RIVERDALE BOARD OF EDUCATION
AND
RIVERDALE EDUCATION ASSOCIATION
CONTRACT
July 1, 2004 to June 30, 2007
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Table of Contents
ARTICLE PAGE
Preamble..............................................1
I. RECOGNITION STATEMENT.................................1
II. SALARY GUIDE PROVISIONS...............................1
III. TEMPORARY LEAVES OF ABSENCE...........................3
IV. SICK LEAVE............................................9
V. INSURANCE BENEFITS....................................9
VI. TEACHER WORK YEAR/DAY................................10
VII. PROCEDURE FOR CHANGE IN TEACHER ASSIGNMENT...........11
VIII. EVALUATION OF TENURED AND NON-TENURED STAFF
MEMBERS..............................................12
IX. PERSONNEL RECORDS....................................12
X. GRIEVANCE PROCEDURE..................................12
XI. MISCELLANEOUS PROVISIONS.............................16
XII. OFFICIAL FORMS.......................................17
FORM #1. DEDUCTIONS FROM SALARY ..................... 18
FORM #2. AUTHORIZATION TO DEDUCT SCHOOL BUILDING
DUES ....................................... 19
XIII. MANAGEMENT RIGHTS CLAUSE.............................20
XIV. REPRESENTATION FEE...................................21
XV. DURATION OF AGREEMENT................................22
SCHEDULE PAGE
A. EXTRA PAY FOR EXTRA SERVICES GUIDE 2004-2005.........23
B. EXTRA PAY FOR EXTRA SERVICES GUIDE 2005-2006.........24
C. EXTRA PAY FOR EXTRA SERVICES GUIDE 2006-2007.........25
D. SALARY GUIDE 2004-2005...............................26
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Table of Contents (continued)
SCHEDULE PAGE
E. SALARY GUIDE 2005-2006...............................27
F. SALARY GUIDE 2006-2007...............................28
G. TEACHER GUIDE ADVANCEMENT CHART......................29
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Preamble
A. This agreement made and entered into on this day of
_______________ 2004 by and between the BOARD OF EDUCATION
of the Borough of Riverdale, New Jersey, hereinafter
referred to as the "BOARD" and the RIVERDALE EDUCATION
ASSOCIATION, hereinafter referred to as the "ASSOCIATION."
B. Reference throughout this agreement to either sex shall be
deemed to include both sexes.
Article I.
Recognition Statement
Pursuant to Chapter 123, Laws of the State of New Jersey, known
as the Employer-Employee Relations Act of 1974, the Board hereby
recognizes the Association as the majority representative with
all exclusive rights granted by the laws of the State of New
Jersey, for purposes of collective negotiations concerning the
terms and conditions of employment for all certified personnel
under full-time or part-time contracts with the Board. All
supervisory positions, all administrative positions and all noncertified
positions are excluded from the bargaining unit.
Article II.
Teachers' Salary Guide Provisions
A. Salary Guide
1. Salaries including increment shall be increased by
4.20% for the 2004-2005 school year as set forth in
the salary guide annexed hereto as Schedule D.
2. Salaries including increment shall be increased by
4.40% for the 2005-2006 school year as set forth in
the salary guide annexed hereto as Schedule E.
3. Salaries including increment shall be increased by
4.50% for the 2006-2007 school year as set forth in
the salary guide annexed hereto as Schedule F.
B. Graduate Education Supplement
1. At the achievement of tenure in the Riverdale School
District, teachers will be reimbursed a sum not greater
than eighty (80%) percent of the cost of six (6)
graduate credits at Rutgers University. In the event a
teacher elects to take approved course(s) at a school
with a lesser tuition rate, the above shall apply up to
one hundred (100%) percent of the tuition cost. Courses
must have the prior approval of the Superintendent and
grades of B or better or P (if Pass/Fail) must be
obtained. Cost of textbook(s) will be reimbursed on
the condition that said textbook(s) become the property
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of the Riverdale School District at the conclusion of
the course. The Board of Education will not reimburse
a teacher for any required fees.
2. Reimbursement will be made after proof of grades and
payments have been submitted to the Superintendent.
Only six (6) credits will be reimbursed within one
fiscal year (July 1 - June 30).
C. Horizontal Increments
1. In order for teachers to receive a horizontal increase
in any school year, they must, prior to October 1st of
the preceding school year, notify the Superintendent,
in writing, of their intention to take the graduate
course or courses which will qualify them for the
increase.
2. Upon completion of the required number of credits
necessary for a horizontal increment, teachers will
submit a transcript of all graduate credits accumulated
at that time to the Board Secretary. Upon receipt of
said transcript, the Board will, at the next regular
meeting, adjust the teacher's salary for courses
completed prior to the preceding September 1st.
3. The salary guide will be expanded to include Masters +
60.
D. Service Increment
In addition to any other salary increase for which teachers
might have been eligible, they shall also receive a service
increment of $400 each year commencing after the completion
of 15, 20, 25 and 30 years service as teachers in the
Riverdale School District. In accordance with the
following:
16 – 20 years $ 400
21 – 25 years $ 800
26 – 30 years $1,200
31 – retirement $1,600
E. Extra Pay for Extra Service (Extra Curricular Stipends)
1. An Extra Pay for Extra Services Guide for the 2004-
2005, 2005-2006, and 2006-2007 school years has been
established, a copy of which is annexed hereto and made
a part hereof.
2. Teachers assigned a class coverage, losing a
contractual planning period, as per Article VI E., will
be compensated at the "Additional Professional
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Responsibilities" rate per hour as listed in the Extra
Pay for Extra Services Guide.
Article III
Temporary Leaves of Absence
Teachers shall be entitled to non-accumulative leaves of absence
with full pay for the following number of days per school year:
A. Personal Leave
Personal days may be used when personal business cannot be
handled outside of school hours such as court subpoena, title
closing, marriage of a family member and emergencies.
1. Teachers shall be granted three (3) days leave for the
purpose of conducting personal business. No reason
shall be required.
2. The personal day shall be granted by the Superintendent
provided the request for same is made not less than
seventy-two (72) hours prior to the proposed absence.
If the request is made within seventy-two (72) hours of
the proposed absence, the discretion of the
Superintendent shall be controlling.
3. Personal days requested the day before or the day after
a holiday or vacation will not be granted. The
Superintendent, upon being informed by the employee of
the nature of the personal day, may waive specific
restrictions and authorize the personal day(s).
4. Personal days requested on special activity days (i.e.
Field Day, Science Fair) will not be granted. The
Superintendent, upon being informed by the employee of
the nature of the personal day, may waive specific
restrictions and authorize the personal day.
5. A maximum of two teachers, on a first come, first serve
basis, will be granted a personal leave on the same
day. Additional requests will be at the discretion of
the Superintendent.
6. Unused personal days will be converted to cumulative
sick leave.
B. Unpaid Leaves of Absence
1. GENERAL PROVISIONS
(a) The total duration of all unpaid leave(s)
including maternity-disability and child rearing
combined shall be no more than twenty-four (24)
calendar months under any circumstances. If the
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twenty-four month period ends in July or August,
the employee shall return to work on the first
scheduled day in September.
(b) To be eligible for a normal increment, a teacher
must have been actively employed in the Riverdale
School District a minimum of ninety (90) school
days during the school year in which the unpaid
leave(s) commenced.
(c) An employee returning from unpaid leave(s) is
entitled to all benefits to which the employee
would have been entitled had the employee not been
on such leave(s).
(d) The employee may apply to the Board, in writing,
to shorten the time period of the initially
requested unpaid leave(s). The Board may deny the
request if the proposed new date of return would
interfere with the educational program or the
Board's ability to appropriately staff the
Riverdale School District.
(e) Any employee who is on approved unpaid leave(s)
may have the opportunity to return to work within
the Riverdale School District prior to the
conclusion of the requested leave(s) and be
compensated at the established rate prior to the
commencement of the leave in the following
capacities:
1. In service instructor
2. Stipended position
3. Curriculum work; or
4. Other position as approved by the
Superintendent, in his/her sole discretion.
(f) Nothing herein set forth shall be construed to
require the Board to grant tenure to any nontenured
teacher who would not have been granted
tenure in the absence of the provisions herein set
forth, or to offer a new contract for a school
year to any non-tenured teacher, who would not
have been offered such a contract in the absence
of the provisions herein above set forth.
2. MATERNITY-DISABILITY LEAVE
(a) The Board shall grant leaves of absence for
medical reasons associated with pregnancy and
birth to pregnant teachers on the same terms and
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conditions governing leaves of absence for other
illness and medical disabilities, as set forth in
N.J.S.A. 18A: 30-1, et seq. and the rules,
regulations, policy statements and collective
negotiations agreements entered into by this
Board, except as otherwise provided herein.
(b) Any tenured or non-tenured teacher seeking an
unpaid leave of absence on the basis of medical
reasons associated with pregnancy or birth shall
apply to the Board for said leave at least three
(3) months before the anticipated birth of the
child. The Board may waive this application
deadline in cases of sudden emergency. At the
time of the application, the teacher shall
specify, in writing, the anticipated due date of
the baby, the date on which she wishes to commence
leave and the date on which she wishes to return
to work after the birth of the child.
(c) The Board shall have the right to require an
employee who desires to return to her duties or to
continue performing her duties, to produce a
certificate from her physician stating she is
capable of doing so. In the event of a difference
of opinion between the employee's physician and
the Medical Examiner of the Board relative to the
resumption or carrying out of duties by said
employee, an agreed upon impartial third
physician's opinion will become binding for both
parties. The cost of any examination by an
impartial third physician shall be born solely by
the Board.
(d) Maternity-disability leave shall be granted for a
period of up to four (4) calendar weeks prior to
the anticipated due date of the baby and four (4)
calendar weeks following the actual birth or until
the end of the school year in which the birth of
the child occurred. During this maternitydisability
leave period, the employee may use any
and all accrued sick time at their option.
(e) When an employee, who has been granted a
maternity-disability leave, returns to the system
at any time other than the start of the school
year, such employee may be assigned to any
position decided upon by the Superintendent so
long as such assignment is within the
certification of such employee.
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3. CHILD REARING LEAVE
(a) Any tenured or non-tenured teacher seeking an
unpaid leave of absence on the basis of child
rearing shall apply to the Board at least ninety
(90) days before the anticipated birth and/or
adoption of the child. The Board may waive this
application deadline in cases of sudden emergency.
At the time of the application, the teacher shall
specify, in writing, the date on which s/he wishes
to commence leave and the date on which s/he
wishes the leave to end. Child rearing leave
shall run consecutive to maternity-disability
leave.
(b) An employee, seeking to extend his/her leave after
an initial leave has been granted must give the
Board at least ninety (90) days written notice
prior to the date the leave extension is to
commence. In no circumstance shall this extension
of leave request exceed the twenty-four month
period allowed for all such unpaid leave(s).
(c) In cases where both husband and wife may be
employees of Riverdale School District, only one
of said persons shall be entitled to leave under
this section.
(d) Anything to the contrary, notwithstanding, a child
rearing leave granted to a non-tenured employee
need not be extended beyond the end of the
contract school year in which the leave is
obtained.
(e) A tenured employee wishing to return during the
school year may only return at the end of the
first or second marking period unless a position
which will not interrupt the educational program
is available. The offering of any such position
shall be at the sole discretion of the
Superintendent and must be accepted by the
employee. Should a position not be available then
such employee shall not be permitted to return to
work until the beginning of the next school year.
(f) In no event shall an employee be eligible for a
second child rearing leave under this provision
until that employee has been employed for one (1)
calendar year following the conclusion of his/her
prior child rearing leave.
(g) A teacher adopting an infant child shall receive
similar leave, which shall commence upon receiving
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de facto custody of the child, or earlier, if
necessary to fulfill the requirements of adoption.
C. Death in Family
1. Immediate Family: In the case of a death in a
teacher's immediate family or the immediate family of
one's spouse, a teacher is entitled to leave.
(a) Immediate Family consists of spouse, parents,
children, step-children, parents-in-law,
grandparents, brothers, sisters, or other
relatives living in the same household.
(b) Up to five (5) consecutive school days in a seven
(7) day period.
2. Others: In the case of death of someone who is not a
member of the teacher's immediately family, a teacher
is entitled to one (1) day leave.
(a) Any other leaves of absence may be granted at the
discretion of the Superintendent.
D. Illness or Injury in Family
In the case of illness or injury to a member of a teacher's
immediate family, a teacher is entitled to a leave. The
Superintendent may require documentation for an employee to
take a leave under this section.
1. Immediate family consists of spouse, parents, children,
step-children, parents-in-laws, grandparents, brothers,
sisters, or other relatives living in the same
household.
2. Three (3) days during a school year without loss of
pay.
3. The Board shall continue to compensate a tenured
teacher beyond the three (3) day period referred to in
the preceding sentence at the teacher's regular rate of
pay less such sums as the Board shall pay to a
substitute teacher serving in the place of the absent
teacher up to a maximum of ten (10) school days.
E. Severe Illness or Injury of a Tenured Employee
1. In the case of severe illness or injury to a tenured
employee, the Board may, at its option and upon the
application of such employee, grant an unpaid leave of
absence to such teacher for the balance of the contract
year. In addition, the Board may also, when it feels
such an action is warranted, grant an additional unpaid
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leave of absence for the following contract year.
Requests for extensions of such leave must be made at
least three (3) months prior to the expiration of the
first period thereof. Where a leave is requested, the
employee requesting such leave shall not be permitted
to return to the school system following such leave
during the last marking period of the school year.
When an employee who has been granted leave returns to
the system at any other time, such employee may be
assigned to any position decided upon by the
Superintendent as long as the assignment is within the
capabilities and certification of the employee.
2. The Board shall have the right to require an employee
who desires to return to his duties to produce a
certificate from his physician stating that he is
capable of doing so. In the event of a difference of
opinion between the employee's physician and the
Medical Examiner of the Board relative to the
resumption or carrying out of duties by said employee,
an agreed upon impartial third physician's opinion will
become binding for both parties. The cost of any
examination by an impartial third physician shall be
shared equally by the teacher and the Board.
3. A tenured employee shall, upon returning to work at the
termination of said leave or extension thereof, be
placed on the teachers' salary guide at one step higher
than when leave began, provided he commenced said leave
of absence at least ninety (90) school days following
the commencement of the school year in which said leave
began. In the event that he began his leave of absence
within ninety (90) days of the commencement of the
school year in which said leave began, upon his return
to work, he shall be paid at the same level of the
salary guide on which he was paid when his leave began.
F. Professional Leave
1. With the permission of the Superintendent of Schools, a
teacher may be granted two (2) days to visit other
schools or to attend education conferences providing
same is pertinent to their positions within the school.
Should the Superintendent request in writing a
teacher's presence at a conference, workshop, or
meeting, such days will not be considered a part of the
teacher's professional days.
G. Disability Leaves
All disability leaves require thirty (30) days notice, except
in cases of emergency. Any non-emergency surgery requires
the prior approval of the Superintendent.
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Article IV
Sick Leave
A. Teachers shall be entitled to sick leave with pay in
accordance with the laws of the State of New Jersey then and
there in full force and effect. In addition thereto, any
teacher who has a minimum of fifteen (15) years of service in
the State of New Jersey shall be entitled to five (5)
additional sick days per year, non-accumulative, after such
teacher's accumulative sick days have been exhausted.
B. When a tenured teacher's absence exceeds the annual sick
leave and the accumulated sick leave the Board of Education
may, at its discretion, pay any such teacher's each day's
salary less the pay for a substitute, if a substitute is
employed, or the estimated cost of employment of a substitute
if none is employed, to a limit of three (3) days.
C. Sick Pay Upon Retirement
Upon deferred retirement, the retiring teacher who has
completed at least twenty (20) years of service in the
District shall be compensated for his/her accumulated sick
leave at the time of retirement at a rate of $90 per day for
each unused accumulated sick day. The amount to be paid upon
retirement will be capped at $7,500 for teachers who have
completed at least twenty (20) years of service in the
District and $15,000.00 for teachers who have completed at
least twenty-five (25) years of service in the District. The
retiring teacher shall notify the Board of his/her intention
to retire on or before October 1 of the present contract year
in order to receive compensation that year. Otherwise,
compensation will be granted the following budgeted year.
D. Employees shall be given a written accounting of accumulated
sick leave no later than September 30th of each year.
Article V
Insurance Benefits
Health Care Insurance shall be provided as follows:
A. For the 2004-2005, 2005-2006, and 2006-2007 school years,
the Board shall pay full premiums for each teacher and all
dependents.
B. The health care insurance program shall be in accordance with
the New Jersey Public and School Employee Health Benefits
Plan, but which includes a provision of coordinated benefits
(including Blue Cross, Blue Shield and Major Medical with
Rider "J"). If a health care insurance program other than
the one referred to is adopted, such a plan shall provide a
system of benefits equal to those provided by the
aforementioned health care insurance program. Any such
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change in the health care insurance program shall be subject
to the approval of the Association.
C. A dental plan shall be provided for teachers at Board cost.
At their option and their cost, teachers may include family
dependents in this dental plan. The dental service to be
provided will be the Horizon Blue Cross/Blue Shield of New
Jersey Health Care and Dental Services (Dental Option Plan).
D. A family prescription plan shall be provided for teachers at
Board cost. The plan will be the New Jersey State Health
Benefits Prescription Plan, which includes a $5.00 co-pay.
E. A vision care plan shall be provided for teachers at Board
cost. The plan provided will be Modified Plan with a $20.00
deductible from Vision Service Plan.
F. The Board agrees to continue membership with the New Jersey
Business and Industry Association.
Article VI
Teacher Work Year/Day
A. Teachers employed on a ten (10) month basis shall teach and
supervise students for the number of days required by state
law for state aid as directed by the N.J. Commissioner of
Education.
B. The school work year for teachers employed on a ten (10)
month basis shall not exceed one hundred eighty-six (186)
days.
1. Teachers shall be required to attend two (2) days prior
to the opening of school in September.
2. Four (4) additional days shall be used for teacher inservice
programs as scheduled by the Superintendent.
The Board agrees to sanction, through its professional
development plan, all hours completed under this
paragraph as applicable towards the teacher's
professional development hour requirement.
C. The Superintendent will share the recommended calendar prior
to Board approval.
D. Additional calendar days scheduled for inclement weather and
emergencies, but not utilized, shall be deducted from the
total teaching days before the end of the school year.
E. Guaranteed Preparation Time: Teachers will be provided with
a minimum of one preparation period per day the length of
which shall be equivalent to one instructional period, except
when there is a full day in-service, full day professional
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day, or in the event of an emergency situation that might
necessitate the closing or evacuation of the school.
F. Teachers shall be permitted to leave fifteen (15) minutes
after student dismissal on Fridays and on days preceding
vacation days.
G. Evening Functions: All teachers will be required to attend
Back-to-School Night and three (3) evening conferences per
year, with two of the evening conferences held in November.
In addition to the above, the music teacher shall be required
to attend two (2) evening concerts per year and shall be paid
according to the schedule set forth in the “Extra Pay for
Extra Services Guide.” Except as detailed above, teachers
shall not be required to attend any additional evening
obligations.
H. Meetings:
1. The Association has the right to hold its regular
monthly business meeting on the second Tuesday of each
month, commencing ten (10) minutes after student
dismissal.
2. Other meetings will not be scheduled on Tuesdays.
However, should a situation arise and the
Administration must schedule a meeting on that day, the
President of the Association will be notified as soon
as possible.
3. Faculty meetings shall be scheduled no more than twice
monthly. Such meetings shall be held on Mondays and
shall not exceed fifteen (15) minutes beyond the end of
the day.
Article VII
Procedure for Change in Teacher Assignment
A. The Superintendent shall deliver to the Association, post in
the school building, or give notice, a list of the known
vacancies as they occur.
B. Teachers who desire a change in grade and/or subject
assignment may file a written statement of such desire with
the Superintendent. Such statement shall include the grade
and/or subject to which the teacher desires to be placed, in
order of preference. Such requests for change in the
teaching assignment for the following year shall be submitted
no later than April 30.
C. Notice of teaching assignments shall be given to teachers as
soon as practical, not later than the last teacher work day,
except in cases of emergency.
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Article VIII
Evaluation of Tenured and Non-Tenured Staff Members
Each teacher, at the beginning of the school year, will receive a
copy of the Board policy regarding the evaluation of tenured and
non-tenured teaching staff members. This Policy shall be
contained in the Teacher's Policy Manual, which is distributed
each school year.
Article IX
Personnel Records
A. File
1. A teacher shall have the right, upon request, to review
the contents of his personnel file and to receive
copies of any documents contained therein. A teacher
shall be entitled to have representative(s) of the
Association accompany him during such review. At least
once every two (2) years, a teacher shall have the
right to indicate those documents and/or other
materials in his file which he believes to be obsolete
or otherwise inappropriate to retain. Said documents
shall be reviewed by the Superintendent or his/her
designee and if, in fact, they are obsolete or
otherwise inappropriate to return, they may be
destroyed.
B. Derogatory Material
No material derogatory to a teacher's conduct, service,
character, or personality, or any material which could have
an adverse effect on a teacher's status shall be placed in
his personnel file unless the teacher has had an opportunity
to review the material. The teacher may acknowledge that he
has had the opportunity to review such material by affixing
his signature to the copy to be filed with the express
understanding that such signature in no way indicates
agreement with the contents thereof. The teacher shall also
have the right to submit a written answer to such material
and his answer shall be reviewed by the Superintendent or
his/her designee and attached to the file copy.
Article X
Grievance Procedure
A. Definition
A grievance is a complaint based upon an event or condition
which affects a member or members of the recognition unit in
the interpretation, application, or violation of policies,
administrative decisions, and agreements affecting terms and
conditions of employment. Grievance shall not apply to:
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1. any matter of which a method of review is prescribed by
law; or
2. any rule or regulation of the State Commissioner of
Education provided, however, that this shall not affect
the right of an employee to challenge the application
or interpretation of such rule or regulation; or
3. any matter, which according to law, is either beyond
the scope of Board authority or limited to unilateral
action by the Board alone.
A grievance to be considered under this procedure must be
initiated by the employee within twenty (20) school days of
its occurrence to twenty (20) school days after the employee
might reasonably have had knowledge of its occurrence or
existence. If the grievance is not filed within this time
limit, the grievance shall be considered waived.
B. Purpose
The purpose of this procedure is to secure resolution of
grievances that may arise from time to time during the term
of contract, at the lowest possible level.
C. Procedures
Level I
Any employee who has a grievance shall discuss it first with
the Principal in an attempt to resolve the matter informally
at that level. The employee may have an Association
representative with him/her if he/she wishes.
Level II
If, as a result of the discussion, the matter is not resolved
to the satisfaction of the employee within five (5) school
days after the discussion with the Principal as provided in
Level I above, the employee may (shall) within ten (10)
school days following said discussion submit the grievance in
writing to the Superintendent of Schools, specifying:
1. the nature of the grievance
2. the nature and extent of the injury, loss, or
inconvenience
3. the results of the previous discussion
4. the dissatisfaction with the decisions previously
rendered.
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The Superintendent of Schools shall communicate a decision to
the employee in writing within five (5) school days of
receipt of the written grievance.
Level III
If the grievance is not resolved to the employee's
satisfaction, the employee, within five (5) school days after
receipt of the Superintendent's decision, may request a
review by the Board. The request shall be submitted in
writing through the Superintendent of Schools, who shall
attach all related papers and forward the request to the
Board. The Board, or a majority committee, thereof shall
review the grievance.
1. A meeting may be requested by an employee. The Board
will have the option of meeting in committee or full
Board with the employee and representatives, if
desired. The Board shall conduct this meeting within
twenty (20) school days following receipt by the
Secretary of the Board of the written appeal of the
employee. A decision shall be rendered by the Board in
writing within twenty (20) school days following the
meeting.
2. If a meeting is not requested by the employee, the
Board shall render a decision within twenty (20) school
days of its receipt of the grievance.
Level IV
1. In the event that the grievance is not resolved to the
satisfaction of the employee at Level III, or in the
event a meeting (an Executive Session) has not been
held after a proper request was made by the employee,
or a decision was not rendered by the Board within the
time limits prescribed under Level III, the employee
may request that the grievance be submitted to
arbitration. Such request shall be submitted to the
Board in writing not more than five (5) school days
following receipt by the employee of the Board's
decision under Level III, or within five (5) school
days of the expiration of the time limits prescribed
under Level III, whichever is appropriate.
2. Within ten (10) school days after said written notice
has been received, the Board or its representatives and
the employee or the employee's representatives shall
attempt to agree upon a mutually acceptable arbitrator.
(a) If such an agreement is reached, a commitment
shall be obtained from said arbitrator to serve.
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(b) In the event the parties are unable to agree upon
an arbitrator or to obtain such a commitment
within the period specified upon, either party may
request a list of arbitrators from the American
Arbitration Association or the Public Employment
Relations Commission.
(c) The arbitrator selected shall confer with the
representatives of the Board and the employee. He
shall hold hearings promptly and issue a decision
not later than twenty (20) days from the date of
the close of the hearings. If oral hearings have
been waived, the decision shall be rendered not
later than twenty (20) days from the date of the
final statements and proof on the issues are
submitted to the arbitrator.
(d) The arbitrator's decision shall be in writing and
shall set forth the findings of fact, reasoning,
and conclusions on the issues submitted. The
arbitrator shall be without power or authority to
make any decisions which require the commission of
any act prohibited by law or which is violative of
the terms of this Agreement. The decision of the
arbitrator shall be submitted to the Board and the
Association and shall be final and binding on the
parties on the condition that it does not alter or
override the contract.
(e) The costs for the services of the arbitrator,
including per diem expenses, if any, and actual
and necessary travel, subsistence expenses, and
the cost of the hearing room shall be borne
equally by the Board and the employee. In the
event that more than one employee shall be
involved in the same arbitration proceedings, the
employees, for the purpose of this paragraph,
shall be deemed to be a single unit, and the
responsibility for payment of expenses as provided
in the preceding sentence shall be shared equally
by the Board and the employee unit; that is to
say, the Board shall pay one-half of the expenses
and the employees in the employee unit shall be
responsible for the payment of the remaining half.
Any other expenses incurred shall be paid by the
party incurring same.
D. Miscellaneous
1. In all stages of this procedure, employees affected by
this Agreement may:
(a) act on their own behalf; or
16
(b) be represented by a representative designated by
the majority representative organization.
2. Failure at any step of this procedure to conduct a
meeting or a hearing as provided herein or 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 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 the employee 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
affect thereof shall have been fully determined.
4. In the event a grievance is filed at such time that it
cannot be processed through all the steps in the
grievance procedure by the end of the school year, and
if left unresolved until the beginning of the following
school year, could result in irreparable harm to a
party in interest, the time periods set forth herein
identified as "school days" will be considered to be
"calendar days".
5. All documents, communications, and records dealing with
the processing of a grievance shall be filed in a
separate grievance file and shall not be kept in the
personnel file of any of the participants.
Article XI
Miscellaneous Provisions
A. If any provision of this Agreement or any application of this
Agreement to any employee or group of employees is held to be
contrary to law, then such provisions or application shall
not be deemed valid and subsisting except to the extent
permitted by law but all other provisions or applications
shall continue in full force and effect.
B. Whenever any notice is required to be given by either of the
parties of this Agreement to the other pursuant to the
provision(s) of this Agreement, either party shall do so by
telegram, registered letter, or hand delivered, providing a
witness is present at the following addresses:
1. If by Association to Board, at Riverdale Public School,
Riverdale, New Jersey 07457;
2. If by Board to Association, at the school address of
the Association President.
17
C. The Board agrees that the Association shall receive a policy
manual and any new or amended policies within ten (10) school
days of the passage of such policies. The Association will
receive a copy of any new policy within ten (10) days after
the first reading of said policy.
D. In the event a summer school program in which the teacher
shall enroll, shall commence prior to the expiration of the
school year, said teacher shall nevertheless be permitted to
attend said summer school provided the Riverdale School is
not in session for children.
Article XII
Official Forms
For the purpose of establishing official relationships between the
Board and the Association, the following forms shall be and the
same are hereby adopted as the official forms for that purpose and
for the purpose of authorizing deductions from salary as provided
by the statute in such case made and provided.
18
Form #1
Deductions from Salary
The Board agrees to deduct from the salaries of its teachers, dues
for the Riverdale Education Association, the Morris County Council
of Education Associations, the New Jersey Education Association,
or the National Education Association, or any one of any
combination of such associations as said teachers individually and
voluntarily authorize the Board to deduct. Such deductions shall
be made in compliance with chapter 310, Public Laws of 1967
(N.J.S.A. 52:14-15.9e) and under rules established by the State
Department of Education. Said monies together with records of any
corrections shall be transmitted to the Treasurer of the Riverdale
Education Association by the 15th of each month following the
monthly pay period in which deductions were made. The Association
Treasurer shall disburse such monies to the appropriate
Association(s). Teacher authorizations shall be in writing in the
form set forth in Form #2.
19
Form #2
Authorization to Deduct School Building Dues
Name:
SSN:
Date:
To: Disbursing Officer, Riverdale Board of Education
A. I hereby request and authorize the above named disbursing
officer to deduct from my earnings an amount sufficient to be
provided for the payment of those yearly membership dues as
certified by the organizations indicated in equal monthly
payments for all or part of the current school year and for
succeeding school years. I understand that the disbursing
officer will discontinue such deductions only if I file such
notice of withdrawal in accordance with paragraph D herein
below, in which event, deductions will be discontinued in
accordance with the provisions of Paragraph D. I also agree
that upon termination of employment, the disbursing officer
shall deduct any remaining amount due for that current school
year. I hereby waive all right and claim for said monies so
deducted and transmitted in accordance with this
authorization and relieve the governing board and all of its
officers from any liability therefore, I designate the
Riverdale Education Association to receive dues and
distribute according to the organization(s) indicated.
Riverdale Education Association
Morris County Council of Education Associations
New Jersey Education Association
National Education Association
B. Each of the associations named above shall certify to the
Board in writing, the current rate of its membership dues.
Any association which shall change the rate of its
membership’s dues shall give the Board written notice prior
to the effective date of such change.
C. Additional authorization for dues deductions may be received
after August 1 under rules established by the State
Department of Education.
D. A notice of a teacher's withdrawal filed prior to June 1
shall become effective to halt deductions as of July 1 next;
a notice of a teacher's withdrawal filed prior to December 1
shall become effective to halt deductions as of January 1
next.
20
Article XIII
Management Rights Clause
The Board reserves jurisdiction and authority over matters of
policy and retains the right, subject only to the limitations
imposed by the language of this Agreement, in accordance with
applicable laws and regulations:
A. To direct employees of the school district;
B. To hire, promote, transfer, assign, and retain
employees in positions in the school district.
C. To discipline employees or relieve employees from duty
because of lack of work or other legitimate reasons;
D. To maintain efficiency of the school district
operations entrusted to it;
E. To determine the methods, means and personnel by which
such operations are to be conducted; and
F. To take whatever actions may be necessary to carry out
the mission of the school district in situations of
emergency.
21
Article XIV
Representation Fee
A. Purpose of Fee. If a employee does not become a member of
the Association during any membership year (i.e., from
September 1 to the following August 31) which is covered in
whole or in part by this Agreement, said employee will be
required to pay a representation fee to the Association for
that membership year. The purpose of the fee will be to
offset the employee’s per capita cost of services rendered
by the Association as majority representative.
B. Amount of Fee/Notification. Prior to the beginning of each
membership year, the Association will notify the Board in
writing of the amount of the regular membership dues,
initiation fees and assessments charged by the Association
to its own members for that membership year. The
representation fee to be paid by non-members /fee payers
shall be computed annually in accordance with the law and
shall not exceed 85% of the amount of dues, fees and
assessments due Association members.
C. Notification. On or about November 1st, of each year
covered in whole or in part by this Agreement, the Board
will submit to the Association a list of all employees in
the bargaining unit. On or about January 1st of each year,
the Association shall provide the Board with names of those
employees who are required to pay the representation fee.
D. Payroll Deduction. The Board will deduct the representation
fee in equal installments, as nearly as possible, from the
paychecks paid to each employee on the aforesaid list during
the remainder of the membership year in question. The
deductions will begin with the first paycheck paid in
February. Before making any payroll deductions, the
Association shall provide the Board with evidence that the
Association maintains a demand and return system.
E. Mechanics. Except as otherwise provided in this article,
the mechanics for the deductions of representation fees and
the transmission of such fees to the Association will, as
nearly as possible, be the same as those used for the
deduction and transmission of regular membership dues to the
Association.
F. New Employees. The Association will notify the Board in
writing of any changes in the list provided for in paragraph
1 above and/or the amount of the representation fee, and
such changes will be reflected in any deductions made more
than 10 days after the Board received said notice.
G. Indemnification. The Association agrees to indemnify and
hold the Board harmless against any and all claims demands,
suits and/or other form of liability, including but not
22
limited to attorneys’ fees and/or other legal costs and
expenses, that may arise out of any action taken or not
taken by the Board pursuant to this Article.
Article XV
Duration of Agreement
The provisions of this Agreement shall be effective as of July 1,
2004, and shall remain in full force and effect until June 30,
2007. This agreement shall not be extended orally and it is
expressly understood that it shall expire on the date indicated.
Any extension shall be mutually agreed upon in writing by the
parties of the Agreement and unless such extensions are agreed
upon, this contract shall expire on the date indicated herein.
The Board and the Association agree to begin negotiations for a
successor Agreement no later than the law allows. At the first
meeting, a schedule of meetings and rules for the conduct of
negotiations shall be established.
IN WITNESS WHEREOF, the parties have caused this Agreement to
be signed by their respective Secretaries, and their corporate
seals to be placed hereon, all on the day and year first written
above.
Riverdale Education Association
By:_____________________________
President
By:_____________________________
Secretary
Riverdale Board of Education
By:_____________________________
President
By:_____________________________
Board Secretary
23
SCHEDULE A
Extra Pay for Extra Services Guide 2004-2005
SPORTS Base Salary Coaching Experience
5 years 6-10 years 10+ years
Basketball $1,563 $521 $782 $1,042
Baseball $1,563 $521 $782 $1,042
Softball $1,563 $521 $782 $1,042
Fall Intramurals $1,563 n/a n/a n/a
STUDENT ACTIVITY ADVISORS* Step 1 Step 2 Step 3
Yearbook Advisor $1,459 $1,563 $1,667
Technology Club $1,459 $1,563 $1,667
Student Council Advisor $1,459 $1,563 $1,667
Asst. Student Council Advisor $1,459 $1,563 $1,667
Gifted & Talented Advisors $1,563 $1,667 $1,771
Newspaper $ 938 $1,042 $1,146
Drama Advisors
Fall $1,355 $1,459 $1,563
Spring $1,355 $1,459 $1,563
8th Grade Advisor $1,355 $1,459 $1,563
Cheerleading Advisor $1,355 $1,459 $1,563
ADDITIONAL PROFESSIONAL RESPONSIBILITIES
Club Advisors $42 /hr
Committee Workers $42 /hr
Art Show Coordinators $42 /hr
Music Teacher - Evening Concerts $42 /hr
Science Fair Coordinator $42 /hr
Coverages, Workshops $42 /hr
Other Positions† $42 /hr
Curriculum Coordinator $2,162 /year
Summer School Teacher $4,168 /year (100 hours)
Overnight Chaperones $182 /evening
* Step 1 = 1 year experience
Step 2 = 2 years experience
Step 3 = 3+ years experience
† As approved by the Superintendent
24
SCHEDULE B
Extra Pay for Extra Services Guide 2005-2006
SPORTS Base Salary Coaching Experience
5 years 6-10 years 10+ years
Basketball $1,632 $544 $816 $1,088
Baseball $1,632 $544 $816 $1,088
Softball $1,632 $544 $816 $1,088
Fall Intramurals $1,632 n/a n/a n/a
STUDENT ACTIVITY ADVISORS* Step 1 Step 2 Step 3
Yearbook Advisor $1,523 $1,632 $1,741
Technology Club $1,523 $1,632 $1,741
Student Council Advisor $1,523 $1,632 $1,741
Asst. Student Council Advisor $1,523 $1,632 $1,741
Gifted & Talented Advisors $1,632 $1,741 $1,849
Newspaper $ 979 $1,088 $1,197
Drama Advisors
Fall $1,414 $1,523 $1,632
Spring $1,414 $1,523 $1,632
8th Grade Advisor $1,414 $1,523 $1,632
Cheerleading Advisor $1,414 $1,523 $1,632
ADDITIONAL PROFESSIONAL RESPONSIBILITIES
Club Advisors $44 /hr
Committee Workers $44 /hr
Art Show Coordinators $44 /hr
Music Teacher - Evening Concerts $44 /hr
Science Fair Coordinator $44 /hr
Coverages, Workshops $44 /hr
Other Positions† $44 /hr
Curriculum Coordinator $2,257 /year
Summer School Teacher $4,351 /year (100 hours)
Overnight Chaperones $190 /evening
* Step 1 = 1 year experience
Step 2 = 2 years experience
Step 3 = 3+ years experience
† As approved by the Superintendent
25
SCHEDULE C
Extra Pay for Extra Services Guide 2006-2007
SPORTS Base Salary Coaching Experience
5 years 6-10 years 10+ years
Basketball $1,705 $568 $853 $1,137
Baseball $1,705 $568 $853 $1,137
Softball $1,705 $568 $853 $1,137
Fall Intramurals $1,705 n/a n/a n/a
STUDENT ACTIVITY ADVISORS* Step 1 Step 2 Step 3
Yearbook Advisor $1,592 $1,705 $1,819
Technology Club $1,592 $1,705 $1,819
Student Council Advisor $1,592 $1,705 $1,819
Asst. Student Council Advisor $1,592 $1,705 $1,819
Gifted & Talented Advisors $1,705 $1,819 $1,933
Newspaper $1,023 $1,137 $1,250
Drama Advisors
Fall $1,478 $1,592 $1,705
Spring $1,478 $1,592 $1,705
8th Grade Advisor $1,478 $1,592 $1,705
Cheerleading Advisor $1,478 $1,592 $1,705
ADDITIONAL PROFESSIONAL RESPONSIBILITIES
Club Advisors $45 /hr
Committee Workers $45 /hr
Art Show Coordinators $45 /hr
Music Teacher - Evening Concerts $45 /hr
Science Fair Coordinator $45 /hr
Coverages, Workshops $45 /hr
Other Positions† $45 /hr
Curriculum Coordinator $2,359 /year
Summer School Teacher $4,547 /year (100 hours)
Overnight Chaperones $199 /evening
* Step 1 = 1 year experience
Step 2 = 2 years experience
Step 3 = 3+ years experience
† As approved by the Superintendent
26
SCHEDULE D
Salary Guide 2004-2005
Step BA BA+10 BA+20 BA+30 MA MA+10 MA+20 MA+30 MA+45 MA+60
1-2 39,810 40,410 41,010 41,610 42,410 42,810 43,535 44,010 44,610 45,210
3 40,950 41,550 42,150 42,750 43,550 43,950 44,675 45,150 45,750 46,350
4 42,110 42,710 43,310 43,910 44,710 45,110 45,835 46,310 46,910 47,510
5 43,270 43,870 44,470 45,070 45,870 46,270 46,995 47,470 48,070 48,670
6 44,430 45,030 45,630 46,230 47,030 47,430 48,155 48,630 49,230 49,830
7 45,590 46,190 46,790 47,390 48,190 48,590 49,315 49,790 50,390 50,990
8 46,750 47,350 47,950 48,550 49,350 49,750 50,475 50,950 51,550 52,150
9 47,910 48,510 49,110 49,710 50,510 50,910 51,635 52,110 52,710 53,310
10 49,070 49,670 50,270 50,870 51,670 52,070 52,795 53,270 53,870 54,470
11 50,320 50,920 51,520 52,120 52,920 53,320 54,045 54,520 55,120 55,720
12 51,570 52,170 52,770 53,370 54,170 54,570 55,295 55,770 56,370 56,970
13 52,820 53,420 54,020 54,620 55,420 55,820 56,545 57,020 57,620 58,220
14 54,075 54,675 55,275 55,875 56,675 57,075 57,800 58,275 58,875 59,475
15 55,325 55,925 56,525 57,125 57,925 58,325 59,050 59,525 60,125 60,725
16 56,745 57,345 57,945 58,545 59,345 59,745 60,470 60,945 61,545 62,145
17 58,365 58,965 59,565 60,165 60,965 61,365 62,090 62,565 63,165 63,765
18 60,185 60,785 61,385 61,985 62,785 63,185 63,910 64,385 64,985 65,585
19 62,205 62,805 63,405 64,005 64,805 65,205 65,930 66,405 67,005 67,605
20 64,425 65,025 65,625 66,225 67,025 67,425 68,150 68,625 69,225 69,825
21 66,845 67,445 68,045 68,645 69,445 69,845 70,570 71,045 71,645 72,245
22 69,465 70,065 70,665 71,265 72,065 72,465 73,190 73,665 74,265 74,865
23 72,285 72,885 73,485 74,085 74,885 75,285 76,010 76,485 77,085 77,685
27
SCHEDULE E
Salary Guide 2005-2006
Step BA BA+10 BA+20 BA+30 MA MA+10 MA+20 MA+30 MA+45 MA+60
1 41,395 42,020 42,645 43,270 43,995 44,520 45,145 45,770 46,395 47,020
2-3 41,895 42,520 43,145 43,770 44,495 45,020 45,645 46,270 46,895 47,520
4 43,055 43,680 44,305 44,930 45,655 46,180 46,805 47,430 48,055 48,680
5 44,215 44,840 45,465 46,090 46,815 47,340 47,965 48,590 49,215 49,840
6 45,375 46,000 46,625 47,250 47,975 48,500 49,125 49,750 50,375 51,000
7 46,535 47,160 47,785 48,410 49,135 49,660 50,285 50,910 51,535 52,160
8 47,695 48,320 48,945 49,570 50,295 50,820 51,445 52,070 52,695 53,320
9 48,855 49,480 50,105 50,730 51,455 51,980 52,605 53,230 53,855 54,480
10 50,015 50,640 51,265 51,890 52,615 53,140 53,765 54,390 55,015 55,640
11 51,265 51,890 52,515 53,140 53,865 54,390 55,015 55,640 56,265 56,890
12 52,515 53,140 53,765 54,390 55,115 55,640 56,265 56,890 57,515 58,140
13 53,765 54,390 55,015 55,640 56,365 56,890 57,515 58,140 58,765 59,390
14 55,015 55,640 56,265 56,890 57,615 58,140 58,765 59,390 60,015 60,640
15 56,265 56,890 57,515 58,140 58,865 59,390 60,015 60,640 61,265 61,890
16 57,685 58,310 58,935 59,560 60,285 60,810 61,435 62,060 62,685 63,310
17 59,305 59,930 60,555 61,180 61,905 62,430 63,055 63,680 64,305 64,930
18 61,125 61,750 62,375 63,000 63,725 64,250 64,875 65,500 66,125 66,750
19 63,145 63,770 64,395 65,020 65,745 66,270 66,895 67,520 68,145 68,770
20 65,380 66,005 66,630 67,255 67,980 68,505 69,130 69,755 70,380 71,005
21 67,815 68,440 69,065 69,690 70,415 70,940 71,565 72,190 72,815 73,440
22 70,450 71,075 71,700 72,325 73,050 73,575 74,200 74,825 75,450 76,075
23 73,285 73,910 74,535 75,160 75,885 76,410 77,035 77,660 78,285 78,910
28
SCHEDULE F
Salary Guide 2006-2007
Step BA BA+10 BA+20 BA+30 MA MA+10 MA+20 MA+30 MA+45 MA+60
1-2 43,670 44,320 44,970 45,620 46,270 46,920 47,570 48,220 48,870 49,520
3-4 44,170 44,820 45,470 46,120 46,770 47,420 48,070 48,720 49,370 50,020
5 45,330 45,980 46,630 47,280 47,930 48,580 49,230 49,880 50,530 51,180
6 46,490 47,140 47,790 48,440 49,090 49,740 50,390 51,040 51,690 52,340
7 47,650 48,300 48,950 49,600 50,250 50,900 51,550 52,200 52,850 53,500
8 48,810 49,460 50,110 50,760 51,410 52,060 52,710 53,360 54,010 54,660
9 49,970 50,620 51,270 51,920 52,570 53,220 53,870 54,520 55,170 55,820
10 51,130 51,780 52,430 53,080 53,730 54,380 55,030 55,680 56,330 56,980
11 52,380 53,030 53,680 54,330 54,980 55,630 56,280 56,930 57,580 58,230
12 53,630 54,280 54,930 55,580 56,230 56,880 57,530 58,180 58,830 59,480
13 54,880 55,530 56,180 56,830 57,480 58,130 58,780 59,430 60,080 60,730
14 56,130 56,780 57,430 58,080 58,730 59,380 60,030 60,680 61,330 61,980
15 57,380 58,030 58,680 59,330 59,980 60,630 61,280 61,930 62,580 63,230
16 58,800 59,450 60,100 60,750 61,400 62,050 62,700 63,350 64,000 64,650
17 60,420 61,070 61,720 62,370 63,020 63,670 64,320 64,970 65,620 66,270
18 62,240 62,890 63,540 64,190 64,840 65,490 66,140 66,790 67,440 68,090
19 64,265 64,915 65,565 66,215 66,865 67,515 68,165 68,815 69,465 70,115
20 66,495 67,145 67,795 68,445 69,095 69,745 70,395 71,045 71,695 72,345
21 68,925 69,575 70,225 70,875 71,525 72,175 72,825 73,475 74,125 74,775
22 71,555 72,205 72,855 73,505 74,155 74,805 75,455 76,105 76,755 77,405
23 74,285 74,935 75,585 76,235 76,885 77,535 78,185 78,835 79,485 80,135
29
SCHEDULE G
Teacher Guide Advancement Chart
(Read directly across a horizontal line to track advancement)
2003-04 2004-05 2005-06 2006-07
Step Step Step Step
1 1-2
1 1-2 2-3 3-4
2 3 4 5
3 4 5 6
4 5 6 7
5 6 7 8
6 7 8 9
7 8 9 10
8 9 10 11
9 10 11 12
10 11 12 13
11 12 13 14
12 13 14 15
13 14 15 16
14 15 16 17
15 16 17 18
16 17 18 19
17 18 19 20
18 19 20 21
19 20 21 22
20 21 22 23
21 22 23 23
22 23 23 23
23 23 23 23Searchable Contract Text Unavailable - See Printer Friendly Version |