AGREEMENT

BETWEEN

BOARD OF EDUCATION OF
THE SPECIAL SERVICES SCHOOL DISTRICT
AND THE 
VOCATIONAL SCHOOL DISTRICT OF THE
COUNTY OF GLOUCESTER

AND

GLOUCESTER COUNTY VOCATIONAL-
TECHNICAL EDUCATION ASSOCIATION

JULY 1, 2012 - JUNE 30, 2015

TABLE OF CONTENTS

PREAMBLE	

ARTICLE I
RECOGNITION

ARTICLE II
NEGOTIATION PROCEDURE

ARTICLE III
BOARD RIGHTS

ARTICLE IV
ASSOCIATION RIGHTS, PRIVILEGES AND
RESPONSIBILITIES
A.	Release Time
B.	Use of Building
C.	Use of Equipment
D.	Bulletin Boards
E.	Use of School Mail
F.	Association Office
G.	Association President

ARTICLE V	
EMPLOYEE RIGHTS
A.	Rights Protection in Representation
B.	Statutory Savings Clause
C.	Just Cause
D.	Association Identification
E.	Required Meetings or Hearings
F.	Code of Ethics
G.	Full Rights of Citizenship
H. 	Personnel Records

ARTICLE VI
GRIEVANCE PROCEDURE
A.	Definition
B.	Procedure
C.	Time Limits
D.	Flow Chart of Grievance Procedure

ARTICLE VII
EMPLOYMENT
A. 	Residency Requirement
B.	Military Service
C.	Certification
D.	Notification
E. 	Retirement
F.	Pre-R.I.F. Conference
G.	Custodial Seniority, Lay Off and Recall
H.	Work Location - Reduction in Force
I.	Vacancy for Employment Recall
J.	Notice of Employment Recall
K.	Seniority on Employment Recall

ARTICLE VIII	
TEACHER ASSIGNMENT
Notification
A.	Date for Presently Employed Teachers
B.	New Teachers
C.	Revisions
D.	Transfers

ARTICLE IX
TRANSFERS
A.	Date of Posting

ARTICLE X
NEW POSITIONS - TEACHERS
A.	Positions Included
	1.	Date of Posting
	2.	Application Procedure
B.	Criteria for Notice
C.	Applications
D.	Promotions - All Other Staff

ARTICLE XI
PROFESSIONAL DEVELOPMENT AND
EDUCATIONAL IMPROVEMENT - TEACHERS
A.	Professional Development
B.	Professional Development Committee
C.	In-service Programs
D.	Provisional Certificate
		Applies to all Provisional Teachers
E.	Educational Reimbursement
F.	Professional Development

ARTICLE XII
INSTRUCTOR EVALUATION
A.	General Criteria
1.	Open Evaluation
B.	Evaluation Procedure
1.	Reports
C.	Tenured Teachers
D.	Evaluations

ARTICLE XIII
WORK SCHEDULES
A.	Teachers' Day
	1.	Check-In Procedure
	2.	Length of Day
	3.	Attendance
	4.	Lunch Periods
B.	Custodians
C.	Teacher Assistants
D.	Support Staff
E.	Technicians

ARTICLE XIV
WORK YEAR
A.	In-School Work Year
B.	Vacation Policy for Twelve (12) Month Employees

ARTICLE XV
PROTECTION OF ALL
EMPLOYEES, STUDENTS AND PROPERTY
A.	Right to Know
B.	Assault to Employee

ARTICLE XVI	
EMPLOYEE MILEAGE

ARTICLE XVII
SICK LEAVE

ARTICLE XVIII
UNPAID LEAVE OF ABSENCE

ARTICLE XIX
TEMPORARY LEAVES OF ABSENCE
A.	Bereavement Leave
B.	Personal Leave

ARTICLE XX
EXTENDED LEAVES OF ABSENCE
	1.	Military Leave
	2.	Leave Under the Federal Family Medical Leave Act and/or New Jersey Family Leave Act
	3.	Leave for Child Rearing/Adoption Purposes
	4.	Leave to Care for Family Member with Serious Health Condition
	5.	Educational Leave

ARTICLE XXI
PAY AND SALARY GUIDES
A.	Salary	
B.	Increments
C.	Salary Deductions
D.	Association Dues Payroll Deductions
E.	Longevity
F.	Coordinators
G.	Advisors
H.	Coaches
		Coaches Driving to Practice/Matches/Meets/Games
I.	Black Seal/Shift Differentials
J.	Uniforms

ARTICLE XXII
PLACEMENT ON GUIDE

ARTICLE XXIII
BENEFIT ELIGIBILITY

ARTICLE XXIV
HEALTH BENEFITS
A.	Health Benefits
B.	Medical Insurance
C.	Prescription Drug Benefits
D.	Dental Insurance
E.	Vision Benefit
F.	Waiving Health Benefits
G.	Flexible Spending Account

ARTICLE XXV
EMPLOYMENT NOTIFICATION, RETURN NOTICE

ARTICLE XXVI	
MISCELLANEOUS PROVISIONS

ARTICLE XXVII
REPRESENTATION FEE
A.	Purpose of Fee
B.	Amount of Fee
	1.	Notification
	2.	Legal Maximum
C.	Deduction and Transmission of Fee
	1.	Notification
	2.	Payroll Deduction Schedule
	3.	Termination of Employment
	4.	Mechanics
	5.	Changes
	6.	New Employees
D.	Indemnification

ARTICLE XXVIII
DURATION OF AGREEMENT
A.	Duration Period
B.	Status of Incorporation

EXHIBIT A
EXHIBIT B
EXHIBIT C
EXHIBIT D
EXHIBIT E
EXHIBIT F
EXHIBIT G
EXHIBIT H
EXHIBIT I
EXHIBIT J	
EXHIBIT K

PREAMBLEPREAMBLEPREAMBLE 
This Agreement is entered into this 1st day of July, 2012, by and between the Board of Education of the Special Services School District and the Vocational School District of the County of Gloucester, hereinafter called the "Board" and Gloucester County Vocational-Technical Education Association, hereinafter called the "Association."PREAMBLEPREAMBLE 
ARTICLE I
RECOGNITIONARTICLEARTICLE  IRECOGNITION
The Board of Education of the Special Services School District and the Vocational School District of the County of Gloucester hereby recognizes the Gloucester County Vocational-Technical Education Association as its sole and exclusive bargaining representative for the purpose of collective negotiations regarding terms and conditions of employment, for the employees in the unit, i.e., those who hold New Jersey teacher certification, Bachelor's or higher degree, or hold a regular or emergency vocational or technical certificate, and designated faculty, school nurses, licensed practical nurses, coordinators (including Aquatics and Food Service), guidance counselors, child study team members, support staff, custodial staff, maintenance technicians, other technicians, and teacher assistants (instructional and noninstructional), and providing that the above-mentioned employees agree to abide by the District Code of Ethics.
Unless otherwise indicated, the term “employee(s),” when used herein, shall refer to members of the Association.
ARTICLE II
NEGOTIATION PROCEDUREARTICLE IIARTICLE II NEGOTIATION PROCEDURE
On or before December 3 or as scheduled by P.E.R.C. (Public Employment Relations Commission) prior to the expiration date of this Agreement, the parties agree to enter collective negotiations over a successor Agreement in good faith and mutual respect to reach agreement on all mutually agreed upon negotiable matters concerning the terms and conditions of employment.  Any agreement so negotiated shall apply to all personnel for whom the Association is authorized to negotiate, shall be reduced to writing and shall be subject to the respective ratification procedures of the Board and the Association.  Such ratification shall take place within 28 days of the date of the Agreement.

During this first meeting of negotiations, a calendar of negotiation meetings shall be established, a mutually acceptable place or places for the meetings shall be determined, as well as all details relative to negotiation procedures shall be settled by mutual consent.

Before and during negotiations, the Board shall make available, after proper advance request by the Association for inspection and use, all pertinent public records, data and information concerning the Gloucester County Vocational-Technical School District.

During the term of this Agreement, neither party shall 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 of the parties at the time they negotiated or executed this Agreement.

The Board agrees not to negotiate concerning said employees in the negotiating unit as defined in ARTICLE I of this Agreement with any organization other than the Association for the duration of this Agreement.

Modification
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.
The Board and the Association each agree to pay one-half (1/2) of the cost of the final printing of a mutually agreed number of copies of this Agreement.
ARTICLE III
BOARD RIGHTSARTICLE IIIARTICLE III BOARD RIGHTSBOARDRIGHTS 
The Board, on its own behalf, hereby retains and reserves unto itself all powers, rights, authority, duties, and responsibilities conferred upon and vested in it by the law and the Constitution of the State of New Jersey and of the United States including the foregoing, without limiting the generality of:  the determination and administration of educational policy; the operation of the school; the management and control of school properties, facilities, courses of instruction, methods of instruction, materials used for instruction; and the selection, direction, transfer, promotion, discipline or dismissal of all personnel.  The exercise of these powers, rights, authority, duties, and responsibilities by the Board and the adoption of such rules, regulations and policies expressed in this Agreement shall be limited only to the specific terms of this Agreement.

ARTICLE IVARTICLE IV
ASSOCIATION RIGHTS, PRIVILEGES AND
RESPONSIBILITIES
ASSOCIATION RIGHTS, PRIVILEGES ANDRESPONSIBILITIESASSOCIATIONRIGHTS,PRIVILEGESAND 
A.	Release TimeA.	Release Time
Whenever any representative of the Association, or any employee, is mutually scheduled by the parties to participate during working hours in negotiations, grievance proceedings, conferences, or meetings, s/he shall suffer no loss in pay.
B.	Use of BuildingB.	Use of Building
1.	The Association or its designees shall have the right to use the school building at all reasonable hours for meetings.  The Principal of the building wing in which the meeting will take place will be notified in advance (48 hours) of the time and date of every meeting.
2.	Representatives of the Association shall be permitted to transact official Association business on school property at all reasonable times, provided that this shall not interfere with or interrupt normal school operations or instructional assignments.
C.	Use of EquipmentC.	Use of Equipment
The Association shall have the privilege of using school equipment with the written permission of the Principal for each occasion for use at the close of the regular school day when it is not being used for school purposes.  The Principal shall respond to such requests within 24 hours.  Permission shall not be unreasonably withheld.  Such use shall occur under the supervision of those who are responsible for said equipment.  The Association agrees that only experienced operators will use the equipment and that the Association will pay the cost of all materials and supplies incident to such use and for any repairs necessitated as a result thereof.  It is further understood that the use of school equipment shall be limited to that which is necessary for the preparation or reproduction of official Association communications or notices.
D.	Bulletin BoardsD.	Bulletin Boards
The Association shall have a bulletin board in the 100-wing Media Center, the 400-wing staff dining area, and Custodial area.  The Association will also be assigned, by the principal, space on the bulletin board in the General Offices of 400-Wing and 100-Wing for Association notices.  Copies of all materials to be posted on such bulletin boards shall be furnished to the building Principal.
E.	Use of School Mail
The Association shall have the right to use the interschool mail facilities, school mailboxes, and the District’s electronic mail system as it deems necessary for the Association to inform its membership of votes, meetings, and other routine Association business consistent with the U.S. Postal regulations and Board of Education policies.  As a courtesy, we will send the Superintendent a copy of pertinent e-mails.
F.	Association OfficeF.	Association OfficeF.Association Office 
The Association shall be provided with an office space to include a telephone.  The Association shall reimburse the Board for the costs of the telephone.
G.	Association President
The President of the Association shall have two duty free days per week.

ARTICLE V
EMPLOYEE RIGHTSARTICLE VARTICLE V EMPLOYEE RIGHTSEMPLOYEERIGHTS 
A.	Rights Protection in RepresentationA.	Rights Protection in Representation
The Board and the Association hereby agree that every employee, as defined in Article I - Recognition, of the Board shall have the right freely to organize, join and support the Association and its affiliates for the purpose of engaging in collective negotiations and other concerted activities for mutual aid and protection or to refrain from such activities.  As a duly selected body exercising governmental power under the laws of the State of New Jersey, the Board undertakes and agrees that it shall not directly or indirectly discourage or deprive or coerce any employee in the enjoyment of any rights conferred by N.J.S.A. 34:13A-1 or other laws of New Jersey or the Constitution of New Jersey and the United States; that it shall not discriminate against any employee with respect to hours, wages, or any terms or conditions of employment by reason of his/her membership in the Association and its affiliates, collective negotiations with the Board, or his/her institution of any grievance, complaint or proceedings under this Agreement or otherwise with respect to any terms or conditions of employment.
B.	Statutory Savings ClauseB.	Statutory Savings Clause
Nothing contained herein shall be construed to deny or restrict to any employee such rights as s/he may have under New Jersey school laws or other applicable laws and regulations.  The rights granted to employees hereunder shall be deemed to be in addition to those provided elsewhere.

Should any portion of this Agreement be deemed contrary to the law by a court of proper jurisdiction, only that portion of the Agreement so judged shall be affected and the remainder of the Agreement shall remain in force.
C.	Just CauseC.	Just Cause
No employee shall be disciplined, reprimanded, reduced in rank or compensation without just cause.  Any such action asserted by the Board, or any agent or representative thereof, shall be subject to the grievance procedure herein set forth.
D.	Association IdentificationD.	Association Identification
No employee shall be prevented from wearing lapel pins or other similar identification of membership in the Association or its affiliates.
E.	Required Meetings or HearingsE.	Required Meetings or Hearings
Whenever any employee is required to appear before any administration or supervisor, board of any committee, member, representative, or agent thereof, concerning any matter which could adversely affect the continuation of that employee in his/her office, position or employment or the salary or any increments pertaining thereto, then s/he shall be given 24 hours prior notice, unless deemed an emergency.  This notice shall be in writing and shall state the reason for such meeting or interview.  The employee shall be entitled to have a representative of the Association present to advise him/her and represent him/her during such meeting or interview.
F.	Code of EthicsFF .	Code of Ethics
The personal life of an employee is not an appropriate concern or attention of the Board except as it may directly prevent the employee from performing properly his/her assigned functions during the workday or for the breach of the Code of Ethics.
G.	Full Rights of CitizenshipG.G. 	Full Rights of Citizenship
Employees shall be entitled to full rights of citizenship, and no religious or political activities of any employee or the lack thereof shall be grounds for any discipline or discrimination with respect to the professional employment of such employee, and providing said activities do not interfere with the orderly operation of the school.

H. 	Personnel Records D.	Personnel Records
Any Association member shall have the right, upon twenty-four (24) hours advance notice, to review, in the presence of an assigned individual, the contents of his/her personnel file (excluding pre-employment information).  During such review nothing will be removed, mutilated, or defaced.  The Association member, at his/her own expense of $.05 per sheet for letter size and $.07 per sheet for legal size, may receive one copy of any documents contained therein with a limit of one copy of each document per year.  If an Association member inventories the contents of the file, the assigned individual will validate such inventory in writing.
ARTICLE VI
GRIEVANCE PROCEDUREARTICLE VIARTICLE VI GRIEVANCE PROCEDUREGRIEVANCEPROCEDURE 
A.	DefinitionA.	Definition
1.	An alleged violation of this Agreement shall be subject to appeal through all levels of this procedure.
2.	An allegation of unfair treatment by interpretation or application of a Board Policy or administrative decision may not be appealed beyond Level Four of this procedure.
3.	A grievance is a claim by an employee, employees, or the Association based upon an alleged improper interpretation, application, or violation of this Agreement, policies, or administrative decisions affecting an employee or a group of employees.
B.	ProcedureB.	Procedure
1.	A grievance should be presented for consideration as promptly as possible, and in no event later than ten (10) school days after the employee has become aware of the alleged occurrence, or when the Association reasonably knows.  If not filed in writing within this period, then the grievance shall be considered as waived.
2.	Level One - Discussion
a.	Any employee who believes s/he has a grievance shall discuss the alleged grievance with his/her immediate Supervisor/Administrator in an attempt to resolve the matter informally at that level.
b.	If, as a result of the discussion, the matter is not resolved to the satisfaction of the employee within five (5) school days, s/he shall set forth his/her complaint in writing within an additional five (5) school days to his/her Supervisor/Administrator. The Supervisor/Administrator shall communicate his/her decision to the employee in writing within three (3) school days of receipt of the written complaint.
3.	Level Two - Written Appeal
a.	The employee may appeal in writing within seven (7) school days the Supervisor/Administrator's decision to the Superintendent of Schools.  The appeal to the Superintendent must be made in writing and must set forth the grounds upon which the grievance is based.  The Superintendent shall request a report on the grievance from the Supervisor/Administrator in writing.  The Superintendent shall then confer with the concerned parties.  S/he shall attempt to resolve the matter as quickly as possible, but within a period not to exceed ten (10) school days.  The Superintendent shall communicate his/her decision in writing, along with supporting reasons, to the employee and the Supervisor/Administrator within that time period.
4.	Level Three - Review by the Board of Education
a.	If the grievance is not settled after reaching the Superintendent, a review by the Board could be requested.  The request shall be submitted in writing through the Superintendent of Schools who shall attach all related papers and forward the request to the Board.  The Board shall review the grievance, hold a hearing with the employee, if requested, and render a decision in writing within thirty (30) calendar days.
5.	Level Four - Impasse
a.	The Association may, upon approval of the Executive Committee, submit the grievance of the employee.  Arbitration procedure shall be conducted under Rules and Regulations of P.E.R.C.  The decision of arbitration shall be final and binding on the Association and the Board for the full term of this Agreement.
b.	All costs for the services of the arbitrator shall be shared equally by the Board and the Association representing the employee.
c.	Only allegations of a violation of the Agreement may be considered at this level.
C.	Time LimitsC.	Time Limits
1.	The last decision on any grievance at any step shall be considered a satisfactory adjustment unless, within the time periods provided after the decision has been given, the procedure is carried forward to the next level by the aggrieved.
2.	In the event the grievance is filed at such time that it cannot be processed through all the steps in this grievance procedure by the end of the school year 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 the grievance procedure may be exhausted prior to the end of the school year.
3.	The procedure shall be followed above unless any step or steps thereof are waived, combined, or extended by mutual consent so stated in writing.
D.	Flow Chart of Grievance ProcedureD.	Flow Chart of Grievance Procedure	

Alleged Occurrence	
Presented no later than 10 school days	

Level One	
Discussion - 5 school days
Filed in writing - 5 school days	

Administrator			
Answer in writing - 3 school days	

Level Two	
Appeal in writing to Superintendent  - 7 school days 	

Superintendent	
Attempts to resolve within 10 days	

If Association Committee determines merit	
Committee recommends hearing by Board	

If Association Committee denies merit	
Member has 10 school days to appeal in writing to Board	

If Association determines merit, Level Three	
If merited, Board has 30 calendar days to decide	

If Association determines merit, Level Four	
If not resolved, referred to Arbitration under Rules and Regulation of PERC	

If Association determines merit, Arbitration	
Final and binding decision	

ARTICLE VII
EMPLOYMENT
A. 	Residency Requirement
Every person holding an office, employment, or position with a school district shall have his/her principal residence in the State of New Jersey.  An employee who does not have his/her principal residence in the State of New Jersey as of September 1, 2011, shall not be subject to the residency requirement while the employee continues to work in the District without a break in service of greater than seven days.  An employee employed after the effective date shall have one year from the time of employment to satisfy the requirement of principal residency.

B.	Military Service
Credit for military service shall be granted as required by N.J.S.A. 18A:29-11.

C.	CertificationA.	Certification
In accordance with N.J.S.A. 18A:26-2, the Board agrees to hire only certificated teachers or those qualified to obtain certificates issued by the New Jersey Department of Education.
D.	NotificationB.	NotificationB.Notification 
1. 	All certificated Association members (10, 11, and 12 months) shall be notified of their contract and salary status for the ensuing year no later than May 15.	
2. 	All teacher assistants, custodians, maintenance staff, technicians, and support staff shall be notified of their contract and salary status for the ensuing year no later than May 31.
E. 	RetirementC.	Retirement
All personnel who desire to leave the employment of the Board through retirement must provide sixty (60) days written notice in writing to the Superintendent as prescribed by N.J.S.A.18A:28-8.ARTICLE VIIARTICLE VII EMPLOYMENTEMPLOYMENT 
F.	Pre-R.I.F. ConferenceD.	Pre-R.I.F. Conference
Subject to N.J.S.A. 18A:28-9, the Superintendent shall notify the Association of any pending reduction in the teaching work force within a reasonable period of at least 60 days’ time prior to such action.  Upon request the Superintendent and/or Board shall meet to discuss the situation.  The Board's determination shall not be subject to the grievance procedure.
G.	Custodial Seniority, Lay Off and RecallE.	Custodial Seniority, Lay Off and Recall
School District seniority is defined as service by appointed employees in the School District in the collective bargaining unit covered by this Agreement.  An appointed employee shall lose all accumulated School District seniority only if s/he resigns or is discharged for cause or terminated with pay as provided herein, irrespective of whether s/he is subsequently rehired by the School District.
H.	Work Location - Reduction in ForceF.F. 	Work Location - Reduction In Force
In the event of a work location reduction in force, including reductions caused by the discontinuance of a facility or its relocation, the employees shall be laid off in the inverse order of seniority of the employees in the department and group involved at the work location, consistent with N.J.S.A. 18A:17-4 and N.J.S.A. 18A:28-9.
I.	Vacancy for Employment RecallG.G. 	Vacancy for Employment Recall
In the event that within 1 year from the date of his/her lay off a vacancy occurs in the classification of his/her last appointment in the department from which s/he was laid off, or in a lesser classification in the same line of work in the department, a laid-off employee shall be entitled to recall thereto in the order of his/her departmental seniority.
J.	Notice of Employment RecallH.H. 	Notice of Employment Recall
Notice of recall to work shall be addressed to the employee's last address appearing on the records of the School District, by certified mail, return receipt requested.  Within 30 days from the receipt of such notice of recall, the employee shall notify the Supervisor/Administrator of the department involved, in writing, whether or not s/he desires to return to the work involved in the recall.  If s/he fails to reply or if s/he indicates that s/he does not desire to return to such work, s/he shall forfeit all of his/her seniority and all rights to recall.  If s/he indicates that s/he desires to return to the work involved in the recall notice, then s/he shall report for such work within 30 days from the date s/he receives the recall notice or within such period of time as is set forth in a written extension of time signed by the Supervisor/Administrator of the department or his/her designee.  In the event s/he shall fail to report to work, s/he shall forfeit all of his/her seniority and all rights to recall.
K.	Seniority on Employment RecallI.I. 	Seniority on Employment Recall
Seniority shall not be accumulated during the period of lay off.  Upon recall the appointed employee shall have his/her accumulated seniority to the date of lay off.
L.	Provisions Applicable to Nontenured Employees PROVISIONS APPLICABLE TO NONTENURED EMPLOYEES
To the extent required by law, nontenured employees who receive notice of nonrenewal shall have as their exclusive means of redress according to the procedures set forth in N.J.S.A. 18A:27-3.2 and N.J.A.C. 6A:32-4.6.  No further right of appeal shall be available under this Agreement

ARTICLE VIII
TEACHER ASSIGNMENTARTICLE VIIIARTICLE VIII TEACHER ASSIGNMENTTEACHERASSIGNMENT 
NotificationNotificationNotification 
A.	Date for Presently Employed TeachersA.	Date for Presently Employed TeachersA.Dateforpresentlyemployed teachers 
All teachers shall be given written notice of their salary schedules, class and/or subject assignments, and building assignments via regular mail for the forthcoming year, postmarked no later than June 30th. 
B.	New TeachersB.	New Teachers
The Superintendent shall assign all newly appointed personnel to their specific positions within that subject area and/or grade level for which the Board has appointed them. The Superintendent shall give notice of assignments to new teachers as soon as practicable, and except in cases of emergency, not later than 30 days post Board of Education approval.
C.	RevisionsC.	Revisions
In the event that changes in such schedules, class, and/or subject assignments are proposed after August 8, the teacher affected shall be notified promptly in writing, and said affected teacher shall be given the opportunity for one day (6.5 hours) preparation time to be paid at the additional compensation rate.  This preparation time must take place prior to the first day of the semester and must take place within the district.  Teachers must make arrangements for this preparation time with their supervisor in advance.
	D.	Transfers
Teachers, who are voluntarily or involuntarily transferred to another classroom, building, grade level, or subject area that requires packing and unpacking shall be granted one day release time to complete such move.

ARTICLE IX
TRANSFERS
A.	Date of PostingDate of Posting
No later than May 15 of each school year, the Superintendent shall deliver to the Association and post in all school buildings a list of the known vacancies which shall occur during the following school year.  Timely notice of position openings will be made by the Superintendent.  Teachers who desire a change in assignment are urged to transmit such request to the Superintendent.

ARTICLE X
NEW POSITIONS - TEACHERS
A.	Positions IncludedA.	Positions Included
Promotional positions are defined as follows:  
Positions paying a salary differential and/or positions on the administrator supervisory levels of responsibility.
1.	Date of Posting
.	Date of Posting1.DateofPosting When school is in session, a notice shall be posted in the school as far in advance as practicable, ordinarily at least ten (10) school days before the final date when applications must be submitted.  This period may be shortened at the discretion of the Superintendent and by mutual consent with the Association.  A copy of said notice shall be given to the Association at the time of posting.  Teachers who desire to apply for such vacancies shall submit their applications in writing to the Superintendent or his/her designee within the time limit specified in the notice, and the Superintendent or designee shall acknowledge promptly in writing the receipt of all such applications.
2.	Application Procedure.	Application Procedure
Teachers who desire to apply for a promotional position which may be filled during the summer period when school is not regularly in session shall submit their names to the Superintendent or designee, together with the position(s) for which they desire to apply, and an address where they can be reached during the summer.  The Superintendent or designee shall notify all teachers who are certified in the area of the vacancy and those teachers who will be certified by the date of the commencement of the vacancy or possible promotion.  Such notice shall be sent at least ten (10) calendar days before the final date when applications must be submitted.  In addition, the Superintendent or designee shall, within the same time period, post a list of promotional positions to be filled during the summer period at the administration office.
B.	Criteria for NoticeB.	Criteria for Notice
In both situations set forth in Section A above, the qualifications for the position, its duties, and the rate of compensation, shall be clearly set forth.  The qualifications set forth for a particular position shall be in compliance with standards established for certification by the New Jersey Department of Education.
C.	ApplicationsC.	Applications
All qualified teachers shall be given adequate opportunity to make application and no position shall be filled until all properly submitted applications have been considered.  The Superintendent agrees to give due consideration to the professional background and attainments of all applicants and other relevant factors.  Vacant positions shall be posted in the school or given to interested teachers.  Announcements of appointments shall be made by posting a list in the office of the central administration.  Said list shall be forwarded to the Association President indicating which positions have been filled and by whom.  If postings are rescinded, notification will be placed wherever postings are ordinarily displayed.
D.	Promotions - All Other StaffD.	Promotions - All Other StaffPromotions ‑ All Other Staff 
	Vacancies in promotional and other positions shall be posted in areas of access to unit employees and a copy of such postings forwarded to the Association President.

The Association shall have a bulletin board in the 100-Wing Media Center, the 400-Wing staff dining area, and Custodial area.  The Association will also be assigned, by the principal, space on the bulletin board in the General Offices of 400-Wing and 100-Wing for Association notices.  Copies of all materials to be posted on such bulletin boards shall be furnished to the building Principal.

E.	Posting notices shall include the title of the position, salary range, shift and work week, clear abstract of job responsibilities and application deadline.

ARTICLE XI
PROFESSIONAL DEVELOPMENT AND
EDUCATIONAL IMPROVEMENT - TEACHERSARTICLE XIARTICLE XI PROFESSIONAL DEVELOPMENT ANDEDUCATIONAL IMPROVEMENT - TEACHERSPROFESSIONALDEVELOPMENTAND 

A.	Professional DevelopmentA.	Professional Development
The Association recognizes that it shares with its professional staff responsibility for the upgrading and updating of teacher performance and attitudes.  The Board and the Association support the principle of continuing training of teachers and the improvement of instruction.  Each active teacher shall be required to complete 100 clock hours of State-approved continuing professional development and/or in-service every five years pursuant to N.J.A.C. 6A:9-15.2, et seq.  Professional activities/meetings shall align with the Professional Standards for Teachers as set forth in N.J.A.C. 6A:9-3.3.
B.	Professional Development CommitteeB.	Professional Development Committee
1.	The Association agrees to cooperate with the Superintendent in arranging in-service courses, workshops, conferences, and programs designed to improve the quality of instruction.  Such activities shall be coordinated through establishing a Professional Development Committee.  The Committee shall consist of representatives of the teachers’ Association and the administration.
2.	Whenever the Board requests an in-service course to be offered for the benefit of the system, all related charges approved by the Superintendent shall be paid by the Board.
C.	In-service ProgramsC.	In-Service Programs
In-service programs shall be conducted during the in-school teacher workday, if teacher attendance is required.
D.	Provisional CertificateD.	Provisional Certificate
The Gloucester County Vocational-Technical School Board is permitted to employ teachers to work under a "Provisional Certificate" pending completion of teacher training to qualify for a standard teaching certificate. Holders of Certificates of Eligibility (alternate route) and Certificates of Eligibility with Advanced Standing (traditional route) must be registered in the Provisional Teacher Program.  The requirements for completion of the Provisional Teacher Program by each novice teacher will depend on the certificate(s) that the teacher holds.  These mentoring, supervision and evaluation, and formal instruction requirements, as established by the Office of Licensure and Credentials, must be met before a standard certificate may be issued.  All fees required for participation will not be reimbursed by the District.
Applies to all Provisional Teachers
The Principal is responsible for evaluating the provisional teacher and will determine whether the new teacher is recommended for certification at the end of the first year of instruction.  At the conclusion of the training program for alternate route teachers, the teacher will be required to forward a certified check or money order made payable to the Commissioner of Education for the administrative fee for processing the initial standard certification.
NOTE:  No college credits are awarded for this provisional certification route.

The Principal will provide the provisional teacher with the support of a mentor teacher for 20 days prior to or during the provisional teacher's first 4 weeks (90 hours) of employment, and provide the Superintendent or designee with the name of the mentor.

All teachers who achieve full certification will be paid in accordance with the new salary rate commencing the payroll period following the Superintendent's review of documentation and recommendation for advancement on the salary guide.
E.	Educational ReimbursementE.	Educational Reimbursement
The Board shall not reimburse for any courses taken that are subject to reimbursement by other agencies. For the duration of this Agreement the available pool of money is capped at $25,000.00 each year.

All certificated staff members shall be entitled to tuition reimbursement in accordance with N.J.S.A. 18A: 6-8.5. and with interpretations of this statute by the Commissioner of Education and the courts. The Board will pay the amount equivalent to costs (tuition and service fees) associated with taking six (6) graduate credits at Rowan University for in-state residents. Reimbursement will occur only if a grade of “B” or better is attained through an accredited institution.  In courses where the grading system is solely Pass or Fail, only a grading of Pass is acceptable for reimbursement.

All other staff shall be entitled to tuition reimbursement in accordance with N.J.S.A. 18A: 6-8.5. and with interpretations of this statute by the Commissioner of Education and the courts.  The Board will pay the amount equivalent to costs (tuition and service fees) associated with taking nine (9) credits at Gloucester County College for in-county rates.  Reimbursement will occur only if a grade of “B” or better is attained through an accredited institution.  In courses where the grading system is solely Pass or Fail, only a grading of Pass is acceptable for reimbursement.

All other staff shall have the opportunity to enroll, at no charge, in any evening school course.  Charges for books and materials shall be borne by the employee.  Courses taken shall relate to the employee's job description or upgrading a position in the district.  In the case of a night shift worker, such courses may be taken during the day.

NOTE:  The reimbursement shall be made only after prior approval by the Superintendent before courses are taken.

Reimbursement shall be made according to the following payment schedule for tuition reimbursement:
1.	Fall Semester – Payment to be made on or before March 31;
2.	Spring Semester – Payment to be made on or before July 31;
3.	Summer Semester – Payment to be made on or before October 31,
provided verification of credits earned and payment receipts are received a minimum of 30 days prior to July 1, October 1, and March 1, respectively.
F.	Professional DevelopmentF.	Professional Development
1.	All applications for attendance must be submitted to the Superintendent at least two (2) weeks before date of participation, for approval.
2.	In accordance with the Board’s Travel Policy, the Board will pay costs of tuition and other reasonable expenses incurred in connection with any courses, workshops, seminars, conferences, in-service training sessions or other such sessions, which have been pre-approved by the Board. Said Association member shall also be compensated for time spent in actual attendance at said session beyond his/her regular working day and year at his /her regular rate of pay.
3.	Within ten days of completion of participation, a written evaluation of the experience shall be submitted to the Superintendent or as required by federal or state funding guidelines.
4.	It is understood that professional development is to be defined as skill and/or trade development, not what is considered as traditional education courses for which credits are awarded.
ARTICLE XII
INSTRUCTOR EVALUATIONARTICLE XIIARTICLE XII INSTRUCTOR EVALUATIONINSTRUCTOR EVALUATION 
A.	General CriteriaB.	General Criteria
1.	Open Evaluation.	Open Evaluation
All monitoring or observation of the work performance of a teacher shall be conducted openly and with full knowledge of the teacher. The use of eavesdropping, public address, and similar surveillance devices shall be strictly prohibited.
		2.	A District Evaluation Advisory Committee must be formed to ensure stakeholder engagement in evaluation reform.  Members of the Advisory Committee must include representation from the following groups:  an Association representative, teachers from each school level in the District, central office administrators overseeing the teacher evaluation process, and administrators conducting evaluations.  Members must also include the superintendent, a special education administrator, a parent, and a member of the District Board of Education.  At the discretion of the superintendent, membership on the District Evaluation Advisory Committee may be extended to the District business administrator and to representatives of other groups.
B.	Evaluation Procedure
	1.	Reports	1.	Reports
Evaluation reports shall be presented to each teacher based on a compilation of reports and observations by any or all supervisory personnel who come into contact with the teacher in a supervisory capacity.  Such reports shall be written in narrative form and shall include, when pertinent:
a.	Strengths of the teacher as evidenced.
b.	Weaknesses of the teacher as evidenced.
c.	Specific suggestions as to measures which the teacher might take to improve his/her performance in each of the areas wherein weaknesses have been indicated.
d.	Increment in jeopardy.  When a teacher's increment is in jeopardy, the narrative section will clearly set forth the improvements necessary for the increment to be maintained.
C.	Tenured TeachersE.	Tenured Teachers
Tenured teachers shall be evaluated by their immediate supervisors a minimum of one (1) time in each school year.
D.	EvaluationsF.	Evaluations
Observations and evaluations shall be conducted in full compliance with the provisions of the N.J.S.A. 18A:27-3.1 et seq; N.J.A.C. 6:3-1.9 et seq; and N.J.A.C. 6:3-1.21.
ARTICLE XIII
WORK SCHEDULES
A.	Teachers' DayA.	Teachers' DayA.Teachers' Day 
1.	Check-In Procedure.	Check-In Procedure
As professionals, teachers are expected to devote to their assignments the time necessary to meet their responsibilities. Teachers shall indicate their presence for duty by placing a check mark and their signature in the appropriate column of the faculty "sign-in/sign-out" roster.  In the event that a teacher arrives late or leaves early, s/he shall set forth the time and sign his/her name next thereto.
2.	Length of Day.	Length of Day
a.	The scheduled work day will be:
		8:00 a.m.-3:00 p.m. (Monday through Friday)
b.	Teachers will have a maximum of 5 hours per day of pupil contact time with a minimum of 150 minutes of preparation time per week.
c.	Notwithstanding the provisions of paragraph a and b above, the Board may, at the time of hire, employ new teachers or certificated staff members covered by this Agreement for a starting time and ending time different than that set forth in a and b above.  The Board may also hire said teacher or certificated staff member for a scheduled work day/week which exceeds the length of the work day/week set forth in a and b above, in which event the longer day will be compensated at the individual’s salary level and calculated into salary if the responsibilities in the extended day involve the performance of the certified staff member’s normal duties.  New teachers or certificated staff members will be provided with their schedules at the time of hire.  Notice will be given in advance, normally one week, unless there is an emergency.  Normal posting procedures will be used to notify presently employed personnel of opportunities that may become available.
d.	Academic teachers will teach three (3) 74-minute block classes per semester.  In the rare event that it becomes necessary for the administration to schedule a fourth class to an academic teacher, the teacher will receive a stipend of $1,500.00 per semester class for a 37-minute assignment and $3,000.00 per semester class for a 74-minute assignment class.  These classes will be offered through the individual academic departments.  An academic teacher who teaches four (4) classes will have only two (2) preparations, if assigned by administration, three (3) preparations if accepted by the staff member.
e.	Teachers leaving the facility before the closing of the school day must first obtain permission from the Principal and shall log their time of departure and return and when leaving for lunch, notice thereof shall be given to the office.
f.	One school nurse(s) must remain on the school premises at all times to assure the health and safety of the students when school is in session.
3.	Attendance.	Attendance3.Attendance 
Teachers will be notified via “Power Announcement” when their attendance shall not be required due to inclement weather or other unforeseen event.
4.	Lunch Periods.	Lunch Periods4.LunchPeriods 
a.	Teachers shall have a daily unpaid duty-free lunch period of forty (40) minutes.
B.	CustodiansB.	Custodians
1.	The custodians' work schedules shall be as follows:
	a.	Eight (8) hours per day, five (5) days per week.
		b.	Custodian summer work hours shall be defined as beginning the first Monday in July until the third Friday in August (7 weeks), seven hours each day, five days per week with no reduction in pay.
2.	The scheduled work day shall not include the unpaid forty (40) minute meal break but shall include the two fifteen (15) minute breaks per day.
a.	When leaving the premises during a meal break, sign-in and sign-out.
3.	Work schedules showing each employee’s work day, breaks, lunch, shift, and hours shall be posted on the custodial bulletin board.
4.	The district may hire new custodians or accept the voluntary transfer of an existing custodian for a workweek that begins on a day other than Monday.
5.	The work rules and overtime provisions enunciated herein shall apply to said custodians.  However, for the purpose of overtime, the 6th consecutive workday shall be deemed a “Saturday” and the 7th consecutive workday shall be deemed to be a “Sunday.”
All custodians will be subject to a 40 hour per week flexible work schedule.  For example, Tuesday through Saturday/Wednesday through Sunday or other combinations with any change in work week subject to advance notice of 10 work days.
6.	Employees will normally be given at least five (5) days-notice of any shift change, with a maximum of four (4) shift changes per year.  A shift change without such notice would only be made under extraordinary circumstances.  In the event such change is made without five (5) days-notice, written reasons for such change shall be provided to the employee. This provision for notice shall not apply in circumstances when employees are called in for snow removal.  The Board will provide to the custodians and the Association the custodial shift schedule for the following year in June.
		7.	Overtime at the rate of 1 ½ times regular rate shall be paid for all time worked in excess of forty (40) hours in any work week (excluding any leave days) except in cases of emergency as determined by the Superintendent; or in excess of (8) hours in any work day and when school is closed during non-emergency days. Any work on Sunday or a Federal Holiday will be paid at 2 times regular rate. Overtime must be approved by the immediate supervisor in advance.
8.	Whenever schools are closed due to an emergency, weather or facility related, declared by the Superintendent, staff is not obligated to report for duty.  However, the nature of the maintenance/custodial position would require staff as-needed to report as part of a job specific requirement to help prepare the schools to open as soon as possible.  
Therefore, facility managers or authorized designees will be obligated to report and technicians/custodians will be called on a seniority voluntary pattern until sufficient numbers are employed.  In the event sufficient numbers cannot be secured, the Board may require the least senior qualified employee to perform.  In the event the least senior qualified employee has worked eight (8) overtime hours in that week, then the next least senior qualified employee may be required to perform.
Also, this day shall be considered an "Emergency Closing Day" and the following conditions shall govern employment:
	Employment shall be on an hourly basis.  Compensation for emergency closure will be the regular rate of compensation plus overtime pay of 2 times (2x) the regular rate of compensation.
	Timesheets shall be prepared and approved by the appropriate administrator.
When required to perform the duty and the employee is unavailable, appropriate documentation will be requested by the administration.  If necessary, disciplinary action will be implemented.
9.	Available overtime work shall be offered to qualified employees by seniority on a rotating basis.  In the event that an insufficient number of such employees accept the overtime, the Board may require the least senior qualified employee to perform.  In the event that the least senior qualified employee has worked eight overtime hours in a week, then the next least senior qualified employee may be required to perform.
C.	Teacher AssistantsC.	Teacher Aides
1.	Teacher assistants will work the teacher calendar and schedule.   They will be required to sign in and out actual times and initial.  Teacher assistants will have one (1) fifteen (15) minute break and an unpaid forty (40) minute lunch period daily.  The extra assignment rate for teacher assistants for the term of this agreement is $18.50/hour.	
2.	All teacher assistants will work from 8:00 a.m. to 3:00 p.m.  

D.	Support StaffD.	Support Staff
1.	Support staff shall work a forty (40) hour work week with one (1) fifteen (15) minute breaks daily, plus a forty (40) minute unpaid lunch break.
2.	All support staff will follow a forty (40)-hour work week schedule.
3.	Summer hours for support staff shall be defined as beginning the first Monday in July until the third Friday in August (7 weeks), seven hours each day, five days per week with no reduction in pay. 
E.	TechniciansE.	TechniciansE.Technicians 
1.	Technicians will work a forty (40) hour work week, with two (2) fifteen (15) minute breaks daily, plus a forty (40) minute unpaid lunch break.
2.	Summer hours for technicians shall be defined as beginning the first Monday in July until the third Friday in August (7 weeks), seven hours each day, five days per week with no reduction in pay.

ARTICLE XIV
WORK YEARARTICLE XIVARTICLE XIV WORK YEARWORKYEAR 
A.	In-School Work YearA.	In-School Work Year
1.	Ten (10) month employees – The in-school work year for ten (10) month employees covered by this Agreement, except new employees, shall work one hundred and eighty-four & one half (184½) work days.  These days will be utilized for classroom instruction, in-service training and other educational purposes at the discretion of the Board.
2.	New teachers will be required to report for two (2) additional days that will be utilized for orientation of the new teachers to the practices and procedures of the district.
3.	Twelve (12) month employees shall be employed from July 1 through June 30 and will follow the staff calendar as adopted by the Board.  Twelve (12) month employees shall be granted 2 days to attend the N.J.E.A. Convention.
4.	Teachers are subject to the assignment to attend, for a period not to exceed 3 hours beyond the scheduled work day, for each of the following since these are part of the 184.5 day work year:
	a.	one open house - 6:00 - 8:00 p.m.
	b.	two back-to-school programs (1.5 hours maximum each) or one (3 hour maximum)
5.	All additional assignments before or after the work day for posted positions such as WIA, career exploration, customized training, evening school and similar positions, shall be compensated at $34.50/hour for the duration of the Agreement.

	Homebound instruction assignments should be offered first to the teacher to whom the student is currently assigned, offered second to any teacher who is highly qualified in the subject area, and then to any qualified applicant thereafter.  The rates of compensation for homebound instruction shall be $46.50/hour for the duration of the Agreement.
6.	All additional assignments of a non-teaching nature that involves student supervision outside the normal work hours of certified staff shall be compensated at $20.00 per hour for the term of the Agreement.

Notwithstanding the provisions of paragraph 5 above, the rates of some positions will be dictated by grant guidelines.
7.	Requests for flex time may not be granted unless mutually agreed in writing by the Superintendent and the Association.
B.	Vacation Policy for Twelve (12) Month EmployeesB.	Vacation Policy for Twelve (12) Month Employees
The Board believes that it is beneficial to the District that personnel employed to work 12 months per year be given periodic relief from the responsibilities of their job without loss of compensation.  The Board reserves the right to specify the conditions under which vacation time may be taken, when not otherwise covered by the terms of any negotiated Agreement.

Vacation shall be in addition to all holidays identified in the District calendar for 12-month employees as indicated below:
POSITION	ANNUAL ENTITLEMENT	CARRY-CAP	
Maintenance/Systems Technician, Custodian, Secretary	10 days – 1-2 years prorated
15 days – 3+ years	5 days	

The annual entitlement must be taken within one year of the time earned.

As of June 30, 2001, unused vacation days were placed in frozen status for staff.  No days may be added to this bank of days; however, days may be used as needed, thereby decreasing that frozen status.  

The vacation entitlement will be issued as of July 1 annually and must be taken within one year of the time earned.  Exceptions will be made to allow employees to carry a capped amount.  Any vacation days in excess of the designated cap will be eliminated annually after due notice to employees.

Payment of vacation days for separation from service shall be made as follows:
1.	An employee who resigns or retires during the contract year shall receive cash payment for his/her unused vacation days at his/her per diem rate.
2.	An employee who dies before his/her contract period is completed shall have payment for his/her unused vacation days given to his/her estate.
3.	Payment for unused vacation days shall be combined with unused sick leave (after 10 years of service at severance rate).  Payment will be made: 
a.	In one (1) lump sum if less than $20,000.00.
b.	In equal installments over a period not exceeding three (3) years if more than 
c.	$20,000.00, but not more than $70,000.00; or 
d.	In a mutually agreed upon lump sum or sums over a period not exceeding five (5) years.
In no event will the total amount of unused sick leave and vacation day sell-back exceed stipulations of the negotiated Agreement (association and non-association).
4.	Payment for unused earned vacation days will be prorated if separation occurs before contract year is completed.  Days taken in excess before separation shall be deducted from the final payout. 

ARTICLE XV
PROTECTION OF ALL
EMPLOYEES, STUDENTS AND PROPERTY
ARTICLE XVARTICLE XV PROTECTION OF ALLEMPLOYEES, STUDENTS AND PROPERTY
A.	Right to KnowA.A. 	Right to Know
1.	It is the intent of the Board that employees shall not be required to work under unsafe or hazardous conditions or to perform tasks which endanger their health, safety, or well-being.  Worker and Community Right to Know Act NJSA 34:5A-1 and Public Employee and Occupational Safety and Health Act NJSA 34:6A-25 are hereby noted and available on request to any staff members.
2.	In the event of any disorder or disruption in the regular school program, the Association shall have the right to meet with the Administration to discuss the safety of students, employees, and property.
B.	Assault to EmployeeB.B. 	Assault to Employee
1.	Employees shall immediately report cases of assault suffered by them in connection with their employment to their Principal or other immediate supervisor.
2.	Such notifications shall be immediately forwarded to the Superintendent who shall comply with any reasonable request from the employee for information in the possession of the Superintendent relating to the incident or the persons involved, and shall act in appropriate ways as liaison between the employee, the police, and the courts.

ARTICLE XVI
EMPLOYEE MILEAGE
A.	Employees who are required to use their personal vehicles in the performance of their duties shall be reimbursed for all authorized and properly documented travel at the rate authorized by the State Appropriations Act.  Mileage is calculated by subtracting the round-trip distance between the employee’s home and his/her regular work location from the miles traveled. Travel between buildings on the Gloucester County Education Campus is not eligible for mileage reimbursement.  Employees seeking reimbursement of mileage costs or other expenses shall submit appropriate documentation on forms as required by the Board.  Reimbursement may be requested on a monthly basis when the amount of reimbursement is twenty-five dollars ($25.00) or more, or may be requested once every three months if the cumulative amount is less than twenty-five dollars ($25.00). 
B.	All outstanding travel vouchers for the school year ending June 30 must be submitted by July 15 regardless of amount.  Reimbursement requests which are not submitted by the close of books for the just completed school year cannot be approved or paid in accordance with NJDOE Accountability regulations.

ARTICLE XVII
SICK LEAVEARTICLE XVIARTICLE XVI SICK LEAVE
Employees shall not be absent from work without first obtaining permission from the Superintendent unless the absence is caused by personal illness which is covered by sick leave.

Sick leave is hereby defined to mean the absence from employee's post of duty because of personal disability due to illness or injury or because employee has been excluded from school by the school's medical authorities on account of a contagious disease, or of being quarantined for such a disease in his or her immediate household.

In case of personal illness, an allowance of full pay will be made for ten (10) days in any school year for ten-month employees and twelve (12) working days in any school year for twelve-month employees. Those hired after the start of the school year will be allowed one (1) sick day per month remaining in the school year.  If any such person requires in a school year less than this specified number of days of sick leave with pay allowed, all days of such leave not utilized that year shall be accumulative to be used for additional sick leave with full pay in subsequent years.

A doctor's certificate may be required by the Superintendent stating the illness and the inability of the employee to report for work, in case of absence on account of personal illness for more than five (5) consecutive days.

Unused sick leave shall accumulate from year to year. Upon regular retirement, as defined under applicable pension regulations, the employee shall be reimbursed, up to a maximum of 100 days, at a $65.00 per diem rate for each unused sick day for the term of the agreement. In the event of an employee who has worked for the district ten (10) years or more who is actively working at the time of death, the Board will pay the employees estate his/her unused sick days and health benefit waiver reimbursement where applicable, in accordance with the limits set forth in this Agreement. The Board reserves the right to grant exceptions for employees who die within ten (10) years or more service in the district, but are on an approved leave.

Employees shall enter their absence for illness in AESOP no later than one hour prior to the need for the leave, and contact their assigned school(s) by 6:00 a.m., whenever possible.

Upon termination of employment, an employee may request a certificate indicating the employee’s number of accumulated sick days as of the date of termination.

Employees released due to a reduction of force and reemployed within the next school year shall be entitled to reinstatement of past accumulated sick and personal leave. Employees leaving the Board’s employ for any other reason and who are thereafter employed by the Board will not be credited with sick and personal days from their previous account.

Employees shall be given a written accounting of accumulated sick leave at the start of the new school year.

ARTICLE XVIIIARTICLE XVIIARTICLE XVII 
UNPAID LEAVE OF ABSENCEUNPAID LEAVE OF ABSENCE
Any employee of the school district shall be entitled to request, and the Board may grant, an unpaid leave of absence.

The request for such leave must be submitted 30 days prior to the requested date the leave will begin, except in the case of an emergency or FMLA and such leave must terminate at the beginning of the school year or at a time which is agreed to by the Board and the employee prior to the start of the leave.  No such leave shall exceed one year unless special permission is granted by the Board.

Upon returning from an unpaid leave of absence, the school shall offer the employee a contract as stipulated in Article XXI.

The salary decision for the employee returning from the unpaid leave will be based upon the criteria of Article XIX in the respective salary guides of this Agreement.

Neither salary nor benefits under this Agreement shall be provided to an employee on an unpaid leave of absence unless authorized by the Board of Education.  During an unpaid leave of absence the employee has the option of maintaining group insurance coverage at the employee’s own expense. 

ARTICLE XIXARTICLE XVIIIARTICLE XVIII 
TEMPORARY LEAVES OF ABSENCETEMPORARY LEAVES OF ABSENCE
All employees may be granted temporary leaves without loss of pay provided that they comply with the regulations below:
A.	Bereavement LeaveA.	Bereavement Leave1.Bereavement Leave 
1.	An allowance of up to five (5) consecutive days, including the date of the funeral service, will be granted for death in the immediate family.  If there is no funeral service, an allowance of up to five (5) consecutive days from the date of death will be granted for death in the immediate family.  In computing the five (5) days, Saturdays, Sundays, and holidays will be excluded.  The immediate family is defined as: father, mother, spouse/civil union partner, child, brother, sister, mother/father-in-law, grandparent, or grandchild.
2.	An allowance of up to three (3) consecutive days including the date of the funeral service will be granted for the following family members:  stepfather, stepmother, stepchildren, son/daughter-in-law, or brother/sister-in-law. 
3.	An allowance of one (1) day shall be granted to attend the funeral service of the following family members:  aunt, uncle, niece, nephew, cousin, or any person who is legally domiciled in the immediate household.
4.	The Superintendent, in his/her sole discretion, may grant additional bereavement leave in exceptional circumstances.
B.	Personal LeaveB.	Personal Leave2.Personal Leave 
1.	A full-time employee may request up to three (3) days personal leave per year.
2.	Personal leave may be requested for personal business or legal matters, which cannot be completed other than during school time.  Verification of the reason for the personal day may be required at the discretion of the Superintendent.
3.	Personal days may be utilized for emergencies or other urgent reasons not enumerated above if the employee has received the approval of his/her immediate supervisor, has recorded the absence into AESOP, and has received final approval.
4.	The following regulations shall apply to the granting of personal days:
a.	Any unused personal days shall accumulate in the sick leave account for use as additional sick days.  These days are reimbursable as accumulated sick leave upon retirement.
b.	The request for personal leave shall be entered into AESOP at least three (3) days before the commencement of the leave, except in cases of emergency.
c.	Any day’s absence which is for a purpose not enumerated above and not covered by sick leave shall result in the deduction of one (1) day's pay for each day of absence.

ARTICLE XX
EXTENDED LEAVES OF ABSENCEEXTENDED LEAVES OF ABSENCE
A.	Unless otherwise indicated, the following conditions shall apply to extended leaves of absence:
1.	Requests for leave shall be in writing.
2.	Eligibility shall be based on a minimum of twelve (12) months of continuous employment in the district.
3.	All extended leaves shall be limited to a maximum of one (1) school year or, in the case of nontenured employees, to the end of their Agreement term.  Further extensions, if any, shall be at the sole discretion of the Board after application by the affected employee.
4.	Sick leave days and other benefits shall not accrue during the leave, but unused sick leave days shall be reinstated upon return to employment.
5.	Notice of intention to either return to employment or to resign shall be given to the Superintendent on or before March 1 of the year in which the leave expires.
6.	Reemployment during the school year shall be at the sole discretion of the Board.  Extended leaves of absence are normally approved through the end of a program year.  Employees may also request to return at mid-year.  In approving an appropriate return date, the Board will take into consideration the desires of the employee and the need to maintain educational continuity.  The Board’s judgment as to the maintenance of educational continuity shall not be subject to review.
7.	In cases of disability, including pregnancy, employees must use current and accumulated sick leave.
B.	The following types of extended leaves of absence are available:
	1.	Military LeaveMilitary Leave
a.	Military leave without pay shall be granted in accordance with all applicable statutory requirements.
	2.	Leave Under the Federal Family Medical Leave Act and/or New Jersey Family Leave ActLeave Under the Family Leave Act
a.	Leave to provide care as the result of the birth or adoption of a child or a serious health condition of a family member (as defined in the Act) is available to eligible employees pursuant to the Federal Family Medical Leave Act, N.J.S.A. 34:11B-1, et seq.  Any such leave shall be in accordance with all statutory requirements and procedures.
b.	Pursuant to the Federal Act, eligible employees are entitled to take up to a maximum of twelve (12) weeks of leave in a twelve (12) month period. The New Jersey Family Leave Act provides twelve (12) weeks in a twenty-four (24) month period to eligible employees.  The twelve (12) or twenty-four (24) month period commences with the beginning of the leave.
c.	Pursuant to the requirements of the Act, the Board will maintain in effect, for up to the maximum twelve (12) week duration of leave under the Act, the employee’s health insurance coverage as if the employee had continued in active employment.
d.	Employees desiring family leave must meet with Human Resources staff to review the timeline for required documentation, submit a leave request indicating the last work day, anticipated full term of leave, anticipated return to work date.  FMLA and/or NJFLA time run concurrently.    An employee may return to work prior to the prearranged expiration of the family leave period only at the discretion of the Board, and upon receipt of a fitness for to duty certificate indicating s/he is able to perform 100% of his/her job functions.  This certificate must be presented to Human Resources no later than the return to work date.
e.	An employee desiring to take leave in excess of the maximum twelve (12) weeks allowable under the Family Leave Act must include a request for this additional leave time along with the original Family Leave Act request.  Such additional leave may be granted at the discretion of the Board.
f.	Family leave will not be taken concurrently with paid sick leave.
3.	Leave for Child Rearing/Adoption PurposesLeave for Child Rearing Purposes
a.	Requests for child rearing leave shall be submitted at least sixty (60) days prior to the anticipated commencement of the leave.  The leave request must include the last work day, anticipated full term of the leave, and anticipated return to work date.  
b.	Leave for child rearing purposes under the Family Leave Act must start within one (1) year of the birth or adoption of the child.
4.	Leave to Care for Family Member with Serious Health ConditionLeave to Care for Family Member with Serious Health Condition
a.	An employee requesting family leave in order to care for a family member (as defined by the Act) who has an identified serious health condition, as supported by a completed medical certification, shall provide at least thirty (30) days prior notice to the commencement of the leave, except where emergent circumstances warrant shorter notice.  The leave request shall include a prearranged commencement and expiration date.
5.	Educational Leave
a.	Educational leave will not be authorized by the Superintendent during the term of this Agreement (i.e., student teaching, etc.)

ARTICLE XXI
PAY AND SALARY GUIDES
A.	SalaryA.	Salary
1.	Salary will be paid by check on the 15th and the last day of every month (except the month of December), or the nearest working day if these dates fall during holidays or weekends, for all employees covered by this Agreement. 

New hires will receive salary in accordance with the preceding paragraph. Direct deposit is available and employees are encouraged to participate.  Applicable banking information must be provided to the payroll department at the time of hire.
2.	Under no circumstances will the Board make payroll advances for employees covered by this Agreement.
3.	Salary guides for all contracted teachers covered by this Agreement are set forth on Exhibits A, B and C.  Guides for custodians and teacher assistants are listed separately on Exhibits D and E, respectively. Support staff salary guides are listed on Exhibits F, G and H.  Maintenance technicians, other technicians, and Coordinators covered by this Agreement are set forth on Exhibits I, J and K, respectively.
4.	Salary increases will be:
		2012-2013	2.4% (Retroactive)
	2013-2014	2.4%
	2014-2015	2.4%
B.	IncrementsB.	Increments
1.	An increment is a monetary increase, which allows for the placement of an employee on the next step within a specific salary schedule (Where Applicable).  When an increment is not granted, the employee will remain at the same step within a salary schedule.
2.	An increment is not automatic.  Increments can be granted annually only upon the recommendation of the Superintendent and the approval of the Board.  Increments can be given until the top step of the employee's classification has been reached.
3.	An increment may be withheld by the Board on the recommendation of the Superintendent if service is unsatisfactory.  Unsatisfactory performance can be attributed to "evaluation of job performance," "insubordination," "failure to comply with Gloucester County School Board of Education policies,” or "lack of professional ethics.”  The aggrieved employee has the right to appeal to the Board after receipt of reasons.
4.	An increment will not be granted to those who do not have the following minimum days of service for the preceding year:
10 month contract 	90 days*
12 month contract	108 days*
	*Exclusive of sick, personal, and unpaid leave.
C.	Salary DeductionsC.	Salary Deductions
1.	The Board offers many benefits to employees through payroll deductions.  Compulsory deductions may include Federal Income Tax, F.I.C.A. (Social Security), Family Leave Insurance, and the New Jersey Public Employees' Retirement System, and/or Teachers’ Pension and Annuity Fund and of affiliated associates. 
2.	Contributory life insurance is compulsory for one (1) year.  After the first year contributory insurance may be discontinued, however, it may not be reinstated once discontinued.
3.	Other possible optional deductions from salary or wages are health benefit contributions, etc., American Vocational Association, Vocational Education Association of New Jersey as approved by the Board, Bonds, and ABCO Public Employee Federal Credit Union. Copies will be provided by the Business Office upon request.
D.	Association Dues Payroll DeductionsD.	Association Payroll Dues Deductions
1.	The Board agrees to deduct from the salaries of its employees dues for the Gloucester County Vocational-Technical Education Association, the New Jersey Education Association, and the National Education Association as each employee individually and voluntarily authorizes the Board to deduct. Such deductions shall be made in compliance with Chapter 233 New Jersey Public Laws of 1969 (NJSA 52:1415.9e) and under rules established by the State Department of Education. Said monies together with current records of any corrections shall be transmitted to such person as may from time to time be designated by the Gloucester County Vocational- Technical Education Association by the 15th of each month following the monthly pay period in which deductions were made.  The person designated shall disburse such monies to the appropriate Association or Associations.
2.	Each of the Associations named above shall certify to the Board, in writing, the current rate of its membership dues.  Any Association which shall change the rate of its membership dues shall give the Board written notice prior to the effective date of such change.
E.	Longevity
All employees who currently receive compensation for longevity compensation will continue to receive this entitlement and their current amount will remain frozen for the term of the Agreement. All current employees not receiving longevity compensation will be eligible for this entitlement after their fifth (5) year of employment ($350.00) only. Employees hired after 7/1/2013, will not be eligible for longevity compensation.E.	LongevityD.Longevity 
F.	CoordinatorsG.	Coordinators
Coordinators shall be paid an additional stipend of $1,400.00 per year for the term of the Agreement.  This amount will be prorated for mid-year assignments.

All coordinator stipends shall include but not be limited to the following:  Cosmetology, Culinary Arts, Baking and Pastry, Project House, Yearbook, Academy Staff and Performing Arts, Construction, Transportation, Construction Trades/Green Initiatives, English, World Languages, Fitness for Life, Foods, Science, Math, Social Studies, Special Education, and School Safety.
G.	AdvisorsH.	Advisors
All advisor stipends shall be at the rate of $900.00 per year for the term of the Agreement, and to include but not be limited to the following:  DECA, FBLA, FFA, FCCLA, NV-THS-two advisors, HOSA, CTSO (Skills USA)-four advisors, Yearbook, Key Club, Student Council, NHS, Thespian Society and Renaissance.

In lieu of a stipend, these advisor positions may become part of a teacher's assignment in the event a teacher does not have a full work schedule.
H.	CoachesI.	Coaches
All head coaches will receive a per sport stipend at the rate of $5,000.00 for the term of the Agreement.  All assistant coach/freshman coaches will receive a per sport stipend at the rate of $3,800.00 for the term of the Agreement.  All intramural sport leaders will receive an annual stipend of $1,500.00 for the term of the Agreement.  
Coaches Driving to Practice/Matches/Meets/Games
A stipend of $30.00 per trip will be compensated for coaches with CDL driving to/from one (1) such practice, match, meet and/or game.  There will be no minimum or maximum drives depending of the scheduling and availability of the vehicles and a fair coordination of same by Athletic Director.
I.	Black Seal/Shift Differentials
1.	Allowances for special licenses and shift differentials:

All employees currently receiving compensation for holding a special license prior to the ratification of this contract will be grandfathered and continue to receive compensation at the previously agreed upon rates. All others are as follows:
Bus Drivers (CDL)		600/Year
(Employees must use this license 10 times or more to qualify for this compensation)
2nd Shift differential		1,100/Year
3rd Shift Differential		1,300/Year

The duties for those custodians holding a valid black seal license will include boiler maintenance and on-call responsibilities.
J.	Uniforms
	The Board, for the term of this Agreement, will provide custodial staff with uniforms that must be worn during working hours.  The uniforms will have their name on them and must not be worn off‑duty.  The District will issue all new employees a complete uniform, including 11 shirts, 6 pants, 1 summer and 1 winter jacket.  Thereafter, the District will provide replacement uniform articles as needed.  Employees must exchange worn or damaged items to receive replacement items.  New custodial staff will receive the following items upon hire:  2 pair of safety work shoes per year which are OSHA approved; 1 pair of foul weather boots; rain pants and jacket; 2 pair of gloves (1 heavy work, 1 light work style); 1 wool pull over hat; and 3 sweatshirts with GCIT logo on the front.
ARTICLE XXII
PLACEMENT ON GUIDEPLACEMENT ON GUIDE
A.	In determining the proper salary step and schedule classification for a new teacher the following procedure shall be used, except that in no case shall the teacher be paid a salary less than provided under the New Jersey Statutes:  
1.	The Superintendent shall determine the classification of the employee and the proper salary step in accordance with the Salary Guide in effect at the time of entrance into employment.
2.	A new teacher may be allowed one (1) full step credit for each full year of continuous full-time military service, up to a maximum of four (4) steps as defined in N.J.S.A. 18A:29-11 of New Jersey School Law.
3.	Salary step credit for experience or military service shall be granted only when satisfactory evidence of such experience is provided as required by the Superintendent.
4.	In order to receive credit for advanced professional preparation, official transcripts and records must be presented to the Superintendent for approval and evaluation.
B.	Whenever necessary to calculate a daily rate for employees the following procedure shall be followed:
1.	For employees serving on a ten-month basis the daily rate shall be 1/200 of the annual base salary.
2.	For employees serving on a twelve-month basis the daily rate shall be 1/260 of the annual base salary.

ARTICLE XXIII
BENEFIT ELIGIBILITY
For the purposes of benefit eligibility under this Agreement, health benefits are offered to employees who work a minimum of 25 hours per week and eligible dependents under the State Employees’ Health Benefits Program or equivalent program.

ARTICLE XXIV
HEALTH BENEFITS
A.	Health Benefits
The Board of Education shall provide medical, prescription, and dental benefits for eligible employees and dependents through the School Employees’ Health Benefits Program (SEHBP) or an equivalent plan for the term of this Agreement. 

Eligibility for enrollment requires the employee to work a minimum of twenty-five (25) hours per week.  There is a two-month waiting period following the hire date before health coverage begins, provided the completed documentation is submitted.  However, ten-month employees, when beginning work at the beginning of the contract year, will have coverage commence on September 1.  Another exception occurs if the new employee was enrolled in the State Health Benefits Plan (SHBP) or the SEHBP with the previous employer and the coverage is still in effect on the day beginning work with the new employer.  In this case, coverage begins immediately with no break.

Coverage changes involving the addition of dependents are effective retroactive to the date of the event (marriage, civil union, birth, adoption, etc.) provided that the application and all supporting documentation is filed within sixty (60) days of the event.  Coverage will end based on the SEHBP timetable for termination of coverage.  

Multiple coverage is prohibited under the SHBP/SEHBP.  State statute specifically prohibits two members who are each enrolled in SHBP/SEHBP plans from covering each other.  Therefore, an eligible individual may only enroll in the SHBP/EHBP as an employee or retiree, or be covered as a dependent.
B.	Medical Insurance
For the duration of this Agreement, the Board will pay an amount equal to the premium cost, less the employee’s health benefits contribution as mandated by Chapter 78, P.L. 2011, for appropriate coverage (single, couple, parent/child(ren), family).  Eligible employees may select from the medical plans available to the District through the SEHBP or an equivalent provider.  
C.	Prescription Drug Benefits
For the duration of this Agreement, the Board will pay an amount equal to the premium cost, less the employee’s health benefits contribution as mandated by Chapter 78, P.L. 2011, for appropriate coverage (single, couple, parent/child(ren), family).   The employee prescription drug plan is provided based upon the medical plan the employee selects.  The parties agree that the State Health Benefit and School Employees’ Health Benefit Plan Design Committees will establish the co-payment amounts on an annual basis.  

In some plans, the prescription drugs are included in the plan and are subject to a deductible and coinsurance.  This means that the member pays the full cost of medications until the deductible is reached.  Once the out-of-pocket maximum is reached, the member pays the applicable coinsurance until the out-of-pocket maximum is met.  For 2012, these plans are identified as NJ Direct HD1500, Aetna HD1500, or Cigna HD1500, but may change subject to the discretion of the SEHBP.
D.	Dental Insurance
For the duration of this Agreement, the Board will pay an amount equal to the premium cost for appropriate coverage (single, couple, parent/child (ren), family).   Employees are offered enrollment in one of the two basic types of dental plans:  one of several Dental Plan Organizations (DPOs) or the Dental Expense Plan.  DPOs contract with a network of providers for dental services.  You must use providers who participate with the DPO you select to receive coverage.  The Dental Expense Plan is administered by Aetna Dental.  
E.	Vision Benefit
For the duration of this Agreement, the Board will reimburse up to $150 per school year towards the cost of vision exams and/or prescriptive corrective lenses for the employee.
F.	Waiving Health Benefits
An employer other than the State participating in the SHBP or SEHBP may allow an employee who is covered as a dependent under other employer-provided health benefits coverage to waive SHBP/SEHBP health benefits and be reimbursed the waiver incentive. Waiver incentives are only payable if the other coverage is through a non-SHBP/SEHBP program.  The waiver shall be the lesser of 25% of the waived annual premium cost to the Board or $5,000 annually.
G.	Flexible Spending Account
In compliance with Chapter 78, P.L. 2011, employees may choose to participate in the Flexible Spending Account (FSA). The FSA allows employees to put aside pre-tax dollars for qualified unreimbursed medical expenses, and/or dependent day care expenses. During the term of this contract, the Board will maintain a Section 125 Plan (Plan) as defined by the Internal Revenue Service Code.  At a minimum, the Plan will include options required under the New Jersey laws governing local Boards of Education.

The Board has the right to change insurance carriers or plans as long as equivalent benefits are provided. 
ARTICLE XXVARTICLE XXIARTICLE XXI 
EMPLOYMENT NOTIFICATION, RETURN NOTICEEMPLOYMENT NOTIFICATION, RETURN NOTICE
Each school year each teacher covered by this Agreement shall receive a statement as to their contracted salary or wage rate which indicates approval by the Board of Education of the Special Services School District and the Vocational School District of the county of Gloucester.  In addition, a "Return Notice" form will be included which indicates to the Board of Education of the Special Services School District and the Vocational School District of the county of Gloucester the teacher's intent to accept the contracted salary offered, or provide the teacher's option to resign or be considered for another position.  In general, resignation shall be given at least sixty (60) days before termination of employment.  Resignation notice for custodians, secretaries, and teacher assistants will be thirty (30) days before termination of employment.
.
ARTICLE XXVI
MISCELLANEOUS PROVISIONSARTICLE XXIIARTICLE XXII MISCELLANEOUS PROVISIONS
The Board hereby agrees to support its employees in the performance of their duties subject to accepted standards of professional, ethical and statutory educational responsibility.
Copies of this Agreement shall be printed at the expense of the Board after agreement with the Association on format within thirty (30) days after the Agreement is signed.  The Agreement shall be presented to all employees now employed, or hereafter employed.

ARTICLE XXVII
REPRESENTATION FEEARTICLE XXIIIARTICLE XXIII REPRESENTATION FEE
A.	Purpose of FeeA.	Purpose of Fee
If an employee does not become a member of the Association during any membership year (i.e., from September 1st to the following August 31st) which is covered in whole or in part by this Agreement, said employee will be required to pay a representation fee to the Association for that membership year. The purpose of this fee will be to offset the employee's per capita cost of services rendered by the Association as majority representative.
B.	Amount of FeeB.	Amount of Fee
1.	Notification.	Notification
Prior to the beginning of each membership year, the Association will notify the Board in writing of the amount of the regular membership dues, initiation fees and assessments charged by the Association to its own members for that membership year.  The representation fee to be paid by non-members will be determined by the Association in accordance with the law.
2.	Legal Maximum.	Legal Maximum
In order to adequately offset the per capita cost of services rendered by the Association as majority representative, the representation fee should be equal in amount to the regular membership dues, initiation fees and assessments charged by the Association to its own members, and the representation fee may be set up to eighty-five (85%) per cent of that amount as the maximum presently allowed by law.  If the law is changed in this regard, the amount of the representation fee automatically will be increased to the maximum allowed, said increase to become effective as of the beginning of the Association membership year immediately following the effective date of the change.
C.	Deduction and Transmission of FeeC.	Deduction and Transmission of Fee
1.	Notification.	Notification
Once during each membership year covered in whole or in part by this Agreement, the Association will submit to the Board a list of those employees who have not become members of the Association for the then current membership year by November 1st.  The Board will deduct from the salaries of such employees, in accordance with paragraph 2 below, the full amount of the representation fee and promptly will transmit the amount so deducted to the Association.
2.	Payroll Deduction Schedule.	Payroll Deduction Schedule
The Board will deduct the representation fee in equal installments, as nearly as possible, from the paychecks paid to each employee on a list provided by NJEA during the remainder of the membership year in question.  The deductions will begin with the first pay check paid.
a.	Ten (10) days after receipt of the aforesaid list by the Board; or
b.	Thirty (30) days after the employee begins his or her employment in a bargaining unit position, unless the employee previously served in a bargaining unit position and continued in the employ of the Board in a non-bargaining unit position or was on layoff, in which event the deductions will begin with the first pay check paid ten (10) days after the resumption of the employee's employment in a bargaining unit position, whichever is later.
		3.	Termination of Employment.	Termination of Employment3.Termination of Employment. 
If an employee who is required to pay a representation fee terminates his or her employment with the Board before the Association has received the full amount of the representation fee to which it is entitled under this Article, the Board will deduct the unpaid portion of the fee from the last pay check paid to said employee during the membership year in question.
4.	Mechanics.	Mechanics
Except as otherwise provided in this Article, the mechanics for the deduction of representation fees and the transmission of such fees to the Association will, as nearly as possible, be the same as those used for the deduction and transmission of regular membership dues to the Association.
		5.	Changes.	Changes
	The Association will notify the Board in writing of any changes in the list provided for in Paragraph 1 above and/or the amount of the representation fee, and such changes will be reflected in any deductions made more than ten (10) days after the Board received said notice.
	6.	New Employees.	New Employees
	On or about the last day of each month, beginning with the month this Agreement becomes effective, the Board will submit to the Association a list of all employees who began their employment in a bargaining unit position during the preceding thirty (30) day period.  This list will include names, job titles, and dates of employment for all such employees.
D.	IndemnificationD.	Indemnification
The Association shall indemnify and hold harmless the Board for all claims and/or liability, including counsel fees and court costs, arising out of or related to the withholding of monies under this Article and/or the application thereof.  In the event that such a claim is presented to the Board, it shall promptly advise the Association and the Association shall forthwith take over the defense of the matter.

ARTICLE XXVIII
DURATION OF AGREEMENTARTICLE XXIVARTICLE XXIV DURATION OF AGREEMENT
A.	Duration Period
This Agreement shall be effective as of     July 1, 2012    and shall continue in effect until     June 30, 2015   , subject to the Association's right to negotiate over a successor Agreement as provided in ARTICLE II.    This Agreement shall not be extended orally, and it is expressly understood that it shall expire on the date indicated, unless it is extended in writing.

An Extension shall be signed by the "Board" and the "Association" on or before June 30th and it shall be mutually understood that both parties shall continue to negotiate in good faith.

During the term of this extension, the Association will not call, sanction, or support any strike, slow down, or stoppage of work by any teacher or teachers employed by the Board.
B.	Status of Incorporation
In witness whereof, the Association has caused this Agreement to be signed, in quadruple, by its president and secretary, and the Board has caused this Agreement to be signed by its president, attested by its secretary and both corporate seals to be placed hereon, all on the day and year first above written.  

ASSOCIATION					BOARD OF EDUCATION 

Gloucester County Vocational-Technical			Special Services School District and the 
Education Association				Vocational School District of the County of Gloucester

By	___________________________			By	________________________________
    	President								President

By	___________________________			By	________________________________
		Secretary								Secretary

EXHIBIT A

Gloucester County Vocational Technical			Teacher	
							
2012-2013						
							
Step	A	B	C	D	E	F	
 	 	 	 	 	 	 	
1	50,200 	50,700 	51,200 	52,700 	53,700 	54,700 	
2	50,536 	51,036 	51,536 	53,036 	54,036 	55,036 	
3	50,996 	51,496 	51,996 	53,496 	54,496 	55,496 	
4	51,286 	51,786 	52,286 	53,786 	54,786 	55,786 	
5	51,736 	52,236 	52,736 	54,236 	55,236 	56,236 	
6	52,710 	53,210 	53,710 	55,210 	56,210 	57,210 	
7	53,993 	54,493 	54,993 	56,493 	57,493 	58,493 	
8	55,266 	55,766 	56,266 	57,766 	58,766 	59,766 	
9	56,550 	57,050 	57,550 	59,050 	60,050 	61,050 	
10	58,035 	58,535 	59,035 	60,535 	61,535 	62,535 	
11	59,740 	60,240 	60,740 	62,240 	63,240 	64,240 	
12	61,230 	61,730 	62,230 	63,730 	64,730 	65,730 	
13	62,636 	63,136 	63,636 	65,136 	66,136 	67,136 	
14	64,103 	64,603 	65,103 	66,603 	67,603 	68,603 	
15	66,280 	66,780 	67,280 	68,780 	69,780 	70,780 	
16	69,038 	69,538 	70,038 	71,538 	72,538 	73,538 	
17	72,240 	72,740 	73,240 	74,740 	75,740 	76,740 	
18	78,918 	79,418 	79,918 	81,418 	82,418 	83,418 	
18+	78,918 	79,418 	79,918 	81,418 	82,418 	83,418 	

		When teachers reach maximum step 18, teachers stay on step 18.

			Teacher	
EXHIBIT B

Gloucester County Vocational Technical			Teacher	
							
2013-2014						
							
Step	A	B	C	D	E	F	
 	 	 	 	 	 	 	
1	50,502 	51,002 	51,502 	53,002 	54,002 	55,002 	
2	51,552 	52,052 	52,552 	54,052 	55,052 	56,052 	
3	51,952 	52,452 	52,952 	54,452 	55,452 	56,452 	
4	52,355 	52,855 	53,355 	54,855 	55,855 	56,855 	
5	52,755 	53,255 	53,755 	55,255 	56,255 	57,255 	
6	53,155 	53,655 	54,155 	55,655 	56,655 	57,655 	
7	54,289 	54,789 	55,289 	56,789 	57,789 	58,789 	
8	55,562 	56,062 	56,562 	58,062 	59,062 	60,062 	
9	56,846 	57,346 	57,846 	59,346 	60,346 	61,346 	
10	58,331 	58,831 	59,331 	60,831 	61,831 	62,831 	
11	59,815 	60,315 	60,815 	62,315 	63,315 	64,315 	
12	61,400 	61,900 	62,400 	63,900 	64,900 	65,900 	
13	62,985 	63,485 	63,985 	65,485 	66,485 	67,485 	
14	64,470 	64,970 	65,470 	66,970 	67,970 	68,970 	
15	66,576 	67,076 	67,576 	69,076 	70,076 	71,076 	
16	69,334 	69,834 	70,334 	71,834 	72,834 	73,834 	
17	72,536 	73,036 	73,536 	75,036 	76,036 	77,036 	
18	79,220 	79,720 	80,220 	81,720 	82,720 	83,720 	
18+	79,220 	79,720 	80,220 	81,720 	82,720 	83,720 	

		When teachers reach maximum step 18, teachers stay on step 18.

EXHIBIT C

Gloucester County Vocational Technical			Teacher	
							
2014-2015						
							
Step	A	B	C	D	E	F	
 	 	 	 	 	 	 	
1	50,895 	51,395 	51,895 	53,395 	54,395 	55,395 	
2	51,643 	52,143 	52,643 	54,143 	55,143 	56,143 	
3	52,793 	53,293 	53,793 	55,293 	56,293 	57,293 	
4	53,193 	53,693 	54,193 	55,693 	56,693 	57,693 	
5	53,593 	54,093 	54,593 	56,093 	57,093 	58,093 	
6	53,993 	54,493 	54,993 	56,493 	57,493 	58,493 	
7	54,493 	54,993 	55,493 	56,993 	57,993 	58,993 	
8	55,655 	56,155 	56,655 	58,155 	59,155 	60,155 	
9	56,939 	57,439 	57,939 	59,439 	60,439 	61,439 	
10	58,424 	58,924 	59,424 	60,924 	61,924 	62,924 	
11	59,908 	60,408 	60,908 	62,408 	63,408 	64,408 	
12	61,593 	62,093 	62,593 	64,093 	65,093 	66,093 	
13	63,178 	63,678 	64,178 	65,678 	66,678 	67,678 	
14	64,763 	65,263 	65,763 	67,263 	68,263 	69,263 	
15	66,769 	67,269 	67,769 	69,269 	70,269 	71,269 	
16	69,527 	70,027 	70,527 	72,027 	73,027 	74,027 	
17	72,729 	73,229 	73,729 	75,229 	76,229 	77,229 	
18	79,520 	80,020 	80,520 	82,020 	83,020 	84,020 	
18+	79,520 	80,020 	80,520 	82,020 	83,020 	84,020 	

		When teachers reach maximum step 18, teachers stay on step 18.

SCHEDULE A
1.	Shop Teacher Provisional Vocational Certificate

SCHEDULE B
1.	Shop Teacher Vocational Certificate – No Degree
2.	Coordinator Vocational Certificate – No Degree
3.	School Nurse - Certificate

SCHEDULE C
1.	Shop Teacher – Vocational Certificate – Bachelor’s degree
2.	Coordinator Vocational Certificate – Bachelor’s degree
3.	Academic Teacher Certificate – Bachelor’s degree
4.	School Nurse – Bachelor’s degree

SCHEDULE D
1.	Shop Teacher Vocational Certificate – Bachelor’s degree + 30 credits
2.	Coordinator Vocational Certificate – Bachelor’s degree + 30 credits
3.	Academic Teacher Certificate – Bachelor’s degree + 30 credits
4.	School Nurse – Bachelor’s degree + 30 credits

SCHEDULE E
1.	Shop Teacher Vocational Certificate – Master’s degree
2.	Coordinator Vocational Certificate – Master’s degree
3.	Academic Teacher Certificate – Master’s degree
4.	School Nurse – Master’s degree

SCHEDULE F
1.	Master’s degree + 30 graduate credits – Approved by Superintendent

EXHIBIT D

Gloucester County Vocational Technical			Custodian	

						
Step	2011-2012	2012-2013	2013-2014	Step	2014-2015	
 	 	 	 	 	 	
1	29,228 	29,928 	30,648 	A	31,388 	
2	29,525 	30,260 	31,010 	B	31,788 	
3	29,822 	30,590 	31,379 	C	32,188 	
4	30,109 	30,781 	31,475 	C	32,188 	
5	30,453 	31,145 	31,855 	D	32,588 	
6	30,806 	31,513 	32,241 	E	32,988 	
7	31,148 	31,907 	32,688 	F	33,488 	
8	31,477 	32,328 	33,198 	G	34,085 	
9	31,775 	32,725 	33,697 	H	34,688 	
10	32,441 	33,403 	34,386 	I	35,388 	
11	33,779 	34,628 	35,499 	J	36,389 	
12	35,101 	35,101 	36,335 	K	37,589 	
 	 	 	 	L	39,089 	
13	37,647 	38,640 	39,655 	M	40,689 	
14	40,293 	40,293 	41,306 	N	42,339 	
15	43,091 	43,398 	43,705 	O	44,012 	
15+	43,091 	43,398 	43,705 	O+	44,012 	
						
		No one 	No one 	No one advances a step from	
		advances a 	advances a 	2013-2014.  Steps 3 & 4 are 	
		step from	step from	compressed.  Additional step	
		2011-2012	2012-2013	inserted between steps 12&13	

When custodians reach maximum step 15, custodians stay on step 15.

EXHIBIT E
Gloucester County Vocational Technical			Teacher Assistants	
								
2011-2012 Step	2011-2012	2012-2013 Step	2012-2013	2013-2014 Step	2013-2014	2014-2015 Step	2014-2015	
 	 	 	 	 	 	A	17,222 	
 	 	 	 	A	17,172 	B	17,522 	
 	 	1	17,022 	B	17,422 	C	17,822 	
1	16,669 	2	17,269 	C	17,669 	D	18,120 	
2	16,859 	2	17,269 	C	17,669 	D	18,120 	
3	17,059 	3	17,609 	D	18,068 	E	18,520 	
4	17,279 	3	17,609 	D	18,068 	E	18,520 	
5	17,480 	4	18,015 	E	18,608 	F	19,120 	
6	17,800 	5	18,230 	E	18,608 	F	19,120 	
7	18,252 	6	18,740 	F	19,296 	G	19,771 	
8	18,569 	7	18,959 	F	19,296 	G	19,771 	
9	18,886 	8	19,400 	G	19,977 	H	20,472 	
10	19,202 	9	19,615 	G	19,977 	H	20,472 	
11	19,700 	10	20,180 	H	20,670 	I	21,172 	
 	 	11	20,845 	I	21,345 	J	21,922 	
12	20,952 	12	21,510 	J	22,085 	K	22,665 	
 	 	 	 	K	22,822 	L	23,422 	
13	22,199 	13	22,863 	L	23,542 	M	24,222 	
14	 	14	24,541 	M	24,841 	N	25,141 	
14+	24,241 	14+	24,541 	M+	24,841 	N+	25,141 	
2012-2013					Teacher assistants who hold a current substitute 	
 - Compress steps 1 & 2					teacher  certificate are eligible to receive a 	
 - Compress steps 3 & 4			$500.00 annual stipend for the term of the	
 - 2011-2012 steps 5 through 10 go back one step in 2012-2013	Agreement.	
 - In 2012-2013  a new step 11 is inserted between 2011-2012 steps 11 & 12			
 - 2011-2012 steps 12 through 14+ remain on the same step for 2012-2013			
2013-2014								
 - Rename steps with letters						
 - Compressed 2011-2012 steps 1 & 2 become 2013-2014 step C			
 - Compressed 2011-2012 steps 3 & 4 become 2013-2014 step D			
 - Compress 2011-2012 steps 5 & 6 to become 2013-2014 step E			
 - Compress 2011-2012 steps 7 & 8 to become 2013-2014 step F			
 - Compress 2011-2012 steps 9 & 10 to become 2013-2014 step G			
 - In 2013-2014 a new step K is inserted between 2012-2013 steps 12 & 13			
2014-2015								
 - Each step moves up one letter, with step N and N+ making 14 total steps 
 When teacher assistants reach maximum step 14, teacher assistants stay on step 14.	

EXHIBIT F

Gloucester County Vocational Technical	Support Staff	
				
2012-2013			
				
Step	37.5 hours	40 hours		
 	 	 		
1	30,001 	32,001 		
2	30,498 	32,531 		
3	30,995 	33,061 		
4	31,493 	33,592 		
5	32,003 	34,136 		
6	32,513 	34,680 		
7	33,023 	35,224 		
8	33,524 	35,759 		
9	34,211 	36,492 		
10	35,318 	37,673 		
11	36,425 	38,853 		
12	37,532 	40,034 		
13	38,639 	41,215 		
14	39,746 	42,396 		
15	40,854 	43,578 		
16	42,205 	45,019 		
17	43,556 	46,460 		
18	44,909 	47,903 		
19	46,261 	49,345 		
20	47,611 	50,785 		
21	48,920 	52,181 		
22	50,229 	53,578 		
23	51,538 	54,974 		
24	52,847 	56,370 		
25	54,156 	57,766 		
25+	54,156 	57,766 		

When support staff reach maximum step 25, support staff stay on step 25.
EXHIBIT G

Gloucester County Vocational Technical	Support Staff	
				
2013-2014				
				
Step	37.5 hours	40 hours		
 	 	 		
1	 	32,266 		
2	 	32,796 		
3	 	33,326 		
4	 	33,857 		
5	 	34,401 		
6	 	34,945 		
7	 	35,489 		
8	 	36,024 		
9	 	36,757 		
10	 	37,938 		
11	 	39,118 		
12	 	40,299 		
13	 	41,480 		
14	 	42,661 		
15	 	43,843 		
16	 	45,284 		
17	 	46,725 		
18	 	48,168 		
19	 	49,610 		
20	 	51,050 		
21	 	52,446 		
22	 	53,843 		
23	 	55,239 		
24	 	56,635 		
25	 	58,031 		
25+	 	58,031 		
				
Beginning in 2013-2014 all support staff will work a 40-hour week	

When support staff reach maximum step 25, support staff stay on step 25.
EXHIBIT H

Gloucester County Vocational Technical	Support Staff	
				
2014-2015			
				
 	37.5 hours	40 hours		
 	 	 		
1	 	32,561 		
2	 	33,091 		
3	 	33,621 		
4	 	34,152 		
5	 	34,696 		
6	 	35,240 		
7	 	35,784 		
8	 	36,319 		
9	 	37,052 		
10	 	38,233 		
11	 	39,413 		
12	 	40,594 		
13	 	41,775 		
14	 	42,958 		
15	 	44,138 		
16	 	45,579 		
17	 	47,020 		
18	 	48,463 		
19	 	49,905 		
20	 	51,345 		
21	 	52,741 		
22	 	54,138 		
23	 	55,534 		
24	 	56,930 		
25	 	58,326 		
25+	 	58,326 		

When support staff reach maximum step 25, support staff stay on step 25. 
EXHIBIT I

Gloucester County Vocational Technical		Technicians	
					
Maintenance Technicians				
					
Step	2011-2012	2012-2013	2013-2014	2014-2015	
 	 	 	 	 	
1	31,472 	31,542 	31,792 	32,042 	
2	32,156 	32,226 	32,476 	32,726 	
3	32,879 	32,949 	33,199 	33,449 	
4	33,602 	33,672 	33,922 	34,172 	
5	34,325 	34,395 	34,645 	34,895 	
6	35,048 	35,118 	35,368 	35,618 	
7	35,772 	35,842 	36,092 	36,342 	
8	36,495 	36,565 	36,815 	37,065 	
9	37,218 	37,288 	37,538 	37,788 	
10	37,941 	38,011 	38,261 	38,511 	
11	38,704 	38,774 	39,024 	39,274 	
12	39,893 	39,963 	40,213 	40,463 	
13	41,069 	41,139 	41,389 	41,639 	
14	42,387 	42,457 	42,707 	42,957 	
15	44,070 	44,140 	44,390 	44,640 	
16	45,877 	45,947 	46,197 	46,447 	
17	47,683 	47,753 	48,003 	48,253 	
18	49,559 	49,629 	49,879 	50,129 	
19	51,485 	51,555 	51,805 	52,055 	
20	53,411 	53,481 	53,731 	53,981 	
21	55,339 	55,409 	55,659 	55,909 	

When maintenance technicians reach maximum step 21, maintenance technicians stay on step 21.

EXHIBIT J

Gloucester County Vocational Technical	Technicians	
					
Other Technicians			
					
Step	2011-2012	2012-2013	2013-2014	2014-2015	
 	 	 	 	 	
1	32,879 	32,949 	33,199 	33,449 	
2	33,602 	33,672 	33,922 	34,172 	
3	34,325 	34,395 	34,645 	34,895 	
4	35,048 	35,118 	35,368 	35,618 	
5	35,772 	35,842 	36,092 	36,342 	
6	36,495 	36,565 	36,815 	37,065 	
7	37,218 	37,288 	37,538 	37,788 	
8	37,941 	38,011 	38,261 	38,511 	
9	38,704 	38,774 	39,024 	39,274 	
10	39,893 	39,963 	40,213 	40,463 	
11	41,069 	41,139 	41,389 	41,639 	
12	42,387 	42,457 	42,707 	42,957 	
13	44,070 	44,140 	44,390 	44,640 	
14	45,877 	45,947 	46,197 	46,447 	
15	47,683 	47,753 	48,003 	48,253 	
16	49,559 	49,629 	49,879 	50,129 	
17	51,485 	51,555 	51,805 	52,055 	
18	53,411 	53,481 	53,731 	53,981 	
19	55,339 	55,409 	55,659 	55,909 	
20	55,989 	56,059 	56,309 	56,559 	
21	57,150 	57,220 	57,470 	57,720 	

When technicians reach maximum step 21, technicians stay on step 21.

EXHIBIT K

	Gloucester County Vocational Technical				Coordinators

2011-2012	 	 	 	
 	10 month Salary		12 month Salary	 	
Minimum	30,000 		36,000 	 	
RD	39,979 		47,975 	 	
CM	46,193 		55,432 	 	
ES	56,521 		67,825 	 	
Maximum	56,521 		67,825 	 	

2012-2013	 	 	 	
 	10 month Salary		12 month Salary	 	
Minimum	30,100 		36,120 	 	
RD	40,938 		49,126 	 	
CM	47,302 		56,762 	 	
ES	56,591 		67,912 	 	
Maximum	56,591 		67,912 	 	

2013-2014	 	 	 	
 	10 month Salary		12 month Salary	 	
Minimum	30,350 		36,420 	 	
RD	41,921 		50,305 	 	
CM	48,437 		58,124 	 	
ES	56,841 		68,212 	 	
Maximum	56,841 		68,212 	 	

2014-2015	 	 	 	
 	10 month Salary		12 month Salary	 	
Minimum	30,600 		36,720 	 	
RD	42,927 		51,512 	 	
CM	49,599 		59,519 	 	
ES	57,091 		68,512 	 	
Maximum	57,091 		68,512