| -1- PREFACE
This agreement made this 17th day of June, 2003, between the BOARD OF EDUCATION OF THE TOWNSHIP OF MANTUA, in the County of Gloucester, party of the first part, hereinafter called the BOARD OF EDUCATION, and the MANTUA TOWNSHIP EDUCATION ASSOCIATION, party of the second part, hereinafter called the ASSOCIATION.
WITNESSETH THAT:
The parties hereto for the purpose of promoting relationships which are conducive to the maintenance of a sound school system, each for the benefit of the other, their mutual benefit and each in consideration of the execution of this AGREEMENT by the other, do covenant and agree with each other as follows:
ARTICLE I
RECOGNITION
1.1
The BOARD OF EDUCATION hereby recognizes the ASSOCIATION as the exclusive and sole representative for the collective negotiations concerning the terms and conditions of employment of certified personnel under contract or on authorized leave of absence. These positions shall be defined as the following: certified teacher, nurse, social worker, learning disabilities teacher consultant, and psychologist regardless of source of funding.
1.2
Unless indicated, the term TEACHERS when used in this AGREEMENT shall refer to all professional employees represented by the ASSOCIATION in the negotiated unit as defined above.
ARTICLE II
NEGOTIATION PROCEDURE
2.1
The parties agree to enter into collective negotiations over a successor agreement in accordance with existing State laws in a good effort to reach agreement on all matters concerning the terms and conditions of employment of teachers covered by this Agreement. Proposals of the ASSOCIATION are to be submitted to the Superintendent no later than October 15 of the year immediately preceding the expiration year of the current contract. Meetings between the parties shall commence no later than November 1 of the year immediately preceding the expiration year of the current contract. At this meeting, the BOARD OF EDUCATION shall present its written proposal. Any agreements negotiated shall apply to all Association members covered by this agreement, be reduced to writing, be signed by the BOARD OF EDUCATION and the ASSOCIATION and adopted by the parties. It is further agreed that this Agreement may not be modified in whole or in part by the parties except by an instrument in writing duly executed by both parties and attached hereto.
2.2
During negotiations, the BOARD OF EDUCATION and the ASSOCIATION or their designated representatives shall present relevant data, exchange points of view and make written proposals and counter proposals.
2.3
Upon agreement by the parties in negotiations, these parties shall make recommendations for agreement to their respective constituents for consideration or ratification. Neither party in negotiations shall control the selection of the negotiating representatives of the other party.
2.4
The provisions of this Agreement shall constitute the entire understanding between the parties; and no changes, revisions, alterations, or amendments shall be effected during the term of this Agreement.
2.5
The BOARD OF EDUCATION will provide the ASSOCIATION with its proposal for negotiations at the first scheduled meeting for negotiations. By September 30 of the new negotiating year, the BOARD OF EDUCATION will provide the ASSOCIATION with a scattergram to be used for determining the base salary amount.
ARTICLE III
GRIEVANCE PROCEDURE
3.1 Preamble
The BOARD OF EDUCATION and the ASSOCIATION endeavor to promote relationships that are conducive to building a sound school system. In line with this attitude, they believe that all professional employees are entitled to have their grievances investigated and resolved through established channels. Satisfactory settlement of grievances contributes to increasing the efficiency and effectiveness of the professional employee, to the advantage of the students and the school system.
It is essential that definite procedures be established and followed for the presentation and solution of grievances. The Superintendent of Schools shall develop these procedures by:
A. Making provision for the employees to direct communication with the person responsible for the alleged grievance.
B. Assuring that the channels of communication are open without fear of reprisal.
C. Providing for the use of representation by the employee in the procedure.
3.2 Definition
A. A grievance is an appeal of the interpretation, application, or violation of policies, agreements and administrative decisions affecting a teacher or group of teachers as it concerns terms and conditions of employment.
B. Any grievance based on administrative decision or Board policy and affecting terms and conditions of employment shall be appealable no further than the BOARD OF EDUCATION. Only a grievance based on the language of this contract as it affects terms and conditions of employment shall be appealable to arbitration.
3.3 Procedure
A. All grievances are to be filed at the lowest appropriate level. For the purpose of this Agreement, the lowest appropriate level shall be the level at which the grievance was created or the level that has the authority to resolve the grievance. If Level Two is deemed to be the lowest appropriate level, a photocopy of the grievance shall be given to the building principal, if the grievance is filed on the behalf of a single grievant, or to all district administrators, if the grievance is filed on behalf of the teachers.
B. LEVEL ONE: Should Level One be deemed to be the lowest appropriate level the formal grievance shall be submitted to the building principal. The building principal shall render a decision and return the grievance to the Association Chairperson for the Professional Rights and Responsibilities Committee, with a courtesy photocopy to the Association President and the Superintendent within ten (10) calendar days, excluding school holidays, of receipt of the grievance.
C. LEVEL TWO: Should Level Two be deemed to be the lowest appropriate level, the formal grievance shall be submitted to the Superintendent of Schools; or, if the grievance has passed through Level One and has not been resolved to the grievant’s satisfaction, it shall be presented to the Superintendent within ten (10) calendar days, excluding school holidays, of being returned to the ASSOCIATION. In either case, the Superintendent shall render his decision and return the grievance to the Association Chairperson of the Professional Rights and Responsibilities Committee, with a courtesy photocopy to the Association President within ten (10) calendar days, excluding school holidays.
D. LEVEL THREE: If the aggrieved is not satisfied with the Superintendent’s decision, the aggrieved and his representative may file through the Superintendent’s Office, within ten (10) school days after receiving the Superintendent’s decision, an appeal, in writing to the BOARD OF EDUCATION. It shall be the duty of the Superintendent to notify the BOARD OF EDUCATION of the receipt of such a written appeal. The BOARD OF EDUCATION shall meet with the parties of interest within twenty-five (25) calendar days of receiving the written appeal at a mutually acceptable time and place in Executive Session, in order to hear the merits of the case. The aggrieved party has the right to the merits of the case. The aggrieved party has the right to counsel, representation, and witnesses on their behalf. The decision made by the BOARD OF EDUCATION shall be communicated to the respective parties in writing within forty (40) calendar days of the hearing.
The grievant must notify the BOARD OF EDUCATION within twenty (20) calendar days, excluding school holidays, of receiving the BOARD OF EDUCATION’s decision of its intention to appeal said decision to arbitration. If the grievant does not do so within twenty (20) calendar days, excluding school holidays, the grievance is considered automatically resolved based on the decision rendered by the BOARD OF EDUCATION.
E. If a resolution of the grievance is not achieved at the BOARD OF EDUCATION level, an arbitrator may be selected by mutual agreement or from the American Arbitrators Association or from a list supplied by the New Jersey Public Employees Relations Commission. The cost of such an arbitrator shall be shared by both parties. The decision handed down by such arbitrator shall be binding on both parties.
It shall be the duty of the Superintendent of Schools and the ASSOCIATION to maintain a complete file of written grievances. Such file shall not become a part of the aggrieved’s personnel file.
ARTICLE IV
TEACHER RIGHTS
4.1
Pursuant to existing laws, the BOARD OF EDUCATION agrees that teachers shall have the right to organize and support the ASSOCIATION and its designated affiliates. The BOARD OF EDUCATION further agrees that it shall not deprive or coerce any teacher in the enjoyment of any rights confirmed by the existing laws of the State of New Jersey and the BOARD OF EDUCATION also agrees that it shall not discriminate against any teacher because of membership in the ASSOCIATION. No teacher shall be disciplined, reprimanded, or reduced in rank or compensation without just cause.
4.2
Whenever a teacher is required to appear before the BOARD OF EDUCATION or agent thereof concerning any matter which could adversely affect the continuation of that teacher in his office, position, employment or salary, or any increments pertaining thereto, then s/he shall be given prior written notice of the reasons for such meeting or interview and shall be entitled to have a representative of the ASSOCIATION present to advise him/her and represent him/her during such meeting or interview.
4.3
The BOARD OF EDUCATION agrees that no teacher shall be prevented from wearing pins or other identification of membership in the ASSOCIATION or its affiliates.
4.4
No teacher is to be disciplined or reprimanded in front of students, parents, or staff members.
4.5 When a parent complaint is filed, the teacher has the right to address concerns according to Board policy and administrative procedures.
ARTICLE V
ASSOCIATION RIGHTS
5.1
The ASSOCIATION shall have the right to use the inter-school mail facilities, E-mail, and school mailboxes with the prior knowledge of the building principal of the dissemination of appropriate material.
ARTICLE VI
TEACHER WORK YEAR
6.1
The BOARD OF EDUCATION agrees to establish a school calendar of 186 days. This number shall be inclusive of days when students are required to be in attendance, orientation days for returning teachers, in-service days, one day of attendance at the NJEA Convention or the appropriate school and, further, shall include half day sessions for students the first two (2) days and last two (2) days of school. On Monday following the Convention, all staff shall sign in for either Thursday or Friday, indicating attendance at either the Convention or school.
One half of the first in-service day for a new school year shall be utilized for the purpose of room preparation.
Members of the Child Study Team will work five (5) days in addition to those listed above and will be compensated at a rate equal to their per diem rate of pay. The scheduling of these days will be mutually agreed upon between the staff member and the Supervisor of Child Study Team.
A. In the second and third year of the current contract, the additional in-service day agreed upon (excluding county wide in-service day) will be developed in conjunction with the district’s professional development committee and the administration with the structure and content to be mutually agreed upon. This section (Article 6.1A) will expire at the term of this contract.
6.2
Those teachers who report for assigned duties prior to the start of the school calendar shall be assured comparable compensation time, in consultation with the appropriate building principal.
Teachers who are responsible for preparing their classrooms for orientation programs will be permitted to be released for one of the half day teacher in-service sessions prior to the start of the school year.
6.3
All newly employed teachers must report to scheduled orientation sessions before the start of the regular school calendar. One day is required without additional compensation and a second day, if needed, would be compensated at the current hourly rate for curriculum development, as set forth in Article XIII.
ARTICLE VII
TEACHING HOURS
7.1 Preamble
As professionals, teachers are expected to devote to their assignments the time necessary to meet their responsibilities. They shall log in and log out, but are not required to designate hour and minutes.
7.2 Arrival and Departure Time
A. The arrival and departure times for all classroom teachers shall be designated in Subsection B: however, their total in-school work day shall consist of not more than seven (7) hours and fifteen (15) minutes, which shall include a duty free lunch period as set forth under Section 4 of this Article.
B. No teacher shall be required to report for duty earlier than thirty (30) minutes before the opening of the pupils’ school day.
C. Days before holidays, which exceed one (1) day, shall be early dismissal days. Teachers may leave fifteen (15) minutes after the close of the pupil’s day. An early dismissal day shall be the minimum number of hours required by the State to constitute a full day.
D. On Fridays or days when teachers return in the evening for school functions, teachers may leave fifteen (15) minutes after the close of the pupils’ day.
7.3 Daily Hours
A. The daily teaching hours in the elementary schools shall not exceed five (5) hours, forty-five (45) minutes of pupil contact.
B. Section 7.3.A. does in no way impinge upon or prohibit an individual from volunteering or accepting any other activities connected with or concerning pupil contact within the school system which exceeds the daily teaching hours.
C. The BOARD OF EDUCATION agrees to provide all teachers with a minimum of one hundred twenty (120) minutes of released time during a normal work week, unless an emergency related to the shortage of instructional personnel or a situation which would adversely affect the health, safety or welfare of students should occur which requires the presence of the teacher scheduled for release time. It shall be the building principal’s responsibility to make such a determination. A normal workweek is defined as any week consisting of five (5) full session days in addition to a guaranteed lunch period.
D. Released time will be provided for IEP development for special education staff subject to in-service and curriculum requirements.
7.4 Lunch Periods
A. Teachers shall have a duty-free lunch period of at least thirty (30) minutes.
B. Teachers may leave the building during their scheduled duty-free lunch period without requesting permission, but must notify the building principal’s office upon leaving and returning.
C. Teachers who are assigned to more than one building per day shall be granted a 30 minute period of time between teaching assignments for the purpose of travel and classroom preparations. This time is in addition to a duty-free lunch period.
7.5. Other Duties
A. All reasonable efforts will be made by the administration and the BOARD OF EDUCATION to relieve teachers of before school, lunchtime, after-school playground duties and bus loading duties.
B. On half-day sessions, teachers of art, music, physical education and multimedia who travel will continue to do so provided they do not have more than seven (7) class assignments on the affected days. On these half days, classes will meet for twenty-five (25) minute sessions with sufficient travel time included in the schedule. Should any of these specialists have more than seven (7) assignments on half days, they will alternate schools.
C. All teachers may be required to attend a maximum of four (4) meetings per month after school until 4 p.m. The purpose of these meetings shall be for curricular/instructional improvement and administrative planning.
Five (5) school days notice shall be provided for any meeting expected to extend beyond 3:30 p.m. In the case of regularly scheduled building faculty meetings, notice setting meeting dates may be published once at the start of the school year. Attendance at rescheduled meetings may be excused with approval of supervisor.
D. A teacher shall be reimbursed for required supervision of students approved by Board action beyond the school day. The rate shall be $30. per hour for the duration of the contract. Reimbursement for extra time will be made in 15 minute increments.
E. Teachers shall attend the one (1) annual Back-to-School Night at the appropriate building. Required attendance at additional Back-to-School Nights, shall be paid at the rate set forth in Article VII.D above.
F. Staff members may be required to make one professional presentation to the Board per year without pay. Any subsequent presentation during the same school year will be paid at the rate of $30. per hour for the duration of the contract.
G. The BOARD OF EDUCATION agrees to pay $20. per hour for required room changes necessitating such work outside of regular contractual day and/or calendar year as outlined for sixteen (16) hours if the move is between buildings or eight (8) hours if within the same building. There must be a prior request made to the appropriate administrator and approval given before such work commences.
7.6 Field Trips
All teachers who supervise approved field trips that extend beyond the regular contractual school day shall be compensated at the rate of $30. per hour for the duration of the contract.
Teachers who supervise approved overnight field trips shall be compensated at the rate of $125. per night for the duration of the contract. Nurses will be compensated at a rate equal to their per diem rate of pay.
7.7 Mentoring
The BOARD OF EDUCATION and the MTEA hereby agree to the payment schedule below for teachers who serve as mentors to first year teachers. This schedule only applies if funds are provided by the State to pay for mentor teachers. Should this funding not be provided the mentors will be paid at the current rate and in accordance with the current process established by Board policy.
Mentor teachers will receive the full amount provided by the State up to $750. If the State funds an amount in excess of $750., 25% of the excess will go to the mentor teacher and 75% of the excess will be used for other related expenses (i.e., release time, training, workshops or related supplies).
ARTICLE VIII
PROTECTION OF TEACHERS
8.1
Teachers shall not be required to work under unsafe or hazardous conditions or to perform tasks that endanger their health, safety, or well being.
8.2
A teacher may, within the scope of his/her employment, use and apply such amount of force as is reasonable and necessary; to quell a disturbance threatening physical injury to others; to obtain possession of weapons or other dangerous objects upon the person or with the control of the pupil; for the purpose of self defense; and for the protection of persons and property.
8.3
Whenever any action is brought against a teacher before the BOARD OF EDUCATION or before the Commissioner of Education of the State of New Jersey which may affect his/her employment or salary status, the BOARD OF EDUCATION shall reimburse him/her for the cost of his/her defense if the action is dismissed or results in a final decision in favor of the teacher.
8.4
Pursuant to the Statutes of the State of New Jersey, whenever any civil action has been or shall be brought against any person holding any office, position or employment under the jurisdiction of any Board of Education, including any student teacher, for any act or omission arising out of and in the course of the performance of the duties of such office, position, employment or student teaching, the BOARD OF EDUCATION shall defray all costs of defending such action, including reasonable counsel fees and expenses, together with costs of appeal, if any, and shall save harmless and protect such persons from any financial loss resulting therefrom; and said BOARD OF EDUCATION may arrange for and maintain appropriate insurance to cover all damages, losses and expenses.
8.5
Pursuant to the Statutes of the State of New Jersey, should any criminal action be instituted against any teacher for any such act or omission and should such proceeding be dismissed or result in a final disposition favorable to such person, the BOARD OF EDUCATION shall reimburse him/her for the cost of defending such proceeding, including reasonable counsel fees and expenses of the original hearing or trial and all appeals.
8.6
A. Teachers shall immediately report cases of assault suffered by them in connection with their employment to their principal or immediate supervisor.
B. Teachers shall immediately report to their immediate supervisor cases of assault upon pupils.
C. Such notification shall be immediately forwarded to the Superintendent by the building principal or immediate supervisor who shall comply with any reasonable request from the teacher for any 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 teacher, the police and the courts.
ARTICLE IX
LEAVES OF ABSENCE
9.1 Types of Leaves
For the purpose of this Article, the following types of leaves shall be recognized:
A. Sick Leave B. Compassionate Leave
C. Personal Leave D. Involuntary Leave
E. Maternity Leave F. Professional Leave
G. Sabbatical Leave
9.2 Sick Leave
A. All teachers employed shall be entitled to eleven (11) sick leave days, with pay, each school year as of the first official day of said school year, whether or not they report for duty on that day. Unused sick leave shall be accumulated from year to year with no maximum limit. Sick leave shall be defined by New Jersey Statutes with the following permissive change:
All teachers who are absent from their duties for three (3) or more consecutive teaching days will be required to submit to the Secretary of the BOARD OF EDUCATION a certificate from a physician stating the reason of such absence.
Convalescence must be a continuity of the illness.
Catastrophic leave will be available in accordance with the provisions of 18A:30-6 when sick leave is exhausted and shall be administered on an individual basis, i.e., 1/200th of annual salary minus the cost of the substitute.
B. The BOARD OF EDUCATION shall reimburse retiring teachers for unused sick leave at the rate of $40. per day up to a maximum $4,800. (120 days) for the duration of the contract. In order to be eligible for reimbursement, the retiring teacher must possess a minimum of fifty (50) days accumulated sick leave at the end of the academic year in which the retirement is executed. Notice of said retirement must be given by December 1 in order to receive payment in the following year.
Any teacher employed after July 1, 1988 must attain ten (10) consecutive years of service in the District in order to be eligible for any retirement reimbursement.
Should the employee die before retirement, after having given formal retirement notification, the accrued entitlement will be paid to the beneficiary or to the employee’s estate, as appropriate.
C. Whenever a teacher is absent due to illness, injury, or other disability requiring an extended period of absence and an anticipated date for returning to work cannot be estimated, the individual must notify the Superintendent thirty (30) days in advance of the anticipated date of return or as soon as it has been projected by the attending physician. Once this has been established, the teacher must then notify the Superintendent five (5) work days in advance of the actual return date to confirm the return.
In such cases, reassignment will be subject to available positions in the area of certification, based upon the Superintendent’s recommendation. Should an appropriate position not be available, the returning teacher shall serve as a substitute until the Superintendent can make an appropriate recommendation.
9.3 Compassionate Leave
Leaves of absence shall be granted by the superintendent, with pay, to an individual for a death in the immediate family. The number of days per year shall not be defined, but the maximum number of days per any one crisis shall not exceed five (5).
The immediate family shall be considered as: father, mother, grandfather, grandmother, spouse, child, brother, sister, grandchild, stepparent, and stepchild.
A leave of three (3) days shall be granted with the same stipulations as above in the event of a death of a mother-in-law, father-in-law, sister-in-law, brother-in-law, daughter-in-law, son-in-law, grandparent-in-law or any other person with assumed comparable roles.
One (1) day leave shall be granted with the same stipulations as above in the event of a death of any other relative or any other person domiciled in the teacher’s household. There shall be no deduction of pay or sick leave.
9.4 Personal Leave
A. A teacher shall receive a maximum of four (4) personal leave days with pay. No more than six (6) teachers in the entire district shall be eligible for personal leave on any given day. Requests shall be honored on a “first come, first serve” basis.
All requests for personal day leave must be made in writing on prescribed forms, submitted forty-eight (48) hours in advance, and be processed by both the building principal and Superintendent. In the event that an emergency prevents such advance notification time, the proper forms must be completed retroactively.
B. For those staff members who have sufficient unused personal days remaining at the end of each school year, all remaining unused personal days shall be converted to accumulated sick leave annually.
C. Personal leave which is taken on a day before or a day after a holiday or scheduled extended school recess will be counted as two (2) personal days.
D. Requests for personal day leave will be limited to three (3) consecutive days.
9.5 Involuntary Leave
Involuntary leave may be requested only after other appropriate accumulated leave has been exhausted. All requests for involuntary leave must be in writing on prescribed forms, submitted seventy-two (72) hours in advance to the building principal and be approved by the Superintendent. Involuntary leave shall be limited to use for a court subpoena or family/household emergency.
Any involuntary leave expected to be longer than five (5) days must be approved by the BOARD OF EDUCATION. No compensation shall be granted for leaves in excess of five (5) days. In such cases, the leave shall be without pay in all instances.
9.6 Maternity Leave
A. The BOARD OF EDUCATION shall grant maternity leave in accordance with Board policy and the laws of the State of New Jersey.
B. Upon return, the teacher will be placed on the same step and guide in effect when her leave commences and with all benefits previously accrued. If the teacher served five (5) full months prior to executing her leave option, she will be placed on the next higher step upon returning at the start of or during the following school year.
C. The BOARD OF EDUCATION agrees to provide six (6) months of child rearing leave without pay for adoption of an infant. All rights and privileges granted in 9.6.A & B shall also apply to child-rearing leave. In addition, both male and female employees shall be eligible. In the event that both parents are employed by the MANTUA TOWNSHIP BOARD OF EDUCATION, only one (1) parent shall be eligible for child-rearing leave.
9.7. Professional Leave
A. For the purpose of instructional and program improvement the BOARD OF EDUCATION shall provide each teacher with two (2) professional days annually. Such days must be requested in writing on prescribed forms, submitted five (5) days in advance and be approved by both the building principal and Superintendent.
B. The BOARD OF EDUCATION shall reimburse teachers for the cost of attending a total of two (2) professional workshops, seminars or other similarly approved functions, up to a maximum of $200. for year one of the contract, $225. for year two of the contract and $250. for year three of the contract. This shall apply to a non-graduate course at an approved institution when included in the individual’s Professional Improvement Plan (PIP). One professional day may be used for this purpose. Teachers will be entitled to the full amount listed above. How these monies are utilized will be at the teacher’s discretion.
9.8 Sabbatical Leave
A. Purpose
A sabbatical leave shall be granted to a teacher by the BOARD OF EDUCATION for study, including study in another area of specialization, for travel, or for other reasons of value to the school system.
B. Conditions
Sabbatical leave shall be granted, subject to the following conditions:
(1) If there are sufficient qualified applicants, sabbatical may be granted to a maximum of two (2) teachers in any academic year.
(2) Requests for sabbatical leave must be received by the Superintendent in writing in such form as may be mutually agreed on by the ASSOCIATION and the Superintendent no later than January 1 and action must be taken on all such requests no later than April 1 of the school year preceding the academic year for which the sabbatical leave is requested.
(3) The teacher in order to qualify for sabbatical leave must have completed at least seven (7) full school years of service in the Mantua Township School District.
(4) The teacher on sabbatical leave shall be paid fifty percent (50%) of his/her contract salary for the year in which the sabbatical is requested.
(5) Upon return from the sabbatical leave, the teacher shall be placed on the salary schedule at the level which s/he would have achieved had s/he remained actively employed in the system during the period of his/her absence. A recipient of a sabbatical shall agree to return to his/her duties within the school district for a period of not less than two (2) years. Should a sabbatical recipient fail to return to the service of the Mantua township Schools for a period of two (2) years immediately following the sabbatical, the recipient shall repay the BOARD OF EDUCATION the full amount received while on sabbatical leave of absence.
(6) A sabbatical leave shall be granted for no more or no less than one (1) academic year. All sabbatical leaves shall be effective from the opening day of school and last until the closing day of school during the same academic year.
(7) A sabbatical leave shall be granted to a teacher not more than once during his/her entire employment in Mantua Township Schools
(8) A teacher on sabbatical leave shall be entitled to any and all fringe benefits which are extended to all teachers and for which the recipient is eligible, at personal expense.
ARTICLE X
REIMBURSEMENT FOR PROFESSIONAL COURSES
10.1 Preamble
Recognizing the desire and responsibility of the professional staff to increase professional skills, acquire greater knowledge, and achieve professional advancement through formal education, the BOARD OF EDUCATION and the ASSOCIATION agree to the following Article.
10.2 Tuition Costs
The Mantua Township BOARD OF EDUCATION agrees to pay tuition costs for professional personnel in accordance with the provisions outlined below:
A. Eligibility
All professional employees who hold a Baccalaureate Degree from an accredited college will be eligible.
B. Reimbursement
The BOARD OF EDUCATION will establish a pool of money for the purpose of reimbursing staff members for approved graduate course work. This amount will be $30,000. for the first year of the contract, $32,000. for the second year of the contract and $34,000. for the third year of the contract. These amounts will be distributed as follows:
50% for courses which end between July 1 and December 31,
50% for courses which end between January 1 and June 30 (any monies left from the above amount will be added to this amount).
Eligibility for these allotments will be based on matriculation in a graduate program. Those individuals who qualify will be reimbursed 100% of the costs for tuition, matriculation and registration (additional expenses for books, parking fees, late fees, etc. must be assumed by the individual) as long as the total requests do not exceed the available pool as stated above. In the event that the requests do exceed the available pool, matriculated individuals will be reimbursed on an equal basis. An “equal basis” is hereby defined as each staff member getting 100% of the cost of each credit until the funds are depleted. In the event that the amount being requested exceeds the available pool of monies the following procedure will be used to determine the amount to be distributed to each staff member:
(1) The total number of credits being requested for reimbursement will be divided into the available pool.
(2) This per credit amount will then be multipled by the credits being requested by each individual teacher to determine how much the staff member will receive.
Staff members who are not matriculated will be eligible for reimbursement if money is available after matriculated individuals have been reimbursed. These funds will be distributed on an equal basis as outlined above.
All staff wanting to be eligible for reimbursement must have coursework included in their Professional Improvement Plan for the current year.
The maximum amount to be reimbursed to the employee shall not exceed the cost of nine (9) graduate credits based on the cost of credits for New Jersey state colleges for the academic year in which the approved course work was taken. The maximum amount eligible for reimbursement will be approved by the Board annually at its July meeting. Should this amount be increased during the school year, the BOARD OF EDUCATION will adjust its reimbursement amount accordingly.
10.3 Procedure
A. Course approval requests for courses which conclude between July 1 and December 31 must be submitted to the Superintendent through the building principal no later than June 1 of the year the course is being taken. Within thirty (30) days of the above date the superintendent will return the course approval request indicating whether the course has been approved and the amount available for reimbursement.
Course approval requests for courses which conclude between January 1 and June 30 must be submitted to the Superintendent through the building principal no later than December 1 of the year the course is being taken. Within thirty (30) days of the above date the superintendent will return the course approval request indicating whether the course has been approved and the amount available for reimbursement.
All courses must be approved by the Superintendent in order to be reimbursed. The BOARD OF EDUCATION shall reimburse only those courses that are related to the instructional process at the elementary level. These courses shall include, but not be limited to, the fields of guidance and supervision.
B. Upon completion of the course(s) Request for Course Reimbursement, proof of payment and a transcript or grade card shall be submitted to the Superintendent as evidence of successful completion of the course(s). Reimbursement shall be made only to applicants who present evidence (course mark as shown on official transcripts) of having received a grade of “B” or better.
C. The reimbursement periods shall take place thirty (30) days after the BOARD OF EDUCATION received notification of successful completion.
ARTICLE XI
INSURANCE PROTECTION
11.1 Health Care Insurance
The BOARD OF EDUCATION shall pay the full premium cost of Aetna US Healthcare Patriot V or Patriot X (or a plan of equal or greater benefits) for each teacher and eligible dependents.
During the first two years of the contract, employees shall not be eligible for dependent coverage BOARD OF EDUCATION expense until the employee starts the fourth consecutive year of employment in the district.
During the third year of the contract, those individuals who are entering their third year of employment in the district will receive dependent coverage at BOARD OF EDUCATION expense.
Also during the third year of the contract, the co-pays for services will be changed as follows:
Patriot V Specialist co-pay from $5. to $15.
Outpatient mental health to $25. co-pay/30 visits
ER co-pay from $25. to $50.
Patriot X Specialist co-pay from $15. to $25.
ER co-pay from $35. to $50.
Any teacher eligible for Health Care Insurance shall be offered the following in lieu of coverage payment:
Family $1,750.
Husband/Wife $1,500.
Parent/Child $1,250.
Single $1,000.
§ Payment will be made in December and June.
§ In the event of documented loss of coverage, the teacher will have the opportunity to re-enroll in the Health Insurance Plan and they will receive a prorated share of the above payment.
§ New employees hired during a plan year who elect to waive medical coverage will receive compensation on a prorated basis beginning with the date of eligibility for health coverage.
11.2 Group Income Protection Plan
The BOARD OF EDUCATION agrees to pay the premium for each eligible teacher for accident/sickness disability coverage through the Prudential Financial Company (or another company providing coverage equal to or better than existing) with a monthly benefit of $510.
11.3 Prescription Drug Insurance
The BOARD OF EDUCATION shall pay the full premium cost for prescription drug insurance coverage for each teacher and eligible dependents, based on the following co-pays:
2003-04 $10. Generic, $15. Brand
2004-05 $10. Generic Preferred, $15. Brand Preferred, $25. Non-Preferred.
2005-06 Same as 2004-2005.
11.4 Dental Insurance
The BOARD OF EDUCATION shall pay the full premium cost for dental insurance for the employee only. Family coverage will be available at employee’s expense.
ARTICLE XII
DEDUCTION FROM SALARY
12.1 Deductions: Dues
The BOARD OF EDUCATION agrees to deduct from the salaries of its teachers (at the option of the teacher) dues for the Mantua Township Education Association, the Gloucester County Education Association, and New Jersey Education Association or the National Education Association, or any one or any combination of such associations as said teacher individually and voluntarily authorize the BOARD OF EDUCATION to deduct. Such deductions shall be made in compliance with Chapter 310 Public Laws of 1967 (NJSA 51:14-15.9e) and under rules established by the State Department of Education.
Said monies, together with records of any corrections, shall be transmitted to the Treasurer of the Mantua Township Education Association by the 10th of each month following the monthly pay period in which deductions were made. The ASSOCIATION’s Treasurer shall disburse such monies to the appropriate association or associations. The amount of the check will be based on the September NJEA enrollment figure. Required adjustments will be made on the following month’s check. The final June check will be disbursed only after reconciliation is made for the year.
12.2 Elective Monthly Basis
A. Teachers employed on a ten (10) month basis shall be paid in twenty (20) equal semi-monthly installments. Teachers may elect to have salary direct deposited to their account by contacting the Board Office for necessary paperwork. The BOARD OF EDUCATION will provide, at the beginning of each school year, a check distribution guide outlining the actual paydays for the course of the school year.
B. (1) Teachers may individually elect to have any amount of their monthly salary deducted from their pay for deposit in individual accounts with the ABCO Credit Union. The interest accrued will be applied to their individual accounts by the Credit Union. Withdrawal of funds is subject to the rules of the Credit Union.
(2) Teachers must submit written forms, which will be prepared by the Board Office, in order to have payroll deductions made. The amount of deductions authorized by the teachers at the beginning of the school year may not be changed. Deductions will be discontinued only if the Board Office is notified by the 15th of the month prior to the date of discontinuance.
C. When a payday falls on or during a school holiday, vacation, or weekend, teachers shall receive their paychecks on the last previous working day.
ARTICLE XIII
SALARY GUIDE
13.1 Salary Steps
Each teacher shall advance one step on the salary guide each year until the 14th step is reached.
2003-04
Step BA MA MA+15 MA+30 PhD
1 34,763 36,063 36,663 37,263 37,863
2 34,963 36,263 36,863 37,463 38,063
3 35,581 36,881 37,481 38,081 38,681
4 36,199 37,499 38,099 38,699 39,299
5 36,818 38,118 38,718 39,318 39,918
6 37,848 39,148 39,748 40,348 40,948
7 39,085 40,385 40,985 41,585 42,185
8 40,321 41,621 42,221 42,821 43,421
9 41,867 43,167 43,767 44,367 44,967
10 43,928 45,228 45,828 46,428 47,028
11 46,504 47,804 48,404 49,004 49,604
12 49,596 50,896 51,496 52,096 52,696
13 53,203 54,503 55,103 55,703 56,303
14 57,399 58,699 59,299 59,899 60,499
2004-05
Step BA MA MA+15 MA+30 PhD
1 36,595 37,895 38,495 39,095 39,695
2 36,795 38,095 38,695 39,295 39,895
3 36,995 38,295 38,895 39,495 40,095
4 37,638 38,938 39,538 40,138 40,738
5 38,281 39,581 40,181 40,781 41,381
6 39,353 40,653 41,253 41,853 42,453
7 40,638 41,938 42,538 43,138 43,738
8 41,924 43,224 43,824 44,424 45,024
9 43,531 44,831 45,431 46,031 46,631
10 45,674 46,974 47,574 48,174 48,774
11 48,353 49,653 50,253 50,853 51,453
12 51,567 52,867 53,467 54,067 54,667
Step BA MA MA+15 MA+30 PhD
13 55,317 56,617 57,217 57,817 58,417
14 59,680 60,980 61,580 62,180 62,780
2005-06 Step BA MA MA+15 MA+30 PhD
1 40,198 41,598 42,198 42,798 43,398
2 40,398 41,798 42,398 42,998 43,598
3 40,598 41,998 42,598 43,198 43,798
4 40,798 42,198 42,798 43,398 43,998
5 41,098 42,498 43,098 43,698 44,298
6 41,398 42,798 43,398 43,998 44,598
7 41,898 43,298 43,898 44,498 45,098
8 43,224 44,624 45,224 45,824 46,424
9 44,881 46,281 46,881 47,481 48,081
10 47,090 48,490 49,090 49,690 50,290
11 49,852 51,252 51,852 52,452 53,052
12 53,166 54,566 55,166 55,766 56,366
13 57,032 58,432 59,032 59,632 60,232
14 61,531 62,931 63,531 64,131 64,731
13.2 Recognitory Levels
A. Teachers who have reached their twentieth (20th) year of service in Mantua Township shall receive for the twentieth (20th) and each continuing year of service in Mantua Township a recognitory increment of $1,050. during the term of the contract.
B. Teachers who have reached their fifteenth (15th) year of service in Mantua Township shall receive for the fifteenth (15th) through the nineteenth (19th) year of service in Mantua Township a recognitory increment of $800. during the term of the contract.
B. Teachers who have earned and been awarded a Master’s Degree in Education or in an allied field shall receive $1,300. in the first and second year of the contract and $1,400. in the third year of the contract, in addition to their rightful places on the Bachelor’s Degree salary guide. In addition, recognition shall be given for a Master’s Degree plus fifteen (15) credits earned, a Master’s Degree plus thirty (30) credits, and for a Doctorate degree at $600. in the first and second year of contract and $700. In the third year of the contract at each level
Documentation of said change in degree status must be provided within three (3) months of the completion of course work for the change to be retroactive. Documentation received after this time will become effective on the date it is approved by the BOARD OF EDUCATION.
13.3 Special Activities Positions
Duration of Contract
1. Art Coordinator (2) $ 800
2. 5th & 6th Grade Band Director $1,125
3. New Players Band Director $ 613
4. Career Ed. Coordinator $ 725
5. 5th & 6th Grade Chorus Director $1,125
6. 4th Grade Chorus Director $ 613
7. Head Teacher (2) $ 800
8. Phys. Ed. Coordinator $ 750
9. Safety Patrol Advisor (CC) $ 750
10. Curriculum Fair Coordinator (3) $ 500
11. Student Council Advisor (CC) $1,000
12. Fourth Grade Student Council Advisor (2) $ 725
13. Drama Coach $ 650
14. Assistant Drama Coach $ 425
15. Talent Show Coordinator (5th & 6th) $ 400
16. Summer Library* $1,175
17. Summer Instrumental* $1,175
18. Homebound Instruction $ 30. hr.
19. Summer School Instruction and/or Curriculum Work $ 30. hr.
*Summer Library
A minimum of fifty (50) students must preregister in order to establish a summer library program. If 100 or more students attend the program each week, a bonus of $200. will be added.
*Summer Instrumental
A minimum of twenty (20) preregistered students is necessary to start a program. If forty (40) preregister and attend 80% of the lessons, a bonus of $200. will be added.
13.4 Withholding of Employment or Adjustment Increment
Employment or adjustment increment may be withheld in whole or in part for inefficiency or other just cause only in accordance with the following:
At least ninety (90) days prior to transmitting any such recommendation to withhold a teacher’s increment to the BOARD OF EDUCATION, the Superintendent shall give written notice to the teacher against whom the recommendation shall be made, specifying the alleged causes for the recommendation, with such particulars as to furnish the teacher with an opportunity to correct and overcome the same. Within ten (10) days after such a recommendation is forwarded to the BOARD OF EDUCATION, the involved teacher may file a grievance in accordance with Article III, starting at the Board level.
13.5 Mileage Reimbursement
Employees who are required to use their own automobiles in the performance of their duties and responsibilities and employees who are assigned to more than one building per day shall be reimbursed for all such travel at the rate established by the IRS. The rate applicable in September shall remain in effect for the duration of the school year.
13.6 Hourly Salary Adjustment
On early dismissal days when personnel are required to stay beyond the contractual time in order to fulfill State law, their pay shall be prorated, based on their annual salary.
ARTICLE XIV
DURATION
14.1 Term
The term of this Agreement shall be for three (3) years. this Agreement shall commence and be effective on July 1, 2003 and continue in full force and effect to June 30, 2006.
14.2 Witness of Signatures
IN WITNESS WHEREOF, the party of the first part has caused these presents to be signed by its President, attested by its Secretary and its corporate seal to be affixed hereto, pursuant to a Resolution of its Board Members, and the party of the second part has caused these presents to be signed by its President, attested by its Secretary and its corporate seal to be affixed hereto, pursuant to a Resolution of its members, the day and year first above written.
THE BOARD OF EDUCATION OF THE TOWNSHIP OF
MANTUA IN THE COUNTY OF GLOUCESTER
By:
Attest:
THE MANTUA TOWNSHIP EDUCATION ASSOCIATION
By:
Attest:
PREFACE 1
ARTICLE I - Recognition 2
ARTICLE II - Negotiation Procedure 3
ARTICLE III - Grievance Procedure 5
Preamble 5
Definition 5
Procedure 6
ARTICLE IV - Teacher Rights 9
ARTICLE V - Association Rights 11
ARTICLE VI - Teacher Work Year 12
ARTICLE VII - Teaching Hours 14
Preamble 14
Arrival and Departure Time 14
Daily Hours 14
Lunch Periods 15
Other Duties 16
Field Trips 17
Mentoring 17
ARTICLE VIII - Protection of Teachers 19
ARTICLE IX - Leaves of Absence 21
Types of Leaves 21
Sick Leave 21
Compassionate Leave 23
Personal Leave 23
Involuntary Leave 24
Maternity Leave 24
Professional Leave 25
Sabbatical Leave 25
ARTICLE X - Reimbursement for Professional Courses 28
Preamble 28
Tuition Costs 28
Procedure 29
ARTICLE XI - Insurance Protection 31
Health Care Insurance 31
Group Income Protection Plan 32
Prescription Drug Insurance 32
Dental Insurance 32
ARTICLE XII - Deduction from Salary 33
Deductions: Dues 33
Elective Monthly Basis 33
ARTICLE XIII - Salary Guide 35
Salary Steps 35
Recognitory Levels 36
Special Activities Positions 37
Withholding of Employment or Adjustment Increment 38
Mileage Reimbursement 39
Hourly Salary Adjustment 39
ARTICLE XIV - Duration 40
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