20 Hours and Overtime..... . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .25
21 Vacation, Holidays, and Snow Days .......... . . . . .. . . . . . . . . . . . . . . . . . . . . . . .. . 25
22 Termination/Suspension/Just Cause ........ . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 27
23 Miscellaneous ........ . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .28
24 Salary Provisions for Custodial/Maintenance Personnel.........................29

25 Hours, Overtime and Layoff/Recall Rights ... . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .30 26 Just Cause .... . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .. . .31 27 Employee Equipment & Miscellaneous

. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 32

28 Teacher Employment & School Calendar . . . . . . . . . . . . . . . . . . . . .. . . . . . . . . . . . . . . 33 29 Teacher Assignment and Evaluation ... . . . . . . . . . . . . . . . . . . . . . . . . . . . . .. . . . . . . . 34 30 Non-Teaching Duties.... . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 37 31 Sabbatical Leave .... . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .. . . . ..38 32 Instructional Council .... . . . . . . . . . . . . . . . . . . . . . . . . .. . . . . . . . . . . . . . . . . . . . . . . .41 33 Maintenance of Classroom Control and Discipline... . . . . . . . . . . . . . . . . . . . . .. . . . . 42 34 Salary Provisions for Teachers . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 42

APPENDIXES

Appendix A: Secretarial Salary Guides 2005-2008. . . . . . . . . . . . . . . . . . . . . . . . . . .. . . . . . . .

45 Appendix B: Maintenance and Custodial Salary Guides 2005-2008. . . . . . . . . . . . . . . . . .. . . 47 Appendix C: Paraprofessional, Transportation and Cafeteria Personnel

Wage Rates 2005-2008. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 48 Appendix D: Teacher Salary Guides 2005-2008. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 49 Appendix E: Part-time/Hourly Teachers’ Wage Rates 2005-2008. . . . . . . . . . . . . . . . . . . . . 53 Appendix F: Extra-Curricular/Supplemental Salaries 2005-2008. . . . . . . . . . . . . . . . . . . . . . 54 Appendix G: Supplemental Salaries 2005-2008 ....................................59

ii 326506v7/GKV

Certificated
Custodial
Maintenance
Cafeteria
Paraprofessionals
Secretarial
Transportation

personnel of the North Plainfield Board of Education, but excluding;

C. Administration or administrator when used hereafter in this Agreement refers to the Superintendent of Schools, Assistant Superintendent of Schools, Business Administrator, Director of Operations and all professional employees represented by the NPAEAS.

In accordance with PERC rules, the Board agrees to commence negotiations with the Association on a mutually agreeable date over a Successor Agreement in accordance with the procedures set forth herein in good-faith effort on both sides to reach continuing Agreement on salaries and other terms and conditions of employment. The Association and the Board agree to a simultaneous exchange of proposals for the Successor Agreement. Any Agreement so negotiated shall apply to all members of the negotiating unit and shall be reduced to writing and signed by all the parties after ratification.
Whenever members of the bargaining unit are mutually scheduled by the parties hereto to participate during working hours in conferences, meetings or in negotiations respecting the collective bargaining Agreement, they will suffer no loss in pay.

B. Modification

This Agreement shall not be modified in whole or in part by the parties except by mutual Agreement.

A "grievance" shall mean a claim or allegation by an employee or the Association that there has been a personal loss or injury because of a violation, a misinterpretation, or an inequitable application of this Agreement.

When an employee is not represented by the Association in the processing of a grievance, the Association shall have the right at the time of the submission of the grievance to the Superintendent or at any later level:

Failure at any step of the following procedure to communicate the decision on a grievance within the specified time limits shall permit the aggrieved employee to proceed to the next step.
Failure at any step of the following 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.
It is understood that employees 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 has been fully determined.
4. A grievance may be initiated and pursued by the aggrieved employees and/or the Association herein referred to as the "employee" or "grievant". A grievance shall commence with an informal discussion, at the step at which its remedy can reasonably be sought from the administrator with whom the grievance originates. This discussion shall take place within thirty (30) calendar days of the occurrence, knowledge, or impact on the employee which prompts the grievance. If the employee is not satisfied with the results of the informal discussion, the grievance shall be stated in writing and shall be submitted at this step within five (5) working days of the informal discussion. The formal written grievance shall specify
a. The nature of the grievance.
b. The nature and extent of the loss or injury.
c. The results of previous discussions/decisions.
d. The remedy sought by the grievant.
Step 1

The employee shall present the grievance to the immediate supervisor as designated below:

Teacher Department Supervisor or Principal Child Study Team Director of Special Services Paraprofessional or Building Secretary Principal or Supervisor Custodian Principal or Director of Operations Maintenance, Grounds, Cafeteria, or Transportation Worker Director of Operations Central Office Secretary Business Administrator

The immediate supervisor shall respond in writing within five (5) working days of receipt of a formal grievance.

In the event that the grievance is not resolved at Step 1 to the satisfaction of the aggrieved employee, the employee shall present the grievance to the Assistant Superintendent who shall respond, or have a designee respond, in writing within five (5) working days of receipt of a formal grievance.

In the event that the grievance is not resolved at previous steps to the satisfaction of the aggrieved employee, the employee may request in writing through the Superintendent a hearing with the Board of Education. Within thirty (30) calendar days of receipt of the request, the Board, at its option, may hold a hearing with the employee and render its decision in writing within five (5) calendar days of the hearing. Should the Board choose to deny the request for a hearing, it shall communicate its response to the formal grievance in writing within the allotted thirty (30) calendar days. Beyond this step a grievance shall not be processed if it applies to:

If the decision of the Board of Education does not resolve the grievance to the satisfaction of the employee, and the employee wishes review by a third party, he shall refer the grievance to the Association. Within ten (10) working days of receipt of the Board's decision by the employee, the Association may request arbitration of the grievance by notifying the Board through the Superintendent. The following procedure shall be used to secure the services of an arbitrator:

a. The Association shall request that the American Arbitration Association submit a roster of persons fully qualified to function as arbitrators of the grievance in question. Thereafter, the parties shall be bound by the rules of the AAA.

b. The arbitrator shall be limited to the issue submitted and shall consider nothing else. The arbitrator shall add nothing to, nor subtract anything from, the Agreement between the parties or from any policy of the Board of Education. The recommendations of the arbitrator shall be binding within thirty (30) calendar days of the completion of the arbitrator's hearings; copies of the arbitrator's finding and recommendations shall be given to the Board and to the aggrieved and his/her representatives only.

B. The Association recognizes the Board's right to manage the school system and to do so by, among other things, assigning work tasks and work stations to members of the Association, and by regulating and evaluating their performance in accordance with the rules and regulations made by the Board to carry out the Board's managerial function and responsibilities.

C. Any employee who is required to appear for a formal hearing before the Board of Education shall receive prior written notice of the reasons for said hearing and be advised of the right to be accompanied by a representative of his choice.

D. Any items of public record on file in the office of the Secretary of the Board of Education shall be available for examination by any bona fide representative designated by the President of the Association.

E. The Association shall enjoy the same privileges regarding use of building and equipment therein as presently provided and consistent with Board policy.

The Association shall select a Liaison Committee consisting of the Association President, Vice-Presidents and at least one representative from the following buildings: East End, West End, Somerset, Stony Brook and one (1) representative each from the High School and the Middle School. The Board Committee shall consist of the Superintendent, Assistant Superintendent, two (2) Board representatives, and two (2) administrators.
The Liaison committee shall meet once a month during the effective period of this contract to discuss and review district wide issues excluding grievances. Board/Staff meetings will continue to be scheduled once a month but may be canceled if there are no issues to review or discuss.
The Association President (or designee) and the Superintendent (or designee) shall develop a mutually agreeable agenda for each meeting. The agenda shall be received by committee members at least three (3) school days prior to the meeting.

B. Building Liaison

1. The Association shall select a Liaison Committee for each of the following building units:

2. The committee shall consist of not more than one (1) member for every twenty (20) staff members in each building unit but shall in no event have fewer than three (3) members. For the duration of the school year, the committee shall meet with the principal once a month. Primary responsibility to call meetings shall rest with the Association. The meeting agenda shall be mutually developed by the Association Building Representative and the Principal prior to the meeting. The committee shall review and discuss issues related to that building. No building practices shall be adopted in any unit without the approval of the Superintendent of Schools.

B.

1. All persons holding any office, position or employment for the North Plainfield
Board of Education, who are steadily employed under contract, or who are protected by tenure in their office or position of employment shall be allowed sick leave days as follows:
10 month-employees - 11 days
12 month employees - 13 days.

2. Employees who do not work the same number of hours each day shall be paid the average of the number of hours worked per day when absent on paid sick leave.

D. A physician's certificate attesting to the illness or physical disability of an employee may be required in cases where absence for reasons of sickness exceeds three (3) days. The three
(3) day requirement may be waived in cases of suspected abuse.

E. Notification of accumulated sick leave as of the first day of any school year shall be given by September 30th of that year.

F. 1. Members of morning custodial and maintenance crews must notify the Director of Operations of their absence no later than seven o'clock a.m. All others are expected to notify the Director of Operations at least one hour prior to the beginning of their shift except for unforeseen emergencies.

Teaching staff members must notify either the substitute service or their immediate supervisor prior to 5:30 a.m. if planning to be absent except in cases of emergency when the teacher shall give notice as soon as possible. When calling the substitute service, teaching staff members shall advise as to assignment, length of absence, and when expected to return to work.
All employees must complete and submit attendance cards to the appropriate individual immediately upon return to work.

Absence as the result of a court order or if the employee is required by law to attend a legal proceeding related to their employment, except when the employee has filed legal action against the District.
In the case of death of an immediate family member (spouse, parent, step-parent, adult residing with employee in a spousal-like relationship, long term member of immediate household, child, grandchild, sibling, or parent-in-law) up to five (5) working days of bereavement leave shall be granted immediately following the death provided there are no more than three (3) consecutive scheduled holidays or vacation days for the employee during the bereavement period. “Long Term” for purposes of this paragraph is defined as one year or greater.

In the case of the death of the employee’s grandparent, three (3) days of bereavement leave shall be granted.

In the case of the death of any other family member, not listed above, one (1) day of bereavement leave shall be granted.

5. Jury Duty

B. A tenured employee may be granted a leave of absence for a period not in excess of two (2) years:

To join the Peace Corps, VISTA, National Teachers' Corps., or similar program as a full-time participant.
To serve as an exchange or overseas teacher as a full-time -participant. Such leave shall be with accumulation of credit on the salary guide but without pay.

An employee who anticipates a period of disability shall notify the Superintendent in writing at least sixty (60) days prior to the commencement of a disability leave. In the case of maternity related disability, the employee shall notify the Superintendent of the anticipated date of delivery. The employee shall be entitled to use accumulated sick leave during the period of disability. In the case of an emergency the employee shall notify the Superintendent in writing as soon as possible.
Should the Administration determine that an employee is unable to fulfill the requirements of his/her position due to disability, the Board may commence the disability leave at an earlier date. This additional leave time required by the Board shall be with pay and all benefits. This additional leave time shall not reduce the employee’s accumulated sick leave.

D. Child Care

An employee shall be entitled to an unpaid leave of absence for reasons of child care. An employee seeking such leave shall file written notice with the Superintendent not less than sixty (60) days prior to the commencement of the leave. Such leave shall commence on the first day following the end of the disability period.
An employee who adopts an infant shall be entitled to an unpaid leave of absence for reasons of child care. An employee seeking such leave shall file written notice with the Superintendent not less than sixty (60) days prior to the commencement of the leave. The leave shall commence upon receipt of de facto custody of the child or earlier, if necessary, to fulfill the requirements for adoption.
A child care leave shall be for the balance of the school year in which it commences, and at the option of the employee, shall be for half or all of the following year.
An employee returning from child care leave must return at the beginning of the school year or at the mid-year break, within two (2) years of the commencement of the leave. If the employee elects to continue the leave into that period beyond the year in which the leave commenced, he/she must notify the Superintendent accordingly, in writing, by April 1st for a September 1st return or by October 1st for a February 1st return. Such leave shall be without accumulation of credit on the salary guide, without pay, and without health benefits except as provided for by Statutory and Federal Family Leave Acts. Any leave, other than maternity disability or Statutory and Federal Family Leave Act leave, shall not count towards the accrual of tenure.
An employee may opt for the benefits of the State and Federal Family Leave Acts to run concurrent with contractual child care leave. Any leave, other than maternity disability or State and Federal Family Leave Act leave, shall not count towards the accrual of tenure.
Extensions or other adjustments to the duration of a leave for child care must be requested in writing and shall be granted at the full discretion of the Board of Education.
An employee on an unpaid leave of absence shall not be eligible to either receive or accrue benefits except as statutorily required. The employee may continue health insurance coverage at the employee’s expense, in accordance with the rules of COBRA.
To be eligible for a salary increment and credit toward longevity payments and sabbaticals, a ten (10) month employee must work at least five (5) months in the school year and a twelve (12) month employee must work at least six (6) months in the fiscal year (July 1 to June 30) in which the leave commences or terminates.

F. All applications for leaves, extensions or renewals thereof must be made and granted in writing.

G. A tenured employee upon the resumption of employment shall have restored all benefits to which he/she was entitled prior to his/her leave of absence.

H. At the conclusion of a leave granted pursuant to Sections A, B, C, D or E employees shall, upon return to work, be placed on a step on the salary guide that reflects their years of service completed prior to the start of the leave of absence.

B. The Association agrees to indemnify and hold harmless the Board from any causes of action, claims, loss or damages incurred as a result of this clause. Attorneys' fees shall be mutually agreeable.

C. Any employee in the bargaining unit on the effective date of this Agreement who does not join the Association within thirty (30) days of initial employment within the unit and any employee previously employed within the unit who does not join within ten (10) days of re­entry into employment within the unit shall as a condition of employment pay a representation fee to the Association by automatic payroll deduction.

E. For the purposes of this provision, employees who are reappointed from year to year shall be considered to be in continued employment.

F. The Association shall establish and maintain at all times a demand and return system as provided by N.J.S.A. 34:13A-5.4 (2) (d) and (3) (L.1979, c.417), and membership in the Association shall be available to all employees in the unit on an equal basis at all times. In the event the Association fails to maintain such a system or if membership is not so available, the Board shall immediately cease making said deductions.

G. On or about the last day of each month, beginning with the month this Agreement becomes effective, the Board will submit to the Association President, a list of all employees who began their employment in bargaining unit positions during the preceding thirty (30) day period. The list will include names, job titles and dates of employment for all such employees.

B. Twelve-month employees must be paid for at least six months and ten month employees must be paid for at least five months of a school year to be eligible for an increment.

The employee must also file a retirement application through the TPAF or PERS prior to retirement. Payment of the retirement allowance will be received within 30 days of retirement.

Failure to submit notice of retirement as defined above, will delay payment of the retirement allowance until July 15 of the following school year.

Post all vacancies that occur in positions that are covered by this contract and/or promotional positions.
A notice of positions shall be posted in each school as far in advance as practicable, ordinarily at least five (5) days before the final date when applications must be submitted. A copy of said notice shall be given to the Association President at the time of posting.
No later than June first of each school year, the Superintendent shall post in all school buildings a list of the known vacancies expected to occur during the following year.
When school is not in session, the Association President shall be sent notification of vacancies occurring as defined above.

B. Filling Vacancies

When vacancies are posted, the qualifications for the position shall be clearly set forth. Employees shall submit applications for such vacancies to the Superintendent or his/her designee.
Vacancies will not be filled on a permanent basis until posted as above, except vacancies in teaching positions occurring during the school year.
Extra and co-curricular positions will be posted district wide, and all employees shall

be eligible to apply for said positions.

B. The Board agrees to pay seventy-five percent (75%) of the cost per credit hour of the New Jersey State colleges and university for graduate courses approved by the Superintendent. Each teacher may be reimbursed for up to eighteen (18) semester hours per year. Reimbursement shall be for courses directly related to the teacher's subject area assignment, present or probable assignment, and/or required in order to obtain the certificate/degree appropriate to the aforementioned conditions.

C. The Board agrees to pay seventy-five percent (75%) of the cost per credit hour of the New Jersey State colleges and university/ seminar/workshop for courses approved by the Superintendent. Reimbursement shall be on courses directly related to the employee's present or probable assignment.

D. The form requesting reimbursement must be submitted to the Superintendent within sixty
(60) days of course completion.

E. The forms with respect to “Application for Advance Approval of Courses” and “Application for Reimbursement” are annexed to the contract. (See forms annexed hereto).

B. If any provisions of this Agreement or any application of this Agreement to any employee or group of employees is held to be contrary to law, such provision or application shall not be deemed valid and subsisting except to the extent permitted by law. All other provisions or applications shall continue in full force and effect.

C. Any individual contract between the Board of Education and an individual employee, heretofore or hereafter executed, shall be subject to and consistent with the terms and conditions of this Agreement. If an individual contract contains any language inconsistent with the Agreement, this Agreement shall be controlling.

E. The parties acknowledge that during the negotiations which resulted in this Agreement each had the unlimited right and opportunity to make demands and proposals with respect to any subject or matter not removed by law from the area of collective bargaining, and that the understandings and agreements arrived at by the parties after the exercise of that right and opportunity are set forth in this Agreement. Therefore, the Board and the Association for the life of this Agreement each voluntarily and unqualifiedly waive the right, and each agrees that the other shall not be obligated to bargain collectively with respect to any subject or matter not specifically referred to or covered in this Agreement, even though such subjects or matters may not have been within the knowledge or contemplation of either or both parties at the time that they negotiated or signed this Agreement.

F. Copies of this Agreement shall be reproduced within thirty (30) days after the Agreement is signed. Copies shall be presented to all employees now employed or hereafter employed by the Board. The Board and Association agree to pro rate expenses of printing copies of the Agreement.

G. Whenever any notice is required to be given by either party to this Agreement to the other, pursuant to the provisions of this Agreement, such party shall do so in writing at one of the following addresses:

1. If by the Association, to:
The Board of Education
Watchung School
North Plainfield, New Jersey 07060

If by the Board, to:

President
North Plainfield Education Association
_____________________________School
North Plainfield, New Jersey 07060

I. The Association agrees to respond in writing to correspondence from the Board of Education within twenty (20) school days.

This Agreement shall not be extended orally, and it is expressly understood that it shall expire on the date indicated unless extended by mutual Agreement.

IN WITNESS WHEREOF the parties hereto have caused this Agreement to be signed by their respective presidents, attested to by their respective secretaries, all on the day and year first written above.

NORTH PLAINFIELD NORTH PLAINFIELD EDUCATION ASSOCIATION BOARD OF EDUCATION

President President

Secretary Secretary

Negotiations Chair Negotiations Chair

Subject: Reimbursement for Courses

In order to encourage members of the professional staff to take courses which will improve their effectiveness and their value to the school system, the Board of Education will pay tuition charges and necessary fees for graduate courses, subject to the following limitations:

I. The courses must be directly related to the teacher’s subject area assignment in the North Plainfield Public Schools.

II. All courses must be approved in advance by the administration (Attachment B).

III. The only costs for which the Board will be partly responsible are tuition, registration fees, and laboratory fees. The Board will not pay for textbooks, reference books, transportation charges, or parking fees.

IV. The Board will not pay fees directly, but it will reimburse teachers for seventy-five (75%) percent of the cost per credit hour of the New Jersey State colleges and university of graduate courses approved by the Superintendent up to eighteen (18) semester hours per year. Reimbursement for the cost of approved courses taken during an academic year or in a summer session will be made as follows:
A. Any reimbursement to a staff member who has taken approved graduate courses during the spring and summer shall be paid as soon as feasible in the fall, provided that the person is a member of the staff of North Plainfield Public Schools at the time of reimbursement.
B. Any reimbursement to a staff member who has taken approved courses during the fall semester shall be paid in February or March, or as soon as it is feasible.
V. No reimbursement will be made for courses which are required by the State Department of Education for certification.

VI. The Board will not reimburse the teacher for the cost of more than six semester hours in any given semester; for more than nine (9) semester hours in any summer session; or for more than eighteen (18) semester hours taken between July first of one year and June thirtieth of the following year.

VII. No reimbursement will be made for the cost of courses taken during the employee’s first semester in the North Plainfield Public Schools.

VIII. There will be no reimbursement unless the employee receives a mark of at least “C” or equivalent; the administration will determine the equivalence of marks.

IX. A teacher who expects to be reimbursed for a course must submit his/her application on the form prescribed by the administration. Reimbursement will not be made until the employee submits a receipted bill and the official transcript covering the courses taken. Applications may be obtained from the principal or from the Superintendent. (Attachment B).

I hereby apply for advance approval of the following courses and request the Board of Education reimburse me for seventy-five (75%) percent of the cost per credit hour of the New Jersey State colleges and university of graduate courses which I expect to take.

UNIVERSITY START & TOTAL or COLLEGE SEMESTER END DATES AMOUNT

Teacher’s Signature Date

Attachment B

B. Summer work hours shall be in effect from the Monday after school closes through the third week in August and shall consist of thirty-two and one-half (32-1/2) hours per week excluding lunch periods.

C. In accordance with and to the extent required by New Jersey Statutes, required overtime above forty (40) hours per week shall be compensated at the rate of time and one-half (1-1/2) above the regular hourly rate. All overtime must have the advanced approval of the immediate supervisor.

D. Inclement Weather

When school is closed for a full day due to inclement weather secretaries shall not be required to work on that day. However, if school is opened at a later hour during the day, secretaries shall be required to report fifteen (15) minutes prior to the student arrival time. Such days shall be granted without loss of pay.

A. One-half (½) day for each full month for employees who have been with the Board for at least one (1) month and not more than eleven (11) months as of July 1.

B. Two (2) weeks annually for employees who have been with the Board for at least one (1) year and no more than five (5) years as of July 1.

C. Two (2) weeks plus one (1) day per year after five (5) years for employees who have been with the Board for at least five (5) years but less than ten (10) years July 1.

D. Three (3) weeks plus one (1) day per year for employees who have been with the Board for at least ten (10) years but less than fifteen (15) years July 1.

E. Four (4) weeks per year for employees who have been with the board fifteen (15) years or more July 1.
F. Vacations will not be approved during the last week of school nor during the week preceding

G. For vacations of two (2) days or less, secretaries shall provide notice of at least three (3) days prior to taking said vacation. For vacations of three (3) days or more, secretaries shall provide notice of fifteen (15) days prior to taking said vacation. All vacation requests must receive the prior approval of the Superintendent or designee. The notice requirements may be waived in the event of an emergency and at the discretion and with the approval of the Superintendent or designee.

H. Employees may carry forward up to a maximum of five (5) days of unused vacation time to the following year.

I. Secretary Evaluation:

All secretarial employees shall receive an annual written evaluation. The evaluation reflects the secretary’s total performance as an employee of the District. (See Attachment C annexed.)
All secretarial staff shall receive a copy of the annual evaluation prior to February 15 and meet with the appropriate administrative or supervisory staff member to review the annual evaluation.
3. a. The evaluation report (“evaluation”) shall be discussed at an evaluation conference (“conference”) between the evaluator and staff member.
b. The staff member shall be given a copy of the evaluation at least one day prior to the conference.
c. The purpose of the conference shall be to discuss the contents of the evaluation.
d. The evaluation may be modified by the evaluator, and must be finalized and signed by the staff member within ten (10) working days of the conference.
e. The staff member may submit a written response to the evaluation within ten
(10) working days of receipt of the final evaluation.
f. The written response will be attached to the evaluation in all file locations.
Every evaluation shall be signed by both the evaluator and the secretarial staff member evaluated. The secretarial staff member’s signature, however, shall not be interpreted as an assent to the contents signed. In no event shall anyone be asked to sign an incomplete evaluation.

month employees in accordance with the school calendar. Twelve-month employees will also receive Independence Day and Labor Day as paid holidays.

B. Employees who desire to transfer to an available position may file a written statement of such desire with the Superintendent. It is expressly understood that such determination resides solely with the Board.

C. All requests for promotion shall be made in writing to the Superintendent. All applications shall be submitted between February 1 and April 1 of each year. Secretaries filing such requests shall be advised in writing of the disposition by June 1 of each year. It is expressly understood that the Board retains the sole right of approval and/or rejection.

D. Five (5) working days notice of an involuntary transfer or reassignment shall be given to employees except in cases of emergency. In no case will an involuntary transfer be made without a prior meeting with the Superintendent.

Name____________________________________ School Year_______________________ Date_____________________________________ School Assignment_________________ Evaluator________________________________ Position__________________________

Professional Competencies

Evaluation Key: ME (Meets District Expectations); NA (Needs Attention); NO (Not Observed, Evaluated, or Assessed at this Time)

I.	Professional Responsibilities
Accomplishes assignment and duties accurately and completely.	ME___NA___NO___
Devotes time and energy effectively to the position.	ME___NA___NO___
Exercises good judgment and dependability in the performance of duties.	ME___NA___NO___
Meets deadlines and carries fair share of workload.	ME___NA___NO___
Possesses knowledge of job responsibilities and
district procedures/policies	ME___NA___NO___
Maintains all necessary records.	ME___NA___NO___
Demonstrates confidentiality related to school records
and other information.	ME___NA___NO___
Makes positive contributions to school and district.	ME___NA___NO___

II. Professional Knowledge and Relationships

Demonstrates knowledge and skills in matters pertaining to assignment. ME___NA___NO___ Engages in professional growth and improvement activities as requested. ME___NA___NO___ Fosters positive and respectful interactions with the following:
a. Students and Staff ME___NA___NO___
b. Parents and Community Members ME___NA___NO___ Works cooperatively to meet district/school/department objectives. ME___NA___NO___ Maintains an effective working relationship with administration and staff. ME___NA___NO___ Assumes additional secretarial responsibilities willingly when necessary. ME___NA___NO___

Items marked NA will include an explanation.

Attachment C to Part 2 Page 1 of 2

Date of Conference:____________________ Date of Report:______________________

X____________________________________ X__________________________________ Secretary’s Signature Principal/Supervisor’s Signature

B. Two (2) fifteen-minute break periods, one in each half of each shift, shall be permitted at times mutually agreed upon by the employee and his immediate superior.

C. Overtime at the rate of one-and-one-half (1-1/2) times the employee's regular hourly rate shall be paid for all authorized work performed in excess of forty (40) hours per week. Time granted for holidays, emergency leave, vacation, and sick leave shall be included in the forty-hour work week.

D. Overtime and double time shall be rounded to the nearest half-hour at the end of each pay period. Payment for overtime and double time shall be made on the fifteenth day of the month following the month in which the overtime and/or double time is worked. It is agreed that any emergency matters requiring an employee's attention beyond his regular hours stated above will be performed by him as part of his total job responsibility at the overtime rate and in keeping with the terms of the Agreement contained herein.

E. Custodians and/or maintenance men who are called back to work due to emergencies shall be guaranteed a minimum of two hours work. There shall be no overlapping of two hour time periods.

F. Holiday work shall conform to established time schedule and shall be paid at double time rate.

One-half (½) day for each full month for employees who have been with the Board for at least one (1) month and not more than eleven (11) months as of July 1.
2. Two (2) weeks annually for employees who have been with the Board for at least one
(1) year and no more than five (5) years as of July 1.
Two (2) weeks plus one (1) day per year after five (5) years for employees who have been with the Board for at least five (5) years but less than ten (10) years July 1.
Three (3) weeks plus one (1) day per year for employees who have been with the Board for at least ten (10) years but less than fifteen (15) years July 1.
Four (4) weeks per year for employees who have been with the board fifteen (15) years or more July 1.

C. Holidays

The Board will observe paid holidays for full time twelve-month and full time ten-month employees according to a list published by the Superintendent after the school calendar is adopted each year. Holidays shall include but not be limited to the following:
Independence Day
Labor Day
Election Day (when school is closed)
Thanksgiving Day and the day after
Winter Recess

(commencing with December 23 or 24 and ending with January 1, 2, 3 as
consistent with school calendar for the year)
Memorial Day
Martin Luther King Day

In addition to the foregoing, employees will receive three fixed holidays and two floating holidays. The floating holidays shall be scheduled at the request of the employee and with prior approval of the Superintendent or designee. No requests will be arbitrarily denied.

E. Snow Days

Custodial and Maintenance employees are required to report for duty on days which schools are closed due to snow and other climatic conditions. All snow work shall be assigned by the Director of Operations. Double time will be paid for snow removal only when schools are closed or when snow removal exceeds the forty (40) hour work week.

2. Furthermore, the Board or its representative reserves the right to terminate or to suspend an employee without pay upon evidence of just cause. Just cause shall include, but not be limited to, violation of Board regulations or terms of this Agreement, fighting, being under the influence of unprescribed intoxicating drugs or alcohol while on duty, smoking in unauthorized areas, failure to report for duty, insubordination, job-related immoral behavior, or conviction of criminal activities. In no case shall the period of suspension exceed thirty (30) days.

B. Employee transfers from one work location to another within the district may be made at the discretion of the Director of Operations. Notice of such transfer or reassignment shall be given to the employee five (5) working days before the transfer or reassignment. Emergency transfers shall be at the discretion of the Director of Operations.

C. Work Expectations

Employees will be expected to perform duties related to their basic work function and their personal skills as is deemed necessary by the Director of Operations or the Principal.

All employees, where applicable, shall be provided with the appropriate equipment necessary to do a high quality of work. The Board shall supply to each employee the following personal equipment:

B. No salary of a satisfactory employee shall be below the appropriate step on the guide.

C. For the purpose of determining years of experience for placement on the salary guide, service for six (6) full months or more as of July 1st constitutes one year.

D. Head custodians checking their respective school buildings on weekends and holidays are not entitled to any extra pay.

E. Custodians who are involuntarily transferred to the day shift will retain their shift differential until the next time a vacancy occurs on the second and third shift. Custodians involuntarily transferred shall be given first preference when vacancies occur. New hires (those hired after July 1, 1999) may be involuntarily transferred from the second shift to the day shift. In the event of such an involuntary transfer of a new hire, the new hire will lose the differential. Any involuntary transfer shall be done by inverse order of seniority. This shall not apply to temporary shift changes such as summer hours or substituting for a day shift employee.

F. Overtime shall be distributed by a continuous rotational seniority roster within the school building. The continuous rotational overtime roster within each building shall start with the most senior employee and proceed to each less senior employee on a continuous basis. The rotation will start again with the most senior and proceed accordingly. Any refusal of overtime shall be noted on the rotation schedule and said employee shall forfeit any right to reclaim said overtime. A refusal of overtime allows the rotation to continue and shall be noted on a conspicuously posted schedule in an area known to all employees.

Whenever a member of the paraprofessional, transportation, or cafeteria work force is called to work at a time that is not adjacent to his/her regular work hours, such personnel shall be guaranteed a minimum of two (2) hours of pay. Whenever a member of the paraprofessional, transportation or cafeteria work force is required to extend their regular work hours they shall be paid for the total hours worked.

Paraprofessionals required to work a full time schedule shall receive an unpaid thirty (30) minute duty free lunch and up to two (2) fifteen (15) minute breaks.

All paraprofessionals, transportation and cafeteria personnel shall be paid at the rate of one and one-half (1-1/2) times their normal hourly rate of pay for work in excess of forty (40) hours per week.

In the event of a district reduction in force, including reductions caused by the discontinuance of a facility or its location, the employees shall be laid off in the inverse order of seniority of the employees in the department involved, that is within the transportation and cafeteria classifications. Recall of such employees shall be made on the basis of his/her departmental seniority, i.e., last in/first out, etc.
In the event of a district reduction in force wherein a paraprofessional shall no longer be employed, paraprofessionals shall be laid off in the inverse order of seniority. Recall of paraprofessionals shall be in the order of last in first out. This shall not apply where there is a change in the number of hours in para­professional employment.

D. Subcontracting

In the event the food service is subcontracted without a requirement that all school cafeteria employees be employed by the contractor, each severed employee shall be granted recall rights for five (5) years, two (2) weeks severance pay, and implementation of the terminal leave provisions without regard to the years of service.

A seniority rotation roster for: 1) regularly assigned routes and 2) extra work. (Rotation to be on strictly seniority basis with refusals signifying a pass on the list). When all employees refuse a turn on the rotation roster the Board shall first seek qualified staff members from other classifications. In the absence of qualified staff members from other classifications the Board shall have the right to assign the next employee on the rotation roster to the extra work including summer work. Employees may not relinquish other work assignments to do transportation work unless directed to do so by the administration.

G. Transportation and cafeteria personnel shall receive Thanksgiving and Christmas as paid holidays.

H. Paraprofessionals shall receive Thanksgiving and Christmas as paid holidays.

I. All transportation personnel licenses and costs, both initial and renewal, shall be reimbursed by the Board.

J. The initial employment physical for paraprofessionals, transportation, and cafeteria employees, if required by the Board, shall be conducted by the Board's designated physician without cost to the employee. If the employee chooses to use a different physician other than the one selected by the Board, the employee shall bear the cost.

B. Cellular telephones will be provided to all transportation workers. Transportation workers will be held responsible for the telephones if they are damaged, stolen or lost due to transportation worker's negligence.

B. The secondary lunch break shall be at least thirty (30) minutes. All other lunch breaks to remain the same for elementary schools as in current practice:

The Somerset School lunch break shall be at least thirty (30) minutes.
The East End, Stony Brook, and West End lunch break shall be forty-five (45) minutes.
Effective July 1, 2005, new teachers shall be expected to attend five (5) days of seminars, workshops, orientation, and professional development prior to their first day of employment. Those teachers hired after the first day of school shall attend these five (5) days of seminars, workshops, orientation, and professional development prior to their second year of employment.
The Association Leadership will be given an opportunity to address the staff during the five (5) days.

The lunch break of all child-study team members based in Harrison School shall be one (1) hour in length.

C. The length of the in-school work day for teachers shall be in accordance with present practice.

At the secondary level, teachers shall arrive five (5) minutes before students report to school and shall leave fifteen (15) minutes after student dismissal.
At Somerset School, teachers shall arrive ten (10) minutes before students report to school and shall leave five (5) minutes after student dismissal.
At East End, Stony Brook, and West End schools, teachers shall arrive ten (10) minutes before students report to school, and shall leave twenty (20) minutes after student dismissal.
The work day of all child-study team members based in Harrison School shall be seven (7) hours and thirty (30) minutes.

B. The in-school work year shall include days when pupils are in attendance, orientation days, and any other days on which teacher attendance is required.

C. The Board and the Association agree to continue the present policy for drawing up the school calendar.

B. Staff Evaluation

1. Definitions
a. Observation:
A visitation to an assigned work station by a certified supervisor of the local school district for the purpose of formally collecting data on the performance of a teaching staff member’s assigned duties and responsibilities. Duration of the observation on a secondary level is one class period. Duration on an elementary school level is one complete subject lesson.
b. Evaluation:
A written evaluation prepared by the administrative or supervisory staff member who visits the work station for the purpose of observing a teaching staff member's performance of the instructional process.

c. Annual Evaluation:
A written evaluation of the staff member's total performance as an employee of the district board of education, including but not limited to:

a. All non-tenured staff shall be observed a minimum of three times pursuant to N.J.S.A. 18A:27-3.1. Following each observation the administrative or supervisory staff member who has made the observation shall present a written evaluation to the non-tenured teaching staff member within five (5) school days of the observation and conduct a conference pertaining to the evaluation within five (5) school days of issuing the evaluation.
All non-tenured staff shall receive a copy of the annual evaluation on or before April 10 and meet with the appropriate administrative or supervisory staff member to review the annual evaluation and develop the individual professional improvement plan on or before April 15.
b. Non-Tenured Observation/Evaluation Schedule
December 15 Complete observation/evaluation #1 February 15 Complete observation/evaluation #2 April 1 Complete observation/evaluation #3 April 15 Complete annual evaluation process.

a. All tenured staff shall be observed a minimum of one time pursuant to
N.J.S.A. 18A:27-3.1. Following each observation the administrative or supervisory staff member who has made the observation shall present a written evaluation to the tenured teaching staff member within ten (10) school days of the observation and conduct a conference pertaining to the observation within ten (10) school days of issuing the evaluation.

All tenured staff shall receive a copy of the annual evaluation prior to April 15 and meet with the appropriate administrative or supervisory staff member to review the annual evaluation and develop the individual professional improvement plan prior to May 15.
b. Tenured Observation/Evaluation Schedule

Collect money from students. However, a person initiating an event or project which involves the collecting of money shall be responsible for the collection procedures and the collection of moneys.
Deliver books to classrooms.
Use teacher's lunchtime for student supervision.

B. Elementary teachers shall be released from classroom duties when physical education, art, librarian, world language and music teachers are instructing their classes.

C. At all grade levels, whenever conferences with parents and Department of Pupil Services are required when classes are in session, they shall be conducted during preparation time.

D. At all grade levels, teachers shall remain in the building during their preparation period unless they have agreement from the building principal that they may leave during that time.

E. Any teacher who covers classes or a portion thereof for another staff member who is absent shall henceforth be paid at the per period rate equal to one-fifth (1/5th) of the per diem substitute's daily rate effective after the first event.

F. Teachers may be required to attend up to twenty (20) after-school meetings per year. Each meeting may be up to sixty (60) minutes duration. Teachers are to be advised at the beginning of the school year as to the tentative days on which meetings will, if scheduled, occur. In the event of an emergency, an additional meeting or meetings may be scheduled by the administration. District wide meetings shall begin ten (10) minutes after the latest teacher departure time. During their first year of employment teachers may be required to attend up to five (5) extra meetings.

G. In the event of a long term absence, if one teacher is assigned to cover one of the absent teacher's classes within his/her area of certification for the duration of the long term absence, the assigned teacher shall be paid $33.00 per period.

I. 1. One Session Days. Part time teachers who are contracted for a minimum of 50% of the day will be in attendance for the entire session.

Delayed Opening. Part time teachers who have classes canceled due to delayed opening will report to school at the delayed opening time and will proceed to teach those classes in session. All other part time teachers will report at their assigned time and will follow their regular teaching schedule.
In-service Days. Required attendance at in-service days will be pro-rated based on contracted time. Part time teachers who remain beyond their required time do so voluntarily and will not be reimbursed for the extra time.
District and Building Meetings. The required number of meetings will be prorated based on contracted time. Supervisors and principals, jointly, will determine which meetings the employee is to attend.

J. Teachers assigned to teach a sixth period shall not be paid for the sixth period after the fifth consecutive day of absence from work. Payment shall resume upon return to work.

A. Eligibility

A certificated full-time employee completing seven (7) or more years of continuous satisfactory service in North Plainfield Public Schools may, upon recommendation of the Superintendent, be granted a leave of absence for one (1) or two (2) semesters for:

The employee shall not be granted subsequent sabbatical leave until that person has reestablished eligibility by serving another seven (7) years of continuous satisfactory service.

No more than two (2) staff members shall be granted sabbatical leave during any school year.

Application for sabbatical leave shall be made on or before December 1 on a form prescribed by the Superintendent. Such form shall provide for an outline of the program or itinerary to be followed by the staff member during the period of the leave. The Superintendent shall notify the applicant in writing of the decision of the Board on or before February 15. If granted, such leave shall begin in the next school year on the first day of the semester or on February 1.

Any applicant favorably considered by the Superintendent may be required by the Board of Education to have a physical examination. The purpose of such an examination is to determine whether there is reasonable probability that the applicant will be physically able to return to service for the minimum period required.

As a condition to being granted leave, the employee shall enter into a contract (in terms to be mutually agreed upon) to continue in the employ of the North Plainfield Board of Education for a period of not less than two (2) years following the leave of absence.

Should an employee violate the terms specified above, he shall repay to the Board of Education a sum of money bearing the same ratio to the amount of salary received while on leave of absence that the unperformed part of the two (2) subsequent years of service bears to the full two (2) years. An employee may be released from such obligation if he is:

Contributions by the employee to the retirement fund shall continue as usual during the sabbatical leave period. Tenure rights shall not be impaired.

Serious accident or illness (established by evidence satisfactory to the Board) interrupting the program of study or itinerary being pursued by an employee shall not constitute a breach of the conditions of such leave. Neither shall it prejudice the employee against receiving all the rights and benefits provided for under the terms of sabbatical leave, provided that the Superintendent was notified of such accident or illness by registered letter within ten (10) days of its occurrence or as soon as feasible.

If the Superintendent is convinced that an employee on sabbatical leave is not fulfilling the purpose for which the leave of absence was granted, the Superintendent shall report this fact to the Board of Education. The Board after giving the employee an opportunity to be heard may terminate the leave of absence as of the date of its abuse. A sabbatical leave shall not be forfeited should the employee become the recipient of a grant or scholarship.

If an employee on sabbatical leave ascertains that she is pregnant, she shall immediately report this fact to the Superintendent. Sabbatical leave shall be transferred to maternity leave subject to the rules regulating maternity leave.

An employee who has been on sabbatical leave for the first semester shall notify the Superintendent on or before December 1 of the employee’s intention to return to duty the following semester. If leave has been granted for the second semester or the entire school year, the employee shall notify the Superintendent on or before April 1 of the employee’s intention to return to duty the following school year. Failure of an employee on leave to give such notification shall be interpreted as an indication that such employee does not wish to return to the North Plainfield School System.

Unless conditions have arisen that necessitate change in subject or building assignment, the employee who has complied with Section J above shall be reinstated in the position the employee held at the time the employee’s leave was granted. Reinstatement is further conditioned by submitting a written report to the Superintendent describing the significant activities engaged in while on sabbatical leave. If the leave is taken during the first semester, such report is due by March 30 of the following semester. If the leave is taken during the second semester or for the entire school year, the report is due by the following September
30.

The salary of an employee on sabbatical leave for a full year shall be fifty-five percent (55%) of the salary to which the employee is entitled if not on leave, minus the regular deductions

for Social Security, Income Tax, Teachers' Pension Fund and any other deduction required. The salary of an employee on sabbatical leave for one (1) semester shall be seventy-five percent (75%) of the half-year salary to which the employee is entitled if not on leave, minus the regular deductions listed above.

Salary shall be paid in accordance with the salary payment schedule of the North Plainfield School System.

The decision of the Board to grant or to refuse to grant a sabbatical leave shall be final. It shall not be subject to the grievance procedure.

Neither tuition nor costs of any professional growth activity undertaken during sabbatical leave will be reimbursed.

B. The Council shall consist of three (3) representatives appointed by the Superintendent and six (6) representatives appointed by the Association. Representatives of the Superintendent shall each have one (1) vote, and representatives of the Association shall each have one-half (½) vote in Council decisions.

C. The Council shall, at all times, represent the best professional interests and objectives identifiable by the membership of said Council. It shall be authorized to establish, when necessary, special study committees for specific projects.

D. The Council shall encourage the institution of ideas, and shall accept suggestions from individual teachers, departments, grade levels, Association committees, administrators, Board of Education members, students, parents, or any other interested party.

E. Nothing in this Article shall be interpreted to prevent the Council from seeking professional consultation from within the professional staff of the public schools of North Plainfield or from recommending that outside consultation be obtained. However, any costs relating to the function of the Instructional Council shall be approved by the Board of Education.

G. The Council shall meet at least once each month.

H. The Board of Education and the Association shall study and consider all written recommendations submitted by the Council for action, and the Board shall reply in writing within twenty (20) school days, its decision on such recommendations.

I. Reports of the Council or any study committee of the Council may include minority as well as majority views.

B. When, in the judgment of a teacher, a student is seriously disrupting the instructional program, the teacher may exclude the student from the classroom and immediately refer the student to a principal or designee. In such cases the principal shall arrange as soon as possible (and under normal circumstances not later than the conclusion of the following school day) to meet with the teacher. A parent or guardian, and possibly an appropriate specialist, may be called in to discuss the matter and to decide upon the appropriate steps to be followed.

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

D. When a pay day falls on or during a school holiday, vacation, or weekend, teachers shall receive their pay checks on the working day immediately preceding the holiday, vacation, or weekend.

E. A teacher shall receive the final pay check on the last working day in June after the teacher has completed all assigned duties.

F. If at least twenty-five (25) employees elect to have ten percent (10%) of each semi-monthly salary installment withheld by the Board, the total of the sums so withheld shall be paid by the Board to the teacher without interest, in one of the following ways:

To the employee should the employee terminate employment.
To the employee in two (2) equal installments on the fifteenth (15th) days of July and August immediately following the end of the teaching period in which the sums were withheld.
To the employee's estate upon the employee’s death.

G. All extra duty payments shall be made in two (2) installments as follows, and shall contain identification of the duty performed:

Full Year:	January 31st and May 30th
First Semester:	November 30th and January 31st
Second Semester:	March 15th and May 30th
Fall:	October 15th and November 30th
Winter:	January 31st and March 15th
Spring:	April 15th and May 30th

H. The salary schedule for each of the following ten (10) month positions shall be obtained by multiplying the appropriate salary in Schedule A by the ratio shown opposite the respective titles listed below:

Ratio *
School Psychologist 1.1600


* Applies only to staff employed in this position prior to July 1, 1981.

A new employee shall be granted no more than four (4) years of credit for military service. A year of military service shall be defined as twelve (12) months.

The Superintendent shall have the full discretion to offer a signing bonus of up to $5,000.00 for each employee hired on or after July 1, 2003.
2. All employees hired on or after July 1, 2003 shall receive hiring credits as follows:
(A) One (1) step for every one (1) year of prior teaching experience;
(B) One (1) step for every two (2) years of work experience.

J. Teachers employed utilizing emergency or provisional certificates of eligibility or with or without advanced standing who are not dismissed by the Board, shall remain in the employ of the Board for one additional year after completion of the mentoring process or reimburse the Board for all costs and expenses associated with the mentoring process.

	North Plainfield APPENDIX A - SECRETARIAL SALARY GUIDES - 2005-2006
Step	I II III IV
1-4	27,046 28,242 30,200 32,158
5	27,546 28,742 30,700 32,658
6	28,046 29,242 31,200 33,158
7	28,546 29,742 31,700 33,658
8	29,046 30,242 32,200 34,158
9	29,546 30,742 32,700 34,658
10	30,046 31,242 33,200 35,158
11	30,546 31,742 33,700 35,658
12	31,930 33,126 35,084 37,042
13	35,530 36,726 38,684 40,642
14	43,330 44,526 46,484 48,442

	APPENDIX A - SECRETARIAL SALARY GUIDES - 2006-2007
Step	I II III IV
1	27,221 28,421 30,421 32,421
2-5	27,721 28,921 30,921 32,921
6	28,221 29,421 31,421 33,421
7	28,721 29,921 31,921 33,921
8	29,221 30,421 32,421 34,421
9	29,721 30,921 32,921 34,921
10	30,221 31,421 33,421 35,421
11	30,721 31,921 33,921 35,921
12	32,105 33,305 35,305 37,305
13	35,705 36,905 38,905 40,905
14	44,005 45,205 47,205 49,205

	APPENDIX A - SECRETARIAL SALARY GUIDES - 2007-2008
Step	I II III IV
1-2	28,130 29,380 31380 33,380
3-6	28,630 29,880 31880 33,880
7	29,130 30,380 32380 34,380
8	29,630 30,880 32880 34,880
9	30,130 31,380 33380 35,380
10	30,630 31,880 33880 35,880
11	31,130 32,380 34380 36,380
12	32,430 33,680 35680 37,680
13	36,030 37,280 39280 41,280
14	44,680 45,930 47930 49,930

LONGEVITY:

10 years $450.00 15 years $600.00 20 years $750.00

Notes:

Placement of personnel on the above salary columns is the sole prerogative of the Board of Education.
Secretaries initially employed during the term of this Agreement will be hired within their respective category at the lowest step indicated above unless the individual is given credit for years of experience in excess of the number of the lowest step in that category.

North Plainfield

APPENDIX B: MAINTENANCE & CUSTODIAL SALARY GUIDES

	2005-2006		2006-2007
Step	Custodian Grounds	Head Custodian Maintenance	Step Custodian Grounds Head Custodian Maintenance
1	31,032	37,238	1 31,967 38,360
2	31,532	37,838	2 32,467 38,960
3	32,032	38,438	3 32,967 39,560
4	32,532	39,038	4 33,467 40,160
5	33,657	40,388	5 34,577 41,492
6	34,827	41,792	6 35,732 42,878
7	36,027	43,232	7 36,932 44,318
8	37,277	44,732	8 38,182 45,818
9	38,567	46,280	9 39,472 47,366
10	39,907	47,888	10 40,812 48,974
11	41,297	49,556	11 42,202 50,642
12	42,732	51,278	12 43,632 52,358

	2007-2008
Step	Custodian Grounds	Head Custodian Maintenance
1	32,932	39,518
2	33,432	40,118
3	33,932	40,718
4	34,432	41,318
5	35,432	42,518
6	36,542	43,850
7	37,732	45,278
8	38,972	46,766
9	40,262	48,314
10	41,602	49,922
11	42,992	51,590
12	44,432	53,318

B.	Differentials
	Boiler License Shift Differential $675 effective July 1, 2003 6% Second shift 9% Third shift (for employees hired prior to July 1, 1999) 6% Third shift (for employees hired after July 1, 1999)
	Outdoor work High School Stipend $675 effective July 1, 2003 $ 800
C.	Longevity
	10 years 15 years 20 years 25 years $575 $875 $1,150 $1,450

PERSONNEL WAGE RATES — 2005-2008
PARAPROFESSIONALS (LUNCHROOM, KINDERGARTEN AND LIBRARY)

2005-2006 2006-2007 2007-2008

$16.64 $17.37 $18.12 $17.51 $18.28 $19.07 $18.40 $19.21 $20.04

TRANSPORTATION WORKERS 2005-2006 2006-2007 2007-2008
$24.53 $25.61 $26.71

CAFETERIA WORKERS 2005-2006 2006-2007 2007-2008
$16.14 $16.85 $17.58

10 years $275
15 years $325
20 years $400

Teachers Guide Placement in North Plainfield 2004-2008

2004-05 2005-06 2006-07 2007-08 Step Years/Step Years/Step Years/Step

LONGEVITY

The following amounts shall be added to the salary of all certificated personnel who have completed ten (10) years of service within the North Plainfield School System. Up to four
(4) years of military service during employment with the North Plainfield School System, shall be counted toward longevity pay.

2005-2006 $375 2006-2007 $375 2007-2008 $375

The following amounts shall be added to the salary of all certificated personnel who have completed twenty (20) years of service within the North Plainfield School System. Up to four (4) years of military service during employment with the North Plainfield School System, shall be counted toward longevity pay.

2005-2006 $750 2006-2007 $750 2007-2008 $750
YEAR 2 2006-2007

LONGEVITY

The following amounts shall be added to the salary of all certificated personnel who have completed ten (10) years of service within the North Plainfield School System. Up to four
(4) years of military service during employment with the North Plainfield School System, shall be counted toward longevity pay.

2005-2006 $375 2006-2007 $375 2007-2008 $375

The following amounts shall be added to the salary of all certificated personnel who have completed twenty (20) years of service within the North Plainfield School System. Up to four (4) years of military service during employment with the North Plainfield School System, shall be counted toward longevity pay.

2005-2006 $750 2006-2007 $750 2007-2008 $750

LONGEVITY

The following amounts shall be added to the salary of all certificated personnel who have completed ten (10) years of service within the North Plainfield School System. Up to four
(4) years of military service during employment with the North Plainfield School System, shall be counted toward longevity pay.

2005-2006 $375 2006-2007 $375 2007-2008 $375

The following amounts shall be added to the salary of all certificated personnel who have completed twenty (20) years of service within the North Plainfield School System. Up to four (4) years of military service during employment with the North Plainfield School System, shall be counted toward longevity pay.

2005-2006 $750 2006-2007 $750 2007-2008 $750

WAGES AND BENEFITS

B. These employees shall also receive:

Pro rata tuition reimbursement.
Pro rata insurance if entitled under master policies and employed twenty-three (23) hours or more per week regularly.
Pro rata sick leave in accordance with current New Jersey State Board of Education mandates.

C. Appropriate part-time and hourly employees will be required to attend and will be compensated for the in-service programs. The Superintendent's determination as to who is appropriate shall not be grievable.
SEE DOCUMENT #2081194 FOR REVISED SCHEDULES F & G REVISED BY BOARD 11-6-06
APPENDIX F: EXTRA-CURRICULAR SALARIES

The Board of Education agrees to the following extra-curricular salaries. It is understood that the Board, as it deems necessary, may eliminate any of these positions or create additional ones.Any employee who receives a separate stipend will not be entitled to any additional compensation for supervising students during the activity or event for which the employee is already receiving pay.

I. HIGH SCHOOL ATHLETICS

2005-2006 2006-2007 2007-2008

FOOTBALL

Head Coach $10,000 $10,350 $10,700

Assistant Coach (6) $6,514 $6,900 $7,300

Equipment Manager $5,425 $5,575 $5,725

Filming $1,400 $1,475 $1,550

SOCCER (Boys and Girls)

Head Coach $6,177 $6,472 $6,777

Assistant Coach $4,437 $4,757 $5,087

Freshman $4,437 $4,757 $5,087

CROSS COUNTRY

Head Coach $5,621 $5,800 $5,950

Assistant Coach $3,987 $4,200 $4,400

BASKETBALL (Boys and Girls)

Head Coach $7,486 $7,736 $7,995

Assistant Coach (2) $5,337 $5,612 $5,897

WRESTLING

Head Coach $7,486 $7,736 $7,996

Assistant Coach $5,337 $5,612 $5,897

Freshman $5,337 $5,612 $5,897

BASEBALL

Head Coach $6,440 $6,695 $6,963

Assistant Coach (2) $4,609 $4,889 $5,182

TRACK (Boys and Girls)

Head Coach $6,440 $6,695 $6,963

Assistant Coach (2) $4,609 $4,889 $5,182

SOFTBALL (Girls)

Head Coach $6,440 $6,695 $6,963

Assistant Coach (2) $4,609 $4,889 $5,182

WINTER TRACK

Head Coach $3,740 $3,900 $4,100

CHEERLEADING

Fall $4,000 $4,250 $4,475

Winter $4,000 $4,250 $4,475

FIELD HOCKEY (Girls)

Head Coach $6,177 $6,472 $6,777

Assistant Coach $4,436 $4,756 $5,086

Freshman $4,436 $4,756 $5,086

TENNIS (Boys and Girls)

Head Coach $6,177 $6,472 $6,777

Assistant Coach $4,437 $4,757 $5,087

GOLF

Head Coach $6,000 $6,100 $6,185

II. HIGH SCHOOL INTRAMURAL

Weight Training Fall $1,887 $1,972 $2,050

Winter $1,887 $1,972 $2,050

Spring $1,887 $1,972 $2,050

Summer $3,697 $3,782 $3,850

III. MIDDLE SCHOOL INTRAMURAL

Football $1,764 $1,835 $1,900

Co-Ed Basketball $1,222 $1,222 $1,300

Field Hockey $913 $913 $1,000

Soccer-Girls $913 $913 $1,000

IV. MIDDLE SCHOOL INTERSCHOLASTIC

Co-Ed Track $3,246 $3,410 $3,525

Basketball (Boys and Girls) $4,713 $4,910 $5,100

Cross Country $2,575 $2,685 $2,800

Wrestling $4,498 $4,498 $4,498

V. ELEMENTARY SPORTS

If there are any deviations in hours required for an activity, the salary for that activity
shall be prorated according to the number of hours actually worked.

AFTER SCHOOL SPORTS

Fall/Winter/Spring $7,069 $7,144 $7,220 Fall/Winter $4,749 $4,824 $4,900 Fall/Spring $4,749 $4,824 $4,900

VI. HIGH SCHOOL CO
CURRICULAR

Clubs

Art Club (HS/MS) $1,100 $1,295 $1,500 Business $700 $735 $800 Debate $2,800 $2,860 $2,925 Foreign Language $700 $735 $800 Home Economics $1,375 $1,410 $1,435 Interact $3,420 $3,510 $3,575 Ski (HS/MS) $1,232 $1,330 $1,430 Chess Club $1,035 $1,081 $1,126

Band/Band Front

Director (Marching) $6,113 $6,210 $6,300 Assistant Director $3,570 $3,810 $4,000 Percussion Arranger $2,189 $2,300 $2,400 Band Front Instructor $2,189 $2,300 $2,400 Percussion Arranger $1,320 $1,400 $1,475 Front Advisor $4,604 $4,660 $4,725 Stage Band $4,604 $4,660 $4,725 Winter Guard $1,448 $1,510 $1,605 Assistant Winter Guard $801 $860 $925

Class Advisors

Freshman $1,400 $1,460 $1,530 Sophomore $1,400 $1,460 $1,530 Junior $1,550 $1,710 $1,850 Senior $2,751 $2,810 $2,875

Honor Societies

French $700 $735 $800 Italian $700 $735 $800 Spanish $700 $735 $800 National $800 $860 $950

Miscellaneous Activities

Academic League $700 $750 $800

H.O.P.E. $1,135 $1,235 $1,350

H.O.P.E. Jr. $1,046 $1,092 $1,138

Model Congress $700 $750 $800

Peer Leadership Crd. $700 $750 $800

Student Council $1,800 $1,910 $2,070

Latin American Dance $1,035 $1,085 $1,125

Student Activities Director $3,462 $3,614 $3,766

Music/Drama Others Choral Accompanist $520 $550 $600

Drama/Speech $6,063 $6,100 $6,135

Vocal Music Director $6,063 $6,100 $6,135

Publications

Canuckling $2,700 $2,810 $2,900

Tunlaw $4,112 $4,210 $4,300

Yearbook $4,112 $4,210 $4,300

Music/Drama Productions Production Director $4,600 $4,685 $4,750

Assistant Production Director $1,200 $1,335 $1,500

Musical Director $4,575 $4,650 $4,715

Assistant Musical Director $1,500 $1,545 $1,635

Technical Director $1,900 $1,985 $2,050

Assistant Technical Director $1,650 $1,685 $1,725

Choreographer $2,450 $2,485 $2,520

Lighting Director $1,300 $1,335 $1,370

Sound Technician $700 $735 $775

VII. MIDDLE SCHOOL EXTRACURRICULAR

Builders Club $1,325 $1,360 $1,395

Drama Advisor $2,100 $2,210 $2,310

Assistant Drama Advisor $700 $810 $910

NJ Math League $700 $735 $770

Student Council $1,550 $1,710 $1,529

Walnut Review $2,000 $2,035 $2,070

Chess Club $1,948 $2,034 $2,119

Vocal Music Director $1,574 $1,615 $1,683

VIII. ELEMENTARY EXTRACURRICULAR

After-school Art $1,390 $1,445 $1,500

ASK Program $2,000 $2,160 $2,325

Kids Help Kids $1,900 $1,960 $2,000

Newspaper $900 $1,010 $1,110

Student Council (EE/SB/WE) $900 $1,010 $1,110

Drama Club $1,125 $1,160 $1,195

Computer Club $1,250 $1,310 $1,350

Ski Club $1,250 $1,290 $1,330

Student Council Somerset $1,550 $1,610 $1,670

Talent Show $1,225 $1,250 $1,285

Band $1,550 $1,585 $1,620

Chorus $1,550 $1,585 $1,620

Sign Language Club $1,375 $1,400 $1,435

Stock Market Club $700 $725 $800

IX. SOMERSET SCHOOL EXTRACURRICULAR

After School Sports (Fall) $2,400 $2,450 $2,500

After School Sports (Spring) $2,400 $2,450 $2,500

Gymnastics $3,050 $3,075 $3,110

Art $1,390 $1,445 $1,500

Band $1,550 $1,585 $1,620

Chorus $1,550 $1,585 $1,620

Computer Club $1,250 $1,310 $1,350

Drama $1,125 $1,160 $1,250

Game Club $1,225 $1,260 $1,300

Somerset Incentive Program $2,620 $2,645 $2,680

Somerset Literary Magazine $2,000 $2,035 $2,070

Ski Club $1,250 $1,290 $1,330

Student Council $1,550 $1,610 $1,670

APPENDIX G: SUPPLEMENTAL SALARIES
2005-2006 2006-2007 2007-2008

SUMMER ACTIVITIES SPORTS 2005-2006 2006-2007 2007-2008 Hourly Rates $29.09 $30.31 $31.58

III.. Guidance Counselors may be required to perform guidance functions for up to six

(6) days between the close and opening of the school year at their individual per diem rate. Any days beyond six (6) will be at the curriculum in summer rate unless the guidance counselor is required to perform guidance work which will be paid at the per diem rate.

After-School
2005-2006 2006-2007 2007-2008 $23.03 $24.00 $25.01

Curriculum in Summer

2005-2006 2006-2007 2007-2008 $40.41 $42.11 $43.88

Bedside Instruction/Summer School

2005-2006 2006-2007 2007-2008 $42.45 $44.23 $46.09