Contract Between
Rutherford B/E-Bergen
- and -
Rutherford EA
* * *
07/01/2004 thru 06/30/2007


CategorySchool District
UnitClerical, Custodians, Teaching/Professional Staff

Contract Text Below
{00129324; 1}
Agreement Between
the
Board of Education of Rutherford
and the
Rutherford Education Association

2004-2007





37
{00129324; 1}
TABLE OF CONTENTS

ARTICLE I RECOGNITION 3

ARTICLE 2 NEGOTIATIONS PROCEDURE 3

ARTICLE 3 REPRESENTATION FEE 4

ARTICLE 4 GRIEVANCE PROCEDURE 5

ARTICLE 5 TEACHER ASSIGNMENT 9

ARTICLE 6 TEACHER-ADMINISTRATION LIAISON 9

ARTICLE 7 TEACHER EVALUATION 9

ARTICLE 8 PROMOTIONS 11

ARTICLE 9 TRANSFERS AND REASSIGNMENT 12

ARTICLE 10 PREPARATION TIME 12

ARTICLE 11 TEACHER WORKING CONDITIONS 13

ARTICLE 12 SCHOOL CALENDAR 13

ARTICLE 13 LEAVES 13

ARTICLE 14 SABBATICAL LEAVE 15

ARTICLE 15 ASSOCIATION RIGHTS AND PRIVILEGES: 18

ARTICLE 16 TEACHING HOURS AND TEACHING LOAD 18

ARTICLE 17 WORKING CONDITIONS, CUSTODIANS, MAINTENANCE PERSONNEL 21

ARTICLE 18 NON-CERTIFICATED STAFF EVALUATION 23

ARTICLE 19 GUIDANCE & CHILD STUDY TEAM 23

ARTICLE 20 HEALTH BENEFITS PROGRAM 24

ARTICLE 21 SICK LEAVE 25

ARTICLE 22 LONGEVITY 25

ARTICLE 23 TUITION REIMBURSEMENT 26

ARTICLE 24 VACATION 27

ARTICLE 25 SECRETARIES 29

ARTICLE 26 BUS DRIVERS 30

ARTICLE 27 CLERICAL ASSISTANTS 31

ARTICLE 28 TEACHER ASSISTANTS 31

ARTICLE 29 OTHER RATES 31

TEACHERS SALARY GUIDE 2004-05 32

TEACHERS SALARY GUIDE 2005-06 33

TEACHERS SALARY GUIDE 2006-07 34

TEACHER PLACEMENT GUIDE 2004-07 34A

SECRETARIAL SALARY GUIDE 2004-05 35

SECRETARIAL SALARY GUIDE 2005-06 36

SECRETARIAL SALARY GUIDE 2006-07 37

SECRETARIAL PLACEMENT GUIDE 2004-07 37A

CUSTODIAL/MAINTENANCE SALARY GUIDE 2004-05 38

CUSTODIAL/MAINTENANCE SALARY GUIDE 2005-06 39

CUSTODIAL/MAINTENANCE SALARY GUIDE 2006-07 40

CUSTODIAL/MAINTENANCE PLACEMENT GUIDE 2004-07 40A

RUTHERFORD PUBLIC SCHOOLS CLERICAL ASSISTANTS GUIDE 2004-07 41

RUTHERFORD PUBLIC SCHOOLS TEACHER ASSISTANTS GUIDE 2004-07 41

RUTHERFORD PUBLIC SCHOOLS BUS DRIVERS (Part Time) 2004-07 41

RUTHERFORD PUBLIC SCHOOLS ATHLETICS SALARY GUIDE 2004-05 42

RUTHERFORD PUBLIC SCHOOLS ATHLETICS SALARY GUIDE 2005-06 44

RUTHERFORD PUBLIC SCHOOLS ATHLETICS SALARY GUIDE 2006-07 46

RUTHERFORD PUBLIC SCHOOLS HIGH SCHOOL STUDENT BODY ACTIVITIES
SALARY GUIDES 2004-07 48

RUTHERFORD PUBLIC SCHOOLS ELEMENTARY STUDENT BODY ACTIVITIES
SALARY GUIDES 2004-07 49

RUTHERFORD PUBLIC SCHOOLS HIGH SCHOOL CLUBS SALARY GUIDES 2004-07 50




This Agreement entered into on September 21, 2004, effective from the 1st day of July, 2004 by and between the Board of Education of Rutherford, the Borough of Rutherford, New Jersey, hereinafter called the "Board", and the Rutherford Education Association, hereinafter called the "Association".

ARTICLE I
RECOGNITION

A.  The Board hereby recognizes the Association as the exclusive
    and sole representative for collective negotiation concerning the terms and conditions of employment for all regularly employed personnel including:
    All teachers in any category provided however, that the predominant duties of such teachers are not supervisory in nature. This shall include nurses, librarians, guidance counselors, learning disability teacher-consultants, home school counselors, and the school psychologists.  In addition to the foregoing, the Association is also recognized as the representative for custodians, maintenance personnel, school secretaries, secretaries in the Board of Education Office, electricians, plumbers, bus drivers, utility people, delivery personnel, clerical assistants, but excluding:
    Principals, Vice-Principals, Administrative Assistants to the Principal, Supervisors, Confidential Secretary to the Superintendent, Confidential Secretary to the Business Administrator, and any other  regularly employed personnel exercising supervisory functions.

ARTICLE 2
NEGOTIATIONS PROCEDURE

A. The parties agree to enter into collective negotiations pursuant
   to the provisions of Chapter 303, Public Laws of 1968 and Chapter 123, Public Laws of 1974, in a good faith effort to reach agreement on all matters concerning the terms and conditions of all employees for whom the Rutherford Education Association is authorized to negotiate.  Such negotiations shall begin not later than the date established by P.E.R.C. (Chapter 123, Public Laws of 1974).  Subject to ratification by a majority vote of the full Board of Education and the Rutherford Education Association, any agreement so negotiated shall apply to all personnel for whom the Rutherford Education Association is authorized to negotiate, be reduced to writing, be signed by the Board and approved by the membership of the Rutherford Education Association.

B. Whenever tentative agreement is reached upon any provision to
   become incorporated in a contract, the parties shall endeavor to have said tentative agreement reduced to writing.







ARTICLE 3
REPRESENTATION FEE


A. Purpose of Fee
    If an employee does not become a member of the Association during any membership year (i.e., from September 1 to the following August 31) which is covered in whole or in part by this agreement, said employee will be required to pay a representation fee to the Association for that membership year to offset the costs of services rendered by the Association as majority representative.

B. Amount of Fee
    Prior to the beginning of each membership year, the Association will notify the Board in writing of the amount of the regular membership dues, initiation fees and assessments charged by the Association to its own members for that membership year.  The representation fee to be paid by nonmembers will be equal to the maximum allowed by law.

C. Deduction and Transmission of Fee
    1. The Board agrees to deduct from the salary of any employee who is not a member of the Association for the current membership year the full amount of the representation fee set forth in Section B above and promptly will transmit the amount so deducted to the Association.
    2. The Board agrees to deduct the representation fee in equal installments, as nearly as possible, from the paychecks paid to each employee during the remainder of the membership year in question.  The deductions will begin 30 days after the employee begins his or her employment in a bargaining unit position.

D. Termination of Employment
    If an employee who is required to pay a representation fee terminates his or her employment with the Board before the Association has received the full amount of the representation fee to which it is entitled under this Article, the Board will deduct the unpaid portion of the fee from the last paycheck paid to said employee during the membership year in question and promptly forward same to the Association.  The employee shall give sixty (60) days written notice to both the Board and Association.

E. Mechanics
    Except as otherwise provided in this article, the mechanics for the deduction of representation fees and the transmission of such fee 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.







F. Indemnification Clause
    The Association shall indemnify and hold the employer harmless against any and all claims, demands, suits and other forms of liability, including liability for reasonable counsel fees and other legal costs and expenses, that may arise out of, or by reason of, any action taken or not taken by the employer in conformance with this provision.

G. Certification
    The Association will certify to the Board prior to the start of each membership year that the amount of the representation fee to be assessed does not exceed 85% of dues, fees and assessments and does not include any amount of dues, fees and assessments that are expended (1) for partisan, political or ideological activities or causes that are only incidently related to terms and conditions of employment or (2) applied toward the cost of benefits available only to members of the majority representative.

ARTICLE 4
GRIEVANCE PROCEDURE

A. DEFINITIONS
    1. A grievance shall be defined as, and limited to an interpretation, application or violation of policies or agreements affecting an employee or a group of employees or by the Rutherford Education Association on their behalf.
        In cases involving the withholding of increments pursuant to the provisions of R.S. 18A: 29-14, an individual affected by such action shall have the right to invoke the grievance procedure through the hearing before the Board.  From the final determination by the Board the method of review shall be that set forth in R.S. 18A: 29-14.
    2. The term "employee" shall mean any individual covered by this master contract.
    3. The term "representative" shall include any organization, agency, or person authorized or designated by any employee, or any group of employees, or by a public employees association or by the Board to act on its or their behalf and to represent it or them.
    4. The term "immediate" superior shall mean the person to whom the aggrieved employee is directly responsible under the Table of Organization prevailing in this School District.
    5. The term "party" means an aggrieved employee, his immediate superior, the school principal, or any staff member below the Superintendent in connection with the procedure herein established.

    6. The term "day" shall mean a calendar day.






B. PROCEDURE
    1. An aggrieved employee shall institute action under the provisions hereof within fourteen (14) days of the occurrence complained of, or within fourteen (14) days after he/she would reasonably be expected to know of its occurrence.  Failure to act within said fourteen (14) day period, shall be deemed to constitute an abandonment of the grievance.
    2. An employee processing a grievance, shall be assured freedom from restraint, interference, coercion, discrimination, or reprisal.
    3. In the presentation of a grievance, the employee shall have the right to present his/her own appeal or to designate a representative to appear with him/her at any step in his/her appeal.
    4. Whenever the employee appears with a representative, the Board shall have the right to designate a representative to participate at any stage of the grievance procedure.
    5. To initiate the grievance procedure, an employee shall file a request to discuss his/her grievance with his/her immediate supervisor within the time period set forth in section 1.  Where the immediate superior is below the rank of principal, the principal shall be notified and shall have the right to be present at and to participate in said hearing.  The hearing shall be conducted within fourteen (14) days of the filing of the request.  A written decision shall be rendered within five (5) days of said hearing.
    6. If the grievance is not resolved to the employee's satisfaction, within five (5) days from the determination referred to in Paragraph 5 above, the employee shall submit his/her grievance to the Superintendent of Schools in writing, specifying:
        (a) The nature of the grievance;

(b) The results of the previous discussion;
        (c) The basis of his/her dissatisfaction with the
        determination;

(d) The remedy being sought must be stated.
    7. A copy of the writing called for in Paragraph 6 above, shall be furnished to the school principal and to the immediate superior of the aggrieved employee.
    8. Within ten (10) days from the receipt of the written grievance (unless a different period is mutually agreed upon), the Superintendent shall hold a hearing at which all parties in interest shall have the right to be heard.
    9. Within ten (10) days of said hearing (unless a different period is mutually agreed upon), the Superintendent shall, in writing, advise the employee and his/her representative, if there be one, of his/her determination and shall forward a copy of said determination to the school principal and to the immediate superior of the aggrieved employee.
    10. In the event of the failure of the Superintendent to act in accordance with the provisions of Paragraphs 8 and 9, or, in the event a determination by him/her in accordance with the provisions thereof, is deemed unsatisfactory by either party - the dissatisfied party, within ten (10) days of the failure of the Superintendent to act or within ten (10) days of the determination by him/her, may appeal to the Board of Education.
    11. Where an appeal is taken to the Board, there shall be submitted by the appellant:
        (a) The writing set forth in Paragraphs 6 and 9, and a further statement in writing setting forth the appellant's dissatisfaction with the Superintendent's action.  A copy of said statement shall be furnished to the Superintendent and to the aggrieved party.
    12. The appellant in his/her appeal to the Board shall have the right to appear unless he/she notifies the Board within seven (7) days that he/she does not so desire, in which event the Board may consider the appeal on the written record submitted to it, or the Board may on its own conduct a hearing; or it may request the submission of additional written material.  Where additional written materials are requested by the Board, copies thereof, shall be served upon the aggrieved parties who shall have the right to reply thereto.  Where the appellant requests in writing a hearing before the Board, a hearing shall be held.
    13. The Board shall make a determination within thirty (30) days from the receipt of the grievance and shall in writing notify the employee, his/her representative if there be one, the principal, and the Superintendent of its determination.  This time period may be extended by mutual agreement of the parties.
      14. a. If not settled at the Board stage, the grievance may, within fifteen (15) days thereafter be submitted by the Rutherford Education Association, to final and binding arbitration before an arbitrator experienced in school matters to be selected by mutual agreement of the parties.  In the event such selection is not promptly agreed upon, the rules of the Public Employment Relations Commission shall apply with regard to the selection of an arbitrator and the conduct of the arbitration proceeding.

          b. The arbitrator's decision shall be in writing and shall set forth his/her findings, reasoning and conclusion(s) on the issue(s) submitted.

          c. The arbitrator shall not have the authority to add to, modify or change any of the provisions of the written agreement.

          d. The arbitrator shall not make any decision or award which would be contrary to law or which limits or interferes with the powers, duties and responsibilities of the Board of Education under applicable laws or rules and regulations having the effect of law, unless such powers, duties and responsibilities are limited under this Agreement.
    e. The costs for the services of the arbitrator, including
          expenses, if any, shall be borne equally by the Association and the Board.
      15. Failure at any step of this procedure to appeal a grievance  to the next step within the specified time limits shall be deemed to be waiver of further appeal of the decision.
        16. In the event a grievance shall be filed by an employee who is not subject to the jurisdiction of any principal or who may be answerable to more than one principal, he/she shall discuss his/her grievance initially with the Superintendent and if dissatisfied, with the determination, may appeal to the Board in accordance with the provisions herein set forth.
          17. a. In any case, where a grievance is based upon the direct
                  order, ruling or determination of the Superintendent, the aggrieved employee may appeal directly to the Board within ten (10) days of the issuance of said order, ruling or directive, or within ten (10) days of the time when same have been brought to the employee's attention by filing with the Secretary of the Board, a writing setting forth,
                  (1) The order, ruling or determination complained of;
                  (2) The basis of the complaint;

        (3) A request for a hearing if a hearing is desired.
              b. A copy of the writings set forth above shall be served upon the Superintendent who shall have the right to reply in writing thereto.  A copy of such reply shall be served upon the aggrieved employee.
          18. Upon receipt of a grievance filed under the provisions of Paragraph 17, the procedure shall be as set forth in Paragraphs 12 and 13.
          19. Forms for filing grievances, serving notices, taking appeals, making reports and recommendations, and other necessary documents shall be prepared jointly by the Superintendent and the Association.
          20. All meetings and hearing under the 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.
          21. All employees shall be entitled to resort to the full procedure hereinabove set forth.
          22. Whenever any teaching staff member is required to appear before the Board of Education or any committee or member thereof concerning any matter which could adversely affect the continuation of that teaching staff member in his/her office, position or employment or the salary or any increments pertaining thereto, then he/she shall be given prior written notice of the reasons for such meeting or interview and shall be entitled to have a person of his/her own choosing present to advise and represent him/her during such meeting or interview.  (Chapter 451, Laws of 1968)






        C. YEAR END GRIEVANCE
          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, then the time limits set forth herein, could be reduced, upon mutual agreement of all parties, so that the grievance procedure may be exhausted prior to the end of the school year or as soon thereafter as is practicable.

        ARTICLE 5
        TEACHER ASSIGNMENT

        A. All teachers shall be given written notice of the salary schedules.  Tentative schedules and assignments shall be posted in each school when available with proper notification if any change occurs.

        B. The Superintendent shall assign all newly-appointed personnel to their specific positions within their subject area for which the Board has appointed the teacher.

        C. The final authority to determine assignments is the Board of Education acting through the Superintendent.

        ARTICLE 6
        TEACHER-ADMINISTRATION LIAISON

        The faculty in each school shall elect a liaison committee if either teachers or principal so request.  The committee shall meet with the principal at least once a month.  They will review and discuss local school problems and practices, revision or development of building policies, and suggested areas for curriculum improvement.  This committee shall be limited to these aforementioned areas.  This Committee shall not supplant the grievance procedure.
        ARTICLE 7
        TEACHER EVALUATION

        A. 1. All monitoring or observation of the work performance of a teacher shall be conducted openly, with full knowledge of the teacher, by a duly certificated person.
            2. A teacher shall be given a copy of any evaluation report prepared by his/her evaluators at least one (1) day before any conference to discuss it.  No such report shall be submitted to the central office, placed in the teacher's file, or otherwise acted upon, without prior conference with the teacher.  No teacher shall be required to sign a blank or incomplete evaluation form.

           B. A teacher shall have the right upon request to review the contents of any evaluation.  A teacher shall be entitled to have a representative accompany him/her during such review.




        C.   1. Prior to any annual evaluation report, the immediate supervisor of a non-tenure teacher shall have had (written) communication, including but not limited to all steps in Section 2 below, with said teacher regarding his/her performance as a teacher.
            2. Supervisory reports shall be presented to non-supervisory personnel by the principal or counterpart supervisor periodically using the evaluation form prescribed by the Board of Education.

        D. Increment Withholding
            1. The Superintendent shall have the power to recommend to the Board of Education the withholding of any salary increment and/or adjustment for inefficiency as determined by at least two successive evaluations indicating unsatisfactory performance or effectiveness or other good cause which may have an adverse effect on the performance or effectiveness of the teacher.  Said successive evaluations must be at least six (6) weeks apart so that an individual has an opportunity for correction. All unsatisfactory performance observations must be accompanied by written corrective measures by the administrative observer.
            2. Whenever the withholding of an increment is proposed by the Superintendent, the individual concerned shall be given a written statement of reasons setting forth the particulars constituting the basis of said withholding.  No such recommendation which is based on classroom performance shall be made by the Superintendent that is based on observation not conducted openly and with full knowledge of the teacher; and, where appropriate, neither shall any such recommendation, whether related to classroom performance or for other just cause, be made without notification to the teacher that a deficiency exists which may call for a recommendation for the withholding of an increment unless said deficiency is corrected immediately or within a time period prescribed by the administration.

            3. Whenever the withholding of an increment is proposed, the individual involved shall have the right to appeal to the Board of Education and, upon filing in writing of a Notice of Appeal, setting forth the reasons why it is alleged that such action should not be taken, a hearing will be afforded by the Board to the aggrieved individual.
            4. At such hearing the aggrieved individual shall have the right to be represented by counsel of his/her own choosing or by his/her duly designated representative.
            5. From any adverse determination of the Board, the aggrieved shall have the right to appeal to the Commissioner of Education.  The aggrieved party shall not have the right to request arbitration from any adverse determination of an evaluation indicating unsatisfactory performance or effectiveness or from any adverse determination of this Board to the Commissioner of Education.
            6. The term "increment" is intended to mean the next step on the salary guide where the aggrieved individual would be placed.  Where an increment is withheld, the individual shall remain at the same step on the salary guide even though the dollar amount may be higher than the previous year.

            7. It shall not be mandatory upon the Board of Education to pay any such denied increment in any future year as an adjustment increment.
                a. Any evaluation made of a non-tenure teacher shall not
                    be subject to the Grievance Procedure and the willingness of the Board to permit discussion with reference to any such evaluation procedure shall not be deemed to constitute a waiver of the Board of its prerogatives relative to the employment and/or continued employment of such personnel.
                b. Such supervisory reports are to be provided for non-
                  tenure teachers at least four times each year.
                c. Tenure teachers are to be evaluated with the adopted tenure teacher evaluation regulations, N.J.A.C. 6:3-4.3.

        ARTICLE 8
        PROMOTIONS

        A. Promotional positions are defined as follows:
            1. Positions paying a salary differential and/or positions on the administrator-supervisory levels of responsibility.
            2. All vacancies, including promotional positions, shall be adequately publicized by the Superintendent in accordance with the following procedure:

                a. When school is in session, a notice shall be posted in each school as far in advance as practicable.  A copy of the said notice shall be given to the Association at the time of posting.  Teachers who desire to apply for such vacancies shall submit their applications in writing to the Superintendent within the time limit specified in the notice, and the Superintendent shall acknowledge the receipt of all such applications.
                b. Teachers who desire to apply for a promotional position which may be filled during the summer period when school is not regularly in session shall submit their names to the Superintendent, together with the position(s) for which they desire to apply, and an address where they can be reached during the summer.  The Superintendent shall notify such teachers of any vacancy in a position for which they desire to apply.  Such notice shall be sent as far in advance as practicable, in addition, the Superintendent shall post a list of promotional positions to be filled during the summer in each school, and a copy of said notice shall be given to the Association.

        B. In both situations set forth in Section A above, the qualifications for the position, its duties, and the rate of compensation, shall be clearly set forth.

        C. A list of appointments shall be given to the Association indicating which positions have been filled and by whom.


        D. In no event shall anyone seeking consideration to fill a promotional vacancy be considered if the vacancy in question requires a specific certificate and the applicant does not possess such a certificate.

        E. The Board is willing to consider applications from the staff for any vacancies in promotional positions.  The willingness of the Board to consider applications by the staff shall not be deemed to limit the absolute right of the Board to make the final determination as to who shall be promoted and, if in the sole and unlimited discretion of the Board the position in question can best be filled by an individual outside of the system, the Board shall have the right to fill such position with such individual and the action of the Board in such a determination shall not be subject to review under Grievance Procedure.

        ARTICLE 9
        TRANSFERS AND REASSIGNMENTS

        A. Involuntary Transfers and Reassignments
            1. Notice of an involuntary transfer or reassignment shall be given to teachers as soon as practicable and shall be made subject to the provisions of N.J.S.A. 34:13A-25.

            2. An involuntary transfer or reassignment shall be made only after a meeting between the teacher involved and the immediate superior, at which time the teacher shall be notified of the reason therefor.  In the event that a teacher objects to the transfer or reassignment at this meeting, upon the request of the teacher, the Superintendent shall meet with him/her.  The teacher may, at his/her option, have an Association representative at such meeting.
            3. Regardless of any meeting which may occur relative to an involuntary transfer or reassignment, the decision of the Board acting through the Superintendent shall in all cases be final and binding so long as the transfer or reassignment is to a position which the teacher in question is certified to teach.

        B. Voluntary Transfers and Reassignments
            1. The Association shall formally submit to the Superintendent by the end of December a list of teachers interested in transfers, including type of position desired.
            2. In the determination of request for voluntary reassignment and/or transfer, the wishes of the individual teacher shall be considered.

        ARTICLE 10
        PREPARATION TIME

        A. 1. Elementary school teachers will be guaranteed 210 minutes prep time per normal school week.




        2. All sixth through twelfth grades classroom teachers will be guaranteed one period per day of preparation time.  The definition of classroom teacher will exclude those positions listed in the Administrative Code under Educational Services License Requirements as of 1/9/2003, with the exception of reading specialist.

        B. The Superintendent of Schools shall make every effort to secure substitutes for specialists, handling entire classes, when they are out of school so that elementary teachers are not deprived of their preparation period(s).

        C. Teachers will not be paid for lost preparation periods.

        ARTICLE 11
        TEACHER WORKING CONDITIONS

        A. The notice of an agenda for any faculty building meetings shall be given to the teachers prior to meetings, except in an emergency.  The teachers shall have the opportunity to suggest items for the agenda at such meetings.

        B. Teachers may leave the buildings without requesting permission during their scheduled duty-free lunch periods.  Teachers shall sign out when leaving and sign in upon return.

        ARTICLE 12
        SCHOOL CALENDAR

        A. In determining the school calendar the Board, through the Superintendent, will hold discussions and seek suggestions from the Association.  Final approval of the school calendar rests with the Board.

        B. The Board agrees to grant half-day sessions on the days before Thanksgiving and Christmas vacations.  

        ARTICLE 13
        LEAVES

        A. Extended Sick Leave
            In the event an employee has used up his/her sick leave and has been out ill for more than ten (10) days, at the request of the employee or the Association, the Superintendent of Schools shall bring such cases to the Board of Education for a decision on whether the Board shall grant extended sick leave.  Each case shall be based on the past record of the individual and each case shall be reviewed on its own merits.
            In the case of an employee who is out ill for an extended period and is rapidly approaching depletion of his/her accumulated sick days, the Superintendent can bring this to the attention of the Board for possible immediate extension of time for said illness by Board granted sick days and/or side bar agreement.


        B. PERSONAL DAYS

        1.   All categories of personnel covered by this contract:  teachers, nurses,  secretaries, custodial/matron, maintenance, messenger, clerical and teacher assistants and bus drivers shall be eligible for 3 personal days per year without loss of pay under circumstances approved by the Superintendent.  Personal days are not cumulative.
          a. Bereavement

                  Up to three (3) days for death in the immediate family (“immediate family” is defined as husband, wife, children, and parents, grandparents, brothers, and sisters of either the husband or wife.)
          b. Business
                      Up to three (3) days for personal business.  The Superintendent reserves the right to check on Monday and Friday absences except for the one (1) personal day when no reason has to be listed.
              2. Circumstances which may be approved are listed on the Application for Personal Day and include:
            Legal business which cannot be conducted outside of school hours
            Funeral (other than immediate family)
            Graduation in the immediate family
            Critical illness of someone in the immediate family or immediate household
            Observance of a religious holiday
            Home emergency
            Personal Day (1)(no reason necessary)
            Other (explanation necessary)
                     
                    The application for personal day shall be submitted in advance to the Superintendent for approval.  If, due to an emergency, advance notice is not possible, the school shall be notified immediately by telephone, and the application shall be filed as promptly as possible.

                    Personnel applying for personal days on a Monday or Friday must give a reason for such request to the Superintendent of Schools.

                Applications for personal days that are not considered an emergency shall be submitted at least five (5) days in advance.

                Personal day without reason cannot be used to extend a holiday or vacation.
                  Failure to follow the above guidelines will result in an automatic disapproval of said request.




                  3. Family Illness Bank

                  a. The one personal day without reason may be carried over into a family illness bank.

                  b. Family Illness Bank is not eligible for payment at retirement.


              ARTICLE 14
              SABBATICAL LEAVE

              A. General
                  1. Sabbatical leave is not a reward for past accomplishments, it is a privilege granted to teachers for their professional advancement.
                  2. The granting of a sabbatical leave to any member of the professional staff of the Rutherford Public Schools shall be at the discretion of the Board of Education based upon the recommendation of the Superintendent.
                  3. The best criterion for judging a particular request for sabbatical leave is whether, in the final analysis, it will contribute to the improvement of the teaching service.
                  4. In these regulations the word "teacher" shall be considered as including all professional staff members as negotiated by the Rutherford Education Association.
                      a. The grievance and/or arbitration procedure shall not be applicable to any part of the Sabbatical Leave.
                      b. The Sabbatical Leave will be in effect, as is, until the end of the 2000-2003 school year.

              B. Eligibility
                  1. Any teacher who has completed eight (8) or more years of continuous satisfactory service in the Rutherford Public Schools may be granted a leave of absence for one-half academic year or one full academic year, for study or research leading to professional advancement in an area directly connected with his/her work in the Rutherford Public Schools.
                  2. Subsequent leaves will not be authorized until one shall have reestablished eligibility by serving another period of eight (8) continuous years of successful service.

              C. Number of Leaves Authorized
                  The Board may grant up to three sabbatical leaves during any given school year.


              D. Application Procedure
                  1. Application for sabbatical leave shall be submitted to the Superintendent of Schools on or before January 1st of any year.
                  2. If approved, such leave shall become effective at the beginning of the succeeding school year.
                  3. Application shall be made upon a regular form as prescribed by the Superintendent of Schools and shall state clearly the nature, purpose and professional benefits of the proposed activity for which the sabbatical leave is requested.

                      This plan will include a complete statement of aims and objectives, demonstrating how this leave will improve the performance of the applicant, and the procedures, courses, travel plans, etc., whereby these objectives are to be achieved.  A statement of graduate level candidacy acceptance into the course of academic study to be pursued by the applicant, from the academic institution where the sabbatical leave will be taken, shall be included where the sabbatical leave includes graduate study.

              E. Activities For Which Sabbaticals May Be Awarded
                  1. In all instances, the activity must be related to enhancing the applicant's contribution to the educational program of the Rutherford Public Schools.  Such activities could include one or more of the following:
                      a. Study in association with a recognized graduate institute or its equivalent, or in a planned program with recognized authorities.
                      b. Travel, when combined with study within or outside of regular educational institutions.
                      c. Research leading toward publication.
                      d. Writing for publication, when in subject field.
                  2. Each applicant shall be notified by the Superintendent in writing on or before March 1 of the year in which the application was filed of the decision of the Board concerning his/her application.

              F. Forfeiture of Sabbatical Leave

              If, in the judgment of the Superintendent, a staff member on a sabbatical program is not fulfilling the purpose for which the grant was made, each shall consult with the other, after which the Superintendent shall report his/her views to the Board.  The Board may terminate the sabbatical leave after providing an opportunity for the staff member to be heard.  At such a hearing, the staff member may be accompanied by representatives from the Rutherford Education Association who shall also have an opportunity to be heard.


              G. Salary
                  1. The salary paid to a teacher on sabbatical leave shall be one-half of the annual contractual salary to which he/she would have been entitled had the teacher not been on leave, less the regular deductions, or full salary for a sabbatical leave of one-half of a school year, less the regular deductions.
                  2. Salary checks shall be issued to a person on sabbatical leave as per the salary payment policy for all professional personnel in the Rutherford Public School System.


              H. Physical Examination
                If an applicant for a sabbatical leave is favorably considered, the applicant will then present to the Superintendent a statement of condition of health from a licensed physician.

              I. Subsequent Service
                1. As a condition to being granted sabbatical leave, the teacher shall enter into a contract, as prescribed by the Board to continue in the service of the Rutherford Board of Education for a period of not less than two (2) years after the expiration of the leave of absence.
                2. If a teacher fails to continue in service after such leave of absence, said teacher shall repay to the Board of Education of Rutherford a sum of money equal to the amount of salary received while on leave unless such teacher is incapacitated, has been discharged, or has been released from this obligation for good and sufficient reasons by the Board of Education.
                3. A teacher on sabbatical leave shall confirm to the Superintendent on or before April 1 of that year his/her intention to return to duty at the start of the following school year, and failure to give such notification by April 1 shall be conclusive evidence that said teacher does not wish to continue in the employ of the Board of Education of Rutherford.

              J. Status of Tenure and Pension
                The period of sabbatical leave shall count as regular service for the purpose of retirement, and contributions by the teacher to the retirement fund shall continue as usual during such period.  Tenure rights shall not be impaired.  The period of time spent on sabbatical leave shall be counted for the purpose of salary increment and seniority, just as though the teacher had actively engaged in teaching.

              K. Illness or Accident
                In the event that the program of study or travel being pursued by a teacher on sabbatical leave shall be interrupted by serious accident or to illness to the teacher during such leave, as shown by satisfactory evidence submitted to the Superintendent, such an interruption shall not constitute a breach of the conditions of such leave, nor prejudice the teacher from receiving all rights and privileges provided for under the terms of this sabbatical leave policy, provided that the Superintendent was notified of such accident or illness within ten (10) days of its occurrence.

              L. Reinstatement
                At the expiration of a sabbatical leave, the teacher shall be reinstated in the position held at the time such leave was granted unless otherwise mutually agreed upon.  This presupposes, however, that conditions have not arisen that would have changed such teacher assignment and type of work had he/she remained in active service.

              M. Report
                A detailed report of the sabbatical leave must be made by the teacher within two (2) months after resuming teaching duties following the leave.  The report shall include all pertinent activities participated in, a detailed list of subjects pursued, an estimate of the value to the District, and a determination of how and when these values may be put into use within the entire district.  The report must be written in a format designed to be read by all faculty members.

              ARTICLE 15
              ASSOCIATION RIGHTS AND PRIVILEGES

              A. The Board agrees to furnish to the Association in response to reasonable requests from time to time pertinent information concerning the financial resources of the school district.  This is to include one copy of the annual audit and current school budget.  At the beginning of each school year, the Association shall be supplied with the names and addresses of all unit members.

              B. Whenever any representative of the Association or any employee under this contract participates during working hours in negotiations, grievance proceedings, conferences, or meetings called by the Board and/or its representative, he/she shall suffer no loss of pay.

              C. The Association and its representatives shall have the right to use school buildings at all reasonable hours for meetings when school is not in session and facilities are available.  The requests for said use shall be approved by the Superintendent.  The Association shall have the right to call at least six meetings per year at 3:30 p.m., giving advance notice to the Superintendent.

              D. The Association shall have in each school building a bulletin board in each faculty lounge.

              E. The Board of Education and the REA will establish a liaison committee which will consist of the officers of the Board of Education and the Rutherford Education Association.  Said committees will meet twice during each school year.  This committee is not intended to replace the grievance procedure.

              ARTICLE 16
              TEACHING HOURS AND TEACHING LOAD

              A. Teachers shall indicate their presence or absence in the building in the appropriate manner as set forth by the building principal.


              B. Effective July 1, 2001, the teacher workday shall be adjusted as follows:
                  1. Grades K-5.  The total work day for teachers will be seven (7) hours.  The lunch period will be shortened by 15 minutes and the day shortened by 12 minutes, increasing student instructional time by 15 minutes.
                  2. Grades 6-8.  The total day will be seven (7) hours and twelve (12) minutes.
                  3. Grades 9-12.  The total day will be seven (7) hours and twelve (12) minutes.
                  4. For the purposes of this agreement, a study shall be considered a teaching period.

              C. Lunch
                1. Effective July 1, 2001, teachers volunteering and assigned to lunch supervision during their duty free lunch will be paid $19.00 per hour.
                2. Effective July 1, 2001 all teachers shall have a duty free lunch equal in length to an instructional period.  (Elementary grades K-5 will be 45 minutes.)  Teacher lunch period may not, however, be the same time as students.  Lunch supervision may be an assigned duty.

              D. Whenever an emergency arises necessitating the coverage of classes, the principal may ask for this coverage among the faculty.

              E. Participation in clubs and related activities, either during or after the normal school day, shall be considered a part of the teacher's professional obligations.

              F. 1. Teachers shall be expected to remain one day per week, preferably Monday, beyond the normal school day in order to attend administrative, departmental, or R.E.A. meetings.  As has been the custom, meetings may be called for curriculum or in-service training.  These meetings may extend beyond the normal school day.
                  2. Teachers will be expected to remain, an appropriate amount of time, after the end of the normal school day on Tuesdays through Thursdays for extra help when requested by the students.
                  3. Teachers may leave at student dismissal on Fridays.

              G. In the event special education classes go to a lesser school day than the regular school day, the teacher lunch and preparation time shall be reduced proportionally.  Teachers working under this arrangement would accordingly be allowed to leave after the appropriate time for student help.  As per state law, the student contact hours would be the same as the regular student contact hours.


              H. An Association representative may speak to teachers at any building faculty meeting for a period of up to 10 minutes on request of the representative.


              I. Calendar 
                  Beginning in 2001-02, the work year shall be 188 days (186 pupil days
                  and 2 teacher only days).  The Board may replace a teacher/student day
                  with a teacher only day.

              J. The last three days of the school year shall be the legal minimum days for students and full days for teachers.

              K. K-5 Parent Conference Days - The following is agreed:
                  1. There will be one evening conference.
                  2. On the day the evening conference is held, the K-5 classroom teachers and students shall have a legal minimum day.  The K-5 classroom teachers shall leave with the students and return or the evening conference.
                  3. The manner by which the conferences are administered will be reassessed each year.  However, items 1. and 2. of the agreement concerning Parent Conference Days remain in effect.

              L. Teaching Load:  Effective July 1, 2001:
                  1. The grade 6-8 schedule shall be adjusted to create a nine (9) period day for students.
                  2. Teachers in grades 6-12 shall teach no more than six (6) periods, or have five (5) teaching periods and one (1) duty period.
                  3. The ninth period created at the grade 6-12 level shall be an administrative period, not a teaching period nor a duty period.  Teachers will not be required to grade student work, assign grades or prepare lessons.  The administrative period will not include covering classes except for a bona fide emergency, which shall not mean class coverage for a teacher who is absent for a full day.

              ARTICLE 17
              WORKING CONDITIONS
              CUSTODIANS, MAINTENANCE PERSONNEL

              A. Qualifications shall be the primary prerequisite for all job openings. Notification of openings shall be forwarded to the President of the REA.

              B. Notice of an involuntary transfer or reassignment shall be given to staff as soon as practicable, and subject to the provisions of N.J.S.A. 34:13A-25.

              C. An involuntary transfer or reassignment shall be made only after a meeting between the staff person involved and the immediate superior, at which time the staff person shall be notified of the reason therefor.  In the event that a staff person objects to the transfer or reassignment at this meeting, upon the request of the staff person, the Superintendent shall meet with him/her.  The staff person may, at his/her option, have an Association representative at such meeting.

              D. Regardless of any meeting which may occur relative to an involuntary transfer or reassignment, the decision of the Board acting through the Superintendent shall in all cases be final and binding as long as the transfer or reassignment is to be a position which the staff person in question is qualified.

              E. Custodians and maintenance personnel will be supplied with four uniforms per year.  The employee will be responsible for the laundering of the uniforms.  Safety shoes must be worn during working hours. The Board will reimburse employees up to $115 per year for shoe allowance with receipts.  The Board will not assume any responsibility for injury unless he/she is wearing his/her safety shoes.  All full time maintenance and/or custodial personnel will be provided a jacket after 6 months employment.  New jackets shall be provided every four (4) years, upon their anniversary date.  Jackets rendered unusable by on-the-job accidents will be replaced.  Anyone leaving our employment must return said jacket.

              F. The Board shall provide inclement weather gear (rubbers, raincoat, hats) for each building for use by the maintenance/custodial staff.  The REA will agree to one set at each WASAL School (three), two (2) at Union School, two (2) at Pierrepont, three (3) at the High School, and two (2) at the Maintenance Department.  The total shall be twelve (12) sets of gear.  The Board may increase this number at any time, but not provide less.

              G. The Board will pay for the boiler licenses of custodians and maintenance personnel.

              H. 1. An employee recalled for emergencies from his/her home to work at the school after completing his/her regular shift or prior to the commencement of his/her regular shift shall be guaranteed a minimum of two (2) hours at time and one-half, effective December 1, 1997, except when an employee is recalled in on Sunday and recognized holidays, he/she shall be compensated for a minimum of two hours at double time.





              2. Custodians who conduct scheduled building inspections on weekends and holidays shall be compensated at the rate of one and one-half (1.5) times regular pay for one (1) hour at the elementary schools and two (2) hours at the high school regardless of how long the inspection takes to complete.  If the inspection is not resolved in the aforementioned timeframe, the employee will be compensated at the one and one-half (1.5) times regular pay for the actual time worked.

              I. The regular work week will be 40 hours per week.

              J. The work week shall begin at 12:01 a.m. Monday, and shall end on the next succeeding Sunday at Midnight.

              K. Time and one-half the regular straight time rate will be paid in the following cases for all hours worked in excess of 40 hours in the work week and for all cases of scheduled overtime, except those occurring on Sunday.  On Sunday, the overtime rate will be two times the regular straight time rate.  Any overtime must be authorized by a person so designated by the Superintendent of Schools.
                  1. The regular work day for custodians will be from 7:00 a.m. to 4:00 p.m. (1 hour for lunch, 30 min. for coffee break). Any shift that starts prior to or at 7:00 a.m. will be considered the first shift.
                  2. Second shift shall be from 10:00 a.m. to 7:00 p.m. (1 hour for lunch, 30 min. for coffee break) - 6% differential.
                  3. Third shift shall be from 3:00 p.m. to 11:00 p.m. (1/2 hour for lunch, no coffee break) - 8% differential.
                  4. The shift differential shall be paid only for hours worked on that shift.

              L. Snow Days - On days when schools are closed because of snow, each custodian, regardless of regular shift assignment, will report to his/her building on the day shift schedule for snow removal.  All maintenance people will report to Pierrepont School at their regular starting time.

              M. Discipline of custodial and maintenance personnel shall be subject to Board policy #4154.  Adherence to this policy shall be subject to the grievance procedure.

              N. Whenever possible, non-certificated employees will receive notice of re-employment by 5/15.

              O. If the entire custodial or maintenance operation of the district is to be subcontracted, the Board will give the affected staff members ninety (90) days notice of termination from the day the contract with the contractor is approved by the Board.  This provision shall not apply in cases of emergency or attrition or if the entire custodial or maintenance staff is not replaced simultaneously.

              P. WASAL Head Custodian Stipend - Agreement to reopen the contract for this item only at such time that renovated buildings are ready and staffing has changed.

              Q.  No person in the employment of the Board of Education as of June 1, 1970 will at any time in the future be transferred involuntarily to the evening shift.

              R. The Board shall provide vacation checks to custodial/maintenance personnel before their vacations, providing that 30 days notice is given, and that the request for delivery of the check will not occur prior to the eighth of the month.

              S.  Stipends will be paid as follows for the duration of the contract:

                  Head Custodian - High School       $3,700
                  Head Custodian - Union School      $2,400
                  Head Custodian - Pierrepont School $2,400



              ARTICLE 18
              NON-CERTIFICATED STAFF EVALUATION

              All observations of the work performances of personnel shall be conducted openly and with full knowledge of the observed.  The employee shall be given a copy of any evaluation report at least one (1) day before any conference to discuss it.  The employee who has performed in an unsatisfactory manner will be advised promptly and given a verbal evaluation.  Second and further offenses will be discussed with employee and his representative and a written report issued and filed.  Disciplinary action may be taken at any time if necessary.



              ARTICLE 19
              GUIDANCE AND CHILD STUDY TEAM

              Beginning July 1, 2004 The Child Study Team and high school guidance counselors shall be obligated to work a maximum of two weeks during summer months.  This two-week period is at the discretion of the Superintendent.  Remuneration for this time shall be paid at the rate of 5% of the upcoming year's salary.  The remuneration paid during the summer months shall be incorporated into the guidance counselors' and CST members' pensionable salaries.
















              ARTICLE 20
              HEALTH BENEFITS PROGRAM

              A. Medical Insurance
                  1. All personnel shall be entitled to full coverage Blue Cross/Blue Shield, Major Medical and Rider J with the Board assuming the cost. In addition, the Board shall pay the entire cost of the family plan if the individual so elects.  Effective January 1, 2004, all new staff members will be covered by the Horizon POS plan.  In addition, the Board will pay the entire cost of the family plan (POS) if the individual so elects.  At the conclusion of the third year of employment, the employee can choose to change coverage to the Traditional plan that is offered to other district employees.
                  2. Effective January 1, 2005, current and new staff shall have the option of declining coverage from the Board.  The employee shall receive payment at the following rate:

                  a. $4,000 decline Family and keep Member Only
                  b. $3,000 decline Member & Spouse and keep Member Only
                  c. $1,500 decline Member & Child and keep Member Only
                  d. $1,000 decline Member Only 

                  If a staff member declines all coverage, he/she would receive both the amount designated in a., b., or c., plus d.


                  Payment shall be bi-monthly and will be added to the payroll check. The employee shall, however, not be entitled to payment until the effective date of the enrollment change.  

              Individuals who elect to decline coverage will have the right to re-enroll for another coverage, should their family circumstances change such that they lose the coverage.  These family circumstances include death, divorce, loss of job, or other event that results in the loss of insurance.  Re-enrollment for any other reason can only occur during the open enrollment period.  Re-enrollment is subject to the carrier's requirements.  The effective date of coverage is subject to the carrier's requirements.  Employees shall provide proof of alternate coverage to the Board.

              B. DENTAL PLAN - The Board will pay the following amount:
                  1. Up to $40.00 per month per employee for 1 party coverage.  It is understood that if the cost of the individual plan is less than $40.00, the individual does not receive the difference.  
                  2. Dependent coverage (2 party or family) will remain available at a cost to the employee of the balance over and above the single coverage expense.  Should the single coverage expense be less than $30, the BOE will contribute the difference (up to $30) towards the dependent coverage.
                  3. The Board will pay one (1) additional month's premium on the health and three (3) additional months' premiums on the dental plans for each retiree, with the medical plan exception of those TPAF or PERS employees who have 25 years or more of service.
                  4. For retiring employees wishing to continue applicable benefits, the Board of Education shall provide those benefits by complying with the current provisions of COBRA.


              Any positive upgrading of the State Health Benefits package will be accepted by the Board and passed along to the staff when it occurs.



              ARTICLE 21
              SICK LEAVE

              1. Unused Sick Leave
                  Only upon retirement, payment for unused sick days shall be paid according to the following schedule (for the duration of the contract):

                 1-100 days at the per diem rate of:    $30.00
              101-200 days at the per diem rate of:     35.00
              201-300 days at the per diem rate of:     40.00

                                maximum limit: $10,500.00
                  Whenever the Board of Education shall grant additional sick leave to any employee above and beyond that mandated by Statute (18A:30-2), said days granted shall be deducted from the total payment due for unused sick leave prior to payment.

              2. Perfect Attendance Bonus
                  Effective with the 2004-2005 school year, there will be a perfect attendance bonus of $250 to be paid to any employee who uses no sick or personal days in a single contract year.

              ARTICLE 22
              LONGEVITY

              Longevity will be paid to the following:  

              A. Longevity for certificated employees:

              Service in
              Rutherford:

              2004-05 2005-06 2006-07
              After 18 years $  680 $1,000 $1,000
              After 20 years $1,300 $1,500 $1,500
              After 25 years $1,700 $2,000 $2,000
              After 30 years $2,100 $2,500 $2,500


              B. Longevity for Custodians, Secretaries, Maintenance and Messenger:

              Service in
              Rutherford:

              2004-05 2005-06 2006-07
              After 15 years $  680 $1,000 $1,000
              After 20 years $1,300 $1,500 $1,500
              After 25 years $1,700 $2,000 $2,000
              After 30 years $2,100 $2,500 $2,500


              C. Longevity shall also be paid to Teachers’ Assistants, Clerical Assistants and Bus Drivers:

              For service in
              Rutherford:

              After 20 years   -   $400

              D. Longevity is not cumulative and shall be pro-rated to the individual's anniversary date.


              ARTICLE 23
              TUITION REIMBURSEMENT

              1. Teachers
                  The Board will pay a maximum of $900.00 per person per school year for tuition of graduate courses approved by the Superintendent to a maximum of $22,000 per year.  Only course work approved by the superintendent of schools shall be eligible for educational level and step advancement.  Tuition will not include cost of books, meals, etc.  This policy applies to tenured people only.  Payment will be made upon completion of the course and presentation of a report card, transcript, or letter stating such.  The college bill will be submitted to the business office for reimbursement.  The school year is July 1 through June 30.  All recipients must maintain a minimum of a "B" average.

              B. Non-Certificated Employees
                  The Board will establish a pool of $3,000 per year to be used by non-certificated employees for tuition for courses related to their work.  Employees must have their courses approved in advance by the Superintendent or Business Administrator, as appropriate.  The decisions of the Superintendent and Business Administrator shall not be grievable.

              C. Reimbursement for All Employees
                All requests for reimbursement must be submitted by June 1st to the business office.  If the cap is exceeded, the distribution will be done on a pro-rata basis.
                This new disbursement process will be evaluated at the end of each Contract Year.

              ARTICLE 24
              VACATION

              All maintenance, custodial, and secretarial personnel shall earn vacation as follows:

              1. Vacation time shall be scheduled at a time approved by the Superintendent or his/her designee.

              2. Vacation time must be taken in the fiscal year following the fiscal year that the vacation time was earned.

              3. Vacation time shall not be carried over to a subsequent year unless permission is granted by the Superintendent.

              4. No vacation time shall accrue during the first two months of employment.

              5. Anyone retiring may have the opportunity to either receive the accrued vacation in cash or to take the time during the thirty (30) days prior to the retirement date.

              Twelve Month Contract

              Year Vacation Earned Vacation Taken

              Year 1 10* 0
              Years 2,3,4 10 10
              Year 5 15 10
              Years 6,7,8,9,10,11 15 15
              Year 12 16 15
              Year 13 16 16
              Year 14 17 16
              Year 15 20 17
              Year 16+ 20 20



              Eleven Month Contract

              Year Vacation Earned Vacation Taken

              Year 1 9* 0
              Years 2,3,4 9 9
              Year 5 14 9
              Years 6,7,8,9,10,11 14 14
              Year 12 15 14
              Year 13 15 15
              Year 14 16 15
              Year 15 19 16
              Year 16+ 19 19


              Ten Month Contract

              Year Vacation Earned Vacation Taken

              Year 1 8* 0
              Years 2,3,4 8 8
              Year 5 13 8
              Years 6,7,8,9,10,11 13 13
              Year 12 14 13
              Year 13 14 14
              Year 14 15 14
              Year 15 15 15
              Year 16+ 18 18

              * May be pro-rated based upon hire date





              ARTICLE 25
              SECRETARIES

              1. Secretaries who achieve the Professional Development Program Certificate will receive:
              1st Certificate - Stipend of $400
              2nd Certificate - Stipend of $500
              3rd Certificate - Stipend of $600
                Stipends are not cumulative - rather they are paid as per certificate. Stipends are to be paid when certificates are received.  Prior notification of receipt of certificate must be given to the Superintendent of Schools.
                The Board will compensate secretaries who receive additional certification from the Professional Standards Program as follows:

              Level I  - $300
              Level II - $500
                The stipends are not cumulative - rather they are paid as per certificate. Stipends are to be paid when the certificate is received. Prior notification of receipt of certificate must be given to the Superintendent of Schools.  

              2.  The Board and the REA agree that 11-month secretaries, prior to June 30, will have the right to voluntarily move their position to a 12-month secretarial position if they wish.  The 11-month secretaries will be able to make this choice annually, but not during the course of a school year.  The Board reserves the right to post vacant 11-month positions as 12-month positions.


              Effective July 1, 2004, the Board shall agree to elevate the 10-month WASAL secretaries to 11-month secretaries.  Effective July 1, 2005, these positions shall be elevated to 12-month positions.  Said secretaries shall retain their present step when this change takes place, subject to the mutual agreement of the revised salary guides.



              ARTICLE 26
              BUS DRIVERS

              1.   Bus Drivers who are steadily employed will be granted one sick day (to a maximum of ten) per each month worked during any given school year. Said leave is pro-rated to actual hours worked per day and is accumulative.

              2.   Bus Drivers will be compensated for five holidays, namely Thanksgiving, Christmas, New Year's Day, Presidents’ Day and the Friday after Thanksgiving.  Payment will be made at the hourly rate and the number of hours worked per day.  This benefit will begin in the third year of the individual's employment. 
                3.   The Board shall pay the Bus Drivers for a full day for snow\excessive heat days and any unscheduled half day.  The employee gets paid for the hours worked on scheduled half days.

                4.   The Board shall pay bus drivers at time and a half for hours worked on State holidays, provided that the Rutherford Schools are closed on that day.

                5.   The Board shall provide bus drivers with a meal allowance of $9.00 upon submission of receipt) when working extended days - 5 or more consecutive hours at one event.

                6. Bus Drivers responsible for transporting students on day-long trips on weekends for which students are dropped off and then picked up at the end of the event shall be paid two (2) hours for drop off and two (2) hours for pick up.  They shall also receive $55 as compensation for remaining on-call should the students need to return before the scheduled event.  No meal allowance shall be paid.

                7.   All new bus drivers will be provided a jacket after six months of employment.

                     The Board shall provide the bus drivers with new jackets every 4 years, upon their anniversary date.  The cap for the jacket shall be raised to $75.

                Effective July 1, 1983, all new full time bus drivers hired will be on a ten-month contract.





                ARTICLE 27
                CLERICAL ASSISTANTS


                Clerical Assistants will be granted one sick day per each month worked during any given school year.  Said leave is pro-rated to actual hours worked and is accumulative.

                Clerical Assistants will be compensated for three holidays, namely Thanksgiving, Christmas and New Year's Day.  Payment will be made at the hourly rate and the number of hours worked per day.  This benefit will begin in the third year of employment.

                The Board shall pay the Clerical Assistants for a full day for snow\excessive heat days and any unscheduled half day.  The employee gets paid for the hours worked on scheduled half days.

                The Board shall provide by June 1st of each year a promise of employment letter to the Clerical Assistants stating the individuals step/level and salary for the coming year.


                ARTICLE 28
                TEACHER ASSISTANTS

                Teacher Assistants will be granted one sick day per each month worked during any given school year.  Said leave is pro-rated to actual hours worked and is accumulative.

                Teacher Assistants will be compensated for five holidays, namely Thanksgiving, Christmas, New Year's Day, Presidents’ Day and the Friday after Thanksgiving.  Payment will be made at the hourly rate and the number of hours worked per day.  This benefit will begin in the third year of employment.

                The Board shall pay the Teacher Assistants for a full day for snow\excessive heat days and any unscheduled half day.  The employee gets paid for the hours worked on scheduled half days.

                The Board shall provide by June 1st of each year a promise of employment letter to the Teacher Assistants stating the individuals step/level and salary for the coming year.

                ARTICLE 29
                OTHER RATES

                1.   Summer Physicals: Nurses rate: $19.00 per hour.

                2. Parent Education Coordinator:  Annual Stipend $2,000.

                3. Web Master:  Annual Stipend  $4,000

                RUTHERFORD PUBLIC SCHOOLS
                TEACHERS SALARY GUIDE
                2004-2005


                STEP BA BA+15 MA MA+15 MA+30 DOC

                1 37,546 38,836 40,226 41,624 43,352 45,252

                2 38,671 39,999 41,431 42,871 44,651 46,551

                3 39,725 41,094 42,556 44,038 45,865 47,765

                4 40,432 41,857 43,388 44,978 46,857 48,757

                5-6 41,138 42,620 44,220 45,918 47,848 49,748

                7 42,761 44,344 46,168 48,049 50,277 52,177

                8 44,129 45,860 47,979 49,930 52,302 54,202

                9 45,544 47,477 49,904 51,885 54,448 56,348

                10 47,376 49,217 51,939 54,106 56,926 58,826

                11 49,300 51,185 54,108 56,650 59,522 61,422

                12 51,408 53,601 56,593 59,427 62,235 64,135

                13 54,248 56,615 59,232 62,341 65,114 67,014

                14 57,261 59,844 62,261 65,837 68,711 70,611

                15 60,660 63,482 66,209 69,531 72,507 74,407

                16 64,824 67,816 70,521 73,630 76,596 78,856

                17 --- --- 75,118 78,121 82,260 84,160






                After September 1, 1975, no faculty can move beyond the BA+15 level without a Master’s Degree.

                Movement from the B.A. level to the M.A. level must be by graduate credits earned after receiving the B.A. degree. Movement from the M.A. level on must be by graduate credits earned after receiving the M.A. degree.

                Salary increments are granted upon the recommendation of the Superintendent of Schools.

                RUTHERFORD PUBLIC SCHOOLS
                TEACHERS SALARY GUIDE
                2005-2006


                STEP BA BA+15 MA MA+15 MA+30 DOC

                1 39,700 40,900 42,100 43,300 45,100 47,000

                2 40,565 41,765 42,965 44,165 46,065 47,965

                3 41,450 42,650 43,850 45,050 47,050 48,950

                4 42,353 43,553 44,853 46,153 48,253 50,153

                5 43,370 44,670 46,070 47,470 49,670 51,570

                6-7 44,411 45,911 47,411 48,911 51,211 53,111

                8 45,610 47,410 49,110 50,810 53,310 55,210

                9 47,297 49,297 51,097 52,997 55,597 57,497

                10 49,095 51,195 53,095 55,195 57,895 59,795

                11 51,304 53,504 55,504 57,804 60,604 62,504

                12 53,613 55,913 58,113 60,613 63,513 65,413

                13 56,106 58,506 60,906 63,506 66,506 68,406

                14 59,360 61,960 64,560 67,260 70,460 72,360

                15 62,803 65,603 68,303 71,103 74,603 76,503

                16 66,424 69,416 72,216 75,116 78,916 80,816

                17 --- --- 76,718 79,721 83,860 85,760





                After September 1, 1975, no faculty can move beyond the BA+15 level without a Master’s Degree.

                Movement from the B.A. level to the M.A. level must be by graduate credits earned after receiving the B.A. degree. Movement from the M.A. level on must be by graduate credits earned after receiving the M.A. degree.

                Salary increments are granted upon the recommendation of the Superintendent of Schools.

                RUTHERFORD PUBLIC SCHOOLS
                TEACHERS SALARY GUIDE
                2006-2007

                STEP
                Old New BA BA+15 MA MA+15 MA+30 DOC

                1 1 40,600 41,800 43,000 44,200 46,000 47,900

                2 2 41,615 42,815 44,015 45,215 47,115 49,015

                3 3 42,655 43,855 45,055 46,255 48,255 50,155

                4 4 43,722 44,922 46,222 47,522 49,622 51,522

                5 5 44,815 46,115 47,515 48,915 51,115 53,015

                6 6 45,935 47,435 48,935 50,435 52,735 54,635

                7-8 7 47,115 48,915 50,615 52,315 54,815 56,715

                9 8 48,858 50,858 52,658 54,558 57,158 59,058

                10 9 50,715 52,815 54,715 56,815 59,515 61,415

                11 10 52,997 55,197 57,197 59,497 62,297 64,197

                12 11 55,382 57,682 59,882 62,382 65,282 67,182

                13 12 57,957 60,357 62,757 65,357 68,357 70,257

                14 13 61,203 63,703 66,203 68,903 72,203 74,103

                15 14 64,630 67,330 70,030 72,830 76,380 78,280

                16 15 68,224 71,216 74,116 77,016 80,816 82,716

                17 16 --- --- 78,518 81,521 85,660 87,560





                After September 1, 1975, no faculty can move beyond the BA+15 level without a Master’s Degree.

                Movement from the B.A. level to the M.A. level must be by graduate credits earned after receiving the B.A. degree. Movement from the M.A. level on must be by graduate credits earned after receiving the M.A. degree.

                Salary increments are granted upon the recommendation of the Superintendent of Schools.




                RUTHERFORD PUBLIC SCHOOLS
                SECRETARIES SALARY GUIDE
                2004-2005


                STEP 10-Month 11-Month 12-Month Administrative

                1 20,299 22,749 24,709 31,769

                2-3 21,052 23,844 24,849 32,531

                4 21,722 24,699 26,599 33,312

                5 22,744 25,320 26,924 34,111

                6 23,315 26,410 27,974 34,930

                7 23,985 27,426 28,838 36,607

                8 24,803 28,303 29,819 38,364

                9 25,726 28,826 30,844 40,264

                10 26,777 29,587 32,105 42,164

                11 28,977 31,867 34,561 43,837

                12 31,177 34,147 37,017

                13 34,141 37,165 40,207



                Salary increments are granted upon the recommendation of the Superintendent of Schools.
























                RUTHERFORD PUBLIC SCHOOLS
                SECRETARIES SALARY GUIDE
                2005-2006



                STEP 10-Month 11-Month 12-Month Administrative

                1-2 22,428 24,671 26,914 32,404

                3-4 22,966 25,263 27,560 33,182

                5 23,518 25,869 28,221 33,978

                6 24,082 26,490 28,898 34,794

                7 24,660 27,126 29,592 35,629

                8 25,844 28,428 31,012 37,339

                9 27,084 29,793 32,501 39,131

                10 28,384 31,223 34,061 41,010

                11 29,747 32,721 35,696 42,978

                12 31,174 34,292 37,409 45,041

                13 32,983 36,281 39,579

                14 34,930 38,423 41,916



                Salary increments are granted upon the recommendation of the Superintendent of Schools.



                RUTHERFORD PUBLIC SCHOOLS
                SECRETARIES SALARY GUIDE
                2006-2007

                Step
                Old New 10-Month 11-Month 12-Month Administrative

                1 1 23,418 25,760 28,102 33,835

                2-3 2 23,956 26,352 28,748 34,612

                4-5 3 24,508 26,958 29,409 35,409

                6 4 25,072 27,579 30,086 36,224

                7 5 25,650 28,215 30,780 37,059

                8 6 26,834 29,517 32,200 38,769

                9 7 28,074 30,882 33,689 40,562

                10 8 29,374 32,312 35,249 42,440

                11 9 30,737 33,810 36,884 44,408

                12 10 32,164 35,381 38,597 46,471

                13 11 33,973 37,370 40,767

                14 12 35,920 39,512 43,104




                Salary increments are granted upon the recommendation of the Superintendent of Schools.



                RUTHERFORD PUBLIC SCHOOLS
                CUSTODIAL/MAINTENANCE GUIDE
                2004-2005

                Maintenance Maintenance
                Step Custodian Class B Class A

                1 27,496 30,783 33,554

                2 27,625 31,553 34,392

                3 28,370 32,341 35,252

                4 28,930 33,150 36,134

                5 29,585 34,808 38,126

                6 30,164 36,277 39,837

                7 31,182 37,679 42,028

                8 32,023 39,282 44,340

                9 34,134 40,885 44,958

                10 42,195 46,713 50,993



                Salary increments are granted upon the recommendation of the Superintendent of Schools.


























                RUTHERFORD PUBLIC SCHOOLS
                CUSTODIAL/MAINTENANCE GUIDE
                2005-2006

                Maintenance Maintenance
                Step Custodian Class B Class A
                1 27,858 30,783 33,554

                2 28,554 31,553 34,392

                3 29,268 32,341 35,252

                4 30,000 33,150 36,134

                5 30,750 33,979 37,037

                6 32,288 35,678 38,889

                7 33,902 37,462 40,833

                8 35,766 39,522 43,079

                9 37,734 41,696 45,448

                10 39,809 43,989 47,948

                11 43,195 47,713 51,993



                Salary increments are granted upon the recommendation of the Superintendent of Schools.




                RUTHERFORD PUBLIC SCHOOLS
                CUSTODIAL/MAINTENANCE GUIDE
                2006-2007

                Maintenance Maintenance
                Step Custodian Class B Class A
                1 28,863 31,894 34,764

                2 29,559 32,663 35,603

                3 30,273 33,452 36,463

                4 31,005 34,261 37,344

                5 31,755 35,089 38,247

                6 33,293 36,788 40,099

                7 34,907 38,572 42,044

                8 36,771 40,632 44,289

                9 38,739 42,806 46,659

                10 40,814 45,099 49,158

                11 44,195 48,835 53,231




                Salary increments are granted upon the recommendation of the Superintendent of Schools.




                RUTHERFORD PUBLIC SCHOOLS
                TEACHER ASSISTANT GUIDE



                Step 2004-2005 2005-2006 2006-2007

                1 13.08 14.92 15.59

                2 13.83 15.37 16.06

                3 14.33 15.83 16.54

                4 15.83 16.30 17.03



                RUTHERFORD PUBLIC SCHOOLS
                CLERICAL ASSISTANT GUIDE


                Step 2004-2005 2005-2006 2006-2007

                1 12.62 14.25 14.96

                2 13.12 14.75 15.46

                3 13.87 15.27 15.98

                4 15.12 15.80 16.51



                RUTHERFORD PUBLIC SCHOOLS
                BUS DRIVERS GUIDE


                Step 2004-2005 2005-2006 2006-2007

                1 17.70 18.57 19.46

                2 18.45 19.22 20.11

                3 19.20 19.87 20.76




                RUTHERFORD PUBLIC SCHOOLS
                ATHLETICS SALARY GUIDE
                2004-05

                Step 1 Step 2 Step 3
                Tier A
                Football Head 7327 7428 7567
                Assistant (5) 4550 4742 4980

                Tier B
                Boys Basketball Head 5939 5987 6325
                Assistant (2) 4079 4138 4350

                Girls Basketball Head 5939 5987 6325
                Assistant (2) 4079 4138 4350

                Wrestling Head 5939 5987 6325
                Assistant (2) 4079 4138 4350

                Tier C
                Baseball Head 5278 5392 5507
                Assistant (2) 3730 3822 4018

                Girls Softball Head 5278 5392 5507
                Assistant (2) 3730 3822 4018

                Boys Soccer Head 5278 5392 5507
                Assistant (2) 3730 3822 4018

                Girls Soccer Head 5278 5392 5507
                Assistant (1) 3730 3822 4018

                Boys Spring Track Head 5278 5392 5507
                Assistant (2) 3730 3822 4018

                Girls Spring Track Head 5278 5392 5507
                Assistant (1) 3730 3822 4018

                Swimming Head/Boys/Girls 5278 5392 5507
                Assistant (1) 3730 3822 4018

                Tier D
                Boys Indoor Track Head 4869 4914 5242
                Assistant (1) 3609 3658 3783

                Girls Indoor Track Head 4869 4914 5242

                Cross Country Boys 4869 4914 5242
                Cross Country Girls 4869 4914 5242

                Volleyball Head 4869 4961 5169
                Assistant (2) 3609 3658 3783


                Boys Tennis Head 4869 4914 5192
                Assistant (1) 3609 3658 3783


                Girls Tennis Head 4869 4914 5192
                Assistant (1) 3609 3658 3783

                Tier E
                Bowling 3155 3318 3669

                Cheerleader Coaches:
                Fall Head Coach 3155 3318 3669
                Assistant (1) 3032 3148 3200
                Winter Head Coach 3155 3318 3669
                Assistant (1) 3032 3148 3200


                The Board agrees to allow vertical in-service credit to coaches for attendance at workshops and/or clinics in their area. Said approval is contingent upon prior approval of the Superintendent and not attended at Board expense or on Board time.

                Coaches who serve in the district for a lengthy period will be recognized by rewarding stipends as follows:

                After 7 years - $150.00 will be paid in years 8, 9, 10, 11 and 12
                After 12 years - $300.00 will be paid in year 13 and each year thereafter

                Stipends are not cumulative.

                1. Coaching does not have to be in the same sport.
                2. Payment is for the number of years as a coach - not the number of seasons. If a person coaches more than one sport during a year, he/she does not receive payment for each sport.
                3. The 7 and/or 12 years must be consecutive with the following exceptions: medical, maternity/paternity leave. These cases will be treated individually. Payment can be made with the Superintendent's approval.

                RUTHERFORD PUBLIC SCHOOLS
                ATHLETICS SALARY GUIDE
                2005-06

                Step 1 Step 2 Step 3
                Tier A
                Football Head 7620 7725 7870
                Assistant (5) 4732 4932 5179

                Tier B
                Boys Basketball Head 6177 6226 6578
                Assistant (2) 4242 4304 4524

                Girls Basketball Head 6177 6226 6578
                Assistant (2) 4242 4304 4524

                Wrestling Head 6177 6226 6578
                Assistant (2) 4242 4304 4524

                Tier C
                Baseball Head 5489 5608 5727
                Assistant (2) 3879 3975 4179

                Girls Softball Head 5489 5608 5727
                Assistant (2) 3879 3975 4179

                Boys Soccer Head 5489 5608 5727
                Assistant (2) 3879 3975 4179

                Girls Soccer Head 5489 5608 5727
                Assistant (1) 3879 3975 4179

                Boys Spring Track Head 5489 5608 5727
                Assistant (2) 3879 3975 4179

                Girls Spring Track Head 5489 5608 5727
                Assistant (1) 3879 3975 4179

                Swimming Head/Boys/Girls 5489 5608 5727
                Assistant (1) 3879 3975 4179

                Tier D
                Boys Indoor Track Head 5064 5111 5452
                Assistant (1) 3753 3804 3934

                Girls Indoor Track Head 5064 5111 5452

                Cross Country Boys 5064 5111 5452
                Cross Country Girls 5064 5111 5452

                Volleyball Head 5064 5159 5376
                Assistant (2) 3753 3804 3934


                Boys Tennis Head 5064 5111 5400
                Assistant (1) 3753 3804 3934


                Girls Tennis Head 5064 5111 5400
                Assistant (1) 3753 3804 3934

                Tier E
                Bowling 3281 3451 3816

                Cheerleader Coaches:
                Fall Head Coach 3281 3451 3816
                Assistant (1) 3153 3274 3328
                Winter Head Coach 3281 3451 3816
                Assistant (1) 3153 3274 3328


                The Board agrees to allow vertical in-service credit to coaches for attendance at workshops and/or clinics in their area. Said approval is contingent upon prior approval of the Superintendent and not attended at Board expense or on Board time.

                Coaches who serve in the district for a lengthy period will be recognized by rewarding stipends as follows:

                After 7 years - $150.00 will be paid in years 8, 9, 10, 11 and 12
                After 12 years - $300.00 will be paid in year 13 and each year thereafter

                Stipends are not cumulative.

                4. Coaching does not have to be in the same sport.
                5. Payment is for the number of years as a coach - not the number of seasons. If a person coaches more than one sport during a year, he/she does not receive payment for each sport.
                6. The 7 and/or 12 years must be consecutive with the following exceptions: medical, maternity/paternity leave. These cases will be treated individually. Payment can be made with the Superintendent's approval.

                RUTHERFORD PUBLIC SCHOOLS
                ATHLETICS SALARY GUIDE
                2006-07

                Step 1 Step 2 Step 3
                Tier A
                Football Head 7952 8062 8213
                Assistant (5) 4938 5147 5405

                Tier B
                Boys Basketball Head 6446 6497 6865
                Assistant (2) 4427 4492 4721

                Girls Basketball Head 6446 6497 6865
                Assistant (2) 4427 4492 4721

                Wrestling Head 6446 6497 6865
                Assistant (2) 4427 4492 4721

                Tier C
                Baseball Head 5728 5852 5977
                Assistant (2) 4048 4148 4361

                Girls Softball Head 5728 5852 5977
                Assistant (2) 4048 4148 4361

                Boys Soccer Head 5728 5852 5977
                Assistant (2) 4048 4148 4361

                Girls Soccer Head 5728 5852 5977
                Assistant (1) 4048 4148 4361

                Boys Spring Track Head 5728 5852 5977
                Assistant (2) 4048 4148 4361

                Girls Spring Track Head 5728 5852 5977
                Assistant (1) 4048 4148 4361

                Swimming Head/Boys/Girls 5728 5852 5977
                Assistant (1) 4048 4148 4361

                Tier D
                Boys Indoor Track Head 5285 5334 5690
                Assistant (1) 3917 3970 4106

                Girls Indoor Track Head 5285 5334 5690

                Cross Country Boys 5285 5334 5690
                Cross Country Girls 5285 5334 5690

                Volleyball Head 5285 5334 5690
                Assistant (2) 3917 3970 4106


                Boys Tennis Head 5285 5334 5690
                Assistant (1) 3917 3970 4106


                Girls Tennis Head 5285 5334 5690
                Assistant (1) 3917 3970 4106

                Tier E
                Bowling 3424 3602 3982

                Cheerleader Coaches:
                Fall Head Coach 3424 3602 3982
                Assistant (1) 3291 3417 3473
                Winter Head Coach 3424 3602 3982
                Assistant (1) 3291 3417 3473


                The Board agrees to allow vertical in-service credit to coaches for attendance at workshops and/or clinics in their area. Said approval is contingent upon prior approval of the Superintendent and not attended at Board expense or on Board time.

                Coaches who serve in the district for a lengthy period will be recognized by rewarding stipends as follows:

                After 7 years - $150.00 will be paid in years 8, 9, 10, 11 and 12
                After 12 years - $300.00 will be paid in year 13 and each year thereafter

                Stipends are not cumulative.

                7. Coaching does not have to be in the same sport.
                8. Payment is for the number of years as a coach - not the number of seasons. If a person coaches more than one sport during a year, he/she does not receive payment for each sport.
                9. The 7 and/or 12 years must be consecutive with the following exceptions: medical, maternity/paternity leave. These cases will be treated individually. Payment can be made with the Superintendent's approval.

                RUTHERFORD PUBLIC SCHOOLS
                HIGH SCHOOL STUDENT BODY ACTIVITIES
                SALARY GUIDES 2004-07

                2004-05 2005-06 2006-07

                2 Class Sponsors-12th @ 1329-1389-1450 2658 2778 2900
                2 Class Sponsors-11th @ 1130-1181-1233 2260 2362 2466
                2 Class Sponsors-10th @ 942-984-1027 1884 1968 2054
                1 Class Sponsor-9th 911 952 994
                6 Intramurals @ 1570-1640-1712 9420 9840 10272
                Senior Play Director 1972 2061 2151
                Senior Play Music Dir. (if musical) 1665 1740 1816
                Stage Crew Director 2465 2576 2689
                Vocal Ensemble (Special Chorus) 1004 1049 1095
                Audio-Visual 3220 3365 3512
                Yearbook - Art & Literary 3248 3394 3542
                Yearbook - Business 1853 1936 2021
                Newspaper 1837 1920 2004
                All School Play Director 1972 2061 2151
                Forensic 1883 1968 2054
                G. O. Collector 2688 2809 2932
                Student Council 2786 2911 3038
                Band Director 3733 3901 4071
                Band Front Director 1404 1467 1531
                Percussion Instructor, Band 1418 1482 1547
                Drill Instructor, Band 1964 2052 2142
                Senior Play Choreographer 937 979 1022
                Math Team Advisor 1084 1133 1183
                National Honor Society 911 952 994
                Decathlon 2786 2911 3038
                2 E.R.A.S.E. Advisors @ 912-953-995 1824 1906 1990
                Popcert Director 1972 2061 2151
                Jazz/Brass Ensemble 1004 1049 1095

                RUTHERFORD PUBLIC SCHOOLS
                ELEMENTARY STUDENT BODY ACTIVITIES
                SALARY GUIDES 2004-07
                2004-05 2005-06 2006-07

                Elementary Band - Union 1713 1790 1868
                Elementary Band - Pierrepont 1713 1790 1868
                Elementary Band – WASAL 1713 1790 1868

                Intramurals - Union 1322 1381 1442
                Intramurals - Pierrepont 1322 1381 1442

                Safety Patrol Advisor - Union 638 667 697
                Safety Patrol Advisor - Pierrepont 638 667 697

                Yearbook - Union 638 667 697
                Yearbook - Pierrepont 638 667 697

                Student Council - Union 638 667 697
                Student Council - Pierrepont 638 667 697

                Choral Director - Union 638 667 697
                Choral Director - Pierrepont 638 667 697

                Class Advisor - 8th - Union 638 667 697
                Class Advisor - 8th - Pierrepont 638 667 697

                Newspaper/Literary Journal - Pierrepont 530 554 579

                Poetry Book - Union 452 472 493

                School Store - Union 452 472 493
                School Store - Pierrepont 452 472 493

                Computers - Union 2766 2890 3016
                Computers - Pierrepont 2766 2890 3016

                Drama Club - Pierrepont 530 554 579
                Drama Club - Union 530 554 579

                Poetry Book Typist - Union 210 219 229

                Homework Club – Union 452 472 493
                Homework Club – Pierrepont 452 472 493

                Elementary Language – Union 261 273 285
                Elementary Language – Pierrepont 261 273 285

                Odyssey of the Mind – Union 1640 1714 1789
                Odyssey of the Mind – Pierrepont 1640 1714 1789
                Odyssey of the Mind – WASAL 1640 1714 1789

                Service Club – Pierrepont 452 472 493
                Service Club – Union 452 472 493

                RUTHERFORD PUBLIC SCHOOLS
                HIGH SCHOOL CLUBS
                SALARY GUIDES 2004-07

                2004-05 2005-06 2006-07
                Art Club 261 273 285
                Biology Club 261 273 285
                Chemistry Club 261 273 285
                French Club 261 273 285
                German Club 261 273 285
                Gourmet Club 261 273 285
                Spanish Club 261 273 285
                Asian Club 340 355 371
                Computer Club 340 355 371
                Drama Club 340 355 371
                Foreign Language Honor Society 340 355 371
                Health Career Club 340 355 371
                Photography Club 340 355 371
                Physics/Astronomy Club 340 355 371
                Psychology Club 340 355 371
                Chess Club 419 438 458
                FBLA Club 419 438 458
                Interact Club 419 438 458
                Key Club 419 438 458
                Mock Trial 419 438 458
                Pep Club 419 438 458
                SCRIBE 419 438 458
                Ski Club 419 438 458
                Varsity Club 419 438 458










                GENERAL:

                Except as this Agreement shall hereinafter or otherwise provide, all terms and conditions of employment applicable on the effective date of this Agreement to employees covered by this Agreement as established by the rules, regulations and/or policies of the Board in force on said date, shall continue to be so applicable during the terms of this Agreement.  Unless otherwise provided in this Agreement, nothing contained herein shall be interpreted and/or applied so as to eliminate, reduce nor otherwise detract from any employee benefit existing prior to its effective date.

                This Agreement shall become effective as of July 1, 2004 and shall continue in effect until June 30, 2007.


                APPROVED:


                _______________________________   _________________________________
                President,                        President,
                Rutherford Education Association  Rutherford Board of Education


                _______________________________   _________________________________
                Secretary,                        Secretary,
                Rutherford Education Association  Rutherford Board of Education


                _______________________________   _________________________________
                Date of Approval                  Date of Approval


                Separability

                If any provision of this Agreement to any employee or group of employees is held to be contrary to law, then such provision or application shall not be deemed valid and subsisting, except to the extent permitted by law, but all other provisions or applications shall continue in full force and effect.


                Rutherford BE and Rutherford EA 2004.pdf