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2.Separate Grievance FileAll documents, communications and records dealing with the processing ofa grievance shall be filed in a separate grievance file and shall not be keptin the personnel file of any of the participants.3.FormsForms for filing grievances, and other necessary documents shall beprepared jointly by the Superintendent and the Association and givenappropriate distribution so as to facilitate operation of the grievanceprocedure.4.Meetings and HearingsAll meetings and hearings under this procedure shall not be conducted inpublic.ARTICLE VTEACHER ASSIGNMENTA.B.Work Year1.The full-time teacher work year shall be defined as one hundred and eightfour (184) days between September 1 and June 30.2.Newly hired teachers in post-secondary full-time programs shall have awork year defined by the program needs. Salary shall be prorated to theactual number of days worked with full-time considered one hundred andeighty-four (184) days between July 1 and June 30.Work Day1.Teachers will work 437 minutes per day.a.Teachers' schedules will include a 40 minute duty free lunch and a40 minute preparation period as defined in b below:b.Teachers shall, in addition to their lunch period, have at least oneprep block (no more than 40 minutes in length) during which theyshall not be assigned to duties, except in an emergency. This blockis to be used by the teacher to prepare his/her lessons, or tests, workpapers, curriculum and professional collaboration and development,or any other related teaching and student functions.Redline v.4 10.6.21 (crc)6

2.Academic teachers will be assigned to teach no more than 2,400 minutesover a typical 2 week teaching schedule.a.If the Board determines there is a need for a teacher to teach morethan what is outlined in Part 2 above, it will first seek teachers on avoluntary basis for this additional time but may assign teachersannually on a rotating basis within their certifications.b.Teachers meeting Parts 2 and 2(a) above will be compensated asfollows:i.For a full year assignment of an. additional 40 minuteinstructional period totaling no more than 400 minutes overa typical 2 week teaching schedule, or for an additional 80minute instructional period scheduled on alternate days, ateacher shall receive extra compensation equal to ten (10)percent of the teacher's annual salary on the guide.Assignment of an additional instructional period for aportion of the school year will be compensated on a pro-ratedbasis.3.Those staff members who do not have common planning times may use upto four duty periods per month for common planning time, at the solediscretion of the Superintendent or his designee. Teachers may request theopportunity to use their duty periods in this manner.4.Every reasonable effort will be made to limit teaching preparations to amaximum of three. A preparation in an academic or career and technicalarea shall be defined as a specific course designated by a separatecurriculum and taught by a certified instructor. This definition shall includethe preparation needed to meet the needs of students with varying skilllevels assigned to a specific course. Examples of preparations are: UnitedStates History 1, United States History 1 Honors, Geometry, Algebra 1Honors, and Algebra.If no schedule change is appropriate and the teacher must teach more thanthree preparations, the teacher will be relieved of a duty period.5.During this Agreement the Board and the Association agree to continueongoing discussions regarding the scheduling concerns raised by theAssociation regarding the numerous career and technical course curriculataught in full time academies that require individual grade books, lessonplans and assessments.Redline v.4 10.6.21 (crc)7

C.D.Arrival and Dismissal1.It shall be the responsibility of the teacher to arrive at school fifteen (15)minutes before the student instructional day begins and in the classroom ten(10) minutes before scheduled starting time. Students will be permitted inthe classroom ten minutes before the scheduled starting time, and teachersare expected to be in their classrooms with the doors open and available forstudent supervision. The teacher may not leave until ten (10) minutes afterthe close of the student instructional day and when all students have left theclass/shop area and it is secured. On workdays immediately preceding aschool holiday, teachers shall be permitted to leave when all students haveleft the class/shop area and it is secured.2.On days when school opening is delayed due to inclement weather or otheremergencies, teachers shall be required to arrive at school fifteen (15)minutes before the scheduled starting time for students.3.On days when due to inclement weather or other emergencies, school isclosed early, teachers shall be able to leave after all the students aredismissed and the shop or classroom is secured.Meetings1.Over the course of a school year, each employee shall be expected to attendtwenty-three (23) hours of after-school and evening meetings in district.The after-school meetings shall be used for common planning,interdisciplinary meetings, professional development and administrativepurposes, and these meetings shall run for no more than one (1) hour.2.After school meetings shall begin no later than ten (10) minutes after studentdismissal and shall run no longer than sixty (60) minutes.3.Up to four (4) evening meetings may be required of each employee, andthese evening meetings shall be of no more than two (2) hours each.4.The administration will work collaboratively with members of the facultyto determine the best use of after school meeting time. In order to ensurethat use of after school meeting time is aligned to district and school goals,the Superintendent will make the final determination of how the Districtutilizes after school and evening meeting time.5.A quarterly after school and evening meeting calendar will be shared withfaculty at least two weeks prior to the start of each academic quarter.Redline v.4 10.6.21 (crc)8

E.Assignment ChangeEach teacher shall be notified of any change in his/her assignment by July 15th ofthe impending school year.F.MileageEmployees will be reimbursed with prior approval and authorization from theSuperintendent or immediate supervisor at the at the IRS or State OMB approvedrate, whichever is greater and legal.ARTICLE VISICK LEAVEA.All regularly employed ten (10) month personnel shall be entitled to ten (10) dayssick leave per year with full pay. All regularly employed eleven (11) monthpersonnel shall be entitled to eleven (11) days sick leave per year with full pay. Allregularly employed twelve (12) month personnel shall be entitled to twelve (12)days sick leave per year with full pay.B.All unused days shall be accumulative.C.If the personal illness exceeds the amount of accumulated sick leave, the Boardmay grant additional sick leave.D.In the case of sick leave claimed, the Board of Education may require through theSuperintendent a physician's certificate to be filed with the Secretary of the Boardof Education.E.Upon ordinary or disability retirement from the district and upon collectingpension benefits or in the event of death, employees with ten (10) or more years ofcontinuous service in the school district (or their Beneficiary) will receive a sumof money equal to one-half of their accumulated but unused sick days based ontheir current salary rate upon date of retirement, said sum not to exceed 10,000.00. Employees applying for or receiving deferred retirement benefits shallnot be eligible for this payment. Employees qualifying for payment under thisprovision shall notify the Board of their intent to retire by December 1st of theschool year preceding the school year in which they will retire. In cases ofemergency where this prior notification is not possible, employees will receivetheir monetary entitlement as soon as possible within the next ensuing school yearfollowing retirement. The intent of the foregoing is to allow the Board to plan andprovide for the payment in its next ensuing school budget.F.In the event school is canceled due to inclement weather or other emergencies,employees who have applied in advance for personal leave, "sick" day or vacationday will not be charged with same.Redline v.4 10.6.21 (crc)9

ARTICLE VIITEMPORARY LEAVES OF ABSENCEA.B.C.PERSONAL LEAVE DAYS1.Each employee in the unit shall receive a maximum of three (3) noncumulative personal days per school year with no reason having to be givenin order to attend to matters requiring absence during regular school hours.2.Request for leave shall be granted only upon written request at least three(3) days in advance, except in cases of emergency. All personal leave dayrequests shall be considered, acted upon and returned to the employeewithin forty-eight (48) hours following receipt by theSuperintendent/Principal.3.Absence immediately before or after a holiday or vacation period shall notbe allowed except by specific approval of the Superintendent/Principal.4.Unused personal days will be converted to unused sick days, subject to thelimitations of N.J.S.A. 18A:30-7.DEATH IN THE IMMEDIATE FAMILY1.In the case of death in the immediate family an employee shall be entitledto up to five (5) consecutive days with pay to arrange for and attend funeralservices. Non-consecutive bereavement days may be taken only with theprior approval of the Superintendent.2.As used in this article, immediate family is defined as father, mother,spouse, civil union partner, child, sister, brother, mother-in-law, father-inlaw, grandmother, grandfather, grandchild, stepmother, stepfather,stepsister, stepbrother, stepchild and any person living in the samehousehold.OTHER FUNERAL LEAVE1.D.In the case of death of a brother-in-law, sister-in-law, aunt or uncle, anemployee shall be entitled to two (2) day with pay to attend funeral services.ILLNESS - IMMEDIATE FAMILYOne (1) day per year shall be granted for illness in the immediate family.Redline v.4 10.6.21 (crc)10

ARTICLE VIIIEXTENDED LEAVES OF ABSENCE(References to "Board" in this article shall include "Superintendent")A.MATERNITYThe Board shall grant maternity leave without pay to any employee upon requestsubject to the following stipulations and limitations:B.1.Maternity leave shall commence on the date requested by the employee tothe extent practicable.2.Any employee intending to apply for maternity leave shall advise theSuperintendent of the fact of her pregnancy and of her prospective plans forcommencing and terminating maternity leave. The employee shall requestmaternity leave at least sixty (60) days prior to the intended commencementof the leave.3.Any employee granted maternity leave without pay according to theprovisions of this section may during the period of disability elect to useany or all of her accumulated sick leave.4.The employee shall notify the Superintendent of her intention to return towork as nearly as possible at least sixty (60) days prior to the date intendedto return, or as soon thereafter as possible.5.Any tenured teacher granted maternity leave shall at her request be restoredto a position within her certification.6.The Board shall not remove any employee from her duties during pregnancyunless the employee cannot produce a certificate from a physician showingemployee is medically able to continue. Should the Board disagree with thephysician's conclusion, the Board may refer employee to the school'sMedical Director for an examination. In the event the school's MedicalDirector does not agree with the employee's physician, then said physiciansshall confer for the purpose of resolving the disagreement. Except for goodreason, the Board shall not require the teacher to produce such a certificate(updated) more than once every thirty (30) calendar days.MATERNITY / CHILD-REARING LEAVE1.Maternity/Child-rearing leave may be granted for a period of up to the endof the academic school year in which the maternity or child-rearing leaveleave commenced and upon the request of a teacher under tenure for anadditional academic school year for such teacher. The award of a secondyear of maternity/child-rearing leave, or any part thereof, shall be at the solediscretion of the Board whose decision shall be final.Redline v.4 10.6.21 (crc)11

2.C.Time spent on unpaid leaves of absence shall not count toward salary guideplacement experience, seniority, sick leave accumulation, etc.ADOPTIONAny employee adopting a child shall receive similar maternity/child-rearing leaveas above which shall commence upon receiving de facto custody of said infant orearlier, if necessary, to fulfill the requirements for the adoption.D.The Board of Education upon recommendation of the Superintendent may grant aone (1) year leave of absence without pay for personal reasons or educational studyto any tenured employee. Denial of same shall not be arbitrable or actionable atlaw.E.Other extended leaves of absence may be granted by the Board, in its solediscretion, as provided in Board Policy.F.All employees are, upon birth or adoption of a child, entitled to leave pursuant tothe State and Federal Family Leave Acts. They may also request of the Board childrearing leave to pursuant to Paragraph D, above.ARTICLE IXINSURANCE PROTECTIONA.The Board shall offer each employee in the unit, hospitalization and medicalsurgical insurance as listed below or its equivalent:School Employee Health Benefits Plan (SEHBP) Direct 15 or its equivalent so longas this plan is a SEHBP option.As soon as possible after ratification of the 2018-2021 Agreement employees maychoose to enroll in any of the plans offered through the SEHBP, except Direct 10or its equivalent.B.Enrollment will be effective on the first of month following 60 days of employment.Teaching staff members hired for September 1 (or the first day of school), shall beenrolled as of their start date.C.The Board may substitute other insurance carriers so long as the insurance coverageis equivalent to or better than those being provided. The Association shall be givenadequate notice prior to any such substitution together with all availableinformation relevant to the proposed change.D.The Board shall continue to maintain an employee Dental Plan. The sum of 978.48per employee will be expended for the full family dental program for each year ofthe contract. The total premium cost to the Board for each year of this three-yearRedline v.4 10.6.21 (crc)12

agreement shall not exceed 978.48 per employee for each year. Dental changeswill go into effect as soon as possible after ratification.E.Medical Benefit Waiver — Effective July 1, 2007, the Board will offer unitmembers the opportunity to waive medical coverage annually, provided theemployee provides proof of alternate coverage at the following rates:Waive Employee/SpouseWaive Parent/ChildWaive Family 3500 3000 5000Payments to be made twice per year (December and June). If alternate coverage islost, employee will be permitted to re-enroll. As participants in the SchoolEmployees Health Benefits Plan, the Board retains the right to determine the extentof any payments for coverage waivers.F.Effective July 1, 2012, employees shall contribute towards the premiums for theirdental and medical insurances as set forth in Ch. 78, P.L. 2011.G.The Board reserves the right to offer employees the option to enroll in new, lesscostly insurance plans. No employee will be required to enroll in them.ARTICLE XCOURSE AND WORKSHOP/SEMINAR SUBSIDY PLANA.Tuition Reimbursement Eligibility1.First year teachers are not eligible for reimbursement, second year teachersare eligible for up to three (3) credits per year, third year teachers are eligiblefor up to six (6) credits per year, fourth year teachers are eligible for up tonine (9) credits per year, and tenured staff is eligible for up to twelve (12)credits per year for tuition and eligible registration fees specifically relatedto courses taken directly related to the staff member's present jobresponsibilities. Courses for additional certifications or degrees not relatedto the employee's present assignment may be approved at the sole discretionof the Superintendent. These courses must be taken at a recognized,regionally accredited college or university. Prior approval by theSuperintendent of all college courses is required for reimbursement. Saidreimbursement shall not exceed 739.00 per credit hour, includingregistration fees for a maximum of 8,868.00 per instructional staffmember, for each year of this contract. The Board's overall reimbursementshall not exceed 65,000 per school year. Reimbursement will only beprovided for attendance at eligible institutions, as provided by law.Redline v.4 10.6.21 (crc)13

B.Guidelines for Tuition Reimbursement1.Application for reimbursement for college coursework along with thedescription of the college course, must be submitted to the Superintendentfor approval at least ten (10) calendar days prior to the commencement dateof the course. The Superintendent shall review such applications with theappropriate administrators. Staff must remain for two years after receipt ofreimbursement or the money received will be repaid to the District unlessthe staff member is non-renewed or resigns in lieu of non-renewal.2.College courses must be completed with a grade of 'B' or better, asevidenced by an official transcript, to be eligible for reimbursement.3.Tuition reimbursement eligibility will be based on a school fiscal year ofJuly 1 to June 30 determined by the start date of the course.4.Tuition reimbursement payment year will be determined by commencementdate of pre-approved coursework and will be incorporated into the 65,000pool for that school fiscal year. Upon completion of the course andsubmission of appropriate documentation, the employee will be reimbursed50% of the approved cost incurred. Final payments will be made on June 15based on the remaining available balance in the pool and prorated, ifnecessary, so the Board's maximum payout is not exceeded.5.All tuition assistance paperwork shall be submitted no later 45 days afterthe end of the course completion date. Failure to submit paperwork within45 days of the end of course date will result in the incurred tuition beingin

MORRIS COUNTY TECHNICAL SCHOOL SECRETARIES STAFF SALARY GUIDE 2022-23 C-2 45 MORRIS COUNTY TECHNICAL SCHOOL SECRETARIES STAFF SALARY GUIDE 2023-24 C-3 46 Schedule D-1 Longevity- Teachers 47 Schedule E-2 Longevity- Support Staff 47 . Redline v.4 10.6.21 (crc) 1 PREAMBLE This Agreement is entered into this _ day of _, 2021 by and .