Contract Between
Burlington Cty Spec Serv B/E-Burlington
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Burlington Cty Spec Serv EA
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07/01/2004 thru 06/30/2008


CategorySchool District
UnitAides, Cafeteria Workers, Teaching/Professional Staff

Contract Text Below
Burlington County
Special Services School District
Negotiated Agreement
between the
Board of Education
of the
Burlington County Special Services School District
and the
Burlington County Special Services
Education Association
Dr. Donald P. Lucas, Superintendent
Effective July 1, 2004—June 30, 2008
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Article I
Recognition Agreement
Between
Burlington County Special Services Board of Education
and
Special Services Education Association
The Burlington County Special Services Board of Education hereby recognizes
the Special Services Education Association as the representative for professional
negotiations concerning terms and conditions of employment for all designated
personnel in the Burlington County Special Services School District within the scope of
N.J.S.A. Title 34:13A-1 et seq.
.. Teachers
.. Teacher Assistants
.. Cafeteria Head Cooks
.. Cafeteria Assistants
As used hereinafter the term employee shall apply to all members of the
bargaining unit.
The Board agrees not to negotiate with any organization other than that
designated as the exclusive representative.
Unless otherwise indicated, the term “teacher,” when used hereinafter in this
agreement, shall refer to all professional employees represented by the association in
the negotiating unit as certificated above.
Unless otherwise indicated, the term “support staff,” when used hereinafter in this
agreement, shall refer to all employees represented by the association in the
negotiating unit as teacher assistants/cafeteria head cooks/cafeteria assistants above.
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Article II
Negotiation of Successor Agreement
The Burlington County Special Services Education Association and the Burlington
County Special Services Board of Education agree to enter into negotiations
concerning a “Collective Bargaining Agreement” (herein and hereafter referred to as
an Agreement) in accordance with N.J.S.A. Title 34:13A-1 et seq. in good faith,
concerning the terms and conditions of employment. Such negotiations shall begin not
later than the beginning date set by the Rules and Regulations of the Public
Employment Relations Commission. Any agreement so negotiated shall apply to
members of the negotiating unit, be reduced to writing, and be signed by the Board of
Education and the Association.
Each party shall appoint no more than five (5) members to the negotiating team
as negotiators and shall have complete control over the selection of their respective
teams.
Negotiations
1. The negotiators will be responsible to meet periodically until a “Collective
Bargaining Agreement” is reached.
2. All meetings shall be scheduled to take place when negotiators are available
and are free from assigned duties.
3. Negotiation sessions shall be less than three (3) hours in length unless it has been
mutually agreed to lengthen the session when the meeting is scheduled.
The Board of Education agrees to negotiate with the Association so long as the
Association represents the majority of the employees in the unit.
This agreement incorporates the entire understanding of the parties on all
matters which were subject to negotiation.
Nothing contained herein shall be contrary to New Jersey School Law.
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.
This “Negotiation Procedure” may be modified in whole or in part when both
parties agree in writing to a change in procedure. The new procedure will take effect
in a subsequent fiscal year.
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Article III
Grievance Procedure
A. Definitions
1. A grievance is a claim based on the interpretation, application, or violation of
policies, agreements, and administrative decisions affecting employees of
the school district. It does not include:
a) the failure or refusal of the Board to renew a contract of a non-tenured
employee
b) any claim where a method of review has heretofore been or hereafter
is established by law, rule or regulations by way of appeal to any
commissioner, commission, board, agency or court, whether said rights
having been created for general application (e.g., civil service) or
specific application (e.g., to the Commissioner of Education)
c) matters where the Board is prohibited by law, regulation or decision
from acting
d) matters beyond this contract involving the sole discretion of the Board.
2. Aggrieved person is the person making the claim
a) The Burlington County Special Services Education Association has the
right to initiate a grievance based on the interpretation or violation of
the negotiated agreement.
3. Representative is an individual selected by the aggrieved person to counsel,
advise, and represent him. The aggrieved person must be present at all
times. The Association will not be responsible for expenses incurred by the
aggrieved for the services of a representative unless so authorized by the
Association.
4. The Burlington County Special Services Education Association is recognized
by the employer for purposes of negotiation under the provision of N.J.S.A.
Title 34:13A-1 et seq.
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B. Purpose
The purpose of this procedure is to secure, at the lowest possible level, equitable
solutions to the problems which may from time to time arise concerning the
welfare or terms and conditions of employment. Both parties agree that these
proceedings will be as informal and confidential as may be appropriate at any
level of the procedure.
Nothing herein contained shall be construed as limiting the right of any
employee having a grievance to discuss the matter informally with any
appropriate member of the administration, and having the grievance adjusted
without intervention of the Association, provided the adjustment is not
inconsistent with terms of the agreement and that the Association has been
given the opportunity to be present at such adjustment and to state its views.
C. Procedures
Since it is important that grievances be presented 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
specified may, however, be extended by mutual agreement in writing.
Level One
An employee with a grievance shall notify his/her Principal/Supervisor in
writing, within seven (7) regular workdays of the grievance, with the
objective of resolving the matter informally. The Principal and/or
Supervisor shall act on the grievance within five (5) regular workdays after
the grievance is submitted in writing.
The involvement of the Principal/Supervisor in the first step of the
grievance procedures should be a personal dialogue between the
Principal/Supervisor and the employee to resolve the grievance. If an
employee wishes representation at this level, written notice must be given
to the Principal/Supervisor at least twenty-four (24) hours before the
scheduled meeting. The Principal/Supervisor has the right for a second
party of his or her choosing to be present at the meeting. Only in the
event that the Principal/Supervisor is the subject of the grievance, may
the aggrieved take his/her complaint directly to the Superintendent or
his/her Designee.
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Level Two
If a complaint is not settled by the respective Principal/Supervisor to whom
the appeal is made in Level One in five (5) regular workdays, or the
aggrieved receives no communication on the resolution of the grievance
in five (5) regular workdays after presentation of the grievance, the
employee may file his grievance in writing within ten (10) regular workdays
after the original presentation to the Principal with the Superintendent or
his/her Designee.
Such communication should notify the Superintendent whether the
aggrieved wishes Association representation to be or not to be present
and should be filed with the knowledge of his/her Principal and/or
Supervisor that this second step is being taken.
A report from the Principal/Supervisor shall be submitted to the
Superintendent in conjunction with the appeal of the employee.
The Superintendent shall act on the grievance within twenty (20) regular
workdays.
Level Three
If the aggrieved employee is not satisfied with the Superintendent’s
decision or if no decision has been rendered within twenty (20) regular
workdays after the grievance was received by the Superintendent, the
aggrieved employee may arrange an appointment through the
Superintendent with the Board of Education for discussion.
This request must be made in writing to the Superintendent, and must be
filed within ten (10) regular workdays after the Superintendent’s decision
or thirty (30) regular workdays after the filing of the grievance. Association
representation, at the written request of the aggrieved, may be present at
all sessions involving the aggrieved employee and the Board of
Education.
The Board of Education shall take action on the grievance in twenty (20)
regular workdays or at the next regularly scheduled Board of Education
meeting after the written request is received and communicate its
decision to the aggrieved employee with a copy to the Association.
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Level Four
If the aggrieved employee is not satisfied with the disposition of his/her
grievance at Level Three, or if no decision has been rendered within
twenty (20) regular workdays or next regularly scheduled Board of
Education meeting after the grievance was delivered to the Board of
Education, he/she may, within ten (10) school days after a decision by the
Board of Education or forty-five (45) school days after the grievance was
delivered to the Board of Education, whichever is sooner, request in
writing that the Association submit grievance to arbitration. A copy of this
request shall be delivered to the Superintendent’s office.
If the Association determines that the grievance is meritorious, it may
submit the grievance to arbitration within twenty (20) regular workdays
after receipt of a request by the aggrieved employee.
Within ten (10) regular workdays after such written notice of submission to
arbitration, the Board and the Association shall attempt to agree upon a
mutually acceptable arbitrator and shall obtain a commitment from said
arbitrator to serve.
In the event that the parties cannot agree on the arbitrator within twenty
(20) regular workdays, or if the arbitrator does not agree to serve, the
parties jointly or either one of them may issue a request for a list of
arbitrators from the American Arbitration Association. Upon receipt of
said list, each party will separately strike the names of the arbitrators
whom they find unacceptable and list numerically the names, if any, of
the arbitrators whom they would accept.
The arbitrator who will ultimately be chosen shall be the one, if any, who
appears on both acceptable lists with the lowest average number of
placement. In the event that there are no arbitrators that are agreeable
to the parties, a new list will be requested and the same procedure will be
followed until a satisfactory arbitrator is chosen.
The arbitrator so selected shall confer with the representatives of the
Board and the aggrieved employee, or at the option of the aggrieved
employee, with representatives of his/her Association, and hold hearings
promptly and shall issue his decision not later than ten (10) regular
workdays from the date of the final statements and proofs on the issues
which are submitted to him. The arbitrator’s decision shall be in writing
and shall set forth his findings of fact, reasoning and conclusions on the
issues submitted. The decision of the arbitrator shall be advisory and nonbinding,
but may be made available to the public without consent of the
other parties.
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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
aggrieved employee, or the Association, if applicable.
a) All meetings and hearings under this procedure shall be conducted
in private and shall include only such interested parties and their
designated or selected representatives heretofore referenced in
this section.
b) 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 procedure. If a form has not been agreed upon, a
narrative will suffice.
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Article IV
Employee Rights
Pursuant to N.J.S.A. Title 34:13A-1 et seq., the Board hereby agrees that every
employee of the Board shall have the right to freely organize, join and support the
Association for the purpose of engaging in collective negotiations and other concerted
activities for mutual aid and protection. As a duly selected body exercising
governmental powers under the laws of the State of New Jersey, the Board undertakes
and agrees that it shall not directly or indirectly discourage or deprive or coerce any
employee in the enjoyment of any rights conferred by Chapter 303, Public Law 1968 or
any other laws of the State of New Jersey or the Constitution of New Jersey and the
United States; that is shall not discriminate against any employee in any way
whatsoever because of his or her relationship in the Association.
Any individual contract between the Board and an employee heretofore or
hereafter executed shall be subject to and consistent with the terms of this Agreement.
If an individual contract contains any language inconsistent with this Agreement, this
Agreement for its duration shall be controlling.
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Article V
Association Privileges
A. The Association, if approved by the Superintendent/Designee, may use school
facilities for meetings after school hours, provided that such use shall not interfere
with, nor interrupt, normal school operation and does not conflict with any
scheduled or emergent use authorized by the Burlington County Board of
Chosen Freeholders. The facilities usage request requires a five-day advance
notice to the Superintendent/Designee, unless an emergency arises.
B. The Association, upon approval by the Superintendent/Designee, may use
school equipment when such equipment is not otherwise in use, and provided
that this use will not interfere with, nor interrupt, normal school operation and
does not conflict with any scheduled or emergent use authorized by the
Burlington County Board of Chosen Freeholders. The Association will pay for the
cost of materials and supplies incident to such use. Usage of district equipment
will be limited to on-site use only.
C. The Association may use the inter-school mail facilities and school mail boxes,
provided that a copy of such material is submitted to the
Superintendent/Designee for approval at least one day prior to the mailing; and
such use shall not interfere with, nor interrupt, normal school operation and shall
not be so voluminous so as to obscure regular school mail. No response will be
interpreted as approval.
D. The Association shall have, in each campus, the use of a bulletin board.
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Article VI
Working Conditions
A. Work Year
The work year for employees shall be in accordance with the school
calendar established by the Board of Education.
B. Sign in/Out
All employees shall indicate their presence and departure by initialing in
the appropriate column of the staff “sign-in/out” sheet. If an employee
leaves the building during the school day, he/she will notify the
Principal/Designee/Supervisor and sign out at his/her assigned campus.
C. Employee Workday
1. The Teachers’ in-school workday shall be 7 hours (8:05 a.m. – 3:05 p.m.)
which shall include a 35 minute duty free lunch. However, teachers
may be required to stay beyond the workday in the event of an
emergency or lack of sufficient supervision. The Principal has the
responsibility to ensure the proper supervision and safety of the
children.
2. The Teacher Assistants’ in-school workday shall be 7 hours (8:05 a.m. to
3:05 p.m.), which shall include a 35 minute duty-free lunch period.
3. Full-time Cafeteria Head Cooks and Cafeteria Assistants shall work
eight and one-half (8 ) hours per day which shall include a 30 minute
duty free lunch.
4. Teachers/Teacher Assistants working a half day (less than 4 hours) will,
when reporting to work, adhere to their normal class schedule.
5. Employees may leave the building without requesting permission
during their scheduled duty free lunch period, after informing the
Principal/Designee/Supervisor and signing out.
D. Full-time/Part-time Defined
1. The term “full-time” employee shall refer to those regularly employed
individuals working a minimum of 30 hours per week.
2. The term “part-time” employee shall refer to those regularly employed
individuals working less than 30 hours per week.
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E. Professional Responsibility
1. It is recognized that an effective school-community relations
program is necessary and essential to continue public
confidence and increased support of the school by the
community. It is mutually agreed that attendance at those
programs already in effect such as Parent-Teacher
conferences, Back-to-School Night, Open House, Fairs, Exhibits,
Holiday Programs and Musical Programs are a part of a
Teacher’s/Teacher Assistant’s professionalism. It is further
agreed that Teachers/Teacher Assistants, as part of their
professional responsibility, will offer their support and
cooperation by the mandatory attendance/participation to
three (3) school sponsored evening events, designated by the
Administration, to ensure an increasingly effective program.
2. Employees may be required to remain after the end of the
regular workday, without additional compensation, for the
purpose of attending meetings in cases of emergency as
required by the Principal/Supervisor.
3. If, on occasion, an employee may find it necessary to leave an
in-service program or meeting prior to its conclusion, due to an
emergent situation or personal problem, he/she shall request
such leave from his/her Building Principal and such leave may
be granted if good cause is shown.
4. On Fridays, and the three evening events, as per the Board of
Education approved school calendar, Teachers and Teacher
Assistants may leave at 2:30 p.m. (after departure of students)
and only when all professional responsibilities have been met.
F. Uniforms
1. The Board shall provide all new Head Cooks and Cafeteria
Assistants with the following after issuance of contract:
.. Seven (7) pairs of trousers or $160.00 allowance
.. Twelve (12) shirts
.. One (1) pair of shoes or $100.00 allowance
.. Seven (7) aprons
2. The Board shall provide each Head Cook and Cafeteria
Assistant with the following each year:
.. Three (3) pairs of trousers or $70.00 allowance
.. Six (6) shirts
.. One (1) pair of shoes or $100.00 allowance
.. Four (4) aprons
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3. The Board of Education will order all uniforms by June 1 of each
school year.
G. Vacations
Head Cooks/Cafeteria Assistants (12 months)
1. Head Cooks/Cafeteria Assistants shall be eligible for a vacation
provided he/she has actively worked six (6) months as of July 1
of the year in which he/she seeks his/her vacation. If a Head
Cook/Cafeteria Assistant has worked less than six (6) months as
of July 1, he/she shall accrue vacation time at a rate of .83 days
per month worked. These vacation days may not be taken until
after July 1 of the succeeding year. The same shall apply to
determining eligibility for all vacations set forth in the schedule
below.
2. Vacation times shall be scheduled to coordinate with the work
schedule and shall be taken at the sole discretion of the Board
of Education, taking into consideration the request of the Head
Cooks/Cafeteria Assistants:
a) Five (5) days vacation after six (6) months, but less than
one (1) year continuous service as of July 1
b) Ten (10) days vacation after one (1) year of continuous
service as of July 1
c) Fifteen (15) days vacation after five (5) years of continuous
service as of July 1
d) Twenty (20) days vacation after 15 years of continuous
service as of July 1
e) Vacation times shall be scheduled to coordinate with the
work schedule of the Head Cooks/Cafeteria Assistants and
subject to the approval of the Superintendent/Designee
f) Head Cooks/Cafeteria Assistants shall limit vacation to not
more than ten (10) consecutive working days unless
approved by his/her supervisor
g) Scheduling conflicts will be resolved by granting vacation
to those Head Cooks/Cafeteria Assistants with the most
time in their job category. No more than 1/3 of the Head
Cooks/Cafeteria Assistants staff may be on vacation at the
same time
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h) No vacation will be approved during the week prior to
school opening in September.
H. Head Cook/Cafeteria Assistant Accrued Vacation
A Head Cook/Cafeteria Assistant who resigns during his/her
contracted period of employment shall have his/her accrued
vacation time paid at their per diem rate.
I. Head Cooks Salary Calculation
1) For Head Cooks: (12 month) per diem will be calculated by
dividing the annual contracted salary by 240 days. Annual
contracted salary is defined as that amount which appears
on the signed annual agreement.
2) For Head Cooks: (10 Month) per diem will be calculated by
dividing the annual contracted salary by 200 days. Annual
contracted salary is defined as that amount which appears
on the signed annual agreement.
J. Food Handling Training
To assure the health and welfare of students and staff, Head Cooks
and Cafeteria Assistants shall commit to four (4) hours of in-service
training per year on the proper handling and preparation of food.
This in-service training will be held during the regular workday and
the cost of such in-service will be borne by the school district.
Every effort will be made to provide this training during a district inservice
day; however, Head Cooks/Cafeteria Assistants may be
required to attend an off-site in-service if it best meets the needs of
the district.
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Article VII
Preparation Time
Certificated Staff
The Board of Education and the Superintendent recognize the teachers’ need
for preparation time. The individual Principal/Supervisor, when scheduling, will take into
consideration preparation for each teacher. The Principal/Supervisor shall be
responsible to schedule preparation time that the teacher may have, especially when
the teacher’s class is scheduled for a special class of some type.
A. During the term of this contract all full-time Teachers will receive one (1)
thirty-five (35) minute preparation period per day for a maximum of five
(5) preparation periods per week.
B. The Principal/Supervisor at his/her discretion, may schedule two (2) faculty
meetings per month in lieu of prep time.
C. Every effort will be made to schedule school business meetings in such a
manner as not to interfere with Teachers’ scheduled prep time.
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Article VIII
Leaves of Absence
A. Sick Leave
1. Sick Leave is to be used for absences required because of personal
disability due to illness or injury or because of medical exclusion from
school due to a contagious disease.
2. All ten (10) month contracted employees shall be allowed sick leave with
full pay for ten (10) school days in any school year. All twelve (12) month
contracted employees shall be allowed sick leave with full pay for twelve
(12) school days in any school year. Unused sick leave days shall be
accumulated from year to year with no maximum limit. Once an
employee utilizes a sick day, that sick day will not be changed to a
personal day. The Board of Education will notify all employees by
October 30th of each school year, in writing, of their accumulated sick
leave.
For the purpose of sick day accumulation, when an employee leaves
early due to sickness, sick leave days shall be deducted as follows:
Before 11:20 a.m. - Full Day
After 11:20 a.m. - One-half day
Those employees not using any sick leave days per school year will
receive two (2) extra sick leave days to be added the following school
year. An honorarium of $150.00 will be awarded to those employees
achieving perfect attendance (no use of sick or personal days.)
3. Cashing in Accumulated Sick Leave
Upon retirement from the district, an employee who has been employed
for at least fifteen (15) years in the district shall be eligible for payment for
unused sick leave.
Payment shall be made to an employee by the Board of Education for all
of that employee’s unused accumulated sick leave upon an official
retirement which has been approved by the New Jersey Division of
Pensions. Such payment shall be made at the retiree’s daily rate of pay
at the date of retirement for each unused sick leave day. Daily rate of
pay is defined as 1/200th of a ten (10) month employee’s salary and
1/240th of a twelve (12) month employee’s annual salary. To be eligible
for the payment an employee must notify the Board of the intention to
retire on or before January 1st of the contract year in which the retirement
is to occur in order to be eligible for payment by June 30th.
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Payment for accumulated days will be as follows:
Less than 151 days - 25% of daily rate for all
accumulated days
Greater than 150 days - 30% of daily rate for all
accumulated days
The Board of Education’s maximum allocation for each employee shall be
capped at twenty-five thousand dollars ($25,000.00) for their accumulated sick
leave at the time of retirement.
B. Temporary Leaves of Absence
This policy shall cover absences not chargeable to sick leave, professional or
semi-professional assignments directly beneficial to the school system.
1. Death in the immediate family, four (4) days total. The four (4) bereavement
days must be completed within six (6) calendar days of the death of the
immediate family member. In the event of the death of another immediate
family member the same process will be applied upon valid certification.
Immediate family to include:
Parents
Grandparents
Mother-in-Law
Father-in-Law
Legal Guardian(s)
Spouses
Children
Brothers and Sisters
2. Documentation must be submitted to verify death of family member, i.e.;
death notice.
3. Death of a relative not in the immediate family one (1) day total. The one (1)
bereavement day must be completed within six (6) calendar days of the
death of the relative.
4. Leave may be granted for other reasons if approved by the
Superintendent/Designee of the District.
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5. Requests for temporary leaves of absence shall be submitted in writing (in
advance, when possible), recommended by the Principal/Supervisor, and
approved by the Superintendent.
C. Personal Days
1. The Board will provide for four (4) personal days at full pay during any one
year for personal business that cannot be scheduled outside of school hours.
Requests for a personal day must be submitted using the proper form, four (4)
days in advance to the Building Principal/Supervisor for review and submitted
to the Superintendent/Designee for approval. When a request for personal
days falls within these guidelines, no explanation is required on the request
form. In the case of an emergency whereas an employee cannot provide
the required four (4) days notice, a request should be submitted using the
proper form, to the Building Principal/Supervisor for review and submitted to
the Superintendent for approval. No unused personal days shall be
accumulated for use in another school year. When an employee obtains
approval for a personal day or takes an emergency personal day, that
personal day can not be changed to a sick day.
The use of Personal Days will be calculated as follows:
Before 11:20 a.m. - Full day
After 11:20 a.m. - One-half day
2. Personal days will not be granted on the days immediately proceeding or
following a scheduled school holiday. If the need arises for a personal day to
be taken on one of these days, an explanation must be submitted, in writing,
with the proper form, to the Building Principal/Supervisor for review and
submitted to the Superintendent/Designee for approval.
3. Unused personal leave days will become cumulative as sick leave days at
the end of the school year, one (1) day for each one (1) not taken. No (1/2)
days are applicable in any way.
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D. Professional Days
1. The Board of Education recognizes that Teachers need the opportunity to visit
other schools and to attend meetings or conferences of an educational
nature for the development of increased competence beyond that which
they may attain through the performance of their assigned duties. For this
reason, and during the length of this contract, a Teacher will be entitled to
one (1) professional day per academic year. Any request must be submitted
in writing to the Superintendent three (3) days prior to the requested
professional day.
2. The Board agrees to pay up to $150.00 of the cost of one workshop/seminar
which a Teacher may attend as part of his/her continuing education plan.
E. Sabbatical Leave
1. A sabbatical leave with pay may be granted to a Teacher for professional
study, or for travel combined with professional study under the auspices of a
college or university, or for other reasons which the Board may consider to be
of value in improving instruction in the school district, subject to the following
regulations and conditions:
a) A leave shall be granted for one-half (1/2) or one (1) school year
only, September through June.
b) Sabbatical leave will not be granted to Teachers employed under
an emergency or provisional certificate.
c) Sabbatical leave may be granted only to Teachers who have
completed seven (7) consecutive full-time years of service in the
school district, prior to the effective date of said leave, or since
his/her last sabbatical leave.
d) Sabbatical leaves will be granted to no more than two (2) Teachers
in the district at any one time. If more than two (2) Teachers
request such leave, selection shall be made on the basis of
seniority.
e) A Teacher on sabbatical leave will receive fifty percent (50%) of
his/her contract salary. In each year the contract salary is what
he/she would have received had he/she remained on active duty,
less such deductions as may be required by Board policies, rules
and regulations, State and Federal statutes, the rules or regulations
of the State Board of Education and Commissioner of Education,
and the terms of this agreement.
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f) The payment of salary for a Teacher on sabbatical leave will be
made in accordance with regular payroll dates.
g) Before receiving sabbatical leave, the Teacher shall agree, in
writing, with the Board that he/she will meet the conditions herein
prescribed and that he/she will return to regular service with the
Board after expiration of said leave for a period of not less than two
(2) full school years and, that in the event of breach of said
agreement by the Teacher, all sums paid the Teacher during the
leave shall become due and payable immediately to the Board in
proportion to the unfulfilled portion of the two (2) years
commitment, except that such provision shall not apply in the
event of temporary or permanent disablement upon return to duty,
nor shall it apply to the estate in the event of death.
h) Application for sabbatical leave shall be made by January 1st in
the school year preceding the sabbatical leave. The application
must include a carefully developed plan of study, or travel
combined with study. Evidence that the Teacher has been
accepted into a program shall be presented to the Board no later
than April 1st in the school year preceding the sabbatical leave.
i) The leave will be for study in the field of the Teacher’s subject area
or certification.
j) At the beginning of each semester, the Teacher must submit
evidence of registration in an approved college or university. The
Teacher shall be enrolled in sufficient number of courses to meet
the full-time requirements of the college or university.
k) Regular attendance in the planned program of the college or
university is required. If the Teacher on sabbatical leave fails to
meet the attendance requirements of the college or university or
withdraws from the program, or demonstrates unsatisfactory
progress in his/her program, he/she shall immediately notify the
Board of Education at which time all payments for sabbatical
leave will be terminated, and the Teacher continues on sabbatical
leave without pay.
l) At the conclusion of each semester, the Teacher shall submit
transcripts of credits indicating satisfactory progress.
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m) The Teacher granted a sabbatical leave shall be eligible for the
following employment considerations upon return:
The salary increment will be added as if he/she had been in
the Board’s active employ during the time of such leave
Accumulated sick leave held immediately prior to such
leave shall be retained
n) The Teacher’s return to the same campus, grade, or assignment held
prior to the granting of leave will not be guaranteed, except the
Teacher shall be returned to a position of like nature, status, and pay.
o) At the conclusion of the leave of absence, the employee shall
submit a written report to the Board of Education through the
Superintendent containing all the pertinent data and information on
the activities during the sabbatical leave in verification of the stated
purposes made in the original application.
p) If the Board finds the report does not verify the approved State
program, the Board, at its discretion, may seek reimbursement of up
to one-half (1/2) the amount the district paid the employee while on
sabbatical leave.
F. Other Leaves
1. Other leaves of absence, with or without pay, may be granted by the Board,
upon recommendation by the Superintendent for good reason
2. All such requests must be approved in advance by the Superintendent upon
recommendation of the Building Principal
G. Disability Leave
1. Disability leave (including pregnancy) shall be guided by terms and
conditions governing leaves of absence as set forth in N.J.S.A. 18A:30-1 et
seq.
2. An employee who anticipates a disability because of anticipated surgery,
hospitalization or pregnancy shall apply to the Board no later than 90
calendar days, if possible, prior to such disability
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a) At the time of such notice, the employee shall request either a leave
of absence for the period of disability for which accumulated sick
leave may be utilized or an unpaid leave of absence.
b) Any employee granted a disability leave because of pregnancy,
childbirth or related medical conditions may elect sick leave during
this period of disability if certified by the attending physician. Such
time shall not exceed thirty (30) calendar days prior to and thirty (30)
calendar days after childbirth.
c) An employee on a period of disability shall be entitled to sick leave
with the accrual of all insurance benefits and advancement on the
salary guide.
d) To be eligible for a salary increment, credit toward longevity payment
and seniority status, an employee must work at least ninety (90) days in
the school year that the leave commences or terminates. There shall
be no half () step salary adjustments. The use of accrued sick or
personal days will be credited towards the required ninety (90) days.
e) The Board of Education reserves the right to regulate the
commencement and termination dates of anticipated disability
leaves in order to preserve educational continuity, provided that such
date change is not medically contraindicated.
f) Before the return from a disability leave of absence, the employee
shall provide a physician’s certificate stating that the employee is
physically able to resume his/her duties on the date requested by the
employee.
H. Child Rearing Leave
The Board of Education, upon the recommendation of the Superintendent, shall
grant an unpaid child rearing leave of absence of not more than one year to
any employee, upon request, subject to the following conditions:
1. Such request shall be made at the time the employee applies for a
pregnancy disability leave, subject to the ninety (90) day notice requirement.
2. At the time of the application, the employee shall specify, in writing, the date
on which the leave of absence is to commence and the date on which
he/she wishes to return to work. The leave shall commence on the date
requested by the employee, if the request is supported by a written
statement from the employee’s attending physician, to the Superintendent
stating the anticipated date of delivery. The Board may adjust the requested
leave dates upon finding that the dates would substantially interfere with the
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administration of the school. The employee on a voluntary child rearing
leave of absence is not eligible for sick leave pay when disability occurs.
3. Following the grant of such leave to any employee, the commencement and
termination dates thereof may be further extended or reduced for medical
reasons, upon application by the employee to the Board, provided the
application for such extension or reduction is made at least thirty (30) days
prior to the original commencement or termination date, unless a medical
emergency develops to invalidate the 30 day limit, in which case a
physician’s certificate is required in the case of such an emergency. Such
extension or reduction may be granted by the Board for a reasonable period
of time, except that the Board may alter the requested dates upon finding
that such extension or reduction would substantially interfere with the
administration of the school and provided that such change is not medically
contraindicated. The Board may require any employee to produce a
physician’s certificate in support of the requested change and is subject to
agreement by the Board’s physician. If there is a disagreement between
doctors, a third neutral doctor appointed by the County Medical Society or
by the two doctors themselves can issue a final binding opinion.
4. During the unpaid child rearing leave, the employee shall not be eligible to
receive benefits, except at the employee’s expense.
5. Upon return from a child rearing leave of absence, the employee shall be
reinstated in the same position or other position for which he/she is
certified/qualified if said employee returns to work within one year and a day
from the date of the commencement of said leave.
6. Before return from a child rearing leave of absence, the employee shall
provide a written statement to the Superintendent/Designee stating the date
he/she wishes to return to work. Such statements shall be submitted to the
Superintendent/Designee not later than thirty (30) days prior to the date
requested to return to work.
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Article IX
Salaries
A. Payment Plans
All ten (10) month employees may individually select to be paid in accordance
with one of the following plans:
1. Twenty (20) equal paychecks distributed throughout the ten (10) working
months.
2. Twenty (20) equal paychecks distributed throughout the ten (10) working
months with ten percent (10%) of each month’s salary deducted. The
accumulated ten percent (10%) will be divided and paid to the individual
employee in two equal payments – one on the 15th day of July and one on
the 15th day of August.
3. The same plan as Plan 2 above, with this exception – the accumulated ten
percent (10%) will be paid to the employee upon his election on the final pay
in June.
B. Pay Dates
When a pay date falls on or during a school holiday or weekend, employees
shall receive their paychecks on the last previous working day, with the
exception of the final pay in June, which will be issued within three (3) working
days of the last day of school for students.
Every effort will be made to release paychecks to employees before the first
lunch period during the school year.
C. Placement on Salary Guide
1. The Superintendent may give credit for placement on the salary schedule
for past service of an applicant for employment in this district on the basis
of one year credit for each year of experience in the same or a related
area. Teachers experience must be in a public school located in this
State or in any State or territory under USA jurisdiction and for service in the
military of this country, one year of credit on schedule for each year
served, to a maximum of four years.
2. As of 6/30/04 employees on the salary guide will remain permanently on
the guide thereafter. The restructuring of the salary guides for Teacher
Assistants and Cafeteria Assistants may place certain off guide staff
members back on the salary guide.
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D. Deductions from Salary
The Board agrees to deduct from the salaries of these employees dues for the
Burlington County Special Services Education Association, the New Jersey
Education Association, or the National Education Association as said employees,
individually and voluntarily, authorize the Board to deduct. Such deductions
shall be made in compliance with Chapter 233, New Jersey Public Law of 1969
(N.J.S.A. 52:14-15.9e) and under rules established by the State Department of
Education. Such monies, together with current records of any corrections, shall
be transmitted to such persons as may from time to time be designated by the
Burlington County Special Services Education Association by the 15th of each
month following the monthly pay period in which deductions were made. The
person designated shall disburse such monies to the appropriate association or
associations. Each of the associations named above shall certify to the Board, in
writing, the current rate of its membership dues. Any association which shall
change the rate of its membership dues shall give the Board written notice prior
to the effective date of such change.
Any employee may have voluntary deductions, other than association dues,
discontinued at any time upon forty-five (45) days written notice to the Board.
E. Withhold of Increments
The Board of Education reserves the right to withhold increments and
adjustments in any given year with due notice to the employee at least three
months prior to the issuance of contracts.
F. Payment of Salaries/Wages
1. Teachers and Teacher Assistants shall be paid on an annual basis with said
payment being paid in accordance with the pay guide.
2. Cafeteria Assistants shall be paid on an hourly basis for the actual number of
hours worked each week with said payment being paid in accordance with
the pay guide.
3. Head Cooks shall be paid on an annual basis with said payment being paid
in accordance with the pay guide.
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G. Actual Hours Worked
For the full time employees working less than a full workday, the respective per
diem rates for said employees shall be paid on a pro-rata basis based upon the
number of hours actually worked.
H. Overtime
Work in excess of forty (40) hours per week for full-time support staff personnel
shall be paid at the rate of one and one-half (1 ) times the regular salary. It is
agreed between the parties for support staff personnel that any work to be paid
after thirty (30) hours shall be at the regular hourly rate until the forty (40) hours
are reached. All overtime shall be voluntary and mutually agreed to by the
employee and the immediate superior, except in cases of emergency when
overtime may be required by the Superintendent/Designee. Overtime shall not
apply to those situation set forth in Article VI, paragraph C.
The Board of Education shall have the sole and exclusive right to determine the
number of working hours for each support staff member. The Board of Education
shall be under no obligation to employ any “full-time” employees and may
employ all employees on “part-time” basis.
I. Termination of Employment
Either the individual Teacher Assistant, Cafeteria Assistant or Head Cook or the
Board may terminate the individual’s contract by giving fourteen (14) calendar
days notice to the individual or Board respectively. The above fourteen (14)
calendar days notice provision, however, is not applicable where the employee
is discharged or suspended due to misconduct. When support staff are
dismissed, they shall receive written notice of such action. Support staff may
request, within fourteen (14) calendar days of the notice, a statement of reasons
for the dismissal from the Superintendent/Designee within fourteen (14) calendar
days of the request. The notice provisions of this paragraph in no way affects the
ability of the Superintendent/Designee to dismiss support staff even though
he/she has not yet received the statement of reasons for such dismissal.
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J. Extended School Year
The Burlington County Special Services School District may operate an Extended
School Year of thirty (30) days. It will be optional for all employees to choose to
work the Extended School Year. Criteria for staff selection will be:
1. District Seniority
2. Where classification and the needs of the student dictates as
determined by the Superintendent/Designee.
3. Consideration for One-on-One Assistants will be given based on the
student’s IEP to promote continuity of instruction.
In this process, a Teacher/Teacher Assistant may be chosen even though he/she
may have less seniority than those who have applied. Additional consideration
may also be given to the applicant’s past performance in the Extended School
Year.
Compensation – Extended School Year
1. For the 2004 Extended School Year session, all staff members will be paid
an hourly rate based on a per diem of 1/200 of their ten (10) month salary.
This hourly rate multiplied by the number of hours worked will constitute
the daily rate of pay. The minimum daily rate for Teacher Assistants shall
be $69.00.
2. For the Extended School Year sessions 2005-2008, salaries for certificated
staff shall be calculated in accordance with the following schedule of
hourly rates to be posted:
2005-2006 2006-2007 2007 & 2008
Off Guide Off Guide Off Guide
Step 19-22 Step 18-21 Step 17-20
Step 15-18 Step 14-17 Step 13-16
Step 11-14 Step 10-13 Step 9-12
Step 7-10 Step 6-9 Step 5-8
Step 3-6 Step 2-5 Step 1-4
Step 1-2 Step 1
For Extended School Year sessions 2005-2008, certificated staff will continue to
be paid an hourly rate based on a per diem of 1/200 of the average ten
(10) month salary from the schedule above. This hourly rate multiplied by the
number of hours worked will constitute the daily rate of pay.
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3. For Extended School Year sessions 2005-2008, Teacher Assistants will
continue to be paid an hourly rate based on a per diem of 1/200 of their
ten (10) month salary. This hourly rate multiplied by the number of hours
worked will constitute the daily rate of pay. The minimum daily rate for
Teacher Assistants shall be $60.00.
4. There will be no compensation for any day not worked during the
Extended School Year.
5. In order to allow staff to be effectively hired for the 2008 Extended School
Year session, the stipulations in the agreement for Extended School Year in
year 2007 shall apply.
K. Extra-Curricular Activities
Both the employees and the Board of Education recognize the importance of
the involvement of the faculty and support staff in all aspects of the school
program and activities. Extra-curricular appointments will be made by the Board
of Education on the recommendation of the Superintendent/Designee and
compensation will be as follows. Stipends include all activities, practices,
competitions and overnight events.
1. Yearbook Coordinator - District 2004-2005 $1,100 per annum
2005-2006 $1,300 per annum
2006-2007 $1,500 per annum
2007-2008 $1,500 per annum
2. Yearbook Coordinator - Campus 2004-2005 $600 per annum
2005-2006 $800 per annum
2006-2007 $1,000 per annum
2007-2008 $1,000 per annum
3. Campus Yearbook Assistant 2004-2005 $400 per annum
2005-2006 $500 per annum
2006-2007 $600 per annum
2007-2008 $600 per annum
4. Student Field Experience
(After School Hours 3:05 p.m. or
other than a school day)
includes: Parade assistance,
Tournament of Champions,
Special Olympics, Field Trips
2004-2008
$15.00 per hour
5. Student Field Experience (if
overnight) includes: Parade
assistance, Tournament of
Champions, Special Olympics,
Field Trips, After School Hours -
3:05 p.m. Overnight hours are
defined as 3:05 PM to 11:00 AM
2004-2008
$150.00
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6. Respite – Recreation Leader 2004-2005 $20 per hour
2005-2006 $21 per hour
2006-2007 $22 per hour
2007-2008 $22 per hour
Respite Worker 2004-2005 $17 per hour
2005-2006 $18 per hour
2006-2007 $19 per hour
2007-2008 $19 per hour
7. Scorekeeper/Timekeeper 2004-2008 $35 per event
8. Soccer – Head Coach
Soccer – Assistant Coach
2004-2008
$900 per sport
$750 per sport
9. Volleyball – Head Coach
Volleyball – Assistant Coach
2004-2008 $900 per sport
$750 per sport
10. Golf – Head Coach 2004-2008 $400 per sport
11. Floor Hockey – Head Coach
Floor Hockey – Assistant Coach
2004-2008 $900 per sport
$750 per sport
12. Swim Team (Head Coach)
Swim Team (Asst. Coach)
2004-2008 $2,000 per season
$1,500 per season
13. Bowling – Head Coach
Bowling – Assistant Coach
2004-2008 $900 per sport
$750 per sport
14. Track – Head Coach 2004-2008 $400 per sport
15. Softball – Head Coach
Softball – Assistant Coach
2004-2008 $900 per sport
$750 per sport
16. Special Olympics (Coordinator) 2004-2008 $2,500 per annum
17. Health Services Training:
CPR, First Aid, etc.
2004-2005
2005-2006
2006-2007
2007-2008
$21 per hour
$22 per hour
$23 per hour
$23 per hour
18. Workshop Presenter (After school
hours)
Certified Staff
2004-2005
2005-2006
2006-2007
2007-2008
$41 per hour
$43 per hour
$45 per hour
$45 per hour
19. Workshop Presenter (After school
hours)
Non-Certified Staff
2004-2005
2005-2006
2006-2007
2007-2008
$21 per hour
$23 per hour
$25 per hour
$25 per hour
20. Band Director 2004-2008 $2,600 per annum
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21. Assistant Band
Director/Performing Arts
2004-2008 $2,100 per annum
22. Horticulture Coordinator 2004-2008 $3,700 per annum
23. Intramural Sports 2004-2008 $15.00 per hour
24. Night School Instructor 2004-2005 $21 per hour
2005-2006 $22 per hour
2006-2007 $23 per hour
2007-2008 $23 per hour
25. Writing Curriculum 2004-2005 $21 per hour
2005-2006 $23 per hour
2006-2007 $25 per hour
2007-2008 $25 per hour
26. Home Instruction 2004-2005 $27 per hour
2005-2006 $28 per hour
2006-2007 $30 per hour
2007-2008 $30 per hour
27. Night/Saturday Detention 2004-2005 $23 per hour
2005-2006 $24 per hour
2006-2007 $25 per hour
2007-2008 $25 per hour
28. Bus Driving - per day by
approved school calendar
2004-2005 $34 per day
2005-2006 $35 per day
2006-2007 $36 per day
2007-2008 $36 per day
29. Bus Driving – additional other
than approved school calendar
2004-2005 $16 per day
2005-2006 $17 per day
2006-2007 $19 per day
2007-2008 $19 per day
30. Team Leader 2004-2005 $2,900 per annum
2005-2006 $3,000 per annum
2006-2007 $3,000 per annum
2007-2008 $3,000 per annum
31. Latchkey Coordinator 2004-2005
2005-2006
2006-2007
2007-2008
$2,600 per annum
$2,700 per annum
$2,800 per annum
$2,800 per annum
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32. Latchkey Program
2004-2005
2005-2006
2006-2007
2007-2008
$15 per hour
$16 per hour
$17 per hour
$17 per hour
33. IEP Computing Processing
After-School Hours –with prior
approval by the Superintendent
2004-2008 $50
34. Campus Website Coordinators 2004-2005
2005-2006
2006-2007
2007-2008
$500 per annum
$600 per annum
$700 per annum
$700 per annum
35. Substitute Certificates 2004-2008 60 credits - $500
90 credits - $700
Bachelor - $1,000
L. Liability Insurance Coverage
The Board shall maintain liability insurance on a secondary basis to an
employee’s own automobile policy to cover damages incurred for any act or
omission arising out of the authorized use of the employee’s own automobile in
the performance of transporting students. Mileage reimbursement when
transporting students in the employee’s own vehicle (home/SCIP/etc.) shall be
based on IRS reimbursement rates.
M. Longevity
Longevity payments will be made on a pro-rated basis beginning on the first day
of the anniversary date and will be in addition to the employee’s annual salary.
Employees hired after June 30, 2004 shall not be entitled to this longevity.
Longevity
at the
beginning
of the:
Teacher Teacher
Assistant
Cafeteria
Assistant
Head Cook
5th year $550.00 $550.00 $550.00 $550.00
10th year $1,100.00 $1,100.00 $1,100.00 $1,100.00
15th year $1,700.00 $1,700.00 $1,700.00 $1,700.00
20th year $2,350.00 $2,350.00 $2,350.00 $2,350.00
25th year $3,000.00 $3,000.00 $3,000.00 $3,000.00
30th year $3,600.00 $3,600.00 $3,600.00 $3,600.00
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N. Pay Guides
Teacher Salary Guide
2004 - 2005
BA BA 15 BA 30 MA MA 15 MA 30
1 $40,060 $41,060 $42,560 $43,260 $44,560 $46,060
2 $41,163 $42,163 $43,663 $44,363 $45,663 $47,163
3 $42,266 $43,266 $44,766 $45,466 $46,766 $48,266
4 $43,369 $44,369 $45,869 $46,569 $47,869 $49,369
5 $44,471 $45,471 $46,971 $47,671 $48,971 $50,471
6 $45,579 $46,579 $48,079 $48,779 $50,079 $51,579
7 $46,641 $47,641 $49,141 $49,841 $51,141 $52,641
8 $47,703 $48,703 $50,203 $50,903 $52,203 $53,703
9 $48,767 $49,767 $51,267 $51,967 $53,267 $54,767
10 $49,828 $50,828 $52,328 $53,028 $54,328 $55,828
11 $50,892 $51,892 $53,392 $54,092 $55,392 $56,892
12 $51,955 $52,955 $54,455 $55,155 $56,455 $57,955
13 $53,017 $54,017 $55,517 $56,217 $57,517 $59,017
14 $54,083 $55,083 $56,583 $57,283 $58,583 $60,083
15 $55,144 $56,644 $58,144 $58,844 $60,144 $61,644
16 $55,718 $57,218 $58,718 $59,418 $60,718 $62,218
17 $56,277 $57,777 $59,277 $59,977 $61,277 $62,777
18 $56,837 $58,337 $59,837 $60,537 $61,837 $63,337
19 $57,415 $58,915 $60,415 $61,115 $62,415 $63,915
20 $58,080 $60,080 $61,580 $63,180 $64,180 $65,280
21 $59,375 $61,375 $62,875 $64,475 $65,475 $66,575
22 $60,691 $62,691 $64,191 $65,791 $66,791 $67,891
23 $62,006 $64,506 $66,006 $67,606 $68,606 $69,706
24 $63,429 $65,929 $67,429 $69,029 $70,029 $71,129
25 $65,215 $67,715 $69,215 $70,815 $71,815 $72,915
Off - Guide = previous year's salary plus 3.5%
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Teacher Salary Guide
2005 - 2006
BA BA 15 BA 30 MA MA 15 MA 30
1 $41,374 $42,407 $43,956 $44,679 $46,022 $47,571
2 $42,513 $43,546 $45,095 $45,818 $47,161 $48,710
3 $43,653 $44,685 $46,235 $46,958 $48,300 $49,849
4 $44,791 $45,824 $47,373 $48,096 $49,439 $50,988
5 $45,929 $46,962 $48,511 $49,234 $50,577 $52,126
6 $47,074 $48,107 $49,656 $50,379 $51,722 $53,271
7 $48,171 $49,203 $50,753 $51,476 $52,818 $54,367
8 $49,267 $50,300 $51,849 $52,572 $53,915 $55,464
9 $50,366 $51,399 $52,948 $53,671 $55,014 $56,563
10 $51,463 $52,496 $54,045 $54,768 $56,110 $57,660
11 $52,562 $53,594 $55,144 $55,866 $57,209 $58,758
12 $53,659 $54,692 $56,241 $56,964 $58,307 $59,856
13 $54,756 $55,789 $57,338 $58,061 $59,403 $60,953
14 $55,857 $56,890 $58,439 $59,162 $60,504 $62,054
15 $56,952 $58,502 $60,051 $60,774 $62,116 $63,666
16 $58,247 $59,799 $61,352 $62,076 $63,422 $64,974
17 $59,425 $60,977 $62,530 $63,254 $64,600 $66,152
18 $61,453 $62,182 $63,735 $65,391 $66,426 $67,564
19 $62,815 $64,885 $66,437 $68,093 $69,128 $70,267
20 $64,176 $66,764 $68,316 $69,972 $71,007 $72,146
21 $65,649 $68,237 $69,789 $71,445 $72,480 $73,619
22 $67,498 $70,085 $71,638 $73,294 $74,329 $75,467
Off - Guide = previous year's salary plus 3.5%
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Teacher Salary Guide
2006 - 2007
BA BA 15 BA 30 MA MA 15 MA 30
1 $43,912 $44,979 $46,579 $47,326 $48,712 $50,313
2 $45,089 $46,156 $47,756 $48,503 $49,889 $51,490
3 $46,265 $47,331 $48,932 $49,678 $51,065 $52,665
4 $47,440 $48,507 $50,107 $50,854 $52,241 $53,841
5 $48,623 $49,690 $51,290 $52,036 $53,423 $55,023
6 $49,756 $50,822 $52,422 $53,169 $54,556 $56,156
7 $50,888 $51,955 $53,555 $54,302 $55,689 $57,289
8 $52,023 $53,090 $54,690 $55,437 $56,824 $58,424
9 $53,156 $54,223 $55,823 $56,570 $57,956 $59,557
10 $54,291 $55,358 $56,958 $57,704 $59,091 $60,691
11 $55,425 $56,491 $58,092 $58,838 $60,225 $61,825
12 $56,557 $57,624 $59,224 $59,971 $61,358 $62,958
13 $57,694 $58,761 $60,361 $61,108 $62,495 $64,095
14 $58,826 $60,426 $62,026 $62,773 $64,160 $65,760
15 $60,140 $61,742 $63,345 $64,093 $65,483 $67,086
16 $61,356 $62,959 $64,562 $65,310 $66,699 $68,302
17 $63,451 $65,588 $67,191 $68,901 $69,969 $71,145
18 $64,856 $66,994 $68,597 $70,306 $71,375 $72,551
19 $66,262 $68,934 $70,537 $72,246 $73,315 $74,490
20 $67,783 $70,454 $72,057 $73,767 $74,836 $76,011
21 $69,691 $72,363 $73,966 $75,676 $76,744 $77,920
Off - Guide = previous year's salary plus 3.25%
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Teacher Salary Guide
2007 - 2008
BA BA 15 BA 30 MA MA 15 MA 30
1 $46,487 $47,586 $49,236 $50,006 $51,436 $53,086
2 $47,699 $48,799 $50,448 $51,218 $52,648 $54,298
3 $48,911 $50,011 $51,661 $52,431 $53,860 $55,510
4 $50,130 $51,230 $52,880 $53,650 $55,079 $56,729
5 $51,298 $52,398 $54,048 $54,817 $56,247 $57,897
6 $52,466 $53,566 $55,215 $55,985 $57,415 $59,065
7 $53,636 $54,736 $56,385 $57,155 $58,585 $60,235
8 $54,804 $55,904 $57,553 $58,323 $59,753 $61,403
9 $55,974 $57,074 $58,723 $59,493 $60,923 $62,573
10 $57,143 $58,243 $59,892 $60,662 $62,092 $63,742
11 $58,311 $59,410 $61,060 $61,830 $63,260 $64,910
12 $59,483 $60,583 $62,233 $63,002 $64,432 $66,082
13 $60,650 $62,299 $63,949 $64,719 $66,149 $67,799
14 $62,094 $63,749 $65,404 $66,177 $67,611 $69,266
15 $63,350 $65,005 $66,660 $67,433 $68,867 $70,522
16 $65,513 $67,720 $69,375 $71,140 $72,243 $73,457
17 $66,964 $69,171 $70,826 $72,591 $73,695 $74,908
18 $68,415 $71,174 $72,829 $74,594 $75,698 $76,911
19 $69,986 $72,744 $74,399 $76,164 $77,268 $78,482
20 $71,956 $74,715 $76,370 $78,135 $79,239 $80,452
Off - Guide = previous year's salary plus 3.25%
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Teacher Assistant Salary Guide
2004-2005
High School High School +30 High School +60 High School +90 Bachelor
1 $9,822.00 $9,880.00 $14,616.00 $16,184.00 $16,242.00
2 $10,254.00 $10,308.00 $14,986.00 $16,436.00 $16,498.00
3 $10,686.00 $10,736.00 $15,356.00 $16,688.00 $16,754.00
4 $11,118.00 $11,164.00 $15,724.00 $16,942.00 $17,010.00
5 $11,550.00 $11,594.00 $16,094.00 $17,196.00 $17,266.00
6 $11,984.00 $12,086.00 $16,464.00 $17,448.00 $17,524.00
7 $12,418.00 $12,586.00 $16,828.00 $17,706.00 $17,780.00
8 $12,852.00 $13,088.00 $17,178.00 $17,954.00 $18,118.00
9 $13,294.00 $13,582.00 $17,556.00 $18,206.00 $18,454.00
10 $13,730.00 $14,082.00 $17,924.00 $18,454.00 $18,792.00
11 $14,172.00 $14,580.00 $18,292.00 $18,704.00 $19,130.00
12 $14,610.00 $15,066.00 $18,658.00 $18,950.00 $19,732.00
13 $15,066.00 $15,798.00 $19,438.00 $19,688.00 $20,112.00
14 $15,520.00 $16,574.00 $20,112.00 $20,552.00 $20,756.00
15 $16,022.00 $17,312.00 $21,036.00 $21,474.00 $21,754.00
16 $16,574.00 $18,044.00 $21,594.00 $21,962.00 $22,430.00
17 $17,134.00 $18,822.00 $22,462.00 $22,856.00 $23,414.00
18 $17,836.00 $19,524.00 $23,354.00 $23,780.00 $24,394.00
Off Guide = previous year's salary plus 10.50%
Teacher Assistant Salary Guide
2005-2006
High School High School +30 High School +60 High School +90 Bachelor
1 $10,278.00 $10,336.00 $15,072.00 $16,640.00 $16,698.00
2 $10,710.00 $10,764.00 $15,442.00 $16,892.00 $16,954.00
3 $11,142.00 $11,192.00 $15,812.00 $17,144.00 $17,210.00
4 $11,574.00 $11,620.00 $16,180.00 $17,398.00 $17,466.00
5 $12,006.00 $12,050.00 $16,550.00 $17,652.00 $17,722.00
6 $12,440.00 $12,542.00 $16,920.00 $17,904.00 $17,980.00
7 $12,874.00 $13,042.00 $17,284.00 $18,162.00 $18,236.00
8 $13,308.00 $13,544.00 $17,634.00 $18,410.00 $18,574.00
9 $13,750.00 $14,038.00 $18,012.00 $18,662.00 $18,910.00
10 $14,186.00 $14,538.00 $18,380.00 $18,910.00 $19,248.00
11 $14,628.00 $15,036.00 $18,748.00 $19,160.00 $19,586.00
12 $15,066.00 $15,522.00 $19,114.00 $19,406.00 $20,188.00
13 $15,522.00 $16,254.00 $19,894.00 $20,144.00 $20,568.00
14 $15,976.00 $17,030.00 $20,568.00 $21,008.00 $21,212.00
15 $16,478.00 $17,768.00 $21,492.00 $21,930.00 $22,210.00
16 $17,030.00 $18,500.00 $22,050.00 $22,418.00 $22,886.00
17 $17,590.00 $19,278.00 $22,918.00 $23,312.00 $23,870.00
18 $18,292.00 $19,980.00 $23,810.00 $24,236.00 $24,850.00
Off Guide = previous year's salary plus 3.50%
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Teacher Assistant Salary Guide
2006-2007
High School High School +30 High School +60 High School +90 Bachelor
1 $10,807.00 $10,865.00 $15,601.00 $17,169.00 $17,227.00
2 $11,239.00 $11,293.00 $15,971.00 $17,421.00 $17,483.00
3 $11,671.00 $11,721.00 $16,341.00 $17,673.00 $17,739.00
4 $12,103.00 $12,149.00 $16,709.00 $17,927.00 $17,995.00
5 $12,535.00 $12,579.00 $17,079.00 $18,181.00 $18,251.00
6 $12,969.00 $13,071.00 $17,449.00 $18,433.00 $18,509.00
7 $13,403.00 $13,571.00 $17,813.00 $18,691.00 $18,765.00
8 $13,837.00 $14,073.00 $18,163.00 $18,939.00 $19,103.00
9 $14,279.00 $14,567.00 $18,541.00 $19,191.00 $19,439.00
10 $14,715.00 $15,067.00 $18,909.00 $19,439.00 $19,777.00
11 $15,157.00 $15,565.00 $19,277.00 $19,689.00 $20,115.00
12 $15,595.00 $16,051.00 $19,643.00 $19,935.00 $20,717.00
13 $16,051.00 $16,783.00 $20,423.00 $20,673.00 $21,097.00
14 $16,505.00 $17,559.00 $21,097.00 $21,537.00 $21,741.00
15 $17,007.00 $18,297.00 $22,021.00 $22,459.00 $22,739.00
16 $17,559.00 $19,029.00 $22,579.00 $22,947.00 $23,415.00
17 $18,119.00 $19,807.00 $23,447.00 $23,841.00 $24,399.00
18 $18,821.00 $20,509.00 $24,339.00 $24,765.00 $25,379.00
Off Guide = previous year's salary plus 3.25%
Teacher Assistant Salary Guide
2007-2008
High School High School +30 High School +60 High School +90 Bachelor
1 $11,403.00 $11,461.00 $16,197.00 $17,765.00 $17,823.00
2 $11,835.00 $11,889.00 $16,567.00 $18,017.00 $18,079.00
3 $12,267.00 $12,317.00 $16,937.00 $18,269.00 $18,335.00
4 $12,699.00 $12,745.00 $17,305.00 $18,523.00 $18,591.00
5 $13,131.00 $13,175.00 $17,675.00 $18,777.00 $18,847.00
6 $13,565.00 $13,667.00 $18,045.00 $19,029.00 $19,105.00
7 $13,999.00 $14,167.00 $18,409.00 $19,287.00 $19,361.00
8 $14,433.00 $14,669.00 $18,759.00 $19,535.00 $19,699.00
9 $14,875.00 $15,163.00 $19,137.00 $19,787.00 $20,035.00
10 $15,311.00 $15,663.00 $19,505.00 $20,035.00 $20,373.00
11 $15,753.00 $16,161.00 $19,873.00 $20,285.00 $20,711.00
12 $16,191.00 $16,647.00 $20,239.00 $20,531.00 $21,313.00
13 $16,647.00 $17,379.00 $21,019.00 $21,269.00 $21,693.00
14 $17,101.00 $18,155.00 $21,693.00 $22,133.00 $22,337.00
15 $17,603.00 $18,893.00 $22,617.00 $23,055.00 $23,335.00
16 $18,155.00 $19,625.00 $23,175.00 $23,543.00 $24,011.00
17 $18,715.00 $20,403.00 $24,043.00 $24,437.00 $24,995.00
18 $19,417.00 $21,105.00 $24,935.00 $25,361.00 $25,975.00
Off Guide = previous year's salary plus 3.25%
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Head Cook
Step 2004-05 2005-06 2006-07 2007-08
1 $21,950.00 $22,170.00 $22,450.00 $22,789.00
2 $22,881.00 $23,101.00 $23,381.00 $23,720.00
3 $23,812.00 $24,032.00 $24,312.00 $24,651.00
4 $24,743.00 $24,963.00 $25,243.00 $25,582.00
5 $25,674.00 $25,894.00 $26,174.00 $26,513.00
6 $26,605.00 $26,825.00 $27,105.00 $27,444.00
7 $27,536.00 $27,756.00 $28,036.00 $28,375.00
8 $28,467.00 $28,687.00 $28,967.00 $29,306.00
9 $29,398.00 $29,618.00 $29,898.00 $30,237.00
10 $30,329.00 $30,549.00 $30,829.00 $31,168.00
11 $31,260.00 $31,480.00 $31,760.00 $32,099.00
12 $32,191.00 $32,411.00 $32,691.00 $33,030.00
13 $33,122.00 $33,342.00 $33,622.00 $33,961.00
14 $34,053.00 $34,273.00 $34,553.00 $34,892.00
15 $34,984.00 $35,204.00 $35,484.00 $35,823.00
Cafeteria Assistants
Step 2004-05 2005-06 2006-07 2007-08
1 $10.68 $10.69 $10.74 $10.88
2 $11.43 $11.44 $11.49 $11.63
3 $12.18 $12.19 $12.24 $12.38
4 $12.93 $12.94 $12.99 $13.13
5 $13.68 $13.69 $13.74 $13.88
6 $14.43 $14.44 $14.49 $14.63
7 $15.18 $15.19 $15.24 $15.38
8 $15.93 $15.94 $15.99 $16.13
9 $16.68 $16.69 $16.74 $16.88
10 $17.43 $17.44 $17.49 $17.63
11 $18.18 $18.20 $18.25 $18.39
12 $18.93 $18.95 $19.00 $19.14
13 $19.68 $19.70 $19.75 $19.89
14 $20.43 $20.48 $20.53 $20.67
15 $21.31 $21.42 $21.53 $21.64
Article X
Employee’s Work Station
A. Whenever a vacancy occurs in the school district, notice shall be posted for at
least two weeks on the official bulletin board for the district schools and in all
employee lounges. Such notice shall state the date by which applications are to
be made.
B. 1. An employee who would like to be reassigned to said vacancy should
discuss the matter with his or her Principal/Supervisor and formally request
such reassignment in writing to the Superintendent/Designee within the
designated cut-off date.
2. An employee who would like to be reassigned to another campus shall
discuss the matter with his or her Principal/Supervisor and formally request
such reassignment to the Superintendent.
3. When reassigning an employee, the seniority of each staff member shall
be considered as well as the recommendation of the employee’s
Principal/Supervisor.
C. Notice of a reassignment shall be made to the individual employee and notice
will be given to all applicants.
D. When an employee is involuntarily reassigned, he/she shall receive notice as
soon as the Superintendent has taken formal action. If the employee requests,
within seven (7) days of the notice, he/she shall receive a statement of reasons
for the transfer from the Superintendent/Designee within ten (10) days of the
request.
E. An employee who is requesting a transfer/work assignment for the next school
year must submit this request, in writing, to the Superintendent/Designee and
his/her immediate Supervisor by February 1st. The seniority of the staff member
making the request shall be considered as well as the recommendation of the
employee’s Principal/Supervisor.
F. Every effort will be made by administration to provide teachers with written
notice of their schedules, work and/or subject assignments, building and room
assignments for the forthcoming year by August 15th of that school year. It is
understood by all concerned that changing enrollment patterns may require
changes to schedules and assignments after that date.
G. Support staff will be notified as to whether they will be reappointed on or before
June 30th of each school year. At that time, the employees will be notified as to
his/her rate of pay for the next school year.
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- 39 -
Article XI
Employee Evaluation
The Burlington County Special Services School District employee evaluation procedures
shall be included in the Staff Manual will be distributed annually.
A. Procedure – Certificated Staf
A Professional Improvement Plan (PIP) shall be jointly composed by the
Principal/Supervisor and certificated staff member no later than November 1 for
the current school year.
1. The PIP is a written statement of actions developed by the
Principal/Supervisor and the certificated staff member to continue
professional growth and correct deficiencies. The activities outlined in the PIP
must conform to the mandates of the New Jersey Department of Education
with regard to the published Standards of Professional Development.
2. A pre-evaluation conference may be held at least five (5) days prior to the
formal observation.
The objective of this conference will be to determine the time and date of
the observation and criteria by which the certificated staff member will be
evaluated. The criteria for teacher evaluation shall be included in the Staff
Manual. (Tenured certificated staff members shall be evaluated at least
once (1) per year no later than March 1. Non-tenured certificated staff
members shall be evaluated at least three (3) times per year with the
evaluations taking place by October 31, January 31 and April 15.)
3. An observation is a visitation to an assigned workstation by the
Principal/Supervisor for the purpose of formally collecting data on the
performance of the certificated staff member’s academic/vocational
assigned duties and responsibilities. A minimum of one full academic class
period shall be observed.
4. The post-observation conference shall take place between the
Principal/Supervisor and certificated staff member within ten (10) regular
workdays of the observation. A written evaluation shall be provided on the
approved form. The original document is to be signed and retained for the
certificated staff member’s personnel file. A copy shall be given to the
certificated staff member.
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5. An Annual Performance Report (APR) conference shall take place between
the Principal/Supervisor and the certificated staff member prior to the last
scheduled day of the school year.
The certificated staff member will receive this written report of his or her
performance annually. It is understood that the major portions of this report
will be based upon the formal evaluations made by the Principal/Supervisor.
The original document must be signed, and retained for the certificated staff
member’s personnel file. A copy shall be given to the certificated staff
member.
6. Concurrent with the APR conference, the Principal/Supervisor shall review the
certificated staff member’s written record of professional development
activities for the period July 1 – June 30. At that time, the supervisor, adhering
to the New Jersey Department of Education’s published Professional
Development Framework, will certify the hours of certificated staff member’s
professional development activity to be credited for that academic year and
indicate approval by affixing signature on the form provided. It is the
individual certificated staff member’s responsibility to retain all relevant
documentation of professional development.
7. Although the certificated staff member shall sign the evaluation and APR, his
or her signature in no way implies agreement with said report. The
certificated staff member retains the right to attach a written response within
ten (10) regular working days. This response will be appended to the original
document and placed with it in the certificated staff member’s personnel file.
B. Procedure – Support Staff
1. All support staff members shall be formally observed, for purposes of
evaluating job performance, at least one (1) time in each school year.
This observation and evaluation shall occur prior to March 1. This article in
no way precludes conducting more than one formal observation per year
for purposes of evaluating support staff.
2. A post-observation conference shall take place between the evaluator
and support staff member within ten (10) regular workdays of the
observation. A written evaluation shall be provided on the approved
form. The original document shall be signed and retained for the support
staff member’s personnel file. A copy shall be given to the support staff
member.
3. All evaluations shall be conducted openly and with full knowledge of the
support staff member.
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4. Although the support staff member shall sign the evaluation, his or her
signature in no way implies agreement with said evaluation. The support
staff member retains the right to attach a written response within ten (10)
regular working days. This response will be appended to the original
document and placed with it in the support staff member’s personnel file.
- 42 -
Article XII
Health Benefits
A. Medical Benefits
The Board of Education shall pay the cost of full coverage of medical
benefits for full-time employees and their dependents.
B. Employee Eligibility
Effective 7/1/04, all new full-time employees, for the first three (3) years, will
be offered the District’s most economically beneficial health plan.
C. Prescription Drug Plan
The Board of Education will also assume the cost of the prescription drug
plan for full-time employees and their dependents according to the
following co-pay schedule of deductibles:
2004-2005 $25 (not included in the formulary list)
$0 mail
$10 Brand name
$5 generic
2005-2006 $25 (not included in the formulary list)
$0 mail
$12 Brand Name
$6 generic
2006-2008 $25 (not included in the formulary list)
$0 mail
$12 Brand Name
$8 generic
Effective 7/1/04, the District will offer a PPO and HMO to new full-time
employees. The PPO is the district’s primary health plan. Only those
employees currently enrolled in the traditional plan prior to 7/1/04 will be
offered that health benefits coverage with no additional cost to the
employee until such time that they voluntarily select a different plan.
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D. Dental Plan
1. The Board of Education will provide a dental insurance plan for all full-time
employees and their dependents. The type of plan consists of the
following:
a) Preventive and diagnostic 100%
b) Remaining basic services 100%
c) Prosthodontic benefits 80%
The maximum payable for the above dental services provided an eligible
patient in any calendar year is:
2004-2005 $1,650
2005-2006 $1,800
2006-2007 $2,000
2007-2008 $2,000
2. The Board of Education will provide orthodontic benefits for dependent
children to age 19 – 50%, subject to the following maximum lifetime
allowances per case with no deductible.
2004-2005 $1,650
2005-2006 $1,800
2006-2007 $2,000
2007-2008 $2,000
E. Optical Plan
The Board of Education will provide for Optical Insurance for all full-time
employees and their dependents which consists of the following:
Option II
For Beneficiaries Over 19 Years of Age
Employee, Spouse and Dependents over 19 years of age are entitled to an eye
examination and one pair of spectacle lenses or contact lenses twice within a 24
month period, and one frame once every 24 months, from date of service.
For Beneficiaries Under 19 Years of Age
Dependents under the age of 19 are entitled to an eye examination and one
pair of spectacle lenses or contact lenses twice within a 12 month period and
one frame once every 24 months from date of service.
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Frame $100.00
Single vision lenses $100.00
Bifocal lenses $200.00
Trifocal lenses $200.00
Aphakic lenses $300.00
Hard/soft contact lenses $200.00
F. Disability Insurance
All contracted employees will have the opportunity to enroll in a disability
insurance coverage program selected by the Association and the Board.
Premiums are to be paid for by the employee through payroll deductions.
G. Reimbursement on Insurance Coverage
If an employee decides not to participate in the medical insurance coverage
program offered by the district, the employee must make their intentions known
to the Business Office by September 1st of each school year. The employee will
receive 25% of the cost of the premium coverage paid by the Board for the
insurance. Payment will be pro-rated over the regular payment schedule. The
employee may opt to take back coverage at the beginning of the next school
year.
H. The Board will provide the following alternate health care options:
HMO Plan only
However, the Board of Education shall pay only up to the premium of its most
economical plan. Should the premium exceed that of the Board’s most
economical plan, the difference will be borne by the employee through payroll
deductions.
The Board of Education reserves the right to change to a different insurance plan
provided that it will give comparable or better benefits to our school employees.
At the beginning of the school year, material will be available to the employees
containing all the necessary information regarding the health, prescription,
optical and dental plans and their benefits.
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Article XIII
Tuition Reimbursement
The Board of Education shall provide for a course reimbursement program for
employees who attend an approved college or university to the maximum amount of
$50,000 (2004-05), $55,000 (2005-06), $58,000 (2006-07), $58,000 (2007-2008) per fiscal
year. In order to qualify for reimbursement, the following requirements shall be met:
1. Course will be directly related to the employee’s area of instruction,
responsibility, or related field, and pre-approved by the Superintendent or
Designee.
2. Employees must apply in writing, with a copy of the course syllabus. All requests
for participation in this plan must be submitted to the Superintendent or
Designee at least one (1) month prior to the first meeting of the course.
3. Eligible certificated staff members shall be reimbursed a maximum of $875.00 per
course for a yearly maximum of $1,750.00 per employee. Eligible support staff
members shall be reimbursed a maximum of $500.00 per course for a yearly
maximum of $1,000.00 per employee.
4. The Board of Education will make every effort to reimburse for courses taken
when the employee submits official transcripts and proof of payment. All paper
work must be submitted by the employee by the 10th of the month. All
reimbursements may be paid at the next regularly scheduled Board meeting. To
obtain reimbursement, it is the employee’s responsibility to submit an official
transcript which contains a passing grade of B or better from the institution
through which the course was taken. Where the number of participants is such
that the total of the reimbursements exceeds the maximum funded,
reimbursement shall be on a first come, first serve basis as of July 1 of the
following fiscal year.
5. Employees who submit verification of attainment of a degree status change shall
be placed on the appropriate column of the salary guide following receipt of
official transcript submitted by the 10th of the month for adjustment at the next
regularly scheduled Board of Education meeting.
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Article XIV
Reduction in Force
Should it become necessary to reduce the number of employees in the district, the laws
and regulations of the State shall be the controlling guides. If, in the case of such
reduction, candidates for termination are non-tenured personnel only, selection shall
be based on effectiveness of the employees in their position, length of service in the
district, range of certificates held, if any, and educational accomplishments.
It is the responsibility of the Board of Education to provide the necessary staff for the
furtherance of the educational program and the operation of the schools of the district,
but to do so in an efficient manner consistent with the responsibility of the Board to its
constituency for the judicious allocations of its resources.
The Board reserves the right, in accordance with statute, to reduce the number of
teaching staff members employed in the district whenever, in the judgment of the
Board, it is advisable to abolish any such positions for reasons of economy, or because
of reduction in the number of pupils, or of change in the administrative or supervisory
organization of the district, or for good cause.
The Superintendent shall recommend to the Board, for its deliberation, the abolishment
of existing positions. In the exercise of its authority to abolish a position, the Board shall
give primary consideration to the balance between effective education and efficient
operation.
Should it become necessary to abolish a position to which two or more teaching staff
members have the same entitlement, the selection of the staff member for that job shall
be made by reference to past evaluations, training and experience.
When, as a result of the abolishment of a position, it is necessary to reduce employee’s
grade, said employee shall be entitled only to the salary of the new position.
When staff reduction is contemplated after the award of contracts, but before the
beginning of the school year, the date on which notice shall take effect shall be the first
day of the contract. Notice of the abolishment of a tenured employee’s position may
include a sum of money in the amount which he or she would have earned during the
period of notice called for in the contract.
The Superintendent shall prepare guidelines for restructuring positions and for
determining objectively which employees are to be dismissed as a result. In no event
shall any choice be based upon arbitrary, capricious or discriminatory reasons.
Should the Board of Education deem it necessary to reduce the number of employees
in the district, at that time and before finalization of such plans are acted upon, the
Superintendent will seek input from the Association.
- 47 -
In accordance with the Board’s policy for abolishing a position, the following guidelines
are specified to assist in restructuring staff patterns and in determining those who would
be affected by a reduction in staff:
A. Procedures for Eliminating a Position
1. Reducing the number of employees in a particular category.
2. Combining two or more jobs into a single position or dividing the duties of an
existing position among two or more persons.
3. Eliminating a portion of a job and combining the remainder in one or more
existing positions.
4. Should it be necessary to eliminate a portion of a job, care must be taken to
ensure that if at least half of the job is preserved, based upon the time spent
at each task, the original job holder, if tenured, be entitled to perform said
newly structured job.
5. Any change in number of positions or duties assigned to a position, shall be
presented to the Superintendent in writing for consideration by the Board.
B. Procedures for Reducing Staff
When the Board of Education has approved the elimination of a position, it shall
be the responsibility of the Board Secretary to:
1. Publish the seniority list of all employees in the affected category in
accordance with the procedures specified in the New Jersey Administrative
Code for Education (N.J.A.C. 6:3-1.10).
2. Indicate on the seniority list the employee’s name, years of seniority in the
district, whether or not she or he is a tenured staff member, and the
certificate(s) he or she holds.
3. In the event that two or more non-tenured employees are immediately liable
for dismissal or reduction in grade, request from the cognizant principal(s) all
material relevant to their performance on the job and forward same to the
Superintendent for review.
4. In the event that two or more tenured employees having the identical
seniority entitlement are immediately liable for dismissal or reduction in grade,
request from the cognizant principal(s) all material relevant to their
performance on the job and forward same to the Superintendent for review.
- 48 -
5. Maintain an eligibility list of those tenured employees dismissed due to
reduction in staff as a guide for re-employment whenever a vacancy occurs
for a position in which the former employee is qualified.
6. Provide written notice to each affected staff member including the reason
for reduction in staff.
- 49 -
Article XV
Miscellaneous Provision
A. Separability
If any provision of this Agreement or any application of this Agreement to
any employee or group of employees is held to be contrary to law, then
such provision or application shall not be deemed valid except to the
extent permitted by law, but all other provisions or applications shall
continue in full force and effect.
B. Representation Fee
1. Purpose of Fee
If an employee does not become a member of the Association
during any membership year (i.e., from September 1st to the
following August 31st) which is covered in whole or in part by this
Agreement, said employee will be required to pay a representation
fee to the Association for that membership year. The purpose of
this fee will be to offset the employee’s per capita cost of services
rendered by the Association as majority representative.
C. Amount of Fee
1. Notification – Prior to the beginning of each membership year, from
September 1st to the following August 31st, the Association will notify
the Board of Education, in writing, of the amount of the regular
membership dues, initiation fees and assessments charged by the
Association to its own members for that membership year. The
representation fee to be paid by non-members will be determined by
the Association in accordance with the law.
2. Legal Maximum – In order to adequately offset the per capita cost of
services rendered by the Association as majority representative, the
representation fee should be equal in amount to the regular
membership dues, initiation fees – an assessment charged by the
Association to its own members, and the representation will be 75% of
that amount as the maximum presently allowed by law. If the law is
changed in this regard, the amount of the representation fee
automatically will be increased to the maximum allowed. Said
increase to become effective as of the beginning of the Association
- 50 -
membership year immediately following the effective date of the
change.
D. Deduction and Transmission of Fee
1. Notification – Once during each membership year, covered in whole
or in part by this agreement, the Association will submit to the Board of
Education a list of those employees who have not become members
of the Association for the then current membership year. The Board of
Education will deduct from the salaries of such employees, in
accordance with paragraph D2 below, the full amount of the
representation fee and promptly will transmit the amount so deducted
to the Association.
2. Payroll Deduction Schedule
The Board of Education will deduct the representation fee in equal
installments, as nearly as possible, from the paychecks paid to each
employee on the aforesaid list during the remainder of the
membership year in question. The deductions will begin with the first
paycheck paid:
Ten (10) days after receipt of the aforesaid list by the Board of
Education;
or
Thirty (30) days after the employee begins his or her
employment in a bargaining unit position, unless the employee
previously served in a bargaining unit position and continued in
the employ of the Board of Education in a non-bargaining unit
position or was on layoff, in which event the deductions will
begin with the first paycheck paid ten (10) days after the
resumption of the employee’s employment in a bargaining unit
position, whichever is later.
E. Mechanics
Except as otherwise provided in this Article, the mechanics for the
deduction of representation fees and the transmission of such fees to the
Association will, as nearly as possible, be the same as those used for the
deduction and transmission of regular membership dues to the
Association.
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F. Indemnification and Save Harmless Provision
1. Liability
The Association agrees to indemnify and hold the Board of Education
harmless against any liability which may arise by reason of any action
taken by the Board of Education in complying with the provisions of
this Article, provided that;
2. The Board gives the Association timely notice, in writing, of any claim,
demand, suit or other form of liability in regard to which it will seek to
implement this paragraph, and;
3. If the Association so requests, in writing, the Board of Education will
surrender to its full responsibility for the defense of such claim, demand,
suit or other form of liability and will cooperate fully with the
Association in gathering evidence, securing witnesses, and in all other
aspects of said defense.
4. Exception
It is expressly understood that paragraph F1 will not apply to any claim,
demand, suit or other form of liability which may arise as a result of any
type of willful misconduct by the Board of Education or the Board’s
imperfect execution of the obligations imposed upon it by this Article.
G. Notice
Whenever any notice is required to be given by either of the parties to this
agreement to the other, pursuant to the provisions of the agreement,
either party shall do so by telegram or registered letter at the following
addresses:
If by Association to Board: President
Board of Education
Burlington County Special Services
School District
PO Box 775, Woodlane Road
Mount Holly, NJ 08060
If by Board to Association: President
Special Services Education Association
Burlington County Special Services
School District
PO Box 775, Woodlane Road
Mount Holly, NJ 08060
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Article XVI
Duration of Agreement
The parties recognize and agree that the negotiations process has in an agreement covering
four school years but that in order to comply with law, the duration shall be for two terms:
July 1, 2004 to June 30, 2005 and July 1, 2005 to June 30, 2008. Therefore, two separate
Duration of Agreement pages shall be executed.
A. Agreement shall be effective as of July 1, 2004 and shall continue in effect until
June 30, 2005. This Agreement shall expire on the date indicated unless an extension
is agreed to, in writing, by both parties.
WITNESS:
_________________________________ Dated: ______________________________
Burlington County Special Services Burlington County Special Services
Education Association Board of Education
_________________________________ _______________________________________
President President
_________________________________ _______________________________________
Secretary Secretary
_________________________________ _______________________________________
Negotiator Negotiator
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B. Agreement shall be effective as of July 1, 2005 and shall continue in effect until
June 30, 2008. This Agreement shall expire on the date indicated unless an extension is
agreed to, in writing, by both parties.
WITNESS:
_________________________________ Dated: ______________________________
Burlington County Special Services Burlington County Special Services
Education Association Board of Education
_________________________________ _______________________________________
President President
_________________________________ _______________________________________
Secretary Secretary
_________________________________ _______________________________________
Negotiator Negotiator

Burlington Cty Spec Serv BE and Burlington Cty Spec Serv EA 2004.pdf