ARTICLE	TITLE	PAGE
	PREAMBLE	1
	DISTINCTION OF GROUPS OF EMPLOYEES	1
1	RECOGNITION AS TO TEACHERS ONLY	2
1	RECOGNITION AS TO PSYCHOLOGISTS ONLY	2
1	RECOGNITION AS TO SECRETARIES ONLY	2
1	RECOGNITION AS TO SUPPORT ONLY	2
2	NEGOTIATION PROCEDURE	3
3	GRIEVANCE PROCEDURE AS TO TEACHERS AND PSYCHOLOGISTS ONLY	4
3	GRIEVANCE PROCEDURE AS TO SECRETARIES AND SUPPORT ONLY	8
4	EMPLOYEE RIGHTS	12
5	ASSOCIATION RIGHTS AND PRIVILEGES	13
6	ASSOCIATION-ADMINISTRATION LIAISON	14
7	INTRA-SCHOOL COMMUNICATIONS	15
8	TEACHING HOURS AND LOAD AS TO TEACHERS ONLY	15
8	VACATIONS AS TO PSYCHOLOGISTS ONLY	20
8	WORK SCHEDULE AS TO SECRETARIES ONLY	21
8	WORK SCHEDULE AS TO SUPPORT ONLY	23
8	SUMMER WORK SCHEDULE – ALL 12 MONTH EMPLOYEES	26
9	SALARIES AS TO TEACHERS AND PSYCHOLGISTS ONLY	26
9	SALARIES AND CLASSIFICATIONS AS TO SECRETARIES ONLY	29
9	SALARIES AND CLASSIFICATIONS AS TO SUPPORT ONLY	30
10	TEACHER EVALUATION	32
10	EMPLOYEE EVALUATION AS TO SECRETARIES AND SUPPORT PERSONNEL ONLY	35
11	TEACHER EMPLOYMENT	35
12	LEAVES OF ABSENCE AS TO TEACHERS ONLY	36
12	LEAVES OF ABSENCE AS TO PSYCHOLOGISTS ONLY	39
12	TEMPORARY LEAVES OF ABSENCE AS TO SECRETARIES AND SUPPORT ONLY	41
12	EXTENDED LEAVES OF ABSENCE - SECRETARIES AND SUPPORT	43
12	EXTENDED LEAVES OF ABSENCE - ALL EMPLOYEES	44
12	MISCELLANEOUS - ALL EMPLOYEES	45
13	PROMOTION AS TO TEACHERS ONLY	45
14	BOARD’S FUNCTION AS TO TEACHERS AND PSYCHOLOGISTS ONLY	46
15	SCHOOL CALENDAR AS TO TEACHERS AND PSYCHOLGISTS ONLY	46
	TABLE OF CONTENTS, continued
16	TRANSFER OF PROFESSIONAL PERSONNEL AS TO TEACHERS ONLY	47
16	INVOLUNTARY TRANSFER AND REASSIGNMENTS AS TO SECRETARIES AND SUPPORT ONLY	50
17	INVOLUNTARY REDUCTION OF PROFESSIONAL PERSONNEL AS TO TEACHER ONLY	50
17	NON-RENEWAL OF EMPLOYMENT AS TO SECRETARIES AND SUPPORT ONLY	51
18	CLASS SIZE	51
19	CURRICULUM DEVELOPMENT	52
20	MEDICAL PLAN	52
21	FACILITATORS	54
22	COMPLAINT PROCEDURE AS TO SECRETARIES AND SUPPORT ONLY	55
23	PROTECTION OF EMPLOYEES SECRETARIES AND SUPPORT ONLY	55
24	EMPLOYEE EQUIPMENT AND EXPENSES AS TO SECRETARIES ONLY	56
25	EMPLOYEE EQUIPMENT, UNIFORMS AND EXPENSES AS TO SUPPORT ONLY	56
26	TUITION REIMBURSEMENT - TEACHERS	57
26	TUITION REIMBURSEMENT – SECRETARIES AND SUPPORT STAFF	58
27	MISCELLANEOUS PROVISIONS AS TO TEACHERS ONLY	58
27	MISCELLANEOUS PROVISIONS AS TO PSYCHOLOGISTS ONLY	59
27	MISCELLANEOUS PROVISIONS AS TO SECRETARIES AND SUPPORT ONLY	60
27	MISCELLANEOUS PROVISIONS AS TO SECRETARIES ONLY	60
28	AGENCY FEE	60
29	DURATION OF AGREEMENT	63
APPENDIX 1	SIDEBAR AGREEMENTS AS TO TEACHERS ONLY	64
APPENDIX 2	ADDENDUM TO SCHEDULE A AS TO TEACHERS ONLY	64
APPENDIX 3	INCENTIVE PLAN CONCEPTS	64
SCHEDULE A-1	TEACHERS’ SALARY GUIDE – 2007-2008	67
SCHEDULE A-2	TEACHERS’ SALARY GUIDE – 2008-2009	68
SCHEDULE A-3	ADDITIONAL TEACHING PERIOD SALARY GUIDE – 2007-2008	69
SCHEDULE A-4	ADDITIONAL TEACHING PERIOD SALARY GUIDE – 2008-2009	70

	TABLE OF CONTENTS, continued
SCHEDULE A-5	EXTENDED YEAR TEACHERS’ SALARY GUIDE – 2007-2008	71
SCHEDULE A-6	EXTENDED YEAR TEACHERS’ SALARY GUIDE – 2008-2009	72
SCHEDULE B-1	2007-2008 ATHLETIC SALARIES	73
SCHEDULE B-2	2008-2009 ATHLETIC SALARIES	74
SCHEDULE C-1	2007-2008 CO-CURRICULAR SALARIES	75
SCHEDULE C-2	2008-2009 CO-CURRICULAR SALARIES	78
SCHEDULE D-1	SECRETARIAL SALARY GUIDE – 2007-2008	81
SCHEDULE D-2	SECRETARIAL SALARY GUIDE – 2008-2009	82
SCHEDULE E	TEACHER STIPENDS AND MISCELLANEOUS PAYMENTS	83

teachers
librarians
nurses
physical therapists
occupational therapist
guidance counselors
department facilitators
summer school teachers
summer curriculum developers
bedside teachers
Federal program personnel
learning disability specialists and all other teachers of special education
social workers
speech and language therapists
athletic trainers
AFJR ROTC instructors

Effective with the date of mutual ratification of the 2004-2007 Agreement, these titles shall be exclude from the unit: General Payroll Clerk; Payroll Clerk, Benefits; and, Payroll Clerk, Unemployment, Workers’ Compensation, Student Insurance and Benefits

The term “grievance” means a complaint that there has been an improper application, interpretation or violation of an administrative decision, Board policy or of any term or provision of this contract.

1. A grievance may be filed by an individual teacher, a group of teachers or by the Association, either in its own name or as the representative of a group or class whose individual signatures shall not be necessary. Any grievance must be lodged at the proper initiating level within 60 school days of the happening of the event.

2. Failure at any step of this procedure to communicate the decision on a grievance within the specified time limits shall permit the grievant to proceed to the next step. Failure at any step of this procedure to appeal a grievance to the next step within the specified time limits shall be deemed to be acceptance of the decision rendered at that step. Time limits may be extended by the mutual consent of the parties.

3. It is understood that teachers shall, during and notwithstanding the pendency of any grievance, continue to observe all assignments and applicable rules and regulations of the Board until such grievance and any effect thereof shall have been fully determined.

a. The purpose of this procedure is to attempt to secure at the lowest possible level, equitable solutions to the grievances, which may from time to time arise, affecting teachers. Both parties agree that filed grievance documents will be kept as confidential as may be appropriate.

4. A grievance, which involves a question of salary, shall be filed in duplicate. One copy shall be presented to the principal involved and the other shall be filed with the Director of Human Resources.

6. Level Two - Principal

If, as a result of the discussion, the matter is not resolved to the satisfaction of the grievant within five (5) school days, he/she shall set forth the grievance in writing to the principal, specifying:

a. the nature of the grievance;

b. the nature and extent of the injury, loss or inconvenience;

c. the results of previous discussions;

d. his/her dissatisfaction with decisions previously rendered. The principal shall communicate his/her decision to the grievant in writing within three (3) school days of receipt of the written grievance.

The grievant, no later than five (5) school days after receipt of the principal’s decision, may appeal the principal’s decision to the Superintendent of Schools. The appeal to the Superintendent must be made in writing reciting the matter submitted to the principal as specified above and his/her dissatisfaction with decisions previously rendered. The Superintendent shall attempt to resolve the matter as quickly as possible, but within a period not to exceed five (5) school days. The Superintendent shall communicate his decision in writing to the grievant and the principal.

If the grievance is not resolved to the grievant’s satisfaction, he/she, no later than five (5) school days after receipt of the Superintendent’s decision, may request a review by the Board of Education. The request shall be submitted in writing through the Superintendent of Schools, who shall attach all related papers and forward the request to the Board of Education. The Board, or a committee thereof, shall review the grievance and shall, at the option of the Board, hold a hearing with the grievant and render a decision in writing within twenty (20) school days of receipt of the grievance by the Board.

a. Notice of intention to proceed to arbitration shall be given to the Board through the Superintendent within ten (10) days after the receipt of the decision that is being appealed. Only the parties signatory to this Agreement shall have the right to proceed to arbitration and said right shall not accrue to an individual teacher or a group of teachers. As to an improper application, interpretation or violation of administrative decisions or board policies said arbitration shall be advisory only. As to an improper application, interpretation or violation of any term or provision of this contract, said arbitration shall be final and binding. All arbitration shall be conducted under the rules of the American Arbitration Association.

10. The arbitrator shall limit himself/herself to the issues submitted to him/her and shall consider nothing else. He/she can add nothing to, nor subtract anything from, the Agreement between the parties or any policy of the Board of Education. Only the Board, the Association, and the aggrieved shall be given copies of the arbitrator’s opinion and award. This shall be accomplished within thirty (30) days of the completion of the arbitrator’s hearings.

a. Any grievant may be represented at all stages of the grievance procedure by himself/herself, or, at his/her option, by a representative selected or approved by the Association.

b. When a grievant is not represented by the Association in the processing of a grievance, the Association shall, at the time of submission of the grievance to the Superintendent or any later level, be notified that the grievance is in process, have the right to be present and present its position in writing at all hearing sessions held concerning the grievance and shall receive a copy of all decisions rendered.

c. The Board and the Association shall assure individual freedom from restraint, interference, coercion, discrimination or reprisal in presenting his/her appeal with respect to his/her personal grievances.

12. No meeting or hearing conducted under this procedure shall be public. The only parties in attendance shall be the parties in interest and the designated or selected representatives contemplated in this article.

13. 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 personnel file of any of the participants.

2. The fees and expenses of the arbitrator are the only costs which will be shared by the two parties and such costs will be shared equally.

1. For all teachers hired on or before June 30, 1975, the failure or refusal of the Board to renew a contract of a first or second year non-tenured teacher (a year shall be considered a full school year, otherwise a calendar year from the date of employment) and for all teachers hired after June 30, 1975, the failure or refusal of the Board to renew a contract of any non-tenured teacher.

2. In matters where a method of review is prescribed by law, or by any rule or regulation of the State Commissioner of Education or the State Board of Education.

4. In matters where the discretion of the Board may not be unlimited but where, after the exercise of such discretion, a further review of the Board’s action is available to teachers under provisions of State Law.

An “aggrieved person” is the person or persons or the Association making the claim.

A “party in interest” is the person or persons making the claim and any person, including the Unit or the Board, who might be required to take action or against whom action might be taken in order to resolve the claim.

The purpose of this procedure is to secure, at the lowest possible level, equitable solutions to the problems, which may from time to time arise affecting employees. Both parties agree that these proceedings will be kept as informal and confidential as may be appropriate at any level of the procedure. It is understood that employees shall, during and notwithstanding the pendency of any grievance, continue to observe all assignments and applicable rules and regulations of the Board until such grievance and any effect thereof shall be fully determined.

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.

An employee with a grievance shall first discuss it with the employee’s principal or immediate supervisor, either directly or through the Association’s designated representative, within five (5) school days of the happening of the event with the intent of informally resolving the matter. Failure to informally discuss the grievance within five (5) school days of the happening of the event shall not preclude the Association from commencing formal written grievance proceedings in a timely manner, however, no written grievance shall be accepted for processing unless it is first informally discussed with the immediate supervisor.

If the aggrieved person is not satisfied with the disposition of the grievance at Level One, or if no decision has been rendered within five (5) school days after the presentation of the grievance, the employee may file the grievance, in writing, with the principal or immediate supervisor and the Association within five (5) school days after the decision at Level One or ten (10) school days after the grievance was presented, whichever is sooner.

If the aggrieved person is not satisfied with the disposition of the grievance at Level Two, or if no decision has been rendered within ten (10) school days after the grievance was delivered to the principal or immediate supervisor the employee may appeal the grievance to the Superintendent within ten (10) school days after the decision at Level Two or twenty (20) school days after the grievance was presented at Level Two, whichever is sooner. The appeal to the Superintendent must be in writing reciting the matter submitted to the principal or immediate supervisor as specified above and the employee’s dissatisfaction with the decision previously rendered. The Superintendent shall attempt to resolve the matter within a period not to exceed ten (10) school days and shall communicate his/her decision in writing to the aggrieved person, the principal or immediate supervisor and the Association. Whenever “Superintendent” is referred to, it means Superintendent or his/her designee.

a. If the Association is not satisfied with the disposition of the grievance at Level Three, or if no decision has been rendered within ten (10) school days after the grievance was delivered to the Superintendent, the Association may proceed to arbitration by giving written notice thereof to the Superintendent within fifteen (15) school days after the decision at Level Three or twenty-five (25) school days after the grievance was presented at Level Three, whichever is sooner. Only the parties signatory to this Agreement shall have the right to proceed to arbitration and said right shall not accrue to an individual employee or group of employees.

b. The parties shall be bound by the rules and procedures of the American Arbitration Association in the selection of an arbitrator and in the conduct of arbitration.

c. The arbitrator shall be limited to the issues submitted and shall consider nothing else. The arbitrator shall not have jurisdiction to determine the arbitrability of issues before him/her but rather such issues shall be determined by the appropriate agency, quasi-judicial, or judicial body. The arbitrator can add nothing to nor subtract anything from the Agreement between the parties or any policy of the Board or any administrative decision. The arbitrator shall be without power or authority to make any decision which requires the commission of any act prohibited by law or which is violative of the terms of this Agreement.

d. Where the grievance concerns an alleged improper interpretation, application or violation of this Agreement the decision of the arbitrator shall be final and binding upon the parties. Where a grievance concerns an alleged improper application of policies of the Board or administrative decisions, the decision of the arbitrator shall be advisory only. The decision shall be transmitted only to the Board, the Association and the aggrieved person.

e. The costs for the services of the arbitrator, including per diem expenses, if any, any actual and necessary travel, subsistence expenses and the cost of the hearing room, shall be borne equally by the Board and the Association. Any other expenses incurred shall be paid by the party incurring same.

Any aggrieved person may be represented at all stages of the grievance procedure by himself/herself, or, at the employee’s option, by 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 stages of the grievance procedure.

No reprisals of any kind shall be taken by the Board or by any member of the administration against any party in interest, any representative, any member of the Association, or any other participant in the grievance procedure by reason of such participation

If, in the judgment of the Association, a grievance affects a group or class of employees, the Association may submit such grievance in writing to the Superintendent or his designee directly and the processing of such grievance shall be commenced at Level Three.

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

All meetings and hearings under this procedure shall not be conducted in public and only the parties in interest, their designated or selected representatives, and appropriate witnesses when called shall be permitted to be in attendance at such meetings and hearings.

2. Any allegation that the Board has violated a right conferred upon an employee or a duty upon the Board by any administrative agency, court decision or the Laws of the State of New Jersey or the United States of America, where a method of review is available under the rules and regulations of said administrative agency or under or through a quasi-judicial or judicial body by virtue of a court decision or the Laws of the State of New Jersey or the United States of America.

3. Any alleged violation of an employee’s rights where the relief demanded by the employee is the payment of money damages for alleged wrongful discharge or the reinstatement of employment.

2. The Association shall have the right to be present to protect the interests, not only of the individual involved, but also of the organization as the bargaining representative exclusively recognized.

3. Suspension, if any, shall be with pay until there has been a formal determination made by the Board of Education.

Any criticism by a supervisor, administrator or Board member of a teacher concerning his/her instructional methodology shall be made in confidence and not in the presence of students, parents or other public gatherings unless required by law or requested by the teacher.

2. As long as section 3 of the Sidebar Agreement remains in effect, for the term of this Agreement, the parties agree to extend their October 23, 2000, Sidebar Agreement regarding the schedule of the Association President. Specific terms for each year will be placed into individual sidebars signed by the parties for each year of the 2007-2009 Agreement.

3. The parties agree that efforts shall be made so that the Vice Presidents of CHEA shall be assigned their conference-preparation during the last period of the day, if possible.

4. The rights and privileges of the Association and its representatives as set forth in this Agreement shall be granted only to the Association as the exclusive representative of the employees as defined in the unit, and to no other organizations.

1. The school principal and/or assistant principal shall confer with a liaison committee of the individual school selected by the Association from the staff of that school to review and discuss local school matters. The liaison committee shall be composed of no more than two (2) persons in an elementary school having no assistant principal; no more than three (3) persons in an elementary and middle school having an assistant principal; and in secondary schools (grades 9 to 12), no more than the number of principals and assistant principals assigned to such schools.

2. On each liaison committee shall be at least one CHEA faculty representative or alternate. Meetings shall be held at the request of either party within seven (7) days after request, but not more than once a month, unless by mutual consent of both parties. Meetings shall be scheduled during the school day, during non-working time, unless otherwise mutually agreed and shall be of a reasonable length to discuss areas of concern.

3. The president of the Association and/or his/her representative(s) shall meet with the superintendent and/or his designated representative(s) at the request of either party within seven (7) days of said request, but these meetings shall not exceed one per month unless by mutual consent. These meetings shall be scheduled during the school day during non-working time unless otherwise mutually agreed, and shall be of a reasonable length to discuss the areas of concern.

2. Teachers (including summer school teachers) shall not be required to report for duty earlier than fifteen minutes before the time when students will be marked late and shall not be required to remain more than fifteen minutes beyond the close of the student’s school day, except that, for any given half year, nurses and librarians may be required to report for duty beginning and ending at a later time than other teachers, provided that the total work day is continuous and ends no later than 5:00 P.M., and further provided that said nurses and librarians so scheduled shall be volunteers in the first instance and if there are no volunteers, as assigned by the building principal. Teachers shall not be required to teach and/or supervise more than thirty-five (35) hours per week, including before and after school time and lunch. It is recognized that weather conditions and emergency situations may extend this period of time.

3. Twelve hours for related professional functions

a. Teachers may be required to be present for up to twelve (12) hours per school year for related professional functions conducted after normal school hours. Related professional functions shall consist of staff development, Back-to-School Night, Higher Education Night, P.T.A. meetings, art and music festivals and similar educational programs, Career Night, Student Achievement Night, and mandated parent conferences scheduled for the teachers (which must be completed within one hour after the conclusion of the students’ regular school day) and IEP conferences (which must be completed within one hour after the conclusion of the students’ regular school day).
b. Parent conferences scheduled at times mutually convenient to the teacher and to the parent involved shall not be considered part of the twelve (12) hours referred to in Article 8. A. 3. a.

c. Notice of required attendance for activities covered by this Article must be given to the teachers at least two (2) weeks prior to the event, except in the case of an emergency when less notice may be given. Failure to give said notice eliminates the mandate for attending this event.

d. Staff development activities under a. above will conclude within one and one half hours after the conclusion of the teachers’ normal work day as set in Article 8, A. 2. The parties agree that, for the purposes of this section, the teacher work day may not be extended for staff development activities on the following days: a) parent-teacher conference days; b) full day in-service days; c) partial student days before holidays; d) orientation and staff preparation days at the beginning of the teacher work year; and, e) school closing responsibility days at the conclusion of the teacher work year.

f. Time toward the satisfaction of the twelve (12) hour requirement will be established before each event and will include time for the length of the event.

g. Credit toward attaining the twelve (12) hour mandate shall be in 15 minute increments rounded up to the next 15 minutes.

h. Records of assignments under the 12 hour requirement shall be maintained by the building level principal, and will include the events and hours credited. Teachers will be able to review these records following procedures established in each building by the building principal and CHEA Liaison.

4. Teachers may be required to be present for orientation and staff preparation days at the beginning of the school year, in-service meetings, elementary school parental conferences and school closing responsibilities at the end of the school year when students are not present. Such teacher presence shall be consistent with the in-school work year as defined in Article 15. If a full day is scheduled, it shall begin at 9:00 A.M. and extend to 4:00 P.M., except for inservice days, which shall be scheduled as follows:

a. High Schools 8:00 a.m. to 3:00 p.m.

b. Middle Schools 8:30 a.m. to 3:30 p.m.

c. Elementary Schools 9:00 a.m. to 4:00 p.m.

d. Multi-level inservice: 8:30 a.m. to 3:30 p.m.
(Examples: K-12, Art, K-8 & K-12 Social Studies, District-wide Program)

If a partial student day is scheduled, the teacher day shall not extend more than fifteen minutes beyond the close of the students’ regular full school day. In any event, one hour for lunch shall be scheduled. This paragraph shall not apply to partial student days that may be part of the school calendar immediately preceding holidays.

5. In order to allow for the scheduling of parental conferences, which cannot otherwise be held during the school day, each guidance counselor may be scheduled to be available for such conferences one day for each month of the school year, from 7:00 P.M. to 9:00 P.M. inclusive. The date of such assignment shall be established by mutual agreement between the counselor and the principal at least four (4) weeks in advance of such date, except in September, when it shall be established at least one week in advance of such date. Following the date of completion of such evening assignments, compensatory time of two (2) hours may be taken by the counselor affected prior to the date of the next scheduled evening assignment.

6. Each school may schedule up to two (2) evening parent-teacher conferences per year. These parent-teacher conferences may be up to two (2) hours in length. On the day of a parent-teacher evening conference, teachers in the building shall be released early per practice of early releases. The administration shall schedule evening conferences with parents. An administrator shall be present in the building for entire evening conference time.

7. Effective after ratification of the 2007-2009 Agreement, on half days (including conference days) and delayed opening days, kindergarten teachers assigned to two buildings will stay at one school for the entire day. A procedure will be established for alternating buildings on such days.

2. Elementary school teachers will have free use of time during which a specialist is teaching their class. Effective September 1, 2002, the first student day at the elementary level shall be a four hour day for students. That day shall be a regular length day for teachers.

3. Elementary school teachers will not be required to perform morning bus duty.

4. Educational Assistant times may be assigned to each elementary school effective to provide relief as necessary and such para-professional assistance to the teachers as may be determined by the principal after discussion with the liaison committee. Grievances under this section may proceed beyond Level Four of the grievance procedure (Article 3, B. 9.), however, the arbitrator’s award shall be advisory only.

5. Secondary school teachers shall have the equivalent of at least one (1) unassigned preparation-conference period per day.

6. Teaching preparations

a. Secondary school teachers shall not be required to teach in more than two (2) departmental areas nor more than a total of three (3) teaching preparations per day.

b. Exceptions to the three (3) teaching preparations limit in a. above does not apply to teachers in Related Arts (Art, Business, Technology Education), Music, Special Education and World Language. The Administration will make every reasonable effort to avoid exceeding the limits in a. above. Prior to scheduling any such exceptions, the CHEA will be consulted.

7. Every effort will be made to avoid having secondary teachers assigned to teach more than three (3) consecutive periods of approximately forty to forty-five (40-45) minutes each unless double periods are scheduled, in which case, the limit shall be four (4) periods. Changes in teaching stations shall be limited, wherever possible, to two (2) per day.

8. Secondary school teachers shall have a continuous duty-free lunch period with a minimum time equivalent to the length of the students’ lunch period in conformity with the State Board of Education regulations.

9. In elementary schools, each teacher shall have a thirty-minute daily unassigned preparation conference period, which in the case of the kindergarten teacher shall precede the lunch period, but in other instances may vary in length in accordance with B. 2. herein to meet class scheduling problems. When a four hour day is scheduled for students, the classroom teachers are guaranteed a twenty-five to thirty minute preparation period during those four hours that students are present.

10. Every effort will be made to rotate lunchroom supervision amongst available teachers on a yearly basis at the secondary level. The Board and the Association agree that the assignment of such supervision shall be based on the special needs of the school district.

2. At the elementary school level faculty and/or grade level meetings beyond the school day shall be scheduled no more than a total of fifteen (15) meetings per school year. No more than one faculty meeting and one grade level meeting shall be scheduled in any one month. If the meeting is held prior to the opening of the school day it shall commence no earlier than 8:00 A.M. If the meeting is held at the end of the school day it shall convene immediately after the close of the school day and to generally conclude within one hour. The notice of and agenda for any meeting shall be given to the teachers involved at least one (1) day prior to the meeting, except in an emergency as determined by the Administration. No session nor any meeting which teachers are required to attend shall continue beyond one hour without the allowance of a five (5) minute intermission.

1. All available vacation days credited to a psychologist on or before July 1, 2004 shall be utilized during the July 1, 2004 through June 30, 2007 period in amounts of no more than ten (10) days per year.

2. The scheduling of such days shall only occur with the supervisor’s approval.

3. A psychologist who is entitled to vacation days and who dies before his/her contract period is completed shall have payment for his/her prorated vacation days given to his estate.

4. A psychologist who is entitled to vacation days and who resigns or retires during the contract year shall receive severance pay equal to his/her prorated vacation days.

5. The terms of A. 1. through A. 4. shall expire on June 30, 2007.

All employees shall work a thirty-six and a quarter (36.25) hour week, seven and a quarter (7.25) hours per day, on those days when teachers are present, as scheduled by the immediate supervisor. Employees do not work during the school calendar when teachers are not present. After the school calendar year ends, all employees shall work a thirty-five (35) hour week, seven (7) hours per day, as scheduled by the immediate supervisor. Lunch time shall not be included in the above hours of work.

All overtime must be authorized in writing by the Superintendent or his/her designated agent. Compensation shall be paid at time and one-half, calculated by dividing the contract salary by 1820, rounded to the nearest penny. Any hours worked on a holiday as specified in this Article shall be compensated at one and one-half (1½) times the employee’s hourly rate as calculated above, plus holiday pay.

All employees hired after January 1 and prior to June 30
shall receive one-half day per full month of employment.

6 months up to 1 year 1 Week
after 2 years completed 2 Weeks
3 to 12 years completed 3 Weeks
after 13 years completed 4 Weeks

Effective with the mutual ratification of the 2004-2007 Agreement, employees may carry up to five (5) accrued vacation days into the next school year.

*If school is in session on these days, substitute days shall be scheduled in coordination with the supervisor.

1. All employees will receive twelve (12) days paid sick leave per year. The unused days shall accumulate from year to year.

2. When an employee retires from the Cherry Hill School District after ten (10) years of continuous service pursuant to the provisions of the Teacher’s Pension and Annuity Fund or the Public Employee’s Retirement System, such employees shall be paid at the at the rate set in Schedule E for each day of accumulated unused sick leave days that have been accumulated as a result of employment in the Cherry Hill School District. At the time of retirement, each accumulated unused sick leave day shall be compensated at the full negotiated per day rate even if the employee is a part-time employee at the time of retirement. If termination of employment is due to death, the employee’s estate shall receive such pay. Continuous personal illness absence of five (5) days or more must be certified to by a properly licensed physician.

1. Ten (10) month employees shall work a thirty-five (35) hour week, seven (7) hours per day as scheduled by the immediate supervisor.

2. The District Engineer shall work a forty (40) hour week, eight (8) hours per day as scheduled by the immediate supervisor.

3. As to 12-month employees, except the District Engineer, all employees shall work a thirty-six and a quarter (36.25) hour week, seven and a quarter (7.25) hours per day on those days when teachers are present, as scheduled by the immediate supervisor. Employees do not work during the school calendar when teachers are not present. After the school calendar year ends, all employees shall work a thirty-five (35) hour week, (7) hours per day, as scheduled by the immediate supervisor.

4. Any lunch time shall not be included in the above hours of work.

All overtime must be authorized in writing by the immediate supervisor. Compensation shall be paid at time and one-half, calculated by dividing the contract salary by 1820 for those employees working a thirty-five (35) hour week and by 2080 for those employees working a forty (40) hour week, rounded to the nearest penny. Any hours worked on a holiday as specified in this Article shall be compensated at two times the employee’s hourly rate as calculated above, plus one day’s straight pay. Any hours worked on Sunday shall be compensated at two times the employee’s hourly rate as calculated above. Easter Sunday shall be considered a holiday for purposes of calculating overtime pay.

1. When an employee is called into work during the employee’s non-working hours, without advance notification, this shall constitute a CALL-IN.

2. When an employee is notified during the employee’s working hours to report to work during the employee’s non-working hours, or when an employee is scheduled in advance to work an assignment outside of the employee’s normal tour of duty, this shall be considered an overtime assignment, not a CALL-IN.

3. An employee “called-in” to work shall be paid a minimum of two (2) hours pay in accordance with Section B. above (“Overtime.”)

Employees scheduled for special activities shall receive two (2) hours pay as calculated in Section B. above (“Overtime”). In the event a special activity schedule for a weekend is canceled an employee scheduled to work said activity shall receive two (2) hours pay as calculated in Section B. above (“Overtime”), if the employee had not been notified of the cancellation prior to reporting to work. If the activity was scheduled for a weekday, the employee shall receive two (2) hours pay as calculated in Section B. above (“Overtime”); if the employee was not notified of cancellation prior to the end of the employee’s regularly scheduled workday.

Vacations may be taken in ½ days, full days or weekly segments through the entire school year, total or partial weeks as scheduled with immediate supervisor.

All employees hired after January 1 and prior to June 30 shall receive ½ day per full month of employment.

Employees new to the bargaining unit with prior continuous service in the district shall receive full credit for years in the district for determining eligibility for vacation time. Prior service as a 10 month employee shall receive credit for ten-twelfths (10/12) of each year served.

Effective with the mutual ratification of the 2004-2007 Agreement, employees may carry up to five (5) accrued vacation days into the next school year.

Friday after Thanksgiving

One day during Winter Recess as coordinated with immediate

New Year’s Day
Martin Luther King Day

Memorial Day
One additional day as coordinated with immediate supervisor

H. Sick Leave

All twelve month employees will receive twelve (12) days of paid sick leave per year. Ten month and 40 week employees shall receive ten (10) days of paid sick leave per year. The unused days shall accumulate from year to year. When an employee retires from the Cherry Hill School District after ten (10) years of continuous service pursuant to the provisions of the Teacher’s Pension and Annuity Fund or the Public Employee’s Retirement System, such employees shall be paid at the rate set in Schedule E for each day of accumulated unused sick leave days that have been accumulated as a result of employment in the Cherry Hill School District. At the time of retirement, each accumulated unused sick leave day shall be compensated at the full negotiated per day rate even if the employee is a part-time employee at the time of retirement. If termination of employment is due to death, the employee’s estate shall receive such pay. Continuous personal illness absence of five (5) days or more must be certified to by a properly licensed physician.

Employees must notify the Board, in writing, thirty (30) days prior to retirement, except in cases of medical or disability retirement or such other unplanned or unanticipated event which results in less than thirty (30) days notice, of the employee’s intention to retire. This notification is required in order to be eligible for payment for unused accumulated sick leave as set forth in paragraph H. above.

Ten (10) month and 40 week positions shall be scheduled according to the academic calendar. The holders of said positions shall not be entitled to any paid vacation but shall not be required to report for work on days when schools are closed for holidays or vacation periods, except see Article 1 for the work year for 40 week employees.

1. Effective July 1, 1998, there shall be a bi-weekly pay period approach.

2. When a payday falls on a holiday, employees shall receive their paychecks on the last preceding working day.

Each CHEA-represented 12 month employee shall be allowed to work an additional 45 minutes Monday through Thursday and, in return, dismissal will be 12:00 noon on Friday. The specifics, relative to “when” the additional 45 minutes are to be included as part of the Monday through Thursday work day, will be determined between the unit employee and his/her immediate supervisor.

“A-9” and “A-10”.

Any courses which are taken by a teacher who commenced employment after March 1, 1971, will not be credited to column advancement on the Salary Guide unless they are part of a graduate degree program in the educational field offered by a college or university where matriculation and graduation take place at the graduate level and unless they are not courses required to be taken for proper initial certification.

2. Salary adjustments from column to column will be made effective as of September 1 and February 1 of each year, if transcripts for additional successfully completed courses are filed no later than 60 days after the respective dates. The employee shall notify the Director of Human Resources, in writing, normally prior to September 1 and February 1 of anticipated movement on the guide.

3. Extended year teachers shall be paid according to Schedules A. 8., A. 9. and A. 10.

4. All teachers of special education classes on a full time basis will be paid an additional $300.00 per year in excess of their appropriate salary level. Such teachers initially hired for the 1976-77 school year and thereafter shall receive no additional stipend for such assignment.

5. Teachers performing bedside instruction will be paid at the per hour rate set forth in Schedule E.

6. Summer school teachers will be paid at the per week rate set forth in Schedule E.

7. Teachers who provide instruction in District at-risk support programs beyond the contractual hours of the school day shall be compensated at the rate of $40.75 per hour. Effective July 1, 2008, the rate shall be $42.60 per hour. This agreement does not preclude teachers from with working with children without monetary compensation beyond the contracted school day as cited in Article 8, D.

8. The Board of Education shall provide additional compensation to teachers who participate in the district’s “Environmental Education” program, at the rate set forth in Schedule E to those teachers who stay overnight. It is expected that all sixth grade teachers shall participate in the program provided, however, in the event a sixth grade teacher cannot so participate for personal reasons, such teacher shall be excused therefrom.

9. Co-curricular

a. Teachers shall be paid at the per hour rate set forth in Schedule E for supervision of co-curricular activities such as student bus supervision before and/or after school, supervising sporting events, bus supervision on the way to and from extra-curricular activities, ticket-taking, supervising dances and after school detention duty.

b. If a teacher is placed in a position where he/she is to supervise those persons listed in any of the categories mentioned in subsection “a” above, he/she shall be paid an additional stipend equal to 25% of the rate paid to the personnel he/she is supervising.

c. Teachers shall be paid at the per hour rate set forth in Schedule E for Saturday School Detention.

1. The salaries of all employees covered by this Agreement are set forth on Schedule D attached hereto and made a part hereof. Initial placement on Schedule D shall be pursuant to side letter between the parties.

2. Employees hired after January 31st of the school year shall remain on the same step of the salary guide for the next school year.

3. All employees shall be employed for twelve (12) months.

4. New employees shall be placed on the appropriate salary guide, in accordance with their experience at a step no higher, in the discretion of the Board, than their experience would dictate in accordance with Schedule D attached hereto and made a part hereof.

5. Professional Development and Improvement Reimbursement

6. When a payday falls on a holiday, secretaries shall receive their paychecks on the last preceding working day.

7. Secretaries shall be paid at the rate set forth in Schedule E per hour for supervision of co-curricular activities such as sporting events, ticket taking and supervising dances.

8. In the preparation of future salary guides, it is recognized by the parties that those individuals on the highest step of the guide shall receive less of a percentage salary increase than other individuals on that guide.

1. The title “clerk” shall not be construed to restrict an employee from performing typing duties incident to the performance of the employee’s principal duties.

2. Employees shall not dispense prescription drugs, and are relieved from performance of nursing duties except emergency first aid.

Written notice of the intent to fill a vacancy in any of the positions set forth below shall be given to the Association President at least ten (10) days in advance of the application deadline.

a. Any classification contained in Article 1.
b. Senior Supervisors: Operational
c. Assistant Supervisors: Operational, Maintenance, Electrical, Mechanical and Transportation

d. Secretary to the Superintendent; Administrative Assistant to the Deputy Superintendent; Administrative Assistant for Curriculum; Administrative Assistant for Instruction; Administrative Assistant for Elementary Education and Human Resources; Secretaries to the Deputy and Assistant Superintendents; Secretaries to the Board Secretary; Office Supervisors; and Human Resources Secretaries, provided that it is understood that those positions listed under b through d. inclusive are not unit members.

Written notice of the intent to fill such vacancy shall also include a list of necessary qualifications. Employees making application shall be given due consideration and where in the Board’s sole discretion qualifications of applicants are equal, seniority shall prevail.

1. The salaries of all employees covered by this Agreement are as set forth on records in the Human Resources Office.

2. No employee new to the district shall be hired at a salary higher than that of an existing employee in the same job title within the classification. All existing positions shall be twelve (12) month positions with the exception of school media technician (10 month), paraprofessionals (10 months), the district copy machine operator – night shift (40 weeks), and the school copy machine operator (40 weeks).

3. In the event an employee is temporarily assigned by the appropriate supervisor to work in a higher pay classification, the employee shall be paid an hourly differential based on 1/1820th of the difference between the starting salary in the higher classification for a regularly scheduled 35-hour week and by 1/2080th of the difference between the starting salary in the employee’s classification for a regularly scheduled 40-hour week; provided that the employee is assigned to said higher classification and actually works in said classification for five (5) days in a two-week period, in which event said differential shall be paid from the sixth day worked in said classification.

Any employee required or requested by the Board to attend any course, workshop, seminar or conference shall be paid the full cost of tuition and other reasonable expenses incurred (including fees, materials, meals, lodging and/or transportation). Said employee shall also be compensated at the employee’s overtime rate for all time spent in actual attendance at scheduled work sessions beyond the employee’s regular working day.

5. The Board shall reimburse each holder of a New Jersey Bus Driver License in a sum not to exceed the cost of the biennial renewal of same.

6. In the event the physical examination required for bus driver license renewal is taken outside of regular work hours, the Board will pay up to two (2) hours pay at straight time to the employee.

I District Engineer

II Print Shop Operator

Pupil Accounting Technician
Assistant Pupil Accounting Technician
District Copy Machine Operator-Night Shift (40 weeks)
School Copy Machine Operators (40 weeks)
Cable TV Specialist

2. Except for personnel driving buses, no employees shall supervise any students except in emergencies.

3. Advancement of Personnel

Written notice of the intent to fill a vacancy in any of the positions set forth below shall be given to the Association President at least ten (10) days in advance of the application deadline.

a. Any classification contained in Article 1
b. Senior Supervisors (operational)
c. Assistant Supervisors, operational, maintenance, electrical, mechanical and transportation

Written notice of the intent to fill such vacancy shall also include a list of necessary qualifications. Employees making application shall be given due consideration and where in the Board’s sole discretion qualifications of applicants are equal, seniority shall prevail.

2. a. The Board of Education shall give written notice of non-renewal or termination of a non-tenured teacher’s contract of employment, in compliance with the timeliness parameters set forth above.

b. The teacher affected, may request a written statement of reasons for such non-renewal, within fifteen (15) calendar days, following the receipt of the Board’s written notification that such employment will not be offered.

c. The Board of Education shall provide written reasons for such non-renewal within thirty (30) calendar days following the receipt of the formal request.

d. The teacher may request an appearance before the Board of Education within ten (10) calendar days following the receipt of the Board’s reasons for such non-renewal. The appearance before the Board shall be set no later than thirty (30) calendar days following the receipt of the requested statement of reasons. The decision of the Board shall be rendered at the next regularly scheduled Public Board meeting.

1. A teacher shall have the right to review the contents of his/her personnel file at any reasonable time upon written request to the Director of Human Resources. The teacher shall be entitled to have representatives of the Association accompany him/her during such review. No information in a teacher’s personnel file will be shared with anyone outside of administrative/supervisory personnel and Board members with legitimate need to know, except name, place of employment, dates of employment, job classification and salary. Additional specified information may be given upon advance written approval of the teacher to the Director of Human Resources. The teacher is entitled to receive copies of any documents in his/her file. The Board may levy a charge for such copying which charge shall bear a reasonable relationship to actual cost. Prior to such examination, any and all communications from a third party regarding employment references shall be removed from the file.

2. No material derogatory to a teacher’s conduct, service, character or personality shall be placed in his/her personnel file unless the teacher has had an opportunity to review same. The teacher shall acknowledge that he/she has had the opportunity to review such material by affixing his/her signature to the copy to be filed with the express understanding that such signature in no way indicates agreement with the contents thereof. The teacher shall also have the right to submit a written answer to such material and his/her answer shall be reviewed by the superintendent or his/her designee and attached to the file copy. This section shall not apply to evaluation procedures contained in this Article 10.

3. If upon examining his/her personnel file the teacher has reason to believe that there are inaccuracies in documents contained therein, he/she may submit a written memorandum to the Director of Human Resources explaining the alleged inaccuracy. If the Director of Human Resources concurs with the teacher’s contentions, he/she shall either remove the faulty document or attach the teacher’s memorandum to the document in the file and note thereon his/her concurrence with the memorandum’s contents. Disputes over alleged inaccuracies of documents in the teacher’s file, may be processed through the grievance procedure, commencing at level two. This section shall not apply to evaluation procedures contained in this Article 10.

a. School building or annex where duties will be carried out;
b. General subject area. Broad base term to be used, e.g. – foreign language, mathematics, etc.;
c. Grade level – K, 1-3, 4-5, 6-8, 9-12;
d. Salary;
e. Term of the contract, including sixty (60) day termination clause mutually applicable to the Board and the non-tenured employee;
f. Probable mandated responsibilities beyond the school day;
g. The Board will issue teacher contracts or letters of intent on or before June 10th of the school year.

2. All time spent in addition to those spelled out in the contractual duties to provide specific student activities shall be classified as extra-curricular duties. All extra-curricular duties shall be filled by volunteers. These duties will be covered by separate contract which will provide appropriate remuneration as set forth in Article 9, Paragraphs F. and G.

1. As of September 1, 1970, all full-time ten (10) month teachers shall be entitled to ten (10) days sick leave per year. All full-time twelve (12) month teachers shall be entitled to twelve (12) days sick leave per year. Unused days of sick leave shall be accumulated from year to year. Extended year teachers who are paid on Schedules A. 8., A. 9. and A. 10. receive 11 accumulative sick leave days per year.

For employees who work fewer than five (5 days per week, this shall be the sick leave entitlement:
Four days per week 8 days
Three days per week 6 days
Two days per week 4 days
One day per week 2 days

For employees in their first year who join the District on other than a September 1^st (for ten month employees) or on July 1^st (for 12 month employees), this shall be the sick leave entitlement: one day credited upon hire per full calendar month left in the year. “Year” is defined as July 1 through June 30 for 12 month employees; and September 1 through June 30 for ten month employees.

A “day” is defined as the number of hours which the employee works on their regularly-scheduled day.

2. Teachers who teach more than 20 days in the summer school program are entitled to two (2) additional non-accumulative sick leave days. Teachers who teach a 15-20 day summer school program are entitled to one (1) additional non-accumulative sick leave day. Teachers who work on a per diem basis in the summer are not entitled to leave days during the summer.

3. Termination of employment affects cancellation of accumulated sick leave and subsequent re-employment is not cause for regaining the old accumulation, and the person re-employed must begin anew his/her personal illness benefits.

4. The purpose of personal illness benefits is to provide relief in case of personal sickness, personal accident and quarantine. Any other use of sickness allowance is a violation of contract.

5. Continuous personal illness absence of five (5) days or more must be certified to by a properly licensed physician.

6. When a teacher retires from the Cherry Hill School District pursuant to the provisions of the Teacher’s Pension and Annuity Fund, such teacher shall be paid at the rate set forth in Schedule E for each day of accumulated unused sick leave days that have been accumulated as a result of employment in the Cherry Hill School District. At the time of retirement, each accumulated unused sick leave day shall be compensated at the full negotiated per day rate even if the employee is a part-time employee at the time of retirement. If termination of employment is due to death, the teacher’s estate shall receive such pay.

7. Summer school teachers shall be entitled to two (2) days sick leave during summer school session.

8. Teachers shall be given a written accounting of accumulated sick leave days no later than October 15th of each school year.

As of September 1, 1970, all full-time teachers shall be entitled to the following non-cumulative leaves of absence with pay during each school year:

1. In the event of death in the immediate family an allowance up to five (5) consecutive working days leave shall be granted provided the said working days are taken within the seven (7) consecutive weekdays starting the first day after the death. “Immediate family” shall be husband, wife, child, stepchild, father, mother, father-in-law, mother-in-law, brother, sister, grandchild or any member of the employee’s immediate household.

2. a. An allowance of one (1) day shall be granted to attend the services of other relatives of the employee.

b. In addition to the one day specifically listed in 2. a. above, teachers shall be allowed to use up to a total two (2) additional days which are deducted from personal leave. The deduction will occur in this order: first from available personal leave from the current year; and, then, from any available unused personal leave from the year immediately preceding the current year.

3. Absence for two days per year may be granted to an employee without reduction in pay for personal business which cannot be performed otherwise than during employment hours. Such absence shall be allowed with the approval of the administration provided that such approval shall not be unreasonably withheld. Except in emergencies, it shall be the employee’s responsibility to file the appropriate form with the superintendent five days in advance of the absence. Personal leave will not be granted for either of the two days preceding or following holiday or vacation period except in emergency cases. The number of unused days in any year shall accumulate for the purposes of sick leave from year to year, as long as the employment is continuous. For personnel who begin employment February 1st or thereafter, this leave shall be limited to one (1) day. The purpose of personal business days is to allow the teachers to perform such pressing and immediate business that cannot be postponed or performed after employment hours. Any other use of personal business days is a violation of the contract.

For employees who work fewer than five days per week, this shall be the personal leave entitlement:

Four days per week 1.5 days
Three days per week 1 day
Two days per week . 5 day
One day per week 0 days

4. In case of required jury duty, a teacher shall notify his/her immediate supervisor, and shall be allowed time off for jury service. The teacher shall be paid the difference between his/her regular pay and jury pay.

5. An employee shall be granted a paid leave of absence for appearances in any legal proceeding connected with the employee’s employment with the school system except in cases where the employee is a plaintiff or defendant.

6. Attendance of staff members at professional meetings is authorized within the framework of the budget, and with the approval of the Superintendent.

7. Up to a total of three (3) days at the end of a school year and/or at the beginning of a school year, as may be required to attend federally sponsored institutes (viz. National Science Foundation Institutes) and/or to travel to the place where such institute is to be held.

8. a. Up to three (3) days for a maximum of three (3) representatives of the Association to attend conferences and conventions of state and national affiliated organizations. The foregoing shall not be utilized to exceed 18 man days per year.

b. The Association shall request leave for this purpose and shall promptly pay the Board the salaries of substitutes employed by it to cover the absent teachers’ responsibilities.

When a psychologist retires from the Cherry Hill School District pursuant to the provisions of the Teacher’s Pension and Annuity Fund, such psychologist shall be paid at the rate set forth in Schedule E for each day of accumulated unused sick leave days that have been accumulated as a result of employment in the Cherry Hill School District. At the time of retirement, each accumulated unused sick leave day shall be compensated at the full negotiated per day rate even if the employee is a part-time employee at the time of retirement. If termination of employment is due to death, the psychologist’s estate shall receive such pay.

All full-time psychologists shall be entitled to the following leaves of absence with pay during each school year:

1. a. In the event of a death in the immediate family, an allowance up to five (5) days leave shall be granted. “Immediate family” shall be husband, wife, child, stepchild, father, mother, father-in-law, mother-in-law, grandchild or any member of the psychologist’s immediate household.

b. An allowance of one (1) day shall be granted to attend the services of other relatives of the psychologist. In addition to the one day specifically listed in 1. a. above, psychologists shall be allowed to use up to a total two (2) additional days which are deducted from personal leave. The deduction will occur in this order: first from available personal leave from the current year; and, then, from any available unused personal leave from the year immediately preceding the current year.

2. Absence of two (2) days per year may be granted to a psychologist for personal business which cannot be performed other than during employment hours. The number of unused days in any year shall accumulate for the purpose of sick leave from year to year.

For employees who work fewer than five days per week, this shall be the personal leave entitlement:

Four days per week 1.5 days
Three days per week 1 day
Two days per week .5 day
One day per week 0 days

3. In case of required jury duty, a psychologist shall be allowed time off for jury service. He shall be paid the difference between his regular pay and jury pay.

4. An employee shall be granted a paid leave of absence for appearances in any legal proceeding connected with the employee’s employment with the school system except in cases where the employee is a plaintiff or defendant.

5. On religious holidays, when schools are closed, psychologists are entitled to take the day without being charged a personal or vacation day.

Psychologists may make application to their immediate superior for leave to attend professional conventions, conferences and meetings. The Board may, in its discretion, approve such application which may include reimbursable expenses.

Other leaves of absence, without pay, may be granted by the Board at its discretion.

Employees shall be entitled to the following temporary leaves of absence with full pay each year.

Absence for two (2) days per year shall be granted to an employee without reduction in pay for personal business which cannot be performed otherwise than during employment hours. Such absence shall be allowed with the approval of the administration provided that such approval shall not be unreasonably withheld. Except in emergencies, it shall be the employee’s responsibility to file the appropriate form with the Superintendent five (5) days in advance of the absence. Personal leave will not be granted for either of the two (2) days preceding or following holiday or vacation period except in emergency cases. The number of unused days in any year shall accumulate for the purposes of sick leave from year to year, as long as the employment is continuous. For personnel who begin employment February 1st or thereafter, this leave shall be limited to one (1) day. The purpose of personal business days is to allow the employee to perform such pressing and immediate business that it cannot be postponed or performed after employment hours. Any other use of personal business days is in violation of the contract.

For employees who work fewer than five days per week, this shall be the personal leave entitlement:

Four days per week 1.5 days
Three days per week 1 day
Two days per week .5 day
One day per week 0 days

a. Up to twelve (12) employee days for the Association per year shall be allowed for employees to attend conferences and conventions of State or National affiliated organizations.

Substitutes shall be compensated one-half by the Board and one-half by the Association.

b. Two (2) days for the purpose of attending the annual N.J.E.A. Convention.

Up to nine (9) employee days per contract year shall be allowed for employees to attend conferences and conventions of State or National affiliated organizations. Request for attendance shall be made to the School Business Administrator. Substitutes shall be compensated one-half by the Board and one-half by the Association when attendance is requested by the employee or Association.

1. In the event of a death in the immediate family, an allowance of up to five (5) days leave with pay shall be granted. “Immediate family” shall be spouse, child, stepchild, father, mother, father-in-law, mother-in-law, brother or sister, grandchild or any member of an employee’s immediate household.

2. a. An allowance of one (1) day with pay shall be granted to attend the services of other relatives of the employee.

b. In addition to the one day specifically listed in 2. a. above, secretaries and support shall be allowed to use up to a total two (2) additional days which are deducted from personal leave. The deduction will occur in this order: first from available personal leave from the current year; and, then, from any available unused personal leave from the year immediately preceding the current year.

Whenever any employee, entitled to sick leave under this Agreement, is absent from his/her post of duty as a result of personal injury caused by an accident arising out of and in the course of employment, the Board shall pay to such employee the full salary or wages for the period of such absence for up to one calendar year without having such absence charged to the accumulated sick leave provided in this Agreement. Salary or wage payments provided herein shall be made for absence during the waiting period and during the period the employee received or was eligible to receive a temporary disability benefit under Chapter 15 of Title 34, Labor and Workers Compensation, of the Revised Statutes. Any amount of salary or wages paid or payable to the employee as provided herein shall be reduced by the amount of any workers compensation award made for temporary disability.

1. Due to a medical disability, an employee shall be granted an extended leave of absence without pay (subject to paragraph 4 hereof) if any one of the following conditions exist:

a. A notable and substantial decrease in work performance;
b. The production of a certification from a medical doctor that the employee is medically unable to continue to work.

2. The Board shall have the right to have such an employee examined by its own physician and in the event of a disagreement between the Board’s physician and the employee’s physician on such ability or inability, the question shall be referred to a physician engaged at the joint expense of the employee and the Board for final and binding resolution.

3. In the event of pregnancy, the health of the child, either perspective or otherwise, shall be considered when making the determination of whether the employee is medically able to continue to work.

4. During the period of the employee’s personal medical disability, accumulated sick leave benefits in accordance with Section A. 1. above shall be paid until such benefits are exhausted or the personal medical disability has terminated.

5. When the seeking of an extended leave of absence for medical disability can be anticipated, an employee shall file a written request for such leave with the Superintendent or his/her designee at least thirty (30) days in advance of the anticipated date on which said leave is to commence.

The request shall specify therein the date upon which, subject to medical confirmation, the employee proposes to return. Upon the termination of the medical disability, (subject to paragraph 3 above) the employee shall return to work, resign, retire or apply for other leave. In the event of disagreement, the date of said termination shall be established as set forth in paragraph 2 above.

6. Applications for extended medical disability shall not be granted beyond June 30 of the current school year. In the event an employee wishes to continue on extended medical disability for all or part of the ensuing school year, an application for such status shall be made during the month of June accompanied by appropriate medical certification and shall be granted by the Board. In the event the continued extended medical disability is for a part of the ensuing year and there is a change in the employee’s medical status during the school year, the Board shall, upon submission of an additional application and appropriate medical certification, make appropriate changes in said leave. In the event of a question concerning the certification it shall be resolved in accordance with paragraph 2 above.

7. This section shall not be construed to require the Board to grant tenure to any non-tenured teacher or secretary who has not been granted tenure in the absence of this contract or to offer a contract for a new school year for any employee who would not otherwise have been offered such a contract.

An employee may make application to the Board for a child rearing leave of absence. Upon application, said leave shall be granted by the Board for a period not to exceed one (1) calendar year from the date of birth of the child. The date of requested return by the employee may be adjusted by the Board, in its discretion, to commence in January or September following the end of the requested leave.

All employees are expected to report for work on every workday designated by the official school calendar unless properly excused. Unexcused absences are to be treated as acts of insubordination and may be constituted as cause for dismissal.

2. Vacancies in any position in Schedule “B” shall be advertised in all schools in the district, and mailed to the Association, if not filled as a result of advertising in C. 1.

3. During summer recess if any vacancy exists in any position in Schedule “B”, the vacancy shall be posted on the Bulletin Board at Central Administration building and a copy mailed to the Association.

During the period from September 1 through June 30 each year, psychologists shall work the teacher work year as defined in Article 15, A. If a psychologist is assigned to work on any other day during this period, he/she shall be paid at his/her per diem salary for each day worked.

In addition to A. above, facilitators and other positions approved by the Board shall work up to an additional 20 work days. These positions shall be posted by April 1 for the succeeding July 1 through June 30 school year.

1. These positions shall be entitled “Extended Year Teachers”.

2. The scheduling of the additional days shall be developed by the employee and his/her immediate supervisor in order to meet the needs of the District and the employee.

3. Compensation for these individuals shall be as per Schedules A. 8., A. 9. and A. 10.

4. Payment shall occur as follows: individuals shall receive five percent (5%) of their salary figure as stated in Schedules A. 8., A. 9. and A. 10., on the last District pay day prior to August 1; and, an additional five percent (5%) on the last District pay day prior to September 1. Thereafter, these individuals shall receive payment of the remaining 90% of the annual salary over the remaining paychecks in the year.

1. Effective July 1, 2001, new personnel may be required to attend up to five (5) additional days over the work year set forth in A. above during their first work year. These additional days shall be for orientation and in-service purposes.

2. Effective July 1, 2002, teachers who are beginning their second full year with the District and who had less than five (5) years of prior teaching experience upon initial hire in the District may be required to attend up to two (2) additional days over the work year set forth in A. above during their second work year. These additional days shall be for orientation and in-service purposes.

2. The qualifications of the staff member involved meet the requirements of the available position in terms of professional preparation, experience and certification.

3. The qualifications of the candidate meet the requirements of the available position and are superior to those of all other candidates.

1. Transfers are needed to assure a well-balanced staff in terms of professional qualifications and experience. In the case of a new school, experienced personnel may be needed to permit an effective implementation of the educational program and staff stability.

2. The assigned school cannot make effective use of the particular qualifications of the candidate.

a. Resignations may have created an imbalance of teachers best equipped to meet the particular needs of an instructional program at a particular grade level or for a specific ability group.

b. Additional professional preparation has qualified a candidate for a specialized area such as guidance.

5. A transfer would be in the best interests of the individual and/or the school. A personality conflict may exist that does not permit a reasonable solution and has an undesirable effect on the instructional program.

1. Four copies of the Transfer Request Form and a completed updated application shall be submitted to the building principal by the staff member requesting transfer.

2. The building principal shall add his/her recommendation and shall include the reasons for his/her decision to approve or disapprove the request.

3. The completed request and application shall be forwarded to the offices of the Director of Human Resources for endorsement.

4. The Director of Human Resources shall acknowledge the receipt of a transfer request and, in the case of disapproval, advise the transfer candidate of the reasons for the action. A copy of the letter shall be sent to the building principal.

5. A copy of the request, together with the new application, shall be forwarded to the receiving principal for personnel approved for transfer consideration. A copy also shall be sent to the Human Resources Office to advise that office of the staff member’s candidacy.

6. The receiving principal will schedule an interview with the transfer candidate as soon as possible and advise the Director of Human Resources of his/her decision in writing.

7. The Director of Human Resources shall inform the transfer candidate of the final decision and advise the Human Resources Office and the principals concerned of the successful candidates.

a. The administration shall place on a RIF list all non-tenured personnel except in those positions where assignments are known due to specialized certification.

b. Notification of involuntary transfers into known vacancies will take place prior to the district’s initial posting of vacancies.

c. If a teacher is reassigned from one grade to another within the building, principals should make every attempt to advise the affected teacher prior to the end of the transfer period so that she/he may have the opportunity to post for other positions within the District if she/he so chooses.

d. Teachers who are involuntarily transferred either within the current school (i.e. different grade level) or to another school shall be verbally given the educational reason for the forced transfer.
Step 2. Posting of list of known vacancies as agreed upon by administration and the Association.

Step 3. Receive transfer requests from tenured personnel. All requests must be submitted within the agreed transfer period. If vacancies occur after the transfer period, any certified staff may apply and shall be considered for such position.

Step 4. Tenured teachers requesting transfers, tenured teachers transferred due to RIF (volunteers and non-volunteers) and tenured teachers who are returning from leaves of absence will be considered for placement in positions that are available as of the initial posting.

a. All tenured teachers who have put in a transfer request and possess proper credentials must be interviewed for the position for which they applied.

b. All teachers have the opportunity to be considered for any openings for which they are qualified within their current school before any interviews with tenured staff from other schools are conducted, if at all possible.

Step 5. Non-tenured personnel who were on the RIF list (#1 above) will be considered for open positions.

Step 6. Tenured teachers who have requested transfer will continue to be considered for vacancies that occur up through August 15th.

Step 7. The Association will be sent a list of known vacancies as of the initial posting and July 30th.

1. Effective July 1, 1999, all otherwise-eligible employees shall be enrolled in the Blue Cross-Blue Shield PPO program at Board cost. The Blue Card PPO shall not contain the Green Springs option. Said employees may elect to enroll in any other available plan. If the premium cost of any other plan chosen by the employee exceeds that of the Blue Cross-Blue Shield Blue Card PPO plan, the employee shall pay that difference by pay deductions spread over the year under procedures established by the Administration.

2. In addition to available HMO’s, eligible employees may enroll in the PACE program. There shall be no duplicating of coverage for psychologists (viz. if psychologists spouse has a medical plan, either for himself/herself and/or dependents, the Board will not be required to duplicate such coverage).

3. Effective as soon after mutual ratification of the 2004-2007 Agreement as possible, the doctor’s visit co-pay shall be $15.

a. All new employees hired on or after the date of ratification of the 1996-1998 Agreement who otherwise qualify for insurance based upon D. below shall receive single coverage for the first three (3) years of employment in the Blue Cross-Blue Shield Blue Card PPO plan.

b. Effective July 1, 2002, the Board shall contribute 100% of the single premium for all new employees otherwise eligible for insurance under D. below and who are in their first three years of employment with the District. The Board shall also contribute 25% of the difference between the additional cost over single enrollment for any other enrollment the employee is eligible for in his/her first year of employment; 50% of the difference between the additional cost over single enrollment for any other enrollment the employee is eligible for in his/her second year of employment; and, 75% of the difference between the additional cost over single enrollment for any other enrollment the employee is eligible for in his/her third year of employment. A “year of employment” is defined to mean twelve months commencing on the first day of work for a first day teacher, or the first anniversary date of initial employment or the second anniversary date of initial employment, as relevant.

c. On the first of the month following the third anniversary of initial employment, he/she shall be eligible for any level of Blue Cross-Blue Shield Blue Card PPO enrollment for which he/she is eligible, at full Board cost.

Effective as soon after mutual ratification of the 2004-2007 Agreement as possible, the employee co-payment shall be $20 for brand-name drugs; $10 for generic drugs; and one co-payment ($20 for brand-name drugs; $10 for generic) for a 90 day supply by mail-order.

1. The Board shall provide to an eligible employee and his/her dependents a dental plan as agreed to by the parties.

3. a. The dental plan shall have a $25 individual annual deductible to a maximum of $75 annually per family. This deductible is waived for preventive services.

b. The Board shall offer the Delta Advantage dental plan with a $1,800 maximum annual benefit.

c. Effective January 1, 2002, the maximum benefit level per year per patient shall be $3,000.

New employees hired on or after July 1, 1995, must work half time or more in order to be eligible for Board-approved health insurance under his Article.

2. Such notification shall be immediately forwarded to the Superintendent who shall comply with any reasonable request from the employee for information in the possession of the Superintendent relating to the incident or the persons involved, and shall act in appropriate ways as liaison between the employee, the police, and the courts.

2. When Association employees are called upon to use their privately owned vehicles, they will be reimbursed for their mileage at the rate established in the then current Board policy upon submitting a proper voucher.

2. Replacement uniforms and equipment shall be made available to employees upon requisition by the employee and return of clean, used uniforms or equipment recognized by the supervisor as unfit for further use. Employees shall return clean uniforms and equipment upon leaving the Board’s employment for any reason.

3. The wearing of the uniform shall be limited to the Board’s premises during the course of employee’s workday or in travel to and from the employee’s home to work.

2. When unit employees are called upon to use their privately owned vehicles, they will be reimbursed for their mileage at the rate established in the then current Board policy upon submitting a proper voucher.

Teachers who take certain graduate level courses shall be eligible to receive reimbursement for the tuition costs associated with the course(s) according to the following provisions:

2. In order to be eligible for reimbursement: 1) the graduate level course must be directly related to the assignment of the teacher at the time the course is taken, (except see 3. below); 2) it must be in a traditional, in-classroom course (except, see 4. below); 3) the course must be approved by the Superintendent or his/her designee in writing before registration; 4) the teacher must obtain a grade of B or better in the course; and, 5) the District must obtain a copy of the official transcript and proof of the tuition cost of the course(s) prior to June 30th.

3. The Superintendent or his/her designee may approve a course or courses that are not directly related to the assignment of the teacher at the time the course is taken if, in his/her discretion, it is deemed that the course will be of value to the District. The Superintendent or his/her designee may also approve undergraduate courses necessary to meet ESEA (Elementary and Secondary Education Act) requirements. The Superintendent’s denial is grievable but not arbitrable.

4. In addition to traditional, in-classroom courses, tuition reimbursement under this Article may be available to teachers for college-sponsored graduate-level non-classroom courses such as video courses, Internet courses and other non-traditional courses. Such a course may be approved by the Superintendent or his/her designee when, in his/her discretion, it is deemed that the course will be of value to the District.

5. The Superintendent’s determinations as to the direct relationship of the course to the assignment of the teacher at the time the course is taken under 2. above, and to the value of courses under 3. and 4. above are not grievable.

6. If the terms of 2. are met, the Board shall make tuition reimbursement payments before the end of the August following when the course was successfully completed.

7. If all tuition reimbursement claims under this provision exceed the cap set forth in 1. a. above, all claims shall be pro-rated. For example, if the cap set forth in 1. a. above can cover 95% of all claims under 2. above, all individual claims will be reimbursed at 95% of the claimed amount, up to the maximum set forth in 1. b. above.

8. Reimbursement may not exceed the cost of the course.

Effective July 1, 2005, there shall be a tuition reimbursement program for secretaries and support staff. Courses to be reimbursed shall include graduate courses, undergraduate courses (both requiring a grade of B or better) and continuing education. The parties shall work out prior approval procedures. The per employee annual reimbursement limit is $750. Effective July 1, 2006, the annual maximum payment for all secretaries and support staff shall be $15,000.

Cherry Hill, New Jersey 08034

President

The provisions of N.J.S.A. 18A:29-14 and all interpretations of it by the Commissioner of Education, the State Board of Education and the Courts of the State of New Jersey shall be a term and condition of employment between the parties hereto. The Board shall have the right to withhold an increment from an employee and the employee shall have the right to appeal such action.

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.

On or about the 15th of September of each year the Board will submit to the Association a list of all employees in the bargaining unit. On or about January 1 of each year the Association shall notify the Board of Education as to the names of those employees who are required to pay the representation fee.

Except as otherwise provided in this Article, the mechanics for the transmission of such fees to the Association will, as nearly as possible, be the same as those used for the transmission of regular membership dues to the Association.

1. The CHEA shall indemnify and save harmless the Board against any and all claims, demands, suits, judgments, settlements, or any other forms of liability including reasonable counsel fees and other costs of defense, that shall arise out of or by reason of action taken or not taken by the Board for the purpose of complying with any of the provisions of this Article, including but not limited to, any actions in connection with defending the legality of this indemnification provision.

a. Neither the Board nor the CHEA will challenge the legality of indemnification provisions of this Article. In the event this indemnification of the Board by the CHEA is challenged in any forum by any person or entity, the Board and the CHEA agree to defend the legality of the indemnification provision. In the event that this indemnification provision is deemed to be illegal or against public policy by any court or administrative agency or competent jurisdiction, then effective the date on which the CHEA no longer remits payments to the Board as provided herein above, the CHEA agrees it will eliminate the representation fee in effect at this time.

b. The Board shall retain its right to determine its course of conduct, including but not limited to, the right to select counsel and determine strategy, in any action arising out of or by reason of the provisions of this Article.

c. The indemnification provisions of this Article shall continue during any extension of this Agreement or during any period in which the CHEA is collecting representation fees in accordance with this Article.

HIGH SCHOOL SPORTS:	Position	MIN	2ND	3RD	MAX
Football	Head Coach	6829	8174	9518	10863
	Assistant	3880	4638	5396	6154
Basketball; Wrestling	Head Coach	5478	6832	8186	9540
	Assistant	3452	4128	4804	5478
Baseball/Softball; Gymnastics; Soccer; Lacrosse; Field Hockey; Swimming; Track	Head Coach	5478	6153	6828	7503
	Assistant	3452	4128	4804	5478
Indoor Winter Track	Head Coach	2744	3409	4075	4740
	Assistant	1729	2402	3076	3751
Cross Country	Head Coach	2744	3409	4075	4740
Golf	Head Coach	2069	2734	3400	4066
Bowling; Tennis; Volleyball	Head Coach	3452	4128	4804	5478
	Assistant	2398	2727	3056	3386
Cheerleading (Fall)	Director	2072	2447	2881	3285
	Assistant	1440	1637	1835	2033
Cheerleading (Winter)	Director	2586	3093	3600	4106
	Assistant	1798	2044	2290	2537
Athletic Trainer		4099	5094	6090	7086

HIGH SCHOOL SPORTS:	Position	MIN	2ND	3RD	MAX
Football	Head Coach	6829	8174	9518	11352
	Assistant	3880	4638	5396	6431
Basketball; Wrestling	Head Coach	5478	6832	8186	9969
	Assistant	3452	4128	4804	5725
Baseball/Softball; Gymnastics; Soccer; Lacrosse; Field Hockey; Swimming; Track	Head Coach	5478	6153	6828	7841
	Assistant	3452	4128	4804	5725
Indoor Winter Track	Head Coach	2744	3409	4075	4953
	Assistant	1729	2402	3076	3920
Cross Country	Head Coach	2744	3409	4075	4953
Golf	Head Coach	2069	2734	3400	4249
Bowling; Tennis; Volleyball	Head Coach	3452	4128	4804	5725
	Assistant	2398	2727	3056	3538
Cheerleading (Fall)	Director	2072	2447	2881	3433
	Assistant	1440	1637	1835	2124
Cheerleading (Winter)	Director	2586	3093	3600	4291
	Assistant	1798	2044	2290	2651
Athletic Trainer		4099	5094	6090	7405

HIGH SCHOOLS:	Position	MIN	2ND	3RD	MAX
Senior Class	Advisor				3729
Junior Class	Advisor				3729
Sophomore Class	Advisor				2667
Freshman Class	Advisor				2507
Behavioral Science Animal Lab	Advisor	2464	2620	2776	2933
Chess Team	Advisor	2216	2378	2540	2704
Children's Show	Director	1538	1705	1873	2041
Co-Curricular Concerts	Director	1963	2242	2521	2800
	Assistant	1098	1378	1659	1940
Co-Curricular Music	A	2744	3409	4075	4740
	B	1376	1709	2043	2376
Drama/Musicals	Director/ Show	2744	3409	4075	4740
(Fall/Spring)	Assts./ Show	1538	1705	1873	2041
East/West H.S. Band	Director				1070
Forensics	Advisor	2216	2378	2540	2704
Literary Magazine	Advisor	1538	1705	1873	2026
Literary Magazine Art	Advisor	673	851	1029	1208
Living Spec. Maint.	Advisor	2464	2620	2776	2933
Marching Band	Director	6154	6810	7466	8123
	Assistant	4127	4803	5478	6154
Mock Trial Team	Advisor	2216	2378	2540	2704
Natl. Honor Society	Advisor	868	1030	1193	1356
Newspaper	Advisor	3080	3409	3738	4066
Newspaper Business	Advisor	1077	1138	1198	1260
Pavas	Advisor	1356	1532	1708	1885
Photography	Advisor	2216	2378	2540	2704
Publicity	Director	1729	2053	2378	2704
School News/Online	Advisor	1208	1371	1534	1697
School Store	Advisor	1356	1532	1708	1885