Contract Between
Stafford Tp B/E-Ocean
- and -
Stafford Tp EA
* * *
07/01/2005 thru 06/30/2008


CategorySchool District
UnitTeaching/Professional Staff

Contract Text Below
Agreement – July 1, 2005 through June 30, 2008 – Page 36.









AGREEMENT


BETWEEN


STRATFORD BOARD OF EDUCATION

AND

STRATFORD EDUCATION ASSOCIATION



JULY 1, 2005 - JUNE 30, 2008

TABLE of CONTENTS




Article I Recognition Page 3
Article II Negotiation Procedure Page 3
Article III Grievance Procedure Page 4
Article IV Employee Rights Page 7
Article V Association Rights and Privileges Page 9
Article VI Teacher Work Year – School Calendar Page 10
Article VII Teaching Hours and Teaching Load Page 10
Article VIII Teacher Employment Page 11
Article IX Salaries Page 12
Article X Teacher Assignment Page 13
Article XI Evaluation Page 14
Article XII Teacher Facilities Page 15
Article XIII Insurance Protection Page 15
Article XIV Assistants – Classroom, Individual
                  and Library Page 17
Article XV 12 Month Employees Page 17
Article XVI Sick Leave Page 19
Article XVII Extended Leaves of Absences Page 21
Article XVIII Temporary Leaves of Absence Page 23
Article XIX Professional Development and
Educational Improvement Page 24
Article XX Mileage Reimbursement Page 25
Article XXI Longevity Page 25
Article XXII Duration and Terms of Agreement Page 25
Schedule A Teacher Salary Guide Page 27
Schedule B Secretarial Salary Guide Page 28
Schedule C Custodial Salary Guide Page 29
Schedule D Assistant Salary Guide Page 29
Schedule E Extra-Curricular Salary Guide Page 30
Appendix A Prescription Drug Plan Page 31
Appendix B Dental Plan Page 32
Appendix C Health Cafeteria Plan Opt-Out Program Page 33
Appendix D Aetna Health Plan Modifications Page 34
Appendix E Reimbursement for Accumulated Sick
Leave Page 35




ARTICLE I
RECOGNITION

A. The Stratford Board of Education hereby recognizes the Stratford
Education Association, which represents the majority of the employees,
as the exclusive and sole representative for collective negotiations
concerning the terms and conditions of employment for the following
personnel under contract or employed by the Board:

1. Certificated Personnel, as required by the position held, to include but not limited to:
          Teachers (regular classroom, special education, special area)
Librarians
Nurses
Learning Disability Specialists
Social Workers
School Psychologist
Guidance Counselors

2. Non-Certificated Personnel, to include but not limited to:
Secretaries to Principals and Vice-Principals
          Custodians
          Assistants (Classroom, Individual and Library)

B. Unless otherwise indicated, the term “employee” or “employees” shall mean a member of the Association as defined in A. above.
    ARTICLE II
    NEGOTIATION PROCEDURE

    A. The parties agree to enter into collective negotiations over a successor
    agreement in accordance with Chapter 123, Public Laws of 1074 in a good-
        faith effort to reach agreement on all matters concerning the terms and conditions of employment.

    B. Any Agreement so negotiated shall apply to all employees, be reduced to
        writing, be presented to the Board for approval and to the Association for ratification, and upon approval and ratification shall be signed by both parties.

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



    ARTICLE III
    GRIEVANCE PROCEDURE

    A. Definitions

    1. A grievance is a claim based upon the interpretation, application or
        violation of this Agreement which affects the terms and conditions of employment of an employee or group of employees.

    2. An "aggrieved person" is the person or persons making the claim or
        the Association.
        3. A "party in interest" is the person or persons making the claim and any person who might be required to take action or against whom action might
        be taken in order to resolve the claim.

    B. Purpose

    1. The purpose of this procedure is to resolve, at the lowest possible level, problems which may from time to time arise affecting the terms and
    conditions of employment. Both parties agree that these 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
        an employee having a grievance to discuss the matter informally with any
        appropriate member of the administration and having an adjustment made which
        is not inconsistent with the terms of this Agreement.

    C. Procedure

    1. Time Limits - Failure of the party in interest or the aggrieved person
        to comply with any time limits set forth for the processing of a grievance shall be
        conclusively deemed to be an abandonment of said grievance. No time limit may
        be extended except by mutual agreement in writing.

    2. Year End Grievance – A grievance filed at the end of the year that may
            result in irreparable harm to either party of interest should be resolved on an accelerated schedule prior to September 1st.

    3. Level One - Principal or Immediate Supervisor

            a. An employee with a grievance shall first discuss it with his/her principal or immediate supervisor within ten (10) school days of its occurrence, either directly or through a representative of his/her own choosing, with the objective of resolving the matter informally.

            b. (1) The principal or immediate supervisor has 15 schools days after the hearing to attempt resolution of the problem.

            (2) If it cannot be resolved by the principal or immediate supervisor, the aggrieved person shall reduce the grievance to writing and submit the grievance to the Superintendent with a duplicate copy forwarded to the principal or immediate supervisor involved within ten (10) school days.


    c. If in the judgment of the association, a grievance affects a group of
            employees in one or both schools or is not in the jurisdiction of principal/supervisor, the association may submit such grievance in writing to the superintendent and the processing of such grievances shall commence at that level.

    4. Level Two - Superintendent
            a. (1) Upon receipt of the written grievance and request for a conference, the Superintendent and/or his/her representative shall attempt to resolve the matter as quickly as possible.
    (2) The Superintendent shall meet with the aggrieved person and
                his/her representative within three (3) school days after the request for such a conference.
    b. (1) The Superintendent shall have five (5) school days from the date of the aforementioned conference to render his/her decision.
      (2) A written statement of his/her decision and reasons shall be
                  forwarded to the aggrieved person, his/her representative, and the principal or immediate supervisor involved.

      5. Level Three - Board of Education
              a. If the grievance is not resolved at Level Two to the satisfaction of the
              aggrieved person, he/she may request a review by the Board of Education.
                  (1) The request shall be made in writing through the
                  Superintendent of Schools within ten (10) school days.
                  (2) The Superintendent will attach all related documents and forward it to the Board of Education within three (3) school days.
          b. The Board of Education shall review the case, and it or a
          committee of the Board, as determined by the Board, shall hold a meeting with
          the employee and /or his/her representatives.


              c. The Board shall render a decision, in writing, within five (5) school days following the Board meeting that the grievance is considered. Copies of the Board’s decision shall be sent to the aggrieved person, his/her representative, the Association, and the Superintendent of Schools.

      6. Level Four - Arbitration

              a. If a grievance alleging that there has been a violation of the expressed written terms of this Agreement is not resolved at Level Three to the satisfaction
              of the Association, it may institute proceedings for binding arbitration within thirty (30) days of receipt of the Board's decision by submitting the matter to the New Jersey Public Employment Relations Commission, under its rules for the selection of an arbitrator. The submission to arbitration shall be with the following understandings.
              (1) The arbitrator shall not have the power to alter, amend
              or revise any provision of this Agreement. He/She shall limit
              himself/herself to the issues submitted and shall consider nothing else.
              (2) The arbitrator shall have no jurisdiction to consider the issue of arbitrability. Such issues shall be submitted to the appropriate state agency or judicial body.
                  (3) The arbitrator shall have no jurisdiction to hear grievances in matters where a method of review is prescribed by law or by any rule, regulation or decision of the Commissioner of Education or State Board of
                  Education.

          b. Without limitation the following matters shall not be subject to arbitration:
              (1) The failure or refusal of the Board to renew a contract of any
              non-tenured teacher.
              (2) In matters where the Board is without authority to act.
              (3) Matters where a method of review is prescribed by law or by any
              rule or regulation of the State Commissioner of Education or the State
                  Board of Education.
                  (4) Matters involving the statutory or discretionary powers of the Board.
          c. Employees shall, during and notwithstanding the pendency of any
          grievance, continue to observe all assignments and applicable rules and
              regulations of the Board until such grievance and any effect thereof shall have been fully determined.
          d. The fees and expenses of the arbitrator shall be shared equally by the
          parties.

      D. Rights of Employees to Representation
          1. Any aggrieved person may be represented at all levels of the grievance procedure by him/herself, with or without legal counsel, or at his/her
          option by a representative selected or approved by the Association.
          2. No reprisals of any kind shall be taken by the Board or any member of
          the Administration against a party in interest or any other participant in the
          grievance procedure.

      E. Separate Grievance File
              All documents, communications and records dealing with the processing of a grievance shall be filed in a separate grievance file and shall not be kept in the personnel file of any of the participants.

      F. Meetings and Hearings
          All meetings and hearings under this procedure shall not be conducted in public
          and shall include only such parties in interest and their designated or selected
              representatives.


      ARTICLE IV
      EMPLOYEE RIGHTS

          A. The parties agree that they shall not directly or indirectly discourage, deprive or coerce any employee in the enjoyment of any rights conferred by Chapter 123 of the Laws of 1974 (N.J.S.A.34:13A-5.3).
          B. Just Cause Provision - No employee shall be discharged, disciplined, reprimanded, reduced in rank or compensation, or deprived of any professional advantage or given an adverse evaluation of his/her professional services capriciously or arbitrarily.

      C. Required Meetings or Hearings - Whenever any employee is required to appear
          before the Superintendent, or his designee, Board or any committee, member,
              representative or agent thereof concerning any matter which could result in termination of employment, then he/she shall be given prior written notice of the reasons for the meeting or interview and shall be entitled to have a representative present to advise him/her and represent him/her during such meeting or interview. Any suspension of an employee by the Superintendent and Board action, pending charges, shall be with pay. The Board, upon certification of charges to the Commissioner of Education, may suspend the employee without pay as provided by law. The Association will cooperate with the Board in the recovery of any funds due to the Board by any suspended employee.

      D. Evaluation of Students - The teacher is responsible for determining grades and
              other evaluations of students within the grading policies of the Stratford School District based upon his/her professional judgment of available criteria pertinent to any given subject area or activity to which he/she is responsible. No grade or evaluation shall be changed without prior consultation between the teacher, the administration and/or the Board. The Board retains the right to make the final decision concerning any grade or evaluation. Any such change made by the Board shall be shown by notation to have been the Board's decision.

      E. Criticism of Employees
        1. Any criticism by a supervisor, administrator, or Board member of any employee, and/or in the case of certificated personnel of his/her instructional methodology, shall be made in confidence and not in the presence of students, parents or other public gatherings, unless public comment or discussion is requested by the employee or unless it is part of a legal proceeding (i.e. Superior Court, Office of Administrative Law, PERC Hearing).
            2. Any criticism made by a parent, student or other person shall be called to the
                attention of the employee promptly so that he/she shall have the
                opportunity to respond to and/or rebut such criticism.
        F. Protection of Employees, Students and Property
                1. Unsafe and Hazardous Conditions - The Board and employee shall endeavor to maintain safe working conditions. Accordingly, any unsafe or hazardous conditions shall be reported to the building principal who shall in turn report it to the Superintendent of Schools.

            2. Unauthorized Visitors - Any employee discovering an unauthorized visitor
            shall immediately report the person to the building principal, or his/her designee,
            at which time the principal, or his/her designee, shall take appropriate action.
            3. Reimbursement for Personal Property Damage

                a. The Board shall reimburse employees for the reasonable value of clothing or other personal property damaged, destroyed or stolen as the result of an assault
                or vandalism while on school property or while acting in the discharge of his/her duties within the scope of his/her employment.


                b. The Board's liability shall not exceed the personal loss insurance coverage limitations maintained by the Board and shall not extend to motor vehicles of the
        employees.

                c. Except for clothing worn, all articles of personal property must be registered with the building principal at the beginning of the school year. Articles may be added to or deleted from this list from time to time. The principal may disclaim liability for any article or articles of personal property he deems to be
                unnecessary for the educational program or too valuable, by so notifying the
                employee in writing.

                d. Employees who use their own tools pursuant to prior authorization from the administration to fulfill their jobs shall be entitled to reimbursement for any damage which occurs to the tools during their use while the individual is performing his/her job responsibilities.


        ARTICLE V
        ASSOCIATION RIGHTS AND PRIVILEGES

        A. Information - The Board agrees to allow the Association to obtain pertinent
        public information necessary to the Association's processing of grievances
        and negotiations.

        B. Use of School Buildings - The Association and its representatives shall have
        the right to use the school buildings at all reasonable hours for meetings.
        The principal of the building in question shall be notified in advance of the
        time and place of all such meetings. In cases of conflicting schedules, an
        alternate meeting place within the schools shall be provided. Any damage
        to school buildings as a result of Association use shall be the responsibility
        of the Association.

        C. Bulletin Boards - The Association shall have in each school building the
        exclusive use of a bulletin board in each faculty lounge and teachers' dining room. The Association shall also be assigned adequate space on the bulletin
        board in the central office for Association notices. The location of the
            Association bulletin boards in each room shall be designated by the Association. Copies of all materials to be posted on such bulletin boards shall be given to the building principal prior to posting for his/her review.
        The material posted shall be of a routine informational nature concerning
        Association activities and shall not have the potential for creating
        controversy or to demean the Board or any of its members.




        D. Mail Facilities and Mailboxes - The Association shall have the right to use the
                inter-school mail facilities and school mailboxes as it deems necessary and without the approval of building principals or other members of the administration.
            E. The Association shall have the right to use the duplicating machines before or after regular school hours with the permission of the building principal; provided, however, any damage caused to the machines, which is not paid by the Board's maintenance agreement, shall be paid for by the Association. Operation of the machines shall be only by a specifically designated operator who shall submit to any training in regard to said operation which the Board requires.
            F. Representation Fee – If an employee does not become a member of the Association during any membership year, that employee will be required to pay a representation fee to the Association for that membership year.


        ARTICLE VI
        TEACHER WORK YEAR - SCHOOL CALENDAR

        A. The Board will consider the suggestions of the Association concerning
        vacations and holidays before adoption of the school calendar. The Board
        reserves the right to make the final decision with respect to the school
        calendar.

        B. The number of days in a school year shall not exceed 186 days.

        C. The last day of school before the Thanksgiving and Christmas holiday shall be an
            early dismissal day for the staff and students.
            D. If all housekeeping chores are completed, the teachers will be allowed, on the last day of the school year (the day following the student’s last day), to pick up their checks at 10:00 A.M. and leave immediately thereafter.


        ARTICLE VII
            TEACHING HOURS and TEACHING LOAD
        A. Arrival and Dismissal Time
                1. The work day for certificated staff members shall be seven (7) hours and fifteen (15) minutes, with a starting time of 8:15 A.M. and an ending time of 3:30 P.M. On Monday only, the ending time for full-time certificated personnel shall be 4:15 P.M.; prorated for part-time certificated personnel. This time will not be assigned pupil contact time and will not count as prep time minutes.

                2. No certificated staff member shall be required to report for duty earlier than ten (10) minutes before the pupils’ school day and shall be permitted to leave fifteen (15) minutes after the close of the pupils’ school day.

                3. On Fridays or on days preceding a holiday or vacation, the teacher’s day shall end at the close of the pupils’ school day.

                4. On all other Fridays, the teachers’ day shall end at the close of the pupils’ school day unless an in-service is scheduled, then the staff will be required to stay until 3:15 P.M.

        B. Teaching Preparation Time:
                The administration shall, through rescheduling, provide all certified teaching staff members with at least one hundred and seventy-five (175) minutes preparation time per week.

        C. All certificated personnel shall have a duty free lunch period consisting of
                forty (40) minutes. It is further recognized that the time of day for lunch may not be the same for each faculty member because certain grade levels or special subject areas may have their lunch hours at a different time.

        D. The Stratford Board of Education recognizes the desirability of attempting to
                maintain reasonable class sizes in order to further the educational aims and policies of the district.

        E. Conferences/Back to School Night
                During the course of the contract, all certificated personnel shall be required to attend one (1) evening conference session in the fall or spring and a Back to School Night. The total workday for teachers shall not be increased on such evening conference days. The certificated personnel lunch period shall be included in the length of the day computation. Conferences shall not precede a holiday recess.

        ARTICLE VIII
        TEACHER EMPLOYMENT

            A. To be eligible to receive full credit for one year of service toward the next increment step for the following year, the teacher must have been on the payroll for at least ninety-three (93) days of the year immediately preceding.
        Less than ninety-three (93) days on the payroll shall result in the teaching
        staff member remaining on the same step for another year.
            B. Credit shall be given for approved military service. For the purpose of determining salary, years spent in service shall be given the same credit as
        years spent in teaching. The maximum number of years to be credited for military service shall be four (4).
        C. Whenever a person accepts employment in the School District, his/her initial
                place on any salary schedule shall be at such point as may be agreed upon by said person and the Board. No person with less experience will be placed at a higher step than a currently employed Stratford teacher. Teachers with previous teaching experience in the Stratford School District shall, upon returning to the system, receive full credit on the salary schedule for all outside teaching experience, military experience, or alternative civilian service required by the Selective Service System, Peace Corps, VISTA or National Teacher Training Corps work, and time spent on a Fulbright Scholarship up to a maximum set forth in Section B above. Such teachers who have not been engaged in other teaching or the other activities indicated above shall, upon returning to the system, be restored to the next position on the salary schedule above that at which they left.

        D. Previously accumulated unused leave days will be restored to all employees
        returning from approved leave.

        E. Certified teaching staff members shall be notified of their contract and
        salary status for the ensuing year as required by law.


        ARTICLE IX
        SALARIES

        A. Salary Schedule - The salaries of the various employees covered by this
        Agreement as set forth in the following scheduled:

        Schedule A - Teacher
        Schedule B - Secretarial
        Schedule C - Custodial
        Schedule D - Assistants (Classroom, Individual and Library)
            B. Degree Advancement Additional Compensation - Certified teaching staff members shall present proof of obtaining credits for additional compensation as stipulated on the salary schedule by October 1st of the current school year. Compensation shall be retroactive as of September 1st of the present contract year.

        C. Methods of Payment

        1. The Board agrees to pay two (2) salary checks per month.

        2. The dates of payment shall be on the 15th and 30th of each month.

                3. If the 15th or the 30th falls on a weekend or a holiday, the Board agrees to pay the salary check on the last school day preceding the weekend or the holiday.
        4. On ten (10) month contracts, the Board agrees to pay twenty (20) equal
        payments; on twelve (12) month contracts, the Board agrees to pay twenty-four
        (24) equal payments.
                5. The Board agrees to make available electronic direct deposit of employees' paychecks provided the employees individually authorize the Board to do so.

        D. Bedside Instruction – Certificated personnel employed for bedside instruction shall be compensated at the hourly rate of:
        2005-2006 $36.05
                        2006-2007 $37.67
                        2007-2008 $39.37.

        E. Non-Teaching Employment – Certificated personnel who perform any service (i.e.: curriculum work, in-service, Saturday detention) at the direction of the Board shall be compensated at the hourly rate of:
        2005-2006 $28.48
                        2006-2007 $29.76
                        2007-2008 $31.10.
            F. Lunch Duty Certificated staff members assigned to lunch duty shall
                be compensated at the hourly rate of:
        2005-2006 $41.80
        2006-2007 $43.68
        2007-2008 $45.65.
                The Board agrees that teachers will not be assigned to lunch duty except in an emergency and then volunteers will first be solicited.


        ARTICLE X
        TEACHER ASSIGNMENT

        A. Notification
                1. Date for presently employed teachers - All certified teaching staff members shall be given written tentative notice of their class/and or subject
        assignments, building assignments and room assignments for the forthcoming
        year not later than May 31st.
            2. Revisions - In the event that changes in such class and/or subject
        assignment, building assignments or room assignments are proposed after
                May 31st, any certified teaching staff member affected shall be notified promptly in writing and, upon the request of the teacher, the changes shall be promptly reviewed between the superintendent or his/her representative and the teacher affected and, at his/her option, a representative of the Association.

        B. Traveling Teacher - The Board shall schedule teachers who are assigned to more
                than one school in a manner which will attempt to reduce inter-school travel, subject to the education needs of the District. Such teacher shall be notified of any changes in his/her schedule as soon as possible.

        C. Transfer, Assignment and Reassignment

        1. Definitions

                a. Transfer - Change from one building to another with a possible change of assignment.
            b. Assignment - Change from one grade level to another.
            c. Vacancy - A position which the Boards has determined to fill.

        2. Teacher Initiated Transfer and/or Assignment - The teacher shall submit
                his/her request for transfer or reassignment for the succeeding year to the Superintendent of Schools, in writing, by February 1st. This request shall include the transfer/reassignment desired and the reasons for the request. Such requests represent consent to transfer and may be acted upon without further consultation with the teacher.
                3. Administration Initiated Transfer and/or Reassignment - The Superintendent shall notify the teacher in writing whose transfer and/or reassignment is pending as soon as possible after the need is determined by the
                Superintendent. The teacher shall be provided the opportunity of discussing the pending transfer and/or reassignment and any objection shall be duly considered. At that time, the teacher may request reassignment to any vacancy and/or new position in the district.

        4. Any vacancy and/or new position shall be posted in each school as it occurs. Two copies will be forwarded to the President of the Association.
                5. If room changes occur during the summer, the Board will compensate said employee at the non-teaching employment rate in Article IX, Section E.

        ARTICLE XI
        EVALUATION

        A. Certificated Staff Members
                Each teacher shall receive at least the minimum number of evaluations consistent with law conducted by a member of the Administration. (Tenured – minimum of one (1); Non-Tenured – minimum of three (3).


            B. Non-Certificated Staff Members - The Administration shall keep employees informed concerning whether or not they are performing their work satisfactorily. Any written evaluation report shall be presented to the employee involved and a copy forwarded to the Superintendent.

            C. Written Evaluations - All written evaluations shall be submitted to the employee involved for his/her review, comment and signature. The signature of said employee shall not be construed to be an acceptance of the contents of the evaluation but rather to indicate that he has had the opportunity to review it.

        D. Inspection of Evaluation Reports - Employees shall be permitted to examine
                evaluation reports in their personnel folder, as maintained in the Office of the Superintendent, in the presence of an administrator.


        ARTICLE XII
        TEACHER FACILITIES

        A. In the event appropriate space becomes available, the Board will provide one (1) room in the Yellin School and one (1) room in the Parkview School for the
                exclusive use of the teachers. Until such space is available, the Board shall maintain the faculty rooms in the two schools.


        ARTICLE XIII
        INSURANCE PROTECTION
            All employees who work 30 or more hours per week will be eligible to select between two (2) health benefits options. Plan A – Group Coverage (Health, Prescription and/or Dental) pursuant to the terms and conditions set forth below. The waiting period under Plan A – Group Coverage is 60 days after employment unless certificated personnel hired with start date of September 1st. Plan B – Opt-Out pursuant to the terms and conditions set forth below.

        (Appendix D – Modifications to Aetna health coverage.)

        A. Employee and dependent coverage shall be board paid for all employees
            hired prior to July 1, 1996 and enrolled in/covered by Patriot V or X as of
            June 30, 2002.
        Health InsurancePrescription InsuranceDental Insurance
        Employee & Dependent Coverage through
        Patriot V or Patriot X
        Employee & Dependent CoverageEmployee & Dependent Coverage

        Patriot X employee and dependent coverage for those not enrolled in/covered by Patriot X as of June 30, 2002 is available through a payroll deduction.

        B. All employees hired after July 1, 2000.

        1. For the first 24 months of continuous employment:
            Health InsurancePrescription InsuranceDental Insurance
            Employee Coverage Only through Patriot V*Employee Coverage OnlyEmployee Coverage Only
        *Patriot X coverage and/or dependent coverage is available through payroll deduction.

        2. After the first 24 months of continuous employment:
            Health InsurancePrescription InsuranceDental Insurance
            Employee & Dependent Coverage through Patriot V*Employee & Dependent CoverageEmployee & Dependent Coverage

        *Patriot X coverage is available through payroll deduction.

        (Payroll deduction is the difference between the Patriot V premium, which is board paid, and the Patriot X premium.)

            C. Opt – Out (Appendix C – Summary of Benefits)
                Employees who supply proof of other adequate health, dental and/or prescription care coverage may apply to receive cash payments in the form of additional taxable pay as follows:
                    50% of premium rate currently in effect based on prior year coverage (i.e. family, husband/wife, parent/child(ren), single)

        D. Income Protection (Disability Insurance)
                1. All employees hired prior to July 1, 1996 - The Board shall pay income protection coverage through American General Insurance Company or Prudential Insurance Company for those employees who have elected single health insurance and prescription coverage.
                2. Employees hired after July 1, 1996 - The Board shall pay income protection coverage through American General Insurance Company or Franklin Insurance Company for those employees who have elected single health insurance and prescription coverage beginning with the fourth year of employment.

        E. The Board reserves the right to change insurance carriers provided the new carrier provides benefits equal to or better than those in existence at the time of the change. The Association shall have the right to examine any change in carriers.


        ARTICLE XIV
        ASSISTANTS – Classroom, Individual and Library

        A. When an assistant is asked to substitute teach he/she shall be compensated at
            either the assistant’s hourly rate or the present substitute rate (prorated hourly), whichever is higher.

        B. Classroom assistants who lose pay due to emergency school closing shall be given
            the opportunity to make up days lost if the administration determines that work is available.

        C. The length of the work day for full-time assistants shall be 7 hours and 15
        minutes.

        D. The length of the work week for part-time assistants shall not exceed 29-1/2
        hours.

        E. All full-time assistants shall be entitled to a 40-minute duty free lunch period.

        F. All assistants shall be entitled to bereavement days as outlined in Article XVIII,
        Section B.
            G. Seniority, or length of employment with the district, will be a factor considered by the Board of Education in the event of a reduction in force.


        ARTICLE XV
        12 MONTH EMPLOYEES

        A. Custodians
                1. Custodian Vacation

                a. Custodians with less than two (2) years of employment shall receive one (1) day’s vacation for each two (2) months of employment to the maximum of ten (10) working days.
                b. After two (2) years of employment, all custodians shall receive two (2) weeks vacation per year.

                c. After the fifth (5th) year and through the tenth (10th) year of employment to the district, custodians will receive three (3) weeks of vacation per year.

                d. After ten (10) years of employment to the district, custodians will receive four (4) weeks vacation per year.
                e. Vacations properly applied for and approved may be taken throughout the entire year and are not limited to summer months.
                2. Custodian Holidays

                a. Custodians will receive the following twelve (12) paid holidays:
        a. July 4th
        b. Labor Day
        c. Thanksgiving Day
        d. Friday following Thanksgiving
        e. Christmas Eve Day
        f. Christmas Day
        g. New Year's Day
        h. President's Day
        i. Good Friday
        j. Easter Monday
        k. Memorial Day
                    l. Floating Day – choose either: Columbus Day or Martin Luther King's Birthday
                b. If the holiday falls on the weekend, the custodian will receive either the preceding Friday or the following Monday as a paid holiday, providing that school is not in session. In the event that school is in session on the preceding Friday or
                following Monday, said holiday shall be taken during the summer months when school is closed.
            3. Custodian Work Day

                The custodian work day shall be 8.5 hours in duration, including a half-hour lunch/dinner break and two (2), 15 minute breaks. Notification of a half-day schedule will be at the discretion of the Superintendent.

                4. Custodian Black Seal

                Custodians having a black seal license will receive, in addition to their step on the salary guide, $800.

                5. Seniority

                Seniority, or length of employment with the district, will be a factor considered by the Board of Education in the event of a reduction in force.




        B. Secretaries
                1. Secretarial Vacation
                a. For the first two years of employment, all secretaries shall receive ten (10) days vacation per year.
                b. After two years of employment, all secretaries will receive fifteen (15) days vacation per year.
                c. After the fifth year of employment, secretaries will receive twenty (20) days vacation per year.

            2. Secretarial Holidays
                All secretaries shall receive the same holidays as set forth in the school calendar in addition to July 4th and Labor Day.

        3. Secretarial Work Day

                The secretarial work day shall be 7.5 hours in duration including a 50-minute lunch.

                4. Seniority

                Seniority, or length of employment with the district, will be a factor considered by the Board of Education in the event of a reduction in force.


        ARTICLE XVI
        SICK LEAVE

        A. Ten Month Employees

        1. Any employee who is hired after September 1st shall be entitled to one (1)
        sick leave day per month for the balance of that work year. Thereafter, said
        employee shall be entitled to ten (10) sick leave days per year.

        2. Unused sick leave days shall be accumulated from year to year with
            no maximum limit.

        3. The need for presentation of a medical certificate after sick leave shall be
        at the discretion of the Superintendent.




        B. Twelve Month Employees

        1. Any employee who is hired after July 1st shall be entitled to one (1) sick
        leave day per month for the balance of that work year. Thereafter, said employee
        shall be entitled to twelve (12) sick leave days per year.

        2. Unused sick leave days shall be accumulated from year to year with no
        maximum limit.

        3. The need for presentation of a medical certificate after sick leave shall be
        at the discretion of the Superintendent.
            C. Notification of Illness – Employees shall notify the school of anticipated absence due to illness as early as possible, but no later than 7:00 A.M. the morning of the absence, by calling the Sub Calling Service or such other agency or person designated by the Board.

        D. Reimbursement for Unused Sick Leave

        1. Each employee who applies for retirement to TPAF or PERS shall be
                paid for unused sick leave days accumulated as follows: (Appendix E for
                details of years 2005-2006 and 2006-2007)
                2005-2006 $100.00 per day up to a maximum of 200 days
                2006-2007 $100.00 per day up to a maximum of 200 days.
                2007-2008 $50.00 per day up to a maximum of 100 days.

        2. The Board shall maintain a record of sick days accumulated and provide
        each employee with an accounting no later than October 1 of the school year.

        3. The employee shall notify the Board of his/her intention to retire no later
        than January 1, preceding the retirement date to be eligible for the reimbursement.
        The reimbursement will then be paid in July. If the employee notifies the Board
        after January 1, it may result in the delay of the reimbursement for one year.

        E. Attendance Incentive
                As a financial incentive for attendance, employees shall be paid as follows:
                1. No sick or personal days $300 per year
                2. No sick days $175 per year
                3. No personal days $125 per year.
                Bereavement days as listed in Article XVIII, Section B are excluded.






        ARTICLE XVII
        EXTENDED LEAVES OF ABSENCES

        A. Sabbatical Leave - A sabbatical leave shall be granted to a certified teaching
        staff member by the Board of study of reasonable value to the District, subject to
        review and approval of the Board and Superintendent and subject to the following
        conditions.

        1. Sabbatical leaves shall be granted to a maximum of one (1) teacher at any one time.

        2. Requests for sabbatical leave must be received by the Superintendent
            in writing, in such a form as may be mutually agreed on by the Association and
                the Superintendent no later than December 1st and action must be taken on all such requests no later than April 1st of the school year preceding the school year for which the sabbatical leave is requested.

        3. The teacher has completed at least ten (10) consecutive full years of
            service in the Stratford School District.

        4. A teacher on sabbatical leave shall be paid by the Board of Education
            at one hundred (100%) percent of the salary rate for one-half (1/2) year or fifty
            (50%) percent of the salary rate for a full year.

        5. A person requesting sabbatical leave for full-time study must take at least
                a minimum of twelve (12) semester hours unless extenuating circumstances are approved by the Superintendent and Board.

        6. A one-half (1/2) year sabbatical leave may be granted provided adequate
        provisions can be made for filling the one-half (1/2) year vacancy.
                7. Upon return from a sabbatical leave of absence, an employee shall retain the following employment rights held by him before such leave was granted:
                    a. Shall be placed on the salary schedule at the level which he/she would have achieved had he remained actively employed in the system during the period of absence.

                b. Unused sick leave as held at the start of the leave shall be retained.
                    c. Shall have the right to return to his/her former position in his/her former school unless mutually agreed otherwise.


                8. Prior to commencing the sabbatical leave, the teacher shall, in writing, agree to return to his/her employment with the School District for one (1) full year and shall, in addition, sign a Promissory Note providing that in the event the teacher leaves the District before the expiration of one (1) full year of employment, he/she shall pay to the Board an amount equal to one-half (1/2) of the salary which he/she would have earned had he/she not terminated said
            employment. Extenuating circumstances will be considered.

            B. Pregnancy Disability/Child Rearing/Adoption
                1. Pregnancy Disability:
                    a. Any regularly appointed employee seeking a leave of absence for reasons of pregnancy disability shall notify the Superintendent, in writing, no later than five (5) months prior to the expected birth. The letter shall set forth the commencement date of the requested leave of absence and the date she desires to return from said leave.
                    b. Any pregnant employee will be deemed eligible to utilize accumulated sick leave as follows:
                (1) Up to twenty (20) working days prior to the date of the birth.

                (2) Up to twenty (20) working days after the date of birth.


            2. Child Rearing:
                Any employee seeking a leave of absence for reasons of child rearing shall notify the Superintendent, in writing, no later than 30 days prior to the commencement date of said leave request.

            3. Adoption:
                Any employee adopting a child may receive similar leave which shall commence upon receiving defacto custody of said child, or earlier if necessary, to fulfill the requirements of the adoption.

                4. Any employee may return to work within the school year in which the leave begins, provided he/she requested to do so in the original application. Any extension or reduction of absence within the same school year shall only be allowed at the discretion of the Board, provided extension or reduction is made following the original application but prior to the original commencement date and that such extension or reduction will not substantially interfere with the administration of school.

                5. The Board shall not be required to extend the leave of non-tenured employees beyond the school year for which they were hired. Non-tenured employees wishing to return for the following school year shall be considered by the Board for reemployment.

                6. Any tenured employee shall be permitted to return to work at the beginning of any of the two (2) school years following the school year in which the original leave commences, provided she/he has given the Board written notice of the intention to do so not less than six (6) months prior to the beginning of the school year in which he/she wishes to return. (March 1st – 10 month employees; January 1st – 12 month employees)

                7. Any leave of absence described in this article shall count towards leave under the Federal and/or State Family Medical Leave Acts, except as stated in 1.b. above.


        C. Return From Leave - Any employee granted a leave of absence under this policy
            shall be eligible for a salary increment provided he/she has completed at least 93 days of service to the District in the year in which the leave commences.

        D. In the event that any provision of this Article should be found contrary to any
                New Jersey School Law, the statutory language shall supersede the language in this Agreement.


        ARTICLE XVIII
        TEMPORARY LEAVES OF ABSENCE

        A. Personal Leave Days
                1. Should it be necessary for a person to be absent for urgent personal reasons, up to five (5) days per year of absence is allowed with full pay,
                three (3) days without reason, two (2) days with reason.
                2. Personal leave shall not be approved on the days before or after a vacation period. e.g., Thanksgiving, winter and spring break, except with prior approval from the Superintendent or in case of an emergency approved by the Superintendent.
                3. Examples of personal leave days include but are not limited to the following:
        Funeral of others not listed under B. Bereavement
        Illness of immediate family
        Marriage of employee or family member
        Receipt of own college degree
        Other reasonable/logical situations that require personal leave.

        4. The Board may allow additional absence without pay, provided
                a written request is made in advance to the Superintendent and proof can be established that such absence is necessary.
                5. Unused personal leave days, to a maximum of five (5) days per year, from the above paragraph, may be used for sick leave days, either in the current year or become cumulative sick leave.
        B. Bereavement
                1. In case of absence due to death of immediate family member (parent, husband, wife, child, brother or sister), full salary shall be paid for a period through five (5) consecutive school days per incident. The maximum number of bereavement days for immediate family per year will be ten (10) days.

                2. In case of absence due to death of extended family member (father-in-law or mother-in-law, whether or not residing in the immediate household), full salary shall be paid for a period of up to three (3) consecutive school days.
        C. Professional Day
            (Other than N.J.E.A.)
                Members of the teaching staff, on recommendation of the Superintendent, may attend institutes, conferences, conventions, and visitation to other schools provided absence from teaching duties does not exceed two days in any school year.


        ARTICLE XIX
        PROFESSIONAL DEVELOPMENT AND EDUCATIONAL IMPROVEMENT
            A. The Board agrees to pay up to $1,500 in each year of contract toward the cost of tuition and other reasonable expenses incurred in connection with any courses. The courses are subject to Board approval, and the Board shall not be required to pay in excess of $25,000 in each year of this contract for certificated personnel and $7,500 in each year of this contract for non-certificated personnel.
            B. The Board shall pay the tuition and other reasonable expenses incurred by a
            certified teaching staff member in obtaining certification in that teacher's then
                current teaching assignment if such additional certification is required by the State for the teacher to maintain that assignment.

        1. Official confirmation in writing of successful completion of each course
        must be presented to the Superintendent sixty (60) days after the completion of
        the course or whenever released by the college.

        2. Reimbursement for summer courses will apply if the teacher has a signed
                contract for the following year and returns in September to assume his/her duties until January 1.

        3. A grade of "B" or better must be achieved to receive reimbursement for
        graduate credits under Sections A and B above.

        C. Professional Development Committee
                Any professional development committee shall be established per New Jersey statute.


        ARTICLE XX
        MILEAGE REIMBURSEMENT

        A. An employee who uses his/her personal automobile for school business shall
        be compensated at the rate specified under the Federal Tax Regulations for the use of a personal automobile for business purposes (as a deduction from
        gross income) for the calendar year for which the employee's automobile
        was so used.


        ARTICLE XXI
        LONGEVITY
            A longevity increment shall be paid as follows to employees who have
            fifteen (15) or more years in the Stratford School District. Employees hired after
            January 1, 1994 are not eligible for this longevity.
        2005-2006 $1,000
        2005-2007 $1,050
                2007-2008 $1,100


        ARTICLE XXII
        DURATION AND TERMS OF AGREEMENT
            THIS AGREEMENT shall be effective as of July 1, 2005 and shall continue in effect until June 30, 2008.
            Unless otherwise provided in this Agreement, nothing contained herein shall be interpreted and/or applied so as to eliminate, reduce or otherwise detract from any teacher benefit existing prior to its effective date.

        THIS AGREEMENT represents and incorporates the complete and final understanding
        and settlement by the parties of all negotiable issues which were or could have been the




        subject of negotiations. During the term of this Agreement, neither party will be required
        to negotiate with respect to any such matter, whether or not covered by this Agreement,
        and whether or not within the knowledge or contemplation of either or both parties at the
        time they negotiated or signed this Agreement.

        IN WITNESS WHEREOF, the representatives of the parties hereto have set their hands
        and seals to this agreement this 18th day of April 2005.




        STRATFORD BOARD OF STRATFORD EDUCATION
        EDUCATION ASSOCIATION

        _________________________________ _________________________________
        James J. Camburn, President Gary Cardamone, Co-President


        _________________________________ _________________________________
        Denise DiGiandomenico, Secretary Michael McLaughlin, Co-President


        _________________________________
        Debra Reinholt, Secretary




        SCHEDULE A
        TEACHER SALARY GUIDE


        2005-2006
        Step
        BA
        BA+30
        MA
        MA+30
        1
        39,906
        41,955
        43,287
        45,029
        2
        40,106
        42,155
        43,487
        45,229
        3
        40,362
        42,411
        43,743
        45,485
        4
        40,618
        42,667
        43,999
        45,741
        5
        41,167
        43,217
        44,548
        46,290
        6
        41,716
        43,765
        45,097
        46,838
        7
        42,264
        44,313
        45,645
        47,386
        8
        42,867
        44,916
        46,248
        47,990
        9
        44,541
        46,590
        47,922
        49,664
        10
        46,209
        48,258
        49,590
        51,332
        11
        47,995
        50,044
        51,376
        53,118
        12
        50,039
        52,088
        53,420
        55,162
        13
        54,649
        56,699
        58,031
        59,772
        14
        61,104
        63,153
        64,485
        66,227
        15
        68,071
        70,120
        71,452
        73,194
        2006-2007
        Step
        BA
        BA+30
        MA
        MA+30
        1
        40,956
        43,056
        44,421
        46,205
        2
        41,156
        43,256
        44,621
        46,405
        3
        41,356
        43,456
        44,821
        46,605
        4
        41,619
        43,718
        45,083
        46,868
        5
        42,181
        44,281
        45,646
        47,430
        6
        42,743
        44,843
        46,207
        47,992
        7
        43,305
        45,404
        46,769
        48,554
        8
        43,923
        46,023
        47,387
        49,172
        9
        45,638
        47,738
        49,103
        50,887
        10
        47,347
        49,447
        50,812
        52,596
        11
        49,177
        51,277
        52,641
        54,426
        12
        51,271
        53,371
        54,736
        56,520
        13
        55,996
        58,095
        59,460
        61,244
        14
        62,609
        64,709
        66,073
        67,858
        15
        69,748
        71,847
        73,212
        74,997





        SCHEDULE A
        TEACHER SALARY GUIDE continued
        2007-2008
        Step
        BA
        BA+30
        MA
        MA+30
        1
        42,126
        44,281
        45,682
        47,514
        2
        42,326
        44,481
        45,882
        47,714
        3
        42,526
        44,681
        46,082
        47,914
        4
        42,726
        44,881
        46,282
        48,114
        5
        43,303
        45,459
        46,860
        48,692
        6
        43,880
        46,035
        47,436
        49,269
        7
        44,457
        46,612
        48,013
        49,845
        8
        45,091
        47,247
        48,648
        50,480
        9
        46,852
        49,008
        50,409
        52,241
        10
        48,607
        50,762
        52,163
        53,995
        11
        50,485
        52,641
        54,042
        55,874
        12
        53,303
        55,458
        56,859
        58,692
        13
        59,103
        61,258
        62,659
        64,492
        14
        65,103
        67,258
        68,659
        70,492
        15
        71,603
        73,758
        75,159
        76,992






        SCHEDULE B
        SECRETARIAL SALARY GUIDE

        Step
        2005-2006
        2006-2007
        2007-2008
        1
        30,682
        31,734
        33,218
        2
        30,889
        31,947
        33,518
        3
        31,095
        32,161
        33,818
        4
        31,302
        32,375
        34,118
        5
        31,508
        32,589
        34,418
        6
        31,716
        32,803
        34,718
        7
        31,923
        33,017
        35,018
        8
        32,129
        33,231
        35,318
        9
        32,647
        33,766
        35,618
        10
        33,164
        34,300
        35,918
        11
        33,681
        34,835
        36,218






        SCHEDULE C

        CUSTODIAL SALARY

        Step
        2005-2006
        2006-2007
        2007-2008
        1
        26,637
        27,636
        28,725
        2
        26,837
        27,836
        28,925
        3
        27,044
        28,036
        29,125
        4
        27,251
        28,251
        29,325
        5
        27,458
        28,466
        29,820
        6
        28,171
        29,205
        30,314
        7
        28,881
        29,941
        31,078


        SCHEDULE D

        ASSISTANT SALARY GUIDE

        Full Time

        Step
        2005-2006
        2006-2007
        2007-2008
        1
        17,237
        17,237
        17,237
        2
        18,013
        18,013
        18,013
        3
        19,900
        18,823
        18,823
        4
        21,788
        21,077
        19,670
        5
        23,675
        23,332
        22,418
        6
        25,563
        25,586
        25,167
        7
        27,450
        27,840
        27,915
        8
        29,337
        30,094
        30,663
        9
        31,225
        32,348
        33,411
        10
        33,112
        34,602
        36,160





        Part Time/Hourly

        2005-2006
        2006-2007
        2007-2008
        $14.48
        $15.14
        $15.82






        SCHEDULE E
        EXTRA-CURRICULAR SALARY GUIDE

        The Board agrees to reimburse the teacher at the specified rate set forth below. The Board shall make every effort to inform the teacher of the expected number of hours to be worked prior to accepting an extra-curricular position.


        Activity
        2005-2006
        2006-2007
        2007-2008
        Boys Basketball – Coach
        $3,089
        $3,228
        $3,373
        Boys Basketball – Assistant Coach
        $1,545
        $1,615
        $1,688
        Girls Basketball – Coach
        $3,089
        $3,228
        $3,373
        Girls Basketball – Assistant Coach
        $1,545
        $1,615
        $1,688
        Girls Softball – Coach
        $1,901
        $1,987
        $2,076
        Girls Softball – Assistant Coach
        $951
        $994
        $1,039
        Wrestling – Coach
        $1,425
        $1,489
        $1,556
        Track – Coach (2)
        $494
        $516
        $539
        Cheerleading – Advisor
        $1,545
        $1,615
        $1,688
        Student Council – Advisor
        $1,664
        $1,739
        $1,817
        Chorus – Director
        $1,901
        $1,987
        $2,076
        Dance Band – Director
        $1,901
        $1,987
        $2,076
        Instrumental Band – Director
        $1,901
        $1,987
        $2,076
        Yearbook – Advisor
        $832
        $869
        $908
        School Newspaper – Advisor
        $2,020
        $2,111
        $2,206
        Honor Society – Advisor
        $832
        $869
        $908
        Intergenerational Club – Advisor
        $832
        $869
        $908
        Peer Mediation Club – Advisor
        $832
        $860
        $908
        Mini-Bridge – Advisor (2)
        $1,425
        $1,489
        $1,556
        Homework Club – Advisor (2)
        $1,188
        $1,241
        $1,297
        Peer Tutoring – Advisor (2)
        $1,188
        $1,241
        $1,297
        Drama – Advisor
        $1,425
        $1,489
        $1,556
        Leo Club - Advisor
        $1,140
        $1,191
        $1,245
        Chess Club – Advisor
        $571
        $597
        $624
        Battle of the Books Club – Advisor
        $1,140
        $1,191
        $1,245
        Public Relations (2)
        $357
        $373
        $390
        Webmaster
        $1,425
        $1,489
        $1,556
        Kindergarten Screening
        $100 per day
        $105 per day
        $110 per day




        APPENDIX A - PRESCRIPTION DRUG PLAN

        ADMINISTERED BY: Bollinger Insurance *

        INSURED BY: PCS Health Systems *

        CO-PAY DEDUCTIBLE: $15-Brand
        $ 7-Generic
        $ 1-Mail Order

        ORAL CONTRACEPTIVES: Included

        MAIL ORDER BENEFIT: Supplies of up to 90 days are available through a
        mail order arrangement with a $1 deductible applied.

        DEPENDENT CHILDREN: Unmarried, dependent children until the end of the calendar year in which they turn 23.

        LIMITATION: No payment will be made for expenses incurred for:
        immunization agents, biological sera, blood
                        or blood plasma;
        experimental drugs labeled "Caution-limited by
                        Federal Law to investigational use";
        medication which is taken or administered in whole
                            or in part, at the place where it is dispensed or while a person is a patient in an institution which operates or allows to be operated, units premises a facility for dispensing pharmaceuticals;
        any refill dispensed more than one year from the
                        date of a physician's order;
        more than a 34 day supply or more than 100 unit
                        doses, whichever is greater when dispensed in any
        one prescription order. See mail order benefit above;
        any medication which may be obtained without charge
                            through any public program, other than Medicaid.


        * The Board reserves the right to change insurance carriers provided the new carrier provides benefits equal to or better than those in existence at the time of the change. The Association shall have the right to examine any change in carriers. (Article 13, Section F)


        Agreement – July 1, 2005 through June 30, 2008 – Page 32.

        APPENDIX B - DENTAL PLAN

        ADMINISTERED BY: N.J. Delta Dental Plan *

        INSURED BY: N. J.Delta Dental Plan *

        WRITTEN THROUGH: Allen Associates

        DEDUCTIBLE: None

        MAXIMUM $1,000 payable per person, per calendar year.
        BENEFITS: Class I - Diagnostic and General Plan pays 100% of Reasonable
                    and Customary charges:
                    a. Examinations - two within a calendar year
                    b. Emergency Treatments
                    c. X-rays and Lab Tests
                    d. Teeth Cleaning - Prophylaxis
                    e. Fluoride Treatments
                    f. Space Maintainers
                    Class II - Plan pays 100% of Reasonable and Customary charges:
                    a. Anesthesia
                        b. Restorative - fillings, recementing of inlays and crowns; crowns, inlays of gold restorations will be provided when teeth cannot be restored with other materials.
                    c. Endodontics - pulp capping and root canal therapy.
                    d. Periodontics - gum disease treatment and surgery.
                    e. Prosthodontics - maintenance of dentures and bridges.
                    f. Oral surgery and extractions.
                    Class III - Plan pays 60% of Reasonable and Customary charges:
                    a. Gold and Porcelain inlays.
                    b. Gold foil restorations.
                    c. Crowns - capping of teeth (as part of bridge).
                    d. Prosthodontics - making & installing of bridges & dentures.

        CHILDREN: Unmarried, dependent children until the end of the calendar year in which they turn 23.


        *The Board reserves the right to change insurance carriers provided the new carrier provides benefits equal to or better than those in existence at the time of the change. The Association shall have the right to examine any change in carriers. (Article 13, Section F)




        APPENDIX C – HEALTH CAFETERIA PLAN OPT-OUT PROGRAM


        The Board of Education is offering to eligible employees a plan whereby they can elect to waive coverage for medical plan benefits received through the Board of Education. This election is only available to those covered employees who are eligible for health care coverage through another source, such as coverage as a dependent of a working spouse.

        An eligible employee who has access to medical benefit coverage from another source may receive 50% of the cost to the Board for said medical, dental, and/or prescription, any or all of each type of coverage, one-half payable on or before December 31 and one-half payable on or before June 30. If coverage is for only part of plan year due to eligibility or reasons below, payment will be pro-rated.

        In the event the employee elects to waive coverage, such waiver will be effective no earlier than the first day of the month immediately following the date of the waiver if newly employed or
        July 1st if the employee is currently enrolled in the Board of Education medical benefits plan and the employee will not be permitted to re-enroll in the Board of Education medical benefits plan prior to the next open enrollment period. The only exception to this limited re-enrollment rule is in the event the electing employee loses coverage under the alternative health plan as a result of:

        Termination of employment (other than due to gross misconduct)
        Reduction in Hours
        Divorce or Legal Separation
        Death
        Birth or Adoption of Child, if non-qualified under alternative plan.

        In the event an employee is no longer eligible for the alternative coverage as a result of one or more of the above, the employee may re-enroll in the Board of Education health plan prior to an open enrollment period. In such event, the employee must give notice of the loss of coverage and his/her election to re-enroll to the Business Administrator within sixty (60) days of the event resulting in the loss of coverage.














        APPENDIX D – AETNA HEALTH PLAN MODIFICATIONS

        The following modifications to the health benefits master plan with Aetna Health Inc. have been agreed to with an effective date of July 1, 2005.


        Patriot V:
        Primary Care Physician Copay
              from $5
              to $10

        Out of Network Deductible
              from $100/$200 (single/family)
              to $300/$600 (single/family)


        Patriot X:
        Primary Care Physician Copay
              from $10
              to $20
        Out of Network -
        o Deductible
                  from $100/$200 (single/family)
                  to $300/$600 (single/family)
        o Coinsurance Limit
                  from $400/$1,200 (single/family)
                  to $2,000/$4,000 (single/family)



















        APPENDIX E – REIMBURSEMENT FOR UNUSED ACCUMULATED SICK LEAVE

        2005-2006
        A. Employees who are eligible for retirement with the state as of June 30, 2005
        are eligible for reimbursement pay for unused accumulated sick leave at
        $100 per day up to 200 days for a maximum of $20,000.

        B. Such pay will not be considered part of any employee’s annual salary nor calculated as salary for pension purposes. Payment will be made in two (2) equal installments. The first installment is to be made on January 15, 2006
                and the second installment is to be made on January 15, 2007.

        C. In order to comply with this provision, eligible employees must submit a letter of retirement to the Board of Education to take effect July 1, 2005 no later than August 31, 2005. At that time, the state retirement application form will be provided for completion and processing.

        D. All other accumulated unused sick leave provisions do not apply to those exercising their eligibility under this provision. Eligibility under this provision expires at midnight on August 31, 2005.

        E. In the event of the death of an employee exercising eligibility under this provision, the employee’s eligible benefit shall be made to the employee’s estate.

        2006-2007
        A. Employees who are eligible for retirement with the state as of June 30, 2006
        are eligible for reimbursement pay for unused accumulated sick leave at
        $100 per day up to 200 days for a maximum of $20,000.

        B. Such pay will not be considered part of any employee’s annual salary nor
            calculated as salary for pension purposes. Payment will be made in two (2)
            equal installments. The first installment is to be made on January 15, 2007
                and the second installment is to be made on January 15, 2008.

        C. In order to comply with this provision, eligible employees must submit a letter of retirement to the Board of Education to take effect July 1, 2006 no later than January 1, 2006. At that time, the state retirement application form will be provided for completion and processing.

        D. All other accumulated unused sick leave provisions do not apply to those exercising their eligibility under this provision. Eligibility under this provision expires at midnight on June 30, 2006.

        E. In the event of the death of an employee exercising eligibility under this
            provision, the employee’s eligible benefit shall be made to the employee’s estate.


        Stafford Tp BE and Stafford Tp EA 2005.pdf