CLASSIFIED EMPLOYEES’ CONTRACT JULY 1, 2016 THROUGH … Resources/Assets... · classified...

CLASSIFIED EMPLOYEES’ CONTRACT

JULY 1, 2016 THROUGH JUNE 30, 2019

SHASTA-TEHAMA-TRINITY JOINT COMMUNITY COLLEGE DISTRICT

CSEA Ratified May 30, 2017 Board Approved June 14, 2017

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TABLE OF CONTENTS Page LIST OF APPENDICES................................................................................................................. iv ARTICLE I – RECOGNITION ....................................................................................................... 1 1.1 Acknowledgment ................................................................................................................. 1 1.2 Scope .................................................................................................................................... 1 ARTICLE II – NONDISCRIMINATION ....................................................................................... 2 2.1 Nondiscrimination ............................................................................................................... 2 ARTICLE III – CHECKOFF AND ORGANIZATIONAL SECURITY ........................................ 3 3.1 Checkoff .............................................................................................................................. 3 3.2 Deduction Service ................................................................................................................ 3 3.3 Hold Harmless ..................................................................................................................... 4 ARTICLE IV – DEFINITIONS ...................................................................................................... 5 ARTICLE V – BARGAINING UNIT MEMBER FILES/EVALUATION .................................... 8 5.1 Location ............................................................................................................................... 8 5.2 Access .................................................................................................................................. 8 5.3 Materials Placed in Files ...................................................................................................... 8 5.4 Evaluation ............................................................................................................................ 9 ARTICLE VI – ORGANIZATIONAL RIGHTS .......................................................................... 11 6.1 Association Rights ............................................................................................................. 11 ARTICLE VII – HOURS AND OVERTIME ............................................................................... 12 7.1 Work Year, Workweek, and Workday .............................................................................. 12 7.2 Adjustment of Assigned Time ........................................................................................... 12 7.3 Bargaining Unit Member Work Schedule/Employment Data Information Sheet ............. 13 7.4 Lunch Periods .................................................................................................................... 13 7.5 Rest Periods ....................................................................................................................... 14 7.6 Overtime ............................................................................................................................ 14 7.7 Overtime – Distribution by Seniority ................................................................................ 15 7.8 Overtime Assignments for Custodial Services Areas ........................................................ 16 7.9 Shift Differential – Compensation ..................................................................................... 16 7.10 Minimum Call In Time ...................................................................................................... 17 7.11 Right of Refusal ................................................................................................................. 17 7.12 Call Back Time .................................................................................................................. 17 7.13 Voting Time Off ................................................................................................................ 17 ARTICLE VIII – PAY AND ALLOWANCES ............................................................................ 18 8.1 Frequency – Once Monthly ............................................................................................... 18 8.2 Payroll Errors ..................................................................................................................... 18 8.3 Special Payments ............................................................................................................... 18 8.4 Lost Checks ....................................................................................................................... 18 8.5 Illness and Accident Compensation ................................................................................... 18

TABLE OF CONTENTS (Continued)

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8.6 Pay Increases ..................................................................................................................... 19 8.7 Promotion .......................................................................................................................... 19 8.8 Longevity Pay .................................................................................................................... 20 8.9 Professional Growth .......................................................................................................... 20 8.10 Bargaining Unit Member Expenses and Materials ............................................................ 22 8.11 Travel ................................................................................................................................. 23 8.12 Mileage Compensation During Temporary Assignments ................................................. 24 8.13 Unit Members Service as Substitute or Temporary Employees ........................................ 24 8.14 Retirees Serving As Substitute or Temporary Employees ............................................... 24 ARTICLE IX – HEALTH AND WELFARE BENEFITS ............................................................ 25 9.1 Bargaining Unit Members and Dependent Insurance Coverage ....................................... 25 9.2 Benefit Plan Continuation .................................................................................................. 28 ARTICLE X – VACATION PLAN AND HOLIDAYS ............................................................... 29 10.1 Eligibility ........................................................................................................................... 29 10.2 Paid Vacation ..................................................................................................................... 29 10.3 Accumulation ..................................................................................................................... 29 10.4 Vacation Pay ...................................................................................................................... 30 10.5 Vacation Pay Upon Termination ....................................................................................... 30 10.6 Vacation Postponement ..................................................................................................... 30 10.7 Vacation Scheduling .......................................................................................................... 30 10.8 Interruption of Vacation .................................................................................................... 31 10.9 Holidays ............................................................................................................................. 31 ARTICLE XI – LEAVES .............................................................................................................. 33 11.1 Bereavement Leave ........................................................................................................... 33 11.2 Witness and Jury Duty ....................................................................................................... 33 11.3 Military Leave ................................................................................................................... 33 11.4 Sick Leave ......................................................................................................................... 33 11.5 Catastrophic Leave Bank ................................................................................................... 35 11.6 Maternity Leave ................................................................................................................. 36 11.7 Industrial Accident and Illness Leave ................................................................................ 36 11.8 Break in Service ................................................................................................................. 37 11.9 Personal Necessity ............................................................................................................. 37 11.10 Paternity Leave .................................................................................................................. 38 11.11 Leave of Absence Without Pay ......................................................................................... 38 11.12 Transfer of Accumulated Sick Leave ................................................................................ 38 11.13 Retraining and Study Leave ............................................................................................... 38 11.14 Non-Industrial Accident or Illness Leave .......................................................................... 38 11.15 Transfer of Leave ............................................................................................................... 39 11.16 Requests for Leaves ........................................................................................................... 39 11.17 Family Care Leave (Unpaid) ............................................................................................. 40 ARTICLE XII – HIRING .............................................................................................................. 41

TABLE OF CONTENTS (Continued)

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12.1 Distribution of Job Information ......................................................................................... 41 12.2 Substitute Employees ......................................................................................................... 41 12.3 Probationary Period ........................................................................................................... 41 12.4 Application for Different Position ..................................................................................... 42 ARTICLE XIII – TRANSFER ...................................................................................................... 43 13.1 Temporary Job Location Transfers .................................................................................... 43 13.2 Definitions ......................................................................................................................... 43 13.3 Posting of Vacancies .......................................................................................................... 43 ARTICLE XIV – CLASSIFICATION, RECLASSIFICATION & ABOLITION OF POSITIONS ........................................................................................................................... 45 14.1 Reassignment of a Bargaining Unit Member to a Different Position Classified in a Higher Range ............................................................................................................ 45 ARTICLE XV – LAYOFF AND REEMPLOYMENT ................................................................. 46 15.1 Layoff Procedures .............................................................................................................. 46 15.2 Seniority ............................................................................................................................. 46 15.3 Notice of Layoff ................................................................................................................ 47 15.4 Reemployment and Other Rights....................................................................................... 47 15.5 Retirement and Layoff ....................................................................................................... 49 15.6 Miscellaneous Provisions .................................................................................................. 49 15.7 Erroneous Layoff ............................................................................................................... 49 ARTICLE XVI – GRIEVANCE PROCEDURE .......................................................................... 50 ARTICLE XVII – WORKING CONDITIONS ............................................................................ 52 17.1 Trip Assignment ................................................................................................................ 52 17.2 Standby Time ..................................................................................................................... 52 ARTICLE XVIII – SAFETY CONDITIONS OF EMPLOYMENT ............................................ 53 18.1 District Compliance ........................................................................................................... 53 ARTICLE XIX – MISCELLANEOUS PROVISIONS ................................................................ 54 ARTICLE XX – EMPLOYER/EMPLOYEE RELATIONS COMMITTEE ................................ 55 ARTICLE XXI – NEGOTIATIONS ............................................................................................. 56 21.1 Term of the Contract .......................................................................................................... 56 21.2 Reopening Provisions ........................................................................................................ 56

iv

LIST OF APPENDICES

APPENDIX A Performance Evaluation and Development Guide and Form APPENDIX B Salary Schedule(s) APPENDIX C Work Schedule(s) APPENDIX D All District Calendar(s) APPENDIX E Leave Report Form APPENDIX F Job Classes for All Classified Positions APPENDIX G Index

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ARTICLE I - RECOGNITION 1 2 3 1.1 ACKNOWLEDGMENT 4 5 The District hereby acknowledges that the Association is the exclusive bargaining representative for 6 all bargaining unit members as defined by the Government Code, Section 3540, et. seq., and as 7 mutually agreed by the parties. 8 9 1.2 SCOPE 10 11 The scope of representation shall be limited to matters relating to wages, hours of employment, and 12 other terms and conditions of employment. Terms and conditions of employment mean health and 13 welfare benefits as defined by the Government Code, Section 53200, leave and transfer policies, 14 safety conditions of employment, student class size, procedures to be used for the evaluation of 15 bargaining unit members, and organizational security pursuant to the Government Code, Section 16 3546, and procedures for processing grievances pursuant to the Government Code, Sections 3548.5, 17 3548.6, 3548.7, and 3548.8. All matters not specifically enumerated are reserved to the public 18 school employer and may not be a subject of meeting and negotiating, provided that nothing herein 19 may be construed to limit the right of the public school employer to consult with any bargaining 20 unit members or bargaining unit member organization on any matter outside the scope of 21 representation. 22

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ARTICLE II – NONDISCRIMINATION 1 2 3 2.1 NONDISCRIMINATION 4 5 No bargaining unit member will be discriminated against, for employment purposes, for reasons of 6 race, color, religious creed, sex, national origin, age or physical handicaps, ancestry or marital 7 status, if otherwise qualified to perform the service. 8

ARTICLE III – CHECK-OFF AND ORGANIZATIONAL SECURITY

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ARTICLE III – CHECKOFF AND ORGANIZATIONAL SECURITY 1 2 3 3.1 CHECKOFF 4 5 3.1.1 All bargaining unit members covered under this agreement shall be required to pay 6 membership dues to the Association or pay an equivalent representational service fee in accordance 7 with the dues rate schedule. 8 9 3.1.2 If a bargaining unit member belongs to a bonafide religion, body, or sect which has 10 historically held conscientious objections to joining or financially supporting employee 11 organizations, such bargaining unit member shall pay a sum equal to the representational service fee 12 to a nonreligious charitable fund exempt from taxation under Section 501(c) (3) of the Internal 13 Revenue Code. 14 15 Proof of such payment shall be made on a monthly basis to the District as a condition of continued 16 exemption from the representational service fee. 17 18 3.1.3 A bargaining unit member who chooses to pay the representational service fee in lieu of 19 membership dues may pay the representational service fee directly to the Association; however, the 20 District may deduct such payment directly from the bargaining unit member's wage payment if such 21 bargaining unit member fails to render such payment to either the Association or the nonreligious 22 charitable fund. 23 24 3.2 DEDUCTION SERVICE 25 26 Pursuant to the California Education Code, Section 88167, the District shall deduct from the pay of 27 all bargaining unit members covered under this agreement, and which bargaining unit members 28 shall either pay to the California School Employees' Association the normal and regular monthly 29 association membership dues or the equivalent representational service fee with religious objector 30 amount being paid to a nonreligious charitable fund exempt from taxation under Section 501(c) (3) 31 of the Internal Revenue Code, as voluntarily authorized in writing by the bargaining unit member of 32 the District, subject to the following conditions: 33 34 1. Such deductions shall be made only upon submission of a mutually accepted form to the 35 designated representative of the District, duly completed and executed by the bargaining unit 36 member and the Association. 37 2. The District shall not be obligated to put into effect any newly changed or discontinued 38 deduction until the pay period commencing fifteen (15) days or more after such submission. 39 40 The Association agrees to furnish any information needed by the District to fulfill the provisions of 41 this article with respect to all sums deducted by the District pursuant to authorization of the 42 bargaining unit member, whether for membership dues or equivalent fee. The District agrees 43 promptly to remit monthly, within thirty (30) days, following the date of deduction on the 44 bargaining unit member's pay warrant, such monies to the Association, accompanied by an 45 alphabetical list of bargaining unit members for who such deductions have been made, categorizing 46

ARTICLE III – CHECK-OFF AND ORGANIZATIONAL SECURITY

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them as membership or non-membership in the California School Employees' Association, and 1 indicating any changes in personnel from the list previously furnished. 2 3 The District shall provide payroll deduction service for bargaining unit members for tax sheltered 4 annuities, credit unions, life insurance, and any other deductions provided for in the California 5 Education Code, Sections 87040 and 88167. 6 7 3.3 HOLD HARMLESS 8 9 As a condition of the effectiveness of this article, the Association agrees to indemnify and save the 10 District, its Board of Trustees, each individual trustee, its agents, and all administrators in the 11 District harmless against any and all claims, demands, costs, including all court or administrative 12 agencies' costs that may be sustained out of, or by reason of, action taken by the District for the 13 purpose of complying with this article. Any legal fees and expenses shall be limited to usual, 14 customary, and reasonable expenses. 15

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ARTICLE IV – DEFINITIONS 1 2 3 4.1 Academic year -- the period when students are normally required to be in attendance and 4 includes all recess periods falling within that time span. 5 6 4.2 Anniversary date (salary) -- is the date a bargaining unit member shall advance to the next 7 step of his/her classification on July 1, provided he/she was employed by the District prior to April 8 1, of the same calendar year. 9 10 4.3 Anniversary date (other than salary) -- is the date of initial employment. 11 12 4.4 Appendices -- shall include supplementary information which shall be considered part of the 13 contract. 14 15 4.5 Bumping right -- is the right of a bargaining unit member, under layoff conditions, to 16 displace another bargaining unit member with less seniority. 17 18 4.6 Call back time -- time worked in excess of the normal working schedule when prior 19 arrangements prior to the completion of the normal work shift have not been made. 20 21 4.7 Call in time -- time worked in excess of the normal working schedule when prior 22 arrangement has not been made and such time is on a day when the bargaining unit member is 23 normally not on duty. 24 25 4.8 Class -- is any group of positions sufficiently similar in duties, responsibilities, and authority 26 with the same job title, minimum qualifications, and salary range. 27 28 4.9 Class description -- is the description of the duties, responsibilities, minimum qualifications, 29 and authority of positions in a class. 30 31 4.10 Classification -- is the act of placing a position in a class and shall be construed to mean that 32 each position in the classified service shall have a designated title, a regular minimum number of 33 assigned hours per day, days per week, and months per year, a statement of the specific duties 34 required to be performed in each such position, and the regular monthly salary range for each such 35 position. 36 37 4.11 Demotion -- assignment to an inferior position and status, with the bargaining unit member's 38 written voluntary consent. 39 40 4.12 Fiscal year and school year -- is July 1 through June 30. 41 42 4.13 Grievance -- any complaint relating to an alleged violation of the provisions of this contract 43 filed by the Association in accordance with Article XVI. 44 45 4.14 Job description -- is the description of the duties, responsibilities, minimum qualifications, 46 and authority of a particular position. 47

ARTICLE IV - DEFINITIONS

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1 4.15 Industrial accident or illness -- is an injury or illness arising out of or in the course of 2 employment with the District. 3 4 4.16 Personnel file -- For the purpose of this contract, a personnel file shall consist of items 5 related to job performance such as evaluations, commendations, records of disciplinary action, 6 complaints, and any other personal matters of a confidential nature relative to work performance 7 upon which action is anticipated or taken, along with a record of any action taken. All derogatory 8 items placed in such file shall be labeled confidential. The personnel file shall also consist of 9 resumes, notice of employment, job descriptions, records related to vacations, leaves, salary 10 advancement, and any items related to initial employment or change in employment classification 11 or status. (Board ratified 12/11/02) 12 13 4.17 Probationary bargaining unit member -- is a regular bargaining unit member who shall 14 become permanent upon completion of the prescribed probationary period. 15 16 4.18 Promotion -- is a change in the assignment of a bargaining unit member from a position in 17 one class to a vacant position in another class with a higher maximum salary rate. 18 19 4.19 Reclassification -- is the upgrading of a position to a higher classification as a result of the 20 gradual increase of the duties being performed by the incumbent in such position. 21 22 4.20 Recognized religious sect -- as recognized by the Internal Revenue Service. 23 24 4.21 Reemployment -- is the return to duty of a bargaining unit member who has been placed on 25 a reemployment list. 26 27 4.22 Reemployment list -- is a list of names of bargaining unit members who are eligible for 28 reemployment without examination in their former class for a period of thirty-nine (39) months, 29 said list arranged in order of their right to reemployment. 30 31 4.23 Regular bargaining unit member -- a bargaining unit member who has probationary or 32 permanent status. 33 34 4.24 Regular rate of pay -- shall be in accordance with rates established for each class as provided 35 in the Classified Bargaining Unit Members' Salary Schedule, which is attached hereto and by 36 reference incorporated as a part of this contract. The regular rate of pay shall include any shift 37 differential and longevity increment required to be paid under this contract. 38 39 4.25 Safety conditions of employment -- means any work-related condition affecting the health 40 and safety of the bargaining unit member. 41 42 4.26 Salary rate -- is a specific amount of money paid for a specific period of service. 43 44 4.27 Salary schedule -- is a series of salary steps and ranges which comprise the rates of pay for 45 all classes. 46 47 4.28 Salary step -- is one of the salary levels within the range of rates for a class. 48

ARTICLE IV - DEFINITIONS

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1 4.29 Seniority -- for the purpose of seniority, the date of hire in a classification less periods of 2 leaves without pay (i.e., suspension without pay as a result of disciplinary action, or unpaid leave of 3 absence for more than ninety (90) consecutive days excluding active military leave) shall be used. 4 (Board ratified 12/11/02) 5 6 4.30 Substitute and short-term bargaining unit members -- are employed and paid for less than 7 seventy-five percent (75%) of the school year and shall not be a part of the classified service. A 8 short-term bargaining unit member is any person who is employed to perform a service for the 9 District upon the completion of which the service required or similar service shall not be extended 10 or needed on a continuing basis. Seventy-five percent (75%) of the school year means one-hundred 11 ninety-five (195) working days, including holidays, sick leave, vacation, and other leaves of 12 absences irrespective of the number of hours worked per day. 13 14 4.31 Working hours -- all hours in a paid status shall be considered working hours. 15

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ARTICLE V – BARGAINING UNIT MEMBER FILES/EVALUATION 1 2 3 5.1 LOCATION 4 5 5.1.1 Personnel files of each bargaining unit member shall be maintained in the District’s Human 6 Resources Office. (Board ratified 12/11/02) 7 8 5.1.2 No other Personnel files shall be kept in any other campus office, and no action of any kind 9 shall be taken against a bargaining unit member based upon information which is not officially 10 entered into the Personnel file. (Board ratified 12/11/02) 11 12 5.2 ACCESS 13 14 Access to the Personnel file of any bargaining unit member shall be limited to the bargaining unit 15 member's supervisor, the District Superintendent/President, the Vice President of Academic Affairs, 16 the Vice President of Administrative Services, the Vice President of Student Services, the Associate 17 Vice President of Human Resources, the appropriate confidential secretary(ies), the bargaining unit 18 member, and any person who has written, verified authorization from the bargaining unit member. 19 Nothing herein shall preclude the filing of authorized materials in the bargaining unit member's 20 Personnel file by clerical personnel (other than students) in the usual course and scope of their 21 employment. Nothing herein shall require the disclosure to the bargaining unit member of 22 recommendations or references for employment which have been received or provided in 23 confidence. The bargaining unit member shall have the right to examine and/or obtain copies of 24 material from the Personnel file in accordance with California Education Code Section 87031. 25 (Board ratified 12/11/02) 26 27 5.3 MATERIALS PLACED IN FILES 28 29 5.3.1 Prior to any written derogatory information being entered into the bargaining unit member's 30 Personnel file, the bargaining unit member and the supervisor and/or appropriate administrator shall 31 sign and date the original copy in acknowledgment of the placement of the material in the file. 32 33 5.3.2 A bargaining unit member shall have an opportunity during normal working hours to 34 respond within five (5) working days to any written commendations or derogatory information 35 which may be entered into the Personnel file. Should the bargaining unit member be absent from 36 the college, the opportunity to respond shall be provided within five (5) working days of his/her 37 return to duty. If for any reason, after affording the bargaining unit member the opportunity to 38 respond to a written commendation or derogatory information, the District determines not to place 39 the material in the Personnel file, the bargaining unit member shall be notified in writing within ten 40 (10) days of receipt of the bargaining unit member's response. 41 42 5.3.3 A log shall be maintained in each individual Personnel file to record each entry or review of 43 the file including the date and who accessed the file. 44 45 5.3.4 A bargaining unit member may submit a request to the Vice President of Academic Affairs, 46 Vice President of Administrative Services, or Vice President of Student Services, as appropriate, to 47

ARTICLE V – BARGAINING UNIT MEMBER FILES/EVALUATION

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remove specific derogatory material in the bargaining unit member's Personnel file any time after 1 two (2) years of its original placement in the file. If the removal of specific derogatory material is 2 denied, the bargaining unit member may appeal directly to the District Superintendent/President, 3 whose decision shall be final. The appeal process shall include a meeting with the bargaining unit 4 member, the District Superintendent/President, and the Association within ten (10) working days of 5 denial by the Vice President of Academic Affairs, or Vice President of Administrative Services, or 6 Vice President of Student Services, as appropriate. The District Superintendent/ President shall 7 render a final decision within five (5) working days following the appeals meeting. All requests and 8 responses shall be in writing. 9 10 5.4 EVALUATION 11 12 5.4.1 EVALUATION OF PROBATIONARY BARGAINING UNIT MEMBERS 13 14 There shall be at least two (2) evaluations for probationary bargaining unit members. The first 15 evaluation shall take place not later than ninety (90) days after initial employment. The second 16 evaluation shall be performed not later than eleven (11) calendar months after initial employment. 17 For bargaining unit members promoted into a higher classification, the corresponding evaluation 18 periods shall be ninety (90) days and one-hundred fifty (150) calendar days after employment in the 19 new classification. (Board ratified 12/11/02) 20 21 If either evaluation results in a recommendation to dismiss the bargaining unit member, he/she shall 22 be given written notice by the District Superintendent/President prior to the Superintendent/ 23 President's recommendation for dismissal to the Governing Board. Should the Governing Board 24 accept the recommendation for dismissal by the Superintendent/President, written notice of 25 dismissal shall be provided to the bargaining unit member. Probationary bargaining unit members 26 can be dismissed at any time without right of hearing. 27 28 A unit member who holds permanence in another classification who fails probation shall return to 29 his/her former classification unless the position previously held has been eliminated or not filled. 30 The person returning to a former classification shall have displacement rights in accordance with 31 Article XV. 32 33 A copy of the District Superintendent/President's recommendation shall be sent to the California 34 School Employees' Association, Chapter 381. 35 36 5.4.2 EVALUATION OF PERMANENT BARGAINING UNIT MEMBERS 37 38 No later than May 15 of each year, a written evaluation (see Appendix A) of each permanent 39 bargaining unit member shall be made by the supervisor. (Board ratified 12/11/02) Unit members 40 with a satisfactory or better rating within the classification shall be evaluated at least once every two 41 (2) years using a phased in approach. (Board ratified 5/10/06) 42 43 No evaluation of any bargaining unit member shall be placed in any Personnel file without an 44 opportunity for discussion between the bargaining unit member and the evaluator. No evaluation 45 shall be made based upon hearsay statements but shall only be based upon the direct observation 46 and knowledge of the evaluator. Information obtained from District employees who provide 47 direction to the unit member shall only be utilized if verified by the evaluator. Any negative 48

ARTICLE V – BARGAINING UNIT MEMBER FILES/EVALUATION

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observation included as part of the formal evaluation process shall be communicated to the 1 bargaining unit member and shall include specific recommendations for improvements and 2 provisions for assisting the bargaining unit member in implementing any recommendations made. 3 4 The bargaining unit member shall have the right to review and respond verbally and/or in writing to 5 any derogatory evaluation in accordance with Section 5.3 above and shall sign the evaluation form. 6 The bargaining unit member is to receive a signed copy of his/her evaluation immediately following 7 the formal evaluation conference. A follow-up evaluation on any performance factor(s) receiving 8 less than a satisfactory rating shall be conducted within ninety (90) days. 9

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ARTICLE VI - ORGANIZATIONAL RIGHTS 1 2 3 6.1 ASSOCIATION RIGHTS 4 5 6.1.1 The Association shall have access to all relevant District data relating to contract provisions. 6 Selected data shall be made available upon request. 7 8 6.1.2 The Association shall notify the District, in writing, of the name of each designated job 9 representative. 10

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ARTICLE VII – HOURS AND OVERTIME 1 2 3 7.1 WORK YEAR, WORKWEEK, AND WORKDAY 4 5 7.1.1 The work year of all bargaining unit members shall begin on July 1 and end the following 6 June 30, unless otherwise stipulated in this contract. The normal work schedule for full-time 7 bargaining unit members shall be five (5) consecutive eight (8) hour days in a seven (7) day period. 8 The work schedule consists of the work day, work week, and starting/ending times. The work 9 schedule may be extended when necessary to carry on the business of the District, as authorized by 10 the District Superintendent/President or his designated representative. The normal work day shall 11 be eight (8) hours and the normal work week shall be forty (40) hours. 12

Alternative work schedules are available to full-time bargaining unit members throughout the work 13 year, with prior recommendation of the immediate supervisor/manager and approved by the 14 appropriate Assistant Superintendent/Vice President and the Associate Vice President of Human 15 Resources: 16

• Four (4) ten (10) hour days 17

• 9/80 schedule which is eight (8) nine (9) hour days and one (1) eight (8) hour day with every 18 other Friday or Monday off 19

• A modified 9/80 schedule which is two (2) weeks of four (4) nine (9) hour days and one (1) 20 four (4) hour day 21

• Other variations 22

Prior to a change, the employee will be given an opportunity to express in writing any concerns to 23 their supervisor. Employee(s) with continued concerns shall have the opportunity to meet with a 24 CSEA representative (if requested), Associate Vice President of Human Resources, and area Vice 25 President. The results of this meeting shall be communicated to the supervisor by Human 26 Resources, at which point the supervisor shall communicate the final schedule. 27

During a week with a holiday, the employee on an alternative work schedule will only receive eight 28 (8) hours of holiday pay and will need to adjust their schedule/hours accordingly with approval 29 from their immediate supervisor. The employee may use compensation time, vacation time and/or 30 their personal business time to make up the difference or revert back to a five (5) day, eight (8) 31 hours schedule. This adjustment will not be considered a permanent change in schedule and is not a 32 schedule change as defined in Article 7.3. 33 34 7.2 ADJUSTMENT OF ASSIGNED TIME 35 36 No bargaining unit member shall be required to work fifteen (15) minutes or more per day in excess 37 of their regular part-time assignment for more than ten (10) consecutive work days without the 38 written authorization of the District Superintendent/ President, Assistant Superintendent/Vice 39 President of Instruction, Assistant Superintendent/Vice President of Administrative Services, and 40 Assistant Superintendent/Vice President of Student Services, as appropriate. Any such assignment 41

ARTICLE VII – HOURS AND OVERTIME

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which continues for twenty (20) consecutive working days or more shall have their regular 1 assignment adjusted upward to reflect the longer hours. 2 3 7.3 BARGAINING UNIT MEMBER WORK SCHEDULE/EMPLOYMENT DATA 4 INFORMATION SHEET 5 6 On or before July 1 of each contract year, each bargaining unit member shall be given a written 7 work schedule for the school year beginning July 1. The work schedule shall be fixed by the 8 employee’s immediate supervisor. The official work week for calculating overtime shall commence 9 at 12:01 am Monday. Notwithstanding any other provision of this agreement, the District may, 10 upon 30 (thirty) days written notice, change the work schedule of a unit member. Such a change 11 may be made no more than 4 (four) times per year, and only once per term (fall and spring), once 12 between fall and spring term, and once between spring and summer term during the period July 1 13 through June 30 of each fiscal year. In addition, the work schedule of a unit member may be 14 changed by written mutual agreement between the District and the unit member. A change in work 15 schedule under this article shall not be grievable under Article XVI. A copy of the work schedule 16 shall be filed with the Human Resources Office prior to July 1. On or before July 1, each 17 bargaining unit member shall be given a copy of his/her employee data form. A copy of the 18 employee data form shall also be filed with the Human Resources Office. 19 20 If a part-time position is increased in hours, the extra hour (s) shall be offered to the part-time 21 bargaining unit member, who normally performs the work, and the position shall not be treated as a 22 vacancy for the purposes of recruitment. If declined by the bargaining unit member, who normally 23 performs the work, the extra hours shall be 1) rescinded or, 2) assigned to a bargaining unit member 24 within the same classification, in the same physical location, and reports to the same supervisor, 25 these hours shall be offered to the most senior employee in order of seniority, or 3) posted for 26 recruitment as a vacancy under Article 13 of this agreement. 27 28 7.3.1 WORKING OUT OF CLASSIFICATION 29 30 Bargaining unit members may be required to work out of classification in a position related to their 31 normal assignment up to five (5) working days in any fifteen (15) calendar day period without 32 change in pay status. Should such an assignment continue five (5) days or more during any fifteen 33 (15) calendar day period, the bargaining unit member shall receive wages equal to the higher 34 classification for all days worked in that classification--not less than the first step of the appropriate 35 salary range, but not less than five percent (5%), whichever is greater. Such amounts shall be 36 rounded to the nearest dollar. 37 38 If a bargaining unit member is reassigned to a different position classified in the same or lower 39 range, he/she shall be kept in the same step as he/she would have been on had he/she not been 40 reassigned. 41 42 No bargaining unit member shall be required to work out of classification for more than five (5) 43 working days in any fifteen (15) calendar day period except with written mutual agreement between 44 the bargaining unit member and the supervisor and with the prior written approval of the 45 appropriate vice president. 46 47 7.4 LUNCH PERIODS 48


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1 7.4.1 All full-time bargaining unit members shall be entitled to a one-hour (1) uninterrupted lunch 2 break midway through the shift. If mutually agreeable to the bargaining unit member and the 3 immediate supervisor, a less than one-hour (1) uninterrupted lunch break may be substituted. Part-4 time bargaining unit members shall have their lunch breaks prorated if mutually agreed to with their 5 supervisor. 6 7 A paid thirty (30) minute lunch period can be approved by the appropriate Assistant 8 Superintendent/Vice President and Human Resources if it meets both of the following criteria and 9 shall be noted on their classified work schedule and submitted to Human Resources: 10

1. Duties which are of such a nature requiring immediate response time utilizing the 11 individual’s specialized skills and expertise. 12

2. The job duties involve a response to immediate emergency type of activities which endanger 13 the life and welfare of students, staff, and the general public. 14

15 7.4.2 Food service bargaining unit members hired after July 1, 1985, shall be entitled to an 16 uninterrupted one-half (1/2) hour lunch break, midway through his/her shift, with the meal provided 17 by the District. 18 19 7.5 REST PERIODS 20 21 All full-time bargaining unit members of the District are entitled to two (2) fifteen (15) minute rest 22 periods during the work day to be designated by the supervisor. All part-time bargaining unit 23 members shall have their breaks prorated. Rest periods cannot be used to make up lost time; 24 bargaining unit members must take their allotted rest periods for the purpose of being refreshed for 25 improved work. A bargaining unit member cannot skip a rest period and use that time for another 26 purpose. All bargaining unit members shall be granted rest periods which, insofar as practicable, 27 shall be in the middle of each work period. 28 29 7.6 OVERTIME 30 31 Except as otherwise provided herein, all overtime hours as defined in this section shall be 32 compensated at a rate of pay equal to time and one-half (1 ½) the regular rate of pay of the 33 bargaining unit member for all work. No adjustment shall be made to a regular shift assignment to 34 account for the extra hours worked. Except in an emergency, overtime shall be approved by the 35 unit member's immediate supervisor or designee. 36 37 For the normal work week for full-time bargaining unit members consisting of five (5) consecutive 38 eight (8) hour days, with overtime or compensatory time-off granted at the rate of one and one-half 39 (1 ½) times the regular rate for time worked in excess of eight (8) hours in any one (1) day and forty 40 (40) hours in any one (1) week, or in excess of five (5) consecutive days in any seven (7) day 41 period. 42 43 The work week, for part-time bargaining unit members whose average work day is four (4) hours or 44 more, shall consist of five (5) consecutive days with overtime paid or compensatory time-off 45 granted at the rate of one and one-half (1 ½) times the regular rate for work on the sixth (6th) and 46 seventh (7th) days. 47 48


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A part-time bargaining unit member having an average work day of less than four (4) hours during a 1 work week shall, for any work required to be performed on the seventh (7th) day following the 2 commencement of his/her work week, be granted overtime pay or compensatory time-off at a rate 3 equal to one and one-half (1 ½) times the regular rate of pay of the bargaining unit member 4 designated and authorized to perform the work. 5 6 Part-time bargaining unit members who work in excess of eight (8) hours in any one (1) day shall 7 be compensated at a rate of pay equal to time and one-half (1 ½) the regular rate of pay. 8 9 An employee who works an alternative schedule of four (4) days per week, ten (10) hours per day 10 shall have their overtime calculated as follows: 11 12

1. All hours worked over forty (40) in the scheduled four (4)-day period shall be 13 compensated at the rate of time and one-half (1½) the employee’s regular rate of pay. 14 2. All hours worked on the fifth (5th), sixth (6th), and seventh (7th) consecutive day shall be 15 compensated for at time and one-half (1½) the employee’s regular rate of pay. 16

17 An employee who works the alternative 9/80 work week, eight (8) nine (9) hour days and one (1) 18 eight (8) hour day and one weekday off, shall have their overtime calculated as follows: 19 20

1. All hours worked in excess of nine (9) hours and/or eight (8) hours on the shortened day 21 shall be compensated at the rate of time and one-half of the employee’s regular rate of pay. 22 2. All hours worked on the scheduled day off shall be compensated at time and one-half 23 (1½) the employee’s regular rate of pay. 24 3. All hours worked on the sixth (6th) and seventh (7th) day shall be compensated for at 25 time and one-half (1½) the employee’s regular rate of pay. 26

27 An employee who works the alternative 9/80 work week, two (2) weeks of four (4) nine (9) hour 28 days and one (1) four (4) hour day, shall have their overtime calculated as follows: 29 30

1. All hours worked in excess of nine (9) hours and/or four (4) hours on the shortened day 31 shall be compensated at the rate of time and one-half (1½) of the employee’s regular rate of 32 pay. 33 2. All hours worked on the sixth (6th) and seventh (7th) day shall be compensated for at 34 time and one-half (1½) the employee’s regular rate of pay. 35 36

7.6.1 When a bargaining unit member is required to work on any holiday, as specified in Article 37 10.9 of this contract, he/she shall be compensated, or given compensating time-off for such work, in 38 addition to the regular pay received for the holiday, at the rate of time and one-half (1 ½) his/her 39 regular rate of pay. 40 41 7.6.2 For purposes of this section, only overtime recorded and verified on the bi-monthly timecard 42 shall be considered. No informal system of compensatory time is acceptable. 43 44 7.7 OVERTIME - DISTRIBUTION BY SENIORITY 45 46 In the event overtime services are to be performed for the District, eligibility shall be designated on 47 a seniority basis to those bargaining unit members who normally perform the service. In the event 48


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the work cannot be accomplished by those bargaining unit members, eligibility for overtime shall be 1 based on seniority of qualified bargaining unit members within the same activity area. If the 2 bargaining unit member with the greatest seniority elects or refuses the overtime assignment, he/she 3 shall move to the bottom of the seniority list. This shall be done in descending order until the 4 assignment is made. Rotation in this order insures the right of each bargaining unit member in the 5 fair distribution of overtime assignments. Refusal by a bargaining unit member of any overtime 6 assignment shall not waive his/her right under this section to be offered any subsequent overtime 7 assignment in order of seniority. 8 9 If all bargaining unit members on the seniority list refuse the overtime assignment, the bargaining 10 unit member at the top of the seniority list shall assume the responsibility to provide the overtime 11 service. 12 13 7.8 OVERTIME ASSIGNMENTS FOR CUSTODIAL SERVICES AREAS 14 15 7.8.1 Overtime which occurs during the regular workweek shall be offered to the custodian 16 assigned to the activity area (building) in which the overtime is to occur. 17 18 7.8.2 If the custodian in the activity area refuses the overtime, it shall then be offered to the other 19 custodians strictly on the basis of seniority. No special arrangements for exchange of assignment 20 shall be made among the bargaining unit members or supervisors. 21 22 7.8.3 Weekend overtime shall be offered first to the bargaining unit member assigned to work the 23 regular weekend shift. If that bargaining unit member refuses the overtime, it shall be offered to the 24 bargaining unit member assigned during the regular workweek to the activity area (building) in 25 which the overtime is to occur. Upon refusal, subsequent offers shall be made on the basis of 26 seniority. 27 28 7.8.4 If the weekend overtime is to begin two (2) hours or more after the end of the shift of the 29 regular weekend person, it shall be offered to the bargaining unit member assigned during the 30 regular work week to the activity area (building) in which the overtime is to occur, and if refused, 31 subsequent offers shall be made on the basis of seniority. 32 33 7.9 SHIFT DIFFERENTIAL - COMPENSATION 34 35 A bargaining unit member whose work shift begins: 36 37 7.9.1 At 12 noon, or later, but before 3:30 p.m., an extra one and one-half percent/month 38 (1 ½ %). 39 40 7.9.2 At 3:30 p.m., or later, but before 9:00 p.m., an extra three percent/month (3%). 41 42 7.9.3 At 9:00 p.m. or later, but before 6:00 a.m., an extra five and one-half percent/month 43 (5 ½ %). 44 45 7.9.4 A bargaining unit member who receives a shift differential premium on the basis of his/her 46 shift shall suffer no reduction of pay, including differential when assigned to a day shift for twenty 47 (20) days or less. 48


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1 7.9.5 Effective July 1, 1983, any bargaining unit member whose workweek includes Saturday 2 and/or Sunday shall be compensated either at the rate of five and one-half percent (5 ½ %) or the 3 shift differential compensation, whichever is greater, for the Saturday and/or Sunday worked. 4 5 7.10 MINIMUM CALL IN TIME 6 7 Any bargaining unit member called in to work on a day when the bargaining unit member is not 8 scheduled to work shall receive a minimum of two (2) hours pay at the appropriate rate of pay under 9 this contract. 10 11 7.11 RIGHT OF REFUSAL 12 13 Except as provided in Section 7.6 through 7.8, any bargaining unit member shall have the right to 14 reject any offer or request for overtime or call back or call in time. 15 16 7.12 CALL BACK TIME 17 18 Any bargaining unit member called back to work after completion of his/her regular assignment 19 shall be compensated for at least two (2) hours of work in accordance with overtime provisions, 20 (i.e., over eight (8) hours in a day), irrespective of the actual time less than that required to be 21 worked. 22 23 7.13 VOTING TIME OFF 24 25 If a bargaining unit member's work schedule is such that it does not allow sufficient time to vote in 26 any federal, state, or local election in which the bargaining unit member is entitled to vote, the 27 District shall arrange to allow sufficient time for such voting by the bargaining unit member without 28 loss of pay. 29

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ARTICLE VIII – PAY AND ALLOWANCES 1 2 3 8.1 FREQUENCY - ONCE MONTHLY 4 5 All bargaining unit members shall be paid once per month, payable on or before the last working 6 date of the month. If the normal pay date falls on a holiday, the paycheck shall be issued on the 7 preceding workday. 8 9 The District shall provide for direct deposit of bargaining unit members’ payroll checks by 10 electronic deposit with delivery to one location. (Board ratified 4/10/02) 11 12 8.2 PAYROLL ERRORS 13 14 Any payroll errors resulting in insufficient payment for a bargaining unit member shall be corrected, 15 and a supplemental check issued, no later than five (5) working days after the bargaining unit 16 member provides notice to the Payroll Department. 17 18 8.3 SPECIAL PAYMENTS 19 20 Any payroll adjustment due a bargaining unit member as a result of re-computation of hours or 21 reasons other than procedural errors shall be made on a supplemental check, issued not later than 22 five (5) working days following notice to the Payroll Department. Any payroll adjustment due to a 23 bargaining unit member as a result of working out of classification shall be made on the next payroll 24 according to established payroll procedures. (Board ratified 4/10/02) 25 26 8.4 LOST CHECKS 27 28 Any paycheck for a bargaining unit member which is lost by the District or which is not delivered 29 within five (5) days of mailing, if mailed, shall be replaced not later than five (5) working days 30 following the bargaining unit member's request of the Payroll Department for replacement of the 31 check. 32 33 Any paycheck which is lost after issue to the bargaining unit member and due to the fault of the 34 bargaining unit member shall be replaced within ten (10) working days of notification to the Payroll 35 Department by the bargaining unit member. 36 37 8.5 ILLNESS AND ACCIDENT COMPENSATION 38 39 When a bargaining unit member is absent from his/her duties on account of illness or accident for a 40 period of five (5) months or less, whether or not the absence arises out of or in the course of 41 employment of the bargaining unit member, the amount deducted from the salary due him/her for 42 any month in which the absence occurs shall not exceed the sum which is actually paid a substitute 43 employee to fill his/her position after his/her absence. If no substitute is hired to replace an absent 44 bargaining unit member, he/she shall receive his/her full regular rate of pay for a period of five (5) 45 months from the first day of the absence due to illness or accident. Said benefits shall be used after 46

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entitlement to all regular sick leave, accumulated compensating time, vacation or other available 1 said leave has been exhausted, including all provisions applicable to Workers' Compensation. 2 3 8.6 PAY INCREASES 4 5 Adjust the salary schedule as outlined in Attachment 1 effective July 1, 2017. Employees currently 6 on Step 1, 2, 3, 4 or 5 that are eligible to move on July 1, 2017 will be placed on 2, 3, 4, 5 or 6 7 respectively. New employees will be placed on Step 2 upon hire effective July 1, 2017. In 2018-8 2019 each active bargaining unit member who is an active employee on July 1, 2018 shall receive a 9 one-time payment of $250. 10 11 The Bargaining Unit Members' Salary Schedule is attached as Appendix B. 12

8.6.1 GROWTH BASED FORMULA (effective 2015-16 and to sunset on June 30, 2021 unless 13 mutually agreed to extend). 14

In budget years for which the State provides funding for growth, and the District earns additional 15 revenue from growth, a portion of that earned growth will be applied to the Salary Schedule after 16 the state posts the initial recalculation of apportionment, currently called Exhibit E, in the 17 subsequent year. All salary schedules will be adjusted within 60 Days of this posting with no 18 retroaction included. 19

The salary schedules will be adjusted by a percent equal to "Multiplier" times "Funded Growth 20 Percentage" rounded to two decimal places. For example if "Multiplier" is 0.45 and the "Funded 21 Growth Percentage" is 1.97% then the salary schedule adjustment would be (0.45)*(1.97%) = 22 0.89%. 23

The "Multiplier" used will be given in Table A below. 24

Table A 25

(Weekly Student Contact Hours)/(Full-Time Equivalent Faculty) Or WSCH/FTEF

Multiplier

475 to 499 0.3 500 to 524 0.45 525 and above 0.6

"Funded Growth Percentage" will be defined as "Total Growth Revenue" divided by "Total 26 Computational Revenue" times 100 rounded to two decimal places. For example if Exhibit E has a 27 "Total Computational Revenue" of $37,000,000 and a "Total Growth Revenue" of $500,000 the 28 "Funded Growth Percentage" would be (500,000)/(37,000,000X100)=1.35%. Non-credit, worksite 29 learning and summer classes will be excluded from the WSCH/FTEF ratio. (Board ratified 7/18/16) 30 31 8.7 PROMOTION 32 33 Any bargaining unit member receiving a promotion under the provisions of this contract shall be 34 moved to the appropriate range and step of the new class to insure not less than a five percent (5%) 35 (rounded to the nearest dollar) increase as a result of that promotion, except that the bargaining unit 36


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member may be placed on the last step of the appropriate range if that is the maximum allowable 1 for that class. 2 3 8.8 LONGEVITY PAY 4 5 A five percent (5%) salary increase over and beyond the sixth step of the Bargaining Unit Members' 6 Salary Schedule is provided for a bargaining unit member after completion of nine (9) full years of 7 full-time employment or equivalent full-time employment as of his/her anniversary date of 8 employment. It also provides an additional five percent (5%) salary increase for each additional 9 four (4) years of uninterrupted full-time employment or equivalent full-time employment thereafter 10 to a maximum of twenty-five percent (25%). 11 12 After 9 years - 5 percent (5%) 13 After 13 years - 10 percent (10%) 14 After 17 years - 15 percent (15%) 15 After 21 years - 20 percent (20%) 16 After 25 years – 25 percent (25%) 17 18 8.9 PROFESSIONAL GROWTH 19 20 The District agrees to compensate additionally bargaining unit members in accordance with the 21 following Classified Professional and Educational Growth Program: 22 23 Professional and educational growth is a joint enterprise between Shasta College and the individual 24 bargaining unit member and should be planned together in order to assure maximum gain for both 25 the participant and the College. 26 27 With the approval of the appropriate vice president, in consultation with the supervisor, release time 28 may be granted to a bargaining unit member who requests to take a vocational/skill development 29 class directly related to his/her position. (Board ratified 3/14/01) 30 31 8.9.1 PROFESSIONAL AND EDUCATIONAL GROWTH COMMITTEE 32 33 A committee shall be formed for the purpose of evaluating activities acceptable for professional and 34 educational growth. 35 36 The committee shall consist of two (2) bargaining unit members and two (2) administrators. The 37 Association shall appoint the committee members. 38 39 8.9.2 PURPOSE 40 41 The purpose of the program shall be to encourage all bargaining unit members to participate 42 actively in study and related activities designed to improve service to the College, as well as to 43 promote professional and educational growth of the bargaining unit members. 44 45 8.9.3 CRITERIA 46 47


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Upon initial employment within the District, the Human Resources Office shall review and 1 determine the eligibility for Professional Growth Award for each bargaining unit member and such 2 award shall be retroactive to date of application. All future increments shall be subject to the 3 following criteria: 4 5 (1) Bargaining unit members must submit an application for the Professional Growth 6 Program to the Human Resources Office. 7 8 (2) Any bargaining unit member wishing to obtain credit for the professional and 9 educational growth increments must apply to the Human Resources Office. The Human Resources 10 Office shall forward all transcripts covering work offered to fulfill requirements for the professional 11 and educational growth program to the Professional Growth Committee for verification. 12 13 (3) Official transcripts covering work offered to fulfill requirements for the professional 14 and educational growth increment must be on file in the Human Resources Office for the 15 committee's perusal. 16 17 (4) It is the responsibility of the bargaining unit member to apply for all credit and verify 18 completion of course work. 19 20

(5) Bargaining unit members may select either Program A, Program B, or a combination 21 of both, but maximum compensation is limited to five-hundred dollars ($500) per 22 annum. (Board ratified 3/14/01) 23

24 Increment Schedule Requirements: 25 26 8.9.4 PROGRAM A – EDUCATION GROWTH AWARDS 27 28 (1) Bargaining unit members having attained their A.A. or B.A. degrees shall receive 29 five-hundred dollars ($500) per annum. (Board ratified 3/14/01) 30 31 (2) Bargaining unit members having attained sixty (60) or more units but not meeting 32 the requirements for the A.A. degree shall receive three-hundred dollars ($300) per annum. (Board 33 ratified 3/14/01) 34 35 (3) Bargaining unit members working on their A.A. degree or having attained plateaus 36 of ten (10) college or other approved credits (acceptable toward an A.A. or B.A. degree) shall 37 receive an increment of forty dollars ($40) for each ten (10) unit per annum. 38 39 The maximum compensation a bargaining unit member can attain shall be five-hundred dollars 40 ($500) per annum. (Board ratified 3/14/01) 41 42 8.9.5 PROGRAM B – PROFESSIONAL GROWTH AWARD 43 44 Bargaining unit members having taken in-service training, workshops, and/or adult education 45 training are eligible to receive an increment above their regular salary. 46 47 Classes taken in this manner are determined in hours as follows: 48


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1 TOTAL HOURS UNITS GRANTED 2 3 7-8 1/2 4 15 1 5 6 For each ten (10) units earned, three (3) must be work related. Bargaining unit members must make 7 application (see Appendix C) to the Professional Growth Committee and receive final approval 8 from the chairperson of the committee and the appropriate administrator for in-service training or 9 workshop-type classes. Any increment(s) awarded shall be retroactive to the date of the 10 application. 11 12 13 8.9.6 DATE OF INCREMENT PAYMENT 14 15 The bargaining unit member wishing to receive increment benefits for the contract year, through 16 either Program A, B, or combination of both, must submit credits by September 15 of each year for 17 consideration, and payment shall be included in bargaining unit member's monthly salary. 18 19 8.10 BARGAINING UNIT MEMBER EXPENSES AND MATERIALS 20 21 8.10.1 UNIFORMS 22 23 The District shall pay the full cost of the purchase, lease, rental, cleaning, and maintenance of 24 uniforms, equipment, identification badges, emblems, and cards required by the District to be worn 25 or used by bargaining unit members. 26 27 8.10.2 TOOLS 28 29 (1) The District shall provide all tools, equipment, and supplies necessary to bargaining 30 unit members for performance of employment duties. 31 32 (2) The District shall replace the loss of tools of any bargaining unit member previously 33 authorized in writing by the District Superintendent/President, Vice President of Academic Affairs, 34 Vice President of Administrative Services, or Vice President of Student Services, as appropriate, to 35 use his/her personal tools in the course of his/her employment. 36 37 8.10.3 REPLACING OR REPAIRING EMPLOYEE'S PROPERTY 38 39 The District shall fully compensate bargaining unit members for loss or damage to personal 40 property in the course of employment. 41 42 8.10.4 NON-OWNED AUTOMOBILE INSURANCE 43 44 No bargaining unit member shall be required to use his/her personal vehicle in the course of his/her 45 employment. If, however, such use is authorized in writing on the appropriate District form and 46 agreed to by the bargaining unit member, the District shall assume secondary insurance liability. 47 48


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8.10.5 PHYSICAL EXAMINATIONS AND T.B. CLEARANCE 1 2 Whenever the Governing Board requires a physical examination be taken by a bargaining unit 3 member or when bargaining unit members are required by law to submit to a physical examination 4 for continuance of employment, the Board shall either provide the required examination, cause it to 5 be provided, or provide the bargaining unit member with reasonable reimbursement for the required 6 examination. 7 8 If the Governing Board requires a physical examination or an examination is required by law as a 9 condition of pre-employment, it may cause the required examination to be given. The pre-10 employment physical examination shall be at the expense of the District. 11 12 No person shall be initially employed by a community college district in a classified position unless 13 the person has submitted to an examination within the past sixty (60) days to determine that he/she 14 is free from active tuberculosis by a physician and surgeon licensed under the Business and 15 Professions Code. This examination shall consist of an X-ray of the lungs or an approved 16 intradermal tuberculin test, which, if positive, shall be followed by an X-ray of the lungs. 17 18 Thereafter, bargaining unit members shall be required to undergo the foregoing examination at least 19 once each four (4) years. After such examination, each bargaining unit member shall cause to be on 20 file with the District Superintendent/President, a certificate from the examining physician and 21 surgeon showing the bargaining unit member was examined and found free from active 22 tuberculosis. 23 24 "Certificate" as used herein means a certificate filed by the examining physician and surgeon or a 25 notice from a public health agency or unit of the Tuberculosis Association, which indicates freedom 26 from active tuberculosis. 27 28 The examination, if it is a condition of initial employment, shall be at the expense of the applicant. 29 30 The Governing Board shall reimburse each bargaining unit member for the cost of this examination 31 to maintain continued employment. 32 33 A bargaining unit member who transfers his/her employment from one community college district 34 to another shall be deemed to meet the requirements of initial employment if such bargaining unit 35 member can produce a certificate which shows he/she was examined within the past four (4) years 36 and was found to be free from communicable tuberculosis, or if it is verified by the school 37 previously employing him/her that it has such a certificate on file. 38 39 A bargaining unit member who transfers his/her employment from a private or parochial elementary 40 school, secondary school, or nursery school to the community college district shall be deemed to 41 meet the requirements of initial employment if such bargaining unit member can produce a 42 certificate as provided for in Section 3450 of the Health and Safety Code which shows that he/she 43 was examined to be free from communicable tuberculosis, or if it is verified by the school 44 previously employing him/her that it has such a certificate on file. 45 46 8.11 TRAVEL 47 48


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The District shall provide for the payment of the actual and necessary expenses including traveling 1 expenses, of any bargaining unit member of the District incurred in the course of performing 2 services for the District whether within or outside the District, under the direction of the Governing 3 Board. The Board may authorize an advance of funds to cover such necessary expense. The 4 Governing Board may direct any bargaining unit member of the District to attend any convention or 5 conference or to visit schools for the discussion or observation of any school matter appertaining to 6 the duties of the bargaining unit member or any question of interest to the school district. 7 8 8.12 MILEAGE COMPENSATION DURING TEMPORARY ASSIGNMENTS 9 10 Any bargaining unit member required to work at a work site on a temporary assignment which is 11 more than five (5) miles from his/her normal work site, shall be compensated for the total mileage 12 difference between his/her normal work site and his/her temporary work site at the amount 13 established for reimbursement for mileage. Such compensation shall be paid to the bargaining unit 14 member when filed on the appropriate travel expense claim form. 15 16 8.12.1 REIMBURSEMENT RATE FOR TRAVEL EXPENSES 17 18 The reimbursement rate for the travel expenses defined in 8.12 shall be the Standard Business-Use 19 Mileage Rate established by the U.S. Internal Revenue Service. The District will pay the rate in 20 effect on July 1 of any fiscal year throughout the entire fiscal year. 21 22 8.13 UNIT MEMBERS SERVING AS SUBSTITUTE OR TEMPORARY EMPLOYEES 23 24 Bargaining unit members employed in a substitute or temporary position, when the unit member is 25 not scheduled to work in his or her regular classification, shall be paid at Step 1 of the range 26 assigned to the classification in which the bargaining unit member is working. A bargaining unit 27 member who serves in his/her own classification will be paid at his/her current step. 28 29

8.14 RETIREES SERVING AS SUBSTITUTE OR TEMPORARY EMPLOYEES 30 31 For retirees who return to work in their outgoing position/classification, calculate the pay rate by 32 identifying his/her outgoing step and class, add the longevity percentage, if applicable, and use the 33 current salary schedule. 34 35 For retirees who return to work in a lower position/classification, calculate the pay rate by using 36 Step 5 of the lower position/classification salary schedule and add the longevity percentage if 37 applicable. 38 39 For retirees who return to work in a higher position/classification, calculate the pay rate which 40 results in the retiree receiving the greater of his/her outgoing position/classification step including 41 longevity on the current salary schedule or Step 1 of the higher classification. 42 43 The calculated salary will not include shift differential or professional growth stipends. (CSEA 44 2/7/07) 45

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ARTICLE IX – HEALTH AND WELFARE BENEFITS 1 2 3 9.1 BARGAINING UNIT MEMBERS AND DEPENDENT INSURANCE COVERAGE 4 5 The District agrees to pay the full cost for all bargaining unit members and their eligible dependents 6 for comprehensive programs of insurance, as stated in Article IX: 7 8 9.1.1 Effective July 1, 2009, group health insurance as provided by Plan C-2 Preferred Provider 9 Organization offered by Shasta-Trinity Schools Insurance Group currently provided by Blue Cross. 10 The District’s contribution for medical benefits shall have a cap set at eight-hundred forty-seven 11 dollars ($847) per month for each unit member eligible for District-paid benefits. Effective July 1, 12 2009, the District’s contribution for group health insurance will be capped at eight-hundred forty-13 seven dollars ($847) per month. Effective July 1, 2010, unless the parties otherwise agree, the 14 District’s contribution for medical benefits shall be limited to the rates in effect on June 30, 2010. 15 (Board ratified 3/14/01; 4/10/02; 12/11/02; 6/8/05; 7/11/07,6/29/09, CSEA 8/24/07) 16 17 Group health insurance offered through Shasta-Trinity Schools Insurance Group (currently 18 administered by Blue Cross) will be effective January 1, 2014. The District’s contribution to 19 STSIG for medical benefits shall have a cap set based upon the tiered rate structure of the STSIG 20 medical plans that are offered. Upon CSEA ratification, Board approval and open enrollment for 21 bargaining unit members, the following caps will be contributed by the District for each unit 22 member eligible for District-paid benefits: 23

• Employee Only Plan-Contribution to STSIG is four-hundred nine dollars ($409) month. 24 • Employee Plus Child(ren)-Contribution to STSIG is seven hundred thirty-six dollars 25

($736) per month. 26 • Employee Plus Spouse-Contribution to STSIG is eight hundred eighteen dollars ($818) 27

per month. 28 • Employee Plus Family-Contribution to STSIG is one-thousand one-hundred forty-five 29

dollars ($1,145) per month. 30 31 Eligible members that select a plan that is less than the monthly contribution cap to STSIG will not 32 receive the difference. (Board ratified 2/12/14) 33 34 9.1.2 Group dental insurance as provided by the California Dental Service plan through the 35 Shasta-Trinity Schools Insurance Group JPA, for the four-step (4) incentive dental program with a 36 maximum annual dental benefit of one-thousand dollars ($1,000) for bargaining unit members and 37 their dependents, and a five-hundred dollar ($500) lifetime orthodontic benefit for dependent 38 children only, as now offered or amended by the Shasta-Trinity Schools Insurance Group JPA. The 39 District’s contribution for dental benefits shall be eleven-hundred sixty-four dollars ($1,164) for 40 each unit member eligible for District-paid benefits. Effective July 1, 2012, unless the parties 41 otherwise agree, the District’s contribution for dental benefits shall be limited to the rates in effect 42 on June 30, 2012. (Board ratified 3/14/01; 4/10/02; 6/8/05; 7/11/07, 6/8/11, CSEA 8/24/07, CSEA 43 5/28/09) 44 45 9.1.3 Group vision insurance as provided by California Vision Services, Plan B, through the 46 Shasta-Trinity Schools Insurance Group JPA as now offered or amended by the Shasta-Trinity 47

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Schools Insurance Group JPA. The District’s contribution for vision benefits shall be three-hundred 1 eighty-four dollars ($384) for each unit member eligible for District-paid benefits. Effective July 1, 2 2012, unless the parties otherwise agree, the District’s contribution for vision benefits shall be 3 limited to the rates in effect on June 30, 2012. (Board ratified 3/14/01; 4/10/02; 6/8/05; 7/11/07, 4 6/8/11, CSEA 8/24/07, 5/28/09) 5 6 9.1.4 The District shall pay for all unit members who are eligible for medical benefits, for group 7 life insurance in the amount of twenty thousand ($20,000) dollars. (Board ratified 2/12/14) 8 9 9.1.5 The District will establish an Internal Revenue Code Section 125 flexible spending account 10 plan, which allows employees to set aside pre-tax funds for employee-paid health insurance 11 premiums, deductibles, and other non-covered medical expenses, including orthodontia, as well as 12 child care and elder care. (Board ratified 3/14/01) 13 14 9.1.6 A year of service shall be defined as the total of service rendered by the bargaining unit 15 member between his/her anniversary dates and shall constitute a minimum of twenty (20) hours of 16 service per week, not including overtime, and nine (9) months of service rendered per year or forty 17 (40) hours per week for at least six (6) months. 18 19 9.1.7 In accordance with Sections 9.1.1, 9.1.2 and 9.1.3, the District shall contribute to medical, 20 dental and vision benefits for all bargaining unit members (and dependents) who are regularly 21 employed nine (9) months per year and at least thirty (30) hours per week. For bargaining unit 22 members working less than nine (9) months per year and at least (30) hours per week, the District, 23 in accordance with Sections 9.1.1, 9.1.2, and 9.1.3, shall contribute to medical, dental and vision 24 benefits during the time that they are in paid status. Current employees already receiving benefits 25 and working twenty (20) hours per week or more will be grandfathered and allowed to retain 26 current benefit status. (Board ratified 2/12/14) 27 28 9.1.8 The District shall establish a separate fund to which the district shall make the following 29 contributions: 30 31 a. 1998-99 - an amount equal to two-hundred twenty-thousand dollars ($220,000) 32 multiplied by a fraction whose numerator is the number of months unit members are covered by 33 Plan A during the 1998-99 school year and whose denominator is twelve (12). 34 35

b. For the 1999-2000, 2000-2001, 2001-2002, 2002-2003, and 2003-2004 academic 36 years, the District shall contribute the sum of two-hundred twenty-thousand dollars ($220,000) each 37 year to the fund. 38 39 Contributions shall be credited to the fund monthly. Interest shall be credited as received 40 from the Shasta County Treasurer. 41 42 The sole purpose of the fund shall be to pay future increases in medical, dental, and vision coverage 43 for unit members. No charges or withdrawals shall be made from the fund unless agreed to by the 44 parties. 45 46


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9.1.8.1 Effective October 1, 2010, a one-time payment from the CSEA Health Benefits fund shall 1 be offered to bargaining unit members for the 2010-2011 fiscal year. Permanent unit members who 2 are eligible for health benefits as of July 1, 2010 shall receive a one-time disbursement as follows: 3

4 A disbursement of $1,000 to be used for medical expenses, payable on October 29, 2010. This 5 disbursement shall not be subject to CalPERS. 6 7 9.1.8.2 To be eligible an employee must be an active, employed bargaining unit member who is 8 permanent and eligible for health benefits on July 1, 2010 and is still an active, employed 9 bargaining unit member with benefits upon the date of disbursement. 10 11 The district shall receive reimbursement from the CSEA Health Benefits fund for the disbursements 12 including all District related payroll taxes. 13 14 Addition of $100,000 to the BUM fund for the purpose of offsetting out of pocket costs for 15 bargaining unit members related to medical benefits to be used no sooner than the 2014 plan year. 16 (Board ratified 2/12/14) 17 18 This agreement is in accordance with state and federal laws, education code provisions and the 19 Collective Bargaining agreement for 2011-2012. If CSEA requests to make a disbursement to 20 employees from the CSEA BUM fund, notice will be given to the District to jointly work out the 21 details. (CSEA 9/22/10) 22 23 9.1.9 For bargaining unit members who retire under PERS on or after July 1, 1999 who have 24 reached the age of fifty-five (55) and who have rendered fifteen (15) or more years service to the 25 District, the District’s contribution for medical insurance for the retiree and dependent(s) shall not 26 exceed $847 per month. When such a bargaining unit member reaches the age of Medicare 27 eligibility, the District shall then contribute the premium necessary to provide Medicare 28 supplemental health insurance coverage for the bargaining unit member and their dependent(s). 29 (Board ratified 7/18/16) 30 31 If it elects to do so, the District may continue to provide the full health insurance premium for 32 bargaining unit members after the retiree reaches Medicare eligibility. At its sole discretion, the 33 District retains the right to determine whether the District will provide Medicare supplemental 34 health insurance coverage or the full health insurance premium provided to active bargaining unit 35 members. (Board ratified 3/14/01) 36 37 9.1.10 For employees hired after July 1, 2001, the District will contribute five-hundred dollars 38 ($500) per month for health insurance at the time of the employee’s retirement provided that the 39 bargaining unit member has attained the age of fifty-five (55) and has rendered fifteen (15) years or 40 more of service to the District. Benefits are payable until Medicare eligibility or the death of the 41 retiree. If a retiree dies while eligible for medical, dental, and vision coverage, the District shall 42 continue to provide such coverage for eligible dependents for the retiree’s remaining period of 43 eligibility, not to exceed six (6) months. (Board ratified 3/14/01) 44 45 9.1.11 Rights under this Article shall not become vested until an employee retires. Prior to that 46 time, this section may be amended or repealed by agreement between the District and the 47 Association. 48


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1 9.2 BENEFIT PLAN CONTINUATION 2 3 9.2.1 GROUP HEALTH INSURANCE 4 5 Unless qualified under Section 9.1.9 or 9.1.10, retired bargaining unit members who enter the State 6 retirement system are permitted to subscribe to the same health, hospitalization, and major medical 7 plan as that which the District provides for its bargaining unit members, subject to the approval of 8 the insurance carriers. 9 10 The retired bargaining unit member must have been at least a one-half (1/2) time bargaining unit 11 member, who, at the time of retirement, was eligible to receive the District's health insurance fringe 12 benefits. 13 14 The retired bargaining unit member would, personally, pay according to the retiree premium rate 15 schedule. 16 17 The retired bargaining unit members shall pay their own premiums, in advance, by bringing six (6) 18 post-dated monthly, premium checks to the Business Office twice each year. 19 20 9.2.2 GROUP DENTAL AND VISION INSURANCE 21 22 Subject to carrier acceptance and rules, eligible retirees may purchase group dental and vision 23 coverage at their expense. Payments must be prepaid in full for the year by June 1. (Board ratified 24 12/11/02) 25 26 The retired bargaining unit member must have been at least a one-half (1/2) time bargaining unit 27 member, who, at the time of retirement, was eligible to receive the District’s dental and vision 28 fringe benefits. (Board ratified 12/11/02).29

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ARTICLE X – VACATION PLAN AND HOLIDAYS 1 2 3 10.1 ELIGIBILITY 4 5 All bargaining unit members shall earn paid vacation time in accordance with this article except 6 those bargaining unit members who are terminated prior to serving six (6) months in the District. 7 Those bargaining unit members shall not be entitled to vacation time according to California 8 Education Code, Section 88197. Vacation benefits are earned on anniversary-date basis (date 9 hired). 10 11 10.2 PAID VACATION 12 13 Earned vacation shall be computed at the end of each month and should be used during the year or 14 within the following twelve-month (12) period. Bargaining unit members shall not accumulate 15 vacation leave in excess of the yearly entitlement except upon approval of the Governing Board. 16 17 10.3 ACCUMULATION 18 19 Vacation time shall be earned and accumulated on a monthly basis in accordance with the following 20 schedules: 21 22 10.3.1 Bargaining unit members shall be entitled to twelve (12) working days vacation with pay, 23 per year, upon completion of one (1) full year of employment to be accrued at the rate of one (1.0) 24 day of vacation, with pay, for each month of service. Bargaining unit members with less than a full 25 year of service shall have their vacation time prorated at the same rate of one (1.0) day, per month, 26 as of their hire date. (Board ratified 4/10/02) 27 28 10.3.2 Bargaining unit members who have worked four (4) years as of their anniversary date of 29 employment shall be entitled to fifteen (15) working days of vacation with pay, per year, to be 30 accrued at the rate of one and one-quarter (1.25) days per month. Bargaining unit members who 31 have worked eight (8) years as of their anniversary date of employment shall be entitled to eighteen 32 (18) working days of vacation with pay, per year, to be accrued at the rate of one and one-half (1.5) 33 days per month. (Board ratified 4/10/02) 34 35 10.3.3 Bargaining unit members who have worked twelve (12) years as of their anniversary date of 36 employment shall be entitled to twenty-one (21) working days of vacation with pay, per year, to be 37 accrued at the rate of one and three-quarter (1.75) days per month. 38 39 10.3.4 Vacation pay for partial months of employment shall be prorated on the basis of the 40 bargaining unit member's hours in a paid status using one-hundred seventy-three thirty-thirds 41 (173.33) hours as a full working month. 42 43 10.3.5 The District shall report the sick leave and vacation accumulation for each bargaining unit 44 member on the first paycheck in September and on the first paycheck in February. In addition, the 45 District shall provide such notice within five (5) working days of a request of an individual 46 bargaining unit member. 47

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1 10.3.6 No employee shall accrue more than forty-two (42) days of vacation. Any employee whose 2 vacation accrual statement, issued in September and February (see Article 10.3.5), shows a vacation 3 accumulation of more than forty-two (42) days, shall reduce his/her accumulation to less than forty-4 two (42) days by the issuance of the next statement. 5 6 Employees who have more than forty-two (42) days accrued vacation shall develop a plan to use 7 their entire current year accumulation and at least ten (10) days of the accrued vacation in excess of 8 forty-two (42) days each year until accrued vacation does not exceed forty-two (42) days. 9 10 If an employee fails to schedule in accordance with these requirements, the supervisor shall 11 schedule sufficient vacation to reduce the employee’s vacation accumulation to fewer than forty-12 two (42) days by the time of the next statement. 13 14 The District will make every effort to approve vacation requests submitted at least two (2) weeks in 15 advance and in accordance with the May 1 deadline to ensure maximum coverage during the school 16 year. Vacation requests during the non-school or seasonal slow periods will be permitted unless 17 compelling circumstances exist. The supervisor and the employee shall attempt to mutually agree 18 upon vacation dates. If the employee and the supervisor are unable to reach a mutual agreement, 19 the appropriate vice president, in consultation with the Association, shall schedule vacation. 20 21 10.4 VACATION PAY 22 23 Pay for vacation days for all bargaining unit members shall be the same as that which the bargaining 24 unit members would have received had they been in a working status. 25 26 10.5 VACATION PAY UPON TERMINATION 27 28 When a bargaining unit member is terminated or resigns for any reason, he/she shall be entitled to 29 all vacation pay earned and accumulated up to and including the effective date of the termination. 30 All vacation pay shall be included in the final paycheck, providing there is thirty (30) days' notice. 31 When less than a thirty (30) days' notice is provided, the bargaining unit member shall be paid no 32 later than the tenth (10th) of the month following in which he/she was terminated or resigned. 33 34 10.6 VACATION POSTPONEMENT 35 36 No bargaining unit member's vacation shall be interrupted to return to work unless mutually agreed 37 by the bargaining unit member and the appropriate vice president. 38 39 10.7 VACATION SCHEDULING 40 41 10.7.1 Annually, no later than May 1, vacation schedules shall be determined for all bargaining unit 42 members by the District Superintendent/President, Vice President of Academic Affairs, Vice 43 President of Student Services, or the Vice President of Administrative Services, as appropriate. 44 Any changes in this schedule, initiated by supervisors, must be preceded by at least thirty (30) days 45 written notice to the bargaining unit member. Every attempt shall be made to grant the bargaining 46 unit members' requests so far as possible within the District's work requirement. 47 48


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10.7.2 If there is any conflict between bargaining unit members who are working on the same or 1 similar operations as to when vacations shall be taken, the bargaining unit member with the greatest 2 seniority in that particular classification shall be given his/her preference. 3 4 10.8 INTERRUPTION OF VACATION 5 6 A bargaining unit member shall be permitted to interrupt or terminate vacation leave in order to 7 begin another type of paid leave provided by this contract without a return to active service, 8 provided the bargaining unit member supplies notice and supporting information regarding the basis 9 for such interruption or termination. 10 11 10.9 HOLIDAYS 12 13 All bargaining unit members shall be granted the following holidays when the scheduled 14 observance of holidays occurs during the course of their regular employment, and when such days 15 are school holidays for students of the District. (See Appendix D, for the Bargaining Unit 16 Members' Calendar.) 17 18 10.9.1 Labor Day, Admissions Day, Veterans' Day, Thanksgiving Day, Christmas Day, New Year's 19 Day, Martin Luther King Jr. Day, Lincoln's Birthday, Washington's Birthday, Memorial Day, 20 Independence Day, Christmas Eve Day, New Year's Eve Day, the day following Thanksgiving, and 21 Spring Recess Day. 22 23 10.9.2 HOLIDAYS ON SATURDAY AND SUNDAY 24 25 When any of the holidays on which the schools would be closed fall on Saturday, the public school 26 shall close on the preceding Friday; and when any of the holidays on which the schools would be 27 closed fall on Sunday, the public schools shall close on the Monday following. 28 29 10.9.3 HOLIDAY COMPENSATION 30 31 Bargaining unit members shall be entitled to be off duty on all holidays as designated in the 32 Bargaining Unit Members' Calendar. Bargaining unit members that work less than a forty (40) hour 33 week shall be entitled to a proration of holiday compensation. If bargaining unit members are 34 required to work on a holiday, such bargaining unit members shall receive compensation or 35 compensatory time off. A bargaining unit member whose regular work schedule is four (4) days per 36 week shall, when a holiday falls on his/her regular day(s) off, be entitled to his/her regular day of 37 compensatory time off, provided he/she was in paid status on his/her last working day prior to the 38 days off, or succeeding the days off. 39 40 10.9.4 ADDITIONAL HOLIDAYS 41 42 Every day declared by the U.S. President or Governor of this state as a public fast, Thanksgiving, 43 or holiday, or any day declared a holiday by the Governing Board under California Education Code, 44 Section 79020(c) and (d), shall be a paid holiday for all bargaining unit members. 45 46 10.9.5 HOLIDAY ELIGIBILITY 47 48


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Except as otherwise provided below, a bargaining unit member must be in paid status on the 1 working day immediately preceding or succeeding the holiday to be paid for the holiday. 2 3 a. Bargaining unit members who are not normally assigned to duty during the school 4 holidays of December 25, January 1, or Spring Recess Day, shall be paid for those holidays; 5 provided that they were in paid status during any portion of the working day preceding or 6 succeeding the holiday period. 7 8 10.9.6 HOLIDAYS DURING SCHEDULED VACATION 9 10 When a holiday falls during the scheduled vacation of any bargaining unit member, such bargaining 11 unit member shall be granted an additional day's vacation and pay for each holiday falling within 12 that period. 13

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ARTICLE XI - LEAVES 1 2 11.1 BEREAVEMENT LEAVE 3 4 Every bargaining unit member shall be granted necessary leave of absence, not to exceed five (5) 5 days, on account of death of any member of his/her immediate family. No deduction shall be made 6 from the salary of such bargaining unit member nor shall such leave be deducted from leave granted 7 by other sections of the Education Code or provided by the Governing Board of the District. 8 Member of the immediate family means the mother, father, step-parents, grandmother, grandfather, 9 or a grandchild of the bargaining unit member or of the spouse of the bargaining unit member, and 10 the spouse, son, son-in-law, daughter, daughter-in-law, step-child, brother or sister of the bargaining 11 unit member, or any relative living in the immediate household of the bargaining unit member. 12 (Board ratified 2/12/14) 13 14 11.2 WITNESS AND JURY DUTY 15 16 A leave of absence to serve as a witness in a court case shall be granted to bargaining unit members 17 when subpoenaed to appear as a witness. 18 19 A leave of absence shall be granted any bargaining unit member when he/she has been called for 20 jury duty in the manner provided by law. The Governing Board shall grant such leaves of absence 21 with pay up to the amount of the difference between the bargaining unit member's regular earnings 22 and any amount received for jury or witness fees. 23 24 In practice, each bargaining unit member shall endorse juror's or witness' fees to the District and 25 receive regular District salary. Mileage and meal allowances shall be paid directly to the bargaining 26 unit member. If fees are not endorsed to the District, the leave shall be granted without pay. Only 27 those fees received by the bargaining unit member attributable to scheduled hours of employment 28 shall be subject to the endorsement policy. 29 30 Any day during which any bargaining unit member whose regular assigned shift commences at 4 31 p.m. or after and who is required to serve all or any part of the day on jury duty shall be relieved 32 from work with pay. 33 34 11.3 MILITARY LEAVE 35 36 A bargaining unit member shall be entitled to any military leave provided by law and shall retain all 37 rights and privileges granted by law arising out of the exercise of military leave. 38 39 11.4 SICK LEAVE 40 41 Every bargaining unit member employed five (5) days a week by the District shall be entitled to 42 twelve (12) days leave of absence for illness or injury, exclusive of all days he/she is not required to 43 render service to the District, with full pay for a fiscal year of service. 44 45 A bargaining unit member, employed five (5) days a week, who is employed for less than a full 46 fiscal year is entitled to that proportion of twelve (12) days leave of absence for illness or injury as 47

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the number of months he/she is employed bears to twelve (12) and the proportionate amount, 1 consistent with this formula, authorized by the Governing Board for bargaining unit members 2 employed five (5) days a week for a full fiscal year of service. 3 4 A bargaining unit member employed less than five (5) days per week shall be entitled, for a fiscal 5 year of service, to that proportion of twelve (12) days leave of absence for illness or injury as the 6 number of days he/she is employed per week bears to five (5) and is entitled to the proportionate 7 amount, consistent with the formula, authorized by the Governing Board for bargaining unit 8 members employed five (5) days a week for a full fiscal year of service. 9 10 When bargaining unit members are employed for less than a full fiscal year, they shall be entitled to 11 a proration of sick leave for which full-time bargaining unit members are eligible. 12 13 Pay for any day of such absence shall be the same as the pay which would have been received had 14 the bargaining unit member served during the day. Credit for leave of absence need not be accrued 15 prior to taking such leave by the bargaining unit member, and such leave of absence may be taken at 16 any time during the year. However, a new bargaining unit member of the District shall not be 17 eligible to take more than six (6) days, or the proportionate amount to which he/she may be entitled, 18 until the first day of the calendar month after completion of six (6) months of active service with the 19 District. 20 21 If such bargaining unit member does not take the full amount of leave allowed in any year under 22 this section, the amount not taken shall be accumulated from year to year with such additional days 23 as the Governing Board may allow. 24 25 When an unusual sick leave absence pattern exists, the supervisor shall meet with the unit member 26 and a representative designated by the Association. Depending on the outcome of this meeting, a 27 unit member may be required to present a doctor's statement for any future absence. The unit 28 member will be notified of this requirement in writing prior to implementation. After six (6) 29 months, this requirement shall be reviewed with the supervisor, bargaining unit member and 30 Association representative. 31 32 The District shall report the sick leave and vacation accumulation for each bargaining unit member 33 online and in September and in February for verification of time. In addition, the District shall 34 provide such notice within five (5) working days of a request of an individual bargaining unit 35 member or his/her supervisor. (Board Ratified 6/29/09) 36 37 11.4.1 If a bargaining unit member goes home because of illness, no time is to be deducted from 38 sick leave if it occurs after the seventh (7th) hour of work. If it occurs before the seventh (7th) 39 hour, time shall be deducted from sick leave, provided the loss is more than fifteen (15) minutes. In 40 other words, one (1) hour of time lost shall not be counted. 41 42

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11.4.2 MEDICAL/DENTAL APPOINTMENTS 1 2 Medical appointments for bargaining unit members shall be subject to deduction from sick leave. 3 Bargaining unit members shall exercise every reasonable effort to schedule appointments so as to 4 minimize the unit members’ absence from work. Early morning or late afternoon appointments are 5 encouraged. Similar to other sick leave usage, the time must be documented on the timecard and a 6 leave report form submitted. (Board ratified 6/29/09) 7 8 When an unusual absence pattern exists for medical appointments, the supervisor shall meet with 9 the unit member and a representative designated by the Association. Depending on the outcome of 10 the meeting, a unit member may be required to present a written appointment verification noting the 11 date and time of the appointment for future medical appointments. The unit member shall be 12 notified in writing of this requirement prior to implementation. After six (6) months, this 13 requirement shall be reviewed with the supervisor, bargaining unit member and Association 14 representative. 15 16 11.4.3 ON-CAMPUS BLOOD DRIVES 17 18 Bargaining unit members may donate to on-campus blood drives during work time. Appropriate 19 arrangements shall be made with the unit member’s supervisor. (Board ratified 12/11/02) 20 21 11.5 CATASTROPHIC LEAVE BANK 22 23 11.5.1 PURPOSE 24 25 A unit member may donate full pay sick leave to a recipient unit member who has a catastrophic 26 illness or injury subject to the provisions of this Article. 27 28 11.5.2 DEFINITIONS 29 30 a. “Catastrophic Illness or Injury” means an illness or injury which, on the basis of 31 medical opinion, is expected to be incapacitating for a period of thirty (30) or more consecutive 32 calendar days. 33 b. “Full Pay Sick Leave” means fully paid sick leave for illness or injury accrued by the 34 donor. 35 c. “Eligible Recipient” means a recipient who has exhausted all vacation leave, paid 36 leave of absence for illness or injury or any other paid leave, including workers compensation. 37 Bargaining Unit Members must have exhausted all vacation, sick leave, compensatory time, and 38 workers compensation or any other paid leave before the unit member can apply for catastrophic 39 leave. (Board Ratified 7/11/07, CSEA 8/24/07) 40 41 11.5.3 PROCEDURES 42 43 a. No unit member may donate more than six (6) sick leave days over any two (2) 44 academic years. 45 b. No unit member may receive more than one-hundred sixty-five (165) days of 46 donated sick leave. 47

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c. Both donations of sick leave from part-time employees and donations to part-time 1 employees shall be prorated. 2 d. The minimum sick leave increment to be donated or granted under this Article shall 3 be one (1) day. 4 e. The Executive Board of the Classified School Employees’ Association, Chapter 381, 5 shall be responsible for the administration of this program. The only District responsibility shall be 6 to maintain appropriate records. The Executive Board shall develop appropriate criteria for the 7 equitable administration of this program. The decision of the Executive Board to grant or deny 8 requests for donations of sick leave shall be final. 9 f. Sick leave donations shall be reported on a form to be developed by the District. 10 g. Transfers of sick leave from a donor to a recipient are irrevocable; however, sick 11 leave credits which are not used in full by a recipient shall be returned to the donors using random 12 selection method to be determined by the Executive Board. 13 h. A recipient shall use any sick leave that he or she continues to accrue on a monthly 14 basis prior to using donated sick leave pursuant to this program. 15 16 11.5.4 No unit member shall be obligated to donate sick leave under this program. 17 18 11.5.5 The Association assumes full responsibility for the administration of this program (except 19 for the recording of sick leave donations) including maintaining the confidentiality of all medical 20 records in accordance with all state and federal laws. The Association agrees to hold harmless and 21 indemnify the District for all costs, including reasonable attorney fees, arising from the 22 inappropriate disclosure of medical information. 23 24 11.5.6 This section shall not be subject to the grievance procedure. 25 26 11.6 MATERNITY LEAVE 27 28 The Governing Board of any school district shall provide for leave of absence from duty for any 29 bargaining unit member of the District who is required to be absent from duty because of 30 pregnancy, miscarriage, childbirth, and recovery therefrom. The length of the leave of absence, 31 including the date on which the bargaining unit member shall resume duties, shall be determined by 32 the bargaining unit member and the bargaining unit member's physician. All provisions of the 33 bargaining unit member sick leave policy shall pertain to the maternity leave policy; however, the 34 bargaining unit member retains the right to apply for a leave of absence without pay for all or any 35 part of the period of pregnancy or recovery. 36 37 11.7 INDUSTRIAL ACCIDENT AND ILLNESS LEAVE 38 39 11.7.1 Under State law, all bargaining unit members are covered by Workers' Compensation 40 Insurance for any related injury or illness. It is the responsibility of the bargaining unit member to 41 report any injury to his/her immediate supervisor and to fill out the necessary forms within seventy-42 two (72) hours, or as soon thereafter as possible. 43 44 11.7.2 Any bargaining unit member who is entitled to temporary disability benefits due to injury 45 sustained while working shall be paid at his/her full salary rate by the District for the first sixty (60) 46 working days of his/her disability. The bargaining unit member must return to the District the full 47 amount of his/her compensation checks. After the first sixty (60) working days, if the bargaining 48

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unit member chooses to remain on the payroll, the District shall continue to pay the difference 1 between his/her current salary and his/her compensation check, deducting the difference, if any, 2 from his/her accumulated sick leave, accumulated compensating time off, and earned vacation time 3 until all such time is exhausted. In no case shall the District pay the bargaining unit member if the 4 rate of Workers' Compensation exceeds the bargaining unit member's regular rate of pay. (Board 5 Ratified 6/29/09) 6 7 11.7.3 Any bargaining unit member retains priority to return to his/her same or a similar job for 8 thirty-nine (39) months after being released from work following an on-the-job injury. 9 10 11.7.4 The District requires that bargaining unit members receiving such Workers' Compensation 11 shall remain within the State of California while receiving benefits, unless the Governing Board 12 authorized travel outside the State. 13 14 11.7.5 A bargaining unit member who has been placed on a reemployment list, as provided herein, 15 who has been medically released for return to duty and who fails to accept an appropriate 16 assignment shall be dismissed. For further clarification, refer to the California Education Code, 17 Section 88192. 18 19 11.8 BREAK IN SERVICE 20 21 No absence under any paid provision of this article shall be considered as a break in service for any 22 bargaining unit member who is in paid status, and all benefits accruing under the provisions of this 23 contract shall continue to accrue under such absence. 24 25 11.9 PERSONAL NECESSITY 26 27 Accumulated sick leave up to seven (7) days per year may be used by the bargaining unit member, 28 at his/her election, for personal necessity for the following reasons, provided, however, that three 29 (3) of the seven (7) days per year may be used for personal business. (Board Ratified 7/11/07, 30 CSEA 8/24/07) 31 32 11.9.1 Death of a member of his/her immediate family when additional leave is required beyond 33 that provided in Section 11.1 and that provided, in addition thereto, as a right by the Governing 34 Board. 35 36 11.9.2 Accident, illness, doctor appointment (for other than the bargaining unit member), attorney 37 appointment, school-initiated parental commitment, involving his/her person or property, or the 38 person or property of a member of his/her immediate family. 39 40 11.9.3 Appearance in any court or before any administrative tribunal as litigant, party, or witness 41 under subpoena or any order made with jurisdiction. 42 43 11.9.4 Once the seven (7) days Personal Necessity Leave has been exhausted during the fiscal year, 44 the Board may authorize a paid leave of absence not to be deducted from the accumulated sick 45 leave. Authorization for such leave shall not exceed thirty (30) days. 46 47 11.9.5 Written verification may be required by the employer at any time. 48

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1 11.9.6 A unit member shall secure advance authorization from his or her supervisor for the use of 2 personal business days. The employee need not give a reason for use of these days. 3 4 Personal Necessity Leave for other reasons must have the prior approval of the District 5 Superintendent/ President, Vice President of Academic Affairs, Vice President of Student Services, 6 or Vice President of Administrative Services, as appropriate. 7 8 11.10 PATERNITY LEAVE 9 10 Male bargaining unit members shall be entitled to Paternity Leave during their wife's pregnancy or 11 recovery period. Paternity Leave shall be charged to the bargaining unit member's accumulated sick 12 leave or vacation leave only. 13 14 11.11 LEAVE OF ABSENCE WITHOUT PAY 15 16 Any bargaining unit member may apply at any time for a leave of absence as stipulated in the 17 California Education Code, Section 88198. 18 19 11.12 TRANSFER OF ACCUMULATED SICK LEAVE 20 21 It shall be the responsibility of the employer to arrange for transfer of accumulated sick leave in 22 accordance with the California Education Code, Section 88202. 23 24 11.13 RETRAINING AND STUDY LEAVE 25 26 A leave of absence, paid or unpaid, for study/retraining may be granted by the Governing Board in 27 accordance with the California Education Code commencing with Section 88220. 28 29 11.14 NON-INDUSTRIAL ACCIDENT OR ILLNESS LEAVE 30 31 11.14.1 A permanent member of the bargaining unit who has exhausted all entitlement to sick 32 leave, vacation, compensatory overtime, or other available paid leave and who is absent because of 33 non-industrial accident or illness may be granted additional leave, paid or unpaid, without loss of 34 benefits or status, not to exceed six (6) months. The Board may renew the leave of absence, paid or 35 unpaid, without loss of benefits or status, for two (2) additional six (6) month periods or such lesser 36 leave periods that it may provide but not to exceed a total of eighteen (18) months. 37 38 11.14.2 A bargaining unit member, upon ability to resume the duties of a position within the class 39 to which he/she was assigned, may do so at any time during the leaves of absence granted under this 40 section, and time lost shall not be considered a break in service. He/she shall be restored to a 41 position within the class to which he/she was assigned and, if at all possible, to his/her position with 42 all the rights, benefits, and burdens of a permanent bargaining unit member. 43 44 11.14.3 If at the conclusion of all leaves of absence, paid or unpaid, the bargaining unit member is 45 still unable to assume the duties of his/her position, he/she shall be placed on a reemployment list 46 for a period of thirty-nine (39) months. 47 48

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11.14.4 At any time, during the prescribed thirty-nine (39) months, the bargaining unit member is 1 able to assume the duties of his/her position, he/she shall be reemployed in the first vacancy in the 2 classification of his/her previous assignment. His/her reemployment shall take preference over all 3 other applicants except for those laid off for lack of work or funds under Section 88117 in which 4 case he/she shall be ranked according to his/her proper seniority. Upon resumption of his/her 5 duties, the break in service shall be disregarded, and he/she shall be fully restored as a permanent 6 bargaining unit member. 7 8 11.15 TRANSFER OF LEAVE 9 10 Any bargaining unit member of a community college district who has been employed for a period 11 of one (1) calendar year or more whose employment is terminated for reasons other than action 12 initiated by the employer for cause and who subsequently accepts employment with another district 13 or county superintendent of schools within one (1) year of such termination of his/her former 14 employment, shall have transferred with him/her to the second district or county superintendent of 15 schools the total amount of earned leave of absence for illness or injury to which he/she is entitled. 16 17 In any case where a bargaining unit member who terminated as a result of action initiated by the 18 employer for cause, such a transfer may be made if agreed to by the Governing Board of the District 19 or the county superintendent of schools newly employing the bargaining unit member. 20 21 All or any part of the previous service, not separated by a break in service greater than one (1) year 22 as of the last day of paid service, may, if agreed to by the employing entity, be construed to have 23 been served in the new district or county superintendent of schools of employment for seniority 24 purposes, except that such previous service may not be counted, for seniority purposes, when 25 position or personnel reduction is ordered, for any reason, by the Board. 26 27 No governing board shall adopt any policy or rule, written or unwritten, which requires all 28 bargaining unit members, or any individual classification, or group of classifications of bargaining 29 unit members transferring to its district to waive any part or all benefits which they may be entitled 30 to have transferred in accordance with this section. 31 32 11.16 REQUESTS FOR LEAVE(S) 33 34 11.16.1 Requests for Witness and Jury Duty Leave; Military Leave; Leave of Absence Without 35 Pay; Vacation; and Retraining and Study Leave shall be requested in advance of the leave. 36 37 Whenever possible, requests for the above-listed leaves shall be submitted not later than ten (10) 38 working days prior to the beginning of the leave, and on the form attached as Appendix E. 39 40 11.16.2 Bargaining unit members requesting Bereavement Leave; Sick Leave; Personal Necessity 41 Leave; Maternity Leave; Industrial Accident and Illness Leave; Leave of Absence Without Pay; and 42 Non-industrial Accident or Illness Leave shall be required to notify the appropriate supervisor via 43 telephone prior to the start of the shift if a message recorder is available. If no recorder is available, 44 staff are to notify the appropriate supervisor no later than fifteen (15) minutes after the start of their 45 shift. Staff shall make every reasonable effort to contact the District each day of absence for illness 46 leave or upon expiration of a requested leave. 47 48

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11.17 FAMILY CARE LEAVE (UNPAID) 1 2 Unit members are eligible for unpaid family and medical leave pursuant to applicable Federal and 3 State law (e.g. The Family and Medical Leave Act of 1993 and the California Family Rights Act of 4 1991). 5

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ARTICLE XII - HIRING 1 2 3 12.1 DISTRIBUTION OF JOB INFORMATION 4 5 Upon initial employment and upon each change in classification thereafter, each bargaining unit 6 member shall be furnished two (2) copies of his/her class specification, salary data, assignment or 7 work location, together with duty hours and the prescribed workweek. The salary data shall include 8 the annual, monthly, daily, hourly, overtime, and differential rate of compensation, whichever are 9 applicable. One (1) copy shall be retained by the bargaining unit member, and the other copy shall 10 be signed and dated by the bargaining unit member and returned to his/her supervisor. 11 12 The provisions of this section shall not apply to short-term, limited-term, or provisional employees. 13 14 12.2 SUBSTITUTE EMPLOYEES 15 16 When a person serves under a substitute appointment, and is subsequently employed in the vacant 17 position, the District shall include such period of employment towards an increment of salary. In 18 addition, sick leave and vacation entitlement shall be computed retroactively. The date the position 19 becomes vacant shall be counted towards an increment of salary, sick leave and vacation 20 entitlement. (Board ratified 6/8/05) 21 22 The District may use substitute employees in vacant bargaining unit positions for up to (90) ninety 23 business days pending recruitment of a regular employee to fill the vacancy. This period may be 24 extended beyond 90 business days by mutual written agreement of the parties. (Board ratified 25 7/18/16) 26 27 A business day is defined as any day when the District’s Administrative offices are open for 28 business. (Board ratified 7/18/16) 29 30 12.3 PROBATIONARY PERIOD 31 32 Upon initial employment, all bargaining unit members shall serve a probationary period of twelve 33 (12) calendar months. Upon promotion into a higher classification, bargaining unit members shall 34 serve a probationary period of six (6) months. This shall apply to full-time and part-time bargaining 35 unit members. (Board ratified 12/11/02) 36 37 A bargaining unit member must have actually provided service during some portion of each day for 38 ninety percent (90%) of the working days during the probationary period before obtaining 39 permanent status. The total number of working days which are lacking to satisfy this section, if 40 any, shall be added to the probationary period. 41 42 When a bargaining unit member completes the probationary service in a paid classification, he/she 43 shall acquire permanency in all of the instances of that classification. Should that permanent 44 bargaining unit member change classifications, he/she shall be classified a probationary bargaining 45 unit member in that classification and begin a new probationary period. However, he/she shall 46

ARTICLE XII - HIRING

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retain permanency in his/her former classification. (For further clarification, refer to California 1 Education Code, Sections 88001 and 88013.) 2 3 4 If a bargaining unit member goes to another classification prior to the completion of the initial 5 probationary period and thereafter serves a total of twelve (12) calendar months of uninterrupted 6 service to the District, he/she shall achieve permanency only in the former classification. (Board 7 ratified 12/11/02) 8 9 12.4 APPLICATION FOR DIFFERENT POSITION 10 11 If a permanent member of the bargaining unit applies for another position, the unit member must 12 complete the appropriate job application for said position. 13 14 12.4.1 When the District has considered either two (2) or more unit members or a unit member and 15 another applicant to be equal on the basis of training, experience, and competence, the unit member 16 with the most District-wide seniority shall be selected for the vacant position. 17 18 12.4.2 When a bargaining unit member applies for a different position and possesses the minimum 19 qualifications for that position, he/she shall be offered an interview. 20

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ARTICLE XIII - TRANSFER 1 2 3 13.1 TEMPORARY JOB LOCATION TRANSFERS 4 5 13.1.1 No bargaining unit member shall be assigned to work in a location other than the bargaining 6 unit member's normal work site for a period in excess of five (5) working days without the written 7 consent of the bargaining unit member. The main campus of the District, individual opportunity 8 centers, and individual outreach centers shall be considered work sites. 9 10 13.1.2 Any bargaining unit member assigned to a work site other than his/her normal work site for 11 longer than five (5) working days shall receive a premium pay of an additional five and one-half 12 percent (5 ½ %) of the bargaining unit member's regular rate of pay for all days spent working at the 13 temporary site. Any bargaining unit member who has consented to remain at a work site for a 14 period in excess of five (5) working days may at any time request, in writing, to be returned to 15 his/her regular work site within five (5) working days after the receipt by the District of the written 16 request. 17 18 13.2 DEFINITIONS 19 20 13.2.1 LATERAL TRANSFER 21 22 For purpose of this Article, a permanent bargaining unit member may be laterally transferred in the 23 best interest of the District. A "lateral transfer" shall consist of a change in work location of a 24 permanent bargaining unit member within the same classification, same or lower number of hours 25 per week, and same number of months per year within the District. For purposes of this article, the 26 number of months considered to be the same are ten (10), ten and one-half (10 ½), eleven (11) and 27 twelve (12). Such a transfer does not encompass the process of assignment or reassignment of a 28 specific position and responsibilities within the department or work location. A bargaining unit 29 member assigned to more than one work site shall be considered as being transferred only when 30 moved from one District-wide program to another program. A transfer may be initiated by a 31 bargaining unit member ("Employee Requested") or by the District ("Administrative"). (Board 32 ratified 3/14/01) 33 34 13.2.2 ADMINISTRATIVE TRANSFER 35 36 A permanent bargaining unit member may be administratively transferred in the best interests of the 37 District provided that such transfer is not arbitrary, capricious, discriminatory or disciplinary in 38 nature. An administrative transfer shall consist of the same salary schedule range, same number of 39 months per year and same or lower number of hours per week. For purposes of this article, the 40 number of months considered to be the same are ten (10), ten and one-half (10 ½), eleven (11) and 41 twelve (12). The individual being transferred must meet the minimum qualifications of the 42 position. An administrative transfer may be requested by a bargaining unit member or the District, 43 and differs from a lateral transfer by allowing a transfer to a different classification in the same 44 salary range. (Board ratified 3/14/01) 45 46 13.3 POSTING OF VACANCIES 47

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1 13.3.1 GENERAL 2 3 All unit positions declared vacant shall promptly be posted by the District at each major work 4 location within the District for seven (7) working days and shall be distributed to each bargaining 5 unit member who files an individual written request to receive notices of vacant positions in 6 specified classifications. Such requests shall be valid for one (1) year. The District shall notify the 7 Association in writing when the decision is made not to fill a vacant position. (Board ratified 8 12/11/02) 9 10 13.3.2 POSTING OF LATERAL TRANSFERS 11 12 The District shall make a reasonable effort to notify bargaining unit members of a vacancy for 13 which the unit member would be eligible to apply for a lateral transfer. Notices of positions to be 14 filled will be communicated to CSEA. If the position is not filled by a lateral transfer, the position 15 will be advertised for general distribution. Failure to notify the Association or a bargaining unit 16 member will not be subject to the grievance procedure. (Board ratified 12/11/02)17

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ARTICLE XIV – CLASSIFICATION, RECLASSIFICATION & 1 ABOLITION OF POSITIONS 2

3 4 14.1 REASSIGNMENT OF A BARGAINING UNIT MEMBER TO A DIFFERENT 5 POSITION CLASSIFIED IN A HIGHER RANGE 6 7 If a bargaining unit member is reassigned to a different position classified in a higher range, the 8 bargaining unit member shall be placed on Step 1, or if Step 1 does not provide an increase in 9 salary, he/she shall be placed at a step which shall increase his/her salary not less than five percent 10 (5%). 11

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ARTICLE XV – LAYOFF AND REEMPLOYMENT 1 2 3 15.1 LAYOFF PROCEDURES 4 5 15.1.1 Bargaining unit members shall be subject to layoff for lack of work or lack of funds. 6 Whenever a bargaining unit member is laid off, the order of layoff within the class shall be 7 determined by length of service. The bargaining unit member who has been employed the shortest 8 time in the class, plus higher classes, shall be laid off first. Reemployment shall be in the reverse 9 order of layoff. "Layoff for lack of funds or layoff for lack of work" includes any reduction in 10 hours of employment or assignment to a class or grade lower than that in which the bargaining unit 11 member has permanence, voluntarily consented to by the bargaining unit member, in order to avoid 12 interruption of employment by layoff. 13 14 15.1.2 For purpose of this provision only, the term "class" and "higher classes" shall refer to those 15 classes of this agreement, in which the bargaining unit member has permanent status. Permanence 16 is defined in Article XII of this contract. (See Appendix F, Job Classes for all Classified Positions.) 17 18 15.1.3 Prior to any final layoff notices being sent to those bargaining unit members who have been 19 employed the shortest time within the class, the District shall notify the more senior bargaining unit 20 members whose positions have been reduced or eliminated that they must elect one of the following 21 within five (5) working days of receipt of notice: 1) select the position vacated by the least senior 22 bargaining unit member in the class; or 2) select a position in a lower class in which the bargaining 23 unit member previously held permanency and which is to be vacated by the least senior bargaining 24 unit member in the class; or 3) accept reduced hours (if any) in the current position in lieu of layoff; 25 or 4) elect to be laid off. 26 27 15.1.4 When a vacancy exists, a bargaining unit member may take a voluntary demotion or 28 voluntary reduction in assigned time in lieu of layoff, provided that such bargaining unit member is 29 qualified to perform the duties of the position, and provided further that the District approves such 30 demotion or reduction in time. Such approval shall not be withheld by the District for arbitrary or 31 capricious reasons. Requests for filling a vacant position by lateral transfer shall be considered 32 before addressing requests for voluntary demotion. (Board ratified 6/8/05) 33 34 15.2 SENIORITY 35 36 15.2.1 For purposes of seniority, date of hire begins with the first date of paid service within class 37 in a permanent position. (Board ratified 12/11/02) 38 39 15.2.2 No seniority credit shall be earned during periods of separation from the service from the 40 District, including layoff status, suspension without pay as a result of disciplinary action, or unpaid 41 leave of absence for more than ninety (90) consecutive days excluding active military leave. If a 42 bargaining unit member has left the District and is rehired, seniority date of hire shall begin on the 43 date of rehire within class in a permanent position. (Board ratified 12/11/02) 44 45 15.2.3 In case of two (2) or more bargaining unit members having identical seniority, the seniority 46 shall be determined by lot. 47

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1 15.2.4 The seniority list shall be prepared and posted in two (2) segments: the first shall be an 2 alphabetical listing by bargaining unit member name together with date of hire status in each class 3 and higher class(es); the second shall be a listing by class with each bargaining unit member ranked 4 within the class on basis of date of hire. (Board ratified 12/11/02) 5 6 15.2.5 The seniority lists shall be posted at the end of each fiscal year, and normally thirty (30) 7 days in advance of a layoff, but in any circumstance at least two (2) weeks prior to the effective date 8 of any layoff. The Association shall receive a copy at the time of posting. 9 10 15.3 NOTICE OF LAYOFF 11 12 15.3.1 When as a result of the expiration of a specially funded program, bargaining unit members' 13 positions must be eliminated at the end of any school year, and bargaining unit members shall be 14 subject to layoff for lack of funds, the bargaining unit members to be laid off at the end of such 15 school year shall be given written notice on or before April 29 informing them of their layoff 16 effective at the end of such school year and of their displacement rights, if any, and reemployment 17 rights. 18 19 However, if the termination date of any specially funded program is other than June 30, such notice 20 shall be given not less than forty-five (45) days prior to the effective date of their layoff. (Board 21 ratified 6/8/05) 22 23 15.3.2 When, as a result of a bona fide reduction or elimination of the service being performed by 24 any department, bargaining unit members shall be subject to layoff for lack of work, affected 25 bargaining unit members shall be given notice of layoff not less than forty-five (45) days prior to 26 the effective date of layoff, and informed of their displacement rights, if any, and reemployment 27 rights. (Board ratified 6/8/05) 28 29 15.3.3 Nothing herein provided shall preclude a layoff for lack of funds in the event of an actual 30 and existing financial inability to pay salaries of bargaining unit members, nor layoff for lack of 31 work resulting from causes not foreseeable or preventable by the Governing Board, without the 32 notice required by aforementioned subsections. 33 34 15.3.4 The layoff notice shall contain: a statement of the effective date of layoff; a statement of 35 "bumping," reemployment and unemployment benefits rights; a statement of seniority posting 36 information; and reason for layoff. 37 38 15.4 REEMPLOYMENT AND OTHER RIGHTS 39 40 15.4.1 Bargaining unit members laid off because of lack of work or lack of funds are eligible for 41 reemployment for a period of thirty-nine (39) months and shall be reemployed in preference to new 42 applications. In addition, such bargaining unit members laid off have the right to apply and be 43 interviewed for positions within the District during the period of thirty-nine (39) months. 44 45 15.4.2 Bargaining unit members who take voluntary demotions or voluntary reductions in assigned 46 time in lieu of layoff or to remain in their present positions rather than voluntarily be reclassified or 47 reassigned, shall be granted the same rights as bargaining unit members laid off and shall retain 48


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eligibility to be considered for reemployment for an additional period of twenty-four (24) months; 1 provided, that the same tests of fitness under which they qualified for appointment to the class shall 2 still apply. 3 4 15.4.3 Bargaining unit members who take voluntary demotions or voluntary reductions in assigned 5 time in lieu of layoff shall be, at the option of the bargaining unit member, returned to a position in 6 their former class or to positions with increased assigned time as vacancies become available, and 7 without limitation of assigned time. 8 9 15.4.4 Bargaining unit members who have had their hours reduced pursuant to 15.4.2 and 15.4.3 10 shall be placed on the reemployment lists and shall be considered for employment. 11 12 All bargaining unit members on the reemployment list shall have the right to apply and be 13 interviewed for positions vacant during their reemployment period. 14 15 15.4.5 A bargaining unit member may refuse an offer of reemployment to a specific position for 16 which eligible; however, refusal of two (2) offers of reemployment to the classification from which 17 laid off shall automatically cause removal from the list and the loss of any reemployment rights. 18 19 15.4.6 A bargaining unit member laid off from the District may maintain the health and welfare 20 benefits for a period of two (2) months from the last date of paid status. 21 22 15.4.7 Whenever a layoff occurs, subsequent vacancies within a classification affected by the 23 layoff shall be filled first by assignment from within the class, then from the reemployment list, and 24 then through promotion. 25 26 15.4.8 If the District utilizes substitutes, bargaining unit members who have been laid off shall be 27 used as substitutes if such bargaining unit members request placement on the substitute roster. 28 29 15.4.9 For the purpose of Section 15.4.7 prior to considering any applications from 30 nonemployment status ("off-campus"), the District shall give first preference to applications from 31 the reemployment list. Of all those applicants who are equally qualified, the most senior of those 32 equally qualified shall be selected, except in cases where one of the equally qualified applicants is 33 from the reemployment list, in which case the most senior qualified applicant from the 34 reemployment list shall be selected. 35 36 The above provision is intended to be implemented only when there are no bargaining unit members 37 eligible for reemployment in a class from which they have been laid off. 38 39 15.4.10 Offers of reemployment shall be made via the U.S. Mail Service, Certified Return Receipt, 40 and shall include the specific position and/or hours being offered, the rate of pay, level of benefits, a 41 current job description, and a mechanism for acceptance or refusal of the offer of reemployment 42 within the prescribed time limit, and a place for the bargaining unit member's signature. Failure to 43 return within ten (10) working days from date of service of offer of reemployment shall be deemed 44 a refusal of that offer of reemployment. 45 46 15.4.11 Refusal of an offer of reemployment less than held at time of layoff shall not constitute a 47 refusal of reemployment. 48


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1 15.4.12 The District shall post the notice of vacancies for the "on-campus" and "reemployment 2 list" unit members for a period of seven (7) working days at the main campus and at each Extended 3 Education Site. 4 5 15.4.13 Increased hours shall be offered to the most senior bargaining unit member, who has been 6 formerly reduced, from within the classification affected by the reduction and/or layoff. 7 8 Increased hours over and beyond the level at the time of reduction shall be offered to the most 9 senior bargaining unit member from the classification affected by the reduction and/or layoff. 10 11 15.5 RETIREMENT AND LAYOFF 12 13 Notwithstanding any other provision of law, any bargaining unit member who was subject to being, 14 or was in fact, laid off for lack of work or funds and who elected service retirement from the Public 15 Employees' Retirement System shall be placed on an appropriate reemployment list. The District 16 shall notify the Board of Administration of the Public Employees' Retirement System of the facts 17 that retirement was due to layoff for lack of work or of funds. If the bargaining unit member is 18 subsequently subject to reemployment and accepts, in writing, the appropriate vacant position, the 19 District shall maintain the vacancy until the Board of Administration of the Public Employees' 20 Retirement System has properly processed his/her request for reinstatement from retirement. 21 22 15.6 MISCELLANEOUS PROVISIONS 23 24 15.6.1 This agreement shall not be construed as a waiver of the right of the Association to bargain 25 over any future reduction in hours of bargaining unit members. 26 27 15.6.2 Upon reemployment from layoff, a bargaining unit member shall advance to the next step on 28 the salary schedule on the ensuing July 1. 29 30 15.6.3 In the event of reinstatement of a bargaining unit member on layoff or reduction, all sick 31 leave accumulation shall be credited back to the bargaining unit member up to twenty-four (24) 32 months of layoff. 33 34 15.6.4 It is the intent of the parties that the District has the right to direct the work force in order to 35 provide services; and in providing such services, it is the intent that the utilization of non-bargaining 36 unit persons shall not result in the arbitrary or capricious displacement of laid-off or reduced 37 bargaining unit members, or the arbitrary or capricious denial of recall rights of bargaining unit 38 members on the recall list. 39 40 15.7 ERRONEOUS LAYOFF 41 42 Any bargaining unit member who is erroneously laid off, in accordance with this article, shall be 43 reemployed immediately upon discovery of the error and shall be reimbursed for all loss of salary 44 and benefits. 45

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ARTICLE XVI – GRIEVANCE PROCEDURE 1 2 3 16.1 When a bargaining unit member believes he/she has a grievance, he/she may present said 4 grievance only through the Association. Nothing shall be construed to limit the right of a 5 bargaining unit member to informally discuss any grievable matter with his/her immediate 6 supervisor, prior to Step One. The Association shall submit grievances to the District in accordance 7 with the following procedures: 8 9 16.1.1 STEP ONE 10 11 The Association shall submit the grievance orally to the immediate supervisor who is responsible or 12 whose employees are responsible for the action being grieved. If the grievance is not satisfactorily 13 adjusted informally, within three (3) working days, the grievance may proceed to Step Two. 14 15 16.1.2 STEP TWO 16 17 Only the Association may submit the grievance, in writing, to the supervisor named in the 18 grievance, with copies to all supervisors concerned and the appropriate Administrator(s). If the 19 grievance is not satisfactorily adjusted, the supervisor shall reduce to writing his/her response to the 20 Association within three (3) working days of the initial submission of the written grievance. 21 22 16.1.3 STEP THREE 23 24 If the grievance is not satisfactorily adjusted at this point, or if the supervisor fails to respond in 25 accordance with Step Two, only the Association may submit the grievance, in writing, to the 26 Administrator to whom the supervisor named in the grievance reports. The written grievance shall 27 be made within five (5) working days of the response from the supervisor, or within five (5) 28 working days after the supervisor fails to respond in accordance with Step Two. Within five (5) 29 working days after the receipt of the grievance at Step Three, the next level of supervision shall 30 hold a meeting at which the grievant, representative(s) designated by the Association, the supervisor 31 named in the grievance and supervisor(s) of the grievant, including the appropriate 32 Administrator(s), shall be present to discuss and seek to resolve the grievance. The grievant and the 33 Association shall be notified, in writing, of the response to Step Three within five (5) working days 34 after the meeting. 35 36 16.1.4 STEP FOUR 37 38 If the grievance is not satisfactorily adjusted at Step Three or if the procedures called for at Step 39 Three are not followed, only the Association may submit the grievance, in writing, to the 40 Superintendent/ President. The written grievance shall be made within five (5) working days of the 41 receipt of the response at Step Three or within five (5) working days after the time periods called 42 for in Step Three have passed. Within five (5) working days of the receipt of the grievance at Step 43 Four, the Superintendent/President and the appropriate Administrator shall meet with the grievant 44 and representative(s) designated by the Association in an attempt to resolve the grievance. The 45 grievant and the Association shall be notified, in writing, of the response to Step Four within five 46 (5) working days after the meeting. 47

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16.1.5 STEP FIVE - ARBITRATION 1 2 In the event that the grievance is not satisfactorily adjusted at Step Four, only the Association may 3 submit a request, in writing, to the Superintendent/President that the grievance be submitted to 4 arbitration. The request shall be made within five (5) working days of the receipt of the response at 5 Step Four or the failure of the District to timely respond. The District and the Association shall 6 immediately select a mutually acceptable arbitrator. If the District and the Association are unable to 7 agree upon an arbitrator within ten (10) days of the request for arbitration, the parties shall request a 8 list of seven (7) arbitrators from the State Mediation and Conciliation Service. The selection of the 9 arbitrator from the list shall be made by the alternate striking method. 10 11 Both parties agree that subject to the provision of the Code of Civil Procedure of the State of 12 California, the arbitration award resulting from this procedure shall be final and binding on all 13 parties. The costs of arbitration shall be borne equally by the Association and the District. 14 15 16.1.6 GENERAL PROVISIONS 16 17 1. Failure to Meet Timelines 18 19 If the Association fails to respond to, or meet, a timeline under any step in this Article, the 20 grievance shall be deemed withdrawn. If the District fails to respond to, or meet, a timeline under 21 any step in this Article, the grievance shall automatically proceed to the next step. 22 23 2. Retroactive Compensation 24 25 Any award of retroactive compensation shall be limited to the sixty (60) days in which the 26 bargaining unit member was in a paid status immediately preceding the initiation of Step One of 27 this grievance procedure. 28 29 3. Resolutions to Grievances 30 31 Resolutions to all grievances, at any level, shall be reduced to writing and signed by 32 representatives of the District and the Association. 33

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ARTICLE XVII – WORKING CONDITIONS 1 2 3 17.1 TRIP ASSIGNMENT 4 5 Motor pool drivers shall be assigned to trips, as needed, taking into consideration Interstate 6 Commerce Commission regulations pertaining to hours of service. Trip assignments shall be 7 distributed and rotated as equally as possible. (Board ratified 7/18/16) 8 9 17.2 STANDBY TIME 10 11 17.2.1 Bus drivers on trips who are required to remain on standby for the duration of the event for 12 which the trip is made, shall be paid for all standby hours at their regular rate of pay. Whenever any 13 combination of driving and standby hours in a day exceeds the established workday as defined in 14 Section 7.1, all excess hours shall be compensated at the appropriate overtime rate and based on the 15 bargaining unit member's regular rate of pay. (Board ratified 7/18/16) 16 17 17.2.2 The bus driver shall provide the staff member officially in charge of the trip with the 18 telephone number and/or location where he/she plans to spend the night. 19 20

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ARTICLE XVIII – SAFETY CONDITIONS OF EMPLOYMENT 1 2 3 18.1 DISTRICT COMPLIANCE 4 5 The District shall conform to, enforce, and inform bargaining unit members of all health and safety 6 requirements imposed by state and federal law. The bargaining unit member shall comply with, as 7 directed by his/her supervisor, all health and safety requirements imposed by state and federal law. 8 9 If these regulations require special safety devices or equipment, they shall be provided by the 10 District. 11

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ARTICLE XIX – MISCELLANEOUS PROVISIONS 1 2 3 19.1 If any provision of this contract or the application of such provision to any bargaining unit 4 members or circumstances shall be held invalid, the remainder of this contract or the application of 5 such provision to bargaining unit members or circumstances other than those as to which it is held 6 invalid shall not be affected thereby. 7 8 19.2 It is agreed that during the term of this agreement the bargaining unit members shall not 9 engage in a strike, work stoppage, or concerted slowdown; and that the District shall not engage in a 10 lockout. 11 12 19.3 During the term of this agreement, except as provided herein, the Association expressly 13 waives and relinquishes the right to meet and negotiate and agrees that the District shall not be 14 obligated to meet and negotiate with respect to any subject or matter, whether referred to or covered 15 in this agreement or not, even though each subject or matter may not have been within the 16 knowledge or contemplation of either or both the District or the Association at the time they met 17 and negotiated on and executed this agreement, and even though such subjects or matters were 18 proposed and later withdrawn. This provision is not intended to allow the District to engage in 19 unilateral changes of mandatory subjects of bargaining on issues which have not been negotiated by 20 the parties. 21 22 19.4 Except as otherwise agreed to in this agreement, it is understood and agreed that the District 23 retains all of its powers and authority to direct, manage, and control to the full extent of the law. 24 Included in, but not limited to, those duties and powers is the right to: determine the times and hours 25 of operation; establish its educational policies, goals and objectives; insure the rights and 26 educational opportunities of students; determine staffing patterns and personnel requirements; 27 maintain the efficiency of District operation; determine the curriculum; build, move, or modify 28 facilities; establish budget procedures and determine budgetary allocation; determine the methods of 29 raising revenue; contract out work as legally allowed under the education and government codes. 30

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ARTICLE XX – EMPLOYER/EMPLOYEE RELATIONS COMMITTEE 1 2 3 20.1 There shall be a committee established consisting of members appointed by the Association 4 and members appointed by the District. 5 6 20.2 The committee shall meet on a monthly basis. Scheduled meetings may be canceled by 7 mutual agreement, and additional meetings may be scheduled by mutual agreement. 8 9 20.3 The committee shall establish a monthly agenda and shall maintain appropriate records of 10 scheduled committee meetings. 11 12 20.4 The sole purpose of the committee is to maintain a channel of communication between the 13 District and the Association and thus provide a forum for discussion between the parties on areas 14 pertinent to employer/employee relations. 15 16 20.5 The District and Association agree that it is not the intent of this article to change the 17 provisions of this agreement nor does this article supersede the purpose and intent of Section 19.3 18 herein. 19

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ARTICLE XXI - NEGOTIATIONS 1 2 3 21.1 TERM OF THE CONTRACT 4 5 The new term of the contract shall be from July 1, 2016 through June 30, 2019, and thereafter shall 6 continue in effect year by year unless the parties wish to proceed in accordance with the Reopening 7 Provisions as stated in Article 21.2. Not later than March 15 of the calendar year in which this 8 contract expires, the District's negotiator shall meet with the Association for the purpose of 9 establishing a calendar of meeting dates for the year. This calendar can be modified by mutual 10 consent. (Board ratified 7/18/16) 11 12 21.2 REOPENING PROVISIONS 13 14 There shall be no reopeners for 2017-2018 and 2018-2019. 15

CLASSIFIED PERSONNEL

PERFORMANCE EVALUATION AND DEVELOPMENT GUIDE The purpose of the Performance Evaluation and Development is to provide means for formally assessing the employee's performance. It has the primary aim of helping the employee maintain and improve both work performance and satisfaction in his or her present job assignment. In addition to helping the employee, the program also benefits the supervisor, the institution, the education of students, and the public. TO THE EMPLOYEE As an employee of Shasta College, you play a very important role in the education of students. It is therefore important that you do your work to the best of your ability. In order to perform effectively you need qualities such as a high degree of skill, the ability to apply that skill and the ability to work cooperatively with others. This evaluation report is intended to give you a clear picture of your performance as viewed by your supervisor. It should also serve as a guide for success in your work. It is commendable to aim for the highest possible evaluation in your current position. TO THE SUPERVISOR Employees work most effectively when they know what is expected from them and how their supervisor feels about their performance. Employee's potential promotion, development, and permanency require that accurate records concerning his/her performance be maintained. Evaluation should include also employee's strong points and areas where improvement may be recommended. The evaluation program should be of significant value to you: it provides for a systematic basis for two-way communication between employee and you, increases employee's motivation and job satisfaction and should result in a better operation for your department. INTRODUCTION The most valuable asset of the College is its employees. Classified employees in partnership with faculty and management provide students and the public with a vital service necessary for the total educational process. The College's success in providing an effective service is directly related to the ability and skills of its employees. Improving this ability and skill is an important objective of the College, and the responsibility for bringing it about is shared by each employee as well as by each member of management. The Performance Evaluation and Development Program is a tool to assist both the employees and the supervisors in carrying out this responsibility. It aids the employee in his/her growth and development by appraising all phases of his/her performance and then by following through with constructive discussion and guidance. EVALUATION When employed or assuming a new assignment, the first step is a discussion between the employee and supervisor so that the employee fully understands the requirements of the job. Job expectations are normally stated as specific goals to accomplish, or as areas of responsibility basic to the job. The discussion should clarify the importance of each responsibility, the relative emphasis and priority of each. The key is to have a common understanding between employee and supervisor of job requirements and how the employee will direct his/her efforts to achieve them.

Performance Evaluation and Development Guide Classified Personnel

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Whenever there is a good reason for the employee and the supervisor to discuss performance, a review should be held. As an employee, when you have questions or concerns, you should feel free to ask your supervisor for help and, when necessary, for a review. These ongoing discussions can help you be sure you are moving in the right direction and that problems are addressed as soon as they arise. The first performance evaluation for probationary employees will take place not later than 90 days after initial employment. The last evaluation will be performed during the 8th month of employment. For employees promoted into a higher classification, the evaluation period is 90 days and 150 days after initial employment. Evaluations of all permanent employees will be made annually. When your performance plan period is over, your supervisor will review your accomplishments in your job and will evaluate and rate your performance. The following is a sequential procedure each supervisor should follow to accomplish an objective evaluation:

Ensure that the job description for the position to be rated is current. Keep in mind the duties and responsibilities of the position as you rate the person on each factor. The supervisor prepares the Performance Evaluation form. This form is self-explanatory. Ensure that ratings are supported by comments and specific examples in spaces provided.

Front Page: DEFINITION--List major responsibilities for appraisal period. OVER-ALL PERFORMANCE RATING--Using the job description and the employee's performance of the assigned duties, the immediate supervisor rates the overall performance. The rating should reflect individual ratings for each performance factor on pages two and three. Supporting observation, i.e. comments and specific examples must be provided for all ratings. If the supervisor asks other management for comments then check appropriate line (appraisal made by ...). When a "Fair" or Unsatisfactory" rating is given, the employee should be re-evaluated within 90 days to determine whether there has been improvement. RECOMMENDATION--Check appropriate line and complete as indicated.


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Pages Two and Three: Rate individual factors according to rating scale shown at top of page two. In cases where continued performance is "Unsatisfactory", the immediate supervisor should consult with the vice president to determine the appropriate action to be taken. Provide appropriate comments, examples and specific accomplishments of the employee for all ratings. Page Four: Self-explanatory and should be completed with comments as appropriate. DEVELOPMENT--The Employee/Supervisor discussion should now be held. The real payoff in the evaluation process comes through the action taken to assist the employee to develop himself/herself into a more useful member of the employee group. The primary purpose of the program is to assist the employee in his/her growth and development. The appraisal should therefore be used to this end. Most employees want to know how they are getting along--to talk frankly with someone in authority about their jobs. Such discussions, properly conducted, will build better understanding between supervisor and employee. This is especially true if the employee is told about his/her strong points as well as the ones that need improvement. In cases where the employee has made significant accomplishments beyond the assigned job, the supervisor should record and consider them in assessing the overall performance. As a result of the periodic reviews during the year, the evaluation and the rating should be what is expected. But if the employee disagrees, the supervisor should be told. It is important to discuss the reasons for disagreement. After discussing the rating for the previous period, the supervisor will discuss the strengths--the things the employee does that have the most positive effect on performance--and will suggest some areas where extra effort could have a significant influence on the employee’s ability to improve performance. The employee should consider these as constructive suggestions for the future rather than criticism of the past. At the conclusion of the interview, the employee will have the opportunity to review the completed evaluation form. After the interview, the document will be sent for review and comment to the appropriate vice president. It then will be filed in the employee’s personnel file. DEVELOPMENT An important responsibility of every supervisor is to provide career counseling and development guidance to each employee. The completed evaluation form may in itself indicate the areas for development. Awareness of career interests will assist the supervisor to provide meaningful guidance to the employee.


4

SUMMARY The Performance and Evaluation program is designed to help assure that the employee is treated as an individual in his/her career with Shasta College. It is intended to accomplish three specific goals: Let the employee know what's expected in the present job and ways to do that job better. Rate performance on the basis of actual contributions to the College. Help the employee develop talents to achieve maximum potential. APPLICATION--SUPERVISION In order to fulfill the objectives of the Performance Evaluation and Development, it is necessary that the results of the evaluation accurately reflect the individual's performance and that these results are discussed with the employee in an objective manner. PLANNING FOR DISCUSSION--The Supervisor who conducts the discussion should prepare beforehand. He/she should carefully plan an approach best suited to the individual. He/she should make every effort toward a constructive discussion--one that will foster mutual understanding and respect. The time should be selected so that the discussion will not be hurried or interrupted. The discussion should be conducted in private and the employee put at ease. THE DISCUSSION--Be sure the employee understands the real purpose of the Performance Evaluation and Development Program, and how appraisals are made. He/she should be told that this particular discussion is a part of that program. In discussing the appraisal, show appreciation for each element of good performance. Explain fully the reason for the appraisal on each point. Do not dwell at length on past failures, if any, unless there is a good reason for doing so. Give the employee every opportunity to ask questions and express his/her own feelings. Guide the discussion into suggestions and plans for improvement and progress. A successful discussion of the appraisal will inspire in the employee the feeling that his/her supervisor is interested in him/her as an individual and in helping him/her improve. Ask the employee to acknowledge that the performance evaluation discussion was held. Complete the section and provide other comments if any. Indicate comments by the employee. Sign the form and forward it to the appropriate vice president.


5

APPENDIX A OVER-ALL PERFORMANCE LEVEL DEFINITION: The following phrases are descriptive of the various performance areas. The performance areas are meant to define overall level of performance. Supervisors should review the various descriptive phrases and decide which group of phrases best describes the overall performance of the rated employee. PERFORMANCE UNSATISFACTORY: Use of this performance area implies that the employee:

Has been on the job long enough to show better performance and should be told immediate improvement is needed to avoid corrective action. Is creating a morale problem with those who have to help carry the load (including yourself). Doesn't seem to have the drive or the know-how to do the job and might be better off in some other job. More than likely recognizes that the job is not getting done satisfactorily. Just doesn't seem to grasp the situation no matter how many times you explain things. Has had adverse comments from outsiders concerning performance. Seems to make one goof after another, some of them repeats. Apparently does not have the background to grasp the work.

PERFORMANCE FAIR: Use of this performance area implies that the employee:

Is performing not really poorly, but if all employees were of this performance level, the area would be in trouble. Needs to improve, but in the meantime, the job usually gets done. Is “carried” by others on occasion. Can't always be depended on to complete assignments without frequent reminding and checking on progress. Has not been on the job long enough to have developed thorough familiarity and competence in all phases of position to which exposed.


6

PERFORMANCE SATISFACTORY: Use of this performance area implies that the employee:

Is doing a full, complete and satisfactory job. The performance is what is expected of a fully qualified and experienced person in the assigned position. Does not need or require significant improvement. If there is improvement, it is a plus factor for the department's effectiveness. If not, there is no reason to complain. Is good and contributes to total departmental performance. Almost never get complaints form others with whom the employee interacts. Errors are few and seldom repeated. Demonstrates a sound balance between quality and quantity. Does not spend undue time on unimportant items; neglecting problems or projects that should have priority. Makes inputs you can quote with confidence. Requires only normal supervision and follow-up and almost always completes the work or projects on schedule. Has shown competence in all phases of position to which exposed. Is a good solid member of the team and can perform any kind of assignment within the scope of the grade.

PERFORMANCE ABOVE AVERAGE: Use of this performance area implies that the employee:

Meets all and exceeds many position requirements on a continuing basis even on some of the most difficult and complex parts of the job. Regularly accomplishes more than expected. Often provides "extras" in performance of assigned responsibilities and is a self-starter. Normally does a thorough and complete job with minimum direction. Thinks beyond the details of the assignment and works toward the overall objectives of the department. Is usually able to take on some extra projects and tasks without defaulting in any of the regular activity fields. Is considered promotable in the near future based on demonstrated performance.


7

PERFORMANCE SUPERIOR: Use of this performance area implies that the employee:

Significantly exceeds all position requirements on a continuing basis even on the most difficult and complex parts of the job and seizes the initiative in development and in implementation of challenging work goals. Demonstrates a knowledge that normally can be gained only through long periods of experience in the particular type of work. Thoroughly completes each project or job tackled with little or no supervision, including those that are newly assigned. Regularly takes on additional projects and tasks without defaulting on the normal activity fields. Shows exceptional authority of knowledge. Does most of his/her own advance planning, anticipates problems and takes appropriate action. Makes contributions outside the scope of the job and recognizes and anticipates the impact of actions taken. Is ready for promotion.

HINTS ABOUT APPRAISAL: Even with a definition of the rating terms, which may help in recognizing the various degrees of performance, the supervisor should be aware of the type of error that may creep into the appraisal and influence otherwise sound judgment. Supervisors need to be alert to the following defects in appraisals which experience shows are the most often encountered.

1. The leniency tendency is the most common appraisal error and results from the desire to

protect the person being appraised, or perhaps the supervisor may not understand good appraisal methods, or feels that a group rated high reflects credit on the supervisor. The supervisor may also be influenced more by personality and individual potential than by contributions actually made.

2. The halo effect results from giving undue weight or influence to a recent incident or

accomplishment rather than making the appraisal from observation and experience covering the whole period.

3. The critical incident type of appraisal reflects situations where undue emphasis is given to a

recent error or unfortunate incident. 4. The central tendency results from being unwilling to judge that some persons are more or

less effective than others. The appraiser likes to consider that people are all about average rather than determining which are exceptionally good or exceptionally poor. This may indicate an actual lack of knowledge about performance, or it may reflect a desire to take the easy way out, to play safe, or fail to take adequate time to analyze and make a good judgment.


8

5. The severe tendency occurs when the supervisor has very high and rigid standards and perhaps fears being put in a bad light if the appraisal rating is too high.

6. Constant ratings are similar to central ratings but may be reflected in either high, low or

central ratings. Such appraisals usually are made by those who place a special premium on length of service, thus penalizing short service, or may result from the feeling that a person in a high-grade position must be doing an extremely effective job and that a person in a low-grade position must be less effective.

- Confidential -SHASTA COLLEGE

Classified PersonnelPERFORMANCE EVALUATION AND DEVELOPMENT

Annual Interim Probationary

Evaluation period covered:

From: To:

Employment date: Time in present position:

Name:

Position Title:

Department/Division:

DEFINITION Position: Duties and Responsibilities (describe briefly major objectives of this job)

Overall Performance RATING – Summarize by rating the employee against the total requirements of his/her present job:

Supporting Observation: * Superior performanceOne of the very best

* Above AverageConsistently well above what is expected

* SatisfactoryMeets the requirements of the job

* FairGenerally okay, but some improvement needed

* UnsatisfactoryNot up to requirements of the job

* These ratings must be substantiated by supporting observation and examples.

Conference with employee on:

* Appraised also by:

For factors:

Appraisal made by: Immediate Supervisor heldGroup Appraisal, including Supervisor *

RECOMMENDATION: Employee Comments: yes attached noneRetention in this position

Placement on the next salary step:

Evaluated by:Non-retention

For office use only (payroll data):

Classification: Range

Current Step

* Next Step (if due)

$

$

$

* To be granted if due and performance satisfactory or better

Note:

Immediate Supervisor Signature Date

Page 1 Employee Signature Date

PERFORMANCE EVALUATION (To be based on appropriate list of job duties and responsibilities developed from Job Descriptionand assignment which provide a common understanding of the job objectives.)

Rating Scale

1. Outstanding – Superior performance; significantly exceeds job requirements.2. Above Average – Consistently well above what is expected.3. Satisfactory – Meets the requirements of the job. Properly trained and qualified employees are

expected to meet this level.4. Fair – Improvement needed.5. Unsatisfactory – Not up to required standards of the job; performance unacceptable.

Performance Factors Performance Level Supporting Observation

1 2 3 4 5

5

1. JOB KNOWLEDGEUnderstanding of all phases of his/her work and related matters. Knowledge applied with respect to total job.

12345

2. QUALITY OF WORKThoroughness, neatness, accuracy, meeting accepted expectations of the position (Acceptability of work produced).

1234

12345

3. JOB EFFORTWork output – relative to schedules, expectations – under normal conditions (Amount of acceptable work).

12345

4. INITIATIVESelf starting and acting on own. Amount of direction needed.


7. ATTENDANCE 345

345

8. SAFETYUnderstanding and application of safe practices – observes safety rules.

5. JUDGMENTAdequacy of judgment applied as required by job responsibilities.

12345

6. COOPERATION andSupport to others relative to job responsibilities. Effectiveness in working with others. Attitude towards work.

12345

Performance Factors Performance Level Supporting Observation

1 2 3 4 5

Following items only for SUPERVISORY Personnel evaluation

9. LEADERSHIPAbility and effective-ness as a supervisor. Ability to lead and train others and to get results through teamwork.

12345

12345

10. PLANNING & ORGANIZATIONOrganizes and plans work effectively; makes sound decisions; acts on basis of facts; plans for long-range results. Analytical ability; ability to communicate.


Employee’s major work-related STRENGTHS Employee’s major work-related areas that need strengthening:

Additional achievements and qualifications – describe other factors not brought out in previous sections, thought to be important to his/her effectiveness in current job.

DEVELOPMENT Discussion Summary:

Concerning employee’s development in his/her present assignment:

a) On what factors was it agreed to try and improve?:

b) What development activities were planned with and for the employee to help him/her develop him/herself on these factors?:

c) Employee’s desires, job preferences, attitude, self-development activities, etc.:

COMMENTS:

Potential: How would you evaluate this person’s potential--the capacity for advancement? (Consider basic abilities, interest in advancement, previous training, knowledge of the job, proficiency in skills and techniques, etc.) For what particular jobs and when ready?Supporting Observation:

Employee comments, if any: ____________________________________________________________________________

____________________________________________________________________________________________________(Use additional pages as needed.)

This evaluation and development report has been discussed with me.Discussed with the employee by:

Signature Date Employee Signature Date

NOTE: Signature of employee acknowledges only that the evaluation was discussed and that a copy has been reviewed. The signature is not an indication that the employee concurs with the contents.

Adopted by Board 4/26/78Page 4

Shasta-Tehama-Trinity Community College DistrictClassified Salary Schedule 2017-2018

Effective 7/1/2017 Board Approved 6/14/17, Last Updated 6/14/17

Range Range Hrly Rate

Year Month Year Month Year Month Year Month Year Month Step 214 25,000.00 2,083 26,250.00 2,188 27,562.50 2,297 28,940.63 2,412 30,387.66 2,532 14 12.0215 25,625.00 2,135 26,906.25 2,242 28,251.56 2,354 29,664.14 2,472 31,147.35 2,596 15 12.3216 26,265.63 2,189 27,578.91 2,298 28,957.85 2,413 30,405.74 2,534 31,926.03 2,661 16 12.6317 26,922.27 2,244 28,268.38 2,356 29,681.80 2,473 31,165.89 2,597 32,724.18 2,727 17 12.9418 27,595.32 2,300 28,975.09 2,415 30,423.84 2,535 31,945.03 2,662 33,542.29 2,795 18 13.2719 28,285.21 2,357 29,699.47 2,475 31,184.44 2,599 32,743.66 2,729 34,380.84 2,865 19 13.6020 28,992.34 2,416 30,441.95 2,537 31,964.05 2,664 33,562.25 2,797 35,240.36 2,937 20 13.9421 29,717.14 2,476 31,203.00 2,600 32,763.15 2,730 34,401.31 2,867 36,121.37 3,010 21 14.2922 30,460.07 2,538 31,983.08 2,665 33,582.23 2,799 35,261.34 2,938 37,024.41 3,085 22 14.6423 31,221.57 2,602 32,782.65 2,732 34,421.79 2,868 36,142.87 3,012 37,950.02 3,163 23 15.0124 32,002.11 2,667 33,602.22 2,800 35,282.33 2,940 37,046.45 3,087 38,898.77 3,242 24 15.3925 32,802.17 2,734 34,442.27 2,870 36,164.39 3,014 37,972.61 3,164 39,871.24 3,323 25 15.7726 33,622.22 2,802 35,303.33 2,942 37,068.50 3,089 38,921.92 3,243 40,868.02 3,406 26 16.1627 34,462.78 2,872 36,185.91 3,015 37,995.21 3,166 39,894.97 3,325 41,889.72 3,491 27 16.5728 35,324.35 2,944 37,090.56 3,091 38,945.09 3,245 40,892.35 3,408 42,936.96 3,578 28 16.9829 36,207.45 3,017 38,017.83 3,168 39,918.72 3,327 41,914.65 3,493 44,010.39 3,668 29 17.4130 37,112.64 3,093 38,968.27 3,247 40,916.69 3,410 42,962.52 3,580 45,110.65 3,759 30 17.8431 38,040.46 3,170 39,942.48 3,329 41,939.60 3,495 44,036.58 3,670 46,238.41 3,853 31 18.2932 38,991.47 3,249 40,941.04 3,412 42,988.09 3,582 45,137.50 3,761 47,394.37 3,950 32 18.7533 39,966.25 3,331 41,964.57 3,497 44,062.80 3,672 46,265.94 3,855 48,579.23 4,048 33 19.2134 40,965.41 3,414 43,013.68 3,584 45,164.37 3,764 47,422.58 3,952 49,793.71 4,149 34 19.6935 41,989.55 3,499 44,089.02 3,674 46,293.47 3,858 48,608.15 4,051 51,038.56 4,253 35 20.1936 43,039.28 3,587 45,191.25 3,766 47,450.81 3,954 49,823.35 4,152 52,314.52 4,360 36 20.6937 44,115.27 3,676 46,321.03 3,860 48,637.08 4,053 51,068.94 4,256 53,622.38 4,469 37 21.2138 45,218.15 3,768 47,479.06 3,957 49,853.01 4,154 52,345.66 4,362 54,962.94 4,580 38 21.7439 46,348.60 3,862 48,666.03 4,056 51,099.33 4,258 53,654.30 4,471 56,337.02 4,695 39 22.2840 47,507.32 3,959 49,882.68 4,157 52,376.82 4,365 54,995.66 4,583 57,745.44 4,812 40 22.8441 48,695.00 4,058 51,129.75 4,261 53,686.24 4,474 56,370.55 4,698 59,189.08 4,932 41 23.4142 49,912.38 4,159 52,407.99 4,367 55,028.39 4,586 57,779.81 4,815 60,668.80 5,056 42 24.0043 51,160.18 4,263 53,718.19 4,477 56,404.10 4,700 59,224.31 4,935 62,185.52 5,182 43 24.6044 52,439.19 4,370 55,061.15 4,588 57,814.21 4,818 60,704.92 5,059 63,740.16 5,312 44 25.2145 53,750.17 4,479 56,437.68 4,703 59,259.56 4,938 62,222.54 5,185 65,333.67 5,444 45 25.8446 55,093.92 4,591 57,848.62 4,821 60,741.05 5,062 63,778.10 5,315 66,967.01 5,581 46 26.4947 56,471.27 4,706 59,294.84 4,941 62,259.58 5,188 65,372.56 5,448 68,641.18 5,720 47 27.1548 57,883.05 4,824 60,777.21 5,065 63,816.07 5,318 67,006.87 5,584 70,357.21 5,863 48 27.8349 59,330.13 4,944 62,296.64 5,191 65,411.47 5,451 68,682.04 5,724 72,116.14 6,010 49 28.5250 60,813.38 5,068 63,854.05 5,321 67,046.75 5,587 70,399.09 5,867 73,919.05 6,160 50 29.2451 62,333.72 5,194 65,450.40 5,454 68,722.92 5,727 72,159.07 6,013 75,767.02 6,314 51 29.9752 63,892.06 5,324 67,086.66 5,591 70,441.00 5,870 73,963.05 6,164 77,661.20 6,472 52 30.7253 65,489.36 5,457 68,763.83 5,730 72,202.02 6,017 75,812.12 6,318 79,602.73 6,634 53 31.4954 67,126.60 5,594 70,482.93 5,874 74,007.07 6,167 77,707.43 6,476 81,592.80 6,799 54 32.2755 68,804.76 5,734 72,245.00 6,020 75,857.25 6,321 79,650.11 6,638 83,632.62 6,969 55 33.0856 70,524.88 5,877 74,051.12 6,171 77,753.68 6,479 81,641.36 6,803 85,723.43 7,144 56 33.9157 72,288.00 6,024 75,902.40 6,325 79,697.52 6,641 83,682.40 6,974 87,866.52 7,322 57 34.7558 74,095.20 6,175 77,799.96 6,483 81,689.96 6,807 85,774.46 7,148 90,063.18 7,505 58 35.6259 75,947.58 6,329 79,744.96 6,645 83,732.21 6,978 87,918.82 7,327 92,314.76 7,693 59 36.5160 77,846.27 6,487 81,738.59 6,812 85,825.51 7,152 90,116.79 7,510 94,622.63 7,885 60 37.43

Longevity pay in accordance with Article 8.8 of the Classified Employees' Contract

Step 3 Step 4 Step 5 Step 6Step 2

Form Template Updated February 28, 2017 jls

12-MONTH CLASSIFIED WORK SCHEDULE* *For Use for 12 Month Employees (For Less than 12 Month Classified Employees, See other Work Schedule Templates)

Fiscal Year 2017-2018 – July 1, 2017 through June 30, 2018

Name of Employee __________________________ Position Title ____________________

Beginning Date* 07/01/2017 Ending Date 06/30/2018 Beginning Date Ending Date

Beginning Date Ending Date Work Time

Report Time Lunch Time Report Time Quitting Time

Sunday Monday Tuesday Wednesday Thursday Friday Saturday

Beginning Date* Ending Date Beginning Date Ending Date

Beginning Date Ending Date Work Time

Report Time Lunch Time Report Time Quitting Time

Sunday Monday Tuesday Wednesday Thursday Friday Saturday

*Lunch and quitting time during school vacations are subject to change at the President’s direction and should not be reflected on the schedule.

Tentative Vacation Schedule: The following dates have been tentatively agreed upon for vacation during the 2017-2018 school year: __________________________________________________________________________________ Employee’s Signature: ________________________________________ Date: _______________ Supervisor’s Signature: _______________________________________ Date: _______________ Appropriate Administrator’s Signature: ___________________________ Date: _______________

Original to Human Resources – Copy to Supervisor & Employee

S M T W Th F S S M T W TH F S 1 H 2 3 4 5 6

2 3 H 5 6 7 8 7 F F F F F 13

9 10 11 12 13 14 15 14 H 16 17 18 19 20

16 17 18 19 20 21 22 21 22 23 24 25 26 27

23 24 25 26 27 28 29 28 29 30 31

30 31

S M T W Th F S S M T W TH F S 1 2 3 4 5 1 2 3

6 7 8 9 10 F 12 4 5 6 7 8 9 10

13 14 15 16 17 18 19 11 12 13 14 15 H 17

20 21 22 23 24 25 26 18 H 20 21 22 23 24

27 28 29 30 31 25 26 27 28

S M T W TH F S S M T W TH F S 1 2 1 2 3

3 H 5 6 7 8 9 4 5 6 7 8 F 10

10 11 12 13 14 15 16 11 12 13 14 15 16 17

17 18 19 20 21 22 23 18 19 20 21 22 23 24

24 25 26 27 28 29 30 25 26 27 28 29 30 31

S M T W TH F S S M T W TH F S

1 2 3 4 5 6 7 1 H 3 4 5 6 7

8 9 10 11 12 13 14 8 9 10 11 12 13 14

15 16 17 18 19 20 21 15 16 17 18 19 20 21

22 23 24 25 26 27 28 22 23 24 25 26 27 28

29 30 31 29 30


1 2 3 4 1 2 3 4 5

5 6 7 8 9 H 11 6 7 8 9 10 11 12

12 13 14 15 16 17 18 13 14 15 16 17 18 19

19 F F F H H 25 20 F 22 23 24 25 26

26 27 28 29 30 27 H 29 30 31


1 2 1 2

3 4 5 6 7 8 9 3 4 5 6 7 8 9

10 11 12 13 14 15 16 10 11 12 13 14 15 16

17 18 19 20 21 22 23 17 18 19 20 21 22 23

24 H H H 28 H 30 24 25 26 27 28 29 30

31

Fall Semester Total Days: Start/End of SemesterSpring Semester Total Days: Total Instructional Days: FLEX DayFLEX DaysAdministrative Total Working Days: H Holidays Spring Recess

All Academic Year Classified Employees must work 175 days. Please obtain Supervisor approval on annual work schedule form.**Holiday placement in-between semesters is subject to CSEA approvalBoard Approved 12/14/16 12/7/2016

1

15

16

11

15

25

26

28

29

10

20-22

23-24

Veterans Day Holiday (Obs.)

College Open; No Classes

Thanksgiving Holiday

16 Instructional Days

3 Floating FLEX Days

APRIL 2018

4

11

14

End of Fall Semester

Christmas Holiday

Christmas Eve Obs. Holiday

Admissions Day Obs

New Year's Eve Obs. Holiday


16

19

4

New Year's Day Holiday

Dr. M.L. King, Jr. Day Holiday

Spring Semester Begins

5 Floating FLEX Day


MAY 2018

9 Mandatory FLEX Day


Spring Break (Easter is 4/1)

Spring Break Holiday


Independence Day Observance

Mandatory FLEX Day (Academic Staff

Report)

Fall Semester Begins


Last Day of Spring Semester

Commencement

Memorial Day Holiday

1 Floating FLEX Day


OCTOBER 2017

Shasta College 2017-2018 All District Calendar

NOVEMBER 2017

JANUARY 2018

FEBRUARY 2018

MARCH 2018

JULY 2017

AUGUST 2017

SEPTEMBER 2017

Lincoln Day Holiday

Washington Day Holiday


Labor Day Holiday


8381

2-6


18

18

28

164

246

DECEMBER 2017 JUNE 2018

SHASTA-TEHAMA-TRINITY JOINT COMMUNITY COLLEGE DISTRICT

LEAVE REPORT - CLASSIFIED EMPLOYEES

Name: . Date:

A leavereport shall be submittedby all classified employees when leave is taken from your normal work assignment.The supervisor shall return the completed leave report form to the Human Resources Office.

Please Check Reason for Leave

a) Vacation

b) Sick

c) Doctor Appt. (Employee)

Date(s) of Leave Hour(s) of Leave

D

D

D

Dd) Personal Necessity (PN)

1. Dr. Appt. - Immediate Family Member2. Other compelling reason or

emergency

Explain:

D

D

d) Personal Business(upto3of7PNdays)

f) Leave Without Pay(May require Board approval)Explain:

D g) BereavementRelationship:

D h) OtherExplain:

Proof of Illness

Proofof illness or injury sufficient to necessitate absence from employment shall be given to the appropriate supervisor by theemployee upon return to work as follows:

If absent not more than five (5) successive days, the signed statement ofthe employee, at the discretion ofthe supervisor, will beaccepted as sufficient proof.

*If absent more than five (5) successive workdays, a physician's statement verifying proofof illness or injury sufficient to necessitateabsence from employment shall be attached to this Leave Report by the employee upon return to work, and submitted to theappropriate supervisor for approval.

Employee's Signature Appropriate Supervisor's Signature Date

(Please print two copies ofthis form. Return one to the HumanResources Office and retain other copy for your files.)

APPENDIX F

JOB CLASSES AND POSITION TITLES

TO BE POSTED AFTER FINALIZED

of 4

APPENDIX G

CLASSIFIED EMPLOYEES’ CONTRACT 2016 - 2019

INDEX

Page Abolition of positions ................................................................................................................................ 44 Academic year ............................................................................................................................................. 5 Access to employment files ......................................................................................................................... 8 Accrued vacation ....................................................................................................................................... 29 Accumulation of vacation .......................................................................................................................... 28 Additional holidays .................................................................................................................................... 30 Adjustment of assigned time ..................................................................................................................... 12 Administrative transfer .............................................................................................................................. 42 Anniversary dates .................................................................................................................................. 5, 28 Application for different position .............................................................................................................. 41 Arbitration .................................................................................................................................................. 50 Assignment to other work site ................................................................................................................... 42 Association rights ...................................................................................................................................... 11 Automobile insurance ................................................................................................................................ 21 Benefit plan continuation ........................................................................................................................... 27 Bereavement leave ..................................................................................................................................... 32 Blood drives ............................................................................................................................................... 34 Break in service ......................................................................................................................................... 36 Breaks ........................................................................................................................................................ 14 Bumping rights ...................................................................................................................................... 5, 46 Call back time ........................................................................................................................................ 5, 16 Call in time ............................................................................................................................................ 5, 16 Catastrophic leave bank ............................................................................................................................. 34 Change in work location ............................................................................................................................ 42 Class description .......................................................................................................................................... 5 Classification ............................................................................................................................................... 5 Classification, reclassification and abolition of positions ......................................................................... 44 Compensation – shift differential .............................................................................................................. 15 Custodial service areas – overtime ............................................................................................................ 15 Death of a member’s family ...................................................................................................................... 36 Definitions of transfer ................................................................................................................................ 42 Demotion ..................................................................................................................................................... 5 Dental appointments .................................................................................................................................. 34 Dental insurance ........................................................................................................................................ 24 Disability benefits (temporary) .................................................................................................................. 35 Distribution of job information .................................................................................................................. 40 District compliance (safety conditions) ..................................................................................................... 52 District reporting of sick leave and vacation ............................................................................................. 28

of 4

Page District’s right to determine times and hours of operation ........................................................................ 53 District’s right to direct work force ........................................................................................................... 48 Employer/employee relations committee .................................................................................................. 54 Employment data information sheet .......................................................................................................... 13 Erroneous layoff ........................................................................................................................................ 48 Evaluations .................................................................................................................................................. 9 Family care leave (unpaid) ........................................................................................................................ 39 Fiscal year and school year .......................................................................................................................... 5 Frequency of pay ....................................................................................................................................... 17 Grievance procedure .................................................................................................................................. 49 Grievance ..................................................................................................................................................... 5 Health and welfare benefits ....................................................................................................................... 24 Health insurance ........................................................................................................................................ 24 Hiring ......................................................................................................................................................... 40 Hold harmless .............................................................................................................................................. 4 Holiday compensation ............................................................................................................................... 30 Holiday eligibility ...................................................................................................................................... 30 Holidays on Saturday and Sunday ............................................................................................................. 30 Holidays .................................................................................................................................................... 30 Hours of employment ................................................................................................................................ 12 Illness and accident compensation ............................................................................................................. 17 Industrial accident and illness leave .......................................................................................................... 35 Industrial accident ........................................................................................................................................ 6 Insurance coverage .................................................................................................................................... 24 Interruption of vacation ............................................................................................................................. 30 Job description ............................................................................................................................................. 5 Jury duty .................................................................................................................................................... 32 Lack of work .............................................................................................................................................. 45 Lateral transfer ........................................................................................................................................... 42 Layoff and reemployment .......................................................................................................................... 45 Layoff procedures ...................................................................................................................................... 45 Leave of absence without pay .................................................................................................................... 37 Leaves ........................................................................................................................................................ 32 Longevity Pay ............................................................................................................................................ 18 Lost Checks ............................................................................................................................................... 17 Lunch periods ............................................................................................................................................ 14 Materials placed in files ............................................................................................................................... 8 Maternity leave .......................................................................................................................................... 35 Mediation ................................................................................................................................................... 50 Medical appointments ................................................................................................................................ 34 Medical benefits ......................................................................................................................................... 24 Membership dues ......................................................................................................................................... 3 Mileage compensation during temporary assignments .............................................................................. 22 Military leave ............................................................................................................................................. 32 Minimum call in time ................................................................................................................................ 16 Non-industrial accident or illness leave ..................................................................................................... 37

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Page Notice of layoff .......................................................................................................................................... 46 Offers of reemployment ............................................................................................................................. 46 Organizational rights ................................................................................................................................. 11 Overtime .............................................................................................................................................. 12, 14 Paid vacation .............................................................................................................................................. 28 Paternity leave ........................................................................................................................................... 37 Pay and allowances .................................................................................................................................... 17 Pay Increases ............................................................................................................................................. 18 Pay periods ................................................................................................................................................. 17 Payroll errors ............................................................................................................................................. 17 Personal necessity ...................................................................................................................................... 36 Personnel files .......................................................................................................................................... 6, 8 Physical examinations and T.B. clearance ................................................................................................ 21 Posting of vacancies .................................................................................................................................. 42 Probationary bargaining unit member ..................................................................................................... 6, 9 Probationary period ................................................................................................................................... 40 Professional and education growth committee .......................................................................................... 19 Professional growth criteria ....................................................................................................................... 19 Professional growth ................................................................................................................................... 19 Promotion .............................................................................................................................................. 6, 18 Reassigned to a different position ......................................................................................................... 13,44 Reassignment ............................................................................................................................................. 42 Reclassification ...................................................................................................................................... 6, 44 Reemployment and other rights ................................................................................................................. 46 Reemployment ....................................................................................................................................... 6, 46 Refusal of offer of reemployment .............................................................................................................. 47 Register for classes – release time ............................................................................................................. 16 Regular bargaining unit member ................................................................................................................. 6 Regular rate of pay ....................................................................................................................................... 6 Reimbursement for travel expenses ........................................................................................................... 23 Release time to register for classes ............................................................................................................ 16 Religious objector ........................................................................................................................................ 3 Reopening provisions ................................................................................................................................ 55 Replacing employee’s property ................................................................................................................. 21 Requesting transfer .................................................................................................................................... 42 Requests for leave ...................................................................................................................................... 38 Resolutions to grievances .......................................................................................................................... 50 Rest periods ............................................................................................................................................... 14 Retired bargaining unit member benefit plan continuation ....................................................................... 26 Retiree benefits .......................................................................................................................................... 26 Retirement and layoff ................................................................................................................................ 48 Retraining and study leave ......................................................................................................................... 37 Right of refusal of overtime ....................................................................................................................... 16 Safety conditions of employment .............................................................................................................. 52 Safety conditions ......................................................................................................................................... 6 Salary data sheet ........................................................................................................................................ 40

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Page Salary rate .................................................................................................................................................... 6 Salary schedule ............................................................................................................................................ 6 Salary step .................................................................................................................................................... 6 Scheduling of vacation .............................................................................................................................. 29 Scope ............................................................................................................................................................ 1 Seniority ................................................................................................................................................. 7, 45 Shift differential – compensation ............................................................................................................... 15 Sick leave ................................................................................................................................................... 32 Special payments ....................................................................................................................................... 17 Special trip assignment (bus) ..................................................................................................................... 51 Standby time (bus) ..................................................................................................................................... 51 Steps of grievance ...................................................................................................................................... 49 Substitute and short-term bargaining unit members .................................................................................... 7 Substitute employees ........................................................................................................................... 23, 40 T.B. clearance ............................................................................................................................................ 21 Temporary job location transfers ............................................................................................................... 42 Term of contract provisions ....................................................................................................................... 53 Term of the contract ................................................................................................................................... 55 Tools (provided by district) ....................................................................................................................... 21 Transfer of accumulated sick leave ........................................................................................................... 37 Transfer of leave ........................................................................................................................................ 38 Transfer ...................................................................................................................................................... 42 Travel ......................................................................................................................................................... 22 Uniforms .................................................................................................................................................... 21 Vacancies, posting of ................................................................................................................................. 42 Vacation eligibility .................................................................................................................................... 28 Vacation pay .............................................................................................................................................. 29 Vacation plan ............................................................................................................................................. 29 Vacation postponement ............................................................................................................................. 29 Vacation requests ....................................................................................................................................... 29 Vacation scheduling ................................................................................................................................... 29 Vehicle unavailability (bus) ....................................................................................................................... 51 Vision insurance ........................................................................................................................................ 24 Voluntary demotion ................................................................................................................................... 45 Voting time off .......................................................................................................................................... 16 Witness and jury duty ................................................................................................................................ 32 Work schedule ........................................................................................................................................... 13 Work year, workweek and workday .......................................................................................................... 12 Workers’ compensation ............................................................................................................................. 35 Working conditions ................................................................................................................................... 51 Working hours ............................................................................................................................................. 7 Working out of classification ..................................................................................................................... 13 Workshops ................................................................................................................................................. 51

CLASSIFIED EMPLOYEES’ CONTRACT JULY 1, 2016 THROUGH … Resources/Assets... · classified...

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