ARTICLE		PAGE NUMBER
1	Recognition	3
2	Negotiation Procedure	5
3	Administrative Review of Agreement	5
4	Employee Rights	6
5	Association Rights and Privileges	8
6	Rights of the Board	10
7	Grievance Procedure	10
8	Work Year	13
9	Hours of Work	19
10	Salaries	24
11	Use of Personal Automobile	30
12	Employment	30
13	Assignment	30
14	Reassignment, Transfers, Promotions	31
15	Evaluation	32
16	Temporary Leaves of Absence	33
17	Extended Leaves of Absence	35
18	Insurance Protection	37
19	Representative Fee	39
20	Book Collection, Storage and Distribution	41
21	Protection of Employees	41
22	Seniority and Subcontracting	41
23	Payment for Accumulated Sick Leave on Retirement	42
24	Tuition Reimbursement	43
25	Miscellaneous Provisions	44
26	Duration of Agreement	45
Schedule A	Extra-Curricular Activities	46
Schedule B	Additional Assignments	47
Schedule C	Dental Care Plan	48
Schedule D-1	Teachers’ Salary Guide - 2008-2009	49
Schedule D-2	Teachers’ Salary Guide - 2009-2010	49
Schedule D-3	Teachers’ Salary Guide - 2010-2011	50
Schedule E	Secretaries’ Salary Guide - 2008-2009, 2009-2010 and 2010-2011	51
Schedule F	Custodians’ Salary Guide - 2008-2009, 2009-2010 and 2010-2011	52
Schedule G	A.B.A.T. Salary Guide – 2008-2009, 2009-2010 and 2010-2011	52
Schedule H	Hourly Aides’ Guide - 2008-2009, 2009-2010 and 2010-2011	53
Schedule I	Technology Assistant Hourly Rates 2008-2009, 2009-2010, and 2010-2011	53
Schedule J	Cafeteria Workers’ Salary Guide - 2008-2009, 2009-2010 and 2010-2011	53
Schedule K	Signing Interpreter Salary Guide -2008-2009, 2009-2010, 2010-2011.	53
Schedule L	Overtime Procedures	54

The Mount Laurel Board of Education hereby continues to recognize the Mount Laurel Education Association as the exclusive and sole representative for collective negotiation concerning the terms and conditions of employment for personnel whether under contract or on a per diem, or per hour basis, (not to include substitute teachers), as employed by the Board and to include:

1. Certified Teachers
2. Secretaries
3. Custodians
4. Cafeteria Workers
5. Assistants
6. Library Aides, Nurse Aides, Office Aides, Preschool Handicap Aides, Aides to Classrooms, Aides to Classrooms (Autistic), and Aides to Classrooms (Hygienic)
7. Applied Behavior Analysis Trainers
8. Student Information Manager
9. Signing Interpreter
10. Technology Assistant
11. Occupational Therapist
12. Technology Facilitator

Unless otherwise indicated the term "Secretaries", when used hereinafter in this Agreement, shall refer to
all school district secretarial employees represented by the Mount Laurel Education Association, excluding the following:

The Mount Laurel Education Association recognizes the Board, the elected representative of the people of the Mount Laurel School District, as the employer of the personnel of the Mount Laurel School District.

Reference to the "members of the bargaining unit" shall mean the membership of the Mount Laurel Education Association as represented by the officers, executive committee(s), or other duly constituted committee(s) during the term of this Agreement.

It is the purpose of this Agreement to achieve better understanding between the Mount Laurel Township Board of Education and the members of the Mount Laurel Education Association, to provide for a peaceful and mutual adjustment of differences which may arise, and to establish proper standards concerning terms and conditions of employment.

ARTICLE 2
NEGOTIATION PROCEDURE

The Board and the Mount Laurel Education Association agree to enter into collective negotiations over a successor Agreement in accordance with the N.J. Public Employer-Employee Relations Act of 1968, as amended, in good-faith effort to reach agreement on all matters concerning the terms and conditions of employment. Such negotiations shall commence and proceed in accordance with the prevailing rules and regulations of the Public Employment Relations Commission or no later than December 15, unless otherwise mutually agreed by the parties, of the preceding calendar year in which this Agreement expires, if the regulations of the aforementioned Commission do not mandate a commencement date.

All negotiation meetings shall take place after the conclusion of the regularly scheduled school hours unless the Board and the Association specifically agree otherwise.

The Mount Laurel Education Association and the Board recognize that a majority of the Board of Education and the Mount Laurel Education Association must ratify all agreements reached.

Any item of this Agreement may be modified or renegotiated, if mutually agreed upon by both parties. Any agreed upon modification shall be in writing, duly executed by both parties.

The Board agrees not to negotiate concerning said employees in the negotiating unit as defined in Article I of this Agreement, with any organization other than the Mount Laurel Education Association for the duration of this Agreement unless such organization shall represent at least 51% of the total negotiating unit.

representatives of the other party.


ARTICLE 3
ADMINISTRATIVE REVIEW OF AGREEMENT

ARTICLE 4
EMPLOYEE RIGHTS

Pursuant to N.J. Public Employer-Employee Relations Act of 1968, as amended, the Board hereby agrees that employees employed by the Board shall have the right, freely to organize, join and support the Association and its affiliates for the purpose of engaging in collective negotiations and other lawful concerted activities. As a duly elected body exercising governmental power under the law of the State of New Jersey, the Board undertakes and agrees that it shall not directly or indirectly discourage or deprive or coerce employees in the enjoyment of any rights conferred by N.J. Public Employer-Employee Relations Act of 1968, as amended, or other laws of New Jersey and/or the Constitutions of New Jersey and the United States; that it shall not discriminate against any employee with respect to hours, wages, or any terms or conditions of employment; by reason of his membership in the Association and its affiliates, his participation in any lawful activities of the Association and its affiliates, collective negotiations with the Board or his institution of any grievance, complaint, or proceeding under this Agreement or with respect to any terms or conditions of employment.

Nothing contained herein shall be construed to deny or restrict to any employee such rights as he may have under New Jersey School Laws or other applicable laws and regulations. The rights granted to employees in Article IV shall be deemed in addition to those provided in this Agreement. Likewise, nothing contained herein shall be construed to deny or restrict the Board in the exercise of any rights which it may have under the New Jersey School Laws or other applicable laws and/or administrative regulations.

The Board agrees to adhere to a fair dismissal policy that is in accordance with the then prevailing law of the State of New Jersey with respect to the non-renewal or termination of non-tenure teachers and secretaries.

The Board and the Association mutually agree to adhere to prevailing law with respect to the protection of individual rights and the pursuit and exercise of academic freedom by teachers. This is grievable up to the Board of Education Level until such time as the status of the negotiability of the topic changes.

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

2. No educational support personnel employee shall be disciplined or reprimanded without just cause. The Board retains the right to discipline or discharge a support staff employee during the term of his/her employment contract when the educational support personnel employee’s performance and/or attendance negatively affects his/her ability to perform his/her assigned tasks. Discipline may include oral and/or written reprimands, increment withholdings, fines or suspensions without pay if consistent with law, and mid-contract discharges consistent with individual contracts.

All disciplinary acts shall be subject to the grievance procedure. Any discipline to be imposed shall be determined on a case by case basis and shall take into account the nature of the offense, the length of service and general employment record of the support staff employee, the number of previous offenses, any other mitigating circumstances, and previous discipline administered to others in similar situations.

Whenever any employee is required to appear before the superintendent, the Board or any committee thereof concerning any matter which could adversely affect the continuation of that employee in his office, position, or employment, he shall be given prior written notice of the reasons for such meeting and shall be entitled to have a representative of the Association present to advise him and represent him at such a meeting.

1. Except where the law otherwise permits suspensions without pay, any suspension of a teacher pending the certification of charges against him by the Board shall be with pay until such time as the Board certifies said charges or fails to act within the time limits fixed by law. In the event that the Board does certify charges against a teacher, it shall have the discretion to determine whether the continuation of that suspension shall be with pay or without pay for such period of time as permitted by law. If a teacher is suspended without pay and that suspension is subsequently invalidated, the teacher will be paid such compensation as would have been due him had he continued to serve during the period of that suspension, less the amount of any compensation which he may have received during the interim period from other sources.

2. Except where the law otherwise permits suspensions without pay, any suspension of any educational support personnel employee shall be with pay pending completion of the following procedures:

a. an Investigatory review of any alleged wrongdoing.
b. an administrative hearing with the employee and a representative
c. a determination of the superintendent/assistant superintendent of business with respect to discipline.

Any discipline shall be subject to the grievance procedure and commence at the superintendent/assistant superintendent of business level.

No supervisor, administrator or board member shall humiliate any employee in the presence of students, parents or at public meetings. Likewise, no employee or association representative shall humiliate any supervisor, administrator, or board member in the presence of students, parents or at public meetings. This is grievable up to the Board of Education Level until such time as the status of the negotiability of the topic changes.

No employee shall be prevented from wearing pins or other identification of reasonable size indicating membership in the Association or its affiliates.

The teacher shall maintain the responsibility to determine grades and other evaluations of students within the grading policies of the Mount Laurel Township School District based upon his professional judgment of available criteria pertinent to any given subject area or activity to which he is responsible. No grade or evaluation shall be changed by any administrator unless he shall have first made every reasonable effort to consult with the teacher who determined the original grade or evaluation and found that teacher to be unavailable for consultation. Administrative changes of any grade or evaluation shall be recorded as such.

An employee, upon written request to the Personnel Office, shall be given permission to inspect his/her official personnel file which is used by the system for his/her evaluation. No material which could adversely affect an employee's employment shall be placed in his/her personnel file unless the employee has been notified in writing and given an opportunity to review the material. The employee shall acknowledge that he/she has had the opportunity to review such material by affixing his/her signature to the copy to be filed, with the understanding that such signature in no way indicates agreement with the contents thereof. The employee shall also have the right to submit a written answer to such material and his/her answer shall be reviewed by the Superintendent or his designee and attached to the file copy.

Employees shall not be required to engage in fund raising. Collection of monies for PTA/PTO or school purposes shall not be considered "fund raising."

ARTICLE 5
ASSOCIATION RIGHTS AND PRIVILEGES

For information only the Board agrees to furnish to the Association, in response to reasonable requests from time to time, all available information concerning the educational program and the financial resources of the district, including but not limited to: Class size, number of specialists, register of certified personnel, tentative budgetary requirements and allocations approved by the county superintendent, census data, individual and group health insurance premiums and experience figures, names and addresses of all employees, and information in the public domain, or required by law. Annual financial reports and audits, and minutes of all Board meetings shall be available to the Association in developing intelligent, accurate, informed and constructive programs on behalf of the teachers and their students, together with information which may be necessary for the Association to process a complaint.

Representatives of the Mount Laurel Education Association, the New Jersey Education Association and the National Education Association shall be permitted to transact official M.L.E.A. business on school property before school hours, no earlier than the beginning of the first custodial shift, after school hours or during lunch, provided that this shall not interfere with or interrupt normal school operations provided permission has been obtained from the superintendent, assistant superintendent, or the building principal.

The Association shall have the privilege of using school buildings at reasonable hours after the conclusion of the teacher work day, on days when school is in session, or when the school is already open for other public use, in accordance with the hours set forth in the prevailing administrative directive concerning use of school facilities by the general public. Prior notice to the administration shall be given by the Association. Permission shall not be unreasonably denied.

With the approval of the building principal, which shall not be unreasonably denied, the Association shall have the privilege of using within the buildings, school equipment including: typewriters, mimeograph machines, duplicating equipment, calculating machines, classroom computers, and all types of audio-visual equipment after school hours when such equipment is not otherwise in use. Expendable supplies shall be at the cost of the MLEA.

The Board shall provide a bulletin board in the staff lounge in each school which the Association shall use. The Association shall refrain from posting or displaying any materials at any other location of school property. Copies of all materials to be posted on such bulletin boards shall be given to the building principals but no approval shall be required. In the event the building principal finds the materials to be objectionable, he/she should express his/her concern to the building representative. If the building representative and the principal cannot agree on whether the materials should or should not be posted, the matter will be referred to the MLEA Executive Rep Council Committee. While the matter is being reviewed by the MLEA Executive Rep Council Committee, the materials in question shall not remain on the bulletin Board. If the MLEA Executive Rep Council Committee cannot resolve the dispute, the situation shall be referred to the Superintendent’s Advisory Committee (administrators, supervisors, teachers, and educational support personnel) for the final resolution.

The Association shall have the privilege of making reasonable use of the inter-school mail facilities and school mail boxes for any lawful purpose and without the approval of building principals or other members of the administration.

The Superintendent may submit a proposed school calendar to the District Committee for the next school year on or before February 15. However, the Board shall retain the right to determine the school calendar which shall prevail in the District.

In addition, with prior approval of the Superintendent, such approval, which shall not unreasonably be denied, an additional forty (40) minutes per week for meetings with the Superintendent or his/her designee shall be scheduled.

ARTICLE 6
RIGHTS OF THE BOARD

ARTICLE 7
GRIEVANCE PROCEDURE

A "party in interest" is the "aggrieved person" making the claim and any person who might be required to take action or against whom action might be taken in order to resolve the claim.

If the aggrieved person is not satisfied with the disposition of his grievance at Level One, or if no
decision has been rendered within five (5) work days after the presentation of the grievance, he
may submit the grievance and action taken at Level One in writing to the Assistant
Superintendent for Business if a custodial or cafeteria employee or an employee with any payroll
related grievance, or to the Assistant Superintendent for Curriculum, Instruction and Assessment
if any other category of employee in this unit. The grievance must be filed at Level Two within five
(5) work days after the decision at Level One or within ten (10) work days after the grievance was
filed at Level One, whichever is sooner. If the grievance has not been provided to the Association
by the grievant, the District shall provide the Association with a copy. Grievances that are initiated
as a result of a central administrative decision can be submitted to the grievance procedure at
Level Two.

be accompanied or represented by a third party, the employee shall notify the person with whom he is to meet, at least one day in advance. When an employee is not represented by the Association, the Association shall have the right to be present at all meetings after the grievance has been filed in writing at Level II, Level III, or Level IV.

4. Additional Summer Work

The following employees shall work five (5) days in the period beginning with the day after the last ten month teacher work day in one school year and ending with the day before the next teacher work day in the next school year:

Guidance Counselors at Harrington and Hartford
Reading Specialists except at Harrington
Librarians

Nurses at Harrington

The following employees shall work four (4) days in the period beginning with the day after the last ten month teacher work day in one school year and ending with the day before the next teacher work day in the next school year:

Hartford Nurses
The following employees shall work up to three (3) days, as needed, beginning with the day after the last ten month teacher work day in one school year and ending with the day before the next teacher work day in the next school year:

Reading Specialists at Harrington

All other nurses shall work up to two (2) days beginning with the day after the last ten month teacher work day in one school year and ending with the day before the next teacher work day in the next school year. In the summer of 2004, these days shall be compensated with compensatory days. Effective with the summer following the 2004-2005 school year, said
days shall be compensated at the per diem rate of pay.
e. There shall be a pool of 20 days for CST summer work. Said assignment shall be mutually
scheduled between the CST members and the Assistant Superintendent for Curriculum,
Instruction and Assessment.

f. The annual individual services contract of each of the positions listed above, beginning with

additional days. Each of the five (5) additional days will be compensated at that year’s per

g. Payment under a. and b. above shall be pensionable if consistent with TPAF rules and
regulations.

Time worked by any of the occupants of the above positions worked beyond the number of
days shown shall be compensated with compensatory days off.

The parties agree to establish a committee to begin meeting after mutual ratification of the 2001-2004 Agreement with the purpose of reviewing and coming to agreement on other summer pay situations not covered by the above and other sections of this Agreement.

e. All vacation time will be credited on July 1.

h. Effective with the mutual ratification of the 2001-2004 Agreement, ten (10) month
secretaries promoted from a ten (10) month to a twelve (12) month secretarial position
shall have each year of their time in a ten (10) month position computed towards their
vacation entitlement. This section applies to current 12 month secretaries who have
been promoted in the past from a ten (10) month secretary position. A ten (10) month
secretary promoted to a twelve (12) month position must wait to the second July 1^st
after promotion to have vacation credited. On that July 1^st, vacation shall be credited
to the employee using the calculation contained above.

i. Effective with the mutual ratification of the 2001-2002 Agreement, office aides
promoted to a 12 month secretary position shall receive one (1) year credit for
vacation purposes for every three (3) years worked as an office aide. This section
applies to current secretaries who have been promoted in the past from an office aide
position.

3. When schools are closed due to inclement weather or because of an emergency, secretarial personnel will not ordinarily report for work. The superintendent may, if he feels conditions warrant it, require that secretaries report for work. On such a day, a supervisory employee will be present during the time when the secretary is present.

If Rosh Hashanah or Yom Kippur are not scheduled school days, this (these) day(s) will be a holiday for custodians.
NJEA Convention: during the two day period, one custodian from each elementary school and two custodians from the upper grade schools shall be permitted to attend the Convention. The approval for such leave shall be based upon rotating seniority and the attendee(s) must produce proof of attendance in order to be paid for the day granted.

emergency situations, the Board may allow a carryover of credited

remaining periods are to be used by the team as needed for the purpose of grade level
planning time.

Meetings which take place after the regular in-school workday and which require attendance shall
not be called on Fridays or on any day immediately preceding any holiday or other day upon
which teacher attendance is not required at school, except in case of emergency.

1, Pre-kindergarten through fourth grade:
Fall conferences
There shall be two evening parent-teacher conference sessions in the Fall. All certified teaching staff members in the unit shall attend both evening conferences in their entirety. Certified teaching staff members who miss any session will be charged with a half day absence.
Spring conferences
There shall be one evening parent-teacher conference session in the Spring. All staff are required to remain until the conclusion of the regular day for the day on which afternoon conferences are held. For the date of evening conferences, teachers are responsible for two hours either in the afternoon or evening. Time accountabilities are determined in discussion with the building principal.
2. Fifth grade through eighth grade:
There shall be two evening parent-teacher conference sessions in the Fall and one evening parent-teacher conference evening in the Spring. All certified teaching staff members in the unit shall attend all evening conferences in their entirety. Certified teaching staff members who miss any session will be charged with a half-day absence.
3. All teachers:
Evening conferences shall be scheduled from 6:00 p.m. to 8:00 p.m. The two evening parent-conferences in the Fall shall not be scheduled on back-to-back nights.

On one evening conference date in the Fall and for the one evening conference date in the Spring, teaching staff members in the unit shall be released 15 minutes after the minimum time to qualify that day as an instructional day under State requirements.

A half-day absence shall be charged in the event of a teacher’s absence during those days during the parent-teacher conference periods which are minimum instructional days as defined by the State.

a. Overtime is defined to mean any time spent at one’s regular assigned duties either before or
after regular assigned duties either before or after regular daily work (including the lunch
period) in excess of forty (40) hours in any work week. For the purpose of determining
overtime, the following shall count as regular work days: holidays; paid sick days; paid
personal days; paid vacation days; and other approved paid leaves.

b. Overtime work will be voluntary and based upon mutual agreement of the employee and
immediate supervisor unless in the immediate supervisor’s judgment the work involved should
be performed by a specific employee based upon the content of the work to be performed and
the skill or knowledge required.

c. Effective after the date of mutual ratification of the 1995-1998 Agreement, the custodian’s
annual salary will be divided by 2080 to calculate the hourly rate to be used when paying
overtime.

d. The overtime rotating procedures can be found at Schedule L.

3. Compensatory Time

Employees may choose to receive compensatory time in lieu of monetary compensation for each hour of overtime worked at a rate of 1.5 times the number of hours worked as overtime. Use of compensatory time must be approved by the appropriate administrator. Compensatory time cannot be denied without just cause.

All Student Information Managers shall work eight (8) hours per day, including an hour duty free lunch as mutually scheduled.

All Signing Interpreters shall work six and one-half (6.5) hours per day, including a thirty (30) minute duty free lunch.

a. Payments at $750 or more shall be issued by separate check. Any payment less than $750 shall be made as part of the regular payroll.

The occupants of Schedule A positions shall be paid two times per year (December 15 and May 30) with the following exceptions:
HMS Interscholastic Sports Coaches who will be paid on October 30, February 28 and May 30.
STEP Music/Art, HMS Intramurals, HMS Performing Arts, HF Intramurals who will be paid who will be paid on the pay schedule after submitting vouchers.

The occupants of Schedule B positions shall be paid two times per year (December 15 and May 30) with the following exceptions:

Employees approved to be in-service presenters within the District and within the school day shall be paid in accordance with the rates set forth in Schedule B.

Employees approved to be workshop presenters, after the regular work day, in the evening, and during summer months shall be paid in accordance with the rates set forth in Schedule B.

1. A “club” is school sponsored and student selected. It takes place outside the regular school day, does not supplant the curriculum, but could be an extension of the approved curriculum, enables pupils to explore a wider range of individual interests than might be available in the regular curriculum program, and meets social, physical and/or intellectual needs.

2. The Board agrees to provide a system of remuneration for extra-curricular club activities as follows:

Club pool:

2008-2009	2009-2010	2010-2011
$35,000	$37,500	$40,000

among the schools and 50% is allocated based on grade 1-4 student population.

up monies for other clubs. Only the applying teacher can alter the club proposal. As with the initial submission, the final decision to approve and to fund clubs is the responsibility of the Board of Education.

3. Ten (10) Month Secretaries

The parties do hereby agree that the compensation of ten (10) month secretaries for this Agreement’s years shall be computed in accordance with Schedule E attached hereto. If a ten month secretary is directed by the Superintendent or his/her designee in writing to work on a day which is not part of her/his work regular work year, she/he shall be paid at her/his per diem rate for the day. If a ten month secretary volunteers to work on a day which is not part of her/his work regular work year and is approved in writing by her/his supervisor, she/he shall be paid at the secretary substitute rate for the time worked.

4. Cafeteria Workers

The parties do hereby agree that the compensation of cafeteria workers for this Agreement’s years shall be computed in accordance with Schedule K attached hereto.

Each cafeteria worker shall have a uniform allowance of one hundred seventy-five dollars ($175) per year.

5. Applied Behavior Analysis Trainers

The parties do hereby agree that the compensation of Applied Behavior Analysis Trainers for this Agreement’s years shall be computed in accordance with Schedule G attached hereto.

6. Hourly Aides

a. The parties do hereby agree that the compensation of Hourly Aides for this Agreement’s years shall be computed in accordance with Schedule H attached hereto.

b. Aides to Classrooms (Hygienic) will be compensated at 15% above their placement on the Hourly Aides’ Guide. Anyone who held the position of Aide to Exceptional Student in the year 2003-2004 will be grandfathered and receive 10% of the top step of the Hourly Aides’ Guide as long as they continue in the position of Aide to Classroom (Hygienic).

c. Aides to Classrooms (Autistic) will be compensated at 15% above their placement on the Hourly Aides’ Guide.

d. When an hourly aide fills in for an Aide to Classroom (Autistic) or and Aide to Classroom (Hygienic), she/he shall be paid the relevant higher-paid aides’ rate for all such time worked.

e. For the 2008-2009 school year, all Aides will be paid for ten (10) minutes of their lunch time. For the 2009-2010 school year, all Aides will be paid for twenty (20) minutes of their lunch. For the 2010-2011 school year all Aides will be paid for thirty (30) minutes of their lunch.

a. The parties do hereby agree that the compensation of the Student Information Manager for this Agreement’s years shall be computed in accordance with Schedule E attached hereto.

This shall be the timetable for observations and evaluations reports:



ACTIVITY	DATE
First evaluation Observation Conference Report Rebuttal Period Timeline Completed	By November 1 By November 10 By November 20 Between November 20 and November 30 December 1
Second evaluation Observation Conference Report Rebuttal Period Timeline Completed	By January 29 By February 8 By February 18 Between February 18 and February 28 March 1
Third evaluation Observation Conference Report Rebuttal Period Timeline Completed	By April 1 By April 10 By April 20 Between April 20 and April 30 May 1

The Board of Education reserves the right under school law to conduct observations and prepare evaluations through its certified supervisors beyond the minimum number set by law.

a. The five (5) days of bereavement leave under Article 16.A.5, need not be taken consecutively, but must be taken during the ten (10) day working period following the date of death.

b. For a death occurring within a period when 10-month employees are not at work, the ten (10) day working period following the date of death will commence on the date that10-month employees return to work, except that a 10-month employee will not be entitled to any bereavement leave for a death occurring prior to August 15 of the summer break preceding the work year for 10-month employees.

8. In Addition to Sick Leave

dependents. “Eligible unit members” are defined in A.2. above. The Board reserves the right to
determine the provider of the dental insurance package and the rate to be paid.

2. New employees shall be eligible for Board-paid single coverage under the terms of D.1. above.
Said employee shall be eligible for Board-paid family coverage under the terms of D.1. above on
the first of the month which is three years after initial employment in the District. Such employees
may buy-in to other enrollment levels under procedures established by the Administration.

1. Effective February 1, 2002, there shall be a voluntary health insurance waiver plan for all employees eligible to receive coverage under Article 18, A. or D. above. This plan shall be in effect for each type of insurance as long as the carrier permits such a plan.

2. An employee may waive insurance under one or more insurances under A., or D. above.
3. Each year, the Board shall provide appropriate forms to all employees. Said form will contain a final return date.
4. Employees who voluntarily elect to waive coverage shall be entitled to receive 30% of the highest paid Board premium that the employee is eligible to receive.
5. Payment of the monies in 4. above shall be made by separate check before July 31 after the conclusion of the waived year.
6. Employees must waive such insurance for a full year (July 1 through June 30) to be eligible for said payment.

7. Employees who have no other comprehensive health and hospitalization insurance are not be permitted to waive coverage under Article 18, A. Employees who waive insurance coverage under Article 18, A. shall be required to attest in writing that they have such comprehensive health and hospitalization insurance.

8. An employee who waives coverage may re-enroll for the next year during the open enrollment period. The only exception is that if a spouse’s health/hospitalization coverage (Article 18, A.) is terminated during the District’s insurance year, the employee may re-enroll immediately in the District’s plan. If such re-enrollment occurs during the insurance year, no incentive payment will be made to the employee for that year.

9. In order to protect all employees from Federal taxation of existing benefits when this plan is in effect, the District will comply with all Federal paperwork (Section 125).

If an employee separates from the District during the July 1 through June 30 period and has waived insurance, the payment shall be prorated using full months as the divisor.

Flexible Spending Account

For each employee eligible for health insurance, the Board will make an annual contribution of two-hundred ($250) dollars to each employee’s account to be used in accordance with the terms of Section 125 Cafeteria Plan. For all other employees, the Board will make an annual contribution of one-hundred twenty-five ($125) dollars to each employee’s account to be used in accordance with terms of the Section 125 Cafeteria Plan.

Board will pay all administrative costs associated with setting up and managing the plan of each employee’s FSA.

Any money in the district’s flexible spending account, which remains at the end of the plan year, shall revert in entirety to the district.

If an employee as covered in this Article does not become a member of the Association during any membership year (i.e. from September 1st to the following August 31st which is covered in whole or in part by this Agreement, said employee will be required to pay a representative fee to the Association for that membership year. The purpose of this fee will be to offset the employee’s per capita cost of services rendered by the Association as majority representative.

B. Amount of Fee

1. 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 will be determined by the Association in accordance with the law.


C. Deduction and Transmission of Fee

1. Notification

Once during each membership year covered in whole or in part by this Agreement, the Association will submit the Board a list of those employees who have not become members of the Association for the then current membership year. The Board will deduct from the salaries of such employees, in accordance with Paragraph 2 below, the full amount of the representation fee and will promptly transmit the amount so deducted to the Association.
2. Payroll Deduction Schedule

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:

a. Ten (10) days after receipt of the aforesaid list by the Board, or,

b. Thirty (30) days after the employee begins his/her employment in a bargaining unit position, unless the employee previously served in a bargaining unit position and continued in the employ of the Board in a non-bargaining unit position or was on layoff, in which event the deductions will begin with the first paycheck paid ten (10) days after the resumption of the employee’s employment in a bargaining unit position, whichever is later.

3. Termination of Employment

If an employee who is required to pay a representation fee terminates his/her employment with the Board before the Association has received the full amount of the representation fee to which it is entitled under this Article, the Board will deduct the unpaid prorated portion of the fee from the last paycheck paid to said employee during the membership year in question. This shall also apply to a member terminating employment or taking a Board approved leave of absence.

4. Mechanics

Except as otherwise provided in this Article, the mechanics for the deduction of representation fee and the transmission of such fees to the Association will, as nearly as possible, be the same as those used for the deduction and transmission of regular membership dues to the Association.

5. Changes

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 ten (10) days after the Board received said notice.

6. New Employees

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

The Mount Laurel Education Association shall indemnify and hold the employer harmless against any and all claims, demands, suits and other forms of liability, including liability for reasonable counsel fees and other legal costs and expenses, that may arise out of, or by reason of, any action taken or not taken by the employer in conformance with this provision provided that the employer gives the Association timely notice in writing of any claim, demand, suit or other form of liability.

It is expressly understood that a. above will not apply to any claim, demand, suite or other form of liability which may arise as a result of any type of willful misconduct by the employer or the employer’s imperfect execution of the obligations imposed upon it by this Article.

ARTICLE 20

Teachers will be responsible for collecting, storing, distributing, and inventorying class sets of books as follows:

An employee shall be entitled to indemnification or reimbursement, as the case may be, in accordance with the provisions of NJSA 18A: 16-6 and 6.1, for the cost of a legal proceeding brought against him/her.

The Board shall reimburse employees for the reasonable cost of any clothing or personal effects damaged as a result of an assault or vandalism by a student while the employee is acting in the discharge of his duties within the scope of his employment.

Article I, Recognition A. 2., 3., 4., 5., 6. and 7. Copies of these lists shall be made available to the
Association.

2. In the event of a reduction in force within a job title, employees with five (5) or more years of
experience in the District will not be laid off before employees with less than five (5) years of
experience in the District within the same job title.

3. In the event of a recall, any employee who has at least three (3) years of experience in the District,
shall be recalled to their position (the last one filled before the reduction in force) in order of seniority
within the affected job title.

5. Notice of recall to work shall be addressed to the support staff member’s last address appearing on
the records of the school district by certified mail, return receipt requested. Within eight (8) calendar
days from receipt of such notice of recall, the support staff member shall notify the Board of Education,
in writing, whether or not he/she desires to return to work in the recall. If he/she fails to reply or if
he/she indicates that he/she does not desire to return to such work, he/she shall forfeit all of his/her

6. Seniority shall not be accumulated during the period of layoff. Upon recall the support staff member
shall have his/her accumulated seniority restored to the date of layoff.

7. A support staff employee shall lose all accumulated school district seniority only if he/she resigns or is
discharged for cause, irrespective of whether he/she is subsequently rehired by the school district.

The Board will notify the Association of possible subcontracting at least 30 days before any formal action by the Board. The Board agrees to discuss possible subcontracting with the Association prior to any formal action by the Board.

NOTE: After a teacher exceeds 60 days, all accumulated sick leave days are paid at the maximum rate.

NOTE: After a support staff employee exceeds 30 days, all accumulated unused sick leave days are
paid at the maximum rate. The above rates are computed for full time support staff employees. “Full time” is defined as six (6) hours. Support staff employees who work less than six hours in their last year shall be pro-rated accordingly.

ARTICLE 24
TUITION REIMBURSEMENT

2. providing original receipts for tuition, which shall be returned;

ARTICLE 25
MISCELLANEOUS PROVISIONS

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.

Any individual contract between the Board 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 this Agreement, during its duration, this Agreement shall be controlling.

The Board and the Association agree that there shall be no discrimination, and that all practices, procedures and policies of the school system shall clearly exemplify that there is no discrimination in hiring, training, assignment, promotion, transfer, or discipline of employees or in the application or administration of this Agreement on the basis of race, creed, color, religion, national origin, sex, domicile, or marital status.

Except as this Agreement shall otherwise provide, all terms and conditions of employment applicable on the signing date of this Agreement to teachers covered by the Agreement as established by the rules, regulations and/or policies of the Board in force on said date, shall continue to be so applicable during the terms of this Agreement. Unless otherwise provided in this Agreement, nothing contained herein shall be interpreted and/or applied so as to eliminate, reduce nor otherwise detract from, any term and condition teachers employment existing in the year prior to its effective date.

Copies of this Agreement shall be printed with the expense equally shared by the Board and the Association, and made available for distribution prior to the duration of the Agreement or within thirty (30) days after the Agreement is signed if the signing occurs after May 15th. The Agreement shall be presented to all employees now employed, hereinafter employed, or considered for employment.

An up-to-date copy of Board policy shall be placed in each school.

ARTICLE 26
DURATION OF AGREEMENT

SCHEDULE A
EXTRA-CURRICULAR ACTIVITIES

	2008-2009	2009-2010	2010-2011
Instrumental Director	$2,588	$2,679	$2,773
Choral Director	$2,588	$2,679	$2,773
S.T.E.P. Music	$5,486	$5,678	$5,877
S.T.E.P. Art	$5,486	$5,678	$5,877
Hartford Theater	$2,536	$2,625	$2,717
Harrington Performing Arts/Talent Show	$2,396	$2,480	$2,567
Stage Crew	$2,546	$2,635	$2,727
Harrington Intramural(s) (10) (per activity) Prorated under 25 hours	$1,449	$1,500	$1,553
Hartford Intramural(s) (10) (per activity) Prorated under 25 hours	$1,449	$1,500	$1,553
Interscholastic(s) Sports- Harrington Head Coach	$3,674	$3,803	$3,936
Interscholastic(s) Sports- Harrington Assistant Coaches	$2,639	$2,731	$2,827
Athletic Director	$4,761	$4,926	$5,098
Harrington Newspaper Advisors (per issue) Max per year: 10	$248	$257	$266
Hartford Newspaper Advisor	$1,573	$1,628	$1,685
Harrington Year Book (In House)	$2,717	$2,812	$2,910
Harrington Year Book (sent out of District)	$508	$526	$544
Hartford Yearbook	$2,717	$2,812	$2,910
Elementary Yearbook (6)	$1,573	$1,628	$1,685
Harrington Student Council Two Advisors One Advisor	$1,294 $2,588	$1,339 $2,679	$1,386 $2,773
Hartford House of Representatives	$2,484	$2,571	$2,661
Camping Trip	$273	$283	$293
Eco Wild	$2,308	$2,389	$2,473

SCHEDULE B

ADDITIONAL ASSIGNMENTS

	2008-2009	2009-2010	2010-2011
Lunch Supervisors	$2,929	$3,032	$3,138
After-School Supervisors	$4,235	$4,383	$4,536
Summer Curriculum committee(s)	$1,672	$1,731	$1,792
Site-Based Teams	$815	$844	$874
LPDC (Local Professional Development Committee)	$1,242	$1,285	$1,330
District Committee (18)	$1,035	$1,071	$1,108
Team Leaders (Academic)	$600	$900	$945
Elementary Homework Assistance (each elementary school)	$1,439	$1,489	$1,541
Hartford Homework Advisor Each advisor: Half Year Full Year	$1,439 $2,877	$1,489 $2,978	$1,541 $3,082
Harrington Homework Advisor(s) Per session/Per advisor	$1,439 $2,877	$1,489 $2,978	$1,541 $2,082
Home Instruction (per hour)	$63.00	$65.00	$67.00
In-Service Rate: Half Day: 2.5 hrs. X Home Instruction Rate of:	$63.00	$65.00	$67.00
In-Service Rate: Full Day: 5.0 hrs. X Home Instruction Rate of:	$63.00	$65.00	$67.00
Workshop Presenters: After School, Evening and Summer (per hour)	$91.00	$94.00	$97.00

SCHEDULE C

DENTAL CARE PLAN

SCHEDULE D-1

GUIDE 2008-2009

07/08 Step	08/09 Step	BA	BA+15	BA+30	MA	MA+15	MA+30	MA+45
1	1	46,500	47,650	48,650	50,500	51,350	52,350	53,350
2	2	47,300	48,450	49,450	51,300	52,150	53,150	54,150
3	3	48,100	49,250	50,250	52,100	52,950	53,950	54,950
4	4	48,900	50,050	51,050	52,900	53,750	54,750	55,750
5, 6	5	50,500	51,650	52,650	54,500	55,350	56,350	57,350
7, 8	6	51,000	52,150	53,150	55,000	55,850	56,850	57,850
9	7	52,000	53,150	54,150	56,000	56,850	57,850	58,850
10	8	53,000	54,150	55,150	57,000	57,850	58,850	59,850
11	9	56,000	57,150	58,150	60,000	60,850	61,850	62,850
12	10	60,500	61,650	62,650	64,500	65,350	66,350	67,350
13	11	67,500	68,650	69,650	71,500	72,350	73,350	74,350
14 -split	12	76,375	77,525	78,525	80,375	81,225	82,225	83,225
14

Experience in Mount Laurel Longevity
10 500
15 700
20 2200
25 3025

SCHEDULE D-2

GUIDE 2009-2010: each employee moves one step per year

08/09 Step	09/10 Step	BA	BA+15	BA+30	MA	MA+15	MA+30	MA+45
	1	48,250	49,400	50,400	52,250	53,100	54,100	55,100
1	2	48,500	49,650	50,650	52,500	53,350	54,350	55,350
2	3	49,300	50,450	51,450	53,300	54,150	55,150	56,150
3	4	50,100	51,250	52,250	54,100	54,950	55,950	56,950
4	5	50,900	52,050	53,050	54,900	55,750	56,750	57,750
5	6	52,500	53,650	54,650	56,500	57,350	58,350	59,350
6	7	53,500	54,650	55,650	57,500	58,350	59,350	60,350
7	8	56,000	57,150	58,150	60,000	60,850	61,850	62,850
8	9	58,500	59,650	60,650	62,500	63,350	64,350	65,350
9	10	62,500	63,650	64,650	66,500	67,350	68,350	69,350
10	11	69,500	70,650	71,650	73,500	74,350	75,350	76,350
11	12	76,375	77,525	78,525	80,375	81,225	82,225	83,225
12	13	78,700	79,850	80,850	82,700	83,550	84,550	85,550

Experience in Mount Laurel Longevity
10 500
15 700
20 2200
25 3025

SCHEDULE D-3

09/10 Step	10-11 Step	BA	BA+15	BA+30	MA	MA+15	MA+30	MA+45
	1	50,500	51,650	52,650	54,500	55,350	56,350	57,350
1	2	50,750	51,900	52,900	54,750	55,600	56,600	57,600
2	3	51,000	52,150	53,150	55,000	55,850	56,850	57,850
3	4	51,800	52,950	53,950	55,800	56,650	57,650	58,650
4	5	52,600	53,750	54,750	56,600	57,450	58,450	59,450
5	6	53,400	54,550	55,550	57,400	58,250	59,250	60,250
6	7	56,000	57,150	58,150	60,000	60,850	61,850	62,850
7	8	57,000	58,150	59,150	61,000	61,850	62,850	63,850
8	9	59,000	60,150	61,150	63,000	63,850	64,850	65,850
9	10	63,500	64,650	65,650	67,500	68,350	69,350	70,350
10	11	69,500	70,650	71,650	73,500	74,350	75,350	76,350
11	12	76,375	77,525	78,525	80,375	81,225	82,225	83,225
12	13	79,000	80,150	81,150	83,000	83,850	84,850	85,850
13	14	81,050	82,200	83,200	85,050	85,900	86,900	87,900

Experience in Mount Laurel Longevity
10 500
15 700
20 2200
25 3025

Nothing contained in this Agreement shall restrict the Board from exercising its statutory right to determine initial placement on the salary guide when deemed to be a special situation by the Board.

SCHEDULE E

SECRETARIES’ SALARY GUIDES
2008-2009, 2009-2010 and 2010-2011

12 month Secretary Salary Guides
Step08/0909/1010/11
129,04230,00431,004
229,24230,20431,204
329,55530,41231,412
429,86830,73731,628
530,18031,06231,967
630,49331,38832,305
730,80631,71332,643
833,02434,01535,035
936,00036,50037,595
1041,50041,50041,500
1144,88646,28747,676
Longevity in Mt Laurel15 years750
20 years1000

10 month Secretary Salary Guides
Step08/0909/1010/11
124,20225,00325,837
224,36825,17026,003
324,62925,34326,177
424,89025,61426,357
525,15025,88526,639
625,41126,15626,921
725,67226,42727,203
827,52028,34629,196
930,00030,41731,329
1034,58334,58334,583
1137,40538,57339,730
Longevity in Mt Laurel15 years750
20 years1000

SCHEDULE F

CUSTODIANS’ SALARY GUIDE
2008-2009, 2009-2010 and 2010-2011

Step	08/09	09/10	10/11
1	32,743	33,853	35,007
2	32,943	34,053	35,207
3	33,204	34,261	35,415
4	33,464	34,532	35,631
5	33,725	34,803	35,913
6	33,910	35,074	36,195
7	34,350	35,267	36,477
8	34,611	35,724	36,796
9	35,294	36,353	37,444
10	36,120	37,204	38,320
11	37,668	38,500	39,500
12	39,216	40,000	41,000
13	41,280	42,518	43,250
14	43,344	44,644	45,984
15	46,750	48,152	49,597
	Longevity in Mt Laurel	15 years	750
		20 years	1000

SCHEDULE G

ABAT SALARY GUIDE
2008-2009, 2009-2010 and 2010-2011

Step	08/09	09/10	10/11
1	25,079	26,208	27,498
2	25,617	26,770	28,088
3	26,155	27,332	28,678
4	26,693	27,895	29,268
5	27,232	28,457	29,859
6	27,770	29,019	30,449
7	28,150	29,417	30,866

SCHEDULE H
HOURLY AIDES’ GUIDE
2008-2009, 2009-2010 and 2010-2011



Aide Salary Guides	each employee moves one step per year
Step	08/0909/1010/11
1	10.6011.0511.50
2	10.9011.3511.80
3	11.3511.6512.10
4	11.9512.1012.40
5	12.7012.8012.85
6	13.4513.5513.60
7	14.4014.4514.60
8	16.4416.9417.45

Hygienic Care and Autistic Aides = actual step plus 15%.

SCHEDULE I
TECHNOLOGY ASSISTANTS’ GUIDE
2008-2009, 2009-2010 and 2010-2011