AGREEMENT
BETWEEN
HACKENSACK CUSTODIAL AND MAINTENANCE ASSOCIATION
AND THE
BOARD OF EDUCATION
2003-2006
BOARD - CMA AGREEMENT
TABLE OF CONTENTS
ARTICLE TITLE PAGE
1 Recognition 1
2 Negotiation Procedure 1
3 Grievance Rights 1
4 Employee Rights 6
5 Association Rights 7
6 Board Rights 7
7 Uniforms and Equipment 8
8 Advisory Council 8
9 Sick Leave 9
10 Temporary Leaves of Absence 9
11 Extended Leaves of Absence 10
12 Insurance 11
13 Employee Promotions 12
14 Credit Union Deductions 12
15 Custodial and Maintenance Vacations 12
16 Holidays 13
17 Custodial and Maintenance Employee Tenure 14
18 Extra Compensation 14
19 Past Practices 15
20 Miscellaneous Provisions 15
21 Work and Overtime Hours 15
22 Representation Fee 16
23 Terminal Leave 18
24 Grade Classification 18
25 Subcontracting 19
26 Salaries 19
27 Duration of Agreement 19
HACKENSACK BOARD OF EDUCATION
CUSTODIAL AND MAINTENANCE ASSOCIATION AGREEMENT
ARTICLE 1 - RECOGNITION
In accordance with the provisions of the New Jersey Employer- Employee Relations Act (Chapter 123 of the Public Laws of 1974) hereinafter referred to as the Act, the Hackensack Board of Education hereinafter referred to as the Board, hereby recognizes the Custodial and Maintenance Association of the Hackensack Public Schools, hereinafter referred to as the Association, as the exclusive representative designated for the purposes of collective negotiations by a majority of the Custodians and Maintenance employees employed by the Board excluding any employees whose duties, all or in part, are of supervisory nature within the meaning of the New Jersey Employer-Employee Relations Act.
ARTICLE 2 - NEGOTIATION PROCEDURE
A. The Board and the Association shall enter into collective negotiations or a successor agreement in accordance with the rules and regulations of the Public Employment Relations Commission (PERC).
B. Both parties shall exchange written proposals to this contract at the first negotiating meeting.
C. As soon after January 1st as a tentative budget is available for the succeeding school year, the Superintendent shall, upon request, conduct a conference with the negotiating committee of the Association for the purpose of discussing and making available that budget.
ARTICLE 3 - GRIEVANCES
A. A grievance shall be defined and subject to limitations as follows:
1. A grievance is a complaint by any member or members of the bargaining unit represented by the Association, or by the Association itself, that there has been an actual personal loss because of an interpretation, application, or violation of policies or agreements, or as a result of an administrative decision affecting terms and conditions of employment.
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2. The grievance procedure shall not be applicable to claims.
a. By non-tenure employees by reason of their not being re-employed.
b. Wherein a method of review is prescribed by law or by rule or regulation of the State Commissioner or State Board of Education.
3. A grievance to be considered under this procedure must
be initiated, in writing, within twenty (20) school days of its
occurrence.
B. The following procedures shall govern the processing of all
grievances:
1. It is understood that while participating in these
procedures, the grievant shall continue to observe all
assignments and applicable rules and regulations of the
Board.
2. A grievance may be presented by the grievant or by a
representative designated by the grievant. The Association
may be represented at any level of the procedure in order
to make known its position and the manner in which it
believes the grievance should be resolved. The Board may
designate a representative to participate at any level of the
procedure. A minority organization shall neither present nor
process grievances.
3. Failure at any level of this procedure to communicate a
written decision within the specified time limits permits the
grievant to proceed to the next level. Failure at any level of
the procedure to appeal to the next level within the specified
time limits or failure to appear at a scheduled hearing
without reasonable cause, explained in writing within two (2)
days of the scheduled hearing, shall constitute acceptance
of the decision rendered at the previous level. Time limits
may, however, be extended by mutual agreement.
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4. Any non-tenure employee who is not offered a succeeding
contract shall be permitted to conference with the
Superintendent, if requested, to discuss the non-renewal of
his employment. Any tenured employee who has not been
reappointed to a position for which tenure is either not
possible or not required shall be permitted a conference
with the Superintendent, if requested, to discuss his not
having been reappointed to such position.
5. The following steps shall be followed in processing a
grievance:
IN SCHOOL BUILDINGS:
Step 1 - to the Principal
Step 2 - to the Business Administrator/Board Secretary
Step 3 - to the Superintendent
Step 4 - to the Board
Step 5 - to Arbitration
IN OTHER ADMINISTRATIVE OFFICES
Step 1 - to the Immediate Supervisor
Step 2 - to the Business Administrator/Board Secretary
Step 3 - to the Superintendent
Step 4 - to the Board
Step 5 - to Arbitration
6. All grievances shall be initiated at the first level submitting a
written grievance statement to the appropriate administrator. The
grievance statement shall include the name or names of the
grievant(s); the nature or articles of the agreement or Board
policies, if any, claimed to have been violated; the manner in which
said sections or articles were violated; the nature of the personal
loss; and the remedy sought.
7. The administrator at the first level of appeal shall, upon
receiving the grievance statement, advise the Association and the
Superintendent of the grievance and its nature. He shall then hold
a hearing at a time mutually agreed upon and shall communicate
his decision, in writing, to the grievant and to the Association
within five (5) school days of his having received the written
statement.
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8. If the grievant decides to proceed to the second level of appeal,
viz., the Business Administrator/Board Secretary, this must be
done within (5) school days of receiving the written decision from
the first level administrator. The grievant may request review by
the Business Administrator/ Board Secretary by submitting to him
the grievant statement submitted to the prior level and setting
forth the reasons for dissatisfaction with the decision previously
rendered. The Business Administrator/Board Secretary may hold
a hearing at a time mutually agreed upon and shall communicate
a written decision to the grievant and to the Association within
eight (8) school days of his having received the request for review.
9. If the grievant decides to proceed to the third level of appeal,
viz., the Superintendent, this must be done within (5) school days
of receiving the written decision from the second level
administrator.
The grievant may request review by the Superintendent by
submitting to him the grievant statement submitted at the prior level and setting forth the reasons for dissatisfaction with the decision previously rendered. The Superintendent may hold a hearing at a time mutually agreed upon and shall communicate a written decision to the grievant and to the Association within (8) school days of his having received the request for review.
10. If the grievant decides to proceed to the fourth level of appeal,
viz., the Board, this must be done within five (5) school days of receiving the written decision from the Superintendent. A request
for review by the Board, setting forth the reasons for dissatisfaction
with the Superintendent’s decision shall be submitted to the
Board, in writing, through the Superintendent. The
Superintendent shall attach all papers and related materials and
forward the request to the Board. The Board shall hold a hearing
at a time mutually agreed upon and within twenty (20) school days
from the Superintendent’s receipt of request for review by the
Board. The Board shall then communicate its decision, in writing,
to the grievant and to the Association within ten (10) school days
after the hearing by the Board.
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11. If the grievant decides to proceed to the fifth level of appeal,
viz., arbitration, it must be done within five (5) school days of
receiving the written decision from the Board the grievant shall
notify the Board, in writing, through the Superintendent, of the
grievant’s decision to submit the grievance to arbitration and shall
request the American Arbitration Association to submit a roster of
persons qualified to function as arbitrators and willing to conduct
hearings outside school hours. Arbitration shall be conducted
pursuant to applicable laws and statutes and the rules and
regulations of the American Arbitration Association.
` 12. If the grievant and Board are unable to determine a mutually
satisfactory arbitrator from the submitted list within three (3)
school days of receiving it, an arbitrator, who is willing to conduct
hearings outside of school hour, shall be appointed by the
American Arbitration Association.
13. The arbitrator shall be limited to the evidence and arguments
presented by the grievant, the grievant’s representatives, the
Association, the Association’s representatives, the Board, and the
Board’s representatives and shall consider nothing else. The
arbitrator shall neither add anything to, nor subtract anything
from the Agreement or any policy of the Board.
14. The findings and recommendations of the arbitrator shall be
recommendatory or advisory only, except that they shall be final
and binding on both parties when contract items are an issue.
15. Only the Board, its representatives, the Association, its
representatives, the grievant, and the grievant’s representatives
shall be given copies of the arbitrator’s report of findings and
recommendations, and it shall be given to each of these. This
report shall be submitted by the arbitrator within fifteen (15)
calendar days of the completion of the hearings on the matter.
This report shall be kept confidential and shall not be disclosed
or released, directly or indirectly in whole or in part, by the Board,
the Association, the grievant, or by any of their representatives for
a period of fifteen (15) calendar days after issuance of the report by
the arbitrator.
16. The grievant and the Board, or their representatives, shall,
within fifteen (15) calendar days, notify one another of their
acceptance or rejection, in whole or in part, of the arbitrator’s
findings and/or recommendations.
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17. The fees and expenses of arbitrator shall be shared equally;
one-half (1/2) being paid by the Board and one-half being paid by
the grievant. Each party shall bear the total of other costs it has
incurred.
ARTICLE 4 - EMPLOYEE RIGHTS
Whenever an employee is required to appear before any
administrator or supervisor, Board or any committee or member
thereof, concerning a matter which shall result in a written report,
which shall be placed in his or her personnel file and/or which
would adversely affect the continuation of that employee in his or
her position, employment or the salary or any increments
pertaining thereto, then he or she shall be given prior written
notice of the reasons for such meeting or interview and shall be
entitled to have a representative of the Association present to
advise him during such meeting or interview. The annual
evaluation conference shall be excluded from this provision.
No employee shall be reduced in rank or compensation or
otherwise deprived of any benefit under the terms of this contract
without cause.
Copies of the current agreement shall be printed by the Board of
Education within thirty (30) days after the agreement is signed,
and copies provided to all concerned parties.
(Custodians/maintenance employees now employed, Board Office,
Board Members, and Business Administrator/Board Secretary.)
The Board of Education shall provide each new employee all
information necessary for employment, including available health
insurance and a contract agreement within the first five (5)
working days.
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ARTICLE 5 - ASSOCIATION RIGHTS
A. Display of Association Material
The Board shall provide bulletin boards in each building for the use of the Association. Location within the schools or Central
Administration shall be determined by the Principal or Business
Administrator/Board Secretary respectively after receiving
recommendation from the Association. Any dispute as to the
location of bulletin boards or material placed thereon shall be
referred to the Superintendent. If such disputes cannot be
resolved at the Superintendent’s level they may be made the
subject of a grievance.
B. Board Minutes
Three copies of the official minutes of the Board of Education
shall be given to the President of the Association as soon as they
are available.
C. Meeting of Custodial and Maintenance Personnel
Custodial and Maintenance personnel shall be granted by the
Board, free of charge, a place to hold monthly meetings, upon
submission of the “Application for Use of Public Schools
Facilities” form. The designated area shall be sufficiently large to
accommodate the membership of the requesting body.
ARTICLE 6 - BOARD RIGHTS
The Board reserves to itself sole jurisdiction over matters of policy
and retains the right, subject only to the limitations imposed by
the language of this Agreement, in accordance with applicable laws
and regulations (a) to direct employees of the school district, (b) to
hire, promote, transfer, assign and retain employees in positions
in the school district, and to suspend, to demote, discharge or take
other disciplinary action against employees, (c) to relieve employees
from duty because of lack of work or for other reasons, (d) to
maintain the efficiency of the school district operations entrusted
to them, (e) to determine the methods, means and personnel by
which such operations are to be conducted and (f) to take whatever
actions may be necessary to carry out the mission of the school
district.
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ARTICLE 7 - UNIFORMS AND EQUIPMENT
A. All custodial staff, except field men, shall receive three(3)
uniforms per contract year. Maintenance men and field staff shall
receive four (4) uniforms per year.
B. Foul weather gear (winter jackets and waterproof work boots)
shall be provided for the use of the custodial staff in each school
building and for the central maintenance department. Worn or
damaged gear shall be replaced as needed. Three raincoats shall
be kept in each building for use during inclement weather.
C. All permanent custodial and maintenance employees shall
receive $215.00 per year for the purpose of purchasing and
repairing work shoes and laundering work clothing. One-half (1/2)
of the payment shall be made by January 31, and the remaining
one-half (1/2) by June 30.
ARTICLE 8 - ADVISORY COUNCIL
A. The Custodial and Maintenance Advisory Council shall be
established as soon as possible after the effective date of this
agreement. It shall consist of four (4) representatives from the
Association and four (4) representatives from Administration. It
shall meet at the request of the Association or the Administration
to consider any matter relating to Custodial and Maintenance
personnel in the school system.
B. The non-voting chairman of the Council shall be the
Superintendent or his designee. A representative of the
Association may sit in on the meetings as an observer. The
Council shall have an advisory function only. All
recommendations of the Council shall be submitted in writing to
the Board. The Council shall establish its own rules for operation.
C. The Council may consult and meet with any other member or
members of the staff as may be appropriate to the topic under
consideration.
D. The Council shall meet annually to review the adopted school
calendar and recommend to the Board a calendar for the ensuing
year.
E. All service by members of the Council shall be voluntary.
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ARTICLE 9 - SICK LEAVE
A. All employees may be absent thirteen (13) days per year for
personal illness without loss of pay. All unused days are to be
accumulated from year to year. Additional sick leave may be
granted at the discretion of the Board upon the recommendation
of the Superintendent.
ARTICLE 10 - TEMPORARY LEAVE OF ABSENCE
A. One day of leave shall be granted each year for personal
business, household, or family matters which require absence
during school hours. When possible, the applicant shall apply for
such leave five (5) calendar days in advance, except in cases of
emergency. The applicant for such leave shall not be required to
state the reason for taking it other than that he is taking it under
this section, except in cases of emergency. Leave days shall not be
taken at the beginning or end of a vacation period. Granting of
days of leave shall be in accordance with the operational needs of
the school system as defined by the Superintendent.
B. Unused personal leave days shall be accumulated to a total of
three (3) for the purposes stated above. Unused leave days beyond
three (3) shall be accumulated and added to accumulated sick
leave in accordance with Article 9, Paragraph A.
C. Up to three (3) days leave per school year may be granted with
the approval of the Superintendent or his designee, for the purpose
of attending meetings or conferences of an educational nature.
D. In the event of death in the immediate family five (5) days’
leave, exclusive of Sundays and legal holidays as defined in
N.J.S.A. 36:1-1, shall be granted. The immediate family is defined
to include the employee’s spouse, parent, parent-in-law, child,
sibling, and any other member of the immediate household. In the
case of death in the immediate family for which absence extends
beyond the five days allowed with pay, there shall be a deduction
of one-half pay. The length of time of one-half pay deduction shall
be recommended by the Superintendent and approved by the Board. In the event of death of a relative defined as outside of the immediate family, one day of leave shall be granted with pay.
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E. Other temporary leaves of absence with or without pay may be
granted for good reason by the Board upon the recommendation of
the Superintendent.
ARTICLE 11 - EXTENDED LEAVES OF ABSENCE
A. Military leaves without pay shall be granted to any employee who is inducted or enlists following notification of induction, or may be granted to any employee who requests leave to enlist in any branch of the armed forces of the United States for the period of said induction or initial enlistment or to the spouse of any employee who is so inducted to join him for a period of special training in preparation for duty overseas in combat zones.
B. The Board shall grant disability leave without pay to any
Custodial or Maintenance employee upon request subject to the
following stipulations and limitations:
1. Leave of absence shall commence and terminate on the
date requested by the employee. The leave shall be for a
maximum period or two (2) years unless extended by the
Board.
2. Any Custodial or Maintenance employee granted leave
shall upon request, be restored to a comparable position and
at a grade level vacated at the commencement of said leave.
3. Any Custodial or Maintenance employee granted leave
without pay according to the provisions of this section may
elect to use all or any part of accumulated sick leave during
the period of such absence and receive full pay benefits for
the same.
4. No Custodial or Maintenance employee shall be required
to leave work because of a disability at any specific time
prior to the disability nor be prevented from returning to
work solely on the ground that there has not been a time
lapse of specific duration between termination of the
disability and the desired date of return.
5. The Board shall not remove any Custodial or
Maintenance employee from duties unless the employee
cannot produce a certificate from the attending physician
that the employee is medically able to continue employment.
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6. The Board shall not be obliged to grant or extend a leave
of absence of any non-tenured employee beyond the end of
the contract school year in which the leave is obtained.
C. Any employee who does not elect to take a maternity leave may
continue to perform her duties according to sections (3) (4) above.
The period of such absence will be deemed the same as for any
other physical disability and she will be entitled to her annual and
accumulated sick leave with pay during the period of her absence.
D. Any employee adopting a child shall receive similar leave which
shall commence upon her receiving de facto custody of said child
or earlier if necessary to fulfill the requirements for adoption.
E. A leave of absence without pay of up to one (1) year may be
granted for the purpose of caring for a sick member of the
employee’s immediate family. Additional leave may be granted at
the discretion of the Board.
F. The Board may grant a leave of absence without pay to any
employee to campaign for a candidate for public office other than
himself or to campaign for or serve in public office.
G. Other leaves of absence without pay may be granted by the
Board for good reasons.
ARTICLE 12 - INSURANCE
A. The Board shall pay the full cost of health insurance premiums
for individual employees and their dependents in accordance with
the current provisions of the State Health Benefits Insurance Fund.
B. The Board shall pay full cost of dental insurance premiums for
individual employees and their dependents in accordance with the
current provisions of the Delta Dental Plan of New Jersey.
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ARTICLE 13 - EMPLOYEE PROMOTIONS
A. All openings for positions paying a salary differential shall be
adequately publicized and well defined by the Business
Administrator/Board Secretary in accordance with this procedure.
Notices of all vacancies shall be posted for at least ten (10) days
prior to the final date for the submission of applications. A notice
of any vacancy to be filled shall be posted in each school with a
copy to be sent to the Association. The notice shall include the
final date for the submission of applications to the Business
Administrator/Board Secretary, the date on which applicants will
be notified as to their acceptance or rejection, the qualification for
the position, the duties, and the rate of compensation. In the
event that any revision is made in the provisions of the notice of
promotional vacancy, new notices shall be posted for at least ten
(10) days. During this time additional applications shall be
accepted.
B. Notice of vacancies occurring after the close of school in June
and before the opening of school in September shall be sent to the
homes of all employees not on duty in the job category for which
the opening exists.
C. In filling vacancies consideration shall be given to the
applicant’s area of competency, quality of past performance,
attendance record, prior experience in such positions and when all
factors are substantially equal, preference shall be given to
employees in the Hackensack Public Schools. Seniority shall be
given strong consideration in the selection of any candidate for
promotion.
ARTICLE 14 - CREDIT UNION DEDUCTIONS
Provisions will be made for the Credit Union’s Savings and Loan Payroll
deductions.
ARTICLE 15 - CUSTODIAL AND MAINTENANCE VACATIONS
A. Custodial and Maintenance employees shall be entitled to paid
vacations which, unless otherwise approved by the Superintendent
or his or her designee, shall be taken during the months of July
and August.
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B. The number of vacation days to which each employee is entitled
is as follows:
Number of years completed by June 30
less than 1 year 1 day for each full month to a
maximum of nine (9) days.
1 - 4 years ten (10) days
5 -11 years fifteen (15) days
12 or more twenty (20) days
ARTICLE 16 - HOLIDAYS
Custodial and Maintenance personnel shall have at least 16
holidays with pay including each of the following days on which
schools are closed.
July 4th Christmas Day
Labor Day News Years Day
Rosh Hashanah (2) Martin Luther King-Birthday
Yom Kippur Lincoln Birthday
Columbus Day Washington Birthday
NJEA Convention (2) Good Friday
Veteran’s Day Memorial Day
Thanksgiving Day (2)
Should the number of holidays in any given year be less than sixteen
(16), difference may be taken during any of the recess periods between
September 1, and June 30 during which schools are closed. The taking
of such recess days shall be scheduled within each school and the
maintenance department in a manner which will meet the needs of that
school of department.
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When Christmas Eve and New Years Eve fall on days other than Saturday and Sunday employees shall have these days off with pay. If
either of these days fall on a Saturday or a Sunday, no alternate days off
shall be granted.
The school calendar and the calendar of employee Holidays shall be
distributed to the members within ten (10) calendar days following the
adoption of the School Calendar.
In addition to the holidays set forth in Paragraph A, employees shall be
granted a 4 hour work day on the day before Thanksgiving.
ARTICLE 17 - CUSTODIAL AND MAINTENANCE EMPLOYEE TENURE
Any Custodial or Maintenance employee who is regularly employed
on a full-time basis and has been or shall have been so employed
for three (3) consecutive years, shall hold his employment under
tenure during good behavior and efficiency and shall not be
dismissed, suspended, or reduced in compensation except for
neglect, misbehavior, or other offense.
ARTICLE 18 - EXTRA COMPENSATION
A. All employees assigned to the evening shift and to the Tuesday to Saturday shift shall receive $220.00 per month in addition to the annual base pay for the duration of this agreement.
B. All men assigned to checking buildings shall receive a
minimum of twenty-seven dollars and fifty cents ($27.50) per
inspection. A building check shall consist of a three hour on site
inspection and duties shall include security and preventative
maintenance and other necessary housekeeping.
C. In the event an employee assumes the duties of a superior for a
period of two weeks or longer, he or she shall be compensated at
that superior’s rate of pay. If these duties are performed for two
weeks or longer, such pay shall be retroactive to the first day of
the superior’s absence. The rate of compensation shall be at the
grade and step of the superior but in no event less than the
employees regular grade and step.
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D. All custodial and maintenance personnel identified in Article 1 Recognition, who are required to use their own vehicles in the performance of their duties or for local emergencies will be reimbursed at the rate of $5.00 per trip. Payment will be made through supplemental payroll sheets.
E. A school bus maintenance stipend shall be $6,500.00 for 2004- 2005 and $6,760.00 for 2005-2006.
ARTICLE 19 - PAST PRACTICES
Except as this Agreement shall otherwise provide, all terms and
conditions of employment applicable on the signing date of this
Agreement to employees covered by this Agreement as established
by the rules, regulations, administrative practices and/or policies
of the Board in force on said date shall continue to be applicable during the term of this Agreement.
ARTICLE 20 - MISCELLANEOUS PROVISIONS
A. Whenever any notice is required to be given by either of the
parties to this Agreement to the other pursuant to the provisions of
the Agreement, either party shall do so in writing to the following:
1. If by the Association, to the Superintendent of Schools,
Board of Education, 355 State Street, Hackensack, N.J.
07601.
2. If by the Board, to Association in care of its President at
his address.
B. Any dispute relating to a conflict between an individual
employee’s contract and this Agreement shall be resolved through
the grievance procedure.
C. If any provisions of the Agreement is found to be in violation of
any statute or any ruling or decision of the Commissioner of
Education or the State Board of Education, the remaining
provisions of this Agreement shall remain in force and effect.
ARTICLE 21 - WORK AND OVERTIME HOURS
A. All full time custodial and maintenance personnel shall work
forty (40) hrs. per week exclusive of lunch.
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B. Starting and ending times of each staff member shall be
established in accordance with the needs of the various buildings
and the maintenance department. The custodial staff shall be
released by the Head Custodian upon completion of all snow
removal duties when school is closed.
C. All custodial and maintenance personnel shall have a duty free
lunch period of at least (30) minutes.
D. Custodial and maintenance personnel who work hours in
addition to their regularly scheduled hours shall be compensated
as follows: Compensation shall be in addition to their regular
salary and computed by multiplying the hours worked by the
employee’s equivalent hourly salary (annual salary divided by
2080 (52 weeks X 40 hours) times the factor indicated.
Work beyond eight hours in one day 1.5
Saturdays 1.5
Sundays 2.0
Holidays (Legal) 2.0
Holidays (School) 1.5
E. Compensatory time shall not be substituted for overtime salary.
F. Employees called in for emergency, special or other assignment
not contingent to his or her regular workday shall be guaranteed
three (3) hours paid overtime.
G. If any employee is required to work on a non-snow emergency
day, he/she will be granted a compensatory day on the condition
that the day cannot be added to a vacation and cannot be taken in
July or August.
ARTICLE 22 - REPRESENTATION FEE
1. If a member of the bargaining unit represented by the
Association does not become a member of the Association during
any membership year (i.e., from September 1st to the following
August 31st), which is covered in whole or in part by this
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Agreement, that bargaining unit member will be required to pay
a representation fee to the Association for that membership year to
offset the costs of services rendered by the Association as majority
representative.
2. Prior to the beginning of each membership year, the Association
will notify the Board, in writing, of the amount of the membership
dues, initiation fees, and assessments charged by the Association
to its own members for that membership year. The representative
fee to be paid by non-members will be equal to the maximum
allowed by law.
3. The Board agrees to deduct from the salary of any member of
the bargaining unit represented by the Association who is not a
member of the Association for the current membership year the
full amount of the representation fee set forth above and promptly
to transmit the amount so deducted to the Association. The Board
agrees to deduct the representation fee in equal installments, as
nearly as possible, from the paychecks of those concerned during
the remainder of the membership year in question. The deductions for a particular person will begin no longer than (30) days after that person fills a bargaining unit position.
4. Except as otherwise provided in the 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 for the deduction and transmission of regular membership
dues to the Association.
5. Of an employee who is required to pay a representation fee
terminates his or her employment with the Board before the
Association has received full amount of the representation fee to
which it is entitled under this Article, the Board will deduct the
unpaid portion of the fee from the last paycheck paid to said
employee during the membership year in question and promptly
forward same to the Association.
6. The Association agrees to indemnify and hold the Board
harmless against any liability for damages and legal fees which
may arise by reason of any action taken by the Board applying
with the provisions of this Article.
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ARTICLE 23 - TERMINAL LEAVE
Terminal leave compensation shall be provided for retiring
Custodial and Maintenance employees who have served in the
district.
Employees shall receive 2003-2004 - $54.00; 2004-2005 - $54.00;
2005-2006 - $54.00 for each day beyond twenty (20) of unused
accumulated sick leave.
An employee will be paid $54.00 for the first twenty days of unused
Accumulated sick leave if he/she notifies the Board January 1st of
their intention to retire July 1st or thereafter.
In the event of the death of a custodian/maintenance employee
prior to retirement from the Hackensack School District, said
payment shall be made to the estate of said employee.
Terminal leave compensation payment shall be made according to
the options selected by the eligible retiring Custodian and
Maintenance employee.
The options available are:
1. Lump Sum Payment - Thirty (30) days after employee’s
retirement date.
2. Lump Sum Payment - January of the calendar year following
termination.
ARTICLE 24 - GRADE CLASSIFICATION
Grade 1 - Custodian
Grade 2 - Assistant Head Custodian - Elementary,
Truck Driver/Storeroom Assistant
Grade 3 - Assistant Head Custodian - Middle School
Storeroom Manager
Groundsperson
Grade 4 - Assistant Head Custodian - High School
Carpenter
Electrician
Plumber
General Maintenance*
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Grade 5 - Head Custodian - Elementary
Maintenance Foreman
Grade 6 - Head Custodian - Middle School
Grade 7 - Head Custodian - High School
*The job classifications of Mr. Towers shall be held under this
agreement as follows:
Mr. Towers shall remain at a Grade 6 Classification unless
otherwise promoted to a higher grade classification, or leave the
employ of the Hackensack Board of Education. Replacements
for these positions will be placed on Grade 4.
ARTICLE 25 – SUBCONTRACTING
The Board agrees that prior to any formal Board action to consider subcontracting, it shall discuss the matter fully with the Association and its representatives. The Board further agrees that it will not subcontract in bad faith for the purpose of laying off employees or substituting private sector employees for the employees covered by this agreement.
ARTICLE 26 - SALARIES
The salary guides shall be increased for 2003-2004 by 3.99%,
For 2004-2005 by 3.99%, and 2005-2006 by 3.99%.
ARTICLE 27 – DURATION OF AGREEMENT
This agreement shall be effective for the period of July 1, 2003
through June 30, 2006, for all employees represented by the
Association unless an extension is agreed to in writing by both
parties.
IN WITNESS WHEREOF the parties hereunto set their hands and
seals this _____ day of ________________2004.
FOR THE HACKENSACK FOR THE HACKENSACK
BOARD OF EDUCATION CUSTODIAL AND
MAINTENANCE ASSOCIATION
________________________________________________ ____________________________________________
PRESIDENT PRESIDENT
________________________________________________ ____________________________________________
SECRETARY SECRETARY
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2003-2006 SALARY GUIDES
LONGEVITY
Upon completion of ten (10) years of regular employment by the Board of Education, all Custodial and Maintenance employees shall receive longevity pay of one percent (1%) of the base annual salary for each five (5) years of employment. In calculating longevity pay, each group of five (5) years of employment will be determined in accordance with Policy C3050 of the Hackensack Board of Education Policies, Regulations and By-Laws.
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