AGREEMENT BETWEEN

WATERFORD UNIFIED SCHOOL DISTRICT

AND

THE CALIFORNIA SCHOOL EMPLOYEES ASSOCIATION

WATERFORD UNIFIED SCHOOL DISTRICT CHAPTER #657

1 Revised 06/2016

TABLE OF CONTENTS

Article Subject Page

Preamble 3 I Acknowledgment 3 II Organizational Rights 3 III District Rights 5 IV Organizational Security 5 V Discrimination 7 VI Personnel Files 8 VII Evaluation/Probation 8 VIII Hours and Overtime 9 IX Transfers and Promotions 14 X Leaves 15 XI Classified - Paid Holidays 21 XII Vacation 22 XIII Safety 24 XIV Physical Examinations 24 XV Uniforms/Tools/Equipment 25 XVI Disciplinary Action 25 XVII Grievance Procedure 28 XVIII Wages, Pay and Allowances 31 XIX Health and Welfare Benefits 32 XX Professional Growth Incentive Plan 33 XXI Restriction on Contracting Out 34 XXII Reclassification 35 XXIII Layoff and Reemployment 35 XXIV Transportation 37 XXV Negotiations 39 XXVI Duration 39 XXVII Re-Opening the Agreement 39 XXVIII Severability 40 XXIX Concerted Activities 40 XXX Entire Agreement 40 Signatures 41 Appendix A Classifications 42 Appendix B-1 2016-17 Classified Salary Schedule 43 Appendix B-2 2017-18 Classified Salary Schedule 44

2 PREAMBLE

This Agreement is made and entered into by and between Waterford Unified School District (hereinafter referred to as “District”) and the California School Employees Association and its Waterford Unified School District Chapter #657 or its successor (hereinafter referred collectively as “CSEA”).

This Agreement is entered into pursuant to Chapter 10.7, Sections 3540-3549.3 of the Government Code of the State of California.

ARTICLE I - ACKNOWLEDGMENT

1.1 The District hereby acknowledges that CSEA is the exclusive bargaining representative for all classified employees who hold those positions described in “Appendix A”, attached hereto, and incorporated by reference as a part of this agreement. If newly created positions are not mutually agreed upon, disputed cases shall be submitted to the Public Employment Relations Board for resolution.

ARTICLE II - ORGANIZATIONAL RIGHTS

2.1 CSEA shall have the right to use, without charge, specified instructional bulletin boards, mailboxes, and the use of the school mail system, and other District means of communication for the posting or transmission of information or notice concerning CSEA matters. No long distance telephone calls may be made at District expense.

2.2 Facilities

CSEA shall have the right to reasonably use, without charge, instructional facilities, equipment and buildings at reasonable times for CSEA business. Any use of equipment does include the use of supplies required to run the equipment. CSEA shall obtain the permission of the site administrator prior to use.

2.3 Relevant Information

CSEA shall have the right to receive upon request, copies of any and all non- confidential materials related to wages, hours, or other terms and conditions of employment which are relevant for CSEA to fulfill its duties and obligations as the exclusive representative of bargaining unit members.

2.4 Access to Personnel Files

CSEA shall have the right to review a bargaining unit member’s personnel files and any other records dealing with the bargaining unit member when accompanied by the individual or upon presentation of a written authorization signed by him/her. Reasonable notice shall be given.

2.5 Board Agendas 3

The District shall provide the chapter president of CSEA one copy of the non- confidential board agenda and any non-confidential back-up material related thereto, for each board meeting.

2.6 Distribution of Contract

The District shall provide a copy of this contract to every bargaining unit member. Any person who becomes a member of the bargaining unit after the execution of this Agreement shall be provided by District with a copy of this Agreement and any written changes agreed to by both parties during the life of this Agreement.

2.7 CSEA Business

2.7.1 The right of release time, with pay for employees who are CSEA state officers to conduct necessary CSEA business provided that the employee(s) have given the immediate supervisor written notice ten (10) days prior to the absence. This release time shall be up to ten (10) days per year. Prior to the exercise of such release time, CSEA shall at least annually provide written notice to the District of the names of the CSEA state officers and the positions they hold.

2.7.2 The right of release time, with pay, for CSEA chapter delegates to attend the CSEA annual conference provided that the employee(s) have given written notice seven (7) working days prior to the absence. This release time shall be up to ten (10) days per year with a maximum of two (2) delegates. Prior to the exercise of such release time, CSEA shall at least annually provide written notice to the District of the time and location of the annual conference, as well the name(s) of the designated delegate(s) who will attend such conference.

2.7.3 The chapter president/designee shall be released to attend regional president’s meetings. Prior to the exercise of such release time, CSEA shall at least annually provide written notice to the District of the time and location of the regional president’s meetings, as well the name of the chapter president/designee who will attend such meetings.

2.7.4 In addition to the release time provided in Section 2.7.3, and release time that is otherwise granted by statute, the chapter president/designee shall have the right of release time, with pay, to conduct necessary CSEA business provided that the chapter president/designee have given the immediate supervisor reasonable written notice prior to the absence. This release time shall be up to three (3) days per year.

2.8 New Hires

The Association shall have the opportunity to meet with all classified new hires during the Employee Human Resources Orientation Process. The Human Resources Department shall assist in the coordination of such meetings with the Chapter President or his/her designee, without loss of compensation for the Association Member conducting the meeting.

4 ARTICLE III - DISTRICT RIGHTS

3.1 It is understood and agreed that the District retains all of its powers and authority to direct, manage and control to the full extent of the law. Included in but not limited to those duties and powers are the exclusive rights to:

Determine its organization; direct the work of its employees; determine the times and hours of operation; determine the kinds and levels of services to be provided, and the methods and means of providing them; establish its educational policies, goals and objectives; insure the rights and educational opportunities of students; determine staffing patterns; determine the number and kinds of personnel required; maintain the efficiency of District operations, determine the curriculum; build, move or modify facilities; establish budget procedure and determine budgetary allocation; determine the methods of raising revenue; contract out work in accordance with the Education Code; 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.

3.2 The exercise of the foregoing powers, rights authority, duties and responsibilities by the District, the option of policies, rules, regulations and practices in furtherance thereof, and the use of judgment and discretion in connection therewith, shall be limited to 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.

3.3 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 with the discretion of the District Board of Education (“Board”) and is expressly excluded from the provisions of Article XVII, “Grievance Procedure”.

ARTICLE IV - ORGANIZATION SECURITY

4.1 The parties to this Agreement acknowledge that CSEA has notified the District to implement provisions of Government Code section 3546(a), requiring as a condition of employment, the deduction of CSEA dues or agency service fees from the wages or salary of every bargaining unit member, or the payment of a sum equal to an agency service fee to a non-religious, non-labor, charitable organization. This entire Article is subject to Section 25.1 of this Agreement.

4.2 Unless otherwise determined by the bargaining unit, CSEA shall have the sole and exclusive right to have membership dues deducted by the District for employees in the bargaining unit. The District shall, upon appropriate written authorization from any employee, deduct and make appropriate remittance for insurance premiums, credit union payments, or other plans of programs jointly approved by CSEA and the District for payroll deductions.

4.3 Employees in the bargaining unit who are members of CSEA on the effective date of this Agreement must retain their membership in CSEA until the expiration of this 5 Agreement, as provided in Government Code section 3540.1(i)(l). New employees shall either join CSEA upon written request by CSEA, pay an agency service fee to CSEA, or shall pay a sum equal to an agency service fee to a non-religious, non-labor, charitable organization, as specified in Section 4.4 below.

4.4 Any employee 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 pay agency service fees to CSEA. Any employee claiming such exemption must do so in writing to the CSEA Legal Department, who will then determine whether the employee qualifies for the exemption. CSEA will then notify the District in writing of the employee’s religious objector status. Such bona fide CSEA religious objectors shall be required, in lieu of an agency service fee, to pay a sum equal to an agency service fee to one of the following non-religious, non-labor organizations, charitable funds exempt from taxation under Section 501(c)(3) of Title 26 of the Internal Revenue Code:

a. American Cancer Society b. American Heart Association c. United Way d. Waterford Educational Foundation

4.4.1 An employee claiming this exemption shall, as a condition of continued exemption from the requirement of paying agency service fees to CSEA, furnish CSEA with copies of receipts from the charity selected, as proof that such payments have been made.

4.4.2 Any dispute between religious objectors and CSEA regarding eligibility for this exemption shall not involve the District.

4.5 If an employee who holds a religious objection pursuant to Government Code section 3546.3 and/or this Article requests CSEA to use the grievance procedure or arbitration procedure on the employee’s behalf, in order to grieve a matter directly related to the District’s obligations under this Article, CSEA is authorized to charge the employee for reasonable cost of using such procedure.

4.6 The District agrees to notify CSEA of all new bargaining unit members within thirty (30) days of their hire date. Included in this notification shall be the new bargaining unit member’s hire date, name, address, phone number, job title, and work site.

4.7 It is agreed and understood that employees who fail to submit dues or agency service fee forms shall have the agency service fees subject to payroll deduction following notification by CSEA to the District of the amount of fee to be deducted from such employee’s payroll, unless qualified for an exemption under Section 4.4 above. 4.8 The District shall, at no charge to CSEA, deduct dues and agency service fees for all employees obligated under this Agreement. All sums withheld by the District shall be transmitted to CSEA no later than seven (7) working days after the monthly checks from which the withholdings are made are issued to the employees.

4.9 The District shall not be obligated to put into effect any new or changed deductions until the pay period commencing thirty (30) days or more after such submission by CSEA.

6 4.10 It is agreed that CSEA shall indemnify and defend and hold the District harmless from any and all claims, demands, or suits, or any other action arising from the organizational security provisions contained herein, provided CSEA is notified within fifteen (15) calendar days of the District’s receipt of notice of any and all legal actions against this provision, including any court or administrative action challenging the legality of the organizational security provisions. CSEA retains the exclusive right to decide what, if any, legal actions should be attempted in defense of this provision.

4.10.1 CSEA agrees to reimburse the District, its officers and agents for all legal fees and legal costs incurred after notice to CSEA in defending against any court or administrative action challenging the legality of the organizational security provision of this agreement or the implementation thereof.

4.10.2 CSEA agrees to reimburse the District, 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 provision of this agreement or the implementation thereof.

ARTICLE V - DISCRIMINATION

5.1 It is the intent of the District to establish and maintain a policy of equal opportunity in employment for all persons and to prohibit discrimination based on race, sex, color, religion, age, handicap, ancestry, or national origin in every aspect of personnel policy and practices in employment, development, advancement, and treatment of persons employed in the CSEA bargaining unit.

5.2 No Discrimination by District

The District agrees not to: (1) impose or threaten to impose reprisals on employees, to discriminate or threaten to discriminate against employees, or otherwise to interfere with, restrain, or coerce employees because of their exercise of rights guaranteed by this Agreement; (2) deny to employee organizations rights guaranteed to them by this Agreement; (3) refuse or fail to meet or negotiate in good faith with CSEA; (4) dominate or interfere with the formation or administration of CSEA.

5.3 No Discrimination by CSEA

CSEA agrees not to: (1) cause or attempt to cause the District to violate the conditions stated in “Discrimination” above, (2) impose or threaten to impose reprisals on employees, discriminate or threaten to discriminate against employees, or otherwise interfere with, restrain, and/or coerce employees because of the exercise of rights guaranteed by this Agreement; (3) refuse or fail to meet and negotiate in good faith with the District for any of the employees of which it is the exclusive representative.

ARTICLE VI - PERSONNEL FILES

6.1 Personnel files of each employee shall be maintained in a locked file at a central site.

7 6.2 Information of a derogatory nature shall not be filed in the employee’s personnel folder until the employee is given a note and an opportunity to review and comment. An employee shall have the right to respond within ten (10) working days and have attached to any such derogatory statement his/her own comments. The comments will be placed in the employee’s personnel file. Employees shall be notified by the District in writing of their right to respond to any derogatory information to be placed in their personnel file.

6.3 Inspection of File

An employee who wishes to inspect materials in his/her personnel file shall make an appointment to inspect his/her file. Materials will be inspected at the appropriate location with reasonable notice. The employee may obtain copies upon request. Such review shall take place during normal business hours and the employee shall be released from duty for this purpose without salary reduction if necessary.

ARTICLE VII - EVALUATION/PROBATION

7.1 Evaluation by Immediate Supervisor

The chief responsibility for formal employee evaluation shall be that of the immediate supervisor. However, the responsibility shall be shared with the Superintendent and/or a designated administrator. Teachers will not evaluate classified employees.

7.2 Frequency of Evaluation

Permanent employees shall be evaluated at least once every year.

Probation of a new employee shall be one year. A new hire shall be evaluated at least once every six (6) months.

If an employee is promoted to a different class, he/she shall be on probation for six (6) months. At the end of the probation period, if the employee does not successfully pass the probation period, he/she shall have the right to return to his/her previous permanent position.

7.3 Kept in Personnel File

Evaluation materials shall be kept in the employee’s personnel file.

7.4 Direct Observation

An evaluation shall not be completed unless it is based on a direct observation.

7.5 Conference

No evaluation of an employee shall be placed in an employee’s personnel file until there has been a conference between the employee and the primary evaluator.

7.6 Correcting Deficiencies 8

If there are any deficiencies noted by the evaluation, the employee shall be informed of how he/she can be expected to improve performance to an acceptable standard for the position, offered assistance, and given a specific time frame during which to correct deficiencies.

7.7 Grievance Procedure

Only evaluation procedures shall be subject to the grievance procedure. Evaluation judgment shall not be subject to the grievance procedure.

ARTICLE VIII - HOURS /OVERTIME AND INCENTIVES

8.1 Workweek

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

8.2 Workday

The length of the workday shall be designated by the District for each classified assignment in accordance with the provisions set forth in this Agreement. Each employee shall be assigned a fixed, regular, and ascertainable minimum number of hours per day, days per week, and months per year.

8.3 Part-time Assignments

Any part-time employee who works an average of thirty (30) minutes or more per day in excess of his/her part-time assignment for a period of twenty (20) consecutive working days or more shall have his/her regular assignment adjusted upwards to reflect the longer hours, effective with the next pay period. This provision does not apply to substitute or short term work. When the extra work is completed the employee shall return to his/her regular part-time assignment. In the event that an increase to a regular part-time assignment may or has exceeded twenty (20) consecutive workdays, CSEA and the District agree to meet and confer.

8.4 Rest Periods

All bargaining unit employees shall be granted rest periods which insofar as practicable, shall be in the middle of each work period at the rate of fifteen (15) minutes per four (4) hours worked or major fraction thereof. Rest periods are a part of the regular workday and shall be compensated at the regular rate of pay of the employees. A major fraction thereof shall mean at least three (3) hours and thirty (30) minutes.

8.4.1 Employees shall remain at their work sites when taking their 15 minute breaks.

8.5 Meal Periods 9

All employees who are scheduled to work five (5) or more hours per day shall be assigned an unpaid meal period of at least thirty (30) minutes to a maximum of one (1) hour. Bargaining unit members will meet with their immediate supervisor at the beginning of the school year and inform the District whether or not they will be taking a thirty (30) or sixty (60) minute meal period. An employee required to work during his/her lunch period shall receive pay as appropriate for all work during the normal lunch period if said lunch period is not rescheduled to be taken and concluded at least one (1) hour prior to the end of said employee’s shift.

8.5.1 Night custodians whose work day starts at 3:00 p.m. or later, have the option of taking an unpaid, 30 minute lunch break.

8.6 Rest Facilities

Lunch room, staff rooms and lavatory facilities shall be available to employees covered by this Agreement.

8.7 Overtime

8.7.1 An employee shall be paid time and one-half (1-1/2X) of the regular hourly rate of pay for hours worked in excess of eight (8) hours in any one (1) day and in excess of forty (40) hours in any one week.

8.7.2 If an employee works on the sixth (6th) and/or seventh (7th) day before or after his/her scheduled workweek, the employee shall be paid time and one-half (1- 1/2X) for hours worked, regardless of the number of hours worked during the five (5) consecutive scheduled workdays and double time (2X) for work performed in excess of eight (8) hours on the seventh (7th) day.

8.7.3 All hours worked by an employee on any designated holiday shall be compensated at one and one-half times (1-1/2X) the regular rate of pay in addition to the rate of pay the employee received for the holiday.

8.8 Distribution of Overtime

Any employee may be assigned overtime when the time worked is an extension of the scheduled workday. Overtime shall be assigned to a qualified employee(s) within a department on a rotating basis so that all employees in the same class shall have worked, or been offered the opportunity to work, substantially equal amounts of overtime during each fiscal year. A department, for overtime purposes, shall be defined as a unit of employees working for the same supervisor.

8.9 Call Back/Call In

Employees called in to work by the District on a day when the employee is not scheduled to work or more than one (1) hour before their workday is scheduled to start or before or after their scheduled work day, shall receive a minimum of two (2) hours pay at the appropriate rate of pay.

10

8.10 Ten Hour Workday

The District may establish a ten-hour-per-day, forty-hour, four-day workweek provided the establishment of such a workweek has the concurrence of CSEA.

8.11 The Ten Hour Workday Overtime

When a four-day workweek is established, the overtime rate shall be paid for all hours worked in excess of the required workday, which shall not exceed ten (10) hours. Work performed on the fifth, sixth and seventh days shall be compensated for at a rate equal to one and one-half (1-1/2X) times the regular rate of pay of the employee designated and authorized to perform the work.

8.12 Compensatory Time

Compensatory time may be earned when an employee works overtime/extra-time and requests in lieu of payment, compensatory time off. Compensatory time off for overtime will be at a rate of time and a half. Compensatory time off for extra-time will be at the employee’s hourly rate. A maximum of 24 hours of compensatory time may be earned in each fiscal year and must be used in the same fiscal year earned. If compensation is paid to an employee for accrued compensatory time off, the payment shall be at the regular rate earned by the employee at the time the employee receives payment.

Documentation for compensatory time earned (i.e., Green Sheet) shall be submitted to the immediate supervisor by the first of the following month.

8.13 Summer/ Extended Work Year Assignment

When work normally and customarily performed by employees is available during school sessions, other than during the employee’s contracted work year, such work shall be offered to employees in the appropriate classification(s) as follows:

8.13.1 Assignments of employees not regularly so assigned to serve during such periods shall be made on the basis of qualifications.

8.13.2 An employee who accepts such an assignment in accordance with the provisions of this section shall receive, on a prorated basis, not less than the compensation and benefits applicable to that classification during the regular academic year. No employee shall be required to accept such an assignment pursuant to this section.

8.13.3 All hours assigned to an employee for such an assignment shall be considered “Hours in Paid Status” for the purpose of this Agreement.

8.13.4 Bargaining unit members working in their same classifications during summer school will be paid the same rate of pay established on the salary schedule. Bargaining unit members working in a higher class will be paid based upon the lowest step on the higher range allowing for a 5% increase or, paid at the rate of the last step of the higher classification, whichever is greater. Bargaining unit 11 members working in a lower class will be paid the rate of that classification at the same step that they have earned in their current classification.

8.14 Working Out of Class

8.14.1 Definition: Working out of classification exists when a bargaining unit member is required to perform duties of a higher level class which are not fixed and prescribed for the employees’ position by the governing board, unless the duties reasonably relate to those fixed for the position by the board, for any period of time which exceeds five (5) working days within a fifteen (15) calendar day period.

8.14.2 Rate of Compensation: When a bargaining unit member has been assigned to work out of classification as defined above, the bargaining unit member is entitled to compensation based on the lowest step on the higher range allowing a 5% increase. A bargaining unit member so assigned shall have his/her salary adjusted upward for those days he/she works out of classification.

A bargaining unit member working out of class in a supervisory position is entitled to compensation based on the lowest step on the higher range allowing a 10% increase. A bargaining unit member so assigned shall have his/her salary adjusted upward for those days he/she works out of classification.

8.15 No bargaining unit members shall volunteer to work duties that consist of the same specific duties/assignment that the unit member normally performs. Nor shall the District allow volunteers to perform bargaining unit member works.

8.16 Attendance Incentive: Beginning October 01, 2012 Each quarter a unit member has perfect attendance, they shall receive the following bonus: 6-8 hour employee $100.00 Less than 6 hour $75.00 Each quarter a unit member that has only one absence, they shall receive the following bonus: 6-9 hour employee $50.00 Less than 6 hour $37.50 Absences for bereavement, scheduled vacation, professional development, and district assigned coursework/training, union meetings and negotiations shall not be counted.

8.17 Time Clocks (Memorandum of Understanding: Effects of Time Clocks)

The District has decided to implement the use of electronic Time Clocks for CSEA bargaining unit members beginning January 2014. This agreement is entered into between the parties in order that there is no misunderstanding of the effects on working conditions of bargaining unit members after the implementation of Time Clock use. The District and CSEA hereby agree to the following:

12 8.17.1 Bargaining Unit Members will be compensated for all time suffered and permitted according to the law.

8.17.2 Bargaining Unit Members agree to refuse to clock in or out for other members, and will only clock in or out for themselves.

8.17.3 Bargaining Unit Members will clock in to their position at the beginning of their shift and clock out at the end of their shift, there is no requirement to clock in and out of breaks. For liability purposes, Bargaining Unit Members agree to clock out when they leave the site for purposes of taking lunch or leaves, and when appropriate clock back in when returning to work at the end of the lunch or leave period.

8.17.4 When Bargaining Unit Members work Overtime or Extra Time they will clock in and out at the beginning and end of their extra work assignment if not a continuation of their normal assignment. For working extra hours employees will clock in and out and a parallel separate documentation (green sheet) will be maintained.

8.17.5 The District will place Time Clocks at sites, and work areas where Bargaining Unit Members report to work. They will be placed so that employees do not have to walk more than 5 minutes from the Time Clock to begin or end their shift in their work area.

8.17.6 For payroll purposes, a “grace period” for Bargaining Unit Members will be considered to have clocked in on time if they clock in within 6 minutes before or after the start of their shift (1/10th of an hour). When a pattern of clocking in late or out early occurs, the Bargaining Unit Members will first be counseled and given an opportunity to improve before any written record of misconduct will be entered into the employees personnel file. Employees may be subject to discipline under Article 16 of the Collective Bargaining Agreement in the event there is an alleged abuse of arriving to work on time or leaving work early.

8.17.7 In the event that a time card is lost or the employee forgets to clock in or clock out, the supervisor will correct the error. A duplicate card will be kept at the site to be used for the day. A weekly report will be run to address errors.

8.17.8 This Memorandum of Understanding will remain in effect until the time clock language contained herein is incorporated into the collective bargaining agreement or the use of time clocks in the District ceases.

8.17.9 The District and CSEA agree to meet no later than July 15, 2014, to review this MOU and amend it if necessary.

ARTICLE IX - TRANSFERS AND PROMOTIONS

9.1 Definitions

13 9.1.1 A “transfer” is a change of work site or assignment of a bargaining unit member without a change in classification.

9.1.2 A “promotion” is a change in the assignment of a bargaining unit member from a position in one classification to a position in another classification at a higher salary rate.

9.1.3 A “worksite” is defined as the school or District site.

9.1.4 A “workday” is any day in which the administration offices of the District are open for business.

9.2 Consideration

Bargaining unit members shall be given first consideration for any vacancy for which they meet the minimum qualifications. First consideration means that current employees will be considered before any substitute, short term or outside applicants and will be given the opportunity to interview for any vacancy for which they meet the minimum qualifications. This consideration shall include the District seniority of all current employees applying for the vacancy.

9.3 Posting of Notices

9.3.1 Notice of all bargaining unit job vacancies which are to be filled shall be advertised within the District by posting at each District site on employee bulletin boards. During the instructional year, posting of bargaining unit openings shall be sent electronically to bargaining unit members with at least one hard copy posted at each site. During breaks (i.e., summer, spring, winter, etc.) posting shall be mailed to all unit members. Any bargaining unit member may apply for the position by filing written notice as indicated in the vacancy notice.

9.3.2 The job vacancy notice shall remain posted for a period of five (5) work days during which the bargaining unit member may file for the vacancy. Filing means delivery of the application as indicated in the vacancy notice in person or through the mails.

9.4 Notice Contents

The job vacancy notice shall include; job title, and hourly wage range, and the deadline and location for filing to fill the vacancy.

9.5 Employer Initiated Job Site Transfer

A bargaining unit member may be transferred based upon the needs and best interests of the District. Transfers shall not be arbitrary or capricious. Prior to the effective date of the employer-initiated transfer the unit member shall be provided in writing the reasons for the transfer.

9.6 Promotions/Rate of Compensation

14 When a bargaining unit member receives a promotion, he/she is entitled to compensation based on the lowest step of the higher range to allow at least a 5% increase, except if the step is the last step of the appropriate higher range.

ARTICLE X - LEAVES

10.1 Bereavement Leave

Every bargaining unit member shall be granted necessary leave of absence with pay normally not to exceed five (5) days on account of death of any member of his/her immediate family. “Immediate family” means mother, father, grandfather, grandmother, or grandchild of a bargaining unit member or of the spouse of a bargaining unit member; and the spouse, son, son-in-law, daughter, daughter-in-law, brother, or sister of a bargaining unit member or of the spouse of a bargaining unit member, or stepmother, stepfather, stepson or stepdaughter, or foster mother, foster father, foster son, or foster daughter, or any relative living in the immediate household of a bargaining unit member. “Immediate family” shall also include the “significant other” of a bargaining unit member.

10.2 Sick Leave

10.2.1 Sick leave for personal illness will accrue to bargaining unit members on the basis of one (1) day per month per school term for employees whose service is rendered when school is in session. All other full time bargaining unit members will receive sick leave at the rate of one (1) day per month worked, twelve (12) days per year. Sick leave for part-time unit members shall be computed proportionately. (For example, a three (3) hour work day provides entitlement to three (3) hours of sick leave per month worked, in other words, up to ten (10) three hour days per school term). Sick leave for bargaining unit members entering or leaving service shall be computed proportionately to the number of hours/day served during that month.

10.2.2 At the beginning of each fiscal year, the full amount of sick leave granted under this section shall be credited to each bargaining unit member. Credit for sick leave need not be accrued prior to taking such leave and such leave may be taken at any time during the year. However, a new bargaining unit member shall not be eligible to take more than six (6) days of sick leave credit until the first day of the calendar month after completion of six (6) months of service with the District. Bargaining unit members who terminate their employment with the District and have used more sick leave than they have accrued at time of termination shall have those extra, unearned days deducted from their final pay warrant. (In case the final warrant is insufficient to compensate for unearned leave, the separated bargaining unit members shall reimburse the District by cash payment).

10.2.3 Disability of the bargaining unit employee due to that employee’s pregnancy or childbirth shall be treated as personal illness.

15 10.2.4 Any unused portion of the annual sick leave allotment shall be accumulative from year-to-year without limitation.

10.2.5 Any bargaining unit member qualifying per Government Code Section 20963.5, may convert unused sick leave to retirement credit in accordance with Government Code Section 20963, or its successor, if he/she is filing a request for retirement.

10.3 Personal Necessity Leave

Any days of absence earned for sick leave under Section 10.2, above, for a period not to exceed seven (7) days in any school year, may be used by the employee in the following way:

10.3.1 The death of a member of his/her immediate family when additional leave is required beyond the provisions of bereavement leave;

10.3.2 Accident, involving his/her person or property or the person or property of a member of his/her immediate family (as defined in bereavement leave);

10.3.3 Taking his/her spouse, parent or child or parents of spouse to a given medical or dental appointment, provided prior notice is given twelve (12) hours before appointment.

10.3.4 Caring for his/her sick spouse, child, parents or parents of spouse;

10.3.5 Appearance in any court or before any administrative tribunal as a litigant, party or witness under subpoena or any order made with jurisdiction;

10.3.6 Up to seven (7) days leave provided by this Section may be used by an employee for purposes of “compelling personal importance of such a nature that it cannot reasonably be conducted outside of working hours”. Advance notice is required.

10.4 Industrial Accident and Illness Leave

10.4.1 The District shall provide for sixty (60) working days of industrial accident or illness leave with pay and benefits for bargaining unit members.

10.4.2 A bargaining unit member shall be entitled to an industrial accident or illness leave of up to sixty (60) working days in any one (1) fiscal year for the same accident or illness. This leave shall commence on the first (1st) day of absence and shall not be accumulated from year-to-year. When an industrial accident or illness occurs at a time when the full sixty (60) days will overlap into the next fiscal year, the unit member shall be entitled to only that amount remaining at the end of the fiscal year in which the injury or illness occurred.

10.4.3 Only absences which are supported by a doctor’s certificate and have been verified by the District’s insurance carrier to be the result of a work connected injury or illness can be paid under the occupational leave policy. Any absence which cannot be so verified shall be charged against the bargaining unit

16 member’s personal illness leave or other appropriate leave, or salary will be deducted.

10.4.4 During any paid leave of absence, the employee shall endorse to the District the temporary disability indemnity checks received on account of his/her industrial accident or illness. The District, in turn, shall issue the employee appropriate salary warrants for payment of the employee’s salary and shall deduct normal retirement and other authorized contributions.

10.4.5 Industrial accident leave will be reduced by one (1) day for each day of authorized absence regardless of a compensation award made under Worker’s Compensation. Payment for wages lost on any day shall not, when added to an award granted the bargaining unit member under the Worker’s Compensation laws of this State, exceed the normal wage for the day.

10.4.6 The industrial accident or illness leave is to be used in lieu of normal sick leave benefits. When entitlement to industrial accident or illness leave under Section 10.4 has been exhausted, entitlement to other sick leave, vacation or other paid leave will be used. If, however, a bargaining unit member is receiving any payment under the Worker’s Compensation laws of this State at the time of exhaustion of benefits under this section, he/she shall be entitled to use only so much of his/her accumulated and available normal sick leave and vacation leave which when added to the Worker’s Compensation award, provides for a day’s pay at the regular rate of pay.

10.4.7 Any time a bargaining unit member on industrial-accident or illness leave is able to return to work, he/she shall be reinstated in his/her position without loss of pay or benefits.

10.4.8 When all available leaves of absence, paid or unpaid have been exhausted, and if the bargaining unit member is not medically able to assume the duties of his/her position, he/she shall, if not placed in another position, be placed on a reemployment list for a period of thirty-nine (39) months.

10.4.9 When available during the thirty-nine (39) month period, the bargaining unit member shall be employed in a vacant position in the class of his/her previous assignment over all other available candidates, except for a reemployment list established because of lack of work or lack of funds, in which case he/she shall be listed in accordance with appropriate seniority regulations.

10.4.10 A bargaining unit member that has been placed on a reemployment list as provided herein, and has been medically released for return to duty, shall be offered appropriate assignments. Failure to accept an appropriate assignment shall be considered a resignation of the employee.

10.4.11 A bargaining unit member, while receiving occupational leave benefits, must remain within the State of California unless the Board authorizes travel outside the state.

17 10.4.12 Injuries shall be reported within twenty-four (24) hours to the supervisor and Company Nurse. Serious accidents or accident requiring immediate hospitalization should be reported immediately to the supervisor and Company Nurse.

10.4.13 Unit members scheduling medical appointments for industrial accident and illness leave are encouraged to schedule appointments at the beginning or end of their work day. These absences are subject to the notification (Section 10.12) and reporting requirements (Section 10.11) of this article.

10.5 Military Leave

An employee shall be entitled to any military leave provided by law and shall retain all rights and privileges granted by law arising out of the exercise of military leave.

10.6 Jury Duty Leave

Any bargaining unit member who is required to serve on a jury shall receive full pay for such absence from duty in accordance with the following conditions:

10.6.1 Upon dismissal prior to the end of the employee’s workday, he/she shall report to his/her work site for duty if it is reasonably feasible to do so for two (2) hours or more of work. If an employee serves the equivalent of ½ or more of their assignment, they shall not be required to report to work.

10.6.2 The employee shall remit to the District all allowances paid to him/her for such service, exclusive of mileage allowances

10.7 Entitlement to Other Sick Leave

Once each year employees shall be credited with 100 days of leave. After all earned paid leave is exhausted, additional non-cumulative illness and injury leave shall be available for up to a maximum of 100 days.

The employee shall receive 100% of his/her regular per diem rate of pay if no substitute is employed. If a substitute is hired, however, then the employee shall receive the difference between the employee’s salary and the cost of the substitute.

10.8 Discretionary Leave

The Board may grant, at its discretion, any additional leave as permitted in the Education Code.

10.9 Family Care Leave

Employees who have completed one year of service, and actually worked (not counting paid or unpaid leave) at least 1,086 hours of service during the immediate previous rolling one year period, for the District, shall have the right to request unpaid leave of absence for up to 12 work weeks within a rolling 12-month period for the purpose of caring for a new baby, a newly adopted child, or a newly placed foster child or for a child, spouse, or parent with a serious health condition. Using a rolling 12-month period 18 means that the District looks back 12 months from the date the employee begins or requests to begin the FMLA leave of absence. Extended sick leave taken for the purpose of the employee’s own serious health condition, other than for pregnancy disability, shall be designated as family care and medical leave. Sick leave taken for purposes of pregnancy, childbirth or recovery from childbirth is a separate entitlement and shall not be counted as family leave. Family care leave provided pursuant to this article constitutes the leave rights enumerated in the federal Family and Medical Leave Act of 1993 (“FMLA”) and California Family Rights Act of 1991 (“CFRA”).

10.9.1 Ten-month employees who are otherwise eligible for family leave but who are employed by the District for six hours a day or less shall be entitled to family care leave but without the Employer-paid health benefit contribution. Such employees do not meet the statutory requirement of working 1,250 hours per year.

10.9.2 There is no carry-over of unused leave similar to the accumulation of paid sick leave; however, the employee shall retain the right to use family care leave of up to 12 weeks at any time the employee has not used all of the 12 weeks within the preceding 12 months. For example, if in the preceding 12 months the employee has used no family care leave, the employee may use up to 12 weeks; but if in the preceding 12 months the employee has used four weeks of FMLA family care unpaid leave, the employee shall have the right to use up to eight more weeks.

10.9.3 "Parent" means a biological, foster or adoptive parent, a stepparent, a legal guardian, or other person who stood in loco parentis to the employee when the employee was a child. "Child" means a biological, adopted or foster child, a step-child, a legal ward, or a child of a person standing in loco parentis who is either under 18 years of age or an adult dependent child who is incapable of self-care because of a mental or physical disability.

10.9.4 If both parents of a child who are entitled to family care leave under this contract are employees of the District, the District shall not be required to grant leave in connection with the birth, adoption, or foster care of a child that would allow the parents family care leave totaling more than the amount specified in section 10.9.7.

10.9.5 The employee shall provide reasonable advance notice to the District of the need for family care leave, the date the leave will commence, and the estimated duration of the leave. If the need for a leave becomes known more than thirty (30) days prior to the date a leave is to begin, the employee must provide at least thirty (30) days written advance notice.

10.9.6 If verification is required by the District to verify the serious illness of the child, spouse, parent, or employee, the District may accept medical verification by the treating health professional.

10.9.7 Family care leave is an unpaid leave of absence. A bargaining unit member is allowed to use sick leave, vacation, extended illness leave, pregnancy leave, and compensatory leave, for the purposes of remaining in paid status during the twelve (12) week family care leave period. Health insurance 19 coverage shall be maintained and paid for by the District for the duration of the leave not to exceed 12 workweeks in a 12-month period. The District may recover the premium paid for the employee during the leave if the employee fails to return from leave after the period of leave has expired for a reason other than the continuation, recurrence, or onset of a serious health condition that entitles the employee to leave or other circumstances beyond the control of the employee.

10.9.8 Family care leave shall run concurrently with other leaves provided by this Agreement, except unpaid leave pursuant to the California Family Rights Act will not run concurrently with paid or unpaid leave for pregnancy disability.

10.10 Catastrophic Leave

10.10.1 In the event of a catastrophic illness or injury, the District shall provide for the transfer of available sick leave from one bargaining unit member to another under the provisions of this Section.

10.10.2 Catastrophic illness or injury means any illness or injury that is expected to incapacitate the employee for an extended period of time, or that incapacitates a member of the employee’s family which incapacity requires the employee to take time off from work for an extended period of time to care for that family member.

10.10.3 A bargaining unit member may contact the Association to request donations of sick leave from other bargaining unit members when he/she has exhausted all of his/her sick leave, including personal necessity leave.

10.10.4 The Association, on behalf of the bargaining unit member, will request donations of sick days from unit members.

10.10.5 All sick leave donated must be for a minimum of one (1) day. The donated day is calculated hour for hour to the recipient. A bargaining unit member must maintain at least their annual allotment of sick leave in order to contribute sick leave as catastrophic leave.

10.10.6 The District will provide a form to each donor listed. The form will be signed by each bargaining unit member prior to any sick leave being deducted from that employee. The form shall state the bargaining unit member’s understanding that once sick leave has been transferred, those days are irrevocable. All unused donations shall be set aside for future utilization for catastrophic leave.

10.10.7 Following notice by the District, the Association will request on behalf of an administrator sick leave days from bargaining unit members. Bargaining unit members may voluntarily contribute sick leave to administrators in an amount equivalent to Step 2, Custodian Range. This daily amount shall be equivalent to an eight-hour day. This amount shall change with any change to Step 2, Custodian Range on the classified salary schedule. All contributions must be for a minimum of one (1) day. Any unused donations 20 for administrators shall be set aside for future utilization by administrators for Catastrophic Leave.

10.10.8 Administrators may contribute to classified bargaining unit members on a day-for-day basis.

10.11 Absence Reporting

Unit members absent from work for any reason, for any portion of a day, shall submit a report of the absence on the district classified employee absence reporting form within 5 working days upon return to work.

10.12 Notification of Absence

For reasons other than unexpected family or employee illness, unit members shall notify their direct supervisors of upcoming absences or leaves as soon practical, or at least 48 hours prior to the absence or leave.

ARTICLE XI - CLASSIFIED - PAID HOLIDAYS

11.1 All probationary or permanent employees who are a part of the bargaining unit shall be entitled to the following paid holidays

Ten Month Employees

Labor Day Veteran’s Day Thanksgiving Day Friday following Thanksgiving Day Christmas Eve Day* Christmas Day New Year’s Day Dr. Martin Luther King Day Lincoln Day Washington Day Friday preceding Easter Memorial Day *Given in lieu of Admission Day

Eleven Month Employees

All holidays listed for Ten Month Employees plus New Year’s Eve Day

Twelve Month Employees

All holidays listed for Ten Month and Eleven Month Employees plus Independence Day

21 11.2 Every day that is appointed by the President or the Governor of this state, as provided by law for public fast, Thanksgiving, or a holiday; or when this Governing Board declares a holiday in its schools for classified employees.

11.3 School recess during the Christmas and Easter periods shall not be considered holidays for classified employees who are normally required to work during that period.

11.4 When a holiday listed falls on a Sunday, the following Monday shall be deemed to be the holiday in lieu of the day observed. When a holiday herein listed falls on a Saturday, the preceding Friday shall be deemed to be the holiday in lieu of the day observed.

ARTICLE XII - VACATION

12.1 Vacation shall be earned based on full time continuous service (full time continuous service, eight hours/day, and twelve months/year). Employees working less than full time shall have vacations prorated on hours worked compared to full time service (i.e., 4 hours worked - 1 day).

12.1.1 All employees earn vacation according to section 12.2. However, only 12 month employees are allowed to schedule vacation days. For non-12 month employees, vacation days are calculated and paid as part of their salary.

12.2 The following schedule shall apply to all employees:

10 Month 12 Month 1-5 years = 10 days 1-5 years = 10 days 6 years = 11 days 6 years = 11 days 7 years = 12 days 7 years = 12 days 8 years = 13 days 8 years = 13 days 9 years = 14 days 9 years = 14 days 10 years = 15 days 10 years = 15 days 11 years = 16 days 11 years = 16 days 12 years = 17 days 12 years = 17 days 13-16 years = 18 days 13-16 years = 18 days 17-19 years = 19 days 17-19 years = 19 days 20+ years = 20 days 20+ years = 20 days

12.3 Time of Vacation

The vacation schedule will be determined by the administrative officer.

Vacation shall be scheduled at times requested by employees so far as possible within the District’s work requirements. If there is any conflict between employees who are working on the same or similar operations as to when vacation shall be taken, the employee with the greatest seniority shall be given his/her preference. In order for District to honor the employees’ requests, employees shall respond within sixty (60) days of notification by District to schedule vacations.

22 Beginning with the 2017-18 School Year:

By April 1st, the District shall provide all 12 month employees with a vacation schedule calendar to schedule their vacation days for the following school year.

By April 15th, employees shall return their vacation schedule calendar to their immediate supervisor with requested vacation days.

Vacation shall be schedule at times requested by employees so far as possible within the District’s work requirement. If there is any conflict between employees who are working on the same or similar operation as to when vacation shall be taken, the employee with the greatest seniority shall be given his/her preference.

By April 30th, the supervisor shall return the vacation schedule calendar to the employees with either their requested vacation days granted or denied. An explanation shall accompany a denial, along with a master calendar of available vacation days.

Changes in vacation days shall be submitted to their immediate supervisor as soon as practical. Subsequent scheduling/rescheduling of vacation days shall be requested at least two weeks prior to the requested new vacation days.

12.4 Accumulation

Vacation time shall be earned and accumulated on a monthly basis in accordance with the schedule listed and taken in the school year earned.

12.5 Vacation Carry-Over

An employee may carryover a maximum of 40 hours vacation for use not later than the end of the following work year.

12.6 Vacation Pay Upon Termination

When an employee is terminated for any reason, he/she shall be entitled to all vacation pay earned and accumulated up to and including the effective date of termination.

12.7 Vacation Postponement

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

12.8 An employee shall be permitted to interrupt or terminate vacation leave in order to begin another type of paid leave, provided the employee supplies notice and supporting

23 information, and in the event of an illness, a written statement from a licensed physician, regarding the basis for such interruption or termination to the District.

12.9 Holidays During Vacation

When a holiday falls during the scheduled vacation of any employee, such employee shall be granted an additional day’s vacation for each holiday falling within that period.

ARTICLE XIII - SAFETY

13.1 No Discrimination

No employee shall be discriminated against as a result of reporting any safety hazard at the work site.

13.2 Safety Equipment

If safety equipment and/or clothing is necessary for an employee to perform his/her work in a safe manner, as determined by the District, such will be provided without cost to the employee.

ARTICLE XIV - PHYSICAL EXAMINATIONS

14.1 The District, at is discretion, may require employees to take a physical and/or mental exam.

14.2 The District agrees to provide the full cost of such physical examinations as required by the District. The District will select the physician.

14.3 The District agrees to provide the full cost of any medical examination required as a condition of continued employment, including TB tests.

ARTICLE XV - UNIFORMS/TOOLS/EQUIPMENT

15.1 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 classified employees.

15.2 Tools, Equipment and Supplies

The District agrees to provide all tools, equipment, and supplies reasonably necessary to employees for performance of employment duties.

24 15.3 Safety Equipment

The District agrees, when necessary, to supply safety equipment or gear to insure the safety of employees and others.

15.4 Personal Property

Any unit member who suffers damage to any personal property while performing assigned duties shall be reimbursed for the replacement cost of said personal property.

Personal property, under this Article, shall be defined as any article of clothing or property that the unit member is wearing (i.e., glasses; hearing aid; dentures; jewelry, etc.).

ARTICLE XVI - DISCIPLINARY ACTION

16.1 Disciplinary Action

Discipline shall be imposed on permanent employees only for just cause.

Disciplinary action includes, but is not limited to, dismissal, demotion, suspension, loss of pay, reduction in hours or class.

16.2 Just Cause

Just cause is defined as any reason or combination of reasons as follows:

16.2.1 Critical Situation Reasons:

16.2.1.1 Dishonesty

16.2.1.2 Gross insubordination or gross negligence.

16.2.1.3 Use or possession or being under the influence of alcohol or illegal drugs, as defined by law, while on duty or any mandatory suspension reason specified in the Education Code.

16.2.1.4 Conviction of a felony or other crime involving moral turpitude or any offense described in Education Code Sections 44010 or 44011 as provided by Section 45123. These offenses include “sex offenses” and “controlled substance offenses”.

16.2.1.5 Any other reason determined by the employer that is judged to cause a potential clear and present danger to the safety and health of students and/or employees.

16.2.1.6 Violation of local, state, or federal laws which result in cancellation of licenses required for assigned duty.

25 16.2.2 Non-critical Situation Reasons:

16.2.2.1 Incompetence.

16.2.2.2 Unsatisfactory rating or documentation of derogatory information concerning any factor or combination of factors on the Employee’s Evaluation Report.

16.2.2.3 Insubordination or negligence.

16.2.2.4 Unexcused absence, tardiness, abuse of sick leave, or absence without notification.

16.2.2.5 Physical or mental inability to perform the duties of the position as determined by a qualified physician.

16.2.2.6 Any other violation of this Agreement.

16.3 Non-critical Situations

In non-critical situations, an employee whose work or conduct is of such nature as to possibly incur discipline, he/she shall first be counseled by the supervisor. The supervisor shall give no less than twenty (20) days to permit the employee to correct the deficiency without incurring disciplinary action. At least one written warning shall be given before disciplinary action is imposed.

16.4 Procedure for Disciplinary Action

16.4.1 The employee shall be notified by written notice when disciplinary action is planned. Such notice shall describe the specific cause or causes for the planned disciplinary action and shall include dates, approximate times, and the general location where the chargeable cause or causes occurred. The proposed disciplinary action shall be stated. The written notice shall be personally served on the employee or mailed to the employee via certified mail.

16.4.2 The written notice shall include a statement of the employee’s right to a hearing, the time within which such a hearing may be requested, which shall not be less than five (5) days, and a form, the signing and filing of which shall constitute a demand for hearing and denial of charges.

16.4.3 If the employee does not respond within the stated time limit for requesting a hearing, the stated intended action shall be imposed.

16.4.4 Upon receipt of a Denial and Request for a Hearing, the Superintendent shall arrange for a hearing before the Board or its designated representative. The hearing date will allow the employee a minimum of five (5) days for preparation, but shall not be more than thirty (30) days from the date of the receipt of the request. The Board shall render judgment to affirm, dismiss the charge or charges, or modify the disciplinary action proposed.

16.4.5 The employee must appear in person and may be represented by counsel or a representative.

26

16.4.6 The hearing shall be closed to the public unless the employee requests in writing at least five (5) days before the hearing that it be open to the public. The Superintendent reserves the right to have any hearing before the Board presided over by an impartial person trained to conduct administrative hearings.

16.4.7 The decision of the Board shall be final.

16.4.8 Any disciplinary action shall be subject to the grievance procedure on procedural grounds only.

16.4.9 Time limits stated may be extended upon mutual agreement of the District and CSEA.

16.5 Limitations

No disciplinary action shall be taken for any cause which arose prior to the employee’s becoming permanent, nor for any cause which arose more than two (2) years preceding the date of filing of the Notice of Intended Disciplinary Action unless such cause was concealed or not disclosed by such employee when it could be reasonably assumed that the employee should have disclosed the facts to the District.

16.6 Suspension Without Pay

If the employee’s presence would, in the judgment of the responsible administrator, constitute a potential clear and present danger to employees, students, or the public being served, the employee may immediately be suspended without pay pending the initiation of disciplinary action or completion of a hearing requested by the charged employee, providing a pre-suspension conference is first held between the employee and the Superintendent or his/her designee for the purpose of evaluating any information the employee wishes to have considered.

ARTICLE XVII - GRIEVANCE PROCEDURE

17.1 Definitions

The following definitions control the meaning of the terms used in this procedure:

17.1.1 A “grievance” is a complaint by one or more members, or by CSEA, that the member(s) has (have) been adversely affected by a violation or misapplication of a specific provision of this Agreement.

17.1.2 CSEA may file a grievance alleging that a right of CSEA has been violated.

17.1.3 “Grievant” is the member(s) or CSEA, as limited above, making the claims.

27 17.1.4 “Immediate Supervisor” means the person at the lowest supervisory level outside the bargaining unit who is responsible for directing or evaluating the member(s).

17.1.5 “Party” means the Grievant, Grievant’s representative, CSEA as limited above, or the District.

17.1.6 “Workday” for purposes of establishing time limits for grievance processing under this Article, means a day when the administrative offices of the District are open for business.

17.2 Time Limits

Each party involved in a grievance shall act quickly so that the grievance may be solved promptly. Every effort should be made to complete action within the time limits contained in the grievance procedure, but with the written consent of all parties, the time limitation for any step may be extended.

17.3 Representation

17.3.1 The grievant may be represented by a representative of CSEA at any step of the grievance procedure.

17.3.2 If the grievant at the initial presentation of a grievance is represented by CSEA and subsequently elects to waive his/her rights to CSEA representation the grievant shall give twenty-four (24) hours written notice of such change to the person designated to hear the grievance at that step, and to CSEA.

17.3.3 A member covered by this Agreement may present a grievance directly and have such grievance adjusted without intervention of CSEA as long as the adjustment is not inconsistent with the terms of this Agreement. Where a grievance is resolved at any step under this Article and CSEA is not a representative of the grievant, such notification of resolution shall be presented to CSEA prior to any implementation of the resolution. If CSEA does not notify the District of its disagreement with the resolution within ten (10) workdays, it shall be implemented.

17.4 Grievance Records

All records concerning the member’s grievance shall be kept in a file separate from the member’s personnel file which shall be available for inspection only by the member, the member’s designated representative and management.

17.5 Group Grievances

If the grievance involves members with different immediate supervisors, the grievance should be filed at Step II, but may be filed at Step III. Copies of the grievance initially filed at Step II shall be given to the immediate supervisors involved in the grievance. If the grievance involves alleged District-wide violation of this Agreement, the grievance may be submitted by CSEA at Step III.

28 17.6 Abandonment of Grievance

The grievant or his/her representative’s failure to pursue the grievance within the time limits set forth in this grievance procedure unless specifically waived in writing shall be deemed a conclusive abandonment of the grievance.

17.7 Procedure

17.7.1 Step I - Informal

Any member who believes there is a grievance shall present the grievance orally to the grievant’s immediate supervisor within twenty (20) workdays after the grievant(s) knows (know), or should have known, of the circumstances which form the basis for the grievance. The supervisor shall render an oral decision within ten (10) workdays from the presentation of the grievance.

17.7.2 Step II - Formal

17.7.2.1 If the decision rendered at Step I is not satisfactory to the grievant(s), a formal grievance may be initiated by the grievant(s) or his/her representative.

17.7.2.2 A formal grievance must be submitted in writing to the immediate supervisor within ten (10) workdays following the decision rendered in Step I.

17.7.2.3 A grievance initially filed by CSEA and entered at Step II must be submitted in writing within twenty (20) workdays after the grievant(s) know(s), or should have known, of the circumstances which form the basis of the grievance.

17.7.2.4 A formal grievance shall be submitted on a form prescribed by the District and approved by CSEA.

17.7.2.5 Upon request by either party, a conference shall be conducted for the purpose of reviewing the grievance.

17.7.2.6 Within ten (10) workdays after submission of the formal grievance, the immediate supervisor shall give the grievant(s) a written response to the grievance. The supervisor’s response will include a statement of the supervisor’s position. A copy of the written response to the grievance shall be sent to CSEA.

17.7.3 Step III - Superintendent

17.7.3.1 If the grievant is not satisfied with the decision rendered at Step II, or if the supervisor fails to respond within the time limits provided pursuant to Step II, the grievant or his/her representative may submit the grievance in writing to the Superintendent.

29 17.7.3.2 The written grievance shall be submitted on a form prescribed by the District and approved by CSEA.

17.7.3.3 The grievance must be submitted within ten (10) workdays following the decision at Step II, or ten (10) workdays following the supervisor’s failure to respond within the prescribed time limits.

17.7.3.4 Upon request by either party, a conference shall be conducted for the purpose of reviewing the grievance.

17.7.3.5 The Superintendent shall respond within twenty (20) workdays following the submission of the grievance at Step III, and that response shall include the Superintendent’s view of the facts and his/her conclusion respecting the contention of the grievant on appeal. A copy of the written response to the grievance shall be sent to CSEA.

17.7.4 Step IV - Advisory Mediation

If the grievance is not settled in Step III, the aggrieved employee or CSEA may submit the matter for advisory mediation. The written submittal must be provided to the Superintendent within fifteen (15) days after the response at Step III or within fifteen (15) days following the submission of the grievance to the Superintendent if no response is given. The parties will notify the State Mediation and Conciliation Service and request a mediator. The mediator shall not issue a written opinion on the grievance but shall otherwise work with the parties to resolve the dispute. Unless otherwise agreed, there shall be no cost to the District, to CSEA, or to the aggrieved party for this advisory mediation procedure.

17.7.5 Step V - Binding Arbitration

If the grievance is not settled in Step IV, CSEA may submit within fifteen (15) days a notice in writing to the Superintendent that the employee or CSEA is proceeding on to arbitration. The parties shall attempt to select a mutually acceptable arbitrator. If no agreement can be reached within ten (10) days, they shall request the State Mediation and Conciliation Service to supply a panel of five names of persons experienced in hearing grievances in public schools. Each party shall alternately strike a name until only one name remains. The remaining panel member shall be the arbitrator. The order of the striking shall be determined by lot. The fees and expenses of the arbitrator of any hearing room shall be borne equally by the District and CSEA. All other expenses shall be borne by the party incurring them. CSEA reserves the right to decide whether to financially support the grievant in arbitration. The decision of the arbitrator shall be final and binding.

ARTICLE XVIII - WAGES, PAY AND ALLOWANCES

30 18.1 Wages

18.1.1 Effective July 1, 2016, the non-Child Development salary schedule shall be increase by 2.5%.

18.1.2 Effective July 1, 2016, the Child Development salary schedule shall be increase by 1.8%.

18.1.3 Effective July 1, 2017, the non-Child Development salary schedule shall be increased by 2.5%.

18.1.4 Effective July 1, 2017, the Child Development salary schedule shall be increased by 0%.

18.1.5 Article XVIII is closed for the 2016-17 and 2017-18 school years.

18.2 Anniversary Date

Anniversary dates shall be July 1 of each year as follows:

18.2.1 All new employees hired between July 1 and December 31 shall be advanced to the next higher step of the salary range in their classification on July 1 and each year thereafter. New employees who have not completed six (6) months of service prior to July 1 shall be advanced to the next higher step of the salary range in their classification on July 1 following the completion of six (6) months service.

18.3 Longevity

Longevity payments effective July 1, 1997, for continuing employees will be paid as follows:

• 1.50% for years 10 to 14 with the District; • 2.00% between year 15 and 19 with the District; • 3.00% a year from year 20 with the District.

These amounts are not compounded so the total longevity increase for year 20 forward is 3%.

The three longevity payments as described above will be spread over either a 10 or 12 month period, depending upon the previous method of payment of each eligible continuing employee.

18.3.1 Longevity payments effective July 01, 2017, for continuing employees will be paid as follows:

• 1.00% of Step VI for 7 – 9 years with the District • 2.00% of Step VI for 10 – 14 years with the District • 3.00% of Step VI for 15 – 19 years with the District • 4.00% of Step VI for 20+ years with the District

31 These amounts are not compounded so the total longevity increase for year 20 forward is 4.00%.

The four longevity payments as described above will be spread over either a 10 or 12 month period, depending upon the previous method of payment of each eligible continuing employee.

18.4 Section XVIII (18) Wages / Longevity is closed until FY 2018-19.

ARTICLE XIX - HEALTH AND WELFARE BENEFITS

19.1 The District shall pay for health and welfare benefits (medical and dental) up to the cost of such benefits for employees who work six (6) hours or more per day for employees and dependents effective July 13, 2010 unless and until renegotiated otherwise. Current employees working four (4) to (5.75) hours will continue to receive benefits. Employees working (0) to (5.75) hours hired after July 1, 2010 are not eligible to receive benefits. Any increase in cost will be the employee’s responsibility.

19.1.1 On October 01, 2016, the total benefit cost shall not exceed the following:

Single/Two-Party/Family $10,680

19.1.2 On October 01, 2017, the total benefit cost shall not exceed the following:

Single/Two-Party/Family $10,920

Grandfathered employees, upon proof of medical coverage elsewhere, may receive cash in lieu of such health benefits in the amount of $2,000 annually, which will be paid to the employee at the end of each school year, unless and until renegotiated otherwise.

19.1.3 Section 19.1 (District contribution to employee health benefits) is closed until FY 2018-19.

19.2 The parties will continue to explore establishing a plan as authorized in Section 125 of the Internal Revenue Service Code.

19.3 Upon ratification, employees eligible for health and welfare benefits will have the option of electing vision coverage. Such election will not result in an increase in the District contribution.

ARTICLE XX - PROFESSIONAL GROWTH INCENTIVE PLAN

20.1 This provision recognizes the need for all employees to improve in their job performance and that this is possible through continued training and education. This Article, effective July 1, 2013 provides a systematic program of professional development, defined as a Professional Growth Program that includes classes, workshops or conferences that provide either college units (“CUs”) or continuing 32 education units (“CEUs”) for unit members excluding: Teachers; Assistant Teachers; Associate Teachers and Nurse in the District’s Early Childhood Development program.

20.2 Eligibility: This provision applies only to permanent employees who have completed three (3) consecutive years of employment with Waterford Unified School District. Progress toward professional growth may be earned prior to the completion of three (3) consecutive years of employment, but compensation will not be credited until the beginning of the fiscal year following completion of the three years as stated above.

20.3 Professional growth credit may be earned through college courses, workshops, seminars, lectures, or other established courses or training that provide CUs or CEUs that are approved in advance by the Superintendent’s designee.

20.4 CUs are defined as semester/quarter units earned from an accredited college or university. CEUs are defined as attendance at workshops, seminars, lectures or other established courses of training.

20.5 Credit: CEU credit will be awarded on the basis of 1 unit for every 15 hours of approved CEU activities. The CEU activities may include progress toward trade certification, or training requested or directed by the District.

20.6 Procedure for approval: The employee must complete a Professional Growth Proposal form which identifies the CUs or CEUs for which they are seeking approval and which shall contain an explanation as how the proposed CUs or CEUs meet the criteria set forth in Article 20.7. This Professional Growth Proposal form shall be reviewed by the employee’s immediate supervisor and must be approved by the Superintendent’s designee to be eligible for Professional Growth credit.

20.7 Criteria for approval: The Professional Growth proposal must either be clearly and directly related to improvement of the employee’s job performance in their established classification or be clearly and directly related to the employee’s efforts to advance to an identified higher classification at the Waterford Unified School District.

20.8 Verification: Following completion of coursework or training, the employee must provide written documentation (official transcripts or completed WUSD form). In the case of CUs, receipt of a grade of at least a “C”, “pass”, or “complete” is necessary.

20.9 Increase in Compensation: Transcripts for compensation purposes earned through this Article must be submitted by September 10th for a lump sum payment in October.

20.10 Compensation:

(a) An ongoing Professional Growth Stipend of $250 shall be awarded upon the completion and verification of 60 semester units of CUs effective immediately.

(b) An ongoing Professional Growth stipend of $250 shall be awarded beginning July 1, 2013 upon the completion and verification of 12 CEUs as defined in Article 20.5.

The ongoing stipend will be paid in October for units earned through August 31st of the year.

33 20.11 Records: All records will be kept by the Human Resources Director. It is the employee’s responsibility to verify and monitor these records and their participation in the Professional Growth Program.

20.12 Notification: It is the employee’s responsibility to notify and provide verification to the Human Resources Director by September 1st of each year if they have achieved sufficient CUs or CEUs to qualify for an ongoing Professional Growth Stipend.

20.13 Limitations: Credit will not be granted for training taken during the employee’s regular work hours or during time in which they receive compensation from WUSD, unless directed to do so by the District.

20.13.1 Unless directed by the District all fees required for the course must be paid by the employee. This includes travel expenses, books and/or supplies, exams, tuition and registration fees.

20.14 Pre Professional Growth Credit: Employees who have completed a Masters Degree in a field related to their classification will be awarded a stipend according to the following scale:

Master’s Degree = $1000 ongoing stipend

ARTICLE XXI - RESTRICTION ON CONTRACTING OUT

21.1 During the life of this Agreement, the District may contract out work, so long as such contracting does not involve work which is customarily and routinely performed by employees in the bargaining unit, and would result in the displacement of, reduction of hours, wages, benefits, transfer or reassignment of, bargaining unit employees.

ARTICLE XXII RECLASSIFICATION

22.1 CSEA and the District shall negotiate any new classifications created by the District within the classified bargaining unit.

22.2 CSEA and the District agree to meet on a case by case basis to negotiate reclassifications when current job descriptions do not reflect the gradual increase in duties that positions can experience over time.

ARTICLE XXIII LAYOFF AND REEMPLOYMENT

23.1 Layoff: No regular employee (permanent or probationary) of the classified service shall be laid off from any position while employees serving under short-term, or substitute employment are retained in positions of the same class.

34 23.2 Layoff Notice: An employee may be subject to layoff for lack of work or lack of funds. A reduction in hours shall be considered a layoff. An employee subject to layoff shall be given sixty (60) calendar days’ notice of an impending layoff. Any notice of layoff shall contain: 1) the reason for layoff; 2) the employee’s displacement rights, if any; 3) the termination interview with the Superintendent during working hours and the right to have representation at the meeting by CSEA; 4) such notice will also be sent to the President of the CSEA chapter for each employee receiving a layoff notice.

23.3 Seniority: Any layoff shall be administered within a classification. The order of layoff shall be based on seniority within that class and higher classes in which the employee has served. The employee(s) with the least seniority shall be laid off first. CSEA and the District agree to base seniority upon original hire date within a classification retroactively for all employees. Thereafter seniority shall be based on hire date within a classification at the time of employment.

23.4 Displacement Rights: An employee laid off from his/her present classification may have the option of displacement into the next lower class in which the employee has served and has greater seniority. The employee may continue to displace into such equal or lower classes to avoid layoff provided the employee had permanence in the lower class position.

23.5 Layoff in Lieu of Displacement: An employee who elects a layoff in lieu of displacement maintains his/her reemployment rights under this Agreement for a period of thirty-nine (39) months.

23.6 Equal Seniority: If two (2) or more employees subject to layoff have equal classification seniority, the determination of who shall be laid off will be made on the basis of the greater hire date seniority; and if that be equal, the determination shall be made by lot.

23.7 Reemployment Rights: Laid off persons are eligible for preferred reemployment in the class from which laid off or for positions for which they are qualified for a thirty-nine (39) month period and shall be offered employment in reverse order of layoff. A laid off employee who has accepted demotion in lieu of layoff shall have an additional twenty-four (24) months to be reemployed in the former position, or a total of sixty-three (63) months from the date of the original layoff.

23.7.1 Notice of the opportunity for reemployment shall be made by certified mail or personal service.

23.7.2 The laid off person shall accept or reject the opportunity for reemployment no later than the close of business on the fifth day following receipt of such notice. An employee’s rejection of the offer of reemployment shall not deprive him/her of reemployment rights contained in this section. If an employee rejects reemployment, the District has the option of asking the employee if he/she wishes to be taken off the reemployment list.

23.7.3 When reemployment is accepted, the person shall have a maximum of five (5) working days to report to work. If the employee is employed with other employment at the time of acceptance of reemployment, the person shall have the maximum of ten (10) working days to report to work.

23.7.4 Time limits established in 23.7.3, may be extended for a reasonable period or the laid off person’s name may be passed over to a definite point of time upon receipt of verification of willingness or an acceptable personal hardship as determined by the Superintendent.

23.8 Retirement in Lieu of Layoff: Any employee who was subject to being, or was in fact, laid off and who was qualified for an elected service retirement from the Public Employee’s Retirement System (PERS), shall be placed on an appropriate reemployment list. The District shall notify 35 the Board of Administration of PERS of the fact that retirement was due to layoff. If he/she is subsequently subject to reemployment and accepts, in writing, the appropriate vacant position, the District shall maintain the vacancy, but may fill it on a temporary basis until the Board of Administration of PERS has properly processed his/her request for reinstatement from retirement.

23.9 Right to Apply for Vacancies: In order for laid off employees to be considered for a vacant position, a laid off employee must place an application on file for any position for which he/she feels qualified. Vacant positions will be filled by qualified laid off employees in reverse order of seniority in preference to new hires. Laid off employees shall be notified of vacancies during the layoff period. If rehired during a thirty-nine (39) month period, all rights and benefits shall be restored.

23.10 Seniority Roster: In the event a layoff is necessary, the District shall prepare an updated hire date seniority list. Such roster shall be available to CSEA upon request.

23.11 Sick Leave Benefits: If the employee is laid off, all unused sick leave accumulated prior to the effective date of layoff shall be credited back to the employee’s records upon his/her reemployment with the District.

23.12 Vacation: An employee who is laid off and is subsequently reemployed shall be credited with no break in service for purposes of placement on the vacation schedule.

23.13 Longevity and Step Increases: When an employee is laid off or elects retirement in lieu of layoff and is reemployed by the District within thirty-nine (39) months, all time during which he/she was in a laid off status shall count as seniority towards longevity and step increments and no break in service shall be considered.

23.14 Health and Welfare Benefits: The District will offer Cobra benefits (extended health insurance) to employees in lay off, according to State and Federal law.

23.15 The District shall not use any volunteers to perform work that was previously performed by a unit member who has been laid off due to lack of work or lack of funds.

ARTICLE XXIV - TRANSPORTATION 24. 1 Routes 24.1.1 Prior to the beginning of the school year, the district shall establish tentative home to school and school to home routes, which singularly or in combination shall be designated a “route” by the district. These routes shall be assigned by the district to drivers as closely as possible to the similar assignment from the preceding year. 24.1.2 A total of thirty (30) minutes will be allotted to each driver’s daily schedule for pre- and post-bus checkout, fueling and the daily upkeep (sweeping, garbage, etc.) of the bus. 24.1.3 Route drivers shall use allotted non-driving time to complete their pre- and post-bus checkout, fueling, daily upkeep, bus washing, interior cleaning and other job duties.

24.2 Trip Rotation List

24.2.1 All rotation lists will start by seniority.

36 24.2.2 A trip rotation list for the year shall be established at the beginning of each school year and shall commence starting with the first trip assigned on or after the first day of school and end with the last school day of the year.

24.2.3 Trips scheduled during a weekend shall fall under a separate rotation than weekday trips. 24.3 Trips

24.3.1 Trips are defined as any trip other than home-to-school and school-to-home. 24.3.2 Trips for the week (Monday –Sunday) will be posted by Thursday of the preceding week. The list shall include the date of the trip, the name of the school/sport, trip destination, the departure time as reflected by the trip request, and the driver assigned. 24.3.3 Trips will be assigned on a rotating basis. Once a trip is assigned, the driver has one workday after the day of posting to refuse the trip. 24.3.4 If a trip has been assigned and the trip is subsequently cancelled, the assigned driver will be placed in rotation and will not displace any assigned drivers. If the trip is cancelled with less than 24 hour notice, for reasons other than weather, equipment, changes to athletic schedules not within the District’s control or driver availability, and another trip is not available, the driver will be compensated for two (2) hours at their regular rate of pay. In such case the trip shall count as the drivers turn in the rotation on the trip list. 24.3.5 In cases where a trip conflicts with the driver’s daily route assignment, the driver may drive the portion of their regular route which does not conflict with the trip in which case a substitute will be used to cover the rest of their route. 24.3.6 In the event an unscheduled trip comes in after trips have been posted, said trip shall be offered to the driver next on the rotation list following the procedures outlined herein. 24.3.7 If a driver calls in an unscheduled absence the day of a trip they were assigned, the trip will be pulled and issued to another driver in rotation as an unscheduled trip. Drivers unable to work on Friday will be ineligible for weekend trips. 24.3.8 If a driver is not available for their assigned trip, he/she may be replaced by the most readily available senior bus driver from the trip roster. If a bargaining unit driver is not available, an outside substitute may be used. 24.3.9 Late Night Trips – To be eligible for evening/night trips a bus driver must perform his/her regular route that day that does not conflict with the trip. However, in order to be eligible to drive a trip that when combined with the driver’s regularly scheduled route(s), exceed the duty time hour limitations as provided in state law, the driver shall forfeit as many regularly scheduled routes as needed to be in compliance with state law. If a driver comes in from a late night trip that does not allow the state mandated off- duty time prior to their AM route, they will forfeit their AM route. However, with pre- approval they may be allowed to come in early for their PM route as to allow them to work their contracted daily hours. During this time, they will perform any duties assigned within the scope of their job description. 24.3.10 Trips shall be compensated at the driver’s regular scheduled rate of pay. The driver will be paid their regular rate of pay while on standby unless the trip is a ‘drop and return’ in which case they will be compensated for their drive time or a minimum of two (2)

37 hours, whichever is greater. Overtime compensation will be made for any time over eight (8) hours a day. This will not apply to trips or shuttles within the district . 24.3.11 There shall be no trading of trips without the prior approval of the transportation supervisor, with both drivers present. 24.3.12 Reasonable effort will be made to keep trip hours balanced among trip drivers. Balancing Trip hours will be based upon face value of the trip as reflected by the trip request when submitted. A weekly trip log will be available in the trip binder on Thursday when trips are posted. Copies of the log will be placed in the completed trip binder. The trip binder will be kept in an accessible location. 24.3.13 Trips turned down by a driver will count towards that driver’s trip hours when it comes to the balancing of trip hours. 24.4 Trips During Non-Scheduled Work Days (School Breaks)

24.4.1 Drivers shall be given the opportunity to take trips that fall during non-regular school days (i.e., summer, winter, spring break, holidays, etc.). To be eligible, the driver must sign up for said trips in advance. A list of trips will be posted with an end date to sign up. Of the drivers signed up, a rotation list will be set starting by seniority. Drivers are paid their regular rate unless driving on an actual holiday defined in Article XI. 24.5 Extra-Time (Shop-Time)

24.5.1 Extra-time for this section, are any hours the department has, that are not designated as trips or daily route hours. Examples: Pick up-drop off parts, bus/van washing, shuttling buses, site cleaning, seat repairs, and other duties as defined in the job description. 24.5.2 A list of extra-time/duties will be posted with an end date to sign up. Drivers wishing to work extra-time, may sign up for said extra-time. Of the drivers signed up for extra- time, it shall be offered to the driver with the most seniority first and then the next driver. The first driver being offered time, should be given a choice of assignments being offered. 24.5.3 Drivers are not eligible for extra-time on days in which they take trips. 24.6 Substitute Bus Drivers

24.6.1 When a substitute bus driver is needed for a route or trip, an available bargaining unit bus driver shall be utilized before any other substitute or other employees with a bus driver’s license. 24.7 District Vans

24.7.1 District vans are used for transporting small groups of students on trips or sporting events when the use of a bus is not necessary. 24.7.2 If the Transportation Department needs to provide a driver for a van, it will be treated as a trip and subject to trip rotation. 24.8 Trainings and Workshops

24.8.1 The district agrees to pay drivers their normal rate of pay for T01 training time required to keep driver certificates current. Drivers shall be paid straight time for T01 time earned during any training event even if held on a weekend day.

38 24.8.2 The district will pay for any training fees mandated by the district or state law. 24.8.3 The district will pay for preapproved T01 training mileage. 24.8.4 If available, a driver will have the option to use a district van to attend any training.

ARTICLE XXV - NEGOTIATIONS

25.1 CSEA shall have the right to designate five (5) employees who shall be given reasonable release time to participate in actual negotiations at the bargaining table.

25.2 Any tentative agreement between the parties reached through the negotiations process shall not be effective unless reduced to writing and officially ratified and signed by both parties.

ARTICLE XXVI - DURATION

26.1 This Agreement shall continue in effect through June 30, 2019.

ARTICLE XXVII - RE-OPENING THE AGREEMENT

27.1 This Agreement may be reopened at the request of either party per the following:

27.1.1 Article XVIII - Wages, Pay and Allowances and Article XIX - Health and Welfare Benefits are closed for the 2016-17 and 2017-18 school years.

27.1.2 Agreement reopens in the 2016-17 school year on two articles (except wages and health benefits), and any other article upon the mutual Agreement of the parties.

27.1.3 Agreement reopens in the 2017-18 school year on two articles, (except wages and health benefits), and any other article upon the mutual Agreement of the parties.

ARTICLE XXVIII - SEVERABILITY

28.1 If, during the life of this Agreement there exists any applicable rule, regulation, or order issued by governmental authority which shall render invalid, or change (add or delete) any provisions of this Agreement, such provision shall be immediately suspended and of no effect hereunder so long as such law, rule, regulations or order shall remain in effect.

Such invalidation of part or portion of this Agreement shall not invalidate any remaining portions, which shall continue in full force and effect. Such suspended provisions shall be renegotiated for the remaining term of the Agreement.

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ARTICLE XXIX- CONCERTED ACTIVITIES

29.1 It is agreed and understood that there will be no strike, work stoppage, slowdown, picketing or refusal or failure to fully and faithfully perform job functions and responsibilities, or other interference with the operations of the District by CSEA responsibilities, 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.

29.2 CSEA recognizes the duty and obligation of its representatives to comply with the provisions of this Agreement and to make every effort toward inducing all employees to do so. In the event of a strike, work stoppage, slowdown, or other interference with the operations of the District by employees who are represented by CSEA, the CSEA agrees in good faith to take all necessary steps to cause those employees to cease such action.

29.3 It is agreed and understood that any employee violating this Article may be subject to discipline up to and including termination by the District.

ARTICLE XXX - ENTIRE AGREEMENT

30.1 This Agreement constitutes the entire Agreement between the parties and includes meeting and negotiating on any and all items whether included in the Agreement or not. All rights of management not expressly limited by the terms of this Agreement are expressly reserved to the District.

SIGNATURES

FOR THE DISTRICT: FOR THE ASSOCIATION:

Board President CSEA Local #657 President

Superintendent

40 APPENDIX A WATERFORD SCHOOL DISTRICT CLASSIFICATIONS Network Network Engineer III Network Engineer II Network Engineer I

Nursing Licensed Vocational Nurse (LVN)

Business Business Technician II Business Technician I

Transportation Skilled Mechanic Mechanic/Maintenance/Sub Bus Driver Bus Driver Mechanic

Custodial / Maintenance & Grounds Skilled Maintenance Lead Custodian: Maintenance & Grounds Lead Custodian: Site Custodian: Maintenance & Grounds Custodian: Site

Instructional Instructional Technology Services Specialist II Instructional Technology Services Specialist I Independent Facilitator Instructional Aide / Site Coordinator 21st Century HS Instructional Aide

Security Campus Liaison Official

Secretarial Secretary Instructional Media & Support Services Information & Data Specialist

Clerk Attendance Clerk Cafeteria Clerk Library Media Clerk Transportation Clerk Clerk Typist

Cafeteria Lead Cafeteria Worker Cafeteria Helper

Head Start/Pre-School Child Development Nurse Head Start Teacher w/ BA (Home Educator) Practice Based Coach w/BA Practice Based Coach w/ AA Head Start Teacher w/ AA (Home Educator) Business Tech I Secretary Teacher: 24 units Child Dev.+ 16 units GE Bus Driver Family Advocate Custodian Associate Teacher: 12 + units Child Dev. Cafeteria Helper

41 APPENDIX B-1

42 APPENDIX B-2

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