UPPER FREEHOLD REGIONAL
BOARD OF EDUCATION
UPPER FREEHOLD REGIONAL
2006 - 2009
4.2 The Board and Association agree that there shall be
4.3 When the Board of Education requires an
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
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
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
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.
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.
3.4 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.
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)
4.1 The Board and the Association recognize the right of Administrators to join or to refrain from joining this
4.4 No employee shall be disciplined, reduced in rank or
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
5.3 Paid disability insurance shall be provided in the
5.4 Each administrator hired prior to July 1, 2006 shall receive a Supplemental Health Benefit providing reimbursement of up to $900 to cover those medical, dental and vision, expenses
6.1 A maximum of twenty-two (22) earned vacations days
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.
5.2 Family coverage In the Employee Assistance
Those staff members who work 20 or more hours per
weak will continue to be eligible for and entitled to
Any employee who elects to waive medical benefits
will receive, in lieu thereof, the following cash
Single Coverage $1250
Any employee who elects to waive dental or
prescription benefits will receive, in lieu thereof, the
following cash payments:
Program shall be provided at no cost to the
6.4 Administrators shall not be required to work on any school holidays.
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.
7.1 Requirements and Procedures: In order to be eligible,
a member must:
7.12 Possess a BA or BS degree
7.15 Be employed by the Board of Education at the time that reimbursement is to be made.
7.21 Reimbursement will be the cost of tuition and
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.
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.
7.22 Payment will be made to the member within
8.1 Administrators shall be reimbursed at the IRS rate per mile when that milease is as a result of the performance of their
The return of service obligation shall not apply in cases of retirement in accordance with TPAF regulations, non-renewal or death.
9.2 Bereavement Days - Up to five (5) days will be
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.
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.
9.4 Military Leave - Up to two (2) weeks shall be allowed
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
9.5 In Addition to Sick Leave - Leaves taken pursuant to
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
9.6 When the superintendent asks an administrator to work on a non-work day due to unusual circumstances, compensatory time will be provided.
Article 9 shall be in addition to any sick leave to which the administrator is entitled by law.
10.1 Administrators are entitled to fifteen (15) sick days
per school year. Unused days will accumulate
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
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.
PROFESSIONAL DUES AND REIMBURSEMENTS
11.1 The Board will contribute toward the cost of administrators’ professional dues to join NJPSA and one (1) national professional association, such as ASCD, NAESP, NASSP, etc. up to the following maximum amounts per year:
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
compensation or comp time will be arranged through the
asked to work beyond a reasonable work week,
12.2 Where an administrator disagrees with statements
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.
CHILDREN OF ADMINISTRATORS
Salary increases calculated upon the expiring
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,
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
Masters + 30 $500
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
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
15.5 Relieve employees from duty because of a lack of
needed professional services due to an enrollment
decline or for other legitimate reasons.
Term of Contract-Duration
It is agreed that this contract shall be in effect from July 1, 2006, through June 30, 2009.
For the Upper Freehold Board of Education For the Upper Freehold Administrators Association
Board President Date Association President Date
Board Secretary Date Association Secretary Date