The Board of Education
The Mercer County
The Mercer County
Educational and Therapeutic
Covering the period
7/1/02-6/30/2003 - 7/1/03-6/30/2006
TABLE OF CONTENTS
|EMPLOYEE WORK YEAR|
|WORK HOURS AND WORK LOAD|
|LEAVES OF ABSENCE|
|EMPLOYMENT AND PROMOTIONS|
|TEACHER WORK STATIONS|
|EVALUATION PROCEDURES AND PERSONNEL FILE|
|SENIORITY AND JOB SECURITY FOR ASSISTANTS|
|PERSONAL AND PROPERTY INTERESTS|
|DURATION OF AGREEMENT|
|TEACHERS’ SALARY GUIDES|
|CLASSROOM ASSISTANTS’ SALARY GUIDES|
|CERTIFIED OCCUPATIONAL THERAPY ASSISTANTS’ AND PHYSICAL THERAPY ASSISTANTS’ SALARY GUIDES|
|CRISIS INTERVENTION SPECIALISTS’ SALARY GUIDE|
This Agreement entered into this 27th day of February 2003,
by and between the Board of Education of the Mercer County Special Services School District (hereinafter the “Board”) and the Mercer County Special Services Educational and Therapeutic Association (hereinafter the “Association”).
1:1 The Board hereby recognizes the Mercer County Special Services Educational and Therapeutic Association as the exclusive and sole representative for collective negotiations concerning the terms and conditions of employment for the following personnel under contract by the Board:
School Social Workers
Learning Disabilities Teacher Consultants
Certified Occupational Therapy Assistants
Physical Therapy Assistants
Crisis Intervention Specialist
but excluding supervisory, executive personnel, and all
1:2 Unless otherwise indicated, the term “employee” when used hereinafter in this Agreement shall refer to all members included in the unit as defined above and references to “employees” shall be deemed to include both male and female.
1:3 The term “teacher” when used hereinafter in this Agreement shall refer to all members working in a position requiring a professional certificate, and reference to “teachers” shall be deemed to include both male and female.
2:1 The Board and the Association agree to commence negotiations for a successor agreement in accordance with the timetable established by the Public Employment Relations Commission pursuant to N.J.S.A. 34:13A-1 et seq.
2:2 The Board shall make available to the Association, upon request, all information of the Mercer County Special Services School District required by law.
2:3 The Agreement shall not be modified in whole or in part by the parties except by an instrument in writing duly executed by both parties.
2:4 Neither party in any negotiations shall have any control over the selection of the negotiating representatives of the other party.
3:1.1 “Grievance” is a claim by an employee based upon an interpretation, application or a violation of this Agreement, Board policies or administrative decisions affecting the terms and conditions of employment of said employee. As used in this Article, the term “employee” shall mean (a) an individual employee, (b) a group of employees having the same grievance, (c) the Association.
3:1.2 A grievance to be considered under this procedure must be initiated by the employee within twenty-five (25) school days of its occurrence.
3:2.1 Failure at any step of this procedure to appeal a decision respecting a grievance to the next step within the specified time limits shall be deemed to be acceptance of the unappealed decision.
3:2.2 It is understood that employees shall during and notwithstanding the pendency of any grievance, continue to observe all assignments and applicable rules and regulations of the Board until such grievance and any effect thereof shall be fully determined.
a. The nature of the grievance and the date of its occurrence.
3:2.3 Any employee who decides either alone or with the assistance of the Association that he/she has a grievance shall discuss it with his/her immediate supervisor in an attempt to resolve the matter informally at that level. If, as a result of the discussion, the matter is not resolved to the satisfaction of the employee, or no decision is rendered, within ten (10) school days of such discussion, the employee shall set forth his/her grievance in writing to his/her principal or other immediate supervisor, specifying:
b. The results of the previous discussions.
c. His/her dissatisfaction with the decisions previously rendered.
d. Relief sought.
The principal or immediate supervisor shall communicate his/her decision to the grievant and his/her representative in writing within seven (7) school days of receipt of the written grievance.
3:2.4 The employee no later than ten (10) school days after receipt of the principal’s, or immediate supervisor’s decision, may appeal the principal’s or immediate supervisor’s decision to the Superintendent of Schools. The appeal to the Superintendent of Schools shall be made in writing reciting the matter submitted to the principal as specified above in 3:2.3 and the employee’s dissatisfaction with the decision previously rendered and whether a meeting with the Superintendent is desired. The Superintendent shall attempt to resolve the matter as quickly as possible, but within a period not to exceed fifteen (15) school days, and the Superintendent shall communicate his/her decision in writing to the employee, the principal and the Association. If the grievant or the Association requests a meeting at the Superintendent’s level, the Superintendent or his/her representative shall conduct a meeting and render a decision within the time limits set forth herein.
3:2.5 If the grievance is not resolved to the employee’s satisfaction, he/she, no later than ten (10) school days after receipt of the Superintendent of School’s decision, may appeal to the Board by submission in writing through the Superintendent of Schools who shall forward the appeal within seven (7) calendar days of his/her receipt to the Board. The Board shall review the grievance and shall, at the option of the Board, hold a hearing with the employee and render a written decision in any case within fifteen (15) school days of receipt of such grievance by the Board, or within fifteen (15) school days of the date of the hearing with the employee, whichever comes later.
3:2.6 If the employee is dissatisfied with the decision of the Board at Step III herein and only if the grievance pertains to an interpretation of the terms of this Agreement between the Board and the Association, the employee and the Association may request the appointment of an arbitrator, such request to be made known to the Superintendent of Schools and submitted to the Public Employment Relations Commission by the Association no later than ten (10) school days after the written decision of the Board is made known. An employee in order to process his/her grievance beyond Board level must have his/her request for such action accompanied by the written recommendation of the Association.
a. Any matter for which a review by arbitration is prohibited by law.
3:2.7 No claim by an employee shall constitute a grievable matter beyond Board level or be processed beyond Board level unless its resolution requires a determination as to the interpretation of this Agreement. In addition, no claim by an employee shall constitute a grievable matter beyond Board level or be processed beyond Board level if it pertains to:
b. Any matter for which a procedure for review is mandated by law.
c. Any rule or regulation dealing with the internal matters of the Board of Education or the State Commissioner of Education.
d. Any act beyond the Board’s legal authority to act.
e. A complaint of a non-tenure teacher, which arises by reason of his/her not being re-employed.
f. A complaint occasioned by appointment to or lack of retention in any position for which tenure is either not possible or not required.
g. A complaint by an employee occasioned by the withholding of an increment, discharge, charges relating to the withholding of an increment or discharge, or charges before the Commissioner of Education.
a. Initial Request
3:2.8 Procedure for securing the services of an Arbitrator.
b. Second Request
A request will be made to the Public Employment Relations Commission to submit a roster of persons qualified to function as an arbitrator on the dispute in question.
c. Final Designation
If the parties are unable to determine a mutually satisfactory arbitrator from the submitted list, they will request the Public Employment Relations Commission to submit a second roster of names.
d. Authority of Arbitrator
If the parties are unable to determine a mutually satisfactory arbitrator from the second submitted list, the Public Employment Relations Commission may be requested by either party to designate an arbitrator.
e. Decision of Arbitrator
The arbitrator shall limit himself/herself to the issues submitted to him/her and shall consider nothing else. He/she can add nothing to nor subtract anything from nor modify any of the terms of the Agreement between the parties or any policy of the Board of Education. The decision of the arbitrator shall be final and binding upon the Board, the Association and all employees.
a. Each party shall bear the total costs incurred by their participation. The fees and expenses of the arbitrator and the Public Employment Relations Commission are the only costs, which shall be shared by the two parties, and such costs shall be shared equally.
The arbitrator shall be requested to render his/her decision within thirty (30) days after the case is presented for arbitration.
b. The time lost by an employee or employees due to arbitrator proceedings must either be unpaid or charged to personal leave except where the employee(s) is appearing at the request of the Board.
a. The nature of the grievance and the date of occurrence.
3:3 General Regulations
3:3.1 All time limits stated in this Article must be strictly adhered to unless an extension is mutually agreed upon in writing by both parties to this Agreement. If the processing of a grievance extends beyond the end of the school year, all timelines thereafter shall refer to calendar days not including Saturdays, Sundays, or holidays.
3:3.2 The grievant and his/her representatives shall have the right to be present at all meetings or hearings conducted at any step of the grievance procedure, provided however, that the grievant shall be limited to two (2) representatives at any such meetings or hearings.
3:3.3 The right of an employee to attempt to resolve a grievance directly through a normal administrative procedure is not to be abridged in any way.
3:3.4 The employee shall have the right to present his/her own appeal or designate representatives of the Association to appear with him/her or for him/her at any step of his/her appeal under this Article. If the grievant does not designate a representative, the Association shall be informed that a grievance is in process and shall have the right to be present at all hearings pertaining to the grievance unless excluded by law.
3:3.5 In the event that a grievance results from the action of a school official higher than the rank of principal, the grievant may commence his/her grievance with that official specifying:
b. Relief sought.
EMPLOYEE WORK YEAR
b. Legal Maximum
Prior to the beginning of each membership year, the Association will notify the Board in writing of the amount of the regular membership dues, initiation fees and assessments charged by the Association to its own members for that membership year. The representation fee to be paid by nonmembers will be determined by the Association in accordance with the law.
In order to adequately offset the per capita cost of services rendered by the Association as majority representative, the representation fee should be equal in amount to the regular membership dues, initiation fees and assessments charged by the Association to its own members, and the representation fee may be set up to eighty-five (85%) percent of that amount as the maximum presently allowed by law.
8:11.3 Deduction and Transmission of Fee
b. Payroll Deduction Schedule
Once during each membership year covered in whole or in part by this Agreement, the Association will submit to the Board a list of those employees who have not become members of the Association for the current membership year. The Board will deduct from the salaries of such employees in accordance with paragraph b. below, the full amount of the representation fee and promptly will transmit the amount so deducted to the Association.
c. Termination of Employment
The Board will deduct the representation fee in equal installments, as nearly as possible, from the paychecks paid to each employee of the aforesaid list during the remainder of the membership year in question.
a. The Board has found that her performance has noticeably declined.
If an employee who is required to pay a representation fee terminated his or her employment with the Board before the Association has received the full amount of the representation fee to which it is entitled under this Article, the Board will deduct the unpaid portion of the fee from the last paycheck paid to said employee during the membership year in question.
b. The pregnant employee is found to be medically unable to continue working by her own physician and the Board’s physician, or where these physicians disagree, by a physician jointly selected by the Board and the employee.
a. At the beginning of a school year and prior to the beginning of the actual disability:
9:4.10 Any employee granted disability leave may, at her discretion, elect to use all or part of her accumulated sick leave during the period of actual disability and receive full pay and benefits.
9:5 Childcare Leaves
9:5.1 The Board shall grant voluntary unpaid leaves of absence for the purposes of childcare of an infant to those employees who fulfill the requirements set out below. Approval is conditioned upon adequate staffing as determined by the Board of Education.
9:5.2 Childcare leaves shall begin either:
b. Immediately following the pregnancy-disability period, or
c. At a date during the school year, upon the request of the employee and with the approval of the administration; such date shall be set by the administration to minimize disruptions in the continuity of the educational program.
a. Leaves of absence without loss of pay, not to exceed eight (8) days per year with no more than five (5) for a single occurrence, shall be granted when a death occurs in the immediate family. Immediate family is defined to mean, husband, wife, father, mother, brother, sister, son, daughter, grandparents, grandchild, spouse’s parents, and any other member of the employee’s immediate household.
Childcare leaves shall normally terminate at the end of the school year in which they begin. An earlier termination date may be established at the request of the employee and with the approval of the administration; such date shall be set by the administration to minimize disruptions in the continuity of the educational program.
9:5.3 Extensions of childcare leave may be for one-half (1/2) school year or one (1) full school year at the request of the employee and the approval of the Board. Extensions beyond one (1) full year will only be granted in extreme emergencies at the discretion of the Board. Commencement and termination dates shall be agreed upon between the Board and the employee, and shall be set to minimize disruptions to the continuity of the educational program. Such extensions shall be available only to tenured teachers.
9:5.4 An employee desiring an unpaid leave shall apply no less than ninety (90) calendar days before the anticipated delivery date of the infant. Said application shall not constitute a waiver of the rights outlined in 9:4.1 above.
9:5.5 In the case of an adoption, notice shall be given to the employee’s supervisor when the employee is approved by the adopting agency. In cases of adoption, application shall be made for a specific leave period as soon as the employee is informed of the anticipated date of physical custody of the child.
9:5.6 To be eligible for a salary increment, an employee must work at least ninety (90) days in the school year that the leave commences or terminates.
9:5.7 An employee on a voluntary unpaid leave of absence shall not be eligible to either receive or accrue benefits except as statutorily required.
9:5.8 Employees on childcare leave shall notify the Board of their intent to return following their leave no later than seventy-five (75) calendar days prior to the scheduled end of their leave. Tenured teachers requesting an extension under 9:5.3 above shall submit their request no later than seventy-five (75) calendar days prior to the scheduled end of their leave.
9:6 Bereavement Leave
9:6.1 Leave of absence without loss of pay not exceeding a total of ten (10) days per school year shall be granted for the following purposes subject to the limitations per category stated therein:
b. Two (2) days leave of absence per year without loss of pay to attend the funeral of a close friend or relative not a member of the “immediate family” shall be granted upon request, not to exceed more than one (1) per occurrence.
c. Additional days with pay may be granted at the discretion of the Superintendent when unfortunate circumstances may warrant additional days. Decisions rendered by the Superintendent under this section shall be final and binding.
14.2 The Board shall reimburse employees for the reasonable cost of replacement or repair of clothing, eyeglasses, contact lenses, or other personal property on the person damaged or destroyed by a student or stolen by a student or other person while the employee was acting in the discharge of his/her duties within the scope of his/her employment but such reimbursement shall not exceed $400 per occurrence. No reimbursement will be made for stolen money or for jewelry other than watches. In order to claim reimbursement for stolen property, an employee must have
9:7 An employee may request leave without pay but the Board determination shall be final and binding.
9:8.1 All applications for leave shall be presented in writing on forms provided by the Board, except sick leave, family illness, and bereavement leave shall be by telephone notice to the Board where the opportunity for prior written application is not feasible.
9:8.2 All benefits to which an employee was entitled at the time the approved leave of absence commenced shall be restored upon his/her return, and he/she shall be assigned to an equivalent position to that held at the time the leave commenced.
9:9 Professional Leaves of Absence
9:9.1 Teachers may apply for leave with pay to attend professional conferences, workshops and seminars that have a direct relationship to the employee’s responsibilities in the district. Leave under this section shall not exceed one (1) day per year. Additional days may be taken for such conferences, seminars and workshops from those days available to the employee under 9:3.1 above, subject to the procedures for their use established in 9:3.2 through 9:3.3.
9:9.2 Requests for leave must be made five (5) work days prior to that requested off, and shall include sufficient background information on the conference, workshop or seminar so that the Superintendent can evaluate the value of the conference to the employee’s responsibilities in the district. Requests directly related to the goals designated in an employee’s Professional Improvement Plan shall receive precedence over other requests. Employees shall be responsible for all costs associated with any conference attended under this clause.
9:9.3 The Superintendent has discretion in all cases to approve or disapprove such requests when in his/her judgment, granting the leave request would be detrimental to the best interests of the district’s educational program. No requests shall be denied arbitrarily or capriciously.
9:9.4 Upon the recommendation of the Superintendent and the approval of the Board, leaves under this section may exceed one (1) day.
9:10 Military Leave
9:10.1 Brief leaves of absence with pay will be granted annually to personnel required to perform short periods of military duty annually, pursuant to Section 38:23-1 of the New Jersey Statutes. A copy of the military orders shall be filed with the Secretary of the Board.
9:10.2 Leaves of absence for military duty for an extended period of time without pay may be granted upon request and upon filing a copy of the military orders with the Secretary of the Board. An extended leave must be renewed annually if it extends beyond the end of one school year. An extended period is defined as any period longer than ninety (90) days.
9:11 Educational Furloughs
9:11.1 Employees may receive a half-year leave with full health insurance benefits, or a full year with benefits paid fifty percent (50%) by the Board and fifty percent (50%) by the employee. Such leaves shall be for study only at the equivalent of at least twelve (12) college credits per semester, subject to the prior written approval of the Superintendent. Tuition reimbursement shall be available per the terms of Article 8:5 of this Agreement. Employees on educational furloughs shall agree in writing to return to employment in the district for a period of two (2) years immediately following the leave; failure to return shall obligate the employee to repay to the Board the cost of benefits and tuition borne by the Board during the leave.
EMPLOYMENT AND PROMOTIONS
10:1 Opportunity will be given to any employee to apply for available positions in the district by posting notices in the district’s school buildings.
10:2 Notice of any vacancies shall be posted in each school/center of each building used by the District at least ten (10) calendar days before the final date by which applications must be submitted. Any copy of said notice shall be mailed to the Association President.
ARTICLE XI11:1 Procedure
TEACHER WORK STATIONS
11:1.1 The Superintendent of Schools will use his/her best efforts to give written notice not later than June 30 of each year to employees then employed of their tentative class and building assignments for the forthcoming school year. The Superintendent will use his/her best efforts to give such notice to employees hired after June 30 by the first days of the school year. A list of said classes and building stations shall be simultaneously sent to the Association.
11:1.2 The Superintendent of Schools retains the discretion to make such changes in class and building assignments as may be determined to be necessary notwithstanding any other provision of the Agreement. In the event that changes in such class and/or building stations are made the Association and any teacher affected shall be notified promptly in writing.
11:1.3 Employees who may be required to use their own automobiles in the performance of their duties and/or employees who are assigned to more than one (1) school per day shall be reimbursed for all such travel for all driving done between arrival at their first location at the beginning of their workday and last location at the conclusion of the workday.
EVALUATION PROCEDURES AND
12:1.1 All monitoring or observation of the work performance of a teacher shall be conducted openly and with full knowledge of the teacher. The use of eavesdropping, cameras, audio systems, and similar surveillance devices shall be prohibited except any teacher may voluntarily agree to the use of such devices.
12:1.2 Non-tenured teachers (excluding classroom assistants) shall be evaluated at least three (3) times in each school year with each evaluation equal in time to a subject lesson or therapy session. Such evaluations shall be scheduled at various times by the Superintendent of Schools and a written evaluation report shall be prepared after each evaluation.
12:1.3 A teacher shall be given a copy of any class visit or evaluation report prepared by his/her evaluators at least one (1) day before any conference to discuss it, and no more than ten (10) school days following the scheduled observation. No such report shall be submitted to the central office, placed in the teacher’s file or otherwise acted upon without opportunity provided to the teacher for a prior conference.
12:1.4 A teacher shall be required to sign the evaluation form, after the conference referred to in 12:1.3 with the express understanding that such signature does not necessarily indicate agreement with the contents thereof. No teacher shall be asked to sign a blank or incomplete evaluation form.
12:1.5 Policies and procedures for the evaluation of tenured teaching staff members shall be distributed to each tenured teaching staff member no later than October 1.
12:2 Classroom Assistants
12:2.1 Classroom assistants shall be evaluated at least once each school year in accordance with policies of the Board. 12:2.2 Prior to the annual evaluation conference, the assistant may request the presence of the teacher in charge of the assistant during the evaluation conference.
12:2.3 A classroom assistant shall be required to sign an evaluation form, after the conference with the express understanding that such signature does not necessarily indicate agreement with the contents thereof. No classroom assistant shall be asked to sign a blank or incomplete evaluation form.
12:2.4 A classroom assistant shall be given a copy of any class visit or evaluation report prepared by his/her evaluators at least one (1) day before any conference to discuss it and no more than ten (10) school days following the scheduled observation. No such report shall be submitted to the central office, placed in the assistant’s file or otherwise acted upon without opportunity provided to the assistant for a prior conference.
12:3 Personnel File
12:3.1 An employee shall have the right, upon request, to review the contents of his/her personnel file and to receive copies at Board expense of any documents contained therein. An employee shall be entitled to have representative(s) of the Association accompany him/her during such review.
12:3.2 No material pertaining to any employee’s conduct, service, character or personality shall be placed in his/her personnel file unless the employee has been offered an opportunity to review the material. The employee shall acknowledge that he/she has had the opportunity to review such material by affixing his/her signature to the copy to be filed with the express understanding that such signature in no way indicates agreement with the contents thereof. The employee shall also have the right to submit a written answer to such material, which shall be attached to the file copy. A response may be filed to the employee’s written response and included in the employee’s file. In all cases, the employee shall be provided copies of such materials.
12:3.3 At least once every three (3) years, an employee shall have the right to indicate those documents and/or other materials in the file, other than written evaluation reports, which he/she believes to be obsolete or otherwise inappropriate to retain. Said documents shall be reviewed by the Superintendent and if, in his/her judgment, they are obsolete or otherwise inappropriate to retain, they will be destroyed. Said decision of the Superintendent shall not be subject to the grievance procedure.
The District shall provide each mentor as defined in the N.J.A.C. four (4) release periods each of which shall be equal in time to the subject lesson or therapy session for observation of the mentee. Each mentor/mentee pair shall be released from all duties for a period not to exceed thirty (30) minutes following each observation for the purpose of discussing the observation. All release periods shall be approved by the building administrator(s).
SENIORITY AND JOB SECURITY FOR ASSISTANTS
13:1 This Article becomes effective on July 1, 1999. Seniority earned prior to that date will apply to each employee employed as of that date.
13:2 Seniority becomes effective on the first day of the thirty-seventh month of employment.
13:3 This Article shall apply to all assistants. Part-time assistants shall earn seniority on a prorated basis. “One to One” assistants shall earn seniority only in the category of “One to One” assistants, but they shall carry their seniority with them if they move into a classroom assistant position, retroactive to their first day of employment as a “One to One” assistant.
13:4 Recall rights under this Article shall exist for eighteen (18) months from the last calendar day of the last month of employment.
13:5 School district seniority is defined as service by assistants in the school district in the collective bargaining unit covered by this Agreement.
13:6 Any reduction of positions shall only be accomplished in the following manner: classroom assistants affected by such a reduction shall have seniority rights over the most junior classroom assistant staff member. Those classroom assistants thus affected shall retain the same rights in replacing the most junior classroom assistants.
13:7 In the event that a vacancy occurs, a laid-off Assistant shall be entitled to recall thereto in the order of his/her seniority.
13:8 Notice of recall to work shall be addressed to the assistant’s last address appearing on the records of the school district, by certified mail, return receipt requested. Within thirty (30) days from receipt of such notice of recall, the assistant staff member shall notify the Board of Education, in writing, whether or not he/she desires to return to the work involved in the recall. If he/she fails to reply or he/she indicates that he/she does not desire to return to such work, he/she forfeits all of his/her seniority and all rights to recall.
13:9 Seniority shall not accumulate during the period of lay-off. Upon recall the Assistant member shall have his/her accumulated seniority and benefits restored to the date of lay-off.
13:10 An assistant shall loose all accumulated school district seniority only if he/she resigns or is discharged for just cause, irrespective of whether he/she is subsequently rehired by the school district.
13:11 All currently employed Assistants shall be placed on a seniority list from their date of employment.
PERSONAL AND PROPERTY INTERESTS
14:1 The Board of Education and the Association recognize the mutual rights and responsibilities of the Board and its employees pursuant to N.J.S.A. 18A:6-1.
a. submitted a police report, and
b. submitted an insurance claim.
a. The deductible shall be $200 for single coverage and $400 for family coverage.
b. Effective July 1, 1996, the co-insurance rate shall be twenty percent of the first $4000 in expenditures with no co-insurance thereafter.
a. If by the Association to Board:
b. If by the Board to the Association:
Mercer County Special Services School District
3705 Quakerbridge Road, Suite 216
Trenton, NJ 08619
TEACHERS’ SALARY GUIDE
Step BA BA+15 BA+30 MA MA+15 MA+30 MA+45
1 35,810 36,360 36,830 37,360 37,910 38,390 38,940
2 36,310 36,860 37,330 37,860 38,410 38,890 39,440
3 36,810 37,360 37,830 38,360 38,910 39,390 39,940
4 37,310 37,860 38,330 38,860 39,410 39,890 40,440
5 37,810 38,360 38,830 39,360 39,910 40,390 40,940
6 40,610 41,160 41,630 42,160 42,710 43,190 43,740
7 43,910 44,460 44,930 45,460 46,010 46,490 47,040
8 46,910 47,460 47,930 48,460 49,010 49,490 50,040
9 48,810 49,360 49,830 50,360 50,910 51,390 51,940
10 49,910 50,460 50,930 51,460 52,010 52,490 53,040
11 50,910 51,460 51,930 52,460 53,010 53,490 54,040
12 52,410 52,960 53,430 53,960 54,510 54,990 55,540
13 56,530 57,080 57,550 58,080 58,630 59,110 59,660
14 63,000 63,550 64,020 64,550 65,100 65,580 66,130
Step BA BA+15 BA+30 MA MA+15 MA+30 MA+45
1 36,390 36,960 37,450 38,000 38,570 39,060 39,630
2 36,890 37,460 37,950 38,500 39,070 39,560 40,130
3 37,390 37,960 38,450 39,000 39,570 40,060 40,630
4 37,890 38,460 38,950 39,500 40,070 40,560 41,130
5 38,540 39,110 39,600 40,150 40,720 41,210 41,780
6 41,330 41,900 42,390 42,940 43,510 44,000 44,570
7 44,120 44,690 45,180 45,730 46,300 46,790 47,360
8 46,910 47,480 47,970 48,520 49,090 49,580 50,150
9 48,810 49,380 49,870 50,420 50,990 51,480 52,050
10 50,630 51,200 51,690 52,240 52,810 53,300 53,870
11 52,900 53,470 53,960 54,510 55,080 55,570 56,140
12 56,850 57,420 57,910 58,460 59,030 59,520 60,090
13 60,800 61,370 61,860 62,410 62,980 63,470 64,040
14 65,300 65,870 66,360 66,910 67,480 67,970 68,540
Step BA BA+15 BA+30 MA MA+15 MA+30 MA+45
1 36,540 37,140 37,650 38,220 38,820 39,330 39,930
2 37,040 37,640 38,150 38,720 39,320 39,830 40,430
3 37,540 38,140 38,650 39,220 39,820 40,330 40,930
4 38,040 38,640 39,150 39,720 40,320 40,830 41,430
5 39,240 39,840 40,350 40,920 41,520 42,030 42,630
6 41,850 42,450 42,960 43,530 44,130 44,640 45,240
7 44,460 45,060 45,570 46,140 46,740 47,250 47,850
8 47,070 47,670 48,180 48,750 49,350 49,860 50,460
9 49,680 50,280 50,790 51,360 51,960 52,470 53,070
10 52,300 52,900 53,410 53,980 54,580 55,090 55,690
11 56,300 56,900 57,410 57,980 58,580 59,090 59,690
12 60,300 60,900 61,410 61,980 62,580 63,090 63,690
13 64,300 64,900 65,410 65,980 66,580 67,090 67,690
14 68,300 68,900 69,410 69,980 70,580 71,090 71,690
Step BA BA+15 BA+30 MA MA+15 MA+30 MA+45
1 38,390 39,010 39,540 40,120 40,740 41,270 41,890
2 38,890 39,510 40,040 40,620 41,240 41,770 42,390
3 39,390 40,010 40,540 41,120 41,740 42,270 42,890
4. 39,890 40,510 41,040 41,620 42,240 42,770 43,390
5 40,390 41,010 41,540 42,120 42,740 43,270 43,890
6 42,850 43,470 44,000 44,580 45,200 45,730 46,350
7 45,850 46,470 47,000 47,580 48,200 48,730 49,350
8 49,360 49,980 50,510 51,090 51,710 52,240 52,860
9 52,880 53,500 54,030 54,610 55,230 55,760 56,380
10 56,400 57,020 57,550 58,130 58,750 59,280 59,900
11 59,930 60,550 61,080 61,660 62,280 62,810 63,430
12 63,460 64,080 64,610 65,190 65,810 66,340 66,960
13 66,990 67,610 68,140 68,720 69,340 69,870 70,490
14 70,520 71,140 71,670 72,250 72,870 73,400 74,020
Longevity Factor: $700 additional pay for teachers with fifteen years or more experience as certified teachers in a public school, a state operated school or a nonpublic school approved to receive handicapped pupils from public school districts. Credit will be granted to therapists for experience in clinics, hospitals or similar settings while working under a license or certificate in the discipline. (Fifteen years shall mean fifteen full school years or the aggregate of fifteen years total experience where part-time employment is a factor.) For persons hired to begin initial employment after January 5, 1999, longevity payments shall be made after fifteen full years in the district.
CLASSROOM ASSISTANT’S SALARY GUIDE
Step A B C D
1 14,690 14,990 14,990 15,290
2 15,040 15,340 15,340 15,640
3 15,440 15,740 15,740 16,040
4 15,840 16,140 16,140 16,440
5 16,240 16,540 16,540 16,840
6 17,600 17,900 17,900 18,200
7 19,560 19,860 19,860 20,160
8 20,500 20,800 20,800 21,100
9 21,140 21,440 21,440 21,740
10 21,740 22,040 22,040 22,340
11 22,340 22,640 22,640 22,940
12 23,270 23,570 23,570 23,870
13 24,210 24,510 24,510 24,810
14 25,570 25,870 25,870 26,170
Step A B C D
1 15,751 16,051 16,051 16,351
2 16,101 16,401 16,401 16,701
3 16,451 16,751 16,751 17,051
4 16,851 17,151 17,151 17,451
5 17,251 17,551 17,551 17,851\
6 17,651 17,951 17,951 18,251
7 19,560 19,860 19,860 20,160
8 20,971 21,271 21,271 21,571
9 21,911 22,211 22,211 22,511
10 22,551 22,851 22,851 23,151
11 23,151 23,451 23,451 23,751
12 24,345 24,645 24,645 24,945
13 25,601 25,901 25,901 26,201
14 26,921 27,221 27,221 27,521
Step A B C D
1 16,781 17,081 17,081 17,381
2 17,131 17,431 17,431 17,731
3 17,481 17,781 17,781 18,081
4 17,831 18,131 18,131 18,431
5 18,231 18,531 18,531 18,831
6 18,631 18,931 18,931 19,231
7 19,560 19,860 19,860 20,160
8 20,971 21,271 21,271 21,571
9 22,351 22,651 22,651 22,951
10 23,291 23,591 23,591 23,891
11 23,931 24,231 24,231 24,531
12 25,307 25,607 25,607 25,907
13 26,762 27,062 27,062 27,362
14 28,301 28,601 28,601 28,901
Step A B C D
1 17,969 18,269 18,269 18,569
2 18,319 18,619 18,619 18,919
3 18,669 18,969 18,969 19,269
4 19,019 19,319 19,319 19,619
5 19,369 19,669 19,669 19,969
6 19,769 20,069 20,069 20,369
7 20,169 20,469 20,469 20,769
8 21,098 21,398 21,398 21,698
9 22,509 22,809 22,809 23,109
10 23,889 24,189 24,189 24,489
11 24,829 25,129 25,129 25,429
12 26,398 26,698 26,698 26,998
13 28,066 28,366 28,366 28,666
14 29,839 30,139 30,139 30,439
Column “A”: assistant base salary
Column “B”: assistant base salary plus differential for holding a substitute certificate
Column “C”: assistant base salary plus differential for holding a B.A. degree
Column “D”: assistant base salary plus differential for holding both a substitute certificate and a B.A. degree
Longevity Factor: Classroom Assistants and Crisis Intervention Specialists with twelve or more years experience as Classroom Assistants, Behavioral Assistants, Crisis Intervention Specialists (or equivalent positions) shall be entitled to $500 additional pay per year. (Twelve years cumulative experience shall mean twelve full school years or the aggregate of twelve years total experience where part-time employment is a factor.) For persons hired to begin initial employment after January 5, 1999, longevity payments shall be made after twelve full years in the district.
CERTIFIED OCCUPATIONAL THERAPY
PHYSICAL THERAPIST ASSISTANTS
2002-03 2003-04 2004-05 2005-06
1 31,708 33,515 35,361 37,419
2 32,208 34,015 35,861 37,919
3 32,708 34,515 36,361 38,419
4 33,208 35,015 36,861 38,919
5 33,708 35,515 37,361 39,419
6 34,208 36,015 37,861 39,919
B.A. Factor: $300 additional pay per year for possessing a baccalaureate degree.
Longevity Factor: COTAs and PTAs with twelve or more years experience as a COTA, PTA or Classroom Assistant shall be entitled to $500 additional pay per year. (Twelve years experience shall mean twelve full school years or the aggregate of twelve years total experience where part-time employment is a factor.) For persons hired to begin initial employment after January 5, 1999, longevity payments shall be made after twelve full years in the district.
CRISIS INTERVENTION SPECIALIST
Step A B C D
1 27,892 28,192 28,192 28,492
2 28,392 28,692 28,692 28,992
3 28,892 29,192 29,192 29,492
4 29,392 29,692 29,692 29,992
5 29,892 30,192 30,192 30,492
6 30,392 30,692 30,692 30,992
Step A B C D
1 29,497 29,797 29,797 30,097
2 29,997 30,297 30,297 30,597
3 30,497 30,797 30,797 31,097
4 30,997 31,297 31,297 31,597
5 31,497 31,797 31,797 32,097
6 31,997 32,297 32,297 32,597
Step A B C D
1 31,137 31,437 31,437 31,737
2 31,637 31,937 31,937 32,237
3 32,137 32,437 32,437 32,737
4 32,637 32,937 32,937 33,237
5 33,137 33,437 33,437 33,737
6 33,637 33,937 33,937 34,237
Step A B C D
1 32,965 33,265 33,265 33,565
2 33,465 33,765 33,765 34,065
3 33,965 34,265 34,265 34,565
4 34,465 34,765 34,765 35,065
5 34,965 35,265 35,265 35,565
6 35,465 35,765 35,765 36,065
*SALARIES ARE BASED ON 213 DAY WORK YEAR
Overnight trips $90.00 per employee per night
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