AGREEMENT
BETWEEN
TOWNSHIP OF OCEAN BOARD OF EDUCATION
OAKHURST, MONMOUTH COUNTY, NEW JERSEY
AND
TOWNSHIP OF OCEAN ADMINISTRATORS' ASSOCIATION
TOWNSHIP OF OCEAN SCHOOL DISTRICT
July 1, 2005
April 25, 2006
TABLE OF CONTENTS
Page
MEMBERS, OFFICERS AND STAFF 1
ARTICLE I - RECOGNITION CLAUSE 2
ARTICLE II- DURATION OF AGREEMENT 2
ARTICLE III- BOARD RIGHTS AND PRIVILEGES 2
ARTICLE IV- WORK YEAR 3
ARTICLE V- SICK LEAVE 4
ARTICLE VI- TEMPORARY LEAVE OF ABSENCE 4
ARTICLE VII- HEALTH INSURANCE COVERAGE 5
ARTICLE VIII- PROFESSIONAL DEVELOPMENT 6
ARTICLE IX- GRIEVANCE PROCEDURE 7
ARTICLE X- MISCELLANEOUS PROVISIONS 11
ARTICLE XI- SALARY GUIDE 12
ARTICLE XII- CERTIFICATION OF AGREEMENT 14
MEMBERS, OFFICERS AND STAFF
A. BOARD OFFICERS, MEMBERS AND STAFF
1. Board Members and Staff
William J. Garofalo President
Anne Marie Sparaco Vice-President
Michael Beson
Arthur M. Mahoney
Raymond J. Menell
John Oltarzewski
Denise Parlamas
Janet Surmonte
James R. Wagner
Thomas M. Pagano Superintendent of Schools
Kenneth Jannarone School Business Administrator/
Board Secretary
B. ADMINISTRATORS' ASSOCIATION OFFICERS AND STAFF
- Administrators' Association Officers
Michael Supko President
Rusty Todd Vice-President
Julia Davidow Treasurer
Kelly Weldon Recording Secretary
2. Administrators' Negotiating Committee
Michael Supko
Larry Kostula
George Conti
Doreen Ryan
James Maliff
Victor Milano
Al Longo, Principals & Supervisors Assoc. representative
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ARTICLE I - RECOGNITION CLAUSE
The Township of Ocean Board of Education hereby recognizes the Township of Ocean Administrators' Association as the sole and exclusive representative for collective negotiations concerning the terms and conditions of employment for all full-time Principals, Assistant Principals, Director of Special Projects, Coordinator of Special Services.
High School Principal
Assistant High School Principals
Intermediate School Principal
Assistant Intermediate School Principals
Elementary School Principals
Assistant Elementary School Principals
Supervisor of Language Arts, Reading, Social Studies, Enrichment K-8, Library K-8
Supervisor of World Language, 5-12, Social Studies 7-12
Supervisor of Guidance, K-12
Supervisors of Student Programs, Health & Physical Education, Industrial Arts
Supervisor of Athletics, 5-12 & Student Activities
Supervisor of Basic Skills, K-12 & ESL, K-12
Supervisor of Math & Science, K-6
Supervisor of English, Reading, and Language Arts 7-12, Library 9-12, Visual/Performing Arts
Supervisor of Science, 7-12, Family & Consumer Science, 6-12
Supervisor of Technology and Records, K-12
Supervisor of Mathematics 7-12, Business 9-12
Supervisor of Special Education and Speech, K-12
ARTICLE II - DURATION OF AGREEMENT
This Agreement shall be binding upon the parties for the school year 2005 – 2006 and 2006 - 2007 and continued in full force and effect until a new agreement has been negotiated and signed.
ARTICLE III - BOARD RIGHTS AND PRIVILEGES
It is hereby mutually stipulated, agreed and understood, by and between the parties hereto that nothing herein contained shall operate or be construed as a waiver of any of the rights, powers, privileges or duties of the Board, by or under the Laws of the State of New Jersey.
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ARTICLE IV – WORK YEAR
Members of the Association shall be employed on a twelve (12) month basis. They shall work the teacher calendar during the school year and, if circumstances require, the association recognizes that the Superintendent of Schools may require administrators to work during the winter and spring recess.
VACATION
Crediting of Vacation Time
Two weeks (10 days) after completion of one school year within the association
Three weeks (15 days) after completion of two school years within the association
Four weeks (20 days) after completion of three school years within the association
Utilization of Vacation Time
Administrators are strongly urged and encouraged to take their designated vacation during the school year immediately following the year that it was earned; however, vacation may be accrued only as follows:
Up to a maximum of twenty (20) vacation days may be accrued for future use at the discretion of the individual administrator, subject to the Superintendent's approval.
Vacation days accumulated beyond the allowed accrued maximum and not taken in the school year immediately following the year in which they were earned shall be forfeited.
On written authorization from the Board of Education additional vacation days may be accrued.
No more than six weeks' vacation may be taken in any one school year without the approval of the Superintendent.
Administrators are expected to take vacation when school is not in session. A maximum of eight vacations days may be used during the school year when school is in session with the approval of the Superintendent.
Payment of Unused Vacation Leave Time of Separation:
If an employee leaves the district and has not used all of his/her credited available vacation days, that employee shall be entitled to payment for the unused days at the per diem rate of 1/240th of the respective employee’s pay in effect at the time of departure.
Any employee retiring on June 30th will have the option of a lump sum payment of any outstanding vacation days to have 50% of the payment delayed to the following January 1st as long as all payments will be made as a post-retirement contribution to a 403b tax shelter annuity in accordance with IRS guidelines.
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ARTICLE V - SICK LEAVE
A. All members of the association shall receive twelve (12) days of sick leave, cumulative for employees working the twelve (12) month calendar.
B. Employees newly employed after the beginning of any year shall, at the time of employment, be credited with sick leave at the rate of one (1) day for each month or portion of a month remaining in the work year. Any portion of a month shall be considered as a full month.
C. Unused sick pay: Any employee who retires, as defined by the Teachers Pension and Annuity (TPAF) Fund, will receive $125.00 per unused sick day, up to the first 200 days and $150 per unused sick day for the next 75 days. Maximum payout will be for 275 days. Any employee retiring on June 30th will have the option of a lump sum payment of any outstanding sick days to have 50% of the payment delayed to the following January 1st as long as all payments will be made as a post-retirement contribution to a 403b tax shelter annuity in accordance with IRS guidelines.
ARTICLE VI – TEMPORARY LEAVE OF ABSENCE
Bereavement
Employees shall be allowed bereavement leave according to the following
schedules:
5 Days 2 Days
husband sister-in-law
wife brother-in-law
children aunt
father uncle
mother first cousin
brothers niece
sisters nephew
grandparents
mother-in-law
father-in-law
daughter-in-law
son-in-law
any other member of the same household
The Superintendent may require documentation of bereavement. Bereavement shall only be granted immediately subsequent to the event unless otherwise approved by the Superintendent. No validated reasonable request will be denied as determined by the Superintendent. If the bereavement request is for the 2 day’s schedule, a third travel day may be granted if need can be shown. No validated reasonable request will be denied as determined by the Superintendent.
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B. Personal Leave
All members of the association shall receive three (3) days leave per school year, without reduction in pay, for personal reasons.
Any employee newly employed between November 1 and the last day in February shall be entitled to two (2) personal days in the first year of employment
Any employee newly employed between March 1 and June 30 shall be entitled to one (1) personal day in the first year of employment.
Unused personal days shall convert to sick days at the end of each school year. No personal leave shall be granted immediately prior to or subsequent to a school holiday (except in an emergency situation) or in extenuating circumstances, as approved by the Superintendent of Schools.
ARTICLE VII - HEALTH INSURANCE COVERAGE
All members of the Township of Ocean Administrators' Association will be entitled to a Health Benefits Plan paid for by the Board of Education.
A. HEALTH INSURANCE
The Board of Education shall provide basic medical health insurance benefits plan under a 365-day extended coverage Horizon Blue Cross / Blue Shield PPO. The deductible in the major medical plan is $300.00 for single coverage and $600.00 for family coverage. A mandatory Second Surgical Opinion is required for certain procedures. The Board reserves the right to change the current carrier for a comparable program from another provider. Network doctor office visit co-pay will be $15.00 per visit.
The Board of Education shall provide a dental health insurance plan with a 80/20 co-payment plan. The individual per person maximum coverage is $1,200 per annum. Orthodontic and prosthodontic procedures are a 50/50 co-payment plan with a $1,000 lifetime maximum per individual. The Board reserves the right to change the current carrier for a comparable program from another provider.
The Board of Education shall provide a mandatory generic prescription health insurance coverage plan. The co-pay is $5.00 for all generic and $10 brand name mail in claims, $10.00 for all generic claims and $20.00 for all brand name claims with a $50 per family deductible. The Board reserves the right to change the current carrier for a comparable program from another provider.
Only full time employees who work at least twenty hours (20) or more per week are eligible for health insurance.
All full time employees who work at least twenty (20) or more than twenty hours will receive a vision care credit. The vision care credit, administered through the District’s section 125 plan administrator, will be $100.00 per eligible member of the association and will be available July 1st of each fiscal year.
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Declined coverage: employees, who can substantiate alternate health coverage and wish to decline the district’s health coverage, shall receive alternate compensation of $2,500.00 per annum. Payment will be made semi-annually on the last pay date in December and June. Payments will be added to the employee’s regular paycheck, and will be prorated for personnel electing this option after July 1st of any particular fiscal year. Election will be made thirty (30) days in advance.
A section 125 plan will be made available to all employees.
All members of the Township of Ocean Administrators' Association shall be provided with group long-term disability insurance.
ARTICLE VIII PROFESSIONAL DEVELOPMENT
A. All employees shall be eligible to receive reimbursement of tuition cost under the terms of B. below for courses taken in a college or university on a graduate level pursuant to the following:
Application for approval of courses is made in writing to the Superintendent before such course work is undertaken.
2. The courses are undertaken not to produce a minimum credential for any position.
3. The course(s) must relate directly to the employee's present assignment and certification and is (are) deemed to be of potential benefit to the district.
4. Reimbursement for approved courses will be authorized when the employee presents a transcript indicating a minimum performance standard of B or its equivalent.
5. The Superintendent's decision on all such applications shall not be grievable.
B. Terms of reimbursement
1. Each member of the Association is entitled to the sum of $1,500 per year for tuition and the sum of $1,500 for convention expenses. The maximum allowed for convention expenses will be $1,500 however; the tuition allotment may be exceeded by the unused convention allotment in total never exceeding $3,000 for the 2005-2006 school year. Upon the approval of the Superintendent, Principals may attend national, state or local conventions. Convention attendance and/or course work shall be subject to prior approval by the Superintendent. Should one member not use his/her annual allocation, he/she can carry the remaining money from the 2005-2006 year to the 2006-2007 year for approved tuition/convention reimbursement (not to exceed a carrying balance of $3,000). There will be no carry forward past June 30, 2007.
An employee will be reimbursed only upon submission of an invoice, a college bill (or copy) and a transcript indicating satisfactory completion of graduate level studies.
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The cost of courses not completed, or which are scheduled to be completed after resignation from the school system, shall be borne by the individual.
C. Dues and Fees
1. Each member of the Association is entitled to receive reimbursement of $1,000 for dues and fees, included, but not limited to, full payment for membership in the New Jersey Principals and Supervisors Association (NJPSA).
ARTICLE IX - GRIEVANCE PROCEDURE
- DEFINITION
A “Grievance” shall mean a complaint based on a claim believed by an employee(s) in the negotiating unit to have been suffered by him/her as a result of a violation, misrepresentation or inequitable application of any of the provisions of this Agreement.
The following matters shall not be the basis of any grievance filed under the procedure
outlined in this Article:
a. Any rule or regulation of the State Department of Education having the force and effect of law.
- Any rule or regulation of the State Commissioner of Education having the force and
effect of law.
a. Any matter which according to law is beyond the scope of Board authority.
b. Any matter which according to law is exclusively within the discretion of the Board.
c. Non-renewals.
d. Mid-contract terminations.
- GENERAL
A “Grievance” to be considered under this procedure shall be presented by the Grievant or his/her Representative no later than fifteen (15) calendar days following its occurrence. The number of days allotted at each step of the Grievance Procedure is to be considered as a maximum time limit. Every attempt should be made to resolve grievances as quickly as possible.
2. A Grievant may present and process his/her grievance personally or through an appropriate representative. The Grievant has a right to have a representative appear with him/her commencing with level two (2) and all subsequent levels of the Grievance Procedure.7 3. No reprisals shall be taken by the Board or Administration against any employee because he/she utilizes the Grievance Procedure. The association shall take no reprisals for any employee based upon any decision rendered under the Grievance Procedure.
Should a grievance result from action taken by the Superintendent or the Board, a Grievant may present his/her grievance initially at the third step of the Grievance Procedure.
- LEVEL ONE:
Any employee who has a grievance shall discuss it first with the Superintendent in an attempt to resolve the matter informally at that level.
1. LEVEL TWO:
If, as a result of the informal discussion with the Superintendent, the matter is not resolved to the satisfaction of the Grievant within five (5) school days he/she shall set forth his/her complaint in writing to the Superintendent stating:
- The nature of the grievance.
- The nature and extent of the loss, injury or inconvenience.
- The results of previous discussions.
- His/her dissatisfaction with decisions previously rendered.
Within five (5) school days, after the discussion, following the receipt of the written appeal by the Superintendent, he/she shall have a conference with the Grievant and his/her Representative, if any. The Superintendent within five (5) days thereafter shall attempt to resolve the matter as quickly as possible, and within a period not to exceed ten (10) school days following the day of his/her conference with the Grievant, he /she shall communicate to the Grievant, his/her decision in writing.
If the grievance is not resolved to the Grievant’s satisfaction, he/she may request a review by the Board of Education. The request shall be submitted in writing through the Superintendent of Schools within five (5) school days following the receipt of his/her decision by the Grievant. The Superintendent shall forward the request along with all related papers, to the Board of Education. The Board, or a duly appointed committee thereof, shall review the grievance and, at its option, shall hold a meeting with the Grievant and his/her representative, if any, within thirty (30) days of receipt of the request. The Board may make a verbatim stenographic record of the hearing, which record may be introduced at Level Four should the grievance proceed to that level. The Board shall render a decision in writing setting forth its reasons to the Grievant within forty-five (45) calendar days of the date of receipt of the written appeal.
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- LEVEL FOUR:
- If the Grievant is not satisfied with the disposition of his/her grievance at Level Three and his/her grievance deals with a violation, misinterpretation, or inequitable application of any of the provisions of this Agreement, the Grievant may request of the Board that his/her grievance be submitted to arbitration not later than fifteen (15) school days after receipt of the decision by the Board.
- Within ten (10) school days after such request for arbitration, the Board and the Grievant and/or his/her representative shall attempt to agree upon a mutually acceptable arbitrator. If the parties are unable to agree upon an arbitrator, they shall jointly request the Public Employees Relation Commission (PERC) to appoint an arbitrator.
- The arbitrator shall confer with the representatives of the Board and of the Grievant and shall proceed with a hearing and submit a written report in the shortest possible time setting forth his/her findings of fact, reasoning and conclusions on the issues submitted. The arbitrator shall be without power of authority to make any decision, which requires the commission of an act prohibited by law or which violates the terms of this Agreement. The decision of the arbitrator shall be submitted to the Board and the Grievant and shall be binding on both parties. Said binding arbitration shall only apply in cases where a grievance deals with a violation, misinterpretation or inequitable application of any of the provisions of this Agreement.
- The cost for the services of the arbitrator, including per diem expenses and actual and necessary travel, subsistence expenses and the cost of the hearing room shall be borne equally by the Board and the Association. Any other expenses incurred shall be paid by the party incurring same.
- If time is lost by any employee due to arbitration proceedings, necessitating the retention of a substitute, the employee shall not suffer loss of pay or be penalized in any way. A maximum number of five (5) employees may participate in an arbitration proceeding without suffering loss of pay, said five (5) employees to include the Association President, Grievance Chairperson (or their representatives) and up to three (3) witnesses for the Grievant, provided said witnesses actively participated in Levels 3 or 4 of the Grievance Procedure.
- In the event one party to an arbitration cancels a hearing twice with the second cancellation occurring within two weeks of the scheduled hearing date, that party shall be responsible for the total cost of the arbitration hearing including the arbitration fee and any filing costs.
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- MISCELLANEOUS
- Failure at any step of this procedure to communicate the decision on a grievance to the Grievant within the specified time limits shall permit the Grievant to move the grievance to the next step of the procedure. Failure by the Grievant 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.
- It is understood that employees shall, during and notwithstanding the pendency of any grievance, continue to observe all assignments and applicable rules and regulations of the Board until such grievance and any effect thereof shall have been fully determined.
- 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. The time limits may, however, be extended by mutual agreement.
- In the event a grievance is filed at such time that it cannot be processed through all the steps in this grievance procedure by the end of the school year, or if it is filed after the end of the school year, then the time limit shall be established by counting the week days following the end of the school year as school days.
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ARTICLE X - MISCELLANEOUS PROVISIONS
A. Individual Employment Contracts
It is mutually agreed and understood between the parties that each individual member of the Administrators' Association shall sign an employment contract with the Board which contract shall designate:
1. Type of employment
2. Term of employment
3. Rate and method of payment
4. Representation of appropriate certificate
5. Require the faithful and satisfactory performance of duties of the member
6. Termination of employment
The individual employment contracts are incorporated herein by reference and shall be subject to the terms and provisions of the agreement and to the laws of the State of New Jersey.
B. Automobile Liability Insurance
Coverage is up to $1,000,000. on non-ownership vehicles and a memorandum of such coverage shall be made available to association members upon request.
C. Administrative Recognition
The Board agrees to the statement that the administrators are part of management.
D. Recommendation for Vacant Positions
The principals will be involved in the selection process of all employees who will be working under their direct supervision. They shall be entitled to recommend a candidate for all such positions and in the event that the Superintendent recommends a candidate other than the one recommended by the principal, the Superintendent will meet with the principal prior to such recommendation to advise him/her of the reasons for such a recommendation.
E. Business Travel Reimbursement
Travel for school business will be reimbursed at the prevailing Internal Revenue Service rate.
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ARTICLE XI - SALARY GUIDE
A. GUIDES
GUIDE #1 HIGH SCHOOL & INTERMEDIATE SCHOOL PRINCIPALS
Step 2005-2006 2006-2007
1 $110,250 $112,500
2 $113,500 $115,250
3 $116,750 $118,500
4 $120,000 $121,750
5 $123,250 $125,000
6 $127,500 $128,250
7 $130,750 $132,500
8 $134,000 $135,750
9 $137,250 $140,000
GUIDE #2 ELEMENTARY SCHOOL PRINCIPALS
Step 2005-2006 2006-2007
$ 95,000 $ 97,000
$ 98,150 $100,000
$101,300 $103,150
$104,450 $106,300
$107,600 $109,450
$110,750 $112,600
$113,900 $115,750
$117,050 $118,900
$120,200 $122,050
GUIDE #3 ASSISTANT PRINCIPALS
Step 2005-2006 2006-2007
1 $ 86,000 $ 88,000
$ 88,750 $ 91,000
$ 92,500 $ 93,750
$ 96,250 $ 97,500
$100,000 $101,250
$103 750 $105,000
$107,500 $108,750
$111,250 $112,500
$115,000 $116,250
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GUIDE #4 DEPARTMENT SUPERVISORS
Step 2005-2006 2006-2007
$ 74,500 $ 77,500
$ 78,275 $ 79,500
$ 82,050 $ 83,275
$ 85,825 $ 87,050
$ 89,600 $ 90,825
$ 93,375 $ 94,600
$ 97,150 $ 98,375
$100,925 $102,150
$104,700 $105,925
B. A stipend of $2,000 is paid for an earned doctorate degree in Education (Ed.D) or Philosophy (Ph.D).
C. Placement on the Salary Guide
New personnel being hired into this group from within the district will be placed onto the appropriate salary guide and step regardless of the step number to earn at least the following raises:
Teacher to Supervisor $5,000
Teacher to Asst. Principal $7,500
Teacher to Principal $7,500
Supervisor to Asst. Principal $5,000
Supervisor to Principal $7,500
New personnel being hired into this group from outside the District will be placed onto the appropriate salary guide and step as recommended by the Superintendent of Schools and approved by the Board of Education.
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ARTICLE XII - CERTIFICATION OF AGREEMENT
IN WITNESS WHEREOF, The Association has caused this Agreement to signed by its President and Secretary and the Board has caused this Agreement to be signed by its President and Secretary and has placed hereon its corporate seal:
TOWNSHIP OF OCEAN ADMINISTRATORS' TOWNSHIP OF OCEAN BOARD
ASSOCIATION OF EDUCATION
Executed for the Association: Executed for the Board:
_________________________________________ _________________________________
President Date President Date
__________________________________________ _________________________________
Secretary Date Secretary Date
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