Contract Between
Cinnaminson Tp B/E-Burlington
- and -
Cinnaminson EA
* * *
07/01/2008 thru 06/30/2011


CategorySchool District
UnitAides, Clerical, Other, Teaching/Professional Staff

Contract Text Below
AGREEMENT

Between the

CINNAMINSON TOWNSHIP BOARD OF EDUCATION

and the

CINNAMINSON EDUCATION ASSOCIATION, INC.



For the School Years

July 1, 2008 to June 30, 2011
ARTICLE 1
AGREEMENT


A. This Agreement made and entered into between the Cinnaminson Township Board of Education (hereinafter referred to as the "Board") and the Cinnaminson Education Association, Inc. (hereinafter referred to as the "Association") defines areas of negotiated agreement between the Board and the Association.

B. It is stipulated by both the Board and the Association that this Agreement is entered into in good faith, and that both parties will work cooperatively to carry out the Agreement, herein set forth, within the framework of the laws of the State of New Jersey.

C. This Agreement incorporates the entire understanding of the parties on all negotiable matters and shall not be modified in whole or in part by the parties except by an instrument in writing duly executed by both parties.
ARTICLE 2

RECOGNITION


A. The Association recognizes the Board as the representative of the government of the State of New Jersey charged with the responsibility under the laws of the State for operating the public schools in the Township of Cinnaminson and recognizes the Superintendent and his administrative staff as representatives of the Board in carrying out policies and operating instructions.

B. Pursuant to the New Jersey Employer-Employee Relations Act, the Board hereby recognizes the Association during the lifetime of this Agreement as the exclusive representative for purposes of collective negotiations concerning the terms and conditions of employment for the following groups: Contracted teaching staff members (excluding full-time administrators, supervisors and department chairpersons), psychologists, learning consultants, social workers, speech therapists, guidance counselors, nurses, librarian aides, secretaries, clerks, teacher aides, media technicians, computer operators, and bookkeepers, but excluding all employees statutorily excluded by the Act and the Athletic Director.

C. Unless otherwise indicated, the term "covered employees," when used hereinafter in this Agreement, shall refer to all employees represented by the Association in the negotiations unit as defined above, and references to male covered employees shall include female covered employees.

ARTICLE 3

NEGOTIATIONS PROCEDURE


A. Negotiations for a successor agreement to this Agreement shall commence not later than December 1st prior to the contract expiration. The parties shall exchange proposals not later than December 1st prior to the contract expiration.

B. Either Board or Association may have as representative persons not members of their respective organizations.

C. Meeting procedures shall be agreed upon by the negotiating teams at their first meeting.
ARTICLE 4

BOARD RIGHTS


The Board reserves to itself, except as otherwise specified in this Agreement, sole jurisdiction and authority over matters of policy, and the implementation thereof, to carry out its state-mandated responsibility to manage and direct all of the operations and activities of the school district in accordance with applicable laws and regulations.
ARTICLE 5

EMPLOYEE RIGHTS


A. It is agreed that, pursuant to the New Jersey Employer-Employee Relations Act, employees eligible for membership in the negotiating unit, as recognized in Article 2 of this Agreement, have the right freely to join and support an employee organization and its affiliates for the purpose of engaging in collective negotiations as set forth in N.J.S.A. 34:13A-1, et seq. It is agreed that neither the Board nor the Association shall discriminate against any covered employee because of his membership and participation or refusal to join or participate in any activities of the Association and its affiliates.

B. Nothing contained herein shall deny any covered employee the rights he has under federal law or laws of the State of New Jersey.

C. Whenever any covered employee is required to appear before the Superintendent, Board, or any committee thereof, for a meeting the purpose of which is to advise a covered employee of a matter adversely affecting his status and/or income in position, he shall be given prior written notice of the reasons for such a meeting or interview and shall, at his option, be entitled to have up to two representatives of his own choice present to advise him and represent him during each meeting or interview. If the covered employee chooses to have representatives present, the meeting may be delayed for a reasonable period of time in order to have his representatives available.

D. A covered employee shall not be subject to disciplinary action or formal reprimand, be reduced in rank or compensation, or be deprived of professional advantage without just cause.

E. No pupil grade and/or pupil evaluation will be changed without consultation with the teacher involved. If a grade is assigned by anyone other than the teacher involved, that person shall note the change and initial the official transcript. If the teacher involved cannot be reached for consultation, the teacher shall be notified of any grade or evaluation change within a reasonable period of time thereafter.

F. No covered employee shall be prevented from wearing Association-approved jewelry, or other similar identification of membership in the Association or its affiliates.

G. 1. A unit member shall, at his request, have the assistance and representation of the Association at any meeting or conference called by an administrator, which could adversely affect the unit member with respect to the continuation of his employment, salary, or other increments pertaining thereto.

2. Any conference or meeting held with respect to professional evaluation of a unit member shall not be covered by the above provision.
ARTICLE 6

ASSOCIATION RIGHTS AND PRIVILEGES


A. If any representative of the Association or any covered employee is mutually scheduled by the Board and Association to participate during working hours in negotiations, grievance proceedings, conferences, or meetings between the above- named parties, he shall suffer no loss in pay.

B. Representatives of the Association will be permitted to hold meetings to transact official Association business on school property provided that this does not interfere with or interrupt school operations; does not conflict with Board approved activities or facility rentals; does not require buildings to be opened at a time they are normally closed; and does not require additional janitorial or maintenance time. Clearance for such meetings must be obtained from the building principal.

C. The Association will have in each school building the exclusive use of a bulletin board in the faculty lounge and staff dining room. The Association will also be allowed space on the bulletin board in each central office for Association notices. Copies of all materials to be posted on such bulletin boards will be given to the building principal for informational purposes, but no approval will be required. Subject matter and presentation of such materials may be subject to Article 7.

D. The Association will pay for all materials and supplies incident to use of school- owned equipment. The Association will be responsible for the equipment while using same, and will reimburse the Board for any damage to, or loss of, the equipment while in such use.

E. The Association will have the exclusive right to use the inter-school mail facilities and school mail boxes without the approval of the building principals or other members of the administration so long as it does not disrupt normal distribution of school materials. Exclusive refers to the majority status of the CEA.

F. The Board will make available, upon written request of the Association, information that is in the public domain.
ARTICLE 7

GRIEVANCES


A. General

1. A "grievance" is a claim by a covered employee, or the Association, that there has been a violation of the Agreement or of Board policies or in the interpretation or application thereof with respect to said employee or Association, hereinafter called the "aggrieved."

2. The "aggrieved" is a person or persons making the complaint.

3. Consideration of grievance will not be deemed to make any matters subject to negotiation unless specifically included in this Agreement by mutual consent of the Board and Association.

4. In an Association grievance, the procedure to be followed is the same as that for a covered employee through Levels One, Two, Three and Four.





B. Purpose

The purpose of this procedure is to resolve, at the lowest possible level, complaints which may be brought to grievance. Both parties agree that these proceedings will be kept as informal and as confidential as possible at any level of the procedure.

C. Procedure

1. Since it is important that grievances be processed as rapidly as possible, the number of days indicated at each level is to be considered as a maximum and every effort will be made to expedite the process. The time limits may, however, be reduced or extended by mutual consent of all parties of interest as defined.

2. The aggrieved should discuss the matter with his immediate administrative supervisor to resolve it. If the matter is not resolved at this stage, both parties shall sign a written statement that a discussion was held.

3. Any complaint brought under this procedure must be presented within fifteen (15) school days of the action under complaint, or it may not be considered a grievance unless mutually consented to by both Board and Association.

4. Once submitted, the formal written grievance must stand as written through all steps. The aggrieved must specify the particular provision of this Agreement or Board policy that the aggrieved alleges to have been violated, his contention with respect thereto, and the specific remedy being sought.

Level One

If a covered employee is unable to have his complaint adjusted to his satisfaction informally, he may proceed to formal grievance. If the covered employee wishes to present a formal grievance, it must be presented in writing to his immediate administrator or the administrator's assigned designee within fifteen (15) school days of the action under complaint. (See C.2. above.) The administrator or his assigned designee must reply in writing to the aggrieved within five (5) school days.

Level Two

If the aggrieved is not satisfied with the disposition of his or her grievance at Level One, or if no decision has been rendered within five (5) school days, he may proceed to the next level. To proceed to the next level, he must submit within five (5) school days a copy of the original grievance and the reply, if any, to the Superintendent. The Superintendent must report his decision to the aggrieved in writing within seven (7) school days.

Level Three

If the grievance is not resolved to the aggrieved's satisfaction, the aggrieved may request a review by the Board. This request must be submitted no later than five (5) school days after receipt of the Superintendent's written decision or within twelve (12) school days of the filing of the grievance with the Superintendent if no decision has been issued. The request shall be submitted in writing through the Superintendent who shall forward it to the Board. The Board shall review the grievance, and the Board or its committee shall hold a hearing with the aggrieved within 30 days of receipt of the grievance and shall render a decision in writing within 15 calendar days after the hearing.

Level Four

a. Grievances reaching Level Four will be of two (2) types only:

Type One - Alleged violation, misinterpretation or misapplication of the terms of this Agreement.

Type Two - Alleged misinterpretation or misapplication of Board policy or administrative decision involving the interpretation of Board policy.

b. Type One grievances shall be submitted to the American Arbitration Association (AAA). The recommendation for settlement made by the arbitrator will be binding upon both parties.

c. Type Two grievance will follow the same procedure as Type One, except the recommendations resulting from arbitration will be non-binding, although both the Board and Association agree that they will give consideration to any recommendation for settlement.

General Stipulations

1. When the decision has been made to request the assistance of the AAA, such request may be made by either the solicitor of the Board or the Association. The party who makes such a request will advise the AAA of the names and addresses of both parties and serve a copy of said demand on the other side.

2. The fee and expenses of the AAA and the arbitrator which are incurred under Level Four will be shared equally by the Board and the Association or the non-member covered employee.

3. The rules of the AAA will be followed in all proceedings connected with the arbitration.

4. It is agreed that the decision of the arbitrator will not add to, subtract from, or modify the wording of any provision of the Agreement, and that the arbitration shall be confined to the interpretation of the contract based upon the facts disclosed by the evidence presented at a hearing with both parties present.

5. All meetings relative to grievances shall be private, with proper notice of date, time and place given to those persons participating.
ARTICLE 8

NO STRIKE - NO LOCK-OUT


It is mutually agreed by the Board and the Association that neither party will resort to a lock-out, strike, or sanctions for the duration of this Agreement.
ARTICLE 9

PERSONAL AND ACADEMIC FREEDOM

A. The personal life of a teacher is not an appropriate concern of the Board except as it affects his suitability or qualification as a teacher or prevents him from performing his assigned duties.

B. Teachers are expected to exercise reasonable judgment regarding the propriety of materials and methods to be used in the classroom. Classroom presentations should be made with due regard to the age and maturity level of the students.

C. Potential controversial materials and methods will be discussed with the immediate supervisor.







ARTICLE 10

PERSONNEL FILES

A. There shall be only one official personnel file. No material derogatory to a covered employee's conduct, service, character, or personality will be placed in his personnel file unless the covered employee has had an opportunity to review and discuss the material with an appropriate administrator. The covered employee will acknowledge that he has had the opportunity to review such material by affixing his signature to the copy to be filed, with the understanding that such signature does not indicate agreement with the contents thereof. The covered employee will have the right to submit a written answer to such material and his answer will be reviewed by the Superintendent and attached to the file copy. In the event that the covered employee is unavailable to review the material in accordance with this paragraph, a copy of the material will be sent to the last known address of that covered employee by registered mail.

B. Formal evaluations will be made periodically. Such evaluations will be reduced to writing, discussed with the covered employee, and signed by the covered
employee with the right to append responsive comments to them.

C. Any materials from a covered employee's personnel file to be used in disciplinary
action, formal reprimand, loss of increment, or dismissal must have been placed in the file in accordance with the provisions of this Article. Such supportive data will consist of materials placed in the file recording initial and subsequent contacts between the covered employee and the Administration.
ARTICLE 11

TRANSFERS AND REASSIGNMENTS


A. The Administration will give consideration to any request for transfer or reassignment received in writing from a covered employee in the District. The covered employee's request shall follow the same procedure as an application received from outside, starting with the principal of the building into which a transfer is requested. When, in the judgment of the administration, such transfer will be to the mutual benefit of the covered employee and the operation of the District, effort will be made to honor the request.

B. 1. Any vacancies shall be posted for 10 school days prior to the position being filled. During the summer months, lists will be mailed to those covered employees who have requested transfers. Lists under B. will be separated by job area.

2. A vacancy shall be defined as an opening through resignation, death, retirement, a reduction in force, leave of absence and/or a voluntary transfer except in the case of an involuntary transfer which occurs simultaneously with a voluntary transfer.

C. 1. When a teacher has been involuntarily transferred between schools, grades or departments, he may apply to the Superintendent for approval to take a course or attend a conference related to the new area at Board expense. Such application shall be made on forms devised by the administration. If approved in advance by the Superintendent, the Board shall reimburse the teacher the cost of tuition, fees and required books for course/conference attendance.

2. The teacher must present to the administration sufficient materials to support the reimbursement request. If a graded course is involved, no reimbursement shall be made unless the teacher passes the course.

D. Any teacher whose permanent classroom is changed from one building to another shall be compensated for the time necessary to transfer materials. Compensation shall be in the form of the E.I.P. rate set in Article 13, D.5. The amount of compensated hours requested by the teacher shall require prior written approval of the Superintendent. Teacher-initiated transfers are not included in these provisions.
ARTICLE 12

FAIR DISMISSAL PROCEDURE


A. Non-Tenured Teachers

1. A non-tenured teacher must receive at least one evaluation, with written summary of alleged deficiencies, which might cause dismissal, and written recommendations for improvement, at least seven (7) weeks prior to May 15. He will then be re-evaluated at least two (2) weeks prior to the May Board meeting by the original evaluator and will be given another evaluation by one additional administrator. All re-evaluations will be written.

2. If a non-tenured teacher is not to be recommended for rehire, he will be so notified at least one (1) week prior to the May Board meeting by means of a conference with appropriate administrative personnel.

3. a. Any non-tenured teacher dismissed during the school year for just cause concerning his teaching proficiency will receive sixty (60) days' notice or pay in lieu of notice. Such dismissal is not subject to grievance.

b. Dismissal during the school year on grounds not related to teaching proficiency may be appealed.

4. Any non-tenured teacher who is dismissed or not recommended for rehire, may, if he desires, request a statement of reasons for this action within fifteen (15) days of the action. If requested, such a statement will be furnished in writing within thirty (30) days of the request. A copy will be placed in the teacher's file. A teacher will have the right to attach a formal reply to the aforementioned statement.

5. If a teacher hired after March 1 is not to be recommended for rehire for the next school year, he will be so notified within six (6) weeks after the start of employment, with official action being taken at the next regular Board meeting. There will be at least one evaluation prior to the recommendation not to rehire.

6. Failure to rehire a non-tenured teacher is not subject to grievance.

B. The following provisions shall be in effect for all non-teaching covered employees:

1. There shall be a minimum of one (1) written evaluation per year.

2. If an employee will not be recommended for rehire, they shall be notified one (1) week before the May meeting.

3. Employees who are dismissed or not renewed shall receive thirty (30) days' notice unless separation is for gross misconduct.

4. Any non-teaching covered employee who is dismissed or not rehired may, if he desires, request a statement of reasons for this action within ten (10) days of the action. If requested, such a statement will be furnished in writing within ten (10) school days of the request. A copy will be placed in the employee's file. An employee will have the right to attach a formal reply to the aforementioned statement.





ARTICLE 13

WORKING HOURS AND WORKING LOAD


A. Teaching Hours

1. The length of the teachers' basic academic day will not exceed seven (7) hours and thirty (30) minutes and will encompass the students' standard day. Full day in-service days shall not exceed seven hours in length.

2. Guidance counselors shall provide counseling hours one evening a week during the school year, the duty to be rotated equally among all members of the Department. Counselors who participate in this program will receive compensatory time for their evening work.

B. Teaching Load

1. High School

a. Every high school teacher shall have five (5) duty-free lunch periods and at least five (5) other preparation and planning periods per week. Combined teaching and assigned duty periods, exclusive of homeroom or morning corridor duty, will not exceed thirty (30) per week. Of the thirty (30), teaching periods shall not exceed twenty-five (25), and the maximum assigned duty periods will not exceed the equivalent of seven (7) regular periods. Teachers who have not been assigned homeroom duty may be assigned to morning corridor duty. The assigned duty period under this provision, as directed by the Superintendent or his designee, may be used for professional duties including tutoring and curriculum work, but shall not be used for a sixth period of teaching per day.

b. Science, related arts, and physical education teachers may be required to teach up to twenty-five (25) periods per week, combined teaching and duty still to remain at thirty (30) maximum periods.

c. Every reasonable effort shall be made to provide high school teachers with one preparation period per day and to make science teachers’ sixth duty period a lab prep duty.



2. Middle School

a. Certificated staff shall have one duty-free lunch period per day. Teachers shall teach no more than five periods per day. Teachers shall have no less than six preparation periods and six duty periods in a six-day cycle. Combined teaching and duty periods will not exceed six periods in an eight period day. Assigned duties may be used for tutoring or curriculum work or other duties as directed by administration but shall not be used for a sixth period of teaching per day.

b. For each teacher assigned to a house, three of the six duty periods will be scheduled for team meetings at coinciding times.

c. Every reasonable effort shall be made to provide middle school teachers with at least one preparation period per day.

d. In place of an advisory assignment, staff may be assigned to hall supervision.

3. Intermediate School

a. Every intermediate school teacher will have a 45-55 minute duty-
free lunch period per day and one preparation period per day.
          Teachers’ combined duty and instructional periods may not exceed
          six periods per day.

c. Teachers not assigned to homerooms may be assigned alternate administrative duties.

d. In addition to the afternoon parent-teacher conference schedule, there shall be two (2) evening conferences per year. On days when
parent-teacher evening conferences are scheduled, the students’ day will be reduced to four (4) hours and the teachers’ day to four and one-quarter (4 ) hours. There shall be two (2) conferences per year, each of two hours duration and not to end after 9:00 p.m. All teachers will be expected to attend without additional compensation. Teachers providing evening appointments will have release time in the afternoon and will return for no more than two hours; not to extend beyond 9:00 p.m. Should no parent require an evening conference, teachers will work in the afternoon and not return in the evening. This applies to classroom and “special” teachers alike.

4. Elementary Schools

a. Every elementary school teacher will have five (5) 45-55 minute duty-free lunch periods per week and five (5) planned unassigned periods when a specialist is scheduled. Every reasonable effort shall be made so that of the five (5) planned unassigned periods per week, no more than one (1) planned unassigned period shall be scheduled in a day. During the Outdoor Education Week, substitutes will be provided for specialists who participate in this program.

b. In addition to the afternoon parent-teacher conference schedule, there shall be two (2) evening conferences per year. On days when Parent-Teacher Evening Conferences are scheduled, the students' day will be reduced to four (4) hours and the teachers' day to four and one-quarter (4 ) hours. There shall be two (2) conferences per year, each of two hours duration and not to end after 9:00 p.m. All teachers will be expected to attend without additional compensation. Teachers providing evening appointments will have release time in the afternoon and will return for no more than two hours; not to extend beyond 9:00 p.m. Should no parent require an evening conference, teachers will work in the afternoon and not return in the evening. This applies to classroom and "special" teachers alike.

5. An exception to any part of B.1, 2., or 3. above can be made by mutual agreement among the building principal, the Association, and the teacher involved.

6. Preparation and planning periods shall be available for parent-teacher conferences, supervisor-teacher conferences and teacher-teacher conferences.

7. During the year, every K-2 teacher will have two (2) days with two and one-half (2-1/2) hours of released time for conference preparation and one (1) day with one and one-half (1-1/2) hours of release time for conference preparation. These days shall be scheduled in the week prior to parent- teacher conferences. In the event that only 1 hours of the 2 hours of conference preparation are available, then the additional 1 hour will be recorded as EIP time.



C. Sign-In and Sign-Out

1. Teachers will indicate their presence for duty by initialing the appropriate column of the faculty sign-in roster fifteen (15) minutes before the start of the students' day.

2. Teachers will be free to leave fifteen (15) minutes after the close of the students' day except as noted in D. The provisions of the first sentence shall not apply on in-service days. They will initial the sign-out roster, unless otherwise arranged with the building principal.

D. Faculty Meetings

1. Faculty meetings may be scheduled after the academic day to begin not later than ten (10) minutes after the close of the students' day and to run for a maximum of forty-five (45) minutes. The number of faculty meetings will not exceed nineteen (19) per school year. Notice of a faculty meeting will be given no later than one week prior to the meeting. Attendance is required unless excused by the building principal.

2. Emergency faculty meetings may be called by the administration, and attendance of teachers is required unless excused by the building principal. Such meetings will, when possible, be held within the time limits of D.1. above.

3. Notice of all meetings will include the proposed agenda.

4. The Association President or his designee will be allotted five (5) minutes at the end of each meeting for announcements, etc.

5. Educational Improvement Program - Each teacher may be required to devote up to twenty-five (25) hours of time per year to curriculum development and/or continuing education/professional development during time other than the regular school day. Three (3) hours credit shall be granted for participation in Back-To-School Night. Performance of IEP writing will constitute completion of twelve (12) hours of EIP under this section for special education teachers. Performance of conference preparation time will constitute completion of two hours of EIP under this section for every classroom elementary and fifth and sixth grade teacher. The remaining time shall be utilized in the performance of such curriculum development and/or continuing education/professional development tasks as may be assigned by the Superintendent or his designee. Of the twenty-five (25) hours, a minimum of ten (10) hours will be provided by the District and will meet State standards for professional development. Association and administrative representatives will mutually develop recommendations for use of these hours for professional development. These recommendations will not be binding on the Board. Any time in addition to the specified twenty-five (25) hours shall be compensated at the hourly rate of $37.36 in 2008-2009, $39.13 in 2009- 2010, and $40.89 in 2010-2011.

E. Miscellaneous

1. Teachers, having notified the administration, may leave the building during their scheduled duty-free lunch periods.

2. Secondary teachers will not be required to teach more than two (2) subject areas except in cases of emergency.

3. The Board and the administration recognize the desirability of limiting the number of times in any day a regular classroom teacher is required to change subject area teaching stations and will attempt to hold such changes to a minimum.

4. The Board and the Association recognize that teaching and learning take place in contact other than the formal classroom situation during the academic day and that all staff members have a responsibility of control and direction of students at all times on school property.

5. Every reasonable effort shall be made to provide adequate travel time for any teacher assigned to more than one building.

F. Secretarial Work Hours

Effective upon ratification of this Agreement, the following provisions are in effect:

1. The length of the workday will not exceed eight (8) hours and will include one (1) hour for lunch.

2. Summer hours--the length of the workday will not exceed seven (7) hours including one (1) hour for lunch. The secretarial staff shall work the same seven (7) hour day. Summer hours for secretaries shall be in effect from the Monday following the last student day through the Friday preceding the opening of school.

3. On the workday before Thanksgiving and Christmas, secretaries shall be released one-half () hour after the last bus leaves from their respectively assigned buildings.

4. When school is canceled in advance because of inclement weather, secretarial employees are not expected to come to work.

5. On days when any school is closed as a result of inclement weather, secretaries, clerks and aides shall be released one-half (1/2) hour after the last bus leaves from their respectively assigned buildings. Secretaries, clerks, and aides shall not be required to stay any longer than a building administrator.
ARTICLE 14

SABBATICAL LEAVE


A. Sabbatical leave may be allowed under the following terms and conditions to members of the staff:

1. No more than two (2) staff members may be granted such leave in any one year.

2. Such staff members must have served in Cinnaminson for seven (7) consecutive years at the time leave is granted. For fulfilling the sabbatical leave service requirements, military leave will count as time served in the District for purpose of establishing both continuity and length of service. Other officially granted leaves will count as time served in the District for purposes of establishing continuity only.

3. Sabbatical leave will be granted for the purpose of fulfilling institutional residency requirements (full-time study) or work done full-time at an accredited institution, for an advanced degree in the staff member's major teaching field, in education, in any Board-approved course of study, or in any Board-approved educational experience.

4. A teacher who is granted a sabbatical leave agrees to return to the District for a period of at least two (2) full years after his sabbatical leave. In order to be considered for a sabbatical leave, the applying teacher shall sign a promissory note indicating his obligation to repay the District for the leave in the event that he does fail to continue working for the District for the two (2) full years.

5. Application in writing must be received by the Superintendent no later than March 1 of the school year preceding the sabbatical year.

B. The Board will provide teachers on sabbatical leave:

1. A grant equal to one-half (1/2) of the base salary including length of service increments which would be earned by the teacher during the year he would be on sabbatical leave.

2. Payment of the percentage of dental, hospitalization, medical and major medical and prescription coverage which the Board provides for all staff members.

C. Administration of Program

1. The Superintendent will draw up the notices and forms necessary to implement the program and will discuss them with the President of the Association.

2. The Superintendent will provide written information helpful to the Association's review of the sabbatical candidate. He shall make recommendations concerning each candidate.

3. The Superintendent shall review all applications for sabbatical leave and make any recommendations to the Board.

D. Selection

The final determination as to the granting of sabbatical leave shall be with the Board.
ARTICLE 15

CONTRACTS AND SCHOOL YEAR


A. In accordance with established Board policy, the following procedure will apply to teachers' contracts:

1. Salary notices for tenured teachers will be issued during the two (2)-week period following the Board meeting at which they are approved. Teachers must advise the Superintendent within ten (10) school days of their intention to return.

2. Contracts to non-tenured teachers will be issued in accordance with the date set in N.J.S.A. 18A:27-10, or May 15, whichever date is earlier. Contracts must be signed and returned by the teachers within ten (10) school days as evidence of their intention to accept the contract.

3. All extra-pay contracts will be issued during the two (2) week period following Board appointment. Contracts must be signed and returned by the teachers within ten (10) school days as evidence of their intention to accept the contract.

4. The Board shall inform the Association in writing of the estimated number of riffed unit positions, if any, by March 15 each year.

B. 1. For the school years covered by this agreement, a teacher’s work year under the basic salary schedule will not exceed one hundred eighty-six (186) days. Two of these one hundred eighty-six (186) days are to be used, per State requirements, for professional development, which will be provided by the district.

2. A tentative school calendar will be prepared by the Administration and presented to a committee of Association building representatives for its review and recommendations prior to its adoption by the Board. Each building principal will review the proposed calendar with his staff insofar as possible.

C. 1. Salary notices for non-teaching covered employees will be issued within two (2) weeks following the May meeting. Employees must advise the Superintendent within ten (10) school days of their intention to return.

2. Contracts to non-tenured, non-teaching covered employees will be issued by May 31. Contracts must be signed and returned within ten (10) school days as evidence of their intention to accept the contract.
ARTICLE 16

PAYMENT OF SALARY CHECKS


A. Salary checks will be distributed on the fifteenth and last day of the month. If these dates fall on a weekend, the checks will be distributed the Friday before those dates. Exceptions will be made in December and June. In those months, one check will be distributed on the fifteenth and one on the employee’s last scheduled work day of the month.


B. Salaries for ten-month employees may be paid in one of the following ways:

1. Regular Plan - Twenty (20) payments over ten (10) months (except as noted in "A").

2. Deduction Plan - Ten (10) percent withheld monthly and paid in a lump sum in June.

3. Twelve (12) Month Plan - Ten (10) percent withheld monthly and paid in four (4) equal installments during July and August.

C. Summer Payment Plan Funds

1. Deductions for the Summer Payment Plan, as in B.2. and 3. above, will be deposited in an interest-bearing account. Such interest earned will be turned over to the Association for use in its scholarship fund.
      Once persons sign to have deductions made for Summer Payment Plan,
      this amount must be deducted until the end of the school year, unless a
      personal emergency demands that a refund be made. When deductions are
      terminated, they cannot be resumed for the remainder of that school year.
ARTICLE 17

DUES DEDUCTIONS


In accordance with New Jersey Statutes Title 52:14-15.9e. and as implemented by State Department of Education regulations, the Secretary of the Board is directed, upon submission to him of written authorization by the employee, to deduct organization dues from salary checks. Payment of such dues will be made to the Association according to provisions of the statute.
ARTICLE 18

SICK LEAVE AND PERSONAL DAYS


A. Sick Leave

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

2. Covered employees shall be given a written notice of accumulated sick leave days no later than October 15 of each school year.

3. Sick leave will be granted for each school year to all covered employees including aides employed by the District on the basis of ten (10) sick leave days for those employed on a ten-month basis and twelve (12) sick leave days for those employed on a twelve-month basis.

4. Unused sick leave will be accumulative from year to year with no maximum limit. Unused sick days accrued in an employee’s last year of employment shall be added to the total days accumulated.

5. No transfer of sick leave days accumulated in other districts will be allowed.

6. 18A:30-6 - Prolonged Absence Beyond Sick Leave Period. When absence, under the circumstances described in Section A.1. of this Article, exceeds the annual sick leave and the accumulated sick leave the Board may pay any such person each day's salary less the pay of a substitute, if a substitute is employed or the estimated cost of the employment of a substitute if none is employed, for such length of time as may be determined by the Board in each individual case. A day's salary is defined as one two-hundredth (1/200) of the annual salary.

B. Accumulated Sick Leave Payment

Any covered employee who retires into TPAF or PERS or is riffed shall be eligible for payment for unused sick leave under the following circumstances:

1. No employee will be eligible who has less than fifty (50) days of accumulated sick leave as of the date of retirement.

2. For any employee who has met the terms of 1. the Board will pay for every day through the 200th day of accumulated sick leave.

3. (a) Payment shall be made to teachers for these days at the following rate:
      2008-2009 2009-2010 2010-2011
      $65.01 $68.08 $71.14
      Max. $13,002.00 $13,616.00 $14,228.00
          (b) Payment shall be made to secretaries and aides for these days at the following rate:
      2008-2009 2009-2010 2010-2011
      $39.73 $41.61 $43.48
      Max. $7,946.00 $8,322.00 $8,696.00

4. If an employee dies while still employed by the Board and that employee has been credited with twenty-five (25) years of service in either TPAF or PERS, the sick leave payment under B.1., 2. and 3. above shall be made to the employee's estate.

5. Payment of this benefit shall be made in either three equal payments or five equal payments, at the discretion of the employee. If the employee
          retires December 31 of the contract years and selects the three payment option, the first thirty-three and one third percent (33 1/3%) of the total amount due shall be paid on or about July 15 of the year following retirement; thirty-three and one third percent (33 1/3%) of the total amount shall be paid on or before July 15 of the year following the first payment; and, thirty-three and one third percent (33 1/3%) of the total amount shall be paid on or before July 15 of the year following the second payment. If the employee selects the five payment option, twenty percent (20%) of the total amount due shall be paid on or about July 15 of the year following retirement; and, twenty percent (20%) of the total amount due shall be paid on or before July 15 of each successive year following the first payment until the employee is paid one hundred percent (100%) of the amount. If the employee retires June 30 of the contract years and selects the three payment option, thirty-three and one third percent (33 1/3%) of the total amount due shall be paid no later than ninety (90) days from the effective date of retirement, at such time subject to discretion of the board of Education; thirty-three and one third percent (33 1/3%) of the total amount due shall be paid on or before July 15 of the year following the first payment; and, thirty-three and one third percent (33 1/3%) of the total amount shall be paid on or before July 15 of the year following the second payment. If the employee retires June 30th and selects the five payment option, twenty percent (20%) of the total amount shall be paid no later than ninety (90) days from the effective date of retirement, at such time subject to discretion of the Board of Education; and, twenty percent (20%) of the total amount due shall be paid on or before July 15 of each successive year following the first payment until the employee is paid one hundred percent (100%) of the amount.

C. Emergency Personal Days

1. Covered employees may be granted up to two (2) days per year with pay for personal emergencies. Aides who work twenty (20) hours or more per
week may be granted up to two (2) days per year with pay for personal emergencies and aides who work less than twenty (20) hours per week may be granted up to one (1) day per year with pay for personal emergencies. These days are not cumulative. Permission must be granted for emergencies or extenuating circumstances by the Superintendent or his designee for personal leave on the working day preceding or the working day following a school holiday or vacation period. Request must be made in writing with a statement of reasons. Unused personal emergency leave under this paragraph shall be converted to accumulated sick leave annually. Such unused personal leave accrued in an employee’s last year of employment shall be added to the total days accumulated.

2. Written request must be made twenty-four (24) hours in advance or forty- eight (48) hours in advance, whenever possible, to the day requested to the building administrator before such absence. In the event of last minute emergencies, the administrator may grant approval by telephone, but written request must follow. Such a request will state the date desired and that the request conforms to contractual stipulation.
      Time necessary for court appearances in any legal proceeding connected with the covered employee's employment or with the school system will not be deducted from personal days or sick leave.

4. In addition, covered employees will be granted up to a maximum of two (2) days for mandatory court appearances.

5. a. Covered employees may request a leave not to exceed five (5) days in the case of death of a spouse/life partner, child, parent/custodial
parent. These days must be taken within ten (10) calendar days of the death.

b. Covered employees may request a leave not to exceed three (3)
days in the case of a death of a grandparent, brother, sister, mother-
in-law, father-in-law, grandchild, brother-in-law, sister-in-law,
son-in-law and daughter-in-law. These days must be taken within
seven (7) calendar days of the death.

6. Covered employees may request a leave not to exceed three (3) days in any one school year in the case of serious illness of the covered
employee's spouse, children and parents.

Serious illness will be defined in reasonable terms, with the following
considerations as guidelines:

a. (1) The illness being attended to is of an acute nature in which the staff member's presence is required, particularly in the
case of possibility of imminent death. For the purposes of
this provision, the parties agree that these days may be used
when a covered employee's spouse, child(ren) or parent(s)
undergoes surgery which requires general anesthesia or
hospitalization of the patient for at least twenty-four (24)
hours.
              Where it is imperative for a staff member to be present in
              order to provide medical nursing functions that could not
              be provided by another person.

b. Leave for serious illness will not be provided under the following
circumstances: Taking a spouse, children or parents to a doctor or
hospital when such appointments could reasonably be scheduled at some other time, such as Saturdays, holidays or vacation time. This is not an all-inclusive list.
          Personal leave days may be used for those matters not covered by
          the above.
          In order to verify serious illness as defined above, the employee
          shall supply a personally signed affidavit specifically stating the
          nature of the illness.

7. Other leaves of absence with or without pay may be granted by the Board for good reason.

ARTICLE 19

MEDICAL PLAN


A. 1. The Board will pay one hundred percent (100%) of the premium for AmeriHealth, with major medical, or its equivalent, which will apply to
the covered employee including his respective spouse and dependents.
      If the Board at any time in the future should change insurance carriers, the
      status quo, or standard against which equivalency shall be measured, is
      against the CIGNA program in effect prior to the 1995-96 school year.



B. Eligible unit employees shall be covered by an Age 23-dependents rider. The
Board's maximum contribution to this rider shall not exceed $45.00 annually for a covered employee.

C. 1. Where an employee is eligible for medical coverage under A. above and elects to take no such coverage, the employee shall receive a payment in lieu of coverage. This election shall be by form by which the employee who opts not to take such coverage agrees to accept the payment instead. In order to receive this payment, the employee must provide proof of other coverage.

2. Forms will be distributed to all staff by April 1. The employee must
return the form by May 1.

3. Any employee who elects not to take such insurance may re-enroll at the open enrollment period. Employees may, in certain circumstances, be allowed to re-enter the plan at other times subject to carrier determination. These determinations are not arbitrable under Article 7, Level Four. If re- enrollment for the current year is prior to June 30 there shall be no payment under #5 below.

4. New employees can elect to waive such coverage. In that case, payment under 5. below shall be prorated.

5. If an employee otherwise entitled to coverage has waived such coverage and has not re-enrolled at the open enrollment period, he shall be paid in a one-time payment made on June 30 as follows:

Single $ 787
Parent/Child $1,145
Husband/Wife $1,941
Family $2,000

6. If an employee has waived coverage and dies during the year, a payment shall be made to his estate on a prorated amount based upon the time elapsed in the year and the time remaining in the year.

7. The provisions of C. specifically expire on June 30, 2011, unless mutually
extended in writing before that date.

D. A family prescription drug plan shall be given to covered employees, which will
be fifteen dollars ($15.00) co-pay for brand drugs and ten dollars ($10) co-pay for
generic. The same co-pay shall apply to mail order prescriptions for a ninety
(90) day supply.

Each employee shall pay $200 per year toward the premium cost of this plan.
The Board will pay the remainder of the premium cost of the plan.

E. The Board will provide family dental coverage. Effective July 1, 2005, maximum
contribution required to be paid by the Board per employee for the dental plan shall be capped at $850 per year. No carrier change shall result in a reduction of the level of benefits or method of administration within the specified dollar limits.

F. Any employee who is transferred from a full-time to part-time position may be
covered by insurance in A., B., D. and E. above. The Board shall pay a
prorated share of the cost of such insurance equal to the percentage of the work
week the employee actually works. The employee shall bear the remainder of
the cost through a procedure set up by the Business Administrator's office.
Employees in this category who are otherwise eligible for the payment under C.
above shall receive a payment pro-rated to the payment set forth in C.5. and
C.7. above keyed to the percentage of the premium which the Board pays. For
example, if the Board pays 75% of the premiums, the employee is entitled to
75% of the payment if he complies with all other aspects of C.

G. Retirees who receive a monthly TPAF or PERS payment may, if allowed by the
carrier, buy in to insurance under A., B., D. and/or E. above. The cost to the retired employee shall be at applicable regular employee rates. The right to buy
in may be exercised until Medicare age. The retiree must buy in to the specified desired insurance(s) immediately upon retirement. Failure to maintain enrollment by the retired employee is a forfeiture of the retired employee's rights under this paragraph. The administration shall set guidelines for enrollment including rules requiring receipt of retired employee payments prior to the enrollment period.

H. If an employee dies while still employed by the Board, all insurance benefits
under A., B., D., and E. above in effect at the time of death will continue at
Board expense for his dependents for six (6) months after his death.

I. New unit employees otherwise eligible for insurance under A. 1. above will
receive single coverage only for the first three (3) years of employment.
Effective July 1, 2005, such employees will receive 100% paid single
prescription coverage. Additionally, such employees may elect dependent
coverage for which the Board will contribute 60% of the premium.

At the conclusion of three (3) years, such employees will be eligible for the other
enrollment types of medical and prescription insurance on the same terms as other
covered employees.

For employees hired after July 1, 2008, the Patriot V plan or equivalent will be the base insurance plan. Employees will have the option to enroll in the Patriot X plan or equivalent and pay the difference through payroll deduction.
For the 2008/2009 year, employees currently enrolled (2007/2008) in the Patriot X plan who voluntarily choose the Patriot V plan or equivalent will receive a one- time incentive payment of $500.

A joint (Board-Association) committee will be formed to consider implementing a 125 plan. (Use of “before taxes” salary for health expenses.)

J. All the provisions of C. above apply to insurance under D. and E. above. The
employee may waive either or both insurances.

K. The insurance deductible shall be $200/individual and $400/family.

L. The annual "trigger point" shall be increased to $5,000.00 before 100%
reimbursement.
ARTICLE 20

EXTRA DUTY PAY


A. Co-Curricular Salaries
      Full credit will be given for any previous experience in Cinnaminson in
      the same assignment.

2. In no case will experience as an assistant coach count as previous service for establishing a position on a head coaching scale.

3. The Board may assign newly appointed co-curricular personnel above the first step.

B. Middle School Subject Coordinators

The Board recognizes its responsibility to negotiate relevant terms and conditions of employment of this title should it be reinstituted.

C. Grade Level Chairpersons

Elementary Grade Level Chairpersons (K-8) will be paid an annual stipend of $682 in 2008-2009, $714 in 2009-2010, and $746 in 2010-2011 when there are no more than four (4) teachers on that level in a particular school year. When there are five (5) or more, exclusive of the Chairperson, an additional annual stipend will be paid at $69 per teacher in 2008-2009, $72 per teacher in 2009-2010, and $75 per teacher in 2010-2011.

D. Lead teachers shall receive $2,506 in 2008-2009, $2,625 in 2009-2010, and $2,743 in 2010-2011.

E. Extra Responsibility Reward Plan

1. It is recognized that certain teachers assume extra responsibility either voluntarily or by request. The stipend shall be $578 in 2008-2009, $630 in 2009-2010, and $698 in 2010-2011. Payments will be made in equal installments in December and in June. The stipend will be paid in the following situations:

a. Regularly assigned teacher-in-charge of the cafeteria during lunch periods.

b. Regularly assigned teacher-in-charge of study halls where there are more than one hundred twenty-five (125) assigned pupils.

c. One assistant to the Department Chairperson/ Supervisor whenever there are twelve (12) teachers in addition to the Department Chairperson/ Supervisor or two (2) assistants whenever there are twenty-five (25) teachers in addition to the Department Chairperson/Supervisor.

2. Effective July 1, 2008, the rate for bedside tutoring shall be $44.43 per hour; effective July 1, 2009, the hourly rate shall be $46.53; and effective July 1, 2010, the hourly rate shall be $48.62.

F. During times when teachers and/or pupils are not scheduled to report in accordance with the school calendar, and when the need arises, secretaries and clerks working in the central administrative offices may be required to report for work. The Board will pay those employees called in to work their per diem rate of their annual salary for each full day of work or a pro-rated per diem rate for a partial day of work.

G. Guidance Counselors who are assigned guidance work between the last teacher work day and the first teacher work day each year shall be paid at their per diem rate for each full day worked. Child Study Team members shall receive their per diem rate for each student tested during the summer months.

Guidance Counselors, Child Study Team members and others working five (5) or
more summer days will have the option to have five (5) days pay included in their
base salary.

H. D.E., C.B.E., C.I.E. Coordinators

Summer work for these positions shall be fifteen (15) days at the per diem rate in effect at the time the work is performed. Time beyond the fifteen (15) days shall be at the discretion of the Superintendent.

I. Curriculum Revision and Development

1. All positions for curriculum work shall be posted.

2. Contracts will be issued to each person working on curriculum.
ARTICLE 21

SALARY SCHEDULE


A. The salary schedules annexed hereto as S-1, S-2, and S-3 become effective July 1 of each year for the ensuing school year as designated on the schedules.

B. Advancement On Salary Guides

1. Before a teacher may advance to any salary schedule beyond that of the Bachelor's, he must have met all requirements for standard (permanent) certification in New Jersey.

2. All credits and all advanced degrees must be in areas where educational certification is available.

a. Credit for salary purposes will be granted on the BA scale up to and including BA+30 for additional graduate courses.

b. Upon conferment of an MA degree, credit for salary purposes will be granted on the MA scale for that degree and for any additional graduate courses taken either before or after conferment of the MA degree.

c. The Superintendent will acknowledge the receipt of teachers' written notification.

3. Verification in writing of the applicability of courses for such certification is the responsibility of the person claiming such credit. Notification of courses to be claimed for salary credit must be made to the Superintendent prior to December 15 in order to be granted for the following school year. To advance on the guide on September 1, such courses must be completed prior to August 31 prior to advancement. To advance on the guide on February 1, such courses must be completed prior to January 31 prior to advancement.

4. Whenever a teacher is pursuing a program that combines certification and the Master's degree, advancement to another salary schedule is possible once certification deficiencies have been removed.

C. Withholding of Increments

Title 18A:29-14 of the New Jersey Statutes Annotated will control the withholding of any increment.

D. A teacher in the unit employed for ten (10) months shall receive an increment, if
otherwise eligible, if he has been in a pay status for at least ninety-three (93) days of the preceding work year. Other unit employees, including twelve-month employees, shall receive an increment, if otherwise eligible, if they have been in a pay status for fifty (50%) percent of the scheduled work days plus one (1) day.
ARTICLE 22

EXTENDED LEAVES OF ABSENCE

A. The Board agrees that one (1) tenured teacher designated by the Association may
upon request, be granted a leave of absence without pay for two (2) full school years for the purpose of engaging in the educational activities of the Association or its affiliates.

B. A leave of absence without pay of up to two (2) full school years may be granted
to any teacher: (1) to participate in an education activity in the Peace Corps, VISTA, National Teacher Corps, or (2) serve as an exchange teacher or overseas teacher or (3) to accept a Fulbright Scholarship. Credit for this experience shall be given on the salary guide. However, it will not be applied toward tenure.

C. Child-Rearing Leave

1. Application for child-rearing leave shall be made by the employee to the Superintendent at least sixty (60) days prior to the anticipated birth of the child.

2. a. Child-rearing leave shall be granted to tenured employees for the balance of the school year (concluding June 30) in which the child is born and for one (1) additional school year. The tenured employee shall state whether he desires a leave solely for the balance of the school year in which the child is born or for an additional school year.

b. Non-tenured employees may apply for leave under 2.a. utilizing the same process. However, denial of such leave beyond the balance of the school year in which the child is born shall not be the basis for a grievance.

3. If an employee, under 2.a. above, has elected to take only a leave for the balance of the school year in which the child is born, the employee may apply for the additional full school year of such leave. Application shall be made on the child-rearing leave form provided by the Board and shall be received by the Superintendent no later than April 1 prior to the termination of the leave granted under 2.

4. Any employee adopting a child shall be granted a child-rearing leave in conformity with the provisions of 2., which shall commence upon the date such employee obtains custody of the child. Notice shall be given to the Superintendent at least sixty (60) days prior to the anticipated date of custody, if possible, and if not, as soon as practicable. An extension of child-rearing leave may be made under the provisions of 3.

5. Nothing herein shall prevent the employee and the Board from agreeing that an employee may return sooner than the leave termination date granted if such earlier return is administratively convenient to the Board and is not medically contraindicated.

6. Upon return from a child-rearing leave, all benefits to which the employee was entitled at the time of the commencement of leave, including unused accumulated sick leave, shall be restored.

7. Nothing in this Article shall be construed to require the Board to offer a new contract for a new school year to any non-tenured employee who would not otherwise have been offered such a contract.

8. During the term of his employment, an employee may receive no more than two (2) of the leaves under 2. above. Consecutive leave under 2./3. shall not be granted to any employee. Each of these limitations may be waived at the sole discretion of the Board. The Board decision in this regard is not subject to Level Four of the grievance procedure.

9. If, during the term of any leave under 2. or 3., an employee is employed full-time by another employer or accepts part-time employment during any portion of the regular school day, he will be deemed to have terminated leave under said provisions and to have abandoned his position. Employees on leave under 2. or 3. above shall be eligible to substitute in this District.

D. All leaves, including extensions or renewals of leaves, shall be applied for and granted in writing.

E. All covered employees on such leaves shall be allowed to continue participation in all health programs for the duration of their leaves at their own expense.

F. An employee on a leave of absence under the provisions of A. through C. above shall inform the school district of his intention not to return to the District by the April 1 proceeding the school year he is scheduled to return.
ARTICLE 23

MILEAGE


Employees who are required to use their own automobiles in the performance of their duties shall be reimbursed for all driving done on school business at the IRS-approved rate.
ARTICLE 24

FULLY BARGAINED PROVISIONS


This Agreement represents and incorporates the complete and final understanding and settlement by the parties on all bargainable issues which were or could have been the subject of negotiation. During the term of this Agreement neither party shall be required to negotiate with respect to any such matter, whether or not covered by this Agreement and whether or not within the knowledge or contemplation of either or both parties at the time they negotiated or signed this Agreement.
ARTICLE 25

SEPARABILITY AND SAVINGS


A. If any provision of this Agreement or any application of this Agreement to an employee or group of employees is held to be invalid by operation of law or by a court of other competent jurisdiction, such provision shall be inoperative, but all other provisions shall not be affected thereby and shall continue in full force and effect.

B. Any individual contract between the Board and an individual employee, heretofore or hereafter executed, shall be subject to and consistent with the terms and conditions of this Agreement. If an individual contract contains any language inconsistent with this Agreement, this Agreement, during its duration, shall be controlling.
ARTICLE 26

REDUCTION IN FORCE AND SCHOOL CLOSINGS


A. Procedure
      The Association shall be notified of any anticipated reduction in force at least fifteen (15) days prior to the Board's public announcement in order to allow for an Association consultation with the Board.

B. Selection of Teachers Affected

1. All teachers shall be notified of their employment status in accordance with the date set in N.J.S.A. 18A:27-10, or May 15, whichever date is earlier.

2. Any reduction in force of tenure teachers shall be in accordance with
N.J.S.A. 18A:28-9, et seq.

3. a. A seniority list shall be supplied to the Association on or before March 1 of each school year.

b. The Association shall be supplied at all times with an accurate recall list of all personnel who are in a RIF status.

C. Recall of Teachers Affected

Tenure teachers shall be recalled in accordance with N.J.S.A. 18A:28-9, et seq.

D. Tenured Secretarial Employees

1. In the event of a reduction-in-force of tenured secretarial employees, layoffs shall be made on the following basis:

a. Seniority lists shall be prepared for:


Group 1

(1) Computer Operator/Bookkeeper
(2) 12 Month Bookkeeper
Group 2

(1) Secretary II
(2) 12 Month Secretary
(3) 10 Month Secretary
(4) 12 Month Clerk
(5) 10 Month Clerk
Group 3

(1) Media Technicians
(2) Library Clerk
              Each list within a Group shall be referred to as a "sub list" in the balance of this section. The Association shall receive a copy of each list by April 1 each year.

b. Seniority in Group 1 positions may only be gained in a Group 1 position. Seniority in Group 2 positions may only be gained in Group 2 positions. Seniority in Group 3 positions may only be gained in Group 3 positions.

c. Seniority is defined as the number of months worked in applicable positions in the District as a full-time employee. If an employee works one day in a calendar month, he shall be given credit for a full month.

d. When an employee is promoted from Group to Group or within a Group (for example Group 2, Position 3 to Group 2, Position 1),
the time spent in the new position adds on to the time spent in the
position(s) held in the lower Group or the lower position(s) held
within the Group.

e. A voluntary resignation is a forfeit of all seniority gained to that date.

f. A tenured secretarial employee whose position is eliminated or filled by another employee whose position has been eliminated has the right to claim the position filled by the lowest seniority employee on the same sub-list if he possesses greater seniority than that employee.

g. In the event that the affected employee is not senior to the lowest seniority employee on the same sub-list, he has the right to claim the position filled by the lowest seniority employee on the next lower sub-list within the Group if he possesses greater seniority than that employee.

h. In the event that an employee is not senior to any other employee on any sub-list in the same group, the employee has the right to claim a position filled by an employee with less seniority in another group, provided, the employee has had no less than one full academic school year for a ten month position or one full calendar year for a twelve month position of satisfactory district experience in the specific sub-list position claimed and the employee possesses greater seniority than the bumped employee.

i. Any employee who has a right to claim a position under f., g., and h. above and who refuses to do so shall lose all seniority rights under D.

j. An employee who claims a position within his sub-list shall maintain his current salary. An employee who claims a position on another sub-list shall move laterally to the same step on the new salary column.

k. The time limit on claims under f., g., and h. above shall be five (5) calendar days after receipt of written notice of the available position. The time of a claim is based upon the Superintendent's Office's receipt of the claim. Failure to timely file a claim constitutes a waiver of all seniority rights under D.

l. Notwithstanding all of the above, any employees hired prior to July 1, 1998 shall be grandfathered in their position and seniority rights pursuant to prior contract language.

2. In any event, tenured secretarial employees shall not be laid off prior to non-tenured secretarial employees.

3. The parties agree to establish a joint liaison committee to meet on a regular basis, composed of Association and Board/administration representatives to discuss issues of mutual concern related to potential school closings including, but not limited to, discussions of the method of employee transfer of secretarial/clerical/aide personnel. The committee shall make recommendations to the Board on issues discussed.

E. Seniority Status for Aides
      As of July 1, 2005, after three (3) years of consecutive employment, aides will achieve seniority status. In the event of a reduction in force (RIF), aides who have not achieved seniority status will be reduced first, followed by those who have achieved seniority status. When a clerical or cafeteria aide position is riffed, in order for the affected employee to claim a classroom aide position, all applicable criteria must be met. Reduction in force (RIF) of aides who have achieved seniority status will be in reverse order of seniority.
ARTICLE 27

NON-DISCRIMINATION


The Board and the Association agree that all persons regardless of race, color, creed, religion, sex, sexual orientation, age or national origin shall have equal access to all categories of employment in the Cinnaminson School System.
ARTICLE 28

LEAD TEACHERS


A. The Board maintains the right to appoint lead teachers.

B. Compensation for lead teachers is in Article 20.D.
ARTICLE 29

CHILDREN'S TUITION RATE


Children of employees may attend District schools at forty percent (40%) of applicable tuition rates. School and class placement shall be made by the Administration. This Agreement shall not require the employment of additional staff to meet the requirements of kindergarten class size limits or special education class size limits.


ARTICLE 30

TUITION REIMBURSEMENT


A. There shall be a tuition reimbursement plan for teachers under the following terms:

1. All courses require written approval of the Superintendent in advance of course registration in order to be eligible. Apply using form provided by Central Office.

2. All courses must be on the graduate level and must be directly related to the teacher's current work assignment.

3. No reimbursement shall be made for courses beyond the MA+30.

4. Reimbursement is limited to the actual tuition paid by the teacher in any
July 1 through June 30 period up to a maximum District cost of one
thousand four hundred dollars ($1,400) per year for a full-time teacher,
and a maximum total District cost of thirty six thousand dollars
($36,000) in 08-09; thirty seven thousand dollars ($37,000) in 09-10;
and thirty eight thousand ($38,000) in 10-11.

5. The teacher must produce evidence of satisfactory completion of the
course(s) and proof of the actual tuition paid by September 15 following
the school year in which course(s) were taken.

6. Reimbursement will be paid by September 30.

7. In years where requests for reimbursement exceed the annual maximum,
monies shall be equally divided among the applicants but shall not
exceed the actual amount of tuition paid by the covered employee.

B. The per person amount for tuition reimbursement for classroom assistants will be
$500 per year for coursework related to their assignment, with a maximum
district cost of $3,500 per year.
ARTICLE 31

MISCELLANEOUS


A. The parties agree to establish an ad hoc committee to study the extent of employee assistance problems, policy and regulation needs, general intervention approaches, the use of current Board authority, and cost issues.

B. When the Board requires a non-certified employee to take a course, the Board shall reimburse the employee for tuition, fees, and materials associated with the course.
ARTICLE 32

REPRESENTATION FEE


A. Purpose of Fee
      If a covered 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. The purpose of this fee will be to offset the employee's per capita cost of services rendered by the Association as majority representative.

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

C. Deduction and Transmission of Fee

1. Notification
          On or about the 15th of September of each year the Board will submit to the Association a list of all employees in the bargaining unit. On or about January 1 of each year the Association shall notify the Board of Education as to the names of those employees who are required to pay the representation fee.

2. Payroll Deduction Schedule
          The Board will deduct from the salaries of the employees referred to in Section C-1 the full amount of the yearly representation fee in equal installments beginning with the first paycheck in February.



3. 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.

4. Mechanics
          Except as otherwise provided in this Article, the mechanics for the transmission of such fees to the Association will, as nearly as possible, be the same as those used for the transmission of regular membership dues to the Association.

5. Changes
          The Association will notify the Board in writing of any changes in the list provided for in Paragraph 1 above and/or the amount of the representation fee, and such changes will be reflected in any deductions made more than 10 days after the Board received said notice.

6. New Employee

On or about the last day of each month, beginning with the month this
agreement becomes effective, the Board will submit to the Association,
a list of all employees who began their employment in a bargaining unit
position during the preceding 30 day period. The list will include
names, social security numbers, job titles, dates of employment and
places of assignment for all such employees. The Board will also notify
the Association of any change in the status of an employee regarding
transfer, leave of absence, return from leave, retirement, resignation,
separation from employment, or death.

D. Save Harmless
      The Association shall indemnify, defend and save harmless the Board against any and all claims, demands, suits or other forms of liability that shall arise out of fee deductions by the Board for the Association which the Board has remitted to the Association and reliance by the Board on any representations made by the Association with respect to this Article. The Association shall assume full responsibility for the defense of any such claim, demand, suit or other form of liability and the Board will cooperate fully with the Association in gathering evidence, securing witnesses, and in all other aspects of said defense. The Board will give to the Association notice in writing of any claim, demand, suit or other form of liability in regard to which it will seek to implement this paragraph.


E. It is the intent of the parties, in entering into this Agreement, to fully comply with the rules and regulations of the Public Employment Relations Commission and the Public Employment Relations Commission Appeal Board regulating agency fee deductions. To the extent any procedure established by these provisions is not in harmony with such rules and regulations, the parties agree to promptly negotiate a replacement clause to correct such deficiency. All other non-affected clauses shall remain in full force and effect to the extent permitted by law.

































ARTICLE 33
DURATION OF AGREEMENT


This Agreement will be effective as of July 1, 2008, and supersedes all previous agreements and will continue in effect until June 30, 2011.

It is understood that it will expire on the date indicated unless the Board and the Association agree in writing to an extension.


Signed this _____ day of _______________, 2008.


CINNAMINSON BOARD OF EDUCATION: CINNAMINSON EDUCATION
ASSOCIATION, INC.:

______________________________ ______________________________
President President

______________________________ ______________________________
Secretary Secretary

SCHEDULE E-1

CO-CURRICULAR SALARIES


2008-2009 2009-2010 2010-2011

HIGH SCHOOL

High School Athletics:

Assistant Athletic Director – H.S. 3411 3496 3601
Equipment Manager 6593 6758 6961
Athletic Trainer 7106 7442 7665

Boys Football
Head 8250 8640 8899
Assistants - 6 5171 5526 5882

Boys Basketball
Head 7536 7893 8248
Assistants - 2 4757 5159 5561

Boys Track
Head 7345 7529 7755
Assistants - 3 4571 4787 5003

Boys Baseball
Head 7069 7403 7626
Assistants - 2 4522 4749 4976

Boys Wrestling
Head 7536 7893 8248
Assistants - 2 4757 5159 5561

Boys Soccer
Head 7069 7403 7626
Assistants - 3 4522 4749 4976

Boys Cross Country
Head 4802 5029 5255

Golf (Boys/Girls) 3231 3521 3812

Bowling (Boys/Girls) 3558 4175 4793

Winter Track (Boys/Girls)
Head 4802 5029 5255
Assistant – 1 3157 3498 3840

Boys Tennis
Head 4634 4853 5072
Assistant – 1 2847 3320 3792

Boys Spring Volleyball
Head 6890 7062 7274
Assistant - 1 4394 4504 4639

Summer Weight Lifting 1615 1827 2040

Girls Field Hockey
Head 7069 7403 7626
Assistants - 2 4522 4749 4976

Girls Basketball
Head 7536 7893 8248
Assistants - 2 4757 5159 5561

Girls Lacrosse
Head 7069 7403 7626
Assistants - 2 4522 4749 4976

Girls Softball
Head 7069 7403 7626
Assistants - 2 4522 4749 4976

Girls Tennis
Head 4634 4853 5072
Assistant - 1 2847 3320 3792

Girls Fall Volleyball
Head 6890 7062 7274
Assistant - 1 4394 4504 4639

Girls Cheerleaders - Fall
Head 3198 3466 3734
Assistant – 1 2173 2343 2513

Girls Cheerleaders - Winter
Head 3198 3466 3734
Assistant – 1 2173 2343 2513

Swimming (Boys/Girls)
Head 5693 5835 6010
Assistant - 1 3558 3726 3894

Girls Soccer
Head 7069 7403 7626
Assistants - 2 4522 4749 4976

Girls Track
Head 7345 7529 7755
Assistants - 2 4571 4787 5003

Girls Cross Country 4802 5029 5255

High School Activities:

AV 2841 2912 2999

Stage Manager 3115 3193 3289

Class Advisors
12 - 2 2629 2695 2776
11 - 2 2246 2352 2423
10 - 2 1648 1726 1803
9 - 2 1648 1726 1803

Newspaper 2913 3050 3142

Yearbook 5043 5169 5325

National Honor Society 1405 1491 1577

Vocal Music Director 4118 4221 4347
Play Director 4102 4205 4331
Assistant Play Director - 3 2472 2589 2666

Marching Band Director 6107 6260 6448
Assistant Marching Band Dir. 2223 2567 2910
Color Guard 2372 2484 2596
Marching Band Program Designer 2558 2621 2700

Treasurer 3668 3841 4014

Jazz Band 2715 2875 3035

String Ensemble 4385 4593 4799

Student Council Sponsors - 2 3054 3130 3224

Club Advisors - 18 1313 1345 1386

CinnaMentors 1326 1389 1452
CinnaMentors Aide 241 252 263

Special Events Coordinator 1947 2039 2131

Note: Full stipend paid from first year.
























MIDDLE SCHOOL

Middle School Athletics:

Equipment Manager 3274 3355 3456

Boys Wrestling
Head 3090 3236 3333
Assistant – 1 2102 2155 2225

Boys Baseball
Head 3090 3236 3333
Assistant – 1 2102 2155 2225

Intramurals (Boys/Girls)
Head – 11 1618 1659 1709

Boys Track
Head 3090 3236 3333
Assistant – 2 2102 2155 2225

Boys Cross Country
Head 3012 3087 3180
Assistant – 2 2102 2155 2225

Girls Field Hockey
Head 3012 3087 3180
Assistant – 1 2102 2155 2225

Girls Lacrosse
Head 3012 3087 3180
Assistant – 1 2102 2155 2225

Basketball (Boys/Girls)
Head – 2 3090 3236 3333
Assistant - 2 2102 2155 2225

Girls Softball
Head 3090 3236 3333
Assistant – 1 2102 2155 2225
.


Middle School Activities:

AV 2841 2912 2999

Stage Manager 1432 1664 1896

Newspaper 2298 2355 2426

Yearbook 2298 2355 2426

Vocal Music Director 2435 2496 2570

Play Director 3565 3654 3764
Assistant Play Director - 3 1509 1547 1593

Jazz Band 1494 1588 1681

Student Senate - 2 1874 1962 2050

Club Advisors - 14 1313 1345 1386

Special Events Coordinator 1604 1644 1693

Promotion Coordinator 474 518 563

Note: Full stipend paid from first year.

















RUSH SCHOOL

Rush School Athletics:

Intramurals
Head - 3 1618 1659 1709

Rush School Activities:

Student Council – 1 1356 1430 1503

Club Advisors – 4 1313 1345 1386

Outdoor Ed. Program
Overnight Stipend 121 127 133
Director 1286 1372 1458

5th Grade Recognition Coordinator 315 330 345

Note: Full stipend paid from first year.





DISTRICT WIDE

Chaperones 50 52 54

Mentoring (same rates all three years)
Regular route $600 (or State rate if higher)
Supervising teacher $450

Curriculum Writing
Lead Teacher & Mapping Facilitator 1740 1822 1904
Initial writing 1596 1671 1746
Subsequent 997 1044 1091

Lead Nurse 686 718 750

Staff Trainer(s) (which includes prep. time) 47 48 49

Note: Full stipend paid from first year.





SCHEDULE S-1

TEACHERS' SALARY GUIDE


2008-2009


Years Step BA BA+10 BA+20 BA+30 MA MA+10 MA+20 MA+30 Doc

1-2 1 50000 50950 51750 52550 53350 54150 54950 55750 56550
3 2 50500 51450 52250 53050 53850 54650 55450 56250 57050
4 3 51000 51950 52750 53550 54350 55150 55950 56750 57550
5 4 51500 52450 53250 54050 54850 55650 56450 57250 58050
6 5 52250 53200 54000 54800 55600 56400 57200 58000 58800
7 6 52750 53700 54500 55300 56100 56900 57700 58500 59300
8 7 53250 54200 55000 55800 56600 57400 58200 59000 59800
9 8 54250 55200 56000 56800 57600 58400 59200 60000 60800
10 9 56500 57450 58250 59050 59850 60650 61450 62250 63050
11 10 59000 59950 60750 61550 62350 63150 63950 64750 65550
12 11 62000 62950 63750 64550 65350 66150 66950 67750 68550
13 12 64000 64950 65750 66550 67350 68150 68950 69750 70550
14 13 66465 67415 68215 69015 69815 70615 71415 72215 73015
15 14 69465 70415 71215 72015 72815 73615 74415 75215 76015
16-18 15 70465 71415 72215 73015 73815 74615 75415 76215 77015
19-24 16 71215 72165 72965 73765 74565 75365 76165 76965 77765
25-28 17 71965 72915 73715 74515 75315 76115 76915 77715 78515

Effective with the 1998-1999 year, all S-1 on-guide covered employees will henceforth remain on guide.

Add $4,000 to the salary of each teacher whose 2008-2009 salary is above the published guide maximum.
          An additional $206 is granted at the start of the school year following the completion of the 9th,
          14th, and 19th years of service in Cinnaminson.

2. An additional $414 is granted under the following conditions:

(a) Completion of 15 full years of prior experience.
(b) Completion of 3 consecutive full years in Cinnaminson at the time the $414 is granted.
(c) The $414 payment will commence at the start of the school year following the completion
of (a) and (b) above.

NOTE: Once a longevity is earned, the dollar amount will increase from year-to-year per the Agreement.











SCHEDULE S-1

TEACHERS' SALARY GUIDE

2009-2010



Years Step BA BA+10 BA+20 BA+30 MA MA+10 MA+20 MA+30 Doc

1 1 51500 52600 53400 54200 55000 55800 56600 57400 58200
2-3 2 52000 53100 53900 54700 55500 56300 57100 57900 58700
4 3 52500 53600 54400 55200 56000 56800 57600 58400 59200
5 4 53000 54100 54900 55700 56500 57300 58100 58900 59700
6 5 53500 54600 55400 56200 57000 57800 58600 59400 60200
7 6 54250 55350 56150 56950 57750 58550 59350 60150 60950
8 7 55000 56100 56900 57700 58500 59300 60100 60900 61700
9 8 55500 56600 57400 58200 59000 59800 60600 61400 62200
10 9 57250 58350 59150 59950 60750 61550 62350 63150 63950
11 10 59500 60600 61400 62200 63000 63800 64600 65400 66200
12 11 62000 63100 63900 64700 65500 66300 67100 67900 68700
13 12 65000 66100 66900 67700 68500 69300 70100 70900 71700
14 13 67744 68844 69644 70444 71244 72044 72844 73644 74444
15 14 70488 71588 72388 73188 73988 74788 75588 76388 77188
16 15 73232 74332 75132 75932 76732 77532 78332 79132 79932
17-19 16 73965 75065 75865 76665 77465 78265 79065 79865 80665
20-29 17 75465 76565 77365 78165 78965 79765 80565 81365 82165

Effective with the 1998-1999 year, all S-1 on-guide covered employees will henceforth remain on guide.

Add $3,500 to the salary of each teacher whose 2009-2010 salary is above the published guide maximum.
          An additional $216 is granted at the start of the school year following the completion of the 9th,
          14th, and 19th years of service in Cinnaminson.

2. An additional $434 is granted under the following conditions:

(a) Completion of 15 full years of prior experience.
(b) Completion of 3 consecutive full years in Cinnaminson at the time the $434 is granted.
(c) The $434 payment will commence at the start of the school year following the completion
of (a) and (b) above.

NOTE: Once a longevity is earned, the dollar amount will increase from year-to-year per the Agreement.






SCHEDULE S-1

TEACHERS' SALARY GUIDE

2010-2011



Years Step BA BA+10 BA+20 BA+30 MA MA+10 MA+20 MA+30 Doc

1 1 53000 54250 55050 55850 56650 57450 58250 59050 59850
2 2 53500 54750 55550 56350 57150 57950 58750 59550 60350
3-4 3 54000 55250 56050 56850 57650 58450 59250 60050 60850
5 4 54500 55750 56550 57350 58150 58950 59750 60550 61350
6 5 55000 56250 57050 57850 58650 59450 60250 61050 61850
7 6 55500 56750 57550 58350 59150 59950 60750 61550 62350
8 7 56250 57500 58300 59100 59900 60700 61500 62300 63100
9 8 57000 58250 59050 59850 60650 61450 62250 63050 63850
10 9 58250 59500 60300 61100 61900 62700 63500 64300 65100
11 10 60000 61250 62050 62850 63650 64450 65250 66050 66850
12 11 62000 63250 64050 64850 65650 66450 67250 68050 68850
13 12 65750 67000 67800 68600 69400 70200 71000 71800 72600
14 13 68750 70000 70800 71600 72400 73200 74000 74800 75600
15 14 71500 72750 73550 74350 75150 75950 76750 77550 78350
16 15 74250 75500 76300 77100 77900 78700 79500 80300 81100
17 16 76500 77750 78550 79350 80150 80950 81750 82550 83350
18+ 17 78765 80015 80815 81615 82415 83215 84015 84815 85615

Effective with the 1998-1999 year, all S-1 on-guide covered employees will henceforth remain on guide.

Add $3,300 to the salary of each teacher whose 2010-2011 salary is above the published guide maximum.
          An additional $227 is granted at the start of the school year following the completion of the 9th,
          14th, and 19th years of service in Cinnaminson.

2. An additional $454 is granted under the following conditions:

(a) Completion of 15 full years of prior experience.
(b) Completion of 3 consecutive full years in Cinnaminson at the time the $454 is granted.
(c) The $454 payment will commence at the start of the school year following the completion
of (a) and (b) above.

NOTE: Once a longevity is earned, the dollar amount will increase from year-to-year per the Agreement.










SCHEDULE S-2

SECRETARIES' AND CLERKS' SALARY GUIDE


2008-2009



Sec. 12 mo. 12 mo. Library Clerk
Step II Bookkeeper Secretary Clerk Media Tech.

1 37536 35935 31731 28666 26557
2 37936 36335 32131 29066 26957
3 38336 36735 32531 29466 27357
4 38736 37135 32931 29866 27757
5 39136 37535 33331 30266 28157
6 39536 37935 33731 30666 28557
7 39936 38335 34131 31066 28957

Add $1900 to the 2007-2008 salary of each secretary whose salary is above Step 7 of the 2007-2008 salary
guide.

1. An additional $208 is granted at the start of the school year following the completion of the 9th,
14th, and 19th years of service in Cinnaminson.

2. An additional $417 is granted under the following conditions:

(a) Completion of 15 full years of prior experience.
(b) Completion of 3 consecutive full years in Cinnaminson at the time the $417 is granted.
(c) The $417 payment will commence at the start of the school year following the completion
of (a) and (b) above.

NOTE: Once a longevity is earned, the dollar amount will increase from year-to-year per the Agreement.

VACATIONS:

Vacation time for all twelve month positions above will be earned on the basis of: 2 weeks after 1 year, 3 weeks
after 5 years, 4 weeks after 10 years.

LEAD SECRETARY:

Lead Secretary will be paid on the Secretary II Salary Guide when there are four (4) or more secretaries or clerks,
exclusive of Lead Secretary, employed in a school main office.
SCHEDULE S-2

SECRETARIES' AND CLERKS' SALARY GUIDE

2009-2010



Secretary 12 mo. 12 mo. Library Clerk
Step II Bookkeeper Secretary Clerk Media Tech.

1 39486 37885 33681 30616 28507
2 39886 38285 34081 31016 28907
3 40286 38685 34481 31416 29307
4 40686 39085 34881 31816 29707
5 41086 39485 35281 32216 30107
6 41486 39885 35681 32616 30507
7 41886 40285 36081 33016 30907

Add $1,950 to the 2008-2009 salary of each secretary whose salary is above Step 7 of the 2008-2009 salary guide.
          An additional $220 is granted at the start of the school year following the completion of the 9th, 14th,
          and 19th years of service in Cinnaminson.

2. An additional $441 is granted under the following conditions:

(a) Completion of 15 full years of prior experience.
(b) Completion of 3 consecutive full years in Cinnaminson at the time the $441 is granted.
(c) The $441 payment will commence at the start of the school year following the completion
of (a) and (b) above.

NOTE: Once a longevity is earned, the dollar amount will increase from year to year per the Agreement.
          VACATIONS:
          Vacation time for all twelve month positions above will be earned on the basis of: 2 weeks after 1 year, 3 weeks
          after 5 years, 4 weeks after 10 years.
          LEAD SECRETARY:
          Lead Secretary will be paid on the Secretary II Salary Guide when there are four (4) or more secretaries or clerks,
          exclusive of Lead Secretary, employed in a school main office.












          SCHEDULE S-2
SECRETARIES' AND CLERKS' SALARY GUIDE

2010-2011



Secretary 12 mo. 12 mo. Library Clerk
Step II Bookkeeper Secretary Clerk Media Tech.

1 41436 39835 35631 32566 30457
2 41836 40235 36031 32966 30857
3 42236 40635 36431 33366 31257
4 42636 41035 36831 33766 31657
5 43036 41435 37231 34166 32057
6 43436 41835 37631 34566 32457
7 43836 42235 38031 34966 32857

Add $1,950 to the 2009-2010 salary of each secretary whose salary is above Step 7 of the 2009-2010 salary guide.
          An additional $232 is granted at the start of the school year following the completion of the 9th, 14th,
          and 19th years of service in Cinnaminson.

2. An additional $465 is granted under the following conditions:
          (a) Completion of 15 full years of prior experience.
          (b) Completion of 3 consecutive full years in Cinnaminson at the time the $465 is granted.
          (c) The $465 payment will commence at the start of the school year following the completion of (a)
          and (b) above.

          NOTE: Once a longevity is earned, the dollar amount will increase from year-to-year per the Agreement.
          VACATIONS:

          Vacation time for all twelve month positions above will be earned on the basis of: 2 weeks after 1 year, 3 weeks
          after 5 years, 4 weeks after 10 years.

          LEAD SECRETARY:

          Lead Secretary will be paid on the Secretary II Salary Guide when there are four (4) or more secretaries or clerks,
          exclusive of Lead Secretary, employed in a school main office.
SCHEDULE S-3

AIDES HOURLY RATE


CLASSROOM AIDES

2008-2009 2009-2010 2010-2011
Step Salary Step Salary Step Salary

1 14.58 1 15.33 1 15.93

2 14.68 2 15.43 2 16.03

3 14.79 3 15.53 3 16.13

4 14.91 4 15.64 4 16.23

5 15.03 5 15.76 5 16.34

6 15.14 6 15.88 6 16.46

7 15.26 7 15.99 7 16.58

8 16.01 8 16.11 8 16.69

9 16.68 9 16.86 9 16.81

10 17.36 10 17.53 10 17.56

11 17.93 11 18.21 11 18.23

12 19.32 12 19.86 12 20.17

13 20.70 13 21.50 13 22.10













CLERICAL AIDES

2008-2009 2009-2010 2010-2011

Step Salary Step Salary Step Salary

1 14.33 1 15.08 1 15.68

2 14.43 2 15.18 2 15.78

3 14.54 3 15.28 3 15.88

4 14.66 4 15.39 4 15.98

5 14.78 5 15.51 5 16.09

6 14.89 6 15.63 6 16.21

7 15.01 7 15.74 7 16.33

8 15.76 8 15.86 8 16.44

9 16.43 9 16.61 9 16.56

10 17.11 10 17.28 10 17.31

11 17.68 11 17.96 11 17.98

12 19.07 12 19.61 12 19.92

13 20.45 13 21.25 13 21.85












CAFETERIA/PLAYGROUND AIDES

2008-2009 2009-2010 2010-2011

Step Salary Step Salary Step Salary

1 13.08 1 13.83 1 14.43

2 13.18 2 13.93 2 14.53

3 13.29 3 14.03 3 14.63

4 13.41 4 14.14 4 14.73

5 13.53 5 14.26 5 14.84

6 13.64 6 14.38 6 14.96

7 13.76 7 14.49 7 15.08

8 14.51 8 14.61 8 15.19

9 15.18 9 15.36 9 15.31

10 15.86 10 16.03 10 16.06

11 16.43 11 16.71 11 16.73

12 17.82 12 18.36 12 18.67

13 19.20 13 20.00 13 20.60
TABLE OF CONTENTS


Article Page

          1 AGREEMENT 1
          2 RECOGNITION 1
          3 NEGOTIATIONS PROCEDURE 2
          4 BOARD RIGHTS 2
          5 EMPLOYEE RIGHTS 2
          6 ASSOCIATION RIGHTS AND PRIVILEGES 3

          7 GRIEVANCES 4

          8 NO STRIKE - NO LOCK-OUT 7

          9 PERSONAL AND ACADEMIC FREEDOM 7

          10 PERSONNEL FILES 8

          11 TRANSFERS AND REASSIGNMENTS 8

          12 FAIR DISMISSAL PROCEDURE 9

          13 WORKING HOURS AND WORKING LOAD 11

          14 SABBATICAL LEAVE 16
          15 CONTRACTS AND SCHOOL YEAR 17

          16 PAYMENT OF SALARY CHECKS 18

          17 DUES DEDUCTIONS 19

          18 SICK LEAVE AND PERSONAL DAYS 19

          19 MEDICAL PLAN 23
          20 EXTRA DUTY PAY 26

          21 SALARY SCHEDULE 28

          22 EXTENDED LEAVES OF ABSENCE 29

          23 MILEAGE 31

          24 FULLY BARGAINED PROVISIONS 31

          25 SEPARABILITY AND SAVINGS 31

          26 REDUCTION IN FORCE AND SCHOOL CLOSINGS 32

          27 NON-DISCRIMINATION 35

          28 LEAD TEACHERS 35

          29 CHILDREN'S TUITION RATE 35

          30 TUITION REIMBURSEMENT 36

          31 MISCELLANEOUS 36

          32 REPRESENTATION FEE 37

          33 DURATION OF AGREEMENT 40

          SCHEDULES

          E-1 CO-CURRICULAR SALARIES
          S-1 TEACHERS' SALARY GUIDE
          S-2 SECRETARIES' AND CLERKS' SALARY GUIDE
          S-3 AIDES HOURLY RATE





Cinnaminson BE and Cinnaminson EA 2008.pdf