MASTER CONTRACT

BETWEEN

ALISAL UNION ELEMENTARY SCHOOL DISTRICT

AND

CALIFORNIA SCHOOL EMPLOYEES ASSOCIATION CHAPTER #577

2016-2019 AUSD Proposal 5/17/2019

TABLE OF CONTENTS Page

ARTICLE 1 – Recognition .................................................................................................... 1-1

ARTICLE 2 – Organizational Rights and Responsibilities .................................................... 2-1

ARTICLE 3 – Organizational Security .................................................................................. 3-1

ARTICLE 4 – Hours and Overtime ....................................................................................... 4-1

ARTICLE 5 – Pay and Allowances ....................................................................................... 5-1

ARTICLE 6 – Health and Welfare Benefits .......................................................................... 6-1

ARTICLE 7 – Holidays ......................................................................................................... 7-1

ARTICLE 8 – Vacation Plan ................................................................................................. 8-1

ARTICLE 9 – Leaves of Absence ........................................................................................ 9-1

ARTICLE 10 – Professional Growth ..................................................................................... 10-1

ARTICLE 11 – Evaluation Procedure ................................................................................... 11-1

ARTICLE 12 – Promotion/Transfer Procedure .................................................................... 12-1

ARTICLE 13 – Grievance ..................................................................................................... 13-1

ARTICLE 14 – Safety ........................................................................................................... 14-1

ARTICLE 15 – Drug and Alcohol Testing ............................................................................. 15-1

ARTICLE 16 – Reclassification ............................................................................................ 16-1

ARTICLE 17 – District Rights ............................................................................................... 17-1

ARTICLE 18 – Severability ................................................................................................... 18-1

ARTICLE 19 – Negotiations ................................................................................................. 19-1

ARTICLE 20 – Discipline and Due Process ......................................................................... 20-1

ARTICLE 21 – Concerted Activities ..................................................................................... 21-1

ARTICLE 22 – Layoff and Re-employment .......................................................................... 22-1

ARTICLE 23 – Contracting Out ............................................................................................ 23-1

ARTICLE 24 – Discrimination Provision ............................................................................... 24-1

ARTICLE 25 – No Child Left Behind .................................................................................... 25-1

ARTICLE 26 – Duration........................................................................................................ 27-1

BARGAINING UNIT CLASSIFICATIONS ...................................................................... Appendix A

SALARY RANGES ......................................................................................................... Appendix B

SALARY SCHEDULE ..................................................................................................... Appendix C

PERFORMANCE EVALUATION FORMS...................................................................... Appendix D

GRIEVANCE FORM ....................................................................................................... Appendix E

PROFESSIONAL GROWTH FORMS ............................................................................ Appendix F

SCHOOL CALENDAR/

WORK YEAR SCHEDULE ............................................................................................. Appendix G

INDEX

Page

Bargaining Unit Classifications ....................................................................................... Appendix A

Concerted Activities .......................................................................... ARTICLE 21 .................... 21-1

Contracting Out ................................................................................ ARTICLE 23 .................... 23-1

Discipline and Due Process ............................................................. ARTICLE 20 .................... 20-1

Discrimination Provision ................................................................... ARTICLE 24 .................... 24-1

District Rights ................................................................................... ARTICLE 17 .................... 17-1

Drug and Alcohol Testing ................................................................. ARTICLE 15 .................... 15-1

Duration ............................................................................................ ARTICLE 26 .................... 26-1

Evaluation Procedure ....................................................................... ARTICLE 11 .................... 11-1

Grievance ......................................................................................... ARTICLE 13 .................... 13-1

Grievance Form.............................................................................................................. Appendix E

Health and Welfare Benefits ............................................................ ARTICLE 6 ........................ 6-1

Holidays ............................................................................................ ARTICLE 7 ....................... 7-1

Hours and Overtime ......................................................................... ARTICLE 4 ........................ 4-1

Layoff and Re-employment .............................................................. ARTICLE 22 .................... 22-1

Leaves of Absence ........................................................................... ARTICLE 9 ........................ 9-1

Negotiations ..................................................................................... ARTICLE 19 .................... 19-1

No Child Left Behind ........................................................................ ARTICLE 25 .................... 25-1

Organizational Rights and Responsibilities ...................................... ARTICLE 2 ........................ 2-1

Organizational Security .................................................................... ARTICLE 3 ........................ 3-1

Pay and Allowances ......................................................................... ARTICLE 5 ........................ 5-1

Performance Evaluation Forms ...................................................................................... Appendix D

Professional Growth ........................................................................ ARTICLE 10 .................... 10-1

Professional Growth Forms ............................................................................................ Appendix F

Promotion/Transfer Procedure ......................................................... ARTICLE 12 .................... 12-1

Reclassification ................................................................................ ARTICLE 16 .................... 16-1

Recognition ...................................................................................... ARTICLE 1 ........................ 1-1

Safety ............................................................................................... ARTICLE 14 .................... 14-1

Salary Ranges ................................................................................................................ Appendix B

Salary Schedule ............................................................................................................. Appendix C

School Calendar/Work Year Schedule ........................................................................... Appendix G

Severability ....................................................................................... ARTICLE 18 .................... 18-1

Vacation Plan ................................................................................... ARTICLE 8 ........................ 8-1

ARTICLE 1 – RECOGNITION The Alisal Union Elementary School District, a public school employer, (hereinafter referred to as "District"), recognizes the Alisal Classified Employees Chapter #577 of the California School Employees Association (hereinafter referred to as "CSEA") as the sole exclusive bargaining representative for the following classified employees: A. All persons who are members of the classified service as defined by the Education Code Sections 45103,

45104, 45105 and 45108 except for those persons lawfully excluded as management, supervisory, confidential or substitutes. Campus Supervisors (yard duty personnel) and Crossing Guards are recognized as being part of the classified service.

B. Current District classifications covered by the terms of this Agreement are listed in Appendix A. C. During the life of this Agreement, all newly created classified positions, except those lawfully excluded in A.

above, shall be assigned to the bargaining unit. The District shall consult with the CSEA prior to excluding a position. Disputed cases shall be submitted to Public Employment Relations Board (PERB) for resolution and shall not be processed as grievances.

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ARTICLE 2 – ORGANIZATIONAL RIGHTS AND RESPONSIBILITIES

The CSEA shall have the following rights in addition to the rights covered by other portions of this Agreement:

A. The right to designate a Job Representative at each school location from among employees in the unit for the purpose of promoting an effective relationship between the District and employees by helping to settle problems at the lowest level of supervision. The CSEA shall notify the District in writing of the names of the Job Representatives on an annual basis and as changes occur.

B. Representatives of the CSEA shall be allowed reasonable periods of release time without loss of pay for the processing of grievances. Such time allowance shall be deemed necessary in order to provide for a timely settlement of an informal or a formal grievance complaint.

C. Authorized Representatives of the CSEA, whether employees or non-employees of the District, shall be permitted to transact official CSEA business on school property as long as said business is carried out in a manner that does not conflict with duty assignments of employees. If the Representative is an employee, he/she must transact CSEA business on his/her non duty time. CSEA Representatives not employees of the District shall be required to receive approval of the site administration for access to areas in which employees work.

D. The right to hold meetings on District property provided that prior approval is obtained from the designated District official. The District reserves the right for scheduling approval in order to prevent any interference with the operational services of the District.

E. The right to use office equipment for official communications provided that there is no conflict with District usage, that they are operated by the people who normally operate the equipment, and further provided that the CSEA agrees to reimburse the District for any materials used. Permission to use must be obtained from the administrator in charge of the equipment.

F. The right to have designated and to use without charge institutional bulletin board space at site locations and use of the school mail system and distribution boxes. Notices must be signed by a CSEA officer or authorized representative. Such materials will not be slanderous or libelous in relation to the Board, District personnel or District programs. They shall not incite employees to violate rules and regulations of the Board or the State laws that govern the operation of the District.

G. Up to five (5) members of the CSEA shall, upon prior District approval, be granted a reasonable number of hours of release time from assigned duties without loss of pay for negotiations with the District that are conducted during working hours.

H. The CSEA shall have the sole right to have established dues, initiation and service fees processed through payroll deductions under the provisions of Article 3543, 1 (a) of the Government Code and Section 45168 of the Education Code.

I. The right to be supplied with a complete "hire date" seniority roster of all bargaining unit employees annually. J. Any unit member(s) who is elected to a CSEA state office shall be entitled to fifteen (15) days per year of

unpaid release time to conduct necessary state-wide CSEA business. The unit member shall notify his/her immediate supervisor at least forty-eight (48) hours prior to the use of such release time. All such time shall be utilized in at least one-half (1/2) day increments.

K. The District shall provide five (5) days of paid release time each for a maximum of five (5) CSEA delegates

to attend the annual CSEA Conference. The unit members shall notify the Superintendent or his/her designee at least thirty (30) days prior to the use of such release time.

L. The District shall provide release time of two (2) hours per month for two (2) CSEA members selected by

the CSEA executive board to attend District Personnel meetings. The District shall also provide release time of one (1) hour per school board meeting for two (2) CSEA members selected by the CSEA executive board to meet with the Superintendent or designee, to review the board agenda.

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M. New Employee Orientation: The CSEA President or designee shall have the right to participate in a new employee orientation session for the purpose of providing information about CSEA membership application and this agreement. The orientation shall occur the last Wednesday of each month that is a work day in a 10-month employee calendar and shall commence 2:30 p.m. Each new employee hired during that month shall be given up to one (1) hour of paid release time to participate. This hour includes travel time. The Chapter President or designee shall also be afforded up to one (1) hour of release time.

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ARTICLE 3 – ORGANIZATIONAL SECURITY

A. The California School Employees’ Association Chapter 577 (CSEA) shall have the sole and exclusive right to payroll deduction of regular membership dues and agency shop service fee payments subject to law.

B. CSEA membership and dues payments shall remain in full force and affect during the term of this

Agreement. C. The District shall not be obligated to put into effect any new or changed deductions until the pay period

immediately following such submission by CSEA. D. Any new unit member may

E. shall, from the date of commencement of assigned duties within the bargaining unit, become a member of

CSEA regular membership dues shall be remanded to CSEA within fifteen (15) days of collection from unit members. There shall be no charge to CSEA for these mandatory agency fee deductions.

F. With respect to all sums deducted by the District pursuant to this section the District agrees to remit, within

fifteen (15) days, such monies to CSEA, accompanied by an alphabetical list of unit members for whom such deductions have been made, categorizing them as to membership or service fee status in CSEA and indicating any changes in personnel from the list previously furnished.

G. CSEA agrees to furnish any information needed by the District to fulfill the provisions of this

Article. H. CSEA agrees to indemnity and hold harmless the District, its officer and agents for reasonable

attorney’s fees and legal costs incurred after notice to CSEA in defending against any court or administrative action challenging the legality of the organizational security provision of this Agreement or the implementation thereof.

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ARTICLE 4 – HOURS AND OVERTIME

A. Workweek: The workweek shall consist of five (5) consecutive days, Monday through Friday, or eight (8) hours per day and forty (40) hours per week. This Article shall not restrict the extension of the regular workday or workweek on an overtime basis when such is necessary to carry on the business of the District.

B. The District shall have the right to employ persons for less than five (5) hours.

At the time of employment, the District shall establish a fixed, regular and ascertainable minimum number of hours for all employees. Upon the creation of any new classification, the District shall notify the CSEA President and, upon request, shall negotiate the salary placement for the new classification.

C. Adjustment of Assigned Time: Any employee in the bargaining unit who works an average of thirty (30) minutes or more per day in excess of his/her regular part-time assignment for a period of twenty (20) consecutive working days or more shall have his/her regular assignment adjusted upward to reflect the longer hours, effective with the next pay period.

D. Reduction in Assigned Time: Any reduction in assigned time shall be accomplished in accordance with applicable law.

E. Increase in Hours: When additional hours are assigned to a part-time position on a regular basis, the assignment shall be offered to the employee in the appropriate class with the greatest bargaining unit seniority that is not on a Performance Assistance Plan. If the senior employee declines the assignment, it shall be offered to the remaining employees, not on a Performance Plan, in the class in descending order of bargaining unit seniority until the assignment is made.

F. Lunch Periods: All employees shall be entitled to an uninterrupted lunch period. The length of time for such lunch period shall be for a period of not less than one-half (1/2) hour nor more than one (1) hour and shall be scheduled for full-time employees at or about the midpoint of each work shift. Lunch period duration may be adjusted after mutual agreement with the employee but shall not extend the working day nor deny overtime.

G. Rest Periods:

1. Employees shall be granted rest periods which insofar as practicable shall be in the middle of each work period at the rate of fifteen (15) minutes per four (4) hours worked or major fraction thereof.

2. Specified periods may be designated when the operations of the District require someone to be present at the employee's work site at all times or when the District determines it is necessary for the efficient operation of the District. Such time shall be determined by the supervisors after consultation with the employee involved.

3. Rest periods are a part of the regular workday and shall be compensated at the regular rate of pay for the employees.

H. Overtime: Except as otherwise provided herein, all overtime hours as defined in this section shall be compensated at a rate of pay equal to time and one-half (1-1/2) the regular rate of pay of the employee. Overtime is work authorized or suffered or permitted in excess of eight (8) hours in one day and forty (40) hours in one week.

1. All four (4) hours or more per day employee's hours worked beyond the workweek of five (5) consecutive days shall be compensated at the overtime rate commencing on the sixth or seventh consecutive day of work.

2. All hours worked on the seventh consecutive day of work up to eight (8) hours shall be compensated at one and one-half (1-1/2) times the regular rate of pay.

3. All hours worked on holidays designated by this Agreement shall be compensated at one and one-half (1-1/2) times the regular rate of pay plus regular pay received for the holiday.

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I. Shift Differential: Any unit member who works fifty percent (50%) of his/her regularly assigned work shift between 6:00 P.M. and 5:00 A.M. shall be paid a shift differential premium of five percent (5%) for all hours worked.

A unit member who receives a shift differential premium on the basis of his/her shift will suffer no reduction in differential pay when assigned temporarily to a day shift, which will not exceed twenty (20) work days.

If a unit member requests temporary assignment to a day shift, regardless of the length of time, no shift differential shall be paid. If management assigns a unit member temporarily to a day shift, the shift differential shall be paid for the first twenty (20) work days of the assignment.

J. Compensatory Time Off:

1. An employee, with District approval, shall have the option to elect to take compensatory time off in lieu of cash compensation for overtime work. Such election shall be submitted in writing on the District form to the immediate supervisor within the pay period earned. Compensatory time off shall be granted at the rate of overtime.

2. Compensatory time shall be taken at a time mutually acceptable to the employee and the District within twelve (12) months of the date on which it was earned. If the compensatory time has not been taken within twelve (12) months of the date on which it was earned, the District shall pay the employee in cash for all such time at the appropriate overtime rate based on the employee's rate of pay at the time it was earned. Employees cannot accumulate more than 36 hours of compensatory time. This is not an annual cap amount.

K. Overtime/Equal Distribution: Overtime shall be distributed and rotated as equitably as is practical among employees within each department. Practical considerations may include specialized skills of individual employees or current assignments to special projects.

L. Call-Back/Call-In Time: Employees who are called back to work after completing their regular workday or who are called in to work on a day for which they are not regularly required to work shall receive double the appropriate rate of pay for the first hour and appropriate rate of pay for the remainder of the actual time worked.

M. Right of Refusal: Any employee shall have the right to reject for a valid reason of personal necessity, except in the case of an emergency declared by the Superintendent or his/her designee, any offer or request for overtime, or call-back/call-in time.

N. Standby Time: All standby time shall be considered as regular hours worked and shall be compensated on a straight-time or overtime basis as are other hours worked.

O. Summer School Assignments:

1. Summer work assignments are defined as those assignments, including but not limited to summer school, that are required by the District to be performed at times other than the August-June academic year and which include work that is normally and customarily performed by bargaining unit members.

2. Summer work assignments shall be first offered to unit members serving in the appropriate

classification, not on a Performance Assistance Plan. 3. All permanent unit members are eligible and may apply for summer work assignments in their regular

job classification. 4. Vacancy notices for summer work assignments shall be posted for no less than ten (10) work days at

each District work site as soon as possible during the spring prior to the commencement of the summer program(s) that year. The posting shall include all of the information normally included in a vacancy posting including the length of the summer work. Employees shall submit their applications to the HR office within the specified time period.

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5. Unit members shall then be ranked in seniority order by classification. The summer work in each classification shall then be assigned to the most senior unit members, in descending seniority order, in each classification. If no unit member requests assignment to work in a particular classification or if positions are not filled, then those positions shall be filled by probationary unit members in those classifications. If vacancies still exist, then the positions may be posted for recruitment from unit members in other classifications. If vacancies still exist, then the positions may be posted for recruitment from unit members in other classifications and who meet the minimum qualifications for the positions. If there are still no applicants, then the District may recruit from outside the bargaining unit.

6. This procedure shall be followed annually. 7. A unit member who accepts a summer work assignment shall receive, on a pro-rata basis, no less than

the compensation and benefits applicable to that classification during the regular school year. No pro-rating of compensation and benefits shall be applied on any basis other than on the relationship between the number of hours assigned to a unit member during the regular school year and during the summer work assignments.

P. Assignment of Transportation Routes:

1. Regular Daily Transportation Routes:

a. All daily routes shall be assigned to Drivers on the basis of original hire date in their classification.

b. The Driver with the earliest hire date as described above shall have the first choice of regular routes for which he/she is licensed to drive. Split classification drivers shall have routes with schedules that do not conflict with their other duties. The remaining routes shall be offered to the remaining Drivers in descending order of seniority. The employee holding the driver trainer position shall receive the regular bus route remaining after all regular bus drivers have bid and received their assigned routes.

c. If a regular driving position becomes vacant with thirty (30) or more school days remaining in the

academic year, all affected regular runs will be rebid.

2. Extra Assignments:

a. Extra assignments take place in addition to regular assigned runs and may take place on a straight or overtime basis. Extra assignments may take place before or after the regular assignment, or on Saturdays, Sundays or holidays.

b. Access to extra assignments should be equal among all Drivers with the exception that Drivers who

hold other positions shall not be eligible for extra assignments occurring during their other assignment. In the event that split classification drivers must be assigned such routes (on an emergency basis), such drivers shall have access to extra assignments before or after the regular school day or on Saturdays, Sundays and holidays to equal such assignments.

c. If an extra assignment is canceled with more than twenty-four (24) hours notice, the driver shall retain his/her position on the roster. An Extra Assignment Roster will be maintained at the Transportation Department. All drivers shall have the opportunity to be placed on that roster and be offered extra assignments in seniority order. Drivers may refuse extra assignments for valid reasons of personal necessity, except in the case of an emergency declared by the Superintendent or his/her designee. A driver who passes on an assignment shall lose his/her place on the roster as if he/she had driven the trip and the hours passed shall count as part of the total hours driven for equity purposes.

d. To balance annual extra assignment hours, after the end of Spring Recess, Drivers shall be assigned extra assignments regardless of placement on the Extra Assignment Roster

e. The District shall attempt to give Drivers at least twenty-four (24) hours advance notice of extra

assignments insofar as practical.

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f. In-service Training Program: The District shall provide a program of in-service training for employees in the Transportation Unit designed to assist employees in maintaining their State Certification.

Q. No employee shall have his/her hours reduced involuntarily without notice to CSEA, negotiations with CSEA

and final Board action. R. Campus Supervisor and Crossing Guards: 1. Shift Changes: Campus Supervisors and Crossing Guards shall have their schedules set at the time of

hiring. Every effort will be made to maintain the work shift as specified in the job posting. However, the work shift for Campus supervisor and Crossing Guards may change at a school site to meet specific school site and/or program needs or circumstances, under the following guidelines.

a. “Shifts are defined as: 1) morning, 2) morning recess, 3) lunch, 4) after school. b. A Permanent change in shift may be requested if a vacancy occurs, a new position is created, or

an employee makes a request.

c. The site administrator shall first ask for volunteers to change their shift from among employees in the affected classification.

d. A five (5) work day notice shall be provided to the employee before a shift change can be

implemented unless the affected employee volunteers to change earlier. e. If no employee volunteers, then the least senior employee shall be shifted unless that employee

has a compelling reason and can provide evidence that it would create a hardship. A compelling reason includes but is not limited to conflicts with family care, college schedule, other employment, or transportation.

f. Changes in shift shall be documented on an official form and filed with the Human Resources

Office.

g. No employee shall be involuntarily assigned to more than three (3) consecutive shifts.

2. Changes to the work shift shall not cause a reduction in hours.

1. Custodian Maintenance:

The day shift shall be from 6:30 a.m. to 3:00 p.m. including a one-half (1/2) hour meal break.

Custodian: The evening custodial shift hours shall be from 2:00 p.m. until 10:30 p.m., including a thirty minute lunch. Substitutes for Classified Absences: Custodians: Substitutes will only be hired for Custodians if there is more than one Custodian absent at a site in a single day. The District shall make every reasonable effort to ensure that there are no less than two Custodians at each site every day. Maintenance: No substitutes shall be hired for Maintenance Worker and Lead Maintenance Worker classifications unless there are more than two Maintenance Workers absent in a single day. The District reserves the right to bring in additional substitutes on a case by case basis.

2. Food Service: Extra hours required to provide contracted catering services through the District food services department

shall be worked by Central Kitchen Food Service I (A), III and IV employees.

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ARTICLE 5 – PAY AND ALLOWANCES A. Regular Rate of Pay: The regular rate of pay for each position shall be in accordance with the rates

established for each class as provided for in Appendixes A, B and C, which are attached hereto and by reference incorporated as a part of this Agreement. The regular rate of pay shall include any authorized shift differential and/or longevity increment. The Salary Schedule’s for 2016-2017, are included as Appendix C-2.

B. Number of Payments: Employee's pay shall be based upon 10, 11 or 12 payments in accordance with the

length of the employee's work year. Classified bargaining unit members may elect the option of receiving their annual salary in twelve (12) equal, monthly installments, as offered by the Monterey County Office of Education (MCOE). Unit members wishing to elect this option must complete a signed authorization form provided by the District.

C. Public Employment Retirement Service: “Public Employee Retirement Service” is to be deleted from the

agreement effective July 1, 2014. Effective July 1, 2014, in addition to any other salary changes included in the agreement dated May 7, 2014, the District shall increase the salary schedule of the Bargaining unit by 7%. Moreover, the District shall take steps necessary to allow for the employee portion of PERS to be paid on a pre-tax basis beginning July 1, 2014.

D. Step Advancement: Employees shall be employed at the first step on the salary schedule and be advanced

one step annually on the anniversary date of employment, the date of last salary step advancement, or, in the case of a change in classification, the date of such change. The District may assign employees to Step 3 due to recruitment problems or employee qualifications.

E. Payroll Deductions: Regular paychecks of employees shall be itemized to include: regular pay, other pay,

gross pay, federal withholding tax, social security deduction, retirement deduction and other miscellaneous deductions, including health and welfare deductions.

F. Errors in Salary: Per California Education Code Section 45167: Error in Salary, "Whenever it is determined

that an error has been made in the calculation or reporting in any classified employee payroll or in the payment of any classified employee's salary, the appointing authority shall, within five workdays following such determination, provide the employee with a statement of the correction and a supplemental payment drawn against any available funds."

G. Lost or Destroyed Checks:

1. Any paycheck which is lost or destroyed after receipt by the employee shall be replaced (as soon as is possible) after the filing of an affidavit by the employee that he/she had received a paycheck which was subsequently lost or destroyed.

2. Any paycheck not received by the employee shall not be considered to be lost or destroyed until seven

(7) calendar days after the date of presentation or mailing to the employee. After the seven (7) calendar day waiting period, the employee, upon the filing of an affidavit, shall have his/her paycheck replaced as soon as is possible.

H. Compensation During Required Training Periods:

1. An employee who is required and directed by the District to attend sessions shall be compensated at his/her regular rate of pay.

2. The District shall reimburse employees for the tuition costs of any and all training programs required by the District.

I. Compensation for Working Out of Classification:

1. Unit members assigned to work out of classification eight hours or more shall be compensated at the higher classification rate for all time worked out of class. The term “higher classification” rate means step placement in the higher classification range that would provide an hourly increase, plus one step. For example, a clerk filling in for a secretary position will be paid for out of class.

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2. Unit members assigned to a lower or a lateral classification shall not be provided out of class

compensation and shall maintain their regular rate of pay.

3. Unit members working out of class have no property right to the position where they are assigned to work out of class.

J. Summer School Wages and Benefits: An employee who accepts a summer school assignment in accordance with the provisions of this section shall receive, on a pro rata basis, no less than the compensation and benefits applicable to that classification during the regular academic year, and if serving in the same classification in no event shall his/her compensation and/or benefits be less, on a pro rata basis, than the compensation and benefits he/she was receiving immediately prior to the commencement of the summer assignment. In the event that the summer assignment is in a lower classification, the employee shall be placed on the same step as placed during the regular academic year. If the employee is in a higher classification for the summer assignment, he/she shall be placed on the lowest step that provides the employee with a salary increase.

K. Longevity:

1. The District agrees to increase the salary of employees who have been in the District for five (5) years by three percent (3%) as a longevity increment, beginning with the sixth (6th) year of service.

2. Effective July 1, 1990, the District agrees to increase the salary of employees who have been with the District for ten (10) years by five percent (5%) effective with the anniversary date beginning the eleventh (11th) year of service.

3. The District agrees to increase the salary of employees who have been with the District for fifteen (15) years by five percent (5%) beginning with the sixteenth (16th) year of service.

4. The District agrees to increase the salary of employees who have been with the District twenty (20) years by five percent (5%) beginning with the twenty-first (21st) year of service.

5. Longevity increments shall be in addition to any other increase. L. Physical Examinations, Fingerprints, X-rays, Licenses, Fees:

1. The District shall pay the full cost for physical examinations, fingerprints, x-rays, licenses and fees associated with continued employment or reimburse the employee for such cost incurred. Reimbursement for physical examinations, x-rays, and TB skin tests will occur only upon proof of denial of payment of benefits from California’s Valued Trust (CVT). ServSafe Certification shall be reimbursed for all Food Service department employees that are non-probationary who required this certification.

3. Any employee who, as a condition of employment, incurs actual documented expenses resulting from

District required examinations, fingerprinting, x-rays, licenses, fees and other requirements shall be reimbursed for such costs on the first pay period following completion of six (6) months of service with the District.

M. Uniforms:

1. The District shall provide uniforms, equipment, badges and the like when required to be worn or used by the District.

2. The District shall provide for the cleaning of all uniforms which the District requires to be worn when an employee is on duty. The cleaning schedule shall be determined by the District.

3. Employees in Mechanic classifications shall be required to wear the District provided uniform.

N. Teacher Work/Training Day: Any day within the employees work year designated as a Teacher

Work/Training Day, minimum day (or by whatever name the District shall assign to those days) shall be a paid workday for the unit member.

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O. Testers – English Language Development Assessors (CELDT and ADEPT):

1. The CSEA and the AUSD hereby agree that we have a mutual intent to provide opportunities for classified employees to work as English Language Development Assessors on a testing team for the District’s annual ADEPT student testing. To that end, we agree to establish a $24.00 per hour rate for this position. If a regular bargaining unit member works as a tester, he/she shall be paid the difference between their regular rate of pay, excluding longevity, and the $24.00 per hour rate for the time he/she tests.

2. If the employee has previously tested, the pay rate for training time shall be $24.00 per hour and paid as

stipulated above. If an employee has not previously tested in the District’s annual ADEPT testing, the employee shall be paid the difference between their regular rate, excluding longevity, and a stipend of $50.00 for a half day or $100.00 for a full day.

3. Paraeducators who work less than 5 hours per day may accept these testing assignments as extra hour

assignments. The extra hours shall be paid at the $24.00 per hour rate for the assigned hours. The training time shall be paid as stipulated above if the training time is scheduled during their regular work hours. If the training is scheduled at another time, the training time shall be paid at the flat rates as stipulated above.

4. If the District creates a testing team for CELDT testing, classified employees shall be given the same

opportunities to test following the guidelines outlined in this Agreement.

5. The classification of English Language Development Assessor shall be added to the classified position listing and the $24.00 per hour rate shall be added to the classified salary schedule.

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ARTICLE 7 – HOLIDAYS A. Scheduled Holidays: An employee covered by this Agreement is entitled to the following paid holidays:

Independence Day Labor Day Veteran's Day Thanksgiving Day

*Friday succeeding Thanksgiving Day *Christmas Eve Christmas Day

*New Year's Eve New Year's Day Dr. Martin Luther King, Jr. Day Lincoln’s Birthday President's Day (Washington’s Birthday)

*Spring Recess Holiday Memorial Day

*Governing Board approved holiday All less than (12) twelve-month employees assigned to work year-round shall be entitled to (14) fourteen paid holidays.

B. Additional Holidays: Each day declared by the President, or Governor of the State, as a public fast,

mourning, thanksgiving or holiday or any day declared as a holiday by the Governing Board under applicable laws shall be a paid holiday for eligible employees.

C. Holidays on Saturday or Sunday: When a holiday falls on a Saturday, the preceding workday not a holiday

shall be deemed to be that holiday. When a holiday falls on Sunday, the following workday not a holiday shall be deemed to be that holiday.

D. Holiday Eligibility:

1. An employee shall be in paid status on the working day immediately preceding or succeeding the holiday to be paid for the holiday.

2. Employees who are not normally assigned to duty during the Winter and Spring Recess Periods shall be

paid for those holidays enumerated in A. above provided that they were in a paid status during any portion of the working day of their normal assignment immediately preceding or succeeding the Winter/Spring Recess Periods (Education Code §45203).

E. Recognized Non-Paid Holiday: Cesar Chavez Day will be noted or adopted school calendar, yet it will not be a paid holiday.

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ARTICLE 8 – VACATION PLAN A. Eligibility: All probationary and permanent employees in the bargaining unit shall earn paid vacation time

under this Article except vacation shall not become vested until completion of six (6) months of service.

B. Paid Vacation: Paid vacation shall normally be granted and taken off by the employee within the year it is credited. Exceptions to this are outlined below.

C. Accumulation: Employees employed for less than 12 months in their first year of service to the District shall be entitled to a pro rata share of vacation based on their actual months of service. Vacation time shall be earned and accumulated in accordance with the schedule listed below. The date for computing eligible days of vacation shall be the July 1 for twelve (12)-month employees; the date shall be June 30 or the last day worked in each fiscal year, whichever is first, for less than twelve (12)-month employees.

1. Employees regularly employed on a 40-hour week/12 month basis are entitled to days of vacation as follows:

Days of Years of Service Completed Vacation as of Anniversary Date

10 1 through 4 15 5 through 12 16 13 through 16 17 17 18 18 19 19 20 20

2. Employees regularly employed for less than twelve (12) months or less than eight (8) hours per day are entitled to a pro rata share of days of vacation as in 1. above. The pro rata share of vacation shall be computed at the rates indicated for each hour the employee is in paid status, not including overtime.

Years of 8 Hr. Day 7-1/2 Hr. Day 7 Hr. Day Less Than Service 40 Hr. Wk. 37-1/2 Hr. Wk. 35 Hr. Wk. 35 Hr. Wk.

1 through 4 .03846 .04087 .04379 .03846 5 through 12 .05769 .06153 .06593 .05769 13 through 16 .06154 .06564 .07033 .06154 17 .06538 .06974 .07472 .06538 18 .06923 .07385 .07912 .06923 19 .07308 .07795 .08352 .07308 20 .07692 .08205 .08791 .07692

D. Vacation Pay: Pay for vacation days for all bargaining unit employees shall be the same as that which the employee would have received had he/she been in a working status.

E. Vacation Pay Upon Termination: When an employee in the bargaining unit is terminated for any reason, he/she shall be entitled to all vacation pay earned and accumulated up to and including the effective date of termination, less vacation granted which was not earned at time of termination of service and excluding employees who have not completed six (6) months of employment in regular status.

F. Vacation Postponement: If a bargaining unit employee's vacation becomes due during a period when he/she is on leave due to illness or injury, he/she may request that his/her vacation date be changed, and the District shall grant such request in accordance with vacation dates available at that time. The employee may request to have his/her vacation rescheduled in accordance with the vacation schedule at that time or may request to carry over his/her vacation to the following year.

G. Holidays: When a holiday falls during the scheduled vacation of any bargaining unit employee, such

holidays will not count as a day of vacation.

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H. Vacation Scheduling:

1. Vacation requests shall be initiated by employees on the appropriate district form at least five work days prior to the starting date of the request unless unusual circumstances occur or vacation time off is requested in accordance with other sections of this Agreement. Annually, a Work Year Calendar shall be submitted to the employee’s immediate supervisor no later than June 15th. It is the intent of the District to honor employee vacation requests when the June 15th timeline is met. Approvals or denials of a request shall be provided to the employee with rationale provided in the case of a denial.

2. If there is any conflict between employees who are working in the same or similar classification as to

when vacations shall be taken, the supervisor in resolving the issue shall first give consideration to any hardship imposed on an employee by a denial of a vacation request. Hardship being no issue, the employee with the greatest seniority shall be given his/her preference.

3. Unused vacation days earned in any fiscal year may be carried over according the following:

a. A maximum of five (5) unused days may be carried forward to the next fiscal year with written

approval from the employee’s immediate supervisor. If the carryover request is denied, the District and CSEA representatives will meet and confer.

b. If the employee’s original vacation request is denied and their subsequent revised request is denied, the District shall allow either a carryover of the time into the next fiscal year and/or the employee shall be paid in cash as mutually agreed to between the Superintendent and the employee. In this instance, allowed carryover shall be scheduled and taken during the next fiscal year.

c. An employee may request, in writing, to accrue and carryover up to a maximum of two years vacation for special purposes. The request shall be submitted to the Superintendent no later than May 15th. The Superintendent shall respond in writing to the employee by June 1st.

I. Interruption of Vacation: An employee in the bargaining unit shall be permitted to interrupt or terminate

vacation leave in order to begin sick leave provided the employee supplies notice and the explicit written statement of a licensed physician that the employee is ill or injured.

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ARTICLE 9 – LEAVES OF ABSENCE Leaves of absence shall be taken in increments of not less than thirty (30) minutes. A. Sick Leave:

1. An employee employed five (5) days a week, twelve (12) months a year by the District, shall be granted twelve (12) days leave of absence for personal illness or injury, exclusive of all days he/she is not required to render service to the District, with full pay for a fiscal year of service.

2. An employee employed five (5) days a week, who is employed for less than a full fiscal year, is entitled

to that proportion of twelve (12) days leave of absence for personal illness or injury as the number of months he/she is employed bears to twelve (12).

3. An employee employed less than five (5) days per week shall be entitled, for a fiscal year of service, to

the proportion to twelve (12) days leave of absence for illness or injury as the number of days he/she is employed per week bears to five (5). When such a person is employed for less than a full fiscal year of service, this and the preceding paragraph shall determine the proportion of leave of absence for personal illness or injury to which they are entitled.

4. The employee shall notify his/her work site office as soon as possible but at least one (1) hour before

each day of absence, unless conditions make notification impossible. However, bus drivers and all cafeteria employees shall notify their immediate supervisor by 3:00 1:00 p.m. of the day prior to absence, unless such advance notice is impossible. If the employee reports, in advance, the number of days he/she will be absent, it will not be necessary to notify the work site office each day.

5. The employee should notify his/her work site office the day before his/her expected return in order that

any substitute employee may be terminated. If the employee fails to notify his/her work site office and both employee and substitute report, the substitute is entitled to the assignment.

6. Pay for any day of such absence shall be the same as the pay for that which would have been received

had the employee served during the day of illness.

7. At the beginning of each fiscal year, the full amount of sick leave granted shall be credited to each employee and each employee shall be notified at that time the amount of sick leave he/she has accrued. Credit for sick leave need not be accrued prior to taking such leave and such leave may be taken at any time during the year. However, a new employee of the District shall not be eligible to take more than six (6) days until the first day of the calendar month after completion of six (6) months of active service with the District.

8. If an employee does not take the full amount of leave allowed in any year under this Section, the amount

not taken shall accumulate from year to year.

9. An employee who has unused leave of absence for accident or illness accumulated in another California school district at the time he/she is employed in the District and such employment occurs within one year of his/her previous employment shall upon request, be credited with the accumulated days (Education Code 45202).

10. Any sick leave benefits earned, but unused, on the date of retirement may be converted to retirement

credit if appropriate in accordance with applicable law.

11. Donation of Sick Leave:

Effective July 1, 1991, on a case-by-case basis and with mutual agreement between the District and CSEA, any bargaining unit member may donate up to five (5) days accumulated and unused sick leave to another bargaining unit member who has suffered a long-term illness or disability and who has exhausted all fully paid leave because of that illness or disability.

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Donated sick leave shall be converted for utilization on a day-for-day basis, meaning the recipient shall be paid at his/her regular rate of pay. The recipient shall utilize donated sick leave in the order donations are received, exhausting all days donated by one bargaining unit member before beginning to utilize days donated by another bargaining unit member. Donated sick leave not utilized by the recipient prior to return to service shall be returned to the donor.

In the event that the District is challenged in any administrative or judicial proceedings regarding the implementation of the sick leave donation plan, the CSEA shall defend and hold the District harmless from any and all loss including attorneys’ fees, cost of defending and judgment and/or the reinstatement of any previously donated sick leave.

B. Verification of Illness:

1. It is the responsibility of the employee to provide proof of illness or injury upon request. Employees who are absent on sick leave shall be considered as absent without pay unless satisfactory proof of illness or injury is filed with the District stating that the employee could not or should not perform normal duties. Such proof shall be satisfied by filing either a Cause of Absence form or stating such on the time sheet. The District shall be responsible for providing such forms to all employees returning from sick leave. In the event forms are not available, no adverse action shall be taken against the employee.

2. If requested by the Superintendent or his/her designee, the employee shall submit a physician's

certification or other documentary evidence signed by a physician or other responsible person attesting to the nature of the illness, accident or quarantine in excess of five (5) consecutive days. (In the case of an employee whose religious beliefs prohibit such certifications, a statement shall be obtained from his/her minister or religious practitioner attesting to the illness and the basis for the absence.)

3. The Superintendent or his/her designee may require any employee that is absent from duty for more

than six (6) days, to undergo a physical examination by a physician appointed by the District verifying the reason for the employee's absence. The appointment shall be made during the employee's regularly scheduled working hours. If the doctor cannot see the employee during such time, the appointment will be scheduled at another time, but the District will pay the employee at his/her regular rate, for the time spent at the examination. The District will reimburse the employee for the cost of the examination. In the case of an employee whose religious beliefs prohibit such certification, a statement shall be obtained from his/her minister or religious practitioner attesting to the illness and the basis for the absence.

C. Extended Accident or Illness Leave: When an employee is absent from his/her duties because of illness or

an accident for a period of five (5) months or less, the amount deducted from the salary due him/her for any month in which the absence occurs shall not exceed the sum which is actually paid a substitute employee employed to fill his/her position during his/her absence.

1. The extended leave provision pertains to each illness or accident of the employee and shall commence

on the first day of absence from his/her duties.

2. The extended leave provision applies to whether the accident or illness occurred on or off the job except that if the accident or illness was suffered as a result of the job, entitlement shall commence after the sixty (60) working days paid leave provided in Section L. of this Article.

3. All other leave benefits will be exhausted before the sum paid a substitute is deducted from an

employee's wages.

4. The sum paid a substitute will be in accordance with a Substitute Salary Schedule, but in any event, shall be at least two and one-half (2-1/2) percent less than that paid to the absent regular employee.

5. An extended leave shall not be considered a break in service.

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6. At the conclusion of the five (5) month period, an employee, who is unable to resume his/her duties, may request additional unpaid leave in six (6) month increments.

7. An employee unable to resume his/her duties after an absence of eighteen (18) months shall be placed

on a re-employment list for thirty-nine (39) months in accordance with the Education Code. D. Personal Necessity Leave:

1. A classified employee may, at his/her election, use sick leave benefits in the following cases of personal emergency:

a. A bereavement leave which may be necessary beyond that authorized in Section E. of this Article.

b. Accident or illness involving his/her person or property or the person or property of a member of his/her immediate family.

c. Appearance in any court or before an administrative tribunal as a litigant, party or witness under the subpoena of any order made with jurisdiction. This provision shall be inapplicable to any District employee who is a defendant in any criminal proceedings and who is not exonerated of the charge.

d. When a child is born to the employee's wife, such time off may be taken during birth and/or at the time of discharge from the hospital.

e. Major religious holidays of the employee's faith which fall on a scheduled workday.

(1.) Employees shall make their request at least one (1) week prior to the holiday so that a substitute can be secured.

(2.) Employees shall make the request in writing to be absent on a given day for observance of a name holiday of their specified faith.

2. This leave shall not exceed seven (7) days in any one (1) fiscal year.

3. Immediate family as used in this Section shall be the same as those listed under Bereavement Leave.

4. Proof of personal emergency shall be presented to the District Superintendent in the manner prescribed.

The employee shall sign the Alisal Union School District Cause of Absence form with a statement of the facts and reasons of personal emergency. All such requests shall bear the recommendation of the appropriate supervisor.

5. Other reasons approved by the District. E. Bereavement Leave: Bereavement leave, without loss of pay, shall be granted up to five (5) days in the

event of a death of a member of the immediate family. The immediate family is defined as spouse or domestic partner of the employee, children, parents, brothers, sisters, parents-in-law, sons or daughters-in-law, brothers or sisters-in-law, grandparents, grandchildren, step parents, step children, foster parents, foster children, of the employee, spouse or domestic partner, or any relative living in the immediate household of the employee.

F. Pregnancy Disability: Employees are entitled to use sick leave for illness or injury resulting from pregnancy. Such leave shall not be used for child care, child rearing or preparation for childbearing, but shall be limited to those disabilities as set forth above.

G. Maternity Leave:

1. Employees may be granted maternity leave upon request:

a. For a time specified by the employee's doctor; or

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b. For a period not to exceed six (6) months unless requested under other provisions of this Agreement.

2. Such leave shall be granted without pay; however, nothing in this policy shall be construed so as to

deprive any employee of sick leave rights under any section of the Education Code for absence due to illness or injury resulting from pregnancy.

3. The employee shall submit a written request two (2) weeks in advance of such leave and shall include

the approximate date of her return.

4. An employee may elect to return sooner than the granted leave period and may do so upon:

a. Written release from her physician.

b. Notifying her employer at least one (1) week ahead. H. Adoption Leave: Employees adopting a child or children may be granted a leave of absence without pay for

a period of up to, but not exceeding, ninety (90) calendar days. Such leave must coincide with the actual taking custody of the child or children. At least one (1) month notice shall be given to the District of the intended leave.

I. Personal Leave Day: Each unit member shall be allowed three (3) workdays of personal leave per school

year chargeable to sick leave. An employee electing to use sick leave rights for a personal leave day shall complete the Alisal Union School District - Cause of Absence form. Notice for this leave shall be made at least forty-eight (48) hours before taking such leave and shall be approved by the Superintendent or his/her designee. Personal Leave days may not be taken on the day before or after a holiday. These days will not be used for concerted activities. This leave shall not be accumulative from one school year to the next.

J. Military Leave:

1. Employees who are members of any reserve corps of the Armed Forces of the United States, the National Guard or the Naval or Marine Reserves, or who are inducted or otherwise ordered to active duty shall be granted such leave as is mandated by the Education and Military and Veterans Codes.

2. A copy of the military orders shall be provided to the District Superintendent with the request for military

leave. K. Jury Duty: Leaves of absence to serve on a jury shall be granted with no loss in pay provided the employee

endorses the fee received, exclusive of mileage allowance, to the District. L. Industrial Accident and Illness Leave:

1. Under the State statue, all employees are entitled to Worker's Compensation Benefits if injured on the job.

2. Absences resulting from injury or illness in performance of duties are granted to classified employees

without loss of sick leave (Education Code).

3. Paid industrial leave shall not be for more than sixty (60) working days in any one (1) fiscal year and is not accumulative from year to year.

4. Paid leave commences on the first day of absence.

5. Paid industrial accident leaves shall be reduced one (1) day for each day of absence regardless of the

temporary disability allowance made under Worker's Compensation.

6. If the employee is unable to return to work after exhausting paid industrial leave, he/she shall be placed on sick leave if he/she is eligible. Sick leave will be reduced only in the amount necessary to provide a full day's wages or salary when added to the Workers’ Compensation Insurance disability payment.

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7. After sick leave is exhausted, employee may choose to receive pay from vacation or earned compensatory time.

8. After all paid leave privileges have expired, the Governing Board may place the employee on unpaid

leave, which shall not exceed thirty-six (36) months for one (1) illness or accident.

9. Upon return to service from any paid or unpaid leave, an employee shall be assigned to a position in his/her former classification without loss in status or benefits.

10. During all paid industrial leaves under this provision, the employee shall endorse to the District all wage

loss benefit checks under California's Worker's Compensation laws. The District shall issue to the employee appropriate salary warrants for payment of wages, loss of benefits, salary and /or leave benefits and shall deduct normal retirement and other authorized contributions.

11. During absence due to industrial accident, the employee shall remain in California unless the Governing

Board grants him/her permission to leave the State. However, all employees utilizing bereavement leave, personal necessity leave or requiring medical attention outside of California shall only be required to notify the District.

12. When all paid or unpaid leaves have been exhausted and the employee is still not able to return to work,

his/her name shall be placed on the re-employment list for a period of thirty-nine (39) months.

13. Any employee who has been medically released for return to work and who fails to accept an appropriate assignment shall be dismissed. Appropriate assignment is defined as an assignment to the employee's former class, in his/her former status and time basis and in assignment areas in which the employee has made him/herself available.

14. Failure to report within three (3) days after a mutually agreed to reporting time could be considered

abandonment of the position unless prevented by illness or a personal emergency of which the Associate Superintendent/Human Resources or designee has been notified.

15. At no time shall the employee's salary, while on paid industrial leave, exceed the employee's regular

salary.

16. The employee should be aware that, regardless of the minor nature of an injury, at the time, it is to his/her advantage to report all injuries to his/her supervisor immediately and fill out the appropriate form. Once there is a record on file of the injury, should complications develop at a later date, the employee has retained his/her rights for medical and disability coverage.

M. Leaves of Absence Without Pay:

1. An employee employed three (3) years by the District may, at the discretion of the Governing Board be granted a leave of absence without pay for not more than one year except for military service. Leaves of absence will not be considered for job opportunities or travel.

2. The granting of a leave of absence without pay gives to the employee the right to return to his/her

classification at the expiration of his/her leave of absence, provided that he/she is physically and legally capable of performing the duties. The position may be filled only for the duration of the leave.

3. Employees shall make their written request (including the date of his/her return) on the Leave of

Absence Request form to the Superintendent or his/her designee thirty (30) employee working days prior to the first day of leave.

4. The Governing Board may, for good cause, cancel any leave of absence by giving the absent employee

due notification and a reasonable period of time to return to his/her job.

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5. An employee may make a written request to the Governing Board to return to work prior to the

expiration date of the leave. The Governing Board may approve or reject the request.

6. Failure to report for duty within three (3) days after a mutually agreed to reporting time could be considered abandonment of the position unless prevented by illness or a personal emergency of which the Associate Superintendent/Human Resources or designee has been notified.

7. During the period of approved leave of absence, the employee shall provide written notification to the

Superintendent or his/her designee twenty (20) employee working days prior to his/her first scheduled day of return.

8. After an additional three (3) years of service, a request for another leave of absence without pay may be

granted.

9. The above unpaid leave requirements shall only be waived in emergency situations upon written approval of the Superintendent. Nothing in this Article shall restrict the Governing Board's right to grant leaves in excess of provisions of this Article.

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ARTICLE 10 – PROFESSIONAL GROWTH

A. Intent:

The Professional Growth Program supports the career ladder concept to enable employees to enhance present skills and to develop new skills; enabling them to better perform their present jobs and preparing them to advance to higher positions within the District.

B. Eligibility:

1. All permanent classified employees are eligible candidates for professional growth programs.

2. Any employee who is on a leave of absence will not be eligible to participate in the program until returned to active employment; nor will future credit be granted for courses taken during that leave.

C. Procedures:

An employee taking courses for fulfillment of professional growth requirements must complete the following steps before or within five (5) work days from the first meeting of the class, conference, workshop, including District sponsored workshops. 1. Obtain “Approval of Course for Professional Growth Credit Form” from work site or Human Resources

Division for completion; 2. Obtain immediate supervisor’s signature; 3. Submit completed and signed form to Human Resources Division for approval; and

4. In the event a course is not submitted for prior approval, an applicant may resubmit classes for the

following semester. D. Criteria for Professional Growth Stipend: Professional growth units may be achieved through participation in any of the following categories of activity:

1. Course work at college and junior college level, adult education courses, accredited correspondence courses and trade schools (including business colleges).

2. Special activities such as educational conferences, institutes and/or workshops including District

sponsored workshops.

a. Employees desiring professional growth credit for participation in the conferences, institutes and/or workshops must observe the following:

1) Credit will be earned for those hours beyond the employee’s regular workday/workweek.

2) Sign in at workshop attended. For District-sponsored workshops, copies of the sign-in sheet will be submitted to Human Resources for verification of attendance.

3) Submit copy of workshop announcement, agenda and/or certificate of completion.

4) One (1) semester unit equals fifteen (15) hours of directed work. E. Unit Accumulation:

1. Professional Growth Units will be assigned as follows:

a. College or community college or trade courses shall be credited at the rate of one (1) unit per semester hour. (Fifteen (15) course hours are equivalent to one semester hour.)

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b. Adult education courses shall be credited at the rate of one (1) unit per semester hour. c. Correspondence school courses will be prorated according to semester hours of credit allowed for

the course. d. Credit shall be given only if a grade of C or better (or a Pass in a Pass/No Pass class) is received.

2. Seven (7) professional growth units shall be awarded to each employee who successfully completes the District Bilingual (English/Spanish) Competency Exam.

E. Qualifying for the Stipend:

1. When an employee working five (5) hours or more per day has completed ten (10) approved units, he/she shall receive an annual professional growth stipend of $300 which is taxable income. When an employee working less than five hour per day has completed ten (10) approved units, he/she shall receive an annual professional growth stipend of $150 which is taxable income. Professional Growth Stipends shall be paid in the month of December of each school year.

2. During a two-year calendar period an employee may earn one (1) professional growth stipend. However, there is no time limit on the accumulation of the ten (10) units for the stipend.

3. The maximum number of professional growth stipends any employee may receive under this program shall be five (5).

F. Application to Participate:

1. All report cards, transcripts or other certification of completion of approved courses must be submitted to the Human Resources Division by October 15th of each school year for the professional growth stipend to be granted the following December.

2. Evidence of attendance at special events and a short summary of workshops, conferences, etc. must

be presented to the Human Resources Division within two (2) weeks of attendance of those events.

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ARTICLE 11 – EVALUATION PROCEDURE

A. The purpose of evaluation is to recognize and document the high quality of work being accomplished by an employee. Specifically, outstanding job performance is to be documented. The evaluation process is to be utilized as a formal method to communicate to a unit member regarding the performance of their job duties. In addition, the formal evaluation process would enable a supervisor to assist an employee whose job performance needs improvement or is unsatisfactory.

A.2 New employees shall serve a 9 month probationary period and shall be evaluated at least once during the 9 month probationary period, on or about the mid-point of the probation period, and annually thereafter. For the purposes of this section, 9 months is defined as 180 work days.

A.3 Employees who change classifications shall serve a 6-month probationary period and shall be evaluated at least once during the 6-month probationary period, and annually thereafter. For the purposes of this section, 6 months is defined as a 120 work days.

B. Evaluations will be conducted as follows:

1. Evaluations for permanent employees shall be conducted annually. 2. New employees shall serve a 9-month probationary period and shall be evaluated at least once during

the 9-month probationary period and annually thereafter. Nine months is defined as 180 work days.

Employees who change classifications shall serve a 6-month probationary period and shall be evaluated at least once during the 6-month probationary period and annually thereafter. Six months is defined as 120 work days.

C. Job Performance issues shall be discussed with the employee by the immediate supervisor(s) at the time the issue is pertinent. Written evaluations shall be made on the Classified Personnel Performance Evaluation Form (PER-1; see Appendix D).

D. When an evaluation of unsatisfactory is made, the employee shall have a reasonable time period set by the supervisor in which to show improvement. A Performance Assistance Plan (PER1a) shall be developed by the immediate supervisor(s) at this time. The supervisor(s) is required to write a Performance Assistance Plan for any area rated unsatisfactory to assist the employee in improving quality of work. A second evaluation shall be given in accordance with the Performance Assistance Plan. When an evaluation of Needs to Improve is made, the supervisor shall provide written feedback outlining the areas of improvement and suggestions for improvement.

E. Employee evaluation records, reports, recommendations and correspondence between the employee and District shall be placed in the personnel file of each employee which is maintained at the Human Resources Division. Copies of these materials shall be made in duplicate and one copy given to the employee and immediate supervisor(s). Any written evaluation material placed in an employee’s file shall contain the date the evaluation material was written and the signature of the immediate supervisor(s).

F. Employees shall be given an opportunity to discuss any evaluation material with the immediate supervisor(s) and may provide, if desired, a written response which shall be attached to the evaluation material placed in the personnel file. Duplicate copies of such responses shall be made and copies furnished to the employee and to the supervisor. Such written responses shall be signed, dated and within ten (10) working days submitted to the Human Resources Division.

G. Evaluation reports and employee responses are not grievable. Failure to follow evaluation procedures are grievable.

H. An employee of the District may request and shall be granted the right to review his/her personnel file that is maintained in the Human Resources Division. Employees shall not have access to material that includes ratings, reports or records which were obtained prior to employment.

I. Evaluation materials contained in personnel files shall be kept in confidence except in cases when disclosure is required for the proper administration of District affairs.

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J. 1. The personnel file of each unit member shall be maintained at the District’s central administration office.

No adverse action of any kind shall be taken against an employee based upon materials which are not in the personnel file except in emergency situations as defined by law and the discipline article of the collective bargaining agreement.

2. The District shall keep a log indicating the persons who have examined a personnel file as well as the date such examinations were made. Such log and the unit member’s personnel file shall be available for examination by the unit member or his/her CSEA representative.

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ARTICLE 12 – PROMOTION/TRANSFER PROCEDURE

A. Assignment: Unit members are District employees and may voluntarily transfer, be involuntarily transferred, promoted or change classifications within the same or lower salary range in accordance with the procedures of this article.

1. Probationary Periods:

a. A 180 work day probationary period shall commence on the first date of hire for all new bargaining unit members assigned to a classification.

b. A 120 work day probationary period shall commence on the first date of voluntary transfer,

promotion, or change of classification.

c. A unit member, who voluntarily transfers, promotes or changes classification prior to completing a probationary period shall complete both the probationary period from the first assignment and a second which shall not exceed twelve (12) calendar months combined.

d. A unit member completing a 180 work day new employee probationary period following a transfer,

promotion, or a change in a classification may be released for no cause by the District only during the remainder of the original 180 days.

2. Unit members who are serving a probationary period are eligible to move from one position to another except as stipulated below.

a. He/she is on an active Classified Performance Assistance Plan at the time of the transfer request.

b. He/she transferred, promoted, or changed classifications during a probationary period and has not

completed the second probation.

1. Except in cases of an emergency, no unit member, once employed in a classification, shall be assigned to temporarily perform work in another classification at a lower rate of pay unless he/she agrees to such an assignment. No unit member shall be assigned to perform work in another classification at a higher rate of pay unless he/she agrees to such assignment and, if the assignment is temporary, the rate of pay shall be according to out of class guidelines in this agreement.

2. In the case of an emergency such as a hiring shortage in a specific classification, either the CSEA or the District may propose an extension of probationary timelines and an allowance for promotion during such probation. The request shall be in writing and negotiations between the parties shall be convened as soon as practicable.

B. Vacancies: A vacancy is defined as an unfilled position at any District work site which has occurred as a result of attrition or the need for additional staff.

1. Notice of all vacancies shall be posted on bulletin boards in prominent locations at each District work site within five (5) work days of the position becoming vacant and upon determination that the position will be filled by other than an involuntary transfer or when a new position is being established. CSEA shall be provided a copy of all vacancy notices on the date each position is posted.

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2. Notices shall remain posted for a period of not less than five (5) working days, during which time unit members may file for the vacancies.

3. Any bargaining unit member who will be on leave and who desires to receive a copy of vacancy notices

will inform the Human Resources Office prior to his/her leave and the District shall then mail a copy of all notices. The member desiring such copies shall provide the District with sufficient self-addressed stamped envelopes and the District shall then mail on the date each position is posted.

4. The job vacancy posting shall include: the job title, a brief description of the position and duties, the

minimum qualifications required for the position as determined by the job description, the assigned job site, the number of hours per day, days per week, months and/or days per year assigned to the position, the work shift, the salary range and the deadline for filing to fill the vacancy.

5. Only after the hiring process outlined in this article has been exhausted can the District actively recruit

outside candidates for the vacancy. C. Voluntary Transfers: A voluntary transfer is defined as the movement of an eligible unit member (defined in

Section 12.A.2) from his/her assigned position to a vacant position with the same classification.

1. Whenever a new position is created by the District or an existing position becomes vacant, the District shall first offer the eligible unit members serving in the same classification as the vacancy the opportunity to interview. The interview committee shall consist of equal number of administrators and CSEA members. If selected, the most senior eligible unit member who request such a transfer shall be assigned to the vacancy.

2. Unit members desiring to be considered for a voluntary transfer shall notify the District Human

Resources Office, in writing on the appropriate form, prior to the end of the vacancy posting period. D. Promotions: A promotion is defined as the movement of an eligible bargaining unit member from his/her

assigned position to a vacant position in a higher classification.

1. After all transfer requests have been processed and there is no transfer granted, the vacancy shall be offered to all permanent bargaining unit members.

2. Unit members desiring to be considered for a promotion shall notify the District Human Resources

Division, in writing on the appropriate form, prior to the end of the vacancy posting period. 3. Within five (5) days following completion of the filing period and any required testing, the Human

Resources Division shall notify each bargaining unit applicant(s) of his/her standing. Permanent unit members who meet the minimum qualifications of the vacancy shall be interviewed and given first consideration.

3. When a permanent unit member is promoted, he/she shall be placed on the salary schedule at the

range of the new classification and on the next step above that step which is no less his/her current hourly wage. Longevity increments do not affect this calculation and are paid in addition to the new salary schedule placement.

4. The newly promoted unit member shall serve a six-month promotional probationary period in his/her

new position. 5. During the promotional probationary period, the employee may request to be returned to his/her original

position or may, at the option of the District, be returned to his/her original position.

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a. If the original position is filled by another unit member at the time of the request, the promoted unit member shall be assigned to a vacant position in the same classification as the original position. If there are no vacancies in that classification, the promoted unit member shall displace the least senior unit member in a new employee probationary period in that classification. If, at the time of reassignment, no such opportunity exists, he/she shall be assigned to his/her original position. If that position has been filled by another bargaining unit member through promotion or transfer, the second unit member shall be reassigned to his/her original position and so forth until all affected permanent unit members are appropriately reassigned.

b. No probationary period shall be applied to the demotion or transfer under this section.

E. Involuntary Transfers: An involuntary transfer is defined as the movement of a unit member from his/her assigned position to a vacant position within the same classification or related classification on the same salary range, initiated by the District when such a transfer is in the best interest of the District as defined by the District.

1. When a position is moved from one site to another, volunteers at the affected site shall be considered. If there are no volunteers, the unit member with the lowest seniority in that classification at the affected site will be involuntarily transferred.

2. A unit member to be involuntarily transferred shall be notified not less than ten (10) work days prior to

the transfer and a conference concerning the transfer shall be held in order to explain the reasons for the transfer. CSEA shall also be notified not less than ten (10) work days prior to the impending transfer.

3. When more than one vacancy exists within the classification of the unit member to be involuntarily transferred, the unit member may indicate a preference for a particular assignment which shall be taken into consideration.

F. Change of Classification: A change of classification is defined as the movement of an bargaining unit member from his/her assigned position to a vacant position at the same range or in a lower range in a different classification and does not constitute a promotion or a transfer.

1. Unit members seeking a change in classification shall follow the procedures under Promotions in the article and shall be considered in the same pool of candidates as those who are seeking a promotion.

2. Unit members, who successfully change their assignment under this section, shall serve a 180 work day probationary period following the change in classification.

3. When a permanent unit member changes classification, he/she shall be placed on the salary schedule at the range of the new classification and on the step which will result in an hourly wage which is the closest to but not less than the hourly wage of the original position. Longevity increments do not affect this calculation and are paid in addition to the new salary schedule placement.

G. Reversion Rights: During the probationary period, the employee may request to be returned to his/her last

position or may, at the option of the District, be returned to his/her original last position.

1. If the last position is filled by another unit member at the time of the request, the unit member shall be assigned to a vacant position in the same classification as his/her last position. If there are no vacancies in that classification, the unit member shall displace the least senior unit member in a new employee probationary period in that classification. If at the time of reassignment, no such opportunity exists, he/she shall be assigned to his/her last position. If that position has been filled by another bargaining unit member through promotion, transfer, or change in classification, the second unit member shall be reassigned to his/her last position and so forth until all affected unit members are appropriately reassigned.

2. No new probationary period shall be applied to the demotion or transfer under this section.

3. A unit member who is completing two probationary periods shall only be afforded reversion rights during the second probationary period.

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H. Temporary Filling of Vacancies: Whenever a vacancy occurs or a new position is established in the bargaining unit, during the interim period for permanent filling of the position, the District shall utilize bargaining unit members on a temporary basis in accordance with procedures established in this Agreement. The time frame for permanent filling of a position shall not exceed sixty (60) work days. This time frame may only be extended by mutual agreement between the District and CSEA.

I. At least one CSEA member shall serve on each interview panel for all bargaining unit positions. The District

shall notify the CSEA President prior to each interview panel. He/she shall appoint the appropriate CSEA representative(s) from a CSEA representative list, by classification, which shall be provided to the District annually. This does not preclude the District from assigning an additional classified representative to an interview panel.

J. Each unit member who applies for a vacancy and who is not assigned or selected for that position shall be

notified by the Human Resources Division prior to the District offering or re-posting the position. K. Should Article 12.C, 12.D, 12.E, or 12.F. of the hiring process be violated, misinterpreted or misapplied by

the district, CSEA may challenge the hiring process, in writing to the Associate Superintendent/Human Resources or designee, within five (5) work days of CSEA becoming aware of the violation. In such case the hiring process shall be deemed null and void and the District shall redo the hiring process.

L. The District may offer alternative work when the same is available to an employee who has become

medically unable to satisfactorily perform his/her regular job class duties. The alternate work may constitute promotion, demotion or lateral transfer to a related class.

M. Modified Duty and Return to Work:

1. If an employee has a temporary industrial injury and is released to modified duty and return to work by

the medical treatment group, the district will provide modified duty when possible. 2. If possible, the modified duty assignment will be at the employee’s regular work site and within the

employee’s work classification. When this is not possible, the Chief Business Services Officer or designee will provide modified work assignments in another area and in another class.

3. The Chief Business Services Officer or designee will identify possible modified duty. Employees

performing a modified duty assignment will be charged to their regular assigned site and program. The employee’s level of compensation will not be affected by the change in assignment.

4. All modified work assignments will be determined by the Chief Business Services Officer or designee.

5. All modified work assignments will be made based upon the physical restrictions of the employee and

the physical requirements of the job.

6. CSEA shall be notified of the affected employee’s modified duty assignment.

7. Under no circumstances does this program establish new positions or displace other employees.

8. Organizational productivity will be maintained. The employee will perform tasks that would normally go undone or would require extra help.

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ARTICLE 13 – GRIEVANCE

A. Section 1 - Definitions:

1. Grievance: A formal written allegation by a grievant that said grievant has been personally adversely affected by the interpretation, application or alleged violation of this Agreement.

2. Grievant: The CSEA or any District employee covered by the terms of this Agreement and who claims that the bargaining unit or the individual has been adversely affected by violation of this Agreement. A grievant could represent other employees affected by the same alleged violation.

3. A day as used herein shall mean a scheduled workday for the employee.

B. Section 2 - Grievance Handling:

1. Informal Level: Before filing a formal written grievance, the grievant shall attempt to resolve it by an informal conference with his/her immediate supervisor, within ten (10) days after the grievant knew or should have known of the event or circumstances occasioning the grievance.

2. Level I - Immediate Supervisor/Principal:

a. Within ten (10) days following the informal level meeting, the grievant must present his/her grievance in writing, using Grievance Form attached as Appendix E, to his/her immediate supervisor/building principal if they are not one and the same.

b. The supervisor shall communicate his/her decision to the employee in writing within ten (10) days after receiving the grievance. If the supervisor does not respond within the time limits, the grievant may appeal to the next level.

c. Within the above limits, either party may request a personal conference. Said conference shall be honored when requested.

3. Level II - Superintendent:

a. If the grievant is not satisfied with the decision at Level I, he/she may, within ten (10) days, appeal the decision in writing to the Superintendent.

b. This statement shall include a copy of the original grievance and appeal, the decisions rendered and

a clear, concise statement of the reasons for appeal.

c. The Superintendent shall communicate his/her decision to the grievant within ten (10) days. If the Superintendent does not respond within the time limits provided, the grievant may appeal to the next level.

d. Within the above limits, either party may request a personal conference. Said conference shall be honored when requested.

4. Level III - Board of Trustees:

a. If the grievant is not satisfied with the decision at Level II, he/she may, within ten (10) days, appeal the decision in writing to the Board of Trustees by filing said appeal with the Superintendent. Upon receipt of the appeal, the Superintendent or his/her designee shall prepare, within ten (10) working days, a full report for the Board of Trustees. This report shall include the statement of grievance and other pertinent materials. The grievant and the exclusive representative shall be given a copy of said report.

b. If the Board of trustees is unable to render a final determination on the record, it may reopen the record for the taking of additional evidence. The decision of the Board shall be communicated in writing within ten (10) days of the Board meeting at which the appeal was adjudicated.

c. Copies will be provided by the Superintendent for distribution. The decision of the Board of Trustees shall be final unless pursued by the grievant through process made available to him/her by law.

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d. Within the above time limits, either party may request a personal conference. Said conference shall be honored when requested.

5. Alternate Level III - Advisory Arbitration:

a. If the grievant is not satisfied with the decision rendered pursuant to Level II, with the concurrence of CSEA, he/she shall submit a request in writing to the Superintendent for advisory arbitration of the dispute. Said request shall be made within ten (10) days.

b. An impartial arbitrator shall be selected jointly by the grievant and the District within ten (10) days of the receipt of the written request. In the event that the parties not agree, the State Conciliation Service shall be requested to supply a panel of five (5) names. Alternate names shall be stricken until only one remains.

c. The fees and expenses of the arbitrator and a court reporter, if required by the arbitrator, shall be shared equally between the District and the grievant. Any additional expenses shall be borne by the party incurring such expenses.

d. The arbitrator shall have no authority to add to, delete or alter any provisions of this Agreement, but shall limit his/her decision to the application and interpretation of its provisions.

e. The arbitrator shall rule upon the arbitrability of issues before hearing the merits of the issues.

f. After hearing the evidence, the arbitrator shall submit his/her findings and recommendations in writing to the District, the grievant and the CSEA.

6. Level IV - Board of Trustees:

a. If either party is not satisfied with the findings or recommendations of the arbitrator, he/she shall appeal the decision to the Board of Trustees within ten (10) days.

b. The Board shall review the written record and render a final binding decision on the grievance.

c. Additional evidence will be taken before the Board only if the Board determines that the record is not sufficiently complete to enable it to render its decision.

d. The decision shall be rendered no later than the second regularly scheduled meeting after the filing of the appeal.

C. Section 3 - Miscellaneous:

1. Time Limitations: The number of working days indicated at each step of this procedure may be extended by mutual consent or due to unusual circumstances.

2. Reprisals: No reprisals shall be taken by or against any participants in a grievance procedure by reason of such participation.

3. Records: All documents, records, tapes or other matter relating to the findings, recommendations or decisions occurring from the grievance hearings, after Trustee decision, shall be delivered to the Superintendent to be stored except pursuant to legal order to do so arising from a subsequent administrative or judicial proceeding held in connection with the matter.

4. Release Time: The employee who is designated as Job Steward or Chief Job Steward, and the grievant will exclusively receive time off from duties for the processing of grievances subject to the following conditions.

(a) Twenty-four (24) hours prior to release from duties with pay for grievance processing, the designated representative and the grievant, informs his/her immediate supervisor.

(b) That such time off shall be limited solely to representing a grievant in a conference with a management person, at the informal and formal levels, and shall not include use of such time for matters such as gathering information, interviewing witnesses or preparing a presentation.

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ARTICLE 14 – SAFETY

A. The District shall comply with all safety requirements imposed by proper authority in assuming the responsibility for the safety of District employees while they are on and in the facilities provided in furtherance of the operation of the District.

B. Employees shall not be required to work under unsafe conditions or to perform tasks which endanger their

health or safety. Employees who feel they are being required to work under unsafe conditions or to perform tasks which endanger their health or safety shall first report such conditions to their immediate supervisor and in writing to the Superintendent, who is authorized to take corrective action.

C. Safety Equipment: Should the employment duties of an employee in the bargaining unit reasonably require

the use of any equipment or gear to insure the safety of the employee or others as determined by the District, the District agrees to furnish such equipment or gear, or to reimburse the employee for the full cost of procuring such.

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ARTICLE 15 – DRUG AND ALCOHOL TESTING

In addition to District policy, which shall be distributed to all covered employees, the following shall apply: A. Drug and Alcohol Testing for School Bus Drivers and Employees in Safety-Sensitive Positions.

1. Identification:

a. This section shall apply to the following Bargaining Unit members:

Bus Driver Dispatcher

Van Driver Vehicle Ricer

Mechanic Bus Driver

2. Testing:

The District shall conduct testing pursuant to the United States Department of Transportation rules and regulations to include but not limited to the following testing:

a. Random Testing: The District shall ensure that random alcohol and controlled substance tests are unannounced and that the dates for administering the tests are spread reasonably through the calendar year.

Drivers shall be tested for alcohol and controlled substances before, during or after performing safety sensitive functions.

b. Reasonable Suspicion Testing: The District shall require Drivers to submit to an alcohol/drug test when a trained supervisor has reasonable suspicion to believe that the Driver is under the influence of alcohol and/or a controlled substance.

A written record shall be made of the observations leading to a controlled substance reasonable suspicion test by the trained supervisor who made the observations.

This written record shall serve as documentation to restrict an employee from driving a vehicle. The affected employee shall remain in paid status pending test results.

c. Post-Accident Testing: Alcohol and controlled substance tests shall, at a minimum, be conducted as soon after an accident as practicable on any Driver.

1. Who was performing safety-sensitive functions with respect to the vehicle if the accident involved loss of human life, or

2. Who receives a moving traffic violation arising from the accident.

Drivers shall make themselves readily available for testing, absent the need for immediate medical attention.

d. Return-to-Duty Testing: The District shall ensure that before a Driver returns to duty, the Driver shall undergo a return-to-duty alcohol/drug test with a result indicating an alcohol concentration of less than a 0.02, and/or a controlled substance test with a result indicating a verified negative result for controlled substance use.

e. Follow-up Testing: Following a determination that a Driver is in need of assistance in resolving problems associated with alcohol misuse and/or use of controlled substances, the district shall ensure that the Driver is subject to unannounced follow-up alcohol and/or controlled substance testing in accordance with the Omnibus Employee Transportation Testing Act.

f. Pre-employment Testing: All persons who are hired or transferred into driving positions shall be subject to pre-employment testing for alcohol and controlled substance.

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3. Employee Assistance Program (EAP) Referral – Bus Drivers: Prior to selection for random testing, all Drivers required to drive commercial vehicles may inform their supervisor of any use of chemicals or alcohol that could interfere with their driving ability.

Upon notification by the employee, the District will direct the employee into the EAP and drug test the employee prior to resuming his/her assignment.

The employee shall be placed on sick leave pursuant to Article 9 of the Classified Employee Collective Bargaining Agreement or unpaid leave if the employee has no remaining sick leave for a period not to exceed thirty (30) days. Prior to returning to work the employee shall take a drug/alcohol test which must be negative as a condition of return to work.

Thereafter, the District may establish a periodic testing program. The employee shall be disciplined in accordance with statutory and administrative rules and regulations.

4. Positive Test:

If a Driver’s test is positive, the employee shall be removed from the work or any portion of their assignment and placed on immediate sick leave or administrative leave pending further investigation. The employee may be subject to disciplinary action in accordance with statutory and administrative rules and regulations.

5. Personnel Files:

If the employee continues in the employment of the District, a positive result will be removed from the official personnel file after one (1) year from the date the result was given to the District and placed in a separate file available only to the Associate Superintendent/Human Resources. However, the result may be used by the District for up to two (2) years.

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ARTICLE 16 – RECLASSIFICATION

A. Timeline: Requests for reclassification may be submitted by the employee/class of employees or supervisor to the Associate Superintendent/Human Resources or designee between October 30th and March 1st.

B. Criteria: The basis for the requested reclass must be the permanent assignment of completely new duties and responsibilities, changing the nature of the employee's job to such an extent that the employee more accurately falls under another existing job classification.

C. Process:

Step 1: Prior to submitting a request for reclassification, a meeting must be held between the employee and supervisor. During that meeting, the requesting party must explain his/her intention to request a reclassification and the reasons for such request. The supervisor and employee should review the criteria in paragraphs A. and B. to determine if the criteria have been met and whether an employee is performing duties outside his or her job description. If the supervisor determines, based on his or her sole judgment, that the employee has been performing duties outside his or her job description and that others are responsible for those duties, the supervisor may take the necessary actions to correct the situation, including but not limited to informing the employee that he or she should not be performing those duties, thus removing the need for a reclassification.

Step 2: If, after the meeting between the supervisor, the requesting party wishes to proceed, a written request for reclassification must be submitted to the Associate Superintendent/Human Resources or designee and include the following:

1. A cover letter explaining the basis for the request; 2. A statement that a meeting was held pursuant to Step 1, and the outcome of that meeting; 3. The employee's current job classification and job description for that class; 4. The proposed job classification and job description for that class; and 5. A statement from the supervisor expressing support for the reclassification. If the request is from a

supervisor, a written statement from the employee supporting the reclassification request. If the supervisor or employee opposes reclassification or is neutral concerning the request for reclassification, a statement explaining the supervisor or employee's position and the reasons for such position, if known.

Step 3: Upon receipt of a reclassification request, the Associate Superintendent/Human Resources or designee shall convene a meeting of the Reclassification Committee, consisting of two District members and two CSEA members. The Committee shall review the request and may seek additional information as needed to determine the appropriateness of the request. If the Committee determines by a consensus vote that the reclassification request is appropriate, the Committee shall forward its recommendation to the Negotiating Team. If the Committee determines that a reclassification is not appropriate, the request shall be denied and not forwarded to the Negotiating Team. No final recommendations concerning the requested reclassification shall be made without at least one District Committee member and two CSEA committee members present.

The Negotiating Team shall meet and, if the reclassification is deemed appropriate by the team, shall forward its recommendation to the Superintendent and Governing Board for approval.

D. Implementation: No reclassification shall occur without ratification by the Governing Board. If approved by the Governing Board, the reclassification shall take effect the succeeding July 1st.

E. Criteria for Salary Placement: If the reclassification results in the creation of a new position, or if the District creates a new position absent a reclassification, or if a proposal is raised in negotiations between the parties to adjust the salary range of an existing classification, the following are recommended guidelines for determining appropriate salary placement, utilized by the 2000-01 Reclassification Committee.

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a. Gather salary information from the following Districts for the same or similar positions, utilizing the CSEA annual salary study or, if the information is not contained in the study, request salary schedules/job descriptions directly from the District:

a. King City Union School District b. Soledad Unified School District c. Greenfield Union School District d. Gonzales Unified School District e. Salinas City Elementary School District f. Santa Rita Elementary School District g. North Monterey County Unified School District h. Gilroy Unified School District i. Hollister Unified School District j. Pajaro Valley Unified School District

2. Create a chart with the data displaying first and last step, and the number of steps. Consider the following:

a. Median salary for first and last step. b. Number of Districts that pay more than Alisal's proposed/actual salary and number of Districts

that pay less. c. Average salary for first and last step. d. Relationship with other positions within the District.

F. Miscellaneous: The decision concerning whether to grant a reclassification request and salary

placements are not subject to the grievance procedure. Violations of the procedures provided in the contract for requesting a reclassification are subject to the grievance procedure.

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ARTICLE 17 – DISTRICT RIGHTS A. Power and Authority:

Except as limited by the specific and express terms of the Agreement, the District shall retain all of its powers and authority, and the use of judgment and discretion in connection therewith, to direct, manage and control to the full extent of the law. Included in but not limited to those duties and powers are the exclusive rights to: determine its organization, direct the work of its employees, determine times and hours of operations; determine the kinds and levels of service to be provided, and methods and objectives insure the rights and educational opportunities of students to establish education policies, goals and objectives, determine the staffing patterns, determine the number and kinds of personnel required, maintain the efficiency of the District operation; determine the curriculum; build, move or modify the facilities; develop and implement budget and budget procedures; determine methods of raising revenue; hire, classify, assign, transfer, evaluate, promote, terminate and discipline employees according to the Agreement and the full extent of the law; and take actions which the District deems appropriate to comply with the Americans with Disabilities Act.

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ARTICLE 18 – SEVERABILITY

A. If any provisions of this Agreement are held to be contrary to any applicable law or any applicable rule, regulation or order issued by governmental or judicial authority other than the District, such provisions shall be immediately suspended and be deemed invalid except to the extent permitted by law. Such invalidation of a part or portion of this Agreement shall not invalidate any remaining portions which shall continue in full force and effect.

B. In the event of suspension or invalidation of any part or portions of this Agreement, the parties agree to meet

and negotiate within twelve (12) days after such determination for the purpose of seeking to reach agreement for a replacement for the invalidated part or portion.

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ARTICLE 19 – NEGOTIATIONS

A. During the term of this Agreement, the District and the CSEA waive and relinquish the right to meet and negotiate and agree that neither party shall be obligated to meet and negotiate with respect to any subject or matter except as provided in Sections B and C of this Article.

B. If either party desires to alter or amend this Agreement, it shall be provide written notice and a proposal to

the other party of said desire and the nature of the amendments and cause the public notice provision of law to be fulfilled.

C. The CSEA and the District shall have the right to submit proposals and negotiate on any previously

proposed issue rejected by either party as not being within the scope of negotiations authorized by Government Code 3540 et seq., and which is subsequently ruled to be mandatory negotiable by the Public Employment Relations Board (PERB) or a court of final jurisdiction if an appeal is taken from a final PERB order at any time negotiations between the parties are in progress.

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ARTICLE 20 - DISCIPLINE AND DUE PROCESS A. Definitions:

1. Disciplinary Action: Any action whereby an employee is deprived of any classification or any incident of any classification in which he/she has permanence, including dismissal, suspension, demotion, or any reassignment, without his/her voluntary consent, except a layoff for lack of work or lack of funds.

2. Cause: Those grounds for discipline as enumerated in this article. No disciplinary action may be levied

for any “cause” other than as defined herein. B. Causes for Disciplinary Action:

1. Unsatisfactory attendance including:

a. Excessive absences or tardiness; b. Abandonment of position; c. Abuse of sick leave privilege.

2. Unsatisfactory personal conduct:

a. Conviction of a felony or any crime involving moral turpitude; b. Discourteous, offensive, or abusive conduct to such a degree that District functioning is disrupted;

c. Reporting for work while intoxicated, drinking alcoholic beverages on the job or working while under

the influence of alcohol;

d. Working while under the influence of a drug which was not taken by lawful prescription;

e. Negligent use, intentional damage or misappropriation of District property; f. Conviction of any sex offense as defined in Education Code 44010; g. Conviction of any narcotics offense as defined in Education Code 44011; h. Falsifying any information supplied to the District including information supplied on application

forms, employment records or any school district record; i. Willfully altering or falsifying records of the District; j. Willful violation of the Education Code, rules and regulations of the Board of Trustees or other

applicable laws; k. Loss or non-renewal of license, permits or other documents required by the job classification; l. Engaging in improper political activity as defined by federal and state law; m. Dishonesty involving official District business; n. Repeated malingering during the course of a normal work day that negatively impacts the work of

self or others.

3. Unsatisfactory fulfillment of job responsibilities:

a. Incompetence or inefficiency in the performance of bona fide duties of the position;

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b. Insubordination which is defined as willful refusal to obey a lawful order which a supervisor is entitled to give and have obeyed;

c. Carelessness or negligence in the performance of duty.

C. No disciplinary action shall be taken for any cause which arose prior to the employee’s becoming

permanent, nor for any cause which arose more than two years preceding the date of the filing of the notice of cause unless the cause was concealed or not disclosed by the employee when it could be reasonably assumed that the employee should have disclosed the facts to the District.

D. Statement of Charges:

1. An employee to be disciplined shall be served with a written “draft” Statement of Charges against him or her. The draft Statement of Charges shall be signed by the Superintendent or his/her designee and shall inform the employee in ordinary and concise language the specific acts and/or omissions and cause upon which the proposed disciplinary action is based. If it is alleged that an employee has violated a rule or regulation of the District, the rule or regulation shall be set forth in said notice. Also included shall be a statement of the facts showing how the violation occurred, the approximate date on which the violation occurred and a statement of the proposed discipline sought to be imposed.

2. The Statement of Charges shall be accompanied by:

a. A Notice to the Respondent employee informing the employee (respondent) that he/she is entitled to

a hearing on the charges; b. A copy of the district’s rules and regulations relating to suspension, demotion, reassignment, and

dismissal together with a copy of Education Code 45113 and 45116; c. A copy of the discipline article from the current collective bargaining agreement between CSEA and

the District; d. A Notice of Defense which when signed by the employee constitutes a demand for an informal

investigatory hearing.

3. The Statement of Charges, the Notice to the Respondent, the District’s rules and regulations and the appropriate education code sections, the discipline article from the current collective bargaining agreement, and the Notice of Defense shall be served upon the employee either personally or by certified mail to the employee at his/her last address in the records of the District.

4. The employee shall have ten (10) calendar days from the time the charges are received to return the

Notice of Defense to the District to request an informal hearing. Failure to request a hearing with the ten (10) calendar days shall be deemed to be a waiver of the right to a hearing.

E. Discovery:

The employee shall have the right to inspect and receive copies of any documents or other materials in the possession of or under the control of the District which are relevant to the disciplinary action proposed provided such documents and materials are not defined as “privileged” by law. The employee or his/her representative shall also have the right to interview District employees having knowledge of the acts or omissions upon which the proposed disciplinary action is based.

F. Informal Hearing:

1. If an employee requests an informal hearing, such a hearing shall be scheduled as soon as administratively practicable. The purpose of the hearing shall be to provide the employee an opportunity to respond to the draft charges either verbally or in writing. The employee shall have the right to have a CSEA representative participate. The District hearing officer shall be the Superintendent or his/her designee who has the authority to amend or dismiss the charges.

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2. Upon conclusion of the informal hearing, the District shall amend, dismiss, or decide to pursue the charges as set forth in the draft Statement. If the District decides to pursue discipline, a final Statement of Charges shall be provided to the employee with all of the appropriate attachments as set forth in Section D of this article.

3. The employee shall have ten (10) calendar days from the time the final Statement of Charges is

received to return the new Notice of Defense to the District to request an evidentiary hearing. Failure to request a hearing within the ten (10) calendar days shall be deemed to be a waiver of the right to a hearing.

G. Evidentiary Hearing:

1. In those cases where the proposed discipline is suspension, demotion or dismissal, the hearing shall be conducted before a hearing officer selected jointly by CSEA and the District. If the two parties fail to reach agreement on a hearing officer, the State Conciliation Service will be requested to supply a list of five (5) names. Each party will alternately strike from the list until only one name remains. The order of striking will be determined by lot. The District shall pay the expenses of the hearing officer. The hearing shall be scheduled within fourteen (14) days following receipt of the Notice of Defense from the employee. The hearing shall be held in executive session unless the employee requests an open hearing. Both the District and the employee shall be allowed to be represented by legal counsel or other designated representatives.

2. At the conclusion of the hearing, the hearing officer shall determine the relevancy, weight and credibility

of testimony and evidence. If the hearing officer finds the charges have been proven, he/she may order the reprimand of the employee, a suspension without pay, a demotion, a reassignment or a dismissal. The hearing officer’s decision shall be announced in public session of the Board of Trustees. When the decision is against the employee, the hearing officer shall make specific written findings of fact and conclusions of law as to each charge. Thereafter, the order and findings shall be served upon the employee personally or by certified mail at his/her last address as shown in the record of the District. The hearing officer’s decision shall become final after completion of the above. The employee or his representative may obtain a copy of the transcript of the hearing upon written request.

H. Immediate Suspension:

1. An employee may be immediately suspended pending investigation by the District of allegations of the following or pending a hearing for cause as defined in Section B of this Article:

a. Theft of District funds or property; b. Furnishing drugs to students of the District;

c. Committing any sex offense as defined in Education Code 44010 or Penal Code 261.5 on any

District property or during any District function; d. Assault or battery upon another person while on the job or while on District property or during any

District function;

e. Committing any act which would constitute a felony or a misdemeanor involving moral turpitude.

2. The suspension shall not exceed twenty (20) working days and may be terminated by the District with a twenty-four (24) hour notice to the employee.

3. The suspension shall be with pay unless a disciplinary hearing is concluded on or before the end of the

designated suspension period. In such case, any final disciplinary action which may be imposed may be made retroactive to any date on or after the date the employee was first suspended.

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4. In order for suspension under the provisions of this section to be valid, all of the provisions under Section D of this Article shall be complied with.

I. Disciplinary Settlements: A disciplinary action may be settled at any time following the service of notice of

discipline and Statement of Charges. The terms of a settlement shall be in writing. An employee offered such a settlement shall have a reasonable opportunity to review the proposed settlement and seek counsel before approving the settlement in writing.

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ARTICLE 21 – CONCERTED ACTIVITIES A. It is agreed and understood that there will be no strike, work stoppage, slowdown or similar interference with

the operations of the District by CSEA or by its officers, agents or members during the term of this Agreement, including compliance with the request of the other labor organizations to engage in such activity.

B. CSEA recognizes that duty and obligation of its representatives to comply with the provisions of this

Agreement and to make every effort toward informing all members to do so. In the event of a strike, work stoppage, slow down or other interference with the operations of the District by members who are represented by CSEA, CSEA agrees in good faith to immediately notify member(s) engaging in the action of their obligation to comply with this article.

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ARTICLE 22 - LAYOFF AND RE-EMPLOYMENT

A. Reason for Layoff: Layoff shall occur only for lack of work or lack of funds.

B. Notice of Layoff: The District shall notify CSEA in writing as soon as the District becomes knowledgeable of any planned layoff. Any notice of layoffs shall specify the reason for layoff and identify by name and classification the unit members designated for layoff. Failure to give written notice under the provisions of this section shall invalidate the layoff. Unless otherwise authorized in Education Code Section 45117, affected unit members shall be given notice of layoff not less than 60 calendar days prior to the effective date of layoff.

C. Reduction in Hours: The decision to make any reduction in regularly assigned time is negotiable. The impacts and effects of a negotiated agreement to reduce regularly assigned time are also negotiable.

D. Order of Layoff: Any layoff shall be affected within a class. The order of layoff shall be based on seniority within that class and higher classes throughout the District. Movement from one classification to another at the same salary range (lateral classification) shall be considered movement to a higher classification; the original classification shall be considered the lower. A unit member with the least seniority within the class plus higher classes shall be laid off first.

E. Seniority Calculation: Seniority and length of service for all purposes related to bargaining unit members shall be determined by hire date by classification for those unit members hired on or after July 1, 1989. Seniority for unit members hired July 1, 1989 shall be determined by hours in paid service. The agreed to seniority ranking for unit members hired prior to July 1, 1989 is included in the Seniority Roster.

F. Seniority Ties: Two or more unit members with the same seniority shall have the tie broken by using each unit member’s hire date (month and day) in the classification. In the event that a tie still exists, the tie shall be broken by lot. The affected unit member(s) and representatives from both CSEA and District shall be present to break the tie.

G. Instructional Aide Seniority: The only distinction between Instructional Aide I and Instructional Aide II is the AA degree earned by an Instructional Aide I to be reclassified to Instructional Aide II. Therefore, for the purposes of seniority calculations, these Instructional Aides shall be ranked as one classification.

H. Seniority Roster: The District shall maintain an updated seniority roster indicating unit members’ hire date, last date worked, and salary range of each classification held.

I. Bumping Rights: A unit member whose position is eliminated by the District or who is displaced from his/her position by a unit member exercising bumping rights shall be presented with all available options, including lay off. Vacancies in a classification shall be ranked below a position held by the least seniority unit member in the affected class and utilized in the bumping process as though is held by the least senior unit member. The affected unit member may bump into a vacant position in the same classification, into a position that is held by the least senior unit member in the same classification, or into a vacancy or position held by the least senior unit member in a lower or higher class in which the unit member has greatest seniority considering his/her seniority in the lower class and any higher classes. The unit member may continue to bump into lower classes to avoid layoff. For purposes of bumping, a unit member laid off from his/her present position may bump into a position, according to his/her seniority rights, regardless of the number of hours or work days in the position.

Bumping rights within the same job class family shall be afforded as an alternative to layoff, a reduction in lieu of layoff, or when no positions are available in any classification where the affected employee holds seniority. Bumping rights shall only include vacancies in that family that are at an equal or lesser range, unless otherwise specified.

J. Classification Structure: The Job Classification Family Structure is included in the Agreement as Appendix A.

K. Layoff in Lieu of Bumping: A unit member who elects a layoff in lieu of bumping maintains his/her employment rights under this Agreement.

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L. Voluntary Demotion or Voluntary Reduction in Hours: Bargaining unit members who accept a voluntary demotion or voluntary reduction in assigned time in lieu of layoff shall be eligible for an additional twenty-four (24) months of re-employment rights. At the unit member’s option, he/she may be returned to a position in their former class or to positions with increased assigned time as vacancies become available, except that he/she shall be ranked in accordance with their seniority on any valid re-employment list. If a unit member is laid off and subsequently rehired into a position in a lower class or with lesser hours than his/her position at the time of layoff, he/she shall be afforded the sixty-three (63) months of re-hire rights calculated from the original date of layoff.

M. Retirement in Lieu of Layoff: A bargaining unit member may elect to accept a service retirement in lieu of

layoff, voluntary demotion, or reduction in assigned time. Such a member shall, within ten (10) working days prior to the effective date of the proposed layoff, complete and submit a form provided by the District for this purpose. The unit member shall then be placed on a thirty-nine (39) month re-employment list in accordance with this Article. However, the unit member shall not be eligible for re-employment during such other period of time as may be specified by pertinent Government Code Section (s). The District agrees that when an offer of re-employment is made to an eligible person retired under this Article and the District received, within ten (10) working days, a written acceptance of the offer, the position shall not be filled by any other person and the retired person shall be allowed sufficient time to terminate his/her retired status. Any election to retire after being placed on the re-employment list shall be “retirement in lieu of layoff” within the meaning of this section.

N. Re-employment Rights: Laid off unit members are eligible for re-employment in the highest rated job

classification available in accordance with their class seniority for a thirty-nine (39) month period and shall be re-employed in the reverse order of layoff. Their re-employment shall take precedence over any other type of employment, defined or undefined in this Agreement. In addition, they shall have the right to apply for promotional positions as an in-house applicant and use their bargaining unit seniority therein for a period of thirty nine months following layoff.

O. Notification of Re-employment Opening: A unit member who is laid off and is laid off and is subsequently

eligible for re-employment shall be notified in writing by the District of an opening. Such notice shall be sent by certified mail to the last address given to the District by the unit member, and a copy sent to CSEA by the District, which shall acquit the District of its notification responsibility.

P. Notification to District: A unit member shall notify the District of his/her intent to accept or refuse re-

employment within ten (10) working days following receipt of a re-employment offer. If the unit member accepts re-employment, the unit member must report to work within ten (10) working days following receipt of the re-employment notice. A unit member need not accept a re-employment offer to maintain his/her eligibility on the re-employment list.

Q. Re-employment offers shall be made by certified mail with a 10-working day timeline for the laid off

bargaining unit member to respond to the District. He/she may refuse an offer without affecting his/her status or order of seniority if the offer is for a position at a lesser pay range, hours, or work year from the position from which he/she was laid off. Offers of a like position, identical in classification, hours, and work year as the position from which he/she was laid off, will only be made by the District three (3) times. After the third refusal of such a position, he/she shall be removed from the rehire list and no further offers shall be made.

R. Vacancy Postings: The District shall mail all classified job vacancy postings to each laid off bargaining unit

member until each employee is re-employed in the District or his/her re-employment rights expire unless the employee waives, in writing, this provision.

S. Improper Layoff: Any unit member who is improperly laid off shall be re-employed immediately upon

discovery of the error and shall be reimbursed for all loss of salary and benefits. T. Seniority During Involuntary Unpaid Status: Upon return to work, all time during which an individual is in

involuntary unpaid status shall be counted for seniority purposes not to exceed thirty-nine (39) months, except that during such time the unit member shall not accrue vacation, sick leave, holidays or other leave benefits.

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U. Voluntary Resignation: A permanent bargaining unit member who voluntarily resigns from the District and who is rehired into the same classification within 39 months shall be restored all of the rights, benefits and burdens of a permanent classified employee and the break in service shall be disregarded. Seniority shall not be earned during the break in service; however the unit member’s seniority shall be bridged upon rehire.

V. Substitute and Short Term Work Offers: Bargaining unit members subject to layoff shall receive first priority

employment for “substitute” or “short term” work as the need arises. The laid off unit member must meet the minimum qualifications of the job description for the available work. Offers shall be made by telephone, in seniority order, regardless of classification. If the most senior person is not available by phone after reasonable attempts are made or is not available for work, the substitute or short term work will be offered to the next most senior person, in descending order, until the list of laid off employees is exhausted.

W. Transfer of Work: The District shall not transfer the work of laid off bargaining unit members to any other

bargaining unit classifications or outside of the bargaining unit (i.e.: to teachers, students, volunteers, sub-contractors, temporary workers or substitutes). The District shall not increase the workload of bargaining unit members as the result of the layoff of classified unit members or the reduction in their work year.

X. If a laid off bargaining unit member is reemployed in a classification that s/he did not previously hold and

fails to complete the probationary period in the new position s/he shall be returned to the reemployment list for the remainder of the 39-month period. The remaining time period shall be calculated as the time remaining in the 39-month period as of the date of reemployment.

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ARTICLE 23 – CONTRACTING OUT A. The District shall not contract out work which may be done by bargaining unit members with the exception of

repairs to equipment or buildings or the construction of buildings or appurtenances even if these are within the legal limits of work that may be done by force account.

B. In addition, the District agrees that it shall not contract out work which has been customarily and routinely

performed or is performable by members of the bargaining unit.

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ARTICLE 24 – DISCRIMINATION PROVISION

The District shall not unlawfully discriminate against any bargaining unit member or job application on the basis of race, sex, color, religious creed, national origin, age, marital status, sexual orientation, medical condition, ancestry or physical or mental disability (as provided by state and federal law).

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ARTICLE 25 – NO CHILD LEFT BEHIND

A. Purpose:

This Article is entered into by the Alisal Union School District (AUSD) and CSEA, Chapter 577 for the purpose of resolving the impacts and effects on bargaining unit “Title I” Instructional Aides as a result of the District’s requirement to comply with the “No Child Left Behind Act of 2001” (hereinafter the “Act”) and “California Education Code Section 45330.

B. Definition of Affected Employees:

For purposes of this Article, the parties agree that the AUSD has a district-wide Title I program. CSEA and AUSD agree that all employees in the following classification shall comply with the requirements of the Act according to this Agreement. The affected classifications are: 1. Paraeducator I, II, III, IV 2. ECE Teacher

C. Educational or Proficiency Requirements:

Employees in the affected classification and, all new hires into the affected classifications shall possess a high school diploma, GED, or its equivalent. Appropriate documents provide form schools outside of the “United States shall be sufficient to meet this requirement. In addition, all affected employees shall fulfill one of the legal requirements detailed in the Act and described below. 1. Completed 48 semester units of study at an accredited institution of higher education 2. Possess Associates Degree or higher from an accredited institution of higher education 3. Pass a proficiency assessment and/or test certified by the District as meeting the definition of rigor in the

Act. D. Proficiency Test:

A proficiency test, available through Cooperative Organization for the Development of Employee Selection Procedure (CODESP) via AUSD, shall be offered to applicants for an affected position who do not have an AA Degree or 48 units on file with the District. Applicants who reach at least a 70% passing score in each section of the test shall be deemed to have met the legal requirement. The test sections are Language Arts, Math and Writing.

Applicants who do not achieve a 70% passing rate on any test section shall be provided with specific information about where they need to improve. Applicants shall also be provided with access to on-line tutorials through CODESP and every other appropriate resource.

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ARTICLE 26 – DURATION

APPENDIX A

BARGAINING UNIT CLASSIFICATIONS

The bargaining unit for this Agreement consists of the following classifications: Accounting

Account Technician I, II, III

Clerical and Secretarial

Clerk I, II, III, IV, V Secretary I, II, III, IV Information Specialist I, II, III Translator/Clerk Library Specialist Payroll Technician I

Custodian and Maintenance

Custodian Lead Maintenance Worker Custodian Maintenance Maintenance Worker

Family Services

Adult Basic Educator Family Services Specialist I, II, III, IV Migrant Family Service Advocate

Food Service

Food Service I- (A), (B), (C), II, III, IV

Health Services

Certified Nurse Assistant Licensed Vocational Nurse

Paraeducator

Early Childhood Education Teacher Tester – English Language Development Extended School Program Specialist Assessor (CELDT and ADEPT) ECE Associate Paraeducator I, II, III, IV, V Parent Education Specialist

Supervision

Campus Supervisor I, II Special Education Behavioral Aide Crossing Guard

Technology

Computer Technician II, III, IV Information Technician

Transportation

Bus Driver Mechanic/Bus Driver Dispatcher I Van Driver Dispatcher/Lead Driver Vehicle Rider

Warehouse/Delivery

Delivery Truck Driver Warehouse Person/Driver Textbook Specialist/Driver

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SALARY RANGES

APPENDIX B

CLASSIFICATION RANGE CLASSIFICATION RANGE Account Technician I 15 Food Services I (C) 4

Account Technician II 16 Food Services II 7

Account Technician III 17 Food Services III 10

Adult Basic Educator 22 Food Services IV 14

Bus Driver 11 Information Specialist I 14

Campus Supervisor I 1 Information Specialist II 16

Campus Supervisor II 3 Information Specialist III 24

Certified Nurse Assistant 8 Information Technician 21

Clerk I 3 Lead Maintenance Worker 20

Clerk II 5 Library Specialist 13

Clerk III 7 Licensed Vocational Nurse 23

Clerk IV 8 Maintenance Worker 16

Clerk V 9 Mechanic/Bus Driver 12

Computer Technician I 8 Migrant Family Service Advocate 12

Computer Technician II 19 Paraeducator I 5

Computer Technician III 21 Paraeducator II 6

Computer Technician IV 23 Paraeducator III 8

Crossing Guard 2 Paraeducator IV 10

Custodian 11 Paraeducator V 18

Custodian/Maintenance 15 Parent Education Specialist 20

Delivery/Truck Driver 11 Payroll Technician I 23

Dispatcher I 5 Secretary I 11

Dispatcher/Lead Driver 20 Secretary II 13

ECE Teacher 26 Secretary III 14

ECE Associate 15 Secretary IV 15

Extended School Program Specialist 16-1 Special Education Behavioral Aide 4

Family Services Specialist I 6 Tester CELDT $24.00/HR

Family Services Specialist II 7 Textbook Specialist/Driver 12

Family Services Specialist III 11 Translator/Clerk 12

Family Services Specialist IV 22 Van Driver 2

Family Services Specialist V 22 Warehouse Person/Driver 12

Food Service I (A) 6 Vehicle Rider 4

Food Service I (B) 5

APPENDIX C

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APPENDIX C

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APPENDIX D

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APPENDIX E ALISAL UNION SCHOOL DISTRICT

GRIEVANCE FORM (To be used to submit a grievance in writing)

NAME Last First Middle

ADDRESS

HOME TELEPHONE

WORK LOCATION REPRESENTATIVE (IF ANY)

IMMEDIATE SUPERVISOR DATE GRIEVANCE OCCURRED

GRIEVANCE (concise statement of circumstances and grievance)

CONTRACT PROVISION(S) VIOLATED, MISAPPLIED OR MISINTERPRETED

SPECIFIC REMEDY SOUGHT

CONFERENCE REQUESTED YES NO

GRIEVANT’S SIGNATURE DATE * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * *

RECEIVED BY:

SIGNATURE TITLE DATE RECEIVED

Distribution: Original - Human Resources Yellow - Supervisor Pink - Employee

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APPENDIX F

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APPENDIX F

ALISAL SCHOOL DISTRICT CLASSIFIED APPLICATION FOR PROFESSIONAL GROWTH AWARD

I have attached transcripts and/or grade cards verifying successful completion of at least ten semester units of approved coursework/special activities toward professional growth. This is certification that I am now eligible to receive a professional growth award. Name (please print) Signature Social Security Number Date

* * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * For Human Resources Office Use Only

Course# Course Title Units

Total Units

Previous award

Current award

Total

To be paid Date Approved Date PER-27 5/98 White - Personnel File Yellow - Payroll Pink - Employee (after approval)

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APPENDIX G

CALENDAR 2016-2017

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APPENDIX G CLASSIFIED WORK DAYS CALENDAR 2016-2017

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APPENDIX G

CALENDAR 2017-2018

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APPENDIX G

CLASSIFIED WORK DAYS CALENDAR 2017-2018

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APPENDIX G

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CALENDAR 2018-2019

APPENDIX G

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CLASSIFIED WORK DAYS CALENDAR 2018-2019

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