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TRANSCRIPT
ORANGE PUBLIC SCHOOLS
Orange, New Jersey
AGREEMENT BETWEEN
ORANGE BOARD OF EDUCATION
AND
ORANGE EDUCATION ASSOCIATION
July 1, 2009 - June 30, 2012
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TABLE OF CONTENTS
ARTICLE PAGE
………………………………………COMMON ELEMENTS ..................................................................... 4 PREAMBLE ................................................................................................................................................................ 5 ARTICLE I – RECOGNITION ................................................................................................................................. 5 ARTICLE II - NEGOTIATION OF SUCCESSOR AGREEMENT ...................................................................... 7 ARTICLE III - ASSOCIATION RIGHTS AND PRIVILEGES ............................................................................. 7 ARTICLE IV - GRIEVANCE PROCEDURE .......................................................................................................... 8 A. Definition ....................................................................................................................................................................................................... 8 B. Purpose ........................................................................................................................................................................................................... 9 C. Procedure ........................................................................................................................................................................................................ 9 D. Rights of Employees to Representation ........................................................................................................................................................ 10 E. Miscellaneous ............................................................................................................................................................................................... 10 ARTICLE V - EMPLOYEE RIGHTS ..................................................................................................................... 11 A. Employee Rights .......................................................................................................................................................................................... 11 B. Employee Savings Clause............................................................................................................................................................................. 11 C. Employee Discipline .................................................................................................................................................................................... 11 D. Association Identification ............................................................................................................................................................................. 11 E. Leave for Association President ................................................................................................................................................................... 12 F. Personnel Records ........................................................................................................................................................................................ 12 G. Salary Placement .......................................................................................................................................................................................... 12 H. Complaint Procedure .................................................................................................................................................................................... 12 I. Derogatory Material ..................................................................................................................................................................................... 12 ARTICLE VI - SALARIES ..................................................................................................................................... 13 A. Salary Provisions .......................................................................................................................................................................................... 13 B. Procedure for Withholding Employment or Adjustment Increments ............................................................................................................ 13 C. Contractual Settlement ................................................................................................................................................................................. 13 D. HEALTH BENEFITS "OPT OUT" .............................................................................................................................................................. 14 ARTICLE VII - ACCIDENTS ON SCHOOL PROPERTY ................................................................................. 15 ARTICLE VIII - MISCELLANEOUS PROVISIONS........................................................................................... 15 ARTICLE IX - SALARY DEDUCTIONS .............................................................................................................. 16 ARTICLE X - MANAGEMENT RIGHTS ............................................................................................................. 18 ARTICLE XI - JOB SECURITY ............................................................................................................................. 18 ARTICLE XII - DURATION OF AGREEMENT ................................................................................................. 19
………………………………………………TEACHER LANGUAGE .................................................................. 20
ARTICLE XIII - TEACHING HOURS AND TEACHING LOAD ...................................................................... 21 A. Length of School Day ................................................................................................................................................................................... 21 B. Teaching Hours ............................................................................................................................................................................................ 22 C. Teaching Load .............................................................................................................................................................................................. 22 D. Term of Employment ................................................................................................................................................................................... 23 E. Lunch Period ................................................................................................................................................................................................ 23 F. Preparation Time .......................................................................................................................................................................................... 24 G. Reduction ..................................................................................................................................................................................................... 24 H. Student Instructional Time ........................................................................................................................................................................... 24 ARTICLE XIV - CLASS SIZE ................................................................................................................................ 25 ARTICLE XV – SALARIES .................................................................................................................................... 25 ARTICLE XVI - TEACHER ASSIGNMENT ........................................................................................................ 25 ARTICLE XVII - TEACHER EVALUATION ...................................................................................................... 25 ARTICLE XVIII - LEAVES OF ABSENCE .......................................................................................................... 26 A. Sabbatical Leave (Not more than 2% of Staff) ............................................................................................................................................. 26 B. Child-Rearing ............................................................................................................................................................................................... 27 C. Maternity Disability...................................................................................................................................................................................... 28 D. Health and Hardship Leave .......................................................................................................................................................................... 29 E. Convention Leave ......................................................................................................................................................................................... 29 F. Peace Corps Leave ....................................................................................................................................................................................... 30 G. Personal Illness ............................................................................................................................................................................................. 30 H. Personal Business ......................................................................................................................................................................................... 30 I. Absences - Death .......................................................................................................................................................................................... 31
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J. Association Business Day............................................................................................................................................................................. 31 K. Absences - Miscellaneous............................................................................................................................................................................. 31 ARTICLE XIX - PROTECTION OF TEACHERS, STUDENTS AND PROPERTY ........................................ 31 ARTICLE XX - MAINTENANCE OF CLASSROOM CONTROL AND DISCIPLINE................................... 32 ARTICLE XXI - BENEFITS PROVIDED BY THE ORANGE BOARD OF EDUCATION ........................... 32 A. Health Benefits ............................................................................................................................................................................................. 32 B. College Courses/Tuition Reimbursement ..................................................................................................................................................... 32 C. In-Service Programs ..................................................................................................................................................................................... 33 D. Separation pay For Unused Sick Days .......................................................................................................................................................... 33 SCHEDULE A – 2009-10 .......................................................................................................................................... 34 SCHEDULE A - 2010-11 ........................................................................................................................................... 35 SCHEDULE A - 2011-12 ........................................................................................................................................... 36 PROFESSIONAL STAFF SALARY GUIDE MOVEMENT ................................................................................ 37 SCHEDULE B ........................................................................................................................................................... 38 SCHEDULE C ........................................................................................................................................................... 40 SCHEDULE D ........................................................................................................................................................... 40 COACHES SALARY GUIDE .................................................................................................................................. 40
………………………………………………SECRETARY LANGUAGE ............................................................. 41
ARTICLE XXII - WORK YEAR. DAILY WORKING HOURS AND OVERTIME......................................... 42 A. WORK YEAR .............................................................................................................................................................................................. 42 B. WORK WEEK ............................................................................................................................................................................................. 42 C. OVERTIME: ................................................................................................................................................................................................ 42 ARTICLE XXIII - EMPLOYMENT PROCEDURES ........................................................................................... 42 A. RESIGNATION ........................................................................................................................................................................................... 42 B. NOTIFICATION OF CONTRACT AND SALARY.................................................................................................................................... 42 C. TRANSFERS ............................................................................................................................................................................................... 42 D. TERMINATION .......................................................................................................................................................................................... 43 ARTICLE XXIV - VOLUNTARY TRANSFER AND REASSIGNMENT .......................................................... 43 ARTICLE XXV- INVOLUNTARY TRANSFERS AND REASSIGNMENTS ................................................... 43 ARTICLE XXVI - REDUCTION IN FORCE PROCEDURES ............................................................................ 43 ARTICLE XXVII - EMPLOYEE EVALUATION ................................................................................................ 43 ARTICLE XXVIII - FAIR DISMISSAL PROCEDURE ....................................................................................... 44 ARTICLE XXIX - SALARIES ................................................................................................................................. 44 A. Longevity ..................................................................................................................................................................................................... 44 B. Procedure for Withholding Increments or Adjustments ................................................................................................................................ 44 C. Vacation Pay ................................................................................................................................................................................................ 44 D. Benefits ........................................................................................................................................................................................................ 44 ARTICLE XXX- ENTITLEMENT ......................................................................................................................... 45 A. Sick Leave .................................................................................................................................................................................................... 45 B. Notification of Accumulation ....................................................................................................................................................................... 45 C. Separation Pay for Unused Sick Days .......................................................................................................................................................... 45 D. Personal Business Days ................................................................................................................................................................................ 45 E. Vacations ...................................................................................................................................................................................................... 45 E. Death in the Family ...................................................................................................................................................................................... 46 F. Maternity Leave ........................................................................................................................................................................................... 46 G. Good Cause .................................................................................................................................................................................................. 48 H. In Addition to Sick Leave ............................................................................................................................................................................. 48 I. Family Leave Act ......................................................................................................................................................................................... 48 J. Illness in Family ........................................................................................................................................................................................... 48 K. Return from Leave ........................................................................................................................................................................................ 48 L. Extensions and Renewals ............................................................................................................................................................................. 48 ARTICLE XXXI - PROFESSIONAL GROWTH .................................................................................................. 48 A. Professional Growth ..................................................................................................................................................................................... 48 B. Further Education ......................................................................................................................................................................................... 49 C. Tuition Reimbursement ................................................................................................................................................................................ 49 D. Degree Attainment........................................................................................................................................................................................ 49 SCHEDULE E - EXECUTIVE SECRETARY ....................................................................................................... 50 SCHEDULE F - ADMINISTRATIVE SECRETARY ........................................................................................... 50 SCHEDULE G – BOOKKEEPERS ......................................................................................................................... 51
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SECRETARY GUIDE MOVEMENT ..................................................................................................................... 52
……………………………………………….PARAPROFESSIONAL LANGUAGE .......................................... 53
ARTICLE XXXII - COMPLAINT PROCEDURE ................................................................................................ 54 ARTICLE XXXIII - ASSOCIATION RIGHTS AND PRIVILEGES .................................................................. 54 ARTICLE XXXIV - WORK YEAR, DAILY WORKING HOURS AND OVERTIME .................................... 54 A. Work Year .................................................................................................................................................................................................... 54 B. Work Week .................................................................................................................................................................................................. 54 C. Overtime ....................................................................................................................................................................................................... 54 D. Assignment to Substitute for Secretary ......................................................................................................................................................... 54 ARTICLE XXXV - PROTECTION OF EMPLOYEES ........................................................................................ 55 ARTICLE XXXVI - EMPLOYMENT PROCEDURES ........................................................................................ 55 A. Resignation ................................................................................................................................................................................................... 55 B. Notification of Contract and Salary .............................................................................................................................................................. 55 ARTICLE XXXVII - SALARIES AND BENEFITS .............................................................................................. 55 A. Longevity Payments: .................................................................................................................................................................................... 55 B. Health Benefits: ............................................................................................................................................................................................ 55 C. Pay Schedule ................................................................................................................................................................................................ 55 D. Benefits ........................................................................................................................................................................................................ 55 E. Separation Pay For Unused Sick Days ......................................................................................................................................................... 59 F. Summer School, Saturday, and After-School Salary .................................................................................................................................... 60 ARTICLE XXXVIII - PROFESSIONAL GROWTH ............................................................................................ 60 A. Further Study ................................................................................................................................................................................................ 60 B. Reimbursement for Study ............................................................................................................................................................................. 60 ARTICLE XXXIX - OPENINGS PROMOTIONS AND TRANSFERS .............................................................. 60 A. Posting of Vacancies or Promotional Positions ............................................................................................................................................ 60 B. Voluntary Transfers ...................................................................................................................................................................................... 61 C. Involuntary Transfers ................................................................................................................................................................................... 61 ARTICLE XXXX- EMPLOYEE EVALUATION.................................................................................................. 61 ARTICLE XXXXI - FAIR DISMISSAL PROCEDURE ....................................................................................... 62 SCHEDULE H - PARAPROFESSIONAL SALARY GUIDE............................................................................... 63 SCHEDULE I - ATTENDANCE OFFICERS ........................................................................................................ 63 PARAPROFESSIONAL STAFF SALARY GUIDE MOVEMENT ..................................................................... 64 ATTENDANCE OFFICER SALARY GUIDE MOVEMENT .............................................................................. 65
……………………………………………….SECURITY OFFICERS LANGUAGE ........................................... 66
ARTICLE XXXXII - ASSOCIATION RIGHTS AND PRIVILEGES .................................................................... 67 ARTICLE XXXXIII - WORK YEAR, DAILY WORKING HOURS AND OVERTIME ..................................... 67 A. Work Year ..................................................................................................................................................................................................... 67 B. Work Week ................................................................................................................................................................................................... 67 C. Overtime ....................................................................................................................................................................................................... 67 D. Night-time Stipend ......................................................................................................................................................................................... 67 ARTICLE XXXXIV - PROTECTION OF EMPLOYEES ...................................................................................... 67 ARTICLE XXXXV - EMPLOYMENT PROCEDURES ......................................................................................... 67 A. Notification of Contract and Salary ................................................................................................................................................................. 67 B. Resignation.................................................................................................................................................................................................... 67 C. Termination .................................................................................................................................................................................................. 68 ARTICLE XXXXVI - SALARIES AND BENEFITS ............................................................................................. 68 A. Longevity Pay .............................................................................................................................................................................................. 68 B. Health Benefits ............................................................................................................................................................................................. 68 C. Death in the Family ........................................................................................................................................................................................ 68 D. Child Rearing Leave and Maternity Disability ............................................................................................................................................. 68 E. Separation Pay for Unused Sick Days .......................................................................................................................................................... 70 F. Professional Growth....................................................................................................................................................................................... 71 G. Reimbursement for Study ............................................................................................................................................................................... 71 ARTICLE XXXXVII - EMPLOYEE EVALUATION ............................................................................................. 71 ARTICLE XXXXVIII - FAIR DISMISSAL PROCEDURE.................................................................................... 72 SCHEDULE J – SECURITY OFFICERS .............................................................................................................. 73 SECURITY OFFICER SALARY GUIDE MOVEMENT ..................................................................................... 74
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COMMON
ELEMENTS
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PREAMBLE
This Agreement entered into this month of May 21, 2010, by and between the Board of
Education of Orange, New Jersey, hereinafter called the ―Board‖ and Orange Education
Association, hereinafter called the ―Association‖, retroactive to July 1, 2009.
WITNESSETH:
WHEREAS, the Board and the Association recognize and declare that providing a quality
education for the students of the Orange School District is their primary aim and that the
character of such education depends predominately upon the quality of teaching, the availability
of materials, the functional utility of facilities, the release of imagination in planning the
application of democratic processes in administration, and the maintenance of high morale
among the teaching faculty and educational support staff, and
WHEREAS, the members of the Association are particularly qualified to advise the
formulation of policies and programs designed to improve educational standards, and
WHEREAS, the Board has an obligation pursuant to Chapter 123 Public Laws, 1974, to
negotiate with the Association as the representative of employees hereinafter designated with
respect to the terms and conditions of employment, and
WHEREAS, the parties have reached certain understandings, which they desire to
confirm in this Agreement, be it
RESOLVED, in consideration of the following mutual covenants, it is hereby agreed as
follows:
ARTICLE I – RECOGNITION
A. Unit
The Orange Board of Education hereby recognizes the Orange Education Association as the
exclusive and sole representative for collective negotiation concerning grievances and terms
and conditions of employment for all unit personnel employed by the Board including:
Administrative Secretary
Attendance Officer
Bilingual Aide
Bookkeeper
Executive Secretary
Facilitator
Guidance Counselor
Instructional Paraprofessional
Language Arts Coaches/Master Teacher
Librarians/Media Specialist
Math Coaches/Master Teacher
Nurse
Parent Liaison
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Part Time Teacher (teachers working at least 20 hours/week)
Pupil Personnel Staff
School Based Social Worker
Science Coaches/Master Teacher
Security Officer
Substance Abuse Counselor
Teacher
Team Leader
Technology Coordinator
Extra Curricular Activity Advisor
All Stipend Category Position
but excluding:
Administrator
Assistant Principal
Confidential Personnel
Director
Deputy Superintendent
Elementary and Secondary Coordinator
Principal
Managerial Confidential Personnel
Network Administrator
Non-managerial Personnel
Superintendent
Supervisor
Systems Engineer
B. Definition of Employee
Unless otherwise indicated, the term ―employee‖ when used hereinafter in this Agreement
shall refer to all certificated and non-certificated employees represented by the Association in
the negotiating unit as above defined.
C. The Board of Education can create new positions. The compensation for these new positions
will be discussed with the Association’s President or the President’s designee and agreed to
by the Board and the Association.
D. Interchangeable Paraprofessional Personnel
Part-time hourly employees are not included in this contract. Tasks may be assigned to
Association personnel interchangeably within the same category.
Part-time employees working less than twenty (20) hours per week are not included in this
contract. Part-time employees working twenty (20) or more hours a week shall enjoy all
contractual terms and conditions of employment.
E. Interchangeable Secretarial Personnel
Part-time hourly employees are not included in this contract. Tasks will be assigned to
Association personnel interchangeably within each category.
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F. Part-time Security Officers
Part time/hourly Security Officers employees are not included in this contract.
ARTICLE II - NEGOTIATION OF SUCCESSOR AGREEMENT
A. Deadline Date
The Parties agree to enter into collective negotiation over a successor agreement in
accordance with Chapter 123 Public Laws 1974, in good-faith effort to reach agreement on
all matters concerning the terms and conditions of employment. Such negotiations shall
begin not later than December 1st of the school year in which this Agreement expires. Any
Agreement so negotiated shall apply to all employees, be reduced to writing, be signed by the
Board and the Association, and be subject to ratification by the Board of Education and the
Association membership, and shall remain in full force until a successor agreement is
reached.
B. Personnel policies of the Board of Education shall include a procedure for the presentation,
consideration, and settlement of grievances.
C. Modification
The Agreement shall not be modified in whole or in part by the parties except by an
instrument in writing duly executed by both parties.
ARTICLE III - ASSOCIATION RIGHTS AND PRIVILEGES
A. The Board agrees to make available to the Association in response to reasonable requests
from time to time all available published information concerning the district.
B. Whenever any representative of the Association or any employee is mutually scheduled by
the parties to participate during working hours in negotiations, grievance proceedings,
conferences, or meetings, he/she shall suffer no loss in pay.
C. Representatives of the Association, the New Jersey Education Association, and the National
Education Association shall be permitted to transact official Association business on school
property at all reasonable times, provided that this shall not interfere with or interrupt school
operations.
D. The Association and its representatives shall have the right to use school buildings at all
reasonable hours for meetings. The principal (or the person in charge) of the building in
question shall be notified in advance of the time and place of all such meetings. Prior
approval by the School Business Administrator shall be obtained. This decision shall be
subject to the grievance procedure.
E. Orientation programs for new employees may be co-sponsored by the Board and the
Association with the Association assuming equally such costs as may be mutually agreed
upon during the planning of such programs. The School Board shall not assume the cost of
purely social events conducted as part of such orientation programs, nor shall the Association
be expected to assume the cost of speakers, consultants, and services normally considered an
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appropriate professional in-service training activity of a board of education.
F. The Board of Education shall provide a method whereby the employees through their
Association, the Superintendent, and a committee of the Board of Education shall jointly
develop personnel policies for presentation to the Board.
G. The Board agrees to consult with the Association in the formation of the school calendar.
H. The Association may be placed on the agenda of faculty meetings with the prior approval of
the building administrator.
I. All vacancies and new positions inclusive of positions paying salary differentials shall be
adequately posted in every school. All qualified employees shall be given an opportunity to
make application for such position(s). All posting(s) must give the individual at least five (5)
school days in which to respond to a posting, except in an emergency. The superintendent or
his/her designee shall reply in writing of receipt of said request within ten (10) days.
Postings shall be listed on district web site, and school or district bulletin boards. The
President of the Association shall receive a copy of all postings for this unit at the time of
posting.
J. The Association shall have the right to use school facilities and equipment, including
typewriters, mimeograph machine, other duplicating equipment, calculating machines, and
all types of audio-visual equipment at reasonable times when such equipment is not
otherwise in use. The Association shall assume responsibility for the cost of all supplies,
damages, and losses due to its use of school equipment. The school principal shall be given a
48 hour notice of a request to use school facilities and/or equipment.
K. The Association reserves the right for the Association President and designee to request to
meet with the Administrators in charge of Human Resources and Staff Development
periodically at the end of the workday without compensation. The Administrators shall notify
the Association President of the date, time, and place of the meeting, which shall take place
within ten (10) working days of the request.
ARTICLE IV - GRIEVANCE PROCEDURE
A. Definition
A grievance is a claim by an employee based upon the interpretation, meaning, or application
of any of the provisions of this Agreement, Board of Education policy and/or administrative
decisions affecting the terms and conditions of employment.
1. It is expressly understood by the parties that the decision not to renew a non-tenure
teacher or secretary is final and binding by the Board of Education and not subject to the
provisions of this Article.
2. Scheduling and placement of students, the scheduling and the assignment of employees is
not subject to the provisions set forth in this Article.
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B. Purpose
1. The purpose of this procedure is to secure at the lowest possible level, equitable solutions
to the problems which may, from time to time arise, affecting the welfare or terms and
conditions of employment. Both parties agree that these proceedings will be kept as
informal and confidential as may be appropriate at any level of the procedure.
2. Nothing herein contained shall be construed as limiting the right of any employee having
a grievance to discuss the matter informally with any appropriate member of the
administration and having the grievances adjusted without intervention of the Association
provided the adjustment is not inconsistent with terms of this Agreement and that the
Association has been given the opportunity to be present at such adjustment and to state
its views.
C. Procedure
1. All ―days‖ shall be considered ―school days‖. School days means days when students are
in attendance.
2. Since it is important that a grievance be processed as rapidly as’ possible, the number of
days indicated at each level should be considered as a maximum and every effort should
be made to expedite the process. The time limits specified may, however, be extended by
mutual agreement.
3. Every effort shall be made to resolve grievances before the end of the school year.
However, vacation periods shall suspend the time limits delineated below.
4. A grievance to be considered under this procedure must be initiated within twenty (20)
days from the time when the grievant knew or should have known of its occurrence.
5. Level I - An employee with a grievance shall first discuss it with the principal or
immediate supervisor either directly or through the Association’s designated
representative, with the objective of resolving the matter informally.
6. Level II - If the aggrieved person is not satisfied with the disposition of the grievance at
Level I, the Association may refer it, within six (6) days, in writing, to the Superintendent
of Schools or his/her designee.
7. Level III
a. If the Association is not satisfied with the disposition of the grievance at Level II, or
if no decision has been rendered within ten (10) days after the grievance was
delivered to the Superintendent or his/her designee, the Association shall refer the
grievance to the Board of Education within ten (10) days.
b. The Board agrees to hear Board Level grievances within the time frame of two
regular Board meetings. Within twenty (20) days of that hearing, the Board agrees to
forward its findings to the Association.
8. Arbitration
a. If the grievance is not resolved at Level HI, at the request of the Association, the
Board and the Association shall attempt to agree upon a mutually acceptable neutral
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arbitrator and shall obtain a commitment from said neutral arbitrator to serve. If the
parties are unable to agree upon a neutral arbitrator or to obtain such commitment
within ten (10) days, a request for a list of arbitrators may be made to the Public
Employment Relations Commission (PERC) by either party. The parties shall then be
bound by the rules and procedures of the PERC in the selection of an arbitrator.
b. The arbitrator, so selected, shall confer with the representatives of the Board and the
Association and hold hearings promptly and shall issue a decision not later than
twenty (20) days from the date of the close of the hearing, or if oral hearings have
been waived, then from the date of final statements and proofs on the issues are
submitted.
The arbitrator’s decision shall be in writing and shall set forth findings of fact,
reasoning, and conclusion on the issue submitted. The arbitrator shall be without
power or authority to make any decision which requires the commission to any act
prohibited by law or which violates the terms of this Agreement. The decision of the
Arbitrator, which shall be binding, shall be submitted to the Board and the
Association.
c. Unless otherwise mutually agreed to, all grievance hearings shall be at some
appropriate conference room in Orange and provided at the Board’s expense.
d. The cost of the services of the arbitrator, including per diem expense, if any, and the
actual and necessary travel, subsistence expenses and the cost of the hearings shall be
borne equally by the Board and the Association.
D. Rights of Employees to Representation
1. Any party in interest may be represented at all stages of the grievance procedure by
himself/herself or at his/her option by a representative elected or approved by the
Association. When an employee is not represented by the Association, the Association
shall have the right to be present and to state its views at all stages of the grievance
procedure.
2. No reprisals of any kind shall be taken by the Board or by any member of the
administration against any party in interest, any building representative, any member of
the Association or any other participant in the grievance procedure by reason of such
participation.
E. Miscellaneous
1. If, in the judgment of the Association, a grievance affects a group or class of employees,
the Association may submit such grievances, in writing, to the Superintendent directly,
and the processing of such grievance shall be commenced at Level II. The Association
may process such a grievance even though the aggrieved person(s) does not wish to do
so.
2. Decisions rendered at Levels II and III which are unsatisfactory to the aggrieved person
shall be in writing made available to the parties in interest and to the Association.
3. Unless otherwise mutually agreed, all meetings and hearings under this procedure shall
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not be conducted in public and shall include only such parties in interest and the
designated or selected representatives heretofore referred to in this Article.
4. Any employee in the Orange School System or any person(s) under the supervision or
control of the Orange Board of Education required by the Association and the Board shall
be made available for appearance at any arbitration or grievance hearing as requested by
the Association without loss of pay while attending such hearings.
5. No reprisals of any kind shall be taken by the Board or Association against any
participant(s) in the grievance procedure by reason of such participation.
6. All documents, communications and records dealing with the processing of a grievance
shall be filed in separate grievance file and shall not be kept in the personnel files of any
of the participants.
ARTICLE V - EMPLOYEE RIGHTS
A. Employee Rights
Pursuant to Chapter 123, Public Laws 1974, the Board hereby agrees that every employee of
the Board shall have the right to freely organize, join and support the Association and its
affiliates for the purpose of engaging in negotiations, and other concerted activities for
mutual aid and protection. As a duly selected body exercising governmental power under
color of law of the State of New Jersey, the Board undertakes and agrees that it shall not
directly or indirectly discourage or deprive or coerce any employee from the enjoyment of
any rights conferred by Chapter 123, Public Laws 1974, or other laws of New Jersey or the
Constitutions of New Jersey and the United States, that it shall not discriminate against any
employee with respect to hours, wages, or any terms of conditions of employment by reason
of his/her membership or participation in the Association and its affiliates, collective
negotiations with the Board, or his/her institution of any grievance, complaint or proceeding
under this Agreement or otherwise with respect to any terms or conditions of employment.
B. Employee Savings Clause Nothing contained herein shall be construed to deny or restrict any employee such rights as
he/she may have under New Jersey School Laws or other applicable laws and regulations.
C. Employee Discipline
No employee shall be disciplined, reprimanded, reduced in rank or compensation or deprived
of any professional advantage without just cause except as may be provided by law. Any
such action asserted by the Board, or any agents or representative thereof, shall be subject to
the grievance procedure herein set forth.
D. Association Identification
No employee shall be prevented from wearing pins or other identification of membership in
the Association or its affiliates.
No Security Officer shall be prevented from wearing pins of the Association or its affiliates.
The Security Officers’ Uniform shall in no way be obscured in the wearing of such pins.
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However, pins related to collective bargaining may not be worn in the presence of students.
E. Leave for Association President
Teacher: Released time will be scheduled one teaching period per day in such a way that the
lunch period, the preparation period and the released time period occur consecutively
whenever possible.
Educational Support Professional: The Board shall permit the Association’s president to take
forty (40) minutes of release time immediately preceding or following that employee’s
scheduled lunch period to conduct Association business.
F. Personnel Records
A employee shall have the right, with a prior scheduled appointment, to review the contents
of his/her personnel files with a representative of the personnel department and to receive
copies of any documents contained therein. The employee shall acknowledge that he/she has
had the opportunity to review such material by affixing his/her signature to the copy to be
filed with the express understanding that such signature in no way indicates agreement with
the contents thereof. The employee shall also have the right to submit a written answer to
such material, and his/her answer shall be reviewed by the Superintendent or his/her designee
and attached to the file copy. An employee may be entitled to have a representative of the
Association accompany him/her during such review.
G. Salary Placement
Any employee whose employment commences prior to February 1 of any school year shall
be given full credit for (1) year of service toward the next increment step for the following
year provided such employee is reappointed.
H. Complaint Procedure
Any complaints regarding an employee made to any member of the administrative staff by
any parent, student, or other person which does or may influence evaluation of an employee,
shall be immediately reported to the employee.
The principal or immediate supervisor shall meet with the employee to apprise the employee
of the full nature of the complaint, and they shall attempt to resolve the matter informally.
An administrator or supervisor shall strive to reprimand an employee only in private and not
in the presence of peers, students or parents.
I. Derogatory Material
No material derogatory to an employee’s conduct, service, character or personality shall be
placed in any personnel file unless the employee has had an opportunity to review the
material. The employee shall acknowledge that she/he has had the opportunity to review such
material by affixing her/his signature to the copy to be filed, with the expressed
understanding that such signature in no way indicates agreement with contents thereof. The
employee shall also have the right to submit a written answer to such material, and her/his
answer shall be reviewed by the Superintendent or his designee and attached to the file copy.
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ARTICLE VI - SALARIES
A. Salary Provisions
The salaries of all employees covered by this Agreement are set forth in Schedule A which is
attached hereto and made a part hereof.
1. Employees employed on a twelve (12) month basis shall be paid in twenty-four (24)
semi-monthly installments.
2. Employees employed on an eleven (11) month basis shall be paid in twenty-two (22)
semi-monthly installments.
3. Employees employed on a ten (10) month basis shall be paid in twenty (20) semi-
monthly installments.
4. Employees shall receive their final checks on the last working day in June.
5. Pay Day Saving Account Program
Each Employee may individually elect to have ten percent (10%) of his/her monthly
salary deducted from his/her pay, which will be deposited in a ―Pay Day Savings
Account‖, which deposits will be made within ten (10) working days.
B. Procedure for Withholding Employment or Adjustment Increments
1. Employment or adjustment increments may be withheld pursuant to N.J.S.A. 18A:29-14.
2. Any recommendation to withhold an increment or part thereof shall be in accordance
with the following procedure:
3.
a. The employee shall be notified, in writing, with reasons, of the possibility of the
withholding of an increment.
b. The decision with respect to recommendation for withholding shall be made, in
writing, to the Board through the Superintendent.
c. An employee has the right to request, in writing, an annual review by the Board of
Education for restoration of withheld increment. Should the Board deny the request to
restore the increment, the employee shall be given a written statement specifying
reasons for the denial.
C. Contractual Settlement
In lieu of a contractual raise for the 2010-11 school year, 10 month employees hired prior to
June 30, 2010 will be credited, on a one-time prorated basis with two (2) additional sick days
to be added to each individual’s accumulated sick leave bank on July 1, 2010. Upon
separation from employment with the District, these two (2) additional sick days will be
converted to salary based upon the employee’s per diem rate (1/200th
) during their separation
year. This provision shall be in force only for the 2010-11 calendar/school year. Any ten (10)
14
month employee whose increment is denied for the 2010-11 school year shall be eligible for
this provision but the employee’s increment shall be withheld in the 2011-12 school year.
In lieu of a contractual raise for the 2010-11 school year, 12 month employees hired prior to
June 30, 2010 will be credited, on a one-time prorated basis, two (2) vacation days beyond
the contractual allotment. The two (2) vacation days must be used by the end of the 2011-12
school year in such a way so that the employee’s vacation carryover does not exceed the
District’s five (5) day carryover provision. This provision shall be in force only for the 2010-
11 calendar/school year. Any twelve (12) month employee whose increment is denied for the
2010-11 school year shall be eligible for this provision but the employee’s increment shall be
withheld in the 2011-12 school year.
D. HEALTH BENEFITS "OPT OUT"
An employee who has health benefit coverage through a spouse or from another source and
who can demonstrate same to the Business Administrator, may elect to forego all or a portion
of his/her health benefit coverage for a full school year and receive a cash payment of
twenty-five percent (25%) of the premium savings or $5,000.00, whichever is the lesser, to
the Board of Education on June 30th of the school year. Said payment will not be considered
salary, nor will it be considered pensionable. The Board shall establish an IRS Section 125
plan. The individual unit member shall be responsible for any tax liability. The employee
shall complete the forms by which an employee shall waive coverage and apply for payment.
(See attached Waiver of Health Benefits form)
An employee who has waived all or a portion of his/her health benefit coverage will be
allowed to restore such coverage on an immediate basis, without the necessity of a health
questionnaire for the employee or his/her family members, in the event of a hardship or
change of life event.
Reentry into all health benefit coverage for reason of hardship or change of life applies only
in the following situations, which result in the loss of health benefits coverage through the
employee's spouse or other source:
Termination of employment (proof of termination of benefits required)
Legal Separation (a copy of decree is required)
Group contract/policy terminated (proof of termination of benefits required)
Disability of spouse which eliminates benefits (proof of termination of benefits required)
Divorce (a copy of the decree is required)
Death of Spouse (a copy of death certificate is required)
Military Discharge (a copy of DD214 is required)
In addition, any employee who has waived all his/her health benefit coverage may
automatically restore his/her coverage by applying during the open enrollment period during
any school year. The reinstatement date under such conditions will be April 1. It will not be
necessary for any employee or his/her family members to complete a Statement of Health
(proof of insurability) to restore coverage during the open enrollment period.
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ARTICLE VII - ACCIDENTS ON SCHOOL PROPERTY
A. In approved Workmen’s Compensation cases, when an employee has been injured while on
duty, his/her absence shall not be counted against his/her sick leave. All Workmen’s
Compensation medical bills shall be presented to the Board of Education for payment.
B. If the resulting disability requires a lengthy convalescence, the Board of Education shall pay
full salary in accordance with Title 18A:30-2.1.
C. Employees shall not be required to work under conditions that are contrary to existing health
and safety laws and regulations. The Building Principal shall be notified of any health and
safety problems and shall investigate to solve the problem(s).
D. Employees shall immediately report cases of injury or assault suffered by them in connection
with their employment to their principal or immediate supervisor. Such notification shall be
immediately forwarded to the Superintendent.
ARTICLE VIII - MISCELLANEOUS PROVISIONS
A. The Board and the Association shall carry out the commitments contained herein during the
term of this Agreement.
B. The Orange Education Association recognizes its unique and favorable role as a professional
organization and its responsibility to promote, enhance or otherwise encourage high
standards of professional conduct, performance or attainment among its membership.
Towards this end, the Association pledges to diligently encourage excellence in professional
conduct among its members, taking whatever steps are necessary as a professional body to
effect these aims.
C. If any provision of this Agreement or any application of this Agreement to any employee or
group of employees is held to be contrary to law, then such provision or application shall be
deemed invalid and subsisting except to the extent permitted by law, and all other provisions
or applications shall continue in full force and effect.
D. The Board and the Association agree that there shall be no discrimination, and that all
practices, procedures, and policies of the school system shall clearly exemplify that there is
no discrimination in the hiring, training, assignment, promotion, transfer or discipline of
employees on the basis of race, creed, color, religion, national origin, sex, domicile, or
marital status.
E. Copies of the Agreement shall be printed at the expense of the Board within thirty (30) days
after the Agreement is signed and shall be presented to all members now employed, hereafter
employed or considered for employment by the Board.
F. Whenever any notice is required to be given by either of the parties to this Agreement to the
other, pursuant to the provision(s) of this Agreement, either party shall do so by telegram or
registered letter at the following address:
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1. If by Association, to Board at
451 Lincoln Avenue
Orange, New Jersey 07050
2. If by Board, to Association at
27 Lincoln Avenue
Orange, New Jersey 07050
G. This Agreement represents the full understanding of the parties and shall not be modified
except in writing, duly signed by both parties.
H. Personnel required to use their automobiles in the performance of their duties shall be
reimbursed at the IRS as approved by the Board upon recommendation of the
Superintendent.
I. Compliance between Individual Contract and Master Agreement
Any individual contract between the Board and individual employee, heretofore or hereafter
executed, shall be subject to and consistent with the terms and conditions of this Agreement.
If any individual contract contains any language inconsistent with this Agreement, this
Agreement, during its duration, shall be controlling.
ARTICLE IX - SALARY DEDUCTIONS
A. The Board agrees to deduct from the salaries of its members’ dues for the Orange Education
Association, Essex County Education Association, the New Jersey Education Association
and the National Education Association, or any one or any combination of such Associations
as said members individually and voluntarily authorize the Board to deduct. Such deductions
shall be made in compliance with N.J.S.A. 52:14-15.9e and under rules established by the
State Department of Education Association by the 15th of each month following the monthly
pay period in which deductions were made. The Association treasurer shall disburse such
monies to the appropriate Association or Associations.
1. Each of the Associations named above shall certify to the Board by October 1, in writing,
the current rate of its membership dues.
2. Any Association which shall change the rate of its membership dues shall give the Board
written notice prior to the effective date of such change.
B. The Board agrees to deduct from members’ salaries money for local, county, state and/or
national association services and programs as said members individually and voluntarily
authorize the Board to deduct and to transmit the monies promptly to such Association or
Associations. Any member may have such deductions discontinued at any time upon sixty
(60) days written notice to the Board and the appropriate Association.
C. Agency Shop
If an employee does not become a member of the Association during any membership year (i
e., from September 30 to the following August 31 which is covered in whole or in part by
this Agreement), said employee will be required to pay a representation fee to the
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Association for that membership year. The purpose of this fee will be to offset the
employee’s per capita cost of services rendered by the Association as majority representative.
1. Prior to the beginning of each membership year, the Association will notify the Board in
writing of the amount of the regular membership dues, initiation fees and assessments
charged by the Association to its own members for that membership year. The
representation fee to be paid by non-members will be determined by the Association in
accordance with the law.
2. The Association will determine the representation fee in accordance with the law and
shall be in an amount equivalent to the regular membership dues, initiation fees and
assessments charged by the Association to its own members, less the cost of benefits
financed through members, but in no event shall such representation fee exceed 85% of
the regular membership dues, fees and assessments.
If the law is changed in this regard, the amount of the representation fee automatically
will be increased or decreased to the maximum allowed, and increase or decrease to
become effective as of the beginning of the Association membership year immediately
following the effective date of the change.
3. By September 30 of each membership year covered in whole or in part by this
Agreement, the Association will submit to the Board a list of those teachers who have not
become members of the Association for the then current membership year. The Board
will deduct from the salaries of such teachers in accordance with Paragraph 4 below, the
full amount of the representation fee and promptly will transmit the amount so deducted
to the Association.
4. Payment of the representation fee shall be made to the bargaining representative during
the term of the collective bargaining agreement, but in no case sooner than the 30th day
following the beginning of an employee’s employment in a position included in the
negotiating unit, and the 10th day following reentry into the unit.
(Reentry: employees who previously served in a position included in the unit who
continued in the employ of the public employer in an excluded position and individuals
being reemployed in such unit from a re-employment list.)
5. If an employee who is required to pay a representation fee terminates his or her
employment with the Board before the Association has received the full amount of the
representation fee to which it is entitled under this Article, the Board will deduct the
unpaid portion of the fee from the last pay check paid to said employee during the
membership year in question.
6. Except as otherwise provided in this Article, the mechanics for the deduction of
representation fees and the transmission of such fees to the Association will, as nearly as
possible, be the same as those used for the deduction and transmission of regular
membership dues to the Association.
7. The Association will notify the Board in writing of any changes, in the list provided for
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in Paragraph 1 above and/or the amount of the representation fee, and such changes will
be reflected in any deductions made more than 10 days after the Board received said
notice.
8. On or about the last day of each month, beginning with the month this Agreement
becomes effective, the Board will submit to the Association a list of all employees who
began their employment in a bargaining unit position during the preceding 30 day period.
The list will include names, job titles and dates of employment for all such employees.
9. The union shall indemnify and hold the employer harmless against any and all claims,
demands, suits or other forms of liability, including liability for reasonable counsel fees
and other legal costs and expenses, that may arise out of, or by reason of, any action
taken or not taken by the employer in conformance with this provision.
ARTICLE X - MANAGEMENT RIGHTS
Nothing contained herein shall be considered to deny or restrict the Board of its rights,
responsibilities and authority under the laws of New Jersey, or any other national, state, county,
district or local laws or regulations as they pertain to the operation of the schools. The Board
reserves all rights and privileges not explicitly curtailed by this Agreement. In addition, nothing
herein shall be considered to deny or restrict either the Association or individuals of their rights
under law or regulation.
ARTICLE XI - JOB SECURITY
In the event the Board enters into a contract which will result in instructional or professional
services being provided by any person or persons, organization, group or company other than
properly certified persons employed by the Board, then the Board shall negotiate with the
Association the impact of this contract on its current employees.
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ARTICLE XII - DURATION OF AGREEMENT
A. This Three Year Agreement shall be in effect as of July 1, 2009 and shall remain in effect
until June 30, 2012, this agreement is subject to the right of the Board and the Association to
negotiate for a modification of the agreement; if mutually agreed by both parties.
B. In witness whereof the parties hereto have caused this Agreement to be signed by their
respective presidents, attested by their respective secretaries, and their corporate seals to be
placed hereon, all on the day and year first above written.
FOR THE ASSOCIATION: FOR THE BOARD:
____________________________________ ____________________________________
President President
ATTEST: ATTEST:
____________________________________ ____________________________________
Secretary Secretary
DATE DATE
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TEACHER LANGUAGE
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ARTICLE XIII - TEACHING HOURS AND TEACHING LOAD
A. Length of School Day
1. The length of the teaching day shall be of a time necessary for professional employees to
meet their responsibilities.
2. a. The length of the workday for professional staff shall be as follows:
Elementary Teaching Staff (Pre-K – 8) Six (6) hrs and forty-five (45) mins
Middle School Teaching Staff Six (6) hrs and thirty-five (35) mins
High School Teaching Staff Six (6) hrs and forty (40) mins
(excluding counselors)
Alternative School Teaching Staff Seven (7) hours
b. In order to provide the District with flexibility regarding the start of the school day,
the workday shall start as follows:
Elementary Teaching Staff (Pre-K – 8) Between: 8:00 AM and 8:30 AM
Middle School Teaching Staff Between: 7:45 AM and 8:15 AM
High School Teaching Staff Between: 7:45 AM and 8:15 AM
The District shall notify the staff of any building no later than June 1 of the preceding
year should the start time change.
3. Teachers shall be on duty fifteen (15) minutes before school begins and remain after the
dismissal of their classes as the discharge of their professional responsibilities require.
The fifteen minute duty period is included in the length of the workday.
4. As professionals, teachers are expected to devote to their assignment the time necessary
to meet their responsibilities. Building-based teachers shall indicate their presence for
duty by entering their time of arrival/departure in the appropriate column of the faculty
―sign-in‖ roster. Teachers with intra-district responsibilities shall indicate their presence
by recording their time of arrival and departure from each assignment on the ―sign-in‖
roster.
5. When parent conferences are scheduled in the afternoon, teachers who have completed
their conferences may leave. However, no teacher may leave earlier than the end of the
normal work day. Teachers shall not be required to remain for such conferences later than
4:00 p.m.
6. There shall be no more than five (5) required evening meetings/conferences per school
year. The meetings that are required shall be established at the beginning of each school
year by the administrator and the representatives of the school staff, who shall be selected
by the building teachers.
7. The parties agree to a total of three (3) faculty and/or professional meetings per month.
The meetings shall not go beyond seventy-five (75) minutes from the end of the school
day. The Building administrator has the discretion to hold two (2) meetings per month
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which shall not exceed ninety (90) minutes from the end of the school day. For any
month in which there is a ninety (90) minute meeting, there shall only be two meetings
that month.
B. Teaching Hours
1. a. A flex schedule shall be implemented at the high school which permits the scheduling
of an additional before and after school period. Each such period shall be of the same
duration as existing instructional periods. Administration shall, in its sole discretion,
schedule the flex periods to accommodate educational needs. Teachers may volunteer
for assignment to either period. Teacher preferences will be honored to the extent
possible, but Administration reserves the right to make all final determinations based
on its discretion. All such assignments shall not be subject to the grievance procedure.
b. Any teacher who is assigned to a morning flex period shall be released one period
earlier in the afternoon. Any teacher who is assigned to an afternoon flex period shall
report one period later in the morning. Assignment to a flex schedule shall not
increase or diminish normal workload requirements.
2. All secondary school teachers shall have at least one (1) regular class period of
preparation time each school day during which time they shall not be assigned to other
duties except in an emergency, when schedules are aligned by periods.
3. The time a special teacher is teaching a regular teacher’s class shall be used by the
regular teacher as preparation time. A teacher shall be guaranteed one preparation period
per day. If an elementary teacher loses a preparation period, the teacher shall be
compensated at one sixth (1/6) their daily rate of pay.
All elementary special teachers shall receive a daily preparation period. They shall not be
assigned additional classes.
4. In the event a classroom teacher is assigned to cover a class or part thereof he/she shall be
compensated as per the following:
a. For every six periods of coverage during preparation time, a secondary teacher will be
compensated at the rate of one day’s pay. Teachers will be asked to cover during
lunch only in cases of emergency.
b. For all other coverage, teachers will be compensated at the rate of a day’s pay when
total time accumulated equals two hundred twenty-five (225) minutes. (Other
coverage is defined as: any time a teacher is required to provide substitute service for
5 or more students).
C. Teaching Load
1. Reasonable duties assigned teachers in areas of their interest and competence over and
beyond their teaching duties permitted during the normal school day shall be counted as
part of their teaching responsibility.
2. Mentoring assignments shall be voluntary.
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3. All secondary (grades 7-12) teachers shall teach no more than five (5) blocks in one year.
In the event that teachers are assigned a sixth block, they shall be relieved of both
homeroom and duty for each such day and receive an annual stipend of $2,750, pro-rated
on a per diem basis for any partial assignment2. This provision applies to academic and
non-academic teachers currently employed. All new hires effective September 1st, 2006
may be scheduled for 6 blocks-without stipend compensation.
4. All child study team specialists and counselors shall be required to remain on duty each
day until at least 3:15 p.m. They shall receive no additional stipend for work performed
beyond this time, effective July 1, 1996. However, notwithstanding the elimination of
said stipend, all prior workload expectations shall remain in full force and effect.
5. Block scheduling arrangement in which current staff will work a three (3) - two (2)
blocks or two (2) - three (3) block arrangement. All new staff as of July 1, 2006 may be
assigned three (3) blocks per semester. However, if current staff is assigned more than a
total of five (5) blocks in a school year, they shall be compensated at the contractually
negotiated rate in Article VIC.3. All unit members shall be considered academic teachers.
6. The District shall provide all new staff hired after July 1st, 2006 with a document to sign
prior to signing a contract for the District, acknowledging their understanding of the two-
three blocks or six blocks within a school year arrangement. A copy of such document
shall be sent to the Association for all new hires.
7. Common Planning Time for all secondary teachers and Main Street (6-8) teachers will be
provided two (2) common planning blocks per week and three (3) individual planning
blocks per week.
8. All secondary and Main Street (6-8) teachers will be provided an opportunity to meet
with parents/guardians and/or students during the regular school day. The regular school
day schedule will be shortened to accommodate the Family Advocate period. The blocks
of a school day, excluding lunch will be shortened to accommodate the Family Advocacy
period.
9. Small Learning Communities will have a coordinator to: coordinate meetings, assist with
agendas for professional development, common planning and Family Advocacy, as well
as, assist in the implementation of the goals and objectives of each Small Learning
Community. This non-supervisory position will be paid an annual stipend of $2,500.00.
D. Term of Employment
Teachers shall work 185 days per annum. Additionally, first-year teachers shall be available
a week before school opens for orientation programs.
E. Lunch Period
1. Grade Level and Other
Teachers shall have a daily duty-free lunch period of at least thirty (30) minutes.
2. Nurses
Nurses shall have a daily duty-free lunch period (30 minutes in the elementary
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school; one instructional period in the Middle or High School). If the lunch period is lost
or rescheduled, then the nurse shall be compensated with equal compensation time. All
missed lunches must be reported to the building principal on the same day in which they
are lost. The principal shall retain the right to direct the nurse to take lunch on any given
day and to secure whatever arrangements are necessary for coverage.
3. Leaving the Building
Except in cases of emergency, teachers may leave the building during their scheduled
lunch period, as long as they give prior notice to the principal or Superintendent in charge
and follow the sign-in-and-out procedure.
F. Preparation Time
Classroom teachers shall, in addition to their lunch period, have a preparation period
sometime during the day, when they shall not be assigned to any other duties, except in cases
of emergencies as follows:
Elementary School - Forty-five minutes (45)
Middle School - One period*
High School - One period*
*Under an eight period schedule.
G. Reduction
The Board shall notify the Association of any proposed reduction of teachers by the Board
before such reduction.
H. Student Instructional Time
Effective July 1, 2002, the instructional day at the elementary schools shall be increased by
thirty (30) minutes daily but the school day at the elementary schools shall begin for students
at 8:30 a.m. and for teachers at 8:15 a.m., and shall end for students and teachers at 3:00 p.m.
The high school and middle school instructional day modifications shall be considered by the
respective School Management Teams in conjunction with the building principals. The
School Management Teams shall serve only in an advisory capacity. The Administration and
Board reserve the right to implement changes at their discretion which are consistent with the
fact-finder’s recommendations as set forth in his June 4, 2002, Report.
________________________ 1 ―This provision is based upon the continuation of the current eight period per day work load.
Should the District move to a nine period day, the parties agree to reopen negotiations on this
single issue. Note, the current time (15 minutes) allocated to homeroom should not be considered
as a ninth period‖. 2 ―Partial assignment‖ means assignment of a sixth period in increments of a marking period‖.
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ARTICLE XIV - CLASS SIZE
A. The Board will strive to maintain an appropriate class size as follows:
Kindergarten ....................................................................................................... 25
First Grade through Third Grade ........................................................................ 22
Fourth Grade through Eighth Grade .................................................. 25 if possible
Ninth Grade through Twelfth Grade .............................. 25 per period, if possible.
ARTICLE XV – SALARIES
When a payday falls on or during a school holiday, vacation, weekend, or legal bank holiday,
teachers shall receive their paychecks on the last previous working day.
ARTICLE XVI - TEACHER ASSIGNMENT
A. Notice of all transfers shall be given, in writing, before the end of the preceding school year;
if this is not possible, a written notice shall be mailed to the teacher.
B. The number of different rooms to which a teacher is assigned for teaching shall be held to the
minimum.
C. Teachers who desire a change in grade and/or subject assignment or who desire to transfer to
another building may file a written statement of such desire with the Superintendent. Such a
statement shall include the grade and/or subject to which the teacher desires to be assigned
and the school or schools to which he/she desires to be transferred, in order of preference.
Such requests for transfers and reassignments for the following year shall be submitted not
later than April 1, in the determination of requests for voluntary reassignment and/or transfer,
the wishes of the individual teacher shall be honored to the extent that the transfer does not
conflict with the instructional requirements and best interests of the school system.
D. In the determination of involuntary transfers, or reassignment, notice shall be given to
teachers by May 1 or as soon as practical and a meeting shall be held between the teacher and
the principal(s) involved. At this meeting the teacher shall be notified of the reason for the
transfer or reassignment. In all cases of assignment or involuntary transfer, the teacher will
have notification of same prior to public Board meeting.
ARTICLE XVII - TEACHER EVALUATION
A. All monitoring or observation of the work performance of a teacher shall be conducted
openly and with full knowledge of the teacher.
B. All formal evaluations shall be made by properly certified personnel (NJ Administrative
Code (6:3-1.21).
C. A teacher shall be given a copy of any class or evaluation report prepared by his/her
evaluator.
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D. Teachers shall be evaluated in accordance with relevant state laws and regulations.
E. Nontenured Nonrenewal Procedure
1. Any non-tenure teacher who has received notice of non-employment shall be entitled to
an informal appearance before the Board to bring his/her arguments and information to
their attention, provided a written request for an informal appearance is received in the
office of the Secretary of the Board within five (5) days after receipt by the teacher of
notification of not being re-employed. The Board shall not be required to respond or give
reasons.
2. Board Determination
The Board shall issue its written determination as to the employment or non-employment
of said non-tenure teacher for the next succeeding school year within three (3) days after
the completion of the hearing. Said proceedings shall be completed and the Board’s
determination presented to the teacher no later than June 15.
3. Board Decision
The decision by the Board of Education not to renew a non-tenure teacher is final and
binding and not subject to the Grievance Procedure.
ARTICLE XVIII - LEAVES OF ABSENCE
A. Sabbatical Leave (Not more than 2% of Staff)
Any member of the certificated personnel who has completed seven or more years of
continuous full-time service in the Orange School System may, upon recommendation of the
Superintendent of Schools, be granted a leave of absence for one year by the Orange Board
of Education to:
1. Study in an accredited university.
2. Study problems connected with the schools or within the professional’s area of
responsibility in independent investigation.
3. Take time for any other purpose, including travel, if approved by the Board of Education.
4. After each subsequent period of seven or more years, a further leave may be granted.
5. Such leaves are subject to the following conditions:
a. Such requests must be made in writing to the Board of Education prior to December
1, preceding the school year for which the leave is requested.
b. The salary for a full year’s leave shall be one-half the annual salary fixed by the
Board of Education. Regular deductions shall be made, plus those authorized by the
member on leave.
c. The member of the certificated personnel being granted such a leave shall advance to
the next step on the salary guide and shall suffer no change in tenure rights.
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d. The member of the certificated personnel being granted such a leave shall agree to
continue in the service of the Orange Board of Education for a period of at least two
years following his/her return. All members granted such leave shall be returned to
the same school and grade, if possible.
e. In the event that the member does not return for a period of at least two years, he/she
shall reimburse the Board to the extent of his/her payments during the sabbatical
leave.
f. If there should occur any physical incapacity during this time, the Board of Education
may relieve him/her of such obligation.
g. Upon returning from granted leave of absence, the following will be required:
i. A written evaluation of courses taken and their application to his or her
assigned school duties should be made to the Superintendent. This written
report shall be submitted by November 1st to the Superintendent of Schools.
ii. Those who have traveled shall prepare with appropriate documentation a
lecture, or lectures, on areas of interest for use by faculty and students.
B. Child-Rearing
The Board of Education shall grant child-rearing leave without pay in accordance with the
following procedure:
1. All initial applications for and applications for extensions or reductions of child-rearing
leave shall be made in writing to the Superintendent.
2. Any teacher intending to apply for child-rearing leave shall advise the Superintendent of
the fact of her pregnancy and/or of her/his prospective plans for taking child-rearing
leave and the best estimate of when the child-rearing leave shall commence and
terminate. The teacher shall request child-rearing leave of the Superintendent of Schools
in writing at least sixty (60) days prior to the date the leave is to commence.
3. The request for child-rearing leave shall specify the date when the teacher wishes the
leave to commence and terminate.
4. Child-rearing leave shall be granted for a period of up to the end of the academic school
year in which the child-rearing leave commenced and an additional school year may be
granted upon request of a teacher under tenure or who has received a tenure-year contract
for such teacher.
A teacher on child-rearing leave shall notify the Board in writing of the intention to
return to the district by March 1 of the school year preceding the school year in which the
teacher wishes to return to the district or sixty (60) days prior to said intended return date,
whichever is sooner.
5. A teacher returning on the first day of the school year in September from child-rearing
leave shall be placed in her/his previously held position if available and administratively
feasible.
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6. Any teacher who has applied for and received child-rearing leave may reapply for
permission to return to employment during any academic school year for which such
leave was granted, and such leave may thereupon be terminated by the Board, at its sole
discretion.
7. No teacher on child-rearing leave shall, on the basis of said leave, be denied the
opportunity to substitute in the school district in the area of her/his certification or
competence.
8. Time spent on child-rearing leave of absence shall not count towards salary guide
placement experience, seniority, sick leave accumulation, etc., except as otherwise
provided by law.
9. Anyone who accepts child-rearing leave after January 31 in any given year is given credit
on the salary guide for a full year upon returning to the district.
10. A teacher receiving child-rearing leave shall not accept full time employment in the
teaching field or undertake full time graduate study during all or part of the period of the
child-rearing leave. This provision shall cease to be operative at such time as the teacher
shall have been denied her/his request under Paragraph 6 to return to employment.
11. Adoption - Any teacher adopting a child of pre-school age shall receive a leave similar to
child-rearing leave which shall commence upon receiving a de facto custody of said
child, or earlier if necessary to fulfill the requirements for the adoption.
12. The Board is not required to continue employment of a non-tenure pregnant teacher
beyond the year in which the leave is taken. The child-rearing leave period shall not be
counted for tenure purposes, however, the period before and after the maternity shall
count towards tenure.
C. Maternity Disability
1. The Board shall grant sick leave for the period of actual disability associated with
pregnancy and birth to pregnant teachers on the same terms and conditions governing
leaves of absences for illness or medical disability and in accordance with law. Upon
presentation of a physician’s certification, the pregnant teacher will be entitled to her
annual and accumulated sick leave, with pay, during the period of absence due to her
actual disability.
2. Any pregnant teacher who does not elect to take a child-rearing leave may continue to
perform her duties as long as physically able to do so and will be entitled to return to her
duties when she is physically able.
3. The Board may require a teacher during her pregnancy to produce a certificate from her
physician stating that she may continue working effectively at the duty to which a teacher
has been assigned.
4. In the event of any question as to the condition of the pregnant teacher, a conference shall
be arranged between the Board’s physician and the attending physician.
5. No teacher shall be required to leave work because of pregnancy at any specific time
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prior to expected childbirth nor be prevented from returning to work after childbirth
solely on the ground that there has not been a time lapse of specific duration between
childbirth and the desired date of return.
6. Nothing stated herein is intended to restrict the right of the Board to discipline any
pregnant teacher for any cause not related solely to her pregnancy.
7. The Board has the right to remove any pregnant teacher from her daily duties on any one
of the following criteria:
a. Her teaching performance substantially declines from the period preceding
pregnancy.
b. Her physical condition or capacity renders her incapable of performing her assigned
duties which shall be deemed to exist if, (a) the pregnant teacher fails to produce a
physician’s certificate that she is medically able to continue teaching: or (b) the
Board’s physician concludes she is unable to continue teaching.
D. Health and Hardship Leave
1. Upon the recommendation of the Superintendent, the Board of Education may permit
members of the certified personnel to take leaves of not more than one year for
restoration of health or the alleviation of hardship involving themselves or their
immediate families.
2. The following regulations shall apply:
a. The employee shall have acquired tenure in the Orange School District.
b. A physician shall certify that the leave is necessary for the restoration of health; or a
physician, minister or other responsible person shall certify that the leave is necessary
for the alleviation of hardship.
c. No salary or benefits shall be paid during the term of leave except as covered for in
―Personal Illness‖.
d. Leaves will be granted so that an employee will return to his assignment at the
beginning of a school year.
e. The leave shall not count as experience credit toward a higher step on the salary guide
if the employee has been in an unpaid status for more than five months.
E. Convention Leave
When it is evident that convention or conference attendance will contribute to the
effectiveness of the instructional program, the Superintendent of Schools, with reasonable
limitations as to time and the number of the certified personnel involved, may grant
convention or conference leave.
Expenses of attendance at conventions may be paid by the Board of Education, with prior
Board approval.
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Certificated personnel interested in convention or conference attendance should estimate the
expenses thereof, secure the approval of their principal and file their request with the
Superintendent of Schools thirty (30) days in advance.
F. Peace Corps Leave
Leave of absence up to two years shall be granted to any member of the certificated
personnel under tenure who joins a Peace Corps program as a full-time participant in such
program.
Compensation for such services shall be paid by the United States Government, except that
any period so served shall be applied to the salary schedule agreed upon by the Orange
Education Association and the Board of Education upon the resumption of service in the
Orange Public School System.
G. Personal Illness
1. For the first ten (10) years of service in the Orange Public Schools, all members of the
certificated personnel shall be entitled to ten (10) days’ absence each year with full pay
for personal illness.
2. After ten (10) years, they shall be entitled to fifteen (15) days’ absence each year with
full pay.
3. Any unused days shall be accumulated as follows:
a. For the first ten (10) years, up to ten (10) days per year.
b. After ten (10) years, up to fifteen (15) days per year.
4. In the event of excessive absenteeism or pattern of absence, the Superintendent may
require that a teacher, file a physician’s certificate with the Superintendent by way of the
Principal of the school where employed.
5. When leave is exhausted for illness, the individual may apply to the Board of Education
for additional days less the cost of substitute coverage.
Absences with pay beyond accumulated sick days may be granted by the Board of
Education. Payment for absences beyond accumulated sick days shall be salary less the
cost of substitute coverage. The Board of Education shall consider written requests of
individual staff members based upon medical certification, absence record, length of
service, performance evaluations, administrators’ recommendation and recommendation
of the Superintendent of Schools.
6. The Board shall notify each employee of their sick leave balance by December 1 of each
school year.
H. Personal Business
1. Business Definition: Activities that are of such an important nature that must be
conducted on a school day on which the employee’s presence is necessary and that which
cannot be taken care of during vacations, days when school is not in session, or before or
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after working hours.
2. Each employee shall be entitled to three (3) days absence with full pay for personal
business. Notification to the teacher’s principal or other immediate supervisor shall be
made at least five (5) days before taking such personal leave (emergencies excepted). No
reason is needed other than the leave is being taken pursuant to this section of the Orange
Board of Education - Orange Education Association Agreement. These days shall not
normally be granted before or after vacations and/or holidays.
3. Each teacher may request one day for professional visitation with approval of principal
and Superintendent of Schools.
4. Two unused personal business days shall convert to one (1) accumulative sick day.
I. Absences - Death
1. In the case of death of father, mother, wife, husband, child, sister, brother, mother or
father-in-law of any employee, such employee shall be excused for a period up to five (5)
consecutive days.
2. In the case of death of grandparent, grandchild, daughter or son-in-law, sister or brother-
in-law of any employee, such employee shall be excused for a period up to three (3)
consecutive days.
3. One day’s absence will be allowed to attend a funeral of an aunt, uncle, niece, nephew, or
cousin.
4. The Board reserves the right to request and receive documentation in order to verify need
for the leave.
J. Association Business Day
Three ―Association Days‖ will be approved for Association executive board members to,
attend conferences related to Association Business.
K. Absences - Miscellaneous
Other leaves of absence with or without pay may be granted by the Superintendent for good
reason with the approval of the Board of Education.
ARTICLE XIX - PROTECTION OF TEACHERS, STUDENTS AND PROPERTY
A. Whenever, in the opinion of the Board of Education or the Superintendent of Schools, there
exists or may exist a serious disruption or disorder in the regular school program, the Board
of Education agrees to consult the Association’s views as to how best to guarantee the safety
of students, teachers and property.
B. The Board will provide reimbursement to teachers for repair or value, whichever is less, for
personal effects damaged during the course of an incident related to their employment,
provided such loss is not caused by negligence of the claimant and provided that such loss is
not insured by the claimant. A response to all claims will be made no later than 30 days and
reimbursement for approved claims will be made no later than 30 days and reimbursement
32
for approved claims will be made no later than 60 days when and if possible.
C. If a teacher is assaulted in connection with his/her employment, he/she shall immediately
give his/her principal or immediate supervisor written notice of that fact. Such notification
shall be immediately forwarded to the Superintendent.
ARTICLE XX - MAINTENANCE OF CLASSROOM CONTROL AND DISCIPLINE
When, in the professional judgment of a teacher, a student requires services beyond what the
teacher can provide, the teacher shall so inform the principal or immediate superior. The
principal or immediate superior shall determine what action is necessary, and a conference shall
be held with the teacher to discuss the problem and the appropriate steps for its resolution. The
teacher may request that the ―in school child study team‖ meet within 36 hours.
ARTICLE XXI - BENEFITS PROVIDED BY THE ORANGE BOARD OF EDUCATION
A. Health Benefits
The Orange Board of Education offers certain benefits to its employees other than salary.
1. The Board agrees to full payment of premium cost for family plan health insurance
coverage through the School Employee Health Benefits Program or equivalent coverage
by another carrier. Effective July 1, 1996, the Board agrees to pay only for the premium
cost of managed care family plan coverage through the School Employee Health Benefits
Plan (or equivalent) for all new hires.
2. Major medical insurance is paid for teachers and their dependents through the School
Employee Health Benefits Program or equivalent coverage by another carrier.
3. The Board will provide payment of premium cost for full family dental care insurance to
include 100% fee schedule of the New Jersey Delta Dental Plan, limited to a composite
annual cost of $721.00 employee ($60.08 per month). For the duration of this agreement
only, employees will not be required to pay the difference between the actual premium
cost and the contractual Board obligation of $721.00.
B. College Courses/Tuition Reimbursement
Upon successful completion of approved graduate course work, the Board shall reimburse
each tenured teacher for graduate credit as follows:
1. One-third reimbursement of tuition to teaching staff members attending a public
institution of higher learning.
2. Fifty-percent tuition reimbursement to teaching staff members who are matriculated as of
September 1st, 2006 in a private institution of higher learning until program completion.
All private college reimbursement shall be one-third reimbursement thereafter. A
maximum of 12 credits per year may be taken. Any non-tenured teacher who attains
tenure shall be retroactively reimbursed from a separate fund to be established for this
purpose. Payment shall be made within three (3) months of submission of claim and
33
supporting documentation.
C. In-Service Programs
The Board agrees to the inclusion in the contract of the present Board policy for in-service
programs and payment. In-service programs conducted during the normal school day are
excluded from additional payments. All other in-service programs conducted outside the
normal working day are subject to payment under Schedule C. All such employees shall
participate voluntarily in grant funded in-service positions.
In terms of this Article, the year is defined as July 1 to June 30.
D. Separation pay For Unused Sick Days
All teachers covered by this Agreement after ten consecutive years of service in the district,
upon retirement or resignation, shall be eligible for separation pay. Each teacher shall receive
compensation for each unused sick day and personal business day at the time of leaving - up
to a maximum of 200 days according to the following schedule:
1-100 days - $35.00 per day
101-200 days - $45.00 per day
1. Payments to be made either July 1 of the termination year or January 1 of the following
year.
2. Monies will be paid to the teacher’s estate if death occurs while the teacher is in service
to the district.
3. Threshold of ten consecutive years shall not be affected by, and can include, a Board
authorized leave for two years or less.
34
SCHEDULE A – 2009-10
STEP BA BA+15 MA MA+15 MA+32 Dr.
1 $47,000 $48,000 $49,000 $50,000 $51,000 $52,000
2 $47,765 $48,790 $49,815 $50,840 $51,865 $52,890
3 $48,175 $49,200 $50,225 $51,250 $52,275 $53,300
4 $48,585 $49,713 $50,635 $51,660 $52,685 $53,710
5 $48,995 $50,020 $51,045 $52,070 $53,096 $54,120
6 $49,405 $50,430 $51,455 $52,480 $53,505 $54,530
7 $50,738 $51,763 $52,788 $53,813 $54,838 $55,863
8 $51,763 $52,788 $53,813 $54,838 $55,863 $56,888
9 $52,788 $53,813 $54,838 $55,863 $56,888 $57,913
10 $54,838 $55,863 $56,888 $57,913 $58,938 $59,963
11 $56,888 $57,913 $58,938 $59,963 $60,988 $62,013
12 $59,450 $60,475 $61,500 $62,525 $63,550 $64,575
13 $63,755 $64,575 $65,600 $66,625 $67,650 $68,990
14 $67,650 $68,675 $69,700 $70,725 $71,750 $72,775
14a $71,750 $72,775 $75,850 $76,875 $78,925 $79,950
15 $77,649 $78,331 $84,057 $84,478 $87,966 $89,278
Longevity Provision - All Years
After 16 years in Orange - Add 3% of current salary
After 21 years in Orange - Add Additional 1% of current salary
35
SCHEDULE A - 2010-11
STEP BA BA+15 MA MA+15 MA+32 Dr.
1 $47,000 $48,000 $49,000 $50,000 $51,000 $52,000
2 $47,765 $48,790 $49,815 $50,840 $51,865 $52,890
3 $48,175 $49,200 $50,225 $51,250 $52,275 $53,300
4 $48,585 $49,713 $50,635 $51,660 $52,685 $53,710
5 $48,995 $50,020 $51,045 $52,070 $53,095 $54,120
6 $49,405 $50,430 $51,455 $52,480 $53,505 $54,530
7 $50,738 $51,763 $52,788 $53,813 $54,838 $55,863
8 $51,763 $52,788 $53,813 $54,838 $55,863 $56,888
9 $52,788 $53,813 $54,838 $55,863 $56,888 $57,913
10 $54,838 $55,863 $56,888 $57,913 $58,938 $59,963
11 $56,888 $57,913 $58,938 $59,963 $60,988 $62,013
12 $59,450 $60,475 $61,500 $62,525 $63,550 $64,575
13 $63,755 $64,575 $65,600 $66,625 $67,650 $68,990
14 $67,650 $68,675 $69,700 $70,725 $71,750 $72,775
14a $71,750 $72,775 $75,850 $76,875 $78,925 $79,950
15 $77,649 $78,331 $84,057 $84,478 $87,966 $89,278
Longevity Provision - All Years
After 16 years in Orange - Add 3% of current salary
After 21 years in Orange - Add Additional 1% of current salary
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SCHEDULE A - 2011-12
STEP BA BA+15 MA MA+15 MA+32 Dr.
2 $48,175 $49,200 $50,225 $51,250 $52,275 $53,300
3 $48,959 $50,010 $51,060 $52,111 $53,162 $54,212
4 $49,379 $50,430 $51,481 $52,531 $53,582 $54,633
5 $49,800 $50,955 $51,901 $52,952 $54,002 $55,053
6 $50,220 $51,271 $52,321 $53,372 $54,422 $55,473
7 $50,640 $51,691 $52,741 $53,792 $54,843 $55,893
8 $52,006 $53,057 $54,107 $55,158 $56,208 $57,259
9 $53,057 $54,107 $55,158 $56,208 $57,259 $58,310
10 $54,107 $55,158 $56,208 $57,259 $58,310 $59,360
11 $56,208 $57,259 $58,310 $59,360 $60,411 $61,462
12 $58,310 $59,360 $60,411 $61,462 $62,512 $63,563
13 $60,936 $61,987 $63,038 $64,088 $65,139 $66,189
14 $65,349 $66,189 $67,240 $68,291 $69,341 $70,714
14a $69,341 $70,392 $71,443 $72,493 $73,544 $74,594
14b $73,544 $74,594 $77,746 $78,797 $80,898 $81,949
15 $79,590 $80,290 $86,158 $86,590 $90,165 $91,510
Longevity Provision - All Years
After 16 years in Orange - Add 3% of current salary
After 21 years in Orange - Add Additional 1% of current salary
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PROFESSIONAL STAFF SALARY GUIDE MOVEMENT
STEP 2008-09 2009-10 2010-11 2011-12
1 1 1 1
2 2 2 2 2
3 3 3 3 3
4 4 4 4 4
5 5 5 5 5
6 6 6 6 6
7 7 7 7 7
8 8 8 8 8
9 9 9 9 9
10 10 10 10 10
11 11 11 11 11
12 12 12 12 12
13 13 13 13 13
14 14 14 14 14
14a 14a 14a 14a 14a
14b 14b 14b 14b 14b
15 15 15 15 15
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SCHEDULE B
CATEGORY A
09-10
10-11
11-12
TEAM LEADER/CHILD STUDY 1,877 1,877 1,877
OHS TREASURER 1,025 1,025 1,025
MASTER TEACHER OMS/OHS 1,877 1,877 1,877
INFORMATION TECH. TEAM LEADER 1,877 1,877 1,877
TEACHER ON SPECIAL ASSIGNMENT 2,428 2,428 2,428
HEALTH OCCUPATIONS STUDENT ASSOCIATION 1,877 1,877 1,877
FUTURE BUSINESS LEADERS OF AMERICA 1,877 1,877 1,877
DECA CLUB ADVISOR 1,877 1,877 1,877
MASTER TEACHER OF READING, MATH AND
TECHNOLOGY
2,742 2,742 2,742
CATEGORY B
SUMMER SCHOOL INSTRUCTORS $35.00 per hr.
HOMEBOUND INSTRUCTORS $35.00 per hr.
WEBMASTER (hourly rate, maximum 250
hours, 12-month position)
$35.00 per hr.
Hourly Rate for extra compensation- $35.00 per hr.
Summer guidance work based on list of people in sidebar and PERC decision June 28,
2000 memo.
CATEGORY C
09-10
10-11
11-12
BISON OMS 1,089 1,089 1,089
TORNADO OHS 1,670 1,670 1,670
SATORI OHS 1,088 1,088 1,088
YEARBOOK OMS 1,238 1,238 1,238
YEARBOOK OHS 2,117 2,117 2,117
CATEGORY D
09-10
10-11
11-12
STUDENT COUNCIL OMS 1,131 1,131 1,131
STUDENT COUNCIL OHS 2,117 2,117 2,117
HONOR SOCIETY 1,200 1,200 1,200
FRESHMAN ADVISOR 1,099 1,099 1,099
SOPHOMORE ADVISOR 1,099 1,099 1,099
JUNIOR ADVISOR 1,271 1,271 1,271
SENIOR ADVISOR 1,629 1,629 1,629
DEBATE CLUB ADVISOR 1,131 1,131 1,131
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CATEGORY E
09-10
10-11
11-12
COLOR GUARD 1,670 1,670 1,670
DRILL TEAM 1,670 1,670 1,670
TWIRLERS 1,670 1,670 1,670
MARCHING BAND 4,035 4,035 4,035
ASST. MARCHING BAND 1,670 1,670 1,670
AFTER SCHOOL DANCE ACADEMY CLUB ADVISOR 4,035 4,035 4,035
CATEGORY F
P.A. PRODUCTION MANAGER 2,926 2,926 2,926
P.A. ARTISTIC DIRECTOR 2,397 2,397 2,397
ASST. ARTISTIC DIRECTOR 1,601 1,601 1,601
P.A. CHOREOGRAPHER 979 979 979
P.A. ORCHESTRA CONDUCTOR 1,238 1,238 1,238
P.A. CHORAL CONDUCTOR 1,238 1,238 1,238
P.A. COSTUMES 1,115. 1,115. 1,115.
COSTUME/MAKE-UP DESIGNER 2,397 2,397 2,397
P.A. STAGE CREW OHS/OMS 2,397 2,397 2,397
P. A. SET MANAGER 1,601 1,601 1,601
P.A. SET BUILDER 2,397 2,397 2,397
TECHNICAL DIRECTOR 1,601 1,601 1,601
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SCHEDULE C
PROFESSIONAL GROWTH & DEVELOPMENT
Remuneration shall be set at hourly rate where approved: $35.00 per hr.
SCHEDULE D
COACHES SALARY GUIDE
POSITION
09-10
10-11
11-12
HEAD BASKETBALL 6,919 6,919 6,919
ASST. BASKETBALL 4,043 4,043 4,043
HEAD BASEBALL & SOFTBALL 6,080 6,080 6,080
ASST. BASEBALL & SOFTBALL 4,043 4,043 4,043
BOWLING 3,877 3,877 3,877
CROSS COUNTRY 3,373 3,373 3,373
HEAD FOOTBALL 7,424 7,424 7,424
ASST. FOOTBALL 4,719 4,719 4,719
HEAD TRACK 5,239 5,239 5,239
ASST. TRACK 3,714 3,714 3,714
TENNIS 3,877 3,877 3,877
TRAINER 2,425 2,425 2,425
HEAD SOCCER 5,582 5,582 5,582
ASST. SOCCER 3,564 3,564 3,564
HEAD WRESTLING 5,914 5,914 5,914
ASST. WRESTLING 4,046 4,046 4,046
HEAD CHEERLEADER 3,462 3,462 3,462
ASST. CHEERLEADER 2 2,697 2,697 2,697
SEASONS
41
SECRETARY LANGUAGE
42
ARTICLE XXII - WORK YEAR. DAILY WORKING HOURS AND OVERTIME
A. WORK YEAR
The work year for contracted twelve (12) month employees shall be from July 1 to June 30.
Said employees shall have the earned vacation and holidays as set forth in the school
calendar in ART. XXX. Summer schedule shall be in effect from July 1st to the end of the
third week in August.
B. WORK WEEK
The regular workweek shall consist of forty (40) on-duty work hours to be implemented as
indicated below:
Elementary School Secretaries (K-6): Report to work at 8:00 a.m. and leave at 3:30 p.m. This
time will include one thirty (30) minute duty free lunch period, and two (2) fifteen (15)
minute duty free breaks; one in the a.m. and one in the p.m.
All other secretaries - Middle and High Schools and Central Administration Office:
Report to work at 8:00 a.m. and leave at 4:00 p.m. This time will include one sixty (60)
minute duty free lunch period, and two (2) fifteen (15) minute duty free breaks; one in the
a.m. and one in the p.m.
C. OVERTIME:
All hours of work over forty (40) per week shall be eligible for overtime.
1. All overtime spent must be voluntary, and mutually agreed to by the employee and
immediate superior.
2. All overtime will be rounded to the nearest hour at the end of each pay period. This will
be remunerated at the rate of one and one-half (1½) the hourly salary.
ARTICLE XXIII - EMPLOYMENT PROCEDURES
A. RESIGNATION
An employee who is resigning from her/his position shall give the minimum thirty (30) days’
notice.
Earned vacation shall be paid according to the proportion of full months worked to the total
contract year, unless proper notice has not been given.
B. NOTIFICATION OF CONTRACT AND SALARY
Employees shall be notified of their contract and salary status for the ensuing year no later
than fifteen (15) days later than the date specified in N.J.S.A. 18A:27-10.
C. TRANSFERS
When transferring from one position to another, any employee moving from a lesser salary
guide to a higher salary guide shall be placed on the top representing a higher salary amount,
but not losing more than one step when placed on the higher salary guide.
43
D. TERMINATION
Non-tenured and tenured employees shall be given a minimum of thirty (30) days notice of
intention to terminate employment.
ARTICLE XXIV - VOLUNTARY TRANSFER AND REASSIGNMENT
Employees who desire to transfer to another building may file a written statement of such desire
with the Superintendent. Such statement shall include the school or schools to which she/he
desires to be transferred, in order of preference. Such requests for transfers and reassignments for
the following year shall be submitted no later than May 1. The administrative office shall reply
in writing of receipt of said request within ten (10) days.
ARTICLE XXV- INVOLUNTARY TRANSFERS AND REASSIGNMENTS
If a notice of an involuntary transfer or reassignment is necessary, an employee’s area of
competence, length of service in the Orange School District, length of service in the particular
school building and other relevant factors, including, among other things, state and/or federal
laws, rules, and regulations or administrative directives, shall be considered in determining
which employee is to be transferred or reassigned. Notwithstanding any of the foregoing, the
Board reserves the absolute right to determine whether and which transfers shall be made.
ARTICLE XXVI - REDUCTION IN FORCE PROCEDURES
In the event of a departmental or work reduction in force, including reductions caused by the
discontinuance of a facility or its relocation, or a decrease in enrollments or a reduction on the
basis of fiscal dependencies and in accordance with N.J.S.A. 18A:28-9 to 18A:28-14, the
employees shall be laid off in the inverse order of seniority of the employees in the job category
involved.
ARTICLE XXVII - EMPLOYEE EVALUATION
A. Non-Tenured Employees
Non-tenured employees shall be evaluated in writing by their immediate superiors at least
two (2) times in each school year, a conference between the employee and his immediate
superior shall be held for the purpose of identifying any deficiencies, and extending
assistance for their correction. Such evaluations and observations shall be based on the same
evaluation schedule for non-tenured teachers.
B. General Criteria
1. Open Evaluation
All monitoring or observation of the work performance of an employee shall be
conducted openly and with full knowledge of the employee.
2. Copies of Evaluation
An employee shall be given a copy of any visit or evaluation report prepared by his
44
evaluators at least one (1) day before any conference to discuss it. No such report shall be
submitted to the central office, without prior conference with the employee. No employee
shall be required to sign a blank or incomplete evaluation form.
C. Evaluation Procedure
Evaluation reports shall presented to each employees.
D. Termination of Employment
Final evaluation of any employee upon termination of her/his employment shall be concluded
prior to severance, and no documents and/or other material shall be placed in the personnel
file of such employee after severance or otherwise than in accordance with the procedure set
forth in this Article.
ARTICLE XXVIII - FAIR DISMISSAL PROCEDURE
On or before May 15 of each year, the Board shall give to each non-tenured employee
continuously employed since the preceding September 30 either:
A written offer of a contract for employment for the next succeeding year providing for at least
the same terms and conditions of employment but with such increases in salary and benefits as
may be required by law or agreement between the Board and the Association, or
A written notice that such employment shall not be offered.
ARTICLE XXIX - SALARIES
A. Longevity
Effective 7/1/88: 3% after 15 years of continuous service in Orange; additional 1% after 20
years of continuous service in Orange; additional 1% after 25 years of continuous service in
Orange.
B. Procedure for Withholding Increments or Adjustments
Increments or adjustments may be withheld in whole or in part for inefficiency or other just
cause related to the performance of duties. Any withholding of increments shall be done in
accordance with New Jersey Law.
C. Vacation Pay
Employees will receive their vacation pay on their last working day prior to vacation.
D. Benefits
1. Health
Each employee shall receive 100% cost of Health Plan for employees and dependents.
The Board will provide payment of premium cost for full family dental care insurance to
include 100% fee schedule of the New Jersey Delta Dental Plan, limited to a composite
annual cost of $721.00 employee ($60.08 per month). For the duration of this agreement
only, employees will not be required to pay the difference between the actual premium
cost and the contractual Board obligation of $721.00.
45
ARTICLE XXX- ENTITLEMENT
A. Sick Leave
First 10 years of service: 12 days
After 10 years: 15 days
B. Notification of Accumulation
Employees shall be notified each December of their attendance record. Notice shall include
sick days, personnel days and vacation days charged against employee.
C. Separation Pay for Unused Sick Days
1. All employees covered by this Agreement, after ten consecutive years of service in this
District (to be defined as: no break in service, such as a resignation for another job or
retirement), shall be eligible for separation pay. Each employee shall receive
compensation for each unused sick day at the time of leaving—up to a maximum of 200
days according to the following schedule:
Category A. 10-19 years of consecutive service:
$45.00 for 1 to 100 sick days
$60.00 for 101 to 200 sick days
Category B. After 20 years of consecutive service:
$55.00 for 1 to 100 sick days
$70.00 for 101 to 200 days
2. Terminal pay due members of this unit shall be paid as follows:
a. Payments be made either July 1 of the termination year of January 1 of the following
year.
b. Monies will be paid to the employee’s estate if death occurs while the employee is in
service to the district.
D. Personal Business Days
Definition: Business that must be conducted on a school day at which the employee’s
presence is absolutely necessary. This personal business, of necessity, cannot be taken care of
during vacation or days when school is not in session.
With the approval of the principal and the Superintendent or his designee:
Each employee hired prior to July 1, 1987, shall receive four (4) non-cumulative days for
personal reasons.
Each employee hired after July 1, 1987, shall receive three (3) non-cumulative days for
personal reasons.
Two (2) unused personal business days shall convert to one (1) accumulated sick day
each calendar year.
E. Vacations
If a Unit Member is employed after February 1, vacation is prorated.
46
All employees hired prior to June 30, 1971 shall be granted 22 working days of vacation per
year.
All employees hired after June 30, 1971 shall be granted vacation according to the schedule
outlined below:
10 working days after first year
10 working days after second year
15 working days after third year
20 working days after fourth year and thereafter 20 days
All employees hired prior to July 1, 1994 shall be entitled to Spring Break and Christmas
Break in addition to their annual vacation allotment.
All employees hired after July 1, 1994 shall be entitled to vacation during Spring Break and
Christmas Break, however, days taken for such Breaks will be charged against each
employee’s annual vacation allotment or personal days.
F. Death in the Family
In case of death of father, mother, husband, wife, child, sister, brother, mother-in-law, or
father-in-law of any employee shall be excused for a period of up to five (5) consecutive
workdays.
In case of death of grandparent, grandchild, daughter-in-law, son-in-law, sister-in-law, or
brother-in-law of any employee such employee shall be excused for a period up to three (3)
consecutive workdays.
One (1) day’s absence will be allowed to attend the funeral of an aunt, uncle, niece, nephew
or cousin.
G. Maternity Leave
The Board shall grant maternity leave of absence, without pay, to any unit member upon
request in accordance with the following provisions:
1. Any unit member seeking a leave of absence associated with pregnancy shall file a
written request for such leave with the Superintendent at least thirty (30) days in advance
of the date on which said leave is to commence, except in cases of emergencies, which
request shall likewise specify therein the date on which said unit member proposes to
return. The Board shall honor the leave dates so requested, if the same will not
substantially interfere with the effective administration of the educational program to
which the unit member was assigned and subject to the following conditions:
a. The Board may require as a condition of the employee’s return to service, production
of a physician’s certification that the employee is medically able to resume her duties.
b. In no event shall any such leave be extended beyond the end of the contract year in
which leave is requested to commence for non-tenured employees unless the Board
otherwise elects.
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2. The Board reserves the right to remove any pregnant employee from her position or to
insist that the employee accept a leave of absence there from if, after her pregnancy is
confirmed, her performance has substantially declined in comparison to her performance
prior to the medical confirmation of pregnancy, or if her physical condition or capacity is
such that her health would be impaired if she were to continue working. Such physical
capacity shall be deemed so impaired if any of the following occur:
a. The pregnant employee, after written request from the Superintendent, fails to
produce certification from her physician that she is medically able to continue to
perform her duties; or
b. The pregnant employee’s physician and a physician designated by the Board agree
that she is not medically able to continue to perform her duties; or
c. If after a difference of medical opinion by the employee’s physician and the Board’s
physician, a third physician designated by mutual agreement of the employee and the
Board, certifies that in his/her opinion the employee is not medically able to perform
her duties. (If no such agreement of a third party can be reached, a request for an
impartial physician can be made to the Essex County Medical Society.)
3. In the event that an employee’s pregnancy terminates prior to the expiration of the leave
which has been granted, or prior to the inception of the leave which may have been
requested, said employee may apply for early reinstatement by filing a written request
therefore with the Superintendent, accompanied by a physician’s certification that she is
medically able to resume or to continue to perform her duties.
4. After the grant of leave to any employee pursuant to the provisions of this section, the
Board will give reasonable consideration to request from the employee for either
extension or reduction of the period of leave so granted, provided that the employee
requesting same makes written application for such adjustments to the Superintendent
and submits with that application a certificate from a physician certifying that said
reduction or extension of leave is not medically contraindicated and that the employee is
or will be able to resume her duties on the date on which resumption is requested. Unused
accumulated sick leave to which the employee was entitled at the date her leave
commenced shall be restored to her upon her return unless she elects to substitute all or
part of her accumulated sick leave for the disability period of her maternity leave. The
Board may require the employee to submit a statement from her physician certifying the
period of her disability.
Upon her return, an employee shall be restored to the position on the salary guide to
which she was entitled at the date her leave commenced. Assignment upon the
employee’s return will depend upon the positions available in the department or school to
which she was assigned prior to her leave.
Employees adopting an infant child shall receive similar leave which shall commence
upon her receiving de facto custody of said infant, or earlier, if necessary, to fulfill the
requirements for the adoption. The Board reserves the right to set the term of the leave
within reasonable limits in the best interest of the schools.
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The Board agrees to adhere to the decisions of the New Jersey Division of Civil Rights,
Equal Opportunity Employment Commission, Commissioner of Education decisions, and
judicial decisions of the New Jersey and United States Courts as they relate to maternity
leave.
All female employees are entitled to maternity and health care benefits as are any other
employees who are temporarily disabled.
H. Good Cause
Other leaves of absence with or without pay may be granted by the Board for good reason.
I. In Addition to Sick Leave
Leaves taken pursuant to sections above shall be in addition to any sick leave to which the
employee is entitled.
J. Family Leave Act
The Board of Education shall follow the mandate in accordance with Public Law 103-3, The
Family and Medical Leave Act of 1993.
K. Illness in Family
A leave of absence without pay of up to one (1) year may be granted for the purpose of
caring for a sick member of the immediate family, upon recommendation of the
Superintendent and approval by the Board. Additional leave may be granted at the discretion
of the Board.
L. Return from Leave
1. Salary
Upon return from paid leave granted pursuant to any Section of this Article, an employee
shall be placed on the salary schedule at the level she/he would have attained prior to
taking leave. An employee shall not receive increment credit for time spent on an unpaid
leave of absence.
2. Benefits
All benefits to which an employee was entitled at the time of her/his leave of absence
commenced, including unused accumulated sick leave shall be restored to her/him upon
her/his return, and she/he shall be assigned to the same position which she/he held at the
time said leave commenced if available, or if not, to a substantially equivalent position.
M. Extensions and Renewals
All extensions or renewals of leaves shall be applied for in writing and subject to approval by
the Board.
ARTICLE XXXI - PROFESSIONAL GROWTH
A. Professional Growth
All members of the Secretaries Unit are encouraged to upgrade their skills, and are
encouraged to participate in professional development opportunities and job related courses
at college. They may also upgrade skills by engaging in in-service opportunities, workshops,
seminars, conferences and/or other appropriate professional development opportunities
49
offered by local, county, and state educational agencies.
B. Further Education
The Board of Education shall pay the cost of reasonable expense incurred in connection with
any courses, workshops, seminars, conferences, out-of-district training sessions, or other
such sessions which they require an employee to take. At the request of the employee, the
Board may pay such expenses provided such work is directly related to positions within the
O.E.A. bargaining units and upon the recommendation of the Superintendent of Schools.
Reasonable expenses may included fees, meals, lodgings, and/or transportation costs incurred
by personnel who attend such sessions, on the approval of the Board of Education.
C. Tuition Reimbursement
The Board of Education will reimburse unit members for tuition paid to a college for job
related courses at a rate not to exceed $60.00 per credit for a maximum of nine (9) credits.
The Board will reimburse unit members toward a job related course with no college credit at
a rate of $540.00 per contract year. The unit member must receive a grade of ―C‖ or better or
a ―Certificate of Completion‖.
D. Degree Attainment
The Board of Education shall pay stipends in addition to the regular salary of members of the
unit in accordance with the following:
a. $250.00 for the attainment of an AA degree
b. $500.00 for the attainment of a BA degree
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SCHEDULE E - EXECUTIVE SECRETARY
2009-10 2010-11 2011-12
STEP GUIDE GUIDE GUIDE
3 $39,463 $39,463 $40,449
4 $39,463 $39,463 $40,449
5 $39,975 $39,975 $40,449
6 $40,488 $40,488 $40,974
7 $41,000 $41,000 $41,500
8 $41,513 $41,513 $42,025
9 $42,025 $42,025 $42,550
10 $42,538 $42,538 $43,076
11 $43,050 $43,050 $43,601
12 $43,563 $43,563 $44,126
13 $44,075 $44,075 $44,652
14 $45,100 $45,100 $45,177
14a $46,330 $46,330 $46,228
14b $47,488
15 $47,355 $47,355 $48,539
SCHEDULE F - ADMINISTRATIVE SECRETARY
2009-10 2010-11 2011-12
STEP GUIDE GUIDE GUIDE
3 $34,338 $34,338 $35,196
4 $34,338 $34,338 $35,196
5 $34,953 $34,953 $35,196
6 $35,465 $35,465 $35,826
7 $36,080 $36,080 $36,352
8 $36,593 $36,593 $36,982
9 $37,105 $37,105 $37,507
10 $37,618 $37,618 $38,033
11 $38,130 $38,130 $38,558
12 $39,155 $39,155 $39,083
13 $40,180 $40,180 $40,134
14 $41,718 $41,718 $41,185
14a $43,665 $43,665 $42,760
14b $44,757
15 $46,433 $46,433 $47,593
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SCHEDULE G – BOOKKEEPERS
2009-10 2010-11 2011-12
STEP GUIDE GUIDE GUIDE
3 $36,900 $36,900 $37,823
4 $36,900 $36,900 $37,823
5 $37,413 $37,413 $37,823
6 $37,925 $37,925 $38,348
7 $38,438 $38,438 $38,873
8 $38,950 $38,950 $39,398
9 $39,463 $39,463 $39,924
10 $39,975 $39,975 $40,449
11 $40,488 $40,488 $40,974
12 $41,513 $41,513 $41,500
13 $42,538 $42,538 $42,550
14 $44,075 $44,075 $43,601
14a $46,125 $46,125 $45,177
14b $47,278
15 $49,200 $49,200 $50,430
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SECRETARY GUIDE MOVEMENT
STEP 2008-09 2009-10 2010-11 2011-12
3 3 3 3 3
4 4 4 4 4
5 5 5 5 5
6 6 6 6 6
7 7 7 7 7
8 8 8 8 8
9 9 9 9 9
10 10 10 10 10
11 11 11 11 11
12 12 12 12 12
13 13 13 13 13
14 14 14 14 14
14a 14a 14a 14a 14a
14b 14b 14b 14b 14b
15 15 15 15 15
53
PARAPROFESSIONAL
LANGUAGE
54
ARTICLE XXXII - COMPLAINT PROCEDURE
If a complaint results in a disciplinary action, e.g., letter of reprimand or loss of pay being taken
against the employee, the employee and the Association President shall be given at least twenty-
four (24) hours written notice to appear at a formal building level or higher hearing. Neither the
Association President nor the employee shall suffer loss of pay or time as a result of attendance
at such a meeting.
ARTICLE XXXIII - ASSOCIATION RIGHTS AND PRIVILEGES
In the event of a departmental or work reduction in force, including reductions caused by
discontinuance of a facility or its relocation, or a decrease in enrollments or a reduction on the
basis of fiscal dependence and in accordance with N.J.S.A. 18A:28-9 to 18A:28-14 and so long
as the employee performance and evaluations are acceptable and similar, the employees shall be
laid off in the inverse order of seniority of the employees in the category involved; i.e.,
Instructional, Chapter/Title One Community Paraprofessionals, etc.
ARTICLE XXXIV - WORK YEAR, DAILY WORKING HOURS AND OVERTIME
A. Work Year
All unit employees shall work the ten (10) month calendar year, which shall be from
September 1 to June 30. Said employees shall have the recess periods and holidays as set
forth in the school calendar.
B. Work Week
The regular workweek for employees shall consist of thirty-five (35) on-duty hours. The
regular workday will commence at 8:15 a.m. and end at 3:15 p.m., and will include a thirty
(30) minute duty-free lunch and two fifteen (15) minute breaks. The two fifteen (15) minute
breaks for paraprofessionals shall be taken in a manner that does not interfere with any
paraprofessional’s responsibility to monitor and assist students.
C. Overtime
Definition: Any time spent at regular duties or other assigned duties, consistent with this
Agreement, either before/after regular daily work hours; or any day other than provided in
the regular work year.
1. All overtime spent must be voluntary, and mutually agreed to by the employee and
immediate superior.
2. All overtime will be rounded to the nearest hour at the end of each pay period. This will
be remunerated at the rate of one and one-half (1 1/2) the hourly salary rate of the
individual employee.
D. Assignment to Substitute for Secretary
Paraprofessionals who are assigned to serve as substitutes shall receive replacement (Le, the
difference between their salary and Step 1 on the administrative secretaries’ salary guide)
salary after five (5) consecutive work days. Payment shall be contingent upon prior approval
55
of substitution, in writing, by the Assistant Superintendent for Human Resources.
ARTICLE XXXV - PROTECTION OF EMPLOYEES
A. The Board of Education agrees to continue to comply with the provisions of 18A:16-6
regarding indemnity of its employees against civil action.
The Board shall give full support required by law including legal and other assistance for any
assault upon the employee while acting in the discharge of his/her duties.
B. Only State substitute certified paraprofessionals shall be asked to substitute for a teacher who
is absent, except in extreme emergencies.
ARTICLE XXXVI - EMPLOYMENT PROCEDURES
A. Resignation
An employee who is resigning from his/her position shall give a minimum of sixty (60) day’s
notice.
B. Notification of Contract and Salary
Employees shall be notified of their contract and salary status for the ensuing year no later
than June 1.
ARTICLE XXXVII - SALARIES AND BENEFITS
A. Longevity Payments:
After continuous service to the Orange School District:
3% of current salary after completion of 15 years
4 % of current salary after completion of 20 years
5 % of current salary after completion of 25 years
B. Health Benefits:
100% cost of Health Plan for employees and dependents
The Board will provide payment of premium cost for full family dental care insurance to
include 100% fee schedule of the New Jersey Delta Dental Plan, limited to a composite
annual cost of $721.00 employee ($60.08 per month). For the duration of this agreement
only, employees will not be required to pay the difference between the actual premium cost
and the contractual Board obligation of $721.00.
C. Pay Schedule
Each employee shall receive his/her pay schedule for the following year on his/her last
working day in June.
D. Benefits
All unit employees shall work the ten (10) month school calendar year.
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1. Entitlement
a. During the first ten (10) years of service in district, the employee shall receive ten
(10) sick days each year. Unused days shall accumulate.
b. After ten (10) years of service in the district employees shall receive fifteen (15) sick
days each year.
c. Unused sick days shall be accumulated, but in no case may more than fifteen (15)
days be accumulated per annum.
2. Accounting
Each employee shall be given an accounting of his/her leave by December 1 of each year.
3. Personal Business
Definition: Personal business is defined to be that business which must be conducted
during working hours and at which the employee’s presence is absolutely necessary. This
business, by necessity, cannot be taken care of at another time or by another person.
Each employee shall be permitted up to three (3) days absence, with full pay, for personal
business. Notification to the employee’s principal or immediate supervisor should be
made at least two (2) days before taking such leave (emergencies accepted). No reason is
needed other than that the leave is being taken pursuant to this section of the Orange
Board of Education/Orange Non-Certificated Employees Association Agreement. These
days shall not normally be granted before or after school recess periods and/or holidays.
4. Unused Days
Two unused personal business days shall convert to one (1) accumulative sick day each
calendar year.
5. Death in the Family
In the case of death of father, mother, husband, wife, child, sister, brother, mother-in-law,
father-in-law, grandparent, or grandchild of any employee such employee will be excused
for a period of up to five (5) work days to attend the funeral of such deceased kin.
In the case of death of a daughter-in-law, or son-in-law, or sister-in-law or brother-in-law
of any employee, such employee will be excused for a period of up to three (3)
consecutive work days to attend the funeral of such deceased kin.
One (1) day absence will be allowed to attend the funeral of an aunt, uncle, niece,
nephew or cousin. The Board reserves the right to obtain documentation verifying need.
6. Child Rearing Leave and Maternity Disability
a. Child Rearing
The Board of Education shall grant child-rearing leave without pay in accordance
with the following procedure:
i. All initial applications for and applications for extensions or reductions of child-
rearing leave shall be made in writing to the Superintendent.
ii. Any employee intending to apply for child-rearing leave shall advise the
57
Superintendent of the fact of her pregnancy and/or of her/his prospective plans for
taking child-rearing leave and the best estimate of when the child-rearing leave
will commence and terminate. The employee shall request child-rearing leave of
the Superintendent of Schools in writing at least sixty (60) days prior to the date
the leave is to commence.
iii. The request for child-rearing leave shall specify the date when the employee
wishes the leave to commence and terminate.
iv. Child-rearing leave shall be granted for a period of up to the end of the academic
school year in which the child-rearing leave commenced and an additional school
year may be granted upon the request of an employee upon the completion of
three (3) consecutive school years. An employee on child-rearing leave shall
notify the Board in writing of the intention to return to the district by March 1 of
the school year preceding the school year in which the employee wishes to return
to the district or sixty (60) days prior to said intended return date, whichever is
sooner.
v. An employee returning on the first day of the school year in September from
child-rearing leave shall be placed in his/her previously held position if available
and administratively feasible.
vi. Any employee who has applied for and received child-rearing leave may reapply
for permission to return to employment during any academic school year for
which such leave was granted, and such leave may thereupon be terminated by the
Board, at its sole discretion.
vii. No employee on child-rearing leave shall, on the basis of said leave, be denied the
opportunity to substitute in the school district in the area of her/his certification or
competence.
viii. Time spent on child-rearing leave of absence shall not count towards salary guide
placement experience, seniority, sick leave accumulation, etc., except as
otherwise provided by law.
ix. Anyone who accepts child-rearing leave after January 31 in any given year is
given credit on the salary guide for a full year upon returning to the district.
x. An employee receiving child-rearing leave shall not accept full time school
employment or or enroll as a full-time college student during all or part of the
period of the child-rearing leave. This provision shall cease to be operative at such
time as the employee shall have been denied her/his request under Paragraph 6 to
return to employment.
xi. Adoption - Any employee adopting a child of pre-school age or younger shall
receive a leave similar to child-rearing leave which shall commence upon
receiving a de facto custody of said child, or earlier if necessary to fulfill the
requirements for the adoption.
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xii. The Board is not required to continue employment of a pregnant employee
beyond the year in which the leave is taken.
b. Maternity Disability
i. The Board shall grant sick leave for the period of actual disability associated with
pregnancy and birth to pregnant employees on the same terms and conditions
governing leaves of absence for illness or medical disability upon presentation of
a physician’s certificate in accordance with the law. The pregnant employee will
be entitled to her annual and accumulated sick leave, with pay, during the period
of absence due to her actual disability.
ii. Any pregnant employee who does not elect to take a child-rearing leave may
continue to perform her duties as long as physically able to do so and will be
entitled to return to her duties when she is physically able.
iii. The Board may require an employee during her pregnancy to produce a certificate
from her physician stating that she may continue working effectively at the duty
to which an employee has been assigned.
iv. In the event of any question as to the condition of the pregnant employee, a
conference shall be arranged between the Board’s physician and the attending
physician.
v. No employee shall be required to either leave work because of pregnancy at any
specific time prior to expected childbirth or be prevented from returning to work
after childbirth solely on the ground that there has not been a time lapse of
specific duration between childbirth and the desired date of return.
vi. Nothing stated herein is intended to restrict the right of the Board to discipline any
pregnant employee for any cause not related solely to her pregnancy.
vii. The Board has the right to remove any pregnant employee from her daily duties
on any one of the following criteria:
a. Her performance substantially declines from the period preceding pregnancy.
b. Her physical condition or capacity renders her incapable of performing her
assigned duties which shall be deemed to exist if:
[1] the pregnant employee fails to produce a physician’s certificate that she is
medically able to continue working; or
[2] the Board’s physician concludes she is unable to continue working.
7. Good Cause
Other leaves of absence with or without pay may be granted by the Board for good
reason.
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8. In Addition to Sick Leave
Leaves taken pursuant to Sections 1, 3, 4 and 6 above shall be in addition to any sick
leave to which the employee is entitled.
9. Illness in the Family
A leave of absence without pay of up to one (1) year may be granted for the purpose
of caring for a sick member of the immediate family upon recommendation of the
Superintendent and approval by the Board. Additional leave may be granted at the
discretion of the Board.
10. Return from Leave
Salary: Upon return from leave granted pursuant to Sections 2, 5, 6 and 7 of this
ARTICLE, an employee shall be placed on the salary schedule at the level he/she
earned prior to taking the leave. An employee shall not receive increment credit for
time spent on leave.
Benefits: All benefits to which an employee was entitled at the time her/his leave of
absence commenced, including unused accumulated sick and unaccumulated personal
leave, shall be restored to the employee upon her/his return within the same school
year, and the employee shall be assigned to the same category which he/she held at
the time said leave commenced, if available, or, if not, to a substantially equivalent
position.
11. Family Leave Act
The Board shall follow the mandates and fully comply with Public Law l03-3, the
Family and Medical Leave Act of 1993.
12. Extensions and Renewals
All extensions and/or renewals of leaves shall be applied for in writing.
E. Separation Pay For Unused Sick Days
1. All employees covered by this Agreement, after ten (10) consecutive years of
service in this District (to be defined as: no break in service, such as a resignation
for another job or retirement) upon retirement or resignation, shall be eligible for
separation pay. Each employee shall receive compensation for each unused sick
day at the time of leaving—up to a maximum of 200 days according to the
following schedule:
After ten (10) years of service:
$25.50 per day - for first 100 days
$35.00 per day - for 101 to 200 days
2. Payments to be made either July 1 of the separation year or January 1 of the
following.
3. Monies shall be paid to the employee’s estate if death occurs while the employee
is in service to the district or prior to the Board’s delivery of the funds to the
60
employee.
4. Employees continuing in the employment of the Board of Education shall have
the option of transferring their unused sick days to the new position in which case
payment for them shall be governed by that negotiated agreement or collecting
separation pay for them based on this Agreement.
F. Summer School, Saturday, and After-School Salary
For the duration of this agreement, the compensation for after-school and summer
school shall be $15.00 an hour.
ARTICLE XXXVIII - PROFESSIONAL GROWTH
A. Further Study
The Board of Education shall pay the costs of reasonable expenses incurred in connection
with any courses, workshops, seminars, conferences, out-of-district training sessions or other
such professional growth. Reasonable expenses may include fees, meals, lodging and/or
transportation cost incurred by personnel who attend such sessions, on the prior approval of
the Board of Education. In the event an employee is directed to attend a
workshop/conference outside of the regular workday, the employee shall be paid the hourly
compensation as set forth in this agreement, but not less than $50.00 (fifty dollars) per diem.
B. Reimbursement for Study
1. The Board of Education will reimburse unit members for tuition paid to a college for a
job related course at a rate of $45.00 per credit per year to a maximum of nine (9)
credits/year, per member, or $405 per year, per member; toward a job related course with
no college credit.
2. In addition to base salary, the following additional salary compensation shall be added
upon receipt of the following:
a. County Substitute Certification $300
b. Associate of Arts Degree $500
c. Bachelor’s Degree: $700
d. State Teacher Certification: $1,000
It is specifically noted that compensation received pursuant to this section shall not be
added to the base salary. Upon initial hiring an employee shall only receive one of the
stipends listed above. The employee however, may receive an additional stipend in
subsequent years upon achieving the listed levels. No more than one level shall be
compensated in any given year.
ARTICLE XXXIX - OPENINGS PROMOTIONS AND TRANSFERS
A. Posting of Vacancies or Promotional Positions
Ongoing during the year, the Superintendent shall forward to all open school buildings, a list
61
of known vacancies, promotional positions, or positions within the unit paying a salary
differential, which shall be adequately posted for a period of seven (7) working days. No
positions will be filled prior to the expiration of the posting period. All qualified unit
members shall be given an opportunity to make application and be considered.
B. Voluntary Transfers
1. Request For
Employees who desire to transfer to another building or assignment should file a written
notice of such a desire with the Superintendent or his/her designee. Such a statement shall
include the school or schools, and assignment to which s/he desires to be transferred in
order of preference. Such request for transfer should be filed no later than May 1 of the
preceding school year.
If the request is in response to a posted vacancy, the written notice should include the
date of the posting, and the specific assignment advertised.
2. Withdrawal of Request
Should an employee desire to have her/his name removed from the transfer list, s/he
should notify the Superintendent in writing prior to notification of any action taken on the
original request.
C. Involuntary Transfers
Prior to an involuntary transfer being made, the Superintendent or his designee will review
the list of those seeking transfer/reassignment to ascertain the availability of an acceptable
candidate.
ARTICLE XXXX- EMPLOYEE EVALUATION
A. Purpose
Employee evaluation is undertaken for the purpose of recognizing strengths, identifying
deficiencies, and planning a program of assistance for improvement.
B. Frequency
All employees shall be evaluated by their immediate supervisor at least one (1) time in each
school year.
C. Procedure
1. All monitoring or observation of the work performance of an employee shall be
conducted openly and with full knowledge of the employee.
2. Report
a. The supervisor shall prepare a written report following each observation/evaluation.
The report may include recognition of strengths, identification of deficiencies and
shall include a plan of assistance for improvement.
b. A copy of this report shall be given to the employee no less than one day prior to any
conference to discuss it.
c. No such report shall be submitted to the central office, placed in the employee’s file
62
or otherwise acted upon without prior conference with the employee.
d. No employee shall be required to sign a blank or incomplete evaluation form.
e. Both the supervisor and the employee will sign the evaluation form. The employee’s
signature on the evaluation form indicates that the employee has read the report; it
does not indicate agreement with the content.
f. The employee has the right to respond, in writing, to his/her report within ten (10)
working days of the conference. Copies of the employee’s response are to be
submitted to the principal and Office of Personnel for attachment to the report. The
report and attachment are to be filed in the employee’s personnel record.
g. The employee will retain a copy of the evaluation report.
3. Conference
a. The employee shall be available to meet at a mutually agreed upon time, with the
supervisor following each observation/evaluation to discuss the written evaluation
and other pertinent matters.
b. The conference should be scheduled within ten (10) working days of the
observation/evaluation.
c. At the conclusion of the conference both the supervisor and the employee should sign
the written report.
d. Employee responses, in writing are to be submitted for attachment within ten (10)
working days of the conference.
D. Upon Termination of Employment
Final evaluation of an employee upon termination of her/his employment shall be concluded
prior to severance and no documents and/or other material shall be placed in the personnel
file of such employee after severance other than in accordance with the procedure set forth in
this ARTICLE.
ARTICLE XXXXI - FAIR DISMISSAL PROCEDURE
A. Notification of Status
On or before June 15 of each year, the Board shall give to each employee continuously
employed since the preceding September 30, either:
1. A written notice that such employment shall not be offered, or
2. A written offer of a contract for employment for the next succeeding year providing for at
least the same terms and conditions of employment but with such increases in salary and
benefits as may be required by law or agreement between the Board and the Association.
3. Upon receipt of notice of continued employment, the employee shall provide written
acceptance of same to the Assistant Superintendent for Human Resources no later than
June 30. Failure to provide timely written notice of acceptance shall be deemed to be a
63
rejection of the position and the Board shall be free to withdraw the offer.
4. In the event notice of non-renewal is given after June 30, the employee shall be entitled
to thirty (30) days employment or thirty (30) days pay upon receipt of notice.
SCHEDULE H - PARAPROFESSIONAL SALARY GUIDE
STEP 2009-10 2010-11 2011-12
1 $16,750 $16,750 $16,913
2 $16,913 $16,913 $17,169
3 $17,118 $17,118 $17,335
4 $17,323 $17,323 $17,545
5 $17,630 $17,630 $17,756
6 $17,835 $17,835 $18,071
7 $18,040 $18,040 $18,281
8 $18,245 $18,245 $18,491
9 $18,553 $18,553 $18,701
10 $18,758 $18,758 $19,016
11 $18,963 $18,963 $19,226
12 $19,680 $19,680 $19,437
13 $20,295 $20,295 $20,172
14 $21,320 $21,320 $20,802
14a $22,345 $22,345 $21,853
14b $24,795
15 $27,060 $27,060 $27,737
SCHEDULE I - ATTENDANCE OFFICERS
STEP 2009-10 2010-11 2011-12
1 $22,000 $22,000 $22,000
2 $22,550 $22,550 $22,550
3 $23,063 $23,063 $23,114
4 $23,575 $23,575 $23,639
5 $24,088 $24,088 $24,164
6 $24,600 $24,600 $24,690
7 $25,113 $25,113 $25,215
8 $25,625 $25,625 $25,740
9 $26,138 $26,138 $26,266
10 $26,650 $26,650 $26,791
11 $27,675 $27,675 $27,316
12 $28,700 $28,700 $28,367
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PARAPROFESSIONAL STAFF SALARY GUIDE MOVEMENT
STEP 2008-09 2009-10 2010-11 2011-12
1 1 1 1
2 2 2 2 2
3 3 3 3 3
4 4 4 4 4
5 5 5 5 5
6 6 6 6 6
7 7 7 7 7
8 8 8 8 8
9 9 9 9 9
10 10 10 10 10
11 11 11 11 11
12 12 12 12 12
13 13 13 13 13
14 14 14 14 14
14a 14a 14a 14a 14a
14b 14b 14b 14b 14b
15 15 15 15 15
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ATTENDANCE OFFICER SALARY GUIDE MOVEMENT
STEP 2008-09 2009-10 2010-11 2011-12
1 1 1 1
2 2 2 2 2
3 3 3 3 3
4 4 4 4 4
5 5 5 5 5
6 6 6 6 6
7 7 7 7 7
8 8 8 8 8
9 9 9 9 9
10 10 10 10 10
11 11 11 11 11
12 12 12 12 12
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SECURITY OFFICERS
LANGUAGE
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ARTICLE XXXXII - ASSOCIATION RIGHTS AND PRIVILEGES
In the event of a departmental or work reduction in force, including reductions caused by
discontinuance of a facility or its relocation, or a decrease in student enrollments or a reduction on
the basis of fiscal dependence and in accordance with N.J.S.A. 18A:28-9 to 18A:28-14 and so long
as the employee performance, attendance and evaluations are acceptable and similar, the employees
shall be laid off in the inverse order of seniority of the employees in the category involved; i.e.,
Security Officers Unit.
ARTICLE XXXXIII - WORK YEAR, DAILY WORKING HOURS AND OVERTIME
A. Work Year
The work year for contracted twelve (12) month employees shall be from July 1 to June 30 for
Security Officers hired before January 1, 2008. Security Officers hired after January 1, 2008
will work a ten-month calendar work year, September 1st through June 30
th.
B. Work Week
The regular workweek is defined as Monday through Friday for Security Officers hired before
July 1, 2007. The Security Officers after July 1, 2007, as well as, the night shift Security
Officers’ workweek is defined as Sunday through Saturday. The Security Manager shall
provide the work schedule. Employees shall receive a forty-five minute meal break daily.
C. Overtime
The overtime rate of time and a half shall commence after forty (40) hours worked per week.
D. Night-time Stipend
Security Officers assigned to work the night-time shift shall receive a six hundred dollar
($600.00) monthly stipend. Night-time Security Officers are assigned to work a regular
schedule after 9:00 PM. The night-time shift will include being on call and working on days
when the school district is closed.
ARTICLE XXXXIV - PROTECTION OF EMPLOYEES
A. In the event an employee is excluded from working because of an action taken by the school
district’s medical staff due to a work related exposure to a contagious disease or an infectious
disease, said employee shall not be subject to a loss of pay and such absence(s) shall not be
calculated as ―sick leave.‖
ARTICLE XXXXV - EMPLOYMENT PROCEDURES
A. Notification of Contract and Salary
Employees shall be notified of their contract and salary status for the ensuing year no later than
June 15th.
B. Resignation
An employee who is resigning from her/his position shall give a minimum of thirty (30) day's
notice.
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C. Termination
Any termination involving a crime against person, including students and school property
will result in immediate termination without pay, if the security officer admits to wrong
doing.
ARTICLE XXXXVI - SALARIES AND BENEFITS
A. Longevity Pay
All security officers covered by this Agreement shall be entitled to an annual longevity
payment of $300, after fifteen years of continuous service or $400 after twenty years of
continuous service.
B. Health Benefits
One hundred percent (100 %) cost of health plan for employees and dependents. One
hundred percent (100%) cost of dental plan for employees and dependents.
C. Death in the Family
In the case of death of father, mother, husband, wife, child, sister, brother, mother,
mother-in-law, father-in-law, grandparent, or grandchild of any employee such employee will
be excused for a period of up to five (5) consecutive days to attend the funeral of such deceased
kin.
In the case of death of a daughter, or son-in-law, or sister- or brother-in-law of any employee,
such employee will be excused for a period of up to three (3) consecutive days to attend the
funeral of such deceased kin.
One (1) day absence will be allowed to attend the funeral of an aunt, uncle, niece, nephew or
cousin.
The Board reserves the right to obtain documentation verifying need.
D. Child Rearing Leave and Maternity Disability
1. Child Rearing
The Board of Education shall grant child-rearing leave without pay in accordance with the
following procedure:
a. All initial applications for and applications for extensions or reductions of child-rearing
leave shall be made in writing to the Superintendent.
b. Any employee intending to apply for child-rearing leave shall advise the Superintendent
of the fact of her pregnancy and/or of her/his prospective plans for taking child-rearing
leave and the best estimate of when the child-rearing leave will commence and
terminate. The employee shall request child-rearing leave of the Superintendent of
Schools in writing at least sixty (60) days prior to the date the leave is to commence.
c. The request for child-rearing leave shall specify the date when the employee wishes to
leave to commence and terminate.
d. Child-rearing leave shall be granted for a period of up to the end of the work year in
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which the child-rearing leave commenced and an additional year may or may not be
granted upon the request of an employee upon the completion of three (3) consecutive
years of employment.
e. An employee returning from a child rearing leave may be placed in his/her previously
held position if available and administratively feasible.
f. Any employee who has applied for and received child-rearing leave may reapply for
permission to return to employment during any work year for which such leave was
granted, and such leave may thereupon be terminated by the Board, at its sole discretion.
g. An employee on child-rearing leave shall, on the basis of said leave, be provided the
opportunity to substitute in the school district in the area of her/his employment.
h. Time spent on child-rearing leave of absence shall not count towards salary guide
placement experience, seniority, sick leave accumulation, etc., except as otherwise
provided by law.
i. Anyone who accepts child-rearing leave after January 31 in any given year is given
credit on the salary guide for a full year upon returning to the district.
j. An employee receiving child-rearing leave shall not accept full time school employment
or enroll as a full-time college student during all or part of the period of the child-rearing
leave. This provision shall cease to be in effect at such time as the employee shall have
been denied her/his request under Paragraph F to return to employment.
k. Adoption - Any employee adopting an infant child shall receive a leave similar to child-
rearing leave which shall commence upon receiving a de facto custody of said infant, or
earlier if necessary to fulfill the requirements for the adoption.
l. The Board is not required to continue employment of a pregnant employee beyond the
year in which the leave is taken.
2. Maternity Disability
a. The Board shall grant sick leave for the period of actual disability associated with
pregnancy and birth to pregnant employees on the same terms and conditions governing
leave of absences for illness or medical disability upon presentation of a physician's
certificate in accordance with the law. The pregnant employee will be entitled to her
annual and accumulated sick leave, with pay, during the period of absence due to her
actual disability.
b. Any employee who does not elect to take a child-rearing leave may continue to perform
her duties upon proof of a doctor’s certification that employee may work without any
employment restrictions.
c. The Board may require an employee during her pregnancy to produce a certificate from
her physician stating that she may continue working effectively at the duty to which an
employee has been assigned without restrictions.
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d. In the event of any question as to the condition of the pregnant employee, the Board
reserves the right to have the employee submit to an independent medical evaluation by
the Board’s physician, at the Board’s expense, in order for the employee to obtain
clearance to work without restrictions.
e. Nothing stated herein is intended to restrict the right of the Board to discipline any
pregnant employee for any cause not related solely to her pregnancy.
f. The Board has the right to remove any pregnant employee from her daily duties on any
one of the following criteria:
1. Her performance substantially declines from the period preceding pregnancy.
2. Her physical condition or capacity renders her incapable of performing her assigned
duties which shall be deemed to exist if:
a) the pregnant employee fails to produce a physician's certificate that she is
medically able to continue working; or
b) the Board's physician concludes she is unable to continue working.
g. Extensions and Renewals
All extensions and/or renewals of leaves shall be applied for in writing.
E. Separation Pay for Unused Sick Days
All employees covered by this Agreement after ten (10) consecutive years of service in the
district shall be eligible for separation pay.
1. Each eligible employee shall receive payment for each unused sick day accumulated to
the time of leaving up to a maximum of 200 days at the following rates:
$22.50 per day - first 1 to 100 days
$30.00 per day - 101 to 200 days
2. Payments to be made either July 1 of the separation year or January 1 of the following.
3. Monies shall be paid to the employee's estate if death occurs while the employee is in
service to the district or prior to the Board's delivery of the funds to the employee.
4. Employees continuing in the employment of the Board of Education shall have the
option of transferring their unused sick days to the new position in which case payment
for them shall be governed by that negotiated agreement or collecting separation pay for
them based on this Agreement.
F. Benefits
1. Sick Leave
a. Entitlement:
First ten (10) years = ten (10) days
After ten (10) years = fifteen (15) days
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b. Unused sick days shall be accumulated without limit but in no case may more than
fifteen (15) days be accumulated per annum.
c. Each employee shall be given an accounting of her/his sick leave by December 1 of each
year.
2. Personal Business
Each employee shall be permitted up to three (3) days absence, with full pay, for personal
business. Notification to the employee's principal or immediate supervisor should be made
at least three (3) to five (5) days before taking such leave. These days shall not normally be
granted before or after school recess periods and/or holidays. In case of emergencies or if for
reasons of administrative necessity, as determined by the superintendent or his/her designee,
the request for personal leave may be denied.
G. Professional Growth
The Board of Education will pay the cost of reasonable expenses incurred in connection with
any course, workshop, seminar, conference, out-of-district training session or other such session
which an employee is required by the administration to take. Reasonable expenses will include,
but are not limited to fees, meals, lodging and/or transportation costs incurred by personnel who
attend such sessions. In the event that the employee is directed to attend a workshop/conference
outside of the regular work day, the employee shall be paid $50.00 (fifty dollars) per diem.
H. Reimbursement for Study
The coursework for which reimbursement will be considered must be consistent with the
security guard’s duties and responsibilities. Only coursework that includes study in the
following areas will be considered for reimbursement: School Security and Safety, School
Law and/or Students’ Rights.
The Board will reimburse unit members for tuition paid to an accredited college or university
at a rate of $ 45.00 per credit up to a maximum of nine (9) credits per year or $405.00 per
year, per member, toward a job related course (as stated above) with no college credit. All
on line courses submitted for reimbursement must be from an accredited college or
university.
ARTICLE XXXXVII - EMPLOYEE EVALUATION
A. Purpose
Employee evaluation is undertaken for the purpose of recognizing strengths, identifying
deficiencies, and planning a program of assistance for improvement.
B. Frequency
All employees shall be evaluated by their immediate supervisor at least one (1) time in each
school year.
C. Procedure
1. All monitoring or observation of the work performance of an employee shall be conducted
openly and with full knowledge of the employee.
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2. Report
a. The supervisor shall prepare a written report following each observation/evaluation. The
report may include recognition of strengths, identification of deficiencies and shall
include a plan of assistance for improvement.
b. A copy of this report shall be given to the employee no less than one day prior to any
conference to discuss it.
c. No such report shall be submitted to the central office, placed in the employee's file or
otherwise acted upon without prior conference with the employee.
d. No employee shall be required to sign a blank or incomplete evaluation form.
e. Both the supervisor and the employee will sign the evaluation form. The employee's
signature on the evaluation form indicates that the employee has read the report; it does
not indicate agreement with the content.
f. The employee has the right to respond, in writing, to his/her report within ten (10)
working days of the conference. Copies of the employee's response are to be submitted
to the principal and Office of Personnel for attachment to the report. The report and
attachment are to be filed in the employee's personnel record.
g. The employee will retain a copy of the evaluation report.
3. Conference
a. The employee shall be available to meet at a mutually agreed upon time, with the
supervisor following each observation/evaluation to discuss the written evaluation and
other pertinent matters.
b. The conference should be scheduled within ten (10) working days of the
observation/evaluation.
c. At the conclusion of the conference both the supervisor and the employee should sign
the written report.
d. Employee responses, in writing are to be submitted for attachment within ten (10)
working days of the conference.
4. Upon Termination of Employment
Final evaluation of an employee upon termination of her/his employment shall be concluded
prior to severance and no documents and/or other material shall be placed in the personnel
file of such employee after severance other than in accordance with the procedure set forth
in this ARTICLE.
ARTICLE XXXXVIII - FAIR DISMISSAL PROCEDURE
A. Notification of Status
On or before June 15 of each year, the Board shall give to each employee continuously
employed since the preceding September 30, either:
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1. A written notice that such employment shall not be offered, or
2. A written offer of a contract for employment for the next succeeding year providing for at
least the same terms and conditions of employment but with such increases in salary and
benefits as may be required by law or agreement between the Board and the Association.
3. Upon receipt of notice of continued employment, the employee shall provide written
acceptance of same to the Assistant Superintendent for Human Resources no later than June
15. Failure to provide timely written notice of acceptance shall be deemed to be a rejection
of the position and the Board shall be free to withdraw the offer.
4. In the event notice of non-renewal is given after June 30, the employee shall be entitled to
thirty (30) days employment or thirty (30) days pay upon receipt of notice.
SCHEDULE J – SECURITY OFFICERS
STEP 2009-10 2010-11 2011-12
1 $19,400 $19,400 $19,400
2 $19,772 $19,772 $19,885
3 $20,290 $20,290 $20,267
4 $20,973 $20,973 $20,797
5 $21,435 $21,435 $21,497
6 $21,783 $21,783 $21,971
7 $22,110 $22,110 $22,328
8 $23,033 $23,033 $22,663
9 $23,711 $23,711 $23,609
10 $25,673 $25,673 $24,304
11 $26,774 $26,774 $26,315
12 $27,929 $27,929 $27,443
13 $29,262 $29,262 $28,627
14 $30,082 $30,082 $29,993
15 $31,414 $31,414 $30,834
74
SECURITY OFFICER SALARY GUIDE MOVEMENT
STEP 2008-09 2009-10 2010-11 2011-12
1 1 1 1
2 2 2 2 2
3 3 3 3 3
4 4 4 4 4
5 5 5 5 5
6 6 6 6 6
7 7 7 7 7
8 8 8 8 8
9 9 9 9 9
10 10 10 10 10
11 11 11 11 11
12 12 12 12 12
13 13 13 13 13
14 14 14 14 14
15 15 15 15 15
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