ARTICLE NUMBER	TITLE	PAGE NUMBER
	Agreement	1
1	Recognition	1
2	Board's Rights	2
3	Negotiation of a Successor Agreement	2
4	Grievance Procedure	2
5	Employee Rights	5
6	Association Rights	6
7	Protection of Employees	6
8	School Calendar	8
9	Employment	8
10	Fair Dismissal Procedure	9
11	Teacher Work Day	10
12	Secretarial and Custodial/Maintenance Work Year, Including Holidays and Vacation	17
13	Custodians' and Secretaries' Work Week, Work Day and Overtime	19
14	Voluntary Reassignment	21
15	Involuntary Reassignment	22
16	Promotions	22
17	Non-Teaching Duties	24
18	Sick Leave	24
19	Temporary Leaves of Absence	26
20	Extended Leaves of Absence	28
21	Sabbatical Leave	30
22	Insurance Protection	31
23	Professional Development	32
24	Student Discipline	34
25	Automobile Use	34
26	Employee and Association Obligations	34
27	Class Size	34
28	Teacher Evaluation	34
29	Custodial and Secretarial Evaluation	35
30	Personnel Files	36
31	Board-Staff Relations Committee	36
32	Salaries	36
33	Working Conditions – Video Production Technician	40
34	Classroom Cleaners Terms and Conditions of Employment	41
35	Support Employee Discipline	42
36	Agency Fee	43
37	Miscellaneous	44

TITLE	PAGE NUMBER
38	Duration	45
Schedule A	Professional Staff Salary Guide - 2009-2010	46
Schedule B	Professional Staff Salary Guide - 2010-2011	47
Schedule C	Professional Staff Salary Guide - 2011-2012	48
Schedules D/E/F	Inter-Scholastic Guides - 2009-2010, 2010-2011and 2011-2012	49
Schedules G/H/I	Intra-Scholastic Guides - 2009-2010, 2010-2011and 2011-2012	50
Schedule J	Miscellaneous and Hourly Positions – 2009-2010, 2010-2011 and 2011-2012	51
Schedule K	Secretary Salary Guide - 2009-2010	52
Schedule L	Secretary Salary Guide - 2010-2011	53
Schedule M	Secretary Salary Guide – 2011-2012	54
Schedule N	12 Month Custodial/Maintenance Salary Guide – 2009-2010	55
Schedule O	12 Month Custodial/Maintenance Salary Guide – 2010-2011	56
Schedule P	12 Month Custodial/Maintenance Salary Guide – 2011-2012	57
Schedule Q	Non-Certified Salary Guides - 2009-2010, 2010-2011 and 2011-2012	58
Schedule R	Media Assistant (10 months + 2 weeks) Salary Guides - 2009-2010, 2010-2011 and 2011-2012	61
Schedule S	Classroom Cleaner Rate Per Room - 2009-2010, 2010-2011 and 2011-2012	62
	Policy #4160	63

1. All certified personnel under teaching contracts with the Board including the Student Assistance Counselor.

2. All clerical personnel employed by the Board, including secretaries, attendance clerks and the Media Assistant.

4. Video Production Technician, Athletic Trainer, Teacher Aide.

5. All positions not covered in 1. through 4. above for whom schedules are contained within the contract.

h. Assistant Night Foreman
j. All other supervisory and confidential employees within the meaning of the Act.

D. The parties have an obligation pursuant to Chapter 123, P.L. 1974 to negotiate in good faith with respect to terms and conditions of employment.

The term "grievance" means a complaint by any person or persons that, as to them, there has been an inequitable, improper or unjust application, interpretation or violation of a policy, agreement or administrative decision affecting said person or persons. The "aggrieved person" is the person or persons making the claim.

The term "grievance" and the procedure relative thereto shall not be deemed applicable in the following instances:

1. The failure or refusal of the Board to renew a contract of a non-tenure teacher.

2. In matters where a method of review is mandated by law, or by any rule, regulation or law of the State Commissioner of Education or the State Board of Education.

4. In matters where the discretion of the Board may not be unlimited, but where, after the exercise of such discretion, a further review of the Board's action is available to teachers under provisions of State Law.

1. In the presentation of a grievance, the grievant shall have the right to present an appeal or to designate a representative to appear with the grievant at any step in the appeal. A minority organization shall not have the right to present or process a grievance. Such right of representation shall be applicable only to presentation of a grievance as defined herein. It does not extend to conferences with administrative personnel where no formal grievance, as defined herein, has been filed on behalf of the aggrieved person.

An employee shall first discuss the grievance orally with the immediate supervisor if the subject matter of the grievance is within the supervisory employee's jurisdiction. If the subject matter of the grievance is not within the immediate supervisor's jurisdiction, then the employee shall discuss the grievance orally with the Principal, if a teacher, or with the Business Administrator, if a clerical or custodial and maintenance employee.

An employee shall submit the grievance at this level by submitting the grievance, in writing, and specifying:

Teachers shall file the written grievance with the Superintendent. Clerical and custodial and maintenance employees shall file the written grievance with the Business Administrator. Within three (3) workdays of receipt of the written grievance (unless a different period which is mutually agreed upon), the Superintendent or Business Administrator shall hold the hearing at which all parties in interest shall have the right to be heard. Within three (3) workdays of said hearings (unless a different period is mutually agreed-upon), the Superintendent or Business Administrator shall, in writing, advise the person and the person's representative, if any, of the determination.

An employee who is dissatisfied with the recommendation at Level Two may appeal that recommendation to the next level. This appeal shall be in writing and occur within ten (10) workdays of the receipt of the written determination from the preceding level or within ten (10) workdays from when the written determination should have been made at that level. The employee filing a Level Three grievance may submit written materials in support of the grievance provided, however, that those same materials shall be served upon the Superintendent or Business Administrator at least ten (10) days prior to any hearing by the Board. The Board shall hold a hearing with the grievant and his/her representative if so requested by the grievant in writing at the time the grievant is filed at this level. The Board shall make a determination within thirty (30) calendar days from the receipt of the grievance and shall notify the employee in writing, with a copy of the determination to the representative, if any, of the determination by the Board. This time period may be extended by mutual agreement of the parties.

a. In the event that the Association is dissatisfied with the determination of the Board, the Association shall have the right to request the appointment of an arbitrator.

(1) Such requests shall be made no later than fifteen (15) calendar days following the determination of the Board or forty-five (45) calendar days having passed with no determination having been made by the Board after receipt of the grievance. Failure to file within said time period shall constitute a bar to such arbitration unless the aggrieved employee and the Board shall mutually agree upon a longer time period within which to assert such a demand.

(2) Such request for the appointment of an arbitrator can be honored only if the aggrieved person in writing waives the right, if any, to submit the underlying dispute to any other administrative or judicial tribunal, except for the purpose of enforcing the arbitrator's decision.

(3) Within ten (10) school days after such written notice of request for arbitration, the Board and the aggrieved person (or representative) shall attempt to agree upon a mutually acceptable arbitrator and obtain a commitment from said arbitrator to serve. In the event the parties are unable to agree upon an arbitrator or to obtain such a commitment within the specified period, a request will be made by the party or parties to the American Arbitration Association to submit a roster of persons qualified to function as an arbitrator in the dispute in question. The parties shall then be bound by the rules and procedures of the American Arbitration Association in the selection of an arbitrator.

(4) The arbitrator shall be limited to the issues submitted and shall consider nothing else. The arbitrator can add nothing to nor subtract anything from this Agreement.

(5) The arbitrator shall render a decision in writing within thirty (30) days after the completion of the arbitration proceedings. Only the Board and the aggrieved person (or representative) shall be given copies of the arbitrator's decision. The decision of the arbitrator shall be binding on both parties.

(6) Each party shall bear the total cost incurred by themselves. Fees and expenses of the arbitrator will be shared by the parties equally.

(7) No matter shall be arbitrable which would constitute a waiver by the Board of those rights and powers which it is forbidden by law to waive or delegate.

1. Whenever any civil action has been brought or shall be brought against any teacher or instructional aide for any act or omission arising out of and in the course of the performance of the duties of such teacher or instructional aide, the Board shall defray the cost of defending such action, including reasonable counsel fees and expenses, together with costs of appeal, if any, and shall save harmless and protect such teacher or instructional aide from any financial loss resulting therefrom. This subparagraph shall apply to the use of automobiles in the performance of personnel's duties provided, however, that the use of such automobile shall have been authorized in writing in advance by the Superintendent.

2. During the time of suspension of a teacher pending charges, the teacher shall not receive pay provided, however, that a Board hearing upon any charge leading to suspension shall be held within two (2) weeks of the filing of the charges and further provided that if the charges are found to be without merit, the teacher shall be reinstated with all accumulated benefits and shall be reimbursed in the amount of pay withheld during suspension.

1. Whenever any action is brought against a secretarial employee before the Board or before the Commissioner of Education of the State of New Jersey which may affect the employee's employment or salary status, the Board of Education shall reimburse the employee for the cost of the defense if the action is dismissed or results in a final decision in favor of the employee.

2. The Board shall give full support including legal and other assistance for any assault upon secretarial employees while acting in the discharge of their duties.

Any suspension of a custodial and maintenance employee shall be with full pay and benefits. This shall be in effect until the Board of Education brings formal charges against said employee.

1. An employee shall immediately report any case of assault upon such employee's person or property arising out of or in connection with assigned duties. Such matters shall be reported to the Superintendent or the employee's immediate supervisor for any action which the Superintendent or supervisor deems appropriate.

2. Employees will not be required to work under unsafe or hazardous conditions nor will they receive assignments dangerous to their health and safety. Further, in the event of a civil disorder on the school property, representatives of the Association shall have the right to meet with the Board's designated representatives concerning the safety of employees.

3. It is recognized that in any emergency situation caused by fire, bomb threat, riot and the like, employees are charged with the responsibility of using all prudent means to assure the safety and well-being of students.

Should any criminal action be instituted against any secretary or teacher or instructional aide for any act or omission arising out of the performance of the duties of such teacher, instructional aide or secretarial employee and such proceeding is dismissed or results in a final disposition in favor of such teacher or secretarial employee or instructional aide, the Board of Education shall reimburse the employee for the cost of defending such proceedings, including reasonable counsel fees and expenses of the original hearing or trial and all appeals.

1. The teacher work year is 187 days. If the student year does not exceed 180 days, the teacher year will not exceed 186 days.

2. New teachers may be required to attend up to five (5) additional days prior to September 1. These additional days shall be for orientation and in-service purposes. These days may be scheduled beginning August 20 or later.

The Board shall notify the Association in writing of all job postings. An inadvertent failure of the Board to notify the Association of the posting of a position or the Association’s failure to receive said notification (e.g. through E-mail notification) shall not result in a rescission of an appointment to a position or the re-posting of a position.

1. A written offer of a contract for employment for the next succeeding year, providing for at least the same terms and conditions of employment, but with such increases in salary and benefits as may be required by law or agreement between the Board and the Association; or

1. If such teacher desires to accept such employment, the teacher shall notify the Board of such acceptance in writing, which may be in the form of a signed contract, on or before June 1, in which event such employment shall continue as provided for herein. In default of such notice, the Board shall not be required to continue employment of such teacher.

statement of reasons for non-reemployment, such custodian may request in writing an informal appearance before the Board of Education. Such written request must be submitted to the Business Administrator within ten (10) work days of receipt of the Board's statement of reasons.

2. Such an informal appearance shall be scheduled within thirty (30) work days from receipt of the Board's statement of reasons.

3. A custodian's appearance before the Board of Education shall not be an adversary proceeding. The purpose of such an appearance shall be to permit the employee to convince the members of the committee to offer reemployment.

5. Within three (3) working days following the informal appearance, the Board of Education shall notify the affected custodian, in writing, of its final determination.

2. Teachers shall be required to sign the arrival log in the General Office no later than ten (10) minutes prior to the students (7:40 a.m. on regular days). On non-scheduled delayed opening days, teachers and instructional aides may not be required to report to work more than 45 minutes before the student reporting time and, in no event, no earlier than they are required to report on a day with a normal opening time.

3. Teachers shall be required to be at their assigned posts five (5) minutes prior to the students' arrival in homeroom or the opening period of the day if homeroom is not the first session of the day (7:50 a.m. on regular days).

4. a. Teachers shall be permitted to leave 18 minutes after the close of
the students' normal school day, with the exceptions set forth in d. and 5. below.

b. On Fridays and on days preceding holidays and vacations, the teachers' day shall end 10 minutes after the students' school day.

c. Abbreviated student days designated as in-service or workshops are considered full teacher days and dismissal shall be at the time which teachers would normally be dismissed under a. above.

(2) There shall also be ten (10) other monthly meetings. The purpose of this time is for staff meetings, parent/teacher meetings, supervisor/teacher meetings, student tutoring and related instructional activities.

(3) Meetings under (1) and (2) shall start no later than fifteen (15) minutes after student dismissal and last no longer then forty-five (45) minutes.

5. However, teachers shall make themselves available in a professional manner to consult with students needing or requesting additional instruction or assistance immediately beyond the eighteen (18) minute period described above.

7. Except for 8. below, the normal teacher day shall consist of five (5) teaching periods, one (1) lunch period, one (1) duty period and one (1) prep period. For 72 half periods a year or 36 full periods per year, or any combination thereof, each teacher not covered by 8. below shall be available for student tutoring on a schedule developed by the Administration. There shall be an ad hoc Administration Association Committee to study the best ways to utilize Article 11. A. 7 time periods.

8. Four (4) teachers are assigned to each twenty-five (25) minute student lunch period as a duty. During one-half of the school year, these teachers shall be provided with one (1) additional full prep period. During the other half of the school year, these teachers shall be assigned to one (1) additional full duty period.

9. A teacher shall not be required to teach more than twenty-five (25) instructional periods per week, except as required by present practice. It is agreed that teachers may voluntarily accept assignment to additional instructional periods. Neither the Association nor the Administration shall interfere or discourage the intent of this paragraph.

10. On days when the Co-op Coordinator does not visit job sites or observe students at job sites during school hours, they shall remain in the building on the same basis as other teachers and perform professional duties as described in Article 11 in the Agreement and as follows: All co-op teachers will be responsible for 30 periods per week, which includes two (2) periods of outside observations/conferences for every one (1) co-op class period. The observation/conferences will take place during the released periods. If observations/conferences are conducted after school hours, the co-op coordinator may be released earlier. Summer work for co-op coordinators is subject to approval from the administration and paid at the rate found in Schedule I of the Agreement for Summer CO-OP positions. When a Coordinator does visit job sites or observe students at job sites during school hours, he/she shall sign-out in the Principal’s office. Coordinators shall not be assigned duties unrelated to their responsibilities as Coordinators.

1. There shall be four blocks plus two smaller periods, one (1) a duty free lunch and one (1) an assignment, on a regular day.

2. Teachers shall be required to sign the arrival log in the General Office no later than ten (10) minutes prior to the students (7:40 a.m. on regular days).

3. Teachers shall be required to be at their assigned posts five (5) minutes prior to the students' arrival in the opening period of the day (7:50 a.m. on regular days). On non-scheduled delayed opening days, teachers and instructional aides may not be required to report to work more than 45 minutes before the student reporting time and, in no event, no earlier than they are required to report on a day with a normal opening time.

4. a. Teachers shall be permitted to leave 18 minutes after the close of the students' normal school day, with the exceptions set forth in d. and 5. below.

b. On Fridays and on days preceding holidays and vacations, the teachers' day shall end 10 minutes after the students' school day.
c. Abbreviated student days designated as in-service or workshops are considered full teacher days and dismissal shall be at the time which teachers would normally be dismissed under a. above.
d. Annually there shall be twenty (20) meetings for staff after school. These meetings shall start no later than fifteen (15) minutes after student dismissal and last no longer then forty-five (45) minutes.

5. However, teachers shall make themselves available in a professional manner to consult with students needing or requesting additional instruction or assistance immediately beyond the eighteen (18) minute period described above.

6. Periods shall be 80 minutes in length except for one block which is 85 minutes and two (2) separate smaller blocks of 25 minutes each.

1. In one of the semesters: three (3) teaching blocks and one (1) prep block, (one [1] of 85 minutes and three [3] of 80 minutes); one (1) 25 minute period for a duty free lunch, and one (1) 25 minute assignment period.

b. In the other semester: two (2) teaching blocks, one (1) prep block, one duty block (one [1] of 85 minutes and three [3] of 80 minutes); one (1) 25 minute period for a duty free lunch, and one (1) 25 minute assignment period.

c. Any classroom teacher beginning work in the District on or after September 1, 2009, may be assigned the following schedule in both semesters: three (3) teaching blocks and one (1) prep block, (one [1] of 85 minutes and three [3] of 80 minutes); one (1) 25 minute period for a duty free lunch, and one (1) 25 minute assignment period.

d. 40 minute and 25 minute classes will be scheduled for educational remedial purposes (i.e. HSPA, Basic Skills, etc.)

8. A minimum of four (4) teachers will be assigned to each twenty-five (25) minute student lunch period as their 25 minute assignment period. Teachers interested in cafeteria supervision for the following year shall file a written notice of interest with the Principal by May 1^st. The Administration will seek volunteers before involuntarily assigning to this supervision. Cafeteria supervision shall be assigned on an equitable rotating basis from among the teaching staff who do not volunteer, excluding: School Nurse, Librarian, Guidance Counselors, Co-op Coordinator(s), Substance Awareness Coordinator(s) and members of the Youth Study Team. In addition, if a teacher elects to teach six (6) blocks, he/she is excused from cafeteria supervision.

9. With the exception of the teachers under D. 7. c. above, a teacher shall not be required to teach more than five (5) blocks a year (three [3] blocks in one semester and two [2] blocks in the other semester. It is agreed that teachers may volunteer to accept a sixth block in lieu of having a prep period. Any volunteer assigned and teaching a sixth block shall receive an annual payment for that year of $8,000. Neither the Association nor the Administration shall interfere or discourage the intent of this paragraph.

10. Effective July 1, 2006, full-time teachers shall receive preparation time on any full school day which is equal in minutes to the length of a regular class block. While preparation time need not be scheduled consecutively, a full-time teacher shall be provided with no period of preparation time less than 40 consecutive minutes in length. The Board agrees that a full-time teacher shall have, in at least three of every six semesters under block scheduling, his/her preparation period immediately precede or immediately follow his/her lunch period. The Board also agrees that, as a goal, it will make every reasonable effort, consistent with sound educational decisions, to schedule a full-time teacher so that, in at least two of every four semesters under block scheduling, his/her preparation period immediately precede or immediately follow his/her lunch period.

11. Employees may leave the building without requesting permission during non-assigned time provided, however, the Administration must be notified of such absence in advance.

a. Teaching two (2) blocks per semester: one (1) lunch period and one (1) prep period and is paid at 6/8ths of applicable guide rate.

b. Teaching two (2) blocks one semester and one (1) block the other semester: one (1) lunch period and one (1) prep period in the two block teaching semester; and, no lunch period and no prep period in the one block teaching semester. Such a teacher is paid at 4/8ths of applicable guide rate.

c. Teaching one block each semester: no lunch period and no prep period in either semester. Such a teacher is paid at 2/8ths of applicable guide rate.

d. Teaching two (2) blocks in one semester and no blocks in the other semester: one (1) lunch period and one (1) prep period in the teaching block semester. Such a teacher is paid at 3/8ths of applicable guide rate.

e. Teaching one block in one semester: no lunch period and no prep period. Such a teacher is paid at 1/8ths of applicable guide rate.

1. Following the third tardiness, the Principal shall schedule, in writing, a conference with the involved teacher and shall forward a copy of the letter to the Superintendent and the Chairperson of the Board's Personnel Committee.

2. Following the fourth tardiness, the Superintendent shall, in writing, inform the teacher of the Superintendent's intention to request the Board to impose a fine for the fifth tardiness and each successive tardiness. The Superintendent shall forward a copy of such letter to the Chairperson of the Board's Personnel Committee.

3. Upon receipt of such letter set forth in the preceding paragraph, the teacher may request, in writing, within three (3) school days to meet with the Board of Education. If requested, such meeting shall be scheduled within three (3) school days.

4. The Board shall make its determination within thirty (30) days of the meeting, if such meeting had been requested by the teacher; otherwise, if no such meeting had been requested, such determination shall be made by the Board no later than the second regular meeting after the receipt of the letter from the Superintendent.

5. No assessment shall be made until the Board has made its determination. An assessment of fifteen dollars ($15) shall be levied beginning with the fifth tardiness and every tardiness thereafter. Should the tardiness extend beyond the first scheduled period of the day, an additional thirty-two dollars ($32) per hour or fraction thereof shall be assessed.

6. Tardiness shall not accumulate from one school year to another. Records of tardiness shall not be retained in the employee's file beyond two (2) years.

In a block scheduling approach, teachers who teach a sixth block shall not be in the pool for such assignment and such assignment shall be made using volunteers first. In a non-block scheduling work day mode, the teacher overseeing the School Media Center after school shall be permitted to arrive 15 minutes before the close of Period 1. In a block scheduling mode, the arrival time shall be the same as all other teachers and the position occupant(s) shall be paid at the Homebound Instruction rate for all time worked after the close of the regular teacher work day. The position shall be posted annually.

If a teacher is present in school but absent from the evening Parent Teacher-Conference due to illness, the teacher will be charged 1/4 sick leave day. If a teacher is present in school but absent from the evening Parent Teacher-Conference due to personal reasons, the teacher will be charged 1/2 personal leave day.

If a teacher is present in school but absent from the Back-to-School night due to illness, the teacher will be charged 1/4 sick leave day. If a teacher is present in school but absent from the evening Back-to-School Night due to personal reasons, the teacher will be charged 1/2 personal leave day.

Teachers will report at the late opening time (9:00 a.m.) the day following the above evening event

O. If the Board and Administration determine that there is need for the scheduling of teacher outside the regular day under Article 11, D., the Board shall:

1. Inform the SEA, through the administration, of the differing schedule prior to its posting;

2. Post the differing schedule and invite applications from qualified teachers on staff (“qualified” includes certification and/or endorsement requirements). Said posting shall be for at least ten (10) days prior to the application deadline;

3. Abide by all agreements between the parties as to terms and conditions of employment set forth in Article 11, D., except for the school arrival time set forth in D. 2. and post arrival time set forth in D. 3. If the appointed teacher’s schedule begins earlier than the arrival time set forth in D. 2., he/she is not obligated to attend meetings under the terms of D. 4. d. If the appointed teacher’s schedule extends beyond the normal dismissal time for other teacher, he/she may not be able to attend such after-school meetings. In no case, shall the work day for the teacher so assigned be longer than the work day for all other full-time teachers.

2. The administration will survey the staff in writing at the beginning of September and again at the end of January to determine whether a teacher:

a. is not interested in providing any homebound instruction during the upcoming semester

b. is interested in providing homebound instruction only to his/her students

c. is interested in providing homebound instruction to any student

It is understood that responses b. and c. indicate interest, not a specific volunteering for homebound instruction.

3. When there is a need for homebound instruction which occurs outside the regular work day, the administration will:

a. approach the teacher of the student if he/she has not replied under 2. above to determine if that teacher is willing to provide the instruction;

b. in the event that that teacher is not willing to provide the instruction, the administration will make the homebound instruction opportunity available to members of the department who have indicated that they are interested under 2. c. above;

c. in the event that that no department teacher is willing to provide the instruction, the administration will make the homebound instruction opportunity available to all teachers qualified to provide the instruction who have indicated that they are interested under 2. c. above

Note: teachers who have indicated that they are not interested in providing homebound instruction in the semester will not be contacted with respect to homebound instruction opportunities.

4. If a certified person who is not a member of the SEA unit is appointed to provide said instruction, payment shall be at the rate negotiated between the Board and the SEA.

1. The Pride Program will operate from 3:00 p.m. until 7:15 p.m. Monday through Friday.

2. Teachers assigned to work in the PRIDE program as an extra class will be compensated according to D. 9. above.

3. Teachers who volunteer to work in the PRIDE program as an extra class shall be paid at the following rate: $41.80 per hour for every assigned PRIDE program hour.

4. Instructional aides assigned to work in the PRIDE program beyond their regular work day shall be compensated at $20.90 per hour.

5. The administration will survey the staff in writing at the beginning of June to determine whether a teacher or instructional aide is interested in volunteering to work in the PRIDE Program during the following school year.

6. Teacher assigned to the extended day under 1. above shall not be required to attend morning in-service programs. The principal will be responsible to provide such a teacher with the in-service information covered.

7. The PRIDE Program shall follow the school calendar as it pertains to holidays and school closings. Schedules may be changed pending circumstances such as delayed openings, early closings, in-service days, etc.

1. Custodial and maintenance employees are expected to work on days when school is closed due to inclement weather.

2. On days when school is closed due to emergency closings, secretarial employees will not be required to work.

1. Secretarial employees shall be granted the following ten designated holidays annually:

In addition, secretaries shall receive the same Winter recess as the teaching staff.

In addition, there shall be two (2) “floater days” which will be scheduled as agreed to by the employee, her immediate supervisor. The prerogative for selecting the day after New Year's shall be negated if school is in session.
2. Whenever any of the holidays in 1. above falls on a Saturday or Sunday, the holiday will be scheduled as agreed to by the secretarial, custodial and maintenance employee and the immediate supervisor and approved by the Business Administrator.

3. Twelve (12) month custodial and maintenance employees shall be granted 13 paid holidays annually as follows:

1. Two (2) additional days to be granted.
   
   These days are to be mutually agreeable to the employee and the Supervisor of Buildings and Grounds. The work load is to be taken into consideration.
4. The Supervisor of Buildings and Grounds will set the schedule for items c., f., h., and k. in 3. above.

1. Vacation eligibility shall be determined as of June 30 of each year and earned vacation credited on July 1.

2. Secretarial, custodial and maintenance employees who have completed one (1) year of employment as of July 1 in any year shall receive ten (10) days vacation.

3. Secretarial, custodial and maintenance employees hired after July 1, 1986, shall receive fifteen (15) days vacation after the completion of 120 months of continuous employment. Secretarial, custodial and maintenance employees hired after July 1, 1986, shall receive 16 days vacation after the completion of 180 months of continuous employment.

4. Secretarial employees initially employed between July 1 and September 30 of a given year will be granted ten (10) working days of paid vacation as of July 1 of the following year. Secretarial employees initially employed after September 30 shall be granted one (1) day per month for paid vacation as of July 1 of the following year.

1. Custodial and maintenance employees who have less than one (1) year service as of June 30 shall earn vacation at the rate of 5/6th day per month not to exceed ten (10) working days as of July 1 of the following year.

6. a. All custodial and maintenance employees shall take two (2) weeks vacation
during the months of July or August or the last week of June. The two (2) weeks may not necessarily be consecutive. Determinations shall be made by seniority.

b. Should the services of one or more custodian or maintenance employee be required during the common vacation week, such determination of who shall work will be made on the basis of volunteers. Should no custodian or maintenance volunteer, an individual(s) shall be assigned to work by the Business Administrator.

c. Secretaries shall take vacation when students are not present in school. The vacation schedule shall be approved by the Business Administrator. Exceptions to this limit may be granted by the Business Administrator, whose determination is not arbitrable.

7. Except as outlined in 6 above, vacation time shall be scheduled to coordinate with the work schedule to the approval of the Business Administrator. Such approval shall not be arbitrarily withheld.

8. Vacation requests of custodial and maintenance employees are to be submitted to the Supervisor of Buildings and Grounds and vacation requests of secretarial employees are to be submitted to the Business Administrator.

9. Vacation time accrued to the date of termination of employment will be determined by years of service and prorated according to the length of time employed on the current contract year. (Example: If an employee who is eligible for ten (10) days vacation time annually elects to terminate employment after six months of a contract year, the employee will be granted five (5) days vacation prior to termination of services.)

(40) hours, composed of five (5) eight (8) hour days.

1. Working hours shall be assigned by the Supervisor of Buildings and Grounds.

2. On the work day prior to Christmas, Easter and Thanksgiving, secretaries may leave thirty minutes after teachers.

3. During the months of July and August, the normal work week of secretarial employees is 35 hours.

4. Secretarial employees shall not be required to work before 7 a.m. or past 5 p.m. except in overtime situations as set forth in H. below.

5. Working hours shall be assigned by the employee's immediate supervisor.

1. Work in excess of forty (40) hours per week will be compensated at the rate of one and one-half times the employee's hourly rate as defined in I. below.

2. Time worked between the 35th and 40th hours shall be paid at the regular hourly rate for secretarial employees.

3. Work performed by a secretarial employee on Saturdays, Sundays and holidays shall be compensated at one and one-half times the employee's hourly rate. Work performed by a custodial and maintenance employee on Sundays shall be compensated at two (2) times the employee's hourly rate. Work performed by a custodial and maintenance employee on a legal holiday shall be compensated at two and one-half times the employee's hourly rate.

5. Any time worked over 35 hours in a week by a secretarial employee shall be approved in advance by the secretary's immediate supervisor and the Business Administrator. Any time worked over 40 hours in a week by a custodial/ maintenance employee shall be approved in advance by the custodian/maintenance employee’s immediate supervisor.

6. Overtime for secretarial employees shall be considered voluntary. If no secretarial employee volunteers to work when overtime is required, the employee's immediate supervisor shall designate an employee(s) to work overtime as needed.

7. When a custodial and maintenance employee is called in and works overtime which is not immediately before or immediately after the employee's regular scheduled work day, such employee shall receive a minimum of two (2) hours pay.

8. There shall be no erosion of assigned overtime for normally-scheduled full-time custodian and maintenance duties involving such activities as school dances, football and basketball games and school-sponsored fund-raising activities as a result of the hiring of part-time custodians.

N. The Secretary to the Vice Principal is a 10 month position. The secretary shall work a minimum of five (5) days in the summer the week before school opens and be paid on a per diem basis

Association and its members of the availability of promotional positions when such positions are opened. For the purpose of this Agreement, promotional positions shall include the positions paying a salary differential and/or positions on the administrative-supervisory levels of responsibility, including but not limited to positions such as Superintendent, Superintendent-Principal, Assistant to the Superintendent, Coordinator, Principal, Vice Principal, Guidance Director, Supervisors, and Athletic Coach or Director.

2. For the purpose of this Agreement, promotional positions for custodial and maintenance employees shall include positions on the supervisory levels of responsibility.

3. For the purpose of this Agreement, promotional positions for secretarial employees shall include positions paying a salary differential and/or positions on the administrator-supervisory levels of responsibility.

4. All vacancies in promotional positions, including specialists and positions in programs funded by the federal government, shall be adequately publicized by the Business Administrator.

1. Teachers who desire to apply for such promotional positions shall submit to the Superintendent a written application which shall be kept on file and given consideration in the filling of the promotional positions and any similar positions as may be described in the said writing until such writing may be requested to be withdrawn by the teacher filing it.

2. All qualified teachers shall be given fifteen (15) days from the posting of notice to make application, and no position shall be filled until all properly submitted applications have been considered. During summer recess, teachers shall have twenty (20) days from the mailing of notice of the opening to the Association's designated representative. The Association agrees to notify the Board Office by the close of school each year of the name and address of its representative.

The Board agrees to give due consideration to the professional background and attainments of all applicants and other relevant factors. In filling such vacancies, preference may be given to qualified teachers already employed by the Board; and when all other factors are substantially equal, length of service in the district may be the deciding factor.

Notice of the filling of the positions shall be given promptly to all unsuccessful applicants. Upon request of the applicant, the Superintendent shall meet with the applicant to discuss the appointment. A determination as to the qualifications of any applicant shall be made by the Superintendent.

1. Custodians who desire to apply for promotional positions in A. above shall submit to the Business Administrator a written application which shall be kept on file by the Business Administrator and given consideration in the filling of the promotional positions and any similar positions as may be described in the said writing until such writing may be requested to be withdrawn by the custodian filing it.

2. All qualified custodians shall be given fifteen (15) work days from the posting of notice to make application and no position shall be filled until all properly submitted applications have been considered.

1. When school is in session, a notice of secretarial promotions shall be posted in the office as far in advance as practicable, ordinarily at least five (5) school days before the final date when applications must be submitted. A copy of said notice shall be given to the Association at the time of posting. Employees who desire to apply for such vacancies shall submit their applications in writing to the Business Administrator within the time limit specified in the notice.

2. All qualified secretarial employees shall be given adequate opportunity to make application, and no position shall be filled until all properly submitted applications have been considered. Each employee applicant not selected shall, upon request, receive a written explanation from the Business Administrator. Appointments shall be posted in the office or distributed to the interested employees. Announcements of appointments shall be made by posting a list in the School Office. The list shall be given to the Association and shall indicate which positions have been filled and by whom.

1. All accumulated unused sick leave which had accrued through June 30, 1977, either through prior unused annual sick leave or unused personal days by prior contractual arrangement.

2. All accumulated unused sick leave which had accrued on or after July 1, 1977, through unused annual sick leave only.

It is the intention of this paragraph to exclude from the category of "accumulated unused sick leave" for purposes of any such future legislation any unused personal days which accrue on or after July 1, 1977, and which, in accordance with Article 19 E.4., are eligible, if unused in the year granted, for use in future years for illness.

shall be paid at the following relevant rate per day times the number of accumulated sick leave days:

Through 125 days Beyond 125 days

$43.89 $50.17

2. Upon retirement, after 15 years of service to Sterling, every secretary and custodial/maintenance employee shall be paid at the following relevant rate per day times the number of accumulated sick leave days:

Through 125 days Beyond 125 days

$29.29 $33.45

3. If retirement notification is given in writing to the Board prior to the February 1st prior to the retirement, payment under 1. and 2. shall be made to the employee on the first regularly scheduled payday of the month following the effective date of retirement or on either of the following two January 1sts, at the employee’s choice. If retirement notification is given in writing to the Board on or after the February 1st prior to the retirement, payment under 1. and 2. shall be made to the employee on the first regularly scheduled payday of the second July following the effective date of retirement, or on the 2nd January 1st, at the employee’s choice. If an employee who has given written notice of retirement passes away, payment will be to the estate of the employee under these same terms.

4. "Retirement" means application for, qualification for and receipt of payment under TPAF or PERS, as applicable.

The employee must present to the Administration official court documentation of attendance. Attendance in court shall be limited to the actual days of attendance.

1. Employees shall be granted two (2) personal leave days for any of the following stated reasons:

e. Settlement of the permanent residence or one (1) second or vacation home

2. The remaining two (2) days under E. 1. (the remaining one (1) day for secretaries with fewer than five (5) years of District service) will be granted with pay at the discretion of the Principal (professional staff) or the Business Administrator (secretaries and custodial/maintenance employee) respectively, for absence for personal business.

3. Among the bases that discretionary personal leave under E. 2. above may be granted, shall be serious illness in the immediate family. "Immediate family" is defined in Article 19 A. In all such cases, medical certification must be provided.

1. a. The four (4) days (or three (3) for secretaries) with fewer than five (5) years of District service) specified herein for personal leave shall not be cumulative if not used in the year granted except in those conditions listed below under b. or c. below. Personal leave may be used for illness in the year granted provided that such employee has exhausted annual sick leave and all accumulated sick leave.
b. Unused personal leave may also be used in future years for illness provided that the employee has exhausted all annual sick leave and all accumulated sick leave. However, from and after July 1, 1977, any unused personal leave accruing after such date (which is herein made eligible for use in future years for illness where the employee has exhausted all annual and accumulated sick leave) shall not be deemed "accumulated unused sick leave" as defined in Article 18, K. for purposes of any future legislation mandating payment on retirement or otherwise for accumulated unused sick leave. It is the intention of this subparagraph that from and after July 1, 1977, a separate record shall be maintained for "unused personal days" which accrue after July 1, 1977, and are eligible for use in future years for illness in the event that an employee has exhausted all annual and accumulated sick leave but that such record of "unused personal days" shall in no event be deemed to be "accumulated unused sick leave" for the purpose of such legislation.

c. At the employee’s option annually, he/she may either continue to convert unused personal leave to sick leave as currently defined in b. above or convert unused personal leave to accumulated sick leave which may be used as sick leave and may be reimbursed under the terms of Article 18, L. 1. and 2. at the following rate:
4 unused personal leave days = 2 accumulated sick leave days
2 or 3 unused personal leave days = 1 accumulated sick leave day
5. The personal leave of unit members who work less than five (5) days per week shall be prorated to the nearest half day.

be granted by the Board, in its discretion, in which event deductions will be made at the rate of one two-hundredths of the annual salary (in the case of 10-month personnel) and one two-hundreds and fiftieth of the annual salary (in the case of 12-month personnel) per day of absence.

2. Absences of secretaries and custodial/maintenance employees beyond those allowable pursuant to this Article may be granted by the Board, in its discretion, in which event deductions will be made at the hourly rate set forth in Article 13, I.

1. Any regularly appointed employee should notify the Superintendent of pregnancy as soon as it is medically confirmed but not later than 60 days prior to the expected birth.

2. The Board shall not remove any employee from her duties during pregnancy except on any one of the following bases:
a. the pregnant employee fails to produce a certification from a physician that the employee is medically able to continue teaching; or

b. the Board of Education's physician and employee's physician agree that the employee cannot continue teaching; or

c. 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 third impartial physician agreed upon by the employee and the Board shall be appointed to examine the employee and whose medical opinion shall be conclusive and binding on the issue of medical capacity to continue working. The expense of any examination by an impartial third physician under this paragraph shall be shared equally by the employee and the Board.

3. The Board shall grant child rearing leaves of absence without pay to employees under the following terms and conditions:

a. Any employee seeking such leave of absence shall make application to the Board or its authorized agent at least sixty (60) days prior to the commencement date of such leave of absence. Said application shall set forth, in writing, the commencement date of the requested leave of absence. The Board shall grant such leave of absence with the requested commencement date, which may be any time prior to birth.

1. Any employee may return to work within the school year in which leave begins provided it has been requested to do so in the application for a leave of absence and shall have specified the month when return is desired. Any extension or reduction of the date of return within the same school year shall only be allowed at the discretion of the Board provided application is made following the original grant of the leave of absence but prior to the announced commencement date thereof. Such extension or reduction may be granted by the Board for an additional reasonable period of time for reasons associated with the pregnancy or birth or for other proper cause provided that such extension or reduction will not substantially interfere with administration of the school. Any tenured teacher, secretary, or custodian granted a leave of absence with a return date during the same school year who wishes to extend said leave beyond the school year in which it commences shall be permitted to do so if application is made at least three weeks prior to the commencement date of leave of absence and subject to the provisions of Paragraph A. 3. d. of this Article.

c. The Board shall not be required to extend the leave of non-tenured employees beyond the school year for which they were hired. Non-tenured employees wishing to return for the following school year shall be considered by the Board for reemployment for the following year.

d. Any tenured employee may return to work subsequent to the school year in which leave begins provided such request was included in the application for a leave of absence. Any such employee shall be permitted to return to work at the beginning of any of the two work years following the work year in which leave commences provided such employee has given the Board written notice of intention to do so not less than six (6) months prior to the beginning of the work year in which return is desired.

4. Except as otherwise provided in this Article, no tenured or non-tenured employee shall be barred from returning to work after the birth of a child by any prescribed waiting period between the date of birth and the date of return to work; however, each such employee shall be required to file, at least two weeks prior to the date of return or at the time of giving the required notice of intention to return, whichever is earlier, a certificate from a physician saying that the employee is physically capable of resuming full duties provided that if the Board's physician is in disagreement, that conflict of medical opinion shall be resolved in the same manner as set forth in Paragraph A. 2. b.(3) of this Article.

5. Any teacher granted a leave of absence under this Article shall be eligible for an increment in the following year (or in a subsequent year in which return from such leave occurs) provided at least five (5) months of work has been completed during the school year in which the leave commences.

1. Any employee who shall enter the active military or naval services of the United States shall be granted a leave of absence without pay for the period of such service and for a further period of three (3) months after receiving discharge from such service. Employees returning from such service shall be reemployed for the school year next commencing after termination of such leave of absence, if such employee has been honorably discharged from such service. Upon the return from military service as aforesaid, the employment of the employee before entering such service and the employment after resumption of employment following such service shall be counted in determining right to tenure in office, if otherwise eligible, as though the two periods had not been interrupted by a leave of absence. Similarly, for the purposes of determining the appropriate step on the salary scale upon which such an individual is to be placed, service prior to the leave of absence and subsequent to return to employment shall be considered as continuous service as though the same had not been interrupted by military leave provided, however, that a maximum of four (4) years credit for military service for the purposes of determining the appropriate step on the salary scale shall be granted to any employee.

2. An employee's eligibility for benefits, including unused accumulated sick leave and credits toward sabbatical eligibility, shall be unaffected by a military leave of absence as provided for in this Article. For this purpose, the employee's service prior to leave of absence and subsequent to return to employment shall be continuous service as though the same had not been interrupted by military leave.

3. Time necessary for persons called into temporary active duty of any unit of the United States Reserves or the State National Guard shall be granted provided such obligations cannot be fulfilled on days when school is not in session. Such leave shall result in no loss of sick days or personal leave. For the purpose of this Agreement, the determination of what constitutes "Temporary Active Duty" shall be made by the Board in its discretion. In no event shall the term "Temporary Active Duty" apply to service rendered by an individual beyond initial military obligation as required by federal statute. An employee absence on account of such temporary active duty shall be paid the difference between regular pay and any amounts received during such period from the state or federal government. Such leave shall result in no loss of sick days or personal leave.

1. The teacher has served in the State of New Jersey for ten (10) years and has been continuously employed by the Board for a period of at least seven (7) years; or

2. The teacher has been continuously employed by the Board for a period of at least nine (9) years.

1. A teacher on sabbatical leave shall receive one-half of the annual salary to which the teacher would have been entitled had the teacher remained in the school system that year. If the sabbatical leave is for less than one year, one-fourth (1/4) of the previous year's salary shall be payable in equal monthly installments during leave.

employee must work at least 25 hours per week. For the purposes of this section, the parties agree that a teacher who is paid for at least three periods is considered as to be working at least 25 hours per week.

2. Under block scheduling, “25 hours per week” as referred to in 1. above is defined as any teacher who is paid at least 4/8ths of a full salary.

1. Each year, the Board shall provide appropriate forms to all employees eligible to receive prescription or dental insurance. Said form will contain a final return date.

2. Employees who voluntarily elect to waive coverage shall be entitled to receive 30% of the premium cost of the waived insurance.

3. Payment of the monies in 2. above shall be made in July after the conclusion of the waived year.

4. Employees must waive such insurance for a full year (July 1 through June 30) to be eligible for said payment.

5. An employee who waives coverage may re-enroll on July 1 or January 1. Re-enrollments must be made in a timely manner on a schedule devised by the Administration. If such re-enrollment occurs on January 1, there will no payment for that year.

6. A Section 125 account must be instituted to comply with Federal and New Jersey tax laws.

H. Custodians will have one (1) 60 day probationary period. Once this probationary period is over, they will be immediately eligible for health insurance.

1. There shall be a tuition reimbursement plan for all unit employees to take course work reflecting their areas of certification and/or employment.

Instructional aides who do not possess a BA/BS degree shall be eligible for tuition reimbursement up to $500 annually for prior, approved courses in the area(s) in which they work. Said monies for those instructional aides are separate from those set forth in C. 3. below.

2. Tuition reimbursement shall not cover administration or guidance courses.

3. Four thousand dollars ($4,000) will be available for each of the Summer, Fall and Spring semesters each year (a total of $12,000 a year). Monies not expended in the Summer semester carry over to the Fall semester. Monies not expended in the Fall semester carry over to the Spring semester. Monies not expended in the Spring semester do not carry over.

4. The reimbursement rate shall be based at the then current credit rate charged by Rowan University.

5. An earned minimum grade of "B" average or equivalent verified by an official transcript shall be required before reimbursement is effected.

6. Requests for such tuition reimbursement must be submitted to and approved by the Superintendent (professional staff), or Business Administrator (secretaries and custodians) and confirmed by the Board of Education. Written application for approval must be filed by June 1, in advance of Summer courses, by September 11 in advance of Fall courses and by January 1, in advance of Spring courses.

7. If the amount of claims in a semester exceeds the available monies, reimbursement will be prorated among all eligible unit members.

1. All workshops, seminars and conferences which the teacher desires to have credited toward the salary guide shall require the written, pre-approval of the Superintendent.

2. Each full 15 hours of work in workshops, seminars or conferences approved under 1. above equal one credit. The Administration shall maintain records on hours accumulation towards the 15 hours.

3. Credit is limited to one credit for any workshop, seminar or conference which lasts a week or less.

4. The maximum number of credits which may be applied to the guide by an individual teacher is ten (10).

5. No credit is granted for being a presenter at a workshop, seminar or conference.

The Board will endeavor to maintain the optimal class size within the realm of economic feasibility. The Board will consider the recommendations of the Sterling Education Association in determining optimal class size provided, however, that the Board will retain the right in its sole discretion to make final determinations as to class size.

The Board acknowledges as a goal that, under block scheduling, it will strive to maintain the physical education class size limit at a maximum of 40.

Each first-year employee will be evaluated upon the completion of a probationary period of employment and again before May 15.

After the first full year of employment, employees will be evaluated annually prior to May 15.

Employees shall be evaluated more than once during the year when deemed necessary by the supervisor and/or the Business Administrator.

A written evaluation of employee will be recorded on the prescribed form "Employee Performance Evaluation". The evaluation instrument is in the form of a check-list with space for narrative comments.

1. The parties hereto will select from their respective memberships appropriate representatives to become members of a Board-Staff Relations Committee, which shall meet as often as shall be appropriate for the purpose of discussion of current school problems and practices. The aforesaid Committee shall be presided over by the Board designated member who shall designate the time and place of any meeting and circulate at least three (3) days prior thereto the agenda for such meeting. The Association representatives shall submit at least three (3) days prior thereto an agenda.

1. Employees shall receive their paychecks on the 15^th and the 30^th of each month. When a payday falls on a single day holiday or weekend, employees shall receive their paychecks on the previous working day (except for their last paycheck in June).

All employees shall receive their last pay and the pay schedule for the following year on the last day in June only if the Superintendent or other designated representative of the Board shall have first certified that a teacher has fulfilled his responsibilities prior to the release of such checks. The teacher check-out responsibilities will be consistent with the “Clearance” document dated 5/27/97 with the addition of “Room Inventory”.

2. Direct Deposit

a. As soon as possible after agreement, a direct deposit plan will be instituted.

b. If the District’s bank’s or any payroll service it uses has no direct deposit procedure at any time in the future, this plan will not be in effect. If the District’s bank’s policy or the District’s payroll service policy on direct deposit requires some minimum number of participants and said minimum is not reached, this plan will not be in effect.

c. The Board is not responsible for the participation or non-participation of an employee’s bank. The banks to which checks may be deposited directly by the current District’s bank are part of a national system, of which many, but not all banks are a member.

d. There is an understanding between the parties that the direct deposit system may require an earlier “turn-around” time with respect to District business office completion of information in order to get records to the District’s bank in time for direct deposit to the employee’s bank. Therefore, some payments to an employee may be delayed beyond the current parameters.

f. The Board will follow its normal procedures for the posting of the payroll. Delays resulting from an employee’s bank schedule, or its policy on direct deposit, including when funds are posted and available, are not the responsibility of the Board. The District is not responsible for charges assessed to an employee resulting from errors in bank transmission, for the employee’s premature withdrawals of funds, or for any charges that an employee’s bank may apply to such direct deposit services.

g. The employee will be permitted one bank change during the July 1 through June 30 period in any year.

h. Effective July 1, 2009, all unit members shall be paid through a direct deposit system under rules established by the Administration. Electronic paystubs will be provided to all employees except those who request a paper copy. If such an electronic paystub approach is not possible, employees will receive their paystub as soon as possible but not later than the first work day after the scheduled pay date.

1. When an increment is to be withheld for predominantly evaluative reasons, action shall be taken by the Board on or before May 15 of the year preceding the year in which the increment is to be received. However, action shall be taken by the Board as soon as reasonably possible but no later than July 15.

2. Under E. 1., a teacher must be given written notification by the Superintendent on or before April 15 of the intention to recommend the withholding of an increment. Such notification shall contain the alleged cause or causes for the recommendation, specifying the nature thereof with such particulars as to furnish the teacher an opportunity to correct and overcome the same.

3. If the reason or reasons contained in the notification set forth in the preceding paragraph concern classroom performance, there shall have taken place prior to said notification at least three (3) classroom evaluations. All such evaluations shall be conducted in accordance with the standards set forth in Article 28.

1. The salaries of all employees included in the collective bargaining unit represented by the Association for the years covered by this Agreement and shall be as set forth in the Schedules annexed hereto and made a part hereof (Schedules A through Q).

2. Horizontal placement on the salary schedule through the recognition of graduate credits and advanced degrees shall be governed by the policy annexed hereto as Policy 4160.

3. In the event that new minimum salary legislature is enacted during the term of this contract, the parties agree that the State money which replaced local money shall be re-distributed on the guide. In order to make calculations of "saved money” and in order to redistribute said monies, if any, the parties shall use the agreed-upon scatter-gram attached to the Memorandum of Agreement. Distribution must be mutually agreeable.

Payment under schedules D, E, and F shall be made on December 15, March 30, or June 30 as appropriate to the activity. Year-long activities under Schedules G., H. and I. shall be reimbursed made at the rate of one-half of the stipend on January 30 and one-half of the stipend on June 30. Non-year long activities under Schedules G., H. and I. shall be made on the 15^th of the month following completion of the activity. Hourly employees under Schedule I. shall be made on the 15th of the month following submission of time sheets.

Seal Fireman's License in full force.

2. New employees who do not possess a recently granted Black Seal License may be required to obtain such within twelve (12) months of employment under penalty of discharge.

employees if on the second shift for ten (10) months. A $312 night shift differential will be paid on June 30 to custodial and maintenance employees if on the second shift for twelve (12) months. If a custodial and maintenance employee is on the day shift and is temporarily assigned to the second shift, he/she shall receive 15 cents per hour extra. The second shift is defined as any starting time at 9:00 a.m. or after. If an employee requests a “flex schedule” and is so assigned, he/she does not receive a shift differential.

2. The Board and Administration shall make a reasonable attempt to equally distribute summer night shift coverage and shall accept volunteers first if qualified to perform necessary work tasks.

1. Teaching four (4) periods: The teacher gets one (1) lunch period and one (1) prep period. Paid at 6/8 of applicable salary rate.

2. Teaching three (3) periods: The teacher gets one (1) lunch period or one (1) prep period. Paid at 4/8 of applicable salary rate.

3. Teaching two (2) periods: No lunch period, no prep period. Paid at 2/8 of applicable salary.

4. Teaching one (1) period: No lunch period, no prep period. Paid at 1/8 of applicable salary.

This position is covered by the contract sections which cover custodial and maintenance employees, with the following exceptions:

1. The position is not covered by Article 7, A., C. and D. The position is covered by Article 7, B. and E.

2. This position is not covered by Article 12, A. 1. However, the position occupant is responsible to update the Channel 18 bulletin board in the event of an inclement weather closing.

3. Instead of Article 12, B. 3., the position has the following holiday schedule:

a. Labor Day
b. Thanksgiving (except the position occupant works when there is a Home football game)
c. The Friday after Thanksgiving
d. Christmas Eve
e. Christmas Day
f. New Year’s Eve
g. New Year’s Day
h. Martin Luther King Day

j. Good Friday or Easter Monday
k. Memorial Day
I. Two (2) additional days to be granted.
These days are to be mutually agreeable to the employee and the Supervisor of Technology and Science. The work load is to be taken into consideration.

5. The position is not covered by Article 12, C.

6. The position has a ten (10) month work year (September 1 through June 30). In addition, there shall be 20 work days during the months of July and August which shall be scheduled as agreed to between the position occupant and the Supervisor of Technology and Science.

7. The position is not covered by Article 13. The following is the work week:

a. The normal work day will be eight (8) and one-half (112) hours with a half-hour (1/2) lunch period.

b. The position is subject to flextime scheduling to accommodate the needs of the position. All flextime work is to be used as leave in lieu of paid overtime and may only be taken with the advanced approval of the Supervisor of Technology and Science.

8. The position is covered by Article 32, A.

9. The position is not covered by Article 32, K, L., M. and R.

10. The salary for this position is covered by Schedule Q.

11. The position occupant must check in and out by time clock. All overtime must be approved in advance by the Supervisor of Technology and Science.

Four (4) days per week Eight (8) sick days per year
Three (3) days per week Six (6) sick days per year
Two (2) days per week Four (4) sick days per year
One (1) day per week Two (2) sick days per year

Four (4) days per week Two (2) personal days per year
Three (3) days per week Two (2) personal days per year
Two (2) days per week One (1) personal days per year
One (1) day per week One (1) personal days per year

Four (4) days per week Three (3) vacation days per year
Three (3) days per week Two (2) vacation days per year
Two (2) days per week One (1) vacation days per year
One (1) day per week One (1) vacation day per year

Days will not be accrued.

Christmas Day
Martin Luther King Day
President’s Day
Good Friday
Memorial Day

Cleaners on Steps 4 and 5 shall additionally receive the following paid holidays:

Thanksgiving
New Year’s Day

1. Secretarial employees shall not be reduced in rank or job classification without just cause.

2. Any secretarial employee reduced in rank or job classification, regardless of compensation, may request and receive from the Business Administrator reasons for such reduction not later than fifteen (15) working days of either the effective date of reduction in rank or job classification or of the date on which the employee was formally notified.

3. Any reduction in rank or job classification of a secretary, unless the employee's job has been previously abolished regardless of compensation, shall be subject to the grievance procedure.

If any employee does not become a member of the Association during any membership year which is covered in whole or in part 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.

The representation fee to be paid by nonmembers/fee-payers will be pursuant to the determination of an impartial arbitrator in accordance with the law.

STEP 08-09	STEP 9-10	BA	BA+15	BA+30	MA	MA+15	MA+30	DOC
***	1	47200	47900	48700	50300	51000	52000	52800
1	2	47400	48100	48900	50500	51200	52200	53000
2	3	48400	49100	49900	51500	52200	53200	54000
3	4	49400	50100	50900	52500	53200	54200	55000
4	5	51800	52500	53300	54900	55600	56600	57400
5	6	54100	54800	55600	57200	57900	58900	59700
6	7	56200	56900	57700	59300	60000	61000	61800
7	8	58600	59300	60100	61700	62400	63400	64200
8	9	60800	61500	62300	63900	64600	65600	66400
9	10	62100	62800	63600	65200	65900	66900	67700
10	11	63400	64100	64900	66500	67200	68200	69000
11	12	67150	67850	68650	70250	70950	71950	72750
12	13	71000	71700	72500	74100	74800	75800	76600
13	14	74900	75600	76400	78000	78700	79700	80500
14	15	78800	79500	80300	81900	82600	83600	84400
15/16	16	82145	82845	83645	85245	85945	86945	87745

STEP 9-10	STEP 10-11	BA	BA+15	BA+30	MA	MA+15	MA+30	DOC
***	1	48000	48700	49500	51100	51800	52800	53600
1	2	48200	48900	49700	51300	52000	53000	53800
2	3	48400	49100	49900	51500	52200	53200	54000
3	4	49400	50100	50900	52500	53200	54200	55000
4	5	51800	52500	53300	54900	55600	56600	57400
5	6	54100	54800	55600	57200	57900	58900	59700
6	7	56200	56900	57700	59300	60000	61000	61800
7	8	58600	59300	60100	61700	62400	63400	64200
8	9	60800	61500	62300	63900	64600	65600	66400
9	10	62100	62800	63600	65200	65900	66900	67700
10	11	63400	64100	64900	66500	67200	68200	69000
11	12	67150	67850	68650	70250	70950	71950	72750
12	13	71000	71700	72500	74100	74800	75800	76600
13	14	74900	75600	76400	78000	78700	79700	80500
14	15	78800	79500	80300	81900	82600	83600	84400
15-16	16	82565	83265	84065	85665	86365	87365	88165

STEP 10-11	STEP 11-12	BA	BA+15	BA+30	MA	MA+15	MA+30	DOC
***	1	48800	49500	50300	51900	52600	53600	54400
1	2	49000	49700	50500	52100	52800	53800	54600
2	3	49200	49900	50700	52300	53000	54000	54800
3	4	49400	50100	50900	52500	53200	54200	55000
4	5	51800	52500	53300	54900	55600	56600	57400
5	6	54100	54800	55600	57200	57900	58900	59700
6	7	56200	56900	57700	59300	60000	61000	61800
7	8	58600	59300	60100	61700	62400	63400	64200
8	9	60800	61500	62300	63900	64600	65600	66400
9	10	62100	62800	63600	65200	65900	66900	67700
10	11	63400	64100	64900	66500	67200	68200	69000
11	12	67150	67850	68650	70250	70950	71950	72750
12	13	71000	71700	72500	74100	74800	75800	76600
13	14	74900	75600	76400	78000	78700	79700	80500
14	15	78800	79500	80300	81900	82600	83600	84400
15-16	16	82765	83465	84265	85865	86565	87565	88365

POSITION	STEP 1	STEP 2	TOP
BAND (Marching Director)	5247	5523	5814
Assistant Director	2279	2399	2525
Assistant	1894	1994	2099
Assistant	1894	1994	2099
Assistant	1894	1994	2099
BAND (Stage)	2445	2574	2709
Class Advisors
12th (2)	1616	1701	1790
11th (2)	1616	1701	1790
10th (2)	1398	1472	1549
9th (2)	1398	1472	1549
Jr./Sr. Activities	2168	2282	2402
DRAMA - FALL
Director	2890	3040	3210
Sets	1340	1420	1490
DRAMA - SPRING
Director	3106	3269	3441
Music (Inst/Voc)	2554	2688	2829
Choreographer	1891	1990	2095
Sets	1274	1341	1412
Costumer	744	783	824
SCHOOL RELATED
Audio Visual	2174	2288	2408
Clay Club	1558	1640	1726
Early Cafeteria (2)	1977	2081	2190
Knowledge Bowl (2)	1558	1640	1726
Nat. Honor Society	1558	1640	1726
PAC Coordinator	2554	2688	2829
Publications Coordinator	2554	2688	2829
SADD Coordinator	2554	2688	2829
Stage Manager	2116	2227	2344
Stock Market Club	1558	1640	1726
Student Council	3452	3634	3825
Vocal Music	2997	3155	3321
Yearbook/Editorial.	4269	4494	4731
Yearbook/Revenue	1558	1640	1726

MISCELLANEOUS
Internship Coordinator	2125
HOURLY
Homebound Instruction	30.85
Internship Summer – Max. of 100 hours	32.45
Media Center Writing Lab	27.50
Morning News	24.10
Saturday Detention	30.85
Web Site Developer	30.85

2008-2009 STEP	STEP	10 MONTH	12 MONTH
***	1	21468	25518
1	2	21668	25718
2	3	22680	26730
3	4	23794	28249
4	5	25211	29970
5	6	27398	31691
6	7	28581	33413
7	8	29762	35134
8	9	31099	37319
9-10	10	32889	39467

2009-2008 STEP	STEP	10 MONTH	12 MONTH
***	1	21701	25796
1	2	21904	25998
2	3	22927	27021
3	4	24053	28557
4	5	25486	30297
5	6	27697	32037
6	7	28892	33777
7	8	30087	35517
8	9	31438	37725
9-10	10	33248	39897

2010-2011 STEP	STEP	10 MONTH	12 MONTH
***	1	21899	26030
1	2	22103	26234
2	3	23136	27267
3	4	24272	28817
4	5	25718	30572
5	6	27949	32328
6	7	29155	34084
7	8	30361	35840
8	9	31724	38069
9-10	10	33550	40261

2008-2009 STEP	2009-2010 STEP	CUSTODIAL	MAINTENANCE
***	1	27320	41513
1	2	27520	42525
2	3	28836	43568
3	4	30152	44550
4	5	31469	45563
5	6	32785	46575
6	7	34101	47588
7	8	35419	48600
8	9	36966	49613
9/10	10	39469	50625

2009-2010 STEP	2010-2011 STEP	CUSTODIAL	MAINTENANCE
***	1	27618	41965
1	2	27820	42989
2	3	29150	44012
3	4	30481	45036
4	5	31812	46059
5	6	33142	47083
6	7	34473	48106
7	8	35805	49130
8	9	37369	50153
9 /10	10	39899	51177

2010-2011 STEP	2011-2012 STEP	CUSTODIAL	MAINTENANCE
***	1	27869	42347
1	2	28073	43380
2	3	29416	44413
3	4	30758	45445
4	5	32101	46478
5	6	33444	47511
6	7	34786	48544
7	8	36131	49577
8	9	37709	50610
9 /10	10	40263	51643

Attendance Officer	Attendance Officer	Attendance Officer
STEP	09-10	STEP10-11STEP11-12
1	16504	116684116835
2	17010	217195217352
3	17516	317707317868
4	18023	418219418385
5	18529	518731518901
6	19035	619242619418
7	19541	719754719934
8	20048	820266820450
9	20554	920778920967
10	21060	10212901021483

Classroom Signer	Classroom Signer	Classroom Signer
STEP	09-10	STEP10-11STEP11-12
1	25518	125796126030
2	25718	225998226234
3	26224	326510326751
4	26730	427021427267
5	27236	527533527784
6	27743	628045628300
7	28249	728557728817
8	28755	829068829333
9	29261	929580929849
10	29768	10300921030366

Video Production	Video Production	Video Production
Technician	Technician	Technician
STEP	09-10	10-11STEPSTEP11-12
1	40006	140442140810
2	40206	240645241014
3	40910	341356341732
4	41503	441956442338
5	42081	542539542926
6	42659	643124643516
7	43236	743707744105
8	43814	844291844695
9	44392	944876945284
10	45593	10460901046509

Internal Suspension		Internal Suspension		Internal Suspension
Monitor		Monitor		Monitor
STEP	09-10		STEP	10-11STEP11-12
1	24809		1	25079 125307
2	25009		2	25281 225511
3	25313		3	25588 325821
4	25616		4	25895 426131
5	25920		5	26203 526441
6	26426		6	26714 626957
7	26933		7	27226 727474
8	27439		8	27738 827990
9	27945		9	28250 928507
10	28451		10	28761 1029023

Instructional		Instructional		Instructional
Classroom Aide		Classroom Aide		Classroom Aide
STEP	09-10		STEP	10-11STEP11-12
1	22581		1	22827123035
2	22781		2	23030223239
3	23288		3	23541323756
4	23857		4	24117424336
5	24436		5	24702524927
6	25013		6	25285625516
7	25593		7	25872726107
8	26170		8	26455826696
9	26834		9	27127927374
10	27413		10	277121027964

Media Assistant		Media Assistant		Media Assistant
STEP	09-10		STEP	10-11STEP11-12
1	22136		1	22377122581
2	22336		2	22579222785
3	23045		3	23296323508
4	23956		4	24217424437
5	24867		5	25138525367
6	25880		6	26162626400
7	26892		7	27185727433
8	28107		8	28413828672
9	30132		9	30460930738
10	32163		10	325141032810

10 Month Plus 2 weeks Media Assistant		10 Month Plus 2 weeks Media Assistant		10 Month Plus 2 weeks Media Assistant
2009 -2010		2010 - 2011		2011 - 2012
STEP	Salary		STEP	SalarySTEPSalary
1	20597		1	20822 121011
2	21273		2	21504 221700
3	21947		3	22186 322388
4	22815		4	23063 423273
5	23682		5	23941 524158
6	24647		6	24916 625143
7	25611		7	25890 726126
8	26768		8	27060 827306
9	28697		9	29010 929274
10	30631		10	309651031247