Contract Between
Montgomery Tp B/E-Somerset
- and -
Montgomery Tp Prin/Supv Assn
* * *
07/01/2005 thru 06/30/2008


CategorySchool District
UnitAdministrators

Contract Text Below
5







AGREEMENT

BETWEEN
THE BOARD OF EDUCATION OF THE TOWNSHIP OF
MONTGOMERY
IN THE COUNTY OF SOMERSET, NEW JERSEY
and
THE ASSOCIATION OF PRINCIPALS AND SUPERVISORS

OF MONTGOMERY TOWNSHIP

July 1, 2005 – June 30, 2008




















14

TABLE OF CONTENTS

Page #


Preamble 3 - 4

Article I Recognition 5

Article II Negotiation of Successor Agreement 5

Article III Grievance Procedure 5 - 7

Article IV Sick Leave 7- 8

Article V Leave of Absences 8 - 9

Article VI Professional Development 9

Article VII Personal Leave 9

Article VIII Insurance Protection 9 -10

Article IX Vacations and Holidays 10

Article X Annual Physical 11

Article XI Salaries 11

Article XII Graduate Credit Tuition Reimbursement 12

Article XIII Evaluation and Tenure 12 - 13

Article XIV Miscellaneous 13 -14

Article XV Duration of Agreement 14





PREAMBLE

THIS AGREEMENT is entered into this 16th day of March by and between THE BOARD OF EDUCATION OF THE TOWNSHIP OF MONTGOMERY, IN THE COUNTY OF SOMERSET, STATE OF NEW JERSEY, hereinafter referred to as the “Board, and THE ASSOCIATION OF PRINCIPALS AND SUPERVISORS OF MONTGOMERY TOWNSHIP, hereinafter referred to as the “APSMT.”

The Board and the APSMT intend to affirm the Mission Statement of the Montgomery Township Schools in the implementation of this Agreement:

The Montgomery Township School District shall establish the highest standards of excellence for educating all individuals to use knowledge, values and skills enabling them to function with self-esteem, self-respect, self-discipline, integrity and compassion as responsible members of society. The school district will provide a nurturing, stimulating environment, a dedicated staff, an innovative curriculum and the opportunity for community involvement and support.

The Mission of the Montgomery Township School District is

To provide program and curriclum that enables students to:

Actively participate in the learning process as decision-makers, problem solvers and creative things;
Engage in diverse learning experiences based on research and validated by practice;
Engage in problem solving curricula, cooperative learning, process-oriented classrooms, technology-related activities and other means of learning;
Meet the objectives created by the State, community and school that will enable them to develop a respect for self, others and the environment as well as to develop the skills necessary to be successful in life;
Demonstrate comprehension through oral and written communications, project and performance-based learning and technology applications;
Develop the desire to pursue learning and achieve their individual potential;
Work cooperatively in a variety of groupings and collaborations.

To develop relations whereby:
Teachers serve as facilitators of learning who guide, challenge and counsel students using a variety of teaching and learning strategies;
The school community promotes a mutually supportive relationship between home and school to advance learning;
The school uses human and community resources to meet the needs of its students and staff;
The community invests in its teaching and auxiliary staffs to ensure a highly skills work force and views the educator’s expertise as an investment in the future

To develop an organizational structure in which:
Learners, parents, administrators, teachers and support staffs are organized to accommodate the educational, emotional and social needs of a growing and diverse population;
Students are grouped in schools that accommodate their developmental needs such as elementary, middle and high school configurations;
Class sizes are structured to provide an optimal learning experience appropriate to grade level and subject area; and
Decisions are made through a process that appropriately involves affected participants.

To accomplish this mission, we must continue investing in our students and building a community of excellence.

The Board and the APSMT also realize that not all of the aspects of the Mission Statement can be realized immediately nor can they all be addressed through this collective bargaining agreement. Therefore, the Board and the APSMT commit and agree to address certain issues during the life of this Agreement and in subsequent Agreements to include, but not be limited to the following:

The Board and the APSMT finally agree to work together to:
        1. continue to enhance the relationship between the Board and the APSMT;
        2. continue to enhance the professional image of the staff;
        3. increase and enhance the involvement of parents and community members in both the instructional and co-curricular programs of the district;
        4. enhance the image of the district locally, statewide, and nationally;
        5. prepare and promote budgets and capital projects that attend to the instructional needs and priorities of the district and which receive widespread and sufficient support in the community; and, most importantly,
        6. continue devising ways to enhance the achievement of our students.

ARTICLE I

RECOGNITION

A. Pursuant to the provisions of N.J.S.A. 34:13A-5.3, the Board hereby recognizes the APSMT as the exclusive and sole representative for collective negotiations concerning the terms and conditions of employment for the following personnel, whether under contract, on leave, now employed or as may hereafter be employed by the Board:
                Principal, 12 month
                Vice Principal, 12 month
                Director of Humanities (K-12), 12 month
                Director of Mathematics (K-12), 12 month
                Director of Science (K-12), 12 month
                Director of Language Arts (K-12), 12 month
                Director of Technology Education, 12 month
                Director of Guidance, 12 month
                Director of Athletics and Physical Education (K-12), 12 month
                Supervisor of Pupil Services, 12 month
                Department Supervisor, 10 Month

B. Unless otherwise indicated, the term Administrators, when hereinafter used in this Agreement, shall refer to all Administrators in the bargaining unit as above defined.

                          ARTICLE II
                NEGOTIATION OF SUCCESSOR AGREEMENT

A. The parties agree to enter into collective negotiations in accordance with N.J.S.A. 34:13A-5.3, in a good-faith effort to reach agreement concerning the terms and conditions of Administrators employment.

Negotiations shall begin not later than November 1 of the calendar year preceding the calendar year in which this Agreement expires. Any Agreement so negotiated shall apply to all Administrators, be reduced to writing, and shall be signed by the Board and the APSMT upon adoption by the Board and the
APSMT.

B. This Agreement shall not be modified in whole or in part by the parties except by an instrument in writing duly executed by both parties.

ARTICLE Ill
GRIEVANCE PROCEDURE
      A. DEFINITION:
      1. A “grievance” shall mean a claim in writing by an Administrator or group of Administrators that there has been to him/her or them a misinterpretation, misapplication or violation of any of the provisions of this Agreement.
      A grievance to be considered under this procedure must be initiated by the Administrator within fifteen (15) calendar days (or five (5) working days, whichever is greater) of the time that the Administrator knows or should know of its occurrence; otherwise the same shall be deemed to have been abandoned. The term grievance shall not include the following:
      (a) Matters where a method of review is prescribed by law or by any rule or regulation of the State Commissioner of Education or by the State Board of Education.
      (b) Matters which according to laws are beyond the scope of Board authority or which are limited to unilateral action by the Board alone.
      (c) The failure or refusal of the Board to renew a contract of a non-tenured Administrator.
      (d) A complaint by any Administrator occasioned by appointment to or lack of appointment to, retention in or lack of retention, in any position for which tenure is either not possible or not required.
      2. A “Party” is a person or persons claiming the grievance and any person who might be required to take action or against whom action might be taken in order to resolve the grievance.
      B. PROCEDURE:
      1. It is agreed by both parties that these proceedings will be kept as informal and confidential as may be appropriate at any level of this procedure.
      2. Failure at any step of this procedure to communicate the decision on a grievance within the specified time limits shall permit the aggrieved Administrator to proceed to the next step. Failure at any step of this procedure to appeal a grievance to the next step within the specified time limits shall be deemed to be acceptance of the decision rendered at that step.
      3. It is understood that Administrators shall, during and notwithstanding the pendency of any grievance, continue to observe all assignments and applicable rules and regulations of the Board until such grievance and any effect thereof shall have been fully determined.
      4. Since it is important that grievances be processed as rapidly as possible, the number of days indicated at each level should be considered as a maximum and every effort should be made to expedite the process. All time periods contained in this grievance procedure may be extended by mutual agreement of the parties in writing.

      5. Any party may be represented at all stages of the grievance procedure by himself/herself and/or one representative.

LEVEL ONE:

Any Administrator who has a grievance shall discuss it first with his/her immediate supervisor in an attempt to resolve the matter informally at that level.

LEVEL TWO:

If as a result of the discussion, the matter is not resolved to the satisfaction of the Administrator within ten (10) working days, he/she shall set forth within said ten (10) working day period his/her grievance in writing to his/her immediate supervisor on the grievance forms provided in the Administrative manual. The immediate supervisor shall communicate his/her decision to the Administrator in writing with reasons within ten (10) working days of receipt of the written grievance.

LEVEL THREE:

The Administrator whose immediate supervisor is not the Superintendent of Schools shall, no later than five (5) working days after receipt of the immediate supervisor’s decision (if same is not satisfactory) appeal the same to the Superintendent of Schools. The appeal to the Superintendent must be made in writing with a copy to the immediate supervisor setting forth the matter submitted to the immediate supervisor as specified above and the reasons for his/her dissatisfaction with the decision previously rendered. The Superintendent shall attempt to resolve that matter as quickly as possible within a period not to exceed ten (10) working days. The Superintendent shall communicate his/her decision in writing to the Administrator and immediate supervisor.

LEVEL FOUR:

If the grievance is not resolved to the Administrator’s satisfaction, he/she may no later than five (5) working days after receipt of the Superintendent’s decision whether under Level Two or Level Three, request a review and hearing by the Board. The request shall be submitted in writing with complete documentation to the Board, care of the Board Secretary, with a copy to the Superintendent. The Board may consider the appeal on the written record submitted to it, or the Board may, on its own election, conduct a hearing: and it may request the submission of additional written material. Where additional written materials are requested by the Board, copies thereof shall be served upon the adverse parties who shall have the right to reply thereto. If the Board elects to conduct a hearing, it shall be held within twenty-one (21) calendar days of the receipt of the grievance appeal by the Board or from the date of receipt of the requested additional materials, whichever is later. The Board shall make a determination within twenty (20) working days from the receipt of the grievance appeal, or from the receipt of the requested additional materials, or from the date of the hearing, whichever is later, and shall in writing notify all interested parties through the Superintendent of Schools of its determination.
        LEVEL FIVE:

(a) In the event any party is dissatisfied with the disposition of the grievance at Level Four, he/she may, within five (5) working days after the decision by the Board, request in writing that the grievance be submitted to arbitration.


(b) Within ten (10) working days after such written notice of request for submission to
arbitration, the Board and the APSMT shall attempt to agree upon a mutually acceptable arbitrator and shall obtain a commitment from said arbitrator to serve. Having agreed to arbitrate, if the parties are unable to agree upon an arbitrator or to obtain such a commitment within the specified period, a request for a list of arbitrators may be made to the American Arbitration Association by either party. The parties shall then be bound by the rules and procedures of the American Arbitration Association in the selection of an arbitrator. The decision of the arbitrator shall be advisory only.

(c) The rules and procedures of the American Arbitration Association shall be followed by the arbitrator. The decision of the arbitrator shall be in writing and shall set forth his/her findings of fact, reasoning and conclusions on the issues submitted. The arbitrator shall be without power or authority to make any decision which requires the commission of an act prohibited by or violative of any law (including the School Laws as embodied in N.J.S.A. 18A), or which is violative of the terms of this agreement, and he/she shall have no power to add to or subtract from or modify any of the terms of the Agreement nor shall he/she in any case have power to rule on any issue or dispute excepted from this grievance procedure by any other provision of this Agreement, including any decision made in the discretion of the Superintendent or the Board.
ARTICLE IV
SICK LEAVE

A. As of July 1st of the current school year, all returning Administrators on a twelve (12)-month contract shall be entitled to twelve (12) sick leave days each school year as of the first official day of said school year, and any Administrator on a ten (10)-month contract shall be entitled to ten (10) sick leave days each school year as of the first official day of said school year. During the first year of employment, sick days will be prorated at the rate of one day earned per full month of service. Unused sick leave days shall be accumulated from year to year with no maximum limit.

B. Additional sick leave benefits may be granted by the Board after it considers each case on its individual merit in accordance with N.J.S.A. 18A:30-6.

C. Newly hired Administrators shall be credited upon the commencement of their employment with additional sick leave days, beyond the annual amounts set forth in paragraph A above, for use during their first and second years of employment only. Administrators hired on a twelve (12) month contract will be credited with twenty-four (24) such additional days. Upon issuance of the Administrator’s twelve (12) earned days for the second school year, twelve (12) of said twenty-four (24) additional days shall be subtracted, thus permitting a maximum carry over of twelve (12) such additional days into the second year of employment. Upon issuance of the Administrator’s twelve (12) earned days for the third school year, the remaining twelve (12) additional days shall be subtracted. Administrators hired on a ten (10) month contract will be credited with twenty (20) such additional days. Upon issuance of the Administrator’s ten (10) earned days for the second school year, ten (10) of said twenty (20) additional days shall be subtracted, thus permitting a maximum carry over of ten (10) such additional days into the second year of employment. Upon issuance of the Administrator’s ten (10) earned days for the third school year, the remaining ten (10) additional days shall be subtracted. All additional days credited under this paragraph shall expire at the end of the second year of employment and shall not be included in any calculation of supplemental compensation upon retirement.



D. Supplemental Compensation upon Retirement:

1. Each Administrator shall be entitled, upon retirement for service and age or disability from a state-administered retirement system, to receive payment for earned and unused accumulated sick leave which is credited to him/her on the effective date of his/her retirement in the manner and to the extent provided for herein. An Administrator who elects a deferred retirement benefit shall not be eligible for supplemental compensation payment.

2. Payment upon retirement shall be one day’s pay at the per diem rate (1/240 for 12 month and 1/200 for 10 month employees) for every four days of unused sick leave up to a maximum of $18,000 per member. Current members who elect to retire prior to July 1, 2008 shall be grandfathered at the existing rate of one day’s pay at the current per diem rate (1/240 for 12 month and 1/200 for 10 month employees) for every four days of unused sick leave up to a maximum of 45 days per member.

3. The Supplemental payment shall be issued to the retiring administrator within six
months after the effective date of retirement in a lump sum or in three installments over a three year period at the discretion of the retiring employee. Notice of intention to claim benefits must be made to the Board in writing on or before January 1st prior to the budget year in which the payment is to be made.
ARTICLE V
LEAVES OF ABSENCE

A. Any Administrator of the APSMT may request a leave of absence without pay. Such leaves may be granted or denied at the sole discretion of the Board.

B. All leave of absence requests will be made in writing to the Superintendent. For those Administrators who do not report directly to the Superintendent, the request will be made in writing through the principal or immediate supervisor to the Superintendent.

C. The Board of Education may change the requested date of commencement or termination of a leave of absence if the dates requested would interfere with the administration of the school.

D. All extensions, renewals, and early termination of leaves of absence shall be applied for and granted in writing.

E. All benefits to which the Administrator was entitled at the time the leave began, including unused accumulated sick leave, shall be restored to him/her upon his/her return.

F. The Board will make every effort to offer the Administrator a comparable position upon return from an unpaid leave of absence. The Board retains the right, however, to assign such Administrator to any position within the Administrator’s certification in the best interests of the school district.

ARTICLE VI
PROFESSIONAL DEVELOPMENT

The Board encourages the continuing professional growth of its Administrators and in its encouragement, the Board permits release time to attend seminars, conferences, and workshop sessions which relate to the professional role of the Administrator in the school district.

A. All requests for professional development will be made in writing to the Superintendent.
For those Administrators who do not report directly to the Superintendent, the request will be made through the principal or immediate supervisor to the Superintendent.

B. 1. Any Administrator with seven (7) years experience in district Administration may apply for up to a one (1) month leave of absence with pay for such professional purposes as
research, authoring an article, etc. The granting of this extended leave will be limited to no more than two (2) Administrators per school year totaling no more than two (2) non-contiguous leaves per school year.

2. Application for request for this type of leave with pay shall be made to the Superintendent at least two (2) months prior to the date of leave. Application shall include description of professional activity, length of leave applied for, and the expense, if any, which the Administrator requests the Board to assume.

3. Recommendation to the Board for a leave of absence with pay for professional development shall be made by the Superintendent in his/her sole discretion. Final approval or denial of the application will be made by the Board in its sole discretion. The action of the Superintendent and/or the Board in granting or denying the leave shall not be subject to review under the grievance procedure.
ARTICLE VII
PERSONAL LEAVE

Personal leave with pay may be granted to Administrators to attend to matters of a personal nature which cannot be dealt with at other times, provided the granting or denial of such leave will be within the sole discretion of the Superintendent. Requests for such leave must be made in advance whenever possible.
ARTICLE VIII
INSURANCE PROTECTION

A. The Board will provide health care insurance coverage for each member that is identical to the coverage provided to the Montgomery Township Education Association. The Board may substitute or replace this coverage with a substantially equal plan.

B. The Board will provide a Prescription Drug Plan to each member that is identical to the coverage provided to the Montgomery Township Education Association. The Board may substitute or replace this coverage with a substantially equal plan.


C. The Board will provide a Dental Plan to each member that is identical to the coverage provided to the Montgomery Township Education Association. The Board may substitute or replace this coverage with a substantially equal plan.


D. The Board will institute a rider to its present insurance program in order to provide Administrators with coverage for personal property lost in the School District to a maximum of $500 per loss per incident and a maximum of $5,000 for any combined loss.

E. During a leave of absence without pay pursuant to Article V of this Agreement, the Administrator shall have the opportunity to remain in all the insurance plans through the payment of the appropriate premiums to the Business Office.

F. The Board will provide and pay for a salary-payer plan which pays, during disability, from the 60th
day (i.e., a 60-day wait period) to age 65 a maximum benefit rate of 60% of the Administrator’s monthly gross wage not to exceed a benefit amount of $2,100 per month.
    G. The Board will provide reimbursement to each member for the annual deduction for contributory insurance. Such payment shall be made on June 30th of each year.

    H. Any administrator may choose to waive his or her medical and dental benefit coverage
    on an annual basis and receive a monetary sum in lieu of benefits. An annual reimbursement of $3,500 will be issued to individuals opting to waive full family benefit coverage (medical & dental) and $2,000 for waiver of single coverage (medical & dental).
    ARTICLE IX
    VACATIONS AND HOLIDAYS

    A. All administrators employed on a twelve month basis shall be entitled to twenty (20)
    vacation days annually. The annual allotment of vacation days will be prorated for any 12 month administrator employed for less than the full school year (July through June). The maximum allowance of accumulated vacation days per administrator shall be forty-five (45) in year 1; thirty-five (35) in year 2; and thirty (30) in year 3 of this agreement. The maximum allowance of accumulated vacation days for new administrators hired after 6/30/05 shall be twenty (20) days.
    B. Vacation time shall be scheduled by the Superintendent during the months of July or August after consultation with the APSMT. Vacation days may be taken during such time as school is in session only with the express prior written permission of the Superintendent.

    C. All Administrators covered under this agreement shall be scheduled off on all district holidays listed as “school closed” days on the district’s official calendar.

    D. All Administrators serving under ten (10)-month contracts shall follow the school calendar adopted by the Board provided, however, that the foregoing shall not be construed as intending to terminate the work year of such ten (10)-month Administrators prior to June 30th.




    ARTICLE X
    ANNUAL PHYSICAL

    Each Administrator will receive reimbursement for an annual physical exam up to a maximum of $350.00. Administrators shall submit the report of the physical examinations to the Superintendent who reserves the right to request additional information or clarification of the condition of the Administrator so long as that request pertains to the ability of the Administrator to perform the job to which he/she is assigned.
    ARTICLE Xl
    SALARIES

    A. Administrators shall be paid according to a merit based payment plan consisting of three levels. The Superintendent shall approve the final annual evaluation rating for all Administrators covered under this agreement and his/her determination shall be final and not subject to the grievance process. The final annual evaluation rating shall be based upon the administrator’s job performance throughout the year. Administrators shall be eligible to receive annual salary increases subject to the following ranges:

    Final Evaluation Rating2005-062006-07 & 2007-08
    Meets Expectations3.0 – 3.5%3.0 – 3.9%
    Exceeds Expectation3.6 – 4.9%4.0 – 4.9%
    Outstanding 5.0 – 5.5%5.0 – 6.0%
        A committee of administrators will review the merit evaluation form and present any change recommendations to the Superintendent by 8/15/05. Once approved by the Superintendent, the revised evaluation form shall remain in effect for the duration of this agreement.


    B. Administrators employed on a twelve (12) month basis shall be paid in twenty-four (24) equal semi-monthly installments. Administrators employed on a ten (10) month basis may elect to be paid on a ten (10) month basis (twenty (20) equal semi-monthly installments) or twelve (12) month basis. When a payday falls on or during a holiday, vacation or weekend, Administrators shall receive their paychecks on the last previous working day. Whenever practicable, Administrators shall be notified of their contract and salary status for the ensuing year no later than April 15, or ten (10) school days after ratification of the Contract, whichever is later.


    C. Each Administrator is entitled to a maximum of (1%) one per cent of his/her salary for the purpose of membership dues to professional organizations. No additional annual payments will be made under this benefit.

    D. Administrators employed under twelve month contracts are eligible to participate in the Board paid tax sheltered annuity allowance. The Board will contribute into a tax sheltered annuity of the Administrator’s choice from a master list of approved companies established by the Board. Such contributions will be made on a monthly basis and Administrator’s may supplement additional contributions into a tax sheltered annuity plan. The Board paid tax sheltered annuity contribution amount shall be $3,500 per year for each eligible member for the duration of this contract. The Board agrees to provide eligible Administrators with the opportunity for U.S. Savings Bonds purchase through payroll deduction.



    ARTICLE XII
                GRADUATE CREDIT TUITION REIMBURSEMENT

    Each Administrator pursuing graduate study shall be entitled to full or partial reimbursement for all or part of the cost of accredited courses under the following conditions:

    a) Application must be made to the Superintendent in advance of enrollment for each course and each course must be approved for reimbursement by the Superintendent prior to such enrollment. The decision of the Superintendent shall be final and will not be subject to the grievance procedure.

    b) Reimbursement is limited to courses for which a passing grade has been earned, as determined by an official transcript.

    c) Each Administrator is entitled to six (6) credit hours per school year. He/she may take up to an additional 6 credit hours with the understanding that said Administrator will remain in district for six (6) months for credit hours 7-9; for twelve (12) months for credit hours 10-12. If said Administrator should leave prior to meeting his/her commitment, he/she shall reimburse the Board for those credits beyond those to which he/she is entitled.

    d) All courses must be taken at an accredited college or university, as recognized by the New Jersey State Department of Education.

    e) In order to receive reimbursement, the Administrator must be in the employ of the District at the time the reimbursement is to be made and must present a receipt of payment from the college or university, together with an official transcript and claim form. An Administrator who wishes to be reimbursed for graduate credits taken during the spring or summer term of any given year must have been granted and accepted an employment contract for the following year.

    f) The reimbursement rate for courses taken at other than New Jersey State Colleges/Universities is established at the average of the highest and lowest New Jersey State College/University graduate course rate at the time the application is submitted.

    g) Tuition charges for courses taken at New Jersey State Colleges/Universities will be reimbursed at the actual tuition rate.

    h) Payment for courses will be made within ten (10) days after the Board’s regular business meeting where documentation is reviewed, provided documentation is received by the Superintendent no less than fifteen (15) working days prior to the regular business meeting. The above reference to fifteen (15) working days means working days for the Administrative Offices.

    ARTICLE XIII
    EVALUATION AND TENURE

    A. Both parties agree that the annual Administrator appraisals shall reflect an assessment of the Administrator’s performance of the duties reflected in the job description as well as the Administrator’s accomplishment of the annual job targets mutually established by the Administrator and the Superintendent. Non-attainment of the job description performance responsibilities or annual job targets may result in the Administrator’s loss of an annual salary increase in one year and may result, over the course of two successive years, in a recommendation for dismissal. Nothing hereinstated abridges the Board’s right to not renew the contract of any non-tenured Administrator prior to that Administrator having attained tenure per ~ 18A:28-5.


    B. No later than April 30, the Board shall give to each non-tenured Administrator, continuously employed since the preceding September 30th, either:

    (1) a written offer of a contract for employment for the next succeeding year providing for usual termination clause on notice and at such salary and benefits as may be agreed upon between the Board and the APSMT and, if the non-tenure Administrator desires to accept such employment he/she shall notify the Board of such acceptance in writing within ten (10) school days after receipt of such an offer; or
    (2) a written notice that such employment will not be offered.

    C. Any non-tenured Administrator who receives a notice of non-employment may within five (5) days thereafter request in writing a statement of reasons for such non-employment from the Superintendent, which statement shall be given to the Administrator in writing within five (5) days after receipt of such request.

    D. Any non-tenured Administrator who has received such notice of non-employment and statement of reasons shall be entitled to an informal appearance before the Board, provided a written request for hearing is received in the office of the Secretary of the Board within five (5) days after receipt by the Administrator of the statement of reasons.

    E. Wherever practicable, the informal appearance shall be scheduled and the Board’s determination rendered no later than May 30. The Board’s determination shall not be subject to appeal through the grievance procedure.

    ARTICLE XIV

    MISCELLANEOUS

    A. Where an Administrator is required to use his/her automobile in the performance of his/her duties, he/she shall be reimbursed at the current I.R.S. rate for the duration of the contract.
      B. The Administrator shall have the opportunity to review all future Montgomery Township Education Association-Montgomery Township Board of Education contracts prior to ratification thereof.


      C. If any provision of this Agreement or any application of this Agreement to any Administrator or group of Administrators is held to be contrary to law, then such provision or application shall not be deemed valid and subsisting, except to the extent permitted by law, but all other provisions or application shall continue in full force and effect.

      D. Any individual contract between the Board and an individual Administrator heretofore or hereafter executed shall be subject to and consistent with the terms and conditions of this Agreement. If any individual contract contains language inconsistent with this Agreement, then this Agreement, during its duration, shall be controlling.

      E. This Agreement incorporates the entire understanding of the parties on all matters which were or could have been the subject of negotiation. During the term of this Agreement neither party shall be required to negotiate with respect to any such matter whether or not covered by this Agreement and whether or not within the knowledge or contemplation of either or both of the parties at the time they negotiated or executed this Agreement, except as otherwise provided by N.J.S.A. 34:13A-5.3.

      F. Whenever any notice is required to be given by either of the parties to this Agreement to the other, pursuant to the provisions of this Agreement, either party shall do so by written notice to the following addresses:

      1. If by APSMT, to The Board of Education of the Township of Montgomery, 1014 Route 601, Skillman, New Jersey 08558.

      2. If by Board, to Association of Principals and Supervisors of Montgomery Township, The President thereof, at his/her home address.

      G. Contract terms for ten (10) month Department Supervisors shall include the following:
          1. The work year for the Department Supervisor shall be ten months and twenty days. The Supervisor will be compensated at his/her per diem rate for the twenty work days to be performed over the months of July and August. Additional work days may be scheduled with the express written approval of the Superintendent.
          2. The work day for the Department Supervisor may include up to three student contact periods per day.

      H. Administrators will be reimbursed for up to $15 per day for the cost of a meal (dinner only) when their presence is required to attend a school sponsored function in the evening.
      ARTICLE XV
      DURATION OF AGREEMENT

      A. This Agreement shall be effective as of July 1, 2005, and shall continue in effect until June 30, 2008. This Agreement shall not be extended orally and it is expressly understood that it shall expire on the date indicated, unless it is extended in writing signed by both parties.

      B. IN WITNESS WHEREOF, the parties hereto have caused this Agreement to be signed by their respective Presidents, attested to by their respective Secretaries, and their corporate seals to be placed hereon, all on the day and year first above written.


      ASSOCIATION OF BOARD OF EDUCATION OF
      PRINCIPALS AND SUPERVISORS MONTGOMERY TOWNSHIP




      ________________________ _______________________________
      President President



      ATTEST: ATTEST:


      _______________________ _______________________________
      Secretary Secretary


      _____________________ _____________________________
      Date Date








      Montgomery Tp BE and Montgomery Tp Prin Supv Assn 2005.pdf