Contract Between
N Plainfield B/E-Somerset
- and -
N Plainfield EA
* * *
07/01/2005 thru 06/30/2009


CategorySchool District
UnitBus Drivers, Cafeteria Workers, Clerical, Custodians, Teaching/Professional Staff

Contract Text Below
AGREEMENT
between the
BOARD OF EDUCATION OF NORTH PLAINFIELD
and the
NORTH PLAINFIELD EDUCATION ASSOCIATION
2005 - 2008
326506v7/GKV
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 ...................................................14
13 Posting of Vacancies ....................................................14
14 Educational Improvement ................................................15
15 MiscellaneousProvisions ................................................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


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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 2005-2008. . . . . . . . . . . . . . . . . . . . . . . . . . .. . . . . . . .

45 Appendix B: Maintenance and Custodial Salary Guides 2005-2008. . . . . . . . . . . . . . . . . .. . . 47 Appendix C: Paraprofessional, Transportation and Cafeteria Personnel

Wage Rates 2005-2008. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 48 Appendix D: Teacher Salary Guides 2005-2008. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 49 Appendix E: Part-time/Hourly Teachers’ Wage Rates 2005-2008. . . . . . . . . . . . . . . . . . . . . 53 Appendix F: Extra-Curricular/Supplemental Salaries 2005-2008. . . . . . . . . . . . . . . . . . . . . . 54 Appendix G: Supplemental Salaries 2005-2008 ....................................59

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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:

Certificated
Custodial
Maintenance
Cafeteria
Paraprofessionals
Secretarial
Transportation

      personnel of the North Plainfield Board of Education, but excluding;
Superintendent of Schools.
Assistant Superintendent.
Secretaries to the Superintendent.
Director of Operations.
Administrative Personnel.
Supervisory Personnel.
Board Secretary/Business Administrator.
Secretary to the Secretary of the Board.
Payroll Secretary.
Athletic Trainer.
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.


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ARTICLE 2
NEGOTIATION OF SUCCESSOR AGREEMENT
A. Changes

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.
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 or injury 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:
To be notified that the grievance is in process.
To be present and to present its position in writing at all hearing sessions held concerning the grievance.
To receive a copy of all decisions rendered.
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C. Procedure

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.
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.
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 or injury.
c. The results of previous discussions/decisions.
d. The remedy sought by the grievant.
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

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      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.
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 re­employed.
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.

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      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.


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ARTICLE 5

BOARD/STAFF LIAISON

A. Board/Staff

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 one (1) representative each from the High School and the Middle School. The Board Committee shall consist of the Superintendent, Assistant Superintendent, two (2) Board representatives, and two (2) administrators.
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.
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 9-12)
f. North Plainfield Middle School (Grades 7-8)
      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.
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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.

      1. 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.
      2. Employees who do not work the same number of hours each day shall be paid the average of the number of hours worked per day when absent on paid sick leave.
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.

Teaching staff members must notify either the substitute service or their immediate supervisor prior to 5:30 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.
All employees must complete and submit attendance cards to the appropriate individual immediately upon return to work.

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ARTICLE 7

TEMPORARY LEAVES OF ABSENCE


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

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.
In the case of death of an immediate family member (spouse, parent, step-parent, adult residing with employee in a spousal-like relationship, long term member of 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. “Long Term” for purposes of this paragraph is defined as one year or greater.

          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.

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 or family illness, except where attendance by the employee is certified to by a physician, 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
8 326506v7/GKV
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.
An employee absent for reasons other than those specified above shall receive no pay for the time lost.
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.
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.

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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.
Effective July 1, 2005, the Board shall provide a $20/$10/$10 co-pay prescription plan (brand, generic and mail, respectively), including contraceptives.
The Board shall provide a full dental plan for each employee.
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.
Effective July 1, 2005, employees must work in excess of twenty three (23) hours per week in order to be eligible for Health Benefits. All current employees who have Health Benefits shall be exempt from this provision.
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:

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

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C. Disability

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.
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

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.
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.
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.
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, by April 1st for a September 1st return or by October 1st for a February 1st return. Such leave shall be without accumulation of credit on the salary guide, without pay, and without health benefits except as provided for by Statutory and Federal Family Leave Acts. Any leave, other than maternity disability or Statutory and Federal Family Leave Act leave, shall not count towards the accrual of tenure.
An employee may opt for the benefits of the State and Federal Family Leave Acts to run concurrent with contractual child care leave. Any leave, other than maternity disability or State and Federal Family Leave Act leave, shall not count towards the accrual of tenure.
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.
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.
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.

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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-three (23) 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 re­entry into employment within the unit shall as a condition of employment pay a representation fee to the Association by automatic payroll deduction.


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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.

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      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

Post all vacancies that occur in positions that are covered by this contract and/or promotional positions.
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.
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.
When school is not in session, the Association President shall be sent notification of vacancies occurring as defined above.

B. Filling Vacancies

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.
Vacancies will not be filled on a permanent basis until posted as above, except vacancies in teaching positions occurring during the school year.
Extra and co-curricular positions will be posted district wide, and all employees shall

14 326506v7/GKV
          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.


15 326506v7/GKV
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

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

16 326506v7/GKV
DURATION OF THE AGREEMENT


This Agreement shall become effective as of July 1, 2005, for wage and salary provisions and upon signing for all other modified provisions, and shall continue in effect until June 30, 2008.

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


17 326506v7/GKV
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

18 326506v7/GKV
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




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
19 326506v7/GKV
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


20 326506v7/GKV
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:

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.)
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.
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

21 326506v7/GKV

          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.


22 326506v7/GKV
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


23 326506v7/GKV
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

24 326506v7/GKV
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.

25 326506v7/GKV
B. Employees will be granted paid vacation allowance as follows:

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.
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.
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.
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


26 326506v7/GKV
      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.

27 326506v7/GKV
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:
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.
Appropriate safety equipment when required by the nature of the work performed.
One (1) set of complete rain gear (hat, coat and boots) when required by the nature of the work performed.
Seventy Five Dollars ($75.00) will be allotted each member of the Association toward the purchase of one pair of safety/work shoes per contract year upon submission of a receipt. Safety/Work shoes must be worn at all times.
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.

28 326506v7/GKV
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 a continuous rotational seniority roster within the school building. The continuous rotational overtime roster within each building shall start with the most senior employee and proceed to each less senior employee on a continuous basis. 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.


29 326506v7/GKV
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 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.
In the event of a district reduction in force wherein a paraprofessional shall no longer be employed, paraprofessionals shall be laid off in the inverse order of seniority. Recall of paraprofessionals shall be in the order of last in first out. This shall not apply where there is a change in the number of hours in para­professional employment.

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.
30 326506v7/GKV
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.

31 326506v7/GKV
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.


32 326506v7/GKV
PART 5: SPECIFIC WORKING CONDITIONS FOR TEACHERS
ARTICLE 28
TEACHER EMPLOYMENT and SCHOOL CALENDAR

A. All teachers shall be notified of their contract 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:

The Somerset School lunch break shall be at least thirty (30) minutes.
The East End, Stony Brook, and West End lunch break shall be forty-five (45) minutes.
Effective July 1, 2005, new teachers shall be expected to attend five (5) days of seminars, workshops, orientation, and professional development prior to their first day of employment. Those teachers hired after the first day of school shall attend these five (5) days of seminars, workshops, orientation, and professional development prior to their second year of employment.
The Association Leadership will be given an opportunity to address the staff during the five (5) days.

      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 (1) additional in-service day.

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

At the secondary level, teachers shall arrive five (5) minutes before students report to school and shall leave fifteen (15) minutes after student dismissal.
At Somerset School, teachers shall arrive ten (10) minutes before students report to school and shall leave five (5) minutes after student dismissal.
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.
The work day of all child-study team members based in Harrison School shall be seven (7) hours and thirty (30) minutes.

33 326506v7/GKV
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.
34 326506v7/GKV
      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.
35 326506v7/GKV
          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.

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.
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.
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.
36 326506v7/GKV
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:

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.
Deliver books to classrooms.
Use teacher's lunchtime for student supervision.

B. Elementary teachers shall be released from classroom duties when physical education, art, librarian, world language 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.

E. 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.

F. 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.

G. 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.


37 326506v7/GKV
H. Teachers will be paid one-sixth (1/6th) of their annual salary when assigned to a full year of teaching six (6) periods.

I. 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.

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.
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.
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.

J. Teachers assigned to teach a sixth period shall not be paid for the sixth period after the fifth consecutive day of absence from work. Payment shall resume upon return to work.

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:
Study on a full-time basis
Travel on a full-time basis
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.
38 326506v7/GKV
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:

Incapacitated.
Discharged.
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

39 326506v7/GKV
      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
40 326506v7/GKV
      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.


41 326506v7/GKV
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.


42 326506v7/GKV
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:

To the employee should the employee terminate employment.
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.
To the employee's estate upon the employee’s death.

G. All extra duty payments shall be made in two (2) installments as follows, and shall contain identification of the duty performed:
Full Year: January 31st and May 30th
First Semester: November 30th and January 31st
Second Semester: March 15th and May 30th
Fall: October 15th and November 30th
Winter: January 31st and March 15th
Spring: April 15th and May 30th

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.
43 326506v7/GKV
The following paragraphs shall become effective July 1, 2003:

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.

J. Teachers employed utilizing emergency or provisional certificates of eligibility or with or without advanced standing who are not dismissed by the Board, shall remain in the employ of the Board for one additional year after completion of the mentoring process or reimburse the Board for all costs and expenses associated with the mentoring process.


44 326506v7/GKV 45 326506v7/GKV
North Plainfield APPENDIX A - SECRETARIAL SALARY GUIDES - 2005-2006
Step
I II III IV
1-4
27,046 28,242 30,200 32,158
5
27,546 28,742 30,700 32,658
6
28,046 29,242 31,200 33,158
7
28,546 29,742 31,700 33,658
8
29,046 30,242 32,200 34,158
9
29,546 30,742 32,700 34,658
10
30,046 31,242 33,200 35,158
11
30,546 31,742 33,700 35,658
12
31,930 33,126 35,084 37,042
13
35,530 36,726 38,684 40,642
14
43,330 44,526 46,484 48,442
APPENDIX A - SECRETARIAL SALARY GUIDES - 2006-2007
Step
I II III IV
1
27,221 28,421 30,421 32,421
2-5
27,721 28,921 30,921 32,921
6
28,221 29,421 31,421 33,421
7
28,721 29,921 31,921 33,921
8
29,221 30,421 32,421 34,421
9
29,721 30,921 32,921 34,921
10
30,221 31,421 33,421 35,421
11
30,721 31,921 33,921 35,921
12
32,105 33,305 35,305 37,305
13
35,705 36,905 38,905 40,905
14
44,005 45,205 47,205 49,205
APPENDIX A - SECRETARIAL SALARY GUIDES - 2007-2008
Step
I II III IV
1-2
28,130 29,380 31380 33,380
3-6
28,630 29,880 31880 33,880
7
29,130 30,380 32380 34,380
8
29,630 30,880 32880 34,880
9
30,130 31,380 33380 35,380
10
30,630 31,880 33880 35,880
11
31,130 32,380 34380 36,380
12
32,430 33,680 35680 37,680
13
36,030 37,280 39280 41,280
14
44,680 45,930 47930 49,930

APPENDIX A: SECRETARIAL SALARY GUIDE (continued) 2005-2008

LONGEVITY:

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

Notes:

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

46 326506v7/GKV
                    North Plainfield

                    APPENDIX B: MAINTENANCE & CUSTODIAL SALARY GUIDES
                    2005-2006
                    2006-2007
                    Step
                    Custodian Grounds
                    Head Custodian Maintenance
                    Step Custodian Grounds Head Custodian Maintenance
                    1
                    31,032
                    37,238
                    1 31,967 38,360
                    2
                    31,532
                    37,838
                    2 32,467 38,960
                    3
                    32,032
                    38,438
                    3 32,967 39,560
                    4
                    32,532
                    39,038
                    4 33,467 40,160
                    5
                    33,657
                    40,388
                    5 34,577 41,492
                    6
                    34,827
                    41,792
                    6 35,732 42,878
                    7
                    36,027
                    43,232
                    7 36,932 44,318
                    8
                    37,277
                    44,732
                    8 38,182 45,818
                    9
                    38,567
                    46,280
                    9 39,472 47,366
                    10
                    39,907
                    47,888
                    10 40,812 48,974
                    11
                    41,297
                    49,556
                    11 42,202 50,642
                    12
                    42,732
                    51,278
                    12 43,632 52,358
2007-2008
Step
Custodian Grounds
Head Custodian Maintenance
1
32,932
39,518
2
33,432
40,118
3
33,932
40,718
4
34,432
41,318
5
35,432
42,518
6
36,542
43,850
7
37,732
45,278
8
38,972
46,766
9
40,262
48,314
10
41,602
49,922
11
42,992
51,590
12
44,432
53,318
B. Differentials
Boiler License Shift Differential $675 effective July 1, 2003 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 High School Stipend $675 effective July 1, 2003 $ 800
C. Longevity
10 years 15 years 20 years 25 years $575 $875 $1,150 $1,450
APPENDIX C: PARAPROFESSIONALS, TRANSPORTATION and CAFETERIA
                  PERSONNEL WAGE RATES — 2005-2008
        PARAPROFESSIONALS (LUNCHROOM, KINDERGARTEN AND LIBRARY)

      2005-2006 2006-2007 2007-2008

      $16.64 $17.37 $18.12 $17.51 $18.28 $19.07 $18.40 $19.21 $20.04

      TRANSPORTATION WORKERS 2005-2006 2006-2007 2007-2008
      $24.53 $25.61 $26.71

      CAFETERIA WORKERS 2005-2006 2006-2007 2007-2008
      $16.14 $16.85 $17.58

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 2004-2008


    2004-05 2005-06 2006-07 2007-08 Step Years/Step Years/Step Years/Step
1/1 1/1 º 2/2 1/1 º 2/2 º 3/3 1-2 º 2-3/2 º 3-4/3 º 4-5/4 3-5 º 4-6/3 º 5-7/4 º 6-8/5 6-7 º 7-8/4 º 8-9/5 º 9-10/6 8-9 º 9-10/5 º 10-11/6 º 11-12/7 10-11 º 11-12/6 º 12-13/7 º 13-14/8 12-13 º 13-14/7 º 14-15/8 º 15-16/9 14 º 15/8 º 16/9 º 17/10 15 º 16/9 º 17/10 º 18/11 16-21 º 17-22/10 º 18-23/11 º 19+/12 22 º 23/11 º 24+/12 º 19+/12 23 º 24+/12 º 24+/12 º 19+/12 24+ º 24+/12 º 24+/12 º 19+/12
YEAR 1 2005-2006

APPENDIX D - TEACHER SALARY GUIDE
North Plainfield - Certified Teachers

Step
BA
MA
MA+30
PHD
1
40,225
43,025
45,825
48,625
2
40,725
43,525
46,325
49,125
3
41,225
44,025
46,825
49,625
4
42,670
45,470
48,270
51,070
5
44,270
47,070
49,870
52,670
6
45,970
48,770
51,570
54,370
7
49,490
52,290
55,090
57,890
8
53,510
56,310
59,110
61,910
9
58,030
60,830
63,630
66,430
10
62,850
65,650
68,450
71,250
11
67,970
70,770
73,570
76,370
12
73,390
76,190
78,990
81,790

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 during employment with the North Plainfield School System, shall be counted toward longevity pay.

2005-2006 $375 2006-2007 $375 2007-2008 $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 during employment with the North Plainfield School System, shall be counted toward longevity pay.

2005-2006 $750 2006-2007 $750 2007-2008 $750
YEAR 2 2006-2007


APPENDIX D - TEACHER SALARY GUIDE
North Plainfield - Certified Teachers
Step
BA
MA
MA+30
PHD
1
42,095
44,895
47,695
50,495
2
42,195
44,995
47,795
50,595
3
42,295
45,095
47,895
50,695
4
42,800
45,600
48,400
51,200
5
44,350
47,150
49,950
52,750
6
46,050
48,850
51,650
54,450
7
49,690
52,490
55,290
58,090
8
53,850
56,650
59,450
62,250
9
58,510
61,310
64,110
66,910
10
63,470
66,270
69,070
71,870
11
68,730
71,530
74,330
77,130
12
74,290
77,090
79,890
82,690

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 during employment with the North Plainfield School System, shall be counted toward longevity pay.

2005-2006 $375 2006-2007 $375 2007-2008 $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 during employment with the North Plainfield School System, shall be counted toward longevity pay.

2005-2006 $750 2006-2007 $750 2007-2008 $750

YEAR 3 2007-2008

APPENDIX D - TEACHER SALARY GUIDE
North Plainfield - Certified Teachers

Step
BA
MA
MA+30
PHD
1
42,630
45,430
48,230
51,030
2
42,730
45,530
48,330
51,130
3
42,830
45,630
48,430
51,230
4
42,930
45,730
48,530
51,330
5
44,400
47,200
50,000
52,800
6
46,100
48,900
51,700
54,500
7
49,715
52,515
55,315
58,115
8
53,870
56,670
59,470
62,270
9
58,525
61,325
64,125
66,925
10
63,480
66,280
69,080
71,880
11
68,735
71,535
74,335
77,135
12
75,090
77,890
80,690
83,490

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 during employment with the North Plainfield School System, shall be counted toward longevity pay.

2005-2006 $375 2006-2007 $375 2007-2008 $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 during employment with the North Plainfield School System, shall be counted toward longevity pay.

2005-2006 $750 2006-2007 $750 2007-2008 $750

APPENDIX E: PART-TIME/HOURLY TEACHERS’
                  WAGES AND BENEFITS
A.
2005-2006 2006-2007 2007-2008
STEP BAMABAMABAMA $40.56 $41.83 $42.30 $43.63 $44.08 $45.46 $41.04 $42.43 $42.80 $44.25 $44.60 $46.11 $41.76 $43.12 $43.56 $44.97 $45.39 $46.86 $42.36 $44.44 $44.18 $46.35 $46.03 $48.30 $44.87 $47.23 $46.80 $49.26 $48.77 $51.33 $47.51 $50.19 $49.56 $52.34 $51.64 $54.54

B. These employees shall also receive:

Pro rata tuition reimbursement.
Pro rata insurance if entitled under master policies and employed twenty-three (23) hours or more per week regularly.
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.
SEE DOCUMENT #2081194 FOR REVISED SCHEDULES F & G REVISED BY BOARD 11-6-06
APPENDIX F: EXTRA-CURRICULAR SALARIES

The Board of Education agrees to the following extra-curricular 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.

I. HIGH SCHOOL ATHLETICS

2005-2006 2006-2007 2007-2008
FOOTBALL
Head Coach $10,000 $10,350 $10,700
Assistant Coach (6) $6,514 $6,900 $7,300
Equipment Manager $5,425 $5,575 $5,725
Filming $1,400 $1,475 $1,550
SOCCER (Boys and Girls)
Head Coach $6,177 $6,472 $6,777
Assistant Coach $4,437 $4,757 $5,087
Freshman $4,437 $4,757 $5,087
CROSS COUNTRY
Head Coach $5,621 $5,800 $5,950
Assistant Coach $3,987 $4,200 $4,400
BASKETBALL (Boys and Girls)
Head Coach $7,486 $7,736 $7,995
Assistant Coach (2) $5,337 $5,612 $5,897
WRESTLING
Head Coach $7,486 $7,736 $7,996
Assistant Coach $5,337 $5,612 $5,897
Freshman $5,337 $5,612 $5,897
BASEBALL
Head Coach $6,440 $6,695 $6,963
Assistant Coach (2) $4,609 $4,889 $5,182
TRACK (Boys and Girls)
Head Coach $6,440 $6,695 $6,963
Assistant Coach (2) $4,609 $4,889 $5,182
SOFTBALL (Girls)
Head Coach $6,440 $6,695 $6,963
Assistant Coach (2) $4,609 $4,889 $5,182
WINTER TRACK
Head Coach $3,740 $3,900 $4,100
CHEERLEADING
Fall $4,000 $4,250 $4,475
Winter $4,000 $4,250 $4,475
FIELD HOCKEY (Girls)
Head Coach $6,177 $6,472 $6,777
Assistant Coach $4,436 $4,756 $5,086
Freshman $4,436 $4,756 $5,086
TENNIS (Boys and Girls)
Head Coach $6,177 $6,472 $6,777
Assistant Coach $4,437 $4,757 $5,087
GOLF
Head Coach $6,000 $6,100 $6,185
II. HIGH SCHOOL INTRAMURAL
Weight Training Fall $1,887 $1,972 $2,050
Winter $1,887 $1,972 $2,050
Spring $1,887 $1,972 $2,050
Summer $3,697 $3,782 $3,850
III. MIDDLE SCHOOL INTRAMURAL
Football $1,764 $1,835 $1,900
Co-Ed Basketball $1,222 $1,222 $1,300
Field Hockey $913 $913 $1,000
Soccer-Girls $913 $913 $1,000
IV. MIDDLE SCHOOL INTERSCHOLASTIC
Co-Ed Track $3,246 $3,410 $3,525
Basketball (Boys and Girls) $4,713 $4,910 $5,100
Cross Country $2,575 $2,685 $2,800
Wrestling $4,498 $4,498 $4,498

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 $7,069 $7,144 $7,220 Fall/Winter $4,749 $4,824 $4,900 Fall/Spring $4,749 $4,824 $4,900

VI. HIGH SCHOOL CO
CURRICULAR

Clubs

Art Club (HS/MS) $1,100 $1,295 $1,500 Business $700 $735 $800 Debate $2,800 $2,860 $2,925 Foreign Language $700 $735 $800 Home Economics $1,375 $1,410 $1,435 Interact $3,420 $3,510 $3,575 Ski (HS/MS) $1,232 $1,330 $1,430 Chess Club $1,035 $1,081 $1,126

Band/Band Front

Director (Marching) $6,113 $6,210 $6,300 Assistant Director $3,570 $3,810 $4,000 Percussion Arranger $2,189 $2,300 $2,400 Band Front Instructor $2,189 $2,300 $2,400 Percussion Arranger $1,320 $1,400 $1,475 Front Advisor $4,604 $4,660 $4,725 Stage Band $4,604 $4,660 $4,725 Winter Guard $1,448 $1,510 $1,605 Assistant Winter Guard $801 $860 $925

Class Advisors

Freshman $1,400 $1,460 $1,530 Sophomore $1,400 $1,460 $1,530 Junior $1,550 $1,710 $1,850 Senior $2,751 $2,810 $2,875

Honor Societies

French $700 $735 $800 Italian $700 $735 $800 Spanish $700 $735 $800 National $800 $860 $950
Miscellaneous Activities
Academic League $700 $750 $800
H.O.P.E. $1,135 $1,235 $1,350
H.O.P.E. Jr. $1,046 $1,092 $1,138
Model Congress $700 $750 $800
Peer Leadership Crd. $700 $750 $800
Student Council $1,800 $1,910 $2,070
Latin American Dance $1,035 $1,085 $1,125
Student Activities Director $3,462 $3,614 $3,766
Music/Drama Others Choral Accompanist $520 $550 $600
Drama/Speech $6,063 $6,100 $6,135
Vocal Music Director $6,063 $6,100 $6,135
Publications
Canuckling $2,700 $2,810 $2,900
Tunlaw $4,112 $4,210 $4,300
Yearbook $4,112 $4,210 $4,300
Music/Drama Productions Production Director $4,600 $4,685 $4,750
Assistant Production Director $1,200 $1,335 $1,500
Musical Director $4,575 $4,650 $4,715
Assistant Musical Director $1,500 $1,545 $1,635
Technical Director $1,900 $1,985 $2,050
Assistant Technical Director $1,650 $1,685 $1,725
Choreographer $2,450 $2,485 $2,520
Lighting Director $1,300 $1,335 $1,370
Sound Technician $700 $735 $775
VII. MIDDLE SCHOOL EXTRACURRICULAR
Builders Club $1,325 $1,360 $1,395
Drama Advisor $2,100 $2,210 $2,310
Assistant Drama Advisor $700 $810 $910
NJ Math League $700 $735 $770
Student Council $1,550 $1,710 $1,529
Walnut Review $2,000 $2,035 $2,070
Chess Club $1,948 $2,034 $2,119
Vocal Music Director $1,574 $1,615 $1,683
VIII. ELEMENTARY EXTRACURRICULAR
After-school Art $1,390 $1,445 $1,500
ASK Program $2,000 $2,160 $2,325
Kids Help Kids $1,900 $1,960 $2,000
Newspaper $900 $1,010 $1,110
Student Council (EE/SB/WE) $900 $1,010 $1,110
Drama Club $1,125 $1,160 $1,195
Computer Club $1,250 $1,310 $1,350
Ski Club $1,250 $1,290 $1,330
Student Council Somerset $1,550 $1,610 $1,670
Talent Show $1,225 $1,250 $1,285
Band $1,550 $1,585 $1,620
Chorus $1,550 $1,585 $1,620
Sign Language Club $1,375 $1,400 $1,435
Stock Market Club $700 $725 $800
IX. SOMERSET SCHOOL EXTRACURRICULAR
After School Sports (Fall) $2,400 $2,450 $2,500
After School Sports (Spring) $2,400 $2,450 $2,500
Gymnastics $3,050 $3,075 $3,110
Art $1,390 $1,445 $1,500
Band $1,550 $1,585 $1,620
Chorus $1,550 $1,585 $1,620
Computer Club $1,250 $1,310 $1,350
Drama $1,125 $1,160 $1,250
Game Club $1,225 $1,260 $1,300
Somerset Incentive Program $2,620 $2,645 $2,680
Somerset Literary Magazine $2,000 $2,035 $2,070
Ski Club $1,250 $1,290 $1,330
Student Council $1,550 $1,610 $1,670

                  APPENDIX G: SUPPLEMENTAL SALARIES
                          2005-2006 2006-2007 2007-2008
I. Learning Consultant $4,917.75 $5,124.30 $5,339.52

    SUMMER ACTIVITIES SPORTS 2005-2006 2006-2007 2007-2008 Hourly Rates $29.09 $30.31 $31.58

II. Where feasible, teachers shall be notified no later than May 15th of their supplemental contract status for the ensuing year. Teachers shall sign their supplemental contracts or letter of intent by May 25th, unless at the request of the teacher, an extension has been granted by the Superintendent.

III.. 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.
IV. 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).
V. Pay rate for the following hourly positions will be:
      After-School
            2005-2006 2006-2007 2007-2008 $23.03 $24.00 $25.01

            Curriculum in Summer

            2005-2006 2006-2007 2007-2008 $40.41 $42.11 $43.88

            Bedside Instruction/Summer School

            2005-2006 2006-2007 2007-2008 $42.45 $44.23 $46.09

VI. The Curriculum work shall be paid once at the conclusion of the project when the completed project is submitted to the Superintendent or designee. number of hours for summer curriculum project shall be fixed prior to the commencement of the project.


N Plainfield BE and N Plainfield EA 2005.pdf