Contract Between
N Hunterdon-Voorhees Reg HS B/E-Hunterdon
- and -
N Hunterdon-Voorhees Reg HS Admin Assn
* * *
07/01/2006 thru 06/30/2009

CategorySchool District

Contract Text Below










July 1, 2006 – June 30, 2009



I RECOGNITION . . . . . . . . . . . . . . . . 2

II NEGOTIATION PROCEDURE . . . . . . . . . . . 4

III GRIEVANCE PROCEDURE . . . . . . . . . . . . 6

IV ADMINISTRATOR RIGHTS. . . . . . . . . . . . 12


VI MANAGEMENT RIGHTS CLAUSE. . . . . . . . . . 16

VII LOAD AND HOURS. . . . . . . . . . . . . . . 17

VIII EVALUATION. . . . . . . . . . . . . . . . . 18

IX LEAVES OF ABSENCE . . . . . . . . . . . . . 20

X SABBATICAL LEAVE. . . . . . . . . . . . . . 23

XI WORK YEAR . . . . . . . . . . . . . . . . . 26


XIII SCHOOL CALENDAR . . . . . . . . . . . . . . 29

XIV TRANSFER OF PERSONNEL . . . . . . . . . . . 30


XVI INSURANCE PROTECTION. . . . . . . . . . . . 33

XVII LEGAL ASSISTANCE. . . . . . . . . . . . . . 35

XVIII DEDUCTIONS FROM SALARY. . . . . . . . . . . 36


XX SALARY GUIDE. . . . . . . . . . . . . . . . 41

XXI DURATION OF AGREEMENT . . . . . . . . . . . 42


A. Unit Membership
      In accordance with Chapter 123, Public Laws of 1974, the Board hereby recognizes the Administrators’ Association, affiliated with the New Jersey Association of Secondary School Principals and Supervisors, as the exclusive and sole representative for the collective negotiation concerning the terms and conditions of employment for Principals, Assistant Principals, Director of Special Services, Directors of Athletics under contract or on authorized leave. All other personnel are excluded.
B. Definition
    1. “Board” shall herein refer to the North Hunterdon-Voorhees Regional High School District Board of Education.
    2. “Association” shall herein refer to the North Hunterdon-Voorhees Regional High School District Administrators’ Association.
    3. “Administrator” shall herein refer to members of the bargaining unit as defined in Article I, Section A above.
    4. “Full Time,” for the purpose of benefits only shall be an assignment of at least sixty (60%) percent of the normal work load and salary for members of the bargaining unit as defined in Article I, A. above. Employees working less than one hundred (100%) percent of the normal work load shall have their pay appropriately pro-rated.

A. Deadline Dates
      The parties agree to enter into collective negotiations over a successor agreement in accordance with Chapter 123, Public Laws 1974, in a good faith effort to reach agreement on all matters concerning the terms and conditions of Administrators’ employment. Negotiations shall begin in accordance with PERC rules during the calendar year preceding the calendar year in which this agreement expires.

B. Negotiating Team Authority
      Neither party in any negotiations shall have any control over the selection of the negotiating representatives of the other party. The parties mutually pledge that their representatives shall be clothed with all necessary power and authority to make proposals, consider proposals, and make counter-proposals in the course of negotiations subject to ratification by the Board and the Association in order to enter binding agreements.

C. Modification
    1. Understanding of Parties
      This agreement incorporates the entire understanding of the parties on all matters which were or could have been the subject of negotiation. During the term of this agreement, neither party shall be required to negotiate with respect to any such matter whether or not covered by this agreement and whether or not within the knowledge or contemplation of either or both of the parties at the times they negotiated or executed this agreement.
      This agreement shall not be modified in whole or in part by the parties except by an instrument in writing duly executed by both parties.
A. Definitions
      The term “grievance” means a complaint or claim that there has been a loss, injury, or inconvenience as the result of an improper application, interpretation or violation of any term or provision of this contract affecting a member or group of members.

B. Procedure
      1. Filing a Grievance
      A grievance may be filed by an individual member, a group of members or by the Association, as the representative of a group or class whose individual signatures shall not be necessary. Any grievance must be lodged at the proper initiating level within thirty (30) working days from the allegedly improper application, interpretation, or violation.
      2. Failure to Communicate a Decision
      Failure at any step to communicate the decision on a grievance within the specified time limitation shall permit the aggrieved to proceed to the next step. Failure to appeal within the specified time limitations from an answer which is unsatisfactory shall be deemed to constitute an acceptance of such response as dispositive.
      3. Informal Attempt to Resolve
      An individual Administrator who has a grievance shall discuss it first with his immediate supervisor in an attempt to resolve the matter informally. However, if the grievant is the Association, the initial discussion shall be at the level of the Board of Education; and, in such event, if the problem is not resolved to the satisfaction of the Association within ten (10) working days after the conclusion of the discussion, the procedures prescribed in the subsections of this section B shall become applicable.
      4. Level One – Immediate Superior
      If, as a result of the discussion, the matter is not resolved to the satisfaction of the grievant within five (5) working days, he shall set forth the grievance in writing to the immediate superior specifying:
          a. the nature of the grievance, including the specific section of the contract involved;
          b. the nature and extent of the injury, loss or inconvenience;
          c. the result of the previous discussion;
          d. the dissatisfaction with decisions previously rendered;
          e. the relief sought.
      The immediate superior shall communicate a decision to the grievant(s) in writing within three (3) working days of the receipt of the written grievance.
      5. Level Two – Superintendent of Schools
      The grievant, no later than five (5) working days after receipt of the immediate superior‘s decision, may appeal this decision to the Superintendent of Schools. The appeal to the Superintendent must be made in writing reciting the matter submitted to the immediate superior as specified above and the dissatisfaction with the decisions previously rendered. The Superintendent shall attempt to resolve the matter as quickly as possible, but within a period not to exceed ten (10) working days. The Superintendent shall communicate a decision in writing to the grievant and the immediate superior.
      6. Level Three – Board of Education
      If the grievance is not resolved to the grievant’s satisfaction, no later than five (5) working days after the receipt of the Superintendent’s decision, the grievant may request a review by the Board of Education. The request shall be submitted in writing through the Superintendent, who shall attach all related papers and forward the request to the Board of Education. The Board, or a committee thereof, shall review the grievance and shall at the option of the Board, hold a hearing with the grievant and render a decision in writing within thirty-five (35) calendar days of receipt of the grievance by the Board.
      7. Level Four – Arbitration
      If the decision of the Board does not resolve the grievance to the satisfaction of the grievant and the Association chooses to proceed, notice of intention to proceed to arbitration shall be given to the Board by the Association through the Superintendent within ten (10) working days after the receipt of the decision which is being appealed.
      The grievance shall then be subject to arbitration initiated and conducted under the rules of the American Arbitration Association.
      The Arbitrator shall limit himself to the issues submitted to him and shall consider nothing else. He can add nothing to, nor subtract anything from, the agreement between parties or any policy of the Board of Education. The opinion and award shall be final and binding. Only the Board, the aggrieved, and appropriate officials of the Association shall be given copies of the Arbitrator’s Opinion and Award. This shall be accomplished within thirty (30) calendar days of the completion of the Arbitrator’s hearings.
      8. Right to Representation
      Rights of Administrators to representation shall be as follows:
      Grievants may be represented at all stages of the grievance by their representative(s)and/or an attorney selected and approved by the Association.
      When a grievant is not represented by the Association in the processing of a grievance, the Association shall at the time of submission of the grievance to the Superintendent or any level, be notified that the grievance is in process, and have the right to be present and present its position in writing at all hearing sessions held concerning the grievance, and shall receive a copy of all decisions rendered.
      The Board and the Association shall assure the individual freedom from restraint, interference, coercion, discrimination, or reprisal in presenting an appeal with respect to a personal grievance.
      9. Separate Grievance File
      All documents, communications and records dealing with the processing of a grievance shall be filed in a separate grievance file and shall not be kept in the personnel file of any of the participants.

      10. Meetings and Hearings
      No meeting or hearing conducted under this procedure shall be public. The only parties in attendance shall be the parties in interest and their designated or selected representatives.
C. Costs
      Each party will bear the total cost incurred by themselves.
      The fees and expenses of the Arbitrator are the only costs which will be shared by the two parties and such costs will be shared equally.
A. Rights and Protection in Representation
      Administrators shall enjoy all rights as provided in Chapter 123, P.L. 1974.
B. Just Cause Provision
      No Administrator shall be disciplined, reduced in rank or compensation, or deprived of any professional advantage without just cause. Any such action asserted by the Board, or any agent or representative thereof, shall be subject to the grievance procedure.
C. Required Meetings or Hearings
      Whenever Administrators are required to appear before the Board, Superintendent, or any committee or member thereof concerning any matter that could result in the termination of employment of that Administrator, they shall be given prior notice (which will be in written form) of the reasons for such meetings or interview and shall be entitled to have (a) representative(s) of the Association and/or attorney present to advise them and represent them during such meeting or interview. Any suspension shall be with pay until formal determination by the Board of Education.
D. Reprimand
      The Board and the Association agree that as a matter of practice, any reprimand of an Administrator with respect to the performance of employment shall be made in confidence and not in public. The Board retains the right to question an Administrator in public in regard to any statement made in public. The Administrator has the right not to comment or to request a private session at that time. The Board shall honor such request or cease further discussion on that issue.

    A. Information
      The Board agrees to furnish to the Association in response to reasonable requests from time to time all available public information concerning the financial resources of the district, including but not limited to: annual financial reports and audits, register of certified personnel, agendas, and minutes of all Board meetings, census data, and such other information that shall assist the Association in developing intelligent, accurate, informed, and constructive programs on behalf of the Administrators, together with information which may be necessary for the Association to process any grievance or complaint.
    B. Use of School Buildings
      Representatives of the Association shall be permitted to transact official Association business on school property at all reasonable times provided that this shall not interfere with or interrupt their duties and/or normal school operations.
    C. Use of School Equipment
      The Association shall have the right to use school facilities and equipment, including computers, copying equipment, calculating machines, and all types of audio-visual equipment at reasonable times, when such equipment is not otherwise in use. Use of secretarial personnel for Association business on school time is not authorized.
    D. Exclusive Rights
      The rights and privileges of the Association and its members as set forth in this agreement shall be granted only to the Association as the exclusive representative of the Administrators, as defined in the unit, and to no other organization.
    E. Released Time for Meetings
      Whenever any member of the Association is mutually scheduled by the parties to participate during working hours in negotiations, grievance proceedings, conferences, or meetings there shall be no loss in pay and/or benefits.

The Board reserves to itself sole jurisdiction and authority over matters of policy and retains the right, subject only to the limitations imposed by the language of this agreement, in accordance with applicable laws and regulations (a) to direct employees of the school district; (b) to hire, promote, transfer, assign, and retain employees in positions in the school district, and to suspend, demote, discharge, or take other disciplinary action against employees; (c) to relieve employees from duty because of lack of work or for other legitimate reasons; (d) to maintain efficiency of the school district operations entrusted to them; (e) to determine the methods, means and personnel by which such operations are to be conducted; (f) to take whatever action may be necessary to carry out the mission of the school district in situations of emergency; and (g) to establish and approve curriculum and to expect Administrators to follow the approved curriculum.
    A. Administrators shall not be required to clock-in and clock-out, but may be expected to devote the time necessary to fulfill their responsibilities.
    A. Right to Full Knowledge
      The Board of Education and the Superintendent subscribe to the principle that an employee has the right to full knowledge regarding the judgment of superiors respecting the effectiveness of performance and that, further, is entitled to receive such recommendations that will assist in increasing the effectiveness of performance.
    B. Procedures
      The Board, in consultation with Administrators, will adopt policies and procedures for evaluating tenured and non-tenured Administrators.
C. Evaluation Procedures
        1. Copies of Reports
        Each Administrator shall sign all copies of each evaluation, which shall be in writing, attesting to the fact that he knows the contents of the evaluation. No evaluation may become part of an Administrator’s personnel file without the Administrator’s signature. Further, the Administrator shall receive a copy of each evaluation. Any material that the employee sees and refuses to sign, may be signed by the President of NHVRHSDAA to indicate the material had been read to the Administrator in question.
        2. Rights of Administrator to Respond
        A conference shall be arranged between the evaluator and the Administrator as soon as possible after receipt of the written evaluation by the Administrator. At such time, the Administrator is entitled to respond to the evaluation.
        3. Notice of Contract Renewal
        Each non-tenured Administrator shall receive written notice prior to April 30 of each year, whether or not the Superintendent intends to recommend a renewal of contract for the ensuing year.
        ARTICLE IX
    A. Sick Leave
      All full time Administrators shall be entitled to twelve (12) days sick leave per year. Unused days of sick leave shall be accumulated from year to year.
    B. Jury Duty
      In case of required jury duty an Administrator shall be allowed time off for jury service with regular pay provided the Administrator endorses the check for jury duty to the school district.
    C. Extended Leaves of Absence
        1. Maternity/Paternity
            (a) Natural Birth
            The Board shall grant maternity/paternity leave without pay to any tenured Administrator upon request subject to the following stipulations and limitations:
                (1) Maternity leave shall commence and shall terminate (up to one (1) year later) on the date requested by the employee, subject to Board approval.
            (b) Adoption
              Any Administrator adopting an infant child shall receive leave in accordance with item 1(a) of this Article, which shall commence upon receiving de facto custody of said infant, or earlier if necessary to fulfill the requirements for the adoption.
        2. Good Cause
          Other leaves of absences without pay may be granted by the Board for good reason.
        3. Return from Leave
          All benefits to which Administrators were entitled at the time of their leave of absence, including unused accumulated sick leave and credits toward sabbatical eligibility, shall be restored to them upon return, and they shall be assigned to the same positions held at the time said Board approved leave commenced if the leave is for twelve (12) months or less. For a Board approved leave in excess of (12) months the Administrator may be assigned to a substantially equivalent position upon return from leave within this approved leave period.
        4. Extension and Renewals
          All extensions or renewals of leaves shall be applied for 60 days in advance and responded to in writing.
    D. Personal Leave
        Full-time Administrators shall be granted three (3) days of absence without reason for personal business without loss of pay. Unless an emergency arises, two (2) days notice in advance must be given to the immediate supervisor who will notify the Superintendent. No personal days are permitted immediately before or after a holiday nor are they accumulative. Additional personal leave days must be granted with the approval of the Superintendent. It is understood that the Superintendent’s decision shall not be arbitrary or capricious.
    E. Additional Emergency Days
        Up to five (5) days at any time in the event of death of an employee’s spouse, child, son-in-law, daughter-in-law, parent, father-in-law, mother-in-law, brother, sister, brother-in-law, sister-in-law, grandparent, or other member of the immediate household shall be granted. Additional emergency leave may be approved by the Superintendent.
    F. Court Appearance
        Time necessary for appearance in any legal proceedings connected with a person’s employment or with the school system shall be granted if the employee is by law required to attend on behalf of the Board of Education.

    A. Qualifications
        1. Sabbatical leaves may be granted to Administrators for Board approved study that advances candidates’ professional qualifications and/or capability to contribute to the educational system, or other objective that the Board may deem appropriate.
        2. The candidate will have completed at least seven (7) full school years of service in the district, the last three (3) of which must have been consecutive as an Administrator. No individual will be granted more than one (1) sabbatical leave within a fifteen (15) year period.
    B. Number of Leaves
      One leave per year will be granted to an Administrator who meets the qualifications.
    C. Application Procedures
      Requests for sabbatical leaves must be received by the Superintendent in approved written form no later than November 1 and action must be taken no later than February 15 of the school year prior to the school year for which the leave is requested. The request should outline in detail the Administrator’s proposed educational plan.
    D. Salary and Benefits
      An employee on leave shall be paid one-half (1/2) their salary for a full year leave. From this compensation shall be made the regular deductions for TPAF and other deductions required by law or at the request of the Administrator.
      During a sabbatical leave year, Administrators shall accrue sick leave and personal days proportional to the portion of the school year actually worked.
    E. Criteria for Selection
      Criteria for granting sabbatical leaves of absences shall be established by the Board of Education, following consultation with the Association.
    F. Conditions: Grantees will agree in writing:
        1. that they will not accept full-time or part-time employment outside the district during the period of their leave, except where approved by the Superintendent;
        2. that unless terminated, they will return to employment within the district for at least three years;
        3. that they will, within three months of their return to normal duties, submit a written report to the Board of activities undertaken and accomplished during the leave; and
        4. that in the event of termination of employment they will relinquish the leave on the date of termination.
      Grantees further agree that if the above stipulations are not complied with and/or the purpose of the leave is not fulfilled they will repay all salary monies received during the leave.
    G. Should the Board terminate the position of an employee on sabbatical, that employee shall not be required to pay salaried monies received up to the time of termination.
A. Days Required
      Administrators will not be required to work on days during the teacher work year when school is not in session.
    B. Vacation
      Twenty-two (22) days vacation will be granted each year according to a schedule mutually agreed upon by the Administrator and immediate supervisor to insure that supervision of the building and other functions will be continuous. One (1) additional day will be given to Administrators with 12 years of service in the district not to exceed a total of 23 vacation days. This additional day can only be taken during summer vacation. No more than twenty (20) workdays of vacation may be taken at any one time without special permission of the Superintendent. Vacation may be taken at any time during the year with the approval of the Superintendent.
    C. Banking
      An Administrator may bank up to fifteen (15) unused vacation days to be used at the Administrator’s discretion according to a schedule mutually agreed upon with the immediate supervisor.

    D. Separation From Service
        1. A member who dies before his contract period is completed shall have payment for his accrued, pro-rated vacation days given to his estate.
        2. A member who resigns or retires during the contract year shall receive cash payment for his accrued, prorated vacation days.
    A. Notice
      A notice of vacancy in an administrative position shall be sent to each Administrator and a copy shall be sent to the Association ten (10) working days before the final date when applications must be submitted. The notice of vacancy shall set forth for the position its qualifications, duties, and the rate of compensation. Modified qualifications will require a new posting and a new 10-day application period.
    B. Promotions
      When a promotional vacancy is being filled all in-house qualified administrative applicants will be given an interview.
    C. Promotions from Within
      In filling promotional vacancies to open positions, the Board shall consider the professional qualifications, background, attainments, and other relevant factors, for all applicants from within the district. Administrators currently employed will be given preference over candidates from outside the district when all other factors are equal. This filling of a vacancy is the prerogative of the Board, and the decision of the Board with respect to such matters shall be final.
Representatives of this Association shall be afforded the opportunity to submit recommendations on the formation of the school calendar prior to its being adopted by the Board of Education. Decisions of the Board shall be final and binding.
    A. A request for transfer shall be submitted to the Superintendent for endorsement.
    B. The Superintendent shall acknowledge receipt of application and schedule an interview with the Administrator making application.
    C. The Superintendent shall inform the transfer candidate of the final decision in writing within sixty (60) calendar days.
    A. Reimbursement of Tuition
        1. Reimbursement
        The Board of Education shall reimburse members of the Association for all tuition costs, not to exceed the tuition costs at Rutgers University, for approved graduate college and university courses directly related to the Administrator’s current area of professional responsibilities. Grade B or better, or “Pass” in a Pass/Fail course, is required for reimbursement. College and University courses must be from accredited institutions approved by the State of New Jersey. Exception to: 1.) Administrators matriculated in a degree program at a specific institution prior to July 1, 1994 and 2.) Administrator enrolled in individual courses at specific institutions prior to July 1, 1994.
        2. Proof of Taking Course
        Grade slips shall be considered as proof of having taken a course or courses.
        3. Approval for Courses
        Graduate courses must be approved by the Superintendent prior to registration. Administrators seeking reimbursement for undergraduate courses must present a rationale acceptable to the Superintendent.
        4. Time Limit for Reimbursement
        Reimbursement shall follow within sixty (60) days of submission of an itemized voucher with grade slips attached.
    A. Full Health Care Coverage
      The Board shall provide each full time employee defined in Article I with single or family plan medical insurance providing coverage similar to N.J. Blue Cross-Blue Shield with Rider J and including the 120-day program. The Board shall also provide for single or family major medical coverage.
    B. The particular plan and carrier shall be agreed upon in writing between the Board and the Association at least 90 days prior to the first effective date of the Agreement, and that Agreement shall be attached hereto.
    C. The Board will pay one hundred (100) percent of the cost of employee coverage and ninety (90) percent of the cost of dependent coverage. Employees may elect to waive dependent coverage.
    D. The following provisions will be incorporated into the health insurance policy:
      Mandatory Second Surgical Opinion
      Hospital Pre-certification
      Increase in the major medical co-insurance factor from 80% of $2000 to 80% of $5000
      Increase the deductible amount in the traditional indemnity plan to $200/single,$400/family.
    E. PPO Option
      A PPO may be selected by an Administrator on a voluntary basis. New Hires shall be advised of their benefit options prior to employment. After they have been employed, each new employee shall sign off on their health care coverage choice. Administrators shall be given the option of changing health care coverage during any open enrollment period.
    F. Dental Insurance
      The Board shall provide each full-time Administrator with family dental insurance as described below:
      Calendar Year Maximum $1,250
      Deductible -0-
      Payment Basis UCR
      Preventive Services Co Insurance 100%
      Basic Services Co Insurance 100%
      Major Services Co Insurance 50%
      Orthodontic Benefit (50%) Lifetime Maximum $1,000
        The particular carrier shall be agreed upon in writing between the Board and the Association at least ninety (90) days prior to the first effective date of the Agreement, and that Agreement shall be attached hereto.

The Board shall give full support as required by Title 18A, including legal and other assistance for Administrators while acting in the discharge of their duties.
    A. Association Payroll Dues Deduction
        1. The Board agrees to deduct from the salaries of its Administrators dues for the New Jersey Association of Secondary Principals and Supervisors, and National Association of Secondary School Principals, as said Administrators individually and voluntarily authorize the Board to deduct. Such deductions shall be made in compliance with Chapter 233 N.J. Public Laws of 1969 (N.J.S.A. 52:14-159e) and under rules established by the State Department of Education. The person designated shall distribute such monies to the appropriate Association or Associations.
        2. The Association shall certify to the Board in writing, the current rate of membership dues.
        3. Any Administrator may have such deductions discontinued at any time upon sixty (60) days written notice to the Board and appropriate Association.
    B. Tax Sheltered Annuity
        An employee may authorize the Board to make deductions for the purpose of tax-sheltered annuities pursuant to the provisions of R.S. 18A:66-127, et seq., and the terms of a group contract approved by the Board.
    A. Selection of Professional and Non-Professional Personnel
      The Building Administrator shall recommend the appointment of all professional and non-professional personnel to his building. The Superintendent and Board shall have final authority in all personnel matters.
    B. Use of Automobile
      Administrators will be reimbursed monthly for the use of their automobile based on the rate established by the IRS. In no case will second trips from home be reimbursed.
    C. Reimbursement of Unused Sick Days
      Any employee who has worked at least fifteen (15) full years in the North Hunterdon-Voorhees Regional High School District, shall upon retirement or resignation, be reimbursed for accumulated but unused sick days. The rate of payment shall be one (1) day’s pay for each two (2) unused sick days, calculated from the average salary paid during the final three (3) years of employment. The reimbursement shall be paid to the former employee or his designated beneficiary in five (5) equal installments payable on or about September 1 of each of the five (5) school years following his retirement or resignation. The maximum payment shall be $30,000, or if the individual’s cost entitlement on June 30, 2001, is higher than $30,000, the individual shall be entitled to a maximum as high as the June 30, 2001, amount. Payments to be made in accordance with applicable I.R.S. Regulations.
    D. Physical Exam
      The Board of Education agrees to pay a maximum of $950.00 over the life of this contract for annual administrative physicals. The Board of Education and Association agrees to the continuation of this sentence for the balance of this agreement. At the conclusion of this contract this sentence and this sentence only, shall be removed from Section D Physical Exam.
      In addition, each Administrator during the life of this agreement shall be reimbursed for one medical stress test. Reimbursement shall be made upon presentation of an appropriate bill or receipt.
    E. Disability/Income Protection
      In lieu of establishing a sick bank, the Board of Education agrees to reimburse $275 per annum to each Administrator upon presentation of a bona fide income protection/disability policy made out in the name of the Administrator and an appropriate bill or receipt for payment.
    F. Professional Association Affiliation
      The Board agrees to pay dues to one state and one national professional association for each Administrator. The choice of organization shall be made by the Administrator. Payment shall be made upon presentation of an approved bill made out in the name of the Administrator.
    G. Tenure
    The Board of Education and Association agree that Section G Tenure on page 39 of the July 1, 2000-June 30, 2003 shall be removed from the July 1, 2003 – June 30, 2006 Agreement.
    H. Educational Stipends
      An additional stipend, added to the yearly salary base shall accrue to each Administrator who possesses the following:
      Extra Stipends
      Second Masters $ 500
      Doctorate $1500



This agreement shall be effective as of July 1, 2006, and shall continue in effect until June 30, 2009, subject to the Association’s right to negotiate over a successor
Agreement as provided in Article II. This agreement shall not be extended orally and it is understood that it shall expire on the date indicated.

IN WITNESS THEREOF, the parties hereto have caused this agreement to be Signed by their respective Secretaries, all on the day and year first above written.


By:_____________________________ _________________
President Date



By:_______________________________ _________________
President Date


N Hunterdon-Voorhees Reg HS BE and N Hunterdon-Voorhees Reg HS Admin Assn 2006.pdfN Hunterdon-Voorhees Reg HS BE and N Hunterdon-Voorhees Reg HS Admin Assn Salary Guides 2006.xls