Article Number		Page Number
	Preamble	1
1	Recognition	1
2	Negotiations Procedure	1
3	Grievance Procedure	1
4	Insurance Programs	4
5	Vacation Policy	4
6	Sick Leave	5
7	Personal/Bereavement Days	5
8	Administrators’ Rights and Remedies	6
9	Professional Growth	7
10	Salaries	7
11	Mileage	8
12	Deduction of Dues	8
13	Miscellaneous	8
14	Duration of Agreement	9

A “grievance” is a claim by an employee or the Association based upon the interpretation, application or violation of this agreement, written Board policies or administrative decisions that affect terms and conditions of employment.

“Employee” or “administrative employee” shall mean any member of the bargaining unit as defined in Article 1 of this agreement.

“Representative” shall mean the Hamilton Township Administrators’ Association or any person appointed by that Association to act for or represent it on its behalf.

“Immediate supervisor” shall mean the person to whom the aggrieved employee is directly responsible under the Table of Organization prevailing in this district.

“Party” shall mean an aggrieved employee, his immediate supervisor, the school principal, or any staff member below the Superintendent who may be affected by the determination of the Superintendent in connection with the procedure herein established.

The purpose of the grievance procedure is to protect the rights of the parties. The intent is to secure a uniform and appropriate method of resolving disputes and problems in a consistent manner.

Failure of the Board to respond to a grievance within the time limits specified herein will permit the grievance to be presented at the next level. Failure of the grievant to appeal within the time limits specified herein will be deemed acceptance of the disposition at the preceding level.

A grievance shall be deemed waived and barred and outside the jurisdiction of an arbitrator if it is not presented in writing within the longer of twenty (20) school days of the occurrence complained of or twenty (20) school days after the administrator would be reasonably expected to know of its occurrence.

An employee processing a grievance shall be assured freedom from interference, coercion, discrimination or reprisal.

In the presentation of a grievance, an employee shall have the right to present his/her own appeal or to designate a representative to appear with him/her at any step in his/her appeal.

An employee shall first present his/her grievance, verbally, to his/her immediate supervisor. In the case of a principal, the term “immediate supervisor” shall be the Superintendent.

If the grievance is not resolved to the employee’s satisfaction within five (5) school days after discussing with the immediate supervisor, the employee may submit his/her grievance to the Superintendent of Schools in writing specifying:

a. The interpretation, application or violation of this Agreement or Board policy or Administrative decision which affects a term of condition of employment, and
b. The specific section of the Agreement, Board policy or Administrative decision allegedly violated, and
c. The extent of the injury, loss, or inconvenience resulting from the alleged violation of the term or condition of employment, and
d. The date of the alleged interpretation, application, or violation, and
e. The specific remedy sought.

a. the writings set forth in a. through d. above.

b. a copy of said materials shall be furnished to the Superintendent.

If the appellant in his/her appeal to the Board does not request a hearing, the Board may considerer the appeal on the written record submitted to it, or the Board may, on its own, conduct a hearing, or it may request the submission of additional written material. Where additional written materials are requested by the Board, copies thereof shall be served upon the adverse parties who shall have the right to reply thereto. Where the appellant requests in writing a hearing before the Board, a hearing shall be held.

The Board shall make a determination within forty-five (45) days from the receipt of the grievance and shall in writing notify the employee, his/her representative if there be one, the principal and the Superintendent of its determination. The time period may be extended by mutual agreement of the parties.

If the Association is not satisfied with the disposition of the grievance as determined by the Board, or if no decision has been rendered within the forty-five (45) school days after the grievance was delivered to the Board of Education, a grievance which is based solely upon an alleged violation, misinterpretation or misapplication of the express written terms of this Agreement may be submitted to binding arbitration. In all other grievances, the disposition of the grievance by the Board will be final. The Board and the Association shall attempt in good faith to agree upon a mutually acceptable arbitrator to serve.

In order to be timely filed, said submission must be filed within 15 calendar days after the Board’s response or within 15 calendar days after the Board’s response should have been received, whichever is sooner.

The submission to arbitration shall be filed with the Public Employee Relations Commission (PERC), which shall be processed under the PERC’s Voluntary Labor Arbitration Rules.

The arbitrator shall limit himself to the issues submitted to him and shall consider nothing else. He shall add nothing to nor subtract anything from either the Agreement between the parties or from any policy of the Board of Education.

The arbitrator’s decision shall be issued no later than 30 days after the close of the hearing.

The parties shall share the fees and expenses of the arbitrator equally. All other expenses and costs shall be borne by the party incurring same.

Each member of the Association is entitled to the following vacation period:

Less than one (1) completed year in District (as administrator) 1 day per month
1-5 completed years in the District 12 days
6-9 completed years in the District 15 days
10 or more completed years in the District 20 days

Further, if an administrator dies during his/her tenure in the district his/her estate shall be paid his/her accumulated sick days according to the above.

Arrangements of additional sick leave in cases of emergency may be made at the discretion of the Board.

When calculating accumulated sick leave at the time of retirement, for administrators first hired on or after July 1, 1999, the number of days which were credited to the administrator who came from another district upon being hired in Hamilton shall be deducted from the accumulated total.

With prior approval of the Superintendent, an administrator shall be granted up to 3 days of absence to conduct personal business which cannot be handled outside of the school day such as: legal proceedings, real estate closings, graduation exercises for self or child, religious holidays, or unusual circumstances specifically approved by the Superintendent. Personal days will be granted for specific reasons only, and unused days will be added to the administrator’s sick leave bank in the following year.

1. Upon proper notification, an employee will be granted up to five (5) work days without loss of salary due to the death of husband, wife, child, step-child, father, mother, step-father, step-mother, sister, brother or grandchild.

2. Upon proper notification, an employee will be granted up to five (5) work days without loss of salary due to the death of father-in-law, mother-in-law, son-in-law, daughter-in-law, brother-in-law, sister-in-law, grandparents or grandparents-in-law.

3. Additional unpaid bereavement days may be granted upon approval of the Superintendent.

H. The Superintendent shall mail to the Association President and post in all school buildings a list of all known administrative vacancies which shall occur during the school year.

	2009-2010	2010-2011	2011-2012
Category A	$95,000-$117,000	$97,500-$120,500	$100,000-$124,000
Category B	$77,500-$94,000	$79,500-$97,000	$81,500-$99,500