2
AGREEMENT
between the
BOARD OF EDUCATION OF THE TOWNSHIP OF WAYNE
PASSAIC COUNTY, NEW JERSEY
and the
TRANSPORTATION DEPARTMENT SUPERVISORS GROUP
JULY 1, 2002
to
JUNE 30, 2005
Effective July 1, 2002
Approved by the Wayne Township Board of Education: ______________________
TABLE OF CONTENTS
AGREEMENT
TRANSPORTATION DEPARTMENT SUPERVISORS GROUP/ WAYNE BOARD OF EDUCATION
PAGE
ARTICLE I REPRESENTATION.................................................................. 3
ARTICLE II GRIEVANCE PROCEDURE..................................................... 4
ARTICLE III MANAGEMENT’S RIGHT....................................................... 5
ARTICLE IV LEAVES .................................................................................... 6
ARTICLE V VACATIONS & HOLIDAYS................................................... 8
ARTICLE VI SALARY & BENEFITS ............................................................ 11
ARTICLE VII MISCELLANEOUS PROVISIONS .......................................... 14
Fully Bargained Clause
Modification
Nonwaiver
ARTICLE VIII TERM ......................................................................................... 15
ATTACHMENT “A” – TDSG Salary Guides…………………………….…………... 16
ARTICLE I
REPRESENTATION
A. This Agreement shall include the following positions: Assistant Transportation Supervisor, Fleet Maintenance Manager, Dispatcher and Safety Coordinator.
B. The Transportation Department Supervisors Group shall hereinafter be referred to as “TDSG”. The term “unit member” shall herein after refer to all employees represented by TDSG. The Wayne Township Board of Education Association shall hereinafter be referred to as “the Board”.
C. As soon as possible after an employee is hired into an existing position represented by TDSG, the Board shall notify TDSG, through its President, of the name and title of the newly-hired employee.
D. The Board shall notify TDSG, through its President, if the Board intends to add a new position to the list of positions represented by TDSG.
E. Prior to Board appointment of any person to a position represented by TDSG, the finalist candidate shall be notified by the Board that the employee’s position is represented by TDSG, and shall be given the name of the TDSG President.
F. Each year TDSG will notify the Board of the name of the TDSG President and the address where the TDSG President can be reached. TDSG will notify the Board of any change(s) in this information as soon as possible after the change(s) occur(s).
ARTICLE II
GRIEVANCE PROCEDURE
Step 1
It is the purpose of this procedure to secure, at the lowest possible administrative level, equitable solutions to grievances of TDSG through procedures under which the Board and TDSG are afforded adequate opportunity to dispose of their differences. A grievance is a complaint by any unit member, group of unit members, or TDSG, that there has been an improper interpretation, application, or violation of this Agreement involving terms and conditions of employment.
Step 2
If the problem cannot be resolved, the unit member is to request a meeting with his/her immediate superior and present a formal grievance in writing within five (5) working days of the alleged act and three (3) working days prior to the requested meeting. Any grievance not presented within the foregoing time limit shall not be permitted to proceed in accordance with the parties’ grievance procedure and the aggrieved employee and TDSG shall be unconditionally barred from any relief thereafter.
The unit member may have present or be represented by an officer of the TDSG. If agreement cannot be made at this point, the procedure shall go to step 3 if a request is made in writing within five (5) working days following the decision at step 2.
Step 3
This step is a conference with the Superintendent of Schools or Assistant Superintendent, the individuals involved, and an officer of TDSG. If the problem is not resolved and a request is made in writing within five (5) working days following this conference, the problem may be filed at step 4.
Step 4
This is a conference meeting with the whole Board of Education and the individuals mentioned in step 3.
ARTICLE III
MANAGEMENT’S RIGHTS
The Board reserves to itself sole jurisdiction and authority:
A. to direct employees of the school district;
B. to hire, promote, transfer, assign, and retain employees in positions in the school district, and to suspend, demote, discharge, or take other disciplinary action against employees, where such actions are not arbitrary, capricious, or illegal;
C. to relieve employees from duty because of lack of work or for other legitimate reasons;
D. to maintain efficiency in the school district operations entrusted to them;
E. to determine the methods, means, and personnel by which such operations are to be conducted;
F. to take whatever actions may be necessary to carry out the responsibilities of the school district in situations of emergency; and
G. to require every unit member, at the discretion of the administration, to participate in up to six (6) hours of inservice training each year at no additional compensation. Inservice training shall be scheduled by the Transportation Supervisor or the Transportation Supervisor’s designee, as may be appropriate, after discussion with TDSG.
ARTICLE IV
LEAVES
A. SICK LEAVE
1. Employees shall receive thirteen (13) sick days with full pay each year which will be cumulative without limit. In case absence of employees is of greater duration than accumulated sick leave, this situation will be referred to the Board of Education for
2. Payment for unused sick leave days shall be granted for employees leaving the school system based on a minimum of ten (10) years plus one (1) day of service within the last consecutive fifteen (15) year period and only upon actual certified retirement Pursuant to the Public Employees’ Retirement System (P.E.R.S.), at a rate of 30% of 1/250th of the annual salary (30% of the daily salary) on the date of leaving, a maximum of 100 days.
B. BEREAVEMENT LEAVE
1. Spouse, child, parent, grandparent, brother, sister, or in-law - up to five (5) days.
2. Relative outside the immediate family-two (2) days. Relative shall be interpreted to mean aunts, uncles, first cousins, or as a designated pallbearer.
3. It is essential when calling these in to state the reason as death or funeral and identify the relationship.
4. These days must be called in to the immediate supervisor.
C. PERSONAL LEAVE
1. Two (2) days leave are allotted for personal matters which cannot be addressed outside of the regular work day. These might include:
Family Illness House Closings
Legal Business Household Emergencies
Weddings* Other Good Cause
Graduations*
* For the employee, an immediate family member or a relative.
2. Personal days should not be construed as vacation days.
3. Requests for personal leave shall be submitted in writing to, and approved by, the immediate supervisor or his/her designee at least seven (7) days in advance, or within a reasonable period if the reason for the request could not have been reasonably foreseen. The request shall describe, in writing, the reason for the personal leave request in general terms.
4. Payment for any personal days in excess of two (2) days shall be deducted.
5. The following are prohibited without specific prior written authorization from the employee’s immediate supervisor:
a. Personal days before or after vacations or holidays.
b. Taking half (1/2) days.
6. Effective July 1, 1995 any unused personal days shall be added to accumulated sick days.
D. FAMILY ILLNESS LEAVE
1. TDSG members shall be granted two (2) family illness days each year, subject to verification by the Board.
2. Family is defined as spouse, child, parent, grand-parent, brother, sister, mother-in-law, father-in-law, or any other member of the immediate household.
VACATIONS AND HOLIDAYS
A. VACATION
1. All vacation requests must be submitted to your immediate supervisor for prior approval, approval shall be subject to the staffing levels in the district and the needs and demands of the school district.
a. Any employee hired after July 1 shall accrue vacations days for the remainder of that school year on a pro-rated basis at the rate of ten (10) days per year. This truncated school year shall count as an employee’s first school year of service for vacation purposes only.
b. For service of one (1) through five (5) school years, ten (10) vacation days will be allowed per year.
c. For service of six (6) through ten (10) school years, twelve (12) vacation days will be allowed per year.
d. For service of eleven (11) or more school years, fifteen (15) vacation days will be allowed per year.
2. For employees hired on or after July 1, 1995, vacation earned for any school year may not be used until the next school year following the year it was earned.
B. ADVANCE PAY
Prior to the employees leaving on their vacations, they shall be paid in advance for the period if they so elect. Such a request must be made in writing not less than thirty (30) days prior to the vacation period.
C. VACATION DAYS CARRYOVER
1. The Board and the TDSG agree that the maximum number of vacation days which may be carried over from one school year to a second school year (July 1 to June 30) is five (5) days.
2. Each employee who carries five (5) or fewer vacation days from one school year into a second school year shall only be obligated to use as many new vacation days during the second school year as may be necessary to leave the employee with five (5) or fewer unused vacation days on June 30 of that second school year.
3. Failure to use the days as required in Section V (C-2) shall result in the forfeiture without pay, on June 30, of all unused vacation days that were supposed to be used by the end of the school year.
4. The Board agrees that it shall notify all employees, each year no later than September 15, of the number of days carried over from June 30 to July 1, the days newly accredited as of July 1 and the total number of days which must be used the following June 30. All notifications shall be in a sealed envelope. The purpose of this procedure is to notify employees about the number of days which must be used, to give the employees the greater part of the year to use their days, and to allow employees to bring down their carried over vacation days to no more than five (5) days per year.
D. HOLIDAYS
1. All personnel shall be paid for holidays as outlined below except when they occur when school is in session.
Fourth of July Christmas Eve
Labor Day Christmas Day
Yom Kippur New Year’s Eve
Columbus Day New Year’s Day
Friday of (Teacher’s) Convention Lincoln’s Birthday
Thanksgiving Day Washington’s Birthday
Friday after Thanksgiving Good Friday
Veteran’s Day Memorial Day
2. During school recesses of greater than two (2) days (such as Christmas or Spring Recess), the TDGS members shall work those days as directed by the Transportation Supervisor, but in no case less than one-half of each vacation days are approved for the other days of the recess period.
3. When a holiday falls within the TDSG employee’s vacation period, an extra day shall be given at any time at the discretion of the Transportation Supervisor.
ARTICLE VI
SALARY & BENEFITS
A. SALARY
1. The salaries are set forth in Attachment “A”- TDSG Salary Guide
B. INSURANCE BENEFITS
The Board and TDSG agree that the insurance coverage hereinafter referred to shall be provided to each Unit member upon initial employment in the manner hereinafter set forth:
1. Individual employee and family hospitalization and medical coverage, vision, dental and prescription coverages; all premiums to be paid by the Board.
2. Effective November 1, 2003, a Prescription Drug Plan Ten Dollar ($10.00) Co-Pay for individual employees and their families. Co-payments cannot be claimed for reimbursement under Major Medical.
3. Effective November 1, 2000, a deductible of $200 per person and $400 per family per year shall apply to all medical expenses payable under the insurance coverages described in paragraphs 1 and 2.
4. Effective November 1, 2000, employees shall be covered under the Wayne Select Plan, which shall include Preferred Provider Network (“PPO”) and pre-notification to the insurance company of in-patient procedures imposed on the health insurance plans offered by the Board to eligible employees and family members. The PPO provides a comprehensive major medical program with In Network and Out of Network benefits. Pre-notification encompasses ancillary hospital and medical appropriateness review as well as mental health and substance abuse pre-admission review and medical appropriateness review.
5. Any employee who has dependent coverage through his or her spouse’s employer (other than the Wayne Township Board of Education) may waive all insurance coverages from the Board and shall receive 50% of the single coverage costs. Payment shall be prorated bi-monthly and will be added to the employee’s payroll check. The employee shall, however, not be entitled to payment until the effective date of the enrollment change. Employees who elect this option will have the right to re-enroll for another coverage, should their family circumstances change. Re-enrollment is subject to the plan’s requirements. The effective date of coverage is subject to the plan’s requirements.
6. At the request of TDSG, the Board shall establish within thirty days of the date of this contract, a plan pursuant to Section 125 of the internal Revenue Code (26 U.S.C. 125) for payment by the employee of the medical insurance premium cost and any other qualifying costs.
7. In the event of a change of insurance carrier or carriers, the coverage provided by the carrier shall be at least as comprehensive and extensive as the initial coverage heretofore provided for, and shall be done with the approval of TDSG.
8. According to the attached Addendum 1, the Board of Education shall provide dental insurance under a UCR Fee Program for the individual employee or for the full family. The Board’s maximum contribution shall be the amount required to be paid per year for employee only coverage and for super-composite coverage effective for June 30, 1999.
9. Usual and customary rates (UCR) for all coverage.
10. The Board shall pay an additional Fifteen Thousand Dollars ($15,000) premium for improved x-ray, laboratory, emergency room, and vision services.
C. LICENSE REQUIREMENTS.
1. All TDSG members shall be reimbursed tuitions and costs of seminars, training programs, and educational courses related to the preformanace of their positions and duties. Attendance shall be authorized by the Transportation Supervisor. Amounts in excess of three hundred fifty dollars ($350.00) shall require Board approval.
2. Rooms, meals, travel and miscellaneous expenses will be reimbursed if pre-approved by the Board.
3. Cost of certifications, testing, licensing and the associated costs thereof (i.e., fingerprinting) will be reimbursed.
D. PROFESSIONAL DEVELOPMENT
The Fleet Manager shall be allowed to attend the New Jersey Transportation Supervisors Conference (3 days). The Assistant Transportation Supervisor shall attend the New Jersey Transportation Supervisors Conference in the event that the Transportation Supervisor is unable to attend. The Board shall pay for all reasonable expenses incurred in connection with attendance of said conference.
E. UNIFORM ALLOWANCE
1. The Fleet Manager will receive five (5) sets of mechanic uniforms per year at no cost.
2. The Fleet Manager will receive a winter coat every third school year.
3. The Fleet Manager will receive five (5) tee-shirts per year, purchased by the Board.
4. The Fleet Manager will receive one set of rain/foul weather gear. Such gear shall meet all applicable OSHA standards for highway/roadway use. The Board shall replace said gear when worn out or damaged, or no longer meets applicable OSHA standards.
5. The Fleet Manager will receive one (1) highway traffic safety vest. Such vest shall meet all applicable OSHA standards for highway/roadway use. The Board shall replace said vest when worn out or damaged, or no longer meets applicable OSHA standards.
ARTICLE VII
MISCELLANEOUS PROVISIONS
A. FULLY BARGAINED CLAUSE
This Agreement incorporates the entire understanding of the parties on all matters which were or could have been the subject of negotiations. During the term of this Agreement neither party shall be required to negotiate with respect to any such matter whether or not covered by this Agreement and whether or not within the knowledge or contemplation of either or both parties at the time they negotiated or executed this Agreement.
B. MODIFICATION
This Agreement shall not be modified in whole or in part by the parties except by an instrument in writing duly executed by both parties.
C. NONWAIVER
The failure of either party to exercise any right it may have shall not constitute a waiver of that rightARTICLE VIII
TERM
The term of this Negotiated Agreement between the Board and TDSG shall be from July 1, 2002 through June 30, 2005. A three (3) year period encompassing school years 2002-2003, 2003-2004, and 2004-2005.
BOARD OF EDUCATION OF THE
TOWNSHIP OF WAYNE
Transportation Department Supervisor
______________________________ ________________________________
Richard Skibitski Catherine Herman
Board President
Date: Date:
___________________
FRANK CEURVELS
BOARD SECRETARY
Date:
Attachment "A"
TDSG Salary Guide
2002-2003 2003-2004 2004-2005
Fleet Manager $57,000.00 $58,500.00 $59,500.00
Assistant
Transportation Supervisor $37,000.00 $38,500.00 $40,000.00
Dispatcher N/A TBD TBD
Safety Coordinator N/A TBD TBD
|