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


January


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


June



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


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


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


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


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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Professional Learning Community & Professional Development

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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.

http://www.state.nj.us/education/profdev/profstand/

http://www.state.nj.us/education/profdev/profstand/

http://www.nj.gov/education/profdev/regs/pddef.pdf

http://www.nj.gov/education/profdev/regs/pddef.pdf

http://www.state.nj.us/education/profdev/regs/pddef.pdf

http://www.state.nj.us/education/profdev/regs/pddef.pdf

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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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Policies and Frequently Needed Forms

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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


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


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


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


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


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


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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


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


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Critical Illness Verification Form

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Death in Family Verification Form

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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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Graduate Course Approval Form

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Graduate Course Reimbursement Form

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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

orientation guide 2018 2019

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