Assistant Principals
Directors
Supervisors

1. The Board reserves the right to change medical carriers. If any such change is contemplated, the Association will be given notification ninety days prior to such change. If the change is grieved, the complaint would go directly to binding arbitration.
2. The Board reserves the right to change dental carriers. If such a change is
contemplated, the Association will be given notification ninety days prior to such change. If the change is grieved, the complaint would go directly to binding arbitration.
The Board agrees to add “Domestic Partners” as eligible dependents for health and dental insurance.

For 12-month administrators, vacation is to be taken primarily during the months of July and August. A schedule of anticipated vacation days shall be given to the Superintendent prior to the summer.
Vacation days may be taken during the time school is in session with prior approval of the Superintendent or his/her designee.
A total of 10 unused vacation days may be carried from the current school year to the next school year with the Superintendent’s approval.
Unused vacation days in excess of ten (10) will be converted to sick days with no cumulative limit.
Upon retirement or leaving the district, any unused vacation days will be reimbursed at the individual’s per diem rate.
During the first year of employment, employee shall accrue one (1) day per month for the first ten (10) months of employment.
Employees hired before July 1, 2007 shall use vacation days during the year following the year of accrual. Employees hired on or after July 1, 2007, shall use vacation days during the year of accrual.
Upon separation of service, reimbursement for unused vacation days will be as follows:
Staff hired after July 1, 2007 will be compensated for any unused days credited to them in the year of separation plus any unused days carried over from the pervious year.

Staff hired before July 1, 2007 will be compensated for any unused days accrued and credited to their balance from the pervious year and any unused days accrued during the year of separation plus any unused days carried over from a previous year.

With prior approval of the Superintendent or his/her designee, Administrators/Supervisors will be reimbursed for graduate level courses at an accredited institution of the administrator’s choice at the full per credit cost of the course.

The total cost of all approved courses for the summer session and the following fall and spring semesters will be determined by adding the actual cost of credits for all courses.

If the total cost of all approved courses (as determined in #1 above) is less than or equal to the allocated amount, reimbursement will be at the actual cost per credit.

If the total cost of all approved courses (as determined in #1 above) is greater than the allocated amount, then the allocated amount will be divided by the total cost to determine the percentage of reimbursement to be paid.


Reimbursement for courses taken during the summer, when requests are submitted as per paragraph 5 (below) prior to the December Board meeting, will be paid at the rate of 50% of the actual cost of tuition. Any remaining compensation to which the employee may be entitled will be paid after the final rate is calculated in January.

Pre-matriculation courses required by the university.

Courses required to matriculate for a graduate degree taken in the field of their professional assignment to a maximum of twent-four (24) credits per fiscal year. Reimbursement will be paid as follows: none the first year of employment; a maximum of six (6) credits the second year; a maximum of nine (9) credits the third year; and twenty-four (24) credits per year thereafter.

Courses taken to improve an administrator/supervisor’s skill within the area of his/her assignment with prior approval granted by the Superintendent or his/her designee.

Upon the satisfactory completion of the course or courses, the administrator/supervisor shall submit to the Superintendent or his/her designee an official copy of his/her academic record from an accredited college or university.

Payment will be authorized by the Board at the meeting following the submission of the academic record.

Requests for reimbursement will be honored only at the times noted.

Employees seeking tuition reimbursement shall be required to continue employment with the Freehold Township Board of Education for a minimum of two years following the date of reimbursement. Failure to abide by this provision will result in the professional reimbursing the Board of Education for the tuition payment.

2011/2012 $18,000.00 - $125.00/day
2012/2013 $18,000.00 - $125.00/day
2013/2014 $18,000.00 - $125.00/day

Maternity leave shall be granted subject to the following conditions:
An employee shall notify the Superintendent of her pregnancy by the end of the first trimester.
A request for maternity leave shall include a statement from a physician confirming the pregnancy and anticipated date of birth.
Exact dates of the leave will be mutually arranged with the Superintendent. Where medically contradicted, the parties shall arrange other leave dates in consideration of both medical evidence and administrative feasibility.
A statement from a physician certifying that the employee is physically able to return to duty shall be furnished to the Board before an employee is permitted to return from maternity leave.

The disability period as certified jointly by the employee and the Board's physician may be treated as compensable sick leave time at the option of the employee. In the event the employee’s physician and the school physician of the Board of Education do not agree, then the employee and the Board shall mutually agree upon the appointment of an impartial third physician whose medical opinion shall be conclusive and binding on the issue of medical capacity to perform work duties. In the event of the inability of the employee and the Board to agree upon the appointment of the third physician, such appointment shall be made by the Monmouth County Medical Society. The expense of any examination by an impartial third physician shall be shared equally by the employee and the Board.

An employee's return date to employment shall be extended for a reasonable period of time at her request for reasons associated with pregnancy related disability. For the purpose of child care, an eligible employee may extend her unpaid leave through the Family Leave Act, N.J.S.A. 34:11B-1, et. seq. The employee will be expected to request extended leave a minimum of two months prior to the end of the current leave, except when medical considerations occurring during the last two necessitate extending the leave. In any event, the employee will be expected to return no later than two (2) years from the date of the delivery of the child, including the balance of the semester in which the child is born.

The leave of absence granted a non-tenured employee hereunder may not be extended beyond the end of the contract school year in which the leave is obtained.

Except as provided above, no employee shall be barred from returning to duty after the birth of her child solely on the ground that there has not been a time lapse between the birth and her desired date of return. However, on or before March 1 of the school year in which the employee desires to return from said maternity leave, the employee shall indicate to the Board in writing that she intends to return to work the following July 1. Failure to so notify the Board will be deemed to be a waiver by the employee of her right to return from maternity leave that year.

The time spent on maternity leave shall not count toward fulfillment of the time requirements for acquiring tenure, nor shall it count toward placement on the salary guide or for seniority.

No employee shall be removed from her position during pregnancy except upon one of the following:
The Board has found her performance has substantially declined from the time immediately prior to her pregnancy.
Her physical and/or emotional condition or capacity is such that her health would be impaired if she were to continue working, and which physical capacity shall be deemed to exist if:
The pregnant employee fails to produce a certification when requested by the Administration from her physician that she is medically able to continue working, or
The Board's physician and the employee's physician agree that she cannot continue working, or
Following any difference of medical opinion between the Board's physician and the employee's physician, a physician selected jointly by the Board and the employee shall render a binding opinion on the physical capacity to continue working. The expense of any examination by the impartial third physician under this paragraph shall be shared equally by the employee and the Board.

Step	2012-2013	Step	2012-2013
1	$117,414	1	$87,583
2	$119,889	2	$90,058
3	$122,298	3	$92,533
4	$1124,839	4	$95,008
5	$127,314	5	$97,483
6	$129,789	6	$99,958
7	$132,264	7	$102,433
8	$134,739	8	$104,908
9	$137,214	9	$107,383
10	$139,793	10	$109,858
		OG	$113,887

* OG and Step 10 = $1,000 for longevity
Principal/Director Assistant Principal/Supervisor

Step	2013-2014	Step	2013-2014
1	$117,531	1	$87,699
2	$120,006	2	$90,174
3	$122,481	3	$92,649
4	$124,857	4	$95,124
5	$127,431	5	$97,599
6	$129,906	6	$100,074
7	$132,381	7	$102,549
8	$134,856	8	$105,024
9	$137,331	9	$107,499
10	$139,892	10	$109,858
		OG	$113,887

If by the Association to the Board:
Freehold Township Board of Education
384 West Main Street
Freehold, New Jersey 07728

If by the Board to the Association:
Rebecca Winters
Richard Applegate School
47 Jeanne Brennan Drive
Freehold, NJ 07728