Contract Between
Hudson Cty V/T B/E-Hudson
- and -
Hudson Cty V/T EA
* * *
07/01/2007 thru 06/30/2011


CategorySchool District
UnitBus Drivers, Cafeteria Workers, Clerical, Custodians, Other

Contract Text Below
NON-INSTRUCTIONAL CONTRACT:
July 1, 2007 – June 30, 2008
43
July 1, 2008 – June 30, 2011
NON-INSTRUCTIONAL CONTRACT:
July 1, 2007 – June 30, 2008
July 1, 2008 – June 30, 2011






Agreement between the

Hudson County Area
Vocational-Technical Education Association


NON-INSTRUCTIONAL MEMBERS


and



the Board of Education of the

Hudson County Schools of Technology


























TABLE OF CONTENTS


PREAMBLE…………………………………………………………………………… 3

Article 1 PRINCIPLES………………………………………………………….. 4-5

Article 2 MODIFICATION of AGREEMENT & NEGOTIATION
of SUCCESSOR AGREEMNT…………………………………….... 6-7

Article 3 GRIEVANCE PROCEDURE………………………………………… 8-12

Article 4 EMPLOYEE RIGHTS………………………………………………… 13-14

Article 5 ASSOCIATION RIGHTS & PRIVILEGES…………………………. 15-16

Article 6 SALARY & HOURS of WORK……………………………………….. 17

Article 7 TRANSFER & REASSIGNMENT……………………………………. 18

Article 8 VACANCIES & NEW POSITIONS…………………………………… 19

Article 9 SICK LEAVE…………………………………………………………….. 20-22

Article 10 OTHER LEAVE………………………………………………………… 23-25

Article 11 EMPLOYEE IMPROVEMENT………………………………………... 25

Article 12 INSURANCE PROTECTION…………………………………………... 26

Article 13 VACATIONS…………………………………………………………….. 27

Article 14 HOLIDAYS………………………………………………………………. 28

Article 15 SENIORITY & JOB SECURITY………………………………………. 29-32

Article 16 DEDUCTIONS from SALARY…………………………………………. 33

Article 17 EMERGENCY SITUATIONS………………………………………….. 34

Article 18 MISCELLANEOUS…………………………………………………….. 35-36

Article 19 DURATION of AGREEMENT………………………………………… 37-38

Schedule A UNIT DEFINITION……………………………………………………… 39

Schedule B LONGEVITY………………………………………………………………42




PREAMBLE


This agreement is made and entered into on July 1, 2007 by and between

the Board of Education (hereinafter referred to as the “Board”) and the

Hudson County Area Vocational-Technical Educational Association,

(hereinafter referred to as the “Association”).








































ARTICLE 1


PRINCIPLES

      Section 1. Attainment of the objectives of the educational programs conducted in
the schools of the district requires mutual understanding and cooperation
      among the Board, the Superintendent, the professional personnel and non-instructional personnel.

Section 2. This agreement is negotiated in order to establish for its duration the terms
      and conditions of employment of all members of the staff employed in the classifications set
forth in Schedule A Attached hereto and made a part hereof.
      Section 3. The Board and the Association recognize the importance of orderly, just and
Expeditious resolution of disputes which may arise as to proper interpretation or
implementation of this agreement or of policies or regulations of the Board and
accordingly herein agree upon a grievance procedure for the effective processing
of such disputes.
      Section 4. The Board and the Association, the parties to the agreement, accept the
provisions of this agreement as commitments which they will cooperatively and in
good faith honor, support and seek to fulfill.
      Section 5. Despite reference herein to the Board or Association as such, each reserves the
right to act hereunder by committee, individual member, or designated
representative, professional or lay, whether or not a member. Each party will provide
to the other within reasonable time, upon request, satisfactory evidence (such as official
minutes or certificate of resolutions) of authority to act.







Section 6. The provisions of the agreement will constitute a binding obligation
of the parties for the duration hereof or until changed by mutual consent in
writing. Any previously adopted policy, rule or regulation of the parties which is in
conflict with a provision of this Agreement shall be superceded and replaced by
this Agreement. Nothing in this Agreement which changes pre-existing policy,
rules or regulations of the parties will operate retroactively unless expressly
stated.

Section 7. It is understood that any negotiated language changes for each
article in the collective bargaining agreement will be made a part of the collective
bargaining agreement upon ratification of both parties. All terms and conditions
not specifically modified herein will continue as part of the newly drafted
collective bargaining agreement. Salary guides will be mutually developed by the
Board of Education and the Association.

Section 8. The Board agrees to and hereby does recognize the Association as
the whole and exclusive negotiating agent for the purpose of collective negotiations
in any and all matters relating to terms and conditions of employment on behalf
of employees in the classification set forth in Schedule A attached hereto and made
      part of for the duration of this agreement.












ARTICLE 2

MODIFICATION of AGREEMENT and NEGOTIATION
Of SUCCESSOR AGREEMENT



Section 1. The Board agrees to enter into negotiations with the legally
designated bargaining agent of the non-instructional members over a successor
agreement in accordance with Chapter 123, Public Laws of 1974, in a good-faith
effort to reach agreement on all matters concerning the terms and conditions of
said members. Such negotiations shall begin not later than October 1st of the calendar
year preceding the calendar year in which this agreement expires. Any agreement
so negotiated shall apply to all non-instructional members, be reduced to writing,
be signed by the Board and the Association, and be adopted by the Board.

Section 2. Unless otherwise indicated, the term “employee” when used hereafter
in this agreement, shall refer specifically to those employees identified in the negotiating
unit defined above.

Section 3. During negotiations, the part making the proposals shall submit
such proposals in writing to the other party. Receipt of a proposal shall be
acknowledged in writing within five (5) days. Negotiating shall commence with a
meeting of a mutually satisfactory place with fifteen (15) days after receipt of a
proposal, unless the Board and the Association agree mutually to an extension of
time. During negotiations the Board and The Association shall present relevant
data, exchange points of view and make proposals and counterproposals. Each
party shall promptly make available to the other upon request, information within
its possession which is not privileged under law and which is relevant to the
subject under discussion. Either part may, if it so desires utilize the services of
outside consultants and may call upon professional and lay representatives to
assist in negotiations.





Section 4. Whenever members of the bargaining unit are mutually scheduled by
the parties hereto, to participate during working hours in conferences, meetings or
negotiations respecting the collective bargaining agreement, they will suffer no loss
of pay.











































ARTICLE 3

GRIEVANCE PROCEDURE

      Definitions
          A “grievance” is a dispute by an employee or the Association based upon
          Interpretation, application or violation of this Agreement, policies or Administrative
          decisions affect an employee or a group of employees.
          An “aggrieved person” is an employee, employees, or the Association,
          Directly affected by a grievance.
          The “parties of the grievance” are:
                  the person or persons making the grievance
                  the person or persons representing the aggrieved individual
                    or individuals.
                  the person or persons to whom the grievance applies
                  the person or persons who are representing the individual or
                    individuals against whom the grievance is presented
      Purpose
          The purpose of this procedure is to secure, at the lowest possible level, equitable
          solutions to the problems which may from time to time arise affecting employees.
          Both parties agree that these proceedings will be kept as confidential as may be
          appropriate at any level of the procedure.
      Procedure
          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 specified may, however, be extended by mutual consent.




          Grievances which have not been resolved before the end of the
          school year should be resolved as quickly as possible, and time
          limits may therefore be reduced or waived by mutual consent.

Level One
An employee submitting a grievance shall first discuss it with his principal or
subordinate administrator, either directly or through the Association’s
      designated representative, with the objective of resolving the matter informally.
      If, the person or persons to whom the grievance applies is an administrator
      above the principal level, the employee informally should discuss the grievance
      with such administrator.

Level Two
If the aggrieved person is not satisfied with the disposition of his grievance at
Level One, or if no decision has been rendered within ten (10) school days after
written presentation of the grievance, he may file the grievance in writing with
the Chairman of the Association’s Committee on Professional Rights and
Responsibilities (hereinafter referred to as the “P R & R Committee) within
      five (5) school days after the decision at Level One or Twenty (20) school days
      after the grievance was presented, whichever is sooner. Within five (5) school
      days after receiving the written grievance the Chairman of the P R & R Committee
      shall refer to the proper administrator.

Level Three
If the grievance has not been resolved at Level Two or within ten (10) school
      days after such grievance was delivered to the proper administrator, the
      aggrieved person or persons may within five (5) school days thereafter, request
      in writing that the Chairman of the P R & R Committee submit his grievance to
      the Board of Education. Within fifteen (15) days after receiving the request,
      the Board shall review the request, hold a hearing with the person, and render its



      decision in writing ten (10) days of the hearing to the employee
      and a copy placed in the permanent file kept by the Board Secretary.

Level Four – Arbitration
          If the aggrieved person is not satisfied with the disposition of his
            grievance at Level Three, or if no decision has been rendered within
            fifteen (15) school days, after the grievance was delivered to the
            Board, he may, within five (5) school days, after a decision to the
            Board or twenty (2) school days after the grievance was delivered
            to the Board whichever is sooner, request in writing that the
            Association submit its grievance to arbitration. If the Association
            determines that the grievance is meritorious, it may submit the
            grievance within fifteen (15) school days after receipt of a request
            by the aggrieved person. If the Association determines that the
            grievance is not meritorious and should not be submitted to
            arbitration by the Association, the aggrieved person, individually,
            shall have the right to submit his grievance to arbitration within
            fifteen (15) days after receipt of notice from the Association that it
            will not pursue his grievance to arbitration. A copy of the
            Association’s notice to the aggrieved person shall be served upon
            the Board. In the event the aggrieved person request arbitration
            without the Association’s approval, the Association shall not be
            responsible for any costs incurred in pursuing the grievance.
          Within ten (10) school days after such written notice of submission to
            arbitration, the Association or the aggrieved person pursuing his
            grievance without Association approval shall request the American
            Arbitration Association/PERC for a list of arbitrators. The parties
            shall then be bound by the rules and procedures of the American
            Arbitration Association/PERC in the selection of an arbitrator.


          The arbitrator so selected shall confer with the representatives of the
            Board and the Association and shall hold hearings promptly and
            shall issue a decision. The arbitrator shall have the right to frame
            issues when either party cannot agree on the issues, and shall not
            issue awards which are in violation of law or public policy, or shall he
            issue awards which are outside the scope of the grievance definition
            substained herein, or which may violate the terms of this agreement.
            The determination of the arbitrator shall be binding upon 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 a hearing room, if any shall be borne
            equally by the Board and the Association. Other expenses incurred
            shall be paid by the party incurring same.
          Time limits at any level of the procedure may be waived by mutual
            consent.
          Rights of Employees Representation
              Any aggrieved person may be represented at all stages of
                  the Grievance procedure by himself/herself, or at his/her
                  option, by a representative selected or approved by the
                  Association. When not represented by the Association the
                  Association shall have the right to be present.
              The parties in interest may call upon competent professional
                  lay representatives and consultants, including members of
                  the administrative and supervisory staffs, to attend meetings
                  for which provision is made and to participate in the
                  discussions thereof.
g. Miscellaneous
All meetings and hearings under this grievance procedure
shall not be conducted in public and shall include on such

parties in interest, including witnesses, if any, and the
designated or selected representatives, as herein above
referred to. All parties in this agreement do hereby solemnly
covenant and agree to observe any grievance procedure
confidentially.



































ARTICLE 4

EMPLOYEE RIGHTS


Section 1. Pursuant to Chapter 123, Public Laws of 1974, the Board hereby
agrees that every employee of the Board shall have the right to freely organize,
join and support the Association and its affiliates for the purpose of engaging in
collective negotiations. As the duly selected Board exercising governmental
power under that laws of the State of New Jersey , the Board undertakes and
agrees that it shall not directly or indirectly discourage, deprive, or coerce any
employee in the enjoyment of any rights conferred by Chapter 123, Public Laws
of 1974, or other laws of New Jersey or the Constitutions of New Jersey and the
United States; that it shall not discriminate against any employee with respect to
hours, wages or any terms or conditions of employment by reason of his
membership in the Association and its affiliates, his participation in any activities
of the Association and it’s affiliates, collective negotiations with the Board, or his
institution of any grievance, compliant proceeding under this agreement or
otherwise with respect to any items or conditions of employment.

Section 2. Nothing contained herein shall be construed to deny or restrict any
employee or the Board such rights as he may have under New Jersey School
Laws or other applicable laws and regulations. The rights granted to employees
hereunder shall be deemed to be in addition to those provided elsewhere.

Section 3. No employee shall be disciplined, reprimanded, or reduced in rank, or
compensation or deprived of any advantage with out just cause. Any such action
asserted by the Board, or any agent or representative thereof, shall be subject to
the grievance procedure herein set forth.







Section 4. Whenever any employee is required to appear before the Board, any
committee, member, representative or agent thereof, concerning any matter
which could adversely affect the continuation of employment or the salary or any
increments pertaining hereto, then he shall be given prior written notice of the
reason for such meeting or interview. Any suspension of an employee pending
charge shall be with pay, except in the case of a serious infraction.

Section 5. No employee shall be prevented from wearing pins or other
identification of membership in the Association or its affiliates.
























ARTICLE 5
ASSOCIATION RIGHTS AND PRIVILEGES

Section 1. The Board agrees to make available to the Association in response
to reasonable requests from time to time all available information concerning the
financial resources of the district, including but not limited to: annual financial
reports and audits, tentative budgetary requirements and allocations, agendas
and minutes of all Board meetings, census date, individual and group health
insurance premiums and experience resources, names and work stations of all
non-certified personnel, and such other information that shall assist the
Association in developing intelligent, accurate, informed and constructive
programs, together with information which may be necessary for the Association
to process any grievances or complaints. Regarding such requests for
information; they shall not interfere with normal office procedures of the Board;
no records shall leave the Board of Education offices; and the expense of
duplicating any data shall be borne by the Association.

Section 2. Whenever any representative of the Association or employee
participates during working hours in negotiations, grievance proceedings,
conferences or meetings, he or she shall suffer no less of pay.

Section 3. The Association and its representatives shall have the right 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 and shall forward a request form to the Board Secretary for Board
approval.

Section 4. The Association shall have the right to use school facilities and
equipment, calculating machines, and all types of audio-visual equipment if not
otherwise in use. The Association shall pay for the reasonable cost of all
materials, and supplies necessitated as a result thereof.



Section 5. Adequate bulletin board space shall be reserved in each work
location in a place designated by the supervisor at each work location, readily
accessible to all members of the bargaining unit, for the posting of Association
notices and other material dealing with proper and legitimate Association
business. All such notices and material shall bear the signature of a responsible
Association official or shall clearly indicate that its issuer or publisher is the
Association. The bulletin board space shall be identified with the name of the
Association. The authorized representative of the Association shall be the sole
person empowered to post these materials on that board.

Section 6. The Association shall have the right to use the inter-school mail
facilities and school mail boxes.

Section 7. In the event there is no Association Representative in any work
location, an authorized representative from another work location may be
designated authorized representative of the Association by a letter of
authorization signed by the President of the Association, to carry out all duties
and responsibilities of Association Representatives as set forth in this agreement,
except that such representatives shall not be entitled to leave the premises of the
work location in which he works during his working hours.

Section 8. The rights and privileges of the Association and its representatives
as set forth in the Agreement shall be granted to the Association as the exclusive
representative of the employees.








ARTICLE 6
SALARY & HOURS OF WORK

Section 1. The salary of each employee covered by this agreement is set forth
in the Salary Guides.

Section 2. Any employee employed prior to January 1st of any school year
shall be given full credit for one (1) year service toward the next increment step
and longevity for the following year. Employees employed after January 1st but
prior to June 30th. Shall remain in Step 1 of the salary schedule for the next year
of employment and not benefit from longevity credit. (effective July 1, 1985)

Section 3. A guaranteed break of twenty (20) minutes for each two consecutive
hours spent at the Computer (VDT) will be granted.

Section 4. Incremental steps for previous work experience on all employees’
pay guides shall be so fixed when each employee is initially hired and additional
steps thereafter shall be given for each year served in this district only.

Section 5. The regular work week shall be: Monday to Friday, thirty-five (35)
hours for the regular school day for clerical personnel unless otherwise specified;
forty (40) hours for operations, and transportation personnel.

Section 6. The regular work week for security can be any five consecutive days
(Monday through Sunday), 40 hour work week. Any security guard assigned to a
shift that includes a weekend shall be assigned on a voluntary basis first, and
then assigned in reverse seniority order. Operations/Security staff will work 2 days
during the Spring and the two Winter recesses.







Section 7. Overtime will be paid after forty (40) hours for all categories at the
rates set below:

OVERTIME RATES (after 40 hours per week):
Weekdays …………………………. One and one-half (1 ) times basic hourly rate
Saturdays/Christmas Week ………... One and one-half (1 ) times basic hourly rate
Sundays/Holidays …………………………………….Two (2) times basic hourly rate

Section 8. A differential payment of $600.00 will be paid annually at the end of
each school year to all eligible Transportation staff possessing a Type I license.

Section 9. Lateness Policy: A $25 per day penalty will be imposed for every
lateness in excess of 25 days during the school year.
ARTICLE 7
TRANSFER AND REASSIGNMENT

Section 1. Employees desiring a change in employment shall make their
request in writing to the proper administrator.

Section 2. The proper administrator shall discuss the transfer with the
employee and/or his representative and shall make the final assignment in
writing before the transfer takes place.

Section 3. In the event of transfer or reassignment to a lesser paying job,
salary shall be determined as provided in Article 15, Section 1C, of this
agreement.





ARTICLE 8
VACANCIES AND NEW POSITIONS

Section 1. Notice of vacancies of employees covered by this contract shall be
posted in each school by the proof administrator within ten (10) days of:
              a receipt of letter of resignation
              official board action vacating a position or creating a new position
                  within the school system.

Section 2. The notice shall be posted for ten (10) work days and employees
interested therein must submit a written application to the proper administrator
within the aforementioned ten (10) working day posting period to be considered
for the vacancy. The notice shall state in the name of the job and a short
description of the same and shall be posted at all work stations.

Section 3. Employee who have acquired experience, skill and ability
(physical and otherwise) to do the work required in the job without training shall
be given preference. All such applicants shall be considered and will be given a
reply to their application and an interview within a reasonable period of time.

Section 4. All qualified personnel shall be given adequate opportunity to make
application and no position shall be filled until properly submitted applications
have been considered. The Board agrees to give due consideration to the
background and attainment of all applicants.

Section 5. All full-time non-instructional staff will be considered permanent
          employees after a forty-five (45) day probationary period (for health benefits purposes only).






ARTICLE 9
SICK LEAVE

Section 1. Sick leave hereby defined to mean absence from duty of any
employees because of personal disability due to illness or injury, or because he
has been excluded from school by the district’s medical authorities because of a
contagious disease or because of a quarantine for such a disease in his
immediate household.

Section 2. All employees shall be allowed sick leave with full pay. All unused
sick leave shall be accumulative for additional sick leave in subsequent years.
Twelve month employees will receive one additional non-accumulative sick day.
Upon retirement, RIF, resignation or death, employee shall receive compensation
for all unused sick leave days, accumulated from the beginning of employment
as follows:
              lump-sum payment – one-half (1/2) of one (1) day’s pay for each
                  unused sick day, up to one hundred (100) days, then full pay for
                  any accumulated days over one hundred (100).
              In all cases of absence due to personal illness continuing for
                  five (5) continuous school days or (5) calendar days in a given
                  thirty (30) day period, the board may require a note from the
                  employee’s physician that they are cleared to return to work.

                  ALLOWANCE FOR PERSONAL ILLNESS
Salary Schedule Experience
Full Pay
1 to 10 years inclusive ……………………… 11 days (10 month)
12 days (12 month)
10 years + 1 day thru 15 years inclusive ……. 15 days
15 years + 1 day thru 20 years inclusive ……. 20 days
Over 20 years ……………………………….. 25 days



Section 3. After this has been used, complete and full deductions of the
employee’s daily or monthly salary may be placed into effect at the discretion of
the Board of Education.

Section 4. The Board of Education may, at its own discretion, extend the
above sick leave policy in individual cases.

Section 5. All days referred to are working days.

Section 6. Employees shall be given written notice by September 1st of
accumulated sick leave and salary effective July 1st.

Section 7. There will be no payout for accrued sick leave upon termination for
just cause.

Section 8. A payout schedule will be in effect for the payout for accrued sick
time upon a non-instructional member’s layoff, resignation or death as mentioned
in Section 2, Article 9. As an additional incentive, upon retirement, the payout
shall be at 100% of current salary for all days of accrued sick leave of more than
100 or to allow the employee to use sick leave as terminal leave.

Section 9. Any unit member not utilizing any sick days during the school year
shall receive a $1000.00 bonus

Any unit member who takes only one (1) sick day shall receive a
$400.00 annual bonus.
Any unit member who takes only two (2) sick days shall receive a
$350.00 annual bonus.
Any unit member who takes only three (3) sick days shall receive a
$300.00 annual bonus.



USE OF SICK LEAVE AND FAMILY ILLNESS DAYS SHALL COUNT
AGAINST THE EMPLOYEE IN CALCULATING THE
SICK LEAVE INCENTIVE BONUS

Any employee using more than three (3) of these types of days in
any combination shall be ineligible for the sick leave bonus. This bonus will be paid out in July.
      Any employee who begins work after the start of the school year shall participate in this incentive program on a pro-rate basis.

Section 10: Cash in of sick time
      Budget permitting, the Board will cash in up to 10 days per year from the prior year sick bank as follows:
      If you have over 150 sick days in your bank but less than 200 – you will receive 50% of current daily rate for each day.
      If you have over 200 days in your bank, you will receive 75% of the current daily rate for each day.
      For budget purposes, requests must be made no later than January 1st of any given year; payments will be made in June.










ARTICLE 10
OTHER LEAVE

Section 1. Employees shall be entitled to the following temporary leaves of
absence with full pay each school year:
              Three (3) days personal leave of absence (12 Month Non-Instructional
              Only) – 10 Month Non-Instructional will receive (2) days for personal,
              leave of absence. Application to the employee’s principal or other
              immediate supervisor for personal leave shall be made in writing at
              least three (3) days before taking such leave (except in the case of
              emergencies). Unused personal days shall be cumulative as sick leave
              at the end of the school year.
          b. Time necessary for attendance at legal proceedings directly
              related to the HCST or employment therein, and any other matter
              where the employee is required by law to attend, provided that the
              law suit is not self initiated. The request is subject to approval
              and shall be accompanied by a legal subpoena or notice of jury-
              duty.
              Up to five (5) days at any one time in event of death of the
              employee’s mother, father, sister, brother, spouse, child,
              grandchild, *grandparent, or any other member of the immediate
              household.
Up to three (3) days for employees father-in-law, mother-in-law, son-
in-law, daughter-in-law, brother-in-law, sister-in-law, *aunt, *uncle,
niece or nephew. One day for cousin, and any other relative outside
the immediate family defined above.
*employee’s side of family






          d. Military Leave: Time necessary for persons called into temporary active duty of any unit of the US Reserves or the State National Guard provided such obligations cannot be filled on days when school is not in session. While on military leave, the employee shall receive the greater of the two salaries (military/district) and if the employee currently earns more than the military compensation, the board will pay the difference.
    Section 2. Leaves taken pursuant to Section 1 above shall be in addition to any
    sick leave for which the employee is entitled.

    Section 3. Military leave without pay shall be granted to any employee who is
    inducted in any branch of the Armed Forces of the United States for the period of
    said service and three (3) months thereafter, or three (3) months after recovery
    from any wound or sickness at time of discharge.

    Section 4. The Board shall adhere to State mandated regulations on maternity
    leaves.

    Section 5. Other leaves of absence without pay may be granted by the Board
    for good reason.

    Section 6. All Benefits to which an employee was entitled, at the time his leave
    of absence commenced, including unused accumulated sick leave, shall be
    restored to him upon his return and he shall be assigned to the same position
    which he held at the time the leave commenced, if available, or if not, to a
    subsequently equivalent position.

    Section 7. All extensions or renewals of leaves shall be applied for in writing. An
    applicant will be notified in writing if approved or disapproved.

    Section 8. Up to three (3) days at full pay in any one school year in the event of
    serious illness * of a spouse, child parent, grandparent and any other individual
    for whom you have full responsibility or resides in your household. Your

    supervisor may request documentation. (Note: These days count towards the sick
    incentive).
    SERIOUS ILLNESS*

    An illness, injury, impairment, physical or mental condition which requires:
                in-patient care in a hospital, hospice or residential medical care
                facility; OR
                continuing medical treatment or continuing medical supervision by
                a health care provider; OR
    3. illness or injury of an acute nature and sudden onset which requires
    that immediate attention and care be provided until the crisis has
    passed.
    ARTICLE 11
    EMPLOYEE IMPROVEMENT

    Section 1. In an attempt to provide the most efficient and economical work
    force possible, the Board agrees:
                to pay the full cost of tuition and other reasonable expenses
                    incurred in connection with any courses, workshops, training
                    sessions, or other such sessions which the employee is requested
                    by the Administration to take.
                To cooperate with the Association in arranging in-service courses,
                    workshops and programs designed to improve the quality of work
                    performed by its employees.
                When non-instructional personnel attend Board approved
                    workshops for the purpose of increasing efficiency in their jobs, the
                    Board shall pay all associated registration fees.


    ARTICLE 12
    INSURANCE PROTECTION

    Section 1. The Board shall provide the health-care insurance protection
    designated below. The Board shall pay the full premium for each non-
    instructional employee and in case where appropriate for family-plan insurance
    coverage. Each employee shall have full insurance coverage after 45 days of
    continuous service. Provision of the health-care insurance program shall be
    detailed in master policies and contracts agreed upon by the Board and the
    Association and shall include:
              Hospital service plan
              Medical-surgical plan
              Majors medical coverage
              Prescription Plan
              Dental Plan
              Vision Plan
              Well baby Care
              Annual physical examination
              Pre-certification authorization
              Second surgical opinion
                For each non –instructional employee who remains in the employ of the
                    Board for the full school year, the Board shall make payment of
                    insurance premiums to provide insurance coverage for the full twelve
                    (12) month period commencing September 1st and ending August 31st.
                    When necessary, payment of premiums in behalf of the employee shall
                    be made retroactively or prospectively to assure uninterrupted
                    participation and coverage in accordance with the regulations of the
                    carrier.
    Section 2. The Board shall provide for continuance of health-care insurance
    after retirement on the terms detailed in the master policies and contracts agreed
    upon by the Board and the Association. Premiums shall be paid by the retiree.

    Section 3. The Board shall provide to the non-instructional employee a
    description of the health-care insurance coverage as provided by the carrier.

    ARTICLE 13
    VACATIONS

    Section 1. Each employee shall be entitled to vacation with pay at an annual
    rate of pay such employees are receiving at the time such vacation is actually
    taken. The length of the vacation period is outlined as follows:
    VACATION

    0 – 1 year 2 weeks
    1 – 5 years 3 weeks
    Over 5 years 4 weeks
    Over 20 years 5 weeks


    Section 2. A use-it-or-loss-it policy will hereafter be implemented with respect to
    vacation time. Effective July 1, 1984, non-instructional employees can carry over
    this vacation time for a maximum of one year only. Any employee that wishes to
    carry these days over beyond one year must get approval from either the
    Superintendent or Assistant Superintendent.













    ARTICLE 14
    HOLIDAYS

    HOLIDAY SCHEDULE FOR A SCHOOL YEAR

    Section 1. The following is a list of holidays for non-instructional staff, subject to
    the provision of paragraph 2 of this article.
                        Independence Day
                        Labor Day
                        Columbus Day
                        Election Day
                        NJEA Teacher’s Convention
                        Veteran’s Day
                        Thanksgiving Day
                        Day after Thanksgiving
                        Christmas Eve
                        Christmas Day
                        New Year’s Eve
                        New Year’s Day
                        Week between Christmas & New Year’s
                        Martin Luther King Day
                        President’s Day
                        Good Friday
                        Easter Monday
                        Week after Easter (or equivalent)
                        Memorial Day


    Section 2. The boilers in each of the district’s buildings will be kept operating to
    ensure a minimum temperature in the building of 40o Fahrenheit. Security and
            Operations staff shall provide coverage for the Spring and Winter recesses. Each security and operations employee shall work two days during the Spring and (two) Winter recesses. Said days shall be assigned on a voluntary basis, based on seniority. It is agreed that assignments can be made on a reverse seniority basis if any days are left uncovered.





    ARTICLE 15
    SENIORITY & JOB SECURITY

    Section 1. School District seniority is defined as service by appointed
    employees in the School District in the collective bargaining unit covered by this
    agreement. An appointed employee shall lose all accumulated School District
    seniority only if he:
                    resigns or is discharged for cause, irrespective of whether he
                    is subsequently rehired by the School District.
                    is laid off for more than thirteen (13) consecutive calendar
                    months.
    Section 2. In the event of a department or work location reduction in force,
    including reductions caused by the discontinuance of a facility or its relocation,
    the employee shall be laid off in the reverse order of seniority of the employees in
    the department involved.
                at least three (3) calendar days before being laid off, an
                    appointed employee shall be informed of all vacancies in any
                    other work locations in his classification in the department in
                    which he holds an appointment, for the purpose of giving him
                    the opportunity, to be exercised with in said three (3) calendar
                    days, to fill such a vacancy. If he requests appointment to
                    such vacancy, he shall be assigned thereto. In the event that
                    vacancies in such classification exist in several work locations,
                    he shall be assigned to the vacancy designated by the department.
                    In the event more than one appointed employee in such classification
                    is laid off, and there are insufficient vacancies for such assignments,
                    then the laid-off employees with the highest seniority shall be first
                    assigned to the vacancies involved.




                in the event that there is no such vacancy, then the laid-off
                    employee shall, within said three (3) calendar day period, be
                    entitled to displace (bump) the appointed employee with the
                    least seniority in the same departmental category as defined
                    in Schedule A of this contract, provided he is capable of
                    performing the work with the same efficiency as the appointed
                    employee whom he seeks to replace. In the event of such
                    involuntary transfer to a lesser paying job, pay will be frozen
                    at the higher salary for a period of ninety (90) calendar days.
                The department shall furnish to each laid-off employee,
                    before said three (3) calendar day period, information as to
                    work locations and classifications and lesser classifications
                    the duties of which such employee is capable of performing
                    as above so that he is in a position to promptly exercise his
                    rights under sub-paragraph A above.
                each appointed employee who is displaced (bumped) shall
                    similarly have three (3) days from the date of notice of his
                    displacement to exercise his seniority rights, as set forth in
                    sub-paragraphs A & B above.

    Section 3. Displaced appointed employees who have accepted assignments to
    vacancies in classifications lower than the classifications they held immediately
    prior to the occasions which resulted in their displacing (bumping) other
    employees, shall be entitled to follow procedures as outlined in Article 8.











    Section 4. In the event that, with one (1) year from the date of his layoff, a
    vacancy occurs in the classifications of his last appointment in the department
    from which he was laid-off, or in a lesser classification in the same line of work in
    the department, a laid-off employee shall be entitled to recall in the order of his
    seniority.

    Section 5. Notice of recall shall be addressed to the employee’s last address
    appearing on the records of the School district, by certified mail, return receipt
    requested. Within three (3) days from receipt of such notice of recall, the
    employee shall notify the director of the department involved, in writing whether
    or not he desires to return to the work involved in the recall. If he fails to reply or
    if he indicates that he does not desire to return to such work, he shall forfeit all of
    his seniority and all rights to recall. If he indicates that he desires to return to the
    work involved in the recall notice, then he shall report for such work within five (5)
    days from the date he received the recall notice or within such period of time as
    is set forth in a written extension of time signed by the director of the department
    or his designee. In the event he shall fail to so report to work, he shall forfeit all of
    his seniority and all rights to recall.

    Section 6. Seniority shall not be accumulated during the period of layoff.
    Upon recall, the appointed employee shall have his seniority accumulated to the
    date of layoff.

    Section 7. Five (5) days notice of layoff shall be given to appointed employees
    involved, except where the appointed employee with the least seniority is
    displaced (bumped) under Section 5 thereof.


    Section 8. An employee who is discharged or laid off shall have seven (7)
    calendar days within which to file a written grievance under Article 3 thereof. In
    the event that no written grievance is filled within said time, the layoff or discharge
    shall be final and the employee shall have no recourse through the grievance
    procedure or otherwise.



    Section 9. All notices for job opportunities within the negotiating unit shall be
    posted in all departmental work locations on the official bulletin board at least ten
    (10) working days before the closing date for applications. A copy of each job
    opportunity shall be sent to the Association.

    Section 10. All new employees will have a one year probationary period and not
    be eligible for rights under Article 4.

























    ARTICLE 16
    DEDUCTIONS FROM SALARY

        Section 1. The Board agrees to deduct from the salaries of its employees, dues
        for the local Association, The County Education Association, The New Jersey
        Education Association or any one or any combination of such Associations as
        said employees individually and voluntarily authorizes the Board to deduct. Such
        deductions shall be within compliance with chapter 233, Public Laws of 1969
        (NJSA) 52:14-15.9e), and rules established by the State Department of
        Education. Said moneys, together with records of any corrections, shall be
        transmitted to the treasurer of the local association by the 15th of each monthly
        pay period in which deductions were made. The association treasurer shall
    disburse such moneys to the appropriate association or associations.

    Section 2. 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. The Board will deduct an amount equal to
    eighty-five (85) percent of the union dues from non-union employees. This
    provision will not apply to the Superintendent, Business Administrator or Board
    Secretary.












    ARTICLE 17
    EMERGENCY SITUATIONS


    Section 1. Employees suffering accidents that occur in the school, must
    report such accidents to the school nurse in writing within twenty-four (24) hours
    of the occurrence, and furthermore, such employee must deliver a copy of said
    accident report to his or her responsible supervisor and will be subject to
    examination by the school’s physician.

    Section 2. If a building is evacuated, no personnel shall be required to return
    to the building until clearance is given by the Police and Fire Department.




















    ARTICLE 18
    MISCELLANEOUS
    Section 1. The Board and the Association agree that there shall be no
    discrimination, and that all practices, procedures and policies of the school
    system shall clearly exemplify that there is no discrimination in the hiring,
    training, assignment, promotion, transfer or discipline of employees or in the
    application of administration of this Agreement on the basis of race, creed, color
    religion, national origin, sex domicile or marital status.

    Section 2. This agreement constitutes Board policy for the terms of said
    Agreement, and the Board shall carry out the commitments contained herein and
    give full force and effect to said agreement as Board policy.

    Section 3. Except as this Agreement shall otherwise provide, all terms and
    conditions of employment applicable on the effective date of this agreement to
    employees covered by this agreement as established by the rules, regulations,
    and/or policies of the Board in force on said date, shall continue to be so
    applicable during the terms of this Agreement. Unless otherwise provided in this
    agreement, nothing contained herein shall be interpreted and/or applied so as to
    eliminate, reduce of otherwise distract from any employee benefits existing prior
    to the effective date.

    Section 4. If any provision of this agreement or any application of this
    Agreement to any employee or group of employees is held contrary to law, then
    such provision or application shall not be deemed valid and subsisting, except to
    the extent permitted by law, but all other provisions or applications shall be in full
    force and effect.

    Section 5. Any individual contract between the Board and an individual
    employee, heretofore or hereinafter executed, shall be subject to and consistent
    with the terms and conditions of this agreement. If an individual contract contains
    any language inconsistent with this agreement then the agreement, during its
    duration shall be controlling.

    Section 6. Whenever any notice is required to be given by either of the parties
    to this Agreement to the other, pursuant to the provision (s) of this Agreement,
    either party shall do so by telegram or registered letter to the following
    addresses.
                if by Association, to the Board at 8511 Tonnelle Avenue, North
                    Bergen, NJ 07047.
                If by Board, to the Association at the home of the President of the
                    Association.
    Clothing Allowance
    Section 7
    All operations personnel will be issued two (2), three-piece uniforms, each
    consisting of one (1) long sleeve shirt, one (1) short sleeve shirt and one (1) pair
    of pants. A new three-piece uniform will be supplied yearly thereafter.
    The reimbursement for shoes for work for Operations personnel shall be $75.00
            The Board will purchase rain gear for custodial workers, one of each size – medium and large for each school, which shall remain the property of the Board. This will not be replaced every year. Cafeteria personnel and matrons will be issued two (2) uniforms and one (1) each year thereafter. The Board of Education will provide uniforms in each year of the contract term for maintenance, security, transportation and kitchen personnel with the understanding that the employees will clean and maintain the uniforms.

    Section 8.
    The reimbursement for the required use of personal vehicles for school business
    will be at the IRS established rate.







    ARTICLE 19
    DURATION OF AGREEMENT

    This Agreement shall be effective as of July 1, 2007 and shall continue in effect
    until midnight June 30, 2008. This shall be a one (1) year Agreement.
    This Agreement shall not be extended orally, and it is expressly understood that
    it shall expire on the date indicated, unless it is extended in writing upon
    agreement of the Association and the Board.
    In witness where of, this Agreement has been duly executed as of the day
    and year above written.
    HUDSON COUNTY VOCATIONAL-TECHNICAL
    EDUCATION ASSOCIATION

    By: ____________________________

    Witnessed: ______________________ Date: ___________________________

    BOARD of EDUCATION OF THE HUDSON COUNTY
    SCHOOLS OF TECHNOLOGY


    By: ______________________________

    Witnessed: ________________________ Date: ____________________________








    DURATION OF AGREEMENT

    This Agreement shall be effective as of July 1, 2008 and shall continue in effect
    until midnight June 30, 2011. This shall be a three (3) year Agreement.
    This Agreement shall not be extended orally, and it is expressly understood that
    it shall expire on the date indicated, unless it is extended in writing upon
    agreement of the Association and the Board.
    In witness whereof, this Agreement has been duly executed as of the day
    and year above written.
    HUDSON COUNTY VOCATIONAL-TECHNICAL
    EDUCATION ASSOCIATION

    By: __________________________

    Witnessed: ____________________ Date: ________________________

    BOARD of EDUCATION OF THE HUDSON COUNTY
    SCHOOLS OF TECHNOLOGY

    By: __________________________

    Witnessed: ____________________ Date: ________________________










    SCHEDULE A
    UNIT DEFINITION

    The department categories will be grouped as follows:
        SECURITY
        Captain
        Coordinating Chief
        Lt. School Law enforcement officer
        Security Guard
        School Law Enforcement officer

        OPERATIONS
        Building Trades Specialist
        Building Services Engineer
        HVAC Mechanic
        Janitor, Janitor/Foreman, Janitor/Boilerman
        Inventory Control Facilitator
        Pre-apprentice maintenance

        C: TRANSPORTATION
        Assistant Chief Mechanic
        Assistant Dispatcher
        Assistant Dispatcher/Transportation Safety Coordinator
        Bus Attendant
        Bus Driver
        Courier
        Dispatcher
    Mechanic





        CLERICAL
        Account Analyst
        Account Clerk, Senior
        Administrative Secretary to the Board Secretary
        Administrative Secretary
        Bookkeeper
        Bookstore Clerk
        Clerical Specialist
        Clerk/Secretary
        Clerk/Typist
        Curriculum, Policy & Assessment Advisor
        Compensation Systems Team Leader
        Educational Media Technology Services Aide
        Executive Secretary
        Grant Clerk
        Receptionist
        School to Career Facilitator
        Secretary/Registrar Adult School
        Senior Compensation Facilitator
        Technology Resource Systems Technician
        Telecommunications Specialist
        Transportation Specialist

        ADMINISTRATIVE PERSONNEL
    Business/Community Liaison
    Business Department Manager
    Career Developer
    Chief Examiner-GED
    Electronic Media Specialist
    Program/Student Advisor
    School Based Advisor
    School Based Mentor


        TECHNOLOGY
        Educational Media Technology Services Technician
        Internet/Web Developer
        Network Systems Facilitator
        Network Systems Support Technician
        Student Data Specialist
        Student Information Systems Leader
        Technology Support Assistant

        OTHER NON-INSTRUCTIONAL SUPPORT STAFF
    Athletic Trainer
    Child Care Aide
    Child Care Assistant
    Special Needs Aide
    Strength Coach

















    SCHEDULE B
    LONGEVITY PROGRAM

    LONGEVITY PROGRAM FOR NON-INSTRUCTIONAL EMPLOYEES WHO
    BEGAN WORK IN THE DISTRICT AFTER JULY 1, 1981

    Longevity shall be strictly based on the number of years of service in this school
    district only. Any employee who benefited from any form of longevity on or before
    September 1, 1981 pursuant to a Board resolution will continue to do so.
    Longevity Schedule for 2007/2008 & 2008/2009
    After five (5) years $200.00
    After ten (10) years Three (3) percent 3%
    After fifteen (15) years Five (5) percent 5%

    Longevity Schedule for 2009/2010
    After five (5) years One (1) Percent 1%
    After ten (10) years Four (4) Percent 4%
    After fifteen (15) years Six (6) Percent 6%

    Longevity Schedule for 2010/2011
    After five (5) years Two (2) Percent 2%
    After ten (10) years Five (5) Percent 5%
    After fifteen (15) years Seven (7) Percent 7%

    LONGEVITY PROGRAM FOR NON-INSTRUCTIONAL EMPLOYEES WHO
    BEGAN WORK IN THE DISTRICT BEFORE JULY 1, 1981.

    Longevity Schedule for 2007/2008 & 2008/2009
    Fifteen (15) years of service Ten (10) Percent 10%
    Longevity Schedule for 2009/2010
    Fifteen (15) years of service Eleven (11) Percent 11%
    Longevity Schedule for 2010/2011
    Fifteen (15) years of service Twelve (12) Percent 12%








    Hudson Cty VT BE and Hudson Cty VT EA Non-inst 2007.pdf