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


CategorySchool District
UnitBus Drivers, Clerical, Custodians, Other, Teaching/Professional Staff

Contract Text Below
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AGREEMENT

BETWEEN

THE


HANOVER TOWNSHIP BOARD OF EDUCATION

and the

HANOVER TOWNSHIP EDUCATION ASSOCIATION


For the Years

JULY 1, 2008 to JUNE 30, 2011

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TABLE OF CONTENTS

ARTICLE PAGE
    HYPERLINK \l "_Toc240954371" RECOGNITION PAGEREF _Toc240954371 \h 1

    HYPERLINK \l "_Toc240954372" NEGOTIATION PROCEDURE PAGEREF _Toc240954372 \h 3

    HYPERLINK \l "_Toc240954373" GRIEVANCE PROCEDURE PAGEREF _Toc240954373 \h 4

    HYPERLINK \l "_Toc240954374" ASSOCIATION RIGHTS AND PRIVILEGES PAGEREF _Toc240954374 \h 12

    HYPERLINK \l "_Toc240954375" TEACHING HOURS AND PROFESSIONAL DUTIES PAGEREF _Toc240954375 \h 15

    HYPERLINK \l "_Toc240954376" TEACHER ADMINISTRATOR COUNCILS PAGEREF _Toc240954376 \h 19

    HYPERLINK \l "_Toc240954377" SALARIES PAGEREF _Toc240954377 \h 21

    HYPERLINK \l "_Toc240954378" PERSONAL LEAVES OF ABSENCES PAGEREF _Toc240954378 \h 39

    HYPERLINK \l "_Toc240954379" SICK LEAVE PAGEREF _Toc240954379 \h 42

    HYPERLINK \l "_Toc240954380" LEAVES OF ABSENCE WITHOUT PAY PAGEREF _Toc240954380 \h 43

    HYPERLINK \l "_Toc240954381" PROFESSIONAL DEVELOPMENT PAGEREF _Toc240954381 \h 46

    HYPERLINK \l "_Toc240954382" INSURANCE PROTECTION PAGEREF _Toc240954382 \h 47

    HYPERLINK \l "_Toc240954383" PERSONNEL FILES PAGEREF _Toc240954383 \h 49

    HYPERLINK \l "_Toc240954384" SUMMER SCHOOL AND SUMMER WORK PAGEREF _Toc240954384 \h 50

    HYPERLINK \l "_Toc240954385" DEDUCTION OF DUES AND AGENCY FEES PAGEREF _Toc240954385 \h 51

    HYPERLINK \l "_Toc240954386" ADDENDUM PAGEREF _Toc240954386 \h 54

    HYPERLINK \l "_Toc240954387" TUITION REIMBURSEMENTS PAGEREF _Toc240954387 \h 55

    HYPERLINK \l "_Toc240954388" EXTRA-COMPENSATION FOR UNUSED SICK DAYS PAGEREF _Toc240954388 \h 57

    HYPERLINK \l "_Toc240954389" HOLIDAYS PAGEREF _Toc240954389 \h 58

    HYPERLINK \l "_Toc240954390" VACATIONS PAGEREF _Toc240954390 \h 59

    HYPERLINK \l "_Toc240954391" UNIFORMS PAGEREF _Toc240954391 \h 60

    HYPERLINK \l "_Toc240954392" MISCELLANEOUS PROVISIONS - SUPPORT STAFF PAGEREF _Toc240954392 \h 62

    HYPERLINK \l "_Toc240954393" LICENSES PAGEREF _Toc240954393 \h 63

    HYPERLINK \l "_Toc240954394" EVALUATION - SUPPORT STAFF PAGEREF _Toc240954394 \h 64

    HYPERLINK \l "_Toc240954395" MENTORING PAGEREF _Toc240954395 \h 66

    HYPERLINK \l "_Toc240954396" DURATION OF CONTRACT PAGEREF _Toc240954396 \h 67





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ARTICLE I

RECOGNITION


A. The Board hereby recognizes the Hanover Township Education Association as the exclusive and sole representative for collective negotiation under Chapter 123, Laws of 1974, concerning the terms and conditions of employment for all certified and support staff personnel whether under contract or on leave.
      1. Including and limited exclusively to the following classes of contracted certificated teaching staff members:

Teachers
Nurses
Guidance Counselors
Social Workers
Librarians
Speech/Language Specialists
Learning Disabilities Teacher-Consultants
Psychologists
Educational Technology Specialist
      2. Including and limited exclusively to the following full-time and regular part-time personnel:

Custodian
Maintenance Mechanics
School based Secretarial Personnel
    Bus Drivers
            School Aides (Aides who meet NCLB (Title I) standards shall be referred to as "paraprofessionals")
    Courier/Bus Driver
    Bus Mechanic
    Excluding all others

    B. 1. Unless otherwise indicated, the term "teachers" when used hereafter in this Agreement shall refer to all professional employees represented by the Association in the negotiating unit as above defined.
        2. The term "employee" shall encompass both certificated and support staff members of the bargaining unit and references to male teachers/employees shall include female teachers/employees.
    C. Hanover Township Education Association shall be referred to as the "Association."
    D. The Hanover Township Board of Education is a body corporate charged with the statutory responsibility of conducting the public schools existing within the Hanover Township School District, hereafter referred to as the "Board."
    ARTICLE II

    NEGOTIATION PROCEDURE


    A. The parties agree to enter into collective negotiations over a successor agreement in accordance with Chapter 123, Public Laws of 1974, and any amendment thereof, in a good faith effort to reach agreement on matters concerning the terms and conditions of employment. An organizational meeting shall take place prior to January 1st of the school year preceding the school year in which this Agreement expires. Any agreement so negotiated shall be subject to ratification by the Board and the Association.
    B. The Board shall make available to the Negotiating Team of the Association for inspection all pertinent records, data and information normally available to citizens of Hanover Township.
    C. This Agreement and any amendments shall not be modified in whole or in part by the parties, except by an instrument in writing, duly executed by both parties.
    ARTICLE III

    GRIEVANCE PROCEDURE


    A. Definition
        1. Grievance. A grievance is an appeal of a specific:
            a. Interpretation, application or violation of Board policy;
            b. Interpretation, application or violation of an Agreement provision;
            c. Administrative decision.
    B. Conditions
        1. The grievance procedure must be initiated within twenty (20) school days of the occurrence of the incident.
        2. Both parties shall strictly adhere to the specified time limits at each step of this procedure. Time limits specified herein shall be strictly adhered to by both parties, except that suspension of a grievance during the summer months shall occur if both sides agree in writing. Such agreement shall be in writing and signed by both parties.
        3. Failure to appeal to the next level within the time specified shall bar further appeal with respect to the particular grievance then under consideration. Failure to respond to the aggrieved party within the specified time shall constitute a right of appeal to the next level.
        4. All deadlines provided in these procedures may be extended only by mutual written agreement of the Board and the Association.
        5. In the event that a grievance is filed at such time that it cannot be processed through all the steps in the grievance procedure by the end of the school year it is agreed by the Board and the Association that both parties will work in good faith to resolve the matter expeditiously, by reducing the time factors involved.
        6. Either party may be represented by a representative of his own choosing. A representative of the Association shall be present at all levels of the grievance, and shall have the right to state the Association's views.
        7. The term "grievance" shall not apply to any matter for which:
            a. A method of review is prescribed by law or State Board ruling; or wherein
            b. The Board of Education is without authority to act; or wherein
            c. A complaint relates to the non-renewal or termination on notice of a non-tenure employee's contract.
        8. The Association and the representative of the grievant shall, upon demand, be provided with copies of all applicable grievance forms and decisions undertaken in the course of the grievance, at the cost of reproduction.
    C. Procedure
    1. Level 1.
            An aggrieved party shall submit the grievance on Grievance Form 1 to the Building Principal, or other immediate supervisor where appropriate, within twenty (20) school days of the occurrence of the incident. Within five (5) school days of the receipt of the written form from the aggrieved party, the Building Principal, his representative, or other immediate supervisor shall submit his written response to the aggrieved party.
            If a grievance affects a group or class of teachers or other employees in more than one building, or an employee who is not primarily assigned to one (1) building, the group or the individual, and/or the Association may submit such a grievance on Grievance Appeal Form 2 to the Superintendent directly, with copies to the Principals/Supervisors, and the processing of such a grievance shall be commenced at Level 2. Prior discussion with the Principals/Supervisors of the school(s) involved is encouraged.
    2. Level 2.
            If the aggrieved party is not satisfied with the disposition of the grievance at Level 1, he must within five (5) school days of the receipt of the Level 1 response, file the grievance on Grievance Appeal Form 2 set forth herein with the Superintendent of Schools. The Superintendent shall, within seven (7) school days, afford the aggrieved party an opportunity to present the grievance. The Superintendent shall render a decision on the grievance within seventeen (17) school days after the grievance has been filed at Level 2. The decision shall be in writing. (One copy to the aggrieved party, one copy to the Association, and one copy to the Principal/Supervisor.)
    3. Level 3.
            If the aggrieved party is dissatisfied with the decision of the Superintendent, he must, within five (5) school days, file Grievance Appeal Form 3 with the Secretary of the Board of Education. The Board of Education shall afford the aggrieved party an opportunity to present the grievance to the Board at a conference meeting or a committee of the Board within twenty (20) school days of the filing of the grievance with the Board Secretary. The Board shall render a decision in writing to the aggrieved party, with copies to the Association, Superintendent and Principal/Supervisor, within five (5) school days after the hearing.
    4. Level 4.
            Those grievances arising from an action of the Board of Education or the Superintendent of Schools shall be initiated at the level of the grievance procedure at which the earliest resolution is possible. For the purpose of this article said level shall be the level at which the decision being grieved was initially made.
    D. Arbitration Procedure
        1. If the aggrieved party is dissatisfied with the Board's decision, the Association shall decide whether or not to pursue the grievance on the aggrieved party's behalf and shall file for arbitration with the Public Employment Relations Commission (PERC) and simultaneously notify the Secretary of the Board of Education to that effect within fifteen (15) school days of receipt of the Board of Education's decision. No hearing shall be held sooner than ten (10) school days after the Board has received notification. Both parties to this Agreement agree to advisory arbitration for grievances arising under Sections A (1)(a) and (c). Costs are to be shared equally by the Board and the Association.
        2. Grievances arising under Section A (l)(b) shall be subject to final and binding arbitration in accordance with the procedure outlined in paragraph (1) above. The jurisdiction and authority of the arbitrator shall be confined exclusively to the terms of this Agreement. He shall have no authority to add to, detract from, alter, amend, or modify any provision of this Agreement, or impose on either party hereto a limitation or obligation not explicitly provided for in this Agreement. Costs are to be shared equally by the Board and the Association.
    GRIEVANCE APPEAL FORM (LEVEL 1)

    1. a) Name of aggrieved party:
    b) Building Assignment:
    c) Date of Submission:
    d) Name of Association Representative:
    2. State precisely the policy, agreement provision or administrative decision which is the subject of your appeal.
    3. State in detail the reason for your dissatisfaction with the interpretation, application or violation of policy, agreement provision, or administrative decision which you are appealing. (Note: State date and time of incident.)
    4. State what you consider to be a fair and equitable disposition.




    ______________________________
    Signature of Aggrieved PartyGRIEVANCE APPEAL FORM (LEVEL 2)
    1. a) Name of aggrieved party:
    b) Building Assignment:
    c) Date of Submission:
    2. Attach to this form a copy of your original Grievance Appeal Level 1 and a copy of the Principal's/Immediate Supervisor's decision.
    3. State in detail your reasons for your dissatisfaction with the decision of the Principal/Immediate Supervisor.




    ______________________________
    Signature of Aggrieved PartyGRIEVANCE APPEAL FORM (LEVEL 3)
    1. a) Name of aggrieved party:
    b) Building Assignment:
    c) Date of Submission:
    d) Name of Association Representative:
    2. Attach to this form a copy of your original Grievance Appeal Level 2 and a copy of the Superintendent's decision.
    3. State in detail your reasons for your dissatisfaction with the decision of the superintendent.




    _______________________________
    Signature of Aggrieved Party

    GRIEVANCE APPEAL FORM (LEVEL 4)

    1. a) Name of aggrieved party:
    b) Building Assignment:
    c) Date of Submission:
    d) Name of Association Representative:
    2. State precisely the policy, agreement provision or administrative decision which is the subject of your appeal.
    3. State in detail the reason for your dissatisfaction with the interpretation, application or violation of policy, agreement provision, or administrative decision which you are appealing. (Note: State date and time of incident.)
    4. State what you consider to be a fair and equitable disposition.




    ______________________________
    Signature of Aggrieved PartyARTICLE IV
    ASSOCIATION RIGHTS AND PRIVILEGES

    A. The Association shall have the right of using school facilities, equipment and services subject to prior approval of the Superintendent or his designee. The costs of materials and supplies used shall be borne by the Association.
    B. The Association shall have the right of using the interschool mail facilities and school mailboxes.
    C. Once a year, no later than September 30, the Association will be given copies of all employees' schedules for informational purposes only. Updated changes of all schedules shall be provided to the Association within a reasonable time after they occur.
    D. Whenever grievance procedures, negotiations, PERC hearings, or court appearances are required by the Board, PERC, the court, or by the Association and mutually agreed upon by the Superintendent, whose decision shall not be arbitrary, necessitate for any representative(s) of the Association or any teacher/employee to be present during working hours, no loss of pay or personal days will be incurred.
    E. When the Superintendent is going to submit a recommendation to the Board of Education on any matter which will adversely affect that employee's salary, increments and/or position of employment, such employee shall be afforded written notice including reasons at least five (5) school days prior to such submission to the Board of Education during which time the employee may request in writing and shall be granted an opportunity to meet with the Superintendent. Said employee shall, if he wishes, be accompanied by a representative of the Association.
    F. When any employee is required to appear before the Board of Education or a committee thereof, on any matter adversely affecting his salary, increments and/or position, written notice including reasons shall be given him at least five (5) school days before the meeting, and he shall, if he wishes, be accompanied by a representative of the Association.
    G. Teachers who have been employed continuously since the preceding September 30th shall be notified of their contract and salary status according to State law, by May 15.
    H. Non-tenure teachers will notify the Board of their acceptance or non-acceptance of contract offers for the succeeding year according to State law.
    I. Teachers shall have the right of representation provided under N.J.S.A. 18A:25-7.
    J. The Board will provide the Association with an updated Board Policy Handbook and District Teacher's Handbook, and advise the Association of all changes in these documents.
    K. All vacancies which may arise within the district shall be posted in each building's main office, transportation office, and maintenance/custodial shop areas and by written notification to the President of the Association. All postings shall be for a minimum period of five (5) work days.
    L. The Board may provide in-service professional improvement programs which shall be planned cooperatively by a district-wide in-service committee to meet the priorities of the school district. The committee will recommend in-service programs to the Superintendent for his consideration.
    M. If requested, secretaries shall be granted release time to attend the annual convention of the New Jersey Education Association and shall suffer no loss of pay or personal leave. Such leave shall be utilized and certified in accordance with statute (18A:31-2).
    N. The Association recognizes its responsibility to abide by all provisions of this Agreement, Board Policies to the extent that they are not in conflict with the terms and conditions of this Agreement, and the law.

    ARTICLE V

    TEACHING HOURS AND PROFESSIONAL DUTIES


    A. 1. Effective July 1, 2005, there shall be 185 teacher work days, comprised of 182 pupil contact days and 3 in-service days.
        2. The middle school teacher instructional day shall be six hours and forty minutes long, exclusive of the additional time requirements set forth in C.1., below.
        3. The elementary school teacher instructional day shall be six hours and twenty minutes long, exclusive of the additional time requirements set forth in C.1., below.
    B. Teachers shall indicate their presence for duty by placing their written initials in the appropriate column of the faculty "in-out" roster.
    C. 1. Teachers will arrive at their respective assignments at least fifteen (15) minutes before the official school day begins, and may leave their respective assignments fifteen (15) minutes after the close of the school day, except when their presence is required to perform the professional duties listed in number 2 below.
        2. As part of their professional duties teachers shall be required to participate in the following:
            a. Building, departmental meetings, workshops or other professional meetings, scheduled after the close of the regular school day, not to exceed one (1) hour in length.
            b. Meetings, whenever necessary, with parents of their students, as well as with special services personnel and administrative personnel concerning the welfare of their students. Such meetings shall be arranged at mutually convenient times.
            c. Completing field trips that extend beyond the regular work day.
            d. Assisting or disciplining students when necessary.
            e. Teachers are required to attend a maximum of four (4) night functions (i.e., back-to-school night, fall and spring conferences, curriculum presentations to the Board by curriculum committee members).
            f. Extra-compensation per evening shall be paid after the four (4) night maximum is reached, at the rate of $32 (thirty-two dollars) per night.
    D. 1. Preparation Periods
            a. All teachers will receive at least one (1) continuous and uninterrupted preparation period per day equal to one (1) academic period of regular length. Note: the length of periods may differ between the elementary and middle schools.
            b. The above provision shall not apply to guidance counselors, psychologists, LDT-C'S, social worker, and nurses who shall be governed by past practice for scheduling of preparation periods.
        2. The schedules of teachers who are assigned to more than one (1) school shall be arranged so that adequate travel time is available. Travel time shall not diminish a teacher's preparation or lunch time.
        3. Employees who are required to use their own automobiles in the performance of their duties shall be reimbursed for travel at the rate established for business travel by the U.S. Internal Revenue Service. The rate in effect on each September 1 shall be applied to all employees. Such reimbursement shall not include commutation to and from work.
        4. Teachers shall work a full school day on the day of "Back-to-School Night."
    E. Provision will be made for at least a 45 minute continuous and uninterrupted duty-free lunch period for all teachers.
    F. The principal may require teachers to be on duty during lunch periods, preparation periods, and other unassigned periods or whenever he determines that it is necessary for the safety and welfare of the students.
    G. Effective September 1, 1995, Kindergarten teachers shall be considered to be .71 FTE.
    H. Part-time Teachers
    1. The Board will compensate part-time teachers solely for their participation in the following activities:
    a. Any meeting or workshop scheduled on a day on which the teacher does not work;
    b. Kindergarten orientation in which direct pupil contact is involved;
    c. Bedside tutoring; and
    d. Required evening meetings in excess of four per school year that will be compensated for the entire evening in accordance with Article V (C) (f) of the Agreement.
    2. Part-time teachers shall participate without compensation in all other activities not expressly enumerated in paragraph one, including but not necessarily limited to: child study team meetings, grade level meetings, in-service, curriculum workshops, task force meetings, building level meetings, etc.
    3. When a part-time teacher's work hours are not contiguous to a scheduled after school meeting, the part-time teacher will be compensated at the regular hourly rate, prorated for the time period between the end of the teacher's work day and the commencement of the aforesaid meeting ("down-time"). There shall be no compensation for the time spent in the actual activity. The Board may assign part-time teachers work, including pupil contact activities, during this down-time. A paid lunch not in excess of 45 minutes shall be included in the compensated down-time.
    ARTICLE VI

    TEACHER ADMINISTRATOR COUNCILS


    The purpose of the Teacher-Administrator Councils shall be to promote communications between Administrators and teachers by the discussion of issues affecting individual schools.
    1. Membership, K-5:
            a. Three (3) elected members from the teaching staff assigned to the building.
            b. The Principal of the building.
            c. Any person within the school system whose specialized knowledge may be of value to the discussion may be invited.
        2. Membership, Memorial Junior School:
            a. An elected ten percent (10%) of the teachers assigned to that building.
            b. The Principal of the school.
            c. Any person within the school system whose specialized knowledge may be of value to the discussion may be invited.
    3. Meetings:
            a. Monthly meetings shall be scheduled throughout the school year. Meetings may be cancelled by the mutual consent of all parties.
            b. The HTEA President and the Superintendent shall be notified in writing of the monthly scheduled meeting dates or their cancellation.
    4. Procedures:
            a. Members of the Council shall propose, examine and discuss fully various courses of action with the intention of arriving at a consensus.
            b. The Principal has the responsibility to make all decisions. The Principal shall present to the Council the reasons for his decision whenever a consensus has not been reached.
            c. The teaching staff elected to this council shall report agenda and decisions reached to the staff members at a general meeting.
            d. The Principal may discuss any decision made at a staff meeting if he deems it appropriate.
        5. Items involving personnel matters will not be included on a T.A.C. agenda.
    ARTICLE VII

    SALARIES


    Teachers' Salaries
    A. 1. Salary schedules for all personnel covered under this contract are set forth on wage schedules included in this Agreement and in Article XIV, below.
        2. Extra-compensation rates for the school years 2008-2009, 2009-2010 and 2010-2011 are set forth on the schedules annexed hereto and made a part hereof.
    B. 1. Teachers employed on a ten (10) month basis shall be paid twenty (20) equal semi-monthly installments on the fifteenth (15th) and on the thirtieth (30th) of each month, unless they elect a 12-month salary payout, in which case they shall be paid in appropriately reduced semi-monthly installments on the fifteenth (15th) and the thirtieth (30th) of each month, subject to law. The School Business Administrator shall promulgate administrative procedures for all employees regarding the election process in a timely fashion.
        2. Teachers employed on an eleven (11) month basis (on a contract called "twelve (12) months") shall be paid twenty-four (24) equal semi-monthly installments on the fifteenth (15th) and on the thirtieth (30th) of each month.
    C. 1. Employees may individually elect to have a designated portion of their monthly salary be deducted from their paychecks. These funds shall be direct deposited into a bank of the employee's choice in equal semi-monthly installments.
        2. Present ten-month employees are to notify the payroll office of the Board of Education by June 15th of each year of the intention to:
            a. Enroll in this program.
            b. Discontinue their TRI-CO deduction.
        3. Employees may change the amount of the deduction a maximum of four (4) times per year, provided that thirty-five (35) days notice is given to the Board to effect the change.
    D. 1. When a pay day falls on or during a school holiday, vacation, weekend, or legal holiday, (see Appendix A) employees shall receive their pay checks on the last previous working day.
        2. All contracted employees shall receive their second June payroll check on the last working day for teaching staff members.
    E. 1. If a teacher receives satisfactory ratings for a period of two (2) years from the date of the withholding of a salary increment, he shall be restored to his proper place on the salary guide in the next school year.
        2. If the proposed withholding of any teacher's salary increment occurs less than sixty (60) days prior to April 15th, the teacher shall be required to waive notification of salary as indicated elsewhere in this Agreement. No salary notification in this instance shall occur later than August 15th.
    F. Part-time teachers shall be paid a pro-rata portion of the regular teacher's guide according to the following formula:
        1. Number of daily hours worked, divided by 6.58, times place on Teacher's Guide; or
        2. Number of weekly hours worked, divided by 32.9, times place on Teacher's Guide.
    G. A $1,000 (one thousand dollars) salary increase shall be awarded to any teacher who earns National Teacher Board Certification.
    Staff Salaries
    A. Salaries for the year(s) 2008-2011 agreed upon by the Board and the Association are set forth in the attached schedules as listed.
        Schedule A: Secretarial Personnel
        Schedule B: Maintenance Mechanics
        Schedule C: Lunch/Recess/Library/Special Ed Aides
        Schedule D: Custodians
        Schedule E: Drivers
        Schedule F: Teachers
    B. Employees' contracts shall specify the number of hours to be worked daily.
    C. Withholding of Increment
        1. It shall be the duty of the Board of Education to give, within ten (10) days following their action to withhold increment, written notice of action, together with statement of the reasons, to the employee concerned.
        2. It shall not be mandatory upon the Board of Education to pay any such denied increment in any future year as an adjustment increment.
    SCHEDULE "A"

    HANOVER TOWNSHIP BOARD OF EDUCATION SECRETARIES’ GUIDE

    YEAR 1
    2008-2009
    YEAR 2
    2009-2010
    YEAR 3
    2010-2011
    STEP
    SALARY
    STEPSALARYSTEPSALARY
    1
    32,236
    132,980133,810
    2
    32,736
    233,480234,310
    3
    33,236
    333,980334,810
    4
    33,736
    434,480435,310
    5
    34,736
    535,480536,310
    6
    36,236
    636,680637,510
    7
    37,736
    738,305739,170
    8
    39,436
    840,055840,980
    9
    41,136
    941,830942,815
    10
    42,836
    1043,6301044,675
    11
    44,536
    1145,4551146,560
    12
    46,236
    1247,3051248,470
    13
    47,936
    1349,1801350,405


    Longevity payment for 12 month Secretaries will be $500
    Longevity payment for 10 month Secretaries will be $250

    Part-time Secretaries will be placed on the 12 month guide and be compensated based on F.T.E.

    Secretarial Provisions

    1. A. Full time secretaries are employed 7 hours daily for 240 days with vacations according to Article XII.
    B. Summer hours may be adjusted for secretaries at the discretion of the Superintendent.
    C. On school holidays during the school year, when school is closed for students and teachers, full-time secretaries shall work from 8:30 am to 3:30 pm.

    2. Elementary principals’ part-time secretaries are employed for 7 hours daily for 207 days and do not report for work on school holidays.

    3. All secretaries will be placed on the single guide entitled “Secretaries’ Guide.” Those secretaries working the full-time schedule shall receive the amount indicated on the guide. Part-time secretaries shall receive a proportionate salary of the full-time secretary as described in 1.A.

    4. For work performed beyond the hours set forth in paragraph 1 above, full-time secretaries shall be paid at their regular hourly rate of pay for that contracted year.

    5. Overtime pay for full-time secretaries at the rate of one and one-half (1-) times the employee's regular hourly rate shall be paid for employees who have worked beyond forty (40) hours per week. The forty (40) hours worked may consist of a combination of approved sick day(s), designated holiday(s), day(s) worked and approved personal day(s).

    6. Personnel contracted for less than the normal hours shown on the salary guides shall be paid at their regular hourly rate of pay.

    7. Part-time secretaries who perform overtime work between thirty-two and one-half (32-) and forty (40) hours per week shall be paid at the straight time rate (same step) as the full time secretary. Part-time secretaries who perform overtime work in excess of forty (40) hours per week shall be paid at one and one-half (1-) times the full-time secretary rate (same step).

    8. Secretaries will not be required to work when school is closed due to inclement weather. Secretaries are not required to make up days missed due to emergency school closings.
    SCHEDULE "B"

    HANOVER TOWNSHIP BOARD OF EDUCATION
    MAINTENANCE MECHANICS’ GUIDE

    YEAR 1
    2008-2009
    SALARY GUIDE
    STEP“A”
    GUIDE“B”
    GUIDE“C”
    GUIDE
    143,96242,36240,862
    245,01043,41041,910
    346,08344,48342,983
    447,18145,58144,081
    548,30546,70545,205
    649,45647,85646,356
    750,63549,03547,535
    851,84250,24248,742
    953,07751,47749,977
    1054,34252,74251,242
    1155,63754,037
    1256,96355,363
    1358,32056,720
    1459,71058,510
    YEAR 2
    2009-2010
    SALARY GUIDE
    STEP“A”
    GUIDE“B”
    GUIDE“C”
    GUIDE
    144,84843,24841,648
    245,95144,35142,751
    347,08145,48143,881
    448,23946,63945,039
    549,42647,82646,226
    650,64249,04247,442
    751,88850,28848,688
    853,16451,56449,964
    954,47252,87251,272
    1055,81254,21252,612
    1157,18555,585
    1258,59256,992
    1360,03358,433
    1461,51060,260

    YEAR 3
    2010-2011
    SALARY GUIDE
    STEP“A”
    GUIDE“B”
    GUIDE“C”
    GUIDE
    145,74144,14142,541
    246,89945,29943,699
    348,08646,48644,886
    449,30447,70446,104
    550,55248,95247,352
    651,83250,23248,632
    753,14451,54449,944
    854,49052,89051,290
    955,87054,27052,670
    1057,28555,68554,085
    1158,73557,135
    1260,22258,622
    1361,74760,147
    1463,31062,010
    Longevity550550550
    Payment

    Movement between guides is based on training as outlined in Maintenance Mechanics Job Description
    At the start of each contractual year, (July 1), Maintenance Mechanics who have completed the requirements outlined in the job description as verified by the Supervisor of Building and Grounds shall increase one step and shall move to the next level guide (B or A).
    Bus Mechanics shall be placed on the Maintenance Mechanics "A" guide.

    Maintenance Mechanic and Custodian Provisions

    1. Employees shall work an eight (8) hour day for five (5) days per week. The total hours per week at regular pay shall be no more than forty (40). Maintenance start time shall be 7 am on days when students are not in attendance.

    2. Overtime pay at the rate of one and one-half (1-) times the employee's regular hourly rate shall be paid for employees who have worked beyond forty (40) hours per week. The forty (40) hours worked may consist of a combination of approved sick day(s), designated holiday(s), day(s) worked and approved personal day(s).

    3. All custodians (day and night employees) shall work a straight eight (8) hour day, which shall include their lunch period. They shall not leave the building during their lunch period. This shall apply only on days school is in session.

    4. Any time an employee is called out for any reason or at any time, a minimum of two (2) hours pay at the applicable rate shall be paid.

    5. A 10% differential of salary shall be added to the night employees' salary for the ten (10) months school is in session. Midday custodians receive a 5% differential

    6. Personnel contracted for less than the normal hours shown on the salary guides shall be paid at their regular hourly rate of pay.

    7. An employee who is assigned to perform work which is regularly compensated on a higher salary guide for five or more consecutive work days, shall be paid at his step of the higher guide retroactive to the first day of such assignment.

    8. It is mutually agreed by the Board and the Association that the extra-compensation position of Maintenance Foreman shall be compensated in the amount of $6,500 per annum in each year of the contract.

    9. Generally, overtime shall be established on a rotating basis, but the Board and Administrators retain discretion, depending upon needs.

    10. Custodial personnel who are called upon to remove snow outside of normal work hours shall receive an additional hour's pay at their regular rate, or if applicable, at the overtime rate.

    11. All Custodians and Maintenance Mechanics hired after 7/1/08 are required to either possess or attain the CDL Class B or better passenger and school bus endorsements within six (6) months of being hired.


    MECHANICS HOURLY RATE ON GUIDE

    Mechanics employed on a part-time basis will be paid hourly. The hourly rate will be computed using the step where they are placed on the Maintenance column of the Maintenance and Custodial Personnel Salary Guide, and by dividing the step by 2,080 hours.
    SCHEDULE "C"

    HANOVER TOWNSHIP BOARD OF EDUCATION
    LUNCH/RECESS/LIBRARY AND SPECIAL ED. AIDES GUIDE

    YEAR 1
    2008-2009
    SALARY GUIDE
    STEP
    LUNCH/RECESS
    LIBRARY
    SPECIAL ED.
    112,79113,81415,541
    213,09114,13815,905
    313,39114,46216,270
    413,69114,78616,634
    513,99115,11016,999
    614,29115,43417,363
    714,84116,02818,032
    815,41616,64918,730
    916,19117,48619,672
    1016,99118,35020,644
    1117,81619,24121,646
    1218,66620,20022,725
    1319,54121,39324,067
    1420,04122,83725,692
    YEAR 2
    2009-2010
    SALARY GUIDE
    STEP
    LUNCH/RECESS
    LIBRARY
    SPECIAL ED.
    113,14714,19915,974
    213,44714,52316,338
    313,74714,84716,703
    414,04715,17117,067
    514,34715,49517,432
    614,64715,81917,796
    715,00416,20418,230
    815,55916,80418,905
    916,31417,61919,821
    1017,11418,48320,793
    1117,93919,37421,796
    1218,78920,29222,829
    1319,64921,39324,067
    1420,54423,33726,254
    YEAR 3
    2010-2011
    SALARY GUIDE
    STEP
    LUNCH/RECESS
    LIBRARY
    SPECIAL ED.
    1-213,81114,91616,781
    314,11115,24017,145
    414,41115,56417,510
    514,71115,88817,874
    615,01116,21218,239
    715,31116,53618,603
    815,94017,21519,367
    916,59417,92220,162
    1017,27318,65520,987
    1117,97719,41521,842
    1218,70620,20222,727
    1319,46021,01723,644
    1420,23921,85824,590
    1521,04423,83726,817
    Special Education Aides receive 12.5% differential
    Longevity
    Payment200200200
    Lunch/Recess Aides
    Longevity
    Payment150150150

    1. Aides are employed for not more than six (6) hours per day when school is in session. They do not report for work on school holidays.

    2. For work performed in the summer or beyond the regular school hours, aides shall be paid at their regular hourly rate of pay for the contract year beginning July 1.

    3. Overtime pay, at the rate of one and one-half (1-) times the employee's regular hourly rate, shall be paid for employees who have worked beyond forty (40) hours per week. The forty (40) hours worked may consist of a combination of approved sick day(s), designated holiday(s), day(s) worked and approved personal day(s). If an employee works past contractual time, payment shall be made at the employee's regular hourly rate.

    4. Personnel contracted for less than the normal hours shown on the salary guides shall be paid at their regular hourly rate of pay.

    5. Each employee assigned to path duty on school property shall be compensated at the rate of $5.22 per assignment. There may be more than one assignment in any given day.

    6. Special education aides shall conference with their primary teachers, as mutually determined.

    7. Special education aides shall receive a daily duty free lunch of no less than thirty (30) minutes.

    SCHEDULE "D"

    HANOVER TOWNSHIP BOARD OF EDUCATION
    CUSTODIANS’ GUIDE

    YEAR 1
    2008-2009
    YEAR 2
    2009-2010
    YEAR 3
    2010-2011
    STEP
    SALARY
    STEPSALARYSTEPSALARY
    1
    29,460
    130,485131,275
    2
    29,960
    230,985231,775
    3
    30,760
    331,485332,275
    4
    31,660
    431,985432,775
    5
    32,660
    532,885533,275
    6
    33,660
    633,885634,175
    7
    34,660
    734,885735,175
    8
    35,760
    835,885836,175
    9
    36,860
    936,985937,175
    10
    37,960
    1037,9851038,960
    11
    39,060
    1139,6151140,845
    12
    40,840
    1241,6101242,830
    13
    42,720
    1343,7051344,915
    14
    44,700
    1445,9001447,100
    Longevity
    Payment
    400
    400400

    * Effective July 1, 2005, all new Custodial employees, who do not possess a Black Seal License, will be eligible for longevity after completing five years at step nine.

    * A Black Seal License is required to advance on guide beyond step 9.

    * Midday custodians receive a 5% differential. Nighttime custodians receive a 10% differential.

    SCHEDULE "E"

    HANOVER TOWNSHIP BOARD OF EDUCATION
    DRIVERS’ GUIDE

    YEAR 1
    2008-2009
    YEAR 2
    2009-2010
    YEAR 3
    2010-2011
    STEP
    SALARY
    STEPSALARYSTEPSALARY
    1-2
    18,020
    119,1401-220,555
    3
    18,620
    2-319,3903-420,805
    4
    19,220
    419,990521,055
    5
    19,820
    520,590621,700
    6
    20,620
    621,190722,385
    7
    21,220
    721,855823,110
    8
    22,130
    822,590923,875
    9
    23,090
    923,3901024,680
    10
    24,100
    1024,2901125,515
    11
    25,160
    1125,2301226,380
    12
    26,270
    1226,2101327,275
    13
    27,430
    1327,2301428,200
    14
    28,640
    1428,2901529,155
    1529,3901630,140
    Longevity
    Payment
    250
    250250

    The Courier will be compensated at 1.6 F.T.E. of the Drivers' Guide
    Bus Driver Provisions

    1. All bus drivers shall be employed for five (5) hours daily. When a driver is scheduled regularly to work a daily schedule in excess of five (5) hours, his/her contract shall be revised to reflect this and he/she shall be paid on a pro-rated basis to compensate for the additional time.

    2. For work performed in the summer or beyond the regular school hours, drivers shall be paid at their regular hourly rate of pay for that contracted year.

    3. Overtime pay, at the rate of one and one-half (1-) times the employee's regular hourly rate, shall be paid to employees who have worked beyond forty (40) hours per week. The forty (40) hours worked may consist of a combination of approved sick day(s), designated holiday(s), day(s) worked and approved personal day(s).

    4. Personnel contracted for less than the normal hours shown on the salary guides shall be paid at their regular hourly rate of pay.

    5. Changes of a bus driver's route shall be made in writing at least 24 hours in advance of the change, except in emergency situations.

    6. Drivers do not report for work on school holidays or weekends. However, if requested to do so, they shall be guaranteed a minimum of four (4) hours pay at their hourly rate.

    7. When half days are not district wide, Bus Drivers shall be compensated from arrival time until 1 pm, at their hourly rate.

    8. All drivers are required to have a 54 passenger bus license.


    SCHEDULE "F"

    HANOVER TOWNSHIP BOARD OF EDUCATION
    TEACHER SALARY GUIDE 2008-2009

    Salary Guide
    Step
    BA
    BA+15
    BA+30
    MA
    MA+15
    MA+30
    MA+45
    1
    49,908
    51,508
    53,108
    54,708
    56,308
    57,908
    59,508
    2
    50,608
    52,208
    53,808
    55,408
    57,008
    58,608
    60,208
    3
    51,108
    52,708
    54,599
    55,908
    57,508
    59,375
    60,708
    4
    51,638
    53,238
    54,838
    56,438
    58,038
    59,762
    61,411
    5
    53,268
    54,879
    56,468
    58,068
    59,668
    61,268
    62,996
    6
    54,898
    56,514
    58,098
    59,698
    61,298
    62,898
    64,641
    7
    56,528
    58,128
    59,728
    61,328
    62,928
    64,528
    66,205
    8
    58,158
    59,829
    61,368
    63,055
    64,558
    66,158
    67,781
    9
    59,788
    61,388
    62,988
    64,588
    66,188
    67,788
    69,388
    10
    61,418
    63,018
    64,618
    66,218
    67,818
    69,418
    71,018
    11
    63,048
    64,648
    66,248
    67,848
    69,448
    71,048
    72,648
    12
    64,678
    66,278
    67,878
    69,484
    71,078
    72,678
    74,278
    13
    66,308
    67,908
    69,508
    71,108
    72,708
    74,308
    75,908
    14
    67,938
    69,538
    71,138
    72,781
    74,338
    75,938
    77,538
    15
    69,673
    71,273
    72,873
    74,473
    76,073
    77,673
    79,273
    16
    71,508
    73,108
    74,708
    76,308
    77,908
    79,508
    81,108
    17
    73,443
    75,043
    76,643
    78,243
    79,843
    81,443
    83,043
    18
    75,478
    77,078
    78,678
    80,722
    82,368
    83,986
    85,078
    19
    77,613
    79,213
    80,885
    82,744
    84,678
    86,370
    87,720
    Longevity
    Payment
    2,375
    2,428
    2,487
    2,567
    2,620
    2,678
    2,725
    SCHEDULE "F"

    HANOVER TOWNSHIP BOARD OF EDUCATION
    TEACHER SALARY GUIDE 2009-2010

    Salary Guide
    Step
    BA
    BA+15
    BA+30
    MA
    MA+15
    MA+30
    MA+45
    1
    50,913
    52,563
    54,213
    55,863
    57,513
    59,163
    60,813
    2
    51,913
    53,563
    55,213
    56,863
    58,513
    60,163
    61,813
    3
    52,913
    54,563
    56,404
    57,863
    59,513
    61,180
    62,813
    4
    53,413
    55,063
    56,713
    58,363
    60,013
    61,663
    63,313
    5
    53,913
    55,563
    57,213
    58,863
    60,513
    62,163
    63,813
    6
    55,668
    57,318
    58,968
    60,618
    62,268
    63,918
    65,568
    7
    57,428
    59,078
    60,728
    62,378
    64,028
    65,678
    67,328
    8
    59,188
    60,859
    62,488
    64,138
    65,788
    67,438
    69,088
    9
    60,948
    62,598
    64,248
    65,898
    67,548
    69,198
    70,848
    10
    62,708
    64,358
    66,008
    67,658
    69,308
    70,958
    72,608
    11
    64,468
    66,118
    67,768
    69,418
    71,068
    72,718
    74,368
    12
    66,228
    67,878
    69,528
    71,178
    72,828
    74,478
    76,128
    13
    67,988
    69,638
    71,288
    72,938
    74,588
    76,238
    77,888
    14
    69,748
    71,398
    73,048
    74,698
    76,348
    77,998
    79,648
    15
    71,508
    73,158
    74,808
    76,458
    78,108
    79,758
    81,408
    16
    73,368
    75,018
    76,668
    78,318
    79,968
    81,618
    83,268
    17
    75,328
    76,978
    78,628
    80,278
    81,928
    83,578
    85,228
    18
    77,388
    79,038
    80,688
    82,632
    84,278
    85,896
    87,288
    19
    79,538
    81,188
    82,838
    84,669
    86,603
    88,295
    89,645
    Longevity
    Payment
    2,375
    2,428
    2,487
    2,567
    2,620
    2,678
    2,725
    SCHEDULE "F"

    HANOVER TOWNSHIP BOARD OF EDUCATION
    TEACHER SALARY GUIDE 2010-2011

    Salary Guide
    Step
    BA
    BA+15
    BA+30
    MA
    MA+15
    MA+30
    MA+45
    1
    51,588
    53,288
    54,988
    56,688
    53,888
    60,088
    61,788
    2
    52,788
    54,488
    56,188
    57,888
    59,588
    61,288
    62,988
    3
    53,988
    55,688
    57,479
    59,088
    60,788
    62,488
    64,188
    4
    55,188
    56,888
    58,588
    60,288
    61,988
    63,688
    65,388
    5
    55,923
    57,623
    59,323
    61,023
    62,723
    64,423
    66,123
    6
    56,658
    58,358
    60,058
    61,758
    63,458
    65,158
    66,858
    7
    58,488
    60,188
    61,888
    63,588
    65,288
    66,988
    68,688
    8
    60,318
    62,018
    63,718
    65,418
    67,118
    68,818
    70,518
    9
    62,148
    63,848
    65,548
    67,248
    68,948
    70,648
    72,348
    10
    63,978
    65,678
    67,378
    69,078
    70,778
    72,478
    74,178
    11
    65,808
    67,508
    69,208
    70,908
    72,608
    74,308
    76,008
    12
    67,638
    69,338
    71,038
    72,738
    74,438
    76,138
    77,838
    13
    69,468
    71,168
    72,868
    74,568
    76,268
    77,968
    79,668
    14
    71,298
    72,998
    74,698
    76,398
    78,098
    79,798
    81,498
    15
    73,128
    74,828
    76,528
    78,228
    79,928
    81,628
    83,328
    16
    75,058
    76,758
    78,458
    80,158
    81,858
    83,558
    85,258
    17
    77,088
    78,788
    80,488
    82,188
    83,888
    85,588
    87,288
    18
    79,218
    80,918
    82,618
    84,462
    86,108
    87,726
    89,418
    19
    81,438
    83,138
    84,838
    86,569
    88,503
    90,195
    91,638
    Longevity
    Payment
    2,375
    2,428
    2,487
    2,567
    2,620
    2,678
    2,725
    EXTRA COMPENSATION RATES (2008-2011)

    SPORTS:

    Varsity 2008-2011

    Steps 1: $2,657
    Step 2: $2,877
    Step 3 & over $3,014

    Intramurals
    Steps 1: $1,987
    Step 2: $2,151
    Step 3 & over: $2,253

    ACTIVITIES:

    Yearbook Advisors, Newspaper (1 Journalism, 1 Graphic)
    Dramatics Assistant

    Steps 1: $1,987
    Step 2: $2,151
    Step 3 & over $2,253

    Cheerleading & Dramatics: Paid at Varsity Level
    Team Leaders: $ 469 per team member to maximum of 5 members
    Area Coordinators: $2,610
    Student Council Advisor: $ 800
    Teacher-in-Charge: $1,044
    Club Advisor: $36.54 per hour
    Path Duty: $ 5.22 per assignment
    Athletic Director: $2,088
    Permanent I&RS Team Member: $ 209
    I&RS Coordinator: $ 313 (limit one per school)
    K-5 Grade Level Chairs: $ 500 (total of six)

    ARTICLE VIII

    PERSONAL LEAVES OF ABSENCES


    A. Personal leave at full pay shall be granted for the following reasons:
        1. Up to five (5) non-consecutive days leave shall be granted to an employee for each death in the immediate family to attend funeral services and/or to handle personal business related to the death. Immediate family shall be considered to be father, mother, spouse, child, brother, sister, grandfather, grandmother, grandchild, mother-in-law, father-in-law, sister-in-law, brother-in-law, or any member of the immediate household excluding employees or tenants.
        2. Up to three (3) days shall be allowed for the President of the Association or an alternate he designates to attend conferences and conventions of the state and national affiliated organizations.
        3. Up to a total of two (2) days (non-cumulative) shall be allowed in any one (1) school year for the following reasons:
            a. Serious illness in the immediate family. (Immediate family same as in 1.)
            b. Recognition of religious holiday.
            c. Court appearance.
            d. Marriage of the employee or marriage in the immediate family.
            e. College graduation of employee or a member of his immediate family.
            f. Any other emergency or urgent reason not included in a through e above, if approved by the Superintendent.
        4. Up to a total of three (3) days (non-cumulative) may be allowed in any one (1) school year for any personal business, emergency or urgent reason not included in 3a-e above, if approved in advance by the Superintendent. The Superintendent may waive advance notice.
        5. If any days under 4 above are not used in a given year, they will then accumulate without limit and may be used in subsequent years only as excess sick leave to be taken after all regular sick leave has been used.
        6. A personal leave of absence shall not be granted before or after a school break/vacation, subject to the Superintendent's discretion.
    B. The Superintendent shall be notified, via the immediate supervisor, a minimum of one (1) day in advance when personal leave is to be granted under A2, and A3b, c, d and e. The Superintendent may waive advance notice.
    C. For proper payroll accounting, audit and employee protection, every absence granted under Article IX, leave for a half day, full day or more, must be accounted for in writing and reported to the Superintendent. Such reasons as they apply to A4 of this Article shall be given as "death, personal or legal."
    D. For each day leave is taken in excess of the amount specified in paragraphs A or B above, 1/200th part of the teachers salary and one (1) day's pay based upon the employee's hourly rate for non-certificated employees, shall be deducted from his/her salary.
    E. Upon recommendation of the immediate supervisor to the Superintendent, and subject to Board approval, except in an emergency, in which case the Superintendent may exercise discretion, as warranted, non-cumulative leave without pay of up to five (5) days per year may be granted. (Reference: Article X, paragraph H).
    F. For each day an employee is required to be absent to serve on a jury, he shall be paid his/her contracted salary.
    G. Any requests for leave shall be submitted to the Superintendent as far in advance as possible.
    ARTICLE IX

    SICK LEAVE


    Teachers

    A. Ten (10) school days a year shall be granted to all personnel working on a 10-month contract for personal illness, provided that such personnel were continuously employed from the beginning of the school year. A pro-rated number of paid sick days shall be granted to personnel not employed at the beginning of the school year, on the basis of one (1) sick day for each month employed during the 10-month school year. All unused sick leave shall be cumulative without limit.
    B. Eleven (11) school days a year shall be granted to all personnel working on an 11-month basis (on a contract called twelve (12) months) for personal illness, provided that such employee was continuously employed from the beginning of the school year. A pro-rata number of days shall be granted to personnel not employed at the beginning of the school year on the basis of one (1) sick day for each month employed during the 11-month period. All unused sick leave shall be cumulative without limit.
    C. Employees shall be given a written accounting of accumulated sick leave days, no later than September 30 of each school year.
    Non-Certificated

    A. A total number of days equivalent to the number of months on contract shall be granted to employees for personal illness, and unused sick leave shall be cumulative without limit.
    B. Employees shall be given a written accounting of accumulated sick leave days no later than September 30 of each school year.

    ARTICLE X

    LEAVES OF ABSENCE WITHOUT PAY


    A. The Board agrees that up to two (2) staff members with more than three (3) years of experience in the District, designated by the Association shall, upon request, be granted a leave of absence for up to one (1) year for the purpose of engaging in activities of the Association or its affiliates.
    B. A leave of absence of up to two (2) years may be granted to any tenured teacher who joins the Peace Corps, Vista, National Teachers Corps, or serves as an exchange teacher or overseas teacher and is a full-time participant in any such program or accepts a Fullbright Scholarship. Upon return from leave granted pursuant to this paragraph, a tenured teacher shall be considered as if he were actively employed by the Board during the leave period, and shall be placed on the salary schedule at the level he would have achieved if he had not been absent.
    C. The Board shall grant a medical leave of absence without pay for illness or disability (including maternity) subject to the following:
        1. A leave shall commence upon formal Board approval, except in an emergency, in which case the Superintendent may exercise discretion, as warranted, following receipt of written notice of illness or disability by the Board. When medically possible, advance notice of no less than sixty (60) calendar days shall be given.
        2. A leave of up to one (1) calendar year shall be granted to any tenured employee. Non-tenured employees may receive a leave not to exceed the remainder of the school year (June 30th). Reemployment shall not be denied solely because of the granting of a medical leave of absence.
        3. Notice of not less than ninety (90) days, when possible, of an intent to return to work must be given, in writing, to the Board.
        4. Upon the request of the Board, an employee shall supply satisfactory medical certification of fitness for duty.
        5. The foregoing is not intended to affect utilization of unused sick leave.
    D. Other leaves of absence may be granted by the Board upon application.
    E. All benefits to which an employee was entitled at the time his leave of absence commenced, including unused accumulated sick leave, and advancement on the salary guide, shall be restored to him upon his return. However, an employee on leave (except as provided under paragraph B) shall not accumulate any sick leave, or other credits during his leave period. A non-tenure employee on extended leave shall not have the time applied to his probationary period.
    F. All applications or granting of extension of or renewal of leaves shall be in writing, and must be subject to approval by the Board of Education. All leaves, with the exception of medical leave, shall be requested on or before February 1, and be acted upon no later than May 1.
    G. The Board shall grant child-rearing leave without pay to any employee immediately following maternity leave or adoption of a minor child, subject to the following provisions:
        1. Child-rearing leave shall be granted to any tenured employee for a minimum of five (5) months and maximum of one (1) year, provided the return date to duty is either February 1st or September 1st.
        2. For non-tenured employees, such leave shall be for a minimum of five (5) months, but shall not exceed the end of the school year.
        3. Notice of not less than ninety (90) days, when possible, of an intent to return to work must be given, in writing, to the Board.
    H. Upon the recommendation of the immediate supervisor and approval of the Superintendent and approval by the Board, except in an emergency, in which case the Superintendent may exercise discretion, as warranted, non-cumulative leave without pay of up to five (5) days per year may be granted. (Reference: Article VIII, Paragraph E).
    ARTICLE XI

    PROFESSIONAL DEVELOPMENT


    The Board shall allocate a limit of $250 or two (2) workshops/conferences during the school year per employee; which ever comes first, to be used subject to the Superintendent's discretion. Additional after-school workshops/conferences may be taken if within the monetary limit. Mandatory and administratively directed workshops/conferences shall be excluded from this limitation.
    All Paraprofessionals/Special Education Aides are required to attend eight (8) mandatory professional development sessions, in district, after school, not to exceed one (1) hour each, paid at their hourly rate. A schedule of the sessions will be provided on the first day of school.
    ARTICLE XII

    INSURANCE PROTECTION


    A. The Board shall provide the health care insurance protection, including hospitalization, medical-surgical and major-medical, prescription, vision, and dental designated below for all eligible full-time employees. Effective July 1, 2002, full-time shall mean employment for at least 20 hours per week. All personnel employed prior to July 1,2002 shall be grandfathered from this provision.
            The Board shall pay 100% of the cost of premiums for full family health insurance provided under the New Jersey School Employees’ Health Benefits Plan (NJSEHBP).
            Prescription coverage shall be afforded through the major medical provisions of the NJSEHBP.
            Vision Care Insurance - with benefits not less than those set forth in Appendix B, annexed to this Agreement;
            Dental Insurance - with benefits not less than those provided under the Delta Dental Plan during the 1998-99 school year, except that the prior financial cap ($87,500) shall be eliminated;
            The Board shall provide employees an Employee Assistance Program which shall cost a one-time initial group enrollment fee of approximately $500 and a fee of approximately $24 per employee per year.
        6. For each employee who remains in the employ of the Board for the full school year, the Board shall make payment of insurance premiums to provide insurance coverage for the full twelve (12) month period commencing September 1st and ending August 31st. When necessary, payment of premiums on behalf of the employee shall be made prospectively to assure uninterrupted participation and coverage.
    B. The insurer shall provide for continuance of health care insurance at the retiree's expense after retirement on the terms detailed in the master policies and contracts. Payment for this coverage shall be made by the retiree directly to the insurance carrier to insure no loss of benefits and to maintain retirees group rate coverage.
    C. The Board shall provide to each employee, upon request, copies of the health care insurance policies covered under this Article.
    D. The Association shall have the opportunity to meet with the appropriate carriers and/or brokers for informational purposes, prior to any unilateral change in insurance carriers by the Board.
    E. Employee Opt-out Provision. All employees shall have the option of opting out of any component of the Board-provided dental and/or vision insurance plan in return for a cash payment, the amount of which shall be determined annually by the Board. During the life of this agreement, the annual rate of remuneration for employees who opt out shall be as follows:
    $100/yr for dental insurance
    $ 50/yr for vision insurance To the extent permitted by each respective insurance carrier, any employee who has opted out may be permitted to opt back in during the year in the event of a significant change in personal circumstances (i.e., marriage, birth, death, etc.) that would justify the change. The Board shall comply with any applicable IRS regulations concerning Section 125 of the IRS code.
    ARTICLE XIII

    PERSONNEL FILES


    A. An employee shall have the right, upon request, to review the contents of his personnel file and to receive copies, at actual cost to be determined by the Business Administrator, of any documents (other than pre-employment documents) contained therein. An employee shall be entitled to have representative(s) of the Association accompany him during such review. At least once every two years an employee shall have the right to indicate those documents in his file which he believes to be obsolete or otherwise inappropriate to retain. Said documents shall be reviewed by the Superintendent or his designee and if, in the opinion of the Superintendent they are obsolete or otherwise inappropriate to retain, they shall be destroyed.
    B. Disputes over administrative decision involving retention of disciplinary documents or letters from parents may be processed through the grievance procedure, commencing at Level Two.
    C. No material derogatory to an employee's conduct, service, character or personality (other than pre-employment materials) shall be placed in his file unless the employee has had an opportunity to review the material. The employee shall acknowledge that he has had the opportunity to review such material by affixing his signature to the copy to be filed with the express understanding that such signature in no way indicates agreement with the contents thereof. The employee shall also have the right to submit a written answer to such materials and his answer shall be reviewed by the superintendent or his designee and attached to the file copy.
    ARTICLE XIV

    SUMMER SCHOOL AND SUMMER WORK


    A. All openings for positions in the summer school shall be posted as they become known and applications shall be provided for employment.
    B. The Board shall maintain the right to employ as summer school teachers persons who are not regularly employed by the district during the school year. Compensation for such individuals shall be at the rate mutually agreed upon by the individual and the Board, not to exceed the compensation paid to Hanover Township teachers.
    C. Salary rates for positions in the summer school are listed below:
    Summer School Hourly Rates
    $48/hr

    D. During the last week of summer school, one preparation period of 60 minutes shall be provided for each subject taught for every teaching staff member who must write individual student progress reports and evaluate testing data.
    E. Paychecks shall be issued midway and on the last day of summer school.
    F. Summer work which is not in the summer school but is directly related to work performed during the school year shall be paid in accordance with rates contained in paragraph C above.
    G. Curriculum work performed during the summer shall be compensated at the hourly rates listed below:
    Curriculum Work Hourly Rates
    $39/hr
      All Guidance counselors will work up to but not exceed 204 days at their per diem rate.

      I. Child Study members will work up to but not exceed 204 days at their per diem rate.
    ARTICLE XV

    DEDUCTION OF DUES AND AGENCY FEES


    A. 1. The Board agrees to deduct from the salaries of its employees dues for the Hanover Township Education Association, the Morris County Council of Education Associations, the New Jersey Education Association, and the National Education Association, as said employees individually and voluntarily authorize the Board to deduct. Such deductions shall be made in compliance with Chapter 233, P.L. 1969, (N.J.S.A. 52:14-15.9(e)) 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 New Jersey Education Association by the 15th of each month following the monthly pay period in which deductions were made. The Association Treasurer shall disburse said monies to the appropriate Association or Associations. Employee authorization shall be in writing in the form set forth below:
    AUTHORIZATION TO
    DEDUCT ASSOCIATION MEMBERSHIP DUES
    *****

        NAME SOC. SEC.
        SCHOOL BUILDING DISTRICT
        TO: DISBURSING OFFICER
        HANOVER TOWNSHIP BOARD
    OF EDUCATION
        I hereby request and authorize the Disbursing Officer of the above school district to deduct from my earnings until notified of termination, an amount required for current membership dues and such amount as may be required for dues in each subsequent year, all as certified by said organizations; such amounts to be paid to such persons as may from time to time be designated by the local association. This authorization may be terminated only by prior written notice from me effective January 1st or July 1st of any year. Upon termination of employment, the Disbursing officer shall deduct any remaining amount due for the current school year. I waive all right and claim for monies so deducted and transmitted and relieve the Board of Education and its officers from any liability thereof.
        I designate the Hanover Township Education Association to receive dues and distribute them to the following organizations:
    Hanover Township Education Association
    Morris County Council of Education Associations
    New Jersey Education Association
    National Education Association

    B. 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.
    C. Additional authorizations for dues deduction may be received after August 1st under rules established by the State Department of Education.
    D. The filing of notices of an employee's withdrawal shall be effective to halt deductions as of the January 1st or July 1st next succeeding the date on which notice of withdrawal is filed.
    E. The Board agrees to deduct from employees' salaries money for local and/or national Association services and programs as said employees individually and voluntarily authorize the Board to deduct and to transmit the monies promptly to such Association or Associations. Any employee may have such deductions discontinued in accordance with Title 52:14-19.9(e).
    F. The Board of Education hereby grants to the Association the right to collect a representation fee from those unit members who do not elect membership in the Association. The implementation and administration of this provision shall be in accordance with Chapter 477, P.L. of 1979. In meeting its obligations pursuant to this paragraph, the Association shall save the Board harmless from any claims, liabilities, damages or other financial demands made by an employee, whether in litigation or elsewhere, including the cost of legal fees.
    ARTICLE XVI

    ADDENDUM


    A. The parties agree to follow the procedures outlined in the Agreement, to resolve any question or proposal until the procedures within this Agreement are fully exhausted.
    B. Separability
        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. The Board reserves to itself sole jurisdiction, authority and responsibility over matters of policy and retains the right: a. to direct employees of the school district; b. to hire, promote, transfer, assign and retain employees in position in the school district, and to suspend, demote, discharge, or take other disciplinary action against employees; c. to relieve employees from duty for legitimate reason; d. to maintain efficiency of the school district operations entrusted to them; e. to determine the methods, means and personnel by which such operations are to be conducted; and f. to take whatever actions may be necessary to carry out the mission of the school district in situations of emergency.
    D. This Agreement incorporates the entire understanding of the parties on terms and conditions of employment and with respect to the establishment of grievance procedures.
    E. To the extent not inconsistent with this Agreement, terms and conditions of employment arising out of past practice shall not be deemed waived by the signing of this Agreement.
    F. This Agreement and any amendments shall not be modified in whole or in part by the parties except by an instrument in writing duly executed by both parties.
    G. No teacher shall serve as a mentor for more than one provisional teacher at a time.
    H. The Board and the Association agree to meet regularly during the term of this Agreement to resolve concerns raised during the process of reaching this Agreement, specifically, to eliminate from all salary guides irregularities in the progression of salaries from year to year and from step to step within a given year.
    ARTICLE XVII

    TUITION REIMBURSEMENTSError! Bookmark not defined.


    Upon submission by a teacher of a request for reimbursement form to the Office of the Superintendent prior to September 30th for the Fall semester, by January 30th for the Spring semester and by April 30 for courses taken during the summer, the Board shall reimburse a teacher up to the cost of 12 (twelve) graduate credits per year at a New Jersey State College for tuition and fees. Reimbursement shall be made for successful completion of courses taken with the Superintendent's prior approval, at any accredited college or university.
    The maximum total payments to be made by the Board under this article will not exceed Forty-One Thousand dollars ($41,000) in the aggregate in each year of this contract, and shall be distributed equitably at the end of each school year among those qualifying for tuition reimbursement. All necessary paperwork for reimbursement shall be received not later than June 15 for reimbursement to be approved at the July Board meeting.
    All post-Master's Degree courses must be taken within the field of educational specialty of the applicant and be of direct benefit to the Hanover Township School Districts, and have the approval of the Superintendent and the Principal.
    Upon submission by a non-certificated staff member of a request for reimbursement form to the office of the Superintendent prior to September 30th for the Fall semester, by January 30th for the Spring semester and by April 30th for courses taken during the summer, the Board shall reimburse staff members up to $350.00 each for approved tuition costs. Reimbursement shall be made for successful completion of courses taken with the Superintendent's prior approval in a subject area related to the staff member's field.
    ARTICLE XVIII

    EXTRA-COMPENSATION FOR UNUSED SICK DAYS


    For employees who are eligible for retirement In the case of employed staff members who have 25 years of credit (or 20 years of credit at age 55 or over), in N.J. TPAF or N.J. PERS who become deceased during the term of this contract agreement, the extra-compensation described in this Article shall be paid to the estate of the deceased member., and who provide written notice on or before February 1st of their intention to retire by June 30th of the current school year, or, in the case of retirement other than on June 30th of the current school year, provide written notice at least 90 calendar days prior to the anticipated retirement date, the following formula of compensation shall apply. (Note: Failure to provide notice of intention of retirement within the foregoing time limits will not result in a forfeiture of any benefits.)
    A. From the date of retirement, 20 days shall be deducted from the accumulated sick leave. The remaining accumulated sick leave shall be compensated at the rate of $50 per day. This lump sum compensation shall not be considered a part of contracted salary for retirement purposes.
    B. Effective July 1, 1993 for all new hires, thirty (30) days shall be deducted from the accumulated sick leave. The remaining accumulated sick leave shall be compensated at the rate of $50 per day up to a maximum cap of $10,000 per person. This lump sum compensation shall not be considered a part of contracted salary for retirement purposes.
    C. Effective July 1, 2005 for all new hires, thirty (30) days shall be deducted from the accumulated sick leave. The remaining accumulated sick leave shall be compensated at the rate of $50 per day up to a maximum of $5500 per person. The lump sum compensation shall not be considered a part of contracted salary for retirement purposes.
    ARTICLE XIX

    HOLIDAYS


    A. Employees on 10-month contracts shall receive ten (10) paid holidays.
    B. Employees on a 10-month contract who work past July 4th will be paid for that holiday.
    C. 1. Employees on 12-month contract shall receive twelve (12) paid holidays:
        July 4, Labor Day, Thanksgiving Day, the day after Thanksgiving, Christmas Eve Day, Christmas Day, New Year’s Eve Day, New Year’s Day, Martin Luther King, Jr. Day, Presidents’ Day, Good Friday, and Memorial Day.
        2. If any of the Christmas or New Year’s holidays fall on a Saturday or Sunday, those holidays will be taken the Friday before or the Monday after- provided schools are closed to students. If the schools are open, preventing any of the paid holidays, these holidays will be designated by the Board of Education on or before May 1 of the preceding year.
    D. If a holiday falls during an employee's yearly vacation, he shall receive another vacation day at the discretion of the employee's supervisor.
    E. An employee must work the regularly scheduled work day before and after the designated holiday for pay to be received for the paid holiday. For the purposes of this paragraph, the employee shall be considered to have worked the day before and after the holiday if he has received approval for his absence from his supervisor.
    F. Effective July 1, 2005, aides and teachers shall work a half-day (consistent with State Department of Education requirements) on the days before Thanksgiving Recess and Early Winter Recess.
    G. On the days before Thanksgiving and Early Winter Recess, respectively, secretaries, maintenance and custodial personnel shall be permitted to leave an hour and fifteen minutes (1 hours and15 minutes) following student dismissal. Bus drivers shall be permitted to leave when they have completed their assigned duties.
    ARTICLE XX

    VACATIONS


    A. Paid vacations shall be provided for full-time employees on 12-month contracts as follows:
        Less than one (1) year's employment: 5/6 day per month of employment
        After one (1) full year's employment: Two (2) weeks
        After five (5) full year's employment: Three (3) weeks
        After ten (10) full year's employment: Four (4) weeks
    B. For the purposes of this Article, a full year shall constitute the 12-month period of continuous employment from the employee's first day of work.
    C. Support staff shall provide three (3) to five (5) weeks, but in no case less than three (3) weeks, written advance notification of their request to take vacations in excess of five (5) days. The immediate supervisor and the Superintendent will respond within two (2) weeks of its receipt. Support staff shall provide no less than five (5) days advanced notification of requests for vacation totaling less than five (5) days unless a shorter time is necessitated by extenuating circumstances.
    D. A maximum of five (5) days of unused vacation time may be carried over into the next year. All requests for vacation carryover should be put in writing to the Superintendent for approval. Upon separation from employment with the Board, the employee shall be entitled to payment at the current per diem salary rate for all accumulated days, up to a maximum of ten (10) unused vacation days.
    ARTICLE XXI

    UNIFORMS


    Custodians, maintenance mechanics and bus personnel will be reimbursed for the purchase of uniforms as per the terms below:
        1. Maintenance Mechanics shall receive a uniform reimbursement of $325 per year, plus the cost of two (2) pairs of steel-toed shoes, not to exceed $300 during the terms of the contract.
        2. Custodians shall receive a uniform reimbursement of $325 per year, plus the cost of three (3) pairs of non-skid soled work shoes, not to exceed $200 during the terms of the contract.
        3. Bus Drivers shall receive uniform reimbursement of $400 per year during the terms of the contract to include the appropriate non-skid rubber-soled shoes.
            New employees will be reimbursed after a waiting period of one hundred twenty (120) calendar days of continuing employment. Reimbursement shall be made within sixty (60) days after receipt of voucher.
        4. Foul weather gear (including slickers, head gear, rubber-type boots) shall be provided for each employee prior to being required to work outside. This foul weather gear shall be stored at each school for use as needed. Each employee shall receive one (1) winter coat over the duration of this agreement. The cost of the coat shall not exceed $150 and the coat shall be selected by the Board.
        5. The Board shall supply picture identification badges to Drivers, Maintenance Personnel and Custodians.
    B. Personnel named in paragraphs A.1 and A.2 above are required to wear their uniforms during their scheduled work day, if not worn, employee will be sent home and have their pay docked. It will be the responsibility of the employee to maintain and to care for his uniforms.
    C. The Board shall specify the color and type of uniform and safety shoes that can be used for work and are eligible for reimbursement under A.1 above.
    ARTICLE XXII

    MISCELLANEOUS PROVISIONS - SUPPORT STAFF


    A. 1. The contracts for custodians and maintenance personnel with more than three (3) years employment with the Board shall contain a sixty (60) day termination clause.
        2. The contracts for custodians and maintenance personnel with less than three (3) years employment with the Board shall contain a fourteen (14) day termination clause.
        3. In those cases where the Board terminates the services of a custodian or maintenance personnel, the employee will be entitled to use his accrued vacation days and one (1) personal day for seeking employment. The employee's immediate supervisor will authorize absences for this purpose.
        4. The dismissal of any employee shall be governed by those provisions of Title 18A, New Jersey Statutes, that are applicable to termination of contracts.
    B. The provisions and the benefits of this Agreement are not applicable to custodians and maintenance personnel during their one hundred twenty (120) calendar day probationary period of employment. The provisions and the benefits of this Agreement are accruable and retroactive to the employee's first day of employment with the Board after he has attained the status of a permanent employee.
    C. The determination of the work-week shall be governed by regulations of the Federal Department of Labor. In further definition, the work-week in Hanover Township shall begin at 12:01 AM on Monday and end at midnight on the following Sunday.
    D. Employees who are asked to work on an approved holiday will receive their normal pay for the holiday plus time and one-half for the hours worked on the holiday provided that during that holiday week the employee has either worked 32 hours or has a combination of 32 hours of work and approved sick day(s) and personal day(s). Employees who are asked to work on a holiday, who will not have worked 32 hours in the work-week in which the holiday occurs, or will not have a combination of 32 hours of work and approved sick day(s) in that work-week will not receive their normal holiday pay, but will receive time and one-half for working the holiday.
    E. Seniority
        In the event of a reduction in force (RIF), support staff shall be laid off in the reverse order of seniority, on the basis of the last-in, first-out principle, within each of the following job classifications:
    Custodian
    Maintenance Mechanics
    Secretarial Personnel
    Computer Aide
    Library Aide
    Special Education Aide
    Lunch/Recess Aide
    Bus Driver/Courier
    ARTICLE XXIII

    LICENSES


    Reimbursement equal to the cost of license(s) shall be made by the Board to employees who are required to hold licenses to perform their duties.
    ARTICLE XXIV

    EVALUATION - SUPPORT STAFF


    A. Definitions
        1. Evaluation. An evaluation is an assessment of an individual's overall performance.
    B. Frequency of Evaluations
        1. All employees shall be evaluated at least once in each school year, prior to March 1.
            a. By December 1, each employee shall receive written notification from his evaluator stating whether his performance at that date has been satisfactory.
            b. If an employee's performance is judged to be unsatisfactory at this time, he shall receive a full evaluation of his overall performance, which shall be in addition to the evaluation provided in B.1.
        2. Any employee hired after February 1 shall be evaluated prior to June 1.
    C. Evaluation Reports
        1. An employee shall be given a written evaluation report which will include:
            a. strengths of the employee as evidenced during the period since the previous report.
            b. weaknesses of the employee as evidenced during the period since the previous report.
            c. specific suggestions as to measures which the employee might take to improve his performance. Provisions shall be made for a conference between the employee and the evaluator, prior to submitting the report to the Superintendent's office. The employee shall sign the evaluation form at this conference, acknowledging receipt thereof.
        2. The employee will have a period of five (5) full school days following the conference, and prior to the submission of the written report to the Office of the Superintendent, in which he may attach a memorandum to the report commenting on any or all parts of it.
    ARTICLE XXV

    MENTORING


    A teacher who serves as a Mentor shall be paid according to the statutory rate, assuming the State funds such payments, plus an additional twenty-five cents shall be paid by the Board on each State funded dollar.

    ARTICLE XXVI

    DURATION OF CONTRACT


    A. This Agreement shall remain in effect for a period of three years commencing July 1, 2008 and terminating on June 30, 2011.

    IN WITNESS WHEREOF, the parties hereto have caused this Agreement to be signed by their respective Presidents, attested by the respective secretaries, and their corporate seals affixed hereto, on the __________ day of _________________, 200__.


    Attest: HANOVER TOWNSHIP BOARD OF
    EDUCATION



    By:_________________________________
    Board Secretary Board President


    Attest: HANOVER TOWNSHIP EDUCATION
    ASSOCIATION



    ______________________________ By:_______________________________
    Vice President President


    Hanover Tp BE and Hanover Tp EA 2008.pdf