Contract Between
N Plainfield B/E-Somerset
- and -
N Plainfield EA
* * *
07/01/2002 thru 06/30/2005


CategorySchool District
UnitCafeteria Workers, Clerical, Custodians, Teaching/Professional Staff

Contract Text Below
AGREEMENT

between the

BOARD OF EDUCATION OF NORTH PLAINFIELD

and the

NORTH PLAINFIELD EDUCATION ASSOCIATION

2002 - 2005



February 28, 2003


TABLE OF CONTENTS


ARTICLE...... PAGE

1 ..... Recognition.....................................................................1
2 .... Negotiation of Successor Agreement.................................. 2
3 ...... Grievance Procedure..................................................2
4......... Rights and Responsibilities of Both Parties..........................5
5 ..... Board/Staff Liaison..................................................6
6 ...... Sick Leave...........................................................7
7 Temporary Leaves of Absence..........................................8
8 Insurance Protection................................................9
9 Extended Leaves of Absence..........................................10
10 Agency Fee..........................................................12
11 Salary Provisions . . . . . . . . . . . . . . . . . . . . . . . . . 13
12 Retirement Allowance................................................13
13 Posting of Vacancies................................................14
14 Educational Improvement.............................................15
15 Miscellaneous Provisions............................................15
16 Duration of the Agreement...........................................17
Attachment A. . . . . . . . . . . . . . . . . . . . . . . . . . . . 18
Attachment B. . . . . . . . . . . . . . . . . . . . . . . . . . . . 19

PART 2: SPECIFIC WORKING CONDITIONS FOR SECRETARIES



17 Daily Work Hours.....................................................20
18 Vacations & Holidays.................................................20
19 Promotions, Transfers and Reassignments..............................22
Attachment C . . . . . . . . . . . . . . . . . . . . . . . . . . . . 23


PART 3: SPECIFIC WORKING CONDITIONS FOR CUSTODIAL AND
MAINTENANCE PERSONNEL

20 Hours and Overtime.......... . . . . . . . . . . . . . . . . . . . . 25
21 Vacation, Holidays, and Snow Days...................... . . . . . .. 25
22 Termination/Suspension/Just Cause....................... . . . . . .27
23 Miscellaneous..................... . . . . . . . . . . . . . . . . . 28
24 Salary Provisions for Custodial/Maintenance Personnel . . . . . . .29




PAGE

PART 4: SPECIFIC WORKING CONDITIONS FOR PARAPROFESSIONALS,
TRANSPORTATION AND CAFETERIA PERSONNEL

25 Hours, Overtime and Layoff/Recall Rights . . . . . . . . . . . . . .30
26 Just Cause . . . . . . . . . . . . . . . .. . . . . . . . . . . . .31
27 Employee Equipment & Miscellaneous . . . . . . . . . . . . . . . . .32



PART 5: SPECIFIC WORKING CONDITIONS FOR TEACHERS

28 Teacher Employment & School Calendar . .. . . . . . . . . . . . . . . 33
29 Teacher Assignment and Evaluation... . . . . . . . . .. . . . . . . . 34
30 Non-Teaching Duties......... . . . .. . . . . . . . . . . . . . . . . 37
31 Sabbatical Leave......... . . . . . . . . . . . . . . . . .. . . . . .38
32 Instructional Council.......... . . . . . . . . . . . . . . . . . . .41
33 Maintenance of Classroom Control and Discipline......... . .. . . . . 42
34 Salary Provisions for Teachers . . . . . . . . . . . . .. . . . . . . 42



APPENDIXES

Appendix A: Secretarial Salary Guides 2002-2005. . . . . . .. . . . . . . . 44

Appendix B: Maintenance and Custodial Salary Guides 2002-2005. . . .. . . 46

Appendix C: Paraprofessional, Transportation and Cafeteria Personnel
Wage Rates 2002-2005. . . . . . . . . . . . . . . . 47

Appendix D: Teacher Salary Guides 2002-2005. . . . . . . . . . . . . . . 48

Appendix E: Part-time/Hourly Teachers’ Wage Rates 2002-2005. . . . . . . 52

Appendix F: Extra-Curricular/Supplemental Salaries 2002-2005. . . . . . . 53





ARTICLE 1

RECOGNITION

A. Pursuant to the provisions of N.J.S.A. 34:13A-1 et seq, the North
Plainfield Board of Education, an Equal Opportunity Employer, hereby recognizes
the North Plainfield Education Association as a majority representative and as
the exclusive and sole representative for collective negotiations concerning
terms and conditions of employment for all personnel under contract or on leave,
now employed or as hereafter may be employed by the Board including:

1. Certificated
2. Custodial
3. Maintenance
4. Cafeteria
5. Paraprofessionals
6. Secretarial
7. Transportation

personnel of the North Plainfield Board of Education, but excluding;

1. Superintendent of Schools.
2. Assistant Superintendent.
3. Secretaries to the Superintendent.
4. Director of Operations.
5. Administrative Personnel.
6. Supervisory Personnel.
7. Board Secretary/Business Administrator.
8. Secretary to the Secretary of the Board.
9. Payroll Secretary.
10. Athletic Trainer.
11. Secretary to the Assistant Superintendent.

B. Unless otherwise indicated, the term "employee," when used
hereinafter in this Agreement, shall refer to all employees represented by the
Association in the negotiating unit as above defined.

C. Administration or administrator when used hereafter in this Agreement
refers to the Superintendent of Schools, Assistant Superintendent of Schools,
Business Administrator, Director of Operations and all professional employees
represented by the NPAEAS.




ARTICLE 2

NEGOTIATION OF SUCCESSOR AGREEMENT

A. Changes

1. In accordance with PERC rules, the Board agrees to
commence negotiations with the Association on a mutually agreeable date over a
Successor Agreement in accordance with the procedures set forth herein in
good-faith effort on both sides to reach continuing Agreement on salaries and
other terms and conditions of employment. The Association and the Board agree
to a simultaneous exchange of proposals for the Successor Agreement. Any
Agreement so negotiated shall apply to all members of the negotiating unit and
shall be reduced to writing and signed by all the parties after ratification.

2. Whenever members of the bargaining unit are mutually
scheduled by the parties hereto to participate during working hours in
conferences, meetings or in negotiations respecting the collective bargaining
Agreement, they will suffer no loss in pay.

B. Modification

This Agreement shall not be modified in whole or in part by the parties except
by mutual Agreement.

ARTICLE 3

GRIEVANCE PROCEDURE

A. Definition

A "grievance" shall mean a claim or allegation by an employee or the Association
that there has been a personal loss, injury, or inconvenience because of a
violation, a misinterpretation, or an inequitable application of this Agreement.

B. Right of Employee to Representation

When an employee is not represented by the Association in the processing of a
grievance, the Association shall have the right at the time of the submission of
the grievance to the Superintendent or at any later level:

1. To be notified that the grievance is in process.
2. To be present and to present its position in writing at
all hearing sessions held concerning the grievance.
3. To receive a copy of all decisions rendered.





C. Procedure

1. Failure at any step of the following procedure to communicate the
decision on a grievance within the specified time limits shall permit the
aggrieved employee to proceed to the next step.

2. Failure at any step of the following 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 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 has been fully
determined.

4. A grievance may be initiated and pursued by the aggrieved employees
and/or the Association herein referred to as the "employee" or "grievant". A
grievance shall commence with an informal discussion, at the step at which its
remedy can reasonably be sought from the administrator with whom the grievance
originates. This discussion shall take place within thirty (30) calendar days
of the occurrence, knowledge, or impact on the employee which prompts the
grievance. If the employee is not satisfied with the results of the informal
discussion, the grievance shall be stated in writing and shall be submitted at
this step within five (5) working days of the informal discussion. The formal
written grievance shall specify

a. The nature of the grievance.

b. The nature and extent of the loss, injury, or inconvenience.

c. The results of previous discussions/decisions.

d. The remedy sought by the grievant.

5. Step 1

The employee shall present the grievance to the immediate supervisor as
designated below:

Teacher
Department Supervisor or Principal
Child Study Team
Director of Special Services
Paraprofessional or
Building Secretary
Principal or Supervisor
Custodian
Principal or Director of Operations
Maintenance, Grounds, Cafeteria,
or Transportation Worker Director of
Operations
Central Office Secretary Business
Administrator

The immediate supervisor shall respond in writing within five (5) working days
of receipt of a formal grievance.

6. Step 2

In the event that the grievance is not resolved at Step 1 to the satisfaction of
the aggrieved employee, the employee shall present the grievance to the
Assistant Superintendent who shall respond, or have a designee respond, in
writing within five (5) working days of receipt of a formal grievance.

7. Step 3

In the event that the grievance is not resolved at Steps 1 or 2 to the
satisfaction of the aggrieved employee, the employee shall present the grievance
to the Superintendent who shall respond, or have a designee respond, in writing
within five (5) working days of receipt of a formal grievance.

8. Step 4

In the event that the grievance is not resolved at previous steps to the
satisfaction of the aggrieved employee, the employee may request in writing
through the Superintendent a hearing with the Board of Education. Within thirty
(30) calendar days of receipt of the request, the Board, at its option, may hold
a hearing with the employee and render its decision in writing within five (5)
calendar days of the hearing. Should the Board choose to deny the request for a
hearing, it shall communicate its response to the formal grievance in writing
within the allotted thirty (30) calendar days. Beyond this step a grievance
shall not be processed if it applies to:

a. Any matter for which a method of review is prescribed by
Title 18A.

b. Any rule or regulation of the State Commissioner of
Education.

c. Any matter which according to law is beyond the scope of
Board authority.

d. A complaint of a nontenured employee which arises by
reason of his not being re-employed.

e. A complaint by any employee occasioned by appointment to,
or lack of appointment to, retention in, or lack of retention in any position
for which tenure is either not possible or not required.

9. Step 5

If the decision of the Board of Education does not resolve the grievance to the
satisfaction of the employee, and the employee wishes review by a third party,
he shall refer the grievance to the Association. Within ten (10) working days
of receipt of the Board's decision by the employee, the Association may request
arbitration of the grievance by notifying the Board through the Superintendent.
The following procedure shall be used to secure the services of an arbitrator:

a. The Association shall request that the American
Arbitration Association submit a roster of persons fully qualified to function
as arbitrators of the grievance in question. Thereafter, the parties shall be
bound by the rules of the AAA.

b. The arbitrator shall be limited to the issue submitted
and shall consider nothing else. The arbitrator shall add nothing to, nor
subtract anything from, the Agreement between the parties or from any policy of
the Board of Education. The recommendations of the arbitrator shall be binding
within thirty (30) calendar days of the completion of the arbitrator's hearings;
copies of the arbitrator's finding and recommendations shall be given to the
Board and to the aggrieved and his/her representatives only.

10. In order to resolve a grievance the timelines required by this
procedure may be extended by the mutual written agreement of the parties
involved.


ARTICLE 4

RIGHTS AND RESPONSIBILITIES OF BOTH PARTIES

A. The Board recognizes the rights, duties and responsibilities of the
Association toward its members, in protecting their rights in employment.

B. The Association recognizes the Board's right to manage the school
system and to do so by, among other things, assigning work tasks and work
stations to members of the Association, and by regulating and evaluating their
performance in accordance with the rules and regulations made by the Board to
carry out the Board's managerial function and responsibilities.

C. Any employee who is required to appear for a formal hearing before the
Board of Education shall receive prior written notice of the reasons for said
hearing and be advised of the right to be accompanied by a representative of his
choice.

D. Any items of public record on file in the office of the Secretary of
the Board of Education shall be available for examination by any bona fide
representative designated by the President of the Association.

E. The Association shall enjoy the same privileges regarding use of
building and equipment therein as presently provided and consistent with Board
policy.




ARTICLE 5

BOARD/STAFF LIAISON

A. Board/Staff

1. The Association shall select a Liaison Committee
consisting of the Association President, Vice-Presidents and at least one
representative from the following buildings: East End, West End, Somerset, Stony
Brook and the Middle School and the High School. The Board Committee shall
consist of the Superintendent, Assistant Superintendent, two (2) Board
representatives, and two (2) administrators.

2. The Liaison committee shall meet once a month during the
effective period of this contract to discuss and review district wide issues
excluding grievances. Board/Staff meetings will continue to be scheduled once a
month but may be canceled if there are no issues to review or discuss.

3. The Association President (or designee) and the
Superintendent (or designee) shall develop a mutually agreeable agenda for each
meeting. The agenda shall be received by committee members at least three (3)
school days prior to the meeting.

B. Building Liaison

1. The Association shall select a Liaison Committee for each
of the following building units:

a. East End School
b. West End School
c. Somerset School
d. Stony Brook School
e. North Plainfield High School (Grades 7-12)

2. The committee shall consist of not more than one (1)
member for every twenty (20) staff members in each building unit but shall in no
event have fewer than three (3) members. For the duration of the school year,
the committee shall meet with the principal once a month. Primary
responsibility to call meetings shall rest with the Association. The meeting
agenda shall be mutually developed by the Association Building Representative
and the Principal prior to the meeting. The committee shall review and discuss
issues related to that building. No building practices shall be adopted in any
unit without the approval of the Superintendent of Schools.







ARTICLE 6

SICK LEAVE

A. "Sick leave is hereby defined to mean the absence from his or her post
of duty, of any person because of personal disability due to illness or injury,
or because he/she has been excluded from school by the school district's
medical authorities on account of a contagious disease or of being quarantined
from such a disease in his or her immediate household." (Section 18A:30-1)

B. All persons holding any office, position or employment for the North
Plainfield Board of Education, who are steadily employed under contract, or who
are protected by tenure in their office or position of employment shall be
allowed sick leave days as follows:

10 month-employees - 11 days
12 month employees - 13 days.

C. Sick leave allowable under the above conditions shall accumulate for
use as may be needed for sickness in subsequent years.

D. A physician's certificate attesting to the illness or physical
disability of an employee may be required in cases where absence for reasons of
sickness exceeds three (3) days. The three (3) day requirement may be waived in
cases of suspected abuse.

E. Notification of accumulated sick leave as of the first day of any
school year shall be given by September 30th of that year.

F. 1. Members of morning custodial and maintenance crews must
notify the Director of Operations of their absence no later than seven o'clock
a.m. All others are expected to notify the Director of Operations at least one
hour prior to the beginning of their shift except for unforeseen emergencies.

2. Teaching staff members must notify either the substitute
service or their immediate supervisor prior to 6:30 a.m. if planning to be
absent except in cases of emergency when the teacher shall give notice as soon
as possible. When calling the substitute service, teaching staff members shall
advise as to assignment, length of absence, and when expected to return to work.

3. All employees must complete and submit attendance cards
to the appropriate individual immediately upon return to work.









ARTICLE 7

TEMPORARY LEAVES OF ABSENCE

A. An employee may be absent without loss of pay when:

1. Absence as the result of a court order or if the employee
is required by law to attend a legal proceeding related to their employment,
except when the employee has filed legal action against the District.

2. In the case of death of an immediate family member
(spouse, parent, step-parent, other member of the immediate household, child,
grandchild, sibling, or parent-in-law) up to five (5) working days of
bereavement leave shall be granted immediately following the death provided
there are no more than three (3) consecutive scheduled holidays or vacation days
for the employee during the bereavement period.

In the case of the death of the employee’s grandparent, three (3) days of
bereavement leave shall be granted.

In the case of the death of any other family member, not
listed above, one (1) day of bereavement leave shall be granted.

3. The Superintendent of Schools may excuse an employee at
the Superintendent’s discretion in advance for other urgent reasons.

4. Temporary Leave

a. An employee may be granted three (3) days of
leave which may be used for family illness or to attend to personal matters
which cannot be handled outside school hours. Application for personal leave
must be received by the Superintendent through the building principal or the
Director of Operations at least twenty-four (24) hours before taking such leave,
except in emergencies. In non-emergency cases, reasons beyond the signing of
the required form shall not be required of the employee. When an emergency day
is requested the reason will be included on the application form upon return to
the school district.

b. Leave for personal matters only, may not be taken on the last workday
before, or the first workday following, a holiday, a school vacation or recess,
or during the first or last week of school, except for the purpose of religious
observance. Maximum number of employees to utilize personal days shall be ten
percent (10%) of a classification on any given day.

c. An employee using personal days for family illness will be required
to name the family member and state the reason for the absence.

d. Unused temporary leave shall accumulate as
sick leave.

5. Jury Duty

a. Jury duty shall be granted to an employee who
is required to serve. The employee shall be paid the difference between the
jury stipend and the employee's daily rate of pay.

b. The employee shall be required to report to
work whenever the employee is excused from jury duty sufficiently early to be
present in the school district for at least two (2) hours of the employee's
regular workday. When an employee is summoned for jury duty during the student
school year, he/she shall submit a written request to the Court for jury duty
during the summer months.

6. Special Examinations

Examination by the New Jersey Department of Labor and
Industry Firemen's license examination will constitute part of the regular
workday.

7. Professional Days (Teachers Only)

The Superintendent of Schools may approve, in advance, a
teacher's request to be absent to visit other schools or to attend educational
meetings.

8. An employee absent for reasons other than those specified
above shall receive no pay for the time lost.

9. An employee wishing to apply for an exception to the
rules stated above must apply in writing for a review of the employee’s case at
the June meeting of the Board of Education. Such application must be received
before the first Monday in June.

10. Nothing herein shall be construed to be in conflict with
the Workmen's Compensation laws of the State of New Jersey.


ARTICLE 8

INSURANCE PROTECTION

A. The Board shall provide the health-care insurance protection outlined
in present policies and designated below. The Board shall pay the full premium
for each employee and one hundred percent (100%) of family premium in either the
State Health Benefits Plan or an equivalent insurance plan.

1. The Board shall make payment of insurance premiums to
provide insurance coverage for the full twelve (12) month period commencing on
July 1 and ending on June 30 for each employee who remains in the employ of the
Board for the full school year.
2. Provisions of the health-care insurance program shall be
detailed in master policies and contracts agreed upon by the Board and the
Association and shall include but not necessarily be limited to:

a. Hospital room and board and miscellaneous
costs.
b. Outpatient benefits.
c. Laboratory fees, diagnostic expenses, and
therapy.
d. Maternity costs.
e. Surgical costs.
f. Major-medical coverage.

3. Effective July 1, 2003, the Board shall provide a
$15/$10/$0 co-pay prescription plan (generic/brand and mail, respectively),
including contraceptives.

4. The Board shall provide a full dental plan for each
employee.

5. The Board shall provide a long term disability income
benefit which shall begin ninety (90) calendar days after continuous disability
and remain in effect to age 65 for accidents and sickness. Said benefit shall
be paid at sixty percent (60%) of the individual’s monthly salary, exclusive of
bonuses and overtime, to a maximum benefit of $6,000 per month.


ARTICLE 9

EXTENDED LEAVES OF ABSENCE

A. Two (2) tenured employees designated by the Association may be granted
a leave of absence for a period not in excess of two (2) years to work for the
Association and/or its affiliates. Such leave shall be without accumulation of
credit on the salary guide and without pay or benefits.

B. A tenured employee may be granted a leave of absence for a period not
in excess of two (2) years:

1. To join the Peace Corps, VISTA, National Teachers'
Corps., or similar program as full-time participant.

2. To serve as an exchange or overseas teacher as a
full-time -participant.

Such leave shall be with accumulation of credit on the salary guide
but without pay.

C. Disability

1. An employee who anticipates a period of disability shall notify the
Superintendent in writing at least sixty (60) days prior to the commencement of
a disability leave. In the case of maternity related disability, the employee
shall notify the Superintendent of the anticipated date of delivery. The
employee shall be entitled to use accumulated sick leave during the period of
disability. In the case of an emergency the employee shall notify the
Superintendent in writing as soon as possible.

2. Should the Administration determine that an employee is
unable to fulfill the requirements of his/her position due to disability, the
Board may commence the disability leave at an earlier date. This additional
leave time required by the Board shall be with pay and all benefits. This
additional leave time shall not reduce the employee’s accumulated sick leave.

D. Child Care

1. An employee shall be entitled to an unpaid leave of
absence for reasons of child care. An employee seeking such leave shall file
written notice with the Superintendent not less than sixty (60) days prior to
the commencement of the leave. Such leave shall commence on the first day
following the end of the disability period.

2. An employee who adopts an infant shall be entitled to an
unpaid leave of absence for reasons of child care. An employee seeking such
leave shall file written notice with the Superintendent not less than sixty (60)
days prior to the commencement of the leave. The leave shall commence upon
receipt of de facto custody of the child or earlier, if necessary, to fulfill
the requirements for adoption.

3. A child care leave shall be for the balance of the school
year in which it commences, and at the option of the employee, shall be for half
or all of the following year.

4. An employee returning from child care leave must return
at the beginning of the school year or at the mid-year break, within two (2)
years of the commencement of the leave. If the employee elects to continue the
leave into that period beyond the year in which the leave commenced, he/she must
notify the Superintendent accordingly, in writing, before the last day of the
term in which the leave began. Such leave shall be without accumulation of
credit on the salary guide, without pay, and without health benefits except as
provided for by State and Federal Family Leave Acts.

5. An employee may opt for the benefits of the State and
Federal Family Leave Acts to run concurrent with contractual child care leave.

6. Extensions or other adjustments to the duration of a
leave for child care must be requested in writing and shall be granted at the
full discretion of the Board of Education.

7. An employee on an unpaid leave of absence shall not be
eligible to either receive or accrue benefits except as statutorily required.
The employee may continue health insurance coverage at the employee’s expense,
in accordance with the rules of COBRA.
8. To be eligible for a salary increment and credit toward
longevity payments and sabbaticals, a ten (10) month employee must work at least
five (5) months in the school year and a twelve (12) month employee must work at
least six (6) months in the fiscal year (July 1 to June 30) in which the leave
commences or terminates.

E. A tenured employee may be granted a leave of absence for advanced
study at the discretion of the Board of Education.

F. All applications for leaves, extensions or renewals thereof must be
made and granted in writing.

G. A tenured employee upon the resumption of employment shall have
restored all benefits to which he/she was entitled prior to his/her leave of
absence.

H. At the conclusion of a leave granted pursuant to Sections A, B, C, D
or E employees shall, upon return to work, be placed on a step on the salary
guide that reflects their years of service completed prior to the start of the
leave of absence.


ARTICLE 10

AGENCY FEE

A. Upon receipt of written authorization, the Board shall deduct a
representation fee from the wages of each full-time employee (working a least
twenty (20) hours per week) who is not a member of the Association and shall
remit the monies collected to the Association once each month, not later than
the 15th of the month.

B. The Association agrees to indemnify and hold harmless the Board from
any causes of action, claims, loss or damages incurred as a result of this
clause. Attorneys' fees shall be mutually agreeable.

C. Any employee in the bargaining unit on the effective date of this
Agreement who does not join the Association within thirty (30) days of initial
employment within the unit and any employee previously employed within the unit
who does not join within ten (10) days of re-entry into employment within the
unit shall as a condition of employment pay a representation fee to the
Association by automatic payroll deduction.

D. The representation fee shall be in an amount equal to eighty-five
percent (85%) of the regular Association membership dues, fees and assessments
certified to the Board by the Association. The Association may revise its
certification of the amount of the representation fee at any time to reflect
changes in the Association membership dues, fees, and assessments. The
Association entitlement to the representation fee shall continue beyond the
termination date of this Agreement so long as the Association remains the
majority representative of the employees in the unit, provided that no
modification is made to this provision by a successor Agreement between the
Association and the Board.

E. For the purposes of this provision, employees who are reappointed
from year to year shall be considered to be in continued employment.

F. The Association shall establish and maintain at all times a demand
and return system as provided by N.J.S.A. 34:13A-5.4 (2) (d) and (3) (L.1979,
c.417), and membership in the Association shall be available to all employees in
the unit on an equal basis at all times. In the event the Association fails to
maintain such a system or if membership is not so available, the Board shall
immediately cease making said deductions.

G. On or about the last day of each month, beginning with the month this
Agreement becomes effective, the Board will submit to the Association President,
a list of all employees who began their employment in bargaining unit positions
during the preceding thirty (30) day period. The list will include names, job
titles and dates of employment for all such employees.

ARTICLE 11

SALARY PROVISIONS

A. When requested, salary deductions shall be made in compliance with
Chapter 310, Public Laws of 1967 (N.J.S.A.) 52:14-15, 9e.) and under rules
established by the State Department of Education. When requested by an
employee, the Board of Education agrees to enter into an Agreement to reduce the
employee's salary to purchase on behalf of the employee an annuity which
qualifies under the provisions of Section 403b of the Internal Revenue Code of
1954, as amended.

B. Twelve-month employees must be paid for at least six months and ten
­month employees must be paid for at least five months of a school year to be
eligible for an increment.

ARTICLE 12

RETIREMENT ALLOWANCE

A. Any employee who intends to retire during a school year, shall submit
to the Superintendent of Schools a written notice of intention to retire on
January 1 of the preceding school year. However, any employee who retires
during the month of June, may submit their notice of their intention to retire
by January of the same school year.

The employee must also file a retirement application through the TPAF or PERS
prior to retirement. Payment of the retirement allowance will be received
within 30 days of retirement.

Failure to submit notice of retirement as defined above, will delay payment of
the retirement allowance until July 15 of the following school year.



B. The retirement allowance shall be computed at the rate of one (1)
day's pay for each four (4) days of accumulated unused sick leave to the
employee's credit at the time of the announced contemplated retirement. That
daily compensation to the employee under these provisions shall be at the daily
rate of pay which the employee earned in his/her last year in the district.
Subsequent absences will reduce the retirement allowance. The maximum payment
under this section will be fifteen thousand dollars ($15,000) effective July 1,
1996. The maximum payment for employees hired on or after July 1, 1996, shall
be five thousand dollars ($5000).

C. Employees who would have been eligible to file a retirement
application but who die while employed shall have the benefits specified in
Section B. above paid to their estate.

ARTICLE 13

POSTING OF VACANCIES
A. Posting

1. Post all vacancies that occur in positions that are
covered by this contract and/or promotional positions.

2. A notice of positions shall be posted in each school as
far in advance as practicable, ordinarily at least five (5) days before the
final date when applications must be submitted. A copy of said notice shall be
given to the Association President at the time of posting.

3. No later than June first of each school year, the
Superintendent shall post in all school buildings a list of the known vacancies
expected to occur during the following year.

4. When school is not in session, the Association President
shall be sent notification of vacancies occurring as defined above.

B. Filling Vacancies

1. When vacancies are posted, the qualifications for the
position shall be clearly set forth. Employees shall submit applications for
such vacancies to the Superintendent or his/her designee.

2. Vacancies will not be filled on a permanent basis until
posted as above, except vacancies in teaching positions occurring during the
school year.

3. Extra and co-curricular positions will be posted district
wide, and all employees shall be eligible to apply for said positions.




ARTICLE 14

EDUCATIONAL IMPROVEMENT

A. The Board agrees to pay the full tuition and other reasonable expenses
incurred in connection with courses, workshops, seminars, conferences,
in-service training sessions, or other such sessions which an employee is
required and/or requested to take by the administration.

B. The Board agrees to pay seventy-five percent (75%) of the cost per
credit hour of the New Jersey State colleges and university for graduate courses
approved by the Superintendent. Each teacher may be reimbursed for up to
eighteen (18) semester hours per year. Reimbursement shall be for courses
directly related to the teacher's subject area assignment, present or probable
assignment, and/or required in order to obtain the certificate/degree
appropriate to the aforementioned conditions.

C. The Board agrees to pay seventy-five percent (75%) of the cost per
credit hour of the New Jersey State colleges and university/ seminar/workshop
for courses approved by the Superintendent. Reimbursement shall be on courses
directly related to the employee's present or probable assignment.

D. The form requesting reimbursement must be submitted to the
Superintendent within sixty (60) days of course completion.

E. The forms with respect to “Application for Advance Approval of
Courses” and “Application for Reimbursement” are annexed to the contract. (See
forms annexed hereto).


ARTICLE 15

MISCELLANEOUS PROVISIONS

A. This Agreement shall be honored by the Board of Education and by the
Association for the duration of the Agreement.

B. If any provisions of this Agreement or any application of this
Agreement to any employee or group of employees is held to be contrary to law,
such provision or application shall not be deemed valid and subsisting except to
the extent permitted by law. All other provisions or applications shall
continue in full force and effect.

C. Any individual contract between the Board of Education and an
individual employee, heretofore or hereafter executed, shall be subject to and
consistent with the terms and conditions of this Agreement. If an individual
contract contains any language inconsistent with the Agreement, this Agreement
shall be controlling.




D. Except as this Agreement shall hereinafter otherwise provide, all
terms and conditions of employment applicable on the effective date of this
Agreement to employees covered by this Agreement as established by the rules,
regulations and/or policies of the Board in force on said date, shall continue
to be so applicable during the term of this Agreement.

E. The parties acknowledge that during the negotiations which resulted
in this Agreement each had the unlimited right and opportunity to make demands
and proposals with respect to any subject or matter not removed by law from the
area of collective bargaining, and that the understandings and agreements
arrived at by the parties after the exercise of that right and opportunity are
set forth in this Agreement. Therefore, the Board and the Association for the
life of this Agreement each voluntarily and unqualifiedly waive the right, and
each agrees that the other shall not be obligated to bargain collectively with
respect to any subject or matter not specifically referred to or covered in this
Agreement, even though such subjects or matters may not have been within the
knowledge or contemplation of either or both parties at the time that they
negotiated or signed this Agreement.

F. Copies of this Agreement shall be reproduced within thirty (30) days
after the Agreement is signed. Copies shall be presented to all employees now
employed or hereafter employed by the Board. The Board and Association agree to
pro rate expenses of printing copies of the Agreement.

G. Whenever any notice is required to be given by either party to this
Agreement to the other, pursuant to the provisions of this Agreement, such party
shall do so in writing at one of the following addresses:

1. If by the Association, to:

The Board of Education
Watchung School
North Plainfield, New Jersey 07060

2. If by the Board, to:

President
North Plainfield Education Association
_____________________________School
North Plainfield, New Jersey 07060

H. If, after the Agreement has become effective, it is felt by either the
Board of Education or the Association that an amendment to this Agreement is
warranted, such amendment may be added by mutual consent.

I. The Association agrees to respond in writing to correspondence from
the Board of Education within twenty (20) school days.




ARTICLE 16

DURATION OF THE AGREEMENT

This Agreement shall become effective as of July 1, 2002, for wage and salary
provisions and upon signing for all other modified provisions, and shall
continue in effect until June 30, 2005.

This Agreement shall not be extended orally, and it is expressly understood that
it shall expire on the date indicated unless extended by mutual Agreement.

IN WITNESS WHEREOF the parties hereto have caused this Agreement to be signed by
their respective presidents, attested to by their respective secretaries, all on
the day and year first written above.

NORTH PLAINFIELD NORTH PLAINFIELD
EDUCATION ASSOCIATION BOARD OF EDUCATION

_________________________________
__________________________________
President
President

_________________________________
__________________________________
Secretary
Secretary



Negotiations Chair
Negotiations Chair






NORTH PLAINFIELD PUBLIC SCHOOLS
Office of the Superintendent

To: Professional Staff Members

Subject: Reimbursement for Courses

In order to encourage members of the professional staff to take courses which
will improve their effectiveness and their value to the school system, the Board
of Education will pay tuition charges and necessary fees for graduate courses,
subject to the following limitations:



I. The courses must be directly related to the teacher’s
subject area assignment in the North Plainfield Public Schools.

II. All courses must be approved in advance by the
administration (Attachment B).

III. The only costs for which the Board will be partly
responsible are tuition, registration fees, and laboratory fees. The Board will
not pay for textbooks, reference books, transportation charges, or parking fees.


IV. The Board will not pay fees directly, but it will reimburse
teachers for seventy-five (75%) percent of the cost per credit hour of the New
Jersey State colleges and university of graduate courses approved by the
Superintendent up to eighteen (18) semester hours per year. Reimbursement for
the cost of approved courses taken during an academic year or in a summer
session will be made as follows:

A. Any reimbursement to a staff member who has taken approved graduate
courses during the spring and summer shall be paid as soon as feasible in the
fall, provided that the person is a member of the staff of North Plainfield
Public Schools at the time of reimbursement.

B. Any reimbursement to a staff member who has taken approved courses
during the fall semester shall be paid in February or March, or as soon as it is
feasible.

V. No reimbursement will be made for courses which are
required by the State Department of Education for certification.

VI. The Board will not reimburse the teacher for the cost of
more than six semester hours in any given semester; for more than nine (9)
semester hours in any summer session; or for more than eighteen (18) semester
hours taken between July first of one year and June thirtieth of the following
year.

VII. No reimbursement will be made for the cost of courses taken
during the employee’s first semester in the North Plainfield Public Schools.

VIII. There will be no reimbursement unless the employee receives a
mark of at least “C” or equivalent; the administration will determine the
equivalence of marks.

IX. A teacher who expects to be reimbursed for a course must
submit his/her application on the form prescribed by the administration.
Reimbursement will not be made until the employee submits a receipted bill and
the official transcript covering the courses taken. Applications may be
obtained from the principal or from the Superintendent. (Attachment B).



Attachment A



NORTH PLAINFIELD PUBLIC SCHOOLS
OFFICE OF THE SUPERINTENDENT

APPLICATION FOR ADVANCE APPROVAL OF COURSES


NOTE: To qualify for reimbursement, courses must be approved in
advance by the Superintendent, and be directly related to the teacher’s subject
area assignment.

I hereby apply for advance approval of the following courses and request the
Board of Education reimburse me for seventy-five (75%) percent of the cost per
credit hour of the New Jersey State colleges and university of graduate courses
which I expect to take.

UNIVERSITY
START & TOTAL
or COLLEGE SEMESTER
END DATES AMOUNT
& COURSE NO. COURSE TITLE HOURS OF COURSES
OF FEE(S)










Are these courses required for New Jersey certification? _______________
Are these graduate courses? ______________
How are these courses directly related to subject area assignment?

____________________________________________________________________________


____________________________________________________________________________


___________________________________
__________________________
Teacher’s Signature
Date




Action by Superintendent: ___________________________ Date:
_____________________

___________________________________________________________________________________

Action by Board: __________________________________ Date:
_____________________

___________________________________________________________________________________

Attachment B


PART 2: SPECIFIC WORKING CONDITIONS FOR SECRETARIES
ARTICLE 17
DAILY WORK HOURS

A. The work week for full-time secretaries shall consist of thirty-seven
and one-half (37-1/2) hours excluding lunch periods.

B. Summer work hours shall be in effect from the Monday after school
closes through the third week in August and shall consist of thirty-two and
one-half (32-1/2) hours per week excluding lunch periods.

C. In accordance with and to the extent required by New Jersey Statutes,
required overtime above forty (40) hours per week shall be compensated at the
rate of time and one-half (1-1/2) above the regular hourly rate. All overtime
must have the advanced approval of the immediate supervisor.

D. Inclement Weather

When school is closed for a full day due to inclement weather secretaries shall
not be required to work on that day. However, if school is opened at a later
hour during the day, secretaries shall be required to report fifteen (15)
minutes prior to the student arrival time. Such days shall be granted without
loss of pay.


ARTICLE 18

VACATIONS and HOLIDAYS

Vacations: In order for a secretarial employee to be eligible for paid
vacation, the employee must work full time on a twelve-month basis. The
following vacation benefit is provided to twelve month full-time secretaries.

A. One-half (½) day for each full month for employees who have been with
the Board for at least one (1) month and not more than eleven (11) months as of
July 1.

B. Two (2) weeks annually for employees who have been with the Board for
at least one (1) year and no more than five (5) years as of July 1.

C. Two (2) weeks plus one (1) day per year after five (5) years for
employees who have been with the Board for at least five (5) years but less than
ten (10) years July 1.

D. Three (3) weeks plus one (1) day per year for employees who have been
with the Board for at least ten (10) years but less than fifteen (15) years July
1.

E. Four (4) weeks per year for employees who have been with the board
fifteen (15) years or more July 1.


F. Vacations will not be approved during the last week of school nor
during the week preceding the opening of school and the first week of school.

G. For vacations of two (2) days or less, secretaries shall provide
notice of at least three (3) days prior to taking said vacation. For vacations
of three (3) days or more, secretaries shall provide notice of fifteen (15) days
prior to taking said vacation. All vacation requests must receive the prior
approval of the Superintendent or designee. The notice requirements may be
waived in the event of an emergency and at the discretion and with the approval
of the Superintendent or designee.

H. Employees may carry forward up to a maximum of five (5) days of unused
vacation time to the following year.

I. Secretary Evaluation:

1. All secretarial employees shall receive an annual written evaluation.
The evaluation reflects the secretary’s total performance as an employee of the
District. (See Attachment C annexed.)

2. All secretarial staff shall receive a copy of the annual evaluation
prior to February 15 and meet with the appropriate administrative or supervisory
staff member to review the annual evaluation.

3. a. The evaluation report (“evaluation”) shall be discussed at
an evaluation conference (“conference”) between the evaluator and staff member.

b. The staff member shall be given a copy of the
evaluation at least one day prior to the conference.

c. The purpose of the conference shall be to
discuss the contents of the evaluation.

d. The evaluation may be modified by the
evaluator, and must be finalized and signed by the staff member within ten (10)
working days of the conference.

e. The staff member may submit a written
response to the evaluation within ten (10) working days of receipt of the final
evaluation.

f. The written response will be attached to the
evaluation in all file locations.

4. Every evaluation shall be signed by both the evaluator and the
secretarial staff member evaluated. The secretarial staff member’s signature,
however, shall not be interpreted as an assent to the contents signed. In no
event shall anyone be asked to sign an incomplete evaluation.



Holidays: The Board will provide paid holidays for full-time,
twelve-month and full-time, ten-month employees in accordance with the school
calendar. Twelve-­month employees will also receive Independence Day and Labor
Day as paid holidays.


ARTICLE 19

PROMOTIONS, TRANSFERS AND REASSIGNMENTS


A. Announcements of all open secretarial positions in the school district
shall be posted in each building with five (5) working days allowance to file
notice of interest with the Superintendent.

B. Employees who desire to transfer to an available position may file a
written statement of such desire with the Superintendent. It is expressly
understood that such determination resides solely with the Board.


C. All requests for promotion shall be made in writing to the
Superintendent. All applications shall be submitted between February 1 and
April 1 of each year. Secretaries filing such requests shall be advised in
writing of the disposition by June 1 of each year. It is expressly understood
that the Board retains the sole right of approval and/or rejection.

D. Five (5) working days notice of an involuntary transfer or
reassignment shall be given to employees except in cases of emergency. In no
case will an involuntary transfer be made without a prior meeting with the
Superintendent.






North Plainfield Public Schools
Evaluation Report for Secretaries

Name____________________________________ School Year_______________________
Date_____________________________________ School Assignment_________________
Evaluator________________________________ Position__________________________

Professional Competencies

Evaluation Key: ME (Meets District Expectations); NA (Needs Attention);
NO (Not Observed, Evaluated, or Assessed at this Time)


I. Professional Responsibilities

Accomplishes assignment and duties accurately and completely.
ME___NA___NO___
Devotes time and energy effectively to the position.
ME___NA___NO___
Exercises good judgment and dependability in the performance of duties.
ME___NA___NO___
Meets deadlines and carries fair share of workload.
ME___NA___NO___
Possesses knowledge of job responsibilities and
district procedures/policies
ME___NA___NO___
Maintains all necessary records.
ME___NA___NO___
Demonstrates confidentiality related to school records
and other information.
ME___NA___NO___
Makes positive contributions to school and district.
ME___NA___NO___


II. Professional Knowledge and Relationships

Demonstrates knowledge and skills in matters pertaining to assignment.
ME___NA___NO___
Engages in professional growth and improvement activities as requested.
ME___NA___NO___
Fosters positive and respectful interactions with the following:
a. Students and Staff
ME___NA___NO___
b. Parents and Community Members
ME___NA___NO___
Works cooperatively to meet district/school/department objectives.
ME___NA___NO___
Maintains an effective working relationship with administration and staff.
ME___NA___NO___
Assumes additional secretarial responsibilities willingly when necessary.
ME___NA___NO___

Items marked NA will include an explanation.

Attachment C to Part 2
Page 1 of 2



II. Administrative Recommendations

A. Professional Strengths:














B. Professional Improvements:











Recommended for contract renewal at this time. __________







Date of Conference:____________________ Date of
Report:______________________

X____________________________________
X__________________________________
Secretary’s Signature
Principal/Supervisor’s Signature



Attachment C to Part 2
Page 2 of 2


PART 3: SPECIFIC WORKING CONDITIONS FOR CUSTODIAL
AND MAINTENANCE PERSONNEL

ARTICLE 20
HOURS AND OVERTIME

A. The standard work week of all employees of the unit, regardless of the
shift on which they may work, shall be based on a forty-hour week consisting of
five (5) eight-hour days excluding lunch period. The standard work week shall
be either Monday to Friday or Tuesday to Saturday. Employees hired on or after
July 1, 1999 may be assigned to either week. When assigning employees to either
work week, volunteers will be solicited before the assignment of employees.
There shall be no involuntary assignment of current employees to the Tuesday to
Saturday work week. Employees shall be granted a ten-minute period for personal
wash-up at the end of each shift except for abnormal circumstances. Starting
times and lunch periods shall be determined by the school principal and/or the
Director of Operations.

B. Two (2) fifteen-minute break periods, one in each half of each shift,
shall be permitted at times mutually agreed upon by the employee and his
immediate superior.

C. Overtime at the rate of one-and-one-half (1-1/2) times the employee's
regular hourly rate shall be paid for all authorized work performed in excess of
forty (40) hours per week. Time granted for holidays, emergency leave,
vacation, and sick leave shall be included in the forty-hour work week.

D. Overtime and double time shall be rounded to the nearest half-hour at
the end of each pay period. Payment for overtime and double time shall be made
on the fifteenth day of the month following the month in which the overtime
and/or double time is worked. It is agreed that any emergency matters requiring
an employee's attention beyond his regular hours stated above will be performed
by him as part of his total job responsibility at the overtime rate and in
keeping with the terms of the Agreement contained herein.

E. Custodians and/or maintenance men who are called back to work due to
emergencies shall be guaranteed a minimum of two hours work. There shall be no
overlapping of two hour time periods.

F. Holiday work shall conform to established time schedule and shall be
paid at double time rate.

ARTICLE 21

VACATION, HOLIDAYS, AND SNOW DAYS

A. Vacation schedule for employees shall be established by the Director
of Operations, prior to April 1st of each year. Any change in the schedule
subsequent to April 1st shall be by mutual Agreement of the employee and the
Director of Operations.




B. Employees will be granted paid vacation allowance as follows:


1. One-half (½) day for each full month for employees who
have been with the Board for at least one (1) month and not more than eleven
(11) months as of July 1.

2. Two (2) weeks annually for employees who have been with
the Board for at least one (1) year and no more than five (5) years as of July
1.

3. Two (2) weeks plus one (1) day per year after five (5)
years for employees who have been with the Board for at least five (5) years but
less than ten (10) years July 1.

4. Three (3) weeks plus one (1) day per year for employees
who have been with the Board for at least ten (10) years but less than fifteen
(15) years July 1.

5. Four (4) weeks per year for employees who have been with
the board fifteen (15) years or more July 1.


C. Holidays

The Board will observe paid holidays for full time twelve-month and full time
ten-month employees according to a list published by the Superintendent after
the school calendar is adopted each year. Holidays shall include but not be
limited to the following:

Independence Day
Labor Day
Election Day (when school is closed)
Thanksgiving Day and the day after
Winter Recess
(commencing with December 23 or 24 and
ending with January 1, 2, 3 as consistent with school calendar for the year)
Memorial Day
Martin Luther King Day

In addition to the foregoing, employees will receive three fixed holidays and
two floating holidays. The floating holidays shall be scheduled at the request
of the employee and with prior approval of the Superintendent or Designee. No
requests will be arbitrarily denied.

D. If one or more of the designated holidays above falls on a
non-scheduled workday, then the Superintendent, after consultation with the
Association President or the President's designee, shall designate an alternate
compensatory day.




E. Snow Days

Custodial and Maintenance employees are required to report for duty on days
which schools are closed due to snow and other climatic conditions. All snow
work shall be assigned by the Director of Operations. Double time will be paid
for snow removal only when schools are closed or when snow removal exceeds the
forty (40) hour work week.

F. The Board shall permit two representatives of the custodial
maintenance unit to attend the NJEA Convention without loss of pay. The
President of the Association shall advise the Superintendent or designee of the
names of the representatives by October 1st of each year.


ARTICLE 22

TERMINATION/SUSPENSION/JUST CAUSE

A. 1. In the case of unsatisfactory performance, the Director of
Operations will give the employee a written evaluation and have a discussion of
his/her performance on the job and give him/her thirty days to bring his/her
work up to acceptable standards. Failure to bring his/her work up to acceptable
standards shall be considered just cause for a letter of termination.

2. Furthermore, the Board or its representative reserves the
right to terminate or to suspend an employee without pay upon evidence of just
cause. Just cause shall include, but not be limited to, violation of Board
regulations or terms of this Agreement, fighting, being under the influence of
unprescribed intoxicating drugs or alcohol while on duty, smoking in
unauthorized areas, failure to report for duty, insubordination, job-related
immoral behavior, or conviction of criminal activities. In no case shall the
period of suspension exceed thirty (30) days.

B. In the event of a work location reduction in force, including
reductions caused by the discontinuance of a facility or its relocation, the
employees shall be laid off in the inverse order of seniority of the employees
in the department involved consistent with Title 18A:17-4.




ARTICLE 23

MISCELLANEOUS

A. A list of open custodial and maintenance positions in the school
district shall be posted within ten (10) days of such opening. Within five (5)
days after such posting, any qualified employee who desires to apply for such
open position may file a written request with the Director of Operations. Any
change will be at the discretion of the Director of Operations.

B. Employee transfers from one work location to another within the
district may be made at the discretion of the Director of Operations. Notice of
such transfer or reassignment shall be given to the employee five (5) working
days before the transfer or reassignment. Emergency transfers shall be at the
discretion of the Director of Operations.

C. Work Expectations

Employees will be expected to perform duties related to their basic work
function and their personal skills as is deemed necessary by the Director of
Operations or the Principal.

D. Employee Facilities and Equipment

All employees, where applicable, shall be provided with the appropriate
equipment necessary to do a high quality of work. The Board shall supply to
each employee the following personal equipment:

1. Up to four (4) uniforms per year, two (2) summer and two
(2) winter. Replacement uniforms will be issued when worn or damaged articles
are turned in.

2. Appropriate safety equipment when required by the nature
of the work performed.

3. One (1) set of complete rain gear (hat, coat and boots)
when required by the nature of the work performed.

4. One Hundred Dollars ($100.00) will be allotted each
member of the Association toward the purchase of one pair of safety/work shoes
per contract term upon submission of a receipt.

5. Upon termination of employment keys and equipment shall
be returned to the Board prior to issuance of the employee's last paycheck.

E. Custodians shall be granted up to two (2) months leave. A custodian
will not be eligible for more than one such leave during his employment in the
school district. The leave will be unpaid and will not be granted during the
months of June, July, August and September. Time spent on an unpaid leave shall
not count towards seniority.



ARTICLE 24

SALARY PROVISIONS FOR CUSTODIAL/MAINTENANCE PERSONNEL

A. Salary increments, movement from step to step, on the enclosed
schedule, will be awarded only on employee's satisfactory performance over the
last twelve (12) months or less in case of new employees. All increases will be
effective as of July 1st.

B. No salary of a satisfactory employee shall be below the appropriate
step on the guide.

C. For the purpose of determining years of experience for placement on
the salary guide, service for six (6) full months or more as of July 1st
constitutes one year.

D. Head custodians checking their respective school buildings on weekends
and holidays are not entitled to any extra pay.

E. Custodians who are involuntarily transferred to the day shift will
retain their shift differential until the next time a vacancy occurs on the
second and third shift. Custodians involuntarily transferred shall be given
first preference when vacancies occur. New hires (those hired after July 1,
1999) may be involuntarily transferred from the second shift to the day shift.
In the event of such an involuntary transfer of a new hire, the new hire will
lose the differential. Any involuntary transfer shall be done by inverse order
of seniority. This shall not apply to temporary shift changes such as summer
hours or substituting for a day shift employee.

F. Overtime shall be distributed by rotational seniority roster within
the school building. The rotational overtime roster within each building shall
start with the most senior employee and proceed to each less senior employee
until all custodians have been contacted. The rotation will start again with
the most senior and proceed accordingly. Any refusal of overtime shall be noted
on the rotation schedule and said employee shall forfeit any right to reclaim
said overtime. A refusal of overtime allows the rotation to continue and shall
be noted on a conspicuously posted schedule in an area known to all employees.





PART 4: SPECIFIC WORKING CONDITIONS FOR PARAPROFESSIONALS,
TRANSPORTATION AND CAFETERIA PERSONNEL

ARTICLE 25

HOURS, OVERTIME AND LAYOFF/RECALL RIGHTS

A. Hours of Work

Whenever a member of the paraprofessional, transportation, or cafeteria work
force is called to work at a time that is not adjacent to his/her regular work
hours, such personnel shall be guaranteed a minimum of two (2) hours of pay.
Whenever a member of the paraprofessional, transportation or cafeteria work
force is required to extend their regular work hours they shall be paid for the
total hours worked.

Paraprofessionals required to work a full time schedule shall receive an unpaid
thirty (30) minute duty free lunch and up to two (2) fifteen (15) minute breaks.

B. Overtime

All paraprofessionals, transportation and cafeteria personnel shall be paid at
the rate of one and one-half (1-1/2) times their normal hourly rate of pay for
work in excess of forty (40) hours per week.

C. Seniority

In the event of a district reduction in force, including reductions caused by
the discontinuance of a facility or its location, the employees shall be laid
off in the inverse order of seniority of the employees in the department
involved, that is within the paraprofessional, transportation, and cafeteria
classifications. Recall of such employees shall be made on the basis of his/her
departmental seniority, i.e., last in/first out, etc.

D. Subcontracting

In the event the food service is subcontracted without a requirement that all
school cafeteria employees be employed by the contractor, each severed employee
shall be granted recall rights for five (5) years, two (2) weeks severance pay,
and implementation of the terminal leave provisions without regard to the years
of service.

E. Transportation Work Assignments

A seniority rotation roster for: 1) regularly assigned routes and 2) extra work.
(Rotation to be on strictly seniority basis with refusals signifying a pass on
the list). When all employees refuse a turn on the rotation roster the Board
shall first seek qualified staff members from other classifications. In the
absence of qualified staff members from other classifications the Board shall
have the right to assign the next employee on the rotation roster to the extra
work including summer work. Employees may not relinquish other work assignments
to do transportation work unless directed to do so by the administration.

F. Employees included in Appendix C shall be paid for all hours for
which they are contracted even if they work fewer hours due to inclement weather
or other emergency. This section applies exclusively to hours lost due to
inclement weather. When school is closed for inclement weather all employees
will make up these days in accordance with the adjusted calendar proposed by the
Superintendent. Appendix C employees do not get paid for days when school is
closed for inclement weather or other emergency, but will be paid for the
make-up day.

G. Transportation and cafeteria personnel shall receive Thanksgiving and
Christmas as paid holidays.

H. Paraprofessionals shall receive Thanksgiving and Christmas as paid
holidays.

I. All transportation personnel licenses and costs, both initial and
renewal, shall be reimbursed by the Board.

J. The initial employment physical for paraprofessionals,
transportation, and cafeteria employees, if required by the Board, shall be
conducted by the Board's designated physician without cost to the employee. If
the employee chooses to use a different physician other than the one selected by
the Board, the employee shall bear the cost.



ARTICLE 26

JUST CAUSE

A. In the case of unsatisfactory performance, the Superintendent or
his/her designee will give the employee a written evaluation and have a
discussion of his/her performance on the job and give him/her thirty (30) days
to bring his/her work up to acceptable standards. Failure to bring his/her
work up to acceptable standards shall be considered just cause for a letter of
termination.

B. The Board and its representatives reserve the right to terminate or
to suspend an employee without pay upon evidence of just cause. Just cause
shall include, but not be limited to, violation of Board regulations or terms of
this Agreement, fighting, being under the influence of unprescribed intoxicating
drugs or alcohol while on duty, smoking in unauthorized areas, failure to report
for duty, insubordination, job related immoral behavior, or conviction of
criminal activities. In no case shall the period of suspension exceed thirty
(30) days.






ARTICLE 27

EMPLOYEE EQUIPMENT

A. Cafeteria employees shall receive a maximum of two (2) uniforms per
year at no cost to the employee. In exceptional circumstances and with the
permission of the Director of Operations, another uniform will be issued.

B. Cellular telephones will be provided to all transportation workers.
Transportation workers will be held responsible for the telephones if they are
damaged, stolen or lost due to transportation worker's negligence.





PART 5: SPECIFIC WORKING CONDITIONS FOR TEACHERS

ARTICLE 28

TEACHER EMPLOYMENT and SCHOOL CALENDAR




A. All teachers shall be notified of their contact and salary
status for the ensuing year by May 15th, unless another date is established by
law. Teachers shall sign their contracts or letters of intent and return them to
the Office of the Superintendent or designee within ten (10) days of receipt,
unless an extension has been granted by the Superintendent or designee.

B. The secondary lunch break shall be at least thirty (30) minutes. All
other lunch breaks to remain the same for elementary schools as in current
practice:

1. The Somerset School lunch break shall be at least thirty
(30) minutes.

2. The East End, Stony Brook, and West End lunch break shall be
forty-five (45) minutes.

The lunch break of all child-study team members based in Harrison School shall
be one (1) hour in length.

Effective July 1, 2004, the in-school work year shall include one
additional in-service day.

C. The length of the in-school work day for teachers shall be in
accordance with present practice.

1. At the secondary level, teachers shall arrive five (5)
minutes before students report to school and shall leave fifteen (15) minutes
after student dismissal.

2. At Somerset School, teachers shall arrive ten (10)
minutes before students report to school and shall leave five (5) minutes after
student dismissal.

3. At East End, Stony Brook, and West End schools, teachers
shall arrive ten (10) minutes before students report to school, and shall leave
twenty (20) minutes after student dismissal.

4. The work day of all child-study team members based in
Harrison School shall be seven (7) hours and thirty (30) minutes.

D. When school is closed for a full day due to inclement weather teachers
shall not be required to work on that day. However, if school is opened at a
later hour during the day, teachers shall be required to report fifteen (15)
minutes prior to the student arrival time. Such days shall be granted without
loss of pay.


SCHOOL CALENDAR

A. Prior to February 15, the Association representatives shall meet with
the Superintendent and make their recommendations concerning the school
calendar.

B. The in-school work year shall include days when pupils are in
attendance, orientation days, and any other days on which teacher attendance is
required.

C. The Board and the Association agree to continue the present policy for
drawing up the school calendar.


ARTICLE 29

TEACHER ASSIGNMENT AND EVALUATION

A. All teachers shall be given written notice of their tentative class
and/or subject assignments for the forthcoming year not later than June 1. In
the event that changes in such schedules, class and/or subject assignments,
building assignments or room assignments are proposed after June 1, the affected
teacher shall be notified in writing of the new assignment.

B. Staff Evaluation

1. Definitions

a. Observation:

A visitation to an assigned work station by
a certified supervisor of the local school district for the purpose of formally
collecting data on the performance of a teaching staff member’s assigned duties
and responsibilities. Duration of the observation on a secondary level is one
class period. Duration on an elementary school level is one complete subject
lesson.

b. Evaluation:

A written evaluation prepared by the
administrative or supervisory staff member who visits the work station for the
purpose of observing a teaching staff member's performance of the instructional
process.

c. Annual Evaluation:

A written evaluation of the staff member's
total performance as an employee of the district board of education, including
but not limited to:

(1) Performance in areas of strength;

(2) Performance in areas needing
improvement based upon job description;

(3) An individual professional
improvement plan developed by the supervisor and the teaching staff member; and

(4) A summary of available indicators
related to the effectiveness of the overall program and the performance of the
individual teaching staff.

2. Non-Tenured Staff

a. All non-tenured staff shall be observed a
minimum of three times pursuant to N.J.S.A. 18A:27-3.1. Following each
observation the administrative or supervisory staff member who has made the
observation shall present a written evaluation to the non-tenured teaching staff
member within five (5) school days of the observation and conduct a conference
pertaining to the evaluation within five (5) school days of issuing the
evaluation.

All non-tenured staff shall receive a copy
of the annual evaluation on or before April 10 and meet with the appropriate
administrative or supervisory staff member to review the annual evaluation and
develop the individual professional improvement plan on or before April 15.

b. Non-Tenured Observation/Evaluation Schedule

December 15 Complete
observation/evaluation #1
February 15 Complete
observation/evaluation #2
April 1 Complete
observation/evaluation #3
April 15 Complete
annual evaluation process.


3. Tenured Staff

a. All tenured staff shall be observed a minimum
of one time pursuant to N.J.S.A. 18A:27-3.1. Following each observation the
administrative or supervisory staff member who has made the observation shall
present a written evaluation to the tenured teaching staff member within ten
(10) school days of the observation and conduct a conference pertaining to the
observation within ten (10) school days of issuing the evaluation.

All tenured staff shall receive a copy of
the annual evaluation prior to April 15 and meet with the appropriate
administrative or supervisory staff member to review the annual evaluation and
develop the individual professional improvement plan prior to May 15.



b. Tenured Observation/Evaluation Schedule

February 15 Complete
observation/evaluation #1
May 15 Complete
annual evaluation process.

4. Evaluation reports shall be authorized by professionals
whose respective certificates authorize supervision of instruction and shall, in
each case, be confined within the scope of the evaluator's job description.

5. Before any evaluation report is finalized, submitted to
the Central Administration, or placed in the personnel file, such report shall
be discussed at a post-evaluation conference of the teaching staff member and
the evaluator. At least one day prior to this meeting, the teaching staff
member shall be given a copy of the written evaluation of his/her performance.
Review of the annual written performance report and the signing of said report
will be completed within fifteen (15) working days of the review. The teaching
staff member shall have the right to submit a written response to any material
within the report within fifteen (15) days of the post-evaluative conference.
This response will be reviewed by the evaluator and will be attached to copies
of the report in all file locations.

6. Every evaluation shall be signed by both the evaluator
and the teaching staff member evaluated. The teaching staff member's signature,
however, shall not be interpreted as an assent to the contents signed. In no
event shall anyone be asked to sign an incomplete evaluation.

7. Evaluative reports will be presented to the teaching
staff member in the following manner:

a. Such reports will be issued in the name of
the building principal or the immediate administrative supervisor.

b. Such reports will be addressed to the
teaching staff member with copies being forwarded to the Superintendent of
Schools and kept by the building principal or supervisor.

c. Such reports will include:

(1) Areas of professional strength of
the teaching staff member.

(2) Areas of need of professional
improvement.

(3) Specific suggestions as to
measures which the teaching staff member might take to improve his/her
performance in each of the areas wherein need of professional improvement has
been indicated.

(4) Indicators of pupil progress.

ARTICLE 30

NON-TEACHING DUTIES

A. Teachers, as a matter of general practice, shall not be required to
perform the following duties unless the best interests and safety of their
students are in jeopardy:

1. Collect money from students. However, a person
initiating an event or project which involves the collecting of money shall be
responsible for the collection procedures and the collection of moneys.

2. Deliver books to classrooms.

3. Use teacher's lunchtime for student supervision.

B. Elementary teachers shall be released from classroom duties when
physical education, art, librarian, and music teachers are instructing their
classes.

C. At all grade levels, whenever conferences with parents and Department
of Pupil Services are required when classes are in session, they shall be
conducted during preparation time

D. At all grade levels, teachers shall remain in the building during
their preparation period unless they have agreement from the building principal
that they may leave during that time.

F. Any teacher who covers classes or a portion thereof for another staff
member who is absent shall henceforth be paid at the per period rate equal to
one-fifth (1/5th) of the per diem substitute's daily rate effective after the
first event.

G. Teachers may be required to attend up to twenty (20) after-school
meetings per year. Each meeting may be up to sixty (60) minutes duration.
Teachers are to be advised at the beginning of the school year as to the
tentative days on which meetings will, if scheduled, occur. In the event of an
emergency, an additional meeting or meetings may be scheduled by the
administration. District wide meetings shall begin ten (10) minutes after the
latest teacher departure time. During their first year of employment teachers
may be required to attend up to five (5) extra meetings.

H. In the event of a long term absence, if one teacher is assigned to
cover one of the absent teacher's classes within his/her area of certification
for the duration of the long term absence, the assigned teacher shall be paid
$33.00 per period.

I. Teachers will be paid one-sixth (1/6th) of their annual salary when
assigned to a full year of teaching six (6) periods.



J. 1. One Session Days. Part time teachers who are contracted
for a minimum of 50% of the day will be in attendance for the entire session.

2. Delayed Opening. Part time teachers who have classes
canceled due to delayed opening will report to school at the delayed opening
time and will proceed to teach those classes in session. All other part time
teachers will report at their assigned time and will follow their regular
teaching schedule.

3. In-service Days. Required attendance at in-service days
will be pro-rated based on contracted time. Part time teachers who remain
beyond their required time do so voluntarily and will not be reimbursed for the
extra time.

4. District and Building Meetings. The required number of
meetings will be prorated based on contracted time. Supervisors and principals,
jointly, will determine which meetings the employee is to attend.




ARTICLE 31

SABBATICAL LEAVE

The policy of granting sabbatical leave of absence is established solely to help
the district maintain the highest level of instructional competence. In no case
is an application for such leave recommended by the Superintendent or approved
by the Board of Education unless, in their considered judgment, the professional
competence of the staff member and the general efficiency of the school system
will be benefitted thereby.

A. Eligibility

A certificated full-time employee completing seven (7) or more years of
continuous satisfactory service in North Plainfield Public Schools may, upon
recommendation of the Superintendent, be granted a leave of absence for one (1)
or two (2) semesters for:

1. Study on a full-time basis

2. Travel on a full-time basis

3. Any other reason that the Board and the Superintendent
shall approve.

The employee shall not be granted subsequent sabbatical leave until that person
has reestablished eligibility by serving another seven (7) years of continuous
satisfactory service.

B. Number of Leaves Authorized

No more than two (2) staff members shall be granted sabbatical leave during any
school year.



C. Application for Leave

Application for sabbatical leave shall be made on or before December 1 on a form
prescribed by the Superintendent. Such form shall provide for an outline of the
program or itinerary to be followed by the staff member during the period of the
leave. The Superintendent shall notify the applicant in writing of the decision
of the Board on or before February 15. If granted, such leave shall begin in
the next school year on the first day of the semester or on February 1.

D. Physical Examination

Any applicant favorably considered by the Superintendent may be required by the
Board of Education to have a physical examination. The purpose of such an
examination is to determine whether there is reasonable probability that the
applicant will be physically able to return to service for the minimum period
required.

E. Subsequent Service

As a condition to being granted leave, the employee shall enter into a contract
(in terms to be mutually agreed upon) to continue in the employ of the North
Plainfield Board of Education for a period of not less than two (2) years
following the leave of absence.

Should an employee violate the terms specified above, he shall repay to the
Board of Education a sum of money bearing the same ratio to the amount of salary
received while on leave of absence that the unperformed part of the two (2)
subsequent years of service bears to the full two (2) years. An employee may be
released from such obligation if he is:

1. Incapacitated.

2. Discharged.

3. Released for good and sufficient reason by the Board of
Education.

F. Status of Pension and Tenure

Contributions by the employee to the retirement fund shall continue as usual
during the sabbatical leave period. Tenure rights shall not be impaired.

G. Illness or Accident

Serious accident or illness (established by evidence satisfactory to the Board)
interrupting the program of study or itinerary being pursued by an employee
shall not constitute a breach of the conditions of such leave. Neither shall it
prejudice the employee against receiving all the rights and benefits provided
for under the terms of sabbatical leave, provided that the Superintendent was
notified of such accident or illness by registered letter within ten (10) days
of its occurrence or as soon as feasible.
H. Forfeiture of Leave

If the Superintendent is convinced that an employee on sabbatical leave is not
fulfilling the purpose for which the leave of absence was granted, the
Superintendent shall report this fact to the Board of Education. The Board
after giving the employee an opportunity to be heard may terminate the leave of
absence as of the date of its abuse. A sabbatical leave shall not be forfeited
should the employee become the recipient of a grant or scholarship.

I. Sabbatical to Maternity Leave

If an employee on sabbatical leave ascertains that she is pregnant, she shall
immediately report this fact to the Superintendent. Sabbatical leave shall be
transferred to maternity leave subject to the rules regulating maternity leave.

J. Return to Active Duty

An employee who has been on sabbatical leave for the first semester shall notify
the Superintendent on or before December 1 of the employee’s intention to
return to duty the following semester. If leave has been granted for the second
semester or the entire school year, the employee shall notify the Superintendent
on or before April 1 of the employee’s intention to return to duty the following
school year. Failure of an employee on leave to give such notification shall be
interpreted as an indication that such employee does not wish to return to the
North Plainfield School System.

K. Reinstatement

Unless conditions have arisen that necessitate change in subject or building
assignment, the employee who has complied with Section J above shall be
reinstated in the position the employee held at the time the employee’s leave
was granted. Reinstatement is further conditioned by submitting a written
report to the Superintendent describing the significant activities engaged in
while on sabbatical leave. If the leave is taken during the first semester,
such report is due by March 30 of the following semester. If the leave is taken
during the second semester or for the entire school year, the report is due by
the following September 30.

L. Salary

The salary of an employee on sabbatical leave for a full year shall be
fifty-five percent (55%) of the salary to which the employee is entitled if not
on leave, minus the regular deductions for Social Security, Income Tax,
Teachers' Pension Fund and any other deduction required. The salary of an
employee on sabbatical leave for one (1) semester shall be seventy-five percent
(75%) of the half-year salary to which the employee is entitled if not on leave,
minus the regular deductions listed above.

Salary shall be paid in accordance with the salary payment schedule of the North
Plainfield School System.
The decision of the Board to grant or to refuse to grant a sabbatical leave
shall be final. It shall not be subject to the grievance procedure.

M. Reimbursement

Neither tuition nor costs of any professional growth activity undertaken during
sabbatical leave will be reimbursed.


ARTICLE 32

INSTRUCTIONAL COUNCIL

A. The purpose of the Council shall be to strengthen the educational
program through research, recommendations, implementation and evaluation. The
Council may consider, but not be limited to, advising the Superintendent of
Schools and the Board of Education on such matters as educational philosophy and
goals of the district, educational specifications for buildings, teacher
recruitment, curriculum improvement, teaching techniques, in-service training,
pupil testing and evaluation, extracurricular programs and any other related
educational matter.

B. The Council shall consist of three (3) representatives appointed by
the Superintendent and six (6) representatives appointed by the Association.
Representatives of the Superintendent shall each have one (1) vote, and
representatives of the Association shall each have one-half (½) vote in Council
decisions.

C. The Council shall, at all times, represent the best professional
interests and objectives identifiable by the membership of said Council. It
shall be authorized to establish, when necessary, special study committees for
specific projects.

D. The Council shall encourage the institution of ideas, and shall accept
suggestions from individual teachers, departments, grade levels, Association
committees, administrators, Board of Education members, students, parents, or
any other interested party.

E. Nothing in this Article shall be interpreted to prevent the Council
from seeking professional consultation from within the professional staff of the
public schools of North Plainfield or from recommending that outside
consultation be obtained. However, any costs relating to the function of the
Instructional Council shall be approved by the Board of Education.

F. The Council shall establish its own rules of procedure and shall
provide for a rotating chairman who shall be responsible for the arrangement
and conduct of meetings.

G. The Council shall meet at least once each month.



H. The Board of Education and the Association shall study and consider
all written recommendations submitted by the Council for action, and the Board
shall reply in writing within twenty (20) school days, its decision on such
recommendations.

I. Reports of the Council or any study committee of the Council may
include minority as well as majority views.


ARTICLE 33

MAINTENANCE OF CLASSROOM CONTROL AND DISCIPLINE

A. When, in the judgment of a teacher, a student requires the attention
of the principal, counselor, psychologist, physician, or other specialist, the
teacher shall so inform the principal. The principal shall arrange, as soon as
possible, to meet with the teacher (and one or more specialists, if the teacher
deems it necessary) to discuss the matter, and to decide upon the appropriate
steps to be followed. The principal shall advise the parent or guardian of the
recommendations and actions.

B. When, in the judgment of a teacher, a student is seriously disrupting
the instructional program, the teacher may exclude the student from the
classroom and immediately refer the student to a principal or designee. In such
cases the principal shall arrange as soon as possible (and under normal
circumstances not later than the conclusion of the following school day) to meet
with the teacher. A parent or guardian, and possibly an appropriate specialist,
may be called in to discuss the matter and to decide upon the appropriate steps
to be followed.


ARTICLE 34

SALARY PROVISIONS FOR TEACHERS

A. The salaries of all teachers covered by this Agreement are set forth
in the approved salary guide attached hereto, except that the Board, at its
discretion, in individual cases with just cause, may continue a salary lower
than that provided for in the attached schedule and may withhold salary
increases or portions thereof.

B. Teachers employed on a ten (10) month basis shall be paid in twenty
(20) semi-monthly installments.

C. Pay days shall be on the fifteenth (15th) day and on the last school
day of the month.

D. When a pay day falls on or during a school holiday, vacation, or
weekend, teachers shall receive their pay checks on the working day immediately
preceding the holiday, vacation, or weekend.



E. A teacher shall receive the final pay check on the last working day
in June after the teacher has completed all assigned duties.

F. If at least twenty-five (25) employees elect to have ten percent
(10%) of each semi-monthly salary installment withheld by the Board, the total
of the sums so withheld shall be paid by the Board to the teacher without
interest, in one of the following ways:

1. To the employee should the employee terminate employment.

2. To the employee in two (2) equal installments on the
fifteenth (15th) days of July and August immediately following the end of the
teaching period in which the sums were withheld.

3. To the employee's estate upon the employee’s death.

G. All extra duty payments shall be made within thirty (30) days from
date of duty, and payment shall contain identification of the duty performed.

H. The salary schedule for each of the following ten (10) month positions
shall be obtained by multiplying the appropriate salary in Schedule A by the
ratio shown opposite the respective titles listed below:
Ratio *
School Psychologist 1.1600

* Applies only to staff employed in this position prior to July 1,
1981.

I. Application of Accredited Experience

A new employee shall be granted no more than four (4) years of credit for
military service. A year of military service shall be defined as twelve (12)
months.

The following paragraphs shall become effective July 1, 2003:

1. The Superintendent shall have the full discretion to
offer a signing bonus of up to $5,000.00 for each employee hired on or after
July 1, 2003.

2. All employees hired on or after July 1, 2003 shall receive hiring
credits as follows:


(A) One (1) step for every one (1) year of prior
teaching experience;

(B) One (1) step for every two (2) years of work
experience.





APPENDIX A: SECRETARIAL SALARY GUIDES 2002-2005
2002-2003 North Plainfield - Secretaries

Step I
II III IV
1 24,073 25,269 27,227
29,185
2 24,573 25,769 27,727
29,685
3 25,073 26,269 28,227
30,185
4 25,573 26,769 28,727
30,685
5 26,073 27,269 29,227
31,185
6 26,573 27,769 29,727
31,685
7 27,073 28,269 30,227
32,185
8 27,573 28,769 30,727
32,685
9 28,073 29,269 31,227
33,185
10 28,882 30,078 32,036
33,994
11 30,066 31,262 33,220
35,178
12 31,457 32,653 34,611
36,569
13 35,394 36,590 38,548
40,506
14 40,330 41,526 43,484
45,442


2003-2004 North Plainfield - Secretaries

Step I
II III IV
1 24,573 25,769 27,727
29,685
2 25,073 26,269 28,227
30,185
3 25,573 26,769 28,727
30,685
4 26,073 27,269 29,227
31,185
5 26,573 27,769 29,727
31,685
6 27,073 28,269 30,227
32,185
7 27,573 28,769 30,727
32,685
8 28,073 29,269 31,227
33,185
9 28,573 29,769 31,727
33,685
10 29,073 30,269 32,227
34,185
11 30,066 31,262 33,220
35,178
12 31,457 32,653 34,611
36,569
13 35,394 36,590 38,548
40,506
14 41,330 42,526 44,484
46,442
2004-2005 North Plainfield - Secretaries

Step I II III
IV
1 25,073 26,269 28,227
30,185
2 25,573 26,769 28,727
30,685
3 26,073 27,269 29,227
31,185
4 26,573 27,769 29,727
31,685
5 27,073 28,269 30,227
32,185


6 27,573 28,769 30,727
32,685
7 28,073 29,269 31,227
33,185
8 28,573 29,769 31,727
33,685
9 29,073 30,269 32,227
34,185
10 29,573 30,769 32,727
34,685
11 30,073 31,269 33,227
36,569
12 31,457 32,653 34,611
36,569
13 35,394 36,590 38,548
40,506
14 42,330 43,526 45,484
47,442


APPENDIX A: SECRETARIAL SALARY GUIDE (continued)
2002-2005


LONGEVITY:

10 years $450.00
15 years $600.00
20 years $750.00


Notes:

1. Placement of personnel on the above salary columns is the sole
prerogative of the Board of Education.

2. Secretaries initially employed during the term of this Agreement will
be hired within their respective category at the lowest step indicated above
unless the individual is given credit for years of experience in excess of the
number of the lowest step in that category.





APPENDIX B: MAINTENANCE and CUSTODIAL SALARY GUIDES
2002-2005

2002-2003 No Plainfield Custodians

Cust. H-Cust
Step Grounds Maint.
1 27,554
33,065
2 28,054
33,665
3 29,054
34,865
4 30,054
35,206
5 31,054
36,206
6 32,156
37,743
7 33,299
39,347
8 34,486
41,091
9 35,716
42,919
10 36,993
44,601
11 37,904
45,512
12 39,044
46,853
2003-04 No Plainfield Custodians

Cust. H-Cust
Ste p Grounds Maint. 1 28,348
34,018 2 28,848 34,618 3
29,348 35,218 4 30,348 36,418
5 31,418 37,702 6 32,526 39,031
7 33,673 40,408 8 34,860
41,832 9 36,089 43,307 10
37,362 44,834 11 38,680 46,416 12
40,044 48,053


2004-2005 No Plainfield Custodians

Cust. H-Cust

Grounds Maint.
Step
1
30,036 36,043
2
30,536 36,643
3
31,036 37,243
4
31,536 37,843
5
32,660 39,192
6
33,824 40,589
7
35,029 42,035
8
36,277 43,532
9
37,570 45,084
10
38,909 46,691
11
40,296 48,355
12
41,732 50,078


B. Differentials

Boiler License
$675 effective July 1, 2003
Shift Differential
6% Second shift

9% Third shift (for employees hired prior to July 1,
1999)

6% Third shift (for employees hired after July 1,
1999)

Outdoor work
$675 effective July 1, 2003
High School Stipend
$ 800

C. Longevity

10 years $575
15 years $875
20 years $1,150
25 years $1,450


APPENDIX C: PARAPROFESSIONALS, TRANSPORTATION and CAFETERIA PERSONNEL
WAGE RATES — 2002-2005


PARAPROFESSIONALS
(LUNCHROOM, KINDERGARTEN AND LIBRARY)

2002-2003 2003-2004
2004-2005

$14.51 $15.19
$15.95
$15.27 $15.99
$16.79
$16.04 $16.80
$17.64


TRANSPORTATION WORKERS

2002-2003 2003-2004
2004-2005

$21.39 $22.40
$23.52



CAFETERIA WORKERS

2002-2003 2003-2004
2004-2005

$14.07 $14.73
$15.47







Employees move horizontally on the above guide.


LONGEVITY

10 years $275
15 years $325
20 years $400







APPENDIX D: TEACHER SALARY GUIDE



Teachers Guide Placement in North Plainfield
2001-2005­




2001-02 2002-03 2003-04
2004-05
Step Step Step
Step


1
º 1-2
º 1-3 º 2-4 º
3-5
1 º 1-3 º 2-4 º
3-5
2 º 1-3 º 2-4 º
3-5
3 º 4-5 º 5-6 º
6-7
4 º 4-5 º 5-6 º
6-7
5 º 6-7 º 7-8 º
8-9
6 º 6-7 º 7-8 º
8-9
7 º 8-9 º 9-10 º
10-11
8 º 8-9 º 9-10 º
10-11
9 º 10-11 º 11-12 º
12-13
10 º 10-11 º 11-12 º
12-13
11 º 12 º 13 º
14
12 º 13 º 14 º
15
13-18 º 14-19 º 15-20 º
16-21
19 º 20 º 21 º
22
20 º 21 º 22 º
23
21 º 22 º 23 º
24+
22 º 23 º 24+ º
24+
23-24 º 24+ º 24+ º
24+
25+ º 24+ º 24+ º
24+






APPENDIX D: TEACHER SALARY GUIDE

NORTH PLAINFIELD - CERTIFIED TEACHERS
2002-2003

Step BA MA 6th Yr
PhD
1-3 36,430 39,060 41,690
44,320
4-5 37,150 39,780 42,410
45,040
6-7 38,150 40,780 43,410
46,040
8-9 40,140 42,770 45,400
48,030
10-11 42,390 45,020 47, 650
50,280
12 43,390 46,020 48,650
51,280
13 44,390 47,020 49,650
52,280
14-19 47,490 50,120 52,750
55,380
20 51,050 53,680 56,310
58,940
21 549880 57;510 60,140
62,770
22 59,000 61,630 64,260
66,890
23 63,430 66,060 68,690
71,320
24+ 69,590 72,220
74,850 77,480
Teachers initially employed in the District after July 1, 1999, will achieve
their individual maximum step on the BA salary column after eight (8) years in
the District. Teachers employed in the District as of July 1, 1999, will be
required to achieve their maximum step on the BA salary column within eight (8)
years of their date of employment, or within two years from July 1, 1999,
whichever is longer. If the teacher obtains a Masters Degree from an accredited
institution of higher education he/she shall move horizontally to the MA column
within one (1) month of receipt of the degree. (This language shall be deemed
deleted effective July 1, 2003)

MA+30 shall be defined as thirty (30) graduate credits earned after the Master’s
degree is earned. Prior to September 1, 1998, teachers on the MA+30 column will
remain on the MA+30 column.

LONGEVITY

The following amounts shall be added to the salary of all certificated personnel
who have completed ten (10) years of service within the North Plainfield School
System. Up to four (4) years of military service, subsequent to employment in
the North Plainfield School System, shall be counted toward longevity pay.

2002-2003 $375 2003-2004 $375
2004-2005 $375

The following amounts shall be added to the salary of all certificated personnel
who have completed twenty (20) years of service within the North Plainfield
School System. Up to four (4) years of military service, subsequent to
employment in the North Plainfield School System, shall be counted toward
longevity pay.

2002-2003 $750 2003-2004 $750
2004-2005 $750


APPENDIX D: TEACHERS SALARY GUIDE

NORTH PLAINFIELD - CERTIFIED TEACHERS
2003-2004

Step BA MA 6th Yr PhD
1 37,730 40,530 43,330 46,130
2-4 38,230 41,030 43,830 46,630
5-6 38,950 41,750 44,550 47,350
7-8 40,140 42,940 45,740 48,540
9-10 42,390 45,190 47,990 50,790
11-12 44,190 46,990 49,790 52,590
13 45,190 47,990 50,790 53,590
14 47,490 50,290 53,090 55,890
15-20 51,050 53,850 56,650 59,450
21 55,440 58,240 61,040 63,840
22 60,200 63,000 65,800 68,600
23 65,370 68,170 70,970 73,770
24+ 70,990 73,790 76,590 79,390

Teachers initially employed in the District after July 1, 1999, will achieve
their individual maximum step on the BA salary column after eight (8) years in
the District. Teachers employed in the District as of July 1, 1999, will be
required to achieve their maximum step on the BA salary column within eight (8)
years of their date of employment, or within two years from July 1, 1999,
whichever is longer. If the teacher obtains a Masters Degree from an accredited
institution of higher education he/she shall move horizontally to the MA column
within one (1) month of receipt of the degree. (This language shall be deemed
deleted effective July 1, 2003)

MA+30 shall be defined as thirty (30) graduate credits earned after the Master’s
degree is earned. Prior to September 1, 1998, teachers on the MA+30 column will
remain on the MA+30 column.

LONGEVITY

The following amounts shall be added to the salary of all certificated personnel
who have completed ten (10) years of service within the North Plainfield School
System. Up to four (4) years of military service, subsequent to employment in
the North Plainfield School System, shall be counted toward longevity pay.

2002-2003 $375 2003-2004 $375
2004-2005 $375

The following amounts shall be added to the salary of all certificated personnel
who have completed twenty (20) years of service within the North Plainfield
School System. Up to four (4) years of military service, subsequent to
employment in the North Plainfield School System, shall be counted toward
longevity pay.

2002-2003 $750 2003-2004 $750
2004-2005 $750



APPENDIX D: TEACHER SALARY GUIDE

NORTH PLAINFIELD - CERTIFIED TEACHERS
2004-2005
Step BA MA 6th Yr PhD
1-2 39,350 42,150 44,950 47,750
3-5 39,850 42,650 45,450 48,250
6-7 40,570 43,370 46,170 48,970
8-9 42,390 45,190 47,990 50,790
10-11 44,190 46,990 49,790 52,590
12-13 45,810 48,610 51,410 54,210
14 49,440 52,240 55,040 57,840
15 53,360 56,160 58,960 61,760
16-21 57,590 60,390 63,190 65,990
22 62,150 64,950 67,750 70,550
23 67,080 69,880 72,680 75,480
24+ 72,390 75,190 77,990 80,790

Teachers initially employed in the District after July 1, 1999, will achieve
their individual maximum step on the BA salary column after eight (8) years in
the District. Teachers employed in the District as of July 1, 1999, will be
required to achieve their maximum step on the BA salary column within eight (8)
years of their date of employment, or within two years from July 1, 1999,
whichever is longer. If the teacher obtains a Masters Degree from an accredited
institution of higher education he/she shall move horizontally to the MA column
within one (1) month of receipt of the degree. (This language shall be deemed
deleted effective July 1, 2003)

MA+30 shall be defined as thirty (30) graduate credits earned after the Master’s
degree is earned. Prior to September 1, 1998, teachers on the MA+30 column will
remain on the MA+30 column.

LONGEVITY

The following amounts shall be added to the salary of all certificated personnel
who have completed ten (10) years of service within the North Plainfield School
System. Up to four (4) years of military service, subsequent to employment in
the North Plainfield School System, shall be counted toward longevity pay.

2002-2003 $375 2003-2004 $375
2004-2005 $375

The following amounts shall be added to the salary of all certificated personnel
who have completed twenty (20) years of service within the North Plainfield
School System. Up to four (4) years of military service, subsequent to
employment in the North Plainfield School System, shall be counted toward
longevity pay.

2002-2003 $750
2003-2004 $750 2004-2005 $750


APPENDIX E: PART-TIME/HOURLY TEACHERS’
WAGES AND BENEFITS


A. 2002-2003
2003-2004 2004-2005
STEP BA MA
BA MA BA MA
3 35.34 36.45
37.04 38.20 38.85 40.07
4 35.86 36.97
37.47 38.74 39.31 40.64
5 36.39 37.57
38.14 39.37 40.00 41.30
6 36.90 38.72
38.67 40.58 40.57 42.57
7 39.10 41.15 40.98 43.12
42.98 45.24
8 41.40 43.73
43.39 45.83 45.51 48.07

B. These employees shall also receive:

1. Pro rata tuition reimbursement.

2. Pro rata insurance if entitled under master
policies and employed twenty (20) hours or more per week regularly.

3. Pro rata sick leave in accordance with
current New Jersey State Board of Education mandates.

C. Appropriate part-time and hourly employees will be
required to attend and will be compensated for the in-service programs. The
Superintendent's determination as to who is appropriate shall not be grievable.





APPENDIX F:
EXTRA-CURRICULAR/SUPPLEMENTAL SALARIES


The Board of Education agrees to the following supplemental salaries. It is
understood that the Board, as it deems necessary, may eliminate any of these
positions or create additional ones.
Any employee who receives a separate stipend will not be entitled to any
additional compensation for supervising students during the activity or event
for which the employee is already receiving pay.

2002-2003 2003-2004 2004-2005
I. HIGH SCHOOL ATHLETICS

FOOTBALL

Head Coach
8651 9066 9510
Assistant Coach (6)
5630 5901 6190
Equipment Manager
4807 5038 5285
Filming
1236 1296 1359

SOCCER (Boys and Girls)

Head Coach
5355 5612 5887
Assistant Coach
3749 3929 4122
Freshmen
3749 3929 4122

CROSS COUNTRY

Head Coach
4943 5180 5434
Assistant Coach
3434 3599 3775

BASKETBALL (Boys and Girls)

Head Coach
6591 6907 7246
Assistant Coach (2)
4614 4835 5072

WRESTLING

Head Coach
6591 6907 7246
Assistant Coach
4614 4835 5072
Freshmen
4614 4835 5072

BASEBALL

Head Coach
5629 5900 6189
Assistant Coach (2)
3942 4131 4333

TRACK (Boys and Girls)

Head Coach
5629 5900 6189
Assistant Coach (2)
3942 4131 4333

SOFTBALL (Girls)

Head Coach
5629 5900 6189
Assistant Coach (2)
3942 4131 4333



WINTER TRACK

Head Coach
3299 3457 3627

CHEERLEADING

Fall
3434 3599 3775
Winter
3434 3599 3775

FIELD HOCKEY (Girls)

Head Coach
5355 5612 5887
Assistant Coach
3748 3928 4121
Freshmen
3748 3928 4121

TENNIS (Boys and Girls)

Head Coach
5355 5612 5887
Assistant Coach
3749 3929 4122
Girls Head Coach
5355 5612 5887

GOLF

Head Coach
5355 5612 5887

II. HIGH SCHOOL INTRAMURAL

Weight Training

Fall
1648 1727 1812
Winter
1648 1727 1812
Spring
1648 1727 1812
Summer
3295 3453 3622

III. MIDDLE SCHOOL

INTRAMURAL

Football
1559 1634 1714
Co-Ed Basketball
1112 1165 1222
Field Hockey
831 871 913
Soccer-Girls
831 871 913




IV. MIDDLE SCHOOL

INTERSCHOLASTIC


Co-Ed Track
2747 2879 3020
Basketball (Boys and Girls)
4091 4288 4498
Cross Country
2195 2300 2413
Wrestling
4091 4288 4498

V. ELEMENTARY SPORTS

If there are any deviations in hours required for an activity, the salary for
that activity shall be prorated according to the number of hours actually
worked.

AFTER SCHOOL SPORTS

Fall/Winter/Spring
6339 6643 6969
Fall/Winter
4229 4432 4649
Fall/Spring
4229 4432 4649


VI. HIGH SCHOOL CO­-CURRICULAR

Clubs

Art Club (HS/MS)
920 964 1011
Business
614 644 676
Debate
2471 2590 2717
Foreign Language
614 644 676
Home Economics
1228 1287 1350
Interact
3020 3165 3320
Ski (HS/MS)
1098 1151 1207
Band/Band Front

Director (Marching)
5493 5756 6038
Assistant Director
3020 3165 3320
Percussion Instructor
1923 2015 2114
Band Front Instructor
1923 2015 2114
Percussion Arranger
1133 1187 1245
Front Advisor
4119 4317 4529
Stage Band
4119 4317 4529
Winter Guard
1226 1285 1348
Assistant Winter Guard
614 644 676




Class Advisors

Freshmen
1226 1285 1348
Sophomore
1226 1285 1348
Junior
1226 1285 1348
Senior
2455 2753 2699

Honor Societies

French
614 644 676
Italian
614 644 676
Spanish
614 644 676
National
614 644 676

Miscellaneous Activities
Academic League
614 644 676
H.O.P.E.
920 964 1011
Model Congress
614 644 676
Peer Leadership Crd.
614 644 676
Student Council
1535 1609 1688
Latin American Dance
920 964 1011

Music/Drama Others

Choral Accompanist
455 476 500
Drama/Speech
5493 5756 6038
Vocal Music Director
5493 5756 6038

Publications

Canuckling
2239 2347 2462
Tunlaw
3649 3824 4012
Yearbook
3649 3824 4012

Music/Drama Productions

Production Director
4119 4317 4529
Assistant Production Director
961 1008 1057
Musical Director
4119 4317 4529
Assistant Musical Director
1319 1382 1450
Technical Director
1648 1727 1812
Assistant Technical Director
1469 1538 1615
Choreographer
2198 2304 2417
Lighting Director
1139 1194 1252
Sound Technician
614 644 676




VII. MIDDLE SCHOOL EXTRACURRICULAR

Builders Club
1205 1263 1325
Drama Advisor
1809 1896 1989
Assistant Drama Advisor
456 477 501
NJ Math League
614 644 676
Student Council
1226 1285 1348
Walnut Review
1787 1873 1964

VIII. ELEMENTARY EXTRACURRICULAR

After-school Art
1236 1292 1355
ASK Program
1648 1729 1813
Kids Help Kids
1648 1729 1813
Newspaper
696 729 765
Student Council (EE/SB/WE)
696 729 765
Drama Club
920 964 1011
Computer Club
1098 1152 1209
Ski Club
1098 1152 1209
Student Council Somerset
1373 1439 1510
Talent Show
1098 1152 1209
Band
1394 1461 1533
Chorus
1373 1439 1510
Sign Language Club
1236 1296 1359
Stock Market Club
618 647 679

IX. SOMERSET SCHOOL

EXTRACURRICULAR

After School Sports (Fall)
2115 2217 2326
After School Spots (Spring)
2115 2217 2326
Gymnastics
2745 2877 3018
Art
1236 1295 1358
Band
1394 1461 1533
Chorus
1373 1439 1510
Computer Club
1098 1151 1207
Drama
1011 1060 1112
Game Club
1098 1151 1207
Somerset Incentive Program
2369 2483 2605
Somerset Literary Magazine
1787 1873 1965
Ski Club
1098 1151 1207
Student Council
1373 1439 1510



IX. The Board agrees to pay the following
supplemental salaries at the sums indicated:
2002-2003
2003-2004 2004-2005
Learning Consultant $4,289
$4,495 $4,715

SUMMER ACTIVITIES SPORTS 2002-2003
2003-2004 2004-2005
Hourly Rates
$25.37 $26.59 $27.89
X. Where feasible, teachers shall be notified no later than May 15" of
their supplemental contract status for the ensuing year. Teachers shall sign
their supplemental contracts or letter of intent by May 25t", unless at the
request of the teacher, an extension has been granted by the Superintendent.
XI. Guidance Counselors may be required to perform guidance
functions for up to six (6) days between the close and opening
of the school year at their individual per diem rate. Any days beyond six (6)
will be at the curriculum in summer rate unless the guidance counselor is
required to perform guidance work which will be paid at the per diem rate.

XII. Supplemental salaries shall be paid to the eligible
employee in one payment at the end of the activity for seasonal sports or
activities. Full year sports or activities shall be
paid in two payments (December and June).

XIII. Pay rate for the following hourly positions
will be:

After-School


2002-03 2003-2004 2004-2005
$20.08 $21.05 $22.08

Curriculum in Summer


2002-03 2003-2004 2004-2005
$35.24 $36.93 $38.74

Bedside Instruction/Summer School


2002-03 2003-04 2004-05
$37.02 $38.80 $40.70
XIV. Curriculum work shall be paid once at the conclusion of the project
when the completed project is submitted to the Superintendent or designee. The
number of hours for summer curriculum project shall be fixed prior to the
commencement of the project.