TABLE OF CONTENTS
ARTICLE PAGE (S)
I RECOGNITION 2
II NEGOTIATION PROCEDURES 2
III TEACHER RIGHTS 2-3
IV ASSOCIATION RIGHTS AND PRIVILEGES 3-4
V SCHOOL CALENDAR 4
VI TEACHING HOURS AND ASSIGNMENTS 4-7
VII TEACHING CONDITIONS 7-8
VIII TEACHER EMPLOYMENT 8
IX SALARIES 8
X HEALTH BENEFITS 8-9
XI TRANSFERS AND ASSIGNMENTS 9-10
XII PROMOTIONS 10
XIII TEACHER EVALUATIONS AND DISCIPLINE 10-11
XIV PROFESSIONAL DEVELOPMENT 11
XV LEAVES OF ABSENCE 12-17
XVI DEDUCTIONS FROM SALARY 17
XVII MISCELLANEOUS PROVISIONS 17
XVIII GRIEVANCE PROCEDURES 18-20
XIX DURATION OF AGREEMENT 21
SALARY GUIDES 22`
SCHEDULE B-1 23
SCHEDULE B-2 24
SCHEDULE B-3 25
SCHEDULE C-1 26
SCHEDULE C-2 27
SCHEDULE C-3 28
A. The Board recognizes the Association as the majority representative pursuant to the provision of the “New Jersey Employer-Employee Relations Act,” for Teachers, Departmental Coordinators and Departmental Representatives, Guidance Counselors, Librarians, Athletic Trainer, School Nurses, Student Assistance Coordinator, Child Study Team Members, Secretaries, Aides, Bus Drivers, Maintenance and Custodial Personnel employed by the Board but excluding Principals, Vice-Principals, Teaching Principals, Supervisors, Curriculum Coordinator, and the Technology Coordinator.
B. Unless otherwise indicated, the term “Teachers,” when used hereinafter in this Agreement, shall refer to all employees of the Board represented by the Association in the negotiating unit above defined.
C. The Board agrees not to negotiate concerning terms and conditions of employment of the employees identified in Article 1-A hereof with any organization other than the Association for the duration of the Agreement.
A. The parties agree to enter into collective negotiations over a successor agreement in accordance with Chapter 123, P.L. of 1974.
B. The Association shall send a letter of intent to negotiate to the Board of Education on or before October 15. The first meeting between the Board and the Association will be held no later than January 15.
C. The Board agrees, subject to reasonable request, to provide the Association with relevant information which is in the public domain and within the knowledge of the Board.
D. This Agreement incorporates the entire understanding of the parties on all matters which were or could have been the subject of negotiations. During the terms of this Agreement, neither party shall be required to negotiate with respect to any such matter whether or not within the knowledge or contemplation of either or both of the parties at the time they negotiated or signed this Agreement.
E. 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.
A. The Board agrees that it will not directly or indirectly discourage or deprive any teacher in the enjoyment of any rights conferred by the Laws or Constitutions of New Jersey and the United States. The Board will not discriminate against any teacher because of his/her membership in the Association or collective negotiations with the Board or the institution of any grievance under this Agreement and that the rights granted to teachers in this Agreement are in addition to those provided in the above-mentioned laws and constitutions.
B. Nothing contained herein shall be construed to deny or restrict to any teacher or the Board such rights as they may have under New Jersey school law or other applicable laws and regulations.
C. No teacher shall be prevented from wearing the unified teaching professional symbol identifying membership in the Association or its affiliates.
D. Teachers shall maintain the responsibility of determining grades and other evaluations of students within the grading practices of the Haddon Heights school district based on their professional judgment of available criteria pertinent to any given subject area of activity to which they are responsible. However, the administration retains the right to change a grade or evaluation. In the event a change in grade or evaluation is contemplated by the administration, the teacher shall be notified in advance and be given the opportunity to justify the grade prior to the administration taking any action. Administrative changes of any grade or evaluation shall be recorded as such.
E. If for any reason a student is placed on a grade level which (s)he has not earned by passing his/her assigned subjects and receiving a normal promotion, after a review of the circumstances by the Superintendent, the person or persons placing this student on a higher level will place on record a signed statement indicating the reasons that pupil was placed on the next level. This statement of record leaves no doubt where the accountability rests for the move.
ASSOCIATION RIGHTS AND PRIVILEGES
A. The Board agrees to make available to the Association in response to reasonable requests from time to time information in the public domain.
B. Whenever any representative of the Association or any teacher is required by the Board to participate during working hours in grievance procedures or meetings, (s)he shall suffer no loss in pay.
C. Representatives of the Association, the New Jersey Education Association, and the National Education Association shall be permitted to transact official Association business on school property at all reasonable times subject to administrative approval and provided that this shall not interfere with or interrupt normal school operations.
D. The Association and its representatives shall have the privilege of using school equipment and/or buildings for after-school use. The building principal will retain the right to regulate the after-school use of equipment and buildings and will designate the time and place of meetings within the building so as not to interfere with
other scheduled activities. The Association shall be responsible for payment of extra janitorial service and service costs in accordance with Board policy. E. The Association shall have, in each school building, the use of a bulletin board in each faculty lounge. Should the administration object to any posted material, the Association agrees, after being informed, that it shall be removed.
F. The Association shall have the use of school mailboxes. Placement will be made by the authorized representative of the Association or his/her designee. Material placed in mailboxes shall bear the name of said representative or of the Association. A copy of all material placed in mailboxes shall be submitted to the building principal.
G. Exclusive Rights - The rights and privileges of the Association and its representatives as set forth in this Agreement shall be granted only to the Association as the exclusive representative of the teachers, and to no other organization.
H. The President of the Association shall be relieved of all non-teaching duties before and after school such as, but not limited to, bus duty, detention duty and hall duty.
A. The regular teacher work schedule, on a ten (10) month basis, shall consist of a maximum of one hundred eighty-six (186) days of which no more than five (5) shall be non-pupil contact days. The non-pupil contact days shall be one (1) orientation day immediately preceding the student calendar, one (1) record day immediately following the student calendar, and three (3) in-service days incorporated within the publicized student calendar. At the discretion of the Superintendent, in-service days may be replaced by pupil contact days, if needed.
B. The Board, through its Superintendent, will seek the views of the Association, through its President, concerning vacation and holidays before adoption of the school calendar; however, the Board reserves the right to make final decision on the calendar.
TEACHING HOURS AND ASSIGNMENTS
A. The Board and the Association recognize and agree that the teacher’s responsibility to the students, community, and profession generally entails a performance of duty and the expenditure of time and service beyond classroom duty hours.
B. The number of working hours required of secondary teachers per day may be less than but not more than seven hours and fifteen minutes. The maximum number of working hours required of elementary teachers per day may be less than but not more than six hours and forty-five minutes.
As per a Superintendent approved schedule, these hours will include fifteen minutes prior to the beginning of the first assigned duty and fifteen minutes after the last assigned duty except when the teacher is required to attend after school educational meetings. All teachers are expected to be in the building during their assigned prep period. Under certain circumstances teachers may leave the building during the prep period with prior approval from the principal, provided they indicate how they can be reached in case of emergency.
A part-time teacher on the secondary level shall be defined as a teacher with less than or equal to twenty (20) administratively assigned periods/duties per full school week.
A part-time teacher on the elementary level shall be defined as a teacher with less than or equal to twenty-two (22) hours per full school week.
The working hours of one session kindergarten teachers will be a minimum of seventeen and one-half (17-1/2) hours per full school week. These hours will include fifteen (15) minutes prior to the start of the session, fifteen (15) minutes after the close of the session, and a fifteen (15) minute preparation period per day.
The hours of other part-time elementary teachers, other than one session kindergarten teachers, will include fifteen (15) minutes prior to the first assigned duty and fifteen (15) minutes after the last assigned duty and an average of a fifteen (15) minute preparation time for each work day per week.
Elementary school teachers will be required to attend two evening conferences each year that will not extend later than 8:30 p.m. Two daytime conferences will also be scheduled with students having a half-day session on those days.
C. The Board agrees that, except for an emergency, elementary classroom teachers shall have a forty-five (45) minute duty-free lunch period and junior and senior high school teachers shall have a duty-free lunch period which is no less in duration than that of secondary students, but not less than twenty-five (25) minutes, including passing time. All part-time elementary teachers who work full days as assigned by the administration will have a forty-five (45) minutes duty free lunch on these days.
Elementary teachers may leave the building during their duty-free lunch period, provided they indicate where they can be reached in case of emergency. Secondary teachers may leave the building during their preparation periods, provided they indicate where they can be reached in case of emergency.
D. Teachers may be required to remain after the end of the regular work day for the purpose of attending faculty or other professional meetings. Such meetings shall begin no later than fifteen (15) minutes after the student dismissal time and shall run no more than seventy-five (75) minutes. If a meeting will last longer than thirty (30) minutes beyond the close of school, a notice of such meeting and the agenda for the meeting shall be distributed twenty-four (24) hours in advance except in emergency situations. Teachers may have the opportunity to suggest possible agenda items for consideration by the principal prior to the distribution of the agenda. The presence or absence of teacher-suggested items in no way limits the principal’s right to develop the agenda as the principal deems fit. No part-time teacher will be required to attend after school faculty meetings. If the part-time teacher chooses not to attend the meeting, (s)he is responsible for any information or requirements presented at the meeting.
E. Regular school faculty meetings shall be limited to two (2) days per month except in case of emergency.
(1) At the elementary level, there shall be no more than one principal called meeting per month. There may also be no more than one meeting per month related to curriculum and staff development, and grade level articulation.
(2) A schedule of necessary meetings and the appropriate agenda of such meetings will be established by the assistant superintendent or curriculum coordinator in conjunction with a staff development committee consisting of elementary teaching staff.
F. Full day in-service hours will begin at 8:00 AM and end by 1:30 PM with two breaks that are consistent with the parties’ practice.
The afternoon session for teachers on a student half day shall commence at least one (1) hour after student dismissal and end at 3:00 PM except for the one (1) session days preceding the Thanksgiving and winter recesses.
All part-time teachers who attend in-service meetings over and above their normal working hours, as requested in writing by the Superintendent/principal, will be paid 1/200 x 1/7 of their base pay per hour after submitting the appropriate voucher. Attendance at such meetings is recommended but not compulsory.
G. The Association representative shall have the opportunity to make brief announcements pertaining to Association business at the conclusion of the principal’s agenda.
H. Schools shall be closed at the end of the work day on the day immediately preceding Memorial Day, Thanksgiving Day, winter vacation, and spring vacation, and faculty or education meetings which require the attendance of teachers on those days except in emergency, shall not be called.
I. Elementary classroom teachers shall not be required to be present when specialist teachers, such as teachers of art, physical education, music, etc., are working with their students during the normally scheduled rotation time. This normally scheduled rotation time is to be considered preparation time by the teacher so relieved. Whenever Kindergarten teachers have a “Specials Teacher” in their classroom, they may leave the classroom as long as the Specials teacher remains in the classroom, for up to a maximum of fifteen (15) minutes. Elementary school teachers, including specialist teachers and all part-time teachers who are assigned a full day shall receive preparation time of not less than thirty-five (35) consecutive minutes per working day. However, when special projects and trips occur during the school day, the regular teacher must accompany his/her class to assist in supervision with the special teacher, except during his/her regularly scheduled preparation time.`
In the junior/senior high school, a normal pupil contact time of six (6) periods per day, or an equivalent, thirty (30) periods per week, shall prevail. Deviations may occur only in the case of experimental programs or where special temporary conditions apply.
J. Teachers, other than paid advisors, who chaperone dances after school hours which are sponsored by the school will be paid fifteen dollars ($15.00) per teacher, per dance. All of the extra hour assignments will be handled on a volunteer basis. Those assignments where no one volunteers will be assigned on a rotating, equal basis.
K. The Board agrees to compensate teachers for coaching, directing or sponsoring those extra-curricular activities which have been approved by the Board. Extra-curricular activities include those activities not specified as part of the teaching and duty assignments scheduled in the regular work day, work week, or work year as defined in the agreement. Said extra-curricular activities and the compensation for same are set forth in Schedules B and C attached hereto and made a part hereof. These schedules are adopted with the understanding that the activity will be conducted except in cases where circumstances beyond the control of both parties make it impossible to conduct the activity.
L. Automobile Insurance. Whenever an employee’s vehicle is damaged in a collision, accident or through vandalism that occurs in the course of the authorized use of the vehicle for school purposes, the district shall reimburse the employee only the deductible portion of the employee’s automobile insurance coverage, up to a maximum of $500.00.
Employees who use their cars for school business must have their vehicle insured in the amounts statutorily required by the State of New Jersey.
M. Travel Payment. A rate equal to the maximum allowed by the IRS regulations will be paid teachers who are required to use their personal automobiles for authorized travel.
N. Teachers shall be given written notice of their assignments not later than August 1st. The administration may alter, modify, or change such assignments in the event of unusual circumstances or emergencies, and shall notify the teacher affected by such changes promptly in writing.
O. Whenever practical, in the sole judgment of the Superintendent, junior and senior high school teachers shall not be required to teach more than two (2) major subject areas -- (such as mathematics and English).
P. If preparation for more than three courses of study is required, the Superintendent/Principal will notify the teacher by letter prior to the start of school.
Q. Every effort will be made to assign teachers in grades 7 through 12, to no more than four (4) consecutive periods, excluding lab periods.
R. The practice of using a regular teacher as a substitute, during his/her preparation period, shall not become excessive.
The Board of Education will employ substitute teachers for teachers assigned to four (4) or more regular class teaching periods. In emergencies, when a substitute is not available, the administration may assign teachers from other duties such as departmental coordinator, in-school suspension, lunch duty and library duty. Assigned staff preparation periods are to be used for coverage only as a last resort. Teachers who are required to substitute during a preparation period, participate in curriculum work and /or revision, or participate in IEP meetings after school or in the summer shall be compensated $30.00 per period. This rate of reimbursement shall increase to $31.00 for the 2011-12 school year. All teachers will be entitled to receive additional compensation by mutual agreement between the teacher and the Superintendent in the amount of $5,000 per school year and $2,500 per semester for any additional course taught above their normal course load as outlined in the contract. Such compensation shall be included as part of the staff member’s pensionable salary. All positions will be advertised to the appropriately certified staff.
S. When special teachers are absent in the elementary school, substitutes will be provided. Such substitutes will be provided from the pool in normal use in the district, without regard to the specific qualifications of the specialist being replaced. Only in the event that no substitute is available for special teachers will the classroom teacher cover.
T. The Athletic Trainer’s job will commence on August 15th and end on June 15th. His/Her first paycheck will be the last working day in August. During the fall and spring sports seasons, the Athletic Trainer shall begin the work day (Monday through Friday) no sooner than 11:00 a.m. During the winter sports season, the Athletic Trainer shall begin the work day no sooner than 1:00 p.m. The Athletic Trainer may be required to work weekends and certain holidays, and to report prior to the above stated hours for specific circumstances such as playoff games, tournaments or other events as determined by the Athletic Director.
A. Class Size. It is recognized by the Board that pupil-teacher ratios an important aspect of an effective educational program. The Board agrees to work toward an instructional classroom size as deemed administratively feasible.
B. Teachers shall not be required to collect monies from students, nor shall they be required to be responsible for the posting of the daily absences in the New Jersey attendance register.
C. Teachers shall not be required to drive students to activities from the school building; however, an assigned advisor must accompany students on any school sponsored trip.
D. If a teacher is working under conditions which said teacher considers unsafe or unhealthy, said teacher shall first discuss this with the building principal and, if unsatisfied, is entitled to institute a grievance.
E. The Board shall continue its efforts to keep the schools reasonably and properly equipped and maintained. The Board will make every effort to provide a secure and private telephone for faculty use for school business.
F. In the event a building is ordered evacuated as a result of a bomb scare, teachers shall not be required to return to the building until the police determine that it is safe to re-enter.
A. Credit for up to fifteen (15) years for previous outside teaching experience shall be considered in determining the salary level upon initial employment. Additional credit, not to exceed four (4) years for military experience or alternative civilian service required by the Selective Service System and credit not to exceed two (2) years for Peace Corps, VISTA, or National Teacher Corps work or time spent on a Fulbright Scholarship, shall be considered in determining the salary level upon initial employment.
B. Each Haddon Heights teacher shall continue to be placed on the proper level of the salary schedule.
Teachers shall be given written notice of their contract and salary status no later than May 15th.
A. The salaries of all teachers covered by this Agreement are set forth in Schedule A which is attached hereto and made a part hereof.
B. Teachers employed on a ten (10) month basis shall be paid in twenty (20) equal semi-monthly installments.
C. Checks will be available or mailed to teachers no later than the last day of June.
D. A summer pay plan shall be available to all personnel.
E. Direct deposit of pay checks shall be available to all personnel.
The Board of Education, for the duration of the contract, will pay for preferred provider dependent coverage under the Horizon Blue Cross/Blue Shield at the rate of 100% or equivalent plan/coverage mutually investigated and agreed upon. If an employee elects a medical insurance plan other than the preferred provider plan, the employee shall be responsible for the payment of the difference between the two premiums. This shall be collected by the Board of Education through payroll deduction pro-rated per pay period.
B. The Board of Education, for the duration of the contract, will reimburse for family coverage of dental work, in accordance with the guidelines/procedures in the dental agreement developed jointly by the Board of Education and the HHEA. This agreement will be self-sustaining and the amount to be reimbursed is in accordance with the provision of said agreement.
C. The Board reserves the right to change insurance carriers as long as substantially similar benefits are provided. The Association agrees that should there by any changes in the medical or dental benefits with the Haddon Heights Education Association, either party may reopen negotiations on these specific benefits.
D. An employee who is eligible for dependent coverage may elect not to obtain dependent health insurance coverage through the Board of Education. The employee shall notify the Superintendent of his/her election to opt-out of coverage by May 1 of each year. An employee’s election shall be effective September 1. At the time of election, the employee shall sign a disclosure notice evidencing that any monies received are non-pensionable; taxable; subject to withholding taxes; understanding the risk of non-coverage; and such other notices and/or disclaimers as deemed required by the Board of Education. If an employee elects to opt-out of coverage, the employee may obtain coverage at a later date, when eligible, as defined by the health insurance plan and regulations then in effect. If an employee elects to opt-out of coverage, the following allowances will be granted:
an employee opting out of family coverage and retaining no coverage will receive $4,000.
If an employee re-enters the plan before twelve (12) months have elapsed from the selection to opt-out, the employee shall reimburse the Board for the payment received on a pro-rata basis. This reimbursement will be by payroll deduction. Payment to the employee will be in two (2) payments, with one payment on December 30 and the second payment on June 30.
If retaining single coverage, the employee will receive $2,000.
an employee opting out of husband/wife coverage and retaining no coverage will receive $3,000. If retaining single coverage, the employee will receive $1,500.
an employee opting out of parent/child coverage and retaining no coverage will receive $2,000. If retaining single coverage, the employee will receive $1000.
E. Family coverage will be made available to only one member of a married Haddon Heights couple. The other member may select single coverage or opt out of coverage. Two currently married Haddon Heights employees (as of July 1, 2006) may retain dual family coverage if so covered as of this date. All new single employees must select Direct Access as their base plan without cost.
TRANSFERS AND ASSIGNMENTS
A. A notice of the vacancy in all existing teaching, extracurricular or newly created positions shall be posted on all office bulletin boards in each school, within fifteen (15) days after the vacancy can be made known as determined by the Superintendent of Schools, giving due consideration to transfer, upgrading, retirement and/or subject assignments. If a vacancy occurs when school is not in session, the Superintendent will notify the association officers and duly elected representatives in writing, by mail or phone and shall be posted on all bulletin boards and on the district website within fifteen (15) days.
B. A teacher who desires a change in grade and/or subject assignment or who desires to transfer to another building, may file a written statement of such desire with the Superintendent not later than March 1st. Such statement shall include the grade and/or subject to which the teacher desires to be assigned and the school or schools to which the teacher desires to be transferred in order of preference. C. Notice of involuntary transfer or assignment must be sent, in writing, to the teacher as soon as practical and, except in cases of emergency, two weeks before students’ last day of school in June and the reason for the change in assignment or school location will be discussed in a meeting between the teacher involved and the building principal and/or Superintendent, where applicable.
A. A notice of vacancy in the following promotional positions shall be sent to and posted in each school and a copy shall be sent to the Association thirty (30) days before the final date when applications must be submitted: Department Coordinators, Vice-Principals, Principals, Supervisors, Superintendent of Schools, and also the vacancies in the evening and summer schools.
B. Teachers who desire to apply for such vacancies shall submit their applications in writing to their building principal within the time limit specified in the notice. When the vacancy described in the notice is filled, the principal may destroy all applications for said position.
C. A teacher within the system shall be notified of not being appointed to the applied position.
TEACHER EVALUATIONS AND DISCIPLINE
A. All classroom evaluations/observations of a teacher shall be made openly and with the knowledge of a teacher.
B. Following an observation/evaluation of a teacher’s performance, a written report shall be made within five (5) school days. If a teacher disagrees with the observation/evaluation, (s)he may indicate, under his/her signature, a statement indicating the specific reference in which there is disagreement. This shall become part of the teacher’s official record. The signature of the teacher signifies that (s)he read the observation/evaluation and made comments.
C. No teacher shall be disciplined, reprimanded, reduced in rank or compensation or deprived of any professional advantage without due process. Any such action asserted by the Board or any agent or representative thereof shall be made public only at the request of the employee and shall be subject to the grievance procedure herein set forth. Any dismissal or suspension shall be considered a disciplinary action and shall at the option of the employee be subject to the grievance procedure.
D. Copies of any signed complaints regarding an employee made officially in writing to the Board or Administration by any parent, student or other person which are used in any manner in evaluating an employee shall be promptly discussed with and forwarded to the employee. The employee shall be given an opportunity to address such complaints.
E. The employee’s official personnel file in the administration building shall be the official record. A copy of any document placed in the teacher’s personnel file shall be discussed with and forwarded to the teacher prior to placement in his/her file. The employee has the right, once a year, to view with the Superintendent his/her individual personnel file under reasonable conditions set by the Superintendent.
The employee retains the right to petition to remove any documents from his/her file, excluding formal observations and evaluation reports. Such petition to remove documents may be submitted to the grievance procedure.
Professional Development. The Board of Education will refund to teachers the tuition cost of in-service college courses taken under the following conditions:
A. Prior to taking any course, that course must be approved by the Superintendent, by the submission of the tuition reimbursement form.
B. The course may be at either the graduate or undergraduate level of credit, provided the course is not essentially a repetition of one previously taken.
C. The course must be in, or closely related to, a subject area in which the teacher is already fully certified, unless it is a graduate course in the area of administration and/or supervision.D. The course must have been taken while the teacher was in the employ of the Board.
E. During the 2009-2010 school year, the Board will fully refund the cost of tuition, course textbooks and student fees, to a maximum of $1,600.00 for not more than nine (9) semester hours credit for any one teacher in a single twelve (12) month period. The maximum reimbursable amount shall be increased to $3,000.00 beginning with the 2010-2011 school year. For 2009-2010 only, the cost exceeding $1600.00, for any course taken in the 2008-09 school year, up to a maximum of $800.00, may be carried over for payment in the 2009-2010 year. Such refunds will be made in the fall for course(s) taken the preceding 12 months (September 1 - August 31), to teachers still in the Board’s employ, upon presentation to the Superintendent, on the approved tuition reimbursement form, receipted tuition bills and transcript of credit. All receipts must be turned into the Board by September 5th of the reimbursement year. Reimbursement will be made by October 15th . Graduate course grades must be an “A” or “B” for reimbursement.
The Board’s total obligation to the Association of this benefit shall not exceed $15,000.00 for each contract year. Reimbursement to an employee shall be pro-rated based upon the employee’s costs compared to the total costs submitted by all employees, so that the Board’s obligation is not exceeded in any one contract year.
F. Teachers who take college courses for credit while in the employ of the Board shall have the transcripts of credit recorded in their files in the Superintendent’s office.
G. In special cases, where the Board may wish to have a teacher become certified to teach a particular subject for which no one on the staff is qualified, or may wish to have a teacher take a specific kind of training course to meet some need of the school, it will pay the full expense of such training.
LEAVES OF ABSENCE
A. Sick Leave. All teachers under contract shall be entitled to ten (10) days sick leave each school year as of the first official day of said school year whether or not they report for duty on that day. Unused sick leave days shall be accumulated from year to year with no maximum limit.
Whenever a teacher’s absence due to personal illness exceeds the annual sick leave and accumulated sick leave days, the Board of Education may, in its discretion, permit additional days for an extended illness on a case by case basis during which time the cost of employing a substitute will be deducted from the teacher’s salary in accordance with N.J.S.A. 18A:3-6. In the case of employees whose term of employment is, for any reason, less than a full school year, the sick leave entitlement may be granted at the discretion of the Board of Education which shall be calculated at one (1) day per month or major fraction of a month of actual employment.
Additional leaves of absence without pay may be granted at the discretion of the Board of Education. Sick leave referred to herein will be defined in applicable New Jersey Statutes now or hereafter in effect. A committee of representatives for the Board of Education and Haddon Heights Education Association will meet to mutually develop the terms and language for a Sick Day Bank.
A teacher who has ten (10) years’ service in the Haddon Heights School District and retires from the school district after June 30, 1992, shall be reimbursed in the amount of $45 per day in the year of retirement for accumulated unused sick days. This reimbursement will be made for each day of accumulated sick leave to a maximum of 200 days with the first fifty (50) days being deductible so that the maximum number of days for which reimbursement will be made is 150 days. Employees would become eligible for this benefit only upon reaching retirement age and conditions as established by the New Jersey Teachers’ Pension and Annuity Fund. In the event of the death of an eligible employee before retirement, the payment would be made to the employee’s estate or specified beneficiary. Staff members who retire by June 30, 2011, will receive an additional twenty (20) days added to their cap for reimbursement at the rate of $45.00 per day.
B. Personal Leave of Absence. The Board realizes that emergencies other than illness occasionally make it necessary for teachers to be absent from school. The Board establishes the following list as maximum days teachers may be absent for other acceptable reasons during a school year and is therefore not accumulative, except for paragraph 5 of this section.
(1) An allowance of up to five (5) days leave shall be granted for the death of a father, mother, spouse, child, brother, sister, mother-in-law, father-in-law, son-in-law, daughter-in-law, maternal/paternal grandparents. This leave shall be consecutive and commence no later than the day following the death without prior approval of the Superintendent or within ninety (90) days of death with prior approval of the Superintendent.
(2) An allowance of up to three (3) days leave shall be granted for the death of another relative. This leave shall be consecutive and commence no later than the day following the death without prior approval of the Superintendent or within thirty (30) days of death with prior approval of the Superintendent.
(3) An allowance of up to three (3) days leave may be granted for illness of spouse or dependent child or serious illness of father, mother, brother, sister, mother-in-law, father-in-law, son-in-law, daughter-in-law, maternal/paternal grandparents.
(4) Leave will be granted for the full time that a teacher participates in jury duty.
(5) An allowance of up to three (3) days leave with prior approval by the Superintendent shall be granted for reasons of a personal nature. These days are for personal business which cannot be handled outside of school hours. If the reason for personal business is considered by the teacher to be of such a confidential nature the reason for requesting the personal business day may be submitted directly to the Superintendent for consideration. Any unused personal days shall be converted to sick days.
(6) Educational leave may be granted with prior approval of the Superintendent for:
(a) Attendance at conference for professional improvement.
(b) Representing the Haddon Heights School District and/or teaching profession at civic, public or educational meetings.
(c) Visiting other school for self-improvement.
(d) Serving on evaluation committees.
For the protection of the employee and for proper payroll accounting and audit, every absence must be accounted for in writing and reported to the Superintendent on the proper form. Absences not covered by any of the above provisions will cause salary reductions at the rate of 1/200th for each day’s absence.
C. Maternity Leave/Parental Leave
(1) A pregnant teacher may apply for a leave of absence. Upon request, such leave shall be granted prior to the anticipated date of birth and may continue for a reasonable period of time to a specific date following birth as set forth herein or in accordance with Board Policy. A pregnant teacher shall be entitled to use sick leave pursuant to the provisions of the negotiated agreement and in accordance with the Family Leave Act for pregnancy related illness or disability. Any leave of absence granted hereunder shall be without pay or benefits unless such pay and/or benefits are specifically provided in this Article or the Family Leave Act for pregnancy related illness or disability.
Maternity leave shall be subject to the following conditions:
(a) A teacher shall notify the Superintendent of her pregnancy as soon as it is medically confirmed but not later than 120 days before the anticipated date of birth.
(b) A request for maternity leave shall include a statement from the physician confirming the pregnancy and anticipated date of birth. The request shall also state whether the leave requested is without pay and/or benefits; sick leave for maternity related disability or illness; or pursuant to the Family Leave Act.
(c) A teacher is entitled to use sick leave for pregnancy related illness or disability for the time period which shall not commence prior to twenty (20) days before the anticipated date of birth and shall terminate no later than twenty (20) days subsequent to the date of birth. If a teacher has insufficient sick leave to cover the period prior to twenty (20) days before through twenty (20) days subsequent to the date of birth, then the leave shall be without pay or benefits unless contrary to the Family Leave Act.
(d) Any teacher seeking a leave of absence hereunder shall apply to the Board for said leave to begin at any time prior to birth. At the time of application, the employee 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 will require a certificate from a physician in support of the requested leave dates. The physician’s certificate is subject to agreement by the Board’s physician.
Where medical opinion is supportive of leave dates requested, such leave will be granted except that the Board may change the requested dates upon finding that the granting of a leave for those dates would interfere with educational continuity and provided that such date change by the Board is not medically contra-indicated.
The commencement or termination of such dates may be further extended or reduced for medical reasons upon application to the Board. The Board will require a certificate from a physician in support of this request. The physician’s certificate is subject to agreement by the Board’s physician. Such extension or reduction will be granted for a reasonable period of time except that the Board may change the requested date upon finding that such extension or reduction would interfere with educational continuity and that such date change by the Board is not medically contra-indicated.
(e) Unless a different date is specifically permitted under this Article or the Family Leave Act, the termination date of a leave of absence hereunder shall be September 1st or the beginning of the second semester only. Notification of intent to return from Maternity Leave, or resignation, shall be made in writing to the Superintendent of Schools sixty (60) days prior to the scheduled termination of the leave of absence. Teachers returning to employment in September shall give notice to the Superintendent no later than April 15th prior thereto. Failure to notify of intent to return as specified herein will be deemed a waiver by the teacher of her right to return to duty.
(f) After the fifth month of pregnancy, the teacher shall furnish the Superintendent, every thirty (30) days, with a certificate from her attending obstetrician or gynecologist stating that she is physically capable of performing the duties of her position.
(g) A statement from a physician certifying that the teacher is physically able to return to duty shall be furnished to the Board before a teacher is permitted to return from maternity leave.
(h) Notwithstanding the language herein, a request for a finding by a principal or other administrator that the teacher’s pregnancy interferes with the performance of her duties shall be documented in writing and referred through the Superintendent to the Board of Education. The Board may require the teacher to submit to a medical examination by a physician selected by the Board. The Board shall, upon recommendation of the Superintendent and within its discretion, make a determination as to the ability of the teacher to perform her duties.
(i) Notwithstanding the language herein, a request for a finding by a principal or other administrator that the teacher’s condition after return from childbirth or pregnancy related illness or disability interferes with the performance of her duties shall be documented in writing and referred through the Superintendent to the Board of Education. The Board may require the teacher to submit to a medical examination by a physician selected by the Board. The Board shall, upon recommendation of the Superintendent and within its discretion, make a determination as to the ability of the teacher to perform her duties.
(j) Any leave of absence granted a non-tenured (probationary) teacher hereunder may not be extended beyond the end of the contract school year in which the leave is obtained.
(k) Except as provided herein, no teacher shall be barred from returning to duty after the birth of her child solely on the grounds that there has not been a time lapse between the birth and her desired date of return.
(l) Time spent on maternity leave shall not count towards fulfillment of time requirements for acquiring tenure, nor shall it count toward placement on the salary guide or for seniority or leave accrual of any sort.
(m) All benefits to which teachers were entitled at the time the leave hereunder commenced and which are still available to teachers at time of return, including unused accumulated sick leave and credits toward sabbatical eligibility, shall be restored to teachers returning from leave hereunder; and they shall be assured their original position or similar position within their area of interests, abilities and training following completion of leave hereunder, provided they notify the Superintendent of Schools of their interest to return prior to February 1st.
(2) A tenured teacher may request a parental leave of absence. Any leave of absence granted hereunder shall be without pay and/or benefits unless such pay and/or benefits are specifically provided in this Article or the Family Leave Act. Parental leave of absence is limited to the following circumstances and conditions:
(a) Any tenured teacher who adopts an infant may receive a leave without pay and/or benefits for up to one year for the purpose of caring for the infant. The leave shall commence upon receiving de facto custody of the infant or sooner if necessary to fulfill the requirements for the adoption.
(b) Any tenured teacher may receive a leave without pay and/or benefits for up to one year for a serious, chronic illness of a child, spouse or dependent parent or dependent sibling.
(c) Any tenured teacher who becomes a biological parent may receive a leave without pay and/or benefits of up to one year for the purpose of caring for the infant.
(d) The Board reserves the right to set the term of the leave requested hereunder within reasonable limits in the best interest of the schools.
(e) A teacher shall notify the Superintendent of his/her request for leave hereunder no later than 120 days before the anticipated start of such leave.
(f) Time spent on parental leave shall not count towards fulfillment of time requirements for acquiring tenure, nor shall it count toward placement on the salary guide or for seniority or leave accrual of any sort.
(g) All benefits to which teachers are entitled at the time the leave hereunder commenced and which are still available to teachers at time of return, including unused accumulated sick leave and credits toward sabbatical eligibility, shall be restored to teachers returning from leave hereunder; and they shall be assured their original position or similar position within their area of interests, abilities and training following completion of leave hereunder, provided they notify the Superintendent of Schools of their interest to return prior to February 1st.
D. Extended Leaves of Absence. Occasionally, it is necessary for teachers to be absent for long periods of time, generally as a result of emergencies or other circumstances beyond the control of the teacher. Extended leaves may be granted for the following circumstances and with the following conditions:
(1) Leave for military reasons, up to ninety (90) days will be granted by the Board as ordered by action of the Adjutant’s General’s Office to any regular employee who is a duly qualified member of the reserved components of the armed forces and who is called into temporary active duty, provided such obligation cannot be fulfilled on days when work is not scheduled. During leave for military reasons, employees shall receive their regular salary in addition to any salary that they receive from the state or federal government. Tenure, pension, and other employment rights of employees who shall enter active military service shall be protected as set forth in Title 18A:6-33 et seq. and the Public Laws of 1944 Chapter 226 as amended.
(2) Other leaves of absence, without pay and benefits, may be granted by the Board which, in its opinion, are for good reasons.
(3) Any leave of absence granted a non-tenured (probationary) teacher hereunder may not be extended beyond the end of the contract school year in which the leave is obtained.
(4) All benefits to which teachers were entitled at the time the leave hereunder commenced and which are still available to teachers at time of return, including unused accumulated sick leave and credits toward sabbatical eligibility, shall be restored to teachers returning from leave hereunder; and they shall be assured their original position or similar position within their area of interests, abilities and training following completion of leave hereunder, provided they notify the Superintendent of Schools of their interest to return prior to February 1st.
E. Sabbatical Leave of Absence. Upon recommendation of the Superintendent of Schools, an educational sabbatical leave may be granted to a certified member of the staff, within his/her field of study, by the Board subject to the following conditions:
(1) Requests for sabbatical leave must be received by the Superintendent, in writing, in such form as may be required by the Superintendent. Such requests must be in the hands of the Superintendent no later than October 31st of the fiscal year preceding the school year for which the sabbatical leave is requested.
(2) The applicant must have completed at least eight (8) consecutive full school years of service in the school district of Haddon Heights.
(3) Payment for sabbatical leave is granted on the following basis:
(a) One-half (½) of the annual contracted salary will be granted for a full year’s leave for study. (Two (2) semesters of schooling)
(b) One-fourth (1/4) of the annual contracted salary will be granted for one (1) semester, one-half (½) year of study.
(4) The beneficiary will agree to return to the school district of Haddon Heights for four (4) full years of employment on the appropriate salary level following the leave except in the event of the death or serious illness of the beneficiary. If the beneficiary of the sabbatical leave does not fulfill the return agreement to the school district of Haddon Heights, the beneficiary will be obligated to reimburse the Board of Education for the salary received during the sabbatical leave although service credit will be granted according to the following plan:
% of salary to be reimbursed to the Board of Education:
2 full years of service 100% of salary received
3 full years of service 40% of salary received
4 full years of service 20% of salary received
(5) To the extent feasible, with due regard for the interests of the school program, teachers returning to work after a sabbatical leave shall be offered the same or a similar position.
(6) A sabbatical year will be considered as a year of teaching experience in determining the individual’s salary.
(7) Upon the recommendation of the Superintendent, the Board will grant no more than one (1) sabbatical leave per year.
(8) Any staff member is entitled to only one (1) sabbatical leave during his/her tenure in the Haddon Heights School District. A second sabbatical may be granted only for an individual matriculating in a doctoral program.
(9) A written report to the Superintendent will be required upon return from the sabbatical.
DEDUCTIONS FROM SALARY
Authorized payroll deductions from salary may be made for any of the following reasons:
A. Contribution to tax sheltered annuity programs determined by the Board and Association as authorized by the employee.
B. Disability insurance company.
C. The annual dues for the Haddon Heights Education Association, Camden County Education Association, New Jersey Education Association, National Education Association, or any one or any combination of the above as said teachers individually and voluntarily authorize the Board to deduct.
D. Employee contributions to credit union programs determined by the Board and Association, as authorized by the employee.
A. The Board and the Association agree that there shall be no discrimination against any teacher.
B. If any provision of this Agreement shall be found to be contrary to law, that portion of the provision shall be considered void, but all other provisions and portions of the provision not voided shall continue to be in full force and effect.
C. Copies of this Agreement shall be printed at the expense of the Board and presented to all teachers employed by the Board.
A. Definition. A “grievance” shall mean a complaint by an employee or group of employees that there has been to him/her or them, or to the Association an inequitable, improper, or unjust application, interpretation, or violation of Board policy, this Agreement, or an administrative decision.
B. Purpose. The purpose of this procedure is to provide a means for those employees covered by this contract to process complaints. It is agreed that these proceedings will be kept confidential.
(1) The number of days indicated at each level of the grievance procedure shall be considered as a maximum and the parties shall attempt to expedite the process wherever possible.
(2) In the event a grievance is filed at such time that it cannot be processed through all the steps in this grievance procedure by the end of the school year, the time limits set forth herein may be reduced by mutual agreement of the parties.
(3) Failure at any step of this procedure to communicate the decision 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 be deemed to be waiver of further appeal of the decision.
(4) It is understood that an employee grievant shall, during and notwithstanding the pendency of any grievance, continue to observe all assignments and applicable regulations of the Board until such grievance and any effect thereof shall have been duly determined.
(5) A grievance to be considered under the procedure must be initiated by the grievant (the employee or the Association) within fifteen (15) working days from the time when the grievant knew of its occurrence.
(6) The grievant shall initiate the grievance by first discussing it with the principal (or immediate superior or coordinator, if applicable) in an attempt to resolve the matter, informally, at that level.
(7) If, as a result of the discussion, the matter is not resolved to the satisfaction of the employee within fifteen (15) working days, the teacher and his/her representative shall set forth the grievance in writing, within fifteen (15) working days, to the principal, specifying:
(a) The nature of the grievance.
(b) The nature and extent of the injury or loss.
(c) The results of previous discussions.
(d) The dissatisfaction with decisions previously rendered.
The principal shall communicate the decision to the employee in writing within fifteen (15) working days of receipt of the written grievance.
(8) The employee grievant, no later than fifteen (15) working days after receipt of the decision of the principal or other immediate supervisor, may appeal the decision to the Superintendent of Schools. A copy of the written grievance and written decision shall be properly referred to the Association at each step of the grievance procedure.
(9) The Superintendent shall attempt to resolve the matter as quickly as possible, but within a period not to exceed fifteen (15) working days from the receipt of the appeal. The Superintendent shall communicate the decision in writing to the employee grievant, to the Association, and to the principal or other immediate supervisor.
(10) If the grievance is not resolved to the grievant’s satisfaction, the grievant, not later than fifteen (15) working days after receipt of the Superintendent’s decision, may request a review by the Board. The request shall be submitted in writing through the Superintendent who shall attach all related papers and forward the request to the Board. The Board, or a committee thereof, shall review the grievance. Except for:
(a) Any matter for which a specific method of review is prescribed and expressly set forth by law or any rule or regulation of the State Commissioner of Education; or
(b) A complaint of a non-tenured teacher which arises by reason of not being reemployed; or
(c) A complaint by any certificated personnel occasioned by appointment to, retention in or lack of retention in, any position for which tenure either is not possible or not required.
The Board, at its option, shall hold a hearing with the employee grievant and render a decision in writing and forward copies thereof to the grievant and to the Association fifteen (15) working days of receipt of the appeal, or if a hearing is granted, within fifteen (15) working days of the date of the hearing. The referred to hearing, if granted, shall be held within a reasonably expeditious time after receipt of the appeal notice.
(11) If the decision of the Board does not resolve the grievance to the satisfaction of the employee grievant and grievant wishes review by a third party, grievant shall so notify the Association within fifteen (15) working days of receipt of the Board’s decision. If the Association determines that the matter should be reviewed further, it shall so advise the Board through the Superintendent within fifteen (15) working days of receipt of the Board’s decision. The Board and Association shall attempt to select a mutually acceptable arbitrator.
(12) The following procedure will be used to secure the services of an arbitrator:
(a) A joint request by the Association and the Board will be made to the American Arbitration Association to submit a roster of persons qualified to function as arbitrators in the dispute in question.
(b) If the parties are unable to determine a mutually satisfactory arbitrator from the submitted list, they will request the American Arbitration Association to submit a second roster of names.
(c) If the parties are unable to determine within fifteen (15) working days of the initial request for arbitration, a mutually satisfactory arbitrator from the second submitted list, the American Arbitration Association may be requested by either party to designate an arbitrator.
(d) The arbitrator shall be limited to the issue submitted and shall consider nothing else. The arbitrator can add nothing to nor subtract anything from the Agreement between the parties or any policy of the Board of Education. The recommendations of the arbitrator shall be advisory.
(13) If, in the judgment of the Association, a grievance affects a group or class of teachers, the Association may submit such grievance in writing to the Superintendent directly, in accordance with the procedure set forth above and the processing of such grievance shall commence at said level. The Association may process such grievance through all levels of the grievance procedure.
D. Costs. The costs for the services of the arbitrator, including per diem expenses, if any, and actual and necessary travel, subsistence expenses, and the cost of the hearing room shall be borne equally by the Board and the Association. Any other expenses incurred shall be paid by the party incurring the expense. In the event an arbitrator’s fee is incurred due to a cancellation of an arbitration hearing, the party who canceled the hearing shall be liable for the full fee for that canceled hearing.
E. Rights of Teachers by Representation
(1) Any aggrieved person may be represented at all stages of the grievance procedure by themselves, or, at his/her option, by the Association, by a representative selected or approved by the Association.
(2) When a teacher is not represented by the Association in the processing of a grievance, the Association shall at the time of submission of the grievance to the Superintendent or any later level, be notified by the Superintendent that the grievance is in process, have the right to be present and present its position in writing at all hearing sessions held concerning the grievance and shall receive a copy of all decisions rendered.
(3) The Board and Association agree that no reprisals of any kind shall be taken by the Board or the Association or their agents against any participant in the grievance procedure by reason of such participation.
(4) All documents, communications and records dealing with the processing of a grievance shall be filed in a separate grievance file and shall not be kept in the personnel file of any of the participants.
(5) All meetings and hearings under this procedure shall be considered private, shall be held after school hours and include only those individuals as specified in the contract or those who may be required by the Board/Association.
(6) A representative of the Association shall have the right to be present and speak at all grievance hearings at levels 3 and 4 of the grievance.
F. Grievance Forms: Forms for the grievance procedure shall be satisfied by a signed, dated and numbered memorandum or letter.
DURATION OF AGREEMENT
A. This agreement shall be in effect as of July 1, 2009 and shall continue in effect until midnight June 30, 2012. This agreement shall not be extended by written or oral agreement, and it is expressly understood that it shall expire on the date indicated. The parties agree to reopen negotiations if an alternative schedule is implemented and such implementation results in changes as to teachers’ work time and/or work load.
B. IN WITNESS WHEREOF, the parties hereto have caused this agreement to be signed by their duly authorized officers, all as of the day and year first above written.
ATTEST: BOARD OF EDUCATION
BOROUGH OF HADDON HEIGHTS
______________________________ BY: ____________________________
ATTEST: HADDON HEIGHTS EDUCATION ASSOCIATION
SALARY GUIDES 2009/2010 THROUGH 2011/2012
2009/2010 2010/2011 2011/2012
Level/Salary Level/Salary Level/Salary
2/$47,000 1/$48,500 1/$50,000
3/$47,750 2/$49,000 2/$50,500
4/$48,210 3/$49,510 3/$51,250
5/$48,700 4/$50,025 4/$52,050
6/$49,250 5/$50,700 5/$52,600
7/$49,800 6/$51,350 6/$53,350
8/$50250 7/$51,900 7/$53,950
9/$51,125 8/$52,780 8/$54,600
10/$53,200 9/$54,090 9/$56,000
11/$56,600 10/$56,900 10/$58,450
12/$59,500 11/$60,900 11/$62,400
13/$63,000 12/$63,700 12/$66,400
14/$67,150 13/$68,310 13/$70,225
15/$72,595 14/$73,600 14/$75,840
16/$75,595 15/$78,020 15/$79,720
M.A. $3,240 M.A. $3,525 M.A. $3,770
M.A.+30 $4,390 M.A.+30 $4,525 M.A.+30 $4,770
Ph.D. $5,480 Ph.D. $5,685 Ph.D. $5,885
The salaries, inclusion of said activities, and other terms and conditions of employment of any newly created extra-curricular activities not currently set forth in schedules B and C shall be subject to negotiations between the Board and the Association during formal contract negotiations.
Note: For the 2009-2010 school year, there shall be no movement to the next step of the salary guide in 2010-2011 for any staff member hired after April 1st. For all remaining years of this contract, there shall be no movement to the next step of the salary guide for any member hired after March 1st of that year.
HADDON HEIGHTS PUBLIC SCHOOLS
EXTRACURRICULAR ACTIVITIES 2009/2010
ACTIVITY SALARY ACTIVITY SALARY
Head Coach $7,900 (1) Head Coach (Boys) $7,335 (1)
Assistants $4,815 (5) Head Coach (Girls) $7,335 (1)
Equipment Manager $3,725 (1) Assistants (Boys/Girls) $4,165 (4)
Track Junior High (Boys/Girls) $3,930 (2)
Head Coach (Boys) $6,805 (1) Field Hockey
Head Coach (Girls) $6,805 (1) Head Coach $6,805 (1)
Coach (Winter/Boys) $4,155 (1) Assistants $3,930 (2)
Coach (Winter/Girls) $4,155 (1) Junior High $3,930 (2)
Assistants (Boys/Girls) $3,930 (5) Baseball
Junior High (Boys/Girls) $3,930 (2) Head Coach $6,805 (1)
Wrestling Assistants $3,930 (2)
Head Coach $7,395 (1) Golf (Co-ed) $3,870 (1)
Assistants $4,175 (2) Cheerleaders
Junior High $3,930 (2) Football $2,820 (1)
Softball Winter $2,770 (1)
Head Coach $6,805 (1) Junior High $1,645 (1)
Assistants $3,930 (2) Cross Country
Soccer Head Coach (Boys) $5,150 (1)
Head Coach (Boys) $6,805 (1) Head Coach (Girls) $5,150 (1)
Head Coach(Girls) $6,805 (1) Assistant $2,990 (1)
Assistants (Boy/Girls) $3,930 (2) Swimming
Junior High (Boys/Girls) $3,930 (2) Head Coach (Co-ed) $5,175 (1)
Tennis Assistant $2,990 (1)
Head Coach (Boys) $5,175 (1) Diving
Head Coach (Girls) $5,175 (1) Head Coach $2,990 (1)
Assistant (Girls) $2,990 (1)
HADDON HEIGHTS PUBLIC SCHOOLS
EXTRACURRICULAR ACTIVITIES 2010/2011
ACTIVITY SALARY ACTIVITY SALARY
Head Coach $8,125 (1) Head Coach (Boys) $7,560 (1)
Assistants $4,965 (5) Head Coach (Girls) $7,560 (1)
Equipment Manager $3,875 (1) Assistants (Boys/Girls) $4,315 (4)
Track Junior High (Boys/Girls) $4,080 (2)
Head Coach (Boys) $7,030 (1) Field Hockey
Head Coach (Girls) $7,030 (1) Head Coach $7,030 (1)
Coach (Winter/Boys) $4,330 (1) Assistants $4,080 (2)
Coach (Winter/Girls) $4,330 (1) Junior High $4,080 (2)
Assistants (Boys/Girls) $4,080 (5) Baseball
Junior High (Boys/Girls) $4,080 (2) Head Coach $7,030 (1)
Wrestling Assistants $4,080 (2)
Head Coach $7,620 (1) Golf (Co-ed) $4,045 (1)
Assistants $4,325 (2) Cheerleaders
Junior High $4,080 (2) Football $2,920 (1)
Softball Winter $2,870 (1)
Head Coach $7,030 (1) Junior High $1,720 (1)
Assistants $4,080 (2) Cross Country
Soccer Head Coach (Boys) $5,375 (1)
Head Coach (Boys) $7,030 (1) Head Coach (Girls) $5,375 (1)
Head Coach(Girls) $7,030 (1) Assistant $3,115 (1)
Assistants (Boy/Girls) $4,080 (2) Swimming
Junior High (Boys/Girls) $4,080 (2) Head Coach (Co-ed) $5,375 (1)
Tennis Assistant $3,115 (1)
Head Coach (Boys) $5,375 (1) Diving
Head Coach (Girls) $5,375 (1) Head Coach $3,115 (1)
Assistant (Girls) $3,115 (1)
HADDON HEIGHTS PUBLIC SCHOOLS
EXTRACURRICULAR ACTIVITIES 2011/2012
ACTIVITY SALARY ACTIVITY SALARY
Head Coach $8,400 (1) Head Coach (Boys) $7,835 (1)
Assistants $5,140 (5) Head Coach (Girls) $7,835 (1)
Equipment Manager $4,025 (1) Assistants (Boys/Girls) $4,490 (4)
Track Junior High (Boys/Girls) $4,255 (2)
Head Coach (Boys) $7,305 (1) Field Hockey
Head Coach (Girls) $7,305 (1) Head Coach $7,305 (1)
Coach (Winter/Boys) $4,530 (1) Assistants $4,255 (2)
Coach (Winter/Girls) $4,530 (1) Junior High $4,255 (2)
Assistants (Boys/Girls) $4,255 (5) Baseball
Junior High (Boys/Girls) $4,255 (2) Head Coach $7,305 (1)
Wrestling Assistants $4,255 (2)
Head Coach $7,895 (1) Golf (Co-ed) $4,245 (1)
Assistants $4,525 (2) Cheerleaders
Junior High $4,255 (2) Football $3,020 (1)
Softball Winter $2,970 (1)
Head Coach $7,305 (1) Junior High $1,795 (1)
Assistants $4,255 (2) Cross Country
Soccer Head Coach (Boys) $5,625 (1)
Head Coach (Boys) $7,305 (1) Head Coach (Girls) $5,625 (1)
Head Coach(Girls) $7,305 (1) Assistant $3,265 (1)
Assistants (Boy/Girls) $4,255 (2) Swimming
Junior High (Boys/Girls) $4,255 (2) Head Coach (Co-ed) $5,625 (1)
Tennis Assistant $3,290 (1)
Head Coach (Boys) $5,625 (1) Diving
Head Coach (Girls) $5,625 (1) Head Coach $3,290 (1)
Assistant (Girls) $3,290 (1)
HADDON HEIGHTS PUBLIC SCHOOLS
NON-ATHLETIC CO-CURRICULAR ACTIVITIES 2009/2010
ACTIVITY SALARY ACTIVITY SALARY
Band/Orchestra Director $5,460 (1) Garnet & Gold $1,755 (2)
Choir Director $3,270 (1) Garneteer Business Mgr. $1,375 (2)
Musical Director $5,125 (1) Knowledge Bowl $2,280 (1)
Media Technology Mgr. $2,705 (1) National Honor Society $1,365 (2)
Band Front $1,680 (2) Jr. High Year Book $1,815 (1)
Scribe $2,635 (1) Publications Advisor $2,280 (2)
Senior Class Advisor $2,635 (2) Junior Class Advisor $2,370 (2)
Junior High Band $2,535 (1) Senate $2,170 (2)
Webmaster (High School) $1,990 (1) Pupil Assistance Program $ 750 (1)
Vinyl Record Club $ 840 (1) Junior High Senate $1,230 (1)
Elementary Art Club $ 840 (1)
Instrumental Music $3,025 (1) Multicultural Club $ 840 (2)
Vocal Music $2,510 (1) Varsity Club $ 840 (2)
Head Teachers $2,600 (2) *Department Coordinators $5,070 (2)
Safety Patrol $1,420 (3) Mathematics, Tech Human Services/Business
Webmaster $1,990 (1)
Student Council $1,230 (3) *Department Representatives $4,395 (5)
History, English, Physical Education, Science, Special Education
*Stipends for Department Coordinators and Representatives are to be included in the individual’s base salary.
HADDON HEIGHTS PUBLIC SCHOOLS
NON-ATHLETIC CO-CURRICULAR ACTIVITIES 2010/2011
ACTIVITY SALARY ACTIVITY SALARY
Band/Orchestra Director $5,660 (1) Garnet & Gold $1,830 (2)
Choir Director $3,470 (1) Garneteer Business Mgr. $1,450 (2)
Musical Director $5,325 (1) Knowledge Bowl $2,355 (1)
Media Technology Mgr. $2,805 (1) National Honor Society $1,440 (2)
Band Front $1,830 (2) Jr. High Year Book $1,875 (1)
Scribe $2,710 (1) Publications Advisor $2,355 (2)
Senior Class Advisor $2,710 (2) Junior Class Advisor $2,445 (2)
Junior High Band $2,710 (1) Senate $2,270 (2)
Webmaster (High School) $2,090 (1) Pupil Assistance Program $ 850 (1)
Vinyl Record Club $ 870 (1) Junior High Senate $1,280 (1)
Elementary Art Club $ 870 (1)
Instrumental Music $3,100 (1) Multicultural Club $ 940 (2)
Vocal Music $2,670 (1) Varsity Club $ 870 (2)
Head Teachers $2,720 (2) *Department Coordinators $5,270 (2)
Safety Patrol $1,495 (3) Mathematics, Tech Human Services/Business
Webmaster $2,090 (1)
Student Council $1,280 (3) *Department Representatives $4,495 (5)
History, English, Physical Education, Science, Special Education
*Stipends for Department Coordinators and Representatives are to be included in the individual’s base salary.
HADDON HEIGHTS PUBLIC SCHOOLS
NON-ATHLETIC CO-CURRICULAR ACTIVITIES 2011/2012
ACTIVITY SALARY ACTIVITY SALARY
Band/Orchestra Director $5,810 (1) Garnet & Gold $1,905 (2)
Choir Director $3,620 (1) Garneteer Business Mgr. $1,525 (2)
Musical Director $5,475 (1) Knowledge Bowl $2,430 (1)
Media Technology Mgr. $2,880 (1) National Honor Society $1,515 (2)
Band Front $1,930 (2) Jr. High Year Book $1,925 (1)
Scribe $2,785 (1) Publications Advisor $2,430 (2)
Senior Class Advisor $2,785 (2) Junior Class Advisor $2,520 (2)
Junior High Band $2,850 (1) Senate $2,370 (2)
Webmaster (High School) $2,165 (1) Pupil Assistance Program $ 850 (1)
Vinyl Record Club $ 910 (1) Junior High Senate $1,330 (1)
Elementary Art Club $ 910 (1)
Instrumental Music $3,175 (1) Multicultural Club $1,000 (2)
Vocal Music $2,820 (1) Varsity Club $ 910 (2)
Head Teachers $2,770 (2) *Department Coordinators $5,370 (2)
Safety Patrol $1,570 (3) Mathematics, Tech Human Services/Business
Webmaster $2,165 (1)
Student Council $1,330 (3) *Department Representatives $4,545 (5)
History, English, Physical Education, Science, Special Education
*Stipends for Department Coordinators and Representatives are to be included in the individual’s base salary.