Contract Between
Hasbrouck Hgts B/E-Bergen
- and -
Hasbrouck Hgts Admin Assn
* * *
07/01/2003 thru 06/30/2006


CategorySchool District
UnitAdministrators

Contract Text Below
AGREEMENT
BETWEEN THE
HASBROUCK HEIGHTS
ADMINISTRATORS ASSOCIATION
and the

BOARD OF EDUCATION OF HASBROUCK HEIGHTS
BERGEN COUNTY
July 1, 2003 to June 30, 2006




















TABLE OF CONTENTS

Preamble 3

Article One - Recognition 3

Article Two - Grievance Procedure 3-4

Article Three - Association Rights and Privileges 5

Article Four - Individual Members Rights 5

Article Five - Retirement Stipend 6

Article Six - Salaries 6

Article Seven - Insurance Protection 7

Article Eight - Temporary Leaves of Absence 7- 8

Article Nine - Extended Leaves of Absence 8-9

Article Ten - Personal and Academic Freedom 9

Article Eleven - Miscellaneous Provisions 9-10

Section A - Apply to Principals, Directors & Instr. Supervisors 9

Section B - Apply to Principals, Director of Special Services &
Director of Curriculum & Scheduling 6-12 9- 10

Section C - Apply to Directors & Instructional Supervisors 10

Article Twelve - Instructional Supervisors 11

Schedule A - Administrative Salary Agreement 12

Schedule B – Salary Guide – 2004-05 13

Schedule B – Salary Guide – 2005-06 14

Schedule C - Pay Schedule – 2004-05 15

Schedule D – Pay Schedule – 2005-06 16

Article Twelve - Mutuality of Obligation 17


PREAMBLE

In order to effectuate the provisions of Section 19 of Article I of the Constitution of the State of New Jersey and Chapter 123 P.L. of 1974, this agreement is made and entered into on this first day of July, 2003 by and between the Hasbrouck Heights Board of Education (hereinafter referred to as the “Board”) and the Hasbrouck Heights Administrators and Supervisors Association (hereinafter referred to as the “Association”).
ARTICLE ONE
RECOGNITION

The Board hereby recognizes the Hasbrouck Heights Administrators Association as the exclusive negotiating representatives, as defined under the laws of the State of New Jersey as written in Title 1 BA of the revised statutes annotated of P.L. of 1968, for the positions herein listed:
Principal of Lincoln School
Principal of Euclid School
Principal of the High School
Principal of the Middle School
Director of Special Services
Instructional Supervisors Grades 6-12
Director of Athletics
Director of Curriculum and Scheduling Grades 6-12
ARTICLE TWO
GRIEVANCE PROCEDURE

A. Good relations between the Board and Administrators are enhanced when there is an orderly and clearly defined procedure for the consideration and disposition of grievances which may arise between Administrators and Board.

B. A grievance is a claim by a member of the Association or a group of members regarding the interpretation, application or violation of this agreement. Policies or decisions affecting the member or a group of members may also be cause for a grievance. A grievance shall apply only when no other statutory remedy is provided. It is understood that members, including the grievant, will continue under the direction of the Superintendent regardless of the pendency of any grievance until such grievance has been settled.

C. Both parties agree that these proceedings will be kept as informal and confidential as may be appropriate at any level of the procedure.

D. The “Aggrieved Person” is a person or group making the claim of a grievance.

PROCEDURE
Level 1. Any aggrieved person who has a grievance shall discuss it first with his immediate superior in an attempt to resolve the difference.

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    If the matter is not resolved by this discussion, the aggrieved person shall submit his
    grievance in writing to the Superintendent. The Superintendent, in turn, will notify aggrieved person of his decision in writing within (5) calendar days after the receipt of the written grievance, on condition that five (5) school days remain before a lengthy recess period. If five (5) schools days do not remain, the Superintendent’s decision will be submitted within fifteen (15) days.

Level 2. If the aggrieved person is not satisfied with the Superintendent’s decision, the grievance may be filed in writing to the President of the Association. The Association will consider the grievance. Within five (5) days after the grievance was received, the Association will notify the aggrieved person if it believes the grievance has merit. If it decides that it does, the grievance will be submitted to the Superintendent in writing appealing the decision. Within (10) days the Superintendent will submit a decision in writing, with supporting reasons, to the aggrieved person and a copy of this decision will be sent to the Association.
    If the Association decides that the grievance is without merit, it will so advise the aggrieved person in writing. An aggrieved person whose grievance has been declared without merit by the Association shall not be denied the right to continue the appeal through the next levels. If such an appeal is made by the aggrieved person, it will be without the support of the Association, with any expenses incurred to be born by the aggrieved person.

Level 3. If the aggrieved person is not satisfied with the disposition of his grievance at Level 2, he may request, through the Superintendent, that the grievance be heard by the Board. The Board shall hear the grievance and make a decision at the next regular meeting and inform the aggrieved person, in writing, of its decision.

Level 4. If the aggrieved person is not satisfied with the disposition of the grievance at Level 3, he may request in writing that the grievance be submitted to binding arbitration. The request shall be submitted to the Board and the Association. Within ten (10) days after the receipt of the request. The Board and the Association shall attempt to agree upon a mutually acceptable arbitrator.
    The arbitrator so selected shall confer with representatives of the Board and the Association, and hold a hearing promptly and shall issue his recommendation no later than twenty (20) days from the date of the close of the hearing. Such recommendation shall be in writing and submitted to the Board and the Association.
    The cost of such arbitration shall be borne equally by the Board and the Association. Any other expenses incurred shall be paid by the party incurring same.

E. RIGHTS OF ASSOCIATION MEMBERS TO REPRESENTATION
Any aggrieved person may be represented at all stages of the grievance procedure by himself, or at his option, by a representative selected by the Association. A representative of the Association shall have the right to be present as an observer.

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ARTICLE THREE
ASSOCIATION RIGHTS AND PRIVILEGES

A. The Board agrees to make available to the Association records normally available to the citizens of Hasbrouck Heights. In addition, the Board will provide such other records as mutually agreed upon to assist the Association in its function.

B. The Association and its representatives shall have the right to use the school buildings for meetings with the approval of the Superintendent or his designated representative. Likewise, the Association shall have the right to use school equipment with the approval of the Superintendent or his designated representative with the understanding that the Association will be responsible for cost of materials and supplies and the repair of damages caused by the Association’s use.

C. Representatives of the Association and other professional organizations invited by the Association shall be permitted to transact official Association business on school property with the approval of the Superintendent of Schools or his designated representative.
ARTICLE FOUR
INDIVIDUAL MEMBER’S RIGHTS

A. Pursuant to Chapter 123, Public Laws of 1974, the Board holding the position listed in article One, hereby agrees that every employee of the Board shall have the right freely to organize, join and support the Association and its affiliates for the purpose of engaging in collective negotiations and other concerned activities for mutual aid and protection. As a duly selected exercising governmental power under the laws of the State of New Jersey, the Board undertakes and agrees that it shall not directly or indirectly discourage or deprive or coerce any Administrator or Supervisor in the employment of any rights conferred by Chapter 123, P.L. 1974 or any other laws of New Jersey or Constitution of New Jersey and the United States; that it shall not discriminate against any Administrator with respect to hours, wages, or any terms or conditions of employment by reason of his membership in the Association or its affiliates, his participation in any activities of the Association and its affiliates, collective negotiations with the Board, or his institution of any grievance, complaint or proceeding under his Agreement or otherwise with respect to any terms or conditions of employment.

B. Nothing contained herein shall be construed to deny or restrict to any Administrator such rights as he may have under New Jersey School Laws or other applicable laws and regulations. The rights granted to Administrators hereunder shall be deemed to be in addition to those provided elsewhere.


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ARTICLE FIVE
RETIREMENT STIPEND

Employees shall be reimbursed for unused sick leave at retirement. Furthermore, the estate of any eligible employee who dies shall be paid for unused sick leave. The rate shall be $65 per accumulated day in 2003-04 and $70 per accumulated day for 2004-05 and $75 per accumulated day in 2005-06.
ARTICLE SIX
SALARIES

A. The salary of all employees covered by this agreement is set forth in Schedules A & B.
    It shall be clearly understood by both parties that salary schedules do not guarantee an automatic salary increase. The Board reserves the right to withhold for inefficiency or other good cause any and all employment adjustment, and merit increments. In the event the Board wishes to exercise such a right, it does hereby agree to follow this procedure:

1. Whenever the Superintendent of Schools decides to submit a recommendation to the Board to withhold a salary increase the employee to be so deprived shall be put on notice of this recommendation.

2. Arrangements shall be made to afford said employee a reasonable opportunity to speak in his own behalf before the Board. Such a meeting before the Board shall not constitute a plenary hearing.

3. The Board will not take necessary formal action until a date subsequent to the above meeting.

4. If the resultant action of the Board is to withhold an increase, it shall within 10 days, give written notice of such action, together with the reasons therefore, to the employee concerned.
      This procedure is in accordance with NJSA, Title 18A:29-4.3.

B. All members shall be paid in equal semi-monthly installment as set forth in Schedules D & E.

C. All members of the Association may individually elect to have any portion of their monthly salary deducted from this pay and deposited to an account in their name in The Central Bergen Teachers Federal Credit Union or the United Jersey Bank. Each employee shall be entitled to change his or her payroll deductions once per contract year.



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ARTICLE SEVEN
INSURANCE PROTECTION

A. The Board shall provide the New Jersey State Health Benefit Plan. The Board shall pay the full premium for each employee and 100% family coverage where applicable.

B. The Board shall provide, at its expense, a full family dental plan as hereinafter described:

1. Co-Payment - Preventive and Diagnostic: 100%
2. Remaining Basic Benefits: Crowns, Inlay and Gold: 90/10
3. Prosthodontic Benefits: 60/40
4. Orthodontic Benefit: 50/50
5. Maximum payment per employee per year: $1500
6. Orthodontic Benefit: Maximum benefit of $1500, which is separate from the $1500, for Basic Prosthodontic Benefits (Child Only).

C. The Board shall provide to each employee a description of the health-care insurance coverage under this Article when such literature is made available by the insurance carrier.
ARTICLE EIGHT
TEMPORARY LEAVES OF ABSENCE

A. Employees shall be entitled to the following temporary non-accumulate leaves of absence with full pay each school year.

1. Two (2) day leave of absence for personal, legal, business, household or family matters which required absence during school hours, but these days may not be taken prior to or immediately following a legal holiday or school vacation. Application to the employee’s immediate superior for personal leave shall be made at least one (1) day before taking such leave (except in the case of emergencies) and the applicant for such leave shall not be required to the state the reason for taking such leave other than that he is taking it under this Section. Unused personal business days will be added to the cumulative sick leave total, as allowed by law.

2. Time necessary for appearances in any legal proceeding connected with the employee’s employment or with the school system or in any other legal proceeding if the employee is required by law to attend.

3. Up to seven days, including weekends, at any one time in the event of death of any employee’s spouse, child or parent. Up to five days, including weekends, at any one time in the event of death or any employee’s brother, sister, or grandparent. Up to three days, including weekends, at any one time in the event of death of any employee’s son-in-law, daughter-in-law, mother-in-law, father-in-law, brother-in-law, sister-in-law, aunt, uncle, or cousin, or other member of the immediate household.
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4. Time necessary but not to exceed ten (10) working days for persons called into temporary active duty for the unit of the U.S. Reserves or the State National Guard. An employee shall be paid his regular pay in addition to any pay which he receives from the state or federal government.

5. If required to serve on jury duty, no employee shall suffer any loss of pay. Any remuneration received from service on jury duty shall be returned to the district.
ARTICLE NINE
EXTENDED LEAVES OF ABSENCE

A. The Board agrees that up to one (1) employee designated by the Association shall, upon request, be granted a leave of absence without pay for up to one (1) year for the purpose of engaging in activities of the Association or its affiliates.

B. A leave of absence without pay of up to two (2) years shall be granted to any employee who joins the Peace Corps, VISTA, National Teacher Corps, or serves as an exchange educator or overseas educator, and is a full time participant in either of such programs, or accepts a Fulbright Scholarship.

C. Military leave without pay shall be granted to any employee who is inducted or enlists in any branch of the armed forces of the United States for the period of said service and three (3) months thereafter, or three (3) months after recovery of any wounds or sickness at time of discharge.

D. Child Rearing Leave: In the case of a birth or adoption placement of a child or for the care of a pre-school age child, any employee shall be entitled to leave without pay for child rearing purposes.

In cases where both husband and wife may be employees in this school system, only one of said persons shall be entitled to such leave.

In the case of female employees, the application for child rearing leave may be made to become effective immediately upon termination of the anticipated disability leave.

Child rearing leave shall be granted for a period of up to the end of the school year in which the leave begins, but such leave shall, upon the request of the employee, be extended for one additional year. Requests for extensions of such leaves must be made at least two (2) months prior to the expiration of the first period thereof.

E. All benefits to which an employee was entitled at the time his leave of absence commenced, including unused accumulated sick leave shall be restored to him upon his return.

F. All extensions or renewals of leaves shall be applied for and granted in writing.

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G. All request for leave of or extensions shall be made in writing at least 60 days prior to the desired commencement, except in mutually agreed upon emergencies.
ARTICLE TEN
PERSONAL AND ACADEMIC FREEDOM

A. Employees shall be entitled to full rights of citizenship, and no religious or political activities of any employees, or the lack thereof, shall be grounds for any discipline or discrimination with respect to the professional employment of such employee, providing said activities do no violate any local, state, or federal law.
ARTICLE ELEVEN
MISCELLANEOUS PROVISIONS

A. These provisions apply to Principals, Directors, and Instructional Supervisors:

1. We believe it is incumbent, as Administrators, to continue to involve faculty members in all appropriate areas. Teachers, Administrators, Board of Education, students and parents all have a vital interest in the total education program; dialogue and discussion should be sine qua non of any decision affecting children or those who work with children. Inherent in this dialogue must be a mutual trust and respect which transcends negotiation in its legalistic sense.

2. The Board of Education will notify the Association, in writing through the Superintendent of Schools, of any items initiated by any group which could change the responsibilities of any principal.

3. Any other duties, responsibilities or rights not specifically defined in this agreement will be consistent with those outlined in the job description of the Administrators as mutually determine by the Board and the Association.

4. Members of the Association are entitled to reimbursement for tuition for graduate level college courses taken. The amount of compensation will not exceed the value of six credits at a rate equivalent to that at Montclair State College. The courses studies must deal directly with the individual’s professional responsibilities and must be approved by the Superintendent of Schools.

B. The following provisions apply to Principals, Director of Special Services, and Director of Curriculum and Scheduling Grades 6-12.

1. All Twelve-month Administrators shall be entitled to 15 days of paid sick leave per year. Unused sick days may be accumulated from year to year with no maximum limit.

2. All Administrators’ contracts will be of 12 months duration. Vacations will be based upon one calendar month or its equivalent. In the event school duties prevent the taking of the full
month in the summer, the unused vacation days may be taken at any time mutually agreeable
to the Administrator and the Superintendent of Schools.

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3. Administrators are expected to attend meetings of their respective county and state associations. Attendance at national conferences will be on an every other year basis with the Principals of Euclid and Lincoln Schools alternating years. The Middle School Principal may attend the NASSP Conference on the year that the High School Principal does not attend. If a principal opts not to go in his assigned year, he then forfeits his turn. In his place the other principal may opt to attend the conference without losing priority for the following year. Expenses not to exceed $1,100 per conference will be reimbursed to each Administrator attending.

4. Professional dues for membership in the following associations will be paid by the Board of Education.
    * National Association of Secondary School Principals
    * National Association of Elementary School Principals
    * New Jersey Principals and Supervisors Association
    * Association for Supervisor and Curriculum Development
    * New Jersey Association for Supervision and Curriculum Development
    * Bergen County Secondary School Principals & Supervisors Association
    * Bergen County Elementary & Middle School Administrators Association

C. The following provisions apply to Directors and Instructional Supervisors:

1. Any Director holding a doctorate in the field in which he/she is supervising will receive an additional stipend of $1,517, which will be added to their annual salary.

2. Any Director or Instructional Supervisor holding a Masters Degree in the field he/she is supervising will receive an additional stipend of $675, which will be added to their annual salary. In order to qualify, individuals must have a Masters Degree in specialized fields directly related to a major part or their daily teaching or supervising responsibility. This payment shall not apply to any individual who qualifies to receive compensation at the doctorate degree level. The Superintendent of Schools shall be responsible for determining the qualifications of teachers for Master-In-Field benefits.

3. Directors shall be entitled to 15 sick days and Instructional Supervisors shall be entitled to 13 sick days each school year as of the first official day of said year. Unused sick leave days shall be accumulated from year to year with no maximum limit. Director shall be given a written accounting of accumulated sick leave days no later that September 15 of each school year.

4. Professional dues for membership in the following associations will be paid by the Board of Education:
New Jersey Principal and Supervisors Association
National Association of Secondary School Principals
National Association of Elementary School Principals
Association of Supervision and Curriculum Development
New Jersey Association for Supervisors and Curriculum Development

5. Directors and Instructional Supervisors shall be permitted to drive students to activities which take place away from school buildings. An administrator and director may do so, however, with the advance approval of the Superintendent and in accordance with Board Policy. He shall be compensated at the rate of $17.00 per trip.
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ARTICLE TWELVE
INSTRUCTIONAL SUPERVISORS
A.Compensation
1. Compensation shall be by appropriate placement on the salary guide (see Attachments A & B, said guide shall be equivalent to the certified teaching staff salary guide for the given year).
2. Instructional supervisors who reach the last step on the guide shall, in the year after reaching the last step on the guide, have their salaries adjusted by the percentage equal to the salary adjustment for the majority of the other district administrators, exclusive of any special adjustments for any minority of administrators.
3. Instructional Supervisors who voluntarily resign their position shall immediately be placed on their equivalent step on the certified teaching staff salary guide. Instructional Supervisors who are not retained in this position shall be placed on their equivalent step on the certified teaching staff guide, or if beyond an appropriate step on the guide, shall retain their salary until their salary is equivalent to a step on the certified teaching staff guide appropriate for their length of service and education.
    B. Stipend
    In addition to proper placement on the guide, the instructional supervisors will be entitled to compensation that will be pensionable.
    2003-04 = $3,135
    2004-05 = $3,276
    2005-06 = $3,423

    C. Teaching Load
    Instructional Supervisors will teach a maximum of 3 periods per day. If it becomes necessary for an instructional supervisor to teach additional periods, the following compensation schedule will be implemented:
    A. $300 for teaching 16 periods per week
    B. $600 for teaching 17 periods per week
    C. $900 for teaching 18 periods per week
    D. 1,200 for teaching 19 periods per week
    E. $1,500 for teaching 20 periods per week

    D. Work Hours
    The required arrival time for all instructional supervisors shall be 10 minutes before the student arrival time. Departure time shall be the same as student departure time, except for an additional one hour per week for tutorial instruction without monetary compensation to the supervisor.







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    SCHEDULE A

    ADMINISTRATOR’S SALARIES



    High School Principal, Middle School Principal, Director of Special Services, Director of Curriculum and Scheduling Grades 6-12, Director of Athletics:

    4.5% on base salary for 2003-04

    4.5% on base salary for 2004-05

    4.5% on base salary for 2005-06



    Elementary School Principals:

    Base salary of $86,741 for 2003-04

    4.5% on base salary for 2004-05

    4.5% on base salary for 2005-06





    For 20 years experience in education:

    Longevity - $1,300 - 2003-04
    Longevity - $1,300 - 2004-05
    Longevity - $1,300 - 2005-06










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    SCHEDULE B

    HASBROUCK HEIGHTS PUBLIC SCHOOLS
    SALARY GUIDE
    INSTRUCTIONAL SUPERIVSORS
    2004-05

    Step M.A. M.A. + 15 M.A. +30
    1 39,867 40,403 40,938
    2 40,502 41,129 41,943
    3 41,180 41,903 43,018
    4 41,903 42,728 44,165
    5 43,165 44,100 45,881
    6 44,574 45,622 47,772
    7 45,970 47,141 49,688
    8 47,364 48,661 51,630
    9 48,802 50,235 53,656
    10 50,287 51,864 55,767
    11 51,670 53,396 57,814
    12 54,157 55,895 60,335
    13 57,036 58,779 63,230
    14 59,820 61,564 66,016
    15 63,034 64,772 69,213
    16 67,523 69,938 74,354
    17* 78,087 80,171 85,141

    *Once the employee has reached one year beyond the top of the salary guide, see Article 12, A (2) above.

    Doctorate Degree in Field – MA + 30 step plus $1,578 additional salary.

    Masters Degree in Field $700 additional salary for Steps 1 – 17. Stipend for this position shall be equal to all other administrators once the employee has reached one year beyond the top of the salary guide.

    Longevity - $1,300 (2004-05) for 20 years teaching experience.





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    SCHEDULE B

    HASBROUCK HEIGHTS PUBLIC SCHOOLS
    SALARY GUIDE
    INSTRUCTIONAL SUPERIVSORS
    2005-06

    Step M.A. M.A. + 15 M.A. +30
    1 40,765 41,301 41,836
    2 41,400 42,027 42,841
    3 42,078 42,801 43,916
    4 42,801 43,626 45,063
    5 44,063 44,998 46,779
    6 45,472 46,520 48,670
    7 46,868 48,039 50,584
    8 48,262 49,559 52,528
    9 49,700 51,133 54,554
    10 51,185 52,762 56,665
    11 52,568 54,294 58,712
    12 55,055 56,793 61,233
    13 57,934 59,677 64,128
    14 60,718 62,462 66,914
    15 63,932 65,670 70,111
    16 68,421 70,836 75,252
    17* 79,887 81,971 86,941

    *Once the employee has reached one year beyond the top of the salary guide, see Article 12, A (2) above.

    Doctorate Degree in Field – MA + 30 step plus $1,578 additional salary.

    Masters Degree in Field $700 additional salary for Steps 1 – 17. Stipend for this position shall be equal to all other administrators once the employee has reached one year beyond the top of the salary guide.

    Longevity - $1,300 (2005-06) for 20 years teaching experience.

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      SCHEDULE C
      2004-2005
      HASBROUCK HEIGHTS BOARD OF EDUCATION
      PAY SCHEDULE

      July 15 30

      August 13 30

      September 15 30

      October 15 29

      November 15 30

      December 15 23

      January 14 28

      February 15 28

      March 15 30

      April 15 22

      May 13 27

      June 15 Last day of
      School

      Subject to Change




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      SCHEDULE D

      2005-2006
      HASBROUCK HEIGHTS BOARD OF EDUCATION
      PAY SCHEDULE

      July 15 29

      August 15 30

      September 15 30

      October 14 28

      November 15 30

      December 15 23

      January 13 30

      February 15 28

      March 15 30

      April 14 28

      May 15 30

      June 15 Last day of
      School

      Subject to Change







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                        ARTICLE TWELVE
      MUTUALITY OF OBLIGATION

      A. This Agreement shall be effective as of July 1, 2003 and shall continue in effect until June 30, 2006, subject to the Associations’ right to negotiate a successor agreement. This agreement shall not be extended orally and it is expressly understood that it shall expire on the date indicated.

      B. In witness whereof the parties hereto have caused this Agreement to be signed by their respective presidents, attested by their respective secretaries, all on the day and year first above written.

      HASBROUCK HEIGHTS ADMINISTRATORS ASSOCIATION
        By: , President


        By: , Secretary





        HASBROUCK HEIGHTS BOARD OF EDUCATION


        By: , President


        By: , School Board Secretary




        Date of Signing:




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        Hasbrouck Hgts BE and Hasbrouck Hgts Admin Assn 2003.pdf