Contract Between
Wallkill Valley B/E-Sussex
- and -
Wallkill Valley EA
* * *
07/01/2005 thru 06/30/2008


CategorySchool District
UnitTeaching/Professional Staff

Contract Text Below
AGREEMENT

BETWEEN

THE WALLKILL VALLEY
BOARD OF EDUCATION

AND

THE WALLKILL VALLEY
EDUCATION ASSOCIATION

Covering the period

JULY 1, 2005

to

June 30, 2008







TABLE OF CONTENTS

ARTICLE PAGE

I Grievance Procedure 2
II Association Rights and Privileges 4
III Non-Teaching Duties 7
IV Teaching Hours and Teaching Load 7
V Leaves of Absence 8
VI Payment for Credits 11
VII Teacher Rights 12
VIII Salaries 12
IX Insurance 13
X Miscellaneous 14
XI Duration 15
Ratification and Confirmation 15

Schedule A-1 Salary Guide 16
Schedule A-2 Salary Guide 17
Schedule A-3 Salary Guide 18

Schedule B Co-Curricular Guide
I - Activities 19
II - Athletics 20






















This AGREEMENT, entered into the beginning of the 2005 school year between the BOARD OF EDUCATION OF WALLKILL VALLEY REGIONAL HIGH SCHOOL DISTRICT hereinafter called the “Board” and the WALLKILL VALLEY EDUCATION ASSOCIATION, an incorporated association, hereinafter called the “Association”.

WITNESSETH, that WHEREAS, a majority of the teaching staff and the Athletic Trainer of the Wallkill Regional School System have designated the Wallkill Valley Education Association as their representative for the purpose of collective negotiation in accordance with and pursuant to the provisions of N.J.S.A. 14:13A5.3, and

WHEREAS, the Association and Board have reached certain understandings which they desire to confirm to this Agreement pursuant to Chapter 123, Public Laws of 1974, as amended:

IT IS MUTUALLY AGREED AS FOLLOWS:




























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ARTICLE I - GRIEVANCE PROCEDURE

A. Definition

A “grievance” is a claim by an employee based upon the interpretation, application or violation of this Agreement, policies or administrative decisions affecting the terms and conditions of his/her employment. The Association may process such a grievance if the grievant does not wish to do so.
To be considered under this procedure, a grievance must be initiated by the grievant within twenty (20) contractual working days of the time the grievant knew or should have known of its occurrence.

B. Purpose

The purpose of this procedure is to secure, at the lowest possible level, equitable solutions to the problems which may from time to time arise affecting employees. Both parties agree that these proceedings will be kept as informal and confidential as may be appropriate at any level of the procedure.

C. Procedure

1. Failure at any step of this procedure to communicate the decision on a grievance within
the specified time limits shall permit the aggrieved employee to proceed to the next
step. Failure at any step of this procedure to appeal a grievance to the next step
within the specified time limits shall be deemed to be acceptance of the decision rendered
at that step.

2. The number of days indicated at each level should be considered as a maximum and every effort should be made to expedite the process. The time limits specified may,
however, be extended by mutual agreement.

3. It is understood that the aggrieved employee shall, during and notwithstanding the
pendency of any grievance, continue to observe any assignments and applicable rules
and regulations of the Board until such grievance and any effect thereof shall have
been fully determined.

4. Level One - Any employee who has a grievance shall discuss it first with his/her
immediate supervisor in an attempt to resolve this matter informally at that level.





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5. Level Two - If, as a result of the discussion, the matter is not resolved to the
satisfaction of the employee within five (5) school days, he/she shall set forth
his/her grievance, in writing, to a vice principal within five (5) school days
specifying:

a. the nature of the grievance and the provision or provisions of the Agreement
alleged to be violated;
b. the nature and extent of the loss, injury or detriment;
c. the results of previous discussion; and
d. his/her dissatisfaction with decisions previously rendered and the relief and/or
adjustment sought.

A vice principal shall communicate his/her decision to the employee, in writing, within
ten (10) school days of receipt of the written grievance.

6. Level Three - The employee, no later than five (5) school days after receipt of the decision in Level Two, may appeal the decision to the Superintendent/Principal who shall
communicate, in writing, to the employee within ten (10) school days.

7. Level Four - If the grievance is not resolved, the employee may, within five (5) days,
appeal his/her grievance, in writing, to the Board of Education through the
Superintendent/Principal, who shall attach all related papers and forward the appeal
to the Board. The Board, or a committee thereof, shall review the grievance and shall
hold a hearing with the employee. The Board shall render a decision, in writing, within
thirty (30) school days of receipt of the written grievance.

8. If the decision of the Board does not resolve the grievance to the grievant’s
satisfaction and the Association wishes review by the third party, it shall so notify the
Board, in writing, within ten (10) school days of receipt of the Board’s decision.
Grievances concerning, (a) a complaint by an employee which arises by reason of his/her
not being re-employed; (b) a complaint by an employee occasioned by the withholding of
a salary increase or increment; (c) any matter which according to law is either beyond the
scope of Board authority or limited to action by the Board alone; and (d) any matter for
which a method for review is prescribed by law or any rule or regulation of the State
Commissior of Education such as, but not limited to, questions of increment denial or
suspension, shall not be subject to arbitration.







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9. Within ten (10) school days after receipt of the request for arbitration, the Board
and the Association shall attempt to agree upon a mutually acceptable arbitrator.
If the parties are unable to agree, a request for a list of arbitrators shall be made
jointly to the P.E.R.C. The parties shall then be bound by the rules and procedures
of the P.E.R.C. in the selection of an arbitrator.

10. The arbitrator shall limit him/herself to the issues submitted to him/her and shall
not add to nor subtract anything from the Agreement between the parties. The
Arbitrator’s decision shall be binding only to the extent required by law. The
parties shall be responsible for all costs incurred by each and only the fees and
expenses, if any, of the arbitrator shall be shared by each party paying one-half.

D. Miscellaneous

1. Any aggrieved person may be represented at all stages of the
grievance procedure by him/herself or, at his/her option, by a
representative selected or approved by the Association.
2. When an employee is not represented by the Association, the
Association shall have the right to be present and to state its views
at all stages of the grievance procedure.

ARTICLE II - ASSOCIATION RIGHTS AND PRIVILEGES

A. The Board agrees to make available to the Association, upon request, information
required by the Association in developing accurate and realistic programs. Said
information shall be in the form of existing public information and additional existing
budgetary and financial material and data. Names and addresses of new personnel
shall be made available to the Association for the purposes of mailing, informing and
roster construction. A comprehensive list of total existing personnel shall be made
available with the appropriate guide step level for the purpose of proposal calculation
only.

B. Whenever any member - representative of the WVEA or any teacher - is mutually
scheduled by both parties to participate during working hours in negotiations,
grievance proceedings, conferences or meetings, he/she shall suffer no loss in pay.

C. Representatives of the WVEA shall be permitted to transact official Association
business on school property after approval of said use by the School Superintendent
and subject to conditions and regulations as set by the Wallkill Valley Board of
Education. Notification of said intended use shall be submitted to the Superintendent
at least one week prior thereto (except in cases of an Association declared emergency)
whereupon the permission for said use shall not be unreasonably withheld.

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D. The Association shall have the privilege of reasonable use of office equipment
such as typewriters, photocopiers, computers, and calculating machines, upon
request, in such locations and at such times as set by the Administration provided
the Association pays for any damage it is responsible for.

E. The Association shall have the right to purchase expendable office supplies and
other materials from the Board of Education at the price paid by the Board
provided the Association pays for supplies in advance and that supplies are on
hand in sufficient quantities to meet the educational needs of the school.

F. The Association shall share with the Administration a bulletin board for official
business in the faculty lounge.

G. The Association shall have the right to use the inter-school mail facilities and
school mailboxes with the provision that this does not interfere with regular school
business.

H. An Association representative may speak at all faculty meetings upon the request
of the representative after conclusion of the regular meeting.

I. Agency Shop

1. The Board agrees to deduct the fair share fee from the earnings of those
employees who elect not to become members of the Association and
transmit the fee to the majority representative in compliance with N.J.S.A.
34:13A-5.4.
2. The deduction shall commence for each employee who elects not to
become a member of the Association during the month following written
notice from the Association of the amount of the fair share assessment.
3. The Association shall furnish to the Board a statement that it has
determined the amount of the fair share fee in accordance with the
formulated requirements of the N.J.S.A. 34:13A-5.4. The fair share fee
for services rendered by the Association shall not exceed eighty five (85%)
of the regular membership dues, fees, and assessments.








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4. The Association shall furnish to the Board a statement that it has established a
“demand and return system” in accordance with the requirements of N.J.S.A. 34:
13A-5.4 whereby any employee can challenge the assessment as computed by the
Association. This appeal procedure shall in no way involve the Board or require
the Board to take any action other than to hold the fee in escrow pending resolution
appeal.

5. The Association shall indemnify, defend and save the Board harmless against any and
all claims, demands, suits, or other forms of liability, including legal fees, that shall
arise out of or by reason of action taken by the Board in reliance upon salary
deduction authorization cards or the fair share assessment information as furnished
by the Association to the Board, or in reliance upon the official notification by letter
from the Association and signed by the President of the Association advising of any
changes in salary dedications or fair share fees.

6. A. Liability

The Association agrees to indemnify and hold the Board harmless against any
liability which may arise by reason of any action taken by the Board in complying
with the provisions of this Article, provided that:

(i) The Board gives the Association timely notice, in writing, of any claim, demand,
suit or other form of liability in regard to which it will seek to implement this
paragraph; and
(ii) if the Association so requests, in writing, the Board will surrender to it full
responsibility for the defense of such claim, demand, suit, or other form of liability
and will cooperate fully with the Association in gathering evidence, securing witnesses
and in all other aspects of said defense.

B. Exception

It is expressly understood that subparagraph ‘a.’ above will not apply to any claim,
demand, suit, or other form of liability which may arise as a result of any type of
willful misconduct by Board or the Board’s imperfect execution of the obligations
imposed upon it by this Article.

J. The Association president shall be released from two assigned duty periods per week to
conduct association business.





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ARTICLE III - NON TEACHING DUTIES

A. Teachers shall not be required to transport students to extra-curricular activities which
take place away from the school; however, teachers sponsoring such activities shall
be responsible for arranging with parents or the administration for transportation of
students where bus transport is not available.

B. The following Advisors/Coaches who must travel to and from meetings or practice
to conduct their activities on a regular basis shall be paid a yearly travel stipend of
$50.00: Bowling, Skiing, Swimming, Golf.

ARTICLE IV - TEACHING HOURS AND TEACHING LOAD

A. The in-school work year for ten month employees shall not exceed 182 days, one of
which shall be the first day of school on which the students arrive later in the day.
Both non-pupil contact days shall include professional development activities
applicable to the 100 hour New Jersey State Staff Development requirement.

B. The daily teaching load in the high school shall be five teaching periods, one extra
duty assignment, and one planning period. The teaching of any classes, in addition to
the five teaching periods, may be required when the Administration determines the
necessity thereof due to emergency situations and the Board of Education expressly
authorizes same. Any such additional teaching period shall be accepted by the
individual teacher by separate voluntary written agreement. A copy of the signed and
approved agreement will be filed with the WVEA by the teacher involved.

C. 1. Teacher preparation shall be limited to three unless a situation arises that would
cause one or more of the following to occur: the reduction of a program(s), hiring
of additional staff, or the reduction of staff. The teacher(s) so affected shall be
given the opportunity to accept an assignment of more than three preparations.
In all cases, the Association shall be notified at the beginning of all considerations.
Voluntary agreements shall be entered into the teacher and the Board of Education
and copies will be filed with the Association.

2. Different levels of preparation for the same subject are considered to be one
preparation.

D. “Back to School Night” is a required obligation for the professional staff.

E. Effort will be made, wherever feasible, to give at least twenty four (24) hours advance
notice and an agenda, if indicated, for after school meetings except in the case of
emergency.


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F. On all Fridays, and the day preceding a holiday or vacation, teachers shall be
allowed to leave at the end of the student day. The teacher work day shall be seven
(7) hours and twenty (20) minutes.

ARTICLE V - LEAVES OF ABSENCE

A. Absence

Any teacher or employee who may have cause to be absent from school must give
notice to the vice-principal on the night before such an absence, or not later than
7:30 a.m. on the day such absence is known to the teacher or employee. Failure
to comply with the above may cause forfeit of payment of one full day’s salary.
In case of a bona fide emergency, the Superintendent may waive the forfeit.

B. Absence for Personal Illness

1. Sick leave is defined as absence from post of duty because of personal
disability due to illness or injury, or because of exclusion from school
by the medical authorities on account of a contagious disease or being
quarantined for such a disease in the immediate household.

2. Absence for personal disability shall be allowed and shall include full pay, not to
exceed twelve (12) days, ten (10) of which are sick days and two (2) of which are
emergency days.

3. If fewer than twelve (12) sick days of allotted sick and emergency leave are taken
in any school year, then the number of days not utilized shall be accumulated without
limit.

4. Absences on sick leave shall be charged first to the days allowed for the current school
year until it is fully utilized and thereafter to the cumulative credit to the extent such
credit is available.

5. In cases of illnesses extending beyond the teacher’s or employee’s sick leave credit,
the deductions will be made on the basis of 1/20 per day of the monthly basic salary.

6. In case of illness incurred during the school day which results in the teacher leaving
school before 11:00 a.m., a full day will be charged, if after 11:00 a.m, a half day will
be charged.




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7. Upon retirement and in accordance with the requirements of the Teachers Pension
and Annuity Fund, all present employees shall be paid the sum of $50 per day for
each unused sick day accumulated to the day of retirement. For employees hired after
July 1, 1996, the rate of pay shall be $50 per day for each day of unused sick days to
a maximum of $10,000. Retirement shall mean a teacher having filed the necessary
papers to effect same with the New Jersey State Teachers’ Retirement System or the
Teachers’ Pension and Annuity Fund. Notice of intent to retire shall be given to the
Board by December 1 of the school year of intended retirement. The employee shall
be paid on the first business day following July 1. Failure to give notice may result in
delay of payment until the following school year.

C. Absence due to death in the teacher’s or employee’s immediate family or household shall
be allowed with pay for the required period not to exceed five (5) school days one of which shall be the day of death or the day of the funeral. The term “immediate family” shall include wife, husband, children, mother, father, mother-in-law, father-in-law, sister, brother.

D. Two (2) days with full pay shall be allowed in the event of the death of a grandparent and
one (1) day with pay shall be allowed in the event of the death of other non-immediate
members of the family. In both instances, one day shall be either the day of death or the
day of the funeral.

E. Four (4) days leave will be granted without loss of pay for school, legal business, household
or family matters which requires the absence during school hours. This section does not
apply to the day preceding or following any vacation period. Application should be made to
the principal one week prior to the day/days requested and the applicant shall not be required
to state the reason for the absence provided the notice procedure is followed. In case of bona
fide emergency, upon application to the Superintendent, the latter may waive the one week
notice requirement. No more than two teachers shall be granted leave at any one time under
this section without permission of the Board of Education after application. Any fraction of a
day shall be considered as a whole day’s absence. Any or all of the four days that are not
utilized in a given year will accrue to the employee’s sick leave.

F. Professional Business

Absences to attend conferences, workshops, critiques, visitations to other schools,
conventions, shall be allowed with full pay upon approval by the Superintendent

1. Any such leave shall be limited to three days either staggered or consecutive, during
any one school year.





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2. No more than two teachers shall be permitted to exercise the privilege as herein
provided at any one time.

3. Expenses for attendance at special convention or meetings shall be allowed a teacher
by the Board of Education. In addition to the usual expenses to be approved by the
Superintendent, there shall be allowed travel expenses of forty ($.40) per mile.
This provision shall not apply to the NJEA Convention.

4. Any teacher desiring to attend a professional convention or meeting shall apply to the
Superintendent for approval not later than ten (10) days in advance of the convention
or meeting date.

G. Absence for the purpose of marriage or to attend weddings of friends or relatives may be
allowed with the teacher’s or employee’s pay reduced by the cost of the substitute’s pay,
upon approval of the Superintendent.

H. Court Order

Absence from school by reason of subpoena shall be allowed with pay provided that the
subpoena is filed with the Superintendent. If a teacher is a party to a suit, absence from
school in that connection shall be without pay, unless the Board, at its discretion, shall
determine otherwise, or if the individual is under subpoena.

I. Sabbatical Leave: The Board of Education establishes a sabbatical leave under the following
conditions:

1. Applications be forwarded, in writing, to the Board of Education by March
1 of the year preceding the intended sabbatical. In order to be eligible, a
person should have been in the employ of Wallkill Valley and Franklin Districts
(service in Franklin prior to 1982) for fifteen years or seven (7) years at Wallkill.

2. One person per year may be selected by the Board in accordance with the
educational merit of the proposal which shall at least include:

Full time study in an accredited graduate program. (Full time is defined as
twenty four (24) credits, eighteen (18) of which must be in the person’s
subject area.)






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3. Compensation for the sabbatical year will be full pay for one (1) year
only. The base pay will be on the salary guide of the year when the person
is on sabbatical and payment is based on the assumption of successful
completion of at least twenty (20) graduate credits. In every respect, a
sabbatical year will be treated as a normal year of employment in terms of
advancement on the salary guide.

4. The person on sabbatical must agree to return to Wallkill for a minimum of
three (3) years. An employe who leaves before three (3) years of employment
following sabbatical leave shall return that portion of the payment which is the
equivalent to the remaining time not worked, unless other mutually agreeable
terms can be established.

5. Graduate reimbursement, as provided by the contract, will remain exactly in
force.

J. Extended Absences

All extended absences and other absences not otherwise specifically covered herein shall
be considered only after application therefor to the Board of Education. In granting any
leave upon special application, the Board of Education reserves the right to impose such
conditions and terms with regard to the time period, point on the salary guide when the
teacher returns, position upon return and other matters it deems appropriate.

K. In the event no substitute is available during a teacher’s or employee’s absence,
deducation of substitute’s wages shall be made in all cases where such deduction would
have applied had a substitute been employed.

L. In all decisions covering “Leaves” which are optional, the decision of the Board of
Education shall not be subject to the Grievance Procedure of this Agreement.

ARTICLE VI - PAYMENT FOR CREDITS

A. The Board of Education agrees to reimburse any staff member at the New Jersey State
College cost of a graduate credit which is taken while his contract is in effect at the
Wallkill Valley Regional High School District up to a total of nine (9) credits in
any one year including the summer months between the effective dates of his/her contract.

B. Six (6) credits must be in the subject field in which he/she is employed or certified and
a maximum of three (3) credits may be out of his/her field. It is recommended, but not
mandatory to receive approval, that a teacher be fully matriculated in a recognized college
program.

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C. In order for reimbursement to occur, a teacher must obtain a grade of “B” or better for
the course.

D. Payment will be made within forty (40) days of submission of the course to the
Superintendent’s Office.

E. Credits must be taken at an accredited college.

F. All courses must be submitted to the Superintendent for approval prior to taking and/or
enrolling in such courses. A form will be provided.

ARTICLE VII - TEACHER RIGHTS

A contract for extra-curricular assignment should accompany the teaching contract
whenever possible.

ARTICLE VIII - SALARIES

A. The salaries of all teachers covered by this agreement are set forth in Schedules “A-1,
A-2, and A-3,” which are attached hereto and made a part hereof. An annual award of
service longevity has been mutually agreed upon and is made a part of Schedule A - the
salary guide.

B. Teachers shall be paid on the 15 and 30 of each month in twenty (20) equal installments,
September through June, for ten (10) month employees and twenty-four (24) equal
installments for twelve (12) month employees.

C. Teachers may individually elect to have ten percent of their monthly salary deducted from
their pay. These funds will be directly deposited into a personal interest-bearing savings
account to be drawn upon by the employee at his/her convenience.

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

E. Teachers shall receive their final checks on the last working day in June after completion
of their duties. Teachers shall receive the pay schedule for the school year on the first
working day in September or the day of the manual issue, but in either case, prior to
September 15.

F. Staff members shall be paid at the following per period rate for substituting:
$40.



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G. Home Instruction shall be paid at the following hourly rate, which includes mileage:
$38.

H. Any staff member will be compensated for summer work at the hourly rate of:
$42.

I. Administrative detention duty will be paid at the same rate as F above per session.

J. Extra-curricular salaries are set forth in Schedule “B”, which is attached hereto and
made a part hereof.

K. An employee who has an earned Doctorate shall have $2,750 added to the salary
as it appears in Schedule A.

ARTICLE IX - INSURANCE

A. Present health care benefits shall be continued during the term of this Agreement.
Present health care benefits shall be continued during the term of this Agreement
for all employees hired prior to July 1, 2002 except as specifically modified in other
parts of this Article. Employees hired for employment subsequent to September
1, 2002, shall enjoy the same benefits and options as other employees except for
the limiting language of Paragraph G below.

B. Dental Plan - The Board will pay the premiums coverning full family dental insurance
at the rate currently in existence. The Board’s contribution per teacher and family
shall remain at the present premium cost for the duration of the Agreement.

C. Prescription Plan
1. The Board will provide 100% payment of premiums for employee and dependent
coverage (family plan) for the duration of this Agreement.
2. The Prescription Plan shall be one which requires the employee to contribute a
co-pay as follows:
Name Brand: $20
Generic: $ 5 Mail Order: (0)

D. Optical Plan - The Board shall pay the premium for an optical plan for employee and
family coverage.

E. Retirees shall be allowed to purchase, through the Board of Education, at the group
rate, at no cost to the Board, all or any insurance offered above.




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F. No later than September 1 of each school year, each employee shall have the option
of informing the Superintendent of Schools, in writing, that he/she does not wish to
be covered by any or all of the Board of Education’s Health Insurance benefits. That
employee shall be entitled to receive 50% of the cost of the premium of the particular
plan for which the employee was eligible. Payment shall be made in equal monthly
payments over the school year. The employee shall have the right to have these monies
deposited directly into a Tax Shelter Annuity or added directly to the periodic paycheck
on a monthly basis, September through June. Employees have the option of acquiring
full coverage at the conclusion of each school year if they so choose. Without notice
prior to September 1, choice of coverage from the preceding year shall remain in effect.

Employees and their eligible dependents can re-enroll in any plan which they had
previously waived, without a waiting period and without limitations for pre-existing
conditions. Re-enrollment can occur each July 1 for any reason, or at any other date
in response to a “life event” as defined in COBRA and ERISA statutory and regulatory
language. Such “life events” include: death or disability of the employee’s spouse; loss
of spouse’s employment; involuntary reduction in spouse’s work hours resulting in loss
of benefits; divorce or legal separation; or activation to full time military status. Re-
enrollment may also occur when there has been an involuntary diminution in a spouse’s
coverage.

G. New employees hired to begin in the 2002-03 school year, and thereafter, shall only
be eligible for Point of Service (POS) Medical Coverage in the category of eligibility
for which the employee qualifies (Family, Single, Parent). Upon the acquisition of
tenure, all such employees shall be eligible for the same Health Care Benefits as pre-
2002-03 school year employees.

ARTICLE X - MISCELLANEOUS

A. Any individual contract between the Board and an individual teacher shall be subject to,
and consistent with, the terms and conditions of this Agreement.

B. Any available positions which can be filled by a member of the bargaining unit shall be
posted in the public schools with a copy to the Association.

C. The parties agree to enter into collective negotiation over a successor Agreement in
accordance with Chapter 123: Public Laws of 1974, as amended, in a good-faith effort
to reach agreement on all matters concerning the terms and conditions of teachers
employment. Any agreement so negotiated shall apply to all teachers, be reduced to
writing, be signed by the Board and the Association and be adopted by the Board.




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ARTICLE XI - DURATION

This Agreement shall be effective July 1, 2005, and shall continue in effect until June 30, 2008. Such Agreement shall not be modified in whole or in part except by an instrument in writing executed by both parties.

IN WITNESS WHEREOF, the Wallkill Valley Education Association has caused this Agreement to be signed by its representative and the Wallkill Valley Regional High School Board of Education has caused this Agreement to be signed by its President, attested to by its Secretary, and its corporate seal to be placed hereon, all on the day and year first above mentioned.

RATIFICATION AND CONFIRMATION


The parties hereto, by the execution hereof, do ratify, acknowledge and agree that this Agreement dated September, 2005, shall constitute the agreement between the Association and the Board pursuant to Chapter 123, Public Laws of 1974, as amended, until further modified in accordance with provision thereof.

Dated: WALLKILL VALLEY EDUCATION ASSOCIATION

September, 2005

_____________________________________________
Lisa Legg, President


ATTEST: BOARD OF EDUCATION
WALLKILL VALLEY REGIONAL HIGH SCHOOL




_________________________________ ____________________________________
Elizabeth Flatt, Secretary Stanley Dabrowski, President



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SCHEDULE A-1
WALLKILL VALLEY REGIONAL HIGH SCHOOL
SALARY GUIDE
2005-06


Placement/
Category BA BA+15 MA MA+30 MA+60
______________________________________________________________________________

A 41,450 42,740 46,630 49,750 51,720
B 43,440 44,730 48,620 51,740 53,710
C 45,530 46,820 50,710 53,830 55,800
D 47,715 49,005 52,895 56,015 57,985
E 50,015 51,305 55,195 58,315 60,285
F 52,425 53,715 57,605 60,725 62,695
G 54,965 56,255 60,145 63,265 65,235
H 57,625 58,915 62,805 65,925 67,895
I 60,415 61,705 65,595 68,715 70,685
J 63,345 64,635 68,525 71,645 73,615 K 66,425 67,715 71,605 74,725 76,695
L 69,655 70,945 74,835 77,955 79,925
M 73,040 74,330 78,220 81,340 83,310


Longevity: After continuous service in the Wallkill Valley Regional School District and the
Franklin School District for the number of years indicated, longevity payments
shall be added to the base pay as follows:

15 years = $ 1,975
20 years = 3,325
25 years = 4,250
30 years = 4,900










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SCHEDULE A-2
WALLKILL VALLEY REGIONAL HIGH SCHOOL
SALARY GUIDE
2006-07


Placement/
Category BA BA+15 MA MA+30 MA+60
______________________________________________________________________________

A 44,220 45,520 49,420 52,560 54,590
B 45,930 47,230 51,130 54,270 56,300
C 47,795 49,095 52,995 56,135 58,165
D 49,815 51,115 55,015 58,155 60,185
E 51,990 53,290 57,190 60,330 62,360
F 54,320 55,620 59,520 62,660 64,690
G 56,805 58,105 62,005 65,145 67,175
H 59,440 60,740 64,640 67,780 69,810
I 62,225 63,525 67,425 70,565 72,595
J 65,160 66,460 70,360 73,500 75,530
K 68,245 69,545 73,445 76,585 78,615
L 71,480 72,780 76,680 79,820 81,850
M 74,865 76,165 80,065 83,205 85,235


Longevity: After continuous service in the Wallkill Valley Regional School District and
the Franklin School District for the number of years indicatd, longevity
payments shall be added to the base pay as follows:

15 years = 1,975
20 years = 3,325
25 years = 4,250
30 years = 4,900









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SCHEDULE A-3
WALLKILL VALLEY REGIONAL HIGH SCHOOL
SALARY GUIDE
2007-2008


Placement/
Category BA BA+15 MA MA+30 MA+60
______________________________________________________________________________

A 45,965 47,290 51,265 54,415 56,565
B 47,715 49,040 53,015 56,165 58,315
C 49,615 50,940 54,915 58,065 60,215
D 51,665 52,990 56,965 60,115 62,265
E 53,865 55,190 59,165 62,315 64,465
F 56,215 57,540 61,515 64,665 66,815
G 58,715 60,040 64,015 67,165 69,315
H 61,365 62,690 66,665 69,815 71,965
I 64,165 65,490 69,465 72,615 74,765
J 67,115 68,440 72,415 75,565 77,715
K 70,215 71,540 75,515 78,665 80,815
L 73,465 74,790 78,765 81,915 84,065
M 76,865 78,190 82,165 85,315 87,465

Longevity: After continuous service in the Wallkill Valley Regional High School District
and the Franklin School District for the number of years indicated, longevity
payments shall be added to the base pay as follows:

15 years = 1,975
20 years = 3,325
25 years = 4,250
30 years = 4,900










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SCHEDULE B
WALLKILL VALLEY REGIONAL HIGH SCHOOL
CO-CURRICULAR GUIDE

I - Activities


1 2 3 4 5 6 7

Band/Choral 3350 3595 3840 4085 4335 4725 5120
Yearbook/Photo 3670 4105 4530 4955 5385 5875 6360
Drama 2005 2250 2495 2960 2980 3290 3595

Newspaper 1875 2120 2365 2610 2855 3035 3225
Student Council 1875 2120 2365 2610 2855 3035 3225
Senior Class Advisor 1875 2120 2365 2610 2855 3035 3225

Music Director/Play 1490 1670 1855 2035 2225 2410 2595
Drama Assistant 1490 1670 1855 2035 2225 2410 2595
Band Front 1490 1670 1855 2035 2225 2410 2595
Junior Class Advisor 1490 1670 1855 2035 2225 2410 2595

Peer Counseling 1425 1605 1790 1970 2155 2335 2525

SADD 1045 1290 1420 1540 1660 1840 2025
Lighting/Sound 1045 1290 1420 1540 1660 1840 2025

Soph Class Advisor 930 1050 1175 1295 1425 1545 1665
Frosh Class Advisor 930 1050 1175 1295 1425 1545 1665
National Honor Society 930 1050 1175 1295 1425 1545 1665
Literary Magazine 930 1050 1175 1295 1425 1545 1665

AVA 615 705 805 900 985 1105 1225
Academic Bowl 615 705 805 900 985 1105 1225
Costume Designer 615 705 805 900 985 1105 1225
FBLA 615 705 805 900 985 1105 1225
Mock Trial 615 705 805 900 985 1105 1225
Chess Club 615 705 805 900 985 1105 1225
TSA 615 705 805 900 985 1105 1225
Art Club 615 705 805 900 985 1105 1225
Environmental Club 615 705 805 900 985 1105 1225
Science League 615 705 805 900 985 1105 1225
Science Olympiad 615 705 805 900 985 1105 1225


*If positions are shared by multiple parties, the stipend will be proportionately divided.

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II - Athletics

1 2 3 4 5 6 7

Football (Head) 4900 5210 5515 5880 6315 6800 7350

Trainer (Head) 4085 4335 4605 4990 5370 5770 6170
Track Coordinator 4085 4335 4605 4990 5370 5770 6170
Basketball (Head) 4085 4335 4605 4990 5370 5770 6170
Wrestling (Head) 4085 4335 4605 4990 5370 5770 6170

Baseball (Head) 3815 4055 4340 4680 5030 5430 5825
Softball (Head) 3815 4055 4340 4680 5030 5430 5825
Field Hockey 3815 4055 4340 4680 5030 5430 5825
Soccer 3815 4055 4340 4680 5030 5430 5825
Cheerleading (Head) 3815 4055 4340 4680 5030 5430 5825
Swimming (Head) 3815 4055 4340 4680 5030 5430 5825

Tennis (Head) 3380 3650 3925 4265 4525 4965 5325
Cross Country (Head) 3380 3650 3925 4265 4525 4965 5325

Golf (Head) 3000 3305 3550 3785 4025 4325 4640

Tennis (Ass’t) 2720 2965 3245 3460 3670 3985 4285
Track (Ass’t) 2720 2965 3245 3460 3670 3985 4285
Baseball/Softball(Ass’t) 2720 2965 3245 3460 3670 3985 4285
Football (Ass’t) 2720 2965 3245 3460 3670 3985 4285
Basketball/Wrestling(Ass’t) 2720 2965 3245 3460 3670 3985 4285
Field Hockey (Ass’t) 2720 2965 3245 3460 3670 3985 4285
Soccer (Ass’t) 2720 2965 3245 3460 3670 3985 4285
Swimming (Ass’t) 2720 2965 3245 3460 3670 3985 4285
Weight Trainer 2720 2965 3245 3460 3670 3985 4285

Bowling (Head) 2660 2960 3205 3405 3600 3905 4215

Ski (Head) 1710 1955 2165 2380 2595 2780 2960

For all new appointments after 7/1/96

If positions are shared by multiple parties, the stipend will be proportionately divided



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Wallkill  Valley BE and Wallkill Valley EA 2005.pdf