Contract Between
Sterling B/E-Camden
- and -
Sterling EA
* * *
07/01/2021 thru 06/30/2024


CategorySchool District
UnitBuilding Maintenance, Clerical, Clerks, Clerks, Principal Clerks, Supv Clerks, Sr. Investigators, Custodians, I.T. Technicians, Teaching Staff, Technicians, Technology Personnel

Contract Text Below







AGREEMENT

BETWEEN

THE BOARD OF EDUCATION

OF THE STERLING HIGH SCHOOL DISTRICT

AND

THE STERLING EDUCATION ASSOCIATION


July 1, 2021 - June 30, 2024




TABLE OF CONTENTS

ARTICLE
NUMBER
TITLE
PAGE NUMBER
Agreement
1
1
Recognition
1
2
Board's Rights
2
3
Negotiation of a Successor Agreement
2
4
Grievance Procedure
3
5
Employee Rights
5
6
Association Rights
6
7
Protection of Employees
7
8
School Calendar
8
9
Employment
8
10
Fair Dismissal Procedure
9
11
Teacher Workday
10
12
Paraprofessional Workday/Year
20
13
Secretarial and Custodial/Maintenance/Groundskeeper Work Year, Including Holidays and Vacation
21
14
Custodians', Maintenance, Groundskeeper and Secretaries' Work Week, Workday and Overtime
24
15A
Absence and Lateness
26
15B
Voluntary Reassignment
26
16
Involuntary Reassignment
27
17
Promotions
27
18
Non-Teaching Duties
29
19
Sick Leave
29
20
Temporary Leaves of Absence
31
21
Extended Leaves of Absence
32
22
Sabbatical Leave
35
23
Insurance Protection
36
24
Professional Development
37
25
Automobile Use
39
26
Employee and Association Obligations
39
27
Class Size
39
28
Teacher Evaluation
40
29
Custodial, Maintenance, Groundskeeper, and Secretarial Evaluation
44
30
Personnel Files
47
31
Board-Staff Relations Committee
47
32
Salaries
47
33
Working Conditions – Video Production Technician
52
34
Ten Month PM Secretary Terms and Conditions of Employment
53

TABLE OF CONTENTS, continued
35
Support Employee Discipline
54
36
Agency Fee
54
37
Miscellaneous
55
38
Duration
55
Schedule A
Professional Staff Salary Guide - 2021-2024
57
Schedule B
58
Schedule C
59
Schedules D/E/F
Inter-Scholastic Guides - 2021-2024
60
Schedules G/H/I
Intra-Scholastic Guides - 2021-2024
62
Schedule J
Miscellaneous and Hourly Positions – 2021-2024
64
Schedule K
Secretary Salary Guide - 2021-2024
65
Schedule L
65
Schedule M
66
Schedule N
12 Month Custodial/Maintenance Salary Guide –
2021-2024
67
Schedule O
68
Schedule P
69
Schedule Q
Non-Certified Salary Guides - 2021-2024
70
Schedule R
Media Assistant – Ten Months Plus Two Weeks’ Salary Guide – 2021-2024
73
Board Policy #4160
74


2
AGREEMENT

WHEREAS, the Board of Education of the Sterling High School District is required by law to negotiate with its employees as to the terms and conditions of employment; and

WHEREAS, the parties hereto, through negotiations in good faith, have reached agreement on certain matters, their agreements with regard to such matters are hereby reduced in writing as required by law.

ARTICLE 1
RECOGNITION

A. The parties hereto are the BOARD OF EDUCATION OF STERLING HIGH SCHOOL DISTRICT (hereinafter referred to as "Board"), and the STERLING EDUCATION ASSOCIATION (hereinafter referred to as "Association").

B. The Board hereby recognizes the Association as the exclusive and sole representative for the purpose of collective negotiation concerning terms and conditions of employment for
      1. All certified, non-supervisory personnel with the Board.
      2. All clerical personnel employed by the Board, including secretaries, attendance clerks and the Media Assistant.

3. All custodial and maintenance employees and classroom cleaners.
      4. Video Production Technician, Athletic Trainer, Teacher Aide.
      5. All positions not covered in 1. through 4. above for whom schedules are contained within the contract.

6. The following positions are excluded from the unit:

a. Superintendent
b. Business Administrator/Board Secretary
c. Principal
d. Vice Principal
e. Board/Superintendent Office Secretarial/Clerical Personnel
f. Supervisor of Buildings and Grounds
          g. Assistant Night Foreman
          h. All other supervisory and confidential employees within the meaning of the Act.
C. Unless otherwise indicated, the term "employees", when used hereinafter in this Agreement, shall refer to all employees represented by the Association in the negotiations unit defined in B. above.

D. Unless otherwise indicated, the term "teachers", when used hereinafter in this Agreement, shall refer to all certificated employees represented by the Association in the negotiations unit as defined in B. 1. above.

E. Upon initial employment, a custodial and maintenance employee may be placed on a probationary status not to exceed a period of sixty (60) working days. During that period, the employee shall not be subject to the provisions of this agreement. At the conclusion of the probationary period, the employee shall be either offered a contract with full benefits subject to the provisions of this agreement or terminated. The employee shall not have appeal rights under Article 10, D. until one year from the date of initial employment.

F. The secretarial members of this unit will be designated as secretary followed by the name of the office to which they are assigned. For example: Secretary-Guidance, Secretary-General Office, etc.

ARTICLE 2
BOARD'S RIGHTS

Nothing herein contained shall be considered to deny or restrict the Board in the exercise of its responsibilities under the New Jersey School Law, commonly known as Title 18A.

ARTICLE 3
NEGOTIATION OF A SUCCESSOR AGREEMENT

A. The parties agree to commence collective negotiations on a successor agreement no sooner than January 1 but no later than February 1 of the year the contract will expire, or as soon thereafter as practicable.. The Association may begin requesting information from the Board office on November 1. Any date set forth in this Article may be changed by mutual consent.

B. Neither party, in the course of negotiations, shall have any control over the selection of the negotiating representative of the other party. The parties mutually pledge that their representatives shall be clothed with the appropriate power and authority to make proposals and do all that is necessary and proper for bona fide negotiations. However, it is understood that no action binding the Board or the Association can be taken by their respective negotiating representatives unless and until approved by formal action of the Board and ratified by the Association, respectively.

C. This Agreement may not be modified in whole or in part except in writing duly signed by the proper representatives of both parties.

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


ARTICLE 4
GRIEVANCE PROCEDURE

A. Definition
      The term "grievance" means a complaint by any person or persons that, as to them, there has been an inequitable, improper or unjust application, interpretation or violation of a policy, agreement or administrative decision affecting said person or persons. The "aggrieved person" is the person or persons making the claim.
      The term "grievance" and the procedure relative thereto shall not be deemed applicable in the following instances:
      1. The failure or refusal of the Board to renew a contract of a non-tenure teacher.
      2. In matters where a method of review is mandated by law, or by any rule, regulation or law of the State Commissioner of Education or the State Board of Education.

3. In matters where the Board is without authority to act.
      4. In matters where the discretion of the Board may not be unlimited, but where, after the exercise of such discretion, a further review of the Board's action is available to teachers under provisions of State Law.

B. An aggrieved person shall file a written grievance under the provisions of F. 2. below within twenty-one (21) calendar days of the occurrence complained of, or within twenty-one (21) calendar days after the aggrieved person would reasonably be expected to know of its occurrence. Failure to act within the said twenty-one (21) day period shall be deemed to constitute an abandonment of the grievance, as will any failure of the aggrieved person to comply with the time limitations at any level of the proceeding.

C. A person processing a grievance shall be assured freedom from restraint, interference, coercion, discrimination or reprisal by the Board or any agent thereof.

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

1. Level One
          An employee or the Association shall first discuss the grievance orally with the immediate supervisor if the subject matter of the grievance is within the supervisory employee's jurisdiction. The Association or employee will specifically identify the fact that the discussion is a Level One grievance. If the subject matter of the grievance is not within the immediate supervisor's jurisdiction, then the employee shall discuss the grievance orally with the Principal, if a teacher, or with the Business Administrator, if a clerical or custodial and maintenance employee.

2. Level Two
          An employee or the Association shall submit the grievance at this level by submitting the grievance, in writing, and specifying:

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

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

4. Level Four
          a. In the event that the Association is dissatisfied with the determination of the Board, the Association shall have the right to request the appointment of an arbitrator.
              (1) Requests for appointment of an arbitrator shall be made to the Public Employment Relations Commission (hereinafter “PERC”). The parties shall then be bound by the rules and procedures of the PERC in the selection of an arbitrator. Such requests shall be made no later than fifteen (15) calendar days following the determination of the Board or forty-five (45) calendar days having passed with no determination having been made by the Board after receipt of the grievance. Failure to file within said time period shall constitute a bar to such arbitration unless the aggrieved employee and the Board shall mutually agree upon a longer time period within which to assert such a demand.

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

              (3) The arbitrator shall be limited to the issues submitted and shall consider nothing else. The arbitrator can add nothing to nor subtract anything from this Agreement.
              (4) The arbitrator shall render a decision in writing within thirty (30) days after the completion of the arbitration proceedings. Only the Board, the aggrieved person, and Association representative shall be given copies of the arbitrator's decision. The decision of the arbitrator shall be final and binding on both parties.
              (5) Each party shall bear the total cost incurred by themselves. Fees and expenses of the arbitrator will be shared by the parties equally.
              (6) No matter shall be arbitrable which would constitute a waiver by the Board of those rights and powers which it is forbidden by law to waive or delegate.
ARTICLE 5
EMPLOYEE RIGHTS

A. The Board agrees that every eligible employee shall have the right freely to organize, join and support the Association with the purpose of engaging in collective negotiations and other concerted activities. The Board will not directly or indirectly discourage or deprive or coerce any employee in the enjoyment of any rights conferred by Chapter 123 of the Public Laws of 1974 of the State of New Jersey or the Constitutions of New Jersey and the United States. The Board further agrees that it shall not discriminate against any employee with respect to hours, wages or any terms or conditions of employment by reason of membership in the Association, the employee's participation in any lawful activity of the Association, collective negotiations with the Board, or institution of any grievance under this Agreement.

B. Whenever any teacher is required to appear before the Board or any committee or member thereof concerning any matter which could adversely affect the continuation of such person in office, position or employment or the salary or any increments pertaining thereto, then such teacher shall be given prior written notice of the reasons for such meeting or interview and shall be entitled to have someone present to advise or represent the teacher during such meeting or interview.

C. Any complaint regarding a teacher made to any member of the Administration by any person will be promptly investigated and called to the attention of the teacher involved. A teacher shall be given an opportunity to respond to a complaint and shall have the right to be represented at any hearings held on such complaint.


ARTICLE 6
ASSOCIATION RIGHTS

A. Representatives of the Association shall be permitted to transact official Association business on school property at reasonable times provided, however, that in no event shall this be deemed to confer upon the Association or its representatives the right to transact business during the school day and provided, further, that written permission to conduct business on the school property shall first have been obtained from the Business Administrator.

B. The rights granted pursuant to Subparagraph A. of this Article shall be deemed to include the right to use school facilities for meetings of the Association.

C. Any use by the Association or its representatives of the school facilities pursuant to this Article shall be subject to the requirement that the Association shall be responsible for the payment of any extra maintenance and similar costs in connection with such use in accordance with existing Board policy.

D. The Association shall have the use of a bulletin board in the faculty lounge. Should the Administration object to any posted material, the Association agrees after notice of such objection that objectionable material shall be removed provided, however, that nothing herein contained shall prohibit the Association or its members from asserting a grievance pursuant to the provisions of this Agreement with respect to the removal of such material.

E. The Association shall have the right to use the intra-school mail facilities and the school mail boxes with the prior written approval of the Superintendent.

F. The Association shall have the right to use school equipment, including computers, printers, copiers, and all types of audio-visual equipment, at reasonable times when such equipment is not otherwise in use provided, however, that the prior approval of the Business Administrator shall have been obtained in writing and that the Association shall pay the reasonable cost of all materials and supplies incident to such use.

G. Upon reasonable request by the Association, the Board agrees to make known to the Association when and where the Association may obtain such documents as the Board is required by law to release and to make available to the public.

H. The Board shall supply the Association with a copy of each changed form and policy affecting unit members. There shall be no charge to the Association for these copies.

I. The SEA President shall not be assigned to detention or duty periods.


ARTICLE 7
PROTECTION OF EMPLOYEES

A. TEACHERS AND PARAPROFESSIONALS
      1. In accordance with N.J.S.A. 18A:16-6, whenever any civil action has been brought or shall be brought against any teacher or Paraprofessional for any act or omission arising out of and in the course of the performance of the duties of such teacher or Paraprofessional, the Board shall defray the cost of defending such action, including reasonable counsel fees and expenses, together with costs of appeal, if any, and shall save harmless and protect such teacher or Paraprofessional from any financial loss resulting therefrom. This subparagraph shall apply to the use of automobiles in the performance of personnel's duties provided, however, that the use of such automobile shall have been authorized in writing in advance by the Superintendent.
      2. During the time of suspension of a teacher pending charges, the teacher shall not receive pay provided, however, that a Board hearing upon any charge leading to suspension shall be held within two (2) weeks of the filing of the charges and further provided that if the charges are found to be without merit, the teacher shall be reinstated with all accumulated benefits and shall be reimbursed in the amount of pay withheld during suspension.

B. SECRETARIAL EMPLOYEES
      1. In accordance with N.J.S.A. 18A:16-6, whenever any action is brought against a secretarial employee before the Board or before the Commissioner of Education of the State of New Jersey which may affect the employee's employment or salary status, the Board of Education shall reimburse the employee for the cost of the defense if the action is dismissed or results in a final decision in favor of the employee.
      2. The Board shall give full support including legal and other assistance for any assault upon secretarial employees while acting in the discharge of their duties.

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

D. ALL EMPLOYEES
      1. An employee shall immediately report any case of assault upon such employee's person or property arising out of or in connection with assigned duties. Such matters shall be reported to the Superintendent or the employee's immediate supervisor for any action which the Superintendent or supervisor deems appropriate.
      2. Employees will not be required to work under unsafe or hazardous conditions nor will they receive assignments dangerous to their health and safety. Further, in the event of a civil disorder on the school property, representatives of the Association shall have the right to meet with the Board's designated representatives concerning the safety of employees.
      3. It is recognized that in any emergency situation caused by fire, bomb threat, riot and the like, employees are charged with the responsibility of using all prudent means to assure the safety and well-being of students.

E. TEACHERS, PARAPROFESSIONALS AND SECRETARIAL EMPLOYEES
      In accordance with N.J.S.A. 18A:16-6.1, should any criminal action be instituted against any secretary or teacher or Paraprofessional for any act or omission arising out of the performance of the duties of such teacher, Paraprofessional or secretarial employee and such proceeding is dismissed or results in a final disposition in favor of such teacher or secretarial employee or Paraprofessional, the Board of Education shall reimburse the employee for the cost of defending such proceedings, including reasonable counsel fees and expenses of the original hearing or trial and all appeals.
ARTICLE 8
SCHOOL CALENDAR

A. The Superintendent shall solicit the views of the SEA-Liaison Committee concerning vacations and holidays before the adoption of the school calendar provided, however, that the Board reserves the right to make a final decision with respect to the school calendar.
      1. The teacher work year is one hundred eighty-seven (187) days. If the student year does not exceed one hundred eighty (180) days, the teacher year will not exceed one hundred eighty-six (186) days.

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

B. The parties recognize the desirability, where possible, of coordination of said calendar with the calendars of the elementary school of the Board's constituent districts.

ARTICLE 9
EMPLOYMENT

A. The Board agrees to employ for instructional purposes only persons properly certified by the appropriate State agency for such purposes. The Board shall notify the Association in writing within five (5) workdays of a Board action hiring any person for any unit position. Notification shall include: name, job title, step with salary, work year, workday, and shift, when applicable. This provision does not extend to Board appointments under Schedules E through I of the Agreement. Nothing in the notice to the SEA can operate to remove from the Board the authority over working conditions consistent with the parties Agreement.
      The Board shall notify the Association in writing of all job postings. An inadvertent failure of the Board to notify the Association of the posting of a position or the Association’s failure to receive said notification (e.g. through E-mail notification) shall not result in a rescission of an appointment to a position or the re-posting of a position.

B. Teachers shall be notified of their contract and salary status for the ensuing year no later than the date set by statute.

C. All teachers will be given written notice of their class level, ability grouping and subject assignments and duty assignments for the following school year at the earliest possible date after the issuance of teachers' contracts and letters, but not later than the last student day. Such assignments shall be subject to change if circumstances warrant, in which event the affected teacher shall be promptly notified.

D. Proposed new rules or modifications of existing rules governing working conditions shall be negotiated with the Association before they are established by the Board.

E. If the Board plans to split contracted position(s), the S.E.A. will be notified in advance of any such change and brought in to discuss the proposed change and its ramifications prior to the change.

ARTICLE 10
FAIR DISMISSAL PROCEDURE

A. On or before the date set by statute of each year, the Board shall give to each non-tenured teacher continuously employed since the preceding September 30 either
      1. A written offer of a contract for employment for the next succeeding year, providing for at least the same terms and conditions of employment, but with such increases in salary and benefits as may be required by law or agreement between the Board and the Association; or

2. A written notice that such employment shall not be offered.

B. Should the Board fail to give to any non-tenured teaching staff member either an offer of contract for employment for the next succeeding year or a notice that such employment will not be offered as provided in Paragraph A. of this Article, then the Board shall be deemed to have offered to such teaching staff member continued employment for the next succeeding school year upon the same terms and conditions, but with such increases in salary as may be required by law or policies of the Board.

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

D. 1. Whenever a custodian has requested in writing and has received a written
          statement of reasons for non-reemployment, such custodian may request in writing an informal appearance before the Board of Education. Such written request must be submitted to the Business Administrator within ten (10) workdays of receipt of the Board's statement of reasons.
      2. Such an informal appearance shall be scheduled within thirty (30) workdays from receipt of the Board's statement of reasons.
      3. A custodian's appearance before the Board of Education shall not be an adversary proceeding. The purpose of such an appearance shall be to permit the employee to convince the members of the committee to offer reemployment.

4. The custodian may be accompanied by a chosen representative.
      5. Within three (3) working days following the informal appearance, the Board of Education shall notify the affected custodian, in writing, of its final determination.
ARTICLE 11
TEACHER WORKDAY

A. 1. There shall be an eight and one-half (8-1/2) period day.

2. Teachers shall be required to sign the arrival log in the General Office no later than ten (10) minutes prior to the students (7:40 a.m. on regular days). On non-scheduled delayed opening days, teachers and instructional aides may not be required to report to work more than forty-five (45) minutes before the student reporting time and, in no event, no earlier than they are required to report on a day with a normal opening time.
    3. Teachers shall be required to be at their assigned posts five (5) minutes prior to the students' arrival in homeroom or the opening period of the day if homeroom is not the first session of the day (7:50 a.m. on regular days).

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

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

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

    d. (1) There shall be ten (10) monthly faculty meetings.
                (2) There shall also be ten (10) other monthly meetings. The purpose of this time is for staff meetings, parent/teacher meetings, supervisor/teacher meetings, student tutoring and related instructional activities.
                (3) Meetings under (1) and (2) shall start no later than fifteen (15) minutes after student dismissal and last no longer then forty-five (45) minutes.
        5. However, teachers shall make themselves available in a professional manner to consult with students needing or requesting additional instruction or assistance immediately beyond the eighteen (18) minute period described above.

    6. Periods shall be forty-one (41) minutes in length.
        7. Except for 8. below, the normal teacher day shall consist of five (5) teaching periods, one (1) lunch period, one (1) duty period and one (1) prep period. For seventy-two (72) half periods a year or thirty-six (36) full periods per year, or any combination thereof, each teacher not covered by 8. below shall be available for student tutoring on a schedule developed by the Administration. There shall be an ad hoc Administration Association Committee to study the best ways to utilize Article 11. A. 7 time periods.
        8. Four (4) teachers are assigned to each twenty-five (25) minute student lunch period as a duty. During one-half (1/2) of the school year, these teachers shall be provided with one (1) additional full prep period. During the other half of the school year, these teachers shall be assigned to one (1) additional full duty period.
        9. A teacher shall not be required to teach more than twenty-five (25) instructional periods per week, except as required by present practice. It is agreed that teachers may voluntarily accept assignment to additional instructional periods. Neither the Association nor the Administration shall interfere or discourage the intent of this paragraph.

    B. The teacher workday shall not exceed seven (7) hours, eight (8) minutes, with the exception of 3.b. below.
        1. The normal teaching workday shall consist of four blocks plus two (2) half blocks.

        2. Teachers shall be required to sign in eight (8) minutes before the teacher’s first assigned block (teaching, prep or duty).

            On non-scheduled delayed opening days, teachers and Paraprofessionals may not be required to report to work more than forty-five (45) minutes before the student reporting time and, in no event, no earlier than they are required to report on a day with a normal opening time.

            Teachers who teach in the period labeled as “6,” which is defined to mean forty (40) minutes after dismissal, will be excused from regularly scheduled faculty meetings and that part of PLC morning in-services which occur prior to their arrival time. The teachers defined above who are excused and do not attend the regularly scheduled faculty meetings and the part of the PLC morning in-services that occur prior to their arrival time will remain responsible for the content of the aforementioned faculty meetings and in-services.

        3. a. Abbreviated student days designated as in-service or workshops are considered full teacher days and shall be dismissed at the close of the normal staff workday.
              b. Annually there shall be twenty (20) meetings for staff after school. These meetings shall start no later than ten (10) minutes after student dismissal and last no longer than forty-five (45) minutes.

              c. On Fridays and on days preceding holidays and vacations, the teachers shall be permitted to leave at the end of the normal student school day.

              d. Should assignment time be available at the end of the normal teacher workday, teachers shall make themselves available in a professional matter to consult with students need or requesting additional instruction or assistance.

          4. Blocks shall be eighty (80) minutes in length except for one block which is eighty-three (83) minutes and two (2) separate smaller blocks of forty (40) minutes each.

      5. The normal teacher day shall consist of the following:
              a. Five (5) full teaching blocks over the course of two (2) semesters, with no more than three (3) full teaching blocks in one (1) semester; one (1) full block of prep in each semester; the equivalent of two (2) full blocks of duty (160 minutes) over the course of two (2) semesters, with no more than one hundred twenty (120) minutes of duty in one (1) semester; and one (1) half block duty-free lunch period in each semester. A “full teaching block” is defined as either eighty (80) or eighty-three (83) minutes. A “half block” is defined as forty (40) minutes.

              b. Any classroom teacher beginning work in the District on or after September 1, 2009, may be assigned the following schedule in both semesters: Six (6) full teaching blocks over the course of two (2) semesters, with no more than three (3) full teaching blocks in one (1) semester; and one (1) full block of prep in each semester; the equivalent of one (1) full block of duty (80 minutes) over the course of two (2) semesters; and one (1) half block duty-free lunch period in each semester. A “full teaching block” is defined as either eighty (80) or eighty-three (83) minutes. A “half block” is defined as forty (40) minutes.

          6. Teachers hired prior to September 1, 2009, shall not be required to teach more than five (5) blocks a year (three [3] blocks in one semester and two [2] blocks in the other semester).
              Teachers hired after September 1, 2009 shall not be required to teach more than six (6) blocks a year (three [3] blocks in one semester and three [3] blocks in the other semester).

              It is agreed that teachers may volunteer to accept an additional block in lieu of having a prep period. Any volunteer assigned and teaching an additional block shall receive an annual payment for that year of eight thousand dollars ($8,000). Neither the Association nor the Administration shall interfere or discourage the intent of this paragraph.

              All teachers who volunteer to teach an additional block class will be compensated during the time they are actually scheduled to teach the extra block as follows:

              A quarter course will be paid over five (5) pay periods.

              A semester course will be paid over ten (10) pay periods.

          7. Full-time teachers shall receive preparation time on any full school day which is equal in minutes to the length of a regular class block. While preparation time need not be scheduled consecutively, a full-time teacher shall be provided with no period of preparation time less than forty (40) consecutive minutes in length.

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


      9. Part-time teachers under block scheduling
              a. Teaching two (2) blocks per semester: one (1) lunch period and one (1) prep period and is paid at 6/8ths of applicable guide rate.

              b. Teaching two (2) blocks one semester and one (1) block the other semester: one (1) lunch period and one (1) prep period in the two (2) block teaching semester; and, no lunch period and no prep period in the one block teaching semester. Such a teacher is paid at 4/8ths of applicable guide rate.
              c. Teaching one block each semester: no lunch period and no prep period in either semester. Such a teacher is paid at 2/8ths of applicable guide rate.
              d. Teaching two (2) blocks in one semester and no blocks in the other semester: one (1) lunch period and one (1) prep period in the teaching block semester. Such a teacher is paid at 3/8ths of applicable guide rate.

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

              f. A part-time teacher may be assigned after-school duties proportionate to the part-time teacher’s ratio to full-time according to the provisions of a. through e. above. If a part-time teacher is assigned beyond the part-time teacher’s proportionate time, the part-time teacher shall be paid at the negotiated homebound instruction are for each hour worked beyond that proportionate amount.

      C. In unforeseen emergency situations arising during the course of the school day, a teacher may be required to cover the class of an absent teacher. When a teacher loses a prep block because the teacher covers a class period or duty period for an absent colleague, the teacher shall be compensated at the rate per block of forty-seven dollars and fifteen cents ($47.15). Such compensation shall not be paid if coverage is a payback coverage.
          The teacher will be assigned to coverage in the following order:

          1. The Administration may first assign a substitute teacher or a teacher who owes coverage. Compensation shall not be paid.

          2. If step 1 is unavailable, the Administration will first ask a teacher in the same department to go without their prep in order to cover the class of their absent colleague. The teacher will be compensated at the rate set forth in Article 11 (E) above and is expected to ensure the continuation of the course curriculum.

          3. If steps 1 and 2 are unavailable, the Administration will ask teachers who have previously volunteered to without their prep in order to cover a class: a list shall be maintained by the Main Office. The teacher will be compensated at the negotiated rate.

          4. If steps 1, 2 and 3 are unavailable, the Administration shall release a teacher from their duty in order to cover the class. This teacher will not be compensated and is expected to serve the role of supervisor of the class only.

      D. All professional staff as defined in Article 2, D., except for those hired on or after September 1, 2009, shall participate in supervising after-school student detention on an equitable, rotating basis (exclusive of nurses and Student Assistance Counselors). Any teacher who performs after-school student detention supervision pursuant to the rotation shall then be entitled to leave the next school day at the end of the pupil day. No teacher shall be required to perform after-school student detention on a day preceding a holiday on the school calendar.
          In a non-block scheduling workday mode, the teacher overseeing the School Media Center after school shall be permitted to arrive fifteen (15) minutes before the close of Period 1. In a block scheduling mode, the arrival time shall be the same as all other teachers and the position occupant(s) shall be paid at the Homebound Instruction rate for all time worked after the close of the regular teacher workday. The position shall be posted annually.
      E. Teachers shall be required to attend two (2) scheduled evening Parent-Teacher conferences. Parent-teacher conferences shall be scheduled for two (2) hours. If a parent-teacher conference night is scheduled by the administration to end past 8:30 p.m., teachers will report no earlier than eighty (80) minutes after the normal opening time the day following.
          If a teacher is present in school but absent from the evening Parent Teacher-Conference due to illness, the teacher will be charged half (1/2) a sick leave day. If a teacher is present in school but absent from the evening Parent Teacher-Conference due to personal reasons, the teacher will be charged half (1/2) a personal leave day.
      F. Teachers shall be required to attend one (1) Back-to-School Night,. The maximum meeting length shall be two (2) hours.
          If a teacher is present in school but absent from the Back-to-School night due to illness, the teacher will be charged half (1/2) a sick leave day. If a teacher is present in school but absent from the evening Back-to-School Night due to personal reasons, the teacher will be charged half (1/2) a personal leave day.

          Teachers will report at the no earlier than eighty (80) minutes after the normal opening time the day following.

      G. Teachers shall be required to attend two (2) activity duties each year. The Administration shall distribute a list of all possible activities for the year at the beginning of the school year. The teacher shall return the list indicating the five (5) the teacher would prefer to be assigned to. Graduation is administration’s first priority, and, therefore, teachers will be assigned to graduation and another activity duty at the discretion of administration but giving consideration to the preference of the teacher’s list. If a teacher is assigned to graduation and, thereafter, request not to attend graduation that the Superintendent or designee may assign another duty based on extenuating circumstances as determined by the Superintendent. If there are insufficient teachers indicating a preferred activity, the Administration may assign a teacher(s) to that activity.

      If a teacher is present in school but absent from the student activity duty due to illness, the teacher will be charged half (1/2) a sick leave day. If a teacher is present in school but absent from the student activity due to personal reasons, the teacher will be charges half (1/2) a personal leave day. The teacher will not be required to make up that student activity duty. Teachers may request to swap their student activity duty in lieu of being charged with half (1/2) a sick or half (1/2) a personal day, which may be granted at the discretion of the Superintendent or designee.

      H. The Board of Education will make every reasonable effort to institute an abbreviated day schedule when there is an emergency.

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

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

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

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

      L Homebound Instruction

      1. The rate is set forth in Schedule J.
          2. The administration will survey the staff in writing at the beginning of September and again at the end of January to determine whether a teacher:
              a. is not interested in providing any homebound instruction during the upcoming semester

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

              c. is interested in providing homebound instruction to any student

              It is understood that responses b. and c. indicate interest, not a specific volunteering for homebound instruction.
          3. When there is a need for homebound instruction which occurs outside the regular workday, the administration will:

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

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

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

                  Note: teachers who have indicated that they are not interested in providing homebound instruction in the semester will not be contacted with respect to homebound instruction opportunities.
              d. In the event that following the provisions in 2. and 3. a., b. and c. above does not result in an appointee, a certified person who is not a member of the SEA unit may be appointed. e. In the event that there is no qualified volunteer under a., b. and c. above, or appointee under d. above, the Administration may assign a teaching staff member. If teacher has concerns that the location of instruction is an unsafe environment, he/she shall bring it to the immediate attention of the administration. After investigation of concerns, the administration will determine the location where instruction will occur. The location shall not exceed a five (5) miles radius from SHS.
      M PRIDE Program
          1. The Pride Program will operate beginning fifteen (15) minutes after student dismissal time Monday through Friday.

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

          3. Teachers who volunteer to work in the PRIDE program as an extra class shall be paid at the following rate: forty-one dollars and eighty cents ($41.80) per hour for every assigned PRIDE program hour.

          4. Paraprofessionals assigned to work in the PRIDE program beyond their regular workday shall be compensated at twenty dollars and ninety cents ($20.90) per hour.

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

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

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

      N. Athletic Trainer Workday
          1. The Athletic Trainer will begin the work year one (1) day prior to the commencement of the preseason for fall athletics (as determined by NJSIAA) and the work year will conclude on the last teacher workday in June.

          2. The Athletic Trainer will work the following hours when school is in session:


            a. Fall Season: From noon until athletic events are over.
              b. Winter Season: From 1:00 p.m. until athletic events are over.
                c. Spring Season: From noon until athletic events are over.
                  d. The Athletic Trainer may be required to work weekends and certain holidays, when athletic events or practices are scheduled, and may be required to report prior to the above stated hours for specific circumstances such as playoff games, tournaments, or other events as determined by the Athletic Director.
                    e. The Athletic Trainer shall be required to sign-in upon arrival to work.
                      f. The Athletic Trainer shall not have any assigned duty.
                        g. The Athletic Trainer shall not have a designated prep period.
                          h. The Athletic Trainer shall be entitled to take a fifty (50) minute duty-free lunch. The Athletic Trainer may leave the building without requesting permission during this time provided, however, the Administration must be notified of such absence in advance.
                        3. The Athletic Trainer’s salary shall be in accordance with the Teacher’s salary guide. The Athletic Trainer shall receive an additional annual payment of ten percent (10%) of their base salary, not to exceed eight thousand dollars ($8,000), in consideration of the time worked during weekends, holidays, and August. This additional annual payment is pensionable and will be paid over the twenty (20) payments from September through June.

                        4. The Administration may assign the Athletic Director to cover classes in accordance with Article 11, section E, above, expect that the Athletic Trainer shall not be entitled to compensation.

                        5. The Athletic Trainer shall be required to two (2) Back to School Nights, in accordance with Article 11, section H above and attend one (1) duty each year in accordance with Article 11, section I, above.

                        6. The remaining provisions of Article 11 shall not apply to the Athletic Trainer.

                    O. School Nurse Workday
                        1. The School Nurse’s work year shall be the same as the Teacher’s Work Year.

                        2. The School Nurse’s workday and hours shall be the same as the Teachers’ Workday and hours with the following exceptions:

                            a. The School Nurse shall not have a designated prep period.

                            b. The School Nurse shall not be assigned any duty.

                            c. The School Nurse shall be entitled to a duty-free lunch period of fifty (50) minutes. The School Nurse may leave the building without requesting permission during this time provided, however, the Administration must be notified of such absence in advance.

                            d. The School Nurse shall be required to sign-in upon arrival to work.

                        3. The School Nurse’s salary shall be in accordance with the Teacher’s salary guide.

                        4. The School Nurse shall be required to two (2) Back to School Nights, in accordance with Article 11, section H above and attend one (1) duty each year in accordance with Article 11, section I, above.

                        5. The remaining provisions of Article 11 shall not apply to the School Nurse.

                    P. Guidance Counselors and Youth Study Team (YST) Workday
                        1. The Guidance Counselor and YST work year shall be the same as the Teacher’s Work Year with the following exception:
                            a. All counselors and Youth Study Team members shall be available annually at least three (3) days during the week immediately preceding the first day for teachers and three (3) days immediately following the last day for teachers. Counselors and Youth Study Team members shall receive compensatory time for these days during the regular school year. The time to be used will be at the counselor's discretion up to and including six (6) consecutive days as approved by the Principal and the Superintendent.
                        2. The Guidance Counselors and YST workday and hours shall be the same as the Teachers’ Workday and hours with the following exceptions:
                            a. Guidance Counselors and YST shall not have a designated prep period.

                            b. Guidance Counselors and YST shall not be assigned any duty.

                            c. Guidance Counselors and YST shall be entitled to a duty-free lunch period of fifty (50) minutes. The Guidance Counselors and YST may leave the building without requesting permission during this time provided, however, the Administration must be notified of such absence in advance.

                            d. Guidance Counselors and YST shall be required to sign-in upon arrival to work.

                        3. The Guidance Counselors and YST salaries shall be in accordance with the Teacher’s salary guide.

                        4. The Administration may assign the Guidance Counselors and YST to cover classes in accordance with Article 11, section E, above, expect that the Guidance Counselors and YST shall not be entitled to compensation.

                        5. Guidance Counselors and YST shall attend four (4) evening activities assigned by the Administration which may include parent-teacher conferences or other student activities. Counselors are not covered by the provisions of H. and I. above.

                    The remaining provisions of Article 11 shall not apply to the Guidance Counselors and YST.Q. Media Center Specialist Workday
                        1. 1. The Media Center Specialist work year shall be the same as the Teacher’s Work Year with the following exception:

                        2. The Media Center Specialist workday and hours shall be the same as the Teachers’ Workday and hours with the following exceptions:

                            a. Media Center Specialist shall not have a designated prep period.

                            b. Media Center Specialist shall not be assigned any duty.

                            c. Media Center Specialist shall be entitled to a duty-free lunch period of fifty (50) minutes. The Media Center Specialist may leave the building without requesting permission during this time provided, however, the Administration must be notified of such absence in advance.

                            d. Media Center Specialist shall be required to sign-in upon arrival to work.

                        3. The Media Center Specialist salaries shall be in accordance with the Teacher’s salary guide.

                        4. The Media Center Specialist shall be required to two (2) Back to School Nights, in accordance with Article 11, section H above and attend one (1) duty each year in accordance with Article 11, section I, above.

                        5. The remaining provisions of Article 11 shall not apply to the Media Center Specialist and YST.


                    ARTICLE 12
                    PARAPROFESSIONAL WORKDAY/YEAR

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

                    B. The paraprofessional workday shall not exceed 7 hours and 8 minutes, with the exception of 2.b. below.

                        1. On non-scheduled delayed opening days, paraprofessionals may not be required to report to work more than 45 minutes before the student reporting time and, in no event, no earlier than they are required to report on a day with a normal opening time.
                        2. Paraprofessionals shall leave at the close of the normal staff workday with exceptions for a, b, and c below.
                          a. Abbreviated student days designated as in-service or workshops are considered full instructional aide days and shall be dismissed at the close of the normal staff workday.
                          b. Annually there shall be twenty (20) meetings for staff after school. These meetings shall start no later than ten (10) minutes after student dismissal and last no longer than forty-five (45) minutes.
                          c. On Fridays and on days preceding holidays and vacations, the instructional aides shall be permitted to leave at the end of the student school day.
                          d. Should assignment time be available at the end of the normal paraprofessional workday, they shall make themselves available in a professional manner to consult with students needing or requesting additional instruction or assistance.

                        3. The normal paraprofessional day shall consist of a half block duty-free lunch period in each semester.

                    C. Paraprofessionals shall be required to attend one (1) Back-to-School Night. The maximum meeting length shall be two (2) hours.

                        1. If a paraprofessional is present in school but absent from the Back-to-School night due to illness, the paraprofessional will be charged sick leave day. If a paraprofessional is present in school but absent from the evening Back-to-School Night due to personal reasons, the paraprofessional will be charged personal leave day.
                        2. Paraprofessionals will report no earlier than eighty minutes after the normal opening time the day following.

                    ARTICLE 13
                    SECRETARIAL, CUSTODIAL/MAINTENANCE/GROUNDSKEEPER WORK YEAR,
                    INCLUDING HOLIDAYS AND VACATION

                    A. Inclement Weather
                        1. Custodial and maintenance employees are expected to work on days when school is closed due to inclement weather.
                        2. On days when school is closed due to emergency closings, secretarial employees will not be required to work.

                    B. Holidays
                        1. Secretarial employees shall be granted the following ten (10) designated holidays annually:
                    a. July 4 (for 12-month employees only),
                    b. Labor Day,
                    c. Columbus Day,
                    d. Thanksgiving,
                    e. Day After Thanksgiving,
                    f Martin Luther King Day,
                    g. Presidents' Day,
                    h. Good Friday,
                    i. Easter Monday
                    j. Memorial Day.
                            In addition, secretaries shall receive the same Winter and Spring recess as the teaching staff.

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

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


                    a. Fourth of July
                    b. Labor Day
                    c. Thanksgiving or the Friday after Thanksgiving
                    (depending on whether there is a home football game)
                    d. Christmas Day
                    e. New Year's Eve or Christmas Eve
                    f. New Year's Day
                    g. Martin Luther King Day
                    h. President's Day
                    i. Good Friday or Easter Monday
                    j. Memorial Day
                    k. Employee's Birthday
                    l. Two (2) additional days to be granted.

                                These days are to be mutually agreeable to the employee and the Supervisor of Buildings and Grounds. The workload is to be taken into consideration.
                        4. The Supervisor of Buildings and Grounds will set the schedule for items c., f., h., and k. in 3. above.

                    C. Vacation
                        1. Vacation eligibility shall be determined as of June 30 of each year and earned vacation credited on July 1.
                        2. Secretarial, custodial and maintenance employees who have completed one (1) year of employment as of July 1 in any year shall receive ten (10) days’ vacation.
                        3. Secretarial, custodial and maintenance employees shall receive fifteen (15) days’ vacation after the completion of one hundred twenty (120) months of continuous employment. Secretarial, custodial and maintenance shall receive sixteen (16) days’ vacation after the completion of one hundred eighty (180) months of continuous employment.
                        4. Secretarial employees initially employed between July 1 and September 30 of a given year will be granted ten (10) working days of paid vacation as of July 1 of the following year. Secretarial employees initially employed after September 30 shall be granted one (1) day per month for paid vacation as of July 1 of the following year.

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

                        6. Vacation Scheduling
                            a. All custodial and maintenance shall take five (5) vacation days during the months of July, August, and the last week of June. All remaining vacation days can be taken anytime during the twelve (12) months of the year. Vacation days may not necessarily be consecutive. Determinations shall be made by seniority. Application for vacation days to be used in July must be submitted by June 1; application for vacation days to be used in August must be submitted by July 1.
                              b. Should the services of one or more custodian or maintenance employee be required during the common vacation week, such determination of who shall work will be made on the basis of volunteers. Should no custodian or maintenance volunteer, an individual(s) shall be assigned to work by the Business Administrator.
                              c. Secretaries are expected to utilize vacation leave days when students are not present in school; however, in exceptional circumstances, secretaries shall be allowed to take vacation leave days when students are present in school but must apply at least thirty (30) days in advance. Requests for vacation are subject to the approval of the Superintendent or administrative designee.

                          7. Consistent with Section C(6) above, vacation time shall be scheduled to coordinate with the work schedule to the approval of the Business Administrator or administrative designee should the full-time Business Administrator be unavailable. Such approval shall not be arbitrarily withheld.
                          8. Vacation requests of custodial and maintenance employees are to be submitted to the Supervisor of Buildings and Grounds and vacation requests of secretarial employees are to be submitted to the immediate supervisor.
                          9. Vacation time accrued to the date of termination of employment will be determined by years of service and prorated according to the length of time employed on the current contract year. (Example: If an employee who is eligible for ten (10) days’ vacation time annually elects to terminate employment after six months of a contract year, the employee will be granted five (5) days vacation prior to termination of services.)

                      D. On a voluntary basis, ten (10) month secretaries shall begin their work year two (2) non-holiday, weekdays before teachers return to work. Secretaries who work these days shall be paid for them at the per diem rate or shall receive compensatory time for these days.

                      E. Secretaries, custodians and maintenance employees may attend a contract ratification meeting for up to one (1) and a half hours, and at least two (2) General Membership meetings per year without loss of pay.

                      ARTICLE 14
                      CUSTODIANS', MAINTENANCE/GROUNDSKEEPER AND SECRETARIES'
                      WORK WEEK, WORKDAY AND OVERTIME

                      A. 1. The normal work week of custodial and maintenance employees is forty
                              (40) hours, composed of five (5) eight (8) hour days. During the months of June, July, and August, when school is not in regular session, the normal work week of custodial, maintenance, and groundskeeper employees may be composed of four (4) ten (10) hour days at the discretion of the Superintendent or designee and Board approval, as applicable.
                          2. Working hours shall be assigned by the Business Administrator or administrative designee. The employee and the Association will be given at least two (2) weeks notice of any change to their working hours.

                      B. 1. The normal work week of secretarial employees is thirty-five (35) and a half (1/2) hours when their lunch period is one (1) hour. The normal work week of secretarial staff will increase to thirty-six (36) and three-fourth (3/4) hours when their lunch period is forty-five (45) minutes in accordance with Section (C) below. The work week shall be Monday through Friday. During the months of June, July, and August, when school is not in regular session, the normal work week of secretarial employees is thirty-five (35) hours and may be composed of four (4) eight (8) and three-fourth (3/4) hour days at the discretion of the Superintendent or designee, and Board approval, as applicable.
                          2. On the workday prior to Christmas, Easter and Thanksgiving, secretaries may leave thirty (30) minutes after teachers.
                          3. During the months of July and August, the normal work week of secretarial employees is thirty-five (35) hours.
                          4. Secretarial employees shall not be required to work before 7 a.m. or past 5 p.m. except in overtime situations as set forth in H. below. Effective September 1, 2012, the departure time for a part-time secretarial employee hired to cover the PRIDE Program shall not extend past 7:15 p.m.
                          5. Working hours shall be assigned by the employee's immediate supervisor. The employee and the Association will be given at least two (2) weeks notice of any change to their working hours.

                      C. Secretarial employees shall be entitled to a forty-five (45) minute lunch period during the school year. Secretarial employees shall be entitled to a one (1) hour lunch during summer recess. On days when school is closed, secretarial employees are permitted to take a one-half (1/2) hour lunch period and leave one-half (1/2) hour early with the approval of their immediate supervisor. Secretarial employees will go back to a one (1) hour lunch during the school year on the following dates in the event that Spring Break is reduced (except for inclement weather) as follows:
                            1. One (1) day reduction: April 15
                              2. Two (2) day reduction: February 1
                                3. Three (3) day reduction: November 15
                                  4. Four (4) day reduction: September 1

                            D. Secretarial employees shall be entitled to a morning break not to exceed fifteen (15) minutes.

                            E. Full-time custodial and maintenance employees shall be entitled to one (1) break of fifteen (15) minutes during each full shift.

                            F. On days when school is closed, custodial and maintenance employees will work the day shift depending on the workload and the schedule of school activities.

                            G. The contract year for all ten (10) month secretarial employees shall be September 1 through June 30. The contract year for all twelve (12) month secretarial employees shall be July 1 through June 30.

                            H. Overtime
                                1. Work in excess of forty (40) hours per week will be compensated at the rate of one and one-half times the employee's hourly rate as defined in I. below.
                                2. Time worked between the thirty-fifth (35th) and fortieth (40th) hours shall be paid at the regular hourly rate for secretarial employees.
                                3. Work performed by a secretarial employee on Saturdays, Sundays and holidays shall be compensated at one and one-half (1 ) times the employee's hourly rate. Work performed by a custodial and maintenance employee on Sundays shall be compensated at two (2) times the employee's hourly rate. Work performed by a custodial and maintenance employee on a legal holiday shall be compensated at two and one-half (2 ) times the employee's hourly rate.
                                4. Any time worked over thirty-five (35) hours in a week by a secretarial employee shall be approved in advance by the Business Administrator or designee. Any time worked over forty (40) hours in a week by a custodial/ maintenance employee shall be approved in advance by the Business Administrator or designee.

                                5. Overtime for secretarial employees shall be considered voluntary. If no secretarial employee volunteers to work when overtime is required, the Business Administrator or designee shall designate an employee(s) to work overtime as needed.
                                6. When a custodial and maintenance employee is called in and works overtime which is not immediately before or immediately after the employee's regular scheduled workday, such employee shall receive a minimum of two (2) hours pay.

                            I. The term "hourly rate", when used in this Agreement, is defined as the base annual salary divided by two thousand eighty (2080) hours if a custodial and maintenance employee, by one thousand eight hundred twenty (1820) hours if a twelve (12) month secretarial employee, or by one thousand five hundred seventeen (1517) hours if a ten (10) month secretarial employee.

                            J. Custodial and maintenance employees are required to sign in electronically every time they report for work and sign out electronically each time they leave the property on other than school business. They shall sign in and out electronically for lunch breaks.

                            K. When the District assigns a custodial or maintenance employee to carry out the supervisory duties in the absence of the supervisor, the employee shall be paid four dollars ($4.00) per hour over his/her normal hourly rate for all such hours.

                            L. There will be no “swap time” approach available to custodial/maintenance employees in the S.E.A. unit.

                            M. On non-scheduled delayed opening days, secretaries may not be required to report to work more than thirty (30) minutes before the teacher reporting time and, in no event, no earlier than they are required to report on a day with a normal opening time.

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

                            ARTICLE 15A
                            ABSENCE AND LATENESS

                            A. Employees shall notify the District of their absence not later than 6:00 a.m. The District shall determine to whom said notification shall be given.

                            B. An employee shall notify the District of the employee’s lateness as soon as the employee is aware that they shall be late. The District shall determine to whom said notification shall be given.

                            C. If discipline is given to an employee for failure to comply with the terms of A. and B., said discipline shall be subject the grievance procedure and shall be consistent with just cause standards.


                            ARTICLE 15B
                            VOLUNTARY REASSIGNMENT

                            A. The Superintendent shall deliver to the Association and shall post on the Association's bulletin board by May 15 a tentative list which may be changed if circumstances warrant, of positions expected to be available for the following school year. Such list shall contain the minimum requirements for such positions in order to enable interested unit members teachers to determine whether they would meet those minimum requirements before making application for reassignment. Thereafter, teachers who desire a change in grade and/or subject assignment may file a written statement of such desire with the Principal specifying the desired change. The Board covenants to give consideration to the desires of the teachers as so expressed in formulating assignments for the following school year provided, however, that nothing herein contained shall prohibit the Board's exercise of its discretion in good faith in making teacher assignments.

                            B. If a teacher is refused reassignment, the teacher shall be promptly permitted to meet with the Principal to discuss the refusal.

                            ARTICLE 16
                            INVOLUNTARY REASSIGNMENT

                            A. Notice of an involuntary reassignment shall be given to the teacher affected as soon as practical. No vacancy shall be filled by means of involuntary reassignment if there is a qualified volunteer available to fill said position. A determination as to the qualification of such applicant shall be made by the Superintendent or designee. The determination of whether a volunteer is qualified is solely a matter of Administration-Board discretion and is not grievable under this contract.

                            B. When an involuntary reassignment is necessary, a teacher's area of competence, major or minor field of study, length of service and other relevant factors may be considered in determining which teacher is to be transferred or reassigned.

                            C. An involuntary reassignment shall be made only after a meeting between the teacher involved and the Principal at which time the teacher shall be notified of the reason thereof. In the event that a teacher objects to the reassignment at this meeting and upon the request of the teacher, the Superintendent shall meet with the teacher who may opt to have an Association representative present at such meeting.

                            D. Teachers given notice of involuntary reassignment shall have the right to file promptly a written statement of preference for any other existing vacancy for consideration in accordance with Article 14, A.

                            ARTICLE 17
                            PROMOTIONS

                            A. 1. The Board agrees to give as much advance notice as possible to the
                                    Association and its members of the availability of promotional positions when such positions are opened. For the purpose of this Agreement, promotional positions shall include the positions paying a salary differential and/or positions on the administrative-supervisory levels of responsibility, including but not limited to positions such as Superintendent, Superintendent-Principal, Assistant to the Superintendent, Coordinator, Principal, Vice Principal, Guidance Director, Supervisors, and Athletic Coach or Director.
                                2. For the purpose of this Agreement, promotional positions for custodial and maintenance employees shall include positions on the supervisory levels of responsibility.
                                3. For the purpose of this Agreement, promotional positions for secretarial employees shall include positions paying a salary differential and/or positions on the administrator-supervisory levels of responsibility.
                                4. All vacancies in promotional positions, including specialists and positions in programs funded by the federal government, shall be adequately publicized by the Superintendent or administrative designee.
                            B. Teachers
                                1. Teachers who desire to apply for such promotional positions shall submit to the Superintendent a written application which shall be kept on file and given consideration in the filling of the promotional positions and any similar positions as may be described in the said writing until such writing may be requested to be withdrawn by the teacher filing it.
                                2. All qualified teachers shall be given ten (10) days from the posting of the electronic notice to make application, and no position shall be filled until all properly submitted applications have been considered. During summer recess, teachers shall have fifteen (15) days from the posting of the electronic notice of the opening.
                                    The Board agrees to give due consideration to the professional background and attainments of all applicants and other relevant factors. In filling such vacancies, preference may be given to qualified teachers already employed by the Board; and when all other factors are substantially equal, length of service in the district may be the deciding factor.
                                    Notice of the filling of the positions shall be given promptly to all unsuccessful applicants. Upon request of the applicant, the Superintendent shall meet with the applicant to discuss the appointment. A determination as to the qualifications of any applicant shall be made by the Superintendent.
                            C. Custodians
                                1. Custodians who desire to apply for promotional positions in A. above shall submit to the Superintendent or designee a written application which shall be kept on file by the Superintendent or designee and given consideration in the filling of the promotional positions and any similar positions as may be described in the said writing until such writing may be requested to be withdrawn by the custodian filing it.
                                2. All qualified custodians shall be given fifteen (15) calendar days from the posting of the electronic notice to make application and no position shall be filled until all properly submitted applications have been considered.

                            D. Secretaries
                                1. When school is in session, a notice of secretarial promotions shall be posted electronically as far in advance as practicable, ordinarily at least five (5) school days before the final date when applications must be submitted. A copy of said notice shall be given to the Association at the time of posting. Employees who desire to apply for such vacancies shall submit their applications in writing to the Business Administrator within the time limit specified in the notice.
                                2. All qualified secretarial employees shall be given adequate opportunity to make application, and no position shall be filled until all properly submitted applications have been considered. Each employee applicant not selected shall, upon request, receive a written explanation from the Business Administrator. Appointments shall be posted in the office or distributed to the interested employees. Announcements of appointments shall be made by posting a list in the School Office. The list shall be given to the Association and shall indicate which positions have been filled and by whom.
                            ARTICLE 18
                            NON-TEACHING DUTIES

                            The Board and the Association acknowledge that a teacher's primary responsibility is to teach, and all energies should be utilized to this end to the fullest extent possible. As far as practicable, the Administration shall assign non-teaching duties so as not to conflict with a teacher's classroom responsibility.

                            ARTICLE 19
                            SICK LEAVE

                            A. All ten (10) month unit members shall be granted a yearly sick leave of ten (10) days to be used only for the employee’s illness or injury and in accordance with N.J.S.A. 18A:30-1. et. seq.

                            B. All twelve (12) month unit members shall be granted a yearly sick leave of twelve (12) days to be used only for the employee’s illness or injury and in accordance with N.J.S.A. 18A:30-1. et. seq..

                            C. Employees hired after the commencement of the respective work year shall receive a prorated yearly sick leave based on one (1) day per each month remaining in the work year except that in no case shall employees under A. above receive more than ten (10) sick leave days in any year. Unit employees who work less than five (5) days per week shall receive prorated sick leave.

                            D. All sick leave days not utilized within a work year shall be accumulative to be used for additional sick leave as needed in subsequent years.

                            E. If an employee is absent three (3) consecutive days, a doctor's certificate concerning the illness shall be presented upon request of the Superintendent or administrative designee. The Superintendent or administrative designee reserves the right to require a doctor’s certificate in accordance with N.J.S.A. 18A:30-4.

                            F. Upon termination of employment, an employee may request and the Board shall provide a certificate stating the employee's unused accumulated sick leave.

                            G. Reemployment by the Board of an employee within one (1) year of prior termination of employment shall reinstate past accumulated sick leave provided, however, that nothing herein contained shall affect the rights of an employee on authorized leave of absence.

                            H. The total accumulated sick leave which has accrued to each employee, whether through prior unused annual sick leave or unused personal days by prior contractual arrangement, shall be calculated as of June 30, 1977. From and after July 1, 1977, any additional accumulated sick leave shall only accrue with respect to unused annual sick leave. For the purpose of any future legislation which mandates payment on retirement or otherwise for unused accumulated sick days, only the following shall be deemed to be in the category of accumulated unused sick leave.
                                1. All accumulated unused sick leave which had accrued through June 30, 1977, either through prior unused annual sick leave or unused personal days by prior contractual arrangement.
                                2. All accumulated unused sick leave which had accrued on or after July 1, 1977, through unused annual sick leave only.
                                It is the intention of this paragraph to exclude from the category of "accumulated unused sick leave" for purposes of any such future legislation any unused personal days which accrue on or after July 1, 1977, and which, in accordance with Article 19 E. 2., are eligible, if unused in the year granted, for use in future years for illness.

                            I. 1. Upon retirement, after fifteen (15) years of service to Sterling, every teacher
                                    shall be paid at the following relevant rate per day times the number of accumulated sick leave days:
                                        Through 125 days Beyond 125 days

                                    $43.89 $50.17
                                2. Upon retirement, after 15 years of service to Sterling, every secretary. custodial/maintenance employee, and Paraprofessional shall be paid at the following relevant rate per day times the number of accumulated sick leave days:
                                        Through 125 days Beyond 125 days

                                    $29.29 $33.45
                                3. If retirement notification is given in writing to the Board by February 1st prior to the retirement, payment under 1. and 2. shall be made to the employee on or before July 15th following the effective date of retirement or on either of the following two January 1sts, at the employee’s choice. If retirement notification is given in writing to the Board on or after the February 1st prior to the retirement, payment under 1. and 2. shall be made to the employee on the first regularly scheduled payday of the second July following the effective date of retirement, or on the 2nd January 1st, at the employee’s choice. If an employee who has given written notice of retirement passes away, payment will be to the estate of the employee under these same terms.
                                4. "Retirement" means application for, qualification for and receipt of payment under TPAF or PERS, as applicable.
                            ARTICLE 20
                            TEMPORARY LEAVES OF ABSENCE

                            A. Employees shall be granted five (5) days' leave for a death in the immediate family. Immediate family shall consist of spouse, civil union or domestic partner, mother, father, brother, sister, grandchild, child (including step, adopted, or foster children) or any person standing in loco parentis and any family member residing in the employee’s household. Employees shall be granted three (3) days' leave for the death of an in-law(from the list above in A.) or grandparent . Employees shall be granted one (1) day leave for the death of any other member of the employee’s or employee’s spouse’s family. Such leave shall not be deducted from sick leave.

                            B. Absence of an employee due to an injury which is compensable under the New Jersey Workman's Compensation Act shall not be considered as part of sick leave.

                            C. An employee absent on jury duty shall not be required to deduct such absence from sick leave. Such employee shall be reimbursed the difference between the prevailing rate of pay and amounts received for jury service.

                            D. A teacher required to attend a court of law in connection with a matter not involving moral turpitude on the part of the teacher shall be reimbursed full pay. Reimbursement shall also be made with respect to any such matter involving a charge involving moral turpitude on the part of the teacher, if the teacher is finally acquitted of the charge. An absence for such reason shall not be considered a part of sick leave.
                                The employee must present to the Administration official court documentation of attendance. Attendance in court shall be limited to the actual days of attendance.

                            E. All employees shall be eligible for four (4) personal days, except secretaries with fewer than five (5) years of District service who shall be eligible for three (3) days of personal leave, after twenty-four (24) hours' notice with pay in each work year in the following manner:
                                1. Personal leave days shall be granted for any of the following stated reasons:
                            a. Personal
                            b. Legal matters
                            c. Death of an immediate or distant member of the family
                            d. Accident
                                    e. Settlement of the permanent residence or one (1) second or vacation home
                            f. Religious observance
                            g. Educational matters
                                2. Personal Day Non-Accumulation, Use for Personal Illness, and Conversion to Accumulated Sick Leave Days
                                    a. The four (4) days (or three (3) for secretaries) with fewer than five (5) years of District service) specified herein for personal leave shall not be cumulative if not used in the year granted except in those conditions listed below under b. or c. below. Personal leave may be used for illness or injury in the year granted provided that such employee has exhausted annual sick leave and all accumulated sick leave.

                                    b. Unused personal leave may also be used in future years for illness provided that the employee has exhausted all annual sick leave and all accumulated sick leave. However, from and after July 1, 1977, any unused personal leave accruing after such date (which is herein made eligible for use in future years for illness where the employee has exhausted all annual and accumulated sick leave) shall not be deemed "accumulated unused sick leave" as defined in Article 18, K. for purposes of any future legislation mandating payment on retirement or otherwise for accumulated unused sick leave. It is the intention of this subparagraph that from and after July 1, 1977, a separate record shall be maintained for "unused personal days" which accrue after July 1, 1977, and are eligible for use in future years for illness in the event that an employee has exhausted all annual and accumulated sick leave but that such record of "unused personal days" shall in no event be deemed to be "accumulated unused sick leave" for the purpose of such legislation.

                                    c. At the employee’s option annually, he/she may either continue to convert unused personal leave to sick leave as currently defined in b. above or convert unused personal leave to accumulated sick leave which may be used as sick leave and may be reimbursed under the terms of Article 18, L. 1. and 2. at the following rate:
                                        Four (4) unused personal leave days = Two (2) accumulated sick leave days
                                        Two (2) or Three (3) unused personal leave days = One (1) accumulated sick leave day
                                5. Unit employees who work less than five (5) days per week shall receive prorated personal leave.
                            F. 1. Absences of teachers beyond those allowable pursuant to this article may
                                    be granted by the Board, in its discretion, in which event deductions will be made at the rate of one two-hundredths (1/200) of the annual salary (in the case of ten [10]-month personnel) and one two-hundreds and fiftieth (1/250) of the annual salary (in the case of twelve [12]-month personnel) per day of absence.
                                2. Absences of secretaries and custodial/maintenance employees beyond those allowable pursuant to this Article may be granted by the Board, in its discretion, in which event deductions will be made at the hourly rate set forth in Article 13, I.
                            ARTICLE 21
                            EXTENDED LEAVES OF ABSENCE

                            A. Child Rearing Leave
                                1. Any regularly appointed employee should notify the Superintendent of pregnancy as soon as it is medically confirmed but not later than sixty (60) days prior to the expected birth.
                                2. The Board shall not remove any employee from her duties during pregnancy except on any one of the following bases:
                                      a. the pregnant employee fails to produce a certification from a physician that the employee is medically able to continue teaching; or
                                      b. the Board of Education's physician and employee's physician agree that the employee cannot continue teaching; or
                                      c. following any difference of medical opinion between the Board's physician and the employee's physician, the Board may request expert consultation, in which case a third impartial physician agreed upon by the employee and the Board shall be appointed to examine the employee and whose medical opinion shall be conclusive and binding on the issue of medical capacity to continue working. The expense of any examination by an impartial third physician under this paragraph shall be shared equally by the employee and the Board.

                              d. Just Cause:
                              Any other "just cause" as defined in N.J.S.A. Title 18A.
                                  3. The Board shall grant child rearing leaves of absence without pay to employees under the following terms and conditions:
                                      a. Any employee seeking such leave of absence shall make application to the Board or its authorized agent at least sixty (60) days prior to the commencement date of such leave of absence. Said application shall set forth, in writing, the commencement date of the requested leave of absence. The Board shall grant such leave of absence with the requested commencement date that starts after the employee’s disability ends.

                              b. Any employee may return to work within the school year in which leave begins provided it has been requested to do so in the application for a leave of absence and shall have specified the month when return is desired. Any extension or reduction of the date of return within the same school year shall only be allowed at the discretion of the Board provided application is made following the original grant of the leave of absence but prior to the announced commencement date thereof. Such extension or reduction may be granted by the Board for an additional reasonable period of time for reasons associated with the pregnancy or birth or for other proper cause provided that such extension or reduction will not substantially interfere with administration of the school. Any tenured teacher, secretary, or custodian granted a leave of absence with a return date during the same school year who wishes to extend said leave beyond the school year in which it commences shall be permitted to do so if application is made at least three weeks prior to the commencement date of leave of absence. In no case shall such a request extend the time limit on such a leave beyond the time limit set forth in A. 3. d. below.
                                      c. The Board shall not be required to extend the leave of non-tenured employees beyond the school year for which they were hired. Non-tenured employees wishing to return for the following school year shall be considered by the Board for reemployment for the following year.
                                      d. An employee with more than three (3) years consecutive years’ experience in the District shall be granted a child-rearing leave, without pay, for a maximum of twelve (12) months from the time the child is born or adopted.
                                  4. Except as otherwise provided in this Article, no tenured or non-tenured employee shall be barred from returning to work after the birth of a child by any prescribed waiting period between the date of birth and the date of return to work; however, each such employee shall be required to file, at least two weeks prior to the date of return or at the time of giving the required notice of intention to return, whichever is earlier, a certificate from a physician saying that the employee is physically capable of resuming full duties. provided that if the Board's physician is in disagreement, that conflict of medical opinion shall be resolved in the same manner as set forth in Paragraph A. 2. b.(3) of this Article.
                                  5. Any teacher granted a leave of absence under this Article shall be eligible for an increment in the following year (or in a subsequent year in which return from such leave occurs) provided at least five (5) months of work has been completed during the school year in which the leave commences.

                              B. Military Leave

                              1. Any employee who shall enter the active military or naval services of the United States shall be granted a leave of absence without pay for the period of such service and for a further period of three (3) months after receiving discharge from such service. Employees returning from such service shall be reemployed for the school year next commencing after termination of such leave of absence, if such employee has been honorably discharged from such service. Upon the return from military service as aforesaid, the employment of the employee before entering such service and the employment after resumption of employment following such service shall be counted in determining right to tenure in office, if otherwise eligible, as though the two periods had not been interrupted by a leave of absence. Similarly, for the purposes of determining the appropriate step on the salary scale upon which such an individual is to be placed, service prior to the leave of absence and subsequent to return to employment shall be considered as continuous service as though the same had not been interrupted by military leave provided, however, that a maximum of four (4) years credit for military service for the purposes of determining the appropriate step on the salary scale shall be granted to any employee.
                                  2. An employee's eligibility for benefits, including unused accumulated sick leave and credits toward sabbatical eligibility, shall be unaffected by a military leave of absence as provided for in this Article. For this purpose, the employee's service prior to leave of absence and subsequent to return to employment shall be continuous service as though the same had not been interrupted by military leave.
                                  3. Time necessary for persons called into temporary active duty of any unit of the United States Reserves or the State National Guard shall be granted provided such obligations cannot be fulfilled on days when school is not in session. Such leave shall result in no loss of sick days or personal leave. For the purpose of this Agreement, the determination of what constitutes "Temporary Active Duty" shall be made by the Board in its discretion. In no event shall the term "Temporary Active Duty" apply to service rendered by an individual beyond initial military obligation as required by federal statute. An employee absence on account of such temporary active duty shall be paid the difference between regular pay and any amounts received during such period from the state or federal government. Such leave shall result in no loss of sick days or personal leave.
                              C. Use of sick leave will not diminish the amount of leave available to an employee under the Family Medical Leave Act. That is, sick leave need not be used at the same time as family leave.

                              ARTICLE 22
                              SABBATICAL LEAVE

                              A. A teacher, may on recommendation of the Principal and Superintendent to the Board of Education, be granted sabbatical leave of absence for purposes of approved study for a period not exceeding one (1) year; if:
                                  1. The teacher has served in the State of New Jersey for ten (10) years and has been continuously employed by the Board for a period of at least seven (7) years; or
                                  2. The teacher has been continuously employed by the Board for a period of at least nine (9) years.

                              B. A teacher on sabbatical leave shall receive one-half (1/2) of the annual salary to which the teacher would have been entitled had the teacher remained in the school system that year. If the sabbatical leave is for less than one (1) year, one-fourth (1/4) of the previous year's salary shall be payable in equal monthly installments during leave.

                              C. Requests for sabbatical leave of absence shall be made to the Principal and Superintendent before November 1 for the school year commencing the following June. Teachers so requesting sabbatical leave shall be notified of the Board's action on the request by the following January 1.

                              D. Prior to commencing the sabbatical leave, a teacher shall enter into a contract for return to active service in the district for a period of at least two (2) years 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 teacher does not return to active service provided, however, that such reimbursement shall not be required where the failure to return 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.

                              E. A teacher returning from sabbatical leave shall be placed on the step of the salary schedule the teacher would have attained had the teacher remained in the district. Any additional benefits granted to regular teachers shall automatically apply to a teacher on sabbatical leave.

                              F. Seven (7) teaching years must have passed since a prior sabbatical leave in order for a teacher to become eligible for a second sabbatical leave.

                              G. Before any teacher becomes entitled to a second sabbatical leave, eligible teachers who have never received sabbatical leave will be given preference.

                              H. All programs of study in which teachers are enrolled shall be approved by the Superintendent and the Board in writing and shall be successfully completed within the sabbatical leave. However, these may be completed after the termination of the sabbatical.
                              ARTICLE 23
                              INSURANCE PROTECTION

                              A. The Board and the employee will assume their respective share cost of health insurance protection premiums for each employee and the employee's dependents for each contract year at the Tier 4 P.L. 2011, Ch. 78 contribution percentages. The Board will provide to all employees a description of health care insurance coverage provided hereunder. This shall contain a description of the conditions of the coverages and the individual limits thereof. The Board-paid plan above single insurance coverage shall be the AETNA - QPOSA 15/15 plan which includes a $100.00 Emergency Room co-payment and a thirty-five dollar ($35.00) Urgent Care co-payment. If the premium for enrollment beyond single coverage in any plan exceeds that for the aforementioned AETNA QPOS 15/15 plan, the employee shall pay the difference by way of payroll deductions,

                              B. The Board and the employee will assume their respective share premium cost of a prescription drug plan for employees and their eligible dependents under the New Jersey Blue Cross plan or an equivalent plan at the Tier 4 P.L. 2011, Ch. 78 contribution percentages. Effective July 1, 2006, the employee co-payment shall be thirty dollar ($30) (brand name), ten dollar ($10_ (generic) and the same co-pay, as relevant, for mail order.

                              C. The Board shall provide the Delta Dental Premium Plan, including family coverage.

                              D. 1. In order to be eligible for coverage under A., B. and C. above, the
                                      employee must work at least twenty-five (25) hours per week. For the purposes of this section, the parties agree that a teacher who is paid for at least three periods is considered as to be working at least twenty-five (25) hours per week.
                                  2. Under block scheduling, “twenty-five (25) hours per week” as referred to in 1. above is defined as any teacher who is paid at least 4/8ths of a full salary.

                              E. New unit employees hired after that date who are otherwise eligible for insurance, shall receive single insurance under B. and C. above for the first three (3) years of their employment. Said employees may buy into other enrollment levels under administrative procedures developed by the Business Office. On the first day of the month following the third anniversary of employment, the employee shall receive insurance under the same terms as all other employees with more than three (3) years of service. Effective July 1, 2012, the waiting time for full coverage above single coverage shall be two (2) years.

                              F. There shall be a voluntary health insurance waiver plan for employees eligible to receive coverage under A, B. or C. above if the plan permits waivers.
                                  1. Each year, the Board shall provide appropriate forms to all employees eligible to receive health/hospitalization, prescription or dental insurance. Said form will contain a final return date.
                                  2. Effective July 1, 2015, employees who voluntarily elect to waive coverage shall be entitled to receive twenty-five (25%) of the premium cost of the waived insurance up to an annual payment of One thousand five hundred dollars ($1,500.00).
                                  3. Payment of the monies in 2. above shall be made in July after the conclusion of the waived year.
                                  4. Employees employed for the full year must waive such insurance for a full year (July 1 through June 30) to be eligible for said payment, as modified by 5. below. New employees shall be allowed to waive coverage upon hire and will receive a pro-rated payment.
                                  5. An employee who waives coverage may re-enroll on July 1 or January 1. Re-enrollments must be made in a timely manner on a schedule devised by the Administration. If such re-enrollment occurs on January 1, there will no payment for that year. However, an employee who has a life changing event during the course of the year and then chooses to waive coverage will be eligible for a pro-rated payment.
                                  6. A Section 125 account must be instituted to comply with Federal and New Jersey tax laws.
                              G. For all purposes under this Article, “eligible dependents” includes “domestic partners” as defined under New Jersey law.

                              ARTICLE 24
                              PROFESSIONAL DEVELOPMENT

                              A. The Board recognizes that it shares with its professional staff the responsibility of upgrading and updating teacher performance and attitudes. The Board and the Association support the principle of continuing training of teachers and the improvement of instruction. Within the context of the State’s regulations, the Board of Education shall provide a minimum of seven (7) hours of District in-service per year which will be applicable to the teacher’s five (5) year requirement.

                              B. When an employee is specifically required by the Board to take courses beyond those courses which may be required by statute or by directive of the New Jersey Department of Education, the Board shall pay for all tuition and other direct costs.

                              C. Tuition Reimbursement Plan
                                  1. There shall be a tuition reimbursement plan for all unit employees to take course work reflecting their areas of certification and/or employment.
                                      Five thousand dollars ($5,000) will be available for non-certificated staff members who do not possess a BA/BS degree each school year for prior, approved courses in the area(s) in which they work. Said monies for those non-certificated staff members are separate from those set forth in C. 2. below. Monies not expended do not carryover from year to year. Members will receive the reimbursement payment on a pro-rata basis for approved courses at the end of the school year.
                                  2. Thirty thousand dollars ($30,000) will be available each year for certificated staff. A calendar year for tuition reimbursement will consist of three (3) semesters” Summer, Fall, and Spring. Monies not expended in a particular calendar year do not carry over.
                                  3. The reimbursement rate shall be based at the then current credit rate charged by Rowan University.
                                  4. An earned minimum grade of "B" average or equivalent verified by an official transcript shall be required before reimbursement occurs. An official transcript must be received within thirty (30) days of course completion in order to be eligible for tuition reimbursement.
                                  5. Requests and approvals for such tuition reimbursement must be made in accordance with N.J.S.A. 18A:6-8.5. The employee shall obtain approval from the superintendent of schools prior to enrollment in any course for which tuition assistance is sought. In the event that the Superintendent denies the approval, the employee may appeal the denial to the Board of Education. Written application for approval must be filed by June 1, in advance of Summer courses, by September 11 in advance of Fall courses and by January 1, in advance of Spring courses.
                                  6. The above tuition reimbursement funds ($30,000) shall be distributed equally among all eligible members to cover the cost of the first three (3) credits earned by each member.

                                  If the amount claimed by the eligible employees in any particular year exceeds the cost to the District as indicated above ($30,000), then the amount of monies available shall be prorated among the employees (per person) claiming such reimbursement.
                                      If the initial amount of reimbursement requested at three (3) credits per member does not exceed the cost to the District as indicated above ($30,000), any remaining funds will be distributed equally among all eligible members (per person) to cover the cost of any fourth credit earned by each member, and so on until thirty thousand dollars ($30,000) is exhausted.

                              D. The following plan will be in effect for the granting of in-house credits for salary guide purposes for short-term workshops, seminars and conferences.
                                  1. All workshops, seminars and conferences which the teacher desires to have credited toward the salary guide shall require the written, pre-approval of the Superintendent.
                                  2. Each full 15 hours of work in workshops, seminars or conferences approved under 1. above equal one credit. The Administration shall maintain records on hours accumulation towards the 15 hours.
                                  3. Credit is limited to one credit for any workshop, seminar or conference which lasts a week or less.
                                  4. The maximum number of credits which may be applied to the guide by an individual teacher is ten (10).
                                  5. No credit is granted for being a presenter at a workshop, seminar or conference.
                              ARTICLE 25
                              AUTOMOBILE USE

                              Employees shall not be required to use their automobiles in the performance of their duties. Employees who voluntarily use their automobiles in the performance of their duties shall be reimbursed for such travel at the rate established by the State of New Jersey for all groups and personnel in the school district provided, however, that the use of such automobile shall have been first authorized in writing by the Superintendent or administrative designee.

                              ARTICLE 26
                              EMPLOYEE AND ASSOCIATION OBLIGATIONS

                              A. The professional status of employees is hereby recognized and affirmed.

                              B. The Association covenants for itself and its members not to engage in any strike, slowdown or other concerted activities which have been or may be defined by the Legislature of this State or the courts of this State as illegal activities when engaged in by public employees. Resorting to any such illegal activities by the Association or its members shall be violative of this Agreement and of the employee's responsibilities to the Board and to the students.

                              ARTICLE 27
                              CLASS SIZE

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

                              B. Block Scheduling
                                  The Board acknowledges as a goal that, under block scheduling, it will strive to maintain the physical education class size limit at a maximum of forty (40).
                              ARTICLE 28
                              TEACHER EVALUATION

                              A. Teachers shall be evaluated consistent with applicable state statutes and regulation (current references are P.L. 2012, c.26 and N.J.A.C 6A:10.)

                              B. Pre-conferences

                                  1. An evaluation preconference shall be conducted between the in-district certified supervisor conducting the observation and the employee being evaluated.
                                      a. For classroom teachers, this preconference shall include but is not limited to the following issues:
                                          (1) Domains to be observed
                                          (2) Lesson plan
                                          (3) Characteristics of the students/class profile
                                      b. For other certificated staff, the preconference shall include but is not limited to the following issues:
                                          (1) Domains/services to be observed
                                          (2) Characteristics of the students served
                                  2. A preconference, when required, shall occur within seven workdays prior to the observation, not including the day of the observation. Since lesson sequencing and components may vary based on the needs of the students, teaching staff members will not be penalized for adjusting the lessons to meet student needs.

                                  3. The Association and the district mutually shall establish the issues to be discussed in the preconference.

                              C. Observations
                                  1. Each required observation will result in a written report and a performance rating which shall be shared with the employee within ten (10) days and which shall be discussed at a post-observation conference.

                                  2. All monitoring or observation of the work performance of an employee shall be conducted openly and with full knowledge of the employee. The use of any electronic surveillance devices for the purpose of this Article is strictly prohibited.

                                  3. There shall be at least twenty-one (21) days from the post observation conference to the subsequent observation or evaluation.

                              D. Evaluation Reports
                                  1. An employee shall be given a copy of any formal or informal observation report prepared by his/her evaluator(s) at least two (2) workdays before any post-observation conference. No such report shall be finalized or submitted to the central office, placed in the employee’s file, electronically finalized, or otherwise acted upon until after the post-observation conference with the employee has occurred.

                                  2. Evaluation reports shall be presented to each employee in accordance with the following procedures:

                                      a. Such reports shall be addressed to the employee.

                                      b. Such reports shall contain a narrative that includes:

                                          (1) Strengths of the employee as evidenced during the period since the previous report, citing specific domains and indicators.

                                          (2) Specific suggestions as to measures which the employee might take to improve his/her performance in each of the areas wherein “ineffective” or “partially effective” have been indicated, citing specific domains and indicators.

                                      c. No employee shall be required to sign a blank or incomplete evaluation form. An employee’s signature on a completed evaluation indicates only that an employee has reviewed a copy of the evaluation, not that the employee is in agreement with any or all of the findings of the evaluation.

                                      d. Each employee shall have the right to attach a written statement of response to all evaluations within ten (10) working days of the post-observation conference.

                                      e. All evaluation reports and written responses shall be physically signed and stored physically in the employee’s personnel file.

                                  3. All evaluation reports, documents, records, and other evaluative materials are considered confidential personnel records and are subject to confidentiality requirements of P.L. 2012, c.26, and other statutes establishing confidentiality of public employee records. The individual records may not be made available or released to the public. The school district shall be fully responsible for the security of employee evaluation records and data. Access shall only be permitted to the certified supervisor(s) conducting the evaluation, the individual employee, and the Association representative for fair representation purposes.
                              E. Post-Observation Conferences
                                  1. Every post-observation conference must occur face-to-face between the certified supervisor conducting the evaluation and the employee who was evaluated.

                                  2. The post-observation shall include data from the observation and all the evidence that shall be included in the evaluation report, as well as the draft evaluation report.

                                  3. Provisions must be made to attach a signed employee response physically to the evaluation.

                                  4. Each staff member shall have the right to have an Association representative present during any post-observation conference.

                              F. Informal Observations/Walkthroughs
                                  1. Any observation – whether formal or informal – shall be conducted openly and with the knowledge of the employee being observed.

                                  2. All employees shall have copies of any forms or checklists being used as part of informal observations prior to any informal observations being conducted. Information on these approaches, including criteria, shall be included in training on the teacher practice evaluation rubric being used.

                                  3. When informal observations are being used as part of the evaluation, written feedback must be provided to the teacher within five (5) working days. If the administrator has concerns as a result of the informational observation or walkthrough, a face-to-face post-informational observation/ walkthrough conference must be conducted within five (5) days of the employee receiving the written feedback.

                                  4. Walkthroughs shall only be used to assess building-wide implementation of new practices or policies. They may not be used for evaluative assessment of individual employees. Employees shall be informed in advance of the purpose and criteria of walkthroughs and be provided with copies of any forms or checklists being used prior to walkthroughs being conducted. Information on this approach and its criteria shall be included in staff training.

                              G. Prior Provisions of Materials
                                  Employees shall be provided annually with all materials being used in evaluation prior to any observation/evaluation being conducted, whether formal or informal. This includes any criteria, forms, or other documents.
                              H. Criticism
                                  Any question or criticism by a supervisor, administrator, or Board member of an employee’s performance or instructional methodology shall be made in confidence and not in the presence of students, parents, co-workers, or members of the public.

                              I. Use of Video and Audio Recording Devices in Evaluation
                                  1. During a classroom or workplace observation or evaluation, whether formal or informal, no device with video or audio recording capability shall be used to record the staff member for evaluative purposes.

                                  2. Evaluation of a staff member shall not be accomplished through electronic monitoring or taping.

                              J. Individual Professional Development Plan
                                  1. The Individual Professional Development Plan (PDP) shall be developed by the teaching staff member and the teaching staff member’s certified district supervisor.

                                  2. The PDP shall be considered a living document. The employee shall have the right to modify the plans, goals, and activities listed throughout the calendar year to meet his/her emerging goals, amending the plan in collaboration with his/her immediate certified supervisor.

                                  3. The PDP shall require no more than the minimum required twenty (20) hours of professional development a year.

                                  4. The PDP shall include no more than five (5) goals, such as a professional practice goal, school goal, and/or district goal.

                                  5. Any professional development required of any school staff member, whether through a PDP or Corrective Action Plan, shall be provided during the regularly scheduled work year and workday, unless otherwise mutually agreed upon between the employee and the administrator.

                                  6. Any professional development activity or experience required by the district shall be fully funded by the district, including payment of associated fees or expenses.

                                  7. The PDP form shall be negotiated between the Association and the school district.

                              K. Corrective Action Plan
                                  1. Any Corrective Action Plan (CAP) shall be developed collaboratively by the staff member who needs to address the deficiency or deficiencies which led to an “ineffective” or “partially effective” annual summative rating and the individual’s certified supervisor.

                                  2. Any professional development required of any school staff member through a CAP shall be job-embedded and provided during the regularly scheduled work year and wok day, unless otherwise mutually agreed upon between the employee and the administrator.

                                  3. Any experiences which can help address the identified deficiency or deficiencies that are outside of the school day or year must be mutually agreed upon by the school staff member and the certified supervisor. In all instances, the district shall be responsible for payment of all fees, expenses, and required resources.

                                  4. The CAP shall require no more than the minimum required twenty (20) hours of professional development a year.

                                  5. The CAP must define both the individual’s responsibilities and the district’s and supervisors’ responsibilities in helping the employee address any identified deficiencies.

                                  6. The CAP shall spell out which specific evaluation component(s) and elements need to be addressed. It shall include the individual’s opportunities to view modeling of “effective” representations of meeting the components by the certified supervisor and those rated “effective” or “highly effective” in such components/elements and be provided opportunities to practice and demonstrate them.

                                  7. The CAP shall be established in September and remain in place until the subsequent Annual Evaluation has been written in order to provide the individual with sufficient time and multiple resources to address the identified deficiency or deficiencies, as well as the district to provide the necessary time, resources, and support.

                                  8. The employee who is required to have a CAP shall have the right to have an Association representative present during any conference with the employee where a CAP is created or discussed.

                                  9. Every individual on a CAP shall be provided regular and continuous support toward and feedback about their progress in addressing any deficiencies. “Regular” shall be defined as at least once every three (3) weeks.

                                  10. Observations of individuals with CAPs shall be conducted by multiple district certified supervisors. “Multiple” shall be defined as at least three (3).

                                  11. Any employee on a Corrective Action Plan will receive a mid-year evaluation by February 15.

                              L. Training
                                  1. Training on the teacher evaluation model shall clearly outline developmentally appropriate exemplars and specific descriptions for each domain and element within the teacher practice model.

                                  2. The training shall include the specific information regarding the rating system and criteria, development and assessment for Student Growth Objectives, and how the final rating is determined for each component and the evaluation system as a whole.

                                  3. Evaluation training shall be offered by the district as part of the professional development program during the school day and school year and be fully funded by the school district. Training shall be provided in-person in collaborative settings and not rely on video or other electronic means, except as providing an exemplar to stimulate collaborative discussions among those present at the training.

                                  4. When district certified supervisors who conduct evaluations and observations are trained in the evaluation models, tools, and rubrics to be used to evaluate school staff, Association representatives will be notified of such training and provided an opportunity to attend that training.

                              ARTICLE 29
                              CUSTODIAL, MAINTENANCE, GROUNDSSKEEPER, AND SECRETARIAL EVALUATION

                              A. Custodial, Maintenance and Secretarial employees (herein “CMS”) shall be evaluated consistent with applicable state statutes and regulation (current references are P.L. 2012, c.26 and N.J.A.C 6A:10.)

                              B. Pre-conferences

                                  1. An evaluation preconference shall be conducted between the in-district certified supervisor conducting the evaluations and the employee being evaluated upon being hired.
                                      a. This preconference shall include but is not limited to the following issues:
                                          (1) The form that will be used to conduct the evaluations
                                          (2) The characteristics and expectations of the work to be performed
                                    2. The Association and the district mutually shall establish the issues to be discussed in the preconference.
                                C. Evaluations
                                    1. Employees will be evaluated at least three (3) times a year and be given an annual summative evaluation at the end of each year. Each first-year employee will be evaluated upon the completion of the probationary period of employment.

                                    2. Each required evaluation will result in a written report and a performance rating which shall be shared with the employee within ten (10) days and which shall be discussed at a post-evaluation conference.

                                    3. All monitoring of the work performance of an employee shall be conducted openly. The use of any electronic surveillance devices for the purposes of evaluating an employee’s work performance is strictly prohibited.

                                    4. There shall be at least twenty-one (21) days from the post evaluation conference to subsequent observation or evaluation.

                                D. Evaluation Reports
                                    1. An employee shall be given a copy of any formal or informal evaluation report prepared by the employee’s evaluator(s) at least two (2) days before any post-evaluation conference. No such report shall be finalized or submitted to the central office, placed in the employee’s file, electronically finalized, or otherwise acted upon until after the post-evaluation conference with the employee has occurred.

                                    2. Evaluation reports shall be presented to each employee in accordance with the following procedures:

                                        a. Such reports shall be addressed to the employee.
                                        b. Such reports shall contain a narrative that includes:
                                            (1) Strengths and weaknesses of the employee as evidenced during the period since the previous report, citing specific categories and indicators.

                                            (2) Specific suggestions as to measures which the employee might take to improve his/her performance in each of the areas wherein weaknesses have been indicated, citing specific categories and indicators.
                                        c. No employee shall be required to sign a blank or incomplete evaluation form. An employee’s signature on a completed evaluation indicates only that an employee has reviewed a copy of the evaluation, not that the employee is in agreement with any or all of the findings of the evaluation.

                                        d. Each employee shall have the right to attach a written statement of response to all evaluations within ten (10) working days of the post-evaluation conference.

                                        e. All evaluation reports and written responses shall be physically signed and stored physically in the employee’s personnel file.

                                    3. All evaluation reports, documents, records, and other evaluative materials are considered confidential personnel records and are subject to confidentiality requirements of P.L. 2012, c.26, and other statutes establishing confidentiality of public employee records. The individual records may not be made available or released to the public. The school district shall be fully responsible for the security of employee evaluation records and data.
                                E. Post-Evaluation Conferences

                                    1. Every post-evaluation conference must occur face-to-face between the certified supervisor conducting the evaluation and the employee who was evaluated.

                                    2. The post-evaluation shall include data from the evaluation and all the evidence that shall be included in the evaluation report, as well as the draft evaluation report.

                                    3. Provisions must be made to attach signed employee responses physically to the evaluation.

                                    4. Each employee shall have the right to have an Association representative present during any post-evaluation conference.

                                  F. Prior Provisions of Materials
                                      Employees shall be provided annually with all materials being used in evaluation prior to any evaluation being conducted, whether formal or informal. This includes any criteria, forms, or other documents.
                                  G. Criticism
                                      Any question or criticism by a supervisor, administrator, or Board member of an employee’s performance shall be made in confidence and not in the presence of students, parents, or members of the public.
                                  H. Corrective Action Plan
                                      1. Any Corrective Action Plan (CAP) shall be developed collaboratively by the employee who needs to address the deficiency or deficiencies and the individual’s certified supervisor.

                                      2. Any professional development required of any employee through a CAP shall be provided during the regularly scheduled work year and workday. Any experiences which can help address the identified deficiency or deficiencies that are outside of the school day or year must be mutually agreed upon by the employee and the certified supervisor. In all instances, the district shall be responsible for payment of all fees, expenses, and required resources.

                                      3. The CAP must define both the individual’s responsibilities and the district and supervisors’ responsibilities in helping the employee address any identified deficiencies.

                                      4. The CAP shall spell out which specific evaluation component(s) and elements that need to be addressed. It shall include the individual’s opportunities to view modeling of effective representations of meeting the components by the certified supervisor and those identified as deficient in such categories and be provided opportunities to practice and demonstrate them.

                                      5. The CAP shall be established for a period of not less six (6) months in order to provide the individual with sufficient time and multiple resources to address the identified deficiency or deficiencies, as well as the district to provide the necessary time, resources, and support.

                                      6. The employee who is required to have a CAP shall have the right to have an Association representative present during any conference where a CAP is created or discussed with the employee.

                                      7. Every individual on a CAP shall be provided regular and continuous support toward and feedback about their progress in addressing any deficiencies. “Regular” shall be defined as at least once every three (3) months.

                                    ARTICLE 30
                                    PERSONNEL FILES

                                    A. The employee shall receive a copy of any material that is placed into his/her personnel file. An employee shall have the right to review all material in the employee's personnel file at any reasonable time. No unauthorized person shall be permitted access to the personnel files. Personnel files may not be removed from their respective offices, (Superintendent's Office for instructional staff; Board Office for others) nor may anything be removed from the file without the written consent of the employee.

                                    B. Upon reviewing the file, an employee shall have the right to insert therein a written response to anything therein which the employee regards as detrimental.

                                    ARTICLE 31
                                    BOARD-STAFF RELATIONS COMMITTEE

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

                                    ARTICLE 32
                                    SALARIES

                                    A. Employees employed on a twelve (12)-month basis shall be paid in twenty-four (24) semi-monthly installments.

                                    B. Employees employed on a ten (10)-month basis shall be paid in twenty (20) semi-monthly installments.

                                    C. Pay Schedule
                                        1. Employees shall receive their paychecks on the fifteenth (15th) and the thirtieth (30th) of each month. When a payday falls on a single day holiday or weekend, employees shall receive their paychecks on the previous working day (except for their last paycheck in June).
                                            All employees shall receive their last pay and the pay schedule for the following year on the last day in June only if the Superintendent or other designated representative of the Board shall have first certified that a teacher has fulfilled his responsibilities prior to the release of such checks. The teacher check-out responsibilities will be consistent with the “Clearance” document dated 5/27/97 with the addition of “Room Inventory”.


                                    2. Direct Deposit
                                            The employee will be permitted at least one (1) bank change per school year. All unit members shall be paid through a direct deposit system under rules established by the Administration. Electronic paystubs will be provided to all employees. If such an electronic paystub approach is not possible, employees will receive their paystub as soon as possible but not later than the first workday after the scheduled pay date.
                                    D. The annual increment of any teacher may be withheld in whole or in part by the Board upon the recommendation of the Superintendent.
                                        1. The District shall comply with all statutory and regulatory requirements in the withholding of an increment for predominantly evaluative reasons, however, action shall be taken by the Board as soon as reasonably possible, but no later than July 15.

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


                                    E. It is to be understood that increments are not automatic for custodians and secretaries, but are contingent upon receiving a favorable evaluation from their immediate Supervisor and the Business Administrator. Evaluation of each employee shall be made annually by the immediate Supervisor and shall be discussed with the individuals, their immediate Supervisor and the Business Administrator.

                                    F. Secretarial personnel shall be given written notice of the salary and position assigned for the ensuing school year no later than May 15.

                                    G. In the event a school year shall commence prior to the negotiation of a successor agreement, the salaries in effect for secretarial employees during the previous year shall remain in effect until a successor agreement is ratified by both parties.

                                    H. Salary Schedules
                                        1. The salaries of all employees included in the collective negotiation unit represented by the Association for the years covered by this Agreement and shall be as set forth in the Schedules annexed hereto and made a part hereof (Schedules A through Q).
                                        2. Horizontal placement on the salary schedule through the recognition of graduate credits and advanced degrees shall be provided for a degree reflecting their areas of certification and/or related to the employee’s current job responsibility and governed by the policy annexed hereto as Policy 3411.

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

                                    I. The supplemental salaries payable to employees who accept coaching and co-curricular assignments are, likewise, covered in this agreement and shall be annexed hereto and made apart hereof. It is understood that tenure in such supplemental positions is not possible. It is further understood that the supplemental salary received under these schedules shall in no event be considered part of the employee's base salary.

                                        This shall be the payment schedule for stipended activities:
                                            a. Fall activities under Schedules D, E and F shall be paid on October 15 and December 15.

                                            b. Winter activities under Schedules D, E and F shall be paid on January 30 and March 15.

                                            c. Spring activities under Schedules D, E and F shall be paid on April 30 and June 15.

                                            d. Year-long activities under Schedules G, H and I shall be paid on November 15, January 30, March 30 and June 15.

                                            e. Non year-long activities under Schedules G, H and I shall be paid on the 15th of the month following completion of the activity.

                                            f. Hourly employees under Schedule I. shall be made on the 15th of the month following submission of time sheets.

                                            g. The last payment under the above shall not be made until the completion of all duties: reports, equipment accounting, etc.

                                    J. 1. Two hundred fifty dollars ($250) will be paid on June 30 of each year to those custodians who hold a Black Seal Fireman's License in full force. When the custodian passes the test, the district will reimburse that custodian for the test fee and subsequent renewal fees.
                                        2. New employees who do not possess a recently granted Black Seal License may be required to obtain such within twelve (12) months of employment under penalty of discharge.
                                    K. 1. A two hundred sixty ($260) night shift differential will be paid on June 30 to custodial or maintenance employees if on the second shift for ten (10) months. A three hundred twelve dollar ($312) night shift differential will be paid on June 30 to custodial and maintenance employees if on the second shift for twelve (12) months. If a custodial and maintenance employee is on the day shift and is temporarily assigned to the second shift, he/she shall receive fifteen cents ($.15) per hour extra. The second shift is defined as any starting time at 9:00 a.m. or after. If an employee requests a “flex schedule” and is so assigned, the employee does not receive a shift differential.
                                        2. The Board and Administration shall make a reasonable attempt to equally distribute summer night shift coverage and shall accept volunteers first if qualified to perform necessary work tasks.

                                    L. A maintenance person who utilizes a pesticide license will be paid a supplemental salary of two hundred fifty dollar ($250) annually.

                                    M. When a secretarial employee works full time in a higher salaried position for longer than two (2) weeks, the employee shall be paid the higher salary for the remainder of the time in said higher position.

                                    N. The following salary computation and preparation/lunch period schedule shall be in effect for part-time teachers:
                                        1. Teaching four (4) periods: The teacher gets one (1) lunch period and one (1) prep period. Paid at 6/8 of applicable salary rate.
                                        2. Teaching three (3) periods: The teacher gets one (1) lunch period or one (1) prep period. Paid at 4/8 of applicable salary rate.
                                        3. Teaching two (2) periods: No lunch period, no prep period. Paid at 2/8 of applicable salary.
                                        4. Teaching one (1) period: No lunch period, no prep period. Paid at 1/8 of applicable salary.

                                        5. When work is performed beyond the time set forth in 1. through 4. above, any fraction of the applicable salary rate shall be paid on the basis of additional student contact time. “Student contact time” is time when a teacher is responsible for the supervision of students beyond the time set forth in 1. through 4. above.

                                    O. The Board shall reimburse each custodian and maintenance employee for up to one hundred fifty dollars ($150) per year for the purchase of safety shoes. The shoe allowance payment will be made within fourteen (14) days of the receipt being turned in to the Business Office.

                                    P. When an employee is required by the Board to appear at a student expulsion hearing or at a student’s appeal before the Board outside of their regular workday, the employee shall be paid twenty dollars ($20) per appearance. When an employee is required by the Board to appear in court for any matter: 1) which involves the District; but 2) which does not involve the teacher as a plaintiff against the Board, and 3) at which the scheduled time for appearance is outside the normal workday, the employee shall be paid thirty-five ($35) per appearance.

                                    Q. When a ten (10) month secretary performs secretarial services in the period from July 1 through August 31, the secretary shall be paid at the ten (10) month secretaries’ rate of pay for that year (July 1 through June 30). Example: the work is performed in July of 2015. The pay rate is determined by the 2015-2016 ten (10) month secretary guide.


                                    ARTICLE 33
                                    WORKING CONDITIONS - VIDEO PRODUCTION TECHNICIAN

                                    A. Video Production Technician
                                        This position is covered by the contract sections which cover custodial and maintenance employees, with the following exceptions:

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

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

                                        3. Instead of Article 12, B. 3., the position has the following holiday schedule:
                                            a. Labor Day
                                            b. Thanksgiving (except the position occupant works when there is a Home football game)
                                            c. The Friday after Thanksgiving
                                            d. Christmas Eve
                                            e. Christmas Day
                                            f. New Year’s Eve
                                            g. New Year’s Day
                                            h. Martin Luther King Day
                                    i. President’s Day
                                            j. Good Friday or Easter Monday
                                            k. Memorial Day
                                            I. Two (2) additional days to be granted.
                                                These days are to be mutually agreeable to the employee and the Superintendent and administrative designee. The workload is to be taken into consideration.
                                        5. The position is not covered by Article 12, C.
                                        6. The position has a ten (10) month work year (September 1 through June 30). In addition, there shall be twenty (20) workdays during the months of July and August which shall be scheduled as agreed to between the position occupant and the Superintendent or administrative designee.
                                        7. The position is not covered by Article 13. The following is the work week:
                                            a. The normal workday will be eight (8) and one-half (1/2) hours with a half-hour (1/2) lunch period.
                                            b. The position is subject to flextime scheduling to accommodate the needs of the position. All flextime work is to be used as leave in lieu of paid overtime and may only be taken with the advanced approval of the Superintendent or administrative designee.
                                        8. The position is covered by Article 32, A.
                                        9. The position is not covered by Article 32, K, L., M. and R.
                                        10. The salary for this position is covered by Schedule Q.
                                        11. The position occupant must check in and out by time clock. All overtime must be approved in advance by the Superintendent or administrative designee.
                                    ARTICLE 34
                                    TEN MONTH PM SECRETARY TERMS AND CONDITIONS OF EMPLOYMENT

                                    In addition to the terms and conditions for employees set forth elsewhere in the Agreement, these shall be the specific terms and conditions applicable to this position:
                                        1. The secretary job duties shall include but not be limited to Curriculum, Athletics, Maintenance and Pride Program.

                                        2. The secretary job duties shall include any other normal secretarial duties as deemed necessary by the Principal and the Superintendent and/or their designee to accomplish assigned tasks.

                                        3. The workday for this particular position shall commence at 11:00 a.m. and conclude at 7:00 p.m. on Monday through Thursday, and shall 11:00 a.m. and conclude at 6:00 p.m. on Friday.

                                        4. During the aforesaid hours set in paragraph 3 above, it is additionally agreed that this position shall be assigned to work in the PRIDE Program: Monday through Thursday from 3:00 p.m. to 7:00 p.m., and on Fridays 3:00 p.m. through 6 p.m. unless otherwise directed by the Principal and/or Superintendent. However, this secretarial position will be limited in that:

                                            a. No person holding this position will be involuntarily placed in another secretarial position covered by the Agreement; and,

                                            b. No person holding any other secretarial position shall be involuntarily placed into the position of “10 month PM secretary”.

                                        5. The PM Secretary will work in compliance with the Agreement between the parties, namely Article 12 and 13 which cover the duties and responsibilities of secretaries.

                                        6. The PM Secretary will be paid in accordance with the Secretary Salary Guide in the CNA.

                                        7. The PM Secretary will be entitled to a break of fifteen (15) minutes (in lieu of the morning break that other secretaries covered by the Agreement receive).

                                    ARTICLE 35
                                    SUPPORT EMPLOYEE DISCIPLINE

                                    A. Custodial and maintenance unit members and Paraprofessional unit members will be covered by “just cause” protection in matters of discipline and discharge if the employee has completed at least three (3) years of unit service by the date of the disciplinary action or discharge.
                                    B. Reduction in Rank or Job Classification of a Secretary

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

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

                                        3. Any reduction in rank or job classification of a secretary, unless the employee's job has been previously abolished regardless of compensation, shall be subject to the grievance procedure.
                                    C. Notice of an intent to dismiss a non-certified unit member shall be given in writing at least twenty (20) workdays before the effective date of dismissal. When a recommendation is made to dismiss a non-certified unit member, it shall be placed in writing to the employee and contain a statement or reasons for that recommendation. Any non-certified unit member who is given notice that he or she may be dismissed may request, within ten (10) days, an appearance before the Board. Such an appearance shall occur before final Board action. If the Board decides to reinstate the employee, and that decision is beyond the twenty (20) workday timeline, the employee shall be compensated for the time between the twentieth (20th) workday and the date of reinstatement.

                                    ARTICLE 36
                                    AGENCY FEE
                                      The Board of Education, pursuant to a proposal made by the Association under the terms of N.J.S.A. 34:13A-5.5, agrees to a representation fee in lieu of dues under the following terms:

                                      A. PURPOSE OF THE FEE
                                          If any employee does not become a member of the Association during any membership year which is covered in whole or in part this agreement, said employee will be required to pay a representation fee to the Association for that membership year. The purpose of this fee will be to offset the employee's per capita cost of services rendered by the Association as majority representative.

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

                                      B. DETERMINATION OF FEE

                                      Prior to the beginning of each membership year (July 1 through June 30), the Association will notify the Board in writing of the amount of the regular membership dues, initiation fees, and assessments charged by the Association to its own members for the academic year. The representation fee to be paid by non-members will be determined by the Association in accordance with the law.

                                      C. DEDUCTION AND TRANSMISSION OF FEE

                                      1. Notification

                                      Once during each membership year, but no later than November 1 of the year, the Association will submit to the Board a list of those employees who have not become members of the Association for the then current year. The Board will deduct from the salaries of such employees, in accordance with paragraph 2. below.

                                      2. Payroll Deduction Schedule

                                      The Board will deduct the full amount of the yearly representation fee in equal installments from the paychecks paid to each employee on the aforesaid list during the remainder of the membership year in question.

                                      3. Termination of Employment

                                      If an employee terminates his or her employment with the Board before the Association has received the prorated amount of the representation fee to which it is entitled under this Article, the Board will deduct the unpaid portion of the prorated fee from the last paycheck paid to said employee during the academic year in question.

                                      4. Mechanics

                                      The mechanics for the deduction of representation fees and the transmission of such fees to the Association will, as nearly as possible, be the same as those used for the deduction and transmission of regular membership dues to the Association.


                                      5. New Employees

                                      Each month in which the Board hires a new unit member(s), the Board will notify the Association in writing of the name(s), job title(s) and date(s) of employment of the new employee(s), as well as the step on guide and salary.

                                      D. INDEMNIFICATION

                                      The Association shall indemnify and hold the Board harmless against any and all claims, demands, suits, and other forms of liability that may arise out of, or by reason of, any action taken or not taken by the Board in conformance with this provision.

                                      ARTICLE 37
                                      MISCELLANEOUS

                                      If any provision 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 invalid and subsisting except to the extent permitted by law, and all other provisions or applications shall continue in full force and effect.
                                      ARTICLE 38
                                      DURATION

                                      This Agreement shall be effective as of July 1, 2021, and shall continue in force and effect until June 30, 2024.

                                      IN WITNESS WHEREOF, the Board of Education of the Sterling High School District, Camden County, New Jersey, and the Sterling Education Association have caused these presents to be signed by their proper officers and their respective corporate seals to be annexed hereto this ______ day of __________________, 2021.



                                      BOARD OF EDUCATION OF THE STERLING EDUCATION
                                      STERLING HIGH SCHOOL DISTRICT: ASSOCIATION:



                                      By: _______________________________ By:_______________________________
                                      BOE President SEA President



                                      ATTEST: ATTEST:


                                      _______________________________ _______________________________
                                      Board Secretary SEA Secretary
                                      SCHEDULE A

                                      PROFESSIONAL STAFF SALARY GUIDE

                                      YEAR 1
                                      2021-22
                                      Sterling
                                      Teachers
                                      Salary Guide
                                      Step
                                      BABA+15BA+30MAMA+15MA+30DOC
                                      154,96655,68256,49958,13558,85059,87260,690
                                      255,71656,43257,24958,88559,60060,62261,440
                                      357,21657,93258,74960,38561,10062,12262,940
                                      458,71659,43260,24961,88562,60063,62264,440
                                      560,71661,43262,24963,88564,60065,62266,440
                                      662,71663,43264,24965,88566,60067,62268,440
                                      764,81665,53266,34967,98568,70069,72270,540
                                      867,01667,73268,54970,18570,90071,92272,740
                                      969,41670,13270,94972,58573,30074,32275,140
                                      1071,81672,53273,34974,98575,70076,72277,540
                                      1174,26674,98275,79977,43578,15079,17279,990
                                      1276,71677,43278,24979,88580,60081,62282,440
                                      1379,31680,03280,84982,48583,20084,22285,040
                                      1482,06682,78283,59985,23585,95086,97287,790
                                      1585,06685,78286,59988,23588,95089,97290,790
                                      1689,89990,61591,43293,06893,78394,80595,623

                                      SCHEDULE B

                                      PROFESSIONAL STAFF SALARY GUIDE

                                      YEAR 2
                                      2022-23
                                      Sterling
                                      Teachers
                                      Salary Guide
                                      Step
                                      BABA+15BA+30MAMA+15MA+30DOC
                                      155,80956,52557,34258,97859,69360,71561,533
                                      256,55957,27558,09259,72860,44361,46562,283
                                      357,30958,02558,84260,47861,19362,21563,033
                                      458,80959,52560,34261,97862,69363,71564,533
                                      560,80961,52562,34263,97864,69365,71566,533
                                      662,80963,52564,34265,97866,69367,71568,533
                                      764,90965,62566,44268,07868,79369,81570,633
                                      867,10967,82568,64270,27870,99372,01572,833
                                      969,50970,22571,04272,67873,39374,41575,233
                                      1072,00972,72573,54275,17875,89376,91577,733
                                      1174,55975,27576,09277,72878,44379,46580,283
                                      1277,20977,92578,74280,37881,09382,11582,933
                                      1379,95980,67581,49283,12883,84384,86585,683
                                      1482,85983,57584,39286,02886,74387,76588,583
                                      1586,05986,77587,59289,22889,94390,96591,783
                                      1690,89991,61592,43294,06894,78395,80596,623


                                      SCHEDULE C

                                      PROFESSIONAL STAFF SALARY GUIDE

                                      YEAR 3
                                      2023-24
                                      Sterling
                                      Teachers
                                      Salary Guide
                                      Step
                                      BABA+15BA+30MAMA+15MA+30DOC
                                      157,12457,84058,65760,29361,00862,03062,848
                                      257,87458,59059,40761,04361,75862,78063,598
                                      358,62459,34060,15761,79362,50863,53064,348
                                      459,37460,09060,90762,54363,25864,28065,098
                                      561,37462,09062,90764,54365,25866,28067,098
                                      663,37464,09064,90766,54367,25868,28069,098
                                      765,47466,19067,00768,64369,35870,38071,198
                                      867,69968,41569,23270,86871,58372,60573,423
                                      970,09970,81571,63273,26873,98375,00575,823
                                      1072,59973,31574,13275,76876,48377,50578,323
                                      1175,19975,91576,73278,36879,08380,10580,923
                                      1277,89978,61579,43281,06881,78382,80583,623
                                      1380,79981,51582,33283,96884,68385,70586,523
                                      1483,79984,51585,33286,96887,68388,70589,523
                                      1587,09987,81588,63290,26890,98392,00592,823
                                      1691,89992,61593,43295,06895,78396,80597,623

                                      SCHEDULES D, E and F
                                      INTER-SCHOLASTIC GUIDE
                                      2021-2024

                                      FOOTBALL
                                      1
                                      2
                                      3
                                      4
                                      5
                                      Head
                                      6750
                                      6775
                                      6800
                                      6900
                                      7428
                                      H-Adj.
                                      6450
                                      6475
                                      6500
                                      6600
                                      7110
                                      Assist.
                                      4730
                                      4780
                                      4880
                                      4980
                                      5364
                                      A-Adj.
                                      4580
                                      4605
                                      4630
                                      4655
                                      5046
                                      Boys’, Girls’ Basketball,
                                      Wrestling
                                      1
                                      2
                                      3
                                      4
                                      5
                                      Head
                                      6524
                                      6549
                                      6599
                                      6699
                                      7216
                                      H-Adj.
                                      6249
                                      6274
                                      6299
                                      6399
                                      6898
                                      Assist.
                                      4400
                                      4425
                                      4455
                                      4555
                                      4940
                                      A-Adj.
                                      4175
                                      4200
                                      4230
                                      4255
                                      4622
                                      Hockey;
                                      Boys’, Girls’ Soccer; Softball;
                                      Boys’, Girls’ Track; Baseball;
                                      Swimming;
                                      Lacrosse
                                      1
                                      2
                                      3
                                      4
                                      5
                                      Head
                                      5779
                                      5804
                                      5829
                                      5879
                                      6346
                                      H-Adj.
                                      5185
                                      5210
                                      5235
                                      5260
                                      5688
                                      Assist.
                                      4090
                                      4115
                                      4140
                                      4240
                                      4526
                                      A-Adj.
                                      3790
                                      3815
                                      3840
                                      3865
                                      4208

                                      SCHEDULES D, E and F
                                      INTER-SCHOLASTIC GUIDE
                                      2021-2024, continued

                                      X-Country;
                                      Fall/Winter Cheerleading;
                                      Winter Track;
                                      Boys’, Girls’ Tennis;
                                      Golf;
                                      Boys’, Girls’ Volleyball
                                      1
                                      2
                                      3
                                      4
                                      5
                                      Head
                                      4495
                                      4520
                                      4545
                                      4645
                                      4956
                                      H-Adj.
                                      4195
                                      4220
                                      4245
                                      4270
                                      4637
                                      Assist.
                                      3210
                                      3235
                                      3260
                                      3285
                                      3592
                                      A-Adj.
                                      2910
                                      2935
                                      2960
                                      2985
                                      3274

                                      SCHEDULES G, H and I
                                      INTRA-SCHOLASTIC GUIDES
                                      2021-2024

                                      POSITION
                                      STEP 1
                                      STEP 2
                                      TOP
                                      BAND (Marching Director)
                                      5247
                                      5523
                                      6170
                                      Assistant Director
                                      2279
                                      2399
                                      2680
                                      Assistant
                                      1894
                                      1994
                                      2227
                                      Assistant
                                      1894
                                      1994
                                      2227
                                      Assistant
                                      1894
                                      1994
                                      2227
                                      BAND (Stage)
                                      2445
                                      2574
                                      2875
                                      Class Advisors
                                      12th (2)
                                      1616
                                      1701
                                      1900
                                      11th (2)
                                      1616
                                      1701
                                      1900
                                      10th (2)
                                      1398
                                      1472
                                      1644
                                      9th (2)
                                      1398
                                      1472
                                      1644
                                      Jr./Sr. Activities
                                      2168
                                      2282
                                      2549
                                      DRAMA - FALL
                                      Director
                                      2890
                                      3040
                                      3406
                                      Sets
                                      1340
                                      1420
                                      1581
                                      DRAMA - SPRING
                                      Director
                                      3106
                                      3269
                                      3652
                                      Music (Inst/Voc)
                                      2554
                                      2688
                                      3002
                                      Choreographer
                                      1891
                                      1990
                                      2223
                                      Sets
                                      1274
                                      1341
                                      1498
                                      Costumer
                                      1274
                                      1341
                                      1498
                                      SCHOOL RELATED
                                      Audio Visual
                                      2174
                                      2288
                                      2555
                                      Believe in U
                                      2554
                                      2688
                                      3002
                                      Clay Club
                                      1558
                                      1640
                                      1832
                                      Early Cafeteria (2)
                                      1977
                                      2081
                                      2324
                                      Knowledge Bowl (2)
                                      1558
                                      1640
                                      1832

                                      SCHEDULES G, H and I
                                      INTRA-SCHOLASTIC GUIDES
                                      2021-2024 continued
                                      POSITION
                                      STEP 1
                                      STEP 2
                                      TOP
                                      Nat. Honor Society
                                      1558
                                      1640
                                      1832
                                      PAC Coordinator
                                      2554
                                      2688
                                      3002
                                      Publications Coordinator
                                      2554
                                      2688
                                      3002
                                      SADD Coordinator
                                      2554
                                      2688
                                      3002
                                      School Store
                                      2554
                                      2688
                                      3002
                                      Stage Manager
                                      2116
                                      2227
                                      2487
                                      Stock Market Club
                                      1558
                                      1640
                                      1832
                                      Student Council
                                      2554
                                      2688
                                      3002
                                      Vocal Music
                                      2997
                                      3155
                                      3524
                                      Yearbook/Editorial.
                                      4269
                                      4494
                                      5021
                                      Yearbook/Revenue
                                      1558
                                      1640
                                      1832
                                      FBLA
                                      798
                                      Orchestra
                                      798
                                      7/8 Grade Wrestling
                                      2500
                                      7/8 Grade Cross Country
                                      1500
                                      7/8 Grade Field Hockey
                                      1500
                                      Teacher Leader
                                      5000
                                      Dance Team
                                      2000

                                      SCHEDULE J
                                      MISCELLANEOUS AND HOURLY POSITIONS
                                      2021-2024
                                      MISCELLANEOUS
                                      Internship Coordinator
                                      2255
                                      HOURLY
                                      Homebound Instruction
                                      $32.74
                                      Internship Summer –
                                      Max. of 100 hours
                                      $34.44
                                      Media Center Writing Lab
                                      $29.18
                                      Morning News
                                      $25.58
                                      Saturday Detention
                                      $32.74
                                      Web Site Developer
                                      $32.74
                                      MISCELLANEOUS HOURLY RATES
                                      Summer school, and after-school teaching rate
                                      $41.40
                                      Weight Room Supervisor
                                      $30.10
                                      Security at games
                                      $50.00 per event
                                      Ticket Seller
                                      $50.00 per event
                                      Announcers
                                      $45.00
                                      Alcohol Detection Device
                                      $50.00
                                      Ticket Collector
                                      $35.00
                                      Pass Checker
                                      $35.00
                                      Clock Keeper
                                      $51.00 per event
                                      Front Gate
                                      $32.00
                                      Chain Gang
                                      $37.00

                                      SCHEDULE K
                                      SECRETARY SALARY GUIDE
                                      Longevity:

                                      $100 at commencement of 5th year of employment in Sterling.
                                      $200 at commencement of 9th year of employment in Sterling.
                                      $300 at commencement of 13th year of employment in Sterling.
                                      $400 at commencement of 17th year of employment in Sterling

                                      YEAR 1
                                      2021-22
                                      Sterling Secretaries
                                      Salary Guide Step
                                      10 Mon
                                      12 Mon
                                      1
                                      37,483
                                      44,979
                                      2
                                      37,899
                                      45,479
                                      3
                                      38,316
                                      45,979
                                      4
                                      38,733
                                      46,479
                                      5
                                      39,149
                                      46,979
                                      6
                                      39,566
                                      47,479
                                      7
                                      39,983
                                      47,979
                                      8
                                      40,399
                                      48,479
                                      9
                                      40,816
                                      48,979
                                      10
                                      41,233
                                      49,479

                                      SCHEDULE L
                                      SECRETARY SALARY GUIDE
                                      Longevity:

                                      $100 at commencement of 5th year of employment in Sterling.
                                      $200 at commencement of 9th year of employment in Sterling.
                                      $300 at commencement of 13th year of employment in Sterling.
                                      $400 at commencement of 17th year of employment in Sterling.


                                      YEAR 2
                                      2022-23
                                      Sterling Secretaries
                                      Salary Guide Step
                                      10 Mon
                                      12 Mon
                                      1
                                      38,548
                                      46,257
                                      2
                                      38,964
                                      46,757
                                      3
                                      39,381
                                      47,257
                                      4
                                      39,798
                                      47,757
                                      5
                                      40,214
                                      48,257
                                      6
                                      40,631
                                      48,757
                                      7
                                      41,048
                                      49,257
                                      8
                                      41,464
                                      49,757
                                      9
                                      41,881
                                      50,257
                                      10
                                      42,298
                                      50,757
                                      SCHEDULE M
                                      SECRETARY SALARY GUIDE

                                      Longevity:

                                      $100 at commencement of 5th year of employment in Sterling.
                                      $200 at commencement of 9th year of employment in Sterling.
                                      $300 at commencement of 13th year of employment in Sterling.
                                      $400 at commencement of 17th year of employment in Sterling.
                                      YEAR 3
                                      2023-24
                                      Sterling Secretaries
                                      Salary Guide Step
                                      10 Mon
                                      12 Mon
                                      1
                                      39,697
                                      47,636
                                      2
                                      40,113
                                      48,136
                                      3
                                      40,530
                                      48,636
                                      4
                                      40,947
                                      49,136
                                      5
                                      41,363
                                      49,636
                                      6
                                      41,780
                                      50,136
                                      7
                                      42,197
                                      50,636
                                      8
                                      42,613
                                      51,136
                                      9
                                      43,030
                                      51,66
                                      10
                                      43,447
                                      52,136

                                      SCHEDULE N
                                      CUSTODIAL/MAINTENANCE/GROUNDS SALARY GUIDE

                                      YEAR 1
                                      2021-22
                                      Sterling Custodian, Maintenance, Grounds
                                      Salary Guide Step
                                      Cust
                                      Maint
                                      Grounds
                                      1-2
                                      32,609
                                      49,514
                                      38,909
                                      3
                                      32,909
                                      49,834
                                      39,209
                                      4
                                      33,209
                                      50,154
                                      39,509
                                      5
                                      34,552
                                      51,256
                                      40,690
                                      6
                                      35,895
                                      52,357
                                      42,033
                                      7
                                      37,237
                                      53,547
                                      43,375
                                      8
                                      38,569
                                      54,747
                                      44,407
                                      9
                                      40,469
                                      55,947
                                      46,307
                                      9A
                                      42,369
                                      57,147
                                      48,207
                                      10
                                      44,229
                                      58,307
                                      50,067
                                      Longevity:

                                      In addition to the applicable salary listed on the above guide, custodial/maintenance employees shall receive the following longevity increments:

                                      $100 at commencement of 5th year of employment in Sterling.
                                      $200 at commencement of 9th year of employment in Sterling.
                                      $300 at commencement of 13th year of employment in Sterling.
                                      $400 at commencement of 17th year of employment in Sterling.
                                      SCHEDULE O
                                      CUSTODIAL/MAINTENANCE/GROUNDS SALARY GUIDE
                                      YEAR 2
                                      2022-23
                                      Sterling Custodian, Maintenance, Grounds
                                      Salary Guide Step
                                      Cust
                                      Maint
                                      Grounds
                                      1
                                      32,609
                                      49,514
                                      38,909
                                      2-3
                                      32,909
                                      49,834
                                      39,209
                                      4
                                      33,209
                                      50,154
                                      39,509
                                      5
                                      34,552
                                      51,256
                                      40,690
                                      6
                                      35,895
                                      52,357
                                      42,033
                                      7
                                      37,237
                                      53,547
                                      43,375
                                      8
                                      38,569
                                      54,747
                                      44,407
                                      9
                                      40,469
                                      55,947
                                      46,307
                                      9A
                                      42,369
                                      57,147
                                      48,207
                                      10
                                      44,229
                                      58,307
                                      50,067

                                      Longevity:

                                      In addition to the applicable salary listed on the above guide, custodial/maintenance employees shall receive the following longevity increments:

                                      $100 at commencement of 5th year of employment in Sterling.
                                      $200 at commencement of 9th year of employment in Sterling.
                                      $300 at commencement of 13th year of employment in Sterling.
                                      $400 at commencement of 17th year of employment in Sterling.

                                      SCHEDULE P
                                      CUSTODIAL/MAINTENANCE/GROUNDS SALARY GUIDE

                                      YEAR 3
                                      2023-24
                                      Sterling Custodian, Maintenance, Grounds
                                      Salary Guide Step
                                      Cust
                                      Maint
                                      Grounds
                                      1
                                      33,502
                                      50,206
                                      39,640
                                      2
                                      33,852
                                      50,556
                                      39,990
                                      3-4
                                      34,202
                                      50,906
                                      40,340
                                      5
                                      34,552
                                      51,256
                                      40,690
                                      6
                                      35,895
                                      52,357
                                      42,033
                                      7
                                      37,237
                                      53,547
                                      43,375
                                      8
                                      38,569
                                      54,747
                                      44,407
                                      9
                                      40,469
                                      55,947
                                      46,307
                                      9A
                                      42,369
                                      57,147
                                      48,207
                                      10
                                      44,779
                                      58,307
                                      50,067
                                      Longevity:

                                      In addition to the applicable salary listed on the above guide, custodial/maintenance employees shall receive the following longevity increments:

                                      $100 at commencement of 5th year of employment in Sterling.
                                      $200 at commencement of 9th year of employment in Sterling.
                                      $300 at commencement of 13th year of employment in Sterling.
                                      $400 at commencement of 17th year of employment in Sterling.
                                      SCHEDULE Q
                                      NON-CERTIFIED SALARY GUIDES

                                      Video Production
                                      Technician
                                      Video Production
                                      Technician
                                      Video Production
                                      Technician
                                      2021-2022
                                      2022-2023
                                      2023-24
                                      STEP
                                      Salary
                                      STEP
                                      Salary
                                      STEPSalary
                                      1
                                      46564
                                      1
                                      48230
                                      149977
                                      2
                                      47087
                                      2
                                      48753
                                      250500
                                      3
                                      47610
                                      3
                                      49276
                                      351023
                                      4
                                      48133
                                      4
                                      49799
                                      451546
                                      5
                                      48655
                                      5
                                      50321
                                      552068
                                      6
                                      49178
                                      6
                                      5-944
                                      652591
                                      7
                                      49701
                                      7
                                      51368
                                      753114
                                      8
                                      50224
                                      8
                                      51890
                                      853637
                                      9
                                      50746
                                      9
                                      52412
                                      954159
                                      10
                                      51269
                                      10
                                      52935
                                      1054682


                                      Instructional
                                      Classroom Aide
                                      Instructional
                                      Classroom AideInstructional
                                      Classroom Aide
                                      2021-22
                                      2022-232023-24
                                      STEP
                                      Salary
                                      STEP
                                      Salary
                                      STEPSalary
                                      1
                                      27,049
                                      1
                                      27,840
                                      128,534
                                      2
                                      27,349
                                      2
                                      28,140
                                      228,834
                                      3
                                      27,649
                                      3
                                      28,440
                                      329,134
                                      4
                                      27,949
                                      4
                                      28,740
                                      429,434
                                      5
                                      28,540
                                      5
                                      29,315
                                      530,009
                                      6
                                      29,129
                                      6
                                      29,890
                                      630,584
                                      7
                                      29,720
                                      7
                                      30,465
                                      731,159
                                      8
                                      30,309
                                      8
                                      31,040
                                      831,734
                                      9
                                      30,987
                                      9
                                      31,715
                                      932,409
                                      10
                                      32,197
                                      10
                                      32,697
                                      1033,391

                                      Instructional Classroom Aides’ Longevity:

                                      $100 at commencement of 5th year of employment in Sterling.
                                      $200 at commencement of 9th year of employment in Sterling.
                                      $300 at commencement of 13th year of employment in Sterling.
                                      $400 at commencement of 17th year of employment in Sterling.


                                      SCHEDULE Q, continued
                                      NON-CERTIFIED SALARY GUIDES


                                      Attendance Officer

                                      2021-2022
                                      2022-2023
                                      2023-2024
                                      34,725
                                      35,854
                                      37,037
                                      Classroom Signer
                                      Classroom SignerClassroom Signer
                                      2021-2022
                                      2022-20232023-2024
                                      STEP
                                      Salary
                                      STEP
                                      SalarySTEPSalary
                                      1
                                      28779
                                      1
                                      29865131003
                                      2
                                      28996
                                      2
                                      30082231220
                                      3
                                      29548
                                      3
                                      30634331772
                                      4
                                      30098
                                      4
                                      31184432322
                                      5
                                      30649
                                      5
                                      31735532873
                                      6
                                      31199
                                      6
                                      32285633423
                                      7
                                      31751
                                      7
                                      32837733975
                                      8
                                      32301
                                      8
                                      33387834525
                                      9
                                      32851
                                      9
                                      33937935075
                                      10
                                      33403
                                      10
                                      344891035627
                                      2021-2022
                                      2022-2023
                                      2023-2024
                                      STEP
                                      CLASS CLEANER
                                      STEP
                                      CLASS CLEANER
                                      STEP
                                      CLASS CLEANER
                                      1
                                      13.00
                                      1
                                      14.00
                                      1
                                      15.00
                                      2
                                      13.30
                                      2
                                      14.30
                                      2
                                      15.30
                                      3
                                      13.60
                                      3
                                      14.60
                                      3
                                      15.60
                                      4
                                      13.90
                                      4
                                      14.90
                                      4
                                      15.90
                                      5
                                      14.20
                                      5
                                      15.20
                                      5
                                      16.20
                                      SCHEDULE Q, continued
                                      NON-CERTIFIED SALARY GUIDES

                                      Internal Suspension Monitor
                                      Internal Suspension MonitorInternal Suspension Monitor
                                      2021-2022
                                      2022-20232023-2024
                                      STEP
                                      Salary
                                      STEP
                                      Salary
                                      STEPSalary
                                      1
                                      27963
                                      1
                                      29000
                                      130088
                                      2
                                      28180
                                      2
                                      29217
                                      230305
                                      3
                                      28511
                                      3
                                      29548
                                      330636
                                      4
                                      28841
                                      4
                                      29878
                                      430966
                                      5
                                      29172
                                      5
                                      30209
                                      531297
                                      6
                                      29722
                                      6
                                      30759
                                      631847
                                      7
                                      30274
                                      7
                                      31311
                                      732399
                                      8
                                      30824
                                      8
                                      31861
                                      832949
                                      9
                                      31375
                                      9
                                      32412
                                      933500
                                      10
                                      31925
                                      10
                                      32962
                                      1034050
                                      Media Assistant
                                      Media AssistantMedia Assistant
                                      2021-2022
                                      2022-20232023-2024
                                      STEP
                                      Salary
                                      STEP
                                      Salary
                                      STEPSalary
                                      1
                                      26074
                                      1
                                      27175
                                      128330
                                      2
                                      26291
                                      2
                                      27392
                                      228547
                                      3
                                      26791
                                      3
                                      27892
                                      329047
                                      4
                                      27491
                                      4
                                      28592
                                      429747
                                      5
                                      28191
                                      5
                                      29292
                                      530447
                                      6
                                      29191
                                      6
                                      30292
                                      631447
                                      7
                                      30291
                                      7
                                      31392
                                      732547
                                      8
                                      31491
                                      8
                                      32592
                                      833747
                                      9
                                      32691
                                      9
                                      33792
                                      934947
                                      10
                                      33891
                                      10
                                      24992
                                      1036147
                                      Media Assistant only: occupants of this position are also covered by the longevity provisions set forth in Schedules K, L and M.
                                      SCHEDULE R
                                      MEDIA ASSISTANT
                                      TEN MONTHS PLUS TWO WEEKS


                                      Media Assistant
                                      + 2 Weeks
                                      Media Assistant
                                      + 2 WeeksMedia Assistant
                                      + 2 Weeks
                                      2021-2022
                                      2022-20232023-2024
                                      STEP
                                      Salary
                                      STEP
                                      Salary STEP Salary
                                      1
                                      27378
                                      1
                                      38534 1 29747
                                      2
                                      27606
                                      2
                                      38762 2 299751
                                      3
                                      28131
                                      3
                                      29287 3 30500
                                      4
                                      28866
                                      4
                                      30022 4 31235
                                      5
                                      29601
                                      5
                                      30757 5 31970
                                      6
                                      30651
                                      6
                                      31807 6 33020
                                      7
                                      31806
                                      7
                                      32962 7 34175
                                      8
                                      33066
                                      8
                                      34222 8 35435
                                      9
                                      34326
                                      9
                                      35482 9 36695
                                      10
                                      35586
                                      10
                                      36742 10 27955
                                      Longevity:

                                      $100 at commencement of 5th year of employment in Sterling.
                                      $200 at commencement of 9th year of employment in Sterling.
                                      $300 at commencement of 13th year of employment in Sterling.
                                      $400 at commencement of 17th year of employment in Sterling.
                                      This position is a ten (10) month position. This employee shall work ten (10) days in the summer on a per diem basis.

                                      The ten (10) month salary of the MEDIA ASSISTANT, TEN (10) MONTHS PLUS TWO (2) WEEKS is shown above. This is pensionable income. To calculate the total salary for the year, add the salary guide salary plus any eligible longevity and divide by two hundred (200). Then multiply the result by ten (10) to determine the additional ten (10) days’ pay. Add the base salary, the longevity and the ten (10) days’ pay to determine the annual total pay.

                                      TEACHERS' SALARY GUIDE

                                      POLICY 3411