Contract Between
Atlantic Cty Spec Serv B/E-Atlantic
- and -
Atlantic Cty Spec Serv EA
* * *
07/01/2004 thru 06/30/2007


CategorySchool District
UnitCafeteria Workers, Clerical, Custodians, Teaching/Professional Staff

Contract Text Below
AGREEMENT

BETWEEN THE

ATLANTIC COUNTY SPECIAL SERVICES EDUCATION ASSOCIATION

AND THE

ATLANTIC COUNTY SPECIAL SERVICES BOARD OF EDUCATION

JULY 1, 2004

THROUGH

JUNE 30, 2007

iii

PREAMBLE 1

ARTICLE I 2
    Recognition 2

ARTICLE II 3
    Negotiation Of Successor Agreement 3

ARTICLE III 5
    Grievance Procedure 5

ARTICLE IV 12
    Employee Rights And Privileges 12

ARTICLE V 15
    Association Rights And Responsibilities 15

ARTICLE VI - EMPLOYMENT PROCEDURES 17
    Employment Duties 17
    Placement on Salary Schedule 17
    Previous Sick Leave Accumulation 18
    Black Seal License 19
    Transporting Students 19
    Employee Travel 19
    Uniforms 20
    Steel Toe Boot/Shoe Allowances 20

ARTICLE VII - SALARIES 21
    Method of Payment 21
    Voluntary Summer Work: 21
    Optional Saving for the Summer 22
    Procedure for Withholding Employment or Adjustment Increments 22
    Substitute Coordinator - Stipend 22
    Child Study Team Chairperson - Stipend 22

ARTICLE VIII 23
    Employee Facilities 23

ARTICLE IX 24
    Fair Dismissal Procedure 24

ARTICLE X - EMPLOYEE WORK YEAR 25
    Certificated Staff 25
    Supportive Staff 25
    Holidays – Maintenance/Custodial Employees 26
    Vacation Schedule – 12 Month Employees 26

ARTICLE XI - EMPLOYEE WORK DAY/HOURS 27
    Teacher, Therapists, Therapist Assistants and Aides 27
    Cafeteria Employees, Custodial/Maintenance Staff and Secretaries 27
    Overtime 28
    Overtime Assignments – Maintenance/Custodial Employees: 28
    Call Back 28
    Meetings 29

ARTICLE XII - LEAVES 30
    Sick Leave 30
    Lump Sum Payment – Accumulated Sick Leave. 30
    Transfer of Sick Leave Credit 31
    Differential Pay-NJSA 18:30-. 32

ARTICLE XIII 33
    Transfers And Reassignments 33

ARTICLE XIV 34
    Employee Evaluation 34

ARTICLE XV - TEMPORARY LEAVES OF ABSENCE 36
    Types of Leave 36
    Personal 36
    Professional 36
    Legal 36
    Jury Duty 36
    Military 37
    Bereavement 37

ARTICLE XVI - EXTENDED LEAVES 39
    International and Federal Programs 39
    Military 39
    Child Rearing 39
    Illness in Family 40
    Extended Personal Leave for Employees 41

ARTICLE XVII 43
    Sabbatical Leaves For Teachers 43

ARTICLE XVIII 45
    Protection Of Employees 45
    Worker’s Compensation 46


ARTICLE XIX - INSURANCE PROTECTON 47
    Health Insurance 47
    Dental Insurance 47
    Prescription Drug Plan 47
    Opt-Out Provision 48

ARTICLE XX 51
    Books And Other Instructional Materials And Supplies 51

ARTICLE XXI 52
    Deductions From Salary 52

ARTICLE XXII 53
    Seniority And Job Security 53

ARTICLE XXIII 55
    Board’s Rights 55

ARTICLE XXIV 56
    Tuition Reimbursement Plan 56

ARTICLE XXV 59
    Representation Fee-Agency Shop 59

ARTICLE XXVI 62
    Miscellaneous Provisions 62

ARTICLE XXVII 64
    Duration Of Agreement 64

SALARY GUIDES 2004 - 2007 Appendices I-A


2








PREAMBLE



THIS AGREEMENT entered into by and between the BOARD OF EDUCATION OF THE ATLANTIC COUNTY SPECIAL SERVICES DISTRICT, Atlantic County, New Jersey, hereinafter called the “Board”, and the ATLANTIC COUNTY SPECIAL SERVICES EDUCATION ASSOCIATION, hereinafter called the “Association.”

The Board and Association shall enter into negotiations in accordance with the mandates of Chapter 123, Public Laws, 1974, concerning the terms and conditions of employment for all employees in this bargaining unit as enumerated in Article I.

Since the parties have reached certain understandings which they desire to confirm in this Agreement, it is hereby agreed as follows:

ARTICLE I
RECOGNITION

A. The Board hereby recognizes the Atlantic County Special Services Education Association as the exclusive and sole representative for collective negotiation concerning grievances and the terms and conditions of employment for the following unit of full and part-time personnel.
              All nonsupervisory certificated personnel
              All nonsupervisory aides
              Secretaries and clerks
              Food Service workers
              Custodians
              Maintenance workers
              Therapy assistants
              Certified bus aides
B. Specifically excluded are all supervisory employees and all transportation employees, confidential employees, and all others not expressly included in Paragraph A. above, which is in accordance with P.E.R.C. Docket No. R.O. 89-126.
    C. Terms unless otherwise indicated:
    1. Wherever the terms “employees” or “members” of the bargaining unit are used, they shall refer to all the personnel mentioned above.
    2. Wherever the term “he” is used, it shall refer to both male and female employees.
    ARTICLE II
    NEGOTIATION OF SUCCESSOR AGREEMENT

    A. Deadline Date
        The parties agree to enter into collective negotiations over a successor Agreement in accordance with NJSA 34:13A 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 or about November 15 of the calendar year preceding the year in which the agreement expires. Any Agreement so negotiated shall apply to all employees, be reduced to writing, and be signed by the Board and the Association.
    B. Modification
        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.
    C. Revisions
        Consistent with NJSA 34:13A et. seq., the Board shall negotiate with the Association prior to any changes in terms and conditions of employment included as part of the Agreement and contained herein.
    D. During negotiation, the Board and the Association shall present relevant data, exchange points of view, and make proposals and counter-proposals.

      E. Neither party in any negotiation shall have control over the selection of the negotiating representatives of the other party. The parties mutually pledge that their representatives shall be clothed with all necessary power and authority to make proposals, consider proposals, and make counter-proposals in the course of negotiations. Any disputes over this issue shall not be subject to the grievance procedure but should be processed through the appropriate forum.

      F. Nothing herein precludes representatives of the Board and the Association meeting when necessary for the purpose of reviewing the administration of the Agreement, and to resolve problems that may arise. These meetings are not intended to bypass the grievance procedure.

      G. This Agreement incorporates the entire understanding of the parities on all matters which have been the subject of negotiation.

      ARTICLE III
      GRIEVANCE PROCEDURE
      A. Definitions
          1. Grievance
            A “Grievance” is a claim by an employee or the Association based upon the interpretation, application, or violation of this Agreement, policies or administrative decisions affecting an employee or a group of employees.
      2. Aggrieved Person
      An “aggrieved person” is the person or persons or the Association making the claim.

      B. Purpose
          1. The purpose of this procedure is to resolve differences at the lowest possible level.
            Both parties agree that these proceedings will be kept as informal and confidential as may be appropriate at any level of the procedure.

      2. Nothing herein contained shall be construed as limiting the right of any employee
            having a grievance to discuss the matter informally with the appropriate member
            of the administration, and having the grievance adjusted without intervention of the Association, provided adjustment is not inconsistent with the terms of this Agreement.

      C. Procedure
        1. Time Limits
            A grievance must be filed in writing within twenty (20) calendar days of the event, or the date on which the employee knew or could have reasonably known of the event. The number of days indicated at each level should be considered as 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 so that the grievance procedure may be exhausted prior
          to the end of the school year or as soon as thereafter as is practicable.
      3. If an administrator is not empowered to resolve a grievance then the grievance may
            be submitted at the next level appropriate for authorized disposition.

          4. Level OnePrincipal or Supervisor of Auxiliary Services
      (a) Informal – An employee with a grievance may first discuss it with his principal supervisor with the objective of resolving the matter informally prior to formally filing the grievance.

          (b) Formal – A grievance to be considered under this procedure shall be initiated
              by the employee or Association, in writing, within twenty (20) calendar days of its occurrence or when the employee could have reasonably known of the occurrence. A decision shall be made within seven (7) school days after presentation of the grievance at this level.

      Level TwoAssistant Superintendent
            If the aggrieved person is not satisfied with the disposition of the grievance at Level One, or if no decision has been rendered within seven (7) school days after the presentation of the grievance at Level One, the grievance may be filed in writing with the Assistant Superintendent within seven (7) school days of receipt or the latest date when response was due. The Assistant Superintendent shall render his decision in writing within seven (7) school days after receiving the written grievance.

      Level ThreeSuperintendent
              If the aggrieved person is not satisfied with the disposition of the grievance at Level Two, or if no decision has been rendered within seven (7) school days after the presentation of the grievance at Level Two, the grievance may be filed in writing with the Superintendent within seven (7) school days of receipt or the earliest date when response was due. The Superintendent shall render his decision in writing within seven (7) school days after receiving the written grievance.
      Level Four Board of Education
              If the aggrieved person is not satisfied with the disposition of his grievance at Level Three, or if no decision has been rendered within seven (7) school days after the grievance was delivered to the Superintendent, he may within seven (7) school days after a decision by the Superintendent or ten (10) school days after the grievance was delivered to the Superintendent, whichever is sooner, submit the grievance to the Board. The request shall be submitted in writing through the Superintendent who shall attach all related papers and forward the request. The Board shall review the grievance and shall, at the option of the Board, hold a hearing with the aggrieved person and render a decision in writing within
              thirty-five (35) calendar days of receipt of the grievance by the Board.
              No claim by a unit member shall constitute a grievable matter beyond Level Four, unless required by law, if it pertains to:
      (a) any matter for which a method of review is prescribed by law or
      (b) any rule or regulation of the State Commissioner of Education or
      (c) any matter which according to law is beyond the scope of the Board
              authority or
      (d) any complaint of a non-tenure employee which arises by reason of his not being re-employed or
      (e) a complaint by a unit member occasioned by appointment to or lack of appointment to, retention in or lack of retention in any position for which tenure is either not possible or not required.
      Level Five - Arbitration
              If the Association is dissatisfied with the decision of the Board of Education, and if the grievance pertains to a matter of the expressed formal agreement herein between the Board and the Association, the Association may request the appointment of an arbitrator. Such request shall be made known to the Superintendent in writing, within 30 calendar days of receipt of decision of the Board of Education. In order for a grievance to proceed beyond Level Four, such action must be initiated by the Association.
      Procedure for Securing the Service of an Arbitrator
      The following procedure will be used to secure the services of an arbitrator:
              1. A request will be made to P.E.R.C. to submit a roster of persons qualified to
              function as an arbitrator in the dispute in question.
              2. The arbitrator shall function in accordance with the rules and procedures of the
            New Jersey Public Employment Relations Commission.
            3. The arbitrator shall limit himself to the issue submitted. He can add nothing to,
          or subtract anything from any policy of the Board of Education. However, no
              policy of the Board shall violate the expressed contractual rights incorporated in
              this Agreement. The recommendations of the arbitrator shall be binding upon
              the parties. It is further understood that arbitration is limited to the four (4)
              corners of the contract. Only the Board and the aggrieved and his representative
              shall be given copies of the arbitrator’s findings and recommendations. This
              shall be accomplished within thirty (30) days of the completion of the
              arbitrator’s hearings. It is also understood that in acknowledging binding
              arbitration of disputes as above set forth the Association and its members
              collectively and separately shall not cause, participate, sanction or support any strike or job action against the employing Atlantic County Special Services School District Board of Education.
      4. The arbitrator shall be bound by decisions of the Commissioner of Education of
              New Jersey, decisions of the State Board of Education, the decisions of the
              Courts of New Jersey, and all New Jersey Statutes.

      D. Costs
          The Cost for services of the arbitrator and actual and necessary travel expenses and the cost of the hearing room shall be borne equally by the Board and the Association. Any other expense incurred shall be paid by the party incurring same.
      E. Representation
          Any individual employee who files a grievance may be represented at all formal stages of the grievance procedure by himself, or at his option, with a representative selected or approved by the Association. When an employee is not represented by the Association, the Association shall have the right to be present and to state its views at all formal stages of the grievance procedure. Such procedure concerning representation shall not apply to the informal stage.
      F. Reprisals
          Neither party to this Agreement shall take punitive action against any individual because of participation in, or lack of participation in the grievance procedure.
      G.

        Miscellaneous
      1. All filings, responses and appeals shall be in writing and delivered to the
              aggrieved person(s) at formal Levels One, Two, Three and Four setting forth the decision and shall be transmitted promptly to the grievant and to the Association.

      2. All documents, communications and records dealing with the processing of a
              grievance shall be filed in a separate grievance file and shall not be kept in the personal file of the participants.
      3. All meetings and hearings under this procedure shall not be conducted in public
              and shall include only such parties in interest and their designated or selected representatives heretofore referred to in this procedure.

      4. Failure by the grievant to strictly follow the timelines at any step shall mean
              abandonment of the grievance. Failure by management to follow the timelines at any step shall allow the grievant to process the grievance to the next step. Nothing herein precludes mutual extension of grievance timelines in writing.

      ARTICLE IV
      EMPLOYEE RIGHTS AND PRIVILEGES
        A. Pursuant to NJSA 34:13A et. Seq., every employee shall have the right freely to organize, join and support the Association and its affiliates for the purpose of engaging in collective negotiations or to refrain from such actions. Neither party shall directly or indirectly discourage, deprive or coerce any employee in the enjoyment of any rights conferred by NJSA 34:13A et. Seq. or other laws of New Jersey or the Constitutions of New Jersey and the United States, nor shall either party discriminate against any employee with respect to hours, wages, or any terms or conditions of employment by reason of his membership, or lack of membership, in the Association and its affiliates, his participation in any activities of the Association and affiliates, collective negotiations with the Board, or his institution of any grievance, complaint or proceeding under this Agreement or otherwise with respect to any terms or conditions of employment.
          B. Statutory Savings Clause
            Nothing contained herein shall be construed to deny or restrict to either party such rights as they may have under New Jersey School Laws or other applicable laws and regulations.
          C. No employee shall be disciplined, fined or suspended without compensation except for
            just cause. Any such action asserted by the Board, or any agent or representative thereof, shall be subject to the grievance procedure herein set forth.
          D. Grades and Evaluations of Students
            The teacher shall maintain the responsibility to determine grades of students within the policies of the school district. No grade or evaluation given by a professional staff member shall be changed without providing reasonable opportunity for consultation.

        E. Personnel Records
              1. An employee shall have the right, with reasonable notice, to review the contents of his personnel file, at a mutually scheduled time. An employee shall be entitled to have a representative(s) of the Association accompany him during such review. Review of the documents shall be done in the presence of the Superintendent or his designee. Reasonable requests for copies of materials shall be honored.
              2. No material derogatory to an employee’s conduct, service, character or personality shall be placed in his personnel file unless the employee has had an opportunity to review the material and the employee shall initial the document to note this acknowledgement. The unit member may file a response of reasonable length which shall also be retained in the file.
        3. The Superintendent’s personnel file shall be the official file.
        F. Complaint Procedure
        An employee shall be advised of complaints from parents and other sources relative to his or her performance or activities when deemed necessary by the administrator or when
        such complaints will adversely affect the employee’s contract or employment status. The
        employee shall have an opportunity to respond thereto.


          G. Meetings/Conference
            Any employee required to attend any meeting with parents, students, and/or administrators regarding problems, complaints, and/or concerns about an employee’s conduct, decision, action, etc., shall receive prior notice whenever possible, of such meeting and the reason(s) for such meeting. If requested, and if known, the employee will be advised of each person anticipated to be in attendance.43
        ARTICLE V
        ASSOCIATION RIGHTS AND RESPONSIBILITIES
        A. The Board agrees to make available to the Association in response to reasonable requests from time to time, information in the public domain and such other information that shall assist the Association in developing intelligent, accurate, informed and constructive programs on behalf of the employees together with information which may be necessary for the Association to process any grievance or complaint as per the mandates of the Public Right to Know Law currently in effect.

        B. Exclusive Rights
            The right and privileges of the Association and its representatives as set forth in the Agreement shall be granted only to the Association as the majority representative of the employees, and to no other organizations.
        C. Representatives of the Association, shall be permitted to transact official Association business on school property at all reasonable times, provided that this shall not interfere with or interrupt school operations.

        D. The Association and its representatives shall have the right to use meeting facilities at all reasonable hours. Requests shall be made to the principal of the building in question in advance of the time and place of all such meetings.



        E. The Association shall have the right to use the inter-school mail facilities and school mail
            boxes for routine notices without the approval of the building principals or other members of the Administration.
        F. The Association shall have the right to use school facilities and equipment i.e., typewriters, copy machines and overhead projector at reasonable times when such equipment is not otherwise in use. The Association shall pay for the reasonable costs of all materials and supplies incident to such use. Application for permission shall be in writing from an Association authorized representative.

        G. Released Time for Meetings
            Whenever any representative of the Association or any employee is required or expressly permitted to participate during working hours in negotiations, grievance proceedings, conferences or meetings which relate to Association business with the Board or Administration, he shall suffer no loss in pay; however, it is agreed that such negotiations, grievance proceedings, conferences or meetings shall be subject to mutual scheduling by the Board or its representatives, and the Association.
        H. Copies of Board Policy
            The Board shall make available to all employees complete copies of the current Board Policy and shall incorporate any changes/additions as soon after adoption as possible.

        ARTICLE VI
        EMPLOYMENT PROCEDURES
          A. Employment Duties
            Duties to be performed by all employees shall be within required certification and appropriate to each job classification. Teacher aides holding a substitute certificate may be utilized in a classroom as a substitute teacher at the discretion of the administration.
            Effective September 1, 2002, after the twelfth (12th) occurrence, whenever a teacher’s aide is utilized as a substitute teacher, that aide will be paid at a rate of thirty-five ($35) per day in addition to their salary. After the twenty-fifth (25th) occurrence, the rate will increase to forty five ($45) per day. Such assignments shall be in accordance with the rules and regulations of the N.J. Department of Education.
        A. Placement on Salary Schedule
            1. Adjustment to Salary Schedule
              Any ten (10) month employee actively employed prior to February 1st of any school year, or any twelve (12) month employee actively employed prior to January 1st, shall be given full credit for one (1) year of service toward the next increment step for the following year.
        2. Credit for Experience
              Effective with the signing of this Agreement, creditable experience for salary guide placement may be granted to a new employee upon initial hire up to a maximum of ten (10) years. In accordance with and to the extent required by law, additional credit shall be granted for all teachers not to exceed four (4) years for military
              experience or alternative civilian service required by the Selective Service System. Effective July 1, 1995, all other employees shall receive credit on the salary guide for up to two (2) years of prior military experience.
        3. Returning to the District
              An employee with previous experience in the Longport/Corbin City/Atlantic County Special Services School District Board of Education, who has resigned and who subsequently seeks re-employment with Atlantic County Special Services School District may be credited for all prior active experience including creditable military experience or alternative civilian service required by the Selective Service System, Peace Corps, Vista, National Training Corps or Fulbright Scholarship. Such credit shall be at the sole prerogative of the Board.
        B. Previous Sick Leave Accumulation
            Employees on approved leaves of absence shall have previously accumulated sick leave benefits restored upon their return to work.
        C. Employees shall be assigned to duties within the purview of their position consistent with their general job description and certification.

        D. Employees shall be notified of their contract and salary status for the following year in
          accordance with law.

        E. Employees will be notified of any transfers as soon as possible.

        F. Black Seal License
            The Board agrees to pay the full cost of the course and course materials for any custodial/maintenance employee required to obtain a Black Seal License. Any custodial/maintenance employee who holds a valid Black Seal License shall receive additional compensation each year as follows:
            Effective July 1, 2004 $600.00
            Effective July 1, 2005 $650.00
            Effective July 1, 2006 $700.00
            It is agreed that the stipend shall be discontinued when the need for Black Seal License is no longer required.
        G. Transporting Students
            Employees shall not be required to drive students. An employee may do so voluntarily, however, with the advance approval of his Principal or immediate supervisor. He shall be compensated on an overtime rate (if over 40 hours) plus mileage at the current IRS rate as of July 1st of each contract year for the use of his own automobile.
          I. Employee Travel
          Employees required to travel from one site to another during the course of the
        work day shall be compensated at the current IRS rate as of July 1st of each contract
        year for the use of his own automobile.



            J. Uniforms
            The Board will provide in participation with the maintenance, custodial and food service employees, five (5) summer and five (5) winter uniforms. Maintenance, custodial and food service personnel will be required to wear provided uniforms.
            K. Steel Toe Boot/Shoe Allowances
            Maintenance and Custodial employees shall be allotted an annual steel toe boot allowance with receipt of $100.00. Food Service employees shall be allotted an annual shoe allowance with receipt of $100.00.






        ARTICLE VII
        SALARIES
          A. The salaries of all members of the unit covered by this Agreement are set forth in the Salary Schedules which are attached hereto and made a part hereof.
          B. Method of Payment
          1. All employees will be paid twice a month in equal installments on the 15th and 30th of each month.
          2. When the payday falls on a school holiday, checks will be distributed on the last work day prior to the holiday or weekend at the employees work place. When the payday falls on a Saturday or Sunday, employees will be paid on Friday.
          3. All employees will participate in direct deposit of their paychecks in a bank account(s) as designated by the employee.
          4. Voluntary Summer Work:
                Rate Per Net Hour-2004-2007

                Teachers $32.00
                Aides $15.50
                PT/OT Assts. $22.00
                Caft. Worker $15.50 + $.60 for cook duties

                The Board reserves the right to hire outside employees not covered by this

                bargaining unit at a rate of pay established by the Board of Education.

                Rates not to exceed the negotiated rate.

          5. Optional Saving for the Summer
                Each employee may elect to have a specific amount of his gross salary deducted in equal installments from his paycheck, and placed in an interest bearing account at a bank designated by the Board. The amount deducted from each paycheck shall be determined by the employee no later than the last working day in June of the prior work year. The amount deducted, plus the interest earned, shall be paid to the employee in one lump sum or by installments as determined by ABCO or whatever entity is responsible for the distribution. New employees shall be eligible to participate in this plan upon initial employment. All employees not enrolled in September, may elect to enroll in the program by December 1st, effective implementation January 1st.
          C. Procedure for Withholding Employment or Adjustment Increments
              Disciplinary actions including withholding of increments, fines or suspensions without pay shall be subject to the grievance procedure herein except for those actions appropriate to alternate statutory procedures.
          D. Substitute Coordinator
              Any employee who is responsible for calling substitutes and is designated the Substitute Coordinator shall receive additional compensation each year as follows:
              Effective September 1, 2004 through June 30, 2007 - $4,000
          E. Child Study Team Chairperson
              Any employee assigned the position of Child Study Team Chairperson shall receive
              additional compensation each year as folllows:
              Effective September 1, 2004 through June 30, 2007 - $4,000

          ARTICLE VIII
          EMPLOYEE FACILITIES


              The Board shall continue to provide adequate facilities for employee use.

          ARTICLE IX
          FAIR DISMISSAL PROCEDURE

          A. Notification of Status
              1. Dates
                In accordance with law each year, the Board shall give to each non-tenured employee.
          (a) A written offer of re-employment but with such increases in salary and benefits as
              may be required by law or agreement between the Board and the Association, or
          (b) A written notice that such employment shall not be offered.
            2. Informal Appearance
                  In accordance with and to the extent required by law, any non-tenured employee who has received such notice of non-employment shall be entitled to an appearance before the Board, provided a written request for such appearance is received in the office of the Secretary of the Board with five (5) calendar days after notification of non-employment. Such hearing shall be provided within thirty (30) calendar days and determination shall be provided within an additional three (3) calendar days after the hearing.


            ARTICLE X
            EMPLOYEE WORK YEAR
            A. Certificated Staff
            1. In-School Work Year
                  The In-School work year for ten month employees shall be one hundred eighty-six (186) days.
                2. Orientation
            Newly hired employees, in addition to paragraph A1 above, may be required, at the
            Superintendent’s discretion to attend up to five orientation days prior to the first day
            that other employees are required to report.
              B. Supportive Staff
            1. The work year for aides and cafeteria workers shall be one hundred eighty-six (186) work days.
            2. The work year for twelve (12) month secretaries, custodial and maintenance employees shall be July 1 through June 30.
            3. The work schedule for twelve month secretaries shall be the school calendar, plus
                  July 4th and Labor Day shall be holidays. Notwithstanding the reference to “school calendar”, twelve (12) month secretaries shall work all regular work days in the week prior to Labor Day even though the school calendar may provide otherwise for teachers.
              C. The work year for ten (10) month employees will include three (3) four-hour staff development days. Four hour days do not include lunch period.

              D. Holidays
                The following holidays shall be provided to twelve month maintenance and custodial employees:
                1. Independence Day 8. January 1
                2. Labor Day 9. Martin Luther King Day
                3. Columbus Day 10. Presidents Day
                4. Veteran’s Day 11. Good Friday
                5. Thanksgiving Day 12. Easter Monday
                6. Day after Thanksgiving 13. Memorial Day
            7. December 25
            In July of each year, Three (3) additional holidays shall be mutually and individually determined. If an employee is required to work on a holiday, employees shall be paid at two (2) times their normal hourly rate.

            E. Vacations
              All Twelve (12) month employees shall be credited with the following vacation days per year.
              VACATION SCHEDULE:
              After completion of the first contractual year of employment………ten (10) work days
              (pro rata if less)
              After completion of the second contractual year of employment……twelve (12) work days
              After completion of the sixth contractual year of employment………fifteen (15) work days
              After completion of the tenth contractual year of employment………twenty (20) work days
              ARTICLE XI
              EMPLOYEE WORK DAY/HOURS
            A. Teacher, Therapists, Therapist Assistants and Aides
              The in-school workday shall not exceed a total of six (6) hours and fifty (50) minutes per day including a duty free lunch as per practice. The student instructional day shall increase by fifteen (15) minutes, effective September 1, 2004. The student instructional day shall
            be six (6) hours.
              B. Professional employees (teachers, therapists), effective with the opening of the new building, shall be provided one hundred and twenty (120) minutes of duty free planning time per week for preparation and other professional duties during each full week of duty to be distributed during the normal student day, but shall be modified for “short” work weeks (i.e. holidays, etc.) and “short” work days (i.e. early dismissal, etc.) In the event that such entitled preparation/professional time is not provided, then commencing with the fourth (4th) occasion, compensation of ten dollars ($10.00) per event shall be made after submission of voucher(s).

              C. Cafeteria Employees, Custodial/Maintenance Staff and Secretaries
                The workday for Cafeteria employees shall not exceed a total of eight (8) hours per day inclusive of a duty free meal period as per practice. The workday for Custodial/Maintenance employees shall not exceed a total of eight (8) hours per day inclusive of a duty free meal period of forty-five (45) minutes.

                The workday for Secretarial employees shall not exceed a total of seven and one-half (7 ) hours per day inclusive of a duty free meal period as per practice. Summer work hours for secretarial employees shall not exceed six and one-half (6 ) hours per day beginning July 1st through August 20th of each work year. Hours of work to be determined by individual Supervisor.
              D. Overtime
                Any non-certificated employee working in excess of eight (8) net work hours per day shall be compensated overtime at one and one-half (1 ) times their normal hourly rate. Compensatory time based on the same calculation (1 times) may be granted in lieu of overtime payment, if mutually agreed upon. All such overtime must be approved and directed in advance by the Administration.
              E. Overtime Assignments – Maintenance/Custodial Employees:
                Overtime assignments shall be equitably distributed among all maintenance and custodial employees on a voluntary and rotating basis based upon a district seniority list. In the event, no employee volunteers, then such overtime will be assigned based upon reverse seniority. Nothing herein is to preclude the assignment of overtime to a specific employee if a special qualification or skill is needed.
              F. Call-Back
                Any custodian or maintenance worker who is called in to work at times outside his/her normally scheduled work hours shall be compensated for a minimum of two (2) hours pay or paid for the time actually worked whichever is greater. It is understood that this call-back minimum guarantee is not for time worked contiguous to an employee’s normal work schedule.

              Meetings
                All secretarial, custodial and cafeteria staff meetings shall be held within the employees’ normal workday as described above.

                ARTICLE XII
                LEAVES
              A. In accordance with and as specified by statute, sick leave is defined to mean employee absence from his/her post of duty because of personal disability due to illness or injury, or exclusion from school by the school district’s medical inspector because of contagious disease in the immediate household.

              B. In accordance with statute, all employees on a ten (10) month contract shall be entitled to
                ten (10) sick leave days each school year. Unused sick leave days shall be accumulated from year to year with no maximum limit. Twelve (12) month employees shall have twelve (12) sick leave days per year under the same conditions. Contracts issued for less than the term of ten (10) months will carry sick leave equivalent to one (1) day per month of employment.

              C. Upon retirement from the Atlantic County Special Services School District, in accordance with New Jersey State retirement provisions, the employee shall receive upon retirement (or January 2nd of the year thereafter, if selected by the employee), a lump-sum payment for each accumulated sick leave day. The amount of payment is subject to a cap of 190 days.
                              2004-05 2005-06 2006-07
              Certified Staff $70.00 $70.00 $75.00
              Therapy Assistants $57.00 $57.00 $62.00
              Support Staff $50.00 $50.00 $55.00

              The following additional provisions and restrictions must be complied with:
              (a) The employee must have at least fifteen (15) years of active service in the District. (Service with Corbin City and Longport School Districts shall be creditable for this stipulation).
              (b) Employees formerly employed by the Corbin City Board of Education shall no longer be
              compensated for sick leave with Savings Bonds.
              (c) Eligible employees must have a least seventy-five (75) days of accumulated sick leave in order to receive payment for unused accumulated sick leave. (Former employees of Corbin City, shall be given credit for the accumulated sick leave days accrued with Corbin City, as well as those accrued with A.C.S.S.S.D. for purposes of meeting the seventy-five day minimum requirement. However, only the days earned after June 30, 1989, while in the active employment of A.C.S.S.S.D. shall be monetarily compensated).
              (d) Employees of A.C.S.S.S.D. who have previously accumulated sick leave days while in the
                employment of the Longport School District shall have all accumulated days compensated i.e. those days earned with Longport as well as A.C.S.S.S.D.
              (e) The employee must notify the Superintendent, in writing, by January 1st of the pre-budget year of his/her intention to retire.

              D. Transfer Sick Leave Credit
                An employee will be credited with a transfer of a maximum of thirty (30) days sick leave credit upon commencement of the fourth year of service in the District. Such credit shall only be prospective for employees hired after initiation of this Agreement. When an employee uses sick leave, any transferred leave will be charged only after all A.C.S.S.S.D. earned sick leave has been exhausted. Transferred sick leave is not eligible for retirement provisions referenced in Section C above.
              E. Nothing herein precludes an employee from applying for differential pay in accordance with N.J.S.A. 18A:30-6. Prolonged absence beyond sick leave period. When absence, under the circumstances described in N.J.S.A. 18A:30-1, exceeds the annual sick leave and the accumulated sick leave, the board of education may pay any such person each day’s salary less the pay of a substitute, if a substitute is employed or the estimated cost of the employment of a substitute if none is employed, for such length of time as may be determined by the board of education in each individual case. Determination concerning this provision is understood to be the Board’s sole prerogative.

              ARTICLE XIII
              TRANSFERS AND REASSIGNMENTS

              A. The Superintendent shall post a list of job vacancies in each District facility for at least
              five (5) work days prior to the closing date on the notice. Employees who desire to apply
              for such vacancies shall submit their applications in writing to the Superintendent within the
                time limit specified in the notice. Nothing herein precludes interim appointments or withdrawal of filling such positions.

              B. Summer Vacancies
                Employees who wish to receive notification of vacancies that occur in July and August shall make such request in writing to the Superintendent and supply a stamped, self-addressed envelope. Vacancy notices shall be sent to those employees.

              C. Transfers
              1. Employees who desire to transfer to another building may file a written statement of such
                  desire with the Superintendent. Such statement shall include the school or schools to which he desires to be transferred in order of preference. The Board retains sole authority concerning transfers.
                2. If a permanent vacancy shall be filled by means of involuntary transfer of an employee,
                then such employee shall be entitled to a conference with the Superintendent prior to the
                transfer.

                ARTICLE XIV
                EMPLOYEE EVALUATION

              A. It is mutually understood that evaluation is the measure of the overall performance of an
                Employee, and formal observation is but one portion.
              B. All employees shall be formally and openly evaluated by their Supervisors as often as
                deemed necessary during each year. Within ten (10) school days following each observation, a conference shall take place between the employee and his/her immediate supervisor to identify deficiencies, if any, and to discuss means and methods for correction and improving job performance. Within five (5) school days following the conference(s), the Supervisor shall prepare a formal observation report, setting forth the observation and a summary of the matters discussed in the conference(s). The report shall be presented to the employee who shall sign a completed formal observation form as acknowledgment of its contents. No such report shall be submitted to the Central Office, placed in the employee’s file or otherwise acted upon without the conference(s) having taken place. The employee may request a second conference which, if requested, will be held within five (5) school days after the employee’s receipt of the formal observation report.
              C. In accordance with statute, each non-tenure teacher shall receive at least three (3) formal
              observations per school year.


              D. In accordance with statute, each tenure teacher shall receive at least one (1) formal
                observation per school year.
              E. All other employees shall receive at least one (1) formal evaluation per school year.

              F. If any written material from an employee’s file is to be used in a disciplinary hearing against an employee, then a copy of such material shall be made available to the employee concerned prior to the hearing.

              G. All evaluations shall be done by a member of the Administration.

              ARTICLE XV
              TEMPORARY LEAVES OF ABSENCE

              A. Types of Leave
                Employees shall be entitled to the following temporary non-accumulative leaves of absence with full pay each school year.
              1. Personal
                  Three (3) days of leave of absence for personal, legal, business, household or family matters which require absence during school hours may be taken, subject to approval by the Superintendent. Such leave may not be contiguous to a holiday or recess. Application to the Principal or other immediate Supervisor for personal leave shall be made at least four (4) days before taking such leave (except in the case of emergencies) and the applicant for such leave shall not be required to state the reason for taking such leave other than that he is taking it under this Section. Unused personal leave shall be converted to sick leave at the end of each fiscal year (June 30).
              2. Professional
                  Professional days to visit another school district or for professional conferences may be granted by the Superintendent at his sole discretion. Written requests must be submitted, in advance, and list any required costs. If granted, reasonable expenses will be paid.
              3. Legal
                  If an employee is required to testify by the School District in connection with a legal action, then the time necessary for attendance will be provided to the employee.
              4. Jury Duty
                  Time as necessary to perform Jury Duty if required to do so. Any employee serving on Jury Duty shall receive their full salary less any Jury Duty pay, for the time served. Ten month employees shall request that any such duty be performed during the summer months.
              5. Military
                  Time necessary as provided for in New Jersey Statutes for persons called into temporary active duty of any unit of the United States Reserves or the New Jersey State National Guard, provided such obligations cannot be fulfilled on days when work is not required.
              6. Bereavement
                  Employees may be granted up to:
              (a) five (5) days at any one time in the event of death of an employee’s father, mother,
                    spouse, domestic partner as defined by the NJ Domestic Partnership Act, children, step-children, grandchildren, siblings, parent surrogates.
              (b) three (3) days at any one time in the event of death of an employees, father-in-law, mother-in-law, sister-in-law, brother-in-law, grandparents, or a member of the employees immediate household other than those enumerated in paragraph (a) above. Five (5) days will be granted if travel is required over 250 miles in one direction.
              (c) Additional days with pay may be granted at the discretion of the Superintendent when unfortunate circumstances may warrant additional days. Decisions rendered by the Superintendent under this section shall be final and binding.
                B. Leaves taken pursuant to this Article shall be in addition to any sick leave to which the
                  employee is entitled.
                C. Nothing herein precludes the Board from granting other leaves with or without pay at its sole discretion.

                ARTICLE XVI
                EXTENDED LEAVES
                A. International and Federal Programs
                  A leave of absence without pay of a maximum of two years shall be granted to any teacher who joins the Peace Corps, VISTA, National Teacher Corps, or serves as an exchange teacher or overseas teacher, and is full-time participant in either of such programs, or accepts a Fulbright Scholarship.
                B. Military
                  Military leave without pay shall be granted to any employee who is inducted or enlists in any branch of the armed forces of the United States for the period of said service and three (3) months thereafter, or three (3) months after recovery of any wound or sickness at time of discharge. A similar leave shall be granted to the spouse of any employee who is so inducted or enlists.
                C. Child Rearing
                  Upon request, and with written application at least thirty (30) calendar days in advance, the Board shall grant child rearing leave without pay for up to twelve (12) months to any employee with a child less than one year in age subject to the following stipulations and limitations:
                1. Child rearing leave shall commence on the day requested by the employee.
                2 Upon return from such leave, the employee granted child rearing leave shall be restored
                    to the employment position vacated at the commencement of said leave.
                  3. An employee shall not be prevented from returning to work after childbirth solely on the ground that there has not been a time lapse between childbirth and the desired date of return.
                  4. An employee shall not be removed from her duties during pregnancy unless the employee cannot produce a certificate from her physician attesting that she is medically able to continue teaching.
                5. Return to duty from child rearing leave shall be at the start of an academic year. Nothing herein precludes the Board, at its sole option, from allowing an earlier return date for a tenured employee. Child rearing leave for a non-tenured employee shall only be for the duration of the person’s contract.
                6. If requested, in writing, no later than April 1st of the initial child rearing leave, the Board will grant an additional full year of child rearing leave.
                7. Any employee adopting a child less than 5 years of age may receive similar leave which shall commence upon him/her receiving de facto custody of said child, or earlier if necessary, to fulfill the requirement for the adoption.
                8. An employee on child rearing leave may have the opportunity to substitute in the Atlantic County Special Services School District in the area of his/her certification or competence at the discretion of the Superintendent.

                D. Illness in Family
                  A leave of absence, without pay, may be granted for the purpose of caring for a sick member of an employee’s immediate family. The terms setting forth the beginning and termination of such leave shall be set forth in writing by the Board of Education.
                E. Any employee on extended leaves of absence under any section of this Article shall have all benefits restored upon return to duty.
                F. All extensions, renewals, approvals and denials of leaves shall be in writing.

                G. Extended Personal Leave for Employees
                1. An extended leave for personal reason, without pay, may be granted to a maximum of four (4) employees per year, provided application is made in writing at least ninety (90) days prior to the beginning of the academic year. Such leaves shall be for a period of one (1) school year (July 1 – June 30)- 12 month employees and (September 1 through
                  June 30) for 10 month employees.
                  Extended personal leave for less than one (1) school year may be granted on a case by
                  case basis at the discretion of the Board.
                2. To be eligible for such leave, an employee must have been employed at least seven (7) consecutive years (inclusive of any Board approved leave) in the Longport/Corbin City Schools-Atlantic County Special Services District.
                3. In the event more than four (4) employees request such leave, extended personal leave may be granted based upon the Superintendent’s discretion to determine the value of the leave request to the organization. When the value to the organization is determined to be equal, then the decision to grant the leave shall be based on total length of service.
                4. Extended personal leave without pay may be granted for the following reasons:
                (a) Service in a public office and/or campaign for such service for himself.
                (b) Outside teaching in a college, university or other public school.
                (c) Engaging in activities of the Association or its affiliates.
                (d) Educational purposes.
                (e) Other valid purposes.
                5. The employee on leave shall not be entitled to any benefits provided by this Agreement
                  except as expressly provided by this Article and by law.
                  6. Upon return from leave pursuant to this Article, an employee shall be placed on the salary schedule at the next salary step, providing he has actively taught or worked not less than five (5) months for ten (10) month employees or six (6) months for twelve (12) month employees of the school year or work year in which he began his leave of absence and/or will teach or work not less than five (5) months for ten (10) month employees or six (6) months for twelve (12) month employees of the school or work year in which he returns from such leave of absence. However, time spent on said leaves shall not count toward the fulfillment of the time requirements for acquiring tenure or seniority.

                ARTICLE XVII
                SABBATICAL LEAVES FOR TEACHERS

                A sabbatical leave may be granted to an employee by the Board for reasons deemed of value by the school system, subject to the following conditions:
                A. If there are sufficient qualified applicants, sabbatical leaves may be granted to a maximum of four (4) employees at any one time.
                B. Requests for sabbatical leaves must be received by the Superintendent in writing in such form as prescribed by the Board of Education to include reference to the status of the applicant’s T.P.A.F. or P.E.R.S. Pension, group life insurance, social security and withholding tax. Such requests on the prescribed form must be submitted no later than December 1, and the action shall be taken on all such requests no later than March 1 of the school year preceding the school year for which the sabbatical leave is requested.
                C. The applicant must have completed at least seven (7) full school years of service in the Atlantic County Special Services District (and/or Longport or Corbin City School District). Request for sabbatical leave must include documentation that the applicant may reasonably be expected to complete the degree, or the area of specialization which has previously been approved by the Board of Education, with the credits being taken during the term of such leave.
                  D. In the event more than four (4) employees request such leave, sabbatical leave may be
                  granted based upon the Superintendent’s discretion to determine the value of the leave
                  request to the organization. When the value to the organization is determined to be
                  equal, then the decision to grant the leave shall be based on total length of service.64

                  E. For reasons other than obtaining a Master’s Degree or Doctorate, the leave applicant shall file with the Superintendent an interim and final report of accomplishments obtained pursuant to objectives for having taken a sabbatical.
                  F. An employee on sabbatical leave (either for one-half (1/2) of a school year or for a full school year) shall be paid by the Board at fifty percent (50%) of the entitled salary rate and shall be continued in the District’s Insurance Benefits program. No other benefits shall be granted while on leave and those previously earned shall be restored upon return from leave.
                  G. Upon return from sabbatical leave, an employee shall present reasonable certification of accomplishment of the purpose for such leave and be placed on the salary schedule at the level which he would have achieved had he remained actively employed in the system during the period of his absence.

                ARTICLE XVIII
                PROTECTION OF EMPLOYEES
                  A. As specified and in accordance with 18A:6-1, an employee may, within the scope of his employment, use and apply such amount of force as is reasonable and necessary to quell a disturbance threatening physical injury to others; to obtain possession of weapons or other dangerous objects upon the person or within the control of the pupil; for the purpose of self- defense; and for the protection of persons or property.
                  B. 1. The Board shall give full support including legal and other assistance for any assault upon
                      an employee while acting in the legal discharge of his duties.
                    2. When absence arises out of assault or injury, and such need is verified by the school
                    physician, the employee shall be entitled to full salary and other benefits for the period of such absence but shall not forfeit any sick leave or personal leave.
                  3. The Board shall reimburse employees for the reasonable repair or replacement of clothing or other personal property damaged or destroyed as a result of an assault suffered by an employee while the employee was acting in the legal discharge of his duties within the scope of his employment with proof submitted.
                  Reimbursement shall be with the prior written approval of the School Business Administrator upon submission by the employee of appropriate written documentation as required detailing the assault or incident and the property loss involved. Verification of the value of the items may be required. Reimbursement will not be allowed where recovery is available through insurance or other sources.

                  4. The Board agrees to pay medical costs incurred as the result of any injury sustained in the
                    course of an employee’s employment by workmen’s compensation policy presently in
                    effect at the time of the claimed injury.
                  C. 1. Employees shall immediately report cases of assault suffered by them in connection with
                      their employment to their Principal or other immediate supervisor.
                  2. Such notification shall be immediately forwarded to the Superintendent who shall act in
                      appropriate ways as liaison between the employee, the police and the courts.

                  D. Worker’s Compensation
                    Benefits derived under this Article shall be in conformity with Worker’s Compensation provisions and any other applicable Statutes.

                    ARTICLE XIX
                    INSURANCE PROTECTON
                  A. Health Insurance
                    The Board agrees to provide a full family hospitalization plan equal to or better than the State Health Benefits Plan for all employees and their dependents and who regularly work twenty (20) hours or more per week.
                  B. Dental Insurance
                    Effective with the signing of this Agreement, the Board agrees to provide a Dental Plan for each eligible employee, and where appropriate, coverage for dependents, who regularly work twenty (20) hours or more per week.
                    In accordance with and to the extent provided in the master policy, such coverage shall include:
                    Co-insurance--- 100% for Preventive & Diagnostic
                    70/30 for Basic Services
                    50/50 for Prosthodontic Benefits
                    50/50 Orthodontic Services
                    Each employee enrolled in the dental plan shall, by payroll deduction, contribute an amount equal to 15% of the premium of said dental plan, subject to a cap of $150.00.
                  C. Prescription Drug Plan
                    The Board shall provide to each employee and who regularly work twenty (20) or more hours per week, a Prescription Drug Plan including dependents where appropriate. The co-pay shall be equal to or better than that of the State Health Benefits Plan.

                  D. Description
                    The Board shall request the carrier(s) to provide to each employee a description of the health care insurance provided under these benefits not later than the beginning of each school year which shall include a description of conditions and limits coverage.
                  E. Opt-Out Provision
                  1. Within the regulations of the carrier, the Board agrees to establish a Section 125 (I.R.S. Code) Plan for the purpose of making available a cash option. If an employee selects the cash option, it shall be included in the employee’s gross income as compensation. If an employee selects the insurance coverage, the value of such coverage is excludable in the employee’s gross income as compensation.
                  (a) An employee otherwise entitled to health, dental, prescription insurance coverage
                          shall have the option to voluntarily not participate in any or all such plans and withdraw from any such coverage. It is understood that the decision to exercise this option rests solely with the employee. In the event an employee makes such election, the Board shall compensate such employee (35%) of the yearly premium cost for the plan(s) under which the employee would have been covered. Such cash payment shall be in form of a stipend and shall be paid in two (2) equal installments, the first on December 1st and the second on June 30th of the school year in which the non-participation occurs.
                      (b) In order for an employee to be eligible to elect this cash option for the health
                          insurance plan, as per Section (a) above, and employee must provide
                          documentation to the Board that they are covered under an alternative health insurance plan.

                          It is not necessary for an employee to have alternative dental or prescription coverage to opt out of those two plans. Employees whose spouse has coverage with a Board of Education in the same Health Insurance Fund (HIF), including this Board, will not be eligible for the opt-out incentive.
                      (c) All withdrawals shall be for a full year (July 1 through June 30). Written notification of an employee’s intent to elect this withdrawal option must be filed with the Board during the normal re-opener period. Employees may either re-elect the option of withdrawal during each re-opener period or elect to re-enroll in the insurance plan(s) offered by the District. Prior to each re-opener period, the Board’s insurance carrier and/or representative shall hold a meeting with employees considering to elect to withdraw from the District’s insurance plan and shall apprise them of any and all benefits and/or risks involved should the employee elect such waiver.
                  2. Notwithstanding the above, the employee who has a change in status (e.g. termination of
                      employment, death, separation, divorce, etc.) which causes the employee to lose his alternate health, dental or prescription insurance coverage shall be entitled to re-enroll in the health, dental, and/or prescription plans during the year provided the employee provides the Board with notice of the change of status within sixty (60 days) of the event causing such change. The Board’s obligation for the cash option shall be prorated for the employee subject to a change in status. If the District’s health, dental and/or prescription plan(s) does not accept the employee, the District will find a comparable plan(s) and pay the premium up to the current amount paid for employees in the District’s plan(s).

                      Additional costs above the current cost incurred will be the responsibility of the employee. The employee will be re-enrolled in the District’s plan(s) at the first permissible date.
                  3. Return to the insurance plan(s) for reason other than a change in status is subject to the
                    terms of the carrier.

                  ARTICLE XX
                  BOOKS AND OTHER INSTRUCTIONAL MATERIALS AND SUPPLIES


                  The Board shall continue to provide for the purchase and/or replacement of textbooks, library books, instructional materials, supplies and equipment of sufficient quality and quantity to enable teachers to properly fulfill their teaching responsibilities.

                  ARTICLE XXI
                  DEDUCTIONS FROM SALARY
                  A. 1. The Board agrees to deduct from the salaries of its employees, dues for the Atlantic
                      County Special Services Education Association, the Atlantic County Council of Education Associations, the New Jersey Education Association, or any one or any combination of such associations, as said employee individually and voluntarily authorize the Board to deduct. Such deductions shall be made in compliance with Chapter 310, Public Laws of 1967 N.J.S.A. 52:14-15,9e, and under rules established by the State Department of Education. Said monies, together with records of any corrections, shall be transmitted to the Treasurer of the Atlantic County Special Services Education Association or the N.J.E.A. as may be determined by the Association by the fifteenth (15th) of each month following the monthly pay period in which deductions are made. The Association Treasurer shall disburse such monies to the appropriate association or associations. Employee authorization shall be in writing.
                    2. Each of the Associations named above shall certify to the Board, in writing, the current rate of its membership dues. Any Association which shall change the rate of its membership dues shall give the Board written notice prior to the effective date of such change.
                  B. The Board agrees to deduct from employee’s salaries money for local, state, and/or national
                  Associations services and programs as said employees individually and voluntarily authorize the Board to deduct and to transmit the monies promptly to the Atlantic County Special Services Education Association, or the N.J.E.A. as may be determined by the Association. Any employee may have such deductions discontinued at any time upon sixty (60) days written notice to the Board and the appropriate Association.

                  ARTICLE XXII
                  SENIORITY AND JOB SECURITY
                  (Non-Certificated Personnel)
                  A. Seniority
                  1. School District seniority for purposes of a reduction in force is defined as service by
                      appointed employees in the School District, inclusive of service in Longport and/or Corbin City, in the collective bargaining unit covered by this Agreement. An appointed employee shall lose all accumulated School District seniority only if he/she resigns or is discharged for cause, irrespective of whether he/she is subsequently rehired by the School District.
                  2. In the event of a work location reduction in force, including reductions caused by the
                      discontinuance of a facility or its relocation, the employees shall be laid off in the reverse order of district wide seniority of all employees in the district in the same job classification (Secretary, Clerk/Typist, Cafeteria Employee, Aide, Custodian, Maintenance Employee and Therapy Assistant). Any employee laid off shall remain on a recall roster for a period of two (2) years from the date of lay-off. Recalls shall be based on seniority in the category.
                  3. In the event that, within two (2) years of an employee’s layoff, a vacancy occurs in the same classification from which the employee was laid off, and covered by this Agreement, a laid-off employee shall be entitled to a one time recall thereto in order of seniority.
                  4.

                    The provisions of A.2 and 3 above shall not apply to employees hired on or after July 1, 1995, until after the completion of three (3) years and one (1) day of consecutive employment. Prior to completion of said period, the Board may lay off such employees as it, in the exercise of its sound discretion , determines.

                  B. Job Security
                    After completion of three (3) years and one (1) day of consecutive employment, no employee shall be dismissed, fined or suspended without pay except for inefficiency, incapacity, conduct unbecoming an employee, violation of School District regulations or other just cause. Any such action may be appealed to the Board of Education for a hearing. Should the employee not be satisfied by the determination of the Board, at his request, the matter shall be subject to the grievance procedure.

                    ARTICLE XXIII
                    BOARD’S RIGHTS

                  The Board of Education reserves to itself sole jurisdiction and right, in compliance with the laws of the State of New Jersey and the rulings of the State Commissioner of Education, to hire, assign, promote, transfer and direct employees covered by this Agreement or to take disciplinary action against said employees (up to and including discharge) for just cause, to manage school operations, and to take whatever actions may be necessary to accomplish the mission of the School District except as may be specifically provided by the language of this Agreement.

                  ARTICLE XXIV
                  TUITION REIMBURSEMENT PLAN

                  A. To qualify for reimbursement, the course(s) must be directly related to the employee’s job.
                    Approval must be secured in advance, in writing, from the Superintendent. Applications for Course Approval shall be submitted to the Superintendent prior to the dates listed below to ensure consideration of application:
                    Fall Session September 15
                    Spring Session January 15
                    Summer Session June 15
                    Effective with the signing of this Agreement, all new hires shall not be eligible for tuition reimbursement until completion of a year of consecutive employment. i.e. anniversary date.
                  B. Employees shall be reimbursed upon submitting an official transcript or proof of completion
                    containing the titles of the course(s) and the grade(s) received, if applicable. Applications for reimbursement must be submitted with supporting documentation within sixty (60) calendar days from date of course completion to process and ensure reimbursement.
                  C. The employee must earn a grade of B or better in order to qualify for reimbursement,
                    provided a grade is given.
                    Employees will not be reimbursed for the tuition costs if they voluntarily leave the district or are terminated for reasons other than a reduction in force or job elimination.
                    Employees seeking reimbursement must agree, in writing, to repay the Board in full if they leave the district voluntarily or are terminated for reasons other than a reduction in force within one year from the date of reimbursement.

                  D. An employee shall be reimbursed $1,800 per year for tuition paid to accredited institutions of higher learning for any approved courses taken, upon approval of the Superintendent. In no event shall the reimbursement exceed the actual cost of the course(s) taken.
                    Employees who receive reimbursement from any outside sources, such as the Department of Veteran’s Affairs or scholarships, may still receive reimbursement from the Board according to the Agreement. However, the total of the amounts reimbursed by the Board and those reimbursed or paid by other sources shall not exceed 100% of the employee’s reimbursable costs.
                  E. Courses required for certification in the current position held, shall not be eligible for
                    compensation.
                  F. Approved seminars and workshops shall be reimbursed for necessary costs.
                  G. Approval or disapproval is the sole prerogative of the district’s Superintendent or designee(s).
                  H. PROFESSIONAL DEVELOPMENT PLAN – Physical, Occupational, and Speech
                    Therapists/Assistants – Procedure.
                    A maximum of $600.00 per Therapist or Therapy Assistant will be allowed to participate in appropriate professional development activities. Part-time employees’ allocation will be prorated.
                    Each eligible Therapist or Therapy Assistant is limited to one (1) day out of the district for professional development activities under this plan.
                    Each employee who participates is required to make a presentation to his/her colleagues on the course, seminar or workshop attended.

                    Application Procedure:
                    1. The employee completes the Professional Development Activities Application for
                    Approval/Reimbursement Form. The form must include the workshop name,
                    affiliation(s), CEU’s (including the name of the institution awarding the CEU’s),
                    cost breakdown registration, lodging, travel), and an explanation of how this course,
                    seminar or workshop directly applies to the employee’s assignment.

                    2. The completed form is submitted to the assigned Supervisor for his/her approval. Such approval is based on judgment of the value of the workshop as compared to the concomitant reduction of direct student service, i.e. the greater good.

                    3. The Supervisor shall forward the approved request to the Superintendent whose approval will be based on the value of the course, seminar, or workshop as compared to the concomitant reduction of direct student service. i.e. the greater good. Approval or disapproval is the sole prerogative of the district’s Superintendent or designee(s).

                    4. Upon return from the workshop, the employee shall submit to the School Business
                      Administrator, a copy of the approval form and completed purchase order that includes proof of payment of course, seminar or workshop fee, and indication of successful completion for reimbursement.

                    5. Reimbursement shall be for the cost of the course, seminar, or workshop fees only.
                    Excludes all other fees, materials, lodging, travel, etc.

                    6. Therapists and Therapy Assistants shall also be eligible for Tuition Reimbursement in accordance Article XXIV, but shall only be eligible for reimbursement for Professional Development and/or Tuition Reimbursement in an amount not to exceed a total of $1,800 per contract year.

                    7. All newly hired Therapists or Therapy Assistants shall not be eligible for Professional Development Approval/Reimbursement until completion of a year of consecutive employment. i.e. anniversary date.

                    8. Therapists and Therapy Assistants will not be reimbursed for Professional Development costs if they voluntarily leave the district or are terminated for reasons other than a reduction in force or job elimination.

                    9. Therapists and Therapy Assistants seeking reimbursement must agree, in writing, to repay the Board in full if they leave voluntarily or are terminated for reasons other than a reduction in force within one year from the date of reimbursement.

                  ARTICLE XXV

                  REPRESENTATION FEE-AGENCY SHOP
                  A. Purpose of Fee
                    If an employee does not become a member of the Association during any membership year (i.e. from September 1 to the following August 31) 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. The purpose of this fee will be to offset the employee’s per capita cost of services rendered by the Association as majority representative.
                  B. Amount of Fee
                  1. Notification – Prior to the beginning of each membership year, the Association will
                      notify the Board in writing of the amount of the regular membership dues, initiation fees and assessments charged by the Association to its own members for that membership year. The representation fee to be paid by non-members will be determined by the Association in accordance with law.
                  2. Legal Maximum – In order to adequately offset the per capita cost of services rendered by the Association as majority representative, the representation fee should be equal in amount to the regular membership dues, initiation fees and assessments charged by the Association to its own members, and the representation fee may set up to 85% of that amount as the maximum presently allowed by law.

                  C. Deduction and Transmission of Fee
                  1. Once during each membership year covered in whole or in part by this Agreement, the
                      Association will submit to the Board a list of those employees who have not become members of the Association for the then current membership year. The Board will deduct from the salaries of such employees, in accordance with paragraph (b) below, the full amount of the representation fee and promptly will transmit the amount to the Association.
                    2. Payroll Deduction Schedule – The Board will deduct the representation fee in equal
                      installments, as nearly as possible, from the paychecks paid to each employee on the aforesaid list during the remainder of the membership year in question. The deductions will begin with the first paycheck paid:
                  (a) Ten (10) days after receipt of the aforesaid list by the Board or
                  (b) Thirty (30 days after the employee begins his or her employment in a bargaining
                        unit position unless the employee previously served in a bargaining unit position and continued in the employ of the Board in a non-bargaining unit position or was on layoff, in which event the deductions will begin with the first paycheck paid ten (10) days after the resumption of the employee’s employment in a bargaining unit position, whichever is later.
                  3. Termination of Employment – If an employee who is required to pay a representation
                      fee terminates his/her employment with the Board before the Association has received the full prorated share of the representation fee to which it is entitled under this Article, the Board will deduct the unpaid prorata portion of the fee from the last paycheck paid to said employee during the membership year in question.
                  4. Mechanics – Except as otherwise provided in this Article, the mechanics for the deduction of the representation fees and the transmittal of such fees to the Association will, as nearly as possible, be the same as those used for the deduction and transmission of regular membership dues to the Association. Such shall be forwarded monthly.

                    5. The Association will notify the Board, in writing, of any changes in the list provided for
                      in Paragraph One (1) above and/or the amount of the representation fees, and such changes will be reflected in any deductions made more than ten (10) days after the Board received said notice.
                    6. New Employees – On or about the last day of each month, beginning with the month
                      this Agreement becomes effective, the Board will submit to the Association a list of all employees who began their employment in a bargaining unit position during the preceding thirty (30) day period. The list will include names, job titles and dates of employment for all such employees.
                  C. Indemnification and Safe Harmless Provision
                    1. Liability
                      The Association agrees to indemnify and hold the Board harmless against any and all claims, demands, suits and other forms of liability which may arise by reason of any action taken by the Board in complying with the provisions of this Article, provided that the Board give the Association timely notice, in writing, of any claim, demand, suit or other form of liability in regard to which it will seek to implement this paragraph.
                    2. Exception
                      It is expressly understood that paragraph one (1) above will not apply to any claim, demand, suit, or other form of liability which may arise as a result of any type of willful misconduct by the Board or the Board’s imperfect execution of the obligations imposed upon it by this Article.

                  ARTICLE XXVI
                  MISCELLANEOUS PROVISIONS

                  A. Board Policy
                    This Agreement constitutes mutual policy for the term of said Agreement, and both parties shall carry out the commitments contained herein and give them full force and effect.

                  B. Savings Clause
                    In accordance with and to the extent required by law, changes in terms and conditions of employment shall first be negotiated with the Association as majority representative of employees in the bargaining unit.
                  C. Separability
                    If any provision 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.
                  D. Compliance Between Individual Contract and Master Agreement
                    Any individual contract between the Board and an individual teacher, heretofore or hereafter executed, shall be subject to and consistent with the terms and conditions of this Agreement. If any individual contract contains any language inconsistent with this Agreement, this Agreement, during its duration shall be controlling.

                  E. Per the requirements of law, the Board and Association agree that there shall be no discrimination, and that all practices, procedures and policies shall clearly exemplify that there is no discrimination.

                  E. Copies of this Agreement shall be provided at the expense of the Board within thirty (30) days after the Agreement is signed. The Board agrees to provide fifteen (15) extra copies of the printed Agreement to the Association.

                  F. Whenever any notice is required to be given by either of the parties to this Agreement to the other, pursuant to the provisions of this Agreement, either party shall do so by certified mail at the following addresses:
                  1. If by the Association, to the Board at the Board’s office to the Secretary.
                    2. If by the Board, to the Association’s President’s school address, or home address during
                  vacations.

                  ARTICLE XXVII
                  DURATION OF AGREEMENT
                  This AGREEMENT shall be effective on the date of signing and shall continue in effect until June 30, 2007, except that salary guide modifications, other monetary benefits or unless otherwise noted in this Agreement, shall be retroactive to July 1, 2004. This Agreement shall not be extended orally and it is expressly understood to expire on the date indicated.
                  IN WITNESS WHEREOF, the parties hereto this 24TH Day of June, 2004 thereto cause 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 the year first above written.

                  ATLANTIC COUNTY SPECIAL SERVICES SCHOOL DISTRICT
                  BOARD OF EDUCATION

                  By /s/ Philip S. Munafo
                  President
                  ATTEST:
                  By /s/ Thomas R. DeBiaso
                  Secretary

                  ATLANTIC COUNTY SPECIAL SERVICES EDUCATION ASSOCIATION
                  By /s/ Cynthia Stoll
                  President

                  ATTEST:
                  By /s/ Deb Scheer
                  Secretary
















                  APPENDIX A

                  SALARY GUIDES

                  2004-2007


                  APPENDIX
                  SALARY SCHEDULES
                  2004-2007


                  Teachers/Therapists Schedules

                  2004-2005 Appendix A-1
                  2005-2006 Appendix A-2
                  2006-2007 Appendix A-3

                  Therapy Assistants
                  2004-2005 Appendix B-1
                  2005-2006 Appendix B-2
                  2006-2007 Appendix B-3

                  Aides
                  2004-2005 Appendix C-1
                  2005-2006 Appendix C-2
                  2006-2007 Appendix C-3

                  Secretaries
                  2004 – 2007 Appendix D-1

                  Custodians
                  2004 – 2007 Appendix E-1

                  Maintenance
                  2004 – 2007 Appendix F-1

                  Food Service
                  2004 – 2007 Appendix G-1

                  Certified Bus Aide
                  2004 – 2007 Appendix H-1





                  I - A

                  APPENDIX A-1
                  TEACHER/THERAPISTS SALARY SCHEDULE
                  2004-2005
                  StepBAStepBA+15StepBA+30StepMA
                  1$40,8151$41,6311$42,6511$44,162
                  2$41,1152$41,9372$42,9652$44,486
                  3$42,0263$42,8663$43,9173$45,472
                  4$43,5884$44,4604$45,5504$47,163
                  5$44,9995$45,8995$47,0245$48,689
                  6$46,6836$47,6166$48,7836$50,511
                  7$48,1387$49,1017$50,3047$52,085
                  8$49,5568$50,5478$51,7868$53,619
                  9$51,0559$52,0779$53,3539$55,242
                  10$52,55210$53,60310$54,91710$56,861
                  11$54,19211$55,27611$56,63111$58,636
                  12$56,05912$57,18112$58,58212$60,656
                  13$60,42713$61,63613$63,14613$65,382
                  14$64,75714$66,05214$67,67114$70,067
                  StepMA+15StepMA+30StepMA+45StepMA+60
                  1$44,7331$45,4681$45,9571$46,651
                  2$45,0622$45,8022$46,2952$46,994
                  3$46,0603$46,8173$47,3213$48,035
                  4$47,7734$48,5574$49,0804$49,821
                  5$49,3195$50,1295$50,6695$51,434
                  6$51,1646$52,0046$52,5656$53,358
                  7$52,7597$53,6257$54,2037$55,021
                  8$54,3138$55,2058$55,8008$56,642
                  9$55,9579$56,8769$57,4889$58,356
                  10$57,59710$58,54310$59,17410$60,067
                  11$59,39411$60,37011$61,02011$61,942
                  12$61,44112$62,45012$63,12312$64,076
                  13$66,22813$67,31613$68,04113$69,068
                  14$70,97314$72,13914$72,91614$74,017
                  OG4-$8197
                  Longevity
                  Employees shall have their base salaries adjusted to include the following longevity payments:
                  Beginning an employee's 16th year in the District$500
                  Beginning an employee's 20th year in the District an additional$1,300
                  Beginning an employee's 25th year in the District an additional$1,700
                  Total: $3,500

                  APPENDIX A-2
                  TEACHER/THERAPISTS SALARY SCHEDULE
                  2005-2006
                  StepBAStepBA+15StepBA+30StepMA
                  1$42,7901$43,7311$44,8011$46,384
                  2$43,0902$44,0382$45,1152$46,710
                  3$43,3903$44,3453$45,4293$47,035
                  4$44,9904$45,9804$47,1054$48,769
                  5$46,5905$47,6155$48,7805$50,504
                  6$48,1906$49,2506$50,4556$52,238
                  7$49,7907$50,8857$52,1307$53,972
                  8$51,3908$52,5218$53,8058$55,707
                  9$52,9909$54,1569$55,4819$57,441
                  10$54,59010$55,79110$57,15610$59,176
                  11$56,19011$57,42611$58,83111$60,910
                  12$57,80012$59,07212$60,51712$62,655
                  13$62,30313$63,67413$65,23213$67,537
                  14$66,76714$68,23614$69,90514$72,376
                  StepMA+15StepMA+30StepMA+45StepMA+60
                  1$46,9831$47,7541$48,2671$48,995
                  2$47,3132$48,0882$48,6062$49,338
                  3$47,6423$48,4233$48,9443$49,682
                  4$49,3994$50,2094$50,7494$51,514
                  5$51,1565$51,9945$52,5545$53,346
                  6$52,9136$53,7806$54,3586$55,178
                  7$54,6697$55,5667$56,1637$57,010
                  8$56,4268$57,3518$57,9688$58,842
                  9$58,1839$59,1379$59,7739$60,674
                  10$59,94010$60,92210$61,57810$62,506
                  11$61,69711$62,70811$63,38211$64,338
                  12$63,46412$64,50512$65,19812$66,181
                  13$68,40913$69,53113$70,27813$71,337
                  14$73,31014$74,51214$75,31314$76,449
                  OG4-$8197
                  Longevity
                  Employees shall have their base salaries adjusted to include the following longevity payments:
                  Beginning an employee's 16th year in the District$500
                  Beginning an employee's 20th year in the District an additional$1,300
                  Beginning an employee's 25th year in the District an additional$1,700
                  Total: $3,500
                  APPENDIX A-3
                  TEACHER/THERAPISTS SALARY SCHEDULE
                  2006-2007
                  StepBAStepBA+15StepBA+30StepMA
                  1$45,6571$46,7531$47,8941$49,584
                  2$45,9572$47,0602$48,2092$49,909
                  3$46,2573$47,3673$48,5243$50,235
                  4$46,5574$47,6744$48,8384$50,561
                  5$48,2135$49,3705$50,5755$52,359
                  6$49,8686$51,0656$52,3126$54,157
                  7$51,5247$52,7617$54,0497$55,955
                  8$53,1808$54,4568$55,7868$57,753
                  9$54,8369$56,1529$57,5239$59,552
                  10$56,49110$57,84710$59,25910$61,350
                  11$58,14711$59,54311$60,99611$63,148
                  12$61,09312$62,55912$64,08612$66,347
                  13$65,09313$66,65513$68,28213$70,691
                  14$69,09314$70,75114$72,47814$75,035
                  StepMA+15StepMA+30StepMA+45StepMA+60
                  1$50,2231$51,0451$51,5921$52,369
                  2$50,5532$51,3802$51,9312$52,713
                  3$50,8833$51,7153$52,2703$53,057
                  4$51,2134$52,0514$52,6094$53,401
                  5$53,0345$53,9025$54,4805$55,300
                  6$54,8556$55,7536$56,3516$57,199
                  7$56,6777$57,6047$58,2227$59,098
                  8$58,4988$59,4558$60,0938$60,997
                  9$60,3199$61,3069$61,9649$62,896
                  10$62,14110$63,15710$63,83510$64,796
                  11$63,96211$65,00811$65,70611$66,695
                  12$67,20212$68,30212$69,03512$70,073
                  13$71,60213$72,77413$73,55513$74,661
                  14$76,00214$77,24614$78,07514$79,249
                  OG4-$8197
                  Longevity
                  Employees shall have their base salaries adjusted to include the following longevity payments:
                  Beginning an employee's 16th year in the District$500
                  Beginning an employee's 20th year in the District an additional$1,300
                  Beginning an employee's 25th year in the District an additional$1,700
                  Total: $3,500
                  APPENDIX B-1
                  THERAPY ASSISTANTS SALARY SCHEDULE
                  2004-2005
                  StepAAStepAA +30StepBAStepBA +30
                  1$32,8331$33,3331$33,8331$34,333
                  2$32,8902$33,3902$33,8902$34,390
                  3$32,9483$33,4483$33,9483$34,448
                  4$33,1414$33,6414$34,1414$34,641
                  5$33,4395$33,9395$34,4395$34,939
                  6$33,7376$34,2376$34,7376$35,237
                  7$34,0357$34,5357$35,0357$35,535
                  8$34,3348$34,8348$35,3348$35,834
                  9$34,6329$35,1329$35,6329$36,132
                  10$35,49610$35,99610$36,49610$36,996
                  11$36,35911$36,85911$37,35911$37,859
                  12$37,66312$38,16312$38,66312$39,163
                  13$41,31613$41,81613$42,31613$42,816
                  Longevity
                  Employees shall have their base salaries adjusted to include the following longevity payments:
                  Beginning an employee's 15th year in the District$400
                  Beginning an employee's 20th year in the District an additional$600
                  Beginning an employee's 25th year in the District an additional$1,100
                  Total: $2,100


                  APPENDIX B-2
                  THERAPY ASSISTANTS SALARY SCHEDULE
                  2005-2006
                  StepAAStepAA +30StepBAStepBA +30
                  1$34,4001$35,0001$35,6001$36,200
                  2$34,4612$35,0612$35,6612$36,261
                  3$34,5213$35,1213$35,7213$36,321
                  4$34,7244$35,3244$35,9244$36,524
                  5$35,0365$35,6365$36,2365$36,836
                  6$35,3486$35,9486$36,5486$37,148
                  7$35,6607$36,2607$36,8607$37,460
                  8$35,9738$36,5738$37,1738$37,773
                  9$36,2859$36,8859$37,4859$38,085
                  10$37,19110$37,79110$38,39110$38,991
                  11$38,09511$38,69511$39,29511$39,895
                  12$39,46112$40,06112$40,66112$41,261
                  13$43,28913$43,88913$44,48913$45,089
                  Longevity
                  Employees shall have their base salaries adjusted to include the following longevity payments:
                  Beginning an employee's 15th year in the District$400
                  Beginning an employee's 20th year in the District an additional$600
                  Beginning an employee's 25th year in the District an additional$1,100
                  Total: $2,100


                  APPENDIX B-3
                  THERAPY ASSISTANTS SALARY SCHEDULE
                  2006-2007
                  StepAAStepAA +30StepBAStepBA +30
                  1$35,8291$36,5291$37,2291$37,929
                  2$36,0292$36,7292$37,4292$38,129
                  3$36,2293$36,9293$37,6293$38,329
                  4$36,5294$37,2294$37,9294$38,629
                  5$36,8295$37,5295$38,2295$38,929
                  6$37,1296$37,8296$38,5296$39,229
                  7$37,4297$38,1297$38,8297$39,529
                  8$37,7298$38,4298$39,1298$39,829
                  9$38,0569$38,7569$39,4569$40,156
                  10$39,89210$40,59210$41,29210$41,992
                  11$41,72811$42,42811$43,12811$43,828
                  12$43,56412$44,26412$44,96412$45,664
                  13$45,40213$46,10213$46,80213$47,502
                  Longevity
                  Employees shall have their base salaries adjusted to include the following longevity payments:
                  Beginning an employee's 15th year in the District$400
                  Beginning an employee's 20th year in the District an additional$600
                  Beginning an employee's 25th year in the District an additional$1,100
                  Total: $2,100


                  APPENDIX C-1
                  AIDES SALARY SCHEDULE
                  2004 - 2005
                  Step
                  Less than 60 creditsStepMore than 60 creditsStepMore than 90 creditsStepBachelor's Degree
                  1
                  $17,4911$17,9911$18,4911$18,991
                  2
                  $17,6912$18,1912$18,6912$19,191
                  3
                  $17,9313$18,4313$18,9313$19,431
                  4
                  $18,1744$18,6744$19,1744$19,674
                  5
                  $18,4205$18,9205$19,4205$19,920
                  6
                  $18,6666$19,1666$19,6666$20,166
                  7
                  $18,9127$19,4127$19,9127$20,412
                  8
                  $19,3698$19,8698$20,3698$20,869
                  9
                  $19,8249$20,3249$20,8249$21,324
                  10
                  $20,28110$20,78110$21,28110$21,781
                  11
                  $21,23211$21,73211$22,23211$22,732
                  12
                  $22,18312$22,68312$23,18312$23,683
                  13
                  $24,56113$25,06113$25,56113$26,061
                  14
                  $28,56114$29,06114$29,56114$30,061
                  OG4-$4196
                  Certified Itinerant Aides shall have their base salary increased by $2,060
                  Longevity
                  Employees shall have their base salaries adjusted to include the following longevity payments:
                  Beginning an employee's 16th year in the District
                  $400
                  Beginning an employee's 20th year in the District an additional
                  $600
                  Beginning an employee's 25th year in the District an additional
                  $1,100
                  Total:$2,100


                  APPENDIX C-2
                  AIDES SALARY SCHEDULE
                  Aides 2005-2006
                  Step
                  Less than 60 creditsStepMore than 60 creditsStepMore than 90 creditsStepBachelor's Degree
                  1
                  $17,9791$18,5791$19,1791$19,779
                  2
                  $18,1792$18,7792$19,3792$19,979
                  3
                  $18,3793$18,9793$19,5793$20,179
                  4
                  $18,6284$19,2284$19,8284$20,428
                  5
                  $18,8805$19,4805$20,0805$20,680
                  6
                  $19,1336$19,7336$20,3336$20,933
                  7
                  $19,3857$19,9857$20,5857$21,185
                  8
                  $19,8538$20,4538$21,0538$21,653
                  9
                  $20,3199$20,9199$21,5199$22,119
                  10
                  $20,78810$21,38810$21,98810$22,588
                  11
                  $21,76311$22,36311$22,96311$23,563
                  12
                  $22,73712$23,33712$23,93712$24,537
                  13
                  $25,62513$26,22513$26,82513$27,425
                  14
                  $29,27514$29,87514$30,47514$31,075
                  OG4-$4196
                  Certified Itinerant Aides shall have their base salary increased by $2,060
                  Longevity
                  Employees shall have their base salaries adjusted to include the following longevity payments:
                  Beginning an employee's 16th year in the District$400
                  Beginning an employee's 20th year in the District an additional$600
                  Beginning an employee's 25th year in the District an additional$1,100
                  Total:$2,100


                  APPENDIX C-3
                  AIDES SALARY SCHEDULE
                  2006-2007
                  Step
                  Less than 60 creditsStepMore than 60 creditsStepMore than 90 creditsStepBachelor's Degree
                  1
                  $18,5961$19,2961$19,9961$20,696
                  2
                  $18,7962$19,4962$20,1962$20,896
                  3
                  $18,9963$19,6963$20,3963$21,096
                  4
                  $19,1964$19,8964$20,5964$21,296
                  5
                  $19,4565$20,1565$20,8565$21,556
                  6
                  $19,7166$20,4166$21,1166$21,816
                  7
                  $19,9767$20,6767$21,3767$22,076
                  8
                  $20,4588$21,1588$21,8588$22,558
                  9
                  $20,9399$21,6399$22,3399$23,039
                  10
                  $21,42210$22,12210$22,82210$23,522
                  11
                  $22,42711$23,12711$23,82711$24,527
                  12
                  $24,46712$25,16712$25,86712$26,567
                  13
                  $27,26713$27,96713$28,66713$29,367
                  14
                  $30,16714$30,86714$31,56714$32,267
                  OG4-$4196
                  Certified Itinerant Aides shall have their base salary increased by $2,060
                  Longevity
                  Employees shall have their base salaries adjusted to include the following longevity payments:
                  Beginning an employee's 16th year in the District
                  $400
                  Beginning an employee's 20th year in the District an additional
                  $600
                  Beginning an employee's 25th year in the District an additional
                  $1,100
                  Total:$2,100


                  APPENDIX D-1
                  SECRETARIES SALARY SCHEDULE
                  2004 - 2007
                  Step2004 - 20052005 - 20062006 - 2007
                  1$26,100$27,225$32,784
                  2$26,421$27,559$33,284
                  3$26,773$27,927$33,784
                  4$27,130$28,300$34,284
                  5$27,494$28,679$34,784
                  6$27,856$29,057$35,284
                  7$28,218$29,434$35,784
                  8$28,581$29,812$36,284
                  9$28,943$30,190$36,784
                  10$29,306$30,569$37,284
                  11$31,408$32,761$37,784
                  12$33,509$34,954$38,284
                  13$35,611$37,146$38,784
                  Longevity
                  Employees shall have their base salaries adjusted to include the following longevity payments:
                  Beginning the 15th year in the District$400
                  Beginning the 20th year in the District an additional$600
                  Beginning the 25th year in the District an additional$1,100
                  Total:$2,100


                  APPENDIX E-1
                  CUSTODIAN SALARY SCHEDULE
                  2004 - 2007
                  Step2004 - 20052005 - 20062006 - 2007
                  1$22,808$23,236$23,911
                  2$23,008$23,436$24,111
                  3$23,246$23,636$24,311
                  4$23,582$23,979$24,511
                  5$23,810$24,210$25,194
                  6$24,367$24,777$25,877
                  7$24,895$25,314$26,560
                  8$25,390$25,817$27,243
                  9$25,808$26,242$27,926
                  10$27,527$27,990$28,611
                  11$29,318$29,810$30,532
                  12$31,125$31,748$32,453
                  Longevity:
                  Employees shall have their base salaries adjusted to include the following longevity payments:
                  Beginning an employee's 17th year in the District$400
                  Beginning an employee's 20th year in the District an additional$550
                  Beginning an employee's 25th year in the District an additional$1,050
                  Total:$2,000


                  APPENDIX F-1
                  MAINTENANCE SALARY SCHEDULE
                  2004 - 2007
                  Step2004 - 20052005 - 20062006 - 2007
                  1$28,994$30,719$32,554
                  2$29,194$30,919$32,754
                  3$29,694$31,119$32,954
                  4$30,194$31,619$33,154
                  5$30,474$31,899$33,434
                  6$31,022$32,447$33,982
                  7$31,569$32,994$35,387
                  8$32,117$33,542$36,792
                  9$32,665$34,090$38,197
                  10$33,212$34,637$39,602
                  11$34,698$36,123$41,007
                  12$39,453$40,878$42,413
                  Longevity
                  Employees shall have their base salaries adjusted to included the following longevity payments:
                  Beginning an employee's 14th year in the District$400
                  Beginning an employee's 19th year in the District an additional$550
                  Beginning an employee's 25th year in the District an additonal$1,050
                  Total:$2,000


                  APPENDIX G-1
                  FOOD SERVICE PERSONNEL SALARY SCHEDULE
                  2004 - 2007
                  NEW HIRES
                  CAFETERIA WORKER - EFFECTIVE SEPTEMBER 1, 2004$9.83 PER HOUR
                  CAFETERIA WORKER - EFFECTIVE SEPTEMBER 1, 2005$10.32 PER HOUR
                  CAFETERIA WORKER - EFFECTIVE SEPTEMBER 1, 2006$10.84 PER HOUR
                  CAFETERIA WORKERS
                  EFFECTIVE SEPTEMBER 2004 - 5.1% OVER 2003-2004 HOURLY RATE
                  EXISTING EMPLOYEES
                  EFFECTIVE SEPTEMBER 2005 - 5.0% OVER 2004-2005 HOURLY RATE
                  EXISTING EMPLOYEES
                  EFFECTIVE SEPTEMBER 2006 - 5.1% OVER 2005-2006 HOURLY RATE
                  EXISTING EMPLOYEES
                  Note: Each Cook shall receive an additional:
                  $ .90 per hour to their hourly rate - 04-05
                  $ .95 per hour to their hourly rate - 05-06
                  $1.00 per hour to their hourly rate - 06-07
                  Longevity:
                  Employees shall have their base salaries adjusted to include the following longevity payments:
                  Beginning an employee's 15th year in the District$400
                  Beginning an employee's 20th year in the District an additional$600
                  Beginning an employee's 25th year in the District an additional$1,100
                  Total:$2,100


                  APPENDIX H-1
                  CERTIFIED BUS AIDE RATE SCHEDULE
                  2004 - 2007
                  2004-20052005-20062006-2007
                  $19.15 $20.11 $21.13
                  Per HourPer HourPer Hour



                  Atlantic Cty Spec Serv BE and Atlantic Cty Spec Serv EA 2004.pdf