Contract Between
Sussex-Wantage B/E-Sussex
- and -
Sussex-Wantage EA
* * *
07/01/2002 thru 06/30/2005

CategorySchool District
UnitBus Drivers, Custodians, Teaching/Professional Staff
Contract Text Below
AGREEMENT BETWEEN THE
SUSSEX WANTAGE EDUCATION ASSOCIATION
AND THE
SUSSEX WANTAGE REGIONAL
BOARD OF EDUCATION


July 1, 2002 - June 30, 2005

TABLE OF CONTENTS

ARTICLE SUBJECT PAGE

I Recognition 1

II Negotiation Procedure 2

III Grievance Procedure 3

IV Employee Rights 6

V Association Rights and Privilege 7

VI School Calendar 8

VII Employee Hours 11

VIII Additional Duties 13

IX Employment 14

X Salaries 17

XI Employee Assignment 21

XII Home Teaching & Federal Programs 22

XIII Teacher Evaluation 23

XIV Employee Facilities 25

XV Temporary Leaves of Absence 26

XVI Extended Leaves of Absence 29

XVII Sabbatical Leave 31

XVIII The Board Agrees 32

XIX Personal and Academic Freedom 33

XX Deduction From Salary 34

XXI Duration of Agreement 36



TABLE OF CONTENTS continued . .

Salary Guides Appendix A

Teacher 2002/2003 A-1

Teacher 2003/2004 A-2

Teacher 2004/2005 A-3

Co-Teacher A-4

Co-Curricular 2002-2003 A-5

Co-Curricular 2003-2004 A-6

Co-Curricular 2004-2005 A-7

Student Assistor A-8

Teacher Assistants A-9

Licensed Practical Nurses A-10

Registered Nurses A-11

Secretaries A-12

Maintenance A-13

Custodian A-14

Bus Drivers A-15

Grievance Form Appendix B

Holiday Schedules Appendix C

2002-2003 C-1
                  2003-2004 C-2
                    2004-2005 C-3

Modification Form D


    ARTICLE I - RECOGNITION

    A. The Board hereby recognizes the Sussex Wantage Education Association as the exclusive and sole representative for collective negotiation concerning the terms and conditions of employment for all certified and some non-certified personnel whether under contract, on leave, or on a per diem basis employed by the board including: classroom teachers, special teachers, co-teachers, librarians, nurses (school nurses, RNs, LPNs), child study team members (speech therapists, occupational therapists, physical therapists, psychologists, LDTC, social workers), Transportation Secretary, stipend only employees, guidance counselors, teacher assistants all district secretaries, administrative secretaries, bookkeepers, bus drivers, custodians, maintenance workers, student assistor, but excluding principals, Administrative Assistant to the Superintendent, Administrative Assistant to the Business Administrator, and all other employees.

    B. Unless otherwise indicated, the term "teachers," when used hereinafter in this agreement, shall refer to all professional employees represented by the Association in the negotiating unit as above defined, and references to male teachers shall include female teachers. The term "secretary" when used hereinafter in this agreement shall refer to all district secretaries, administrative secretaries, and bookkeepers. The term "employee" when used hereinafter in this agreement shall refer to all unit members as defined in Article I.A.

    C. Unless otherwise specified, “All references to days shall mean work days.”



















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    ARTICLE II - NEGOTIATION PROCEDURE

    A. The parties agree to enter into collective negotiations over a successor Agreement in accordance with Chapter 123, Public Laws 1975, in a good faith effort to reach agreement on all matters concerning the terms and conditions of employee(s)' employment by approximately October 1 of the final year of the current agreement.

    B. During negotiation, the Board and Association shall present relevant data, exchange points of view and make proposals. The Board shall make available to the Association for inspection all pertinent records, data and information of the Sussex Wantage Regional School District, that are a matter of public record. Other information may be given with the approval of the Board.

    C. Neither party in any negotiations shall have any control over the selection of the negotiating representatives of the other party. The parties mutually pledge that their representatives shall be clothed with the necessary power and authority to make proposals, consider proposals and make counter-proposals in the course of negotiations and reach tentative agreement subject to ratification by the Association and the Board.

    D. Except as this Agreement shall hereinafter otherwise provide, all terms and conditions of employment applicable on the effective date of this Agreement to employees covered by this Agreement as established by the rules, regulations and/or policies of the Board in force on said date, shall continue to be so applicable during the term of this Agreement.

    E. The Board agrees not to negotiate concerning said employees in the negotiating unit as defined in Article I of this Agreement with any organization other than the Association for the duration of this Agreement.

    F. During the term of this Agreement neither party shall be required to negotiate with respect to any such matter whether or not covered by this Agreement and whether or not within the knowledge or contemplation of either or both parties at the time they negotiated or executed this Agreement.

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

    1. These modifications shall be filed on the Agreement Modification Form contained in Appendix B and copies provided to Association members.





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    ARTICLE III - GRIEVANCE PROCEDURE

    A. Grievances shall be filed on the form contained in Appendix B.

    B. PURPOSE:

    1. 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 the welfare or terms and conditions of employment of employee(s). Both parties agree that these proceedings will be kept as informal and confidential as they may be appropriate at any level of the procedure.

    2. Nothing herein contained shall be construed as limiting the right of any employee having a grievance to discuss the matter informally with any appropriate member of the administration and having the grievance adjusted without intervention of the Association provided the adjustment is not inconsistent with the terms of the Agreement and that the Association may be given the opportunity to be present at such adjustment.

    C. STRUCTURE:

    1. Since it is important that grievance be processed as rapidly as possible, 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 written agreement.

    2. In the event a grievance is filed at such time that it cannot be processed through all the steps in this grievance procedure by the end of the school year, and if left unresolved until the beginning of the following year, could result in irreparable harm to a party in interest, the time limits set forth herein shall be reduced so that the grievance procedure may be exhausted prior to the end of the school year or as soon thereafter as is practicable.

    3. Level One:
      The Principal shall meet with the aggrieved and representative within ten days to discuss the grievance, with the objective of resolving the matter informally.

      The grievance shall be initiated within fifteen (15) days of either the occurrence of the incident or the impact on the employee. If the aggrieved person is not satisfied with the disposition of his/her grievance at the informal hearing he/she shall submit the grievance in writing within five (5) days to his/her principal. The principal shall meet with the aggrieved person and representative within ten (10) days to discuss the grievance. The principal shall have five (5) days in which to respond in writing.
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      4. Level Two:
              If the aggrieved person/Association is not satisfied with the written response at level one, he/she shall have five (5) days to file the grievance in writing with the Superintendent of Schools. The Superintendent shall meet with the aggrieved person and/or his representative to discuss the grievance within ten (10) days. The Superintendent shall respond in writing within five (5) days after the meeting.

      5. Level Three:
              If the aggrieved person/Association is not satisfied with the disposition of the grievance at Level Two (2), it shall forward the grievance in writing to the Board of Education through the Superintendent within five (5) days. The Board shall then arrange a meeting with the aggrieved person and/or his representative before the next regular Board Meeting. The Board shall respond in writing no later than the second meeting after receiving the grievance. Under special circumstances the grievance can be expedited.

      6. Level Four:

      a. If the aggrieved person/Association is not satisfied with the disposition of the grievance at the Board level, it shall file with the Board, within ten (10) days notice of intent to arbitrate. The Association may file a demand for arbitration with the Public Employment Relations Commission. The Board and the Association shall be bound by the rules of the PERC.

      b. The arbitrator so selected shall confer with the representatives of the Board and the Association and hold hearings promptly and shall issue his decision not later than fifteen (15) school days from the date of the close of the hearings or if oral hearings have been waived, then from the date the final statements and proofs on the issues are submitted to him/her. The arbitrator's decision shall be in writing and submitted to the Board, the grievant, and the Association and shall be final and binding on the parties.

      c. The costs for the services of the arbitrator, including per diem expenses, if any, and the actual and necessary travel, subsistence expenses and the cost of the hearing room shall be borne equally by the Board and the Association, or by the Grievant if the grievance is filed in his/her own behalf. Any other expenses shall be paid by the party incurring same.

      d. Rights of Employee(s) to Representation:



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      D. 1. Any party in interest may be represented at all stages of the grievance procedure by himself/herself, or at his option, by a representative selected or approved by the Association. When an employee is not represented by the Association, the Association shall have the right to be present.

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

      E. Miscellaneous:

      1. All documents, communications, and records dealing with the processing of a grievance shall be filed in a separate grievance file held by the Superintendent and accessible to the grievant and his designated representative and shall not be kept in the personnel file of any of the participants.

      2. All meetings and hearings under this procedure shall not be conducted in public and shall include only such parties in interest and their designated or selected representatives, heretofore, referred to in this article.

      3. All employees, including the grievant, must continue under the direction of the Superintendent and Administrators, regardless of pendency of grievance until each grievance is properly determined.

      4. The above grievance procedure excludes non-tenure employees from grieving their dismissal.
















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      ARTICLE IV - EMPLOYEE RIGHTS

      A. Nothing contained herein shall be construed to deny or restrict to any employee such rights as he/she may have under other New Jersey Laws.

      B. Whenever any employee is required to appear before the Superintendent, Board, Supervisor and\or Administrator or any committee or member thereof concerning any matter which would adversely affect the continuance of that employee in his office, position of employment or the salary or any increments pertaining thereto, then he/she shall be given prior written notice of the reasons for such meeting or interview and shall be entitled to have a representative of the Association present to advise him/her and represent him/her during such meeting or interview.

      C. No employee shall be prevented from wearing pins or other identification of membership in the Association or its affiliates.

      D. No employee shall be disciplined, reprimanded, given an adverse evaluation of his professional service, reduced in rank or compensation, or deprived of any professional advantage without cause.

      E. Employees shall be given a copy of the board adopted job description for their respective titles upon onset of employment, each time job description changes and/or upon request.





















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      ARTICLE V - ASSOCIATION RIGHTS AND PRIVILEGES

      A. The Board agrees to furnish pertinent information to the Association, that is a matter of public record. The Board shall provide a copy of the approved minutes to the Association president and to each building vice presidents within two days of the board meeting at which said minutes were approved.

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

      C. Representatives of the Association, the New Jersey Education Association and the National Education Association shall be permitted to transact official Association business on school property at all reasonable times, provided that this shall not interfere with or interrupt normal school operations.

      D. The Association and its representatives shall have the privilege of using school buildings at all reasonable hours for meetings. The principal of the building in question shall be notified in advance of the time and place of all such meetings. Approval shall be required.

      E. The Association shall have the privilege of using school facilities and equipment, including typewriters, mimeographing machines, other duplicating equipment, calculating machines, and all types of audio-visual equipment at reasonable times, when such equipment is not otherwise in use. The Association shall pay for the reasonable cost of all materials and supplies incident to such use.

      F. The Association shall have the privilege of purchasing expendable office supplies and other materials from the Board at the price paid by the Board.

      G. The Association shall have, in each school building, the exclusive use of a bulletin board in each faculty lounge. The Association shall also be assigned adequate space on the bulletin board in the Central Office for Association notices.

      H. The Association shall have the privilege of using the inter-school mail facilities and school mail boxes as it deems necessary.








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      ARTICLE VI - WORK YEAR, HOURS, CALENDAR

      A. The Board shall consult with the president of the Association prior to final approval of the school calendar.

      B. The school work year shall consist of 183 days for teachers of which 180 shall be student contact days.

      C. The following will be four hour session days: (For teachers, co-teachers, teacher assistants, student assistors, RNs and LPNs.)

      1. The day before Thanksgiving recess

      2. The day before Christmas holiday recess

      3. Make up days (maximum of four). Any addition beyond four (4) shall be at the discretion of the Superintendent.

      4. The first teacher day shall be utilized as ½ of an in-service and ½ as individual preparation for each teacher.

      5. The last student day in June.

      6. Parent conference days.

      D. Teacher Assistants, RNs and LPNs shall have early dismissal on the following days:
          Parent-Teacher conferences, make-up days, last day of school, day before Thanksgiving and day before Christmas recess.

      E. 1. Secretaries:
          The following shall be the work days and work hours for the following categories exclusive of a thirty (30) minute lunch break.

      A. Bookkeepers - 230 days - 7 ½ hours daily.

      B. Administrative Secretaries - 220 days 7 ½ hours daily.

      C. Secretaries - 200 days - 6 ½ hours daily.
          D. C.S.T. Secretaries - 220 days - 7 1/2 hours daily.


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      E. 2. Snow Days - Secretaries:
          Leave with pay not exceeding four (4) days shall be allowed when schools are closed. Secretaries shall not be charged for personal days, sick days or any other short term leave on days when schools are closed for snow emergency.

      E.3. Secretaries will remain 30 minutes after early dismissal on the following days:
      1. The day before Thanksgiving recess
      2. The day before Christmas holiday recess
      3. The last student day in June.

      F. 1. Custodians/Maintenance:
          Work year shall consist of 240 work days. A work day shall be eight (8) hours. There shall be twelve (12) holidays as per attached schedule.

      F. 2a. Custodians/Maintenance shall work a forty (40) hour Monday to Friday work week. Employees shall be given a written notice of their shift and work location.

      b. Custodians/Maintenance shall have a thirty (30) minute minimum lunch period daily inclusive in the work day.

      c. An AM and PM break period of fifteen (15) minutes shall be granted within the work day. Custodians/Maintenance may combine 30 minute lunch as stated in F2b and 15 minute break as stated in this section provided advance approval is obtained.

      d. Summer hours will commence on the first non-student day in June and run until the last non-student day prior to the beginning of the new school year.
          Hours will parallel secretarial hours, i.e., 7:30 a.m. to 3:30 p.m. Any Board desired variance to these hours shall be on a volunteer basis or in the case of no volunteer, administrative assignment. Stagger hours may be created to cover secretarial hours during the summer and/or to cover summer care programs. Volunteers for staggered hours will be solicited prior to any assignment.

      e. Custodial/Maintenance Employees shall be assigned to a specific shift at the beginning of the school year. Prior to transferring an employee involuntarily, the district shall seek volunteers for the position first.


      G. Custodians/Maintenance transferred temporarily to a position with a higher salary shall be paid prorated compensation for work in the position.



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      H. 1. Custodial/Maintenance Staff shall be granted vacations of ten (10) days earned after the first year of work. After five (5) years, one additional day with each additional year of service shall be granted. Additional vacation days are earned up to a maximum of nineteen (19) days after thirteen years.

      2. Minimum of two weeks of vacation to be taken during the summer with the balance to be used as approved by the Superintendent. Vacation schedule shall be approved by Central Administration.

      3. Prorated vacation time shall be afforded employees whose work year is less than completed.


      I. Co-Teachers shall be under contract for 183 work days per year.


      J. 1. Assistants and Assistor work year shall be 183 work days. LPN’s work year shall be set by individual assignment. Full time Assistants’ regular work day shall be six and one half hours (6 ½). Part time assistants, Student Assistors, and LPNs’ workday shall be set by individual assignment.

      2. Assistants shall be advised of a regular starting and quitting time. Changes to an employee’s work hours or schedule shall be by mutual agreement. Full time Assistants schedule shall provide for a duty free lunch exclusive of the work day and two fifteen (15) minute breaks (AM/PM inclusive of the work day).

      3. All full time Assistants shall have a duty free lunch period of thirty (30) minutes in all cases to be consistent with period structure of individual schools.

      4. The Teacher Assistants shall have one (1) twenty (20) minute prep period per week.


      K. 1. Teacher Assistants and Student Assistors’ lunch period shall be within the contractual work day.

      2. Teacher Assistants and Student Assistors may leave the building during their duty free lunch period with notification of whereabouts for emergency purposes.

      3. Teacher Assistants and Student Assistors will participate in workshops as appropriate to their job assignment and will be paid per diem rate.





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      ARTICLE VII EMPLOYEE HOURS

      A. 1. The arrival and departure times for all employees shall be designated by the administration. The total in-school work day for teachers shall consist of (7) seven hours. Students may enter classrooms at a time coinciding with teacher arrival. Teachers shall be permitted to leave at the designated departure time unless they are assigned other duties on the shared duties list.

      B. 1. Teachers shall have a duty-free lunch period of no less than thirty (30) minutes. Duty-free lunch period will be twenty (20) minutes on a (4) hour day for instructional staff.

      2. Teachers may leave the building during their duty-free lunch period or other free period given in place of a lunch period, but not during planning period, by informing the school principal where they could be located in the event of some emergency.

      C. 1. Teachers may be required to remain after the end of the regular workday, without additional compensation for the purpose of attending faculty meetings with a maximum of two per month. The agenda of such meetings shall not include in-service training. Starting times to be mutually agreed between principal and faculty.

      2. In-service training and workshops for the education advancement of teachers should be held within a defined school day with an early dismissal. Workshop to end no later than 4:00 PM.

      3. An Association representative may speak to the teachers at any meeting referred to in Paragraph I for up to fifteen (15) minutes, at the request of the representative, at the end of the meeting.

      4. The notice of an agenda for any meetings shall be given to the teachers involved at least two (2) work days prior to the meeting, except in an emergency. Teachers shall have the opportunity to suggest items for the agenda.

      D. Full time teachers shall, in addition to their lunch period, have daily preparation time during which they shall not be assigned to any other duties as follows: at least one half (1/2) hour.

      E. Teachers should not lose planning periods except in case of emergencies. For 2002/2003 and 2003/2004 missed preparation periods shall be compensated at the rate of $25 per period. In 2004/2005 compensation for missed prep period will increase to $30.

      F. Teachers should be encouraged to accept the professional responsibility of supervising a student teacher when requested; however, acceptance of the assignment should not be mandatory.


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      G. The Sussex Wantage Education Association agrees to provide one "Back-to-School Night," in September, per school year. Back to school night stipend for staff attending more than one shall be $30 in 2002-2003 for each night in excess of one. In 2003-04 the rate will increase to $35 for each night in excess of one.

      H. Secretaries
          During the summer recess, secretaries shall be paid for the total hours as defined in Article VI. E.1., but shall be permitted to arrive 30 minutes later or depart 30 minutes earlier and shall be entitled to a 1-hour lunch break. Summer hours will commence on the first non-student day in June and run until the last non-student day prior to the beginning of the new school year.

      I. All employees shall have a minimum of thirty (30) minute lunch but no less than current practice.




























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      ARTICLE VIII - ADDITIONAL DUTIES

      A. Teachers shall not be required to perform the following duties: Keep attendance registers, perform janitorial duties, or nonprofessional assignments not related to their teaching assignments, teachers should not act as agents for profit-making organizations.

      B. All instructional employees are to accept teaching assignments as given by the Superintendent, and perform such additional duties as assigned by the building principal. These duties are to be distributed as equally as possible among the teaching staff.

      C. The school nurse shall transport students as is necessary in the performance of her duties. He/she shall be compensated mileage at the IRS rate and shall be covered by appropriate insurance provided by the Board.

      D. Teachers and teacher assistants shall not be required to transport students. A teacher or teacher assistant may do so voluntarily, however, with the advance approval of the principal or immediate supervisor. He/she shall be compensated mileage at the IRS rate for the use of his own automobile and shall be covered by appropriate insurance provided by the Board.

      E. Secretaries are expected to deal with students in office related matters and situations, however, they shall not be responsible for regular discipline supervision, supervision of long duration or other non emergency coverage.

      F. No employee shall be required to escort a student on his/her bus without compensation in accordance with their appropriate salary guide.


















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      ARTICLE IX - EMPLOYMENT

      A. 1. Each teacher shall be placed on the proper step of the salary schedule up to the nearest half year of service as of the beginning of each school year in accordance with paragraphs 2 and 3 below. Tenured Co-teachers will be placed on the appropriate step of the teacher guide. All non tenured Co-teachers will remain on the Co-teacher guide.

      2. Credit on the salary guide shall be given for previous outside teaching experience in a duly accredited school at a minimum of one (1) year credit for two (2) years experience, rounded up to the next whole year, and additional credit not to exceed two (2) years teaching experience in the Peace Corp, Vista, or National Teachers Corp Work.

      3. Credit for experience will be granted toward longevity based upon in district experience only. This applies to employees hired after 6/30/96.

      4. Five or more months in district service shall receive one full year credit on the guide.

      B. A notice of vacancies shall be posted in each school as far in advance as possible. Staff vacancies that occur at times that school is not in session shall be advertised in the New Jersey Herald for at least three consecutive days.
          A copy of said notice shall be given to the Association President at the time of posting. Teachers who desire to apply for such staff vacancies shall submit their application in writing to the Superintendent within the time limit specified in the notice, and the Superintendent shall acknowledge promptly in writing the receipt of all such applications.

      C. Secretaries:

      1. Any newly hired secretary serving six (6) or more months in the district shall receive a full year's credit on the next year's salary guide.

      2. Secretaries who have left the district (not of their own volition) shall be given full credit for past experience if they return to the district.

      3. No newly hired secretary shall be hired at a step higher than any existing secretary on guide with comparable experience. However, if all qualified present members of the bargaining unit reject an advertised position, then this article shall not apply.

      D. Teacher Assistants/RNs/LPNs:

          1. Each newly hired Teacher Assistant shall be placed on Step 1 of the salary schedule. Any newly hired Teacher Assistant, RN, LPN serving four or more months in the district shall receive a full year’s credit on the next year’s salary guide. Employees

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            currently employed as Student Assistors will continue under that title and remain on that guide. No new Student Assistors will be hired.

      2. Teacher Assistants, RNs, LPNs who leave the district (not of their own volition) shall be given full credit for past service if they return to the district.

      3. Teacher Assistants, RNs, LPNs shall be notified of their contract and salary status for the ensuing year no later than April 30.

      4. In cases of emergency, those Teacher Assistants who possess substitute teacher credentials (as stipulated and approved by the Board) shall be assigned a substitute teacher assignment and paid the per diem substitute rate.

      E. Custodians/Maintenance:

      1. Custodian/Maintenance credit on guide, for new hires, for related experience shall be granted by the Superintendent to a maximum of Step Five (5).

      2. Custodian/Maintenance employees shall be hired and subject to a one (1) year probationary period. Upon completion satisfactorily of the probation period no employee shall be dismissed and/or disciplined without just cause (RIF or layoff may be cause for dismissal.)

      3. A custodian/maintenance employee who is subsequently promoted shall serve a probationary period of sixty (60) calendar days. Should the employee not successfully complete the probationary period they will be returned to their former position.

      F. Fair Dismissal Procedures

      1. The Sussex Wantage Regional School District seniority is defined as service by appointed employees in this district in the collective bargaining unit covered by this agreement. An appointed employee shall lose accumulated seniority only if he/she resigns or is discharged for cause, irrespective of whether he/she is subsequently rehired by the district. In the event of a reduction in force, the employees shall be laid off in the inverse order of seniority. (Recall by seniority)

      2. Employees transferred/promoted or otherwise changed in job title, shall be given placement on the appropriate salary guide at a level not less than their previous salary level.





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      3. On or before April 30th, or date set by Law, of each year the Board shall give to each employee either:

      a1. A written offer of a contract for employment
      or
      a2.. A written notice that continued employment shall not be offered

      b. Any employee who receives a notice of non-employment may within five (5) days thereafter, in writing, request a statement of reasons for such non-employment from the Chief School Administrator. A response shall be given to the employee in writing within ten (10) days of receipt of such request.

      c. Any employee who has received such notice of non-employment and statement of reasons shall be entitled to a hearing before the board, provided a written request for hearing is received five (5) days prior to the next regularly scheduled Board meeting.

      d. The board shall issue its written determination as to the employment or non- employment of said employee for the next succeeding school year within ten (10) days after the completion of the hearing.
          e. Employees shall not be required to work under unsafe or hazardous conditions or to perform tasks which endanger their health, safety or well being.




















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      ARTICLE X - SALARIES AND OTHER COMPENSATION

      A. The salaries of all employees covered by the Agreement are set forth in Schedule A which is attached hereto and made a part hereof.

      B. 1. Employees employed on a ten (10) month basis shall have the option of being paid in twenty (20) equal semi-monthly installments or individually applying to the Board of Education, according to law, for summer payments.

      2. All employees shall have the option of being paid on a twelve month basis.
          Unit members who elect to have payroll deductions for summer savings shall have said deductions placed in individual savings accounts and interest accrued to the named individual.

      3. When a payday falls on or during a school holiday, vacation or weekend, employees shall receive their paychecks on the last previous working day. The first payday in September will be the first Friday after Labor Day. All other pay periods thereafter will remain as in previous contracts beginning September 30.

      4. Tri County deductions designated by individual unit members shall be by automatic payroll deductions.

      C. 1. A record of credit evaluation, shall be kept by the Sussex Wantage Superintendent's office for the Board of Education for the purpose of the salary schedule.

      2. Evaluation of credits is based upon study of official transcripts and maintenance of appropriate New Jersey profession license.

      3. When an employee has once furnished proof of credits and/or degree(s) this shall remain in effect until such time as proof of further credits and/or degree(s) shall advance his place on the salary schedule. (Credits required for basic certification cannot be used to advance on salary schedule.)

      4a. Each teacher shall be reimbursed one hundred percent of tuition cost at the current rate of state college costs per credit, with a limit of twelve (12) credit hours per contract year. The average rate will be comprised of the average of three state colleges: Montclair, Rutgers, and William Paterson. A cap will be set at $24,000 in each year of this three year contract. In the event that the amounts available are insufficient to reimburse all applicants during a given school year, an equitable distribution method will be defined by the SWEA.



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      4b. Each Teacher Assistant, RN, LPN or Student Assistor shall be reimbursed 100% of tuition costs at the current rate of state college cost per credit with a max of six credit hours per year. Upon completion of the course providing a “C” or better grade was obtained, unit members will be paid an additional $75 on the salary guide for each six (6) college or in-service credits earned.

      4c. Any secretary taking a course approved by the C.S.A. shall receive 100% tuition reimbursement. A cap of sixteen hundred dollars will be set for each year of this agreement. For each six (6) college credits earned, a secretary shall receive a one-time lump sum bonus of $125.

      4d. Two groups of aides define the “teacher assistant differential group”. They are:
                  1. Autistic classroom program and personal assistants both part-time and full time (not Assistants for autistic fully mainstreamed) for whom this is their regular assignment.
            2. Multiple disabled classroom program and personal assistants both part-time and full time for whom this is their regular assignment.Assistants in the above group will receive a salary differential of $1.00 per hour.
          5. Salary increases shall be effective September 1 and February 1 upon approval of credits by the Superintendent. If credits are earned prior to those dates, but credit approval is delayed they will be made retroactive to those dates.

      6. Teacher education courses taken within the Sussex Wantage school district and sponsored by the Board of Education shall carry in-service credits applicable to the salary guide.

      7. Payment for extra curricular duties shall be by separate check.

        D. 1. The Board shall pay for employee Hospitalization, Major Medical and extended coverage through Blue Cross or other N.J. approved insurance company providing benefits are at least equal to those of the N.J. Public School Employees State Health Benefit Plan. The Board will pay full family coverage for each eligible employee desiring the above. PPO appropriate health insurance coverage (single, husband/wife, family) for all employees entitled to coverage for the first three years of employment.

      2. The Board shall pay for full family coverage for a dental plan, including orthodontic benefits (50/50 co-payment) with a 70/30 co-payment for basic benefits.

      3. The Board shall pay for full family coverage for a co-payment prescription plan as follows:
          2002-2003 - $10 brand, $5 generic, $0 mail order
          2003-2004 - $15 brand, $10 generic, $0 mail order
          2004-2005 - $15 brand, $10 generic, $0 mail order
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      4. The Board will supply each employee with a copy of the health benefit plan and coverage.

      E. The Superintendent shall permit representation of the New Jersey Education Association approved disability income protection provider plan to meet with teachers after school hours for the purpose of enrolling new members to adjust their coverages at faculty meetings in a district or building or building level at the request of the Association. Requests for such meetings shall be made no more than once a year. It is agreed that the representatives shall be permitted a minimum of twenty (20) minutes and a maximum of thirty (30) minutes for this meeting.

      F. Custodial/Maintenance Stipends

      1. Newly hired custodial employees shall be required to have or obtain within one year of employment a Black Seal License. Existing custodians are required to obtain a Black Seal Licence at some time during the term of this agreement. Payment of $325 upon earning of Black Seal License and additional $425 shall be provided in any year which Black Seal License is renewed payable upon proof of renewal. Professional release time with pay shall be granted to custodians for the purpose of obtaining a Black Seal License.

      2. Payment of an additional $500 shall be provided per year for high pressure in charge license as long as it is a requirement in district (over 110 H.O. Boiler).

      3. Distribution of overtime shall be offered on an equity basis so as to provide equal opportunity for all employees to work overtime. The work shall be within job description and provided the employee is qualified to do the scheduled work.

      4. Reimbursement for mileage shall follow the prevailing IRS rate for use of personal vehicle.

      5. All hours in excess of forty (40) per week shall be paid at the overtime rate. All days granted as paid under the Articles of this agreement will be counted as if worked for the purpose of calculating over time in excess of forty (40) hours.

      6. Saturday work shall be at one and one half (1 ½) times the regular rate.

      7. Employees shall be furnished, by the Board, tools and equipment to complete their tasks.

      8. The cost of tuition fees and other annual costs related to securing and maintaining a Black Seal license shall be paid by the Board.
        9. The district shall provide uniforms as follows: a) two long and two short sleeve button
            19
              shirts annually; b) five tee shirts annually; c) five long leg pants annually; d) two short pants annually; e) one winter coverall and one jacket issued in alternating years starting 2002-2003; f) upon presentation of receipt, employees will be reimbursed up to $100 per year for safety shoes. Uniforms shall be worn by all custodians on all shifts during the course of the school year. Clothing and shoe reimbursement, subject to receipt, paid no later than September 1st of each school year.


        10. Call out time shall be given to any custodian/maintenance recalled to work outside of their normal shift (not overtime added to normal shift but a recall to the work site). Employees shall be paid a minimum of four and one half (4 ½) hours at the overtime rate as compensation. Time worked in excess of four and one half (4 ½) hours shall be paid at the overtime rate for all hours worked.

        G. Bus Drivers

            1. Extra earnings over and above the base contracted schedule will be equalized to the extent possible without restricting the Board’s right to make assignments based on emergent or special needs. Extra assignments will be visibly posted in the transportation office within two (2) days after assignment.
          2. In the event of an extended absence which exceeds two (2) weeks, existing employees will be offered the absent employee’s position for the duration of the absence.
            3. Any substitute hired for a period of more than thirty (30) consecutive days will be paid at the per-diem rate beginning on the thirty-first (31) day.
            4. Bus drivers will not be required to secure their own substitutes.
          5. Drivers will receive time and one-half for Saturday, holiday, any night work., and all trips forty (40) miles or more from the district.

          6. The Board shall pay for any physical required by the state.
            H. 1. A teacher who retires in order to receive immediate benefits in accordance with T.P.A.F. regulations and has fifteen (15) or more years service in the district shall be eligible for payment for unused sick leave. Payment, at the per diem rate of the retiring teacher, shall be based on one day credit for every three (3) unused sick days. The maximum amount of this benefit for individual teachers shall be $9,530. For Custodian\Maintenance, Secretaries, Program Assistants and Personal Assistants payment shall be $9,000. For Bus Drivers payment shall be $4,650.

            2. Teacher Assistants: who retire to receive immediate benefits in accordance with PERS regulations will receive a $600 severance stipend providing they have fifteen years (15) service in the district and $1,000 for twenty years (20) in the district.
            20

            ARTICLE XI EMPLOYEE ASSIGNMENT

            A. 1. All employees shall be given written notice of their salary schedules, including years of experience, class and/or subject assignments for the forthcoming year, not later than date as per state law. In the event that changes in class, building room or subject assignments are required after this date, the teacher shall be notified by the Superintendent as soon as possible.

            2. The Superintendent shall assign all newly appointed personnel to their specific positions within that subject area and/or grade level for which the teacher was employed.

            3. Schedules of teachers who are assigned to more than one school shall be arranged so that no such teacher shall be required to engage in an unreasonable amount of interschool travel. Such teachers shall be notified of any changes in their schedules as soon as possible. Their travel shall be reimbursed at the IRS rate.
                4. With regard to employees traveling between buildings, the allotted travel time to go from one building to another will be mutually agreed upon by the teacher and administrator.






















            21

            ARTICLE XII - HOME INSTRUCTION AND FEDERAL PROGRAMS

            A. All openings for positions in the home teaching, federal projects, and other programs (including non-teaching positions for which such teachers may be qualified and eligible) shall be adequately publicized by the Superintendent.

            B. Teachers employed in the Sussex Wantage Regional School District shall have priority to such assignments before appointment of applicants from outside the district.

            C. Each teacher shall be reimbursed for home tutoring at the state rate approved for the previous year. If district employees cannot be found to fill the position, outside teachers may be hired at a rate of two dollars per hour less than the state reimbursement rate.

            D. State pay rates for home tutoring shall be posted in each building at the beginning of each school year, and each time rate changes occur.




























            22

            ARTICLE XIII - TEACHER EVALUATION

            A. 1. All monitoring or observations of the work performance of an employee shall be conducted openly and with full knowledge of the employee. The use of eavesdropping, public address audio systems, and similar surveillance devices shall be strictly prohibited.

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

            3. A teacher shall be given a copy of any official class visit or evaluation report prepared by his evaluators within seven (7) days after evaluation. No such report shall be submitted to the Central Office, placed in the teacher's file or otherwise acted upon without the teacher having a copy of the observation. Observations of a teacher, relative to discipline, may be made without an official classroom visit.

            B. 1. No material derogatory to an employee’s conduct, service, character or personality shall be placed in his personnel file unless the teacher has had an opportunity to review the material. The employee shall acknowledge that he/she had the opportunity to review such materials by affixing his signature to the copy to be filed with the express understanding that such contents thereof and refusal to sign does not keep it out of his file. The employee shall also have the right to submit a written answer to such material and his answer shall be reviewed by the Superintendent or his designee and attached to the file copy.

            2. Although the Board agrees to protect the confidentiality of personnel references, academic credentials and other similar documents, it shall not establish any separate personnel file which is not available for the employee's inspection.

            C. 1. Any complaints regarding an employee made to any member of the administration by any parent, student, or other person shall be promptly investigated. The EMPLOYEE shall be given an opportunity to respond to and/or rebut such complaint.

            D. 1. Prior to annual evaluation report, the immediate supervisor of a non-tenure employee shall have had appropriate communication including, but not limited to, all steps in section 2 below, with said employee regarding his performance.

            2. Supervisory reports shall be presented periodically in accordance with the following procedures:

            a. Such reports shall be issued in the name of the appropriate supervisor based upon a compilation of reports, of observation, and discussions with any or all supervisory personnel who come into contact with the employee.

            23
            b. Such reports shall be addressed to the employee.

            c. Such reports shall be written in narrative form and shall include when pertinent:

            1. Strengths of the employee as evidenced during the period since the previous report.

            2. Weaknesses of the employee as evidenced during the period since the previous report.

            3. Specific suggestions as to measures which the employee might take to improve his performance in each of the areas wherein weaknesses have been indicated.

            d. Such supervisory reports are to be provided for non-tenure teachers at least three (3) times each year and these reports are to be discussed in a conference with the teacher.

            e. Final evaluation of an employee upon termination of his employment shall be concluded prior to severance and no documents and/or other material shall be placed in the personnel file of such employee after severance.

            The employee shall be given a copy of any visit or evaluation prepared by their evaluator at least one day before any conference to discuss the report.



















            24

            ARTICLE XIV - EMPLOYEE FACILITIES

            A. The Board, in so far as possible, will make available for teachers for school purposes:

            1. Space in each classroom in which teachers may store instructional materials and supplies.

            2. A teacher work area containing adequate equipment and supplies to aid in the preparation of instructional materials.

            3. In addition to the aforementioned teacher work area, an appropriately furnished room which shall be reserved for the exclusive use of employees as a faculty lounge. Although employees shall be expected to exercise reasonable care in maintaining the appearance and cleanliness of said lounge, it shall be regularly cleaned by the school custodial staff.

            4. Well-lighted and clean employees’ rest rooms, separate for each sex and separate from the students' rest rooms shall be provided.

            5. An adequate communication system in each school.

            6. Clocks, bells, and proper lighting in each classroom and the employees' lounges.

            7. Appropriate room and facilities for employees who work in more than one building shall be assigned to them in each school to permit effective discharge of their responsibility to pupils in more than one building.

            8. The Association has the right to put in vending machines in employee's room at the Association expense. Profits will go to the Association. Association shall have sole responsibility for the machines.

            9. A pay telephone shall be made available in each school in a place agreeable to the Association.










            25

            ARTICLE XV - TEMPORARY LEAVES OF ABSENCE

            A. As of the beginning of each school year, employees may be entitled to the following temporary non-cumulative leaves of absence with full pay.

            1. Up to two (2) days for the purpose of visiting other schools, attending meetings or conferences of an educational nature, with reimbursement for overnight accommodations, upon superintendent's recommendation and the approval of the board of education. Request for leave to be made no less than five (5) days prior to the regular monthly board meeting. When the board of education cannot act in a timely fashion upon request for professional days, the superintendent, with approval of the personnel and policy committee, shall act upon said request.

            Upon return from a professional day, teachers shall submit a short written report on a standardized form and may be required to make an oral presentation, at the principal's request, to share the benefits of the professional day with other teachers.

            2. Up to two (2) days for two (2) representatives of this Association to attend conferences and conventions of state and national affiliated organizations, upon superintendent's recommendation and the approval of the board of education. Request for leave to be made no less than five (5) days prior to the regular monthly board meeting.

            3. Other leaves of absence with pay may be granted for good reason upon application to superintendent and approval of the board of education. Request for leave to be made no less than five (5) days prior to the regular monthly board meeting.

            B. As of the beginning of each school year, employees shall be entitled to the following temporary non-cumulative leaves of absence with full pay.

            1. Time necessary for appearance in any legal proceeding connected with the employee's employment or with the school system.

            2. Time necessary for jury duty.

            3. Up to five (5) days in each case in the event of death of spouse, child or parent, three (3) days for grandparent, parents-in-law, brothers, or sisters.

            4. Up to three (3) days for serious illness or accident in an employee’s immediate family. Unused days of this nature are permitted to be converted into accumulated sick days at the end of each year.




            26
            5. Employees shall be granted one day per year in the event of death of an employee's friend or relative outside the employee's immediate family as defined in item 3.

                6. In the event of the death of an employee or student in the Sussex Wantage School District, the principal or immediate superior of said employee or student shall grant to an appropriate number of employees sufficient time off to attend the funeral.

            7. Time necessary for persons called into temporary active duty of any unit of the United States Reserves or the State National Guard, provided such obligations cannot be fulfilled on days when school is not in session. A teacher shall be paid his regular pay in addition to any pay which he/she received from state or federal government.

            C. Leaves taken pursuant to sections A and B above shall be in addition to any sick leave to which the employee is entitled. Each employee has eleven (11) sick days per year cumulative. An additional sick day will be granted for all twelve (12) month "certified" employees. A twelve (12) month employee will be defined as those "certified" employees working 36 days over the regular teaching calendar. Custodial\maintenance shall be granted twelve sick days yearly, cumulative.

            D. The Board of Education may grant up to five (5) days leave of absence with pay needed at the end of the school year and/or at the beginning of a school year, as may be required to attend summer school classes and/or to travel to the place where such classes are to be held, upon the recommendation of the superintendent. Salary for substitute employee's pay for this period shall be deducted from the employee's salary.

            E. Two days for personal reasons - non-cumulative - shall be given to each employee. Five days written notice shall be given except in the case of emergencies. One of the two personal days cannot be used before or after a scheduled recess or during the last two weeks of the school year.

            1. One hundred fifty dollars ($150) shall be given each teacher who, at the close of the school year, has not used any of the two (2) personal days.

            2. Seventy-five dollars ($75) shall be given each teacher who, at the close of the school year, has used only one personal day.

            3. Secretarial, Custodial, Maintenance personnel: Unused personal days will be reimbursed on the first step of the existing guide on each employees' designated position. Bus drivers will be reimbursed unused personal days at their daily rate of pay.

            4. Assistants, RNs, LPNs and Student Assistors: reimbursement for unused personal days at per diem rate of step one of approved guide.

            27
            5. Student Assistor’s also eligible for one professional day per year.

            6. Assistants, Student Assistors and Secretaries may be granted up to two professional days with Board approval.

            F. Teachers shall not be charged for the use of a day under any of the above sections when receiving recognition under the Governor's Recognition Program or recognized by other professional or civic organizations.

            G. Employees shall be given a written accounting of accumulated sick leave days no later than September 20th of each year. Corrections to written accounting of accumulated sick days shall be acknowledged in writing within twenty (20) days of their receipt.































            28

            ARTICLE XVI - EXTENDED LEAVES OF ABSENCE

            A. Two employees designated by the Association shall, upon request, be granted a leave of absence without pay for up to one year for the purpose of engaging in activities of the Association or its affiliates upon application to the Superintendent and the approval of the board of education.

            B. Military leave, without pay, shall be granted to any tenure employee who is inducted or enlists in any branch of the armed forces of the United States for the period of same induction or initial enlistment.

            C. The board shall provide for leaves of absence, in accordance with law and the policies of this board, for any employee of this district whose absence from duties will be required for a foreseeable event of disability, such as, childbirth or surgery.

            1. Effect of Anticipated Disability upon Employment.

            a. Notice. An employee shall notify his or her supervisor of the anticipated disability as soon as he or she is under medical supervision for the condition and a date is projected for the anticipated disability.

            b. Certification of Fitness. The employee shall present to his or her supervisor a written statement by his or her physician of the employee's physical capacity to perform duties assigned at the time of notification.
                The district need not assume that an employee's statement or his or her physician's statement establishes fitness conclusively, but may require a review and examination by the school physician or a physician selected by the district and paid for by the board.

            In the event the physician of an employee shall be of a contrary opinion to that of the physician selected by the district, then the school physician and the employee's physician shall agree upon an impartial third physician whose medical opinion shall be conclusive and binding on the issue of medical capacity to continue in the performance of duties, and the board shall incur the expense.

            If, as a result of such examination, the employee is found to be fit to perform assigned duties, he or she may do so or request a leave of absence in accordance with Part C.3 below.

            If, as a result of such examination, the employee is found to be unfit to perform assigned duties, the employee shall be placed on mandatory sick leave with such compensation to which he or she is entitled under the sick leave policies of this board until proof of recovery satisfactory to the board is furnished.
            29
            2. Employee Request for Additional Leave for Reasons of Disability
                    Any employee may request disability leave of absence to commence before the board requires that he or she leave or to extend to the end of the next succeeding academic year beyond the period of absence required by the Board following disability. Such request shall be accompanied by a written statement of the employee's physician certifying that he or she is unable to perform the duties of his or her position.

            Such disability leave shall be subject to the policies of this board for sick leave.

            3. Employee Request for Additional Leave for Reasons Not Related to Disability.
                    An employee may request leave of absence to commence before the board requires that he or she leave or to extend beyond the period of absence required by the board following disability. Such request shall be subject to the Board's policy on leave of absence, and the leave, when granted, shall be without pay.

            D. Any employee adopting an infant child may receive similar leave which shall commence upon his or her receiving defacto custody of said infant, or earlier if necessary to fulfill the requirement of adoption.

            E. A leave of absence without pay to any employee to campaign for or serve in a public office, or to campaign for a candidate for a public office other than himself/herself.

            F. Other leaves of absence without pay may be granted for a good reason.

            G. All benefits to which a tenure employee was entitled at the time his leave of absence commenced, including unused accumulated sick leave and credits toward sabbatical eligibility shall be restored to him/her upon his return. Also, he/she shall be assigned to the same position which he/she held at the time said leave commenced if available or, if not, to a substantially equivalent position.

            H. All requests for leaves, leave extensions or renewals must be applied for in writing to the superintendent. Leaves recommended by the superintendent must be approved by the Board and written notice of approval given to the employee.

            I. All extended leaves of absence are limited, for teaching staff, to tenured employees. Non certified staff shall not be excluded from extension.

            J. In case of continued illness the Board of Education will grant leave of absence of one year from the termination of regular sick leave as stipulated in Article 15.


            30

            ARTICLE XVII - SABBATICAL LEAVE

            A. A sabbatical leave may be granted to a teacher by the board of education for study, including study in another area of specialization, subject to the following conditions and as long as it applies to classroom teaching.

            1. Leaves may be granted to a maximum of two per year, one each semester or one staff person for the entire year.

            2. Requests for sabbatical leave must be received by March 1st preceding leave for the next school year. Action to be taken by April 1 of the same year. For budget purposes a letter of intent should be received by the Superintendent by November 1st preceding the leave year.

            3. The teacher has completed at least seven full school years of service in the Sussex Wantage School District.

            4. A teacher on a sabbatical leave, for one year, shall be paid by the Board at fifty percent of the salary rate which he/she would have received if he/she had remained on active duty. A teacher may receive a sabbatical leave for a half year at full pay.

            5. Sabbatical leaves other than for study may be granted as follows:

            a. If such absence will benefit the school district education program. (Examples: An internship program in an open school environment, a teacher exchange program study and or implementation of state or federal program or other curricular development.)
            b. After consultation between the teacher and the Superintendent to determine a recommendation to the board of education.
            c. At no time during a sabbatical is a teacher to receive a total stipend in the form of salary and/or grants-in-aid beyond his entitlement on the salary guide.
            d. Sabbatical leave granted for reasons other than study shall be taken outside the school district.

            6. Upon return from sabbatical leave, a teacher shall be placed on the salary schedule at the level which he/she would have achieved had he/she remained actively employed in the system during the period of absence.

            7. For a teacher taking a sabbatical leave, the teacher must sign a legal document agreeing to return to a teaching position in the district for at least two (2) years following sabbatical. If deciding not to return, all salary paid while on sabbatical leave must be paid to the school district. If the teacher does not complete the two years, a pro-rated share of the salary paid while on sabbatical leave must be paid to the school district.
            31

            ARTICLE XVIII - THE BOARD AGREES

            A. Upon application to the Superintendent and the approval of the Board of Education, to pay full tuition and other reasonable expenses incurred for any courses, workshops, seminars, conferences, in-service training, and other such sessions which an employee is required or requested by the Administration to take except employees taking courses for certification.

            B. The Superintendent and Administration are to cooperate with the Association in arranging in-service courses, workshops conferences and programs designed to improve the quality of instruction with approval of the Board of Education.

            C. A school nurse shall be scheduled to be in each building for the entire school day.

            D. That copies of this agreement shall be printed at Board expense, after agreement of the Association on format, within thirty (30) days after this agreement is signed. The agreement shall be presented to all employees currently and hereafter employed.



























            32

            ARTICLE XIX - PERSONAL AND ACADEMIC FREEDOM

            A. Employees shall be entitled to full rights of citizenship, and no religious or political activities of any employee or the lack thereof shall be grounds for any discipline or discrimination with respect to the professional employment of such employee providing said activities do not violate any local, state or federal law.







































            33
            ARTICLE XX - DEDUCTION FROM SALARY

            A. 1. The Board agrees to deduct from the salaries of its employees dues for the Sussex Wantage Education Association, the Sussex County Education Association, the New Jersey Education Association or the National Education Association. Such deductions shall be made in compliance with Chapter 310. Public Laws of 1967 (NJSA 52:14-159C) 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 Sussex Wantage Education Association by the 15th of each month following the monthly pay period in which deductions were made. Employee authorization shall be in writing to the Secretary of the Board of Education.

            2. Each of the Associations named above shall certify to the Board, in writing, the current rate of its membership dues.

            3. Authorization for dues deduction may be received under rules established by the State Department of Education.

            4. The filing of notice of an employee's withdrawal of dues deduction shall be according to rules established by the State Department of Education.

            B. 1. If a bargaining unit member does not become a member of the Association effective October 1, of each year, or during the course of the year, or if he or she is a new employee, said unit member shall be required to pay a representation fee to the Association for that membership year. The purpose of the fee is to offset the cost of services rendered by the Association, exclusive of the fees related to partisan political activities or causes or ideological positions only incidently related to terms and conditions of employment and all benefits available only to members of the majority representative.

            2. Prior to October 1 of each year the Association will certify to the Board in writing the amount of the regular membership dues charged by the Association. The representation fee paid by non members will not exceed 85% of membership dues, initiation fees and assessments.

            3. Prior to October 1, the treasurer of the Association shall submit to the Board Secretary a list of employees who have not become members. The Board will commence deducting the representation fee in the October paycheck and transmit it to the Association.

            4. If an employee terminates his employment or is terminated by the Board, it is agreed that his representation fee is considered paid in full, as it is with payment of dues, via payroll deductions, for Association members. As near as possible, the process of collecting and distributing the representation fee shall follow the normal dues deduction process.

                34
                5. On the last working day of each month, the Board will submit to the Association treasurer a list of all employees who began their employment in the unit during the previous 30 days. The list will include names, date of employment, and assignment.

            The Board agrees to advise each new applicant of his right to join the Association or to have a representation fee deducted from his check according to paragraph B.1 of this article.

            6. The Association is establishing and will maintain a demand and return system as required by N.J.S.A. 34: 13A-5.6. A sufficient number of copies of the Association's demand and return system shall be provided to the Board which will enable the Board to comply with paragraph B.3 of this Article.

            7. The Association agrees to indemnify and hold the employer harmless against any liability course of action or claims of loss whatsoever arising as a result of said deductions.




























            35

            ARTICLE XXI - DURATION OF AGREEMENT

            A. This Agreement shall be effective July 1, 2002, and shall continue in effect until June 30, 2005, subject to the Association and Board right to negotiate over a successor agreement as provided in Article II. This Agreement shall not be extended orally and it is expressly understood that it shall expire on the date indicated.

            B. In witness whereof the Association has caused this Agreement to be signed by its president and attested by its secretary all in the day and year first above written.





            Sussex Wantage Education Sussex Wantage Regional
            Association Board of Education


            BY BY
            Its President Its President


            BY BY
            Its Secretary Its Secretary





















            36

            SUSSEX-WANTAGE REGIONAL
            BOARD OF EDUCATION
            TEACHER SALARY GUIDE
            2002/2003
            Step
            BA
            BA+10
            BA+20
            BA+30
            MA
            MA+15
            MA+30
            1
            38,810
            39,460
            40,110
            40,750
            42,050
            44,770
            47,490
            2
            39,280
            39,930
            40,580
            41,220
            42,520
            45,240
            47,960
            3
            39,750
            40,400
            41,050
            41,690
            42,990
            45,710
            48,430
            4
            40,240
            40,890
            41,540
            42,180
            43,480
            46,200
            48,920
            5
            40,740
            41,390
            42,040
            42,680
            43,980
            46,700
            49,420
            6
            41,250
            41,900
            42,550
            43,190
            44,490
            47,210
            49,930
            7
            41,760
            42,410
            43,060
            43,700
            45,000
            47,720
            50,440
            8
            42,270
            42,920
            43,570
            44,210
            45,510
            48,230
            50,950
            9
            44,270
            44,920
            45,570
            46,210
            47,510
            50,230
            52,950
            10
            47,010
            47,660
            48,310
            48,950
            50,250
            52,970
            55,690
            11
            50,150
            50,800
            51,450
            52,090
            53,390
            56,110
            58,830
            12
            53,500
            54,150
            54,800
            55,440
            56,740
            59,460
            62,180
            13
            57,070
            57,720
            58,370
            59,010
            60,310
            63,030
            65,750
            14
            60,880
            61,530
            62,180
            62,820
            64,120
            66,840
            69,560
            15
            64,940
            65,590
            66,240
            66,880
            68,180
            70,900
            73,620

            Longevity after the completion of year of service:
            15 - 19 $ 900
            20 - 24 $2000
            25+ $2700

            * Staff members shall progress one step on guide each year









            A-1

            SUSSEX-WANTAGE REGIONAL
            BOARD OF EDUCATION
            TEACHER SALARY GUIDE
            2003/2004
            Step
            BA
            BA+10
            BA+20
            BA+30
            MA
            MA+15
            MA+30
            1
            39,690
            40,350
            41,020
            41,670
            43,000
            45,770
            48,550
            2
            40,160
            40,820
            41,490
            42,140
            43,470
            46,240
            49,020
            3
            40,630
            41,290
            41,960
            42,610
            43,940
            46,710
            49,490
            4
            41,100
            41,760
            42,430
            43,080
            44,410
            47,180
            49,960
            5
            41,590
            42,250
            42,920
            43,570
            44,900
            47,670
            50,450
            6
            42,090
            42,750
            43,420
            44,070
            45,400
            48,170
            50,950
            7
            42,600
            43,260
            43,930
            44,580
            45,910
            48,680
            51,460
            8
            43,110
            43,770
            44,440
            45,090
            46,420
            49,190
            51,970
            9
            45,840
            46,500
            47,170
            47,820
            49,150
            51,920
            54,700
            10
            48,750
            49,410
            50,080
            50,730
            52,060
            54,830
            57,610
            11
            51,840
            52,500
            53,170
            53,820
            55,150
            57,920
            60,700
            12
            55,130
            55,790
            56,460
            57,110
            58,440
            61,210
            63,990
            13
            58,630
            59,290
            59,960
            60,610
            61,940
            64,710
            67,490
            14
            62,350
            63,010
            63,680
            64,330
            65,660
            68,430
            71,210
            15
            66,290
            66,950
            67,620
            68,270
            69,600
            72,370
            75,150

            Longevity after the completion of year of service:
            15 - 19 $ 900
            20 - 24 $2000
            25+ $2700

            * Staff members shall progress one step on guide each year









            A-2
            SUSSEX-WANTAGE REGIONAL
            BOARD OF EDUCATION
            TEACHER SALARY GUIDE
            2004/2005
            Step
            BA
            BA+10
            BA+20
            BA+30
            MA
            MA+15
            MA+30
            1
            40,620
            41,290
            41,980
            42,640
            44,000
            46,830
            49,670
            2
            41,090
            41,760
            42,450
            43,110
            44,470
            47,300
            50,140
            3
            41,560
            42,230
            42,920
            43,580
            44,940
            47,770
            50,610
            4
            42,030
            42,700
            43,390
            44,050
            45,410
            48,240
            51,080
            5
            42,500
            43,170
            43,860
            44,520
            45,880
            48,710
            51,550
            6
            42,990
            43,660
            44,350
            45,010
            46,370
            49,200
            52,040
            7
            43,490
            44,160
            44,850
            45,510
            46,870
            49,700
            52,540
            8
            45,960
            46,630
            47,320
            47,980
            49,340
            52,170
            55,010
            9
            48,570
            49,240
            49,930
            50,590
            51,950
            54,780
            57,620
            10
            51,330
            52,000
            52,690
            53,350
            54,710
            57,540
            60,380
            11
            54,250
            54,920
            55,610
            56,270
            57,630
            60,460
            63,300
            12
            57,330
            58,000
            58,690
            59,350
            60,710
            63,540
            66,380
            13
            60,590
            61,260
            61,950
            62,610
            63,970
            66,800
            69,640
            14
            64,040
            64,710
            65,400
            66,060
            67,420
            70,250
            73,090
            15
            67,690
            68,360
            69,050
            69,710
            71,070
            73,900
            76,740

            Longevity after the completion of year of service:
            15 - 19 $ 900
            20 - 24 $2000
            25+ $2700

            * Staff members shall progress one step on guide each year









            A-3

            SUSSEX-WANTAGE REGIONAL
            BOARD OF EDUCATION
            CO-TEACHERS GUIDE
            2002-2003
            2003-2004
            2004-2005
            1
            19.90
            20.80
            21.73
            2
            20.63
            21.56
            22.53
            3
            21.02
            21.96
            22.95
            Tenured staff shall be placed on the teacher guide and pro-rated for hourly rate

            Each employee shall progress one step each year.




























            A-4

            Stipend Generating Activities
            2002-2003

            Co-Curricular Activities
            Activity Stipend

            Basketball Coach - Girls 2214
            Basketball Coach - Boys 2214
            Track Coach - Girls 2214
            Track Coach - Boys 2214
            Track Coach - Cross Country 1512
            Cheerleading 2214
            Volleyball 2214
            Intramural Sports - Fall 1512
            Intramural Sports - Spring 1512
            Bowling Club Moderator 870
            Ski Club Moderator 870
            Swim Club Moderator 870
            Tennis Club Moderator 1166
            Musical Director/Drama Coach 1571
            Musical Assistant Director/Choreog. 1166
            Choreographer 930
            Technical (Business) Director 930
            Musical Writing Club Moderator 870
            Yearbook Moderator 2078
            Yearbook Photographer 1166
            Student Council Moderator 2078
            Art Club Moderator 1166
            Artisan Club Moderator 870
            Science Club Moderator 870
            Fundraising Moderator 854
            Non school day Activity/overnight 150


            Curricular Activities
            Activity
            Channel One Coordinator 1403
            Literary Magazine Coordinator 1730
            Team Leaders - Middle School 1300
            Curriculum Council Member 1300












            A-5

            Stipend Generating Activities
            2003-2004

            Co-Curricular Activities
            Activity Stipend

            Basketball Coach - Girls 2347
            Basketball Coach - Boys 2347
            Track Coach - Girls 2347
            Track Coach - Boys 2347
            Track Coach - Cross Country 1603
            Cheerleading 2347
            Volleyball 2347
            Intramural Sports - Fall 1603
            Intramural Sports - Spring 1603
            Bowling Club Moderator 922
            Ski Club Moderator 922
            Swim Club Moderator 922
            Tennis Club Moderator 1236
            Musical Director/Drama Coach 1665
            Musical Assistant Director/Choreog. 1236
            Choreographer 986
            Technical (Business) Director 986
            Musical Writing Club Moderator 922
            Yearbook Moderator 2203
            Yearbook Photographer 1236
            Student Council Moderator 2203
            Art Club Moderator 1236
            Artisan Club Moderator 922
            Science Club Moderator 922
            Fundraising Moderator 905
            Non school day Activity/overnight 159

            Curricular Activities
            Activity

            Channel One Coordinator 1487
            Literary Magazine Coordinator 1834
            Team Leaders - Middle School 1378
            Curriculum Council Member 1378














            A-6
            Stipend Generating Activities
            2004-2005

            Co-Curricular Activities
            Activity Stipend

            Basketball Coach - Girls 2347
            Basketball Coach - Boys 2347
            Track Coach - Girls 2347
            Track Coach - Boys 2347
            Track Coach - Cross Country 1603
            Cheerleading 2347
            Volleyball 2347
            Intramural Sports - Fall 1603
            Intramural Sports - Spring 1603
            Bowling Club Moderator 922
            Ski Club Moderator 922
            Swim Club Moderator 922
            Tennis Club Moderator 1236
            Musical Director/Drama Coach 1665
            Musical Assistant Director/Choreog. 1236
            Choreographer 986
            Technical (Business) Director 986
            Musical Writing Club Moderator 922
            Yearbook Moderator 2203
            Yearbook Photographer 1236
            Student Council Moderator 2203
            Art Club Moderator 1236
            Artisan Club Moderator 922
            Science Club Moderator 922
            Fundraising Moderator 905
            Non school day Activity/overnight 159

            Curricular Activities
            Activity

            Channel One Coordinator 1487
            Literary Magazine Coordinator 1834
            Team Leaders - Middle School 1378
            Curriculum Council Member 1378











            A-7

            SUSSEX-WANTAGE REGIONAL
            BOARD OF EDUCATION
            STUDENT ASSISTOR HOURLY RATE
            2002-2003
            2003-2004
            2004-2005
            16.07
            16.79
            17.55









































            A-8



            SUSSEX-WANTAGE TEACHER ASSISTANTS

            2002-2003
            2003-2004
            2004-2005
            1
            9.00
            9.25
            9.50
            2
            9.21
            9.52
            9.79
            3
            9.36
            9.73
            10.06
            4
            10.63
            9.88
            10.27
            5
            10.90
            11.15
            10.42
            6
            11.35
            11.42
            11.69
            7
            11.86
            11.87
            11.96
            8
            12.25
            12.38
            12.41
            9
            12.61
            12.77
            12.92
            10
            12.99
            13.13
            13.31

            Staff off guide shall receive:
            .46 per hour increase for 2002-2003
            .52 per hour increase for 2003-2004
            .54 per hour increase for 2004-2005

            Stipend For Autistic/Multi-handicapped classroom aides effective
            2/1/00 shall be an additional $1.00 to the base hourly rate.

            Each employee shall progress one step up guide each year.



            Longevity: Upon completion of 10 years $250
            15 years $500
            20 years $1,000











            A-9

            SUSSEX-WANTAGE LICENSED PRACTICAL NURSES
            2002-2003
            2003-2004
            2004-2005
            1
            15.75
            16.19
            16.63
            2
            16.12
            16.66
            17.13
            3
            16.38
            17.03
            17.61
            4
            18.60
            17.29
            17.97
            5
            19.08
            19.51
            18.24
            6
            19.86
            19.99
            20.46
            7
            20.76
            20.77
            20.93
            8
            21.44
            21.67
            21.72
            9
            22.07
            22.35
            22.61
            10
            22.73
            22.98
            23.29

            Each employee shall progress one step up guide each year.



            Longevity: Upon completion of 10 years $250
            Upon completion of 15 years $500
            Upon completion of 20 years $1,000






















            A-10

            SUSSEX-WANTAGE REGISTERED NURSES *

            2002-2003
            2003-2004
            2004-2005
            1
            18.00
            18.50
            19.00
            2
            18.42
            19.04
            19.58
            3
            18.72
            19.46
            20.12
            4
            21.26
            19.76
            20.54
            5
            21.80
            22.30
            20.84
            6
            22.70
            22.84
            23.38
            7
            23.72
            23.74
            23.92
            8
            24.50
            24.76
            24.82
            9
            25.22
            25.54
            25.84
            10
            25.98
            26.26
            26.62

            Each employee shall progress one step up guide each year.

            Substitute hourly rate $16.40

            Longevity: Upon completion of 10 years $250
            Upon completion of 15 years $500
            Upon completion of 20 years $1,000

            *other than School Nurses




















            A-11
            SUSSEX-WANTAGE SECRETARIES
            2002-2003
            Secretaries
            Admin. Secretaries
            Bookkeepers
            A
            14,909
            19,882
            24,081
            B
            15,351
            20,460
            24,788
            C
            15,793
            21,038
            25,495
            D
            16,248
            21,665
            26,254
            E
            16,716
            22,292
            27,030
            F
            17,197
            22,952
            27,841
            G
            17,691
            23,612
            28,669
            H
            18,198
            24,387
            29,514
            I
            18,731
            25,031
            30,394
            J
            21,461
            26,829
            31,274
            K
            22,072
            28,644
            32,171
            L
            22,696
            30,443
            33,068

            2003-2004
            Secretaries
            Admin. Secretaries
            Bookkeepers
            A
            15,757
            20,594
            24,664
            B
            16,199
            21,172
            25,371
            C
            16,641
            21,750
            26,078
            D
            17,083
            22,328
            26,785
            E
            17,538
            22,955
            27,544
            F
            18,006
            23,582
            28,320
            G
            18,487
            24,242
            29,131
            H
            18,981
            24,902
            29,959
            I
            19,488
            25,677
            30,804
            J
            20,021
            26,321
            31,684
            K
            22,751
            28,119
            32,564
            L
            23,362
            29,934
            33,461
            2004-2005
            Secretaries
            Admin. Secretaries
            Bookkeepers
            A
            16,663
            21,364
            25,305
            B
            17,105
            21,942
            26,012
            C
            17,547
            22,520
            26,719
            D
            17,989
            23,098
            27,426
            E
            18,431
            23,676
            28,133
            F
            18,886
            24,303
            28,892
            G
            19,354
            24,930
            29,668
            H
            19,835
            25,590
            30,479
            I
            20,329
            26,250
            31,307
            J
            20,836
            27,025
            32,152
            K
            21,369
            27,669
            33,032
            L
            24,099
            29,467
            33,912
            Staff off guide shall receive: Hourly Rates:
            $1155 increase for 2002-2003 Secretaries - salary – 1300 hours
            $1290 increase for 2003-2004 Adm.Sec. - salary – 1650 hours
            $1348 increase for 2004-2005 Bookkeepers - salary – 1725 hours

            Longevity: Upon completion of 10 years $250
            15 years $500
            20 years $1,000
            Staff shall progress up one step each year
            A-12


            SUSSEX-WANTAGE MAINTENANCE
            2002/2003
            2003/2004
            2004/2005
            Hourly
            Annual
            Hourly
            Annual
            Hourly
            Annual
            1
            15.89
            30,500
            16.41
            31,500
            16.98
            32,600
            2
            16.35
            31,400
            16.88
            32,417
            17.45
            33,504
            3
            16.82
            32,303
            17.35
            33,317
            17.93
            34,421
            4
            17.32
            33,263
            17.82
            34,220
            18.40
            35,321
            5
            17.83
            34,242
            18.32
            35,180
            18.87
            36,224
            6
            18.35
            35,240
            18.83
            36,159
            19.37
            37,184
            7
            18.89
            36,277
            19.35
            37,157
            19.88
            38,163
            8
            19.44
            37,333
            19.89
            38,194
            20.40
            39,161
            9
            20.02
            38,447
            20.44
            39,250
            20.94
            40,198
            10
            21.11
            40,539
            21.02
            40,364
            21.49
            41,254
            11
            21.74
            41,749
            22.11
            42,456
            22.07
            42,368
            12
            22.39
            42,997
            22.74
            43,666
            23.16
            44,460
            13
            23.05
            44,264
            23.39
            44,914
            23.79
            45,670
            14
            23.49
            45,109
            24.05
            46,181
            24.44
            46,918
            15
            24.49
            47,026
            25.10
            48,185
            16
            25.54
            49,030

            Longevity: Upon completion of 10 years $250
            15 years $500
            20 years $1000

            Salary base shown x 8 hrs x 240 days

            Staff progress one step up each year on guide






            A-13

            SUSSEX-WANTAGE CUSTODIANS
            2002/2003
            2003/2004
            2004/2005
            Hourly
            Annual
            Hourly
            Annual
            Hourly
            Annual
            1
            9.85
            18,920
            10.27
            19,726
            10.72
            20,586
            2
            10.06
            19,320
            10.48
            20,126
            10.93
            20,986
            3
            10.26
            19,704
            10.69
            20,526
            11.14
            21,386
            4
            10.43
            20,030
            10.89
            20,910
            11.35
            21,786
            5
            10.76
            20,664
            11.06
            21,236
            11.55
            22,170
            6
            11.86
            22,776
            11.39
            21,870
            11.72
            22,496
            7
            12.36
            23,736
            12.49
            23,982
            12.05
            23,130
            8
            13.16
            25,272
            12.99
            24,942
            13.15
            25,242
            9
            14.06
            27,000
            13.79
            26,478
            13.65
            26,202
            10
            14.61
            28,056
            14.69
            28,206
            14.45
            27,738
            11
            15.76
            30,264
            15.24
            29,262
            15.35
            29,466
            12
            17.01
            32,664
            16.39
            31,470
            15.90
            30,522
            13
            17.71
            34,008
            17.64
            33,870
            17.05
            32,730
            14
            18.34
            35,214
            18.30
            35,130
            15
            19.00
            36,474
            Longevity: Upon completion of 10 years $250
            15 years $500
            20 years $1000

            Annual
            Hourly
            Annual
            Hourly
            Annual
            Hourly
            Off Guide Increase to:
            2002-03
            2003-04
            2004-05
            Employee A
            40,577
            21.13
            41,783
            21.76
            43,043
            22.42
            Employee B
            39,565
            20.61
            40,771
            21.23
            42,031
            21.89

            Salary base shown x 8 hrs x 240 days

            Staff progress one step up each year on guide.





            A-14


            SUSSEX-WANTAGE BUS DRIVERS
            HOURLY RATE

            2002-2003 $16.81

            2003-2004 $17.56

            2004-2005 $18.35



            Longevity:
            Upon completion of 10 years $250

            15 years $500

            20 years $1000





























            A-15




            SUSSEX-WANTAGE REGIONAL SCHOOL DISTRICT
            31 Ryan Road, Wantage, NJ 07461
            GRIEVANCE FORM
            Grievance No.
                To be completed and filed by the aggrieved person, association, president or grievance chairperson in accordance with paragraph C.4, Article III of the agreement between the
                Sussex Wantage Education Association and the Board of Education.

            Date of Occurrence: Date Filed:

            Grievant’s Name:

            Immediate Supervisor:

            Statement of Grievance:









            Remedy Sought:




















            B





            SUSSEX-WANTAGE REGIONAL SCHOOL DISTRICT
            CUSTODIAL & MAINTENANCE EMPLOYEE
            HOLIDAY (12) SCHEDULE
            2002-2003



            INDEPENDENCE DAY JULY 4, 2002

            LABOR DAY SEPTEMBER 2, 2002

            THANKSGIVING DAY NOVEMBER 28, 2002

            THANKSGIVING RECESS NOVEMBER 29, 2002

            CHRISTMAS EVE DECEMBER 24, 2002

            CHRISTMAS DAY DECEMBER 25, 2002

            NEW YEARS EVE DECEMBER 31, 2002

            NEW YEARS DAY JANUARY 1, 2003

            WINTER RECESS (2) FEBRUARY 14, 17, 2003

            GOOD FRIDAY APRIL 18, 2003

            MEMORIAL DAY (OBSERVED) MAY 26, 2003
























            C-1


            SUSSEX-WANTAGE REGIONAL SCHOOL DISTRICT
            CUSTODIAL & MAINTENANCE EMPLOYEE
            HOLIDAY (13) SCHEDULE
            2003-2004


            INDEPENDENCE DAY JULY 4, 2003

            LABOR DAY SEPTEMBER 1, 2003

            THANKSGIVING DAY NOVEMBER 27, 2003

            THANKSGIVING RECESS NOVEMBER 28, 2003

            CHRISTMAS EVE DECEMBER 24, 2003

            CHRISTMAS DAY DECEMBER 25, 2003

            NEW YEARS EVE DECEMBER 31, 2003

            NEW YEARS DAY JANUARY 1, 2004

            WINTER RECESS (2) FEBRUARY 16, 17, 2004*

            GOOD FRIDAY APRIL 9, 2004

            LEAP YEAR (EXTRA DAY) APRIL 12, 2004*

            MEMORIAL DAY (OBSERVED) MAY 24, 2004

            *Subject to change when district calendar is approved.





















            C-2



            SUSSEX-WANTAGE REGIONAL SCHOOL DISTRICT
            CUSTODIAL & MAINTENANCE EMPLOYEE
            HOLIDAY (12) SCHEDULE
            2004-2005



            INDEPENDENCE DAY(OBSERVED) JULY 5, 2004

            LABOR DAY SEPTEMBER 6, 2004

            THANKSGIVING DAY NOVEMBER 25, 2004

            THANKSGIVING RECESS NOVEMBER 26, 2004

            CHRISTMAS EVE DECEMBER 24, 2004

            CHRISTMAS DAY (OBSERVED) DECEMBER 27, 2004

            NEW YEARS EVE DECEMBER 31, 2004

            NEW YEARS DAY (OBSERVED) JANUARY 3, 2005

            WINTER RECESS (2) FEBRUARY 21, 22, 2005*

            GOOD FRIDAY MARCH 25, 2005

            MEMORIAL DAY MAY 30, 2005

            *Subject to change when district calendar is approved.













            C-3

            The following modification to the 2002-2005 agreement between the Sussex-Wantage Regional Board of Education and the Sussex-Wantage Education Association has been agreed to by both parties and is in effect beginning and will remain in effect for the life of this contract.



            Citation:
            Article, letter, number

            Contract page:

            Modification:







            Authorizing Signature




            Sussex-Wantage Board of Education Sussex-Wantage Education Association


















            D

            Sussex Wantage BE and Sussex Wantage EA 2002.rtf
            Sussex Wantage BE and Sussex Wantage EA 2002.pdf