#2784396
AGREEMENT
BETWEEN
BOARD OF EDUCATION
SAYREVILLE, NEW JERSEY
AND
INTERNATIONAL BROTHERHOOD OF
TEAMSTERS, CHAUFFEURS,
WAREHOUSEMEN & HELPERS
OF AMERICA
LOCAL NO. 469
JULY 1, 2005 JUNE 30, 2008
i
INDEX
Page
1. RECOGNITION ................................................................................................................. 1
2. SCOPE OF BARGAINING UNIT ..................................................................................... 1
3. MAINTENANCE OF MEMBERSHIP .............................................................................. 1
4. PROBATIONARY PERIOD.............................................................................................. 1
5. DUES CHECKOFF ............................................................................................................ 2
6. SHOP STEWARDS............................................................................................................ 2
7. VISITATION RIGHTS....................................................................................................... 3
8. BULLETIN BOARDS ........................................................................................................ 3
9. NON-BARGAINING UNIT PERSONNEL....................................................................... 3
10. CONTRACTING OUT....................................................................................................... 4
11. NON-DISCRIMINATION.................................................................................................. 4
12. POLYGRAPH TEST.......................................................................................................... 4
13. SEPARABILITY ................................................................................................................ 4
14. MILITARY LEAVE ........................................................................................................... 4
15. NOTIFICATION TO THE UNION.................................................................................... 4
16. SENIORITY....................................................................................................................... 5
17. POST AND BID PROCEDURE......................................................................................... 5
18. SICK DAYS AND SICK LEAVE...................................................................................... 6
19. LEAVE OF ABSENCE ...................................................................................................... 7
20. SUPPLEMENTAL LEAVES OF ABSENCE.................................................................... 7
21. PERSONAL DAYS AND JURY DUTY ........................................................................... 7
22. EXTENDED LEAVE OF ABSENCE................................................................................ 8
23. BEREAVEMENT DAYS................................................................................................. 10
24. PENSION AND ANNUITY FUNDS............................................................................... 11
25. HEALTH CARE INSURANCE PROTECTION ............................................................. 11
26. DISCHARGE AND DISCIPLINE.................................................................................... 13
27. GRIEVANCE AND ARBITRATION PROCEDURE ..................................................... 14
28. RATES OF PAY............................................................................................................... 15
29. HOURS OF WORK.......................................................................................................... 15
30. PREMIUM PAY............................................................................................................... 17
31. HOLIDAYS ...................................................................................................................... 18
32. VACATIONS.................................................................................................................... 18
33. LAYOFF AND RECALL................................................................................................. 19
34. TERMINAL LEAVE PAY............................................................................................... 20
35. UNIFORMS...................................................................................................................... 20
36. LONGEVITY.................................................................................................................... 21
37. PHYSICALS..................................................................................................................... 21
38. MAINTENANCE OF STANDARDS .............................................................................. 21
39. WORK RULES................................................................................................................. 21
40. PROFESSIONAL DEVELOPMENT............................................................................... 22
41. OTHER CONDITIONS.................................................................................................... 22
42. TERM OF AGREEMENT................................................................................................ 22
#2784396
COLLECTIVE BARGAINING AGREEMENT
Agreement made this 25th day of July, 2006 by and between BOARD OF EDUCATION
OF THE BOROUGH OF SAYREVILLE, NJ, hereinafter referred to as the “BOARD” and Local
469, affiliated with the International Brotherhood of Teamsters, Chauffeurs, Warehousemen and
Helpers of America, hereinafter referred to as the “UNION.
WITNESSETH
WHEREAS, the parties hereto have resolved their differences as raised in their
negotiations.
The Board and the Union agree as follows:
1. RECOGNITION
The BOARD recognizes LOCAL UNION 469, I.B.T. as the sole and exclusive bargaining
agency for all employees covered by the Agreement in all matters pertaining to rates of pay,
wage, hours of work, benefits, other terms and conditions of employment.
2. SCOPE OF BARGAINING UNIT
The Agreement includes:
All Custodial Personnel employed as Leadperson, Custodians/ Truck Driver, Stock Clerk
Custodians, Maintenance Worker and Custodian/Worker Variably Assigned, Groundskeeper
Variably Assigned, and On-Call Emergency Worker.
Excluded are Office Clerical, Mini Bus Drivers, Regular Bus Drivers, Bus Mechanic,
Cafeteria Personnel, Supervisory, Professional, Teachers, Administrative, Executive, Managerial,
Guards, and Crafts Employees.
3. MAINTENANCE OF MEMBERSHIP
The UNION shall furnish the Board with a complete list of all employees who are
members in good standing of the UNION as of the date of the Agreement. The UNION hereby
agrees to indemnify the BOARD against any award or judgment arising out of any legal claim
made against the BOARD by any employee because of his unlawful discharge by the BOARD at
the request of the UNION pursuant to the provisions of this Article. In addition, should any such
discharge be finally adjudicated as unlawful, the UNION will reimburse the Board for any
reasonable legal expenses incurred.
4. PROBATIONARY PERIOD
The first ninety (90) working days of employment shall be a probationary period and the
BOARD shall have the right to discharge a probationary employee without assigning any reason
for the discharge and shall not have recourse under the grievance procedure.
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5. DUES CHECKOFF
A. The BOARD agrees that it will, on the first payroll in each month, deduct the
UNION dues from the pay of each employee and transmit the same with a list of such employees
to the Business Representative of Local 469 I.B.T. within ten (10) days after the dues are
deducted.
B. The UNION agrees to furnish written authorization, in accordance with the law,
from each employee authorizing these deductions.
C. The UNION will furnish to the BOARD a written statement of the dues to be
deducted.
D. The UNION agrees to indemnify and hold the BOARD harmless from and against
any and all claims arising under this provision.
E. Agency Shop clause for employees who elect not to be members of the union to
be deducted from their pay a representation fee up to 85% in lieu of dues. Cap to be in
conformance with other employee groups.
6. SHOP STEWARDS
A. The BOARD recognizes the right of the UNION to designate shop stewards and
alternates.
B. The authority of shop stewards and alternates so designated by the UNION shall
be limited to, and shall not exceed the following duties and activities:
(1) The investigation and presentation of grievances.
(2) The collection of monies when authorized by appropriate local UNION
action.
(3) The transmission of such messages and information which shall originate
with, and are authorized by the Local UNION or its officers.
C. Shop Stewards and Alternates have no authority to take strike action, or any other
action interrupting the BOARD’s business. The BOARD recognizes these limitations upon the
authority of such individual shop stewards and their alternates, and shall not hold the UNION
liable for any such individual’s unauthorized acts.
D. Shop Stewards and Alternates shall be permitted to investigate present, and
process grievances without loss of time and pay. Such time spent in handling grievances shall be
considered working hours, in computing daily and/or weekly overtime.
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E. There shall be one (1) chief shop steward. There shall be in addition to the chief
steward three (3) area stewards in the Custodial Unit. The chief steward shall enjoy super
seniority for job protection.
7. VISITATION RIGHTS
A. A representative or representatives of the UNION shall have access during
working hours to all facilities, buildings, grounds, and other places in which employees covered
by this Agreement work for the purpose of adjusting grievances, negotiating the settlement of
disputes, investigating working conditions and generally for the purpose of carrying into effect
the provisions and aims of this Agreement.
B. Visitors will be limited to accredited representatives of the LOCAL UNION.
C. Visitors will make known their presence prior to carrying on the purposes of the
visit to the following for each representative unit of employees:
UNIT NOTIFICATION TO
Custodial
Maintenance Business Administrator/ Board Scty
Stockroom or his/her designee
Groundskeeper
8. BULLETIN BOARDS
The Board agrees to provide a suitable UNION bulletin board in each place of work for
the posting of official notices relating to UNION meetings and other UNION affairs.
9. NON-BARGAINING UNIT PERSONNEL
A. Supervisors and other non-bargaining unit personnel shall not be permitted to
perform work normally performed by employees covered by this Agreement except as provided
for herein:
CUSTODIAL UNIT
(1) To replace an employee who is not qualified to continue the assignment.
(2) Temporary extra help may be employed during the summer to permit
scheduling of vacations and at any time to assist with major clean-up assignments and/or
emergencies.
B. Substitutes will be used to fill temporary vacancies caused by absences. “It is
understood, however, that the BOARD will not fill such vacancies exclusively with substitutes
but allow coverage with overtime whenever it is practicable to do so.”
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C. The Board agrees that this provision is not intended to in any way deny employees
the opportunity to earn wages.
10. CONTRACTING OUT
A. The BOARD agrees that it will not contract out any Custodial Unit / Maintenance
work if such work can be done by the existing employees within the time such work is required
to be completed.
B. uring any period of time when an independent contractor is performing work of a
type customarily performed by covered employees in a particular unit, the BOARD may not layoff
any employees of the BOARD, from such unit.
11. NON-DISCRIMINATION
Nether the BOARD nor the UNION will discriminate against any employees or those
seeking employment because of race, creed, color, sex, age, or national origin, nor because of
membership or on-membership in any church, society, maternity or union.
12. POLYGRAPH TEST
The BOARD shall not require, request or suggest that an employee or applicant for
employment take a polygraph or any other form of lie detector test.
13. SEPARABILITY
In the event that any provision of this Agreement shall at any time be declared invalid by
any court or competent jurisdiction or through Government regulations or decree, this entire
Agreement shall not thereby be invalidated, but the effect thereof shall be limited to the
provisions thus affected.
14. MILITARY LEAVE
An employee enlisting or entering the Military or Naval Service of the United States,
pursuant to the provisions of the Universal military Training and Service Act and amendments
thereof, shall be granted all rights and privileges by the Act.
15. NOTIFICATION TO THE UNION
A. The BOARD will notifiy the Shop Steward and the Business Representative in
writing of all promotions, demotions, transfers, suspension and discharges.
B. The BOARD will notify the UNION in writing prior to a layoff. The UNION will
be notified verbally of an intended discharge.
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C. The BOARD will make available to the UNION an updated list of covered
employees showing name, address, classification, rate of pay, date of hire, date of entry in
classification, and Social Security number.
D. The BOARD will notify the UNION of additions and deletions as they occur.
16. SENIORITY
A. Seniority is defined to mean preference in employment based on the length of
continuous service with the BOARD from the date of initial hire providing such service has not
been terminated by:
(1) Quitting
(2) Discharge
(3) Expiration of recall rights
B. If a new employee is retained by the BOARD beyond the probationary period, his
seniority will be retroactive to date of employment.
C. Seniority shall prevail in matters of layoff, recall, transfer, demotion, vacation
selection and any other matter where a preference may be established, except as otherwise
provided in this Agreement.
17. POST AND BID PROCEDURE
A. It is the intention of the BOARD to fill job vacancies from within each specific
bargaining unit before hiring new employees.
B. The BOARD shall post all permanent vacancies. The BOARD shall prepare a
notice stating the name of the job classification, location of assignment and requirements. In
addition, the statement shall invite bids. This notice shall be posted on all bulletin boards for
five (5) working days. In addition, the BOARD agrees to publish a notice for bid to each
employee. . The shop stewart will be responsible for notifying employees who are absent from
work during any of the five days that the notice is posted.
C. The vacancy shall be awarded to the senior most qualified employee who submits
a bid unless the employee is ineligible as provided hereafter. Individuals’ qualifications for all
promotions shall be kept on file.
D. A successful bidder will be granted a trial period of ninety (90) calendar days on
the new assignment. During his trial period, the successful bidder will be compensated at the
rate of pay for the new classification. The UNION and the employee will be kept advised of the
bidder’s progress in learning the new assignment and be given every reasonable assistance to
successfully meet the requirements of the job. If the bidder fails to successfully meet these
requirements within the ninety (90) calendar day trial period, such person may be returned to the
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classification last held and such person shall assume seniority and pay as though such old
classification had never been left.
E. When a move is made to another job within the same classification there shall be
no probation period.
18. SICK DAYS AND SICK LEAVE
A. SICK DAYS
Employees shall be entitled to sick days at the beginning of each contract year without
loss of pay in accordance with the following schedule:
TYPE OF EMPLOYMENT NUMBER OF SICK DAYS
Twelve (12) month employee Twelve (12) days
Unused sick days shall be accumulated from year to year with no maximum limit.
B. SICK LEAVE
(1) Employees with less than six (6) years of employment may receive the
difference between their salary and wages paid to a substitute for thirty (30) days after their
cumulative sick days have been exhausted only once for same occurrence upon petition to the
Board.
(2) Employees with more than six (6) years of employment may receive the
difference between their salary and the wages paid to a substitute for ninety (90) days after their
cumulative sick days have been exhausted for each occurrence upon petition to the Board,
provided there is a break of at least thirty (30) calendar days.
(3) No sick leave entitlement is to accrue to employees while on leave of
absence.
(4) An employee who exhausts sick leave in 2A. and 2B. shall be granted a
leave without pay not to exceed a two (2) year period.
(5) Employees on sick leave will continue to accrue seniority.
(6) Employees shall be provided with an annual accounting of accumulated
sick leave by September 30th upon request.
(7) Employees who are reporting out sick will call the Director of Facilities or
his designee and the absentee tape by the following times:
DAY SHIFTS: 5:30 AM NIGHT SHIFTS: 12:00 PM
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(8) Employees taking a sick day before or after a holiday will be required to
provide a doctor’s note certifying the reason for the sick day.
19. LEAVE OF ABSENCE
Any recognized official of the UNION will be granted a leave of absence without pay of
up to seven (7) days per year for the purpose of attending to UNION business outside the
premises of the BOARD. Other leaves of absence without pay may be granted by the BOARD
for good reason.
20. SUPPLEMENTAL LEAVES OF ABSENCE
A. Supplemental leaves of absence without pay may be granted by the
Superintendent of Schools provided that the needs of the service permit and also provided that
overtime coverage is not required by the granting of the leave of absence without pay. Request
must be made at least forty-eight (48) hours in advance of the start of such leave, except in cases
of emergency.
B. Other leaves of absence without pay may be granted by the BOARD for good
reasons.
21. PERSONAL DAYS AND JURY DUTY
A. PERSONAL DAYS
(1) All Employees will be granted personal days with pay in accordance with
the following schedule:
YEARS OF EMPLOYMENT NUMBER OF PERSONAL DAYS WITH PAY AS
OF JUNE 30th
Less than one year Prorate one (1) day for each four (4) months of
completed employment
One year but less than Three (3) days.
five years
Five years or more Four (4) days
(2) Employees requesting a personal day must receive approval from the
Director of Facilities or his /her designee three (3) days before taking such leave. In the event an
employee desires to use a personal day in an emergency situation, the employee shall report
his/her intent to be absent in the normal manner. On the first day the employee returns to work,
the employee shall submit a personal day request, with the emergency reason stated to the
Superintendent, or his/her designee for approval/disapproval.
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(3) Unused entitlement of personal days with pay shall be added to such
individual employee’s accumulated sick leave entitlement.
(4) The Superintendent will consider granting a personal leave day either on
the scheduled work day prior to or following Independence Day and prior to Labor Day.
B. JURY DUTY SERVICE
(1) Any employee who is called to Jury Duty shall immediately notify the
employer.
(2) An employee who is excused from Jury Duty Service on any day shall
report for work on such day.
(3) An employee shall not be required to report back to work on any day he is
in attendance at court for Jury Duty Service regardless of the employee’s shift.
(4) The employer agrees to pay the employee a full day’s pay for each day of
Jury Duty Service in addition to whatever compensation such employee may receive as Jury Duty
Service fees from the court.
22. EXTENDED LEAVE OF ABSENCE
A. Anticipated Disability Leaves
(1) Any employee who anticipates undergoing a state of disability such as but
not limited to surgery, hospital confinement, medical treatment or pregnancy may apply for a
leave of absence based upon said anticipated disability in accordance with provisions hereinafter
set forth.
(2) Employees requiring time off for reasons of disability are required to
request such leave of the Board on the form included in this contract, through the Superintendent,
as soon as the condition which may result in disability if known.
(3) Any employee who desires to continue in the performance of his or her
duties during a period prior to a state of disability shall be permitted to do so provided said
employee produces a statement from his or her physician stating that said employee is physically
capable of continuing to perform his or her duties and further stating up to what date in the
opinion of said physician the employee is capable of performing said duties.
(4) The employee requesting a leave under the provisions of Section A.
shallspecify in writing on the form included in this contract the date on which the disability is
anticipated to commence and terminate.
(5) The employee requesting leave under Section A. must produce a statement
of his or her physician stating that the employee is or will be disabled pursuant to Section A.l.
The statement must include anticipated commencement and termination dates for said disability.
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(6) The Board retains the right to set the start date and/or return date for said
leave in order to avoid interference with the administration of the schools or with the education
of its students. Should the Board choose to accelerate a starting date for an anticipated disability
leave under this provision, the date will be set no earlier than the first day of the month in which
the employee anticipates leaving. The employee shall not lose any insurance benefits if his/her
starting date is accelerated under this provision.
(7) The Board shall have the right to require any employee who has been on a
disability leave and who desires to return to his or her duties by a fixed date following recovery
from disability to produce a certificate from his or her physician stating that he or she is capable
of resuming his or her duties.
(8) During the period of actual disability an employee granted an unpaid leave
of absence may use accumulated sick leave pursuant to the provisions of N.J.S.A. 18A:30-1 et
seq.
(9) The provisions of Section A. shall not be deemed to impose on the Board
any obligation to grant or extend a leave of absence of any employee beyond the end of the
contract school year in which the leave is obtained.
B. Child-Rearing Leave
(1) In the case of a birth of a child, any employee shall have the right to apply
for aleave without pay for child-rearing purposes.
(2) Applications for child-rearing leave shall be made by the employee to the
Superintendent at least sixty (60) days prior to the anticipated birth of the child. Employees shall
utilize the form included in this contract for this purpose.
(3) Child-rearing leave shall be granted to all employees for a period of up to
the end of the work year in which the birth of the child occurs. Such leave shall, upon the
request of the employee, be extended for one (1) additional work year, providing application is
made no later than March 15 of the prior work year. Except in the case when the child is born
after March 15, the application shall be made no later than July 1.
(4) Any employee adopting a child shall be granted a child-rearing leave
which shall commence upon receiving de facto custody of said infant, or earlier if necessary, to
fulfill the requirements for the adoption. The employee shall notify the Superintendent as soon
as the employee knows of the date of custody.
(5) An employee may request to terminate an unpaid leave of absence under
Sections B.3. and B.4. prior to the termination date adopted by the Board. The Board may deny
such a request based upon its determination that the earlier leave termination date would interfere
with the administration of the schools or its students.
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(6) An employee returning from an unpaid leave of absence under B.3. and
B.4. above shall be placed in a position comparable to that which they held prior to the leave.
(7) The provisions of Section B. shall not be deemed to impose on the Board
any obligation to grant or extend a leave of absence to any employee beyond the termination date
of his or her contract.
C. Other leaves of absence may be granted by the Board for good reason.
(1) Employees leaving for pregnancy disability purposes shall have extended
insurance coverage until the termination of the work year in which the pregnancy disability
occurs.
(2) All benefits to which an employee was entitled at the time his or her sick
leave commenced under this Article including unused accumulated sick leave shall be restored to
him upon his return.
(3) All applications for extensions or renewals of leaves shall be made in
writing.
D. Employees on a leave of absence pursuant to the provisions of this Article shall
submit to the Superintendent written notice of their intent to return to work no later than April 1
of the school year preceding the year in which they intend to return. Failure to submit this
notification will be considered as a resignation.
23. BEREAVEMENT DAYS
A. An allowance of five (5) bereavement days will be granted for a spouse, child,
mother, father, step-parents, step-children, siblings, or “significant other” without deduction in
pay in case of death provided the leave can be taken within ten (10) days.will be granted without
deduction Significant other shall be defined as two adults living in the same household as
domestic partners in an established relationship, acknowledged by the parties, with co-mingled
financial obligations.
B. Three (3) bereavement days will be granted for mother-in-law, father-in-law,
grandmother, grandfather, and grandchildren, provided these can be taken within seven (7) days.
C. In the event of a death of an employee’s brother-in-law, sister-in-law, son-in-law,
daughter-in-law, an allowance of (1) work day will be granted without deduction in pay provided
that this can be taken within seven (7) work days of the aforementioned death.
D. An allowance of one (1) school day for attendance at delayed funeral services for
relatives in the above-mentioned categories under extenuating circumstances according to the
discretion of the Superintendent.
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24. PENSION AND ANNUITY FUNDS
A. The BOARD agrees to make available to all employees covered by this
Agreement all the benefits provided for in the Teacher’s Pension and Annuity Fund or the Public
Employee’s Retirement System, whichever is applicable.
B. Pension shall be based on regular straight time wages and other compensation
entitlements such as Firemen compensation, Leadman compensation, and Longevity pay.
25. HEALTH CARE INSURANCE PROTECTION
A. Health Benefits
All benefits as of July 1, 2006 shall be the forementioned benefits structure.
Effective July 1, 2005 the Board shall provide the Healthcare Insurance designated below:
-- A Preferred Provider Organization (PPO) Plan will be offered to all eligible
employees and their dependents for the July 1, 2001-to June 30, 2002 year.
Thereafter, 20% of any premium rate increase from the Insurance Company will
be paid by the employees. The Board will pay the remainder of the premium.
Effective July 1, 2006, the PPO Plan office visit copay will increase to $ 15.00
and the PPO Plan employees contributions will be frozen at 20% of the difference
between the 2001-2002 and 2004-2005 policy period PPO plan rates. The freeze
will remain in effect until June 30, 2007. As of July 1, 2007, the new
contribution schedule will be based on 20% of the difference between the July 1,
2004 Base Rate and the July 1, 2007 policy period renewal. An outline of the
PPO Plan is shown in Exhibit C.
-- A Point of Service Plan (POS) will continue to be offered to all eligible
employees as an alternative to the PPO Plan above at no extra cost to the
employee. If in any subsequent year the POS Plan rates exceed the 1998, -99 PPO
Plan rates, employees will be required to pay 20% of the premium that exceeds
the 2001-2002 PPO rates. Effective July 1, 2005, the POS Plan employee
contributions will be eliminated and the POS Plan will be provided free to
employees, as long as the average cost of the POS Plan remains below the average
cost of the HMO Plan. The average cost of both the POS and HMO Plans will be
calculated as follows: Add all four (4) monthly rate tiers (i.e. Single,
Parent/Child[en], Employee/Spouse, Family) and divide by four to determine the
average monthly plan cost of each Plan separately. If at any time the POS Plan
average monthly cost exceeds the HMO Plan, employees will be required to pay
20% of the difference for their enrollment tier.
-- The existing Aetna, Inc. HMO will continue to be offered at no cost to the
employee. If at any time there are less than five (5) employees enrolled in this
plan, the Board will have the right to cancel the Plan as of the following July 1st.
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The employee will be required to pay the difference in the premium, if any,
between the PPO Plan and the Aetna, Inc. HMO.
-- The Pre-Admission Certification Review maximum penalty if 400.00 per incident.
EXHIBIT C
Benefit Period-Calendar Year In Network Out of Network
Deductible (Total combined per year)
Hospital/Facility
Professional/Supplemental
None
$200 per indiv.
Two indiv.
per family
Hospital/Facility
Professional
Supplemental
100%
100%
80% (R&C)
80% (R&C) after ded.
80% (R&) after ded. 80%
(R&C) after ded.
Catastrophic Limit (Svcs. reimbursed at
100% after catastrophic limit is reached)
None $2,000 per indiv./two
indiv. per family
Maximums
Benefit Period/Lifetime
Unlimited Unlimited
Out-of-Pocket Protection (including
deductible)
100% Single $600
Family $1,200
Room & Boar`d (Semi-Private) 100% 80% (R&C) after ded.
Intensive Care & Other Hospital
Services (therapy/diagnostic services,
blood administration, general nursing,
operating room, etc.)
100% 80% (R&C) after ded.
Maternity Benefits (Hospital services) 100% 80% (R&C) after ded.
Organ Transplant (includes ABMT) 100% 80% (R&C) after ded.
Outpatient Services
Routine Medical Care
100% after
$15 copay
80% (R&C) after ded.
80% (R&C) after ded.
Hospital Services (Operating room,
gen. nursing, blood admin.,
therapy/diagnostic etc.)
100% 80% (R&C) after ded.
Pre-Admission Testing 100% 80% (R&C) after ded.
Medical Emergency/Accidental Injury 100% after $25 copay applies to facility &
prof. charges.
Surgical Center 100% 80% (R&C) after ded.
B. Dental Plan
Effective July 1, 2005, each employee shall receive dental coverage from Horizon
Healthcare Dental Services, which includes a Dental Maintenance Organization Plan. The Board
has the right to change dental carriers at any time so long as the new carrier provides the same or
better coverage than the Traditional portion of the Dental Plan only. The dental plan will
continue for the term of the agreement expiring July 1, 2008.
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C. Prescription Plan
Prescription Drug Benefits will only be provided if the employee elects to enroll
in the Prescription Drug Plan and pays the required employee contributions found in Exhibit D.
Effective July 1, 2005, employee contributions for the Prescription Plan will be frozen at
the 2004-2005 rates calculated at 40% of the annual cost that exceeds $ 600.00 per covered
employee. The freeze will remain in effect until June 30, 2007, along with the current copay
structure of Brand $ 10, Generic $ 5, Mail Order $ 5.
As of July 1, 2007, employee contributions for the Prescription Drug Plan will be
required as follows: 40% of the annual cost that exceeds $ 900 per covered employee. The
Prescription Drug copayments will increase to Brand $ 20, Generic $ 10, Mail Order $ 5.
The July 1, 2004 premium rates for the PPO, POS and Prescription Drug Plan are
annexed as Exhibit D.
EXHIBIT D
HEALTH BENEFITS PLANS PPO Plan POS Plan
Single $389.03 $325.95
Parent & Child(ren) $567.66 $481.27
Employee & Spouse $848.62 $725.42
Family $991.98 $844.01
PRESCRIPTION DRUG CARD
Single $235.35
Parent & Child(ren) $235.35
Employee & Spouse $235.35
Family $235.35
D. The Board reserves the right to change insurance carriers at any time, provided
that he coverage provided by the new insurance carrier is equal to or better than the PPO plan.
E. The Board shall reserve the right to consider other plans, subject to Article 2 of
this Agreement.
26. DISCHARGE AND DISCIPLINE
A. The Board shall not discharge or discipline or suspend an employee without just
cause.
B. Before any employee shall be disciplined or suspended or discharged, there shall
be a conference held between the MEMBER and BOARD or its representatives within seventy
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two (72) hours. Unless an urgent or emergency situation requires otherwise, employees will be
given a one (1) day written notice in advance of any such meeting. Employees shall be entitled to
have union representation present. An employee may be subject to an immediate suspension prior
to a hearing, if the employee’s action is a danger to people’s safety or involves illegal activity.
C. All warnings must be given in writing, and a copy of such warning shall be given
to the employee, the Shop Steward and the Business Representative
27. GRIEVANCE AND ARBITRATION PROCEDURE
A. A grievance within the meaning of the Agreement shall be any difference of
opinion, controversy or dispute arising between the parties hereto relating to any matter involving
interpretation or application of any provisions of this Agreement.
B. An aggrieved employee shall present his grievance in writing within ten (10) work
days of its occurrence or such grievance will be deemed waived.
C. In the event of such grievance, the steps hereinafter set forth shall be followed:
Step 1: The employee and the steward or the employee individually but in the
presence of a steward shall take up the complaint with the immediate supervisor. In the
event the complaint is not satisfactorily settled within two (2) working days the employee
or the steward shall forward the grievance to the next step in the procedure.
Step 2: The chief steward will discuss the grievance with the head of the
department involved. In the event the grievance is not satisfactorily adjusted within two
(2) working days, the grievance will be heard at the next step.
Step 3: The UNION representative and the BOARD or the BOARD
representative, shall meet to discuss the grievance within three (3) working days at the
completion of the previous step. In the event of failure to reach a satisfactory adjustment
of the grievance within five (5) working days, the grievance may be taken to arbitration
by either party upon notice to the other party.
D. If, in any of the foregoing steps, either party fails to carry out the procedures
involved in these steps, the other party may take the dispute to arbitration.
E. Time limits may be extended by mutual consent of the parties.
F. ARBITRATION: Either party may apply to the Public Employment Relations
Commission (PERC) for the appointment of an arbitrator.
(1) The decision of the arbitrator shall be final and binding upon the parties
hereto and the arbitrator’s fees shall be borne equally by the parties.
(2) It shall be the intention of the parties to settle all differences between the
BOARD and the UNION through the grievance and arbitration provisions of this Agreement.
#2784396 15
Therefore, the Board agrees that it will not lock out its employees and the UNION agrees that it
will not sanction a strike, slow down, or work stoppages during the life of this Agreement.
(3) The Arbitrators shall not have the right to in any way change, add to, or
delete from the terms of this Agreement.
28. RATES OF PAY
A. Employees will be classified in accordance with skills used and shall be paid not
less than the minimum for such classification in accordance with the table of Job Classifications
and Rates of Pay in Schedule “A”, which is attached hereto and made part of this Agreement.
B. Any position not covered by Schedule 1 or any positions which may be
established during the life of this Agreement shall be subject to negotiations between the
BOARD and the UNION. Such positions shall not be established and put into operation until
such time as agreement is reached between the parties as to the classification and rate of pay for
the position. In the event that the parties are unable to agree as to the classification and rate of
pay for the job in question, such dispute shall be submitted to the grievance procedure and
arbitration machinery contained in this Agreement, and provided the positions created will not in
any way erode or combine present classifications.
C. The BOARD agrees to pay salaries semi-monthly. Wages for overtime hours
worked will be included in the pay coverage wages for the subsequent period.
29. HOURS OF WORK
A. Custodian, Custodian /Worker Variably Assigned, Worker Variable Assigned,
Leadperson, Maintenance Worker, Truck Driver, Stock Room Person and Groundskeepers.
(1) The work week for all current employees shall consist of eight (8) hours
per day for five (5) consecutive days, Monday through Friday. The work week for newly added
positions after July 1, 2002 will consist of eight (8) hours a day for five (5) days. This will cover
all members of the unit covered by this contract.
(2) The specific hours of work are stipulated in Schedule 1 below.
SCHEDULE 1
First Shift
Second Shift
Third Shift
Fourth Shift
Fifth Shift
START
7:00 a.m.
11:00 a.m.
3:00 p.m.
7:00 p.m.
11:00 p.m.
STOP
3:00 p.m.
7:00 p.m.
11:00 p.m.
3:00 a.m.
7:00 a.m.
A $ .50 per hour differential will be paid to Fifth Shift workers.
#2784396 16
NOTE: The changes in building use at the High School and Middle School
necessitates that for the Monday-Friday schedule, one custodian work from 7:00 a.m. to 3:00
p.m. and one custodian work from 11:00 a.m. to 7:00 p.m. The Second Shift of 11:00 a.m. to
7:00 p.m. will allow for a more equitable work load for these two schools with the elementary
schools. With additional anticipated community use of all existing schools and the new U.E.S.,
the Fifth Shift has also been added.
SPECIAL SCHEDULES
Day Leadpersons
HS, MS, SUES 7:00 a.m. 3:30 pm
HS – only one 6:00 a.m. 2:00 p.m.
MS – only one 6:00 a.m. 2:00 p.m.
Stockroom 8:00 a.m 4:00 p.m.
Truck Driver 7:30 a.m. 3:30 p.m
Maintenance 7:00 a.m. 3:00 p.m.
*Day Leadpersons at HS, MS, SUES cannot work early shift except if requested by Director of
Facilities or his/her designee.
(3) Generally, summer hours shall be 7:00 a.m. to 3:00 p.m. Hours may be
modified at the Middle School and High School at the discretion of the principal to accommodate
building needs and activities.
(4) At its discretion, the Board may schedule new hires for a shift that runs
from Tuesday to Saturday. This shift will be available to current employees through the bid
process.
(5) The Board will be adding a new position of Custodian/Worker Variably
assigned with the following schedule if needed and qualified:
Tuesday-Friday from 3:00 p.m. to 11:00 p.m.
Saturday from 7:00 a.m. to 3:00 p.m.
This person will be assigned to any building or duty as needed
from Tuesday-Friday. On Saturday, this person will most likely be
assigned to the High School which has the greatest degree of
Saturday acitivity, but may be assigned to any building at the
discretion of the Supervisor. This position will be offered to
current members of the unit through the bid process before seeking
new applicants.
#2784396 17
EXHIBIT E-CURRENT STAFFING
SCHOOL
HS
DAY
3
NIGHT
10
MS 3 7
SUES 3 6
ARLETH 1 3
EISENHOWER 1 2
SELOVER 1 1
TRUMAN 1 2
WILSON 1 2
MAINTENANCE 5 2
GROUNDS 2 0
STOCKROOMO 2 0
DISTRICT 1 1
(6) At its discretion, the Board may offer an option whereby an employee can
elect one day off from Monday through Friday and work either Saturday or Sunday as part of the
employee’s forty hour work week without over-time being accrued.
(7) If there is less than a two (2) hour break between shifts, the worker will be
allowed to work the shifts consecutively and leave early, provided the hours of work are equal to
the two original shifts.
(8) The hours of work for the Groundskeeper Variably Assigned shall be
determined on an as-needed basis by the Supervisor of Buildings and Grounds depending upon
seasonal needs and requirements, but shall be either:
Tuesday – Saturday 7:00 a.m. to 3:00 p.m. or
Monday – Friday 7:00 a.m. to 3:00 p.m.
30. PREMIUM PAY
A. The Board agrees to pay one and one half (1 ½) times the straight time hourly rate
for work performed
(1) In excess of eight (8) hours in a calendar day except special schedule for
leadpersons shall follow 8.5 hours in a calendar day.
(2) In excess for forty (40) hours in a work week except special schedule for
leadpersons shall follow 42.5 hours in a work week.
(3) On any Saturday and/or Sunday which is not part of the employee’s
regular forty-hour work week.
(4) On any observed holiday; in addition to holiday pay entitlement, if any.
#2784396 18
B. Double time pay for overtime after 12 hours continuous work.
C. Requests to work overtime shall not be cancelled once the overtime assignment is
made.
D. Employee(s) called-in shall be guaranteed four (4) hours work or pay in lieu
thereof whenever applicable, premium pay rules shall apply. The four (4) hour minimum shall
also apply to scheduled work on Saturdays, Sundays and Holidays.
E. The BOARD will pay towards an overtime meal when an employee is required to
work ten (10) hours or more and for each succeeding four (4) hours of work according to the
following schedule:
2005-2006 - $12.00
2006-2007 - $12.00
2007-2008 - $12.00
F. Overtime will be equalized to the fullest extent practicable within each work
group.
G. The BOARD shall not substitute compensatory time off in place of wages earned.
31. HOLIDAYS
A. The holiday calendar shall be established annually by mutual agreement no later
than March 15. The calendar shall include 17 holidays and be distributed by the Board in writing
to all members.
B. Holidays for subsequent contract years will be stipulated in a special
memorandum to all concerned.
C. The BOARD reserves the right to reschedule one or more holidays during the year
without 30 day notification to the UNION if the school calendar has been revised. The
rescheduled holiday will be agreed upon mutually.
32. VACATIONS
A. Employees will be entitled to vacation with pay in accordance with the following
employment schedule:
YEARS OF EMPLOYMENT ENTITLEMENT VACATION WEEKS
1 year but less than 5 years 2
5 years but less than 10 years 3
10 years but less than 20 years 4
20 years but less than 25 years 5
25 years or more 6
#2784396 19
Employees hired on or after July 1, 1993 shall be entitled to a maximum of four (4)
weeks vacation as outlined above.
B. Employees hired prior to January 1 shall accrue one (1) day vacation for every
month worked not to exceed ten (10) days to be taken the succeeding July 1 for the purpose of
computing vacation entitlement only. Employees hired after January 1 shall accrue one (1) day
vacation for every month worked not to exceed five (5) days to be taken the succeeding July 1 for
the purpose of computing vacation entitlement only. Employees who are employed more than
fifteen (15) days in any month shall have met the requirement for a full month employment for
the purposes of vacation day accruement only.
C. In the event a holiday named in this Agreement falls during an employee’s
vacation period, such employee shall receive an additional day’s vacation pay. Snow days are not
included for the purpose of this provision, no extension of vacation may be taken because of
snow days during vacation.
D. Vacation shall be selected and scheduled by April 15 of each year. If not
scheduled must submit request two months prior to vacation request date, based upon
availability.
E. Senior employees shall be given preference in the selection of vacation period.
Vacations shall be scheduled July lst through June 30th provided operation permits.
F. Vacation period may be changed provided no conflict is encountered.
33. LAYOFF AND RECALL
A. The BOARD may reduce the working force only due to lack of work. In such
event, the following procedure shall be adopted:
(1) The employee with the least amount of seniority regardless of
classification will be the first laid off.
(2) Notice of such layoffs shall be given at least one (1) week before the
scheduled layoff.
(3) Any employee laid off shall be placed on the recall list for a period of two
(2) years.
(4) The BOARD, upon rehiring shall do so in the inverse order of seniority.
The BOARD shall rehire the last employee laid off providing, however, that such employee has
the qualification for the position for which he is rehired. Under no circumstances shall the
BOARD hire from the open market until employees on the recall-list are qualified to perform the
duties of the vacant position are ready, willing and able to be re-employed.
(5) Any notice of re-employment to an employee who has been laid off shall
be made by registered mail to the last known address of such employee.
#2784396 20
(6) The employee must notify the BOARD within ten (10) working days of
intent to return to work.
(7) The employees shall give notice of intent to return within ten (10) working
days of receipt of reemployment notices and actually return to work within thirty (30) calendar
days.
(8) In the instance of recall when individuals have been hired on the same
date, call backs, effective September 1, 1986 will be based on the date of application.
34. TERMINAL LEAVE PAY
Immediately prior to retirement, an employee will be granted a number of days off with
full pay equal to one half (1/2) of unused sick days, or the employee may elect to work until his
retirement day and receive an additional pay equal to one half (1/2) of unused sick days with a
maximum of ninety-five (95) days.
35. UNIFORMS
All members of the unit are required to report to work in a clean and presentable uniform
consisting of a laundered, unwrinkled shirt and pants. Safety shoes are part of the worker’s
uniform and must be worn daily. Any change in the required uniform or safety shoes must be
authorized by the Supervisor of Buildings and Grounds and/or required by a doctor’s
certification. The color, style and manufacturer of the uniform’s component parts will be
mutually agreed upon by a Teamster’s committee and the Board of Education.
A. Each year, the Board will maintain/replace if needed for each member of the unit,
seven (7) long sleeve shirts, seven (7) short sleeve shirts, and seven (7) pairs of pants. These
items will be maintained by the worker.
B. Each year, the Board will reimburse all members of the unit for a pair of safety
shoes not to exceed a cost of $ 150.00. A receipt and certification statement must be signed by
the employee attesting to compliance with OSHA standards for his/her job description in order to
receive reimbursement for shoes.
C. Maintenance workers and truck drivers will be provided with one (1) jacket each
year.
D. Every three (3) years, foul weather gear will be supplied to every employee
covered by this agreement.
E. New employees hired prior to December 31st of the current year will receive a full
complement of shirts, pants and shoes. Anyone hired after December 31st will receive his/her
full complement of shirts, pants and shoes on the date of hire but not be issued another set on
July 1st of that year.
#2784396 21
36. LONGEVITY
Employees will be entitled to longevity pay in accordance with the following schedule:
YEARS EMPLOYMENT
COMPLETED PRIOR
TO DECEMBER 31
LONGEVITY PAYABLE JULY 1
OF ANNIVERSARY YEAR
2005-06 2006-07 2007-08
5 years $ 560.00 $ 560.00 $ 560.00
10 years 720.00 720.00 720.00
15 years 1025.00 1025.00 1025.00
20 years 1080.00 1080.00 1080.00
25 years 1135.00 1135.00 1135.00
30 years 1300.00 1300.00 1300.00
35 years 1400.00 1400.00 1400.00
40 years 1500.00 1500.00 1500.00
37. PHYSICALS
All physicals required by the BOARD or by law shall be paid for by the BOARD except
when verification of illness is requested by the Administration.
38. MAINTENANCE OF STANDARDS
Protection of Conditions - The BOARD agrees that all conditions of employment relating
to wages, hours of work, overtime differentials and general working conditions shall be
maintained at not less than the standards in effect at the time of signing of this Agreement and
the conditions of-employment shall be improved wherever specific provisions for improvement
are made elsewhere in this Agreement. It is agreed that provisions of this agreement shall not
apply to inadvertent or bona fide error made by the BOARD or UNION in applying the terms and
conditions of this Agreement if such error is corrected within ninety (90) days from the date of
error.
The provision does not give the board the right to impose or continue wages, hours and
working conditions less than those contained in this Agreement.
39. WORK RULES
The BOARD may establish general work rules for its employees provided such rules are
not in conflict with the agreement, and are neither arbitrary or unreasonable. The application of
this provision shall in no way be used to reduce the benefits, terms or working conditions of the
employees. The BOARD agrees to present in writing to the UNION an intended rule at least
thirty (30) days prior to its effective date. Upon request of the UNION, a discussion will take
place within the thirty (30) day period.
#2784396 22
In cases where the BOARD needs to assign employees to different title jobs, the BOARD
shall provide 24 hour notice to the employee affected except in cases of emergency. Every effort
shall be made to determine the length of position change. When an employee is moved from one
job site to another to cover a vacancy, the Board shall make every effort to fill the vacancy as
expeditiously as possible and in no case shall an employee be mandated to leave his bidded
position for more than ninety (90) workdays. This may be extended for an additional thirty (30)
days upon the mutual agreement of the employee and the Supervisor of Buildings and Grounds.
40. PROFESSIONAL DEVELOPMENT
The Board recognizes the need for employees to engage in continuing education and
training to meet the needs of changing technology in the workplace and to enhance job
performance. The Board will reimburse an employee up to $ 500.00 ($280) per year for courses
and/or training which are directly related to the employee’s current assignment.
To qualify for this reimbursement, the employee must:
A. Submit a request for course/training reimbursement to the Superintendent or
his/her designee before registration is made.
B. Receive written approval of course reimbursement eligibility from the
Superintendent or his/her designee before registration is made.
C. Provide written evidence from the course/training provider that the previously
approved course/training was taken and successfully completed.
D. Upon obtaining their black seal license at the discretion of the Superintendent or
his/her designee an individual may request additional reimbursement for advancing his/her field
of expertise.
41. OTHER CONDITIONS
A. ALL UNITS COVERED IN THIS AGREEMENT
The BOARD shall pay the State fee for the grant or renewal of any special licenses which
the employee is required by State law to have in the performance of the duties and
responsibilities covered by the employee job classifications, except license to operate motor
vehicles.
42. TERM OF AGREEMENT
This agreement shall become effective on July 1, 2005 and shall be in full force through
and including June 30, 2008 and thereafter for one (1) year periods as respect the BOARD or the
UNION unless notice is given in writing by the BOARD or the UNION not later than sixty (60)
days prior to any such termination.
#2784396 23
IN WITNESS WHEREOF, the parties have executed this Agreement this day of
__________________, 2006.
FOR THE UNION LOCAL 469, affiliated with the International Brotherhood of
Teamsters, Chauffeurs, Warehousemen & Helpers of America.
________________________________ ________________________________
Michael Broderick Joseph Coyle
________________________________ ________________________________
Douglas Zink Jack Mraz
________________________________ ________________________________
James Kolmansperger Barry Proudman
________________________________
Alan Czarnecki
FOR THE BOARD, Board of Education, Borough of Sayreville, New Jersey.
ATTEST:
_______________________________ ______________________________
MICHAEL J. MACAGNONE EMIDIO D’ANDREA
President Business Administrator /
Board Secretary
_______________________________ ______________________________
Date Date
________________________________ _______________________________
Pat Lembo, Chair Peter Barone
_________________________________
Curtis Clark
UNIT NOTES
(1) When employees work as a Leadperson or Stock Clerk or any higher
classification as a result of an absence they shall be additionally compensated for that period at
the rate of fifty (50) cents per hour.
#2784396 24
(2) All increments are effective July lst of any given year. To be eligible for
the initial increments a person must be in the employ of the Board prior to December 31 of that
year.
(3) Each employee who holds a Black Seal Fireman’s License shall have
added to their annual salary 2005-06 $600, 2006-07 $900, 2007-08 $1200 dollars. Any
employee hired on or after July 1, 1996 must pursue and register in a “Black Seal” license
program within eighteen (18) months of date of the employee’s hire and continue to retest within
a three month period prescribed by law or be discharged without recourse to Article 27.
(4) Compensation of Leadpersons is as follows which shall be added to the
annual salary of eligible employees:
(1) Elementary School 1000 per year
(2) Middle School - night 1000 per year
(3) High School - night 1000 per year
(4) HS, MS, SUES - day 2000 per year
(5) Compensation for Firemen’s License, Leadman and Longevity pay shall be
considered as base pay for paid absences, pension and overtime.
(6) To convert salary to hourly rate for the purpose of computing overtime,
total straight time annual wages are divided by 2080 hours.
(7) Mileage to be paid in accordance with IRS maximum, plus $500 annual
allowance for wear, tear and depreciation of private vehicles. Annual private vehicle allowance is
payable only if the maintenance employee actually worked for the year claimed. In the instance
of absences in excess of 15 days, not including personal, vacation days or workers’
compensation. The annual allowance will be pro-rated on actual time worked.
(8) Variably assigned worker will be upgraded daily as follows: $8.00 for
maintenance; $10.00 for grounds, stock clerk and truck driver.
(9) If any employee covered by the agreement fills in for a supervisor outside
the unit he/she shall receive an additional $40.00 per day.
#2784396 25
SALARY GUIDE - 2005-06
STEP CUSTODIAN MAINTENANCE STOCKROOM/
GROUNDSKEEPER
1 $23,876 $25,287 $24,676
2 $24,576 $25,987 $25,376
3 $25,273 $26,684 $46,073
4 $25,879 $27,290 $26,679
5 $26,414 $27,852 $27,214
6 $27,065 $28,476 $27,865
7 $27,771 $29,182 $28,571
OFFGUIDE $1,500 $1,500 $1,500
SALARY GUIDE - 2006-07
STEP CUSTODIAN MAINTENANCE STOCKROOM/
GROUNDSKEEPER
1 $24,576 $25,987 $25,376
2 $25,276 $26,687 $26,076
3 $25,976 $27,387 $26,776
4 $26,673 $28,084 $27,473
5 $27,279 $28,690 $28,079
6 $27,814 $29,252 $28,614
7 $28,465 $29,876 $29,265
OFFGUIDE $1,400 $1,400 $1,400
SALARY GUIDE - 2007-08
STEP CUSTODIAN MAINTENANCE STOCKROOM/
GROUNDSKEEPER
1 $25,076 $26,487 $25,876
2 $25,776 $27,187 $26,576
3 $26,476 $27,887 $27,276
4 $27,176 $28,587 $27,976
5 $27,873 $29,284 $28,673
6 $28,479 $29,890 $29,279
7 $29,014 $30,452 $29,814
OFFGUIDE $1,200 $1,200 $1,200
#2784396 26
EXHIBIT 2A, JOB DESCRIPTION - CUSTODIAN
1. Set-up and breakdown the cafeteria tables for any need designated by the principal or
Supervisor of Custodians and Maintenance (hereinafter referred to as “supervisor”).
2. Raise and lower the flag daily.
3. Deliver supplies to teachers as designated by the principal or supervisor.
4. Deliver audio visual equipment to teachers upon request (elementary schools only).
5. Deliver milk to the kindergarten (elementary schools only).
6. Shovel snow when it occurs and request help from the supervisor when the snow is very
heavy.
7. Perform routine maintenance as required, such as, but not limited to, replacing light bulbs
in classrooms, replacing pencil sharpeners, fixing maps, hanging pictures, fixing
doorstops, light painting and patching, etc. It should be noted these repairs should not be
done while children are present in the classroom. (Tools are provided by the Board)
8. Tend to boilers, if licensed.
9. Keep inventory and coordinate ordering of all janitorial supplies with lead- person and/or
supervisor.
10. Clean all assigned rooms and lavatories daily.
11. Arrange schedule for cleaning filters in heating and ventilating units for each classroom.
These filters should be cleaned per manufacturer’s specifications, theschedule should be
filed with the lead custodian and the supervisor.
12 Operate equipment, such as trucks, lawn-mowing equipment, etc. NOTE: this work will
not be assigned without proper training and upon the approval of the supervisor.
#2784396 27
EXHIBIT 2B, JOB DESCRIPTION - LEAD CUSTODIAN
1. The lead custodian is directly responsible to the building principal, supervisor, and the
superintendent.
2. Outline, direct and inspect the work of all custodians in his/her building as well as
perform his/her own regular custodial duties. On a regular basis, report to the supervisor
on custodial performance.
3. Prepare written requisitions for custodial supplies and equipment and turn in to the
supervisor on a regular basis.
4. Report to the principal and supervisor all requests for repairs so that proper work order
procedures can be followed. In cases of emergency, the request is to be reported to the
supervisor and Superintendent’s Office immediately.
5. Keep an accurate inventory of all custodial supplies and equipment.
6. Receive and check all supplies and materials delivered to his/her school and have them
delivered as directed by the building principal or supervisor.
7. Submit vacation schedules to the supervisor for approval.
8. Check the boiler daily to see that it is operating properly. Any problems must be reported
immediately to the supervisor.
9. Be responsible for all snow removal around all exits and sidewalks.
10. Cooperate fully with all the requests of the school building principal and supervisor so
that his/her school will be kept clean and neat at all times.
11. See that the school grounds are in satisfactory condition at all times, including the lawn
and hedge areas. Problems with keeping the grounds clean should be reported to the
supervisor.
12. Inspect the grounds and the entrance of the building each morning and evening.
13. Open and check entire building each morning and evening for safety, heat and repairs.
14. Operate the fire alarm system for fire drills.
#2784396 28
EXHIBIT 2C, JOB DESCRIPTION - MAINTENANCE PERSONNEL
1. Shall work directly under the supervisor who will schedule the work to be performed
through the distribution of work orders at the various locations throughout the school
system. Work to be performed shall consist of carpentry, plumbing, electrical, painting,
masonry, boiler repair preparations and various types of repairs to equipment and
buildings.
2. Must be able to operate standard power tools such as drills, saws, saber saw, bench saw,
sander, and other various power tools. NOTE - employees are responsible for tools
assigned to them.
3. Submit daily report of work orders completed to the supervisor.
4. Submit monthly requests for reimbursement for all mileage required and assigned by the
supervisor in the performance of maintenance work.
5. Be responsible for securing all necessary material of a small nature in order to complete
assigned tasks properly. The supervisor and the board secretary must approve all
expensive material.
6. Complete routine maintenance of maintenance department equipment, e.g., vehicles, lawn
mowers, lining machine, tools.
7. Ensure the work areas are clean and neat after assignments are completed.
EXHIBIT 2D, JOB DESCRIPTION - WORKER VARIABLY ASSIGNED
1. Shall be assigned to various work tasks as determined by the supervisor.
2. May be assigned to the custodial unit for short and long term assignments during which
time he/she shall perform customary custodial tasks as previously described and assigned
by the supervisor.
3. May be assigned to the maintenance unit for short and long-term assignment during
which time he/she shall perform customary custodial tasks as previously described and
assigned by the supervisor.
4. May be assigned to the stockroom for short and long-term assignments during which
he/she shall perform tasks assigned by the supervisor.
5. May be assigned to check runs and mail runs, as needed.
6. Performs other duties, which may be assigned from time to time by supervisor.
#2784396 29
EXHIBIT 2E, JOB DESCRIPTION - STOCK CLERK
1. Responsible for keeping inventory of all supplies. Take an annual inventory Of all
stockroom supplies noting starting inventory, quantity purchased, quantity used and
balance on hand.
2. Receive and check all deliveries of supplies and equipment to central stock room against
purchase orders and packing slips before signing. Report any problems to the Business
Administrator and Supervisor immediately.
3. Will work directly under the Supervisor and Board Secretary.
4. Loading and unloading the deliveries.
5. Preparing items to be shipped to the buildings in the district.
6. Maintain an inventory of all special, office and general supplies and revise and prepare
supply lists for each succeeding year.
7. Maintain an accurate record of all non-public textbooks, technology supplies, etc.
purchase orders and arranges deliveries to the various schools.
8. Work with Supervisor to maintain proper record of all janitorial supplies and equipment
and furnish annual request forms to all schools.
9. Must have a valid New Jersey driver’s license. Will be called upon to fill in for the
district Truck Driver.
10. Perform other duties as assigned by the Board Secretary/Business Administrator,Chief
School Administrator, or Supervisor.
11. Twelve (12) month position with normal working hours from 8:00 a.m. to 4:00 p.m. with
one half hour for lunch.
#2784396 30
EXHIBIT 2F, JOB DESCRIPTION - TRUCK DRIVER
1. Must possess a valid New Jersey driver’s license.
2. Must be capable of operating stock room delivery truck along with snowplow attachment.
3. Will work directly under the supervision of the Supervisor and Board Secretary.
4. Pick up and deliver state commodities to all schools on a monthly basis.
5. Load and deliver (with the assistance of the stock room person) to all schools or
departments school supplies and equipment as needed on a monthly or quarterly basis or
on a regular schedule developed by the Supervisor.
6. Assist Stockroom Person with their duties. Handle complete operation of the stockroom
when stockroom person is absent.
7. Maintain the delivery truck(s) in proper operating condition at all times.
8. Perform other duties assigned by the Board Secretary or Chief School Administrator.
9. Twelve month position with normal working hours from 7:30 a.m. to 3:30 p.m.
EXHIBIT 2G, JOB DESCRIPTION – GROUNDSKEEPERS
Shall work directly under the supervisor who will instruct work to be performed pertaining to the
maintenance and care of the grounds. Shall be able to operate the following types of machinery:
pick up truck, dump truck, mowers, hand trimmers, markers, snow blowers and other various
types of grounds equipment.
1. Perform landscape duties; such as: cutting grass, trimming edges of sidewalks and around
buildings, pruning of trees and shrubbery.
2. Line out all types of athletic fields accurately for athletic events on the track, football,
baseball, softball, hockey and soccer fields.
3. Assist with the maintaining a clean exterior of buildings which include the emptying of
garbage receptacles and pick up of debris.
4. Assist with cleaning of snow as directed from all parking areas and major sidewalks.
5. Perform all necessary duties for the proper maintenance, care and adjustments of all
machinery pertaining to the groundskeeping work. This includes overhauling and
replacement of worn parts in all machines wherever possible. Keep a chart on each
machine for the changing of oil, greasing and replacement of new parts.
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6. Fill in washed out areas by placement of topsoil or sod.
7. Apply cold patch or black top to parking areas, driveways and sidewalks.
8. Perform other jobs as outlined by the supervisor pertaining to the proper care and
maintenance of school grounds.
EXHIBIT 2H, JOB DESCRIPTION – ON-CALL EMERGENCY WORKER
The On-Call Emergency Worker shall be paid one and one half (1½) times the straight time
hourly rate for hours worked in excess of 40 hours per week. The On-Call Emergency Worker
shall be guaranteed a minimum payment of $8,100. Article 30, “Premium Pay,” of the
Agreement shall not apply to the On-Call Emergency Worker.
The successful candidate must be available after hours on work days, weekends and holidays and
must possess knowledge of all mechanical, electrical and HVAC systems in the district buildings.
JOB DESCRIPTION:
1. Conduct security or fire call response at all district buildings and complete all associated
reports.
2. Remain on call in the event of any after hours emergency situation at any district building
and respond to the scene to assist emergency personnel, as needed.
3. In case of a school closing or delayed opening, make the necessary arrangements for the
opening of school.
4. When there is a possibility of a school closing or delayed opening, assess the early
morning weather and road conditions on school days and contact the Superintendent with
this information.
5. In the event of a call in the Emergency Response employee shall assess the situation
responsible for the call in and make the necessary arrangements to adjudicate same.
He/She will be responsible to call in the number of maintenance and custodian personnel
to make the necessary repairs or cleanup. If the Emergency Response employee
continues to work due to his/her skill level and after the assessment and personnel have
been called in, he/she shall be paid in accordance with the call out procedures at the
applicable hourly rate and in the current collective bargaining agreement.
NOTE: WHEREVER THE TERM(S) BUILDING PRINCIPAL AND PRINCIPAL ARE USED
THEY SHALL ALSO MEAN HIS/HER DESIGNEE, I.E., ASSISTANT PRINCIPAL OR
DISTRICT SUPERVISOR.
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DISABILITY LEAVE FORM
Sayreville School District
P.O. Box 997
Sayreville, NJ 08872
Date __________________
I, _______________________, employed by Sayreville as a _____________________
Name Job Title
in _____________________________ School do anticipate that I shall be unable to perform
my work duties from _______________________ to __________________________. I shall
submit a statement from my physician confirming my disability* and detailing the dates
requested. The need for this request is ____________________________________________
______________________________________________________________________________
______________________________________________________________________________
______________________________________
Signature
______________________________________
Address
______________________________________
*If basis of disability is pregnancy, set forth anticipated delivery date: _____________.
If the date of disability is geater than 30 calendar days from anticipated delivery date,
physician’s statement should detail reasons that explain the abnormality.
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