THE WALLKILL VALLEY
BOARD OF EDUCATION
THE WALLKILL VALLEY
Covering the period
JULY 1, 2008
June 30, 2011
TABLE OF CONTENTS
I Grievance Procedure 2
II Association Rights and Privileges 4
III Non-Teaching Duties 7
IV Teaching Hours and Teaching Load 7
V Leaves of Absence 8
VI Payment for Credits 11
VII Teacher Rights 12
VIII Salaries 12
IX Insurance 13
X Miscellaneous 14
XI Duration 15
Ratification and Confirmation 15
Schedule A-1 Salary Guide 16
Schedule A-2 Salary Guide 17
Schedule A-3 Salary Guide 18
Schedule B Co-Curricular Guide
I - Activities 19
II - Athletics 20
This AGREEMENT, entered into the beginning of the 2008 school year between the BOARD OF EDUCATION OF WALLKILL VALLEY REGIONAL HIGH SCHOOL DISTRICT hereinafter called the “Board” and the WALLKILL VALLEY EDUCATION ASSOCIATION, an incorporated association, hereinafter called the “Association”.
WITNESSETH, that WHEREAS, a majority of the teaching staff and the Athletic Trainer of the Wallkill Regional School System have designated the Wallkill Valley Education Association as their representative for the purpose of collective negotiation in accordance with and pursuant to the provisions of N.J.S.A. 14:13A5.3, and
WHEREAS, the Association and Board have reached certain understandings which they desire to confirm to this Agreement pursuant to Chapter 123, Public Laws of 1974, as amended:
IT IS MUTUALLY AGREED AS FOLLOWS:
ARTICLE I - GRIEVANCE PROCEDURE
A “grievance” is a claim by an employee based upon the interpretation, application or violation of this Agreement, policies or administrative decisions affecting the terms and conditions of his/her employment. The Association may process such a grievance if the grievant does not wish to do so.
To be considered under this procedure, a grievance must be initiated by the grievant within twenty (20) contractual working days of the time the grievant knew or should have known of its occurrence.
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 informal and confidential as may be appropriate at any level of the procedure.
1. Failure at any step of this procedure to communicate the decision on a grievance within
the specified time limits shall permit the aggrieved employee to proceed to the next
step. Failure at any step of this procedure to appeal a grievance to the next step
within the specified time limits shall be deemed to be acceptance of the decision rendered
at that step.
2. The number of days indicated at each level should be considered as a maximum and every effort should be made to expedite the process. The time limits specified may,
however, be extended by mutual agreement.
3. It is understood that the aggrieved employee shall, during and notwithstanding the
pendency of any grievance, continue to observe any assignments and applicable rules
and regulations of the Board until such grievance and any effect thereof shall have
been fully determined.
4. Level One - Any employee who has a grievance shall discuss it first with his/her
immediate supervisor in an attempt to resolve this matter informally at that level.
5. Level Two - If, as a result of the discussion, the matter is not resolved to the
satisfaction of the employee within five (5) school days, he/she shall set forth
his/her grievance, in writing, to a vice principal within five (5) school days
a. the nature of the grievance and the provision or provisions of the Agreement
alleged to be violated;
b. the nature and extent of the loss, injury or detriment;
c. the results of previous discussion; and
d. his/her dissatisfaction with decisions previously rendered and the relief and/or
A vice principal shall communicate his/her decision to the employee, in writing, within
ten (10) school days of receipt of the written grievance.
6. Level Three - The employee, no later than five (5) school days after receipt of the decision in Level Two, may appeal the decision to the Superintendent/Principal who shall
communicate, in writing, to the employee within ten (10) school days.
7. Level Four - If the grievance is not resolved, the employee may, within five (5) days,
appeal his/her grievance, in writing, to the Board of Education through the
Superintendent/Principal, who shall attach all related papers and forward the appeal
to the Board. The Board, or a committee thereof, shall review the grievance and shall
hold a hearing with the employee. The Board shall render a decision, in writing, within
thirty (30) school days of receipt of the written grievance.
8. If the decision of the Board does not resolve the grievance to the grievant’s
satisfaction and the Association wishes review by the third party, it shall so notify the
Board, in writing, within ten (10) school days of receipt of the Board’s decision.
Grievances concerning, (a) a complaint by an employee which arises by reason of his/her
not being re-employed; (b) a complaint by an employee occasioned by the withholding of
a salary increase or increment; (c) any matter which according to law is either beyond the
scope of Board authority or limited to action by the Board alone; and (d) any matter for
which a method for review is prescribed by law or any rule or regulation of the State
Commissior of Education such as, but not limited to, questions of increment denial or
suspension, shall not be subject to arbitration.
9. Within ten (10) school days after receipt of the request for arbitration, the Board
and the Association shall attempt to agree upon a mutually acceptable arbitrator.
If the parties are unable to agree, a request for a list of arbitrators shall be made
jointly to the P.E.R.C. The parties shall then be bound by the rules and procedures
of the P.E.R.C. in the selection of an arbitrator.
10. The arbitrator shall limit him/herself to the issues submitted to him/her and shall
not add to nor subtract anything from the Agreement between the parties. The
Arbitrator’s decision shall be binding only to the extent required by law. The
parties shall be responsible for all costs incurred by each and only the fees and
expenses, if any, of the arbitrator shall be shared by each party paying one-half.
1. Any aggrieved person may be represented at all stages of the
grievance procedure by him/herself or, at his/her option, by a
representative selected or approved by the Association.
2. When an employee is not represented by the Association, the
Association shall have the right to be present and to state its views
at all stages of the grievance procedure.
ARTICLE II - ASSOCIATION RIGHTS AND PRIVILEGES
A. The Board agrees to make available to the Association, upon request, information
required by the Association in developing accurate and realistic programs. Said
information shall be in the form of existing public information and additional existing
budgetary and financial material and data. Names and addresses of new personnel
shall be made available to the Association for the purposes of mailing, informing and
roster construction. A comprehensive list of total existing personnel shall be made
available with the appropriate guide step level for the purpose of proposal calculation
B. Whenever any member - representative of the WVEA or any teacher - is mutually
scheduled by both parties to participate during working hours in negotiations,
grievance proceedings, conferences or meetings, he/she shall suffer no loss in pay.
C. Representatives of the WVEA shall be permitted to transact official Association
business on school property after approval of said use by the School Superintendent
and subject to conditions and regulations as set by the Wallkill Valley Board of
Education. Notification of said intended use shall be submitted to the Superintendent
at least one week prior thereto (except in cases of an Association declared emergency)
whereupon the permission for said use shall not be unreasonably withheld.
D. The Association shall have the privilege of reasonable use of office equipment
such as typewriters, photocopiers, computers, and calculating machines, upon
request, in such locations and at such times as set by the Administration provided
the Association pays for any damage it is responsible for.
E. The Association shall have the right to purchase expendable office supplies and
other materials from the Board of Education at the price paid by the Board
provided the Association pays for supplies in advance and that supplies are on
hand in sufficient quantities to meet the educational needs of the school.
F. The Association shall share with the Administration a bulletin board for official
business in the faculty lounge.
G. The Association shall have the right to use the inter-school mail facilities and
school mailboxes with the provision that this does not interfere with regular school
H. An Association representative may speak at all faculty meetings upon the request
of the representative after conclusion of the regular meeting.
I. Agency Shop
1. The Board agrees to deduct the fair share fee from the earnings of those
employees who elect not to become members of the Association and
transmit the fee to the majority representative in compliance with N.J.S.A.
2. The deduction shall commence for each employee who elects not to
become a member of the Association during the month following written
notice from the Association of the amount of the fair share assessment.
3. The Association shall furnish to the Board a statement that it has
determined the amount of the fair share fee in accordance with the
formulated requirements of the N.J.S.A. 34:13A-5.4. The fair share fee
for services rendered by the Association shall not exceed eighty five (85%)
of the regular membership dues, fees, and assessments.
4. The Association shall furnish to the Board a statement that it has established a
“demand and return system” in accordance with the requirements of N.J.S.A. 34:
13A-5.4 whereby any employee can challenge the assessment as computed by the
Association. This appeal procedure shall in no way involve the Board or require
the Board to take any action other than to hold the fee in escrow pending resolution
5. The Association shall indemnify, defend and save the Board harmless against any and
all claims, demands, suits, or other forms of liability, including legal fees, that shall
arise out of or by reason of action taken by the Board in reliance upon salary
deduction authorization cards or the fair share assessment information as furnished
by the Association to the Board, or in reliance upon the official notification by letter
from the Association and signed by the President of the Association advising of any
changes in salary dedications or fair share fees.
6. A. Liability
The Association agrees to indemnify and hold the Board harmless against any
liability which may arise by reason of any action taken by the Board in complying
with the provisions of this Article, provided that:
(i) The Board gives the Association timely notice, in writing, of any claim, demand,
suit or other form of liability in regard to which it will seek to implement this
(ii) if the Association so requests, in writing, the Board will surrender to it full
responsibility for the defense of such claim, demand, suit, or other form of liability
and will cooperate fully with the Association in gathering evidence, securing witnesses
and in all other aspects of said defense.
It is expressly understood that subparagraph ‘a.’ above will not apply to any claim,
demand, suit, or other form of liability which may arise as a result of any type of
willful misconduct by Board or the Board’s imperfect execution of the obligations
imposed upon it by this Article.
J. The Association president shall be released from two assigned duty periods per week to
conduct association business.
ARTICLE III - NON TEACHING DUTIES
A. Teachers shall not be required to transport students to extra-curricular activities which
take place away from the school; however, teachers sponsoring such activities shall
be responsible for arranging with parents or the administration for transportation of
students where bus transport is not available.
B. The following Advisors/Coaches who must travel to and from meetings or practice
to conduct their activities on a regular basis shall be paid a yearly travel stipend of
$50.00: Bowling, Skiing, Swimming, Golf.
ARTICLE IV - TEACHING HOURS AND TEACHING LOAD
A. The in-school work year for ten month employees shall not exceed 182 days, one of
which shall be the first day of school on which the students arrive later in the day.
Both non-pupil contact days shall include professional development activities
applicable to the 100 hour New Jersey State Staff Development requirement.
B. The daily teaching load in the high school shall be five teaching periods, one extra
duty assignment, and one planning period. The teaching of any classes, in addition to
the five teaching periods, may be required when the Administration determines the
necessity thereof due to emergency situations and the Board of Education expressly
authorizes same. Any such additional teaching period shall be accepted by the
individual teacher by separate voluntary written agreement. A copy of the signed and
approved agreement will be filed with the WVEA by the teacher involved.
C. 1. Teacher preparation shall be limited to three unless a situation arises that would
cause one or more of the following to occur: the reduction of a program(s), hiring
of additional staff, or the reduction of staff. The teacher(s) so affected shall be
given the opportunity to accept an assignment of more than three preparations.
In all cases, the Association shall be notified at the beginning of all considerations.
Voluntary agreements shall be entered into the teacher and the Board of Education
and copies will be filed with the Association.
2. Different levels of preparation for the same subject are considered to be one
D. “Back to School Night” is a required obligation for the professional staff.
E. Effort will be made, wherever feasible, to give at least twenty four (24) hours advance
notice and an agenda, if indicated, for after school meetings except in the case of
F. On all Fridays, and the day preceding a holiday or vacation, teachers shall be
allowed to leave at the end of the student day. The teacher work day shall be seven
(7) hours and twenty (20) minutes.
G. Teachers shall be reassigned from duty periods to cover classes on a rotating basis.
ARTICLE V - LEAVES OF ABSENCE
Any teacher or employee who may have cause to be absent from school must give
notice to the vice-principal on the night before such an absence, or not later than
7:30 a.m. on the day such absence is known to the teacher or employee. Failure
to comply with the above may cause forfeit of payment of one full day’s salary.
In case of a bona fide emergency, the Superintendent may waive the forfeit.
B. Absence for Personal Illness
1. Sick leave is defined as absence from post of duty because of personal
disability due to illness or injury, or because of exclusion from school
by the medical authorities on account of a contagious disease or being
quarantined for such a disease in the immediate household.
2. Absence for personal disability shall be allowed and shall include full pay, not to
exceed twelve (12) days, ten (10) of which are sick days and two (2) of which are
3. If fewer than twelve (12) sick days of allotted sick and emergency leave are taken
in any school year, then the number of days not utilized shall be accumulated without
4. Absences on sick leave shall be charged first to the days allowed for the current school
year until it is fully utilized and thereafter to the cumulative credit to the extent such
credit is available.
5. In cases of illnesses extending beyond the teacher’s or employee’s sick leave credit,
the deductions will be made on the basis of 1/20 per day of the monthly basic salary.
6. In case of illness incurred during the school day which results in the teacher leaving
school before 11:00 a.m., a full day will be charged, if after 11:00 a.m, a half day will
7. Upon retirement and in accordance with the requirements of the Teachers Pension
and Annuity Fund, all present employees shall be paid the sum of $60 per day for
each unused sick day accumulated to the day of retirement. For employees hired after
July 1, 1996, the rate of pay shall be $60 per day for each day of unused sick days to
a maximum of $10,000. Retirement shall mean a teacher having filed the necessary
papers to effect same with the New Jersey State Teachers’ Retirement System or the
Teachers’ Pension and Annuity Fund. Notice of intent to retire shall be given to the
Board by December 1 of the school year of intended retirement. The employee shall
be paid on the first business day following July 1. Failure to give notice may result in
delay of payment until the following school year.
C. Absence due to death in the teacher’s or employee’s immediate family or household shall
be allowed with pay for the required period not to exceed five (5) school days one of which shall be the day of death or the day of the funeral. The term “immediate family” shall include wife, husband, children, mother, father, mother-in-law, father-in-law, sister, brother.
D. Two (2) days with full pay shall be allowed in the event of the death of a grandparent and
one (1) day with pay shall be allowed in the event of the death of other non-immediate
members of the family. In both instances, one day shall be either the day of death or the
day of the funeral.
E. Four (4) days leave will be granted without loss of pay for school, legal business, household
or family matters which requires the absence during school hours. This section does not
apply to the day preceding or following any vacation period. Application should be made to
the principal one week prior to the day/days requested and the applicant shall not be required
to state the reason for the absence provided the notice procedure is followed. In case of bona
fide emergency, upon application to the Superintendent, the latter may waive the one week
notice requirement. No more than two teachers shall be granted leave at any one time under
this section without permission of the Board of Education after application. Any fraction of a
day shall be considered as a whole day’s absence. Any or all of the four days that are not
utilized in a given year will accrue to the employee’s sick leave.
F. Professional Business
Absences to attend conferences, workshops, critiques, visitations to other schools,
conventions, shall be allowed with full pay upon approval by the Superintendent
1. Any such leave shall be limited to three days either staggered or consecutive, during
any one school year.
2. No more than two teachers shall be permitted to exercise the privilege as herein
provided at any one time.
3. Expenses for attendance at special conventions or meetings shall be allocated by the
Board of Education.
4. Any teacher desiring to attend a professional convention or meeting shall apply to the
Superintendent for approval not later than ten (10) days in advance of the convention
or meeting date.
G. Absence for the purpose of marriage or to attend weddings of friends or relatives may be
allowed with the teacher’s or employee’s pay reduced by the cost of the substitute’s pay,
upon approval of the Superintendent.
H. Court Order
Absence from school by reason of subpoena shall be allowed with pay provided that the
subpoena is filed with the Superintendent. If a teacher is a party to a suit, absence from
school in that connection shall be without pay, unless the Board, at its discretion, shall
determine otherwise, or if the individual is under subpoena.
I. Sabbatical Leave: The Board of Education establishes a sabbatical leave under the following
1. Applications be forwarded, in writing, to the Board of Education by March
1 of the year preceding the intended sabbatical. In order to be eligible, a
person should have been in the employ of Wallkill Valley and Franklin Districts
(service in Franklin prior to 1982) for fifteen years or seven (7) years at Wallkill.
2. One person per year may be selected by the Board in accordance with the
educational merit of the proposal which shall at least include:
Full time study in an accredited graduate program. (Full time is defined as
twenty four (24) credits, eighteen (18) of which must be in the person’s
3. Compensation for the sabbatical year will be full pay for one (1) year
only. The base pay will be on the salary guide of the year when the person
is on sabbatical and payment is based on the assumption of successful
completion of at least twenty (20) graduate credits. In every respect, a
sabbatical year will be treated as a normal year of employment in terms of
advancement on the salary guide.
4. The person on sabbatical must agree to return to Wallkill for a minimum of
three (3) years. An employe who leaves before three (3) years of employment
following sabbatical leave shall return that portion of the payment which is the
equivalent to the remaining time not worked, unless other mutually agreeable
terms can be established.
5. Graduate reimbursement, as provided by the contract, will remain exactly in
J. Extended Absences
All extended absences and other absences not otherwise specifically covered herein shall
be considered only after application therefor to the Board of Education. In granting any
leave upon special application, the Board of Education reserves the right to impose such
conditions and terms with regard to the time period, point on the salary guide when the
teacher returns, position upon return and other matters it deems appropriate.
K. In the event no substitute is available during a teacher’s or employee’s absence,
deducation of substitute’s wages shall be made in all cases where such deduction would
have applied had a substitute been employed.
L. In all decisions covering “Leaves” which are optional, the decision of the Board of
Education shall not be subject to the Grievance Procedure of this Agreement.
ARTICLE VI - PAYMENT FOR CREDITS
A. The Board of Education agrees to reimburse any staff member at the New Jersey State
College cost of a graduate credit which is taken while his contract is in effect at the
Wallkill Valley Regional High School District up to a total of nine (9) credits in
any one year including the summer months between the effective dates of his/her contract.
B. Six (6) credits must be in the subject field in which he/she is employed or certified and
a maximum of three (3) credits may be out of his/her field. It is recommended, but not
mandatory to receive approval, that a teacher be fully matriculated in a recognized college
C. In order for reimbursement to occur, a teacher must obtain a grade of “B” or better for
D. Payment will be made within forty (40) days of submission of the course to the
E. Credits must be taken at an accredited college.
F. All courses must be submitted to the Superintendent for approval prior to taking and/or
enrolling in such courses. A form will be provided.
ARTICLE VII - TEACHER RIGHTS
A contract for extra-curricular assignment should accompany the teaching contract
ARTICLE VIII - SALARIES
A. The salaries of all teachers covered by this agreement are set forth in Schedules “A-1,
A-2, and A-3,” which are attached hereto and made a part hereof. An annual award of
service longevity has been mutually agreed upon and is made a part of Schedule A - the
B. Teachers shall be paid on the 15 and 30 of each month in twenty (20) equal installments,
September through June, for ten (10) month employees and twenty-four (24) equal
installments for twelve (12) month employees.
C. Teachers may individually elect to have ten percent of their monthly salary deducted from
their pay. These funds will be directly deposited into a personal interest-bearing savings
account to be drawn upon by the employee at his/her convenience.
D. When a payday falls on or during a school holiday, vacation, or weekend, teachers shall
receive their paychecks on the last previous working day.
E. Teachers shall receive their final checks on the last working day in June after completion
of their duties. Teachers shall receive the pay schedule for the school year on the first
working day in September or the day of the manual issue, but in either case, prior to
F. Staff members shall be paid at the following per period rate for substituting:
G. Home Instruction shall be paid at the following hourly rate: $ 42.00 with no
H. Any staff member will be compensated for summer work at the hourly rate of:
I. The parties have agreed to the mileage rate established by the IRS on July 1, 2008
($ .58 1/2). However, due to a regultion received from the Commissioner of
Education, a mileage rate of $.31 center per mile is established and shall be in
effect until such time that this regulation is legally changed through proceedings.
J. Administrative detention duty will be paid at the same rate as F above per session.
K. Extra-curricular salaries are set forth in Schedule “B”, which is attached hereto and
made a part hereof.
L. An employee who has an earned Doctorate shall have $2,750 added to the salary
as it appears in Schedule A.
ARTICLE IX - INSURANCE
A. Present health care benefits shall be continued during the term of this Agreement.
Present health care benefits shall be continued during the term of this Agreement
for all employees hired prior to July 1, 2002 except as specifically modified in other
parts of this Article. Employees hired for employment subsequent to September
1, 2002, shall enjoy the same benefits and options as other employees except for
the limiting language of Paragraph G below.
B. Dental Plan - The Board will pay the premiums coverning full family dental insurance
at the rate currently in existence. The Board’s contribution per teacher and family
shall remain at the present premium cost for the duration of the Agreement.
C. Prescription Plan
1. The Board will provide 100% payment of premiums for employee and dependent
coverage (family plan) for the duration of this Agreement.
2. The Prescription Plan shall be one which requires the employee to contribute a
co-pay as follows:
Name Brand: $20
Generic: $ 5 Mail Order: (0)
D. Optical Plan - The Board shall pay the premium for an optical plan for employee and
E. Retirees shall be allowed to purchase, through the Board of Education, at the group
rate, at no cost to the Board, all or any insurance offered above.
F. No later than July 1 of each school year, each employee shall have the option
of informing the Superintendent of Schools, in writing, that he/she does not wish to
be covered by any or all of the Board of Education’s Health Insurance benefits. That
employee shall be entitled to receive 50% of the cost of the premium of the particular
plan for which the employee was eligible. Payment shall be made in equal monthly
payments over the school year. The employee shall have the right to have these monies
deposited directly into a Tax Shelter Annuity or added directly to the periodic paycheck
on a monthly basis, September through June. Employees have the option of acquiring
full coverage at the conclusion of each school year if they so choose. Without notice
prior to September 1, choice of coverage from the preceding year shall remain in effect.
Employees and their eligible dependents can re-enroll in any plan which they had
previously waived, without a waiting period and without limitations for pre-existing
conditions. Re-enrollment can occur each July 1 for any reason, or at any other date
in response to a “life event” as defined in COBRA and ERISA statutory and regulatory
language. Such “life events” include: death or disability of the employee’s spouse; loss
of spouse’s employment; involuntary reduction in spouse’s work hours resulting in loss
of benefits; divorce or legal separation; or activation to full time military status. Re-
enrollment may also occur when there has been an involuntary diminution in a spouse’s
G. New employees hired to begin in the 2002-03 school year, and thereafter, shall only
be eligible for Point of Service (POS) Medical Coverage in the category of eligibility
for which the employee qualifies (Family, Single, Parent). Upon the acquisition of
tenure, all such employees shall be eligible for the same Health Care Benefits as pre-
2002-03 school year employees.
H. Effective July 1, 2009, the deductible for the Traditional Heatlh Coverage shall be
increased as follows: $100 to $200; $200 to $400.
I. For 2009-10 and 2010-11 years, the Traditional Health Plan employees, as of July
1, 2008, as well as those exercising benefits under Article IX, para. 2, shall be
eligible for a one time stipend for voluntary movement to POS Health coverage as
follows: Single - $1500; Parent & Child - $2000; Two (2) Adults as well as Family
coverage - $2500.
ARTICLE X - MISCELLANEOUS
A. Any individual contract between the Board and an individual teacher shall be subject to,
and consistent with, the terms and conditions of this Agreement.
B. Any available positions which can be filled by a member of the bargaining unit shall be
posted in the public schools with a copy to the Association.
C. The parties agree to enter into collective negotiation over a successor Agreement in
accordance with Chapter 123: Public Laws of 1974, as amended, in a good-faith effort
to reach agreement on all matters concerning the terms and conditions of teachers
employment. Any agreement so negotiated shall apply to all teachers, be reduced to
writing, be signed by the Board and the Association and be adopted by the Board.
ARTICLE XI - DURATION
This Agreement shall be effective July 1, 2008, and shall continue in effect until June 30, 2011. Such Agreement shall not be modified in whole or in part except by an instrument in writing executed by both parties.
IN WITNESS WHEREOF, the Wallkill Valley Education Association has caused this Agreement to be signed by its representative and the Wallkill Valley Regional High School Board of Education has caused this Agreement to be signed by its President, attested to by its Secretary, and its corporate seal to be placed hereon, all on the day and year first above mentioned.
RATIFICATION AND CONFIRMATION
The parties hereto, by the execution hereof, do ratify, acknowledge and agree that this Agreement dated September, 2008, shall constitute the agreement between the Association and the Board pursuant to Chapter 123, Public Laws of 1974, as amended, until further modified in accordance with provision thereof.
Dated: WALLKILL VALLEY EDUCATION ASSOCIATION
Andrew VanDerPlaats, President
ATTEST: BOARD OF EDUCATION
WALLKILL VALLEY REGIONAL HIGH SCHOOL
Elizabeth Flatt, Secretary Stanley Dabrowski, President
WALLKILL VALLEY REGIONAL HIGH SCHOOL
Category BA BA+15 MA MA+30 MA+60
1 47,715 49,065 53,115 56,225 58,515
2 49,465 50,815 54,865 57,975 60,265
3 51,365 52,715 56,765 59,875 62,165
4 53,415 54,765 58,815 61,925 64,215
5 55,615 56,965 61,015 64,125 66,415
6 57,965 59,315 63,365 66,475 68,765
7 60,465 61,815 65,865 68,975 71,265
8 63,115 64,465 68,515 71,625 73,915
9 65,915 67,265 71,315 74,425 76,715
10 68,865 70,215 74,265 77,375 79,665
11 71,965 73,315 77,365 80,475 82,765
12 75,215 76,565 80,615 83,725 86,015
13 78,615 79,965 84,015 87,125 89,415
Longevity: After continuous service in the Wallkill Valley Regional School District and the
Franklin School District for the number of years indicated, longevity payments
shall be added to the base pay as follows:
15 years = $ 1,975
20 years = 3,325
25 years = 4,250
30 years = 4,900
WALLKILL VALLEY REGIONAL HIGH SCHOOL
Category BA BA+15 MA MA+30 MA+60
1 49,600 51,000 55,200 58,195 60,800
2 51,350 52,750 56,950 59,945 62,550
3 53,250 54,650 58,850 61,845 64,450
4 55,300 56,700 60,900 63,895 66,500
5 57,500 58,900 63,100 66,095 68,700
6 59,850 61,250 65,450 68,445 71,050
7 62,350 63,750 67,950 70,945 73,550
8 65,000 66,400 70,600 73,595 76,200
9 67,800 69,200 73,400 76,395 79,000
10 70,750 72,150 76,350 79,345 81,950
11 73,850 75,250 79,450 82,445 85,050
12 77,100 78,500 82,700 85,695 88,300
13 80,500 81,900 86,100 89,095 91,700
Longevity: After continuous service in the Wallkill Valley Regional School District and
the Franklin School District for the number of years indicatd, longevity
payments shall be added to the base pay as follows:
15 years = 1,975
20 years = 3,325
25 years = 4,250
30 years = 4,900
WALLKILL VALLEY REGIONAL HIGH SCHOOL
Category BA BA+15 MA MA+30 MA+60
1 50,455 51,905 56,255 59,155 62,055
2 52,475 53,925 58,275 61,175 64,075
3 54,575 56,025 60,375 63,275 66,175
4 56,760 58,210 62,560 65,460 68,360
5 59,165 60,615 64,965 67,865 70,765
6 61,675 63,125 67,475 70,375 73,275
7 64,290 65,740 70,090 72,990 75,890
8 67,015 68,465 72,815 75,715 78,615
9 69,855 71,305 75,655 78,555 81,455
10 72,815 74,265 78,615 81,515 84,415
11 75,900 77,350 81,700 84,600 87,500
12 79,115 80,565 84,915 87,815 90,715
13 82,475 83,925 88,275 91,175 94,075
Longevity: After continuous service in the Wallkill Valley Regional High School District
and the Franklin School District for the number of years indicated, longevity
payments shall be added to the base pay as follows:
15 years = 1,975
20 years = 3,325
25 years = 4,250
30 years = 4,900
WALLKILL VALLEY REGIONAL HIGH SCHOOL 1 2 3 4 5 6 7
I - Activities
Band/Choral 3585 3850 4110 4375 4640 5060 5480
Yearbook/Photo 3930 4395 4850 5305 5765 6290 6810
Drama 2150 2410 2670 3170 3345 3525 3850
Newspaper 2010 2270 2530 2795 3055 3250 3455
Student Council 2010 2270 2530 2795 3055 3250 3455
Senior Class Advisor 2010 2270 2530 2795 3055 3250 3455
Music Director/Play 1595 1790 1985 2180 2385 2580 2780
Drama Assistant 1595 1790 1985 2180 2385 2580 2780
Band Front 1595 1790 1985 2180 2385 2580 2780
Junior Class Advisor 1595 1790 1985 2180 2385 2580 2780
Peer Counseling 1525 1720 1920 2110 2310 2500 2705
SADD 1120 1385 1520 1650 1780 1970 2170
Lighting/Sound 1120 1385 1520 1650 1780 1970 2170
Soph Class Advisor 1000 1125 1260 1390 1525 1655 1785
Frosh Class Advisor 1000 1125 1260 1390 1525 1655 1785
National Honor Society 1000 1125 1260 1390 1525 1655 1785
Literary Magazine 1000 1125 1260 1390 1525 1655 1785
AVA 660 755 865 965 1055 1185 1315
Academic Bowl 660 755 865 965 1055 1185 1315
Costume Designer 660 755 865 965 1055 1185 1315
FBLA 660 755 865 965 1055 1185 1315
Mock Trial 660 755 865 965 1055 1185 1315
Chess Club 660 755 865 975 1055 1185 1315
TSA 660 755 865 975 1055 1185 1315
Art Club 660 755 865 975 1055 1185 1315
Environmental Club 660 755 865 975 1055 1185 1315
Science League 660 755 865 975 1055 1185 1315
Science Olympiad 660 755 865 975 1055 1185 1315
Model UN 660 755 865 975 1055 1185 1315
BASIC 660 755 865 975 1055 1185 1315
Nat Art Honor Society 660 755 865 975 1055 1185 1315
Honors Choir 660 755 865 975 1055 1185 1315
Anime Club 660 755 865 975 1055 1185 1315
Kindness and Justice 660 755 865 975 1055 1185 1315
Webmaster Club 660 755 865 975 1055 1185 1315
*If positions are shared by multiple parties, the stipend will be proportionately divided.
II - Athletics
1 2 3 4 5 6 7
Football (Head) 5245 5575 5900 6290 6760 7275 7865
Trainer (Head) 4370 4640 4930 5340 5745 6175 6600
Track Coordinator 4370 4640 4930 5340 5745 6175 6600
Basketball (Head) 4370 4640 4930 5340 5745 6175 6600
Wrestling (Head) 4370 4640 4930 5340 5745 6175 6600
Baseball (Head) 4085 4340 4645 5010 5380 5810 6235
Softball (Head) 4085 4340 4645 5010 5380 5810 6235
Field Hockey 4085 4340 4645 5010 5380 5810 6235
Soccer 4085 4340 4645 5010 5380 5810 6235
Swimming (Head) 4085 4340 4645 5010 5380 5810 6235
Tennis (Head) 3620 3905 4200 4495 4840 5315 5700
Cross Country (Head) 3620 3905 4200 4495 4840 5315 5700
Golf (Head) 3210 3540 3800 4050 4310 4630 4965
Fall Cheerleading (Head) 3210 3540 3800 4050 4310 4630 4965
Winter Cheerleading (Head) 3210 3540 3800 4050 4310 4630 4965
Tennis (Ass’t) 2910 3175 3475 3705 3930 4265 4585
Track (Ass’t) 2910 3175 3475 3705 3930 4265 4585
Baseball/Softball(Ass’t) 2910 3175 3475 3705 3930 4265 4585
Football (Ass’t) 2910 3175 3475 3705 3930 4265 4585
Basketball/Wrestling(Ass’t) 2910 3175 3475 3705 3930 4265 4585
Field Hockey (Ass’t) 2910 3175 3475 3705 3930 4265 4585
Soccer (Ass’t) 2910 3175 3475 3705 3930 4265 4585
Swimming (Ass’t) 2910 3175 3475 3705 3930 4265 4585
Weight Trainer 2910 3175 3475 3705 3930 4265 4585
Bowling (Head) 2850 3170 3430 3645 3855 4180 4510
Ski (Head) 1830 2095 2320 2550 2780 2975 3170
Cheerleading (Ass’t) Fall 1830 2095 2320 2550 2780 2975 3170
Cheerleading (Ass’t) Winter 1830 2095 2320 2550 2780 2975 3170
For all new appointments after 7/1/96
If positions are shared by multiple parties, the stipend will be proportionately divided
May 22, 2007
WHEREAS, the School Board of Wallkill Valley Regional High School (the “Board”) intends to make non-salary reduction contributions on behalf of certain classes of employees;
WHEREAS, the Board will not permit any individual employee to have an option of receiving the equivalent amounts as compensation;
WHEREAS, the Economic Growth and Tax Relief Reconciliation Act of 2001 (“EGTRRA”) amended Section 403(b)(3) of the Internal Revenue Code of 1986, as amended (the “Code”) to permit employers to make non-elective contributions to 403(b) programs for employees of the District, and
WHEREAS, the District wishes to make such contributions permitted under Sections 403(b)(3) and Section 415(c)(1) of the Code for certain employees,
NOW, THEREFORE, IT IS RESOLVED that the Board hereby authorizes and directs that the District institue and implement a policy(s) to make non-elective employer contributions into 403(b) contracts for each eligible individual as defined in the policy(s), provided that such contributions shall not exceed the limits of Section 415(c)(1) of the Code and shall not continue beyond the five (5) year period after the year of separation of employment authorized under Section 403(b)(3) of the Code.
FURTHER RESOLVED that the proper employees of the Board be and they are hereby authorized and directed to take any and all actions necess
ary or desirable to implement the resolutions as set forth herein.