|AGREEMENT BETWEEN HOBOKEN BOARD OF EDUCATION|
THE HOBOKEN SCHOOL EMPLOYEES ASSOCIATION
1.1 This agreement entered into by and between the Board of Education of
the City of Hoboken, New Jersey, hereinafter referred to as the “Board” and the
Hoboken School Employees Association, hereinafter referred to as the “Association” has
as its purposes:
1.1.1 the promotion of harmonious relations between the Board and the
1.1.2 the establishment of an equitable and peaceful procedure for the
resolution of differences;
1.1.3 the establishment of rates of pay, hours of work, and other conditions of
1.2 The Board will neither change nor modify any provision of this agreement
without first successfully negotiating same with the Association.
1.3 This agreement shall be in effect from July 1, 2002, until June 30, 2005.
1.4 Except as herein set forth, all terms and conditions now in effect as regular
employer/employee practices shall continue to be in effect for the duration of this
2.1 The Board recognizes the Association as the sole exclusive bargaining agent
for the purpose of establishing salaries, wages, hours and other conditions of employment
for all its full time and regular part time custodial and maintenance employees. The
Hoboken School Employees Association is granted permission to use a school building
for meetings of the Association.
2.2 For the purpose of this contract, “full time and regular part time employee”
shall mean a person employed directly by the Board for more than three consecutive
months and who is regularly employed at least 20 hours per week.
2.3 For the purpose of this contract an employee who is regularly employed less
than 20 hours per week shall be considered a part time employee. Their salaries, wages,
hours, and other conditions of employment are outside the scope of this agreement.
3.0 UNION SECURITY
3.1 The Board agrees to deduct the Association dues twice each month from the
pay of those employees who individually request in writing that such deductions be made.
The amounts to be deducted shall be certified to the Board by the Treasurer of the
Association and the aggregate deductions of all employees shall be remitted, together
with an itemized statement to the Treasurer, by the tenth day of the month following the
month in which the deductions are made. The authorization shall be irrevocable during
the term of this agreement except as provided by the New Jersey Statutes.
3.2 Representatives of the Association not employed by the Board shall be
permitted to visit with the employees during work hours at their work stations after
obtaining permission from the Superintendent or his/her designee for the purpose of
discussing Association matters, provided that the operations of the District are not
affected. Permission for such visits shall not be unreasonably withheld.
3.3 Only representatives duly certified by the Association shall be recognized by
the Board as authorized spokesmen or spokeswomen for the Association.
3.4 The Hoboken School Employees Association President shall receive four (4)
hours weekly to attend to matters of Association business with Association members.
These matters will be conducted within the confines of the school system.
3.5 Bulletin Boards will be allowed at each work location for use by the
Association for purposes of posting notices and information of a non-controversial
nature. The Board or its designee shall determine the location and size of said board,
but the entire cost of the board shall be borne by the Association.
4.0 SALARIES AND OTHER PAYMENTS
4.1 Effective July 1, 1991, Schedule A shall be the only salary guide. In addition,
employees shall be paid the differentials indicated by this section. In the event that the
new salary per Schedule A plus all applicable differentials except for the differential in
paragraph 4.2 below, is less than their scheduled salary under the prior contract, they will
be continued to be paid at the prior rate for as long as this condition exists.
4.2 All employees assigned to the regular night shift shall receive a differential of
$1,000 per year over and above their regular salaries. This differential shall be pro rata
for days actually worked. For regular shifts extending after 4:00 p.m., there will be a
differential of $125 per hour after 4:00 p.m. per year pro rated for days actually worked.
4.3 One employee in each building shall be designated as the Head Custodian.
This employee shall receive the appropriate annual differential from Schedule A over
and above all other compensation. There shall be a minimum of one (1) head custodian
assigned per building.
4.4 Employees may be designated as Skilled Laborers. Any employee so
designated shall be paid from the Skilled Laborer salary guide of Schedule A.
4.5 All employees possessing a Black Seal, but not qualifying for designation
under Sections 4.3 or 4.4 above shall be paid from the Engineer Guide.
4.6 Employees with perfect attendance from July 1 to December 31 shall receive
a perfect attendance bonus of $250.00 payable in January. Employees with perfect
attendance from January 1 to June 30 shall receive a perfect attendance bonus of
$250.00 payable in July. Employees with perfect attendance for the full work year (July 1 through June 30) shall receive an additional bonus of $100.00 payable in July. Absences due to a job related injury that are approved by a physician designated by the Board shall not be considered to be absences for the purposes of this paragraph.
4.7 Employees working out of job title requiring higher pay shall receive the
greater sum for the period temporarily assigned.
5.0 WORK SHIFTS
5.1 There shall be four (4) regular work shifts and three special work shifts for
Engineers. Initially the hours of these shifts shall be as follows:
7:00 a.m. to 4:00 p.m. (Morning Shift)
9:00 a.m. to 6:00 p.m. (Day Shift)
3:00 p.m. to 12:00 a.m. (Night Shift)
11:00 a.m. to 8:00 p.m. or Noon to 9:00 p.m. (Mid-day Shift) *
6:00 a.m. to 3:00 p.m. (Engineer Shift)
7:00 a.m. to 4:00 p.m. (Engineer Shift)
3:00 p.m. to 12:00 a.m. (Engineer Shift)
* Employees assigned to a mid-day shift shall receive a shift differential in
accordance with Article 4.2 effective upon their attainment of a Black
Seal license. Only employees hired after July 1, 2002, and volunteers may
be assigned to a mid-day shift.
5.1.1 One employee in each building who possesses a valid Black Seal shall
be designated as the Engineer. Only the Engineer may be assigned to the Engineer Shift
in each building at any time.
5.1.2 All employees hired after July 1, 1989, must obtain a Black Seal
within one year of hire. The Board shall provide classes for Black Seal for all newly
hired employees or employees lacking this certification at no cost to the employee.
5.1.3 In the event that the Engineer is absent, any other employee with a
Black Seal may be assigned as the Engineer for the duration of the absence.
5.2 Food Workers shall work 181 days.
5.3 In the event that the Superintendent deems changes in shift assignments to be
necessary, volunteers for the changes will be solicited and honored. If there are
insufficient volunteers for the changes, involuntary assignments will be made in reverse
order of seniority of those possessing the qualifications to perform the work.
5.4 The Superintendent may change the hours of these shifts or implement new
shifts with 90 days notice to the Association subject to the following limitations:
5.4.1 A work shift shall consist of the same nine continuous hours for five
consecutive days and will include one hour for lunch.
5.4.2 Shifts shall not start before 6:00 A.M. nor end after midnight.
5.4.3 Shift changes must be approved by a majority vote of a Shift
Committee. This committee shall consist of two (2) members appointed by the Association
and three (3) members appointed by the Board President. This committee shall evaluate the
need for a change in the hours of a shift or for new shifts and approve or disapprove the
5.5 Only employees hired on or after July 1, 1991, may be assigned to work
Saturdays or Sundays as part of their regular work shift.
5.6 No unit member may be scheduled to work alone with the exception
of a building Engineer. No unit member may work on weekends without the
prior approval of the Superintendent or his designee.
5.7.1 On days when school is closed due to inclement weather (snow,
hurricane, etc.) the work schedule will be as follows:
7:00 a.m. to 11:00 a.m. (Morning and Day Shift)
11:00 a.m. to 3:00 p.m. (Night Shift)
5.7.2 On summer Fridays all shifts will end at 2:00 p.m.
5.7.3 On workdays preceding holidays, when students are dismissed at
1:00 p.m., unit personnel will be dismissed at 2:00 p.m. When no students are in
attendance on workdays preceding holidays, unit personnel will work an abbreviated
(four hour) workday.
5.8 In every event those employees except as otherwise provided shall enjoy a one
hour lunch period, to be scheduled as closely to mid-shift as can be arranged. In the
event that an employee cannot enjoy his/her lunch hour, he/she shall be compensated at
the rate of time and one half for the lunch hour worked. An employee must have the
approval of the Superintendent or his/her designee to work through the lunch hour.
5.9 The Board shall have discretion to make promotions, demotions, school
transfers of more than three (3) months and duty changes, provided that this discretion
shall not be exercised in an arbitrary or unreasonable manner and that seniority,
qualifications, ability to perform and past performances shall be factors to be considered
by the Board in the exercise of its discretion.
5.10 All unit personnel assigned to a particular building shall report to the head
Custodian for that building. The head Custodian for a building shall report to the principal
of that building. For this purpose, the head Custodian of the Kennedy Stadium shall report to
the Hoboken High School principal. Employees assigned district wide shall report to an
individual as directed by the Superintendent.
6.1 Coverage under the New Jersey State Health Benefits Plan, including but not
limited to the hospitalization program, major medical, and Rider “J”, shall remain in
effect for the life of this agreement for the employees and their dependents at no cost to
6.2 The Board shall continue to provide full family optical, prescription, dental
and prescription plans ($1.00 co-pay for prescription) with the premiums paid by the
Board. In the event employees are not eligible for family coverage, individual coverage will be
provided. This coverage will be provided on exactly the same basis as to the instructional staff
as of July 1, 1991, unless agreed to in writing by the Association and the Board.
7.0 OVERTIME AND HOLIDAYS
7.1 Overtime shall be distributed as equally as possible among employees with the
same classification and within the same school. Overtime will commence after forty
hours worked in one week.
7.2 Two-thousand eighty (2080) hours shall be the hourly factor when computing
overtime and shall be divided into the annual base salary to get the hourly regular rate.
7.3 Seventeen holidays are defined in Schedule B. An employee assigned to
work on one of the days defined in Schedule B shall receive three times their regular
hourly rate of pay. As per past practice, when a paid holiday falls on a day when school
is in session, unit employees eligible for the holiday will be given an alternate day off.
7.4 Employees working scheduled shifts on municipal election days shall not
thereby receive any supplement to their salaries. If the public schools are closed on said
day, employees will work abbreviated 5 hour shifts as determined by the Superintendent
in consultation with the Association in a manner that ensures full coverage of all polling
places located within the public schools.
7.5 Overtime will not be paid for stipended duties.
7.6 Any employee who is requested to and returns to work after his/her regularly
scheduled shift during the same day shall be guaranteed a minimum of three hours at the
overtime rate. This article shall be construed to protect the employee who completes
his/her regular shift and has gone home and is directed to return to work for an
emergency or other reason.
8.0 LEAVES OF ABSENCE
8.1 Employees with less than five (5) years of service shall receive ten (10) days
per year of sick leave. Employees with five (5) years and one day of service shall receive
fifteen (15) days per year of sick leave.
8.2 All unused sick leave shall be cumulative from year to year.
8.3 A doctor’s certificate may be required by the Board in the following cases:
8.3.1 Personal illness of five (5) or more consecutive days.
8.3.2 Sicknesses over extended periods of time. In such cases the date the
employee is anticipated to return to work should be furnished.
8.3.3 Frequent or patterned absences.
8.4 Sick Leave necessitated because of an accident or illness related to work shall
be as set forth under New Jersey Statutes.
8.5 Employees shall be entitled to three (3) personal days per year. Personal
days must be taken during the school year and are not cumulative from year to year. No
personal days may be taken before or after a holiday without the advance permission
of the building principal.
8.6 Bereavement leave shall be seven (7) calendar days, which shall commence
with the first absence. This first absence shall be either the day of death of the
employee’s immediate family member, or the day immediately following the death of the
employee’s immediate family member. An immediate family member is defined as the
sister-in-law, mother-in-law, father-in-law, son-in-law, or daughter-in-law, or other
member of the immediate household.
8.7 Any employee who is absent and has no accumulated sick leave shall be
docked one full day’s pay for each day of absence.
8.8 A record of sick time shall be given to all employees by the Board in January
8.9 An employee who elects to retire under one of the plans for the P.E.R.S./
N.J.T.P.A.F. shall be granted the cash value for 50% of all unused accumulated personal
illness days. Payments shall be made in one lump-sum payment in the final salary check
issued in the retirement year. The maximum sick bank pay-out for employees hired after
January 1, 1999, shall be $15,000.
8.10 In the event of death before retirement, but after ten (10) years of service,
the deceased’s estate shall receive a lump sum payment specified in paragraph 8.9 above.
8.11 A procedure regarding call-in to the building principals for employee
absences will be developed by the parties and made a part of this Agreement.
9.1 Seniority is defined as the employee’s total length of service with the Board,
beginning with his/her original date of hire including per diem time, provided such per
diem time was immediately followed by appointment. In the event that two or more
employees are hired by the Board on the same day, their seniority shall be based on the
order that their names appear in the resolution of appointment.
9.2 Any employee who voluntarily leaves the service of the District for one (1)
calendar year or more shall forfeit any and all seniority rights that he/she has accrued
prior to the date of their being rehired by the Board.
9.3 All vacancies in permanent promotional positions shall be publicized by the
Board or its designee who shall set forth the description of and the qualifications for the
vacant position including salary where possible. These shall be publicized by posting a
notice in each school as far in advance as practical. This will ordinarily be at least fifteen
(15) school days before the final date when applications must be submitted and in no
case less than ten (10) school days before such date. A copy of said notice shall be given
to the Association President at the time of the posting. Employees who desire to apply
for such vacancies shall submit their application in writing to the Business Office within
the time limit specified in the notice.
9.4 In all cases of layoffs, recalls, shift assignments, and vacation schedules,
employees with the greatest amount of seniority to their credit shall be given preference,
provided the employee has the ability to do the work assignment involved.
10.0 GRIEVANCE PROCEDURE
10.1 Any grievance or dispute which may arise between the parties pertaining to
the application, meaning, or interpretation of this Agreement shall be settled as specified
in this section of this Agreement.
10.2 A grievance shall be presented by an employee to the Board Secretary/Business
Administrator or the person designated by the Board Secretary/Business Administrator at an
informal hearing to be held within ten (10) working days of the occurrence of said grievance or
condition or conditions giving rise thereto. A representative of the Association shall be
present. A written answer to the grievance shall be made by the Board Secretary/Business
Administrator or other person designated by the Board Secretary/Business Administrator
within five (5) working days of the hearing’s conclusion to the grievant and copies of said
answer shall be filed with the Board Secretary’s office and delivered to the Association.
10.3 If the grievance is not settled by the above, the Association shall have the
right to submit said grievance to the Board within ten (10) calendar days of the decision
at the lower level. After the grievance has been submitted to the Board, the Board shall
prepare a written answer to said grievance which must be served upon the grievant and
the Association no later than seven (7) working days following the submission of said
grievance to the Board.
10.4 If the disposition of the matter by the Board is not satisfactory to the
grievant, then the Association shall have five (5) working days to proceed to the next step.
10.5 If the grievance is not settled by the procedures specified above, then the
Association shall have the right to submit such grievance to arbitration, pursuant to the
rules and regulations of the New Jersey Public Employment Relations Commission.
The cost of the arbitrator shall be shared equally.
10.6 The Association President, or his/her authorized representative, may report
an impending grievance to the Board in an effort to forestall its occurrence, provided
however, that the grievance shall be processed if not resolved, pursuant to the various
steps of the grievance procedure.
10.7 It is agreed that employees shall, during and not withstanding the
dependency of any grievance, continue to observe all assignments and applicable rules
and regulations of the Board.
11.1 Vacation with pay shall be granted to employees hired by the Board as
specified in Schedule C. Vacations shall be taken at times mutually agreed upon by the
employee and the Board.
11.2 Two weeks notice must be given in order to receive vacation pay before
leaving for vacation. Two (2) weeks notice must be given to the Superintendent or
his/her designee in writing in order to leave for vacation.
11.3 Any employee covered by this Agreement and as part of the vacation
allowance specified in Schedule C, may choose to take a winter vacation not to exceed
ten (10) work days per year.
12.0 SAFETY AND HEALTH
12.1 The Board shall at all times maintain safe and healthful working conditions
and shall provide all tools, devices, and other such things needed in the performance of
the employees’ duties.
12.2 The employees shall at all times observe and exercise the highest degree of
care for their own safety and the safety of all persons in the school system.
12.3.1 All custodial employees covered by this Agreement shall receive a Clothing Allowance of $600.00 per year, payable in two installments of $300.00 each, due July 15 and January 15 of the school year.
12.3.2 Uniforms must be worn every day. A proper uniform consists of a light blue shirt with dark blue slacks and work shoes. Lack of proper uniform will result in the offending individual being sent home with loss of one day’s pay. Head Custodians and district administrative staff will be responsible for uniform inspections.
12.3.3 Cafeteria personnel shall receive a clothing allowance of $300.00, payable in two $150.00 installments on July 15 and January 15 of the school year.
13.0 GENERAL PROVISION
13.1 Should any portion of this Agreement be held unlawful and unenforceable
by any Court of competent jurisdiction, the decision of such Court shall apply only to the
specified portion of the Agreement affected by such decision, whereupon the parties
agree to negotiate a substitute for the individual portion thereof.
14.1 This agreement shall cover the period July 1, 2002, through and until June 30,
5 HR GENERAL WORKER
4 HR GENERAL WORKER
2001-02 2002-03 2003-04 2004-05
10th Year $ 250 $ 250 $ 250 $ 250
15th Year 1100 1100 1100 1100
20th Year 1500 1500 2500 2500
25th Year 1550 1550 1550 1550
Holidays are defined as follows:
New Year’s Eve
New Year’s Day
Martin Luther King Day
Election Day (November Only)
Day after Thanksgiving
One day during NJEA Convention
Note: The above days are those as observed by the District, which may or may not coincide with the legal
The following allowances of vacation shall apply to employees hired prior to July 1, 1992:
Length of Service Allowance
Less than six months 1 week
Six months to four years 3 weeks
Five years to nine years 4 weeks
Ten years or more 5 weeks
The following allowances of vacation shall apply to employees hired after July 1, 1992:
Length of Service Allowance
Less than six months 1 week
Six months to four years 2 weeks
Five years to nine years 3 weeks
Ten years or more 4 weeks
Table of Contents
1 Preamble . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1
2 Recognition . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2
3 Union Security . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2
4 Salaries and Other Payments . . . . . . . . . . . . . . . . . . 3
5 Work Shifts . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5
6 Insurance . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8
7 Overtime and Holidays . . . . . . . . . . . . . . . . . . . . . . 9
8 Leaves of Absence . . . . . . . . . . . . . . . . . . . . . . . . . . 10
9 Seniority . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 12
10 Grievance Procedure . . . . . . . . . . . . . . . . . . . . . . . . 13
11 Vacations . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 14
12 Safety and Health . . . . . . . . . . . . . . . . . . . . . . . . . . . 15
13 General Provisions . . . . . . . . . . . . . . . . . . . . . . . . . . 16
14 Duration . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 16
Schedule A (Salaries) . . . . . . . . .. . . . . . . . . . . . . . . 17
Schedule B (Holidays) . . . . . . . . . . . . . . . . . . . . . . . 25
Schedule C (Vacations) . . . . . . . . . . . . . . . . . . . . . . 26
The Hoboken Board of Education
The Hoboken School Employees Association
July 1, 2002 through June 30, 2005
HOBOKEN SCHOOL EMPLOYEES ASSOCIATION
HSEA – HCEA – NJEA - NEA
President Dennis Doneman
Vice-President Gary White
Treasurer John Gullo
Secretary Joe Vitale