Contract Between
Cape May Cty Spec Serv B/E-Cape May
- and -
Cape May Cty Spec Serv Staff Assn
* * *
07/01/2005 thru 06/30/2008


CategorySchool District
UnitOther, Teaching/Professional Staff

Contract Text Below
CONTRACTUAL AGREEMENT
between the
SPECIAL SERVICES SCHOOL DISTRICT
STAFF ASSOCIATION
and
THE CAPE MAY COUNTY
SPECIAL SERVICES SCHOOL DISTRICT
BOARD OF EDUCATION


July 1, 2005 - June 30, 2008














TABLE OF CONTENTS

Article I Recognition Page 1
Article II Negotiation of Successor Agreement Page 2
Article III Association Rights and Privileges Page 3
Article IV Employee Rights and Privileges Page 4
Article V Grievance Procedure Page 5
Article VI Vacancies, Transfers and Reassignments Page 10
Article VII Salaries Page 11
Article VIII Work Year Page 13
Article IX Work Day - Work Week - Overtime Page 15
Article X Evaluation Procedures Page 18
Article XI Health Benefits Page 21
Article XII Temporary Leaves Page 24
Article XIII Extended Leaves of Absence Page 27
Article XIV Professional Meetings, Workshops, Page 32
Conferences
Article XV Educational Improvement Page 35
Article XVI Teacher Employment Page 36
Article XVII Vacations Page 38
Article XVIII Miscellaneous Provisions Page 40
Article XIX Job Security Page 44
Article XX Extra Pay for Extra Duties Page 45
Article XXI Fully Bargained Provisions Page 46
Article XXII Representation Fee Page 47
Article XXIII Duration Page 49

Appendix A Organizational Chart
Appendix B Grievance Form
Appendix C Temporary Leave
Appendix D Extended Leave
Appendix E Request for Professional Meetings
Appendix F Request for Approved Mileage
Appendix G Suspended Contract Language
Appendix H Future Agreement Job Titles
Appendix I Salary Guides:
Al Certificated Staff 2005-06
A2 Certificated Staff 2006-07
A3 Certificated Staff 2007-08
B Teacher/School Aide
C Physical/Occupational Therapy Assistant/
Interpreter
D Administrative Secretary
E General Secretary
Bookkeeper/Secretary
F Custodial Worker
                  G Maintenance Mechanic
                  H Lead Mechanic-HVAC
                  I Food Service Worker
                  J Head Food Service Worker

ARTICLE I

RECOGNITION

A. The Board of Education of the Special Services School District
recognizes the Staff Association as the exclusive representative
pursuant to the provisions of "Chapter 123, Public Laws 1974", for
collective negotiations concerning the terms and conditions of
employment for all staff, certificated and non-certificated, but
excluding supervisory personnel having the power to evaluate
performance, hire, discharge, discipline, or to effectively
recommend the same. Also, excluded will be members of the Non-
Instructional Administrators, Program Managers and Confidential
Employees units, and Hourly as Needed Employees.

B. Unless otherwise indicated, the term "employee" when used hereafter
in this Agreement shall refer to all certificated and non-certificated
employees of the Board represented by the Association in the
    negotiating unit as defined above.

C. Except as this Agreement shall hereinafter otherwise provide, all terms
and conditions of employment applicable on the effective date of this
Agreement to certificated and non-certificated employees shall continue
to be so applicable during the terms of the Agreement. Unless otherwise
provided in this Agreement, nothing herein shall be interpreted and/or
applied so as to eliminate, reduce or otherwise detract from any certificated
and non-certificated staff benefits existing prior to its effective date.







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ARTICLE II


NEGOTIATION OF SUCCESSOR AGREEMENT


A. The Board and the Association agree to enter into collective
negotiations over a successor agreement in accordance with Chapter 123,
Public Law 1974, in a good faith effort to reach agreement on all matters
    concerning the terms and conditions of employees' employment.

B. During negotiations, the Board and the Association and/or their
representatives shall present relevant data, exchange points of view,
and make proposals and counterproposals.

C. Neither party in any negotiations shall have any control over the
selection of the negotiating representatives of the other party.

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












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ARTICLE III

ASSOCIATION RIGHTS AND PRIVILEGES

A. Representatives of the Association shall be permitted to transact official Association business on school property provided that this shall not interfere
with or interrupt normal school operations and is not during normal working
hours.

B. The Association and its representatives shall have the right to use the school
building at all reasonable non-instructional hours for meetings. Permission
must be obtained at least 24 hours in advance from the Superintendent for the
use of the building.

C. The Association shall have the right to use, with prior approval of the building
principal or administrator in charge, certain school equipment, including
typewriters, computers (other than those used by office personnel), duplicating equipment, and calculating machines, and the central office fax machine during
    non-instructional hours when such equipment is not otherwise is use. The
    Association shall pay for the reasonable cost of all materials and supplies
    incidental to such use.

D. The Association shall have the right to use the inter-school mail facilities and
school mailboxes.

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






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ARTICLE IV


EMPLOYEE RIGHTS AND PRIVILEGES

A. Nothing contained herein shall be construed to deny or restrict to any
employee such rights as he/she may have under New Jersey School Laws or
other applicable laws and regulations. The rights granted to employees
hereunder shall be deemed to be in addition to those provided elsewhere.

B. No employee shall be disciplined, reprimanded, reduced in rank or
compensation, or deprived of any professional advantage without just cause.

C. Whenever any employee is required to appear before any administrator or
supervisor, Board, or any committee or member thereof concerning any
matter which could adversely affect the continuation of that employee in
his/her position, employment, or the salary or any increments pertaining
thereto, then he/she shall be given twenty-four (24) hours prior written
notice of the reason for such meeting or interview and shall be entitled to
have (a) representative(s) of the Association present to advise him/her
during such meeting or interview.

D. No unit member shall be reprimanded or disciplined in the presence of students,
    peers, parents, or the public.







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ARTICLE V


GRIEVANCE PROCEDURE

A. Definition

A "grievance" shall mean a complaint by an employee or a group of employees
of the Special Services School System that there has been to him/her, a personal loss, injury or inconvenience because of a violation, misinterpretation or inequitable application of Board policies and agreements, or administrative decisions, except
    that the term "grievance" shall not apply to (a) any matter for which a method of
    review is prescribed by law or (b) any rule or regulation of the State Commissioner
    of Education or (c) any matter which according to law is either beyond the scope of Board authority or limited to unilateral action by the Board alone or (d) a complaint
    of a non-tenured teacher, secretary or non fixed term maintenance/custodian person which arises by reason of his/her not being re-employed, or (e) a complaint by any certified personnel occasioned by appointment to or lack of appointment to, retention
    in or lack of retention in, any position for which tenure is either not possible or not required. A grievance to be considered under this procedure must be initiated by the employee or group of employees within fifteen (15) working days of its occurrence.

B. Year End Grievances (10 month employee)
In the event a grievance is filed by a 10-month employee at such times 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 school
    year, could result in irreparable harm to the 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.






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C. Procedure

1. Any employee covered by this Grievance Procedure shall have the right
to present a complaint as specified herein.
2. Failure at any step of this procedure to communicate the decision on a
grievance within the specified time limits shall permit the aggrieved
employee to proceed to the next step. Failure at any step of this
procedure to appeal a grievance to the next step within specified time
limits shall mean the grievance has been dropped.
3. It is understood that employees shall, during and notwithstanding the pendency
      of the resolution of any grievance, continue to observe all assignments and applicable rules and regulations of the Board until such grievance and any effect thereof shall have been fully determined.
4. All meetings and hearings under this procedure shall be conducted in private
      session and shall include only such parties as are designated by the Board or the aggrieved or heretofore referred to in this grievance procedure.
5. All documents, communications and records dealing with the processing of a grievance shall be kept in a separate grievance file while disposition of a
    grievance is pending
6. Grievances shall be initiated at the lowest level of the procedure from which an administrative remedy or denial can be given. If the Administrator with whom the grievance is files states that said grievance can be resolved at a lower level, he/she shall put that determination in writing and give it to the Association president or grievance chairperson no later than five (5) working days after the grievance
      was filed. The grievance shall then be processed at the level indicated. Group grievances shall list those people or category of people on whose behalf the grievance is filed.






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7. Step 1 - Immediate Appropriate Supervisory Person, (verbally) -
      Any employee who has a grievance shall discuss it first with his/her immediate appropriate supervisory person in an attempt to resolve the matter informally
      at that level.
8. Step 2 - Appropriately Certified Administrative Person (in writing) -
      If, as a result of the informal discussion, the matter is not resolved to the
      satisfaction of the employee within five (5) working days, he/she shall set forth his/her grievance in writing and present it to the appropriately certified administrative person on the grievance form2 specifying:
a. The specific nature of the grievance.
b. The nature and extent of the injury, loss or inconvenience.
c. The date and time of presentation.
d. The results of previous discussions.
e. The relief sought.
      The appropriately certified administrative person shall communicate his/her decision to the employee in writing within seven (7) working days of receipt
      of the written grievance.
9. Step 3 - Superintendent of Schools - (in writing)
      The employee may request a review of the grievance by the Superintendent of Schools if the written reply from the appropriately certified administrative person
      is not to the employee's satisfaction. This must be done within five (5) working
      days after receipt of the appropriately certified administrative person's decision.
10. Step 4 - Board of Education - (in writing)
The employee may request a review of the grievance by the Board of
      Education if the written reply from the Superintendent of Schools is not to the employee's satisfaction. This must be done within five (5) working days after
      receipt of the Superintendent of School's decision. The Board shall conduct a
      hearing within thirty-five (35) calendar days of the Association's request for
    review. The Board shall render a decision, in writing, within ten (10) working
    days from the date of the hearing.



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11. Step 5 -
If the aggrieved is dissatisfied with the decision at the Board level, the
aggrieved may petition the Association to file for arbitration. If the
      Association files for arbitration, such filing shall be simultaneously made known
      to the Superintendent. Said filing shall take place no later than ten (10) working days after the written decision of the Board of Education was made known. The following procedure will be used to secure the services of an arbitrator:
a. A joint request will be made to the Public Employment Relations
          Commission (PERC) to submit a roster of persons qualified to function as an arbitrator in the dispute in question.
b. If the parties are unable to determine a mutually satisfactory
arbitrator from the submitted list, they will request that PERC
submit a second list of names.
c. If the parties are unable to determine, within ten (10) working
days of the initial filing for arbitration, a mutually satisfactory
arbitrator from the second submitted list, PERC may be requested
by either party to designate an arbitrator.
d. The arbitrator shall be limited to the issue(s) submitted and shall
          consider nothing else. The arbitrator can add nothing to, nor subtract anything from, the Agreement between the parties or any policy of the
          Board of Education. The recommendations of the arbitrator shall be
          binding. Only the Board, the aggrieved and representatives of the
          aggrieved shall be given copies of the arbitrator's report of findings and recommendations.
D. Costs
1. Each party will bear the total costs incurred by themselves.
2. Only the fees and expenses of the arbitrator will be shared equally
by the Board of Education and the Association.
3. If time is lost by any employee due to arbitration proceedings
necessitating the retention of a substitute, the Board will pay only the
cost of the substitute. If the arbitrator rules favorably for the
employee, the Board of Education will pay the salary for the time lost. If
the ruling is against the employee, time lost must be without pay.

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Note: (1) The district organizational chart is attached as Appendix A to show
the flow of grievances for the various components of the Association.
This chart is neither bargainable nor arbitrable.
(2) Grievance form(s) is (are) attached to this Agreement, for
informational purposes only, as Appendix B.




























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ARTICLE VI

VACANCIES, TRANSFERS AND REASSIGNMENTS

A. The Board of Education reserves the right to hire staff in accordance with the
best professional screening practices known, by properly advertising and
interviewing outstanding candidates in accordance with the latest Affirmative
Action practices.

B. The Superintendent of Schools shall notify, in writing, the Association
President and post in all school buildings a list of the vacancies which shall
occur during the school year.

C. At the same time the Board of Education may reserve the right to assign a candidate
    to a position where the Board feels that the candidate is most qualified to perform in keeping with that candidate's background, experience and certification.

D. If at any time during employment the staff member or the administration feels that
a change or transfer to another class, age level, grade, position, school or building
is in the best interest of the students, program, or the district, then a consultation
will be held between the staff member and the administration to discuss the
    situation prior to the transfer. If at any time a staff member’s work site, equipment, furniture, etc. are to be moved or relocated, a notice of not less than 24 hours shall be given.

E. Normally, all extra duties shall be posted on the bulletin boards of the main
office in each school for a minimum of ten (10) working days, and a copy shall
be transmitted to the Association president.





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ARTICLE VII

SALARIES

A. Employee Salary Guides

1. The salaries of all employees covered by this Agreement are set
forth in the following salary schedules:
A. Certificated Staff
B. Teacher/School Aide
C. Physical Therapy/Occupational Therapy Assistant
Assistant to the Media Specialist
      Interpreter
D. Administrative Secretary
E. General Secretary
Bookkeeper/Secretary
F. Custodial Worker
G. Maintenance Mechanic
H. Lead Mechanic - HVAC
I. Food Service Worker
J. Head Food Service Worker

(Note: For a certificated 12 month employee the standard upon
which any pro rata will be based will be 1.2 times the
appropriate step on the guide.)

2. Salaries will be paid every other Thursday in accordance with the
appropriate ten (10) and twelve (12) month contracts. Paychecks
shall be issued on the last working day prior to a holiday.





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3. Each employee shall be placed on his/her proper step of the
appropriate salary schedule as of the beginning of each school
year. Any staff member employed prior to February 1 of any
school year shall be given full credit for one (1) year of service
toward the next increment step for the following year depending
upon a satisfactory annual written performance evaluation for the
    year. Part-time employees shall have their salaries pro-rated off
    of the appropriate step of the salary guide. Employees contracted
    on a yearly basis shall be pro-rated according to the percent of
    employment. Part-time employees contracted on a per diem basis
    shall have their daily salary calculated on an hourly basis multiplied
    by the number of working days.
4. Beginning July 1, 1988, the Board may grant up to eight years for
outside experience.
5. * "18A:29-14", Withholding increments; causes; notice of appeals.
"Any board of education may withhold for inefficiency or other
good cause, the employment increment, or the adjustment increment,
or both, of any member in any year by a recorded roll call majority
vote of the full membership of the board of education. It shall be the
duty of the board of education, within ten days, to give written
notice of such action, together with the reasons therefor, to the
member concerned. The member may appeal from such action to
the commissioner under rules prescribed by him. The
commissioner shall consider such appeal and shall either affirm the
actions of the board of education or direct that the increment or
increments be paid. The commissioner may designate an assistant
commissioner of education to act for him in his place and with his
powers on such appeals. It shall not be mandatory upon the board of
education to pay any such denied increment in any future year as an
adjustment increment."

"Amended by L.1968, c.295, 13, eff. Sept. 9, 1968."
      * This section is cited for informational purposes only.
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ARTICLE VIII
WORK YEAR

A. Ten month contracts
    1. a. A ten (10) month contract is from September 1 of a given year to June 30
      of the next year. It must cover a period of 180 days that school must be
      open for students, spread out over a period of ten (10) months, and 183 1/2
      days for all ten (10) month employees except for general secretaries.
b. For General Secretaries who have a ten (10) month contract, the work year
        is all week days, except those listed on the Board adopted calendar, from September 1 of a given year to June 30 of the next year inclusive.
B. Twelve month contracts
    1. A twelve (12) month contract is from July 1st of a given year to June 30th of the
      next year. Twelve (12) month contracts will consist of:
    a. 240 days for maintenance/custodial/mechanic employees. All recalls shall
      be guaranteed a minimum four (4) hours at time and a half. Two weeks notice
        of required work days shall be provided to all maintenance/custodial/mechanic workers, except in cases of emergency.
b. 237 days for all other certificated and non-certificated 12-month employees.
    2. Any modification of a twelve (12) month contract must be approved by the Superintendent of Schools and the Board of Education, with the benefits, holidays
    and salary to be pro-rated accordingly.
    3. Custodial/Maintenance/Mechanic staff will not be required to make up time when sent home due to weather or other emergencies..








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    C. Summer Contracts
    1. Summer contracts are issued to specific categories and numbers of ten
    (10) month employees who are needed during the summer months when
    special programs are in operation.
    2. Summer contracts that are issued to ten (10) month employees shall be
    based on a student need and programmatic basis.
    3. Summer contracts issued to bus drivers and aides shall be issued on a
        seniority basis with salaries paid on a per diem or hourly rate of the salary
        paid during the employee's 10 month contract for the current fiscal year.
    4. The summer salary for a certificated position shall be $30.00 per hour.
        The summer salary for a non-certificated position shall be $15.00 per hour. Employees shall be paid for the position they fill, not for the certificate they
        hold. In cases where more than one employee applies for a position, the employee who previously held the position in the immediately preceding year shall have first right of refusal, if determined to be appropriately qualified within district job description.
    5. Where no specific category and/or certification is required, seniority
    shall prevail.
    6. Summer employees who work the equivalent of 11-21 days inclusive
    shall receive one (1) sick day and one-half (1/2) personal day. Those
    who work the equivalent of 22 days and above shall receive two (2) sick
    days and one (1) personal day. Any ten month full time contracted
    employee working a summer contract shall receive the bereavement
    leave defined in Article XII, D, page 25
    7. Pay days for summer work shall be every other Thursday.







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    ARTICLE IX
    WORK DAY - WORK WEEK - OVERTIME

    A. The work day will be defined as follows:
    1. 6.5 hours with an additional 30 minutes, non student contact time, two days
      per week for certificated staff, teacher/school aides, physical/occupational
      therapy assistants and interpreters. Normally, certificated staff, teacher/school
        aides, physical/occupational therapy assistants and interpreters shall be guaranteed a duty free lunch at least as long as the time afforded students, but not to exceed
      30 minutes. In cases where the special needs of the students preclude a
      certificated staff member, teacher/school aide, physical/occupational therapy
      assistant, or interpreter from having a duty free lunch, he/she may leave early or
      arrive late as determined after consultation with the appropriate administrator, as
        compensation for lost time. Part-time certificated staff who are working fifty percent (50%) or more of any work day or of the work year, shall receive preparation time as per the current practice, pro-rated at the appropriate percentage.
    2. 7.5 hours for secretaries, to include a duty-free half hour unpaid lunch
      period.
    3. 8 hours for maintenance/custodial/mechanic workers to include a
      duty-free paid half hour meal period.
    4. 7 hours for cafeteria workers to include a one-half hour duty free lunch
      period.
    B. The work week will be defined as follows:
      1. Certificated staff, teacher/school aides, physical/occupational therapy assistants and interpreters — five (5) consecutive work days comprised of thirty-three (33) hours per week.
    2. Secretaries — five (5) consecutive work days comprised of thirty-five
    (35) hours.
      3. Maintenance/custodial/mechanic — five (5) consecutive work days
      comprised of forty (40) hours.
    4. Cafeteria worker — five (5) consecutive work days comprised of 35 hours.

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    C. There will be extra compensation for extra duties for certificated staff
    and teacher/school aides beyond the work day and a job description will
    be in place prior to negotiating stipends for such extra duties and the
    assumption of those duties.

    D. Overtime will be calculated at the end of the employee's regular work week
    in the following manner:
    1. Secretaries - after thirty-five (35) hours
    2. Maintenance/custodial/mechanic personnel - after forty (40) hours
      3. Cafeteria Worker - after thirty-five (35) hours
      4. Scheduled overtime is to be paid in dollars unless, by mutual agreement,
        compensatory time is used. Scheduled overtime on Sundays and holidays
        shall be a minimum of two (2) hours at time and a half.

    E. Employees will be required to attend staff meetings as designated by building
    principals or appropriate supervisors. A written agenda will be posted prior
    to all meetings and notification given to staff members who need to be in
      attendance. Normally, meetings shall be scheduled within the employee's
      work day.

    F. All twelve month employees are entitled to two (2) ten minute breaks each day;
    one in the morning and one in the afternoon, at a time convenient to work
    routine, as approved by their immediate supervisor.

    G. Secretaries' summer work hours shall be 6.5 consecutive hours per day
    inclusive of a half-hour lunch, shall begin the first day after school
    closes for staff for the year and shall continue until the last Friday before school
    opens in the fall.





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    H. Overtime assignment/distribution for Black Seal and for Custodial Worker
    shall be based upon a rotation system beginning with the employee with the
    greatest seniority in job classification or specific skill required. An employee
    who accepts or declines an overtime assignment shall have his/her name placed
    at the bottom of the overtime rotation list.




























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    ARTICLE X

    EVALUATION PROCEDURES


    A. General Provisions
    1. Written evaluation policies, job descriptions and performance
    objectives, where applicable, adopted by the Special Services Board of
    Education will be distributed to all staff members prior to the opening of
    school in September.
    2. Following the distribution of the written evaluation policies, job
    descriptions and performance objectives, where applicable, the
    Superintendent of Schools shall review the aforementioned orally with
    the staff members, prior to the opening of school in September.
    3. Persons authorized to supervise staff members in the Special
    Services School District will be listed and designated by the
    Superintendent of Schools. Copies of this will be distributed to all
    staff members annually.
    4. All monitoring or observation of the work performance of an
    employee shall be conducted openly and with the full knowledge
    of the employee. The use of public address, audio systems, and
    similar devices shall be with full knowledge of the employee
    before such use.
    5. The observations, evaluations, and conferences will serve to
    identify strengths and deficiencies with a view to providing
    assistance and improving the employee's competence.
    6. The signed evaluation will also serve a basis for recommendations
    regarding reemployment.
    7. An employee shall be given a copy of any evaluation report
    prepared by the evaluator and shall have a conference with that
    evaluator within ten (10) days after such evaluation.

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    8. An employee's disclaimer of evaluation must be made in writing,
    within 10 days of the conference, copies of which will be attached to
    each party's copy, and submitted to the Board of Education at the
    next Board meeting.
    9. No evaluation report shall be submitted to the central office, placed in
      the employee's file or otherwise acted upon without the employee having
        prior knowledge of the contents of the report. An attached form shall be
        available for employee response. No employee shall be required to sign a
        blank or incomplete form.
    B. Teachers
    1, All non tenured teachers shall be evaluated not less than three times
    each school year by appropriately certified members of the District
    administration. These will be evenly spaced throughout the year.
    2. All tenured teachers shall be evaluated not less than one time a school
    year by appropriately certified members of the District administration.
    3. Observations shall be made by appropriately certified members of the
    District administration.
    4. Observations shall cover at least one class period in the Alternative
    School and Middle School, and at least one complete subject lesson in
    Ocean Academy.
    C. Personnel Files
    1. An employee shall have the right, upon request, to review the contents
    of his/her personnel file. The employee must give reasonable notice,
    and no more than three (3) employees in any one (1) day shall avail
    themselves of the right granted herein. Under no condition shall any
    materials be removed by the employee from his/her personnel file.
    An employee shall be permitted to have reproduced all materials in
    his/her personnel file.
    2. The Board shall not establish any separate personnel file which is not
    available for the employee's inspection.
    3. The Board agrees to protect the confidentiality of personal references,
    credentials, and other similar documents.

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    4. With the exception of a continuing grievance or other such matter,
    final evaluation of an employee upon termination of his/her
    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 or otherwise than in accordance with the
    procedure set forth in the Article.

    5. No material derogatory to an employee's conduct, service, character or
    personality shall be placed in his/her personnel file unless the
    employee has had an opportunity to review such material by affixing
    his/her signature to the copy to be filed with the express understanding
    that such signature in no way indicates agreement with the contents
    thereof. The employee shall also have the right to submit a written
    answer to such material and that answer shall be reviewed by the
    Evaluator and attached to the file copy.


















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    ARTICLE XI

    HEALTH BENEFITS

    A. New Jersey State Health Benefits Program
    1. Health benefits are provided by the New Jersey State Health Benefits
        Program (NJSHBP). The employee may select a provider upon initial
        employment and then during prescribed open enrollment periods.
        The NJSHBP currently offers the following provider choices:
    a. Traditional Plan
    b. Several HMOs
    c. NJ Plus
        Premiums are paid by the Board of Education.
    2. In the event that the Board withdraws from New Jersey State Health
    Benefits Program, single coverage only shall be provided by the Board
    of Education for the first two full years of employment.
    B. New Jersey Dental Service Plan
    The Board shall continue to provide the New Jersey Dental Plan III-A for
    the employee and dependents, designated as: one party, two party or three
    party. The Board agrees to pay for the total yearly premiums for the
    aforementioned plans.
    1. All present and future employees will become eligible for dental
    benefits on the first day of the month following two full months of
    continuous full-time employment with a minimum of 28 hours per
    week.
    2. Orthodontic benefits shall be provided under the "Ortho I Rider/
    Third Party Coverage".
    3. Single coverage only shall be provided by the Board of Education for
    the first two full years of employment.


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    C. Prescription Plan
    The prescription plan with the New Jersey State Health Benefits Program is
    currently administered by Horizon Blue Cross Blue Shield of New Jersey
    (Horizon BCBSNJ) through Advance PCS and will continue to be in effect for
    the life of this contract with the following provisions:
    1. The co-pay for prescriptions will be as established by the New Jersey
    State Health Benefits Program. The current co-pays are $1.00 for generic
    Drugs and $5.00 for brand name drugs. Both plans include contraceptives.
    2. The single employee, family or parent and child plan will be in effect.
    3. Single coverage only shall be provided by the Board of Education for
    the first two full years of employment.
    D. Disability Insurance
      The Board shall provide a premium payment to each eligible employee in the
      amount of $225 for each year of this contract. Any additional premium costs
      shall be borne by the employee and shall be deducted in equal bi-weekly
      payroll deductions. Premium payments for new hires will be prorated
      according to effective enrollment date. Employees may enroll through
      Allen Associates, Franklin Life, or NJEA endorsed program. The Board shall
      contribute to the premium costs of the disability insurance for part-time
      employees an amount equal to the employee’s percentage of employment.
      The base number to be used in the calculation shall be the amount indicated
      in this sub-section.

    E. The Board of Education at its option may change carriers providing health
    insurance, providing there has been 90 day notification to the Staff
    Association prior to a change in carrier or method of administration. This
    notification will include specifications of benefit levels which shall be equal
    to or better than those prior to any change.

    F. The Board guarantees that the health insurance program delivered by any
    new carrier shall be equal to or better than the plan provided to unit members
    by the State Health Benefits Plan. The standard of reference for determining
    delivery of "equal or better" program shall be the State Health Benefits Plan in
    place on the first day of the month following ratification.

    22



    G. Beginning July 1, 2005, the number of hours required to work in order to
    receive benefits will increase to 28 hours. All current contracted employees
    will be grandfathered.

    H. The partner of an employee in a Domestic Partnership as defined under New
      Jersey law is eligible for any or all benefits. Proof of partnership must be
      provided to establish eligibility.

























    23

    ARTICLE XII

    TEMPORARY LEAVES

    It is recognized that while the following leaves are available when necessary,
    the typical employee will not expect to take every possible leave day.

    Employees shall be entitled to the following accumulative and non-accumulative
    leaves of absence with full pay each school year:

    A. Sick Leave
    1. Accumulative
        All employees shall be entitled to ten (10) sick leave days each school year,
        as of the first official day of the school year, whether or not they report
        for duty on that day. All twelve (12) month contracts entitle an employee
        to twelve (12) sick leave days. Ten month employees who are employed for
        the Summer Session will receive sick leave days in accordance with Article
        VIII, C-7. Unused sick leave days shall be accumulated from year to year
        with no maximum limit.
    2. Notification of Accumulation Annually, employees shall be given a written accounting of accumulated sick leave days by category. This information
      will be included with the first paycheck in September.
    3. Accumulated Sick Leave
        All employees shall be reimbursed for unused sick leave upon retirement,
        leaving the district, or death, after 13 years service to the district on the
        following basis:
    $55 per day with a $7,500 cap
    4. Employees affected by a reduction in force shall be reimbursed
    for unused sick leave at the agreed upon rate and cap for that year.


    24
      5. Temporary leaves of absence under this Article shall be granted on a
      pro-rated basis according to the percent of employment for part-time
      employees.

    B. Personal Leave Days1
    Each employee shall receive up to three (3) days for 10 month employees, and
    up to four (4) days for 12 month employees. Summer employees shall receive
    personal leave in accordance with Article VIII, section C-7. Personal leave
    shall be for the purpose of meeting a need which cannot otherwise be met
    outside the regular school day. Personal days shall not be used to extend
    holidays or vacations, but shall be used for business, legal, household or
    family matters, or observance of religious days. When used for religious
    holidays, personal days may be used before or following a holiday or
    vacation. Notwithstanding anything hereinabove set forth, unused personal
    days remaining at the conclusion of the school year shall be converted to sick
      days. Temporary leaves of absence under this Article shall be granted on a
      pro-rated basis according to the percent of employment for part-time employees.

    C. Legal Proceedings
    Time necessary for appearances in any legal proceeding connected with the
      employee's employment or with the school system or in any other legal
      proceeding if the employee is required by law to attend.











    25
    D. Funeral Leave
      Up to five (5) days at any one time in the event of death of an employee's
      Spouse/Domestic Partner, child, parent, brother, sister, in-law, grandparent, grandchild, or a member of an employee's immediate household. “Domestic Partner”
      is equivalent to “Spouse” in all family relationships. Employees shall be granted up
      to two (2) days in the event of a death of any employee's relative outside the immediate family defined above. An employee may request, via the Superintendent (or
      designee), one day of leave for the death of a close friend, but said request is
      subject to denial in accordance with the needs of the school system. Temporary
      leaves of absence under this Article shall be granted on a pro-rated basis according
      to the percent of employment for part-time employees.
    E. Critical Leave
      Up to five (5) days at any one time in the event of critical illness of an
      employee's spouse/domestic partner, child, parent, brother, sister, in-law,
      grandparent, grandchild, or a member of an employee's immediate household. “Domestic Partner” is equivalent to “Spouse” in all family relationships. Critical
      illness is defined as "pertaining to a crisis in an acute illness leading to deterioration." Hospital placement on a critical list will be considered a critical illness.
    F. Association Leave
      Up to two (2) days per year for official representatives of the Association to
      attend conferences, workshops, or conventions provided the Association pay
      the Board the salaries of substitutes needed to cover absence of said
      representatives. No more than two representatives at any one time shall be
      granted leave. Temporary leaves of absence under this Article shall be
      granted on a prorated basis according to the percent of employment

    G. Miscellaneous
      At no time shall building principals/directors approve temporary leaves of
      absence for more than four (4) staff persons on any one day, or have different
      staff members on temporary leaves of absence more than three (3) days in
      succession except when used for religious holidays. The above refers to
      four staff persons per Ocean Academy, and four staff persons per Cape May County
      High School.
          Footnote (1): The Personal Day/Temporary Leave Form is attached as
    Appendix C for informational purposes only.
    26
                        ARTICLE XIII

    EXTENDED LEAVES OF ABSENCE1

    A. Medical Disability Leave
      Due to a medical disability which is substantiated by a certificate from a
      medical doctor, an employee shall be granted an extended leave of absence
      without pay; however, the Board shall have the right to have the employee
      examined by a physician of the Board's choosing, at the Board's expense, to
      ascertain whether the employee is medically disabled. Following any
      difference of medical opinion between the Board's physician and the
      employee's physician, the Board may request expert consultation in which
      case a medical society shall appoint an impartial third physician who shall
      examine the employee and whose medical opinion shall be conclusive and
      binding on the issue of medical capacity to continue in his or her job, which
      opinion shall also be non-grievable. The expense of any examination by an
      impartial third physician under this paragraph shall be shared equally by
      the employee and the Board. During the period of the employee's personal
      medical disability, accumulated sick leave benefits shall be paid until such
      benefits are exhausted or the personal medical disability has terminated.
      Upon exhaustion of all paid sick leave, medical benefits, as defined in
      Article XI herein shall be terminated. However, the employee may elect to
      retain said benefits by reimbursing the Board of Education on a monthly
      basis provided such reimbursement is allowable under the Master Policy.
      Employee reimbursement shall commence on the first day of the month
      following the exhaustion of said paid sick leave benefits, to a maximum of one
      year, so as to continue group rate premiums. If the employee does not elect to
      retain said benefits, those medical benefits shall expire according to the
      master policy(s) then in effect.




    27
    1. The Board retains the right to place an employee on medical disability leave
      for any one of the following reasons:
      a. Whenever the employee's physical condition adversely
    affects his or her ability to continue to function effectively
    in his or her job.
    b. The physical condition or capacity is such that the employee's
    health would be impaired if permitted to continue in his or her
    job, and if:
    (1) the employee fails to produce a certificate from a
    medical doctor stating that he or she is medically
    able to continue in his or her job, or
    (2) the Board of Education's physician certifies that
    said employee cannot continue in his or her job,
    (3) following any difference of medical opinion between
    the Board physician and the employee's physician, the
          Board requests expert consultation in which case a
    medical society shall appoint an impartial third
    physician who shall examine the employee and whose
    medical opinion shall be conclusive and binding on the
    issue of medical capacity to continue in his or her job,
    which opinion shall be non-grievable. The expense of
    any examination by an impartial third physician under
    this paragraph shall be shared equally by the employee
    and the Board.
    2. When the seeking of an extended leave of absence for medical disability
    can be anticipated, an employee shall file a written request for such leave
      with the Superintendent within thirty (30) days from the time the
      employee knew of the necessity of taking the medical leave. Said request
      shall indicate the anticipated date on which said leave is to commence and
      the anticipated date on which the said leave is to terminate (if able to
      ascertain with reason). Written request shall indicate the anticipated plans
      of the employee upon termination of the medical disability leave as to his
      or her returning to work, resigning, retiring, or applying for another
      type of leave.
    28
    3. The board need not grant nor extend the leave of absence of any employee
        beyond the end of the contract school year in which the leave is obtained.
        An employee returning from a medical disability leave shall be entitled
        to all benefits to which said employee was entitled at the time leave
        commenced.

    4. The date of requested return from medical disability leave may be
    adjusted by the Board to commence in January or September or any
    other natural break in time which the Board deems in keeping with the
    educational needs of the school.

      5. An employee may make application to the Board for a child rearing leave
      of absence for a period of up to one year. Said application shall be made
      to the Superintendent at least ninety calendar days prior to the
      commencement of the child rearing leave. The date of requested return
      may be adjusted by the Board to commence in January or September or
      any other natural break time which the Board deems in keeping with the
      educational needs of the system, and may preclude the one year time
      period cited above. Said child rearing leave shall be without pay. The
      School Business Administrator/Board of Education Secretary shall,
      upon request, provide the employee with the necessary information in
      order that the employee can take over the payments of insurance
      premiums and notify the proper persons and agencies of said leave.

    B. Family Sick Leave
    A leave of absence of up to one (1) year without pay may, at the Board's
      discretion, be granted for the purpose of caring for a sick member of the
      employee's immediate family. Additional leaves may be granted at the
      discretion of the Board.

    C. Sabbatical Leaves
    1. A sabbatical leave may be granted to a certificated employee or teacher/
      school aide by the Board of Education for study, or for other reasons of
      value to the school system. For purposes of this section the term
      "certified" is as defined in Title 18A.
    29

    2. Sabbatical leave may be granted subject to the following conditions:
    a. Applications for sabbaticals shall be submitted by the applicants
    and acted upon by the Board of Education.
    b. Requests for sabbaticals shall be submitted in writing to the
    Superintendent no later than January 31; and acted upon no later
    than March 15.
    c. Applicants must be in the sixth consecutive year of service under
    contract to the Board of Education in order to apply and must
    apply within the time frame specified in letter b above.
    d. The applicant receiving a sabbatical will agree in writing to
    return to the service of the district for a period of two (2) years
    following the completion of the sabbatical and will execute a
    promissory note to return all money if the applicant does not
    return to the district for the two year time period specified above.
    e. An employee on sabbatical shall receive the following benefits:
    1) Medical Benefits to be included:
    (a) Health benefit coverage plan in which employee is enrolled
    (b) Dental Program
    (c) Prescription Plan
          (d) Income protection plan in which employee is enrolled
    2) One (1) year’s advancement on the negotiated salary guide
            upon return from sabbatical leave
    3) Addition of one (1) year upon return for the purpose of
            seniority and longevity
      In addition to the benefits listed above, an employee on sabbatical for
    one (1) year shall receive fifty (50) percent of the entitled salary rate;
    or shall receive one hundred (100) percent of the entitled salary rate
    for one-half year sabbatical.

    f. No more than two (2) sabbatical leaves may be granted per
    year.

    30
      g. The main purpose of a sabbatical leave is to encourage the
    professional growth of a staff member.
    h. Decisions to grant sabbatical leaves will be made by the
    Board of Education based upon each staff member's years
    of experience in the district, the staff member's goal(s)
    and objective(s) for using a sabbatical leave, and the
    contribution that the staff member can make to the
    district upon return from the sabbatical leave.

    D. Nothing herein contained shall be construed to require the Board to grant
      tenure to any non-tenured employee who would not have been granted
      tenure in the absence of this provision or to offer a new contract for a new
      school year to any non-tenured employee who would not have been offered
      such a contract in the absence of this provision.

    E. Leaves granted under the article shall count toward increment credit
    provided an employee has worked at least one-half (1/2) his/her contracted
    work year including orientation, professional and NJEA convention days
    during that work year.

    F. Other leaves of absence without pay may be granted by the Board at its sole
    discretion.

    G. All provisions of this Article shall be applicable to all part-time employees.



    Footnote (1): The Extended Leave of Absence Form is attached as Appendix D
    for informational purposes only




    31
    ARTICLE XIV

    PROFESSIONAL MEETINGS, WORKSHOPS/CONFERENCES1
        (Both the Association and the Board agree that this article shall be
        reopened 4 months prior to the implementation of the 100 hours
        of Professional Development required of all certificated staff.)
    A. Board Initiated
    1. From time to time during the school year staff members may be
    asked by the Board or any agent thereof, to attend an educational
    workshop, meeting or conference that will be beneficial to the
    staff members and the school district.

    2. The Board of Education will reimburse the staff members for all
    documented expenses decided upon by both parties prior to
    attendance.

    3. If college credits are given at the workshop, conference, or
    professional meeting such credits may be utilized for
    horizontal placement on the salary guide, provided, however, such
    credits are recognized by The New Jersey State Board of Education.

    B. Staff Initiated
    1. Up to three (3) professional days shall be granted to each employee
    for the purpose of professional/technical improvement that may
    involve visiting other schools or attending meetings, workshops,
    or conferences of an educational/technical nature with prior
    approval of the employee's principal/director/coordinator, the
    Superintendent, and the Board of Education. These days may be
    used towards an employee's annual professional improvement
    obligation, if applicable.


    32

    2. Employees who wish to attend professional/technical meetings,
    workshops, or conferences designed towards professional/technical
    improvement or the imparting of professional/technical knowledge
    to those in attendance shall follow the steps listed below:
    a. Complete the request form for Professional/Technical
    Improvement Experience found in the office of the
    employee's immediate supervisor or principal.
    b. Return the form to the immediate supervisor or principal
          in order to secure permission to attend. Permission shall be granted,
          pending Board approval, if the dates to attend a professional/technical
          meeting do not interfere with any school activities.
    c. The request form shall then be forwarded to the Superintendent
    of Schools no later than five (5) working days prior to the next
    regularly scheduled Board meeting in order to be placed on the
    agenda for approval by the Board of Education. Timelines may
    be waived at the discretion of the Superintendent on a case by
    case basis.
    d. The staff member planning to attend a professional/technical
    meeting, workshop or conference should make arrangements to
    pay all expenses in advance.
    e. Following approval by the Board of Education, and following
    attendance at the professional/technical meeting, workshop or
    conference, a voucher shall be submitted in accordance with
    the Board of Education timetable for approval by the first
    Tuesday of every month. Employee shall be reimbursed within
    two (2) pay periods of Board approval of payment of vouchers.





    33
    f. The Board of Education shall reimburse a staff member 60%
    for all costs incurred to attend a professional/technical
    meeting, workshop or conference. Employee shall be
    reimbursed within two (2) pay periods of Board approval of
    payment of vouchers.
    g. If college credits are given at workshops, conferences or
    professional/technical meetings, such credits may be utilized
    for horizontal advancement on the salary guide, providing,
    however, such credits are recognized by the New Jersey State
    Board of Education.
    h. To receive credit for horizontal advancement, the employee may
    only attend a workshop, conference or professional/technical
    meeting in his/her assigned field of employment or a related
    field, and the workshop, conference or professional/technical
    meeting must be approved by the Superintendent before the
          meeting is attended by the employee. At the close of the workshop,
          conference or professional/technical meeting, proof of the credit
          earned must be submitted to the Superintendent.
    i. Prior approval by the Board of Education is required before any
    staff member attends a professional/technical meeting,
    workshop or conference. Immediate supervisors, principals and
    the Superintendent are not authorized to approve
    reimbursement.





    Footnote (1): The request form is attached as Appendix E for informational
    purposes only.



    34
    ARTICLE XV
    EDUCATIONAL IMPROVEMENT

    A. Tuition Reimbursement
    1. The Board will reimburse each 10 or 12 month contracted employee
    for tuition only up to the maximum charged for tuition as set by Rowan
        College and not to exceed six credits for any school year. Tuition
        reimbursement shall be available for all employees of the bargaining
        unit after employment of one (1) year based on effective date of employment.
        A year includes the time between July 1 and June 30. When the employee
        submits the bill after the course or courses have been successfully completed,
        the employee must be under contract and have full intention to continue in
        the Special Services School District.
    2. The course or courses must be in the field of the employee's assignment or
        a related field and must be approved by the Superintendent on the
        appropriate form before the course is taken by the employee. At the close
        of the course, proof of the credit earned must be submitted to the
        Superintendent.
    3. New Jersey State Department of Education criteria on credits given for
      college courses shall be used to determine horizontal advancement on the
      salary guides and reimbursement for college credits when staff members
      take courses under the provisions of the Article.
    B. This action is intended to be an encouragement to employees to improve in
    their field or to meet the requirement for proper certification but it is not
    to be construed that the Board of Education sponsors the courses taken. This
    matter is entirely an employee responsibility.

    C. All provisions of this Article shall be applicable to all part-time employees
    whose work day/year is fifty percent (50%) or more of the contractual work
    day/year of full-time employees.
    D. The contracted employee who is reimbursed for tuition agrees to work one full academic year, or repay 100% of the last most recent course. Exemptions are: major life change or other emergency, a non-renewal, or if employee applied for an in-house position and was turned down in lieu of an out-of-district hire.
    35
    ARTICLE XVI

    TEACHER EMPLOYMENT

    A. Qualifications
    It shall be the policy of the Board of Education to employ on the instructional
    staff, only those persons who hold at least a Bachelor's Degree with an
    academic major in an appropriate subject, field and an acceptable State
    Teacher's Certificate. Persons appointed to the administrative and supervisory
    staff shall hold at least a Master's Degree with majors in the appropriate fields.

    B. Certification
    1. All instructional personnel shall have teaching certificates, duly
    recorded with the Superintendent of Schools, that legally qualify
    them for the work to which they are assigned.

    2. All instructional personnel must have a Bachelor's Degree secured
    in an institution of higher education approved for teacher training
    by the State certification authority, or all instructional personnel
    who do not have degrees shall carry on a reasonable program of
    study toward the attainment of valid undergraduate degrees.

    3. All instructional personnel are expected to keep themselves informed
    of essential instructional improvement through professional study,
      group discussions, school visitations and travel. (Refer to Article XIV
      and XV.)
    4. Mentor reimbursement procedures are subject to New Jersey State
        Department of Education regulations.



    36
    C. Each teacher shall be placed on the appropriate step of the salary schedule in accordance with paragraph 1 below:
    1. Credit up to the fifth (5th) step of any salary level on the Salary
    Schedule shall be given, and beginning July 1, 1988, credit up to
    the eighth (8th) step may be given for previous outside teaching
      experience in a duly accredited school upon initial employment.
      Additional credit may not exceed four (4) years for military
    experience or alternative civilian service required by the Selective
      Service System. Credit may not exceed two (2) years for Peace
    Corps., VISTA or National Teacher Corps. Credit for work and time
    spent on a Fulbright Scholarship shall be given upon initial
    employment.

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

    E. Contracts given to teachers in each of their first three years shall be known
    as probationary contracts. Either party may terminate the contract upon sixty
    (60) days' written notice.

    F. Teachers under contract with the Board, but without permanent certificates,
    may be given contracts on a yearly basis until they meet the requirements
    for a tenure contract.

    G. Dismissal procedures of teachers under tenure shall be that prescribed by
    the State.

    H. The use of (a) classroom aide(s), other than as (a) supervised assistant(s),
    shall not be accepted as (a) viable substitute(s) for certified teacher(s) in
    the instructional situation(s) unless said aide(s) hold(s) (a) Cape May County
    Substitute Certificate(s).



    37
    ARTICLE XVII

    VACATIONS

    Vacations shall be granted to 12 month employees only and shall be based
    upon the following:

    1. After the first full year of contractual employment, July 1st through
    June 30th, five (5) working days
    a. Vacation days for new hires beginning work after the start of
    the contractual year shall be prorated:
    Beginning of 1st month (or a major fraction of = 51%) to the end
    of 2nd month worked = 0 days
    Beginning of 3rd month to end of 4th month worked = 1 day total
    = 1 day
    Beginning of 5th month to end of 6th month worked = 1 day total
    = 2 days
    Beginning of 7th month to end of 8th month worked = 1 day total
    = 3 days
    Beginning of 9th month to end of 10th month worked = 1 day total
    = 4 days
    Beginning of 11th month to end of 12th month worked = 1 day total
    = 5 days
      b. Vacation days shall be pro-rated at the appropriate percentage of
          employment for part-time employees. However, part-time employees
          working fifty percent (50%) of the work day/year shall be given a
          full year of credit for determining the number of vacation days to
          which they are entitled.
    2. From the completion of the second year of continuous employment to the
    completion of the fourth year, ten (10) working days.
    3. From the completion of the fifth (5th) year of continuous employment to
      the completion of the ninth (9th) year, fifteen (15) working days.
    4. From the completion of the tenth (10th) year of continuous employment
    and every year thereafter, twenty (20) working days.
    5. All vacation time is to be taken in agreement with the employee's
        immediate supervisor and the Superintendent of Schools.

    38

    6. In the event that two or more employees request the same vacation time,
        and all other factors are equal pursuant to section 5 above, seniority shall
        prevail.
    7. In the event that a 10 month employee moves to a 12 month position in
      the same job category, all previous years experience as a 10 month
      employee will be credited for the purpose of determining vacation
      entitlement.
    8. Where applicable, the last week of vacation for those secretaries entitled
        to receive three or four weeks vacation may be taken during the winter
        session when school is in progress with prior approval from their
        immediate supervisor and authorization from the Superintendent of
        Schools and Board of Education. This week of vacation may not be taken at
        a time when grant proposals, state reports or monitoring by state officials
        will be in effect.



















    39

    ARTICLE XVIII

    MISCELLANEOUS PROVISIONS


    A. The Board reserves to itself sole jurisdiction and authority over matters
      of policy and retains the right, subject only to the limitations imposed by the language of this Agreement, in accordance with applicable laws and regulations
    1. to direct employees of the school district,
    2. to hire, rehire, promote, transfer, assign, or retain
    employees in positions in the school district, and for
    just cause to suspend, demote, discharge or take any other
    disciplinary action against employees,
    3. to maintain efficiency of school district operations entrusted
    to them,
    4. take whatever actions that may be necessary to accomplish
    the mission of the school district in situations of emergency.

    B. It is understood by all parties, that under the courts of New Jersey and the
    State Commissioner of Education, the Board of Education is forbidden to waive
    any rights or power granted it by law.

    C. Employees shall not be required to drive students to activities which take place away from the school building. An employee may do so voluntarily, however, with the advance approval of his/her principal or immediate supervisor. He/she shall be compensated at the established rate of reimbursement per mile for the use of his/her automobile if prior approval is granted by the administration under the following conditions:
    1. Any staff member may transport a handicapped pupil in a private
    vehicle on a temporary basis providing the County Superintendent
        knows of the situation and the temporary transportation is mentioned in the student's I.E.P. The Bill A687 authorizes temporary transportation without the vehicle being equipped as a small school bus.
    40
      2. A staff member transporting a pupil on a temporary basis must first secure permission from the Superintendent of Schools to do so. All persons transporting students must have adequate liability insurance. In the event of an accident a
        staff member's own insurance policy constitutes primary coverage and the
        Special Services School District's insurance provides liability insurance
        against bodily injury and property damage only. There is no coverage for the
        staff member's vehicle.
      3. The Board will compensate an employee required to use their car on a regular
        basis for work purposes for unreimbursed deductibles up to a maximum of $500
        as a result of an accident for which they were not at fault. Any accident must
        be documented by a police report. The exception would be if the employee did
        not report to their school building prior to their first visit and subsequent to
        their last visit.
    D. Aides Acting as Substitute Teachers
    1. Any aide or assistant media specialist who holds a Cape May County
    substitute teacher's certificate and is called upon to substitute for a
    professional staff member shall be reimbursed, in addition to his/her
    per diem rate, at $45 per day. The Association and the Board have a
    conceptual agreement that is not the Board’s intention to use aides
    as substitutes without compensating them. The parties agree to meet
    and determine the best course of action to compensate aides or assistant
    media specialists called upon to substitute for periods of time less than a
    half day or full day.

    E. If any provision of this Agreement or any application of this Agreement to any employee or group of employees is held to be contrary to law, then such provision
    or application shall not be deemed valid and subsisting, except to the extent
    permitted by law, but all other provisions or applications shall continue in full
    force and effect.
    F. Any individual contract between the Board and an individual employee,
    heretofore or hereafter executed, shall be subject to and consistent with the terms
      and conditions of this Agreement. If an individual contract contains any language inconsistent with this Agreement, this Agreement, during its duration, shall be controlling.
    41

    G. Copies of this Agreement shall be presented by the Superintendent to all employees
    now employed or hereafter employed by the Board. The cost of printing and
    distributing copies of this Agreement will be shared equally by the Board of
    Education and the Staff Association.

    H The Board agrees to deduct from the salary of each employee who joins, dues for the Special Services School Staff Association, the Cape May County Education Association,
      the New Jersey Education Association, and the National Educational Association. Said monies shall be transmitted as directed by the employee.

    I. Mileage Reimbursement
      The Board of Education will reimburse staff members for using their automobiles
      while conducting school business at the rate established currently by the IRS.
      Tolls will also be reimbursed when a receipt is submitted. Prior approval from the administration is necessary for authorization to use private vehicles for school business. Employees shall be reimbursed within 2 (two) pay periods of Board
      approval of payment of vouchers.

    J. Licenses
    Costs for maintaining state licensure or other fees shall be borne by the Board
    as listed:
    1. Black seal license fees for those designated by the
    Superintendent
    2. Certification fees for life saving
    3. Fees for training in cardiopulmonary resuscitation (CPR)
    and first aid as designated by the Superintendent







    42

    K. The Board and Administration agree there shall be no discrimination, and that all practices, procedures, and policies of the school system shall clearly exemplify
      that there is no discrimination in the hiring, training, assignment, promotion,
      transfer, or discipline of employees or in the application or administration of
      the school on the basis of race, creed, color, religion, national origin, sex,
      domicile, or marital status.













    Footnote (1): The Request for Approved Mileage Form is attached as
    Appendix F for informational purposes only












    43
    ARTICLE XIX
    JOB SECURITY



    A. In the event of a reduction in force, including reductions caused by
    the discontinuance of a facility or its relocation, the employees
    with ten (10) or more years of service shall be laid off in the
    inverse order of seniority within a given job classification
    consistent with Title 18A: 17-4.

    B. In the event that within two years from the date of his/her layoff a
    vacancy occurs in the classification of his/her last appointment from
    which he/she was laid off, the laid-off employee shall be entitled to
    recall thereto in the order of his/her same job classification seniority.

    C. For the purposes of seniority, part-time employees shall be given yearly
        service credit pro-rated at their percent of employment.
























    44


    ARTICLE XX


    EXTRA PAY FOR EXTRA DUTIES


                          2005-07 2007-2008

    A. School Newsletter
    Editor $1,500 $1,568

    B. Translator/Signer $14.36/hour $15.00/hr

    C. Community Aquatic
    Planner $4,800 $5,016

    D. School Yearbook Coordinator $1,500 $1,568
      E. Student Team Advisor $750 $784


























    45
      ARTICLE XXI


      FULLY BARGAINED PROVISIONS

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



















      46
      ARTICLE XXII


      REPRESENTATION FEE


      A. Purpose of Fee
        If an employee, all certificated and non-certificated employees of the Board represented by the Association in the negotiating unit (Article 1 – Recognition), does not become a member of the Association during any membership year, (i.e.,
        From September 1 to the following August 31) which is covered in whole or in part by this Agreement, said employee will be required to pay a representation fee to the Association for that membership year. The purpose of this fee will be to offset the employee’s per capita cost of services rendered by the Association as majority representative.
      B. Amount of Fee/Notification
        Prior to the beginning of each membership year, the Association will notify the Board in writing of the amount of the regular membership dues, initiation fees
        And assessments charged by the Association to its own members for that membership year. The representation fee to be paid by nonmembers will be determined by the Association in accordance with the law.
      C. Deduction and Transmission of Fee
            • Notification – On or about the 15th of September of each year the Board will submit to the Association a list of all employees in the bargaining unit. On or about January 1 of each year the Association shall notify the Board as to the names of those employees who are required to pay the representation fee.
            • Payroll Deduction Schedule – The Board will deduct from the salaries of the employees referred to in Section C-1 the full amount of the yearly representation fee in equal installments beginning with the first paycheck in February.
      47
          • Termination of Employment – If an employee who is required to pay a
              representation fee terminates his or her employment with the Board before the Association has received the full amount of the representation fee to which it is entitled under this Article, the Board will deduct the unpaid portion of the fee from the last paycheck paid to said employee during the membership year in question.
            • Mechanics – Except as otherwise provided in this Article, the mechanics for the transmission of such fees to the Association will, as nearly as possible, be the same as those used for the transmission of regular membership dues to the Association.
            • Changes – The Association will notify the Board in writing of any changes in the list provided for in Paragraph 1 above and or the amount of the representation fee, and such changes will be reflected in any deduction made more than 10 days after the Board receives said notice.
            • New Employees – On or about the last day of each month, beginning with the month this agreement becomes effective, the Board will submit to the Association, a list of all employees who began their employment in a bargaining unit position during the preceding 30 day period. The list will include names, social security numbers, job titles, dates of employment and places of assignment for all such employees. The Board will also notify the Association of any change in the status of an employee regarding transfer, leave of absence, return from leave, retirement, resignation, separation from employment, or death.
      D. Indemnification
            The Association shall indemnify and hold employer harmless against any and all claims, demands, suits and other forms of liability, including liability for reasonable counsel fees and other legal costs and expenses
            that may arise out of or by reason of and action taken or not taken by the employer in conformance with this provision.



      48
      ARTICLE XXIII


      DURATION


      The Articles set forth in this Agreement have been approved by the Special Services School District Board of Education and ratified by the Staff Association
      of the Special Services School District. The signatures affixed confirm this agreement for the school years beginning July 1, 2005 and continuing
      through June 30, 2008.


      DATE: ________________________



      Cape May County Special Services Cape May County Special Services
      Staff Association Board of Education



      ______________________________ ________________________________
      Margaret E. Krah Thomas C. Whittington
      President President




      ______________________________ ________________________________
      Member Diane G. Bitting
      Staff Association Secretary











      49

      CAPE MAY COUNTY SCHOOLS FOR SPECIAL SERVICES
      Ocean Academy/Cape May County High School/Cape Educational COMPACT


      CERTIFICATED STAFF

      SCHEDULE A-1

      2005-2006

      STEP BA BA+30 MA MA+30 DOC

      1 44,206 45,206 46,331 47,456 48,581

      2 44,506 45,506 46,631 47,756 48,881

      3 44,806 45,806 46,931 48,056 49,181

      4 45,106 46,106 47,231 48,356 49,481

      5 46,281 47,281 48,406 49,531 50,656

      6 47,456 48,456 49,581 50,706 51,831

      7 48,731 49,731 50,856 51,981 53,106

      8 50,006 51,006 52,131 53,256 54,381

      9 51,581 52,581 53,706 54,831 55,956

      10 54,357 55,357 56,482 57,607 58,732

      11 57,333 58,333 59,458 60,583 61,708

      12 60,189 61,189 62,314 63,439 64,564


              You will move up one step each year of the contract.


      Longevity: $1,600 after completion of 14 years; an additional $300 (total of $1,900) after completion of 18 years of service in the district
      for employees hired after 7/1/97. Employees hired before
      7/1/97 are grandfathered and will receive longevity defined as
      years of experience granted at hire plus years of service in the
      district.





      CAPE MAY COUNTY SCHOOLS FOR SPECIAL SERVICES
      Ocean Academy/Cape May County High School/Cape Educational COMPACT


      CERTIFICATED STAFF

      SCHEDULE A-2

      2006-07

      STEP BA BA+30 MA MA+30 DOC

      1 46,358 47,358 48,483 49,608 50,733

      2 46,658 47,658 48,783 49,908 51,033

      3 46,958 47,958 49,083 50,208 51,333

      4 47,258 48,258 49,383 50,508 51,633

      5 48,433 49,433 50,558 51,683 52,808

      6 49,608 50,608 51,733 52,858 53,983

      7 50,883 51,883 53,008 54,133 55,258

      8 52,158 53,158 54,283 55,408 56,533

      9 53,733 54,733 55,858 56,983 58,108

      10 56,509 57,509 58,634 59,759 60,884

      11 59,485 60,485 61,610 62,735 63,860

      12 62,341 63,341 64,466 65,591 66,716

              You will move up one step each year of the contract.


      Longevity: $1,600 after completion of 14 years; an additional $300
      (total of $1,900) after completion of 18 years of service
      in the district for employees hired after 7/1/97. Employees
      hired before 7/1/97 are grandfathered and will receive
      longevity defined as years of experience granted at hire
      plus years of service in the district.





      CAPE MAY COUNTY SCHOOLS FOR SPECIAL SERVICES
      Ocean Academy/Cape May County High School/Cape Educational COMPACT


      CERTIFICATED STAFF

      SCHEDULE A-3

      2007-2008

      STEP BA BA+30 MA MA+30 DOC

      1 49,463 50,463 51,588 52,713 53,838

      2 49,763 50,763 51,888 53,013 54,138

      3 50,063 51,063 52,188 53,313 54,438

      4 50,363 51,363 52,488 53,613 54,738

      5 50,663 51,663 52,788 53,913 55,038

      6 51,838 52,838 53,963 55,088 56,213

      7 53,113 54,113 55,238 56,363 57,488

      8 54,388 55,388 56,513 57,638 58,763

      9 55,963 56,963 58,088 59,213 60,338

      10 58,739 59,739 60,864 61,989 63,114

      11 61,715 62,715 63,840 64,965 66,090

      12 64,571 65,571 66,696 67,821 68,946



      You will move up one step for each year of the contract.



      Longevity: $1,600 after completion of 14 years; an additional $300 (total of $1,900) after completion of 18 years of service in the district
      for employees hired after 7/1/97. Employees hired before
      7/1/97 are grandfathered and will receive longevity defined as
      years of experience granted at hire plus years of service in the
      district.

      CAPE MAY COUNTY SCHOOLS FOR SPECIAL SERVICES
      Ocean Academy/Cape May County High School/Cape Educational COMPACT


      TEACHER/SCHOOL AIDE

      SCHEDULE B

      (10 months)



      STEP 2005-2006 2006-07 2007-08

      1 16,778 17,648 18,778

      2 17,105 17,975 19,105

      3 17,436 18,306 19,436

      4 17,692 18,562 19,692
          5 17,948 18,818 19,948
              6 18,268 19,138 20,268

      7 18,716 19,586 20,716

      8 19,450 20,320 21,450
              9 19,778 22,058 23,188

      10 21,594 23,796 24,926

      11 23,665 25,534 26,714

      12 25,840 27,346 28,501

      13 27,911 29,099 30,274

      14 29,984 30,924 32,039

          You will move up one step for each year of the contract


      Longevity: $1,100 after completion of 11 years; an additional $200
      (total of $1,300) after completion of 15 years of service
      in the district for employees hired after 7/1/97. Employees
      hired before 7/1/97 are grandfathered and will receive
      longevity defined as years of experience granted at hire plus
      years of service in the district.

      CAPE MAY COUNTY SCHOOLS FOR SPECIAL SERVICES
      Ocean Academy/Cape May County High School/Cape Educational COMPACT
      ASSISTANT PHYSICAL/OCCUPATIONAL THERAPIST
      INTERPRETER
                          SCHEDULE C

      (10 months)


      STEP 2005-2006 2006-07 2007-08

      1 25,025 25,655 26,475

      2 25,252 25,882 26,702

      3 25,595 26,224 27,044

      4 25,964 26,594 27,414

      5 26,475 27,105 27,925

      6 27,333 27,963 28,783

      7 28,323 28,953 29,773

      8 29,176 29,806 30,626

      9 30,028 30,658 31,478

      10 31,933 32,563 33,383

        11 33,980 34,610 35,630

      12 36,126 36,759 37,779

      13 38,409 39,349 40,349
          You will move up one step for each year of the contract

      Longevity: $1,300 after completion of 11 years; an additional $200
      (total of $1,500) after completion of 15 years of service
      in the district for employees hired after 7/1/97.
      Employees hired before 7/1/97 are grandfathered and
      will receive longevity defined as years of experience
      granted at hire plus years of service in the district.
      Note: Adult Day Health Care Program Manager shall receive
                pensionable income in the amount of $3,000.00 per contract
              year in addition to step on the guide.


      CAPE MAY COUNTY SCHOOLS FOR SPECIAL SERVICES
      Ocean Academy/Cape May County High School/Cape Educational COMPACT

      ADMINISTRATIVE SECRETARY

      SCHEDULE D

      (12 months)
      STEP 2005-06 2006-07 2007-08

      1 29,623 31,498 33,473

      2 29,923 31,798 33,773

      3 30,223 32,098 34,073

      4 30,523 32,398 34,373

      5 30,823 32,698 34,673

      6 31,123 32,998 34,973

      7 31,423 33,298 35,273

      8 31,723 33,598 35,573

      9 32,023 33,898 35,873

      10 34,338 36,213 38,188
              11 40,006 41,881 43,856
              12 41,732 43,607 45,582


          You will remain on the same step each year of the contract.


      Longevity: $1,300 after completion of 12 years; an additional $200
      (total of $1,500) after completion of 15 years of service
      in the district for employees hired after 7/1/97.
      Employees hired before 7/1/97 are grandfathered and
      will receive longevity defined as years of experience
      granted at hire plus years of service in the district.



      CAPE MAY COUNTY SCHOOLS FOR SPECIAL SERVICES
      Ocean Academy/Cape May County High School/Cape Educational COMPACT

      GENERAL SECRETARY
      BOOKKEEPER/SECRETARY
      SCHEDULE E
      (12 months)

      STEP 2005-06 2006-07 2007-08

      1 20,701 22,015 23,399

      2 21,044 22,358 23,742

      3 21,403 22,717 24,100

      4 21,820 23,134 24,518

      5 22,190 23,504 24,887

      6 22,559 23,873 25,257

      7 22,978 24,292 25,675

      8 23,395 24,709 26,093

      9 23,838 25,152 26,536

      10 24,286 25,600 26,984

      11 24,902 26,216 27,599
          12 26,296 27,610 28,993

      13 28,830 30,144 31,528

      14 31,365 32,679 34,062
          15 33,899 35,213 36,597

      16 36,437 37,751 39,135

      You will remain on the same step each year of the contract.

      Note: 10 month secretaries will be pro-rated off the 12 month guide.

      Longevity: $1,300 after completion of 12 years; an additional $200
      (total of $1,500) after completion of 15 years of service
      in the district for employees hired after 7/1/97.
      Employees hired before 7/1/97 are grandfathered and
      will receive longevity defined as years of experience
      granted at hire plus years of service in the district.
      CAPE MAY COUNTY SCHOOLS FOR SPECIAL SERVICES
      Ocean Academy/Cape May County High School/Cape Educational COMPACT


      CUSTODIAL WORKER

      SCHEDULE F

      (12 months)


      STEP 2005-06 With 2006-07 With 2007-08 With
      Black Seal Black Seal Black Seal

        1 21,885 24,885 22,923 25,923 24,000 27,000
        2 22,185 25,185 23,223 26,223 24,300 27,300
        3 22,485 25,485 23,523 26,523 24,600 27,600
        4 22,785 25,785 23,823 26,823 24,900 27,900
        5 23,069 26,069 24,107 27,107 25,200 28,200
        6 23,350 26,350 24,388 27,388 25,484 28,484
        7 23,623 26,623 24,661 27,661 25,765 28,765
        8 23,878 26,878 24,916 27,916 26,038 29,038
        9 24,263 27,263 25,301 28,301 26,292 29,292
        10 24,815 27,815 25,853 28,853 26,678 29,678
        11 25,662 28,662 26,700 29,700 27,229 30,229
        12 28,077 31,077
      You will move up one step each year of the contract.

          Longevity: $950 after completion of 8 years; an additional $200 (total of $1,150) after completion of 11 years of service in the district for employees hired after 7/1/97. Employees hired before 9/1/97 are grandfathered and will receive longevity defined as years of experience granted at hire plus years of service in the district.




      CAPE MAY COUNTY SCHOOLS FOR SPECIAL SERVICES
      Ocean Academy/Cape May County High School/Cape Educational COMPACT


      MAINTENANCE MECHANIC

      SCHEDULE G

      (12 months)



      STEP 2005-2006 2006-07 2007-08

      1 38,873 40,373 41,873

      2 39,173 40,673 42,173

      3 39,473 40,973 42,473

      4 39,773 41,273 42,773

      5 40,073 41,573 43,073

      6 40,373 41,873 43,373

      7 40,673 42,173 43,673

      8 40,973 42,473 43,973

      9 41,273 42,773 44,273

      10 41,573 43,073 44,573

      11 41,873 43,373 44,873


      You will move up one step each year of the contract.




      Longevity: $1,100 after completion of 12 years; an additional $200
      (total of $1,300) after completion of 15 years of service in the
      district for employees hired after 7/1/97. Employees hired before
      7/1/97 are grandfathered and will receive longevity defined as
      years of experience granted at hire plus years of service in the
      district.

      CAPE MAY COUNTY SCHOOLS FOR SPECIAL SERVICES
      Ocean Academy/George E. Bailey Middle School/Alternative High School


      LEAD MECHANIC - HVAC

      SCHEDULE H

      (12 months)



      STEP 2005-06 2006-07 2007-08

      1 46,535 48,035 49,535

      2 47,035 48,535 50,035

      3 47,535 49,035 50,535

      4 48,035 49,535 51,035

      5 48,535 50,035 51,535

      6 49,035 50,535 52,035

      7 49,535 51,035 52,535

      8 50,035 51,535 53,035

      9 50,535 52,035 53,535

      10 51,035 52,535 54,035

      11 51,535 53,035 54,535

      12 52,035 53,535 55,035


      You will move up one step each year of the contract.


      Longevity: $1,500 after completion of 12 years; an additional $200
      (total of $1,700) after completion of 15 years of service in the
      district for employees hired after 7/1/97. Employees hired before
      7/1/97 are grandfathered and will receive longevity defined as
      years of experience granted at hire plus years of service in the
      district.

      CAPE MAY COUNTY SCHOOLS FOR SPECIAL SERVICES
      Ocean Academy/Cape May County High School/Cape Educational COMPACT


      FOOD SERVICE WORKER

      SCHEDULE I

      (10 months)




      STEP 2005-06 2006-07 2007-08

      1 20,144 21,177 22,282

      2 20,394 21,427 22,532

      3 20,644 21,677 22,782

      4 20,894 21,927 23,032
                5 21,395 22,177 23,282
              6 22,198 22,678 23,532

      7 23,217 23,481 24,033

      8 24,489 24,500 24,836
              9 25,337 25,772 25,855

      10 26,815 26,620 27,127

      11 31,327 28,098 27,975

      12 33,638 32,610 29,453

      13 34,921 33,965

      14 36,276

      You will move up one step for each year of the contract

      Longevity: $1,100 after completion of 11 years; an additional $200
      (total of $1,300) after completion of 15 years of service
      in the district for employees hired after 7/1/97. Employees
      hired before 7/1/97 are grandfathered and will receive
          longevity defined as years of experience granted at hire
              plus years of service in the district.

      CAPE MAY COUNTY SCHOOLS FOR SPECIAL SERVICES
      Ocean Academy/Cape May County High School/Cape Educational COMPACT


      HEAD FOOD SERVICE WORKER

      SCHEDULE J

      (12 months)



      STEP 2005-06 2006-07 2007-08
              1 33,975 35,475 36,975

      2 34,975 36,475 37,975

      3 35,975 37,475 38,975

      4 36,975 38,475 39,975

      5 37,975 39,475 40,975
              6 38,975 40,475 41,975

      7 39,975 41,475 42,975

      8 40,975 42,475 43,975
              9 41,975 43,475 44,975

      10 42,975 44,475 45,975

      11 43,975 45,475 46,975





      You will move up one step for each year of the contract

      Longevity: $1,100 after completion of 11 years; an additional $200
      (total of $1,300) after completion of 15 years of service
      in the district for employees hired after 7/1/97. Employees
      hired before 7/1/97 are grandfathered and will receive
          longevity defined as years of experience granted at hire
              plus years of service in the district.



      Cape May Cty Spec Serv BE and Cape May Cty Spec Serv Staff Assn 2005.pdf