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
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
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 ½) times basic hourly rate
Saturdays/Christmas Week ………... One and one-half (1 ½) 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 9SICK 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 COUNTAGAINST 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
If by Board, to the Association at the home of the President of the
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%
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