|FTBoE/FTEA Agreement July 1, 2005 - June 30, 2008|
Frankford Township Board of Education
Frankford Township Education Association
July 1, 2005 through June 30, 2008
TABLE OF CONTENTS
I RECOGNITION 2
II GRIEVANCE PROCEDURE 3
III EMPLOYEE RIGHTS 6
IV ASSOCIATION RIGHTS AND PRIVILEGES 7
V EMPLOYEE WORK YEAR 8
VI EMPLOYEE WORKLOAD 9
VII VOLUNTEERS 12
VIII SPECIALISTS 13
IX TEACHER EMPLOYMENT AND CERTIFICATION 14
X SALARIES 15
XI TEACHER ASSIGNMENT 18
XII EMPLOYEE FACILITIES 19
XIII SICK LEAVE 20
XIV TEMPORARY LEAVES OF ABSENCE 21
XV EXTENDED LEAVES OF ABSENCE 22
XVI PROFESSIONAL ADVISORY COUNCIL 24
XVII INSURANCE PROTECTION 26
XVIII SABBATICAL LEAVES 28
XIX MISCELLANEOUS PROVISIONS 30
XX RIGHTS OF THE BOARD 31
XXI TEACHER EVALUATION 32
XXII CREDIT REIMBURSEMENT/PROFESSIONAL DEVELOPMENT 34
XXIII REPRESENTATION FEE 35
XXIV SENIORITY PROTECTION OF NON-CERTIFIED PERSONNEL36
DURATION OF AGREEMENT/SALARIES 37
Schedule A Salaries 38, 39, 40, 41, 42, 43, 44
Schedule B Extra Curricular Stipends 45
Schedule C Extra Stipends 46
In compliance with Chapter 303, laws of 1968, an amended Chapter 123 of 1974 the State of New Jersey, the Frankford Board of Education and the Frankford Township Education Association enter into this written agreement.
A. The Frankford Township Board of Education hereby recognizes the Frankford Township Education Association for purposes of negotiations as the representative of full-time and regular part-time teachers, para-professionals, and secretaries. The positions of superintendent, principal, vice-principal, board secretary/business administrator, confidential board secretaries (executive secretary to the superintendent, assistant board secretary, administrative assistant,), drivers and custodians are specifically excluded from coverage of this Agreement.
B. Unless otherwise indicated, the term “teachers,” when used hereinafter in this Agreement, shall refer to all certificated employees represented by the Association. When the term “employees,” is used throughout this Agreement, it shall refer to all individuals represented by the Association.
The purpose of this procedure is to secure, at the lowest possible level, equitable solutions to the problems, which may arise from violations of articles or sections of this Agreement. It is agreed that these proceedings will be kept formal and confidential as may be appropriate to any level of the procedure.
Nothing in this article shall be interpreted as limiting the right of any employee having a grievance to discuss the matter informally with any member of the administration. However, any formal adjustment of a written grievance shall be conducted with the full knowledge of the Frankford Township Education Association, if the aggrieved person so desires.
1. A “grievance” shall be construed to be the interpretation, application or violation of policies, agreements, and administrative decisions affecting them.
2. An “aggrieved person” is the person or persons making the claim.
3. A “party of interest” is the person or persons making the claim and any person who might be required to take action or against whom action might be taken in order to resolve to claim.
1. Since it is desirable to all parties that grievances be processed as rapidly as possible, the number of days indicated should be considered as a maximum and every effort made to expedite the process. The time limits specified may, however, be changed by mutual agreement.
1. Level One
a. Any employee who has a grievance shall discuss it first with the Superintendent in an attempt to resolve the matter informally at that level.
b. If the aggrieved is not satisfied with the disposition of the grievance at level one
1. he/she shall file his/her grievance in writing with the Superintendent. The response to the written grievance shall be in writing and be given no later than five (5) school days after receiving the grievance.
2. Level Two
3. Level Three
If the aggrieved person is not satisfied with the disposition of the grievance at Level One, he may appeal his grievance, in writing, within ten (10) school days, to the Board of Education specifying his reasons for his complaints. Within fifteen (15) school days of the receipt of the appeal of the grievance, the Board of Education will conduct a hearing to provide the aggrieved an opportunity to present his grievance. Within ten (10) school days after the hearing, the Board shall render a decision and notify the aggrieved person(s) in writing. Copies of this decision will be forwarded to the President of the Association, all relevant parties, and the Superintendent of Schools.
If a grievance is not resolved to the employee’s satisfaction within thirty (30) school days, it may be submitted for binding arbitration to a third party. If the parties are unable to agree upon an arbitrator, a request for a list of arbitrators may be made to the American Arbitration Association. Both the Board and the Association are bound by the arbitrator’s recommendations in settlement of a grievance. Any costs involved for the arbitrator shall be borne equally by both the Association and the Board of Education.
a. If the Frankford Township Education Association decides that a grievance affects a group or class of employees, it may submit such grievance in writing to the Superintendent directly.
b. All decisions rendered beyond Level Two which are unsatisfactory to the aggrieved party, shall be presented in writing setting forth the decisions and reasons for these decisions. These written decisions shall be transmitted promptly to all parties in interest as well as the president of the Association.
c. All documents, communications, records and other data pertinent to the processing of a grievance shall be kept in a file other than the personnel file of the participants involved in the procedure.
d. All forms for the filing of grievances, serving notices, taking appeals, making reports and recommendations, and other necessary documents shall be prepared jointly by the Superintendent and the Association and made available to any person or persons wishing to make use of the grievance machinery.
e. In order to prevent the aggrieved person from resolving the grievance by the nature of his actions, administrative directions and the Board Policy shall continue in practice until such time as the grievance is formally resolved.
f. There shall be no reprisals of any kind against any party in interest, member of the Association, or any participant in the grievance procedure, because of involvement in the grievance presented to the administrator or Board of Education.
g. The aggrieved may be represented by someone of his own choosing at any step of the grievance procedure providing he has given prior notice of his intent to the Board of Education.
A. The teacher has the right and responsibility to determine grades within the grading system of the Frankford Township School District based upon his/her professional judgment of available criteria pertinent to any given subject area or activity to which he/she is responsible. Any teacher, whose decision on a student’s grade, promotion, or retention is changed by the administration, shall be notified, in writing, within one (1) working day.
B. No employee shall be disciplined without just cause. Whenever an employee is required to appear before any supervisor for disciplinary action, he/she shall have the right to written notification of the reason for said meeting and shall have the right to have a representative of the Association present.
ASSOCIATION RIGHTS AND PRIVILEGES
A. Representatives of the Association, Sussex County Education Association, the New Jersey Education Association, and the National Education Association shall be permitted to transact official Association business on school property, provided that this shall not interfere with or interrupt normal school operations, and subject to the approval of the Superintendent.
B. Any representative of the Association or any employee, who participates during working hours in negotiations, grievance proceedings, conferences, or meetings initiated by the Board of Education or its representatives, shall suffer no loss in pay.
C. The Association may use school facilities and equipment at reasonable times within the school building, when such equipment is not otherwise in use. The Association shall pay for the reasonable cost of all materials and supplies incident to such use.
D. The Association shall have in the school building the use of a bulletin board in the faculty lounge. The Association may use the board in the Central Office for posting notices.
E. The President of the Association shall not be assigned to any permanent homeroom or any AM or Pm non-teaching hall and bus duties, but may be called upon in an emergency situation.
A. The school year shall be designated by the Board of Education. The Association shall be consulted prior to the Board’s formal adoption of the calendar and any revisions of the adopted calendar. After adoption of the calendar, a copy will be distributed to each employee.
B. All employees in the unit will not be required to work on any snow day.
A1. The Wednesday, prior to the Fall Thanksgiving break will be a ½ day for all staff.
C. Teachers will work 184 days; 181 days. Two of the three teacher inservice days will directly apply to continuing education units. The agenda for these days shall be planned by a joint committee of the administration and the professional staff.
D. Para-professionals will work 181 days, whenever students are present.
A. As professionals, teachers are expected to devote to their assignments the time necessary to meet their responsibilities, but they shall not be required to “Clock in” or “Clock out” by hours and minutes. Teachers shall indicate their presence for duty by placing a check mark in the appropriate column of a faculty “sign-in” roster.
B. Teachers’ work day shall extend no longer than six hours and fifty-two minutes (6:52) except on those days when professional and/or faculty meetings are called or at the discretion of the Superintendent, as the need or occasion arises.
C. A preparation period shall be scheduled for each teacher each day.
D. A desirable weekly teaching load shall be determined by the Superintendent after consultation with the Association.
E. Teachers’ lunch will be 35 minutes, except in emergency situations as determined by the Superintendent.
F. Meetings: Faculty and/or staff meetings shall normally be conducted once each month for a period of approximately forty-five (45) minutes. However, additional meetings may be scheduled at the discretion of the Superintendent as the need or occasion arises.
G. On days scheduled for parent conferences, teachers shall be released from teaching duties after 4 hours and 15 minutes. There will be 3 evening conferences in the fall and 2 evening and 1 afternoon conference in the spring.
H. Each full time certified staff member will be required to provide eight (8) half-hour tutorial days scheduled at the teachers discretion before or after school specifically for tutorial or other instructional purposes. The administration will be responsible for student supervision after the half-hour session.
A. All part time teacher shall be paid 1/7 of their proper step on the salary guide for each period they teach each day school is in session.
B. Any teacher who teachers 5 or more periods per day when school is in session shall be full time.
C. All part time teachers shall have their teaching periods scheduled consecutively with no more than one (1) period break in their schedule.
D. All part time teachers required, in writing, to attend any after hour meetings or activities beyond their duties shall be paid for those activities on a pro-rata basis.
Section 2 – Part-time Teachers
A. The paraprofessionals work day shall extend no longer than six hours and fifty-two minutes (6:52) except on those days when professional and/or faculty meetings are called or at the discretion of the Superintendent, as the need or occasion arises.
B. Paraprofessionals will be entitled to a thirty-five minute duty free lunch every day.
C. Paraprofessionals will be permitted two unscheduled 10-minute breaks upon request during the day.
Section 3 – Paraprofessionals
E. Secretaries will be permitted two (2) unscheduled 10-minute breaks upon request during the day.
A. 1. Each employee shall be placed on his proper step of the salary schedule as determined by the Board of Education.
Section 4 – Secretaries
A1. Ten (10) month secretaries shall work from September 1 through June 30th of each year and enjoy the same days off as the teaching staff.
A2. Twelve (12) month secretaries shall work the same days as the ten (10) month secretaries between September 1st and June 30th and shall also work the months of July and August. These secretaries shall continue to enjoy the existing vacation policy. The timing of said vacation is subject to the approval of the superintendent and may be considered at times other than the summer months upon request.
B. All secretaries shall work from 8:00 a.m. to 4:00 p.m. daily except until 3:30 p.m. on Friday. Secretaries shall also enjoy summer hours whenever teachers are gone for vacation. Hours shall be from 8:30 a.m. to 3:00 p.m. During the month of July, Friday hours will be 8:30 a.m. to 1:00 p.m. (without lunch)
C. Secretaries shall enjoy a forty (40) minute lunch every day as long as phone coverage is provided.
D. Twelve (12) month secretaries shall enjoy twelve (12) holidays per year as listed in Board of Education policy.
B. Teachers shall be notified of their contract and salary status for the ensuing year no later than April 30.
C. All positions available at Frankford Township Consolidated School shall be publicized by the Superintendent. In filling such vacancies, consideration shall be given to qualified employees already employed by the District.
1. The Board will agree to accept responsibility to email, post in Faculty Rooms, forward copy to one designated association representative and to do a summer mailing as appropriate.
2. Any certificated employee who is rehired within three (3) years of leaving voluntarily will be granted full credit on the salary guide for their time in Frankford. Any certificated employee who is rehired after the three (3) year period will receive no credit on the guide for their years at Frankford.
A. 1. The salaries of all Association members are set forth in Schedule “A” attached hereto and made a part hereof, but subject to the other terms and provisions of this Agreement.
2. Payment for extra curricular activities are set forth in Schedule “B.”
B. 1. All employees shall be paid on a semi-monthly basis in equal payments on the 16th and the last day of the month except in cases where the employee agrees to a 10% deduction of annual salary held and payable in the months of July and August, deduction shall be deducted during the ten (10) month school year.
3. Payment for extra stipends are set forth in Schedule “C.”
2. Employees may individually elect to have a percentage of the monthly salary deducted from their pay and placed in an interest-bearing account by the Board Secretary.
3. Except in cases of emergency, when a payday falls on or during a holiday, vacation or weekend, employees may receive their paychecks on the last previous working day.
4. Employees may receive their final checks on the last working day in June or upon the completion of duties related to the end of the school year.
C. One increment shall be allowed for each year of military service up to a maximum of four (4) years.
D. To qualify for a Master’s degree, the graduate courses beyond the Bachelor’s degree must be pursued under a prior approved college program. Credit for graduate courses related to the BA+10, BA+20, MA+10, MA+20, MA+30 and MA+60 salary guides need not necessarily be limited to an approved college program leading to the next higher degree. Such courses, however, shall be related to the teacher’s area of work or for the general improvement of the quality of education in the school.
E. The Board, in accordance with Title 18A:29-14, reserves the right to withhold, for inefficiency or other good cause, the employment increment, or the adjustment increment, or both, of any member in any year by a majority vote of all the members of the Board of Education. It shall be the duty of the Board, within ten (10) days, to give written notice of such action, together with the reasons therefore, to the member concerned. The member may appeal from such action to the Commissioner under rules prescribed by him. It shall not be mandatory upon the Board of Education to pay any such denied increment in any future year as an adjustment increment.
All graduate courses must have the prior approval of the Superintendent and the Board of Education.
Evaluation of and approval of courses will be considered by the Board in September and the teacher will notify the Board of any anticipated changes in salary the prior January. Any salary changes will be effective in September following successful completion of the courses by the teacher.
F1. The Board may approve courses for the purpose of providing for Staff Development in-service programs. This would allow for movement on the salary guide of one graduate credit upon successful completion of 20 hours of approved inservice instruction. Participation by staff members in such courses shall be voluntary and shall have prior approval of the Superintendent.
Other workshops and training experiences may be considered by the Superintendent for inservice credit. It shall be the employee’s responsibility to record all such experiences with the Superintendent. Upon completion of 20 hours of such experience, the employee may, at the Superintendent’s recommendation and the Board’s approval, be granted one inservice credit. Programs of this type shall be during other than school hours.
F2. For para-professionals and secretaries F1 above applies and shall also include movement on the guide for undergraduate/graduate courses that are taken while employed by FTBoE.
1. In the 21st year and each of subsequent 4 years
For each multiple of 20 college credits ex. 20, 40, up to a max. of 60, or 150 in-service hours earned while employed by FTBoE, para-professional and secretaries shall be paid $100 above their salary on the salary guide.
2. In the 26th year and each of the subsequent 4 years
$418.00 (not cumulative) will be added to the Schedule “A” salary
3. In the 31st year and each of the subsequent years
$523.00 (not cumulative) will be added to the Schedule “A” salary
A. In the 21st year and each of the subsequent 4 years
$627.00 (not cumulative) will be added to the Schedule “A” salary.
B. In the 26th year and each of the subsequent 4 years
$209.00 (not cumulative) will be added to the Schedule “A” salary.
C. In the 31st year and each of the subsequent years
$261.00 (not cumulative) will be added to the Schedule “A” salary.
$314.00 (not cumulative) will be added to the Schedule “A” salary.
Board approved leaves of absence and reductions in force shall not count for the consecutive years, but shall not break service.
This additional salary will be added to the amount shown on the schedule “A” guide. This money will be shown off guide, but shall be reflective in pension.
1. All teachers shall be given written notice whenever possible of their salary schedules, class and/or subject assignments, building assignments and room assignments for the forthcoming year by the end of the school year.
2. In the event that changes in such schedules, class and/or subject assignments, or room assignments are proposed after June closing, any teacher affected shall be notified promptly in writing.
3. Schedules for the following school year should be available to teachers before the close of the school year.
B. The Superintendent shall attempt to assign teachers, with their area of competence, providing these teachers are properly certified.
C. Every attempt will be made not to schedule a teacher for more than four (4) consecutive periods or three (3) consecutive hours of pupil contact.
A. The Board recognizes the following physical facilities as desirable and will seek to provide them.
1. Space in each classroom in which teachers may store instructional materials and supplies;
2. A serviceable desk, chair, and filing accommodations for the exclusive use of each teacher;
3. Suitable closet space for each teacher to store coats, overshoes, and personal articles:
4. Copies, exclusively for each teacher’s use, of all texts used in each of the courses he is to teach;
5. Adequate chalkboard space in every classroom.
6. Adequate books, paper, pencils, pens, chalk erasers and other such material, required in daily teaching responsibility.
7. An appropriately furnished room, which shall be reserved for the use of the staff as a lounge. Although the staff shall be expected to exercise reasonable care in maintaining the appearance and cleanliness of said lounge, it shall be regularly cleaned by the school’s custodial staff.
A. All ten (10) month employees employed on a full time basis by the Board of Education shall be entitled to ten (10) sick leave days each school year as of the first official day of said school year. Unused sick leave days shall be accumulated from year to year with no maximum limit.
B. 1. Upon actual retirement (not vesting) a teacher shall be compensated for unused accumulated sick days at the daily rate of forty-five ($45.00) dollars per day up to a maximum one hundred ten (110) days in the first year of the contract; forty-five ($45.00) dollars per day up to a maximum one hundred fifteen (115) days in the second year of the contract; and forty-five ($45.00) dollars per day up to a maximum of one hundred twenty-five (125) days in the third year of the contract. The retiring teacher must notify the Board of the impending retirement by February of the preceding year so the Board may budget accordingly.
All twelve (12) month employees employed on a full time basis by the Board of Education shall be entitled to twelve (12) sick leave days each school year as of the first official day of said school year. Unused sick leave days shall be accumulated from year to year with no maximum limit.
2. Upon actual retirement (not vesting) all active support staff shall be compensated for unused accumulated sick days at the daily rate of twenty ($20.00) dollars per day up to a maximum of fifty-five (55) days in the first year of the contract; twenty ($20) dollars per day up to a maximum of sixty (60) days the second year; and twenty ($20) dollars per day up to a maximum of seventy (70) days the third year. The retiring active support employee must notify the Board of the impending retirement by February of the preceding year so the Board may budget accordingly.
TEMPORARY LEAVES OF ABSENCE
A. Each year the Board of Education will grant three (3) days for compelling personal reasons with full pay pending approval of the Superintendent upon application thereof. Necessary personal day is construed to mean that such business is essential and will require the presence of the employee on a day school is in session.
B. Death in the immediate family five (5) days. (Immediate family to include: mother, father, husband, wife, sister, brother, grandparents, son or daughter, step parent, stepchildren or the same in-laws). Other deaths may receive the same consideration at the discretion of the Superintendent.
C. Such other days for visitations, conferences, meetings, etc. at the discretion of the Superintendent.
D. Illness in the immediate family, three (3) days. (Immediate family as defined in Article XIV, para.B)
E. Up to five (5) unused personal and family ill days can accumulate as sick days for the following year.
Since the application requires approval by the Superintendent, it is incumbent upon the requestor to make known sufficient details of the need for the “necessary personal day” except in those rare circumstances where the nature of the details is such that privacy must be maintained. In the latter case, a written statement that the business is personal and is of “emergency” nature in the context of this policy should be submitted to the Superintendent. Should the request be denied approval by the Superintendent, a written reason will be returned to the requestor.
When a teacher is aware that she is pregnant, she shall notify the principal or Superintendent so that plans for her replacement, when necessary, may be made. A teacher who becomes pregnant may remain in her position so long as her condition does not interfere with the efficient and thorough performance of her duties. The Board of Education shall not remove any teacher from her duties on the grounds that her condition prevents her from performing her responsibilities in an efficient and thorough manner unless the teacher cannot produce, at the request of the Board, a written certification from her physician that she is physically capable of performing her responsibilities in an efficient and thorough manner.
A teacher may request a maternity leave of absence due to pregnancy at any time of her choosing.
The period while on maternity leave does not count towards the acquisition of tenure. However, the periods of employment before and after such leave shall be tacked on or added together in computing the period of employment for tenure and salary purposes.
Non-tenured employees are entitled to a maternity leave within the contractual school year in which the leave is obtained. However, the Board may grant leaves for longer periods at its discretion.
A teacher on maternity leave may return to her position in the school district when mutually agreeable. The period of absence for maternity leave shall not constitute equivalent experience for salary purposes. The teacher returned from maternity leave shall be placed on the appropriate step on the salary guide in accordance with her experience and degree level.
B. Family Leave
Unpaid family leave of absence will be available to employees according to provisions of CH.261 Laws of 1989.
Unpaid leaves of absence are available, up to 12 weeks in any 24-month period to care for a newborn or adopted child, at any time within one year after the birth or adoption of the child, and to provide care for a seriously ill child, parent or spouse. An eligible employee may be entitled to leave on a consecutive, intermittent or reduced leave schedule depending on factors including the reason for the leave sought.
The Board of Education may require advance notice of a leave and may require that leave be supported by certification issued by a licensed health care provider. At its own expense, the Board may require the employee to obtain a second opinion.
Upon return from family leave, an employee is entitled to be restored to his/her previous position or to an equivalent position of like seniority, status, employment benefits, pay and other terms and conditions of employment.
During the leave, the Board will maintain health insurance coverage as if the employee had not taken the leave.
C. Other Leaves of Absence
1. The purpose of the Council shall be to advise the Board through recommendations, based on research and evaluation, regarding matters of mutual interest relative to the educational program. These recommendations may include methods of implementation. The Council may consider, but not be limited to: advising the Board on such matters as curriculum improvement, teaching techniques, extra-curricular programs, in-service training, pupil testing and evaluation, philosophy and educational specifications for buildings and other matters of mutual interest regarding the effective operation of the Frankford Township School.
1. The Council shall consist of three (3) representatives appointed from the Board of Education and three (3) representatives selected from the Association.
2. The Council shall establish its own rules and procedures.
1. Regular meetings of the Council shall be conducted monthly unless otherwise determined by the Council.
2. Special meetings may be called by the chairman of either party. At least one (1) week notice shall be required before each meeting.
3. Agendas shall be initiated by the party calling the meeting and shall be available to Council members at least two (2) days prior to the meeting date.
D. 1. The Board shall consider and study all written recommendations submitted to it by the Council for possible action. If the Board does not accept such recommendations, it shall state the specific reasons for such actions in writing to the Council.
A. Health Insurance
The School Board shall continue to provide the Health Care Insurance Protection. The Board shall pay the full premium for each employee (and his/her family, if applicable). The insurance protection shall be equal to or better than the NJ State Health Benefits Plan.
Employees (and his/her family, if applicable) starting after June 30, 2005 shall be entitled to board payment of the full premium only within the Direct Access program of the Health Care Insurance Protection plan.
Opt Out Provision
1. The board will establish an approved section 125 plan and employees may opt out of the Health Insurance Plan for a set figure of $5,000 upon the completion of a medical Benefits Waiver Form. Payments will be made on a semi-annual basis, with 50% on December 31 & the balance on June 30.
2. As a result of a “lifechange” (birth, death, divorce, loss of primary medical benefits) an employee will have the opportunity to enter the medical plan provided by the board but will forfeit the compensation listed above. The employee must first inform the business Office of their situation. As a result of a “lifechange”, the employee may re-enroll in the medical benefits program at any time during the year.
3. An employee may re-enroll in the medical benefits program without having a “lifechange” during two (2) open enrollment periods.
i. Mid April and May with an effective date of July 1
ii. Mid October and November with an effective date of January 1
4. An employee may opt out of the medical benefits program at any time during the year upon completion of the medical benefits waiver form and submission of this form and all copies of the employee’s current medical insurance cards. The amount of compensation that the employee would receive will be prorated depending upon when they waive their benefits.
It is further agreed that at the expiration of this contract, any subsequent increase in the cost of Health Benefits shall be considered as part of future contract consideration.
Health benefits for part-time employees shall be according to guidelines of State Health Benefits Plan. Temporary full time employees must be under contract for a minimum of five (5) months to qualify for health benefits.
B. Dental Insurance
A. Any and all matters regarding school policy not covered specifically in this Agreement shall be the prerogative of the Board of Education.
B. This Agreement constitutes Board policy for the term of said Agreement, and the Board shall carry out the commitments contained herein and give them full force and effect as Board policy.
C. If any provision of this Agreement or any application of this Agreement to any employee or group of employees is held to be contrary to law, then such provision or application shall not be deemed valid and subsisting, except to the extent permitted by law, but all other provisions or applications shall continue in full force and effect.
D. Copies of this Agreement shall be reproduced at Board expense after the Agreement is signed and shall be presented to all members employed by the Board and members of the Board.
E. Representatives of the Board and the Association’s negotiating committee shall, if requested by either party, meet at least once each month for the purpose of reviewing the administration of the Agreement, and to resolve problems that may arise. Such meeting shall not replace grievance procedures.
F. Each party shall submit to the other at least seven (7) days prior to the meeting an agenda covering matters they wish to discuss.
G. Should a mutually acceptable amendment to this Agreement be negotiated by the parties, it shall be reduced to writing and submitted for adoption to the Board and the Association.
Except as otherwise provided in the Agreement and under the provision of Chapter 303, Public Laws 1968, and Chapter 123 (1974), the Association recognizes that the Board has the responsibility to manage and direct, in behalf of the public, all the operations and activities of the Frankford Township School District to the extent authorized by law.
RIGHTS OF THE BOARD
1. All evaluation of teachers shall be done openly, with full knowledge of the teacher being evaluated. No eavesdropping, “bugging,” or other hidden surveillance shall be used.
2. Evaluation must take note of special circumstances. The teacher of special education, for example, does not use the same teaching techniques as the teacher in the regular classroom.
3. The teacher shall be given a copy of the evaluation report within two (2) days of the evaluation to allow sufficient time before a conference to study it thoroughly, except in emergencies.
4. The conference shall occur at a mutually agreeable time within five (5) school days of the evaluation. In the event of a legitimate delay, the party requiring the delay shall so inform the other party.
5. No evaluation reports shall be submitted to the central office or otherwise acted upon before the conference between teacher and evaluator.
6. The evaluation report shall include an assessment of:
a. the strengths of the teacher;
b. progress the teacher has made since the previous evaluation;
c. remaining difficulties;
d. specific suggestions on measures the teacher can take to improve his performance in areas where difficulties have been indicated.
7. No teacher should be asked to sign a blank or incomplete evaluation form.
8. No material derogatory to a teacher’s conduct, service, character, personality, or reputation shall be placed in the teachers personnel file – including an evaluation report – unless the teacher has first been shown the material and had an opportunity to review it.
9. To any material prepared for his or her personnel file, the teacher shall have the right to submit a written answer which, after being reviewed by the Superintendent or his or her designee, is attached to the file copy.
10. The teacher shall have the right, upon request, to review the contents of his or her personnel file and to receive, at Board expense a copy of documents contained therein.
11. The teacher shall have the right to indicate those documents in his or her personnel file, which he or she believes, are obsolete or otherwise inappropriate to retain. After a review by the Superintendent or his or her designee, such materials shall be destroyed. Disputes over the retention of such documents shall be considered grievances, with action beginning at the Superintendent’s level.
12. Any evaluation form or its contents shall be treated as confidential information by all persons handling it.
13. Any evaluation form or its contents shall only be transferred with the written consent of the person evaluated.
14. Procedures for evaluation shall be developed and/or modified under the direction of the District’s Chief School Administrator in consultation with the Association.
2. Payroll Deduction Schedule
Once during each membership year covered in whole or in part by this Agreement, the Association will submit to the Board a list of those employees who have not become members of the Association for the then current membership year. The Board will deduct from the salaries of such employees, in accordance with paragraph 2 below, the full amount of the representation fee.
The Board will deduct the representation fee in equal installments, as nearly as possible, from the paychecks paid to each employee on the aforesaid list during the remainder of the membership year in question.
Except as otherwise provided in this Article, the mechanics for the deduction of representation fees and the transmission of such fees to the Association will, as nearly as possible be the same as those used for the deduction and transmission of regular membership dues to the Association.
SENIORITY PROTECTION OF NON-CERTIFIED PERSONNEL
A. All non-certified personnel, represented by the FTEA, on the payroll as of September 1, 1995 with more than three (3) years of service shall be granted seniority and ranked in category, pursuant to their years of service. Anyone with less than three (3) years of service as of September 1, 1995 shall accumulate years of service seniority from that date. Further, seniority shall be ranked in each category/title pursuant to accumulated years of service. The Board shall retain the right to reduce the number of positions in accordance with seniority.
B. Notice of recall to work shall be addressed to the employee’s last address appearing on the records of the School District, by certified mail, return receipt requested, and simultaneously by first class mail. Within fourteen (14) calendar days from receipt of such notice of recall, the employee shall notify the Superintendent, in writing, whether he/she desires to return to the work involved in the recall. If he/she fails to reply or if he/she indicates that he/she does not desire to return to such work, he/she shall forfeit all of his/her seniority and all rights to recall.
DURATION OF AGREEMENT
This Agreement shall be effective as of July 1, 2005 and shall continue in effect through June 30, 2008.
IN WITNESS WHEREOF, the Association has caused this Agreement to be signed by its President and Secretary after ratification by the members of the Association at a meeting duly called for that purpose, and the Board has caused this Agreement to be duly signed by its President and attested by its Secretary pursuant to a resolution duly adopted by the Board this
This Agreement has been executed in duplicate, one copy to be retained by the Board and one copy to be retained by the Association, such duplicate original copy being permanently bound.
FRANKFORD TOWNSHIP BOARD OF EDUCATION
By \s\ Carol A. Hahn
ATTEST: \s\ Christopher Lessard
FRANKFORD TOWNSHIP EDUCATION ASSOCIATION
By \s\ Patricia A. Hagen
ATTEST: \s\ Deborah Egan
Schedule A – Salaries
Frankford Township Teachers Salary Guide
Schedule A – Salaries
Frankford Township Teachers Salary Guide
Schedule A – Salaries
Frankford Township Teachers Salary Guide
Schedule A – Salaries, continued
Schedule A – Salaries, continued
Schedule A – Salaries, continued
Sec. 10 month
Sec. 12 month
Sec. 10 month
Sec. 12 month
Schedule A – Salaries, continued
Schedule B – Extra Curricular Stipends
Sec. 10 month
Sec. 12 month
Schedule C – Extra Stipends
A. Art Fair Coordinator 217.44
B. Assistant Basic Skills Improvement Contact 3,497.32
C. Bedside/Tutoring Instruction 36.27
D. Cafeteria Duty (per occurrence) 23.62
E. Chaperones (Dances, Concerts, Programs,
etc. approved by Superintendent) 62.43
F. C.S.T./Student Personnel Coordinator (non-administrative) 8,360.00
G. Kindergarten Teacher’s (open house) 32.61
H. Outdoor Education Coordinator 261.25
I. Overnight Assignment’s (per night) 81.54
Overnight Assignment (Nurse) 182.88
J. School Fair Coordinator 217.44
K. Staff Development Instructor 36.27
L. Summer School 36.27
M. Testing Coordinator 1,672.00