Contract Between
Lambertville B/E-Hunterdon
- and -
Lambertville TA
* * *
07/01/2008 thru 06/30/2011

CategorySchool District
UnitOther, Teaching/Professional Staff

Contract Text Below






2008 – 2011

PREAMBLE PAGEREF _Toc74299161 \h 3
I: RECOGNITION PAGEREF _Toc74299162 \h 3
X: SALARIES PAGEREF _Toc74299171 \h 9
XII: PROMOTIONS PAGEREF _Toc74299173 \h 10
XVII: SICK LEAVE PAGEREF _Toc74299178 \h 12

THIS AGREEMENT, entered into this June XX, 2008 by and between the BOARD OF EDUCATION OF LAMBERTVILLE, IN THE CITY OF LAMBERTVILLE, NEW JERSEY, hereafter called the “Board”, and the LAMBERTVILLE TEACHERS’ ASSOCIATION, hereinafter called the “Association”:


A. The Board hereby recognizes the Association as the exclusive and sole representative for
collective negotiation concerning the terms and conditions of employment for all certified
personnel employed by the Board including:

1. Teachers
2. Nurses

But, excluding those employees listed under Section C of this Article.

B. Unless otherwise indicated, the term “teachers” when hereinafter in this agreement shall
refer to professional employees represented by the Association in the negotiating unit as
above defined, and reference to male teachers shall include female teachers.

C. The Superintendent, Secretaries and Custodial help and per diem employees are
excluded from coverage by this Agreement.


A. The parties agree to enter into collective negotiations for a successor Agreement in
accordance with the Laws of the State of New Jersey, in a good-faith effort to reach
agreement on all matters concerning the terms and conditions of teachers’ employment.

Unless otherwise provided in this Agreement, nothing contained herein shall be interpreted and/or applied so as to eliminate, reduce nor otherwise detract from any teacher benefit existing prior to its effective date.

This Agreement shall not be modified in whole or in part by the parties except by an instrument in writing duly executed by both parties.


A. Definitions:

1. A grievance is a claim based upon the interpretation, meaning or application of
any of the provisions of this Agreement and/or established by Lambertville
School policy; however, grievances arising solely from Board policy shall
have as their final step Level III of the grievance procedure as hereinafter

Said grievance must be instituted within (15) school days from the time the
grievant knew or should have known of its occurrence or be deemed abandoned
and waived.

2. An aggrieved person is the person or persons making the claim.

3. A party in interest is the person making the claim and any other person who might
be required to take action or against whom action might be taken in order to
resolve the claim.

4. A school day shall mean those days during the regular school year during which
school is open.

5. When an end of year grievance is filed, school days as used in this Article shall
mean weekdays during the period of the closing of school for the summer until
opening of school in September.

B. Purpose:

1. The purpose of this procedure is to secure through an orderly process, rapid and
reasonable resolution of problems at the lowest possible level.

C. Procedure:

1. Level One – A teacher with a grievance shall first discuss it with the
Superintendent or immediate superior, either directly or through the Association’s
designated representative, with the objective of resolving the matter informally.
If no agreement can be reached in five (5) school days, the grievance moves to
the next level.

2. Level Two – The teacher with a grievance or the Association’s designated
representative shall present the grievance in writing to the Superintendent. If the
grievance is not resolved in five (5) school days, the grievance moves to the next
level. Any decision at this level will be made in writing setting forth the reasons.

3. Level Three – If the aggrieved person is not satisfied with the resolution of the
grievance at Level Two, then the grievance is to be submitted in writing to a
combined meeting of the Professional Rights and Responsibilities Committee
(PR&R Committee) of the Lambertville Teachers’ Association and the Teachers
and Grievance Committee of the Lambertville Board of Education so that these
bodies might openly discuss the grievance with the hope of resolving it. The
Superintendent, the aggrieved party and any party in interest will be present at
this meeting. Said meeting shall take place within ten (10) school days after
submission of the grievance to Level Three. If no resolution can be derived
within thirty-one (31) calendar days of said meeting, the grievance then moves
to Level Four.

4. Level Four:

a. If the parties are unable to resolve the grievance, then the party who feels
that binding arbitration is desirable and necessary shall notify the Public
Employment Relations Commission (P.E.R.C.) within a forty-five (45)
calendar day period following the Board’s decision set forth in Section C3
immediately above. The parties shall then be bound by the rules and
procedures of P.E.R.C. in the selection of an arbitrator.

b. The arbitrator selected shall confer with the representative of the Board
and the PR&R committee to hold hearings promptly and issue his
decision. The arbitrator’s decision shall be in writing and shall set forth
his findings of fact, reasoning and conclusions on the issues submitted.
The arbitrator shall not have any power or authority to rule on any issue
not specifically included in this Agreement and subject to arbitration. The
arbitrator shall not have any power or authority to add to, subtract from, or
modify any provision of this Agreement.

c. The costs for the services of arbitration shall be borne equally by the
Board of Education and the Lambertville Teachers’ Association.

D. Rights of Teachers to Representative:

1. Any aggrieved person may be represented at all stages by himself or at his option
by a representative selected or approved by the Association. When a teacher is
not represented by the Association, the Association shall have the right to be
present at all stages of the grievance procedure to state its views.

2. No reprisals of any kind shall be taken by the Board, by any member of the
administration or by any member of the Association against any party in interest
or any other participant in the grievance procedure by reason of such

E. Miscellaneous:

1. All grievances shall commence at Level One regardless of whether they affect an
individual teacher, a group or class of teachers. The PR&R Committee may
process a grievance through all levels of grievance procedure except as herein

2. All meetings and hearings under this procedure shall be conducted in private and
shall include only the parties in interest and their designated or selected
representatives. All documents, communications and records dealing with the
processing of a grievance shall be filed in a separate grievance file and shall not
be kept in the personnel file of any of the participants.

3. A grievance initiated by an individual teacher shall be signed by that teacher; if a
grievance affects a group or class of teachers and is submitted by the PR&R
Committee it shall identify the grievant and/or any persons particularly affected
by the grievance.

4. In the event that any time period set forth in Paragraphs C1-C4 of this Article
shall expire or any meeting, discussion, hearing or arbitration set forth in
Paragraphs C1-C4 of this Article is scheduled to occur at such time as the
grievant or the Superintendent has a regularly scheduled vacation, the running
of such time period or the scheduling of such meetings. discussion, hearing or
arbitration shall be postponed until such person returns from or completes his


A. Whenever a teacher is required to appear before the Superintendent, Board or any
committee or member thereof, concerning any matter which could adversely affect the
continuation of that teacher in his office, position or employment or the salary or any
increments pertaining thereto, then the teacher shall be given prior written notice of
reasons for such meeting or interview and shall be entitled to have a representative of
the Association present to advise him and represent him during such meeting or
interview. Any suspension of teacher pending charges shall be with pay except as
permitted by law.


A. Whenever any representative of the Association or any teacher is mutually scheduled by
the Board and the Association to participate during working hours in negotiations,
grievance proceedings, conferences or meetings, he shall suffer no loss in pay.
B. Representatives and members of the New Jersey Education Association, and the National
Education Association shall be permitted to transact official Association business on
school property at all reasonable times, provided that this shall not interfere with or
interrupt normal school operations.

C. The Association and its representatives shall have the use of school buildings at all
reasonable hours for meetings. The Superintendent shall be notified in advance of the
time and place of all such meetings.

D. The Association shall have the use of school facilities and equipment at reasonable
times, when such equipment is not in use. The Association shall pay for the reasonable
cost of all materials and supplies incident to use.

E. The Association shall have the right to purchase expendable office supplies and other
materials from the Board suppliers at the price paid by the Board.

F. The Association shall have in the school building the exclusive use of a bulletin board in
the faculty lounge. The Association may be assigned space on the bulletin board in the
central office for Association notice. Copies of all materials to be posted on the central
office bulletin board shall be signed by an official of the Association and given to the
Superintendent for approval of the signature.

G. The Association shall have the right to use the inter-school mailboxes as it deems
necessary and without the approval of the Superintendent.

H. The Board shall grant leave to the President of the Association when meeting necessitates
such during the teacher’s term in office with the cost of the substitute being borne by the


A. The in-school work year of the teachers employed on a ten(10) month basis (other than
new personnel who may be required to attend an additional one (1) day of orientation)
shall not exceed 185 days. The in-school year shall include days when pupils are in
attendance, orientation days, curriculum days, Administration days and any other days on
which teacher attendance is required.


A. 1. Teachers shall indicate their presence for duty by placing a check mark in the
appropriate column of the faculty “sign-in roster”.

2. The total in-school workday for teachers shall consist of not more than seven (7)
hours and thirty (30) minutes which shall include a duty free lunch period as
guaranteed to teachers under Section C of this Article.

B. The daily teaching load in the Lambertville Public School shall not exceed five (5) hours
and forty (40) minutes of pupil contact.

C. 1. Subject to the provisions of Article VIII E below, teachers shall have a daily
duty-free lunch period of at least fifty five (55) minutes. However, three (3)
teachers shall be available for emergency duty during each lunch period and three
for each playground period and shall be assigned to such duty pursuant to a roster
established by the Superintendent in the event of the unavailability of aides and
substitute aides.

2. Teachers may leave the building without requesting permission during any lunch
periods they are not on said emergency duty.


A. The Association and the Board believe the teacher’s primary responsibility is to teach and
that the teacher’s energies should, to the extent possible, be utilized to this end.

1. Teachers shall not be required to perform the following duties:

a. Collection of funds for: any fund raising activities. However, will collect
sealed envelopes and forward to the office for P.T.A. fundraisers.
b. Hand scoring standardized tests.

B. Attendance at the P.T.A. meetings shall be at the option of the individual teacher, except
for the annual Open House meeting of the P.T.A.

C. Building-based teachers may be required, without additional compensation, to attend
faculty or other professional meetings.

1. Such meetings will be held thirty minutes before the arrival of students and shall
run no more than thirty minutes.

2. In case of emergencies, meetings may be held after school. Such meetings shall
begin no later than five (5) minutes after the students’ dismissal time, and shall
run no more than ten (10) minutes.

3. The notice of an agenda for any meetings shall be given to the teachers involved
at least two (2) days prior to the meeting, except in an emergency.

D. 1. Teachers of Kindergarten shall conduct parent-teacher conferences on four (4)
evenings/afternoons following the first and third marking periods at times and
dates to be fixed by the Superintendent. The teachers will be provided with
released time to conduct these conferences.

2. All teachers of Grades 1-6 and Special Education classes shall conduct
parent-teacher conferences on four (4) evenings/afternoons following the first
marking period; and three (3) evenings/afternoons following the third marking
period at times and dates to be fixed by the Superintendent. On such days there
will be four (4) hour sessions for students.

E. Teachers who perform cafeteria and/or playground duty shall be compensated at the rate of twenty-five dollars ($25.00) per hour. The Association shall provide the Administration with a monthly duty roster.

F. Teachers required to remain overnight on any overnight trips shall be compensated one hundred ($100) for each overnight.

G. Teachers will complete an end of year inventory checklist, which will include only the
following items; computer hardware, audio-visual equipment, maps, globes, teacher desk
and chairs, table, and large and/or valuable Science equipment (eq. Microscopes). The
inventory sheet will be included in the checkout materials. Next to the aforementioned
items listed on the inventory sheet will be a space for recording the quantity of each item.


A. Each teacher shall be placed on his proper step of the salary schedule for previous outside
teaching experience in a duly accredited school upon initial employment.

B. Teachers with previous teaching experience in the Lambertville Public School District
shall, upon returning to the system, receive full credit on the salary schedule for all
outside teaching experience or alternative civilian service required by the Selective
Service System, Peace Corps, VISTA or National Teacher Training Corps work and time
spent on a Fullbright Scholarship. Such teachers who have not been engaged in other
teaching of the other activities indicated above shall, upon returning to the system, be
restored to the next position on the salary schedule above that at which they left.

C. Teachers with previous teaching experience in the Lambertville Public School District
shall, upon returning to the system, receive full credit for previously accumulated unused
sick leave days.

D. Teachers shall be notified of their contract and salary status for the ensuing year no later
than April 30th.


A. The salaries of all teacher for the school years 2008-2009, 2009-2010, 2010-2011, shall
be as set forth in Schedules “A, B and C” which are attached hereto and made part
hereof, and:

1. Teachers employed on a ten-month basis shall be paid on the 15th and the last
school day of every month beginning with the month of September.

2. Teachers may individually elect to join the Hunterdon County School Employees
Federal Credit Union. Teachers may choose to have payroll deductions made for
this purpose.

3. When a payday falls on or during a school holiday, vacation or weekend, teachers
shall receive their paychecks on the last previous working day.

4. Teachers shall receive their final checks on the last working day in June when all
closing of school requirements are met.

5. There shall be full adjustment to guide, except as provided in Section B hereof.

6. Up to four (4) years of military service are creditable.

B. For the implementation of this contract and the determination of the salaries hereunder
each teacher shall be placed on appropriate step of schedule “A, B or C” commensurate
with the teachers actual years of experience.


A. All teachers shall be given written notice of their tentative grade-level and room
assignment for the forthcoming year not later than April 30.

B. All teachers shall be given written notice, through the Association and by posting on their
bulletin board of known vacancies for the following school year as soon as possible after
      they occur and become known to the Board up to ten (10) days before the year-end school closing (last day for the teachers). Any application for voluntary reassignment should be made within ten (10) school days of such notice. In the event this request cannot be granted at that time, consideration of the application would be made in conjunction with any subsequent application.


A. All vacancies in promotional positions, including specialists and/or special project
teachers, pupil personnel workers and positions in programs funded by the Federal
government, shall be adequately publicized by the Superintendent in accordance with the
following procedure:

1. When school is in session, a notice shall be posted as far in advance as
practical, ordinarily at least (10) school days before the final date when
applications must be submitted. A copy of said notice shall be given to the
Association at the time of posting. Teachers who desire to apply for such
vacancies shall submit their applications in writing to the Superintendent
within the time specified in the notice.

2. Teachers who desire to apply for a promotional position, which may be
filled during the summer period when school is not regularly in session, shall
submit their names and addresses to the Association president. The principal
shall notify the Association president of any promotional vacancy.

B. All qualified teachers shall be given adequate opportunity to make application for any
such vacancy, and no position shall be filled until all properly submitted applications
have been considered. A notice of the appointment shall be given to the Association.


A. 1. All monitoring and observation of the work performance of a teacher shall be
conducted openly and with full knowledge of the teacher.

2. Teachers shall be evaluated only by persons certified by the New Jersey State
Board of Examiners to supervise instruction.

3. A teacher shall be given a copy of any class visit or evaluation report prepared
by his evaluators before the conference to discuss it. No such report shall be
submitted to the central office, placed in the teacher’s file or otherwise acted upon
without prior conference with the teacher. No teacher shall be required to sign a
blank or incomplete evaluation form.

B. No material derogatory to a teacher’s conduct, service character or personality shall be
placed in the teachers file unless the teacher has had an opportunity to review the
material. The teacher shall acknowledge that he has had the opportunity to review such
material by affixing his signature to the copy to be filed with the expressed understanding
that such signature in no way indicates agreement with the contents thereof. The teacher
shall also have the right to submit a written answer to such material and the teachers’
answer shall be reviewed by the Superintendent and attached to the file copy.

C. Any complaints regarding a teacher made to any member of the Administration by
any parent, student or other person, which are used in any matter in evaluating a
teacher shall be promptly investigated and called to the attention of the teacher. The
teacher shall be given an opportunity to respond to and/or rebut such complaint, and
shall have the right to be represented by the Association at any meeting or conferences
regarding such complaint or its being raised in any manner to the detriment of the
student, parent or other person.

D. 1. Prior to any evaluation report, the Superintendent shall have had appropriate
communication, including but not limited to all steps in Section #2 below, with
said teacher regarding his performance as a teacher.

2. Evaluation shall be presented to non-supervisory personnel by the Superintendent
periodically in accordance with the following procedures:

a. Such reports shall be issued by the Superintendent.
b. Such evaluations shall include strengths, weaknesses and specific
suggestions for improvement.
c. Such evaluation reports are to be provided for non-tenure teachers at least
three (3) times each year, and for tenure teachers at least once each year.


A. In order to permit freedom of access both during and after regular school hours, all
Teachers shall have keys to their inside classroom doors and faculty lounge.


A. The PR&R Committee of the Association shall meet with the Superintendent whenever
necessary during the school year to review and discuss problems related to personnel and
the Administration of this Agreement.


A. The Association shall select four (4) staff representatives for the purpose of reviewing
and discussing school problems, practices and curriculum matters. The Council will
meet with the Superintendent at least once per month.

B. This group in dealing with matters involving curriculum, may deem necessary, with the
cooperation of the Superintendent, curriculum committees to service specific purposes.
These curriculum committees composed of faculty representatives, may meet with the
Curriculum committee of the Lambertville Board of Education.


A. All teachers shall be entitled to ten (10) sick leave days each school year as of the first
official day of said school year whether or not they report for duty on that day.
Additional sick leave days may be granted by the Board upon application by a teacher
and solely in the Board’s discretion.

B. Unused sick leave days shall be accumulated from year to year with no maximum limit.

C. Teachers shall be given a written accounting of accumulated sick leave days no later than
September 15th of each year.

D. Teachers who use no more than two (2) sick leave days per year shall receive a bonus
check of $100.00.
E. Upon retirement in accordance with T.P.A.F., teachers shall be compensated for all
accumulated sick days at a rate of thirty dollars ($30) per day, with a cap of four thousand
dollars ($4,000.00).

Notice of intent to retire shall be given no later than February 1st of the year the employee
shall retire, effective the second year of this agreement. If notice is given after February
1st of the retirement year, then this compensation can be made in the following year.
When notice has been given by February 1st of the retirement year, payment shall be
made no later than October 1st of that year.


A. Teachers shall be entitled to the following temporary non-accumulative leaves of absence
with full pay each school year:
      Teachers shall be entitled to the following temporary non-accumulative leaves of absence with full pay each school year: Three (3) days of absence for personal, legal, business, household or family matters which require absence during school hours. Application to the Superintendent for his/her approval shall be made at least three (3) days before taking such leave (except in the case of emergencies) and the applicant shall not be required to state the reason. These days of leave shall not be spent on school property. All unused personal leave may be accumulated as sick leave each year. A personal leave day cannot be used the day before or the day after a holiday or vacation period or the first or last week of the school year with the exception of major religious holidays not already covered by an existing school holiday or recess. Exceptions to this provision may be granted at the discretion of the superintendent.

2. Up to two (2) days for the purpose of visiting other schools or attending meetings
or conferences of an educational nature upon recommendation of the
Superintendent. Additional days for these purposes may be granted by the Board
upon application by the teacher and solely at the Board’s discretion.

3. Up to one (1) day for two (2) representative of the Association to attend
conferences and conventions of state and national affiliated organizations with the
provision that the Lambertville Teachers’ Association pay the substitute.

4. Time necessary, pursuant to a subpoena, for appearances in any legal proceeding
connected with the teacher’s employment or with the school system.

5. In the event of death or serious illness of relatives of the teacher:

a. In the event of death of the spouse, child, parent, brother, sister, or any
other member of the immediate household of a teacher, five (5) days for
each occurrence during one school year.
b. In the event of the death of a son-in-law, daughter-in-law, father-in-law,
mother-in-law, brother-in-law, sister-in-law or grandparent, uncle or aunt
of a teacher, two (2) days for each occurrence during one school year.
c. In the event of a serious illness of a spouse, child, parent or other member
of the immediate household of a teacher, a total of three (3) days during
any one school year.
d. In the event of the death of a teacher or student in the Lambertville School
District, the Superintendent shall grant to an appropriate number of
teachers sufficient amount of time off to attend the funeral.
6. Up to two (2) days for the purpose of marriage.

7. Other leaves of absences with pay may be granted by the Board for good reason.

B. Leaves taken pursuant to Section A above shall be in addition to any sick leave to which
the teacher is entitled.


A. A leave of absence without pay of ; up to two (2) years shall be granted to any teacher
who joins the Peace Corps, VISTA, National Teacher Corps or serves as an exchange
teacher or overseas teacher, and is a full-time participant in either or accepts a Fullbright

B. Military leave without pay shall be granted to any teacher who is inducted or enlists in
any branch of the Armed Forces of the United States for the period of said induction or
initial enlistment, or to the spouse of any teacher who is so inducted or who enlists to join
the teacher for the period of special training in preparation for duty overseas in combat

C. Maternity Leave

1. As to maternity leave requests, the district shall comply with the applicable
Family Leave Acts and relevant Commissioner of Education decisions and
Guidelines after appropriate medical documentation is submitted by the
teacher. The leave shall terminate 12 months after the birth of the child.
The teacher may return at an earlier date if approved by her physician.
However, the duration of the leave shall be consistent with any court ruling which
is binding on this School District.

2. Any teacher adopting an infant child may receive similar leave which shall
commence upon the teacher receiving de facto custody of said infant, or
earlier if necessary to fulfill the requirements for the adoption.

3. No teacher on maternity leave shall, after birth or adoption of a child and on
the basis of said leave, be denied the opportunity to substitute in the
Lambertville School district in the area of her certification or competence.

D. A leave of absence without pay of up to one (1) year shall be granted for the purpose of
caring for a sick member of the teacher’s immediate family. Additional leave may be
granted at the discretion of the Board.

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

1. Upon return from leave granted the teacher pursuant to Section A, B of the
ARTICLE, a teacher shall be considered as if the teacher were actively employed
by the Board during the leave and shall be placed on the salary schedule at the
level the teacher would have achieved if the teacher had not been absent,
provided, however, that time spent on said leaves shall not count toward the
fulfillment of the time requirements for acquiring tenure. A teacher shall not
receive increment credit for time spent on a leave granted pursuant to Section C,
D or E of the ARTICLE, nor shall such time count toward the fulfillment of the
time requirement for acquiring tenure.

2. All benefits to which a teacher was entitled at the time the teacher’s leave of
absence commenced, including unused accumulated sick leave, shall be restored
to the teacher upon the teacher’s return, and the teacher shall be considered for the
same position which the teacher held at the time said leave commenced, if
available, if not, to a substantially equivalent position.

F. All extensions or renewals of leaves shall be applied for and granted in writing.


A sabbatical leave shall be granted to a teacher by the Board for study, including study in another area of specialization, for travel, or for other reasons of value to the school system, subject to the following conditions;

1. Requests for sabbatical leave must be received by the Superintendent no later
than January 15th and action must be taken no later than February 15th of the
school year preceding the school year for which the sabbatical leave is requested.

2. The teacher shall have completed at least seven (7) years of service in the
Lambertville School District.

3. A teacher on sabbatical leave shall be paid the difference between the salary paid
to the teacher replacement and the teacher’s salary for that year.

4. Upon return from sabbatical leave, a teacher shall be placed on the salary
schedule at the level which the teacher would have achieved had the teacher
remained actively employed in the system during the period of the teacher’s

5. The total number of teachers on sabbatical leave during any one school year
shall not exceed ten (10%) percent of the teaching staff, in the event more
applications are submitted to the Board than are permitted, the applicants
with greater years of seniority with the Lambertville School District shall
be granted.

6. Following return from a sabbatical leave, a teacher recognizes and, to the extent
possible, will honor a two (2) year commitment to continue in the employment of
the Lambertville Board of Education. Any teacher granted a sabbatical leave may
not re-apply for another sabbatical leave for five (5) school years.

7. Following return from sabbatical leave, the teacher will submit a written report
and summary thereof to each Board member and will, if requested by the Board,
appear and give an oral report thereof at a regular Board meeting.


A. Positions, which are vacant because teachers are temporarily absent or on leave, shall to
the extent possible be filled.

B. If no substitute is available for a classroom teacher, and classes are divided or students
are assigned to other teachers, such teachers shall be compensated pro rata at the
substitute rate of pay.


A. The Board agrees to implement the following:

1. To pay full tuition not to exceed an amount equal to the per credit rate for a
New Jersey resident at a New Jersey state college (at the time the course is
taken) together with other reasonable expenses incurred for any course which
a teacher may take to improve the quality of instruction. Reasonable expenses
shall be defined as including registration fees, parking fees and the cost of
textbooks is given to the District at the conclusion of course work. A teacher’s
right to reimbursement hereunder shall be limited to nine (9) credits per contract
year; and, in any event, a teacher shall be limited to one (1) credit of
reimbursement at the stated rates for each credit actually taken regardless of the
rate for that credit or where taken.
      2. All courses must receive prior written approval of the Superintendent in advance of registration. Reimbursement will be made upon receipt of documentation of payment for the course and certification of satisfactory completion with a grade of “B” or better, or, where appropriate, “Pass”. The Board may also approve, in advance of registration, with the Superintendent’s recommendation, tuition reimbursement for classes that are audited and do not receive a “Pass/Fail” or an official grade. Documentation of successful completion of the course is required for reimbursement. The Board’s obligation under this article shall not exceed the following cap: thirteen thousand dollars ($13,000) for the 2008-2009 school year, fourteen thousand dollars ($14,000) for the 2009-2010 school year, and fifteen thousand dollars ($15,000) for the 2010-2011 school year. This cap may be exceeded with approval of the Board upon recommendation of the Superintendent.

3. a. Any course a teacher may take to improve the quality of instruction may
not be used for certification.

b. Teacher’s will be reimbursed $25.00 to cover travel expenses for NJEA

B. Each unit member serving on the Local Professional Development Committee will
receive release time for committee business conducted during the school day and
reimbursement of sixty-five ($65) per day for committee business conducted in the
summer. The Superintendent shall strive to conduct the vast majority of such meetings
during the school day or in the summer.


A. A teacher may use reasonable force, as is necessary, to protect the teacher from attack, to
protect another person or property, to quell a disturbance threatening physical injury to
others, or to obtain possession of weapons or other dangerous objects upon the person or
within the control of a pupil.

B. Whenever any action is brought against a teacher before the Board or the Commissioner
of Education of the State of new Jersey, which affects the teacher’s employment or salary
status, the Board of Education shall reimburse the teacher for the cost of the teacher’s
defense if the action is dismissed or results in a final decision in favor of the teacher.
C. 1. The Board shall give full support, including legal and other assistance for any
assault upon the teacher while acting in the discharge of his duties.

2. When absence arises out of or from assault or injury, while in discharge of the
teacher’s duties, the teacher shall not forfeit any sick leave or personal care.

3. Benefits derived under this or subsequent Agreements shall continue beyond the
period of an Workers’ Compensation until the complete recovery of any teacher,
when absence arises out of or from assault or injury.

D. Teachers shall immediately report cases of assault suffered by them in connection with
their employment to the Superintendent who shall comply with any reasonable request
from the teacher for information in the possession relating to the incident or the person
involved and shall act in appropriate ways as a liaison officer between the teacher, the
police and courts.

E. If criminal or civil proceedings are brought against a teacher alleging that the teacher
committed an assault in connection with the teacher’s employment, such teacher may
request the Board to furnish legal counsel to defend the teacher in such proceeding. If
the Board does not provide such counsel, and the teacher prevails in the proceeding, then
the Board shall reimburse the teacher for counsel fees incurred by the teacher in the
teacher’s own defense.

F. The Board shall reimburse teachers for any reasonable loss, damage or destruction of
clothing or personal property of the teacher while on duty in the school, on the school
premises, or on a school-sponsored function.

G. The Board shall reimburse the teacher for the cost of medical, surgical or hospital
services incurred as a result of any injury sustained in the course of the teacher’s


A. All teachers shall maintain classroom control and environments conducive to effective
Discipline and shall take whatever steps are necessary to insure this, consistent with the
laws of the State of New Jersey, as set forth in Title 18A.

B. Consistent communications with parents is highly advisable. Should any student
continue to be a disruptive influence, the teacher shall bring the situation to the
immediate attention of the Superintendent for further action.

C. When, in the judgment of the Superintendent, a student is by his or her behavior,
seriously disrupting the instructional program to the detriment of the other students,
the Superintendent may exclude the student from the classroom. In such cases, the
Superintendent shall arrange, as soon as possible and under normal circumstances, no
later than the conclusion of the following school day, a conference among the
Superintendent, the teacher and possibly an appropriate specialist to discuss the problem
and to decide upon appropriate steps for its resolution.


A. The Board will pay the full health benefit premiums in the New Jersey School Employees Health Benefits Program (SEHBP) for each teacher, and if a teacher holds a family, husband and wife or parent/child(ren) contract, this will also be covered in full by the Board.

B. The employee will pay, through payroll deductions, all premium costs in excess of the
NJDirect10 plan.

C. A substantially equivalent plan may be substituted provided that such be mutually
agreeable to the Board and the Association.

The Board will pay 60% of single coverage of the New Jersey State Dental Program, Dental Expense Plan #399, and the employee will pay 40%. Employees choosing dependent coverage and/or additional coverage beyond single only, will pay 100% of the cost of dependent and/or additional coverage. All employee payments will be made through payroll deductions.


A. The personal life of a teacher is not an appropriate concern or attention of the Board,
except as it may directly prevent the teacher from performing properly the teacher
assigned function during the workday.

B. Teachers shall be entitled to full rights of citizenship and no religious or political
activities of any teacher or the lack thereof shall be grounds for any discipline or
discrimination with respect to the professional employment of such teacher, providing
such activities do not violate any local, State or Federal law.

C. The Board and the Association agree that academic freedom is essential to the fulfillment
of the purposes of the Lambertville School District, and they acknowledge the
fundamental need to protect teachers from any censorship or restraint which might
interfere with their obligation to pursue truth in the performance of their teaching
functions. Accordingly, they agree as follows:

1. Teachers shall be guaranteed full freedom in classroom presentation and
discussions and may introduce politically, religiously, or otherwise
controversial materials, provided only that said material is relevant to the
course’s content.

2. In performing their teaching functions, teachers shall be guaranteed full
freedom in expressing their personal opinions on all matters relevant to the
course content, provided, however, that when they do so, they shall make every
effort to indicate they are speaking personally and not on behalf of the school, its
administration or the Board.

3. Teachers shall not be censored or restrained in the performance of their teaching
functions on the ground that the material discussed and/or opinions expressed are
distasteful or embarrassing to those in authority in the school system or
detrimental to school or school system public relations.

D. The Board and the Association further agree pursuant to Paragraph C above, that no
teacher may exclude from the teacher’s educational program or teaching function,
materials endorsed by the Board that might not be held favorable by the teacher.


A. 1. The Board agrees to deduct from the salaries of its teachers dues for the
Lambertville Teachers’ Association, the Hunterdon County Education
Association, or any one or any combination of such Associations as said
teachers individually and voluntarily authorize the Board to deduct. Such
deductions shall be made in compliance with Chapter 310, Public Laws of
1967 (N.J.S.A. 52:14-15.9e) and under rules established by the State
Department of Education. Said monies together with records of any corrections
shall be transmitted to the Treasurer of the Lambertville Teachers’ Association
by the 15th of each month following the monthly pay period in which deductions
were made. The Association Treasurer shall disburse such monies to the
appropriate Association or Associations. Teachers’ authorizations shall be in
writing on the form as set forth in Schedule “C” attached hereto and made a part

2. Each of the Associations named above shall certify to the Board, in writing, the
          current rate of its membership dues. Any Association which shall change the rate of its membership dues shall give the Board written notice prior to the effective date of such change.

3. Additional authorization for dues deduction may be received after August 1st
under rules established by the State Department of Education.

4. The filing of notice of a teacher’s withdrawal shall be prior to December 1st and
become effective to halt deductions as of January 1st next succeeding the date
on which notice of withdrawal is filed.

B. The Board agrees to deduct from teachers’ salaries money for local, state and/or national
association services and programs as said teachers individually and voluntarily authorize
the Board to deduct and to transmit the monies promptly to the N.J.E.A. Any teacher
may have such deductions discontinued at any time upon sixty (60) days’ written notice
to the Board and the appropriate Association.


A. This Agreement constitutes Board policy for the term of said Agreement, and the Board
shall carry out the commitments contained herein and give them full force and effect as
Board policy.

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

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

D. The Agreement represents and incorporates the complete and final settlement by the
parties of all issues which were or could have been subject of negotiations. During the
term of this Agreement neither party will be required to negotiate with respect to any
such matter, whether or not covered by this Agreement, and whether or not in the
knowledge or contemplation of either or both parties at the time they negotiated or
signed the Agreement.

E. Copies of this Agreement shall be printed at the expense of the Board and presented to
all teachers employed within thirty (30) days of the ratification of the contract.

F. Whenever any notice is required to be given by either of the parties to this Agreement to
the other, pursuant to the provision(s) of this Agreement, either party shall do so by
telegram or registered letter at the following:

1. If by Association, to Board at Lambertville Public School.

2. If by Board, to Association at Lambertville Public School.

G. Children of Lambertville teachers who live out of District may be enrolled in the
Lambertville School District based on the following conditions:

1. Excluding special education classes.

2. Tuition at fifty percent (50%) of rate established by the Board.

3. Excluding the situation in Kindergarten classes where the tuition student would
cause the Board to exceed the State limit of 25 students.


A. This agreement shall be in effect July 1, 2008 through June 30, 2011, and from year
to year thereafter unless terminated in accordance with Article XXX,E, below.

B. If either party shall desire to change this Agreement at the end of its terms, it should give
written notice of such desire to the other party by October 1st of the contract year.

C. The giving of notice provided in subsection B above, shall constitute an obligation upon
both parties to negotiate in good faith all questions at issue, with the intention of reaching
written agreement prior to November 1st of the contract year.

D. If the parties have not reached agreement on or before August 31, 2011 all the provisions
of the Agreement shall continue in effect unless specifically terminated in accordance
with the provisions of Article XXX,E, below.

E. At any time after June 30, 2011, if no agreement on the questions at issue has been
reached, either party may give written notice to the other party of intent to terminate the
Agreement in not less than ten (10) days. All provisions of the Agreement shall continue
in effect until the specified time has elapsed.

Executed by the parties hereto this XXth day of June.

FOR THE ASSOCIATION: __________________________________________

FOR THE BOARD: __________________________________________

ASSOCIATION TREASURER: __________________________________________

BOARD SECRETARY: __________________________________________


A. Subject to the express provisions of this Agreement and in compliance with the law, the
Board retains all rights, powers, functions and authority of management, including the
hiring , supervision and promotion of employees, the direction of school operations and
the determination of the methods, means and personnel by which such operations are to
be conducted and to take whatever actions may be necessary to accomplish the mission
of the School District.

SCHEDULE A – 2008 – 2009
B – 2009 – 2010
C – 2010 – 2011

The salary schedules for the three years for Levels BA, BA=30, MA and MA=30 have been
mutually agreed upon and adopted to reflect the following increases over the contractual salary
total for the immediately preceding year as of June 30th of each year.

The base salary for negotiations of this agreement was established as $1,159,304.

Effective and retroactive to July 1, 2008, a 4.3% increase, inclusive of increment.

Effective July 1, 2009, a 4.4% increase, inclusive of increment.

Effective July 1, 2010, a 4.4% increase inclusive of increment.


Safety Patrol Advisor (total amount): $1,200*
Student Council Advisor (total amount): $500*
Curriculum development, grant writing
and other work as approved by the superintendent: $40/hour

*Safety patrol and student council are the total amount for the position, not per person.
SCHEDULE A 2008-2009 Salary Guide Year 1

1 45,555 47,955 50,355 52,755
2 46,635 49,035 51,435 53,835
3 47,715 50,115 52,515 54,915
4 48,795 51,195 53,595 55,995
5 49,875 52,275 54,675 57,075
6 51,075 53,475 55,875 58,275
7 52,275 54,675 57,075 59,475
8 53,475 55,875 58,275 60,675
9 54,775 57,175 59,575 61,975
10 56,475 58,875 61,275 63,675
11 58,175 60,575 62,975 65,375
12 59,875 62,275 64,675 67,075
13 61,575 63,975 66,375 68,775
14 63,275 65,675 68,075 70,475
15 64,975 67,375 69,775 72,175
16 66,675 69,075 71,475 73,875
17 68,375 70,775 73,175 75,575
18 70,075 72,475 74,875 77,275

SCHEDULE B 2009-2010 Salary Guide Year 2

1 47,825 50,225 52,625 55,025
2 48,905 51,305 53,705 56,105
3 49,985 52,385 54,785 57,185
4 51,065 53,465 55,865 58,265
5 52,145 54,545 56,945 59,345
6 53,345 55,745 58,145 60,545
7 54,545 56,945 59,345 61,745
8 55,745 58,145 60,545 62,945
9 57,045 59,445 61,845 64,245
10 58,745 61,145 63,545 65,945
11 60,445 62,845 65,245 67,645
12 62,145 64,545 66,945 69,345
13 63,845 66,245 68,645 71,045
14 65,545 67,945 70,345 72,745
15 67,245 69,645 72,045 74,445
16 68,945 71,345 73,745 76,145
17 70,645 73,045 75,445 77,845
18 72,345 74,745 77,145 79,545

SCHEDULE C 2010-2011 Salary Guide Year 3

1 50,214 52,614 55,014 57,414
2 51,294 53,694 56,094 58,494
3 52,374 54,774 57,174 59,574
4 53,454 55,854 58,254 60,654
5 54,534 56,934 59,334 61,734
6 55,734 58,134 60,534 62,934
7 56,934 59,334 61,734 64,134
8 58,134 60,534 62,934 65,334
9 59,434 61,834 64,234 66,634
10 61,134 63,534 65,934 68,334
11 62,834 65,234 67,634 70,034
12 64,534 66,934 69,334 71,734
13 66,234 68,634 71,034 73,434
14 67,934 70,334 72,734 75,134
15 69,634 72,034 74,434 76,834
16 71,334 73,734 76,134 78,534
17 73,034 75,434 77,834 80,234
18 74,734 77,134 79,534 81,934

Lambertville BE and Lambertville TA 2008.pdf