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COLLECTIVE BARGAINING
AGREEMENT
Between
Escondido Union High School District
and
California School Employees Association
Chapter 219
July 1, 2016 – June 30, 2019
1
TABLE OF CONTENTS
ARTICLE I 5
AGREEMENT BETWEEN ESCONDIDO UNION HIGH SCHOOL DISTRICT AND
CALIFORNIA SCHOOL EMPLOYEES ASSOCIATION SIGNATURE PAGE 5
ARTICLE II - EMPLOYMENT RIGHTS 6
A. DEFINITIONS: 6
B. HIRING AND PROMOTION OF EMPLOYEES: 9
C. TRANSFERS: 10
D. LAYOFF AND REEMPLOYMENT: 11
E. NONDISCRIMINATION: 14
ARTICLE III - EVALUATION AND EMPLOYEE DISCIPLINE 15
A. PURPOSE OF EMPLOYEE EVALUATION AND DISCIPLINE: 15
B. EVALUATION PROCEDURES: 15
C. REMEDIATION PROCEDURES FOR UNACCEPTABLE PERFORMANCE: 16
D. EMPLOYEE DISCIPLINE: 17
ARTICLE IV – GRIEVANCE PROCEDURE 19
A. PREAMBLE: 19
B. DEFINITIONS: 19
C. PROCEDURE: 19
D. GENERAL PROVISIONS: 21
ARTICLE V - HOURS AND OVERTIME 23
A. HOURS: 23
B. OVERTIME: 25
C. EXTRA TIME: 26
ARTICLE VI - INSERVICE AND PROFESSIONAL GROWTH 27
A. TRAINING AND INSERVICES: 27
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B. PROFESSIONAL GROWTH PROGRAM: 27
ARTICLE VII - INSURANCE BENEFITS 30
A. HEALTH AND WELFARE BENEFITS: 30
B. BENEFITS FOLLOWING SEPARATION: 31
C. BENEFITS FOR PART TIME EMPLOYEES: 32
D. MEDICAL INSURANCE COVERAGE FOR CLASSIFIED RETIRED PERSONNEL: 33
E. INSURANCE COMMITTEE: 34
ARTICLE VIII - LEAVES OF ABSENCE, HOLIDAYS, AND VACATION 35
A. PAID LEAVES OF ABSENCE: 35
B. UNPAID LEAVES OF ABSENCE: 41
C. HOLIDAYS: 43
D. VACATION PLAN: 44
E. EARLY RETIREMENT INCENTIVE: 46
ARTICLE IX – SAFETY 47
A. DISTRICT OBLIGATIONS FOR SAFETY: 47
B. SAFETY EQUIPMENT: 47
C. NO DISCRIMINATION FOR REPORTING SAFETY VIOLATIONS: 47
ARTICLE X - TRANSPORTATION DEPARTMENT PROVISIONS 48
A. ASSIGNMENT OF ROUTES: 48
B. TRIP ASSIGNMENTS: 50
C. STANDBY TIME FOR BUS DRIVERS AT USUAL RATE: 51
D. VEHICLE AVAILABILITY: 51
E. CONTROLLED SUBSTANCE AND ALCOHOL TESTING PROGRAM: 51
F. SUBSISTENCE (MEALS): 51
G. ANNUAL PAY-OUT OF UNUSED VACATION: 51
H. HEALTH AND WELFARE BENEFITS: 52
I. TRAINING: 52
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ARTICLE XI - WAGES AND EMPLOYEE EXPENSES 53
A. WAGES AND WAGE-RELATED COMPENSATION: 53
B. EMPLOYEE EXPENSE COMPENSATION: 56
C. OTHER WAGE RELATED CONSIDERATIONS: 56
ARTICLE XII – NEGOTIATIONS 58
A. RECOGNITION OF THE ASSOCIATION: 58
B. MAINTENANCE OF THIS AGREEMENT: 58
C. RIGHTS AND RESPONSIBILITIES OF THE PARTIES TO THIS AGREEMENT: 59
D. CLASSIFICATION, RECLASSIFICATION: 61
E. REOPENING OF NEGOTIATIONS AND NEGOTIATION OF SUCCESSORS
CONTRACT: 62
ARTICLE XIII - CHECK OFF AND ORGANIZATIONAL SECURITY 63
A. CHECKOFF: 63
B. DUES DEDUCTION: 63
C. SERVICE FEE: 63
D. RELIGIOUS OBJECTION: 64
E. DEDUCTION AND PAYMENT OF CHARITABLE CONTRIBUTIONS: 64
F. ORGANIZATIONAL SECURITY: 64
G. HOLD HARMLESS PROVISION: 65
ARTICLE XIV – TERM OF AGREEMENT 66
APPENDIX A.1: CLASSIFIED SALARY PLACEMENT SCHEDULE
APPENDIX A.2: CLASSIFIED SALARY SCHEDULE STRUCTURE
APPENDIX A.3: RESTORATION ATTACHMENTS 1,2,3
APPENDIX A.4: CLASSIFIED SALARY SCHEDULE (HOURLY)
APPENDIX A.5: CLASSIFIED SALARY SCHEDULE (MONTHLY)
APPENDIX A.6: CLASSIFIED SALARY SCHEDULE (YEARLY)
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APPENDIX A.7: PROFESSIONAL GROWTH SALARY SCHEDULE
APPENDIX B.1: PERFORMANCE REPORT (PAGE 1)
APPENDIX B.2: PERFORMANCE REPORT (PAGE 2)
APPENDIX B.3: SUPPORT PLAN
APPENDIX B.4: RECOMMENDATION FOR IMPROVEMENT
APPENDIX C.1: GRIEVANCE FORM A
APPENDIX C.2: GRIEVANCE FORM B
APPENDIX D.1: MEMORANDUM OF UNDERSTANDING: PROFESSIONAL
DEVELOPMENT DAYS
APPENDIX D.2: MEMORANDUM OF UNDERSTANDING: PAYROLL ADJUSTMENT
APPENDIX D.3: MEMORANDUM OF UNDERSTANDING: 180 DAY WORK
CALENDARS 2017-18, 2018-19, 2019-20
APPENDIX D.4: MEMORANDUM OF UNDERSTANDING: RECLASSIFICATION OF
BENEFITS/PERSONNEL ASSISTANT
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ARTICLE I
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ARTICLE II - EMPLOYMENT RIGHTS
A. DEFINITIONS:
1. Applicant
A person who has filed an application for a position with the District
2. Bumping Right
The right of an employee to displace an employee with less seniority.
3. Job Family
a. The family of related positions into which an employee may bump on the
basis of seniority.
b. The list of ‘job families’ in the bargaining unit is as follows:
Fiscal and Related Classes
Administrative Support and Related Classes
Instructional Support and Related Classes
Maintenance & Operations and Related Classes
Transportation
Student Nutrition
4. Classification
a. The job titles listed on the salary schedule having one single assigned range.
b. The list of ‘classifications’ are those position titles listed under each separate
job family in the current salary schedule. An example of a ‘classification’ is the
listing ‘Payroll Technician’ under the Fiscal & Related Classes ‘job family’.
5. Classification Description
The general description of the duties, responsibilities, minimum qualifications,
and authority of positions in a classification.
6. Position
A particular assignment within a classification, either full-time or part-time, and
for which there is a job description.
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7. Employee
A person who is the incumbent in a position in a job family covered by this
Agreement, or who is on an approved leave of absence from such a position.
8. Job Description
A set of duties and responsibilities assigned to a particular job within a
classification.
9. Full-time Employee
Employees who normally work an eight (8) hour day, five (5) days per week, and
are assigned to positions which are nine (9) to twelve (12) months in duration
each year. Full-time employees are normally paid on a monthly basis.
10. Part-time Employee
Employees who normally work less than eight (8) hours per day and/or less than
five (5) days per week. Part-time employees are normally paid on an hourly basis.
11. Permanent Employee
An employee who successfully completes an initial probationary period of 150
work days (applicable to employees who commence probationary status on or
after July 1, 2016).
12. Probationary Employee
A new or promoted employee working to complete an initial probationary period
of 150 working days (applicable to employees who commence probationary status
on or after July 1, 2016).
13. Promotion
Effective July 1, 2015, a change in the assignment of an employee to a position
that is at a higher pay range than the employee’s current position. If an employee
receives a promotion of two ranges or less the employee shall be placed on the
same longevity step. If an employee receives a promotion of three or more ranges
the employee shall be placed on the longevity step that results in a step placement
that is closest to but not less than a 10% increase to the employee’s previous
salary. If the employee possesses requisite experience that would have earned the
employee higher step placement in the position as a new hire, the employee shall
be given the higher salary step placement (maximum limit of five years of
experience). An employee may request review of initial step placement within
three months of date of hire. If it is determined that a higher initial step placement
is warranted, such step placement shall be retroactive to date of hire in the
position. An applicant shall be advised of this provision upon initial hire.
14. Demotion
A change in the assignment of an employee to a position that is at a lower pay
range than the employee’s current position.
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15. Re-Employment List
A list of employees who have been laid off for lack of work, lack of funds,
exhaustion of sick leave, industrial accident or illness leave, or other leave
privileges, and who are eligible for re-employment without having to satisfy any
additional pre-employment requirements to be reinstated in their former job
family. Such employees remain on the Re-Employment List for a period of thirty-
nine (39) months, and are listed on the Re-Employment List in the order of their
right to re-employment. Employees who take a voluntary demotion or reduction
in hours in lieu of layoff are entitled to an additional twenty-four (24) months on
the Re-Employment List (see Article II, Section D7).
16. Seniority
Total length of service with the District, in any classified position or positions,
determined by the date of hire. No time worked before achieving probationary
status shall be counted.
17. Longevity
The credited years of experience in a specific position. (Appendix A). An
employee shall be paid at the appropriate longevity step when he or she attains
that step position on the schedule. An employee advances one (1) step on July 1 of
each year.
18. Employees Not Covered by this Agreement
Management, Confidential, Supervisory, Substitute, Short-Term, Temporary,
Student Workers, and Certificated employees are not covered by this bargaining
agreement.
a. Short-Term Employee:
A person employed by the District to perform a service, upon completion of which
the service required or similar services will not be extended or needed on a
continuing basis. Such a person is paid for less than seventy-five (75%) of a
school year (i.e., 195 working days, including holidays, sick leave, vacation and
other leaves of absence, regardless of the number of hours worked per day).
Short-term employees are not covered by this Agreement.
b. Substitute Employee:
A person employed to replace any employee covered by this Agreement who is
temporarily absent from duty. It shall also mean a person employed by the
District to fill a vacancy for a new or existing position if the District is then
engaged in a procedure to hire a permanent employee to fill the position, provided
that the person so employed not serve in the position for more than sixty (60)
calendar days in any one year.
c. Employment of Students:
The District may hire student employees under any secondary school or college
work study program, or in any state or federally-funded work experience program,
provided such employment does not affect the wages, hours, transfer or
reassignment rights of any employee covered by this Agreement.
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19. Day
Except where indicated otherwise, a ‘day’ is any day in which the district office is
open for business.
B. HIRING AND PROMOTION OF EMPLOYEES:
1. Job vacancies not filled through Article II.C (transfer) shall be filled according to
the following procedure:
a. Announcement of Vacancies:
The District will electronically send notices of all job vacancies for positions
covered by this Agreement to all classified employees and each job site to be
posted on bulletin boards in prominent locations. The vacancy announcement
shall be posted on Edjoin/or equivalent for a minimum of six (6) working days
during which time employees may complete an application on Edjoin/or
equivalent for the vacancy.
b. Content of Vacancy Announcement:
The job vacancy notice shall include: the job title, a summary of duties and
responsibilities, minimum qualifications, assigned job site, number of hours per
day including expected starting and ending times, days per week, months per year,
salary range and the deadline for applying for the position.
c. Selection Process:
Paper screening shall include bonus points for current employees according to
years of service with the District (1-5 years = 5 points; 6-10 years = 10 points; 11
plus years = 15 points). All candidates, both current employees and new potential
applicants, must achieve a qualifying score on the appropriate screening
examination for the open position. In the event a vacancy is not filled by an in-
house applicant, the Association may request a response in writing from the
District as to why the position was not so filled.
d. Voluntary Demotion Applications:
An employee may apply for a position at a lesser range than the current position
he or she currently holds and the employee will be considered in the regular
selection process as defined in Sections ‘a’ and ‘c’ above.
e. Notification of Positions During Summer Recess:
Employees wanting to be notified of openings announced during Summer Recess
may submit a written request to the Human Resources Department prior to the end
of the school year.
f. Orientation for New Employees
The CSEA Union president or designee shall be notified of the dates for the
District’s new employee orientations. CSEA shall be accorded an opportunity to
make a brief presentation at the conclusion of the District’s orientation session.
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2. Providing the Employee with a Job Description:
Upon initial employment, and with each subsequent change in position, the
employee shall be given a copy of the applicable job description, along with a
Notice of Employment or Change of Assignment which identifies the employee’s
status, job assignment, hours, days, months, and rate of pay.
3. Temporary Assignment to Positions:
The District may temporarily assign an employee to a position for up to twenty
(20) working days, subject to the provisions of Article XI.5.d. (Working out of
Classification). If the assignment is to become a permanent one, the District shall
handle it as a vacancy under the provisions of this Agreement.
C. TRANSFERS:
a. Requesting a Voluntary Transfers:
An employee wishing to transfer to another school or work location in the
same classification may annually, on or before June 1, file a Transfer
Request form with the Human Resources Department.
b. Notice of Vacancies
Notice of vacancies shall be given by posting on the usual and customary
bulletin boards at the District Office and at the schools for a period of five
(5) days (during the school year when employees are on duty) and mailing
a notice to the Association.
When a vacancy occurs for which the employee has requested
consideration on a transfer request form, the employee shall be notified by
mail of the vacancy, or by telephone, before the close of the deadline for
application that he or she wishes to be considered for this vacancy. If an
employee plans to be out of town during the summer months, he or she
may notify the District in writing of an address or telephone number where
he or she can be reached.
c. Application
An employee may apply for an announced vacancy by notifying the
Human Resources Department in writing, or by telephone, that he or she
wishes to be considered for the announced vacancy. Such notification
must be made before the close of the deadline for application.
d. Transfer Priority
Employees who have transfer requests on file shall be given first
consideration when a vacancy for that position opens. Vacancies shall not
be posted until all employees who have transfer requests on file have been
interviewed by the site administrator for that position. If an employee who
has a transfer request on file is not allowed to make the transfer, that
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employee shall upon request be provided with a written explanation of the
reasons the transfer was denied within five (5) work days.
e. Interview
Employees who have indicated an interest in being considered for the
vacancy under the above procedure shall be referred to the site
administrator for an interview.
f. Role of Seniority in Selection
The District shall consider prior performance evaluations and experience
in the position when interviewing applicants. In the event the site
administrator deems that two or more candidates are equally acceptable,
the candidate with the greatest seniority shall be granted the transfer.
g. Notification of Selection
All applicants shall be notified in writing by the Human Resources
Department of the disposition of the application. Applications for transfer
are without prejudice to the employee and shall not jeopardize existing
assignments.
D. LAYOFF AND REEMPLOYMENT:
1. Definition:
A layoff for purposes of this Agreement shall be the involuntary separation from
service with the District of an employee covered by this Agreement. Such layoff
shall be for lack of work or lack of funds.
2. Reduction of Hours:
Any reduction in hours shall be considered a layoff under the provisions of this
Article.
3. Order of Layoff:
a. Length of service refers to the period of service as a regular classified
employee within one or more classifications. Seniority shall be
determined based upon initial hire date in probationary or permanent
status. Seniority within a classification means total length of service as a
regular classified employee in the classification plus higher classifications.
b. Whenever an employee is laid off, the order of layoff within the
classification shall be determined by length of service. Layoff shall be in
reverse order of seniority in the job classification in which the layoff
occurs. The employee with the least seniority in the affected classification
plus seniority accrued from serving in a higher classification shall be laid
off first. In the event of a tie, the employee with less District seniority
shall be laid off. If a tie still exists, the employees affected shall draw lots
to break the tie.
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4. Notice to the Association:
Before any employee receives notice of layoff, the District shall notify the
Association of its intention to lay off the employee in accordance with the
provisions of this Article.
5. Notice to Layoff:
a. A written notice of layoff shall be given to an affected employee not less than
sixty (60) calendar days before the effective date of the layoff.
The notice shall contain a copy of the governing board’s resolution, the
employee’s displacement (bumping) rights, if any, the employee’s
reemployment rights, copies of those California Education Code sections
governing layoff and reemployment, and a copy of the layoff provisions in this
Agreement.
b. Employees employed in specially funded programs terminated, or being
reduced at a date other than June 30, shall be given written notice of
termination not less than sixty (60) calendar days prior to the effective date of
their layoff.
c. Sixty (60) calendar days’ notice is not required when an actual and existing
financial inability to pay exists, or for cause not foreseeable or preventable by
the governing board.
d. Copies of notices of layoff shall be concurrently sent by mail to the
Association Chapter President or designee.
6. Displacement (Bumping) Rights:
a. An employee who is designated for layoff may exercise displacement
(bumping) rights into any equal or lower classification which the employee
currently holds, or into a classification previously regularly held within the
District, providing that he or she meets minimum qualifications and
providing that the classification into which he or she is bumping is equal
or lower than the classification from which the employee is being laid off.
An employee possessing bumping rights need not exercise those rights. An
employee who elects layoff in lieu of displacement (bumping) maintains
his or her reemployment rights under this Agreement.
b. A permanent or probationary employee who has been removed from his or
her classification for lack of work or lack of funds, and after exercising his
or her bumping rights, may accept a voluntary demotion to a vacant
position in a lower class or placement in an equal classification, in lieu of
layoff, provided that the employee is qualified to perform the duties
thereof and provided further that the District agrees to such reassignment.
Such employee shall maintain reemployment rights under this Agreement.
c. An employee displaced from his or her classification, as a result of being
bumped, shall have the same bumping rights as set forth in Section 6.a.
hereinabove.
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7. Voluntary Demotion in Lieu of Layoff:
An employee who, in lieu of layoff, takes voluntary demotion or voluntary
reduction in assigned time shall be, at the employee’s option, returned to a
position in his or her former classification or to a position with increased assigned
time as vacancies become available, in the reverse order of layoff and for a period
of sixty-three (63) months from the effective date of the voluntary demotion or
reduction in hours. Such employee shall be ranked in accordance with his or her
seniority on the reemployment list(s).
8. Reemployment Rights:
a. Laid off employees are eligible for reemployment in the classification
from which they were laid off for a thirty-nine (39) month period from the
effective date of layoff and shall be reemployed in the reverse order of
layoff as vacancies become available, provided that they meet the same
test of fitness under which they qualified for appointment originally to the
job classification in which they had previously served. ‘Test of fitness’
means the employee is able to meet the pre-employment physical
standards for the position and the minimum qualifications identified in the
job description. Failure to meet the ‘test of fitness’ under this section shall
not constitute a refusal to accept a reemployment offer under Section 8.c.
b. An employee who is laid off and is subsequently eligible for
reemployment shall be notified by the District by certified mail. It is the
employee’s responsibility to ensure that the District has a current
telephone number and address. If the employee cannot be contacted, he or
she will be considered to have waived rights of reemployment.
c. An employee who is recalled to employment shall notify the District of his
or her intent to accept or refuse reemployment within five (5) working
days of receipt of said notice. A notice shall be deemed to have been
received two (2) work days after it is sent via certified mail. If an
employee accepts reemployment, he or she must return to work within two
(2) weeks of receipt of the notice. The employee has an option to turn
down the offer within the five (5) work day period, but only twice; if a
third offer is turned down, the employee shall be deemed to have waived
all reemployment rights.
d. Any acceptance or reemployment by an employee of an assignment to a
classification lower than the classification from which he or she was laid
off, or to the same classification with fewer hours, shall not affect his or
her original thirty-nine (39) month right to reemployment in his or her
former classification and with the same number of hours.
e. An employee who is laid off and elects retirement from the Public
Employees Retirement System (PERS) shall be placed on a reemployment
list. The District shall notify PERS that retirement was due to layoff.
Should the employee subsequently accept, in writing, reemployment, the
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District shall maintain the vacancy until PERS has properly processed the
request for reinstatement. However, the vacancy may be staffed
temporarily pending processing of the PERS reinstatement request.
9. Continuation of Benefits:
Employees who are laid off, or accept voluntary reduction of hours in lieu of
layoff, shall continue to receive District paid benefits for two (2) months and be
offered COBRA benefits thereafter, according to the provisions of Article VII.B
of this Agreement.
10. Use of Vacation and Personal Necessity Leave:
Employees who have been issued a notice of layoff may utilize accrued vacation
for purposes of seeking other employment, and may use up to seven (7) days of
Personal Necessity Leave, subject to advance approval by the District.
11. Substitute and Short-Term Assignments:
An employee who accepts voluntary demotion in lieu of layoff will be offered
substitute assignments for which he or she is qualified, with priority over all other
candidates. Additionally, a laid off employee shall be offered ‘short-term’
assignments and temporary overload positions as available. A laid off employee
shall advise the District, in writing, concerning his or her availability to render
substitute and ‘short-term’ services. The laid off employee shall comply with
district procedures to determine if the employee is qualified to serve in a position
not previously held.
12. Rights to Negotiate Effects of Layoff:
The provisions of Section D shall not be open for negotiations each time the
District implements a layoff of classified employees. However, CSEA shall retain
the right to negotiate with the District regarding impacts and effects issues which
arise within the context of a particular layoff.
E. NONDISCRIMINATION:
1. The District and CSEA agree that neither party will discriminate against any
employee in the bargaining unit because of such individual’s race, color,
national origin, ancestry, religion, marital status, sex, handicap, age or
participation or nonparticipation in lawful union activities.
2. Any alleged violation of Paragraph 1 above shall not be subject to the
grievance procedure. All such alleged violations shall be processed in
accordance with the requirements of other agencies duly authorized to
consider such allegations, i.e., Public Employment Relations Board, the Equal
Employment Opportunity Commission, the California Department of Fair
Employment and Housing, and like agencies.
3. Complaints of unlawful discrimination shall be presented to the District’s
Human Resources Department pursuant to applicable complaint procedures
contained in Board policies and District administrative regulations.
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ARTICLE III - EVALUATION AND EMPLOYEE DISCIPLINE
A. PURPOSE OF EMPLOYEE EVALUATION AND DISCIPLINE:
This article sets forth a system of regular, periodic evaluation of all classified personnel to
establish a sound basis for recommending the promotion, retention, and, if necessary, the
termination of classified employees of the District. It is also designed to upgrade, through
effective counseling, the job performance of classified personnel, providing for the
maintenance of a permanent record of each classified employee’s service, and setting
forth the terms of employee discipline in the event of unsatisfactory performance on the
job.
B. EVALUATION PROCEDURES:
1. Performance Evaluations:
Performance evaluations for all regular permanent and probationary employees shall be
made in accordance with the provisions of this article. Evaluations shall be reported on
the forms in Appendix B of this Agreement.
2. Time and Frequency of Evaluations:
All probationary employees shall receive two (2) written evaluations during their
probationary period. All permanent employees shall receive a written evaluation at least
once during each fiscal year, no later than June 10.
3. Special Evaluations:
A special additional evaluation for either a permanent or probationary employee may be
made at times other than those regularly specified.
4. The Evaluator and Evaluation Procedures:
The evaluation shall be prepared by the immediate supervisor, who shall discuss it with
the employee concerned. The immediate supervisor is the person having immediate
jurisdiction over the employee who is not a member of the unit of employees covered by
this Agreement (i.e., a certificated administrator or a classified supervisor). The evaluator
may consult with other employees who exercise general supervision over the employee
concerned, and who are in a special position to provide information on the employee’s
performance. Any ratings of Unacceptable shall require an explanation in the space
provided on the Evaluation form and shall include specific recommendations for
improvement. (Appendix B3 & B4, Support Plan and Recommendation for Improvement
forms) The District will assist the employee in implementing any recommendations
made.
5. Employee to Sign Evaluation Form:
The employee shall review, sign, and receive a copy of the evaluation form before it is
submitted to the Human Resources Department. The employee’s signature does not
necessarily indicate agreement with the evaluation, but only that the employee has seen
the evaluation and has been afforded an opportunity to discuss it with the evaluator, and
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advised of his or her right to attach a statement to the evaluation. The employee may
attach a statement listing his or her objections to the evaluation, if any, and these
comments shall become a permanent attachment to the evaluation. The evaluator will
retain a copy and the original will be filed in the employee’s confidential personnel file.
6. Official Personnel File:
The official personnel file of each employee shall be maintained at the District Office,
although the immediate supervisor may maintain a working file of evaluations on
employees under his or her supervision. No adverse action of any kind shall be taken
against an employee based upon materials which are not in the official personnel file at
the District Office. Any person who places written material in an employee’s personnel
file shall sign and date the material and the employee shall receive a copy.
7. Employee Right to Copy of Materials Placed in File:
In addition to the evaluation forms, employees shall be given a copy of any material to be
placed in the official personnel file at the District Office. If the material is of a
derogatory nature, the employee shall receive a copy of the material at least ten (10)
working days before it is placed in the file, together with notification that he or she has
the right to attach a statement to the material. The employee shall be given an
opportunity, during normal working hours and without loss of pay, to initial and date the
material indicating that the material has been seen by the employee, and to attach a
written response if desired.
8. Employee Right to Review Personnel File:
An employee shall have the right, at any reasonable time and without loss of pay, to
examine and/or obtain copies of any material from his or her official personnel file, with
the exception of material which was obtained prior to the employment of the person
concerned, which was prepared by identifiable examination committee members, or
which was obtained in connection with a promotional examination.
9. Confidentiality:
All official personnel files shall be kept in confidence, and shall be available for
inspection only to other employees of the District when actually necessary in the proper
administration of the District’s affairs or supervision of the employee.
C. REMEDIATION PROCEDURES FOR UNACCEPTABLE PERFORMANCE:
If a rating of ‘Unacceptable’ is received in a regular evaluation, the immediate supervisor
shall provide the employee with specific problem areas, recommendations and reasonable
assistance for improvement.
If an employee’s performance, behavior, attendance or observance of work hours falls
below district standards between annual reviews, the immediate supervisor shall confer
with the employee concerning the areas of work that must be improved. The employee
has a right to be accompanied by a representative of his or her own choice at this meeting
with the supervisor. The results of the conference shall be reduced to writing as a
Conference Summary and shall include the problem areas, the recommendations and
reasonable assistance for improvement, a specific reasonable timeline within which
improvement must be demonstrated and the consequences for failure to improve.
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The employee shall sign the Conference Summary, to indicate that the meeting was held
and that the employee understands the supervisor’s concerns. If an employee refuses to
sign the Conference Summary, the supervisor shall so indicate on the memorandum
before sending it to Human Resources for filing in the employee’s personnel file. Refusal
to sign the Conference Summary does not negate the employee’s responsibility to address
the areas of concern, nor the supervisor’s right to expect improvement. The employee
may submit a response to the Conference Summary within ten (10) days of receipt, and
that statement shall become a permanent part of the document.
The Human Resources administrator shall review the Conference Summary before
placing it in the employee’s file. The employee may appeal the evaluation and/or the
recommendations to the Human Resources administrator.
D. EMPLOYEE DISCIPLINE:
A permanent employee may be disciplined by the District for just cause. Such discipline
includes suspension without pay, step retention, demotion, or dismissal. Disciplinary
action shall be imposed in accordance with the provisions below.
The District will normally follow progressive discipline in addressing performance
deficiencies, which include:
Conference/Post Conference Summary
Written Warning
Letter of Reprimand
Progressive discipline steps may be varied as deemed necessary by the District, based on
the circumstances.
1. Grounds for Discipline:
Employees are expected to perform properly in their assigned duties. If they violate their
trust with the District by engaging in unacceptable activities, they are subject to being
disciplined. Some unacceptable activities are: incompetence, inefficiency,
insubordination, carelessness or negligence, offensive or abusive conduct, dishonesty,
drinking alcoholic beverages on the job, reporting to work while intoxicated,
consumption of alcoholic beverages during working hours, including breaks and lunch
periods, addiction to narcotics, engaging in political activity during work, conviction of
any crime involving moral turpitude, arrest for a sex offense, repeated and excused
absence or tardiness, abuse of leave privileges, falsifying information, persistent violation
or refusal to obey safety rules, offering things of value or offering service in exchange for
special treatment, willful or persistent violation of the Education Code or District Rules
and Regulations, abandonment of position, advocacy of overthrow of the government by
unlawful means, or membership in the Communist Party.
For purposes of the above paragraph, ‘abandonment of position’ means leaving the
position without permission and without notification of the immediate supervisor for a
period which exceeds five (5) consecutive days. ‘Abuse of sick leave’ means any of the
following: 1) the employee requests sick leave when the employee is not actually ill or
injured, as verified by independent testimony or observation; 2) a pattern of use of sick
leave on Fridays, Mondays, or days before or after holidays or winter or spring break; or
3) a pattern of use of non-successive sick days in a year in excess of the annual days of
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sick leave granted under Article VIII.A.7.a. without verification of illness or injury by a
physician.
2. Notification of Intended Disciplinary Action:
The District may impose discipline upon an employee by notifying the employee in
writing of the charge against him or her, and delivering it to the employee in person, or by
certified mail, at the last address on file with the District. The notice shall include the
date the action becomes effective, which shall not be less than two (2) weeks from the
date of the notice.
3. Right to Appeal:
The written notice of disciplinary action shall indicate the right of the employee to appeal
the action to the Superintendent, and to the Board of Trustees. An employee who wishes
to exercise this right must make this appeal in writing no later than seven (7) days after
personal delivery or mailing of the notice by certified mail.
4. Appeal to the Superintendent and Board:
An employee who appeals the disciplinary action in accordance with Section 3 above
shall be given an opportunity to meet with the Superintendent or his or her designee
within five (5) working days of the filing of an appeal. His or her decision shall be
rendered within five (5) days of the meeting in writing to the employee. If the employee
desires to appeal this decision to the Board of Trustees, he or she must make this request
in writing within five (5) days of the decision of the Superintendent and a hearing shall be
held in closed session no later than the next regular meeting of the Board of Trustees.
The Board’s determination of the sufficiency of the cause(s) for disciplinary action shall
be conclusive and shall not be subject to the grievance procedure contained in Article IV
of this Agreement.
5. Suspension with Pay:
The District may suspend an employee with pay pending the appeal process set forth in
Section 3 above. In the event the employee requests a stay or an extension in time, the
District’s obligation to retain the employee in paid status shall not exceed ten (10)
working days.
6. Employee Right to Representation:
At each step of these proceedings, the employee may be represented by another person of
his or her choosing, or by the Association. However, the employee must be present at all
hearings.
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ARTICLE IV – GRIEVANCE PROCEDURE
A. PREAMBLE:
The purpose of this article is to provide a procedure for the consideration of a grievance,
or an allegation that the District has violated a specific provision of this Agreement.
B. DEFINITIONS:
1. Grievance: An allegation by an employee, or a group of employees covered by this
Agreement, or the Association, that the District has violated an express term of this
Agreement, or misapplied, misinterpreted, or failed to implement a provision of this
Agreement.
2. Grievant: A District employee in the unit covered by this Agreement, or the
Association, who is filing a grievance.
3. District Employee: A classified person receiving compensation and belonging to the
unit covered by this Agreement.
4. Representative: A fellow employee, the Association, or legal counsel who
accompanies and assists the employee in the processing of the grievance.
5. Immediate Supervisor: The person having immediate jurisdiction over the employee
who is filing the grievance, and who is not a member of the unit of employees covered by
this Agreement (i.e., a certificated administrator or classified supervisor).
C. PROCEDURE:
1. Level One:
a. Informal Resolution of the Grievance:
Any employee who believes he or she has a grievance shall attempt to resolve it
by an informal conference with his or her immediate supervisor prior to filing a
formal grievance, and shall present the grievance orally to his or her immediate
supervisor within ten (10) working days after the grievant knew, or reasonably
should have known, of the circumstances which form the basis for the grievance.
Failure to do so will render the grievance null and void. The supervisor shall hold
discussions and attempt to resolve the matter within five (5) working days after
the presentation of the grievance. It is the intent of this informal meeting that at
least one (1) personal conference be held between the employee filing the
grievance and his or her immediate supervisor.
b. Formal Written Appeal to Immediate Supervisor:
If the grievance is not settled during the informal discussion, the employee may
present the grievance in writing on the approved grievance form to his or her
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immediate supervisor within ten (10) working days after the oral decision by the
supervisor.
The grievant shall include on the grievance form:
1) A description of the specific grounds of the grievance, including
names, dates, and places necessary for a complete understanding of the
grievance;
2) A listing of the provisions of this Agreement which are alleged to have
been violated;
3) A listing of the reasons why the immediate supervisor’s proposed
resolution of the problem is unacceptable; and
4) A listing of specific actions requested of the District which will resolve
the grievance. The supervisor shall respond in writing within five (5)
working days after the receipt of the grievance.
When the Association is the grievant, a representative of the Association may act under
the provisions above as if he or she were the employee. In the case of an appeal at the
Formal Level, however, the Association representative shall file a copy of the appeal in
writing with the District’s Human Resources administrator at the same time that it is filed
with the immediate supervisor having jurisdiction over the alleged violation. If no
immediate supervisor is appropriate, the grievance at the Formal Level shall be filed with
the District’s Human Resources administrator.
2. Level Two:
Written Appeal to the Superintendent:
If the grievant is not satisfied with the disposition of the grievance, or if no disposition
has been made within five (5) working days of such meeting, an appeal shall be filed with
the District Superintendent, or designee. Within five (5) working days from the receipt of
the grievance, the District Superintendent, or his or her designee, shall meet with the
grievant on the grievance and shall rule on the grievance in writing within five (5)
working days of such meeting, and furnish a copy of the decision to the grievant and to
the Association, unless the Association is the grievant.
3. Level Three:
The Association shall notify the Superintendent, in writing, within fifteen (15) days after
receiving the Superintendent’s written decision at Level Two of the grievance procedure
if it intends to proceed to binding arbitration. If any question arises as to the arbitrability
of the grievance, such question shall be ruled upon by the arbitrator first, prior to hearing
the merits of the grievance. All costs for the services of the arbitrator, including, but not
limited to, per diem expenses, travel and subsistence expense and the cost of any hearing
room shall be borne equally by the District and the Association. All other costs shall be
borne by the party incurring them. It is agreed that an arbitrator, whenever possible, shall
be selected from the San Diego County area.
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D. GENERAL PROVISIONS:
1. Right of Association to Respond to Grievance:
Any employee, on his or her own behalf, may present grievances relating to his or her
employment and have such grievances adjusted without the intervention of the
Association, as long as the adjustment is not inconsistent with the terms of this
Agreement. The District shall not agree to the adjustment of the resolution of the
grievance until the exclusive representative has received a copy of the grievance and the
proposed resolution and has been given the opportunity to file a written response. Only
the Association, however, may appeal a decision of the District beyond Level 2.
2. No Reprisals for Filing Grievances:
There shall be no reprisals against any employee for processing a grievance or
participating in any way in the grievance procedure.
3. Automatic Appeal/Extension of Time Limits:
Failure at any level of this procedure to communicate the decision on a grievance within
the specified time limits shall permit the aggrieved employee to proceed to the next level.
Failure at any step of the procedure to appeal a grievance to the next level, within the
specified time limit, shall be deemed as acceptance of the decisions as rendered. Time
allowances set forth in this grievance procedure may be extended by written mutual
consent.
4. Multiple Grievances:
Although a specific time period is provided for the administrative decisions at each level
of the grievance procedure, it is recognized that multiple grievance filings must be
processed in a sequential manner. Consequently, at each level of the procedure,
grievances shall be assigned consecutive numbers, based upon time and date on which
written grievances are received. Administrative personnel shall process such numbered
grievances in a sequential manner, following a pattern that first filed will be first
considered. Regardless of specific time periods provided for decisions at the various
levels of this procedure, administrative personnel shall not be required to consider more
than one (1) grievance per day.
5. Grievance Forms:
Forms for filing and processing grievances and other documents necessary under the
grievance procedure shall be made available to employees at each work location.
6. Personal Conference Between Grievant and Supervisor/Other Administrator:
Within the specified time limits at each step, either party may request a personal
conference with the other, and such request shall be granted. Every effort will be made to
schedule meetings for the processing of grievances at times which will not interfere with
the regular work day of the participants, but when necessary, release time shall be
provided to the grievant and one Association representative at a time when mutually
agreed to by the grievant and the management employee involved at any level.
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7. Rights of the Employee to be Accompanied by a Representative:
An employee may be accompanied by a person of his or her own choosing at Steps 1-2 of
the grievance, or by a representative of the Association. If the grievant is an employee, he
or she shall be present at all stages of the grievance processing.
8. Only One Grievance Per Incident:
Once a grievance arising from a particular incident(s) or circumstance(s) has been
resolved at the final state of grievance procedure, another grievance based on that
particular incident may not be filed.
9. Grievance Documents Not in Personnel File:
All documents, communications and records dealing with the processing of a grievance
will be filed in a separate grievance file and will not be kept in the personnel file of any of
the participants.
10. Employees Cannot Refuse Lawful Orders of District:
The filing of a grievance shall in no way interfere with the right of the Board to proceed
in carrying out its management responsibilities and decisions prior to a final resolution of
the grievance. In the event the employee protests an order, requirement, or other
directive, the employee shall fulfill or carry out such order, requirement, or other directive
prior to filing a grievance and shall continue to carry out such order, requirement or other
directive, pending the final resolution of the grievance.
11. Other Legal Remedies:
Nothing in the Agreement shall preclude the grievant from pursuing available legal
processes after the exhaustion of the Grievance Procedure herein.
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ARTICLE V - HOURS AND OVERTIME
A. HOURS
1. Length of Workday:
The length of the workday shall be established by the Governing Board for each
employee and each employee shall be assigned a fixed, regular and ascertainable
minimum number of hours. Employees required to work in excess of eight (8) hours in
any one day, or in excess of forty (40) hours in any one week, shall be compensated at the
regular overtime rate for such work, except for employees on the special ‘Four
Consecutive Day workweek’ as provided below. Employees on the latter workday shall
be compensated at the regular overtime rate for hours in excess of ten (10) hours on a
regular workday, and for any work performed on the fifth, sixth or seventh day of the
workweek.
2. Length of the Workweek:
a. For Employees Working a Regular Workweek of Four Hours or More Per Day:
The regular workweek for employees working an average workday of four (4) or
more hours per day during the workweek shall be five (5) consecutive workdays.
Hours worked on Saturday and Sunday following the commencement of the
workweek shall be paid at the regular overtime rate below.
b. For Employees Working a Regular Workweek of Less Than Four Hours Per
Day:
The workweek for employees working an average workday of less than four (4)
hours per day during the workweek shall be five (5) consecutive workdays. Hours
worked commencing on the seventh day following the beginning of the workweek
shall be paid at the regular overtime rate below.
c. For Employees Working Tuesday Through Saturday:
With the written agreement of an employee, and approval of the District, an
employee may work Tuesday through Saturday instead of Monday through Friday.
The workweek for such an employee shall be treated for purposes of overtime as
if the employee worked Monday through Friday as provided in “a” and “b” above.
d. For Employees Working the Ten Hour, Four Consecutive Day Workweek:
The workweek for employees working the special ‘Four Consecutive Day
Workweek’ shall be ten (10) hours per day for four (4) consecutive days (40 hours
per week). Employees participating in this program must be approved by the
Governing Board for this program and a written agreement, signed by the
employee and the District Superintendent, outlining the full particulars of the
work week, including holidays, etc., will be placed in the employee’s personnel
file and a copy sent to CSEA.
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3. Upward Adjustment of Hours:
An employee who works an average of fifteen (15) minutes or more per day in excess of
his or her regular assignment for a period of twenty (20) consecutive working days or
more shall have his or her regular assignment adjusted upward to reflect the longer hours,
effective with the next pay period. A position which increases thirty (30) minutes or
more per day shall be advertised and filled in accordance with Article II.B.
4. Shift Differential:
Any employee in the bargaining unit whose assigned work shift commences between 12
noon and 12 midnight shall receive a shift differential in the form of an assigned shift of
seven-and-one-half (7 1/2) hours for which he or she shall be paid for eight (8) hours at
the regular rate.
5. Lunch Period Allowance:
All employees working a minimum six hour day shall be entitled to an uninterrupted,
unpaid lunch period. The length of time for such lunch period shall be for a period of no
longer than one hour nor less than one-half hour and shall be scheduled at or about the
mid-point of each work shift. An employee required to work during his or her lunch
period shall receive pay at the regular (if less than an eight hour day employee) or
overtime rate (for eight hour a day employees).
6. Partial-Day Absence:
Employees absent for a portion of a day shall be charged in units of one-half (1/2) hour.
For purposes of computation, any portion of one half (1/2) hour shall be counted as one
half (1/2) hour. The hour shall be charged to compensatory time off, vacation or leave, as
may be appropriate. Such absences shall be kept to minimum and must be approved by
the immediate supervisor in advance.
7. Rest Periods:
a. For Employees Working More Than Four Hours Per Day:
Employees working more than four (4) hours per day shall be entitled to one
fifteen (15) minute paid rest period for each four (4) hour shift worked, or major
fraction thereof. The rest period shall be scheduled, as close as possible, to the
middle of each four (4) hour shift.
b. For Employees Working Less Than Four Hours Per Day:
Employees working less than four (4) hours per day, but more than two (2) hours
per day, shall be entitled to one fifteen (15) minute paid rest period, scheduled, as
close as possible, to the middle of the work shift. Employees working two (2)
hours or less per day are not entitled to a rest period.
c. When the operations of the District require someone to be present at the work
site at all time, the rest periods may be scheduled by the District at a time
mutually agreed upon by the employee and his or her supervisor.
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8. Released Time for Voting:
If an employee’s work schedule is such that it does not allow sufficient time to vote in
any federal, state or local election in which the employee is entitled to vote, the District
shall arrange to allow sufficient time for such voting by the employee without loss of pay.
9. Summer School Assignments:
a. When work normally and customarily performed by bargaining unit
employees is required to be performed at times other than during the regular
academic year, the work shall be offered to bargaining unit employees first in
the appropriate classification(s) by seniority. All hours assigned to an
employee for a summer school assignment shall be considered ‘hours in paid
status’ for the purposes of this Agreement. Due to the specialized nature of the
work, only qualified Instructional Assistants may apply for summer school
Instructional Assistant positions unless there is an insufficient number of
qualified Instructional Assistant applicants.
b. Effective June 1, 2002, bargaining unit members not regularly assigned to
serve between the end of one academic year and the commencement of
another shall, for services performed, receive, upon a pro rata basis, not less
than the compensation and benefits that are applicable to the classification of
the additional assignment or service, during the regular academic year.
(Example: If a unit member who works the normal school year at range 25
takes a position during the summer that is range 17, the employee will be paid
at range 17 for work completed during the summer session, or if an employee
who works a position during the regular year at range 17 takes a summer
position that is rated at range 23, the employee will be paid at range 23 for the
summer session.)
c. The word ‘benefits’ as used herein means sick leave and vacation.
d. This section shall be inapplicable to services rendered as a substitute.
B. OVERTIME:
1. Authorization for Overtime Pay:
Overtime and pay therefore or compensatory time off therefore must be authorized in
advance by the immediate supervisor (i.e. the certificated administrator or classified
supervisor as defined in this Agreement). In making this determination the District will
adhere to the provisions of the Federal Fair Labor Standards Act with regard to
“suffering” employees to work overtime without proper compensation.
2. Regular Overtime Pay:
The regular overtime rate of pay shall be one and one-half (1 1/2) times the regular rate of
pay for the employee performing the overtime assignment.
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3. Holiday Overtime Pay:
The Holiday overtime rate of pay is one and one-half (1 1/2) times the regular rate of pay
plus the regular rate of pay.
4. Compensatory Time Off:
An employee has the option of taking compensatory time off in lieu of cash compensation
for overtime work. Compensatory time is earned at the same rate of overtime, either
regular overtime or holiday overtime. The employee must notify his or her immediate
supervisor in writing within five (5) working days following the day the overtime was
earned if compensatory time off is chosen instead of cash payment. Hours worked in
excess of the regular assignment must be submitted on a time card indicating ‘comp
time’. This time card must be signed by the employee and the immediate supervisor.
Compensatory time off must be used within ninety (90) days following the pay period
within which the overtime was earned; if not taken within this time limit, the employee
will be paid for the overtime at the overtime rate earned.
5. Overtime for Shift Differential Employees:
An employee receiving shift differential pay (Article V.A.4.), shall be paid at the
appropriate overtime rate after seven and one-half (7 ½) hours of work in any one day, or
after thirty-seven and one-half (37 ½) hours in any one week. The overtime rate shall be
based on the regular rate of pay, plus 6.67% to recognize the value of the shift
differential.
6. Equal Distribution of Overtime:
Overtime shall be distributed and rotated as equally as is practical among employees in
their respective classifications at the job site.
7. Call Back to Work:
An employee who is called back to work after completion of his or her regular
assignment, or called back to work on a day when the employee is not scheduled to work,
shall be compensated for at least two (2) hours of work at the overtime rate, regardless of
the actual time worked.
C. EXTRA TIME:
Extra time assignments shall be offered in a rotational basis to all unit members, insofar
as practical, within their respective classifications at each job site.
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ARTICLE VI - INSERVICE AND PROFESSIONAL GROWTH
A. TRAINING AND INSERVICES:
The Human Resources administrator shall plan inservices and training for classified
employees as funding permits. Employees who are required to attend training and/or
inservices shall be either provided released time, if held during normal working hours, or
pay in accordance with the provisions of Article V and Article XI.
Training or inservices may include payment of tuition for classes taken by employees
which are arranged for or approved by the Human Resources administrator. Any such
classes will not be counted as classes under the Professional Growth Program.
B. PROFESSIONAL GROWTH PROGRAM:
1. Purpose:
A Professional Growth Program is established by this section whose purpose is to provide
continuous purposeful engagement in study and related activities by employees and to
retain and extend high standards of performance by employees.
2. Definition:
The Professional Growth Program shall include only courses and professional preparation
taken outside the regular working hours of the employee. Classes or inservice programs
taken on District time, and for which the District pays the tuition and/or expenses, will
not be counted for professional growth credit.
3. Eligibility of Employees:
a. Only employees who have served for one (1) year with the District are eligible
for participation in the Professional Growth Program.
b. No employee on leave of absence as a full-time student will be eligible to
participate in the program, and any courses taken during such leave shall not
qualify for credit in the program.
c. If an employee terminates employment with the District and is subsequently re-
employed by the District, he or she shall not be entitled to credit or payment for
any previous professional growth increments.
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d. If an employee is hired with the stipulation that he or she must complete a
specific number of units, attain or maintain a particular certificate or license, or
complete specific class(es), the studies necessary to meet these requirements shall
not be counted toward the Professional Growth Program.
e. An employee must be in a paid status in order to receive any portion of the
payment for professional growth increments under this program, and such
payment will end when employment is terminated for any reason.
4. Courses to be Counted for Credit:
a. Credit for Courses:
An employee desiring to take a course for credit must file an “Application for
Approval of Classified Professional Growth Credits” with the Office of Human
Resources. If the course is denied the employee may request the bargaining unit
negotiation team to review the decision. If the negotiating team recommends that
the course be approved, the recommendation shall be valid only if approved by the
Governing Board.
b. Application for Credit:
Upon completion of the approved course, the employee shall complete an
Application for Professional Growth Credit with the Office of Human Resources
and attach proof of successful completion of the course (official grade card,
official transcript) indicating a grade of “C” or better. If a pass/fail grade is issued
instead of a letter grade, only a pass grade will be accepted.
c. Accrual of Professional Growth Credits:
Accrual of professional growth credits will be maintained in the Human
Resources Department. No more than fourteen (14) semester units will be
allowed for professional growth in any one fiscal year. If more units are earned,
the excess number may be carried over to succeeding years.
5. Payment for Professional Growth Program:
Monies earned for increments under the Professional Growth Program shall be paid in
addition to the employee’s regular salary, and shall be subject to the customary payroll
deductions for retirements, social security, and withholding taxes, as for usual salary
payments. All increments payable under this Article shall be increased by the percentage
amount of the general salary increase for each year of the life of the contract.
6. Time of Payment:
Professional Growth increments which are verified before the 10th of the month shall be
paid on the 1st of the month following, and thereafter in each monthly warrant.
7. Professional Growth Increments:
An increment consists of six (6) semester units of professional growth credit. In
computing this, the following shall be used:
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a. Sixteen (16) hours of instruction will be considered equal to one (1) semester
unit.
b. Of the six (6) unit increment, at least four (4) units must be job related. The
other units may be for “personal and professional growth”.
c. For purposes of calculation, nine (9) quarter units equal six (6) semester units,
and ninety-six (96) actual instructional hours equal six (6) semester units (for non-
college courses).
8. Payment for Increments:
An employee may earn a maximum of seven (7) increments under the Professional
Growth Program. Payment for each increment will be made in accordance with the
schedule for each increment earned, found in Appendix A.7 of this Agreement.
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ARTICLE VII - INSURANCE BENEFITS
A. HEALTH AND WELFARE BENEFITS:
1. The District’s contribution for employee health and welfare benefits shall be based on
annualized caps during the term of the contract.
Effective January 1, 2016, the ongoing annualized health and welfare benefit
employer contribution shall be $13,001.09 per full time equivalent (FTE) employee.
Part time employees shall receive a pro-rated District contribution pursuant to C.1,
C.2, or C.3.
Effective January 1, 2017, the ongoing annualized health and welfare benefit
employer contribution shall be $13,001.09 per full time equivalent (FTE) employee.
Part time employees shall receive a pro-rated District contribution pursuant to C.1,
C.2, or C.3.
The District’s benefit contribution shall be allocated over a three-tiered structure that
includes employee only, employee plus one dependent, and employee plus two or
more dependents.
Opt-out dollars shall be calculated at the end of the plan year and made available for
use in the following benefit plan year.
For the 2017 plan year only, the District agrees to maintain the following mandatory
tenthly employee payroll contributions after all opt out dollars are applied. If the
number of opt outs exceeds 25, the amount of additional opt out dollars will be
available in the benefit reserve account to be used at the discretion of the bargaining
unit. CSEA, Chapter 219 will utilize $270,341.59 from the CSEA, Chapter 219
Benefit Reserve Account to maintain the mandatory tenthly payroll contributions for
the 2017 benefit plan year only.
Kaiser HMO Network 1
Single $97.78 /tenthly Single $140.84 /tenthly
Two Party $193.32
/tenthly
Two Party $278.31 /tenthly
Family $276.05
/tenthly
Family $388.07 /tenthly
The District shall also offer medical insurance plans for HMO Network 2, HMO
Network 3, United PPO, and Alliance. Mandatory employee tenthly payroll
contributions for single, two-party, and family coverage shall be based upon the tiered
cap structure.
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2. Dual Coverage-Active Employees
a. For purposes of this section, Dual Coverage is defined as an individual who is
covered under a VEBA medical plan both as an employee and as a dependent.
b. Where both spouses and/or domestic partners are active benefit eligible
employees in the CSEA bargaining unit, one spouse/domestic partner may
opt-out of benefits and maintain dependent coverage and survivorship rights.
The spouse/domestic partner opting out will be permitted to apply his or her
medical premium contribution toward his or her spouse/domestic partner's
medical insurance premium, up to the amount of the current active employee
medical cost.
B. BENEFITS FOLLOWING SEPARATION:
1. Upon an employee’s separation from employment with the District, the District shall
comply with the Consolidated Omnibus Budget Reconciliation Act (COBRA) to
provide said separated employee the opportunity to continue coverage at his or her
own expense.
2. Notwithstanding paragraph B.1 above, the District will continue to pay the
contribution toward the cost of benefits as specified in Section A above for employees
laid off for two (2) months following layoff.
3. Continuation of Insurance for Dependents of Deceased Employees
The District will continue to pay the premiums (prorated when appropriate) on the
medical, dental and vision insurance for the eligible dependents of an employee
covered by the insurance under this article for a period of six (6) months after the date
of the death of the employee. Continued coverage will be provided for this six (6)
month period to the extent permitted by insurance carriers.
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C. BENEFITS FOR PART TIME EMPLOYEES:
1. Any part time unit member who participated in the District’s health insurance plans in
1991-92 shall be entitled to participate in District health and welfare insurance plans
on the same percentage basis in which they participated during 1991-92 for the
duration of their employment with the District. (The District shall pay 100% of the
employer contribution level for employees working four or more hours and 50% of
the employer contribution level for employees working between two and four hours
per day). The District shall provide CSEA a list of part time unit members
“Grandfathered” pursuant to this Agreement. The District’s contribution for
grandfathered unit members who are subsequently reduced in hours below four (4)
hours, but more than two (2) hours, will be eligible for 50% contribution level as now
specified in Article VII, Section B.3*
*Article VII.B.3 (expired contract)
The benefits...shall be paid...in part by the District in accordance with the number of
hours worked by the employee as follows:
Four hours or more: 100%
Two to three 3/4 hours 50%
Less than two hours: employee to pay cost of premium to District
2. Effective with the 1992-93 school year, part-time employees must be employed for
not less than four (4) hours per day / twenty (20) hours per week in order to qualify
for benefits. The District’s contribution level shall be based on the employee’s hours
of service as compared with eight (8) hours per day / forty (40) hours per week (i.e.
half-time employees will receive 50% of the employer contribution level provided
that the employee has authorized the District to withhold the balance of the cost for
benefits from the employee’s pay).
3. For the 2017 benefit year only, as an exception to section C.2, part time employees
working five (5.0) hours per day or greater shall have their mandatory tenthly payroll
contributions for all single plans equal to those for full time employees. Part time
employees who elect single coverage must take Dental, Vision, and Life insurance at
no additional cost.
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D. MEDICAL INSURANCE COVERAGE FOR CLASSIFIED RETIRED PERSONNEL:
1. The District’s maximum contribution for classified retirees will not exceed $8,000
beginning January 1, 2013. Increases in the amount after January 1, 2013 will be a
matter subject to negotiation. Retirees who desire to purchase dental, vision and/or
life insurance coverage at the District’s rate can do so independent of the district
contribution.
Employees hired prior to August 1, 1994, shall be entitled upon retirement at age 55
or older with ten (10) or more successive years of service in the Escondido Union
High School District, to participate in the District’s medical insurance plan in
accordance with the following sliding schedule:
Years of Service Percent of Distribution
10 50% of amount specified in Section D
11 55
12 60
13 65
14 70
15 75
16 80
17 85
18 90
19 95
20 100
a. Effective July 1, 2017, classified employees retiring and entering CalPERS at the time
of retirement, shall be entitled upon retirement at age 58 or older with Fifteen (15) or
more successive years of service in the Escondido Union High School District, shall
receive a District contribution at the percentage of $8,000 per year according to the
chart below to put toward the District’s insurance plan until age 65. (valued at 2.25%
ongoing costs)
Years of Service Percent of Distribution
15 75
16 80
17 85
18 90
19 95
20 100
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2. When an eligible retiree of the CSEA bargaining unit and his or her spouse reach
age 65, they will apply for a Medicare Supplement Insurance. If accepted by the
supplemental insurance carrier, they must transfer; if not accepted, they may stay
with the medical plan that is in existence for current employees.
3. It is understood that this benefit is not for perpetuity, but shall be provided so long
as this District continues its current fringe benefit policies, subject to annual
review.
4. Dual Coverage-Retirees
a. For purposes of this section Dual Coverage is defined as an individual who is
covered under a VEBA medical plan both as a retiree and as a dependent.
b. A retiree who is entitled to an employer contribution toward the cost of retiree
medical benefits and who is legally married to a retiree who is also entitled to
an employer contribution toward the cost of retiree benefits shall be excluded
from dual coverage under VEBA’s medical plans that are provided to retirees
pursuant to Article VII of the collective bargaining agreement between the
District and CSEA.
c. The impact of this Agreement to exclude dual coverage for eligible retirees
who are married couples, is that the District shall provide one contribution to
each married couple. Each couple shall receive an employer contribution
under one plan in which one spouse is designated as a primary insured person,
and the other spouse is designated as a dependent.
d. Upon the death of one insured spouse, the surviving spouse shall have the
right to participate in a District retiree medical plan as an individual retiree.
The District’s contribution toward retiree benefits shall revert to the amount
that retiree is entitled to under the provisions of Article VII of the collective
bargaining agreement between the District and CSEA.
e. This Agreement also shall be applicable to domestic partners who are both
retirees of the District who are entitled to District contributions toward the
cost of retiree benefits.
f. The effective date for the implementation of this option to exclude dual
coverage under the District’s medical plans provided to retirees through
VEBA shall be January 1, 2010, subject to prior approval by VEBA’s
governing board.
E. INSURANCE COMMITTEE:
1. CSEA shall designate up to seven (7) representatives to the District/CSEA/ESTA
Insurance Committee.
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ARTICLE VIII - LEAVES OF ABSENCE, HOLIDAYS, AND VACATION
A. PAID LEAVES OF ABSENCE:
1. Bereavement Leave:
a. Number of Days of Entitlement:
Every employee shall be entitled to three (3) days of paid leave of absence or five
(5) days if more than two hundred (200) miles of one-way travel is involved, due
to the death of any member of the immediate family. This leave shall not be
deducted from sick leave. This leave must be used within seven (7) working days
following the death of the immediate family member and may not be postponed.
b. Definition of Immediate Family:
“Immediate Family” means such relationships as mother, father, stepmother,
stepfather, grandmother, grandfather, or a grandchild of the employee or of the
spouse of the employee; and the spouse, son, son-in-law, daughter, daughter-in-
law, brother, brother-in-law, sister, or sister-in-law of the employee, or any
relative of either spouse living in the immediate household of the employee.
2. Industrial Accident Leave:
a. Entitlement to Industrial Accident Leave:
An employee will be entitled to industrial accident leave according to the
provision in the Education Code, Section 45192, for personal injury or illness
which has qualified for Workers’ Compensation under the provisions of the
workers’ compensation fund.
b. Filing a Claim:
In order to be qualified for Workers’ Compensation, the employee must file an
accident report as required in paragraph 2.c. below. The claim will be processed
by the District and the District’s workers’ compensation insurance carrier in
accordance with established procedures. If the District or the carrier denies the
claim, the employee may appeal the decision by filing an Application for
Adjudication of Claim with the State Compensation Appeals Board in accordance
with the procedures established by law. The State Compensation Appeals Board
shall make the final determination on the validity of a claim.
c. Reporting Injury or Sickness:
An employee shall report any alleged occupational injury or sickness on the
appropriate form to the immediate supervisor within twenty-four (24) hours of
knowledge that said occupational injury or sickness is job related. If an employee
is incapacitated to the extent that he or she cannot file a report, the immediate
supervisor has the responsibility for submitting a report.
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d. Length of Leave:
Such leave shall not exceed sixty (60) working days in any one (1) fiscal year for
the same industrial accident or illness. This leave will commence on the first day
of absence, and will be reduced by one (1) day for each day of authorized absence
regardless of a compensation award made under Workers Compensation. The
leave shall not be accumulative from year to year, and if an industrial accident or
illness occurs at a time when the full sixty (60) days will overlap into the next
fiscal year, the employee shall be entitled to only that amount remaining at the end
of the fiscal year in which the injury or illness occurred, for the same illness or
injury.
e. Designation of a Physician:
(1) Selection of a Physician by Employee:
An employee may be treated by a physician of his or her own choice if he
or she has notified the Human Resource Department in writing, through
completion of the appropriate form, upon initial employment, or prior to
the date of the injury or illness, that he or she has a personal physician and
desires treatment by that physician. The designation may be changed by
the employee at any time prior to the date of the injury or illness. For
purposes of this section, ‘personal physician’ means the employee’s
regular physician and surgeon, licensed pursuant to Chapter 5
(commencing with Section 2000) of Division 2 of the Business and
Professions Code, who has previously directed the medical treatment of
the employee, and who retains the employee’s medical records, including
his or her medical history.
(2) Failure to Designate Physician in Advance:
If no physician is designated in writing in advance as per the above, the
employee shall utilize a physician from the panel provided by the
insurance carrier for at least the first thirty days.
f. Duty to Remain in State Unless Excused:
An employee receiving benefits as a result of this section, shall, during periods of
illness or injury, remain within the state of California unless the Board of Trustees
of the District authorizes travel outside the State.
g. Use of Other Leave in Conjunction with Industrial Accident Leave:
The benefits provided in this section are in addition to illness/injury leave
benefits. Upon conclusion of this paid industrial accident leave, an employee may
utilize any available leave for personal illness or injury, provided that any
utilization of such leave, when combined with a temporary disability indemnity,
shall not exceed one hundred percent (100%) of the employee’s normal
compensation. The sick leave utilization shall be appropriately pro-rated in
accordance with the rules and regulations of the State Compensation Insurance
Fund.
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h. Authorization to Return to Work After Accident or Illness:
An employee shall be permitted to return to service after an industrial accident or
illness only upon the presentation of a release from the authorized Workers’
Compensation physician certifying the employee’s ability to return to his or her
position classification without restrictions or detriment to the employee’s physical
and emotional well-being.
i. Failure to Accept Appropriate Assignment Upon Return to Work:
An employee who is eligible for re-employment and has been medically released
for return to his or her duties, but fails to accept an appropriate assignment, shall
be terminated.
3. Judicial Leave:
a. Jury Duty Leave:
Employees who are subpoenaed for jury duty shall continue to receive their full
pay from the District as long as the employee pays the District the amount of Jury
Duty pay received, excluding mileage reimbursement and payment for meals.
Upon notification by the Court of the call to jury duty, the employee shall notify
his or her immediate supervisor as soon as possible.
An employee shall be excused from work to attend jury duty, and any employee
whose regularly assigned shift begins at 3:00 p.m. or thereafter shall be relieved of
his shift to attend jury duty during the day.
b. Court Appearance as a Witness:
(1) Cases Where the Employee is an Involuntary Witness:
Whenever an employee is subpoenaed as a witness in a case involving the
District, or when the employee is subpoenaed as an involuntary witness,
the employee shall be released for such court appearance without loss of
pay.
(2) Cases Where the Employee is a Voluntary Witness:
When an employee is a voluntary witness pursuing his or her own
interests, the employee must take Personal Necessity leave or leave
without pay for a court appearance.
4. Military Leave:
a. Duty to Submit Military Orders to District:
An employee who received his or her military orders to report for duty shall
present the orders to the Human Resources Department and notify his or her
immediate supervisor. Upon receipt of the orders by the District, the employee
shall be granted a leave of absence without loss of pay for a period not to exceed
thirty (30) calendar days per year to report for annual active duty training.
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b. Leave of Absence for Military Duty:
An employee who enlists, is inducted, or is recalled to active duty shall be granted
a leave of absence for the period of such enlistment or required service. An
employee who has served in the District a minimum of one (1) year shall receive
his or her regular pay for the first thirty (30) calendar days of such leave.
c. Return to Employment After Service in Military:
Upon completion of the service requirement, the employee shall be reinstated in
the class that was held at the time of the employee’s enlistment or induction,
provided that the employee returns within six (6) months of the date of his or her
discharge, and the period of absence shall not be construed to be a break in
service.
5. Personal Necessity Leave:
An employee may use an amount of earned sick leave provided under Education Code
Section 45207, currently seven (7) days per year, for personal necessity leave. There
are two types of personal necessity leave, one that requires advance permission of the
immediate supervisor, and one that does not.
a. Advance Permission Required:
Personal business which can be conducted during working hours may be charged
to personal necessity leave if it concerns obligations which are beyond the
immediate control of the employee and which normally would compel an
individual to be absent from his or her duties. It must not be a situation created by
the choice of the employee nor for his or her personal convenience. Advance
permission of the immediate supervisor is required.
Personal necessity leave may be used for matters of compelling personal
importance such as: (a) closing title to a home, (b) moving day, (c) appearance in
court not covered by other leave, (d) appearance at Internal Revenue Service
meetings, (e) graduation of a child, self or spouse, (f) marriage of a member of the
immediate family, or other similar occurrences which require the employee’s
presence. No such leave may be used for purposes of vacation, honeymoon, or
extending any school recess or holiday. Advance permission shall be requested
from the immediate supervisor.
Six days of personal necessity leave may be used to attend to an illness of an
employee’s child, parent, or spouse. For purpose of this paragraph ‘parent’ means
a biological, foster, or adopted parent, a step parent, or a legal guardian and ‘child’
means a biological, foster, or adopted child, a step child, a legal ward, or a child of
a person standing in loco parentis.
b. No Advance Permission Required:
In the following cases, no advance permission is required, but the employee
should notify his or her supervisor as soon as possible:
Death or serious illness of a member of his or her immediate family.
39
Accident involving his or her person or property, or the person or property of his
or her immediate family.
For purposes of this section, ‘immediate family’ means the mother, father,
stepmother, stepfather, grandmother, grandfather, or a grandchild of the employee or
of the spouse of the employee; and the spouse, son, son-in-law, daughter, daughter-in-
law, brother, brother-in-law, sister, sister-in-law of the employee, or any relative of
the employee or spouse who is living in the immediate household of the employee.
6. Pregnancy Leave (Paid):
a. Use of Sick Leave and Extended Sick Leave:
Employees may use available sick leave, including extended sick leave, if unable
to render service to the District as a direct result of pregnancy. An employee also
has the option to take unpaid maternity leave or unpaid child rearing leave. (See
below)
b. Duty of Employee to Notify District:
Employees, upon the knowledge of pregnancy, shall inform in writing the
immediate supervisor and the Human Resources Department so that appropriate
plans can be made for her assignment when she goes on leave.
c. Continuation of Work During Pregnancy:
A pregnant employee may continue to work as long as her health will permit as
attested to in a statement from her physician prior to the expected date of the
conclusion of the pregnancy. The employee must file a statement from her
physician or district-approved medical advisor not later than the third month of
pregnancy, or as soon thereafter as she becomes aware of her pregnancy,
indicating the estimated date of delivery, that she is in good health and that, in the
judgment of the physician or medical advisor, she can continue to carry on her
assigned duties and responsibilities without danger to herself or her child.
d. Charging Pregnancy Leave to Sick Leave:
Pregnancy leave, and/or disability following pregnancy leave, may be charged to
available sick leave and extended sick leave. If the employee is unable to resume
her duties due to disability caused by pregnancy, the employee shall provide a
statement from her physician attesting to the disability.
e. Return to Work:
At the conclusion of the pregnancy, an employee on leave due to pregnancy may
return to duty upon submission of a statement from her physician that her health
and welfare shall not be endangered and she is able to assume her workload.
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7. Sick Leave:
a. Number of Sick Leave Days Per Year:
Each employee is entitled to one (1) day of sick leave per month worked, paid at
the same rate of pay as for the usual work performed, and the amount of sick leave
each day shall be proportionate to the length of the workday.
b. Use of Sick Leave in Advance:
Credit for leave of absence need not be accrued prior to taking such leave by the
employee and such leave of absence may be taken at any time during the year.
However, a new employee of the District shall not be eligible to take more than
six (6) days, or the proportionate amount to which employee may be entitled
under this section, until the first day of the calendar month after completion of six
(6) months of active service with the District. If an employee resigns or is
terminated, the District will deduct from the employee’s final check the amount of
salary which was paid for unearned advanced sick leave days.
c. Notification of Immediate Supervisor:
Employees who must be absent from work are required to notify their school or
department in advance of the absence so that arrangements can be made for
substitutes where necessary.
d. Proof of Illness:
Employees covered by this Agreement who are absent from duty on sick leave,
may be required to present proof of illness after an absence to qualify for pay
during the absence. Normally such proof would not be requested for less than five
(5) days of illness unless the District has reason to suspect that the illness or
accident was not genuine, in which case proof may be required.
e. Accumulation of Leave:
If the employee does not take the full amount of leave allowed in any year under
this section, the amount not taken shall be accumulated from year to year.
f. Restoration of Sick Leave:
An employee who resigns and is re-employed within one (1) calendar year shall
have all previously accumulated sick leave restored.
g. Transfer of Sick Leave:
Any classified employee who has been employed for a period of one (1) calendar
year or more whose employment is terminated for actions other than initiated by
the employer for cause, and who subsequently accepts employment with another
school district within one (1) year of termination of his or her former employment,
shall have transferred with him/her to the second district the amount of earned
sick leave to which he or she was entitled under basic sick leave provisions
consistent with law.
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h. Extended Sick Leave:
Where an extended sick leave of three (3) months or longer has been granted to an
employee, the Governing Board may require a physical examination to determine
if the employee is well enough and able to return to work. The examination, if
required, shall be given prior to the employee’s return to work. The District shall
designate the examining doctor and pay the fee for the examination.
The employee may, if the physical examination referred to above is not to the
employee’s satisfaction, arrange for another physical examination from a doctor of
the employee’s choice (employee’s expense) and submit the results to the District.
Final determination of employee’s status shall be made by the Board of Trustees.
i. Entitlement to Other Sick Leave:
Each employee shall, once a year, be credited with a total of one hundred (100)
working days of paid sick leave, which shall include the number of days to which
he or she is entitled under Section (a) above. Such additional days of paid sick
leave shall be compensated at the rate of fifty percent (50%) of the employee’s
regular salary. The paid sick leave authorized under this section shall be
exclusive of any other paid leave, holidays, vacation, or compensating time to
which the employee may be entitled, except for the deduction of the days in
Section (a) above.
B. UNPAID LEAVES OF ABSENCE:
The following leaves of absences may be granted on an unpaid basis. Employees
returning to service following such leave shall be entitled to return to the classification in
which the employee was assigned at the time of the leave, but not necessarily to his or her
former position. The term of the leave shall not be considered experience for salary
schedule advancement pursuant to Article XI.A.2., unless the leave of absence is for less
than 50% of the employee’s work year. The employee’s seniority date will not be
affected by the leave of absence and the leave shall not be considered a break in service.
1. Child Rearing Leave and Maternity Leave Without Pay:
a. Child Rearing Leave:
Upon request, the District shall provide an employee who is a natural or adopting
parent an unpaid leave of absence for the purpose of caring for or rearing the
child. An employee shall notify the District that he or she intends to take such
leave at least four (4) weeks prior to the anticipated date on which the leave is to
commence, where possible. The unpaid child care leave shall be for a period of
time mutually agreed upon by the District and the employee.
b. Maternity Leave Without Pay:
Maternity leave without pay is an unpaid leave which may be taken for the
purpose of preparing for childbirth and for a recovery period afterward. It may be
transformed into unpaid child rearing leave after the birth of the child. Sick leave
may not be used once the maternity leave is in effect.
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2. Health Leave:
a. Entitlement to Unpaid Health Leave:
Employees are entitled to an unpaid leave of absence for reasons of health. Such
leave shall be either a short-term health leave or a long-term health leave. A long-
term health leave is specified to be for not less than one (1) semester and not more
than one (1) year. Such leave may be extended in cases of serious health
conditions.
b. Short-Term Health Leave:
A leave granted to an employee who is temporarily unable to perform his or her
services because of illness, accident or quarantine. The employee shall notify the
District as soon as possible of his or her intended date of return.
c. Long-Term Health Leave:
A leave granted to an employee who is experiencing severe health problems, such
as would prevent him or her from performing services to the District for at least
one (1) semester and up to one (1) year.
(1) Physician’s Statement:
Before such leave may be granted, the District may request from the
employee’s physician or from a physician chosen by the District, a
statement that the employee qualifies for such health leave.
2) Duty to Notify the District of Intended Return:
The employee shall notify the District of his or her intended return no later
than thirty (30) days before the anticipated date of return.
(3) Physician’s Statement Required Upon Return:
Upon returning from such leave, and before assuming job responsibilities,
a statement of fitness from a physician may be required by the District,
with the cost to be paid by the District.
d. Personal Unpaid Leave of Absence:
(1) The District may grant an employee an unpaid leave of absence for
personal reasons not enumerated in any other leave section. This leave
shall be of a specific time duration agreed upon in advance by the
employee concerned and the District.
(2) Upon completion of the leave of absence granted by the Governing
Board, the employee shall be reinstated in the class that was held by the
employee at the time the leave was granted, and the period of absence shall
not be construed to be a break in service.
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3. Family Care and Medical Leave:
a. Unit members who have completed one (1) year of service with the District
and worked at least 1250 hours during the previous year shall be eligible for
unpaid family care and medical leave for up to twelve weeks within any 12-month
period, according to the terms and conditions set forth in Board Policy 4261.8.
Such leave shall run concurrent with any other leave provided in this Agreement
and no more than one 12-week leave shall be granted to an employee during any
12-month period. This twelve month period shall be measured forward from the
date the employee’s first family care and medical leave begins.
Employees who are granted such leave shall be employed in the same or
comparable position upon returning from family care and medical leave.
b. Family leave may be used for the birth of the employee’s child, and in order to
care for the child, placement of a child with the employee for foster care, in
connection with the employee’s adoption of the child, to care for the employee’s
child, parent or spouse with a serious health condition, or due to the employee’s
own serious health condition which makes the employee unable to perform his or
her job.
c. The District may require medical certification to support a request for leave
based on a serious health condition.
d. During the period of family care leave, the employee shall continue to be
entitled to participate in the District’s medical, dental and vision plans under the
same conditions as apply to other unit members on paid leave of absence.
e. The employee shall retain his or her employee status with the District during
the leave period, and the leave shall not constitute a break in service for
purposes of longevity or seniority under any employee benefit plan or
collective bargaining agreement.
C. HOLIDAYS:
1. Number of Paid Holidays:
All employees covered by this Agreement shall be entitled to the paid holidays listed
below, provided they are in a paid status during any portion of the working day
immediately preceding or succeeding the holiday. Employees who are not normally
assigned to duty during the winter or spring school recesses shall be paid for Christmas
Eve, Christmas Day, New Year’s Eve, New Year’s Day, and Spring Recess Holiday,
provided that the employees were in a paid status during any portion of the working day
of their normal assignment immediately preceding or succeeding the recess period.
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Independence Day
Labor Day
Veteran’s Day
Thanksgiving Day
Day after Thanksgiving (in lieu of Admission Day)
Christmas Eve
Christmas Day
New Year’s Eve
New Year’s Day
Martin Luther King, Jr.’s Birthday
Lincoln’s Birthday
President’s Day (Washington Birthday Observance)
Spring Recess Holiday
Memorial Day
The holidays above shall be scheduled each year by mutual agreement and listed in the
Calendar.
2. Additional Holidays:
In addition to the above holidays, every day declared by the President of the United States
or the Governor of the State of California as a public fast, day of mourning, thanksgiving,
or holiday, or any day declared a holiday by the Governing Board as a local holiday under
the provisions of the Education Code, shall be a paid holiday for all employees, provided
the said authority also publicly declares that the said holiday is one on which the public
schools of the State of California shall be closed.
3. Teacher Training Days:
Any day granted as a teacher training day, teacher institute, or teacher-parent conference
day by whatever name for whatever purpose is a regular work day for all employees
covered by this Agreement.
D. VACATION PLAN:
1. Vacation Allocation:
Vacation is earned on the basis of years of service with the District, with one day of
vacation earned for each month of service each year for one through five years of service;
one and one-fourth days of vacation earned for each month of service each year for six
through eleven years of service; one and one-half days of vacation earned for each year
for twelve through nineteen years of service; and one and three-fourths days of vacation
earned for each year for twenty or more years of service with the District. The table
below indicates the amount of vacation earned for ten-month, eleven-month and twelve-
month employees:
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Years of Service With the
District
Number of
Days of
Vacation
Allowed
10-MONTH
11-MONTH
12-MONTH
1 10.00 11.00 12.00
2 10.00 11.00 12.00
3 10.00 11.00 12.00
4 10.00 11.00 12.00
5 10.00 11.00 12.00
6 12.50 13.75 15.00
7 12.50 13.75 15.00
8 12.50 13.75 15.00
9 12.50 13.75 15.00
10 12.50 13.75 15.00
11 12.50 13.75 15.00
12 15.00 16.50 18.00
13 15.00 16.50 18.00
14 15.00 16.50 18.00
15 15.00 16.50 18.00
16 15.00 16.50 18.00
17 15.00 16.50 18.00
18 15.00 16.50 18.00
19 15.00 16.50 18.00
20 + 17.50 19.25 21.00
2. Computation of Vacation:
The anniversary date of employment for each member of the classified staff will be the
determining factor in computing days of earned vacation. Computation of earned
vacation will be made as of June 30 of each year in accordance with the above schedule.
In order for an employee to receive vacation credit for a month of service, he or she must
be assigned to work fifty percent (50%) or more of the workdays in the month.
3. Length of Workday Determines Length of Vacation Day:
Vacation is paid on the basis of the proportionate length of the assigned workday, up to a
maximum of eight (8) hours per day or ten (10) hours per day for employees working four
(4) ten (10) hour days per week pursuant to Article V, Section A.2.d.
4. Carry-Over of Vacation:
Vacation will normally be used by the end of the fiscal year (June 30) of the year it is
earned, and will be allowed to accrue one (1) year following the year it was earned. No
vacation will be carried over for more than one (1) year after it is accrued and vacation
hours not used by June 30 of the year following the year it was earned will be paid to the
employee no later than August 31.
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5. When Vacation May Be Taken:
Vacations may be taken at times that are mutually agreed upon by the District (site
supervisor) and the employee requesting the leave. Vacation requests shall be approved
or denied within two weeks of submission. Special circumstances and emergency
situations will be dealt with on an individual basis. Vacation will be credited to the
employee on July 1 of each year for the ensuing 12 month period. Permanent employees,
with the permission of the District, may take vacation in advance of it being earned, but
not to exceed the amount to be earned (and which is credited) through the following June
30. In the event that an employee resigns or is terminated and has used unearned
vacation, the District shall deduct from the employee’s final check the full amount of
salary which was paid for such unearned days of vacation.
6. Only Permanent Employees Entitled to Vacation as Vested Right:
Earned vacation shall not become a vested right until completion of the initial six (6)
months of employment. A probationary employee who resigns or is terminated before the
end of six (6) months is not entitled to payment for accrued vacation.
7. Payment of Earned Vacation Upon Separation from Service:
Upon separation from service, the employee shall be entitled to lump-sum compensation
for all earned and unused vacation subject to the provisions of D.3. and D.4. above. The
terminating date will be the employee’s last day of service and any unused vacation to be
paid will be computed to that date.
8. Interruption of Vacation:
An employee covered by the Agreement shall be permitted to interrupt or terminate
vacation leave in order to begin another type of paid leave provided by the Agreement
without a return to active service, provided the employee supplies notice and supporting
information regarding the basis for such interruption or termination.
E. EARLY RETIREMENT INCENTIVE:
1. The District may offer a different early retirement incentive program, but only
following discussions with CSEA as to the nature of these programs.
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ARTICLE IX – SAFETY
A. DISTRICT OBLIGATIONS FOR SAFETY:
1. The District shall conform to and comply with all health, safety and sanitation
requirements imposed by state or federal law, or regulations adopted under state or
federal law. In the absence of informal resolution between the parties, alleged violations
of this section must be submitted to an appropriate administrative agency having
jurisdiction over the subject matter in lieu of proceeding to arbitration under Article IV,
Section C.3.
2. To the extent permitted by law and applicable District policies, regulations and
practices, unit members may use force, as is reasonably necessary, under the
circumstances, while within the scope of employment, to protect the employee from
attack, to protect another person or property, or to quell an actual disturbance threatening
physical injury to others.
3. The unit member shall report to the appropriate law enforcement authorities any
incident in which the unit member is attacked, assaulted or threatened by any pupil.
Failure to make such a report is an infraction in accordance with Education Code Section
44014. Copies of this Education Code section shall be made available to the unit
members at each work site.
B. SAFETY EQUIPMENT:
Should the employment duties of an employee covered by this Agreement reasonably
require the use of any equipment or gear to insure the safety of the employee or other, the
District agrees to furnish such equipment or gear.
C. NO DISCRIMINATION FOR REPORTING SAFETY VIOLATIONS:
No employee shall be in any way discriminated against as a result of reporting any
condition believed to be a violation of safety and health laws.
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ARTICLE X - TRANSPORTATION DEPARTMENT PROVISIONS
A. ASSIGNMENT OF ROUTES:
1. Daily Bus Routes for School Bus Drivers:
a. Bidding for daily bus routes shall take place seven (7) calendar days prior to the
first day of the student’s instructional year. No drivers shall be scheduled to work
during bidding time.
b. The District shall post a complete list of all daily bus routes schedules five (5)
working days prior to the bid date. Additions and deletions to daily bus route
schedules may occur during this five (5) working day period which may affect the
total route time.
c. Bidding shall be done on the basis of seniority (as per Contract Article II.A.16).
d. School bus drivers shall be allowed to bid by written proxy.
e. Any school bus driver who does not exercise their right to bid shall be assigned
a remaining vacant daily school bus route at the discretion of the Transportation
Department director on the basis of seniority.
f. The District shall maintain and keep posted on a bulletin board in the driver’s
lounge, a complete list of all daily bus route schedules in the Transportation
Department at all times. The schedules shall include the number of hours for each
route, the bus assigned to each route, and also indicate the check-in time, check-
out time and all trips scheduled, cancelled and made up.
g. The District shall maintain and keep posted in the transportation office a
dispatch schedule of all daily trips including cancelled and made up trips three
days in advance and updated as necessary.
h. The District shall maintain and keep posted, on a bulletin board in the driver’s
lounge, a seniority list of all school bus drivers based on date of hire in the
Transportation Department at all times.
i. Seniority for school bus drivers employed on the same date shall be determined
by lot.
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2. New or Vacated Daily Bus Routes:
a. New or vacated daily bus route schedules shall be posted for bid as soon as the
district becomes aware of the vacancy.
b. The new or vacated daily bus route schedule shall be posted for six (6)
working days before the bidding date.
c. Upon completion of the posting period, bidding for the daily bus route shall be
offered to the school bus drivers based on seniority.
d. A school bus driver may refuse the new assignment and the offer will be
made to the next school bus driver based on seniority.
e. Upon the refusal by all school bus drivers, the route shall be filled in
accordance with Article II.A.16. of this Agreement.
f. Drivers shall be allowed at least three (3) working days after new/changed
route assignments to ‘dry run’ route and notify parents/guardians of pick-up
and drop-off times.
3. Decreases in Route Time:
a. A school bus driver whose daily bus route schedule is decreased by more than
twenty (20) minutes shall have the right to a daily bus route with more hours
assigned to a school bus driver with less seniority.
b. Drivers who elect to exercise this right shall be allowed to begin their new
assignment within three (3) working days.
4. Increases in Route Time:
A daily bus route schedule which is increased by more than twenty (20) minutes
shall be defined as a new route and be subject to the conditions of subsection A.3.
above.
5. Break Schedules:
Break time shall be assigned by the Transportation Director, after consultation
with the affected employee.
6. Time Cards:
Effective July 1, 2016, all Transportation Department employees will submit one
time card per month representing only the hours worked from the 1st through the
last work day of the previous month.
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B. TRIP ASSIGNMENTS:
1. Assignment of Trips:
Two (2) trip rotations shall be established at the beginning of each school year:
one rotation during the week and a separate rotation for weekend and holiday
trips. Trip assignments shall be rotated by seniority as practical. A daily dispatch
sheet reflecting the driver’s current seniority status shall be posted in the
Transportation Department at all times. The dispatch sheet shall denote the last
driver on the seniority roster that worked that day. Trips may be coupled together
due to operational necessity.
Drivers shall receive a three (3) hour minimum for trips assigned on weekends
and holidays.
2. Cancellation of Trips:
a. In the event a trip is canceled, the driver assigned to said trip shall receive the
next non-posted trip as a make-up trip and shall not lose his or her rotations
spot. In the event a trip is scheduled to depart more than thirty (30) minutes
from the driver’s last assigned duty and the driver is not notified of said
cancellation, the driver shall be compensated for two hours, or until the
driver’s next assigned task, whichever is less. Management may, at its
discretion, assign the driver a non-driving task during this period.
b. In the event a weekend trip is canceled and the assigned driver is not notified
prior to arriving at the transportation facility, the driver shall be compensated
for five hours. Management may, at its discretion, assign the driver a non-
driving task during this period.
3. Refusal of Trip:
a. Late Trip Assignments:
A driver who refuses to accept a trip offered within 24 hours of the trip’s
scheduled departure shall not result in a charge to the respective rotation
roster. For trips that are less than five (5) hours, the driver accepting the
trip offered within 24 hours of departure shall not be charged a spot in the
trip rotation. For trips that are five (5) hours or more, the driver accepting
the trip offered within 24 hours of departure shall be charged a spot on the
trip rotation. A driver who is on personal necessity, bereavement, sick
leave, or a work assignment shall not be charged a spot on the trip rotation.
4. Split Runs:
There may be split runs on any athletic/field trip. A driver may be assigned to drop the
group off at their destination and a different driver may be assigned to pick the group up
and return them to the trip origination point. Drops prior to the commencement of a
driver’s route shall be viewed as an extension of the driver’s route of that particular day.
When the athletic/field trip is a split trip, the driver that drops the group off shall not be
charged a trip in the rotation unless the drop portion exceeds two (2) hours.
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C. STANDBY TIME FOR BUS DRIVERS AT USUAL RATE:
1. Special Trips:
Bus drivers on special trips, including but not limited to, athletic events, field trips, and
curricular trips who are required to remain on standby for the duration of the evening for
which the special trip is made, shall be paid for all standby hours at their regular rate of
pay. Whenever any combination of driving and standby hours in a day exceeds the
established workday as defined in Article V, all excess hours shall be compensated at the
appropriate overtime rate based on the employee’s regular rate of pay.
2. Drivers Not on Duty at Certain Times:
Notwithstanding any other provisions of the Agreement, if a special trip requires an
overnight stay, the District shall be relieved of the obligation of payment for any hours
between the time a bus driver is relieved of duties for the evening and the time duties
resume the following morning.
D. VEHICLE AVAILABILITY:
Whenever, as a result of the unavailability of appropriate District vehicles due to
mechanical or other malfunctions, a bus driver regularly scheduled to work is unable to
work, he or she shall receive pay at the rate he or she would have received for working
that day.
E. CONTROLLED SUBSTANCE AND ALCOHOL TESTING PROGRAM:
As mandated by the Federal Highway Administration of the United States Department of
Transportation and by Board Policy, the District will implement a controlled substance
and alcohol testing program that meets the requirements of Title 49, Part 382 of the Code
of Federal Regulations, effective January 1, 1996. This program will apply to all drivers
holding commercial licenses and will include:
Fleet Mechanic
Fleet Service Technician
Flex School Bus Driver
School Bus Dispatcher
School Bus Driver
Substitute School Bus Drivers
F. SUBSISTENCE (MEALS):
Drivers on trips (or combinations of trips) which are six (6) hours or more in duration (it
is understood that there shall be no unpaid time within the six (6) hours which exceeds
fifteen (15) minutes) shall be, upon presentation of proper receipts, reimbursed for one
meal, not to exceed ten (10) dollars. Use by the driver of the bus assigned to the trip is
permitted for the purpose of transit; up to three (3) miles to and from meals.
G. ANNUAL PAY-OUT OF UNUSED VACATION:
1. School Bus Drivers who are unable to take vacation because of work schedules
determined by the District shall be paid for the earned, but unused vacation at the
conclusion of each school year. Vacation pay-out will be no later than July 15.
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H. HEALTH AND WELFARE BENEFITS:
1. Bus driver eligibility for employer paid health and welfare benefits under Article VII
of the Agreement shall be determined as follows:
a. The monthly average of all hours in paid status for the period commencing
January 1 and ending May 31 shall determine the health and welfare benefits for
the period commencing June 1 and ending December 31.
b. The monthly average of all hours in paid status for the period commencing August
1 and ending December 31 shall determine the bus driver’s level of employer paid
health and welfare benefits for the period commencing January 1 and ending May
31.
2. The words “hours in paid status” shall include all compensated hours.
3. Newly hired bus drivers shall be placed at a level of District paid health and welfare
benefits which is equal to the lowest average monthly number of hours in paid status
for a regularly employed bus driver of the District during the immediately preceding
five-month period.
I. TRAINING
1. Training shall be offered to all drivers on a periodic basis that is consistent with
the California Department of Education School Bus Driver Training Program.
2. A School Bus Driver Training Schedule shall be posted monthly.
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ARTICLE XI - WAGES AND EMPLOYEE EXPENSES
A. WAGES AND WAGE-RELATED COMPENSATION:
1. Initial Placement:
An employee hired by the District shall be placed on the salary schedule at the range
assigned to the position for which he or she is hired. A maximum of five (5) years credit
for experience may be granted by the District, and if so credited, the employee shall be
placed on the appropriate longevity step of the range. Effective July 1, 2016, Ranges 8
through 12 will be eliminated from the CSEA Salary Schedule.
2. Salary Schedule:
The regular rate of pay for each employee covered by this Agreement shall be the range
and longevity step, where applicable, as set forth in the Salary Schedule (Appendix A).
Retroactive to July 1, 2016, there will be a one percent (1.0%) increase ON schedule.
Effective July 1, 2016, there will be a one percent (1.0%) OFF schedule payment.
a. Anniversary Increment:
Step increases will be granted on July 1 of each year and will be included in the
July pay warrant. In order to qualify for step advancement, the employee must
have been in paid status for a minimum of 50% of the previous year.
b. Longevity:
‘Longevity’ refers to the credited years of experience in a specific position
(Appendix A). An employee shall be paid at the appropriate longevity step when
he or she attains that step position on the schedule. An employee advances one
(1) step on July 1 of each year.
c. Promotion
If an employee receives a promotion of two ranges or less the employee shall be
placed on the same longevity step. If an employee receives a promotion of three
or more ranges the employee shall be placed on the longevity step that results in a
step placement that is closest to, but not less than, a 6.5% increase to the
employee’s previous salary.
3. Restoration of On-going Furlough Days:
The work year for all classified employees shall be the same as the work year established
in 2013/2014 with the following restorations:
Effective July 1, 2013, the District shall increase the work year by five (5) days for
positions identified in the Memorandum of Understanding dated June 10, 2013
(Attachment 1 of Appendix A3). The increase in work year shall be accompanied by a
pro-rata increase in salary schedule compensation.
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Effective July 1, 2013, the District shall increase the work year by four (4) days for those
positions identified in the attached list of positions (Attachment 2 of Appendix A3). The
increase in work year shall be accompanied by a pro-rata increase in salary schedule
compensation.
Effective July 1, 2013, the District shall increase the work year by two (2) days for those
positions identified in the attached list of positions (Attachment 3 of Appendix A3). The
increase in work year shall be accompanied by a pro-rata increase in salary schedule
compensation.
4. Paycheck:
a. Itemized Deductions:
All regular paychecks of employees covered by this Agreement shall be itemized
to include all deductions, overtime, holiday pay, additional wage benefits and
differentials, as allowed by the county payroll system.
b. Frequency:
All employees covered by the Agreement shall be paid once per month, payable at
the conclusion of the last working day of the month, or in accordance with the
schedule from the San Diego County Office of Education. If the normal pay date
falls on a holiday, the paycheck shall be issued at the conclusion of the preceding
workday. The District will publish the annual calendar of paydays, as provided by
the San Diego County Office of Education, on or before July 1 of each year for the
ensuing year.
c. Payroll Errors and Lost Checks:
Any payroll error resulting in insufficient payment for an employee shall be
corrected. The following steps shall be implemented within three (3) days:
(1) The District shall request, upon verification of error, that the San
Diego County Office of Education issue the employee a supplemental
check.
(2) In the event a check is lost, the District shall request, upon verification
of loss, that the San Diego County Office of Education replace the check.
(3) In the event of District payroll error resulting in underpayment of $100
or more, the employee may complete a demand for payment form to the
District and by the next working day be issued an emergency warrant from
the Revolving Fund equal to 70% of the amount underpaid. The demand
for payment form shall include a promissory note to repay the amount of
the emergency warrant immediately upon receipt of payroll warrant issued
to correct the underpayment.
Checks shall be issued subject to the San Diego County Office of Education rules and
regulations.
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Any payroll error resulting in overpayment for an employee shall be repaid by the
employee, or the employee shall authorize a payroll deduction to reimburse the District
for the overpayment.
d. Special Payments:
Any payroll adjustment due to an employee as a result of working out of class,
recomputation of hours, or other reasons other than procedural errors, shall be
made in the check issued on the next regular payroll date.
5. Additional Reimbursement:
a. Lodging and Meals:
Any employee who, as a result of a work assignment, must be lodged away from
home overnight, shall be reimbursed by the District for the full cost of such
lodging, as well as meals. Where possible, the District shall provide advance
funds to the employee for lodging. If advance funds are not available or do not
cover the full cost of required lodging, the District shall reimburse the employee
for out-of-pocket lodging expenses. This amount shall be payable in a separate
warrant drawn against the District funds within a reasonable working period.
b. Mileage:
Any employee required to use his or her vehicle on District business shall be
reimbursed at the current Board approved rate per mile for all miles driven on
behalf of the District.
The mileage computation shall include mileage necessary to return to the
employee’s normal job site after the completion of District business. The amount
shall be payable in a separate warrant drawn against funds within five (5) working
days of submission of the claim by the employee in the bargaining unit.
c. Training Compensation:
An employee who is required by the District to attend training sessions or
otherwise engage in training of any kind in order to continue his or her
employment in a position shall receive compensation as follows:
(1) Training Compensation:
When the training occurs during the employee’s regularly assigned
working hours, the employee shall be paid at his or her regular rate of pay
and shall receive all benefits to which he or she is entitled. The provisions
of the section do not apply to training that is voluntary, whether District
provided or employee initiated.
(2) Overtime During Training:
When the regularly assigned hours and the hours of training combined
total in excess of eight (8) hours on a regularly assigned work day, or when
the training occurs at any time other than the regularly assigned work
week, the employee shall be paid at the overtime rate appropriate for the
day and/or time at which the training occurs. The overtime rate shall be
based on the employee’s regular rate of pay.
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(3) District to Pay Training Costs:
All costs incurred under a mandated training program, as approved by the
District, for employee transportation, registration fees, and supplies shall
be paid for by the District.
d. Payment for Working Out of Classification:
(1) Temporary Reassignment to Higher Position:
The Governing Board may require employees covered by this Agreement
to perform duties not assigned to their position for up to five (5) days in an
assignment at a higher range on the salary schedule without paying the
employee at the higher range. However, commencing with the sixth day,
the employee must be paid at the higher range, and at his or her existing
salary step, for the higher paying assignment, and in this event, the salary
shall be adjusted upward to the new range for the entire number of days
that they are required to work out of classification.
(2) Duties After Five Days Must Be In Job Description:
Employees shall not be required to perform any duties not fixed and
prescribed by the Board of Trustees (i.e. not in a Board-adopted job
description) for more than five (5) working days.
B. EMPLOYEE EXPENSE COMPENSATION:
1. Uniforms:
The District shall pay the full cost of the purchase, lease, rental, cleaning and
maintenance of uniforms, equipment, identification badges, emblems, and cards required
by the District to be worn or used by employees. Notwithstanding the above, a T-shirt,
polo shirt, sweat shirt (or any shirt which is machine washable and does not require
ironing) that is designated as a uniform shall be laundered by the employee.
2. Replacing or Repairing Employee’s Property:
The District shall fully compensate all employees for loss or damage to personal property
in the course of employment, provided that the District has given written permission for
the personal property to be used by the employee at work. The District will also
compensate employees for damage to eye glasses which result from a District-caused
accident.
3. Physical Examination:
The District agrees to provide the full cost of any medical examination required as a
condition of employment.
C. OTHER WAGE RELATED CONSIDERATIONS:
1. The parties will jointly monitor the state’s fiscal condition and its impact on the
district. A representative group with three members each from both the classified unit
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and the district will meet quarterly during the 2010-11 school year to review the latest
state and district budget projections.
2. In the event the district receives new additional federal stimulus funds, the district
agrees to re-open negotiations.
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ARTICLE XII – NEGOTIATIONS
A. RECOGNITION OF THE ASSOCIATION:
The District recognizes Chapter No. 219 of the California School Employees Association,
and the California School Employees Association (CSEA) for the duration of this
Agreement as the exclusive representative for that unit of employees recognized by the
District on May 10, 1976, including all classified employees except those designated as
Management, Supervisory, or Confidential employees by the District, and those excluded
by law from the classified service, such as short-term employees, substitute employees,
and temporary employees. Disputed cases shall be submitted to the Public Employment
Relations Board of the State of California (PERB) for resolution.
B. MAINTENANCE OF THIS AGREEMENT:
1. Support of Agreement:
The District and the Association agree that it is to their mutual benefit to encourage the
resolution of differences through the meet and negotiate process. Therefore, it is agreed
that the Association will support this Agreement for its term and will not appear before
any public bodies to seek change or improvement in any matter which is a subject of this
Agreement except by mutual consent of the District and the Association.
2. Effect of Agreement:
It is understood and agreed that the specific provisions contained in this Agreement shall
prevail over District practices and procedures and over state laws to the extent permitted
by State law, and that in the absence of specific provisions in the Agreement such
practices and procedures are discretionary with the District.
3. Savings Provision:
If any provision of the Agreement is held to be contrary to law by a court of competent
jurisdiction, or if any applicable law, rule, regulation or order issued by governmental
authority (other than the Governing Board of this District) renders invalid any provision
of this Agreement, the provision will be immediately suspended and be of no effect. But
the invalidation of any one provision shall not invalidate any other portions of this
Agreement which remain in full force and effect.
4. Replacement for Invalidated Provision:
In the event of suspension or invalidation of any Article or Section of this Agreement, the
parties agree to meet and negotiate within thirty (30) days after such determination for the
purpose of arriving at a mutually satisfactory replacement for such Article or Section. In
the event the parties cannot reach agreement, however, the parties agree to suspend
negotiations on the subject until the succeeding March 1, when the matter may be
considered during the annual reopening of contract negotiations.
5. Scope of Representation:
The scope of representation shall be limited to matters relating to wages, hours of
employment, and other terms and conditions of employment. ‘Terms and conditions of
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employment’ mean health and welfare benefits as defined by Section 53200 of the
Government Code, leave, transfer and reassignment policies, safety conditions of
employment, procedures to be used for the evaluation of employees, organizational
security, pursuant to Section 3546, and procedures for processing grievances, pursuant to
Sections 3548.5, 3548.6, 3548.7, and 3548.8, as interpreted by the Public Employment
Relations Board (PERB) through official rulings. Nothing herein may be construed to
limit the right of the parties to this Agreement to consult with each other on any matter
outside the scope of representation.
C. RIGHTS AND RESPONSIBILITIES OF THE PARTIES TO THIS
AGREEMENT:
1. Association Rights:
The Association shall have the following rights:
a. Right of Access to Employees:
The right of access at reasonable times to areas in which employees work.
b. Right to Designate Site Representatives:
The Association may designate a Site Representative at each school site and/or
department of work. Site Representatives shall be given reasonable released time
to assist in the processing of grievances and for reasonable access to employees
for the discharge of related rights.
c. Right to Communicate:
The right to use, without charge, District bulletin boards, mailboxes, the use of the
District mail system, and other District means of communication or notices
concerning Association matters.
d. Right to Use Facilities:
The right to use, without charge, facilities and buildings at reasonable times by
filing a “Request for Use of Facilities” application with the Administrative head at
the school site.
e. Right to Information:
The right to receive two (2) copies of any non-confidential budget or financial
material submitted at any time to the Governing Board; and the right to review at
all reasonable times any other non-confidential materials in the possession of, or
produced by the District, which is necessary for the Association to fulfill its role
as the exclusive bargaining representative, provided that such material is public
information.
f. Right to Released Time for Association Business:
The right to a maximum of eighteen (18) days (144 hours) of released time
annually for Association business, exclusive of released time for negotiations or
the processing of grievances. The Association shall notify the Human Resources
Department at least three (3) days in advance of the requested leave.
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g. Right to Released Time for Negotiations:
In addition to the above, the Association negotiating team shall be granted
reasonable released time to meet and negotiate with the District.
h. Right to Seniority Roster:
No later than October 15th, the District shall furnish the Association with a
Seniority Roster of all employees covered by this Agreement showing their
seniority by hire date. The roster shall be current as of the preceding July 1. The
roster shall also show the primary job site of the employee.
2. Association Responsibilities:
a. No Strike or Work Stoppage Permitted:
It is agreed and understood that there will be no strike, work stoppage, slow-
down, picketing or refusal or failure to fully and faithfully perform job functions
and responsibilities, or other interference with the operations of the District by the
Association or by its officers, agents, or members during the term of this
Agreement, including compliance with the request of other labor organizations to
engage in such activity. The Association recognizes the duty and obligation of its
representatives to comply with the provisions of this Agreement and to make
every effort toward inducing the employees to do so.
b. Association Assistance in Preventing Work Stoppage:
In the event of a strike, work stoppage, slow-down, or other interference with the
operations of the District by employees who are represented by the Association,
the Association agrees in good faith to take all necessary steps to cause those
employees to cease such action.
c. Employee Penalty for Violation of this Section:
It is agreed and understood that any employee violating this Article may be
subject to discipline, up to and including termination, by the District.
d. Association Penalty for Violation of this Section:
It is understood that in the event this Article is violated, the District shall be
entitled to withdraw any rights, privileges or services provided for in this
Agreement, in District policy, or by Education Code from any employee and/or
the Association.
3. District Rights:
a. Reserved Rights of the District:
It is understood and agreed that the District retains all of its powers and authority
to direct, manage, and control its employees to the full extent of the law. Included
in, but not limited to those duties and powers are the exclusive right to: determine
its organization; direct the work of its employees; determine the times and hours
of operation; determine the kinds of levels of service to be provided, and the
methods and means of providing them; establish the educational opportunities
and priorities of students; determine staffing patterns; determine the number and
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kinds of personnel required; maintain the efficiency of District operations;
determine the curriculum; build, move or modify facilities; establish budget
procedures and determine budgetary allocations; determine the methods of raising
revenue; lawfully contract out work; and take action on any matter in the event
of an emergency. In addition, the District retains the right to hire, classify, assign,
evaluate, promote, terminate, and discipline employees.
b. Emergency Clause:
The district retains its right to amend, modify or rescind policies and practices
referred to in this Agreement in cases of emergency. The determination of
whether or not an emergency exists is solely within the discretion of the
Governing Board.
4. District Responsibilities:
a. Limitations on the Exercise of Reserved Rights:
The exercise of the foregoing powers, rights, authority, duties, and responsibilities
by the District, the adoption of policies, rules, regulations and practices in
furtherance thereof, and the use of judgment and discretion in connection
therewith, shall be limited only by the specific and express terms of this
Agreement, and then only to the extent such specific and express terms are in
conformance with law.
b. No Lockout:
During the term of this Agreement the Governing Board will not authorize or
permit any lockout of any person covered by the Agreement.
D. CLASSIFICATION, RECLASSIFICATION:
1. Creation of New Classifications:
Every newly created position which would be a part of the unit of employees covered by
this Agreement in accordance with the first section of this Article (“Recognition of the
Association”) shall be classified by placing it at an appropriate range on a salary schedule.
The District shall have the initial responsibility for placing any new classification on the
salary schedule and shall notify the Association of the same. The Association shall have
the right to request to negotiate the proper placement on the schedule of the new position,
and when requested the District shall meet to negotiate on the proper placement. In the
event that the Association and the District are unable to agree, the District’s placement
shall prevail until the next negotiation of the salary schedule in general, when the
placement of this position or positions shall be subject to the same negotiation rules
prevailing at that time.
2. Reclassification:
“Reclassification” means a gradual increase in higher level duties being performed by a
unit member that increases the responsibility and/or skill level.
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It is the intent of this section to examine a unit members’ pay range to determine if it
accurately reflects the duties of the classification being performed by incumbents to the
level of other comparable school districts.
Effective July 1, 2015, the District and CSEA shall conduct job analyses every three years
beginning with the 2017-2018 school year. The District shall send the Job Analysis
Form* to all classified employees no later than October 31. Employees seeking
reclassification must return the completed Job Analysis Form and any supporting
documentation to the CSEA negotiating team and the District no later than December 10.
CSEA shall submit to the District up to 30 bargaining unit positions to be considered for
reclassification no later than January 31. CSEA and the District shall meet to negotiate
and finalize the reclassifications beginning in the month of February. *(Form to be
agreed upon by both parties).
Any increase in compensation as a result of the reclassification process shall become
effective upon ratification by CSEA, Chapter 219 and approval by the Governing Board
of the District.
The District may propose a reclassification at any time. Reclassifications shall be
contingent upon available funding.
E. REOPENING OF NEGOTIATIONS AND NEGOTIATION OF SUCCESSORS
CONTRACT:
1. Closure Clause
The parties agree that except for the exercise of reopening rights on Article VII: Insurance
Benefits and Article XI: Wages and Employee Expenses and one optional article selected
by each party and/or legislative enactments impacting negotiable matters during the term
of this Agreement, neither party shall be required to negotiate with respect to any terms
contained within this Agreement.
2. Negotiations of a Successor Agreement
On or after March 1, 2019, the parties to this Agreement shall submit initial proposals for
negotiations regarding a successor agreement.
3. Printing of Agreement:
The District shall pay for printing, publishing, and distribution of all successor
agreements, addendums thereto, and provide one hundred (100) printed copies for
CSEA’s use. An electronic version of the agreement and any addendums thereto will be
accessible to each employee and newly hired employees on the District’s website within
sixty (60) days of the Board Approval and/or Ratification by CSEA, Chapter 219,
whichever date is latest.
There will be a computer or equivalent technology accessible to employees within their
work location for District business only.
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ARTICLE XIII - CHECK OFF AND ORGANIZATIONAL SECURITY
A. CHECKOFF:
CSEA shall have the sole and exclusive right to have membership dues and service fees
deducted for employees in the bargaining unit by the District. The District shall, upon
appropriate written authorization from any employee, deduct and make appropriate
remittance for insurance premiums, credit union payments, savings bonds, charitable
donations, or other plans or programs jointly approved by CSEA and the District. The
District shall pay to the designated payee within fifteen (15) days of the deduction all
sums so deducted.
B. DUES DEDUCTION:
1. The District shall deduct in accordance with the CSEA dues and service fee schedule,
dues from the wages of all employees who are members of CSEA on the date of the
execution of this Agreement, and who have submitted dues authorization forms to the
District.
2. The District shall deduct dues in accordance with the dues and service fee schedule,
from the wages of all employees who, after the date of execution of this Agreement,
become members of CSEA and submit to the District a dues authorization form.
3. The District shall immediately notify the CSEA President if any member revokes a
dues authorization.
C. SERVICE FEE:
1. CSEA and the District agree that each employee in the bargaining unit should
contribute equally toward the cost of administration of the collective bargaining
agreement by CSEA and for the representation of employees in the bargaining unit by
CSEA.
All bargaining unit employees hired after October 20, 1992, as a condition of continued
employment, within sufficient time to allow for dues deduction from the employee’s
second pay warrant, shall either become a member of CSEA or pay CSEA a service fee in
an amount not to exceed the standard initiation fee, periodic dues, and general
assessments of CSEA membership for the duration of the Agreement, or a period of three
years from the effective date of such agreement, whichever comes first.
2. However, nothing contained herein shall prohibit an employee from paying service
fees directly to CSEA.
3. In the event that an employee revokes a dues or service fee authorization, or fails to
make arrangements with CSEA for the direct payment of service fees, pursuant to
Education Code Section 45168(b), the District shall deduct service fees until such time as
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CSEA notifies the District that arrangements have been made for the payment of such
fees.
D. RELIGIOUS OBJECTION:
Any employee covered by this Agreement who is a member of a religious body whose
traditional tenets or teachings include objections to joining or financially supporting
employee organizations, shall not be required to join, maintain membership in or
financially support any employee organization as a condition of employment except that
once such employee has submitted evidence to CSEA which proves that he or she
sincerely holds such beliefs, he or she will be required, in lieu of a service fee, to pay
sums equal to such service fee either to a non-religious, non-labor, school-based
organization or charitable fund exempt from taxation under Section 501 (c) (3) of Title 26
of the Internal Revenue Code, chosen by such employee from the following list of two
(2):
1. CSEA Chapter 219 Scholarship Fund
2. North County Crisis Center Teen Program
E. DEDUCTION AND PAYMENT OF CHARITABLE CONTRIBUTIONS:
Any employee who belongs to a religious body described herein shall, within thirty (30)
days of the date of this Agreement or their employment, present proof to CSEA that they
are a member of such religious body and shall execute a written authorization for the
payroll deduction in an amount equal to the service fee payable to one of the two
organizations listed in Section D of this Agreement, or in the alternative, such employees
shall provide proof to the District that such payments have been made on an annual basis
as a condition of continued exemption from the requirement of financial support to the
exclusive representative. If such employee who holds conscientious objections pursuant
to this section requests the employee organization to use the grievance procedure or
arbitration procedure on the employee’s behalf, the employee organization is authorized
to charge the employee for the reasonable cost of using such procedure.
F. ORGANIZATIONAL SECURITY:
CSEA will furnish all service fee payers with an adequate explanation of the basis for the
fee and the calculation of that portion of the fee which is chargeable to activities related
to collective bargaining. CSEA will provide all service fee payers with a reasonably
prompt opportunity to challenge this calculation before an impartial decision maker and
will deposit into an interest-bearing escrow account all amounts reasonable in dispute
while such challenges are pending.
65
G. HOLD HARMLESS PROVISION:
1. CSEA agrees to reimburse the employer, its officers and agents for reasonable
attorney’s fees and legal costs incurred after notice to CSEA in defending against any
court or administrative action challenging the legality of the organizational security
provisions of this Agreement or the implementation thereof.
2. CSEA agrees to reimburse the employer, its officers and agents for any award or
compromise of damages or liability arising out of any court or administrative action
challenging the legality of the organizational security provisions of this Agreement or the
implementation thereof, provided the employer has complied with the terms of this
Article and has promptly notified CSEA of its awareness of such action.
3. CSEA shall have the exclusive right to decide and determine whether any such action
shall be compromised, resisted, defended, tried or appealed.
66
ARTICLE XIV – TERM OF AGREEMENT
This Agreement shall commence on July 1, 2016 and continue in effect until June
30, 2019, subject to the parties’ right to negotiate provided below.
There shall be automatic reopeners for the 2017-2018 and 2018-2019 school years
on Article XI (Wages and Employee Expenses), Article VII (Insurance Benefits),
and one optional article selected by each party.
67
Appendix A.1: Classified Salary Placement Schedule
Appendix A.2: Classified Salary Schedule Structure
Appendix A.3: Restoration Attachments 1, 2, 3
Appendix A.4: Classified Salary Schedule (Hourly)
Appendix A.5: Classified Salary Schedule (Monthly)
Appendix A.6: Classified Salary Schedule (Yearly)
Appendix A.7: Professional Growth Salary Schedule
Appendix B.1: Performance Report (Page 1)
Appendix B.2: Performance Report (Page 2)
Appendix B.3: Support Plan
Appendix B.4: Recommendation for Improvement
Appendix C.1: Grievance Form A
Appendix C.2: Grievance Form B
Appendix D.1: Memorandum of Understanding: Professional Development Days,
dated June 7, 2017
Appendix D.2: Memorandum of Understanding: Payroll Adjustments, dated
June 7, 2017
Appendix D.3: Memorandum of Understanding: 180 Day Work Calendars 2017-18,
2018-19, 2019-20, dated February 27, 2017
Appendix D.4: Memorandum of Understanding: Reclassification of
Benefits/Personnel Assistant, dated January 26, 2016
^Effective CLASSIFIED UNIT SALARY PLACEMENT Appendix A.17/1/16 RANGE RANGE
FISCAL AND RELATED CLASSES INSTRUCTIONAL SUPPORT
JOB FAMILY JOB FAMILY
Payroll Technician 35 Interpreter for the Deaf 43
Cost Accounting Technician 31 Athletic Trainer 35
Adult Ed. Accounting Technician 30 Bilingual Parent Liaison 31
Buyer 30 CalSAFE Student Outreach Liaison 30
School Finance Clerk-Athletics ASB Secty. 27 Translator 29
Warehouse Technician 25 Bilingual Assessment Technician 25
Accounts Clerk 25 CalSAFE Childcare Coordinator 25
District Finance Clerk 25 College and Career Technician 25
Purchasing Clerk 25 Braille Transcriber 24
Warehouse Assistant 20 Instructional Assistant V 23
ADMINISTRATIVE SUPPORT Instructional Assistant IV (SH) 21
AND RELATED CLASSES Job Developer 20
JOB FAMILY Music Assistant/Accompanist 20
Personnel Technician II 35 Laboratory Classroom Asst. (Alt.Educ.) 20
Personnel Technician 1 32 Instructional Assistant III 18
Alternative Ed. Administrative Secretary 33 Laboratory Classroom Assistant 18
School Administrative Secretary 33 Job Coach 18
Educational Services Secretary 31 Lead Childcare Attendant 18
Student Health Care Specialist 30 DHH Instructional Assistant 17
Web Developer Technology Support Assistant 30 Bilingual instructional Assistant 17
Publications/Web Design Technician 29 Bilingual Special Education Assistant 17
Registrar 29 Child Care Attendant 16
Lead Alternative Education Secretary 28 Transportation Attendant 16
Maintenance & Operations Secretary 28 Adult Ed Instructional Assistant 15
Adult Ed Admissions & Records Technician 27 Child Care Assistant (CalSafe) 13
Data Technician 27 MAINTENANCE & OPERATIONS
Secretary II (Asst Principals) 27 JOB FAMILY
Printing Equipment Operator 27 Senior Network Support Technician 43
Adult Ed. Data Technician 26 Network Support Technician 41
Learning Center Office Assistant 25 Maintenance Crew Leader 38
Library Media Technician 25 Electronics Technician 37
Student Attendance Technician 25 Maintenance Technician 37
Adult Ed/ROP Clerk II 24 Painter 29
Bilingual Substitute Tech./Receptionist (DSC) 24 Custodian Lead 1 27
Benefits Personnel Assistant 24 Computer Support Technician 26
Alternative Education Secretary 1 23 Custodial & Grounds Maintenance 25
Guidance Technician 23 Custodian Lead II 22
Bilingual Receptionist (Site) 22 Groundskeeper 22
Bilingual Transportation Clerk 22 Lead Campus Security 23
Bilingual Attendance Clerk 22 Campus Security 20
Counseling Secretary 22 Custodian 20
Adult Ed/ROP Clerk 1 20 STUDENT NUTRITION
Alternative Education Clerk 20 JOB FAMILY
Attendance Support Clerk 20 Nutrition Services Program Technician 28
Health Office Clerk 20 SN Site Kitchen/Warehouse Lead 25
Clerk III 20 Student Nutrition Kitchen Lead 1 22
Library Clerk 20 Student Nutrition Kitchen Lead II 20
Attendance Caller 18 Student Nutrition Assistant Site Lead 16
Clerk II 17 SN Services Assistant/Delivery Driver 16
TRANSPORTATION JOB FAMILY Student Nutrition Assistant/Catering/Vending 15
Fleet Mechanic 37 Student Nutrition Assistant 13
School Bus Dispatcher 32
School Bus Driver Instructor 29
School Bus Driver 27
Flex School Bus Driver 27
Revised 7/1/17 ma
Appendix A.2
Classified Employee Salary Matrix Structure - Monthly Rate
, 57.2,302.83
2.348.87
2.395.88
2,443.76
,49
2,542.49
2,593.35
2,645.17
2.698.13
5
2,807.11
2,863.22
2,920.55
2,978.93
3.038.46
3,099.29
3,161.27
3.224.47
3,288.98
, 54.7
3,421.85
3,490.30
3,560.07
3,631.32
3,703.89
3,778.03
3,853.57
3,930.60
4,009.20
4,
4,171.23
4,254.65
4,339.73
4,426.56
4,515.06
4,605.39
4,697.48
srtp
2,370.49
2,417.93
2,466.34
2,515.62
2,565.95
2,617.25
2,669.59
2,722.99
2,777.43
2,833.02
2,889.65
2,947.42
3,006.42
3,066.56
3,127.83
3,f90.4r
3,254.23
3,319.35
3,385.70
3,453.45
3,522.52
3,592.89
3,664.76
3,738.11
3,812.86
3.889.11
3,966.92
4,046.23
4,127.11
4,209.65
4,293.86
4,379.73
4,467.35
4,556.72
4,647.85
4,74
4,835.60
4,932.33
SIfeP
.489TT
2,538.82
2,589.59
2,641.41
2,694.28
2,748.11
2,803.08
2,859.10
2,916.35
2,974.65
4.17
3,094.83
3,156.72
3,219.83
3,284.25
0
3,416.95
3,485.32
3,554.99
3,626.07
3,698.63
3,772.60
3,848.05
3,925.00
4,003.51
4,083.52
4,165.27
4,248.52
4,333.51
4,420.17
47508.58
4,598.74
4,690.74
4,784.57
4,880.25
4,977.85
5,077.37
5,178.91
2.613.48
2,665.74
2,719.14
2.773.49
2,828.99
2,885.54
2,943.22
3,002.13
3,062.18
3,123.36
3,185.86
3,249.59
3,314.54
3,380.89
3,448.46
3,517.44
3,587.82
3,659.51
3,732.77
3,807.35
3,883.50
3.961.23
4,040.45
4.121.24
4,203.70
4,287.73
4,373.52
4,460.96
4,550.16
4,641.19
4,733.98
4,828.69
4,925.24
5,023.80
5,124.29
5,226.7
5,331.31
5,437.92
2,744.17
2,799.05
2,855.08
2,912.15
2,970.36
3,029.79
3,090.36
3,152.16
3,215.27
3,279.52
3,345.17
3,412.05
3,480.33
3,549.91
3,620.90
3,693.29
3,767.17
3,842.54
3,919.39
3,997.74
4,077.74
4,159.23
4,242.48
4,327.30
4,413.87
4,502.10
4,592.17
4,684.00
4,777.66
4,873.24
4,970.76
5,070.11
5,171.56
5,274.93
5,380.50
2,881.42
2,939.02
2,997.84
3,057.71
3,118.90
3,181.313,244.95
3,309.81
3,375.99
3,443.56
3,512.36
3,582.65
3,654.34
3,727.43
3,801.92
3,877.99
3,955.54
4,034.67
4,115.38
4,197,66
4,281.61
4,367.21
4,454.57
4,543.68
4,634.54
4.727.24
4,821.77
4,918.24
5,016.54
5,116.94
5,219.265,323.60
5,430.13
5,538.67
5,649.49
3,407.15
3,475.34
3,544.84
3,615.74
3,761.75
3,837.02
3,913.79
3,992.05
4.153.28
4,236.35
4,321.08
4,407.57
4,585.61
4,677.34
4,770.83
4,866.24
5,062.84
5,164.12
5,267.41
5,372.80
,4
5,589.79
5,701.57
5,815.63
5,931.96
5,597.84
5,709.80
5,877.69
5,995.25
6,171.63
6,295.05
•Longevity increments & salary
adjustments as identified below
Longevity
% Salary
Increase
Attachment 1
Appendix A.3
POSITION
Accounts Clerk
Benefits Technician
Bilingual TransportationClerk
Buyer
Cost Accounting Technician
Custodial & Grounds
Maintenance (DSC)
Custodian
Custodian
Data Technician
District Finance Clerk
Educational Services
Secretary
Electronic Technician
Fleet Mechanic
Lead Campus Security
Learning Center OfficeAssistants
Maintenance/ OperationsSecretar>'
RESTORATION
3 positions - restored from 232 days per year to 237 days per year
1 position- restored from 232 days per year to 237 days per year
1 position- restored from 232 days per year to 237 days per year
2 positions- restored from 232 days per year to 237 days per year
1 position- restored from 232 days per year to 237 days per year
1 position- restored from 232 days per year to 237 days per year
17 positions (EHS, OGHS, SPHS) (8 hours per day) - restoredfrom 217 days per year to 222 days per year
1 position (DSC/ VHS) - restored from 217 days per year to 222days (VHS) and from 232 days per year to 237 per year ( DSC)
1 position- restored from 232 days per year to 237 days per year
1 position- restored from 232 days per year to 237 days per year
4 positions- restored from 232 days per year to 237 days per year
1 position- restored from 232 days per year to 237 days per year
2 positions- restored from 232 days per year to 237 days per year
3 positions- restored from 232 days per year to 237 days per year
3 positions- restored from 194 days per year to 199 days per year
1 position- restored from 232 days per year to 237 days per year
Maintenance Technician 7 positions- restored from 232 days per year to 237 days per year
Painter
Payroll Technician
Personnel Assistant-
Benefits/ Payroll
Personnel Technician/.
Employee Attendance
1 position- restored from 232 days per year to 237 days per year
1 position- restored from 232 days per year to 237 days per year
1 position- restored from 232 days per year to 237 days per year
1 position- restored from 232 days per year to 237 days per year
Personnel Technician 1
Personnel Technician II
1 position- restored from 232 days per year to 237 days per year
1 position- restored from 232 days per year to 237 days per year
Printing Equipment Operator 1 position- restored from 232 days per year to 237 days per year
Purchasing Clerk 1 position- restored from 232 days per year to 237 days per year
1 position- restored from 232 days per year to 237 days per year
3 positions- restored from 227 days per year to 232 days per year
School Bus Dispatcher
School Finance Clerks/
Athletics ASB Secretary
Secretary II (AP)
Warehouse Assistant
Warehouse Technician
Worker Compensation/Risk Management Specialist
4 positions- restored from 232 days per year to 237 days per year
1 position- restored from 232 days per year to 237 days per year
1 position- restored from 232 days per year to 237 days per year
1 position- restored from 232 days per year to 237 days per year
Painter
Payroll Technician
Personnel Assistant-
Benefits/ Pavroll
1 position- restored from 232 days per year to 237 days per year
1 position- restored from 232 days per year to 237 days per year
1 position- restored from 232 days per year to 237 days per year
Personnel TechnicianA 1 position- restored from 232 days per year to 237 days per yearEmployee Attendance
Personnel Technician I 1 position- restored from 232 da} s per \ ear to 237 days per year
Personnel Technician II 1 position- restored from 232 days per year to 237 days per year
Printing Equipment Operator 1 position- restored from 232 days per year to 237 days per year
Purchasing Clerk 1 position- restored from 232 da\ s per year to 237 days per year
School Bus Dispatcher 1 position- restored from 232 dav s per year to 237 days per year
School Finance Clerks' 3 positions- restored from 227 days per year to 232 days per yearAthletics ASB Secretary
Secretary II (AP) 4 positions- restored from 232 days per year to 237 days per year
Warehouse Assistant 1 position- restored from 232 da\ s per year to 237 days per year
Warehouse Technician 1 position- restored from 232 dav s per year to 237 days per year
Worker Compensation' 1 position- restored from 232 days per v ear to 237 days per yearRisk Management Specialist
Attachment 2
POSITION: RESTORATION:
Bilingual Instructional Assistant 4 positions - restored from 176 days per year to
180 days per year
Braille Transcriber 2 positions - restored from 176 days per year to
180 days per year
Cal Safe Student Outreach
Liaison
1 position - restored from 176 days per year to
180 days per year
Campus Security 8 positions (8 hours per day) - restored from 176
days per year to 180 days per year
Campus Security 2 positions (7 hours per day) - restored from 176
days per year to 180 days per year
Campus Security 3 positions (3.5 hours per day) - restored from
176 days per year to 180 days per year
Child Care Assistant 2 positions (7.5 hours per day) - restored from
176 days per year to 180 days per year
Child Care Assistant 1 position (7 hours per day) - restored from 176
days per year to 180 days per year
Child Care Attendant 4 positions (7.5 hours per day) - restored from
176 days per year to 180 days per year
Child Care Attendant 1 position (3 hours per day) - restored from 176
days per year to 180 days per year
Clerk II 4 positions (6 hours per day) - restored from 176
days per year to 180 days per year
Clerk II 5 positions (3.5 hours per day) - restored from
176 days per year to 180 days per year
Clerk 111 1 position (5 hours per week) - restored from
176 days per year to 180 days per year
Instructional Assistant III 15 positions - restored from 176 days per year to
180 days per year
Instructional Assistant IV22 positions - restored from 176 days per year to
180 days per year
Instructional Assistant V
5 positions - restored from 176 days per year to180 days per year
Interpreter for the Deaf 4 positions - restored from 176 days per year to
180 days per year
Child Care Attendant 4 positions (7.5 hours per day) - restored from176 days per } ear to 180 da\ s per year
Child Care Attendant 1 position (3 hours per day) - restored from 176
days per year to 180 days per year
Clerk II 4 positions (6 hours per day) - restored from 176
days per year to 180 days per year
Clerk II 5 positions (3.5 hours per day) - restored from
176 days per } ear to 180 da\ s per > ear
Clerk III I position (5 hours per week) - restored from
176 days per \ ear to 180 days per year
Instructional Assistant III 15 positions - restored from 176 days per year to180 days per year
Instmctional Assistant IV22 positions - restored from 176 days per year to180 days per year
Instructional Assistant V
5 positions - restored from 176 days per year to
180 days per year
Interpreter for the Deaf 4 positions - restored from 176 days per year to180 days per year
Job Coach 2 positions - restored from 176 days per year to180 days per year
Job Developer 2 positions - restored from 176 days per year to180 days per year
Lab Classroom 3 positions - restored from 176 days per year toAssistant/Alternative Education 180 days per year
Laboratory Classroom Assistant 3 positions (ROP) - restored from 176 days per
year to 180 days per year
Music Assistant/Accompanist 1 position - restored from 176 days per year to
180 days per year
School Bus Drivers 11 positions - restored from 176 days per year
to 180 days per year
Transportation Attendant 6 positions - restored from 176 days per year to
180 days per year
Attachment 3
POSITION
Food Service Delivery Driver
Student Nutrition Assistant Site Managers
Student Nutrition Assistants
INCREASE OF WORK YEAR
1 position- increased from 180 days per year
to 182 days per year
3 positions- increased from 180 days per
year to 182 days per year
49 positions- increased from 180 days per
year to 182 days per year
CSEA
Hourly Sal
ary Schedule - Salary Plan 021
2016-17 REVISED
1%
Increase
5%
5%
5%
5%
5%
6%
2.66%
2.60%
2.60%
STEP
STEP
STEP
STEP
STEP
STEP
STEP
STEP
STEP
STEP
STEP
STEP
STEP
STEP
STEP [
Range
12
34
56
78
910
11
12
13
14
15
13
13.02
13.68
14.36
15.08
15.83
16.62
17.45
17,45
17.45
17 89
17,89
18,34
18.34
18.80
18,80
14
13.29
13.95
14.65
15.38
16.15
16.96
17.80
17.80
17.80
18.25
18.25
18.71
18.71
19.17
19.17
15
13.55
14.23
14.94
15 69
16,47
17,30
18.16
18.16
18,16
1861
18,61
1908
1908
19,56
19,56
16
13.82
14.51
15.24
16.00
16.80
17.64
18.52
18.52
18.52
18.99
18.99
19.46
19.46
19.95
19.95
17
14.10
14,80
15.54
16.32
17.14
17.99
1889
18.89
18.89
19,37
19.37
1985
19,85
20,35
20,35
18
14.38
15.10
15.85
16.65
17.48
18.35
19.27
19.27
19.27
19.75
19.75
20.25
20.25
20.75
20.75
19
14.67
15.40
16.17
16.98
17.83
18.72
19.66
1966
19,66
20.15
20.15
20,65
20,65
21,17
21.17
20
14.96
15.71
16.49
17.32
18.19
19.10
20.05
20.05
20.05
20.55
20.55
21.07
21.07
21.59
21.69
21
15.26
16.02
1683
17.67
18.55
19.48
20.45
20 45
20,45
20,96
20,96
21,49
21,49
22.02
22.02
22
15.67
16.34
17.16
18.02
18.92
19.87
20.86
20.86
20.86
21.38
21.38
21.92
21.92
22.46
22.46
23
15.88
16.67
17.50
18.38
19.30
20.26
21.28
21.28
21,28
21,81
21,81
22,35
22.35
22.91
22.91
24
16.19
17.00
17.85
18.76
19.68
20.67
21.70
21.70
21.70
22.25
22.25
22.80
22.80
23.37
23.37
25
16.52
17.34
18.21
19.12
20.08
21.08
22.14
22.14
22.14
22 69
22.69
23.26
23.26
23,84
23,84
26
16.85
17.69
18.58
19.51
20.48
21.60
22.58
22.58
22.58
23.14
23.14
23.72
23.72
24.32
24.32
27
17.19
18.05
18.95
19.89
20 89
21,93
2303
23 03
23 03
2361
23.61
24.20
24,20
2480
24,80
28
17.53
18.41
19.33
20.29
21.31
22.37
23.49
23.49
23.49
24.08
24.08
24.68
24.68
25.30
26.30
29
17.88
18.77
19.71
20.70
21.73
22.82
23 96
23.96
23 96
2456
24 56
25.17
2517
25,80
25,60
30
18.24
19.15
20.11
21.11
22.17
23.28
24.44
24.44
24.44
25.05
25.05
26.68
25.68
26.32
26.32
31
18.60
19,53
20.51
21.54
22.61
23,74
24.93
24.93
24 93
25.55
25 55
25.19
26.19
26,85
26.85
32
18.97
19.92
20.92
21.97
23.06
24.22
25.43
25.43
25.43
26.06
26.06
26.72
26.72
27.38
27.38
33
19 35
20 32
21.34
22.40
23.53
24,70
25.94
2594
25,94
26 59
26 59
27.25
27.25
27.93
27,93
34
19.74
20.73
21.76
22.85
24.00
25.20
26.46
26.46
26.46
27.12
27.12
27.79
27.79
28.49
28.49
35
20.14
21.14
22.20
23.31
24.48
25.70
26,98
26,98
26.98
27,66
27,66
28 35
28.35
29 06
29,06
36
20.54
21.57
22.64
23.78
24.97
26.21
27.52
27.62
27.52
28.21
28.21
28.92
28.92
29.64
29.64
37
20.95
22.00
23.10
24.25
25.46
26.74
28.07
28.07
28,07
28,78
28,78
29 50
29,50
30.23
30,23
38
21.37
22.44
23.56
24.74
26.97
27.27
28.64
28.64
28.64
29.35
29.35
30.09
30.09
30.84
30.84
39
21.80
22.89
24.03
25.23
26.49
27.82
29.21
29.21
2921
29,94
29,94
30,69
30.69
31,45
31.45
40
22.23
23.34
24.51
25.74
27.02
28.37
29.79
29.79
29.79
30.54
30.54
31.30
31.30
32.08
32.08
41
22.68
23.81
25.00
26.25
27.56
28.94
30.39
30 39
30,39
31 15
31,15
31.93
31.93
32.73
32.73
42
23.13
24.29
25.60
26.78
28.11
29.52
31.00
31.00
31.00
31.77
31.77
32.57
32.57
33.38
33.38
43
23.59
24.77
26.01
27.31
28.68
30,11
31,62
31.62
31.62
32,41
32.41
33.22
33.22
34 05
34.05
44
24.06
25.27
26.53
27.86
29.26
30.71
32.25
32.25
32.25
33.06
33.06
33.88
33.88
34.73
34.73
45
24.55
25.77
27.06
28.41
29 84
31,33
32,89
32.89
32.89
3372
33.72
34.56
34 56
35,42
35.42
46
25.04
26.29
27.60
28.98
30.43
31.95
33.55
33.55
33.55
34.39
34.39
35.25
35.25
36.13
36.13
47
2554
26.81
28.16
29.56
31,04
32,59
34,22
34 22
34,22
35,08
35,08
35.96
35.96
36.85
36.85
48
26.05
27.35
28.72
30.16
31.66
33.25
34.91
34.91
34.91
35.78
35.78
36.67
36.67
37.69
37.69
49
26.57
27.90
29.29
30.76
32.30
33,91
35,61
3561
35,61
36 50
36,50
37 41
37,41
38.34
38.34
50
27.10
28.46
29.88
31.37
32.94
34.59
36.32
36.32
36.32
37.23
37.23
38.16
38.16
39.11
39.11
CSEA
Hourly Salary Schedule - Sal
ary Pl
an 021
2016-17 REVISED
1%
Increase
2J0%
STEP
STEP
Z&0%
STEP
STEP
Z60%
STEP
STEP
ZBG%
STEP
STEP
Z6d%
STEP
STEP
2.50%
STEP
STEP
2.50%
STEP
STEP
Z60%
STEP
Range
16
17
18
19
20
21
22
23
24
26
26
27
28
29
30
13
19.27
19.27
19.75
19.75
20.24
20.24
20.75
20.75
21.27
21.27
21.80
21.80
22.34
22.34
22.90
< 14'
,19.65
19.65
20.14
20.14
20.65
20.65
21.16
21.16
21.69
21.69
22.23
22.23
22.79
22.79
23.36
... 16.
20.04
20.04
20.55
20.55
21.06
21.00
21,59
21.59
22.13
22.13
22.68
22.68
23.25
23.25
23.83
h 18
-20.46
20.45
20.96
20.96
21.48
21.46
2Z02
22.02
22.57
22.57
23.13
23.13
23.71
23.71
24.30
17^ :
20.85
20.85
21.38
21.38
21.91
21.91
22.46
22.46
23.02
23.02
23.60
23.60
24.18
24.18
24.79
IB
21.27
21.27
21.80
21.80
22.35
2Z3S
22.91
22.91
23.48
23.48
24,07
24.07
24.67
24.67
25.29
19
21.70
21 70
22.24
22.24
22.80
22.80
2337
2337
23.95
2395
24,55
24.55
25.16
25.16
25.79
20
22.13
22.13
22.68
22.68
23.25
23.25
23.83
23.83
24.43
24.43
25.04
25.04
25.67
25.67
26.31
21
22.57
22.57
23,14
23.14
23.72
23,72
24.31
24 31
24 92
24.92
25.54
2554
26.18
26.18
26 83
22
23.03
23.03
23.60
23.60
24.19
24.19
24.80
24.60
25.42
25.42
26.05
26.05
26.70
26.70
27.37
23
23.49
23.49
24.07
24.07
24.67
24.67
25.29
25.29
25.92
25.92
26,57
26.57
27.24
27.24
27 92
24
23.96
23.96
24.65
24.55
25.17
25.17
25.80
25.80
26.44
26.44
27.10
27.10
27.78
27.78
28.48
26
24.43
24.43
25.05
25.05
25.67
25.67
26.31
2631
26.97
26 97
27.65
27 65
2834
28,34
29.05
26
24.92
24.92
25.65
25.55
26.19
26.19
28.84
26.84
27.51
27.61
28.20
28.20
28.90
28.90
29.63
27
25.42
25.42
26.06
26.06
26.71
26.71
27.38
27.38
28.06
28.06
28.76
28.76
29.48
29.48
30.22
28
26.93
25.93
26.58
26.58
27.24
27.24
27.92
27,92
28.62
28.62
29.34
29.34
30.07
30.07
30.82
n 30;
26.45
26.45
27.11
27.11
27.79
27.79
28.48
28.46
29.19
29.19
29.92
29 92
30.67
30.67
31.44
26.98
26.98
27.66
27.65
28.34
28.34
29.05
29.06
29.78
29.78
30.52
30.62
31.29
31.29
32.07
3iii-:
27.52
27.52
28.21
28.21
28.91
28.91
29 63
29.63
30,37
30.37
31.13
3113
31.91
31.91
32.71
. 32
28.07
28.07
28.77
28.77
29.49
29.49
30.23
30.23
30.98
30.98
31.76
31.76
3Z56
3Z55
33.36
33
28.63
28.63
29.35
29.35
30 08
30.08
30.63
30 83
31.60
31.60
32.39
32.39
33.20
33.20
34,03
34
29.20
29.20
29.93
29.93
30.68
30.68
31.45
31.46
32.23
32.23
33.04
33.04
33.87
33.87
34.71
35
29.79
29.79
30.53
30.53
31.29
31.29
32.08
32,08
32.88
32 88
33.70
33.70
34,54
34.54
35.41
36
30.38
30.38
31.14
31,14
31.92
31.92
32.72
32.72
33.54
33.54
34.37
34.37
35.23
35.23
36.11
37
30.99
30.99
31.76
31.76
32.56
32.56
33.37
33.37
34,21
34.21
35.06
35,06
35.94
35.94
36.84
38
31.61
31.61
32.40
32.40
33.21
33.21
34.04
34.04
34.89
34.89
35.76
35.76
36.66
36.66
37.67
39
32.24
32.24
33.05
33.05
33.87
33 87
34.72
34 72
35 59
35 59
36.48
36.48
37.39
37.39
38,32
40
32.89
32.89
33.71
33,71
34.55
34.55
35.41
35.41
36.30
36.30
37.21
37.21
38.14
38.14
39.09
41
33.54
33.54
34.38
34 38
35.24
35.24
36.12
3612
37.03
37.03
37.95
37.95
38.90
38.90
39.87
42
34.21
34.21
35.07
35.07
35.95
35.95
36.85
36.85
37.77
37.77
38.71
38.71
39.68
39.68
40.67
43
34.90
34.90
35.77
35.77
36.67
36 67
37.58
37,58
36 52
38 52
39.48
39.48
40.47
40,47
41.48
44
35.60
35.60
36.49
36.49
37.40
37.40
36.33
38.33
39.29
39.29
40.27
40.27
41.28
41.28
42.31
45'
36.31
36 31
37.22
37.22
38.15
36.15
39.10
39 10
40.08
40 08
41.08
41.08
42.11
42.11
43,16
48
37.03
37.03
37.96
37.96
38.91
38.91
39.88
39.88
40.88
40.88
41.90
41.90
4Z95
42.95
44.02
47
137.78
37.78
38.72
38.72
39.69
39 69
40.68
40.68
41.70
41 70
42.74
42.74
43.81
43.81
44.90
48
38.63
38.53
39.49
39.49
40.48
40.46
41.49
41.49
42.53
42.53
43.59
43.59
44.68
44.68
45.80
48
39.30
39.30
40.28
40-28
41.29
41.29
42.32
42.32
43.38
43.38
44.47
4447
45.58
45.58
46.72
.60..
40.09
40.09
41.09
41.09
4Z12
42.12
43.17
43.17
44.25
44.25
45.36
45.36
46.49
46.49
47.65
CSEA
Monthly Salary Schedule
2016-17 REVISED
1%
Increaso
STEP
- HSTEP
S%
STEP
5%
STEP
6%
STEP
"5%
STEP
6%
STEP
STEP
STEP
2.50%
STEP
STEP
2.50%
STEP
STEP
2.50%
STEP
STEP
Range
12
34
56
78
910
11
12
13
14
16
13
2,257.66
2,370,49
2,489.10
2,613.48
2,744.17
2,881.42
3,025.50
3,025.50
3,025.50
3,101.13
3,101.13
3.178.60
3.178.60
3,258.08
3,258.08
14
2,30
2.83
2,41
7.93
2,538.62
2,665.74
2,799.05
2,939.02
3,085.99
3,085.99
3,08
5.99
3,163.10
3,16
3.10
3,242.24
3,242.24
3,32
3.29
3,323.29
15
2,348.87
2,466.34
2,589.59
2,719.14
2,855.08
2,997.84
3,147.70
3,147,70
3,147.70
3,226,39
3,226.39
3,307.01
3,307.01
3,389.73
3,389.73
16
2.396.86
2,616.62
2,64
1.41
2,773.49
2,912.15
3,05
7.71
3,210.64
3,210.64
3,210.64
3,290.90
3,290.90
3,373.18
3,373.18
3,457.48
3,467.48
17
2.443.70
2,565.95
2,694.28
2,828.99
2,970.36
3,118.90
3,274.89
3,274.89
3,274.89
3,356.73
3.356.73
3,440.67
3,440.67
3,526.63
3,526.63
18
2,492.60
2,617.26
2,74
8.11
2,866.64
3,029.79
3,161.31
3,340.36
3,340.36
3,340.36
3,423.87
3,423.87
3,609.47
3,509.47
3,597.18
3,597.18
19
2,542.49
2,669.59
2,803.08
2,943.22
3,090.36
3.244.95
3,407.15
3,407.15
3,407.15
3,492.32
3,492.32
3,579.68
3,579.68
3,669.14
3,669.14
20
2,693.36
2,722.99
2,859.10
3,002.13
3,152.16
3,309.81
3,475.34
3,475.34
3,475.34
3,562.17
3,562.17
3,65
1.28
3,651.28
3,742.49
3,742.49
21
2,645.17
2,777.43
2,916.35
3,062.18
3,216.27
3,375.99
3,544.84
3,544.84
3,544.84
3,633.42
3,633,42
3,724.28
3,72428
3,817.42
3,817.42
22
2,698.13
2,833.02
2,974.65
3,123.36
3,279.52
3,443.56
3.515.74
3,616.74
3,615,74
3,706.07
3,706.07
3,798.77
3,798.77
3,893.76
3,893.75
23
2,752.05
2,889.65
3,034.17
3,185.86
3,345.17
3,512.36
3,688.04
3,688.04
3,688.04
3,78
0.21
3,780.21
3,874.75
3,874.75
3,971.56
3,971.66
24
2,80
7.11
2,947.42
3,094.83
3,249.59
3,412.06
3,562.66
3,76
1.75
3,761.76
3,76
1.75
3,855.84
3,85
5.84
3,952.22
3,952.22
4,051.04
4,051.04
26
2,863.22
3.006.42
3,156.72
3,314.54
3,480.33
3,654.34
3,837.02
3,837.02
3,837.02
3,932.96
3,932.96
4,031.26
4,031.26
4.132.01
4,132.01
26
2,920.66
3,066.56
3,21
9.83
3,38
0.89
3,649.91
3,727.43
3,91
3.79
3.91
3.79
3,913.79
4,011.57
4,011.57
4,11
1.88
4,111.88
4,21
4.73
4,214.73
27 .
2,976.93
3,127.83
3,284.25
3,448.46
3.620.90
3,801.92
3.992.05
3.992.05
3,992.05
4,091.83
4,091.83
4,194.16
4.194.16
4,299.03
4,299.03
28
3,03
8.46
3,19
0.42
3,34
9.90
3,51
7.44
3.693.29
3,87
7.99
4,071,88
4,071.66
4,07
1.88
4,173.68
4,173.68
4,27
8.02
4,276.02
4,384.98
4,384.98
29 .
3,099.29
3,254.23
3,416.95
3,587.82
3,76
7.17
3,955.54
4,15
3.28
4,153.28
4,15
3.28
4,257.18
4,25
7.18
4.363.54
4,363.54
4.472.69
4,472.69
30
3,161.27
3,31
9.35
3,485.32
3,659.51
3,842.54
4,034.67
4,23
6.35
4,236.36
4,23
6.35
4,342.27
4,342.27
4,450.81
4,45
0.81
4,562.16
4,562.16
31
3,224.47
3,38
5.70
3,554.99
3,732.77
3,919.39
4.115.38
4,321.08
4,321.08
4,321.08
4,429.10
4,429.10
4.539.83
4,539.83
4,653.36
4,653.36
32
3,28
8.98
3,453.46
3,626.07
3,807.35
3,997.74
4,197.66
4,407.57
4,407.57
4,407.57
4,517.68
4,517.68
4,630.69
4,630.69
4,746.41
4,746.41
33
3,354.72
3,522.52
3,698.63
3,883.50
4,077.74
4,281.61
4,495.71
4.495.71
4,495.71
4,608.11
4,608.11
4,723.30
4,723.30
4.841.38
4,641.38
34
3,42
1.85
3.59Z89
3,772.60
3,961.23
4,169.23
4,367J!1
4,63
5.61
4,585.61
4,585.61
4,700.28
4,700.28
4,817.75
4,817.76
4,938.19
4,938.19
36
3,490.30
3,664.78
3,848.05
4,040.45
4,242.48
4,454,57
4,677.34
4,677.34
4.677.34
4,794.20
4,794.20
4,914.12
4,914.12
5,036.93
5,036.93
36
3,560.07
3,73
8.11
3,926.00
4,12
1.24
4,327.30
4,543.66
4,770.83
4,770.83
4,770.83
4,890.14
4,890,14
6,012.33
5,012.33
5,137.68
6,137.68
37
3,631.32
3,812.86
4,003.51
4,203.70
4,41387
4,634.54
4,866.24
4,866.24
4,866.24
4,987.91
4.987.91
5,112.65
5.112.65
5,240.45
5,240.45
38
3,703.69
3,889.11
4,083.52
4,287.73
4,502.10
4,727.24
4,963.58
4,963.58
4,963.58
5,087.70
5,087.70
5,214.89
5,214.89
5,345.22
5,345.22
39
3,77
8.03
3,966.92
4,165.27
4,373.52
4,592.17
4,821 77
5,062.84
5,062.84
5,062.84
5,189.41
5,189.41
5,319.14
5,319.14
5.452.19
5,452.19
40
3,853.67
4,04
6.23
4,248.52
4,460.96
4.684.00
4,918.24
5,164.12
5,164.12
5,164.12
5,293.23
5,293.23
5,425.58
5,426.58
5,561.17
6,561.17
41
3,930.60
4,127.11
4,333.51
4,550.16
4,777.66
5.016.54
5,267.41
5,267.41
5,267.41
5,399.06
5,399.06
5,534.03
5,534.03
5,672.42
5,672.42
42
4,009.20
4,209.65
4,420.17
4,641.19
4,873.24
5,116.94
5,372.80
5,372.80
5,372.80
5,507.07
5,507.07
5,644.76
5,644.76
5,785.87
5,785.87
43
4,089.38
4,293.86
4,508.58
4,733.98
4,970.76
5.219.26
5,480.20
5,480.20
5,480.20
5,617.19
5.617.19
5,757,68
5,757.68
5,901.59
5,901,59
44
4,171.23
4,379.73
4,598.74
4,828.69
5,070.11
5,323.60
5,689.79
5,589.79
5,589.79
5,729.58
5,729.58
5,872.79
5,872.79
6,01
9.58
6,019.56
46
4,25
4.65
4,467.35
4,690.74
4,925.24
5,171.56
5,43013
5,701,57
5,701.57
5,701.57
5,844.16
5,844.16
5,990.26
5.990.26
6,14
0.03
6,140.03
46
4,33
9.73
4,55
6.72
4,784.67
5,023.80
5,274.93
5,538.67
5,815.63
5,815.63
5,815.63
5,961.02
5,961.02
6,110.09
6,110,09
6,262.84
6,26^84
47
4.426.56
4,647.85
4,880.25
5,124.29
5,380.50
5,649 49
5.931.96
5,931.96
5,931.96
6,080.24
6,080.24
6,232.29
6,23
2.29
6,38
8.10
6,388.10
48
4,51
5.06
4,74
0.81
4,977.85
5,226.70
5,488.08
5,762.49
6,050.57
6,050.57
6,050.57
6,201.82
6,201.82
6,356.93
6,356.93
6,51
5.81
6,51
5.81
49
4,605.39
4,835.60
5,077.37
5,331.31
5.597-84
5.877.69
6.171.63
6,171.63
6,171.63
6,325.86
6.325.86
6,484.03
6,484.03
6,64
6.14
6,648.14
_60„
4,697.48
4,932.33
5,178.91
6,437.92
5,709.80
5,996.25
6,295.05
6.295.05
6,295,05
6,452.43
6,452.43
6,613.76
6,613.76
6,779.11
6,779.11
CSEA
Monthly Salary Schedule
2016-17 REVISED
1%
Increase
2.60%
2.60%
2.60%
2.60%
2.60%
2.60%
2.60%
2.60%
STEP
STEP
STEP
STEP
STEP
STEP
STEP
STEP
STEP
STEP
STEP
STEP
STEP
STEP
STEP
1 Range
16
17
18
19
20
21
22
23
24
25
26
27
28
29
30
13
3.339.57
3,339.57
3,422.99
3,422.99
3,508.60
3,508.60
3,59
6.31
3,596.31
3,686.20
3,686.20
3,778,38
3.778.38
3,072,83
3,872,83
3,969,64
' 14
3,40
6.36
3,406.36
3,49
1.63
3,49
1.63
3,578.80
3,678.80
3,668.26
3,668.26
3,759.99
3,759.99
3,853.92
3,853.92
3,950.29
3,950.29
4,049.03
! 15
3.47
4.46
3,474.46
3,56
1.29
3,56
1.29
3,650.32
3,65
0,32
3,741.61
3,741.61
3,835.19
3,835.19
3.931.03
3,931.03
4,029.33
4.029.33
4,130.09
i 16
3,543.96
3,543.96
3,632.55
3,632.65
3,72
3.41
3,723.41
3,816.45
3,816.45
3,911.87
3,911.87
4,009.64
4,009.64
4,109.87
4,109.87
4,212.83
' 17
3.614.86
3,614.66
3,705.20
3,705.20
3,797.81
3.797.81
3,892.78
3,892.78
3,990.12
3,990.12
4,089.82
4,08982
4,192.06
4,192.06
4,296.92
18
3,687.17
3,687.17
3,779.34
3,779.34
3,873.79
3,873.79
3,970.60
3,970.60
4,069.86
4,069.86
4,171.66
4,171.66
4,275.92
4,275.92
4,382.79
19
3.760.87
3,760.67
3,854.88
3,854.88
3,951.26
3,951.26
4,050.08
4,050.08
4,151.27
4,151.27
4,255.08
4,255.08
4.361.44
4,361.44
4,470.50
i 20
3,836.06
3,836.06
3,93
2.00
3,932.00
4,030.30
4,030.30
4,131.05
4,131.05
4,234.34
4,234.34
4,340.17
4,340.17
4,448.71
4,448.71
4,659.87
i 21
3,912.83
3,912.83
4,010.60
4,010.60
4,110.92
4,11092
4,21368
4,213.68
4,318.98
4,318.98
4,427.00
4,427.00
4,537.64
4,537.64
4,651.08
! 22
3,99
1.08
3.991.08
4,090.87
4,090.87
4,19
3.11
4,193.11
4,297.97
4,297.97
4,405.38
4,405.38
4,515.49
4,515.49
4,628.41
4,628.41
4,744.13
! 23
4.070.91
4,07
0.91
4.17Z63
4,17
2.63
4,276.97
4,276.97
4,383,93
4,383.93
4,493.52
4,493.52
4,605.63
4,605,83
4,721.02
4,721.02
4,839.02
i 24
4,16
2.32
4,15Z32
4,25
6.13
4,26
6.13
4,36
2.49
4,36
2.49
4,471.55
4,47
1.55
4,58
3.33
4,58
3.33
4,69
7.91
4,697.91
4,81
5.38
4,81
5.38
4,936.83
1 25
4.235.39
4,235,39
4,341.22
4,341.22
4,449.76
4,449 76
4,561.01
4,561.01
4,675.07
4,675.07
4.791.93
4,791.93
4,911.67
4.911.67
5,034.48
! 26
4,32
0.03
4,32
0.03
4,428.05
4,428.05
4,533.78
4,538.78
4,652.22
4,652.22
4,768.65
4,768.55
4,887.77
4,887.77
5,009.97
5.009.97
5,135.23
27 .
4,406.43
4,406.43
4,516.63
4,516.63
4,629.55
4,629.55
4,745.27
4,745.27
4,863.86
4,863.88
4.985.46
4,985.46
5,110.11
5,110.11
5,237.91
28
4,494.57
4,494.57
4,606.97
4,606,97
4,722.16
4,722.16
4,840.16
4,840.16
4,961.21
4,96
1.21
5,085.26
5,085.25
5,212.35
5,212.35
5.342.88
1 ^
4,584.47
4,584.47
4,699.05
4,699.05
4,816.61
4,816.61
4,936.97
4,936.97
5,060.39
5.060.39
5,186.96
5,186.96
5,316.60
5,316.60
5,449.48
30
4,676.21
4,67
6.21
4,79
3.06
4,793.06
4,912.90
4,912.90
5,035.71
5,035.71
5,161.58
5,161.58
5,290.69
5,290.69
5,422.95
5,422.95
5,558.45
31
4,769.69
4,769.69
4,886.91
4,888.91
5,011.20
5,011.20
5,136.46
5,136.46
5,264.87
5,264.87
5.396.52
5.396.52
5,531.41
5,531.41
5,669.71
32
4,865.10
4,865.10
4,986.69
4,986.69
5,111.42
6,111.42
5,239.13
5,239.13
5.370.17
5,370.17
5,604.36
5,504.36
5,642.05
5,642.05
5,783.07
33
4,962.35
4,962.35
5,086.47
5,086.47
5,213.57
5,213.57
5,343.91
5,343.91
5,477.57
5,477.57
5,614.48
5,614.48
5,754.88
5,754.88
5,898.70
34
5,061.62
6,06
1.62
5,188.19
5,18
8.19
5,317.91
5,317.91
5,450,79
5,45
0.79
5,587.08
5,587.08
5,726.78
6,726.78
5,869.99
5,869.99
6,016.69
35
5,162.89
5,162.69
5,291.92
5,291.92
5,424.27
5,424.27
5,559.86
5,559 86
5,698.86
5,698.66
5,841.27
5,841.27
5,987.37
5,987.37
6,137.05
36
5,266.09
5,266.09
5,397.74
6,397.74
6,532.72
5,532.72
5,67
1.02
5,671.02
5,812.83
5,812.83
5,958.13
5,958.13
6,107.11
6,10
7.11
6,269.77
37
5,371.48
5.371.48
5,505.76
5,505.76
5.643.36
5,643.36
5,784.47
5,784.47
5,929.07
5,929.07
6,077.26
6,077.26
6,229.22
6,229.22
6,384.94
38
5,478.89
5,478.89
5,615.88
5,615.88
5,756.28
5,756.28
5,90
0.18
5,900.18
8,047.68
6,047.68
6,198.85
6,198.85
6,353.78
6,353.76
6,512.66
i 39
5,588.48
5,588.48
5,728.18
5,728.18
5,871.39
5,871.39
6,018.18
6,016.18
6,168.65
6,168.65
6,322.80
6,322.80
6,480.88
6,480.88
6,642.91
! 40
5,700.26
6,700.26
5,842.76
5,842.76
5,988.77
6,968.77
6,13
8.54
6,13
8.54
6.291.98
6,291.96
8,44
9.28
6.449.28
6,610.62
6,610.52
6,775.78
1 41
5.814,23
5,814.23
5,959.62
5,959.62
6,106.60
6,108.60
6,261.26
6,261.26
6,417.86
6,417.86
6,578.31
6,578.31
6,742.69
6,742.69
6,911.28
42
5,930.56
5,930.56
6,078.76
6,076.75
6,230.71
6,230.71
6,386.52
6,386.52
6,546.18
6,546.18
6,709.87
6,709.87
6,877.58
6.877.68
7.049.50
1 ^
6,049.17
6,049.17
6,200.34
6,200.34
6,355.36
6,355.36
6,514.23
6,514.23
6,677.13
6,677.13
6,844.06
6,844.06
7,015.10
7,015.10
7.190.51
44
6,17
0.14
6,17
0.14
6,324.37
6,324.37
6,482.46
6,482.46
6,644.57
6,644.57
6,810.62
6,810.62
6,980.87
6,980.87
7,15
5.41
7,15
5.41
7,334.33
45
6,29
3.47
6,293.47
6,45
0,86
6,45
0-86
6,612.09
6,612.09
6,777.44
6,77
7.44
6,946.82
6,946.82
7,120.57
7,120.57
7,298.53
7,298.53
7,481.04
! 46
6,41
9.34
6,41
9.34
6,579.88
6,67
9.88
6,74
4.36
6,74
4.36
6,91
2.95
6,91
2.95
7,085.82
7,085.82
7,26
2.90
7,26Z90
7,44
4.54
7,444.54
7,63
0.63
: 47
6,54
7.76
6,547.76
6,71
1.44
6,71
1.44
6,079.25
6,879.25
7,05
1.25
7,051.25
7,227.54
7,227.54
7,40
8.21
7,408.21
7,593.43
7,593.43
7,70
3.20
48
.6,678.71
6,678.71
6,64
5.72
6,84
5.72
7,01
6.85
7.016.85
7,192.26
7,19
2.26
7,37
2.06
7,372.06
7,55
6.40
7,566.40
7,74
6.30
7,745.30
7,93
8.92
49
6,81
2.26
6,812.26
6,98
2.62
6,982.62
7,157.16
7,157.16
7.336.08
7,336.08
7,519.55
7,519.55
7.707.49
7,707.49
7,900.15
7,900.15
8,097.71
6,948.57
6,948.57
7,122.24
7,122.24
7,300.28
7,300.28
7,482.79
7.482.79
7,669.93
7,669.93
7,861.63
7,661.63
8,058.14
8,058.14
8,259.65
CSEA
Annual Salary Schedule - Salary Plan 001
2016-17 REVISED
1%
Increase
STEP
5%
STEP
5%
STEP
5%
STEP
5%
STEP
6%
STEP
5%
STEP
STEP
STEP
2.60%
STEP
STEP
Z60%
STEP
STEP
2.60%
STEP
STEP
Raniie
12
34
66
78
910
11
12
13
14
15
13
27,092
28.446
29,869
31.362
32,930
34,577
36,306
36,306
36,306
37,214
37,214
38,143
38,143
39,097
39,097
14
27,634
29,015
30,466
31,989
33,689
35,268
37,032
37,032
37,032
37,957
37,957
38,907
38,907
39,879
39,879
16
♦i r i28
.186
29.5
9631
,075
32,6
3034
,261
35,9
7437
,772
37,7
7237
,772
38,7
1738
.717
39,6
8439
,684
40,6
7740
.677
16
j..
28,7
5130
,187
31,6
9733
,282
34
,94
636
,693
38,6
2838
,628
38,5
2839
,491
39,4
9140
,478
40,4
7841
,490
41,4
9017
29.3
2530
,791
32.3
3133
.948
35.6
4437
,427
39,2
9939
,299
39,2
9940
,281
40,2
8141
,288
41,2
8842
.320
42,3
201
8'''y
*29
,911
31,4
0732
,977
34,6
2636
,358
38,1
7640
,084
40,0
8440
,084
41,0
8641
,086
42,1
1442
,114
43,1
6643
,166
19
30.5
1032
,035
33,6
3735
,319
37,0
8438
,939
40,8
8640
,886
40,8
6641
,908
41,9
0842
,956
42,9
5644
.030
44,0
3020
31,1
2032
,676
34,3
0936
,026
37,8
2639
,718
41,7
0441
,704
41,7
0442
,746
42,7
4643
,815
43,8
1544
,910
44,9
1021
31.7
4233
,329
34,9
963
6,7
46
38,5
8340
,512
42,5
3842
,538
42,5
3843
.601
43,6
0144
,691
44,6
9145
,809
45,8
092
232
,378
33,9
9635
,696
37,4
8039
,354
41.3
2343
,389
43,3
8943
,389
44
,47
344
,473
45,5
8545
,585
46,7
2546
,725
23
33,0
2534
,676
36,4
1038
,230
40,1
4242
,148
44,2
5744
,257
44.2
5745
,363
45,3
6346
,497
46,4
9747
,659
47,6
5924
33,6
8536
,369
37,1
3838
,995
40,9
4642
,992
45,1
4145
,141
45,1
4146
,270
46,2
7047
,427
47,4
2748
,613
48,6
132
634
,359
36,0
7737
,881
39,7
7441
,764
43,8
5246
,044
46,0
4446
.044
47,1
964
7.1
96
48,3
7548
,375
49,5
844
9.5
84
26
35,0
4736
,799
38,6
3840
,571
42,5
9944
,729
46,9
6546
,965
46,9
6548
,139
48,1
3949
,343
49,3
4360
,577
50,5
7727
35.7
4737
.534
39,4
1141
,382
43,4
5145
.623
47,9
0547
.905
47,9
0549
,102
49.1
0250
,330
50,3
3051
,588
51.5
8828
36.4
6138
,285
40,1
9942
,209
44,3
2046
,536
48.8
6348
,863
48,8
6350
,084
50,0
8451
,336
51,3
3652
,620
52,6
202
637
.192
39.0
5141
.003
43,0
5445
,206
47,4
6749
,839
49,8
3949
.839
51,0
8851
,086
52,3
6252
,362
53,6
7253
,672
3037
,935
39,8
3241
,824
43,9
1446
,110
48,4
1650
,836
50,8
3650
,836
52,1
0752
,107
53,4
1053
.410
54,7
4654
,746
3138
,694
40,6
2842
,660
44,7
9347
,033
49.3
8551
,853
51,8
5351
.853
53,1
4953
,149
54,4
7854
,476
55,8
4055
,840
32
39,4
6841
,441
43,6
1345
,688
47,9
7350
,372
62,8
9152
,891
52,8
9154
,212
54,2
1255
,568
55,5
6856
,957
56,9
67i
3340
.257
42,2
7044
.384
46,6
0248
,933
51,3
7953
,949
53,9
4953
,949
55,2
9755
,297
56,6
8056
,680
58,0
9758
,097
34
41,0
6243
,115
45,2
7147
,535
49,9
1152
,407
55,0
2755
,027
55,0
2756
,403
56,4
0367
,813
57,8
1359
,258
59,2
583
641
.884
43,9
7746
,177
48
,48
55
0,9
10
53.4
5556
,128
56,1
2856
,128
57,5
3057
,530
58,9
6958
,969
60,4
4360
,443
36
42,7
2144
,857
47,1
0049
,455
51,9
2854
,524
57,2
6067
,250
57,2
5058
,682
58,6
8260
,148
60,1
4861
,652
61,6
523
743
,576
45,7
5448
,042
50,4
4452
,966
55
,61
458
,395
58,3
955
8,3
95
59.8
555
9,8
55
61,3
5261
,352
62,8
856
2.8
85
38
'i'
-J;
44,4
4746
,669
49,0
0251
,453
54,0
2556
,727
59,5
6359
,563
59,5
6361
,062
61,0
5262
.579
62,5
7964
,143
64,1
433
9g
45,3
3847
,603
49,9
8352
,482
55.1
0657
,861
60,7
5460
,754
60,7
546
2,2
73
62,2
7363
,830
63,8
3065
,426
65,4
261
4046
,243
48,5
5550
,982
53,5
3256
,208
59,0
1961
,969
61,9
6961
,969
63,5
1963
,619
65,1
0768
,107
66,7
3466
,734
i 4
147
,167
49,5
2552
,002
54,6
0257
,332
60,1
9863
,209
63,2
0963
,209
64.7
8964
,789
66,4
0866
,408
68,0
6968
,069
42
48,1
1050
,616
53,0
4255
,694
58.4
7961
,403
64,4
7464
,474
64,4
7466
,085
66,0
8567
.737
67,7
3769
,430
69.4
3043
49,0
7351
.526
54,1
0356
,808
59,6
4962
.631
85.7
6265
,762
65,7
6267
,406
67,4
0669
,092
69,0
9270
,619
70,8
194
460
,055
52,5
5755
,186
67,9
4460
,841
63,8
8367
,077
67,0
7767
,077
68,7
6568
,755
70,4
7370
,473
72,2
3672
,235
45
51,0
5653
,608
56.2
8959
,103
62,0
5965
,162
68,4
1968
,419
68,4
1970
,130
70,1
3071
,883
71,8
8373
,680
73,6
804
662
,077
54,6
8157
,415
60,2
8663
,299
66,4
6469
,798
69,7
8869
,788
71,5
3271
,532
73,3
2173
,321
76,1
5475
,154
47
53,1
1955
,774
58,5
6361
,491
64,5
6667
.794
71,1
8471
,184
71,1
8472
,963
72,9
6374
,787
74,7
8776
,657
76,6
574
864
,181
56,8
9059
,734
62,7
2065
,857
69,1
6072
,607
72,6
0772
,607
74,4
2274
,422
76,2
8376
,283
78,1
9078
,190
49
55,2
6558
,027
60,9
2863
.976
67,1
7470
,532
74
,06
074
,060
74,0
6075
,910
75,9
1077
,808
77.8
0879
,754
79.7
54»
n*6
0i^
,56
,370
69,1
8862
,147
66,2
5568
,518
71,9
4375
,641
75,5
4175
,541
77,4
2977
,429
79,3
6579
,366
81,3
4981
,349
CSEA
Annual Sal
ary Schedule - Salary Plan 001
2016-17 REVISED
1%
Increase
2.60%
2.50%
230%
2.50%
2.60%
2.60%
2.50%
230%
STEP
STEP
STEP
STEP
STEP
STEP
STEP
STEP
STEP
STEP
STEP
STEP
STEP
STEP
STEP
Ranga
16
17
18
19
20
21
22
23
24
25
26
27
28
29
30
13
40,075
40,075
41.076
41,076
42,103
42,103
43,156
43,156
44,234
44,234
45,341
45,341
46,474
46,474
47,636
14
40.876
40,878
41,898
41,898
42,946
42,946
44,019
44,019
45,120
45.120
46,247
46,247
47,404
47,404
48,588
15
41,694
41,694
42,736
42,736
43,804
43,804
44,899
44,899
46,022
46,022
47,172
47,172
48,352
48,352
49,561
16
42,528
42,528
43,691
43,591
44,661
44,681
46,797
45,797
46,942
46,942
48,116
48,116
49,318
49,318
50,552
17
43,378
43,378
44,462
44,462
45,574
45,574
46.713
46,713
47,881
47,881
49,078
49,078
50,305
50,305
51,563
18
44,246
44,246
45,352
45,352
46,485
46,486
47,647
47,647
48,838
48,838
50,060
50,060
61,311
61,311
52,694
19
45,130
45,130
46,259
46,259
47,415
47,415
48,601
48,601
49,815
49,815
51,061
51,061
52,337
52.337
53,646
20
48,033
46,033
47,184
47,184
48,364
48,364
49,573
49,573
50,812
60,812
52,082
52,082
53,384
53,384
54,718
21
46,954
46,954
48,127
48,127
49,331
49,331
50,564
50.564
51,828
51,828
53,124
53,124
54.452
54,452
55.813
22
47,893
47,893
49,090
49,090
50,317
50,317
51.576
51,576
52.866
52,865
54,186
54,186
55,541
55,541
56.930
23
48,051
48,8
5150,072
50,072
51,324
51,324
52,607
52,607
53,922
53,922
55,270
55,270
56,652
56,652
58,068
24
49,828
49,828
51,074
51,074
52,350
52,350
63,659
53,659
56,000
55,000
56,375
56,375
67,785
57,785
59,230
26
50,825
50,825
52,095
52,095
53,397
53,397
54.732
54,732
56,101
56,101
57,503
57,503
58,940
58,940
60,414
26
51,840
51,840
53,137
63,137
54.465
54,465
65,827
55,827
67,223
57,223
58,653
58,653
60,120
60,120
61,623
27
52,877
52,877
54,200
54,200
55,555
55,555
56,943
56,943
58,367
58,367
59.826
59,826
61,321
61,321
62,855
28
53,935
53,936
65,284
55,284
56,666
56,666
58,082
58,082
59,536
59,535
61,023
61,023
82,648
62,548
64,112
29
55,014
55,014
56,389
56,389
57,799
57,799
59,244
69,244
60,725
60.725
62,244
62,244
63,799
63,799
65,394
30
56,114
56,114
57,517
57,517
58,955
58,955
60,428
60,428
61,939
61,939
63,488
63,488
65,075
65,075
66,701
31
57,236
57,236
58,667
58,667
60,134
60,134
61,637
61,637
63,178
63,178
64,758
64,758
66,377
66,377
68,037
32
68,381
68,381
59,840
59,840
61,337
61,337
62,870
62,870
64,442
64,442
66,052
66,052
67,705
67,705
69,397
33
59,548
59,548
61,038
61,038
62,563
62,563
64,127
64,127
65,731
65,731
67,374
67,374
69,059
69,059
70,784
34
60,739
60,739
62,268
62,258
63,815
63,815
65,409
65,409
67,045
67,045
68,7
2168,721
70,440
70,440
72.200
36
61,955
61,955
63,503
63,503
65,091
65,091
66,718
66,718
68,386
68,386
70,095
70,095
71.848
71,848
73.645
36
63,193
63,193
64,773
64,773
66,393
66,393
68,052
68,052
69,754
69,754
71,498
71,498
73,285
73,285
75,117
37
64,456
64.458
66,069
66,069
67,720
67,720
69,414
69,414
71,149
71,149
72,927
72,927
74.751
74,751
76,619
36
66,747
66,747
67,391
67,391
69,075
69,075
70,802
70,802
72,572
72,572
74,386
74,388
76,245
76,245
78,152
39
67.062
67,062
68.738
68,738
70,457
70,457
72,218
72,218
74,024
74,024
75,874
75,874
77,771
77,771
79,715
40
68,403
68,403
70,113
70,113
71,865
71,866
73,662
73,662
75,504
75,504
77,391
77,391
79,326
79,326
81,309
41
69,771
89,771
71,515
71,515
73,303
73,303
75,135
75,135
77,014
77,014
78,940
78,940
80,912
80,912
82,935
42
71,167
71,187
72,945
72,945
74,769
74,769
76,638
76,638
78,564
78,554
80,618
80.518
82,531
82,531
84,594
43
72,590
72,590
74,404
74,404
76,264
76,264
78,171
78,171
80,126
80.126
82,129
82,129
84,181
84.181
85,286
44
74,042
74,042
76.892
75,892
77,789
77,789
79,735
79,735
81,727
81,727
83,770
83,770
85,865
85,865
88,012
45
75,522
75,522
77,410
77,410
79,345
79,345
81,329
81,329
83,362
83,362
85,447
85,447
87,582
87,582
89,772
46
77,032
77,032
78,959
76,959
80,932
80,932
62,955
82,955
85,030
85,030
87,156
87,155
89,334
89,334
91,568
47
78,573
78,573
80,537
80,537
82,551
82,551
84,615
84,615
86,730
86,730
88,899
88,699
91,121
91,121
93,398
46
80,144
80,144
82,149
82,149
84,202
84,202
86,307
86,307
88,465
88,465
90,677
90,677
92,944
92,944
95,267
49
81,747
61,747
83,791
83,791
85,686
85,886
88,033
88,033
90,235
90,235
92,490
92,490
94,602
94,802
97,173
. .
50..
,...,,
8333
83,383
85,467
85,467
87,603
87,603
89,793
89,793
92,039
92,039
94,340
94,340
96,698
96,698
99,116
Appendix A.7
Classified Professional Growth Schedule
2016-17
CREDITS HOURS/DAY MONTHLY ANNUAL
STIPEND AMT. STIPEND AMT.
$ 34.62 $ 415.47
$ 32.08 $ 384.93
$ 27.68 $ 332.21
$ 23.09 S 277.06
S 18.57 S 222.89
S 13.89 S 166.65
S 9.62 S 115.38
S 69.25 S 830.94
S 64.16 S 769.86
S 55.37 S 664.42
$ 46.18 $ 554.12
S 37.15 $ 445.78
$ 27.78 $ 333.30
s 19.23 S 230.76
s 103.87 S 1,246.41
s 96.23 S 1,154.79
s 83.05 S 996.63
$ 69.27 $ 831.18
$ 55.72 s 668.67
s 41.66 $ 499.95
$ 28.85 $ 346.14
s 138.49 s 1,661.88
s 128.31 s 1,539.72
$ 110.74 s 1,328.84
$ 92.35 s 1,108.24
s 74.30 $ 891.56
s 55.55 s 666.60
s 38.46 $ 461.52
s 173.11 $ 2,077.35
$ 160.39 $ 1,924.65
s 138.42 s 1,661.05
$ 115.44 $ 1,385.30
s 92.87 s 1,114.45
s 69.44 s 833.25
s 48.08 s 576.90
s 207.74 s 2,492.82
$ 192.47 s 2,309.58
$ 166.11 $ 1,993.26
$ 138.53 s 1,662.36
s 111.45 $ 1,337.34
s 83.33 $ 999.90
s 57.69 s 692.28
s 242.36 s 2,908.29
$ 224.54 s 2,694.51
s 193.79 s 2,325.47
s 161.62 s 1,939.42
s 130.02 s 1,560.23
s 97.21 $ 1,166.55
s 67.31 $ 807.66
ESCONDroO UNION HIGH SCHOOL DISTRICT
CLASSIFIED EMPLOYEE PERFORMANCE EVALUATION
Employee Name:
Position:
Location:
CH Annual Rev
iew
Year
C] F
irst
Pro
bati
onar
y Re
view
Fr
omO Se
cond
Pro
bati
onar
y Review Fro
mn
to to
Final P
roba
tion
ary Review Probation period e
nding
PERMANENT STATUS RECOMMENDED? □
YE
SQ
Speci
al Ev
aluati
on
(Inclu
de wr
itten r
emed
iation
proce
dures
, recom
mend
ations,
expe
ctation
s) Se
e atta
ched
.Fo
llow
up ev
aluati
on sc
hedu
led (d
ate)
(REQ
UIRE
D)
□
NO
1O
vera
ll Rat
ing:
Q
Exe
mpl
ary
(Exc
eeds
Dis
trict
stan
dard
s)
2 3
I I A
bove
Ave
rage
d)
Acc
epta
ble(M
eets
Dis
trict
stan
dard
s)
4 5
O N
eeds
Impr
ovem
ent
□ U
nacc
eptab
le(D
oes n
ot m
eet D
istri
ct st
anda
rds)
LPE
RFOR
MAN
CE
□ E
xem
plary
n A
bove
Ave
rage
n A
ccep
table
E] N
eeds
Impr
ovem
ent
O U
nacc
epta
ble
(As s
hown
by:
quan
tity, q
uality
, acc
uracy
, and
comp
leten
ess o
f wor
k, me
eting
dead
lines
, kno
wled
ge o
f job f
unda
menta
ls. Ju
dgme
nt sh
own o
n the
job,
orga
nizat
ional
skills
, willi
ngne
ss an
d abil
ity to
carry
out n
ew as
signm
ents,
inde
pend
ence
ofp
erfo
rman
ce, a
ttitud
e tow
ards
job,
effe
ctive
ness
unde
r stre
ss.)
Exp
lain
:
XL
WO
RK H
ABIT
S □
Exe
mpla
ry
E] A
bove
Ave
rage
(As
show
n by
: atte
ndan
ce, p
unct
ualit
y, a
ppea
ranc
e an
d gro
omin
g; s
afet
y)
Exp
lain
:
Q A
ccep
table
Q N
eeds
Impr
ovem
ent
El U
nacc
eptab
le
Att
en
da
nce
Rec
ord
Pun
ctua
lity
El A
ccep
table
E] A
ccep
table
Q U
nacc
eptab
leE3
Una
ccep
table
> ■a
■Q fO 3 Q.
X 00
inte
rper
sona
l re
lati
onsh
ips
□ E
xemp
lary
□ A
bove
Ave
rage
□ A
ccep
table
□ N
eeds
Impro
veme
nt □
Una
ccep
table
(As s
hown
by co
nside
ratio
n ofp
ublic
t stud
ents,
pare
nts, c
o-wo
rkers;
team
work;
acce
ptanc
e of s
uper
vision
)
Exp
lain
:
EVAL
UAT
OR
S RE
COM
MEN
DATI
ONS
/CO
NCER
NS
(Use
addit
ional
shee
ts of
pape
r if n
eede
d)
I cer
tify t
hat I
met
with
the
emplo
yee o
n (d
ate)
an
d disc
usse
d thi
s per
form
ance
eva
luatio
n.
Eva
iuat
or's
Sig
natu
re a
nd T
itle
EMPL
OYE
E'S
GO
ALS/
CO
MM
ENTS
(Use
addit
ional
shee
ts of
pape
r if n
eede
d)
I cer
tify th
at th
is ev
aluati
on w
as di
scus
sed w
ith m
e on (
date)
M
y sign
ature
attes
ts to
that fa
ct an
d doe
s not
nece
ssari
ly im
ply ag
reeme
nt wi
th the
evalu
ation
.
Empl
oyee
Sig
natu
re
■ As
sista
nt S
uper
inte
nden
t, Hu
man
Res
ourc
es
Date_
Eva
iCla
s.D
oc2
? (D 3 Q.
x'
□□ lo
