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2433886v1
2433886v1
A G R E E M E N T
New Providence Board of Education and
New Providence Principals & Assistant Principals
Association
2019-2020
2020-2021
2021-2022
ARTICLE # TITLE PAGE
PREAMBLE 2
I RECOGNITION 3
II NEGOTIATIONS PROCEDURE 4
III GRIEVANCE PROCEDURE 5
IV BOARD’S RIGHTS 9
V SALARY 10
VI SICK LEAVE 12
VII INSURANCE 15
VIII TEMPORARY LEAVE OF ABSENCE 17
IX PROFESSIONAL GROWTH 19
X EXTENDED LEAVES 20
XI WORK YEAR 23
XII RIGHTS AND BENEFITS 25
XIII FULLY BARGAINED AGREEMENT 27
XIV REASSIGNMENT OF ADMINISTRATORS 28
XV MISCELLANEOUS PROVISIONS 29
XVI DURATION OF AGREEMENT 30
XVII APPENDIX I 31
PREAMBLE
This agreement is entered into this 24th day of January 2019, by and between the Board of Education of the Borough of New Providence, hereinafter called the “Board,” and the Principals & Assistant Principals Association, hereinafter called the “Association.”ARTICLE I
RECOGNITION A. In accordance with Chapter 123, Public Laws of 1974, the Board hereby recognizes the Association as the exclusive representative for collective negotiations for Principals and Assistant Principals in the school district employed with the following titles:
High School Principal
Middle School Principal
Elementary Principal
Assistant Principal
B. All other individuals employed, or to be employed, by the Board not specifically enumerated above are hereby excluded from the negotiating unit, including but not limited to the following:
Superintendent of Schools
Assistant Superintendent of Educational Services
School Business Administrator/Board Secretary
Director of Curriculum, Instruction & Supervision
Director of Athletics
Teachers Supervisors
Nurses Media Specialists
Guidance Counselors Child Study Team
Speech Therapists Occupational TherapistsARTICLE II
NEGOTIATIONS PROCEDURE A. The Board and the Association agree to enter into negotiations over a successor agreement in accordance with the rules and regulations of the Public Employment Relations Commission. At that time the Association agrees to present to the Board its proposals for modifications to be included in the successor agreement. Each party shall be free to propose and negotiate with regard to all appropriate subjects, which it desires to place before the other for consideration. Any agreement so negotiated shall incorporate all rights and obligations assumed by each party and reflect the complete and final understanding on all matters covered by this negotiated agreement. Such agreement shall apply to all members of the negotiating unit, and shall be reduced to writing and, after ratification, signed by all parties.
B. Neither party in any negotiations shall have any control over the selection of the negotiation representatives of the other party. The parties mutually pledge that their representatives shall be clothed with all necessary power and authority to make proposals, consider proposals, and make counterproposals in the course of negotiations consistent with their status as representatives of their principals.
C. Whenever members of the bargaining unit are mutually scheduled by the parties hereto to participate during working hours in negotiations, they shall suffer no loss of regular pay thereby.
D. During its term this agreement shall not be modified in whole or in part by the parties, except by mutual agreement to reopen for negotiations, and by a written amendment duly executed by both parties.
ARTICLE III
GRIEVANCE PROCEDURE
A. Definitions
1. Aggrieved Person...is the person or persons making the claim that, as to him, grievance has arisen.
- Grievance ... is hereby defined as a complaint arising from a violation, misinterpretation, unfair or inequitable application of the agreement, except that the term shall not apply to the following:
a. Any matter in which a method of review is prescribed by law, or
b. Any rule or regulation of the State Board of Education or of the State Commissioner of Education
c. A complaint of a non-tenured principal, which arises by reason of his not being re-employed
or
d. A complaint by any certificated person occasioned by his lack of appointment or lack of retention in any position for which tenure is either not possible or not required.
B. Purpose
l. The purpose of this procedure is to secure, at the lowest possible level, equitable solutions to problems, which may from time to time arise affecting grievances of principals. Both parties agree that the proceedings will be kept as informal and confidential as may be appropriate at any level of the procedure.
2. Nothing herein contained shall be construed as limiting the right of any principal having a grievance to discuss the matter informally with the Superintendent and having the grievance adjusted without the intervention of the Association, provided the adjustment is not inconsistent with the terms of this agreement.
C. Procedure
1. Since it is important that grievances be processed as rapidly as possible, the number of days indicated shall be considered a maximum at each level, and every effort should be made to expedite the process. Time limits specified may be extended or shortened by mutual agreement.
2. In the event a grievance is filed at such a time it cannot be processed through all the steps in this grievance procedure by June 30th and if left unresolved until the beginning of the following school year, could result in irreparable harm to a party in interest, the time limits set forth herein shall be reduced so that grievance procedure may be exhausted prior to the end of the school term or as soon thereafter as is practicable.
D. Sequence of Levels for Resolving Grievances
Level One - Any principal having a grievance shall, within fifteen (15) calendar days of the occurrence thereof, submit said grievance in writing to the Superintendent of Schools, and shall meet with the Superintendent in an effort to resolve the matter.
Level Two - If the aggrieved person is not satisfied with the disposition of his grievance at Level One, or if no decision has been rendered within ten (10) school days after the grievance was delivered to the Superintendent, he may, within five (5) school days after a decision by the Superintendent or fifteen (15) school days after the grievance was delivered to the Superintendent, whichever is sooner, submit the grievance in writing to the Board of Education.
Level Three - If the aggrieved person is not satisfied with the disposition of his grievance at Level Two, or if no decision has been rendered within fifteen (15) school days after the grievance was delivered to the Board, he may, within ten (10) school days after a decision by the Board, or twenty-five (25) school days after the grievance was submitted to the Board, whichever is sooner, submit the grievance to arbitration.
E. Procedure for Invoking Arbitration
a. The demand for a list of arbitrators shall be made to the Public Employment Relations Commission in accordance with its rules and regulations.
b. The arbitrator shall be limited to the facts as presented to him in rendering his decision. He shall not have the authority to add to, modify, or detract from the specific or express terms of the agreement. His decision shall be advisory except as to disciplinary matters, including any disciplinary withholding of increment, which are determined to be arbitrable in accordance with Chapter 269 of the Laws of 1989.
c. The costs for the services of the arbitrator, including per diem expenses, if any, and actual and necessary travel, subsistence expenses, and the costs of the hearing room, if any, shall be borne equally by the Board and the Association. Any other expenses incurred shall be paid by the party incurring same.
F. Rights of Principals to Representation
1. Any aggrieved person may be accompanied at all stages, including Level One of the Grievance Procedure, by his representative. The Association shall have the right to be present and to state its views at all stages of the grievance procedure.
2. Any participant in the grievance process shall be assured freedom from restraint, interference, coercion, discrimination, or reprisal by reason of such participation.
G. Miscellaneous
1. If, in the judgment of the Association, a grievance affects a group or class of principals, the Association may initiate such grievance by submitting it in writing to the Superintendent of Schools directly, and the processing of such grievance shall be commenced at Level One. This grievance shall be signed by at least one of the principals who claims to be an aggrieved person.
2. Forms for filing grievances, serving notices, taking appeals, making reports and recommendations, and other necessary documents shall be prepared jointly by the Superintendent and the Association and given appropriate distribution so as to facilitate operation of the grievance procedure.
3. All meetings and hearings under this procedure shall not be conducted in public and shall include only the aggrieved person and his designated or selected representatives, Association representatives heretofore referred to in this Article, and appropriate administrative representatives.
4. There need be no agreement between the Board and/or the Administration and the aggrieved person that the matter submitted in accordance with the grievance procedure is grievable.
ARTICLE IV
BOARD'S RIGHTS
A. The Board, on its own behalf and on behalf of the citizens of New Providence, Union County, New Jersey, hereby retains and reserves unto itself without limitation all powers, rights, authorities, duties and responsibilities conferred upon and vested in it prior to the signing of this agreement by the Laws and the Constitution of the State of New Jersey and of the United States.
B. The exercise of the foregoing rights, powers, authority, duties and responsibilities of the Board, the adoption of policy, rules, regulations and practices and furtherance thereof, and the use of judgment and discretion in connection therewith shall be limited only by the specific and express terms of this agreement and then only to the extent such specific and express terms hereof are in conformance with the Constitution of the Laws of New Jersey and of the United States and the decisions of the Commissioner of Education.ARTICLE V
SALARY A. When a payday falls on or during a school holiday, vacation, or weekend, the present practice of issuing paychecks on the last preceding working day shall be continued.
B. The Board shall provide on an individual basis for deductions to the Union County Teachers Federal Credit Union. Deductions must be in even dollar amounts divisible by two (2), with a minimum permissible amount of $2.00. Authorization cards must be in the Union County Teachers Federal Credit Union office by July 15th of each school year for September first deduction.
C. The Association agrees that the deduction for professional dues will not be changed during the school year.
D. The Board shall provide, on an individual basis, for deductions from salaries to a tax-deferred annuity program. The carrier shall be mutually decided by the Board and the Association.
E. The Board may withhold for inefficiency or any other good cause the employment increment or the adjustment increment or both of any principal in any year by a majority vote by all members of the Board. It shall be the duty of the Board, within ten (10) days, to give written notice of such action, together with reasons therefore, to the principal concerned. The principal may appeal from such action to the Commissioner under rules prescribed by him.
F. Each administrator who has been an administrator for six (6), nine (9), twelve (12), fifteen (15) years or every three years after fifteen (15) years in district shall receive the following longevity increases to be paid as one lump sum and not to be included in the administrator’s base salary:
- At the beginning of the 6th year of continuous service $2,000.00
- At the beginning of the 9th year of continuous service $3,000.00
- At the beginning of the 12th year of continuous service $4,000.00
- At the beginning of the 15th year of continuous service $5,000.00
- Every three years after fifteen (15) year of service $5,000.00ARTICLE VI
SICK LEAVE A. Personal and Family Illness
1. Allowance for absence at full salary:
Twelve (12) month administrators shall be allowed sick leave with full pay for twelve (12) working days, beginning with July 1st and ending June 30th of each school year. In addition to the above personal sick leave, each twelve (12) month administrator shall be permitted an additional five days which may be used for either personal illness or illness of a member of the employee’s immediate family which requires the attendance of the employee. Ten and one-half (10 ½) month administrators shall be allowed sick leave with full pay for eleven (11) working days, beginning with July 1st and ending June 30th of each school year. In addition to the above personal sick leave, each ten and one-half (10 ½) month administrator shall be permitted an additional five days which may be used for either personal illness or illness of a member of the employee’s immediate family which requires the attendance of the employee. If any administrator requires in any school year less than this specified number of days of sick leave with pay allowed, fifteen (15) days of such leave not utilized that year shall be cumulative, to be used for additional sick leave as needed in subsequent years, without limitation.
The Board agrees to compensate members of the Principals'/Assistant Principals’ unit for unused sick leave days at retirement or to the estate of the principal/assistant principal upon death, at the rate of 35% of the principal's/assistant principal’s highest salary prorated on a daily basis. New hires or the estate of the new hire upon death, as of July 1, 2008, will be compensated for unused sick leave days at the rate of 25% of the principal’s/assistant principal’s highest salary prorated on a daily basis at retirement. Deferred retirements do not qualify under this provision.
Effective July 1, 2012, the maximum reimbursement any employee shall receive for accumulated unused sick leave shall be $15,000. For any employee who has accumulated more than $15,000 in accumulated unused sick leave as of July 1, 2012, the employee shall not accumulate any additional unused sick leave for purposes of reimbursement. The maximum reimbursement of accumulated unused sick leave for employees over $15,000 is as follows:
GH- $41,119.12
JM- $54,941.31
3. Employees who require to be absent in order to care for an ill member of the family in excess of the available time under this paragraph A shall be entitled to such additional leave, under such conditions as are required under the Family Leave Act, provided, however, that any days utilized pursuant to this paragraph shall be counted toward the leave requirements of the Family Leave Act.
B. Sick leave is hereby defined to mean the absence from one's post of duty because of personal disability due to illness or injury, or because of exclusion from school by a personal physician or the school district's medical authorities because of a contagious disease or being quarantined for such a disease in the immediate household.
C. The Board, in its discretion, may grant additional sick leave without the loss of pay.
D. Statement by Physician
When absence for personal illness exceeds four (4) consecutive school days, a physician's statement shall be filed with the Secretary of the Board. In case of frequent or intermittent illness, the Board or Superintendent may require the principals to submit to an examination or examinations by the school physician or require the principal/assistant principal to submit from the attending physician.ARTICLE VII
INSURANCE A. The Board of Education agrees to provide a health/dental benefits insurance program for each principal/assistant principal and his family at the same level as that provided for other employees within the school district.
B. The Board reserves the right to name the carrier to underwrite medical/dental care benefits and to change said carrier, so long as substantially similar benefits are provided.
C. The Board shall provide each employee with a description of the health care insurance coverage provided under this Article that shall include a description of the conditions and limits of coverage.
D. Employees shall contribute an amount established by P.L. 2011, Chapter 78 toward payment of the Gated EPO (HMO) and High Deductible Plan premiums. Should P.L. 2011, Chapter 78 be repealed during the term of the Agreement, the Association agrees to meet with the Board and reopen negotiations on the issue of health benefits contribution. The obligation of employees to contribute toward their medical insurance cost shall be effective upon their employment with the Board.
E. All members of the Association enrolled in the OA (Open Access) EPO health care plan shall pay 25% of the premium. Any member of the Association that switches from the POS health care plan to the OA (Open Access) EPO health care plan will receive a one-time payment of $500.00 for employee or employee/spouse coverage or a one-time payment of $1,000.00 for family coverage. Any member of the Association that elects to continue coverage under the POS health care plan or transfer to the POS health care plan shall pay the rate of 25% of the premium of the OA (Open Access) EPO health care plan plus the difference between the OA (Open Access) EPO and POS plan premiums.
F. The District shall offer a voluntary health/dental insurance waiver plan. A waiver form must be submitted by May 1st in order to waive out of health/dental insurance coverage effective July 1st. If employee elects to cancel the waiver, a letter must be submitted by May 1st, with an effective date of July 1st. In the event of a life altering event (i.e. loss of spouse’s employment, disability/death of spouse or divorce/legal separation), re-enrollment in the District’s insurance plan will be immediate.
ARTICLE VIII TEMPORARY LEAVES OF ABSENCE
A. Death in the Immediate Family
1. Absence of five (5) days without loss of salary shall be allowed in case of death of the following in his/her immediate family or household: mother, father, sister, brother, daughter, son, wife, husband, mother-in-law, father-in-law, sister-in-law, or brother-in-law. If during such a period the principal/assistant principal is absent for a personal illness, a personal injury, or any other excused absence, such absence shall apply. If at a later date, circumstances directly related to the death necessitate additional absence, this provision providing up to five (5) days may be granted at the discretion of the Superintendent.
2. In case of death of grandparent, niece, nephew, aunt, or uncle, not living with the immediate family, no deduction shall be made for absence on the day of the funeral.
B. Compliance with Court Order
A principal/assistant principal will receive full pay if he is absent for jury duty or in compliance with a Court Order as a material witness or if the action against the principal is dismissed or results in a final decision in favor of the principal/assistant principal.
C. School Business Leave
1. Principals/Assistant Principals are encouraged to request two (2) days of absence in each school year for the purpose of visiting other schools for observation, discussion, and related professional interests. Such absences as recommended and approved by the Superintendent shall not entail loss of pay.
2. Absence of principals/assistant principals for purposes of attending professional meetings or conventions shall be encouraged by the Superintendent and be subject to his recommendation and approval. These shall be without loss of pay unless specifically agreed otherwise in advance.
D. Allotment of Days
1. If, in the opinion of the Superintendent, unusual circumstances warrant that an exception be made in the allotment of days for death in the immediate family or absence for personal reasons, unused days in both of the above categories may be transferred to the advantage of the principal provided that the total number of days requested without deduction does not exceed eight (8).
2. In each instance the approval of the Superintendent must be obtained in writing.ARTICLE IX
PROFESSIONAL GROWTH A. The Board of Education shall reimburse all principals/assistant principals for seminar and conference fees, as per state travel regulations and not covered in section B below, that were approved in advance by the Superintendent, to a maximum expenditure of one thousand two hundred ($1,200.00) dollars per school year.
B. Funds shall be provided annually for principals/assistant principals to attend meetings on the state and national level relative to the areas of administration in the school with approval of the Superintendent. The Superintendent's determination will be based, at least in part, on the continued value of the experience to future administrative leadership in the district.
C. Principals/Assistant Principals enrolled in a graduate program shall be eligible for course reimbursement up to twelve (12) credits with the prior approval of the Superintendent of Schools. Principals/Assistant Principals must take courses at an accredited; degree granting institutions, which issues transcripts and must also, have satisfactorily completed the courses. Reimbursement of college credits in any year shall be at the Kean University rate as a maximum. After receiving reimbursement for any courses, the principal/assistant principals agrees to remain in the service of the district for a three (3) year period or pay back to the Board the amount reimbursed. This will not apply to retirees. ARTICLE X
EXTENDED LEAVES A. Child-Rearing Leave
1. Any pregnant principal/assistant principal shall be granted, upon request, a leave of absence by the Board. Such request shall be made, in writing, at least sixty (60) days prior to the requested commencement date of the leave and shall include the commencement date of the leave and one of the following dates of return:
(a) Any date within sixty (60) days of the commencement of the leave in which it would be reasonably expected that the principal would be physically able to return to her duties, or
(b) The beginning of any semester within a two (2) year period from the commencement of the leave.
2. The principal/assistant principal shall begin her leave on the date requested, or if her physical condition is in question, then her leave shall begin when she is no longer able to produce a certification from her physician that she is medically able to continue her duties. The Board shall have the right to place a principal on maternity leave if it is determined that she can no longer perform the duties of her job.
3. The leave shall terminate on the date specified unless the principal/assistant principal requests an extension, whereupon the leave may be extended for an additional period of time for reasons associated with the pregnancy, birth, or for other proper cause. If the Board questions the principal's/assistant principal’s physical condition or capacity to resume her former duties, then the principal/assistant principal shall produce a certification from her physician that she is medically able to resume her administrative duties.
4. Any principal/assistant principal adopting an infant child of one (l) year of age or less shall be entitled to the same privileges under this article as are offered to a pregnant principal/assistant principal. The leave of the adopting principal/assistant principal shall commence upon receiving de facto custody of said infant or earlier if necessary to fulfill the legal requirement for the adopting.
5. Leave pursuant to this section shall constitute compliance with the Family Leave Act of New Jersey.
6. In the event an employee does not desire to utilize Article XI A. 1-5 for purposes of child rearing leave, then in that event the employee shall have such rights under such conditions as are required pursuant to the Family Leave Act.
B. Extended Leave of Absence
The Board may grant an extended leave of absence without pay if provisions herein set forth have been exhausted.
All benefits to which a principal/assistant principal was entitled at the time the leave of absence commenced, including unused accumulated sick leave and credits toward sabbatical eligibility, shall be restored upon return, and health insurance will be available at the principal's/assistant principal’s expense during the term of the leave. Notwithstanding the above, principals/assistant principals with fifteen (15) or more years of service in the New Providence school system who are granted extended leaves of absence shall have their health insurance coverage paid by the Board for a period of one (l) year provided that such principals are not in military service or located outside the United States. The Superintendent shall make a reasonable effort to return the principal/assistant principals to an equivalent position held prior to taking said leave. Any extended leave shall end at the beginning of a semester and shall not be granted for more than a two (2) year period.
C. Any employee on a child-rearing, extended, or disability leave shall notify the Board prior to April 1 whether it is his/her intention to return to his/her duties on September 1 of the next school year. Any employee on a child-rearing, extended or disability leave of absence shall notify the Board prior to February 1 whether it is his/her intention to return to his/her duties on July 1.ARTICLE XI
WORK YEAR A. The work year for twelve (12) month principals/assistant principals shall extend from July 1st to June 30th. During that period, twelve (12) month principals/assistant principals shall be entitled to eighteen (18) holidays (including 5 floating days, of which no more than 3 can be taken while students are in session), the two (2) days of the NJEA Teachers Convention and twenty-five (25) vacation days, which may be scheduled during the summer and during those periods when school is in recess. The work year for ten and one-half (10 ½) month administrators shall extend from September 1st to June 30th with an additional ten (10) days in August as established by the Board. Ten and one-half (10 ½) month administrators shall be entitled to all of the holidays of the twelve (12) month administrators which occur during their work year, except ten and one-half (10 ½) month administrators are entitled to 3 floating days, of which no more than 3 can be taken while students are in session; the two (2) days of the NJEA Teachers Convention and zero (0) vacation days.” Ten and one-half (10 ½) month administrators’ work years follow the school calendar for breaks. The floating holidays are in lieu of personal leave, but the restrictions on use of these holidays are as follows:
1) These days will not be taken during the first or last week of the school year;
2) If more than one (1) personal day is to be taken consecutively, including Monday-Friday combinations, reasons will be given;
3) These days will not be either the day before or after a holiday recess.
Unused floating holidays for twelve (12) month administrators shall convert to vacation days and shall accumulate in accordance with statute. Unused floating days (personal days) for ten and one-half month administrators shall convert to sick days and shall accumulate in accordance with statute.
B. Any twelve (12) month principal/assistant principal shall be allowed to carry over up to twenty five (25) vacation days into the next school year. By July 1st of each succeeding school year, the twelve (12) month principal/assistant principal must notify the Superintendent of Schools how many vacation days, up to a maximum of fourteen (14), he/she wishes the Board of Education to purchase. The value of those vacation days shall be based on a per diem rate of the current year’s base salary divided by 240. The value of the days can be either paid over the succeeding twelve-month period beginning July 1st or paid in one lump sum. By July 1st, the twelve (12) month principal/assistant principal must notify the Business Office of his/her intent for payment. If twelve (12) month principals/assistant principals elect to receive payment in one lump sum, payment will be processed in the first pay period of September.
C. Subject to the Superintendent of Schools approval, the twelve (12) month principals/assistant principals can utilize up to three (3) vacation days during the school year when school is in session with the understanding that the building will be covered by the principal/assistant principal assigned to the building.
D. A member who resigns or retires during the contract year shall receive cash payment for all unused prorated vacation days.
E. During the summer months, principals/assistant principals will work their contractual eight (8) hour work day, but have the option of working flex hours; i.e. 7:00 a.m. – 3:00 p.m., 8:00 a.m. – 4:00 p.m.
ARTICLE XII
RIGHTS AND BENEFITS A. No principal/assistant principal shall be disciplined by reprimand, fined, suspension, or disciplinary withholding of increment without just cause. Any question regarding whether a withholding is disciplinary, shall be determined by the Public Employment Relations Commission in accordance with its rules. Any such disciplinary action taken by the Board shall be subject to the grievance procedure as set forth in this Agreement. For purposes of this provision, non-renewal, removal, or reassignment shall not be construed as a disciplinary action.
B. Whenever any principal/assistant principal is required to appear before the Superintendent, the Board, or any committee thereof for a meeting or conference the purpose of which adversely concerns the continuance of that principal in his office, position, or employment, or adversely concerns salary or any increments pertaining thereto, the principal/assistant principal shall be given prior written notice of the reason for such meeting or conference and shall be entitled to have a representative of the Association or counsel present to advise and represent him during such meeting or conference, provided that no unreasonable delay shall be incurred in the scheduling of such meeting due to lack of representation.
C. Non-tenured employees shall be given notice of their subsequent year's status in accordance with N.J.S.A. 18-A: 27-10 et seq.
D. All principals’/assistant principals’ personnel files shall be maintained under the following circumstances:
1. No material of a derogatory nature shall be placed in the files unless the employee has had an opportunity to read the material. The employee shall acknowledge that he has read such material by affixing his signature on the actual copy to be filed with the understanding that such signature merely signifies that he has read the material. Such signature does not necessarily indicate agreement with the content.
2. The employee shall have the right to answer any material filed and his answer shall be attached to the file copy following the receipt of the material. Failure of the employee to file a response for attachment to the file copy within fifteen (15) workdays following receipt of material shall result in forfeiture of the employee's right to respond.
3. Upon written request, the employee shall be given access to his file without undue delay minus confidential credentials related to personal references.
4. If the employee has instituted grievances or other judicial proceedings, he shall be granted the right to reproduce any material in his file not considered to be privileged, such as confidential credentials related to personal references normally sought at the time of employment
ARTICLE XIIIFULLY BARGAINED AGREEMENT A. This Agreement represents and incorporates the complete and final understanding and settlement by the parties of all negotiated matters. During the term of this Agreement, neither party will be required to negotiate with respect to any such matter.
B. In the event a newly created title is agreed upon for inclusion within the unit, the terms and conditions of employment for that position shall be negotiated notwithstanding any other provisions herein.
ARTICLE XIV
REASSIGNMENT OF ADMINISTRATORS A. Administrative vacancies shall be advertised in all school offices for a reasonable period of time in order to permit application for transfer, reassignment, or promotion of present employees. During summer vacation periods, such notices shall be mailed to the employee's home.
B. Should a reduction in force in administration occur for a good cause and/or the best interests of the school system, such professionals who are affected adversely will be provided such bumping and preferential reemployment rights as are provided by law and the Administrative Code.ARTICLE XV
MISCELLANEOUS PROVISIONS A. This agreement constitutes Board policy for the term of said agreement, and the Board shall carry out the commitments contained herein and give them full force and effect as Board policy.
B. If any provision of this agreement or any application of this agreement to any employee or group of employees is held to be contrary to law, then such provision or application shall not be deemed valid and subsisting, except to the extent permitted by law; but all other provisions or applications shall continue in full force and effect.
C. The use of the singular masculine pronoun herein shall include singular and plural, masculine and feminine.
D. Nothing herein shall be changed, altered, or deleted except by mutual consent of the Board and the Association.
E. Should this agreement conclude prior to the completion of a successor agreement, the substantive benefits provided hereunder shall be continued through the negotiations process.
F. The Board will reimburse each employee for memberships fees, up the three (3) professional associations, one of which to be PSA, not to exceed one thousand two hundred ($1,200.00) dollars per school year.
G. Mileage for use of personal cars out of the district shall be paid at the OMB rate per mile.
H. Principals/Assistant Principals will receive a meal allowance to a maximum of five hundred ($500.00) dollars per school year, following state travel regulations, when it is required that the principals/assistant principals stay for evening activities and/or events.ARTICLE XVI
DURATION OF AGREEMENT This agreement shall be in full force and effect as of July 1, 2019 and shall continue in effect until June 30, 2022, subject to the Association's right to negotiate over a successor agreement as provided heretofore.
IN WITNESS WHEREOF, the Board has caused this agreement to be signed by its President, attested by its Secretary, and its corporate seal to be placed hereon, and the Association has caused this agreement to be signed by its memberships.
SIGNED AND SEALED this 24th day of January 2019.
NEW PROVIDENCE PRINCIPALS & BOARD OF EDUCATION OF THE
ASSISTANT PRINCIPALS ASSOCIATION BOROUGH OF NEW PROVIDENCE
BY: BY:
Gina Hansen, Negotiation Committee Member Adam Smith, Board President
BY: BY:
Jean Drexinger, Negotiation Committee Member James Testa, Board Secretary
BY:
Lauren Zirpoli, Negotiation Committee MemberAPPENDIX I
A. Initial salaries, for new hires, shall be negotiated between candidates for appointment and the Board.
B. Annual increases shall be as follows:
2019/2020- 2.9% 2020/2021- 2.8% 2021/2022- 2.8%
C. For purposes of this agreement the salary of each principal/assistant principal for the term of the agreement is as follows:
Principal/Assistant Principal 2019/2020 2020/2021 2021/2022
JD $157,544.00 $161,955.00 $166,490.00
AF $105,580.00 $108,536.00 $111,575.00
JF $101,834.00** $104,685.00 $107,616.00
GH $167,056.00 $171,734.00 $176,542.00
BH $115,999.00** $119,247.00 $122,586.00
KK $130,913.00 $134,579.00 $138,347.00
LZ $156,740.00 $161,129.00 $165,641.00
* If current principal/assistant principal was to retire or resign from district, replacement would negotiate starting salary.
** Includes a one-time $5,000.00 adjustment, effective July 1st prior to annual percentage increase.
D. Any Principal/Assistant Principal hired after the effective date of this agreement will have his or her salary increased annually by the dollar amounts outlined in Appendix I.B
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