Contract Between
Pompton Lakes B/E-Passaic
- and -
Pompton Lakes Admin Supv Assn
* * *
07/01/1999 thru 06/30/2002


CategorySchool District
UnitAdministrators

Contract Text Below
0
AGREEMENT



BETWEEN

POMPTON LAKES BOARD OF EDUCATION
AND

POMPTON LAKES
ADMINISTRATORS/SUPERVISION
ASSOCIATION



JULY 1, 1999 to JUNE 30, 2002














TABLE OF CONTENTS



ARTICLE PAGE

Preamble …………………………………………………… 2
I Recognition…………………………………………………. 3
II Negotiation Procedure……………………………………… 4
III Grievance Procedure………………………………………... 6
IV Rights of the Parties………………………………………… 12
V Work Year………………………………………………….. 15
VI Vacations, School Holidays and School Recess……………. 16
VII Work Schedule……………………………………………… 17
      VIII Leaves of Absence.…………………………………………. 18
      IX Retirement Benefits…………………………………………. 25
      X Evaluation of Administrative/Supervision Personnel……..… 26
      XI Professional Development and Education Improvement…… 29
      XII Insurance Protection………………………………………… 30
      XIII Personal and Academic Freedom…………………………… 34
      XIV Dues Deduction……………………………………………... 35
      XV Representation Fee………………………………………….. 36
      XVI Promotions………………………………………………….. 40
      XVII School Calendar…………………………………………….. 41
      XVIII Miscellaneous Provisions…………………………………… 42
      XIX Duration of Agreement……………………………………… 44
      Salary Guides 1999-00……………………………………… 45
      Salary Guides 2000-01……………………………………… 46
      Salary Guides 2001-02……………………………………… 47
      Agreement and Representation……………………………… 48
















PREAMBLE



The Board of Education of the Borough of Pompton Lakes, County of Passaic,

Pompton Lakes, New Jersey (hereinafter called the “Board”) and the Pompton Lakes

Administrators and Supervision Association (hereinafter called the “Association”) have

negotiated the following agreement pursuant to Chapter 123, Public Laws of 1974 of the

State of New Jersey. The parties hereby affirm that this Agreement was negotiated in good

faith and express their determination to implement it in the same spirit.





























      ARTICLE I

      Recognition

      1. The Board recognizes the Association as the exclusive and sole representative
          for collective negotiations concerning terms and conditions of employment

          and grievances for all Principals, Vice Principals and Directors employed or to

          be employed by the Board, but excluding the Superintendent, Assistant

          Superintendent, Board Secretary, Supervisors, and all non-supervisory

          positions.


      1. Definition of Unit Member

          Unless otherwise indicated the term “unit member(s)” when used hereinafter

          in this Agreement shall refer to those professional employees represented by

          the Association as above defined.




















          ARTICLE II

          Negotiation Procedure


    1. Negotiation of Successor Agreements

          The parties agree to enter into collective negotiations over a successor
            agreement in accordance with the Rules and Regulations of the Public
              Employment Relations Commission.


          B. Negotiating Team Selection and Authority

              Neither party hereto shall have any control over the selection of the
                negotiating representatives of the other party.


                The parties mutually pledge that their representatives shall be clothed
                  with all necessary power and authority to make proposals, consider
                    proposals and make counter-proposals in the course of negotiations.
                      The preceding sentence shall not, however, be construed to mean that
                        the Negotiating Teams have the power or authority to make a final and
                          binding commitment on behalf of their respective parties.
                          C. Modification
                            This Agreement shall not be modified in whole or in part by the parties
                                  except by an instrument in writing duly executed by both parties.

                                1. The Association recognizes the right of the Board to change terms and conditions
                                  of employment not contained in the Agreement. The Board, through its
                                    designated representative(s), agrees to negotiate any changes regarding terms and
                                      conditions of employment not contained in the Agreement.



                                E. This Agreement incorporates the entire understanding of the parties on
                                    all issues which were or could have been the subject of negotiation.

                                    During the term of this Agreement, neither party will be required to
                                negotiate with respect to any such matter whether or not covered by

                                this Agreement and whether or not within the knowledge or contemplation of

                                either or both of the parties at the time they negotiated or signed this Agreement.


                                    1. Nothing contained within the Agreement shall be construed to deny or
                                  restrict any employee of such terms and conditions or employment as

                                  may be guaranteed under New Jersey School Laws and Regulations.











                                      ARTICLE III

                                      Grievance Procedure


                                      A. Definition
                                      1. A “grievance” shall mean a complaint by an employee or the Association that
                                          there has been to the employee or it a violation or inequitable application of

                                          any of the provisions of this Agreement or of any policies or administrative

                                          decisions involving terms and conditions of employment. However, only

                                          alleged violations or inequitable applications of the provisions of this

                                          Agreement may be taken to arbitration. All other grievances terminate at the

                                          Superintendent’s level.

                                        1. An “aggrieved person” is the person, persons or the Association making the
                                      claim.
                                        1. A “party in interest” is the person or persons making the complaint and any

                                      person who would be required to take action or against whom action would

                                      be taken in order to resolve the complaint.
                                        1. The term “days” when used in this Article shall, except where otherwise
                                      indicated, mean working school days; thus weekend or vacation days are

                                      excluded. All grievances must be filed within twenty (20) days of their

                                      occurrence. Occurrence shall mean an event, action or implementation of a

                                      decision or lack thereof.

                                        1. The term “employee” shall mean a member of the bargaining unit covered by this Agreement.

                                  B. General Procedure
                                        1. In the event a grievance is filed so that the sufficient time as stipulated under
                                          all the levels of the procedure cannot be provided before the last day of the

                                          school year, should it be necessary to pursue the grievance to all levels of the

                                          appeals, then said grievance shall be resolved under the terms of this

                                          Agreement and this Article, and not under the succeeding Agreement.

                                        1. At all levels of a grievance commencing at Level II, at least one representative

                                        of the Association shall attend any meetings, hearings, appeals, or other

                                        proceedings required to process the grievance.

                                        1. Nothing herein contained will be construed as limiting the right of any

                                        employee having a grievance to discuss the matter informally with any
                                          appropriate member of the administration, and having the grievance adjusted

                                          without intervention of the Association provided the adjustment is not

                                          inconsistent with the terms of this Agreement.


                                      C. Initiation and Processing

                                      1. Level One – Initiation of Grievance

                                      An employee shall first discuss the grievance with his/her immediate

                                      supervisor either directly or through the Association’s designated

                                      representative with the objective of resolving the matter informally.

                                      2. Level Two – Immediate Supervisor
                                      1. (a) Any employee or the Association may present a grievance in writing within
                                        1. twenty (20) days following the act or condition which is the basis of the
                                        1. complaint to the appropriate supervisor against whom the grievance exists.
                                        1. A hearing on the grievance shall be held by said supervisor within seven (7)
                                          days of receipt of such written communication. Within five (5) days after the

                                          hearing, the supervisor shall render a decision in writing to the aggrieved with

                                          information copies provided to the Superintendent and Association.

                                    1. (c) Within five (5) days of receipt of the decision from the supervisor, the
                                    2. aggrieved may appeal the decision in writing to the Superintendent. All
                                    1. pertinent communications shall be attached to the appeal.
                                        1. Level Three – Superintendent
                                          1. Appeals to the Superintendent shall be heard within fifteen (15) days of

                                          receipt of the appeal.
                                          1. Within ten (10) days of hearing the appeal, the Superintendent shall
                                            communicate to the aggrieved employee and all other parties officially

                                            present at the grievance hearings his/her written decision which shall include

                                            supporting reasons.
                                          1. A copy of the Superintendent’s decision shall be sent to the president of the
                                            Association.
                                        1. Level Four – Arbitration
                                            1. A grievance dispute which is not resolved at the level of the
                                              Superintendent under the grievance procedure herein may be submitted by the

                                              Association as specified herein to an arbitrator for decision if it involves the

                                              application or interpretation of this Agreement.

                                            1. A grievance may not be submitted to an arbitrator unless a decision has been

                                              rendered by the Superintendent of Schools under the grievance procedure,

                                              except in cases where, upon expiration of the time limit for decision, the

                                              aggrieved employee or the Association filed notice with the Superintendent of

                                              intention to submit the grievance to arbitration and no decision was issued by

                                              the Superintendent within fifteen (15) days after receipt of such notice.

                                            1. The proceedings shall be initiated by filing with the Superintendent and the
                                              American Arbitration Association a notice of arbitration. The notice shall be

                                              filed within ten (10) days after receipt of the decision of the Superintendent of
                                              Schools under the Grievance Procedure, or, where no decision has been issued

                                              in the circumstances described above, three (3) days following the expiration

                                              of the fifteen (15) day period provided above. The notice shall include a

                                              statement setting forth precisely the issue to be decided by the arbitrator and

                                              the specific provision of the Agreement involved.

                                            1. The parties will be bound by the Voluntary Labor Arbitration Rules of the
                                              American Arbitration Association regardless of how the arbitrator is selected;

                                              except that neither the Board nor the Association nor any grievant shall be

                                              permitted to assert any ground in arbitration if such ground was not disclosed

                                              to the other parties in interest prior to the decision being appealed to the
                                              arbitrator, or to assert any evidence known but not disclosed prior to the

                                              decision being appealed.

                                            1. The arbitrator shall not have the authority to add to or to subtract from the

                                              Agreement and shall limit the decision strictly to the application and

                                              interpretation of this Agreement and it shall be binding upon all parties

                                              involved.

                                            1. The costs for the services of the arbitrator will be borne equally by the Board
                                              and the Association. Each party shall pay all the expenses of preparing and

                                              submitting its case.

                                          1. General Provisions as to Grievances and Arbitration
                                            1. No reprisals of any kind will be taken by the Board, the Association or by
                                              any of their representatives against any party in interest, any school

                                              representative, any member of the Association or any other participant in the

                                              grievance procedure by reason of such participation or lack of participation.

                                            1. The filing or pendency of any grievance shall in no way operate to impede,

                                            delay or interfere with the right of the Board to take the action complained of.

                                            1. Failure at any step of this procedure except Level I to communicate the

                                            decision in writing 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

                                              preclude any further appeal on the grievance.


                                            The time limits specified in any step of this procedure may be changed in any

                                            specific instance only by mutual agreement, signed by the Superintendent and

                                            president of the Association.

                                            1. All documents, communications and records dealing with the processing of a

                                          grievance will be filed separately from the personnel files of the participants.

                                            1. Forms for processing grievances will be joint prepared by the Superintendent

                                            and the Association. The forms will be printed by the Board and given
                                              appropriate distribution by the parties so as to facilitate operation of the

                                              grievance procedure.

                                            1. In the course of investigation of any grievance, representatives of the
                                              Association will report to the principal of the building being visited and will

                                              state the purpose of the visit immediately upon arrival.













                                      ARTICLE IV

                                      Rights of the Parties

                                            1. The Board agrees, upon written request of the Association, to release to said
                                              Association information available to the Board concerning the financial resources

                                              of the district, tentative budgetary allocations, and such other pertinent, non-

                                              privileged information as will assist the Association to develop accurate and

                                              informed proposals concerning salary, working conditions and all other terms and

                                              conditions of professional employment for all employees in the negotiating unit.

                                              It is further agreed that the Board will have a reasonable time to respond to such

                                              Association requests, and that the Board may, at its option, fulfill such requests

                                              either by written response to the Association or by making pertinent records

                                              available to an Association representative in Board offices. In case the Board

                                              exercises the latter option, the Association representative may not remove any

                                              Board records from the Board offices without the written consent of the Board. It

                                              is further agreed that the Board shall not be required to prepare or to conduct any

                                              analyses, surveys, research or studies in response to Association requests.


                                            1. Whenever any employee is required by the administration to participate during
                                              working hours in negotiations, grievance proceedings, conference or meetings, the

                                              employee shall suffer no loss in pay.
                                            1. The Association shall have the right to use school buildings for professional
                                              meetings during times when buildings are manned by the custodial staff and

                                              provided also that such use does not interfere with or impair the educational

                                              program in any way. Except in emergency, the principal of the building involved

                                              must be notified at least five (5) days in advance of the time and place of such

                                              meeting. If the use of said school building or buildings by the Association results

                                              in any expense to the Board, the Association shall reimburse the Board for such

                                              expense.

                                            1. The Association agrees that during the term of this Agreement neither it nor its
                                              officers will engage in, support, sanction, or approve any strikes, sanctions, work

                                              stoppages, slowdowns, mass resignations or other actions which would interfere

                                              with school operations.

                                            1. The Board agrees to forward to the President of the Association official minutes

                                            of every public meeting.

                                            1. There is reserved exclusively to the Board all responsibilities, powers, rights and

                                            authority expressly or inherently vested in it by the laws and constitutions of New

                                            Jersey and of the United States, and by the Charter of the Borough of Pompton
                                              Lakes, excepting where expressly and in specific terms limited by the provisions

                                              of this Agreement. It is agreed that the Board retains the right to establish and

                                              enforce reasonable rules and personnel policies relating to the duties and
                                              responsibilities of unit members and their working conditions which are not

                                              inconsistent with this Agreement.
                                            1. In addition to the rights otherwise described herein the Board specifically

                                            reserves, but is not limited to the following rights and authorities:
                                              1. The right to supervise the employees of the school district.
                                              1. 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.
                                              1. To relieve employees of duty because of lack of work or for other legitimate

                                              reasons.
                                              1. To maintain efficiency of the school district operations entrusted to them.
                                              1. To determine the methods, means and personnel by which operations are to be
                                              conducted.
                                              1. To take whatever actions may be necessary to carry out the mission of the

                                              school district in situations of emergency.

                                            1. Protection Against Infringement Upon Contract
                                              The Board of Education shall not enter into any negotiated agreement with any

                                              other bargaining unit in the district which shall infringe upon the ability of the

                                              principal to manager her/his school. In order to prevent such infringement, the

                                              Board will submit all contract provisions proposed to other bargaining units to the

                                              Association for evaluation prior to finalizing such agreements. The input received

                                              from the Association will be utilized in determining final language or

                                              negotiability of the subject.
                                            ARTICLE V

                                            Work Year



                                            The work year for unit members shall be either twelve (12) months or ten (10)

                                            months with the Board of Education retaining the right to reduce existing twelve (12)

                                            month positions to ten (10) month positions. Should the Board of Education decide

                                            to reduce a position from twelve (12) months to ten (10) months, the following

                                            procedure must be followed:
                                            1. The salary for the twelve (12) month position must be reduced by one-eleventh (1/11th).
                                            1. The ten (10) month work year shall be from September 1st through June 30th,
                                            rather than the shorter teacher work year.
                                            1. The Board of Education shall provide notice by May 15th in any year if it intends

                                            to reduce the length of work year for a particular position.
                                            1. If in the first year, the new year’s salary is less than the prior year’s salary, the
                                              new employee shall work that summer to earn the difference at his/her new daily

                                              rate.












                                            ARTICLE VI

                                            Vacations, School Holidays and School Recess
                                              1. Vacations
                                                1. All twelve (12) month unit members shall be entitled to one (1) month’s
                                                  vacation per year. Said vacation shall consist of no more than twenty-three

                                                  (23) work days and must be taken when school is not in session. However,

                                                  vacation may not be taken until one (1) week after the last teacher workday in

                                                  June nor during the two (2) weeks prior to the first day when all teachers

                                                  report the following September.

                                                1. Should an administrator be required to forego all or part of his/her scheduled
                                                  vacation time, he/she shall reschedule that vacation with the Superintendent of

                                                  Schools for another time within that same school year or the following

                                                  summer.

                                              1. School Recesses and Holidays

                                                Generally, unit members shall exercise their own discretion to determine the

                                                extent to which it may be necessary to work during school recesses as per present

                                                practice. However, the Superintendent of Schools retains the right to require the

                                                presence of an individual unit member or members during a school recess or

                                                school holiday should the need arise.






                                                ARTICLE VII

                                                Work Schedule

                                              The duties and responsibilities of each unit member necessitate varying work

                                              schedules. As part of the management team of the Pompton Lakes Board of

                                              Education, each unit member shall spend the time necessary to properly fulfill his/her

                                              duties and responsibilities in accordance with present practice.
































                                              ARTICLE VIII

                                              Leaves of Absence

                                              1. Sick Leave
                                                1. Twelve (12) month unit members shall be entitled to twelve (12) sick leave

                                                  days per year and ten (10) month unit members shall be entitled to ten (10)

                                                  sick leave days per year. These days shall accumulate without limit as

                                                  specified in Title 18A.

                                                1. Unit members shall be given a written accounting of accumulated sick leave

                                                not later than September 30th of each school year.

                                                1. A doctor’s certificate may be required for any unit member for an illness
                                                  following the third day, or a time the Superintendent is not satisfied with the

                                                  attendance of a unit member.

                                              1. Maternity Leave
                                                1. The Board of Education may remove any pregnant unit member from her

                                                duties on any one of the following basis:
                                                  1. Performance – Her performance has substantially declined from the time

                                                  immediately prior to her pregnancy.
                                                  1. Physical Incapacity – Her physical condition or capacity is such that her
                                                    health would be impaired if she were to continue working, and which

                                                    physical incapacity shall be deemed to exist only if:
                                                    1. the pregnant unit member fails to produce a certification from her

                                                      physician that she is medically able to continue work, or
                                                    1. the Board of Education’s physician and the unit member’s

                                                      physician agree that she cannot continue working, or
                                                    1. following any difference of medical opinion between the Board’s
                                                        physician and the unit member’s physician, the Board request

                                                        expert consultation in which case the Passaic County Medical

                                                        Society, 39 East 39th Street, Paterson, New Jersey 07514, (973)

                                                        279-1900, shall appoint an impartial third physician who shall

                                                        examine the unit member and whose medical opinion shall be

                                                        conclusive and binding on the issue of medical capacity to

                                                        continue working. The expense of any examination by an

                                                        impartial third physician under this paragraph shall be shared

                                                        equally by the unit member and the Board.

                                                  1. Just Cause – Any other “just cause” as defined in N.J.S.A. Title 18A.

                                                1. The Board shall grant leaves of absence for medical reasons associated with
                                                  pregnancy and birth to pregnant unit members on the same terms and

                                                  conditions governing leaves of absence for other illness or medical

                                                  disabilities, as set forth in N.J.S.A. 18A:30-1, et seq. and the rules,

                                                  regulations, policy statements and collective negotiations agreements entered

                                                  into by the Board, except as otherwise provided herein.
                                                  1. Upon reasonable notice, any tenured or non-tenured unit member seeking
                                                    a leave of absence on the basis of medical reasons associated with

                                                    pregnancy or birth shall apply to the Board for said leave at any time prior

                                                    to birth. At the time of application, which shall be made upon reasonable

                                                    notice to the Board, the unit member shall specify in writing the date on

                                                    which she wishes to commence leave and the date on which she wishes to

                                                    return to work after birth. The Board may require any unit member to

                                                    produce a certificate from a physician in support of the requested leave

                                                    dates provided that if the Board’s physician is in disagreement the conflict

                                                    of medical opinion shall be resolved as set out in paragraph 1.b (iii) of this

                                                    Section. Where medical opinion is supportive of the leave dates

                                                    requested, such requested leave shall be granted by the Board, except that

                                                    the Board may change the requested dates upon finding that the grant of a

                                                    leave for those dates would substantially interfere with the administration

                                                    of the school and provided that such date change by the Board is not

                                                    medically contraindicated. Following the grant of such leave to any unit

                                                    member, the commencement or termination dates thereof may be further

                                                    extended or reduced for medical reasons upon application by the unit

                                                    member to the Board. Such extension or reduction shall be granted by the

                                                    Board for an additional reasonable period of time except that the Board

                                                    may alter the requested dates upon finding that such extension or

                                                    reduction would substantially interfere with the administration of the

                                                    school, and provided that such date change by the Board is not medically

                                                    contraindicated. The Board may require any unit member to produce a

                                                    certificate from the physician in support of the extension or reduction of

                                                    requested leave dates provided that if the Board’s physician is in

                                                    disagreement, the conflict of medical opinion shall be resolved as set out
                                                in paragraph 1.b (iii).

                                                  1. The Board need not grant or extend the leave of absence of any non-
                                                    tenured unit member beyond the end of the contract school year in which

                                                    the leave is obtained. A unit member returning from pregnancy leave of

                                                    absence shall be entitled to all benefits to which unit members returning

                                                    from other types of sick or disability leave would be entitled.

                                                  1. No tenured or non-tenured unit members shall be barred from returning to
                                                    work after the birth of her child solely on the ground that there has not

                                                    been a stated or prescribed lapse of time between that birth and her desired

                                                    date of return except as is provided in this policy. Nothing contained in

                                                    this paragraph shall be construed to preclude the Board from requiring any

                                                    unit member after birth of her child to produce a certificate from her

                                                    physician showing that she is physically capable of resuming her duties,

                                                    provided that if the Board’s physician is in disagreement, that conflict of

                                                    medical opinion shall be resolved in the same manner as is set out in

                                                    Paragraph 1.5 (iii).

                                              1. Military Leave

                                                Any unit member who is drafted into the defense forces of the United States shall

                                                receive leave without pay. State and Federal laws shall be applied concerning

                                                reinstatement and accrued benefits of a unit member in his position. This Article

                                                applies also to reservists called to active duty.
                                                1. Leaves – Emergencies of Personal Nature
                                                  1. An allowance of up to four (4) days leave without loss of pay to be granted
                                                    with prior approval by the Superintendent of Schools for reasons such as the

                                                    following:
                                                    1. Recognition of a religious holiday;
                                                    1. Court subpoena;
                                                    1. Marriage of employee or marriage in the immediate family;
                                                    1. Personal business which cannot be handled outside of school hours;
                                                    1. Any emergency or urgent reason not included in (A.) to (D.) above shall
                                                    be granted with subsequent retroactive approval by the Superintendent of

                                                      Schools.
                                                  1. Personal days may be granted before or after a vacation only if the request

                                                  states specifically the reason for the request.
                                                  1. Whether or not permission is granted will be determined by the

                                                  Superintendent of Schools.
                                                1. Illness in the Family

                                                  Leave for illness in the immediate family will be granted for three (3) days

                                                  without loss of pay. The immediate family is defined as husband, wife, father,

                                                  father-in-law, mother-in-law, brother, mother, sister, children, or any member of

                                                  the immediate household.


                                                  Special circumstances will be dealt with by the Superintendent.
                                                1. Sabbatical Leaves
                                                  1. A sabbatical leave may be granted to a unit member by the Board upon
                                                    recommendation of the Superintendent for study or for reasons deemed to be

                                                    of value to the school system by the Superintendent.
                                                  1. Sabbatical leaves shall be granted for one (l) year, subject to the following

                                                  conditions:
                                                    1. Sabbatical leaves may be granted to one (l) unit member at any one time.
                                                    1. Requests for sabbatical leave must be received by the Superintendent in
                                                      writing no later than January 1st, and action must be taken on all such

                                                      requests no later than March 1st of the school year preceding the school

                                                      year for which the sabbatical leave is requested.
                                                    1. Unit members must have completed at least seven (7) full continuous
                                                      years of service in the Pompton Lakes School district to be eligible for

                                                      sabbatical leave.
                                                    1. A unit member on sabbatical leave shall be paid by the Board at one-half

                                                      (1/2) his/her regular salary.
                                                    1. Applications for sabbatical leave must set forth the program of studies and
                                                      and related data justifying the sabbatical as an educational investment by

                                                      the Board.
                                                    1. Upon return from sabbatical leave, a unit member shall be placed on the
                                                      salary schedule at the level which he/she would have achieved had he/she

                                                      remained actively employed in the system during the period of absence.
                                                    1. Every individual who is granted sabbatical leave must sign and fulfill a
                                                      contract to return to service as an employee of the Board for at least twice

                                                      the duration of the sabbatical leave, or reimburse the Board for the amount

                                                      of salary granted during the leave. Any unit member going on sabbatical

                                                      leave must accept the reimbursement obligation in writing prior to action

                                                      on the leave by the Superintendent. Any payments made to unit members

                                                      on sabbatical leave shall be contingent upon adherence to the plan

                                                      approved as a basis for sabbatical leave, and the Board shall be fully

                                                      reimbursed for any payments made to a unit member on sabbatical leave

                                                      not adhering to the approved plan.

                                                1. Personal Leave

                                                  Upon receipt of a notification to serve on a jury, a staff member shall provide

                                                  immediate notice of said receipt to the Superintendent of Schools. The

                                                  Superintendent shall provide a letter to the court requesting that the employee’s

                                                  jury service occur during a school vacation or summer vacation period rather than

                                                  during the school year. If said request is denied and the employee is required to

                                                  serve during the school year, the employee’s service shall be with full pay and

                                                  with no loss of benefits.











                                                  ARTICLE IX

                                                  Retirement Benefits

                                                Employees or his/her estate shall be entitled to reimbursement for all unused sick

                                                days (for the purpose of this article only, beginning July 1, 1985, all unused personal

                                                days and unused family illness days will be accumulated as sick days) based on the

                                                requirements listed below at the following rates:
                                                    July 1, 1999 to June 30, 2000 $46.00/day with a maximum of $12,000 per person based on the requirements

                                                July 1, 2000 to June 30, 2001 $48.00/day with a maximum of $13,000
                                                per person based on the requirements

                                                July 1, 2001 to June 30, 2002 $50.00/day with a maximum of $15,000
                                                per person based on the requirements


                                                    1. Ten (10) years of service in the district
                                                    1. Accumulated at least fifty-seven (57) percent of the grand total of the following:
                                                      1. accumulated sick days from either the date of hire or July 1, 1981,

                                                      whichever the employee chose by November 30, 1981.
                                                      1. Possible personal days commencing July 1, 1981.
                                                      1. Possible illness in the family days commencing July 1, 1981.


                                                At the option of the retired administrators, the reimbursement payment for
                                                  unused sick days may be deferred until the next calendar year.


                                                    ARTICLE X

                                                    Evaluation of Administrative and Supervision Personnel
                                                  1. Overview
                                                    1. The form of evaluation used in the Pompton Lakes Public School System is
                                                      based on the assumption that there are broad areas of responsibility which

                                                      apply to all administrators and directors, e.g., organizational and

                                                      management skill, public relations competence, professional and technical

                                                      knowledge, effectiveness in decision making, etc. Each evaluatee, in

                                                      consultation with his/her evaluator(s), determines his/her specific performance

                                                      targets which become the goals toward which he/she strives during the

                                                      evaluation period. The evaluator judges the evaluatee’s effectiveness in terms

                                                      of how well the performance targets were achieved. Assessment may also be

                                                      made of overall performance, but evaluation is focused primarily on the

                                                      performance goals or targets.

                                                    1. Self-evaluation is encouraged; an evaluation conference is an important part
                                                      of the process. The evaluator regards his/her job as more of a “coach” than an

                                                      “umpire”.

                                                    1. In addition to the evaluation of specific job targets, each administrator shall

                                                    submit an additional self-appraisal form which covers three basic areas:
                                                      1. Highlights of job performance.
                                                      1. Factors inhibiting the attainment of objectives.

                                                      1. Listings of duty and responsibilities to which more concerted attention is
                                                      necessary.
                                                      1. All administrators, principals, vice principals and directors are evaluated

                                                      by the superintendent.

                                                  1. Procedures
                                                    1. All unit members are to be evaluated annually.
                                                    1. The principal will evaluate his/her vice-principal.
                                                    1. All principals will assist in the evaluation of directors with whom they work
                                                    closely, upon request of the Superintendent of Schools.
                                                    1. On the evaluation form, the evaluatee identifies specific job targets

                                                      (performance objectives). He/she submits them to his/her evaluator for

                                                      reactions on or before September 30. The evaluator will review these job

                                                      targets within the two (2) weeks of receipt of same. If both agree on the

                                                      target, efforts are made to achieve the targets during the year, and the results

                                                      of these efforts become one of the bases for the final evaluation. By March 30,

                                                      the evaluatee completes the self-appraisal and job target forms which he/she

                                                      sends to the evaluator. The evaluator then schedules an appraisal conference

                                                      with the evaluatee at which time the self-appraisal form and the job target

                                                      form are discussed.

                                                    1. In addition to the evaluator-evaluatee appraisal conference described above,
                                                      the evaluatee signs the evaluation form to indicate completion of the process,

                                                      not necessarily consensus. He/she also receives a copy of the evaluation prior

                                                      to its submission to the Board of Education.
                                                    1. The evaluatee may dissent in whole or in part with the evaluator’s appraisal
                                                      judgment and may request a follow-up conference with the evaluator. The

                                                      evaluatee may attach a statement of dissent to the written evaluation, which is

                                                      submitted to the Board.



































                                              ARTICLE XI

                                              Professional Development and Educational Improvement
                                                  1. The parties recognize that they share the responsibility for the upgrading and
                                                    updating of unit member performance and attitudes. To help in carrying this out,

                                                    the Board agrees to pay the cost of registration and other reasonable expenses

                                                    (including fees, meals, lodging and/or transportation) incurred in connection with

                                                    courses, workshops, seminars, conferences, in-service training sessions or any

                                                    other such session, which a unit member requests or is, required to attend, in

                                                    writing by the Superintendent with Board approval.

                                                    The parties agree to cooperate in arranging in-service courses, workshops,

                                                    conferences, and programs designed to improve the quality of instruction.

                                                  1. Non-tenure employees will be reimbursed in full for the cost per credit and

                                                  required fees, based on current State College costs for a maximum of six (6)

                                                  credits per year.

                                                  1. Tenure employees will be fully reimbursed for the costs per credit and required
                                                    fees, based on current State College costs for a maximum of twelve (12) credits

                                                    per year.
                                                  1. The Board of Education will pay dues for professional organizations most
                                                    appropriate to the unit member’s responsibility. The number and type of

                                                    memberships must be approved by the Board and the Superintendent of Schools

                                                    and the Board may limit such memberships due to budgetary considerations.

                                                  ARTICLE XII

                                                  Insurance Protection

                                                  1. The Board shall pay the full premium for each employee under the New Jersey
                                                    State Health Benefits Program including family plan coverage for those eligible

                                                    under aforesaid program. Such health care insurance protection shall include

                                                    Blue Cross/Blue Shield, Extended Coverage and Major Medical under said

                                                    program.

                                                  1. The Board shall pay the full premium for all employees for a Drug Prescription
                                                    Program. The program shall cover employees and dependents with a five ($5.00)

                                                    dollar co-pay for each name brand purchase and a two ($2.00) dollar co-pay for

                                                    each generic purchase.

                                                  1. The Board shall pay the full premium for all employees for a Dental Program.
                                                    The program shall cover employee and dependents. The deductible shall be fifty

                                                    ($50) dollars per family member with an aggregate deductible of one hundred

                                                    fifty ($150) dollars per family, for school year 1991-92 and one hundred ($100)

                                                    dollars per family member, with an aggregate deductible of three hundred ($300)

                                                    dollars per family for the school year 1992/93.

                                                    The dental program shall provide the following benefits:
                                                    Plan Payment Co-Payment
                                                    Preventive & Diagnostic 100% 0%
                                                    Remaining Basic Benefits 85% 15%
                                                    Crowns, Inlays & Gold Restorations 85% 15%
                                                    Prosthodontic Benefits 50% 50%

                                                    The maximum amount payable by the Plan for the above dental services provided

                                                    an eligible patient in any calendar year is one thousand ($1,000) dollars.

                                                    The one hundred ($100) dollars per patient per calendar year and the three

                                                    hundred ($300) dollars family maximum aggregate deductible per calendar year

                                                    are not applicable to Preventive and Diagnostic Benefits.

                                                  1. After consultation with the Association, the Board maintains the right to change
                                                    insurance plans provided the coverage is equal to or better than that currently

                                                    provided.

                                                  1. At least ten (10) months prior to retirement from the system, members of the
                                                    administrative or supervisory staff eligible for full retirement benefits under the

                                                    New Jersey Pension System may submit a proposal to the Superintendent of

                                                    Schools for a special project. Projects may be of an administrative, curricular, or

                                                    research nature and related to the goals of the system. Projects must be approved

                                                    by the Superintendent and the Board of Education before any project begins.

                                                    Projects meeting the standards approved by the Superintendent and the Board will

                                                    be financially supported through the payment of medical insurance premiums or

                                                    other forms of security insurance to be negotiated by the retired member and the

                                                    Board. Payments for said insurance coverage will be limited to $10,000 over the

                                                    total years of coverage provided.



                                                    Retired staff have the option of leaving and re-entering the New Jersey State

                                                    Health Benefits Program under the provision of this paragraph (E) up to age 65.

                                                    Beyond age 65, staff members will be billed for the full amount of medical

                                                    premiums at the existing group rates.
                                                  1. The Board of Education shall provide an annual physical examination at no cost
                                                    to the members. The fee for the examination shall not exceed the normal fee of

                                                    the school physician.

                                                  1. Waiver from Participation

                                                    Employees who are eligible for, but who do not participate in, the health

                                                    insurance plan or dental and prescription, shall be provided with a cash payment

                                                    as follows:
                                                    1. Employees who voluntarily elect to waive coverage shall be entitled to receive
                                                      36% of the premium cost of the waived insurance. This payment shall be

                                                      proportionate to actual waiver time.
                                                    1. Payment of the monies in “1” above shall be made by separate check on the

                                                    last workday of the school year.
                                                    1. Employees must waive such insurance for a full year (July 1 through June 30
                                                      for dental and prescription) to be eligible for payment. Notification of waiver

                                                      must be made by January 1, in order to waive for the applicable upcoming

                                                      year.
                                                    1. It is the intent of both the Association and the Board that all employees
                                                      covered by the Agreement should, either through this coverage or alternative

                                                      available coverage, have comprehensive insurance protection.


                                                    1. An employee who waives coverage may re-enroll for the next year during the

                                                    open enrollment period.

                                                  1. Use of Automobile
                                                    1. All members of the Association who may be required to use their own
                                                      automobiles in the performance of their duties shall be reimbursed at the IRS

                                                      rate. The member’s auto insurance will provide the primary insurance

                                                      coverage to a member who uses his/her automobile in performance of his/her

                                                      duties. The Board of Education’s liability insurance will provide secondary

                                                      coverage up to the limits of the Board’s policy, if the claim exceeds the

                                                      member’s insurance coverage.

                                                    1. The Board of Education’s liability insurance will cover an additional

                                                    protection needed, if the claim exceeded the driver’s insurance coverage.













                                                  ARTICLE XIII

                                                  Personal and Academic Freedom




                                                      Unit members will be entitled to full rights of citizenship and no religious or

                                                      political activities of any unit member will be grounds for discipline or
                                                        discrimination with respect to the professional employment of such unit member,
                                                          provided that said activities do not violate any local, state or federal law, or affect
                                                            the unit member’s responsibilities as an employee of the Pompton Lakes Board of
                                                              Education.



























                                                          ARTICLE XIV

                                                          Dues Deduction



                                                              The Board agrees to deduct from the salaries of its employees in a negotiating unit

                                                              dues for the Pompton Lakes Administrators and Supervision Association as each

                                                              employee may individually and voluntarily authorize the Board to deduct and

                                                              transmit the monies so deducted to the Association.
































                                                              ARTICLE XV

                                                              Representation Fee

                                                              1. Purpose of Fee

                                                                If an employee does not become a member of the Association during any

                                                                membership year (i.e., from September 1 to the following August 31) which is

                                                                covered in whole or in part by this Agreement, said employee will be required to

                                                                pay a representation fee to the Association for that membership year. The

                                                                purpose of this fee will be to offset the employee’s per capita cost of services

                                                                rendered by the Association as majority representative.
                                                              1. Amount of Fee
                                                                1. Notification:

                                                                  Prior to the beginning of each membership year, the Association will notify

                                                                  the Board in writing of the regular membership dues, initiation fees and

                                                                  assessments charged by the Association to its own members for that

                                                                  membership year. The representation fee to be paid by nonmembers will be

                                                                  determined by the Association in accordance with the law.
                                                                1. Legal Maximum:

                                                                  In order to adequately offset the per capita cost of services rendered by the

                                                                  Association as majority representative, the representation fee should be equal

                                                                  in amount to the regular membership dues, initiation fees and assessments

                                                                  charged by the Association to its own members, and the representation fee

                                                                  may be set up to 85% of that amount as the maximum presently allowed by

                                                                  law.
                                                              1. Deduction and Transmission of Fee
                                                                1. Notification:

                                                                  Once during each membership year covered in whole or in part by this

                                                                  Agreement, the Association will submit to the Board a list of those employees

                                                                  who have not become members of the Association for the then current

                                                                  membership year. The Board will deduct from the salaries of such employees,

                                                                  in accordance with paragraph 2 above, the full amount of the representation

                                                                  fee and promptly will transmit the amount so deducted to the Association.

                                                                1. Payroll Deduction Schedule:

                                                                  The Board will deduct the representation fee in equal installments, as nearly

                                                                  as possible, from the paychecks paid to each employee on the aforesaid list

                                                                  during the remainder of the membership year in question. The deductions will

                                                                  begin with the first paycheck paid:
                                                                  1. Ten (10) days after receipt of the aforesaid list by the Board; or
                                                                  1. Thirty (30) days after the employee begins his/her employment in a

                                                                    bargaining unit position unless the employee previously served in a

                                                                    bargaining unit position and continued in the employ of the Board in a

                                                                    non-bargaining unit position or was on layoff, in which event the

                                                                    deductions will begin with the first paycheck paid ten (10) days after the

                                                                    resumption of the employee’s employment in a bargaining unit position,

                                                                    whichever is later.



                                                                1. Mechanics

                                                              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 Association.

                                                                1. Changes

                                                                  The Association will notify the Board in writing of any changes in the list

                                                                  provided for in paragraph 1 above and/or the amount of the representation fee,

                                                                  due to the annual dues increase, and such changes will be reflected in any

                                                                  deduction made more than ten (10) days after the Board received said notice.

                                                                1. New Employees

                                                                  On or about the last day of each month, beginning with the month this

                                                                  Agreement becomes effective, the Board will submit to the Association, a list

                                                                  of all employees who began their employment in a bargaining unit position

                                                                  during the preceding 30-day period. The list will include names, job titles,

                                                                  and dates of employment for all such employees.

                                                              1. Demand and Return System

                                                                Prior to the implementation of this Article, the Association shall provide to the

                                                                Board a copy of its Demand and Return System. A similar copy shall also be

                                                                provided to all new employees who do not become members of the Association.



                                                              1. Save Harmless Provision

                                                                The Association agrees to save the Board of Education harmless from any and all

                                                                claims raised against it by employees who have money deducted from their

                                                                paychecks pursuant to the requirements of this Article.






































                                                              ARTICLE XVI

                                                              Promotions

                                                              1. All vacancies in promotional positions shall be filled pursuant to the following
                                                                procedure:
                                                                  1. Such vacancies shall be adequately publicized, including a notice in every
                                                                    school (by posting, through the Superintendent’s bulletin or otherwise) as far

                                                                    in advance of the date of filling such vacancy as possible, but in no event less

                                                                    than ten (10) days. Nothing herein is to be construed to mean that the

                                                                    Superintendent shall not be free to publicize and otherwise seek qualified

                                                                    personnel from outside of the school system to fill such vacancies.
                                                                    1. Said notice of vacancy shall clearly set forth the qualifications for the
                                                                      position.
                                                                      1. Applicants for such vacancies shall file their applications in writing with the

                                                                      Office of the Superintendent within the time limit specified in the notice.
                                                                    1. Promotional positions are defined as follows:

                                                                      Positions paying a salary differential and/or positions on the administrator-

                                                                      supervisory level, including, but not limited to, positions such as superintendent,

                                                                      assistant superintendent, principal, vice principal, director.
                                                                    1. Vacancies which arise during July and August shall be posted in the Board Office
                                                                      and notice thereof mailed to the President of the Association.
                                                                      1. Promoted unit members shall negotiate their new salary individually with the
                                                                        Board of Education. In no event shall the individual promoted receive less than

                                                                        he/she would have received had the promotion not been attained.
                                                                    ARTICLE XVII

                                                                    School Calendar



                                                                        The Board shall consult with the Association in establishing the calendar for each

                                                                        school year during the term of this Agreement.



































                                                                          ARTICLE XVIII

                                                                          Miscellaneous Provisions
                                                                        1. Despite references herein to the Board, the Superintendent and the Association, as
                                                                          such, each reserves the right to act hereunder by committee, or designated

                                                                          representatives except where this Agreement specifically limits this right.

                                                                        1. This Agreement constitutes Board policy for the term of said Agreement, and the
                                                                          Board shall carry out the commitments contained herein and give them full force

                                                                          and effect as Board policy.

                                                                        1. If any provision of this Agreement or any application of this Agreement to any
                                                                          employee or group of employees is held to be contrary to law, then such provision

                                                                          or application shall not be deemed valid and subsisting, except to the extent

                                                                          permitted by law, but all other provisions or applications shall continue in full

                                                                          force and effect.

                                                                        1. Any provisions in individual contracts for the period of this Agreement which are
                                                                          inconsistent or in conflict with the terms of this Agreement shall be controlled by

                                                                          the terms of this Agreement.

                                                                        1. The Board agrees to provide the children and/or dependents of PLASA members

                                                                        with attendance provisions in the Pompton Lakes Schools as follows:

                                                                          Children and/or dependents may attend the Pompton Lakes Schools, tuition
                                                                            free, provided that the Board shall not be required by its policies, or otherwise
                                                                              be required, to hire additional personnel to accommodate these students.

                                                                            1. Copies of this Agreement shall be printed at the expense of the Board after
                                                                              consultation with the Association on format and present to all employees in the

                                                                              negotiating unit.




































                                                                              ARTICLE XIX

                                                                              DURATION OF AGREEMENT



                                                                              This agreement will be effective as of July 1, 1999, and shall continue in effect until June 30, 2002.
                                                                              POMPTON LAKES PUBLIC SCHOOLS

                                                                              ADMINISTRATORS/SUPERVISION
                                                                              SALARY GUIDES

                                                                              1999-2000

                                                                              POSITION
                                                                              3% RAISE
                                                                              DOLLAR
                                                                              INCREASE
                                                                              HIGH SCHOOL PRINCIPAL
                                                                              112,308
                                                                              3,271
                                                                              MIDDLE SCHOOL PRINCIPAL
                                                                              90,904
                                                                              2,648
                                                                              ELEMENTARY SCHOOL PRINCIPAL
                                                                              106,260
                                                                              3,095
                                                                              ELEMENTARY SCHOOL PRINCIPAL
                                                                              105,294
                                                                              3,067
                                                                              DIRECTOR OF SPECIAL SERVICES
                                                                              102,340
                                                                              2,981
                                                                              HIGH SCHOOL VICE PRINCIPAL
                                                                              73,238
                                                                              2,133
                                                                              DIRECTOR OF GUIDANCE
                                                                              83,655
                                                                              2,437
                                                                              DIRECTOR OF HEALTH & PHYSICAL EDUCATION
                                                                              86,852
                                                                              2,530










                                                                        POMPTON LAKES PUBLIC SCHOOLS

                                                                        ADMINISTRATORS/SUPERVISION
                                                                        SALARY GUIDE

                                                                        2000-2001


                                                                        STEP
                                                                        HIGH
                                                                        SCHOOL
                                                                        PRINCIPAL
                                                                        MIDDLE
                                                                        SCHOOL
                                                                        PRINCIPAL
                                                                        ELEM.
                                                                        PRINCIPAL
                                                                        DIR. OF
                                                                        SPECIAL
                                                                        SERVICES
                                                                        DIR. OF
                                                                        GUIDANCE &
                                                                        VICE PRIN.
                                                                        DIR. OF
                                                                        HEALTH
                                                                        &
                                                                        PHYS. ED.
                                                                        1
                                                                        90,141
                                                                        85,634
                                                                        81,127
                                                                        79,143
                                                                        76,168
                                                                        71,212
                                                                        2
                                                                        92,485
                                                                        87,861
                                                                        83,275
                                                                        81,198
                                                                        78,149
                                                                        73,063
                                                                        3
                                                                        94,830
                                                                        90,087
                                                                        85,019
                                                                        83,253
                                                                        80,130
                                                                        74,915
                                                                        4
                                                                        97,175
                                                                        92,314
                                                                        87,167
                                                                        85,308
                                                                        82,112
                                                                        76,766
                                                                        5
                                                                        99,520
                                                                        94,540
                                                                        89,315
                                                                        87,363
                                                                        85,019
                                                                        78,619
                                                                        6
                                                                        101,865
                                                                        96,767
                                                                        91,462
                                                                        89,417
                                                                        87,001
                                                                        80,470
                                                                        7
                                                                        104,210
                                                                        98,993
                                                                        93,610
                                                                        91,473
                                                                        88,982
                                                                        82,322
                                                                        8
                                                                        106,554
                                                                        101,220
                                                                        95,758
                                                                        93,528
                                                                        90,963
                                                                        84,174
                                                                        9
                                                                        108,898
                                                                        103,446
                                                                        97,906
                                                                        95,583
                                                                        92,945
                                                                        86,025
                                                                        10
                                                                        111,239
                                                                        105,677
                                                                        100,464
                                                                        97,645
                                                                        93,997
                                                                        87,878

                                                                        LONGEVITY PROVISIONS
                                                                        Five percent (5%) total 5 years in present administrative position or 30 years Pompton Lakes experience.
                                                                        Eight percent (8%) total 20 years educational experience and 10 years in present administrative position.
                                                                        Nine percent (9%) total 20 years educational experience and 12 years in Pompton Lakes administrative experience.
                                                                        Ten percent (10%) total 25 years Pompton Lakes administration.

                                                                        ADVANCE DEGREE LEVEL
                                                                        Doctoral Degree 6%. Credit for advanced degree terminates when superseded by higher longevity percent.

                                                                        LONGEVITY
                                                                        Note: Administrators under this agreement hired after June 30, 2000 will not be eligible for longevity.

                                                                        RATIOS
                                                                        The High School Principal is equivalent to 1.00.
                                                                        The Middle School Principal is equivalent to .95.
                                                                        The Elementary Principal is equivalent to .90.
                                                                        The Director of Special Services is equivalent to .88.
                                                                        The Director of Guidance and the High School Vice Principal is equivalent to .85.
                                                                        The Director of Health & Physical Education is equivalent to .79.


                                                                        POMPTON LAKES PUBLIC SCHOOLS

                                                                        ADMINISTRATORS/SUPERVISION
                                                                        SALARY GUIDE

                                                                        2001-2002


                                                                        STEP
                                                                        HIGH
                                                                        SCHOOL
                                                                        PRINCIPAL
                                                                        MIDDLE
                                                                        SCHOOL
                                                                        PRINCIPAL
                                                                        ELEM.
                                                                        PRINCIPAL
                                                                        DIR. OF
                                                                        SPECIAL
                                                                        SERVICES
                                                                        DIR. OF
                                                                        GUIDANCE &
                                                                        VICE PRIN.
                                                                        DIR. OF
                                                                        HEALTH
                                                                        &
                                                                        PHYS. ED.
                                                                        1
                                                                        93,747
                                                                        89,059
                                                                        84,372
                                                                        82,309
                                                                        79,214
                                                                        74,061
                                                                        2
                                                                        96,185
                                                                        91,375
                                                                        86,606
                                                                        84,446
                                                                        81,275
                                                                        75,986
                                                                        3
                                                                        98,623
                                                                        93,690
                                                                        88,420
                                                                        86,583
                                                                        83,335
                                                                        77,912
                                                                        4
                                                                        101,062
                                                                        96,006
                                                                        90,653
                                                                        88,721
                                                                        85,396
                                                                        79,837
                                                                        5
                                                                        103,501
                                                                        98,321
                                                                        92,887
                                                                        90,857
                                                                        88,420
                                                                        81,763
                                                                        6
                                                                        105,939
                                                                        100,638
                                                                        95,121
                                                                        92,994
                                                                        90,481
                                                                        83,688
                                                                        7
                                                                        108,378
                                                                        102,953
                                                                        97,354
                                                                        95,132
                                                                        92,542
                                                                        85,615
                                                                        8
                                                                        110,817
                                                                        105,269
                                                                        99,588
                                                                        97,269
                                                                        94,602
                                                                        87,541
                                                                        9
                                                                        113,254
                                                                        107,584
                                                                        101,822
                                                                        99,407
                                                                        96,663
                                                                        89,466
                                                                        10
                                                                        115,688
                                                                        109,904
                                                                        104,482
                                                                        101,551
                                                                        97,757
                                                                        91,393

                                                                        LONGEVITY PROVISIONS
                                                                        Five percent (5%) total 5 years in present administrative position or 30 years Pompton Lakes experience.
                                                                        Eight percent (8%) total 20 years educational experience and 10 years in present administrative position.
                                                                        Nine percent (9%) total 20 years educational experience and 12 years in Pompton Lakes administrative experience.
                                                                        Ten percent (10%) total 25 years Pompton Lakes administration.

                                                                        ADVANCE DEGREE LEVEL
                                                                        Doctoral Degree 6%. Credit for advanced degree terminates when superseded by higher longevity percent.

                                                                        LONGEVITY
                                                                        Note: Administrators under this agreement hired after June 30, 2000 will not be eligible for longevity.

                                                                        RATIOS
                                                                        The High School Principal is equivalent to 1.00.
                                                                        The Middle School Principal is equivalent to .95.
                                                                        The Elementary Principal is equivalent to .90.
                                                                        The Director of Special Services is equivalent to .88.
                                                                        The Director of Guidance and the High School Vice Principal is equivalent to .85.
                                                                        The Director of Health & Physical Education is equivalent to .79.


                                                                        AGREEMENT BETWEEN
                                                                        THE POMPTON LAKES BOARD OF EDUCATION AND
                                                                        POMPTON LAKES ADMINISTRATORS/SUPERVISION ASSOCIATION

                                                                              1. Salary guides have been mutually developed to replace old salary provisions.
                                                                              1. It is understood that in order to qualify for longevity, an individual must qualify for #1 before receiving #2, must qualify for #1 and #2 before receiving #3, must qualify for #1, #2 and #3 before receiving #4.
                                                                              1. It is agreed that administrators/directors hired after June 30, 2000 will not be eligible for longevity.
                                                                              1. The Board represents that the making and execution of this agreement between the Pompton Lakes Board of Education and the Pompton Lakes Administrators/Supervision Association dated July 1, 1999 to June 30, 2002 has been authorized at a regular meeting of the Board held on August 1, 2000.
                                                                              1. IN WITNESS WHEREOF, the parties hereto have caused this Agreement to be signed by the respective presidents and attested by their respective secretaries.


                                                                              ญญญ______________________________________________ _____________________________
                                                                              Pompton Lakes Board of Education President Date



                                                                              ______________________________________________ _____________________________
                                                                              Pompton Lakes Administrators/Supervision Assn. Date
                                                                              President


                                                                              ______________________________________________ ____________________________
                                                                              Pompton Lakes Board of Education Board Secretary Date



                                                                              ______________________________________________ ____________________________
                                                                              Pompton Lakes Administrators/Supervision Assn. Date
                                                                              Secretary


                                                                            C Drive/AGREEMENT Administrators Supervision




































                                                                        Pompton Lakes BE and Pompton Lakes Admin Supv Assn 1999.pdf