CALIFORNIA SCHOOL EMPLOYEES ASSOCIATION
July 1, 2023 - June 30, 2026 California School Fairfield-Suisun Unified Employees Association School District
Fairfield Chapter #302 2490 Hilborn Road Fairfield, CA 94534 (707) 399-5000
UnionNegotiatingTeam
DistrictNegotiatingTeam
KianaThomas,Chair AngieAvlonitis
HectorAlfaro ChristineHarrison
KarenAndrews
LaTonyaBarton
KimberlyHuyck
ErinEdgar
KimMorgan KenWhittemore
MonicaWhalen LaneiaGrindle
SandiFallon
ShawanaGrace,LRR
UnionExecutiveBoard
GoverningBoardMembers
SandiFallon CraigWilson
President President
GeneBaker HelenTilley 1st Vice President, Support Clerk
KianaThomas JackFlynn 2nd Vice President, Clerical Board Member
MarisaRamirez JudyHoneychurch Chief Union Steward Board Member
VandoraRussell-Bradley
AnaPetero Treasurer Board Member
BrianDoyle PerryPolk
Sergeant at Arms Board Member
FaunSchlosser BethanySmith Chapter Public Relations Officer Board Member
HeatherBaker Member-at-Large
MeghanBaker Chapter Secretary
Preamble
This agreement is entered into this 30th day of June, 2023 between the Fairfield-Suisun Unified School District, hereinafter “the District,” and the California School Employees Association Fairfield-Suisun Chapter #302, hereinafter “the Union.”
Article 1 - Recognition
1.1 Acknowledgement
The District hereby acknowledges that the Union is the exclusive bargaining representative for all employees holding those positions described in Appendix A, attached hereto and incorporated by reference as a part of this agreement. All newly created positions that fall within the scope of this unit, except those that are lawfully certificated, management, confidential, or supervisory shall be assigned to the bargaining unit. Disputed cases shall be submitted to PERB for resolution.
1.2 Scope of Representation
The scope of representation shall be limited to matters relating to wages, and hours of employment and other terms and conditions of employment. Terms and conditions of employment mean health and welfare benefits, leave and transfer policies, safety conditions of employment, discipline, procedures to be used for the evaluation of employees, organizational security, procedures for processing grievances and any other matters determined by PERB to be within scope. Nothing herein may be construed to limit the right of the District to consult with the Union on any matters outside the scope of representation.
1.3 Management Rights and Responsibilities
1.3.1 The Board on its own behalf and on behalf of the electors of the District hereby retains and reserves unto itself, without limitation, all powers, rights, authority, duties, and responsibilities conferred upon and vested in it by the laws and the constitution of the State of California; to the executive management, organization and administrative control of the District and its properties and facilities, and the activities of its employees, to determine their qualifications, dismissal or demotion; and to promote, assign and transfer all such employees, to establish educational policies, to determine staffing patterns; to determine the number and kinds of
personnel required in order to maintain the efficiency of district operations; to build, move or modify facilities, establish budget procedures and determine budgetary allocations.
1.3.2 The exercise of the foregoing powers, rights, authority, duties, and responsibilities by the Board, the adoption of policies, rules, regulations and practices in furtherance thereof, and the use of judgment and discretion therewith shall be limited only by the specific and the expressed terms of this agreement.
Article 2 - No Discrimination
2.1 Discrimination Prohibited
No employee in the bargaining unit will be illegally favored or discriminated against in wages, hours, or other terms and conditions of employment as set forth in this agreement because of their:
1. Age
2. Ancestry
3. Lawful Union activities
4. Marital status
5. Membership in the Union
6. National origin
7. Physical handicap
8. Political affiliations
9. Political opinions
10.Race
11.Religion
12.Sex
13.Sexual orientation
2.2 Sexual Harassment
Sexual harassment is prohibited and may be subject to disciplinary action.
Article 3 - Check-Off and Organizational Security
3.1 Check-Off
The Union shall have the sole and exclusive right to have membership dues deducted for employees in the bargaining unit by the District. The District may, upon appropriate written authorization from any employee, deduct and make appropriate remittance for insurance premiums, credit union payments, savings
bonds, charitable donations, or other plans or programs jointly approved by the Union and the District.
3.2 Dues Deductions
The District shall deduct dues in accordance with the current and future Union dues schedule from the wages of all employees who, before or after the date of execution of this agreement, become members of the Union and submit a dues deduction form.
3.2.1 Pursuant to Government Code section 3546(a), employees who hereafter come into the bargaining unit shall apply for membership and execute an authorization for dues deduction on a form provided by CSEA.
3.3 Withdrawal
Current unit members who wish to withdraw will contact CSEA directly.
3.4 Indemnification
CSEA shall indemnify, defend, and hold harmless the District, its representatives, and the Governing Board from any claims made of any nature and against any lawsuit instituted against the District, Board members, and authorized agents arising from the District’s actions pursuant to its obligations contained in this article.
Article 4 - Evaluation, Probationary Periods, Conflict Resolution, Personnel Files
4.1 Probationary Employees
4.1.1 Probationary Employees New to the District
4.1.1.1
4.1.1.2
The probationary period for a new employee is 130 days of paid service from the date of hire. New employees who do not pass probation will be considered to work as substitutes for the District.
During the first 65 days of work, bargaining unit member, and their supervisor shall meet at least three (3) times to: discuss expectations of the position, offer guidance and instruction to the unit member, and to provide feedback on their progress in the position. Each supervisory feedback meeting held in the 65 days shall be documented in writing and provided to the unit member. Lack of documentation of
three (3) feedback meetings shall not be grounds to challenge a probationary release.
4.1.1.3 Probationary employees may be released from employment without cause at any time during the probationary period and without resort to the grievance procedure except as provided for in Article 16.1.2 (Discipline).
4.1.2 Promoted Probationary Employees
4.1.2.1 The probationary period of a promoted probationary employee is 130 days of paid service from the date of promotion. During the first 65 days of work, the bargaining unit member and their supervisor shall meet at least once to discuss expectations of the position and to assess the employee.
4.2 Evaluation Procedures
Introduction: The District and the Association believe evaluations should be meaningful to the employer and employee, foster success and accountability in job performance, and provide an effective communication process. This process should provide struggling employees with a plan regarding areas in need of improvement. It should also enable successful employees and their supervisors to discuss an employee's job performance, their professional goals as they relate to the goals of school sites/departments, information about employee contributions, and District support in the workplace.
The evaluation form shall not be used in place of the disciplinary procedure. Information in the document may be referenced as it pertains to the specific disciplinary issue(s).
The following procedure is intended to meet these purposes by establishing two kinds of evaluation. First, the FORMAL EVALUATION system is for newer employees, employees in need of improvement, and employees (or supervisors) who request a more structured process. Second, the INFORMAL EVALUATION system is for employees who meet or exceed requirements in all performance areas listed on the formal evaluation form. A successful employee may remain in the Informal Evaluation process for an indefinite length of time, subject to Section 4.2.2 below
4.2.1 Permanent employees shall be evaluated annually on a July 1 to June 30 schedule. Permanent employees under 10-month and 10.5 month contracts shall have their evaluations completed by May 1. Permanent
employees under 11-month or 12-month contracts shall have their evaluations completed prior to June. 1.
4.2.2 Formal evaluations shall be made when the supervisor deems appropriate or when requested by the employee.
4.2.3 When an incident occurs during the course of the work year that may result in a "needs improvement" or "unsatisfactory" rating on an evaluation, it shall be brought to the attention of the employee and documented in writing, unless the incident occurs within twenty (20) workdays of the evaluation. Members who receive an unsatisfactory or needs improvement rating shall go through an interactive process with the evaluating manager to improve the unsatisfactory or needs improvement rating.
4.2.4 Except in instances deemed serious by the supervisor, problems will be communicated to the employee before making a notation of the deficiency
4.2.5 Any area the supervisor marks as "needs improvement" or "unsatisfactory" shall also give, in writing, the specific reason why so marked and shall give the employee specific suggestions for meeting the standard of the position.
4.2.6 Information of a derogatory nature except ratings, reports or records which were obtained prior to employment, or were obtained in connection with a promotional examination, shall not be entered or filed in the personnel file until the employee is given notice and an opportunity to review and comment.
4.2.7 If the employee believes that the evaluation contains factual errors, they may request a meeting with the evaluator and the evaluator's supervisor The opinion of the supervisor does not constitute fact. The meeting shall be scheduled within ten (10) days and held within thirty (30) days of the request. Continued disagreement over facts may then be submitted to grievance.
4.2.8 All evaluations shall be on the District's form attached hereto as Appendix D.
4.2.9 All evaluations shall be reviewed and discussed by the evaluator with the employee.
4.2.10 The person being evaluated and the evaluator shall sign the evaluation. The employee's signature indicates only receipt of the evaluation and
does not necessarily indicate agreement with all factors of the evaluation.
4.2.11 The original copy of the evaluation shall be placed in their personnel file and another copy shall be given to the employee. The employee shall have the right to respond to any part of the evaluation within ten (10) workdays prior to the evaluation being placed in the personnel file. Such response shall be attached to the evaluation.
4.2.12 All evaluative material over three years old will be sealed in an employee's file provided the employee makes this request in writing to the Assistant Superintendent of Human Resources or their designee. Upon receipt of such a request, an appointment will be scheduled with the unit member to review and seal all material over three years old. The sealing of one item shall require the sealing of all material of equal or greater age.
4.3 Conflict Resolution
4.3.1 The parties recognize the need for a procedure that provides a foundation for positive, non-adversarial resolution of potential disciplinary actions involving unacceptable employee performance or behavior.
4.3.2 The expressed intention of this procedure is for all parties to engage in a candid, non-adversarial review of incidents and issues which may lead to more formal discipline. It is also intended to reduce employee/management and to resolve specific conflict areas.
4.3.3 This procedure is not intended to circumvent the District’s ability to impose appropriate disciplinary action for just cause. The District may skip this procedure in the event of a serious breach of District rules or law including, but not limited to; theft, assault, use of alcohol or illegal controlled substances, insubordination, child abuse, unauthorized personal use of district property, provision of false oral or written information to the District, or any act of moral turpitude.
4.3.4
Procedure
4.3.4.1 Upon initial assessment of an employee performance or behavioral problem, the employee or first line supervisor shall contact the Chapter Chief Shop Steward/designee to implement this procedure (this provision does not include routine evaluations).
4.3.4.2 Upon notification, the Chief Shop Steward or designee shall schedule a meeting within five (5) working days to meet with
the employee and their supervisor The employee and their supervisor shall draft a separate list of issues to be discussed at the meeting. The lists should be exchanged between the employee and the supervisor at least three (3) days prior to the scheduled meeting.
4.3.4.3 The meeting should be conducted in an atmosphere conducive to conflict resolution and in a non-adversarial manner Each participant should be given ample opportunity to discuss the items on their list. The discussion should occur in a candid, non-hostile, non- threatening environment.
4.3.4.4 The parties agree to reduce to writing a description of goals and objectives reached as a result of this procedure and shall develop a timeline for each specific goal or objective. The timelines should not exceed sixty (60) calendar days.
4.3.4.5 Upon expiration of the timelines, the employee, their supervisor and the Chief Shop Steward or designee shall meet to review the goals and objectives set at the original meeting.
4.4 Personnel File
4.4.1 There shall be a single personnel file of each employee. Personnel files shall be kept in the central administrative office of the District.
4.4.2 An employee shall have the right, at mutually convenient times, to examine and/or obtain one copy of any material from their personnel file. Such a review shall take place during normal business hours and the employee shall be released from duty for this purpose without salary reduction.
4.4.3 Any person who prepares written material for placement in an employee’s file shall sign and date the material. Such material shall not be placed in the file until the employee has had an opportunity to attach their comments.
4.4.4 Access to evaluation material shall be limited to members of the District administration or their authorized agent on a need-to-know basis, and any person authorized in writing by the employee.
5.1 Union Rights
Article 5 - Organizational Rights
5.1.1 The Union shall have the right of access at reasonable times to areas in which employees work. Authorized representatives of the Union shall be permitted to transact official business on school sites at reasonable times, providing first that they contact the building principal or site administrator to receive approval of their presence on the site, and that said activity does not interfere with or interrupt normal school operations as determined by the site administrator The right of access shall not be unreasonably denied.
5.1.2 The Union shall have the right to post notices of activities and matters of Union concern on bulletin boards designated by the District for the Union notices. Such bulletin board areas will be identified by the immediate supervisor of the facility and labeled “Union Business.”
5.1.3 The Union shall have the right to use the District mail service and employee mailboxes, or the District electronic mail system for the UNION communications to unit members to the extent allowable by law
5.1.4 The Union shall have the right of up to twelve (12) days of release time for employees who are Union state officers to conduct necessary state or regional Union business provided the Union reimburses the District for the cost of substitutes used for the absent employee if they hold a position that normally uses a substitute and if a substitute is actually hired for that position.
5.1.5 The president or their designees shall be released upon request for a maximum of eight (8) hours per month for official Union business provided the Union reimburses the District for the cost of substitutes used for the absent employee if they hold a position that normally uses a substitute and if a substitute is actually hired for that position. Additional hours may be added by mutual agreement.
5.1.6 The Union shall have the right of release time for five (5), or maximum allowed by state headquarters, Union chapter delegates to attend the Union Annual Conference provided the Union reimburses the District for the cost of substitutes used for the absent employee if they hold a position that normally uses a substitute and if a substitute is actually hired for that position. Additional delegates may be added by mutual agreement.
5.1.7 The Union shall have the right to conduct an orientation session on this agreement for bargaining unit employees during regular working hours not to exceed one hour and the time of the meeting shall be determined by mutual agreement.
5.1.7.1
All participants in New Employee Orientation (NEO) shall be paid their regular wages for the duration of the orientation.
5.1.8 Within thirty (30) days after the execution of this contract the District will electronically post within 30 days any agreed upon and ratified contractual adjustments. The District will produce seventy-five (75) copies, any additional copies requested would be at a cost to CSEA.
5.1.9 The District authorizes the Union to use the District’s facilities and buildings at times other than normal working hours and hours of student instruction as long as the Union submits the appropriate Civic Center Act form to the immediate supervisor of the facility or building. In emergencies, the District may authorize the Union to use the District’s facilities and buildings during normal working hours as long as the Union declares in writing that the use of such facilities and buildings constitutes an emergency and as long as the use of such buildings and facilities does not interfere with the instructional program.
The immediate supervisor of the facility or building may grant the Union use of District equipment as long as such use is in accordance with the procedures provided for in the Civic Center Act and as long as the use of such equipment does not interfere with the normal student instruction or work production of the District. The Union shall pay for the cost of all materials and supplies incident to each use.
The Union agrees to leave facilities, buildings, and/or equipment used in a clean and orderly condition.
5.1.10 The District shall not conduct negotiations with any other organization that claims to represent the employer-employee relations interest of employees in any of the classifications identified by the District in the official Union recognition document.
5.1.11 The Union shall be provided with an up-to-date list of all unit members within thirty (30) days of ratification. Thereafter, the Union shall be provided with a list of all new unit members once a month. The list shall include the unit member’s name, classification, worksite, and home address.
5.1.12 The Union shall have the right to represent all unit members at any meeting which could have an adverse effect on their employment. The unit member shall be advised of this right.
5.1.13 The CSEA Union President and/or designee may attend all new employee orientations.
5.1.14 The Union will be granted one (1) hour of release time for the CSEA Clerical Vice President to conduct Site Rep training twice a year (once in the Spring and one in the Fall).
5.1.15 The Union Chapter Officers shall be provided up to one and one-half (1½) hours of release time for conducting elections each year as needed.
Article 6 - Union Stewards
6.1 Union Representatives
6.1.1 The Union may designate Union Stewards for the purpose of processing grievances. The Union shall immediately notify the District in writing of those members of the Union designated as Job Stewards and any subsequent changes.
6.1.2 Each Union Steward shall be released upon request for processing grievances and one (1) hour quarterly for scheduled CSEA contract education meetings. The Union Steward shall notify their immediate supervisor and shall report in upon return to duty That release shall not be unreasonably denied.
6.1.3 Upon entering another work location, the Union Steward shall identify themselves if possible to the supervisor in charge of that location and state the purpose and expected duration of the visit.
6.1.4 The Union Steward may be denied permission by the District’s representative to talk to the employee on their duty time if it will unduly interfere with the employee’s work. Any disagreement over this access shall be immediately referred to the Assistant Superintendent of Human Resources for determination.
Article 7 - Hours and Overtime
7.1 Work Week
7.1.1 The workweek shall consist of five (5) consecutive days, Monday through Friday. This article shall not restrict the District’s right to extend the regular workweek or work day when it is deemed necessary to carry on the business of the District on an overtime basis.
7.1.2 Full-Time Employees: Full-time employees serve the District eight (8) hours per day and forty (40) hours per week.
7.1.3 Part-Time Employees: Part-time employees serve the District fewer than eight (8) hours per day or fewer than forty (40) hours per week.
7.1.4 Workweek Adjustments: Full-time employees in this unit shall have a normal work week of Monday through Friday for forty (40) hours per week and eight (8) hours per day. Other workweeks may be established when needed by the District’s work requirements, subject to prior negotiated agreement with the Union.
7.1.5 An employee or group of employees may with the approval of the supervisor(s) work four days each week, working one-fourth of the contracted hours each day, provided: (1) that no employee shall be compelled to participate in such a workweek, (2) that no employee shall be assigned to work more than ten hours per day, and (3) that employees assigned to schools shall not adopt four-day weeks during the weeks that school is in session.
7.2 Workday
7.2.1 The length of the workday shall be designated by the District for each employee in accordance with the provisions set forth in this agreement. Each bargaining unit position shall be assigned a regular minimum number of hours. Once such hours have been assigned, they shall not subsequently be reduced except as provided for in Article 17.
7.2.2 The regular workday shall be eight (8) hours per day, excluding not less than one-half (1/2) hour or more than one (1) hour for an uninterrupted lunch break.
7.2.3 Swing and grave shift employees will be on the worksite for eight (8) hours per day including one-half (1/2) hour paid time for lunch.
7.3 Increase In Assigned Time: Any employee in the bargaining unit who works a minimum of thirty (30) minutes or more per day in excess of their regular part-time assignment for a period of twenty (20) consecutive working days or more shall have their regular assignment adjusted upward to reflect the longer hours effective with the next pay period for purposes of calculating all contractual benefits.
7.4 Increase In Hours: All increases in hours, whether permanent or temporary, shall be assigned in the following order of priority:
7.4.1 Incumbent, then other employees in the same class who apply in response to a vacancy notice shall be considered before outside candidates.
7.4.2 Employees who are on the 63 month reemployment list as a result of having suffered a reduction in hours.
7.5 Shift Differential: Compensation
7.5.1 Any bargaining unit employee whose normal work shift has at least one-half (1/2) of the shift time scheduled after 6:00 p.m. shall receive a premium of two and one-half (2 1/2) percent above the regular rate of pay for the appropriate classification.
7.5.2 Any bargaining unit employee whose normal work shift has at least one-half (1/2) of the shift time scheduled after 12:01 a.m. shall receive a premium of five (5) percent over the regular rate of pay for all hours worked.
7.6 Rest Periods
7.6.1 All bargaining unit employees shall be granted fifteen (15) minute rest periods which, insofar as practicable, shall be in the middle of each work period. The rest period shall be scheduled at the mutual consent of the employee and the supervisor. Rest periods are a part of the regular workday and shall be compensated at the regular rate of pay.
7.6.2 An employee whose regular assignment is four (4) or more hours per day but less than six (6) hours per day shall be entitled to one (1) rest period. An employee whose regular assignment is six (6) hours or more shall be entitled to two (2) rest periods
7.6.3 Full-time employees who work grave or swing shifts shall be granted a rest period during each four (4) hour work period.
7.6.4 The rest period is intended to be a recess to be preceded and followed by an extended work period. Thus, it may not be used to cover an employee’s late arrival to work or early departure or extended lunch period. It may not be regarded as accumulative if not taken.
7.7 Lunch Periods: All employees covered by this agreement shall be entitled to an uninterrupted lunch period. The length of time for such lunch periods shall be for a period of no longer than one (1) hour nor less than one-half (1/2) hour at a reasonable time, around the middle of the workday, and may be extended with the prior approval of the immediate supervisor. Employees who work less than five (5) hours per day shall not be required to take a lunch period.
7.8 Overtime, Compensatory Time
7.8.1 All hours worked in excess of eight (8) hours per day shall be compensated at one and one-half (1 1/2) times the regular rate of pay
7.8.2 All hours worked in excess of forty (40) hours during any workweek shall be compensated at one and one-half (1 1/2) times the regular rate of pay
7.8.3 Employees employed on Saturday or Sunday shall be compensated at one and one-half (1 1/2) times the regular rate of pay for the hours worked on weekends after five (5) consecutive days of paid status.
7.8.4 All hours worked during shifts which began on legal holidays or other holidays established by this agreement shall be compensated at one and one- half (1 1/2) times the regular rate of pay.
7.8.5 An employee in the bargaining unit shall have the option to elect to take compensatory time off in lieu of cash compensation for overtime at a rate of time and one-half times the overtime hours worked. Compensatory time shall be taken at a time mutually acceptable to the employee in the bargaining unit and the District. The District will pay out all accrued unused compensation time, as of December 31 of each year and June 30 of each year, paid the month following. December will be paid in January and June will be paid in July.
7.8.6 Overtime-Equal Distribution: Overtime shall be distributed and rotated equally among employees in the bargaining unit within classes at each work site.
7.8.7 Right of Refusal: Any unit member shall have the right to refuse to work overtime or to be called back unless there are no volunteers.
7.9 Split Shift Pay: An employee whose work shift is divided with three (3) or more unpaid hours between work periods shall be paid an additional two dollars ($2.00) per day
7.10 Call-Back Time: Members of the bargaining unit called back to duty after regular working hours for emergency duty shall be paid for one and one-half (1 1/2) hours of time of work of thirty (30) or fewer minutes. If the emergency assignment lasts longer than thirty (30) minutes, the employee shall be paid for two and one-half (2 1/2) hours or for the number of hours worked, whichever is longer All hours worked under this section shall be compensated at one and one-half (1 1/2) times the regular rate of pay
7.11 Stand-By Time: Any bargaining unit employee required to be on stand-by shall be compensated on a straight time or overtime basis depending on previous hours worked (Article 7.8 - Overtime, Compensatory Time).
7.12 Temporary Shift Changes: An employee who has their shift changed to substitute for an absent employee shall receive pay at the rate of time and one-half of their
regular salary for the number of hours worked over eight (8) hours in a 24-hour period.
7.13 Hours Worked: For the purpose of computing the number of hours worked, all time during which an employee is in paid status shall be construed as hours worked.
7.14 Summer Work Assignments:
When work normally and customarily performed by employees is required to be performed at times other than during the regular August - June academic year, the work shall be assigned to unit employees in the appropriate classifications as provided in this section.
7.14.1 When necessary to assign employees not regularly so assigned to serve during a summer school period, the assignment shall be made on the basis of qualification for employment in each classification of service which is required, but no employee shall be required to accept such assignment.
7.14.2 An employee who accepts a summer assignment in accordance with the provisions of this section shall be paid at the classification of the position they accept and be paid on the same pay step that they held in the previous academic year.
7.14.3 All hours assigned to an employee for a summer school assignment shall be considered “hours in paid status” for the purpose of this agreement.
7.14.4 All known summer positions shall be posted no later than ten (10) days prior to the end of the school year
7.15 Beginning and Ending Times for a Shift: Once beginning and ending times for a shift have been established, they shall not be changed except as follows:
7.15.1 Up to a one hour change may be implemented on a permanent or temporary basis by mutual agreement between the unit member and their supervisor
7.15.2 Permanent changes of up to half an hour may be imposed on the employee no more than twice a year provided one week’s written notice is given.
7.15.3 Any changes other than those above shall not be implemented without prior agreement with the Union.
7.16 Substitute Pay
Employees called upon by the District to work as a substitute employee in their classification (for example, when working during their “off track” time at a school operating on a multi-track year-round calendar) shall be paid for such substitute work at their regular rate of pay.
Article 8 - Pay and Allowances
8.1 Regular Rate of Pay
Beginning July 1, 2022, Appendix A will constitute the CSEA Salary Schedule Job Classification List and Appendix B will constitute the modified CSEA Salary Schedule.
In addition to the lane and step modifications made to the salary schedule, the parties agree to the following:
● For the 2024-2025 school year, the parties agree to a one (1) percent salary increase to the Clerical Salary Schedule effective July 1, 2024.
● For the 2025-2026 school year, the parties agree to a one and one-half (1.5) percent salary increase to the Clerical Salary Schedule effective July 1, 2025.
● At 20 years or more of service with FSUSD, employees will receive a one (1) percent longevity increment of their base salary each year
● All agreed upon salary increases shall also increase Professional Growth.
● If the final COLA for 2024-2025 or 2025-2026 comes in at three (3) percent or higher in the final approved California State Budget, the parties will return to the table to bargain.
● A one-time $500.00 bonus for a one full time equivalent (1.0 FTE) which will be proportional to the percentage the employee works will be paid out prior to June 30, 2024. For example, a .5 employee will be paid $250.00. The members who will receive this bonus have to be on the employee rolls May 15, 2024.
8.2 Step Increases
All employees shall, if eligible, have a salary increment which may include step/vacation increases on July 1 of each year except those hired between April 1 and June 30, which shall advance on July 1 of the subsequent fiscal year not to exceed 15 months.
Beginning July 1, 2024, a step 27 will be added at three (3) percent above the current Step 24.
Part-time and hourly rate employees shall be governed by the same rules as apply to the regular monthly employees.
8.3 Paychecks
8.3.1 All regular paychecks of employees in the bargaining unit shall be itemized to include all deductions.
8.3.2 All paychecks will include items required by law; in addition, the stubs shall include reference to accumulated sick leave and vacation leave.
8.3.3 Effective July 1, 1995, employees covered by this agreement employed by the District for fewer than twelve (12) months will have their earned salary paid in twelve (12) equal monthly installments.
8.4 Payroll Errors
Any payroll error resulting in insufficient payment for an employee in the bargaining unit shall be corrected and a supplemental check issued not later than five (5) working days after the employee provides notice of the error to the payroll office (Education Code Section 45167).
8.5
Lost Checks
Any paycheck for an employee in the bargaining unit which is lost after receipt or which is not delivered within five (5) days of mailing, if mailed, the District shall report such loss to the County on the day the District is notified by the employee and shall be replaced as soon as the County processes said check.
8.6 Pay Adjustment
Any payroll adjustment resulting from temporary work out of class, re-computation of hours worked, or other non-procedural errors shall be paid no later than the payroll period next following the period during which the work is required.
8.7 Temporary Promotion (Substitution)
First consideration will be given to a bargaining unit member to substitute for an absent employee or in a vacant position in a higher or different classification. They shall be paid on the range of the employee/position whose duties they assume at the lowest step which would give them an increase in salary. In no event shall an employee promoted under this section be given less than a 5% increase.
8.8 Out-of-Class
Employees who are required to work out-of-class in either a higher or lower classification shall be paid five percent (5%) of their current salary, or step 1 of the position they are filling, whichever is greater Out-of-class payment will be based on working out-of-class for a minimum of fifty percent (50%) of an employee’s workday
8.9 Promotions
An employee who is promoted to a higher classification shall be placed on the same step of the new salary range. They shall receive this higher salary on the first day they assume their new duties.
8.10 Reimbursements
8.10.1 Mileage: Any employee in the bargaining unit required to use their vehicle on District business shall be reimbursed at the established District rate.
8.10.2 Meals: Any employee in the bargaining unit who, as a result of work assignment, must have meals away from the District shall be reimbursed for the cost of the meal up to the maximums established by District policy. (See Administrative Regulation 3350 which is attached as Appendix C). Reimbursements for meals without an overnight stay will be paid through next available payroll and taxed in accordance with Internal Revenue Service (IRS) guidelines.
8.10.3 Lodging: Any employee in the bargaining unit who, as a result of a work assignment, must be lodged away from home overnight shall be reimbursed by the District for the full cost of such lodging. Where possible, the District shall provide advance funds to the employee for such lodging.
8.11 Medication Administering Stipend
A Clerical employee shall be designated each year by the site administrator for the purpose of assisting in the intake and administering of student medication(s) at all school sites. This stipend will be $750.00. Payment shall be made each year at the end of May.
If two (2) clerical employees at a site are designated, the stipend shall be split equally A payroll justification must be completed and turned in to Human Resources at the beginning of each school year
8.12 Bilingual Stipend
The site administrator/site supervisor/district office administrator will be able to designate a clerical employee who utilizes a needed second language during the course of their routine duties to support the school/site/district/office/department to receive a $750.00 stipend to be paid each year at the end of May
If two (2) employees are designated at each site, the stipend shall be split equally A payroll justification must be completed and turned into Human Resources at the beginning of each school year
8.13 Educational Degree
New and continuing employees will receive a stipend for holding an educational degree from an accredited university or college. An employee may receive only one degree stipend per year. The stipend will be divided by the number of months the employees are paid in accordance with their regular assignment. Official transcript(s) must be submitted to the Human Resources Department in order to receive the stipend.
Associates Arts Degree
Bachelor's Degree
Masters Degree
Doctorate Degree
$543.00
$814.00
$1,847.00
$2,290.00
Late hires and early resignations/retirements will have the stipend prorated based on the percentage of time worked within each school year.
Article 9 - Employee Expenses and Materials
9.1
Uniforms
Uniforms shall be furnished to those employees requiring them by the District. The uniforms are the property of the District and, therefore, must be returned to the District when replacements are needed and when an employee leaves the service of the District.
9.2 Reimbursement for Damaged or Stolen Property
An employee may be reimbursed for items of personal property damaged or stolen in the line of duty without fault of the employee. The amount of the reimbursement shall be the actual value of the property or the cost to repair the property whichever is less. The value of the property shall be determined at the time the property is damaged or stolen. In order to be eligible for reimbursement, written approval for the use of the property must have been given before the property is brought to the work location by the appropriate school administrator or
supervisor That administrator or supervisor shall maintain a listing of the personal property which the employee is using in their work. (See Board Policy 4156.3/4256.3/4356.3, Replacement of Damaged, Destroyed, or Stolen Personal Property.)
In the event there is a dispute, it can be resolved by the Assistant Superintendent of Human Resources or the Assistant Superintendent of Business Services.
9.3 Safety and Health Equipment
Should the employment duties of an employee in the bargaining unit require use of any equipment or gear to insure the safety or health of the employee or others, the District agrees to furnish such equipment or gear provided it is determined as necessary by the District or the Safety Committee. The District or employee may consult with a physician as appropriate.
9.4 Medical Examinations and Certifications
The District agrees to provide the unit member’s full out-of-pocket cost, such as “co-pay,” of any tests, x-rays, medical examinations, TB verifications, First Aid certifications, or CPR certifications required as a condition of continued employment, including, but not limited to, the provisions outlined in Education Code Section 45122 or its successor
9.5
Hold Harmless Clause
The District shall hold harmless from and protect classified employees as required by Education Code Section 35303.
Article 10 - Health and Welfare Benefits
10.1
Eligibility
10.1.1 Effective January 1, 2025, the cap on health care benefits will be adjusted to the equivalent of the Single Kaiser amount per month per employee or $1,122.00 for health benefits based on whichever amount is less. Any amount not expended will not accrue to the employee. Any employee selecting a health insurance plan that exceeds the District’s contribution shall have that amount deducted from his/her paycheck. District benefit contributions to employees shall be prorated as provided in section 10.1.2, below.
Any employee selecting a health insurance plan that exceeds the District’s contribution shall have that amount deducted from his/her paycheck.
Effective January 1, 2026, the cap on health care benefits will be adjusted to the equivalent of the Single Kaiser amount per month per employee or $1,234.00 for health benefits based on whichever amount is less. Any amount expended will not accrue to the employee. Any employee selecting a health insurance plan that exceeds the District’s contribution shall have that amount deducted from his/her paycheck. District benefit contributions to employees shall be prorated as provided in section 10.1.2, below
10.1.2 For employees hired before December 8, 1994, those working twenty (20) hours or more per week shall be considered to be “full time” employees for medical benefit contribution purposes. Those working less than twenty (20) hours will receive a prorated contribution of fringe benefits based upon an eight (8) hour workday, forty (40) hour workweek.
Employees hired after December 8, 1994, will have their health and welfare benefits prorated based upon an eight (8) hour workday, forty (40) hour workweek.
10.1.3 Cash Payment In Lieu of Benefits. In lieu of medical coverage and upon annual proof of other medical coverage, each employee eligible for medical insurance contributions may elect to receive two hundred and thirty-three dollars ($233) paid to them per month as a taxable cash benefit. This benefit will be provided consistent with Article 10.1.2.
10.2 Retiree Benefits
The District will pay one-half (1/2) the cost for the District’s current HMO/PPO for medical insurance and vision insurance for each retiree, employee only, from the date of retirement for five (5) years (60 months), or until Medicare eligibility begins. One-half (1/2) the cost for dental insurance will be paid for each retired subscriber and dependents from the date of retirement for five (5) years (60 months). These benefits will be available pro rata to part-time employees who retire. A forty (40) hour work week will be considered full-time employment.
To become eligible for these continuing benefits at the active group rates, the following requirements must be met by the employee at the time of retirement:
1. Employed in the District fifteen (15) years.
2. Fifty-five (55) years of age or older.
3. Continue insurance coverage in the same plans chosen during the last year of employment, except when the District discontinues that particular coverage or the retiree moves out of the appropriate geographical area. In these
circumstances, or should other qualifying events occur, the retiree may choose from other existing insurance carriers, per CalPERS Regulations.
4. Must be working twenty (20) hours or more per week at the time of retirement and will be prorated based upon a forty (40) hour week.
5. In accordance with CalPERS Regulations, unit members who do not meet the service requirement of fifteen (15) years employed in the District as stated in #1 above, shall be permitted to purchase medical, dental and vision benefits at the active group rates. In order to exercise this option, the retired unit member must pay such premiums at least thirty (30) days in advance to the District. Failure to make such payments will result in cancellation of the insurance benefits.
After Medicare eligibility age, the employee may elect to continue benefits by paying the total premium according to procedures established by the District.
Continuance of such benefits shall be dependent upon the benefits being provided by the insurance carrier.
The retiree may continue the current group coverage for his/her spouse provided the retiree pays all costs of the current monthly premiums in advance and provided the carrier(s) of the District plan(s) so allow.
10.3 Dental Plan
The District agrees to pay the premium for each eligible employee and their dependents for dental insurance.
The District agrees to contribute the amount necessary for the following coverage to be provided by the Delta Dental Plan:
1. One hundred percent (100%) dental coverage for employee and dependents.
2. Crowns and case restorations up to one hundred percent (100%).
3. Yearly maximum of one thousand five hundred dollars ($1,500).
4. No waiting period on prosthodontics and orthodontics.
5. Orthodontics coverage to include dependent children at 50% with a maximum coverage of $500.
10.4 Life Insurance
The District shall provide $25,000 in term life insurance for each unit member on paid status at the time of death. The District will determine the carrier and shall have the freedom to change carriers or become self-insured.
10.5 Vision Service Plan
Employees hired before December 8, 1994 will receive the Vision Service Plan (VSP) benefit for themselves and their dependents. Employees hired after December 8, 1994 will have their VSP benefit prorated based upon an eight (8) hour workday, forty (40) hour workweek.
10.6 Retention of Benefits
Unit members and/or their dependents who lose benefit coverage under this article shall be entitled to purchase the same programs as are available to other employees for the period prescribed in the Consolidated Omnibus Budget Reconciliation Act (C.O.B.R.A.). The cost to individuals exercising this right shall be no more than 102% of the premium. The District shall be responsible for notifying all affected individuals of their rights under this section and the C.O.B.R.A. amendments to the Public Health and Safety Code.
The Governing Board and the CSEA Clerical Unit agree that the District will start deducting the employee’s PERS contribution before calculations for taxes are completed.
Article 11 - Holidays
11.1 Holidays
11.1.1 An employee covered by this agreement must be in paid status on the day preceding or the day following a holiday to be paid for the holiday
11.1.2 Employees eligible under 11.1.1 above shall be paid for the following holidays:
Independence Day
Labor Day
Veterans’ Day
Day before Thanksgiving (in lieu of Admission Day)
Thanksgiving Day
Day following Thanksgiving Day
Day before Christmas
Christmas Day
Day after Christmas (in lieu of Friday before Easter)
Day before New Year’s Day
New Year’s Day
Martin Luther King Day
Lincoln’s Day
President’s Day
Memorial Day
Juneteenth
11.1.3 Each holiday shall be celebrated on the day provided by law, by presidential or gubernatorial proclamation, or by the Governing Board as is appropriate in each case.
11.2 Holidays on Saturday or Sunday
When a holiday falls on a Saturday, the preceding workday not a holiday shall be deemed to be that holiday When a holiday falls on Sunday, the following workday not a holiday shall be deemed to be that holiday
When a holiday as defined in this agreement occurs during the scheduled vacation of a bargaining unit employee, the employee will receive pay at the regular rate of pay for the holiday and shall not be charged a vacation day for the absence on the holiday.
Employees working less than a full day shall have their holiday pay based upon their regular workday.
11.3 Teacher Training Days
Any day granted as a teacher training day, teacher institute, or teacher-parent conference day by whatever name for whatever purpose is a regular workday for all classified employees who are a part of the bargaining unit.
Article 12 - Vacation Plan
12.1 Eligibility
All employees shall work a minimum of six (6) months before becoming eligible for vacation or any vacation pay upon termination of employment. Eligibility to take vacation will commence on the first day of the pay period following completion of six (6) months of paid service in a regular assignment.
12.2 Accumulation
12.2.1 Members of the bargaining unit shall earn vacation when in paid status in accordance with the following schedule:
Vacation is paid out monthly for members who work between 182 and 202 days, inclusive. This includes members on L-182E, L-182S, and L-192 calendars. These members will accrue vacation hours, prorated per 8-hours FTE, according to the following schedule:
12.2.2 Vacation is based on twelve (12) months employment. Vacation for less than twelve (12) months employment is prorated in the schedule.
12.2.2.1
12.2.2.2
Employees who work 224 or more contracted work days per year will accrue and take vacation. Employees in this category will be encouraged to submit a vacation calendar to their supervisor in which vacation is utilized during Spring Break, Presidents Week Break, Winter Break, and the days prior to Thanksgiving as vacation time. Bargaining unit members who submit calendars to work during any of the above mentioned breaks must have that time approved by their supervisor.
Employees who work between 203 and 223 days, inclusive, and who were employed prior to July 1, 2021, shall retain the right to accrue and take vacation. Employees in this category may be encouraged to take Spring Break, Winter Break, and the days prior to Thanksgiving as vacation time. Those employees who work between 203 and 223 days, inclusive, who are hired on or after July 1, 2021, will be paid their vacation monthly and will be ineligible to take vacation.
12.2.2.3 Employees who work between 182 to 202 days, inclusive, will be paid their vacation monthly and will not have the option of taking vacation.
12.2.3 Vacation time is accrued, accumulated, and scheduled in terms of working hours. Vacation may be taken at a lesser rate than one day at a time.
12.2.4 The rate at which vacation is paid shall be at the employee’s current rate. An employee whose vacation is earned and begun under a given status shall suffer no loss of earned vacation salary by reason of subsequent changes in conditions of employment.
12.2.5 The District will allow an employee, with advance approval of their supervisor, to take days off without loss of pay in anticipation of the future accrual of vacation, subject to the following requirements:
a. Eligibility shall begin with the initial date of hire in the District and shall terminate on June 30th of the fiscal year following the fiscal year in which the employee was initially hired.
b. Any days used must not exceed the amount of annual vacation which can be accrued by the employee.
c. Any “negative balance” will be offset by future monthly vacation accruals.
d. An employee who is separated from employment with the District with a “negative balance” of vacation shall be required to pay back to the District the value of the excess paid days off taken.
12.3 Scheduling of Vacation Time
12.3.1 The District reserves the right to schedule vacation at times least disruptive to the normal work routine. In cases of conflict, vacation shall be approved according to seniority only when a vacation calendar is turned in prior to the start of the work year. All vacation will be subject to the approval of the immediate supervisor and shall not be unreasonably denied.
12.3.2 Vacation may, with the approval of the employee’s immediate supervisor, be taken any time during the school year, provided that it is not taken during the first six (6) months of employment, but each employee may schedule two (2) days of vacation without the approval of their supervisor provided that: (a) the two (2) days are not taken consecutively, (b) the days are not used for concerted organizational activities, and (c) that the employee informs the supervisor with as much
advance notice as possible but in no case less than the provisions of 13.1.5 shall apply
12.3.3 Written approval or denial of a vacation request shall be provided within five (5) workdays of the request.
12.3.4 In the event of unforeseen circumstances affecting pre-scheduled vacation time, notice of changes or cancellations should be given to the immediate supervisor at least twenty-four (24) hours in advance, when possible, so that a substitute can be canceled if necessary.
With proper notice of cancellation, the employee may work their regularly scheduled hours. Their vacation balance shall not be deducted as long as they work their regularly scheduled hours.
Employees may then submit a revised vacation calendar to their supervisor for approval and scheduling.
Seniority does not apply if vacation has been rescheduled or if the employee did not turn in a vacation calendar prior to the start of the work year.
12.3.5 Vacation changes can be made by an employee at any time during the calendar year, subject to the approval of the supervisor. Vacation changes shall not affect previously scheduled vacation of any other bargaining unit member. Employee requests for vacation changes shall be decided by the supervisor within five (5) days absent unforeseen circumstances or emergencies.
12.4 Vacation Carry-Over
Vacation balances over 20 days as of June 30, 2023, will be paid out to the employee no later than the August pay warrant.
a. Notification of vacation denials will be in writing.
12.5 Vacation Pay on Termination
On separation from service, an employee shall be entitled to compensation for all earned, unused vacation. The compensation will be paid as a lump sum. The rate of pay for such compensation shall be at the rate prevailing at the time of termination.
When a holiday falls during the scheduled vacation of any bargaining unit employee, the holiday shall not be charged against the employee’s vacation.
12.6 Interruption of Vacation
Any classified employee who has six (6) months or more of service and who commences their prescribed vacation period and subsequently becomes ill or is bereaved before their vacation period has been completed shall be placed on sick leave or bereavement leave under the following conditions:
12.6.1 If the illness or bereavement is such that had the employee been working they would have been absent on sick or bereavement leave.
12.6.2 If the request is filed with the District within two (2) weeks.
12.6.3 The District may require proof of illness or bereavement as in accordance with Article 13.1.8 (Leaves).
12.6.4 If approved, the employee’s vacation is to be converted to illness or bereavement leave, and the appropriate vacation credit shall be restored to the employee’s earned vacation balance. If possible, they shall be granted an opportunity to consume this vacation credit.
12.7 Accrued Vacation and Cash Out
Employees may receive payout for accrued vacation time as follows:
A. This option is only for permanent employees. For any part-time or less than twelve-month employees, only those who are eligible to accrue and take vacation may exercise this option.
B. Employees will have one mandatory payout of vacation accrual that exceeds twenty (20) days at the end of the fiscal year (June 30). This payout will occur no later than the August payroll warrant.
C. Employees may submit a request to cash out vacation accrual not to exceed eighty (80) hours, nor reduce the vacation balance below 40 hours. This can be done once during the fiscal year.
D. The request for cash out of accrued vacation must be submitted by the 5th of the month to be received in the next pay period.
E. Employees who promote may carry forward up to 80 hours of earned vacation. The remaining vacation balance shall be paid out prior to the new assignment start date.
Article 13 - Leaves
13.1 Sick Leave
Sick leave is the absence of an employee because of illness or injury
13.1.1 A regular employee (probationary and permanent) shall earn paid sick leave at the rate of twelve (12) days per year for full-time employees. Employees working less than full-time shall earn sick leave on the ratio their work year and/or workday bears to full-time. Unused sick leave may be accumulated without limit. Sick leave may be taken at any time during the work year
13.1.2 At the beginning of each fiscal year, the sick leave credit of the employee shall be increased by the number of days of paid sick leave which they would normally earn in the ensuing fiscal year An employee’s sick leave credit shall be adjusted if a change of assignment alters that amount of sick leave earnable. Pay for any hour(s) or day(s) of illness or injury need not be accrued before leave is taken.
13.1.3 A new employee with probationary status shall not be eligible to take more than six (6) days, or the proportionate amount to which they may be entitled under this section, until the first day of the calendar month after six (6) months of active service with the District.
13.1.4 Pay for any day of sick leave shall be the same pay the employee would have received if they had worked that day.
13.1.5 In order to be eligible for payment during absence for illness or injury, members of the bargaining unit must notify their immediate supervisors and/or departments of the intent to be absent, the nature of the illness or injury, and the anticipated duration of the disability not later than one (1) hour before the start of the work shift during which the absence will occur. Supervisors or the Assistant Superintendent of Human Resources may waive notification in extreme emergencies.
13.1.6 At least one (1) day prior to their expected return to work, the employee shall notify their supervisor in order that any substitute employee may be terminated. If the employee fails to notify their supervisor and both the employee and the substitute report, the substitute is entitled to the assignment, and the employee shall be charged with a day of sick leave.
13.1.7 Members of the bargaining unit requesting paid illness or injury leave in excess of three (3) days in succession may be required at the discretion of the District to provide medical certification of disability/illness on forms supplied by the District.
13.1.8 The District, when it has reasonable cause to believe abuse of sick leave is occurring, may require a verification of illness, accident, or quarantine from the employee’s physician or health consultant.
13.1.9 When members of the unit are required by the District to submit to a medical examination, the cost shall be borne by the District.
13.1.10 Members of the bargaining unit may use earned vacation after they have exhausted accumulated sick leave.
13.1.11 Any unused sick leave may be converted to retirement credit according to the rules and regulations of the Public Employees Retirement System in effect at the time of retirement.
13.1.12 Members of the bargaining unit may apply to the Assistant Superintendent of Human Resources for use of up to 75% of accumulated leave for illness and injury to tend to medical emergencies in the immediate family; the decision of the Assistant Superintendent of Human Resources on such applications shall be final. For the purposes of this section, the immediate family shall consist of relatives by blood or marriage.
13.2 Entitlement to Other Sick Leave
When an employee is absent from their duties on account of illness or accident for a period of one hundred (100) workdays or less, whether or not the absence arises out of or in the course of employment of the employee, the amount deducted from the salary due them for any month in which the absence occurs, shall be 50% of base pay after all other leave is exhausted.
Entitlement to sick leave provisions under this section shall be used after entitlement to all regular sick leave and must be accompanied with a leave request form with medical certification of the need for absence. Use of accumulated compensatory time and vacation would be an employee option. Provisions of this leave will be allowable under industrial accident and injury leave.
13.3 Termination of Sick Leave
13.3.1 After exhaustion of all paid leave, a permanent employee may be placed on an additional leave upon request and with the approval of the Board. The additional leave may be paid or unpaid and may be extended for any period not to exceed eighteen (18) months. If placed on unpaid leave, the employee shall not again become eligible for paid leave because of the commencement of a new fiscal year until they have rendered service.
13.3.2 An employee who has been placed on paid or unpaid sick leave may return to duty at any time during the leave provided that they are able to resume the assigned duties and, if the leave has been for more than twenty (20) working days, provided that they have notified the District of
their return at least three (3) working days in advance. An employee shall continue to receive seniority credit when on such paid or unpaid sick leave.
13.3.3 If, at the conclusion of all sick leave and additional leave, paid or unpaid, under this section, the employee is still unable to assume the duties of their position, they will be placed on a reemployment list for a period of thirty-nine (39) months in the same manner as if they were laid off for lack of work or lack of funds.
13.4 Transfer of Sick Leave
Any classified employee of any school district or county superintendent of schools who has been employed for a period of one (1) calendar year or more whose employment is terminated for reasons other than action initiated by the employer for cause and who subsequently accepts employment with this school district within one (1) year of such termination of their former employment shall have transferred with them to this District the total amount of earned leave of absence for illness or injury to which they are entitled under Education Code Section 45191. In any case where an employee was terminated as a result of action initiated by the employer for cause, such a transfer may be made if agreed to by the governing board of the District.
13.5 Industrial Accident and Illness Leave
13.5.1 Members of the bargaining unit who sustain an injury or illness arising directly out of and in the course and scope of employment shall be eligible for the equivalent to a maximum of sixty (60) working days paid leave, which is tracked in hourly increments, for the same accident/illness. Claims must be approved by the District’s insurance carrier to qualify under this section. This leave shall not be accumulated from year to year Industrial accident or illness leave will commence on the first day of absence.
13.5.2 Payment for wages lost on any day shall not, when added to an award granted under the Workers’ Compensation laws of this state, exceed the employee’s full salary for the month. Industrial accident and illness leave shall be reduced by one day for each day of authorized absence regardless of a compensation award made under the Workers’ Compensation. When an industrial accident or illness leave occurs at a time when the leave will overlap into the next fiscal year, the employee shall be entitled to only that amount of leave remaining at the end of the fiscal year in which the industrial injury or illness occurred for the same illness or injury
13.6
13.5.3 Industrial accident or illness leave is to be used in lieu of normal sick leave benefits. When entitlement to industrial accident or illness leave under this section has been exhausted, entitlement to other sick leave will be used. If, however, the employee continues to receive temporary disability indemnity under the Workers’ Compensation laws of this state at the time of the exhaustion of benefits under this section, the employee may elect to take as much of the employee’s accumulated and available sick leave which, when added to the Workers’ Compensation, results in a payment of not more than the employee’s regular salary
13.5.4 An employee requesting industrial accident or illness leave benefits shall be required to comply with the medical verification and reporting provisions of the sick leave section of this article.
13.5.5 Upon complying with District medical release requirements and receiving District authorization to return to work, an employee on industrial accident or illness leave shall be reinstated in a position in the same class without loss of status or benefits.
Catastrophic Leave Bank
Classified employees covered under contract with FSUSD may become members of the Catastrophic Leave Bank by voluntarily contributing one (1) sick leave day for the establishment and operation of the Bank. This Bank is to assist employees who have long-term illnesses or disabilities, or need time to care for an immediate family member who has experienced a catastrophic condition, requiring the employee to provide care for the family member Donation forms may be obtained in the Human Resources Department. Catastrophic Leave is defined in Article 26.
a. An employee must have exhausted all of their sick leave to qualify for use of the Catastrophic Leave Bank for their own long-term illness or disability
b. An employee must have exhausted 75% of their accumulated leave for illness or injury as described in Article 13.1.12, in order to care for an immediate family member prior to being eligible for application to the Catastrophic Leave Bank. For this circumstance, “Immediate family” is described as follows: employee’s spouse, registered domestic partner, child, mother, father, mother-in-law, father-in-law, step-daughter, step-son, or foster child, or any person living in the immediate household of the unit member
c. Days in the Catastrophic Leave Bank will accumulate year to year.
d. Enrollment in the Bank occurs as follows:
i. New employees must notify the Human Resources Department, in writing, of their desire to enroll in the Bank within six (6) weeks of the date of hire.
ii. Permanent employees who are not current members of the Bank and who would like to be, must notify the Human Resources Department, in writing, of their desire to enroll in the Bank by July 1st for that fiscal year.
iii. Permanent employees who are enrolled in the Bank will automatically continue their participation year to year unless there is a break in service, or they notify the Human Resources Department, in writing, of their intent to terminate their participation in the Bank. Such termination from the Bank will be effective June 30th of that fiscal year, and will not result in reinstatement of the time contributed to the Bank.
e. Employees will see contributions to the Bank deducted from their sick leave based on the following schedule: 12-month employees - July 31st; 11-month employees - August 31st; 10.5-month employees - August 31st.
f. Should a break in service occur (eg: placement on the 39-month rehire list) the member must re-enroll (pursuant to 13.6.d.i).
g. If the Bank accumulates more than 12,000 hours, the yearly donation (to remain in the bank) will be suspended until the bank balance falls below 12,000 hours. The following two (2) exceptions of donated leave will continue regardless of the bank balance:
i. Employees who are new to the District.
ii. Permanent Employees who wish to enter the bank (when the new year rolls over on July 1) and are not already a member of the bank.
h. No unit member may donate eligible leave credits unless they have a minimum of ten (10) days of accumulated sick leave on record with the District. Leave credit may be donated only in normal workday units. One day is equal to your daily contracted hours.
i. All transfers of sick leave into the Bank are irrevocable.
j. Only the individuals who are currently contributing to the Bank will be eligible for benefits. The maximum anyone can contribute to the bank is one (1) sick leave day per school year.
k. The maximum cumulative number of days, which one person can be granted from the Bank per year of employment with the District is thirty (30) days. A member who makes a withdrawal from the Bank will be paid at his/her regular
daily rate of pay Sick leave from the Bank may not be granted for periods of disability when monies are being paid to the unit member under Workers Compensation, Social Security benefits, paid disability, paid time under the Family Medical Leave Act or any other fully paid benefits.
l. If the Catastrophic Leave Bank does not have sufficient days to fund a withdrawal request, the committee is under no obligation to provide days and the District is under no obligation to pay the participant any funds whatsoever. If the committee denies a request for withdrawal because of insufficient days to fund the request, they will notify the participant, in writing, of the reason for denial.
m. Participants applying to make a withdrawal from the Bank will be required to submit a physician’s verification (with the withdrawal application) explaining the catastrophic illness or injury that is expected to incapacitate the employee, or the employee’s immediate family member as described in 13.6 (b). The physician’s verification shall also articulate the anticipated duration.
n. Applicants for benefits from the Bank must make an application through the Catastrophic Leave Bank Committee.
o. Unit members who are retiring or leaving the employ of the District may contribute their unused sick leave to the Catastrophic Leave Bank. This contribution is irrevocable and shall be made within ninety (90) days prior to leaving the District.
13.7 Administration of the Bank:
The committee shall consist of three (3) members from CSEA and two (2) members of the District Administration. The Chapter 302 Executive Board shall appoint all unit members. The Superintendent or designee shall appoint the Committee members.
a. The Catastrophic Leave Bank Committee shall meet as necessary to administer the Catastrophic Leave Bank. The District shall maintain the records of transfer into and out of the Bank.
b. The Committee will have the responsibility of receiving withdrawal requests, verifying the validity of requests, approving or denying the requests and communication of its decision(s), in writing, to the applicant, participants on the committee and to the District within ten (10) days of receipt of the withdrawal request from the applicant.
c. The Committee’s authority will be limited to administration of the Bank.
d. The Committee will keep all records confidential and will not disclose the nature of the illness/disability.
13.8
e. Any Worker’s Compensation injury/illness claim covered by an award shall be excluded.
f. No Catastrophic Leave Bank days shall be granted after Long Term Disability begins.
g. Upon the seventh (7th) week of the new school year, the District shall notify the Committee of the following:
i. The total number of accumulated days in the Bank on June 30th of the previous school year
ii. The number of days contributed by the unit members for the current year.
iii. The names of the participating unit members.
iv The total number of hours available in the Bank.
h. The District will maintain current information for the Committee on the following:
i. The names of any participants who have terminated participation in accordance with this article.
ii. The names of any additional unit members who have joined the Bank.
iii. The total number of days in the Bank.
iv. The total number of days awarded, and to whom they were awarded.
i. If the Catastrophic Leave Bank is terminated for any reason, the days remaining in the Bank will be returned to the then current members of the Catastrophic Leave Bank proportionately
j. The decision of the Catastrophic Leave Committee is final.
Donation of Leave
Members may donate no more than two (2) days of sick leave and/or two (2) days of vacation leave from one member to another should a member exhaust all leave time.
The member donating the time must submit the form to the Chapter #302 President who will verify and then submit the form to the Human Resources Department for processing.
The member must denote the amount of time, leave type, and to whom the donation will be awarded.
The transaction will remain confidential between the member donating the time, the member receiving the time, and the Human Resources Department.
13.9 Bereavement Leave
13.9.1 A unit member shall be granted leave of absence for the death of a member of the immediate family without loss of pay or deduction from other leave benefits found in this article.
The District agrees to grant five (5) days of paid leave of absence to an employee for the following:
i. Death of an employee's spouse, registered domestic partner, child, mother or father.
ii. Death of other immediate family members.
Other immediate family shall include, but not be limited to, the following: mother-in-law, stepmother, father-in-law, stepfather, son-in-law, stepson, daughter-in-law, stepdaughter, brother, brother-in-law, stepbrother, sister, sister-in-law, stepsister, foster child, grandparent, grandchild, legal guardian or ward, niece, nephew, aunt or uncle, or first cousin of the unit member or spouse, or any person living in the immediate household of the unit member
13.9.2 Leave may be granted to the employee by the Assistant Superintendent of Human Resources for any individual not listed herein.
13.9.3 A member of the bargaining unit may request permission of their immediate supervisor to be absent without pay on account of the death of any relative not designated as immediate family.
13.9.4 Members of the bargaining unit shall be required to contact their immediate supervisors or department offices one (1) hour prior to the start of their regular work shift to request bereavement leave. A supervisor may waive notification in extreme emergencies.
13.9.5 Verification of Bereavement Leave: Members of the bargaining unit shall be required to complete a leave verification form providing such proof of eligibility for bereavement leave as the District may require.
13.9.6 Under special circumstances, up to five (5) days additional bereavement leave may be granted by the Assistant Superintendent of Human Resources.
