Contract Between
Califon B/E-Hunterdon
- and -
Califon TA
* * *
07/01/2006 thru 06/30/2009


CategorySchool District
UnitTeaching/Professional Staff

Contract Text Below
19
PREAMBLE
    1. This agreement entered into this first day of July 2006 though the 30th day of June, 2009 by the Board of Education of the Borough of Califon, hereinafter referred to as the “Board” and the Califon Education Association, hereinafter referred to as “Association”.
      2. Whereas, the parties have reached a certain understanding which they desire to confirm
      in this agreement, be it resolved in consideration of the following mutual covenants, it is
      hereby agreed as follows:
      ARTICLE I
      RECOGNITION

      A. Unit
      The Board hereby recognizes, the Association as the exclusive and sole representative for
      collective negotiation concerning grievances and terms and conditions of employment for
      all certificated teachers under contract to the Board.

      B. Definition of Teacher
      Unless otherwise indicated, the term “teacher”, when used hereinafter in this Agreement,
      shall refer to all professional certificated employees represented by the Association in the
      negotiating unit as above defined, and references to male teachers shall include female
      teachers.
      ARTICLE II
      GRIEVANCE PROCEDURE

      A. Definitions
      1. Grievance
          A “grievance” is a claim by a teacher or the Association based upon the
          interpretation, application, or violation of this agreement, policies or
          administrative decision affecting a teacher or a group of teachers.
      2. Aggrieved person
          An “aggrieved person” is the person or persons or the Association making the
          claim.
      3. Party in interest
          A “party in interest” is the person or persons making the claim and any person
          including the Association or the Board, who might be required to take action or
          against whom action might be taken in order to resolve the claim.

      B. Purpose
          The purpose of this procedure is to secure, at the lowest possible level, equitable solutions to the problems, which may from time to time arise affecting teachers. Both parties agree that these proceedings will be kept as informal and confidential as may be appropriate at any level of the procedure.


      ARTICLE II - GRIEVANCE PROCEDURE - Cont’d

      C. Procedure
      1. Time Limits
          The number of days indicated at each level is to be considered as a maximum and
              every effort should be made to expedite the process. The time limits specified may, however, be extended by mutual agreement.

      2. Year-end Grievances
          In the event a grievance is filed at such time that it cannot be processed through
          all the steps in this grievance procedure by the end of the school year, and, if left
          unresolved until the beginning of the following school year, could result in
          irreparable harm to a party in interest; the time limits set forth herein shall be
          reduced so that the grievance procedure may be exhausted prior to the end of the
          school year or as soon thereafter as is practicable.
      3. Level One – Chief School Administrator
              A teacher with a grievance shall first discuss it with the Chief School Administrator, either directly or through the Association’s designated representative with the object of resolving the matter informally.


      ARTICLE II. C - GRIEVANCE PROCEDURE - Cont’d

      4. Level Two - Board of Education
              If the aggrieved person is not satisfied with the disposition of his grievance at Level One, or if no decision has been rendered within five (5) school days after
              the presentation of the grievance, he may file the grievance in writing with the
              Association within five (5) school days after the decision at Level One, or ten (10)
              school days after the grievance was presented, whichever is sooner. Within five
      (5) school days after receiving the written grievance, The Association shall refer
              to the Board of Education.
      5. Level Three - Arbitration
      a. If the aggrieved person is not satisfied with the disposition of his
                  grievance at Level Two, or if no decision has been rendered within ten (10) school days after the grievance was delivered to the Board of Education, he may, within five (5) school days after a decision by the Board of Education, or fifteen (15) schools days after the grievance was delivered to the Board, whichever is sooner, request in writing that the Association submit its grievance to arbitration.
      b. Within ten (10) school days after such written notice of submission to
                  arbitration, the Board and the Association shall attempt to agree upon a
                  mutually acceptable arbitrator and shall obtain a commitment from said

      ARTICLE II. C - GRIEVANCE PROCEDURE - Cont’d
      arbitrator to serve. If the parties are unable to agree upon an arbitrator
      or to obtain such a commitment within the specified time period, a request
      for a list of arbitrators may be made to the American Arbitration
              Association by either party. The parties shall then be bound by the rules
              and procedures of PERC in the selection of an arbitrator.
      c. The arbitrator so selected shall confer with the representatives of the
              Board and the Association and hold hearings promptly and shall issue
              his decision not later than twenty (20) days from the date of the close of
              the hearings or, if oral hearings have been waived, then from the date the
              final statements and proofs on the issues are submitted to him. The
              arbitrator’s decision shall be in writing and shall set forth his findings of
              fact, reasoning and conclusions on the issues submitted. The arbitrator
              shall be without power or authority to make any decision which requires
              the commission of an act prohibited by law or which is violative of the
              terms of this agreement. The decision of the arbitrator shall be advisory to
              the Board and the Association.
          d. The cost for the services of the arbitrator, including per diem expenses, if
              any, and actual and necessary travel, subsistence expenses, and the cost of
              the hearing room shall be borne equally by the Board and the Association.
              Any other expenses incurred shall be paid by the party incurring same.


      ARTICLE II - GRIEVANCE PROCEDURE - Cont’t
      D. Rights of Teachers to Representation
      1. Teacher Association
          Any aggrieved person may be represented at all stages of the grievance procedure
          by himself, or, at his option by a representative selected or approved by the
          Association. When a teacher is not represented by the Association, the
          Association shall have the right to be present and to state its views at all stages of
          the grievance procedure.

      E. Miscellaneous
      1. Group Grievances
          If, in judgment of the Association, a grievance affects a group or class of
              teachers, the Association may submit such grievance in writing to the Chief School Administrator and the normal grievance procedure shall be followed.
      2. Written decisions
          Decisions rendered at every level shall be submitted in writing. The reasons for
          those decisions shall be transmitted in writing to the aggrieved person or group
          at his or its request.
      3. Separate Grievance File
          All documents, communications and records dealing with the processing of a
          grievance shall be filed in a separate file and shall not be kept in the personnel
          file of any of the participants.

      ARTICLE II. E - GRIEVANCE PROCEDURE - Cont’d

      4. Forms
          Forms for filing grievances, serving notices, taking appeals, making reports and
          recommendations, and other necessary documents shall be prepared jointly by the
              Chief School Administrator and the Association and given appropriate distribution so as to facilitate operation of the grievance procedure.
      5. Meetings and Hearings
          All meetings and hearings under this procedure shall be conducted privately and
          shall include only such parties in interest and their designated or selected
          representative, heretofore referred in this articles.
          ARTICLE III
          TEACHER RIGHTS

      A. Released time for meetings
      Whenever any representative of the Association or any teacher participants during
      working hours in negotiations, grievance proceedings or in conferences, or meetings
      approved by the Chief School Administrator, he shall suffer no loss in pay.
      B. Use of School Building
          Upon prior approval of the Chief School Administrator, the Association and its representatives may have the right to use the school building at all reasonable hours for meetings.
      ARTICLE III – TEACHER RIGHTS – Cont’d
      C. Use of School Equipment
          Upon prior approval of the Chief School Administrator, the Association may have the right to use school facilities and equipment, including duplicating machines, and all types of audio-visual equipment, at reasonable times when such equipment is not otherwise in use. The Association shall pay for the actual cost of all materials and supplies incident to such use, and for any repairs necessitated as a result thereof.
      ARTICLE IV
      SICK LEAVE
      A. Accumulative
      All teachers employed shall be entitled to ten (10) sick leave days each school year, as
      per Title 18A:30-2. Unused sick leave days shall be accumulated from year to year with
      no maximum limit.

      B. Notification of Accumulation
      Teachers shall be given a written notice of accumulated sick leave no later than June 30th
      of each year.

      C. Credit for unused sick leave
      Upon retirement, and proper request, a teacher may receive compensation for unused sick
      leave which has been accumulated during employment by the Board. Compensation for
      unused sick leave will be compensated at the rate of $65.00 per day or the prevailing
      ARTICLE IV. C - SICK LEAVE – Cont’d
      substitute teacher rate of pay per diem, whichever is higher, for each accumulated day.
      The total compensation will be paid in equal installments over a three year period.
      The installments will be paid annually at the time of September salary payments. Written
      notice of retirement must be received by the Board prior to the last scheduled Board
      meeting for the month of June preceding the September in which payment is requested to
      begin. Payments will be made to a beneficiary specified by the teacher.
      ARTICLE V
      TEMPORARY LEAVE OF ABSENCE

      A. Types of Leave
          Teachers shall be entitled to the following temporary non-accumulative leaves of absence with full pay for each:
      1. Personal
          Three (3) days leave of absence for personal, legal, business, household or family
          matters which require absence during school hours. Any unused personal days
          shall be allowed to transfer into accumulated sick days.
              Application to the Chief School Administrator for personal leave shall be made in writing at least two (2) days before taking such leave (except in the case of emergencies) and the applicant for such leave shall not be required to state the reason for taking such leave other than he is taking it under this section. Personal days may not be used during the last week of school.
      ARTICLE V. A - TEMPORARY LEAVE OF ABSENCE - Cont’d
          The Chief School Administrator shall use his discretion in approving or
          disapproving the request, when the number of requests exceeds two. When the
          request is denied, the reason for denial shall be written in the form and returned
          to the applicant.
      2. Legal
      A teacher shall not suffer loss of pay due to time necessary for court appearances
      in legal proceedings on behalf of the Board.
      3. Death
          In case of death of a parent, wife, husband, child, brother, sister, grandparents,
          grandchildren, mother-in-law, or father-in-law or any relative who lives in the
          home of the teacher at the time of death or any relative for whom the teacher has
          prime responsibility for making final arrangements, such teacher shall be excused
          for a period not to exceed five (5) work days following the death.
      4. Good Cause
          Other leaves of absence with pay may be granted by the Board for good reasons.
          ARTICLE VI
          EXTENDED LEAVES OF ABSENCE
      A. Child Rearing
      1. Natural Birth
          The Board shall grant maternity and any subsequent child rearing leave without
      ARTICLE VI. A - EXTENDED LEAVES OF ABSENCE - Cont’d
              pay to a teacher upon request of said teacher. Maternity leave shall commence
              on a date agreed upon by the teacher and the Board.
      2. Adoption
          The Board shall grant child rearing leave without pay to a teacher upon request
          of said teacher. The leave shall commence on a date agreed upon by the teacher
          and the Board.
      B. Good Cause
      Other leaves of absence without pay may be granted by the Board of good reason.

      C. Extensions
      All extension of leaves shall be applied for and answered with reasons in writing.

      ARTICLE VII
      HEALTH CARE COVERAGE

      A. The Board shall pay the premium for each teacher who wishes to participate in health
      insurance coverage, carrier to be determined by the Board, which shall be equal to or
      better than New Jersey State Health Benefits Program with Blue Cross and Blue Shield
      including Rider J. and Major Medical. The Board shall pay one hundred percent (100%)
      of the premium for the teacher. Health insurance premiums for dependents shall be paid
          by the Board with a teacher contributing ten percent (10%) of dependent medical coverage.
      B. The Board shall pay 100% of the premium for individual or family coverage for
          prescription drug insurance under Blue Cross and Blue Shield of New Jersey - N.J. State Health Benefits Plan. Employees will pay fifty percent (50%) of the increase in dependent Rx coverage beginning January 1, 2002. The policy shall have a co-pay structure of $3.00 for generic drugs and $5.00 for name brand drugs. If the carrier selected by the Board has a higher co-pay structure than what is shown in this paragraph, the Board will reimburse employees for the difference. Requests for reimbursement shall be submitted in December and June of each year. The total of all payments for prescription co-pay reimbursements shall not exceed $5,000 per school year for the duration of this contract. Health Insurance provided by another carrier must be equal to or better than coverage by the current carrier.
      C. The Board shall pay 100% of the premium for individual or full family coverage in the
      Delta Dental Plan of New Jersey, including a rider for child orthodontic. Health
      ARTICLE VII. C – HEALTH CARE COVERAGE - Cont’d
      Insurance provided by another carrier must be equal to or better than the coverage by the
      current carrier.
      D. The Board shall pay up to $50.00 per year for employees only for optical services.

      ARTICLE VIII
      TEACHERS’ MEETINGS

      A. Faculty
      The Chief School Administrator shall notify the faculty of any meeting to be held, at
      which is required, at least twenty-four (24) hours in advance, except in emergencies.

      B. Association right to speak
      An Association representative may speak to the teachers during faculty meetings for up
      to five (5) minutes upon the request of the representative.
      ARTICLE IX
      SALARY
      A. Salary Schedule
      1. The salaries of all teachers covered by this Agreement are set forth in the Salary
      Schedule, which is attached hereto and made a part thereof.

      ARTICLE IX – SALARY - Cont’d
      B. Horizontal Movement
      1. When a teacher anticipates moving horizontally on the salary guide for the next
          school year, the teacher must notify the Board before December 20th of the
          preceding school year.
          2. Courses shall have been given at an accredited institution of higher education or shall have been approved in advance by the Chief School Administrator.
          3. Courses shall be those offered for the attainment of a graduate degree or those specifically related to a teacher’s assigned duties whether or not the employee has matriculated. If courses lead toward a degree that degree must contribute to the teachers’ performance in this school district.
          4. Course credit cannot be allowed on the salary guide unless the Board has previously approved the course registration.
          5. Course credit will be given on the salary guide only for the successful completion of the course, which shall be demonstrated by an earned grade of “B” or better on a transcript submitted directly to the school district by the institution in which the course was taken.

      C. Pay Dates
      Regular semi-monthly paychecks shall be issued on the fifteenth (15th) and thirtieth (30th)
      of each month, September through June of the contract year. In instances where said
      regular payment dates fall on a weekend or on a date when school is not in session,
      payment shall be made on the Friday preceding the weekend or on the last working day
      ARTICLE IX. C – SALARY - Cont’d
      preceding the school recess.

      D. Agency Fee
          The Board agrees to deduct an agency fee from each full-time staff member who is a non-member of the Association as of September 30 of each school year or within ten (10) days of employment. Said agency fee shall be deducted in accordance with the payment schedule as outlined in Article IX, subsection D of this Agreement, and shall be duly remitted to the local agency Treasurer on a monthly basis.

      E. Stipends and Other Compensation
      1. Evening Concerts
          Compensation will be issued at $40.00 per attendance at an evening concert when attendance is in a supervisory capacity. Only by appointment of the Chief School Administrator will compensation be issued.
      2. Overnight Trips
              Compensation will be issued in the amount of $200.00 per night for teachers attending overnight trips in a supervisory capacity. Should a staff member attend
      only a portion of the overnight trip, the stipend will be prorated accordingly.

      ARTICLE X
      CURRICULUM

      A. The Board recognizes the value of the professional judgment of teachers working
      in concert with the Chief School Administrator in such matters as textbook evaluation,
      curriculum revision and other educational matters. Final judgment upon the
      recommendations in those areas is reserved for the Board.


      ARTICLE XI
      TEACHER/STUDENT HOURS

      A. The teacher shall be entitled to a thirty (30) minute duty-free lunch period, except
      when the pupils’ lunch period is less than thirty (30) minutes, in which case the teacher’s
      lunch period shall be the same duration as the pupils.
      1. Regular teacher hours shall be defined as 8:30 a.m. to 3:15 p.m.
      2. Regular student hours shall be defined as 8:50 a.m. to 3:10 p.m.
      B. Teachers may leave the building without requesting permission during their scheduled
      duty-free period, but shall inform the Chief School Administrator when they will not
      be in the building.
      C. The school calendar shall consist of 184 working days for certified staff members of
      which 181 days will be days of student attendance. Two days will be dedicated to

      ARTICLE XI. C - TEACHER/STUDENT HOURS - Cont’d
          in-service training and the third day for in-service will be on the day before the students return to school in September. The day before the Thanksgiving recess and the winter recess shall be early dismissal days. The last student day of the year shall also be an early dismissal day as has been the past practice.
      On average, each full-time teacher shall receive five (5) hours of duty-free preparation
      time each week, prorated for part-time teachers.
      D. On average, each full-time teacher shall receive one-hundred (100) minutes of homeroom
      and/or passing time in grades 6-8, or one-hundred (100) minutes of common planning
      time in grades k-5 per week.
      ARTICLE XII
      MISCELLANEOUS

      A. Any article contained herein that is contrary to Title 18A or contrary to board policy
      shall be declared null and void.
      B. The Association shall promptly receive a copy of any policy changes as they occur.
      C. Each Association member shall receive a copy of the Agreement whenever a new one is
      negotiated. The Association President shall also receive five (5) extra copies.
      D. The Association Secretary shall promptly receive a copy of the minutes of each public
      Board meeting.
      E. In order to permit freedom of access both during and outside of regular school hours,
      all teachers shall be issued the necessary keys upon request.
      ARTICLE XIII
      IN-SERVICE CREDITS

      A. Any tenured teacher who earns additional semester credits in courses which are approved
          in advance by the Board shall be reimbursed for tuition upon satisfactorily completing the course.
      B. A non-tenured teacher will be reimbursed immediately for approved courses completed and passed prior to February 1st. Courses completed and passed after February 1st will be reimbursed by September 15th of the next contract year only if the teacher is employed by the Board at that time.
      C. The reimbursement for matriculated graduate credits shall not exceed eight thousand dollars ($8,000.00) for the entire staff in each year of the contract. Reimbursement for non-matriculated credits shall not exceed four thousand dollars ($4,000.00) for the entire staff in each year of the contract. Reimbursement shall be at actual cost and not exceed the in-state rate per credit prevailing at Rutgers University. Should approvals be sought for courses that would exceed the limits set herein, the sole determinant shall be the date on which the request was submitted to the Chief School Administrator for approval by the Board.
      D. Continuous Education Units (CEU’s)
          Teachers must comply with current State Mandated Requirements for Professional Development. The Board shall pay the cost of Chief School Administrator approved professional development for teachers.

      ARTICLE XIV
      DURATION OF AGREEMENT

      A. This Agreement shall be effective as of July 1, 2006 and shall continue in effect until
      June 30, 2009. All articles in this Agreement have been agreed upon and shall not be
      reopened for a period of three (3) years.
      B. This Agreement represents the final and complete understanding and settlement by the
      parties of all bargainable issues.
      C. In witness whereof the Association has caused this Agreement to be signed by its
      president, and secretary and the Board has caused this Agreement to be signed by its
      president, attested by its secretary and its corporate seal to be placed hereon, on this
      __________ day of ____________, in the year 2006.

      CALIFON EDUCATION ASSOCIATION CALIFON BOARD OF EDUCATION

      ____________________________________ _________________________________
      President - Califon Education Association President - Califon Board of Education
      Mrs. Margaret Binder Mrs. Cathy Smith

      ____________________________________ __________________________________
      Secretary - Califon Education Association Secretary - Califon Board of Education
      Mrs. Cynthia Behrens Mr. Dennis M. Oblack

      Step
      BA
      BA+15
      BA+30BA+45/MAMA+15MA+30/PHD
      1
      39,500
      40,700
      41,90042,50043,70044,900
      2
      39,500
      40,700
      41,90042,50043,70044,900
      3
      40,000
      41,200
      42,40043,00044,20045,400
      4
      41,200
      42,400
      43,60044,20045,40046,600
      5
      42,400
      43,600
      44,80045,40046,60047,800
      6
      43,600
      44,800
      46,00046,60047,80049,000
      7
      44,900
      46,100
      47,30047,90049,10050,300
      8
      46,200
      47,400
      48,60049,20050,40051,600
      9
      47,500
      48,700
      49,90050,50051,70052,900
      10
      48,800
      50,000
      51,20051,80053,00054,200
      11
      50,100
      51,300
      52,50053,10054,30055,500
      12
      51,400
      52,600
      53,80054,40055,60056,800
      13
      52,700
      53,900
      55,10055,70056,90058,100
      14
      54,000
      55,200
      56,40057,00058,20059,400
      15
      55,300
      56,500
      57,70058,30059,50060,700
      16
      56,600
      57,800
      59,00059,60060,80062,000
      Off 1
      BA+15
      61,600
      Off 2
      64,900
      Off *
      BA
      72,400
      Off *
      BA+30
      74,800
      CALIFON TEACHER SALARY GUIDE
      2006-2007

      CALIFON EDUCATION ASSOCIATION CALIFON BOARD OF EDUCATION

      ____________________________________ _________________________________
      President - Califon Education Association President - Califon Board of Education
      Mrs. Margaret Binder Mrs. Cathy Smith


      ____________________________________ __________________________________
      Secretary - Califon Education Association Secretary - Califon Board of Education
      Mrs. Cynthia Behrens Mr. Dennis M. Oblack

      CALIFON TEACHER SALARY GUIDE
      2007-2008


      Step
      BA
      BA+15
      BA+30BA+45/MAMA+15MA+30/PHD
      1
      40,500
      41,700
      42,90043,50044,70045,900
      2
      41,500
      42,700
      43,90044,50045,70046,900
      3
      41,500
      42,700
      43,90044,50045,70046,900
      4
      42,700
      43,900
      45,10045,70046,90048,100
      5
      43,900
      45,100
      46,30046,90048,10049,300
      6
      45,100
      46,300
      47,50048,10049,30050,500
      7
      46,300
      47,500
      48,70049,30050,50051,700
      8
      47,500
      48,700
      49,90050,50051,70052,900
      9
      48,700
      49,900
      51,10051,70052,90054,100
      10
      49,900
      51,100
      52,30052,90054,10055,300
      11
      51,100
      52,300
      53,50054,10055,30056,500
      12
      52,300
      53,500
      54,70055,30056,50057,700
      13
      53,500
      54,700
      55,90056,50057,70058,900
      14
      54,700
      55,900
      57,10057,70058,90060,100
      15
      55,900
      57,100
      58,30058,90060,10061,300
      16
      57,200
      58,400
      59,60060,20061,40062,600
      17
      58,500
      59,700
      60,90061,50062,70063,900
      18
      59,800
      61,000
      62,20062,80064,00065,200
      Off 1
      BA+15
      63,500
      Off 2
      67,000
      Off *
      BA
      73,900
      Off *
      BA+30
      76,300
      CALIFON EDUCATION ASSOCIATION CALIFON BOARD OF EDUCATION

      ____________________________________ _________________________________
      President - Califon Education Association President - Califon Board of Education
      Mrs. Margaret Binder Mrs. Cathy Smith

      ____________________________________ __________________________________
      Secretary - Califon Education Association Secretary - Califon Board of Education
      Mrs. Cynthia Behrens Mr. Dennis M. Oblack

      CALIFON TEACHER SALARY GUIDE
      2008-2009


      CALIFON EDUCATION ASSOCIATION CALIFON BOARD OF EDUCATION

      ____________________________________ _________________________________
      President - Califon Education Association President - Califon Board of Education
      Mrs. Margaret Binder Mrs. Cathy Smith


      ____________________________________ __________________________________
      Secretary - Califon Education Association Secretary - Califon Board of Education
      Mrs. Cynthia Behrens Mr. Dennis M. Oblack

      Step
      BA
      BA+15
      BA+30BA+45/MAMA+15MA+30/PHD
      1
      43,000
      44,200
      45,40046,00047,20048,400
      2
      43,000
      44,200
      45,40046,00047,20048,400
      3
      44,200
      45,400
      46,60047,20048,40049,600
      4
      44,200
      45,400
      46,60047,20048,40049,600
      5
      45,400
      46,600
      47,80048,40049,60050,800
      6
      46,600
      47,800
      49,00049,60050,80052,000
      7
      47,800
      49,000
      50,20050,80052,00053,200
      8
      49,000
      50,200
      51,40052,00053,20054,400
      9
      50,200
      51,400
      52,60053,20054,40055,600
      10
      51,500
      52,700
      53,90054,50055,70056,900
      11
      52,800
      54,000
      55,20055,80057,00058,200
      12
      54,100
      55,300
      56,50057,10058,30059,500
      13
      55,400
      56,600
      57,80058,40059,60060,800
      14
      56,700
      57,900
      59,10059,70060,90062,100
      15
      58,000
      59,200
      60,40061,00062,20063,400
      16
      59,300
      60,500
      61,70062,30063,50064,700
      17
      60,700
      61,900
      63,10063,70064,90066,100
      18
      62,300
      63,500
      64,70065,30066,50067,700
      19
      64,300
      65,500
      66,70067,30068,50069,700
      Off 2
      68,900
      Off 1 from Yr 2 goes to
      Off *
      BA
      75,400
      Step19 in Yr 3
      Off *
      BA+30
      77,800


      Califon BE and Califon TA 2006.pdfCalifon BE and Califon TA Salary Guides 2006.pdf