CSEA Agreement - Val Verde Unified School District

Val Verde
UNIFIED SCHOOL DISTRICT
AGREEMENT
BETWEEN THE
VAL VERDE UNIFIED SCHOOL DISTRICT
BOARD OF EDUCATION
AND THE
CALIFORNIA SCHOOL EMPLOYEES ASSOCIATION
CHAPTER NUMBER 567
JULY 1, 2013 - JUNE 30, 2016
TABLE OF CONTENTS
Description
Page No.
ARTICLE I - RECOGNITION
1.0
Acknowledgment
1.1
Scope of Representation
1.2
Employee
1.3
Restriction on Contracting Out
ARTICLE II - DISTRICT RIGHTS
1
1
1
1
1
3
ARTICLE III - ORGANIZATIONAL RIGHTS
3.0
Access
3.1
Communication
3.2
Use of District Facilities
3.3
Bargaining Unit Information
3.4
Right to Review Documents
3.5
Distribution of Agreements
3.6
CSEA Leave
3.7
Representation on School Site Counsels
3.8
Ratification of Agreement
3.9
Insurance Committee Meetings
ARTICLE IV - CONCERTED ACTIVITIES
4.0
Association Obligations
4.1
District Obligation
ARTICLE V - ORGANIZATIONAL SECURITY
5.0
Employee Rights
5.1
Employees Exempt From Obligation to Pay
Service Fee
5.2
Dues and Service Fee Deductions
5.3
Definition of Service Fees
5.4
Annual Verification of Service Fee by CSEA
5.5
Procedures for Service Fee Payers to Contest
the Amount of the Fee and Escrow Account
5.6.
Hold Harmless Provision
ARTICLE VI - NONDISCRIMINATION
6.0
Nondiscrimination
6.1
Remedy
ARTICLE VII - PAY AND ALLOWANCES
7.0
Regular Rate of Pay
7.1
Paychecks
7.2
Frequency - Once Monthly
7.2.1
Frequency - Twice Monthly
7.3
Payroll Errors
7.4
Lost Checks
7.5
Promotion
7.5.1
Posting of Notice
7.5.2
Application Period
7.5.3
Notice Contents
7.5.4
Application Procedure
7.5.5
Notification to Applicants
7.5.6
Promotional Transfers
5
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6
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12
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12
i
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7.6
Mileage
7.7
Employee Expenses and Materials
7.7.1
Uniforms
7.7.2
Tools
7.7.3
Physical Examinations
7.7.4
Meals and Lodging
ARTICLE VIII - SALARY CLASSIFICATION
8.0
Classification
8.1
Classification and Reclassification
Requirements
8.1.1
Inconsistent Duties
8.1.2
Reclassification
8.1.3
Procedure
8.2
New Position or Changes
8.3
Salary Placement of Reclassified Positions
8.4
Incumbent Rights
8.5
Downward Adjustments
8.6
Abolition of a Position or Class Positions
ARTICLE IX - SALARY AND HEALTH AND WELFARE BENEFITS
23
9.0
Salary
9.0.1
Part-Time Employees
9.0.2
Night-Shift Differential
9.0.3
PERS Contribution
9.1
Health and Welfare Benefits
9.2
Specific Information on Health and
Welfare Benefits Coverages
9.2.1
Medical Insurance
9.2.2
Dental Plan
9.2.3
Vision Plan
9.2.4
Life Insurance
9.2.5
Voluntary Coverages
9.2.6
Coverage During Leaves
9.3
Part-Time Employees
9.4
Benefit Continuation
9.5
Health Insurance for Retirees
9.5.1
Eligibility for Health Insurance for Retirees
9.5.2
Procedure for Health Insurance for Retirees
9.6
Section 125 Plan
9.7
PERS Early Retirement Incentive
9.8
Longevity Schedule
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ARTICLE X
10.0
10.1
10.2
10.2.1
10.2.2
10.2.3
10.2.4
10.2.5
10.3
10.3.1
10.3.2
10.3.3
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43
44
44
45
45
- HOURS OF EMPLOYMENT AND OVERTIME
Workday and Workweek
Work Year Schedule
Overtime Defined
Compensation for Overtime
Authorization of Overtime
Assigning of Overtime
Overtime - Right of Refusal
Compensatory Time Off
Call-In (Emergency) Time Defined
Compensation for Call-In Time
Minimum Call-In Time
Call Back Time
ii
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10.3.4 Voluntary Attendance of District Functions
10.4
Adjustment of Assigned Time
10.5
Temporary Assignment in Higher Class
10.6
Lunch Period
10.7
Rest Periods
10.8
Voting Time Off
10.9
Standby Time
10.10
Aides as Noon Playground Supervisors
10.11
Summer Recess Period Assignments
10.12
Summer Work Shifts
ARTICLE XI - HOLIDAYS
11.0
Scheduled Holidays
11.1
Additional Holidays
11.2
Holidays on Saturday or Sunday
11.3
Holiday Eligibility
ARTICLE XII - NEGOTIATIONS
12.0
Notification and Public Notice
12.1
Successor Agreement
12.2
Consultants
12.3
Authorized Parties
12.4
Time and Place
12.5
Release Time for Negotiations
12.6
Press Release
ARTICLE XIII - MISCELLANEOUS PROVISIONS
13.0
Term of Agreement
13.1
Completion of Negotiations
13.2
Effects of this Agreement
13.3
Copies of Agreement
13.4
Severability
13.5
Ratification of Additions or Changes
13.6
Article and Section Titles
13.7
Personnel File Contents and Inspection
13.8
Past Practices
13.9
Instructional Aides
13.10
Information Packet
13.11
Right to Organize
ARTICLE XIV - VACATION
14.0
Eligibility
14.1
Paid Vacation
14.2
Accumulation
14.3
Vacation Pay
14.4
Vacation Pay Upon Termination
14.5
Vacation Postponement
14.6
Holidays
14.7
Vacation Scheduling
14.8
Interruption of Vacation
14.9
Vacation for Employees Working Fewer
Than Eight Hours Daily
14.10
Vacation Carry-Over
ARTICLE XV - LEAVES
15.0
Extent of Benefits
15.1
Effect on Seniority
15.2
Notice of Return
iii
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15.3
15.4
15.5
15.6
15.7
15.8
15.9
15.10
15.10.1
15.10.2
15.11
15.12
15.13
15.14
15.15
Leave of Absence for Illness or Injury
Industrial Injury or Illness Leave
Personal Necessity Leave
Bereavement Leave
Jury Duty
Adoption Leave
Health Leave
Maternity Leave
Employee Options
Use of General Leave for Maternity
Military Leave
Study Leave
Family and Medical Leave Act
Extended Illness or Injury Leave
Misuse of Leave
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ARTICLE XVI - TRANSFERS
16.1
Definitions
16.1.1 Transfer
16.1.2 Voluntary Transfer
16.1.3 Involuntary Transfer
16.2
Posting of Notice
16.3
Voluntary Transfer
16.4
Involuntary Transfer
ARTICLE XVII - LAYOFF AND REEMPLOYMENT
17.1
Notice
17.2
Order of Layoff
17.2.1 Seniority
17.3
Reemployment Rights
17.4
Bumping Rights
17.5
Notification of Reemployment Opening
17.6
Employee Notification to District
17.7
Retirement in Lieu of Layoff
ARTICLE XVIII - EVALUATION PROCEDURES
18.0
Frequency
18.1
Effect of Promotion
18.2
Recommendations for Improvement
18.3
Restoration to Position
18.4
Employee Receipt of Evaluation
18.5
Right to Rebuttal
18.6
Right to Grieve
18.7
Appeal
18.8
Hearsay Statements
ARTICLE XIX - GRIEVANCE PROCEDURE
19.0
Definitions
19.1
Procedure
19.2
Informal Adjustment
19.3
Formal Levels
19.3.1 Level I
19.3.2 Level II
19.4
General Provisions
ARTICLE XX - DISCIPLINE
20.1
General
20.2
Notice of Intended Disciplinary Action
iv
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20.3
20.4
20.5
20.6
20.7
Hearing
Issues
Decision
Summary Discipline
Right to Conference Regarding
a Written Reprimand
20.8
Release
20.9
Probationary Employees
20.10
Right to Representation
ARTICLE XXI - SAFETY
21.0
Required Equipment
21.1
Failure to Use Equipment
21.2
Safety Committee
21.3
Reporting Unsafe Conditions
APPENDIX A - VAL VERDE UNIFIED SCHOOL DISTRICT
CLASSIFIED CLASSIFICATIONS
APPENDIX B - VAL VERDE UNIFIED SCHOOL DISTRICT
ANNUAL CLASSIFIED SALARY SCHEDULE
Effective July 1, 2013
APPENDIX C - VAL VERDE UNIFIED SCHOOL DISTRICT
HOURLY CLASSIFIED SALARY SCHEDULE
Effective July 1, 2014
APPENDIX D - VAL VERDE UNIFIED SCHOOL DISTRICT
AGREEMENT BETWEEN THE VAL VERDE UNIFIED SCHOOL
DISTRICT AND THE CALIFORNIA SCHOOL EMPLOYEES
ASSOCIATION, VAL VERDE CHAPTER NO. 567
DATED April 8, 1992
APPENDIX F - MEMORANDUM OF UNDERSTANDING BETWEEN THE VAL
VERDE UNIFIED SCHOOL DISTRICT AND CALIFORNIA
SCHOOL EMPLOYEES ASSOCIATION – CATASTROPHIC
ILLNESS
OR
INJURY
PROGRAM
OR
PERMANENT
CLASSIFIED EMPLOYEES
v
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1
2
3
Article I
RECOGNITION
1.0
Acknowledgment:
The District hereby acknowledges that the
4
California
5
("CSEA"), is the exclusive bargaining representative for all regular
6
classified employees holding those positions described in Appendix A,
7
attached
8
Agreement.
9
probationary, full-time or part-time who is not a restricted, substitute,
10
short-term (temporary) or student employee as defined in Education Code
11
45103.
12
1.1
School
hereto
A
Employees
and
Association,
incorporated
regular
employee
by
is
Scope of Representation:
Val
Verde
reference
any
as
employee,
Chapter
a
part
whether
No.
of
567
this
permanent,
Nothing herein may be construed to
13
limit the right of the District to consult with CSEA on any matter
14
outside the scope of representation.
15
arrived at through consultation is reduced to writing and embodied in
16
this Agreement or any addendum to this Agreement, the provisions shall be
17
binding on all parties.
18
19
20
1.2
Employee:
To the extent that any agreement
When used hereinafter the word "employee" shall
mean employees within the unit covered hereby unless otherwise stated.
1.3
Restriction on Contracting Out:
During the term of this
21
Agreement, the District agrees that it will not contract out work which
22
has been customarily and routinely performed by bargaining unit members,
23
which will result in the displacement or reduction of hours, wages
24
(normal or extra duty), transfer, or reassignment of bargaining unit
25
members pursuant to Education Code 45103.1.
26
performed work is defined as, but not limited to; work generated through
27
the District’s work order system and job duties enumerated in current
1
Customarily and routinely
1
job descriptions.
2
contract out services the president of CSEA will be notified.
In the event the District finds it necessary to
3
4
5
6
7
8
9
10
11
12
13
14
15
16
17
18
19
20
21
22
23
24
25
26
2
1
ARTICLE II
2
DISTRICT RIGHTS
3
2.0
It is understood and agreed that the District retains
4
all of its powers and authority to direct, manage and control to
5
the full extent of the law.
6
duties and powers are the exclusive right to:
7
organization; direct the work of its employees; determine the times
8
and hours of operation; determine the kinds and levels of services
9
to be provided, and the methods and means of providing them;
10
establish its educational policies, goals and objectives; insure
11
the rights and educational opportunities of students; determine
12
staffing patterns; determine the number and kinds of personnel
13
required; maintain the efficiency of District operations; determine
14
the curriculum; build, move or modify facilities; establish budget
15
procedures
16
methods of raising revenue; contract out unit work (except as
17
forbidden by law); and take action on any matter in the event of an
18
emergency.
19
classify,
assign,
20
discipline
employees,
privileges
not
21
expressly waived by this Agreement or requirements of the law.
The
22
exercise of the foregoing powers, rights, authority, duties and
23
responsibilities by the District, the adoption of policies, rules,
24
regulations and practices in furtherance thereof, and the use of
25
judgment and discretion in connection therewith, shall be limited
26
only
to
and
determine
Included in but not limited to those
budgetary
allocation;
determine its
determine
the
In addition, the District retains the right to hire,
the
evaluate,
extent
and
such
all
promote,
other
specific
3
demote,
rights
and
and
express
terminate,
terms
are
and
in
1
conformance
with
2
Agreement.
The District retains its right to amend, modify or
3
rescind policies and practices referred to in this Agreement in
4
cases
5
unforeseen occurrence or occasion requiring immediate action.
of
law,
emergency.
and
An
not
abridged
emergency
6
7
8
9
10
11
12
13
14
15
16
17
18
19
20
21
22
23
24
25
26
4
is
by
a
the
terms
sudden,
of
urgent,
the
or
ARTICLE III
1
ORGANIZATIONAL RIGHTS
2
3.0
Access:
The
parties
agree
that
the
CSEA
Field
3
Representative assigned by CSEA to advise Chapter No. 567 shall
4
have
5
urgent circumstances make it impractical to see such employees at
6
other times and when prior notice is given to the employee's
7
supervisor.
8
miss more than thirty (30) minutes of work time in any one day.
9
CSEA shall make every reasonable effort to conduct its business
10
reasonable
access
to
employees
during
working
hours
when
Such meetings shall not cause the employee involved to
during employee lunch breaks or before or after working hours.
11
3.1
Communication:
CSEA shall have exclusive use of a
12
bulletin board of at least three feet by four feet at each work
13
site in locations convenient to all employees.
Each new site shall
14
have
room,
15
expense, before the site opens.
16
employee
17
related information concerning CSEA business, provided that, given
18
any general distribution, a courtesy copy to the Administrator,
19
Human Resources, will be included with such distribution.
20
postings for bulletin boards or items for school mailboxes must
21
contain the identification of CSEA and, if appropriate, the date of
22
removal. CSEA shall be provided access to District email for the
23
purposes of communicating with its unit members.
24
from CSEA to its membership shall only be for the purpose of
25
disseminating information and not for political purposes.
26
expressly
a
bulletin
board
mailboxes
for
understands
placed
the
that
in
the
staff
at
District
CSEA shall have the right to use
dissemination
access
5
to
of
lawful
District
Association
All
Communications
email
CSEA
shall
be
1
subject
to
District
policies
concerning
the
use
of
email.
2
Additionally, CSEA understands that emails sent over the District
3
email are considered the property of the District, and therefore
4
are not confidential.
5
3.1.1
6
Code section 7054, CSEA and its Chapter 567 shall use
7
no
8
purpose of urging the support or defeat of any ballot
9
measure or candidate, including, but not limited to,
10
any candidate for election to the District's Board of
11
Education.
12
3.2
In accordance with the provisions of Education
District
mailboxes
or
Use of District Facilities:
bulletin
boards
for
the
The District authorizes
13
CSEA to use the District's facilities and buildings at times other
14
than normal working hours and hours of student instruction in
15
accordance with District policies as long as CSEA submits the
16
appropriate form.
17
to
18
working hours as long as CSEA declares, in writing, that the use of
19
such facilities and buildings constitutes an emergency and as long
20
as the use of such buildings and facilities does not interfere with
21
the instructional program.
use
the
In emergencies the District may authorize CSEA
District's
facilities
and
buildings
during
normal
22
The immediate supervisor of the facilities, buildings
23
or equipment may grant CSEA use of District facilities, buildings
24
or
25
procedures provided for in the Civic Center Act, Education Code
26
section 40040, et seq., and as long as such use does not interfere
equipment
as
long
as
such
use
6
is
in
accordance
with
the
1
with the normal student instruction or educational and business
2
operations of the District.
3
supplies incident to each use.
4
buildings and/or equipment used in a clean and orderly condition.
5
No equipment may be removed from school property, and CSEA will pay
6
for any loss or damage to equipment resulting from CSEA's use
7
thereof.
8
3.3
9
CSEA shall furnish materials and
CSEA agrees to leave facilities,
Bargaining Unit Information:
On or about each
September 30, the District shall provide CSEA with a seniority
10
list.
11
each
12
designated work sites, and salary classifications.
13
also shall provide CSEA, following each meeting of the Board of
14
Education, a copy of the routine personnel actions that affect
15
employees covered by this Agreement.
16
shall send the CSEA President a Board of Education agenda prior to
17
each Board of Education meeting, accompanied by the unapproved
18
draft of the minutes of previous meetings.
19
District shall provide CSEA with two (2) copies of the tentative
20
budget and two (2) copies of the adopted budget whenever these
21
documents become a matter of public record.
22
The District shall provide CSEA, on or before November 15 of
year,
3.4
with
a
list
of
employees,
Right to Review Documents:
their
home
addresses,
The District
Furthermore, the District
In addition, the
CSEA shall have the right
23
to review District documents which are open by law to public
24
inspection provided that such review occurs during regular business
25
hours and is scheduled at the mutual convenience of CSEA and the
26
Administrator, Personnel Services, or designee.
7
1
3.5
Distribution of Agreements:
Within thirty (30) days
2
after the execution of this Agreement, the District shall have
3
printed or duplicated and provide, without charge, a copy of this
4
Agreement to CSEA for every employee in the bargaining unit.
5
employee who becomes a member of the bargaining unit after the
6
execution of this Agreement shall be provided with a copy of it by
7
the District at the time of employment.
Mutually agreed to addenda
8
to
to
9
District.
10
this
3.6
Agreement
shall
CSEA Leave:
be
provided
each
employee
Any
by
the
CSEA shall have the right to paid leave
11
for attendance at the annual CSEA Conference and to conduct union
12
business.
13
3.6.1
Annual CSEA Conference, Release time:
14
District will grant release time for authorized Chapter
15
#567
16
conference.
17
use the State CSEA formula to identify the number of
18
eligible delegates to be granted release time to attend
19
the
20
District with a written notice that specifies the names
21
of the authorized chapter delegates for the annual CSEA
22
state conference as soon as known, but no later than two
23
(2) weeks in advance of the state conference.
24
delegate that is attending the annual CSEA conference
25
will receive one additional paid day for travel if the
26
travel day occurs during the unit member’s regular work
delegates
annual
to
attend
the
annual
CSEA
The
state
The District and the Association agree to
conference.
8
CSEA
shall
also
provide
the
Each
1
week.
2
3.6.2 Release time for Union Business
3
The District shall grant a minimum of fifteen (15) days
4
of
5
designee(s)
6
number
7
business shall be granted with prior approval from the
8
Assistant
9
thirty (30) calendar days of the start of the calendar
10
year, the CSEA president will submit the names to the
11
Assistant
12
Association representatives who will be authorized to
13
conduct
14
property.
15
changes to this list during the school year.
16
3.7
paid
release
of
from
time
CSEA
additional
for
the
Chapter
paid
Superintendent,
CSEA
President
#567.
A
release
Human
Superintendent,
official
Chapter
Resources.
Human
business
days
on
reasonable
for
union
Within
Resources
school
or
of
district
The CSEA president may modify and submit the
Representation on School Site Counsels:
Unit members
17
shall have the right to serve on school site counsels as prescribed
18
in Education Code section 52012.
19
3.8
Ratification of Agreement:
The District shall provide
20
reasonable release time for employees who are assigned to swing or
21
evening shifts to attend one Association meeting called by the
22
Association for the purpose of considering ratification of the
23
successor
24
agreements during the term of the collective bargaining agreement.
25
26
3.9
collective
bargaining
agreement
Insurance Committee Meetings:
and
any
re-opener
CSEA shall appoint
members to attend the District Insurance Committee meetings.
9
The
1
CSEA
President
2
Committee, along with four other employees appointed by the CSEA
3
President, or such number that is equivalent to the number of
4
employees
5
certificated employees.
6
department
7
information throughout the District.
8
from
9
insurance committee.
the
shall
appointed
or
same
be
one
by
division
the
of
the
members
exclusive
of
the
Insurance
representative
for
the
Appointees shall not be from the same
in
department
order
or
to
division
10
11
12
13
14
15
16
17
18
19
20
21
22
23
24
25
26
10
maximize
the
sharing
of
The CSEA President may be
as
an
appointee
to
the
ARTICLE IV
1
2
CONCERTED ACTIVITIES
4.0
Association Obligations:
It is agreed and understood
3
that there will be no strike, work stoppage, slow-down, sick-in,
4
picketing or refusal or failure to fully and faithfully perform job
5
functions
6
operations of the District by the Association or its officers,
7
agents, or members during the term of this Agreement, including
8
compliance with the request of other labor organizations to engage
9
in such activity.
10
and
It
responsibilities,
is
agreed
or
and
other
interference
understood
that
any
with
the
employee
11
violating this Article may be subject to discipline up to and
12
including termination by the District.
13
4.1
District
Obligation:
During
the
term
of
this
14
Agreement or any extension thereof, the District agrees that it
15
will not engage in any lockout of its employees.
16
17
18
19
20
21
22
23
24
25
26
11
1
ARTICLE V
2
ORGANIZATIONAL SECURITY
3
5.0
Employee Rights:
The District and CSEA recognize the
4
right of employees to form, join and participate in the lawful
5
activities of employee organizations and the equal, alternative
6
right of employees to refuse to form, join and participate in
7
employee organizations.
8
that
9
individual employees without restricting CSEA's right to require
the
provisions
It is the mutual intention of the parties
of
10
bargaining
unit
11
provisions,
to
12
bargaining activities.
this
employees,
pay
a
except
fair
employees
of
exempt
cost
rights
from
of
these
collective
bargaining
15
membership in good standing in CSEA are required as a
16
condition of employment to pay to CSEA service fees
17
for representation services for the duration of this
18
Agreement.
19
5.0.2
20
dues or service fees to CSEA until the first day of
21
the
22
after the employee first becomes a unit member.
employees
exempted
of
14
unit
expressly
the
the
5.0.1
5.1
as
share
protect
13
23
Except
Article
who
do
herein,
not
all
maintain
No employee shall be obligated to pay CSEA
month
following
forty-five
(45)
calendar
days
Employees Exempt From Obligation to Pay Service Fee:
24
Any unit employee who has a bona fide religious objection, as
25
defined in Government Code section 3546.3, to the payment of any
26
fee
27
Government Code section 3540.1(d), shall not be required to join,
in
support
of
an
"employee
12
organization,"
as
defined
in
1
maintain membership in, or pay dues or service fees required as a
2
condition of employment.
3
in lieu of service fees required by this Article, to pay sums equal
4
to such service fees to any one of the following non-religious,
5
non-labor,
6
501(c)(3) of Title 26 of the United States Internal Revenue Code:
charitable
However, such employee shall be required,
funds
exempt
from
taxation
under
section
7
5.1.1
(The District and CSEA shall choose three
8
5.1.2
charities that are not affiliated with any
9
5.1.3
religion or with any labor organization.)
10
5.1.4
Any employee claiming this religious exemption
11
shall, as a condition of continued exemption, furnish
12
to CSEA proof of payment and a written statement of
13
objection along with verifiable evidence of membership
14
in
15
teachings
16
financially supporting employee organizations.
17
of payment shall be in the form of receipts and/or
18
canceled checks indicating the amount paid, date of
19
payment, and to whom payment in lieu of the service
20
fee has been made.
21
or before October 1st of each school year.
22
5.2
a
Dues
religious
and
set
body
forth
Service
whose
traditional
objections
to
tenets
joining
or
or
Proof
Such proof shall be presented on
Fee
Deductions:
CSEA
has
the
23
exclusive right to have employee organization membership dues and
24
service
25
bargaining unit.
26
fees
deducted
5.2.1
by
the
District
for
employees
in
the
The District shall deduct, in accordance with
13
1
CSEA dues and service fees schedule, dues and service
2
fees or payments to charity in lieu of service fees
3
from
4
submitted payroll deduction authorization forms to the
5
District.
6
effect unless and until expressly revoked in writing
7
by the employee.
8
5.2.2
9
may pay dues or service fees directly to CSEA or in
10
the case of exempt employees, proof of payment to an
11
approved charitable fund.
12
5.2.3
13
member of CSEA or pay a service fee directly to CSEA,
14
the District shall begin automatic payroll deduction
15
in the same manner as set forth in section 5.2.1 of
16
this Article and Education Code section 45168, subd.
17
(b).
18
5.2.4
19
deductions
20
Article, CSEA shall certify to the District in writing
21
that
22
deduction has:
23
refused to tender the amount of the service fee as
24
defined
25
exemption under this Article.
26
5.2.5
27
deductions
the
wages
of
all
unit
employees
who
have
Such authorization forms shall remain in
Unit employees, in lieu of payroll deductions,
In the event a unit member does not become a
Prior
the
as
to
authorized
employee
for
whose
by
automatic
section
pay
is
payroll
5.2.3
to
be
of
this
affected
by
(a) refused to join CSEA; (b) has
herein;
CSEA
beginning
and,
may
(c)
has
request
CSEA
14
members
a
not
applied
change
provided
in
an
for
an
payroll
authorized
1
CSEA officer submits a written request to the District
2
for such an adjustment and provided further that, at
3
least fifteen (15) calendar days prior to the change,
4
an authorized CSEA officer has furnished the District
5
with evidence that CSEA provided written notification
6
to its members of the requested change.
7
shall consist of either:
8
an increase or decrease in dues requirements; or, an
9
increase or decrease in authorized deductions by a
Such change
a total annual dues change;
10
member(s) for CSEA approved items.
11
5.2.6
12
CSEA within thirty (30) days of deduction, all sums
13
deducted under this Article, except that the District
14
shall pay to a designated charity sums deducted in
15
lieu of service fees from the wages of employees to
16
whom CSEA has granted a religious exemption pursuant
17
to this Article.
18
with an accompanying alphabetical list of bargaining
19
unit members for whom dues deductions have been made,
20
identifying each by name, social security number and
21
amount of dues or service fees deducted.
22
5.2.7
23
calendar
24
member of the bargaining unit revokes a dues, service
25
fees
26
authorization.
The
District
shall,
without
charge,
pay
to
The District shall also provide CSEA
The District shall notify, within fifteen (15)
or
days,
payment
the
in
CSEA
lieu
15
Chapter
of
Treasurer
service
fees
if
any
deduction
1
5.3
Definition of Service Fees:
The service fees required
2
pursuant to section 5.0.1 above from unit employees who are not
3
members of CSEA shall not exceed CSEA's (local and State) annual
4
dues and shall be subject to the procedures set forth below in
5
Section 5.4 and 5.5.
6
5.4
Annual Verification of Service Fee by CSEA:
Prior to
7
September 1 of each year and at least thirty (30) days before the
8
collection
9
pursuant to these provisions, CSEA shall furnish the District and
10
all service fee payers with any and all written notices required by
11
federal and state law(s), including, but not limited to, 8 Cal.
12
Code Regs. section 32992.
13
5.5
of
a
service
Procedures
for
fee
from
any
Service
Fee
bargaining
Payers
to
unit
member
Contest
the
14
Amount of the Fee and Escrow Account:
15
and all federal and state law(s), including, but not limited to 8
16
Cal. Code Regs. sections 32994, 32995, 32996, regarding service
17
fees appeal procedures, escrow of service fees in case of dispute
18
and
19
California Employment Relations Board.
20
the
filing
5.6.
Hold
of
service
Harmless
fees
CSEA shall comply with any
appeal
Provision:
As
procedures
a
with
the
to
this
condition
21
Article, CSEA and its Val Verde Chapter No. 567 agree to indemnify
22
and financially hold harmless the District, its Board of Education,
23
each individual Board of Education member, and all administrators
24
of
25
lawsuits,
26
persons or District, or any other form of liability or expense,
the
District
against
including
any
attorney
and
fees
16
all
claims,
incurred
in
demands,
costs,
defending
said
1
including but not limited to, all court or administrative agency
2
costs, that may arise out of or by reason of action taken by the
3
District for the purpose of complying with this Article.
4
District shall promptly notify CSEA of any civil, administrative or
5
other
6
compliance with this Article.
action
taken
against
the
7
8
9
10
11
12
13
14
15
16
17
18
19
20
21
22
23
24
25
26
17
District
as
a
result
of
The
its
1
ARTICLE VI
2
NONDISCRIMINATION
3
6.0
Nondiscrimination:
Neither
the
District
nor
CSEA
4
shall discriminate against any employee on the basis of race,
5
color, ancestry, religious creed (including religious dress and
6
grooming),
7
breastfeeding, and any medical condition related to these items),
8
medical condition (including cancer and genetic characteristics),
9
disability (mental and physical including HIV and AIDS), marital
10
status, genetic information, gender identity/expression, age, or
11
membership or participation in legal CSEA activities.
12
6.1
national
Remedy:
origin,
Violation
sex
of
(pregnancy,
this
Article
childbirth,
shall
not
be
13
subject to the Grievance Procedure of this Agreement, except where
14
no other administrative remedy exists.
15
16
17
18
19
20
21
22
23
24
25
26
18
1
ARTICLE VII
2
PAY AND ALLOWANCES
3
7.0
Regular Rate of Pay:
The regular rate of pay for each
4
position in the bargaining unit shall be in accordance with the
5
rates established for each class as provided for in Appendix B,
6
which is attached hereto and by reference incorporated as a part of
7
this Agreement.
8
9
10
7.1
Paychecks:
All regular paychecks of employees shall
be itemized to include all deductions and overtime.
7.2
Frequency
-
Once
Monthly:
All
employees
in
the
11
bargaining unit shall be paid at least once per month payable on
12
the last working day of the month.
13
on a holiday, the paycheck will be issued on the preceding workday.
If the normal day of pay falls
14
7.2.1
15
the bargaining unit who are paid hourly shall be paid
16
twice each month.
17
7.3
Payroll
Frequency - Twice Monthly:
Errors:
Any
payroll
All employees in
error
resulting
in
18
insufficient payment for an employee in the bargaining unit shall
19
be corrected, and a supplemental check issued, not later than five
20
(5) working days after the employee provides notice to the Payroll
21
Department.
22
payment to an employee, the employee shall be required to refund
23
the excess to the District as soon as it is reasonable under the
24
circumstances; but in no event shall the employee take more than
25
one (1) calendar year, from date of receipt of notice by the
26
District, to refund the entire excess.
In the event a payroll error results in an excess
19
1
7.4
Lost Checks.
Any paycheck for an employee in the
unit
lost
2
bargaining
3
delivered within five (5) days of mailing, if mailed, shall be
4
replaced
5
employee's demand of the Payroll Department for replacement of the
6
check.
7
7.5
not
which
later
is
than
Promotion:
six
Any
after
(6)
receipt
working
employee
in
or
days
the
which
is
following
bargaining
not
the
unit
8
receiving a promotion under the provisions of this Agreement shall
9
be moved to the appropriate range and step of the new class to
10
ensure
that
not
less
11
(approximately)
12
promotion, except that the employee may be placed on the last step
13
of the appropriate range if that is the maximum allowable for that
14
class.
five
than
the
percent
Posting
equivalent
(5%)
of
increase
a
results
range
from
16
determines a vacancy exists, a vacancy notice shall be
17
sent on the date of posting to all work sites for
18
posting on the bulletin boards where other notices to
19
employees are posted.
20
7.5.2
21
remain open for five (5) or more work days following
22
the day the vacancy notice is posted.
23
7.5.3
24
eligibility list recruitment notices shall include the
25
job title, a brief description of the position, a list
26
of typical tasks, the skills and abilities required,
Notice
Contents:
20
All
Vacancy
the
the
7.5.1
Period:
When
two
15
Application
Notice:
of
District
vacancies
notices
shall
and/or
1
the
number
2
assigned to the position, the salary range, and the
3
deadline for applying for the position.
4
7.5.4
5
for
6
Human Resources Office within the application period.
7
7.5.5
8
working days after the filling of a vacancy for which
9
one or more unit members applied, the District shall
10
give each unit member applicant who was not selected
11
to fill the vacancy notice thereof.
12
7.5.6
13
opening in a different classification or an opening in
14
the same classification with an increase in hours.
15
Considerations
16
employees for promotional transfers shall be seniority
17
and relative ability to do the job.
18
more employees are equally qualified, the most senior
19
employee shall be awarded the promotional transfer.
a
of
hours
per
day
Application Procedure:
vacancy
by
submitting
and
months
Transfers:
governing
A
CSEA
the
member,
year
Any employee may apply
written
Notification to Applicants:
Promotional
per
A
notice
to
the
Within ten (10)
promotion
selection
of
is
any
qualified
If two (2) or
20
7.5.6.1
21
classification series where a vacancy exists, shall
22
be included in the interview process for all vacant
23
bargaining unit positions.
24
classification
25
Instructional
26
Maintenance/Operations; and District Security.
series are:
Aides;
21
working
within
the
The District's current
Clerical/Secretarial;
Food
Services;
1
7.6
Mileage:
Employees
specifically
authorized
by
the
2
District to use their personal cars in fulfilling a specific work
3
assignment shall be reimbursed at the current District rate per
4
mile.
5
authorizing
6
understood and agreed that employee travel between home and work
7
sites is exempt from this provision.
8
agreed that this reimbursement shall be payment in full for all car
9
operating, maintenance, repair, and insurance costs resulting from
The
District
an
requires
employee
to
proof
use
a
of
insurance
personal
prior
to
It
is
vehicle.
It is further understood and
10
such use.
11
submitted on a monthly basis.
12
thirty (30) days of submission of the claim to the District.
13
7.7
Mileage claims shall be made on District forms and be
The amount shall be payable within
Employee Expenses and Materials:
14
7.7.1
Uniforms:
15
cost
16
identification badges, emblems, and cards required by
17
the District to be worn or used by bargaining unit
18
employees.
19
7.7.2
20
tools, equipment, and supplies reasonably necessary to
21
bargaining
22
employment duties.
23
is reasonably necessary.
24
7.7.3
25
provide
26
required as a condition of continued employment.
of
the
Tools:
The District shall pay the full
purchase
of
equipment,
The District agrees to provide all
unit
employees
for
full
performance
of
The District will determine what
Physical Examinations:
the
uniforms,
cost
22
of
The District agrees to
any
medical
examination
1
7.7.4
Meals
and
Lodging:
2
reimburse a unit member for the reasonable costs of
3
meals and/or lodging incurred as a result of a work
4
assignment
5
Administrative Regulation.
according
6
7
8
9
10
11
12
13
14
15
16
17
18
19
20
21
22
23
24
25
26
23
to
The
Board
District
Policy
shall
and/or
1
ARTICLE VIII
2
SALARY CLASSIFICATION
3
8.0
Classification:
Each bargaining unit position shall
4
be placed in classification with a designated title, and shall
5
have:
6
per week, and weeks/months per year, a statement of the specific
7
duties to be performed in each such position, and a regular monthly
8
salary range.
9
8.1
10
Whenever
11
position are not actually reflected in or reasonably related to the
12
specific statement of duties required to be performed as set forth
13
in the job specification for the position, the employee shall be
14
granted pay for work out of classification, or reclassified, in
15
accordance with the criteria and procedures set forth below.
a regularly assigned minimum number of hours per day, days
Classification
the
duties
and
actually
Inconsistent
Reclassification
performed
by
a
17
may be required by the Superintendent or designee to
18
perform duties inconsistent with those assigned to the
19
position for a period of more than five (5) working
20
days within a 15 day calendar period provided that
21
his/her
salary
22
period
he/she
23
classification and in such amounts as will reasonably
24
reflect the duties required to be performed outside
25
his/her normal assigned duties.
26
8.1.2
is
upward
required
Reclassification:
24
classified
in
8.1.1
adjusted
A
incumbent
16
is
Duties:
an
Requirements:
to
for
work
employee
the
entire
out
of
Where, as a result of the
1
gradual increase of the duties being performed by an
2
employee, and where the duties being performed by an
3
employee, and where the duties will be extended on a
4
continuing basis, the incumbent shall be entitled to
5
have the position upgraded to a higher classification.
6
It is the intent of this section to provide for the
7
upgrading of positions to higher classification where
8
there has been a significant change, required by the
9
District, in the duties being performed by incumbents
10
in
11
temporary in nature, and where the changes require a
12
skill level or a responsibility level higher than that
13
usually
14
classification.
15
8.1.3
16
Agreement shall be utilized for claims for pay for
17
work out of classification.
18
Grievance Procedure, the parties agree that the issue
19
is
20
negotiate an appropriate salary.
21
be
22
declare impasse and seek mediation.
New
such
positions,
where
required
of
Procedure:
Position
existing
are
not
position
the
the
If, at any level of the
parties
parties
to
Should such attempt
have
the
option
to
event
that
the
classification
or
24
District
25
substantially changes the duties of an existing classification to
26
which this Agreement applies, the District and CSEA shall meet to
a
25
new
In
attempt
8.2
creates
Changes:
shall
23
hereafter
or
the
changes
The Grievance Procedure of this
reclassification,
unsuccessful,
such
job
the
1
negotiate with regard to whether or not such position is to be
2
included within the bargaining unit and the rate of pay to be
3
assigned to such position if the parties agree that the position is
4
to be included within the bargaining unit.
5
dispute as to whether or not the position is to be included within
6
the
7
Employment Relations Board for unit clarification.
8
bargaining
8.3
unit,
either
party
In the event there is a
may
petition
the
Public
Salary Placement of Reclassified Positions:
When a
9
position or class of positions is reclassified to a higher range,
10
the position or positions shall be placed at a minimum, on the step
11
of the new range which will result in a percentage salary increase
12
not
13
approximately two and one-half percent (2-1/2%).
14
less
8.4
than
the
difference
Incumbent Rights:
between
successive
ranges,
When an entire class of positions
15
is reclassified, the incumbents in the positions shall be entitled
16
to serve in the new positions.
17
8.5
Downward
Adjustments:
agreed
reallocated
to
a
that
classification, all incumbents serving therein shall be continued
20
at their former rate of pay until future salary adjustments provide
21
a
22
classification.
23
considered a demotion, and shall take place only in accordance with
24
the
25
applicable law.
layoff
8.6
or
for
those
incumbents
in
lower
an
19
increase
be
is
entire
salary
shall
it
18
26
classification
When
the
new
salary
salary
Any other downward adjustment of salary shall be
disciplinary
procedures
of
this
Agreement
Abolition of a Position or Class Positions:
26
and
If the
1
District proposes to abolish a class of positions, it shall notify
2
CSEA in writing.
3
4
5
6
7
8
9
10
11
12
13
14
15
16
17
18
19
20
21
22
23
24
25
26
27
1
ARTICLE IX
2
SALARY AND HEALTH AND WELFARE BENEFITS
3
4
9.0
Salary:
The
District's
classified
bargaining
unit
5
classifications and salary ranges are attached hereto as Appendices
6
A, B and C.
7
Effective
July
cap
2014,
for
the
8
welfare
9
increased from $8,420 to $9,048.
10
benefit
1,
full-time
District’s
eligible
annual
health
employees
and
will
be
The District’s contribution will
be prorated for eligible part-time employees.
11
9.0.1
Part-Time
12
covered by this Agreement shall be compensated on a
13
pro rata basis, calculated at a ratio of his or her
14
regularly assigned duty hours to an eight-hour day and
15
ten-month assignment in the position.
16
9.0.2
17
bargaining unit member shall increase one range when a
18
majority of his or her regularly scheduled work shift
19
occurs between the hours of 4:00 p.m. and 12:00 a.m.
20
The salary of a bargaining unit member shall increase
21
two ranges when a majority of his or her regularly
22
assigned work shift occurs between the hours of 12:00
23
a.m. and 8:00 a.m.
24
9.0.3
25
behalf of all eligible bargaining unit members the
26
employee's statutory share of the Public Employees'
Night-Shift
Employees:
Differential:
PERS Contribution:
28
Part-time
The
employees
salary
of
a
The District shall pay on
1
Retirement System ("PERS") contribution.
2
of
3
statutory rate of seven percent (7%) of a bargaining
4
unit
5
contribution.
6
participate in the PERS shall be paid a five percent
7
(5%) monthly stipend, which shall be based only upon
8
the
9
compensation
10
11
12
such
contribution
member's
shall
salary
which
Bargaining
employee's
base
not
unit
salary,
including
exceed
The amount
the
qualifies
members
current
for
who
excluding
overtime,
all
such
do
not
other
night-shift
differential and other benefits.
9.1
Health and Welfare Benefits
13
9.1.1
The District and CSEA implemented in the 2003-
14
2004 school year a Health Benefit Pool for unit
15
members.
16
contribute $9,048 for each eligible full-time
17
employee and a pro-rata share of this amount for each
18
eligible part-time employee toward health and welfare
19
benefits (medical, dental, vision, and life
20
insurance).
21
cap amounts of all unit members to lower the rates
22
for all unit members not opting out of District
23
offered benefits.
24
9.1.2
25
additional health insurance costs to be paid by unit
26
members, depending upon the type of insurance that is
Effective July 1, 2014, the District shall
The District shall apply the unutilized
It is also recognized that there may be
29
1
selected during the open enrollment period.
Any
2
additional premium costs above the cap and additional
3
augmentation created by the pool shall be paid by the
4
unit member through payroll deductions according to
5
standard District payroll practices.
6
9.1.3
7
plan with proof of coverage from another source, as a
8
part of the open enrollment process, but, all full-
9
time employees shall be required to enroll in the
Full-time employees may opt out of the medical
10
District’s vision, dental, and life insurance plans.
11
Full-time employees who do opt out of the medical
12
plan for the insurance year will be paid $1,000 per
13
insurance plan year (July through June) in ten (10)
14
equal payments on the employees’ paychecks in
15
September through June.
16
9.1.4
17
Benefit Pool (currently held in the Ending Fund
18
Balance of the District’s General Fund) to employees
19
will occur prior to July 1, 2016.
20
serve as a reserve fund to the pooling through June
21
30, 2016 and will only be utilized if the District
22
provided health and welfare cap (currently $9,048 per
23
FTE), plus monthly payroll deductions from the unit
24
members, does not cover the total cost of the plan.
25
All efforts will be made to ensure the unit member’s
26
payroll deductions are set appropriately to cover the
No cash disbursements from the old Health
30
This pool will
1
costs. Prior to any disbursements to unit members,
2
and after all enrollment data for the 2016-2017 plan
3
year has been tabulated and evaluated, CSEA and the
4
District shall meet to determine if any remaining
5
reserve is still needed. With any surplus funds
6
remaining after funding a reserve, CSEA shall meet
7
with the District to determine if any will be applied
8
for the benefit of the unit members.
9
will provide CSEA with a reconciliation of the
The District
10
balance of the ―old‖ health benefit pool prior to the
11
end of each fiscal year.
12
9.1.5
13
from CSEA will meet at a minimum twice annually to
14
review rates and unit member participation in the
15
District offered health plans.
16
meetings will occur will be mutually agreed upon by
17
the District and CSEA.
18
9.2
The District and designated representatives
Dates that the
Specific Information on Health and Welfare Benefit
19
Coverages.
20
9.2.1
21
offers medical insurance for full-time employees through
22
Kaiser Permanente or Blue Cross California Care.
23
required that all full-time employees participate in
24
this program.
25
District-provided preferred provider organization (PPO)
Medical Insurance:
The District currently
It is
A full-time employee may choose a
31
1
coverage in lieu of HMO medical coverage.
2
the employee must pay any difference in premium, pro
3
rated monthly, through payroll deductions.
4
9.2.2
5
dental insurance through plans provided by Delta Dental
6
DPO and Delta Dental PPO.
7
time employees participate in this program.
8
9.2.3
9
vision insurance through the Medical Eye Services Plan.
10
It is required that all full-time employees participate
11
in this program.
12
9.2.4
13
offers life insurance with a Twenty Thousand Dollar
14
($20,000) term life insurance policy.
15
that all employees participate in this program.
16
full-time employee may elect additional coverage for
17
a term life insurance policy according to rates and
18
amount as established by the carrier.
19
9.2.5
20
desiring to participate in District-offered voluntary
21
insurance
coverages
22
voluntary
payroll
23
coverage(s) through payroll deductions.
24
9.2.6
25
leave shall have the option of continuing health, dental
Dental Plan:
The District currently offers
Vision Plan:
Life
It is required that all full-
The District currently offers
Insurance:
Voluntary
To do this,
The
Coverages:
shall
deduction
District
It is required
Full-time
sign
to
currently
the
pay
Each
employees
necessary
for
such
Coverage During Leaves: An employee on unpaid
32
1
and vision insurance premiums at his or her own expense
2
during the period of unpaid leave consistent with the
3
Federal Consolidated Omnibus Budget Reconciliation Act
4
of 1985 ("COBRA")
5
9.3
Part-Time Employees.
6
9.3.1
7
bargaining agreement with CSEA who is regularly assigned
8
to
9
contributed on the employee's behalf by the District a
10
prorata share of the amount set forth in Section 1 based
11
on a ratio of his/her regularly assigned hours to a
12
full-time, 8-hour per day and ten month per school year
13
assignment.
14
welfare benefits shall be paid by the employee, who
15
shall
16
The
17
following options:
18
If this option is selected, the employee cannot enroll
19
in dental or vision in subsequent years, unless there is
20
an increase in hours on a permanent basis, or become a
21
full-time 40-hour employee; (b) dental, vision and life
22
only; or (c) medical, dental, vision and life insurance.
23
The
24
payroll
25
costs.
26
9.4
A part-time employee covered by the collective
work
at
least
20
hours
per
week
shall
have
Any additional premium costs for health and
execute
District's
part-time
the
appropriate
contribution
shall
be
authorization.
applied
to
the
(a) medical and life insurance only.
employee
deductions,
payroll
pay
shall,
for
any
through
appropriate
additional
premium
Benefit Continuation: The District shall provide all
33
1
eligible employees with an information packet advising members of
2
their
3
coverage
4
Reconciliation Act of 1985 ("COBRA").
5
rights
9.5
to
under
continuation
the
of
Federal
health
and
Consolidated
welfare
benefit
Omnibus
Budget
Health Insurance for Retirees: For eligible employees
6
who retire into the Public Employees' Retirement Systems after
7
July 1, 1991, the District shall pay the cost of employee-only
8
coverage medical insurance through District-approved HMO carriers.
9
This payment shall continue until the first of the month in which
10
the retiree reaches sixty-five (65) years of age.
11
payment for the retiree in subsequent years shall not be greater
12
than it is in the retiree's first year in retirement.
13
shall pay annually in advance any subsequent increase in their
14
health insurance coverage rate.
15
shall cancel this benefit.
16
retirees
17
enrollment or renewal of coverage under this section of that
18
Article.
any
notice
of
The District
Retiree
Failure to make timely payment
The District is not obligated to give
any
kind
regarding
enrollment,
re-
19
9.5.1
Eligibility for Health Insurance for Retirees:
20
To be eligible for this benefit the employee must meet
21
the following criteria:
22
(a)
Must be at least fifty (50) years of age.
23
(b)
Must have worked full-time in the Val
24
Verde
Unified
25
least
26
immediately
ten
34
School
(10)
District
for
consecutive
preceding
retirement.
at
years
For
1
those unit members who became employees
2
of the Val Verde Unified School District
3
under Education Code section 35556, years
4
of
5
Verde Elementary School District or the
6
Perris Union High School District shall
7
be counted in determining the ten (10)
8
year requirements of this subsection.
9
(c)
full-time
employment
with
the
Must have applied and be eligible for
10
retirement
11
above-referenced retirement systems.
12
(d)
13
Val
Must
be
payments
younger
from
than
one
of
the
sixty-five
(65)
years or not eligible for Medicare.
14
9.5.2
Procedure for Health Insurance for Retirees:
15
To receive this benefit, an eligible employee must
16
apply
17
Resources, or designee on or before April 1 of the
18
employee's
19
applicant shall include a letter of resignation and
20
state the employee's intended date of entry into the
21
retirement system.
22
birth date and give the beginning and ending date of
23
the employee's period of full-time service in the Val
24
Verde Elementary School District, Perris Union High
25
School
26
District.
in
writing
last
District
to
year
the
of
Administrator,
full-time
Human
service.
The
It shall also list the employee's
and/or
Failure
to
35
Val
make
Verde
timely
Unified
School
application
may
1
render the employee ineligible to receive the benefit.
2
So long as the District's insurance carrier allows, a
3
retired employee eligible for District-paid employee-
4
only coverage may purchase dependent coverage at the
5
price
6
Payments may be annually, semiannually, or quarterly,
7
and in advance.
8
be refunded to the purchaser.
9
payment and other implementing procedures shall be
10
11
12
13
this
coverage
is
available
to
the
District.
Any unused portion of a payment shall
Date and method of
determined by the District.
9.6
Section
125
Plan:
The
District
will
continue
to
provide an IRC Section 125 Plan.
9.7
PERS Early Retirement Incentive:
The District agrees
14
to annually participate in the early retirement incentive program
15
outlined in Government Code section 20856 if the conditions and
16
requirements set forth therein are met.
17
9.8
Longevity
Schedule:
Effective
July
1,
2002,
the
18
19
20
21
longevity schedule proposed by CSEA will be adopted.
At the Completion of Anniversary
Date and Effective July 1, 2002
Longevity Pay
22
23
24
Ten (10) years of employment
Two
and
one-half
percent
(2-1/2%)
of
base salary
25
26
Fifteen (15) years of employment
Five percent (5%) of base
salary
27
28
Twenty (20) years of employment
Seven and one-half percent
(7-1/2%) of base salary
29
30
Twenty-five (25) years of employment
Ten percent (10%) of base
salary
36
1
Longevity payments shall be added to the Employee's regular pay
2
warrants.
3
longevity increment will be initially received per fiscal year,
4
i.e., to be phased in by anniversary date and payable as of July 1,
5
2002.
6
fiscal year.
7
employee must have completed his or her anniversary date of 10th,
8
15th, 20th, or 25th year of employment in the District or in
9
qualified service from Val Verde Elementary School District on or
No
more
than
one
two
and
one-half
percent
(2-1/2%)
Anniversary dates after July 1 will qualify for the next
July
In order to qualify for the longevity increments, the
10
before
1st
of
the
11
increment will be paid.
fiscal
12
13
14
15
16
17
37
year
in
which
the
anniversary
1
ARTICLE X
2
HOURS OF EMPLOYMENT AND OVERTIME
3
10.0
Workday and Workweek:
The workday and workweek of
4
regular full-time employment shall be eight (8) hours per day and
5
forty (40) hours per week.
6
midnight.
7
employees shall be from Monday through Friday, except as set forth
8
in the Education Code.
9
bargaining unit positions who have a regular, minimum assignment of
10
less than eight (8) hours per day and/or forty (40) hours per week;
11
such
12
bargaining unit employee shall be assigned a fixed, regular and
13
ascertainable minimum number of hours.
14
authorized management/supervisory personnel, order an authorized
15
personnel to perform extra work in addition to such employee's
16
regular, minimum assignment.
17
shall be compensated at the employee's regular rate of pay, unless
18
it results in overtime as set forth in this Agreement.
The workweek starts on Monday at 12:01
Notwithstanding the foregoing, the regular workweek for
positions
shall
The District may employee persons in
be
deemed
"part-time"
positions.
Each
The District may, through
Extra work so ordered and authorized
19
10.0.1
20
from Monday through Friday, (excluding Sunday) under
21
the following circumstances:
22
The District may assign a workweek different
(a)
23
24
25
Current employees who voluntarily consent
to such reassignment; and
(b)
New
employees
may
be
so
assigned
initially.
26
Current employees who voluntarily consent to such
27
reassignment may return to their regular workweek upon
38
1
2
reasonable notification to the District.
10.1
Year
mutual
Schedule:
agreement
The
between
work
the
year
calendars
District/CSEA
are
3
subject
4
committee on an annual or biannual basis.
5
and 205 day employees will first be scheduled during Winter and
6
Spring Break and with a vacation day scheduled for the Monday
7
following Good Friday.
8
scheduled in accordance with Article XIV, Vacation.
9
calendar will include certain non-student days on which classified
10
to
Work
calendar
Vacation for 239, 225
Any additional accrued vacation will be
The work-year
employees may not be scheduled to work.
11
10.1.1
The
District
will
give
reasonable,
advanced
12
notice of work assignments to unit members who
13
work less than twelve (12) months per year
14
prior to the start of their work year.
15
10.2
Overtime Defined:
Overtime is ordered and authorized
16
working time in excess of eight (8) hours in one (1) day or forty
17
(40) hours in one week.
18
unless it is compensable as provided herein.
19
compensated for at one and one-half (1-1/2) times the employee's
20
regular rate of pay.
No one shall order or authorize overtime
Overtime shall be
21
10.2.1
Compensation for Overtime:
22
beyond
the
23
compensated at the overtime rate commencing on the
24
sixth (6th) and/or seventh (7th) consecutive day of
25
work.
26
paid status is deemed to be a workday.
workweek
of
five
(5)
All hours worked
days
shall
be
For the purpose of this section, any day in
39
All hours
1
worked in excess of eight (8) hours on the sixth (6th)
2
and/or
3
compensated
4
regular rate of pay.
5
duty, all hours worked on holidays designated by this
6
Agreement shall be compensated at two and one-half (2-
7
1/2) times the regular rate of pay.
8
the above, for any employee having a workday of four
9
(4) hours or more during a workweek, work required to
seventh
at
performed
(7th)
two
and
one-half
day
(2-1/2)
shall
be
times
the
Except for employees on standby
the
be
11
consecutive
12
workweek shall be compensated at the overtime rate.
13
An employee having an average workday of less than
14
four (4) hours during a workweek shall be compensated
15
at
16
performed
17
following commencement of the workweek.
18
10.2.2
19
authorized by the District and the authorization must
20
be
21
practicable to serve such authorization.
22
be ordered only by supervising management.
23
10.2.3
24
work opportunities shall be offered as equally as is
25
practical
26
site/department
workday
overtime
on
sixth
following
rate
the
(6th)
Notwithstanding
10
the
on
consecutive
for
seventh
in
advance
Assigning
among
of
of
any
work
(7th)
Overtime:
available
where
40
the
the
seventh
commencement
(7th)
of
required
consecutive
Authorization of Overtime:
given
or
the
to
be
workday
Overtime must be
time
worked
Overtime may
Overtime
employees
whenever
at
overtime/extra
and
extra
the
work
work
is
1
occurring beginning with the most senior unit employee
2
on a rotating basis.
3
opportunities shall be offered in descending seniority
4
order (most seniority to least seniority) until every
5
unit
6
offered an opportunity to work overtime.
7
unit
8
overtime/extra work is occurring has been offered an
9
opportunity
member
at
member
to
―Rotating basis‖ means overtime
the
at
the
work
work
site/department
work
overtime,
the
most
senior
the
where
District
employee
been
Once every
site/department
to
has
to
the
shall
10
return
begin
the
11
rotation again. In the event there are no unit members
12
able to accept the overtime assignment at the work
13
site/department where the overtime is occurring the
14
overtime shall then be offered on a ―rotating basis‖
15
by district seniority in the classification in which
16
the overtime is occurring.
17
10.2.3.1 Process:
18
rotating basis to unit members by classification
19
assigned
20
opportunity exists.
21
assigned to every site where they regularly provide
22
service.
23
seniority,
24
member in the same classification and ending with
25
the
26
classification
27
Each offer of overtime will be offered to the most
least
to
Overtime shall be offered on a
the
The
site/department
senior
process
with
unit
assigned
41
the
Roving unit members are deemed
rotation
beginning
where
the
most
member
to
the
is
of
based
senior
the
on
unit
same
site/department.
1
senior unit member on the rotational list that was
2
not called for the previous overtime assignment.
3
4
Overtime shall be preapproved by the site /
5
department supervisor of the site/department where
6
the overtime opportunity exists.
7
8
All unit members of a classification at a
9
site/department will be offered overtime/extra duty
10
in order of seniority.
If, when it is their turn,
11
a unit member declines the opportunity they will
12
only be offered another opportunity after the
13
rotation has been completed.
14
15
The site/department supervisor is responsible for
16
documenting and ensuring the rotation process is
17
followed.
18
19
In the event that all unit members of a
20
classification at a particular site where
21
overtime/extra work opportunity exists decline the
22
assignment, the District will offer the
23
overtime/extra work opportunity on a rotational
24
basis to all district-wide unit members of the same
42
1
classification by following the same format.
2
District is responsible for documenting and
3
ensuring the rotation process is followed for these
4
assignments.
Overtime - Right of Refusal:
The
5
10.2.4
An employee may
6
refuse overtime work, except that when the needs of
7
the District warrant, the supervisor may direct the
8
employee to work overtime.
9
shall be defined by the supervisor.
The needs of the District
The supervisor
10
shall attempt to identify employees desiring to work
11
overtime
12
overtime when the unit member does not wish to do so.
13
10.2.5
14
the option to request to take compensatory time off in
15
lieu of cash compensation for overtime work.
16
work must be ordered and authorized in advance by the
17
employee's supervisor.
18
not include "in lieu of time" which is work performed
19
by the employee at his or her request and with the
20
approval
21
employee's normal work day.
22
time
23
immediate
24
following
25
Compensatory time requests shall be granted by the
26
supervisor except in the case of legitimate operating
before
directing
a
unit
Compensatory Time Off:
off
of
the
shall
supervisor
the
day
43
to
work
An employee shall have
Overtime
However, overtime work does
supervisor
be
member
that
the
beyond
the
Requests for compensatory
submitted
within
is
in
five
writing
(5)
overtime
to
working
was
the
days
worked.
1
requirements necessitating the employee's presence at
2
work.
3
appropriate
4
Section 10.2 of this Article.
Compensatory time off shall be granted at the
rate
of
overtime
in
accordance
with
5
10.2.5.1
Compensatory time shall be taken by 12-
6
month employees at a time mutually acceptable,
7
but not later than three months after the end of
8
the fiscal year in which it was earned.
9
working
less
than
12
months
shall
Employees
take
their
10
compensatory time no later than three months after
11
their return to duty in the following school year
12
at a time mutually acceptable.
13
10.3
Call-In (Emergency) Time Defined:
Call-in time is
14
nonscheduled working time for a guaranteed minimum amount of hours
15
for reporting to work at the District's request, usually in a
16
critical or emergency situation.
17
authorized by the employee's immediate supervisor.
18
10.3.1
19
employee who works authorized call-in time shall be
20
paid for a minimum of two (2) hours at the rate of one
21
and one-half (1-1/2) times his/her regular hourly pay.
22
For any part of any hour worked after the two (2)
23
hours
24
compensated on the quarter hour at the rate of one and
25
one-half (1-1/2) times his/her hourly rate of pay.
26
is
the
Compensation
Call-in time must be ordered and
guaranteed
for
Call-In
minimum,
responsibility
44
of
an
the
Time:
employee
employee's
A
regular
shall
be
It
immediate
1
supervisor to differentiate on the time card between
2
call-in time and overtime.
3
10.3.2
4
to work on a day when the employee is not scheduled to
5
work shall receive a minimum of two (2) hours' pay at
6
the
7
This provision does not apply to employees on standby
8
duty.
9
10.3.3
Minimum Call-In Time:
appropriate
rate
of
Call Back Time:
An employee called in
pay
under
this
Agreement.
Any employee called back to
10
work after completion of the regular daily assignment
11
shall be compensated for at least two (2) hours of
12
work at the overtime rate.
13
10.3.4
14
Employees
15
such as site council meeting, meetings of the P.T.A.,
16
or
17
meetings,
18
groups
19
required
20
attendance.
21
functions
22
appropriate rate of pay.
23
10.4
Voluntary
any
who
voluntarily
parent
faculty
to
which
to
Attendance
meetings,
attend
be
or
shall
Functions:
District
group,
employee
functions
budget
planning
meetings
is
of
invited
not
be
paid
required
to
attend
compensated
at
Employees
shall
District
attend
advisory
the
of
Adjustment of Assigned Time:
the
other
but
for
not
such
District
employee's
A part-time employee in
24
the bargaining unit who is required to work an average of thirty
25
(30) minutes or more per day in excess of his/her regular part-time
26
assignment for a period of twenty (20) consecutive working days or
45
1
more shall have his/her regularly assigned time adjusted upward to
2
the longer hours, effective with the next pay period.
3
10.5
Temporary
Assignment
in
Higher
Class:
When
a
4
classified employee is temporarily assigned to perform the duties
5
of a person in a higher salary range for one day or more he/she
6
shall be paid at the higher classification for the entire period
7
during
8
classification.
9
on the next higher dollar figure above his/her regular pay, or step
10
11
which
he/she
is
required
to
work
out
of
his/her
The pay step on the higher salary range shall be
1, whichever is greater.
10.6
Lunch
Period:
Employees
shall
be
entitled
to
an
12
unpaid, uninterrupted lunch period after the employee has been on
13
duty for four (4) or more hours.
14
period shall be for a period no longer than one (1) hours nor less
15
than thirty (30) minutes, and shall be scheduled for full-time
16
employees at or about the midpoint of each work shift.
17
10.6.1
18
employee's assigned lunch period shall receive pay at
19
the rate of time-and-one-half for all the time worked
20
during the normal lunch period, or permitted to leave
21
the assigned work site early.
22
10.7
An
The length of time for such lunch
employee
Rest Periods:
required
to
work
during
the
Employees working more than six (6)
23
hours per day shall be granted two (2) 15-minute rest periods;
24
employees working three and one-half (3-1/2) hours or more, but not
25
more than six (6) hours per day shall be granted one (1) 15-minute
26
rest period.
Rest periods shall, insofar as practicable, be in the
46
1
middle of the work period(s), and absent unusual circumstances,
2
shall
3
workday.
4
be compensated at the regular rate of pay for the employee.
5
not
be
scheduled
during
the
first
or
last
hour
of
the
Rest periods are a part of the regular workday and shall
10.8
Voting Time Off:
If an employee's work schedule is
6
such that it does not allow sufficient time to vote in any federal,
7
state, or local election in which the employee is entitled to vote,
8
the District may arrange to allow sufficient time for such voting
9
by the employee without loss of pay.
10
11
All such arrangements are to
be made prior to said election day with immediate supervisor.
10.9
Standby
Time:
Employees
required
to
stand
by
for
12
possible emergencies on weekends or holidays shall be paid Twenty
13
Dollars ($20.00) daily for each day plus time and one-half at the
14
employee's assigned hourly rate for all hours actually worked, with
15
a guaranteed minimum of two (2) hours' pay for each time the
16
employee is called to a work site during the period the employee is
17
on standby.
18
immediate supervisor.
19
10.10
Standby time may be authorized by the employee's
Aides
as
Noon
Playground
Supervisors:
When
an
20
Instructional Aide has an additional assignment as Noon Playground
21
Supervisor, that aide shall receive the same hourly rate of pay for
22
23
the additional assignment as received for the basic assignment.
24
10.11
Summer Recess Period Assignments:
Education Code
25
Section 45102(a) states: ―For the purposes of this section every
26
classified employee shall be deemed to be employed for 12 months
27
during each school year regardless of the number of months in
47
1
which he or she is normally in paid status.‖
2
mind, the parties agree to the following concerning summer
3
assignments.
Summer
4
10.11.1
5
whether or not there will be summer school, as well as
6
to what extent summer school shall be offered.
When
7
work
unit
8
members and is required to be performed at times when
9
school
is
School:
normally
is
in
and
The
With this section in
District
customarily
recess
during
shall
determine
performed
summer
by
school,
that
10
assignment shall be made on the basis of qualifications
11
for employment in each classification of that service
12
which is required.
13
to substitutes, the work shall be offered first to unit
14
members by seniority who are currently serving in the
15
classification. Then the work will be offered to all
16
permanent classified bargaining unit members who meet
17
the minimum qualifications for the position, including
18
prior passage of any required assessments. All eligible
19
permanent
20
recess assignment before any substitute employee may
21
work during the summer recess period.
22
shall be required to accept such offer.
Prior to offering summer school work
classified
employees
must
decline
summer
No unit member
23
24
Once an employee misses three days of work during summer
25
school, he/she shall be removed from the assignment.
48
1
10.11.2 Summer Work Crews: Summer work crews shall first
2
be
3
employees by seniority, regardless of the employee’s
4
classification held during the regular school year.
5
the District determines that there is a need to create
6
summer crews to complete work that is routinely and
7
customarily performed by unit members the district shall
8
post its intent to have such crews and recruit from
9
current unit members.
offered
posting
to
all
available as a summer crew assignment.
12
period has closed Human Resources will rank order all
13
interested
14
seniority and area of interest.
15
fill
16
members.
17
Once an employee misses three days of summer crew work,
18
he/she shall be removed from the assignment.
19
10.11.3
20
for an absent unit member):
Day to day work during the
21
summer
be
22
bargaining unit members who are not scheduled to work
23
during the summer recess.
These members must meet the
24
same
the
25
otherwise be required of a substitute employee.
work
crews
areas
that
If
11
member
all
classified
The
unit
include
permanent
10
summer
shall
eligible
be
Once the posting
applications
with
will
by
district
The District will first
permanent
eligible
unit
Summer Recess Day to Day to Work (filling in
recess
shall
qualifications
first
for
49
offered
position
to
qualified
that
would
This
1
opportunity will only be offered to employees who have
2
expressed interest in additional work by turning in the
3
required
4
deadline.
5
10.11.4
6
shall distribute a ―Summer Recess Duty Interest Form‖ to
7
all
8
Friday in April via District email.
9
enable unit members to express interest in summer school
10
work, summer work crew, or summer recess day to day work
11
filling in for absent employees.
12
provide employees with at least ten (10) business days
13
to return the form.
14
Recess Duty Interest Form by the applicable deadline to
15
be
16
10.11.
17
Failure to return the form by the deadline set forth in
18
the form shall remove the bargaining unit member from
19
consideration for a summer school position.
District
interest
form
by
Summer Recess Interest Form:
bargaining
eligible
unit
for
members
designated
Human resources
later
than
the
last
The form will
The District shall
An employee must return the Summer
any
Summer
no
the
assignment
21
assigned to work during the summer recess period
22
will be evaluated by their summer supervisor prior
23
to the conclusion of the assignment.
24
member
25
their summer assignment the unit member will be
50
unsatisfactory
Unit
Article
10.11.5
an
Evaluation:
to
20
receives
Recess
pursuant
Members
If a unit
evaluation
for
1
excluded
2
period.
3
identify deficiencies in performance and give the
4
unit member
5
issuing the final summer evaluation.
Supervisors
the
next
shall
summer
whenever
recess
possible
the opportunity to improve prior to
10.12
7
disrupting
8
District, the work shifts of employees may begin as early as 6:00
9
a.m. between July 1 and August 31 inclusive.
or
Work
working
6
10
Summer
from
interfering
Shifts:
with
Whenever
the
regular
to this provision may be made by the District.
11
12
13
14
15
16
17
18
19
20
21
22
23
24
25
26
51
possible,
without
work
of
flow
the
Individual exceptions
1
ARTICLE XI
2
HOLIDAYS
3
11.0
Scheduled
Holidays:
The
District
4
scheduled holidays as follows:
5
- Independence Day
6
- Admission Day (Floating Holiday)
7
- Labor Day
8
- Veteran's Day
9
- Thanksgiving Day and the following day
10
- Christmas Eve Day and Christmas Day
11
- New Year's Day and New Year's Eve
12
- Martin Luther King's Day
13
- Lincoln's Day
14
- President's Day
15
- Good Friday
16
- Memorial Day
shall
provide
17
The scheduled holidays shall be as they appear on the school
18
calendar in conformance with the District's instructional year.
19
the event the District moves to modify the established school
20
calendar, the District shall notify CSEA in advance.
21
11.1
Additional
Holidays:
Every
day
declared
by
In
the
22
President or Governor of this State as a public fast, mourning,
23
thanksgiving or holiday which requires the closure of schools, or
24
any other day legally declared a holiday by the District's Board of
25
Education, shall be a paid holiday for unit employees.
26
11.2
Holidays on Saturday or Sunday:
52
When a holiday falls
1
on a Saturday, the preceding workday not a holiday shall be deemed
2
to be that holiday.
3
holiday falls on Sunday, the following workday not a holiday shall
4
be deemed to be that holiday.
5
11.3
Except as provided in Section 11.0 when a
Holiday Eligibility:
Except as otherwise provided in
6
this Article, an employee must be in paid status on the working day
7
immediately preceding or succeeding the holiday to be paid for the
8
holiday.
9
11.3.1
Employees in the bargaining unit who are not
10
normally assigned to duty during the Christmas and
11
Spring recesses shall be paid for holidays falling
12
within these periods provided that they were in a paid
13
status during any portion of the working day of their
14
normal assignment immediately preceding or succeeding
15
the holiday period.
16
11.3.2
17
on paid status during the recess between the Spring
18
semester and Summer session, the Summer session, or
19
the
20
semester, are not entitled to receive compensation for
21
holidays
22
employees satisfy the requirements of Section 11.3 of
23
this Article.
Unit employees who do not work or who are not
recess
between
arising
the
during
24
25
26
53
Summer
those
session
periods
and
unless
Fall
the
1
ARTICLE XII
2
NEGOTIATIONS
3
12.0
Notification
and
Public
Notice:
If
either
party
4
desires to renegotiate portions of this Agreement in accordance
5
with Article 13, such party shall be responsible for providing
6
written notice and a proposal to the other party of said desire and
7
the nature of the proposed changes to the Agreement, and cause the
8
public notice provisions of California law to be fulfilled.
9
12.1
Successor
Agreement:
Upon
written
notice
for
10
negotiation, the parties shall, within a reasonable time, begin the
11
process of meeting and negotiating in good faith.
12
13
12.2
Consultants:
Either party may utilize the services of
outside consultants.
14
12.3
Authorized Parties:
15
respective
16
authorized officers, individuals, representatives or committees.
17
18
12.4
duties
required
Either party may discharge their
by
Time and Place:
this
Agreement,
by
means
of
Negotiations (requested by either
party) shall take place at mutually agreeable times and places.
19
12.5
right
21
reasonable
22
District shall determine what is a reasonable amount of released
23
time.
12.6
designate
release
four
time
Press Release:
(4)
to
employees,
CSEA shall have the
20
24
to
Release Time for Negotiations:
participate
in
who
shall
be
given
negotiations.
The
There will be no press release other
25
than a joint press release during the course of negotiations,
26
unless an impasse has been declared by either party.
27
28
agreement has been reached, there shall be a joint press release.
54
When an
1
Article XIII
2
MISCELLANEOUS PROVISIONS
3
13.0 TERM OF AGREEMENT AND RE-OPENER NEGOTIATIONS: The new CSEA
4
Agreement will be for three years effective July 1, 2013 through June
5
30, 2016.
6
Article IX – Salary and Health and Welfare Benefits.
7
District and CSEA shall each be permitted to open two (2) additional
8
Articles.
9
day to day until such time as a new or modified Agreement is reached by
10
11
Re-opener negotiations for 2013—14 and 2014—2015 will be for
Additionally the
This Agreement shall continue in full force and effect from
the parties.
During the 2014-2015 school year Reopeners it is agreed that each
12
party will be able to open two (2) additional Articles if needed in the
13
addition to the above two (2) articles. This Agreement shall continue in
14
full force and effect from day to day until such time as a new or
15
modified Agreement is reached by the parties.
16
13.1
Completion of Negotiations:
During the term of this
17
Agreement, the District and CSEA expressly waive and relinquish the
18
right to meet and negotiate and agree that the District and CSEA
19
shall not be obligated to meet and negotiate with respect to any
20
subject or matter whether referred to or covered in this Agreement
21
or not, even though such subject or matter may not have been within
22
the knowledge or contemplation of the parties at the time they met
23
and negotiated the Agreement, and even though such subject or
24
matter was proposed and later withdrawn.
25
13.2
Effects
of
this
Agreement:
It
is
understood
and
26
agreed that the specific provisions contained in this Agreement
27
shall prevail over District practice and procedures and over laws
55
1
to the extent permitted by law.
2
This
written
Agreement
sets
forth
the
full
and
complete
3
agreement between the parties concerning the subject matter hereof,
4
and supersedes all prior informal or formal agreements thereon.
5
There
6
promises, or agreements, oral or otherwise, between the parties
7
that are not embodied herein.
8
9
are
no
13.3
provided
valid
or
binding
Copies of Agreement:
by
the
District
to
representations,
inducements,
A copy of the Agreement will be
each
unit
member
covered
by
the
10
Agreement within thirty (30) days from date of ratification by both
11
parties.
12
to each new unit member at the time of employment.
13
13.4
The District will also provide a copy of this Agreement
Severability:
Each section, part, term and provision
14
of the Agreement shall be considered severable.
15
reason, any section, part, term, or provision herein is determined
16
to be invalid and contrary to or in conflict with any existing or
17
future law or regulation of the legislature, or a court or agency
18
having valid jurisdiction, such determination shall not impair the
19
operation or affect the remaining portions, sections, parts, terms,
20
or provisions, of this Agreement, and the latter will continue to
21
be given full force and effect and bind the parties hereto.
22
invalid section, part, term, or provision shall be deemed not to be
23
a part of this Agreement, and subject to immediate negotiations.
24
13.5
Ratification of Additions or Changes:
If, for any
The
Any additions
25
or changes in this Agreement shall not be effective unless reduced
26
to writing and properly ratified and signed by both parties.
56
1
13.6
Article
and
Section
Titles:
Article
and
section
2
titles in this Agreement are provided for convenience only and in
3
no way are to be used to define, limit, or affect the constructions
4
and interpretation thereof.
5
13.7
Personnel File Contents and Inspection:
Materials in
6
personnel files of employees which may serve as a basis for or
7
affect the status of their employment are to be made available for
8
the inspection of the person involved.
9
Such material is not to include ratings, reports, or records
10
which (1) were obtained prior to the employment of the person
11
involved, (2) were prepared by identifiable examination committee
12
members, or (3) were obtained in connection with a promotional
13
examination.
14
Every employee shall have the right to inspect such material
15
upon request, provided that the request is made at a time when such
16
person is not actually required to render services to the District.
17
Information of a derogatory nature, except material mentioned
18
in the second paragraph of this section, shall not be entered or
19
filed
20
opportunity to review and comment thereon.
21
the right to enter, and have attached to any such derogatory
22
statement, his own comments thereon.
23
during normal business hours, and the employee shall be released
24
from duty for this purpose without salary reduction.
25
26
unless
13.8
and
Past
until
the
Practices:
practices which are
employee
Rules,
is
given
notice
and
an
An employee shall have
Such review shall take place
regulations,
policies
and
in effect at the time of this Agreement that
57
1
are
2
without prior negotiations with CSEA.
3
within
13.9
the
scope
of
representation
Instructional Aides:
shall
not
be
modified
Instructional Aides will not be
4
left in complete supervision of a classroom for a span longer than
5
fifteen (15) minutes per class period.
6
13.10
Information Packet:
The District shall provide each
7
new employee with an informational packet prepared by the CSEA.
8
copy of the current master agreement between the District and CSEA
9
will also be included with the informational packet.
10
13.11
Right to Organize:
organize,
join
and
A
Unit members shall have the right
11
to
assist
12
negotiations with the District through the exclusive representative
13
for classified employees, CSEA.
14
15
16
17
18
19
20
21
22
23
24
25
26
58
CSEA
and
to
participate
in
1
ARTICLE XIV
2
VACATION
3
14.0
Eligibility:
Employees
covered
hereby
who
have
4
completed six (6) months employment shall earn paid vacation time
5
under this Article.
6
basis - July 1 through June 30.
7
completes his or her probationary period, he or she shall become
8
eligible for vacation from the date of hire.
9
14.1
Vacation benefits are earned on a fiscal year
Paid Vacation:
Once an employee successfully
Except as otherwise provided in this
10
Article, paid vacation shall be granted no later than the fiscal
11
year immediately following the fiscal year in which it is earned.
12
Normally, for all employees whose work year is less than twelve
13
(12) months, the paid vacation shall be granted in the fiscal year
14
in which it is earned.
15
twelve (12) months shall take all vacation entitlement possible
16
during Winter and Spring Recess.
17
14.2
Accumulation:
Employees whose work year is less than
Vacation
time
shall
be
earned
and
18
accumulated on a monthly basis in accordance with the following
19
schedules:
20
14.2.1
Through the fifth year of service, vacation
21
time shall be earned and accumulated at the rate of
22
1.25 days of vacation for each month of paid service,
23
not to exceed fifteen (15) days per fiscal year.
24
14.2.2
25
employee shall be granted one (1) additional day of
26
vacation for each year of service, not to exceed the
Commencing with the sixth year of service, the
59
1
following limits:
2
14.2.2a
Employees on ten (10) month work year:
3
Maximum total annual vacation:
4
14.2.2b
5
Maximum total annual vacation:
6
14.2.2c
7
Maximum total annual vacation: twenty (20) days.
eighteen (18) days.
Employees on eleven (11) month work year:
Nineteen (19) days.
Employees on twelve (12) month work year:
8
14.2.3
9
employment, employees on a twelve (12) month work year
10
shall receive five (5) additional vacation days per
11
year,
12
Employees on a less than twelve (12) month schedule
13
shall receive a pro rata amount based upon the length
14
of their regularly assigned work year.
15
14.3
Commencing
for
a
Vacation Pay:
with
maximum
the
of
twenty-first
twenty-five
year
(25)
of
days.
Pay for vacation days for employees
16
shall be the same as that which the employee would have received
17
had the employee been in a working status except that no employee
18
shall be paid overtime while on vacation status.
19
14.4
Vacation Pay Upon Termination:
When an employee is
20
terminated for any reason, that employee shall be entitled to all
21
vacation
22
effective date of the termination, except that employees who have
23
not completed six (6) months of employment in regular status shall
24
not be entitled to such compensation.
25
granted vacation in excess of that which was earned at the time of
26
termination shall have deducted from the employee's severance check
pay
earned
and
accumulated
60
up
to
and
including
the
Any employee who has been
1
the full amount of salary which was paid for such unearned days of
2
vacation.
3
14.5
Vacation
Postponement:
If
an
employee's
vacation
4
becomes due during a period when the employee is on leave due to
5
illness or injury, the employee may request that the vacation be
6
rescheduled,
7
accordance
8
employee shall be paid for all vacation earned and unused during
9
the fiscal year.
and
with
the
District
vacation
dates
shall
grant
available
such
at
the
request
time,
or
in
the
10
14.5.1
11
all or any part of the employee's annual vacation, the
12
amount
13
straight time rate.
14
overtime rates when paying for unused vacation.
15
14.6
If for any reason an employee does not take
not
Holidays:
taken
shall
be
paid
at
the
appropriate
In no case shall the District pay
When a holiday falls during the scheduled
16
vacation of an employee, such holiday shall not be counted as a
17
paid vacation day.
18
14.7
Vacation Scheduling:
Vacation shall be scheduled at
19
times requested by bargaining unit employees so far as possible
20
within the District's work requirements.
21
14.7.1
22
are working on the same or similar operations as to
23
when vacations shall be taken, the employee with the
24
greatest
25
preference.
26
14.8
If there is any conflict between employees who
District
Interruption
of
seniority
Vacation:
61
shall
An
be
given
employee
his/her
shall
be
1
permitted to interrupt or terminate vacation leave in order to
2
begin
3
service,
provided
4
relevant
supporting
5
interruption or termination.
6
another
14.9
type
of
the
paid
leave
without
employee
supplies
information
regarding
a
return
adequate
the
to
active
notice
basis
for
and
such
Vacation for Employees Working Fewer Than Eight Hours
7
Daily:
8
on regular status whose regular workday is less than eight (8)
9
hours except that the vacation days or pay granted shall be in the
10
same proportion to an eight (8) hour day and the pay therefore as
11
is the part-time employee's regular workday.
12
All the provisions of this Article shall apply to employees
14.10
Vacation Carry-Over:
Except as provided in previous
13
sections, any employee in the bargaining unit who has been employed
14
for more than five (5) years may elect to carry over five (5) days
15
of vacation to the following fiscal year, during which they then
16
must be taken.
17
18
19
20
21
22
23
24
25
26
62
1
ARTICLE XV
2
LEAVES
3
15.0
Extent of Benefits:
The benefits which are expressly
4
provided by this Article are the sole leave benefits which are a
5
part of this Agreement.
6
which may be provided by law are not subject to the Grievance
7
Procedure Article.
8
9
15.1
It is agreed that any other leave benefits
Effect on Seniority:
Time spent on paid leave shall
not be construed as a break in service for any purpose.
Time spent
10
on unpaid leave shall not be construed as a break in service for
11
any purpose except that during such time the employee shall not
12
accrue seniority or any benefits.
13
nor lose seniority for all purposes as set forth in this Agreement.
14
15.2
Notice of Return:
The employee shall neither gain
At least two (2) weeks prior to the
15
end of any unpaid leave of thirty (30) or more calendar days the
16
employee on leave must submit in writing to the Human Resources
17
Office notice of the employee's intent to return to work, or a
18
request for further leave, or a letter of resignation.
19
the part of the employee to provide such timely notice may result
20
in disciplinary action.
21
15.3
Leave of Absence for Illness or Injury:
Failure on
An employee
22
employed five (5) days a week for a full fiscal year shall be
23
granted twelve (12) days leave of absence for illness or injury,
24
exclusive of all days he/she is not required to render service to
25
the District with full pay, for a fiscal year of service.
26
sick leave may be accrued indefinitely.
63
Unused
The employee may convert
1
unused sick leave to retirement credit in accordance with law.
2
15.3.1
An employee, employed five (5) days a week,
3
who is employed for less than a full fiscal year is
4
entitled to that proportion of twelve (12) days leave
5
of absence for illness or injury as the number of
6
months he/she is employed bears to twelve (12).
7
15.3.2
8
per
9
service, to that proportion of twelve (12) days leave
10
of absence for illness or injury as the number of days
11
he/she is employed per week bears to five (5).
12
such persons are employed for less than a full fiscal
13
year
14
shall determine that proportion of leave of absence
15
for illness or injury to which they are entitled.
16
for any day of such absence shall be the same as the
17
pay which should have been received had the employee
18
served during the day of illness.
19
the beginning of his work year, shall be eligible for
20
the number of sick leave days corresponding to the
21
number of months in the employee’s work year.
22
15.3.3
23
be treated as an illness for the purpose of sick leave
24
use.
25
15.3.4
26
physical
An employee employed less than five (5) days
week
of
shall
be
service,
entitled,
this
and
for
the
a
fiscal
preceding
year
of
When
paragraph
Pay
Each employee, at
Pregnancy may, at the option of the employee,
Illness
or
or
injury
mental
leave
disability
64
may
be
absences
used
for
which
are
1
medically necessary and caused by illness or injury to
2
the employee.
3
15.3.5
4
provide
5
his/her
6
restrictions, and of the nature and duration of the
7
illness or disability, following an absence of three
8
(3) or more consecutive working days.
9
may also be required from a physician selected by the
The
District
his/her
require
physician's
ability
at
may
to
written
return
District
a
unit
member
to
verification
of
to
without
Verification
10
District,
11
verification of illness or disability by a physician
12
may be required when:
13
believes
14
privileges,
15
believes
16
continue work.
17
in writing and shall state the employee's ability to
18
return to work without restrictions and the nature and
19
duration
20
verification is required from the physician selected
21
by the District, it shall be at District expense.
22
15.3.6
23
eligible
24
absence for illness or injury during the first year of
25
employment until the first day of the calendar month
26
after completion of six (6) months of employment with
that
a
that
of
(2)
a
member
when
unit
addition,
is
the
member
is
abusing
sick
District
medically
leave
reasonably
unfit
to
In either case, verification shall be
the
illness
Bargaining
to
In
(1) the District reasonably
unit
or
expense.
work
take
unit
more
65
or
disability.
employees
than
six
(6)
If
such
shall
not
be
days
leave
of
1
2
the District.
15.4
Industrial Injury or Illness Leave:
3
15.4.1
4
injury shall submit a written report of the injury to
5
his
6
(24) hours.
7
of any work-related illness to his or her immediate
8
supervisor within twenty-four (24) hours of knowledge
9
that the illness is an alleged work-related illness.
or
An employee who has sustained a work-related
her
immediate
supervisor
within
twenty-four
An employee shall submit a written report
10
The
District
may
11
written verification from a licensed physician that
12
the
13
District
14
physical examination by a physician selected by the
15
District
16
examination
17
District will schedule the employee's appointment.
18
15.4.2
Total
19
working
days
20
accident or illness occurring on the job.
21
leave shall not be accumulated from year to year.
22
15.4.3
23
commence on the first day of absence.
24
absent from his/her duties on account of an industrial
25
accident or illness shall be paid such portion of the
26
salary due him/her for any month in which that absence
injury
or
may
require
illness
require
at
any
will
the
in
Industrial
any
employee
leave
one
or
submit
addition,
to
leave.
be
year
illness
a
This
and
sixty
for
a
the
submit
expense,
shall
fiscal
to
to
the
District
accident
66
In
during
at
allowable
employee
exist.
time
be
the
the
the
(60)
same
Allowable
leave
shall
An employee
1
occurs as, when added to his/her temporary disability
2
indemnity, will result in a payment to him/her of not
3
more than his/her full salary.
4
15.4.4
5
reduced by one day for each day of authorized absence
6
regardless of a temporary disability indemnity award.
7
After
8
sick leave and vacation leave may be used.
9
15.4.5
Industrial accident or illness leave shall be
industrial
leave
has
been
exhausted,
regular
The deduction from the employee's sick leave
10
or vacation leave if utilized per 15.4.4, above will
11
be proportionate to the amount the District adds to
12
make
13
indemnity check and his/her full salary.
14
15.4.6
15
overlaps into the next fiscal year, the employee shall
16
be entitled to only the amount of unused leave due
17
him/her for the same illness or injury.
18
15.4.7
19
benefits have been exhausted, and if the employee is
20
not medically able to assume the duties of his/her
21
position, the employee shall, if not placed in another
22
position,
23
reemployment list.
24
nine (39) month period, the person shall be employed
25
in
26
person's previous assignment over all other available
a
up
the
difference
between
his/her
disability
When an industrial accident or illness leave
When
be
vacant
all
industrial
placed
on
a
leave
and
thirty-nine
sick
(39)
leave
month
When available during the thirty-
position
67
in
the
classification
of
the
1
candidates except for a reemployment list established
2
because of a lack of work or a lack of funds, in which
3
case the person shall be listed in accordance with
4
his/her appropriate seniority status.
5
has been placed on a reemployment list, who has been
6
medically released for return to duty and who fails to
7
accept an appropriate assignment, may be terminated.
8
Periods of leave of absence under this section, paid
9
or unpaid, shall not be considered to be a break in
An employee who
10
service of the employee.
11
15.4.8
12
accident
13
served continuously for twelve (12) months.
14
purpose of this section, twelve (12) months service
15
means that the employee was employed by the District
16
on
17
calendar days prior to the first days of absence.
18
15.4.9
19
this
20
illness, remain within the State of California unless
21
the District authorized travel outside of the State.
22
15.4.10
23
indicating the employee is physically able to resume
24
regular duties before allowing the employee to return
25
to
26
require an employee returning from industrial accident
In
or
order
and
to
illness
before
three
be
eligible
leave,
hundred
an
for
industrial
employee
and
must
have
For the
sixty-five
(365)
An employee receiving benefits as a result of
section
work.
shall,
during
periods
of
injury
of
The District shall require a medical release
The
District,
68
at
its
own
expense,
may
1
and illness leave to be examined by a physician chosen
2
by the District before allowing the employee to return
3
to work.
4
notify the employee of the time and place.
5
15.5
The District shall make the appointment and
Personal Necessity Leave:
6
15.5.1
Every unit member shall be entitled to use
7
seven (7) days of his/her paid sick leave allotment
8
during each school year in case of personal necessity,
9
in accordance with Education Code 45207.
10
15.5.2
Personal
necessity
means
death
or
serious
11
illness to a member of his or her immediate family, an
12
accident involving his or her person or property, or
13
the person or property of a member of his or her
14
immediate family.
15
15.5.3
16
paid
17
school
18
notified by the employee at least twenty-four (24)
19
hours
20
emergency makes such advance notification impossible.
21
Such leave may not be taken the first five (5) or the
22
last five (5) days of any school year or the day
23
before or after a holiday or vacation without prior
24
approval of the Superintendent.
25
not
26
personal business leave.
A unit member shall be entitled to two (2)
days
of
year.
in
absence
The
advance
require
unit
of
due
personal
immediate
taking
members
69
to
to
business
supervisor
such
leave
shall
unless
per
be
an
The District shall
state
the
reason
for
The number of unit members
1
on personal leave may not exceed ten percent (10%) of
2
the unit members at a work site who are covered by
3
this Agreement.
4
15.6
Bereavement Leave:
5
15.6.1
A
leave
6
deductions from accumulated sick leave, not to exceed
7
three (3) days, shall be granted to an employee when
8
any member of the employee's immediate family dies.
9
Two (2) additional days will be granted to an employee
10
if travel of more than two hundred and fifty (250)
11
miles one (1) way from Perris or out of California is
12
required because of the death of any member of the
13
employee's immediate family.
14
15.6.2
15
provided
16
handled
17
Personal Necessity Leave, of this Article.
18
15.6.3
19
step-relatives bearing the following relationships to
20
the employee claiming bereavement leave, or to the
21
employee's spouse:
Any
by
of
absence
additional
the
through
days
bereavement
the
"Immediate
with
requested
leave
provisions
Family"
pay
means
and
beyond
policy
under
those
without
those
must
section
15.5,
relatives
22
Mother
Son
Brother
Grandparent
23
Father
Daughter
Sister
Grandchild
24
Spouse
Son-in-law
Daughter-in-law
25
Aunt
Uncle
Registered Domestic Partner
26
*or any person living in the employee's immediate household.
70
be
or
1
15.6.4
A unit member or a representative of CSEA on
2
the unit member’s behalf may request approval from the
3
Assistant
4
bereavement leave to be used in relation to the death
5
of relatives not designated as immediate family.
6
the
7
Resources denies the request, the unit member or a
8
representative of CSEA on the unit member’s behalf may
9
appeal to the Superintendent.
Superintendent,
event
the
Human
Assistant
Resources
Superintendent,
for
In
Human
The decision of the
10
Superintendent to grant or deny such approval shall be
11
final and shall not be subject to review under the
12
Grievance Procedure Article of this Agreement.
13
15.7
Jury Duty:
An employee shall be entitled to leave
14
without loss of pay for any time the employee is required to
15
perform jury duty.
16
rate of pay.
17
received
18
allowance
19
considered in the amount received for jury duty.
20
the bargaining unit whose regular assigned shift commences at 3:00
21
p.m. or after and who is required to serve four (4) hours or more
22
of the day on jury duty shall be relieved from work with pay.
23
15.8
for
The District shall pay the employee regular
The employee shall pay the District the amount
jury
provided
duty.
the
Any
employee
Adoption Leave:
meal,
for
mileage,
jury
duty
and/or
shall
parking
not
be
Any employee in
An employee who is adopting a child
24
shall be entitled to three (3) days of paid leave for the purpose
25
of processing the adoption.
26
15.9
Health Leave:
The District may grant an unpaid leave
71
1
of absence to a permanent employee for illness or injury which is
2
not job related.
3
months as an initial leave.
4
extend the leave for two additional six (6) month periods.
5
the end of the leave, the employee is unable to return to duty, the
6
employee shall be placed on a thirty-nine (39) month reemployment
7
list.
8
health leave, or the amount of leave granted, shall not be subject
9
to the Grievance Procedure Article of this Agreement.
10
A health leave may not exceed six (6) calendar
The District, at its discretion, may
If, at
The District's decision regarding whether or not to grant
15.10
Maternity Leave:
11
15.10.1
Employee
12
from pregnancy and recovery there from are considered
13
temporary
14
treated as conditions of illness.
15
used
16
employee may prefer a long-term unpaid General Leave.
17
Prior to use of either type of leave, the pregnant
18
employee shall choose the type of leave preferred and
19
notify the Human Resources Office in writing.
20
made,
21
approval of the Administrator of Human Resources.
22
15.10.2
23
this
24
unpaid
25
period on one (1) year.
26
employee
for
Options:
disabilities
such
this
Disabilities
and,
in
disabilities.
choice
may
be
resulting
general,
will
Sick leave may be
However,
reversed
a
only
pregnant
leave
any
for
shall
pregnant
employee
maternity
submit
72
purposes
may
for
Once
with
Use of General Leave for Maternity:
option
be
Under
request
a
the
an
maximum
Prior to such leave, the
in
writing
to
the
Human
1
Resources Office, a statement indicating the beginning
2
and ending date of the requested leave and shall also
3
submit a physician's statement verifying pregnancy and
4
indicating
the
5
jeopardized
by
6
until the date the leave would begin.
7
General
8
approval of the District. In the event of miscarriage
9
or
Leave
of
employee's
continuing
for
premature
health
full
maternity
birth,
would
employment
be
activity
An extension of
purposes
the
not
will
employee
may
require
request
10
earlier return to work subject to a vacancy existing.
11
Before actual return to work, a written physician's
12
statement indicating the employee is able to perform
13
required
14
Resources Office by the employee.
15
District shall be notified in writing at least ten
16
(10) calendar days prior to the employee's return to
17
duty
18
shall
19
physician indicating the employee's condition warrants
20
a return to full duty on the date specified.
21
15.11
of
duties
the
shall
expected
include
Military Leave:
a
be
date
provided
of
statement
to
Human
In any event, the
return,
from
the
which
the
notice
employee's
Members of the bargaining unit shall
22
be granted any military leave to which they are entitled, under
23
law, as classified school employees.
24
to request military leaves in writing and, upon request, so supply
25
the District with "orders" and status reports.
26
15.12
Study Leave:
Employees shall be required
Any classified employee may, with the
73
1
approval of the District, be granted a leave of absence without
2
pay, not to exceed one (1) year for the purpose of permitting study
3
by the employee or for the purpose of retraining the employee to
4
meet the changing conditions within the District.
5
15.12.1
No leave of absence shall be granted to any
6
employee
for
7
service
8
consecutive years or for retraining purposes who has
9
not
to
study
the
rendered
purposes
District
service
to
who
for
the
at
has
not
least
District
for
rendered
seven
at
(7)
least
10
three (3) consecutive years preceding the granting of
11
the leave, and no more than one (1) such leave shall
12
be granted in each seven (7) or three (3) year prior,
13
respectively.
14
15.13
Family and Medical Leave Act:
family
15
unpaid
16
employees in accordance with the provisions of the federal Family
17
and Medical Leave Act of 1993 (P.L. 103-3).
18
Federal Family and Medical Leave Act, the District will grant up to
19
12 workweeks of unpaid family and medical leave with continuation
20
of existing District-paid health and welfare benefits to eligible
21
bargaining unit employees for the birth, adoption or foster care
22
placement
23
employee, employee's child, spouse or parent with a serious health
24
condition.
25
has worked for the District for a total of at least 12 months and
26
has worked at least 1,250 hours over the previous 12 months.
of
and
a
medical
child
with
leave
the
to
The District will grant
eligible
employee,
bargaining
unit
In accordance with the
or
for
care
of
the
An employee is eligible for this leave if the employee
74
1
Except for disability leave on account of pregnancy, childbirth or
2
related medical conditions, family or medical leave under this
3
Article will run concurrently with any paid leave for which the
4
bargaining
5
accrued vacation.
6
days advance written notice if the need for unpaid family leave is
7
foreseeable.
is
not
8
possible, then notice shall be given as soon as practicable.
Any
9
family leave request will be processed in accordance with the
10
11
unit
employee
If
is
eligible
including
sick
leave
and
Employees are required to provide at least 30
the
30
days
advance
written
notice
applicable provisions of state and federal law.
15.14
Extended Illness or Injury Leave
12
15.14.1
Full-time, twelve (12) month employees shall
13
be entitled to extended illness or injury leave of 100
14
non-cumulative
15
year.
16
15.14.2
17
leave shall receive compensation equal to 50 percent
18
of the employee's regular salary.
19
15.14.3
20
be inclusive of, and run concurrently with any other
21
paid leave, holiday, vacation, or compensatory time to
22
which the employee is entitled.
23
15.14.4
24
than 40 hours per week and/or less than 12 months per
25
full fiscal year is entitled to that proportion of 800
26
hours of extended sick leave per fiscal year as the
An
working
employee
days
on
(800
extended
hours)
illness
per
fiscal
or
injury
This extended illness or injury leave shall
An employee who is scheduled to work less
75
1
employee's number or scheduled work hours relates to a
2
full-time work schedule.
3
15.15
Misuse of Leave:
only
under
the
An employee may take a leave of
4
absence
provisions
5
Leaves of absence shall not be used for strikes, walkouts, or any
6
other form of concerted action.
7
8
9
10
11
12
13
14
15
16
17
18
19
20
21
22
23
24
25
26
76
specified
in
this
section.
1
ARTICLE XVI
2
TRANSFERS
3
16.1
Definitions:
4
16.1.1
Transfer:
The
5
administrative action which results in the movement of
6
an employee from one job classification to another job
7
classification
8
(excluding demotions or layoffs), or the movement from
9
one school or work location to another.
of
equal
less
an
compensation
11
transfer" means a transfer initiated at the request of
12
an employee.
13
16.1.3
14
transfer" means a transfer initiated by the District.
Involuntary Transfer:
Posting of Notice:
The
means
16.1.2
16.2
Transfer:
or
"transfer"
10
15
Voluntary
term
term
"voluntary
The term "involuntary
When a vacancy is created in the
16
bargaining unit, the position shall be announced on the District's
17
personnel hot line for not less than five (5) days prior to being
18
filled by the District, except in case of an emergency, in which
19
case the District will notify the CSEA President.
20
will also provide copies of all such notices to the CSEA President.
21
Copies will be posted at work locations throughout the District for
22
not less than five (5) days prior to the position being filled,
23
except in case of an emergency.
24
16.3
be
Voluntary Transfer:
submitted
to
the
The District
Requests for voluntary transfers
25
shall
District's
26
Resources Services or designee within the posting time limit set
77
Administrator
of
Human
1
forth in section 16.2 of this Article.
All requests for voluntary
2
transfers shall be considered on the basis of the following non-
3
ordered criteria:
4
16.3.1
Qualification for position;
5
16.3.2
Previous job performance;
6
16.3.3
Personnel needs of the District; and
7
16.3.4
Seniority.
8
16.4
9
employees
Involuntary
in
the
Transfer:
An
classification
employee,
series
of
except
food
for
services,
10
maintenance and operations, transportation and instructional aides,
11
may be involuntarily transferred by the District only once during a
12
school year, except in cases of a verifiable emergency, whenever
13
such
14
interest(s) of the District as determined by the District.
transfer
is
in
An
the
best
employee
educational
16.4.1
16
shall be given five (5) days notice, except for food
17
services, maintenance and operations, transportation,
18
and instructional aides, who shall be given reasonable
19
notice and, upon request, will discuss the reasons for
20
the
21
involuntary transfers as determined by the District
22
shall be considered on the basis of the following non-
23
ordered criteria:
with
the
involuntarily
operational
15
transfer
being
and/or
unit
employee.
transferred
Reasons
24
16.4.1.1
Qualification for position;
25
16.4.1.2
Previous job performance;
26
16.4.1.3
Personnel needs of the District; and
78
for
1
16.4.1.4
An
Seniority.
2
16.4.2
employee
scheduled
to
be
involuntarily
3
transferred shall be allowed to indicate a preference
4
for any vacancy for which he or she is qualified, or
5
accept a layoff in lieu of the transfer.
6
employee does accept a layoff, the employee will be
7
immediately placed on a 39-month reemployment list and
8
it is agreed that there are no effects to be bargained
9
for such a layoff.
10
16.4.3
11
or disciplinary in nature except for just cause.
If the
An involuntary transfer shall not be punitive
12
13
14
15
16
17
18
19
20
21
22
23
24
25
26
79
1
ARTICLE XVII
2
LAYOFF AND REEMPLOYMENT
3
17.0
Whenever it is considered necessary by the District to
4
reduce the number of classified employees because of lack of work
5
or lack of funds, or whenever it is deemed necessary or desirable
6
by the District to diminish or terminate a service or a program,
7
the Superintendent shall recommend the specific positions to be
8
discontinued.
9
when the need therefore becomes reasonably apparent, but in no
10
event
11
recommendation(s) to the Board.
12
later
The District shall notify CSEA of any proposal(s)
17.1
than
Notice:
the
day
the
Superintendent
makes
the
Employees shall receive notice of layoff at
13
least sixty (60) calendar days prior to the effective date of the
14
layoff and shall be informed of their displacement rights, if any,
15
and reemployment rights.
16
"reasonable assurance" of reemployment where the District does not
17
reasonably believe such reemployment shall occur as offered.
18
17.1.1
No employee shall be notified of any
Nothing
herein
provided
shall
preclude
a
19
layoff for lack of funds in the event of an actual and existing
20
financial inability to pay salaries for classified employees, nor
21
layoff for lack of work resulting from causes not foreseeable or
22
preventable by the District, without the required notice.
23
17.2
Order of Layoff:
Whenever a unit member is laid off,
24
the order of layoff within the class shall be determined by length
25
of service.
26
class.
The term "length of service" means hire date in the
The unit member, who has been employed the shortest time in
80
1
the
class,
plus
higher
classes,
2
Reemployment shall be in the reverse order of layoff.
Seniority:
shall
be
laid
off
first.
3
17.2.1
4
this Agreement, shall mean the relative status of one
5
unit member to other unit members, based on the unit
6
member's
7
probationary
8
member's seniority is determined by his/her placement
9
on the District's classified seniority list.
length
The term "seniority," as used in
of
service
and/or
for
permanent
the
District
employee.
as
A
a
unit
If two
10
or more unit members have the same hire date as a
11
probationary employee, the determination of who has
12
the greater seniority shall be made in July of each
13
year through a random selection process agreed to by
14
the
15
classified
16
include any new unit member(s) hired after July.
17
17.3
parties.
The
District
seniority
Reemployment
list
Rights:
shall
prior
Permanent
also
to
revise
any
the
layoff
employees
who
to
have
18
been laid off shall be placed on reemployment lists by class and in
19
order of seniority.
20
a period of thirty-nine (39) months.
21
be reemployed in preference to new applicants.
A reemployment list shall remain in force for
Employees
who
Persons on such a list shall
22
17.3.1
23
voluntary
24
layoff or to remain in their present positions rather
25
than be reclassified or reassigned, shall be granted
26
the same rights as persons laid off and shall retain
reductions
81
take
in
voluntary
assigned
time
demotions
in
lieu
or
of
1
eligibility to be considered for reemployment for an
2
additional period of up to twenty-four (24) months;
3
provided that the same tests of fitness under which
4
they qualified for the appointment shall still apply.
5
17.4
Bumping Rights:
An employee laid off from his or her
6
present class may bump into the next equal or lower class in which
7
the
8
seniority
9
employee has served.
employee
in
has
greater
that
class
seniority
and
any
considering
higher
the
classes
employee's
in
which
the
An employee shall mail, or otherwise notify,
10
the District's Human Resources Office of her/his intent to accept
11
or exercise her or his bumping rights within twelve (12) calendar
12
days following notification of her or his bumping rights.
13
employee exercises her or his bumping rights, the employee must
14
report
15
employee
16
forfeits all remaining bumping rights.
17
to
17.5
work
who
in
accordance
refuses
to
with
exercise
the
her
District's
or
his
offer.
bumping
Notification of Reemployment Opening:
If the
An
rights,
Any employee
18
who is laid off and is subsequently eligible for reemployment shall
19
be notified in writing by the District of an opening.
20
shall be sent by certified mail to the last address given the
21
District by the employee, and a copy shall be sent to CSEA by the
22
District, which shall relieve the District of its notification
23
responsibility.
24
17.6
Employee Notification to District:
Such notice
An employee shall
25
mail, or otherwise notify, the District of his/her intent to accept
26
or
reject
reemployment
within
ten
82
(10)
working
days
following
1
receipt of the reemployment offer notice.
2
reemployment, the employee must report to work in accordance with
3
the District's offer, but in no event may the employee be required
4
to report earlier than fifteen (15) working days following receipt
5
of
6
reemployment offer thereby forfeits all reemployment rights and the
7
employee's name shall be removed from the reemployment list.
8
9
the
17.7
reemployment
notice.
An
If the employee accepts
employee
Retirement in Lieu of Layoff:
who
refuses
such
Any employee in the
bargaining unit may elect to accept a service retirement in lieu of
10
layoff.
Such employee shall, at least ten (10) work days prior to
11
the effective date of the proposed layoff, complete and submit a
12
form provided by the District for this purpose.
13
17.7.1
The
14
reemployment
15
however,
16
reemployment during such other period of time as may
17
be specified by law.
18
17.7.2
19
eligible person retired under this Article, and the
20
District
21
written acceptance of the offer, the position shall
22
not be filled by any other person until the Public
23
Employees'
24
the
25
retirement.
26
17.7.3
the
employee
shall
list
accordance
in
employee
then
shall
be
with
not
be
placed
this
on
a
Article;
eligible
for
When an offer of reemployment is made to an
receives
within
Retirement
employee's
ten
System
request
(10)
has
for
working
properly
days
a
processed
reinstatement
from
An employee who retires and is eligible for
83
1
reemployment and who declines an offer of reemployment
2
in a position equal to that from which he or she was
3
laid off shall be deemed to be permanently retired and
4
to have forfeited reemployment rights.
5
17.7.4
6
reemployment list shall be retirement in lieu of layoff
7
within the meaning of this section, if at the time of
8
such
9
writing that the employee wishes to have the retirement
10
Any election to retire after being placed on a
election
the
employee
notifies
the
considered to be taken in lieu of layoff.
11
12
13
14
15
16
17
18
19
20
21
22
23
24
25
26
84
District
in
1
ARTICLE XVIII
2
EVALUATION PROCEDURES
3
18.0
Frequency:
Each permanent employee shall receive a
4
written evaluation at least once every other year.
5
shall be on probation for six (6) working months and the District
6
shall provide each probationary employee with a written evaluation
7
no later than the month following the employee's third (3rd) and
8
fifth (5th) months of employment.
9
18.1
Effect of Promotion:
New employees
When an employee is promoted,
10
that employee shall serve a probationary period of six (6) months
11
in the new position.
12
has been promoted to a position in a higher classification with a
13
written evaluation in the month following the employee's third
14
(3rd) and fifth (5th) months of service in the new position.
15
18.2
The District shall provide each employee who
Recommendations for Improvement:
Where an evaluation
16
is less than satisfactory or whenever considered appropriate by the
17
evaluator,
evaluations
18
directions
for
19
Recommendation and/or directions for improvement need not be made
20
where the evaluator recommends dismissal.
21
each evaluation shall be placed in the employee's personnel file.
22
18.3
shall
improvement
contain
in
the
Restoration to Position:
and
then
fails
to
perform
recommendations
employee's
and/or
performance.
At least one (1) copy of
When an employee has been
23
promoted
24
position, the employee shall be restored to a position in the
25
employee's former classification and the employee with the lowest
26
seniority in the classification may be laid off.
85
satisfactorily
in
the
new
1
18.4
Employee Receipt of Evaluation:
Each employee must
2
receive from his supervisor a copy of the evaluation report to be
3
sent to the Human Resources Office, and the supervisor shall meet
4
with the employee at the time the employee signs the evaluation to
5
discuss the evaluation.
6
sent to the Human Resources Office.
7
that the employee has received a copy of that report.
8
employee refuses to sign the evaluation, the supervisor shall write
9
"refused to sign" and the date in the employee block.
10
18.5
The employee shall sign the copy to be
Right to Rebuttal:
The signature shall mean only
If the
An employee may, within ten (10)
11
working days of his/her receipt of an evaluation report, submit a
12
written rebuttal to the Human Resources Office.
13
submitted in a timely manner will be attached to the appropriate
14
evaluation report in the employee's personnel file.
15
18.6
Right to Grieve:
Any rebuttal
An employee shall have the right to
16
grieve an alleged violation of the evaluation procedures.
17
actual wording of the evaluation shall not be grievable.
18
18.7
Appeal:
The
An employee alleging that the supervisor has
19
made a false statement of fact in an evaluation may appeal the
20
statement in such evaluation to the Superintendent or designee.
21
18.8
Hearsay Statements:
No evaluation shall be made based
22
upon hearsay statements, but shall only be based upon the direct
23
knowledge of the evaluator.
24
documentation from other parties.
Direct knowledge may include written
25
26
86
1
ARTICLE XIX
2
GRIEVANCE PROCEDURE
3
19.0
Definitions:
4
19.0.1
A "grievance" is hereby jointly defined to be
5
any
6
dispute arising as to interpretation, application or
7
observance of any of the provisions of this Agreement,
8
which has adverse impact on a unit member(s).
9
concerns or grievances of unit members, not related to
controversy,
complaint,
Agreement,
11
Individual Complaint Procedure contained in the Board
12
Policy Handbook and may be processed and adjusted by
13
individual unit members without the intervention of
14
the
15
inconsistent with the terms of this Agreement.
16
19.0.2
17
District
18
District is open for business.
19
19.0.3
20
the
21
immediate jurisdiction over the grievant and who had
22
been designed to adjust grievances.
23
19.0.4
24
members,
25
making the claim.
26
19.0.5
long
presented
Other
this
as
be
or
10
Association
may
misunderstanding
as
the
through
adjustment
is
the
not
A "day" is defined as any day in which the
Office
The
lowest
of
the
"intermediate
supervisor
Val
Verde
supervisor"
or
Unified
is
School
defined
administrator
as
having
A "grievant" is defined as the unit member or
including
CSEA
or
representatives
thereof,
A "party in interest" is defined as any person
87
1
who might be required to take action, or against whom
2
action might be taken, in order to resolve the claim.
3
19.1
Procedure:
In the event of any grievance on the part
4
of a unit member who has been adversely affected, it shall be
5
handled in the following manner:
6
19.2
Informal Adjustment:
7
19.2.1
Within twenty (20) days of the occurrence of
8
the
9
member will present the problem to his/her immediate
event
giving
to
the
During this discussion the unit member shall not be
12
represented by the Association.
13
resolved
14
formal grievance procedure shall be followed:
19.3
(3)
possible
unit
11
three
and
the
supervisor
after
discussion
grievance,
10
15
for
rise
solution.
If the problem is not
days,
then
the
following
Formal Levels:
16
19.3.1
Level I:
17
19.2.1
above,
18
immediate supervisor, the unit member shall report the
19
grievance to his/her designated Job Stewart of the
20
appropriate CSEA form.
21
to adjust the matter with the unit member's immediate
22
supervisor within two (2) days thereafter.
If
Within the time limits set forth in
and
after
discussion
with
his/her
The Job Steward shall attempt
23
19.3.1.1
agreement
24
Steward shall, within the time limits set forth in
25
19.2.1 above, submit the grievance form to the unit
26
member's immediate supervisor.
88
is
not
reached,
the
Job
1
19.3.1.2
Within five (5) days after the grievance
2
is
3
requested
4
either party may be accompanied by an advisor or
5
representative.
6
an aggrieved unit member may participate in the
7
conference.
8
19.3.1.3
9
decision to the Job Steward on the grievance form
10
within five (5) days after receiving the grievance
11
or holding the conference whichever is later.
filed,
a
by
conference
either
must
party.
be
At
scheduled
the
if
conference,
At the option of the Association,
The supervisor shall communicate his/her
12
19.3.2
Level II:
13
within
the
14
resolved
15
grievance on the grievance form to the Superintendent
16
or his/her designee within ten (10) days.
17
shall include a copy of the original grievance form
18
completed at Level I, and a clear statement of the
19
reason(s) for the appeal.
at
time
If the supervisor does not respond
limit,
Level
I,
or
the
if
the
Associate
matter
may
is
not
appeal
the
This appeal
20
19.3.2.1
Within five (5) days after the appeal is
21
filed, a conference must be scheduled if requested
22
by either party.
23
may be accompanied by an advisor or representative.
24
At the option of the Association, an aggrieved unit
25
member may participate in the conference.
26
19.3.2.2
At the conference, either party
The Superintendent or his/her designee
89
1
shall communicate his/her decision on the grievance
2
form to the Association representative who filed
3
the appeal, within five days after receiving the
4
grievance or holding the conference, whichever is
5
later.
6
19.3.3.1
7
pursuant to the procedures set forth in Sections
8
19.3.1 through 19.3.2
9
desires to appeal shall be submitted to arbitration
10
as set forth in this section provided that written
11
notice is given to the District by the Association
12
within ten (10) working days after the answer of
13
the Superintendent or his/her designee is rendered.
14
19.3.3.2
15
the
16
arbitrator.
17
(10) working days, the parties shall proceed under
18
the
19
American
20
request
21
supply a panel of seven (7) names of arbitrators.
22
Each party shall alternately strike a name until
23
only
24
arbitrator.
25
shall be determined by lot.
26
19.3.3.3
Grievances
which
are
not
concluded
and which the Association
Upon receipt of the Association appeal,
parties
shall
endeavor
agree
upon
an
If no agreement is reached within ten
voluntary
Labor
Association
the
one
to
American
(1)
name
Arbitration
of
Rules
Arbitrators
Arbitration
remains
who
of
and
the
shall
Association
shall
be
to
the
The party who strikes the first names
The
fees
90
of
the
arbitrator
shall
be
1
shared equally by the parties.
2
request a transcript of the proceedings and the
3
party
4
thereof.
5
presentation of its own case.
6
19.3.3.4
7
alter, amend, change, modify, add to or subtract
8
from
9
decision of the arbitrator shall be based solely
10
upon the evidence and argument presented to him/her
11
by the respective parties in the presence of the
12
other.
13
filing of the grievance.
14
no authority to hear and issue a decision upon more
15
than one grievance at a time unless the Board and
16
the Association expressly agree otherwise.
17
19.3.3.5
18
California
19
Agreement's specific exclusion of issues from the
20
grievance-arbitration process, the decision of the
21
arbitrator
22
parties of the Agreement.
23
19.4
requesting
such
shall
Either party may
bear
the
expenses
Each party shall bear the expense of the
The arbitrator shall have no power to
any
of
the
terms
of
the
Agreement.
The
No decision shall be retroactive beyond the
The arbitrator shall have
Subject to the provisions of the
Code
shall
of
be
Civil
final
Procedure
and
binding
and
upon
this
the
General Provisions:
24
19.4.1
If a grievance is not pursued within the times
25
specified, the grievance shall be considered settled
26
at that level and no further action can be taken.
91
1
19.4.2
2
without loss of pay to the grievant, witnesses, and an
3
Association
4
grievance meetings or hearings.
5
19.4.3
6
employees and the facts with respect to all persons
7
alleged to be aggrieved are substantially the same and
8
the issue(s) raised by the grievance are the same as
9
to
all
The
District
shall
representative
provide
when
reasonable
required
to
time
attend
If a grievance affects a group or class of
employees
involved,
the
Association
may
10
initiate and submit such grievance directly to the
11
Superintendent or his/her designee.
12
such grievance shall commence at Level II.
13
14
15
16
17
18
19
20
21
22
23
24
25
26
92
The processing of
1
ARTICLE XX
2
DISCIPLINE
3
20.1
General:
Discipline shall be imposed on permanent
4
employees of the bargaining unit for just cause in accordance with
5
the
6
purposes of the procedures set forth herein, the term "discipline"
7
means
8
employment.
9
lack of work or funds.
10
terms
a
20.2
of
this
Article
suspension
without
and
applicable
pay,
demotion
Board
or
Policy.
For
termination
of
These procedures shall not apply to layoffs due to
Notice of Intended Disciplinary Action:
In taking
11
disciplinary action against a permanent employee pursuant to this
12
Article, a written notice of proposed discipline shall be served on
13
the employee personally, or by certified mail, at least five (5)
14
calendar days prior to the effective date of the proposed action.
15
The notice of proposed disciplinary action shall contain:
16
20.2.1
A description of the proposed action and its
17
effective date;
18
20.2.2
19
disciplinary action;
20
20.2.3
21
omissions upon which the proposed disciplinary action
22
is based;
23
20.2.4
24
of District upon which the proposed action is based;
25
20.2.5
26
hearing regarding the charges if demanded within five
A statement of the cause(s) for the proposed
A
statement
of
the
specific
acts
and/or
Copies of materials, if any, in the possession
A
statement
of
93
the
employee's
right
to
a
1
(5)
2
notice provided for herein.
3
20.2.6
4
represented during this procedure;
5
20.2.7
6
and filing of which with the District's Administrator
7
of
8
demand for hearing and denial of all charges.
9
20.3
calendar
A
days
after
statement
of
the
the
employee
receives
employee's
right
the
to
be
A District form, card or paper, the signing
Human
Resources
Hearing:
If
or
more
designee
than
shall
summary
constitute
discipline
a
is
10
recommended, the Association shall have the right to refer such
11
action to an impartial hearing officer selected by mutual agreement
12
of the District and the Association, prior to the matter being
13
submitted to the Board of Education.
14
Association
15
designated by the Board of Education.
16
hearing officer, the costs, if any, of the hearing shall be borne
17
equally by the parties.
18
hearing officer, the costs, if any, of the hearing shall be borne
19
by the District.
20
20.4
cannot
agree
Issues:
officer are as follows:
22
and
23
appropriate?
24
discipline?
25
26
20.5
the
a
hearing
officer,
one
will
be
If the parties agree on a
If the Board of Education designates the
The issues to be submitted to the hearing
21
did
upon
If the District and the
employee
Is the proposed discipline for just cause,
receive
progressive
discipline,
where
If so, what is the hearing officer's recommended
Decision:
The decision of the hearing officer shall
be advisory to all parties and shall be subject to review by the
94
1
Board of Education.
2
20.6
Summary Discipline:
Summary discipline, which shall
3
be defined for the purpose of this Article as a suspension of five
4
(5)
5
designee,
6
Education.
days
7
or
and
20.7
to
less,
be
thereafter
Right
a
may
to
written
appealed
by
said
Conference
reprimand,
to
the
employee
Regarding
other
than
a
Superintendent
or
to
of
the
Written
an
annual
Board
Reprimand:
8
Prior
scheduled
9
performance evaluation, being placed in an employee's personnel
10
file, the affected employee shall have the right to a conference
11
with the supervisor issuing the reprimand.
12
his or her request, be represented by an Association representative
13
at this conference.
The employee may, at
14
An employee shall have ten (10) work days from receipt
15
of a written reprimand to file a written rebuttal, which shall be
16
attached
17
personnel file.
18
the parties.
19
20.8
to
the
reprimand
if
it
is
placed
in
the
employee's
This limit may be changed by mutual agreement of
Release:
The District may relieve an employee from
20
duty when the health and welfare of students or other employees may
21
be compromised by the presence of the employee in the District.
22
Time spent in relieved-from-duty status will be with pay until
23
otherwise determined by the Board of Education and/or by applicable
24
law.
25
26
20.9
Probationary
Employees:
The
provisions
Article shall not apply to probationary employees.
95
of
this
An employee who
1
has not completed a probationary period may be disciplined, up to
2
and including dismissal, at the sole discretion of the District
3
without the right to a hearing as set forth in this Article.
4
20.10
Right
to
Representation:
At
any
investigatory
5
interview of a unit member in which it is reasonably believed the
6
interview
7
employee shall have the right, upon request, to be represented by
8
CSEA.
9
three (3) work days for a CSEA representative to be present in the
10
may
result
in
the
discipline
of
the
employee,
the
It is recognized that the interview will be continued up to
interview.
11
12
13
14
15
16
17
18
19
20
21
22
23
24
25
26
96
1
ARTICLE XXI
2
SAFETY
3
21.0
Required Equipment:
The District will furnish safety
4
equipment required to be utilized by the District to unit members
5
to perform assigned duties safely.
6
21.1
Failure to Use Equipment:
Repeated failure of a unit
7
member to wear or use necessary safety equipment which is provided
8
is cause for disciplinary action.
9
21.2
Safety Committee:
A safety committee consisting of
10
two members appointed by the Association and two members appointed
11
by
12
conditions
13
recommendations to the District for correction of unsatisfactory
14
health and safety conditions.
15
release time for committee duties.
16
the
21.3
District
on
a
shall
review
continuing
health
basis.
and
The
safety
committee
of
working
will
make
Committee members will be allowed
Reporting Unsafe Conditions:
Employees shall report
17
any unsafe workplace condition or hazard to the supervisor or
18
manager of the employee's work area.
19
20
21
22
23
24
97
POSITION
APPENDIX A
BARGAINING UNIT CLASSIFICATIONS
2010
RANGE
CLERICAL/SECRETARIAL
Account Clerk II
Account Clerk III
Accounting Specialist
Accounting Technician
Attendance Technician
Bilingual Assessment Technician
Bilingual Clerk
Bilingual Clerk HS/PS
Buyer
Clerk Typist II
Clerk Typist III
District Translator
Guidance Technician
Guidance Technician/Registrar
Health Technician Itinerant/SCIA
Health Technician
Library/Media Clerk
Library/Media Technician
Registrar
Secretary II
Secretary III
Secretary IV
23
30
37
33
21
21
14
14
33
17
19
30
23
25
20
20
16
20
26
23
27
30
INSTRUCTIONAL SERVICES
District Security I
Instructional Aide - Bilingual
Instructional Aide – Classroom (Title I)
Instructional Aide – Adaptive PE
Instructional Aide – SH
Instructional Aide - Special Circumstances
Instructional Aide – Special Education (SDC/RSP)
Instructional Aide – Preschool
Sports/Athletic Technician
19
17
15
15
17
17
15
15
24
FOOD SERVICES
Cafeteria Assistant I
Cafeteria Assistant II
Cafeteria Assistant III
Cafeteria Assistant IV
Stock Clerk/Driver/Custodian II
(Carrying money one (1) additional range)
MAINTENANCE/OPERATIONS
Custodian
Groundsperson II
Groundsperson III
Lead Mechanic
Maintenance Utility Worker II
Maintenance Utility Worker III
Maintenance Utility Worker IV
10
13
17
20
22
19-21
23
26
32
26
29
32
98
APPENDIX B
VAL VERDE UNIFIED SCHOOL DISTRICT
Annual Classified Salary Schedule
(Based on 8.0 hour workday, 264 workyear)
Effective July 01, 2013
Row
1
2
3
4
5
6
7
8
9
10
1
19,852.80
19,852.80
20,262.53
21,337.54
22,465.34
23,817.02
25,010.30
26,256.38
27,574.27
28,951.30
2
19,852.80
19,852.80
20,813.76
21,990.14
23,193.98
24,469.63
25,694.59
26,976.58
28,324.03
29,741.18
3
19,852.80
19,852.80
21,337.54
22,465.34
23,817.02
25,046.21
26,298.62
27,612.29
28,993.54
30,444.48
4
19,852.80
19,852.80
21,990.14
23,193.98
24,469.63
25,848.77
27,139.20
28,497.22
29,920.70
31,413.89
5
19,852.80
19,852.80
22,465.34
23,817.02
25,046.21
26,423.23
27,745.34
29,130.82
30,590.21
32,117.18
6
19,852.80
20,875.01
23,193.98
24,469.63
25,848.77
27,249.02
28,613.38
30,041.09
31,544.83
33,124.61
7
19,852.80
21,434.69
23,817.02
25,046.21
26,423.23
27,901.63
29,297.66
30,761.28
32,298.82
33,914.50
8
19,852.80
22,023.94
24,469.63
25,848.77
27,249.02
28,752.77
30,191.04
31,699.01
33,287.23
34,949.38
9
20,036.54
22,541.38
25,046.21
26,423.23
27,901.63
29,599.68
31,084.42
32,638.85
34,271.42
35,984.26
10
20,676.48
23,263.68
25,848.77
27,249.02
28,752.77
30,353.66
31,872.19
33,468.86
35,139.46
36,896.64
11
21,136.90
23,781.12
26,423.23
27,901.63
29,599.68
31,158.34
32,714.88
34,347.46
36,066.62
37,870.27
12
21,800.06
24,522.43
27,249.02
28,752.77
30,353.66
31,984.13
33,585.02
35,259.84
37,023.36
38,877.70
13
22,319.62
25,111.68
27,901.63
29,599.68
31,158.34
32,860.61
34,503.74
36,227.14
38,039.23
39,942.14
14
23,003.90
25,880.45
28,752.77
30,353.66
31,984.13
33,937.73
35,631.55
37,416.19
39,285.31
41,249.47
15
23,681.86
26,642.88
29,599.68
31,158.34
32,860.61
34,786.75
36,529.15
38,356.03
40,273.73
42,286.46
16
24,283.78
27,318.72
30,353.66
31,984.13
33,937.73
35,815.30
37,606.27
39,488.06
41,462.78
43,534.66
17
24,923.71
28,041.02
31,158.34
32,860.61
34,786.75
36,791.04
38,630.59
40,565.18
42,590.59
44,721.60
18
25,586.88
28,786.56
31,984.13
33,937.73
35,815.30
37,745.66
39,631.68
41,612.74
43,690.94
45,876.86
19
26,285.95
29,574.34
32,860.61
34,786.75
36,791.04
38,843.90
40,786.94
42,827.14
44,968.70
47,217.98
20
27,147.65
30,543.74
33,937.73
35,815.30
37,745.66
39,872.45
41,866.18
43,959.17
46,157.76
48,464.06
21
27,831.94
31,310.40
34,786.75
36,791.04
38,843.90
40,924.22
42,972.86
45,116.54
47,376.38
49,743.94
22
28,651.39
32,235.46
35,815.30
37,745.66
39,872.45
42,077.38
44,176.70
46,387.97
48,704.83
51,139.97
23
29,430.72
33,111.94
36,791.04
38,843.90
40,924.22
43,251.65
45,418.56
47,686.85
50,073.41
52,576.13
24
30,195.26
33,971.52
37,745.66
39,872.45
42,077.38
44,381.57
46,599.17
48,928.70
51,374.40
53,944.70
25
31,078.08
34,959.94
38,843.90
40,924.22
43,251.65
45,606.53
47,889.60
50,284.61
52,795.78
55,437.89
26
31,895.42
35,884.99
39,872.45
42,077.38
44,381.57
46,882.18
49,230.72
51,693.31
54,274.18
56,988.10
27
32,738.11
36,829.06
40,924.22
43,251.65
45,606.53
48,136.70
50,544.38
53,072.45
55,729.34
58,512.96
28
33,658.94
37,868.16
42,077.38
44,381.57
46,882.18
49,513.73
51,988.99
54,590.98
57,317.57
60,185.66
29
34,600.90
38,928.38
43,251.65
45,606.53
48,136.70
50,745.02
53,279.42
55,942.66
58,738.94
61,676.74
30
35,506.94
39,944.26
44,381.57
46,882.18
49,513.73
52,244.54
54,857.09
57,600.58
60,481.34
63,505.73
31
36,486.91
41,044.61
45,606.53
48,136.70
50,745.02
53,520.19
56,198.21
59,002.94
61,957.63
65,053.82
32
37,504.90
42,193.54
46,882.18
49,513.73
52,244.54
55,144.32
57,902.59
60,796.03
63,837.31
67,028.54
33
38,632.70
43,462.85
48,292.99
51,002.69
53,811.65
56,795.90
59,644.99
62,627.14
65,761.34
69,047.62
34
39,796.42
44,768.06
49,743.94
52,525.44
55,429.44
58,498.18
61,438.08
64,511.04
67,736.06
71,125.82
35
40,985.47
46,109.18
51,232.90
54,105.22
57,097.92
60,257.47
63,288.19
66,449.86
69,774.14
73,263.17
36
42,223.10
47,498.88
52,776.77
55,718.78
58,802.30
62,067.46
65,186.88
68,447.81
71,869.25
75,465.98
99
37
43,481.86
48,918.14
54,356.54
57,385.15
60,557.38
63,930.24
67,144.70
70,500.67
74,025.60
77,727.94
38
44,791.30
50,385.98
55,984.90
59,108.54
62,371.58
65,854.27
69,161.66
72,608.45
76,241.09
80,053.25
39
46,134.53
51,902.40
57,670.27
60,884.74
64,238.59
67,826.88
71,231.42
74,794.37
78,534.72
82,458.82
40
47,424.96
53,353.34
59,281.73
62,582.78
66,063.36
69,740.35
73,227.26
76,889.47
80,733.31
84,769.34
41
48,753.41
54,848.64
60,941.76
64,337.86
67,913.47
71,698.18
75,282.24
79,045.82
82,997.38
87,147.46
42
50,119.87
56,384.06
62,650.37
66,139.39
69,816.38
73,706.69
77,392.13
81,261.31
85,324.80
89,591.04
43
51,524.35
57,963.84
64,403.33
67,991.62
71,772.10
75,770.11
79,559.04
83,538.05
87,715.58
92,102.21
44
52,966.85
59,590.08
66,209.09
69,896.64
73,782.72
77,890.56
81,785.09
85,873.92
90,167.62
94,676.74
45
54,451.58
61,256.45
68,063.42
71,854.46
75,850.37
80,074.37
84,078.72
88,283.71
92,697.79
97,333.63
46
55,976.45
62,973.50
69,970.56
73,865.09
77,972.93
82,315.20
86,431.49
90,752.64
95,291.33
100,056.00
47
57,543.55
64,739.14
71,930.50
75,936.96
80,158.85
84,623.62
88,853.95
93,297.60
97,963.01
102,860.74
48
59,157.12
66,553.34
73,945.34
78,063.74
82,403.90
86,993.28
91,344.00
95,912.26
100,708.61
105,743.62
49
60,812.93
68,416.13
76,017.22
80,249.66
84,712.32
89,430.53
93,901.63
98,596.61
103,526.02
108,702.53
50
62,517.31
70,331.71
78,146.11
82,498.94
87,086.21
91,935.36
96,533.18
101,359.10
106,427.90
111,750.14
100
APPENDIX C
VAL VERDE UNIFIED SCHOOL DISTRICT
Hourly Classified Salary Schedule
Effective July 1, 2014
Row
1
2
3
4
5
6
7
8
9
10
1
9.4
9.4
9.594
10.103
10.637
11.277
11.842
12.432
13.056
13.708
2
9.4
9.4
9.855
10.412
10.982
11.586
12.166
12.773
13.411
14.082
3
9.4
9.4
10.103
10.637
11.277
11.859
12.452
13.074
13.728
14.415
4
9.4
9.4
10.412
10.982
11.586
12.239
12.85
13.493
14.167
14.874
5
9.4
9.4
10.637
11.277
11.859
12.511
13.137
13.793
14.484
15.207
6
9.4
9.884
10.982
11.586
12.239
12.902
13.548
14.224
14.936
15.684
7
9.4
10.149
11.277
11.859
12.511
13.211
13.872
14.565
15.293
16.058
8
9.4
10.428
11.586
12.239
12.902
13.614
14.295
15.009
15.761
16.548
9
9.487
10.673
11.859
12.511
13.211
14.015
14.718
15.454
16.227
17.038
10
9.79
11.015
12.239
12.902
13.614
14.372
15.091
15.847
16.638
17.47
11
10.008
11.26
12.511
13.211
14.015
14.753
15.49
16.263
17.077
17.931
12
10.322
11.611
12.902
13.614
14.372
15.144
15.902
16.695
17.53
18.408
13
10.568
11.89
13.211
14.015
14.753
15.559
16.337
17.153
18.011
18.912
14
10.892
12.254
13.614
14.372
15.144
16.069
16.871
17.716
18.601
19.531
15
11.213
12.615
14.015
14.753
15.559
16.471
17.296
18.161
19.069
20.022
16
11.498
12.935
14.372
15.144
16.069
16.958
17.806
18.697
19.632
20.613
17
11.801
13.277
14.753
15.559
16.471
17.42
18.291
19.207
20.166
21.175
18
12.115
13.63
15.144
16.069
16.958
17.872
18.765
19.703
20.687
21.722
19
12.446
14.003
15.559
16.471
17.42
18.392
19.312
20.278
21.292
22.357
20
12.854
14.462
16.069
16.958
17.872
18.879
19.823
20.814
21.855
22.947
21
13.178
14.825
16.471
17.42
18.392
19.377
20.347
21.362
22.432
23.553
22
13.566
15.263
16.958
17.872
18.879
19.923
20.917
21.964
23.061
24.214
23
13.935
15.678
17.42
18.392
19.377
20.479
21.505
22.579
23.709
24.894
24
14.297
16.085
17.872
18.879
19.923
21.014
22.064
23.167
24.325
25.542
25
14.715
16.553
18.392
19.377
20.479
21.594
22.675
23.809
24.998
26.249
26
15.102
16.991
18.879
19.923
21.014
22.198
23.31
24.476
25.698
26.983
27
15.501
17.438
19.377
20.479
21.594
22.792
23.932
25.129
26.387
27.705
28
15.937
17.93
19.923
21.014
22.198
23.444
24.616
25.848
27.139
28.497
29
16.383
18.432
20.479
21.594
22.792
24.027
25.227
26.488
27.812
29.203
30
16.812
18.913
21.014
22.198
23.444
24.737
25.974
27.273
28.637
30.069
31
17.276
19.434
21.594
22.792
24.027
25.341
26.609
27.937
29.336
30.802
32
17.758
19.978
22.198
23.444
24.737
26.11
27.416
28.786
30.226
31.737
33
18.292
20.579
22.866
24.149
25.479
26.892
28.241
29.653
31.137
32.693
34
18.843
21.197
23.553
24.87
26.245
27.698
29.09
30.545
32.072
33.677
35
19.406
21.832
24.258
25.618
27.035
28.531
29.966
31.463
33.037
34.689
36
19.992
22.49
24.989
26.382
27.842
29.388
30.865
32.409
34.029
35.732
37
20.588
23.162
25.737
27.171
28.673
30.27
31.792
33.381
35.05
36.803
101
38
21.208
23.857
26.508
27.987
29.532
31.181
32.747
34.379
36.099
37.904
39
21.844
24.575
27.306
28.828
30.416
32.115
33.727
35.414
37.185
39.043
40
22.455
25.262
28.069
29.632
31.28
33.021
34.672
36.406
38.226
40.137
41
23.084
25.97
28.855
30.463
32.156
33.948
35.645
37.427
39.298
41.263
42
23.731
26.697
29.664
31.316
33.057
34.899
36.644
38.476
40.4
42.42
43
24.396
27.445
30.494
32.193
33.983
35.876
37.67
39.554
41.532
43.609
44
25.079
28.215
31.349
33.095
34.935
36.88
38.724
40.66
42.693
44.828
45
25.782
29.004
32.227
34.022
35.914
37.914
39.81
41.801
43.891
46.086
46
26.504
29.817
33.13
34.974
36.919
38.975
40.924
42.97
45.119
47.375
47
27.246
30.653
34.058
35.955
37.954
40.068
42.071
44.175
46.384
48.703
48
28.01
31.512
35.012
36.962
39.017
41.19
43.25
45.413
47.684
50.068
49
28.794
32.394
35.993
37.997
40.11
42.344
44.461
46.684
49.018
51.469
50
29.601
33.301
37.001
39.062
41.234
43.53
45.707
47.992
50.392
52.912