A G R E E M E N T
MANVILLE BOARD OF EDUCATION
MANVILLE ADMINISTRATORS ASSOCIATION
July 1, 2005 - June 30, 2008
The Manville Board of Education hereby recognizes the Manville Administrators Association as the exclusive and sole representative for the collective negotiations concerning the terms and conditions of employment for the following personnel: Principals, Assistant Principal, Director of Special Services, Director of Student Personnel Services and Supervisor of Student Personnel Services/Guidance.
The Board will not negotiate with individual members of the Manville Administrators Association separately.
Both parties agree to commence negotiations no later than January 31 in the calendar year preceding the calendar year in which this agreement expires. Any agreement negotiated shall apply to all Administrators, be reduced to writing, and if ratified by both parties, be signed by the Board and the Administrators.
RIGHTS AND PRIVILEGES
A. When requested by the Board, a representative from the Administrators will be invited to participate in negotiations of all other employees in order to assist the Board in interpreting the impact of requests made by other employees on school operations.
B. Board members shall request any complainant having a grievance with regard to any school personnel or any school centered problem to follow proper channels, beginning with (a) the Teacher, (b) Director of Special Services, the Director of Student Personnel Services, the Supervisor of Student Personnel Services/Guidance, the Assistant Principal or the Principal, and (c) the Superintendent of Schools, with regard to resolving his/her complaint. If the complainant has not been satisfactorily addressed, he/she may then refer the problem to the Board.
C. Administrators shall exercise their personal judgment with regard to reporting or not reporting to, and leaving from, their respective schools when schools are closed and any other time with prior approval of the Superintendent.
D. Administrators will be given at least 48 hours notice when requested to attend meetings outside the normal work hours.
TEMPORARY LEAVES OF ABSENCE
A. Administrators employed by the Board shall be granted the following temporary leaves of absence:
1. Up to five (5) days for death in the immediate family; i.e. father, mother, mother-in-law, father-in-law, spouse, child, brother, sister, sister- in-law, brother-in-law, or any member within the immediate household.
2. Up to three (3) days for serious illness in the immediate family (members as listed in Item #1 above).
3. Up to a total of three (3) days during the school year for matters of an emergency nature which cannot be handled outside of school day. Employees need not state the reason for taking this leave when applying for it, but only that it is being taken to attend to a matter that requires the employee’s personal and active attention and which cannot be handled outside of the school day. Unused days under this section will be added to the employee’s sick leave at the end of the school year.
B. Approval for temporary leave requests under Items 2 and 3 must be received from the Superintendent of Schools.
C. All requests for temporary leaves of absence must be presented in writing to the Superintendent of Schools, prior to the requested leave, except in times of emergency when the request must be submitted to the Superintendent no later than three (3) school days after the return from the leave.
D. Administrators not employed for a full year shall receive prorated temporary leaves of absence.
E. Any administrator seeking to use sick leave for reasons associated with pregnancy
shall file a written request for such leave with the Superintendent at least thirty (30)
days in advance of the date on which said leave is to commence, which request shall
likewise specify therein the date on which said administrator proposes to terminate
the sick leave. The Board may require as a condition of the administrator’s return
to service production of a certificate from a physician certifying that the
administrator is medically able to resume her duties.
The Board shall grant child-rearing leave of absence without pay immediately
following the conclusion of sick leave associated with childbirth or commencing on
a mutually agreeable date following the birth of the child, to any administrator
upon request in accordance with applicable statutes, regulations and State agency
decisions. Any administrator seeking such leave shall apply in writing to the
Superintendent sixty (60) days prior to the commencement of the child rearing
leave. This initial leave shall terminate on either January 1 or July 1 following the
birth of the child. Administrator may be granted a leave of absence without pay for
child-rearing purposes for one (1) full school year (July through June) following the
school year in which the initial child-rearing leave occurs. In no event shall any
such leave be extended beyond the end of the contract year in which leave is
requested to commence for nontenured administrators unless the Board otherwise
In the event that an administrator’s pregnancy terminated prior to the expiration
of the leave which has been granted, or prior to the inception of the leave which
may have been requested, said administrator may apply for early reinstatement by
filing a written request with the Superintendent, accompanied by a physician’s
certification that she is medically able to resume or continue to perform her duties.
The Board shall grant such a request if it has not contractually obligated itself to
employ a replacement for the administrator in question during the period for which
leave has been originally requested or granted, and if such request can be fulfilled
without substantially interfering with the effective administration of the education
program to which the administrator in question was assigned and seeks to be
reinstated. The Board shall not contractually obligate itself for such a replacement
if the leave requested is for a period of sixty (60) days or less.
Administrators adopting a child under five (5) years of age shall receive similar
leave which shall commence upon receiving de facto custody of said infant, or
earlier if required for adoption. The Board reserves the right to set the term of the
leave within reasonable limits in the best interests of the school.
A. Administrators shall be entitled to thirteen (13) days of sick leave each school year. Any of the unused sick leave days shall be accumulated from year to year with no maximum
B. Administrators not employed for a full year shall receive prorated sick leave benefits.
C. Administrators shall be given a written accounting of accumulated sick leave days of each year. Present district personnel records will stand as the accurate accounting of accumulated sick leave days unless the individual concerned can present validated evidence to the contrary. Administrators will be given a written accounting of sick leave days before the last working day in October.
D. Administrators who have been employed for at least seven consecutive years as an Administrator with the Manville Public Schools shall, upon termination of employment, receive their per diem rate of salary during the last year of employment for accumulated unused sick days to a maximum of twenty-five (25) days.
Administrators who have been employed for at least ten (10) consecutive years as an Administrator with the Manville Public Schools shall, upon retirement, receive their
per diem rate of salary during the last year of employment for accumulated unused sick days to a maximum of fifty (50) days; $5.00 per day for remaining accumulated
unused sick days to a maximum of the next fifty (50) days; and $10.00 per
day for all accumulated unused sick days beyond one hundred (100) days.
In no case shall the payments under this provision exceed $15,000. Payment will be
made between July 1 and July 15 following retirement, if the employee has
notified the Superintendent by November 30 preceding the date of retirement.
Notification after the date of November 30 will result in payment being deferred
until the second July after retirement. An employee giving notification by
November 30 may voluntarily choose to defer payment until no more than
twelve (12) months after the first July 15 after retirement.
A. Administrators shall be entitled to twenty-two (22) vacations days for full year of employment. Administrators hired after July 1, 1998 shall be entitled to the following vacation days:
Year 2 16 vacation days
Year 3 17 vacation days
TENURE 22 vacation days
B. Any Administrator not employed for a full year shall receive prorated vacation benefits.
C. All proposed vacation days for Administrators must be approved by the Superintendent prior to the taking of the days.
D. A maximum of five (5) vacation days may be carried over into the next school year with the prior approval of the Superintendent.
A. Administrators shall receive the following paid holidays when school is closed: New Year’s Day, Day Before New Year’s Day, Martin Luther King’s Birthday ,Presidents’
Day , Good Friday, Easter Monday, Memorial Day, Independence Day, Labor Day,
Columbus Day, Thanksgiving Day and Day After, Christmas Day, Day Before and
Day After Christmas Day
B. Administrators will not be required to report to their respective schools during the Christmas and Easter recess, when school is closed on day other than holidays as defined
above, with the prior approval of the Superintendent.
The NJEA/NJPSA convention days are considered work days unless administrators
attend the convention with the prior approval of the Superintendent.
A. SABBATICAL LEAVES: Administrators shall be eligible for a sabbatical leave of absence for one (1) full year for study, travel, or for other reasons of value to the school system. Any sabbatical leave shall be subject to the following conditions.
1. The sabbatical leave requested must be recommended by the Superintendent and must be approved by the Board.
2. The Administrator has completed at least seven (7) consecutive full years of service in the Manville School System and has not received a leave of absence during the seven (7) years of more than five (5) months.
3. A sabbatical leave may be granted to only one (1) eligible Administrator in any one (1) year.
4. Requests for sabbatical leave must be received by the Superintendent in writing, in such form as he/she may desire, no later than October 31 of the school year preceding the school year for which the sabbatical leave is requested.
5. An Administrator on a sabbatical leave shall be paid fifty percent (50%) of his or her salary for a full year based on the salary he/she would have received had he/she remained on active duty.
6. The salary paid to an Administrator while on sabbatical leave shall be paid in the form of a loan. Said loan shall be considered canceled after completion of two (2) years of administrative service after his/her return from sabbatical leave. The form for such loan shall be mutually agreed on by the Board and the Administrator.
a. An Administrator who has completed only one (1) year of administrative duties after his/her return from a sabbatical leave shall cancel only one- half (1/2) of his/her loan.
b. The above provision shall not apply upon the death or disability of the Administrator returning from a sabbatical leave.
B. TUITION REIMBURSEMENT:
1. The Board will reimburse Administrators up to, but not to exceed the current graduate credit tuition rate of Rutgers University for graduate courses approved in advance by the Superintendent. Such courses shall be for an approved degree, certification or development in a current area of certification. Such courses must be successfully completed with a grade of A or a grade of B to be eligible for 100%
2. Administrators will be reimbursed for tuition within 30 days after transcripts are
tuition reimbursement. Courses completed with a grade of C will be
reimbursed at 80% of the tuition rate.
submitted to the Superintendents’ office.
3. Reimbursement will be made after the certificated staff member submits to the Superintendent a receipted bill and the official transcript or registrars’ grade statement covering the courses taken.
4. The Board will reimburse the Administrator for the cost of a maximum of 12 credits
taken between July 1 of one year and June 30 of the following year. Credit shall
be counted as of the course completion date.
5. Administrators on sabbatical leave shall be eligible for reimbursement under this
Article, in accordance with the same criteria and procedures outlined above except
that they shall receive all payments due them in the October following their return to
the district provided they are still members of the Manville staff on September 30.
A. The Board shall provide a comprehensive major medial plan with no first dollar
benefits. This coverage shall apply to all eligible active administrators and their
dependents. The Board shall pay the full premiums for all eligible active
administrators and their dependents.
The Board will establish a Section 125 account so that the tax-free status of the
health insurance for administrators choosing not to waive insurance is not affected.
Proof of alternative coverage must be provided.
The Board will pay the following amounts to administrators who waive their
The office co-pay for the POS plan shall be $10. The office co-pay for the HMO
will be $10 for the primary care physician and $10 for a specialist.
The deductible for out-of-network medical services for the POS shall be
$100 (administrator) and $250 (family).
B. The Board’s contribution toward the cost of dental coverage shall be up to a maximum of $400 per administrator.
C. The Board will provide disability insurance. Coverage will be provided by Prudential
Insurance Company of America.
D. The Board will establish an Employee Assistance Plan at a cost not to exceed $24.00 per employee per year.
E. The Board shall provide for continuance of group health care insurance after retirement, in the master policies and contracts in force, with insurance premiums paid for by the retiree.
A. This procedure is a means by which an employee may appeal the interpretation, application, or violation of policies, agreements, and administrative decisions affecting him or her, except:
1. A complaint of a non-tenured employee which arises by reason of his/her not being re-employed;
2. A complaint by an employee occasioned by appointment to or lack of appointment to, retention or lack of retention in any position for which tenure is either not possible or not required;
3. Any policy of the Board of Education pertaining to its internal operation;
4. Any matter for which a method of review is prescribed by law;
5. Any rule or regulation of the State Board of Education or Commissioner of Education, but not to the violation, misinterpretation, or misapplication of such a rule or regulation.
6. A performance evaluation and the related merit compensation salary increase.
A grievance to be considered under this procedure must be initiated by the employee within thirty (30) calendar days of its occurrence. All time limits specified are considered maximum; however, they may be extended by mutual agreement in writing.
1. Failure at any step of this procedure to communicate the decision on a grievance within the specified time limits shall permit the aggrieved person to proceed to the next step. Failure at any step of this procedure to appeal a grievance to the next step within the specified time limits shall be deemed to be acceptance of the decision rendered at that step.
2. It is understood that employees shall, during and notwithstanding the pendency of any grievance, continue to observe all assignments and applicable rules and regulations of the Board until such grievance and any effect thereof shall have been fully determined.
3. In the presentation of a grievance, the employee shall have the right to designate any representative or representatives of his/her own choosing to appear with him/her at any level.
4. All meetings and hearings under this procedure shall be conducted in private and shall include only such parties in interest and their designated or elected representatives.
The employee shall discuss it first with his/her immediate superior, in an attempt to resolve the matter informally.
As a result of the discussion and the matter is not resolved to the satisfaction of the employee within five (5) days, he/she shall set forth his/her grievance in writing on a prepared form to the Superintendent specifying:
a. The nature of the grievance and date of occurrence;
b. The nature and extend of injury, loss or inconvenience;
c. The results of previous discussions; and
d. His/her dissatisfaction with decisions previously rendered.
The Superintendent shall communicate his decision to the employee in writing within
five (5) school days of receipt of the written grievance.
If the grievance is not resolved to employee’s satisfaction, he/she may, no later than five (5) school days after receipt of the Superintendent’s decision, request a review by the Board of Education. This request shall be submitted in writing through the Superintendent who shall attach all related papers and forward the request to the Board of Education. The Board, or a committee thereof, shall review the grievance and may at the option of the Board hold a hearing with the employee. The Board shall render a decision in writing within thirty (30) calendar days of receipt of the grievance by the Board or of the hearing with the employee, whichever comes later.
A. The board retains the right to withhold all salary increases for 1 - poor performance,
or 2 - disciplinary reasons, subject to appeal to the Commissioner of Education or to grievance arbitration, respectively.
B. The longevity stipend for any administrator beginning with 15 or more years and annually
thereafter of employment as an administrator in the Manville School District, with an
annual positive performance evaluation will be $1500. This stipend does not affect the
maximum for any listed position
C. There shall be established the following maximums in this bargaining unit effective July 1, 2005.
High School Principal $122,543
High School Assistant Principal/Supervisor of Guidance 100,733
Middle School Principal 115,442
Elementary School Principal 109,950
The maximum salaries will increase annually, effective July, by the percentage rise in CPI-U for the NY/Northern NJ region from April to April, not to exceed 5% as documented in the Wall Street Journal.
D. Administrator salaries shall not be increased beyond the established maximums.
E. There are no minimum salaries established in this bargaining unit. The Board will determine the initial salary of any new employees in this bargaining unit.
F. Salary adjustments shall be as follows:
4.50% for the three (3) eligible administrators on July 1, 2005
4.60% for all administrators on July 1, 2006
4.60% for all administrators on July 1, 2007
The Board agrees to pay a one time market adjustment of $4,000 to the Special Services
Director employed in the Manville School District on July 1, 2005.
A. The Board shall pay the full cost per year per administrator to the New Jersey Principals and Supervisors Association and either the National Association of Elementary School Principals, the National Association of Middle School Principals or the National Association of Secondary School Principals and any organization directly related to an administrator’s position with prior approval of the Superintendent.
A. This Agreement shall be effective as of July 1, 2005 and continue in effect until June 30, 2008.
B. This agreement shall not be extended orally and it is expressly understood that it shall expire on the date indicated unless extended by mutual agreement in writing.
C. IN WITNESS WHEREOF the party hereto has caused this Agreement to be signed by their respective
President and attested by his respective Secretary.
Manville Board of Education Manville Administrators Association
Secretary Secretary Date Date: