In accordance with Chapter 123, Public Laws of 1974, the Galloway Township Board of Education hereby recognizes the Galloway Township Principals and Supervisors Association as the exclusive representative for collective
negotiations concerning grievances and terms and conditions of employment for all administrative personnel in the district, whether under contract, on leave, or a per diem basis, employed or to be employed by the Board, but not including the Superintendent of Schools, Assistant Superintendent, Board
Secretary/Business Administrator, and all Directors.

A. The Board and the Association shall engage in good faith bargaining in accordance with the schedule established by law. In preparation for and during negotiations, the Board shall provide relevant data requested by the Association. Whenever any member of this Association is mutually scheduled by the parties to participate during working hours in negotiations, grievance procedures, conferences or meetings, he shall suffer no loss of pay and/or benefits..

The term “Employee” shall mean any member of the bargaining unit as defined in Article I of the Agreement.

The term “representative” shall include the Galloway Township Principals and Supervisors Association or any person designated by the Galloway Township Principals and Supervisors Association or by the Board to act on its or their behalf and to represent it or them.

The term “immediate” superior shall mean the person to whom the aggrieved employee is directly responsible under the Table of
Organization prevailing in this school district.

The term “party” means an aggrieved member(s) of this contract and/or according to the Table of Organization.

equitable solutions to the problems which may from time to time
arise affecting employees. Both parties agree that these
proceedings will be kept as informal and confidential as may be
appropriate at any level of the procedure.

The Board agrees to provide full hospitalization under the Blue
Cross/Blue Shield Point of Service Plan to all employees hired
after January 1, 2004, and their eligible dependents at no cost to
the employee. An employee shall have the option of selecting the
Blue Cross P ACE Traditional Program or Blue Select PPO, and if
so, shall be responsible for paying the annual differential
amounts..

The Board agrees to provide a co-pay prescription plan for all
employees and their eligible dependents. The prescription plan will
include contraceptives. Prescription co-pays shall be as follows:

health plan (presently Delta Dental) for all employees (presently Option 2C - $1,500 coverage and 80/20 restoration.

The Board agrees to provide full family coverage for a vision care plan (presently SPECTERA) for all employees (presently option 2).

1. The Board agrees to establish a Section 125 (I.R.S. Code) Plan for the purpose of making available a cash option. If an employee selects the cash option, it shall be included in the employee’s gross income as compensation. If an employee selects the insurance coverage, the value of such coverage is excludable in the employee’s gross income as compensation.

The Board and Association acknowledge that a teacher’s primary responsibility is to teach and that his energies should, to the extent possible, be utilized to this end. Therefore, they agree as follows:

List of Non-Teaching Duties

a. Tabulation of money collected by teachers from students
b. Keeping registers
c. Correcting standardized tests used at the direction of the Board or the
Administration.

Each teacher is guaranteed a thirty (30) minute duty-free lunch period each day.

Twelve (12) month secretarial personnel (July 1- June 30) shall work the school calendar while school is in session in addition to summer.
Ten (10) month secretarial personnel shall work the school calendar observed by teaching staff plus five (5) days before and five (5) days after, but in no event to exceed a total of 195 days, and any reasonable time requested by the Administration. Any employee accepting such work shall be compensated for the additional time at the rates provided herein.

Food Service employees shall work the school calendar observed by students.

Classroom assistant and non-instructional assistant employees shall work the school calendar observed by teaching staff, but shall not be required to work in excess of 185 days. Classroom Assistants hired after January 1, 2004, shall only be paid for and work 180 student days plus three (3) additional days (first and second days of school, one (1) in-service day).

Twelve (12) month maintenance/custodial personnel . . . .July 1 – June 30.

a. Ten (10) and twelve (12) month secretarial personnel shall normally work eight (8) hours per day. One half hour of each eight (8) hour day shall be a paid lunch.
If requested by twelve-month secretarial personnel and with the approval of the Superintendent, summer hours for secretarial/clerical personnel shall consist of seven (7) hours per day inclusive of a ½ hour paid lunch. Summer hours shall commence on the day after the teachers last day of attendance in June and shall end on the teachers first day of attendance in September.
Ten (10) month secretarial personnel shall not be required to work on the teacher’s 186th day of work (in-service training).

Food Service employees shall work four (4) or six (6) hours or as required by position.

The working hours of classroom assistants and non-instructional assistants shall be the same as those of the teachers in the schools in which they are assigned.

a. Maintenance/Custodial Personnel shall normally work eight (8) hours per day. One half hour of each eight (8) hour day shall be a paid lunch.

Support personnel who work more than 40 hours in any work week, including lunch periods, will be paid at the rate of time and one half (1½) for all time worked after the first 40 hours. Overtime must be requested and approved by the responsible administrator. Overtime shall be offered on a seniority basis and according to a rotating schedule per building to include all personnel in that job classification.

Support Personnel shall receive one and one half times (1 1/2) their regular salary for any time worked beyond their 40-hour workweek on those days when there is a shortage of personnel due to the unavailability of substitutes. In such cases, they shall receive additional salary rather than compensatory time.

The Superintendent shall deliver to the Association and post in all school buildings a list of the known vacancies which shall occur during the school year.

Employees who desire to transfer to another building may file a written statement of such desire with the Superintendent. Such statements shall include the school or schools to which he desires to be transferred in order of preference. Such requests for transfers and reassignments for the following year shall be submitted no later than April 30.

Notice of an involuntary transfer or reassignment shall be given to employees as soon as practicable. An explanation will be given at that time.

On or before June 1 of each year, the Board shall give to each support personnel continuously employed since the preceding September 30 either:
a. 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
b. A written notice such employment shall not be offered.

In the event of an infraction directly related to job performance and school regulations by a non-instructional employee, it shall be the policy of the Board to apply the statutes of the State and the policies of this Board with equal consideration to each support personnel.
The Board reserves the right to impose financial penalties for disciplinary reasons. However, where a support personnel fails or refuses to perform contracted work without acceptable reason, the Superintendent may deduct without further authorization wages reasonably related to the time not worked.
The Superintendent shall prepare disciplinary rules for situations most often encountered which provide for progressive penalties, including where appropriate, verbal warning, written warning, transfer, freezing annual wages and dismissal.
In the event it became necessary to take disciplinary action against support personnel a notice in concise language shall be sent to the employee specifying:
1. The specific acts and omissions upon which the disciplinary action is based.
2. A statement of the cause for the action taken.
3. A quotation of the regulation which is claimed the support personnel violated.
4. A date when the support personnel may be heard if he so wishes.
5. The penalty that may be suffered as a result of the support personnel’s acts or omissions.
6. Rules for administrative hearings.

1. Significant change in the duties and responsibilities of his position has occurred.

2. The responsibilities and duties of his position are identical to those of another position in the District with a higher classification.

a. An employee otherwise entitled to health insurance coverage shall have the option to voluntarily not participate in the health insurance plan and withdraw from any such coverage. It is understood that the decision to exercise this option rests solely with the employee. In the event an employee makes such election, the Board shall compensate such employee $2,000.00 (family coverage) or $1500.00 (single coverage) in lieu of the plan(s) under which the employee would have been covered. Such cash payment shall be in form of a stipend and shall be paid in two (2) equal installments, the first on December 1st and the second on the last workday for teachers in June of the school year in which the non-participation occurs.

b. In order for an employee to be eligible to elect this cash option, for the health insurance plan, an employee must provide documentation to the Board that they are covered under an alternative health
insurance plan.

divorce, etc.) which causes the employee to lose his alternate health insurance coverage shall be entitled to re-enroll in the health plan during the year provided the employee provided the Board with notice of the change of status within sixty (60) days of the event causing such change. The Board’s obligation for the cash option shall be prorated for the employee subject to a change in status. If the District’s health plan does not accept the employee, the District will find a comparable plan and pay the premium up to the current amount paid for employees in the District’s plan. Additional costs above the current cost incurred will be the responsibility of the employee. The employee will be re-enrolled in the District’s plan at the first permissible date.

3. Return to the insurance plan(s) for reasons other than a change in status is subject to the terms of the carrier.

4. The “125 Plan” shall allow for a “sheltering benefit” for unreimbursed medical expenses and/or dependent care. Any administrative fee for this “sheltering benefit” shall be paid by the employee.

Employees with ten (10) years of service in Galloway Township shall be eligible to participate at their own expense in the group health insurance programs upon retirement. Employees must have ten (10) years of continuous service in Galloway Township prior to retirement.

Nothing contained herein shall be construed to deny or restrict to any employee such rights as he may have under New Jersey School Laws or other applicable laws and regulations.

No employee shall be disciplined, reprimanded, reduced in rank or compensation, given an adverse evaluation of his professional services or deprived of any professional advantage without just cause. Any such action asserted by the Board, or any agent or representative thereof, shall be subject to the grievance procedure herein set forth.

Whenever any employee is required to appear before the Superintendent or his designee, Board or any committee, member, representative or agent thereof concerning any matter which could adversely affect the continuation of that employee in his office, position, or employment or the salary of any increments pertaining thereto, then he shall be given prior written notice of the reasons for such meetings or interview and shall be entitled to have a representative of the Association present to advise him and represent him during such meetings or interview.

Any criticism by the Superintendent, a supervisor, administrator or Board member of an employee (or his instructional methodology) shall be made in confidence and not in the presence of students, parents, or other public gatherings.

The rights and privileges of the Association and its representatives as set forth in this Agreement shall be granted only to the Association as the exclusive representative of the employees and support personnel and to no other organizations.
plan and pay the premium up to the current amount paid for employees in the District’s plan. Additional costs above the current cost incurred will be the responsibility of the employee. The
employee will be re-enrolled in the District’s plan at the first
permissible date.

3. Return to the insurance plan(s) for reasons other than a change in status is subject to the terms of the carrier.

unreimbursed medical expenses and/or dependent care. Any
administrative fee for this “sheltering benefit” shall be paid by the employee.

1. A teacher upon being hired from another system shall be entitled to transfer any number of sick days previously accumulated in that system at the recommendation of the Superintendent, but final agreement of the Board of Education upon hiring.

2. Teachers who are required to use their own automobile in the performance of their duties outside the school district may be reimbursed at the IRS rate in effect on July 1 of the contract year per mile from the starting school or home, whichever may be closer. it is understood that travel expenses to district workshops, seminars, and other special meetings will not be reimbursed.

3. It is understood that the Superintendent of Schools be given bargaining privileges when hiring incoming teachers, commensurate with years of experience, but is contingent upon final agreement by the Board upon hiring.

4. No teacher shall be required to attend any school activities outside of the normal teaching hours, without adequate compensation, such compensation to be determined through negotiations between the Board and the Association.

5. Teachers employed subsequent to the ninetieth (90) students’ attendance day of any school year shall receive no credit for their employment period through June 30th of that year. Employees hired on or before the ninetieth (90) students’ attendance day shall receive full credit for experience for that teaching year. Should a teacher not receive the increment based upon this provision, he shall be placed on the same step at which he was employed and shall be paid in accordance with the rate of pay as specified for that step on the teachers’ guide in effect for that contract period.

Any 10-month support personnel hired on or before the ninetieth (90) students’ attendance day shall be given full credit for one (1) year of service toward the next increment step for the following year. Any 12-month support personnel employed prior to or beginning the 1st working day of January of any school year shall be given full credit for one (1) year of service toward the next increment step for the following year.

a. Any support personnel resigning from his position shall give the normal two weeks notice.
b. Earned vacation shall be paid according to the proportion of full months worked to the total contract year, unless proper notice has not been given.
c. If the full two weeks notice is not given, earned vacation shall be paid only in the same proportion as the amount of notice actually given. For this purpose, ten full working days shall be used in calculating the amount of notice given by the support personnel.
d. Support personnel discharged for cause will not be given accrued vacation for the current year.

Support personnel shall be notified of their contract and salary status for the ensuing year no later than June 1.

1. Death in the Immediate Family
An allowance of up to five (5) days leave shall be granted. Immediate family shall be considered as father, mother, spouse, child, brother, sister, mother-in-law, father-in-law, and grandparents, or any member of the immediate household.

2. Serious Illness in the Immediate Family
An allowance of up to three (3) days leave shall be granted. (Immediate family same as [1] above).

3. Death of Other Relatives
An allowance of one (1) day leave shall be granted.

4. Personal
An allowance of up to three (3) days leave of absence for personal, legal business, household, family matters, or religious holidays which require absence during school hours shall be granted to each employee.

5. Maternity Leave/Child Rearing Leave/Adoption Leave
a. Disability related to pregnancy shall be treated as any other physical disability.
b. The Board shall grant an unpaid Maternity Leave/Child Rearing Leave/Adoption Leave to any employee upon request subject to the following:
(1) Said leave shall not exceed eighteen (18) months;
(2) The employee shall have the option of maintaining insurances through the Board of Education’s carriers at the employees expense;
(3) An employee shall notify the Board four months prior to their return date.
(4) The employee shall have the option of returning to active employment on any of the following dates: September 1 or the first day of the second half of the year commensurate with the closest marking period.

(6) Illness in the Family
A leave of absence without pay of up to one (1) year shall be granted for the purpose of caring for a sick member of the employee’s immediate family. Additional leave may be granted at the discretion of the Board and/or Superintendent.

The Board will insure all employees against loss of pay occasioned by a call to jury duty. Employees called for jury duty shall report same to the appropriate administrator or supervisor. They will receive full pay if they endorse the check received from the court or pay the amount shown on their record slip less travel allowance. While on jury duty, employees are required to report daily their schedule for the following day and must report to work when excused for half a day or more to prevent loss of pay. The time spent on jury duty will not be charged against personal leave and will count as time on the job.

Administrators upon earning Masters +30 will receive an additional $500.00 to become part of the base (one time payment).

I. The Board of Education shall grant an unpaid Maternity Leave/Child Rearing/Adoption Leave to any administrator, upon request, subject to the following: