LAKEWOOD SCHOOL DISTRICT NO. 306 and LAKEWOOD EDUCATION ASSOCIATION

CERTIFIED

EMPLOYEES'

AGREEMENT

2020-2021

RATIFIED BY: Lakewood Education Association August 2020 APPROVED BY: Lakewood School District No. 306 August 2020 LAKEWOOD EDUCATION ASSOCIATION & LAKEWOOD SCHOOL DISTRICT NO. 306 COLLECTIVE BARGAINING AGREEMENT TABLE OF CONTENTS

ITEM PAGES

PREAMBLE 1 – 2

ARTICLE I - RECOGNITION AND DEFINITIONS 3 Section 1.1 Recognition 3 Section 1.2 Definitions 3

ARTICLE II -A DMINISTRATION OF CONTRACT 4 Section 2.1 Relationship to Individual Contracts 4 Section 2.2 Relationship to District Policies, Rules, Etc. 4 Section 2.3 Conformity to Law 4 Section 2.4 Distribution of Agreement 4

ARTICLE III -M ANAGEMENT RIGHTS 4-5 Section 3.1 Board Responsibility 4 Section 3.2 Specific Examples of Management Rights 4 Section 3.3 Management Rights 5

ARTICLE IV -A SSOCIATION RIGHTS 5 - 6 Section 4.1 Use of Building Facilities 5 Section 4.2 Authorization for Payroll Deductions 5 Section 4.2.1 Calculation of Monthly Dues 6 Section 4.2.2 Association Reimbursement 6 Section 4.3 Payroll Deductions 6 Section 4.4 Availability of Information 6 Section 4.5 Hold Harmless 6

ARTICLE V - EMPLOYEE RIGHTS AND RESPONSIBILITIES 6 - 14 Section 5.1 Nondiscrimination 6 Section 5.2 Employee Responsibilities 6 Section 5.3 Personnel File 7 Section 5.4 Employee Consultation 8 Section 5.5 Position Openings 8 Section 5.5.1 Notification of Position Openings 8 Section 5.5.2 Notification of Assignments 9 Section 5.5.3 Change of Workspace 9 Section 5.5.4 Release from Contract 9 Section 5.6 Voluntary Transfer Requests 10 Section 5.6.1 Involuntary Transfer 10 Section 5.6.2 Incentive/Accommodation for Transfer 11 Section 5.7 Student Discipline 11 Section 5.8 Employee Protection 12 Section 5.9 Contracting Out 14 Section 5.10 Discipline 14 Section 5.10.1 Complaints 14 ITEM PAGES

ARTICLE VI -W ORKING CONDITIONS 15 - 32 Section 6.1 Work Year 15 Section 6.1.1 School Calendar 15 Section 6.1.2 Waivers 16 Section 6.1.3 Closures and Late Starts 16 Section 6.1.4 Kindergarten Calendar 16 Section 6.1.5 Collaboration, Grading and Professional Growth Time 16 Section 6.1.6 New Teachers 17 Section 6.2 Workday 18 Section 6.2.1 Related Activities 18 Section 6.2.2 Planning Time 18 Section 6.2.3 Planning Time – Workspace 19 Section 6.2.4 Travel Time 19 Section 6.2.5 Parent-Teacher Conferences 19 Section 6.2.6 Duties 20 Section 6.2.8 Staff Meetings 20 Section 6.3 Certification 20 Section 6.4 Professional Development 20 Section 6.5 Academic Freedom/Controversial Issues 20 Section 6.6 Employee Responsibilities 21 Section 6.7 Classroom Visitation 22 Section 6.8 Class Size 22 Section 6.8.1 Elementary Specialists 24 Section 6.8.2 Counselors 24 Section 6.9 Assigned Preparations 25 Section 6.9.1 Split Classes 25 Section 6.10 Special Education 25 Section 6.10.1 Special Education Student Assignments 25 Section 6.10.2 Special Education Staffing Ratios 25 Section 6.10.3 Additional Relief 26 Section 6.10.4 PEG/IEP Development & Processing Compensation 27 Section 6.10.5 Special Needs Students Support 27 Section 6.10.6 Student Support 28 Section 6.10.7 PEG/IEP Participation - Employee Rights 28 Section 6.10.8 SPED Professional Development 28 Section 6.10.9 SPED Portfolios and State Testing 28 Section 6.10.10 Teacher/Para-Professional Collaboration Time 28 Section 6.10.11 SPED Subcontracting 28 Section 6.10.12 Special Education Student Transitions 29 Section 6.10.13 Special Education Collaborative Program Development 29 Section 6.11 Job Share 30 Section 6.12 Assessment 31

ARTICLE VII -E MPLOYEES EVALUATION AND PROBATION PROCEDURES 32 - 38 Section 7.1 General Purpose 32 Section 7.2 Definitions 32 Section 7.3 Procedures 33 Section 7.3.1 Responsibility for Evaluation 33 Section 7.3.2 Observations 33 Section 7.3.3 Evaluations 33 Section 7.4 Long Form Evaluation 34 ITEM PAGES

Section 7.5 Short Form Evaluation 34 Section 7.6 Plan of Improvement 35 Section 7.7 Procedures for Probation 36 Section 7.8 Provisional Employees 36 Section 7.9 Representation Rights 37 Section 7.10 Applicability to Grievance Procedure 37 Section 7.11 Professional Growth Option (PGO) 37 Section 7.11.1 Role of Employee in the PGO 37 Section 7.11.2 Role of the Supervisor in the PGO 37 Section 7.11.3 Eligibility to Participate in a PGO 37 Section 7.11.4 Components of PGO 38 Section 7.11.5 PGO Documentation 38

ARTICLE VIII -R EDUCTION IN FORCE 39 - 42 Section 8.1 General 39 Section 8.2 Definition of Certification 40 Section 8.3 Definition of Seniority 40 Section 8.4 Leaves 40 Section 8.5 Recall Procedure 41 Section 8.6 Layoff Benefits 41 Section 8.7 Applicability of the Grievance 42

ARTICLE IX – LEAVES 42 - 45 Section 9.1 Sick Leave 42 Section 9.1.1 Sick Leave Share Program 42 Section 9.2 Maternity, Paternity and New Parent Leave 43 Section 9.2.1 Notification and Timing 43 Section 9.2.2 Extensions 43 Section 9.2.3 Accrued Benefits and Privileges 43 Section 9.3 Family Leave 43 Section 9.4 Leave of Absence 43 Section 9.4.1 Notification and Timing 43 Section 9.5 Bereavement Leave 44 Section 9.6 Unpaid Leave 44 Section 9.7 Judicial Leave 44 Section 9.8 Military Leave 44 Section 9.9 Personal Leave 44 Section 9.9.1 Personal Leave Incentive Program 45 Section 9.10 Association Leave 45 Section 9.10.1 Association Leave for Officers 45 Section 9.10.2 Additional Association Leave 45

Article X – Compensation 46 - 53 Section 10.1 Salary Schedule 46 Section 10.1.1 Leave Replacement Employees 46 Section 10.2 Time, Responsibility and Incentive TRI Supplemental Contract 46 Section 10.2.1 Longevity Stipend 49 Section 10.2.2 Legislative Funding Impact 49 Section 10.3 Extended Days 49 Section 10.4 Edu cational Credits 50 ITEM PAGES

Section 10.4.1 Deadline Dates 50 Section 10.5 Professional Development Incentive 50 Section 10.6 Experience Steps 50 Section 10.7 Summer School Employee Wage 50 Section 10.8 Substitute Employees 50 Section 10.9 Insurance Benefits 51 Section 10.9.1 Eligibility 51 Section 10.9.2 Leaves 51 Section 10.9.3 Benefit Enrollment/Start 51 Section 10.9.4 Benefit Termination/End 52 Section 10.9.5 Legislative Changes 52 Section 10.9.6 Additional Items 52 Section 10.10 Attendance Incentive 52 Section 10.11 Committee Compensation 53 Section 10.12 Co- Curricular Stipends 53 Section 10.13 Professional Development Fund 53

ARTICLE XI -G RIEVANCE PROCEDURES 54 - 56 Section 11.1 Definitions 54 Section 11.2 Timelines 54 Section 11.3 Representation 54 Section 11.4 Procedures 54 Section 11.5 Grievance Steps 55 Section 11.6 Optional Grievance Mediation 55 Section 11.7 Binding Arbitration 56 Section 11.8 Attendance Requirements 56 Section 11.9 Freedom from Reprisal 56 Section 11.10 Representation 56 Section 11.11 Confidentiality 56 Section 11.12 Title IX of the Education Amendments of 1972 56

ARTICLE XII -N O STRIKE PROVISION 57

ARTICLE XIII -T ERM OF AGREEMENT 57

APPENDIX TABLE OF CONTENTS 58 PREAMBLE

This agreement is made and entered into between the Lakewood School District No. 306, hereinafter called the “District” or “Management” and the Lakewood Education Association, hereinafter called the “Association.”

The Association and the District are committed to achieving the following mutual interests: A. Support for the District Mission and goals We commit to operating in ways which help realize the District mission for all learners.

B. Mutual Responsibility for Quality and Performance. We commit to improve existing structures to increase the mutual responsibility of those participating in the school system. We support the Washington State learning goals and standards with a focus on essential academic learning requirements. We recognize that certain conditions advance successful student learning which include:

1. Time and opportunity for students to learn; 2. Manageable student/teacher ratios; 3. Minimal disruption to curriculum delivery due to the District assessment program; 4. Time for staff planning and collaboration; 5. Sufficient resources: instructional, technology, staff and leadership; 6. Community and parent support and involvement; 7. Professional development; 8. Compensation to attract and retain quality school employees; and 9. Employees, students and parents who share mutual responsibility for student performance.

C. Solvency. The resources currently available to educate children in the public schools do not allow all expectations to be met. With sufficient resources, proven methods exist to educate children to their full potential. Despite these challenges, we jointly accept the responsibility for doing our best with the resources currently available. We intend to demonstrate student achievement as part of persuading the community that adequate resources will make an important difference and for diligently seeking adequate and secure sources of revenue to support student learning. We have a joint responsibility to utilize resources effectively, maintain a balanced budget and ensure the success of the District in helping all members of the school system reach their potential.

D. Professionalization of Teaching and Teaching Support. We commit to a District-wide professional development initiative designed to improve student achievement and to increase the community's respect for the education profession. In addition, we share an interest in engaging staff in professional development activities that are relevant to their work and designed to meet their professional learning needs.

1 E. Individual Rights and Responsibilities. The Association and the District acknowledge that we are working toward the ultimate goal of creating a system where the delineation of specific individual employee rights and responsibilities within our Agreements becomes unnecessary because they will be the understood values, norms and operating principles of the District and Association. We understand that in order to create such a system, a deep level of trust must exist. This trust will be created when all administrators and bargaining employees consistently behave in ways that reflect shared values, norms and operating principles.

F. Parent and Community Involvement. We jointly commit to continue efforts to involve parents and community members in the schools. This commitment is based on the belief that parent and community support is key to maintaining an effective public education system in a democratic society. The Association and the District welcome parents and community members in the schools to observe, assist and participate in the educational process.

2 ARTICLE I - RECOGNITION AND DEFINITIONS

Section 1.1 - Recognition The Board of Directors of the Lakewood School District No. 306 does hereby recognize the Lakewood Education Association as the exclusive bargaining unit for employees of the Lakewood School District as described below.

The bargaining unit is defined as follows: All certificated personnel employed or to be employed by the Board of Education, whether on contract or on leave, excluding the superintendent, or assistant superintendents, administrative assistant, business managers, principals, vice principals, casual/daily substitute teachers and employees working in areas not requiring certification. ESA Certified school nurse(s)/home visitor(s) are included as members of the bargaining unit.

Substitute employees (as defined in Section 1.2) are also included as members of the bargaining unit and their representation under this Agreement is limited to Article 1, Article 11, Section 5.7, Section 6.6 and Section 10.8.

Section 1.2 - Definitions Unless the context in which they are used clearly requires otherwise, when used in this Agreement: Agreement: the collective bargaining agreement (CBA).

Association: the Lakewood Education Association.

Board: the Directors of the Lakewood School District No. 306,

Certification: Shall be determined by the District based upon the Revised Code of Washington (RCW ie. State Law) and the Washington Administrative Code (WAC i.e., state regulations).

District: the Lakewood School District No. 306.

Employee: all employees represented by the Association in the bargaining unit as defined in Article 1, Section 1.1.

Days: bargaining unit workdays during the school year. During the summer break, days shall mean District business days.

Grievance: any claim of an alleged violation, misinterpretation or misapplication of the terms of this agreement.

Grievant: the Association or an employee or group of employees included in the bargaining unit represented by the Association.

Provisional Employee: An employee in his/her first three years of employment with the District, unless the employee has previously completed at least two years of certificated employment in another district within the state of Washington, in which event the employee shall be considered provisional during the employee’s first year of employment in the District

RCW: Revised Code of Washington

3 Substitute Employee: a substitute employee who has worked in the District for over 30 days (not necessarily consecutively) or twenty consecutive days in a twelve-month period ending in the current or immediately preceding work year and who is available for continued employment.

Seniority: certificated years of experience in Washington State.

WAC: Washington Administrative Code i.e., state regulations.

Unless the context in which they are used clearly requires otherwise, words used in this contract denoting gender shall include both the masculine and feminine; and words denoting number shall include both the singular and plural.

ARTICLE II - ADMINISTRATION OF CONTRACT

Section 2.1 - Relationship to Individual Contracts 2.1.1 All individual employee contracts shall be subject to and consistent with Washington State Law and the terms and conditions of this Agreement. 2.1.2 Individual contracts for employees of the District, if issued prior to the completion of negotiations, shall contain the rider (Appendix G).

Section 2.2 - Relationship to District Policies, Rules, Etc. This agreement shall supersede any rules, regulations, policies, resolutions, or practices of the District which shall be contrary to, or inconsistent with its terms.

Section 2.3 - Conformity to Law The provisions of this Agreement shall have effect only to the extent permitted by law.

Section 2.4 - Distribution of Agreement The District will furnish the Association ten (10) copies of this Agreement. The District shall post a copy of the Agreement on the District’s website. The District will be responsible for informing new teachers hired that this Agreement can be accessed online.

ARTICLE III - MANAGEMENT RIGHTS

Section 3.1 - Board Responsibility The Association recognizes that the Board has the responsibility for formulation and implementation of policies and rules governing the education programs and services of the District. No delegation of such responsibility is intended or to be implied by any provision of this Agreement and any occurring shall be void and without effect.

Section 3.2 - Specific Examples of Management Rights Without limiting the generality of the foregoing, it is expressly recognized that the Board's operational and managerial responsibility includes, subject to the terms and conditions of this Agreement:

1. The right to determine location of the schools and other facilities of the school system, including the right to establish new facilities.

2. The determination of the financial policies of the District, including the general accounting procedures inventory of supplies and equipment procedures and public relations. 4 3. The determination of the management, supervisory, or administrative organization of each school or facility in the system and the selection of employees for promotion to supervisory, management, or administrative positions.

4. The maintenance of discipline and control and use of the school system property and facilities.

5. The determination of safety, health and property protection measures where legal responsibility of the Board or other governmental unit is involved.

6. The right to enforce the rules and regulations now in effect and those that the District may from time to time adopt.

7. The direction and arrangement of all the working forces now in the system, including the right to hire, suspend, non-renew, layoff, discharge, or discipline for proper cause.

8. The creation or combination, modification, or elimination of any teaching position.

9. The determination of the layout and the equipment to be used and the right to plan, direct and control school activities. The determination of the processes, techniques, methods and means of teaching and the subjects to be taught, within the confines of current state law.

10. The right to establish and revise the school calendar in case of emergency and at the discretion of the Board; to schedule classes and assign work and to select textbooks, teaching aids and materials, consistent with State Law.

11. The right to establish and hire individuals for all programs of an extra-curricular nature.

Section 3.3 - Management Rights The rights of employees in the bargaining unit and the Association are limited to those set forth in this Agreement. Nothing contained herein shall be construed to deny or restrict the Board of its rights, responsibilities and authority under the general school laws, or any other national, state, county, district, or local laws, or regulations as they pertain to education.

ARTICLE IV - ASSOCIATION RIGHTS

Section 4.1 - Use of Building Facilities The Association and its membership have the privilege of using school building facilities (which includes rooms and equipment, but not materials) on the same basis as community groups, as established by Board policy and administrative procedures. The Association will be considered a "local, community service group".

The Association and its membership may use staff mailboxes, District mail, telephones and the District computers and e-mail system for the purpose of communicating with members and other District personnel as legal and appropriate.

Section 4.2 – Authorization for Payroll Deductions

Association Dues - The Association, which is the legally recognized exclusive bargaining representative of the employees, as described in the "Recognition" clause of this Collective Bargaining Agreement, shall have 5 the right to have deducted from the salary of members of the Association authorization per RCW 41.59.060), an amount equal to the fees and dues required for membership in the association in twelve equal amounts., provided however, that any deductions for political contributions subject to RCW 42.17A.495 shall be separately authorized in writing by the employee on forms that comply with WAC 390-17-100.

4.2.1 - Calculation of Monthly Dues The deductions authorized above shall be made in twelve (12) equal amounts from each paycheck beginning the pay period in September through the pay period in August of each year. Teachers who commence employment after September shall have their deductions made by dividing the total annual amount by the number of months the teacher is paid. Such deductions shall be remitted to the Association or its assignee at the time and in the manner other payroll deductions are remitted.

4.2.2 - Association Reimbursement The Association agrees to reimburse any teacher from whose pay dues and assessments or representation fees were deducted, those sums in excess of the total amount due to the Association at that time, provided the Association assignee actually received the excessive amount.

Section 4.3 - Payroll Deductions All employees' salaries shall be subject to those payroll deductions which are required by law.

Authorization for voluntary payroll deductions shall be limited to those for which the District's payroll system and staff are able to accommodate as determined by the District and controlling statutes.

Section 4.4 - Availability of Information Information available in public document (except work papers used for discussion purposes only with the Board or administration), shall be furnished, per current state law, to the Association when requested. The District shall provide student enrollment data. Information needed to process grievances shall be supplied unless to do so would violate individual rights or privacy or unless such information may be legally determined to be confidential under FERPA.

Information must be supplied to the Association only if it requires reproducing existing records and reports and the District shall not be required to compile special reports for the Association.

Section 4.5 - Hold Harmless The Association agrees to defend (including the selection of an attorney) and hold the District harmless from any claim of liability arising out of the District performance of its obligations in Section 4.2, 4.2.1, or 4.4. The Hold Harmless provision in Section 4.4 relates to violation of individual rights of privacy when said claim or liability is the result of its request for information pursuant to Section 4.4.

ARTICLE V - EMPLOYEE RIGHTS AND RESPONSIBILITIES

Section 5.1 - Nondiscrimination The district shall not discriminate on the basis of sex, race, creed, religion, color, national origin, age, veteran or military status, sexual orientation, gender expression or identity, disability, or the use of a trained dog guide or service animal. This provision shall be interpreted and applied in accordance with the District's affirmative action program.

Section 5.2 - Employee Responsibilities Employees shall be responsible, within reasonable limits, for the following: 1. Supervision of school property. 6 2. Supervision of students when the employee has been assigned or has volunteered for extra-curricular or co-curricular activities, or during the course of the normal school day.

3. The exercise of reasonable care for instructional materials, equipment, furniture or fixtures.

4. The affirmative responsibility to implement and maintain effective discipline.

5. Keep a unit lesson plan book consistent with their course outlines which generally describe the learning activities to be implemented for each unit. A copy is to be maintained by the employee for one calendar year after the end of the school year.

6. To provide lesson plans for a substitute teacher which provide sufficient detail of procedure and materials so that the expectations of the teacher can be reasonably carried out.

Section 5.3 - Personnel File Employees shall have the right to review, by prior arrangement, all materials in their personnel file. A representative of the District shall be available at the time of the review to answer potential questions and maintain security on files. The employee shall be allowed, when inspecting his/her personnel file, to have a UniServ representative or an officer of the Association present.

Annual evaluations, correspondence, or other communications which refer to the individual’s professional competence and performance shall be maintained in the permanent personnel file only with the individual’s knowledge of its content. The individual shall have the right to attach his/her written comments.

Prior to placement of any parent, student or staff communication in the permanent personnel file, the administrator and teacher will meet to discuss the validity of the complaints in the communication.

A parent, student, or staff complaint placed in the personnel file must be put in writing either by the complainant or the administrator investigating the complaint. The identity of the complainant shall be shared with the employee prior to taking any disciplinary action or placing any document regarding the complaint in the personnel file unless involving a third party sexual harassment or whistleblower complaint, in which case the identity of the complainant will be shared at the time of disciplinary action. If a copy of the material placed in the employee personnel file is not provided to the employee within ten (10) days of receipt of the complaint, it may not be used pursuant to Section 5.10 – Discipline or Article VII -Evaluation.

Annual evaluations, correspondence, or other communications shall be maintained in the employee’s personnel file. Disciplinary material may, at the employee’s request be removed from the employee’s personnel file three (3) years after the inclusion. If a request for removal is denied, the Superintendent or designee shall state in writing the reason(s) for the denial. It is understood that the disciplinary materials shall not be removed upon the request of the employee if subsequent discipline for a like offense has been imposed during the intervening period; however, the fact that no such offense has been committed shall not require the district to grant the employee’s request. In accordance with the state law, no information related to substantiated verbal or physical abuse or sexual misconduct may be removed from any employee file. No information related to unsubstantiated misconduct shall be in the employee file.

No personnel file shall be maintained other than the permanent personnel file except an administrative working file which shall be purged after two (2) years.

7 A separate file for processed grievances shall be kept apart from the employee’s personnel file, which shall be open for inspection by the employee.

Section 5.4 - Employee Consultation Subject matters which the District determines are directly related to the working conditions of one or more employees will be brought to their attention and their advice sought prior to board action. A copy of the proposed changes will also be sent to the LEA President.

Section 5.5 - Position Openings In an effort to fill all positions with the best qualified persons, the District agrees to fill all positions based on complete consideration of objective factors including but not limited to: skill, ability, qualifications, education, recentness of experience, seniority and program needs. The District shall not act in an arbitrary or capricious manner. All positions shall be filled without regard to sex, race, creed, religion, color, national origin, age, veteran or military status, sexual orientation, gender expression or identity, disability, or the use of a trained dog guide or service animal. This provision shall be interpreted and applied in accordance with the District’s affirmative action program.

Definitions: Assignment: the placement of an employee to a position and FTE within the bargaining unit. A position shall include (a) for general education, the building, and elementary grade level or secondary subject/content area taught, or (b) for specialists, the employee’s specialty area: special education, SLP, OT, PT, school psychology, counselor, elementary music, elementary PE or library.

Reassignment: a change in assignment. • Within a building • Within a grade band (an elementary position within two (2) grade levels of the previous assignment, 6-8, 9-12) • Within a secondary subject/content area or an area for which the employee is endorsed and has taught or received an endorsement within the last five (5) years • Within a specialty area

Transfer: any of the following: • Change in a general education building assignment • Change in a general education elementary assignment that is more than two (2) grade levels from the previous assignment • Change in a general education secondary assignment for which the employee has been endorsed, but not taught or received an endorsement, within the last five (5) years • Change in assignment between general education and a specialty area • Change in assignment from one specialty area to another

Voluntary Transfer: transfer that is requested by the employee.

Involuntary transfer: transfer that is not requested by the employee.

Position opening: A position or any subsequent positions that may become open as the result of a single transfer

5.5.1 Notification of Position Openings Positions are not considered open until all current staff has been placed for the ensuing year. All position openings within the District will be posted in the Human Resources Office, on the District 8 website and distributed to all employees via District e-mail. Employees will be given the opportunity to apply for transfer or reassignment into these openings in accordance with section 5.6.

Employees who wish to be transferred or reassigned into an open position for which they are certified and for which they qualify shall be given the opportunity to transfer into the position before applicants from outside the district are considered. Seniority in the district will be used as a determining factor between employees with equal qualifications. Employees not selected may request and will (within two weeks) be given in writing the reason(s) s/he was not selected.

In order to expedite filing vacancies late in the summer, position openings arising after August 1st will be simultaneously posted internally and externally.

To avoid undue disruption in assignments, in the case of position openings arising after August 15th, the District may limit to one per opening the number of employees who are permitted to transfer/obtain reassignment.

5.5.2 - Notification of Assignments Employees will be notified of assignments for the following year no later than June 1. If changes in assignments occur after June 1, the employee(s) whose assignment is changed will be notified in writing within five (5) days of the situation that created the need for an assignment change.

Employees whose assignment is changed within five (5) days of the beginning of a grading period will be granted three (3) release days or $450.00 (at the employee’s option) to allow for adequate preparation.

5.5.3 – Change of Workspace Upon their request, employees being transferred will receive assistance from the District in moving instructional materials. The move will be accomplished so that such materials are available at the new school or place of assignment five (5) days prior to the start of the new assignment.

Employees, who are asked to change temporary or long-term room assignments or workspaces, including the opening of a new building will be granted up to 8 hours of committee pay to facilitate the move.

When an employee moves to a new room, the district shall make arrangements for all furniture and other heavy items or boxes that the employee has packed and secured closed to be moved for the employee. All equipment, supplies and materials that are assigned to the classroom will remain in that classroom.

5.5.4. – Release from Contract A letter of resignation must be submitted to the Superintendent’s office.

A release from contract shall be granted provided a letter of resignation is submitted prior to June 15.

A release from contract, after June 15, shall be granted provided an acceptable replacement can be obtained.

A release from contract shall be granted upon the employee’s request in case of illness or other personal matters, which make it impossible for an employee to continue in the district. The District may require written justification and/or a physician’s statement in case of illness.

9 Section 5.6 - Voluntary Transfer Requests Employees wishing to transfer to another assignment will submit a request in writing to the Director of Human Resources, within five (5) days of the posting, stating the requested assignment, reasons for the request and his/her qualifications for the desired assignments. In the event another person is selected for the position, the transfer applicant may request and will, within two weeks be given, in writing, the reason(s) why she/he was not selected.

Special education teachers with less than three (3) years of in-district experience are not eligible to seek transfer to a non-special education position opening.

If an employee is the most qualified based on the posted criteria for a new or open position, the District and the employee may mutually agree to increase his/her FTE through the transfer process. Further, should an employee’s transfer request necessitate a job share or a division of a staff position, the impact must be approved by the District prior to granting the transfer request.

If two or more employees are equally the most qualified candidates based on the posted criteria for a new or open position and request a transfer to the same position, the employee with the greatest seniority within the district shall be selected for a position. If candidates have equal seniority within the district, the number of years of certificated experience as recognized by the State of Washington will be considered. If candidates who are classroom teachers have equal seniority within the district and equal years of certificated experience as recognized by the state, the teacher with the highest final summative evaluation score in their prior year’s evaluation (comprehensive or focused) will be selected. For non-classroom teachers and classroom teachers with the same summative evaluation rating in the prior year, the number of credits or equivalent clock hours on file with the district will be considered.

The placement of employees seeking voluntary transfers and/or the placement of applicants from outside the district shall not result in the involuntary transfer of any employee.

The District may set aside the rules and procedures set forth above governing voluntary transfer requests for up to a total of two bargaining unit positions each school year, provided that the above provisions are followed for all other vacancies. The District will notify the Association, in writing, when this set-aside is exercised.

5.6.1 - Involuntary Transfer The District and the Association recognize that identifying employees for involuntary transfer is not the most desirable method of changing staffing needs. Therefore, involuntary transfer will be used only when voluntary methods cannot accomplish the required changes. No employee shall be transferred involuntarily without good cause. Employees shall be notified of an involuntary transfer before notification to the rest of the staff. Every effort will be made to avoid moving employees outside of their current grade band (an elementary position within two (2) grade levels of the previous assignment, 6-8, 9-12) or their subject area for more than one-half of the instructional day.

When involuntary transfers are necessary, an employee shall not be assigned to a position outside his/her area of certification. No employee shall be involuntarily transferred to an area within which the employee is not qualified by training, education, or experience.

The supervisor shall notify the employee selected for involuntary transfer, in writing, of the district’s need, the candidate’s specific qualifications for the position and the reasons for his/her selection not less than ten (10) calendar days before the change is to become effective. If this condition is not met, the employee shall be paid two additional days at per diem to make the change.

10 No employee shall be involuntarily transferred to an open position if there is a volunteer(s) available who meets the qualifications and criteria of the position and the subsequent voluntary transfer(s) resolve(s) the staffing issue. Staff shall be notified of the opportunity to determine if there are any employees in the district who are interested in a voluntary transfer or reassignment.

If there are no volunteers, then the employees to be involuntary transferred from his/her current positions will be chosen by the following ordered criteria within each of the grade bands (an elementary position within two (2) grade levels of the position being filled, 6-8 and 9-12): 1. Area of certification;

2. Least number of years of certificated experience in the district;

3. Least number of years of certificated experience as recognized by the State of Washington

4. Least number of credits or equivalent clock hours on file with the district

5. For classroom teachers, the lowest performance evaluation rating on the prior year’s evaluation (comprehensive or focused).

An employee who is involuntarily transferred will not be subject to an additional involuntary transfer for two (2) subsequent school years following such transfer, except in the event of a reduction in force, the closing of a school building or program, or placement upon returning from a leave of absence. Every attempt will be made to ensure that no employee shall be subject to involuntary transfer more than two (2) times within any six (6) year period. Should a position in the building from which an employee was transferred become open prior to the start of the school year, that employee will have the right to return to the building or grade-band. For specialists, if a specialist position from which an employee was transferred becomes open prior to the start of the school year; the employee will have the right to return to that position.

5.6.2 – Incentive/Accommodation for Transfer An employee who is transferred will be granted three (3) release days, or $450.00, at the option of the employee, to accommodate the transfer.

Section 5.7 - Student Discipline The parties recognize that student discipline is a joint responsibility of certificated employees and the District. The employee is an educational professional who has an affirmative responsibility to implement and maintain effective discipline as required by the Board of Directors. The District shall support its employees when following the applicable rules of the employer and current state law, with respect to student discipline.

An employee may, at any time, respond as physically necessary to protect him/her, other employees, or pupils from attack, physical abuse, or injury as provided in Washington State laws for self-defense and the defense of others. The District will provide de-escalation and physical intervention training for employees in high need programs. The District will offer de-escalation training to other employees subject to scheduling constraints and enrollment capacity.

The school district will maintain procedures to ensure communication occurs on an ongoing basis in the area of student discipline. The District shall insure that the building administrator and employees in a school building shall confer at least quarterly to review and discuss building and District disciplinary standards.

At the first staff meeting of the year, the administrator shall inform employees of: 11 1. The building protocols in place, in the administrator’s absence, to support staff with emergent crisis incidents related to staff and/or student safety: and 2. How employees will be notified of patterned disciplinary behavior or significant behavior of a particular student when the behavior occurs outside of the employee’s classroom.

Consistent with Ch. 28A.320 RCW, upon receipt of information about the violent offenses (as that term is defined in RCW 9.94A.030) or school disciplinary information, a principal shall share information with a teacher when the principal determines the information is necessary for: the staff member to supervise the student; the staff member to provide or refer the student to therapeutic or behavioral health services; or security purposes. For students convicted of sex offenses (as that term is defined in RCW 9.94A.030), the principal shall provide information to teachers about such convictions consistent with RCW 9A.44.138.

Consistent with RCW 28A.600.460(2), for a student who has committed any of the criminal offenses listed therein (Ch. 9A.36, 9A.40, 9A.46, or 9A.48 RCW), where the activity was directed toward a teacher, the student will not be assigned to that teacher’s classroom for the duration of the student’s attendance at that school or any other school where the teacher is assigned.

Each building shall have written guidelines and procedures regarding student discipline. Such guidelines and procedures and any actions dealing with student discipline must be consist with Washington State codes and law.

The employee has the right to expect acceptable behavior from all pupils and is expected to maintain a sound learning environment.

Under most circumstances, it is expected that acceptable pupil behavior will be achieved by use of appropriate methods by the employee supervising the pupils. In accordance with state law, any student who creates a disruption of the educational process in violation of the building disciplinary standards while under a teacher’s immediate supervision may be excluded by the teacher from his or her individual classroom and instructional area or activity area for all of any portion of the balance of the school day, or up to the following two days, or until the principal or designee and teacher have conferred, whichever occurs first. Except in emergency circumstances, the teacher must first attempt one or more alternative forms of corrective action. In no event without the consent of the teacher may an excluded student return to the class during the balance of that class or activity period or up to the following two days, or until the principal or the principal’s designee and the teacher have conferred.

A “designee” shall mean a District administrator, building administrator, or a dean of students.

To “confer” shall mean to discuss, away from students, the details of the removal, consequences consistent with the building discipline guidelines and procedures, and strategies for behavior modification.

The District shall provide, in each building, student referral forms and access to the electronic student data management system (currently Skyward) as may be necessary for the implementation of this Agreement. The District will provide appropriate communication to all teaching stations so as to assure the safety of students and employees.

Section 5.8 - Employee Protection The Board agrees to provide insurance to hold employees harmless and defend them from loss, including reasonable attorney's fees for actions arising out of any claim, demand, suit, or judgment by reason of any alleged negligent act or alleged negligent failure to act by such employee, within or without the school building, while performing or in good faith purporting to perform their official duties, provided any such 12 employee, at the time of the act of omission complained of, was acting within the scope of employment or under the direction of the Board; and provided further that the Board shall not provide insurance nor defend an employee from loss where the employee was grossly or willfully negligent, or caused intentional harm.

Any assault upon an employee shall be promptly reported to the Board or its designated representative. The Board will render all assistance to the employee in connection with informing law enforcement and judicial authorities of the incident. The Board shall provide employees with insurance protection covering those employees while engaged in the maintenance of order and discipline and the protection of school personnel and students and the property thereof when that action is deemed necessary by such employees. Such insurance protection shall be limited to liability insurance covering injury to persons and property and insurance protecting employees from loss or damage of their personal property incurred while so engaged. (current state law)

As noted in Section 6.7, no employee shall be required to allow visitors to the classroom/work area unless the steps outlined in Section 6.7 are followed.

If in the view of the employee, a visitor becomes threatening, abusive, or disruptive to the environment of the classroom/work area, the teacher may ask the visitor to leave. If the visitor refuses, the employee has the right to contact the administrator or designee who will then be responsible for removing the visitor from the room/area. If no administrator is available, the employee has the right to contact security personnel and/or law enforcement as appropriate.

Any employee who acts in good faith to avoid or prevent harassment, threat, or potential harm by a visitor or student shall be held harmless.

If, in an employee’s view, a citizen, parent or student speaks in a harassing, threatening, or verbally abusive manner in person or via the telephone, the employee has the right to terminate the conversation and to contact the administrator or designee. Similarly, if the employee receives communication via e-mail or in writing by which the employee feels threatened or harassed, he or she has the right to contact the administrator or designee. Under these circumstances the employee is under no obligation to respond to any mode of threatening communication

If a student makes threatening or harassing statements directly to any employee, acts in a way which makes the employee feel threatened, or makes statements to others that imply a threat to an employee, the district administration will be responsible for notifying law enforcement agencies as appropriate immediately upon the administration being notified of the situation. The district will fully cooperate in any investigation into the situation and will report all relevant information and findings of the investigation to the employee in a timely manner. The discipline policies of the district address the consequences for students who are found to have threatened or harassed an employee.

In all instances in which an employee feels threatened or harassed, the district shall have the responsibility for assisting the employee in an appropriate manner. The district will be responsible for providing a safe and secure working environment for all employees and for taking action to stop any reported harassment, threat, or abuse from continuing.

The policies and procedures described in Board Policy – Prohibition of Harassment, Intimidation and Bulling may be utilized in addition to those procedures outlined above.

13 Section 5.9 - Contracting Out The District shall not, in subcontracting work, terminate (an) existing employee(s).

The District will consult with LEA prior to entering into any contracting of educational services normally performed by employees. The purpose of this consultation is to explain the reasons for the District's interest in contracting for services and to discuss the Association's concerns.

Section 5.10 - Discipline 1. No employee shall be disciplined without sufficient cause.

2. The District agrees to follow a policy of progressive discipline which shall begin with verbal warning, progress to a written reprimand, then to suspension and, when required by circumstances, to discharge as the final action. The policy of Progressive Discipline shall be adhered to except where a grave problem or problem of such severity warrants a departure from said policy.

3. Employees who are disciplined pursuant to this provision, except in cases of verbal warnings, shall be informed in writing of the grounds for such action. In the case of verbal warning, they will be informed verbally of the grounds for such action.

4. Prior to attending any meeting which may result in discipline, employees shall be informed of their right to an Association representative. Employees also have the right to a personal representative at other requested meetings with District officials.

5. In the case of written reprimand, such notice will be titled "Reprimand" and issued by the employee's immediate supervisor and/or the superintendent/designee. The notice will include the specific deficiencies for which the employee is being disciplined. A copy of the document may be placed in the employee's personnel file. A written request for removal of the disciplinary reprimand may be made on an annual basis to the superintendent. The superintendent will respond in writing to this request.

6. Disciplinary matters shall be handled in a confidential and discreet manner.

7. Disciplinary material may, at the employee’s request, be removed from the employee’s personnel file three (3) years after the inclusion. If a request for removal is denied, the Superintendent or designee shall state in writing the reason(s) for the denial. It is understood that the disciplinary materials shall not be removed upon the request of the employee if subsequent discipline for a like offense has been imposed during the intervening period; however, the fact that no such offense has been committed shall not require the district to grant the employee’s request. In accordance with state law, no information related to substantiated verbal or physical abuse or sexual misconduct may be removed from any employee file. No information related to unsubstantiated misconduct shall be in the employees file.

5.10.1 – Complaints In cases of a complaint concerning any employee, the principal or immediate supervisor shall meet with the employee within ten (10) days of receipt of a complaint to apprise the employee of the nature of the complaint.

The identity of the complainant shall be shared with the employee prior to taking any disciplinary action unless involving a third party sexual harassment or whistleblower complaint, in which case the identity of the complainant will be shared at the time of the disciplinary action.

14 ARTICLE VI - WORKING CONDITIONS

Section 6.1 - Work Year Base Contract The base contract work-year for employees shall be the number of days funded per state salary schedule, currently 182 days.

It is understood that all leaves apply on all employee work days.

Section 6.1.1 School Calendar The parties recognize it is of mutual interest to negotiate a calendar two years in advance of the current school year. The school calendar that is agreed to by the parties will be attached as Appendix A.

Annually, no later than February 1, representatives of the Lakewood School District and the Lakewood Education Association shall meet with representatives of other employee groups as a District Calendar Committee. The District Calendar Committee shall work to formulate a calendar which shall clearly include the following factors:

1. First and last day of school

2. Duration and dates of Winter Break

3. Duration and dates of Spring Break

4. Holidays, as applicable

5. Placement of Supplemental Days

6. Placement and use of half-days and early release days

7. Schedule of conference days a. K-5: five (5) half-days in the Fall and five (5) half-days in the Spring (conference invitations to all student families.) b. 6-8: 4 half-days in the Fall c. If conferences are scheduled outside of the work day, then the time can be traded on an hour for hour basis for early departure on that Friday; provided, however, that at least one evening shall be made available for conference scheduling for parents who need it.

8. Placement of grading days and semester/trimester/quarter periods

9. Designated snow days

10. New Employee orientation day(s)

11. The date between semesters is a non-workday

12. Other days/dates as required by the state or negotiated.

The Committee shall determine a process for developing two calendar options no later than April 1st of each year. Each option shall be presented to the LEA membership for a vote. LEA members shall have

15 five (5) school days and one (1) weekend to vote. Whichever option reaches a majority of votes of all employee groups represented in the calendar committee shall be taken to the school board for approval.

6.1.2 Waivers Instructional waivers – The District will consult with Association leadership prior to seeking state approved waiver(s) of student contact days for non-emergency or instructional purposes.

Emergency related waivers – Should the District seek state approved waiver(s) for emergency or weather-related purposes, and receive approval, such waiver(s) will not negatively impact employee compensation and employees shall not be required to make-up the waived student days. The days shall be treated the same as the Professional Learning Stipend (PLS), with an assumption that the equivalent amount of time as waived has been completed by the certificated employee. No documentation on the part of the individual employee shall be required in such an instance.

6.1.3 Closures and Late Starts In the event school is closed, employees are not required to report to their school. If school is canceled less than one hour prior to the start of the work day for each building, employees who report to work at approximately the scheduled student start time will be paid 1/2 day's per diem if they return home and 1 day per diem if they are required by their supervisor to remain at work. If school is delayed in opening, employees will attempt to arrive at school before the delayed scheduled student day begins.

6.1.4 Kindergarten Calendar In the event that half-day kindergarten is reinstated, the following provision will be in effect:

In May, the kindergarten teaching staff will meet as a department with an administrator to develop a kindergarten calendar. The meeting will occur after a District calendar has been approved and prior to the last day of school. The calendar will be developed using the District calendar and will be formulated with the intent to maximize instructional time for all kindergarten sessions, balance student-parent conference days and provide equity in provision of specialist programs for kindergarten students. The kindergarten department proposal will be submitted to the District office. Should the District choose to make changes in the proposed calendar, the kindergarten teachers shall be consulted prior to the final District publication. The approved calendar will be distributed to parents of kindergarten students and posted on the District website.

6.1.5 Collaboration, Grading and Professional Growth Time The school calendar shall include a ninety (90) minute late arrival for students on Wednesday during each week the calendar has five (5) consecutive school days, except for elementary/middle school conference weeks. The purpose of this schedule is to (a) provide consistency for families; (b) provide staff with a consistent and significant block of time within the regular workday to collaborate on student growth and achievement; (c) facilitate the timely preparation of academic progress reports (grades) to students and parents, curriculum development, planning, or course preparation; and (d) provide time for staff to work together on professional growth.

Three (3) of the release periods shall be set aside for District-led professional development, one of which shall be administered in accordance with Section 6.10.11, SPED Professional Development.

All of the other release periods shall be divided equally on the work year calendar, one half for employees to analyze student progress and prepare reports to students and parents. These release periods shall be scheduled to occur near the end of the grading periods applicable to each level of school (trimesters, semesters). The other half shall be used by staff for collaborative work within Professional 16 Learning Communities (PLCs). The building administration, in collaboration with the building leadership team, will plan the PLC work based on building and District initiatives. If there is an uneven number of release periods, the extra day will be allocated to employees. Employees in specialties such as music and PE shall collaborate in cross-school teams. Employees who work in multiple buildings shall consult with their administrators on the appropriate team or teams to work with during the release periods.

Collaborative work shall be consistent with the expectations of Criterion 8 of the classroom teacher evaluation model: (a) to collaborate and engage in reflective inquiry with peers and administrators for the purpose of improving instructional practice and student learning (PCC1); and (b) to consistently and actively collaborate with other grade, school, or district team members to establish goal(s) for student growth, to develop and implement common, high quality measures of student progress, and to monitor student growth and achievement during the year (SG 8.1).

Collaborative activities shall focus on the four essential questions of PLCs: (a) What do we expect our students to learn? (b) How will we know they are learning? (c) How will we respond when they don’t learn? (d) How will we respond if they already know it?

Building leadership teams shall develop methods of collecting, sharing and communicating the authentic and natural artifacts of this collaborative work and its impact on student growth.

6.1.6 - New Teachers 1) The District and Association share a mutual interest in providing differentiated and flexible sources of support for teachers new to the district. This support shall include an induction and support component with the following elements. a) Prior to the first day of school, one (1) day will be provided to all new employees for the purpose of induction and room set up (not available for employees hired after the start of the school year). i. Three (3) hours will be used for meeting with their principal/evaluator, reviewing the employee’s assignment. The employee’s workstation, furniture (student and teacher), supplies, and curriculum should be available on this day, and if not, a list of missing items will be submitted to the principal who will communicate a timeline for delivery. Four (4) hours will be available for classroom set up. b) Each teacher new to the profession will be provided with $400. These funds must be used for classroom materials and/or professional development (including the cost of any clock hours). c) Each teacher new to the profession will be assigned a mentor teacher for their first two years. Mentor teachers will be chosen from solicited volunteers and matched with new hires based on need and fit. i) The new teacher will meet with a mentor monthly in the first year and quarterly in the second year and develop an individual plan to assist the new teacher in his/her first years of teaching. Individual plans are subject to the review and approval by the building principal. ii) The District will make available a $500 stipend to the mentor teacher in the first year and a $250 stipend in the second year. iii) Mentor teacher programs will be voluntary. Mentor teachers must agree to fulfill the expectations and requirements for the mentor program. iv) Either party shall have the right to terminate the mentor agreement if a dispute arises that cannot be resolved. Compensation shall be prorated upon termination. 17 v) Teachers wishing to apply to be a mentor teacher must have at least three (3) years teaching experience with proficient or distinguished evaluations and teach, or have recently taught, in the same subject area or grade band. vi) Mentor teachers must be approved by the building principal. If two (2) teachers apply to be a mentor teacher for the same new teacher, the principal will determine which teacher will be assigned. vii) Neither mentor nor new teachers will participate in the evaluation of the other. d) In the event that a first-year teacher is assigned more than two (2) course preparations (6-12) or a split class (K-5), a plan will be developed with the principal, the teacher and the new teacher’s mentor teacher that provides additional resources (e.g., pre-existing materials, common planning time, volunteers, interns, additional release time) to support the teacher’s success. e) A teacher identified as a provisional status employee in accordance with the state statute shall remain subject to nonrenewal in accordance with the evaluation provisions of Section 7.8. f) A first-year teacher, at his/her option, shall be granted up to three (3) days released time to be scheduled at the employee’s discretion for individual planning, observations or work with the employee’s mentor teacher. g) The District shall make every effort to avoid pulling first-year teachers out of the classroom during the month of September except when employees were hired after the new employee orientation in August.

Section 6.2 – Workday It is recognized that employees work forty (40) hours per week unless not a full-time employee. Full time employees must be present each school day no fewer than thirty (30) minutes prior to the start of the student day and no fewer than forty-five (45) minutes after the end of the student day Monday – Thursday. On Friday, employees will work thirty (30) minutes prior to the start of the school day and twenty (20) minutes at the end of the school day. Employees shall have a thirty (30) minute duty free lunch period during the workday. Employees who are not full time shall have a schedule that is prorated to their FTE. The employee and the supervisor shall work to mutually agree to a schedule, with the final determination to be made by the supervisor. Employees shall be allowed with the agreement of the supervisor, to flex their schedules.

The student contact hours shall be six hours and forty minutes.

Upon the request of the LEA President, the District will provide to the Association the state guidelines for student contact time and the District's contact time. This report includes the yearly state requirements.

6.2.1 - Related Activities Employees are encouraged to attend PTSA meetings, board meetings and other school activities not directly related to their job responsibilities. Employees can be required to attend two (2) activities, which are directly related to their instructional responsibilities per year. The building leadership team, in consultation with the staff, will determine the dates for the two (2) required activities at least one (1) month in advance of the required activity.

6.2.2 - Planning Time All parties agree that planning time is for the purpose of individual preparation. Use of the planning time shall be determined by the individual educator, in order to best meet the needs of students served by that educator. It is understood that there may be a nominal loss of planning time due to schedules/activities such as short weeks, field trips, fire drills, state testing and assemblies. The planning time schedule will not be changed to “make-up” planning due to such activities or other 18 interruptions in the normal 5-day school week. The schedule may also change during the last five (5) student days of the school year. The building schedule, including employee planning time, will be available to all staff in each building.

Planning time shall be: Elementary Educators: no less than 270 minutes per week Middle School Educators: no less than 250 minutes per week. High School Educators: no less than 270 minutes per week.

At the secondary level (middle school and high school), employees will receive a planning period each day.

At the elementary level, employees will receive 225 minutes per week inside the student day (5 blocks of 45 minutes each) and 45 minutes per week outside the student day in no less than 15 minute blocks.

When an employee is deprived of his/her planning time due to the lack of a substitute or because of administrator request, the employee who has missed the planning time shall be compensated at his/her per diem rate. Elementary employees will be asked to increase their class size to supervise the students of an absent employee as a last resort. Employees whose class sizes are increased for this purpose will receive one hour of per diem compensation when asked to increase the class size for a half day and two hours of per diem compensation when asked to increase the class size for an entire day. An effort will be made to avoid using specialists to fill in for absent employees. The district will provide a duty free student recess for employees of grades K-5.

Employees who are asked to provide testing, materials, or other time consuming information for home- schooled or previously home-schooled students, will be compensated for the approved time spent at the per diem rate.

6.2.3 Planning Time – Workspace Planning time shall be provided in a workspace with computer and telephone access. The educator shall be able to access the materials needed for planning and class preparation for the subject that the educator teaches.

6.2.4 Travel Time Employees required to travel between buildings shall be provided adequate time for travel exclusive of lunch and preparation time. Employees assigned to two (2) or more schools in the district may claim mileage reimbursement for days traveled.

6.2.5 Parent-Teacher Conferences General As student reporting systems have increased in complexity, additional time for completing these activities is provided by scheduling half-days for students. The negotiated calendar shall designate the schedule of the half-days for parent-teacher conferences.

Early release days are scheduled for work to be performed onsite and one (1) of the early release days may be used at the beginning of each conference period for preparation at the discretion of the individual staff member in lieu of conferencing that day. Any alternative to working onsite must be approved by the supervisor.

19 Kindergarten Conferencing Teachers of half-time kindergarten sections shall be entitled to two (2) additional half-days of substitute release per section taught for each scheduled conference period, fall and spring, to prepare report cards and meet with parents. Should the teacher choose to use substitute release, the specific date(s) of release shall be mutually determined by the teacher and his/her principal. Employees should schedule the release days at lease three (3) weeks in advance of the requested dates. Employees experiencing difficulties in obtaining a substitute for the release days should request assistance from the building principal. Substitutes for these release dates are a district priority and will be filled by substitute per the pre-determined schedule.

For kindergarten classes participating in the Kindergarten Inventory of Developing Skills (WA KIDS), the first three (3) days of the school year shall be used to hold individual conferences with parents/guardians and their child.

Kindergarten teachers will be provided with eight (8) hours at their per diem rate or a full-time release from teaching, with substitute provided, for the purpose of collaborating and inputting observational data.

6.2.6 – Duties Elementary employees will not be required to perform any supervisory duties with the exception of supervision of student lunch period if needed. It is understood, however, that incidental student supervision in hallways, bus line, assemblies and on the playground may be requested. The district will attempt to keep such supervision requests to a minimum.

6.2.7 – Staff Meetings At the secondary level staff meetings will be for no more than thirty (30) minutes in duration and will be scheduled within the work day, no more than once weekly. Notwithstanding the foregoing, building staff meetings may be scheduled to extend up to twenty-five (25) minutes after the work day no more than one meeting per month.

Section 6.3 – Certification It is the sole responsibility of the employee to make certain that he/she has a valid teaching certificate. Each employee should check carefully the expiration date of his/her certificates.

Section 6.4 – Professional Development All unit members, including itinerant staff and specialists, may be allowed, with the approval of their immediate evaluating supervisor, to substitute another workshop, in-service or collaborative activity that may be more appropriate to their needs.

Section 6.5 - Academic Freedom/ Controversial Issues Employees subject to this agreement shall be free to think and express ideas within the classroom. Such freedom shall be unrestricted except as it conflicts with the basic responsibility to utilize the current District authorized course of study. 1. Academic freedom shall be guaranteed to teachers, and no special limitations shall be placed upon study, investigation, presenting and interpreting facts and ideas concerning human society, the physical and biological world and other branches of learning. Academic freedom includes a commitment to democratic tradition; a concern for the rights, welfare, growth and development of children; consideration for the concerns and desires of the community; and an insistence on objective scholarship. a. In handling controversial issues, teachers shall endeavor to develop in students an ability to meet issues without prejudice and without judgment while facts are being collected, 20 assembled, weighed and evaluated and until relationships are developed, before drawing inferences or conclusions. b. Subject to reasonable administrative guidelines, teachers shall have the authority to select materials used for the instruction of students’ subject to the District policies on Selection of Instructional Materials. Such administrative guidelines shall be published and distributed to all certificated staff from time to time, as adopted.

2. The employee may be asked to submit an outline by his/her supervisor on any subject area the supervisor believes may be "controversial". Such outline must conform to the following guidelines: a. The issue should be suitable for students of the maturity and background represented in the class.

b. The issue should be related to the course content and help achieve course objectives.

c. The issue should provide the student with an opportunity to study controversial issues, which have political, economic and social significance.

d. The issue should provide the student competent instruction balancing the various and/or conflicting points of view in an atmosphere free from bias and prejudice.

e. The issue should provide the students their right to form, identify and express their own opinions on controversial issues as long as a balanced presentation is made on conflicting positions.

The employees will notify their supervisor when they intend to teach controversial subjects not addressed in the District's curriculum.

The mere existence of a parent or student complaint regarding employee use of instructional materials, methods, or course content will not adversely affect an employee evaluation.

Employees shall be informed of complaints in a timely manner. Said complaints shall not be placed in a personnel file and used for employee discipline, except as permitted in Section 5.10 Discipline and 5.3 Personnel File.

The Association agrees to indemnify and save harmless the board and the administrative staff, including the selection of counsel and defense, against any and all claims, suits, damages or costs resulting from this provision. The District agrees not to impede the Association in its performance of indemnifying the District.

Section 6.6 - Employee Responsibilities The following activities are part of the responsibilities of certificated staff: 1. Provide or update a course outline, except where a satisfactory outline currently exists, for each program taught. Such outline shall include the following: purpose of the course, pupil objectives, procedures and materials and evaluation criteria and process. Course objectives shall not be inconsistent with the Lakewood School District's overall aims and goals. Employees shall be compensated at the committee rate when required to provide or update these outlines.

2. Employees shall develop, if required, for future utilization, a system for identifying sets of student objectives, consistent with state guidelines. Employees shall be compensated at the committee rate when required to develop or update this system.

21 Section 6.7 - Classroom Visitation To provide citizens of the District the opportunity to visit classrooms with the least interruption to the teaching process, the following guidelines are set forth: 1. All visits to a classroom shall be arranged in advance after the principal has conferred with the employee. The length and frequency of visits to the classroom/work area will be appropriate to the purpose of the visit(s). If in the view of the employee, a visitor becomes threatening, abusive, or disruptive to the environment of the classroom/work area, the employee may ask the visitor to leave. If the visitor refuses, the employee has the right to contact the administrator or designee who will then be responsible for removing the visitor from the classroom/work area. If no administrator is available, the employee has the right to contact security personnel and/or law enforcement as appropriate. Any employee who acts in good faith to avoid or prevent harassment, threat or potential harm by a visitor or student shall be held harmless.

2. The employee shall be afforded the opportunity to confer with the classroom visitor before and/or after the visitation.

Employees will not be required to allow visits unless steps 1 and 2 are followed.

The policies and procedures described in Board Policy – Prohibition of Harassment, Intimidation and Bullying may be utilized in addition to those procedures outlined above.

Section 6.8 - Class Size The parties agree that in order to create a better educational environment it is desirable to reduce the current size of most classes. The District shall not unnecessarily overload one teacher to avoid paying class overload stipends to multiple teachers.

The district will attempt to employ basic education staff at a level at least equal to that of the state formula for deriving certificated personnel to be applied in each of the two levels separately: (K-3, 4-12). The district will also attempt to follow the staffing recommendations of state professional organizations (or national organizations in cases where no state recommendations exist) regarding FTE goals for specialists, school psychologists and school nurses in the public school. If the District is unable to follow the staff recommendations of the state or national organizations (above), the district will meet with LEA to discuss the matter and consider possible resolutions.

If requested, the superintendent shall meet with the employee, other department members and the principal in order to review the matter. If requested the superintendent will respond in writing within two weeks to the employees. A copy will be sent to the LEA.

Grades K-5 The district will make every effort to staff at the following ratios: Grade K-2 24:1 Grade 3-4 25:1 Grades 5 –27:1 K-5 Split grade level classes –23:1 Note: Team teaching situations will be considered in aggregate.

Any K-5 employee, whose class count exceeds the goals stated above on any official count day during a scheduled trimester grading period, will be paid a stipend of $667 on supplemental contract for one or two students over the limit and $867 for three or more. Official count will be the first student day in each of the

22 following months; for 1st trimester will be October and November; 2nd trimester January and February; and 3rd trimester April and May.

It is the responsibility of the Curriculum Department to provide textbooks and replacement textbooks. Educators will be provided the required materials to teach all District mandated curriculum.

Grades 6-8 The district will make every effort to staff at the following ratios (six period day): Grades 6-8 –27:1 Grades 6-8 Physical Education –34:1

Any 6-8 employees, whose class count exceeds the goals stated above on any official count day during a scheduled quarter, will be paid the stipend stated below.

Official count day 1st quarter will be the first student day for each class in October; 2nd quarter will be the first student day for each class in December; 3rd quarter will be the first student day for each class in March; and 4th quarter will be the first student day for each class in May. If an employee has an “A” and “B” class schedule, the employee will receive half (1/2) of the oversize stipend for each section that exceeds the goals stated above on any official count day.

When the 6-8 class count exceeds the goals above on any official count day during a scheduled quarter grading period, the employee(s) in overload class(es) will be paid an overload stipend per the following schedule on supplemental contract. Grades 6-8 –28-33 students $125 per class/per quarter Grades 6-8 – over 33 students $125 per class/per quarter PLUS $5.00 per class per day Grades 6-8 PE –35 to 39 students $125 per class/per quarter Grades 6-8 PE – over 39 students $125 per class/per quarter PLUS $5.00 per class per day

It is the responsibility of the Curriculum Department to provide textbooks and replacement textbooks. Educators will be provided the required materials to teach all District mandated curriculum.

Grades 9-12 The District will make every effort to staff at the following ratios (six period day): Grades 9-12 –29:1 Grades 9-12 Physical Education –39:1

Official count dates for 1st semester will be the first student day for each class in October and the first student day in March. The principal will notify the superintendent if the above stated goals have been exceeded.

When the 9-12 class count exceeds the goals below on any official count day during a scheduled semester grading period, the employee(s) in overload class(es) will be paid an overload stipend per the following schedule on supplemental contract: Grades 9-12 –30-34 students $150 per class/per semester Grades 9-12 – over 34 students $150 per class/per semester PLUS $5.00 per class per day Grades 9-12 PE –40-44 students $150 per class/per semester Grades 9-12 PE – over 44 students $150 per class/per semester PLUS $5.00 per class per day 23 It is the responsibility of the Curriculum Department to provide textbooks and replacement textbooks. Educators will be provided the required materials to teach all District mandated curriculum.

Class Mix (balanced classes) To that end the parties agree that the District will make every effort to ease the burden of large class size by making classes (sections) uniform in size and by equitably distributing special needs students. Exceptions include band, choir, Special Education, Title I and classes in which State Law dictates the size. In order to maximize services for ELL students, the District may cluster ELL students in a single class at an elementary grade level within a building.

For the purposes of making classroom assignments for the next school year for K-5 students, the administration will involve interested staff in assessing student’s needs, class size and equitable distribution of special needs students in the creation of class lists. Some time will be provided during the employee workday for this purpose. Administration shall only make substantial changes to the class list with a reasonable attempt to contact a member of the grade level team.

For the purposes of enrolling new K-12 students during the school year, the administrator will: 1. Ensure that sufficient information regarding the student’s academic, behavioral and possible special needs have been obtained from parent/guardian and previous school before placement decisions are made. Once a placement decision has been made, every effort will be made to ensure that the student’s assignment teacher(s) are provided with the student’s academic, behavioral and special needs information prior to the student beginning in the class.

2. Consider the child’s needs, current class sizes and the current distribution of special needs students when making a decision.

3. Involve pertinent staff and, at the elementary level (P-5), provide information to the teachers being considered for the students and give them the opportunity to provide input in the placement decision, taking into consideration the best interest of the student, the teacher and other students in the class.

Secondary Music The staffing ratios and overload stipends in this section do not apply to the traditional large group instruction music courses in secondary schools (band and choir); however, class sizes shall be conducive to effective instruction, student learning and group performance.

6.8.1 – Elementary Specialists Each elementary school shall have a 1.0 FTE librarian with a minimum of .5 FTE librarian support, except that in the event of double levy failure, this minimum will not apply. This support will be restored subsequent to levy passage and first levy collection. No less than 2.0 FTE will be provided for elementary physical education instruction.

In the event that an elementary music specialist is responsible for a musical performance within the student day, the District will provide for sub coverage before and after the performance to allow for necessary preparations, take-down, and transition time back to the classroom.

The double levy language above is effective for the 2020-21 school year only.

6.8.2 – Counselors The middle school will maintain a minimum of 1.5 counselor FTE. 24 Section 6.9 - Assigned Preparations An employee who is required to develop and teach a new course will be compensated at the rate of four (4) days (32 hours) at his/her per diem rate.

An employee who is required to prepare, administer and/or evaluate curriculum materials for students under home/hospital instruction or alternate placement not already in that employee’s caseload, will be compensated at his/her per diem rate for a mutually agreeable number or range of hours.

Employees will be provided the required materials to teach all District mandated curriculum.

6.9.1 – Split Classes Elementary employees assigned to a split class shall be compensated three (3) per diem days per school year or provided three (3) days of release time for planning purposes. A teacher may combine per diem compensation and release time for a total of three (3) days. Release days may be taken in half-day increments. Additionally, on a case by case basis, the Association and the Superintendent, or designee, may meet to discuss additional needs (i.e. training, supplies, and professional development) for individual employees. Every opportunity will be taken to avoid assigning a split class to a first-year teacher.

Section 6.10 – Special Education

6.10.1 - Special Education Student Assignments Unless specially trained for that special education student's needs, no first year employee shall be assigned more than one special education student in any one of the following categories; hearing impaired, moderately/severely intellectually disabled, severely behaviorally disabled, multi- handicapped, developmentally delayed, autism, emotionally behaviorally disabled and certain identified health impaired during his/her first year of teaching. In very rare situations, where it is not possible to meet the conditions stated above, principals will have the latitude to assign students to classroom.

As students in the above listed categories are assigned to any regular education classrooms, district resources will be made available to provide training, consultation services and other support. In the event this training involves time beyond the workday, participating employees will be compensated at the negotiated committee rate. Unless the training or consultation activities provided are minimal, meaning less than one hour, the employee will not be expected to use his/her planning time for this training or support activity.

6.10.2 – Special Education Staffing Ratios The District will staff school psychologists according to state recommendations.

The following placement categories will be used to determine special education class size compensation. Special education staff for grades P-5, whose IEP count exceeds the goals stated in the category chart below on any official count day during a scheduled trimester grading period, will be paid a stipend of one-third the stated amount on a supplemental contract.

Special education staff for grades 6-8, whose IEP count exceeds the goals stated in the category chart on the first student day of October, December, March and May for the respective quarter grading period, will be paid a stipend of one-quarter the stated amount on a supplemental contract.

Special education staff for grades 9-12, whose IEP count exceeds the goals stated in the category chart on the first student day of October and March during a scheduled semester grading period, will be paid a stipend of one-half the stated amount on a supplemental contract. 25 When the IEP student count exceeds 130% of the stated count, special education staff will receive an additional materials budget of the following: Grades P-5: $267 per trimester Grades 6-8: $150 per quarter Grades 9-12 $300 per semester

In addition, employees with a caseload that exceeds 130% of the stated count shall be eligible for additional relief as described in Section 6.10.3.

Annual Compensation Based on Number of IEP's - $1500

Placement Category IEP Counts (overload trigger)

1. Resource 30 a. Inclusion b. Resource/Inclusion c. Consultive 2. Transition 30 3. Self-Contained 10, 13* 4. Self-Contained/Resource and 30 Self Contained/Transition (count each Self-Contained as 3 Resource) 5. Developmental Preschool 16 6. SLP 60 7. OT/PT 40

*The mix of self-contained students in the class will determine which count level applies. If half or more of the class are students in the following categories the lower count level will be used: hearing impaired, intellectually disabled, emotionally-behaviorally disabled, multi-handicapped and health impaired.

Self-contained will mean four (4) or more periods in grades 6-12 and the majority of the day in grades K-5.

6.10.3 – Additional Relief When the number of IEP’s or Student/Client numbers stated above exceed 130% of the limits outlined above, the affected employee and his/her supervisor and the District administrator in charge of Special Programs shall meet as soon as possible to develop a relief plan to address the staffing situation.

This group will propose a relief plan to the superintendent for his/her review and approval. The plan may include materials, equipment, personnel, compensation, training or other creative approaches to mitigate the effects of the overload and will be implemented as soon as possible.

The plan will include a projection or calendar of expenditures consistent with state regulations, accounting practices and district policy. The District will make every effort to implement the plan immediately upon approval and meet the approved calendar of expenditures.

26 6.10.4 PEG/IEP Development and Processing Compensation Special education employees will receive an annual stipend of $2387 (rate as of 2019–2020) for PEG/IEP activities during the school year, prorated to their FTE. At the option of the employee, up to three (3) days of release time may be utilized from this stipend (full day increments) to complete the PEG/IEP activities on site prior to a March 31st deadline. The PEG/IEP stipend will be increased annually the same percentage increase applied to the state salary schedule base salary.

This will include the SLP, OT and PT staff.

In addition, special education teachers will annually receive one (1) day before the start of the school year at per diem pay, pro-rated to their FTE, for preparing and communicating with general education teachers the IEPs for the first week of school. Case managers will provide to their respective building principal, either: (1) An anecdotal document of accommodations referencing need for special attention (2) A verbal debrief of conversations between case managers and general education colleagues.

If general education employees are asked to attend more than nine (9) meetings outside the contracted work day to develop, sign and implement IEP or 504 plans they will be compensated at the committee rate of pay. If, however, employees are asked to give up their planning period for this purpose, they will be compensated at the per diem rate of pay. There is a form required to document these meetings, which must be submitted in a timely manner. It is recognized that IEP and 504 meetings are a part of the regular job duties of school psychologists and counselors, thus they are not subject to this section of the agreement.

6.10.5 Special Needs Students Support Elementary classroom employees who serve special education students in the categories of Hearing Impaired, Moderately/Severely Intellectually disabled, Severely Behaviorally Disabled, Multi- Handicapped, Developmentally Delayed, Autism, Emotionally Behaviorally Disabled and certain identified Health Impaired, will be provided with planning time, educational assistant support and/or materials in the amount of $1,000.00 per child per year ($500.00 after March 1). The Health Impaired students who qualify for the special needs support will be those students whose Individualized Educational Plans identify extensive services and time on the part of the regular classroom employee. Additionally, it is recognized that some Learning Disabled and mild intellectually disabled students may also require this support. In these situations, employees may apply to the appropriate Director in charge of Curriculum and Instruction for special needs student support. Each of these situations will be handled on a case-by-case basis. It is understood that these funds are to support the classroom employee's ability to meet the special students' extreme needs in the regular classroom. The expenditure of these funds is to be planned by the educational personnel involved with the implementation of the child's Individualized Educational Plan, including the building and special education department administrators.

At the secondary level, the same amount of funds will be available per special education student as described above. Employees serving these students can submit a collaborative proposal to the appropriate Director in charge of Curriculum and Instruction in order to access these funds. It is understood that the funds available are $1000 per special needs student as described above.

Elementary classroom employees, who serve highly gifted students whose unique learning characteristics require supplemental support, may apply to the appropriate Director in charge of Curriculum and Instruction for assistance. Each building will be allocated $1500 toward this assistance.

Middle school classroom employees, who serve highly gifted students whose unique learning characteristics require supplemental support, may apply to the appropriate Director in charge of Curriculum and Instruction for assistance. This building will be allocated $500 toward this assistance. 27 6.10.6 - Student Support In recognition of the fact that some special needs students may require supplemental support and assistance, the district will budget $2000 toward the provision of program access, facilities modifications, training and similar student needs. Staff members, Learning Improvement Teams and other recognized groups, with the building principal's approval, may apply to the appropriate Director in charge of Curriculum and Instruction for access to this assistance.

6.10.7 - PEG/IEP Participation - Employee Rights No employee, as a member of the IEP or PEG, shall suffer reprisals or be subjected to any disciplinary action for expressing their professional opinion or informing parents or students of their rights as outlined on state and/or District forms. Employees are encouraged to share their opinions with other team members. Employees are encouraged to share relevant academic, social and behavioral data with student's parents or guardians so that all information is available to the parent/guardian as they participate in making decisions regarding their student's evaluation.

Any teacher (special or general education) shall be able to discuss with appropriate IEP team members in the building any aspect of a student’s IEP in order to further collaborate in the best interests of the student as necessary.

6.10.8 - SPED Professional Development One late start Wednesday a year will be used for professional development related to special education issues for general education staff. The theme and presenter of the professional development will be decided upon by the District in consultation with a designee of the LEA Executive Board.

Certificated, non-supervisory staff members assigned to work in a self-contained setting (as described in the current CBA as having 4 or more classes in the same environment) for the first time should have access to meaningful and relevant training prior to the assignment whenever possible. Should it not be possible for training to occur prior to the school year, the staff member shall have the opportunity to select a professional development opportunity (not to exceed $250 for registration cost) on their own time, that same year.

6.10.9 - SPED Portfolios and State Testing Special Education Case Managers responsible for submitting a Portfolio will be provided a substitute for one-half work day, annually, to complete the necessary documentation.

6.10.10– Teacher/Para-Professional Collaboration Time Upon mutual request from a special education teacher and a para-professional who share students, the District will compensate the para-educator to arrive early or stay after their work day (not to exceed 30 minutes), for the purposes of face to face collaboration (not to exceed 10 days per year, per para- professional). This does not apply to paraeducators who are available to the teacher during the special education teacher’s planning time.

6.10.11- SPED Subcontracting Should the District decide they need to subcontract an ESA position, they must submit in writing to LEA the rationale as to why they could not hire for the position, including but not limited to identification of the assignment, steps they have taken to recruit applicants, number of applications received, and the reason why any appropriately certificated applicants were not hired.

28 6.10.12 - Special Education Student Transitions In May of each school year, a substitute will be provided for one (1) day at the High School and one day at the Middle School for a member of the “receiving” building (SPED) to conduct transitioning meetings with/for transitioning students. The substitutes will cover the teacher from the High School and Middle School to attend meetings with the “sending” building’s case manager, to be scheduled with the “receiving” principal and prioritized on the basis of student need. Up to one day of substitute time will also be provided in order for each “sending” building’s case manager to attend the meetings (total not to exceed six (6) substitute days).

6.10.13 – Special Education Collaborative Program Development Given that the parties have a mutual interest in developing and articulating special education services are responsive to identified student needs and are sustainable for staff and the District, the District proposes the following: 1) The principles guiding specially designed instruction, intervention and related services in the provision of special education are: o All students are general education students and need individualized levels and types of support, regardless of qualifying area; o Students who qualify to receive specially designed instruction require the collaborative efforts of each member of the IEP team to ensure students’ progress towards “meaningful educational benefit”, as defined in the Endrew F. v Douglas County SD ruling o Qualifying areas seek to focus intentionality of SDI for the varying needs of support required for students to effectively access the Least Restrictive Environment. o All educators serve the educational needs of all of their students, including instruction to support identified service areas; o Collaborative efforts between special education and general education staff fosters a higher likelihood for progress towards achievement; and adequate time should be provided to ensure such collaboration exists. o Building-level educators, as members of IEP teams, are the professionals best able to align student needs to the expertise, resources, experiences and people that will ensure student success in the classroom; o All educators will have access to and be part of a system of professional support that enables them to effectively and efficiently meet the needs of their students; o Systems of professional support will balance the unique and shared responsibilities of educators; o Special educators face unique challenges in managing the planning, accommodations, and legal requirements that define much of their work; and o General educators face unique challenges in delivering the planned and agreed upon accommodations, modifications, and legal requirements that defines much of their work; and o Educational programming must be clearly articulated and revised in order to ensure responsiveness to student needs. 2) A District Special Education Leadership Team, under the facilitation of the Executive Director of Learning Support, in conference with a designated LEA representative, will be charged to work with District administrators and general education staff to address the conditions related to these guiding principles. Membership will include:

o Psychologist o SLP/OT/PT o Resource Program K-12 o Comprehensive Skills Program K-12 o Behavior Program K-12

29 At least one member from the five before mentioned positions will be from the elementary setting. Likewise, at least one will represent the secondary setting. Special Education Program Leadership Team members will be selected by the Executive Director of Learning Support in conjunction with, and approved by the LEA Executive Board, from nominees submitted by employees in the applicable programs. Leads will be compensated at the elementary building leadership team rate (compensated at one meeting per month). 3) The purpose of Special Education Leadership Team is to enhance the communication, shared learning and collaboration between the administrators of Learning Support Services, Teaching and Learning, general education staff, and special education staff. This will be accomplished through:

o Monthly meetings as a leadership team with the Executive Directors of Learning Support Services and Special Education to discuss topics of importance to their team members and to identify priorities and action steps toward program development and enhancement. These may include but are not limited to the following areas of interest:

1. Caseloads and caseload remedies 2. Transition and placement processes (that meet the needs of individual students and offer reasonable supports to staff) 3. Research-based instructional resources 4. Student and staff safety concerns 5. Professional development in research-based best practices 6. Staffing updates

o Monthly meetings, facilitated by leads, with the special education groups they represent. This will support information sharing, communication, and learning.

o Monthly meetings of LMC will include updates and the recommendations made by the Special Education Leadership Team that address issues of interest to the District, staff and students in the development and provision of special education services, and how it relates to access towards the least restrictive environment for all learners.

o Any unresolved issues or questions arising from the Special Education Leadership Team will be discussed and addressed collaboratively in monthly LMC meetings.

o Should an issue arise which requires immediate attention, a meeting apart from the once per month allotment, will take place (no more than 4 per year). This meeting can be called for by The Executive Director of Learning Support or a designated LEA Representative. Members will be compensated at the curriculum rate, per needed meeting.

Section 6.11 - Job Share For the purpose of this Agreement, job sharing shall mean the occupation of a single staff position by two (2) individuals with each assignment being half time, or an alternate division agreed upon by both individuals and the district. Job sharing assignments shall be filled only by employees who have jointly agreed to work together and is subject to district approval.

Job sharing shall be available for leave and non-leave situations to employees who have continuing contracts with the district and who have indicated in writing to the Superintendent in charge of Personnel of their desire to job share. Job share participants in a leave situation who wish to continue their job share position may request an extension for the following school year.

30 At the end of the first or second year of job sharing, a person on leave will be returned to a position equal to or nearly equal to the position originally occupied in terms of grade level and/or subject area as specified in Article IX - Leaves.

Any employee continuing in a job sharing position after two (2) consecutive years must resign that portion of full FTE not worked and will be considered a permanent part-time employee.

Should a job share participant resign or take a leave of absence prior to or during the school year, the job share situation will be handled as follows:

1. Offer full-time employment to the remaining job share participant, or,

2. Hire compatible job share participant or,

3. The district may replace the job share situation with a full time employee and reassign the displaced part-time employee. The two (2) individuals in a shared position must submit a written job share plan worked out with and subject to the approval of the participants' immediate building supervisor. The plan must include how the following items will be covered, where applicable:

1. Faculty meetings, grade level meetings, parent conferences, field trips, staff development, in– service, open house, curriculum nights, first day of school, last day of school, parent/employee conferences, multidisciplinary team meetings, grading, optional days.

2. Agreement of acceptable division of time (e.g. AM/PM; 2 1/2 days/ 2 1/2 days; etc.)

3. Consistent Discipline Plan

4. Communication system: between job share partners, with principal, with parents, with employees and staff

5. Projected duration of job share position.

Job share participants will qualify for salary advancements, experience credits, sick leave and other benefits as would any other less than 1.0 FTE employee. An explanation of how these benefits apply to less than full-time positions will be made available to each participant by the payroll office.

Any permanent job share participant desiring to return to full time employment will be notified of all openings within the district and be given the opportunity to apply for them as specified in Article V, Sections 5.5, 5.5.1, 5.6.

Section 6.12 Assessment The District and the Association realize the importance of assessment in measuring student performance. Analysis of assessment data is fundamental to the instructional process. We further agree that the ability of students to progress and mature academically is the combined result of many factors including school, home, economic, and social environment. All of these factors need to be taken into account as we evaluate student performance. 1. Assessment Testing and Workload a. Current Required and Voluntary Standardized and Classroom-based Assessments Prior to the September Labor Management Council meeting, the District will create and publish an assessment calendar listing all standardized and classroom-based assessments that will be 31 administered during the year and the timeframe for doing so. This includes all assessments required by law or regulations, required by the District, and any such assessments not required but voluntarily implemented due to decision-making at the building level. Nothing in this section is intended to address or limit the use of individually or collaboratively generated student assessments at the department or classroom level. b. Assessment Impact on Instructional Time Assessment Impact on Instructional Time The District and the Association agree that formative assessment is innately part of the learning process, and time spent on formative assessments advances the purpose of instructional time. The District and Association also agree that standardized summative assessments should minimally impact student learning time as necessary. c. Review through Labor Management Team Periodically during each school year, the Labor Management Team will review the workload impact stemming from the use of standardized and classroom-based assessments. By mutual agreement the parties may enter into agreements, including, but not limited to, amendments to this Agreement during its term, that are designed to address any such workload issues, and also to update on an annual basis the assessment calendar. 2. Building Assessment Support The building administration, in collaboration with the building leadership team, will annually create a plan to utilize “peak load” funds for assessment support in the building.

Elementary Grades K-1 For teachers in Grades K-1, the District will provide substitute coverage for the equivalent of fourteen (14) hours for one-on-one student assessments in the Fall and the equivalent of fourteen (14) hours for one-on- one student assessments in the Spring, to be scheduled through the building principal.

ARTICLE VII - EMPLOYEES EVALUATION AND PROBATION PROCEDURES

Section 7.1 - General Purpose The purpose of this evaluation procedure shall be to recognize high levels of performance and encourage improvement in specific identifiable areas through constructive and fair assessment of employee competency, strengths and weaknesses as they relate to the effective operation of the instructional process.

All employees shall be evaluated each year in accordance with the procedures and criteria set forth in this Article.

The parties acknowledge that provisional employees shall be on probation and evaluated in accordance with the procedures identified in State Law.

Section 7.2 - Definitions Observation: The actual viewing of the employee working.

Observation Report: A written summary of the situation observed during an observation. The observation report (Appendix L, M, N, or O) is used as the basis for the Evaluation Report and will be placed in the Personnel File. It is recognized that observations are not limited to the classroom setting.

Evaluation: A summary of the results of an observation(s) of the employee during the evaluation process.

Evaluation Report: The document which summarizes the Observation Reports and which becomes a part of the employee personnel file. The Evaluation Report form is attached as Appendix P or Q. Employees undergoing Short Form evaluation will utilize Appendix R or S as appropriate. 32 Evaluation Process: The process which begins with the first observation of each school year and ends with the placement of the Evaluation Report (Appendix P, Q, R or S as appropriate) in the employee personnel file.

Evaluation Criteria: The criteria set forth and attached as Appendices I, J, K.

Professional Growth Option (PGO): An alternative to the Certificated Long Form and Short Form methods of evaluation. The fundamental activities of this process are: 1) the annual development of specific teaching and/or direct job-related growth goals by the employee with the support of the supervisor; and 2) self-assessment related to the attainment of the established growth goals conducted by the employee.

Planning Worksheet/Verification Form for PGO (see Appendix T): The document on which the employee outlines his/her professional goal(s) and method(s) or self-assessment under the PGO. After the final meeting between the employee and supervisor regarding the completion of the PGO plan, the supervisor marks this document to indicate completion of the PGO plan and forwards it to the Human Resources Office for inclusion in the employee’s personnel file.

Section 7.3 – Procedures 7.3.1 - Responsibility for Evaluation: Within each school, the principal or his/her designee, hereinafter called "supervisors", shall be responsible for the evaluation of employees assigned to that school. The administrative organizational plan of the District shall be used to determine lines of responsibility for evaluation of employees assigned to more than one school or for employees not regularly assigned to any school. Principals or other supervisors may designate other supervisory staff to assist in the evaluation process.

In no case may any recording device be employed for the purpose of employee evaluation without the permission of the employee.

Prior to the beginning of the announced observation process, each supervisor shall meet with the employees whom he/she shall evaluate to review and discuss the evaluation procedures, criteria and the employee’s yearly professional goals.

7.3.2 - Observations: During each school year, each employee on Long Form Evaluation shall be observed for the purpose of evaluation at least twice in the performance of his or her assigned duties for a total of at least 60 minutes. Third year provisional employees shall be observed at least three times for a total of at least 90 minutes. If the employee is being evaluated under a Short Form, then the number of observations will be governed by the guidelines of that option.

If, after the first observation, the employee is judged to be unsatisfactory, the second observation shall be at least 30 minutes in length.

Evaluators may exceed the minimum number of observations and minutes.

7.3.3 - Evaluations: All employees newly employed by the District shall be observed within the first ninety (90) calendar days of commencement of their employment.

33 Either the employee or the supervisor may note and comment on the existence of constraining factors present in the observation setting.

Each Evaluation Report shall specify the lengths of time and dates of the observations upon which it is based.

Each Evaluation Report shall specify whether it is an annual evaluation for a continuing employee or that required for an employee newly employed by the District and shall be completed prior to June 1 of each year.

Each Evaluation Report shall include a rating (Satisfactory, Needs improvement or Unsatisfactory) which shall reflect the over-all performance noted on the Observation Reports.

Section 7.4 – Long Form Evaluation Process For at least one formal observation, the supervisor and the employee shall meet to discuss the goals and objectives to be observed during the observation, possible constraining factors and to establish the time and date for the observation.

Within five (5) working days following each observation, the supervisor shall meet with the employee and shall have prepared an Observation Report (Appendix L or M). The employee shall be provided with a copy of the Observation Report. The employee shall sign the District's copy of the Observation Report to indicate that he/she has received a copy. The signature of the employee does not, however, necessarily imply that the employee agrees with the contents of the Observation Report.

For those employees not participating in the PGO, following no fewer than two (2) or more than four (4) observations under 7.3.2 above, the Supervisor shall complete an Evaluation Report form (Appendix P or Q) summarizing the Observation Reports and shall provide the employee with a copy of the Evaluation Report. If the employee is rated "Needs Improvement" or "Unsatisfactory", the supervisor must meet with the employee to discuss the completed evaluation report. The employee shall sign the District's copy of the Evaluation Report to indicate that he/she has received a copy of the report. The signature of the employee does not, however, necessarily imply that the employee agrees with the contents of the Evaluation Report.

An employee who disagrees with the content of his or her Evaluation Report shall have the right to attach thereto his or her own written explanation concerning the area(s) of disagreement.

Each Evaluation Report shall be promptly forwarded to the District Personnel Office for filing in the employee's personnel file.

Section 7.5 - Short Form Evaluation After an employee has four years of satisfactory Long Form evaluations, at least two of which must be in the Lakewood School District, under the Long Form process as outlined in ARTICLE VII, Section 7.4, an administrator may use a Short Form of evaluation as allowed by current state law.

The regular Long Form Evaluation Process shall be followed at least once every five (5) years and an employee or evaluator may request that the regular evaluation process be conducted in any given year.

The Short Form of evaluation shall be consistent with the following: 1. Placement on the Short Form Process requires mutual agreement by both the employee and evaluator.

2. If the Short Form process is to be used, the employee shall be notified in writing prior to the beginning of the process. 34 3. The evaluator and employee shall choose one (1) of the two (2) options below for the short form process. a. Completion of the Short Form Evaluation (Appendix R or S) based on one observation of no less than 30 consecutive minutes during the school year with a written summary. OR b. A final written evaluation report (Appendix R or S) based on evaluation criteria herein and two (2) observation periods during the school year totaling at least sixty (60) minutes without a written summary of such observations being prepared.

4. The Short Form evaluation process may not be used as a basis for determining that an employee's work is less than satisfactory, nor as probable cause of the non-renewal of an employee's contract under current state law.

5. The supervisor may decide to move the employee to the regular Long Form evaluation process after the Short Form process has begun, provided that the decision is made and communicated to the employee in writing, including the reason(s) for the decision, no later than March 1.

6. Any employee with a “Needs Improvement” or "Unsatisfactory", in their overall Long Form evaluation, or any of the criteria, in the previous four (4) years will not be eligible for the Short Form Process.

7. The evaluator will select those employees to be placed on the Short Form process, in compliance with paragraphs 1 – 6 of Section 7.5.

Section 7.6 Plan of Improvement In the event that the Evaluation Report indicates that the employee needs improvement in one or more areas as defined in the evaluation criteria, the supervisor may meet with the employee to develop a mutually agreeable program designed to improve the employee's competency in the deficient areas. This program will be indicated on the Plan of Improvement form, Appendix U or V. Failing to reach a mutually agreeable program, the supervisor may prepare a specific and reasonable program and deliver such program to the employee.

In no event shall the mutually agreed upon or supervisor's own program for improvement require the employee to: 1. Satisfy performance criteria other than those listed under Evaluation Criteria;

2. Tape record or video tape any lesson conducted by the employee;

3. Request non-supervisory personnel in the bargaining unit to observe and/or evaluate the employee;

4. Purchase any publication, supplies, or equipment;

a. Involve student participation different from the normal classroom role;

b. Be monitored or evaluated by use of any electronic device; and/or

c. Enroll in any class, program or activity not recognized for credit for salary schedule placement and/or require employee expenditures for tuition, books and/or materials.

35 Section 7.7 – Procedures for Probation In the event that the evaluator determines that an employee is not performing satisfactorily as a result of the process outlined in Article VII, the Superintendent, after October 15, shall notify the employee, in writing at least five (5) business days in advance of the date that he/she is to be placed upon probation. Such notice shall include the specific deficiencies for which the employee is being placed upon probation, a suggested reasonable program for improvement and a statement indicating the duration of the probationary period.

The program for improvement shall clearly set forth in writing specific measurable objectives designed to assist the particular employee to overcome the specific concerns(s) and specifically set forth by name those persons who shall be involved in assisting the employee in overcoming the concern(s). The following provisions shall also apply to the probationary process (as per current state law):

a. Probationary period of sixty (60) school days shall be established. b. The purpose of the probationary period is to give the employee the opportunity to demonstrate improvements in his/her areas of deficiency. c. During the probationary period, the evaluator shall meet with the employee at least twice monthly to supervise and make a written evaluation of the progress, if any, made by the employee. d. The evaluator may authorize one (1) additional employee to evaluate the probationer and to aid the employee in improving his or her areas of deficiency. This provision, however, shall not negate the probationer’s right to have other individuals of his/her choosing to observe his/her performance. e. The probationer may be removed from probation if he/she has demonstrated improvement to the satisfaction of the principal in those areas specifically detailed in his/her initial notice of deficiency and subsequently detailed in his/her improvement program. The employee shall be informed in writing if he/she is to be taken off probation. f. Lack of necessary improvement shall be specifically documented in writing with notification to the probationer and shall constitute grounds for a finding of probable cause under applicable state statues. In the event an employee is to be non-renewed, the employee shall be notified as required by statute. g. Immediately following the completion of a probationary period that does not produce performance changes detailed in the initial notice of deficiencies and improvement program, the employee may be removed from his or her assignment and placed into an alternative assignment for the remainder of the school year. This reassignment may not displace another employee nor may it adversely affect the probationary employee’s compensation or benefits for the remainder of the employee’s contract year. If such reassignment is not possible, the District may, at its option, place the employee on paid leave for the balance of the contract term.

Section 7.8 – Provisional Employees All provisional employees shall be evaluated subject to current statutes. Provisional employees shall be specifically excluded from this probationary procedure, provided that, before non-renewing any provisional employee for alleged performance deficiencies, the evaluator shall have made good faith efforts beyond the minimum requirements of the evaluation process contained herein to assist the employee in remediating said deficiencies. The evaluator will meet with the affected employee and, at the option of the employee, another person chosen by the employee, to review the specifics of the good faith efforts beyond the minimum requirements of the evaluation process.

It is understood that in most instances, provisional employees who are found to be unsatisfactory will not be offered continued employment. Dismissal of provisional employees shall be as provided under state law and shall not be subject to the grievance procedure.

Provisional employees will be evaluated pursuant to Article VII, Section 7.1 through 7.4. It is understood that Section 7.6 does not apply to provisional employees. 36 Section 7.9- Representation Rights Each employee shall have the right to request and the right to have present a representative of his or her choice at all stages of the evaluation and probation process. The employee shall inform the supervisor in advance whenever such representative will be present.

Section 7.10 Applicability to Grievance Procedure The provisions of Article XI, Grievance, shall be applicable to evaluation only as it relates to procedural issues and the subjective judgments of the evaluator shall not be applicable. No grievance proceeding shall stay the authority of the District from continuing with probationary and/or non-renewal action pursuant to the procedures established by state law, unless a determination to the contrary has been entered as a result of the utilization of the grievance procedure.

Section 7.11– Professional Growth Option (PGO) The Professional Growth Option (PGO) is an alternative to the Certificated Long Form and Short Form evaluation methods. The PGO is an annual, growth-oriented, employee-centered process that encourages peer collaboration and includes self-reflection, self-assessment and goal setting that align with District and building/program goals. The supervisor and the employee share the responsibility for developing and carrying out the PGO. The fundamental activities for this process are: 1) the annual development of specific teaching and/or direct job-related growth goals by the employee with the support of the supervisor; and 2) self-assessment related to attainment of the established growth goals conducted by the employee.

The PGO provides the employee with the freedom to explore his/her goal(s) in a risk-free environment but still requires the employee to be responsible for maintaining competence in the seven (7) state mandated areas of the Evaluative Criteria. The PGO may not pass to nor be used in a summative evaluation process.

7.11.1 Role of the Employee in the PGO The employee participating in the PGO is responsible for developing one (1) to four (4) professional goals for him/herself and participating in meetings with the supervisor to discuss progress toward these goals, as well as to discuss any assistance the employee desires from the District. The employee is also expected to be prepared to discuss his/her progress in achieving his/her goals at the culminating meeting at the conclusion of the PGO timeframe.

7.11.2 Role of the Supervisor in the PGO The role of the supervisor is to collaborate with and assist the employee in working toward the implementation and completion of the PGO, particularly in making reasonable efforts to provide the resources necessary to help the employee successfully achieve his/her professional goal(s). The supervisor shall sign the Planning Form/Verification Form at the end of the year verifying that the employee has been engaged in and has completed a professional growth plan. This verification form shall be retained in the employee’s personnel file.

7.11.3 Eligibility to Participate in a PGO The PGO shall be voluntary to employees who have successfully completed four years of satisfactory Long Form evaluations, at least two of which must be in the Lakewood School District under the Long Form process as outlined in Article VII, Section 7.4. Any eligible staff member wishing to participate in a PGO should notify his/her supervisor early in the school year. The employee may continue with the professional growth option for up to four (4) consecutive years and then must return to Long form evaluation for a period of one (1) year.

37 If an employee decides to change back from PGO to regular summative evaluation for the current school year, s/he must notify the building administrator/supervisor prior to February 15. Participation in the PGO is by mutual agreement and may be terminated by either the employee or the supervisor.

The supervisor may terminate the agreement only due to concerns with the employee’s satisfactory performance of his/her professional duties. If either party elects to terminate the PGO, s/he must communicate this to the other party in writing, stating the specific reasons that have prompted the decision. This document shall not be placed in the employee’s personnel file. The parties would then be responsible for meeting the requirements outlined for either Long Form or Short Form summative evaluation on the affected employee.

7.11.4 Components of the PGO The employee will design an initial growth plan that establishes one (1) to four (4) goals and a plan for self-assessing the progress toward the achievement of these goals.

The components of the PGO plan will include but are not limited to: a set of tasks and activities that will help the employee move toward successful achievement of his/her goals; and a timeline which includes regular meetings between the employee and the supervisor to discuss progress toward the goals and/or any assistance the employee wishes to request from the supervisor or District. Initial meetings between employee and supervisor should occur no later than November 1st and the PGO will be completed by May 15th.

Employees shall choose to use one or more of the following sources of information in developing the PGO: a. Peer review and/or evaluation b. Input by parents and/or students c. Self-determined personal or professional goals d. District goals e. Building goals f. Self-assessment g. Personal academic records h. Other relevant sources

Employees may work independently; however, peer involvement is encouraged. Employees may elect to work collaboratively in teams, department groups, or grade level groups in goal setting and attainment.

7.11.5 PGO Documentation Materials, records, portfolios, etc. expressly developed as a result of the individual’s participation in the PGO shall be retained by the employee participating in the program and shall not be retained in the employee’s personnel file (unless requested by the employee) or used by the District in summative evaluations. The employee will share this information with the supervisor as appropriated during the term of the professional growth plan to assist collaborative discussion of the employee’s professional growth. A PGO Planning Worksheet/Verification Form (see Appendix T) will be completed and signed by the employee and supervisor no later than May 15th. This form alone shall be retained in the employee’s personnel file.

38 ARTICLE VIII - REDUCTION IN FORCE

Section 8.1. General If it becomes necessary for the District to reduce the number of certificated employees due to lack of funds, the determination of those certificated staff to be retained shall be made on the basis of certification and seniority as defined in Section 8.3 in that order, provided that employees holding provisional contracts are non-renewed prior to the implementation of a reduction in force. It is understood that if a position is to be filled, and the only employee eligible to fill that position is a provisional employee, that employee would not be non-renewed. In this case, “eligible” is defined as the most senior appropriately certificated employee per Section 8.3 herein.

If the District conducts a reduction in force under this article the following procedure will be used:

The District shall: 1. Prior to January 15th of each year, provide each employee with a statement of his/her standing in accordance with Section 8.2 (certification) herein, and his/her seniority in accordance with Section 8.3 (seniority) herein, as recorded in his/her District personnel records. Each employee shall, prior to February 15th, return such statement to the Superintendent's office certifying that the statement is correct or incorrect. If incorrect, the employee must provide to the Superintendent legal proof verifying such employee’s public school service in accordance with Paragraph 8.2 and 8.3 herein. If the statement is not returned by February 15th of the current year, the statement shall be deemed correct. The final certification and seniority list will be published and distributed to employees and the Association by March 1st.

2. Determine the projected reduction in staffing based on the modified educational program. The modified educational program shall take into consideration determination of the specific services and activities to be retained. The modified educational program shall be made available to the Association prior to April 15th .

3. Determine, as accurately as possible, the total number of employees known as of April 15th to be leaving the District for reasons of retirement, family transfer, normal resignations, leaves, discharge or non- renewal (including all employees who are provisional). These vacancies will be taken into consideration in determining the number of available positions for the following school year.

4. Assign employees to appropriate positions, subject to the provisions of this agreement and state law and state regulations.

5. No later than April 15th make an initial determination of probable cause under current state law and identify the names of any employees whose contracts will tentatively be non-renewed for the ensuing school year. This will be done on the basis of certification and seniority as described herein and shall be furnished to the recognized employees' organization and any affected employees. Any such employee on the list, may, in writing, within five (5) days of receipt of the list, file with the Superintendent his/her objection to the ranking order and may request consideration for modification of the same, provided such individual includes in his/her written request a full statement as to the facts in support of his/her contention that the list be modified.

If the Superintendent rejects the individual's request for modification of the list, s/he shall so notify such individual and Association within five (5) days thereafter.

6. No later than May 15th, or June 15th if the omnibus appropriations act has not passed the legislature by May 15th, identify the names of employees to be terminated under the District's reduced program and 39 services, provide a list of said employees to the Association, and provide appropriate notification to affected employees in accordance with current state law. Employees so identified herein will be considered the employment pool.

Section 8.2 Definition of Certification Certification shall be determined by the District based upon the Revised Code of Washington (RCW current regulations) and the Washington Administrative Code (WAC current regulations). An employee shall be deemed qualified for a position if s/he holds the state required certificate. To ensure that the employees recommended for retention will be qualified to implement the education program determined by the District, all employees must possess valid Washington State certificates as may be required for the position(s) under consideration.

Section 8.3 Definition of Seniority The District shall retain those employees with the most seniority as defined below: 1. “Seniority” shall mean the number of years of certificated experience in Washington State. Employees on leave will have the seniority accrued at the time they discontinued active service to the District credited to them, unless otherwise provided in this Agreement.

2. Current employees of the Lakewood School District as of September 1, 2008 shall be credited the amount of seniority documented as of that date and accumulated under the previous seniority system.

3. In the case of equality of seniority, the determining factor will be seniority within the District. If ties still exist, the employee at the most advanced point on the vertical column of the salary schedule shall have preference. In the event ties still exist, the employee(s) with the largest number of college, university and professional credits eligible for recognition by the District for salary purposes beyond the B.A. degree, as earned and recorded with the District as of December 31, shall have preference. For classroom teachers, in the event ties still exist, the teacher with the highest overall performance evaluation rating score (1-4) on his or her prior year evaluation (comprehensive or focused) shall have preference.

4. In the event that more than one individual employee has the same seniority ranking after applying the above provisions, all employees so affected shall participate in a drawing, by lot, to determine position on the seniority list. The Association and all employees so affected shall be notified in writing by the District of the date, place and time of the drawing. The drawing shall be conducted openly and at a time and place which will allow affected employees and the Association in attendance.

Section 8.4 Leaves Upon determination that the non-renewal of employees will be necessary, employees shall be invited to apply for one-year leaves of absence without pay. The Superintendent shall recommend favorable action to the Board for any such applicant whose position can be adequately filled from within the district if the granting of such leave should make it possible to grant a contract to a non-renewed employee from the employment pool, referred to in Section 8.5. Employees taking one-year leaves of absence shall be responsible for providing the district with mailing addresses and any changes thereof during their leave period. The employee on leave will be required to notify the District office by letter of his/her desire to return to a teaching position for the next ensuing year by April 1st of the year in which the leave will expire.

Nothing contained herein shall be interpreted to abrogate the rights of any employee who receives a special leave of absence. 40 Section 8.5 Recall Procedure Any employee receiving written notice of contract non-renewal pursuant to the provision of this section shall be placed in an employment pool for possible re-employment until such time as either the affected employee turns down employment of equal FTE from which the employee was reduced, or the affected employee fails to notify the District of his/her acceptance of an offered position within ten (10) days from the date of receipt of the job offer as in 8.5.3 below. It is expressly understood that the failure of an employee to accept a position of lesser FTE than what the employee had at the time of non-renewal shall not remove an employee from the employment pool.

Employment pool personnel will be offered any position that becomes available for which the employee is certified. If the FTE of the available position is greater than that of the employee’s FTE, the District and the employee may mutually agree to increase the employee’s FTE. If more than one such employee is certified for an open position, the criteria set forth in Section 8.3 shall be applied to determine who shall be offered the position, with the employee with the most seniority offered first right of refusal to the position.

In the case that an employee who had previously earned continuing status with the District is being recalled into what would otherwise be a leave replacement contract, the continuing status of that employee shall be maintained, and a continuing contract shall be offered.

In the event that programs are restored, or positions are available, the Board shall follow the following procedures when recalling employees:

1. All qualified employees who have been placed in the employment pool shall first be recalled before the Board employs or assigns any additional personnel to fill teaching assignments. Non- renewed employees shall first be recalled by certification, then seniority. Employees who were previously assigned to full-time positions shall be recalled to full-time positions provided that employees shall have the option of accepting any part-time position that may exist without jeopardizing their recall status for any full-time position.

2. When a vacancy occurs for which any such person in the employment pool is qualified, notification from the school district to such individual will be by certified mail sent to employee's last known address, or personal written contact by the Superintendent or his/her designee. Such individual shall have ten (10) days from date of receipt or personal written contact to accept the position, whichever shall occur first.

3. An employee in the recall pool shall maintain employment status with the District for two (2) years immediately following August 31 of the year the employee is laid off. Such employment status may be extended upon employee request at the discretion of the Board.

4. Substitute teaching positions shall be offered to interested teachers in the employment pool, in order of seniority per Section 8.3, before any other person is offered such a position. If there is a change in software capabilities, the parties will meet to discuss how to revise the process.

5. Insurance eligibility and benefits may be continued under the conditions set by SEBB.

Section 8.6. Layoff Benefits All rights to which an employee was entitled at the time of his/her layoff including unused accumulated sick leave and credits toward leave eligibility will be restored to the employee upon his/her return to active

41 employment. The employee will be placed upon the proper step of the salary schedule for the employee’s current position according to the employee's experience and education.

Section 8.7 Applicability of the Grievance Process Nothing contained herein shall be interpreted to abrogate the rights of any employee’s rights to access the grievance procedure contained in the Agreement.

ARTICLE IX – LEAVES

Upon completion of a leave, an employee will be returned to a position equal to, or nearly equal to, the position originally occupied, in terms of grade level and/or subject area. Seniority rights, unused sick leave accumulation and other rights stipulated by law and this agreement will be retained by the employee upon her/his return. However, no seniority or sick leave will accrue during the time of a leave of absence. It is understood that all leave benefits are pro-rated to the employee's FTE. It is understood that all leaves shall be applied as described in this section on all workdays.

Section 9.1 - Sick Leave Each employee will be credited with twelve (12) days compensated leave for sickness, illness and emergencies each year. Of these twelve (12) days per year, two days are for emergency leave. The term “Emergency Leave” shall mean a sudden or unexpected occurrence demanding prompt attention and attendance.

Part-time employees will be credited with prorated days based upon the length of actual teaching time. The superintendent may require a physician's written statement to allow use of accumulated sick leave beyond three days.

Sick leave may be utilized to care for a child of the employee with a health condition that requires treatment or supervision.

An employee's sick leave may be used in case of illness in the immediate family, parent of employee or parent-in-law, grandparent, spouse, or sibling of employee. Immediate family shall include children, husband or wife, registered domestic partner or any other person living in the immediate household as a member of the employee's family. All days used for family illness will be charged against the employee's accumulated sick leave.

9.1.1 - Sick Leave Share Program 1. Employees are granted the right to donate sick leave to come to the aid of another employee who is suffering from an extraordinary or severe illness, injury, impairment, physical or mental condition, or who has been called to serve in the uniformed services, which has caused, or is likely to cause, the employee to take leave without pay or terminate his or her employment. A District/LEA committee meets to address each request to determine eligibility.

2. An employee who has an accrued sick leave balance of more than twenty-two (22) days is allowed to transfer sick leave to another employee as specified in (1) above.

3. Employees cannot donate sick leave days that would result in their sick leave account going below twenty-two (22) days.

42 4. While an employee is on leave which was transferred under this section, he/she shall be classified as an employee and receive the same treatment in respect to salary, wages and employee benefits as the employee would normally receive if using accrued sick leave.

Section 9.2 – Maternity, Paternity and New Parent Leave Maternity, paternity or new parent leave shall be deducted from the total twelve (12) days sick leave per year, or from the total accumulated sick leave.

9.2.1 Notification and Timing An employee wishing to take maternity, paternity or new parent leave must:

1. Request a leave of absence at least one month prior to beginning the leave, or as soon as possible.

2. In the case of maternity leave, begin the leave when she is no longer capable of performing her duties, with written concurrence of her physician.

3. State in writing the request to return to employment.

4. If the employee wishes to request to return prior to the stated end date of the approved leave, s/he may do so. The District’s ability to grant an early return from leave is dependent on having an open position to which the employee can return. If no open position is available for an early return, the employee may request being placed on the substitute list. The District will attempt to place this employee as a priority on each day the employee is available for substitute work.

5. Notify the superintendent within thirty (30) days after childbirth or adoption, the specific day s/he intends to return to work, barring medical complication.

9.2.2 Extensions Extensions of maternity, paternity or new parent leave shall not exceed twelve (12) months in duration.

9.2.3 Accrued Benefits and Privileges The accrual of benefits and privileges, such as seniority, service credits and retirement and pension rights, shall be applied on the same terms and conditions as they are applied to any other temporary disability.

Section 9.3 – Family Leave The federal Family Medical Leave Act (FMLA, state Family Leave Act (FLA), and state Family Care Act (FCA) may be used per statue to extend leave for the employee or employee’s family.

Section 9.4 - Leave of Absence A leave of absence without pay and benefits may be granted when no other specific leave applies under the following terms and conditions.

9.4.1 Notification and Timing An employee seeking a leave of absence must: 1. Make the request one (1) month prior to taking the leave or prior to March 1, unless the deadline is waived by the superintendent.

2. Seek a leave which will not exceed a period of twelve (12) months.

43 3. Schedule the leave to start at the beginning of the school year or second or third trimesters (for grades PK-5 employees) or second semester (for grades 6-12 employees), except in the case of medical disability.

4. Submit a written confirmation of return at least one (1) month prior to the established date of return or by March 1, whichever comes first, or the employee will have presumed to have resigned from the District.

5. Receive final approval for the leave from the Board of Directors.

6. The District will contact employees on leave to notify them of the March 1 deadline.

Section 9.5 - Bereavement Leave Bereavement leave up to five (5) days leave per occurrence will be authorized in the event of the death of any member of the employee's family, including a fiancé or domestic partner, or any other person living in the immediate household as a member of the employee’s family. This leave is not subtracted from the employee's accrued compensated leave of Section 9.1. In the event leave is taken for a close friend, the employee shall pay the cost of the substitute or receive ½ day pay, whichever is less. Casual friends or distant relatives are not covered by this leave.

Section 9.6 - Unpaid Leave Unpaid leave may be granted by the superintendent. Employees shall have the per diem rate of their annual salary deducted for each day of unpaid leave.

Section 9.7 - Judicial Leave In the event an employee is summoned to serve as a juror, or appear as a witness in court, or is named as a co-defendant with the District, such employee shall receive a normal day's pay for each day of required presence in court. In the event that an employee is a party in a court action, such employee may request a leave of absence.

When an employee is subpoenaed as a witness, leave shall be granted with pay provided that if said employee is subpoenaed in a case brought or supported by the Association, or as a witness with a pecuniary or proprietary interest in the proceeding, leave shall be granted without pay.

Section 9.8 - Military Leave Members of the Washington National Guard, the Army, Navy, Air Force, Coast Guard, or Marine Reserve of the United States, or of any organized reserve or armed forces of the United States, shall be granted military leave of absence from his/her teaching assignment for a period not exceeding twenty-one (21) calendar days during each year for training purposes. There shall be no loss of accrued privileges, vacations, pay, or sick leave to which the employee might otherwise be entitled. Whenever a choice is possible, the employee shall request this leave when school is not in session.

Section 9.9 - Personal Leave Two (2) days (16 hours) of personal leave will be granted annually. Personal leave shall be frontloaded and pro-rated to FTE. Up to two (2) days (16 hours) can be carried over each year to a maximum of five (5) total banked days (40 hours). The employee shall not be required to give reasons for the leave other than that it is “personal.”

Personal leave will be granted on a first-come, first-served basis. No more than two (2) employees per elementary school and three (3) employees per secondary school per day may schedule personal leave.

44 Employees must complete a Leave Form and submit the request to the building principal. The request for such leave will be submitted at least 24 hours in advance.

Additional personal leave days may be granted with the approval of the Superintendent so long as the employee pays an amount equal to the substitute employee's actual costs including salaries and benefits. In addition, the Superintendent may grant approval of personal leave beyond the limits per building.

9.9.1 - Personal Leave Incentive Program By June 30th of each school year, the employee may submit in writing to the Business Office their request to cash out up to two (2) unused personal leave days (16 hours). Unused personal leave will be compensated for each day at the substitute rate on the July warrant. Any days beyond the maximum five banked days (40 hours) will be cashed out and paid on the July warrant.

Section 9.10 - Association Leave 9.10.1 Association Leave for Officers The District will grant up to nine (9) days to the Association president, vice president or an elected delegate, with pay, to conduct Association business

In the case of the president, a partial FTE leave of absence will be approved should the Association request it and reimburse all costs associated with such leave. In such an instance, the president shall request and be approved for a job-share with an employee hired on a leave replacement contract for the FTE of the leave. Such leave shall be approved on an annual basis, not subject to the two-year time limit in Section 6.11.

9.10.2 Additional Association Leave The District will grant up to twelve (12) days to members of the Association with pay, to conduct Association business. The Association Leave shall be granted under the following conditions: 1. That notice to take the leave be given the superintendent at least five (5) days in advance of the date the leave is to begin, if possible.

2. That the purpose of the leave shall be clearly stated in the notice to the superintendent.

3. That the Association shall reimburse the District for actual substitute costs including salary and benefits.

The Association may use the six (6) days for other meetings under the following conditions: 1. That notice to take the leave be given the superintendent at least five (5) days in advance of the date the leave is to begin if possible.

2. That the purpose of the leave shall be clearly stated in the notice to the Superintendent.

3. That the Association shall reimburse the District for actual substitute costs including salary and benefits.

The District reserves the right to deny any leave that would be found by a court of competent jurisdiction illegal.

45 ARTICLE X – COMPENSATION

Section 10.1 - Salary Schedule

The salary schedule is attached to this Agreement as Appendix B

Employees must notify the District of an error in payment for the current contract year in which the alleged error in payment was made. The party who becomes aware of an error in payment will make the other party aware of it in a timely manner. For overpayments, the District and the employee will mutually agree to the method of repayment.

10.1.1 - Leave Replacement Employee Any person replacing an employee on leave, pursuant to current state law, shall be paid according to the following: 1. Greater than twenty (20) consecutive student contact days in the same assignment shall be paid at the per diem of the BA Step 0 placement on the salary schedule retroactive to the first day of employment in this assignment. One (1) day may be missed due to illness or emergency without disrupting the consecutive day count.

2. Greater than forty-five (45) consecutive student contact days in the same assignment shall be paid at the employee’s per diem commensurate with the employee’s education and experience when placed on the salary schedule retroactive to the first day of employment in this assignment. Two (2) days may be missed due to illness or emergency without disrupting the consecutive day count.

3. If a leave of greater than sixty (60) consecutive student contact days in the same assignment is approved, the district shall issue a non-continuing contract to the person hired to fill that leave replacement position. All of the provisions of the collective bargaining agreement shall apply on a prorated basis to such persons issued a non-continuing contract replacing an employee on leave, pursuant to current state law. Article VII and Article VIII do not apply to persons who are issued a non-continuing contract.

Section 10.2 – Time, Responsibility and Incentive (TRI) Supplemental Contract The District and Association agree and affirm the following beliefs: 1. The Success of the Lakewood School District is dependent upon hiring and retaining the highest quality teachers;

2. Providing a quality education for students requires a commitment from employees to continued professional development and a commitment to the profession beyond the base contract, normal working hours and school year;

3. State law allows additional compensation for additional time, responsibilities and incentive (TRI);

4. The additional commitment required of Lakewood’s employees cannot be accurately measured in hours or days; and

5. The time necessary to fulfill any one employee’s responsibilities will vary from that of another employee as determined by the individual’s own professional judgment.

46 As such, each employee shall be issued a supplemental contract as additional compensation for responsibilities of employees beyond the base contract and normal working hours and school as follows:

The supplemental contract recognizes that employees perform self-determined professional duties beyond the expectations of the basic contract, normal working hours and school year, providing a professionally responsible level of service, which may include:

1. Room preparation for school opening and routine room maintenance throughout the school year; 2. Work related to the conclusion of the school year; 3. Professional development activities and research; 4. Providing individual help to students; 5. Supporting and attending school and district activities; 6. Communication with students and parents; 7. Special projects; 8. Materials development and preparation; 9. Individual, grade-level team and/or departmental course/curriculum planning; 10. Meeting and collaborating with colleagues; 11. Evaluating student work; 12. Researching educational materials; 13. Developing technological skills; 14. Preparing special assessments; 15. Developing assessment skills; 16. Participating in the development, implementation and evaluation of the building’s School Improvement Plan and/or District Improvement Plan; and/or 17. Other related activities, as determined by the employee.

Compensation for each employee’s supplemental contract shall be in accordance with the employee’s placement on the TRI Supplemental Contract Schedule contained in Appendix C.

For all these reasons stated above, the Lakewood School District will provide a TRI Responsibility Stipend in recognition of the additional services required of employees outside the basic contract and supplemental workdays. The Responsibility Stipend is attached in Appendix E, and shall be calculated in the following manner:

2016-2017: 31.6% of the base schedule (SAM) for that year* 2017-2018: 36.1% of the base schedule (SAM) for that year*

*In the event of a double M & O levy failure, the TRI compensation shall remain at 20.6% of the 2010-2011 base contract (SAM).

The District and the Association agreed to increase supplemental pay in this Section 10.2 on the basis of the District’s levy authority in 2016. If the legislature reduces the District’s levy authority or changes how levy funds may be spent, and other supplemental funds are not made available to maintain the bargained supplemental pay, the District and the Association agree to meet and negotiate regarding the amount of supplemental pay impacted by the legislative change. Nothing bargained may violate compensation limitations imposed by state law or subject the District to a state funding penalty. If an agreement cannot be reached, the District shall have no obligation to continue supplemental pay above 28.1% or such higher percentage as reflects the amount of supplemental pay impacted by the legislative change.

47 Payment for this professional stipend shall be made in twelve (12) equal monthly installments. Part time employees will have their supplemental compensation adjusted to the employee’s FTE.

Employees are expected to attend two (2) additional work days beyond the number of days funded per state salary schedule, currently 180 days. Compensation for these supplemental days shall be included in the TRI Schedule in Appendix C (referenced above). One day prior to the first day of school shall be scheduled for activities associated with the opening of school and one day shall be scheduled for activities associated with Learning Improvement. All leaves apply per Article IX – Leaves.

10.2.A 2018-2020 Salary Compensation

The 36.1% TRI responsibility stipend provided to employees for the 2017-18 school year has been rolled into each employee’s base contract salary for the 2018-19 school year. Fulfillment of the professional responsibilities and work formerly associated with this responsibility stipend, including the two non-school work days at the beginning of the year, are now likewise considered rolled into the employees’ base contract expectations (professional pay for professional work; 182-day work year) as part of the state’s statutory program of basic education.

Notwithstanding the foregoing, the District and the Association recognize the need for professional educators to continue their professional development, for the District and the building and/or department to meet together to plan, to have in-service training, and to have staff engage fully with the District’s program of professional learning maintained pursuant to the guidelines and definitions contained in RCW 28A.415.430 - .432. For these reasons, the District will provide each employee a Professional Learning Stipend (PLS) by supplemental contract as an incentive and in recognition of the additional services and responsibilities required of all certificated staff members under the District’s program for professional learning.

Salaries will increase by 1.6% for the 20-21 school year and the PLS shall be equal to 7% of each employee’s base contract amount, as shown on the PLA Schedule attached hereto as Appendix C. As part of this PLS, Employees are expected to attend one (1) additional work day beyond the number of days funded per the 2018-19 salary schedule, 182 days (total work year, 183 days). Compensation for the supplemental day is included in the PLS (referenced above).

With respect to the three non-school work days referenced above, one day prior to the first day of school shall be scheduled for activities associated with the opening of school and two days shall be scheduled for activities associated with professional learning. The district will schedule the three days to be held consecutively near the end of August. All leaves apply per Article IX – Leaves.

Payment for this professional stipend shall be made in twelve (12) equal monthly installments. Part time employees will have their supplemental compensation adjusted to the employee’s FTE.

In 2019-20 base compensation will be increased by the percentage of the state-funded inflationary adjustment applied to the District’s Certificated Instructional Staff allocation received from the state for that year (the IPD).

Section 10.2.B Special Provision for Per Diem Pay for 2018-19 School Year Only.

For the 2018-19 school year only, notwithstanding any provision to the contrary appearing elsewhere in this Agreement, supplemental pay payable on a per diem or per diem hourly basis shall be paid on the basis of the Supplemental Salary Schedule (Appendix D-1), which shall be the

48 2017-18 Salary Schedule increased by 3.1%. In 2019-20, the per diem rate will be equal to the 2018-19 rate, increased by the IPD.

Section 10.2.1 – Longevity Stipend Longevity stipends will be provided on an annual basis in the amount of $2500 for all employees with 10 – 24 years of service and $5,000 for all employees with 25 or more years of service.

Section 10.2.2 – Legislative Funding Impact a. If the Legislature fails to provide regionalization funding, the District and the Association agree to meet and negotiate regarding the amount of supplemental pay and/or staffing impacted by the legislative change. If staffing cuts are necessary, counselors, PE, and librarians will not be protected by minimum staffing language in Section 6.8.1 and 6.8.2. Longevity stipends will not be cut by more than 50% and PLS will not be less than 4%.

Section 10.3 Extended Days Employees eligible for extended days and additional supplemental days are to be compensated on a supplemental contract at a rate of $175.00 per day or the employees per diem rate shown on the Supplemental Salary Schedule, attached hereto as Appendix D-1, whichever is greater. Compensation for part time employees will be adjusted to the employee’s FTE.

Employees eligible for extended day compensation are listed below. The following extended days apply per full time FTE (part time FTE will be pro-rated):

School Psychologists 12.5 days (100 hours) each Speech Language Pathologists 5 days (40 hours) each Occupational Therapists 5 days (40 hours) each Title I/LAP Teachers 3 days (24 hours) each Elementary Counselors 7 days (56 hours) each Middle School Counselors 12 days (96 hours) each High School Counselors 14.5 days (116 hours) each Librarians 6 days (48 hours) each Nurses 5 days (40 hours) each ELL Teachers 6 days (48 hours) each CTE Teachers 12.25 days (98 hours) each*

*The extended days for CTE teachers listed above are contingent on continued CTE funding at 2019– 2020 levels or above. In the event CTE funding is reduced, the parties agree to meet to bargain the impact. Additionally, extended days for CTE teachers will be based on the CTE portion of their FTE.

The employee and his or her supervisor shall develop a general plan outlining how they will schedule and use these extended days at the end of the prior school year. Such plan may be reviewed and revised the following fall. Payment shall be made in twelve (12) equal monthly installments. By August 31st, the employee must complete a verification form documenting completion of the extended days.

49 Section 10.4 Educational Credits All credits recognized by the state will be counted on the salary schedule. Ten (10) clock hours equal one (1) college credit.

10.4.1 - Deadline Dates Credits applicable for an educational increment or degree must be earned before August 31. Notification to the District by the employee will be made by November 1. The formal record for these classes will be presented to the superintendent as soon as possible after completion of the class.

Section 10.5 - Professional Development Incentive The District will provide courses to be offered in the District at a subsidized tuition rate. Courses offered will consist of educational and related course work. The appropriate Director in charge of Curriculum and Instruction will consult with LEA as to staff interest, scheduling preferences and courses to be offered. At least six (6) quarter credits or the equivalent number of clock hours will be offered per year on site. The appropriate Director in charge of Curriculum and Instruction will attempt to develop and offer a staff development program wherein courses are available throughout the school year. The District shall arrange clock hours for all staff development sponsored by the District for which such clock hours can be pre- approved. The credits and clock hours earned will apply to the salary schedule.

Section 10.6 - Experience Steps The District will approve the maximum amount of experience recognized by the state for salary purposes, in accordance with state law applicable to the 2017-18 school year.

Recognizing that some ESA and CTE staff have experience outside of education that may be considered in the appropriate determination of a staff member’s placement on the salary schedule, the employee may request that the superintendent or designee look at verified work experience to decide if they should qualify for extra steps.

Employees placed on a salary schedule previous to the one effective September 1, 2018 may be eligible for recognition of additional years of experience. These employees must submit verified experience reports to the Human Resources office prior to January 1, 2019 for consideration of additional years of experience. Reports submitted prior to October 1, 2018, when verified, may qualify the employee for additional experience in the 2018-2019 school year. Reports submitted between October 2, 2018 and January 2019, if verified, may qualify the employee for additional experience in the 2019-2020 work year.

The District’s determination of salary schedule placement for ESA and CTE staff based on experience outside of education is not subject to grievance under Article XI of the Agreement.

Section 10.7 Summer School Employee Wage Compensation for employees who teach summer school will be paid at per diem rate on the Per Diem Salary Schedule, (Appendix D-1).

Section 10.8 Substitute Employees Substitute Employees shall be entitled to utilize the grievance procedures described in Article XI with regard to the interpretation or application of any terms and conditions of this Agreement that apply to them (as noted in Section 1.1).

50 Section 10.9 - Insurance Benefits

School Employees Benefits Board (SEBB) Program

The District shall pay the full portion of the employer contribution to the Health Care Authority (HCA) for insurance programs as adopted in the statewide collective bargaining agreement for all employees who meet the eligibility requirements outlined in state law and generally described below. Benefits presently provided by the SEBB include but are not necessarily limited to: • Basic Life and Accidental Death and Dismemberment Insurance (AD&D) • Basic Long-term Disability • Vision • Dental which may include orthodontia • Medical Employees are eligible to participate in the SEBB offered Medical Flexible Spending Arrangement (FSA) and Dependent Care Assistance Program (DCAP). Employees who select a qualifying High Deductible Health Plan (HDHP) for their medical insurance will automatically be enrolled in a Health Savings Account (HSA). These employees may choose to make additional contributions to their HSAs through a payroll deduction.

10.9.1 – Eligibility

Certificated staff, including substitute employees, shall be eligible for full insurance coverage under the SEBB program if they work, or are anticipated to work, the hours consistent with the threshold established by state law. For the purposes of counting hours for eligibility, the year shall be from September 1 through August 31. All hours worked during the school year shall count for purposes of establishing eligibility. When an employee, with the exception of those non-continuing employees and employees who do not work at least six of the last eight weeks of the school year, is hired into a position that would qualify for benefits if filled for the full eligibility year and not enough days remain in the year to achieve the threshold established by state law, that employee will be provided with benefits coverage.

10.9.2 – Leaves

Paid leave hours shall count towards the hours used to determine eligibility for benefits under this section. Employees on unpaid leave status will retain their employee/employer relationship status for the provisions of this section and will receive benefits as required by SEBB policy. An employee on approved leave under the Family and Medical Leave Act (FMLA) or the Washington State Paid Family Leave (PFML) will continue to receive the employer contribution for insurance coverage in accordance with the federal FMLA or current state rules, regulations, and guidelines. For an employee on leave without pay who is no longer anticipated to meet the eligibility standard for employer paid insurance benefits by the end of the school year, the employee will have the option of self-paying the premium to HCA (COBRA).

10.9.3 - Benefit Enrollment/Start

Benefit coverage for new employees will begin the first day of the month following the first day of work when it is expected that the employee will qualify for healthcare as outlined above, except during the month of September when the employee’s benefit coverage will begin in September if the employee is

51 expected to qualify for benefits during the school year and that employee begins on or before the first day of school in September. Employees previously employed by a SEBB employer and eligible for SEBB coverage in the month prior to the first day of work will have uninterrupted benefit coverage if they meet the eligibility requirements above. Should an employee who previously was not expected to be eligible for benefits under SEBB work the state hours threshold in one year, the employee will become eligible for benefits to begin the month after the state hours threshold is met.

10.9.4 - Benefit Termination/End

Any employee terminating employment shall be entitled to continue receiving the District insurance contribution for the remainder of the calendar month in which the contribution is effective. In cases where separation occurs after completion of full contract obligation (i.e. the end of the student school year in June) benefit coverage will continue until August 31, unless the effective date of the employee’s resignation occurs in June or July. The District agrees to inform any future retirees of available retirement options with regard to impact of the timing of their retirement date. Monthly, the District will report to the Association any added represented employees not covered by SEBB and those whose benefit coverage is reasonably anticipated to change in the ensuing month. Any changes to an employee’s benefits reasonably anticipated or occurring in July or August shall be discussed at a Labor Management meeting prior to the end of the school year.

10.9.5 - Legislative Changes

If the Washington State Legislature changes provisions of the SEBB to allow for changes in employer contributions towards elective benefits, or substantially changes the medical coverage provisions, either party can reopen this Section 10.9 for negotiation over the changes to the extent allowed by law.

10.9.6 - Additional Items

The District will contribute $60.00 per bargaining unit member, pro-rated by FTE, per month to employee VEBA accounts beginning Jan. 1, 2020.

Beginning January 1, 2020, the District shall pay for both the employee and the employer portion of the Washington State Paid Family Medical Leave premium at the current rate of 0.4%. In the event of an increase to the current premium rate of 0.4%, the excess will be divided between the employee and employer at the then-current statutory ratio.

All of the provisions of Section 10.9 shall be interpreted consistent with the rules, regulations, and guidelines of the SEBB.

The District will implement the SEBB Continuation Coverage Policies (2018-58, 2019-06, 2019-07) and communicate these options to employees.

Section 10.10 - Attendance Incentive 1. In January of the year following any year in which a minimum of sixty (60) days of sick leave is accrued and each January thereafter, an employee may receive remuneration for unused sick leave accumulated in the previous year at a rate equal to one day's monetary compensation of the employee for each four (4) days of accrued sick leave in excess of sixty (60) days.

52 2. The sick leave for which compensation has been paid shall be deducted from the employee's accrued sick leave at a rate of four (4) days for every day's compensation paid.

3. An employee at the time of separation from school district employment due to retirement or death shall receive remuneration at a rate equal to one day's current monetary compensation of the employee for each four (4) days of accrued leave for illness or injury. This remuneration shall also be paid to employees separating from District employment at age 55 or older who have at least ten years of service under plan 3 or at least 15 years of service under plan 2.

4. District shall establish rules consistent with the regulations of the State Board of Education and the Office of Superintendent of Public Instruction, including changes of months for the purpose of accounting, to allow employees to claim benefits hereunder, provided that for the purposes of Section C, no employee may receive compensation under this section for any portion of sick leave accumulated at a rate in excess of one (1) day per month.

5. The District will provide information concerning the availability of sick leave buy back to each member with the December paycheck.

Section 10.11 - Committee Compensation Those employees that are required to serve on District sponsored committees shall be compensated at the committee rate of $32.00 per hour.

Those employees required to serve on the District Curriculum Council (DCC) will receive compensation at committee rate in lieu of a stipend for their participation at DCC meetings scheduled beyond their workday. The council will serve in an ad hoc capacity with meetings and participation set as needed by the Assistant Superintendent or his designee in order to fulfill duties and responsibilities consistent with Board policy and procedures.

Section 10.12 – Co-Curricular Stipends

Co-curricular stipends will be paid according to the schedule in Appendix F. All co-curricular (non- coaching) stipends shall be increased annually by the same percentage increase applied to the salary schedule base salary increase. Notwithstanding the foregoing, for the 2018-19 school year, these stipends shall be increased by 9.1% from their 2017-18 amounts, and in 2019-20 increased by the IPD from the 2018-19 amounts.

A pool of discretionary funds will be provided to each building for the purpose of co-curricular stipends. (See Appendix F). The building staff, along with administration, shall annually design and vote on a plan for allocation of stipends from the discretionary pool.

In the case of stipends for activities that are grant-funded an appropriate stipend shall be included within the grant. In addition, gate receipts and ASB fundraisers may be used to provide additional funds for stipends not specifically referenced in Appendix F.

If the Band Director is required to attend post-season events, s/he shall receive $410.00 per season.

Section 10.13 - Professional Development Fund A professional development fund will be provided for each building. Each fund will be established at $63.00 per employee assigned to that building.

53 The money will be distributed by the Professional Development Review Committee in each building consisting of four LEA members appointed by the LEA and the building administrator. The committee will accept written and documented application for grants, establish a review procedure and distribute funds up to the annual limit. Any unused funds will be rolled over to the following year’s professional development fund, to a maximum of $5,000.

It is recommended that said grants should be consistent with priorities of the applicant, the building and district. Recipients will either complete a brief narrative report on the professional development experience or will participate in an alternative dissemination activity at their option.

In the event of a double levy failure, all professional development funds will be suspended. This support will be restored subsequent to levy passage and first levy collection.

ARTICLE XI - GRIEVANCE PROCEDURES

Section 11.1 – Definitions Grievant: the Association or an employee or group of employees included in the bargaining unit represented by the Association.

Grievance: any claim of an alleged violation, misinterpretation or misapplication of the terms of this agreement.

Days: bargaining unit workdays during the school year; district business days during the summer break.

Section 11.2 - Timelines Timelines may be extended by mutual written agreement of the parties. If the Association fails to meet a required timeline, the grievance will be considered to be withdrawn. If the District fails to meet a required timeline, the grievant will have the option of moving the grievance to the next step in the process.

Section 11.3 – Representation A grievant may elect self-representation or be represented by an Association-selected representative. However, the Association has the exclusive right to determine representation at Arbitration. The Association shall have the right to be present and to state its views at all stages of the grievance procedure.

The Association shall be notified in writing as to the disposition of any grievance.

Section 11.4 -Procedures 1. By mutual written agreement, any step of this grievance procedure may be bypassed. 2. Association grievances involving one or more employees or one or more supervisors and Grievances involving an administrator above the building level may initially be filed at Step 2 and must be presented in writing on Appendix H. 3. A grievance may be withdrawn or settled at any step without establishing prejudice or precedent. 4. When the District’s investigation or processing of any grievance requires employees or Association representatives to be absent from their assignment, they shall be released without loss of pay or benefits. 5. No reprisals shall be taken by the employer against any employee because of the employee’s participation or refusal to participate in a grievance.

54 Section 11.5 – Grievance Steps Step 1 – Informal Meeting Within thirty (30) days of learning of an alleged grievance, the grievant shall schedule a meeting to discuss the complaint with his/her immediate supervisor. Every effort will be made to resolve the grievance at this level. This step may be waived by mutual consent of the parties. The grievance resolution shall be summarized in writing. Step 2 – Supervisor’s Level If no settlement is reached at Step 1, the grievance will be reduced to writing on the form in Appendix H and presented at a Step 2 meeting within ten (10) days following the Step 1 meeting to the immediate supervisor for reconsideration. The supervisor will respond in writing within five (5) days after the meeting. The response shall include the reasons upon which the decision was based.

An Association grievance may be initially presented at Step 2. In such case it will be reduced to writing on Appendix H – Grievance Form within thirty (30) days of learning of an alleged grievance.

Step 3 – Superintendent’s Level If no settlement is reached at Step 2, or if the Step 2 supervisor fails to respond within five (5) days, the grievance may be appealed to the Superintendent within ten (10) days after the Step 2 response was received or should have been received. A meeting shall occur with the Superintendent or designee within five (5) days after receipt of the Step 3 appeal. The Superintendent or designee shall respond in writing within five (5) days after the Step 3 meeting. The response shall include the reasons upon which the decision was based.

Section 11.6 - Optional Grievance Mediation 1. If the grievance is not resolved at Step 3, the Association may request grievance mediation.

2. The Association shall notify the District in writing within ten (10) days of receipt of the Step 3 response of its desire to refer the grievance to mediation.

3. The District shall respond in writing to the Association within five (5) days of receipt of the Association notification whether or not the District agrees to mediation.

4. If the parties agree to mediation, they shall attempt to agree on a mediator. If no agreement is reached, the grievance may move forward to binding arbitration.

5. The mediator will have the authority to meet separately with either party, but will not have the authority to compel resolution of the grievance.

6. The presentation of facts and considerations shall not be limited to those presented at Step 3.

7. Proceedings shall be informal in nature.

8. Any settlement agreed to shall be reduced to writing by the mediator, and signed by the parties and, if necessary, shall be enforceable through the grievance procedure of the Agreement.

9. The fees and expenses of the mediator and related costs shall be borne equally by the parties.

10. If no settlement is reached, the grievance may be continued to binding arbitration.

55 Section 11.7 - Binding Arbitration If the grievance is not resolved at Step 3, or at mediation, the Association, at its sole discretion, may advance any grievance to final and binding arbitration within twenty (20) days of receipt of the Step 3 response (or the termination of grievance mediation). The arbitrator shall be selected from a list provided by the Federal Mediation & Conciliation Service (FMCS) in accordance with its rules, which likewise shall govern the arbitration proceeding.

The arbitrator shall have authority to make decisions and to provide appropriate remedies on all provisions of this agreement, consistent with existing statutes. The arbitrator’s decision shall be binding on both parties.

The arbitrator’s award shall be submitted in writing to the parties within thirty (30) days of the close of the hearing and shall set forth findings of fact, reasoning and conclusions on the issues submitted.

The arbitrator’s fees and expenses shall be borne equally by the parties. All other costs will be paid by the party incurring them.

Section 11.8 - Attendance Requirements If attendance at meetings, hearings, appeals or other proceedings relating to the grievance adjustment process which are scheduled, as set forth herein, whether as a grievant, a witness, a representative of the Association, requires an employee's absence from his/her regular duty assignment, he/she shall be released from such duty assignment without loss of pay or other penalty, provided that the costs of substitutes will be shared equally by the Association and the District.

Section 11.9 - Freedom from Reprisal Individuals involved in grievance adjustment proceedings, whether as a grievant, a witness, a representative of the Association, or the District, shall not suffer any restraint, interference, discrimination, coercion or reprisal on account of their participation in the grievance adjusting process.

Section 11.10 - Representation At each formal step, beginning with Step 2 in the procedure, the grievant may be represented by a representative of the Lakewood Education Association. Any grievant shall have the right at any time to present grievances and to utilize, beginning with Step 2, counsel of his/her own choice, without the intervention of the Association, so long as the resulting adjustment does not conflict with the terms of any agreement between the District and the Association or with existing District policy, or with established District practice, PROVIDED, that the Association has been given an opportunity to have its representative present at all meetings, hearings and other proceedings giving rise to the adjustment.

Section 11.11 - Confidentiality All documents, communications and records dealing with grievances and their adjustments shall be filed separately from the grievant's personnel file and two (2) years after the adjustment of his/her grievance shall be destroyed, or if retained, all names expunged from the records.

Section 11.12 - Title IX of the Education Amendments of 1972 Pursuant to Title IX of the Education Amendments of 1972 and the related regulation #86.6, this grievance procedure will be used to handle any complaints of the certified staff alleging discrimination based on sex, provided that these procedures are not a prerequisite for the filing of complaints with the Office for Civil Rights. Persons against whom allegations of discrimination based on sex are made will be so notified and all parties concerned will be notified as to the dates and procedures for hearings of such allegations.

56 The superintendent will immediately correct and/or remediate any procedures, rules, regulations and/or practices which caused discrimination based on sex.

ARTICLE XII - NO STRIKE PROVISION

The Association agrees that for the duration of this agreement, it will not foster, condone, acquiesce in, or encourage any job action (strike, work stopping, sick-in, crossing picket lines, etc.) by bargaining employees. If such conditions arise, the Association agrees to use its influence to discourage participation in said action and to make clear to all bargaining employees that the Association is not a sponsor or supporter of said action. Individual employees who violate this provision shall be subject to disciplinary action by the District.

ARTICLE XIII - TERM OF AGREEMENT

The parties acknowledge that during the negotiations of this agreement, each had the unlimited right and opportunity to make demands and proposals with respect to any and all subjects or matters not removed by law from the area of collective bargaining and that the understandings and agreements arrived at by the parties are set forth in the agreement and no oral statement shall add to or supersede any of its provisions. The Association agrees not to obligate the District to bargain collectively with respect to any subject or matter not specifically referred to or covered in this agreement.

The contract shall remain in full force and effect from September 1, 2020 until August 31, 2021. Additional contract sections may be reopened by mutual agreement between the District and the Association.

The parties further agree that the compensation and Fringe Benefit increases shall not result in forfeiture or penalty to the District from violation of House Bill 166, the State Appropriations Act, or any State regulations governing compensation and Fringe Benefit increases.

FOR THE BOARD: FOR THE ASSOCIATION:

______Board Secretary, Superintendent Lakewood Education Association President

______Date Date

57 LAKEWOOD SCHOOL DISTRICT NO. 306 CERTIFIED EMPLOYEES' AGREEMENT 2020-2021

APPENDIX Compensation Schedules and Contracts Calendars Appendix A Salary Schedule Appendix B PLS Salary Schedule Appendix C Combo Salary Schedule Appendix D Per Diem Appendix D-1 PLS Supplemental Contract Appendix E Co-Curricular Stipends Appendix F Co-Curricular Supplemental Contract Appendix G Grievant Forms Grievance Procedure Form Appendix H Evaluation Information Criterion and Forms Evaluation Criteria – ESA Appendix I Long Form Observation – ESA Appendix J Short Form Observation – ESA Appendix K Long Form Summary Evaluation – ESA Appendix L Short Form Evaluation – ESA Appendix M Probationary Plan of Improvement Form – ESA Appendix N Memorandums of Understanding MOU: ESSB 5940 Appendix O MOU: Teacher Evaluation Process Appendix P MOU: Section 10.12 Appendix Q MOU: Early Notification Appendix R MOU: Middle School A/B Elective Teachers Appendix S

58 APPENDIX A 2020-21 Lakewood School District Approved 5-1-19

Su Mo Tu We Th Fr Sa August Su Mo Tu We Th Fr Sa January (19) 1 1 2 1 New Year's Day 2 3 4 5 6 7 8 3 4 5 6 7 8 9 ,, 18 Martin Luther King Jr. Day

9 10 11 12 13 14 15 10 11 12 13,, 14 15 16 29 Semester Ends 16 17 18 19 20 21 22 17 18 19 20 21 22 23 V " 23 24 25 26 27 28 29 31 New Hire Orientation 24 25 26 27,, 28 29 30 30 31 31

Su Mo Tu We Th Fr Sa September (11) Su Mo Tu We Th Fr Sa February (18) 1 2 3 4 5 1,2,3 PLS& Opening Acitivities 1 2 3 4 5 6 1 Semester Break 6 7 11 12 7 Labor Day 7 8 9 -.10 " 11 12 13 15 Presidents' Day lw �,' �7 ..., 8 First Day grades 1-12 13 14 15 16,, 17 18 19 14 15 16 17 18 19 20 20 21 22 23 24 25 26 8,9,10 Kinder. Slow Start 21 22 23 24' 25 26 27 '" ,I _., 11 Kindergarten First Day 27 28 29 "'"30_, 28

Su Mo Tu We Th Fr Sa October (22) Su Mo Tu We Th Fr Sa March (22) 1 2 3 1 2 3 4 5 6 15 Snow Make-up Day ,I 4 5 7 8 9 10 7 9 16 2nd Trimester Ends 6 ,, 8 10.., 11 12 13 11 12 13 14_, 15 16 17 14 �� 16 17 18 19 20 29-Apr. 2 K-5 Conferences

18 19 20 21.., 22 23 24 21 22 23 24.., 25 26 27 25 26 27 28 29 30 31 28 ,, ,,,29 ,,a6lA'f

Su Mo Tu We Th Fr Sa November (1s1 Su Mo Tu We Th Fr Sa April (111 1 2 3 4 5 6 7 9 1st Quarter Ends 3 1-2 K-5 Conferences ,, / 8 9 10 11 12 13 14 11 Veterans' Day 4 5 6 7 8 9 10 5-9 Spring Break " 15 )6' ,,YI 4 � ,)ef 21 16-20 K-5 conferences 11 12 13 14._, 15 16 17 14 3rd Quarter Ends 22 23 24 ,,.r( 26 27 28 17-20 6-8 conferences 18 19 20 21 22 23 24 25, 26, 27 Thanksgiving 29 30 25 26 27 -.28 _, 29 30

Su Mo Tu We Th Fr Sa December (14) Su Mo Tu We Th Fr Sa May (20) 1 2 3 4 5 3 1st Trimester Ends 1 .., 6 7 8 9 ' 10 11 12 21-31 Winter Break 2 3 4 5 6 7 8 31 Memorial Day ,I " 13 14 15 16.., 17 18 19 9 10 11 12,, 13 14 15

20 21 22 23 24 25 26 16 17 18 19.., 20 21 22 " 27 28 29 30 31 23 24 25 ,..26 ,, 27 28 29 30 31

Su Mo Tu We Th Fr Sa June (13) -LAKEWOOD ------1 2 3 4 5 11 Tentative Graduation ,.. SCHOOL DISTRICT 6 7 8 9 ' 10 11 12 17 Last Day ,I 5 18 Snow Make-up Day 13 14 15 16 �18' 19 2020-21 Calendar 20 21 22 23 24 25 26 Key: /Half Day QLate StartOSnow Make-up Day 27 28 29 30 APPENDIX B

Lakewood School District No. 306 Certified State Salary Schedule 2020-2021

Years of MA +90 or Service BA BA+IS BA+30 BA+45 BA+90/MA MA+45 Ph.D 0 53,107 54,541 56,027 57,518 63,671 68,450 71,530

I 53,823 55,276 56,781 58,337 64,378 69,208 72,267

2 54,503 55,971 57,493 59,167 65,091 69,906 73,001

3 55,205 56,688 58,224 59,953 65,767 70,568 73,738

4 55,893 57,441 58,987 60,775 66,475 71,309 74,502

5 56,604 58,158 59,721 61,608 67,195 72,013 75,267

6 57,335 58,856 60,471 62,453 67,932 72,727 75,998

7 58,620 60,163 61,799 63,888 69,314 74,177 77,541

8 60,499 62,127 63,802 66,063 71,488 76,418 79,904

9 64,160 65,919 68,262 73,685 78,732 82,339

10 68,062 70,574 75,999 81,112 84,835

11 72,954 78,378 83,602 87,400

12 75,256 80,851 86,159 90,072

13 83,411 88,779 92,809

14 86,046 91,583 95,648

15 88,282 93,964 98,134

16 or more 90,047 95,843 100,098

*Total eli!Qblecredist must be earnedby December 31 1991 (W__AC392-121-255(3)) APPENDIX C

Lakewood School District No. 306 Certified PLS Supplemental Schedule 2020-2021

Years of MA +90or Service BA BA+lS BA+30 BA+45 BA+-90/MA MA+45 Ph.D. 0 3,718 3,818 3,922 4,026 4,457 4,791 5,007 I 3,768 3,869 3,975 4,084 4,506 4,845 5,059 2 3,815 3,918 4,025 4,142 4,556 4,893 5,110 3 3,864 3,968 4,076 4,197 4,604 4,940 5,162 4 3,913 4,021 4,129 4,254 4,653 4,992 5,215 5 3,962 4,071 4,181 4,313 4,704 5,041 5,269 6 4,013 4,120 4,233 4,372 4,755 5,091 5,320 7 4,103 4,211 4,326 4,472 4,852 5,192 5,428 8 4,235 4,349 4,466 4,624 5,004 5,349 5,593 9 4,491 4,614 4,778 5,158 5,511 5,764 10 4,764 4,940 5,320 5,678 5,938 11 5,107 5,486 5,852 6,118 12 5,268 5,660 6,031 6,305 13 5,839 6,215 6,497 14 6,023 6,411 6,695 15 6,180 6,577 6,869 16 or more 6,303 6,709 7,007 APPENDIX D Lakewood School District No. 306 Certified State SalarySchedule 2020-2021

Years of BA BA+IS BA+30 BA+45 BA+90/MA MA+45 MA+90 Ser\lice

53,107 54,541 56,027 57.518 63,671 68.450 7I .530 Base Salary 0 3.718 3.818 3.922 4.026 4,457 4,791 5.007 PLS $56 825 $58.359 $59,949 $61,544 S68 128 $73.241 $76,537 Total Salary 53.823 55,276 56,781 58,337 64,378 69,208 72,267 Base Salary I 3.768 3.869 3.975 4.084 4.506 4.845 5.059 PLS S57,591 S59 145 $60,756 S62,421 $68,884 $74 053 $77.326 Total Salan• 54,503 55,971 57,493 59,167 65,091 69,906 73,001 Base Salary 2 3,815 3,918 4,025 4,142 4,556 4,893 5,110 PLS $58.318 $59.889 $61.518 $63.309 $69 647 $74 799 S78 111 Total Salary 55.205 56.688 58.224 59,953 65.767 70.568 73.738 Base Salary 3 3.864 3,968 4.076 4,197 4.604 4,940 5,162 PLS $59 069 $60,656 S62.300 $64,150 $70.371 S75,508 $78,900 Total Salary 55.893 57,441 58,987 60,775 66.475 71.309 74.502 Base Salary 4 3.913 4,021 4,129 4,254 4.653 4,992 5,215 PLS SS9 806 $61 462 $63 116 $65 029 $71 128 S76.301 $79 717 Total Salary 56.604 58.158 59.721 61.608 67.195 72.013 75.267 Base Salary 5 3,962 4.071 4,181 4.313 4.704 5.041 5.269 PLS $60,566 $62.229 $63,902 S65,921 $71,899 $77.0S4 $80,536 Total Salarv 57,335 58,856 60,471 62,453 67,932 72,727 75,998 Base Salary 6 4,013 4,120 4,233 4,372 4,755 5,091 5,320 PLS S61 -ug $62.976 $64 704 S66 825 $72 687 $77818 $81,318 Total Salan. 58.620 60,163 61,799 63,888 69,314 74,177 77.541 Base Salary 7 4.103 4.211 4.326 4.472 4.852 5,192 5,428 PLS $62,723 $64,374 $66.125 S68.360 $74 166 S79.368 $82 969 Total Salary 60,499 62,127 63.802 66,063 71,488 76,418 79,904 Base Salary 8 4.235 4,349 4,466 4,624 5,004 5,349 5,593 PLS S64 734 $66 476 $68.268 $70 687 $76 492 $81 767 $85,497 Total Salan 64,160 65.919 68,262 73.685 78,732 82,339 Base Salary 9 4,491 4,614 4,778 5,158 5.511 5.764 PLS $68.651 $70,533 $73'°40 S78 843 S84 243 $88 103 Total Salarv 68,062 70,574 75,999 81,112 84,835 Base Salary 10 4,764 4,940 5,320 5,678 5,938 PLS S72,826 $75,514 $81,319 $86 790 $90,773 Total Salan 72.954 78.378 83,602 87,400 Base Salary II 5,107 5,486 5.852 6,118 PLS $78 061 $83,864 $89,454 $93,518 Total Salary 75,256 80.851 86,159 90.072 Base Salary 12 5,268 5,660 6,031 6,305 PLS $80.524 S86.Sll $92190 $96,377 Total Salan 83.411 88.779 92,809 Base Salary 13 5,839 6,215 6,497 PLS $89,250 $94,994 $99.306 Total Salan 86,046 91,583 95,648 Base Salary 14 6,023 6,411 6,695 PLS S92,069 $97994 $102.343 Total Salarv 88.282 93,964 98,134 Base Salary 15 6,180 6.577 6,869 PLS $94 462 $100 541 $105,003 Total Salarv 90.047 95.843 100,098 Base Salary 16 or more 6,303 6,709 7,007 PLS $96,350 $102,552 S107 10S Total Salani

�31 1991 For credits earned after the BA degree bul before the MA degree: any credisl in excess of 45 may be counted afterthe MA degree.

•• Longevity Slipend I 0-24 years of service$2500 ••• Longevity Stipend 25+ years of experience $5000 APPENDIX D-1

Per Diem Schedule For Certificated Instructional Staff For School Year 2020-2021 *** Education Experience *** Years MA+90 of OR Service BA Per Diem BA+IS Per Diem BA+30 Per Diem BA+4S Per Diem BA+90/ MA Per Diem MA+4S Per Diem Ph.D. Per Diem 0 36,521 27.10 37,507 27.83 38,529 28.59 39,554 29.35 43.785 32.49 47,072 34.93 49,191 36.49

I 37,013 27.46 38,013 28.20 39,048 28.98 40,117 29.77 44,272 32.85 47,593 35.32 49,697 36.87

2 37,481 27.81 38,491 28.56 39,537 29.33 40,688 30.19 44,762 33.21 48.073 35.67 50,201 37.25

3 37,964 28.16 38,983 28.93 40,040 29.71 41,229 30.59 45,227 33.56 48,529 36.01 50,709 37.62

4 38,437 28.52 39,501 29.31 40,565 30.09 41,794 31.01 45,714 33.91 49,038 36.38 51,234 38.02

5 38,926 28.88 39,995 29.68 41,069 30.47 42,367 31.44 46,209 34.29 49,522 36.75 51,760 38.40

6 39,428 29.25 40,474 30.03 41,585 30.86 42,948 31.86 46,716 34.67 50,013 37.10 52,262 38.78

7 40,312 29.91 41,373 30.69 42,498 31.54 43,935 32.60 47,666 35.37 51,010 37.85 53,324 39.56

8 41,604 30.87 42,724 31.70 43,876 32.55 45,431 33.71 49,161 36.47 52,552 38.99 54,949 40.77

9 44,122 32.74 45,332 33.64 46,943 34.83 50,672 37.60 54,143 40.17 56,623 42.01

10 46,805 34.73 48,533 36.01 52,263 38.78 55,780 41.39 58,340 43.29

11 50,169 37.23 53,899 39.99 57,492 42.66 60,104 44.59

12 51,753 38.39 55,600 41.25 59,250 43.96 61,942 45.96

13 57,360 42.56 61,052 45.30 63,823 47.36

14 59,172 43.90 62,981 46.73 65,776 48.81

15 60,710 45.05 64,618 47.95 67,486 50.07

16 or more 61,924 45.94 65,910 48.90 68,836 51.07

For credits eamed after the BA degreebut before the MA degree: Any credits in excess of 45 may be counted after the MA degree. APPENDIX E

Lakewood School District #306 Professional Learning Stipend (PLS) Supplemental Contract 2020-2021

The District and the Association recognize the need for professional educators to continue their professional development, for the District and the building and/or department to meet together to plan, to have in-service training, and to have staffengage fully with the District's program of professional learning maintained pursuant to the guidelines and definitions contained in RCW 28A.415.430 - .432. For these reasons, the District will provide each employee a Professional Learning Stipend (PLS) by supplemental contract as an incentive and in recognition of the additional services and responsibilities required of all certificated staff members under the District's program for professional learning. As part of this stipend, the employee agrees to work 1 additional day in 2020-2021 to be scheduled and directed by the district.

I. Work related to the conclusion of the school year; 2. Professional development activities and research; 3. Providing individual help to students; 4. Supporting and attending school and district activities; 5. Communication with students and parents; 6. Materials development and preparation; 7. Individual, grade-level team, and/or departmental course/curriculum planning; 8. Meeting and collaborating with colleagues; 9. Evaluating student work; I 0. Preparing special assessments; 11. Participating in the development, implementation, and evaluation of the building's School Improvement Plan and/or District Improvement Plan and

Employees are expected to attend one additional work day beyond the 182 day base contract. Compensation for this supplemental day shall be included in the PLS salary schedule in Appendix C. All leaves will apply per Article IX-Leaves. Supplemental Contracts will be paid in twelve (12) equal payments beginning in September through August.

Pursuant to the provisions of RCW 28A.405.240, this contract is not subject to the continuing contract provisions of Title 28A. RCW. It is not for provision of services that are part of the District's basic education program, and shall automatically terminate at the end of the school year identified above.

I agree to provide a professionally responsible level of service for activities as described in Section 10.2 of the collective bargaining agreement between the Lakewood School District and the Lakewood Education Association.

Signature of Employee Printed Name Date Co-Curricular Stipends APPENDIX F

POSITION SCHOOL ASSIGNED STAFF NAME 20-21 STIPEND CARE Team CCE $ 500.00 CARE Team CCE $ 500.00 Band CCE $ 973.00 Choir CCE $ 973.00 Technology Coordinator CCE $ 1,886.00 Kiln Manager CCE $ 500.00 BLT/Leadership Council (K-1)* CCE $ 789.00 BLT/Leadership Council (2-3)* CCE $ 789.00 BLT/Leadership Council (4-5)* CCE $ 789.00 BLT/Leadership Council (K-5) CCE $ 789.00 BLT/Leadership Council (K-5) CCE $ 789.00 TILT Team CCE $ 789.00 TILT Team CCE $ 789.00 TILT Team CCE $ 789.00 TILT Team CCE $ 789.00 5th Grade Camp CCE $ 472.00 5th Grade Camp CCE $ 472.00 5th Grade Camp CCE $ 472.00 Discretionary Stipend Pool CCE $ 3,481.00 POSITION SCHOOL ASSIGNED STAFF NAME 20-21 STIPEND CARE Team ECE $ 500.00 CARE Team ECE $ 500.00 Band ECE $ 973.00 Choir ECE $ 973.00 Technology Coordinator ECE $ 1,886.00 Kiln Manager ECE $ 500.00 BLT/Leadership Council (K-1)* ECE $ 789.00 BLT/Leadership Council (2-3)* ECE $ 789.00 BLT/Leadership Council (4-5)* ECE $ 789.00 BLT/Leadership Council (K-5) ECE $ 789.00 BLT/Leadership Council (K-5) ECE $ 789.00 TILT Team ECE $ 789.00 TILT Team ECE $ 789.00 TILT Team ECE $ 789.00 TILT Team ECE $ 789.00 5th Grade Camp ECE $ 472.00 5th Grade Camp ECE $ 472.00 5th Grade Camp ECE $ 472.00 Discretionary Stipend Pool ECE $ 3,481.00 POSITION SCHOOL ASSIGNED STAFF NAME 20-21 STIPEND CARE Team LES $ 500.00 CARE Team LES $ 500.00 Technology Coordinator LES $ 1,886.00 Kiln Manager LES $ 500.00 BLT/Leadership Council (K-1)* LES $ 789.00 BLT/Leadership Council (2-3)* LES $ 789.00 BLT/Leadership Council (4-5)* LES $ 789.00 BLT/Leadership Council (K-5) LES $ 789.00 BLT/Leadership Council (K-5) LES $ 789.00 TILT Team LES $ 789.00 TILT Team LES $ 789.00 TILT Team LES $ 789.00 TILT Team LES $ 789.00 5th Grade Camp LES $ 472.00 5th Grade Camp LES $ 472.00 5th Grade Camp LES $ 472.00 Discretionary Stipend Pool LES $ 3,481.00

*Every effort will be made to include at least one teacher from each grade band (K-1, 2-3, 4-5). If no teachers at a grade band are interested in the position, it will be opened to the entire staff. Co-Curricular Stipends APPENDIX F

POSITION SCHOOL ASSIGNED STAFF NAME 20-21 STIPEND Band LMS $ 886.00 Choir LMS $ 886.00 ASS LMS $ 1,316.00 Gym Supervision LMS $ 2,355.00 lntramurals LMS $ 2,355.00 BLT/Leadership Council LMS $ 1,466.00 BLT/Leadership Council LMS $ 1,466.00 BLT/Leadership Council LMS $ 1,466.00 BLT/Leadership Council LMS $ 1,466.00 BLT/Leadership Council LMS $ 1,466.00 BLT/Leadership Council LMS $ 1,466.00 BLT/Leadership Council LMS $ 1,466.00 BLT/Leadership Council LMS $ 1,466.00 Technology Coordinator LMS $ 1,886.00 TILT Team LMS $ 789.00 TILT Team LMS $ 789.00 TILT Team LMS $ 789.00 TILT Team LMS $ 789.00 GSA LMS $ 500.00 School Annual LMS $ 1,182.00 Discretionary Stipend Pool LMS $ 1,539.00

POSITION SCHOOL ASSIGNED STAFF NAME 20-21 STIPEND Band LHS $ 6,498.00 Vocal Music LHS $ 3,773.00 Activities Coordinator LHS $ 2,599.00 Sr. Class Advisor LHS $ 1,316.00 Jr. Class Advisor LHS $ 878.00 Soph. Class Advisor LHS $ 659.00 Freshman Class Advisor LHS $ 659.00 Knowledge Bowl LHS $ 659.00 Knowledge Bowl LHS $ 659.00 Honor Society LHS $ 1,009.00 BLT/Leadership Council LHS $ 1,466.00 BLT/Leadership Council LHS $ 1,466.00 BLT/Leadership Council LHS $ 1,466.00 BLT/Leadership Council LHS $ 1,466.00 BLT/Leadership Council LHS $ 1,466.00 BLT/Leadership Council LHS $ 1,466.00 BLT/Leadership Council LHS $ 1,466.00 BLT/Leadership Council LHS $ 1,466.00 Technology Coordinator LHS $ 1,886.00 TILT Team LHS $ 789.00 TILT Team LHS $ 789.00 TILT Team LHS $ 789.00 TILT Team LHS $ 789.00 Cougar Crew Coordinator LHS $ 1,035.00 Annual LHS $ 2,191.00 Graduation Coordinator LHS $ 555.00 STEM LHS $ 500.00 GSA LHS $ 500.00 Creative Writing LHS $ 500.00 Drama (each producation... 3 plays max) LHS $ 2,363.00 Dance Coordinator LHS $ 886.00 Discretionary Stipend Pool LHS $ 1,539.00

Note: If a para takes one of these stipends, the position needs to be opened to certified for the following year. APPENDIX G

LAKEWOOD SCHOOL DISTRICT NO. 306

CONTRACT RIDER FOR CERTIFICATED STAFF

2020-2021

The following adjustment has been authorized by action of the Board of Directors, hereinafter referred to as "Board", Lakewood School District, hereinafter referred to as the "District". This Contract Rider hereby becomes a part of the Basic Certificated Contract authorized by the Board.

The District agrees to pay «ASSIGNED_STAFF _NAME» the sum of «Stipend_Amount» for the following purpose(s)

«POSITION»

«Stipend_Amount»

October - June

Secretary, Board of Directors Certificated Personnel

Date: Date: ------

CODE: «Code» APPENDIX H

GRIEVANCE PROCEDURE FORM

NAME: ______

I. Within thirty days discuss the grievance with supervisor. Results of discussion:

Date ______

If no resolution yet, submit in writing to supervisor and superintendent within ten days fo1lowing Step I meeting.

II. Facts of grievance:

Reference to the section in contract:

Remedy sought:

III. If no resolution yet, or the supervisor fails to respond within five (5) days after the step II meeting, resubmit to superintendent within ten (10) days. APPENDIX I

EDUCATIONAL STAFF ASSOCIATE

Criterion #1

1. KNOWLEDGE AND SCHOLARSHIP IN A SPECIAL FIELD. The ESA demonstrates a depth and breadth of knowledge of theory and content in the special field. He/she demonstrates an understanding of and knowledge about public school education and the educational program in grades K-12 and demonstrates the ability to integrate an area of specialty into the total school program.

1.1 Provide a theoretical rationale for the ESA's individual use of various procedures. 1.2 Demonstrate understanding of the basic principles of human growth and development. 1.3 Demonstrate awareness of personal and professional limitations and has the ability and knowledge to make appropriate referrals. 1.4 Relate and apply knowledge, research findings and theory deriving from the ESA's discipline to the development of a program of services.

Criterion #2

2. SPECIALIZED SKILLS. The ESA demonstrates in hisjher performance a competent level of skill and knowledge in designing and conducting specialized programs of prevention, instruction, remediation and evaluation.

2.1 Design and conduct a program providing specific and unique services within the ESA's discipline. 2.2 Demonstrate ability to synthesize and integrate testing and non-testing data concerning the student. 2.3 To help students integrate and assimilate data. 2.4 To help others involved with the student interpret and use data appropriately and accurately. 2.5 To help other specialists by providing case study materials. 2.6 Administer assessment procedures or to organize and prepare those who will administer assessment procedures. 2.7 Demonstrate abilityto assist teachers and administrators integrate specialized information into the regular curricular program. 2.8 Develop goals and objectives which will facilitate the implementation of programs and services.

Criterion #3

3. MANAGEMENT OF SPECIAL AND TECHNICAL ENVIRONMENT. The ESA demonstrates an acceptable level of performance in managing and organizing the special materials, equipment and environment essential to the specialized programs.

3.1 Select or recommend testing and non-testing devices, material and equipment appropriate to student needs. APPENDIX I

3.2 Demonstrate the use and an understanding of the limitations and restrictions of devices, materials, and procedures, etc. 3.3 Use comparative and interpretive data. 3.4 Create an environment which provides privacy and protects student and family information as mandated by codes of ethics, federal and state regulations, and local school district policies.

Criterion #4

4. THE ESA AS A PROFESSIONAL. The ESA demonstrates awareness of his/her limitations and strengths and demonstrates continued professional growth. The ESA demonstrates knowledge of and commitment to the ethical code supported by his/her special competence area.

4.1 Demonstrate awareness of the law as it relates to area of specialization. 4.2 Demonstrate awareness of responsibilities to students, parents and other educational personnel as defined by the professional code of ethics supported by the ESA's competence area. 4.3 Demonstrate commitment to professional activities (attendance at local and state meetings, consortium activities, participation on special committees, etc.) 4.4 Demonstrate commitment to the concept of continuing professional growth by participation in workshops and seminars or graduate study.

Criterion #5

5. INVOLVEMENT IN ASSISTING PUPILS, PARENTS, AND EDUCATIONAL PERSONNEL. The ESA demonstrates competency in offering specialized assistance and initiative in identifying those needing specialized programs.

5.1 Consult with other ESA staff, school personnel and parents concerning the development, coordination and/or extension of services to those needing specialized programs. 5.2 Plan and develop an ESA program to serve the preventive and developmental needs of the school population and the special needs for some students. 5.3 Interpret characteristics and needs of students to parents, staff and community, in group and individual settings via oral and written communications.

Criterion #6

6. PERSONAL CHARACTERISTICS. The ESA will evidence appropriate appearance, attitude, judgment, acceptance of responsibility and ability to work with coJleagues which will foster an optimum learning environment for students.

6.1 Demonstrate respect and professionalism in interactions with others. 6.2 Collaborate with staff in a professional manner. 6.3 Collaborate with parents/guardians and families in a professional manner. 6.4 Follow established building and district policies and procedures. 6.5 Demonstrate promptness and responsibility for school day and duties. 6.6 Demonstrate an interest in and support for the total school program. 2 APPENDIX J

LAKEWOOD SCHOOL DISTRJCT OBSERVATION REPORT: ESA

Name ofESA------Year of Evaluation -----

Description of ESA Assignment ______

Date: ------Time: ------Number of Minutes: ------

It is my judgment based upon adopted criteria and the period of this observation, that this teacher's perfonnance dming this observation if: ( ) Satisfactory ( ) Needs Improvement ( ) Unsatisfactory

Principal or Supervisor Date

I have read and discussed this observation withmy Principal/Supervisor. An additional sheet ( ) is attached ( ) is not attached.

ESA's Signature Date

The signature of the person being observed does not necessarily mean agreement with the conclusion. APPENDIX K

Lakewood School District #306

SHORT FORM EVALUATION FORMAL OBSERVATION FORM - ESA

ESA: ------Date of Observation: ------School: Time of Observation: ------Specialized Service(s) ______School Year: ------This observation is based upon the listed criteria. Remarks about the criteria observed at this time are written below. This employee's performance has been [ ] Satisfactory [ ] Unsatisfactory during the observation period covered in this report.

CRITERIA

{I) Knowledge and Scholarship in Special Field (5) Involvement in Assisting Pupils, Parents, (2) Specialized Skills and Educational Personnel (3) Management of Special and Technical Environment (6) Personal Characteristics (4) The ESA as a Professional

OBSERVA TJON APPENDIX K

ESA ------

Date of Conference: ------Signature of Evaluator: ______

Signature of Employee: ______

2 APPENDIX L LAKEWOOD SCHOOL DISTRICT #306 PERFORMANCE EVALUATION - Educational Staff Associate (ESA)

Type of Evaluation: ___ Annual __ 90Day ---Other

DIRECTIONS: This form may be completed in triplicate (with distribution as follows: (1) ESA (2) Principal or Designee; (3) Personnel file in accordance with the provisions of the negotiated evaluation policy).

Name of ESA: ------Year of Evaluation: ----- School: Assigim1ent: ______

It is my judgment based upon adopted criteria and the period of this evaluation that this ESA's overall performance has been: ( ) Satisfactory ( ) Needs Improvement ( ) Unsatisfactory

Principal or Supervisor CRITERIA: The evaluator shall refer to the list of adopted criteria in establishing those criteria to be evaluated. The evaluator shall analyze the ESA's strengths and weaknesses and when appropriate make suggestions for improvement.

CRITERIA EVALUATION (Refer to list of adopted criteria) Check "X" in appropriate rating. Satisfactory Needs Unsatisfactory Improvement 1. Knowledge and Scholarship in Special Field

2. Specialized Skills

3. Management of Special and Technical Environment

4. The Support Person as a Professional

5. Involvement in Assisting Pupils, Parents and Educational Personnel 6. Personal Characteristics '

Comments: APPENDIX L

ESA's Professional Goals:

Sources of Information:

I have read and discussed this evaluation with my Principal/Supervisor. An additional sheet: ( ) is attached ( ) is not attached.

ESA' s Signature Date

The signature of the person being evaluated does not necessarily mean agreement with the evaluation.

2 APPENDIX M

Lakewood School District #306 SHORT FORM FINAL EVALUATION REPORT- ESA

ESA: ______School Year: �---- School: ______Date: ______Subject(s)/Grade/Specialized Service(s): ______

This observation is based upon the general criteria reviewed in the initial conference on ______(date). Formal observations for evaluation were made on the following dates----�--

CRITERIA Satisfactory Below Unsatis- Average factorv

1. Knowledge and Scholarship in Special Field

2. Specialized Skills

3. Management of Special and Technical Environment

4. The ESA as a Professional

5. Involvement in Assisting Pupils, Parents, and Educational Personnel

6. Personal Characteristics

This employee's overall performance has been: [ ] Satisfactory [ ] Unsatisfactory during the observation period ( to ) covered in this report.

Evaluative comments (address all criteria and professional growth plan, if any): APPENDIX M

ESA:

Signature of Evaluator ------

Signature of Employee ------D at c of Conference: ------

2 APPENDIX N

LAKEWOOD SCHOOL DISTRICT #306 PLAN FOR IMPROVEMENT- ESA's Date: ------Employee: ------The followingplan is designed to assist you in improving your performance as a

The general observations of your overall perfonnance indicates that the following areas are in need of improvement.

Criteria () #1 Knowledge and Scholarship in Special Field () #2 Specialized Skills () #3 Management of Special and Technical Environment () #4 The ESA as a Professional () #5 Involvement in Assisting Pupils, Parents, and Educational Personnel () #6 Personal Characteristics

Other Criteria () # () # () #

Evaluation Criteria: I. Criteria # -----Title ------

A. Deficiency:

B. Prescribed Remedial Action:

11. Criteria # -----Title ------A. Deficiency: ,, ·' ·'

B. Prescribed Remedial Action:

1 APPENDIX N

JII. Repeat criteria#___ and title(s) as found applicable.

Progress will be measured on a ______basis. (daily, weekly, monthly)

The above Plan For Improvement Outline will be in effect from______to ______. At that time we will evaluate your progress, in reference to the above mentioned plan forimpro vement plan to determine next step(s) to be taken. Failure to address the above areas of deficiency may result in non-renewal of your contract or placement on probation as described in Section 7.7.

It is to be understood that anytime during this process you can be represented by Lakewood Education Association representative or legal counsel. I have read and discussed this plan of improvement with my principal/supervisor.

An additional sheet ( ) is attached ( ) is not attached

Principal or Supervisor Signature Date

Employee's Signature Date

The signature of the person receiving this plan forimprovement does not necessarily mean agreement.

,I ·'

2 APPENDIX 0

Memorandum of Understanding Between the Lakewood School District and the Lakewood Education Association ( The District and Association agree to the following provisions in order to make a good faith effon to comply with 2012 Washington Laws Ch. 3 (ESSB 5940).

1.e The provisions of this Memorandum of Agreement (MOU) shall supplement the provisions of thee currentcollective bargaining agreement (CBA), all of which shall remain in full forceand effect. If anye provision of this MOU conflictswith the current CBA, the provisions of this MOU shall prevail. Anye dispute regarding the interpretation or proper implementation of this Memorandum shall be subject to the grievance procedures of the current CBA.e

2.e The District shall procure premium quotes for health benefit plans that meet the responsible contractinge standards of ESSB 5940 and to document the approach for procuring such quotes. The quotes to bee procured and plans offeredshall include:e (a)e At leastone qualifiedhigh-deduc tible health plan (HDHP) and health savings account (HSA);e {b) At least one health benefitplan in which the employeeshare of the premium cost of a full-time employee, regardless of whether the employee chooses employee-only coverage or coverage that includes dependents, does not exceed the premium cost paid by state employees during the 2016 state employee benefits year; and {c) Health plans that promote health care innovations and cost savings, and significantly reduce administrative costs.

The quotes procured by the District shall be reviewed and the choice of plans offered shall be made using the same procedure for selecting health plans as was used in the 2015-16 school year.

3.e To ensure employees selecting richer benefit plans pay the higher premium, and make progress towarde the 3: I ratio goal of full-family to employee-only coverage premiums in ESSB 5940, each employeee included in the pooling arrangement within the CBA who elects medical benefit coverage shall pay ae minimum out-of-pocket charge by monthly payroll deduction. The minimum monthly charge shall bee I% of the employee-only coverage premium for the plan chosen by the employee. Such minimume monthly charge shall be paid regardless of the impact of pooling.e

4.e The State health benefits allocation and negotiated District insurance contriebutions are applied to thee bargaining unit as a whole, not to individuals. Therefore, the parties agree these funds, inclusive of thee "pooling dollars" they generate, will not be available lo fund HSAs. Contributions to HSA accounts wille be borne solely by the individuals electing the HDHP. Compliance with applicable tax regulations wille be the sole responsibility of individuals utilizing HSAs.e

5. The parties shall abide by state laws relating to school district employee benefits, and trus MOU shall be construedconsistent with such laws.e

6.1 This MOU shall be effectivefor the duration of the Collective Bargaining Agreement.e

For the District For the Association 8"/311£ Date Date APPENDIX P

Memorandum of Understanding Between Lakewood School District and Lakewood Education Association

Teacher Evaluation Process

The Lakewood School District (the "District') and Lakewood Education Association (the "Association") agree to the following plan required by RCW 28A.405.100(7)(c).

The partiesagree that the evaluation system is a growth oriented, employee centered process that encourages peer collaboration and includes self-reflection, self-assessment and goal setting. It will be implemented with collaboration between evaluator and classroom teacher for the purpose described in WAC 392.191A.050, including to identify in consultation with classroom teachers particularareas in which their professional performance is distinguished, proficient, basic or unsatisfactory, and particular areas in which the classroom teacher needs to improve his or her performance.

Definitions

A.e Criteria shall mean the eight (8) state-defined categories to be scored.e

B.e Component shall mean the sub-section of each criterion.e

C.e Evidence shall mean representative examples, artifactsor observable practices of the teacher's ability ande skill in relation to the instructional framework rubric gathered from the normal course of employment. Bothe the teacher and the evaluator will contribute to evidence collection necessaryto complete an evaluatione under the new system. Student and parent perception data shall not be solicited for inclusion as evidence ine the evaluation.e

D.e Artifacts are a type of evidence and shall mean any products generated, developed or used by a certificatede teacher.e

E.e A Formal Observation is a documented observation that has been prescheduled prior to the observation.e

F.e The Preliminary Evaluation Score shall mean a mid-year score for each component based on the evidence toe date (by February 15thl-

G.e The Final summative score shall mean a final score for each componente

Transition

A.e The evaluation system applies to a classroom teacher defined as a certificated employee who providese academically focused instruction to students and holds one or more of the certificatespursuant to WACe 181-79A·140 (1) through (3) and {6)(a) through (e) and (g). This definition includes teachers in the followinge subjects: physical education, art, music, and special education. Those bargaining unit members who do not meet the definition of "classroom teacher" (including librarians at a secondary building, full-time teachers on special assignment, and certificated support staff like school counselors, speech language pathologists, nurses, and therapists) will remain under the previous evaluation system in place in the collective bargaining agreement governing the parties.

B.e All classroom teachers will be in one of the following cohorts: Cohort A (2013-14), Cohort B (2014-15),e Cohort C (2015-16), or Cohort D (2016-17). Seniority as defined in Section 8.3 of the current collectivee bargaining agreement will be used to determine who will be given first choice of Cohort B, C, or D, such thate each of these cohorts will have an approximately equal number of teachers per building.e

C.e For the 2016-17 school year, all classroom teachers in Cohorts A, B, and C will receive a comprehensive ore focused evaluation as allowed by law; and all classroom teachers in Cohort D will receive a comprehensivee evaluation.e

State Criteria and Framework

A.e The state evaluation criteria are:e

1.e Centering instruction on high expectations for student achievemente

2.e Demonstrating effectiveteaching practicese

3.e Recognizing individual student learning needs and developing strategies to address those needse

4.e Providing clear and intentional focus on subject matter content and curriculume

5.e Fostering and managing a safe, positive learning environmente

6.e Using multiple data elements to modify instruction and improve student learninge

7.e Communicating and collaborating with parents and the school communitye

8.e Exhibiting collaborative and collegial practices focused on improving instructional practices ande student learning.e B.e The parties have agreed to the adopted evidence-based SD+ instructional framework developed by CEL ande approved by OSPI.e

Scoring

A.e For comprehensive evaluations, the final summative score shall be determined by an analysis of evidence.e This analysis will be based on a holistic assessment of the teacher's performance over the course of the year.e

B.e For focused evaluations, a summative score is assigned using the summative score from the most recente comprehensive evaluation. This score becomes the focused summative evaluation score for any of thee subsequent years following the comprehensive summative evaluation in which the certificated classroome teacher is placed on a focused evaluation. Should a teacher provide evidence of exemplary practice on the chosen focused criterion, a level 4 (Distinguished) score may be awarded by the evaluator.

C.e Teachers may only be placed on probation based on the comprehensive evaluation.e

D.e The following summative performance ratings shall be considered "not satisfactory" for purposes of RCWe 28A.405.100:e

1.e Level 1: Unsatisfactory - Receiving a summative score of 1 is not considered satisfactory performancee for all teachers.e

2.e Level 2: Basic - If the classroom teacher is on a continuing contract with more than five years of teachinge experience and if a summative score of Level 2 has been received two years in a row or two years withine a consecutive three-year period, the teacher is not considered performing at a satisfactory level.e

Focused Evaluation

A.e The teacher shall select the focused criterion on which he/she will be evaluated, subject to evaluatore approval. The selected criterion may have been identified in a previous comprehensive summativee evaluation as benefitting from additional attention or as an area of expertise to be further developed.e

B.e Should an evaluator determine that a teacher on a focused evaluation should be moved to a comprehensivee evaluation for that school year, the teacher must be informed of this decision in writing at any time on ore before December 15th•

Observations

A.e "Observe" or "observation"means the gathering of evidence made through classroom or worksite visits, ore other visits, work samples, or conversations that allow for the gathering of evidence of the performanceofe assigned duties for the purpose of examining evidence over time.e

B.e Prior to the beginning of the announced observation process, each evaluator shall meet with the classroom teacher who he or she shall evaluate to review and discuss the evaluation procedures and criteria, includinge student growth goals.e

C.e For comprehensive and focused evaluations, each classroom teacher shall be observed for the purpose ofe evaluation at least twice in the performanceof his or her assigned duties for a total of at least 60 minutes.e For classroom teachers on focused Criterion 8, observations may be outside of the classroom as appropriatee (BLT meetings, SIP meetings, grade level meetings, PLCs, etc.). Evaluators shall make a reasonable efforttoe th complete t�e first observation for all employees on the compr hensive evaluation by November 30 • Newe 1 r teachers shall be observed within the first 90 calendar days of the school year. If after the first observation,e the teacher is judged to be a Level 1 on any individual criterion, the second observation shall be at least 30e minutes in length.e

D.e For at least one observation in a comprehensive or focused (Criterion 1 through 7) evaluation, the evaluatore and the classroom teacher shall meet to discuss the goals and objectives to be observed during thee observation, possible constraining factors, and to establish the time and date for the observation. At thee teacher's request, the evaluator and the teacher shall meet prior to any scheduled observation. Within fivee (5)eworking days following each observation, the evaluator shall meet with the teacher and shall havee prepared an Observation Report using the electronic eVAL system. The teacher shall be notified via emaile when the evaluator has entered the observation report into the system for viewing. Receipt of thee observation report notice and viewing of the observation reportdo not, however, necessarily imply that the teacher agrees with the contents of the Observation Report. The teacher shall not be required to submite evidence or input information into the eVAL system.e

Professional Development

A.e Classroom teachers (cohort D, and provisional teachers) shall receive comprehensive training in all eighte criteria in the new evaluation system prior to being transitioned to a comprehensive evaluation under thee new evaluation system.e

B.e At the start of the 2016-17 school year, the classroom teachers in Cohort D and provisional teachers shalle receive three hours of professional development as training on the new evaluation system. Suche professional development will be completed prior to the beginning of the announced observation process.e

C.e During the 2016-17 school year, in addition to the professional development time described above, thee District will provide a minimum of five (5) hours of training for classroom teachers in Cohort D ande provisional teachers.e

D.e Beginning with the 2017-18 school year, this section will apply to provisional teachers only.e

Evaluation Results

A.e Classroom teachers on both the focused and comprehensive evaluation shall meet with their respectivee evaluator at least one time to be provided with a preliminary evaluation-scorefor each component,e based on evidence to date, for a shared reflective discussion. The meeting will be scheduled at ae mutually agreeable date and time on, or before, February 15th.e

8.e For comprehensive and focused evaluations, evaluators may exceed the minimum number of observations and minutes. If a teacher's preliminaryevaluation score is a Level 3 or Level 4 at mid-yeare (on or before February 151h), the evaluator and teacher may agree to use that score as the finale summative score provided that the teacher has been observed for a total of at least 60 minutes.e

C.e Classroom teachers on both the focused and comprehensive evaluation shall meet with their respectivee evaluator at least one time to be provided with a final summative evaluation score for each componente as well as an overall score (based on evidence to date) for a shared reflective discussion. At least threee working days before said meeting, written criteria a�d component scores will be given to the teacher toe allow time to prepare for the meeting. The meeting will be scheduled at a mutually agreeable date ande time on, or before. June 1'1.e Evaluator Training

No administrator, principal, or other supervisory personnel may evaluate a teacher without having received training in District evaluation procedures. Before evaluating classroom teachers using the evaluation systems required under RCW 28A.405.100, principals and administrators must engage in professional development designed to implement the evaluation system used in the District to maximize rater agreement.

Supportfor Basic and Unsatisfactory

A. When a teacher is rated below 3 - Proficient in either the preliminary or final evaluation, the teacher will receive written feedback at the respective conference regarding the observed deficiencies with written recommendations for improvement that include examples and/or strategies where appropriate.

B. When a teacher is rated below 3 - Proficientin the final summative evaluation, s/he will participate in a collaboratively developed structured supportplan the following year. The District will provide and pay for any registration fees for inservice training and any mentor, if required by the evaluator (RCW 28A.405.140).

Upon request by either party before the end of the school year, the parties shall meet to discuss this Agreement and negotiate any revisions or amendments to the Agreement for the following school year.

�0 \.q[lb For Lakewood School District Date APPENDIX Q

This Memorandum of Agreement is entered into by and between the Lakewood School District and the Lakewood Education Association.

WHEREAS, the parties have negotiated a successor collective bargaining agreement for the period 9/1/16 - 8/31/19; and WHEREAS, in the course of these negotiations, the partieshave agreed that the stipends for the co­ curricular assignments listed on Appendix F, and the Discretionary Stipend Pool amount, will be increased each year by the same percentage increase made by the State to the state salaryschedule base salary; and WHEREAS, existing Section 10.12 of the parties' collective bargaining agreement currently provides that the stipends on Appendix F are to be increased annually by the greater of this percentage or the TRI schedule increase; NOW THEREFORE, the parties AGREE as follows: 1.e For the life of the newly negotiated 2016-2019 collective bargaining agreement, the stipendse for the co-curricular assignments listed on Appendix F shall be increased annually by the samee percentage increase made by the State to the state salary schedule base salary - 1.8% for 2016- 17 - irrespective of the TRI schedule increase, and irrespective of the language of section 10.12 of the negotiated agreement.e 2.e At the conclusion of the 2018-19 school year, the language of section 10.12 will become effective again.

LAKEWOODSCHOOL DISTRICT LAKEWOODEDUCATION ASSOCIATION

Date su�/J� Date _�_-J-:_)_-_I_{_ APPENDIXR

Memorandum of Understanding Between Lakewood School District and Lakewood Education Association

Early Notification of Resignation/Retirement

The Lakewood School District (the "District") and the Lakewood Education Association (the "Association") agree to the following provisions in order to enlist the assistance of employees in providing for an earlier transition from one year to the next.

1. Certificated employees will be allowed a payment of $1,000 for early notification of planned resignation or retirement. The employee must submit a letter of resignation to the appropriate district administrator on, or before, the last day business day of February, stating the Intent to resign June 30th of the same year. The lump sum $1,000.00 payment will be processed no later than July 31st of that year. The purpose of this grant is to enlist the assistance of employees in providing for an orderly transition from one school year to the next. In return forthis grant, employees are requested to leave their room and equipment in good order and to providethe replacement employees with information necessaryfor them to assume the duties of their new assignment.

2. Compensation under this section shall be for the termination of employees contract rights and shall not be included for purpose of computing a retirement allowance under any public retirement system in this state as specified in RCW 28A.400.220(2).

3. This MOU shall be effectivefor the duration of the Collective Bargaining Agreement

for theLlktwood School Dinric1 �

1�/1r117 12--/it:t/1+ Date I I Datt

1' I I ! I APPENDIX S Memorandum of Understanding Between Lakewood School District and Lakewood Education Association

Middle School A/B Elective Teachers

The Lakewood School District ("District") and the Lakewood Education Association ("Association") agree to the following provisions for the duration of the 2018-2020 Collective Bargaining Agreement. With the exception of physical education, any middle school employee teaching an alternating A/B electives schedule will be compensated $75 per class, per quarter. Any compensation received under Article VI, Section 6.8 Closs Size is in addition to the compensation provided herein.

ti 7 /;it)/� For the Lakewood School District Date