Download - ORIENTATION GUIDE 2018 2019
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ORIENTATION GUIDE
2018 – 2019
New Teachers’ Tips for Success
Dr. Kimberly A. Gruccio, Superintendent Mr. Stephen P. Santilli, Assistant Superintendent
Mr. John Davis, Assistant Superintendent Dr. Carolyn Gibson, Director of Human Resources
Ms. Chandra Anaya, CPA, Business Administrator/Board Secretary
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Table of Contents ORIENTATION GUIDE ........................................................................................................................................................................1
Administration and Board of Education Members ...........................................................................................................................3
Mission Statement............................................................................................................................................................................4
2018- 2019 Calendar ........................................................................................................................................................................5
Important Telephone Numbers ........................................................................................................................................................6
Board of Education Meetings ...........................................................................................................................................................9
Statement of Nondiscrimination ................................................................................................................................................... 10
Nondiscrimination Grievance Procedures ..................................................................................................................................... 11
Terms and Conditions of Employment .......................................................................................................................................... 12
Professional Development Policy .................................................................................................................................................. 13
Professional Day Requests ............................................................................................................................................................ 15
Related Implementation Issues ..................................................................................................................................................... 16
Professional Learning Community & Professional Development .................................................................................................. 17
Individual Professional Development Plans and Corrective Action Plans for Teachers ................................................................ 18
Egg Harbor Township School District PreK – 12 Professional Development Plan (PDP) ............................................................... 21
Policies and Frequently Needed Forms ......................................................................................................................................... 30
Anticipated Maternity Leave Policy ............................................................................................................................................... 31
Maternity Leave and Child Rearing Direction Sheet and Forms.................................................................................................... 32
Sick Leave Policy ............................................................................................................................................................................ 35
Medical Leave Direction Sheet and Request Form ....................................................................................................................... 36
Family Leave Policy ........................................................................................................................................................................ 38
Family Leave Direction Sheet and Request Form .......................................................................................................................... 42
Personal Leave Direction Sheet and Request Form ...................................................................................................................... 44
Military Leave Policy ...................................................................................................................................................................... 46
Military Leave Direction Sheet and Request Form ........................................................................................................................ 48
Critical Illness Verification Form .................................................................................................................................................... 50
Death in Family Verification Form ................................................................................................................................................. 51
Tuition Approval and Reimbursement Procedures ....................................................................................................................... 52
Graduate Course Approval Form ................................................................................................................................................... 53
Graduate Course Reimbursement Form ....................................................................................................................................... 54
Employee Signature Page – Receipt of New Employee Booklet ................................................................................................... 55
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Administration and Board of Education Members
Egg Harbor Township School District
ADMINISTRATION
Kimberly A. Gruccio, Ed.D – Superintendent Stephen Santilli – Assistant Superintendent
John Davis – Assistant Superintendent Carolyn Gibson, Ed.D – Director of Human Resources
Chandra Anaya, CPA – Business Administrator/Board Secretary
BOARD OF EDUCATION MEMBERS Mr. Peter Castellano – Board President Mrs. Amber Umphlett – Vice President
Ms. Terre Alabarda Mr. Louis Della Barca
Mr. Ray Ellis Mrs. Tamika Gilbert-Floyd
Mr. John “Jack” Haines Mrs. Marita Sullivan Mrs. Amy Summer
BOARD ATTORNEYS William S. Donio, ESQ. Amy Houck-Elco, ESQ.
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Mission Statement
Egg Harbor Township Schools
www.eht.k12.nj.us Administration Offices
13 Swift Drive
Egg Harbor Township, NJ 08234
Kimberly A. Gruccio, Ed.D Superintendent’s Office
Superintendent PHONE: 609-646-7911
Stephen P. Santilli FAX: 609-601-2794
Assistant Superintendent Human Resources Office
John Davis PHONE: 609-646-7911
Assistant Superintendent FAX: 609-601-2801
Carolyn Gibson, Ed.D Business Office
Director of Human Resources PHONE: 609-646-8441
Chandra D. Anaya, CPA FAX: 609-601-2904
Business Administrator/Board Secretary
Embrace – Engage – Educate Our mission, in the Egg Harbor Township School District, is to embrace families and their
students to provide a safe, rigorous, and relevant learning experience in which students are engaged
and educated to become responsible for their own learning.
District Learning Goals for 2018 – 2019 To build a culture and climate that embraces, engages and educates individual students and their
learning needs.
Improve Student Achievement – Prioritize Literacy for all; meet the social and emotional learning needs of individuals; create innovative learning experiences with STREAM education. Support Climate and Culture – Administrators, teachers, students, parents and community members will support positive learning environments, where all are recognized and rewarded for achievement, progress, good character, work ethic and a respect for diversity. Build Community Pride – Reach out to the community by creating partnerships and cultivating relationships with all stakeholders.
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2018- 2019 Calendar
BOE Approval 03/20/18 EGG HARBOR TOWNSHIP
SCHOOL DISTRICT SCHOOL CALENDAR 2018-2019
September October November
M T W T F
3 4 5 6 7
10 11 12 13 14
17 18 19 20 21
24 25 26 27 28
3 Labor Day 4 & 5 Staff Prof.
Learning Days
6 First Day of School
for Students
6 Abbreviated Day
7 Abbreviated Day
10 Rosh Hashanah
19 Yom Kippur
8 Columbus Day
12 Abbreviated Day
6 Staff Prof.
Learning Day
8 & 9 NJEA
Convention 21 Abbreviated Day
22-23Thanksgiving
Recess
Teachers 17 - Students 15
December
Teachers 22 - Students 22
January
Teachers 18 - Students 17
February
1 Abbreviated Day
2-31 Winter
ecess
1 New Year’s Day 2 School Reopens
21 Dr. Martin
Luther King Day
24 Abbreviated
Day
Abbreviated Day
President’s Day
Teachers 15 - Students 15 Teachers 21 - Students 21 Teachers 19 - Students 19
March April May
Staff Prof.
earning Day 8 Abbreviated Day 9-26 Spring Recess
9 School Reopens
7 Memorial Day
1 Abbreviated Day
Teachers 21 - Students 20
June
Teachers 16 - Students 16
Teachers 22 - Students 22
M T W T F
3 4 5 6 7
10 11 12 13 14
17 18 19 20 21
24 25 26 27 28
19 Last Day
Students
19 Last Day
Teachers
Last three days of
academic year-
1/2 days for
students
Teachers 13 - Students 13
Total Student Days = 180 Total Teacher Days = 184
= No School = Abbreviated Day Students
= Emergency Closing
The FIRST FIVE SCHOOL CLOSINGS due to weather related conditions or
other emergencies will be made-up at the end of the school year. In the event we
have MORE THAN FIVE SCHOOL CLOSINGS, the calendar would be under
review and days could be taken from Spring Break or added at the end of the
school year. Trip insurance is recommended for vacation plans.
Typically you will receive a Blackboard Connect phone call however for
additional closing information you can turn to TV and/or local radio broadcast.
Abbreviated days will be announced for staff professional learning days, parent
conferences and any additional days that might be needed.
M T W T F
1 2
5 6 7 8 9
12 13 14 15 16
19 20 21 22 23
26 27 28 29 30
M T W T F
1 2 3 4 5
8 9 10 11 12
15 16 17 18 19
22 23 24 25 26
29 30 31
M T W T F 2
3 4 5 6 7 2 R
10 11 12 13 14
17 18 19 20 21
24 25 26 27 28
31
M T W T F 14
1 18
4 5 6 7 8
11 12 13 14 15
18 19 20 21 22
25 26 27 28
M T W T F
1 2 3 4
7 8 9 10 11
14 15 16 17 18
21 22 23 24 25
28 29 30 31
M T W T F 15
1 L
4 5 6 7 8
11 12 13 14 15
18 19 20 21 22
25 26 27 28 29
M T W T F 2
1 2 3
3
6 7 8 9 10
13 14 15 16 17
20 21 22 23 24
27 28 29 30 31
M T W T F 1
1 2 3 4 5 1 2
8 9 10 11 12
15 16 17 18 19
22 23 24 25 26
29 30
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Important Telephone Numbers
District Office – Administration Building 646-7911
13 Swift Drive, Egg Harbor Township, N. J. 08234
Dr. Kimberly Gruccio – Superintendent Ext. 1000
Sandy Ferriola – Administrative Assistant Ext. 1001
John Davis – Assistant Superintendent (PreK – 5th) Ext. 1004
Stephen Santilli – Assistant Superintendent (6th – HS) Ext. 1027
Carol Presti – Administrative Assistant Ext. 1003
Dr. Carolyn Gibson – Director of Human Resources Ext. 1022
Nitty D’Allesandro – Administrative Assistant Ext. 1002
Human Resources
Jane Rainear – Employment Specialist (Employment Contracts, Certification) Ext. 1025
Nicole Barr – Human Resources Specialist (Attendance, AESOP, Tuition Reimbursement) Ext. 1026
Kathi Carmen – Receptionist Ext. 1032 (Critical Illness/Death in Family Verification, Home Instruction, ESSA, Title I, IIA, III Payroll)
Business Office 646-8441
Chandra Anaya, CPA – Business Administrator/Board Secretary Ext. 1006
Jamie Shoemaker – Assistant to the Business Administrator Ext. 1015
Allyson Milazzo – Accounting Supervisor Ext. 1008
Aimee Frye – Administrative Assistant Ext. 1007
Sharon Gaskill – District Data Specialist Ext. 1029
Megan Halka – Payroll Analyst Ext. 1024
Valerie George – Bookkeeper (Purchasing, Accounts Payable) Ext. 1009
Amy Diggins – Bookkeeper (Accounts Payable) Ext. 1011
Vicky McCarrick – Bookkeeper (Accounts Receivable) Ext. 1114
Susan Diefenbeck – Benefits Coordinator (Health benefits, retirement, Worker’s Comp.) Ext. 1023
Ellen Gregory – Director of Development Ext. 1017
Other Administrators Dave Druding – Director of Security and School Safety Ext. 1016
Jennifer Long – Coordinator of Community Education and Kids Klub Ext. 1021
Tim Diggins – Assistant to the Coordinator of Community Education Ext. 1038
Special Education – Davenport District Office
Dr. Carol Cannerelli – Supervisor of Special Education Ext. 1020
Kris Henderson – Secretary Ext. 1019
Heather Ingersoll – Secretary Ext. 1031
Leslie Butts – Bookkeeper Ext. 1034
Computer Center Kevin Urtubey – District Director of Informational Technology Services Ext. 1654
Michael Sweeder – District Director Educational Media Tech. Dir. Ext. 1658
Robert Surace – Senior Systems Engineer Ext. 1655
Donna Clark – Computer Support Specialist Ext. 1014
Francesca Johnson – Computer Repair Technician Ext. 1656
Ron Gubin – Communications Specialist Ext. 1657
Nevar Butler – Help Desk Ext. 1013
Dean Tommi – Computer Repair Technician Ext. 1033
Gene Church – Computer Repair Technician Ext. 1035
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Transportation 927-2443
9 Swift Drive, Egg Harbor Township, N.J. 08234
Warren Fipp – Director Ext. 1700
John Auer – Dispatcher Ext. 1702
Michele Fisher – Coordinator Ext. 1701
Cheryl Mattera – Secretary Ext. 1710
Facilities and Operations 927-1911
7 Swift Drive, Egg Harbor Township, N.J. 08234
Tim Brunetta – Director Ext. 1800
Barbara Dodd – Secretary Ext. 1801
Diana Reilly – Secretary Ext. 1039
Ray Camp – Supervisor of Custodial Ext. 1803
Mike Russ – Supervisor of Grounds & Maintenance Ext. 1802
Shawn Braue – Energy Education Specialist Ext. 1010
Egg Harbor Township High School: (Grades 9-12) 653-0100
24 High School Drive, Egg Harbor Township, N. J. 08234
Dr. Terry Charlton – Principal Ext. 1600
Kimberly Baumgartel – Secretary Ext. 1601
Jaclyn Carugno – Assistant Principal Ext. 1605
Gail Smithson – Secretary Ext. 1606
Tatiana Cunningham – Assistant Principal Ext. 1639
Kimberly Keeffe – Secretary Ext. 1649
Tracey Domena – Assistant Principal Ext. 1603
Diedina Rios – Secretary Ext. 1604
Mark Walter – Assistant Principal Ext. 1686
Tannette Medica – Secretary Ext. 2686
Samantha Elko – Director of Guidance Services Ext. 1624
Michael Pellegrino – Athletic Director Ext. 1662
Eagle Academy 926-1235
517 Bargaintown Road, Egg Harbor Township, N.J. 08234
Earl (Bud) Smith – Director Ext. 5576
Dorothy Bowker – Counselor Ext. 1616
Amy Spano – Secretary Ext. 1616
Egg Harbor Adler Avenue Middle School: (Grades 6, 7 & 8) 383-3366
25 Alder Avenue, Egg Harbor Township, N. J. 08234
Joseph Marinelli – Principal Ext. 1400
Frank Locantora – Assistant Principal Ext. 1405
Nicole Perone – Assistant Principal Ext. 1403
Julia Loftus – Secretary Ext. 1401
Egg Harbor Fernwood Avenue Middle School: (Grades 6, 7 & 8) 383-3355
4043 Fernwood Avenue, Egg Harbor Township, N. J. 08234
James Battersby – Principal Ext. 1500
Dr. Bruce Singer – Assistant Principal Ext. 1507
Rachel Prakash – Assistant Principal Ext. 1503
Rosemarie Lesser – Secretary Ext. 1501
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Dr. Joyanne D. Miller Elementary School: (Grades 4-5) 407-2500
2 Alder Avenue, Egg Harbor Township, N.J. 08234
Latifah Potter – Principal Ext. 2300
Joan Day – Assistant Principal Ext. 2304
Craig Kahn – Assistant Principal Ext. 2307
Kelly Warker – Secretary Ext. 2305
Pam Fantasia – Secretary Ext. 2302
C. J. Davenport Elementary School: (Grades 2-3) 645-3550
2501 Spruce Avenue, Egg Harbor Township, N. J. 08234
Maryann Giardina – Principal Ext. 1300
Maria Marano – Assistant Principal Ext. 1305
Vicky Irvin – Secretary Ext. 1309
Rosa Melendez – Secretary Ext. 1308
C. J. Davenport Primary School: (Grades PreK-1) 645-3550
2499 Spruce Avenue, Egg Harbor Township, N. J. 08234
Maryann Giardina – Principal Ext. 1300
Maria Marano – Assistant Principal Ext. 1305
Donna Cray – Secretary Ext. 1301
Sharon Chase – Secretary Ext. 1302
E. H. Slaybaugh Elementary School: (Grades 2-3) 927-8222
11 Swift Drive, Egg Harbor Township, N. J. 08234
Kevin Fricke – Principal Ext. 1200
Doris Borne – Assistant Principal Ext. 1205
Donna Mulholland – Secretary Ext. 1202
E. H. Slaybaugh Primary School: (Grades PreK-1) 927-8222
13 Swift Drive, Egg Harbor Township, N. J. 08234
Kevin Fricke – Principal Ext. 1200
Doris Borne – Assistant Principal Ext. 1205
Patricia Smith – Secretary Ext. 1201
Jane Davis – Secretary Ext. 1204
H. R. Swift School: (Grades PreK-3 and District Student Registration) 927-4141
5 Swift Drive, Egg Harbor Township, N. J. 08234
Patricia Connor – Principal Ext. 1100
Lisa Fusaro – Secretary Ext. 1101
Barbara Maples – Secretary Ext. 1102
Lori Berenotto – Secretary Ext. 1103
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Board of Education Meetings
EGG HARBOR TOWNSHIP SCHOOLS
BOARD OF EDUCATION Reorganization Meeting – January 2, 2018
BE IT RESOLVED by the Board of Education of the Egg Harbor Township School District of Atlantic County:
Pursuant to the Open Public Meetings Act, the Egg Harbor Township Board of Education has established the
following meetings of the Board to be held at the Alder Avenue Middle School/Board Room until the next
reorganization meeting of the Board. Action may be taken. Any revisions or additions to this schedule will be
separately noticed pursuant to the open Public Meetings Act.
Executive Session 6:00 p.m. followed by Regular Meeting 7:00 p.m. Work Session Meeting 6:00 p.m. Budget Meeting 6:00 p.m.
Alder Avenue Middle School – Board Room Work Session Meetings Regular Meetings
January 16, 2018 January 23, 2018 February 13, 2018 February 20, 2018 March 13, 2018 March 20, 2018 April 17, 2018 April 24, 2018 May 15, 2018 May 22, 2018 June 12, 2018 June 19, 2018 and June 26, 2018 July 17, 2018 July 24, 2018 August 14, 2018 August 21, 2018 September 11, 2018 September 18, 2018 October 9, 2018 October 16, 2018 November 13, 2018 November 27, 2018 December 11, 2018 December 18, 2018
Budget Meetings January 4, 2018 January 27, 2018 February 27, 2018
March 15, 2018 March 27, 2018
This notice will be sent to “The Press” and “The Current of Egg Harbor Township” (official newspapers of the
Board), filed with the Egg Harbor Township Clerk, and posted on the inside of the glass front door of the Board
Office as required by law.
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Statement of Nondiscrimination
The purpose of federal and/or state anti-discrimination legislation (including, but not limited to Title VII of the Civil Rights Act
as amended, Section 502 and 504 of the Rehabilitation Act, Education for All Handicapped Children Act, the Equal Pay Act as
amended and Title IX of the Education Amendments) the New Jersey Administrative Code 6:2 and 6:4 and the Egg Harbor
Township Board of Education Policy on non-discrimination is to prohibit discrimination against students and employees on the
basis of race, creed, color, sex religion, ancestry, national origin, social/economic status, age, marital status, and/or
handicap/disability.
These and other federal and state laws and regulations provide that all person must be afforded equal opportunity with
regard to:
Access to and treatment in curricular and extra-curricular programs and activities; Treatment under regulations and policies governing student benefits, services, conduct and dress; Equal access to facilities, programs and services for qualified handicapped/disabled persons; Access to employment in educational agencies; and Terms, conditions and benefits of such employment.
The Egg Harbor Township Board of Education has designated Dr. Carolyn Gibson to coordinate compliance efforts and to investigate 1) and complaints of discrimination on the basis of race, creed, color, sex, religion, ancestry, national origin, social/economic status, age or marital status as it pertains to the above and 2) any complaints involving employment practice discrimination on the basis of handicap. As required by federal regulations, all employees and parents/guardians/students must be notified of the name, office address and phone number of this person, also known as the Affirmative Action Officer:
Name: Dr. Carolyn Gibson – Director of Human Resources
Address: Central Administration Offices
Phone: 646-7911 ext. 1022
In addition the Egg Harbor Township Board of Education has designated Dr. Carolyn Gibson to coordinate compliance efforts and to investigate any complaints of discrimination by qualified handicapped /disabled persons as it pertains to educational facilities, programs and/or services. As required by federal regulations, all employees and parents/guardians/students must be notified of the name, office address and phone number of this person, also known as the 504 Officer:
Name: Dr. Carolyn Gibson – Director of Human Resources
Address: Central Administration Offices
Phone: 646-7911 ext. 1022
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Nondiscrimination Grievance Procedures
In keeping with federal/state anti-discrimination legislation, the Egg Harbor Township Board of Education has adopted and hereby publishes this grievance procedure providing for the resolution of employee, student and parent complaints.
PURPOSE: To provide employees, students, and parents/guardians a procedure by which they can seek a remedy for alleged violations
related to discrimination on the basis of race, color, creed, religion, sex, ancestry, national origin, social economic status, age,
marital status or handicap/disability.
DEFINITIONS: Grievance – A formal written complaint.
Grievant – Any employee, student, or parent/guardian aggrieved by a decision condition falling under
the guidelines of federal and/or state anti-discrimination laws.
GRIEVANCE OFFICER:
1. The district’s Affirmative Action Officer shall coordinate compliance efforts with anti-discrimination legislation as it applies to 1) any complaints of discrimination on the basis of race, creed, color, sex, religion, ancestry, national original, social/economic status, age or marital status as it pertains to the above and 2) any complaints involving employment practice discrimination on the basis of handicap; further he/she is charged with the responsibility of investigating such complaints; or
2. The district’s 504 Officer shall coordinate compliance efforts with anti-discrimination legislation as it applies to complaints of qualified handicapped/disabled persons concerning educational programs, facilities and services of investigating such complaints. PROCEDURE:
1. The Grievance Officer has ten (10) working days from receipt of the written grievance in which to investigate and after consulting with administrative/supervisory staff that are directly involved, respond in wiring on the appropriate form to the grievance.
2. If the grievant is not satisfied with the disposition, he/she may appeal to the Superintendent within to (10) working days of the Grievance Officer’s response.
3. The Superintendent’s response shall be rendered in writing within fifteen (15) working days of receiving the written appeal.
4. If the grievant is not satisfied with the disposition, an appeal may be made within ten (10) working days of the Superintendent’s decision to the Egg Harbor Township Board of Education. The Board will head the complaint at its next regular meeting or, at its option, within thirty (30) calendar days. The Board hearing shall be conducted as to afford all parties involved in the complaint, the following: written notice of hearing dates, right to counsel, right to present and cross-examine witnesses, and to present written statements. The decision of the Board shall be by action at an advertised public meeting.
5. The Egg Harbor Township Board of Education shall respond in writing to the grievant within thirty (30) calendar days after the hearing.
6. If the grievant is not satisfied with the Board’s decision, the grievant may file the complaint with the Director of the Office for Civil Rights, Washington, D. C. or appropriate regional office. The grievant maintains the right to by-pass the grievance procedure and submit the complaint directly to the Office for Civil Rights.
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Terms and Conditions of Employment
The Egg Harbor Township Education Association (EHTEA) represents teachers, custodians, maintenance
workers, paraprofessionals, grounds keepers, secretaries, clerks, cafeteria workers, mechanics and attendance
officers. All positions mentioned above must refer to the EHTEA Collective Bargaining Agreement to find
details of their Terms and Conditions of Employment.
All non-union support staff are to refer to Board Policies for their Terms and Conditions of Employment.
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Professional Development Policy
Policy
Egg Harbor Township
Board of Education
3000 Teaching Staff Members
3240 PROFESSIONAL DEVELOPMENT
The Board of Education encourages all teaching staff members to pursue a program of continuing professional
development by course work or matriculation in institutions of higher learning, participation in workshops
and conferences, membership in professional organizations, and independent scholarship.
Teaching staff members may be permitted to: visit other schools and classrooms; attend local, regional, or
national conferences; participate in committees, workshops, and panels, both within and outside the district.
Requests for participation in such professional development activities must be submitted in writing to the
Superintendent or designee for approval. In addition, the Board of Education must approve all travel expenditures
in accordance with N.J.S.A. 18A:11-12 and the State of New Jersey Department of the Treasury, Office of
Management and Budget Circulars 08- 19-OMB and 06-14-OMB (OMB Circulars) and any superseding
circulars and any additional requirements set forth in N.J.A.C. 6A:23A-7 et seq.
A teaching staff member who has been granted time off and/or approved to be reimbursed for a professional
development activity shall submit to the Superintendent or designee, with a copy to the School Business
Administrator/Board Secretary, within ten (number of working days, weeks), a brief written report that includes
the primary purpose of the travel, the key issues addressed at the event, and their relevance to improving
instruction or the operations of the school district.
All active teachers, defined as staff whose positions require possession of the instructional or educational
services certificates in accordance with N.J.A.C. 6A:9C-8 through 11 and 13 and all active school leaders
serving on a permanent or interim basis whose positions require possession of the Chief School Administrator,
Principal, or Supervisor endorsement in accordance with N.J.A.C. 6A:9B-12 shall comply with the
professional development requirements as outlined in N.J.A.C. 6A:9C-4.1 et seq.
To meet the professional development requirement, each teacher shall be guided by an individual Professional
Development Plan (PDP), which shall include at least twenty hours per year of qualifying activities as
outlined in N.J.A.C. 6A:9C-4.4. The PDP shall be developed by each teacher’s supervisor in consultation
with the teacher and shall align with the Professional Standards for Teachers in N.J.A.C. 6A:9-3.3 and the
Standards for Professional Learning in N.J.A.C. 6A:9C-3.3. The PDP shall be updated annually in accordance with
N.J.A.C. 9C-4.4(c) and modified during the year as outlined in N.J.A.C. 9C-4.4(d).
District-level and school-level professional development planning and implementation shall be in accordance
with the requirements of N.J.A.C. 6A:9C-4.2.
Implementation of the professional development requirement for school leaders shall be in accordance with
N.J.A.C. 6A:9C-4.3.
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The Board of Education shall comply with the monitoring and assistance requirements as outlined in N.J.A.C.
6A:9C-4.4.
The Board shall monitor and enforce the professional development requirements for teachers and school leaders
set forth in N.J.A.C. 6A:9C-4.1 et seq. and shall actively assist and support the provision of opportunities
and resources, and the efforts by teachers and school leaders to meet the professional development requirements.
N.J.S.A. 18A:31-2; 18A:6-111
N.J.A.C. 6A:9-3.3; 6A:13-2.1; 6A:9B-8 through 13; 6A:9C-3.3;
6A:9C-4.1 et seq.
Adopted: 10/22/2002
Revised: 12/22/2009, 8/23/2016, 07/25/17
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Professional Day Requests
Professional day requests and reporting forms are located in each building. The secretarial staff will provide
staff members with copies of each form upon request. Following the completion of professional day request, the
building principal must initial each request. Please attach any literature i.e. brochure with each request
describing the event. The original request is to be sent for approval to the attention Dr. Carolyn Gibson at the
Board of Education Central Administration Office. Staff members will receive a confirmation letter of the
approval.
ALL PROFESSIONAL DAYS MUST BE APPROVED BY THE SCHOOL BOARD. WHEN APPLYING
FOR PROFESSIONAL DAYS BE AWARE OF THE DUE DATES FOR SUBMISSION.
Payment
Upon returning from the professional day activity please submit a receipt for your registration. Your allowable
amount will be included in your confirmation letter.
Mileage
When submitting a professional day request, any mileage request (the difference between your normal commute
to your daily teaching assignment and the actual mileage incurred as the result of your professional day activity)
should be estimated on the professional day application. Upon your return from the professional day please submit
a district mileage reimbursement form, which is available from your principal.
Other Fees
When the approved professional day activity has lunch served in the middle of the activity, and is included in the
activity fee, payment for the meal will be approved since there is no possible means of separating the two
expenses.
However, professional day programs in which the luncheon is separate and apart from the meeting or workshop,
or is optional, the professional development funds will not cover such expenses. The basic premise is that the
staff member would be responsible for providing their own lunch if they were at their regular teaching assignment
and, therefore, would assume the same responsibility if the workshop luncheon is not included in the overall cost
of the workshop.
Professional Day Reports
Within ten (10) working days following the professional day, staff members are to submit to the approving
central office administrator a professional day report. The purpose of this report is to provide a synopsis of the
activity, to report on the knowledge gained from the visitation and to report on the value of the activity to the
Egg Harbor Township School District.
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Related Implementation Issues
Teachers on Leave
A teacher on leave for one year or less has the option to accrue professional development hours if: (a) the teacher
has a PDP for the school year; (b) the teacher and the supervisor have signed off on the PDP; and (c) the teacher
has delineated the potential professional development opportunities.
Part-Time Teachers
A part-time teacher is required to accrue 50 hours of professional development within each five year cycle. A
part-time teacher is defined as one who is employed on a regular basis for the school year, but for less than the
full school day or week.
The following formula will be used to handle cases where teachers move back and forth between full and part-
time employment within these five years.
The formula is the calculation of part-time work added to full-time work: x/5 X # hours required in five years =
total number of hours required of that teacher. For example, the number of hours a teacher who is part-time for
three years and full-time for two years would be calculated as follows: (3/5 x 50 = 30) + (2/5 x 100= 40) = 70
total hours required.
Full-Time Teachers Released for Local Education Association Responsibilities
Full-time teachers serving as full-time local education association presidents should be considered “teachers on
leave” and should follow the procedures for these teachers.
Validation of Professional Development
Validation of completion of professional development can be a transcript from a college or university, the
certificate issued by a registered provider, or an attendance record signed by the chairperson or facilitator of a
committee. This information will be recorded and documented on the Record of Professional Development Hours.
Provisionally Certified Teachers
All active te4aching staff members holding standard instructional or educational services licenses are required to
fulfill this requirement. The regulations do not apply to provisionally certified teachers (As stated in
Commissioner of Education’s letter – Sept. 5, 2000).
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New Jersey
Department of Education
Individual Professional Development Plans and Corrective Action Plans for Teachers
(N.J .A.C. 6A:9 -15.4 and 6A:10 -2.5)
Background
Revised professional development regulations effective July 1, 2013 require that (1) all teachers must complete
at least 20 hours of professional development (PD) annually and (2) the content of that PD must be specified in
a teacher’s individual professional development plan (PDP). Teachers receiving a summative rating of
Ineffective or Partially Effective on the annual performance review are placed on a Corrective Action Plan
(CAP), which is implemented in lieu of the PDP for these teachers.
The move to a yearly requirement ensures that teachers’ plans are revisited each year and are aligned with
teachers’ needs identified through the evaluation as well as other district, school, or collaborative team goals.
The teacher and supervisor should work together to develop the teacher’s PDP or CAP using the New Jersey
Professional Standards for Teachers, New Jersey ’s Definition of Professional Development, and the New Jersey
Standards for Professional Learning. Teachers and supervisors should distinguish between learning goals
teachers create for their students (e.g., Student Growth Objectives) and PDP or CAP learning goals, which are
designed for teachers’ growth and improvement.
The PDP and CAP requirements apply to:
All active teachers whose positions require possession of the New Jersey instructional or education
services certificate;
All district boards of education; and
Those nonpublic schools choosing to adopt these regulations whose teachers require the instructional
or education services certificates.
In addition, the PDP requirements apply to charter schools.
New Annual Hourly Requirement
A new requirement for teachers to complete a minimum of 20 PD hours per year replaces the former
requirement to complete 100 hours over 5 years. Going forward, the professional development cycle will
extend from July 1 through June 30 each year. As before, this requirement may be prorated in a given year,
depending on individual circumstances such as a prolonged leave or a part-time teaching assignment. For
example, if a teacher works only three quarters of the school year, s/he is required to complete a minimum of 15
hours in that particular academic year (three-quarters of the annual requirement of 20 hours). A teacher’s
individual PDP or CAP goals may necessitate more than the minimum requirements. Additional hours of
qualifying activities may be required for teachers in low- performing schools, as determined by the Commissioner.
Developing the PDP
The teacher’s PDP, now effective for one year, must incorporate goals related to:
1. One area derived from the results of observations and evidence in the teacher’s annual
performance evaluation;
2. Additional areas, as appropriate, aligned to (a) the teacher’s role as a member of a collaborative
professional learning team and (b) any school and/or district improvement goals; and
3. Any requirements for professional development stipulated elsewhere in statute or regulation.
For teachers new to a district, a PDP must be created within 30 instructional days of the teacher’s
assignment. This time period has been shortened from the 60-day requirement in prior regulations.
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Effective and Highly Effective teachers and their supervisors should consider professional learning
that engages teachers in leadership roles such as grant writing, mentoring a pre-service or novice
teacher, professional service on boards or committees, teaching a course or making presentations,
and developing curriculum.
Teachers who have set multi-year professional learning goals under the previous 5-year cycle
requirement (e.g., completion of an advanced degree program) may continue to pursue these goals;
however, they must meet the new 20-hour annual requirement and revise their PDPs to reflect
annual goals.
At the end of the school year, most teachers will create the PDP for the subsequent year as part of
the evaluation conference with their supervisor. The goals linked to evaluation results should be
based on the evaluation data available at that time for each individual. Teachers in tested areas who
receive a Student Growth Percentile (SGP) may not have that data at the end of the academic year.
Whenever the SGP data are received and the summative evaluation determined, the teacher and
supervisor should review that additional information and determine if the PDP should be revised. In
general, PDPs should be viewed as “living” documents subject to review and discussion throughout
the academic year and which may be adjusted to support the teacher’s progress and respond to student
learning needs.
Developing the CAP
Teachers required to develop a CAP will work with their supervisors to create a plan focused on
meeting the needs identified through the performance evaluation process. The CAP must include
specific goals for improvement and timelines for meeting those goals and must delineate the
responsibilities of both teachers and administrators in implementing the plan.
The CAP does not preclude any other plans for improvement determined to be necessary by the
supervisor. Any PD requirements stipulated in statute or regulation must also be fulfilled. The CAP
remains effective until the next annual performance review.
If the teacher’s summative evaluation rating is finalized by the end of the school year and a CAP is warranted, then the CAP must be developed prior to September 15th of the following school year. The teacher and supervisor may elect to develop the CAP as part of the annual evaluation conference at the end of the year.
If a PDP has been developed but the subsequent addition of SGP data changes the teacher’s summative
evaluation rating to Partially Effective or Ineffective, then a CAP must be created to replace the PDP
within 15 working days following receipt of the rating. Supervisors should communicate this
important contingency to all teachers who might be affected by a delayed summative evaluation
rating.
Monitoring and Support for Meeting PDP and CAP Goals
The teacher’s supervisor, supported by the school district administrator and district board of education, is
responsible for ensuring all teachers receive the necessary opportunities, support, and resources to engage in
ongoing professional learning and to meet the goals of their PDPs and/or CAPs.
The progress of each teacher in meeting the goals of the PDP must be discussed during a minimum of one annual
conference between the teacher and supervisor. The teacher must provide evidence of progress toward meeting
the goals of the PDP and the evidence must be discussed and reviewed with the supervisor as part of each
annual conference.
Teachers with a CAP must receive a mid-year evaluation. The progress of each teacher in meeting the goals of
the CAP must be discussed during each post-observation conference. Further, the teacher’s progress in meeting
the goals of the CAP, together with data and evidence about that progress collected by the supervisor and teacher,
must be documented in the teacher’s personnel file. The data and evidence are reviewed during the annual
summary conference or the mid-year evaluation, as appropriate.
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For More Information
View professional standards, guidance materials, and optional PDP and CAP plan templates
and examples at www.nj.gov/education/profdev/.
Access AchieveNJ resources on professional development and support at
http://www.state.nj.us/education/AchieveNJ/resources/comm.shtml.
To share questions or comments, please email [email protected].
November 2013
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Egg Harbor Township School District PreK – 12 Professional Development Plan (PDP)
Professional development includes district and individual professional development experiences, and other opportunities offered by a
New Jersey registered provider. Goals and activities may be modified throughout the calendar year to meet emerging needs of the
staff member. Professional Development goals should reflect student-learning goals.
Name: District: Egg Harbor Township Schools
School: Timelines:
DISTRICT GOALS:
The Egg Harbor Township School District will continue to build a culture and climate that embraces, engages and educates
individual students and their learning needs.
1. Improve Student Achievement Prioritize Literacy for ALL; meet the social and emotional learning needs of individuals; create innovative learning experiences with STREAM education.
2. Support Climate and Culture Administrators, teachers, students, parents, and community members will support positive learning environments, where all are recognized and rewarded for achievement, progress, good character, work ethic and a respect for diversity.
3. Enhance Community Pride Reach out to the community by creating partnerships and cultivating relationships with all stakeholders.
PERSONAL GOALS:
BASED ON YOUR NEEDS, CHOOSE FROM THE LIST BELOW:
Social Emotional Learning
Service Learning
BrandEd (#EHTPride)
Literacy for ALL
Response To Intervention (RTI) Multi-tiered Supports
Global-ready education (21st Century Learning/Skills/College and Career Readiness)
Learning Spaces
STREAM
Personalized Learning
Student Agency
Community Engagement
Indicate how the above goals relate to the New Jersey Standards for Professional Development:
All of the above goals require activities that are aligned with the New Jersey & NCLB Professional Development and Teaching
Standards.
Suggested activities to accomplish my goals are:
1. Participate in Professional Development activities that are a part of the District PDP (must be documented).
2.
3.
This PDP was developed by:
Staff Person’s Signature Date:
Supervisor’s Signature Date:
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Egg Harbor Township School District PreK – 12
RECORD OF PROFESSIONAL DEVELOPMENT HOURS
Name: DISTRICT: Egg Harbor Township Schools
ANNUAL REVIEW: (attach relevant documentation where applicable)
Activities Dates # Hours Documentation
Total number of hours completed: From: To:
Staff Person’s Signature: Date:
Supervisor’s Signature: Date:
(Supervisor’s signature acknowledges receipt of annual review)
A copy of this form must be kept in the staff member’s personnel file. Participation in district professional development activities, which are a part of the approved district professional
plan, must be recorded on this form. 100 hours of PD must be completed every five years.
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Egg Harbor Township School District PreK – 12
PDP MODIFICATION FORM
Name: Date:
School: Date:
1. New Professional Development Goals:
2. How do your new professional development goals relate to your district, school, department, or personal goals, and to the New Jersey Professional Development Standards? (address all that apply)
3. List the activities to accomplish the new goals:
4. Identify the resources necessary and the source to accomplish the new goals:
Reviewed and discussed with subject supervisor on: Date
Signature of Teacher:
Signature of Supervisor:
ATTACH THIS FORM TO THE PDP FOR THIS YEAR
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Anticipated Maternity Leave Policy
Policy
Egg Harbor Township
Board of Education
4000 Support Staff Members
4435 Anticipated Maternity Leave
Employees requesting a pregnancy related disability will be granted the "presumption of disability" for a
period of twenty days before and twenty days following the expected birth. The following requirements
shall exist.
A. The employee requesting a maternity disability leave shall request in writing to the Superintendent
no later than three months prior to its effective date. The request shall include the following information:
1. The intention to return to work after the disability period, or a request for a child rearing leave
following the disability period of time as prescribed in Article XVI of the negotiated agreement;
2. A statement as to the expected due date and the final date of work.
B. A doctor's note indicating the existence of a maternity disability and the projected due date;
C. The employee shall be entitled to apply sick days during the period of presumed disability provided
sufficient accumulated sick days exist;
D. Extensions to the presumed period of disability (20/20) will be granted only under the following conditions:
1. Additional documentation by a physician indicating that such extensions are necessary along with the
duration of the extension;
2. That the employee has accumulated sufficient sick time to be applied.
E. When applied sick days run into a scheduled day off (NJEA, snow days, holidays and vacation periods)
the day(s) will be counted as part of the disability period but will not be deducted from accumulated sick
time.
Adopted: 10/22/2002
Revised:5/8/2012
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Maternity Leave and Child Rearing Direction Sheet and Forms
Maternity Leave
(Board approval needed)
Maternity Leave paperwork is located in the main office of every school. Please, include and complete the following:
Maternity Leave Request Form
Available written documentation supporting this request
Letter addressed to Dr. Kimberly Gruccio – Superintendent, requesting a Maternity Leave with specific dates
Maternity Leave will not be approved until the Director of Human Resources’ office is in receipt of a physician’s statement indicating: (1) the expected date of delivery; (2) last work date or period of disability prior to delivery; and (3) the doctor’s normal post-delivery recovery period. In order to return to work following a delivery, the employee shall furnish a physician’s certificate stating that the employee is medically able to resume or continue to perform her duties. Must complete Child Rearing Leave request form if extending beyond the Maternity disability period. Please, return the above information to: Nicole Barr, District Office (Slaybaugh Primary). Questions: [email protected] FAX: 609-601-2794
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Sick Leave Policy
Policy
Egg Harbor Township
Board of Education
4000 Support Staff Members
4432.1 Sick Leave
The Board of Education shall grant sick leave, in accordance with law, to non-teaching staff members absent
from work because of medical disability or quarantine. Each steadily employed employee eligible for sick leave
will be entitled annually to the number of paid sick leave days negotiated with the employee's majority representative
or provided in this policy.
An employee who has been employed in the district at least twelve months and for at least one thousand two
hundred fifty hours in the previous twelve months is eligible for sick leave under the Federal Family and Medical
Leave Act. When any such employee with a serious health condition has exhausted his/her entitlement to paid
sick leave, personal leave and vacation time the Board may grant additional, unpaid sick leave until the total
amount of the employee's sick leave, both paid and unpaid, is equal to twelve work weeks in any twelve month
period. "Serious health condition" means an illness, impairment, or physical or mental condition that involves
inpatient care in a hospital, hospice, or residential care facility or continuing treatment by a health care provider.
When medically necessary, unpaid sick leave granted under this paragraph may be taken intermittently or on a
reduced leave schedule.
The Board will consider the application of any eligible employee for an extension of sick leave when the employee
has exhausted all statutory entitlements to sick leave.
The Board reserves the right to require of any employee who claims sick leave, sufficient proof, including a
physician's certification, of the employee's illness or disability. As a minimum, no day will be considered to be a
sick leave day on which the employee has engaged in or prepared for other gainful employment, has participated in
a work stoppage, or has engaged in any activity that would raise doubts regarding the validity of the sick leave
request.
The Superintendent will prepare rules for the administration of the Board's policy on sick leave, which shall be
binding on all employees.
The Superintendent will submit to the Board the names of those employees absent for non- compensable cause
or whose claim for sick leave pay cannot be justified. The willful misuse of sick leave will be considered a serious
infraction and is subject to discipline.
29 U.S.C. 2601 et seq.
N.J.S.A. 18A:30-1 et seq.
Adopted:5/22/2012
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Medical Leave Direction Sheet and Request Form
Medical Leave
(Board approval needed)
Medical Leave paperwork is located in the main office of every school and on the district webpage under Faculty & Staff “frequently needed forms”. Please, include and complete the following:
Medical Leave Form
Please check off Federal Family Leave Doctors Note with specific dates
Date of first day out and date of return
Letter addressed to Dr. Kimberly Gruccio, Superintendent, requesting a medical leave with specific dates reflecting the same dates as the doctors note
To Return to work, you must have a doctor’s note if the return date was pending per first doctor’s note
You will use all paid Sick, Personal and Vacation time before you may go on an Unpaid Leave. Please, return the above information to: Nicole Barr, District Office (Slaybaugh Primary). Questions: [email protected] FAX: 609-601-2794
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Family Leave Policy
Policy
Egg Harbor Township
Board of Education
4000 Support Staff Members
4431.1 Family Leave
In accordance with the federal Family and Medical Leave Act (FMLA) and the New Jersey Family Leave
Act, (NJFLA), the Board of Education will grant eligible support staff members up to twelve weeks leave of
absence in any twelve month period for the provision of the care made necessary by the birth or adoption of
a child or by the serious health condition of a spouse, parent, child under the age of 18, or children over
18 years old who are incapable of self-care because of a physical or mental impairment.
In accordance with the, NJFLA, the Board of Education will grant eligible support staff members up to twelve
weeks leave of absence in any twenty four month period for the provision of care made necessary by the
serious health condition of the employee.
In situations where a leave is provided by both the New Jersey Family Leave Act and the federal Family and
Medical Leave Act, the employee is entitled to only up to 12 weeks of leave, in a 12 month period, to care for
a family member or newly born or adopted child.
No employee shall be required to take family leave or to extend family leave beyond the time requested.
An eligible employee may choose to exhaust their available sick, vacation, and other paid time over
concurrently with their FMLA and/or FLA usage.
It is the policy of the Board that an employee shall not be discriminated against for having exercised his
or her rights under the Family and Medical Leave Act or the New Jersey Family Leave Act, nor discouraged
from the use of such leave.
At the time of a request for leave, an employee will be asked to have the applicable Health Care Provider
complete a Certification of Health Care Provider Form. The employee will have fifteen days to return this form.
For the purposes of this policy:
"Parent" is a biological, adoptive, step-parent, foster parent, legal guardian or an individual who stood in
loco parentis to the employee when the employee was a child.
"Serious health condition" means an illness, injury, impairment, or physical or mental condition that
involves:
any period of incapacity or treatment connected with inpatient care (i.e., an overnight stay) in a
hospital, hospice, or residential medical care facility; or
a period of incapacity requiring absence of more than three calendar days from work, school, or
other regular daily activities that also involves continuing treatment by (or under the supervision
of) a health care provider; or
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any period of incapacity due to pregnancy, or for prenatal care; or
any period of incapacity (or treatment therefore) due to a chronic serious health condition (e.g., asthma,
diabetes, epilepsy, etc.); or
a period of incapacity that is permanent or long-term due to a condition for which treatment
may not be effective (e.g., Alzheimer's, stroke, terminal diseases, etc.); or,
any absences to receive multiple treatments (including any period of recovery therefrom) by, or on
referral by, a health care provider for a condition that likely would result in incapacity of more
than three consecutive days if left untreated (e.g., chemotherapy, physical therapy, dialysis, etc.).
Eligibility
An employee shall become eligible for family leave after he or she has worked twelve months in this district
and, for purposes of the FMLA has worked at least one thousand two hundred fifty hours during the previous
twelve month period. For purposes of the FLA, the employee has worked at least one thousand hours during
the previous twelve month period.
The calculation of the twelve month period shall commence with the commencement of the family leave.
Leave taken for the birth or adoption of a child may commence at any time within one year after the birth or
adoption, regardless of when the birth or adoption occurs.
An employee on family leave shall not work full-time for another employer, unless he or she was so employed
full-time prior to the commencement of family leave. An employee on family leave may work part-time up to
half of the hours regularly worked for this Board prior to the family leave or part-time in any employment
outside the district that commenced prior to the family leave.
Where spouses are both employed by the same employer, they will be limited to a combined total of 12
workweeks of family leave for the following reasons:
birth and care of a child;
for the placement of a child for adoption or foster care, and to care for the newly placed child; and,
to care for an employee's parent who has a serious health condition
The fact that a holiday may occur within the week taken by an employee as Family and Medical Leave Act
(FMLA) has no effect on the FMLA leave. The week is counted as a week of FMLA. However, if the employee
is out on FMLA and the school district is closed and the employee would not be expected to report for
work for one or more entire weeks, the days the school district is closed, for this employee, do not count
against the employee's FMLA leave entitlement.
Any leave time remaining after an employee has exhausted his or her entitlement to intermittent leave in any
twelve month period may be taken as consecutive leave or reduced leave, and any leave time remaining after
an employee has exhausted his or her entitlement to reduced leave in any twelve month period may be taken
as consecutive leave or intermittent leave.
Types of Leave
In certain circumstances, an employee may take family leave in consecutive weeks, as intermittent leave, or
as reduced leave.
Consecutive Leave
“Consecutive leave” is leave which is continuous, uninterrupted, and of a specific duration.
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Intermittent or Reduced Leave
“Intermittent leave” is leave taken in separate blocks of time due to a single qualifying reason.
“Reduced leave” or a “reduced leave schedule” is a leave schedule that reduces an employee's usual number
of working hours per workweek, or hours per workday.
(1). An eligible employee is entitled to take intermittent leave or reduced leave when medically necessary for
the serious medical condition of a family member or for their own serious health condition, but the employee
and the Board must agree to intermittent leave for the birth or adoption of a child.
(2). An employee who requests intermittent or reduced leave for foreseeable medical treatment shall make a
reasonable effort to schedule such leave so as not to unduly disrupt the instructional program.
(3). If an eligible instructional employee needs intermittent leave or leave on a reduced leave schedule to
care for a family member with a serious health condition, or for the employee's own serious health condition,
which is foreseeable based on planned medical treatment, and the employee would be on leave for more
than 20 percent of the total number of working days over the period the leave would extend, the Board may
require the employee to choose either to:
(i) Take leave for a period or periods of a particular duration, not greater than the duration of
the planned treatment; or
(ii) Transfer temporarily to an available alternative position for which the employee is qualified,
which has equivalent pay and benefits and which better accommodates recurring periods of leave
than does the employee's regular position.
(4). The total time take as intermittent or reduced leave should not exceed the 12 week, 60 day, allotment
under the FMLA and/or FLA.
Notice Requirements
An employee shall provide at least thirty days’ notice prior to the commencement of leave, when he or she
knows about the need for the leave in advance and it is possible and practical to do so.
If 30 days advance notice is not possible because the situation has changed or the employee does not know exactly
when leave will be required, the employee must provide notice of the need for leave as soon as possible and
practical. When the employee has no reasonable excuse for not providing at least 30 days advance notice, the
employer may delay the FMLA leave until 30 days after the date notice is provided. When the employee
could not have provided 30 days advance notice, but has no reasonable excuse for not providing a shorter
period of advance notice, the employer may delay the FMLA leave by whatever amount of time that the
employee delayed in notifying the employer.
Benefits
Family leave shall be unpaid leave.
In accordance with law, the Board will maintain coverage under any group health insurance policy, group
subscriber contract, or health care plan at the level and under the conditions coverage would have been
provided if the employee had not been absent on family leave.
An employee returning from family leave shall be entitled to the position he or she held when leave
commenced or to a similar position, full-time or part-time, within his or her certification, except as his or her
entitlement to a position may have been affected by a reduction in force. The employee's tenure and seniority
rights, if any, and other benefits shall be preserved, but the employee shall accrue no additional time toward
tenure or seniority for the period of the leave, except as may be provided by law.
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The return of an employee prior to the expiration of family leave shall be permitted if the return does not
unduly disrupt the instructional program or require the Board to incur the cost of continuing the employment
of a substitute under contract.
Family leave granted to a non-tenured employee cannot work to extend the employee's employment beyond
the expiration of his or her employment contract.
Verification of Leave
The Board shall require the certification of the health care provider verifying the purpose of requested
family leave. Certification of a serious health condition shall contain the date on which the condition
commenced, its probable duration, and relevant medical information known to the provider. Certification of a
birth or adoption shall contain the projected date of birth or placement.
In the event the Board doubts the validity of the certification, the employee shall obtain the opinion of a
second health care provider approved by the Board and at the Board’s expense. If the certification and opinion
disagree, the employee shall, at Board expense, obtain an opinion from a third health care provider approved
by both the employee and the Board. The opinion of the third health care provider shall be final and binding.
In order that an employee's entitlement to family leave can be properly determined, the Superintendent
shall ensure the keeping of accurate attendance records that distinguish family leave from other kinds of leave.
QUALIFIED EXIGENCY LEAVE
Eligible employees with a spouse, son, daughter, or parent on active duty or call to active duty status in the
National Guard or Reserves in support of a contingency operation may use their twelve (12) week leave
entitlement to address certain qualifying exigencies. Qualifying exigencies may include attending certain
military events, arranging for alternative childcare, addressing certain financial and legal arrangements,
attending certain counseling sessions, and attending post-deployment reintegration briefings.
FMLA also includes a special leave entitlement that permits eligible employees to take up to twenty-six
(26) weeks of leave to care for a covered service member during a single twelve (12) month period as set forth
in the FMLA, as amended.
Service member FMLA runs concurrent with other leave entitlements provided under federal, state and local
law.
The Board may require a certification providing the appropriate facts related to the particular qualifying
exigency for which leave is sought and a copy of the military member’s active duty orders.
29 U.S.C. 2601 et seq.
29 C.F.R. 825.200 et seq.
N.J.S.A. 34:11B-1 et seq.
Adopted (replacement): 12/23/2015 Revised: 4/26/2016
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Family Leave Direction Sheet and Request Form
Family Leave
(Board approval needed)
Family Leave paperwork is located in the main office of every school and on the district webpage under Faculty & Staff “frequently needed forms”. Please, include and complete the following:
Family Leave Request Form
Please check off New Jersey Leave
Doctor’s note with specific dates from the family member’s doctor stating you are caring for this family
member
Letter addressed to Dr. Kimberly Gruccio – Superintendent, requesting a Family Leave with specific
dates and for which family member the leave is needed
You may choose to use any accumulated time
Please, return the above information to: Nicole Barr, District Office (Slaybaugh Primary). Questions: [email protected] FAX: 609-601-2794
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Personal Leave Direction Sheet and Request Form
Personal Leave
(Board approval needed)
Family Leave paperwork is located in the main office of every school and on the district webpage under Faculty & Staff “frequently needed forms”. Please, include and complete the following:
Personal Leave Form
Letter addressed to Dr. Kimberly Gruccio, Superintendent, requesting a Personal Leave with specific dates
the leave is to span
This will be an unpaid leave only
Please, return the above information to: Nicole Barr, District Office (Slaybaugh Primary). Questions: [email protected] FAX: 609-601-2794
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Military Leave Policy
Policy
Egg Harbor Township
Board of Education
3000 Teaching Staff Members
3437 MILITARY LEAVE
The Board of Education recognizes that military service rendered by any district employee in the defense
of the country or in maintaining preparedness for conflict, foreign or domestic, is a service benefiting
all citizens. Any permanent or full-time officer and/or employee of the district will be provided military leave
and related benefits pursuant to the Uniformed Services Employment and Reemployment Rights Act
(USERRA), 38 U.S.C. Section 4301 et seq., P.L. 2001 Chapter 351 amending N.J.S.A. 38:23-1, N.J.S.A.
38:1-1 and N.J.S.A. 38:4-4, and any other applicable Federal and State laws.
A permanent or full-time temporary officer or employee of the school district who is a member of the
organized militia of New Jersey (New Jersey National Guard, New Jersey Naval Militia Joint Command) shall
be entitled, in addition to pay received, if any, to a leave of absence without loss of pay or time on all days in
which he/she is engaged in any period of State or Federal active duty. The leave of absence for Federal active
duty or active duty for training shall not exceed ninety (90) workdays in the aggregate in any calendar year. A
permanent or full-time temporary officer or employee who has served less than one year in the district shall
receive this leave without pay, but without loss of time. This paid leave shall be in addition to the regular
vacation or other accrued leave provided to the officer or employee. Any leave of absence for such duty in
excess of ninety (90) workdays shall be without pay, but without loss of time.
A permanent or full-time temporary officer or employee who is a member of the organized reserve of the
Army of the United States, United States Naval Reserve, United States Air Force Reserve or United States
Marine Corps Reserve, or other organization affiliated therewith, including the National Guard of other states,
shall be entitled, in addition to pay received, if any, to a leave of absence without loss of pay or time on all
work days he/she shall be engaged in any period of active duty, provided such leave of absence shall not exceed
thirty (30) work days in any calendar year. A permanent or full-time temporary officer or employee who is a
member of the organized reserve of the Army of the United States, United States Naval Reserve, United States
Air Force Reserve of United States Marine Corps Reserve, or other organization affiliated therewith, including
the National Guard of other states, shall be entitled, in addition to pay received, if any, to a leave of absence
without loss of pay or time on all work days he/she shall be engaged in any period of active duty, provided
such leave of absence shall not exceed thirty (30) work days in any calendar year. A permanent or full-time
temporary officer or employee who has served less than one year in the district shall receive this leave without
pay, but without loss of time. This paid leave shall be in addition to the regular vacation or other accrued leave
provided to the officer or employee. Any leave of absence for such duty in excess of thirty (30) workdays
shall be without pay, but without loss of time.
Military leave with pay is not authorized for Inactive Duty Training (IDT) as defined in: N.J.A.C. 5A:2-2.1.
The district will provide benefits and rights for staff on military leave as required by Federal and State
laws.
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Pursuant to N.J.S.A. 52:13H-2.1, in accordance with the provisions of Article VIII, Section II, paragraph
5 of the New Jersey Constitution, upon application by the district to the State Treasury and approval of the
application by the Director of the Division of Budget and Accounting, reimbursement shall be made by the
State of New Jersey for any costs incurred as a result of the provisions of P.L. 2001, Chapter 351.
N.J.S.A. 18A:6-33; 18A:28-11.1; 18A:29-11; 18A:66-8.1
N.J.S.A. 38:23-1 et seq.; 38A:1-1; 38A:4-4; 52:13H-2.1; N.J.A.C.5A:2-2.1
Uniformed Services Employment and Reemployment Rights Act (USERRA), 38 U.S.C. Section 4301 et seq.
Adopted: 10/22/2002
Revisions: 10/14/2003
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Military Leave Direction Sheet and Request Form
Military Leave
(Board approval needed)
Military Leave paperwork is located in the main office of every school and on the district webpage under Faculty & Staff “frequently needed forms”. Please, include and complete the following:
Military Leave Form with Orders attached
Letter addressed to Dr. Kimberly Gruccio – Superintendent, requesting a Military Leave with specific dates of the leave
Please, return the above information to: Nicole Barr, District Office (Slaybaugh Primary). Questions: [email protected] FAX: 609-601-2794
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Tuition Approval and Reimbursement Procedures
Under the terms of the current negotiated agreement, certified staff members may apply for a reimbursement of
$500.00 per course for formal graduate level students. Prior approval from the Director of Human Resources must
be obtained in order for the reimbursement to be given. In order for any reimbursement request to be considered,
a copy of the student’s report grades for the courses in question must be attached.
NOTE: under Article XXV of the EHTEA negotiated contract, an individual’s reimbursement will be on a first
come first serve basis.
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Employee Signature Page – Receipt of New Employee Booklet TEACHER
PRINT NAME: _________________________________________ ________________________ (Print Name) (Date) NEW EMPLOYEE: ______________________________________ ________________________ (Signature) (Job Title) _______________________________________________________
(Location/Department)
PRINT, SIGN AND RETURN TO:
Nitty D’Allesandro Administrative Assistant to the Director of Human Resources
Egg Harbor Township Schools District Office – Slaybaugh Primary
13 Swift Drive Egg Harbor Twp., NJ 08234