Contract Between
Lower Alloways Creek B/E-Salem
- and -
Lower Alloways Creek EA
* * *
07/01/2004 thru 06/30/2007

CategorySchool District
UnitTeaching/Professional Staff

Contract Text Below
LAC Education Association Agreement
Page 22






JULY 1, 2004


JUNE 30, 2007


ARTICLE I RECOGNITION . . . . . . . . . . . . 3


ARTICLE III TEACHER RIGHTS . . . . . . . . . . . 4



ARTICLE VI SALARIES . . . . . . . . . . . . . 6



TEACHER LOAD . . . . . . . . . . . 11





ARTICLE XIV SICK LEAVE . . . . . . . . . . . . . 17

2004-05 SALARY GUIDE . . . . . . . . . 19

2005-06 SALARY GUIDE . . . . . . . . . 20

2006-07 SALARY GUIDE . . . . . . . . . 21



THIS AGREEMENT entered into this 13h day of December, 2005, by and between the Board of Education of Lower Alloways Creek Township, Lower Alloways Creek, New Jersey, hereinafter called the “Board”, and the Lower Alloways Creek Education Association, hereinafter called the “Association”.

A. Unit. The Board hereby recognizes the Lower Alloways Creek Education Association as the exclusive and sole representative for collective negotiations concerning grievances and terms and conditions of employment for all certified teaching personnel employed by the Board including the school nurse.

B. Definition of Teacher. Unless otherwise indicated, the term “teacher” when used hereinafter in this agreement shall refer to all recognized professional employees represented by the Association in the negotiating unit as above defined.


A. Procedure. The parties agree to enter into collective negotiations over a successor agreement in accordance with Chapter 123, Public Laws 1974, in a good faith effort to reach agreement on all matters concerning the terms and conditions of teachers’ employment. Such negotiations shall begin in accordance with guidelines adopted by P.E.R.C.

B. Modification. This agreement shall not be modified in whole or in part by the parties except by an instrument in writing duly executed by both parties.


A. Required Meetings and Hearings. Whenever any teacher is required to appear before the Chief School Administrator or his/her designee, Board or any committee member, representative, or agent thereof concerning matters which could adversely affect the continuation of that teacher in his/her office, position, or employment, or the salary or any increment pertaining thereto, then he/she shall be given prior written notice of the reasons for such meeting or interview and shall be entitled to have a representative of the Association present to advise him/her and represent him/her during such meeting or interview.

B. Criticism of Teachers. Criticism by an administrator or Board member of a teacher and his/her instructional methodology shall be made in confidence and not in the presence of students, parents or other public gatherings.

C. Separability. If any provision of this agreement or any application of this agreement to any employee or any 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. Printing Agreement. Copies of this agreement shall be printed at the expense of the Board after agreement with the Association. The agreement shall be presented to all teachers.


A. Use of School Buildings. The Association and its representatives shall have the right to use the school building at all reasonable hours for meetings. Approval shall be required after 5 p.m. by the Board President or his designee.

B. Use of School Equipment. Subject to Board approval, the Association shall have the right to use school facilities and equipment (with the exception of the kitchen) including typewriters, all types of office equipment and audiovisual equipment, other duplicating equipment including copiers and calculating machines, at reasonable times after school hours when such equipment is not otherwise in use.

C. Office Space. The Association shall be provided, without cost to it, adequate filing space in a building at a location and of a description to be mutually agreed upon.

A. (1) Placement on Salary Schedule. In accordance with N.J.S.A. 18A: 29-9, whenever a person shall accept employment as a teacher in this school district, his/her initial placement on the salary scale shall be at such point as may be agreed upon between the individual and the Board of Education, up to the total number of years past experience in public school education.
      Additional credit on the salary schedule for military service, to a maximum of four (4) years, shall be given in accordance with N.J.S.A. 18A:29-11.
      (2) Mid-Year Salary Adjustments. Mid-year salary adjustments shall be made in the second pay period in January, or in the second pay following submission of proof of academic credits earned, whichever date is later, for those teachers acquiring credits that put them on another salary scale in the District.

B. Notification of Contract and Salary. Teachers shall be notified of their contract and salary status for the ensuing school year no later than May 15th, or as per legislative action.

C. Return of Contract. Teacher contracts are to be returned no later than June 1st. Failure of a non-tenured teacher to return a signed contract on or before June 1st shall be considered a waiver by the non-tenured teacher of any right to further employment by the Board of Education. Failure of a tenured teacher to return a signed contract on or before June 1st shall constitute an acknowledgement of the teacher of no objection to the terms of the contract.


A. Salary Schedule. The salaries of all employees covered by this agreement are set forth in the schedules which are attached hereto and made a part hereof.

B. Method of Payment. When a pay day falls on or during a school holiday, vacation, or weekend, teachers shall receive their pay checks on the last previous working day.

C. Final Pay. Teachers shall receive their final checks on the last working day in June, after all records, rooms, and financial obligations are in order.

D. Ten (10) Month. Each teacher employed on a ten-month basis shall be paid in twenty (20) equal semi-monthly installments.

E. Salem County School Employees Federal Credit Union. Each teacher may individually elect to have a designated percentage of his/her salary deducted from each pay under the rules of the Salem County School Employees Federal Credit Union.

F. Tax-Sheltered Annuity. Teachers are permitted to authorize payroll deductions for contributions to a tax-sheltered annuity plan. The plan shall be approved by the Board, but the Association shall be entitled to propose a plan or plans to the Board. No liability shall attach to the Board as a result of the plan it selects.
      The authorization for a payroll deduction can be made only during the following two enrollment periods:
(1) Between September 15 and 30: and
                  (2) Between January 15 and 30 for deductions effective the following pay.
      Once the employee has designated an amount to be deducted, such amount may not be changed until the next enrollment. Any authorization for deduction under this section shall be made in writing to the Board Secretary.

Teachers shall be entitled to the following temporary, non-accumulative leaves of absence with full pay each school year, subject to the conditions set forth below.

A. Personal. Two days leave of absence for personal, legal, business, household or family matters which cannot be conducted other than during normal school hours. Any request must be submitted to the Chief School Administrator on the appropriate form at least three (3) school days prior to the date of anticipated absence, except in case of emergencies. No more than two (2) teachers shall be released on any given school day. Such days may not be taken on the day before or the day after a holiday unless the reason is approved by the Chief School Administrator.

B. Bereavement. Up to five (5) consecutive school days at any one time in event of the death of a teacher’s immediate family including the following: spouse, parent, child, brother, or sister. Up to three (3) consecutive school days at any one time in the event of the death of a teacher’s son-in-law, daughter-in-law, father or mother-in-law, immediate brother or sister-in-law, immediate grandparents, or grandchild. Bereavement leave shall commence the day after the death of the family member.

C. Funeral. One day shall be granted for the purpose of attending the funeral of a grandparent of a spouse or brother or sister-in-law not included in B above.

D. Good Cause. Other leaves of absence with pay may be granted by the Board for good reason.

E. Sabbatical Leave. Sabbatical leave for full-time teachers in this unit, as such is defined in Article I of this Agreement, is provided under the following regulations:

      1. Sabbatical leave may be granted by the Board only for the purposes of study, teaching scholarships and/or fellowships.

      2. Applicants must have completed a minimum of ten (10) consecutive years of teaching experience in the Lower Alloways Creek School District before being eligible for sabbatical leave.

      3. No teacher shall be given such leave of absences more often than once every ten (10) years.

      4. No more than one (1) teacher may be absent on sabbatical leave any time. If, however, a candidate approved for sabbatical leave prefers to limit his or her leave to one (1) semester, another member of the professional unit may be granted sabbatical leave for a period not to exceed one (1) semester.

      5. Applications for a sabbatical leave shall be made in writing to the Chief School Administrator on or before January 15th of the school year preceding the school year for which the leave is sought. All applicants for sabbatical leave shall be notified of the Board’s final decision on or before February 28th of the school year preceding the school year for which sabbatical leave has been requested.

      6. A criteria committee of three (3) teachers and three (3) Board members, or their designees, shall establish the criteria for the selection of teachers for the granting of sabbatical leave. Upon verification of the eligibility of the applicants by the Chief School Administrator, the Board shall have the responsibility of granting leaves on the basis of the criteria developed by the committee. The Board shall have the final decision as to whether or not a sabbatical leave is granted, the terms and conditions of the sabbatical leave.

      7. In the event that the teacher is on sabbatical leave for one (1) semester, he/she shall receive his/her full salary for the period, unless an additional teacher is granted a one (1) semester sabbatical leave during the same academic year, pursuant to the provisions of Paragraph 4. In such case, each teacher shall receive one-half (1/2) of his/her annual salary. In the event that a teacher is on sabbatical leave for the entire school year, he/she shall receive one-half (1/2) of his/her annual salary. Payment shall be made in accordance with the normal pay days in the district. In no event shall a sabbatical leave exceed two (2) semesters.

      8. A teacher who accepts a sabbatical leave of absence must certify in writing his/her intention of returning to the Lower Alloways Creek School system for two (2) years of active service after the end of the sabbatical leave. Such a person is assured re-employment (subject to provisions of the law dealing with seniority and reduction in force) and upon return, the teacher shall be placed on the appropriate step on the salary schedule which he/she would have achieved had he/she remained actively employed by Lower Alloways Creek Township Board of Education during the period of his/her sabbatical.

      9. If the teacher on sabbatical leave does not successfully fulfill the requirements of the leave, and/or the teacher does not return to active service in the district, the teacher shall be required to reimburse the Board the salary and tuition reimbursement paid to that teacher within one (1) year, except in the case of extenuating circumstances to be decided in a case by case basis.
A. Full Health Care Coverage. For 2004-05, the Board shall provide health care insurance protection under the New Jersey School Employees State Health Benefits Program (SHBP) medical plan coverage, which includes access to prescription drug benefits through the SHBP medical plan coverage. Effective July 1, 2005, the Board shall provide health care insurance protection and prescription drug benefits at a level that is equal to or better than that provided by the SHBP coverage. The Board shall have the right to designate the insurance carrier.

      All teachers who were employed by the Board prior to July 1, 1998 shall continue to be entitled to receive those benefits, i.e. they shall be “grandfathered.”
      If any grandfathered employee’s hours are reduced below twenty (20), then that employee will lose this benefit, but will again be eligible when the hours reach twenty (20).

      Any employee who does not qualify for benefits herein set forth shall be entitled to purchase said benefits at his or her own cost and expense pursuant to Board designated and provided group plans as long as the self-payment is not prohibited by the group plan(s) itself.

      All employees who work a minimum of thirty-five (35) hours per week, hired after July 1, 1998, shall be eligible for applicable benefits as herein set forth at Board expense at the rate provided for full family coverage.

B. Complete Annual Coverage. For each teacher eligible for insurance protection, per Article VIII, Section A above, and who remains in the employ of the Board for the full school year, the Board shall make payment of insurance premiums to provide insurance coverage for the full twelve-month period commencing September 1st and ending August 31st.

C. Description to Teachers. The Board shall provide to each teacher a description of the health care insurance coverage provided under this Article, within ten (10) days after the Board receives it, which shall include a clear description of conditions and limits of coverage as listed above.

D. Dental Insurance Coverage. For 2004-05 the Board shall provide Dental Insurance coverage through the New Jersey Dental Service Plan Inc. – Plan IIIA. Effective July 1, 2005, the Board shall provide Dental Insurance coverage at a level that is equal to or better than that provided by the NJ State Health Benefits Employee Dental Plan. The Board shall have the right to designate the insurance carrier. The Board shall pay the full premium for each teacher who was employed prior to July 1, 1998, whether individual or family, as they are considered “grandfathered.”

      All employees who work a minimum of thirty-five hours per week, hired after July 1, 1998, shall be eligible for dental insurance coverage as herein set forth at Board expense at the rate provided for full family coverage.

E. Vision Care. During the term of this contract, the Board will pay up to $200.00 annually per teacher for vision care upon presentation of proper documentation. Bills may be submitted for the employee, spouse and legal dependent(s). Claims against any budget must be presented for reimbursement during that fiscal year between July 1 and June 30. Claims submitted after June 30 will be reimbursed from the new fiscal year.


A. In-School Work Year. The teacher work year for teachers employed on a ten (10) month basis shall not exceed 187 days.

B. Teacher Day.
      (1) Check-In – Check-Out Procedure. Teachers shall be required to check in during the fifteen (15) minute period prior their normal starting time. All teachers will be in their respective classrooms and prepared to receive students (5) minutes prior to the normal student starting time.

        Teachers will be permitted to check-out ten (10) minutes after the normal ending time. The teachers agree to honor the requirements stated herein, notwithstanding past practice to the contrary.
(2) Extra Pay for Extra Service. Any teacher who is required to work beyond the regular teacher in-school work year or required to work after the regular in-school work day for student instruction, tutoring, or bedside teaching, shall be compensated at the hourly rate as follows:
2004-05 $25.00 per hour
2005-06 $26.00 per hour
2006-07 $27.00 per hour

C. Preparation Time. Every full-time teacher shall be given at least (5) duty-free periods per week in order to assist him/her in preparing for his/her course of instruction. To the extent possible, every effort will be made to provide one (1) duty-free period per day for the purpose set forth above. The length of such period will be determined by the duration of the special course of instruction with which it is replaced. If a situation arises which precludes the granting of a preparation period on a given day, the teacher will be allowed an additional duty-free period within five (5) school days from the date of occurrence.
    Preparation time for part-time teachers shall be pro-rated.

D. Extra-Curricular Activities. Teacher participation in extra-curricular activities which extend beyond the regularly scheduled in-school day may be required by the Board of Education when the Board of Education determines that such is necessary and in accordance with law.


A. Post-Graduate Courses. The Board will reimburse eighty (80%) percent of tuition costs, as determined by the New Jersey State College rate, up to twelve (12) credits per year. Courses must have prior approval of the Chief School Administrator. Evidence of successful completion is required. As of the effective date of this Agreement, all courses which have been approved and successfully completed in accordance with the above will be credited on the Salary Guide as set forth in Schedule A of this Agreement.

B. Tuition Reimbursement. The Board will reimburse one hundred (100%) per cent of tuition for a one-day seminar, or workshop attended by a teaching staff member provided that the attendance at said workshop or seminar has the prior approval of the Chief School Administrator.

C. Mileage Reimbursement. Where attendance at a meeting away from school is required by the Board as a part of a teacher’s job and where prior approval is obtained, the Board agrees to reimburse the driver at the current I.R.S. rate per mile. In instances where more than one teacher is attending the same meeting, car-pooling shall be required and the Board will be required to reimburse solely the driver.

A. Definition. A grievance shall be defined as a difference or dispute between the parties relative to an alleged violation, misapplication, or misinterpretation of the provisions of this Agreement or administrative decisions which allegedly adversely impact on the terms and conditions of employment.
B. Procedures.
      (1) Level One – Chief School Administrator. A teacher with a grievance shall first discuss it with the Chief School Administrator within fifteen (15) school days from the date of the event which gave rise to said grievance. The Chief School Administrator shall render a decision within five (5) school days after the date of the discussion.

      (2) Level Two – Board of Education. If the grievance is not resolved to the grievant’s satisfaction, he/she, no later than five (5) school days after receipt of the Chief School Administrator’s decision, may appeal same to the Board of Education. The appeal to the Board of Education must be made in writing specifying: (a) The nature of the grievance; (b) The nature and extent of the injury, loss, or inconvenience; (c) The results of previous discussions; and (d) his/her dissatisfaction with the decision previously rendered. The appeal shall be submitted to the Board of Education through the Chief School Administrator. The Board, or a committee thereof, shall review the grievance and shall, at the option of the Board, or at the request of the employee grievant, hold a hearing with the employee grievant and render a decision in writing and forward copies thereof to the grievant and to the Association within thirty (30) calendar days of receipt of the appeal by the Chief School Administrator; or if a hearing is held, within twenty (20) calendar days of the date of the hearing. The hearing referred to herein, shall be within thirty (30) calendar days after the receipt of the appeal notice.

      (3) Level Three – Advisory Arbitration. If the grievant is not satisfied with the disposition of the grievance at Level Two, or if no decision has been rendered within the time limits established in Paragraph 2 hereof, he/she may, within fifteen (15) calendar days after the decision is rendered or the expiration of the time limits for a decision by the Board, whichever applies, request in writing that the grievance be reviewed by a third party. The following procedure will be used to secure the services of an arbitrator:
          Within ten (10) school days after written notice of the request to submit the grievance to advisory arbitration, the Board and the Association shall attempt to agree on a mutually acceptable arbitrator and shall obtain a commitment from said arbitrator to serve. If the parties are unable to agree on an arbitrator or to obtain such a commitment, a joint request will be made to the Public Employees Relations Commission to submit a roster of persons qualified to function as an arbitrator in the dispute in question. The parties shall comply with the arbitration rules and regulations of the Public Employees Relations Commission.
        The decision of the arbitrator shall be advisory to the parties, shall be in writing, and shall be submitted to the Board and the Association.

        The costs for the services of the arbitrator, including per diem expenses, if any and actual and necessary travel, subsistence expenses, and the cost of the hearing room shall be borne equally by the Board and the Association. Any other expenses incurred shall be borne by the party incurring same.
C. Meetings and Hearings. All meetings and hearings under this procedure shall not be conducted in public.

D. Rights of Teachers to Representation. Teachers shall have the right to Association representation at any of the levels set forth above. Should a teacher, choose to decline representation, the Association, through its designated officials, shall be informed of the nature of the individual grievance and be extended the opportunity to set forth its position on the matter. Failure by the Association to supply the Board with the aforementioned input within a reasonable time prior to the expiration of the time limits for a Board determination will be considered as an affirmation of the individual grievant’s position.

A. Observation Procedure. At a pre-observation conference, the observer will provide and discuss with the teaching staff member the observation procedure, the observation criteria, and the data collection methods to be followed.

B. Observation of Staff Performance. All monitoring and observation of teaching staff performance shall be conducted openly and with full knowledge of the staff member. Electronic devices, such as video tape, may be used to facilitate data collection with the consent of the teaching staff member.

C. Number of Observations. Non-tenure teachers shall be observed at least three (3) times during the course of the year. The first three observations of the school year shall take place no later than April 15. Tenure teachers shall be observed at least one (1) time each year. The first observations of the school year for the tenure teachers shall take place no later than April 15.

D. Observations. Observations shall be conducted for at least one (1) class period, where periods are applicable, or for at least one (1) subject lesson.

E. Observation Report. Following each observation, a written report shall be prepared on the appropriate forms. A copy of this report shall be given to the teaching staff member within five (5) working days of the observation. The teaching staff member and the observer shall sign the report at a post observation conference held within six (6) working days from the receipt of the written observation and placed in the teaching staff member’s personnel file. The teaching staff member’s signature shall not indicate acceptance or rejection of the report, but shall indicate that the member is aware of its contents.

F. Observations. No formal observation shall be made one (1) full working day prior to or after a holiday.

G. Evaluation Procedure. The evaluation of a teacher as well as the evaluation procedure to be followed shall be in accordance with statutory law, administrative code and Board of Education policy. Such procedures are published in the teacher’s handbook and are incorporated into this Contract by reference.

H. Working Days. Days when either party is absent from work due to illness, personal or professional leave, will not be considered “working days” as referred to in the above procedure.

I. Review of Personnel File. A teacher shall have the right to review the contents of his/her file subject to the conditions set forth below. The teacher must notify the Chief School Administrator of his/her desire to inspect his/her file. The Chief School Administrator will establish an appointed time and place for the review within a reasonable period of time after notification. The Chief School Administrator or his designee shall be present during the review. During the review, the teacher may indicate to the Chief School Administrator those items in his/her personnel file which he/she believes to be inappropriate or obsolete.

J. Derogatory Material. A teacher shall be given the opportunity to review derogatory material concerning his/her conduct, service or character prior to its placement in his/her personnel file. The teacher shall acknowledge that he/she has been extended the opportunity to review such material by affixing his/her signature to the copy to be filed and returned to the Chief School Administrator within ten (10) days. Such signature shall not be construed to indicate acceptance or rejection of the contents of said document. The teacher may submit a written response to the Chief School Administrator which will be attached to the file copy.

K. Complaints. Complaints regarding a teacher made to the Chief School Administrator shall be called to said teacher’s attention immediately or in a timely fashion. During this discussion, the teacher shall be given the opportunity to respond to the complaint.


A. Due to medical disability which is substantiated by a certificate from a medical doctor, a teacher may be granted an extended leave of absence without pay; however, during the period of the teacher’s personal medical disability, accumulated sick leave benefits shall be paid until such benefits are exhausted or the personal medical disability has terminated, whichever occurs first. During such time of medical disability leave, said teacher shall be covered by existing health insurance and benefits to the extent permitted by the existing health insurance and benefits plans.

B. The Board need not grant or extend the medical leave of absence of any non-tenured teacher beyond the end of the contract school year in which the leave is obtained.

C. Nothing herein contained shall be construed to require the Board to grant tenure to any non-tenured teacher.

D. A teacher may make application to the Board for a child-rearing leave of absence for a period up to one year. Said application shall be made to the Chief School Administrator at least 120 calendar days prior to the commencement of the child-rearing leave. The Board of Education in its sole discretion may deny or grant in whole or in part, the requested child-rearing leave. This request will not be withheld unreasonably. The fairness and reasonableness of the request or its denial may be grieved.

      The Board of Education Secretary shall, upon request, provide the teacher with the necessary information in order that the teacher can take over the payments of insurance premiums and notify the proper persons and agencies of said leave.

A. Accumulative. All full-time teachers shall be entitled to ten (10) sick leave days each year. Sick leave for part-time teachers shall be pro-rated. Unused sick leave days shall be accumulative to be used for additional sick leave as needed in subsequent years. Sick leave for part-time and full-time teachers employed for less than a full year shall be pro-rated.

B. Notification. Annually the said teaching staff member shall be notified of his/her accumulated sick leave no later then October 30th.

C. Retirement Allowance. Any teacher who has been employed by the Board for twenty (20) or more years shall be eligible for special retirement allowance for each day of accumulated unused sick leave existing on the final day of employment with a $5000.00 cap. The rates are as follows:
2004-05 $50.00 per day for accumulated unused sick leave/$5000.00 cap
2005-06 $55.00 per day for accumulated unused sick leave/$5000.00 cap
2006-07 $55.00 per day for accumulated unused sick leave /$5000.00 cap
        A mutually agreeable method of such payment shall be established. In order to be eligible for a special retirement allowance, the teacher must provide written notice to the Board no later than January 15 of the school year preceding the school year when the retirement of the teacher first takes effect. If the teacher fails to provide timely written notice of retirement, the retirement allowance shall be paid in the next following fiscal year.

    D. Termination Allowance. Any tenured teacher who is terminated because of reduction in the work force after eight (8) or more years in the District shall be compensated for each day of accumulated, unused sick leave, payable upon termination, at the following rates:
    $35.00 per day for accumulated unused sick leave with the amount not to exceed $3500.

      SCHEDULE “A”
      2004-2005 Salary Guide

      03-04 Step 04-05 Step BA BA+15 BA+30 MA
        1,2 1 37000 37550 38100 39200
        3 2 38150 38700 39250 40350
        4,5 3 39350 39900 40450 41550
        6,7 4 40600 41150 41700 42800
        8 5 41900 42450 43000 44100
        9 6 43100 43650 44200 45300
        10 7 44300 44850 45400 46500
        11 8 45600 46150 46700 47800
        12 9 46900 47450 48000 49100
        13 10 48200 48750 49300 50400
        14 11 49550 50100 50650 51750
        15 12 50900 51450 52000 53100
        16,17 13 52250 52800 53350 54450
        18 14 53600 54150 54700 55800
        19 15 55050 55600 56150 57250
        20 16 56400 56950 57500 58600
        21 17 57800 58350 58900 60000
        22,23 18 59200 59750 60300 61400
        24 19 60600 61150 61700 62800
        25 20 62000 62550 63100 64200

        OG25+5 OG 25+6 66000 68200
        OG 25+13 OG 25+14 72150

      SCHEDULE “A”
      2005-2006 Salary Guide

        04-05 Step 05-06 Step BA BA+15 BA+30 MA 1 38500 39050 39600 40700
        1 2 39600 40150 40700 41800
        2 3 40700 41250 41800 42900
        3 4 41800 42350 42900 44000
        4 5 42900 43450 44000 45100
        5 6 44100 44650 45200 46300
        6 7 45300 45850 46400 47500
        7 8 46500 47050 47600 48700
        8 9 47700 48250 48800 49900
        9 10 49000 49550 50100 51200
        10 11 50300 50850 51400 52500
        11 12 51650 52200 52750 53850
        12 13 53060 53610 54160 55260
        13 14 54500 55050 55600 56700
        14 15 56000 56550 57100 58200
        15 16 57450 58000 58550 59650
        16 17 58900 59450 60000 61100
        17 18 60300 60850 61400 62500
        18 19 61700 62250 62800 63900
        19,20 20 63100 63650 64200 65300
        OG25+6 OG 25+7 67100 69300
        OG 25+14 OG 25+15 73250

      SCHEDULE “A”
      2006-2007 Salary Guide

      05-06 Step 06-07 Step BA BA+15 BA+30 MA
        1 40000 40550 41100 42200
        1 2 41000 41550 42100 43200
        2 3 42050 42600 43150 44250
        3 4 43100 43650 44200 45300
        4 5 44200 44750 45300 46400
        5 6 45350 45900 46450 47550
        6 7 46500 47050 47600 48700
        7 8 47650 48200 48750 49850
        8 9 48850 49400 49950 51050
        9 10 50050 50600 51150 52250
        10 11 51250 51800 52350 53450
        11 12 52550 53100 53650 54750
        12 13 54000 54550 55100 56200
        13 14 55450 56000 56550 57650
        14 15 56930 57480 58030 59130
        15 16 58350 58900 59450 60550
        16 17 59810 60360 60910 62010
        17 18 61300 61850 62400 63500
        18 19 62800 63350 63900 65000
        19,20 20 64300 64850 65400 66500

        OG25+7 OG 25+8 68300 70500
        OG 25+15 OG 25+16 74450


      This Agreement shall be effective July 1, 2004, and shall continue in effect until June 30, 2007, subject to the Association’s right to negotiate over a successor agreement as provided in ARTICLE II. This Agreement shall not be extended orally and it is expressly understood that it shall expire on the date indicated, unless it is extended in writing.

      IN WITNESS WHEREOF, the Association has caused the Agreement to be signed by its President and Secretary, and the Board has caused this Agreement to be signed by its President attested by its Secretary, and its Corporate Seal to be placed hereon, all on the day and year first above written.

                      BY: _____________________________________


                      BY: _____________________________________

      Lower Alloways Creek BE and Lower alloways Creek EA 2004.pdf