1.1 In accordance with Chapter 123, Public Laws of 1974,

the Board of Education recognizes the Upper Freehold

Regional Administrators Association as the exclusive

representative for collective negotiations concerning

terms and conditions of employment for the following

administrative personnel, employed by the Board of

Education:


Principals, Vice Principals, and Directors

1.2 All other individuals employed by the Board of

Education not specifically enumerated above are

excluded from the negotiations unit.

1.3 Unless otherwise indicated, the term Administrator,

when used hereinafter in this agreement shall refer to

all professional employees represented by the

Association in the negotiating unit as above defined.

1.4 The term "Association" as referred to hereafter in this


agreement shall refer to the Upper Freehold Regional


Administrators Association.


ARTICLE 2

NEGOTIATIONS PROCEDURE



2.1 The parties agree to enter into collective negotiations with binding arbitration over a successor agreement in accordance with Chapter 123, Public Laws of 1974, in a good faith effort to reach agreement on all matters concerning the terms and conditions of employment of administrative personnel. Such negotiations shall

begin no later than October 1 of the calendar year

preceding the calendar year in which this Agreement

expires. Any agreement so negotiated shall apply to

all members, be reduced to writing, be signed by the

Board and the Association.

2.2 This Agreement shall not be modified in whole or in

part by the parties except by an instrument in writing

duly executed by both parties.

2.3 The parties mutually pledge that their representatives

shall be clothed with all necessary power and

authority to make proposals, consider proposals and

make counter proposals in the course of negotiations.

2.4 Except as this Agreement shall hereinafter otherwise


provide, all terms and conditions of employment are


applicable during the term of this Agreement. Unless


otherwise provided in this Agreement, nothing


contained herein shall be interpreted and/or applied


so as to eliminate, reduce or otherwise detract from


any employee's benefits existing prior to its effective


date.


ARTICLE 3

GRIEVANCE PROCEDURE



3.1 Definition
A grievance is to be defined as a complaint or claim
that there has been an improper application,
interpretation or violation of any term or provision of
this contract or any questions relating to terms and
conditions of employment.
3.2 Purpose
The purpose of this procedure is to secure, at the
lowest possible level, equitable solutions to the
problems, which may from time to time arise, affecting
employees. Both parties agree that these
proceedings will be kept as informal and confidential
as may be appropriate at any level of the procedure.

3.3 Procedure
3.31 A grievance may be filed by an individual member, a group of members, or by the association

3.32 A grievance will be considered initiated when a

grievant discusses the grievance with his/her

immediate supervisor, except In the case where

the association is the grievant, then it shall be

initiated at the next step. If the grievance is not

resolved within seven (7) working days after the

discussion, the grievance shall be submitted in

writing to the Superintendent of Schools. The

Superintendent shall schedule a hearing with

the grievant within seven (7) working days after

receipt of the written grievance. If the

grievance is not resolved within fourteen (14)

calendar days, in writing, the Superintendent shall

schedule a hearing with the board of education

within thirty (30) calendar days. The board

shall render a decision in writing within ten (10)

working days.

3.4 If the decision of the Board does not resolve the grievance to the satisfaction of the grievant, notice of intention to proceed to arbitration shall be given to the Board through the Superintendent within fourteen (14) calendar days after the receipt of the decision which is being appealed and the grievance must be filed with the N. J. Public Employment Relations Commission within that same time period. The arbitration shall be conducted pursuant to the rules of the N.J. Public Employment Relations Commission. The arbitrator shall limit himself to the issues submitted to him. He can add nothing to, nor subtract anything from, the Agreement between the parties or any policy of the Board of Education. The opinion and award shall be final and binding. Only the Board, the aggrieved and appropriate officials of the Association shall be given copies of the arbitrator’s opinion and award. This shall be given within thirty (30) calendar days of the completion of the arbitrator’s hearings, or closing of the record.

ARTICLE 4

ADMINISTRATOR RIGHTS


4.1 The Board and the Association recognize the right of Administrators to join or to refrain from joining this

employee organization.

no reprisal of any kind taken against any

administrator by the reason of his/her membership in

or refusal to join the Association.

Administrator to appear before such body for a

disciplinary hearing, said Administrator shall be

advised of reasons, in writing, at least five (5) working

days prior to such meeting, and shall be entitled to

have a person of his/her own choosing present to

advise and represent him/her. This procedure is not

meant to restrict, limit, or bypass the provisions of

New Jersey Statutes Title 18A:25-7.

compensation or deprived of any professional


advantage without just cause, as defined in the statutes.


Any such action asserted by the Board, or any agent


or representative thereof, shall be subject to the


grievance procedure and limitations as set forth In


Article III.

5.1 The Board of Education shall provide medical, dental

and prescription coverage for both employee and

dependents where applicable, in accordance with the

Blue Cross/Blue Shield of NJ Medical and

Prescription Plans and the Delta Dental plan.

Those staff members who work 20 or more hours per

weak will continue to be eligible for and entitled to

insurance coverage.

Any employee who elects to waive medical benefits

will receive, in lieu thereof, the following cash

payments:


Single Coverage $1250

Parent/Child $1500

Husband/Wife $2000

Family $2250


Any employee who elects to waive dental or

prescription benefits will receive, in lieu thereof, the

following cash payments:


Dental $150

Prescription $250

5.2 Family coverage In the Employee Assistance

Program shall be provided at no cost to the

Administrator.

amount of 75% of the basic monthly earnings, with a

60-calendar day elimination period.

not covered by the Upper Freehold Regional District's


Health Benefit or Workers Compensation plans.

ARTICLE 6

VACATIONS

per annum shall be provided to administrators,

accruing at the rate of two (2) vacation days for each

month of employment.

6.2 Vacation days may be taken during the time school is

in session with prior approval of the Superintendent

or his/her designee.

6.3 A schedule of requested vacation days that will be

taken over the summer will be submitted to the

Superintendent for approval.

a member must:

7.11 Possess a NJ Supervisor, Principal or School

Administrator certificate.

7.13 Present evidence in the form of an official college transcript or in-service "Professional

Improvement Course Certificate" from the

college, which gives evidence of successful

completion of the course(s).

7.14 The course must be pre-approved by the

superintendent and be completed between

July 1, 2006 and June 30, 2009.

7.2 Schedule of Limits:

fees up to the maximum of $5,500 a year from 2006- 2009.

7.22 Requests for reimbursement should be submitted to the Superintendent. Effective for all administrators hired after June 30, 2006, a return of service obligation shall apply to administrators receiving tuition reimbursement. Following the receipt of each tuition reimbursement payment, the administrator shall be required to remain employed in the district for a period equal to two contract years. In the event the administrator fails to remain employed in the district for the required period of service, repayment shall be made to the Board of Education at the following rates:

(a) Less than 1 year of employment after reimbursement- 100% repayment;

(b) More than 1 year, but less than 2 years of employment after reimbursement- 50% repayment.

(c) Upon 2 years of employment after reimbursement- No repayment.

The return of service obligation shall not apply in cases of retirement in accordance with TPAF regulations, non-renewal or death.

thirty (30) days of submission of evidence of


satisfactory completion of a course to the


Superintendent.

ARTICLE 8

TRAVEL AND MEAL ALLOWANCE

administrative duties.

8.2 Administrators shall be reimbursed for meals up to a


maximum of $50 per day when they are away from the district in the performance of their administrative duties. The reimbursement for meetings held within the district after 6:00pm shall be reimbursed at $ 25.00 for a single occurance.


ARTICLE 9

TEMPORARY DAYS OFF



9.1 Personal Days - Up to three (3) days of absence for

personal, legal, business, household or family

matters, including illness in the family, which require

absence during school hours may be provided per

annum to administrators at the discretion of the

Superintendent. Unused personal days will be converted to unused accumulated sick days.

allowed without loss of pay in the event of a death in

the immediate family or relative residing in the household, i.e. Grandfather, Grandmother, Father, Father-in Law, Mother, mother-in-law, Husband, Wife, Significant Other, Child, Brother, Sister, or other relative residing in the administrator’s household. An allowance of one (1) day per year in case of the death of a relative not heretofore mentioned living outside of household.

9.3 Legal Leave Days -Time necessary for appearances

In any legal proceeding connected with the member's

employment or with the school system shall be

provided.

for persons called into temporary active duty of any

unit of the U.S. reserves or the State National Guard.

An administrator shall be paid the regular pay in

addition to any pay which he or she receives from the

State or Federal Government

Article 9 shall be in addition to any sick leave to which the administrator is entitled by law.

ARTICLE-10

SICK DAYS


10.1 Administrators are entitled to fifteen (15) sick days

per school year. Unused days will accumulate

without limit.

10.2 Extended Sick Leave - When absence, under the

circumstances described in NJSA 18A:30-1,

exceeds the annual accumulated sick leave, the

Board, in its sole discretion, may grant additional

sick days.

10.3 Maternity Leave - The board shall grant leaves of

absence for medical reasons associated with

pregnancy and birth including false pregnancy and

termination of pregnancy to pregnant members on the

same terms and conditions governing leaves of

absence for other illnesses or temporary disabilities

as set forth in NJSA 18A:30-1, et. seq. and Title 9 of

the Federal Education Act, Amendments of 1972 and the NJ/Federal Family Leave Act. Requests for maternity leave must be submitted at least ninety (90) days prior to the onset of the leave.

10.4 A member returning from a leave of absence due to

pregnancy, false pregnancy, termination of

pregnancy or birth shall be entitled to all benefits to

which members returning from other types of sick or

disability leave would be entitled. Nothing contained

herein shall be construed to require the Board to

grant tenure to any non-tenured member who would

not otherwise have been granted tenure or to offer a

new contract for a new school year to any non-

tenured member who would not have been otherwise

offered such a contract.

10.5 Accumulated Sick Leave Retirement/Death Benefit


Plan - Any administrator who retires/dies with at least


ten (10) years of service with the Upper Freehold


Regional School District will be compensated for accumulated sick leave at the rate of $75 per day.


Written notice of intent to retire must be submitted to

the Superintendent's Office ninety (90) days prior to

the issuance of the accumulated sick leave

retirement/benefit.

2006-2007 $900
2006-2008 $950
2006-2009 $1,000

11.2 Each administrator will be allocated $2,000 per year to attend professional conferences for the purpose of professional growth. Attendance is subject to the approval of the Superintendent.

11.3 Under extraordinary circumstances where an administrator is

asked to work beyond a reasonable work week,

superintendent.

12.1 An administrator shall have the right, upon request, to

review the contents of his or her personnel file. All

such actions must be performed in the presence of

the Superintendent of Schools.

placed in his/her personnel file, he/she had the right


to indicate his/her disagreement in writing and have


such included in his personnel folder.

13.1 Children of Administrators not domiciled in the

regional school district who are enrolled in the Upper

Freehold Regional School District during the 1989 -

1990 school year shall be permitted to continue on

roll without payment of tuition. Beginning with the

1990 - 1991 school year children not heretofore

enrolled shall only be enrolled without payment of

tuition upon the recommendation of the

Superintendent after considering the impact on the

school district in terms of class size, cost and staff

workload. This restriction shall not apply to

administrators employed and working prior to July 1,

1990.


ARTICLE 14

SALARY




A. Administrative Salaries

14.1 Each administrator shall receive a salary increase in accordance with Appendix A salary distribution guide:

2005-2006 Base of $1,008,627shall be the following:

2006-2007 4.7% 2007-2008 4.8% 2008-2009 4.9%

Unit members who have completed the listed number of years of service from the date of hire as an administrator shall receive the additional cumulative amounts per year added to base salary as listed below:

3 years $500

6 years $750

14.3 Educational Training Recognition


Unit members who have acquired the listed levels of advanced training shall receive the additional amounts per year added to base salary as listed below:

Doctorate $1000

ARTICLE 15

BOARD RIGHTS





The Board of Education reserves to itself sole


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 to:

15.1 Hire, promote, transfer, assign and retain employees

in positions in the school district;

15.2 Suspend, demote, discharge, or take other

disciplinary action against employees for just cause

and in a manner which will allow employees due

process;

15.3 Maintain the efficiency of the school district

operations entrusted to it;

15.4 Take whatever actions may be necessary to carry out

the mission of the school district in situations of

emergency;

15.5 Relieve employees from duty because of a lack of


needed professional services due to an enrollment


decline or for other legitimate reasons.

It is agreed that this contract shall be in effect from July 1, 2006, through June 30, 2009.