Article		Page
1	Recognition	1
2	Unit Members’ Rights	1
3	Association Rights	1
4	Grievance Procedure	2
5	Vacations	5
6	Work Year and School Calendar	6
7	Vacancies and Transfers	6
8	Short-Term Absences	7
9	Personnel Files	11
10	Salaries	11
11	Insurance Protection	11
12	Sabbatical Leaves	13
13	Miscellaneous Provisions	14
14	Statutory Separability	16
15	Duration of Agreement	17
Schedule A		18

After the 3rd year to 20th year 4 weeks

B. Death In Family

All employees covered by this agreement, in the event of death in the immediate family, shall be granted allowance with pay on scheduled work days to attend the death bed or funeral as hereinafter stated:

1. An allowance up to five (5) work days shall be granted in case of any of the following, with additional days granted at the discretion of the Superintendent.

a. Employees' parents, spouse, children, son-in-law, daughter-in-law, and other persons residing as a member of the employee’s household.

b. Brothers and sisters of the employee and the parents of the employee’s spouse.

c. Legally adopted members of the family and step-relationships as outlined in a. and b.

2. An allowance up to three (3) work days shall be granted in case of any of the following:

a. Grandchildren of the employee

3. An allowance of one (1) work day shall be granted to attend the funeral of any of the following:

a. Uncles, aunts, and grandparents of the employee.

b. Brothers-in-law and sisters-in-law of the employee.

4. With the approval of the Superintendent, an additional work day for travel shall be granted to attend the funeral of any of the above persons in 2. a. and 3. a. and b. when such funeral is at a place in excess of 300 miles from Pennsville Township.

C. Personal Business

Upon request to the Superintendent of Schools, and with his/her approval, Unit members will be granted time off for personal business.

D. Sick Leave Extended

In the event of an illness which extends beyond the number of days of personal sick leave accumulated by a member, said member may request the use of accumulated vacation time as additional sick leave. The Superintendent may grant or deny such request and may require such extended illness to be verified by a physician.

E. Other Absences

Requests for absence with pay to attend professional meetings or conferences shall be submitted to the Superintendent of Schools in writing and shall specify the nature of the meetings or conference, number of days absence requested. The decision of the Superintendent or the Board of Education with respect to the request for absence and any request for reimbursement of expenses shall be final.

F. Payment for Unused Sick Leave

Any administrator who has been employed by the Pennsville Board of Education for ten (10) or more years shall be eligible for payment for unused sick leave.

1. Notice of retirement, in writing, must be submitted to the Board of Education no later than December 15th of the school year in which the administrator intends to retire. Failure to notify the Board by December 15th shall be deemed a waiver of payment for unused sick leave, except in cases of emergency, which the Board shall consider on an individual basis. The administrator shall select a plan for payment of payment for unused sick leave in accordance with the provisions of Paragraphs 4. and 5. of this Section.

2. A Unit member on staff prior to July 1, 1997, shall receive one (1) day's salary for each four (4) days of accumulated sick and/or personal business leave earned prior to July 1, 1997 and shall receive one (1) day's salary for each five (5) days of accumulated sick and/or personal business leave earned on or after July 1, 1997 and which days exist on the final day of employment, up to the following maximums:

20 years or more of service
to the District * $35,000
12 years or more of service
to the District * $25,000
For Unit members hired before
July 1, 1997 $20,000

*All service calculated as of the close of business June 30, 1997

For unit members hired on or after July 1, 1997: $94 per day effective July 1, 2006; $98 per day effective July 1, 2007; and, $102 per day effective July 1, 2008. Payment shall be made up to 150 days.

3. The daily salary shall be computed as 1/240 of the highest salary earned by the administrator during his/her employment by the Pennsville Board of Education.

4. The payment for unused sick leave shall be paid in one (1) of the following plans, provided that the administrator has selected such plan and provided further that the administrator provides notice in writing of his/her/her choice prior to December 15th of the school year in which the administrator intends to retire:

Plan I

Lump sum of July 15 of the next budget year following retirement.

Plan II

a. One half (1/2) of retirement allowance on July 15 of the next budget year following retirement.

b. One half (1/2) of retirement allowance on January 15 of the next calendar year following retirement.

Plan III

1. Health/hospitalization insurance for all eligible unit members and his/her dependents. Effective with the 1994-1995 contract, covered employees shall pay 20% of the next $5000 medical expenses in any year after meeting their insurance deductible.

a. The Board will pay 100% of the premium for the “$5/$15/70” Plan for all eligible unit members. If an eligible unit member chooses to enroll in any other plan offered by the Board, and if that plan cost exceeds the cost of the “$5/$15/70” plan at the relevant enrollment level, the employee shall pay the difference between the “$5/$15/70” plan premium and the premium of the plan selected. Employee payment shall be made through regular payroll deductions.

b. Eligible unit members who are covered by some other health insurance program are encouraged not to sign for double coverage.

2. Prescription Insurance

The Board shall provide a prescription drug insurance plan, without contraceptives. The employee co-pay shall be $0 mail order; $10 generic; and $20 brand name. Effective July 1, 2006, the enrolled employee covered by single coverage shall pay $300 per year toward the premium; and the enrolled employee covered by an enrollment level above single coverage shall pay $375 per year toward the premium. During the term of the Agreement, the Board shall assume the balance of the premium. The actual contribution to the premium paid by the Board at each enrollment level for 2008-2009 shall become the maximum Board contribution at each enrollment level for future years, unless and until changed by the parties in writing.

4. The parties agree that otherwise-eligible employees may voluntarily waive their entitlement to any or all insurances under Article 11, A. 1., A. 2. and A. 3. Those employees who do so shall receive 30% of the premium required to be paid by the Board each year.

In order to waive insurance under A. 1. above, the Board shall require an employee to provide proof of coverage (i.e. a copy of the medical insurance card or a letter from the medical insurance provider), before an employee may waive such insurance.

Re-enrollment shall occur on a July 1st or be consistent with the requirements of COBRA.

The above provisions shall expire on June 30, 2009, unless continued by the parties in writing before that date. In addition, with reasonable notice in writing from the Board, the above provisions will expire if there is evidence that premium rates have increased because of the waiver incentive system or if the carrier(s) do not permit such an incentive system.

5. The parties will implement a Section 125 account program in which employees may voluntarily make contributions to their own account. The foregoing is contingent on the parties agreeing on all the particulars, including proof that the plan is legal and that the plan imposes no additional costs on the Board. The employee may annually contribute up to the dollar maximum set forth in Federal law and regulation. At the time of enrollment the employee agrees to assume responsibility for all claims in excess of their deducted contributions. If a participating employee separates from the District prior to the end of the contribution year and makes claims in excess of the actual contribution he/she has made, the Board may recoup such excess claims first by withholding any compensation owed (for example, the last paycheck and/or payment for sick leave, or unused vacation compensation); and, second, by collecting directly from the employee the remaining difference between the claim and the actual employee contributions.

a. 1) tuition and registration fees for graduate courses taken by an Unit member provided that the courses taken by the Unit member are:

a) directly related to the assignment of the Unit member at the time the course is taken or,

b) a course which is approved by the degree-granting institution and is applicable to the Doctorate in education.

3) In order to be eligible for reimbursement a Unit member must receive at least a “B” in an approved graduate course.

b. The Superintendent may approve other professional activities of a worthwhile nature. Such approval must be in writing prior to the activity. Applications by Unit members shall indicate the activity, dates of the activity, location of the activity, the amount sought for said activity and the reasons which the Unit member believes such participation would be beneficial to the District.

c. Each Unit member will be reimbursed to partially pay his/her dues in either the NJASA, PSA, or SCAA, upon proof of membership. The per person annual maximum reimbursement shall be $940 effective July 1, 2006; $980 effective July 1, 2007; and $1,020 effective July 1, 2008.

2. As of April 15, all unused and unencumbered professional development monies allocated to unit members will be pooled. Each unit member wishing to use the unexhausted funds may apply for the unexhausted funds in writing before May 1st. The activity the unit member seeks to have covered must receive the written approval of the Superintendent and the activity must occur during the current July 1 through June 30 period. The monies will be equally divided among unit members who have applied for them and have received the written approval of the Superintendent, but the total of professional development reimbursement cannot exceed the actual cost of the approved professional activity.

At the close of business on June 30, 2009, the salary of each unit member on staff as of that date shall increase by $1,000. In negotiations over a successor contract, the parties will use a scattergram which uses the actual salary for administrators received during the 2008-2009 year. Such a scattergram will not include the $1,000 in the 2008-2009 base to be bargained from.