Contract Between
Hamburg B/E-Sussex
- and -
Hamburg EA
* * *
07/01/2000 thru 06/30/2003


CategorySchool District
UnitTeaching/Professional Staff

Contract Text Below
INTRODUCTION

This Agreement entered into this day of , , by and between the Hamburg Board of Education, Hereinafter called the "BOARD", and the Hamburg Education Association, hereinafter called the "ASSOCIATION", represents the complete and final understanding on all bargainable issues between the BOARD and the ASSOCIATION, for the term of this agreement.





















TABLE OF CONTENTS

INTRODUCTION
ARTICLE I RECOGNITION
ARTICLE II GRIEVANCE PROCEDURE
ARTICLE III ASSOCIATION RIGHTS AND PRIVILEGES
ARTICLE IV RULES AND REGULATIONS
ARTICLE V TEACHER RIGHTS
ARTICLE VI NON-DISCRIMINATION
ARTICLE VII TEACHER HOURS AND TEACHING LOAD
ARTICLE VIII TEACHER EMPLOYMENT
ARTICLE IX SUBSTITUTES
ARTICLE X TEACHER FACILITIES
ARTICLE XI TEACHER ASSIGNMENT
ARTICLE XII NON-TENURED TEACHER EVALUATION
ARTICLE XIII EXTENDED LEAVES OF ABSENCE
ARTICLE XIV VOLUNTARY TRANSFER AND REASSIGNMENTS
ARTICLE XV MISCELLANEOUS PROVISIONS
ARTICLE XVI ABSENCE FOR PERSONAL ILLNESS
ARTICLE XVII TEMPORARY LEAVES OF ABSENCE
ARTICLE XVIII HEALTH CARE COVERAGE
ARTICLE XIX ACCUMULATED UNUSED SICK DAYS
ARTICLE XX SALARIES
ARTICLE XXI PART TIME STAFF MEMBERS
ARTICLE XXII LONGEVITY
ARTICLE XXIII MENTORING
ARTICLE XXIV REPRESENTATION FEE
ARTICLE XXV DURATION OF AGREEMENT
ATTACHMENTS: SCHEDULES A
SCHEDULES B
SCHEDULES C
ARTICLE I
RECOGNITION

A. UNIT
The BOARD hereby recognizes the ASSOCIATION as the exclusive and sole representative for collective negotiations concerning grievances and terms and conditions of employment for all certificated full or part time 10 month teaching staff members under contract, excluding supervisors, administrators and confidential employees.


















ARTICLE II
GRIEVANCE PROCEDURE
A. DEFINITIONS
1. Grievance
A grievance is a claim by a teacher(s) or the ASSOCIATION based upon an alleged violation, misinterpretation or misapplication of any of the provisions of this agreement.
2. Aggrieved Person
An "aggrieved person" is the teacher(s) or the ASSOCIATION making the claim.
B. PROCEDURE
1. Both parties agree that these proceedings will be kept as informal and confidential as may be appropriate at any level of the procedure as hereinafter described.
2. Time Limits
a. The number of days indicated at each level should be considered as a maximum and every effort should be made to expedite the process. The time limits specified may be extended by mutual agreement.
b. A grievance must be filed within thirty calendar days after its occurrence.
3. If the aggrieved fails to follow the prescribed procedure within the time limits set forth, the grievance becomes void.
4. Year-end Grievance
In the event a grievance is filed at such time that it cannot be processed through all the steps in this grievance procedure, the time limits set forth herein shall be
reduced by mutual agreement so that the grievance procedure
may be exhausted prior to the end of the school year or
as soon thereafter as practicable.

5. Level one - Principal or Immediate Superior
A grievance shall first be discussed with the Superintendent/designee, either directly or through the ASSOCIATION'S designated representative, with the objective of resolving the matter informally.
6. Level two - Board of Education

If the aggrieved person(s) is not satisfied with the
disposition of the grievance at level one, or if no decision

has been rendered within five (5) school days after the

presentation of the grievance, the aggrieved may file the

grievance in writing with the ASSOCIATION within five (5)

school days after the decision at level one or ten (10) school

days after the grievance was presented, whichever is sooner.

Within five (5) school days after receiving the written

grievance, the ASSOCIATION shall refer the grievance to the

BOARD for a hearing. A BOARD hearing shall be granted within

fifteen (15) school days after the grievant's filing for

appeal. The BOARD shall render its decision within ten (10)

school days after the completion of the hearing.

If after a "cooling-off-period" of ten (10) school days the

grievance remains unsolved, either party may proceed to

arbitration.
7. Arbitration

a. If the parties are unable to agree upon an arbitrator, a

request for a list of arbitrators may be made to the Public

Employment Relations Commission in the selection of an

arbitrator.

b. The arbitrator so selected shall confer with the

representatives of the BOARD and the ASSOCIATION and hold a

hearing promptly and shall issue a decision no later than

twenty (20) days from the date of the close of the hearing or,

if oral hearings have been waived, no later than twenty (20)

days from the date of which final statements and proofs on the

issues were submitted. The arbitrator's decision shall be in

writing and shall set forth the findings of fact, reasoning,

and conclusions on the issues submitted. The arbitrator shall

be without power or authority to make any decisions which

require the commission of an act prohibited by law or which is

in violation of the terms of this Agreement. The decision of

the arbitrator shall be submitted to the BOARD and the

ASSOCIATION and shall be advisory only.

c. The cost 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 paid by the party incurring same.





C. RIGHTS OF TEACHER TO REPRESENTATION

1. Teacher and ASSOCIATION

An aggrieved teacher after level one may be self-represented at

all other stages of the grievance procedure or by a

representative selected or approved by the ASSOCIATION at no

cost to the BOARD.

2. Meetings and Hearings

All meetings and hearings under this procedure shall not be

conducted in public but shall include only such parties

concerned and their designated or selected representatives.

3. Any teacher involved in a grievance procedure shall be

required to follow administrative directives and BOARD policies

while the grievance procedures are being reviewed.

D. SEPARATE GRIEVANCE FILE

All documents, communications, and records dealing with the

processing of a grievance shall not be kept in the personnel

file of any of the participants, but in the BOARD secretary's

grievance file, and the content of which shall be made

available to ASSOCIATION representatives.








ARTICLE III
ASSOCIATION RIGHTS AND PRIVILEGES

A. INFORMATION

The BOARD agrees to make available to the ASSOCIATION, in

response to reasonable requests, all information required by

the Freedom of Information Act concerning the educational

program.

B. RELEASE TIME FOR MEETINGS OUTSIDE OF DISTRICT

With the approval of the Superintendent, any representative of

the ASSOCIATION or any teacher may participate during working

hours in negotiations, grievance proceedings, conferences, or

meetings for Hamburg School, and shall suffer no loss in pay.

C. USE OF EQUIPMENT AND FACILITIES

With prior approval of the Superintendent, the ASSOCIATION

shall have the right to use school facilities and equipment.

The ASSOCIATION shall pay for the reasonable cost of all

materials and supplies incident to such use, and for any

repairs necessitated as a result thereof.

D. RELEASE TIME FOR MEETINGS INSIDE DISTRICT

Whenever any teacher is mutually scheduled by the BOARD, the
ASSOCIATION and/or the Superintendent to participate during

working hours in negotiations, grievance proceedings,

conferences, and/or meetings, that person shall suffer no loss

in pay.
ARTICLE IV
RULES AND REGULATIONS

A. Proposed new rules or modifications of existing rules

covering negotiable working conditions shall be negotiated with

the ASSOCIATION before they are established.

B. All written rules and regulations shall be provided to the

ASSOCIATION immediately upon promulgation.
































ARTICLE V
TEACHER RIGHTS

A. STATUTORY SAVINGS CLAUSE

Nothing contained herein shall be construed to deny or restrict

any teacher such rights as guaranteed under New Jersey School

Laws or other applicable laws and regulations. Those rights

guaranteed to teachers thereunder shall be deemed to be in

addition to those provided in this Agreement.

B. MEETINGS WHICH COULD ADVERSELY AFFECT EMPLOYMENT

Whenever any teacher is required to appear before any

administrator, BOARD, or any committee member, representative,

or agent thereof, concerning any matter which could adversely

affect the continuation of the teacher's office, position,

employment, salary, or any increments pertaining thereto, that

teacher shall be given prior written notice and shall be

entitled to have a representative of the ASSOCIATION present to

advise and represent said teacher during such meetings or

interviews. Any suspension of a teacher pending charges shall

be with pay. If and when a teacher is found guilty all pay

received during the suspension shall be returned to the BOARD.








C. EVALUATION OF STUDENTS

The teacher shall maintain the exclusive right and

responsibility to determine grades and other evaluations of

students within the grading policies of the Hamburg School

District based upon the teachers's professional judgement of

available criteria pertinent to any given subject area or

activity to which that teacher is responsible. No grade or

evaluation shall be changed without justification to that

teacher.

D. CRITICISM OF TEACHERS

Questions or criticisms, by the Superintendent or a supervisor

of a teacher and/or the instructional methodology of that

teacher shall be made in confidence and not in the presence of

students, parents, or other public gatherings.




















E. PERSONAL RECORDS

All teachers shall have the right, upon request, to review the

content of their personnel file and to make copies with BOARD

equipment of any documents contained therein. Teachers shall

be entitled to have a representative of the ASSOCIATION present

during such reviews. At least once every three (3) years, a

teacher shall have the right to indicate those documents and/or

other materials in the personnel file which are believed to be

inappropriate. Said documents shall then be reviewed by the

Superintendent/designee and if found obsolete or otherwise

inappropriate, these documents shall then be properly discarded

or amended in writing.























F. DEROGATORY MATERIAL

1. No material derogatory to a teacher's conduct, service,

character, or personality shall be placed in the personnel

file unless the teacher has had an opportunity to review

such material. The teacher shall acknowledge said

opportunity to review such material by affixing the proper

signature to the copy to be filed with the expressed

understanding that such signature in no way indicates agreement

with the contents thereof. The teacher shall also have the

right to submit a written response to such material which shall
then be reviewed by the Superintendent /designee and attached

to the file copy.

2. If a teacher refuses to sign derogatory material, the

Superintendent shall request that the ASSOCIATION

representative and BOARD representative sign the said material,

and said material shall then be placed in the file.

G. NO SEPARATE FILE
The BOARD agrees to protect the confidentiality of personnel

references, academic credentials, and other similar documents,

and shall therefore not establish any separate personnel file.





ARTICLE VI
NON-DISCRIMINATION

A. The BOARD and the ASSOCIATION agree that there shall be no
discrimination against any employee because of race, creed,

color, religion, sex, national origin, age, disability or

political affiliation.

B. The BOARD and the ASSOCIATION agree that all employees

covered under this Agreement have the right without fear of

penalty or reprisal to form, join and assist any employee

organization or to refrain from any such activity. There shall

be no discrimination by the BOARD or the ASSOCIATION against

any employee because of the employee's membership or non-

membership or activity or non-activity in the ASSOCIATION.


















ARTICLE VII
TEACHING HOURS AND TEACHING LOAD

A. TEACHER DAY

The workday for classroom instruction shall consist of not more

than six (6) hours and thirty (30) minutes which shall include

instructional, preparational, and a duty-free lunch period. In

addition to the workday for classroom instruction, teachers

shall arrive ten (10) minutes before and remain fifteen (15)

minutes after the close of the pupil's day. On Fridays or on

days preceding holidays or vacation, the teachers' day shall

end at the close of the pupil's day unless otherwise announced.
B. LUNCH PERIODS

1. All teachers shall have a daily duty-free lunch period of

at least thirty (30) minutes.

2. Leaving the Building

Teachers may leave the building without requesting permission

during their scheduled duty-free lunch periods but must inform

the office upon leaving and returning.

C. MEETINGS

1. Prior to Holidays and Weekends

Every effort shall be made to avoid scheduling meetings, which

take place after the regular workday and which require

attendance, on Fridays or on any day immediately preceding

holidays, or other days upon which teacher attendance is not

required at school.


2. Summer Months

Teachers required to attend Child Study Team I.E.P. meetings

during the summer months shall be paid at the rate of $30.00

per hour.

3. Faculty

Teachers may be required to remain after the end of the regular

workday, without additional compensation, for the purpose of

attending faculty meetings. Such meetings shall begin no later

than fifteen (15) minutes after the student dismissal time.

D. INCLEMENT WEATHER

Teacher attendance shall not be required whenever student

attendance is not required due to inclement weather.

E. DEFINITION OF IN-SCHOOL WORK YEAR

The work year shall include days when pupils are in attendance,

orientation days, and any other days which teacher attendance

is required.
F. MONITORING DUTIES

1. The regularly employed teaching staff shall be expected to

perform bus, cafeteria, and playground/recess duties, and these

duties shall be of equal scheduling as determined by the

Superintendent. These duties, with the exception of detention,

shall not exceed the teacher workday as described in Article

VII, Section A, TEACHER DAY. Whenever possible, scheduling

shall be made at least one (1) month in advance of any duties

performed.

2. The regularly employed teaching staff shall be expected to

perform detention duties. These duties shall be on a rotating

schedule, Tuesday through Thursday, and shall not exceed

4:00 pm. These duties shall be proportionately scheduled by
the Superintendent as determined by the teacher work load,

which shall be defined as "The direct supervision of children".
Whenever possible, scheduling shall be made at least one (1)

month in advance of any duties performed.


3. The required supervision of evening duties shall be secured

solely through volunteer persons, who shall be compensated as

follows:

a) Parental / Informational seminars or meetings: $85.00

b) Supervision of the students at an evening program: $60.00

c) Conducting an evening program involving the students,

including their supervision: $85.00

d) Field trips:

Returning after 3:00 PM but before 5:30 PM - no stipend

Returning after 5:30 PM but before 8:00 PM - $75.00

Returning after 8:00 PM - $175.00

All teachers shall be released from the duty of collecting

monies for various programs and/or activities throughout the

school year with the exception of the following:

Specific classroom activities that would apply just for

that grade.

G. PREPARATION TIME

Teachers shall have an average of one (1) preparational period

per work day, each of which to be at least of a forty (40)

minute duration, during which they shall not be assigned any

other duties.

H. TUTORING DUTIES

All teachers, when reasonably requested, shall be available

during the week to tutor.

I. BACK TO SCHOOL NIGHT

All regularly employed teachers shall attend the annual Back to

School Night.

J. PARENT/TEACHER CONFERENCES

All regularly employed teachers shall attend two (2) formally

scheduled parent/teacher conferences per academic year.

Subject conferences shall require evening meetings.

K. EARLY DISMISSAL

Early dismissal days shall be scheduled on the last school day

prior to Christmas and Thanksgiving. The two (2) days prior to

the last school day shall be early dismissal for students. On

the last student day of the year, teachers shall have a

dismissal time as set for single session days for students.

L. SIGN-IN/SIGN OUT PROCEDURE

The Board shall have the right to establish a sign-in/sign-

out procedure whereby all bargaining unit members may be

required to sign in and/or sign out when they are leaving

school premises during the school day.


































ARTICLE VIII
TEACHER EMPLOYMENT

A. NOTIFICATION

Upon employment the Superintendent shall report to the

ASSOCIATION in writing the certificates and degrees held, major

and minor fields of study, and prior experience of each new

teacher.

B. NOTIFICATION OF CONTRACT

Teachers shall be notified of their contract and salary status

for the ensuing year no later than May 15th of the current

academic year. Teachers shall in turn, notify the BOARD of

their intentions for the ensuing year no later than May 31st of

that same year.

C. PLACEMENT ON SALARY SCHEDULE

1. Upon initial appointment, a teacher's salary or placement

on the guide shall be negotiated between the BOARD and the

teacher candidate.

2. Adjustment of Salary Schedule

Returning teachers shall be placed on the proper step of the

salary schedule at the beginning of each academic year. Any

teacher employed prior to February 1st of any academic year

shall be given full credit for one (1) year of service toward



the next increment step for the following year.

D. EXTRA-CURRICULAR

1. If there are no qualified applicants from within the

district, for an extra-curricular position, the Board shall

advertise for qualified applicants from outside the district.

In addition to meeting the Board's qualification, the

candidates must satisfy the New Jersey teaching certificate

requirements that may apply.

2. Any outside candidate so selected shall be compensated in

accordance with extra-curricular guides.

3. If the Board is unable to employ a qualified candidate from

out of the district, the Board may assign a qualified teaching

staff member from within the district. Initial assignments to

extra-curricular duties will be based upon the application of
the Board's qualifying criteria for the position to develop a

candidate pool.

4. The candidates will be ranked in descending order with the

most qualified #1. The final selection will be made from the

pool using reverse seniority against the pool rank order.

Selection shall be made from the top three candidates.

5. In District teachers shall not be involuntarily assigned to


extra-curricular for one year consecutively or alternatively

until all qualified candidates in the pool have been assigned

and then assignments may be repeated if required. Prior to

reassignment, steps 1, 2, 3, and 4 must be repeated.

6. The Board reserves the right to establish the qualification

criteria for extra-curricular positions in accordance with the

provisions of the law.





































ARTICLE IX
SUBSTITUTES

A. If a qualified substitute is not available, the

Superintendent may assign these duties to a regularly employed

teaching staff member.

Any teacher so assigned will be compensated for assuming these

duties. The full daily rate as noted below will apply for

assuming the duties of the entire class of the absent teacher

for the full day. For less than the full class compensation

shall be equal to the following:

K-5 (N/Cs) (X) = Y

6,7,8 (N/Cs) (P/7) (X) = Y


N = Number of Students
Cs = Total class size
P = Periods

Y = Amount of Compensation
X = $70.00

At no time shall the aggregate amount for each case exceed the

total amount negotiated.

B. COVERAGE

The BOARD shall make every reasonable effort to provide

substitutes for all personnel in all departments, including

special teachers and nurses.



ARTICLE X
TEACHER FACILITIES


A. LISTING OF FACILITIES

During the academic year, the BOARD shall provide the following

facilities to all teachers:

1. Space in each classroom in which instructional materials

and supplies may be stored.

2. A serviceable desk, chair and filing cabinet for exclusive

teacher use.

3. A working communication system linking the main office with

the classroom(s).

4. A lighted and cleaned restroom, separate from the students'

restroom.

5. Closet space to store coats, overshoes, and personal

articles.

6. Off street parking facilities, when physically available

and economically practical, with parking spots to be designated

on a seniority basis.










ARTICLE XI
TEACHER ASSIGNMENT

A. NOTIFICATION DATE FOR PRESENTLY EMPLOYED TEACHERS

Except in cases of emergency, all teachers shall be given

written notice of their class and/or subject assignments,

building assignments, and room assignments for the forthcoming

year no later than June 30th of the current academic year.

B. REVISIONS

In the event that changes in such schedules, class and/or

subject assignments, building assignments, or room assignments

are proposed after June 30th, the teacher affected and a

representative of the ASSOCIATION shall be notified promptly in
writing and upon request of the teacher, the changes shall be

reviewed between the Superintendent and the teacher affected,

accompanied by a representative of the ASSOCIATION if so

desired by the affected teacher.

C. ASSIGNMENT CRITERIA

In order to assure that pupils are taught by teachers working

within their areas of competence, teachers shall only be

assigned to teach in areas for which they hold a standard

teaching certificate issued by the New Jersey State Board of

Education.




ARTICLE XII
NON-TENURED TEACHER EVALUATION

A. FREQUENCY

All non-tenured teachers shall be evaluated by the

Superintendent/designee at least four (4) times in each

academic year. Each evaluation to be followed by a written

evaluation and conference between the teacher and the

Superintendent/designee for the purpose of identifying any

deficiencies and extending assistance for the correction and

improvement of instruction.

B. GENERAL CRITERIA

1. Open Evaluation

All monitoring or observation of the work performance of a

teacher shall be conducted openly.

2. Evaluation by Certificated Supervisors

Except in cases of emergency, teachers shall be evaluated only

by persons who are currently certified by the New Jersey State

Board of Examiners to supervise instruction and who are

currently employed on a full-time basis by the BOARD.

3. Copies of Evaluation

A teacher shall be given a copy of any class visitation or any

evaluation report prepared by an evaluator at least one (1) day

before any conference is scheduled to discuss these issues. No

such report shall be submitted to the central office, placed in

the teacher's personnel file, or otherwise acted upon, without

prior conference with that teacher. No teacher shall be

required to sign a blank or incomplete evaluation form.

C. EVALUATION PROCEDURE

1. Communication

Prior to any evaluation report, the Superintendent shall have

had appropriate communication with the teacher which shall

include all steps in Par. 2, Article 10, Section C, of this

agreement.

2. Reports

Evaluation reports shall be presented to each teacher by the

Superintendent in accordance with the following procedures:

a. Such reports shall be issued in the name of the

Superintendent based on a compilation of reports and

observations by any or all supervisory personnel who come in

contact with the teacher in a supervisory capacity.

b. Such reports shall be addressed to the teacher.

c. Such reports shall be written and shall include, when

pertinent:

(1) Teacher strengths evidenced during the period since the

previous report.

(2) Weaknesses of the teacher as evidenced during the period

since the previous report.

(3) Specific suggestions as to measures which the teacher might

take to improve performance in each of the areas wherein

weaknesses have been indicated.

D. TERMINATION OF EMPLOYMENT

Final evaluation of a teacher upon termination of employment

shall be concluded prior to severance, and no documents and/or

other materials shall be placed in the personnel file of any

teacher after severance of otherwise, than in accordance with

the procedure set forth in this Article.




























ARTICLE XIII
EXTENDED LEAVES OF ABSENCE

A. CHILD REARING LEAVE

The Board shall grant child rearing leave of absence, without

pay, immediately following the conclusion of sick leave

associated with childbirth or commencing on a date following

the birth of the child, to any tenured employee upon request,

in accordance with applicable statutes, regulations and State

agency decisions.

Employees, upon written request, shall be granted a leave of

absence, without pay, for child rearing purposes for a maximum

of one calendar year following the birth of the child, except

such leave shall end the first natural break in the school year

(i.e. marking period, semester) following the end of the

calendar year.

The Board, upon request from the employee, may grant up to

another year of absence without pay. Employees shall confirm

intent to return or request an extension, in writing, at least

sixty (60) days prior to the conclusion of the leave.

Employees adopting a child shall receive similar leave. Any

employee, upon beginning the adoption process, shall notify

his/her C.S.A. of his/her intent to apply for a leave of



absence upon custody of the child. A sixty day written notice

shall be given. An employee who requests less time will be

granted such request if a replacement can be found.

B. BENEFITS

All benefits to which a teacher is entitled at the time an

approved leave of absence commences shall be suspended during

such leave and shall be restored upon return; however, any

teacher on a leave of absence approved by the BOARD, may

continue under BOARD health insurance plans for a maximum one
(1) school year. Group health care benefit premiums shall be

paid by the employee thirty (30) days in advance of the BOARD's

payment schedule. This payment schedule shall be provided by

the BOARD Secretary prior to commencement of the approved leave

of absence.





















ARTICLE XIV
VOLUNTARY TRANSFERS AND REASSIGNMENTS

A. NOTIFICATION OF VACANCIES

1. Date

No later than July 1st of each year, the Superintendent shall

make known to the faculty a list of known vacancies.

2. Filing Requests

Teachers who request a change in grade and/or subject
assignment must file a written statement of such requests with

the Superintendent by May 15th, of the current academic year.

3. Written Notification

As soon as reasonable and no later than July 30th, the

Superintendent shall present to the ASSOCIATION a system-wide

schedule showing the names of all teachers who have been

reassigned or transferred.

















ARTICLE XV
MISCELLANEOUS PROVISIONS

A. SEPARABILITY

If any of the Agreement or any application of this Agreement to

any employee or group of employees is held to be contrary to

law, such provisions or applications 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.

B. COMPLIANCE BETWEEN INDIVIDUAL CONTRACT AND MASTER AGREEMENT

Any individual contract between the BOARD and an individual

teacher, heretofore or hereafter executed, shall be subject to

and consistent with the terms and conditions of this Agreement.
If an individual contract contains any language inconsistent

with this Agreement, this Agreement, during its duration, shall

be controlling.

C. PRIVATE NEGOTIATIONS

The negotiations between the BOARD and the ASSOCIATION shall be

conducted in private.

D. MODIFICATION

This Agreement shall not be modified in whole or in part by the

parties except by an instrument in writing duly executed and

mutually agreed upon by both parties.


ARTICLE XVI
ABSENCE FOR PERSONAL ILLNESS

A. DEFINITION

Absence is defined as away from post or duty because of

personal disability due to illness or injury, or because of

exclusion from school by medical authorization because of a

contagious disease in the immediate family household.

B. SICK DAYS

1. All teachers shall be granted the statutory ten (10) sick

days yearly. In addition, there will be two (2) additional
accumulative days provided for use as sick and/or family

illness.

2. If a tenured teacher has exhausted their accumulative sick

leave and personal days, they shall be granted, if requested,

the ability to use in advance up to twelve (12) sick days from

the following year's provision to cover extended illness.

If the teacher uses the next year's days and leaves for other

than retirement reasons, they shall reimburse the BOARD the

expenditure granted. The teacher shall sign a promissory note

at the time payment is made.

C. ACCUMULATION

If fewer than twelve (12) school days of allowed sick leave is

taken in any academic year, the number of days not used shall

then be cumulative without limit.

D. ABSENCE ON SICK LEAVE

Absence on sick leave shall be charged first to the twelve (12)

day allowance for the current academic year until it is fully

utilized, and thereafter, to the cumulative credit to the

extent that such credit is available to the individual teacher.

E. NOTIFICATION OF ACCUMULATION

An individual statement of accumulated sick leave for all

employees covered by this agreement shall be provided by the

BOARD Secretary to each individual member at the start of each

school year.























ARTICLE XVII
TEMPORARY LEAVES OF ABSENCE

A. TYPES OF LEAVE

Each academic year teachers shall be entitled to the following

temporary leaves of absence with full pay.

1. Death
Up to five (5) days shall be granted at any time in the event

of the death of a teacher's child, spouse, parent, father-in-

law, mother-in-law, brother and sister, grand-parent,

grandchild, and one day leave due to death of other family

members. This leave is to be started within five working days

following the death, unless otherwise approved by the C.S.A.

These days shall not be permitted to accumulate.

2. Personal Days

Four (4) days leave of absence for personal, legal, business,

household or family matters which require absence during

working hours shall be granted during each academic year. Two

unused personal days per academic year shall be allowed to

accumulate and shall then take the status of unused sick days.

Except in cases of emergency, personal days shall be used with

notification to the Superintendent of at least three (3) work

days in advance of the day requested, with only one (1)

personal day to be taken on Monday and one (1) personal day to

be taken on a Friday per academic year. The restriction or use

of a personal day on Monday/Friday shall be suspended for the

1997-98 school year. The Board shall review the use of

personal days and may exercise the option to continue or

discontinue the suspension of the restriction. The Board will

communicate it's decision prior to the end of the school year.
Except in cases of emergency, the following days shall be

excluded from the personal day use: the day prior to and the

day following all school scheduled vacations, which shall

include Thanksgiving, Christmas, Winter, Spring, and Easter.

The use of an excluded day shall result in the loss of that

day's pay.

Emergency shall be defined as, "an extraordinary personal

occurrence that could not be addressed on any other day".

Except in cases of emergency, multiple days requested must have

prior approval of the Superintendent. Notification shall be in

writing, and shall be presented at least five (5) school days

prior to date requested. Response from the Superintendent

shall also be in writing and rendered within three (3) school

days after the receipt of the request.

B. IN ADDITION TO SICK LEAVE

Leaves taken pursuant to Section A above shall be in addition

to any sick leave to which the teacher is entitled.



ARTICLE XVIII
HEALTH CARE COVERAGE


A. Health care coverage shall include New Jersey Blue Cross,

Blue Shield, Rider J and Major Medical benefits or their
equivalent and a Dental Plan as mutually agreed for teaching

staff members as described in Article I, and eligible

dependents, shall be provided by the BOARD.

B. Payroll Deductions

1. Each tenured staff member shall have deducted from each

paycheck an amount of $6.00 per check, $120.00 per year

maximum, effective July 1, 2001 toward the cost of dependent

coverage if they choose other than single coverage.

2. Non-tenured teachers shall have deducted from each paycheck

an amount of $6.00 per check, $120.00 per year maximum,

effective July 1, 2001 toward insurance costs, whether single

or dependent coverage, until they achieve tenure at which time

paragraph B. 1. shall apply.











ARTICLE XIX
UNUSED SICK LEAVE

A. RETIREMENT BENEFITS

Upon actual retirement, pursuant to the requirements of the

"Teachers' Pension Annuity Fund" teachers who have completed

fifteen (15) years service in the Hamburg School District shall

be eligible for 100% of their unused sick days at $60.00 per

day up to a maximum of $10,000.00 per employee, provided that

the proper filing process to draw pension annuity be completed

according to the rules of the Teachers' Pension Annuity Fund.

If preceding requirements are not met, the BOARD shall not be

obligated to apply this benefit.

This benefit shall be paid out no later than the 15th of July

of the following fiscal year.



















ARTICLE XX
SALARIES

A. METHOD OF PAYMENT

1. Ten (10) Month

Teachers employed on a ten (10) month basis shall be paid in

twenty (20) equal semi-monthly payments on the 15th and last

working day of each month.

2. Newly Hired Teachers

Except in cases of emergency, all newly hired teachers who

start employment on or before the seventh day of the month

shall receive their first paycheck in the first pay period of

that same month. All newly hired teachers who start employment

after the seventh day of the month shall receive their first

paycheck in the last pay period of that same month.

3. Exceptions

When a pay day falls on or during a school holiday, vacation or

weekend, teachers shall receive their paycheck on the last

previous working day.

4. Final Pay

Teachers shall receive their final checks on the last

working day in June. The salaries of all personnel covered by
this agreement are set forth in Schedule A which is attached

hereto and made a part thereof.


B. ADDITIONAL CREDITS

1. Any regularly full-time employed teacher who has achieved

fifteen (15) graduate school credits beyond the B.A. degree on
or before June 30, 1986, shall receive $500.00 in addition to

basic salary.

2. Any regularly employed full-time teacher who has achieved

thirty (30) graduate school credits beyond the B.A. degree on

or before June 30, 1986, shall receive $1,000.00 in addition to

basic salary.

3. Any regularly employed full-time teacher who has achieved

fifteen (15) graduate school credits beyond the M.A. degree on

or before June 30, 1986, shall receive $500.00 in addition to

basic salary.

4. Any regularly employed full-time teacher who has achieved

thirty (30) graduate school credits beyond the M.A. degree on

or before June 30, 1986, shall receive $1,000.00 in addition to

basic salary.

5. All semester hours of graduate credit shall be reimbursed

by the BOARD at a per credit rate at the level set by the N.J.

State Colleges. Reimbursement shall not exceed six (6)

graduate credits per semester, nor shall it exceed eighteen

(18) graduate credits per teacher for any fiscal year. It is

further agreed that total reimbursement shall not exceed

$7,500.00 per fiscal year as of September 1, 1992.

6. Claims for reimbursement must be submitted within 20

working days of receipt of transcript by the employee and must
be accompanied by proof of payment.

C. EXTRA DUTY POSITIONS

When the BOARD and ASSOCIATION mutually agree, the following

services shall be offered as extra-duty positions and shall be

compensated for at a rate of pay attached hereto and identified

as schedules B and C. Each teacher performing extra duty shall

be placed on the proper step each academic year.

Notification of extra-duty positions shall be posted no later

than July 30, with service to begin on or after September 1.

D. MID YEAR SALARY GUIDE ADJUSTMENT

The BOARD agrees to place a teacher on the next salary level

with the appropriate salary increase to be effective February

1st of any academic year provided the teacher earns the

required number of credits to be eligible for that level prior

to February 1st. It is further understood that said teacher

must submit to the Superintendent prior to October 31st, a

written notice that the teacher intends to reach the next

horizontal salary level by February 1st. Otherwise all salary

and/or guide adjustments shall become effective September 1st

of the following academic year.

A teacher shall provide proof (i.e. transcript, diploma, etc.)

in order to receive a mid year salary guide adjustment.









































ARTICLE XXI
PART-TIME STAFF MEMBERS

A. DEFINITION

Part-time teachers shall be defined as, "any teaching staff

member whose contract is for less than 100% teaching time (less

than five (5) full days per week)."

B. HEALTH CARE COVERAGE

No part-time teaching staff member employed less than twenty

(20) hours per week shall have health care coverage paid for by

the BOARD except for those full time teaching staff members

reduced to part-time status in the future.

C. SICK LEAVE

This leave will be on a pro-rated basis. (Example - 40% will

get .4 x 12 = 4.8 or 5 days.)

D. PERSONAL DAYS

This leave will be on a pro-rated basis. (Example - 40% will

get .4 x 4 = 1.6 or 2 days.)

E. DEATH DAYS

This leave will be on a pro-rated basis. (Example - 40% will

get .4 x 5 = 2.0 or 2 days.)

F. PREPARATION TIME

Part time staff shall receive prep time pro-rated. For

calculation of pro-ration, full time preparation time is equal

to two hundred (200) minutes per five (5) day week.

G. SCHEDULED TIME

All part-time teachers shall be scheduled in a consecutive
block of paid time.









































ARTICLE XXII
LONGEVITY

See attached.

1. Teachers who have completed 16 years of employment in the

Hamburg School District shall receive an annual amount of

$1,250.00 over and above the salary guide.

2. Teachers who have completed 20 years of employment in the

Hamburg School District shall receive an annual amount of

$1,750.00 over and above the salary guide.

3. Teachers who have completed 25 years of employment in the

Hamburg School District shall receive an annual amount of

$2,250.00 over and above the salary guide.

4. Teachers who have completed 30 years of employment in the

Hamburg School District shall receive an annual amount of

$2,750.00 over and above the salary guide.

















ARTICLE XXIII
MENTORING

Any opening for a "mentor" shall be posted, and the position

shall be given to the most qualified applicant, within the

present teaching staff, who applies.

Any teacher who serves as a "mentor" shall receive a stipend of

$900.00.
































ARTICLE XXIV
REPRESENTATION FEE

A. Purpose of Fee

If an employee does not become a member of the ASSOCIATION

during any membership year (i.e. from September 1 to the

following August 31) which is covered in whole or in part by

this Agreement, said employee will be required to pay a

representation fee to the ASSOCIATION for that membership year.
The purpose of this fee will be to offset the employee's per

capita cost of services rendered by the ASSOCIATION as majority

representative.

B. Amount of Fee/Notification

Prior to the beginning of each membership year, the ASSOCIATION

will notify the BOARD in writing of the amount of the regular

membership dues, initiation fees and assessments charged by the

ASSOCIATION to its own members for that membership year. The

representation fee to be paid by nonmembers will be determined

by the ASSOCIATION in accordance with the law.

C. Deduction and Transmission of Fee

1. Notification

On or about the 15th of September each year the BOARD will

submit to the ASSOCIATION, a list of all employees in the

bargaining unit. On or about December 1 of each year the

ASSOCIATION shall notify the BOARD as to the names of those

employees who are required to pay the representation fee.

2. Payroll Deduction Schedule

The BOARD will deduct from the salaries of the employees

referred to in Section C-1 the full amount of the yearly

representation fee in equal installments beginning with the

first paycheck in January.

3. Termination of Employment

If an employee who is required to pay a representation fee

terminates his or her employment with the BOARD before the

ASSOCIATION has received the full amount of the representation

fee to which it is entitled under this Article, the BOARD will

deduct the unpaid portion of the fee from the last paycheck

paid to said employee during the membership year in question.

4. Mechanics

Except as otherwise provided in this Article, the mechanics for

the transmission of such fees to the ASSOCIATION will, as

nearly as possible, be the same as those used for the

transmission of regular membership dues to the ASSOCIATION.

5. Changes

The ASSOCIATION will notify the BOARD in writing of any changes

in the list provided for in paragraph 1. above and/or the

amount of the representation fee, and such changes will be
reflected in any deductions made more than 10 days after the

BOARD received said notice.

6. New Employees

On or about the last day of each month, beginning with the

month is agreement becomes effective, the BOARD will submit to

the ASSOCIATION, a list of all employees who begin their

employment in a bargaining unit position during the preceding

30 day period. The list will include names, social security

numbers, job titles, dates of employment and places of

assignment for all such employees. The BOARD will also notify

the ASSOCIATION of any change in the status of an employee

regarding transfer, leave of absence, return from leave,

retirement, resignation, separation from employment and death.






















ARTICLE XXV
DURATION OF AGREEMENT

A. DURATION PERIOD

This Agreement shall be effective as of July 1, 2000

and shall continue in effect through June 30, 2003.

B. STATUS OF INCORPORATION

In witness whereof the ASSOCIATION and the BOARD has caused

this Agreement to be signed by its President, attested by its

Secretary and its corporate seals placed hereon.


HAMBURG EDUCATION ASSOCIATION

By Pres.

By Sect'y.

HAMBURG BOARD OF EDUCATION

By Pres.

By Sect'y.
CORPORATE SEALS







SCHEDULE A
SALARY GUIDE 2003-2004


STEP B.A. M.A.

1. 38,601. 40,601.

2. 39,569. 41,569.

3. 40,537. 42,537.

4. 41,505. 43,505.

5. 42,473. 44,473.

6. 43,441. 45,441.

7. 44,409. 46,409.

8. 45,377. 47,377.

9. 46,345. 48,345.

10. 47,313. 49,313.

11. 48,281. 50,281.

12. 49,249. 51,249.

13. 50,217. 52,217.

14. 51,185. 53,185.

15. 52,153. 54,153.

16. 53,121. 55,121.



All persons off the Guide shall receive a salary increase of

$1,956.00.


SCHEDULE A
SALARY GUIDE 2004-2005


STEP B.A. M.A.

1. 39,769. 41,769.

2. 40,737. 42,737.

3. 41,705. 43,705.

4. 42,673. 44,673.

5. 43,641. 45,641.

6. 44,609. 46,609.

7. 45,577. 47,577.

8. 46,545. 48,545.

9. 47,513. 49,513.

10. 48,481. 50,481.

11. 49,449 51,449.

12. 50,417. 52,417.

13. 51,385. 53,385.

14. 52,353. 54,353.

15. 53,321. 55,321.

16. 54,289. 56,289.


All persons off the Guide shall receive a salary increase of

$2,136.00.



SCHEDULE A
SALARY GUIDE 2005-2006


STEP B.A. M.A.

1. 41,027. 43,027.

2. 41,995. 43,995.

3. 42,963. 44,963.

4. 43,931. 45,931.

5. 44,899. 46,899.

6. 45,867. 47,867.

7. 46,835. 48,835.

8. 47,803. 49,803.

9. 48,771. 50,771.

10. 49,739. 51,739.

11. 50,707. 52,707.

12. 51,675. 53,675.

13. 52,643. 54,643.

14. 53,611. 55,611.

15. 54,579. 56,579.

16. 55,547. 57,547.


All persons off the Guide shall receive a salary increase of

$2,226.00.




No increments shall be paid and no one shall be placed off guide in

2003-2004 until the parties reach an agreement on a successor

agreement.









































SCHEDULE C 2001-2002
CO-CURRICULAR ACTIVITIES

ACTIVITY EXPERIENCE LEVEL (1) (2) (3) (4) (5) (6)

A.V.A. 1,025. 1,125. 1,225. 1,325 1,375. 1,425.

DRAMA 1,225. 1,325. 1,425. 1,525. 1,575. 1,625.

DRAMA ASST. 925. 1,025. 1,125. 1,225. 1,275. 1,325.

TRACK (INTRAMURAL) 825. 925. 1,025. 1,125. 1,175. 1,225.
TRACK ASST.(INTRAMURAL) 625. 725. 825. 925. 975. 1,025.

SOCCER (INTRAMURAL) 825. 925. 1,025. 1,125. 1,175. 1,225.

VOLLEYBALL (INTRAMURAL) 825. 925. 1,025. 1,125. 1,175. 1,225.

SAFETY PATROL 675. 775. 875. 975. 1,025. 1,075.

SCHOOL LIT. MAGAZINE 725. 825. 925. 1,025. 1,075. 1,125.

YEAR BOOK 725. 825. 925. 1,025. 1,075. 1,125.

MUSIC CLUB 825. 925. 1,025. 1,125. 1,175. 1,225.

ENVIRONMENTAL CLUB 825. 925. 1,025. 1,125. 1,175. 1,225.

8th GRADE CLASS ADVISOR 575. 675. 775. 875. 925. 975.

Any individual moving from Head Coach (Advisor) to Assistant shall receive credit on the

guide for each year of service as an assistant.

Any individual moving from Assistant Coach (Advisor) to Head Coach (Advisor) shall

receive credit on the guide for one year for every two years served PLUS 1. For example,

if an individual served 4 years as an assistant, he/she shall be put on step 3 (4 divided

by 2 plus 1) of the Head Coach (Advisor) line of the guide.







SCHEDULE B 2003-2006
EXTRA DUTY POSITIONS

ACTIVITY EXPERIENCE LEVEL (1) (2) (3) (4) (5) (6)

ATHLETIC COORDINATOR 1,200. 1,300. 1,400. 1,500. 1,550. 1,600.

BASKETBALL 1,500. 1,600. 1,700. 1,800. 1,850. 1,900.

BASKETBALL ASST. 1,300. 1,400. 1,500. 1,600. 1,650. 1,700.

CHEERLEADING* 1,500. 1,600. 1,700. 1,800. 1,850. 1,900.

CHEERLEADING ASST.* 1,300. 1,400. 1,500. 1,600. 1,650. 1,700.

WRESTLING 1,700. 1,800. 1,900. 2,000. 2,050. 2,100.

WRESTLING ASST. 1,500. 1,600. 1,700. 1,800. 1,850. 1,900.

SOCCER 1,400. 1,500. 1,600. 1,700. 1,750. 1,800.

SOCCER ASST. 1,200. 1,300. 1,400. 1,500. 1,550. 1,600.

SOFTBALL 1,300. 1,400. 1,500. 1,600. 1,650. 1,700.

SOFTBALL ASST. 1,100. 1,200. 1,300. 1,400. 1,450. 1,500.

*If extended season is required, an additional stipend of $200 for Head Cheerleading Advisor

and $150 for Assistant Cheerleading Advisor shall be paid.

Any individual moving from Head Coach (Advisor) to Assistant shall receive credit on the

guide for each year of service as an assistant.

Any individual moving from Assistant Coach (Advisor) to Head Coach (Advisor)shall receive

credit on the guide for one year for every two years served PLUS 1. For example, if an

individual served 4 years as an assistant, he/she shall be put on step 3 (4 divided by 2 plus

1) of the Head Coach (Advisor) line of the guide.






SCHEDULE C 2003-2006
CO-CURRICULAR ACTIVITIES

ACTIVITY EXPERIENCE LEVEL (1) (2) (3) (4) (5) (6)

A.V.A. 1,100. 1,200. 1,300. 1,400. 1,450. 1,500.

DRAMA 1,300. 1,400. 1,500. 1,600. 1,650. 1,700.

DRAMA ASST. 1,000. 1,100. 1,200. 1,300. 1,350. 1,400.

TRACK (INTRAMURAL) 900. 1,000. 1,100. 1,200. 1,250. 1,300.

TRACK ASST. (INTRAMURAL)700. 800. 900. 1,000. 1,050. 1,100.

SOCCER (INTRAMURAL) 900. 1,000. 1,100. 1,200. 1,250. 1,300.

VOLLEYBALL (INTRAMURAL) 900. 1,000. 1,100. 1,200. 1,250. 1,300.

SAFETY PATROL 750. 850. 950. 1,050 1,100. 1,150.

SCHOOL LIT. MAGAZINE 800. 900. 1,000 1,100. 1,150. 1,200.

YEAR BOOK 800. 900. 1,000. 1,100. 1,150. 1,200.

MUSIC CLUB 900. 1,000. 1,100. 1,200. 1,250. 1,300.

ENVIRONMENTAL CLUB 900. 1,000. 1,100. 1,200. 1,250. 1,300.

8th GRADE CLASS ADVISOR 650. 750. 850. 950. 1,000 1,050.

Any individual moving from Head Coach (Advisor) to Assistant shall receive credit on the

guide for each year of service as an assistant.

Any individual moving from Assistant Coach (Advisor) to Head Coach (Advisor) shall

receive credit on the guide for one year for every two years served PLUS 1. For example,

if an individual served 4 years as an assistant, he/she shall be put on step 3 (4 divided

by 2 plus 1) of the Head Coach (Advisor) line of the guide.


Hamburg BE and Hamburg EA 2000.pdf