Contract Between
Hillsdale B/E-Bergen
- and -
School Fac Supv
* * *
07/01/2008 thru 06/30/2011


CategorySchool District
UnitOther

Contract Text Below
27






AGREEMENT








HILLSDALE BOARD OF EDUCATION





AND




SCHOOL FACILITY SUPERVISORS/SUPERVISOR OF MAINTENANCE






July 1, 2008 through June 30, 2011











PREAMBLE



This Agreement is made and entered into this First Day of

July, 2008, by and between THE HILLSDALE BOARD OF EDUCATION,

a body corporate and politic of the State of New Jersey, having offices

located at 32 Ruckman Road, Hillsdale, New Jersey 07642 (hereinafter

referred to as “BOARD”) and The School Facility Supervisors and
Supervisor of Maintenance (hereinafter referred to as Supervisors),
pursuant to Chapter 123 Public Laws of 1968, which provides for an
agreement between the Board and the Supervisors with respect to the
terms and conditions of employment.

























ARTICLE I -- AGREEMENT

A. Both parties agree that said employees shall perform the duties of

Supervisor of Maintenance and School Facility Supervisor in and for the

Hillsdale Public School District as prescribed by the rules and regulations

established by the Board of said District.

B. The Supervisors shall have the appropriate experience and knowledge to

act in accordance with the Board adopted job description for the School

Facility Supervisor and Supervisor of Maintenance positions.

C. All Supervisors must obtain a Fireman’s Low Pressure Boilers License

(Black Seal) and if hired after 2002, a CDL School Bus Drivers License.

D. Supervisors will be offered a yearly contract which expires on June 30

of each year. New Contracts are issued for the year beginning July 1 and

ending June 30.

E. Notification of Status shall be given on or before May 31 of each year.

The Board shall give to each employee either:
      A Written offer of a contract for employment or,

      A written notice that such employment shall not be offered.
      Any Supervisor who receives a notice of non-employment may, within ten

      (10) days thereafter, request from the School Business

      Administrator/Board Secretary a written statement of reasons for the

      discharge.

ARTICLE I – AGREEMENT
(Continued)


Such statement of reasons shall be delivered by the School Business

Administrator/Board Secretary to the Supervisor within ten (10) days

of the filing of the request. The employee, within ten (10) days may

appeal the decision of the School Business Administrator/Board Secretary

to the Superintendent of Schools. The Superintendent of Schools will

render a decision on the appeal within ten (10) days. The decision of the

Superintendent of Schools will be final.


F. New Employees (Hired after July 1, 2005)

New employees shall serve a probationary period of ninety (90) days

before a contract is issued. The services of new employees may be

terminated upon one week’s notification by either the employer or the

employee. Probationary employees will not be eligible for paid vacation

days, sick days, temporary leave days, as stated in Article V and VI,

during the 90-day probationary period.











ARTICLE II -- PROCEDURES

A. 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.

B. In the event that a new Agreement is not agreed to by the start of the

new contract year, this existing Agreement will continue in effect.

Upon reaching a new Agreement, terms and conditions will be retroactive

to the start of the new contact year.

C. This Agreement may be terminated at any time by either party giving

to the other thirty days’ notice in writing.
























ARTICLE III - GRIEVANCE PROCEDURE

Definition

A “grievance” shall mean a complaint by an employee of the Public

School System or the School Facility Supervisors/Supervisor of Maintenance

who claims that there has been to him a personal loss, injury or inconvenience

because of a violation, misinterpretation or misapplication of the contract, an

administration decision, including disciplinary determination, and/or an

established policy governing the employees’ terms and conditions of

employment. The term “grievance” shall not apply to:
      Any matter for which a method of review is prescribed by law, or
      any rule or regulation of the State Commissioner of Education, or
      a compliant of an employee which arises by reason of his not
          being reemployed.

A grievance to be considered under this procedure must be initiated by

the employee within thirty (30) calendar days of its occurrence, assuming the

employee could reasonably be expected to do so.











ARTICLE III – GRIEVANCE PROCEDURE
(Continued)

Procedure

Level One – Principal or Business Administrator (Informal)

Any employee who has a grievance shall discuss it orally with his Principal

or Business Administrator in an attempt to resolve the matter informally at

that level. If as a result of the discussion the matter is not resolved to the

satisfaction of the employee within five (5) school days, he shall set forth his

grievance in writing to the Principal or the Business Administrator/Board

Secretary.
      The nature of the grievance including what contract provisions,

          Board policy, or administrative decision is being grieved and

          what remedy is being sought.
      The nature and extend of the injury, loss, or inconvenience.
      The results of previous discussions.

The Principal or Business Administrator shall communicate his decision to the

employee in writing within five (5) school days of receipt of the written

grievance.








ARTICLE III – GRIEVANCE PROCEDURE
(Continued)

Level Two – Superintendent

The employee may appeal the Principal’s or Business Administrator/Board

Secretary’s decision to the Superintendent of Schools within five (5) school

days. The appeal to the Superintendent must be made in writing reciting

the matter submitted to the Principal or Business Administrator/Board

Secretary as specified above. The Superintendent shall attempt to resolve

the matter as quickly as possible but within a period not to exceed ten (10)

school days. The Superintendent shall communicate his decision in writing

to the employee.

Level Three – Board of Education

If the grievance is not resolved to the employee’s satisfaction, he may request

a review by the Board of Education within five (5) school days. The request

shall be submitted in writing through the Superintendent of Schools who shall

attach all related papers and forward the request to the Board of Education

within five (5) school days. The Board, or a committee thereof, shall review

the grievance and may hold a hearing with the employee within thirty (30)

calendar days of receipt of the grievance by the Board. The Board shall render

a decision in writing within thirty (30) calendar days of receipt of the grievance

by the Board or within thirty (30) calendar days of the date of the conclusion

of the hearing with the employee.
ARTICLE III – GRIEVANCE
(Continued)

Level Four – Arbitrator

If the Supervisor is dissatisfied with the decision of the Board of Education,

the Supervisor may request the appointment of an arbitrator, such request to

be made known to the Superintendent no later than two weeks after the decision

in writing of the Board of Education was made known. Nothing in this

Agreement shall prevent the Board and the Association from requesting

arbitration on items which are in consonant with the definition of grievance.

The following procedure will be used to secure the services of an arbitrator:
      A request will be made to P.E.R.C. to submit a roster of persons
          qualified to function as an arbitrator in the dispute in question.
      If the parties are unable to determine a mutually satisfactory
          arbitrator from the submitted list, they will request that P.E.R.C.

          submit a second roster of names.
      If the parties are unable to determine, within ten (10) school days
          of the initial request for arbitration, a mutually satisfactory

          arbitrator from the second submitted list, P.E.R.C. shall be

          requested by either Party to designate an arbitrator.






ARTICLE III – GRIEVANCE
(Continued)

The arbitrator shall limit himself to the issues submitted to him and shall

consider nothing else. He can add nothing to, nor subtract anything from the

Agreement between the parties or any policy of the Board of Education. The

recommendations of the arbitrator shall only be advisory. Only the Board and

the aggrieved and his representative shall be given copies of the arbitrator’s

report of findings and recommendations. This shall be accomplished within

thirty (30) days of the completion of the hearings.

Costs

The cost for the services of the arbitrator, including per diem expenses, if any,

and actual and necessary travel and subsistence expenses, will be borne equally

by the Board of Education and the Supervisor. Any other expenses incurred

shall be paid by the party incurring them.
















ARTICLE IV -- SALARY

A. Salaries for the Supervisors shall be set forth in this agreement.

B. Increments are not automatically granted. A satisfactory rating upon

evaluation by the Building Principal or Business Administrator/

Board Secretary is essential for an increase to be granted.

C. The Supervisors shall be paid in twenty-four (24) semi-monthly

installments for each twelve-month period of employment.

D. When payday falls on or during a school holiday, vacation or weekend,

the Supervisors shall receive his paycheck prior to the nonworking

day or days.























ARTICLE V – SICK LEAVE AND TEMPORARY LEAVE OF ABSNECE

The Supervisors shall be entitled to the following leaves of absence with full pay

each school year.

A. Sick days shall be in accordance with Title 18A, Education, N.J. Statutes

Annotated, excepting that twelve-month employees shall be entitled to

twelve (12) cumulative sick days per year.

B. Five days for personal, religious, legal business, paternity, household or

family matters which require absence during school hours. Application

to the Superintendent of Schools for the personal leave shall be made

at least two days before taking such leave except in the case of an

emergency. The Supervisors shall not be required to state reasons for

taking such leave other than he is taking it under this section. These days

will not be taken immediately prior to or immediately following a legal

holiday or school holiday.

C. Death in the Immediate Family – Up to five days at any one time in the

event of death of a member’s spouse, child, children-in-law, parent,

parent-in-law, sister, brother, sister – or brother-in-law, or any other

member of the immediate household.

D. Death Outside the Immediate Family -- One day at any one time in the

event of death of a relative. If death occurs at a distance, extended time

for traveling may be granted by the Superintendent with pay.

ARTICLE V – SICK LEAVE AND TEMPORARY LEAVES OF ABSENCE
(Continued)

E. Illness or Emergency in the Immediate Family -- Three (3) days’ absence

during any given school year without loss of pay for illness or emergency
      in the immediate family. In addition, the Supervisors may claim two (2)

      additional days at the rate of salary, during any school year for the
      same purpose.

F. Military Service -- Time necessary when called into temporary duty

of any unit of the U. S. Reserves or State National Guard, provided such

obligations cannot be fulfilled on days when school is not in session.

This will be in accordance with statutory requirements.























ARTICLE VI – INSURANCE AND OTHER BENEFITS

A. Health Insurance -- The Board will pay the full premium for the

Supervisors and dependents for all health insurance presently included in

the New Jersey School Employees Health Plan.

B. Dental Insurance -- The Board shall provide for coverage of the
      Supervisors and eligible dependents in the New Jersey Dental Plan,

      Inc., or other plan which is mutually acceptable. An “eligible employee”

      under this Paragraph B of this Article VI shall be an employee who is

      eligible to receive the Health Plan Benefits of Paragraph A of this

      Article VI and was employed by the Board prior to July 1, 1995.

      Employees hired on or after July 1, 1995, will be subject to a twenty-five

      percent co-pay for their initial three (3) years of employment.

C. Holidays -- There will be granted thirteen (13) paid holidays per year

based upon a schedule approved by the Board of Education. The school

calendar and scheduled paid holidays may be altered on short notice

subject to any emergencies that may arise.

D. Vacation – The Supervisors will be eligible for two weeks’ summer

vacation after one (1) full year of service; three weeks after five full

years; and four weeks after twelve full years in the district. After eight

full years of service, the Supervisor shall receive one (1) additional day

vacation for each full year of service up to a maximum of four (4) weeks.

ARTICLE VI – INSURANCE AND OTHER BENEFITS
(Continued)

For less than one full year of service prior to July 1st, the Supervisor will

receive one day’s summer vacation for each full month served to a

maximum of ten work days. Supervisors will take a minimum of two
      weeks’ vacation during the summer. The remaining week, if
      appropriate, will be scheduled during the school year with the approval

      of the Superintendent of Schools or his designee. The decision of the

      Superintendent is final and shall not be subject to the provisions of the

      grievance procedure.

      Unused vacation days may be carried into the following year subject to

      the approval of the Superintendent.

E. Membership Fees – The Board shall pay the Supervisors’ membership

dues for the following organization: New Jersey Buildings and Grounds

Association; Bergen County Chapter, if the Supervisor has obtained the

N.J. Educational Facilities Manager Certification.

F. Work Hours – Supervisors will work a forty (40) hour week, which

includes an eight (8) hour day excluding one-half (1/2) hour for lunch.

They will receive one and one-half (1 ) for all hours worked over

eight (8) in one day or over forty (40) hours in any one week.



ARTICLE VI – INSURANCE AND OTHER BENEFITS
(Continued)

It being the understanding of the parties that the Supervisor of

Maintenance will work a flexible schedule in addition to being on

call for a Tuesday- Saturday work week to minimize the need for

overtime remuneration. Supervisors will receive double time for

all hours worked on Sundays and Holidays and if required to work

during an approved vacation period. On days that schools are closed

for emergency reasons and/or the school calendar, the work day will

be seven (7) hours.
Longevity – The Board agrees to compensate employees who have
      completed the following years of service in the Hillsdale School System

      at the indicated increase in base salary.
          TIER I TIER II

Employed Prior to July 1, 1999 Employed on or After July 1, 1999

15 years $1,400 21 years $1,500

18 years $1,900

21 years $2,400

24 years or more $2,900


Such service shall be completed prior to July 1st for twelve-month

employees, and prior to September 1st for ten-month employees.

ARTICLE VI – INSURANCE AND OTHER BENEFITS
(Continued)


H. Clothing – The Board agrees to purchase and supply three shirts of choice
      and three pairs of pants to the Supervisors at or near the beginning of each

      year of employment, as well as $200 towards the purchase of additional

      clothing with the requirement that safety tipped shoes be purchased

      yearly and be worn at all times. The selection shall be given to the

      Business Administrator/Board Secretary, in writing, no later than

      two weeks before the start of each school year. The Supervisors at

      all times of employment shall continue to be dressed in proper uniform.

I. Cellular Phone: The Supervisor of Maintenance will be provided with a

cellular phone by the Board for school related business calls. All personal

calls made by the Supervisor will be reimbursed to the Hillsdale Board of

Education.

J. License Reimbursement: The Board will reimburse the Supervisors the

cost of the renewal of their Low-Pressure Boilers License and CDL School

Bus Driver’s License where appropriate. Costs may include such items as

fingerprinting, Health examinations, and renewal fees. The Board will

not be responsible for late fees or any miscellaneous costs due to any late

filing or loss of licenses due to circumstances caused by the Supervisor.

All costs must be itemized and supported by bills or other acceptable

evidence before they will be approved by the Board for payment.
ARTICLE VII -- PAYMENT FOR UNUSED SICK LEAVE

  1. Subject to the conditions hereinafter set forth, the Supervisors shall receive
      payment for unused sick leave. To be eligible to receive such payment,

      the Supervisors must satisfy all of the following conditions:

(1) Have at least thirteen (13) years of service in the Hillsdale School

District as of the effective date of retirement or the date of death.

In computing the required thirteen (13) years of service, any paid

or unpaid leave of absence having a time duration of one-half of a

school year or longer shall not be counted.
(2) Have at least sixty five (65) days of accumulated sick leave as of

the effective date of retirement or the date of death. In computing

the required number of days of accumulated sick leave, only sick

leave days accruing under the provisions of N.J.S.A. 18A:30-2 shall

be counted. In no event shall sick leave days accruing or awarded

under the provisions of N.J.S.A. 18A:30-2.1, 18A:30-6 or any other

law be counted.











ARTICLE VII – PAYMENT FOR UNUSED SICK LEAVE
(Continued)

(3) Where the claim for payment of unused sick leave is based upon

the retirement of the employee, the employee must have filed a

bona fide application for retirement with the Public Employee’s

Retirement System of New Jersey under the applicable provisions

of law and the application so filed must request the payment of a

pension commencing immediately on the effective date of the

employee’s retirement from the Hillsdale School District; it being

the intention of the parties to this Agreement that a deferred

retirement of the employee shall not qualify for the payment of

unused sick leave.

(4) A written application requesting payment for unused sick leave

shall be filed by or on behalf of the employee with the Hillsdale

Board of Education no later than twelve (12) calendar months

immediately following the effective date of retirement or the date

of death of the employee, whichever shall first occur. In no event

shall payment for unused sick leave be made if the required

application is filed after the expiration of the twelve (12) month

period.




ARTICLE VII – PAYMENT FOR UNUSED SICK LEAVE
(Continued)

B. Where the claim for payment of unused sick leave is based upon the

retirement of an employee for reasons other than physical or mental

disability, the employee must give written notice of an intention to

retire to the Hillsdale Board of Education at least six (6) calendar

months prior to the effective date of retirement, but no later than

January 15, in order to receive payment during the next school budget

year. The written notice shall specify the effective date of retirement.

A written notice of intention to retire complying with the

provisions of this Paragraph B may be filed with the Hillsdale Board

of Education in lieu of the written application specified in Section (4)

of Paragraph A of this Article VII , if such written notice of intention to

retire is filed prior to the expiration of the twelve (12) month time period

specified in said Section (4) of Paragraph A; it being the intention of the

parties to this Agreement that no payment for unused sick leave shall

be paid to any employee unless either the written application specified

in Section (4) of Paragraph A or the written notice of intention to retire

specified in this Paragraph B is filed with the Board prior to the

expiration of the twelve (12) month period specified in Section (4) of

Paragraph A.


ARTICLE VII – PAYMENT FOR UNUSED SICK LEAVE

(Continued)


C. Payment for unused, accumulated sick leave under this Article VII shall
      be at the rate of $70 per day (2008-09 and 2009-10) and $75 per day

      (2010-11) for all days of unused sick leave accumulated by an eligible

      employee provided, however, that the maximum total payment to any

      eligible employee for all sick days of unused sick leave accumulated by

      the employee shall not exceed the total sum of $13,750 (2008-09),

      $14,000 (2009-10) and $14,250 (2010-11). Payment shall be made only for

      unused sick leave days accumulated by an eligible employee under the

      provisions of N.J.S.A. 18A:30-2 and not under any other provisions of law.

Sick leave days accumulated by an employee while serving in a

part-time position (less than 22 hours per week) shall not be eligible

for payment. No payment shall include interest of any kind.

(1) When the employee is living at the time of payment of this

benefit, payment shall be made directly to the employee.

(2) When the employee is deceased at the time of payment of this

benefit, payment shall be made to the person named by the

employee as beneficiary to receive this benefit on a “Beneficiary

Designation” form provided by the Hillsdale Board of Education.

If the employee shall fail to name a beneficiary to receive this

benefit or if the person so named shall be deceased at the time of


payment of this benefit, payment shall be made to the employee’s

estate.

ARTICLE VIII -- SAVINGS CLAUSE

If, during the terms of this employment contract, it is found that a

specific clause of the employment contract is illegal under Federal or State

law, the remainder of the employment contract not affected by such a finding

shall remain in force.


ARTICLE IX -- DURATION OF AGREEMENT

A. The provisions of this Agreement shall be effective as of July 1, 2008,

and shall remain in full force and effect until June 30, 2011.

B. In Witness Whereof, the parties hereto have caused this Agreement to

be signed on the day and year first above written:

HILLSDALE BOARD OF EDUCATION

By:___________________________________ _________________

James D. Hayden, Jr. President Date

By:___________________________________ _________________

Lirca R. Garcia, Business Administrator/Board Secretary Date

HILLSDALE SCHOOL FACILITY SUPERVISORS/

SUPERVISOR OF MAINTENANCE ASSOCIATION

By:___________________________________ _________________

President Date

By:___________________________________ _________________

Secretary Date


SCHEDULE “A”

SALARY SCHEDULE

_____________________________________________________________________

SCHOOL YEAR 2008-09

SCHOOL YEAR 2009-10

SCHOOL YEAR 2010-11

_____________________________________________________________________









SCHEDULE “A-1”


SALARY SCHEDULE




SCHOOL YEAR 2008-09

$48,600


SCHOOL YEAR 2009-10

$51,500


SCHOOL YEAR 2010-11

$54,500






















SCHEDULE “A-2”


SALARY SCHEDULE




SCHOOL YEAR 2008-09

$52,900


SCHOOL YEAR 2009-10

$55,700


SCHOOL YEAR 2010-11

$58,600






















SCHEDULE “A-3”


SALARY SCHEDULE




SCHOOL YEAR 2008-09

$68,380


SCHOOL YEAR 2009-10

$70,950


SCHOOL YEAR 2010-11

$73,500






















SCHEDULE “A-4”


SALARY SCHEDULE




SCHOOL YEAR 2008-09

$58,700


SCHOOL YEAR 2009-10

$61,400


SCHOOL YEAR 2010-11

$64,200








Hillsdale BE and School Fac Sup 2008.pdf