Contract Between
Penns Grove-Carneys Pt Reg B/E-Salem
- and -
Penns Grove-Carneys Pt Sch Ees Assn
* * *
07/01/2009 thru 06/30/2012


CategorySchool District
UnitAides, Cafeteria Workers, Clerical, Custodians, Other

Contract Text Below
JUNE 22, 2010











AGREEMENT
BETWEEN
THE PENNS-GROVE-CARNEYS POINT REGIONAL
SCHOOL EMPLOYEES ASSOCIATION
AND
THE PENNS GROVE-CARNEYS POINT REGIONAL
BOARD OF EDUCATION

July 1, 2009, through June 30, 2012




TABLE OF CONTENTS

ARTICLE
TITLE
PAGE NUMBER
PREAMBLE
1
1
RECOGNITION
1
2
NEGOTIATIONS OF A SUCCESSOR AGREEMENT
2
3
GRIEVANCE PROCEDURE
3
4
RIGHTS OF EMPLOYEES
7
5
RIGHTS OF THE BOARD OF EDUCATION
8
6
ASSOCIATION RIGHTS AND PRIVILEGES
8
7
SECRETARIAL AND CUSTODIAL WORKING CONDITIONS
10
8
AIDES’ AND CAFETERIA EMPLOYEE’S WORKING CONDITIONS
15
9
TEACHING HOURS AND TEACHING LOAD
16
10
TEACHER REDUCTION IN FORCE
22
11
LAYOFF PROCEDURES FOR AIDES
23
12
NON-TEACHING DUTIES
24
13
EMPLOYMENT
26
14
SALARIES
26
15
EMPLOYEE ASSIGNMENT
28
16
VOLUNTARY TRANSFERS AND REASSIGNMENTS
29
17
INVOLUNTARY TRANSFER AND REASSIGNMENTS
29
18
PROMOTIONS
30
19
ADULT SCHOOL, SUMMER SCHOOL, HOME TEACHING, AND FEDERAL PROGRAMS
31
20
EVALUATION
31
21
TEACHER FACILITIES
32
22
EMPLOYEE-ADMINISTRATION LIAISON
32
23
INSTRUCTIONAL COUNCIL
32
24
SICK LEAVE
33
25
TEMPORARY LEAVES OF ABSENCE
33
26
EXTENDED LEAVES OF ABSENCE
35
27
SABBATICAL LEAVES FOR TEACHERS
37
28
EMPLOYEE INCENTIVE PROGRAM
39
29
PROTECTION OF EMPLOYEES, STUDENTS, AND PROPERTY
42
30
MAINTENANCE OF CLASSROOM CONTROL AND DISCIPLINE
42
31
INSURANCE PROTECTION FOR ELIGIBLE EMPLOYEES
42
32
PERSONAL AND ACADEMIC FREEDOM
46
33
DEDUCTION FROM SALARY
46
34
SEVERANCE BONUS FOR EMPLOYEES
47
35
EMPLOYEE SAFETY
48
TABLE OF CONTENTS, continued
CAFETERIA EMPLOYEES’ PROVISIONS
36
SENIORITY
49
37
DIVISION OF WORK
50
38
PHYSICAL QUALIFICATIONS
50
39
LUNCH AND REST PERIODS
50
40
WASH ROOMS AND LUNCH AREAS
50
41
ASSOCIATION INSPECTION
51
42
POSTING NOTICES
51
43
DISMISSALS AND LAYOFFS
51
44
SALARIES
52
45
UNIFORMS
52
46
INSURANCE PROTECTION
53
47
CALL BACK TIME
54
48
DISCRIMINATION
54
49
SICK LEAVE AND OTHER TEMPORARY LEAVE
54
50
INSERVICE PROGRAM
56
51
END OF YEAR RESPONSIBILITIES
56
ALL UNIT MEMBERS
53
MISCELLANEOUS PROVISIONS
57
54
DURATION OF AGREEMENT
58
SCHEDULES
A-1
TEACHERS’ SALARY GUIDE – 2009-2010
59
A-2
TEACHERS’ SALARY GUIDE – 2010-2011
60
A-3
TEACHERS’ SALARY GUIDE – 2011-2012
61
B
EXTRACURRICUALR ACTVITIES - 2009-2010, 2010-2011 and 2011-2012
62
C
COACHING - 2009-2010, 2010-2011 and 2011-2012
64
D-1
CUSTODIAL- MAINTENANCE PERSONNEL SALARY GUIDE – 2009-2010
65
D-2
CUSTODIAL- MAINTENANCE PERSONNEL SALARY GUIDE - 2010-2011
66
D-3
CUSTODIAL- MAINTENANCE PERSONNEL SALARY GUIDE – 2011-2012
67
E-1
SECRETARIES’ SALARY GUIDE -2009-2010
68
E-2
SECRETARIES’ SALARY GUIDE -2010-2011
69
E-3
SECRETARIES’ SALARY GUIDE -2011-2012
70
F-1
INSTRUCTIONAL AIDES’ SALARY GUIDE – 2009-2010
71
F-2
INSTRUCTIONAL AIDES’ SALARY GUIDE – 2010-2011
72
F-3
INSTRUCTIONAL AIDES’ SALARY GUIDE – 2011-20129
73
G
NON-INSTRUCTIONAL AIDES’ SALARY GUIDE -
2009-2010, 2010-2011 and 2011-2012
74

TABLE OF CONTENTS, continued
H-1
CAFETERIA HOURLY RATES FOR ALL EMPLOYEES
HIRED ON OR BEFORE SEPTEMBER 1, 1991 - 2009-2010, 2010-2011 and 2011-2012
75
H-2
CAFETERIA HOURLY RATES FOR ALL EMPLOYEES
HIRED AFTER SEPTEMBER 1, 1991 - 2009-2010, 2010-2011 and 2011-2012
75
H-3
CAFETERIA - MISCELLANEOUS COMPENSATION PROVISIONS
75
APPENDIX A - CAFETERIA EMPLOYEES’ HEALTH BENEFITS ENTITLEMENTS
76
76
PREAMBLE

This Agreement entered into this first day of July 1, 2009, between the Penns Grove-Carneys Point Regional Board of Education, hereinafter called the "Board", and the Penns Grove-Carneys Point School Employees Association, hereinafter called the "Association" wherein it is mutually agreed as follows:

ARTICLE 1
RECOGNITION

A. The Penns Grove-Carneys Point Regional Board of Education recognizes the Penns Grove-Carneys Point School Employees Association as the sole and exclusive representative concerning the terms and conditions of employment for the following employees under contract or on leave granted by the Board of Education:

      1. All certified personnel
      2. All full-time and part-time permanent secretaries, clerks, custodians, maintenance personnel, and computer technicians
      3. All full-time and part-time permanent aides and district mail person
      4. All regularly-employed cafeteria employees

Excluded are:
      1. Professional administrators
      2. Confidential or supervisory personnel
      3. Per diem employees
      4. Bus Drivers
      5. Buildings and Grounds Supervisor
      6. Food Service Director
      7. Secretary to the Business Administrator
      8. Facilities Operations Coordinator

B. Unless otherwise indicated, the term "employees" when used hereinafter in this Agreement, shall refer to all recognized employees represented by the Association in the negotiating unit as defined above. Also, the term “custodian” shall apply to custodian, groundskeepers, maintenance and technical personnel unless otherwise indicated.

C. Full-time definition
      1. Full-time employees shall be defined as those employees who work more than twenty-five (25) hours per week on a regular basis, except as modified below and in Article 31. All other employees shall be considered part-time.

      2. If a non-instructional aide agrees to work more than 25 hours per week, she/he shall be considered part-time for the purposes of this section and Article 31. However, a non-instructional aide who averages 30 hours per week shall be covered by 3. below.

      3. Any part-time non-instructional aide who averages 30 hours per week in any given school year shall automatically be considered full-time in the following school year if she/he continues to work more than 30 hours per week.

4. For part-time unit members other than part-time non-instructional aides: occasional use of part-time employees over twenty-five (25) hours shall be permitted if extra hours are voluntary, however, any such part-time employee who averages twenty-seven and one-half (27 ) hours per week shall automatically be considered full-time in the following school year.”

5. C. 1. through 4. above makes no change in the food service qualification for benefits.

D. Any employment advantaged enjoyed by the current computer technician in excess of those provided herein will continue as long as that employee continues in that position. Generally, computer technicians will be considered the same as custodial and maintenance employees for the purpose of this Agreement. Other than work day/work hours, the district mail person will be considered the same as non-instructional aides for the purpose of this Agreement.

ARTICLE 2
NEGOTIATIONS OF A SUCCESSOR AGREEMENT

A. All negotiations shall be as provided in accordance with the provisions of Chapter 123 of the Public Laws of 1974 in a good faith effort to reach agreement on all matters concerning the conditions of employment.

B. This Agreement incorporates the entire understanding of the parties on all matters which were or could have been the subject of negotiation. During the term of this Agreement neither party shall be required to negotiate with respect to any such matter whether or not covered by this Agreement and whether or not within the knowledge or contemplation of either or both parties at the time they negotiated or executed this Agreement.

C. Should a mutually acceptable amendment to this Agreement be negotiated by the parties, it must subsequently be ratified by the Board of Education in order for any such Agreement to be binding upon the Board. Any such ratified Agreement shall be Reduced to writing, be signed by the Board and the Association and be adopted.

D. 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.

ARTICLE 3
GRIEVANCE PROCEDURE

A. Definitions

1. A “grievance” is a claim by an employee, or a representative of employees based upon the interpretation, application, or violation of this Agreement, policies or administrative decision affecting them.

2. An aggrieved person is a person or persons making the claim.

      3. A grievance to be considered under this procedure must be initiated by the
      employee thirty (30) calendar days from the time when the grievant knew or
      should have known of its occurrence and be signed by all parties in interest when first submitted in writing. If the grievance is a class action involving six (6) or more people, individual signatures shall not be required, but a list of names of those people affected shall be submitted with the grievance.

B. Purpose
      1. The purpose of these procedure is to secure solutions to problems affecting terms and conditions of employment of employees at the lowest possible level.

      2. Nothing herein contained shall be construed as limiting the right of any employee having a grievance to discuss the matter formally with any appropriate member of the administration, and having the grievance adjusted without intervention of the Association.


C. Procedure

      1. Since it is important that grievances be processed as rapidly as possible, the number of days indicated at each level should be considered as a maximum and every effort should be made to expedite the process. The time limits may, however, be extended by mutual agreement. If a grievance is not processed within proper time limits by the aggrieved Association, the grievance is automatically denied and dropped.
      2. a Failure at any step of these procedure to communicate the decision on a grievance within the specified time limits shall permit the aggrieved employee to proceed to the next step. Failure at any step of these procedures to appeal a grievance to the next step within the specified time limits shall be deemed to be acceptance of the decision rendered at that step.
          b. It is understood that employees shall, during and notwithstanding the pendency of any grievance, continue to observe all assignments and applicable rules and regulations of the Board until such grievance and any effect thereof shall have been fully determined.

3. Level One
          Any employee who has a grievance shall discuss it first with his/her immediate supervisor in an attempt to resolve the matter informally at that level.
      4. Level Two
          If as a result of the discussion, the matter is not resolved to the satisfaction of the employee within (7) calendar days, he/she shall set forth his/her grievance in writing to the immediate supervisor specifying:

          a. The nature of the grievance including the date it occurred;

          b. The nature and extent of the injury, loss or
inconvenience;

          c. The specific contract provision, board policy or administrative decision being grieved;

          d. The results of previous discussions;

          e. Dissatisfaction with decisions previously rendered.

          The immediate supervisor shall communicate his/her decision to the employee in writing within seven (7) calendar days of receipt of the written grievance.
      5. Level Three
          The employee, no later than seven (7) calendar days after receipt of the immediate supervisor's decision, may appeal this decision to the Superintendent of Schools. The appeal to the Superintendent must be made in writing reciting the matter submitted to the supervisor as specified above and his or her dissatisfaction with decision previously rendered. The Superintendent shall attempt to resolve the matter as quickly as possible but within a period not to exceed twenty (20) calendar days. The Superintendent shall communicate his/her decision in writing to the employee and the principal or immediate supervisor.
      6. Level Four
          If the aggrieved person is not satisfied with the resolution of the grievance at Level Three, then the grievance shall be submitted to the Board of Education within seven (7) calendar days of receipt of the decision of the Superintendent and the Board shall render a decision in writing within thirty (30) calendar days after the submission of grievance to Level Four.
          The Association can request an appearance before the Board. The Board will decide if an appearance is appropriate on a case-by-case basis. The appearance shall be limited to fifteen (15) minutes. When an appearance occurs, the Board shall render a decision within thirty (30) calendar days of the appearance.

7. Level Five
          If the aggrieved person is not satisfied with the decision of the Board or if no decision has been rendered by the Board within thirty (30) calendar days, the aggrieved person or the Association shall advise the Board in writing of its intent to arbitrate. Such notice shall be sent within fourteen (14) days of receipt of the Board's decision or within forty-four (44) calendar days without a Level 4 response by the Board.
          Within fourteen (14) calendar days after receipt of the Association's notice to arbitrate, the Board or its representative and the Association or its representative should attempt to agree upon a mutually acceptable arbitrator and shall obtain a commitment from said arbitrator to serve. If the parties are unable to agree upon an arbitrator or to obtain a commitment within an agreed upon period, the following procedure shall be used to obtain the services of an arbitrator.
          a. A request will be made to the New Jersey Public Employment Relations Commissions (PERC) to submit a roster of persons qualified to function as an arbitrator in the dispute in question.

          b. If the parties are unable to determine a mutually satisfactory arbitrator from the submitted list, they will request the New Jersey Public Employment Relations Commission (PERC) to submit a second roster of names.

          c. If the parties are unable to determine, within ten (10) calendar days of the initial request for arbitration, a mutually satisfactory arbitrator from the second list, the New Jersey Public Employment Relations Commission (PERC) may be requested by either party to designate an arbitrator.


The arbitrator so selected shall confer with the representatives of the Board and the Executive Committee and shall hold hearings promptly and shall issue his decision not later than ten (10) calendar days from the close of the hearings. The arbitrator's decision shall be in writing and shall set forth his finds of fact, reasoning and conclusions on the issues submitted. The decision of the arbitrator shall be submitted to the Board and the Association and shall be final and binding on the parties.
          The costs for the services of the arbitrator, including per diem expenses, if any, and actual and necessary travel, subsistence expenses and the cost of the hearing room shall be borne equally by the Board and the Association. Any other expenses incurred shall be paid by the party incurring the same. If time is lost by any employee due to arbitration proceedings necessitating the retention of a substitute, the Board of Education will pay the cost of the substitute. The time lost by an employee must be either without pay or charged to personal time.

D. Rights to Representation
      Any grievant may be represented at all stages of the grievance procedure by himself, or at his option, by a representative selected or approved by the Association. When an employee is not represented by the Association, the Association shall be notified and have the right to be present and to state its views at all formal steps of the grievance procedure.

E. Miscellaneous
      1. All decisions above Level One shall be in writing. The complete file of decisions and appeals shall be transmitted to the next level.

      2 All documents, communications and records dealing with the procession of a grievance shall be filed in a separate grievance file in the office of the Superintendent of Schools.

      3. Forms for filing grievances, serving notices, taking appeals, making reports and recommendations, and other necessary documents shall be prepared jointly by the Superintendent and the Association and given appropriate distribution so as to facilitate operation of the grievance procedures.

      4. All meetings and hearings under this procedure shall not be conducted in public and shall include only such parties in interest and their designated or selected representatives heretofore referred to in this Article.

5. If the offending action or jurisdiction of any grievance is averred by the Association to be at the district level then the grievance may be initiated at Level Three or Level Four as appropriate.

ARTICLE 4
RIGHTS OF EMPLOYEES

A. No pupil grade shall be changed without consulting with the teacher, if a grade is changed, the teacher shall be notified in writing.

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

C. Teachers may leave their buildings during preparation periods with the knowledge and permission of the Principal.

D. Pursuant to Chapter 123, Public Laws 1974, the Board hereby agrees that every employee of 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.

E. Nothing contained herein shall be construed to deny or restrict to any employee such rights as he may have under New Jersey Laws or any applicable laws and regulations.

F. Employees covered by the Agreement shall have an automatic entitlement to representation under the following circumstances:

1. At a “Hicks Hearing” regarding non-tenure non-renewal of contract.

2. Any investigatory interview which could lead to discipline according to the tenets of the Weingarten Doctrine.

3. All steps of the grievance procedure

4. At any meeting regarding an involuntary transfer

5. When required to appear before the Board of Education or any committee or member thereof for any matter which could adversely affect employment or salary.

G. Employees covered by the Agreement shall not have an automatic entitlement to representation under the following circumstances:

1. Evaluation conferences

2. Reprimands

3. Upon receipt of a “Rice” notice

4. Any other meetings with supervisors unless the meeting is an investigatory interview which could lead to disciplinary action.

ARTICLE 5
RIGHTS OF THE BOARD OF EDUCATION

A. The Board 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:


      1. To direct employees of the school district.

      2. To hire, promote, transfer, assign, and retain employees in positions in the school district, and for just cause, to suspend, to demote, discharge, or take other disciplinary action against employees.

      3. To relieve employees from duty because of lack of work or for other legitimate reasons.

      4. To maintain the efficiency of the school district operations entrusted to them.

      5. To determine the means and personnel by which such operations are to be conducted.

      6. To take whatever actions may be necessary to carry out the missions of the school district in situations of emergency.

      7. All tenured and/or certified employees covered by this Agreement are required to give sixty (60) days notice of their intention to resign, unless the Board of Education specifically waives the required notice, in which case no disciplinary action may be taken against the employee.

8. Non-certificated, non-tenured employees are required to give two (2) weeks’ notice of intent to resign. Failure to provide such notice could result in a penalty of one (1) day of pay for each workday the employee is deficient in notice. The Board may deduct this penalty from any employee’s moneys they hold or seek amounts due through a collection process.

ARTICLE 6
ASSOCIATION RIGHTS AND PRIVILEGES

A. The Board shall make available to the Association any information in the public domain regarding financial data. The Board will also make available information which may be necessary for the Association to process any grievance.

B. Whenever any representative of the Association or any employee is scheduled by the Board to participate during work hours in negotiations he shall suffer no loss in pay.

C. Representatives of the Association shall be permitted to transact official Association business on school property at all reasonable times, provided that this shall not interfere with or interrupt normal school operations.

D. The Association shall have reasonable space on all existing bulletin boards in areas used exclusively by employees.

E. The President and members of the Association’s Executive Committee may be permitted to leave their buildings to conduct Association business during their preparation period or break time and during the time that members are required to stay in school following dismissal of the students with the permission of the principal or his designee and the approval of the principal of the building to which they are going. This permission would not apply when staff meetings or parent conferences are scheduled.

F. The Association will submit to the Superintendent prior to December 1st of each year its recommendations with respect to the school calendar for the ensuing year.

G. At the orientation programs operated by the Board of Education for new teachers, up to one-half (1/2) hour shall be set aside for the presentation of the Association program.

H. The Board shall grant one (1) 1:45 p.m. dismissal to all unit members for the purpose of ratification. The date for the meeting will be decided by the Association and the District Administrator with the approval of the Board. Any bargaining unit member who has not completed his or her scheduled work shift shall return to duty at the end of the meeting and finish his or her required time.

I. The Association shall have the right to reasonable use of the inter-school mail facility and school mailboxes. Except for routine announcements all other materials shall be in sealed envelopes. There shall be a dedicated E-mail address provided to the Association linked to the District’s server.

J. The Association shall have the right to reasonable use of a computer system, copier, fax, and an audio-visual unit, subject to paying for any incurred costs.

K. The Association President or his/her designated representative shall have the right to utilize up to five (5) working days to conduct Association business. These days shall not be taken contiguous to holiday or vacation periods and the Association shall reimburse the Board for the cost of substitutes utilized on said days. Notification of the use of such days shall be made directly to the Superintendent five (5) days in advance except in case of emergency.

L. The Association and its representatives may be permitted to use school buildings at all reasonable hours for meetings. The principal of the building in question shall be notified in advance of the time and place of all such meetings. Application for use of facilities shall be filed according to Board policy.

ARTICLE 7
SECRETARIAL AND CUSTODIAL WORKING CONDITIONS

A. Work Year


      1. The work year of twelve (12) month secretarial and custodial employees shall commence July 1 through June 30.

      2. The work year for ten (10) month secretaries shall be September 1 through June 30, except for elementary schools wherein it may be scheduled by the administration to be one (1) week less at the end of June and one (1) week more at the end of August.

B. Holidays
      1. Holidays under this article shall be the day said holiday is celebrated, not necessarily the exact calendar day indicated.
2. TWELVE (12) MONTH CUSTODIANS

          a. New Years Day, Lincoln's Birthday, Easter vacation shall be two (2) work days contiguous to the Easter holiday weekend, i.e.: Thursday and Friday, Friday and Monday, Monday and Tuesday, Memorial Day, Independence Day, Veterans' Day, Christmas Day Thanksgiving (and the day after), Washington's Birthday, Columbus Day, Martin Luther King Day, Labor Day.
              Effective after the date of ratification of the 2009-2012 Agreement, these shall be the holidays: New Years Day, Presidents’ Day – 2 days (the Friday before Presidents’ Day and Presidents’ Day itself), Easter vacation (two (2) work days contiguous to the Easter holiday weekend, i.e.: Thursday and Friday, Friday and Monday, Monday and Tuesday), Memorial Day, Independence Day, Veterans' Day, Christmas Day, Thanksgiving (and the day after), Columbus Day, Martin Luther King Day, Labor Day.
          b. If a scheduled holiday is not given on the named day, compensatory time will be given within sixty (60) working days.
          c. For twelve (12) month custodial employees the working day before and the working day after Christmas will be granted as a holiday. If the working day before Christmas is a school day requiring such employees to be present, then an additional day will be granted after Christmas as a holiday.

          d. In addition to the holidays listed above, Computer Technicians shall have the same “winter recess” break as teachers.

3. SECRETARIES

a. All secretaries shall have the same holidays as teachers during the
school year.

b. During the summer twelve (12) month secretaries shall have the same
holidays as custodians.

C. Vacation Twelve (12) Month Secretarial and Custodian Employees
      1. Vacation schedule for twelve (12) month personnel.
      All current 12-month personnel shall be grandfathered.
Years of Service in District
      Complete 1 year...................….1 week
      2 to 5 years……....................... 2 weeks
      6 to 10 years.....……................ 3 weeks
          11 to 20 years………………... 4 weeks
          Over 20 years………………... 5 weeks
      2. Vacations shall be approved by the Administration consistent with the operational needs of the District. Nothing herein prevents vacation during the school year subject to the operational needs of the District and written permission of the Superintendent. Vacation may not be accumulated or carried over without the express approval of the Superintendent or his/her designee.

      3. No more than one (1) custodian per building may be on vacation at any time. All vacations must be scheduled with approval of supervisor and must not conflict with the needs of the school district.

4. Whenever a legal holiday falls during a scheduled vacation this shall not be considered as a vacation day and shall not be subtracted from the employee's vacation time.
      5. All vacations shall be with regular pay. Employees may be paid in advance if requested for the vacation period, provided twenty (20) days notice is given to the District Business Office.

      6. If an employee resigns, earned vacation shall be paid according to the proportion of full months worked to the total contract year unless notice has not been given.

      7. Nothing herein prevents vacation during the school year subject to the operational needs of the district and written permission of the Superintendent.

      8. All vacation entitlements shall be credited on the July 1st after they are earned.
          The vacation entitlement for a new employee shall be prorated to the time worked in that first year and be credited on the July 1 which follows the first day of the employee’s employment. One day worked in a month equals a month for the calculation purpose. The prorated amount will be calculated to the next half day amount. For example, if an employee begins employment on January 1, he/she will be eligible for 6/12ths of the 1 week vacation, or 2 and days.
D. Tenure

      Employees will be granted tenure in accordance with statute.

E. Call-back Time
      Each employee who is called back to work other than during his/her normal work schedule shall be guaranteed a minimum of two (2) hours of pay.

F. Coffee Breaks
      1. Providing clerical coverage is present, each full-time clerical employee shall be scheduled a fifteen (15) minute coffee break during the first half of the full workday and another fifteen (15) minutes during the last half of a full day.
      2. Each full-time custodian shall be scheduled a fifteen (15) minute coffee break during the first half of a full workday and another fifteen (15) minutes during the last half of a full workday.

G. Overtime for Custodians, Secretaries and Maintenance Employees
      1. Pay shall be at one and one-half (1-1/2) of the hourly rate for work performed above forty (40) hours per week and double time for work above forty-eight (48) hours. Nothing herein precludes mutual substitution of compensatory time for such overtime. The workweek shall be Monday through Sunday for computation of overtime.

      2. The formula for calculating the hourly rate of pay is as follows:
      Custodian 12-month salary/2080 hours
      Secretary 12-month salary/1680 hours
      Secretary 10-month salary/1400 hours

3. Custodial and Maintenance employees who are told to report for work on days when schools are closed due to inclement weather shall receive time and one half for hours worked in addition to their regular pay.

4. By November 15th each year District Office Administration will provide all custodial and maintenance employees with procedures to be followed on inclement weather days including when to report, who calls, where to report, who is in charge, etc.

5. Secretaries who volunteer to work during a holiday or school closing shall receive time and one half per hour worked or be entitled to compensatory time.

H. Altered Lunch Periods - Secretaries
      If an emergency situation arises, a secretary will be granted released time in lieu of lunch provided the Superintendent's permission is secured in advance. On early pupil dismissal days when teacher attendance will not be required after pupil dismissal, all secretaries will have a one-half (1/2) hour lunch period and be dismissed for the day ten (10) minutes after teachers are dismissed.

I. N.J.E.A. Convention
      1. The Board shall allow two (2) days for secretaries to attend N.J.E.A. Convention.

      2. Custodial personnel who are on the Executive Committee of the Association or who are Senior Association Representatives shall be allowed to attend the N.J.E.A. Convention with pay.

J. Workday

      1. The workday for secretaries shall be seven (7) hours exclusive of the sixty (60) minute lunch period, except, as of June 2001, the workday for secretaries shall be six and one half (6 ) hours exclusive of a thirty (30) minute lunch period beginning the first full week of summer recess for students and teachers until the end of the last full week of summer recess.

      2. The workday for custodians shall be eight (8) hours exclusive of a lunch period which shall be 60 minutes for custodians on day shift, 1/2 hour for custodians on evening shift. Work shifts shall be established at the beginning of each school year by the school business administrator.
      3. When schools are closed due to inclement weather or other emergency situations, building based secretaries shall be dismissed 15 minutes after the teachers. Central Office secretaries shall be dismissed in the same manner as elementary school secretaries.

K. Custodian Shift Differential

Employees whose shifts start at 11:00 a.m. or later shall receive a per hour differential of $.70. Lead Custodians shall receive a per hour differential of $1.35.

L. Uniforms
      1. The Board shall provide each newly employed custodian, groundskeeper and security aide with three (3) approved uniforms, subject to the procedures and limitations described in Paragraph 4. hereof.

      2. Employees shall be reimbursed for the actual cost of two (2) additional uniforms each year, subject to the procedures and limitations described in Paragraph 4. hereof.

3. The Board shall not be required to provide the three (3) uniforms to employees, until the employee has satisfactorily completed a sixty (60) day probationary period. The subsequent two (2) uniforms shall be provided to new employees on the anniversary of the completion of their probationary period.

      4. The type of uniform, the acquisition procedure and cost limitations will be established by the School Business Administrator after consultation with the Association. Cleaning and maintenance of the uniforms will be the responsibility of the employee. Uniforms will be kept clean, neat and in good repair at all times by the employee and will be worn during all normal work hours.

      5. The Board shall provide all custodial, maintenance, groundskeepers and security aides with one (1) pair of shoes each year, subject to the procedures and limitations described in paragraph four (4) hereof. Employees must wear the shoes while on the job.

M. Salary Calculation Upon Transfer
      Transferees between ten (10) month and twelve (12) month secretarial positions shall be a lateral move. However, in the case of an involuntary transfer of a twelve (12) month secretary to a ten (10) month position, their salary will be "red circled" until application of the above formula would result in a higher salary.

N. In the case of temporary transfers lasting at least (1) day, from one job category or shift to a job category or shift requiring a higher rate of pay, the employee transferred to the higher paying position shall receive the wages regularly paid for the higher job category for all time utilized.

O. Custodians’ Boiler License

      1. All custodians must have or acquire a black seal boiler license within 18 months after their date of hire. They will have two (2) opportunities, consecutive to obtain their license. Failure to do so will result in immediate termination without any further cause.

      2. The Board will reimburse custodians seeking a Black Seal Boiler License, or other job related licenses, the class costs such as tuition, fees, and books, for one time.

P. Employees may be required to perform light duty when they have been out due to injury. The Board shall have the right to assign modified duty to a staff member provided such duty does not diminish time regularly assigned to another unit member. The Administration will consult with the Association on the light duties to be assigned.

ARTICLE 8
AIDES’ AND CAFETERIA EMPLOYEES’ WORKING CONDITIONS

AIDES

A. WORK YEAR
      Aides work year will be all days on which pupils are in attendance. The regular work day for security aides shall be 71/2 plus 1/2 hour duty free lunch plus two (2) fifteen (15) minute breaks each day (except on early dismissal days). The regular work day for specialists and instructional aides will be 6 1/2 hours plus 1/2 hour duty-free lunch. Early dismissal days will be the same as teachers except for parent conference days when such aides may leave once students have been dismissed. In the event an instructional or specialist aide is requested to stay for parent conferences, he/she will be compensated at the rate of $10.00 per hour.

B. OVERTIME
      1. Hours for overtime, docking, etc. - For security aides the hourly rate will be determined by using 1365 hours, for instructional and specialist aides 1183 hours will be used.
      2. Overtime pay for aides shall be calculated at time and one half for all hours in excess of forty (40) hours in any full work week.

C. The normal work week for aides shall consist of five (5) consecutive work days.

D. Aides shall be allowed to attend the annual N.J.E.A. Convention, but shall not be
compensated for such days.

CAFETERIA EMPLOYEES

A. The regular work week for cafeteria employees shall be Monday through Friday. Hours of work shall be determined by the needs of the lunch program of the District. Beginning September 1, 1993, a full day shall be 7 1/2 hours, anything less shall be considered part time. Overtime shall be paid at the rate of 1 1/2 pay for all hours worked in excess of 7 1/2 hours per day or 37 1/2 hours per week. Hours worked on Saturday will be paid at 1 1/2 pay, and Sundays will be at double time rate.

B. Thanksgiving and Christmas days shall be paid holidays. Holiday pay shall be computed by multiplying the employees straight time hourly rate by the number of hours that they are normally scheduled.

C. To be eligible for holiday pay, an employee must be a member of the regular work force and have worked the last scheduled day before the holiday and the first scheduled day after the holiday. If an employee is sick or absent in a verifiable emergency and provides acceptable documentation they will be paid their Holiday Pay.

D. Work Year and Training-Preparation Day

      1. The work year for cafeteria employees will be a maximum of one hundred eighty-two (182) days. One of these days will be the weekday (but not Labor Day) prior to the commencement of the student school year.

      2. In addition to a. above, unit members may be required to attend one (1) training/preparation meeting during the last two (2) weeks of August each year. The date for said meeting will be provided to unit members on or before June 1 each year. Unit members shall be paid their regular hourly rate for said attendance.

ARTICLE 9
TEACHING HOURS AND TEACHING LOAD

A. The in-school work year of teachers employed on a ten (10) month basis (other than new personnel who may be required to attend an additional one (1) day of orientation) shall not exceed one hundred eighty-five (185) days.
      1. The in-school year shall include days when pupils are in attendance, orientation days and any other days on which teacher attendance is required.

      2. There shall be early dismissals the day before Thanksgiving Day, the day before the Winter recess, the day before Spring recess and the last three (3) student days of the school year. Teachers may be required to remain until the end of the regular pupil day the last three (3) students days of the year to complete required closing duties. No required in-service training or other meetings not directly related to the closing of the school year shall be scheduled during these three (3) days.

B. Child Study Team teacher-members shall be excluded from the provisions of this Article. Their workday shall be seven and one half (7 and 1/2) hours inclusive of a half hour duty free lunch.
      1. Child Study Team members may choose to receive compensatory time for meetings held after work hours.

      2. Child Study Team Members shall have early closing sessions in the same manner as classroom teachers when teachers attendance is not required after the early closing.

      3. Child Study Team members shall be eligible for four (4) weeks paid vacation allowance each school year which may be utilized as per practice, except that any Child Study Team member appointed after July 1st or who retires or resigns shall receive a pro-rated vacation allowance in their initial/final school year of employment. Any unused vacation entitlement an employee may have upon termination will be paid within thirty (30) days of the employee’s final day of work.
C. Teachers are expected to devote to their assignments the time necessary to meet their responsibilities.
      1. As a matter of safety, teachers shall be required to sign in and out at all schools by the time designated by the administrator of the school which shall be no earlier than fifteen (15) minutes before the pupil day begins, if that teacher has a duty and ten (10) minutes before if they do not have a duty.

      2. Employees who fail to sign in by the designated time and do not respond to a page or are not otherwise accounted for shall be subject to the following corrective procedure each year:
Lateness 1 Notice of lateness form completed by staff member
Lateness 2 Notice of lateness form completed by staff member
Lateness 3 Notice of lateness form completed by staff member
Conference with building principal. Staff member may
have an Association representative. Letter sent to staff
member for inclusion in personnel file.
Lateness 4 And all thereafter for the duration of the year
Salary shall be docked in 1/2 hour increments based on the
prevailing extra pay rate per hour
      3. The arrival and departure times for all teachers shall be designated in accordance with the work day limits expressed herein.
      4. No teacher shall be required to report for duty earlier than fifteen (15) minutes before the opening of the pupils’ school day, and shall be permitted to leave 25 minutes after the close of the pupils’ school day, except as otherwise designated in this Article. On Fridays or on the days preceding holidays or vacations, the teachers’ day shall end ten (10) minutes after the close of the pupils’ day except on those days when teacher attendance is required for in-service training, parent conferences, back to school nights, etc.
          a. If teachers are block scheduled they may leave 15 minutes after the pupils on regular school days and 10 minutes after pupils on Fridays, and at the same time as pupils on days preceding holidays or vacation periods.

          b. Teachers may be required to attend one (1) back to school night or its equivalent each year with no additional compensation.

          c. Teachers required to attend parent conferences at night shall receive released time in the manner currently provided.

          d. Once a teacher has completed their last parent teacher conference, they shall be permitted to leave.
      5. Any teacher who is required by his/her Principal or a District Administrator to work beyond said work day shall be compensated at the rate of $28.00 per hour.

      6. Teachers who voluntarily take part in District sponsored , not County sponsored, summer in-service training programs, shall be compensated at a rate of $28.00 per hour.
D. Except for emergencies, employees may leave the building without requesting permission during their scheduled duty-free lunch periods, but shall sign in and out.

E. Building-based teachers may be required to remain after the end of the regular work day, without additional compensation, for the purpose of attending building, faculty meeting or other professional meetings one (1) day each month, plus eight (8) in-service after school training sessions. Such meetings shall begin no later than ten (10) minutes after the student dismissal time and shall last for no more than sixty (60) minutes.
      1. Teacher meetings which take place after the regular in-school work day and 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.

      2. An Association representative may speak to the teachers after any meeting referred to in paragraph 1 above for at least ten (10) minutes at the request of the representative.

      3. The notice of, and agenda for any teacher meeting shall be given to the teachers involved at least four (4) days prior to the meeting, except in an emergency. Teachers shall have the opportunity to suggest items for the agenda. If a scheduled meeting is changed or canceled with less than two (2) days’ notice, except for illness or emergency, the meeting shall count as one of the required meetings.

F. Classroom teachers shall, in addition to their lunch period, have preparation time during which they shall not be assigned to any other duties as follows except on field trip days, full in-service days, parent conference days, early closing days, fun day, field days and parent teacher meetings. If specialist coverage is not readily available on parent conference days and early dismissal days, the schedules should be adjusted to provide equal preparation time to the extent that it is possible.
      1. Elementary School--No less than one hundred fifty (150) minutes per full school week.
        2. Middle School--Five (5) class periods per full week, or not less than two hundred fifteen (215) minutes per full school week.
          3. Grades 9-12--Five (5) class periods per full week, or no less than two hundred twenty-five (225) minutes per full school week.
            4. If a teacher is block scheduled their regular prep period shall be ninety (90) minutes or the same as a regular block schedule period if the block schedule period is less.
              5. Preparation time for certified staff members who are not regular classroom teachers is as follows:
                  a. CST and nurses do not receive preparation time.

                  b. Other than a. above, teachers who teach in just one building have the same preparation time as the relevant provision in 1., 2. or 3. above.

                  c. All teaching staff members of the bargaining unit who are required to make lesson plans, teach classes, provide grades, and maintain a space in two buildings will have no less than 190 minutes of preparation time in a week.

              6. Any teacher who is assigned AV Coordinator duties and who does not receive a stipend under Schedule B. shall receive an additional 40 minutes of preparation time per full school week.

              7. Preparation Periods and IEP Conferences

                  a. To the extent possible, the administration will endeavor to have IEP conferences scheduled after student dismissal.
                  b. In the interpretation of Article 9, F., if a parent who is scheduled to be at an IEP conference during a teacher’s scheduled preparation period does not attend that IEP conference, this meeting will not constitute a “parent teacher meeting” within the definition of that term and such teacher shall be compensated pursuant to Article 9, G. 2. Parent participation via telephone constitutes “attendance” for the purposes of this agreement.
                  c. If a teacher loses more than one (1) preparation period in a week as a result of attendance at an IEP conference, he/she shall be compensated for the lost preparation period beyond one (1) at the relevant rate set in Article 9, G. 2.
          G. The practice of using regular teachers as substitutes, thereby depriving them of their preparation period, is undesirable and shall be discouraged. In those cases where substitutes are not available, teachers who volunteer may be used as substitutes during their non-teacher time (non-teaching time does not apply to the teacher's lunch period). Teachers may also be assigned to serve in this manner. Such coverage shall be arranged by the principal of the school in question and shall be distributed as equitably as possible among both volunteer and assigned
          teachers in said school.
              1. A uniform record keeping system shall be developed and employed and a log showing coverage assignments will be presented to the Association at the end of each month.
              2. Teachers who lose their scheduled preparation time because specialists or substitutes are not available or who otherwise act as substitutes shall be compensated as provided below. Volunteers and non-volunteers including those losing preparation time to serve as substitutes shall receive compensation. The only teachers who shall receive compensation for a duty while not on preparation time shall be those teachers at the High School and Middle School who are called from their regularly scheduled duty to cover a lunch duty. Those teachers who are assigned from duty to teach a class shall be paid at no less than the current rate.

          Teachers on prep Not on prep time for
          H.S. & M.S.
          Lunch Duty

          Less Than Period $10 $ 5
          One Half to Full Period $20 $10
          Double Period or Block $40 $20

          3. INTERNAL SCHOOL SUSPENSION (ISS)
                  If ISS is utilized at the High School, it will be an assigned duty with the
          right of first refusal. The duty shall have a stipend $1000 per semester. If
          ISS is utilized at the Middle School, that duty shall also pay a stipend of
          $500 per semester.

          4.. Coverage vouchers shall accumulate and be paid twice a year, the first pay in January and the second pay in June.

          H. Teacher participation in extra-curricular activities which extend beyond the regular scheduled in-school day shall be compensated according to the rate of pay and/or released time as provided for in Schedules B and C.

          I. The elementary teacher's work day shall be seven (7) hours and shall include no less than one (1) hour duty-free lunch and a maximum of 285 minutes average pupil instruction time.

          J. The middle school teacher's work day shall be seven (7) hours and eleven (11) minutes and shall include no less than forty-three (43) minutes for duty-free lunch and a maximum of 215 minutes average pupil instruction time.

          K. The high school teacher's working day shall be seven (7) hours and seventeen (17) minutes and shall include no less than twenty-seven (27) minutes for duty-free lunch and a maximum of 235 minutes average pupil instruction time.

          L. If extra instruction time is assigned it shall be paid at the rate shown below and cannot come out of preparation time. For the purpose of the foregoing sentence, teachers who are scheduled in more than one building who would normally have an assigned duty period and are requested to teach an additional class or period, will be paid for that additional instructional period at the extra instructional rate. The teachers so assigned can only be used for non-instructional duties outside of the pupil day. No more than three (3) teachers in each grade level, department, or discipline (Math, English, etc.) may be assigned or all teachers so assigned shall receive double the extra instruction rate. Effective July 1, 2010, this limit shall be increased to five (5). For purposes of this provision, Math and Science shall be considered two distinct departments in the High School, and the departmental restriction shall not apply to the Middle School.

          Effective July 1, 2010, if a teacher is assigned a 6th instructional period at the High School, he/she shall be paid $5,760 for the semester. Effective July 1, 2010, if a teacher is assigned a 6th instructional period at the Middle School, he/she shall be paid $5,760 for the year.

          M. Assignment schedules for teacher specialists shall be functional the first pupil day of school.

          N. In-service days. orientation days/in-district training days

          1. On in-service/orientation days done by the district when pupil attendance is not required, the total work day for teachers shall not exceed seven hours, 15 minutes inclusive of a one (1) hour minimum duty-free lunch period. There is no preparation time on these days. Any in-service days not done by the district shall follow that agenda provided that the program cannot exceed seven (7) hours, 15 minutes total.
              2. In-district training days scheduled by the District when pupil attendance is required shall be scheduled during the regular work day and shall not exceed seven (7) hours in length including one (1) hour lunch which is not provided by the District. If the normally-scheduled preparation time for a teacher on this day overlaps with the in-District training, that teacher will not receive preparation time on that day.

          O. On early pupil dismissal days when teacher attendance will be required until the normal pupil dismissal time, teachers in grades Preschool-5 shall have a one half (1/2) hour duty-free lunch period while students are in attendance and an additional one half (1/2) hour duty-free lunch period following pupil dismissal. On such days, teachers in grades 6, 7 and 8 shall have a twenty-eight (28) minute duty-free lunch period while pupils are in attendance and an additional duty-free period of fifteen (15) minutes after pupil dismissal.

          P. On early pupil dismissal days when teacher attendance will not be required following pupil dismissal, teachers in grades Preschool to 6 will have a one half (1/2) hour duty-free lunch period and teachers in grades 7 and 8 shall have a twenty-eight (28) minute duty-free lunch period while pupils are in attendance and will be dismissed as soon as practicable but not more than ten (10) minutes after pupil dismissal.

          Q. Traveling teachers will not be required to travel to a building solely for purpose of a duty assignment.

          ARTICLE 10
          TEACHER REDUCTION IN FORCE

          A. Layoff does not apply to any teacher who is not offered subsequent employment because of unacceptable performance. If a layoff is to be for the following school year, the Board will notify the Association on or before April 30. Such notice will be in writing and will include the specific positions to be affected and the reasons for the proposed action. If requested in writing by the Association within ten (10) calendar days of receipt of such notice, opportunity will be provided for the Association to discuss the reasons for such actions and nothing herein shall preclude suggested alternatives from the Association.

          B. The procedure for reducing tenured teachers shall be in accordance with statute. Teachers due to be reduced shall be afforded opportunity to apply for a one (1) year leave of absence without pay. A subsequent year of unpaid leave of absence may also be applied for, should the teacher on reduction not be recalled. During the period of such unpaid leave, if the affected teacher is called to substitute, he or she will receive double the Board's prevailing substitute rate.

          C. Any teacher recalled by the Board shall be notified in writing by registered mail and shall have ten (10) calendar days to accept or reject employment. Failure of a teacher to accept such employment within the above ten (10) day period shall be understood as refusal to accept the position offered.

          D. A teacher on layoff shall have service credit including unused accumulated sick leave and credit toward sabbatical eligibility frozen for such period. Upon return such service credit shall be restored.

          E. Teachers on layoff without pay, as indicated above, shall have an opportunity to maintain and/or apply for all extra service positions.


          ARTICLE 11
          LAYOFF PROCEDURES FOR AIDES

          A. SENIORITY IN LAYOFF

          1. In the event that a reduction in force (layoff) is necessary, the principle of seniority shall apply, and such reductions shall take place with those aides with the least service in their respective job classification.

          2. Three (3) seniority lists shall be developed (labeled Seniority List A, Seniority List B, and Seniority List C). Each List is the “job classification” referred to in A. above.

          3. Seniority List A shall consist of instructional aides and specialist aides. This is a single list, not separately by these titles. Time spent in either position by an employee shall be counted toward seniority. Each employee’s service shall be shown as months served. A day in a pay status is counted as a month of service. “Pay status” means at work, or on a paid leave of absence.

              4. Seniority List B shall consist of non-instructional aides. Each employee’s service shall be shown as months served. A day in a pay status is counted as a month of service. “Pay status” means at work, or on a paid leave of absence.

              For each month that an aide on the B List worked, that month is counted as 1 month.

              5. Seniority List C shall consist of security aides. Each employee’s service shall be shown as months served. A day in a pay status is counted as a month of service. “Pay status” means at work, or on a paid leave of absence.

              6. If an employee on the A List has worked in a position on the B List, she/he will appear on both List A and List B. The time worked in the A list position will count towards the B List placement, but the time worked in the B List position will not count towards the A List placement.

              7. Effective July 1, 2010, the Board shall prepare said Lists and share them with the Association by October 15th each year. The parties shall reach an agreement on said Lists by November 15th each year. The parties have agreed on Seniority Lists A and B which are in place in March of 2010.

          B. When an A List aide’s position is abolished, if that aide has credited seniority greater than the lowest seniority aide on the A List, she/he shall be entitled to an A List position. If she/he is not senior to any other A List aide, she/he shall be entitled to a B List position.

          C. When a B List aide’s position is abolished, if that non-instructional aide has credited seniority greater than the lowest seniority aide on the B List, she/he shall be entitled to a B List position.

          D. When a C List aide’s position is abolished, if that security aide has credited seniority greater than the lowest seniority security aide on the C List, she/he shall be entitled to a C List position. In the event that no C List position is available, he/she shall be entitled to a B List position if he/she is has credited seniority greater than the lowest non-instructional aide.

          E. If a job opens in the instructional aide category within the same academic year, then a previously bumped instructional aide has first priority and may elect to return to the instructional aide category. The aide must choose to return or not return when the opportunity is offered.

          F. Any seniority and benefits to which an aide is entitled shall be frozen while an aide is on layoff until they return.

          G. If an aide is on layoff from the District, recall rights based on seniority shall continue for ninety (90) calendar days. Upon notification, the laid-off aide must return within five (5) calendar days of notification.

          ARTICLE 12
          NON-TEACHING DUTIES

          A. All non-teaching duties shall be identified, assigned and posted by the building principal by the opening day of school each September. The Board will annually identify to the Association the duties assigned at the High School and Middle School. Except in case of emergency, the Board will provide the Association with thirty (30) days notice before significantly modifying the nature or extent of duties as well as the reasons for considered changes and provide an opportunity for Association input prior to its making a final decision on the changes.

          Middle School lunch duty shall be rotated each marking period to the extent that such rotation does not interfere with educational judgments about class offerings or the school day placements of those offerings. Except for teachers who are in a teaching assignment or on an ISS assignment, all teachers are in the pool for such rotation of lunch duty in the Middle School.

              1. Substitutes shall take the duty schedule of the teacher for whom they are substituting.
              2. All certificated members of bargaining unit except Child Study Team members, Student Assistance Counselors, Nurses, Guidance Counselors, and the Association President will be in the pool of people assigned non-teaching duties. Specialists and other unit members assigned to more than one building will be in the duty pool of their home base building only. High School and Middle School Librarians will not be in the duty pool during the school day.
              3. No certificated bargaining unit member (except those exempted from duty pool) shall have more unassigned time than any other member for the purpose of non-teaching duties unless such time is necessary for the performance of a schedule B assignment.

              4. All non-teaching duties will be rotated to the extent possible during each time period at mid-year each year, except, homeroom duty in the Middle School and High School shall be an annual assignment. No teacher will be given a second homeroom assignment until all other teachers in the duty pool have been assigned a first. Only Child Study Team members, Student Assistance Counselors, Nurses, Librarians, and the Association President are exempt from homerooms.

              5. Any teacher who refuses to perform an assigned duty shall be charged with misconduct by the Board of Education.


          B. Teachers performing non-teaching duties outside the parameters of the regular pupil day shall continue to receive equal amounts of compensatory time as currently practiced, equal amounts of released time which may be deducted from the time teachers are required to remain after the end of the pupil day. A uniform record keeping system shall be developed and employed and a log showing compensatory time earned and taken will be presented to the Association at the end of each month. Administrators will not unreasonably withhold approval of compensatory time.

          C. If the Board utilizes aides for lunch, lunch duty, recess coverage and p.m. bus duty coverage in grades Preschool-5, then when such aides are absent, teachers may be required to substitute on a rotating basis. Such requirements shall reside solely with the administration.


          ARTICLE 13
          EMPLOYMENT

          A. Each employee shall be placed on his/her proper step of the salary schedule except that initial placement of employees on the salary guide shall reside with the Board subject to the limitations of the following sentences.
              Upon initial hire, a new teacher shall be granted year for year credit on the salary guide up to the step which represents five (5) years on the guide for prior New Jersey public school experience gained while the teacher was fully certified. A new teacher shall be granted year for year credit on the salary guide up to the step that represents three (3) on the guide for prior public school experience in other states gained while the teacher was fully certified. A “year” is defined as ten (10) months’ service. Granting of additional credit on the guide beyond the amounts set forth in the prior two sentences rests in the discretion of the Board with the recommendation of the Superintendent.

          B. Non-tenured teachers shall be notified of their contract and salary status for the ensuing year not later than May 15th, provided that agreement on salaries has been reached for the following school year. All other employees will be notified within three (3) days after the second (2nd) Board meeting in May.

          C. Previously accumulated unused sick leave days shall be restored to all returning employees who had been tenured in this district.

          ARTICLE 14
          SALARIES

          A. The salaries of all employees covered by this Agreement are set forth in schedules which are attached hereto and made a part hereof.

              1. Progress to the next vertical step on each salary guide shall be contingent upon seven (7) full months of completed service prior to July 1 for twelve (12) month employees and six (6) months of completed service by July 1 for ten (10) month employees hired after January 1, 1997.

          B. PAY PERIODS

          1. Twelve (12) month employees shall be paid in twenty-four (24) equal semi-monthly installments. Ten (10) month employees, except non-instructional aides, shall be paid in twenty (20) equal semi-monthly installments.
              2. When a payday falls on or during a school holiday, or weekend, employees shall receive their paychecks on the last previous working day.

              3. All non-instructional aides will be given a projected paycheck on September 15. All subsequent paychecks will reflect actual hours worked during the pay periods. Any necessary adjustments will be made by the final June paycheck.

              4. Effective January 1, 2001, the Board will provide direct deposit of employees’ net pay into such accounts as the employee may designate.
              5. Employees who do not use the direct deposit option shall be paid by 11 a.m. on pay days.

          C. All staff will receive their second pay in June by mail or direct deposit on/or before June 30th.

          D. All teachers under twelve (12) month contract shall be paid at a rate of 1.2 times their appropriate place on Schedule A, and shall receive four (4) weeks' vacation in addition to regular school holidays.
              1. Vacations shall be pro-rated the first year of employment and in the year of separation and teachers can carry over one (1) week per year without prior approval contingent upon the Superintendent’s authorization for utilization the next year.

          E. Payment to teachers for extra-curricular Schedules B and C shall be made by payment of one-half (1/2) of the appropriate stipend at mid-term of the activity and the balance at the end of the activity. Year-long B & C position payments may be pro-rated on a monthly basis if the employee so desires.

          F. All salaries shall be pro-rated if the employee is hired for less than a full contract year or, in the case of extra-curricular and coaches salaries, for less than a full season.

          G. The Board will reimburse employees any portion of the deductible amount of the automobile comprehensive portion of their insurance, upon submission of proper documentation, when damage was incurred while on school business which required them to take their cars into community areas that are less than safe.

          H. All vouchers for payment must be submitted within thirty (30) days of the activity for which payment is being sought or up to 50% of the voucher amount may be forfeited.

          I. Placement on advanced degree guide columns shall occur in the following manner:
              1. Any employee who presents completed proof by transcript or affidavit between February 1 and June 30 will be adjusted effective July 1.

              2. Any employee who presents completed proof by transcript or affidavit between July 1 and August 31 will be adjusted effective September 1.

              3. Any employee who presents completed proof by transcript or affidavit between September 1 and January 31 will be adjusted effective February 1.

              4. Advanced degree guide refer to graduate credits and graduate degrees only from a college or university credited by the State of New Jersey. Any request for degree or credit status advancement on the salary guides for credits or programs that would not qualify for tuition reimbursement as provided in Article 28, Section D, shall be denied.

              5. Credit will not automatically apply to any correspondence, mail order or distance learning courses or degrees except those graduate level courses and degrees offered by New Jersey state operated colleges and universities which are specifically designated as graduate level and/or traditional graduate degrees.


          J. When a full time aide moves to a new salary column within the aides’ guide, she/he shall be placed on the same step she/he occupied at the time of the move. When a secretary moves to a new salary column within the secretaries’ guide, she/he shall be placed on the same step she/he occupied at the time of the move. When a custodial/maintenance employee moves to a new salary column within the custodial/maintenance guide, she/he shall be placed on the same step she/he occupied at the time of the move.

          K. Increment entitlement at the expiration of this Agreement will be restricted to the difference between an employee’s salary and that earned by employees with the same degree status and one (1) additional year of service.


          ARTICLE 15
          EMPLOYEE ASSIGNMENT

          A. Teachers shall have a minimum of ten (10) minutes travel time between buildings.

          B. Temporary changes of assignment lasting for thirty (30) calendar days or less, for all non-certified employees except aides may be given with 24 hours written notice. Temporary assignment of aides may be given with no prior notice.

          C. In the case of temporary transfers lasting at least one (1) day, from one job category requiring a higher rate of pay, the employee transferred to the higher paying position shall receive the wages regularly paid for the higher job category for all time utilized.

          D. All building Administrators shall have the right to assign and reassign teachers to
              their building as it pertains to class schedule, class and/or subject assignments and room assignments after consultation with the Superintendent and no written correspondence to the Association is necessary as management prerogative.
          ARTICLE 16
          VOLUNTARY TRANSFERS AND REASSIGNMENTS

          A. An employee who desires a change in assignment or who desires to transfer to another building may file a written statement of such desire with the Superintendent. Such determination resides solely with the Board.

          ARTICLE 17
          INVOLUNTARY TRANSFER AND REASSIGNMENTS

          A. Notice of an involuntary transfer or reassignment to another school building shall be given to employees and simultaneously to the Association in writing as soon as practical.

          B. An involuntary transfer or reassignment to another school building shall be made only after a face to face meeting between the employee involved and the immediate supervisor, at which time the employee shall be notified in writing of the reason thereof. The Association shall receive a copy of these reasons. In the event that an employee objects to the transfer or reassignment to another school building at this meeting, the employee may, at his/her option, have an Association representative present at such meeting.

          C. A list of open positions in the school district shall be made available to all employees being involuntarily transferred or reassigned. Such employees may request the positions, in order of preference, to which they desire to be transferred.

          D. Such request shall be considered prior to final determination. An employee being involuntarily transferred or reassigned to another school building shall be placed only in a position which does not involve reduction in total compensation.

          E. The Board reserves sole right to determine assignment of unit members.

          F. Transfers of Cafeteria Staff

              1. The Board retains the right to hire, promote, transfer and/or layoff on the basis of the needs of the school district. The Board agrees to make promotions, transfers and layoffs on the basis of fitness, ability and seniority. Where qualifications are equal, seniority shall prevail. The Board reserves the right to determine the qualifications of its employees.

              2. In the case of temporary transfers from one job to another, employees transferred to a higher position shall receive the wages regularly paid by the Board for such work if for a full day. Employees permanently transferred to a lower position shall receive wages regularly paid by the Board for such work after five (5) consecutive days.

              3. Employees may also be transferred for the purpose of training. This will be done on the basis of seniority. However, no employee may be transferred for training purposes until they have had a least six (6) weeks of continued employment at the position for which they were hired. If the Food Service Director cannot transfer any employee due to an employee’s fitness, the Food Service Director shall notify the Association as soon as possible.

          ARTICLE 18
          PROMOTIONS

          A. All newly created positions and vacancies resulting from death, retirement, terminations, re-assignment, or other reason, shall be publicized by the Superintendent in accordance with the following procedure:
              1. When school is in session, a notice shall be posted in each school as far in advance as practical, ordinarily at least fifteen (15) school days before the final date when applications must be submitted and in no event less than ten (10) school days before such date. A copy of said notice shall be given to the Association at the time of posting. Employees who apply for such vacancies shall submit their application in writing to the Superintendent within the time limit specified in the notice, and the Superintendent shall acknowledge promptly in writing the receipt of all such applications. Applications shall be kept on file in the Superintendent's office for a period of one year for future vacancies unless the office is notified in writing by an applicant that the application is withdrawn.

          2. Employees who desire to apply for a promotional position which may be filled during the summer period when school is not regularly in session shall submit their names to the Superintendent, together with the position(s) for which they desire to apply, and an address where they can be reached during the summer. The Superintendent shall notify such teachers of any vacancy in a position for which they desire to apply. Such notice shall be sent as far in advance as practical, ordinarily at least fourteen (14) days before the final date when applications must be submitted and in no event less than seven (7) days before such date. In addition, the Superintendent shall, within the same time period, post a list of promotional positions to be filled during the summer period at the administrative office, in each school, and a copy of said notice shall be given to the Association.

          B. In both situations set forth in Section A. above, all positions so posted will have a job description attached thereto.

          C. All qualified employees shall be given adequate opportunity to make application for promotional positions and no positions shall be finally filled until all properly submitted applications have been considered. The board agrees to give due weight to the background and attainments of all applicants and other relevant factors.

          ARTICLE 19
          ADULT SCHOOL, SUMMER SCHOOL, HOME TEACHING, AND FEDERAL PROGRAMS

          A. All openings for teaching positions in the summer school, home teaching, federal projects, and other programs shall be publicized as soon as the summer school program is adopted by the Board of Education and teachers shall be notified of their employment as soon as the Board of Education elects them to such positions. Adult school openings and home teaching openings shall be listed in the daily bulletin or absentee sheets.

          B. All teachers teaching approved courses not funded by federal or state moneys, except Adult Evening School, shall be compensated at the rate of $28.00 per hour.

          C. Summer school shall include one (1) day before for preparation and one (1) day after for closing duties.

          D. Nothing in this article or this contract shall apply to adult evening school. It is recognized that adult evening school is not bargaining unit work and teachers may not be assigned.

          ARTICLE 20
          EVALUATION

          A. All teachers will be observed by building administrators at reasonable intervals as follows:
              1. Non-tenured teachers-minimum of three (3) times per year.

              2. Teachers under tenure-Minimum of one (1) time per year.

          B. All non-certified staff shall be subject to at least one observation/evaluation annually. If the district fails to evaluate any such employee, the employee shall be deemed to have received a satisfactory evaluation.

          C. 1. Every observation shall be reported in writing to the employee observed.

              2. The copy of the observation report submitted to the Superintendent of Schools must be signed by the employee observed to indicate that the employee has been given a copy of the report, understands the report, and is aware that the report has been placed in the employee's record file in the School District Office. Observation reports shall be signed and returned to the observer within five (5) school days of the time the employee has received it.

              3. Employees may attach statements to observation reports to indicate extenuating circumstances or difference of opinion, provided such statements are submitted within seven (7) school days.

              4. The written observation report shall be handed to the employee by the administrator within five (5) school days after the observation. Upon receipt of a written observation report by a tenured employee, the employee observed may request a conference and discuss the report with the observer. A non-tenured employee shall have a conference as required by New Jersey Administrative Codes. The results of such conferences should be reduced to writing and signed by all parties and placed with the observation report.
          D. A copy of any written comment, memorandum or reprimand to an employee will be signed by the employee and forwarded to the Superintendent of Schools. Conference and comment procedures may be used as stated previously.

          ARTICLE 21
          TEACHER FACILITIES

          A. Each school shall have the following facilities:
              1. Space in each classroom in which teachers may store instructional materials and supplies.

              2. A serviceable desk and chair, for the exclusive use of each teacher.

              3. Space for each teacher to store coats, overshoes and personal articles.
          B. A furnished room shall be reserved for the use of teachers as a faculty lounge and/or dining room. Although teachers shall be expected to exercise reasonable care in maintaining the appearance and cleanliness of said lounge, it shall be regularly cleaned by the school's custodial staff.

          ARTICLE 22
          EMPLOYEE-ADMINISTRATION LIAISON

          A liaison committee for each school building, selected exclusively by the staff of that building, shall meet with the principal at least once a month after school for the duration of the school year to review and discuss local problems and practices, and to play an active role in the revision and development of building policies. If the building administration and the liaison committee agree that a non-certified employee's presence is desirable and/or necessary then that employee will be invited to the meeting.

          ARTICLE 23
          INSTRUCTIONAL COUNCIL

          A. An Instructional Council shall be established to provide teaching staff input and consultation for matters of mutual concern.

          B. The Council shall consist of four (4) representatives appointed by the Superintendent and four (4) teachers appointed by the Association.

          C. The Council shall be authorized to establish Study Committees for specific projects to allow for those who would be affected by Council recommendations to have an opportunity to be involved.

          D. Nothing in this Article shall be interpreted to prevent the Council from consulting or adding to its number such additional teachers, administrators, professional advisors, students, parents, or other persons as the original members herein designated shall determine are desirable and appropriate for said purposes.

          E. The Council under the direction of the Superintendent of Schools shall establish rules of procedure and shall be responsible for the arrangement and conduct of meetings.


          ARTICLE 24
          SICK LEAVE

          A. Employees shall be entitled to twelve (12) sick leave days each school year, as of the first official day of said school year if employed as of first day of the school. Otherwise, sick days shall be pro-rated. Unused sick leave days shall be accumulated from year to year with no maximum limit. Sick leave may be used for a medical or dental appointment. Two (2) of the 12 sick leave days per year may be used for the illness of an immediate family member as defined in Article 25, B. 1.

          B. Extended paid leave of absence may be granted to teachers who have exhausted accumulated sick leave through lengthy illness. A teacher may request that they receive the difference between his or her regular daily salary and the expenses paid by the Board to maintain a substitute. Such request must be in writing and shall be granted by the Board on a case by case basis. The Board shall advise the teacher concerned in writing within fifteen (15) calendar days of its determination which shall be made at the first public Board meeting following the receipt of the request.

          C. Employees shall be given a written accounting of accumulated sick leave days no later than October 30th of each school year.

          D. Employees will sign an absence verification.

          ARTICLE 25
          TEMPORARY LEAVES OF ABSENCE

          A. All employees covered by this Agreement, except non-instructional aides, shall be entitled to the following leaves of absence with full pay each year.
              1. Employees shall be entitled to three (3) days of personal leave each year. No reason is required for the use of personal business days except in the month of June. Written application to the Superintendent for personal leave days shall be made through the building principal or designated supervisor, at least seven (7) days before taking such leave, except in cases of emergencies, only in the month of June. No more than three (3) teachers, one (1) secretary, one (1) aide, and one (1) custodian per building will be granted such leave on a given day unless specifically allowed by the Superintendent. Such leave shall not be granted contiguous to any vacation, recess, or holiday unless specifically allowed by the Superintendent.
                  Effective July 1, 2010, new employees hired after July 1 in any year will be credited with the following amount of personal leave:

                  Hired between July 2 and October 31 – three days
                  Hired between November 1 and
                  the last day of February – two days
                  Hired between March 1 and June 1 - one day.

              2. All personal leave or sick leave days granted herein may be utilized as per above or shall be allowed to accumulate year to year with no limit, only toward a severance bonus formula in the same manner as sick days and may not be used to increase the amount of personal leave entitlement in a subsequent school year.
              3. Teacher observation days, no more than one (1) per semester, may be approved by the Superintendent upon receipt of a request stating the time and place of the intended visit, and if the person requesting the observation day gives one (1) week’s written notice in advance. Written reports of the visit should then be submitted to the Superintendent.
              4. Any employee required to serve jury duty during their normal work shift, work day, or work year, shall suffer no loss of pay for all such time served, provided the employee remits to the Board of Education any compensation other than mileage or meal expense they may receive as a result of such service. No employee shall receive any additional pay or compensatory time for serving jury duty.

          B. Bereavement
              1. Any employee is entitled to five (5) consecutive work days contiguous in each case of death in the immediate family. If the death occurs during a vacation period, any of the five (5) consecutive days contiguous to the death which are scheduled work days shall be granted. The ability to take bereavement leave that is neither consecutive nor contiguous to the death of an immediate family member is at the discretion of the Superintendent. One (1) or two (2) day holidays shall not be considered vacation period. “Immediate Family” includes: Husband or wife, Mother (also in-law), Father (also in-law), Grandparents, Brother, Sister, Children, Grandchildren, and civil union or domestic partner.

              2. An allowance of one (1) day shall be granted in each case for death of other relative, subject to approval of Superintendent. If any employee elects to use a personal day leave for such purpose, the Superintendent's approval shall be automatic. If the Superintendent refuses to approve the requested bereavement day and if the employee has no remaining personal leave days, the requested day shall be granted without compensation.

          C. Time necessary for persons called into temporary active duty shall be governed by statutory requirements.

          D. Time necessary for an employee's appearance in all legal proceedings arising out of and in the course of the employment of the individual by the Board. Excepting however, time in any legal proceeding in which the said individual is a party plaintiff in a suit against the Board or is a defendant in the proceeding brought by the Board against the individual. Further excepted is time spent in any proceeding under the grievance procedure of the within agreement or time spent in arbitration, fact-finding or any proceeding arising out of a said agreement.

          E. Other temporary leaves of absences with pay may be granted by the Board for a good reason. Such determination resides solely with the Board.

          F. Leaves taken pursuant to this Article shall be in addition to any sick leave which the employee is entitled.

          G. Unless specified herein expressly, all leaves are non-accumulative.

          ARTICLE 26
          EXTENDED LEAVES OF ABSENCE

          A. This Article is subject to the provisions of the Federal and N.J. Family Leave Acts.

          B. Child Rearing Leave
              1. In the case of a birth of a child, an employee shall have the right to apply for a leave without pay for child-rearing purposes.

              2. Application for child-rearing leave shall be made by the employee to the Superintendent at least three (3) months prior to the anticipated birth of the child.

              3. Child-rearing leave shall be granted to non-tenured teachers and to support staff employees with fewer than three (3) years of service in the District for the balance of the school year (concluding June 30) in which the child is born.

              4. Child-rearing leave shall be granted to tenured teachers and to support staff employees with three (3) or more years of service in the District for the balance of the school year (concluding June 30) in which the child is born. The Board may grant one (1) additional full school year if the employee applies for it.

                  a. If the initial child-rearing leave begins prior to April 1, the employee shall inform the Board, in writing, by April 1st whether she or he desires a leave for the following year.

                  b. If the initial child-rearing begins on or after April 1, the employee must make application if she/he desires leave for the full school year following the birth.

              5. Any employee adopting a child shall be granted a child-rearing leave in conformity with the provisions of B. 3. or B. 4., as relevant, which shall commence upon the date said employee obtains custody of the child. Since such date of custody cannot be predicted in all cases, notice shall be given to the Superintendent at least sixty (60) days prior to the anticipated date of custody if possible, and if not, as soon as practicable.

              6. Nothing herein shall prevent the employee and the Board from agreeing that the employee may return sooner than the leave termination date granted if such earlier return is administratively convenient to the Board and is not medically contraindicated.

              7. Upon return from a child-rearing leave all benefits to which the employee was entitled at the time of the commencement of leave, including unused accumulated sick leave, shall be restored. Said leave time does not count towards seniority.

              8. If the child dies during such leave of absence, the employee may apply for reinstatement (providing at least one (1) month prior notice) and the Board of Education may terminate such leave.

              9. Leaves taken under the Family Leave Act are to be taken concurrently to leaves under this section and not consecutively.

          C. The Board of Education shall allow such employees to self-pay health insurance premiums provided such is allowable by the Board's insurance carrier(s) and the employee is otherwise entitled.

          D. It is further understood that seven (7) seven full months of paid service for the 12-month employees and (6) six full months of paid service for the 10-month employees in the prior academic year is necessary for incremental gain after an unpaid leave of absence.

          E. Any employee adopting an infant child may receive similar leave as in paragraph B. Herein which shall commence upon receiving a de facto custody of said infant or earlier if necessary to fulfill the requirements for the adoption.

          F. Other extended leaves of absence without pay may be granted by the Board for good reason at the Board's discretion.

          G. 1. Upon return from leave granted pursuant to this Article, an employee shall be placed on the salary schedule at the level appropriate to actual years of creditable experience but shall not be credited for the time spent on such leave.

              2. All benefits to which an employee is entitled at the time his/her leave of absence commenced, including unused accumulated sick leave and credits towards sabbatical eligibility, shall be restored to him/her upon his/her return.

          H. All extensions or renewals of leaves shall be applied for in writing and if approved shall be granted in writing.

          I. Nothing herein is understood to prevent utilization of sick leave in accordance with statute.

          ARTICLE 27
          SABBATICAL LEAVES FOR TEACHERS

          A. For This Section
              1. "Teacher" shall mean any member of the professional staff of the Penns Grove-Carneys Point Regional School District the qualifications for whose office, position, or employees are such as to require him/her to hold an appropriate certificate issued by the State Board of Examiners in full force and effect in the State.

              2. "Sabbatical Leave" shall mean a leave of absence for the purpose of improving the qualifications of a teacher in his/her office, position, or employment for study or for such other purpose as may be authorized by the Board of Education.

              3. "Academic Year" shall mean the period between the time school opens in the school district after the general summer vacation and the next succeeding summer vacation.

              4. "Area" shall mean grade level in elementary schools or subject area department in middle school or high school, or special subject areas serving the school district.

          B. Every teacher who has held any office, position, or employment in the Penns Grove-Carneys Point Regional School District for the last seven (7) consecutive academic years shall be eligible for a sabbatical leave and shall thereafter be eligible for additional sabbatical leaves after each additional seven (7) consecutive years in this district.

          C. A teacher who has taught in the Penns Grove-Carneys Point Regional School District for at least seven (7) years and then interrupts his or her employment for any reason other than employment in another district or private school will be eligible for a sabbatical leave after having taught an additional four (4) consecutive years in the Penns Grove-Carneys Point Regional School District.

          D. A sabbatical leave shall be for the period of one (1) academic year at sixty percent (60%) the salary which the teacher would have received or if qualified replacement can be found, for one-half (1/2) of an academic year at sixty percent (60%) the salary the teacher would have received if he/she were not on such leave, or for such a longer period, or at such higher salary as may be approved by the Board of Education.

          E. All tenure, seniority, salary increment and pension and retirement rights shall be retained by and accrued to the teacher on sabbatical leave in the same manner as if he/she were not on such leave. The Board of Education shall retain from the salary of the teacher on sabbatical leave and pay on his/her behalf such amounts as are required for pensions and such other purposes as may be required by law.
            F. Any eligible teacher desiring a sabbatical leave shall make application to the Superintendent of Schools specifying the period and purpose of the leave desired and such other information as may be required by the Board of Education. In some cases this may require an interview. All applications must be in the Superintendent's possession on or before January 1st of the academic year preceding the proposed sabbatical. The Board of Education will notify the applicant of acceptance or non-acceptance by the first Tuesday after the second Monday in March.

            G. A maximum of two (2) eligible teachers shall be granted sabbatical leave in any one (1) school year. No more than one (1) teacher from any one (1) area in any one (1) school shall be granted a sabbatical leave in the same year. The following conditions shall be required of any eligible teacher.
                1. Matriculation in a graduate program within the teacher's certification or assignment, but if the application is for other than these, then it must be in an allied field and of substantive benefit to the school district. Challenge to such decision of the Board shall be processed immediately to arbitration without recourse to the prior steps of the grievance procedure except for the process of selecting an arbitrator.
                2. No tuition reimbursement shall apply, but insurance provided under Article 31 shall be continued.
                3. If more than two (2) eligible teachers apply, then determination of the two (2) teachers shall reside solely with the Board.
                4. If application for sabbatical is made by a teacher for any purpose not in conformity with the standards in this Article, then such determination shall reside solely with the Board.

            H. Upon termination of a sabbatical leave, the teacher shall be entitled to return to the same or similar office, position of employment held by him/her at the commencement thereof, at the same salary to which he would have been entitled had he not been on such sabbatical leave. The Board shall reserve the right to grant the teacher a higher office or position of employment upon his/her return if mutually agreed upon.

            I. The teacher shall submit a detailed written report within a month after return to school if the sabbatical is for travel. A transcript of credits is acceptable in lieu of a written report if the sabbatical is for graduate study.

            J. Any teacher who does not return to his office, position, or employment upon the termination of a sabbatical leave and continue therein for a period of at least one (1) year thereafter, shall refund all compensation paid him/her by the Board during the sabbatical leave period.

            K. Whenever a teacher is granted a sabbatical leave he/she shall, within two (2) weeks, sign a document to the terms of such leave. If the teacher desires to terminate the leave before the date set in this Agreement, he/she may petition the Board for early reinstatement, such early reinstatement being at the option of the Board.

            ARTICLE 28
            EMPLOYEE INCENTIVE PROGRAM

            A. All employees covered by this Agreement may apply for reimbursement for the tuition costs of courses which have application to their area of employment or are related to the individual’s increased competence as an employee.

            B. To be eligible for tuition reimbursement, all of the following criteria must be met.
                1. The applicant must have approval of the Superintendent or his designee prior to taking the course. For teachers, the Superintendent’s approval is required in writing before registering for courses or degree programs.

                2. The applicant must receive a mark equivalent to "A", "B" or "Pass"
                in a Pass/Fail course.

                3. No employee will be reimbursed for more than twelve (12) semester
                hours credit completed during any one fiscal year.

                4. Reimbursement for all employees shall be at the in-state tuition rate per semester hours (or the out-of-state rate for employees living outside New Jersey but taking a course in New Jersey) prevailing at Rowan University or the actual tuition cost of the course, whichever is less.

                5. For teachers:

                    a. The teacher must be fully certified in his/her area of teaching assignment.
                    b. Courses must be in the teacher’s area of certification and/or teaching assignment.

                    c. Courses must be graduate level. Graduate courses and credits refer only to those courses and credits from a college or university accredited by the state of New Jersey and will not apply automatically to any correspondence, mail order or distance learning courses except those offered by New Jersey State operated colleges and universities. All others must be approved by the Superintendent prior to seeking tuition reimbursement.
                6. Timeline for applying for and approval of courses
                    a. Summer session: Application of approval shall be made by the employee during the registration period for their particular college. Please attach a copy of blank registration for indicating dates of registration along with the district application for course approval.

                    b. Fall session: Application of approval shall be made by the employee during the registration period for their particular college. Please attach a copy of blank registration for indicating dates of registration along with the district application for course approval.

                    c. Spring session: Application of approval shall be made by the employee during the registration period for their particular college. Please attach a copy of blank registration for indicating dates of registration along with the district application for course approval.

                    d. Winter session Application of approval shall be made by the employee during the registration period for their particular college. Please attach a copy of blank registration for indicating dates of registration along with the district application for course approval.
                7 There shall be a unit-wide cap for tuition reimbursement for each year of the Agreement. The cap for 2009-2010 shall be $77,000. The cap for 2010-2011 shall be $80,000. The cap for 2011-2012 shall be $83,000. Teachers who do not possess a standard certificate and who are required to take courses for the purpose of attaining their provisional or standard certificate shall not be subject to the unit-wide cap.

                8. Reimbursement to a full-time support employee shall be limited to $1,250 each year. A year is defined as courses completed between July 1 and the following June 30. This limit shall be prorated accordingly for part-time support employees.
            C. Employees shall receive reimbursement within forty-five (45) days of verification by transcript or other evidence of successful course completion and proof of tuition payment. In order to receive reimbursement for courses taken during the summer, the employee must actually report for work in September, except that involuntary termination of employment, layoff or serious illness shall not serve as a bar to such reimbursement.

            D. Nothing herein shall prohibit the Board from entering into an arrangement wherein it provides moneys and time over and above that described above or in other portions of this Agreement which will result in the employee gaining a specialized certification. Any employee who does not return to his/her office position or employment upon gaining the certification and continue therein for a period of at least one (1) year thereafter, shall refund such moneys expended by the Board, as it shall determine appropriate.

            E. Unless excused by the Superintendent, Instructional and Specialist aides shall be required to take forty – eight (48) college credits and will be reimbursed under the terms of B. above. Alternate program for Instructional and Specialist aides in lieu of college credits is available at the Community College and will be reimbursed by the district.

                1. Those aides who hold a County substitute certificate, Associates Degree or a Bachelors’ Degree are automatically exempt.

                2. Instructional and Specialist aides must acquire six (6) qualifying credit hours by September 1 of each school year towards their forty-eight (48) credits. Failure to do so will restrict an aide from progressing to the next step on the salary guide. The foregoing requirement shall be waived if the aide successfully meets any State-approved standard, e.g. paraprofessional exam or a portfolio approach.
            F. An employee who receives reimbursement under B. or E. and who then leaves the District’s employment, except in a retirement situation, a separation due to disability, a reduction-in-force or a non-renewal shall reimburse the District as follows:
                1. 75% of the reimbursed amount for the year prior to departure; 50% of the reimbursed amount for the year two years prior to departure; and, 25% of the reimbursed amount for the year three years prior to departure.

                2. The application form for reimbursement shall contain an acknowledgement by the applying teacher that the provisions of 1. is in effect and that the teacher shall reimburse the District pursuant to them and that the above monies may be withheld from the last paycheck of the departing teacher.

                3. All returned monies shall be placed back in the tuition reimbursement pool under B. 7. in the year that they are recovered.

            ARTICLE 29
            PROTECTION OF EMPLOYEES, STUDENTS, AND PROPERTY

            A. In the event of any disorder or disruption in the regular school program, the Association shall have the right to meet with the Board before school reopens to develop mutually acceptable programs to guarantee the safety of students, employees and property.

            B. As specified in 18A:6.1, an employee may, within the scope of his/her employment, use and apply such amounts of force as is reasonable and necessary, to quell a disturbance threatening physical injury to others, to obtain possession of weapons or other dangerous objects upon the person or within the control of the pupil for the purpose of self-defense, and for the protection of persons or property.

            C. As required under Title 18 A, whenever any action is brought against a teacher before the Board or before the Commissioner of Education of the State of New Jersey which may affect his employment or salary status, the Board of Education shall reimburse him for the cost of his defense if the action is dismissed or results in a final decision in favor of the teacher.

            ARTICLE 30
            MAINTENANCE OF CLASSROOM CONTROL AND DISCIPLINE

            A. A definition of the duties and responsibilities of all administrators, coordinators, supervisors, and other personnel pertaining to student discipline shall be reduced to writing by the Superintendent and presented to each teacher at the start of each year. In addition, Board policies and administrative regulations on student discipline shall be posted on the District website.

            ARTICLE 31

            INSURANCE PROTECTION FOR ELIGIBLE EMPLOYEES

            A. 1. For full-time employees on the payroll prior to August 3, 1991, the Board shall provide health insurance coverage for teachers, secretaries, custodians and aides, and for their dependents, where applicable, at no cost to the employee. Health insurance coverage shall be for the full twelve (12) month period each year.
                2. Full-time employees hired effective August 3, 1991, or later, shall be eligible for employee-only coverage at no cost to the employee. They shall be eligible for dependent coverage, with the cost of dependent coverage to be paid seventy (70%) percent by the Board and thirty (30%) percent by the employee.
                    Effective March 1, 2009, for the purposes of health/hospitalization insurance, full-time employees hired effective August 3, 1991, or later, shall be eligible for employee-only coverage at no cost to the employee. They shall be eligible for dependent coverage, with the cost of dependent coverage to be paid 80% by the Board and 20% by the employee.
                3. a. The spouse of a district employee who is otherwise eligible for any medical and/or prescription insurance coverage under this Article shall not be provided said coverage as long as his/her spouse is covered under a family plan provided by the district. During the year prior to retirement, the spouse may enroll in single coverage if necessary to meet eligibility for the State retirement health plan.

                b. Retroactive to July 1, 2008, if two (2) District employees, hired on or after August 3, 1991, are married to each other or enter a civil union, and each is otherwise eligible for health and hospitalization insurance under A. 1., above or B. below, each employee may enroll at no cost to themselves at the Single enrollment level or both may be enrolled together in the Two Adult enrollment level. If said employees elect to be covered at the Family enrollment level, the employees’ dependent coverage premium obligation per pay under Article 31, A. 1. and B. shall be modified by applying the following calculation to the health/hospitalization premium and/or the prescription premium, based upon whether the employees are enrolled in either or both plans:
                    1) The annual family enrollment premium
                    2) Minus two (2) single enrollments’ premiums
                    3) Multiply the difference between 1) and 2) by 20%
                    4) Divide the result of 3) by 20.

                The resulting deduction shall be made from paycheck of the employee who has the earlier birth date in a calendar year.
            4. Employees must notify the District Office of any change in dependent status within thirty (30) days of the change occurring or they must reimburse the district the difference in rates for all time they should have been in a lower cost category.
                    The twelve (12) month period for insurance coverage is defined as September 1 through August 31 for ten (10) month employees and July 1 through June 30 for twelve (12) month employees. An employee who voluntarily separates from employment (not through a reduction-in-force or non-renewal) shall be covered by insurance for 30 days beyond the separation date. An employee who is reduced-in-force shall be covered until the end of the year (June 30 for twelve (12) month employees or August 31 for ten (10) month employees).

                    a. Employees whose Board-paid coverage ceases shall be entitled to all COBRA benefits.

                    b. Employees who are covered by P.L. 1987, Chapter 386 and are enrolled in the District plan at the time of retirement under the terms of that statute shall continue to be enrolled under the terms of that statute. The first employee payment at 100 percent of the premium for coverage for the employee or employee and spouse will be due thirty days after the effective retirement date. At that time, the retired employee shall receive credit for any dependent co-payments the employee has made in excess of those required for the coverage period prior to the effective date of retirement. This is not a COBRA benefit.

                5. If the Board desires to change its insurance provider, the Association agrees that it will accept the benefit levels of the State Health Benefits Program in effect at the time of change as meeting the test of equivalent benefit levels. If the Board wishes to switch to a provider other than the State Health Benefits Program, benefit levels must be equal to or greater than those enjoyed at the time of change.
                    Effective April 1, 2009, or the effective date when the School Employees Health Benefits Program becomes the carrier for the unit’s health and hospitalization insurance, whichever is later, if the Board desires to change its insurance provider in the future, the Association agrees that it will accept the benefit levels of the School Employees Health Benefits Program in effect at the time of change as meeting the test of equivalent benefit levels. If the Board wishes to switch to a provider other than the School Employees Health Benefits Program, benefit levels must be equal to or greater than those enjoyed at the time of change.
            B. The Board shall provide a prescription insurance plan for teachers, secretaries, custodians, aides and their dependents, where applicable, through the School Employees Health Benefits Program effective April 1, 2009, or at a later date chosen by the Board. Effective March 1, 2009, for the purposes of prescription insurance, full-time employees hired effective August 3, 1991, or later, shall be eligible for employee-only coverage at no cost to the employee. They shall be eligible for dependent coverage, with the cost of dependent coverage to be paid 80% by the Board and 20% by the employee. If the Board desires to change its prescription insurance provider in the future, the Association agrees that it will accept the benefit levels of the School Employees Health Benefits Program in effect at the time of change as meeting the test of equivalent benefit levels. If the Board wishes to switch to a provider other than the School Employees Health Benefits Program, benefit levels must be equal to or greater than those enjoyed at the time of change.

            C. The Board will allow employee participation in a qualified IRS Code Section 125 Plan. The Board will not administer the Plan nor will it have any liability nor responsibility regarding the agent or agents administering the Plan.
                1. The Board shall pay each eligible teacher, secretary and custodian who has properly executed a Section 125 Plan the amount of $811.00 each year of this contract to be utilized as the employee chooses within the confines of the Plan rules and requirements.

                2. Employees eligible for health and/or prescription coverage under the terms of this contract may, upon proof of coverage elsewhere, opt out of coverage through the Penns Grove-Carneys Point Regional School District and receive the following allowance to be paid with their contractual pay, on December 15 and June 15 of the school year. If an employee who has waived insurance separates from District employment during the year, the waiver payments will cease. An employee who is newly-hired and waives the payment shall be eligible to receive a payment equal to the proportion of full months remaining in the year.

                WAIVED MEDICAL INSURANCE $1,200.00
                WAIVED PRESCRIPTION INSURANCE $ 400.00

                    Effective April 1, 2009, employees who take advantage of the provisions of Article 31, A. 3. b. and who had opted out of insurance(s) under the terms of Article 31, C. 2. in the period immediately prior to April 1, 2009, and who continue to opt out, shall receive an opt-out payment equal to the difference between the full opt-out payment minus the dollar benefit of the provisions of Article 31, A. 3. b.

                    In years beyond 2009, unless changed by the parties in writing, this same approach will be applied to these employees. This agreement only affects those employees opting out in the period immediately before April 1, 2009.

                    An example of the above calculation:

                    Employee premium co-pay without Art. 31, A. 3. B.: $2,263.18
                    Employee premium co-pay under Art. 31, A. 3. B.: $1,128.54
                    Employee’s savings: $1,134.24
                    Art. 31, C. 2. opt-out payment (both insurances): $1,600.00
                    Art. 31, C. 2. payment due employee: $465.76

                3. The Board shall pay each aide who has properly executed a Section 125 Plan, the amount of $345.00 each year of the contract to be utilized as the employee chooses within the confines of the Plan rules and requirements.
            ARTICLE 32
            PERSONAL AND ACADEMIC FREEDOM

            A. The Board and the Association agree that academic freedom is essential to the fulfillment of the proposes of the Penns Grove-Carneys Point Regional School District, and they acknowledge the fundamental need to protect teachers from any censorship or restraint which might interfere with their obligation to pursue truth in the performance of their teaching functions.

            ARTICLE 33
            DEDUCTION FROM SALARY

            A. Dues
                1. The Board agrees to deduct from the salaries of its employees dues for the Penns Grove-Carneys Point Regional School Employees Association, the Salem County Education Association, the New Jersey Education Association and the National Education Association, or any one or any such combination of such Associations as said employees individually and voluntarily authorize the Board to deduct. Such deductions shall be made in compliance with Chapter 310, Public Laws of 1967 (N.J.S.A. 52:14-15.8(e) and under rules established by the State Department of Education and billings from the N.J.E.A. membership department. Such billings shall be made available to the local Association.

            2. The Association named above shall certify to the Board, in writing, the current rate of its membership dues of the Association changes the rate of its membership dues it shall give the Board written notice prior to the effective date of such change.

            B. Upon written request from an employee, the board will deduct any pay to the Salem
            County School Employees Federal Credit Union. Such amounts shall be determined by the employee.

            C. Representation Fees of Non-Members
                1. The Association President shall submit to the Board of Education Secretary's Office a list of names of employees covered by this Agreement who are not current dues-paying employees. The School District in compliance with State Law and This Agreement, will deduct from such member's pay a representation fee equal to eighty-five percent (85%) of the amount set for Association members. (This amount will be determined by the Association's Treasurer, and is to be paid by a payroll deduction.)
                2. It is understood by parties to this Agreement that the Board shall have no other obligation or liability, financial or otherwise, other than as set forth herein, because of action rising out of the understandings expressed in the language of this Article. It is further understood that once the funds deducted are remitted to the Association the disposition of such funds thereafter shall be the sole and exclusive obligation and responsibility of the Association.

            3. The Association shall indemnify and save the Board and the Administration harmless against any and all claims, demands, suits or other forms of liability including reasonable legal and/or representation fees resulting from any of the provisions of this Article or in reliance upon any lists, notice or assignment furnished under this Article.

            ARTICLE 34
            SEVERANCE BONUS FOR EMPLOYEES

            A. The Board shall grant each employee a severance bonus which shall be paid in full within sixty (60) days following actual retirement unless a full years notice has not been given. The severance bonus shall be computed as follows:

                1. Employees who retire shall receive one (1) day of pay for each four (4) credited and/or unused sick days and personal days.

                2. The Bonus shall be computed by multiplying the appropriate fraction times the number of days accumulated and unused by the employee as of the date of retirement times the daily salary of the employee at the time of retirement. Daily salary shall be one over the number of work days for each particular unit member multiplied times the individual yearly salary of employee at the time of retirement.

            260 FOR 12 MONTH CUSTODIANS
            240 FOR 12 MONTH SECRETARIES
            200 FOR 10 MONTH SECRETARIES
            200 FOR 10 MONTH AIDES AND TEACHERS

            B. To be eligible to receive said severance bonus, the following conditions must be met:

                1. The employee must have accumulated a minimum of one hundred (100) days.

                2. The employee must have notified the Board in writing of his or her intent to retire at least one (1) year prior to retirement.

            3. If an employee retires with less than one (1) years prior notice, severance bonus payment may be delayed for up to one (1) full year from the time of actual retirement.

            C. The maximum total amount any one employee can receive shall be $16,000.

            D. This provision modifies C. above. All current employees shall be “grandfathered” as of September 1994. Severance bonus entitlement shall be individually calculated based on their 1994-1995 salary and accumulated days. No employee shall receive less upon actual retirement than they are entitled to when the calculation is made as long as the employee has maintained the total number of compensable days as calculated under A. 1. above as of the date of separation from the District.

            E. Upon the death of any employee entitled to a severance bonus, the entitlement shall be paid to the estate of the deceased employee within sixty (60) days of the death.

            F. The Board shall provide each cafeteria employee with a severance bonus which shall be paid in full within ten (10) days following the actual retirement of the cafeteria employee. The amount of the severance bonus shall be computed in the following fashion:

                1. A current cafeteria employee working four (4) hours per day or more, shall be entitled to receive $20.00 per day for each accumulated unused sick leave day and personal leave day which shall stand to the employees credit as of the date of his/her retirement.

                2. A current cafeteria employee working less than four (4) hours per day, shall be entitled to receive $10.00 per day for each accumulated but unused sick leave day and personal leave day which shall stand to the employee’s credit as of the date of his/her retirement.

                3. For all future employees (those hired as of September 1, 1993 or after) $20.00 per day shall be paid only for employees working 7 1/2 hours per day or more and $10.00 per day shall be paid for those employees working less than 7 1/2 hours per day.

            G. The bonus described in Paragraph F. above, is subject to the following limits:
                1. The Board shall not be required to provide more than sixty (60) days credit per employee.

                2. To be eligible to receive the aforesaid severance bonus , the employee must provide written notice of his/her intention to retire at least sixty (60) days prior to retirement.

            ARTICLE 35
            EMPLOYEE SAFETY

            A. The Board of Education will make every effort to ensure safe working conditions. In the event of disorder or disruption in the regular school program, the Association shall have the right to meet with the Board on matters of employee safety. An employee shall immediately report any case of assault or battery upon his/her person arising out of or in connection with employment duties. Such matters shall be reported immediately to the principal or immediate supervisor. The employee shall receive immediate assistance from security and the administration and shall not be required to return to duty until the employee is safely able to resume his or her assignment.

            B. There shall be a pool of $2,000 to reimburse unit members for the replacement or repair of clothing or personal effects which are damaged or destroyed in the performance of the unit member’s duties during their regular work day. There shall be a maximum $100 per incident paid. All payments shall be made by July 30th following the work year for which the claims have been made. All unit members making such a claim shall complete and turn in a written damage report within seven (7) days of the incident. The report shall detail the date and time of the incident, the nature of the incident, including the names of any other staff or students involved, the item or items damaged and proof of the repair or replacement cost. If proof of cost requires more than seven (7) days to provide, the claimant is required to provide such proof as soon as possible. In the event that claims exceed the $2,000 pool, all claims will be prorated. E.g., there are $2,500 in claims in 30 incidents. $2,000 is 80% of $2,500. Each claim is paid at 80% of its original value.
                Articles 36 through 52 apply to cafeteria employees only. In addition, the following contract provisions apply to cafeteria employees: Preamble, Articles 1 through 6, Article 33, Article 35, Article 52 and 53, and the cafeteria hourly rates and insurance provisions contained in the Appendix.
            ARTICLE 36
            SENIORITY

            A. Any employee leaving his/her employment because of injury or ill health shall maintain his/her seniority for a period up to one (1) year during such disability. Seniority shall terminate upon justifiable discharge, voluntary quitting, or willful failure to report to work after five (5) days notice, in writing, to the employee at his/her last known address on the Board’s records.

            B. Banquets and other dinners will be rotated among all of the employees according to seniority. A list shall be prepared setting forth the seniority of the individual employees and at the first such banquet or dinner, the names will be taken from the top of the list. At the next affair, the next persons in line will be picked up from where the others left off and so on down until the list is exhausted. Then, return to the top of the list. It is understood that work at banquets and dinners shall be offered by seniority to employees qualified to utilize cafeteria equipment.

            C. Regular overtime will be rotated on a seniority basis within a building. Overtime will be posted.

            D. When a full time employee is not on the job, a part time employee, if available, shall be used prior to calling a substitute employee unless a bona fide emergency or special circumstance shall arise.


            ARTICLE 37
            DIVISION OF WORK

            A. Management shall have the right to increase or reduce the work hours of any employee in any building or position at management’s discretion. It is recognized that a pro rata reduction among all employees is desirable if economically feasible.

            ARTICLE 38
            PHYSICAL QUALIFICATIONS

            A. Every employee shall be physically qualified to perform the duties required of his/her job. At the request of the Board and at its expense, its employees shall from time to time, as required by the Board, submit to a physical examination by the District Physician or Medical Inspector and if it is determined that any such employee is not physically qualified to perform his/her work, then and in such an event, he/she may at the Board’s option, be relieved of his/her duties.

            B. In the event of illness, a certification from the doctor shall be adequate upon submission to the Food Service Director.

            C. In the event of emergency illness, the Food Service Director shall determine whether or not an employee shall be permitted to leave.


            ARTICLE 39
            LUNCH AND REST PERIODS

            A. All employees working more than four (4) hours per day will be entitled to a thirty (30) minute lunch period at the conclusion of the regular serving time. Employees who are employed more than five (5) hours shall be entitled to a fifteen (15) minute rest period at a time to be scheduled by the Food Service Director before the serving period.

            ARTICLE 40
            WASH ROOMS AND LUNCH AREAS

            A. The Board agrees to designate a suitable place for employees to have lunch and provide toilet facilities on the premises.

            ARTICLE 41
            ASSOCIATION INSPECTION

            A. The Board agrees that the time records of all employees covered by this Agreement may be inspected by an officer of the Association at the School District Office during regular office hours.

            B. A duly accredited representative of the Association shall have the right during working hours to visit the cafeteria where the members of the Association are employed, provided he is accompanied by a school administrator or his/her designated representative and in no way interferes with the cafeteria operation.


            ARTICLE 42
            POSTING NOTICES

            A. The Board agrees to permit the Association to post such notices as it may desire concerning Association business on the various bulletin boards established by the Board in the work area. The Board will post promotional vacancies on bulletin boards and allow employees three (3) days to make application.

            ARTICLE 43
            DISMISSALS AND LAYOFFS

            A. Except for causes hereinafter set out as causes for immediate dismissal, the Association shall be notified of all proposed dismissals or discharges, which involve any of the permanent employees, which said notice shall be given at least three (3) days prior to the proposed dismissal or discharge. The said notice is for the purpose of permitting an investigation of the reason for dismissal or discharge by the Association.

            B. In connection with a layoff, the Board shall notify all employees who work in the cafeteria five (5) working days before the proposed layoff, whether it is a holiday or otherwise, unless the layoff is due to causes beyond the control of the Board of Education.

            C. The following shall be causes for immediate dismissal: sabotage; gross insubordination; use of an alcoholic beverage or intoxicant of any type while on duty; smoking in prohibited areas; theft; bringing intoxicating liquors or illegal drugs on the premises; profanity in the presence of students; refusal to service student; fighting (physical attack) or threatening physical harm.

            D. If it is necessary to reduce the number of staff members, the last qualified person hired shall be the first person to be laid off. In rehiring, the last qualified person laid off shall be the first qualified persons to return to work.

            E. No new employees shall be hired until all permanent laid off and qualified for the vacancy shall have been given an opportunity to return.


            ARTICLE 44
            SALARIES

            A. The wages of all employees covered by this Agreement are set forth in Schedules A and B which are attached hereto and made a part thereof.

            B. Checks for said wages will be delivered in sealed envelopes.

            C. In the case of temporary transfers lasting at least one (1) day, from one job category to a job category requiring a higher rate of pay, the employee transferred to the higher paying position shall receive the wages regularly paid for the higher job category for all time utilized.

            D. A food service employee will be eligible for a yearly cash stipend if he/she is certified by the American School Nutrition Association and is a member of NJSNA.

                1. The stipend will be submitted for payment to the employee on the May 30th payroll of each school year, if proof of A.S.F.N.A. Certification, Membership and required continuing education hours (5 per year) are verified by the Food Service Director.

                2. The stipend will be $150.00 for each year.

                3. The cost of membership and attaining the C. E. hours per year is to be the responsibility of the Certified Employee.

                4. Cost for attaining five education hours per year is variable. These hours can be acquired by attaining area meetings (free), Attending the NJSNA Annual Conferences (cost varies), completing the “Journal Articles ($5.00 each) and/or participating in other NJSNA sponsored activities.

            ARTICLE 45
            UNIFORMS

            A. The Penns Grove-Carneys Point Regional Board of Education agrees to supply three (3) uniform tops for each cafeteria employee. Replacements will be made when the smocks are no longer serviceable. The Food Service Director may replace the smock. For lost smocks, the employee will pay for replacement. The van driver will receive uniforms instead of smocks with the same guidelines.

            B. The Board shall provide all cafeteria employees with one (1) pair of shoes each year, subject to the procedures and limitations described in Section C hereof. Employees must wear the shoes while on the job.

            C. The type of uniform, the acquisition procedure and cost limitations will be established by the Business Administrator after consultation with the Association. Cleaning and maintenance of the uniforms will be the responsibility of the employee. Uniforms will be kept clean, neat and in good repair at all times by the employee and will be worn during all normal work hours.


            ARTICLE 46
            INSURANCE PROTECTION

            A. During the life of this Agreement, the Board shall provide health insurance coverage for current eligible cafeteria employees (shown in Appendix A) and their dependents when applicable subject to the restrictions listed herein:
                1. Current employees who regularly work twenty (20) hours or more per week shall be entitled to coverage only if they do not have such coverage available to them elsewhere. (Appendix A attached hereto specifies specific employees and their indicated coverages.) If a current employee not working twenty (20) hours per week is scheduled for twenty (20) hours or more per week on a regular basis they shall have full eligibility rights. If a currently eligible employee loses coverage they have elsewhere through no fault of their own, they shall be entitled to replace that coverage in the same manner as other current employees.

                2. Employees hired after September 1, 1993, shall be entitled to health insurance coverage only if they are full time employees working at least 7 1/2 hours per day. Their entitlement shall be for single coverage only, however, they may choose to cover eligible dependents, provided they reimburse the board for the cost differential between single coverage and whatever dependent coverage they select.

                3. The spouse of a district employee who is otherwise eligible for any medical and/or prescription insurance coverage under this Article shall not be provided said coverage as long as his/her spouse is covered under a family plan provided by the district. During the year prior to retirement, the spouse may enroll in single coverage if necessary to meet eligibility for the State retirement health plan.

                4. Employees must notify the District Office of any change in dependent status within thirty (30) days of the change occurring or they must reimburse the district the difference in rates for all time they should have been in a lower cost category.

                5. If the Board desires to change its’ insurance provider, the Association agrees that it will accept the benefit levels of the State Health Benefits Program in effect at the time of change as meeting the test of equivalent benefit levels. If the Board wishes to switch to a provider other than the State Health Benefits Program, benefit levels must be equal to or greater than those enjoyed at the time of change.

            B. The Board will allow employee participation in a qualified IRS Code Section 125 Plan, effective July 1 for the 1996-1997 school year and each year thereafter. The Board will not administer the Plan nor will it have any liability nor responsibility regarding the agent or agents administering the Plan. New employees hired in the school year 2002-2003 and thereafter shall not be entitled to AFLAC benefits, unless they work twenty-five (25) hours or more.
                1. The Board will no longer provide Blue Bank or Dental Insurance. All cafeteria employees shown on Appendix A will receive an additional $811.00 deposited into an established IRS Section 125 account each year.
            ARTICLE 47
            CALL BACK TIME

            A. Each employee who is called back to work other than during his/her normal work schedule shall be guaranteed a minimum of two (2) hours a day.

            ARTICLE 48
            DISCRIMINATION

            A. There shall be no discrimination by the Employer against any of its employees because of Association activity, nor shall there be any discrimination against any employee because of race, color, creed, sex, age or nationality in the placement and retention of employment, or in the hours, wages, and working conditions of the employee.

            ARTICLE 49
            SICK LEAVE AND OTHER TEMPORARY LEAVE

            A. All employees shall be entitled to twelve (12) sick leave days each school year as of the first official day of said school year, whether or not they report for duty on that day. Unused sick leave days shall be accumulated from year to year with no maximum limit.
                1. A doctor’s certificate is required after three (3) days of illness.

                2. In the event that an employee is ill on a day which is recognized as a holiday, then the employee shall be entitled to holiday pay, provided that the employee provides a doctor’s certificate verifying such illness.

                3. The Board of Education agrees to comply with the new Family Leave requirements as provided for in statutes.

            B. All employees shall be given a written accounting of accumulated sick leave days no later than October 30th of each school year.

            C. Personal Leave

                1. Three (3) days personal leave of absence for a compelling reason which requires absence shall be granted provided such obligation cannot be cared for outside of work hours. Written application to the Superintendent for personal leave days shall be made through the designated supervisor, at least seven (7) days before taking such leave, except in cases of emergencies. No more than two (2) employees will be granted such leave on a given day unless specifically allowed by the Superintendent. Such leave shall not be granted contiguous to any vacation, recess, or holiday.

                2. All personal leave days granted herein may be utilized as per above or shall be allowed to accumulate year to year with no limit, only toward a severance bonus formula in the same manner as sick days and may not be used to increase the amount of personal leave or sick leave in subsequent school year.

            D. Any employee required to serve jury duty shall receive their regular pay for all such time served, provided the employee remits to the Board of Education any compensation other than mileage they may receive as a result of such service.

            E. Bereavement

                1. Any employee is entitled to five (5) consecutive work days in each case of death in the employee’s immediate family except if death occurs during a vacation period. One (1) or two (2) day holidays shall not be considered vacation period. “Immediate family includes: Husband or wife, Mother (also in-law), Father (also in-law), Grandparents, Brother, Sister, Children and Grandchildren.

                2. An allowance of one (1) day shall be granted in each case for death of other relative, subject to approval of Superintendent. If any employee elects to use a personal day leave for such purpose, the Superintendent’s approval shall be automatic. If the Superintendent refuses to approve the requested bereavement day and if the employee has no remaining personal leave days, the requested day shall be granted without compensation.

            F. Time necessary for persons called into temporary active duty shall be governed by statutory requirements.

            G. Time necessary for an employee’s appearance in all legal proceedings arising out of and in the course of employment of the individual by the Board, excepting however, time in any legal proceeding which the said individual is a party plaintiff in a suit against the Board or is a defendant in the proceeding brought by the Board against the individual; further excepted, time spent in any proceeding under the grievance procedure of this Agreement or time spent in arbitration, fact-finding or any proceeding arising out of a said Agreement.

            H. Other temporary leaves of absences with pay may be granted by the board for good reason. Such determination resides solely with the Board.

            I. Leaves taken pursuant to this Article shall be in addition to any sick leave which the employee is entitled.

            J. Unless specified herein expressly, all leaves are non-accumulative.


            ARTICLE 50
            INSERVICE PROGRAM

            A. Cafeteria employees shall be required, at the option of the Board of Education, to attend such in-service program or programs as the Board of Education shall deem necessary. Anytime a cafeteria employee is required to attend any in-service program, the employee shall receive his/her regular rate of pay.

            ARTICLE 51
            END OF YEAR RESPONSIBILITIES

            A. Cafeteria employees may be required to work the last three (3) days during which pupils are scheduled for attendance at school. During such time period, cafeteria employees will perform such clean-up tasks and other work that may be necessary in order to close the cafeteria for the summer.

            ARTICLE 52
            MISCELLANEOUS PROVISIONS

            A. If any provision of this Agreement shall be declared invalid by a court of
            competent jurisdiction or decision of the Commissioner of Education it shall in no
            way invalidate the balance of this Agreement which shall remain in full force and effect.

            B. Copies of this Agreement shall be printed and the cost thereof shall be equally divided by the Board of Education and the Employees Association. Prior to the printing of the Agreement, the parties shall agree as to its format and what firm shall be engaged to print the contract. Such Agreement shall not be unreasonably withheld. The Agreement shall be printed within ninety (90) days after the Agreement has been signed and after it has been printed, it shall be presented to all employees.

            C. The rights and privileges of the Association and its representatives as set forth in this Agreement shall be granted only to the Association as the exclusive representative of the employees, and to no other organizations.

            D. Whenever any notice is required to be given by either of the parties to this Agreement, either party shall do so by telegram or certified letter at the following addresses:
                1. To the Board at: 100 Iona Avenue
            Penns Grove, N.J. 08069

                2. To the Association at the President's home address.
            ARTICLE 53
            DURATION OF AGREEMENT

            A. This Agreement shall be effective commencing July 1, 2009 and shall remain in effect until June 30, 2012.

            B. This Agreement shall terminate as indicated above, unless extended in writing by agreement between the parties.

            C. Should the State of New Jersey enact a revised minimum salary law during the life of this Agreement, the Board and Association agree that the existing salary guides shall be restructured by the parties in order to reflect the application of any additional money actually received by the district as a result of the change in statute. It is understood by the parties that such revision of the guides shall not be construed as requiring additional negotiations and further that any said guide revision shall not reflect a new cost greater than the amount of money actually received by the district as a result of any such new legislation.

            IN WITNESS WHEREOF, the parties hereto have caused this Agreement to be signed by their respective presidents, attested by their respective secretaries, and their corporate seals to be placed hereon, all on the day and year first above written.




            FOR THE FOR THE
            PENNS GROVE-CARNEYS POINT PENNS GROVE-CARNEYS POINT
            REGIONAL BOARD OF EDUCATION REGIONAL SCHOOL EMPLOYEES
            ASSOCIATION





            PRESIDENT__________________ PRESIDENT________________________
            CHARLES NEWTON, PRESIDENT



            SECRETARY__________________
            BRIAN FERGUSON



            DATE________________________ DATE_______________________________
            SCHEDULE A-1
            TEACHERS’ SALARY GUIDE
            2009-2010

            STEP
            STEP
            BA
            BA+30
            MA
            MA+30
            D
            08-09
            09-10
            ***
            1
            48408
            50108
            50958
            52658
            53508
            1
            2
            49208
            50908
            51758
            53458
            54308
            2
            3
            50208
            51908
            52758
            54458
            55308
            3
            4
            51208
            52908
            53758
            55458
            56308
            4
            5
            51508
            53208
            54058
            55758
            56608
            5
            6
            51808
            53508
            54358
            56058
            56908
            6
            7
            52108
            53808
            54658
            56358
            57208
            7
            8
            52458
            54158
            55008
            56708
            57558
            8
            9
            53508
            55208
            56058
            57758
            58608
            9
            10
            54558
            56258
            57108
            58808
            59658
            10
            11
            55608
            57308
            58158
            59858
            60708
            11
            12
            56708
            58408
            59258
            60958
            61808
            12
            13
            57808
            59508
            60358
            62058
            62908
            13
            14
            58908
            60608
            61458
            63158
            64008
            14
            15
            60808
            62508
            63358
            65058
            65908
            15
            16
            62708
            64408
            65258
            66958
            67808
            16
            17
            64108
            65808
            66658
            68358
            69208
            17
            18
            66308
            67708
            68408
            69808
            70508
            18
            19
            69008
            70408
            71108
            72508
            73208
            19
            20
            71708
            73108
            73808
            75208
            75908
            20
            21
            74048
            75208
            76230
            77958
            79208
            OFF
            22
            75856
            76208
            78101
            79598
            80208
            OFF
            23
            77708
            78708
            80026
            81158
            81958
            OFF
            24
            79478
            80208
            81766
            83291
            84158
            OFF
            25
            81875
            83400
            84163
            84708
            85852
            SCHEDULE A-2
            TEACHERS’ SALARY GUIDE
            2010-2011

            STEP
            STEP
            BA
            BA+30
            MA
            MA+30
            D
            10-11
            11-12
            ***
            1
            49857
            51557
            52407
            54107
            54957
            1
            2
            50657
            52357
            53207
            54907
            55757
            2
            3
            51657
            53357
            54207
            55907
            56757
            3
            4
            52657
            54357
            55207
            56907
            57757
            4
            5
            52957
            54657
            55507
            57207
            58057
            5
            6
            53257
            54957
            55807
            57507
            58357
            6
            7
            53557
            55257
            56107
            57807
            58657
            7
            8
            53907
            55607
            56457
            58157
            59007
            8
            9
            54957
            56657
            57507
            59207
            60057
            9
            10
            56007
            57707
            58557
            60257
            61107
            10
            11
            57057
            58757
            59607
            61307
            62157
            11
            12
            58157
            59857
            60707
            62407
            63257
            12
            13
            59257
            60957
            61807
            63507
            64357
            13
            14
            60357
            62057
            62907
            64607
            65457
            14
            15
            62257
            63957
            64807
            66507
            67357
            15
            16
            64157
            65857
            66707
            68407
            69257
            16
            17
            65557
            67257
            68107
            69807
            70657
            17
            18
            67757
            69157
            69857
            71257
            71957
            18
            19
            70457
            71857
            72557
            73957
            74657
            19
            20
            73157
            74557
            75257
            76657
            77357
            20
            21
            75497
            76657
            77679
            79407
            80657
            21
            22
            77305
            77657
            79550
            81047
            81657
            22
            23
            79157
            80157
            81475
            82607
            83407
            23
            24
            80927
            81657
            83215
            84740
            85607
            24/25
            25
            83324
            84849
            85612
            86157
            87301



            SCHEDULE A-3
            TEACHERS’ SALARY GUIDE
            2011-2012

            STEP
            STEP
            BA
            BA+30
            MA
            MA+30
            D
            10-11
            11-12
            ***
            1
            51503
            53203
            54053
            55753
            56603
            1
            2
            52403
            54103
            54953
            56653
            57503
            2
            3
            53303
            55003
            55853
            57553
            58403
            3
            4
            54203
            55903
            56753
            58453
            59303
            4
            5
            54503
            56203
            57053
            58753
            59603
            5
            6
            54803
            56503
            57353
            59053
            59903
            6
            7
            55103
            56803
            57653
            59353
            60203
            7
            8
            55453
            57153
            58003
            59703
            60553
            8
            9
            56503
            58203
            59053
            60753
            61603
            9
            10
            57553
            59253
            60103
            61803
            62653
            10
            11
            58603
            60303
            61153
            62853
            63703
            11
            12
            59703
            61403
            62253
            63953
            64803
            12
            13
            60803
            62503
            63353
            65053
            65903
            13
            14
            61903
            63603
            64453
            66153
            67003
            14
            15
            63803
            65503
            66353
            68053
            68903
            15
            16
            65703
            67403
            68253
            69953
            70803
            16
            17
            67103
            68803
            69653
            71353
            72203
            17
            18
            69303
            70703
            71403
            72803
            73503
            18
            19
            72003
            73403
            74103
            75503
            76203
            19
            20
            74703
            76103
            76803
            78203
            78903
            20
            21
            77043
            78203
            79225
            80953
            82203
            21
            22
            78851
            79203
            81096
            82593
            83203
            22
            23
            80703
            81703
            83021
            84153
            84953
            23
            24
            82473
            83203
            84761
            86286
            87153
            24/25
            25
            84870
            86395
            87158
            87703
            88847

            SCHEDULE B
            2009-2010, 2010-2011 and 2011-2012

            HIGH SCHOOL
            ACADEMIC DECATHLON COACH
            $1,280
            ART COORDINATOR
            $1,990
            ASSISTANT BAND DIRECTOR
            $2,080
            AV/VCR OFFICER
            $2,080
            BAND DIRECTOR
            $3,520
            BAND CAMP PER HOUR
            $14.60
            CHOIR DIRECTOR
            $2,150
            DUPONT ACADEMIC LEAGUE ADVISOR
            $1,190
            FRESH CLASS ADVISOR
            $1,130
            FUTURE TEACHERS OF AMERICA
            $1,630
            FARMERS OF AMERICA
            $3,030
            GIFTED & TALENTED COORDINATOR
            $3,060
            HONOR SOCIETY ADVISOR
            $2,270
            INTERACT CLUB ADVISOR
            $650
            JAZZ BAND DIRECTOR
            $1,020
            JUNIOR CLASS ADVISOR
            $1,680
            JUNIOR CLASSICAL LEAGUE
            $1,750
            MOCK TRIAL ADVISOR
            $1,160
            NEWSPAPER ADVISOR - PER ISSUE
            $215
            PEP SQUAD ADVISOR
            $3,030
            PLAY CHORAL DIRECTOR
            $1,930
            PLAY CONSTUCTION ASSISTANT
            $830
            PLAY COORDINATOR
            $1,550
            PLAY COSTUME ASSISTANT
            $830
            PLAY DIRECTOR
            $2,170
            PLAY MAKEUP ASSISTANT
            $830
            PLAY PROP/DESIGN ASST
            $830
            RENAISSANCE CLUB ADVISOR
            $1,570
            SOPHOMORE CLASS ADVISOR
            $1,300
            SENIOR CLASS ADVISOR
            $2,280
            STUDENT AFFAIRS COORDINATOR
            $1,900
            STUDENT CONGRESS ADVISOR
            $1,720
            SUPPLY OFFICER
            $1,560
            YEAR BOOK ADVISOR
            $3,200
            SCHEDULE B, continued
            2009-2010, 2010-2011 and 2011-2012
            MIDDLE SCHOOL
            AV/VCR OFFICER
            $2,080
            BAND DIRECTOR
            $1,230
            BAND CAMP PER HOUR
            $14
            CHESS CLUB
            $1,150
            CLASS ADVISOR 7TH GRADE
            $1,530
            CLASS ADVISOR 8TH GRADE
            $2,180
            HONORS CLUB ADVISOR
            $1,150
            SUBJECT AREA COORDINATOR
            $2,020
            SUPPLY OFFICER
            $1,560
            YEARBOOK ADVISOR
            $1,350
            ELEMENTARY
            GIFTED ART CLUB ADVISOR
            $400
            SAFETY PATROL ADV
            $400
            YOUNG ASTRONAUTS
            $1,190
            YEARBOOK
            $910
            GENERAL
            COMPUTER COORD
            $3,740
            SPECIAL CLASS DIFFERENTIAL (Grandfathered)
            $1,290
            TRAVEL (per mile): Prevailing IRS rate as of July 1 each year
            At the time of ratification of the parties' 2009-2012 Agreement, the State regulation limiting mileage to the State rate was in place. If the regulation is changed through State administrative action or final court decision, the mileage rate to be paid will be the IRS rate as of the effective date of the regulation change or the court decision.
            SCHEDULE C
            2009-2010, 2010-2011 and 2011-2012

            COACHING POSITION
            BASEBALL ASSISTANT
            $2,700
            BASEBALL, HEAD
            $4,100
            BASKETBALL, ASSISTANTS
            $2,940
            BASKETBALL, HEAD
            $4,500
            CHEERLEADING
            $4,100
            CROSS CTRY, HEAD
            $3,800
            FIELD HOCKEY, ASSISTANTS
            $2,700
            FIELD HOCKEY, HEAD
            $4,100
            FOOTBALL ASSISTANTS
            $3,800
            FOOTBALL HEAD
            $5,700
            GOLF HEAD COACH
            $3,800
            INTRAMURAL COACH (MIDDLE SCHOOL)
            $680
            INTERSCHOLASTIC ASST COACH (MIDDLE SCHOOL)
            $1,470
            SOCCER, ASSISTANTS
            $2,700
            SOCCER, HEAD (BOY/GIRL)
            $4,100
            SOFTBALL ASSISTANTS
            $2,700
            SOFTBALL, HEAD
            $4,100
            SWIMMING COACH
            $3,800
            TENNIS, HEAD (BOY/GIRL)
            $3,800
            TENNIS, ASSISTANT
            $2,700
            TRACK, ASSISTANTS
            $2,700
            TRACK, HEAD (BOY/GIRL)
            $4,100
            WEIGHT ROOM SUPERVISOR (PER HOUR)
            $14.86
            WINTER TRACK, HEAD
            $4,100
            WRESTLING ASSISTANT
            $2,940
            WRESTLING, HEAD
            $4,500
            SCHEDULE D-1
            CUSTODIAL- MAINTENANCE PERSONNEL SALARY GUIDE
            2009-2010

            STEP
            STEP
            REG
            ELGRHD
            HSGRMA
            ACT
            CT
            08-09
            09-10
            ***
            1
            36494
            38994
            43434
            43434
            47994
            1
            2
            36894
            39344
            43784
            44379
            49394
            2
            3
            37244
            39694
            44134
            45324
            50694
            3
            4
            37594
            40044
            44484
            46269
            52094
            4
            5
            37944
            40394
            44834
            47214
            53494
            5
            6
            38294
            40744
            45184
            48159
            54894
            6
            7
            38644
            41094
            45534
            49104
            56294
            7
            8
            38994
            41444
            45884
            50049
            57494
            8
            9
            39344
            41794
            46234
            50994
            58694
            9
            10
            39694
            42144
            46584
            51939
            59894
            10
            11
            40044
            42294
            46934
            52889
            61094
            11
            12
            41194
            43644
            48084
            53046
            61294
            12
            13
            42344
            44794
            49234
            53204
            61494
            13
            14
            43494
            45944
            50384
            53361
            61694
            14
            15
            44644
            47094
            51534
            53519
            61894
            15
            16
            45794
            48194
            52684
            53676
            62094
            16-17
            17
            48094
            50494
            53834
            53834
            62294

            Column headings:
            REG = Regular Custodian
            ELGRHD = Elementary Custodian/Head Grounds Keeper
            HSGRMA = High School Head Custodian Grounds Helper/Maintenance Worker
            ACT = Assistant Computer Systems Technician
            CT = Senior Technology Technician

            SCHEDULE D-2
            CUSTODIAL- MAINTENANCE PERSONNEL SALARY GUIDE
            2010-2011
            STEP
            STEP
            REG
            ELGRHD
            HSGRMA
            ACT
            CT
            09-10
            10-11
            ***
            1
            37492
            39992
            44432
            44432
            48992
            1
            2
            37892
            40342
            44782
            45377
            50392
            2
            3
            38242
            40692
            45132
            46322
            51692
            3
            4
            38592
            41042
            45482
            47267
            53092
            4
            5
            38942
            41392
            45832
            48212
            54492
            5
            6
            39292
            41742
            46182
            49157
            55892
            6
            7
            39642
            42092
            46532
            50102
            57292
            7
            8
            39992
            42442
            46882
            51047
            58492
            8
            9
            40342
            42792
            47232
            51992
            59692
            9
            10
            40692
            43142
            47582
            52937
            60892
            10
            11
            41042
            43292
            47932
            53887
            62092
            11
            12
            42192
            44642
            49082
            54044
            62292
            12
            13
            43342
            45792
            50232
            54202
            62492
            13
            14
            44492
            46942
            51382
            54359
            62692
            14
            15
            45642
            48092
            52532
            54517
            62892
            15
            16
            46792
            49192
            53682
            54674
            63092
            16-17
            17
            49092
            51492
            54832
            54832
            63292
            Column headings:
            REG = Regular Custodian
            ELGRHD = Elementary Custodian/Head Grounds Keeper
            HSGRMA = High School Head Custodian Grounds Helper/Maintenance Worker
            ACT = Assistant Computer Systems Technician
            CT = Senior Technology Technician
            SCHEDULE D-3
            CUSTODIAL- MAINTENANCE PERSONNEL SALARY GUIDE
            2011-2012

            STEP
            STEP
            REG
            ELGRHD
            HSGRMA
            ACT
            CT
            10-11
            11-12
            ***
            1
            38593
            41093
            45533
            45533
            50093
            1
            2
            38993
            41443
            45883
            46478
            51493
            2
            3
            39343
            41793
            46233
            47423
            52793
            3
            4
            39693
            42143
            46583
            48368
            54193
            4
            5
            40043
            42493
            46933
            49313
            55593
            5
            6
            40393
            42843
            47283
            50258
            56993
            6
            7
            40743
            43193
            47633
            51203
            58393
            7
            8
            41093
            43543
            47983
            52148
            59593
            8
            9
            41443
            43893
            48333
            53093
            60793
            9
            10
            41793
            44243
            48683
            54038
            61993
            10
            11
            42143
            44393
            49033
            54988
            63193
            11
            12
            43293
            45743
            50183
            55146
            63393
            12
            13
            44443
            46893
            51333
            55303
            63593
            13
            14
            45593
            48043
            52483
            55461
            63793
            14
            15
            46743
            49193
            53633
            55618
            63993
            15
            16
            47893
            50293
            54783
            55776
            64193
            16-17
            17
            50193
            52593
            55933
            55933
            64393

            Column headings:
            REG = Regular Custodian
            ELGRHD = Elementary Custodian/Head Grounds Keeper
            HSGRMA = High School Head Custodian Grounds Helper/Maintenance Worker
            ACT = Assistant Computer Systems Technician
            CT = Senior Technology Technician
            SCHEDULE E-1
            SECRETARIES’ SALARY GUIDE
            2009-2010


            STEP
            STEP
            12 MO
            10 MO
            08-09
            09-10
            ***
            1
            36450
            32091
            1
            2
            36850
            32430
            2
            3
            37330
            32767
            3
            4
            37650
            33110
            4
            5
            38050
            33449
            5
            6
            38450
            33789
            6
            7
            38850
            34128
            7
            8
            39250
            34468
            8
            9
            39650
            34808
            9
            10
            40050
            35147
            10
            11
            41250
            36166
            11
            12
            42450
            37185
            12
            13
            43650
            38204
            13
            14
            44850
            39192
            14
            15
            46050
            40242
            15
            16
            47250
            41261
            16-17
            17
            48450
            42281

            SCHEDULE E-2
            SECRETARIES’ SALARY GUIDE
            2010-2011

            STEP
            STEP
            12 MO
            10 MO
            09-10
            10-11
            ***
            1
            37750
            33235
            1
            2
            38150
            33575
            2
            3
            38630
            33909
            3
            4
            38950
            34253
            4
            5
            39350
            34592
            5
            6
            39750
            34931
            6
            7
            40150
            35270
            7
            8
            40550
            35610
            8
            9
            40950
            35949
            9
            10
            41350
            36288
            10
            11
            42550
            37306
            11
            12
            43750
            38324
            12
            13
            44950
            39342
            13
            14
            46150
            40328
            14
            15
            47350
            41378
            15
            16
            48550
            42397
            16-17
            17
            49750
            43415
            SCHEDULE E-3
            SECRETARIES’ SALARY GUIDE
            2011-2012

            STEP
            STEP
            12 MO
            10 MO
            10-11
            11-12
            ***
            1
            38970
            34310
            1
            2
            39370
            34648
            2
            3
            39850
            34979
            3
            4
            40170
            35326
            4
            5
            40570
            35664
            5
            6
            40970
            36003
            6
            7
            41370
            36342
            7
            8
            41770
            36681
            8
            9
            42170
            37020
            9
            10
            42570
            37359
            10
            11
            43770
            38376
            11
            12
            44970
            39392
            12
            13
            46170
            40410
            13
            14
            47370
            41394
            14
            15
            48570
            42444
            15
            16
            49770
            43462
            16-17
            17
            50970
            44480
            SCHEDULE F-1
            INSTRUCTIONAL AIDES’ SALARY GUIDE
            2009-2010

            STEP
            STEP
            IA
            SPA
            SEA
            08-09
            09-10
            ***
            1
            16363
            17855
            20177
            1
            2
            16513
            18005
            20327
            2
            3
            16663
            18155
            20477
            3
            4
            16813
            18305
            20627
            4
            5
            17063
            18453
            20777
            5
            6
            17313
            18705
            21027
            6
            7
            17563
            18955
            21277
            7
            8
            17813
            19505
            21527
            8
            9
            18713
            20105
            22427
            9-10
            10
            19613
            21005
            23327

            Effective July 1, 2006, Instructional Aides and Specialist Aides who have completed specific levels of undergraduate credits shall receive the following annual stipend beginning on the September 1st following the attainment of the specified number of credits:

            Credits Stipend

            48 $100
            60 $150
            75 $300

            Column headings
            IA = Instructional Aides
            SPA = Specialist Aides
            SEA = Security Aides
            SCHEDULE F-2
            INSTRUCTIONAL AIDES’ SALARY GUIDE
            2010-2011

            STEP
            STEP
            IA
            SPA
            SEA
            09-10
            10-11
            ***
            1
            16758
            18250
            20572
            1
            2
            16908
            18400
            20722
            2
            3
            17058
            18550
            20872
            3
            4
            17208
            18700
            21022
            4
            5
            17458
            18848
            21172
            5
            6
            17708
            19100
            21422
            6
            7
            17958
            19350
            21672
            7
            8
            18208
            19900
            21922
            8
            9
            19108
            20500
            22822
            9-10
            10
            20008
            21400
            23722
            Effective July 1, 2006, Instructional Aides and Specialist Aides who have completed specific levels of undergraduate credits shall receive the following annual stipend beginning on the September 1st following the attainment of the specified number of credits:

            Credits Stipend

            48 $100
            60 $150
            75 $300

            Column headings
            IA = Instructional Aides
            SPA = Specialist Aides
            SEA = Security Aides

            SCHEDULE F-3
            INSTRUCTIONAL AIDES’ SALARY GUIDE
            2011-2012
            STEP
            STEP
            IA
            SPA
            SEA
            10-11
            11-12
            ***
            1
            17156
            18648
            20970
            1
            2
            17306
            18798
            21120
            2
            3
            17456
            18948
            21270
            3
            4
            17606
            19098
            21420
            4
            5
            17856
            19246
            21570
            5
            6
            18106
            19498
            21820
            6
            7
            18356
            19748
            22070
            7
            8
            18606
            20298
            22320
            8
            9
            19506
            20898
            23220
            9-10
            10
            20406
            21798
            24120
            Effective July 1, 2006, Instructional Aides and Specialist Aides who have completed specific levels of undergraduate credits shall receive the following annual stipend beginning on the September 1st following the attainment of the specified number of credits:

            Credits Stipend

            48 $100
            60 $150
            75 $300

            Column headings
            IA = Instructional Aides
            SPA = Specialist Aides
            SEA = Security Aides

            SCHEDULE G
            NON-INSTRUCTIONAL AIDES’ SALARY GUIDE
            2009-2010, 2010-2011 and 2011-2012

            STEP
            STEP
            2009-2010
            STEP
            2010-2011
            STEP
            2011-2012
            08-09
            09-10
            RATE
            10-11
            RATE
            11-12
            RATE
            ***
            1
            10.43
            1
            10.70
            1
            10.97
            1
            2
            10.58
            2
            10.85
            2
            11.12
            2
            3
            10.73
            3
            11.00
            3
            11.27
            3
            4
            10.88
            4
            11.15
            4
            11.42
            4
            5
            10.97
            5
            11.24
            5
            11.51
            5
            6
            11.38
            6
            11.65
            6
            11.92
            6
            7
            11.63
            7
            11.90
            7
            12.17
            7
            8
            11.88
            8
            12.15
            8
            12.42
            8
            9
            12.43
            9
            12.70
            9
            12.97
            9-10
            10
            13.08
            10
            13.35
            10
            13.62





            SCHEDULE H-1
            CAFETERIA HOURLY RATES FOR ALL EMPLOYEES
            HIRED ON OR BEFORE SEPTEMBER 1, 1991
            2009-2010, 2010-2011 and 2011-2012

            2009-2010
            2010-2011
            2011-2012
            TITLE
            RATE
            RATE
            RATE
            Cafeteria General Worker
            $14.90
            $15.42
            $15.96
            Assistant Cooks, Head Prep Employee
            $15.02
            $15.54
            $16.09
            Head Cook, Manager
            $15.54
            $16.09
            $16.65
            Head Manager
            $15.88
            $16.43
            $17.01

            SCHEDULE H-2
            CAFETERIA HOURLY RATES FOR ALL EMPLOYEES
            HIRED AFTER SEPTEMBER 1, 1991
            2009-2010, 2010-2011 and 2011-2012
            2009-2010
            2010-2011
            2011-2012
            TITLE
            RATE
            RATE
            RATE
            Cafeteria General Worker
            $10.92
            $11.30
            $11.70
            Assistant Cooks, Head Prep Employee
            $11.14
            $11.53
            $11.93
            Van Driver
            $11.34
            $11.74
            $12.15
            Head Cook (HS), Head Cook Manager
            $11.56
            $11.97
            $12.39
            Head Manager
            $11.77
            $12.18
            $12.61

            SCHEDULE H-3
            CAFETERIA
            MISCELLANEOUS COMPENSATION PROVISIONS

            A. Any employee receiving a higher straight time rate than listed for the particular classifications shall not have his/her wages reduced as a result of this Agreement or the rates negotiated for new hires.

            B. No employee currently receiving a classification differential shall have that differential reduced during the life of this Agreement unless it is the result of a disciplinary action or a voluntary move to a lower classification.

            C. Any cashier who is required to deposit money shall receive $1.00 for each day they do so.


            APPENDIX A
            CAFETERIA EMPLOYEES’ HEALTH BENEFITS ENTITLEMENTS

            ELIGIBLE EMPLOYEES INSURANCE ENTITLEMENT AFLAC

            Childs, Diane PPO MEDICAL HUSBAND
            WIFE $811


            Johnson, Cindy PPO MEDICAL,
                        PRESCRIPTION SINGLE $811

            King, Frances PPO MEDICAL,
                        PRESCRIPTION SINGLE $811



            Tozour, Carol PPO MEDICAL SINGLE $811


            Whitney, Sue MARRIED TO EMPLOYEE $811


            Wright, Frances PPO MEDICAL,
            PRESCRIPTION SINGLE $811


            Penns Grove Carney Pt BE and Penns Grove Carneys Pt School Emp Assn 2009.pdf