Approved by BOE on
December 15, 2008

Not withstanding the incorporated title of this Association, membership in this negotiating unit shall be exclusively limited to individuals appointed by the Board of Education specifically in the title of "Department Supervisor" or "Supervisor/Teacher of (Specified Curriculum Area)". Despite the incorporated title of Supervisors, it is no way intended at the time of the signing of this Agreement or in the future, that any employee in this school district in a Supervisory position other than those appointed with the specific title of Department Supervisor or Supervisor/Teacher of (specialized curriculum area) shall now be or ever in the future be represented by this Association for collective negotiations.

The parties agree to enter into collective negotiations over a successor Agreement in accordance with N.J.S.A. 34:13A-1, et. seq., on or about 120 days prior to submission date of budget.

1. A "grievance" is a written complaint by an employee or the Association based upon the interpretation, application or violation of Board policy, the Agreement and administrative decisions affecting terms and conditions of employment.
2. An "aggrieved person" is the person or persons making the claim.
3. A "party in interest" is the person or persons making the claim and any person who might be required to take action or against whom action might be taken in order to resolve the claim.

1. Purpose
   The purpose of this procedure is to resolve differences concerning rights of parties regarding terms and conditions of employment. Both parties agree that these proceedings will be kept as informal and confidential as may be appropriate at any level of the procedure.

1. Since it is important that grievances be processed as rapidly as possible, the number of days indicated at each level should be considered a maximum and every effort should be made to expedite the process. All time limits must be adhered to unless a modification or extension is agreed to by the Association and the Board. If such time limits are not adhered to by the Board or administration, the aggrieved may initiate action to the next step of this procedure. If the aggrieved or the Association fails to adhere to such time limits, the grievance shall be considered withdrawn. A grievance to be considered under this procedure must be initiated by the aggrieved or the Association within twenty (20) school days of its alleged occurrence or from the time when the aggrieved or Association could reasonably have known of its occurrence. All time lines established in this article may be extended by mutual agreement between the parties to meet extraordinary developments.
2. In the event a grievance is filed at such time 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 a party in interest, the time limits set forth herein shall be reduced by mutual agreement so that the grievance procedure may be exhausted prior to the end of the school year or as soon thereafter as is practicable.
3. Level One
   A Department Supervisor with a complaint may file a grievance in writing with his/her principal or immediate superior either directly or through the Association's designated representative. The principal or immediate superior will meet with the grievant and/or the Association's designated representative with the objective of resolving the matter. After hearing the complaint of the grievant, the principal will respond in writing to the individual or the Association's designated representative, the Board President, the Association President and the Superintendent or his/her designee.
4. Level Two
   If the aggrieved person is not satisfied with disposition of his/her grievance at Level One, or if no decision has been rendered within ten (10) school days after the grievance was delivered to the principal or immediate Supervisor, the aggrieved may, within five (5) school days after a decision by the principal or immediate Supervisor, or fifteen (15) school days after the grievance was presented to the principal or immediate Supervisor, whichever is less, file the grievance in writing with the Superintendent or his/her designee, copy sent to the Board President, stating (a) nature of grievance, including what contract provision or policy is being grieved, (b) results of previous discussion, (c) basis of dissatisfaction with the decision, (d) remedies sought.

1. Level Three
   If the aggrieved person is not satisfied with the disposition of his/her grievance at Level Two, or if no decision has been rendered within ten (10) school days after the grievance was delivered to the Superintendent or his designee, the aggrieved may, within five (5) school days after a decision by the Superintendent or his designee, or fifteen (15) school days after the grievance was delivered to the Superintendent or his designee, whichever is less, submit in writing to the Board President a request for a hearing before the Board. At the option of the Board, such hearing shall be held before the full Board or a designated committee of the Board. Such hearing shall be held within twenty-five (25) school days of the request for a hearing. The aggrieved may submit written materials to the Board or the designated committee of the Board in support of his/her position at the time of his/her request for a hearing. Any such written materials shall be served on all parties in interest by the aggrieved person. In the event that the hearing is held before the entire Board, the Board shall make a determination and notify the aggrieved person in writing within ten (10) school days of the conclusion of the hearing.

In the event that the hearing is conducted before a committee of the Board, such committee may, at the option of the Board, render a final determination. In the event that the right of final determination is vested in the committee of the Board, it shall make such determination and notify the aggrieved person in writing within ten (10) school days after the conclusion of the hearing. In the event that the hearing is conducted before a committee of the Board, the Board may, at its option, reserve the right of final determination of the full Board. In such event, the Committee of the Board shall make a report and recommendation to the entire Board and the entire Board shall thereafter make a final determination and notify the aggrieved person within ten (10) school days after the conclusion of the hearing.
6. Level Four
a. Level Four of the grievance procedure applies only to those grievances which arise from situations when the Department Supervisor is clearly exercising his/her responsibility in the "teacher" function of his/her position.
Level Four grievance procedure does not apply to any situation in which the Department Supervisor is exercising his/her Administrative or Supervisory responsibility or other functions associated with the Department Supervisor responsibilities. If the aggrieved person is not satisfied with the disposition of his/her grievance on a violation of a contract provision which clearly involves the "teacher" function of his/her position as Department Supervisor at Level Three, he/she may within fifteen (15) school days after the decision by the Board or the Board Committee, as the case may be, or forty-six (46) school days after the

request for the hearing, request that the grievance be submitted to arbitration.
b. Within ten (10) school days after such written notice of submission to arbitration, the Board and the Association shall attempt to agree upon a mutually acceptable arbitrator and shall obtain a commitment from said arbitrator to serve. If the parties are unable to agree upon an arbitrator or to obtain such a commitment within the specified period, a request for a list of arbitrators may be made to the American Arbitration Association or PERC by either party. The parties shall then be bound by the rules and procedures of the American Arbitration Association or PERC in the selection of an arbitrator. The arbitrator shall limit him/herself to issues submitted to him/her and shall consider nothing else. He/she can add nothing to nor subtract anything from this agreement.
The arbitrator so selected shall confer with the representatives of the Board and the Association and hold hearings promptly and shall issue his/her decision not later than twenty (20) school days from the date of the close of the hearings or, if oral hearings have been waived, then from the date the final statements and proofs on the issues are submitted to him/her. The arbitrator's decision shall be in writing and shall set forth his/her findings of fact, reasoning and conclusions on the issues submitted. The arbitrator shall be without power or authority to make any decision which requires the commission of an act prohibited by law or which is clearly violative of the terms of this Agreement. The decision of the arbitrator shall be submitted to the Board and the Association and shall be final and binding on the parties if it clearly applies to the teaching function rather than administrative and/or Supervisory functions of the Department Supervisor's responsibilities.
The costs for the services of the arbitrator, including per diem expenses, if any, and actual and necessary travel, subsistence expenses and the cost of the hearing room shall be borne equally by the Board and the Association. Any other expenses incurred shall be paid by the party incurring the same.
Grievances regarding any situation involving Department Supervisor's role associated with his Administrative or Supervisory responsibilities or other functions of the Department Supervisor's responsibilities are only grievable through Level Three of the Grievance Procedure.

1. Any aggrieved person may be represented at all stages of the grievance procedure by him/herself, or, at his/her option, by a representative selected or approved by the Association. When a Department Supervisor is not represented by the Association, the Association shall have the right to be present and to state its
   views at all stages of the grievance procedure and no settlement can be reached without notifying the Association at any level of this procedure.

1. No reprisals of any kind shall be taken by the Board or by any member of the administration against any party in interest, any representative, any member of the

Association, or any other participant in the grievance procedure by reason of such participation.

1. If, in the judgment of the Association, a grievance affects all Department Supervisors, the Association may submit such grievance in writing to the Superintendent directly and the processing of such grievance may be commenced at Level Two. The Association may process such a grievance through all levels of the grievance procedure even though the aggrieved person does not wish to do so.
2. All decisions rendered at Levels One, Two, Three and Four of the grievance procedure shall be in writing setting forth the decision and the reasons therefore and shall be transmitted promptly to all parties in interest, to the Board President, President of the Association and the Superintendent or his/her designee. Decisions rendered at Level Four shall be in accordance with the procedures set forth in Section C, paragraph 6 (c) of this ARTICLE.
3. All meetings and hearings under this procedure shall not be conducted in public and shall include only such parties in interest and their designated or selected representatives, heretofore referred to in this ARTICLE.

The Board further agrees that it shall not discriminate against any Department Supervisor with respect to hours, wages or any terms or conditions of employment by reason of membership or non-membership in the Association, his/her participation in any activity of the Association, collective negotiations with the Board, or institution of any grievances under this Agreement.

An employee shall be entitled to have an association representative present at an investigatory interview with an administrator or supervisor which he/she reasonably

believes might result in disciplinary action. This right shall not extend to Formative or Summative evaluation conferences.

1. The Association and its representatives shall have permission to use school buildings at all reasonable hours for meetings, provided that it shall have notified and secured approval in the commencement of or after the end of the Department Supervisor's workday; provided, however, that this shall not preclude a meeting held during the Department Supervisor's duty-free lunch period.

1. The Association shall have permission to use school equipment, subject to administrative approval and as long as such equipment remains in the same school building; including typewriters, computers, printers, other duplicating equipment, calculating machines, and all types of audio-visual equipment at reasonable times when such equipment is not otherwise in use. The Association shall pay for the actual cost of all materials and supplies incident to such use. The Association shall pay for the cost of any repairs upon machinery that is necessitated because of Association misuse of the machinery for Association purposes.

1. The Association shall have the right to reasonable use of the interschool mail facilities and school mailboxes.

1. Whenever any member of the Association, acting as a representative of the Association participates during working hours at the request of the Board of Education in
   negotiation mediation sessions or fact-finding sessions, the Department Supervisor shall suffer no loss in pay. The Board is in no way obligated to pay for the services of
   Association representatives who are not full-time employees of the Washington Township School District by this provision.
   

1. The rights and privileges of the Association and its representatives, as set forth in this Agreement, shall be granted to the Association, so long as the Association remains the majority representative of the Department Supervisors; and to no other organizations representing Department Supervisors.

Effective July 1, 2009, a “flex day plan” will be implemented. Department Supervisors may flex their work year by working twenty-five (25) days during the summer and work five (5) days less during the school year. The total number of work days will not increase. The Department Supervisors may request permission from the Superintendent of Schools to work the flex days with prior approval from their Director. The Superintendent’s decision with respect to the granting of flex days is final and not subject to the grievance procedure herein.

1. Department Supervisors may be required to remain after the regular workday, without compensation for the purpose of attending faculty or other professional
meetings as scheduled. Such meetings shall be reasonably scheduled and up to two (2) hours duration, except as dictated by emergency circumstances.
2. Department Supervisors shall have a daily duty-free lunch period.
3. Department Supervisors may be absent from the building during their scheduled duty-free lunch periods, provided they notify the office of their departure and return.

credit union designated by the Association, provided he/she files the appropriate written request form with the business office.

professional responsibilities prior to the release of such checks. The pay schedule for any given year will be distributed to Department Supervisors at the beginning of each school year.

Step	2008-2009	2009-2010	2010-2011
1	$91,073	$92,894	$94,751
2	$93,890	$95,551	$96,832
3	$95,034	$98,368	$99,400
4	$96,224	$99,512	$102,450
5	$97,460	$100,702	$103,594
6	$100,352	$101,938	$104,784
7	$103,032	$104,930	$106,020
8	$105,709	$107,611	$109,109
9	$106,914	$110,187	$111,790
10	$108,753	$111,392	$115,474
OG	$110,263	$114,842	$118,866

2008-09 $1,000

1. All Department Supervisors shall be given written notice of their class and/or subject assignments, building assignments and room assignments for the
   forthcoming year no later than June 30 except as dictated by emergency circumstances discussed with the Association prior to June 30 or last day of school.
2. The Superintendent shall give notice of assignments to new Department Supervisors as soon as practicable, and except in cases of emergency, not later than August 15.
3. Department Supervisors holding appointments to co-curricular positions in any given school year and who will be recommended for reemployment in those
   positions for the following school year shall be notified of their appointments prior to June 30.

1. Schedules of Department Supervisors who are assigned to more than one school shall be arranged so that they provide reasonable time for inter-school travel.
2. Department Supervisors who may be required to use their own automobiles in the performance of their duties and Department Supervisors who are assigned to more than one (1) school per day shall be reimbursed for all such travel in accordance with New Jersey Department of Education Accountability Regulations.
1. Department Supervisors will not have to maintain odometer readings for known established distances between schools and these distances shall be determined through Joint Road Audits or from a review of existing established distances provided by the Superintendent.

1. No later than ten (10) school days after a vacancy becomes known, the Superintendent or his/her designee shall deliver to the Association and post in all school buildings, a list of the known vacancies which occur during the school year and those which shall occur during the following school year. In addition to the listing of known vacancies, a listing of anticipated vacancies shall be posted.
2. Department Supervisors who desire a change in assignment shall file a written statement of such desire with the Superintendent or his/her designee no later than ten (10) school days after notice of position has been posted.

1. Notice of an involuntary transfer or reassignment shall be given to Department Supervisors within one (1) calendar week of the decision.

1. In the event that a Department Supervisor objects to the transfer or reassignment, upon the request of the Department Supervisor, the Superintendent or his/her designee shall meet with him/her. The Department Supervisor may, at his/her option, have an Association representative present at such meeting.

1. All monitoring or observation of the work performance of a Department Supervisor shall be conducted openly and with full knowledge of the Department Supervisor.
2. Observation and evaluation on non-tenured Department Supervisors shall be conducted in compliance with New Jersey Administrative Code Title 6:3-1.19.
3. Observation and evaluation of tenured Department Supervisors shall be conducted in compliance with New Jersey Administrative Code Title 6:3-1.21.

1. Evaluation reports filed in the Department Supervisors’ personnel file shall be signed by both the evaluator and the Department Supervisor.
2. A Department Supervisor shall have the right to review the material in his/her personnel file at least once per year. A Department Supervisor who desires to review his/her file must schedule an appointment for review with the personnel office at least 24 hours in advance. An employee shall have the right to indicate
   those documents and/or materials in their file which he/she believes to be obsolete or otherwise inappropriate to retain. Said documents shall be reviewed by the Superintendent, or his/her designee; and if, in fact, they are obsolete or otherwise considered inappropriate to retain, they shall be destroyed. Disputes over the retention or destruction of said documents shall be grievable to the Superintendent's level only.
3. No material derogatory to a Department Supervisor's conduct, service, character, or personality shall be placed in his/her personnel file unless the Department Supervisor has had an opportunity to review the material. The Department Supervisor shall acknowledge that he/she has had the opportunity to review such material and must affix 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 Department Supervisor shall also have the right to submit a written answer to such material and his/her answer shall be reviewed by the Superintendent or his/her designee and attached to the file copy.

1. Although the Board agrees to protect the confidentiality of personal reference, academic credentials, and other similar documents, it shall not establish any
separate personnel file, which is not available for the Department Supervisor's inspection.
1. No material of a derogatory nature shall be added to nor removed from an individual's personnel file without the notification of the Department Supervisor. Such notification shall require that the individual sign the material to be filed even though he/she may disagree with its contents.

1. Any complaints regarding a Department Supervisor made to any member of the administration by any parent/guardian, student, or other person, which are used in any manner in evaluating a Department Supervisor shall be promptly investigated and called to the attention of the Department Supervisor. The Department Supervisor shall be given an opportunity to respond to and/or rebut such complaint. The Department Supervisor shall have the right to representation at any meeting or conferences the Department Supervisor is requested to attend regarding such complaint.

1. A joint Board-Administrator-WTSA Advisory Committee shall be continued for the purpose of improving evaluation procedures and instruments to be used within the scope of this Article. The Committee membership should be based upon equal representation of the groups involved, three (3) Board/Administration and three (3) Association Members. An evaluation process, with instrument, shall be developed by the Association and Superintendent, and then approved by the Board.

1. Notification of Dismissal
   On or before May 15 of each year, the Board shall give to each fully certified non-tenured Department Supervisor continuously employed since the preceding September 30 either:
   a. A written offer of a contract for employment for the next succeeding year or
   1. Notice that such employment shall not be offered.

Any non-tenured Department Supervisor who receives notice that such employment shall not be offered shall be entitled to the benefit of the procedures set forth in N.J.S.A.
18A:27-3.2 and N.J.A.C. 6:3-1.20. When such procedures have been concluded, any further appeal by such Department Supervisor shall be to the Commissioner of Education.

pay of the Department Supervisor to be calculated at 1/220 of the net annual contractual salary for 11-month employees).

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 subparagraph 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 XVIII are eligible, if unused in the year granted, for use in future years for illness.

The scale to be reimbursed for unused days at first step on the Department Supervisors’ salary guide.
Maximum payment = $25,000 for 2008-2009
$25,000 for 2009-2010
$25,000 for 2010-2011

Payments shall be made in two (2) equal payments, one (1) calendar year apart. Calculation: Per Diem Rate to be determined by dividing Step 1 of the Department Supervisors’ salary guide by 207.

proceedings or in connection with religious holidays. The five (5) days specified herein for personal leave shall not be cumulative if not used in the year granted, except in those conditions listed below. Personal leave may be used for illness in the year granted, provided that such teacher has exhausted his/her annual sick leave and all accumulated
sick leave. Unused personal leave may also be used in future years for illness, provided that the Department Supervisor has exhausted all his/her 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 Department Supervisor has exhausted all annual and accumulated sick leave) shall not be deemed "accumulated unused sick leave," as defined in Article XVII for purposes of any future legislation mandating payment by the Board on retirement or otherwise for accumulated unused sick leave. It is the intention of the 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 a Department
Supervisor has exhausted all annual and accumulated sick leaves, but that such a record of "unused personal days" shall in no event be deemed to be "accumulated unused sick leave" for the purpose of such legislation.

1. A female Department Supervisor may utilize credited sick leave days for disability due to pregnancy, childbirth and recovery. Use of such sick leave for disability outside of a period of a month before and a month after delivery will require verification in writing from the attending physician if requested by the Board. Such Department Supervisor shall have the option of requesting and shall be granted leave for a similar period without pay.

1. A Department Supervisor under tenure who wishes a child care leave following the adoption of a pre-school age child(ren) or birth of such Department Supervisor's child
   may request and shall be granted such leave without pay for up to one (1) and one-half (1/2) years and shall return on the first day of any marking period within that period of time.

1. A non-tenured Department Supervisor who wishes a child care leave following the adoption of a pre-school age child(ren) or birth of such Department Supervisor's child may apply for and shall be granted such leave without pay for the remainder of the school year in which the leave starts. Such leave shall not extend beyond the end of the Department Supervisor's contract for the school year in which leave is granted, nor shall the granting of such leave constitute a promise of reemployment for the following school year. Determination of whether the non-tenured Department Supervisor on such leave will be reemployed for the following year will be made on or prior to, April 30. The time
   for which such leave is granted shall not count toward fulfillment of the time requirements for acquiring tenure.
   
2. 1. The Superintendent shall be notified of a pregnancy by the end of the sixth month. At least sixty (60) days before the due date the Department Supervisor shall notify the Superintendent of the option or combination of options outlined above that the Department Supervisor plans to exercise.
   2. A Department Supervisor shall not be reassigned to work until after the presentation of medical certification of capability to perform necessary duties if such certification is requested by the Superintendent.
   3. If a Department Supervisor decides not to return from a child care leave, the Department Supervisor shall notify the Superintendent by giving written notice of resignation at least sixty (60) days before the leave expires.

after the expiration of such leave. Such contract shall provide for the return of all money received while on sabbatical leave plus six percent (6%) interest in the event that Department Supervisor does not return to active service, provided, however, that such reimbursement shall not be required where the failure is due to pregnancy, total incapacity or other incapacity of a physical or mental nature.
A determination concerning such a return of funds received while on sabbatical leave shall be within the sole discretion of the Board.

1. Before any Department Supervisor becomes entitled to a second sabbatical leave, eligible Department Supervisors who have never received sabbatical leave will be given preference.

1. All programs of study in which Department Supervisors are enrolled shall be approved by the Superintendent and the Board in writing and shall be successfully undertaken within the sabbatical leave. However, these may be completed after the termination of the sabbatical.

1. Tuition costs incurred by Department Supervisors shall be reimbursed by the Board of Education under the following terms and conditions:
   
   1. Tuition costs eligible for reimbursement must be for courses in the field of education or in the content area supervised by the Department Supervisor, or in the area of educational supervision and administration. In addition, courses not in the field of education or not in the content area being supervised by a Department Supervisor, but closely related, may be approved for reimbursement at the sole discretion of the Superintendent or his/her designee. Courses taken for which reimbursement is requested must be approved by the Superintendent or his/her designee in advance of enrollment. Reimbursement will not be made until satisfactory evidence of having received a passing grade is presented.

2. Reimbursement for actual tuition costs incurred by a Department Supervisor in any one school year shall be limited to the total tuition costs for 12 graduate credit hours at the average credit cost in effect in the New Jersey State College System.
3. The date on which a course is completed will determine the contract year in which the credits will be applicable for reimbursement.
4. Non-tenured Department Supervisors shall be eligible for reimbursement at the level set forth in Subsection 2, above, for tuition costs incurred for graduate credits earned during a period after the award of a first-year contract, but prior to the commencement of work under a tenure contract; provided, however, such reimbursement shall not be payable to such Department Supervisor unless and until said Department Supervisor has commenced work under a tenure contract.
5. Upon satisfactory compliance by the Department Supervisor with all of the terms and conditions set forth in the preceding subsections, such Department Supervisor shall be paid his/her reimbursement entitlement on either October 1 for the prior spring and summer course work taken, or April 1 for the prior fall course work taken; provided that the Department Supervisor is still in the employ of the Board on such date. Such payment shall be further conditioned on said Department Supervisor remaining in the employ of the Board for the remainder of the current
school year. In the event that such Department Supervisor shall leave the employ of the Board prior to the expiration of the school year in which such reimbursement entitlement has been paid, such Department Supervisors shall be obligated to refund to the Board the entire reimbursement entitlement paid to him/her during such school year, for such purpose the Board shall be empowered to deduct said sum from such Department Supervisor's salary payments.
6. No Department Supervisor shall be eligible for tuition reimbursement in connection with tuition costs incurred which is paid by the Veteran's Administration or any other outside agency.

The Board of Education will make every effort to ensure safe working conditions. In the event of disorder or disruption in the regular school program, the Association shall have the right to meet with the Board on matters regarding Department Supervisor safety.

Whenever any action is brought against a Department Supervisor before the Board or before the Commissioner of Education of the State of New Jersey which may affect his employment or salary status, the Board of Education shall reimburse him/her for the cost of his/her defense if the action is dismissed or results in a final decision in favor of the Department Supervisor. This shall not apply to any charges filed by the Board against the Department Supervisor.

1. A Department Supervisor shall immediately report any case of assault or battery upon his/her person arising out of or in connection with his/her duties. Such matters shall be immediately reported to the Principal. The Board shall give full support including legal assistance where required.
2. When absence arises out of or from such assault or injury, the Department Supervisor shall be entitled to full salary and other benefits for the period of such absence and shall not forfeit any sick leave or personal leave unless pending litigations would be continued to settlement and such settlement or judicial finding indicates that the Department Supervisor was the aggressor.
3. A Department Supervisor shall suffer no loss of leave or salary if assaulted on duty except if Department Supervisor is found to be the aggressor.
4. The Board shall reimburse a Department Supervisor for damage or destruction to his/her clothing, or other personal property which is on school property with the knowledge and prior written approval of the Building Principal, sustained as result of an unprovoked assault while the Department Supervisor is acting within the course of his/her employment. The Department Supervisor shall forthwith file a written report with the Building Principal detailing the assault and the property loss involved. Reimbursement shall be based on depreciated value of the property damaged or destroyed and it shall not exceed the amount of $100 or the Department Supervisor’s insurance deductible, if any, whichever is the lesser. Damage or destruction to motor vehicles is not reimbursable.

1. When, in the judgment of a Department Supervisor, a student requires the attention of the principal, assistant principal, a counselor, psychologist, physician or other specialist, he/she shall so inform his/her principal or immediate superior. The principal or immediate superior shall arrange as soon as possible for a conference among the Department Supervisor and an appropriate specialist to discuss the problem and to decide upon appropriate steps for its resolution.

1. The Board will provide and pay for health care protection for individual and full family coverage at a level of benefit equal to the AmeriHealth PPO, POS and CMM plans in effect October 1, 1996; office visit copay is $10.00, and effective

January 1, 2009 the office visit copay is $20.00. Both individual and full family protection will be extended at the Board's cost.

Employees newly hired to the district after July 1, 2002, shall be eligible for family medical benefits under paragraph 1 at the level of the P.O.S. Plan, at Board expense. These employees shall be eligible to purchase, at the Board's rates, a higher level of coverage through payroll deductions.

2. The Board shall provide all employees with a description of health care insurance coverage and a description of the conditions of the coverage and the individual limits thereof.

During the term of this contract, the Board of Education shall provide and pay for dental, prescription and Employee Assistance Program (EAP) programs for individual and full family coverage at the level of benefits or equivalent, as described in the Delta Dental Plan of New Jersey Inc., Blue Cross/Blue Shield, and Gloucester County Schools Consortium contracts effective June 30, 1991, for each employee who shall be eligible for and shall be enrolled in a prescription drug and dental plan through a company to be selected by the Association and approved by the Board.
a. Effective January 1, 2009 employees may opt to purchase extended dental coverage of an additional $500 at the initial approximate cost of $22.00 annually; premium increases for the elective coverage will be borne by the employee.

b. Effective January 1, 2009 employees may opt to purchase a lifetime maximum $1,000 orthodontic coverage for eligible dependents age 18 and under at the initial approximate cost of $60.00 per year; premium increases for the orthodontic coverage will be borne by the employee.

c. Prescription co-pay shall be: $ 5.00 generic
$15.00 name brand
$ 0 mail-order

Effective January 1, 2009
Prescription co-pay shall be: $10.00 generic retail
$25.00 for brand name retail
$10.00 mail-order 90-day supply

d. The Board assumes full cost of the Employee Assistance Program (EAP). Eligibility for enrollment for benefits shall be governed by and be subject to any restrictions imposed by the plan established by the selected company. Any such plan may provide for coverage for individual employees and their eligible dependents and may contain a deductible.

4. In case of an employee's death, health benefits coverage for surviving family members shall continue for six (6) months at Board expense.

1. The Association shall indemnify, defend and save-harmless the Board of Education against any and all claims, demands, suits or other forms of liability that shall arise out of, or by reason of, action taken by the Board in reliance upon salary deduction authorization card submitted for individual members by the Association to the Board of Education.

1. Management Rights
   Except as otherwise specified in this Agreement, the Association recognizes that the Board has responsibility and authority to manage and direct, on behalf of the public, all of the operations and activities of the school district to the full extent authorized by law. The Board of Education retains the right, in accordance with applicable State and Federal laws and regulations, (a) to direct employees of the School District, (b) to hire, promote, transfer, assign, and retain employees in positions within the School District, and to suspend, demote, discharge or take other disciplinary action against employees, (c) to
   relieve employees from duties because of insufficient enrollment or for other legitimate reasons, (d) to maintain the efficiency of the School District operations entrusted to them, (e) to determine the methods, means, and personnel by which such operations are to be conducted, and (f) to take whatever actions may be necessary to carry out the mission of the School District in situations of emergency.
   
   In exercising its power, the Board, through its administrative staff, shall, subject to the provisions of this Agreement, exercise all of its managerial rights and authority to the extent permitted by law.
   
   
   
   

1. The Association agrees that it will sanction no job actions of any type and will discourage any job actions by its membership for the duration of this contract and
during the course of grievance procedures. The Board will conduct no lockouts during the terms of this Agreement.
2. The parties agree that they will resolve all disputes through the procedure outlined in this Agreement or as subsequently modified by statute or court decision.

If any provisions 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.

Whenever any notice is required to be given by either of the parties to this Agreement to the other, pursuant to the provision(s) of the Agreement, either party may do so by telegram or registered letter at the following addresses:

Copies of this Agreement are to be printed and the cost shared equally by both the Board and the Association. The Agreement shall be presented to all Department Supervisors affected thereby.

Washington Township Board of Education


By: _________________________________
Eileen Abbott, President

ATTEST:

By: ______________________________

Margaret F. Meehan

Board of Education Secretary

WASHINGTON TOWNSHIP SUPERVISORS’ ASSOCIATION

Robert Frampton, President