The salaries and other payments set forth in this Contract are the sole and exclusive salaries paid to employees.

1. Salary guide steps and levels

1. The term "step" refers to a vertical position on the Guide.
2. The term "level" refers to a horizontal position on the Guide. There are eight such levels as follows:

(a) Bachelor's Degree

Steps in the Salary Guide represent the general mechanisms for administration of employee salaries.

An employee who has received an additional degree or has completed the number of credits in the field of Education required for the next higher level at an accredited institution and has given notice to the Superintendent before September 1st or February 1st of a given school year, shall be placed on the same step of the next higher level beginning September 1st or February 1st, provided that the written request for such anticipated move has been received by the office of the Board Secretary by the date of official intention (see definition).

See Schedule A attached.

Implementation of payroll deductions for any of the following categories shall be in accordance with Board Policy 6520, Payroll Deductions.

An employee may elect to have a percentage of each monthly gross withheld. Such withholding must be requested in writing by the employee to the Board Secretary prior to the 25th of the month before such deduction is to become effective. The amount so authorized will be transmitted monthly to the employee's account in the Tri-County Federal Credit Union.

An employee may elect to have a percentage of each monthly gross withheld. Such withholding must be requested in writing by the employee on the appropriate form. The amount so authorized will be transmitted monthly to the employee's Tax Sheltered Annuity Account.

An employee may withdraw the written authorization at any time by filing a written notice of such withdrawal with the Board Secretary prior to the 25th of the month before such change is to become effective.

A Flexible Spending Account (FSA) is a type of cafeteria plan as permitted under Section 125 of the Internal Revenue Code that allows employees to choose a non-taxable benefit. Employees may choose to participate in an FSA by depositing pre-tax dollars into an Unreimbursed Medical and/or Dependent Care FSA. Employees elect to participate in an FSA during an annual open enrollment period. These elections may not change during the plan year unless a qualified change in status occurs. An individual may choose to participate in one or both of the FSA accounts.

5. Direct Deposit

An employee may elect to have his/her net pay deposited into one of their savings, checking or other investment accounts. Such requests need to be made in writing to the Board Secretary two months prior to the start of such direct deposit.

6. Pay Schedule

1. A 10-month employee may elect a 10 or 12 month pay schedule.
1. If they select a 10-month pay schedule, they will be paid in 20 equal, semi-monthly checks on the 15^th and 30^th of each month from September to June. (It should be noted that the first check of September will be moved to the first Friday that 10-month employees work.)
1. A 10-month employee who selects a 12-month pay schedule will receive 24 equal, semi-monthly checks, 20 as described above plus four additional checks on the last payroll of the school year. It should be noted that no voluntary deduction or pension will be taken out of these last four checks.

1. A 12-month employee will be paid in 24 equal semi-monthly payments on the 15^th and 30^th of each month.

1. It is assumed that each employee will participate in assignment-related extra duties, i.e. faculty meetings, back-to-school nights, planning meetings, etc. without additional remuneration. Evening commitments including those mentioned above will be held to a maximum of four evenings. Employees required to attend more than four evening commitments will be compensated $75.00 per evening.
1. Four conference afternoons will be held, two afternoons in the fall and two afternoons in the spring. The first conference will be scheduled to begin no earlier than thirty (30) minutes after student dismissal and will be scheduled to end no later than 4:30 p.m. There shall be a single session for students on these four days. Single session as used herein shall be consistent with the definition contained in N.J.A.C. 6:3-9.3 which currently consists of a school day of four hours of actual schoolwork.

a. Employees will make reasonable accommodations for parents requesting a conference outside of regularly scheduled conference hours on an as-needed basis.

b. During either the fall or the spring conference periods but not in both, one additional afternoon of conferences may be scheduled. This afternoon will begin no earlier than 30 minutes after student dismissal and will be scheduled to end no later than regular dismissal for teachers. There shall be a single session for students on this day.

c. If the Administration and the teacher agree that a given class size requires conference time exceeding the schedule outlined above, substitute coverage will be provided to release the teacher from classroom duty.

Employees accepting leadership positions in extracurricular activities shall be compensated according to a schedule that considers the time and difficulty associated with the assignments. It is understood that the salary guide for extracurricular assignments is not to be construed as a guarantee that all positions will be offered. When the Board establishes an extra-curricular position, an initial salary will be set for the purposes of advertising the position and will continue until modified through negotiations between the Board of Education and the HTEA. Negotiations shall begin promptly after the position is posted. During the school year should an employee seek to establish an extra-curricular position, the employee shall submit the proposal to the Superintendent. The proposal must meet the rationale of the Board of Education as set forth in policy. The Board of Education reserves the authority to determine if and when particular assignments are needed in the school district. Further, it is understood that assignments may be made more or less demanding, and that appropriate adjustments in salary must be made on an individual basis in such cases. All extra-curricular assignments are to be advertised by June; they will be filled as is practical and at the discretion of the Superintendent.

Non-Athletic Extra Compensation

Non-Athletic extra compensation shall be paid in either of the following manners:
1. One third each in the second pay in November, February and June.
2. Equal semi-monthly payments for the remainder of the year.

Athletic Extra Compensation

All coaches will be compensated in a lump sum upon completion of the season to coincide with the last payment of November, February and June.

Extra pay to an employee for activities listed in Article II, Section I, 5a, 5b and 5c will cease whenever the activity is discontinued, or the employee no longer performs the extracurricular work. Extra pay will cease or be decreased if the activity is attended to as a scheduled period or periods within the school day. On the other hand, activities listed in Article II, Section I, 5a, 5b and 5c requiring out-of-school time will be paid on a pro-rated basis for the out-of-school time as determined by the administration.

1. Should the Board grant released time for any of these activities or include them as part of the employee's teaching assignment, compensation will be pro-rated accordingly.
1. Payment for Sports is based on a 7.5 hours per week schedule. Should this schedule be reduced, payment will be pro-rated accordingly.

1. Individual contracts for extracurricular assignments will be issued before June 15 of the previous school year whenever possible.

4. The time/difficulty scale for extracurricular assignments will include four levels:

Each point on the scale will be equal to $654.75 in each year of the contract.

POSITION	COMPENSATION
Assistant Boy’s Basketball Coach	$3,915
Assistant Boy’s Lacrosse Coach	$3,390
Assistant Field Hockey Coach	$3,390
Assistant Girl’s Basketball Coach	$3,915
Assistant Girl’s Lacrosse Coach	$3,390
Assistant Play Producer	$1,310
Assistant Soccer Coach	$3,390
Assistant Track Coach	$3,390
Athletic Director	$3,769
Bus Supervisors (2)	$1,964/supervisor (total $3,928)
Climate and Culture Facilitator (2)	$1,310/Facilitator (total $2,620)
Elem. ELA Coach (Gr. K-4)	$1,309.50
Elem. Literary Magazine (2)	$982/Advisor (total $1,964)
Elem. Play Co-Directors (2)	$2,619/Director (total $5,238)
Forensics Club Advisor (2)	$1,309.50
Gifted &Talented Enrichment Coordinator	$1,310
Grade 7 Co-Advisors (2)	$1,309.50/Advisor (total $2,619)
Grade 8 Co-Advisors (2)	$1,309.50/Advisor (total $2,619)
Head Boy’s Basketball Coach	$4,015
Head Boy’s Lacrosse Coach	$3,490
Head Field Hockey Coach	$3,490
Head Girl’s Basketball Coach	$4,015
Head Girl’s Lacrosse Coach	$3,490
Head Soccer Coach	$3,490
Head Track Coach	$3,490
Homework Helper (Peer Tutor – 2)	$2,619/Helper (total $5,238)
House Master (2)	$1,310/Master (total $2,620)
I&RS Advisor (5)	$1,310/Advisor (total $6,550)
Jr. Technology Students	$2,619
Math Curriculum Advisor	$2,619
MS ELA Coach (Gr. 5-8)	$1,309.50
MS Literary Magazine	$1,964
MS Math Coach (Gr. 5-8)	$1,309.50
Musical Play Director	$4,015
Musical Play Producer	$4,015
Overnight Chaperone (up to 6)	$328/night (total $1,968/night)
Power School Update	$30/hour for 47 hours (total $1,410)
Project Aware (2)	$1,309.50/Advisor (total $2,619)
Reading Curriculum Advisor	$2,619
Science Curriculum Advisor	$2,619
Social Studies Curriculum Advisor	$2,619
Special Education Curriculum Advisor	$2,619
Special Subjects Curriculum Advisor	$2,619
Student Council Co-Advisors (2)	$1,637/Advisor (total $3,274)
Summer Library/Media Set-up	$30/hour for 32 hours (total $1,410)
Summer Tech. Update	$30/hour for 18 hours (total $540)
Technology Students Association	$2,619
Writing Curriculum Advisor	$2,619
Yearbook Advisor	$2,619

Effective July 1, 2017, the following health benefit plans shall be available to eligible employees as noted:

Those employees hired on or before June 30, 2013 shall be eligible for enrollment in any health benefit plans offered by the Board.

Those employees hired on or after July 1, 2013 shall be eligible for enrollment in the POS or the HDHP health benefit plans offered by the Board.

Prescription coverage shall be available through the health benefit plan selected by the employee.

Employees shall pay annually towards the costs of health benefits in an amount equal to Tier IV of the provisions of c.78 P.L.2011, commonly known as “Chapter 78” (Sections 39 and 41), or as otherwise required by law, whichever is greater.

During the term of the Agreement, should the Board select the School Employees Health Benefit Plan (SEHBP) as a health benefits provider, the parties agree that the level of benefits provided under the SEHBP will be equal to the level of benefits provided under the plans offered by the Board during the term of the Agreement.

No later than July 1 of each contract year, each employee shall advise the Superintendent of Schools in writing, that he/she does not wish to be covered by any or all of the Board of Education Health Insurance benefits. Employees who waive medical plans shall be compensated as follows:

Staff may re-enroll in the medical coverage program immediately upon the occurrence of one of the life events as recognized by the New Jersey Department of Insurance.

The Board will pay full premium for each employee's single-person dental plan, for those employees who are eligible. The Board will pay the additional premium for husband/wife and /or family coverage, subject to a maximum annual payment of $14,000 for all represented employees of the district. The number of employees subscribing to family dental will be based on the October billing period. Prior to July 1 of each year covered by this Contract, employees may waive their dental coverage for the succeeding year and be compensated as per the following schedule:

Provision will be made for re-entry into dental coverage in the event of material change in the employee's situation, for example, loss of spousal coverage.

Effective July 1, 2008, there will be a $25 single and $50 family deductible, not applicable to preventative or diagnostic procedures.

2. Disability Plan
The Board will provide single disability coverage to employees covered by this Contract.

Should the Patient Protection and Affordable Care Act (“PPAA”) Excise Tax (as implemented and commonly known as the Cadillac Tax) be put into effect during this contract period, the Board and the Association shall meet six months prior to the expected date of the district being imposed the excise tax, or as soon as possible thereafter, to discuss possible heath insurance options for all employees. The goal of these discussions is to agree to health insurance plan adjustments or a health insurance plan that will not require the payment of the Excise Tax.

Should these discussions not result in an agreement regarding a plan to avoid the Excise tax, the Board and the Association will share equally in the Excise Tax while the parties continue their discussions.

Upon termination of employment for reasons of retirement, or reduction in force, or resignation effective July 1 and prior to August 1 of any year, or circumstances dictating a move, an employee who is in "good standing" and not charged with any matter(s) which could lead to dismissal or reduction in pay or is on notice that such charge(s) are probable and/or contemplated shall receive payment for up to 200 unused sick days at the rate of $35.00 per day for days 1-100 and $45.00 per day for days 101-200, in each case, subject to the following:

1. Said employee has completed at least 10 years continuous service in the District. A one year leave of absence shall not toll the running of "continuous service in the District"; however, such year shall not count toward the required minimum year's continuous service.

1. The office of the Board Secretary has received written request from the employee by the applicable date of official intention (see definition), otherwise any payment due under this Article shall not be made until the next budget year for which the employee's written request meets the date of official intention deadline. If the employee does not request payment after two dates of official intent have passed, Article II, Section L is null and void.

Teachers shall be compensated as follows for a five-day cycle:

There will be 30 instructional periods a week and shall be equal in length to the
preparation periods. In addition, there will be 4-minute homeroom period, 4 days a week,
and a 25-minute Character Education period one day a week. The Character Education
program shall not include any written tests, grades, homework or formal written
evaluations of student performances. If the Character Education program or the
homeroom period should be eliminated, the number of minutes utilized for these periods
will be divided amongst the traditional teaching and preparation periods.

However, all employees shall be required to cover one (1) full lunch period per week.
This leaves teachers with a total of four (4) duty free lunch periods a week. The lunch
duty periods shall consist of monitoring the lunchroom, recess, or study hall and shall
be assigned at the discretion of the Administration. If these duties are stopped for any
reason, the one lunch period required for lunch duty shall not be converted to
instructional time.

In the event that an employee's schedule provides less preparation time than is specified above, the employee will be remunerated:

- $40.00 per class period for assignments of 5 days or less

• on a pro-rated basis, or a minimum of $40.00, for assignments of more than 5 consecutive days or after 10 days in the same assignment for a given school year.
Final schedule determination will be made by the Superintendent.

Teachers attending Child Study Team meetings outside of the workday will be remunerated $40.00 per 45 minutes. For evening meetings, the time shall be counted beginning at 3:15 p.m. until the end of the meeting. Morning meetings will be compensated from the beginning of the meeting until 8:15 a.m.

In addition, professional staff can be required to use up to an additional 6 preparation periods during the course of the school year at the request of administration for meetings such as, but not limited to, Child Study Team meetings, group parent meetings, planning and preparation for special events and the like. To the extent that any of these meetings are scheduled by the administration more than one month in advance, the administration will not create an advance schedule with more than one such meeting in any week. No additional compensation will be payable for these meetings.

The teacher's workday shall be 7 hours long.

Depending upon the assignment, teachers are expected to arrive by either 7:35 a.m. or 8:15 a.m. Teachers beginning at the earlier time are to remain until 2:35 p.m. All teachers beginning at the later time are to remain until 3:15 p.m. If teachers find it necessary to leave earlier on a specific day, they are to notify an administrator to that effect.

Teachers report to work at 8:15 a.m.
Non-Student contact: 8:15 a.m. - 8:20 a.m.
Student pick-up time: 8:20 a.m. - 8:25 a.m.
First class starts at 8:25 a.m.
Teachers will teach 30 instructional periods a week. Teachers will not teach during both entire periods 5 and 6 an may not have lunch and/or prep during both entire periods 5 and 6.
Teachers will have 10 preparation periods a week equal in length to the length of a teaching period.
Up to 2 preparation periods per week shall be designated by the Administration. In addition, professional staff can be required to use up to an additional 6 preparation period during the course of the school year at the request of administration for meeting such as, but not limited to, Child Study Team meetings, group parent meetings, planning and preparation for special events, but not for instructional purposes.
Every teacher will have four (4) duty-free lunches subject to the requirement to cover one (1) lunch period. These lunch periods shall be no less than 40 minutes in duration.
Teachers day concludes at 3:15 p.m.
Teachers will teach up to 1328 minutes of instructional time per week as per paragraph M.

In-Service Workshops on single session days shall begin 30 minutes after student dismissal and conclude at the regular dismissal time for teachers for that day.

1. Part-time teachers shall be scheduled and assigned duties in all respects based upon the fraction of full time for which they are employed.

2. Part-time teachers shall be paid the same fraction of the salary guide amount for which they are employed.

Teachers currently employed at Harding Township School shall be eligible to send their children to Harding Township School at 60% of the advertised tuition rate. All provisions and requirements regarding non-resident tuition shall apply.

Teachers participating in curriculum writing will be compensated at a rate of $30.00 per hour for a period of time per curriculum project to be determined by the Superintendent of Schools.

Every attempt shall be made not to use the faculty rooms as student instructional areas.

Positions for mentoring shall be posted and remunerated by their respective mentees. Mentors will be assigned if no one qualified applies. No teacher will be assigned to mentor more than twice in a three-year period.

1. The Board recognizes that an employee has the right to have access to his/her personnel file and to review all such material as may be contained in this file.

2. Employees will be informed before any material, which could have an adverse effect on the employee’s status, is placed in the personnel file.

3. An employee has the right to submit a written rebuttal to any material that he feels is inappropriate or obsolete. This rebuttal will be reviewed by the Superintendent and attached to the file copy.

1. All employees shall be entitled to ten days of sick leave paid at each employee's standard rate, for personal illness during the school year. The number of sick leave days not used by the employee during a school year, shall be added to the individual employee's accumulated sick leave. Sick leave days in a given year are defined as equal to the fulltime equivalent for which an employee is employed.

2. When an individual employee's absence due to personal illness exceeds the employee's yearly entitlement of paid sick leave plus any accumulated sick leave days as described in the above paragraph, the Board of Education may approve the payment of additional sick leave at full pay for a period of up to, not to exceed forty school days.

In addition to three days of personal leave, paid personal leave will be granted up to a total of five days in any one school year for the following reasons:

a. Up to five days' leave will be granted for a death in the immediate family (child, spouse, parent/spouse's parent, and/or sibling). The Board may grant additional days for personal leave in the event that a second death occurs in the immediate family.

b. Up to five days' leave will be granted for an illness in the immediate family, with the approval of Superintendent. The Board may grant additional days for personal leave in the event that a second illness occurs in the immediate family.

c. One day's leave will be granted for the death of any other relative, a close friend or any member of the immediate household, with the prior approval of Superintendent.
2. Leaves of Absence
1. Certain Leaves of Absence
1. Application for Leave. All initial applications for maternity leave and for extensions or reductions of such leave shall be made in writing to the Superintendent at least 90 calendar days prior to the anticipated start of the leave when possible, except in the case of an emergency.
1. Maternity Disability. A pregnant teacher is entitled to use accumulated sick leave for four weeks prior to the anticipated delivery date and for four weeks following delivery unless the teacher’s physician shall certify that a further period of recuperation is required. Accumulated sick leave shall not be utilized when school is not in session during the summer months.

1. NJ Family Leave (FLA) and Federal Medical Leave (FMLA). NJ Family Leave (FLA) and Federal Medical Leave (FMLA) shall be granted pursuant to law to all eligible teachers who apply for such leave(s). Days when school is not in session shall not be included for purposes of calculating such leaves.

1. Additional Leave. Upon the completion of leave pursuant to sections 2 and/or 3 above, additional leave, if requested, may be granted for a period up to the end of the academic school year in which the child is born or the other eligible family leave commenced. This additional leave shall be without salary but with benefits.

1. Extension of Leave. Upon the request of the teacher and recommendation of the Superintendent with the approval of the Board, such family leaves may be extended for an additional academic year beyond that in section 4 above. Teachers must be tenured to be considered for any such extension. Such extensions shall be without salary and benefits.
1. Approval of leave is conditioned upon adequate staffing as determined by the Board. No request will be disapproved arbitrarily, discriminatorily, or capriciously.

1. Return from Leave. Any teacher who has received leave pursuant to sections 4 and 5 above may, upon 90 calendar days’ notice and upon a change in circumstances, apply for permission to return to employment during the academic school year for which such leave was granted and such leave may thereupon be terminated by the Board in its sole discretion.

1. Non tenured Teachers. Any leave granted to a non tenured teacher shall not extend beyond the end of the academic school year for which the leave is granted.

1. To be eligible for salary increment and credit toward longevity payments and sabbaticals, a teacher must work at least 90 work days in the school year that a leave commences or terminates.

1. In situations where extenuating circumstances occur, except where a statutory right or obligation applies, any of the above requirements may be waived upon recommendation of the Superintendent, with approval of the Board.
1. Other Leaves of Absence
To be eligible for other leaves, the employee must have been actively employed in the district for the full academic year prior to the requested leave.

Other leaves of absence shall at the recommendation of the Superintendent with Board approval; however, employees must be tenured to be considered for such other leaves of absence.

An employee desiring an unpaid leave shall apply no less than 90 calendar days before the anticipated leave.

Other leave is available to employees who fulfill the requirements set out above. Approval of leave is conditioned upon adequate staffing as determined by the Board. No request will be disapproved arbitrarily, discriminatorily, or capriciously.

To be eligible for a salary increment and credit toward longevity payments and sabbaticals, an employee must work at least 90 days in the school year that the leave commences or terminates.

An employee on a voluntary unpaid leave of absence shall not be eligible to either receive or accrue benefits except as statutorily required. The Board shall not continue group health plans for the period of leave. The employee may continue coverage at his/her own expense, in accordance with the rules of the insurance carrier.

In situations where extenuating circumstances occur, any of the above requirements may be waived upon recommendation of the Superintendent, with Board approval.

1. Four In-Service days for Professional Development will be part of the school year. The decision for planning these days will be made between the Superintendent and the Faculty.

2. One of these four days will be a six hour and fifty minute session before the first day of student attendance. Planning for the school year with the administration will occur in the morning. The afternoon will be devoted to teacher planning and classroom preparation.

3. The dates of the In-Service program shall be established by the Superintendent, approved by the Board, and included in the annual school calendar.

1. New employees will be expected to report for one day of orientation in addition to the general staff in-service day. If additional days are required, they will be remunerated at $150.00 per day.

1. Employees shall annually participate in at least one professional growth activity in addition to the District's in-service program.

2. Professional growth activity will be defined as attendance at a conference or convention, enrollment in a graduate course that has a direct relationship to the employee's assignment, visitation to a school or other educational program, or participation in an approved field study experience.

3. The activity shall be mutually agreed upon by the Superintendent and employee and be subject to conditions set forth in Article V, D. Tuition Reimbursement.

4. When attendance at a course or other program is required by the administration outside of normal school hours, employees will be reimbursed at the rate of $20 per hour.

There shall be two (2) faculty meetings per month and they shall end no later than one hour after stated meeting time. Meeting times will begin no later than 3:20 p.m and end no later than 4:20 pm. There will be two (2) team meetings per month that shall be 45 minutes in length, begin at 3:20 and end no later than 4:05 p.m. There shall be no extracurricular activities scheduled during meeting times, the first four (4) Mondays of each month, from 3:20-4:20. This includes, but is not limited to, sport practices and games, competitions, clubs, plays, TSA and all other student activities.

1. All requests for such reimbursement of tuition expenses must have the prior approval of Superintendent and of the Board and must be accompanied by evidence of an official transcript showing a grade of "B" or better (or satisfactory completion if the student is graded on a Pass/Fail basis) received by the student in the course and a receipted bill for tuition paid.

2. Reimbursement otherwise allowable under Section A shall be denied if the written request for an anticipated reimbursement has not been received by the office of the Board Secretary by the Date of Official Intention.

Only courses taken in the school year or calendar year following the date of official intention shall be eligible for reimbursement.

3. An employee shall be reimbursed for up to 12 credits in any school year and up to 18 credits in any calendar year. The district in any fiscal year will reimburse no more than 100 credits.

4. In the event that employees take course work exceeding 100 credits budgeted for each fiscal year, reimbursement shall occur chronologically in the order of the following levels:
Level 1: For courses for those matriculated in a program directly related to an advanced degree in education.

Level 2: For courses in the assigned field of employment.

Level 3: For courses taken in the general field of education.

After Level 1 reimbursements are awarded, Level 2 reimbursements shall be considered, etc.

5. Tuition reimbursement shall be limited to the per credit charge at Rutgers University Graduate School of Education for the year in which the course was taken.

6. An employee granted reimbursement must agree to teach one full year in the District following such reimbursement or repay the amount of that reimbursement.

All requests for payment of the above must have had the prior
approval of Superintendent and must be accompanied by evidence of satisfactory completion of the course, distance learning program, conference, workshop, etc., by the employee.

Salaries and stipends include the following:
1. Salary Guide
2. Longevity

1. Salary Guide

See Schedule “B” attached.

2. Longevity

Employees who have been in the District for 15 years shall receive 1 1/2% of their base salary beginning in July of their 16^th year. Employees whose first day of employment falls after June 30, 2017 shall not be eligible to receive longevity.

Should the Patient Protection and Affordable Care Act (“PPAA”) Excise Tax (as implemented and commonly known as the Cadillac Tax) be put into effect during this contract period, the Board and the Association shall meet six months prior to the expected date of the district being imposed the excise tax, or as soon as possible thereafter, to discuss possible heath insurance options for all employees. The goal of these discussions is to agree to health insurance plan adjustments or a health insurance plan that will not require the payment of the Excise Tax.

Should these discussions not result in an agreement regarding a plan to avoid the Excise Tax, the Board and the Association will share equally in the Excise Tax while the parties continue their discussions.

No later than July 1 of each contract year, each employee shall advise the Superintendent of Schools in writing, that he/she does not wish to be covered by any or all of the Board of Education Health Insurance benefits. Employees who waive medical plans shall be compensated as follows:

Staff may re-enroll in the medical coverage program immediately upon the occurrence of one of the life events as recognized by the New Jersey Department of Insurance.

The Board will pay full premium for each employee's single-person dental plan, for those employees who are eligible. The Board will pay the additional premium for husband/wife coverage, subject to a maximum annual payment of $14,000 for all represented employees of the district. The number of employees subscribing to family dental will be based on the October bill. Prior to July 1 of each year covered by this Contract, employees may waive their dental coverage for the succeeding year and be compensated as per the following schedule:

Single: $300.00

Provision will be made for re-entry into dental coverage in the event of material change in the employee's situation, for example, loss of spousal coverage. Effective July 1, 2008, there will be a $25 single and $50 family deductible, not applicable to preventative or diagnostic procedures.

2. Disability

The Board will provide single disability coverage to employees covered by this Contract.

The secretaries and clerks shall work 8 hours per day. The day shall be 8:00 a.m. to 4:00 p.m. with one hour of breaks, which includes lunch. Secretaries who work additional hours at the request of their Supervisor will be compensated at time and a half. Secretaries shall not be required to work evenings.

If at the discretion of the Superintendent, summer hours are instituted, these shall apply to the above-mentioned Secretaries and Clerks.

When school is closed due to inclement weather or other emergency closings, employees will not be required to report for work for the first three closings; thereafter, the Superintendent will decide the need to report to work.

Secretaries/Clerks shall work no more than 240 days without extra remuneration. Extra days shall be compensated at 1/240^th of their contracted salary. Employees shall follow the administrative calendar.

Employees that work part of a year, for any reason, must work at least 120 days to accrue credit toward a salary increment, time toward vacation and time toward longevity.

Twelve month employees shall be entitled to vacation time according to the following schedule:

First year 10 days
2-5 years 15 days
6+ years 20 days

A minimum of fifty percent of all vacation days must be used on non-school days.

With the approval of the superintendent, a maximum of five (5) vacation days may be carried over to the next work year. Vacations may be taken during the work year with prior approval of the immediate Supervisor and the Superintendent.

Vacation days are earned annually at the end of each school year. If an employee works less than the full work year, then days will be allocated at a rate of one day per month (no matter how many years in the District).

Vacation days are normally used in the year after they are earned. However, during the first year of employment, employees may borrow up to 10 days against their year-end allocation of vacation days.

During the first year of employment, employees hired after July 1 shall accrue one day of vacation time for each month worked, up to 10 days.

All Secretaries and Clerks shall be entitled to 12 days of paid sick leave per year. The number of sick days not used shall be added to the employee's accumulated sick leave. Days accumulated prior to adoption of this Contract will be included. Sick leave days in a given year are defined as equal to the full-time equivalent for which an employee is employed.

When an employee's absence due to personal illness exceeds the yearly entitlement of sick leave, plus any accumulated sick leave days as described above, the Board of Education may approve the payment of additional sick leave at full pay for a period of up to, but not to exceed 40 school days.

Three days of personal leave will be granted for situations of a personal nature, with the prior approval of the Superintendent or for an emergency situation arising that precludes prior approval. Up to two unused personal days a school year may be added to the accumulated sick leave set forth in paragraph G above. The three days of personal leave provided for under this section shall not be permitted to be taken directly before or directly after a vacation.

In addition to three days of personal leave, paid personal leave will be granted up to a total of five days in any one work year for the following reasons:

a. Up to five days' leave will be granted for a death in the immediate family (child, spouse, parent/spouse's parent, and/or sibling). The Board may grant additional days for personal leave in the event that a second death occurs in the immediate family.
b. Up to five days' leave will be granted for an illness in the immediate family, with the approval of Superintendent. The Board may grant additional days for personal leave in the event that a second illness occurs in the immediate family.
1. One day's leave will be granted for the death of any other relative, a close friend or any member of the immediate household, with the prior approval of the Superintendent.
2. Leaves of Absence

Certain Leaves of Absence

Application for Leave. All initial applications for maternity leave and for extensions or reductions of such leave shall be made in writing to the Superintendent at least 90 calendar days prior to the anticipated start of the leave when possible, except in the case of an emergency.

Maternity Disability. A pregnant employee is entitled to use accumulated sick leave for four weeks prior to the anticipated delivery date and for four weeks following delivery unless the teacher’s physician shall certify that a further period of recuperation is required. [Accumulated sick leave shall not be utilized for non-work days.]

NJ Family Leave (FLA) and Federal Medical Leave (FMLA). NJ Family Leave (FLA) and Federal Medical Leave (FMLA) shall be granted pursuant to law to all eligible employees who apply for such leave(s). Non-work days are not intended for purposes of calculating such leaves.

Additional Leave. Upon the completion of leave pursuant to sections 2 and/or 3 above, additional leave, if requested, may be granted for a period up to the end of the work year in which the child is born or the other eligible family leave commenced. This additional leave shall be without salary but with benefits.

Extension of Leave. Upon the request of the employee and recommendation of the Superintendent with the approval of the Board, such family leaves may be extended for an additional work year beyond that in section 4 above. Employees must be tenured to be considered for any such extension. Such extensions shall be without salary and benefits.

Approval of leave is conditioned upon adequate staffing as determined by the Board. No request will be disapproved arbitrarily, discriminatorily, or capriciously.

Return from Leave. Any employee who has received leave pursuant to sections 4 and 5 above may, upon 90 days’ notice and upon a change in circumstances, apply for permission to return to employment during the work year for which such leave was granted and such leave may thereupon be terminated by the Board in its sole discretion.

Nontenured Employees. Any leave granted to a nontenured employee shall not extend beyond the end of the work year for which the leave is granted.

To be eligible for salary increment and credit toward longevity payments and sabbaticals, a ten-month employee must work at least 90 days in the work year that the leave commences or terminates; and a twelve-month employee must actually work at least 120 days in the work year that the leave commences or terminates.

In situations where extenuating circumstances occur, except where a statutory right or obligation applies, any of the above requirements may be waived upon recommendation of the Superintendent, with approval of the Board.

Other Leaves of Absence
1. To be eligible for other leaves, the employee must have been actively employed in the district for the full academic year prior to the requested leave.
1. Other leaves of absence shall be considered at the recommendation of the Superintendent with Board approval; however, employees must be tenured to be considered for such extensions.
1. An employee desiring an unpaid leave shall apply no less than 90 calendar days before the anticipated leave.

1. Other leave is available to employees who fulfill the requirements set out above. Approval of leave is conditioned upon adequate staffing as determined by the Board. No request will be disapproved arbitrarily, discriminatorily, or capriciously.

1. To be eligible for a salary increment and credit toward longevity payments and sabbaticals, an employee must work at least 90 work days in the work year that a leave commences or terminates.

1. An employee on a voluntary unpaid leave of absence shall not be eligible to either receive or accrue benefits except as statutorily required. The Board shall not continue group health plans for the period of leave. The employee may continue coverage at his/her own expense, in accordance with the rules of the insurance carrier.

1. In situations where extenuating circumstances occur, any of the above requirements may be waived upon recommendation of the Superintendent, with Board approval.

Employees may be granted two professional days per work year at the discretion of the Superintendent. These days shall be directly related to the employee's position and will be approved by the immediate Supervisor and at the discretion of the Superintendent. The District shall pay the fees for these courses.

Upon termination of employment for reasons of retirement, or reduction in force, or resignation effective July 1 and prior to August 1 of any year, or circumstances dictating a move, an employee who is in "good standing" and not charged with any matter(s) which could lead to dismissal or reduction in pay or is on notice that such charge(s) are probable and/or contemplated shall receive payment for up to 200 unused sick days at the rate of $25.00 per day for days 1-100 and $35.00 for days 101+, subject to the following:

Said employee has completed at least 10 years continuous service in the District. A one year leave of absence shall not toll the running of "continuous service in the District"; however, such year shall not count toward the required minimum year's continuous service.

The office of the Board Secretary has received written request from the employee by the applicable date of official intention (see definition), otherwise any payment due under this Article shall not be made until the next budget year for which the employee's written request meets the date of official intention deadline. If the employee does not request payment after two dates of official intent have passed, Article II, Section L is null and void.

To provide an opportunity for employees to broaden and enhance their professional competency through full-time educational programs.

Basic policy will be to grant one year Sabbatical Leave with half pay at a rate for the step on the salary guide to which the employee would have advanced had he continued teaching in the District. Upon returning, the employee will advance to the next step on the Salary Guide.

An employee will be eligible for Sabbatical Leave after completing seven years' continuous service in the District that has not been interrupted by any sabbatical or extended leave of absence without pay.

1. An employee granted Sabbatical Leave may re-apply after completing an additional seven years' continuous service that has not been interrupted by any extended leave of absence.

2. An employee granted Sabbatical Leave must agree to teach for two years in the District following return from leave or repay full salary received less tuition while on leave.

3. An employee, during Sabbatical Leave, must review with Superintendent activities to assure continued leave benefits.

4. Sabbatical leaves will be granted for full-time research, study and related programs that emphasize academic improvement beneficial to the District.

1. Applications for Sabbatical Leave in the following school year must be received by the office of the Board Secretary by the Date of Official Intention (see definition).

2. Each application should consist of a written request stating reasons for the Sabbatical Leave, type of study to be followed, other activities, etc. To become effective, an application must be judged on its own merit, endorsed by the Superintendent, and approved by the Board.

3. Contributions to Pension, Medical, Social Security or similar benefit plans will be made for an employee on Sabbatical. To assure full benefit plan credit for the year of Sabbatical and to maintain continuity in each plan, an employee on sabbatical leave should request that appropriate deductions be made from Sabbatical Leave payments.

4. Employees granted sabbatical leave will assist substitute employees in planning school curriculum activities for the year of leave.

5. Applications for Sabbatical Leave must be renewed each year.

6. Arrangements concerning incomplete Sabbatical Leaves, granted Sabbatical Leaves that cannot be taken, or similar situations, will be determined by the Board.

7. Upon return from Sabbatical Leave, an employee shall be placed on the salary schedule at the level which he/she would have achieved had he/she remained actively employed in the system during the period of his/her absence and he/she shall be credited with all other benefits for which he/she would have been entitled during the period of his/her leave and continuing thereafter upon his/her return.

A grievance is a formal complaint by an employee or HTEA based upon an alleged violation, misinterpretation, or misapplication of policies, administrative decisions, the agreement and statutes and regulations affecting terms and conditions of employment.

An employee or HTEA shall first discuss his/her or its grievance with the Superintendent in an attempt to resolve the matter informally. The right to grieve must be exercised within 45 days of the occurrence as defined in Section A. Beyond 45 days it will be deemed waived. If the matter cannot be resolved informally to the mutual satisfaction of both parties, then the following shall apply:

1. The employee or HTEA shall set forth the grievance in writing and deliver it to the Superintendent within ten calendar days after the failure of the informal procedure described in Paragraph B. The Superintendent shall communicate his decision in writing to the employee or HTEA within five school days after filing.

2. If dissatisfied, the employee or HTEA may appeal the Superintendent's decision to the Board, in writing, within ten school days after receipt by the employee or HTEA of the Superintendent's written decision. The Board will communicate its decision in writing to the employee or HTEA within ten school days.

3. If the employee or HTEA is dissatisfied with the decision of the Board, he/she or HTEA may, within ten school days following receipt of the Board's decision, give notice that he/she or HTEA wishes advisory arbitration. If the employee or HTEA fails to appeal the decision rendered at this or a prior step within the time limits specified, the original grievance and any appeals of it shall be null and void. Non-binding arbitration of any grievance shall be conducted by one person, mutually acceptable to both the employee or HTEA and Board, who shall be chosen promptly following the employee's or HTEA's notice of appeal.

4. The arbitrator can add nothing to nor subtract anything from this Agreement. The arbitrator shall be limited to the issues submitted and shall consider nothing else. The decision of the arbitrator shall not be binding upon the Board. The costs and 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 employee or HTEA. The party incurring them shall pay any other expenses incurred.

If the obligation to include any portion of this Article were reversed by Court decision, such portion shall be null and void.

1. The existence of the practice can be proven.
1. The practice must be long standing.
1. The practice occurs regularly, not randomly, in the same circumstances.
1. The practice occurs frequently.
1. Both parties know of and accept the practice.

SCHEDULE A Teachers’ Salary Guide 2018-2019
StepBABA+15BA+30MAMA+15MA+30MA+45PhD/EdD
1 4973551435531355653558235599356163563335
2 5003551735534355683558535602356193563635
3 5033552035537355713558835605356223563935
4 5083552535542355763559335610356273564435
5 5123552935546355803559735614356313564835
6 5223553935556355903560735624356413565835
7 5363555335570356043562135638356553567235
8 5523556935586356203563735654356713568835
9 5693558635603356373565435671356883570535
10 5873560435621356553567235689357063572335
11 6063562335640356743569135708357253574235
12 6263564335660356943571135728357453576235
13 6473566435681357153573235749357663578335
14 6693568635703357373575435771357883580535
15 6923570935726357603577735794358113582835
16 7163573335750357843580135818358353585235
17 7423575935776358103582735844358613587835
18 7871080410821108551087210889109061092310

SCHEDULE A Teachers’ Salary Guide 2019-2020
StepBABA+15BA+30MAMA+15MA+30MA+45PhD/EdD
1 5016051860535605696058660603606206063760
2 5046052160538605726058960606606236064060
3 5076052460541605756059260609606266064360
4 5106052760544605786059560612606296064660
5 5136053060547605816059860615606326064960
6 5236054060557605916060860625606426065960
7 5376055460571606056062260639606566067360
8 5536057060587606216063860655606726068960
9 5706058760604606386065560672606896070660
10 5886060560622606566067360690607076072460
11 6076062460641606756069260709607266074360
12 6276064460661606956071260729607466076360
13 6486066560682607166073360750607676078460
14 6706068760704607386075560772607896080660
15 6936071060727607616077860795608126082960
16 7196073660753607876080460821608386085560
17 7491076610783108171083410851108681088510
18 7946081160828608626087960896609136093060

	Secretary
		(12 month)
	2016-2017	2017-20182018-20192019-2020
1	46174.00	47838.5448930.7450590.74
2	47311.00	48638.5449730.7451290.74
3	48448.00	49438.5450530.7451990.74
4	49586.00	50438.5451430.7452690.74
5	50723.00	51438.5452230.7453390.74
6	51861.00	52438.5453030.7454090.74
7	52998.00	53438.5453930.7454790.74
8	54135.00	54438.5454830.7455490.74
9	55273.00	55438.5455730.7456190.74
10	56410.00	56438.5456630.7456990.74
11	57538.00	57538.5457540.7457790.74
12	58102.00	58102.6458240.7458590.74
13	58666.00	58666.7458940.7459390.74
14	59231.00	59240.7459640.7460190.74
15	59795.00	59840.7460340.7460990.74
16	60077.00	60440.7461040.7461790.74
17	60359.00	61040.7461740.7462640.74
18	60641.00	61640.7462540.7463540.74

	Clerk
	(12 month)
	2017-20182018-20192019-2020
Salary	To be negotiated (if applicable)To be negotiated (if applicable)To be negotiated (if applicable)