BOARD OF EDUCATION
July 1, 2001 – June 30, 2004
TABLE OF CONTENTS
1 Recognition………………………………………………………………………………..……………………… 5
2 Negotiation Procedure……………………………………………………………………………………………. 7
3 Grievance Procedure……………………………………………………………………………………………… 8
4 Employee Rights………………………………………………………………………………………………….. 12
5 Association Rights, Privileges and Responsibilities………………………………………………………………. 13
6 School Calendar…………………………………………………………………………………………………… 16
7 Work Day………………………………………………………………………………………………………….. 19
8 Coach/Advisors……………………………………………………………………………………………………. 23
9 Non-Teaching Duties and Overtime…….………………………………………………………………………… 27
10 Teacher Employment………………………………………………………………………………………………28
11 Salaries……………………………………………………………………………………………………………. 29
12 Employee Assignment……………………………………………………………………………………………. 32
13 Employee Facilities………………………………………………………………………………………………. 33
14 Educational Council……………………………………………………………………………………………… 33
15 Teacher Transfers and Reassignments…… ……………………………………………………………………… 34
16 Teacher Promotion……………………………………………………………………………………………….. 34
17 Seniority, Post & Bid Procedures, Layoff & Recall, Secretarial/Clerical Employees and Cafeteria Workers……35
18 Evaluation………………………………………………………………………………………………………… 38
19 Sick Leave…….……………………………………………………………………………………………………39
20 Personal Absence…………………………………………………………………………………………..………..41
21 Extended Leaves of Absence………………………..………………………………………………………………44
22 Sabbatical Leaves…. ………………………………………………………………………………………………..46
23 Replacement of Teachers……………………………………………………………………………………..…… 47
24 Professional Development and Educational Improvement… …………………………………………………… 47
25 Adult School………………………………………………………………………………………………………….. 48
26 Insurance Protection………………………………………………………………………………………………….. 48
27 Deductions from Salary………………………………………………………………………………………………. 51
28 Mentor and Provisional Teachers……………………………………………………………………………………. 53
29 Transportation………………………………………………………………………………………………………… 54
30 Miscellaneous …………………………………………………………………………………………………………56
31 Board Rights……………………………………………………………………………………………………………57
32 Duration of Agreement…………………………………………………………………………………….……………57
Schedule A –
No. 1 Teachers’ Salary Guides………………………………………………………………….……………….58
No. 2 Longevity……………………………………………………………………………………………….. .59
No. 3 Guidance Counselors…………………………………………………….………………………………..59
No. 4 Special Services Personnel………….…………………………………………………………………….59
No. 5 Athletic Trainer…………………………….……………………………………………………………..59
No. 6 Co-Curricular Coaches/Advisors…………………………………………………………………………60
No. 7 School Social Worker, LDS, Psychologist……………………………………………………………….64
No. 8 Summer Personnel………………………………………………………………………………………..65
No. 9 Title I…………………………………………………………………………………………………….. 65
No. 10 Cafeteria Workers’ Salary Guides ………………………………………………………………………. 66
No. 11 Cafeteria Workers’ Hourly Salary Guide….…………………………………………………………..… 67
No. 12 Cafeteria Manager’s Salary Guides ………………………………………………………………………67
No. 13 Cafeteria Workers’ and Manager’s Longevity Guide……………………………………………………. 68
No. 14 Secretary (10 month and 12 month) Salary Guides………..……………………………………………...68
No. 15 Secretarial/Clerical Classifications….……………………………………………………………………..71
No. 16 Secretarial/Clerical Longevity……………………………………………………………………………..71
No. 17 Paraprofessionals’ Salary Guides ……………………………………………………………………… 72
No. 18 Paraprofessionals’ Longevity Guides……………………………………………………………………73
No. 19 Cued Speech Interpreter Salary Guide……………………………………………………………………73
No. 20 Transportation Workers’ Salary Guides………………………………………………………………… 73
No. 21 Transportation Worker’s Longevity Guides……………………………………………………………..74
No. 22 Bus Aides’ Salary Guides………………………………………………………………………………..74
Schedule B Contract for Coaches…………………………………………………………………………………….75
Schedule C Contract for Advisors……………………………………………………………………………………75
Sidebar Agreements…………………………………………………………………………………………………… 76
Disability Leave Form………………………………………………………………………………………………… 77
Childrearing Leave Form…………………………………………………………………………………………….. 78
This Agreement entered into this 1st day of July, 2001, by and between the Board of Education of Sayreville, the borough of Sayreville, New Jersey, hereinafter called the “Board,” and the Sayreville Education Association, hereinafter called the “Association.”
A. The Board hereby recognizes the Association as the majority representative for collective negotiation for the personnel listed below:
1. Classroom Teachers
3. Athletic Trainer
4. Guidance Counselors
6. Social Workers
7. Full-time Supplemental Teachers (Formerly called Reading Specialists.)
8. Learning Disability Teacher Consultants
9. Speech Therapists
10. Special Education Teachers
11. Co-Curricular Advisors and Coaches
12. Replacement Teachers
13. School Psychologists
14. Home Instruction Teachers
15. Summer School Teachers
16. Supplementary Instruction Teachers
17. Summer Child Study Team
18. Summer or Saturday Supplementary Professional Staff
19. District Satellite Cafeteria Manager
20. Cafeteria Workers
21. Cafeteria Workers – Hourly
22. Financial Bookkeeper
23. Secretary to Building Principals
25. Payroll Processor
26. Secretary to Transportation Coordinator
27. Secretary to Pupil Personnel Service
28. Secretary to Asst. Superintendent
29. Accounts Payable Clerk
30. General Bookkeeper
31. Secretary to H.S. Guidance Dept.
33. Switchboard Operator/Receptionist
35. Cued Speech Interpreter
36. Bus Aides
37. Full-time Bus Drivers
B. Unless otherwise indicted, the term “EMPLOYEES” when used hereinafter in this Agreement, shall refer to all employees represented by the Association in the negotiating unit as above defined.
C. Unless otherwise indicated, the term “TEACHERS,” when used hereinafter in this Agreement, shall refer to job titles listed in A.1 through 18.
D. Unless otherwise indicated, the term “CAFETERIA EMPLOYEES,” when used hereinafter in this Agreement, shall refer to all job titles listed in A.19 and 20.
E. Unless otherwise indicated, the term “CAFETERIA WORKERS – HOURLY,” when used hereinafter in this Agreement, shall refer to the job title listed in A.21. Said workers shall be employed as needed in the discretion of the Board.
F. Unless otherwise indicated, the term “SECRETARIAL/CLERICAL EMPLOYEES,” when used hereinafter in this Agreement, shall refer to job titles listed in A.22 through 33 above.
G. Unless otherwise indicated, the term “Paraprofessionals,” when used hereinafter in this Agreement, shall refer to the job title listed in A.34.
H. Unless otherwise indicated, the term “CUED SPEECH INTERPRETER,” when used hereinafter, shall refer to the job title listed in A.35.
I. Notwithstanding the job title “CLERK TYPIST” listed in A.32 above, the one currently existing clerk/typist position in the Superintendent’s office suite is specifically excluded from the negotiations unit.
J. Unless otherwise indicated, the term “TRANSPORTATION EMPLOYEES” when used hereinafter, shall refer to the job titles listed in A.36, A.37, and A.38.
K. Any one of the personnel in A.1 through A.20, above who terminates a full-time teaching contract automatically forfeits his rights under other contracts with the Board of Education as listed in this agreement.
A. 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.
B. During negotiations the Board and the Association shall exchange points of view and make proposals and counterproposals. The Board shall make available to the Association for inspection all public records. The Board shall make available to the Association tentative budget proposals for the next fiscal year when available to the Board Secretary’s Office.
C. The parties agree to enter into collective negotiations over a successor Agreement in accordance with N.J. Public Employer-Employee Relations Law in a good-faith effort to reach agreement on all matters concerning the terms and conditions of employment.
D. 1. Protection of Conditions – Cafeteria Employees, Cafeteria Workers – Hourly, Secretarial/Clerical Employees and Paraprofessionals, and Transportation Employees - The Board agrees that all conditions of employment relating to wages, hours or work, overtime differentials and general working conditions, shall be maintained at not less than the standards in effect at the time of the signing of this Agreement, except wherever specific provisions for changes are made elsewhere in this Agreement. It is agreed that provisions of this section shall not apply to inadvertent or bona fide errors made by the Board or Association in applying the terms and conditions of this Agreement if such error is corrected within ninety (90) days from the date of error.
2. This provision does not give the Board the right to impose or continue wages, hours and working conditions less than these contained in this Agreement.
1. A “grievance” is a claim based upon an event or condition which affects the terms and conditions of employment of an employee and/or the interpretation, meaning, or application of any of the provisions of this Agreement.
2. An aggrieved person is the person, persons, or Association making the claim who will sign the grievance forms. In the event of Association or group grievances, the class of aggrieved persons shall be identified.
3. A “party in interest” is the person or persons making the claim and any person who might be required to take action or against whom action might be taken in order to resolve the claim.
4. “Binding arbitration,” Level Four, shall refer only to those items concerning dispute on the meaning, interpretation and application of this Agreement.
1. The purpose of this procedure is to secure at the lowest possible level, proper solutions to problems which may from time to time arise under this Agreement and as set forth in paragraph A. above. Both parties agree that these proceedings will be kept as informal and confidential as may be appropriate at any level of the procedure.
2. Nothing herein contained shall be construed as limiting the right of any employee having a grievance to discuss the matter informally with any appropriate member of the administration, and having the grievance adjusted without intervention of the Association, provided the adjustment is not inconsistent with the terms of this Agreement and that the Association has been given the opportunity to be present at such adjustment and to state its views.
b. The Board will regularly schedule one (1) meeting time per month to hear
1. Since it is important that grievances be processes as rapidly as possible, the number of days at each level is the maximum and every effort should be made to expedite the process. The time limits specified may, however, be extended by mutual agreement in writing.
2. In the event a 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 or as soon thereafter as it practicable.
3. Grievances, in order to be considered timely, must be filed at Level Two within thirty (30) calendar days of the event giving rise to the grievance. When this period extends beyond the last working day of the school year, the time limit shall be ten (10) calendar days from the first day of school.
4. Level One
5. Level Two
If the grievance is timely within the terms of C.3, above, the employee may file a written grievance. The aggrieved person shall set forth the grievance in writing specifying:
a. The nature of the grievance, including the specific event, condition or contract section being grieved;
b. The nature and extent of the injury, loss or inconvenience;
c. The date of the occurrence;
d. The remedy sought.
Cafeteria employees and Cafeteria Workers-Hourly shall file their grievances with the Director of Food Services. Teachers and Secretarial/Clerical and Paraprofessionals working in individual schools shall file their grievances with the appropriate principal. Secretarial/Clerical Employees in the Board office and the Superintendent’s Office shall file their grievances with the Superintendent. Transportation Employees shall file their grievances with the Transportation Coordinator. Within five (5) workdays after receiving the grievance, the supervisory employee who received it shall hold a hearing, unless mutually agreed otherwise and, within two (2) workdays of the hearing communicate his/her answer in writing to the aggrieved person.
6. Level Three
If the aggrieved person is not satisfied with the disposition of the grievance at Level One, or if no decision has been rendered within seven (7) workdays of presentation of the grievance, the aggrieved person may file his/her grievance in writing with the Superintendent within five (5) work days of when the reply should have been received. Board and Superintendent Office Secretarial/Clerical Employees shall move from Level One to Level Three.
a. If the aggrieved person is not satisfied with the disposition at Level Two or if no decision has been rendered within ten (10) work days after the grievance was delivered to the Superintendent, the Association may, within five (5) work days after the decision by the Superintendent or fifteen (15) work days after the grievance was delivered to the Superintendent, whichever is sooner, submit the aggrieved person’s grievance to the Board of Education, provided that the aggrieved person makes a written request within that time period for the Association to do so.
grievances where an aggrieved requests a hearing. The time of said
meeting would be before the Board as a whole or a committee, or as the
Board chooses. Notice of the date of meeting shall be given in writing to
the Association prior to the first of each month. This meeting will not be
appended to an already scheduled meeting. Time Limit: Grievance must
reach the Board at least five (5) days prior to the scheduled meeting. If
this time limit is not met, said grievance will be held until the next
scheduled meeting. The Board will provide a written response to the
grievant within ten (10) work days of the hearing.
D. Rights of Employees to Representation
7. Level Four
a. If the aggrieved person is an individual or group of individuals, as opposed to the Association itself, and said aggrieved person is not satisfied with the disposition of his grievance at Level Three, or if no decision has been rendered within twenty (20) days after the grievance was scheduled to be heard by the Board, he may, within five (5) work days after decision by the Board or twenty-five (25) work days after the grievance was scheduled to be heard, whichever is sooner, request in writing that the Association submit his grievance to binding arbitration concerning dispute on this Agreement. If the Association is the aggrieved person, and chooses to seek arbitration, it shall submit the grievance to binding arbitration with the Public Employment Relations Commission within the time limits of this paragraph.
b. If the aggrieved person is not the Association itself, and the Association receives a written request to file for binding arbitration from the aggrieved person, within the time limits of Article 3-C.7.a., and the Association chooses to seek arbitration, it shall within ten (10) work days after such a request, file with the Public Employment Relations Commission. The parties shall then be bound by the rules and procedures of PERC.
c. The arbitrator so selected shall confer with the representatives of the Board and the Association and hold hearings promptly and shall issue his decision not later than twenty (20) days from the date of the close of the hearings, or, if oral hearings have been waived, then from the date when final statements and proofs on the issues are submitted to him. The arbitrator’s decision shall be in writing and shall set forth his findings of fact, reasoning and conclusions on the issues submitted. The arbitrator, in his decision, shall be without the power of authorization to amend, modify, nullify, subtract from or add to the provisions of this Agreement. His authority will be strictly limited to the issue or issues presented. The decision of the arbitrator shall be submitted in writing to the Board and the Association.
d. The costs for the services of the arbitrator, including per diem expenses, if any, and actual necessary travel, subsistence expenses and the cost of the hearing room shall be borne equally by the Board and the Association. Any other expenses shall be paid by the party incurring same.
1. Any aggrieved person may be represented at all levels of the grievance procedure by himself, or at his option, by a representative selected or approved by the Association. When an employee is not represented by the Association, the Association shall have the right to be present at all stages of the grievance procedure.
2. Any individual employee of the district shall be assured freedom from restraint, interference, coercion, discrimination, or reprisal in presenting his appeal.
1. Decisions rendered at Levels One, Two, and Three shall be in writing setting forth the decision and the reasons therefore and shall be transmitted promptly to parties in interest and to the Association.
2. All documents, communications and records dealing with the processing of the grievance shall be filed with the Board, Association, aggrieved person, the affected principal and the Superintendent. These documents, communications and records shall be filed in a separate grievance file and shall not be kept in the personnel file of any of the participants.
3. Forms for filing grievances, making reports and recommendations, and other necessary documents to process a grievance shall be prepared by the Association and approved by the Superintendent and given appropriate distribution so as to facilitate operation of the grievance procedure. The cost of these documents shall be shared equally by the parties.
4. Grievances shall be initiated at the lowest possible level where relief may be granted.
5. During the processing of any grievance, the aggrieved person shall continue his normal duties until said grievance has had a proper solution.
6. All meetings and hearings under this procedure shall not be conducted in public and shall include only such parties in interest and their designated or selected representatives, heretofore referred to in this Article.
7. All meetings and hearings under this procedure shall be held at a time mutually agreeable to all parties concerned exclusive of class time.
8. Specifically excluded from this grievance procedure is the right of a nontenured Teacher to grieve failure of reemployment.
A. Pursuant to Chapter 123 of the Laws of 1974, the Board and the Association hereby agree
that all employees covered by this Agreement shall have the right freely to organize, join and support the Association and its affiliates for the purpose of engaging in collective negotiations to the extent permitted by law, or to refrain from doing so.
B. Nothing contained herein shall be construed to deny or restrict to any employee such rights as 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 above.
C. The Board respects the rights of all employees guaranteed to them under the laws and constitutions of New Jersey and the United States of America. The Board also recognizes that employees have the right to freedom from discrimination in all areas cited in New Jersey and Federal statutes.
D. Upon request, the Superintendent shall make arrangements with each employee to review his personnel file at a convenient time.
E. Under no circumstances shall any employee be requested to submit to a polygraph test or any other form of lie detector test.
F. No employee shall be prevented from wearing pins of membership in the Association.
G. Members of the teaching profession may advise in the formulation of policies and programs designed to improve educational standards.
H. Whenever any employee is required to appear before the Board or any committee or member thereof concerning their job performance which could adversely affect the continuation of that person in employment, or the salary or any increments pertaining thereto, she/he may request a written notice of the reasons for such meeting or interview and shall be entitled to have a representative of the Association present to advise her/him and represent her/him during such meeting or interview, if she/he so desires.
I. No Cafeteria Employee, Cafeteria Worker-Hourly, Secretarial/Clerical Employee or Paraprofessional, other than probationary, shall be disciplined or discharged or reprimanded without just cause, except that nothing in this provision shall preclude the Board from terminating Cafeteria Worker-Hourly employees without just cause.
J. Military Leave: Employees enlisting or entering the Military Service of the United States, pursuant to the provisions of the Universal Military Training and Service Act and amendments thereof, shall be granted all rights and privileges by the Act.
K. None of the (full-time bus drivers) Transportation Employees shall be required to drive a Board owned vehicle in violation of the State Board of Education for Pupil Transportation Laws and Regulations.
L. Transportation Employees:
1. The Board shall not discharge or discipline or suspend an employee without just cause.
2. Before any employee shall be disciplined or suspended or discharged, there shall be a conference held between the Association and the Board or its representatives within seventy-two (72) hours.
3. All warnings must be given in writing, and a copy of such warning shall be given to the employee, the A/R and the Association.
ASSOCIATION RIGHTS, PRIVILEGES
A. The Board recognizes the rights, duties and responsibilities of the Association towards all unit employees in protecting their terms and conditions of employment.
B. Representatives of the Association, the Middlesex County Education Association, the New Jersey Education Association, and the National Education Association shall be permitted to transact official Association business on school property at all reasonable times. The Association and its representatives shall be permitted to use school buildings at all reasonable hours for meetings. Any such use of school buildings shall be without interference with or interruption in normal school operations and with advance approval by the Superintendent. The Association shall reimburse the Board any extra janitorial labor cost required for such use.
C. Upon approval of the Building Principal and/or the Superintendent, the Association shall be permitted to use school equipment, including typewriters, photocopying equipment, computers, calculating machines, and all types of audiovisual equipment at times approved by the Building Principal. The Association shall supply all materials and supplies incident to such use.
D. The Association shall have, in each school building, the use of a bulletin board in each faculty lounge and employees’ dining room. Copies of all materials to be posted on such bulletin boards must be approved by the Association and given to the Building Principal and Superintendent.
E. The Association shall have the right to use of the school mail boxes within each school building
as it deems necessary, consistent with applicable law, and without the approval of Building
Principals or other members of the administration. The Association building representatives
shall be responsible for the distribution. A copy of all general distributions made by the
Association shall be simultaneously provided to the building principal.
F. The President of the Association, or designees, shall be granted a total of ten (10)
Association days subject to the personal day policy contained in Article 20.
G. 1. When the President of the Association is a secondary Teacher, his/her preparation
During 2002-2003 and 2003-2004, the President will have two back-to-back teaching periods and a planning period during the first three periods of the school day. This language applies to the current President only.
period shall be scheduled as the last work period of the day.
3. In addition to the provisions in 1. and 2. above, if the Association President is a secondary Teacher, he/she shall be assigned no homeroom duties. If the Association President is an elementary Teacher, he/she shall be assigned no morning bus duties. In either case, the President shall report to his/her assigned school at the normal reporting time.
2. In the case of an elementary Teacher who is President of the Association, the Board shall make every reasonable effort to schedule his/her preparation period as the last period(s) of the day.
4. Should a support staff employee become President of the Association, negotiations shall be re-opened between the Association and Board as to the issue of scheduling of such President’s workday to accommodate Association activities. These negotiations shall begin as soon as possible following notification from the Association of the new President’s name and position.
H. Teachers are expected to comply with the rules and regulations adopted by the Board of Education and its representatives.
I. Transportation Employees Work Rules:
J. The Association shall use its best efforts to maintain proper professionalism on the part of its members.
1. The Board may establish general work rules for its employees provided such rules are not in conflict with the Agreement, and are neither arbitrary or unreasonable. The application of this provision shall in no way be used to reduce the benefits, terms of working conditions to the employee. The Board agrees to present in writing to the Association an intended rule at least thirty (30) calendar days prior to its effective date. Upon request of the Association, a discussion will take place within thirty (30) calendar day period.
K. We regard the employment agreement as a solemn pledge to be executed both in spirit and in fact in a manner consistent with the highest ideals of professional service. Sound professional personnel relationships with governing boards are built upon personal integrity, dignity and mutual respect.
L. The board agrees to furnish to the Association one (1) copy of the names and addresses of all Board employees.
M. The official minutes of each public Board meeting shall be sent by inter-school mail to the Association after each meeting or mailed when school is not in session.
N. 1. The Board will notify the Association in writing prior to a layoff. The Association will be notified verbally and in writing of all promotions, demotions, transfers, suspensions and of an intended discharges.
2. Effective July 1, 1986, the Board shall provide a copy of the seniority list(s) which is developed prior to a reduction-in-force. Said list(s) shall be forwarded to the Association at least thirty (30) days prior to the reduction-in-force notification to affected employees.
O. The Board agrees that should it decide to subcontract or privatize, cafeteria workers, secretarial/clerical services, paraprofessionals, or Transportation Employees, the Association shall receive ninety (90) calendar days notice prior to such action taking place.
P. Whenever any representative of the Association or any employee is scheduled by both the parties to participate during working hours in meetings or conferences, which directly involve negotiations or grievances, he/she will suffer no loss in pay. Meetings which continue after the regular workday or commence after the regular workday shall be attended without compensation.
Q. Any elected or appointed representative of the Association may request a leave of absence without pay for the purpose of attending to Association business outside the premises of the Board. Other leaves of absence may be granted by the Board for good reason.
A. The school calendar shall be prepared by the Superintendent who shall elicit the participation of the Association prior to the final adoption of said calendar by the Board.
B. The Teacher in-school work year shall include one hundred eighty-three (183) Teacher-pupil contact days and two (2) additional days. Effective September 1, 1996, the Teacher in-school work year shall include one hundred eighty-two (182) Teacher-pupil contact days and four (4) additional days, two (2) of the days will be prior to the students arrival in September.
C. All ten (10) month Secretarial/Clerical Employees shall begin work in September, report same
day as Teachers, not more than three (3) working days prior to the children attending school and
end three (3) working days after the Teacher’s last working day in June.
D. The four (4) elementary principals’ secretaries and the Middle School guidance secretary will
become twelve (12) month employees as of September 1, 2001.
E. All ten (10) month Cafeteria Managers shall begin work in September. They shall report
the same day as Teachers, not more than three (3) working days prior to the children
attending school and end three (3) working days after the Teacher’s last working day in
June. If work is completed within three (3) days then they will be released accordingly.
1. All ten (10) month Cafeteria Employees shall begin work in September and report
3. All paraprofessionals shall report one (1) day before the students in September.
the same day as Teachers, not more than three (3) working days prior to the children
2. All transportation employees will report to work on the same day as students in
F. Secretaries/Clerks, and Cafeteria Employees shall not be required to report during holidays
and recesses as shown in the school calendar, and shall suffer no loss in pay. Employees
not required to report to work on days when school is closed for purposes of emergency or
inclement weather shall suffer no loss in pay.
G. Twelve (12) month employees shall not be required to report to work on the Fourth of July
holiday observance, and shall suffer no loss in pay.
c. A twelve (12) month employee hired prior to January 1 shall accrue credit
1. Twelve month certificated personnel shall have twenty (20) vacation days per year.
2. Office Personnel
d. The following schedule shall be employed to compute vacation pay for
for one year’s employment on the succeeding July 1 for the purpose of
computing vacation entitlement only.
twelve (12) month employees:
|1 yr. - less than 5 yrs.||2|
|5 yrs. - less than 10 yrs.||3|
|10 yrs. - less than 20 yrs.||4|
|20 yrs. - less than 25 yrs.||5|
|25 yrs. or more||6|
|All secretarial/clerical employees hired before June 30, 1995, shall have vacation at the levels articulated above except for the four (4) principals’ secretaries and the middle school guidance secretary who become twelve (12) month secretaries on September 1, 2001.|
|All secretarial/clerical employees hired on or after July 1, 1995, as well as the 12 month principals’ secretaries and the middle school guidance secretary moved from ten month to twelve month positions as of September 1, 2001 shall have vacation at the levels articulated directly below:|
|1 yr. - less than 5 yrs.||2|
|5 yrs. - less than 15 yrs.||3|
|15 yrs. or more||4
e. It is the intention of the Board of Education to establish an elementary
school schedule that ensures school offices are open the maximum number
of days during the months of July and August. The Superintendent
reserves the right to disapprove vacation days that coincide with that of the
f. Vacation entitlement shall be computed in accordance with the number of
years of employment the employee will complete prior to July 1 of any year.
j. Any employee transferring from a twelve (12) month job to a ten (10) month
g. Vacation shall be selected and scheduled by April 15th of each year.
(1) In the event a holiday named in this Agreement falls during an employee’s vacation period, such employee shall receive an additional day’s vacation.
(2) Single vacation days taken on a day when school is closed for purposes of emergency or inclement weather will be restored.
(3) If vacation time is lost due to school closing and these days are made up during Easter recess, appropriate vacation time will be granted.
h. Senior employees shall be given preference in the selection of vacation period. Vacations shall be scheduled July 1st through June 30th provided operation permits.
i. Vacation period may be changed provided no conflict is encountered.
job shall be entitled to vacation pay if they worked twelve (12) months.
k. A ten (10) month employees who changes to a twelve (12) month position shall
receive full credit for the number of years worked for the purposes of computing
|6 mo. - less than 1 yr.||1|
|1 yr. - less than 5 yrs.||2|
|5 yrs. - less than 10 yrs.||3|
|10 yrs. - less than 20 yrs.||4|
|20 yrs. - less than 25 yrs.||5|
|25 yrs. Or more||6|
1. Full-time bus drivers shall be paid for the Christmas and Easter recesses and for the Friday after Thanksgiving based on the number of hours daily in the individual’s run on the average.
2. Holidays eligible under the premium pay provisions are as follows: New Year’s Day, Martin Luther King Day, Presidents’ Birthday (1), Memorial Day, July Fourth, Labor Day, Yom Kippur, Veterans Day, Columbus Day, Thanksgiving Day, Christmas Day. Holidays are to be agreed upon at the beginning of the school year.
3. Mechanic’s Holidays: July Fourth, Labor Day, Yom Kippur, Columbus Day, Veteran’s Day, Thanksgiving Day/Friday, Christmas Eve, Christmas Day/Day after, New Year’s Eve, New Year’s Day, Martin Luther King Day, Presidents’ Birthday, (Fri./Mon.), Easter Monday, Memorial Day.
A. Employees shall indicate their presence for duty by filling out their appropriate time card. The actual time of arrival and departure must be recorded by the employee. The work day shall include the time required as follows:
a. Teachers will commence work thirty (30) minutes prior to the time for pupil attendance, which pre-pupil attendance time worked shall involve pupil contact, but shall not be instructional time. Commencing with the 1999-2000 school year and continuing thereafter, the distribution and nature of the teacher’s thirty (30) minute pre-pupil attendance time work shall be as determined in the sole discretion of the Superintendent of Schools and may be use in whole or in part for pupil instruction.
d. A teacher who gives up a planning period or a lunch period to cover a
b. The teacher work day shall include post-pupil attendance time of fifteen (15) minutes to allow smooth and supervised pupil arrival and dismissal, except on early dismissal days when teachers may be required to remain until normal departure time. Teachers will not be required to remain until the normal departure time when early dismissal days occur immediately preceding a holiday or for inclement weather.
c. Teachers may leave the building during their schedule duty-free lunch periods, provided they sign in and out. However, the total number allowed to leave during any lunch period shall not exceed the number of building staff divided by the number of building lunch periods.
2. SECRETARIAL/CLERICAL EMPLOYEES
class when a substitute teacher cannot be hired for a teacher who is absent
will receive payment per class period as follows:
$ 21.00 per period - 2001-2002
$ 22.00 per period - 2002-2003
$ 23.00 per period - 2003-2004
a. The regular work week for all full-time Secretarial/Clerical Employees
b. The lunch period shall be thirty (30) minutes during the school year. An additional fifteen (15) minutes will be granted for lunch during the summer months.
1. During the regular school year for drivers who operate regular school buses, the work week will be from Monday through Friday, inclusive. The Board will provide a guaranteed minimum payment of four and one-half (4-1/2) hours or guarantee scheduled hours of work or guarantee pay to agree with the length of the assigned run. Interruption in work schedules of one (1) hour or less shall be counted and paid as time worked.
shall consist of five (5) consecutive days, Monday through Friday, six and three-quarters (6-3/4) hours each day. Twelve month secretaries will work a six and one-half (6-1/2) hour day beginning on the day after the last scheduled day for students in June, through the months of July and August, and until the first day students are in attendance in September. This will commence January 1, 2002.
3. There will be a rebid after October 15th on an emergency basis only. The emergency must be validated by the Transportation Coordinator.
2. All bus runs will be coordinated and finalized by October 15th at which time the drivers have the right to rebid the run. All changes to the runs after October 15th must be rebid.
4. Summer runs will be bid on in June for bus drivers.
1. Inclement Weather/Emergency Closings: Notice of school closings for emergencies or inclement weather is defined as (a) radio announcement on WCTC (AM) not later than 6:15 a.m. or (b) telephone notification to the employee leaving home for work. Where timely notice of school closing is not given, employees reporting to work shall be paid for the actual time worked on such days or for two (2) hours, whichever is greater.
b. Bus Mechanic
c. All Transportation Employees
1. The regular work week for the bus mechanic shall consist of five (5) consecutive days, Monday through Friday. His hours of work shall be from 6:30 a.m. to 3:00 p.m. that includes one/half (1/2) hour paid lunch.
d. Full-time Bus Aides
1. A job description for a full-time bus aide has been agreed upon and will be kept on file in the Superintendent’s office.
2. Full-time bus aides will be guaranteed a minimum of three (3) hours work, regardless of an early dismissal or a delayed opening.
3. Full-time bus aides will be guaranteed a maximum layover time of one-half (1/2) hour.
4. Full-time bus aides will be provided with health benefits consistent with state law.
5. Summer runs will be bid on in June for full-time bus aides.
B. Teachers will be required to attend all parent conferences, back-to-school nights, and all faculty and department meetings called by their respective Building Principals and department heads.
C. Classroom Teachers shall, in addition to their lunch periods, have preparation time during which they shall not be assigned to any other duties as follows whenever school is in session on a full school day:
1. The notice of an agenda for any meetings shall be given to Teachers involved at least three (3) days prior to the meetings, except in an emergency. Teachers shall have the opportunity to suggest items for the agenda.
2. Such meetings shall not be held on a day immediately preceding a school holiday, on a Friday, or on any other day upon which Teacher attendance is not required at school.
3. Two (2) evening conferences and one (1) back-to-school night shall be scheduled on early dismissal days. A back to school night will be required attendance in each school.
D. Teacher participation in field trips that extend beyond the teacher’s in-school workday
1. Middle School - 1 period daily.
2. Senior High School - 1 period daily.
3. Full-time elementary school Teachers (grades K-6) shall have one preparation period each day as assigned by the Superintendent or his/her representative. If half-day kindergarten is reinstated, the prior practice of no guaranteed preparation time for kindergarten teachers shall be restored.
4. A teaching staff member carrying out the duties of Athletic Trainer shall receive five (5) planning periods during each five (5) full-day week. The employee shall receive no more than two (2) planning periods in one day.
and overnight or weekend trips shall be voluntary. If no volunteers are forthcoming,
assignment will be made by the Building Principal.
E. Middle School Teachers of language arts, science, social studies, and mathematics will
teach a maximum of five (5) teaching periods except where there are unusual and
compelling circumstances. Such circumstances are those related to an excessive number
of students in individual classes (class size) and special needs created by the nature of
the educational program. The maximum teaching load may be exceeded by two (2)
Teachers in each of the above mentioned areas. In those situations where a Teacher is
assigned six (6) teaching periods, the Teachers will be relieved from other duty
assignments such as, but not limited to, homeroom.
F. Effective September 1, 2003, the Middle School calendar shall incorporate a nine (9)
period day. It shall be modified as follows:
1. Paragraph E above is deleted and replaced with the following: “Effective
September 1, 2003 the workday for upper middle school teachers will be
increased by 32 minutes, consistent with the proposed nine period schedule
that provides a full period lunch.”
2. No certificated staff will be required to teach seven (7) classes.
G. The Building Administration shall attempt to concentrate the teaching stations of teachers whose schedules require them to have multiple locations.
H. 1. Employees traveling (those driving from one building to another in one day to perform the assigned tasks) shall be given mileage at the highest IRS rate.
2. Employees dividing their time between buildings or levels (Upper and Lower Middle School) will be assigned to one building or level to determine the length of time for planning and lunch periods and any other items that may be determined by length of school day or assignments.
3. Employees dividing their time between buildings will not be assigned either a homeroom and/or pre and post duties, or both, at the Superintendent’s discretion. If an employee is assigned a homeroom or pre-school duty he/she will only be assigned such duty at the building in which he/she has first period. If an employee is assigned post-school duties he/she will only be assigned such duty at the building in which he/she has last period. The assignment of pre and/or post duties will not extend the employees’ school day, nor shall it interfere with any co-curricular or extra-curricular positions.
PART I COACHES
A. The Board agrees that the term coach, when used in this Agreement, shall refer to the following
positions as listed in Schedule A-6, Co-curricular Coaches’ Salary Guide.
B. Rights of Coaches
C. Seasons of Coaches
1. The Board agrees to make available to all coaches all necessary information to comply with the rules and regulations of the New Jersey State Interscholastic Athletic Association, a copy of the rules and regulations of the New Jersey State Interscholastic Athletic Association, school record cards, names and addresses, and school medical records of all team members.
2. The coaches and their team members shall have the right to use school facilities at all reasonable hours, for meetings, for practice, exhibition and scheduled game sessions, with the approval of the Superintendent.
D. Non-Coaching Duties
(c) supervise detention halls.
Seasons of Coaches will be pursuant to the N.J.S.I.A.A. Constitution and By-Laws.
E. Coaches’ Employment
F. Coaches’ Salaries
G. Coaches’ Assignment
1. Coaches shall be notified of their contract and salary status for the ensuing year no later than May 1st for fall and winter sports and June 30th for spring sports.
2. The individual contracts to be issued for each coaching position shall be set forth in Schedule B of the Agreement. Each contract shall include the dates of the coaching season, salary, and the dates on which each coach shall receive his installments.
3. The Board agrees to officially adopt each contract and notify each coach of such official action by presenting a copy of the contract no later than May 15th for fall and winter sports and June 30 for spring sports of the school year previous to the school year in which the individual contract is operative. Coaches shall sign and return the contract within fifteen (15) days of receipt and failure to return the contract within this period shall be considered resignation.
H. Position Openings for Coaches
1. No coach shall be precluded from accepting or applying for more than one (1) coaching assignment.
2. Any coach applying for a coaching position in which he has no experience, must receive a vote of confidence from the Athletic Director and the head coach of that sport, subject to the approval of the Superintendent.
H. Coaching Facilities
1. No later than April 1st of each school year, the Board shall deliver to the Sayreville Education Association and post in each school building a list of known coaching vacancies which shall occur during the following year.
2. Such posting shall include the title of the coaching position being vacated, the contracted salary offered, and the qualifications necessary. Such posting shall be in accordance with all provisions of the Agreement.
3. Any coach holding a current coaching position that is not being re-hired for the position, will be notified in writing by the Athletic Director prior to the posting of said position.
1. Coaches shall be provided with:
b. a separate private locker room for the exclusive use of coaches;
a. adequate team equipment and supplies;
2. Each coach shall be given the following amount of money to be used for scouting
c. a complete copy of the rules and regulations of NJSIAA.
as the need arises, with the approval of the Athletic Director and the Superintendent:
$ 21.00 in 2001-2002, $ 22.00 in 2002-2003 and $ 23.00 in 2003-2004.
K. Coaching Development and Improvement
No coach shall be required to attend a practice, exhibition or officially scheduled game session if he was excused from school that same day because of sick leave or a temporary leave of absence as cited in this Agreement.
1. Coaches who attend clinics or general coaching sessions of an extended nature, with approval of the Superintendent and/or the board, outside of their athletic training season shall be reimbursed for expenses incurred as a result of their attendance. The coach shall be reimbursed for mileage at the highest current IRS allowable rate.
2. With approval of the Superintendent and the Board, each coach will be allowed
to attend two clinics of his/her choice not in addition to the two (2) days listed in
ARTICLE 20. Each coach will be allowed one (1) additional day to attend clinics,
meetings or conferences other than those listed in ARTICLE 20. The amount
budgeted shall not exceed $ 140.00 per day.
L. Coaches’ Protection
M. Dates for Payment of Coaches’ Salaries
1. The Board agrees to protect and save harmless every coach from any financial loss resulting from an act or omission arising out of and in the course of the performance of his coaching duties.
2. No coach shall be required to drive students to activities which take place away from the school building. A coach may do so voluntarily, however, with the advance approval of the Superintendent. He/she shall be compensated at the highest current IRS allowable rate.
3. Coaches contract shall be set forth in Schedule B.
PART II ADVISORS
Coaches in season shall be paid in two equal payments during season:
Fall Sports: October 15th and November 30th
Winter Sports: January 15th and March 15th
Spring Sports: April 15th and June 15th
A. The Board agrees that the term advisor when used in this Agreement shall refer to the following positions as listed in Schedule A-6, Co-curricular Advisors Salary Guide.
B. 1. The Board agrees to make available to all advisors all necessary information needed to complete their duties including any rule and regulations required to complete such duties, school duties, school records cards, names and addresses of all activity members.
C. 1. Advisors shall be notified of their contract and salary status for the ensuing year by May 1st or as soon thereafter as practical.
2. Advisors and their activity members shall have the right to use school facilities at all reasonable hours, for meetings, rehearsals, exhibitions activities and scheduled performances, with the approval of the Superintendent.
D. 1. The salaries of all advisors shall be set forth in Schedule A - No. 6
2. The individual contracts to be issued for each advisor position shall be set forth in Schedule C of the Agreement. Each advisor contract shall include the school year of advisorship, salary and the dates on which each advisor shall receive payment.
E. Position openings for Advisors:
2. Advisors shall be paid in two equal payments during the school year:
1. No later than April 1st of each school year, the Board shall deliver to the Sayreville Education Association and post in each school building a list of known advisorship vacancies that shall occur during the following year.
2. Such posting shall include the title of the positions vacated, the contracted salary offered, and the qualifications necessary. Such posting shall be in accordance with all provisions of the Agreement.
3. Any Advisor holding a current advisorship position that is not being re-hired for the position, shall be notified in writing by the Principal prior to the posting of said position.
G. Advisor Protection
1. No advisor shall be required to attend a rehearsal, exhibition or official scheduled session if he/she was excused from school that same day because of sick leave or temporary leave of absence as cited in this Agreement.
1. The Board agrees to protect and save harmless every advisor from any financial loss resulting from an act of omission arising out of and in the course of the performance of his/her advisor duties.
2. No advisor shall be required to drive students to activities that take place away from the school building. An advisor may do so voluntarily, however, with the advance approval of the Superintendent. He/She shall be compensated at the highest current IRS allowable rate.
3. Advisors’ contracts shall be set forth in Schedule C.
NON-TEACHING DUTIES AND OVERTIME
A. The Board recognizes the desirability of employing cafeteria aides in each elementary school to assist the supervision of cafeterias and playgrounds when school is in session. However, the decision of hiring and stipulating assignments rests with the Board. The Board will hire such aides when, in its judgment, it is practical to do so.
B. Teachers shall not be required to chaperone any school dances during holidays and extended weekends. This shall be on a voluntary basis.
C. Teachers shall not be required to drive students to activities which take place away from the school building. A Teacher may do so voluntarily, however, with the advance approval of the Board of Education. He/She shall be compensated at the highest current IRS allowable rate.
D. The Board shall arrange for and maintain a reasonable amount of insurance to cover damages incurred by a Teacher against whom any action shall be brought for any action or omission arising out of the authorized use of his own automobile in the performance of school duties.
E. Pupils returning insurance and picture money to school shall do so in sealed envelopes and said envelopes shall be turned in to the principal’s office. Teachers are not required to count and/or tally monies for the above-mentioned items.
F. Bedside tutoring and approved tutoring will be paid at the rate of: $ 38.50 per hour in
2001-2002, $ 40.25 per hour in 2002-2003, and $ 42.25 per hour in 2003-2004.
G. Teachers assigned to supervise the Saturday suspension program shall be paid at a rate
of $ 46.50 per hour in 2001-2002, $ 47.65 per hour in 2002-2003, and $ 50.00 per
hour in 2003-2004.
H. The position of School Website Assistant will be created as of September 1, 2001.
Each school will have one (1) Website Assistant who will be paid an annual stipend
of $ 1,200.
I. The position of Board of Education Video Assistant will be created as of September 1,
2001, with a stipend of $ 25.00 per hour with a minimum of two (2) hours per session.
The schedule of meetings and airings will be determined by the Board of Education.
3. Overtime shall be paid at the rate of one and one-half (1-1/2) times the normal
4. Any employee not desiring to accept overtime will not be disciplined in any
1. Secretarial/Clerical Employees and Cafeteria Employees and Paraprofessionals and Transportation employees shall be given advance notice of work required to be performed on an overtime basis whenever it is practicable to do so.
2. Cafeteria Workers’ overtime shall be distributed as equitably as possible. Overtime shall first be offered to the employee possessing the most seniority, on a rotation basis, within the school they are working. Title jobs excluded.
A. No Teacher shall be employed unless he is the holder of a valid certificate or has approval under the Provisional Teacher Program.
B. 1. Each Teacher may be placed on his proper step of the salary schedule as follows:
C. 1. To procure Teachers of special qualifications, and/or in areas of short supply, unlimited prior service, based on school or nonschool experience may be allowed by the Superintendent with the approval of the Board.
2. In the event of a recall, any riffed teacher who wishes to return, but is under contract to another school district and is unable to obtain a release from that contract, shall be given a grace period of up to sixty (60) days to begin employment, in order to fulfill his/her other contractual obligations.
Up to five (5) years credit may be given for previous outside teaching experience in a duly accredited school upon initial employment in accordance with the provisions of Schedule A. In addition, credit may be given for military experience to the maximum permitted by law. Credit may also be given for alternative civilian service required by the Selective Service System and/or the Peace Corps., VISTA or National Teachers Corps, work and/or time spent on a Fulbright Scholarship. However, this credit shall not be a retroactive credit allotted for reasons stated in this paragraph exceeding five (5) years.
D. 1. Contracts shall be issued as soon as practical after the April meeting of the Board of Education.
2. Teachers entering the Armed Forces of the United States from the Sayreville Public Schools will, when reemployed, be given a salary equal to that which they were receiving at the time they entered the Armed Forces, plus all increments received by the Teachers of the district during the period of service in the Armed Forces.
3. Teachers employed in this system prior to 1955, and having been allowed prior service credit for service in the Armed Forces of this country at the time of their employment, shall continue to have this time counted as prior service in determining their salaries for subsequent years under the provision of this Guide.
E. Teachers recognize their responsibilities as professionals. In recognition thereof, they agree to:
2. When possible, Teachers who are not to be rehired will be notified in writing by May 31.
1. maintain high professional standards;
2. report for duty at designated times;
3. prepare appropriate lesson plans, as requested by administration;
4. attend faculty meetings as described in Article 7, B.
A. The salaries of all employees covered by the Agreement are set forth in Schedule A.1 through A.19 which are attached hereto and made a part hereof.
1. Employees employed on a ten (10) month basis shall be paid in twenty (20) equal semi-monthly installments. Employees employed on a twelve (12) month basis shall be paid in twenty-four (24) equal semi-monthly installments.
2. The Board agrees to deduct from an employee’s salary money for the Teachers’ Credit Union in Middlesex County in the denominations requested by the employee and according to the guidelines of the credit union. Said deposits shall be made twice per month to the Credit Union when paychecks are distributed. However, an employee may make only one alteration in the deduction denomination per year. The year is defined as September 1 through August 31.
3. When a pay day falls on or during a school holiday, bank holiday, vacation or weekend, employees shall receive their pay checks on the last previous working day, except in an emergency.
4. Ten (10) month employees shall receive their final pay checks no later than June 30, provided the building principal certifies that they have completed duties for which they are responsible.
5. Payment for Co-Curricular shall be paid by separate check.
6. All employees will have the option of direct deposit of paychecks into their respective bank accounts.
1. They are rehired.
Employees are eligible for the annual increment if:
2. They received full compensation for more than half (1/2) of the preceding work year.
3. The Superintendent and/or the Board of Education does not recommend that the increment
D. Retirement Bonus
1. Teachers are “off guide” if their present contract salary is different from that provided by the guide, computed in terms of local service plus prior service credit.
2. Teachers changing their salary classification by reason of obtaining a higher degree during any school year shall be placed on their proper place on this guide for the following year.
3. Teachers must notify the Superintendent of any degree change prior to the first regular Board meeting in September and verify by official transcript or record no later than the October Board meeting to be eligible for such change in degree status for the current year.
E. Terminal Leave Pay – Secretarial /Clerical Employees, Cafeteria Employees, Bus Drivers, Mechanic, Full-Time Paraprofessionals, and Full-Time Bus Aides.
Upon retirement, as retirement is defined by the T.P.A.F., a teacher with fifteen (15) years of service in the Sayreville School System and with a good attendance record, shall receive a retirement bonus of 1.40% of his/her salary for every three (3) years of service. A teacher with an exceptional attendance record shall receive a retirement bonus of 1.55% of his/her salary for every three (3) years of service. A good attendance record shall be defined to mean a teacher who is able to maintain an average of sixty percent (60%) of his/her accumulated leave days per year for the last fifteen (15) years of service. An exceptional attendance record shall be defined to mean a teacher who is able to maintain an average of eighty percent (80%) of his/her accumulated leave days per year for the last fifteen (15) years of service. In extreme circumstances, where a teacher, upon retirement, has not met the definition of good attendance due to catastrophic illness or other extenuating circumstances, the Board may, in its discretion, confer upon the teacher a good service bonus of up to $1,000.00. Timely notice of intent to apply for the retirement bonus must be given to the Board not later than November 1 preceding the school year of the requested retirement date. If timely notice is not given, the Board may delay the retirement bonus until the following school year.
F. Premium Pay - Transportation Employees
5. The Board will pay: $ 8.50 towards an overtime meal when an employee is
Immediately prior to retirement, an employee will be granted a number of days off with full pay equal to one-half (1/2) of unused sick days with a maximum of seventy-five (75) days of terminal leave, or the employee may elect to work until his retirement date and receive an additional pay equal to one-half (1/2) of unused sick days with a maximum of seventy-five (75) days.
required to work ten (10) hours or more and for each succeeding four (4) hours of
work. The Board will also pay $ 8.50 towards an overtime meal when an
employee works six (6) hours if said assignment extends beyond 7:00 p.m.
6. Overtime will be equalized to the fullest extent practicable within each work group.
7. The Board shall not substitute compensatory time off in place of wages earned.
a. Full-time bus drivers’ field trips and athletic trips shall be offered in the order of seniority. There shall be a separate rotation list for field trips as well and for athletic trips.
A. 1. a. All Teachers shall be given written notice of their tentative class and/or subject
assignments and building assignments for the forthcoming year not later than June 1,
b. Non-teaching staff members shall be given written notice of changes in their work
B. 1. Employees who may be required to use their own automobile in the performance of their duties shall be reimbursed for all such travel at the highest current IRS allowable rate.
2. The Superintendent shall assign all newly appointed personnel to their tentative positions within that subject area and/or grade level for which the Board has tentatively appointed the Teacher. The Superintendent shall give notice of assignments to new Teachers as soon as practicable.
and/or building assignments for the forthcoming year. This notice shall be given to
twelve (12) month Secretarial/Clerical Employees, and Cafeteria Employees by
August 1. Every effort will be made to notify the Paraprofessionals of changes as
soon as possible.
3. In the event that changes in such schedules, class and/or subject assignments, work assignments, or building assignments, are proposed after the dates set forth in 1.a. and b. above, the employee affected shall be notified in writing as soon as possible.
5. All employee transfers (full or part-time) will be made public in the
2. Teachers who are assigned to more than one (1) school building shall be given adequate travel time between schools.
3. Employees dividing their time between buildings or levels (Upper and Lower Middle Schools) will be assigned to one building or level as per Article 7, at the discretion of the Superintendent.
4. Employees diving their time between buildings during the school day, shall be providing parking spaces as close as possible to a building entrance.
Superintendent’s report, at all Board of Education meetings.
A. Each school shall have the following facilities:
B. Uniform Allowance
1. Space in each classroom in which Teachers may store instructional materials and supplies.
2. A desk, chair, and filing cabinet for each classroom.
3. A separate dining area for the use of the employees, wherever possible.
4. Space for each employee to store coats, overshoes, and personal articles.
5. Chalkboard space in every classroom.
6. A dictionary in every classroom and secretarial work station.
7. Books, paper, pencils, pens, chalk and erasers, as appropriate, shall be provided in every classroom and secretarial work station.
1. The Board shall provide each Cafeteria Employee and Cafeteria Hourly with, $ 165.00 in 2001-2002, $ 170.00 in 2002-2003 and $ 175.00 in 2003-2004 per year for uniforms and/or shoes for the length of contract. The type and quality of such uniform will be determined by the supervisor. Money will be paid on April 1 to all working employees.
2. Uniforms for the bus mechanic shall be replaced on a fair “wear and tear” basis. Each article of clothing shall be turned in to the supervisor prior to replacement. The mechanic may choose to utilize a clothing allowance of $ 238.00 in 2001-2001, $ 249.00 in 2002-2003 and $ 257.00 in 2003-2004. In the event that the mechanic selects this option uniforms will be replaced by the mechanic. Work shoes will be provided in accordance with Board policy.
A. A joint Educational Council shall be established and it shall consist of up to three (3) Board members, the Superintendent of Schools, two (2) designees appointed by the Board and up to five (5) Sayreville Teachers appointed by the Association. The Council shall meet at least three (3) times a year and advise the Board of Education on matters of mutual concern dealing with the day-to-day operation of the system and the advancement of the educational goals of the district. Prior to September 30 each school year, meeting dates for the school year shall be set jointly. Teacher participation in the Educational Council is voluntary and without additional compensation.
B. The function of the Educational Council is to recommend for Board of Education consideration the establishment of policies and practices pertinent to the items in paragraph A. The Council, in preparing their recommendations for the Board of Education consideration, shall at all times avail itself of the most up-to-date research pertinent to such recommendations. In addition, it shall provide for majority reports and minority reports, if any, pertaining to its recommendations.
C. All reports and recommendations outlined above in paragraph B. shall be in writing.
D. Meetings shall generally be held during evening hours, usually beginning at 7:00 p.m.
TEACHER TRANSFERS AND
A. Request for a voluntary transfer shall be given due consideration by the Superintendent of Schools on the basis of the needs of the District.
B. Notice of any involuntary transfer or reassignment shall be given to Teachers as soon as practicable and, except in cases of emergency, not later than June 15.
C. An involuntary transfer or reassignment shall be effective only after a meeting between the Teacher involved, and the principal, at which time the Teacher shall be notified of the reason, if requested by the Teacher. The Teacher may, at his option, have an Association representative present at such meeting.
D. Teachers shall be given a signed copy of their notice of transfer, if possible, no later than
June 15 of the year preceding said transfer.
A. Promotional positions are defined as follows:
3. Each applicant who meets the qualifications for a vacancy shall be interviewed by
Positions paying a salary differential and/or positions on the administrator-supervisory levels of responsibility. Extra work and/or extra pay assignments do not constitute a promotion.
1. A notice shall be posted in each school and Administrative Building as far in advance as practicable. Teachers who desire to apply for such vacancies shall submit their applications in writing to the Superintendent within the time limits specified in the notice. A copy shall be sent to the Association President.
2. Should such promotional vacancies arise when school is not in session, the Superintendent shall send notice of said vacancy to the Association. Time limits shall be in accordance with Section 1. of this Article.
the Superintendent or his/her designee, and/or the Board of Education.
SENIORITY, POST AND BID PROCEDURES
LAYOFF AND RECALL
SECRETARIAL/CLERICAL EMPLOYEES , CAFETERIA EMPLOYEES, FULL-TIME PARAPROFESSIONALS, AND FULL-TIME TRANSPORTATION EMPLOYEES.
d. Employees on paid sick leave will continue to accrue seniority.
a. “Seniority” is defined to mean preference in employment based upon the length of continuous service with the Board from the date of initial hire provided such service has not been terminated by:
b. If a new employee is retained by the Board beyond the probationary period, his/her seniority will be retroactive to the date of employment.
c. Seniority shall prevail in matters of layoff, recall, and vacation selection except as otherwise provided in this Agreement. To break ties in seniority, the lowest number on the application will prevail.
1. In case of a school closing or a reorganization, the Manager with the
a. Secretarial/Clerical Employees
b. District Satellite Cafeteria Manager
Vacancies in the Superintendent’s Office shall be filled by management selection. These jobs consist of one (1) Confidential Secretary and two (2) Clerk-Secretaries. Seniority will not be a controlling factor in the filling of these vacancies.
least seniority in this category, will move back into the Cafeteria
Worker category at the most junior six (6) hour position, retaining all
seniority rights for future bidding positions.
2. Seniority as a Cafeteria Manager can only be gained in a Cafeteria
2. Probationary Period - The first 90 calendar days of employment,
3. No seniority will be lost or gained o a leave of absence approved by the
excluding July and August, shall be a probationary period and the Board shall
have the right to discharge a probationary employee without assigning any
reason for the discharge and shall not have recourse under the grievance
Board unless the person fails to report to work on the agreed workday.
B. Post and Bid Procedure
3. A successful bidder will be granted a trial period of ninety (90) working days on
1. It is the intention of the Board to fill job vacancies from within each unit sub-group (Secretarial/Clerical, Cafeteria Manager, Cafeteria Workers, Paraprofessional) before hiring new employees.
2. The Board shall post all vacancies for permanent positions. The Board shall prepare a notice stating the name of the job classification, location of the assignment and requirements. In addition, the statement shall invite bids. This notice shall be posted on all bulletin boards for five (5) working days. In addition, the Board agrees to publish a notice for bid to each employee, even when absent.
C. Layoff and Recall
the new assignment. During this trial period, the successful bidder will be
compensated at the rate of pay of the new classification. Easter, Christmas and
summer recesses, where applicable, will not count toward the completion of the
ninety (90) working days’ trial period. The Association and the employee will be
kept advised of the bidders’ progress in learning of the new assignment and be
given every reasonable assistance to successfully meet the requirements of the
job. If the bidder does not wish to stay in the lateral/upgrade position, the bidder
may return to his/her previous position within twenty (20) days of the new
appointment. If the bidder fails to successfully meet the requirements of the job
within the ninety (90) working day trial period, or expresses his/her desire to
return to his/her previous position within twenty (20) days of the new appoint-
ment, such person shall assume seniority and pay as though such old
classification had never been left.
4. Once a Cafeteria Worker, District Satellite Cafeteria manager or Secretarial/Clerical
a. Transportation Employees. A successful bidder will be granted a trial period of ninety (90) calendar days, excluding July and August, on the new assignment. During his/her trial period, the successful bidder will be compensated at the rate of pay for the new classification. The Association and the employee will be kept advised of the bidder’s progress in learning the new assignment and be given every reasonable assistance to successfully meet the requirements of the job. If the bidder fails to successfully meet these requirements within ninety (90) calendar day trial period, such person shall assume seniority and pay as though such old classification had never been left.
employee successfully bids for a new job, he/she will be restricted from bidding for
one (1) year after the date of the last move unless a posting is for a higher-rated job.
2. Secretarial/Clerical Reduction-in-Work Year
1. General Provisions
The Board may reduce the working force only due to a lack of work. In such event, the following procedures shall be followed:
a. Any employee laid-off shall be placed on the recall list in the unit sub-group (see B.1.) for a period of two (2) years.
b. Any notice of re-employment to an employee who has been laid off shall be made by registered mail to the last known address of such employee.
c. The employee must notify the Board within ten (10) working days of intent to return to work.
d. The employee shall give notice of intent to return within ten (10) working days of receipt of a reemployment notice and actually return to work within thirty (30) calendar days.
e. Notice of the layoffs of Cafeteria Employees, and Secretarial/Clerical Employees shall be given at least thirty (30) days before the scheduled layoffs. Paraprofessionals and Transportation Employees shall be given at least ten (10) working days notice before the scheduled layoffs.
f. The employee with the least amount of seniority in a unit sub-group (see B.1. above), regardless of classification within the unit sub-group will be the first laid off.
g. The Board, upon rehiring, shall do so in order of seniority. The Board shall rehire the last employee laid-off in a unit sub-group providing that such employee has the qualifications for the position for which he is rehired.
h. Under no circumstances shall the Board hire Secretarial/Clerical Employees from the open market while Secretarial/Clerical Employees on the recall list who are qualified to perform the duties of the vacant position are ready, willing and able to be re-employed.
i. Any non-professional employee who maintains his/her employment within the district and bids for a job previously held by that employee will be placed on the same step of the salary guide that he/she would have been on had they never left the position.
a. Employee in the reduced position may elect to remain in the position or displace the
If a reduction in the Secretarial/Clerical work force involves changing a position from twelve (12) months to ten (10) months, the following rules will apply:
most junior of these twelve (12) month employees with less seniority providing:
(1) the employee is qualified for that position
(2) the position is not restricted under A.2.a. above.
b. The junior twelve (12) month employee displaced from a twelve (12) month position
will be placed in the open ten (10) month position.
A. Teacher Evaluation
B. All Employees
1. Any employee shall have the right to have his written comment, regarding the evaluation, included in his personnel file.
2. The Teacher shall be given a copy of the Annual Performance Report after the Teacher has signed said report. When any report on performance goes into a nonteaching employee’s personnel file, a copy shall be provided to the employee.
3. No observation or evaluation report shall be submitted to any central office, placed in the employee’s file or otherwise acted upon without prior conference with the employee. No employee shall be required to sign a blank or incomplete evaluation or observation form.
4. When any report on performance goes into a non-teaching employee’s personnel file, a copy shall be provided to the employee.
5. All monitoring or observation of the work performance of an employee shall be conducted openly and with full knowledge of the employee. The use of eavesdropping, public address, cameras, audio systems, and similar surveillance devices shall be strictly prohibited.
A. All employees employed by September 1st who are protected by tenure or are steadily employed, shall be entitled to ten (10) sick leave days each school year and all twelve (12) months employees shall be entitled to twelve (12) sick leave days each school year. All newly-hired employees employed after September 1st, on a contractual basis, will be entitled to a prorate number of sick days equal to one (1) day for each full month of employment. Unused sick leave days shall be accumulated from year to year with no maximum limit. However, no employee shall be allowed to increase his total accumulation by more than fifteen (15) days in any one year, pursuant to N.J.S.A. 18-A:30-7.
2. All contractual employees re-hired after September 1, will be entitled to one (1) sick day for the month they are re-hired, provided they begin working on or before the first work day after the tenth of the month.
B. Extended Sick Leave
Extended sick leave benefits will be governed by N.J.S.A. 18A:30-6 as outlined below:
C. Tenured Teachers, Secretarial/Clerical Employees, Cafeteria Employees, Paraprofessionals and Transportation Employees must be granted a sick leave without pay, up to two (2) years, unless the Board of Education acts otherwise in a specific case.
When absence, under the circumstances described in section 18A:30-1 of this Article, extends the annual sick leave and the accumulated sick leave, the Board of Education may pay any such person each day’s salary less the pay of a substitute, if a substitute is employed or the estimated cost of the employment of a substitute if non is employed, for such length of time as may be determined by the Board of Education in each individual case. A day’s salary is defined as 1/200 of the annual salary for ten (10) month employees and 1/240 of the annual salary for twelve (12) month employees.
D. No sick leave entitlement is to accrue to employees while on an unpaid leave of absence.
E. Every effort shall be made to provide all employees an annual accounting of accumulated sick leave by September 30.
F. Paraprofessionals on a paid sick leave will continue to accrue seniority.
G. Transportation Employees
H. Perfect Attendance Incentive
1. Employees entitled to sick days with pay shall be paid for the scheduled hours of run, inclusive of late runs.
2. Employees with less than six (6) years of employment may receive the difference between their salary and the wages paid to a substitute for thirty (30) days after their cumulative sick days have been exhausted only once for same occurrence. The Board retains case by case discretion in granting any additional leave.
3. Employees with more than six (6) years of employment may receive the difference between their salary and wages paid to a substitute for ninety (90) days after their cumulative sick days have been exhausted for each occurrence, provided there is a break of at least thirty (30) calendar days. The Board retains case by case discretion in granting any additional leave.
4. No sick leave entitlement is to accrue to employees while on leave of absence.
5. Employees on sick leave will continue to accrue seniority.
A perfect attendance incentive will be given to staff members who have perfect attendance in any given school year. Perfect attendance shall be defined as “not having used any sick days or personal days.” The incentive shall be as follows: $ 200.00 in 2001-2002, $ 250.00 in 2002-2003, and $ 300.00 in 2003-2004.
A. Teachers shall be entitled to the following personal leaves of absence with full pay each school year:
c. Any Teachers who was credited with four (4) personal days during the
1. Days for personal business that require absence during school hours. The applicant need not be required to state the reason for taking such leave other than that he is taking it under this section. The applicant must submit and receive approval from the Superintendent or his designee three (3) days before taking such leave. Teachers shall not request personal days immediately before and after a holiday. Regulations in this paragraph may be waived in case of an emergency.
1985-86 school year shall continue to receive four (4) personal days
notwithstanding the provisions of a. above.
e. In the event a Teacher desires to use a personal day in an emergency
d. Teachers employed after December 1st shall receive a prorated number of personal days according to the following schedule:
f. A maximum of one (1) personal day each school year may be taken as two (2) half-day personal days.
situation, the Teacher shall report his/her intent to be absent in the normal
manner. On the first day the Teacher returns to work, the Teacher shall
submit a personal leave day request, with the emergency reason stated, to
the Superintendent, or his/her designee for approval/disapproval.
B. Full-Time Secretarial/Clerical Employees, Cafeteria Employees, Full-Time Para-
Professionals, Full-Time Bus Drivers, and the Mechanic will be granted personal days
with pay in accordance with the following schedule:
| Years of Employment as of June 30th||Number of Personal Days with Pay|
|Less than one (1) year||Prorate one (1) day for each four (4) months of completed employment|
|One (1) year but less than five (5) years||Three (3) days|
|Five (5) years or more||Four (4) days|
C. Unused entitlement of personal days under A. and B. above with pay shall be added to such individual employee’s accumulated sick leave entitlement.
1. An employee must submit and receive approval from the Superintendent or his/her designee three (3) days before taking such leave. In the event an employee desires to use a personal day in an emergency situation, the employee shall report his/her intent to be absent in the normal manner. On the first day the employee returns to work, the employee shall submit a personal leave day request, with the emergency reason stated, to the Superintendent, or his/her designee for approval/disapproval.
2. The Board will consider granting a personal leave day either on the scheduled workday prior to or following Independence Day and prior to Labor Day.
3. Personal days will be reimbursed for Hourly drivers based on scheduled hours of work, inclusive of late runs.
D. Up to two (2) days per year for Teachers for the purposes of attending meetings or conferences of an educational nature upon approval of the Superintendent. In order to be considered for such leave, the Teacher shall apply for such leave in writing no later than ten (10) school days prior to the meeting or conference. An individually prepared report will be submitted to the Superintendent’s office within seven (7) days of attendance at such an activity. Coaches shall be allowed to take an additional professional day as per Article 8 of this contract. In addition, support staff employees may apply to attend meetings or conferences of an educational nature upon approval of the Superintendent. There shall be an aggregate cap of $2,000.00 in expenses for such conferences for support staff. No more than two (2) support staff employees within the district will be allowed to attend any one conference and no support staff employee will attend more than one (1) conference in the year. Employees shall be reimbursed for attending conferences in an amount not to exceed $ 140.00 per day. Transportation employees: two (2) employees will be allowed to attend an NJEA sponsored conference on non-school days. Expenses shall not exceed $35.00 per person. The Superintendent may approve additional professional days at his/her discretion.
E. 1. An allowance of five (5) bereavement days will be granted for a spouse, child, mother,
F. In the event of a death of an employee’s brother-in-law, sister-in-law, son-in-law, or daughter-in-law, an allowance of (1) workday will be granted without deduction in pay provided that this can be taken within seven (7) workdays of the aforementioned death.
father, step-parents, step-children, siblings or “significant other” without deduction in pay in case of death provided the leave can be taken within ten (10) days. “Significant other” shall be defined as one of two adults living in the same household as domestic partners in an established relationship, acknowledged by the parties and with co-mingled financial obligations.
2. Three (3) bereavement days will be granted for mother-in-law, father-in-law, grandmother, grandfather, and grandchildren, provided these can be taken within seven (7) days.
G. An allowance of one (1) school day for attendance at delayed funeral services for relatives in the above-mentioned categories under extenuating circumstances according to the discretion of the Superintendent.
H. In the event of the death of a student or staff member, the building principal will allow a suitable number of staff members to leave the building at attend the funeral.
I. Ten-month employees absenting themselves and failing to comply with the procedures delineated above will be deducted one two-hundredth (1/200) of the annual salary for such day’s absence. Twelve-month employees absenting themselves and failing to comply with the procedures delineated above will have one-two hundredth and fortieth (1/240) of the annual salary deducted for such day’s absence.
J. Jury Duty Service - Teachers, Secretarial/Clerical Employees, Cafeteria Employees, Paraprofessionals and Transportation Employees.
K. Other leaves of absence with pay may be granted by the Board for good reason. Leaves taken pursuant to Section A. above shall be in addition to any sick leave to which the employee is entitled.
1. Any such employee who is called to jury duty shall immediately notify the employer.
2. Said employee who is excused from jury duty service on any day shall report for work on such day.
3. Said employee shall not be required to report back to work on any day he is in attendance at court for jury duty service, regardless of the employee’s shift.
4. The employer agrees to pay said employee a full day’s pay for each day of jury duty service in addition to whatever compensation such employee may receive as jury duty services fees from the court. Full-Time Bus Drivers shall not be paid less than four and one half (4-1/2) hours or scheduled hours not including late runs.
EXTENDED LEAVES OF ABSENCE
A. Anticipated Disability Leaves
B. Child-Rearing Leave
1. Any employee who anticipates undergoing a state of disability such as but not limited to surgery, hospital confinement, medical treatment or pregnancy may apply for a leave of absence based upon said anticipated disability in accordance with provisions hereinafter set forth.
2. Employees requiring time off for reasons of disability are required to request such leave of the Board on the form included in this contract, through the Superintendent, as soon as the condition which may result in disability is known.
3. Any employee who desires to continue in the performance of his or her duties during a period prior to a state of disability shall be permitted to do so provided said employee produces a statement from his or her physician stating that said employee is physically capable of continuing to perform his or her duties and further stating up to what date is the opinion of said physician the employee is capable of performing said duties.
4. The employee requesting a leave under the provisions of Section A. shall specify in writing on the form included in this contract the date on which the disability is anticipated to commence and terminate.
5. The employee requesting leave under Section A. must produce a statement of his or her physician stating that the employee is or will be disabled pursuant to Section A.1. The statement must include anticipated commencement and termination dates for said disability.
6. The Board retains the right to set the start date and/or return date for said leave in order to avoid interference with the administration of the schools or with the education of its students. Should the Board choose to accelerate a stating date for an anticipated disability leave under this provision, the date will be set no earlier than the first day of the marking period in which the employee anticipates leaving. The employee shall not lose any insurance benefits if his/her starting date is accelerated under this provision.
7. The Board shall have the right to require any employee who has been on a disability leave and who desires to return to his or her duties by a fixed date following recovery from disability to produce a certificate from his or her physician stating that he or she is capable of resuming their duties.
8. During the period of actual disability an employee granted an unpaid leave or absence may use accumulated sick leave pursuant to the provisions of N.J.S.A. 18A:30-1 et seq.
9. The provisions of Section A. shall not be deemed to impose on the Board any obligation to grant or extend a leave of absence of any non-tenured employee beyond the end of the contract school year in which the leave is obtained.
C. Other leaves of absence may be granted by the Board for good reason.
1. In the case of a birth of a child, any employee shall have the right to apply for a leave without pay for child-rearing purposes.
2. Applications for child-rearing leave shall be made by the employee to the Superintendent at least sixty (60) days prior to the anticipated birth of the child. Employees shall utilize the form included in this contract for this purpose.
3. Child-rearing leave shall be granted to all employees for a period of up to the end of the work year in which the birth of the child occurs. In the case of a tenured employee, such leave shall, upon the request of the employee, be extended for one (1) additional work year, providing application is made no later than March 15 of the prior work year. Exception the case when the child is born after March 15, the application shall be made no later than July 1.
4. Any employee adopting a child shall be granted a child-rearing leave which shall commence upon receiving de facto custody of said infant, or earlier if necessary, to fulfil the requirements for the adoption. The employee shall notify the Superintendent as soon as the employee knows of the date of custody.
5. An employee may request to terminate an unpaid leave of absence under Sections B.3. and B.4. prior to the termination date adopted by the Board. The Board may deny such a request based upon its determination that the earlier leave termination date would interfere with the administration of the schools or its students.
6. A Teacher returning from an unpaid leave of absence under B.3. and B.4. above shall be placed in a position within the certification of such Teacher.
7. The provisions of Section B. shall not be deemed to impose on the Board any obligation to grant or extend a leave of absence to any nontenured employee beyond the termination date of his or her contract.
D. 1. Employees leaving for pregnancy disability purposes shall have extended insurance coverage until the termination of the work year in which the pregnancy disability occurs.
E. Employees on a leave of absence pursuant to the provisions of this Article shall submit to the Superintendent written notice of their intent to return to work no later than April 1 of the school year preceding the year in which they intend to return. Failure to submit this notification will be considered a resignation.
F. Supplemental Leaves - Transportation Employees
A. A sabbatical leave may be granted to a Teacher by the Board for educational purposes. To be eligible, one must show proof of matriculation for a Doctorate degree program subject to the following conditions:
1. If there are sufficient qualified applicants, sabbatical leaves shall be limited to three (3) Teachers at any one time.
2. Requests for sabbatical leave must be received by the Superintendent in writing no later than February 1st and action must be taken on all such requests no later than May 1st, of the school year preceding the school year for which the sabbatical leave is requested.
3. Tenured Teachers who have completed at least seven (7) full school years of service in the Sayreville School District are eligible.
4. A Teacher on sabbatical leave for a full school year shall be paid by the Board at fifty percent (50%) of the salary rate which he would have received if he had remained on active duty.
5. Upon return from sabbatical leave, a Teacher shall retain salary, seniority, retirement and tenure rights as if they were in regular employment.
6. The recipients of sabbatical leaves shall agree, in writing, to return to the Sayreville School District for a period of at least two (2) years after the leave. Failure to comply with this section will require reimbursement of salary received during said leave.
7. Final selection of recipients shall be made by the Superintendent of Schools and require approval by the Board of Education.
8. The recipients of sabbatical leaves shall prepare and submit written reports for evaluation work or research undertaken during the leave. Number and frequency of written reports submitted by the candidates to the Board of Education will be determined by the Superintendent and will depend on the course of study being pursued by the candidate.
9. Should the recipient not receive his Doctorate within two (2) years after returning to the Sayreville School District, he is to reimburse the Board fifty percent (50%) of the pay he received while on sabbatical.
REPLACEMENT OF TEACHERS
A. A properly qualified Teacher holding an appropriate certificate, having had experience in the field to which he is assigned, who replaced a regular teacher during an extended absence, carrying our regular teaching procedures and preparing and following lesson plans, shall be paid at the minimum salary for his classification on the guide, but shall not receive any other benefits, except that he shall receive health benefits to the extent required by law under the State Health Benefit Plan.
B. This language shall not apply to vacancies created by resignation, retirement or death except for those vacancies which occur after April 30 in any year. Vacancies which occur after April 30 may be filled under the substitute procedures and shall not be covered under A. above.
PROFESSIONAL DEVELOPMENT AND
A. The agreement provides for reimbursement to be made for up to six (6) credits per year for courses taken during a school year. Each credit shall be reimbursed up to the Rutgers, the State University rate. Such courses must be in the teacher’s specific field or the areas of either educational administration or educational technology. Any exception to these three areas are at the sole discretion of the Superintendent. Courses required for teacher certification are not eligible for reimbursement.
1. Applications for course reimbursement must be approved by the Superintendent before course registration is made. Reimbursement shall be provided when evidence that the approved course was taken and successfully completed is submitted to the Superintendent of Schools.
B. In-Service programs offered by the district shall be offered on an in-district credit basis for employees. The district and the Association shall agree on the credit value prior to the start of the program. This credit will be used for advancement in levels within the salary schedule and will have the equivalent of graduate weighting.
C. When guidelines related to the new professional development programs are promulgated from the State of New Jersey, the parties will work to implement the recommendations and negotiate over the terms and conditions related to those changes if necessary. A committee involving the Superintendent of Schools and administrators of his/her choosing and members of the Association selected by the president shall review these guidelines and make recommendations to the Board for future actions.
D. Teacher training per diem rate: $ 184.00 for 2001-2002, $ 191.00 for 2002-2003, and
$ 198.00 for 2003-2004.
Employees under contract to the Sayreville Board of Education may enroll in the Sayreville Adult School tuition-free under the same provisions, except those relating to age and residency, and exceptions as senior citizens. Seminars offered through the Adult School are excluded form this provision.
A. Health Benefits
B. Dental Plan
Effective July 1, 1998, the Board shall provide the Healthcare Insurance designated below:
-- Blue Card PPO Plan will be offered to all eligible employees (and their dependents)for the July 1, 1998 to June 30, 1999 year. Thereafter, 20% of any premium rate increase from the Insurance Company will be paid by the employees. The Board will pay the remainder of the premium. An outline of the PPO Plan is shown as Exhibit C.
-- Blue Choice (Point of Service) plan will continue to be offered to all eligible employees as an alternative to the PPO Plan above at no cost to the employee. If in any subsequent year, the Blue Choice rates exceed the 1998-99 PPO rates, employees will be required to pay 20% of the premium that exceeds the 1998-99 PPO rates.
-- All existing HMOs will continue to be offered. These HMO’s are:
If at any time there are less than 5 employees enrolled in any one of these plans, the Board will have the right to cancel that Plan as of the following July 1st.
Blue Cross Blue Shield PPO/POS Plan
Employees will be required to pay the difference in premium (if any) between the PPO Plan and the HMO in which they are enrolled.
The Pre-Admission Certification Review maximum penalty is $ 400.00 per incident.
|Benefit Period-Calendar Year||In Network||Out of Network|
|Deductible (Total combined per year) Hospital/Facility
|None||$200 per indiv.
|Catastrophic Limit (Svcs. reimbursed at 100% after catastrophic limit is reached)||None||$2,000 per indiv./two indiv. per family|
80% after ded. of Single $400 Family $800
|Room & Board (Semi-Private)||100%||80% after ded.|
|Intensive Care & Other Hospital Services (therapy/diagnostic services, blood administration, general nursing, operating room, etc.)||100%||80% after ded.|
Organ Transplant (includes ABMT)
|100% after $10 copay
|80% after ded.
80% after ded.
Routine Medical Care
|80% after ded.
|Hospital Services (Operating room,
gen. nursing, therapy/diagnostic, etc.)
80% after ded.
|80% after ded.|
|Pre-Admission Testing||100%||80% after ded.|
|Medical Emergency/Accidental Injury||100% after $25 copay 80% after ded.|
|Surgical Center||100%||80% after ded.|
C. Prescription Plan
Effective July 1, 2001, each employee shall receive dental coverage from Blue Cross/Blue Shield Direct Dental Network, which includes Dental Maintenance Organization Plan. The Board has the right to change dental carriers at any time so long as the new carrier provides the same or better coverage than the Traditional portion of the plan only. The dental plan will continue for the term of the agreement expiring July 1, 2004.
The Prescription Drug co-payments will be as follows: Brand $10, Generic $5, Mail Order $5. Employee contributions for the Prescription Drug will continue to be required as follows: 40% of the annual cost that exceeds the following amounts per covered employee: $ 475.00 in 2001-2002, $ 535.00 in 2002-2003 and $ 600.00 in 2003-2004.
Prescription Drug Benefits will only be provided if the employee elects the Prescription Drug Card and pays the required employee contributions. The July 1, 2001 premium rates for Blue Card (PPO), Blue Choice (POS) and Prescription Drug Card are annexed as Exhibit D.
D. The Board reserves the right to change insurance carriers at any time, provided that he coverage provided by the new insurance carrier is equal to or better than the PPO plan.
E. The Board shall reserve the right to consider other plans, subject to Article 2 of this Agreement.
DEDUCTIONS FROM SALARY
A. The Board agrees to deduct from the salaries of its employees, dues from the Sayreville Education Association, a unified Association with its affiliates, as said employees individually and voluntarily authorize the Board to deduct. Such deductions shall be made in compliance with Chapter 310, Public Laws of 1967 (N.J.S.A. 52:14-15.9c) 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 Sayreville Education Association by the 15th of each month following the monthly pay period in which deductions were made. The Association treasurer shall disburse monies to the appropriate Association or Associations. Employee authorizations shall be in writing as set forth in ADP forms.
B. The Board agrees to deduct from an employee’s salary, money for the tax-sheltered annuities and to transmit the monies to the SEA designee provided, however, that such monies shall only be invested in companies financial or insurance, who are properly licensed to do business in the State of New Jersey and who shall agree to furnish the Board with indemnification protection as to such funds transmitted to said SEA designee. Said deposits shall be made twice per month when paychecks are distributed. However, an employee may make only one alteration in the deduction denomination per year. The year is defined as September 1 through August 31.
C. The Board agrees to deduct from an employee’s salary money for the United States Government Bonds in the denominations requested by the employee.
D. Agency Fee
d. Employees who leave during the work year whether they voluntarily pay
1. Determination of Fee
2. Deduction and Transmission of Fee
Prior to the beginning of each academic 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 the academic year. The agency fee to be paid by non-members will be determined by the Association in accordance with the law.
b. Payroll Deduction Schedule
Once during each academic year the Association will submit to the Board a list of those employees who have not become members of the Association for ht then current academic year. The Board will deduct from the salaries of such employees, in accordance with b. below.
c. Termination of Employment
The Board will deduct the agency fee from the paychecks paid to each employee on the aforesaid list during the remainder of the academic year in question.
If an employee terminates his or her employment with the Board before the Association has received the full amount of the agency fee to which it is entitled under this Article, the Board will deduct the unpaid portion of the fee from the last paycheck paid to said employee during the academic year in question.
E. The Board agrees to deduct from an employee’s salary the employee’s contribution to all monthly insurance payments for the coverage chosen by the employee.
dues or are agency fee payers shall be treated identically with regard to the
payment of dues/fees. Upon termination of employment, the disbursing
officer shall deduct any remaining amount owed under the terms of statute
for the current work year.
f. New Employees
The mechanics for the deduction of a 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.
Representatives of the Association shall receive, upon request, a written list of names, job titles and dates of employment of any new employees.
The Association shall indemnify and hold the Board harmless against any and all claims, demands, suits and other forms of liability that may arise out of, or by reason of any action taken or not taken by the Board in conformance with this provision.
F. 1. The Board agrees to make available to all employees covered by this Agreement all benefits provided for in the Teacher’s Pension and Annuity Fund or the Public Employee’s Retirement System, whichever is applicable.
MENTOR AND PROVISIONAL TEACHERS
The Board of Education shall accept all responsibilities of the Provisional Teacher Program in following the guidelines as per the New Jersey State Department of Education.
The Provisional Teacher shall be included in the Recognition clause of Article I and A.B.1., B. and C.
A. Mentor Teachers
3. Any training mandated for the First Year Mentor Teachers shall be provided
1. Teachers hired as First Year Mentor Teachers shall be fully certified, experienced teachers currently employed by the Sayreville School District. Qualifications for First Year Mentors must also meet Department of Education requirements.
2. Teachers shall volunteer to be First Year Mentor Teachers. The positions for First Year Mentor Teachers shall be posted in the appropriate school with specifications as to but not limited to a job description, salary, workday and year, etc.
according to Department of Education regulations and guidelines. Stipends for
mentor teachers will be determined by the NJ Department of Education. When
state funding combines monies for stipends and professional development, the
minimum stipend will be 60% of the funded allocation with the remaining 40%
allocated for professional development activities for the training of Mentors
and/or Provisional Teachers.
B. Provisional Teacher
1. Provisional Teachers shall meet with the First Year Mentor Teacher and the Certified Support Team at the times prescribed in the NJ Department of Education guidelines. All involved shall be given copies of all regulations, procedures and contract language that will be followed during the year no later than the first day of school for the Provisional Teacher.
2. Provisional Teachers shall be paid on the salary guide Schedule A - No. 1 and Article 11.
3. Provisional Teachers shall pay the Mentor Teacher whatever the state mandates as to the cost. The Board of Education will deduct the payment, if necessary, from the Provisional Teachers check in 20 equal installments. First Year Mentor Teachers will be paid according to NJ Department of Education guidelines.
D. Work Day
1. Observation and evaluation of Provisional Teachers shall be in compliance with the Administrative Code governing the Mentor Process and Article 18 of the Agreement.
2. Mentor Teachers shall not participate in any formal evaluations that might have a bearing on the employment or certification of Provisional Teachers. They shall not be asked to evaluate the performance of the Provisional Teacher.
3. The Mentor Teachers’ Annual Evaluations shall not be impacted in any way based upon their participation in the mentoring process.
1. The Administration will make all arrangements to fulfill the requirements of the
Provisional Teacher/Mentor Regulations.
2. During the first 60 calendar days, the First Year Mentors and Provisional
Teachers shall not be assigned AM or PM bus duty and/or supervision duties.
3. If a First Year Mentor does not have a duty period, he/she will be paid the
contracted amount for one period of substitute coverage to use his/her
planning/lunch period to work with the Provisional Teacher. The days of
entitlement will be the actual number of school days from September 1st through
October 31st , regardless of when the Provisional Teacher begins his/her contract.
First Year Mentors and Provisional Teachers will both sign invoices for these
A. ALL UNITS COVERED IN THIS ARTICLE
B. Full-Time Bus Drivers
13. The Board will reimburse drivers for their Commercial Drivers License (CDL)
c. The Board agrees that this provision is not intended in any way to deny
1. Physical examinations are to be paid for directly by the Board.
2. Outside cleanliness of business shall not be the responsibility of the bus drivers, except for the following: rear windows, windshields (with the auto windshield squirter provided), headlights, tail and brake lights, which shall be cleaned as needed as part of the bus drivers walk around inspection.
3. It shall be the responsibility of the driver to clean the inside of the bus unless the Board does not provide the necessary tools and equipment to do so.
4. Assistance will be provided during the regular pickup and delivery times in A.M. and P.M. and until all buses are parked for the night.
5. All directives shall be in writing.
6. The Board shall make available all safety and defense driving courses required by law at no cost to the employee.
7. During the summer, drivers shall be given at least one (1) day’s notice in taking their buses to inspection.
8. Employees shall not be required to advance money for tolls at the beginning of a trip. Receipts and remaining cash shall be turned in at the end of the day.
9. Drivers will not be required to check oil and water levels before starting out of the compound each morning.
10. No driver shall be required to confront a parent over a discipline problem without the Building Administrator or Transportation Coordinator being present.
11. New employees will be reimbursed after working for the Board six (6) months for all physicals and any monies needed to obtain a Bus Driver’s license for hourly drivers.
12. Prior to the start of the school calendar, the Board shall conduct a sufficient number of workshops to explain the procedures to be utilized in carrying out the rules and regulations to the District. Attendance at said workshop(s) is required. Employees will be compensated at a maximum of two (2) hours pay.
employees the opportunity to earn wages.
A. If any provision of this Agreement or any application of the Agreement to any employee or group of employees is held to be contrary to law, then such provision or application shall not be deemed valid or subsisting, except to the extent permitted by law, but all other provisions or applications shall continue in full force and effect.
B. Any individual contract between the Board and an individual employee, heretofore or hereafter executed, shall be subject to and consistent with the terms and conditions of this Agreement. If an individual contract contains any language inconsistent with this Agreement, this Agreement, during its duration shall be controlling.
C. One thousand (1,000) copies of this Agreement shall be reproduced at the expense of the Board and the Association within reasonable time after the Agreement is signed and then presented to the Sayreville Education Association.
D. Whenever any notice is required to be given by either of the parties to this Agreement to
other, pursuant to the provisions of this Agreement, either party shall do so by telegram
or registered letter at the following addresses:
1. If by Association, to Board at:
P.O. Box 997, Sayreville, NJ 08872
2. If by Board, to Association at:
P.O. Box 70, Parlin, NJ 08859
E. Nothing herein contained shall be interpreted or construed as an abrogation or waiver of any of the rights, privileges or responsibilities granted by the State Legislature to a Board of Education in Title 18A of the New Jersey Revised Statutes, and anything contained in this contract inconsistent with the law of the State shall be null and void.
A. Except as otherwise specifically provided in this Agreement or otherwise specifically agreed to in writing between the parties to this Agreement, the determination of education policy, the operation and management of the schools, and the supervision and direction of all certificated and noncertificated staff are vested exclusively with the Sayreville Board of Education to the extent that such determination, operation, management, supervision and direction is in accordance with all applicable laws.
B. It is understood by all parties that he Board of Education is forbidden to waive any rights or powers granted it by law.
DURATION OF AGREEMENT
A. The Agreement shall be effective as of July 1, 2001 and shall continue in effect until June 30, 2004 subject to the Association’s right to negotiate over a successor Agreement provided in Article 2 above. This Agreement shall not be extended orally and it is expressly understood that it shall expire on the date indicated.
B. IN WITNESS WHEREOF the parties hereto have caused this Agreement to be signed by their respective presidents, attested by their respective secretaries, and their corporate seals to be placed hereon.
SAYREVILLE BOARD OF EDUCATION:
Kevin Ciak, President
Michael Poll, Secretary
SAYREVILLE EDUCATION ASSOCIATION
William H. Doll, President
Pamela Launhardt, Recording Secretary
SCHEDULE A - NO. 1
TEACHERS’ SALARY GUIDES
2003 - 2004
SCHEDULE A - NO. 2
TEACHER’S SALARY GUIDE
Longevity increments will be paid each year as per the following guide based on service in the Sayreville school system. Employees shall receive longevity, when applicable, if the employee has maintained continuous service (in pay stubs or on an approved leave of absence). Employees who are riffed and return do not undergo a break in service for the purposes of this section. The period during which the riffed employee is on layoff does not count toward the requisite number of years to qualify for payment.
SCHEDULE A - NO. 3
The salary for guidance counselors shall be salary guide plus $125.00 in both the Middle and Senior High Schools.
SCHEDULE A - NO. 4
SPECIAL SERVICE PERSONNEL
Special service personnel - speech therapists, reading specialists, special education teachers - shall receive salaries on guide plus $125.00.
SCHEDULE A - NO. 5
Any teaching staff member who carries out athletic trainer duties shall be paid on the teacher salary guide. In addition, the employee shall receive a season stipend as per co-curricular guide. There are three (3) seasons per work year. Any non-teaching staff member who carries out the duties of athletic trainer will be paid on the teaching salary guide.
SCHEDULE A - NO. 6
|GROUP #1 BASE||$ 7,359|| $ 7,690||$ 8,074|
|Head Varsity Coach – HS|| 7,359|| 7,690|
|#1 Asst. Varsity|| 5,519|
|#2 Assistant|| 5,151|
|GROUP #2 BASE|| $ 6,094|
|Basketball – Boys|
|Head Varsity Coach – HS|
|Basketball – Girls|
|Head Varsity Coach|
|Head Varsity Coach – HS|
|Head Varsity Coach|
|Spring Track – Boys|
|Head Varsity Coach|
|Spring Track – Girls|
|Head Varsity Coach |
|Head Varsity Coach|
|Soccer - Boys|
|Head Varsity Coach|
|Soccer - Girls|
|Head Varsity Coach|
|Head Varsity Coach|
|GROUP #3 BASE||$ 5,195|
|Winter Track – Boys & Girls|
|Head Varsity Coach|| 5,195|
|#1 Assistant|| 3,637|
|#2 Assistant|| 3,637|
|Gymnastics – Boys|
|Head Varsity Coach|| 5,195|
|Gymnastics – Girls|
|Head Varsity Coach|| 5,195|
|Cross-Country – Boys|
|Head Varsity Coach|| 4,888|
|Cross-Country – Girls|
|Head Varsity Coach|| 4,888|
|Tennis – Boys|
|Head Varsity Coach|| 4,535|
|Tennis – Girls|
|Head Varsity Coach|| 4,535|
|Head Varsity Coach|| 4,535|
|Swimming – Boys & Girls|
|Head Varsity Coach|| 4,535|
|Cheerleading – HS (2 seasons)|
|Head Varsity Coach|| 4,535|
|GROUP #4 BASE|| 3,505|
|Strength & Conditioning|| |
|Fall|| 3,505|| 3,663|
|Winter|| 3,505|| 3,663|
|Spring|| 3,505|| 3,663|
|GROUP #5 BASE|| 2,924|| 3,056|
|Head Varsity Coach|| 2,924|| 3,056|| 3,208|
|GROUP #6 BASE|| 1,040|| 1,087|| 1,141|
|Fall|| 1,040|| 1,087|| 1,141|
|Winter|| 1,040|| 1,087|| 1,141|
|Spring|| 1,040|| 1,087|| 1,141|
|Add’l. Stipend for Winter Athletic Aide|| 343 || 359|| 377|
Coaching positions will be organized into six (6) groupings.
All Assistants and Middle School coaches will receive 70% of the High School Head Varsity Coach’s stipend by the third year of the contract, except for the First Assistant Football and Head Freshman Football Coaches who will receive 75%.
|GROUP #1 BASE||$ 6,276|| 6,558|| 6,885|
|#1 MS Assistant|
|#2 Assistant (70% of #1 Assistant)|
|GROUP #2 BASE|
|Musical Asst. – Business Manager|
|District Technical Director|
|Yearbook – HS|
|Custodian of School Funds – HS|
|Custodian of School Funds – MS|
|Winter Color Guard|
|Winter Color Guard Assistant|
|GROUP #3 BASE|
|Student Council – HS|
|Student Council Asst. – HS|
|Student Council – MS|
|Newspaper – HS|
|Newspaper – MS|
|Odyssey of the Mind – HS|
|Odyssey of the Mind – MS|
|Head Class Advisor – Grade 12|
|#1 Asst. Advisor – Grade 12|
|#2 Asst. Advisor – Grade 12|
|#3 Asst. Advisor – Grade 12|
|Head Class Advisor – Grade 11|
|#1 Asst. Advisor – Grade 11|
|#2 Asst. Advisor – Grade 11|
|#3 Asst. Advisor – Grade 11|
|Literary Magazine – HS|
|Literary Magazine – MS|
|TIGS – HS|
|Willow Tree – Upper MS|
|Willow Tree – Lower MS|
|Choral Director – HS|
|Choral Director – MS|
|Stage Production – Art|
|GROUP #4 BASE|
|Academic Team – HS|
|Stage Production – Shop|
|Stage Production – Make-Up/Hair Styling|
|Stage Production – Costume|
|Stage Production – Technical|
|National Honor Society|
|Head Class Advisor – Grade 10|
|#1 Asst. Class Advisor – Grade 10|
|#2 Asst. Class Advisor – Grade 10|
|#3 Asst. Class Advisor – Grade 10|
|Head Class Advisor – Grade 9|
|#1 Asst. Class Advisor – Grade 9|
|#2 Asst. Class Advisor – Grade 9|
|#3 Asst. Class Advisor – Grade 9|
|GROUP #5 BASE|
|Upper MS Concert Band|
|Lower MS Concert Band|
|Lower MS Chorus|
|TIGS Summer Program |
|Willow Tree Institute|
|Intramurals Supervisor (Hourly Rate)|
Co-curricular positions will be organized into five (5) groupings. All Assistants and Middle School Advisors will receive 70% of High School advisor’s stipend by the third year of the contract.
SOCIAL SCHOOL WORKER, LDS,
A. School Social Worker – Teacher Salary Guide
B. Learning Disability Specialist – Teacher Salary Guide
C. School Psychologist – 12 month position
The School Psychologist will be paid on the proper step of the Teacher salary guide plus ten (10) percent with two (2) additional sick days and paid over a 12 month period.
SCHEDULE A – NO. 8
A. All summer school personnel shall receive the following:
2001-02 2002-03 2003-04
Single Session $ 1,981 $ 2,070 $ 2,173
Double Session $ 3,962 $ 4,140 $ 4,347
B. Child Study Team Summer Work
Ten (10) percent of employee’s base rate for twenty (20) days of work in July and/or ten (10) percent of employee’s base rate for twenty (20) days of work in August.
C. Marketing Education Teacher/Coordinator and Cooperate Business Teacher/Coordinator
2001-02 2002-03 2003-04
10 days $ 1,981 $ 2,070 $ 2,173
20 days $ 3,962 $ 4,140 $ 4,347
D. ISIP – The per diem rate of summer ISIP work is:
2001-02 2002-03 2003-04 $ 184 $ 192 $ 202
E. Summer sports physicals (Nurses, Athletic Trainer)
2001-02 2002-03 2003-04
$ 30/hr. $ 31/hr. $ 33/hr.
F. Core Team – The per diem rate for summer rate is:
2001-02 2002-03 2003-04
$ 184 $ 192 $ 202
G. Training – The per diem rate for summer rate is:
2001-02 2002-03 2003-04
$ 184 $ 192 $ 202
SCHEDULE A – NO. 9
All teachers and nurses shall be compensated at a rate of:
2001-02 2002-03 2003-04
$ 30/hr. $ 31/hr. $ 33/hr.
SCHEDULE A – NO. 10Step Six Hour Worker Cook
CAFETERIA WORKERS’ SALARY GUIDES
0 $17,309 $22,479
1 17,531 22,815
2 17,885 23,156
3 18,208 23,490
4 18,658 23,828
5 19,016 25,432
6 19,783 24,953
7 21,134 26,524
2002-2003Step Six Hour Worker Cook
0 $18,434 $23,940
1 18,670 24,298
2 19,047 24,661
3 19,392 25,017
4 19,870 25,376
5 20,252 26,575
6 21,068 27,085
7 22,507 28,248
2003-2004Step Six Hour Worker Cook
0 $19,724 $25,616
1 19,997 25,998
2 20,380 26,387
3 20,749 26,768
4 21,261 27,152
5 21,670 28,981
6 22,542 28,435
7 24,082 30,225
PROMOTIONSAn employee promoted to a position in a higher salary level shall be placed on the first step within the new level which shall result in at least a five (5) percent increase in salary over the employee’s current salary.
Any Cafeteria Worker who performs work in a higher rate category shall receive the higher rated compensation on a per diem basis:
From To 2001-2002 2002-2003 2003-2004
Worker Asst. Cook $12.42 $13.23 $14.15
Worker Cook 16.97 18.07 19.34
Worker Elem. Mgr. 24.82 26.43 28.28
Asst. Cook Cook 15.52 16.53 17.69
SCHEDULE A – NO. 11 2001-02 2002-03 2003-04
$13.54/hr. $14.42/hr. $15.42/hr.
SCHEDULE A – NO. 12Step District Satellite Manager
7 $ 38,970
2002-03Step District Satellite Manager
7 $ 41,502
2003-04Step District Satellite Manager
7 $ 44,408
SCHEDULE A – NO. 13
CAFETERIA WORKERS’AND MANAGER’S
SALARY GUIDE AND LONGEVITY
5 $5605 $560
6 6506 650
10 72010 720
15 102515 1025
20 108020 1080
25 113525 1135
30 130030 1300
35 140035 1400
40 150040 1500
*The term *years” refers to years of employment completed prior to December 31. The stipends shall be payable on July 1 of the anniversary year.
| 31,622|| 29,160|| 26,495|| 24,739|| 23,193|
| 32,031|| 29,601|| 27,515|| 25,183|| 23,635|
| 32,916|| 30,486|| 28,535|| 26,065|| 24,519|
| 34,685|| 32,031|| 29,555|| 27,202|| 25,404|
| 36,011|| 33,358|| 31,596|| 29,296|| 26,508|
| 37,337 || 34,464|| 33,636|| 29,382|| 27,614|
| 38,884|| 35,791|| 35,676|| 30,486|| 28,497|
| 40, 432|| 37,337|| 36,697|| 31,592|| 29,601|
| 44,730|| 41,414|| 38,819|| 35,225|| 33,237|
Level I Financial Bookkeeper, Paymaster
SCHEDULE A - NO. 15
Level II Secretary to Building Principals, Payroll Processor,
Secretary to Transportation Coordinator
Level IIA Secretary to Director of Student Personnel (sidebar)
Level III Secretary to: Pupil Personnel Services, Asst. Superintendent,
High School Guidance, General Bookkeeper, Accounts Payable Clerk.
Level IV Switchboard Operator/Receptionist and all other Clerk-Typists.
PromotionsAn employee promoted to a position in a higher salary level shall be placed on the first step within the new level which shall result in at least a 5.0% increase per level in salary over the employee's current salary.
SCHEDULE A - NO. 16
10-MONTH and 12-MONTH
Longevity increments will be paid each year as per the following guide based on service
in the Sayreville School District. Employees shall receive longevity, when applicable, if
the employee has maintained continuous service (in pay stubs or on an approved leave
of absence) in a secretarial/clerical position.
| 5|| 560|| 560|| 560|
| 6|| 650|| 650|| 650|
| 10|| 720|| 720|| 720|
| 16-20|| 1,225|| 1,375|| 1,500|
| 21-25|| 1,280|| 1,430|| 1,600|
| 26-30|| 1,335|| 1,485|| 1,700|
| 31-35|| 1,500|| 1,650 || 1,800|
| 36-40|| 1,600|| 1,750|| 1,900|
| 41-45|| 1,700|| 1,850|| 2,000|
*The term “years” refers to years of employment completed prior to December 31st.
The stipends shall be payable on July 1st of the anniversary year.
Any Secretarial/Clerical Employee assigned to perform the work of a higher paid position for a full day shall receive the following per diem rate:
2001-02 2002-03 2003-04
One level higher than
current assignment $15.23 $15.92 $16.71
Two or more levels
higher than current
assignment $ 21.33 $22.29 $23.40
SCHEDULE A - NO. 17
PARAPROFESSIONAL SALARY GUIDE
*Annual: Based on 187 days
SCHEDULE A - NO. 18
PARAPROFESSIONAL SALARY GUIDE
*The term "years" refers to years of employment completed prior to December 31.
| $ 560|| $560|| $ 560|
| 650|| 650|| 650|
| 720|| 720|| 720|
| 1025|| 1025|| 1025|
| 1080|| 1080|| 1080|
| 1135|| 1135|| 1135|
| 1300|| 1300|| 1300|
| 1400|| 1400|| 1400|
| 1500|| 1500|| 1500
The stipends shall be payable on July 1 of the anniversary year.
SCHEDULE A – NO. 19 2001-02 2002-03 2003-04
CUED SPEECH INTERPRETER SALARY GUIDE
$26.22/hr. $27.27/hr. $28.36/hr.
SCHEDULE A - NO. 20
TRANSPORTATION WORKERS 2001-02 2002-03
Step Reg.Drvs. Mechanic Step Reg. Drvs. Mechanic
1 15.08 51,717 1 15.81 54,044
2 15.58 2 16.31
3 16.35 3 16.96
4 18.56 4 19.17
2003-04 Step Reg. Drys. Mechanic
1 16.87 56,741
SCHEDULE A - NO. 21
TRANSPORTATION WORKERS’ SALARY
GUIDE – LONGEVITY
Years Reg. Drvs. Mechanic Years Reg. Drvs. Mechanic
5 655 735 5 655 735
6 710 0 6 710 0
10 945 895 10 945 895
15 1125 1200 15 1125 1200
20 1180 1255 20 1180 1255
25 1235 1310 25 1235 1310
30 1290 1475 30 1240 1475
35 0 1575 35 0 1575
40 0 1675 40 0 1675
Years Reg. Drvs. Mechanic
5 655 735
6 660 0
10 945 895
15 1075 1200
20 1180 1255
25 1185 1310
30 1240 1475
35 0 1575
40 0 1675
SCHEDULE A – NO. 22
2001-02 2002-03 2003-04
$ 9.17/hr. $ 9.77/hr. $ 10.45/hr.
Bus Aides who are steadily employed, whether full or part time, shall be entitled to sick leave in accordance with the provisions of N.J.S.A. 18A:30-1 et seq., prorated as applicable.
CONTRACT FOR COACHES – 2001-2004
The Board of Education of Sayreville hereby employs ___________________________
for the position of __________________________ coach from _________________________
coaching assignment season
for the ___________________ payable in two equal installments on ________________ and
_________ I accept the above coaching assignment.
_________ I reject the above coaching assignment.
*Two copies of the above contract should be issued. One to be signed and returned to the Superintendent and one to be kept by the coach.
CONTRACT FOR ADVISORS – 2001-2004
The Board of Education of Sayreville hereby employs ___________________________ for the position of __________________________ advisor for the __________ school year. The salary to be paid ___________ and be payable in two equal payments on January 15, 200__ and June 15, 200__.
Board President Board Secretary
_________ I accept the above advisor assignment.
_________ I reject the above advisor assignment.
*Two copies of the above contract should be issued. One to be signed and returned to the Superintendent and one to be kept by the coach.
The parties recognized that while there are presently no after-school instrumental music positions, they are obligated to negotiate in good faith concerning the terms and conditions of employment of these positions should they be reestablished.
/x/ Patricia Compton /x/ Barbara Anderson
Sayreville Education Assn. Sayreville Board of Education
SIDEBAR AGREEMENT February 11, 1980
It is understood and agreed by the parties that should the Board of Education reimplement an elementary summer school program, the parties shall commence negotiations immediately concerning terms and conditions of employment for elementary summer school teachers.
SIDEBAR AGREEMENT 1992 - 1995
The Association and the Board recognize that while there are presently no driver education positions, they are obligated to negotiate in good faith concerning the terms and conditions of employment of these positions should they be reestablished.
SIDEBAR AGREEMENT 1995 - 1998
The Association and the Board agree that when the Association elects a President that is a non-Classroom Teacher, they will meet as per ARTICLE 5 G. Association Rights, Privileges and Responsibilities.
July 1, 1998 – June 30, 2001
The current President of the Association will teach the first three (3) periods and have fourth (4th) period preparation each school day throughout the term of this Agreement. This provision shall apply only while the current President of the Association serves in that capacity. Should a different individual be elected or appointed to the position of President of the Association, negotiations shall be reopened on that subject only. It shall not be assumed that the Board will consent to a similar provision as to any other person serving in that capacity of President of the Association in the future.
The position of secretary to the Director of Student Personnel Services, housed at Selover School, shall be classified as a Level “2A” position, which shall be a new level on the secretarial salary guide. The salary provided for at the new level “2A” shall be set forth in a salary guide to be designated to account for the stipend provided for the current incumbent in the position of secretary to the Director of Student Personnel Services. This provision shall expire upon the appointment of a secretary to a full time principal at Selover School.
January 24, 2002 through June 30, 2004
The parties to this Sidebar Agreement, namely the Sayreville Board of Education (Board), and the Sayreville Education Association, agree to establish the position of Sayreville War Memorial High School Step Team Advisor. This advisor would be paid the following stipends of:
These stipends will be paid retroactively to the school year that begins this position. The advisor will be paid in two installments as per contract. This position will be placed on the appropriate guide level during the next negotiation year.
DISABILITY LEAVE FORM
Sayreville School District
P.O. Box 997
Sayreville, New Jersey 08872
I, ___________________________, employed by Sayreville as a
Name Job Title
in ___________________________ school do anticipate that I shall be unable to perform my work duties from ______________________ to ______________________ . I shall submit a statement from my physician confirming my disability* and detailing the dates requested. The need for this request is
* If basis of disability is pregnancy, set forth anticipated delivery date: .
If date of disability is greater than 30 calendar days from anticipated delivery date, physician’s statement should detail reasons that explain the abnormality.
CHILDREARING LEAVE FORM
Sayreville School District
P.O. Box 997
Sayreville, New Jersey 08872
I, ___________________________, hereby apply for a childrearing leave to commence upon the
termination of my present disability. The leave will continue through the balance of this school year. It is understood that I shall notify the district of my return for the following school year by the agreed contractual date.
CHILDREARING LEAVE EXTENSION FORM
Sayreville School District
P.O. Box 997
Sayreville, New Jersey 08872
I, ___________________________, hereby apply for an extension to a childrearing leave to
cover the __________ school year. If I do not intend to return to my position at the end of this leave, I shall notify the district as quickly as possible but no later than the agreed contractual date.
P.O. Box 70
Parlin, New Jersey 08859
Fax (732) 727-0386
William Doll, President
Mary Ann Gordon, Vice President
Steve Gozora, 2nd Vice President
Pamela Launhardt, Recording Secretary
Christine Gola, Corresponding Secretary
Florence Allocco, Treasurer
William Doll, Chairperson & President
Richard Petersen, NJEA Uniserv Representative
Betty Ann Cassidy
Christine Da Silva
Penny De Siena
Mary Ann Gordon
SAYREVILLE EDUCATION ASSOCIATION
SAYREVILLE BOARD OF EDUCATION
JULY 1, 2001 TO JUNE 30, 2004
Kevin Ciak __________________________________________
Board of Education President
William Doll __________________________________________
Sayreville Education Association President
Date of Board of Education Approval: __________________________________________