Warren Hills Regional Board of Education
Warren Hills Regional Supervisors’ Association
A. The Board hereby recognizes the Warren Hills Regional Supervisors Association as the exclusive representative for collective negotiations concerning the terms and conditions of employment for all supervisors, whether under contract, on leave, now employed or as may be hereafter employed by the Board.
B. Unless otherwise indicated, the term “Association”, when used hereafter in this Agreement, shall mean all the supervisors. And, unless otherwise indicated, the term “Board”, when used hereafter in this Agreement shall mean the Warren Hills Regional Board of Education.
A. The parties agree to enter into negotiations in a good-faith effort to reach agreement concerning the terms and conditions of supervisors’ employment. Any agreement shall apply to all members of the negotiations’ unit, shall be reduced to writing, and shall be submitted to the Association and the Board for review. The Board and Association retain the right to ratify or reject the tentative agreement reached by their representatives. Upon ratification, the agreement shall be signed by both parties.
B. During negotiation, the Board and Association shall present relevant data, exchange points of view and make proposals and counter-proposals. The Board shall make available to the Association for inspection at reasonable times that information which is available to the public.
C. Neither party in any negotiations shall have any control over the selection of the negotiating representative of the other party.
D. The Board agrees not to negotiate concerning said employees in the negotiating unit as defined in Article I of this agreement, with any organization other than the Association.
E. Proposed new rules or modifications of existing rules governing working conditions shall be negotiated with the majority representative before they are established. Unless otherwise provided in this agreement, nothing contained herein shall be interpreted and/or applied so as to eliminate, reduce or otherwise detract from any terms and conditions of employment existing prior to that date.
F. 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.
G. The Board and the Association agree to begin negotiations over a successor Agreement no later than October 15th of the last school year covered by this Agreement.
A. “Grievance” shall mean a claim by a supervisor that there has been misinterpretation, misapplication or a violation of board policy, the Agreement, or an administrative decision affecting his/her terms and conditions of employment. A grievance to be considered under this procedure must be initiated by the supervisor within thirty (30) calendar days of the time a supervisor knew or should have known of its occurrence.
B. 1. It is agreed by both parties that these proceedings will be as informal and confidential as may be appropriate at any level of this procedure.
2. Failure at any step of this procedure to communicate the decision on a grievance within the specified time limits shall permit the aggrieved employee to proceed to the next step. Failure at any step of this procedure to appeal a grievance to the next step within the specified time limits shall be deemed to be acceptance of the decision rendered at that step.
3. It is understood that supervisors shall, during and notwithstanding the pendency of any grievance, continue to observe all assignments and applicable rules and regulations of the Board until such grievance and any effect thereof shall have been fully determined.
4. Since it is important that grievances be processed as rapidly as possible, the number of days indicated at each level should be considered as a maximum and every effort should be made to expedite the process.
C. Level One
Any supervisor who has a grievance shall discuss it first with the Director of Curriculum in an attempt to resolve the matter informally at that level. If the Director of Curriculum believes the grievance is not within his/her sphere of authority, he/she can redirect the grievance to the principal.
If, as a result of the discussion, the matter is not resolved to the satisfaction of the supervisor within fourteen (14) calendar days, he/she may set forth his/her grievance in writing to his/her principal on the grievance forms provided. Within fourteen (14) calendar days, after notification as to the administrative decision, the supervisor must reduce his/her grievance to writing and the written grievance must be signed by an Association official before submission. The written grievance shall specify the following:
1. the nature of the grievance;
2. the specific term or provision of this Agreement or Board policy alleged to have been misinterpreted, misapplied or violated;
3. the remedy sought.
The Director of Curriculum and/or the principal, within seven (7) calendar days of the receipt of the written grievance, must schedule a review meeting to discuss the pertinent facts surrounding the grievance. A written decision must be made by the Director of Curriculum or principal within fourteen (14) calendar days subsequent to this review meeting.
The supervisor, no later than fourteen (14) calendar days after receipt of the principal’s decision, may appeal the decision to the Superintendent of Schools. The appeal to the Superintendent must be made in writing reciting the matter submitted to the principal as specified above and his/her dissatisfaction with decisions previously rendered. The Superintendent shall attempt to resolve the matter as quickly as possible and will respond within fourteen (14) calendar days. The Superintendent shall communicate his decision in writing with reasons to the employee and the principal.
If the grievance is not resolved to the supervisor’s satisfaction, he/she, no later than fourteen (14) calendar days after receipt of the Superintendent’s decision, may request a review by the Board of Education. The request shall be submitted in writing through the Superintendent of Schools who shall attach all related papers and forward the request within fourteen (14) calendar days to the Board of Education. The Board shall review the grievance and shall, at the option of the Board or upon request of the supervisor, hold a hearing with the supervisor and render a decision in writing with reasons within thirty-five (35) calendar days of receipt of the grievance by the Board Secretary.
If both parties agree that the grievance is lawfully and contractually arbitrable, the matter may go directly to arbitration at the Board’s option from the Superintendent’s level.
If the decision of the board does not resolve the grievance to the satisfaction of the supervisor and the supervisor wishes review by a third party, and if the matter pertains to this Agreement between the Board and the Association, he/she shall so notify the Board through the Superintendent within thirty (30) calendar days of receipt of the Board’s decision. A supervisor, in order to process his/her grievance beyond Level Four, must have his/her request for such action accompanied by the written recommendation for such action by the Association.
No claim by a supervisor shall constitute a grievable matter beyond Level Four or be processed beyond Level Four if it pertains to (a) any matter for which a detailed method of review is prescribed by law, (b) any rules or regulations of the State Commissioner of Education, but not to the violation, interpretation, or application of such a rule or regulation, (c) any by-law of the Board of Education pertaining to its internal operation, or (d) any matter which according to law is beyond the scope of Board authority.
D. Procedure for Securing the Services of an Arbitrator
1. A request will be made to the Public Employment Relations Commission to submit a roster of persons qualified to function as an arbitrator in the dispute in question and the Commission’s procedures will govern.
2. 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 the parties. The recommendations of the arbitrator shall be advisory. Only the Board and the aggrieved and his/her representatives shall be given copies of the arbitrator’s report of findings, reasons and recommendations. The parties will share equally the costs of the arbitrator and will individually be responsible for all other costs.
E. Rights of Supervisors to Representation
Any aggrieved person must be represented by a member of the Association at Level Two and beyond.
1. Forms pertaining to the filing of grievances shall be prepared by the Superintendent or his designee after consultation with the Association.
2. When it is determined by the W.H.R.S.A. that a court appeal shall be undertaken following an arbitrator’s decision, the following conditions shall prevail. Each party will be responsible for paying its own costs.
A. The Board hereby agrees that every employee of the Board included in the unit as set forth under Article I shall have the right freely to organize, join and support the Association and activities and affiliates for the purpose of engaging in collective negotiations for mutual aid and protection. As a duly selected body exercising governmental power under the laws of the State of New Jersey, the Board undertakes and agrees that it shall not directly or indirectly discourage or deprive or coerce any supervisor in the enjoyment of any rights conferred by other laws of New Jersey or Constitutions of New Jersey and the United States.
B. No supervisor shall be disciplined, reprimanded, reduced in rank, or monetary compensation without just cause. No letter shall be placed in the personnel file of a supervisor without (a) a meeting with the supervisor, the person composing the letter, and the Director of Curriculum; (b) a signed acknowledgment of receipt of the letter; and (c) the signed consent of the Superintendent. Any such action asserted by the Board, or any agent of representative thereof, shall not be made public until formal action is taken by the Board and shall be subject to grievance procedure herein set forth and to any redress as the law allows.
C. Whenever any supervisor is required to appear before the Superintendent, any administrator, Board, or any committee or member thereof concerning any matter which could adversely affect the continuation of that supervisor in his/her office, position or employment or the salary or any increments pertaining thereto then he/she shall be given prior written notice of the reasons for such meeting or interview.
D. The Association shall have the right to be present whenever any employee under this contract is required to appear before the Superintendent, any administrator, Board of Education or committee on any matter that might adversely affect the status of the employee to protect the interests, not only of the individual involved, but also of the organization as the bargaining representative exclusively recognized.
E. No supervisor shall be prevented from wearing pins or other identification of membership in the Association or its affiliates. Such pins or other identification shall be in good taste.
F. Each supervisor shall receive written notice, prior to May 15 of each year, if the Superintendent does not intend renewal of contract for the ensuing year at the current status of the supervisor.
ASSOCIATION RIGHTS AND PRIVILEGES
A. The board agrees to furnish the Association one (1) copy of the minutes of all public Board meetings within seven (7) calendar days.
B. The Association and its representatives shall have the right to use school buildings at all reasonable hours for meetings. Permission of the Superintendent or his designees shall be required. Such permission shall not be withheld unreasonably.
C. The Association shall have access to use of school facilities and equipment, including typewriters, word processors, copiers, computers and peripheral equipment, calculators and all types of audio-visual equipment at reasonable times, and when such equipment is not otherwise in use. No equipment shall be removed from school property without approval by the building principal. The Association will pay for any damage incurred, loss, or theft of borrowed property. Permission of the building principal or his/her designee shall be required. Such permission shall not be withheld unreasonably.
D. The Association shall have the right to use the inter-school mail facilities and school mailboxes as it deems necessary. Permission of the building principal or his/her designee shall be required. Such permission shall not be withheld unreasonably.
A. The superintendent will utilize written input gathered from the building principals and Director of Curriculum listing each task the principals and Director of Curriculum asked the supervisor to complete, and whether the principal(s) and Director of Curriculum were satisfied with the supervisor’s accomplishments. The supervisor will be supplied with a copy of the evaluation before July 15 and at least 48 hours prior to the meeting with the superintendent. The meeting between the Superintendent and the Supervisors will take place on or before August 30th.
YEARLY EVALUATION AND SALARY
B. The Board will act upon the salary recommendation within the next three regularly scheduled Board of Education meetings, or, if later, as mutually agreed.
C. Failure to meet any Article VI stipulations will result in the supervisor’s receiving a minimum of a 3.75% increase over his/her current year’s salary.
D. Merit pay will begin July 1 2005 with a minimum supervisory pool of 2.95% to be distributed yearly. The 2.95% minimum supervisory pool will be determined by the total of all salaries of all supervisors employed on July 1, 2005. For the 2005-2006 and 2006-2007 school years, the minimum 2.95% supervisory pool shall be based upon the total pensionable salary of all supervisors during the previous year, which includes the regular salary plus the five (5) pensionable summer days reimbursed at 1/200th of the salary. In the event that a supervisor is added or deleted, the pool will be adjusted by the variation in total salaries.
E. The merit pay range for the supervisors’ salaries for the year 2005-2006 and 2006-2007 will be a 1% to 4% increase above the previous year’s salaries. The Board will include in the budget each year sufficient funds to pay all supervisors the top 4% raise if their performances warrant it. Regular pensionable salary will include compensation for number of staff supervised and number of departments supervised as follows:
# of Staff 1 dept. 2 dept.
18-24 $0 $1100
25-29 $1100 $1700
30-34 $1700 $2300
35+ $2300 $4500
F. Complaints regarding a supervisor made to any member of the administration or Board of Education by any parent, teacher, or other person which may influence the evaluation of a supervisor must be made in writing, must be individually written, and shall not be anonymous. The supervisor must receive a copy of any such complaint within 72 hours of receipt by said administrator or Board member. The supervisor shall also have the right to submit a written response to any such complaint and to meet with the superintendent and/or Board of Education.
G. Goals for each new school year will be set during a meeting with each supervisor and the superintendent before September 30 of each school year. Goals must be written and agreed to by both the supervisor and the superintendent. The supervisor, with the Director of Curriculum and the Principals will develop instructional goals for each year. A minimum of 60% must include measurable outcomes. Goals must be submitted to the Superintendent for approval no later than October 1st. The supervisor must receive notification of the approval of the goals no later than October 15th.
H. If an objective applies to at least 50% of the Association members, then it must be approved by the Association.
A. This position is a twelve month obligation covering a period of two hundred (200) days from the opening day of school up to and including the last day of June plus five (5) additional pensionable days during the months of July and August. It is anticipated that end of the year activities that can be conducted in June will continue to be completed in that period as part of department supervisor’s regular responsibilities.
B. Supervisors will be considered twelve (12) month employees and will be compensated in twenty-four (24) equal payments of their pensionable salary. Summer work involves work completed on the school site between July 1 and opening day for the teaching staff. During July and August, the time spent in staff development programs will be reimbursed at the supervisory per diem rate. Supervisors will be notified in writing of such days by the Superintendent and Director of Curriculum by June 1st. Additional days beyond paid summer days may be compensated with compensatory time.
C. The school calendar shall be established by the Board and is subject to changes as determined by the Board to meet conditions. It is expected that the supervisor will adjust his/her personal calendar based upon any adjustments made to the school calendar by the Board of Education.
Any additional duties beyond the five (5) pensionable days performed during the months of July and August, as part of the responsibilities of the supervisory position, will be reimbursed at the employee’s per diem rate. Seven and one half cumulative summer hours will equal one work day. The per diem rate is based on 1/200th of the annual salary for the current school year prorated for the number of seven and one half (7 ½) hour working days required.
D. Supervisors will follow the same school calendar as the teaching staff with the same holidays and professional convention days.
A. It is expected that the supervisor will dedicate daily the amount of time required to fulfill the requirements of the position.
B. It is to be understood that a commitment to evening meetings and activities is expected when it is a normal part of the job responsibilities. The supervisor accepts his/her commitment of time as part of his/her supervisory obligation.
C. The number of teaching periods will be based upon department size.
1 Number of teachers supervised Number of classes taught
2 Under 8 4
3 9- 12 3
4 13-15 2
5 16 and over 1
D. Part time teachers or full time teachers who teach at least one period in the department will be considered full time in determination of supervisory duties.
E. Department supervisors will be compensated for a class coverage when assigned to cover one class during a given day, at the prescribed teacher’s rate. A second class coverage or more during a given day will not be compensated. However, a department supervisor should be assigned to more than one class coverage in a given day except in an emergency situation. Every effort should be made to avoid assigning a department supervisor to multiple coverages. Department supervisors should not be assigned to any long term multiple coverages. In the unavoidable event that multiple long term coverages in excess of five days are necessary, the department supervisor will be compensated for all coverages, at the prescribed rate for teachers.
F. Although they will not be assigned to other duties commonly assigned to teachers, such as study halls, hall duty, bathroom duty, library duty, etc., department supervisors will be assigned to supervise assigned areas during the lunch period. Supervisors will accrue 6.5 compensatory days for performing this duty. Of the 6.5 days, 1.5 shall be used only after graduation and 3 of the remaining 5 on a day on which their supervisor’s assigned class does not meet, unless approved by the Superintendent.
The administration of standardized testing, including, but not limited to, the GEPA, HSPA, SAT I, SAT II, ACT, or AP shall be understood not to be the responsibility of any curricular supervisor without compensation equal to the additional department stipend.
G. No supervisor will have more than one teaching assignment if he/she supervises more than one department or is required to observe/evaluate teachers from another department
TRANSFERS AND PROMOTIONS
A. All supervisory vacancies will be posted internally to provide current employees an opportunity to express interest in a change in assignment. Notice of vacancies will be forwarded to all supervisors.
B. The Superintendent will be responsible to ensure that the most qualified candidate, governed by state tenure laws, be recommended to the Board of Education for consideration to fill supervisory vacancies in the district. Supervisors interested in being considered for a vacancy shall submit a letter of interest to the Superintendent prior to the closing date noted on the posting.
A. The supervisor shall be entitled to eleven (11) sick days yearly. These are available to the supervisor upon the first day of employment.
B. Unused sick leave shall accumulate from year to year without any limitation.
C. The Superintendent and/or Board of Education shall have the right to require a doctor’s certification if the department supervisor is absent or on sick leave. Requests for a physician’s certification will not be unreasonably sought by the Superintendent and/or Board of Education.
D. Payment For Unused Sick Leave
1. Any supervisor who retires from the district according to the provision of the T.P.A.F. and has at least ten (10) years service in the Warren Hills Regional School District shall be eligible for payment for unused sick leave.
2. Any supervisor who severs service with at least fifteen (15) years experience in the Warren Hills Regional School District shall be eligible for payment for unused sick leave.
3. To be eligible for the payment, a supervisor must notify the Board of the intention to retire at least nine (9) full months prior to the effective date of the retirement. Failure, for any reason, to give required notice shall render the supervisor ineligible for the payment until the next contract year unless waived by the Board.
4. Sick days eligible for reimbursement shall:
a. have been accumulated in the Warren Hills Regional High School District; and/or its predecessor sending district and
b. include only those days in excess of twenty-five (25) accumulated days
c. the twenty-five (25) accumulated sick days will be waived for those supervisors with fifteen (15) years of teaching and/or supervisory service and one hundred fifty (150) accumulated sick days in the Warren Hills Regional School District.
5. Reimbursement for those supervisors who qualify for payment shall be at the rate of $50 per day. Upon retirement:
50-74 unused days add $200
75-99 add $400
100-124 add $600
125-149 add $800
150+ add $1000
6. If a supervisor should die while employed in the district, payment for unused sick leave will be made to the estate of that employee.
LEAVES OF ABSENCE
A. Temporary Leaves of Absence
1. Personal Leave – Up to three days shall be provided yearly as personal leave days. These days are provided for the supervisor to attend to business which cannot be conducted after the normal work hours. Requests for leave must be submitted to the Superintendent of Schools on the form provided for this purpose. The supervisor is not required to provide information regarding the nature of the business to be conducted. The Superintendent shall have discretion to approve or disapprove any requests for personal leave.
Supervisors are entitled to the following temporary leaves of absence with full pay:
2. Death –
a. Up to five (5) days may be granted in case of the death of a member of a supervisor’s family, which, for purposes of this contract shall include the following: spouse or domestic partner, child, father, mother, any other member of the immediate household.
b. Up to three (3) days may be granted in case of the death of a member of a supervisor’s family, which, for purposes of this contract, shall include the following: brother, sister, mother-in-law, father-in-law.
c. Up to two (2) days will be granted in case of the death of a member of a supervisor’s family, which, for purposes of this contract shall include the following: brother-in-law, sister-in-law, grandparent.
d. A one (1) day leave of absence will be granted for death of other relatives or close friends of a supervisor. No more than two days may be used for this purpose each year.
A regularly appointed supervisor who is required to undergo military field training or to attend service school for a period of two (2) weeks or less during any school year shall be granted leave of absence for such period with pay.
Whenever such military field training, required activation to duty or attendance at service schools requires that the Unit member remain for a longer period than the prescribed two (2) weeks, Federal and New Jersey Law regarding such leave for military purposes will be complied with by the district.
4. Family Illness
Up to two (2) days during each year of the Agreement may be granted for illness to a member of the immediate family/household. An employee Leave of Absence form is required.
Extensions of any temporary leave may be made at the discretion of the Superintendent of Schools.
6. Annual Incentive Payment for Unused Personal and Sick Days
No personal and no sick days used $500
After the conclusion of the school year and not later than July 31, the Board will provide the following bonuses to supervisors who have been employed for the entire preceding school year:
No personal days used $360
One personal day used $240
Two personal days used $120
7. Attendance of Association representatives at conferences and conventions of state and national affiliated organizations will be allowed subject to the approval of the Superintendent.
B. Extended Leaves of Absence
1. Maternity/Paternity Child Rearing
a. A maternity/paternity child rearing leave of absence without pay will be granted to any supervisor who submits a written request. Such leave of absence shall not exceed a total period of twelve months. The applicant shall make his/her intentions regarding the commencement and termination dates of her requested leave known to the office of the Superintendent as soon as possible.
b. If a pregnancy is terminated before full term and birth of the child, the supervisor may apply for termination of leave allowing at least one (1) month for fair notice of her substitute and for her own health. Such return must be accompanied by a certificate of physical fitness from the supervisor’s personal physician.
c. Any tenured supervisor adopting an infant child shall be granted a leave of absence up to a period of twelve (12) months without pay. Such leave shall commence upon the supervisor’s receiving de facto custody of said infant, or earlier if necessary to fulfill the requirements for the adoption.
d. Sick leave related to the birth of the child will be granted upon request during the period four weeks prior to and four weeks following the day of birth. Beyond these limits, a request for extended sick leave related to the birth of a child should be accompanied by a doctor’s note explaining the nature of the disability, stating the need for continued absence from work and the estimated date for return to work.
e. A leave of absence without pay of up to two (2) years shall be granted to any tenured supervisor who joins the Peace Corps, VISTA, National Teacher Corps, or serves as an exchange teacher or overseas teacher, and is a full time participant in any of such programs, or accepts a Fullbright Scholarship.
1. Other requests for leave of absence for special reasons may be granted by the Board of Education upon the recommendation of the Superintendent of Schools.
2. All extensions of renewals of leaves shall be applied for in writing. If granted, notification shall also be in writing. Such extensions or renewals shall be acted upon by the Board of Education upon the recommendation of the Superintendent of Schools.
The Board will reimburse supervisors for the use of their own vehicles for school purposes at the rate established by the United States Internal Revenue Service as of January 1 of each year.
PROFESSIONAL DEVELOPMENT AND EDUCATION IMPROVEMENT
A. The Board agrees to pay the full cost of tuition and other reasonable expenses incurred in connection with any courses, workshops, seminars, conferences, in service training sessions or other such sessions which a supervisor is required and/or requested by the Board to pursue.
B. The Board agrees to provide 100 percent tuition reimbursement for graduate courses supervisors who have attained tenure in any position in the district wish to pursue that are directly related to their professional responsibilities. Supervisors who do not meet the above tenure requirement will be reimbursed at 50%.
C. During a given year, 100 percent tuition reimbursement will be 1.2 times the tuition fees of Rutgers University instate rate per credit as of July yearly for up to 15 credits.
D. Courses for which reimbursement will be claimed must be presented to the Superintendent for approval prior to the actual experience.
A. The role of the department supervisor shall be defined as per the job description of district level supervisors in agreement with the Board of Education.
The Board of Education shall provide the supervisor with a health insurance program, identical to the program provided to tenured principals. The plan includes coverage for family medical, family prescription and family dental, including orthodontics.
SUPERVISORY ROLE AND EVALUATION
B. Each supervisor shall sign all copies of each written evaluation, attesting to the fact that the contents of the evaluation are known to him. No written evaluation may be part of a supervisor’s personnel file without the supervisor’s knowledge. Further, each supervisor shall receive a copy of each written evaluation.
A. In the event that a supervisor’s position is eliminated or the supervisor is removed from the position by the supervisor’s own choice or Board decision, the supervisor will be returned to a classroom teacher’s position. Seniority will govern. Seniority is determined by professional teaching and/or administrative time in district.
B. Nothing in this agreement shall operate retroactively unless expressly so stated.
C. Separability - If any provision of this Agreement or any application of this Agreement to any employee or group of employees is held to be contrary to law, then such provision or application shall be deemed valid and subsisting, except to the extent permitted by law, but all other provisions or applications shall continue in full force and effect.
D. Compliance between Individual Contract and Master Agreement - Any individual contract between the Board and the individual members of the collective bargaining unit, heretofore or hereafter executed, shall be subject to and consistent with the terms and conditions of this Agreement. This Agreement, during its duration, shall be controlling.
E. Reproduction - The Board shall supply the Association with sufficient copies of this Agreement within thirty (30) days after the same has been executed for distribution to Association members.
F. This Agreement represents and incorporates the complete and final understanding and settlement by the parties of all bargainable issues which were or could have been the subject of negotiations. During the term of this Agreement, neither party will be required to negotiate with respect to any such matter, whether or not covered by this Agreement, and whether or not within the knowledge and contemplation of either or both of the parties at the time they negotiated or signed this Agreement.
G. Supervisors who wish to have a physical examination may do so under the following provisions:
1. No more than one exam per year.
2. Medical/hospital costs must first be submitted under the employee health insurance.
3. Upon the submission of appropriate documentation, costs in excess of medical plan coverage will be paid to a maximum of $500 per year.
4. Upon completion of the examination, the physician will provide a statement as to the supervisor’s fitness to perform his/her job responsibilities.
DURATION OF AGREEMENT
The Agreement shall be effective as of July 1, 2005 and shall continue in effect until June 30, 2007, subject to the Association’s right to negotiate over a successor Agreement. This Agreement shall not be extended orally and it is expressly understood that it shall expire on the date indicated. Any extension shall be agreed upon in writing by the parties of the Agreement, and unless such extensions are agreed upon, this contract shall expire on the date indicated herein. It is agreed that the association and board will reopen negotiations on Article VI, C. and D., for the 2006/2007 school year.
In witness whereof the parties hereto have caused this Agreement to be signed by their respective presidents, attested by their respective secretaries, and their corporate seals placed hereon, all on the day and year first above written.
WARREN HILLS WARREN HILLS REGIONAL
REGIONAL SUPERVISORS BOARD OF EDUCATION
Its President Its President
Its Secretary Its Secretary