HACKENSACK ASSOCIATION OF EDUCATIONAL SECRETARIES
BOARD OF EDUCATION
BOARD-HAES AGREEMENT INDEX
ARTICLE TITLE PAGE1 Recognition 1
2 Negotiations Procedures 1
3 Grievances 2
4 Employee Rights 8
5 Association Rights 9
6 Board Rights 9
7 Hours of Works 10
8 Advisory Council 10
9 Calendar 11
10 Sick Leave 12
11 Temporary Leave 13
12 Extended Leave 14
13 Terminal Leave 17
14 Insurance 17
15 Employee Promotions 18
16 Method of Salary Payment 19
17 Vacations 19
18 Tenure 20
19 Travel Expense Allowance 20
20 Past Practices 21
21 Miscellaneous Provisions 21
22 Salaries 21
23 Longevity 22
24 Professional Achievement 22
BOARD-HAES AGREEMENT INDEX
ARTICLE TITLE PAGE
25 Overtime Rates 25
26 Grade Classification 25
27 Representation Fee 27
28 Subcontracting 28
29 Duration of Agreement 29
Schedule A Salary Guides 30
Sidebar Agreement 33
ARTICLE 1 - RECOGNITION
In accordance with the provisions of the New Jersey Employer-
Employee Relations Act (Chapter 123 of the Public Laws of 1974)
hereinafter referred to as the Act, the Hackensack Board of Education
hereinafter referred to as the Board, hereby recognizes the Hackensack
Association of Educational Secretaries, hereinafter referred to as the
Association, as the exclusive representative designated for the purpose of
collective negotiations by a majority of the secretarial and clerical employees
employed by the Board excluding the Secretary to the Superintendent, and
Secretary to the Business Administrator/Board Secretary.
ARTICLE 2 - NEGOTIATIONS PROCEDURE
A. The Board and the Association shall enter into collective
negotiations on a successor agreement to this contract in accordance
with rules and regulations of the Public Employment Relations Commission
B. Both parties shall exchange written proposals to this contract at
the first negotiating meeting.
C. As soon after January 1st as a tentative budget is available for
the succeeding school year, The Superintendent shall, upon request,
conduct a conference with the negotiating committee of the Association for
the purpose of discussing and making available that budget.
ARTICLE 3 - GRIEVANCES
A. A grievance shall be defined and subject to limitations as
1. A grievance is a complaint by any member or members of
the bargaining unit represented by the Association, or by the Association
itself, that there has been an actual personal loss because of an
interpretation, application, or violation of policies or agreements, or as a
result of an administrative decision affecting terms and conditions of
2. The grievance procedure shall not be applicable to claims,
a. by non-tenure employees by reason of their not being
b. wherein a method of review is prescribed by law or by
rule or regulation of the State Commissioner or State Board of Education.
3. A grievance to be considered under this procedure must be
initiated, in writing, within twenty (20) school days of its occurrence.
B. The following procedures shall govern the processing of all
1. It is understood that while participating in these procedures
the grievant shall continue to observe all assignments and applicable rules
and regulations of the Board.
2. A grievance may be presented by the grievant or by a
representative designated by the grievant. The Association may be
represented at any level of the procedure in order to make known its
position and the manner in which it believes the grievance should be
resolved. The Board may designate a representative to participate at any
level of the procedure. A minority organization shall neither present nor
3. Failure at any level of this procedure to communicate a
written decision within the specified time limits permits the grievant to
proceed to the next level. Failure at any level of the procedure to
appeal to the next level within the specified time limits or failure to appear
at a scheduled hearing without reasonable cause, explained in writing
within two (2) days of the scheduled hearing, shall constitute acceptance
of the decision rendered at the previous level. Time limits may, however, be
extended by mutual agreement.
4. The following steps shall be followed in processing a
IN SCHOOL BUILDINGS
Step 1 - to the Principal
Step 2 - to the Board Secretary
Step 3 - to the Superintendent
Step 4 - to the Board
Step 5 - to Arbitration
-3-IN OTHER ADMINISTRATIVE OFFICES
Step 1 - to the Immediate Supervisor
Step 2 - to the Board Secretary
Step 3 - to the Superintendent
Step 4 - to the Board
Step 5 - to Arbitration
5. All grievances shall be initiated at the first level by
submitting a written grievance statement to the appropriate administrator.
The grievance statement shall include the name or names of the grievant(s);
the nature of the grievance; the date of its occurrence; the sections or
articles of the agreement or board policies, if any, claimed to have been
violated; the manner in which said sections or articles were violated; the
nature of the personal loss; and the remedy sought.
6. The administrator at the first level of appeal shall, upon
receiving the grievance statement, advise the Association and the
Superintendent of the grievance and its nature. He shall then hold a
hearing at a time mutually agreed upon and shall communicate his
decision, in writing, to the grievant and to the Association within (5)
school days of his having received the written statement.
7. If the grievant decides to proceed to the second level of
appeal, viz., the Board Secretary, this must be done within five (5) school
days of receiving the written decision from the first level administrator.
-4- The grievant may request review by the Board Secretary by submitting
to him the grievant statement submitted at the prior level and setting
forth the reasons for dissatisfaction with the decision previously
rendered. The Board Secretary may hold a hearing at a time mutually
agreed upon and shall communicate a written decision to the grievant and
to the Association within eight (8) school days of his having received the
request for review.
8. If the grievant decides to proceed to the third level of
appeal, viz., the Superintendent, this must be done within (5) school days
of receiving the written decision from the second level administrator. The
grievant may request review by the Superintendent by submitting to him
the grievant statement submitted at the prior level and setting forth the
reasons for dissatisfaction with the decision previously rendered. The
Superintendent may hold a hearing at time mutually agreed upon and
shall communicate a written decision to the grievant and to the Association
within (8) school days of his having received the request for review.
9. If the grievant decides to proceed to the fourth level of appeal,
viz., the Board, this must be done within (5) school days of receiving the
written decision from the Superintendent. A request for review by the
Board, setting forth the reasons for dissatisfaction with the Superintendent’s
decision shall be submitted to the Board, in writing, through the
Superintendent. The Superintendent shall attach all papers and related
-5- materials and forward the request to the Board. The Board shall hold a
hearing at a time mutually agreed upon and within twenty (20) school days
from the Superintendent’s receipt of request for review by the Board. The
Board shall then communicate its decision, in writing, to the grievant and
to the Association within ten (10) school days after the hearing by the Board.
10. If the grievant decides to proceed to the fifth level of appeal,
viz., arbitration, it must be done within five (5) school days of receiving the
written decision from the Board. The grievant shall notify the Board, in
writing, through the Superintendent, of the grievant’s decision to submit
the grievance to arbitration and shall request the American Arbitration
Association to submit a roster of persons qualified to function as
arbitrators and willing to conduct hearings outside of school hours.
Arbitration shall be conducted pursuant to applicable laws and statues
and the rules and regulations of the Public Employment Relations
11. The selection of an arbitrator and the conduct of hearings
outside of school hours shall be in accordance with the rules of the Public
Employment Relations Commission.
12. The arbitrator shall be limited to the evidence and
arguments presented by the grievant, the grievant’s representatives, the
Association, the Association’s representatives, the Board, and the Board’s
representatives and shall consider nothing else. The arbitrator shall
neither add anything to, or subtract anything from, the Agreement or any
policy of the Board.
13. The findings and recommendations of the arbitrator shall
be recommendatory or advisory only, except that they shall be final and
binding on both parties when contract items are in issue.
14. Only the Board, its representatives, the Association, its
representatives, the grievant, and the grievant’s representatives shall be
given copies of the arbitrator’s report of findings and recommendations, and
it shall be given to each of these. This report shall be submitted by the
arbitrator within fifteen (15) calendar days of the completion of the
hearings on the matter. This report shall be kept confidential and shall
not be disclosed or released, directly or indirectly in whole or in part, by
the Board, the Association, the grievant, or by any of their representatives
for a period of (15) calendar days after issuance of the report by the
15. The grievant and the Board, or their representatives shall,
within fifteen (15) calendar days, notify one another of their acceptance or
rejection, in whole or in part, of the arbitrator’s findings and/or
16. The fees and expenses of the arbitrator shall be shared
equally; one-half (1/2) being paid by the Board and one-half (1/2) being
paid by the grievant. Each party shall bear the total of other costs it has
ARTICLE 4 - EMPLOYEE RIGHTS
A. No employee shall be coerced, discriminated against, or
reprimanded by virtue of the exercise of their rights granted under the law.
B. Whenever an employee is required to appear before any
administrator or supervisor, Board or any committee or member thereof,
concerning a matter which shall result in a written report, which shall be
placed in their personnel file and/or which would adversely affect the
continuation of that employee in his position, employment or the salary or
any increments pertaining thereto, then he shall be given prior written
notice of the reasons for such meeting or interview and shall be entitled
to have a representative of the Association present to advise him during
such meeting or interview. The annual evaluation conference shall be
excluded from this provision.
C. Copies of the current agreement shall be printed by the Board of
Education within thirty (30) days after the agreement is signed, and copies
provided to all concerned parties (secretarial employees now employed,
Board office, Board members and Chief School Administrator.)
D. The Board of Education shall provide each new employee all
information necessary for employment, and a contract agreement within
the first five (5) working days.
ARTICLE 5 - ASSOCIATION RIGHTS
A. Display of Association Material
The Board shall provide bulletin boards in each building for the
use of the Association. Location within the schools or Central
Administration shall be determined by the Principal or Board Secretary
respectively after receiving recommendations from the Association. Any
dispute as to the location of bulletin boards or materials placed therein
shall be referred to the Superintendent. If such disputes cannot be
resolved at the Superintendent’s level they may be made the subject of a
B. Board Minutes
Three copies of the official minutes of the Board of Education shall
be given to the President of the Association as soon as they are available.
C. Meeting of Clerical and Secretarial Personnel
Secretarial and Clerical personnel shall be granted by the Board, free
of charge, a place to hold monthly meetings, upon submission of the
“Application for Use of Public School Facilities” form. The designated areas
shall be sufficiently large to accommodate the membership of the requesting
ARTICLE 6 - BOARD RIGHTS
The Board reserves to itself sole jurisdiction over matters of policy
and retains the right, subject only to the limitations imposed by the
language of this Agreement, in accordance with applicable laws and
regulations, (a) to direct employees of the school district, (b) to hire,
promote, transfer, assign, and retain employees in positions in the
school district, and to suspend, demote, discharge or take other
disciplinary action against employees, (c) to relieve employees from duty
because of lack of work or for other reasons, (d) to maintain the efficiency
of the school district operations entrusted to them, (e) to determine the
methods, means and personnel by which such operations are to be
conducted and (f) to take whatever actions may be necessary to carry out
the mission of the school district.
ARTICLE 7 - HOURS OF WORK
The regular work week for secretarial clerical employees shall be
thirty-five (35) hours exclusive of lunch periods.
From September 1 to June 30, the work day shall be eight (8) hours
including a one (1) hour duty free lunch period.
From July 1 to August 31, the work day shall be seven and one-half
(7 1/2 hours including a one-half (1/2) hour duty free lunch period.
ARTICLE 8 - SECRETARIAL AND CLERICAL STAFF ADVISORY COUNCIL
A. The Secretarial and Clerical Advisory Council shall be established
as soon as possible after the effective date of this agreement. It shall
consist of four (4) representatives from the Association and (4)
representatives from Administration. It shall meet at the request of the
Association or the Administration to consider any matter relating to
Secretarial and Clerical personnel in the school system.
B. The non-voting chairman of the Council shall be the Superintendent
or his designee. A representative of the Association may sit in on the
meetings as an observer. The Council shall have an advisory function only.
All recommendations of the Council shall be submitted in writing to the
Board. The Council shall establish its own rules for operation.
C. The Council may consult and meet with any other member or
members of the staff as may be appropriate to the topic under consideration.
D. All service by members of the Council shall be voluntary.
ARTICLE 9 - CALENDAR
A. Secretarial/Clerical Calendar
After the Board of Education has adopted the school calendar for the
ensuing year, the Advisory Council shall meet to consider and recommend to
the Board a schedule of holidays for Secretarial and Clerical employees.
B. The schedule of holidays for Secretarial and Clerical personnel,
after approval by the Board, shall be distributed to all secretarial/clerical
C. The schedule of holidays shall provide for no less than 20 paid
days off for 12 month employees and no less than 19 paid days off for 10
month employees. Any balance of days between specified holidays on
which offices are closed and the 20 or 19 paid days off for 12 month or
10 month employees respectively, shall be taken during periods that school
is not in session, with the approval of the Immediate Supervisor and the
D. In addition to holidays set forth in Paragraph C employees shall
receive paid holidays on December 24, December 26, December 31, and January 2
whether offices are open or closed unless schools are in session and a 12:30 P.M.
dismissal on the day before Thanksgiving. In no case will employees
receive less than two (2) days during the Christmas recess. The designated
paid holidays during the Christmas recess shall be made part of the
schedule distributed to employees.
ARTICLE 10 - SICK LEAVE
A. All ten (10) month employees may be absent twelve (12) days per
year for personal illness without loss of pay. All (12) month employees may
be absent thirteen (13) days per year for personal illness without loss of pay.
All unused days are to be accumulated from year to year. Additional sick
leave may be granted at the discretion of the Board upon the recommendation
from the Superintendent.
B. A physician’s certificate shall be submitted in the case of personal
illness which extends beyond five (5) work days when required by the
C. Absence resulting from a job related injury shall be treated in
the same manner as other absence due to illness. In cases ruled to be
covered under Worker’s Compensation, however, the employee shall have
restored, upon returning to duty, all accumulated sick leave as of the date
Where an employee has filed a Worker’s compensation claim and the
Board of Education’s compensation carrier has found the claim to be a
compensable injury, the employee shall be entitled to up to one (1) full
year of salary without loss in pay due to said injuries.
ARTICLE 11 - TEMPORARY LEAVES
A. One day of leave shall be granted each year for personal
business, household, or family matters which require absence during
school hours. When possible, the applicant shall apply for such leave
five (5) calendar days in advance, except in cases of emergency. The
applicant for such leave shall not be required to state the reason for
taking it other than that he is taking it under this section, except in
cases of emergency, when he shall explain the nature of the emergency.
Leave days shall not be taken at the beginning or end of a vacation period.
Granting of days of leave shall be in accordance with the operational needs
of the school system as defined by the Superintendent.
B. Unused personal leave days shall be accumulated to a total of
three (3) for the purpose stated above. Unused leave days beyond three
(3) shall be accumulated and added to accumulated sick leave in
accordance with Paragraph A, Article 10.
C. Up to three (3) days leave per school year may be granted with the
approval of the Superintendent or his designee, for the purpose of
attending meetings or conferences of an educational nature.
D. In the event of death in the immediate family, five (5) consecutive work days
leave exclusive of Saturdays, Sunday and legal holidays as defined in Chapter 65,
Laws of 1977, shall be granted. The immediate family is defined to include the
employee’s spouse, parent, parent-in-law, child, sibling, stepfamily any other member
of the immediate household.
In case of death in the immediate family for which absence extends beyond
the five (5) days allowed with pay, there shall be a deduction of one-half
pay. The length of time of one-half deduction shall be upon the
recommendation of the Superintendent and approved by the Board. In the
event of death of a relative defined as outside of the immediate family, one
day of leave shall be granted.
E. Other temporary leaves of absence with or without pay may be
granted for good reason by the Board upon the recommendation of the
ARTICLE 12 - EXTENDED LEAVES
A. Military leaves without pay shall be granted to any employee who
is inducted or enlists following notification of induction, or may be granted
to any employee who requests leave to enlist in any branch of the armed
forces of the United States for the period of said induction or initial
enlistment or to the spouse of any employee who is so inducted to join
him for a period of special training in preparation for duty overseas in
B. The Board shall grant disability leave without pay to any
Secretarial or Clerical employee upon request subject to the following
stipulations and limitations:
1. The leave of absence shall commence and terminate on the
date requested by the employee. The leave shall be for a maximum period
of two (2) years unless by the Board.
2. Any Secretarial or Clerical employee granted such leave shall,
upon request be restored to a comparable position and at the grade level
vacated at the commencement of said leave.
3. Any Secretarial or Clerical employee granted leave
according to the provisions of this section may elect to use all or any
part of accumulated sick leave during the period of such absence and
receive full pay benefits for the same. Any secretary or clerical employee
granted leave according to the provisions of this section may elect to use
all or any part of accumulated sick leave during the period of such absence
and receive full pay benefits for the same. Any secretary or clerical
employee who has insufficient or no accumulated sick leave or who elects
not to use same, will have pay deducted for the applicable portion of the
leave of absence.
4. No Secretarial or Clerical employee shall be required to
leave work because of disability at any specific time prior to the disability
nor be prevented from returning to work solely on the ground that there
has not been a time lapse of specific duration between termination of the
disability and the desired date of return.
5. The Board shall not remove any Secretarial or Clerical
employee from duties unless the employee cannot produce a certificate from
the attending physician that the employee is medically able to continue
6. The Board shall not be obliged to grant or extend a leave of
absence of any non-tenured employee beyond the end of the contract school
year in which the leave is obtained.
C. Any employee who does not elect to take a maternity leave may
continue to perform her duties according to sections (B.3) and (B.4) above.
The period of such absence will be deemed the same as for any other
physical disability and she will be entitled to her annual and accumulated
sick leave with pay during the period of her absence.
D. Any employee adopting a child shall receive similar leave which
shall commence upon her receiving de facto custody of said child or
earlier if necessary to fulfill the requirements for adoption.
E. A leave of absence without pay of up to one (1) year may be
granted for the purpose of caring for a sick member of the employee’s
immediate family. Additional leave may be granted at the discretion of
F. The Board may grant a leave of absence without pay to any
employee to campaign for a candidate for public office other than himself
or to campaign for or serve in public office.
G. Other leaves of absence without pay may be granted by the Board
for good reason.
ARTICLE 13 - TERMINAL LEAVE
Terminal leave compensation shall be provided for retiring
Secretarial or Clerical employees who have served in the district utilizing
the following formula:
Employees shall receive $54.00 for each day beyond twenty (20) of unused
accumulated sick leave.
An employee will be paid $54.00 for the first twenty days of unused
accumulated sick leave if she notifies the Board January 1st of their intention to retire
July 1st or thereafter.
In the event of the death of a secretarial employee prior to
retirement from the Hackensack Public Schools, said terminal leave
payment shall be made to the estate of said employee.
Terminal leave compensation payment shall be made according to
the options selected by the eligible retiring secretarial employee:
The options available are:
1. Lump Sum Payment - Thirty (30) days after employee’s retirement
2. Lump Sum Payment - January of the calendar year following
ARTICLE 14 - INSURANCE
The Board shall pay the full cost of health insurance premiums and
dental insurance premiums for employees and their dependents’ coverage
under the State Health Benefits of New Jersey and the Delta Dental Plan of
ARTICLE 15 - EMPLOYEE PROMOTIONS
A. Notices of all vacancies shall be posted for at least ten (10) days
prior to the final date for the submission of applications. A notice of any
vacancy to be filled shall be posted in each school with a copy to be
sent to the Association. The notice shall include the final date for the
submission of applications to the Business Administrator/Board
Secretary, the date on which applicants will be notified as to their
acceptance or rejection, the actual qualifications and duties for the position, and
the rate of compensation. In situations where responsibilities/duties of the
position may differ from the job description as described in Board Policy, the
actual responsibilities of the position shall be posted along with the job
description. In the event that any revision is made in the provisions of the notice of
promotional vacancy, new notices shall be posted for at least ten (10)
days. During this time additional applications shall be accepted.
B. Notice of vacancies occurring after the close of school in June
and before the opening of school in September shall be sent to the homes
of all employees if not on duty in the job category for which the opening
C. In filling vacancies, consideration shall be given to the applicant’s
area of competency, quality of past performance, attendance record prior
experience in such positions and when all factors are substantially equal,
preference shall be given to employees in the Hackensack Public Schools.
Seniority shall be given strong consideration in the selection of any
candidate for promotion.
D. All applicants will be notified in writing within five (5) days of
selection of successful applicant.
ARTICLE 16 - METHOD OF SALARY PAYMENT
A. Salary checks of employee shall be distributed semi-monthly on
an optional ten or twelve month basis and shall be issued on the fifteenth
and last working day of each month.
B. Upon application by an employee, provisions will be made for
Central Bergen Federal Credit Union Savings and Loan through payroll
ARTICLE 17 - VACATIONS
A. Twelve month Secretarial and Clerical employees shall be entitled
to the following paid vacation time.
1. After one year - 10 days
2. After five years - 15 days
3. After ten years - 20 days
B. Ten month Secretarial and Clerical employees shall be entitled to
the following paid vacation time to be scheduled between September 1 and
June 30. 1. After one year - 8 days
2. After five years - 13 days
3. After ten years - 17 day
ARTICLE 18 - TENURE
Any Secretarial and Clerical employee who is regularly employed on a
full time basis and has been or shall have been so employed for three (3)
consecutive years shall hold his employment under tenure.
ARTICLE 19 - TRAVEL EXPENSE ALLOWANCE
A. All personnel who are required to regularly service two or more
buildings in the same day, shall receive a travel expense allowance
according to the following schedule:
Number of Buildings Monthly Payments
The determination of the number of buildings each employee must
service regularly will be made by the Board Secretary. The maximum
payment to an individual will be twenty-six dollars ($26) monthly except
as otherwise stated in the Agreement.
B. All other travel compensation as authorized by the Superintendent
or Board Secretary shall be at the mileage rate determined by the Internal
ARTICLE 20 - PAST PRACTICES
All terms and conditions of employment applicable on the effective
date of this Agreement, except as otherwise provided for herein shall
ARTICLE 21 - MISCELLANEOUS PROVISIONS
A. Any notice required to be given by the parties pursuant to the
terms of this agreement shall be in writing and addressed as follows:
1. If by the Association, to the Superintendent of Schools.
2. If by the Board, to the Association, in care of its President.
B. Any individual contract between the Board and an employee shall
be subject to and consistent with the terms of this Agreement.
C. If any terms of this Agreement are found to be in violation of any
law, the remaining terms of the Agreement shall remain in force and
ARTICLE 22 - SALARIES
A. Salaries shall be paid in accordance with guides set forth in
Schedule A, appended.
B. The following classifications shall be utilized for positions named.
(See Article 26)
C. Any employee temporarily assigned to a higher grade level position
shall be paid the higher rate after 10 days in that position.
D. The following Grade 2 secretaries shall receive a $600 stipend per year,
Lucille Petrizzo and Marilyn Vallinino. In the event that a classification change takes
place the said employee shall no longer be entitled to the stipend.
F. The salary of the substitute caller’s position shall be included as
part of a sidebar agreement.
ARTICLE 23 - LONGEVITY
Upon completion of ten (10) years of regular employment by the Board
of Education, all Secretarial and Clerical employees shall receive longevity
pay of one percent (1%) of the base annual salary for each five (5) years of
employment. In calculating longevity pay, each group of five (5) years of
employment will be determined in accordance with Policy No. C3050 of
the Hackensack Board of Education, Policies, Regulations, and By-Laws.
ARTICLE 24 - PROFESSIONAL ACHIEVEMENT
A. Professional Certification
Any individual on the Secretarial and Clerical salary guide obtaining
one of the certificates offered by the National Association of Educational
Secretaries in the Professional Standards Program or the New Jersey
Association of Educational Secretaries in the Professional Development
Program will receive additional compensation annually as follows:
PSP CERTIFICATE AMOUNT
Associate Professional $400
Advanced II $650
Advanced III $700
The rates for PDP Certificate are as follows:
PDP CERTIFICATE AMOUNT
Associate Professional $700
Any individual having earned the Basic or other certificates in the
Professional Standards Program through college credits may not transfer
any of those credits to the Professional Development Program.
Those individuals who have earned their basic certificate or other
certificates in the Professional Standards Program by either passing tests
or obtaining course certificates may qualify for a Professional Development
Program certificate by taking the required college credits and receive the
appropriate compensation in the both areas. Such individuals will submit
to the Board Secretary copies of the transcripts also with evidence of
having obtained any of the Certificates no later than October 1 in order to
achieve credit in that school year.
B. Professional Improvement
Secretaries may enroll in various college, in-service, state, county, and
agency sponsored courses to promote his/her professional development. Such
courses may be utilized for salary credit according to the procedures which
1. A secretary taking a course for salary credit must demonstrate how
the course relates to his/her professional development. For salary credit, the
course must be approved in advance by the immediate supervisor and the
district Business Administrator/Board Secretary.
2. Courses are excluded from this provision if the Board has granted
release time to the secretary for attending class during the secretary’s
regular work day, or when the Board has paid the tuition for a college
3. A secretary who is approved for a course shall receive one credit
for each 10 hours of class participation. Partial credit shall be permitted for
regular classes that are fractions of 10 hours (i.e. 5 hours = .5 credits;
3 hours = .33 credits).
4. Upon completion of a course, the secretary shall submit to the
Business Administrator/Board Secretary a transcript or verification of
attendance attesting to his/her attendance.
5. Upon attainment of 9 credits, the secretary shall receive an annual
additional compensation of $500. The $500 represents the entire maximum amount
to be expended per secretary. Adjustment shall be made to the secretary’s
salary commencing with the appropriate pay period after thirty days from
the submission of the statement described in paragraph 4 of this article.
The salary adjustment shall be pro-rated according to the balance of the
6. The current rates shall be paid on new certificates only.
ARTICLE 25 - OVERTIME RATES
All Secretarial and Clerical employees shall be paid overtime in
accordance with the following rate schedule:
weekdays (Monday - Friday) 1 1/2 X base hourly rate after 35 hours
Saturdays 1 1/2 X base hourly rate
Sundays 2 X base hourly rate
*Holidays 2 1/2 X base hourly rate
*as listed in Holiday Schedule
All overtime worked shall be voluntary
ARTICLE 26 - GRADE CLASSIFICATION
Grade One – Nine Positions
POSITION LOCATION # OF POSITIONS
Clerk/Typist H.S. General Office 1
“ M.S. Health/Spec. Services 1
“ H.S. Health Office (10 month) 1
“ M.S. and H.S. Guidance 2
“ M.S. Library Office 1
“ H.S. Attendance Office 1
“ NCLB Office - Administration 1
Computer Operator EDP 1
Grade Two – Sixteen Positions
Secretary H.S. Guidance Office 1
“ Special Services - Administration 2
“ Special Services – H.S. 1
“ Elem., 5/6, M.S. General Office 6
“ Curriculum Dept. (Fed/State) 1
“ M.S. (Foreign Language) 1
“ H.S. Student Activities 1
“ H.S. Athletic Director 1
Accounting Clerk Administration 1
Lead Comp. Operator Administration 1
Substitute Placement District – 15 hours 1
Grade Three – Four Positions
Secretary Administration (Business) 1
Secretary Special Services 1
Secretary Administration (Supt. Office) 1
Payroll Clerk Administration 1
Grade Four – Thirteen Positions
Secretary Administration (Supt.) 1
“ Asst. to Supt. For curriculum &
“ H.S., M.S.,Elementary-Principals 8
Accounting Asst. Administration 1
Payroll Asst. Administration 1
Purchasing Assistant Administration 1
ARTICLE 27 - REPRESENTATION FEE
1. If a member of the bargaining unit represented by the
Association does not become a member of the Association during any
membership year (i.e., from September 1st to the following August 31st),
which is covered in whole or in part by this Agreement, that bargaining unit
member will be required to pay a representation fee to the Association for
that membership year to offset the costs of services rendered by the
Association as majority representative.
2. Prior to the beginning of each membership year, the Association
will notify the Board, in writing, of the amount of the 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 equal to the maximum allowed by law.
3. The Board agrees to deduct from the salary of any member of the
bargaining unit represented by the Association who is not a member of the
Association for the current membership year the full amount of the
representation fee set forth above and promptly to transmit the amount so
deducted to the Association. The Board agrees to deduct the representation
fee in equal installments, as nearly as possible, from the paychecks of those
concerned during the remainder of the membership year in question. The
deductions for a particular person will begin no longer than (30) days after
that person fills a bargaining unit position.
4. Except as otherwise provided in this Article, the mechanics for
the deduction of representation fees and the transmission of such fees to
the Association will, as nearly as possible, be the same as those used for
the deduction and transmission of regular membership dues to the
5. The Association agrees to indemnify and hold the Board harmless
against any liability for damages and legal fees which may arise by reason
of any action taken by the Board applying with the provisions of this
ARTICLE 28 - SUBCONTRACTING
The Board agrees that prior to any formal action to consider
subcontracting, it shall discuss the matter fully with the Association and
its representatives. The Board further agrees that it will not subcontract in
bad faith for the purpose of laying off employees or substituting private
sector employees for the employees covered by this agreement.
ARTICLE 29 - DURATION OF AGREEMENT
This Agreement shall be effective for the period July 1, 2003 to June
30, 2006, for all employees represented by the Association unless an
extension is agreed to in writing by both parties.
In Witness Whereof the parties hereunto set their hands and seals this
________________________day of _________________________________
For the Hackensack Board of Education For the HAES of Hackensack
HACKENSACK Board of Education/Hackensack Association of
Memorandum of Agreement - ARTICLE 22 - SALARIES
*SIDEBAR AGREEMENT 2003-2006
D. The following Grade 2 secretaries shall receive the $600 additional stipend
per year as provided by Article 22, section D: Lucille Petrizzo and Marilyn Vallinino.
This sidebar provision will terminate with the expiration of this contract, June 30, 2006.
F. The job classification of Vera Kozak shall be held under this agreement as
Mrs. Vera Kozak shall remain as the Substitute Placement Clerk - (Previously Grade
2, Step 9 - 10 months - 15 hours classification) at a salary according to the
HAES President Hackensack Board of Education President
Date Business Admin./Board Secretary