FSUTA Contract by fsusd-co

FAIRFIELD-SUISUN UNIFIED TEACHERS ASSOCIATION AND

FAIRFIELD-SUISUN UNIFIED SCHOOL DISTRICT

CONTRACT July 1, 2022 - June 30, 2025

Fairfield-Suisun Unified Teachers Association 1000 Texas Street, Suite D Fairfield, CA 94533 (707) 389-2262

Fairfield-Suisun Unified School District 2490 Hilborn Road Fairfield, CA 94534 (707) 399-5000

Article 1 - Recognition

Article 2 - Duration

Article 3 - Contract

Article 4 - Negotiation of Successor Agreement

Article 5 - No Discrimination or Retaliation

Article 6 - Organizational Security

Article 7 - Concerted Activities

Article 8 - Definitions

Article 9 - Grievance Procedure

Article 10 - Evaluation

Article 11 - Personnel Files

Article 12 - Parent Complaints

Article 13 - Employee Discipline

Article 14 - Peer Assistance and Review (PAR)

Article 15 - Support Provider

Article 16 - Teacher Support Service (Text located in Appendix H)

Article 17 - Safety Safe Working Conditions Student Discipline Reporting to Unit Members Regarding Violent and Dangerous Students Assault or Battery Personal Property Protection and Liability Coverage Specialized Health Care

35 35 37 38 41 42 42

Article 18 - Assignment and Transfer Procedure for Reassignments, Voluntary Transfers, and Filling Vacancies Criteria Procedures for Involuntary Reassignments and Involuntary Transfers Rights

43 43 44 46

Article 19 - Workday Instructional time shall average the following: Preparation Time Collaborative Planning Period

47 48 49 50

In-Lieu Service

Article 20 - Work Year

Article 21 - Class Size

Article 22 - Salary and Fringe Benefits Salary/Wages National Board Certification Extended Day Assignments (to include Department Chairs) Fringe Benefits Medical Coverage Dental Coverage Life Insurance Vision Insurance Cash Payment In Lieu of Benefits Benefits for Retirees Initial Placement on the Salary Schedule Advancement on the Salary Schedule Professional Growth

60 60 62 62 63 63 66 66 67 67 67 69 71 73

Article 23 - Leaves Sick Leave Extended Leave of Absence Due to Illness or Injury Catastrophic Leave Bank Personal Necessity Leave Sabbatical Leave Parental Leave Industrial Accident or Illness Leave Jury Duty and Witness Duty Bereavement Leave Advanced Study Leave Personal Leave President Release Time Professional Leave for Association Business Leave Rights Professional Development Leave

75 75 76 76 83 83 84 85 86 86 87 87 87 88 88 89

Article 24 - Reduced Teacher Service Option

Article 25 - Early Retirement Plan

Article 26 - Part-Time Contracts

92 3

Article 27 - Job Sharing

Article 28 - Hourly Rate Adult Education

Article 29 - Child Development/Preschool

100

Article 30 - Restructuring

103

Article 31 - Summer School/Intersession

105

Article 32 - Calendar Committee

105

Article 33 - Professional Working Environment

106

Article 34 - Consulting Teachers

107

Article 35 - Specialty Schools/Programs

109

Article 36 - Special Education

112

Article 37 - Savings and Statutory Changes

116

APPENDIX A - Regular Teacher K-12 Salary Schedule

117

B - Speech Language Pathologist and Nurses Salary Schedule

120

C - Permit Teacher Salary Schedule

123

D - Adult School Hourly Teacher Salary Schedule

126

E - Extended Day Activity Salary Schedule

129

F - Department Chairperson Salary Schedule

132

G - School Calendar

135

H - Teacher Support Service (former Article 9.5)

138

I - Consulting Teacher Professional Development Report

140

J - Evaluation Standards Selection Form

141

K - Certificated Personnel Observation Form

143

L - Certificated Personnel Evaluation Form

158

M - Self Evaluation Tool (SET)

173

N - Support Provider Job Description

177

O - California Education Code section 44922

178

P - Mentor Teacher Program (former Article 28)

179

Q - MOU: Consulting Teachers

181

R - Special Education Caseload Support (Form)

185

S - MOU: Signing Bonus for Hard to Fill Positions

186

T - Tentative Agreement - November 7, 2022

187

U - Tentative Agreement - August 15, 2022

188

V - MOU: Training and Support for General and Special Education Teachers

214

W - MOU: Payment of Class Size and Student Overages

221

X - MOU: Rate of Intervention - August 8, 2022

222

Y - MOU: Premier Start - May 19, 2022

223

Z - MOU: Bilateral Committee - January 25, 2023

224

AA - MOU: Virtual Academy - January 25, 2023

225

BB - MOU: Grow Your Own - December 8, 2022

226

CC - MOU: Pre-Induction Support Provider - January 25, 2023

229

DD - MOU: Six-Fifths - June 6, 2023

230

EE - MOU: In-Lieu Service - June 6, 2023

231

FF - MOU: Zero and Seventh Periods - June 5, 2023

232

GG - MOU: Article 28 - Hourly Rate Adult Education - May 24, 2023

234

HH - MOU: Mandated Training - May 25, 2023

238

II - MOU: Involuntary Reassignments / Transfers K-3 - April 19, 2023

239

JJ - MOU: CalPERS Health Benefits - April 25, 2022

240

KK - MOU: 22.8 - Professional Growth - April 25, 2023

241

LL - MOU: 22.10 - Professional Growth - July 5, 2023

242

MM - MOU: Co-Teach - June 1, 2023

244

NN - MOU: Caseload Size Overage - May 24, 2023

245

OO - MOU: Increase in Health Benefits - September 25, 2023

246

PP - Archived Year Round Language

247

QQ - Explanation - Contact Language vs. Appendix Attachments

248

Article 1 - Recognition 1.1

The Fairfield-Suisun Unified School District’s Governing Board, hereinafter referred to as the “Board,” recognizes the Fairfield-Suisun Unified Teachers Association/CTA/NEA, hereinafter referred to as the “Association,” as the sole and exclusive bargaining agent for all certificated employees excluding designated management employees, school psychologists, and per diem substitute employees.

1.2

The Association, in turn, recognizes the Board, or designated representative, as the duly elected representatives of the people and agrees to negotiate exclusively with the Board through the provisions of the Rodda Act.

1.3

New classifications created or positions added to classifications shall be subject to negotiation between the Board and the Association to determine if they are to be included in the bargaining unit. Disputed cases shall be submitted to the PERB and shall not be subject to the grievance procedure contained in the contract.

1.4

Employees hired to temporary contracts are covered by this agreement exclusive of the following articles: ● ● ● ● ● ● ● ● ●

Article 18 - Assignment and Transfer Article 23.5 - Sabbatical Leave Article 23.6 - Parental Leave Article 23.10 - Advanced Study Leave Article 23.11 - Personal Leave Article 24 - Reduced Teaching Service Option Article 25 - Early Retirement Plan Article 26 - Part-Time Contracts Article 27 - Job Sharing

Article 2 - Duration 2.1

This contract shall become effective July 1, 2022 and continue in effect through June 30, 2025.

Article 3 - Contract 3.1

This contract shall supersede any rules, regulations, or practices of the Board which shall be contrary to or inconsistent with its terms.

3.2

Each party to this contract may reopen Article 22 (Salary and Fringe Benefits) and shall not exceed two additional articles selected by each party for the 2024-2025 school year. The parties shall submit their initial proposals for the 2024-2025 school year by November of 2023. The Association and the District agree to review all sunsetting MOU’s prior to the sunset date for each MOU. The Co-Teaching MOU dated March 3, 2023 shall be reopened in February 2024.

3.3

This agreement shall constitute the full and complete commitment between the parties and shall remain in force for the period of July 1, 2022 to June 30, 2025.

Article 4 - Negotiation of Successor Agreement 4.1

The Association and the District shall submit their initial proposals for the 2025-2028 school years by the first regular board meeting in November 2024.

4.2

The Board shall make public its response by the first meeting in December 2024. Negotiations of the successor agreement will commence within ten (10) days after the Board’s public response.

Article 5 - No Discrimination or Retaliation 5.1

Neither the District nor the Association shall discriminate against any employee based on their race, color, national origin, religion, sex, sexual orientation, age, disability, marital status, political affiliation, membership in or participation in an employee organization, union affiliation, or exercise of rights contained in this Agreement or rights guaranteed by the EERA. Further, neither the District nor the Association will retaliate against, discipline or take any adverse action against any employee for participating in or deciding to not participate in concerted activities protected by the EERA.

5.2

Alleged violations of this Article will be subject to the grievance procedure (including binding arbitration) of the Collective Bargaining Agreement.

Article 6 - Organizational Security 6.1

The District shall withhold from the salary of each member of F-SUTA the dues in the Association (which shall include the dues in CTA and NEA, and the total of which shall be reported to the Assistant Superintendent of Human Resources by August 15 of each year) and shall transmit the funds withheld to the Association as instructed. Once a bargaining unit employee joins the Association, membership may only be discontinued according to the terms and conditions set forth on the authorization form developed by the Association. All deductions shall be made in ten (10) equal installments for the months of September through 7

June. The unpaid balance shall be withheld from the final warrant of members leaving the employment of the District before June 30. This District shall not deduct the dues of any other organization from the salaries of members of this unit but it shall, at the request of any member, deduct payments for insurance, eligible tax-sheltered annuities, credit unions, etc., up to ten (10) deductions. 6.2

The Association shall provide the District with a list of members who have completed the authorizations developed by the Association. With respect to all sums deducted by the District pursuant to Section 6.1, above for membership dues, the District agrees promptly to remit such monies to the Association accompanied by an alphabetical list of unit members for who such deductions have been made, and indicating any changes in personnel from the list previously furnished. The Association and District agree to furnish to each other any information needed to fulfill the provisions of this Article. The District shall provide the Association a list of new hires, their position, site assignment and contact information on file with the District within ten (10) calendar days prior to the start of the work year. For unit members hired after the above list is provided, the District shall provide the above information on or before the date the new hire reports to their site assignment. The Parties agree that membership (adding new members, maintaining current members, or dropping members who complete the process with the Association to do so) is entirely a function of the Association, and no part of this Agreement may interfere with the union membership process.

6.3

Hold Harmless and Indemnity Provision 6.3.a.

The Association, as defined by this agreement, shall hold the District harmless and shall fully and promptly reimburse the District for reasonable legal fees and costs incurred in responding to or defending against any legal or administrative actions which are actually brought against the District or any of its agents by other than the Association in connection with the administration or enforcement of any section of this Article.

6.3.b.

Upon notice that the District is going to seek indemnification or to be held harmless under this provision, the Association shall have the right to meet with the District regarding the reasonableness and merit of any suit or action for which the District seeks indemnification and shall attempt to agree whether any such action listed above in Section 6.3.a. shall be compromised, resisted, defended, tried, or appealed.

6.3.c.

The Association shall decide and determine whether any such action or proceeding referred to in Section 6.3.a. shall or shall not be 8

compromised, resisted, defended, tried, or appealed as long as the District does not have a distinct and separate legal interest in the matter in dispute. 6.3.d.

The District shall not be entitled to be reimbursed for any fees or costs, unless Sections 6.3.b. and 6.3.c. are complied with, and shall not be entitled to such reimbursement when the District’s efforts in defending against such action would be duplicative, or when the District is defending a separate and distinct legal interest, or when the District is defending an activity which is arguably subject to criminal liability on the part of any District administrator.

Article 7 - Concerted Activities 7.1.

By both parties reaching an agreement and signing this document, they agree to actively support implementation of the agreement.

Article 8 - Definitions 8.1

The parties agree that definitions will be within the context of the provisions of the contract in which the term is used.

Article 9 - Grievance Procedure 9.1

Definitions 9.1.a.

A “grievance” is an allegation by a grievant that there has been a violation, misapplication, or misinterpretation of a provision of this agreement.

9.1.b.

A “grievant” is any member of the unit and/or the Association if either is adversely affected by a violation, misapplication, or misinterpretation of a provision of this agreement. In addition, the Association may present a grievance involving a specific instance involving named unit members.

9.1.c.

“Day” is any day that the contracted grievant is required to render service to the District.

9.1.d.

The “immediate supervisor” is that person having the responsibility for writing the grievant’s evaluation. When the Association is the grievant, the “immediate supervisor” in the informal level and Level I will be the Assistant Superintendent of Human Resources or other person designated by the Superintendent. 9

9.2

Procedure - Informal Level Before filing a formal written grievance, the grievant shall attempt to resolve the disagreement by an informal conference with their immediate supervisor.

9.3

Procedure - Formal Level 9.3.a.

9.3.b.

Level I: 9.3.a.1.

Within thirty (30) days after knowledge of the occurrence of the act or omission giving rise to the grievance, the grievant must present the grievance in writing to their immediate supervisor. The grievance must be submitted on the proper grievance form or attached thereto.

9.3.a.2.

This statement shall be a clear, concise statement of the circumstances giving rise to the grievance, citation of the specific article, section and paragraph of this agreement that is alleged to have been violated, misinterpreted, or misapplied, the decision rendered at the informal conference, and the suggested remedy or remedies sought.

9.3.a.3.

The supervisor or designee shall communicate their decision in writing to the employee, and the F-SUTA grievance chairperson within ten (10) days after receiving the grievance.

9.3.a.4.

Either the grievant or the supervisor may request a personal conference within the above time limits and such request shall be honored.

Level II: 9.3.b.1.

In the event the grievant is not satisfied with the decision at Level I, the grievant may appeal the decision to the Director of Elementary Education or Director of Secondary Education as appropriate according to the grievant’s assignment within ten (10) days.

9.3.b.2.

This statement should include a copy of the original grievance, the decision rendered, and a clear, concise statement of the reasons for the appeal, and the suggested remedy or remedies sought. The grievance must be submitted on the proper grievance form or attached thereto. 10

9.3.c.

9.3.b.3.

The Director of Elementary Education or Director of Secondary Education or designee shall conduct an investigation into the allegations and shall communicate their decision in writing to the employee and to the Association within ten (10) days after receiving the grievance.

9.3.b.4.

Either the grievant or the Director of Elementary Education or Director of Secondary Education or designee may request a personal conference within the above time limits and such a request shall be honored.

Level III: 9.3.c.1.

In the event a grievance begins at Level III, before filing the grievance, the Association or grievant with District staff shall conduct a conference with the appropriate Cabinet level administrator to attempt to resolve or identify the disagreement. A telephone conference shall fulfill this requirement. After notification by the Association to the Superintendent or designee, the conference will be held within ten (10) days.

9.3.c.2.

In the event the grievant is not satisfied with the decision at Level II, the grievant may appeal the decision to the Superintendent or designee (Assistant Superintendent of Human Resources) within ten (10) days. The grievance must be submitted on the proper grievance form or attached thereto.

9.3.c.3.

This statement should include a copy of the original grievance, the decision rendered, and a clear, concise statement of the reasons for the appeal, and the suggested remedy or remedies sought.

9.3.c.4.

The Superintendent or designee shall conduct an investigation into the allegations and shall communicate their decision in writing to the employee and to the Association within ten (10) days after receiving the grievance.

9.3.c.5.

Either the grievant or the Superintendent may request a personal conference within the above time limits and such request shall be honored.

9.3.d.

Level IV: 9.3.d.1.

If the Association is not satisfied with the disposition of the grievance at Level III, it may proceed to arbitration within thirty (30) days. In such an event, the Association shall notify the Assistant Superintendent of Human Resources, or their designees, in writing. If the District or the Association requests a meeting to discuss the grievance at any time prior to a scheduled arbitration hearing, that request shall be honored. 9.3.d.1.a.

Within ten (10) days of such notification, representatives of the District and the Association shall attempt to agree upon a mutually acceptable arbitrator and obtain a commitment from said arbitrator to serve. If the parties are unable to agree upon an arbitrator within the specified period, the Association shall file a Demand to Arbitrate to the American Arbitration Association. The selection of the arbitrator and the arbitration proceedings shall be conducted under the Voluntary Labor Arbitration Rules of the American Arbitration Association. If the District contends that the grievance is not arbitrable or the grievant failed to adhere to procedures herein, such referral shall be primarily to determine the arbitrability of the alleged grievance. If the arbitrator decides that they have jurisdiction and there is no procedural impediment, they shall proceed to hear the merits of the grievance.

9.3.d.1.b.

Once the arbitrator has been selected, hearings shall commence at their convenience and be concluded within a reasonable time.

9.3.d.1.c.

The appeal shall be in writing.

9.3.d.1.d.

The arbitrator shall have available all documents relating to the grievance and any District records that would be helpful in resolving the problem.

9.3.d.1.e.

Within thirty (30) days after the conclusion of the hearing, the arbitrator’s decision shall be in 12

writing and shall set forth their findings of fact, reasoning, and conclusions on the issue(s) submitted.

9.3.d.2.

9.3.d.1.f.

The arbitrator shall be without power or authority to make any decision which requires the commission of any act prohibited by law or which is in violation of the terms of this agreement.

9.3.d.1.g.

The decision of the arbitrator shall be submitted to the Superintendent and the Association and shall be final and binding upon the parties of this agreement.

The arbitrator shall be subject to the following limitations: 9.3.d.2.a.

The arbitrator shall have no power to add to, subtract from, disregard, alter, or modify any of the terms of this agreement. The arbitrator shall also be limited to fashioning remedies only within the terms of this agreement.

9.3.d.2.b.

The arbitrator shall have no power to establish salary structures. This limitation does not apply to a recommendation to change placement on the salary schedule.

9.3.d.2.c.

The arbitrator shall have no power to validate or invalidate the content of evaluation(s).

9.3.d.2.d.

The arbitrator shall have no power to establish or recommend any financial award except for back pay. General and punitive damages shall not be awarded in any case.

9.3.d.2.e.

Expenses incurred by the arbitrator shall be shared equally by the District and the Association. All other expenses shall be borne by the party incurring them, and neither party shall be responsible for the expenses of witnesses called by the other except witnesses who are employed by the District shall be released at no cost to the Association. 13

9.3.d.2.f.

9.4

No probationary employee may use the grievance procedure in any way to appeal a discharge or a decision by the District not to renew their contract.

Miscellaneous 9.4.a.

No reprisals of any kind will be taken by the Superintendent or any member or representative of the administration or by the Board against participants in the grievance procedure by reason of such participation.

9.4.b.

A member of this unit may be represented in the stages preceding the arbitration level of the grievance procedure by himself/herself, and at their option, by a representative of their choice. No more than three (3) members of the unit, one of whom shall be the grievant, shall receive release time to process a grievance prior to arbitration.

9.4.c.

Any unit member who is not a member of the Association who requests that the grievance or arbitration provisions of this agreement be used on their behalf, shall be responsible for paying to the Association the reasonable cost of using said grievance or arbitration procedures.

9.4.d.

All documents, communications, and records dealing with the process of a grievance will be filed in a separate file and will not be kept in the personnel file of any of the participants.

9.4.e.

The limits for appeal provided in each level shall begin the day following receipt of written decision by the parties. These limits may be extended with the agreement of the parties.

9.4.f.

If a grievance arises from action or inaction on the part of a member of the administration at a level above the principal or immediate supervisor, the grievant shall submit such grievance in writing to the Superintendent directly, and the processing of such grievance shall be initiated at Level III. Such Level III grievances must be filed within thirty (30) days after knowledge of the occurrence of the act or omission giving rise to the grievance.

9.4.g.

Subject to the appeal of the Association, implementation of any proposed resolution of a grievance at any formal level will take place within five (5) days. If such implementation has not resolved the alleged violation, misapplication or misrepresentation of the contract, the Association will proceed to higher levels of the grievance procedure.

Article 10 - Evaluation 10.1

It is understood and agreed by the parties that the principal objective is to maintain and improve the quality of education in the District. It is further understood and agreed that this objective can be more readily achieved by a manifest willingness on the part of the District to assist all certificated unit members, but especially less experienced unit members in improving their professional skills. The District accepts as a fundamental premise for a successful evaluation program, the necessity for mutual respect and confidence to exist between the evaluator and those evaluated. The evaluation process and forms shall not be used as retaliation or as a substitute for discipline.

10.2

The evaluation of certificated unit members is based on Education Code, Sections 44660- 44665 (Stull Act) and the California Standards for the Teaching Profession (CSTP). These Standards are also part of the District’s Beginning Teacher Support and Assessment Induction Program and the Peer Assistance and Review Program (PAR). An important component of each of these is the understanding that all professionals grow and develop. It is, therefore, expected that all final evaluations will contain individual and personalized suggestions for continued professional development.

10.3

Certificated Evaluation Process using CSTP 10.3.a. This process will be used to evaluate all certificated unit members: 10.3.a.1.

Permanent unit members will be evaluated once every two (2) years. Permanent unit members who receive a “Does Not Meet CSTP” or at least two “Progressing Towards CSTP” ratings on their evaluation may be evaluated in the subsequent year. The formal evaluation of a permanent unit member may be deferred to a third year by mutual agreement with their site administrator. If so, the “once-every-two-year cycle” specified in this paragraph will start over.

10.3.a.2.

After being in District for ten (10) years, the formal evaluation of a permanent unit member may be deferred to a five year cycle by mutual agreement with their site administrator. If so, the "once-every-five-year cycle" specified in this paragraph will start over.

10.3.a.3.

Probationary unit members will be evaluated at least once a year.

10.3.a.4.

Temporary unit members will be evaluated at least once a year.

10.3.a.5.

At the request of the Association, the timeline for a grievance dealing with a unit member's evaluation will continue from the end of the period of service in which the evaluation was received, until the beginning of the following period of service.

10.3.a.6.

“Evidence” shall be the measure supporting a rating by an evaluator of a unit member on the approved observation and evaluation forms. Evidence shall be a unit member’s Observation Forms, the items listed in 10.3.e and other objective measures of assessment that relate to the CSTP Standard being observed or evaluated.

10.3.a.7.

Consulting Teachers (Article 34) shall according to the guidelines in Article 34.5.

10.3.a.8.

All teachers shall receive training as indicated in Article 10.6.

be evaluated

10.3.b. Individual or school site unit member trainings to include all unit members will begin within the first thirty (30) days of the unit member's work year and will consist of 30 minutes for all permanent, probationary, and temporary unit members on the evaluation cycle with an additional 60 minutes for probationary and temporary unit members by November 15. Unit members out of the evaluation cycle for the current year, shall be exempt from these trainings. Unit members will be evaluated upon the Standards on the form "Certificated Personnel Evaluation Form, (Appendix L)." All certificated unit members will be provided with electronic copies of the CSTP: California Standards for the Teaching Profession (most recent edition), which provides detailed information regarding the components of each Standard. Upon request, a unit member may be provided with a hard copy of the CSTP. 10.3.c. Should there be no F-SUTA unit member and/or site administrator at the start of the school year who completed the spring bilateral evaluation training the previous school year, F-SUTA agrees that the site may use a respective member of the bilateral evaluation committee (administrator for administrator/F-SUTA unit member for F-SUTA unit member) to do the training at those sites for the initial thirty (30) minute training of all unit members held within the first 30 days of the school year. This provides time to appoint and train site team members in compliance with Article 10 – Evaluations. Bilateral Evaluation training for these team 16

members will be completed prior to the first formal observation of any unit members at these sites and any additional evaluation trainings. 10.3.d. Probationary and temporary unit members will be evaluated on all six (6) CSTP Standards. Documentation provided by the unit member (Probationary, Temporary or Permanent) to include, but not be limited to, that mentioned in 10.3(e)(5) shall be a part of the evaluation of Standard Six (6). 10.3.e. At least two (2) formal observations, one scheduled, and the other may be scheduled or unscheduled, will be held during a unit member’s evaluation year to observe unit members using only the District’s Certificated Personnel Observation Form (Appendix K). These formal observations will be at least thirty (30) minutes in length. These formal observations may take place any time a certificated unit member is performing within the scope of their classroom duties. The number, frequency and duration of the observations may vary with the requirements imposed by the type of class, the needs of the teacher, and individual situation. Formal observations may be preceded by a pre-conference and must be followed with a post-conference between the unit member and the evaluator. 10.3.f. The authorized components of data to validate the CSTP include formal classroom observations and: 10.3.f.1.

Observations of less than 30 minutes

10.3.f.2.

Classroom walk-throughs

10.3.f.3.

Lesson plans as designed by the classroom teacher

10.3.f.4.

Observation of report cards and progress reports

10.3.f.5.

Records of professional development activities as provided by the teacher (Such documentation shall be a part of the evaluation of Standard 6).

State adopted criterion-referenced assessment data shall be used as a part of the formative assessment as described in Standard 5, of the CSTP, “Assessing Student Learning,” and in accordance with the Stull Act, Education Code, 44660-44665. As stated in Education Code, Section 44662, the summative evaluation of teachers shall not include the use of publisher’s norms (comparative student test results) as established by standardized tests. 17

Unit member-specific testing data is confidential and shall not be posted or publicly distributed unless otherwise required by law. 10.3.g. Following each formal observation, the unit member will receive written feedback from the evaluator no less than three (3) workdays prior to the post-observation conference. In addition, post observation conferences must be held no later than ten (10) workdays following the formal observation. The unit member shall have the right to comment and have those comments affixed to the said observation report. Additionally, the administrator and the unit member may mutually agree to add or modify comments to the observation form at the time of the post-observation conference. 10.3.h. The unit member will receive a written final evaluation report from the evaluator no less than five (5) workdays prior to the unit member/evaluator conference. A final evaluation report in writing and unit member/evaluator conference will be held at least thirty (30) workdays prior to the last workday of the unit member in the school year in which the evaluation took place. In completing the final report, the evaluator will consider the overall performance in the Standards selected in the initial conference when determining an evaluation rating. 10.3.i.

The principal will have the primary responsibility for observations and filing of observation reports. The principal may assign another on-site administrator these duties. For Special Education preschool teachers, the primary responsibility for observations and the evaluation shall be assigned to the Coordinator responsible for the Special Education preschool programs. 10.3.i.1.

If another onsite administrator is assigned as the primary evaluator, their signature shall appear on both the observation report(s) and evaluation. The unit member shall be notified of this assignment change in writing.

10.3.i.2.

If a designated evaluator is used by the primary evaluator, both signatures shall appear on the observation report(s) and evaluation. The primary evaluator shall use no more than two (2) designated evaluators during the course of the school year.

Additional Observation(s) 10.3.i.3.

A unit member may request other observations to be conducted by members of the administration (requested to be either on-site or off-site) other than the designated 18

primary administrator. The additional observation(s) shall be evidence used to determine a unit member’s final evaluation. 10.3.i.3.a.

10.3.i.4. 10.4

For each required observation conducted pursuant to section 10.3.d, a permanent unit member may request and shall receive one (1) additional observation. The permanent unit member may request that such observation(s) be conducted by members of the administration other than the designated primary administrator, including administrators not assigned to the unit member’s work location. Such requests must be in writing, and made within seven (7) workdays of the date of the post-observation conference. The additional observation shall be conducted within twenty (20) workdays of the request. The timelines specified in section 10.4.a.2 and 10.4.a.3 shall not apply to any such additional observation(s). The additional observation(s) shall be evidence used to determine a unit member’s final evaluation.

No unit member shall evaluate another unit member.

Conference / Evaluation Timeline 10.4.a. Permanent Unit Member 10.4.a.1.

Initial conferences for permanent unit members to select the Standards for evaluation shall be held within the first twenty-five (25) workdays of the school year. No formal observation shall be conducted in the ten (10) workdays after the initial conference unless otherwise agreed upon between the unit member and administrator. 10.4.a.1.a.

Permanent unit members will be evaluated on only three (3) CSTP Standards according to the following: Within the first twenty-five (25) workdays of the unit member's work year, the evaluator selects one (1) Standard; the unit member selects one (1) Standard. Additionally, all unit members will be evaluated on Standard 6, "Developing as a Professional Educator." 19

10.4.a.1.b.

The selection of Standards by the evaluator and the unit member shall be made on the Evaluation Standards Selection form, (Appendix J). A copy shall be provided to the unit member and the original copy of this form shall become a part of the Permanent unit member's evaluation form.

10.4.a.2.

There must be no less than twenty (20) workdays between an observation post-conference and the next formal observation.

10.4.a.3.

There must be no less than twenty (20) workdays between the last post observation conference and the final evaluation conference. The final written evaluation shall be received no less than five (5) workdays before the evaluation conference.

10.4.a.4.

The final evaluation conference must be held no later than thirty (30) days prior to the end of the unit member’s work year.

10.4.b. Probationary / Temporary Unit Members

10.5

10.4.b.1.

A probationary/temporary unit member's first formal observation must be held within the first thirty (30) workdays of the unit member's work year.

10.4.b.2.

There must be no less than twenty (20) workdays between a post observation conference and the next formal observation.

10.4.b.3.

There must be no less than fifteen (15) workdays between the last post observation conference and the final evaluation conference. The final written evaluation shall be received no less than five (5) workdays before the evaluation conference.

10.4.b.4.

The final evaluation conference must be held no later than thirty (30) workdays prior to the end of the work year.

Referrals to the PEER Assistance and Review Program (PAR) 10.5.a. Using the CSTP Standards, unit members of permanent status shall be referred to the Peer Assistance and Review Program (PAR) as follows:

10.5.b. Zero (0) or one (1) “Does Not Meet CSTP” ratings on the three identified Standards shall result in no referral to PAR. 10.5.c. Two (2) “Does Not Meet CSTP” ratings on both the unit member chosen Standard and the administrator chosen Standard of the three identified Standards shall result in a referral to PAR as a “Voluntary Participating” teacher. The unit member must complete the process, but no records are kept and no legal provisions of the California PAR provisions have effect. If in the next consecutive evaluation, the unit member receives fewer than two (2) “Does Not Meet CSTP” ratings there shall be no referral to PAR. 10.5.d. Three (3) “Does Not Meet CSTP” ratings on the three identified Standards shall result in mandatory referral to and participation in PAR. If in the next consecutive evaluation, the unit member receives fewer than two (2) “Does Not Meet CSTP” ratings there shall be no referral to PAR. 10.5.e. “Does Not Meet CSTP” Evaluation Rating 10.5.f. For a unit member to receive a “Does Not Meet CSTP” rating on a Standard, at least three (3) of the elements in that Standard must be marked “Does Not Meet CSTP” based on validating evidence. 10.6

Bilateral Joint Committee (See Appendix Z for Bilateral Committee MOU) 10.6.a. The success and effectiveness of the evaluation process is dependent upon appropriate, joint bilateral training provided by the Association and the District. The District and the Association agree to establish and operate jointly a Bilateral Evaluation Committee. This committee’s purpose is to design and implement a training program relating to the evaluation program; process, form and language. The Evaluation Committee (outlined in 10.6.b) shall set up a schedule of training. 10.6.b. The Evaluation Committee will consist of three (3) F-SUTA members, two (2) site administrators, and one (1) district office administrator and will monitor and determine the content of the training and needs to support the Evaluation Program. F-SUTA members of the Evaluation Committee shall be selected by F-SUTA. Management members of the Evaluation Committee shall be selected by F-SUSD. 10.6.c. The Association shall identify one (1) F-SUTA member for each elementary school, two (2) for middle school and three (3) for high school, at each school site, to work in conjunction with the site principal 21

to train and provide assistance to unit members during the work day regarding program, process, forms and contract language. 10.6.d. The administrators and F-SUTA members identified in section 10.6.C. shall attend two (2) hours of joint training regarding the evaluation program process, forms and contract language, to be conducted jointly by the Association and the District. This training will be provided within the contracted workday of the F-SUTA members, or if outside the workday, unit members shall be compensated at their per diem rate. This training shall occur after February 1st and before May 1st of every year. 10.6.e. Administration and F-SUTA members identified in section 10.6.C shall provide training at their individual school site regarding the evaluation program process, forms and contract language as noted in 10.3.b. This training will be provided within the contracted workday of the unit members as per Article 10. The training need not be consecutive. The Bilateral Evaluation Committee will determine the content of the training. 10.6.f. The District shall provide an additional one and one half (1.5) hours of training to Administrators regarding the evaluation program process, forms and contract. An additional one hour shall be provided for all new administrators. 10.6.g. The committee can make no changes in the evaluation process as outlined in this Agreement. The committee may make recommendations to the Association and the District regarding the evaluation process.

10.7

See Appendix M for Self Evaluation MOU and correlating Self Evaluation Tool form.

Article 11 - Personnel Files 11.1

There shall be a single personnel file for each unit member. Personnel files shall be kept in the central administrative office of the District.

11.2

Materials in the personnel file of a unit member, except as noted below, shall be made available for inspection by the unit member involved. Upon written authorization signed by the unit member, an Association representative may review the unit member’s file or accompany the unit member in their review of the file. Material which may be excluded from inspection shall be limited to ratings, reports or records which: 11.2.a. Were obtained prior to the employment of the unit member involved. 22

11.2.b. Were prepared by identifiable examination committee members. 11.2.c. Were obtained in connection with a promotional examination. Unit members shall have the right to inspect and obtain a copy of personnel file materials upon request. 11.3

Information of a derogatory nature, except material excluded in accordance with Section above, shall not be entered or filed unless and until the unit member is given notice and an opportunity to review and comment thereon. A unit member shall have the right to enter, and have attached to any such derogatory statement, their own comments thereon. Such review, and any reasonable preparation of comments in response to the material and/or statement, shall take place during normal business hours. The unit member shall be released from duty for a maximum of one-half (1/2) day per review without salary reduction. If the unit member alleges that the material is false or based on unsubstantiated information or rumor from any unidentified source, a grievance may be initiated to determine the validity of such material. If such material is determined to be false or based on unsubstantiated information or rumor from an unidentified source, it shall be removed. In the event the District fails to comply with the provisions of this section, such material shall not be allowed as evidence in any disciplinary action against the unit member or used by the District in any grievance filed by the unit member.

11.4

All material placed in a unit member’s personnel file shall be dated and signed by the person who caused the material to be prepared.

11.5

Access to a unit member’s personnel file shall be limited to a “need to know” basis. Access authorization must be obtained from either the Superintendent or Assistant Superintendent of Human Resources. The contents of all personnel files shall be kept in strictest confidence. The District shall keep a log indicating the persons who have requested a personnel file. Such log shall be available for examination by the unit member or their authorized Association representative.

Article 12 - Parent Complaints A parent complaint is defined as the parent or guardian’s expression of dissatisfaction or concern over the actions of a unit member which is related to the welfare of the parent’s or guardian’s child or children enrolled in said unit member’s class or under their supervision. Parent complaints shall not address the unit member’s instruction of the District-adopted curriculum within the unit member’s assignment. The individual charging the complaint shall hereafter be referred to as the individual complainant. The complaint shall only be considered if the event that initiated the complaint took place 23

within the preceding twenty five (25) workdays. The resolution of complaints made during the last twenty five (25) workdays prior to the unit member’s vacation may, at the option of the unit member, be suspended for the period of vacation. An individual parent or guardian of a student in the District lodging a complaint concerning a unit member must do so by adhering to the following procedure in presenting such a complaint. 12.1

For purposes of this section, a “day” is defined as a day that the unit member is required to render service to the District.

12.2

Informal Procedure 12.2.a. The individual complainant shall first meet informally with the unit member on an individual basis to discuss the concerns of the individual complainant and constructively work to resolve the matter. If the principal or immediate supervisor is contacted by the parent, they shall direct the parent to the unit member involved or inform the unit member of the nature of the contact. Either the individual complainant or the unit member may request the immediate supervisor to be present during the informal procedure. If present, the immediate supervisor may act as a facilitator during the informal procedure. The immediate supervisor shall act only as a facilitator, and not as an advocate during the informal procedure. 12.2.b. If the Superintendent or another member of the management team is contacted by an individual parent, they shall direct the parent to the unit member’s immediate supervisor. The immediate supervisor will within two (2) workdays inform the unit member involved of the nature of the contact. 12.2.c. If the concern is brought to the attention of the unit member in writing on the proper form prior to the end of the day, the unit member shall have the option of not returning to the classroom for the remainder of the day. In the event the concern is brought to the unit member before the school’s lunch period and providing the District is able to secure a qualified substitute, the employee will be allowed to leave school for the remainder of the day with no loss of leave. 12.2.d. If the matter is not resolved at the informal level, the formal procedure shall be implemented. 12.2.e. The unit member shall have the right to appeal the principal or immediate supervisor’s decision to the Assistant Superintendent of Human Resources. 24

12.3

Formal Procedure 12.3.a. If the individual complainant is not satisfied with the resolution of the matter, they shall prepare the complaint in writing on a form developed jointly by the District and Association within twenty five (25) days of notification of proposed resolution and submit it to the principal or immediate supervisor who will notify the unit member involved within two (2) days. The immediate supervisor may arrange a meeting with the complainant and unit member.The immediate supervisor shall investigate the matter of concern stated in the complaint and submit a written response to the complainant and the unit member within ten (10) workdays. The response shall be discussed at a joint meeting of the immediate supervisor, the complainant and unit member. The immediate supervisor shall act as recorder and facilitator in the process. The immediate supervisor shall determine if a record of the incident merits placement in the unit member’s file. If the complaint is dropped due to lack of merit, no written report shall be placed in the unit member’s file. No material may be placed in a unit member’s file or used in any disciplinary procedure unless such material has been submitted to the unit member for inspection and signature. The unit member also has the right to attach a rebuttal. 12.3.b. If the individual complainant or unit member is not satisfied with the proposed resolution, they may within ten (10) workdays appeal the principal’s or immediate supervisor’s response to the Assistant Superintendent of Human Resources or their designee. The Assistant Superintendent of Human Resources or their designee shall review the complaint and may repeat the process outlined in Article 12.3.a or concur with the finding(s) made pursuant to that provision. They shall have ten (10) workdays to set up a meeting or to respond in writing. They shall also decide to place the complaint in or exclude the complaint from the unit member’s file under the provisions of Article 12.3.a. 12.3.c. If the individual complainant or unit member is not satisfied with the proposed resolution, they may within ten (10) workdays appeal the Assistant Superintendent of Human Resources or designee’s response to the Superintendent or their designee. The Superintendent or their designee shall review the complaint and may repeat the process outlined in Article 12.3.a or concur with the finding(s) made pursuant to the provisions of Article 12.3.b. They shall have ten (10) workdays to set up a meeting or to respond in writing. They shall also decide to place the complaint in or exclude the complaint from the unit member’s file under the provisions of Article 12.3.a. 25

Article 13 - Employee Discipline 13.1

The District retains the right to take appropriate action to discipline unit members. Notwithstanding other provision(s) of this agreement, no unit member shall be disciplined without just cause, due process, and the utilization of progressive discipline. This will not apply to non-reemployment of probationary employees and to the release of temporary employees. The following just cause guidelines shall be recognized: 13.1.a. The employee should be informed of the consequences of their conduct. 13.1.b. Contract stipulations, district regulations and policies, Education Code, and state law shall be the basis for disciplinary action. 13.1.c. An investigation should reveal the necessity for disciplinary action. 13.1.d. Rules, orders, and penalties should be applied fairly and equitably. 13.1.e. Disciplinary action should be appropriate and reasonably related to the nature of the offense. 13.1.f. The District shall have the right to skip any step of progressive discipline in the event the unit member has committed a serious offense including assault, theft, crimes of moral turpitude, personal non-permissive use of District property, conviction of a felony, and falsifying information to the District.

13.2

The District shall notify the Association concurrently with notification to the unit member of any disciplinary action taken beyond Written Warning. Otherwise, all information and/or proceedings regarding any actions shall be kept confidential by the District.

13.3

Any disputes arising out of the application of this article shall, at the discretion of the Association, be submitted to grievance as provided in Article 9 (Grievance Procedure) of this agreement.

13.4

This article shall be administered in accordance with applicable state and federal laws.

13.5

No unit member shall receive more than one (1) penalty for any single action or infraction.

13.6

The stages of the Progressive Disciplinary Process are:

13.6.a. Informal Level: Once the employee has been informed of the consequences of their conduct, documentation will be provided to the employee within one (1) workday. 13.6.b. Formal Level: In the case of a second similar and separate action or infraction, a Written Warning notice may be issued to the employee. If a Written Warning is issued, documentation will be provided to the employee within one (1) workday. The District shall notify the Association of the issuance of a Written Warning within three (3) workdays. 13.6.c. Written Reprimand: In the case of a third similar and separate action or infraction, a Written Reprimand may be issued to the employee. If a Written Reprimand is issued, documentation will be provided to the employee within three (3) workdays. 13.6.d. No notices or documents prior to a Written Reprimand shall be placed in the employee’s personnel file. 13.6.e. An employee may attach their own statement to any documentation in the Progressive Disciplinary Process. 13.6.f. Reprimands shall be based upon verified data. 13.6.g. The sequence from the Informal Level through Written Reprimand must be within two hundred and twenty (220) workdays except for the provision of Article 13.1.f. 13.6.h. No suspension shall be ordered for any unit member unless they have first been given one (1) Written Reprimand about a similar and separate action or infraction within the past two hundred and twenty (220) workdays except for the provision of 13.1.f. Any such suspension shall be based upon verified data. A copy of all suspension orders shall be given to the unit member and placed in their file by the Assistant Superintendent of Human Resources. Suspensions will be approved by the Assistant Superintendent of Human Resources. 13.6.i.

No suspension in excess of one (1) day shall be ordered for any unit member unless they have already been suspended for a similar and separate action or infraction during the unit member’s current work year and/or the unit member’s immediately preceding work year except for the provisions of Article 13.1.f. Any such suspension shall be based upon verified data.

13.6.j.

Suspensions may be without pay, but shall not reduce or deprive the unit member of seniority or other rights or any fringe benefits. No suspension shall exceed five (5) working days in duration.

13.6.k. By mutual consent, a unit member may have their salary withheld in lieu of suspension. 13.6.l.

13.7

An employee may be immediately suspended by the District without pay until a bond is posted under provisions of Education Code Section 44940. An employee may be suspended with or without pay pending a hearing when they have been charged with the commission of a felony, or for drunkenness, substance abuse, or theft of District property.

Prior to any suspension, the Superintendent or designee, except for 13.6.l above, shall give notice to the unit member no less than five (5) days prior to the imposition of suspension. Such notice shall include: 13.7.a. A copy of this article. 13.7.b. The proposed disciplinary action. 13.7.c. A specific statement of the act(s) or infraction(s) upon which the disciplinary action is based. 13.7.d. Where applicable, a statement of the rules, regulations, or statutes which the unit member is alleged to have violated. 13.7.e. The notice shall be in writing and be served on the unit member personally or by United States registered mail addressed to the unit member at their address as recorded with the District.

13.8

Any unit member is entitled to be represented by the Association at any state of disciplinary action.

13.9

If, after having been disciplined, a unit member serves the District for twelve (12) months without the need for further disciplinary action, upon request they shall be given a follow-up notice to that effect which shall also be attached to any original notice that may have been placed in their personnel file. Those being disciplined within provision 13.1.f. will receive such notice after twenty-four (24) months.

Article 14 - Peer Assistance and Review (PAR) 14.1. It is the intent of the District and the Association to provide the highest possible quality education for the students of this community. In order for students to succeed in learning, teachers must succeed in teaching. 28

Teachers referred to or who volunteer for the Peer Assistance and Review Program (PAR) are viewed as valuable professionals who deserve to have the best resources available to assist them in improving performance to a successful standard at or above the California Standards for the Teaching Profession. The Program resources shall be utilized in the following priority: first, for Referred Participating Teachers; second, for Beginning Teacher Support and Assistance (BTSA); and third, for Voluntary Teachers. Definitions for Purposes of This Article: 14.1.a. "Classroom Teacher" or "Teacher" Any certificated bargaining unit member. 14.1.b. "Referred Participating Teacher" A teacher with permanent status who has received a referral to PAR according to the provisions of Article 10.5. 14.1.c. "Beginning Teacher" Any unit member having probationary or temporary status 14.1.d. "Voluntary Participating Teacher" Any permanent teacher who applies to participate in PAR, or a teacher referred to PAR according to Article 10.5.b. 14.1.e. "Consulting Teacher" A bargaining unit member meeting the requirements of the job description (See Appendix Q) who is selected by the PAR Joint Committee to provide Program assistance and who has no administrative duties. 14.1.f. "Evaluator" An administrator assigned by the District to evaluate a certificated teacher 14.1.g. “Term” The term of assistance for the PAR Program shall be determined by the Consulting Teacher with the approval by the PAR Joint Committee. The term may be extended up to two (2) work years with the approval of the PAR Joint Committee. 14.1.h. “Improvement Plan” A collaborative plan written by both the Consulting Teacher and the Referred Participating Teacher designed to assist the Referred Participating Teacher in meeting the California Standards for the Teaching Profession (CSTP) on the Certificated Personnel Evaluation Form. 29

14.1.i.

“Term of Service” The five-year length of time a unit member may serve as a Consulting Teacher. See Appendix Q.

Peer Assistance and Review (PAR) Joint Committee 14.2.a. In accordance with Education Code Section 44502, the Peer Assistance and Review Joint Committee shall be composed of six (6) teachers and five (5) administrators. 14.2.b. Teacher members of the PAR Joint Committee shall be selected by F-SUTA. 14.2.c. Management members of the PAR Joint Committee shall be selected by F-SUSD. 14.2.d. Representation to the Joint Committee shall be made with staggered terms to provide continuity of representation. 14.2.e. Clerical support to the PAR Joint Committee shall be provided by the District. 14.2.f. The PAR Joint Committee shall establish its own meeting schedule. 14.2.f.1.

To meet, two-thirds (9 members) of the members of the Joint Committee must be present.

14.2.f.2.

Decisions made shall be by majority vote.

14.2.f.3.

Meetings shall take place during the regular workday.

14.2.f.4.

The committee shall establish its own rules of procedure, including the method for selection of a Chairperson. 14.2.f.4.a.

For the first year (2000/2001) there shall be co-chairpersons, one teacher and one administrator.

14.2.f.4.b.

For the following years, the chairperson responsibilities shall alternate between a teacher and an administrator.

14.2.g. The PAR Joint Committee shall be responsible for the following: 14.2.g.1.

Providing annual training for the PAR Joint Committee members.

14.2.g.2.

Selection of Consulting Teachers by majority vote. 30

14.2.g.3.

Selecting trainers and/or training providers.

14.2.g.4.

Providing training for Consulting Teachers prior to the Consulting Teacher’s work with program participants.

14.2.g.5.

Sending confidential, written notification of participation in the PAR Program to the Referred Participating Teacher, the Consulting Teacher and the site principal.

14.2.g.6.

Assigning a Consulting Teacher to a Participating Teacher.

14.2.g.7.

Distributing Article 14 to all F-SUTA unit members annually.

14.2.g.8.

Establish internal operating procedures necessary to operate the program consistent with AB IX and this Agreement.

14.2.g.9.

Establishing a procedure for application and the selection of Consulting Teachers.

14.2.g.10. Determining the number of Consulting Teachers in any school year, based upon participation in the PAR Program, the budget available and other relevant considerations. 14.2.g.11. Approving or denying the requests of voluntary participants based on appropriateness and program capacity. 14.2.g.12. Evaluating annually the impact of the PAR Program in order to improve the program. 14.2.g.13. Making recommendations for the improvement of PAR and BTSA to F-SUTA, the Superintendent, and the Board of Education. 14.2.g.14. Forwarding to the Governing Board the names of individuals, who, after sustained assistance, are not able to demonstrate satisfactory performance. 14.2.g.15. Reviewing with the District, on a bi-annual basis the yearly budget to operate the PAR Program, ensuring that all funds provided for by the legislation are utilized exclusively for the program and that expenditures not exceed funds made available through the passage of AB IX. 14.2.g.16.

Protecting the confidentiality and custodianship of all PAR Joint Committee records and communication.

14.2.g.17.

Functioning as the advisory committee for the BTSA Program.

Responsibilities of the Referred Participating Teacher 14.3.a. Write the Improvement Plan collaboratively with the Consulting Teacher. 14.3.b. Cooperate in multiple observations by the Consulting Teacher. 14.3.c. Confer and collaborate regularly with the Consulting Teacher. 14.3.d. Make consistent effort to work toward meeting performance goals, as written in the Improvement Plan. 14.3.e. Participate in activities such as observations, workshops, visitations, conferences, and coursework as recommended by the Consulting Teacher and consistent with the Improvement Plan. 14.3.f. May prepare written comments for the review of the PAR Joint Committee. Responsibilities of the Volunteer Participating Teacher 14.4.a. Write an Improvement Plan collaboratively with the Consulting Teacher. 14.4.b. Cooperate with classroom observations by the Consulting Teacher. 14.4.c. Confer and collaborate with the Consulting Teacher. 14.4.d. Make consistent effort to work toward meeting performance goals as written in the Improvement Plan. 14.4.e. May participate in activities such as observations, workshops, visitations, conferences, and coursework as recommended by the Consulting Teacher and consistent with the Improvement Plan. 14.4.f. There shall be no report on the outcome of the participation by the Voluntary Teacher. 14.4.g. Voluntary participation in PAR shall not preclude a referral to PAR, if recommended through the evaluation process. 14.4.h. Participants referred to the voluntary track of PAR pursuant to Article 10.5.b must complete their Improvement Plan. Responsibilities of the Consulting Teacher 14.5.a. Shall provide assistance to teachers on their caseloads in the following areas: reviewing curriculum, strategies for effective classroom 32

management techniques, record keeping, planning for instruction, and instructional strategies. 14.5.b. Shall develop an Improvement Plan for each of their assigned Referred or Voluntary Participating Teachers in cooperation with the Voluntary or Referred Participating Teacher. The Consulting Teacher, the evaluator, and the Referred Participating Teacher will meet to review the Plan and will work to support the implementation of the Improvement Plan. Shall meet with their assigned Referred or Voluntary Participating Teachers on a regular basis. 14.5.c. At the end of the time period specified in the Improvement Plan, the Consulting Teacher shall complete a written report describing the teacher’s participation in the Program. This report shall consist of: (1) a description of the assistance provided by the Consulting Teacher; and (2) a description of the Referred Participating Teachers participation in the implementation of the Improvement Plan. This report shall be given to the Referred Participating Teacher and submitted to the PAR Joint Committee. The Referred Participating Teacher may also prepare written comments for the review of the PAR Joint Committee which shall be considered concurrently with the Consulting Teacher’s report. 14.5.d. Consulting Teachers may find that there is additional expertise beyond their scope of experience and training that should be provided to the Referred or Voluntary Participating Teacher. In this case, with approval from the PAR Joint Committee, the Consulting Teacher will develop a plan to utilize the expertise of the unit member(s) to assist the Participating Teacher. The Plan will, at a minimum, include the subject area expertise needed, person(s) recommended to provide expertise, and the length of time required for assistance. The unit member providing the expertise shall be provided release time or paid at a per diem rate of pay for their services outside of their workday/work year. Other Provisions 14.6.a. All proceedings and materials related to evaluations, reports and other personnel matters shall be strictly confidential. Therefore, PAR Joint Committee members and Consulting Teachers may disclose only such information as necessary to administer this article. 14.6.b. Members of the PAR Joint Committee and Consulting Teachers who provide assistance and review shall have the same protection from liability and access to an appropriate defense as other public school 33

employees pursuant to Division 3.6 (commencing with Section 810) of Title 1 of the Government Code. 14.6.c. At the end of the year, all records regarding the PAR Program shall be forwarded to the Human Resources Department and shall be filed separately from the individual personnel records, except as allowed under this Program. The Referred and Voluntary Participating Teachers shall have complete access to all reports concerning their participation in the PAR Program. At the end of the work year or the end of their participation in PAR, the Voluntary Participating Teachers will receive all copies of the reports and observations written during their participation in PAR. 14.6.d. The District Human Resources Office shall maintain records regarding the terms of service of Consulting Teachers and shall notify the PAR Committee of pending vacancies due to the expiration of service terms. Additionally, the Human Resources Office shall notify the PAR Committee if a vacancy occurs between any terms of service.

Article 15 - Support Provider 15.1. The Support Provider position will provide assistance to District unit members who currently hold a Provisional Intern Permit (PIP), Short Term Staff Permit (STSP), Waiver, or Intern Credential and are not eligible for the District’s Induction Program. The job description is shown in Appendix N of the Collective Bargaining Agreement. The Support Provider must be located at the same school site as the beginning teacher. Whenever possible every effort will be made to assign a Support Provider with at least five (5) years teaching experience that holds the same credential and has had similar if not identical experience in the same assignment as the PIP, STSP, Intern or Waiver holder’s assignment. A stipend of $2,000 shall be provided annually for each teacher that they serve with a caseload maximum of three (3) beginning teachers.

Article 16 - Teacher Support Service (Text located in Appendix H) 16.1. The provisions of this article are superseded by Article 14. Appendix H will not become an Article in this agreement and will not be in effect unless and until State funding for the Peer Assistance and Review Program (PAR) is eliminated and the District no longer participates in the PAR Program as outlined in this Agreement. 34

Article 17 - Safety 17.1

Safe Working Conditions 17.1.a. Unit members shall not be required to work in unsafe and/or unhealthy conditions or to perform tasks that endanger their health, safety, or well being. 17.1.a.1.

The site administrator shall post a schedule for the cleaning of unit members’ work areas developed by the District. The schedule shall include tasks to be performed and the frequency of such tasks. Unit members whose rooms are not cleaned according to the cleaning schedule shall report the problem to the site administrator for a response and/or correction in a timely manner.

17.1.a.2.

Emergency heating equipment will be made available upon request.

17.1.a.3.

Each classroom will be provided a two-way communication system that permits immediate access to the site office. Such a system must be maintained in good working condition at all times. Each Site Administrator will develop and implement a plan for emergency communications between the classrooms and the site office.

17.1.a.4.

All alarms and bells shall be functioning and audible in all work areas. Bell decibel levels which are painful to unit members or students shall be reported to the site administrator for a response and/or correction. The response shall include actions taken by the site administrator to investigate the bell decibel level problem, and an explanation as to why bell decibel levels were or were not adjusted.

17.1.b. Upon notification, the District shall eliminate or correct any confirmed unsafe or hazardous condition within five (5) days. Failure to do so will result in the unit member’s or Association’s right to initiate the grievance procedure at Level III. 17.1.c. The District shall comply with provisions of the California Occupational Safety and Health Act, as amended (California Labor Code 6300, et seq.) and regulations thereto (8 California Administrative Code Section 330, et seq.).

17.1.d. The District shall provide the Association with the initial notice of inspection and the final results of the CAL-OSHA investigation. 17.1.e. The Association shall be entitled to appoint up to three (3) representatives to sit as members of the District Safety Committee. 17.1.f. Each school site shall maintain a safety plan. Copies of this plan shall be available for review at the school site office and will be provided to each bargaining unit member at his or her site, or sites. 17.1.g. The District shall provide and maintain in each classroom an emergency first aid kit including latex gloves and basic first aid supplies. Classrooms that are in regular use in the evening shall be provided with a flashlight and working batteries or other emergency lighting. A unit member may request from the site administrator that additional items, unique to the work location, be added to the first aid kit for their classroom. If the request is denied at the site level, the unit member may appeal the decision to the District Safety Administrator or designee. The District Safety Administrator or designee shall respond to the appeal within ten (10) working days. If this request is denied by the District Safety Administrator or designee, the unit member can appeal to the District Safety Committee. 17.1.h. The District will provide advance notice, at least 24 hours or greater, of any maintenance work scheduled (non-emergency) for their classroom or the surrounding areas. On a case-by-case basis, if scheduled maintenance work can be completed prior to the requirement of a 24 hour notice, individual unit members may waive the advance notice requirement of this section. Upon completion of work, areas affected by the maintenance shall be cleaned and returned to its original configuration prior to the work, unless changing that configuration is needed for safety. If the configuration is not returned to its original condition for safety reasons, the reason shall be provided in writing to the teacher upon completion of the work. 17.1.i.

The District shall maintain heating, ventilation, and air-conditioning systems (HVAC), including regular replacement of filters. A schedule of recorded dates of filter changes for each HVAC unit, and a due date for the next change, shall be available, upon request, from the site administrator or designee.

17.1.j.

Unit members will notify the site administrator, in writing, of pest infestations. These reports will be forwarded to the Maintenance Department for response. The Maintenance Department will respond to 36

such reports and make reasonable efforts to rid facilities and/or grounds of such infestations. If insecticides or poisons are used, the District shall provide the legally required advance notice of application (ordinarily 72 hours) which shall contain information required by law, including the names of the chemicals used. The District shall apply such chemicals only at times when unit members and pupils are not present, allowing sufficient time for toxic effects to wear off before humans re-enter the affected area. 17.1.k. In the event that mold abatement work is completed, appropriate follow up tests will be conducted. 17.1.l.

Each school site Safety Plan shall annually evaluate potentially dangerous traffic patterns on the school site. The site administrator shall present problems and possible remedies relating to such traffic patterns to the District Safety Committee and/or the Maintenance Department for response and possible action.

17.1.m. Upon written request by F-SUTA, the District shall provide requested data and information that would contribute to the implementation of this Article. Such response shall ordinarily be made within five (5) working days. The District and the Association may agree to extend the time for a response. 17.1.n. Each site administrator shall develop a procedure for controlling and monitoring visitor access to campus. A copy of the procedure shall be given to each unit member. 17.1.o. At the Elementary school sites, site administrators and staff shall work collaboratively to ensure that teachers have morning and after lunch breaks so that unit members may use the restroom. The break times can include non-duty recess breaks, and/or release time. 17.2

Student Discipline 17.2.a. A unit member may suspend a student from their class for reasons stated in California Education Code for a maximum of two (2) days (the day of suspension and the day following). The unit member shall comply with all suspension regulations including contacting the parent for a conference regarding the suspension. If necessary the teacher will be released from class to make the parent contact. 17.2.a.1.

The student shall not be returned to the bargaining unit member’s class during the period of suspension without the concurrence of the unit member and the principal. 37

17.2.a.2.

The student shall not be placed in another regular class during the period of suspension. If the pupil is assigned to more than one class per day, this section shall apply only to classes scheduled during the same time as the class from which the student was suspended.

17.2.b. When a teacher is acting in a supervisory capacity, consequences for student infractions incurred in relation to this responsibility will be decided by the principal. The principal, vice principal or teacher-in-charge shall be responsible for appropriate disciplinary action when students are referred by a unit member for discipline. 17.2.c. Unit members may refer students to the administration for discipline, including a suggestion of the length of suspension from school or other level of discipline to be imposed in compliance with Board policy. If a site administrator chooses an alternative consequence, other than the one recommended by the teacher, upon written request from the teacher, the administrator shall inform the teacher, in writing, of the reasons for choosing the alternative consequence. 17.2.d. A teacher, vice principal, principal, or any other certificated employee of a school district, shall not be subject to criminal prosecution or criminal penalties for the exercise, during the performance of their duties, of the same degree of physical control over a student that a parent would be legally privileged to exercise but which in no event shall exceed the amount of physical control reasonably necessary to maintain order, protect property, or protect the health and safety of students, or to maintain proper and appropriate conditions conducive to learning (Education Code Section 44807). 17.3

Reporting to Unit Members Regarding Violent and Dangerous Students The parties recognize that there is an affirmative obligation on the part of the F-SUSD to notify unit members regarding students who have committed offenses enumerated in Education Code 48900 (excluding section (h) tobacco) for the safety and security of the unit members and their students. The parties further recognize that students have certain privacy rights which regulate who may have access to such information. The procedures below are designed with the specific purpose of balancing the above referenced rights and obligations. 17.3.a. For purposes of this section, “each unit member at a site” means all unit members who may encounter a student in the course of their normal responsibilities, both during the school day and during any adjunct duties. 38

17.3.b. Prior to the first reporting date of each school year, each unit member at a site shall receive annual notification of all students at the site who have been disciplined under the following District issued discipline codes during the prior three (3) calendar years. These discipline codes align with offenses enumerated in Education Code Section 48900 et seq.

COD

Reason

COD

Reason

Threatened or caused serious injury

Hate violence

Used force or violence

Harassment with threat to cause injury

Possessed or sold dangerous object

Terrorist act

Robbery or extortion

Caused physical injury

Possessed an imitation firearm

Robbery or extortion

Sexual assault or battery

Assault / battery on an employee

Hazing

Possession of a firearm

Serious incident during non-school hours

Brandished a knife

Aided in physical injury

Sexual assault/battery

Truancy

Possessed an explosive or exp. device

Sexual harassment

17.3.c. Each unit member at a site shall receive notification of all students at the site who are disciplined for any of the above referenced infractions subsequent to the entry of the data into the student information system (per 17.3.i. below). 17.3.d. Each unit member with a class list shall receive annual notification of all students on their lists who have been disciplined under any of the sections in Education Code 48900 (excluding section (h) tobacco) during the past three (3) calendar years. This includes students who have been disciplined under sections not enumerated in Article 17.3 (b) above. 17.3.e. Each unit member with a class list shall receive notification of all students on their lists who are disciplined for any of the sections in Education Code 48900 (excluding section (h) tobacco). This includes students who have been disciplined under sections not enumerated in 39

article 17.3 (b) above subsequent to the entry of data into the student information system (per 17.3.i. below). 17.3.f. Information in the District’s possession requiring notification under article 17.3 (a-e) above for students newly enrolled in a unit member’s class shall be provided to the unit member as soon as possible by the principal or designee. 17.3.f.1.

For students transferred from another District classroom, the information shall be provided not later than two (2) days after a student is enrolled in a unit member’s class or site.

17.3.f.2.

For students new to the District, the information shall be provided as soon as possible, but not later than two (2) days after the District receives the information.

17.3.g. This procedure shall be provided to and discussed with all unit members at the beginning of each school year and to newly employed unit members within the first week of employment by the unit member’s supervisor. 17.3.h. All notices in Article 17 (a-e) shall contain the name of the student, the infraction listed by the current discipline code used in the District’s information system and the date of each incident. It shall be provided to each new unit member prior to their first contact with students. 17.3.i.

Principals or their designee(s) shall input student’s actions that are grounds for suspension or expulsion into the student information system, update this information weekly and provide it to unit members weekly. All notices shall be emailed to the unit member’s District issued email address. If access to the information system is not provided to a unit member, the information shall be provided with a written report.

17.3.j.

The District shall take responsibility to review student records upon receipt to determine the necessity of notification and a monitoring system to ensure that the appropriate procedures are being implemented.

17.3.k. Per Education Code 44014, all incidents of assault, battery or other forms of violent behavior upon any District employee shall be promptly reported to the police and the unit member’s immediate supervisor. Notifications regarding such incidents shall be made to unit members as soon as possible, but no later than two (2) days after the incident. The District shall take responsibility to communicate and secure such information and afford protection to the unit member as required. 40

17.3.l.

Each site may maintain a compendium/binder of all lists of notifications issued within the school year to unit members for unit members’ access and review. However, such a compendium/binder, if utilized, shall be secured in a manner to effect and maintain the privacy and confidentiality of all student data therein.

17.3.m. Unit members shall maintain the privacy and confidentiality of all student records provided in accordance with the law and these procedures. 17.3.n. A joint committee of the District and the Association appointed by the parties (five (5) members each) shall meet annually to determine the effectiveness of the procedures, of their implementation and to recommend necessary changes to maintain unit member and student safety and an improved instructional environment. The parties shall review the committee’s recommendation(s), if any, for possible inclusion in or change to these procedures. 17.4

Assault or Battery 17.4.a. Unit members shall immediately report cases of assault or battery suffered by them in connection with their employment to their principal or immediate supervisor. Both have a duty to report the incident to the police as soon as possible. Such notification shall immediately be forwarded to the Superintendent. The supervisor shall comply with any reasonable request from the unit member for information in the possession of the District relating to the incident or the persons involved, and shall act in appropriate ways as liaison between the unit member, police, and courts. 17.4.b. The employer shall reimburse unit members for any and all costs incurred as a result of battery or any acts of violence committed against the unit member, in connection with their employment, including repairing or replacing personal property which may have been taken, damaged or destroyed, and for all related medical costs not covered under insurance benefits. If an employee is not covered by a District medical plan, the maximum reimbursement amount for any one occurrence will be $500. 17.4.c. The employer shall provide full support in criminal litigation, including legal and other assistance, to unit members who may be assaulted while in performance of their duties. The District may choose to hire legal counsel to defend a unit member if said employee is charged with a crime arising from the assault. 41

17.4.d. When absence or disability arises out of or from assault or battery suffered by a unit member in connection with their employment, the unit members shall suffer no loss in wages or benefits set forth in this agreement. 17.5

Personal Property Protection and Liability Coverage 17.5.a. Unit members will be reimbursed the replacement value, or insurance deductible (whichever is less), of damaged, destroyed, vandalized, or stolen personal property (excluding money) in excess of $20.00 and up to a maximum of $500.00 per occurrence providing the member was acting in proper discharge of their duties and exercising prudent care of such articles. The exception to the $500.00 reimbursement limit shall be for personal computers which will be subject to a $1,000.00 reimbursement limit. A proof of cost or value must be submitted with the claim. Subject to District approval, the District will pay the cost of any required estimate or appraisal to repair or reimburse. 17.5.b. Such indemnification shall be limited to losses incurred as a result of vandalism or burglary for personal items brought to the workplace. Any individual item exceeding $100.00 in value shall be declared on an annual personal property inventory with site administrator’s approval. The form for such declaration shall be attached to the District’s evaluation instrument. Normally, District liability shall not exceed $500.00. Up to $1,000.00 may be authorized under special circumstances by the Chief Fiscal Officer/Fiscal Services. 17.5.c. Reimbursement for vehicle damage shall be limited to payment of the deductible amount of the employee’s insurance policy and shall not exceed $500.00 resulting from malicious acts while a vehicle is parked on or contiguous to school or other premises of the District. The District will only be liable for payment if the damage to the vehicle is a direct result of the employee’s discharge of their professional duties. 17.5.d. An agreement to this article does not preclude the unit member’s right to seek damages from the District in a court of law.

17.6

Specialized Health Care 17.6.a. The school nurse or other qualified and trained personnel shall be the only person(s) to provide and conduct necessary specialized physical health care procedures including, but not limited to, catheterization, injections, ostomy care (ileo, colo, gastro, tracheo), suctioning, draining, and gavage feeding. 42

17.6.b. No other bargaining unit member shall be required to perform or required to attend training for such specialized health care. 17.6.c. The District shall indemnify and hold harmless from all liability bargaining unit members who perform such procedures.

Article 18 - Assignment and Transfer 18.1

Definitions 18.1.a. A transfer is the movement of a certificated person to a different school. 18.1.b. An assignment is the position of a certificated person within a school. 18.1.c. A reassignment is a change of position within a school or within the Special Education Department. 18.1.d. A certificated vacancy is an unfilled certificated position. 18.1.e. A day is a day the District is open for business, unless otherwise specifically noted in this article.

18.2

Procedure for Reassignments, Voluntary Transfers, and Filling Vacancies 18.2.a. When a certificated position becomes available for reassignment, the position will be emailed to all certificated members assigned to the school. Within three (3) days of notification, any unit member assigned to the school may volunteer for the position. 18.2.b. Personnel assigned to more than one site, shall be assigned a site as home base on or before the 20th workday of each school year. The site designated would usually be the site at which they are evaluated and/or spend the majority of their time. At the designated site, these personnel would be allowed to interview as in-house candidates provided they are credentialed for the position for which they are interviewing. Assignment of staff working at more than one site shall be considered a reassignment under this article. 18.2.c. Within three (3) days of notification, any unit member assigned to the school may volunteer for the vacancy. If the principal appoints the volunteer to the vacancy, the vacancy closes. 18.2.d. A description of the vacancy still available after completion of Article 18.2.c. shall be emailed to all unit members and posted on the District web site for a period of five (5) days. It shall be the unit member’s responsibility to provide email contact information to the District through 43

electronic means and follow instructions concerning openings. The District shall email specific directions on how to update their contact information using the District’s electronic portal to all bargaining unit members annually by February 1st. 18.2.e. If the vacancy still exists after Article 18.2.d. above, the Superintendent or designee may assign a newly-hired person for the vacancy. 18.2.f. After April 15th, preferential treatment shall not be given to anyone. 18.3

Criteria and Procedures for Involuntary Reassignments and Involuntary Transfers 18.3.a. In determining reassignments and transfers due to reduction in workforce, declining enrollment, or restructuring/reconfiguring, the following criteria (in descending order of importance) shall be used: 18.3.a.1.

Credential/authorization/certificate

18.3.a.2.

Length of service to the District

18.3.a.3.

Demonstrated special skills

18.3.a.4.

Sex, ethnic and racial balance

18.3.b. When a particular school is to be closed, as determined by Governing Board action, or program eliminated, unit members will be given first preference to select from new or vacant positions within the District. Unit members will select positions based upon District seniority as outlined in item, Article 18.4 below. If the Board rescinds the action (e.g., site closing) before the beginning of that school’s next school year, displaced unit members will have the right to return to their original position and/or site. 18.3.c. It is agreed that the District will make involuntary transfers and involuntary reassignments according to the following site bands: Elementary unit members shall be assigned within bands. “Bands” as described herein shall be defined as grade levels (K-3), grade levels (4-5) and grade levels (6-8). Unit members at middle and high school levels shall be assigned according to credential. Involuntary transfers are based on seniority within the band for elementary unit members. 18.3.d. Displacements caused by enrollment fluctuations and Article 21.2 shall be based on seniority within grade level bands or credentialing. Members will be provided a shared document (Google document) or list to make their selection. An F-SUTA representative will be present for their selection. 44

18.3.e. In the event two bargaining unit members have the same seniority date, the last four (4) digits of the members Social Security number will be used. 0000 being identified as the least senior, 9999 being identified as the most senior. 18.4

Procedures for Involuntary Transfers

DATE No later than February 1

EVENT a. Distribution of updated, revised seniority list. Two copies of the list shall be distributed - a copy of the seniority list ordered by hire date for the entire unit and ordered by hire date for unit members at each site by site. These lists shall simultaneously be given to the Association. Each site administrator shall make the list available to all unit members at all times during school hours. b. Within ten (10) work days after the seniority list is distributed, unit members who report that their seniority date is incorrect shall inform the District for resolution; District informs F-SUTA. Unresolved disputes shall be resolved in a meeting with the District, F-SUTA and the unit member. An updated, revised seniority list will be distributed.

No later than April 5

Site administrators develop assignments for the upcoming school year, based on student projections at that time and notify unit members whose assignment will be different.

Between April 1 and April 15

District identifies and notifies the Association of those sites with anticipated openings of new positions or of excess unit members by no later than April 15, and the anticipated number of excess unit members at those sites. Unit members at those sites are notified in writing of the number of anticipated open positions or excess unit members.

Between April 15 and April 30 (and in alphabetical order) the following shall occur:

a. Impacted unit members and voluntarily displaced unit members provided a vacancy list of current District vacancies with descriptions. b. Unit members review list for a minimum of five (5) work days. c. Impacted involuntarily transferred unit members and voluntarily displaced unit members may select, in seniority order, vacant positions. Selection to take place at a mutually agreeable location, with F-SUTA representative present. d. All unit members, including impacted involuntarily transferred unit members and voluntarily displaced unit members who did not select a vacancy, may also seek voluntary transfers.

e. All bargaining unit vacancies “frozen” – no vacancies filled during this time period for vacancies for which displaced unit members are qualified (appropriate credential). f. District may fill vacancies as per collective bargaining agreement. All unit members, including any involuntarily impacted unit members and voluntarily displaced unit members who did not select a vacancy in may seek voluntary transfers. g. District assigns involuntarily transferred impacted and voluntarily displaced unit members who did not select a vacancy into positions for which they are credentialed and qualified. Unit members shall be assigned within Bands by seniority. “Bands” are defined in section 18.3.c. above. District and F-SUTA representatives shall be present for this assigning of positions. h. If it is determined that positions were not posted or made known to unit members in accordance with these procedures, said positions will be able to be filled by displaced teachers on a seniority basis. i. If the original position of a displaced unit member becomes vacant, the displaced unit member shall be able to return to their original position at their original school site anytime within the next school year. The Association and the District may adjust any timeline in this involuntary transfer provision by mutual agreement.

NOTE: (1) As enrollment projections fluctuate or secondary class sections need to be added or deleted, it may be necessary to identify further “impacted unit members” who will then be eligible to select vacancies. (2) Teachers On Special Assignment (TOSA) and Consulting Teachers positions shall not be filled by using this process (see Appendix Q, and Appendix CC). 18.5

Rights 18.5.a. All unit members may apply and interview for any vacancy for which they are qualified after 18.2.a. has been completed. Between the first F-SUTA work day, and April 15, of each year, out-of-district applicants shall only be considered after District Staff who have requested transfer or reassignment have been interviewed. 18.5.b. Prior to February 1 of each year, unit members who have applied and interviewed for a position, were offered and accepted that position shall begin the new position within 30 days of the offer.

18.5.c. Unit members who have been involuntarily transferred or reassigned shall receive, upon request, a written explanation of the transfer or reassignment from the principal or designee. 18.5.d. Unit members who have requested reassignment or transfer and have been denied have the right to request and receive a specific written explanation of the denial from the Assistant Superintendent of Human Resources or designee within seven (7) days. 18.5.e. Unit members who are involuntarily transferred shall be allowed the daily per diem rate of pay equal to three (3) days. 18.5.f. The District shall provide timely assistance in the moving of the member’s materials. 18.5.g. The District shall provide an adequate supply of moving materials (boxes, packing materials, tape, etc.) 18.5.h. The District shall assure that unit members have textbooks, materials, bulletin boards, storage units, instructional displays, desks, chairs, and other classroom furniture in accordance with provisions of Article 33, Professional Working Environment. 18.5.i.

After notice and confirmation of their new assignment, unit members shall be included in the site decision-making to the same extent as other staff members.

Article 19 - Workday 19.1

Definitions 19.1.a. The on-site workday for members of this unit shall commence no more than one-half (1/2) hour before the start of the students’ instructional day. The length of the workday for full-time members of this unit, including at least a thirty (30) minute duty-free lunch break, shall be seven and one-quarter (7 1/4) hours per day. 19.1.b. Nurses, Speech and Language Pathologists shall work an 8 hour day, inclusive of a 30 minutes duty free lunch. 19.1.c. On Fridays or on workdays preceding holidays, the workday for the unit member will end directly after the end of the instructional day except when required by the administrator to complete regularly assigned duties within a 7 1/4 hour limit. On Fridays or workdays that students are not present, teachers will be permitted to leave 30 minutes prior to the end of the contracted workday. 47

19.1.d. For the purpose of this article, a scheduled absence is a teacher absence which is: (a) arranged in advance by or for the convenience or benefit of the District, or (b) initiated by the teacher at least seven (7) working days before it occurs. In the event of an absence for which the District does not receive notification until the day it occurs, the District shall make a reasonable effort to secure a substitute. 19.1.e. For the purpose of this article, an emergency is an unplanned, unexpected event demanding action on the school day on which it occurs. 19.2

Instructional time shall average the following: LEVEL

AVERAGE MINUTES PER DAY

TK - K

200 minutes

1-3

310 minutes

4-5 and 6-8

310 minutes

7-8

335 minutes

** (to include passing time), to include up to five (5) passing periods

7-8

310 minutes

at Elementary Schools following an elementary model that do not include passing time

9-12

372 minutes

** (to include passing time), to include up to five (5) passing periods

* These minutes refer specifically to student instruction time. TK/Kindergarten teachers are expected to work with students during the 7 ¼ hour workday similar amounts of time as other elementary unit members. ** These minutes may not apply to continuation, opportunity, and certain self-contained Special Education classes. 19.3

Other Provisions 19.3.a. Staff meetings, department and/or team meetings, directly or indirectly related to teaching assignments, are not to be recognized as adjunct activities unless the number of these meetings scheduled in each month exceeds one (1) general staff meeting and one (1) department or grade level meeting relating to the teaching assignments. Any staff meeting that lasts longer than 1 1/2 hours will be counted toward adjunct duty credit per Article 19.3.b. (Appendix U, page 202) 48

19.3.b. At the direction of the Principal, full-time unit members may be required to expend additional time for meetings and/or other school activities outside the established teacher workday. No unit member shall be required to work more than a total of fourteen (14) hours per year for all activities. Hours will be counted in half (1/2) hour units. Scheduled activities will be noticed in writing ten (10) working days prior to the activity. Any necessary changes of scheduled events or emergency situations would not require ten (10) working days advance notice. 19.3.c. Four (4) hours of the fourteen (14) hours shall be assigned to the Special Education Office for staff members involved in consortium or district level activities. Itinerant specialists involved in two (2) or more sites may be paid at the prevailing hourly rate after using the above four (4) hours of adjunct. Money ($1,500+) will be set aside for Special Education to pay for other consortium or district level activities out of extended day funds. Initial special education related meetings will be the responsibility of the individual school site for enrolled school-age students. 19.3.d. With the approval of the site administrators and the Director of Special Education, Special Education personnel may pursue alternate activities on district staff development days. The alternate activities must be pre-approved by the Director of Special Education. 19.4. Elementary Progress Reports: During the first trimester, all students shall receive a progress report. For the second and third trimester, progress reports will be provided for students achieving below proficient as determined by the teacher. Students achieving at or above grade level will have a district progress report that is generated through the district’s progress reporting system in a standard letter format. 19.5. Elementary Parent Conferences: There shall be a parent conference for all students at the end of the first trimester. Students who are achieving below proficient as determined by the teacher in the second trimester shall have a parent conference scheduled. Conferences will be granted to parents who make a request regardless of the student’s academic standing. 19.6

Preparation Time Each elementary classroom teacher (to include elementary P.E., music, art, and elementary school librarians) will be granted work periods within the school day of at least two hundred fifty (250) minutes, excluding passing time, spread over ten (10) days. Secondary teachers will be granted work periods equivalent to an 49

instructional period of that school. No students will be assigned to the teacher during this work period. In emergencies (other than scheduled absences), the Principal may require the teacher to cover a class on the teacher’s work period. Time spent to cover a class will be reimbursed as in-lieu time per Article 19.10. 19.6.a. Seventh and eighth grade teachers at K-8 schools will receive a preparation period as if they were a 1-6 grade teacher. 19.6.b. Sixth grade teachers at 6-8 middle schools will receive a preparation period as if they were a secondary teacher. 19.7

Collaborative Planning Period Sites authorized by the bargaining parties may provide a weekly teacher planning period in accordance with the following guidelines: 19.7.a. The planning period will be held either before or after school on Wednesday. 19.7.b. There will be no reduction in instructional minutes per week. 19.7.c. Teachers will be on site and working during the planning period.

19.8

In those cases where a school operates on an extended day schedule, a teacher’s assignment will be composed of consecutively assigned periods.

19.9

Regular part-time employees and job share employees shall be assigned a prorated share of work periods and adjunct activities.

19.10 In-Lieu Service 19.10.a. “In-lieu” is defined as the performance of substitute service by an employee during their assigned preparation period/hour. 19.10.b. In-Lieu Time 19.10.b.1. In-Lieu service shall first be solicited on a voluntary basis. A list of such volunteers shall be maintained by each site administrator. The list shall be available for review by the F-SUTA site representative. The site administrator shall solicit equitably from the volunteer list first before a unit member is assigned in-lieu duty. In the event that no volunteer can be obtained, unit members may be assigned on an equitable basis to perform in-lieu service. However, after a unit member has worked ten (10) periods/hours of in-lieu service in a school year, they shall not be assigned further in-lieu service that year. 50

19.10.b.2. Secondary teachers shall be compensated at the rate identified on #7 of Appendix A per period of in-lieu service for the first five (5) periods of such service, and shall be compensated at their per diem rate (based on a six (6) period day) for each subsequent period of in-lieu service that year. Six (6) instructional periods will constitute one day. 19.10.b.3. Elementary teachers shall be compensated at the rate identified on #7 of Appendix A per period of in-lieu service for the first five (5) hours of such service, and shall be compensated at their hourly per diem rate for each subsequent hour of in-lieu service that year. 19.10.b.4. In-lieu service may be assigned to unit members only in case of emergency or for Extended Day Activities if students enrolled in the period in question are not participating in the activity. Unit members may request in-lieu coverage only for emergency situations or for Extended Day Activities if students enrolled in the period in question are not participating in the activity. All in-lieu assignments must be approved by the site administrator or designee. 19.11 Unit members required to attend Individual Educational Plan (IEP) meetings outside of their contractual workday (as identified in section 19.1.a.) shall be compensated according to the curriculum rate identified on #6 of Appendix A. 19.12 Interventions After school intervention programs shall begin no sooner than ten (10) minutes after the student instructional day. The 10 minutes shall be included as part of the 7 ¼ hour workday. To be eligible to receive pay for teaching such interventions, a teacher must complete the regularly assigned 7 ¼ hour workday. The 7 ¼ hour regularly assigned workday may be completed immediately following the end of the day’s intervention program, or at a time prior to the ordinary start of the workday. The terms of such an agreement must be reduced to writing and signed by the teacher and site principal. 19.13 Extended Day Activities 19.13.a. Extended day activities are defined as those educational functions which are to be performed outside the 7.25 hour workday, and must be completed before or after the duty day. Extended day activities will be reviewed and approved by the District and Association on a yearly basis.

19.13.b. Paid extra-curricular duty assignments will be limited to those duties listed on the Extended Day Activities Salary Schedule and paid according to the Extended Day Activities Salary Schedule. With prior administrative approval, unit members may agree to share salaries and duties. 19.13.c. Extended day activities will be advertised for at least five (5) days before the position is filled. If no applicants are chosen at the primary site or within the District, applicants may be accepted from outside the District. Rejected applicants may request a written explanation regarding their non-selection and that request shall be honored. 19.13.d. Each site will make available a roster of all extended day activities and the amount of supplementary salary each is being awarded. 19.13.e. F-SUTA and the District also agree to form a committee with equal representation to consider additions to the extended day activity list. Priority consideration will be given to proposals which are currently being implemented in the District.

Article 20 - Work Year 20.1

The work year for traditional full-time employees of this unit is one hundred eighty-four (184) workdays. The work assignment of individual members for these one hundred eighty-four (184) days shall be determined by the District. 2 180 2 184

School preparation days Instructional days (*) Grades TK-12; report card preparation days Workdays (*) At the elementary level (TK-6), eight days will be shortened for parent conferences.

20.1.a. At least one of the two (2) school preparation days or equivalent of a full day will be used for individual preparation for work assignment. 20.1.b. Grades TK-12 - Report card preparation days will be used for preparation of student report cards and scheduling parent conferences. 20.1.c. The school administration will not schedule required meetings which conflict with the full-day equivalent of classroom preparation time or report card days. 52

20.2

The Association and the District agree that they have a mutual interest in promoting effective staff development for unit members. 20.2.a. Definitions: 20.2.a.1.

20.2.a.2.

“Professional Development” shall be defined as any training or instruction delivered to a unit member by any method in an individual or a group setting which relates to, but is not limited to: 20.2.a.1.a.

areas of District focus;

20.2.a.1.b.

instructional methods or methodologies;

20.2.a.1.c.

curriculum assessment;

20.2.a.1.d.

delivery of a curriculum;

20.2.a.1.e.

techniques or strategies related assignment of the unit member;

20.2.a.1.f.

topics related to the educational profession; and

20.2.a.1.g.

management of educational environments.

content,

development

the

“Professional Development” shall not be defined as, or included in any: 20.2.a.2.a

staff, department, grade level, work group, or similar meeting related to the non-curricular operation of the school district;

20.2.a.2.b.

adjunct duty;

20.2.a.2.c.

calendar designated instructional workday, preparation day, or minimum day;

20.2.a.2.d.

collaborative planning time;

20.2.a.2.e.

preparation or release time;

20.2.a.2.f.

meeting designed to plan or decide activities (i.e. school committee meetings).

20.2.a.3.

For purposes of Professional Development, “day” shall be defined as 6 1/2 (six and one-half) hours of staff development activities. 20.2.a.3.a.

Two optional professional development days shall be paid at the per diem rate of the unit member.

20.2.a.3.b.

Professional Development shall occur outside of the seven and one quarter (7.25) hour workday and outside of the one hundred eighty-four (184) day work year. Professional Development days may include non-teaching and non-work days, or after school hours.

20.2.a.3.c.

Each individual may select from an approved list of professional development offerings or develop their own program which must be approved by the Site Administrator and Director of Elementary or Secondary Education following the recommendations of the Professional Development Committees.

20.2.a.3.d.

Effective July 1, 2015, Professional Development shall be submitted on a monthly time-sheet for a maximum of thirteen (13) hours annually.

20.2.a.3.e.

In order to plan jointly and implement this program, two professional development committees shall be formed.

20.2.a.4.

One committee shall be chaired by a designated District Administrator who will serve all of the District’s elementary schools and will have a composition of five teachers and five administrators including the chair.

20.2.a.5.

A second committee shall be chaired by a designated District Administrator who will serve all of the District’s middle and high school sites and will have a composition of five teachers and five administrators.

20.2.a.6.

Certificated committee members shall be compensated for planning and meeting time at the curricular rate of pay. 54

20.2.b. The District committees shall be responsible for: 20.2.b.1.

planning and activities.

implementing

professional

development

20.2.b.2.

approving activities offered by outside providers or school sites which meet committee-established guidelines. Examples of such outside activities could include the Bay Area Writing Project, Equals/Sequels, Language Links, etc. Decisions shall be made by consensus.

20.2.b.3.

developing and implementing an appropriate evaluation component for all professional development activities.

20.2.b.4.

developing procedures, forms, and guidelines for the implementation, documentation, and reporting of Professional Development Activities by unit members.

20.2.c. Unit members, serving as presenters, who do not otherwise receive compensation for providing District-approved Professional Development classes shall be compensated at their per diem rate of pay. The presenters shall also be paid at their prorated per diem rate of pay for one (1) hour of preparation time for each two (2) hours of the presentation. To receive compensation, unit members providing the above services shall submit all timesheets to the Coordinator of Professional Development for approval. 20.2.d. The District and Association agree to work cooperatively to promote both attendance and professional engagement in meaningful professional development. 20.2.e. Unit members shall not be eligible for payment for professional development activities conducted on regular work days for which they have been released nor for activities for which they receive salary credit. College credit taken for salary advancement or coursework to meet credential requirements are excluded from this program. Activities undertaken to meet the 150-clock hour professional growth requirement for credential renewal may be accepted for professional development as described in this article. 20.3

Extended Work Year 20.3.a. Program Specialists shall work 194 days a year. The ten extra days shall be scheduled on the calendar with 5 days before the start of school and 55

5 days after the end of school and may be rescheduled at the member’s discretion, with prior approval from their Special Education administrator. Workday: Program Specialists/Special Education shall work an 8 hour day, inclusive of a thirty minutes duty free lunch. 20.3.b. Speech and Language Pathologists and Nurses shall work 194 - 8 hour days a year. The ten extra days shall be scheduled on the calendar with 5 days before the start of school and 5 days after the end of school and may be rescheduled at the member’s discretion, with prior written approval from their Special Education administrator. 20.3.c. Positions requiring an extended work year up to twenty (20) additional work days will be paid at the unit member’s per diem rate and at the per diem hourly rate if the work day exceeds 7 1/4 (seven and one-fourth) hours. 20.3.d. High school counselors may work up to an additional ten (10) school days and high school Special Education Chairs up to two (2) days on a mutually-agreeable work calendar established through consultation with the unit member’s immediate supervisor. These work days will be paid at the unit member’s per diem rate. 20.3.e. Middle, continuation, and elementary school counselors may work up to an additional six (6) days on a mutually-agreeable work calendar established through consultation with the unit member’s immediate supervisor. These work days will be paid at the unit member’s per diem rate. 20.3.f. Nurses, librarians, Work Experience Specialists, and ROC/P Coordinators or other staff members may work additional days beyond their regularly scheduled work year. Such days must be approved in advance by the unit member’s site administrator and by the Assistant Superintendent of Human Resources. These workdays shall be paid at the unit member’s per diem rate. 20.3.g. Any unit member who extends their work year will accrue sick leave based on the total number of hours worked. 20.4

Academic Support Teachers Provisions for the Academic Support Teachers are as follows: 20.4.a. Academic Support Teacher

20.4.a.1.

The Academic Support Teacher shall not report, orally or put in writing any observations from unit members’ classrooms that may or could be used in evaluation or provide commentary that would effectively recommend the same. Any written communications from the Academic Support Teacher shall be given directly to the unit member who was assisted by the Academic Support Teacher. No electronic, written, or oral communications shall be given to District and/or site administrators concerning working with unit members.

20.4.a.2.

The Academic Support Teacher shall only assist classroom teachers who volunteer for assistance.

20.4.a.3.

Academic Support unit members shall have the right to return to their previous position after the first year of their appointment with notification to their supervisor prior to April 1. If their prior position has been eliminated, the unit member shall have the right to select from available positions via the displaced teacher process (Article 18.4, Procedures for Involuntary Transfer and Reassignment).

20.4.a.4.

After April 1st of their first year, an Academic Support unit member who returns to the classroom, shall be placed in the displaced teacher process. (Article 18.4, Procedures for Involuntary Transfer and Reassignment)

20.4.a.5.

When assigned to multiple sites the teacher of Academic Support shall keep a log of miles traveled between sites. The teacher of Academic Support shall submit the mileage log monthly and be reimbursed at the IRS rate.

20.4.a.6.

An Academic Support teacher shall be evaluated according to contract by one (1) administrator.

20.4.a.7.

If a teacher with a split funded position loses any partial funding, the District will make every effort to find funding to restore the position to a full-time teacher of Academic Support. If funding cannot be secured, the teacher shall be placed in the displaced teacher process as per Article 18.3.

Article 21 - Class Size 21.1

Class sizes are guided by restrictions established by law. Each principal will arrange student enrollment in classes so it will provide the best educational opportunity possible for the student within the economic constraints of the District.

21.2

After a grace period of ten (10) days of student attendance from the beginning of the school year or the beginning of each semester for grades 7-12, individual class size shall not exceed the following maximums: Elementary Schools: TK-Kindergarten

28 students*

Grades 1-3

30 students*

Grades 4-8

32 students (6-8 self-contained)

Combination Classes

Two (2) students fewer than the regular maximum class sizes set forth in this section, based on the lower maximum number (e.g., a K/1 combination class would be 28 minus 2=26).

*In order to qualify for an additional adjustment to the TK/Kindergarten through grades 1 to 3 base grant (“Grade Span Adjustment (GSA)” funding), the Local Control Funding Formula (LCFF) requires all school districts to maintain an average class enrollment for each school-site across the grade span level of TK/Kindergarten through third grade of not more than twenty-four (24) pupils, unless a collectively bargained alternative ratio is agreed to by the school district (Education Code section 42238.02). So long as the LCFF continues to include and the District receives GSA funding pursuant to Education Code section 42238.02, the District will maintain a 24:1 average class enrollment per site across the TK-3 grade span. If the GSA funding is altered or reduced, the maximum class sizes in grades TK-3 set forth above shall automatically apply. Specialists (such as P.E./Music/Library/Art) Grades 1-8

40 students, comprised of up to 32 general education students and up to 8 mainstreamed Special Day Class students

Elementary Model Student Contacts: Grades TK-4*

74 students per day (except Elementary Release Specialists)

Grades 5-8*

110 students per day (except Elementary Release Specialists)

* At TK-8, Elementary Model Schools, multiple subject teachers may share students, regroup students, implement team teaching, or use a “Core Setting” approach based upon their multiple-subject credentials. When doing so, they shall remain within the identified student contact limits. Secondary Model Student Contacts: Grades 6-12

170 students per day (except P.E./Music/Leadership)

Grades 6-12

40 students per class (except P.E./Music/Leadership)

Grades 6-9 / P.E.

45 students per class - 225 students per day

Grades 10-12 / P.E.

50 students per class - 225 students per day

Grades 6-12 / Music

Excluding band/choir, classes taught by an instructor shall average no more than 34 students per period

Counselor Caseload

High Schools Middle Schools

500:1* One FTE per school*

Caseload size overage will be paid at $20.00 per student, per day. *If the District elects to provide counseling services 21.3

Caseload: Teachers Without Formal Enrollments A teacher of a class without formal enrollments (e.g., TK-8 music, P.E., and library) will be responsible during any given period for no more students than the maximum designated in Article 21.2 except with the teacher’s consent.

21.4

Caseload: Workstations The number of students enrolled in each class shall not exceed by more than five (5) the number of workstations in that class. The number of workstations in a class is exceeded if: 21.4.a. The number of students exceeds the number of desks; or 59

21.4.b. There is insufficient space or equipment to perform normal classroom activities. 21.5

Six Fifths Six fifths middle school and secondary school additional periods shall be modified to allow permanent teachers with three (3) years of teaching experience to voluntarily teach six (6) periods per day during either the first or the second semester, but not both, with a maximum of 204 student contacts (except P.E., music, and keyboarding). Sixth periods shall be offered to appropriately credentialed unit members in order of seniority. Unit members shall be compensated at 130% of their normal salary for the duration of their six (6) period assignment. During the alternate semester, the unit member shall teach a normal schedule of five (5) periods and be compensated at 100% of their normal salary. This program shall be limited to four (4) teachers per school site and eleven (11) periods per teacher per school year.

Article 22 - Salary and Fringe Benefits 22.1

Salary/Wages 22.1.a. The salary schedule as outlined in Exhibit A. This salary schedule will address cells at the lowest end of the salary schedule and will address the areas after 10, 15, and 20 years on the salary schedule which prior to this had been frozen; 22.1.b. After the “new” salary schedule is in place as demonstrated in Exhibit A, beginning July 1, 2022, a three point six percent (3.6%) salary increase will be put in place on the following salary schedules: 22.1.b.1.

Certificated Teacher Salary Schedule (Exhibit A).

22.1.b.2.

Speech Language Pathology and Nurses Salary Schedule (Exhibit B)

22.1.b.3.

Adult Education Salary Schedule (Exhibit D)

22.1.b.4.

Permit Teacher Salary Schedule (Exhibit C)

22.1.b.5.

All Salary Schedules and Stipends with the exclusion of the Doctorate and Master’s Stipend which will be revised to $1785 for a Master’s Degree and $2213 for a Doctorate.

22.1.c. A one-time stipend of $1,000.00 will be paid to all 1.0 FTE bargaining unit members. Bargaining unit members working less than a 1.0 FTE will 60

be paid the portion of their contract, for example, a .50 FTE teacher would be paid $500.00. This payout will be on November 30, 2022, to each bargaining unit member in the district accounting system as of November 1, 2022. 22.1.d. Another one-time stipend of $1,000.00 will be paid to all 1.0 FTE bargaining unit members. Bargaining unit members working less than a 1.0 FTE will be paid the portion of their contract, for example, a .50 FTE teacher would be paid $500.00. This payout will be on June 30, 2023, to each bargaining unit member in the district accounting system as of the last day of school, June 9, 2023. 22.1.e. Beginning July 1, 2023, a three point five percent (3.5%) salary increase will be put in place on the following salary schedules: 22.1.e.1.

Certificated Teacher Salary Schedule (Exhibit A)

22.1.e.2.

Speech-Language Pathology and Nurses Salary Schedule (Exhibit B)

22.1.e.3.

Adult Education Salary Schedule (Exhibit D)

22.1.e.4.

Permit Teacher Salary Schedule (Exhibit C)

22.1.e.5.

All Salary Schedules and Stipends including Master’s and Doctoral Degrees.

*Note: Exhibits A through F are found in Appendix A through F 22.1.f. If the COLA for the 2023-24 school year exceeds the current projected COLA of 5.38% at the Governor’s May 2023 Budget Revision, the District will add an additional 1% to all salary schedules above the already agreed upon 2.5% described in number 5. 22.1.g. The District proposes in addition to the above proposal to bargain the 2022-23 sunshined reopeners of Article 22 no later than ten (10) days after the unaudited actuals are presented to the FSUSD Governing Board for potential additional ongoing salary compensation and benefits for the 2022-2023 school year. 22.1.h. The parties agree to reopen Article 22 during February of 2023 for negotiations for the 2023-24 school year.

22.1.i.

Beginning January 1, 2023, a 2% salary increase will be placed on the salary schedules. (All rates and schedules with the exception of MA and Doctoral Stipends) 22.1.j. This amount is considered an ongoing increase to the salary schedule. This modification further impacts the rates on the Extended Activity Salary Schedule (Appendix E), the Department Chairperson Salary Schedule (Appendix F), and the rates as identified on Appendix A for Curriculum, In-Lieu, Intersession/Intervention, Summer School, and Home Teaching pay. 22.1.k. Salaries for Department Chairperson and Extended Day Activities and for any other salary schedules shall be based upon Column 1, Step 1 of the current Teachers Salary Schedule (Appendix E and Appendix F). 22.2

National Board Certification 22.2.a. Unit members who receive and maintain National Board Certification shall be paid an annual stipend equivalent to the Masters Degree stipend. 22.2.b. The stipend shall be paid effective on the date on which the teacher attains the certification, pro-rated for a partial year where applicable. 22.2.c. This stipend shall be paid in addition to any other stipend or salary credit provided for degree and/or training credit (as provided in Article 22.4 through Article 22.10 inclusive).

22.3

The mileage reimbursement for itinerant unit members’ travel in performance of their duties will be at the current allowable IRS rate.

22.4

Extended Day Assignments (to include Department Chairs) Payments are twice a year; first payment November 30 and second payment April 30. Listing to include names, assignments, and payment amount is due in the Human Resources Office October 15 and March 15 of each year. Listing will require Human Resources Office approval and forwarding by Human Resources to Payroll by November 1 and April 1. Extended day assignment sheets (time sheets) reporting work that has been performed and that have been signed by the employee and site administrator are due in Payroll by November 1 and April 1. Extended day assignment sheets should include a statement of the duties performed. All positions will be paid according to the Extended Day Activities Salary Schedule.

22.5

Unit members who have provided twenty (20+) plus full years of service at the end of June 30, 2016, to the Fairfield-Suisun Unified School District shall be provided a one (1%) percent longevity increase. This longevity increment will be 62

initiated on July 1, 2016, for the 2016-2017 school year , be included on the salary schedule, based on the salary schedule, and will be included in the defined benefit for the unit member. This longevity increment is intended to be an ongoing benefit to unit members. The longevity increment will be paid in two installments, one in November, and one in May as long as this is legally compliant with having these dollars as being within the defined benefit system through the State Teachers Retirement System. 22.6

Fringe Benefits 22.6.a. Medical Coverage The parties have elected to participate in the CalPERS Health Program for the provision of medical benefits to eligible bargaining unit members and retirees. The parties understand and agree that during the term of any contract with CalPERS the parties shall be bound by the rules and regulations governing that program, notwithstanding anything in the contract between the parties to the contrary. Effective July 1, 2001 the District will contribute to a Section 125 Plan for each **eligible employee as follows:

Employee only (1 party)

Beginning July 1, 2022, the District will provide up to $877.00 per month per employee for health benefits. Unit members that are married or in a domestic partnership may combine their benefits together towards a 2 Party or Family plan. Beginning January 1, 2023, the District will provide up to $914.00 per month per employee for health benefits. Beginning January 1, 2024, the District will provide up to $1,021.41 per month per employee for health benefits.

Employee + 1 (2 party) Employee + family

Unit members that are married or in a domestic partnership may combine their benefits together towards a two-party or family plan. Any amount not expended on benefits will not accrue to the employee. 63

**An eligible employee is one who meets the CalPERS criteria, which is currently (as of January 1, 2000) an assignment of fifty percent (50%) or more. Such benefits shall be prorated based upon full-time equivalency of the District contribution rate. Any employee selecting a CalPERS plan that exceeds the District’s contribution to the Section 125 Plan will have a deduction from their paycheck to cover such additional amounts. 22.6.b. Duration of Benefits 22.6.b.1.

22.6.b.2.

22.6.b.3.

Unit members who work 75% or more of any work year are entitled to and shall receive twelve (12) months of fringe benefits (medical and/or in-lieu payments, life, dental and vision) per year, as outlined herein. Unit members’ effective date of coverage of fringe benefits shall be dependent upon their hire date: 22.6.b.2.a.

If hired on the first day or any day through the fifteenth day of a month, the effective date of fringe benefit coverage shall be the first day of the next month following the hire date.

22.6.b.2.b.

If hired on the sixteenth day or any day through the thirty- first day of a month, the effective date of fringe benefit coverage shall be the first day of the second month following the hire date.

22.6.b.2.c.

Unit members who add or remove dependents and/or domestic partners; or who add or remove coverage for themselves, dependents and/or domestic partners shall have these changes take effect the first date required by law and or in accordance with the requirements of the fringe benefit plan coverage to be changed, whichever is controlling.

Unit members who are employed during a school year and continuing employment into the subsequent school year shall be eligible for and shall receive fringe benefits, as outlined herein, through and including the first day of October of the next school year.

22.6.b.4.

Unit members whose employment ends prior to the close of a school year, not meeting the requirement of having worked 75% or more shall receive fringe benefits through and including the first day of the second month following the last month of employment.

22.6.b.5.

Separating from Employment (unit members enrolled in CalPERS medical plan only). Unit members enrolled in the CalPERS medical plans for medical coverage and/or receiving In-lieu payments for medical coverage and who separate from employment at the close of the school year shall receive the benefits as outlined herein for twelve (12) months. 22.6.b.5.a.

Retirees: Unit members retiring from the District at the close of the school year and, who do not meet the requirements for retiree benefits, as outlined in Article 22.7.b.(1-3) and who wish to continue coverage in a CalPERS medical plan, may enroll for such coverage as a retiree, with CalPERS at their expense (less the amount, if any, required of the District by CalPERS), but shall be paid by the District a dollar amount equivalent to what would have been paid to them under provisions of this Agreement for the remaining portion of a twelve (12) month period of coverage.

22.6.b.5.b.

Retirees: Retirees eligible for coverage as outlined in the provisions of Article 22.7.b. (1-3), Benefits for Retirees shall continue to be enrolled by the District in the CalPERS medical plan with a status change to “retiree” from “active,” in accordance with the provisions of this subsection of the Agreement.

22.6.b.5.c.

Other CalPERS Unit Members Separating from Employment: Other Unit members separating from employment with the District at the close of the school year, who are not retiring, but were enrolled in a CalPERS medical plan shall have their coverage in the medical plan end, effective the first of the second month following 65

the date of separation. The District shall pay the unit member a dollar amount equivalent to what would have been paid to them under provisions of this Agreement for the remaining portion of a twelve (12) month period of coverage. 22.6.b.6.

Separating from Employment (in-lieu payments, life, dental and vision coverage): All Unit members separating from employment at the close of the school year shall receive the In-lieu payments, life, dental and vision benefits as outlined herein for the remaining portion of a twelve (12) month period of coverage.

22.6.b.7.

COBRA Notification: The District shall send a COBRA notice for continuation coverage to any unit member who has a Qualifying Event in accordance with the provisions of law and relevant regulations.

22.6.c. Dental Coverage The District agrees to contribute the amount necessary for the following coverage to be provided by the Delta Dental Plan. 22.6.c.1.

One hundred percent (100%) dental coverage for employees and dependents.

22.6.c.2.

Crowns and cast restorations up to one hundred percent (100%).

22.6.c.3.

Yearly maximum of one thousand five hundred dollars ($1,500).

22.6.c.4.

No waiting periods on prosthodontics and orthodontics.

22.6.d. Life Insurance The District will provide life insurance for each unit member working twenty (20) hours or more per week. The District will determine the carrier and shall have the freedom to change carriers or become self-insured. The current life insurance benefit is as follows: Participant’s age on date of death: 66

●

under 70 - $30,000

●

70 and over - $15,000

This benefit shall be paid to the beneficiary as designated by the unit member. Should the District exercise the right to change carriers or become self-insured, any changes to the benefit levels shall be negotiated. 22.6.e. Vision Insurance Vision insurance coverage effective July 1, 2007, with the initial enrollment to be completed by June 30, 2007. Vision insurance shall be the same plan as the District currently provides to other District employee bargaining units. 22.6.f. Cash Payment In Lieu of Benefits In lieu of medical coverage and upon proof of other medical coverage, each employee eligible for fringe benefits under this agreement may elect under the District Section 125 Flexible Benefit Plan to have two hundred thirty-three ($233) paid to them as a taxable cash benefit. Beginning July 1, 2022, the District will increase the cash in lieu of benefits to $275.00 per month (up from $233.00 per month). The employee may also elect to have this taxable cash benefit pay for other 125 Plan options or be invested in a tax-sheltered annuity of their choice, after withholding Medicare contributions, if applicable to the employee. 22.6.g. Fringe benefits under 22.2 shall be available to part-time employees on a pro rata basis (see Article 26.6 - Part-Time Contracts). 22.7. Benefits for Retirees 22.7.a. The District will pay one-half (1/2) the cost for vision insurance, one-half (1/2) the cost for the District’s current HMO’s for medical/hospital insurance for each retired employee and one-half (1/2) the cost for dental insurance for each retired employee and dependents from the date of retirement to age sixty-five (65) or for one hundred twenty (120) consecutive months, whichever period is shorter. 22.7.a.1.

All eligible retirees shall also become members of CalPERS for the provisions of retiree medical benefits. For eligible retirees the District shall contribute one dollar ($1.00) for CalPERS. 67

22.7.b. To become eligible for these continuing benefits at the active member group rates, the following requirements must be met by the employee at the time of retirement: 22.7.b.1.

Employed in the District fifteen (15) years;

22.7.b.2.

Fifty-five (55) years of age or older; and

22.7.b.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 this case, the retiree may choose from existing insurance carriers during the appropriate open enrollment period.

22.7.b.4.

Unit members who do not meet the service requirement of fifteen (15) years employed in the District as stated in section 22.7.b.1, 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.

22.7.c. Retired employees who become eligible for Medicare must shift to a plan which is designed to complement the coverage of the Medicare system. 22.7.d. After age sixty-five (65), 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. 22.7.e. Retirees must complete a re-registration form each year during the month of June in order to remain eligible for continued medical benefits. 22.7.f. The retiree may continue the current group coverage for their dependents provided the retiree pays all costs of the current premiums in advance monthly and provided the carrier(s) of the District plan(s) so allow. 22.7.g. If a retiree chooses the early retirement consultant plan, they will not receive medical/dental benefits as designated in Article 22.7.a., but will be eligible upon termination of the consultant plan. 22.7.h. Retired employees of the Fairfield-Suisun Unified School District shall be compensated at the rate of $204.50 per day for substituting. Retired 68

employees of the Fairfield-Suisun Unified School District shall be compensated at the rate of $310.00 per day for substituting, effective November 19, 2021. 22.8. Initial Placement on the Salary Schedule 22.8.a. Requirements for placement on the salary schedule at the time of employment are: Column 01:

BA degree and current California credential.

Column 02:

BA degree, current California credential, and thirty (30) semester units of upper division/graduate work undertaken after the BA degree is awarded.

Column 03:

BA degree, current California credential, and forty-five (45) semester units of upper division/graduate work undertaken after the BA degree is awarded; or a current California credential, and a master’s degree.

Column 04:

BA degree, current California credential, and sixty (60) semester units of upper division/graduate work undertaken after the BA degree is awarded; or a current California credential, a master’s degree and twenty (20) semester units of upper division/graduate work undertaken after the master’s degree is awarded.

Column 05:

BA degree, current California credential, and seventy-five (75) semester units of upper division/graduate work undertaken after the BA degree is awarded; or a current California credential, a master’s degree and thirty-five (35) semester units of upper division/graduate work undertaken after the master’s degree is awarded.

22.8.b. No employee new to the District shall be placed on the salary schedule above Step 14, Column 5 22.8.c. A new employee shall be given one (1) year of experience credit for each full year of experience or for any year including seventy-five percent (75%) or more of the school year in elementary or secondary public schools of California, another state or in an accredited private school in grades K-12. Those certificated personnel from another California school district transferring within the same school year to Fairfield-Suisun Unified School District, being employed for seventy-five percent (75%) or more of the year, in any combination shall be given one 69

(1) full year of experience credit. No experience credit shall be given for practice teaching, military service or summer school. 22.8.d. Employees working less than a full day or full year shall be placed on the salary schedule on the basis of training and experience. 22.8.d.1.

For employees working less than a full year, salary shall be based on the number of days working as a percent of the full work year.

22.8.d.2.

For elementary teachers working less than a full day, salary shall be based on the number of teaching minutes as a percent of three hundred ten (310).

22.8.d.3.

For secondary teachers working less than a full day, salary shall be based on the number of teaching periods as a percent of five (5).

22.8.e. Nurses employed by the District shall be given one (1) year of experience credit for each year of full-time professional experience in nursing in health departments, hospitals, verifiable doctor’s office experience, or other institutions requiring work similar to that for which they are employed. 22.8.f. Speech and language specialists employed by the District shall be given one (1) year of experience credit for each year of verifiable hospital/clinic or private experience that required work similar to that for which they are employed by the District. 22.8.g. Persons who terminate their employment with Fairfield-Suisun Unified School District and are reemployed within thirty-nine (39) months shall be given credit for prior years of experience in the District. Certificated unit members who are laid off by the Fairfield-Suisun Unified School District and are re-hired within a thirty-nine (39) month period will be given credit for prior years of experience in the District and up to three (3) years teaching experience for salary and step placement if they present verification that they were employed for that period of time by another school district. 22.8.h. Teachers employed in ROP or vocational programs on the basis of a Designated Subjects/Vocational Credential issued for vocational skill and experience rather than academic training shall be placed on Column 03 if the credential is partial/preliminary (academic requirements not completed or equivalent), on Column 04 if it is issued for life. Experience 70

credit may be given for up to seven (7) years of work in the specific field exclusive of experience required for the credential. 22.9. Advancement on the Salary Schedule 22.9.a. Service Employees will be advanced one (1) step for each year of service to Step 24. 22.9.b. Training 22.9.b.1.

Upper division/graduate units of college or university work must be in the general field of education and applicable to the teaching profession.

22.9.b.2.

If the District approves course work to be taken during the workday, the unit member shall, at their option, receive course credit or District subsidy (i.e.; substitute and/or registration/conference costs).

22.9.b.3.

Salary credit shall be granted for approved course work taken outside the unit member’s workday; such course work may be subsidized by the District.

22.9.b.4.

Fees for course work recommended by the District shall be paid by the District; the unit member shall receive any available college or university credit toward advancement on the salary schedule.

22.9.b.5.

Course work must be approved in advance to receive credit; course work may be denied if advance approval is not obtained.

22.9.b.6.

Employees must receive a grade of “C” or better or pass/credit to receive credit.

22.9.b.7.

Credit may also be given for the following: 22.9.b.7.a.

Six (6) semester units of lower division courses may be approved each school year for salary credit providing the units are approved in advance by the Assistant Superintendent of Human Resources. Additional units may be approved providing the unit member is

pursuing another supplementary authorization or pursuing another type of teaching credential.

22.9.b.8.

22.9.b.7.b.

Two (2) units of salary credit for travel or work study may be considered on a one-time basis by the Assistant Superintendent of Human Resources in lieu of university or college study.

22.9.b.7.c.

Salary credit units shall be granted when unit members serve at the request of the District administration on a District curriculum committee. Such hours shall be outside the employee’s workday. Participation must be verified by the administrator responsible for the committee and the Assistant Superintendent of Educational Services.

22.9.b.7.d.

District-approved classes and workshops may be accepted for salary credit if such classes meet the priority needs of the District. Such hours shall be outside the employee’s workday. Prior approval must be obtained on the appropriate form from the Assistant Superintendent of Human Resources. District classes are defined as District-sponsored classes or inservices usually presented by District employees (such as mentors, teacher inservices, adult school computer classes, etc.). Employees will not receive credit for repeated classes or inservices, except employees requesting for recertification (i.e., CPR).

The Human Resources Department will notify Payroll of individuals who have proof of completion of course work for salary advancement on file in the Human Resources Department. Advancement for units submitted on or before the 15th of any month shall be reflected on the next regular month’s pay with no retroactive payment. Advancement for units submitted after the 15th of any month shall be reflected on the following month’s pay with no retroactive payment. Advancement for units submitted after the last paycheck in any unit member’s pay cycle on or before the 15th of the 72

month of their new pay cycle shall be reflected on the first paycheck of the new pay cycle with no retroactive payment. 22.9.b.9.

An employee may appeal rejection of units to the Unit Review Committee. 22.9.b.9.a.

The committee shall consist of three (3) certificated employees appointed by the Association, two (2) administrators selected by the Fairfield-Suisun Administrators Association, one (1) central office administrator, other than a Human Resources administrator, selected by the Superintendent, and one (1) Governing Board member.

22.9.b.9.b.

The committee shall recommend decisions on appeals to the Superintendent.

22.9.b.9.c.

An employee working seventy-five percent (75%) or more of the year shall be credited with one (1) year of service.

22.9.b.9.d.

The District will not reevaluate any unit for which it has given credit prior to the adoption of this Contract.

22.10. Professional Growth 22.10.a. On a voluntary basis, mentor teachers or former mentor teachers may serve as Professional Growth Advisors. The District shall designate certificated administrators to serve as Professional Growth Advisors. A list of these advisors including work location shall be published by the District annually. The responsibility of an advisor shall be to determine whether activities identified on the Professional Growth Plan of a credential holder who is subject to the provision of this article (hereinafter referred to as “credential holder”) comply with pertinent Education Code, Administrative Code Title V Sections, and the California Professional Growth Manual. A credential holder’s evaluating administrator may not act as that candidate’s advisor. 22.10.b. If a credential holder believes that his/her advisor has taken an adverse action that he/she considers to be unfair, arbitrary or contrary to the terms of the Education Code, the credential holder may seek another advisor or appeal the adverse action to the Executive Secretary of the Commission on Teacher Credentialing. 73

Advisors may decline advising specific candidates with a reason given in writing upon request. 22.10.c. Professional Growth Activities shall include, but not be limited to, course work, District committees and District classes/workshops approved according to the provisions of Article 22.9.b. 22.10.c.1. A clock hour for purposes of credited Professional Growth Activities shall be the actual time spent in the activity including preparation time spent as a presenter of the course. College, university or equivalent courses shall be credited as at least fifteen (15) clock hours for each semester unit, ten (10) clock hours for each quarter unit, thirteen (13) clock hours for each trimester unit or the actual number of class/lab hours required, whichever is greater. 22.10.d. Credit for advancement on the salary schedule shall be earned by credential holders for Professional Growth Activities. Fifteen (15) clock hours of completed work shall be considered the equivalent of one semester unit. For each fifteen (15) clock hours of completed professional growth activities, advancement on the salary schedule shall take place as though one (1) semester unit of college credit had been earned. 22.10.e. Nothing in the Professional Growth Requirements or procedures thereof shall impact, on a part of, or modify the performance evaluation. 22.10.f. It will be the responsibility of the credential holder to meet all deadline dates for completion of their Professional Growth requirements. 22.10.g. An advisor shall complete and return to the credential holder certification of initial plan, initialing any revisions or verifications of completion within ten (10) work days of submission to the advisor. If an advisor finds that they cannot certify an initial plan, initial a modification or verify completion, the advisor shall notify the credential holder of the reason(s) within ten (10) work days of submission. 22.10.h. All conferences between credential holders and Professional Growth Advisors shall be during the unit member’s workday, unless agreed to by the unit member

Off-Track/Outside Work Year Substitute Rate for Active Unit Members and Retired Employee Substitute Rate - Moved 22.11h moved to Appendix PP

Article 23 - Leaves 23.1

Sick Leave 23.1.a. Full-time certificated members of this unit shall be credited with ten (10) days of sick leave at the beginning of each work year. New employees employed for less than the full work year shall receive credit based on the remaining months left in the work year. 23.1.b. Certificated personnel under contract for fewer than five (5) days per week during the entire school year shall receive pro rata sick leave based on the hours worked in comparison to the full-time equivalent classroom teacher. 23.1.c. Certificated personnel under contract for less than a full day during the entire school year shall receive pro rata sick leave based on the hours worked in comparison to the full-time equivalent classroom teacher. 23.1.d. The Superintendent or the Assistant Superintendent of Human Resources may require proof of illness, accident, or quarantine as provided by law. If such proof requires any additional expense to the employee, the District shall pay that expense upon presentation of proof. 23.1.e. When possible, medical or dental appointments should be scheduled outside the workday, however, when necessary during work hours, and in accordance with 19.1.c. and 19.1.d., sick leave shall be charged as per section 23.1.f. below. 23.1.f. Except for leave utilized under section 23.4, leave shall be charged in increments of one hour and always rounded up to the highest hour. 23.1.g. Use of Sick Leave to Care for Family Member’s Serious Health Condition: 23.1.g.1.

Unit members may apply to the Assistant Superintendent or designee for use of up to 75% of sick leave accrued under this section 23.1 to care for a family member’s serious health condition in conjunction with a leave under the California Family Rights Act (CFRA) or Family Medical Leave Act (FMLA) for this purpose.

23.2

23.1.g.2.

The definitions and requirements of CFRA/FMLA and implementing regulations shall apply to use of sick leave under this section 23.1(g).

23.1.g.3.

For purposes of qualifying to withdraw from the Catastrophic Leave Bank to care for a family member, unit members shall be deemed to have exhausted all sick leave within the meaning of section 23.3(c) if they have used 75% of their sick leave to care for a family member under this section 23(g).

Extended Leave of Absence Due to Illness or Injury When a unit member is absent because of illness or injury for a period of five (5) school months or less, they are entitled to full salary for the number of days of sick leave they have accumulated. When accumulated days of sick leave have been used, the employee shall receive the amount of the differential pay or sixty percent (60%) of the employee’s daily rate of pay, whichever is greater. Differential pay shall be the difference between the employee’s daily rate of pay and that of a regular day-to-day substitute. The differential pay shall commence when an employee has exhausted accumulated sick leave and shall continue for five (5) months.

23.3

Catastrophic Leave Bank 23.3.a. Creation 23.3.a.1.

The Association and the District agree to create the Catastrophic Leave Bank effective July 1, 1993. The Catastrophic Leave Bank shall be funded in accordance with the terms of Section b. Below.

23.3.a.2.

Days in the Catastrophic Leave Bank shall accumulate from year to year.

23.3.a.3.

Days shall be contributed to the Bank and withdrawn from the Bank without regard to the daily rate of pay of the Catastrophic Leave Bank participant.

23.3.a.4.

The F-SUTA Catastrophic Leave Bank shall be administered by a three (3) member Catastrophic Leave Bank Committee appointed by the President of the Association.

23.3.b. Eligibility and Contributions 23.3.b.1.

All unit members on active duty with the District are eligible to contribute to the F-SUTA Catastrophic Leave Bank.

23.3.b.2.

Participation is voluntary, but requires contribution to the Bank. Only contributors will be permitted to withdraw from the Bank.

23.3.b.3.

Unit members who elect not to join the Catastrophic Leave Bank upon first becoming eligible have a waiting period of thirty (30) days after joining the Bank before becoming eligible to withdraw from the Bank.

23.3.b.4.

The contribution, on the appropriate form, will be authorized by the unit member and continued from year to year until canceled by the unit member.

23.3.b.5.

Cancellation occurs automatically whenever a unit member fails to make their annual contribution or assessment. Cancellation, on the proper form, may be effected at any time and the unit member shall not be eligible to draw from the Bank as of the effective date of cancellation. Sick leave previously authorized for contribution to the Bank shall not be returned if the unit member effects cancellation.

23.3.b.6.

Contributions shall be made between July 1 and October 1 of each school year. Unit members returning from extended leave which included the enrollment period and new hires will be permitted to contribute within thirty (30) calendar days of beginning work. The District shall supply enrollment forms for the Catastrophic Leave Bank to all new unit members and those unit members returning from leave.

23.3.b.7.

The annual rate of contribution by each participating unit member for each school year shall be one (1) day of sick leave which shall be deemed to equate to the legal minimum required by Education Code Section 44043.5. 23.3.b.7.a.

An additional day of contribution will be required of participants if the number of days in the Bank falls below five hundred (500) days. Catastrophic Leave Bank participants who are drawing from the Bank at the time of the assessment will not be required to contribute to 77

remain eligible to draw from the Bank. If a Catastrophic Leave Bank participant has no remaining sick leave at the time of the assessment, they need not contribute the additional day to remain a participant in the Catastrophic Leave Bank. 23.3.b.7.b.

If the number of days in the Bank at the beginning of a school year exceeds fifteen hundred (1,500) days, no contribution shall be required of returning unit members. Those unit members joining the Catastrophic Leave Bank for the first time and those returning from leave shall be required to contribute one (1) day to the Bank.

23.3.b.8.

Unit members who are retiring or leaving the employ of the District may contribute their unused sick leave to the Catastrophic Leave Bank.

23.3.b.9.

By October 31 of each school year, the total contribution of participating unit members will be placed in the Catastrophic Leave Bank.

23.3.c. Withdrawal From the Bank 23.3.c.1.

Catastrophic Leave Bank participants, whose sick leave is exhausted, may withdraw from the Bank for catastrophic illness or injury. Catastrophic illness or injury shall be defined as any illness or injury that incapacitates the unit member for over ten (10) consecutive duty days or incapacitates a member of the unit member’s family for over ten (10) consecutive duty days which requires the unit member to take time off work to care for that family member. If a reoccurrence or a second illness or injury incapacitates a unit member or member of the unit member’s family within twelve (12) months, it shall be deemed catastrophic after five (5) consecutive duty days. Thus, a participant who used the Bank after exhaustion of sick leave for twenty-five (25) days to care for his wife who dies of cancer and, after returning to work, suffers a heart attack shall be deemed to have a second catastrophic illness and may again withdraw from the Bank after only five (5) consecutive duty days off work. 78

23.3.c.2.

Participants must use all sick leave (but not differential leave) as defined in Article 23.1 available to them before eligible for a withdrawal from the Bank.

23.3.c.3.

Participants who have exhausted sick leave but still have differential leave available are eligible for a withdrawal from the Catastrophic Leave Bank. The District shall pay the participant full pay and the Bank shall be charged forty percent (40%) of the day.

23.3.c.4.

The first ten (10) duty days of illness or disability must be covered by the participant’s own sick leave, differential leave, or leave without pay the first time said participant qualifies for a withdrawal from the Bank. For subsequent withdrawals, within twelve (12) consecutive months, the first five (5) duty days of illness must be covered by the participant’s own sick leave, differential leave, or leave without pay.

23.3.c.5.

If a participant is incapacitated, applications may be submitted to the Committee by the participant’s agent or member of the participant’s family.

23.3.c.6.

Withdrawals from the Catastrophic Leave Bank shall be granted in units of no more than thirty (30) duty days. Participants may submit requests for extensions of withdrawals as their prior grants expire. A participant’s withdrawal from the Bank may not exceed the statutory maximum period of twelve (12) consecutive months.

23.3.c.7.

Participants applying to withdraw or extend their withdrawal from the Catastrophic Leave Bank will be required to submit a doctor’s statement indicating the nature of the illness or injury and the probable length of absence from work. Members of the Committee shall keep information regarding the nature of the illness confidential. A participant’s withdrawal may not exceed the statutory maximum period of twelve (12) consecutive months.

23.3.c.8.

If a participant has drawn thirty (30) Catastrophic Leave Bank days and requests an extension, the Committee may require a medical review by a physician of the Committee’s choice at the participant’s expense. The Committee shall choose only a physician who qualifies under the District 79

offered insurance policy. Refusal to submit to the medical review will terminate the participant’s continued withdrawal from the Bank. The Committee may deny an extension of withdrawal from the Catastrophic Leave Bank based upon the medical report. The participant may appeal any termination under the procedures outlined in Section 13 below. 23.3.c.9.

Leave from the Bank may not be used for illness or disability which qualify the participant for Worker’s Compensation benefits unless the participant has exhausted all Worker’s Compensation leave, their own sick leave, and provided further that the member signs over any Worker’s Compensation checks for temporary benefits to the District. If there are any Worker’s Compensation checks signed over to the District, the Bank will not be charged days or, if charged, will be reimbursed the number of days for which the Worker’s Compensation payment is equivalent to a regular day of pay at the negotiated rate for that participant. If the District challenges the Worker’s Compensation claim, the participant may draw from the Bank but, upon settlement of the claim, the Bank shall be reimbursed the appropriate number of days by the District.

23.3.c.10. When the Committee may reasonably presume that the applicant for a draw may be eligible for a disability award or a retirement under STRS or, if applicable, Social Security, the Committee may request that the applicant apply for disability or retirement. Failure of the applicant to submit a complete application, including medical information provided by the applicant’s physician, within twenty (20) calendar days, will disqualify them for further Catastrophic Leave Bank payments. Any requests for additional medical information from STRS or Social Security shall be submitted within ten (10) days or the participant’s entitlement to Catastrophic Leave Bank payments will cease. If denied benefits by STRS or Social Security, the applicant must appeal or the entitlement to the Catastrophic Leave Bank shall cease. 23.3.c.11. 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 80

obligation to pay the participant any funds whatsoever. If the Committee denies a request for withdrawal or an extension of withdrawal because of insufficient days to fund the request, they shall notify the participant, in writing, of the reason for the denial. 23.3.c.12. Withdrawals shall become effective immediately upon the exhaustion of sick leave or the waiting periods provided for in Sections 2.3 and 3.4, whichever is greater. For example, if a participant contributed when first eligible to contribute (Section 3) and had ten (10) days of accumulated sick leave when the illness began (Section 4), they shall begin withdrawing upon the eleventh (11th) duty day if otherwise eligible. If the participant had fifteen (15) days of sick leave at the beginning of the illness, they shall begin withdrawing days on the sixteenth (16th) duty day. If the participant had five (5) days of sick leave at the beginning of the illness, they shall begin withdrawing days on the eleventh (11th) duty day. 23.3.c.13. Catastrophic Leave Bank participants who are denied a withdrawal or whose withdrawal is not renewed or terminated may, within thirty (30) days of denial, appeal, in writing, to the Executive Board of the Association. The Executive Board of the Association shall hold a hearing within fifteen (15) duty days. The Executive Board shall issue a confidential written decision within fifteen (15) duty days of the hearing. If the participant’s incapacitation does not allow participation in this appeal process, the participant’s agent or member of the family may process the appeal. 23.3.d. Administration of the Bank 23.3.d.1.

The Catastrophic Leave Bank Committee shall have the responsibility of maintaining the records of the Catastrophic Leave Bank by receiving withdrawal requests, verifying the validity of requests, approving or denying the requests, and communicating its decisions, in writing, to the participants and to the District.

23.3.d.2.

The Committee’s authority shall be limited to administration of the Bank. The Committee shall approve all properly submitted requests complying with the terms of this article.

23.3.d.3.

Applications shall be reviewed and decisions of the Committee reported to the applicant, in writing, within ten (10) duty days of receipt of the application.

23.3.d.4.

The Committee shall keep all records confidential and shall not disclose the nature of the illness except as is necessary to process the request for withdrawal and defend against any appeals of denials.

23.3.d.5.

By November 5 of each school year, the District shall notify the Committee of the following:

23.3.d.6.

23.3.d.5.a.

The total number of accumulated days in the Bank on June 30th of the previous school year.

23.3.d.5.b.

The number of days contributed by unit members for the current year.

23.3.d.5.c.

The names of participating unit members.

23.3.d.5.d.

The number of days contributed by people returning from leaves or new to the District.

23.3.d.5.e.

The total number of days available in the Bank.

By the tenth (10th) day of each calendar month after November 5, the District shall notify the Committee of the following: 23.3.d.6.a.

The names of any additional unit members who have joined in accordance with Section b.

23.3.d.6.b.

The names of any unit members who have canceled participation in accordance with Section b.

23.3.d.6.c.

The total number of days in the Bank at the beginning of the previous month.

23.3.d.6.d.

The total number of days added to the Bank by new participants or people returning from leaves.

23.3.d.6.e.

The total number of days awarded during the previous month and to whom they were awarded. 82

23.4

23.3.d.6.f.

The total number of days remaining in the Bank on the last day of the month.

23.3.d.6.g.

Any dispute between the Committee and the District as to the accounting of Catastrophic Leave Bank days shall be immediately submitted to Binding Arbitration without the need to follow earlier steps of the grievance procedure as per Article 9.

23.3.d.6.h.

If the Catastrophic Leave Bank is terminated for any reason, the days remaining in the Bank shall be returned to the then current members of the Bank proportionately.

Personal Necessity Leave 23.4.a. Sick leave may be used by an employee in cases of personal necessity. Leave over two (2) days in duration will require the prior approval of the Assistant Superintendent of Human Resources or their designee. 23.4.b. “Personal necessity” means circumstances that are serious in nature to the employee and that the employee cannot reasonably be expected to disregard, that necessitates immediate attention, that cannot be taken care of after work hours or on weekends. 23.4.c. Such leave shall not be taken for recreational travel, to engage in other employment, or to participate in Association-related political activities, demonstrations, or causes. 23.4.d. Abuse of the above guidelines will result in a letter of reprimand in the discipline process and loss of pay. 23.4.e. Employees may take personal necessity leave in half-day increments.

23.5

Sabbatical Leave 23.5.a. The Board may grant a sabbatical leave to unit members upon request. 23.5.b. In order to be eligible for sabbatical leave, a person shall have been employed by the District continuously for at least ten (10) years. The application for sabbatical leave must be made by February 1 preceding the year the leave is desired. 23.5.c. The person granted sabbatical leave will be paid in twelve (12) equal payments. The rate of pay for a person with ten (10) or more years of 83

employment in the Fairfield-Suisun Unified School District will be one-half (1/2) of their current annual salary. 23.5.d. Persons on sabbatical leave will be given one year’s credit on the salary schedule and will receive fringe benefits which are granted to other full-time certificated employees of the District. 23.5.e. The unit member must submit a planned program of travel or study to be undertaken during the leave. 23.5.f. A unit member taking sabbatical leave is required to serve at least two (2) years in the Fairfield-Suisun Unified School District after taking sabbatical leave. Failure to complete this requirement will require the employee to return the amount of money paid by the District to the employee during the sabbatical leave. 23.6

Parental Leave 23.6.a. Parental leave shall be defined as benefits provided for by Section 44977 of the Education Code for absences necessitated by pregnancy, miscarriage, childbirth and recovery therefrom. 23.6.a.1.

Differential pay will be provided as stipulated in Article 23.6.a. above, for a maximum of sixty (60) consecutive work days, to commence no sooner than forty (40) work days prior to the anticipated first day of disability.

23.6.a.2.

Differential pay to natural fathers may commence any date within one (1) year of the child’s birth and extend for a maximum of sixty (60) consecutive work days.

23.6.a.3.

Differential pay granted in the case of adoption may commence on the day the child is placed in the home and extend for a maximum of sixty (60) consecutive work days.

23.6.b. During the differential pay period, the unit member shall receive the amount of differential pay or sixty percent (60%) of the employee’s daily rate of pay, whichever is greater. Differential pay shall be the difference between the employee’s daily rate of pay and that of a regular day-to-day substitute. The employee shall submit, in writing, one of the following before their parental leave has expired: 23.6.b.1.

Request to return to duties for the remainder of the current contract.

23.6.b.2.

Request to take an unpaid leave for the remainder of the school year.

23.6.b.3.

Resignation from the District effective at the end of the school year.

23.6.c. A leave of absence shall be granted to a unit member for the purpose of raising their natural or adopted child. Such leave shall normally not exceed twelve (12) months. Up to an additional twelve (12) months may be granted upon request. The District and the unit member may agree to extend the period of the leave beyond the twelve (12) months in order that the return date shall coincide with normal school breaks. 23.7

Industrial Accident or Illness Leave Members of the bargaining unit who sustain an injury or illness arising directly out of and in the course and scope of their employment shall be eligible for a maximum of sixty (60) working days paid leave. Claims must be approved by the District’s insurance carrier to qualify under this section. Accident or illness leave will commence on the first day of absence. Payment for wages lost on any day shall not, when added to an award granted under the Worker’s Compensation laws of this state, exceed the employee’s full salary for the month. Industrial accident and illness leave shall be reduced by one (1) day for each day of authorized absence regardless of a compensation award made under the Worker’s 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 accident occurred for the same illness or injury. 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 Worker’s 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 Worker’s Compensation award, results in a payment of not more than the employee’s regular salary. An employee requesting industrial accident and illness leave benefits may be required to comply with the medical verification and reporting provisions of the sick leave section of this article. 85

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 to the same position when the accident or illness occurred without loss of status or benefits. A unit member shall be deemed to have recovered from an industrial accident or illness, and thereby be able to return to work, at such time as they and their physician agree that there has been such a recovery. The District, at its cost, may request another medical opinion. 23.8

Jury Duty and Witness Duty 23.8.a. Jury Duty An employee shall be granted a leave of absence without loss of pay when regularly called for jury duty in the manner provided by law. Upon completion of jury service, the employee shall provide to their site administrator or designee a copy of the official court documentation indicating attendance at jury service, upon request. Fees received as a juror, exclusive of transportation, food, and lodging expenses, shall be reimbursed to the District. 23.8.b. Witness Duty An employee shall be granted a leave of absence without loss of pay not to exceed five (5) days in any school year when directed to appear as a witness in court other than as a litigant. The employee shall include the subpoena with the application directed to the Assistant Superintendent of Human Resources. The employee shall make payment to the District the fees for services to the court as a witness, exclusive of transportation, food, and lodging expenses. 23.8.c. Litigants Litigants may use Personal Necessity Leave.

23.9

Bereavement Leave 23.9.a. A unit member shall be granted bereavement leave of absence for the death of any member of the immediate family without loss of pay or deduction from other leave benefits found in this article. Five (5) days bereavement leave shall be granted to any unit member for the death of a current spouse, registered domestic partner, mother, father or child.

23.9.b. Death of other immediate family members shall be for three (3) days, unless travel of more than two hundred (200) miles is required, in such case, the length of the leave shall be five (5) days. 23.9.c. Under special circumstances, up to ten (10) days additional bereavement leave may be granted by the Assistant Superintendent of Human Resources. If additional time is needed, personal necessity leave may be used. 23.9.d. Immediate family shall be defined as follows: mother, mother-in-law, stepmother, father, father-in-law, stepfather, spouse, registered domestic partner, son, son-in-law, stepson, daughter, 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. 23.9.e. Leave may be granted to the unit member by the Assistant Superintendent of Human Resources for any individual not listed herein. 23.10 Advanced Study Leave Upon the recommendation of the Superintendent, the Board may grant a year’s leave of absence without pay to members of this unit for advanced study in their major or minor fields to improve their competency in current teaching assignments or to obtain competencies in other fields of education. 23.11 Personal Leave Upon the recommendation of the Superintendent, the Board may grant a year’s leave for personal reasons without pay or fringe benefits to members of the unit who have obtained tenure. 23.12 President Release Time 23.12.a. Release Time and Reimbursement The Association and the District shall provide one hundred percent (100%) of 1.0 FTE release time for the Association President during the school year. The Association shall reimburse the District for the one hundred percent (100%) release time as follows:

23.12.a.1. Forty percent (40%) of all salary and benefits as per Step 1, Column 1 of the salary schedule in Appendix A if a replacement employee is required. 23.12.a.2. Sixty percent (60%) of all salary and benefits actually paid to the Association President in accordance with California Education Code Section 44087. The District will submit an invoice to the Association approximately five (5) days after the end of each monthly payroll period. The Association will pay the invoice within approximately thirty (30) days after receipt. The billing will be in ten equal installments beginning with the last September pay period. If the Association President was employed as less than 1.0 FTE in the year of their service as President, the first forty percent (40%) of reimbursement shall be at the replacement teacher costs as described in number one (1) above. 23.12.b. Additional Criteria 23.12.b.1. The position shall be filled by a temporary employee. 23.12.b.2. Upon completion of their term of office, the Association President shall return to their prior school site and/or department. 23.13 Professional Leave for Association Business The District will provide a total of fifty (50) days leave for Association officers and committee members to conduct Association business. The assignment of these days will be at the discretion of the President. The Association agrees to pay the cost. The Association president shall designate these leave days by providing at least two (2) working days’ advance notice to the Human Resources Department, except in case of emergency where less than two (2) working days’ notice is not possible, in which case as much advance notice as is possible will be provided. In the event of a scheduling conflict which makes it inconvenient for a particular teacher to be released on a particular day, the parties agree to work cooperatively together to identify an alternative. 23.14 Leave Rights Unit members on a paid leave of absence shall continue to receive wages, health and welfare benefits, retirement, and salary schedule credit in the same amount as if they were not on leave. Those unit members who go on an unpaid leave of absence during any pay period shall receive their health and welfare benefits for 88

the balance of that pay period. Thereafter, they shall be allowed continued benefits at their own expense upon reimbursement to the District. 23.15 Professional Development Leave 23.15.a. The Board may grant an unpaid leave for professional growth for a unit member to pursue other professionally-related employment opportunities. 23.15.b. In order to be eligible for Professional Development Leave, a unit member shall have been employed by the District continuously for at least ten (10) years. The application for Professional Development Leave must be made by April 1 preceding the year the leave is desired. 23.15.c. A unit member on Professional Development Leave will receive one (1) year of credit on the salary schedule for each year of the leave. 23.15.d. A unit member on Professional Development Leave will receive one (1) year of seniority credit for each year of the leave. 23.15.e. The unit member must submit a planned program of professional development to be undertaken during the leave. 23.15.f. Unit members shall be allowed continued benefits at their own expense upon reimbursement to the District.

Article 24 - Reduced Teacher Service Option 24.1

Teachers may apply for the reduced teaching service option. To qualify for this program, the employee shall have met the requirements of California Education Code section 44922, which include: 24.1.a. At least ten (10) years of full-time service in a position requiring certification in the public school system in California which includes grades K-12, community college, or as a teacher in the California state university and college system; the immediately preceding five (5) years shall have been full-time. 24.1.b. Attained the age of fifty-five (55) prior to the beginning of the school year or term in which the reduction in teaching service begins. It shall be the employee’s responsibility to initiate the request for reduced teaching service. 24.1.c. Certification of eligibility by the State Teachers’ Retirement System, or, if applicable, the Public Employee Retirement System. 89

24.1.d. The unit member shall not have had a break in service during the five years immediately preceding the reduction in workload. For purposes of this subdivision, sabbaticals and other approved leaves of absence (including leaves for military service) shall not constitute a break in service. 24.2

The agreement or contract for reduced service shall be executed by the employee and the employer, in writing, prior to July 1 preceding the year of reduced service. Annual application is required for continuing reduced teacher service option. This agreement may be revoked only by the mutual consent of the District and the employee. If there is a changed circumstance or personal emergency affecting the unit member, the revocation may be made earlier with the approval of the Assistant Superintendent of Human Resources or designee. For unit members who first participated in the Reduced Teacher Service Option before ratification of this agreement, the agreement for reduced service may be revoked by the unit member at the end of their contracted year.

24.3

Reduced teaching service shall be one-half (1/2) of the number of days of service required by the employee’s contract of employment during their final year of service in a full-time position. Agreements with beginning dates other than the start of the school year will include the required number of days of service. Minimum salary paid shall be equal to one-half (1/2) time service. A reduced teaching service option in excess of one-half (1/2) of the number of days or parts of days of required service may be implemented only with the mutual consent of the employee and the employer.

24.4

Reduced service may be on a daily schedule or full-time for at least one-half (1/2) year. The employee shall be paid the pro rata share of the salary they would be earning had they not elected to exercise the option of part-time employment. The unit member shall retain all other rights and benefits for which the unit member or the District makes the payments that would be required if the unit member remained in full-time employment.

24.5

Reduced teaching service option for a unit member is limited to a period not to exceed ten (10) years, pursuant to California Education Code sections 44922(h) and (i)).

24.6

The unit member and employer agree to submit contributions to the State Teachers’ Retirement System or, if applicable, the Public Employee Retirement System, based on the compensation which would be earned for full-time employment.

24.7

Full retirement credit is not earned until the end of the full school term or full school year. Participants who terminate prior to these concluding periods will 90

receive retirement credit based on the salary actually paid in that proportion that it relates to the annual salary that would have been paid had the employment continued. 24.8

Retirement contributions for service not credited because of termination of contract or agreement by resignation, dismissal, or retirement will be returned to the employee or, in the case of death, to the beneficiary.

24.9

All rights mandated by law and any additional benefits which may be granted by the District to its certificated employees shall be applicable to any and all such employees who are on contract for reduced teaching service.

24.10 Education Code section 44922 is provided as Appendix O to this Agreement.

Article 25 - Early Retirement Plan 25.1

Early retirement is an incentive plan whereby an employee may retire early and have the opportunity to enter into an ancillary services contractual agreement with the District.

25.2

Conditions 25.2.a. Satisfactory service in the District for a minimum of ten (10) years. 25.2.b. Full-time employee of the District for the past five (5) years. 25.2.c. Will attain the age of fifty-five (55) or more. 25.2.d. Will retire from the teaching profession. 25.2.e. Receive the approval of the Assistant Superintendent of Human Resources or their designee.

25.3

The Ancillary Services Program 25.3.a. Persons electing this program will serve a minimum of twelve (12) days per year and a maximum of forty (40) days per year at the option of the retiree and the District. The person entering the program will be paid one hundred fifty dollars ($150) for each full day of service beginning with unit members who retire at the conclusion of the school year. Ancillary services may consist of the following: Work on the preparation of curriculum material, writing courses of study, educational guides, or working on surveys or other activities related to preparation, upgrading, or the manufacturing of materials to be used in the schools; to fill in for the teachers who are working on District projects 91

on a regular basis such as replacing a department head or a person actively engaged for short periods of time in evaluations or creating of District material. The teacher may have the option of serving their agreed number of days as a substitute teacher in the appropriate grade or grade level. 25.3.b. The contract with the person choosing this program will be for a period of five (5) years or less. 25.3.c. Persons who retire under the plan from the District shall have the option of retaining the present health plans but must pay the premium. 25.3.d. Persons who retire during any current school year will have until June 30 to elect the consultant contract; the individual may resign from it at any time.

Article 26 - Part-Time Contracts 26.1

Members of the unit, subject to the annual approval of the Assistant Superintendent of Human Resources or designee, are permitted to work less than a full-time contract position.

26.2

A unit member who desires to enter into a part-time contract position must submit their request, in writing, to the Assistant Superintendent of Human Resources or designee prior to April 15 for the following year. Such unit member shall also request a leave for the balance of the FTE currently held.

26.3

A unit member holding a part-time contract position shall be assured for each succeeding year at least the same percentage of a full-time contract position as they currently hold. In the event of layoff of certificated employees, this will not apply.

26.4

A unit member holding a part-time contract position shall resume a full-time contract position by expressing their preference for posted openings as per Article 18.

26.5

A unit member holding a part-time contract position shall receive a prorated amount of salary, dental benefits, and leave. Part-time employees working less than a 50% contract are not eligible for CalPERS medical benefits. For Part-time employees working less than a 50% position and electing to participate in a medical benefits plan, the District shall contribute the prorated amount as provided in Article 22.6.a in accordance with Section 125 of the IRS code.

26.6

Fringe benefits will be prorated for all new part-time contracts. A unit member holding more than fifty percent (50%) of a full-time contract position will continue 92

to receive full fringe benefits until they voluntarily change their present employment status. Child Development Center and Preschool Permit Teachers will be exempt from this provision.

Article 27 - Job Sharing 27.1

Members of the unit, subject to the annual approval of the Assistant Superintendent of Human Resources or their designee within the Human Resources Department may job share.

27.2

Job sharing shall be defined as employment in which two unit members share on an equal basis a regular full-time position within the school district.

27.3

A certificated leave request form requesting job sharing must be submitted to the Assistant Superintendent of Human Resources by two (2) months prior to the end of the unit member’s contracted work year. Should a site administrator deny such a leave, an appeal to the Assistant Superintendent of Human Resources may occur. The leave should be submitted based on the following criteria: 27.3.a. The employee shall secure their own job-sharing partner. 27.3.b. Minimum employment for this program shall be equal to one-half (1/2) of the number of days normally required of the certificated employee. These days shall be one-half (1/2) the number of days published each year on the teacher’s work calendar. 27.3.c. The employee must have permanent status in the District. 27.3.d. The employee will receive one-half (1/2) salary which is to be paid on a monthly basis for twelve (12) months. 27.3.e. The District will pay the amount equal to the cost of fringe benefits for one (1) unit member. 27.3.f. The employee and the District’s contribution to the State Teachers’ Retirement System (STRS) will be one-half (1/2) that normally paid. The employee will receive only one-half (1/2) credit toward years of service in STRS. 27.3.g. Sick leave benefits are accrued at one-half (1/2) the normal rate. Workers’ compensation premiums will be paid on the employee’s actual salary (½ salary).

27.3.h. A team member, when available, will substitute for the other team member when they must be absent by trading a workday with the absent partner. 27.4

A unit member holding a job-sharing position shall resume a full-time position by expressing their preference for posted openings as per Article 18.

27.5

Unit members exercising the option of job-sharing shall develop with their school principal, a work schedule most appropriate for the particular teachers and students involved to include the following: 27.5.a. Team members shall plan jointly for both the school and their classroom on a regular basis. 27.5.b. At the elementary level, both team members may work at the direction of the site administrator the first two (2) days of the first week of school, and one team member may be paid per diem compensation. At the secondary level, if the situation warrants, two (2) days per diem compensation may be granted for one team member. 27.5.c. Both members of the team are required to take an active part in the District and school inservice meetings and their joint efforts in this respect will be at least equal to that normally expected of a single full-time teacher. 27.5.d. Each team must develop a procedure to ensure clear lines of communication to all parents.

27.6

Unit members exercising the option of job-sharing shall take a leave of absence of their former contracts which exceeds fifty percent (50%). In the event of certificated layoffs, those unit members' job-sharing will not be excluded. Unit members participating in job-sharing will retain their original hire date within the District. New job-share proposals must be approved by the Assistant Superintendent of Human Resources by May 1 for the next school year. Renewal job-share proposals must be approved by the Assistant Superintendent of Human Resources by March 1 for the next school year.

27.7

Dual Assignment Share The purpose of this dual assignment share model shall be to accommodate a parallel simultaneous work responsibility, including but not limited to peer-coaching, schoolbased program coordination, etc. Members of the unit, subject to the annual approval of the Assistant Superintendent of Human Resources or their designee within the Human 94

Resources Department, or subject to the inclusion of this model into an approved job description, may enter into a dual assignment share. Dual assignment share shall be defined as employment in which two unit members share, on a defined schedule basis, responsibilities for a single classroom or teaching line and other non-classroom-instruction duties, are regular full-time employees within the school district, who both are compensated all the salary, fringe benefits, sick leave and STRS benefits as any other full time employee. The defined schedules shall be determined by the members of the dual assignment share, shall take place in the regular school year, shall conform to the parameters in the Dual Assignment Share Article (27.7), and are subject to the approval of their evaluating supervisor. 27.7.a. Unless part of an approved job description in which the separate application shall not be required, a proposal for dual assignment share must be submitted to the Assistant Superintendent of Human Resources by two (2) months prior to the end of the unit member’s contracted work year based on the following criteria: 27.7.a.1.

The employee shall secure their own dual assignment share partner, unless otherwise stated as part of the hiring process for an approved job description.

27.7.a.2.

Minimum employment for this program shall be equal to the regular number of workdays for a classroom teacher; additional work days not to exceed 10 in number, in which the unit member is paid at their per diem rate, may be added by the evaluating supervisor of a dual assignment share.

27.7.a.3.

The employee must have permanent status in the District, and completed a minimum of 3 years FSUSD certificated classroom experience.

27.7.a.4.

Each employee will receive a full salary which is to be paid on their current pay cycle.

27.7.a.5.

The District will pay the regular amount equal to the cost of fringe benefits for each member of a dual assignment share.

27.7.a.6.

The employee and the District’s contribution to the State Teachers’ Retirement System (STRS) will be that normally paid for each member. The employees will receive full credit toward years of service in STRS. 95

27.7.a.7.

Sick leave benefits are accrued at the normal full-time rate. Workers’ compensation premiums will be paid on the employee’s actual salary.

27.7.b. Dual assignment share partners shall plan jointly for both their non-classroom and their classroom responsibilities on a regular basis. This may occur on days when both members of a dual assignment share simultaneously at their assigned school site. 27.7.c. Each member of a dual assignment share must teach in the classroom a minimum of ½ of the school days in any given school month. If the month contains an odd number of school days both members shall round up for their classroom teaching days. 27.7.d. At the direction of the evaluating supervisor, both dual assignment share partners may work simultaneously in the classroom up to the first 20 school days of the start of a given semester or trimester as is relevant to the assigned school site. If the evaluating supervisor gives this direction, the members of the dual assignment share shall not be held responsible for their non-classroom responsibilities. 27.7.e. Both members of the dual assignment share team are required to take an active part in school meetings and parent conferences during any marking period in which they have been in the classroom teaching. However, if the non-classroom duties of a member require them to miss staff, department, or grade level meetings they shall be excused provided that their partner attends the meetings they miss. 27.7.f. Each dual assignment share partner shall be required to do only half of the adjunct and yard duty as that of a single full time teacher and shall not be compelled to do adjunct or yard duty on days/times when they are off campus to attend to their non-classroom related duties. 27.7.g. Each member of a dual assignment share must develop procedures to ensure clear lines of communication to all parents.

Article 28 - Hourly Rate Adult Education Please see appendix GG for current MOU. 28.1

Recognition 28.1.a. The District recognizes the Association as the exclusive representative of the Fairfield-Suisun Adult School unit members employed and paid as regular contract members and those paid by the hour. 96

28.1.b. Adult Education Unit Members will be classified as hourly based employees. 28.1.c. Unit members will be classified as probationary or permanent status as referred to in Article 10. Notification of status will be sent to each unit member annually on September 1. 28.1.d. As the one contracted adult school position becomes available through resignation, voluntary transfer and/or retirement, this position will be filled by one or more hourly adult unit member(s). 28.2

Non-Related Articles 28.2.a. For the purposes of this agreement, the following articles/sections will not apply to Adult Education unit members. Article 14 – Peer Assistance and Review, Article 15 – Support Provider, Article 16 – Teacher Support Service, Article 24 - Reduced Teacher Service Option, Article 25 - Early Retirement, Article 26 - Part-Time Contracts, Article 27 - Job-Sharing, Appendix P - Mentor Teacher Program, Article 29 – Child Development/Preschool, and Article 31 – Summer School/Intersession 28.2.b. For the purposes of Article 18 – Assignment and Transfer, the Fairfield-Suisun Adult School shall be considered a single site. 28.2.c. Class size minimums and maximums shall be established by the principal.

28.3

Evaluation. Unit members covered by this article shall be evaluated at least once every two (2) years in accordance with provisions in Article 10 (except for the provisions excluded, as listed above). Complaints against unit members covered by this article shall be processed as provided in Article 12.3 of this agreement.

28.4

The administrative staff of the Adult School may create, offer, shorten, extend, cancel, combine, close, or terminate any class taught or to be taught by unit members covered by this article provided that each unit member shall be paid for each hour worked. Starting and ending dates for all classes and programs shall be established by the administration. In the event that the administration decides to extend a class beyond the scheduled term of classes for the school year, the District will notify the Association at least two (2) months in advance and meet to discuss any issues or concerns relating to the extension of the class. The class size minimum enrollment for the class to move forward will be listed in the course catalog.

If there is a cancellation of a class prior to the start of the term the site administration will work with the instructor to obtain needed enrollment before canceling the class. 28.5

Unit members covered by this article shall be paid in accordance with Appendix D. They shall receive mileage reimbursement in performance of their duties under the current allowable IRS rate.

28.6

Unit members who have rendered six hundred (600) hours of paid service in the Adult School program are entitled, unless dismissed for cause, to teach the same course in succeeding terms if it is offered; this right is terminated by resignation, refusal to teach the course when it is offered, or an interruption of eighteen (18) calendar months from the end of one (1) term during which the course is taught and the beginning of the next. For the purposes of this section, a term is a quarter, trimester, or semester as is appropriate for each course.

28.7

Adult school unit members shall not be required to work on legal holidays.

28.8

Other Articles 28.8.a. The provisions of Article 9 - Grievance Procedure shall apply to unit members covered by this article, but the work “day” shall be defined to include each day that the Adult School Program is open for business. Temporary, part-time unit members shall not have the right to grieve any release from service in the Adult School program. 28.8.b. Vacancies in Adult School hourly positions shall be filled by the District as they occur in accordance with Article 18.2. Unit members who wish to be considered for such vacancies, permanent and part-time who wish to work additional hours, may notify the Human Resources Department at any time and they shall be considered when positions are to be filled. 28.8.c. Unit members covered by this article may apply for regular positions in the District and shall be considered “inside” candidates for interview purposes. If employed on contract in the K-12 Program, a unit member covered by this article shall be placed on the salary schedule with service credit of one (1) year for each one thousand fifty (1050) hours of paid service as a unit member in the Fairfield-Suisun Adult School, but hourly service after employment under contract shall not be counted. 28.8.d. For purposes of STRS reporting, Adult Education unit members who are members of STRS and who work at least 1,050 hours in one year shall receive 1.0 years of service credit and such credit shall be reported to STRS. Unit members working less than 1,050 hours in one year shall receive a proportional amount of STRS credit. Hours worked in excess 98

of 1,050 in a year shall be reported to STRS as part of the Defined Benefit Supplement Program. 28.8.e. Unit members shall earn one (1) hour of sick leave for each eighteen (18) hours of paid service. Extended illness leave, childbirth leave, and industrial accident leave shall be credited as provided by law. 28.8.f. Unit members called as jurors or subpoenaed as witnesses shall have paid leave for such service only to the extent that the service occurs during teaching time. Reasonable travel time shall be counted as part of the service. 28.8.g. Adult School hourly unit members who are employed for three (3) or more periods taught daily in the daytime program or a 16 hour teaching load per week shall receive a minimum of one (1) hour of preparation time per week. Hours worked will be established by the hours anticipated to be taught as identified in the first term teaching load. Such unit members shall select, by September 30 each year, one of the following options in addition to the one initial hour of preparation time provided in this section. 28.8.g.1.

Option One – Preparation Time: Adult School hourly unit members covered by this section may elect to receive an additional one (1) hour of preparation time per week, or

28.8.g.2.

Option Two – Benefits: In lieu of the additional preparation time identified in section 28.8.g.1, above, Adult School unit members may opt to select a fringe benefit package, which shall consist of the following three components: 28.8.g.2.a.

Medical Coverage: Contributions shall be based on the amount identified in Article 22, section 22.6.a and will be allocated as indicated in the table below. Part-time unit members working less than 15 hours per week are not eligible for CalPERS medical benefits. Hours worked will be established by the hours anticipated to be taught as identified in the first term teaching load in September of each year.

Hours Per Week

District Contribution

Unit Member Payment

At least 15

50%

At least 24

65%

35%

At least 30

100%

28.8.g.2.b.

Dental Coverage: section 22.6.c.

As provided in Article 22,

28.8.g.2.c.

Life Insurance: section 22.6.d.

As provided in Article 22,

28.8.g.2.d.

Vision Insurance: section 22.6.e.

As provided in Article 22,

28.8.g.2.e.

Complaints against unit members covered by this article shall be processed as provided in Article 12 of this agreement.

28.8.g.2.f.

Night Adult School hourly unit members teaching a course who do not receive prep shall receive thirty (30) minutes (fifteen (15) minutes before and fifteen (15) mins after the workday) of paid time to include setup, closing, and office hours per workday. All other employees shall have 5 minutes of paid time immediately before and after the workday to open and close classes when teaching students.

Article 29 - Child Development/Preschool 29.1

Non-Related Articles For the purposes of this agreement, Article 19 - Workday, Article 20– Work Year, Article 22 - Salary and Fringe Benefits, Article 24 - Reduced Teacher Service Option, Article 25 - Early Retirement, Article 26 - Part-Time Contracts, Article 27 Job Sharing, Appendix P - Mentor Teacher Program, and Article 28 - Hourly Rate Adult Education. 100

29.2

Notice of Layoff If the District adopts a major change in Child Development/Preschool programs and then later decides to eliminate part or all of such programs, the District shall give reasonable prior notice to the Association so that the District and the Association can explore possible solutions to the effects of elimination as they apply to the terms and conditions of this agreement.

29.3

Workday 29.3.a. Onsite workday for Child Development/Preschool teachers shall be seven hours and fifteen minutes (7.25) to comply with prevailing teacher/child ratio regulations set forth by the State Department of Education Title 5 and the Department of Social Services Child Care Licensing documents.Unit members hired at less than 1.0 FTE shall be prorated accordingly. 29.3.b. Schedules will be created so that permit teachers receive an uninterrupted 30 minute duty free lunch. 29.3.c. Staff meetings for the Child Development and State Preschool teachers will be scheduled during the normal workday whenever possible. Meetings that extend beyond or start outside the duty day will be compensated at the unit member’s per diem rate of pay for each hour or fraction thereof.

29.4

Work Year Permit Teachers will work according to the prevailing contract with the State Department of Education, Child Development Division. These contracts will be adjusted to meet State of California guidelines for the state preschool program. Currently the state requires a 175 day and a 195 day state preschool program. Permit teachers work either 184 days or 204 days. The two Permit Teacher Salary Schedules reflect either a 184 day work year or a 204 day work year. State Preschool members working 7.25 hours for 184 days shall be considered 1.0 FTE. If the State Preschool guidelines change regarding workdays, prior to the district implementing an increased number of days, F-SUTA and the District will bargain any proposed salary schedule.

101

29.5

Class Size Class size for General Child Care and State Preschool programs will be in accordance with State Department of Education Title 5 and Department of Social Services, Child Care Licensing Department.

29.6

Salary and Fringe Benefits 29.6.a. Salary and Wages Unit members covered by this article shall be paid on a salary schedule subject to annual negotiations (See Permit Teachers Salary Schedule Appendix C). Initial placement on the Salary Schedule: (Beginning 11/1/2022 and moving forward) Requirements for placement on the salary schedule at the time of employment are: Column 01: Valid Teaching Permit with 60 Semester Units Column 02: Valid Teaching Permit with 90 Semester Units Column 03: Valid Teaching Permit with 120 Semester Units / BA / BS *All current permit teachers will have a unit evaluation and if needed be adjusted beginning Nov. 1 2022. * Unit members transferring into the district may receive up to 5 years of service credits. 29.6.b. Fringe Benefits Fringe benefits will be paid to unit members who work at least 50% of a Full Time Equivalent position. (See Article 22.6, a through e - Fringe Benefits.)

29.7

Leaves (See Article 23 - Leaves) Sick Leave Full-time Child Development Centers and State Preschool members shall receive one (1) day of sick leave per month. Part-time employees will be prorated.

29.8

State Calendar - The Calendar Committee shall include the State Preschool Calendar.

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Article 30 - Restructuring 30.1

Statement of Intent The District and the Association agree that it is in the best interest of the Fairfield-Suisun Unified School District to cooperatively engage in exploration of current educational reform proposals being discussed by educators nationally and, further, to explore the various reform proposals which the creativity of District staff may generate.

30.2

Restructuring/Educational Reform Plans Such a venture may call for a variety of changing roles and responsibilities within the schools, including but not necessarily limited to: 30.2.a. Involving school staff members in decision-making at sites. 30.2.b. Devising new systems of school site accountability. 30.2.c. Organizing and staffing schools in new ways. 30.2.d. Altering schedules and learning activities to accommodate different levels of student learning. 30.2.e. Involving school staff members in budget development.

30.3

District and Association Agreement Recognizing that restructuring/educational reform activity may require collective bargaining flexibility on a continuing basis, the District and the Association adopt the following guidelines to assist in the implementation of the joint commitment. 30.3.a. The District and the Association recognize the need for flexibility in any restructuring effort and will, where appropriate, consider waiving or modifying any contract provisions. 30.3.b. A Restructuring Committee shall be formed and operated jointly by the District and the Association. 30.3.c. Sites which develop restructuring/educational reform proposals which may involve waivers to the collective bargaining agreement shall submit a written request for waiver to the Restructuring Committee. The request shall include the following: 30.3.c.1.

A statement of the reform/restructuring proposals or a copy of the plan, including the rationale for the change.

30.3.c.2.

Verification by the Principal that: 103

30.3.c.3.

30.3.c.2.a.

They recommend the plan, the contract waivers being sought, and the time period for which those waivers are sought.

30.3.c.2.b.

The school site council/community has reviewed and approved the reform proposals and the contract waivers sought.

30.3.c.2.c.

Similar to all bell schedules, restructured schedules will follow the complete bell schedule approval process to assure instructional minutes adherence and that the departmental needs are met.

30.3.c.2.d.

There is no transportation.

added

expense

for

bus

Verification by F-SUTA Representative that: 30.3.c.3.a.

More than sixty-five percent (65%) of the F-SUTA members who are affected by the proposed restructuring plan have approved the reform proposals and contract waivers through secret ballot. Those voting will not include: unit members assigned to the affected school for less than 50% of a contract, unit members in temporary positions, unit members being released from their contracts, substitute teachers, retiring teachers, non-members, those who have resigned, and members of other bargaining units. The District shall provide to the site representative the contact information for individuals on extended leave from that site who meet the voting criteria. The site representative shall attempt to contact these individuals on extended leave who meet the voting criteria. These individuals who either waive their right to vote or do not respond will not be counted in the calculation of the percentage necessary for approval.

30.3.c.3.b.

There will be an annual evaluation of the effectiveness of the program. 104

30.3.d. Superintendent or designee and F-SUTA President or designee shall review the plan and requested waivers. If it concludes more or different waivers are needed, it shall refer the matter back to the Principal to complete and verify the steps. 30.3.e. All agreements to modify, amend, or otherwise change contract provisions will be by mutual written agreement of the bargaining parties. Each party will determine its own procedures for ratifying any written agreement which modifies existing contract provisions.

Article 31 - Summer School/Intersession 31.1

Unit members shall be given preference for summer school/intersession positions.

31.2

The District will pay summer school and intersession teachers as per Appendix A.

31.3

The hourly rate increases shall be subject to the same across the board increases.

Article 32 - Calendar Committee 32.1

The District and the Association shall form a Calendar Committee by September 30 of each school year, and the Committee shall meet beginning no later than October 15. F-SUTA may appoint up to four (4) bargaining unit members to serve on the Committee and the District may appoint up to four (4) administrators to serve on the Committee. The Association and the District shall each appoint a representative from the Committee members to jointly chair the Calendar Committee. Community members and/or classified employees may be invited by the District and/or the Association to provide input to the committee.

32.2

The Committee shall: 32.2.a. Meet on a regular basis as established by the Committee. 32.2.b. Work to reach agreement on calendars. 32.2.c. Work to establish a consistent start date for the traditional calendar. 32.2.d. Meet and work to reach agreement on any new calendars needed during any school year.

32.3

If a tentative agreement has been reached by the calendar committee, the following shall occur in order: 105

32.3.a. Proposed calendars shall be sent to the school sites via F-SUTA representatives and simultaneously shall be sent to the Superintendent and their Cabinet. Teacher and Administrator input then will be sent back to the Committee. 32.3.b. The Committee will meet, review, and consider comments from unit members and administrators and make changes as appropriate. 32.3.c. Submit the proposed calendar to the District Governing Board sufficiently in advance of the last regularly scheduled meeting in February for review and action. 32.4

The goal of the Calendar Committee shall be to develop calendars for the upcoming two (2) school years. If agreement is reached on a two (2) year calendar, then the Committee shall not meet the following year. However, prior to the beginning of the school year, if any significant and unforeseen issues arise, the Calendar Committee shall meet to review the issues and determine if there is a need to modify any previously adopted school calendar.

32.5

Identified Non-Paid Contractual Holidays Independence Day Labor Day Veterans’ Day Day before Thanksgiving Thanksgiving Day Day following Thanksgiving Day before Christmas Christmas Day Day after Christmas Day before New Year’s Day New Year’s Day Martin Luther King Day Lincoln’s Day President’s Day Memorial Day Juneteenth

Article 33 - Professional Working Environment 33.1

Materials and Supplies. School site teaching staff and site administrators shall work cooperatively together to maintain supplies, materials and equipment (such as TV-VCR, computer, overhead projector, etc.) at professionally adequate and customary levels to support the instructional program. 106

33.2

Classroom Environment. School site teaching staff and site administrators shall work cooperatively together to maintain the classroom environment in a manner conducive to education and instruction of pupils. The classroom environment includes lighting, heat, ventilation, air conditioning, communications systems, scheduling of cleaning, bulletin boards, storage units, instructional displays, desks, chairs and other classroom furniture.

33.3

Common Facilities. Common facilities, including parking facilities, restrooms, restroom supplies, drinking water, common work areas, supplies for common work areas, shall be provided and maintained at appropriate levels. Reasonable efforts will be made to provide private areas where staff can take breaks. School site teaching staff and site administrators will work cooperatively together regarding the treatment and upkeep of such common facilities.

33.4

Equipment and Furniture Repair and Replacement. Damaged or broken materials, equipment, furniture, shall be repaired or replaced in a timely manner. Replacement or “loaner” equipment may be appropriate when repairs take an extended period of time.

33.5

Budgetary Considerations. Implementation of the provisions of this article shall be made only within available site and District budgetary and financial parameters, as determined by the site administrator at their discretion.

33.6

Opening Of New Schools. The District will ensure that the provisions of this Article shall be fully met and complied with in the opening of any new school.

Article 34 - Consulting Teachers 34.1

The District and the Association agree that it is in the best interest of the Fairfield-Suisun Unified School District to provide support, modeling, and coaching to eligible Beginning Teacher Support Assessment (BTSA) Induction and Peer Assistance Review (PAR) teachers. Consulting Teachers assist eligible teachers in completion of state mandated requirements to obtain a Professional Clear Credential.

34.2

Consulting Teachers shall provide service in five (5) year terms with intent to provide service in staggered fashion as described in the template identified as Appendix I.

34.3

The Human Resources Department shall maintain records regarding the terms of Consulting Teachers and shall notify the PAR Committee of pending vacancies due to the expiration of terms. Additionally, the Human Resources Department shall notify the PAR Committee if a vacancy occurs between terms.

107

34.4

Unit members who function as Consulting Teachers under the provisions of this document shall not be considered as management or supervisory employees, and shall not be eligible for management or supervisory positions for a period of one year following the end of their terms as Consulting Teachers.

34.5

Consulting Teachers shall be evaluated based on the assigned responsibilities contained in the approved job description and the achievement of individual goals. The evaluation form (Consulting Teacher Professional Development Report) is attached as Appendix I to this Agreement. The evaluation form will be placed in the personnel file of each Consulting Teacher by April 15 of each year. All provisions of the current F-SUTA Contract relating to due process protection, personnel files, and grievance procedures related to the evaluation procedure shall be applicable to Consulting Teachers. The District and the Association agree to review this evaluation process and to work collaboratively to make any changes that are necessary.

34.6

At the end of the time period specified in the Improvement Plan, the Consulting Teacher shall complete a written report describing the teacher’s participation in the Program. This report shall consist of: (1) a description of the assistance provided by the Consulting Teacher; and (2) a description of the Referred Participating Teachers participation in the implementation of the Improvement Plan. This report shall be given to the Referred Participating Teacher and submitted to the PAR Joint Committee. The Referred Participating Teacher may also prepare written comments for the review of the PAR Joint Committee which shall be considered concurrently with the Consulting Teacher’s report.

34.7

Consulting Teachers may find that there is additional expertise beyond their scope of experience and training that should be provided to the Referred or Voluntary Participating Teacher. In this case, with approval from the PAR Joint Committee, the Consulting Teacher will develop a plan to utilize the expertise of the unit member(s) to assist the Participating Teacher. The Plan will, at a minimum, include the subject area expertise needed, person(s) recommended to provide expertise, and the length of time required for assistance. The unit member providing the expertise shall be provided release time or paid at a per diem rate of pay for their services outside of their workday/work year.

34.8

Shall provide those services specified for participants in the BTSA Program who are on their caseload.

34.9

Shall provide assistance to teachers on their caseloads in the following areas: reviewing curriculum, strategies for effective classroom management techniques, record keeping, planning for instruction, and instructional strategies.

108

34.10 During their first year, a Consulting Teacher may exercise a right of return to their previous position by informing the district by May 1st of their intention to return to their previous position in the subsequent year. If their prior position has been eliminated, the unit member shall be assigned per Article 18 - Assignment and Transfer. In subsequent years, when a Consulting Teacher returns to the classroom, they will be assigned per Article 18 – Assignment and Transfer (18.3.b). 34.11 Unit Members who have previously served as a Consulting Teacher may apply to the position using an abridged process. This process shall consist of a single page application form and a single observation. 34.12 The parties have agreed that the job descriptions and the terms of service of Consulting Teachers are included and described in the Memorandum of Understanding dated May 22, 2014, as Appendix Q. All other provisions herein, including Appendices and Memoranda regarding Consulting teachers, not in conflict with the Memorandum dated May 22, 2014, remain and are in force. 34.13 The caseload for a fully released Consulting Teacher shall be established by the District and the PAR Joint Committee. The following factors shall be considered: the number of new teachers, the number of referred teachers, the guidelines of the BTSA Program and other relevant data. No full time Consulting Teacher will provide support to more than two (2) Referred Participating Teachers. The total caseload shall not exceed fifteen (15), including PAR and BTSA participants.

Article 35 - Specialty Schools/Programs The District and Association recognize that F-SUSD has several specialty schools and programs that may require additional contractual consideration. Collectively, we have identified these items to support the employees and district who work at these school programs. We recognize that several of these schools have used the restructuring process, but other considerations may be necessary. 35.1. Public Safety Academy: Public Safety Academy (PSA), as a school of choice, is designed as a rigorous, project-based experiential program for students interested in law enforcement, firefighting and other public safety fields. The PSA includes grades 5-12 and follows high school instructional minutes. The items below apply only to the Public Safety Academy: Effective July 1, 2018, the parties agree to the following for the Public Safety Academy: 109

35.1.a. Unit members are expected to participate in up to ten (10) hours of training related to the PSA (fire-fighting, law enforcement, other public safety fields, project-based learning, etc.). Professional development will be paid at curriculum rate or it may be used for professional development as outlined in Article 20.2 – Professional Development. 35.1.a.1.

All employees shall be given the opportunity to attend the refresher at the beginning of each school year for up to two (2) additional hours.

35.1.a.2.

New employees are encouraged to attend and observe the “new student boot camp” and to participate in any additional training around rituals and routines for this specialized program for up to eight (8) additional hours.

35.1.b. The staff shall be required to wear an F-SUSD provided uniform shirt. F-SUSD shall provide five (5) shirts at the beginning of the teacher’s first year of service. The district shall provide up to two (2) additional uniform shirts per subsequent year, as needed, and will accommodate name changes at no cost to the employees. The staff uniform will include slacks, type and color to be determined by the staff. The P.E. staff uniform shall include the uniform shirt and appropriate attire for their assignment. 35.2. Early College High School: The Fairfield-Suisun Early College High School Program (F-SECHSP) is an educational partnership between Fairfield-Suisun Unified School District (F-SUSD) and Solano Community College (SCC). The Early College High School Program is designed to prepare students for college success by providing rigorous academic course work and concurrent enrollment in college classes. 35.2.a. Unit members assigned to F-SECHSP shall have the right to return to a full teaching line at Rodriguez High School (RHS), if there is a vacancy in their credentialed area or shall be a voluntarily displaced unit member as outlined in Article 18.4 – Procedures for Involuntary Transfers. 35.2.b. The unit members have an opportunity to participate in up to fifteen (15) hours of professional development, collaborative planning, and student orientation outside of the teachers’ work year. Unit members shall be compensated in accordance with contract language for professional development and collaboration. Unit members shall be compensated at the per diem rate for student orientation.

110

35.2.c. Unit members participating in the F-SECHSP may, in consultation with their administrator, be required to attend the monthly staff meeting held on the RHS campus or at the Solano College Campus. 35.2.d. When unit members are required to travel between sites, they shall be reimbursed for mileage at the current allowable IRS rate.

35.3

Sem Yeto Continuation Schools Sem Yeto Continuation Schools work to explore ways to collaboratively improve students' success through credit recovery and access to college and career programs. 35.3.a. After a grace period of ten (10) days from the first day of school, it is the intent of the parties to not have any individual class size be over 32 students, with an average class size of 30 per period. 35.3.b. While Sem Yeto is in the quarter system, the following will apply. Sem Yeto shall have minimum days on all four quarter progress reports days and the last day of each quarter. They shall still receive the full work day with no students in the high school calendar at the end of semester 1(quarter 2) and semester 2 (quarter 4). 35.3.c. The District reserves the right to move Sem Yeto to a different academic calendar. administration, counselor and teachers shall meet to discuss student success, growth, and collaborate on developing options for students to meet their needs. The intent of these meetings will be to discuss available options for student growth and credit recovery, to identify additional resources to support each student, and to identify additional options for students who are not finding success with the program. 35.3.d. When unit members are required to travel between sites, they shall be reimbursed for mileage at the current allowable IRS rate.

35.4

Dual Immersion

According to the California Department of Education, Dual-Language Immersion (Two Way Immersion) is language learning and academic instruction for native speakers of English and native speakers of another language. The goals of dual-immersion programs are language proficiency and academic achievement in students' first and second languages, and cross-cultural understanding.

111

35.4.a. The District shall provide grade level appropriate curriculum available in both languages in English Language Arts and Math, and in other core subject areas where available. 35.4.b. Every effort shall be made to keep from creating combination classes in the Dual Immersion program. In the event a combination class becomes necessary, Article 21 will be followed. 35.4.c. The District shall provide access to translation services for the dual immersion program to support curriculum, parent engagement, and parent involvement.

Article 36 - Special Education 36.1

For purposes of Article 36, “Caseload” refers to the number of students with Individualized Education Plans (IEP’S) for whom the special education teacher is assigned.

36.2

Special Education caseloads shall be as follows:

Program

Caseload Maximum Caseload in accordance with 36.3

Structured Class for Intensive Learning (SCIL) (Preschool)

Relationships Independence, Social Skills Education (RISE) Preschool

Functional Academics (FA) (K-5)

Functional Academics (FA) (6-12)

112

Transitional Academic Program (TAP) (K-8)

Resource Specialist

32**

Vocational (VOC) (9-12)

Program for Effective Relations in Learning (PERL) (6-12)

Non-College Prep (NCP) (9-12)

Dynamic Education Linked to Achievement (DELTA) (K-6)

Dynamic Education Linked to Achievement (DELTA) (7-12+)

CARE

Speech-Language Pathology (TK-12)

Speech-Language Pathology (Designated Preschool Programs)

Speech-Language Pathology (Combined Preschool & Elementary/ Secondary)

113

Adaptive Physical Education

55*

Orientation and Mobility

55*

*Caseload Average for District **In accordance with 36.6 of contract language 36.3

Individual caseload shall not exceed the above maximum in 36.2 for more than twenty (20) days in any school year.

36.4

Caseload limits shall only be exceeded by two (2) at the preschool, TK-5, and three (3) at the 6-12 program levels. Unit members receiving the additional students in this section shall receive an overage.

36.5

Caseload size overage will be paid at $20.00 per student, per day. See MOU Appendix NN. The parties agree this language applies to Resource Specialist Program only and therefore has been added to Article 36.6.

36.6

Resource Specialist Program: Per Education Code - 28 students. Upon approval by both the RSP teacher and the District, the RSP caseload may be increased to a maximum of 32 students with application of the state-approved waiver process. Resource Specialist Program caseload includes responsibility for completion of mandated annual and three-year review IEPs. At sites with more than 1 FTE RSP teacher, “caseload” may be split with agreement by the staff members involved and the program supervisor, so a staff member has an IEP assessment and paperwork caseload greater than 28, concurrent with reduced instructional contact. However, at no time may the combined “caseloads” at the site be greater than 28 students per FTE RSP teacher without application for a state-approved waiver.

36.7

36.6.a.

Effective July 1, 2015, class size overage will be tracked at $20.00 per student, per day. See Appendix NN for guidance on paying overages.

36.6.b.

Caseload size overage will be paid at $20.00 per student, per day.

Speech and Language Therapists / Pathologists The Association and the District agree that it is the purpose and the intention to fill all open Speech and Language Therapist positions with qualified full-time and/or part-time unit members. 114

Caseload 36.7.a. The District and the Association agree to a maximum caseload for Speech and Language Therapists. After a grace period of twenty (20) days of student attendance, from the beginning of the school year or the beginning of each semester 36.7.b. Speech and Language Therapist unit members whose caseload exceeds the maximum caseload shall be paid at the same rate already established for the other unit members who exceed caseload limits ($20.00 per student, per day). 36.7.c. Due to the current crisis in finding credentialed speech therapists, the Association and the District recognize that there may be a need to temporarily employ ancillary Speech and Language Therapists from other agencies until the requisite number of full-time Speech Therapist unit members can be employed. The District and the Association shall meet at least annually to determine the needs for such ancillary Speech and Language Therapists. 36.7.d. The District shall first assign Speech and Language Therapists to no more than two (2) sites. If this assignment configuration proves inoperable, the next step shall be assigning ancillary Speech Therapists to alleviate the problem. If, after this adjustment, it is still not possible to assign Speech Therapists to no more than two (2) sites, their assignments to the increased sites shall be done in a fashion to create the least impact on the Speech Therapist’s caseload. 36.7.e. Speech and Language Therapists assigned to multiple sites shall not be placed on the school site’s yard duty schedule due to IEP meetings, travel time, and the flexibility needed to schedule services for students. 36.8

Caseload Equalization For the purpose of equalizing teaching loads, the following shall be implemented within twenty (20) teaching days at the beginning of each school year, or at the beginning of each semester as follows: 36.8.a. Resource specialist program students in the elementary TK-8 grade shall be divided equally at the beginning of the year among classes at any given grade level plus or minus one (1) student. Students receiving resource specialist services may be grouped in general education classes with annually renewed mutual agreement between affected general education teachers and the Special Education teacher with input 115

from the prior school year’s teacher, as appropriate, with subsequent approval of the site administrator. 36.8.b. Resource specialist program students in the secondary 6-12 grade shall be divided equally among classes in any given subject area plus or minus one (1) student within the constraints of scheduling. 36.8.c. Resource specialist program students in secondary grades 6-12 that have co-teach Specialized Academic Instruction (SAI) services in their IEP shall be divided equally among the co-teach sections plus or minus one (1) within the constraints of scheduling. Resource specialist program students that have co-teach SAI services in their IEP shall not exceed 30% of the total class enrollment for any co-teach section. The 30% cap only applies to resource specialist program students in a co-teach section that have that co-teach section’s content specific co-teach SAI service in their IEP. 36.9

Special Education Certificated Staff The form included as Appendix R will be utilized to describe the conditions under which a special education certificated staff member, by mutual consent between the staff member and the Special Education administration, will work beyond their contractual day to assist a colleague with IEP-related activities.

Article 37 - Savings and Statutory Changes 37.1

If any provisions of this agreement are held to be contrary to law or rule or regulation having force of law by a court of competent jurisdiction, such provision shall not be deemed valid and subsisting except to the extent permitted by law, but all other provisions shall continue in full force and effect.

37.2

In the event that a provision is declared invalid, the parties to this contract shall begin negotiating within thirty (30) calendar days upon receipt of a written request.

37.3

If changes in state or federal law (amendment, addition, or deletion) affect the provisions of this contract, the parties shall begin negotiating within thirty (30) working days upon receipt of a written request.

Pam Williamson

Ken Whittemore

F-SUTA President

Assistant Superintendent, Human Resources

116

APPENDIX A - Regular Teacher K-12 Salary Schedule Fa"rfield-S11is:u111 Ulllified School District F-SUITAli eacher.s Salary Schedu Effeotive: July 1, 21123

COIUr!ll102

COIUmll00

COIUmll()(

COIUr!ll1 05

E!At45

!!AHO ct"MA.¼2IJ

IBA¼ 5 ct"MA.¼35

AnnualSalaly • 'li ,6,4.122

,o,mua1Salary - ,

s I

BA.tJO

arMA

p Anooal Salary • $

AnnualSalal}I • 'li

Ann1181 saJa,y• 'li

63,352

63.,3.."'5

63,;35,l

,1,6,426

63,356

•63.762 ,1,6JJ!!,9

,1,6,,4:llij

63.J.53 63.3515 63,.-44:2

,6,8.737

71.38:2

63,;363 65,411

68,J'l<i 70.,6913

71.040

ti-5.750 68,1167

73•.349

73"687 75.995

67.7'2:2

75.oE56

7B"JOJ

7'11.027

7Q.J66 7::qfj,7:2

73.014

75.,321

77.!l65

l!U612

7'11,027

74.!!65

77.~4

l!U27iJ

B2_919

7'11.027

74.!!65

79.9Ji9

B2_.5a)

11J

72.1211

77.235

E.1.24':

li4.BB4

67,537

72.121!

77.235

li4,.5.."5

67.201

1!9.li49

72.126

77.235

,1>6.as;I

72,,1211

77;235

!1'2.154 ~154

72.126

77.235

1>6,,85'9 ,1>6.as;I

74.291

79.fS:2

1!9~1i,J

74.231

1~E52

,119.46,J

119.EOli 119.EOli 119.EOli !12.192 !1'2.192

74.291

79.fS:2

1!9~1i,J

!12.192

1[!J;249

74.231

1~E52

1[!J,249

74.291

79,fS:2

,1>9.46,J 119,~li,J

!1'2.192

!1'2_192

1IJJ;256

:.,J

7\6,,52D

81.~

!12.147

94.301

10'.-3,2.56

76,,520

1>1.~

!lQ,,147

94•.301

105,354

7\6,,5211

81.~

!lQ,,147

94.301

105,354

76,,520

1>1.~

!12.147

94•.J01

100,544

7\6,,52D

81.~

!12.147

94.301

100,544

64,122

94"49/l !17•.3:<9 !17.3:<9

Al 2 years ar rrore ,atrer ce Will FSUSD. ,em,jll~s II reoel'le a 1% roogevny· cremau ar their i>are ~. L.ooge"11y ~ ,,1111 lie di ~M) I enls; N1Wetm2l'pilpofland ~'fPi3)TllH. ml .. Eli'ptlP-EIS'll'iT/la•SfflSme!i'D"..r~a!rf\' 1m1121n2; ( 1) ra;;mt.ng 20 arl'llM!• ~ €lf=,'lr.e ll ,FSVSD Iii J!?,""1!,Vt? ~e,•r 1" ~~•equal lliOO!tii)fpay.me.nfli rI~. n<nmme.\".anooar ~~Mfoo~

20 21 22

23 24

C<l1Umn02

C!llumn1J1 7;;,,5201 765.21J

81,,936

7;;,5201 7;;,5211 7;;,5211

81,931; 81,931; 81,931;

76,5201

765.2JJ 765.2)J 765.20 765:21)

81,931;

catum.'1 IJJ !!'21.47

819--38 a19_.38

92,,147

819.-38 819.38

92,,147

819.38

92.147

C<IIUIMGIil 9/l,c-J1

9/l,;:,)1

943_01

COLll'l!l 05 1(13.256 1,002.51ii

943_11,1 11i16,,J54 1,'063..54 106,.354 1,116~ 1,11195..44 109.544

92,,147

!!'21.47 !!'21.47 921.47

9/l,c-]1 9/l,c-]1

943..01 943..01

92,,147

921.47

9/l,c-]1

943..01

1051,,544

1,'1195.44

Degree Award: $1 ,E47 Doctor-aAwarn: S2,2;KJ ~2) Ma&IE-J's P) Err.er 'IQ leadle!S "'411be ·!Jill1le!I ae:in &.ex:Jenenoe u;i to stetD 1 cat1.111 05. seme61erum11;nKJstlie taken .-ier degree h36 been 1 awamedto ctu'll tawarClsalarypl~Ern. j4) Erll]li:.v.,ee& JMIIt,e ac ..ance:! c,,£>~'Ep 1N l:n )11:'al'Clf5e!V1ce 1 tl1ro.ig 24. 1,5) For tne J:O!p06l' ar detemi;il'IQ 6Jlar)' r Depaltrnern ctlalrpe,!5005, Exlerde<I Da)' Acltt.t)', and arT)'Cl1tter Salaiy Sdle<lles, Ille sa.aiy mall be ~J.3-52 !,6) ~1111::u 'Tl Rate (ElClraHoon; - Na Stix,;;,rt Crnlact) eu Ral!HReter 1a Artlcll' 1,J.b.2 19. rn..:i.3! ) I

step 4

!8)

CaLrn J lrrn!™!56IOO.ll'lle!'MrtlOO.'Satur<laySd'lao stey5 Cal.111

~ 5 COOJIT\i4

~1.27-'

™.98.llr

{9) Sl.11lmerSCl!OOI(ES ·Cl(1erliied SCl'tOdYear, stey 5 COOJIT\i4

™.'31::.llr

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!leg

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e1pE1121lce. aGerd :.ppraGerd :.ppr

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117

infielcl-Suis1rn Unified School Dimict

F-Sl.lliATeachers Salarit Schedl!lle Effective: Jla111ua:ry1, 2023

COIUrm01

COIUrnn 112

COlllm1103

eotumn04

CCMurm05

Eil\

BA ,30

B.I\H5

ElA+ 611 ,arlJlA+211

Eill+ 75 ,arMA+J5

•

1Cf'~

llnlual sa;i..,.. - $ 1 2 J 4

,61.211 61.214 ,61.,220 63.1 !!9

a 9

711,,8511 13,IJ,7

70,545 72.774 74,999 77.2'J4 79~E,2 111,696 83,921 83,921 83,.921 116.,4J8 116AJ,8 116.438 116.,4J8 116,438 1!9.,IJJ1 1!9.,1JJ1 1!9,IJJ1 119.IJJ1 1!9,IJJ1

7□.214

67.658 ,67.658 67.658 ,f,9.,61l,9 f,9.61>9 ,f,9.,61l9 f,9.61>9 ,f9.,61i9 71,779 71.779 71.779 71.779 71.779

61,:354 64,liID 66,41.2 611.636

,E,8..Jll,S

6!5J''flii 67,!l<iti

,f.5~

6 7

Annual s-rv-$

Am11181""""""'-S .Mllllll sailll't - $ ,61.214 61;211 61;214 61,625 63,,853 61.297 63,W 66)J64

,61.21 □

72,.4&1 72,.4&1

75,.J:!9 77,555 79.71111 82.023 84,253 86,479

AIIIIUIII Sasa,v-$

61.,954

64,180 . 66,,9511 71,195 73,,425 7a,,_655 77.SSO 811\.115 ~6 84,,577

74.E.2J 74.E.2J 86,,8111 12 89.[JJ7 74.E.2J 13 74.E.2J 86,,479 89,.□J7 86,479 91.,299 14 74.E.2J 119,1]74 g,(,.□36 76,862 15 89,lJ74 16 94, □Jc 76.862 119,1]74 76,862 17 96,,659 a9,m4 18 76.862 96,~9 89,1]74 19 99.764 76.862 13,,93,2 21l 79.167 91.113 99,764 11J2',.756 21 13.9..1.2 79.167 91.113 22 13.93,2 79.167 91.113 11J2'.756 79,167 91,113 23 11J5~D 13.9..1.2 105,11<:D 24 73.93,2 79.167 91.113 Jlil2 :fEa!1i c.mareOf9e!MceWr.!l i'SUSD. ~I rece/1/ea 1'll,IIIOQE\!11¥ cremern,orltlelrll>as!e~ill}'-Uloge'ltty~cr.manu; Ill Ille palil w.o,Eq.Jll~llllEl,l$; NWEflillEi'payroll ;DI Ma}' • ~ mre: Ell'p'oye!!S w;t!!],,a S'ffi'S merme.ri:13rearrer 12t31ll!rJ1 , [l) _,d/,'fY;/2/:J'CK--year.;Ol~~FStlSD reGe.\cetlie.1"11'~Ld!ylTI•eq• • m,,r,rlllypayl\'.B'l!l;~~•~•[!Je.l".alli'lll'.-,1 eam·~iP"--'"-100 re 11

21)

21 22 23

Colurm c,1 73'3,3:i: 73.932 739.J.2 13.932 73,932 73:l.J.l 739..J.2 73.932 73,932 739.J.l

Coilmll CQ

79.167 79,167 79.167 79.167 79.167

791.67 791.67 791.67 791.67 791.67

ColurmCG E9.,IIJ1 890.J1 119.,IJJ1 S30..J1 1i,9JJJ1 890..31 119JJ31 S30..J1 f,9,)J31 890..31

CooJmn1J4 91,11J 911.13 91,11J 911.13 91,11J 911.13 91,11J 911.13 91,11J 911.13

CctumnOE, 99,764 997.64 11J2,7M 1Jl27.S3 1 □2,756

1, □27.S3

105.~C 105,~0

1, □51ic4Jll

1, □51ic4JJ

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Slep 5

CO'Urm~

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COllrm~

S-53.12,hr

step S COIUrm4 S-53.12,tr" ,:9) SU11111er SCITool jESY-clle'ltled Scnod ear) step S COIUrm4 S-53.12,r,-

(10) Home Teadir,q

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la,,a.mllhers.ate or~ iill accre:IIIEd ~ f;lli!l!IIEr~ ,COiiege lle\lEI,e~E002 ,ar

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Board .Approvecfi 12/'li/2022

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Board • ara...d ol.-.rnon:Ol/23/:m Boern:I' ao:r..,d:OS/Bf'JS

Failiie.ld-Suisun Unified Scoool Dimitt

SalilfY IInaease

F-SUliA T,eamet:SSalalr1{Schedule

Effective: July 1. l022

COillrnl1112

co.Jmn03

SA JC

BA+-"5 ,llf"PJlA

BA+- -

EJ\+15

,[If" IW,. +-2

•llf"INI+ J5

s I e

COlumrlCJ4

cotunnos

COlwnnIn

p AnnualS"""" - $

Ann1118J sallllV - J

AnllllllilS:aa,v -J

AnllllllilS:aa,v-J

•E,Q.OOS M,,(110

6QJ!l"1IJ &l.014

W.7J9

•EOJJ14 M,,Cl2ll •61.9£{)

15 7

•64.149 ,65.,JJ:!

•66,.J..'-l •66,.J..'-l •68.,J22 ,f8.,J22

W.OB5 6Z,2B1 64,467 66Jli6J 63,637 71.009 71.009 73.11:lJ 73.11:lJ 73.11:lJ 73.11:lJ 73.11:lJ 75.35/l 75.31:4 15.35/l 15.3::4 15.354 77,615 77,615 77,615 77,615 77,615

•EQ/J14 Bl.417 •~'501 •64.7Bl3 66,.9&9 •69.16.l 71,,347 73.,52:B :rs.120 n.9Cl4

60.7J!i 62$1 67,616 69.79!1 71~ 74.,112 76,,359 76'.,5"5 80.731 82,,919 8S.1IJfi. 87,.91 87,.91 89.,509 92.194 92.194

Annl.l8lsai1 2 J

g 1D 11 12 13 14 15 16 17 16 19 2D 21 22 23 24

[1)

- I,

ti8.,J22 ,f8.,J22 ti8.,J22 i□.,J71 i□.,J71 i□.,J71 i□.,J71 7□.,J71

72Afl,3 12.41!3

72Afi3 72-41!3 72,A1!3

EO)J914

l!.l.,:275 62,.:275 e,U75 64,743 M.743 64,743 M.743 64.743 6,7.265 6,7.265 &7.265 1>7.265 67.265

84.7.94 87.J26 87,,32B 87.J26 87.,J26 87.J26 89.J26 11!1.J26 8!1.J26 a!l.,J26 8!1,J26

905II 94,£611 97.EQII 97,006 100.743 100.743 10l.16.S 103.16.S

~ce· fSUSD. ~· recel\lea 1%, loo;JE'/111/ l!lcrem.a:l'I,orlllarllaso: 5iiliif)'_ ,oog~·~cren.ami; Al 2 ,;eair; a- more ,or 11Ile p.11 oo eq.iaJ lnatlllllBltE.; N:wemll6 payroll 31d Ma\'' )TOI. Mil'!?: Ell'.pi'O~.JSwi!n.~ sms merrne.raal'i?all'e.r1 31/2012, i'iClo'fYJ20'.:lrfliilP-_-ear.;fJI ;:;M\\:;€'W/i1JFSUSD ~· l'<!t;e\'e Uiel'"1" ~111ly ai, f'Qli'iil'm:vir~ payli'l?f.l!l;~~ i?llo'll'ttlel'",oB'l• .;J ea.!D'~ (p<'~ refiJill}. COIUITTI1)1

20 21 22 Z3 24

62,.9:21 155.110 61,232 lii!l,479 71,,664 7l..852 76,/JJ5 76,:2:23 00.,~15 82.Ei:11 84.7.94 84,784

72.48:J 72.483 72.48:J 72.483 72.463

724.1!3 724.1,3

72,Ui,3 724_,1,3 724_1,3

COlimn Csl

77.,615 77.,615 77.615 77.,615 77,615

rn;...15 71,6-15 776.15 71,6.15 776.15

COIUrmCG 872..11.", 67.265 872..85, 67.265 872..11.", 67.265 1>7.265 872..85 67,265 872..85

COOJmnIJ4 69,32!5 liBJ.26 69.~ fi9J.26 6,93.26 89,3i2ii 69.~ liBJ.26 89,.3,2,ij 6,9,126

coumnIJ5 976,.03 97,E>JII 11JJ,7<!.l 1J!J7..4J 100,743 1,007_4J 1DJ,11ii5 1,D-37-65 1DJ,71ii5 1,DJ7_65

(2~ ws•ersoegree e,w;m:1· ~ 1,7E.s DMP!ii ...,..,.llt u.213 (3) Emerr,g l.e3d1er!; "'411 Ile graited credits. elalEl"ence p to Sl£tD 14.~ou,m IJ5.!Jemes:er ~ rnuet :ie tater allEr llegree hali Ileen awarded'.Dcool!! toward 6alal)' p3Cefre'Tt' (4) Empkl~ w I be aao'ana;<:1 me slEprcnaai year tf 5eMce l'ltrn 1 tll~ 24. (5) For 111,e :Jlr.l06.eal detE!lnnr,g 6Jiaryre<c,e.nar1Jrl!nt cna~. ExlEfKled!J<.3)' Ad'.',tty,a., a.,y oln!!! salary Sdle<lfes, ltl!! 6Jiary .sna1be ~J.cm ,;7) In-Leu RatE;',Rel°el" to Ar':cie 19.8.b.2& 19.6.b.J', (6~ Oµmoorum Rel; ,:Ex-.ra1-Wrs - ND~ Contad) s,ep co rm J S4f..S7ihr step 5 COIUrm4 S-52.0:lilT 00100 ,;9) ~rrrner SCl!OO{ESY-Em<'llle<ISctlOci'lfean (8) l~CW'l•lnlelVernl0!1/S31ull1n' S-52.03.fhr SEp5 courm step 5 COIUrm4 S-52.0:lilT ',10) Home Teacl1r,g siep 5 courm S-52.03ihr 1 Alny e.v,em,J!larre,e mall Ille g crem~ eacn n.I )'=ilf"•llll'Ea1;1ceI pte4Ir:6Clloolsal cal la, amittrer~ale or .anaccre:t lE!::I rai! Na,ei:pen~ce-Cfetll~ 1Je;;_t.r~·1m~ce:~. m t.iyser ce,.sr.mner6Chool,OOl~llel/el,B<p,f1ErK:e•or sdlool I g~K-12. auut WWI eipef(~ce-

Boaftj

:i.rcr~tl: a

.f.3/m

Bmlrd·•. :i.rcr~di:.,Msion:01/n/ZO

8o:ard .ApFJroved:8/25/IDU

119

Board • ora,ed: 05/B{JS Board • ,.,,,.d: O!/ ..1S

B - Speech Language Pathologist and Nurses Salary Schedule Fairfieldl-SuistmUnified Sd1ool District Speech language P'atlnologjstISL?I and NursesSalary Schedule Effective: J11ly1, 2023

Total Salary 1 2 3

$91.359 S93;1l8'5 S.1!!6,607 S@ll.237 $101,862 $104,488, $107,112 $109,738 $112,362 $114,989 $117,617 $119,483 $122,862 $12'5,41l1 $128,113

's 6 1 8 9 10

H 12

13 14 15 The schedule below is far ,oredellti!aled SLP's wlilo have not ,obtained a Master's Deoree. 1 S63.08'5 2 $64.211 S65.338 3 4 $66.41:14 S67.591 5

llk)ardl.Approved:'5/ 8/2023

120

elldl-Suisu fl Unified School District Speecli languag;ePathologist ISlPI imd N:ursesSalarySd1e:due Effec:'l!ive: Jianuary l, 1013

Year

Total Salary

1 2 3 4

$88.270 $9 □ .8□ 1 $93,:!,4 □

$95.881 $98,418 $100,9S5

s 6 7 I 9 10 11 12

$1013,49□

$106,0,27 $108,562 $111, 10□ $1113,64'□

$115,442 $118,108 $121,247 $123,181

13 14 15

11-.eschedule bellow is far ,credentealedSILP's who have not obtained .a!Master's Denree. $60,952 1

2 3 4

$62D4 □

$63,128 $64.211 $65,305

{1) DodorateAll,l;]f(j: $2,213 (2) 2022-2023 Wot1c:Year: 194 Wert Days£8Hours per day

Boanll Approved!: 12/15/2022

121

Salary ln:ct"ease.

Fairfi.e,ldl-Suisu ll Unified Sdioal Distrfot IS lf>Iand Nurses Salary Sdlerlule Speech langiJ~e P·atliolo.gjst Effective: July1, 202.l

Year

Total Salary

586,539 $89,027

$91,51 □

3 4

$94,001 $96,4B8 $93,975 6 $101,461 7 $103,948 I $108,433 9 $108,9•22 10 $111,411 11 $113, 17Q 12 $118,3.BD 13 $118,870 14 $121,364 15 The schedu1e below i,s for credentialed S!LP's who 11,m,,e not obtai111eda Masref'ls Dei:iree. 1 $00,758 2 Sci0,824 $cl1,8Q1 3 $82,958 4 $84,025 5

Board Approved: 8/25/2022

122

C - Permit Teacher Salary Schedule ir1ieldf-Suism1 U'nifi.edSdiool District PeITllit l,eactieir Salary Sohellu'le Effective: July 1, 21123

s t e

p 1 2 3 4 5 6

1,0 14 18 21 24

Column 01

Column 02

Column 03

Permit Teacher II (60 Semester Units)

Permit Teacher II (90 Semester Ul'lits)

Permiti Teacher 'Ill (120 Semester Ul'lits)

Annual-$ 33.878 35.49'8 37,234 39.174 41,246 41.65<5 42.034 42.545 43.,026 43.507 43.GSQ

Annual-$ 35.49'8 37..234 39.174 41,246 43,274 43.79'Q 44.100 44.733 45..200 45JlQtl 46..207

Annual-$ 37,234 39,174 41,246 43,274 45,448 46,002 46,42.5 46,QQ4 47,476 47,843 48,453

(1) Sacnelor's Degree Award: . t ,,051 (2) Mister's Degree Award: $1.847

(3) Dociora.te Award: $2.2G0 1(4)All units may be r:mer dr,,ision couJlSework an.dshaul.dbe in ih.e~lcl of Early Ohikihoodl Education 1(5)Si,e Head Teacher Slipend:

1,t:139

(6) Program Coordinator Slipend:

.6,352

(7) Ssl'ary of an ,employee-workingfewer than 8 hours petr day is based

o.n curty ra~e

(8) An ua salaries are based pcm7.25 hOW"Spa day and 184 !Mllikdays per :,,ear

IBoaot!AflF'"""" OW1S/23 IBoaot!AflF'"""" 08/25/22 IBoar- AflF'"""" 08/B.120 Bc,grd App"""eclk-.iim

oun.120

Bc,g'1! Appm,,,ed: 06/2SJ1S

IBoaodAflF'"""" O!l/25/lS

123

Fairfield-Suisun U'rtified Sdmol District P'em1itT,eactt.erSalary Sohedule Effective: Janua:ry1, 2023

s t e p 1 2 3 4 5 6

1,0 14 18 21 24

0-,1 Pe!rnitTeacher II (60 Semester Units)

Column 02 Permit Teacher II (90 Semester Uriits)

Column03 Permit Teacher Ill (120 Semester Uriils}

Annual-$ 32.732 34.,297 35,975 37.849 39,851 40,,246 40.{!12 41/100 41,571 42,036 42,5D1

Annual-$ 34.,297 35,975 37,849 39,851 41,811 42.,318 42,69{) 43,,220 43.671 44,151 44,644

Annual-$ 35,975 37,849 39,851 41,811 43,911 44,447 44,856 45,405 45,870 46,322 46,815

(1) Bachelors

egree Award::

t D25

(2) M3ster's Degree Awan:I: $1.785 (3) Doctorate Award: SZ.213 (4) Al units may be, C11,'e.r division cou11Se woii< and soouk:I

in lhe field of Ear1yOii (!hood Educa1ion

(5) Si e Head Teacher ~peru:l: $1,584 (6) Program Coordinator s-·pen.d: 6.137 (7) An ua'Isa1wies,are based upon 7.25 how,; pa- day and 184 work days per )'E'ar

I11.:md Ap~ 12/15,122 IBoar, Ap~ 08/25,122 I11,mdAp~ 08/B,r.10 Boorda,,,,,_ lle.n,:_'<iOl/23,/W

Board Ap rovedi: 12/]5/22 +2%

124

Bo.AlAppJ0\0ed:Oli,f2S/1S IBoa,dAp~ Ol/25,11S

Fairfield-SuisunUr1ifi.eid Sd1ool mstrict

lnorease

Permit J,eiacti.erSalary Sohedule Effective: July 1, 2022

s t e

Column 01 Pennit Teacher I (60 Semester Unffs}

Hourty-$ 24.06

Col:umn 02 PernlitTeacher II (9() Semester Ums)

Column03 Permit Teacher Ill (120 Semester Units)

Annual-$ 32,ClQl

Hourly-$ 25.21

Annual-$ 33,625

Hourly-$ 26.4!4

Annual-$ 35,26Q

2.5.21

33,62.5

26 ..4!4

35,;2.69

27.82

37,107

2.6.44

35,26Q

27.82

37.107

2'Q.2Q

3Q,Cl70

27.82

37,107

2Q.29

39.,ll70

30.73

40,001

2.9.2Q

39,070

30.73

40.91}

32.27

43,050

29.5S

39,457

31.10

41.488

32.67

43,575

1,0

29.85

39,816

31.3S

41.862

32a97

43,976

30.21

40,300

31.76

42.373

33.37

44,515

30.55

40,756

32.10

42.815

33.71

44,971

30.81}

41,212

32 ..45

43,;2.85

34.04

45,413

31.24

41,66S

32.81

43.769

34.41

45,897

(1) Bachelors Degree Award: $1025 (2) r.\bster's Degree Awa-rd: $1.785 (3) Doctorate Award: iz.213 (4) Al units RU)' be lower division coull'Sework and shoukl be in Ille fu!ld of Early Oli i:ih!Xld (5) si·e Head Teacher &iperu:t .1,584 (6) Program Coordinator S""pend: 6.137

(7) "• ary of an ,employee-wori(ing fewer than 8 hems tpS day is based

0.11 IXlr1y

ra'.e

(8) An ual salaries.are based .po.n 7.25 hoors per day and 184 w:xk days per }'ear

18,m • Ap~

Ol!/25{.12 Ol!/13.IW BoordApp.,.., llkvioil> 01/23.IW BoordApp : 06/28/18 IBoar, Ap~ 01/25.118 18,md Ap~

Bo'ilrd Approved: 8/25/202.2

125

D - Adult School Hourly Teacher Salary Schedule Fa-rfield~uisun UnffiedlSdtool Distriitt Adult School Hourtyieacher Sa1arySc.t11eduf.e Eiffective: Jutv 1. 2023

Column Cl2

Column 03

Column04

Column 05

IBA er les.s

BA.+ 15 SemesterE-b.Jrs After BA.A.warded

BA+:lO Semesler KOLIS Alter BA Awarded

BA +45 a 11M 5 After[)eg-ees Awarded

BA+ 00 or 11M 20 A Degees Awarded

$/ Hour

$ I Hour $39.97 $41.82 $43_69 $45-52 $47..36 $49-76

$/ Hoir

$ I Hour

$/Hour

$42.11

$42-11

$42.11

$43.93

$43_93 $47-94 $49'-76 $51-62 $53_99

$43.93

s e p

$37..84 $391.69 l)otl.50 $43.37 $45.21 S47..52

2 3 4 5 6

(11.1 Sal'ary increases. are subject to, a

{.21 Four GI

$45.76 $47.62 $49.47.

$51.74

l)!:)IJ.06

$51.89 $53-76 $56.24

ua1negoiiations base on Adult Schoo1l'Te\'1 iUelimits.

ers of a quarter sysiem. ihf;ee mmesters will count for ,one-year of se1vfoeCl"edil

a bnimes.:ersysiem. or two semesters. of a semes er sysiem

{J'I Human

esouirces wi no;jfy ayrcll of i'ndMduals who, ave proof ,of ,complBlio:nof course ·WOJik ror sa ry advancemeni (refer to, MOlJ dated 118!14· 012}.

(41 Onfy ,experience acq,uiredin the Fairfield-Suisu Ad. • School (formerly -6.rm~,o, Ad. ti Sdhool} will be accepted for slep acwanoement.

(51 All co rse we~ taken lowa:n:Istep•p/acemeni must have pri:or approval from the Assis·

• Superintend'.en:"of

rnan

Resouroes on the ~propriate form.

(61 U - mem~

will be ,cifetredlheal diden • insurance a· • ell"own cost providec:11 they a.irehired ul!llder co.nl:ra.ctfor a minimum , - one trimester ,orlhey """2re employed in 11he Adu <School • e eniire pr;eceding year_

(71 Unii members wia earn siic'k!eave based o.nihe following1fccmula: one h (8)

eachers are

r of si.d; lea,oefor evef)I' 18 hours wo.rked.

gible rorperson necessity reave. berceavementleave and jury/witne<SSdllliy_

(SJ U - members who,termi ,e their employm t andl a.irereemployed within thirty-nine (39) monllts shall be placed at !he same step an column,eamed ai itietime, terminaiion .. Pfa.cernentwould beifn ,onstep Dt and !he ~prop,ia~e column ~ the teacher re1umed ' fter 3Q ca enda:r morillts- Experience WI be ao::urnulated in accordance wi'J-12and 3. ia crede.nti' authorizing servlice as an Adult SdKXll •eachet i'n 1101· Unii members must possess 1he appropriate Cali!he subj,ect matter rnbe taug' tor has sppli:ed for the appropria·e ,credential a· 1he time•, • employment ("appli.ed" me -ng iiled application. fee. and other req -red dceumerris with a loca education agency or Commission for eacher Credentialing.) 1111· A Masters Degree or Doo.oraie Deg;reestipend does not ~ply to this salary sched 1121·When i~onal cur5 above 21 :75 hcur5 become avai'labl'.e.preseni Aduli Sc'hoo1hourly employees, with the ~proprisi.e credentials. wt'llbe ,given first r¾Jhtto, increase !heir hours. of employmenl

1131-Employees cam,Cl advance • columns. 4 end 5 u ti'I the beginning of lheir 4" year of employment a 1he .Adul Sc'hooL

Ila.rd ~: 05/18/'.B ll=rd ~:Oll/2$1'22: ll=rd~:Oll.1131211 llioaodApprc,,,e ...,;,;c,n:01/2:1{20 llioard ~:

Board Approved: 5/18/1023,

126

06/28/11!

Faime d-SuiSl!.111 Unffiedl Smool District Adult School Hourlyieac:her Sa/larySmedut.e IEffeotive: Janua1f¥1, .2.023

Column 02

Column 03

Column04

Column OS

BA+ 311 Semester1-!olr.; After BA Awarded

BA+45 m MA 5 #1.."terDeg-ees Awarded

BA+OO or tM+:20

Less

BA.+ 15 SemesterHours After BA.A.warded

$1 Hour $36_56 $3{1.35 $401_10, M1_90, $43_68 $45.91

$ I Hour $38.62 $40.40 $4221 $43.98 $45.76 $48.08

$ / Hotr $40.69

$1 Hour $40_69 $42-45 $46.32 $48.08 $491.87 $5~17

$/Hoor

e p

2 3

s 6

( )

$42.45 $44.21 $46.01

$47.79 $49.99

Salary increases are subject ta, annual negc.liations ased ,ooAd • Scliool l'e\'1

AfterDegees

Awarded

$40.68 1

$42.45 $48.37 $50.'13. $511.94

$54.33

, iiis.

(21 Four ,q,ua.e,rs of a quarter sysiem. fur;ee mmesters., • a 11irnes.er system. o.rtwo semesters of a sernes .er s.ystem • coun.t for ,one-year of service credit.

(:31

um esources wi 11c.lify ayrcO of indi'Nidualswno ave proof ,of a:implelicm of course WOiikfur sa ry advancemen.i (iefer ta, MOU dated CJ8J1412012).

(4'1 Orey ,experi ce acquired iri the Fairfietd-Suisu Adult School (formerly Arm~, Adult School} will be-accepted for step acwa.ooeme.nt.

(51 All ,course•wort. taken towaro step•placement must have prior approval from the Assiis•

Superi •en den· of

uman

esouroes on the appropriate form.

(161 U •• members v.irlbe, ffe1ed heal , d ,cfen·, insurance at ttieir own cost pi;ovided they are hired unde.r• • co:nira.ctfo.r a minimum , • one blimester ,orthey were emplc,yed • 11he Adu - School the entire pr,eceding year.

(11 U • members •• earn siidk reave based on 1nefollowing formula: on.e.hour of sid leave for every 18 ours worked. 1(8)

eachers are,

gjble •or person' necessity reave. ber;e:ave.mentleave and jurylwiine:ss ,dlirty.

1(9') Unit members ,termi •e their empt.oyment di are ree1J1Ployed within thirty-nine (:39) mon.lhs sha I e place<Jat !he same step and colum ,eamed 13',ihe time, • termina!ioo. P1'aoementwould begin ,onStep Dt and ihe appropiia'.e cotum ---11he teacher relwned ' iter 39 ca endar men.ms. Experience l be aceumulated in a=.rdance wffil2and3. 1101· U • members must possess the swropri'ate Cali· ia credeniial authocmng service as an Adult Sehool •eacher in the subj'ect matter - be taug t o.rhas applie1Hbr the appropri.i" e ,credeniial a· ihe !Jime.,cfempJoyment ("appl[ed" me·· ·ng ·red swlicaii:o fee. an.d ol:her req "red dooumecrts with a local education agency o.rCommission for eacher Cred:ertiia mg.) 1111· A !Master's °'=gree or Doororate Deg;ree stipend does not app(,yta, this sala-iy schedule·. Scliool hoorly employees, with 11he 1121· When il1l5lnilciiona1hours above 21 :75 our5 become avai'lable. present Ad'llJ1t appropria~e credentials.. 'M11be ,g'ive first rjght ta, increase lhek hoors. of emplo)IITI t. 1131· Employees. c:ami School..

- advance :0 ,co[umn.s. 'I and 5 unbl ihe beQinninQof iheir 'Im year of emplb)lll"IE'n.ta! the· .Adul~

Boa.rd Ap(Proved: 12/15/200..2 +2%

127

111<>.rd ~= 11/15/22: Ila.rd Apprt,,,e;d:Oll/25{22: Ila.rd~: Oll./1:IINI 111<,a,d Approved •wion: 01/2:1/Nl lll!aanl~: 06/21l/11! lllo.rd ~: 01/25/U

F.airfief.d--SuisunUnified! Smool District

3 ,16%Sealaryll11c1"ease

Adult. School Hou rtv iliea.c:herSalary Schedule Etfec:l!io.re: Juti,,1. 2022

Column 01

Column 02

Column IJ3

Colurnn04

Column 05

BA or ss

BA+ 15 Semester1-b.Jrs After BA Awarded

BA+30

Semester liCU'S After BA Awarded

BA +45 or MA 5 After Oe,;,n,es Awarded

BA +60 or tM 20 After[)eg"ees AWYded

$/ Hour $35,84 $37.59 $39.31 $41.IJiB $4282 $45.1Jr1

$ I Hour $37.00 $39.61 $41.38 $43.12 $44.00 $47.13

$/HoiJ $l9.69 $41.62 $43.34 $45.11 $46.86 $49.011

$/Hour

$/ Hour $39.891 ))411.62 1)47.42 $49.115 $50.92 $53.27

s e p

1 2

3 4 5 6

(111 Sarary increases are subj,ect to, a

ual egoliations

asedl on Ad i Schco1 i-=

$39.89 $4!1.62 $45.41 $4!7.13 $4!8.89 $51.15

ue limits.

(21 Fol.Ir ,q

lleiJS of i3Jquarter system. lhfee mmesters oi'a bimes:er system, or tv,o sanesters of a semes·er s.ystem will COl.Jnt for ,one year of Ser"IIID= cred[l

{31

Wl1' e.sources wi oofy a)'roOof indMdua1s 'ldKJ, have proof ,of oomp e\icm of 001.Jrsewooikrorsalar.y advancement ( fer to, MOU dated a&r14 CU .

(41 Onl;f ,experience a.cq1.Jired in the Fa'irtiefd-Suisun Adult Schoo 1(fonnertyAnn~o,Adult School} wil be accepted for stepadwancemeni.

cowaro step pbceme.nt must esource.s on the appropriate form.

(51 AIJI,cow:sewort.take

;ve poor approval from the As.sisilmt Supe.rintendeni of

~61 Unii members will be ,c;feredlh.eallihandl den·

ins'Urance s-·,iheir own cost provided they are• iredl under lhe contl'a.ctfor a miniml.Jm,ofone lrimester ,orlh.ey were emp oyed • 1lheAdu School me e.ntire precedingyear.

(11 Unii members will earn s;c'k eave based on ihe follO'Wing1 rotml.Jla·:one cur of sid leave-for every 18 curs ·worked. (B)

each.ers are,

gible rorpersonal 11£!Ce.ssiiy reave. bereavement leave and jury/witness duly.

tennina e fheir empfo)m andl are-rreemployedlwithinlhirty--nine (39) monllis sh.allbe placed ai (9•) Urnt members 'MKJ, lru;!-same step S'lldlccl!l..lmn,earnedls- • etimeoitenn· .ion. Placemeni w::;uld begin ,ooStep [)1 and Ille appropria~e cofum if 1lhetea-mer returned alter 39 calenda-r monlhs.. Experienee be a=.imulated in aceordance wi'.h 2 an 3.

1101·Unii members must po.sse.ssihe appropriate Cali" ia credenti- authorizling senooe-as an Adult SdXJOI eacher in Ira!·subfeci matl.er rn be ia1.JgJrt or has appl" for the ~propria e credential a •fue.time , • employment f'applied" me· ·ng ··red applicatio fee. and oiher reqJ "red docwnents.witl, a looal educationagency or Commission for each.er ~nlialing.) 1111·A Mas,ter':s De,gree or Doo:ixate Deg;ree stipend does. not appty to, fhis sala:ry sch.eel 1121·Whert in.smJciiona1hours above 21.75 ours become av; ~-.present.· School oorlyemplayees, with the appropris-~ecredentials. wll be ,gjven,firsi right to, increase their oors of em~ent. 113}• Em~ School.

,cannot advance to columns 4 and 5 u

□ ihe beginning of their 41hyear of empfoyment ai ihe Adul

lll<mdIAAP=...t: 08/25,t:22: IBb.rcl~: 08/1:1/20 IBbardApprove ...ision: 01/2:1/20

Board Apprnvec:t: 8/25/2012

128

IBbard~: 06./llt/18 111<,.rcl Appn,....t: 01/25{18

E - Extended Day Activity Salary Schedule ~IOirfidd-S11isvn IU.,i:fiied.Sd1oo'.IDiotrict

Elll:ertded Do.yAdillity .Sch..tulle

Effective: J11I l, 2023 Grade level

•• Aca!:IE!lil\leDE<:att(ICJn Aca!:IE!mleDeeattilan A:llle:lc:Dlr~r A.hle:Je o ~r-~m Ji.:llle:IC Dl!ector A:llle:IC Dtrector Ji.ltaetled rrns A~tled nil!;

Units

:.;;i

1.[!l]

!!-1:2 !!-1:2 !!-1:2

2.clll

6-8 :.;;i

!!-12

Grade level Units Sa

Sala

4. 1l] 3. <!I 2. ◄!I 2, (] 1.51ll 5 2.elll 1.al:l

ral& rali> {Spefts

_d)

r.l&

'b tym,~ci.

!!-12 !!-12 &a K-6 K-6 K-ll

1. S 2.m J_oo 11.511 2lHl 11_511

K-J;

!1.75

1..511 UHi :2.m 1..00 11.50 1..511 11.511 :2.511 1.25 2.50 J_oo 2.m 2.50 1.511 1.25 J.511 2.511 J_oo :2.m 1.25 5_oo 2.00

2. •ii

!l-12 &a !!-1:2 &a K-6 6-12

1161c rnreo:11r

-6

1..51ll

K-J;

6al;e!Jall -Varnty Bai;e!Jall - ,"'561.tanlllarSJY B~I ribr 1/aro: E>ase!J - /\6allilanl Junior Van;IIJ Ba6e!J 6al;e!Jall - l'\661.tanl Aro6h E>asle. I - 1/aialy' Ee6le". I - ~.ant 'IJ,an;IIJ

!!-12 !!-12 !!-12 !!-12 !!-12 !!-1:2 !!-12 !!-12 !!-12 !!-12 !l-12 !!-12

3_.&J

6-8

E>alfmlri:oo • Ila~· 6a lrr.oo -Ass!l&tlnt Va!Elty Band Director 6alld Director - As&&1ant Band Director

B d&

I - Jlmlilr \laralty E>asle. Bai;ke".

I - ~ ant J I - Fil'06h

r Wir6II)'

Bai;ke'.llall - ~ ant lflll<il1 Bai;ke".llall Bai;ke". I Bai;ke. l'Boys Bai;ke". L'Glrts

CareersM1ctt Experlenoe· Cllea:le<alli:r,'P'EI]•Squilil ClleB:le<alli:rlPEiJ•Squad ClleB:le<alli:rlPEiJ•SipJilil Ji.ss!IS.a.lll Cooral Ji.00001pa Si Cooral Ji.oolllllp:l &1 Cooral Ji.oolllllp:l CooraJ Director cooraJ Dlr~r cooraJ Director Urn;AcUlellr

!!-12 !!-12 !!-12 !!-12 &a

2.!illl

3_.elll 2..SI) 3_ (] 2. 1!]

115 125 115 2. J 3_ 1!]

&a 9-12

!!-1:2 6-8 -6

!!-1:2

!!-12

3_ iJ

Cl'06S.COcr,lry·Assl&l :11'IJ,a:IEII)'

!l-12

2.. •!I

01061>COLlltry· Cl'06S.COcr11Ty·

&a -6

125 0.51ll

Dance Dance Deb-

9-1:2

2.!illl

:.;;i

Lelli

9-12 9-12 !!-12

1..!illl

4J,.,..,.,;

1-1/arstty

-~mllal'5/ty -J l11r\lal'5/ty 1·

-~n'!J Team

----,1=,;

6 Dlrecro 'GOVanm2n'! s DlrecrorfGo11emm2n'!

&a K-6 !l-12 !l-12 !l-12 !l-12 M -6 !!-12 !l-12 !l-12 !l-12 !l-12 !l-12 !l-12 !l-12 !!-12 !l-12 !l-1:2 M !l-12 &a -6

1,5'J 3.clll

:.;;i

1.[!l]

!!-12

2,elll 1.25 1. •n 4_ •!I

!!-12

3~2;5

iiootball • lfll!Eh ff;ootball -AsslS Varn!)' lf,ootball -Ass1sc1m trllof Varsliy

!!-12 !!-12 !!-1:2 !!-12 &a

2. 5 3_ 1!]

6-8 :.;;i

3_ n 2.elll 125

hl:!lcif~~~L$!3.~52a..02!:-$1,-457MC)

-~:'l'c-lC:.2nilidDlf'.~lllll'l:Ufi---lllllihilh~.

4J 1

291 J.542 1821 ro99

4J71 4371

orm eam D ITeam Et'.enlli:tl Al:ad6llllc SEiVICeo 1r:ootba11 • Ila~· lf,ootball - Junl~ V.mlty

U"'V.Ua:

___

Lal:l O.!illl 2.51ll 2. •ii 1.!illl 2.-elll

1. 5

Fiootball ·Assl.1 Fiootball (Ffag)

____

...c2_1_B5"-IS0002r •·Junior Varnty s,n_, _93_.. s0002r • Ji&!:&1m or llarSJY

1821 364:2

Lelli 1. 5

!!-12 6-8 -6

□ Sil

i.eparae fr,om MuS'IC)

mvwty

-i;

!l-12 !l-12 !l-12 !l-12 !!-12 M !l-12 !l-12 !l-12 !l-12 M !H:2 &a

.211li5 728

1.!illl

:.;;i

Drama Drama

29=1-,;. s0002r - \larsl!y

4J_J_D1i_.• s0002r-Ji&!:&1

Lelli 125

9-12 9-12

:;.,,_c_42_.Satety ll'a'.rol 4J=71"-!Scllolan;ttpM~1ror

2. 5

-6 -6

!l-12 ____ ____

~L 1!1 2. <!I ____ 2. 5 ____ Lelli ___

6-8

Dt.'lllg

trllof

3_ n

J!Eecll

al oo~SodEI)' al oo~Sod'Ety-

aper aper

4_ 1!]

Comp,Jter C b Cl'06S.COLlltry·

C b

- --,;;1,.,-,;,I,.~

,.li.l~Kilita•

,-i:w:t.1~r:w.:a-.--all!ll,,::al-._..a.vlllia1-mMKur~

l~~ilinll:n~

11<,,.,.dAppraftd:

129

5/111/2023

1.25 11.511 J_oo :2.511 2.511 2.m 1.25 11.511 J.00 2.511 2.50 2..00 2.m J.511 2.511 J..00 2.00 2.511 1..511 1.25 J_oo 2.25 11.511

364:2 1821 728 4J71

J.542

Fmr'li:e'ld-'.S11i""11 U'riifi>ed.Sd,odl District E1rte11dedD11,y 11.divitySchedut,,·

Effective: Ja11 uar •ii., 2.1123 Grade Level

.• Ji.cademle Deeall\lan Ji.cal!lemle Deeall\lan

A:tlle".JcDirector Ji.:tlle'.leDirector- ~m A'.llle:le □rector Ji.'.llle:le D ector Ji,~hed Un .6 A~hed n,6 Ba rt.oo -Va1"51ly B:alb!Jt.oo -1!.ssls V<IIElt)' EG!LdDirector EG!LdDirector - ~S'.1ant EG!LdDJrector B d&,_,1.11,je reo'.l!r E!ia6eb I -Vml1y Baseball -A6616t3nt vars1i .. Ba&®allrvar&ty E!ia6eb -A6616tant JU!llor Villlilly E!ia6Etl' E!ia6eb -Ar.61.tlnt Fil06h 5a6l.e:llall - varroy 6:a6le: I - ~1ant Villlilly E!ia6le:tlall - Jtallllr 11.;rally E!ia6le'.llall - ~lant J r Vaistty Ba&ke".llall- Fil06h Ba&ke'.llall - ~lant frn.sll Ba&ke: Ba&ke:tl.311 Ba!lke'.llaJL!flO)'S Ba&ke: L1Gllts career&11111mIE:,cpeaenoe CheerleatferlP,;p, S[!Uad Cheerleatfer/P,;p• SIIIJad CheerleatferlP,;p, S[!Uad /!.ss'IS!I Cooral AeeOOlpil S'.1 CllOralAeellmpil S'.1 CllOralAeeOOlpil CllOral Director CllOral Director CllOral Director Clas.. Att,'lsllr CIUb COOlJ:'!llefC II CI06i> COiril!}" CI06i> COL111ry l!.sslsl

Va:!Elt)'

CI06i> COlrllr}" CI061>C01r1lry

Dance Dance DEb~peedl D mg Orama Drama( ~e1N1m Mus/le) orJI Team Orm eam Er.Efllfell Al:adernle S ii'fee6 f;ootball - Ila~ tiiootball ••Ju IIX Vimlt)' 6'ootball • frne/1 0 :rt V,0 f;ootball •·ASS!lsi. lt)' 1.1110r varsr,y 6'ootbail -1!.ssl&l Fiootball • };SS!IS!I :rt Frosll

'-8 !l-1:2 9-12 !1-12 &a '-8 !1-1:2 &a !1-12 !l-12 'H:2 !1-12 16-8

..; !1-12 !1-1:2 !1-12 !H:2 !l-1:2 9-12 !1-12 !1-12 !1-1:2 !1-1:2 'H:2 !1-12 8: 7i:

..; I(..;

9-12 9-12 IE,-8

Grade Level Units Sa

Units

4.00 3. n 2. n 2 2JC•J ----=2=o!.

uoo ----,2=

□;

___

ra1qspoos not rali>

1··-

1_~ ..

4_100 3.IJ,ll 2.,00 LS!I 3jilJ 2.,S!) 3_ !) 2.00

2;;;

-----< ____

uoo

lyln~cs

al OOIXSod'ety al OOct"Sod:elyaper aper aper d

!l-12 6-<I K-'6 16-12

uoo ___ 3aS!J 2.,S!I 3JC•J 2., n 2: :5 LS!I L25 1.25 1:25 1:25 2.,C•J 3_ !I LS!I

_,2.,..1 cc11-ts0002r - Junior Vamty 4_921_· ....so,xer - Ass!_s1m _ or varroy ;;s.c..__ 19-tSo,xer 42_2J_ ....Slif:llall - V'ar&t)' __ ___;2-3;;.;;· -'-15-tS.llall-~m Varatty 3':171S - Jlmllllr \laratty ____ .,..,.. -AWiitam J Var611)'

____ ____ ____

6 Dlrect<JrfGovemmem e6 Dlrect<JrfGovemmem

I(..;

□ ,S!I

!1-12 &a

2.,S!I 2.,00

___ _____ ____ ___

uoo -----<

!1-12 16-8

2., n

..;

11S!I 2.,iOO LS!I

1.;;

----':-'--

2_1_11-1s. mrig-varroy 24_6J_· ....sv..rnmrig-A&§ ant .c2cc.1 -'-11-tsv..mmllg 7_04:-tTennls-Varaiiy•spring 35 __19 ....Te nJs-varsny·f, 2a_· _15-1. Trad:-Varsny 2111 rr.a:-Amsiam coa1:11

6-;9

!1-12 9-12 6-a !1-12 9-12 !1-12 9-12

__ 6J 19-t=

11S!I 3.C•J

1.25

J Ill :2

:2 Ill

2.50 1.:25, :2.50 J :2 2.50 1.50 1.25 J.50 :2. J 2 1.25 5 :2 1.-

---~·2J3~1~5e1SIJJd'.fSk -o 1.00 422'.J SICl)eelArea Coonlnalors K-ll 11.50 ----=2..,.11-=-1:-t(Sdloot Elte6 only. Clooe,smalll, ~~□02. rea:dng, etc.) ____

2.,iOO

!1-12 K-'6

Lill

9-12 &a '-8 !1-12

K-ll !1-12 K-ll 9-1:2 !H:2 !l-1:2 9-12 9-12 6-a 9-12 !1-12 9-1:2 9-12 6,-8

1.;;

IE)ball • J ___

LIOO ___

1~...

2~·,-,-,-i

UlJ 3.cl!l 1.D!I

I~ Va!S!I)'

IE)billl • Asr.lSla!llJlrflar \lar5lly: IE)billl IE)ball 1110-varroy aplllo-~larrt rpofD- JIJ!llor Van;lly rpofD- As5!'s'larrt or varroy·

2,IOO g-varroy ____ 1___-t g- Aw_slarrt Van;lly 115 1.1!,ll ___ 1_--< ':lmg-JLl!lllll"V,illlilly g-AW_s:ant rvar&t)' 4.00 :J g- Fil06h 3~25 2: 5 3 g - ~ .ant Rtl<sl1 3.00 3mg 3.IJ,ll eamook 2.,!il!) ----=35=19,.iYeartlook 1.25 1 if£I Yeartlook

9-12 !1-12 !l-12 !1-12

J :2. 1.25 J J J.50

Z:....-~

II wti.Jc:t. fll..Nbl111h

ur•JllQtbl ~~-rllr.3,l,s.,._'Ma.tr*

•::ntillna'irllllcn

1Sl:d-.ila,Can:l11,:.JUW:n~

Board Appr·o....,d::12/15/~2:¼.2:~

130

C.U:-.~ma,;t,ua

1WJ 3519

422.J 3519 2111

492:7 422.J 2)315 1 ,6'J ll!lJ,3 2315 2111 [l,3

a 422'.J 3519 422'.J

422.J 492:7

Ill

6-;3

-'6 !!-12 !1-12 9-12 !1-12 9-12 !1-12 9-12 9-12 !1-12 9-12 !1-12 6,-8

9-12 6-a 1(-'6

J :2_2.511 2 2 J :2.50 J 2 :2. 1.50 1.:25 J 2.25

---($1!, ~~d'c:atf'dlid

1.75 :2

6,-8

llllOr

2 aremctUJ, 4921 35_19 ....Satel)• Pa:rnl

-----422:J=-tSClldlan;tip M"12a 15 s0002r - 11arsr,y ----3':1-,--1-tSo,xer - Ass!_sl- V

uoo ___

9-1:2 '-8 9-12 9-12 !1-12 '-8 !1-12 &a '-8 !1-12 !!-1:2 !1-12 !!-1:2 !1-12 !1-12

rali>

2.,S!I

9-12 !!-1:2 &a

..;

!H:2 !l-12 6-<I K-'6 K-'6 K-o K-ll 9-1:2

1.D!I 2.cl!l

~ Oil.nTC.

3519 3519

492:7 3519

422.J 2315 3519 2111 1760

422.J

hirfield-xiis<Jn llniliecl xhool lDimirt Emnded Day Amvity .Sd!,:,dllle

Effeotive: Au . st 2002 Grade Al:adai!le DecalNllll ~eDecalNllll Jldtleilc lllre::!.or Jldtleilc lllre/t.or -~ A!tleilc lllrec'.or A!tleilc lllree'.or

Lewel

Unils

-8 9-12 9-12 9-12

1.Dll :2S!I 4.00

16,.3

2D.!] :2D.!]

-8 9-12

~ U1ll;

6-,13

Baan: Baarllr.

·¥aral'f

B.;m

• ~ llarslfy IE<da"

B.;m

~-~

IE<da" B.;m& l';'U;Jc r'-'l:t<I" Ba:5El:0'.I - llimly Ba:5El:0'.I - ABruitlrt lla/Elty Ba:5El:0'.I - AzllorVaJEl!y Ba:5El:0'.I - Amlstut J\Ji1a Valli 1• Ba:5El:0'.I - fllll6h Ba:5El:0'.I - ABruitlrt frml Baasl;Etbal- lla/Elty Baasl;Etbal- ASS~ VaJEl!y Baasl;Etbal- utt \farSl1)' ru1tt' \.l7rat)' Baasl;Etbal- ~ant Baasl;Etbal-l'Rlll1 Baasl;Etbal- ASS~ Frorai 8aasl;Ettlal 8aasl;Ettlal 8aasl;EU>al•Bll'j6 8aasl;ElllaliG Barn

~l'cn

Elg]Eltenc:e cteerteadet: ~ cteertea:1£f, Squall a:ieet[eadet: Squall~ ctKD~l6l ctKD~lal ctKD~lal a:K!ralD:Edrr ctKra Dl:Edrr 0-.oral!D:Edrr aa;;.i;~

Clllll ;te ~CM!• ClllGsC!:UTtl)' Cl1l6sC!:UT1I)' AsSl&'lalll Cl1l6s0:,.1:rtl)' Cl1l6sC!:UT1I)'

Dam:e Dam:e ~ lllVt1g ClramJ ClramJ[11~ MJSlc.) 1)11 earn Cl'1:I earn Ex1Ef:IBl~5erl!lce5 Footta1l- lla/Elty Foottal - .llJ:10 \laiSl1)' Footta1l- l'Rlll1 Folittal - ASS~ llaJEl!y Footta1l- Asasant • a \.l7rat)' FoottGI - ASSmantflOli1 Footta1l fl

.. • •

~ .so (H!l.l

9-12 9-1.2 9-12 9-12

1.:,!J

9-12 9-12

2.5lil .3.Dl]

2.00 :2..75 1.5lil .3.:,!]

2.:lD 3D.!I :2J)1) 2..15 1.:,!J

1.25 1.25 1.25 1.25 :2D.!]

.3.00 1.:,!J 1.:,!J

1J5 1.:,!l

-6 9-12

:2S!l

16,.3

:2.00

-6 9-12

-8 9-12 9-1.2 16,.3

-6 9-12 -8 9-12 9-12 9-12 -8 9-12 6-,13

-8 9-12 9-12 9-12 9-12 9-1.2 9-12 6-,13

1.:,!l

1J5 ll£lD ,3..00

16,.3

S-12

2..l)Il

16,.3

1.0D l5m Uilll l5m 2.:lD 125 2..5ill 3.Dll

-6 -6 -6 1(-6 S-12

K-6 6-12 1(-3 S-12 -3 S-12 9-12 S-12 S-12 9-12

3.:,!]

6-,13

.3.Dl]

-6 9-12 9-12 9-12 9-12 9-12 9-1.2 9-12 9-12 9-1.2 9-12 9-12 9-12

6-,13

Ell)

---ir~1;:::::; 1 ----='

1-\laiSli)' I- I•. 1Juncnr-·.rany Ing ~KJ;;s ~G:rict:Jll1Bli AaM:e; ~ ~ll'.Eo ~ •sttlls.'lillm5\oo; Clllll · Area Ccffllralclls

1.75

2415

2..l)Il

.3.00 .:,!I 2.D.11 ..5lil .75 1.:,!J 1.Dll

16,.3

HID 15 2.:lD 1.5/ll 4.0D

2.00

-6 -6 9-12 9-12

Unils Sala -$ 9-12 S-12

.3.Dl]

6-,13

811 TIil

Sala

_140 2j16(] 1005 2 a

2j16(] 1:lro ,E,!;(J

21JJO ,E,!;(J

J4Sll J4.'ill

_140 2j16(] J4."{l 2..5ill 1.5ill 21J.i'll 16,.3 1.25 ---~1125=, ,:!_ S-12 ,3..5liJ 45Jll 9-12 2..5ill ---34."=ro=t S-12 3.Dll _140 9-12 2.Dll ---2=j16(]==' 16,.3 1.25 1m s-12 .s.oo---0=0900==1 1&<3 2..00 2j16(] -6 1l5m ---2=1J.i'll==' K-6 1.0D 1:lro K-6 ..5lil---.;.,,600,.,_.;,,i 2D.!]

SJ:i?6,001y; illl!le6 ,rrall. s:i:enre. real~ e";;..) a ng-V-.mty S-12 -3.DD___ 4140==' ng-Aslfslam s-12 2..5ill ___ 34."~•.;,,ia ng 1&<3 1.25 ___ .,.rm,.,. =1 • V-.ratySj:{lilg S-12 3.Dll _140 · varaty Fall S-12 .3.Dl] ----,,140a-=t -V-.mty S-12 ,3_5ill ,l6J,IJ -~C>::ia:Jl S-12 2..5ill ___ 34."_."0...., 16,.3 1.25 rm -6 ..5lil---.;.,,E,!;(J,.,_=1

1-lla/Elty l-~\tar5li)' )'1101-.bla 'l-.~JLnC.1/3:llty

2.00 1.25 I ll£lD jillal 2.:lD 1.:,!J , ,- lla/Elty ,-ASSmant Hlll 1.:,!J -E!p!ikl•- ttllalEl1)' .3.:,!J . E!p!ikl•-ASSmant.uru-vamty 1:lro ~ ng 1.Dll ---J4.'i0"".=1111i:E51ln;J-llaraly 2..5ill 1.25 ---~1125= . ....,llll:E51ln;j-~anlll.nny 1.Dll ---=1:lro=='llli:E51ln;j-"11or\fa!Sli)' 4.00 ___ 5520~;;;,· .;,,illli:E'olln;J-~ant. avais, ,3.25 44ll51111:E51ln;J-fl'lll6h llli:E5Un;j-Asmilanll'Rlll1 2..75 ---~=,:I3..00 ---~=Ill llli:E51ln;J 3.00 ___ 4.;.;;.;.;;iY6cllbooll; J4SOY6cllbooll; :2.:,!J 1.25 ---~rm=. ,:1Y6cllbooll;

S-12 S-12 S-12 S-12 1&<3 K-6 S-12 s-12 s-12 s-12 S-12 S-12 S-12 9-12 9-12 S-12 S-12

.3J)D ---~140........, 2..5ill___ 34."_•_,o 2..5lil J4Sll 2.00 ---2"'j16(]=.=t 125 rm l5m ---~,60CJ=. =' -3.DD 140 2.5ill ---34."=ro=I 2..5ill___ 34."_• ..... a 2.Dll 2j16(] 2..00 ----...2...;j -3.5ill 463ll 2.:lD ---==•=! -3.DD___ 4=140==' 2..00 ___ 2~j16(]~ 2..5ill 34."{] 1l5m ---2=1JJO=I

16,.3

125 ---~rm~ ...... -3.Dll ~140 225---3-~=' ,60CJ

S-12

JIZ3•5'1.3IDU'IIJ ... ... Uiiil~ ,lllillllM ....

ll'NM.~

1aa..ic~:a~IS/'lJJ

llloard Apprnved: Pend· g

131

~si:R

•DIJ&"W

BC<lrd" IB""'11l~:Q.1,.

O!i'o~1S 1S

F - Department Chairperson Salary Schedule IFairfieljj.SUisoII U11ifiedlSdmol Di'strict Department chairperso11salary SiCl'ledul'e

Effective: July 1, 1023

Number of Sections

Grade llenl

Unit

S.a'lary- $

Departmenl Cllairpe~

701+

•Q-12

5.00

7,284

Departmenl Cllairoe~

50-1691

•Q-12

4.00

5,827

Departmenl Cllairpe~

3□ -491

•Q-12

3.50

5,09Q

Departmenl Cllairpe~

2□ -291

•Q-12

2.50

3,642

Departmenl Cllairoe~

6- 11!

Q-12

2.00

2,1114

Deoartmenl Cllairoe~

i1- 5

Q-12

1.00

1,457

Departmen1Cllairpe~

29-47

7-S

3.00

4,371

Departmenl Cllairpe~

18-28

7-S

2.50

3,642

De.oartmenlCllairoe~

6- 17

7-S

1.00

2,1&5

Departmenl Cllairoe~

i1- 5

7-S

0.00

728

• i'rogrann Manager • Team weader

aa .

7,284

1,lm3

• Special Education Follows Sa111e SchecUe

Refer to F-S'LJTACooiract. Article 15..7

nit Value: . □23,of bas.ictea.dlersalary ($63,352 x .023= $1, -7/unil)

E<,o,-d~

rJf.JfJE./23 -"ppw,•d:12/J.ll/ZZ

E<!!ll<I~ Board I!.; or= msi

li!Mrd Apor=o:

Board A:ppro-ved:5/18/20rJ.3

132

r,s/ll/W rn/Z3/2D•

DE1 - 1B

IFairfielll--SUisu II Uriffiedl 5dlooll 1Dil;trict !Department chairperson saliaryscl'ledul:e

Effective:: Jla:rma·ry 1, 2023

N'umbet"of Sections

Grade llevel

Unit

Sa1ary- $

Elepartmenl Cl\airpers.on

70+

,g- 12

5.00

7,038

Elepartmenl Cl\airpers.on

5□ -16QI

,g- 12

4.00

5,6:W

Elepartmenl Cl\airpers.on

-3 □ -49

,g- 12

3.00

4,927

Elepartmenl Cl\airpers.on

.20-:i!QI

,g- 12

.2.00

3,5UI

Elepartmenl Cl\airpers.on

6- tQ

,g- 12

.2.00

2,815

Elepartmenl Cl\airpers.on

1- 5

,g- 12

1.00

1,40-S

Elepartmenl Cl\airpers.on

:i!Q-41

7-8

3.00

4,223

Ele;partmenl Cl\airpers.on

1B-W

7-8

2.00

3,519

Elepartmenl Cl\airpers.on

6-17

7-8

11.00

2,111

Elepartmenl Cl\airpers.on

1- 5

7-8

0.00

/104

• Program Manager • Te.am Leader

7,038

1,006

• Special IE<llcation Fellows. Same Schedije

Refer to F-SUTAConlrac Artir:Je1- -7 nit Value: . □!23 ,of basiicte-aclilersalary ($6,1.:i! 10x .023 = S1,

. unil)

E.:10m:.pp-·c,,•d~i:,/zz ll(E.f13 D•

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Board Ap;proved: 12/15/20Q'l

133

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Fairfiel~5"uiw11U11ified.Sd1oolllDi~rict !Department dllairper.son!Salary· schedule

Effective: A~Ig1,1 st 2022

N111mbef-of Sections

Grade Level

Unit

Salalf)'-$

Di,oartmeni Cru~n

70+

'll- 12

5.00

16,900

Di,oartmeni C-ha~n

50-61l

'll-t2

4.00

5,520

Di,partment Chaipelso:n

3□ -41l

ll-12

3.00

4,830

Departmeni C-haipelso:n

20-21l

,g- 12

3,450

Di,partmeni Cfu'mEl=:n

6-U!

ll - 12

2.00

2,7611

Di,partmeni C-ha~n

1- 5

'll- 12

1.00

1,3-00

Di,partmeniC-lmpelson

29-47

7-8

3.00

4,140

Di,partmeni Ghiupelson

18-28

7-8

2.00

3,450

Di,partmeni G~n

6-17

7-8

1.00

2,070

Di,partmeni G~n

11-5

7-8

0.00

,6QO

• Program Manager • Team Leader

aa .

16,ll!OO 1,035

Special EducationFolcmsSame S~

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E<>•rd Ap~=

09/13/20

iloard #;,pprus•dRewion: ,a14'23-f2.0 ,1.,,,d"'

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H - Teacher Support Service (former Article 9.5) Support Sen,-ice a.

Assistan e fio:ma teacher support team will be Fequired when a member offillil,unit is Fespolliibilirhes:. found to, have problems relating to his/her edu ational duties:ru:u:J

\Vb.ena De@l-ti..-e Administrative Ollsenration r~rt is.written, a second forty (40) obsenrn1tionmust be comp.le edlafter twenty (20} wod:ibys :md be.f01Te 1workrl!ays. If the seoond observation rei.11.llts in a 'needs improvement'' mthe sllllle area(s) a;:. fue ffirntobservailion, a te.acher support tea.mis required.. Hmvev;er,S111ch time frame may be exiended for thos-eadmm:islmto:rs\,iho are on a year-mUlld ochedule, :md mtlJ have previously sched\:1led,raca1tiontiimeoff, on a dlay-for-day basis.

A upport team will be selected by the obsenring .idmi.nisiratorand te.ichei:,and fue support team.will meet with.in fifteen (15) workdays of the second negative seleoted. obse:rvaitionFeport. Ihe, support team ,viii.oonsist ofl!bree (3) l:l?'.acher:S from fue list compiled annually by the Dislri and tire Asooc:iation,one selected by the obsen,--mgadmmisirator, o:neby the te-ll!cJher and one by nmh!al consent. If fuere .isno mutual ooment, l!b.etwo teachers already selec,tedwill choose fue tilmd member. Tue obse:iving admmi.stral:orwill.11otiify the SJI.IJlport team members of th.eir selection ,,rithin ffive(5) workdlaiysof their selection. T,e.ichei:i.upport senrice ,ml be .initiated and completed .. rithin fue same academic year as the te.icher's: ,vork yeilI.

With.in fifteen (15) ,voikdays of the i.uµport team heiingnolified, fue S1!Ipportteam ,ml complete iits observations, mee wifu the teache.r, complete a joiint report and giivecopies, of fue Feport to l!b.eteacher an observing admmistrartor.

Composition of Support Te-llllll

11lree (3) certificated staff members. shall Sief\o'e as a support team. .1\.nnually,a.list ,ml be pFepared consisting of :staffmembers selected by the District 3!Ildfue Association. Selection of the te.am shall be a;:. follows: a)

The teach.er shall sielec one (1) member.

'The e-i,•aluarl:or shall sielec one (1) member.

The third member :shalltie elected by mutual agr;eement Ifno agreement can be reached, fue two i.el.ectedlupport team members will i.elec fue lhird!member.

A ribjeot ai;ea :spec:iallly is.not required for repFesen,talionon a.:ropport team. Any to s.er,leon a le.am. staff member from the approp:riate lei.·e ru:e.ashall be qvialiifiedl

138

!Procedme; fo be Folowed by the Sumrt Team

The support team shall de ermine the proredmes to he follo\vedafter comul!l:ation,iifu tb.eevaluator and the teacher. d!.

R§)Ort~

.Atlhe oomplelionof the support senri es, a \ rr.iittenr~rt shall be S111bmitted aJt a conferencewith t!heteacher. The ,evaluator:shalilrecei\ e a oopy of the report. e.

fo]]ow-lJ_p, .A.:fter 1!birty (30,),dar if in llie jl!ldgmentofthe evaluator or at llie reques of the unit member the l>upportR.ammay contirmieuntil observations and evahmiom. are broogbt to safo;faclorylev;els.

139

I - Consulting Teacher Professional Development Report UNIFIED SCHOOL ISTIUCT

Cons:11lting_,,T,:.eJ1.:c'he,r Pi: □ ft-~-siou I Development Rcpor-~ Nlll!'ne:______________

D~cnt._·

Scbool Yea!':_________

--------------------~-------

Ciolli: (Ba.seiltmjob destrlptioll,) Aoantnpl.i~el1t ofGo:11:

B.m:doo: . • •

Se.IfAss ~tio

ent

by Bvalmtor • Pe«F~111ck • Nsw'!;cachet F,cedba.ct

Tea-cih.c:r's,Sigm.ture: _____________________

B~r•~

SiB!l~ __________

Director ofHumllli Resi:>111:e«;: ______

.,...

atr;,: ___

Ti!le,.·________

.---iil!e: ___

_________

DMoc___

140

"Our Mission is to Provide 11~e.licy Educational System ~hat~urcs

1-•

Opponunir~ for'Evili')'S11.1dent LO wm and M~! !he Clll!lle:n~ of dJe f!!ll,;i~

Permanent Certificated Personnel Evaluation Standards Selection l'orrn 'R.efer,emN: C()/lec!h<eB.wgair.irrg Agree.·n,m!, Article 10)

Employee:.___________________

Evaluator. ______________________

Grade/Subject Area(s): ______________

"osiw:n:, ______________________

SclioolYear:___

- __

Site/Loc:Jition:. ________

Date:: ________________

Dindi.ons f.or U!i1t:

141

I) Permil.nentunit me,mbcrs ·will be-"''aluat,edoo only tbree (3) CSTP Standards acco~di"g [O ~e foll-".!wir1g:\Vllhin the first twenty&five (25 work days of the unit member's.work year, t!heevaluat,or selects one (I) SWlc!ard~ tile unit membe-rselec(!,one (I) Si:and~. Additionally,.al! unit members will be evaluated on S1atidat1d6-, "Dewdoping-a.~ ,/:lProfu.~ionaJ Educator.·• The se-lection of'Starid~r,dls by tl:e evaluatorand the uni.t mcmbtlrshall be mad!a! 011this. form. All :forms sh.all be available to um.ite1embers,oct the eleettonic ev0luation sysi.im,This fonn sha.11 becomea Pfl.11 of Permanentunit member's evaluation.. [Referenc.!':Ar-ticle .1O:4.(J,~,-1i(m 1(i) tr.J"11 l (ii) 2} The evalu.at.or and die permam::n't unit memb(;r in acwnl1uwewith Dir«ition I above mu:;t cacl1sch;~t on the li11ebelow. a CS.JP Sumd1ud Ui]l'Ollwhich the unit mernbi:rwill bi: c,wal~todin the year ,;itcd on tlilisform an::!tne11each must date 11nd sigri the form Ail forms shaHbe availableto unit membefl 011the electK1J1ice,,aluat.ionsysles.11.This fomi ~hallbecomea part of Pernnanentu.nitmember's evaluation.

[Rejtr1·emce:Arlicle WA.a, Sec.'1«m J(i) thru .l(ii)} J)

Upon m1.1rual agree,ment, the employeeil.ndtlie eva.ll!la.i.Ornn..Ly elect to &fer the c,,,aluation cm: yi::aronl.y..

·CSTPS1ande.rdSelected By rcnna.01.-n.t11:inpr.o,•ce.:

S1.1,ndertl __________________

P'ermanentEmployee's SigiiiU1.1re _________________________ Evaluator'sSignalure______________________________ ,,•aluatinnDeferral S.ig:naturei

.valull,fur.

STI' Stan~111d Set~

Stan.ad _______________ _

_ Dati;. __________

Date __________

J - Evaluation Standards Selection Form

Fairfield-Suisun Unified Schoo] Dis1rict

ni::;,;t i::,;ah,1atiOlil ohhis penne.,entis deforred ouescltoo,I year only.

P'errr111!nent Employee':. Signawre_______________________

Evaluator'$ Signature ____________________________

July 200'.I( crea!ed '.Ill /07)

Revised (MOU-5/3(Wl3)

Date __________

_ _

Daie

------------

142

"Ou.r M iss;iQois t,;, Pl'QVi~~a Q,;,a.lity.li.d,uc21l~m,I. Sy~l!em!li:11 As$wi!t ()pportuniti•i fo,:rE,..,ry Srudrnl 10 ll!:!lma-n.dMoot tilt~Cllall~11£<'.S of chfiF111.tJl'i!"

Certificated Personnel Observation Fonn 'Rejen?,u:e: Ccllecti~,e Barg.(Ji.11.ing Agreement, Al'lir,:le JO)

Evaluator:____________________

Employee=-------------------

G:radc/Subj~clAm!(s);.______________ SheJLoc::nloo: ________ ~stan.d:a:rd Sdoctcd by the Evduator:__________

Surus: __

Tempo:rary __

Pr-obationary-Zer-o __

Position:____________________

Scru:iolYea.r:______

Date:_______________

_ ~------

*Stand!i!rd Selectedby th.cUnit Member:_________

first·-Vear Probationary __

Seeood-Yea:rProha.tw.n,a.ry__

_ P-ermaoen1

DJroc•iloc1M1 for u~:

143

l) During llhefirst thirty {30) da.y:.of the unit member'.$.work year, die ndmini:slra.i.Or will convene a.ni.ndi'lliduitl ot S,cltooI Site Staff meeting in orocr to diseussthe c~·aluationprocess and st1.mdards. All lllllitmemberswill be providedclcc'1irnnic oopies.of Ilic California S1a11dards. for the Teaching.~rofession.:A Description of~rofessi.ooal_fta.c:tkefor Dlifo.mia "[each,en. Upon request, a.unit member may be pmvid.edwith a hard ,copy1Jf1ihc:CSTP. Th(:llil.mdard:; and.~lemcnt:;ofl!hc:CE!.lifomia StanclArdsfor die Tei!ohin€_l Profession wi.11be disa.itsed .in.relationship to the FSUSD Ob.scrvat.ion 11.!ld EvaluationRu.bric-.Ex.ample5of ev idrne~based evaluationswill be providt:d. Staff wi.11 dfacu>~lli the process and an opportm1ityto ask questi.otis wi1I.be provided, (Reference:Artide J0.3,Section b)

2) Th.eauthoriz.edcompon.e:nsof dam ~o\•alida1elhe CSTP inclLidenot onl.yformal observations, but may also•lndude observatiorusof lessthan ri::por~, thirty minutes,classroom walkthrough:s,lesson plan.sas design-cdl:,y the clas=om lc:-aclter,oos~rvatfonof report cards arid!pro1:1r•i:::.s nd recon:fsofprofessioniil development actlvlt[es as provided l>ythe reacher. (R.efenmc(~.· Artfcle 10.3. Sectlon e) 3) The FSUSD Observation and Evaluation Rubric wil I be usecl to l)l"ovldemeaningful feedback and to sen,•c:as a soun;;e for d~i:ussion. Evidence ba.~edc.ommeniswill be provlded. Followtn,g e,acEiformal observ.attoo, the unit mem'be:rwill r,eceivewritten feedbru:ik no less dian A poo;l observallon confer,enoewlll be held no later man ten (]O} workdays tl:rrcc(3) workday~ prior w the posl Qb~r,,!IJl:ionCQ'Tlfl::n:ncc:. followingthe formal obs11ri;alion.(Rcj,mmcc: Arlfde 10.J,Se.ctionj) 4) Pe:rm1;m,1mt,Pmtmtio~ry alld Temporary unit members will be o!bterved using this form at least two times th~ougho1.1t tll(? course of th.e scbool year. (Referrmce: Article 10.3,Seclion d) ~Al'l'lie, 1i;,i>em!an~~ U~ilMcrn!J<:<JONl:r

K - Certificated Personnel Observation Form

Unified School District

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153

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157 Administrator'sdire-ctactions, imolvcmcnl and suppon thtt wlll be providedto assist the unlt member,(addpages if necessary):

• •

• Employee's Signalurc.________________

Evalu.ator'sSignaliUre ________________

Jul~200?(Re,•1.'led ii 1101), Rell'isetltMOU-5/J0flJ)

TlHe:______________

IDare_______

Dale_______

'011:1'Mfsslio11 ~ -x>Providea Queil[fy Edu,-11tio □nl S~em thiiil,\s91!fe5 O111l9111'1l!l"'1~S fw [,,e.,. S1,111#n!!0 Lcirt1 iillldMeet111~ ,Cl:iall~~a, of 1he F1.1t11rel'

,ertificated PersonnelEvaluation Fonn 'Reference: Collectf~ B(ll'gaining Agreemem, Article JO)

Employee:,_________________

Evelmitor:___________________

Grade/SubjectAl'.'ea(s): ______________

PO:!iilion: ___________________

School Y..ar:______ Site/Loert6on: _______ StnndilrdSelectedby tfle l:;valuato:r: __________

_ _

Dale:____________________ oy ihe Unit Member.________ *Si!iiru;I~S~l,i;ct.,d

_ _

Sta,lm: __

Ternpo:rary __

Probationary-Zero __

fri~-•~Year Pr-Qbati,;miuy __

St!cimdl•Y1.-ai; Probationa.ry

f,i?rm:rnent

158

Direction~ for l!J.'IC:

1) Duringthe frn;t thirty (3(~)daysof I.lieWiltmember's work year, the admini~tratorwill convenean individu.alor SchoolSite S1affmeetingin o:rder to di5'll:SSth-eevaluationprocess .iml :.t..1nd3rds.Al I 1,mirtmemba-swlll be provld~ elec1mn1cl'-Opiesof the Ca.1Ifornia. Swidard:s for the Je!lchill11 Profc§Sign: A Desc:ription of Professional P'racti.cefor Califo:mia Teatiher-s, Upon ffllUCst, a uriit memberma.ylbepr-ovidcdwid, a in relat[onsh[p hard cop,y oflhe CSTP. l"he standa~ amJ efo~nt5, ofth~ Califomia Sui.ndanls for rne Te.aching ProfessJoo will ibe discus:secl to the FSUSD Observation and Eva]ua,tlottRu:bric-.E:,;;amples of,evi~l'llQ!e-ba~c,•alu11tfonswill be pm,•i.dc:iLStaff will discu:sf.1he process and an opportunityto ask question~ will be pro\irded, (Referenct.~:Article 10.3, Sec/ion b} 2) The authorized oom ponents of data to val ldate the CSTP include nQt only formal observation~ b:ulmay als.o include observatioos of less ihan thiny min1,1.te:;:, classroom walklhrougJls. lesson plans as design.-ed by the clas.sr,oomteacher,obsi::l"\'ation of report cards .an.dprng~5s r•cpDrt5, and rec-0rd.s ofprofcs~iomiidevelopmentactivitiesa.~pro-~·idedby the teache,T. (Reference: Article J().J, Sr:ction r:)

3) The FSUSD Observation and E\•alu:ation Rubric wi11he u.sedto provide:mc:a:n.ingful feedback and to sc:rv~as a SOlDl'Ct:for disc--\!lssion. Evidence· based. comments wull be pr-ovided.following c~ch fonnal obserwtion. the unit memberwill receive written feedbackno less than thr,tc (3) workdays prior to lhe post observationconference. A post observation,corif'e=ic-ewi 11bo hold no later Uumten (I 0) worl.days followi.llg the formal observa1ion. (Reference: Article 10.3, Se-cli()lr 4) All unit mem~rs, wilI I'CQCi,;ea final written evelmition report, and. an empfoyee/ev:l!lu~tor i:;011 fo-re:necwill be lndtl .at !e.e.stthir11y(30) workdaysprior to their Ja;stwork.dayin th~ ~h(ial year in w'hioh l!lleevaluation took place. (Reference:Article I 0,4, SectitJP?S (a orb)] ~AIJOlil;,ooII~,

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Fairfietd..Suisu:n UnjfiedTeache"rs Assodation (F,.SUTA)an.d Fairfield-Suisun Unified Sc.hool Distr.ict {FSUSD) Permanent Unit Member Self :Eval1111.ti-0n Tool

January 25, 2'023

The District and the Associationagree to pilot a Self-Evalur1ti.on Tool (SET)to benefit both permanentunit membersand administratorsto promoteprofessionaldevelopment,growth and constructivediscussionof effectiveteachillgpracticesbetween evoluatornand unit members. The purpo~ of this Men:iorandrnn of Understanding(MOU)is to provide-atwo year period in which qualifiedpennanen·tunit me!)lbersmay uti1izethe SET in order to provide data and experiencefor 01eDistrictand Associationto assess at U1eend of this period_ A Theprocednresbelow (l-I3)include all proceduresfor Self-EvaluationTool (SET): 1. ~Y p{;tmauootunh mem:t,erscheduledfor evaJuationmay elect to use llie Self Evalu~tionTool if the Pennanent uniI memberhas tecieived''Meets or Exceeds CSTP'' ratingson all standardsin their two most recent con~eculiveevaluations. 2. Pennanentunit membe"rsshallhave the option to continueto use the SET for con:secutiveeva,uations,.:upto a maximumof two oon ecutiveevaluation.s. 3. Penn.anentunit m.embei:s not in a classroomsetting shall be able to utlliz.ethe SET. 4. Curriculwnand InstructionCoaches,Teacherson SpecialAssignmentand Consulting teachersretumi.ngto a traditionalclassroomnssignment,shall hav the option of SET. 5. Pennanentuhit members,in consuhationand agreementwith their evaluat<ir,sh.al] select two area of focuson two standard from the CaliforniaStandardsfor the Tea.chfogProfession(CSTP).tf the pemmaent1,Jnit memberand the evaluatorcannot reach.agreement,each pi1rtyselects one standard,.in additionto Standard6_ 6. The two focus areasselectedshall be indicatedon the SETfonn and both the unit memberand the evaluatormust sign the form within the first 25 workdaysof the sch¢o]year. 7. The final ovaluationconferencesltal1be completedno later than 30 work days prior to r,heend of the unit n1,e1p,ber'swork year. he completedSET foml.shallbe St;nt lo the unit member's evaluatoratleast 10 workdaysp,ri-prto this scheduledconference. 8. Unit memb rs shall fill out the Unit MemberRe ection portionon the S.ETform as a self-designedreflection. 9. T11eevaluatorshallreviewthe completedSETfot1.uand may add comments. 10. The unit member and the e.vaJuatorshall sign the completedSET form no Latertl1an 30 work days prior to the end of the m ·t member's work year. IL If for any reason the unft inemberdoesnot complete tl1eSEToption~the Ltnit member shaUbe evaluatedthe followingyear withoutthe option of participatingin the SET;12. If the SET is not submittedto HumanResourcesdue to error, t11eeval.uationis deemedto be complotedsatisfactorily. 13. CertificatedPersonnelSelf EvaluationTool Fon11 is attached.(Pendingagreementou the attachmenton the ET Form.) 0

173

The partres agree tltat tliis MO shall be subject to Grievance Prncedures Articl.e9. C. Thi MOU will expire aulomaticalJyon hme 30, 2025 unless agreed otherwise in wtiting by the p~rties,

Keo Whittemore

AssistantS11peri111endwt Hun1~nResouroes Fairfield-SuisunUnifiedSchoolDislrict

Fairfield-Sui un Unified TeachersAssoei.ation

174

-nified School Disfrkt Ce.rttffiratedPersonnel eU E\·aru.ation Tool SET) Form (Ko_fot--"'1N: Pmm.iwn:UlnitMam:b<o-:ir;;,..um.mn'.l'ooL'mwl•10 M

P,funanent ni.tMemiber: -----EYalmuot·:-------Gr. de ubjeirt At·ea(s): Position:_________ chool Year: ite.lI.ocanou:--------

-Er.·

_ Date: ---

On•ni.n,: You hmre elected to pmic~are iinIIlre.Se]fEi.rruutllt:ion Tool process to promote professiona] de,relopment, growth, and!constnmti,,,·ediscussion of effecfa-reteaching practices your ite adnrimstrntor benveen evaluat1JTsmd penn:mfmt mri,tmembers. You have worked will:J. in :selecting ;rn ofl:he Cal!iforniaStmdards for the Teaching Profossion (CSTP)to, focus on during this eva11!1aition cycle. If you a!lldyour s.ie admimstrntor cannot reach an agreement, you Y om Sll'lf ~.,illSit'l.econe sta:n.danl,the s.iteadministrator will :select one along wirili.st.aud!ardsi..x.. evaluation of the stilnd:Mdssihallbe made on or attached!to th.is form. CSTP Standards S~ected

ignatu.1·eof Agt-e,ementof Staudat ds Seleeted:

P,ermment Unit Member

Evaluator

Plea.5'2reflec ,QJl the-.school year. E.'aluate yom progress tow--=1-d the-CSTP go tba you sel.e,ded aml provide e,~ce of your Ill!:.dmgsto your ei;,a ato.r. Tiie fuial ,e1.,alu;;:ttQco.nfe:rencedill be comp.efed 1tohrfa tb;m dmty (:30)wQd;days prim:-to-the end ,ofthe-imil-memben workday. The cmnpleile-SET fo1m. sbaU. be sell.tto the umt member.s ,e.,-aluatorat least ten (10) wo:rkdays pi.io:r .o this sche ed cQnfei-e:m.ce..

nit .. ~mbe,.· Rdlffno

175

~fember Rieflerfi.oni:

Rec,omme1uL,fi.on: Toe,SET :isdie8lgnedto benefit bolh fue peilllll!llentl!IIUJt membeTa:nd admini,;traors to,promote,profes.sionaldevefopmen growth, an~ con.s-tnmtive ruSC'll.lssion of effec,til\o·e tea.chiingpnictices. Pl\ea:seprmr.ideus with recommen.d.11tioru on hm.,,to .impro,,efhe Self Evaluation I ool proces"'S.

Pe:rma11entlmt

Eu1h.i.atoF

Dat,e

176

liembet

N - Support Provider Job Description bctw,ecn. tbe I'&irfield.Su:inmthillied 1,~' ~Oen Ulli

Fakrield-sSummu~

Sr:hoolDin:i;t

SUPPORT PROVIDER :P.RIMARYRFSPO.NSIBILI'lY: . ,(Mdes a.ud. esmtsn~ IE:acherswho c:urm:il!.y hP'c an ,merpney credt:aliu and--. not ,ellgt"ble• tom bw o•ass~ Amaccimamoftwo (2),yean of~•IUY 'bf.provr&dto eacli JJCWteacher.

USBONSIBU: t,o: Sjte~ipal:

ASSIGNEDBESPONSIBlllllES: . Mceu 011a ~IIJl]ariyscheduled bw vrilh lhc U1W ~1)

,l..

It lhDi~hOO:I d~ •

001Hv_ahwi-vecwsn>om vwta.tioPSat J~ foar times d'<lring the year. •

~dm.1,

Assists thi:r~ teachMm.refl.ectinJon CUl'Tl!11t·irlstructitmal ~CC5 ~er d:w!opment. •

i!llld iD.te:ttinggoals for

•

.Pmvi&t :irlfmmmltm, m.netiali andRSOUWC:S to wist tbo·naw~ in ~mpJeling c!amoom and Mlhoolduties. • Assis the • ew t:w:hcr in ~cessini appropriatepmfm!ona.lmelopment a.c~tics . 6.

.Asristswith CID'l'ic~ plannfug,~ p.bm.nmg, and ~ ma.nasemetlt blued Q'O ~ n=ds of .e iodivi~ ~bcr. •

Malillainsa inm:ithJy log of . eetinitim~ and -f' 1nrifos. .

:s.

Atei;clsininillg SCS$lons 1~r S~ A-~•

l'rnvi~

a:sproVicfod ia 1th;Prpfesslom.l DeveloprPellt •

IWNI:MUM,OUAI.J:FICA:TIONS: ~ ~ ·u a Fa.irfi11Ld-Su1s!.ta. Umfie-.d Sieh.oo.l Districteartinc!W!dempfoyec. 2. Exeelkmti,wluationswhicb dl:'.m~ ex.mipmy pn:ifessionaI pracd.c:c. 3, A r=cordof eqoiq: p.articipaJion in P:ro~oiial Dcvdopmcat. • ' 4.. A commi~en.t 1'Ds~ a ,d.i:ffllestudc.nt. pcpulatiOlL . .s. Knowl!:daeof~ an.ii.diltrict cwrlculwn.mdwess:meutilalldazds. 6. LDc::mdat the same siltl :u thebeginnmg·t=i.her. 7.. ~ iD~a.al and cclDl!lmiie;atlon still$. '

snrnm~ .$1000 amiuallypernew ~.

e:irwitha eas;~foad maximw:c. of!:bRe(l),

9-cW~co ~

"* ote:

niountincre

sed.to S2 000 e.lTtU\le '1/1/1S

177

O - California Education Code section 44922 R.,esomces,I Education Code I EC 449 Redu:crion in. woildoa.d otwithstmdmg my other pro,,'ision, fue governing board of a.school district or a county superintendent of chools m.1yestablish regulations which al!lowtihei!rcertm.cated emp]oyees to Fedure their work oad i"om fnil time to, part-time duties, The regu]aitions:shall mdude, bl!ltshall not be limiitedlto, t!hefo]lo,,'lllg, iifthe employees w:ishto reduce then ,,,orklo.aJdmd maintain retirement benefits p11rnu:mtto Section 22' 13,of this. code or Seotion 10815 ofl!he Go\-rernmeutCode: (a) The employee shall have reached t!heage of 55 prior to reduction iinworhload. (b) The employee shall have been ,employed full time m. a.position.Fequiriingcertincaition.for at least 10 rears of whid1 tire immediateliy prieceding nve years were finll-tiimeemployment (c) Dnring the period immediately precedliinga request for a.reduction m.workload!, th.e empfoyee sh,allhm;e been employed full time in a posirtionrequiring cemficartion for a total of at leas nve year· wiithont a break msenrioe, For purposes of iliiis:subdiv:ision,f.llbbaiticaisand oilier approved!leaves of absence siballnot constitute a break in ervrce. (d) The option ofpart-time ,employment shall be ,exercised!at the Fequest of the emplo,yee md c-.anbe revoked onlly11viiili the mumal conrent of the employer and the emplo,yee. be eaming Ii.ad (e) (1) 'The employee shall be paid a.salary tibatis tihepro rnila share of the salary he or she 11vo1ild he or she not erectedlto ,exercise the oplion of part-il:iime employment l:m shall retain ill other rights and benefits be or sb.e makes. the payments lhat wou!d be reqlJ!iFedif he or sbe remained in full.:lime emplo,yment for 1'lthi.cb (2) The employee shrul.receii\i·eb.e.althben.ents as provid.edliin Seotion 53 01 of the Government Code in th.e ame manner as a flllll-time,employ,ee. (f) Th.e miin:imumpm-time ,employment shall be the equivalent of one-lialf oftb.e number of days of senrice required by tbe employee's contraot of employment dm:ingb.i:s. or lier final year of senri e in a full-time position.

(g) This option :isTumtediinp:i;ekindiergmenthrough grade 1 to oertificated empfoyees who d'o not bold positions 11viith salaries abo·ve fusatof a schoo] principal. (h) The period of this part 0 1ime elDJ)loymentshall include a period of time, as &pecifiedin the regufations, which haU be up to md iinclude five years for empfoyee.s subjec to Section ·OS15 of the Go,;rernmentCode or 1Cl years for,empfoyees subjeot to Section 713 ofthi~ rode_ (ii) The peri.od ofpart 0 1ime employment of employees &ubj,ectto Section 21),8I5 of the Government Code siball not ,~tend beyond the end of the scJhoolyear during ., b.idt the employee reaches h:isor her • Otli.birthd,'l}'.Th:is subdiv:ision sh.illnot app]yto, any employee subjec to Section 22713 oft!hi:srode_

178

P - Mentor Teacher Program (former Article 28)

Th~

m~r-

Maaiu

pt'iPgram

pur..U1!11l trJ lnll llm)tf~(i C!!(iforni.a

and

lonJVr

jor1Mri'/t~qµcJ

UIIWIV:. 77.iiarpli~l'Wn in

IJu,

- ,w kmg~

~trial

[ltTlihd

~t=e. Tht.i:.1angi~e ~roj-!Jrfimue. JL5'il if n.e.....Jed:

~ aP-"J'Glad ' I t1:,~ QJ 111·an appe,ridl:x

,l'\.fE,l'ff'Oll ILtCffl::;R PROG!t,W

Th1:-MentoJ Ta.cher Propm is a.ca.tq;;orleal. ~

m ! by th~Siartso.fChliftm:iia.}JJ

;i,ppoiatmemsaf mf:01:M ~ ue mllde pending: Dl!llltingby thGstate. Thi.:,froiW!l is 'lntffided•o ~ge tea~ • mwe1D·p1.1m1e, e:tOI;! 'tml!tl wiJlrn~1 Lhla!i'r pro!iw~iol!. !lfil] l'3 pmvlde lncem.l.iveso i:.lli::Mn.,of dcmoDSl:rn!cd ability ;mi! exp.emse 10 rem • , iB tb,;; pl.!blic Khool ~c:m. Menkrr teach=;. p:n;ividc~ a,mlguirl1moe1tJnew tmt:bm; MSist.mcc·to, ilh« tcachcra wlw IOin:csf&ii service; aming. ia='vic:c, or pm COO£hl.Ii.g; ittl.d.ie:Jidershlpor ~ Iu,cm. i!!!d1m1 devclOl:ffll~timd 'lrnpl, ·mmtM.

entorTeacl)er Seleetio11,.Qommciftee

1. 11.

hi mordwio!,

·Iii &Ill •ba. CtKlo 8Cll'ticrn 91, lh t 1;:n\0£Tt..1.lal! Sdl:lciiun 0otliposcd of rrix {fi) tcachm imd fiVt: (S) certifle11.tcd

C(imfflf~ a!:tall!be admimshah)~.

t;_ . dates deciioo. to tho MimfD'r'l~clm ~d □ l.:ommllt.o:: , bl) D.ODJ.i.Daood in ma.mi.erIo b, delelmil!ledhy the Ju ociad.mi; secret ballot eaion s be condic'ledby the Assocla.fumrunoogi!ill ~--chcra m.the,Distrie'Ito 51' rot tbe eo.cb.ermcm!.,mof tlae Memor Team Selection Co:mmittre.

1::..

Bech ~ of 1heMentor Teaioh.l.l'l' Sll,ectioa.Committee will S'el'Ve •• dl:ree(3) yeilif 1mri wlib o (2~of l':hesh::~6)pogj,~ el.ecttrleach ~1' .embers:Illfi)' be c crted to i=.rc oon=uti~ kmu: mth~llttliwit.

No Clil(l:Dlbet o.f !he Me:m.torTeechm-Selr,dioo Co:i:ll!ltJitilcc :sba.ilbe 11tllmmtedto meotorsta1W.

,c.

~ ¢ lhe Mentor T~cb - S~OD wajom:yof !he cotnmtlttecm~nibem.

Ee.dimcmb--.rof the iemo TeaclierSelectionCommi~ :!fua.lJ b ~ d the prevailmg bD11rly ralefar e:t1t;t 'Milk for eo-o:mili!tee du'liies pcrfomicJIout~e of the tcacb.erwwk dil)' dlOl'year-,but ~ of : ~!mOD ml no·.ex~ tww,y Jim.en!:

•Committee sball be sch.edl/ll~d: by

(20%) a-f-~ proa,rimt'iSI, •i:mni ,ti,voinei,me f'oC'eacli s:.clioo]yer.r during whl~ m-e ~~ Mid l'liitifL1&1 ·i tlii!!, Mo!!i'tffi'I''ii!!:u'.hr.r ~lb.":fi{\ ('..-.mmitt.-.r:~ ,of lhe I~ mc::mbm of !be Mc:ntm ~ Sd.ectio:P•Committ1;1e, ~JGru.~ t!I.Clui:ling i!i:~.uy ln">•elfur obs::rvPiti.OOil, mil bi:ipe.i.i~-J,XW&il.ing Disttict rat.es.

mmtrll'!I

179

No, pers:an :t,;11!~ dr.:t:l_eni>tMo e.m!!llDll" ieadu:r miles.:hdK

(1) bokfa a cutn'llt

C'alifomj Teuhcr ,CTcdcruiitl,(l} bu lcluevodlpi:'llnamwstitw ill tbc • miicl.d: SuismlUmfim ScbO!lltl Disbid, {3) l!» ~a:l •.reoemc,ipmmc:.e as • elll.SSl'OOlll ~. qd (4)d onstrm ~·wy ti:.iehmJ ,biley q ~ by, llmO.li.g ofh 1ma,jr,\l iw ®'AlmUW~0\11 dill,,, irobjN:I~ft"'t llU!,!r~ nf ~chm s1tttegies n~ to meet the

~ Jlu11M8',', ""~

m•-lll""l' n:f a

n-=is of ~ in diffel'Cll'.L.

eo~b,

11;,

A11;Jeligl;ol,vnatih~ -Q~· lhlm,~ of-th , 'mkif r-:t.;,,b(t ek@o11('~ltlle . may ;appJyfol' fheme:nmrmw D.ll I fumi to be providedby tlie MentorTeu&CI Set~~.lil Committee.

ODl,y~,;:al~

m;mkra tJ lh~MU'f fe-a.di.~ t~ O)mmilt~ :a:iar~'ti pcr:,aonclr.nfrir.mati,;m or WDIJm:tmitmoos:/c;>b5qvmonsncot.m,ry to !he ~ded:lon. pro=s.

Th~Mi::morT~wor S'ilI~UIUI mitt= ehNll!,;)1M'l.ilk 1111-~l:nf,Qr lhir£eo ~~ whi;, :recalve1ml afmmati,-e,vtes of twQ-ibi(d!r(UJ) of the me:mbm:8 pres1mt,(not to ex~ the rnmibe: allottedby 1he,State ~cnt of Bducatl:on). Thoselocdo.ilooumli.ttoemay,mollCHJlina!I)fil.temliies• in prl_oriiyOlder.

TIienwi.ili!liitio11 Q,f ml!®klmand al~ wU be,pregentooto CheCi-ovemfllg Board which mu! des~gnt11to ;ill men.um;aod al~. l'~i;w detjgua.tsd:l:i ntS!;l.tar ·le!ir1i.eni shall serve fi:'t:\m. the da1'etlf destl~llfiln l.llmil!th.e end of 1h.e:!diooJ.ye ,duriogwhich do:.!ii,gJU11ion Oc:.a!Jl, b\.lt!. ~Ii!may be duiguatcd for 111total.of lmCo , ) consecutiveY(llrs :ithoulre.ipjilicatio11.

Aila smmg 'ibr-ce(3) oonmuth~ ~ a mentormnst waft ,one(1) ye.arbefore w b~,11mmfm't:e:!l!ahi::r.

mippl)'iQH

The:did:ic~,of cacli mcmm·l:cac.b:;.~ be.indi,viiiually dlettmriincdby 1hcAssis!mt Su,p<::rinkooe¢/Educa,tio Sa\m or dooiJ,LGS in ,ooos lmit1!1 with th 11'.l'Iutcd mM it~.'

Me:ltor!l lll!'e to be Ndesignwtoofer a OOCOJl.d OI! fmrdiyear nsed up:m fwfilliDg ·lbw' [JIC'.tl.lOi; obll 111:ions.

DQt ~~ the l].lbllberw.lottedw-ihei District by tbe &Ule, l'llld.t:bci\'.rom,p=ation&fw1liOt uct;td the: $hl.te iillo ;moefor mmtor ~~m.

1i11.e numbero.fme:Jltor 'teadi.ersJ d

'No me11:!m tcacb.i::i: shall pMticipll(G, • 1hr; eV@lwmo:n of ,o-k unit mt:mbc:ra Oi bi:, ~poeued. b,y lhe District lo testify~ 11,anit membet'in 11.Dis'bictifucjplimacy pwccdure: 1111mmlt!I ~ .sbll ~mise 11.dminimtivc t}I S!ipc..is □,y ~ty ovec otl!e. unit 1ni:,mb~ •by ~of hisJhq ~ptiou U' a lillCIJ.to1' teac\et. Cammunice.tio.3 between:mer.tmteaohern 1111d ,othertea.ch.erswll be prtvil,as«l,

Archived LIUIJl,ml~c. previ:ou-ly Article 22.1 ..11.:Menlo, t~a£han :mi:1catP.. ri<'il.tpro rom managerswill be inclvidedill mond1-endwamui.l(s)and not su.bj,ectto STRS.

180

Q - MOU: Consulting Teachers of Understanding

Between Falrfietd-Suis.!JJl Un red Teacher~ Association .And Falrfield-$1,.Jisun Un[ ed School Distr1ct May 22, 2014 This Memorandum of Understanding is to create: 1. Modffy the Job description of Consul ·ng Teachers. 2. Exmnd Consulting Teacher terms of seivioe to five-(5) yeaars__ 3. To create staggered tem,s. for C:onsumng eaahers. so that consul ing terms are in a s1a.g:gered fashion. 4. The Human Resour:ces Department shall maintain reoords regarding the terms of Consulting Teachers and shall • otify the PAR Committee of pending vacancies due to the expira ·on of terms. Addi anally, t e Human Resources Department shalll notify the PAR Committee ·t a vacancy occurs between terms. Rationale: Having moved to 1he new SB2042 Induction 1Pograrn, qU'a'11ifying new teachers are placed into the B SA Program for two (2) years. Consum g Teachers have different resp,onsibilifes to help ensure that all qualifying new teachers co plete all requ·rements of the 582042 nd'uctlon Program. Creating1terms more closely alfgned with the BTSA S82042 Program would be beneficial to•ailllco:noemed parties. Si oe a gre t deal of time, energy and expense go, Into the "retootfng" of a teacher for the Consulting: Teacher role it is more cost effective to have the Consulting Teacher serve a ,1ve(5} yea term.

Transition procedure for staggering terms: •• Based on District senfority, the current Consulting Teachers will select a posltfon from tlte attached cha Ona pOSition(1) will conclude at the end of the 2015-2016 school yea , one position (2) will conclude at the end of the 2016""2·017s.cnool year; three positio s (3, 4, and 5) wnl conclude at the, end o the 2017-2018 school year; two positions (8 and 7) wi11conclude•at the.end of the 2018-2019 school year. • • The attached cha.rtclarifies the ansition of terms and the overall effect The creation of additional Consultrng Teacher positions would lbefor a five-year (5) term. • Subsequent Consu1ting1Teachers hired will be hir~d for a tive--year(5} term. • The Parties ·njo ntly determine 'he date of the Seleci!lon Arocess outlined above upo:n the singing ofthis memorandum. 1

This Memorandum of Understanding will become effective upon signaturo, of both bargaining parties, This Memorandum of Understanding will: be added to the Coll'ective Bargaining Agreement upon signature.

. Chair

181

of stagg dn,gte of C. posilLorisfor pin,rpose

.--------r--::---:-----:-,~--~-~..,-:---r=--:-~-----------.------1' ;;u;be1·

C n::.1.1lting_ Teacu'-f I

C-0fiSU

Teacher2

1 ins. \'1!11.r r 20 l l (fasr full y,ear)

cl101i1I Ve:'!r

11·,eaar 2014-lS

.;.;0,15-16

Year4

Year

, tho

Yeoo:

Yi::ar4

'1SY hir(1;) CorisuHin.

Tee.h 3

Con Oct

Ye:ir I

Yi:ar 2

{lir~tfull ycsr)

through 2017• 18 (ruid•y-eM

---,-,----t-------

Co JilJll~i.l.L)'

J:Ol3

Yecll'.l fir${full ycl'lr)

Y (l'.t' 2

i;rnglio2017-

Ui (anicL•J -bi ) Cm1sulting

1·eaclier 5

Com,ultlng

Teacher 6

Yeair2 2 i3 A,1g1.1st tluou t 20171E Contt: begiuii Y~rr l (fJ1 full y-c ) October 2013 2018thl'OU.!i:h

Contract bcgln8

Cansiiltin.g

, onm1.i:.tbegi~s

Tcacllef" 7

J- um:;-20L , tllrou,gh20l 819

( :st foll year)

,. Con;;.llltin Teilc.he.r9

/'2'2f"l0l

182

Yc:ar2

t'.'alrri,d4.Si.wu tr.ililod School DlmM J__,_·'!.D Rlffl~

w .ID.Ii,Mid c:a...::mr. .~ d!ilblc BTSA J.i:i&r.tica,w P I~ .. .rt11>ih!;>!iobdi=ri¢<,~. ~ mulelieJ __ tca~henin ~' -i~ti:i 1>f t lhw:imd t omirnt! lfl ~lllin a.Pn:ifellri:wil Clw ~lbi.l (TodlJ:tit<'I), Cofi tin~ _ :r.i !k, lllK ftm::tion DH>1~l'.iwi:in or thw [P!i!B, E'l'll~J!iar> ._,,d ~.11n~1 ddlloJ'ls air<>"'1111~1,1~~ 11::netim,. C'llll

us,

R 'to.r

• ••

IPi:IllPEW'Jl•CI!

f;\NI;l' ,uciE'lli"g

1 1n1 ~ht to eff«liYcl)•;:iii!~ r dusis im;lr!!cilOIIt.:it'Me'!l!;l;, Thl~po31Li:Jnprrwi,de,;,dltc>;,t lter5 oar.:t ID cnue cffeil11Y~tt;;; Iii ii &rnli ~001\ l'llr :LU

n.11;,.., uc,=meiv,; to

ic,;tnJctionol ,,u~ i~!leltti-

od,lj

, .

•

,HiSJCC{EQ MVQNSJ,BIUTIES: l. PIM,or,pnt ·"' mid impl~~a

-- ..l'IIA~~!ii001al

dav-•l,;>Jl~nt "l<ll'llllllp.sfur 'QfS

looiJGlillO zm PAI\

?..

l'lra,id~ l:ClctliDG,dcmQ!!IIGDOnascmt, i;oo,di Iron ,;,fvl.11lu.U0Jil:,. o'b5•rv~til}ll\\ in ~k. wlr.h p.laamng, ard ,;,L!i fii "or iw.j= 10W!S:A ln~lt.ln ml P·.~ tc,Jd;m.

~ r~11,1,1larLy ~ tl:wd lDOlltin~wiitrn

,i,

Mairuin a ID,Bof eonl:Jatl, ,c1>1'yllio1= a.c,11.usi;u,~ fur~ 1>-= ,lnd'/,gf ~ bl) 1111:Cllndm:Li,m equirem,;Mll.

.5.

r=•w.

Sllfl!")lli

'pmicip,ml (hg,1 1pcd'l'lic;ialtJ., lrnlei;.~

Col!,bQ.-r~ with IITSA bldutliiOn lodieo$ lo ,;!,:vtlb;p, L,,di,w';'!y!!ILe&mlti~ l'til: ._-.;1~!> I.! ·- 'fil"'1 l""':lillJ!!l t l}mll,l'Aiil IIJJd,rw,, re,q ' '

Prof.=...,,.,. 0-.lo,prn

,i!j.. CQ'll,a,~~~ "'Im 1!3J'tio~~-S toae11;:,r,;. ~"'I'. ,~.all BTSA l:oou,ei:k,n, rocp1i•i ..

C&'llfaml1.Co~

ii ~a~lisbecl by i!i,e TI'fSA In <:liilll1l'ml!Flm-

fit Tegf;,,; C11l<lcr11iating •!!d ti,; P.iliicld.Suimn

M,,a wi.'lh.l'.h~ PAR puddp1111'1Bte:u:'henaiii, r;:;v .W'E'AR ~i91i!ID ~wiw,1., 1111d ,de.-dop ,I FAR icn,11nrvlll!l!:nl ~lm;.

I!,

Provlrll I JN.ti&a ~ IICJ, l"AR Joon.1 PIIJ,llC;!I r::eJrniinG; 't!oeP!'V~ rnelillg,u11i •.i~~e.dJpcri'(iffllllll.C.. ~-g-f~PAR!mjl,~J'l!!!l,

9. !:'ilt!•ll!" tJ; miuq•

·n&niwity· ~

lttil'i!u~

~ or 1MI'~

ll1

PmklpDIJ11,0j11Qicgproksdar!il lllllllWll'U\Smil•,

iiwlopmemt,;,~nhl"-'

by !hi Coonliru!!ff et'Pni~niiMlol S!Mf

~l!Jdlll&C>'.l:D!mmlic,aJi!MI-1

ooeu:;~~001.

or :'fmt<l f'•Ait. te.ithcn

with !he,'PAR. Jo t Pao.] Oi$~

1o. Partb.ip,,i,,, in. 1;:;&1 i:t~i'lp wi1li Comll'ltlng T~ D<.-rdiapm~IIA l"ARIBT.SIL

11. MalJ:Aci•~!l'l-' mi·

mt,ihlii;h ]lCdb • JICi 11.1"•1•.

b> erp,md _

183

'~IINI StbNI IDiJtrim JOB DFSCRii"fl'O .

J,iftip; (Jb!,J:;Ji

Cllmw SLak j

CONS1JLTING TEACIQIB.

B~.I

CllmbrnB: 1.,1,;l!li:r:G-

184

R - Special Education Caseload Support (Form)

UNIFl ED SCHOOL DISTRICT 1

To: 'From:.

Special Education Administrator

Date: SUBJIECT: Caseload Suppo1rt

Thank you for agreeing to temporarily increase your work hours. The completed sec ion below describes the conditions under which your ssistance wm be provided. •

You will worikextra.ho rty to assist with assessment, I P development, a11d/,or -.-=-,=----specit1iedservices as listed in EC. 56362 (a) 1-5 for ___ not to •exceed_____ hours per month. teacher

Beginni g -.......,=--Date

and ending ---,=---

oat~

An hou ly time shee,tmust be,submitted to Ui:e-Special Education Secretary at the end of each month that you work extra hours. You wmbe paid y,ourper diem rate of pay according o the hours listed on the time sheet. • OR

,. You will :be provided with a substitute fo.r____ hours/days to assist with assessment, IEP development and/or specified services as ltsted in E.C. 56362 (a) 1-5. If it becomes necessary to increase or extend this agreement, you wm be contacted, Approved by: ________________ Special Education Admi istrator

Employee Signat re: _____________

cc: Special Education, Payroll, H man ResourcS<S

185

Date:

------

S - MOU: Signing Bonus for Hard to Fill Positions of' 11dersl0nding

Belwec:11 ·airfield- uisun l.foified School Dislri,ct nd

Fairfield-Suisun

nified Teacher

ssociatfon

May 19, 2021

The Distdct and tl1e ssocintion ·ecognize that, due to •currem labor market ndi.1tons, it is difficult for the Dl trict to rec it and hire employe:cs in certain position· within the beirg.1iningunit Th refme, dh. Di trict a1ld lhe Associ.atio11agree to as follmvs: Tl1e i cric-tIm identifiedthe following a being hanHo-fill positions; Nurses.

liiri g bom of I0,000, to e-aeh fully credentialed ur e hired a er·the The District shall pay a 011e"time they hold the proper preliminary or clear crooential for tl1e dale oftl c: signing fchi 1 U l)J'OVided positionto whicl they hav,e ee11assigned. Th hiring bonus payment wl I be prorated based on E, 11otto exc ed 1.0 FTE. The hiring bonu hall of b pa[d in tow (2) cqua.l payment • fifty 1:>ercentat signing anc:Ithe othel' fifty percent al Citeco11pletio11 one ( I.)year ofscrvi e. All payments w·11be ubject to on:Hnaiy deductions for payroll Ul purp e. _ Existi11gunit memb rs who hold lhc appropri te c den1.ial. Iisled abmre, but who arc nol currently i1 positions which r,cqui.rccredential, s 11!also b li,gib!e on Hin only, to roccivc the hiring onuses if they ai 1e selected and agree to fill open po itio s. All Ce11ifi.cate,d,taff ,. eiving hiring l:,onusc shall 11otbe ,eligibl.eto 1ra11sferout of the job classificalion without Dis dct .ippmval for thre years_ However,n th' gin lhi - emomnc:lum ofUnckrslandi, gshall to grant a11yunit membeJ' tJ1erigl t to, continue in any pos1itionor in emp oymenl witl'I the lbc: :011stmed

Districtfor any period o atme. his agl'eemenl shall be in effect from die date of ignature- through June 30, 2025, and may be renewed only upon consent of the J)urtie , confinned in writing.

. /_

,,. F

••

s ·s1ant Superintendent of lum tl Rcesources Fairfield-Sui·un ificd chool Di trict .;?().2 Date:~

.a her.; Association

Date: .?-1/

186

T - Tentative Agreement from November 7, 2022 Novetn er 7. 2022 , Time; i" ..LJ1 f'tl.\.. ,>

Article 2:2 Salary & Benefit

_· ___..;,....,-_

_,/

►-

_...-~-

Articl_ 22 alary and -ringe Benefit Article 22.1

Beginning January 1, 2023, a 2% salary increase will be plac oo the alary schedules. (AUrate and scheduleswith the except.ionof MA and Doctoral Stipend.)

22.2-FJ'jnge !Benefit~ For medicalcoverage FSUTA propose !:hefollowing: Beginntn Jan aryl, 2023 the District wiJJprovide up to 5914.00 per month per employ,eefor heaJthbenefits. BeginningJanuary 1. 2024, lhe Dislrict wiUprovide up to $964.00 per morrthper employee for health benefits.

Signedthis day . QV(.,mbcr 7, 2022,

Fairfield-Suisun UnifioclTeascners Association

187

Assislaol upcriotcodcut-Human RcsouNcs airticlcl-Suisun nificd chool istrict

U - Tentative Agreement from August 15, 2022

Agreement Augu t 15 2022 The followingagreements belwccn the Fairfield-SuisunUnified TeachersAssociation(P U A) anclthe Fl:lirfield-Suiun nified chool Dis:trict(F D) as outlined below pertain to lhc 20222023 school year unl ss otherwise noted. I Jenee, the following ·hall apply: All terms an I conditions ln th coUectivebargainingagreemenl between F UTAand F ·u D re1m1in unchanged except as lale4 belo .

1. Article 22 Salary and Benefits 2. Arti le 37 pecial Education a. MO Sped I Education: Work Year b. MO Sp cial •ducation Handbook J. District 'i ide ollaborationM -U 4. Article 18 As. ignmenl and Tran fer

5. WellnessBonus OU May 31 6. "MandatedTraining MOU May 11 7. Article IO Evalua:lionu 8,. .Article 35 pecialty d1ools/Pro •riims~May 31 9. MOU Equalizationan Evalualion LO.The parties will re iev the expired MOUs fu •update or ck:~clionin October 2022. erhe parties.agree lo continu to bar a.inthis item to completion with a Memorandumof Underntnnding as dosm·e lo lh Artie! . **The parties agree to continue to bargain this i1emto ,completion with ai Memorandumof Unde1stauding as clo 'Ure lo the Article.

en Whiltemore,F U D

188

22 Salary and Fringe Benefit The p1opo:.~al is as follows: Be-gin..ning foly 1, 2022, the partfos agree to 1he followiug: _rticle 22. i 1. The aJary schedule as ouHined in Bxbjbit A. Th.is salary s-ehedul wiUaddres cells at the lowest end of the salary schedule, ud will address the areas after JO, 15, and 20 yeai:. on the salary schedu e wh:ichprior to d1ishad been frozen; 2.. After the "new" salary schedule i in p ice as demo •·trnted in Exhib't A, beginning, July 1, 2022, a three-point six pwcent (3.6%) salary ·nc:rease will be pul in p]ace on lhe, following salary schedul : a. Certificated Teach.er Salary cbedllle (Exhibit B) b. Speech Language Pathology and urs. , la.rySchedule ( •xhibit C) c.. Adult Education SaJary Schedule (Exhibit D) d. Permit Teacher Salary Schedule ( x.b~bitB) e. Alll albtry cbedule :aind. Stiip nd with Ute clusion oUhc Dodorate and Mastcr;s Stipend whi:chwHlbe revise.dito $1785 for a Mas:ter's Degree and 2213,for a Doctorate. L A one-time stipend of$],000.00 will be paid to all 1.0 FTE bargain·og un.itmernbers. Bargaining unit members working Jess than a l .0 FTE will be paid the portion ,of their contract, for example, a .50 FTE teacher would be paid 500.00. This payot1l will be on civember 30, 2022, t,oeach bargaining unit member in the di trict accounting system as of November ] 2022. . 2. An()ther on~-ttmc stipend of .1,000.00 win be,pa.id to aU 1.0 FTE bargaining unit members. Bargaining unit members worl<i11g less than 11 1.0 FTE win be paid the portion of their contract, fore. ample, a .50 FTE teacher would be paid 500.00. Thi payout wi.11be on June 30, 2023, to each b.rrgaining unit member i1.1lhe district accounttng system a ofthe la t day of school, June 9,,2023. 3. Beginning July 1, 2021, a two,point five percent (2.5%) salary increase will be put in place on the following .salacyschedules: a_ Certificated Teaiche-rSahiry Sc.hednle(Exhibit F) b. Speech-Language Pa:thofogyand Nurse's Salary Schedule {Exli.ibirtG) c. Adult Education Salairy Schedule (Exhibit H} d. Permit Teacher Sa ary Schedule {Exhibit () e. AH. aEa.t·y Scbedulcs and Stiipen.dsind uUng , aster 1 • nd Doctoral.Degre

5. BeghudngJuly 17 2023: Guaranteed 2.5% increase ·Hiththe eu,ntio,g,eney=tli&t.,jf ~ . !/4rnttmagemmt-wi&add €0b\ mina, one pereeot (--1%)

ooaU salary sehedtd.es. .(e.!uCOLA et1111~ in 11:t 4%, 3% ...-,·ilM,e-:itddc.-d--to-al allll" sehedt1let. l.f the COLA for the 20i2-3-2.4. school ear e ooeds till current projected COLA of 5.38% • t the Go ernor I May 2.023 Budget Rcvision 1, the District will add and addifonal I% to, all ata.ry schedules above the lready agreed uptm 2.5¾ destrlbed in numb~r S.

189

The parties o.g.ree-4:9-fMe.1 tobe , ~ti.ate p1tteuti11hdary iHa-eases ft,r dte 20U-202.3 school yar. The parties ag.1-eew 1tuut by in 0etober 1, 3922 t@ nt,g(ltiate add iti@naJ--ongo~'"ftlld benefits b~n th~in he salary sehed•1k and the ?,.6% 1n1 going s11Jaryincrease ltlrend~ {Semon 2iU) l'o.rtliie.:Z0U-2O'i!3 ~d1110~ 7. The District propos · jn additlon to th.e above propM:at to bargain tho 20.22--23 sunshlned reopeners or Article 22 no later than ten (10) days • ftcr the unaudit,ed actu:als are presentoo to the FSUSD Gov ruing Board for potential addiit'omd ongo,ingsalary compeo: atiicmand benefits or the 2022-2023·',cl'ic1ol year~ a~(H'e@pt-tt.-M'fel~urin - Febrttlll'Y (If i813 for neg()fi-tif,n-sfor 8, The partie:-s the 2023 24 M:ltti61 yeet\ 22.2 F-rin.geBeneOts

For medical.coverage the distl'ictproposes the following: Beginliing July 1, 2022 the District will prov:ideup to $8,77~oo Kn:i:!l«SiHgleiSubseribe:rper numth per employee for health benefits. nit membcT that ll"Cmarr"cd cH· ill! a dome tic partnersb ip may combine their bct1etu-sto~ethcr toward a 2:Party or Famib plan. Be.g:innittg-Jut,J, 202-3the-Bistriet will:pr~vide up to !lB9-9.09 per employee k,1 hea:lthbenefit:s Beginning July l, 2022, the District will incr-ea.,;ethe cas.h in lieu of benefits to •275.00 pe-r month (up fr-om $233.00 pet month . mr,l~ee--iwUIrto longer hffi'e lhe-right tt,.ebeese to reeei·te $75..90 per m6ftth ptrid ffl them on !heir sslairy wammt M taxable eash benefit pro·t•ided1hey=a:re emolled-in- e-€mPer hn ttll:001' th~employee enly" oe·t'e-rnge. Signed August lS, 2022.

Ken Whittemore, FSUSD

190

37 ~ pecla] Educalon f oved from Article 21) additional lan,:uaee=tclcmsurestud.en.tsIt.aveltHtJ,eir ri;elrts p·reser"ed.;. For purpos of Ardcle :21(wiHbe ArUcle 37), 4 Caseloadn refers to the number of • t1utcotswlth IEPs: for whom th special education teach,cr is ass:igncd.-Pff Calif.ontia ldueation eod,e,S636l(d), Resottree Specialists shltll rwt simttlta:n,e,ottsly be---angncd to se1,em 1es&111ce spedali~mi-to-teach I egalar d:aii~ Fo.1the purp•Hes of the dM:seslii'ltedbmn, "l'l'ith--tbc.-cncption offtS,P nnd R1SS eHi,iel1:,H;d,,a:nd t:l.11::Ys !l<itt"wHlbt :,iy1t:@n:t·mult:!l,,

2l ,3

St,a:ial se~·iee!lSpeclalEduc. tion Cl.n:u.esCnseloads

2l ,3.a

Special ducation caseloadssha.1]be as follow :

Program

€a11ekutd Maximum

Ca·scload

MaximuDl Ca cto,ad in acconlan with 21.3.b

Strnct:ured CEa for Inte11si.ve earning (SCIL) (Prcscl1ool)

Refati:onshipsIndependence•,Social Skill Ed1tcatiion(RISE) Preschool

18/9-HI

16{1:911

F1unittiooalAcademies (F. _) ,(6-12:)

19iU 13

Traru:itiional.Academit Pr•gum (TAI1), (K,..8)

17lllllll

:lff

2**

¥1

20-

Functional

RestUIICtl

cadcmic:s(F. ) (K-5}

p clal ·t

oca.tlio11121! (VOC) (9 ..12:)

Program f:orEffective Re1atlom h11 -M:lti· LearHing (fERL), ((i..12),

191

.v,.

2:0

Dyn mlic !Education Li11kcd to Ach.l emcmt (DELTA) (K-6)

Dyna.mk Education Liokcd t•o Achievement (DELTA) (7-12+)

CARE

ll2

peech-Laoglllai;,e Pathology (TK-ll2),

. peech-l.-an;guagePadiol1igy (Designated Presch.oolProgram )

,41)

peech-JLan.guaige Pafftology (Comblned Pr cbao)& Elementary/ Secondary)

Adapfve Physical Ed1 cation

55"'

Orient.atiou and Mobility

55-"L

5S*

.Pr,ep( CP) (9 11)

ss~ 55*

g,,CaS1eload Averagefor Dismct ""ll<ln accordancewm111.3.5ofoontractlu1u1uage 2 l.3.b. ndividual caseload hall not-exceed!the followiug for more than twenty (20) days in any s,choolyear, 2.1.3.c.Caseload Jimits shall only be exceeded by two 2) at the preschool; TK~S;and lhroo(3) at the 6-12 program JeveJs. Unit member receiving th additional students in thiis seotiomsh a.IIr,eceirv,e an overage.

lt.3.d ~<fl.5.: student., per da .

eb t C· s.eload size overage wmhe tracked p·nid at 20i00 llm"

ii .3.4 Presehe6J SBS ebl.ss s i~ wi:H be. ne, grea:ter thsn ei.gh:teen(l 8) stttdettt, per FlE pregehetil tefteber.

192

_ lat.'efHtl tile-Sped Hlffldb-ottkthat ·Nill he et"t)!eJedwitll meutbeH fro1n hGth parties by January 15, 2.923. F'&'=YFA: wm reeewe a e~f: meSPl!JB Handbook) ;j .

1H Refti@ntl=andNon-Regio1tal P,egro,w~a,y=GIMs (SD€; eitaclcntd m11:iftmt1tu far r,rogran:1sserting Btutk!ftts willt leflit11.ing, commm1ic;zilion, Ml.dloreogn:itiiv,e di:,abffiti:es W'i:Hbe eight (fl~ for Pre K K, :;iixteen ( Hi) murteen (14) for K ,6 1..3 (Ekm-e nta ry MttdeJ)ttnd se ~ eutec:~ I ¥i ftlurteen a-.ti~fttr7 6 12:-Seeomhtryvttde k•.iel f'Jfag,ems.

:2. a:-Seriou:rlyB.nrotionally-Bis.turbed. {SED)'=e11selosd msximttm will be t.weJ.,ei 12.JfurelC11.1:eotary and fu-..1rteefl: ( 14) ffif 6 8 arttl 9 l 2. b. Whefl eageloe_d.,reei00. ~ l'-elemon1ety'i1.nd ten (10) far 6 8 sttd 9 12, the ttnit .member tntty in.itiltle !:be Ca!>elolltl1Clais:s--Size-Resolt1tion Pmeedttre.Bx-eept,eleme11l8:ry &ED ela:ciseSrttt'teh•ed i1t fhe Pre,grmnfur Effeefrie Relitti1:111ship,9 and LeMtiin.g€P£lt..c,~grtlffl.'"Slt1tHbe staffed with l 2 h:61:11'!!of

fflffltl~et0oolit:ll!li:StaRee time aaily at the slaxt of the scll:661year. fur un.it 1nemb@rs-i,n·1he PERL prcsrnznfer the eHl:ire yettr. :eheKfore;=:fur th.e PERL Program,M da~

e~~·inere-ase

th-reepet1t the sehool year, i.ddi.l:ieMlimtrii:lettMfH ftl!itistanee tbtte=shi!,l-m)t-L,epffl",'ided,un1eSi!I specified by ~:n. indi.l":idual ~-.xk;etz, mdi,•idt1t1l lEtltte11tiettit:l Plan (IHP). • RSP Elem.e.ntary!RSP ttnk membet-Hh:il'Honly teaeh and pr6¥ide serviCB fo.r their mten~111thtir nsel@a:d-fu:r pttH li>i:Ii8 11,ad1~mhin. Unit mc:mben-whoare-at !lpHt asignrnen:ts shottl!d base thei1..eaffloa.fl e~t~n:men:ts on-weekly minutes: 'fS. daily minu :en. eeo-mftffldate,se-hedtdesand provide the best possble-!c-rriees-io, their $t11denb on their eMd@nd. •

ll.,SP Seeci1ndal"y~ A:Ef-:9hulmts on a easekl:ad 1nttd be enrolled-in a. eht!,lpro:t;nm

taught by their eHe m.artag,ei. ~r RSP~ generi!Uyi1tdicates-tlmtthe-studen has kss thi.n :50%1:1ftbeitda., in s. apeeiaJ edtteftti:ett setti.n:g • Lea!l'n:ing €cnte1 Pl.'eIE.Ele-ment!iry a:ml.KS N'oil-<eaH,B&m-the ek:mer.ttft:l',de"'i¥ei the ~lttde11H::1 i11a ~eei.m ecltte11;1ien-se~lirng-«1 ore-ihea 51% ef th.cirday ■ Non Ctitegoric-a '00-{nen ea~ 8ltffirnts wlto .reqtiire~-1--% o~tlwi,.._ym trspeeitll edttettlic:1n setting - Kdg ONLY • C11le!!:t1r.it:al ..!fflS (t,uij---lltudena"'t'.'ho r~1;1iremore 'tllil:t\51% e,,·fmeli!dA5"'ltt~lftewre SB&settmg-fstteh 88"811.FA PERL or SSIL li\f' c:ln~ • F11:11:di6Dal &:adem:ie(Flrj tt!IJttally s1.t1.deets-with 11 !.if!eeilll edtteatien.d:i:setbHity o~ =Fhese-:Ruden~ reeei:'velif-e skills mtd are very low aei.demi.eidl~e-ttre-60&students • "'/acatlrmal (Vt:itj High School - 100 i!!ttlden1:'M'eeei·1e Ufe skins, work skills, !hey are "t~low lltetleemieul:l:y c!tt.e-kl"fflfffl}'"faek.lrs,. aod they ft:il"Cottsfte!M'ti&eate,ofoomplooea trae.k..All tlvee eompre.hcnsivehigh ~IS~!l +e tlm-program; • PERL ::r'h.i!!i"program itt etll'-high~netiomag :iltfflen-ta. with autism imd Mt1de11t-s-wiltt a sp ooial edtte11tion: di811bilii}' of Bm.ot~i-SlHffiOO. :!fhisffl td:w II reg;i:Offlll Pffl!l'llffl ~c,-u1u

193

plaeemen:tst1:9well !!:sthe Dktlfiet), This irHh most re-striet:iv0-p}a~cnte1t FSUSD h:as6ft its eomprehens?-,e-e:11:mpi:I~.~-

• SCIL Prc-K::-progra.m fur sttldents with a1:1Hsm • TAP Elementor . •mgtflm f:Or· .shlde1tt~·;.·tthfl:tttiMn •--------1:US& P1.e-Kprogmn for low-fttrtetioni:ltg-!tttd:ent'J" • PH81NIX Tho-1nostrestriefrt'e eomprehensive pteJ;;Htffl in the Bisttiet----ltJM~ with bdta:\'ifll'titliutd em6lietttd ~sties. kstep ui, &om )tPS . deliryed!tttdents with hehwt·ioral a11d .-DELTA This ptogram is fi,.1otu SCYe1ely

e1netfo11al isst1.es --sf'llflft-t''ll1blie-6th@ol (NP$) Th.e.,nest~lrieti:v-epl!1eementfer an, FSUSD 8ttldcnt. Sttiden:tsare pkteedsili-84-JPB uAer all intel'\l'tmtitffl&-a,t th.ee6mprehensi·,·e:itte hwre been =bnusted? • Non CoUegeP:repN€p-...-N:€P4!"fitr"'Studmb who wei e not sacttnfo:l ln IlSP heean e-theit'-fuuetwnalleYelsre,q1tire miD@r 111J•diHeeHIM'it lo the eurll'te11h1nlfo(N"@t &@n,du~ t:iuk-fo·rctj • CA.RE Speeittl Eduemic;n CARE·is an ifll~agnesliei-prog,ftm to a,ssiststtidents it1 leami.ftgand implementing l,eh11,ioPtmd sootttlemolforisl skills in Mder oobe.stteeeasful in lhtrscrter:tl edtteation el33stoom ew Tlle,,pttrposeof the Di:strietCase lwriew is te pro'<'tdeifttef\·entien :strppo.rt81'1d reoommendtrtioft!t'tosite IEP team Mtudentc/Jstmgglin-gin their ettrre11t f)laeemmffh

Th:lsseetien is atse-inelod~ele

21 Clas8 See

RegioHI PrQKroms: fleglonal Programs »ELTi~, RISE tmti-&e/lrp~m~ i~·I !itudfflt~:r-adul "' RISE (Pni,ehoul) p,rg,lfl'1H'Hllw-mmn liim-thiH'tlti.o

:drall-hMe-thet111fio 6f

et-ada-:K:8 {Elcmcr1ta1 y Model)

8 Students

Grades 9 12

8 Students

194

K,8(Htel11din. .• . :kllffdffle~s .... e"liltll>A(IRl(IIH-~ ---+CcR.8~,el'f1f11(1dr---s,!';s~tt11'14dil!fei"!llftlH.tlJ. HIN-

Gr1tdn11M2

C~eloiid

-8 Sta.detm

DELTA 8 Stttdenb

Gracles K-8

CMel@a:d

Grades. 9 A.dut..t

H Stu.dents

37.xxxx Consult Periftd (Mcn"ed from Prt1pl)sal A-16)(.W(,uld.g-eta ne"t"t'nmnber} a,.Seeon.dsryuni:tme1nben as$iig:iiied a ofth)ad shall be ~ven • ron:1ndt peri9d-t1' NH1duete11se 1n1t1u11e1nent dttHe9~ln addUioB'"t.lt pf1t1Himetn,m A:rti:ele19.4. liloit mem1bersin.regilmal pro,grams~·i:Hf6How37.xnd, ..

h. Elementaryumitmembers ittdttdi:ng Pre!leho.o,l a1signed a easmad ll:haHhe gh'e:11 one (1) w·@rkday of eli8elo.lldmanagement ti,ne-peJO ettry ten ~141) wc,I"kd.flys-in 'IKlditio~p,-timMn_lffl Article 19.4.

Per Education Code - 28 studen . Upon approval by bolh the; RSP ~eacher and the Di trict, tile RS case]oad may be increased to a max:imu.m of 32 students with the application of the tate-approved waiver process. Re.source Specialist Prog!lim caseload includes r ponsibil:ity for completionof mandated annual and th_ree-year :re\•i,ewIBPs. t sites with more than 1 FTE RSP' te.acner, "cill eload" may be split w'ith agreement by the staff membe.rs. involved and the program supervisor, so a staff member has an IEP assess111entand p:apem•o:rk caseload greater than 2 8, concurrent with reduced iDSlructional COiita,ct. Howcver 1, at no time mary the •cornb"oed"caseloads" at the site be groator 1han 28 students per FTE RSP teacher ,;ilhout application for a state-appr-oved waiver.

N-otwith-stmd-mg the education code limit o.n Re!i:ottrccSpc,cialist ~\ta~euree Speei1di:n teaehers ifl a leamit1g eenter shall have a easelottd limit of 2.2 ~hulGn~.Tl1itH¢du,c:e,d esselead is. to CMUf'O-thatth~so~mfb.ea~nt'et' teach.er hM lJte eppernmity re eenmdt 1md eellabors,te with ether :51:.nf l:o add1,cssthe needs of3tucients--.ind to provide in-cJa35support in the ~e1ttt!li¼ eed11:1ettti!ffl elmtll!'oc,m,tt3"'!:lppri,prittle.

6:---Dmiimn:tetl lnstruetjenttl Ser.-jee~.: 55 Di.striet avera.seCfflsekt<!td {Speee-httftd Loogtta!Je, Mapti:"t·eP.H.,Oriet1mlionirndMebility).

195

1.3,b Clu~s-:Si~mftlftlfflffl:ts. will retHeinB:'I ef pFese,~-to:rEISdefiaed-b)'Goo.~.~-T'flll'I" ','ft:rtiuicc in em! :,i:x:e J'!llwdtte tt, t-heimpaet oF11.l~~lntion flfterthe raUftatl:ionef thlngreen1~t1t wmbe.sHbj,eet-tonegtdi:tttions. 21.3.c Effeeti:•l'e"'ffl:1) l. 2815, Class size ove:ragew·n be 1rackedat $20.00 per student, per day_See Appendix FF for gtlJdattce on payil1goverages. (Thi·· wiH be mo 1;idto Artlde 21.2 b current 21.l becomes 21.la)

fl.

S:peei:al-Edpe-atj;pn Lettminc Centers (T6 be plae,ed ,n.APPE.NDIX .ff} ht ir beaming Ce-r1tcr~etm~g,SDCstltdent~I'llii I be ~ .;ighl:ed at 1.75 per student amt RSP atltdeDlsas eoe ( I .OJper stttden~wlien esbmrting ~,:ghted=cme=nu:magronimt ,iwi:ghtcdii1:rt1r:ictiouat a.

CflSeffltU/3~

T:he-wt1'.g~ted ~~ 111anagtmtn~

r;(f;]t!imad

shall n.ot e,t,eeed

22: (tweul.J•two} per iftdilfidtt:!1 l::eMning-eertter--tcaehet-t1n~css ,agreedm by the tellieher. b. If in-icompJim-ee-w±th--the-sit-el:s-fiehool B11~edCoordiniitiou Pl111:t, sttidems widtet1tIEPs lffll:Ybe.,;,eehtder:h,n8 Le1uningCe!ltef

teadter 'J""weigntm--imtn,c.ticnatca.u:lva.d:f.e-r RSP level scfi·iees. Tbe:1e S'ltttdent~withottt mPs shaH eo,tmt as one (1.~ on the 1:enmtttg Simler tsaeher's i,~eit:Jhtul i11suucliontil cttttf-c1ad. l.t tto tbue sM:ll-1he tW!i,gh~tir,ntd-==mseto..rd exceed 22 (twenty twe) when mtde-nts witlt6tl.tIEPs ttfC melttded..as patl ef th!rt-easclead. e. For the pmpose of thi.~ Artid-e 21.4, the following deiillitioruJ-a.I'f". fuzrtrtli'tl!I:Gtric,w One 6f a eo1rtinttt1u1 of ~iee

delh·er;=medels,

avai.-labJe~t-o Speeial Edtteirtren !rhtdcmt~,A bettming Center .is a settmg-wheie--erre-eMnore-Leaming Omlvl tead1ets joi:ttdy provide serfi.ees te beth=-6B€-1mdRS:Pst Mien.ls,, bo--1t:l'e-11:Ss.igned mgeneral ee'ttefttiouelusroom8 ~r it period.of time indie11teden the students' ll:ldh·i:d-\lttl,i!i!ed Bdttooional-Phm (EBptdft::/t{ttoi,:;r,;t,:mm1itff!mem t-,rfJ~mt'tri • :r.be~smde.ffl8, weighted as per=rl A.a., rertrihol'l"I 11 Leaming 6enter-teaehc.1·ba:5 the respornsi:-bility for pla'nnin:gmid wri.tfag lndi:'i1dtu1!Edttetlti:MtPlaH~ as-:,•ell es-monif6mt:g---iltt :!liludent:s,l--prngH,s~ ltlward 11chitvemettl of IBP gt,ala.a:nd@bjoeti¥es tltte,ti:gh E)bsO"rv11tio:1t;-00Rfib01'ftffl}1t-01,dl-oN'!:saesstnel:\t.

21.5 Speech an.dLangn~ge Thew,,islsl Pathologists

196

Association and tlhe District agree that it is the purpose and lhe,intention to fill all open Speech and Language The:rarpistposition. with qualified full-time and/or p,ut-time unit members. Ca. load

The- District and the A..i':.ocia:tfonagree kl a maximum caseload for Speech and Language Therapists. Aftsc:ra.grace period of tf'tl (10) day of slluden,tattendance, from the beginning of the chool y,ear or the begirming of each se nester;-. for giildes 7 l2, .ft6t eiteeed the feHewiHg m11itilffllt118 iadivid1:1at-eoscl.eads-slt11H

Elentent.u, 11nd-Se,i;:ot,d11r, 55 ms:ti.mtimca:,elcad

Preseheol 40-mn,ctnmmeil:Jeliotn¼

Speech and Language Therapist unit members whose caseload excee,ds the marx.inum1 caseload , haU be paid at the same rate already established for the other unit members who exceed elffl!f!; sif:e ca- elo1td Ii nits. Due to the cu re :it crisis i:nfinding cr,edentialed speech therap,is-is,the Associ.a:lionand the Dis1rict recohrruzcthat there may be a n,eed to lemporari.lyemploy anci]lary Speech and L.m&,uageTherapists from otl'l.eragencies until the reqrufaitenumber of fidl-time Speech Therarpist mit members can be employed. The District a:nd the Association shall meet at I.ea.stamnu11llyto determine the needs for sucl.1ancilla:ry peecb and Language The-rapists. The Di.strict shall fir-st assign Speech and Language Therapists•to no more than two (2) sites. If this assignm,ent configuration prove;.,;inoperable, the next step shall b assigning anciUacy Speech Therapist, to alleviate the problem. [f, after this adjustment; it L stiU not possible to assign Speech Therapists to no more than. two (2) sites, !heir assignme-nts to the iuc-reased • ites shaU e done in a fashion to create the least impact on tbe Speech Therapist caseload. Spee.ch and Language Therapists assigned to multip]e sites shall not be pl.aced oo the school site's y.u-d duty schedule due to l,E.P. meetingr, travel time, and the flexibility ueeded to schedul - serv·•ce or tudcnt . The Assoehui.on l!irtdDiiftriet sl:ts:Hre esl:abHsh.the Speeclnmd:i:::angtt11ge--6ommntee 11-11 ittt1{--n.wet11t leitsi qt1t1rlerJy to=a:ddresHhe lieeds ef Speeeh attd Litngeage 1her-3"pisl!! as listed. bel,o•w.'fhe. Assoei:11:ti haH-awomHhree(3) unit nwmbers and

e,.

f.te,--f)i1'lfiet ith.aH 11:flf!eillttt.ree (3) !lfl!miHistraklf9 ta l:he 8peeeh and b!lftgIHlge

Committee.

lt1terthan 8et&!;,er~fettet~ cfhe Ct11ftftl:ittee shall he.ginm.eetm:geHe year t11:1d-report"te-tiwbafgaini:ng p!l'l"l.k:$ on an t1ngoi.ttgba.sis.regttrtii:ti-g: 4:---BeYel,opm.ent,i1np.leH1e1:1:tl'lti1:11:1 and. asses8ftl:efltof-the TI~ree,-it,-0tre

Progr.1tm.

197

2. Reemi.tmentand--n;tenf:h)ll4)f--S'peeeh a.:lld-bemgttage• erttp~ti the Cetm1tiiteesl:taHiwtotigate~£111~·1'6ffihiliti~ of the Dis-h'fota.etingalone er in a eem1ertiuttt;-=-Setting-!llp-.t--ered ttoli-ng----p.1'6gM1n=-an. • thef· i1teeftti:v-e,s fur e;mr.ren-t unit memberg Md et1tsideeandidates to beoome 6,pceeb---a:nd I::mogimge-lfh,01 opbts-:3. \Vork site isSttes:tk::!ignedlb i1np.ro"e the ability of 1.-he:i npi~t:.;to dcsh¥CI S0F¥teeHnl'Ittlle¥iMO-thom-ffem eleriea:Ilflsks.

1tguageC6mmitte&.

CaseloadEqualization or the purpos:eof equalizi11gteaching loads.)the foUo ing shall be impl~mmued withln twenty (20) te-achingdays al the beginning of eac.}'Ichool. year, or at the beginningof ea.chsemester as foUows:

a. Resource specialist program students in the elementaryTK-8 grade shaUbe d:ivided equally a.t lhe. beginning of the year a:_mong classes at any given grade leve] plus,or minu one ( l) tudent. Studern:lsr oeivii:lgresource specialist services may be grouped in general education classeswith annually renewed mutual agl'eement betweenaffected general education teac,hers and the SpedaJ !Educationteacher with input from 1he :dor school year's I.cacher,as aippmpria:le,with the subs,e,quentapprorvalof the si:tcadminis:LI"ator; lJHit 1ttember easeload!l shaH t16t be· reaulgilted er tra:nsfer:redto eemplete lntttmplete

A student .sh:aUremain. ott die cft:;;e-m111tag,e1 '!!I U$eloltd unle:,;,--the si11dent ls Hilted &o,m Speeial .l!lfltteafie1t,retle.,~natetl te aneUter prt1gramor the teacher resig.nsor is on extended.leay,e, AffYstu.dents 1~usi1i:ncd-'n"ilJ be--eonsidel:"cd--nn4"'mge--ngftll

dless

ttf=c1111 m:t

tlfflel@ad,

b. Resource specialist p,1ogramstuden in the secondary 6-12 grade sha be divided equally among dasse in any given subject area plus o ••minus one ( 1) . rude:n.twithin the constmin1sof scheduling.~11:Hmembti""tt!idoads shaH tto,l bH"Oftffig11.ed. or transferroomeo1npl.ctc-bteMuplete-lE:Pls,. A i,tudle.ntshitH remain 61/l the case ma11:a.ger1!i easelff,lldu1tless the red~akd to aMther rudet1Hl:!t-mted-&om--6peeialEdueatio,11., progra:mer the te.aebtr""'N:liit,Her-is Bn ,mended le:aYc.z\ny students :reassigned will be eoMidered an everage regardle,s of ettrftnt e11Selo1td.

c. Resource Specialist p110gramsfudents in secondary grades 6--12 11hathave co-:teachSpecialized Academic Instructim1(SAi) services in their IEP shall be

198

equal.ly amoog the co..:tea.ch:ections plus or minus one(]) within the cons:lraints of schedu]ing. Resource pecialist program student that have co-teach SAi services in their IBP shall not e ceed 30% of 1he total class enroHment for any co4each ection. The 30% cap only applies to resource specialist program studeuls in a co~teach section that have that co-teach seoUon's ,content-specific oo-teach SAI service in thei:r IEP.. Students widt IE& thaHneittd:e tltttpeeifie-hut~u:age,-oi.F-heing.In a eo-bught class as-art offer c,f----FAPEwiH be balanced 'Nithln l,i..---i sfflden mong-aH the ee~ts1:1ghtseeMH:s. These ela~es are balanced at the begiDmftb~e-,ellt' and a.t the semester-but-may-he-o -fhaJanee dttring a s,emes.terh11:wd@.n new·ly enn,Hed shtdetmi @r dr11pped :oihlde11t!ls, Tlle•e-will--k n.o more-than 30% c,f students ht 11.etMMJ:ghHlaH-with ID!!. Students wHh IEPs that d@NOT htclude dte-spm£11C"l1tngoagc-of being i11t1t oo t&11ghl:-ela.H~u an-offer @f: FAPE-¥.·iUbe balanced vt'ithin-+-1I stttdettt among sH thtmon co~taughh,eedt11u1.Tbe:1c.-~lanes---a1 e bala~td at tht beginning-c,f the. year and at the semester but may be eat ef bllil&need.ut'lng a s,emeste.rbaed on newi,,~erm,Hethtudenbor-dropped sbtdents. co,,,t11:ugitt-a:nd-non Titer eft:t1e; th.e n mnber of students wrt!h IE-Ps btttwe1:11 ~~tlem may he-om~@Rul:laneebut wiU be in balance Ylithiflthe c@-hutgbtsedifl1ts o.r non eo~taught seetiom--re,pecti"l"dr.( 0 t(I n~..,,ilie 21.5.8.c.) •

Signed August l 5,.2022

Jk__ Ken Wbittemor•c,FSUSD

199

of Und,erstanding Between FalrfileJd._uisun _nlfiled -cboGITeachers Assodatl ..n Attd

Fairfield· nis,m Unm.ed cboo,lDistrict Special Educadon ugus.t 151. 2022 The, parties come to lhi agreementto addresscu:rrentissues in r,ecru.iting a11d[,etainingspecial

educationeducators. It •s.fu11hcragreed th.atthis agreementdoes not addressboth c ss size issues or time conunilment. faced at the clemcnttry ]cvelfo special edu•cationeducators. The parties agree10 the followingfor SpecialEducationunit membersin elementary,K-8, middle school settings, and High School witl:toulconsultperiod, and, excludingnurses and speech and languagepathologjsts: •

U 1l embe may wor up to an additional five (5) days outside ofthe 184-day work year or 7.25-hourwork day on a mtnuaJy-agreeablework calendareslalblished lhrough oonsullalion .v:iththe unit member's !)i1.e adlministrak)r; Th.ese work days.or addittonal work hours will be paid at the unit members per diem rate,

This memorandtm ofunderslanding sh.allremain in effect.until Jun.e30, 20241 unl.ei:.l-renewedor exle,ndedby mutual writte.n.,consentof the SD and FSUTA.This MOU t subject to ratifica:1ion. •

Ken WltiUemore As istaut SuperfotendenL, Human Re-s.our

200

of Understanding Between Fairfield ui un Uni e-0 chool eacher Association

Ad Fairueld SuhmnUnifiedSchool District SpecialEducation :rcograms/Definitions

August IS, 2022 FSU D and FSUTA agree that 1he SUSD Special . d111:eatia.n Handbook (Handbook) containing

a list of the special educationprograrrushall be providedto FSUTA a.ndunit mrunber;in , pecial education by Ja11uary15,202 . This memorandumofunde-rstanding hall remain in .effect ntil Jun 30, 2024, unless renewedor

extendedby mutua1written coose.ntof the f; U D and F UT This MO is sub'ect to ratification.

;rL,

vJ-!¼MthvY<tk½

~ Ken Whittemore

FSU1A BargainmgChair

A~sistantSuperintendent, HumanRc:-;ourcc.s

201

Collaborative PJruuri11gPe-r'od

August J 5, 2021 Time: an1

Memonndnm ,ofUnd.erstancUng •airfield

Between u • un U nilled chool o· Md ,~ . U D)

And Fa1i.rfieldSuisun

nU1ed.Sd'l(lol Tea.ehen Association (F-SUTA) ollabo-rati c Planning Period Aug111 t 15; 2022

Thi MemorandumofU11diersta11iding (MOU) is belween FSUSD and F· UTA. The pa11ie.s ag:reetlmtcoUaborationi an importantefomentof effectiveteachiing.Therefore,FSUSD and F-SUT. a,greeto a two (2) year memorandumof understandingfor the coJ aborationplanni.ng period for the 2023-2024and .2024-2025school years. During these two years, an unit members (with the exceptionof Ea ly Colle e zern period, or seventh.period) wi.11 participatein a weekly collaborativeplarutingperiod. a. The collaborafv planningperiod will be held either O't:foreor afier schoolon Wedinesday. b. There will be no reduction in instruc-tio.nal minute-sper week. c. Biu:gaining nil memberswill b1,at thejr .as.igned di. tri.cts~teduring collaboration tbne. d. IndividualizedEducafonal Plans, 504's, or parent meetjngs willlnot be scheduled during coUaborationtime. o. In accordance with Arlic.Je19.3.a both the one monthly ( 1) taff Meetings or the one (]) onthly Ora.deLevel/DepartmentMeeti shall be Iedtteerl16tte ffl:6:r:e dum 45 the ,am,aximflm length or 90 mi ute • each. Any slaff me~l.i.11g or mifflttesrftther~tiffin second meeting ,of· e month that lasts longer than # 60 minules will be counted towanls adjunct duty credit per arlicle I.9 .3.b (Appendh AA). f

The week 0¥81'.ldprier to gritdifl.1! periods (report eards er fJ'l'6gresneporl~ slutHhe ti:ftl:t>.ttni.tmembel'-tlttli·.fidtml prep:amti6f1

Collaborationttmc shaUbe no ln-M't 1hal'i. 48 less tha1t SJ minutes.

202

Oolfobomtiv Planning Period August 15, 2022 Time: __ am

h. Eleme-1thiey-f!:@Dftltot'Mion-time-8WHle 45-mhHtres within the e6Hll'ilet day with

irday~ Qf un~trueturtd thne fur prepa:raUt>ntlme and lday¥u:nstruet11redtime to hold I.EP ttnd eth.e.MD ling:-l1tsft'1tetion11l-doy,-for·shtden:b rema:ifll'fthe sltffle fur M@ndity Frid.ay. Site Repl'l.and.Site adminil'ltrators l'lftall-wotk-1..-ollii'lrorat·vet ·to-sttbmi. plan M pc1 Article 30 no latct than De<:ember 31~202.2.

1..

See@ndary Callo.homtion time shall he ttHeosf-4g minu·te . iw-RcpHnd-&ite

adm"nbtt-ton ~hall Yt'(JHerulaboratk'ely tfl su.bmit II plan as per Article 30 no Ja:tet tlilan. Beeen1ber 31 2922.

n:pk1Jehedulewill be in plaee with the exeeptitiu er tbe y,eek 11:11mentioned in f itbMe 1. One 't'kdnesday of the month- Dbt:rld/...dministr11.t.ion will plH eo.Hab@r:tttion

2. One Wednesday of the month Site Admi:n:istratiolt'WiU·plan eollilb@ration

~·,·@

Wtdnes~fthe-mt;~embel'-Prep,ttnff&n-:Fime

641hde 19.~) 4.. The fUth.~dttud:ity @f-the-t111011th Ytti~tnber Prepantton :r.itne (Article 19...4) ~ 6 reqtti:retl mootltly mediHl!ltas per Artiek 19.3

k. The foJlow •ng schedule wilt be in pla.c with the exee:ptl1'1n-oHhe...,¥eclt-ns-meoo.~ne(I oove: L First Wednesday of the mont1t-She Administra.tion wi11plan collaboration 2. Second We,dnesdayof the month-Un:itmembers will plan grade level, department. or content-specific {i.e..release teachers) coUaborauon 3. Third Wednesday of the month-Djstrict w:"llplan coll.abo:ration

4. fom1h Wednesday of the nonlh-U it mer ber • wiUplan !,.'l'adekvel, department, or content-specific (i.e. r lease le--achers)ooJJalboral:iou 5. Fifth Wednesday oftbie month- Unit metnber preparation (Artide 19.4)

I. DttriH.IJthe memhs ~ttl:flshm.d June, Co!htoomh'Ve-%'edue!!d11:i,~ sha:ll bele11igto the uuit memben1.fin 1nep!tt'1trieo time !I~ per Arth,le \ 9:4, "Un. lructured time" i defined as the nfnutes within the duty day that are out.'lideof the contractual instmctiona time. On.Mondays~ pr.ior to the t:uden arrjva] supervision or following the student dismissal.supervision, there wm be oo mandated group prnfessforn!J development, mandated group profes ional deve]opment, or mandated group meeting , al the el.em.entarylevel. During this unstructured tim.e, staff will meet with parenls, bold 504s, hold SS s, and ho d EPs, as well as.prepare for instruction.

203

Co labon1tiv,c Flnruiing Period.

Auglt.'d 15, 2022

Ti e: __

,am

·•~ may-sti:11 tttiH:z:e the restmemrifigpmeess per b'i"l.iele39. Th.cparties agrco to meet prior to May 15, 2024 to discussand review the colfaborativeplanningMOU.

Thi

OU is subject to ratification.ThismemorandumwillexpireJune30, 2025,or beextendedby

1m1rnalagreement prior to May l, 2025.

Ken Whittemore,PSUSD

204

to IFSUfA May 31, 2022 Time::__ PM

Artide 18 Assignment and . r::msfer a

Definitions a.

A transfer is the movemeot of a c:ertificatedperson to a different school.

An assignment is tbe position ofa certificated person within a school.

c..

A rea sigiunent is a change of position within a chool or within the Special ducation Depanment 1

A oorlific.aledvacancy is an unfi.Uedttrtificated position.

A day is a day the Distric is open for bus.iness, uuless otherwise, pecifically noted in thi arHcl.e.

nents, Voluntary Transfers, and Filling Vacancies Procedure forReassign

When. a certificated pos-itionbecomes available for reas igmnent, the position will be emai]ed to all certificated members assigneJ to the school. Within three (3) days of notification, any mtit member assigned lo tfte school may volunteer for the position.

Personnel assigned to more than one sHe,shall be a signed a.site as home base on orb fore the 20th workday of each school year. Th site designated would usually be the site al which they arc ova uate:dand/or spend the majority of their i.me.At the designated site, these personnel wouM be allowed to interview as in-house candidates provided they are credentia1ed for the position for whfoh I.heyare interviewing. Assignmeot of slaff won::ing at more than one site hall be considered a reru signment t nde:rthis article.

With·n three (3) days of 11otific.ation, any unit.member assigned to the school may volun!eer for lhe vacancy. If the principal appoints lhe volunteer to the vacancy, tile vacancy closes.

A descripfou of the vacancy still available aft.ercomp]etion of Article18.2.c. shall e emailed to all t nit membet and po ted on the. Disiricl web . ite for a period of five (5) clays. It shall be the unit member's responsibility to provide email contact information to the o·st1'ict through electronic me-.ansaud follow instructfons c.onceming o enings. The District shall email specific di:rections on how to update tbeir contact infonnation usillg the DJstll'ict's clcctTonicportal lo all bargaining uni!.members .annuallylbyFe,bn ary 1st..

205

SD·to 'FSUTA May 31, 2022 Time:__ PM

If the vacancy stiU exists after Article l8.2.d. above, the Superinte 1dent or designce may assign a newly-hired person for the acancy. After April 15th.,preferential treatmcmtshaU not be given to a yone.

Criteria and Procedure for foyoluntazy Reassignments andlnyohmtary Transfers e.

[n detenuining reassignments and lram;fers dL.1.e to reduction in workfor,ce, declining enmllment, or 1:estructnringtr-econfiguriog,the oJowing criteria{in descending order of importanc-e)sh.a.I.I be used:

1 . Cl'edentj,dfauthorization/certi:ficate 2. Length of erv:iceto the District

3. Demonstrated special skills 4. Sex. eth11ic.and racial.balainoe

When a. particular school is to be closed, as detennined by Governing Board action, or program climjnated, unit members will be given first preference to select fron1 nmY,or vacant positions wirthinthe District. Unit members will select positions based upon District seniority as ouUincd in item, Article 18.4 below. lf the Board rescinds the action ( e.g., site dosing) befor,e the begim1ing of that school's next school year; displaced unit members will have the right to return to their origi:li.alposition and/or site,

lt is agreed that the District will make involuntary transfers and involuntaq reassignments according to the foUowing bands: Elementary unit members sha.11 be assigned within band~-"Bands" a.~described herein shall be defined as grade Jevels (TK~3), ,grade Jevels {4-5) and grade ]evels (6-8). Unil members at middle and h:igh school 1,evelsshall be assigned according to credential. Involuntary transfers ar-e based on stmiorlty wUbjn the ba.nd for elementary unit members.

Displac.ements caused b enrollment ftuctuati111nsand rtk.le :?1,2 :sl'u1Hbe based ori seniori.tywithin.grade lev·eJhands or ,cr,edcntialin g.--0n--t&e-seventb by bala.ncinge1f danes sh:aH·begh•en 11 worittlay,aH·un:it-membet 1Fhi11paded ~lml:ee--,of11H avai:lahle ·r11e11:0eie8 by ,eniority., Membe,rs HI he pmvided shared document (Goe>gfodocument) or Ii t to make their s.e~ectiom.F-SU:TA Repnisentati~-ewill .be11rl'!Sei.i.tfor their electio11.

fo the event two barg-ainb g uolt members h e the s;ume s,eniority daw., the las:t4 dig bl oftbe m,embersSocial Sccu.ritynumber wiH be 1.1s,ed. OHObeing identified as the least enior, 999'9being identified a the mo t seninr.

206

to FSIJTA May 3 , 2022

Tlme:_pM

Procedures for Invo!mrtaryTransfers

Date Na laler lhiin fel:lruary I

No later than April 5

Between April 1

and April ]5

Between April l 5 and AprU30 Between April 15 and Aoril 30 Di.strictand Associationmutually agl.'eeto the beginniugdate of Rouud 1

207

Event Distributionof updated, revised seniority list. Two copie oftbe list ball be djstributed-- a copy of the • enioritylist ordered by hivedate fo the entire unit and ordered by hire date for unit members at.e-achs•te by site. These Ii· •• hall mnulta:neo,usly be gi en to the k. sociation.Each sile administrato,rshal1make the!list availablelo all unit membersat all times durine school hours.. Wtlhin ten (10) work days after tbe senioritylist js distributed,urut member w o report th.attheir eoiorily date is incornectshall infonn the District for resolution;District infonns F-SUTA. nrosolvccldisputes shaUbe resolved in a meeLingwith the District, F~SUTAand the unit mmnber.An updi1led,revised .senioritylist will , he distributed. Site administrato s develop assignn en1sfor the upoomirngchoO:] year, b~cd on student pro·ectionsat that time and notify unit members whose assignmemwill be different District i.denffiesand notifies tbe AssociatioRof those· ites with ant'cipated openi1gs of new positions or of excess unit membersby no lat r than April 15, and the anticipatednumbcrof excess unit membersat those sites..Unit members at those sites are notified i.nwritingof the numberof anticipatedopen positionsor excess unit members. Impacted unit membersand vohmtarilydisplaocd unit membersprovideda list of current District vnc-ancieswith descriotions(RoundOne.List), Unit membersreview list for a minimumof five (5) work days. Round One: Impactedinvolu~tarilytransferred unit member and volunt.irilydisplac.cdunit members may select,.in sen:ioril.y order~varumt positions. Selectionto take place at a mutually agreeabl.elocation,with F-SUTArepresentatiive Dresent. All unit members,including impacted involuntarilytransferredunit membersaud volunta.rilvdisplacedunit memberswho did not

lo FSUTA May 31, 2022 Time:__

select a vacancy in Rouncl One, may also eek

volunta transfers. Al.I bargai11i:ngmit vacancies "frozen'' - no . vaca cies filled during this time period for

•vacancies for which di~placedunit members are ualifi,ed a m .riatecredential . lmolmrtatily ttansfcucd i:mpaetcd-unit-mem.be:r:5 frnti-v.ot~~hteeti-unit-membcrs wt-,odid

• triet and A8soei.1ttionm.1:11t1ally agree to the begimi±ngdate of R:ot11:td2

not sdec t a , acanoy io Romtd 0ne provided a list efttl! ettl"PeetDt:urie~""'ttettneiesineledmg an

v1testteiesmanage•'r!en:t bits beeon.~ s±n~tjlloumt'Fwo List). Unit meff,hers review tbe Jist for a. mimrn't!mef five A:11 li~uining ttnit ·1eelffleies"froEett"

1:16

v11ea;n:eieg filled durin;gthi~ time,,eriod-fflr displaeed ·tir,itnwntbcfflarc vaeMteie:s-fur-wbich '

erl:han Msy-1-5

l111p11:otcd unrt members md voltlntari.lydh1pls:eed tfflittttemher.swho did not select s ·1a~ Ro - 4-ene~may seleet, it1seni:erilyorder, vaeft:nt posit.io11:s,Sel«:tion to-t!l:keplac~t·a=mttlttaHy a:gree:til; le leen~itni,witihF Sl::FFA represetttaH•t-e

Afterthe completionof Roumli- 1

District may fill acanc~es as per collective bargainingagreement.All unit members,mcluding any invoh.mtarilyimpacted unit membersand voluntarilydisplaced unit members who did not

ele-ela vacanc-yin Round Oneor Twomay seek volunt transfers. Aller tho complclion of Round ~ 1 1

Di trict assigns involuntarily transferred impactedand voluntarilyd •' laced.unit members who didl not select a vacancy in RoundOne or •o to positio forwhich Lileyare credentialed an.d qualified..Unit members shall be assigned

within Bn.ndsby eni,orily."Bands" arc:dcfmcd

in section 18.3.c.above. Distric-tand F SUTA re · • • llall be present far th i, a -'ition~. 9

fterthe completionof Roundi 1

(fit is detenninoolhntpositionswerenot posted or made known to unit member i

accorda11ce with theseprocedures,said pos· •ons will be able to he filled by displaced teachers on et1iorilybasis. 2. [f the or.iginalposition of a displaced unit memberbecom~ vacant, the di&pL11.ccd unit member shall be able to retum to theiro •ginal po ition at Lileir ori ·nal :school :site:an imo within lhe

208

to FSUTA May 31, 2022

1irn1e;

next school yea,r.

The Associalion and the District may adjust any timelin.e i thi involuntarytnm fer provision IJy

1lmtualagreeme,t.

NOTE: (I) A.<>, enro ]ment projecti,ons fluctuate or secondary clas :'leC'lionsneed to be added or delet,ed, it may be neces ary to identify further ''impacted uni.t membet ' who will then be eligib]e,to select vacandes in Rounds,O.n~, TWO; etc. (2) Teachers On S1lec•al A sigrnnent (TOSA) and Consu]ting Teachers positions sha]l not be fl.I.ledby using this process (see Appendix P;.Appendix R, and Appendix PP). 3.

Rigbt.s

c::.

11unit mem ers may .applyattd interview for any vacancy for which they are ,qualified after l8.2.a. ha been eomp·leted. Between the first F-SUTA wotkday. and April ] 5, of each ye:a:r,out-of-district aPi ·ca ts shall m1ly be considered after District Staff wh.o have requested transfer or reassignmc1:11t have been i.rrl.erviewe,d.

V@btnt-anly tl"a:H fel':refl..ot'"'re-1t-,5i!;;oed P ior to Februar 1 of each. ye.ar; l!lnit m mbers who have appliied ao_dinterviewed for a position, were -0ffe.re-dand accepted that pt, ·.iflm • ball begin tlle Hew pos:ltlion ~11 hin 30 days of th o€fcr;

.lf"'there ia tl,'f •tJJ'fflpdfflitm tl!ith ottl,p o.ne rrpplie«n , .~mbtir •lffh the •"l'JH"f'Pl"iitde eretlentitd sl,,«JJ,,~ ttjfe.rm.th~pmititm-wi.H,rmkffl ittttme.,r.

UniI mern,bers who have been i11vo.luntari.ly tnmsferred or rca1J;.~i&'lled shall

r-eceive,upon reqruest,a wr.itten explanation of the transfer or roassignment from tile princJi,a] or d. l.&fle _..

Unit members who have re,qu ted reassignment or transfer and have been denie-0 have, the right ·to n:iquest and receive a speclfic written explan..ationof the denial from the Assistant Superintendent of Human Resour,ces.or des1gnee within seven (7) day!'!,

209

1o FSUTA May 31, Z022

71me:_PM

nit D embers who nre involuntarily transferred shall be a lowed the daily per die-rnr t•eof pay equal to three (3) days.

g. The Di. trict . ha.II provide tin ely assistance in the moving of the member's materials. h. The District shall provide an adequate supply of moving materials (bo11.es, packi g material , tape, et.c. • i. The Distrfot ball assure that unit m,cmbers have textbooks, materials, bulletin board , storage units, iostrucLional displays, desks, c.hair , and other classroom filrniture in ac-eordancc with p ovi ion of Article 33,, Profes ional Working Environment, J.

Afior notice and confim1ation of their .new a ignmcnt unit members shall be included in the site decision-maki:ng to the same extent as other staff members.

~ Ken Whittemore, FS SD

210

of Understanding Bchvccn Fairfield uisun Unified c 1.001 Te-.aclers Associati.on Aud Fairfield Suisun

nificd School District

Wel1ncs Bonu ay 311.2022 Each unil memberwho u!>esone or no si k L~1;1ve and/or personal neces ity and/or OOVID lenve days during each ohhe academic quarter sh ll be paid one day per diem. The uarler ends for each attendanceperiod on: • October l 8, 2022 (paid on Novemberpaycheck) • January 20, 2023 (paid on February paychec ·} • Ma1·ch31, 2023 (paid on.Apri.lpaych~ ) • June 9, 2023 (paid on ·uly paycheck) The disl.riclwill verify quarterly all bargainingunit members who qualify for this bonus. Eligibmly rcquircmenls shall be prorated based upon the unit member's full-time equi a.lent percentage,

111tsmemorandumofundcrsumdin.gshall remain in effect until June 30, 2023 unless renewed or ex.lcnde,dby mutual written oon:rontof the FSUSDand FSUTA.

,,,... _ ___;J._.\....J,C!,..Ei&=:~:::::::~-t..l-.:..-

Kciy hittmnore

argaining•

A1oi,.,•t ,~:;•dent,

211

Human Resourm

MandatedTrainingA•12

May:Zs,2,022 _ Time:__

Memorandumof Undentandlng

Betwe:en FairfieldSuilsunUnt.nedSmoc,IDistrict And F1trOetdSuisunUnlfledSt..hoolTeachtrsA1wci111tion MandatedTr111inlng May 25, 20-ll ,(MOU)iisbetweenFSUSDand FSUTA.FSUSDwuthave ofUndcmlandio.g This Memo:randutn Ju y l uutil the end of the fl'rat weekof bcgitu1.in,g mandatedtrainingavailabletQ unit membe:r,s ~ool. Unit memberssltaUbe paidtheirper dlemwithintwo (2) pay pe11odsfo1the 2 hours and l 5 minutes10completeaUof the reqUiiredmandatedtrain.ingouisideof the ,contractedday. 1. b.e trainingmustbe completedby Augus.t1·9,2022.

Unit member-swil.lnot be requil'cd"looo.mpletea timesheet.Managementwill verify completion via the 1l'ainingportal.

Signedth.itldayMay 25, 2-022

f'?~CiIJ~

-~ anTe'.cobb

argaininsChair UnifiedTeachersAssociation Fairtield-Sulsuin

KcnnclhWhittemore RlllloUICOS Assistan.tSuperintendent-Human UnifiedSchoolDislrfut Fairtield-Suis'iili. Dat~: A-1t~.(-f .,JJ: J.,p a.~ - lj I

212

m1randum of Undel'st:rnding

Fairf'eld • ui. m1

Between nified choo Di trkt(F

U ]))

And

ocintinn (Fah-tield uisun Uniflied cbool Ieacl'i r Collaboratir,•e Planning Period ugu t u,2,on

FSUSD and FSUTA agree lha.tthe FSUSD Special Education Handbook (Handbook) containing1 a list of the spe<:ialeducation programs shall be provided to FSUTA by January 15, 2023. FSUSD and FSUTA .agreethat.the parties will finalize Memorandum of Understandings (MOUs) on both Article 21.3.8.c Casel,oadand Article 10 Eval:uationswhen the partiet; resume negotiations in October 2022, This memorandum o understanding shall remain in effect until June 30, 2023. Signed on Aug,ust15, 2022.

Ken \Vhittemore,,

CbUr

213

V - MOU - Training and Support for General and Special Education Teachers

CurrerrilyIn the Fairjield-Suiw.,zUnifiedSchoolDlstrlcl there are no sc~ools on a year This languageremainsas an appendixfor future use if muled rowrd,calendar:. 21.4

Special Education Lening c.

Cente.rs

At y~-round s.ites, the weighted instructionalcaseload will be recalcwated. -each time a Leaming-Center teacher goes off-track.- The on-track L-eaming Center teacher will assume a weighted tnstruct1onalcaseload of up to 28 'Which includes students from th.e off-track Leaming Cen_terteacher's weighte·dcase. managementc03el0Qd. Should. the teacher not volunt~ t,o exceed the weighted lnstn,ctionalcas,eJoadlimit. a substitute teach~ will be provided to ioffluct, the excess students from the off-track: Leaming Center tea.cher'·s w.elghteilcase rru:rnagement caselo-adfor those students' full i:ostroctional program..

sites, the on-track LearniogCenter teac:her may volunteer to At year-.ro1!1Il.d exceed the weighted instrucrt.o·nal caseload limit of 28. Should a Leaming Ce:Dttr leiicber ohmteer to,exceedthe we.fghtedjnstnJ.ctionalcaselood,one of the following support interveotioos will be implem~nmd: 1.

If the weighted itl.)·tructionalcaseload is !between29·32, with mutual agr,eemeot of the Leaming Center staff iln.d Special. Education administrator,one of that site's l~rnmg Centct lllStrUotlonal. a.ss.isuu:us hams will be increased t,o 25 homs per week or additional • instructional assistant will be.pi:ovid~ for tw'o hours foi: each.day of the

mstruotionalprogram. 2.

Ifth.e weighted instructionalcas_eloadi.s between 33·35, a one~(l/2)

day substituteteacher will be providedfor each day of the instructional prograo:i.

3. f.

'Jf fue:,weighted_i'nstructJonalcaseloadCXC,t,eds 35>a substituteteach~t ball be provided for the full mstructional_program.

For fhe purpose of this. Article 21.4. ·thefoHowing definitions apply:

Jfelghred inslnl£twnol caseload- The students, weighted a:s per 21.4.a:, for whom a :Learnin,gCeoter.teacher has the respoD1sibilityfor implementingand supervis~g the instructionrequired by <he mi.dents' Individual Educational Plans. Thesestudentsinclude: 1.

The on-ttack:students on that Leami.ngCenterteacher s weighte.-d case managementcaseload.

'Wh~ c:-ase:load limit allows. students without IBPs who 11~vc temporary services from the Leaming Ce:otecstaff as per the sim's SchoolBased Cooroination.Plan.

214

At y,ear-roundsi.tes,on~tmckstud.emsfrom an off-tr.n:kLearning Center

teacher'sweightedcase·mruiagement canload .22.9

LeamingCeniters Y em~R.ound a.

b. 22.n

Per-diem pay for the equivalent of thtte (3) ·days per year (21.7:5 hours) per Leaming Centerreachsr~ be provided fo planning lessons a11d/or year-.r-OUOd whowill provideinstructi.onalservicesfut students with pecsol].lile:l coUabo.rating on that teacher's case m~gemtmt casetoad who remain on~traok:during tbm . ·teachers •Off-tracktime~ - . -. - - --·- - . -·- ---- -- -- - . - .. Por definitions, see Arti,cle21.4.:f.

Pay Schedllle Year-Round a..

All unit members who are on the year-round pay schedule in the 2009-WlO on. their current pay schedule, for as school year shall have the ~t to r,eJlla!in District. the! ill long as they re.ma.in

Any unit m miberwho separates ful,mfile Dis1rictin any future year prior to the thei.Districtfor oomplation of their aimualcontract will be required to :reirobur-se, separation. of $,te the of as ~@d yet not wages prepaid any ARTlCLE 30 - YEAR~ROJJNl)faCHOOL

30.1

All coatract articles in tlrls ~eruent clmified in this article.

3,0.2•

Calendar .Y~-R.ound,Ss;hool

.a.

apply to year:=roundschool staff ~ as

in oonjunction with .the District;s. A yeu-roiilnd cailimdarwill be d_ev,cl,o,pttl

Calend!litCommittee. b. 30.J

s~,ls A ininim,um,da,yshall be held at muH.i-1m.ck,year-round going on vacation.

foi those tracks

Year Worknav!Work All multi.-nack year-round school i;:laissmomteacl'i.~s will have 176 student CODtactdays. Single track ycaMound school e.lassrooniteach.em will ba,ve i 80 student contact days. Teachers will work 184 days (:seeArticie 20). b.

Toe student inslru.ctionalmy at a mtilti-track sc-hoolwill be 32,0minutes:to m.e.et. requirement.of the Education Code. the instructioni:dmim1te-

of 1:rack-in/track-outdays is to provide room preparation time for The purpo1Se for that purpose,. mrlt members. Themajority ,ofthe day will be ~e:s-erved

215

CwssSize a..

All class size m.mmums in Article 21 ~ Class Size shall apply to yea:M'OUild schooJs.

b..

A grace period of m (10) days wil!lho al.lowedat the beg:inningof e:achtrack:to bring classes within spec.med maximums.

Resourcespe«;;ia.list sruderusshall bo divided egully at (be; begumi.ngof tbeiyw _____,amoug classes ma_specilic.track.at .ru:ry, given,gradC!! ~Y~l ;Plui ctr )J:)i~.,~ o,n}::: __(].)_ srud~t For the pmpose of placement of res~ students, each track will be trcatod. as an.iindi.vidualschoot{see Article 21 - ClMs i.ze).

Ttaehcrswill expresstheir mdi~dual p1efe:renc:ec for track assignmentto th~ site a:d,11mnimator.The si~ administrator will make. the final detennioation of track assignment according to Article 18.

Principals sba!l ,complete track assi:gnmentqincludiD_gmusic and P .E. asgigmnents priorto t¢acheirs~g in their mmsfe.rlassigomeot rt:q: ~st

forms. b.

Track St.ledion

Spouses. if both are working at a yc:ar-rouudschool site,,sbMIbe given first consideration fut plac~menrton the same trac~ if d~d

2..

Children o,f·teachtrawho, work at. a yem:;;JOund .school sh.ailbe, given the, same ,status as chilc:ken who live in the attendance are.a for 1mck placem.eut

Schools Initial 'PJacemeDt.o.fUnitMombera_atSitesCgpyertipg to Year-Rmmd

.2-.

Preference survey fomis shall oodistributm "to ,all UDitmembers of schools parti:ciipatingin conversion to a year--rmmdcalendar. Unit members shall .list ~ (3) choices of track andl gmd.e :~signments in order of preference (i..e.,yellow 1:raCl4 grade four). Results of SUCV'ey will be distributed to staff. Sta« will thea meet and decide spec.inc assignments in grade le'l>'eland tmC,

units.

If .agrumen.t tanno_t be reached, assignmentswill, be made based on .Article 18;3.a. by fhc Assi~t Superintendent/Human Resources.

Unit members converting to yeM-rollllldcalendar shall be allowed th.e daily rate •Ofpay l!C)[Wll1o three darysof releasetime.·

216

Following initial assignments, amt mcmbars dissatisfied with their placement have the option ,of choosing, based on Article 18.3.a., any open.assigwnm,t ,atany converted site within five (S) working days. 6..

Afte • placement in y;ear-1:1ound assig;l:llllieitt,those unit members prefening to remain on ((aditional calendar will specify choice of grad Jevel and/or school to the Assistant Superintendent/Human Resources. The District will notify unit membtw.l, based o A.rl:ick 18.3.a., · ·-whensuch opening-shaH,occur-.----. - - • h.

Unit members wiD have three (3) days to accept offer-edpos"tion without in.tenriew.

Transfer Definitj,ons:

30.6.

A transfer t considered to· be the movement of a certifics1kd person to a different track within a school or to a different school.

An. assignment is consideI!edtooothe position o a.certificated person within a track at a school.

Transfer and re3SSign,.ment of year-round certificated persons shall be detennined by provisions of Article 18 - Assignment and Transfer but subj~ to year-round definitions.

Within three {3) daysof notification, any unit member assigned to a. year-round school may vobmteer for the va.cancy regardless of tm.ck.

Exchange Dau a.

District teachers shall have the opportunityto substitute within the,District.

A year-round teacher substituting at hislh~ own site shall be paid the [?istrict long-teim substiture rate.

wt members may volootarily exchangeten { 10) days with unit members W, o are on vaca,ti.onwithou loss of pay, benefits, or .sick leave. The unit member sl;iallobtain approval fro01 hisJher principal at least fi:ve (5) days prlo to the desired BXchange(Jays. Unit members may be granted a!ll extension beyond ten (10) day.s with prior approval from th" principal and Assistant Superintendent/Human Resources or designee. Payback of exchange days is the rcsporu;~bilityof the involved teachers. •

217

Sabbn.tk.)lLeave Year~roundschool writ m rnbers.may be granted mini-sabbaticals for professional purposes fo up to ooi:session-oftrack assignmentund& the pr-0\risio.ns of Article 23.4 ~ Sa batical Leave. Y,ear-rmmd unit members will be allowedto a_pplyfor .saibba.rtica] leave even if 1heyha:veless than tan (10) years of teachingexperiencein the District 30.8

-- ·a. ·· -'Feachers-o.n-year-1-0und shall no be deprived-of.anybe efits provided by.this contra.ctor Distri,ctpolicy by virtue of assignment to a. year-round scliool. P-oss:ible benefitsinclude.but are not limited to, opponunlty to serve as m~n.tors or on. District committees, .LP. activiti ~ professional growili conferences.• instructionalcouncil,or ;my leaves dclinea:t~ in this agreemen In addition, year-rouJldschoolte-.ach.ers shall not be d:iseruianchisedin.any District elections SllIVeYS, or qticslionnaires.

30.9

. Each track may have a tra.c-kfacilitator who, is responsiible for off-track comnnmica:tloD.Compensationshall be made according to the Extendl3dDay Activity Salary ,chedule.

Air conditioningsh_allbe provided in each classroom on a year-round.school soh.edwe. R.easonabl effort will b:emade to provid. a comfortable.Leaming euviro,nme.o.t in 1h.e,event of a malfunctioIL

Secured st;o:rageand assistance in moviog shall be provided to year [IOWld school staff as needed.

AuxiliaryPersonnel a..

Auxiliary per-soonelincluding librarians,.ow:ses,r. ouroe speciiali~, resource: teachers, oounsclo.rsmusic teachers:.spe~ tb:erapistsr P.E. and adaptive P.E. .t ach I and othefuni. memberspecialistsmay extend or vmy their conttactod wor year, A mutuany.agre~ble work calendru'fur:auxiliacypel'Sonnelwill be established tbrtlughcons,uJtationwith the unitmembers immediate supervisor and appr,ovodby the Assistant .Sup.rill:teudent/HumanResources OI ms/h.er designee withm thirty (30) days of ~ beginning of fb.e unit member's.work year. Any extensions of •col:l.trant shall be· at the unit member's per diem increase for additional:. contnwt days. •

If an agreeabl~full-time assignment cannot be atn1D.gcdpar 31.9.a., support staff will be aiSsignedby the: Assistan• SUperlntende.o:tlHuman R.esourcesor hlsJher designee. - Lib.rariaosi·nlffl!CS, resource .s_peeialistst resource teachers> co~C;?li;>rs,. •.B. and music teachers. and other unit m.emkr speciaffstswill be assigned a.trnditiomilschedule.,a.re~a:r track, or 176 student.contact days an a consecutive basis that fonn tbr,oo(or fom) 2.0 (or 15) consecutive days of vacati-on. The option of totally removing the unit m~mber from the original work site will be oonsideted only as the fiJw solution. Extension of a wnt

218

- """'"":"""' - t,;;;..,,__ Vacancies resulltf .... fro,· -.•~Le,r's C_ o.., ..........;-s V. o. ].l:lll-...-, '""'"e,. m ,;1.:" -" article will be filled in accordance with Artide lB.2.b.

_i::wu

Reasonable effort ·will be made to provide all tracks with equitable aocess to auxiliary~nn.et

If tlm District adopts and implements a year-round education p:r-ogramand then later decidesto elimiute part orrall of such·program. it shall giv,eseven (7) months notice to - -- --'the~Association-sothat the District and the-Asooc-iatian-c:mex:pfore-possiblesol ,tions to •, ,. 1 - ....., 1-,.t·, •ii. ...,,... that __ so m ,e ,._ m --ay 1.w,,., ~-,e ...~e in ~~1...ei:1~·, .,.c_,. we prou01--.... _ ieao1. . . 41.,.,. _ with the c1.,.,, ~ _ th ne- :;v,u) ___ we 11.lYUO,S 'thepaym.cntof salary. 30. l 1

For the pay plm. which applies to ullit memhtJS who ch.ang_·Wi)rkyears from year~ lloundto traditional~ see Appendix L A committee will be develo,pcd to, wor on an agreeable solution for a different pay plan which ~ mc:lude a 19 equal pa:.ym.ents payback.

219

.' . .SIDE LEn'ER O'FAGREEMENT .

•

• BETWEEN'llT'AJRFJELD.smsIJ UNIFi N iIDTEACHERS ASSOCIA110N · AND FAmFIEl.Q.SUlSONONJFIEDSCD:OOLDISTlUCT • ·· '

}4emo_~c Prom: J

•

• __

•

'•

, •

•

May4. um-_:·.

Subjec1; : . -

CertificatedEmplo~ Cpan:gillg Work~e,ndm. .• Paula :Dnml, Direclo rofAC(lotmting&.F~Semoes .. •-

• Da:i;.;• '

•

·-

.PA)'Pf..4:N

.....

•

• ___

__,J, _____

_-··-· - -:--·--·

·,...

______ _. __... -· - ...... ·.··..

, ·•Jf:_you•~· .c~~:gia_g-from a.year-~un4 to· a tradllioaal calep.dar,.·· ~ .folio~in

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W - Agreement Regarding Payment of Class Size and Student Overages Agreement Between The Fairfield-Suisun Teachers Assoclation and the fairiield-Sulsun Unified School District November 1, 2016 The parties mutually agree to the foUowingfour items in order to setli!ea level II grievance, related to class size and student "overagesHindicated in Article 21.2 of the coltective bargaining agreement between the parties. Agreements: payments to unit members at the rate of $,.20.00per student per day per contra.ct 1. Pre1o1ious Yiolationwill be allowed to stand. 2. All other overages wlll be ca1lcufatedas follows: a. P.aymentstor overages for lhe Primary vio,latlon1 whether the viol·atronis a per perfod violation or per day violation for a s.pecificteacher, sha'IIbe oomperi,satedat a rate of $20.00 per student per day. b. If a secondary vjola~ionoccurs within the same day, for either a per period or per day be paid at tt,e rate of $10.00 peirstudent per day, iinadditionto the overage, if st1al1t compensatlonfor tl7e;primaryviolation. c. The primary violation is defined as the violation with tha gireatestoverage of students within a day. d. The seoonda,y violation is defined as the violation with the,smaller overage of sttidents within a day. 1

a day is defined as a teacher's work-day during which 1 3. For purposes of ca.lculatrngoverages, the student is on a teaoher's ro'IIsheet. 4. Any previous payments, from August 1, 2015 to the present date, will be recalou:latedat the above rate. llf the amount cal!oulatedis higher than the amount previously paid to,the unit member the unit member sha1IIbe compensated for the difference.

~~ #£ Robert A. Martinez, Oat.e Assistant Superintendent,

221

X - MOU - Rate of Intervention - August 8, 2022

of Understanding Fairfield-Suisun Unified School District & Fairfield- uisun Unified School District August 8, 2022 The parties enter into agreement to alter Appendix , Number 8 to pay ce1tificated staff for participation in student intervention. The parties agree to pay the per diem pay rate beginning August 15, 2022 to end on August 15, 2023 for intervention services. The patties by mutual ag~eement can agree to extend this agreement prior to August l, 2023. This need arises from a direct need to assist student academics as they transition out of the COVID-pandemic.

This MOU is noi -precedent setting and cannot be u ed in future negotiations

Signed August 8, 2022

222

Y - MOU - Premier Start - May 19, 2022

of UnderstandIng Betweell'l F.airfleld-S'liiSllnUnified School lDismct An.d Falrfield:-SuisunUnified Teachers.Association New Employee,ln~Servioo(Premier Start) he abov,ementioned parties have d"5cusseda shared linilerestof recruiting and retaining the best personoel possible for the District Throug1h11he same discussion,tha partr.esshare ao interest in the su:ccessfu1 •onboardingand transition to the Fairtield~SulsunUni,fiedSchool Disfoict To meet these s'h.arediinlereststhe parUeshave agreed to the fo'llowingfo:rthe .2022-2023and 2023-2024 sdhool years. 1) There will be a voluntary in-se.Mce (Preml.erStart) for all F.SUTAunit 1111embers lhiredto begin in the 2022-2023 school year to be held on August 1, 2, and 3, 2022 ror a full oontractualday. The•date-sfen Premier Start in .Aug1ust 2023 will be determined by the Calendar Committee. 2) For partiolpafon the unit member wmbe paid $1000 for participating iinall three days of the trainin,91.There will be 1nopro-rating,fo:rparti0I attendance. 3) Unit members hired after llie start of 1hepreceding1 school year may aUen,dthe in-service, if space Is available, and are not eligible for the $1000 or any portion thereof. 4) Agenda for lhe three days \Millibe set by 1heDirector of Ciurriculuirn- 11d.Assessment, ConsultingTeacihers,and Pre 'llndu:ctlon Support Rroviders. Th.erewill be a set aiside lime for Human IResouroesto cover needed malildatesand FSUlA to meet with the group 1per.6JB119. 6,) The focus.of lhe 1,n-servi,ce is disll'icl specilic systems, rouUn s, procedures, and other topics cletemrinedto be of valu•efor new employees to IFSLJSDregardless of years of ex,pe11le11oe in public or private educatto11. 16) Thi:S1in--seNice wil1be he d i11-perso:n unl,essothenvis.emutually agreed upon., 7) Great Seg1inr11ings will be !ricorporatedInto,lhis In-service. Parties agree to adjjustthe 2022-2023 and 2023-2024 ca:lendarto reflect lhe·cancoE!Uation of Great Beginnings. 8) The psarUes. agree lo meet and di;scussthe program p11ior to March , 2024 to determine the viability of thietrainingif.orsubsequentyears.

Sign,edlthis day ____

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,mMay,.2.022.

?J:vt171Llh~ Na cy Dunn President Fairfield-SuisunUni~edTeachersAssociation

'KienWhiltem.0110

Assistant Superintendent Fairfteld-SuisunUniifiedSchool D·is.triot

223

Z - MOU - Bilateral Committee - January 25, 2023 MOU Bilateral CommilteeJanuary

25, 2023

Time:,__

1lemonmdum or uderstanding B l'1 en fo'airricEd- uisun Unjftl!JdTeaicbei· As otl:· Oon ( UT ) and Fl1idMd-Suison nU'iiedSchool m Met (FSU. D)

BilaternJ C(I] ua1·ttcc January 25, 2023

The pu:rpose of this Memol"Bndumof Understanding (MOU} is to pilot a restructure of the Bilateral <>mmi'lloo and tmplet11e11taHon oftrnining procedures. for two years. a. TI~eEvaluation Commiuee will consist oftlm°'e (3) 1wo (2) F-SUTA members d~ignatcd by tile President of FS TA, one {1),site admin:istratonr and one ( l) di.,tricl.offioe admini trator and will monitor and d ten iile the conlcnl ofthe training arrd needs to suppot1 the Evaluafon Progra:m.F- UTA members of the Evaluation C-01mni.tteeshall be selected by F-S TA. Management members of tile Eva]uation Committee ·ha 1be ~elected by F-SUSD. b.

"he Bi ateral Joiut Conunittee shall jointly create two (2.) videos/webinars for the thhty (30) and ixty (60) minute evaluation training for unit members. 111ese videos/webin~rs shall he th only lrni:ningmateriab used in evaluation training. 1. All permanent, temporary, and prohat:ionary staff members being evaluated sbaU view the 30-minul.Cevalua1iontraimfogvideo wilhin 1he first 30 days of the school year and shalt be completed prior to tbe fi.m formal ob-se,rvatiou. 2. All temporru.1•and probationary staff mc.-mbersshaU view the 60-minute evaluation tr.ai1ungvideo-by ovember l 5th of the school year an.dshall l:le completed prior to lhe first formal observation. 3.

These videos shaU be reviewed a tl updated yearly.

Thi MOU vill expi.re imtomaticaHy on June 30 2025, unless agreed otherwi e in writing by the pa.rties.

..ci Whittemore A si 1:1n1 Superi1ue11dcn1 Hmoon:RcsouRJc-s Fairfielcl-Suismi Uui.fi.e:d SchoolDistrict

224

AA - MOU - Virtual Academy - January 25, 2023 Jannnry 25, 2023

MOU Virtual Academy

Time:---M e1non1 dum of· ndcr tanding 8t:h¥Ccn

l•aM1eM Sui.sun Unified chool Distri.ct And !FairfJe]d ui m Unifi I ehool Teachet •As ocia.tfon 'irtual Ac11dem• ,January 2:5,202:3 I.. Unit members will nol.be required to work in a district facility. If the membc1·dcsircs to work from a di trict pnce one will be provided. 2. Unit membeFSshall ·13 e eocemptfrem. hei1tgfereed into lhe Virtaal Ae£1demy llinm.gb.i1111eh.mlary transfers. No more than twe tluee (3),staff n1 .efings tl1ro,1ghou~ ltc choo year wiU be held in pc m . 11.~s per Artiele 19.3.b sehed1ded ineetings ·io, the 1tt-ting., hall-hMtot·c-ed-iin wt'iti.ng-tcu l~ wo kin~p nit members will have the oplicm to have Go Guardian or similar program to monitor student on.line activity during instruclfonal tiinc. nit members sball be provided training 011 th pmgmm. 4. Ne Virtual Academy staff shall panicipnle in three (3) days of in-service trnfaing prior to the first contractual work year to be paid atthe cun·iculurn rate or may be used for staff development as outline in Article 20.2-Professiona,l Developt ent. Reluming s aff shall p11rtic1pate in one ( l) day of in-service tniinin.gprior to the first contractu.il work year to be paid at lhe curriculum ra:leor may be used for staff dtlvclopmcnt a:s outline in A11ide 20.2-Profe ional D elopmen.t 5. he district shalJ provide textbook, software and mnlerials appropriate fo virtual learning. 6. nit Member wi11submit tbeir rupp y request to tl:ie ite dministr-atoror designee. M~mbers .vill pick up surppli, at th •Vfrtnal Academy offic 7. V1rlu1dAcademy Adminislnrlion and Teaching Staff will work oollaboralivdy lo develop a parenUstudent fotm that outlines expectation for student success and supports for tudents not meelh1g expectaHous. On of th expectations outline<lin the document will be tha1 teachers may l'equire students to turn on their cameras for specific lessons or activities. 8. ni members p)1lviding after school iuterveufou shalJ be oompceusatcd as per contnu:tu:i.l agrccnumt. per APliele-llJ¾.

9. Tl is MOU is :tlbje,clto the grievance process as outlined in Article 9 of the F U D UTA Contract lO. Al ofotber parts oftbe oontrnct between •SUSD end FSUTA apply including the pruvis'u1 s hi UrisMOU fur tfo.ist:~mpluy~ al lht: Virluul Ac:1th:my. 11. TI1eDishi•ct and A sociation h1ivetbe ri,ght1o reopen a 1ypa11 of the OU. This mt,in)randwn will expire June 30, 1025, or be ex ended IJymutual agree inent prior to Ma- 1,.2025.. Signed th.is day January 25. 2023,

~~~ Kenneth Whittemore A~~sl!lnl. uperintcnden1-Hum3n Ra.~ciur«.-s f3irliel -S.uiu11Unified • Liool i 1ric1

caclncr..s A, ociatfon

225

BB - MOU - Grow Your Own - December 8, 2022

DUM OF U

ERSTA DI G

Between tile FA1RFlli:LD-SUISU UNIFlED SCHOOL DISTRICT an.d

li'AIRFIELD-S UN U FJED TEACHERS ASSOCI _TIO • Regarding: "Grow Your Own' Teache,r Recruitmell't attd RetentitHilScholarship t Progr.un & Reimbursement Agrreeme,n Thi:sMOU is betweentbe Fairfield-SuisunUnifiedSchool·Distriot(District)and t e Fairfield· Sujsun.Unified.TeachersAssooialionAssociation). The partiesdesiireto recrujt,prepare,and rebl:inwell-preparedand div,erseteachers. This MOU creates the "Oro _YIYur Own" Teacher Recruitme11t and Reteoti:on1'u.iti.on Scholarship,Program(Program),to meetthese goals,to Clllhanc..e 1beeducationalp ognm:ideliveredto Districtpu ils, and t•Oprovidea.valuable emp]oy1nentbenefitto Di.strictemployees. The followinggives it1formalion and p1uam0tersfor the :P: gram,, P~mdpants are signinga bindingcontractand m pr,omisingto r-eimbursetuitionp.ud by the Districtif Program requirmnenlsan~not fulfiHedLParticipantsplease read this carefoUy

To achi:evethis goail,tlteparties gree to the following: 1. The District.in vanmrrs:liip wit!Jthe Univers'tyofMassaclmsettsGlobal(a.C11hfomia Commissionon eache. Credentialing,( CTC)-approvedteacherpreparationprogram), wiUrecruitDistrictemployeesand membersof tlteDistrict commum.ity to participatein the Program. The Disirictreset¥ the right i11its discretionto ,changeeducattonal partn<.-rs andlto transferparlicip001ts to a new Commission-approved -edu.cational tprovider in its diSCI1etion.

2. Limitedapace arc ava:ilabl.e and applicantswiUbe s:eleored in the District'sdiscretion. wiUbe req11ired to·fi]l out an a:pplkationand be inte-rvtcwcd. by the District_ Partici!pants 3. T e District 1i'Htnd t.ot111herd.-'16lllff •l~bj,cttssuch as.special:education,math science. D •strict employeesto lhe program. ho are working and bilii1.i:iual educationby rncruitirng Internship with emergencypennils S'l!ltb.as Short-te:rmStaff Pennits (STPSs).Provis:io:nal. Permits (PIPs), and , aive.rs.

tuitionschol,usbipwiUpay for up to $15,000in turiti.011, and no•morethan 4. The-ProgJ;llm! pesrschooly,ear,for participi:wtsin ex.cbmgefo:rthreeCQnsecurtive,, oompJete $S,0OO or olhe1wiseservingusi.ngtheirere ential in.District schoolyearsof servicet,cachirn_g service. No expensesor fees olher th.a_n tuitionwill be paid by the Djstricl {Acomplete l

226

year is definedas working in active stalllSfor at least 7S p<:rcentof the ll!umber of days the I•egul,nschools of the District were maintained in !hatschoolyear, in paid status :mdgoodst.andingwith the District.) Leavesof absenceor other allsenoosfrom acl~ve the thre..e-year requirement. Unlessagreedto by the District's J,utydo not count1!owairdls Assistant Sl!lfleri:ntendent for HumanResources,ordesigneein Mitiug. participantsmust oompteteth.e three yearsof servicea11deducationalprogramwithi five sc.lloo]years after comp,fotfon of the Program .rnd obtaining a prelimimu:y credential. 5. Partfoipantsmust re-min in good standiQgincl KlingposUiveevaluationsw:iththe educationalpr-oviderthroughout h,eprogramin order to be eligibJefor mat' on assistance, and mus-t atisfacto:i-ily complete all ,exams, tests, am:1ri:.qr1irementsof the program. Participantsmust obtaina valid pr-elirninacyali:forniaMu.ltiple Subject~Sillgl.eSubJcct, or .Educl1!tionSpecialistteachingcrede tial within the 110:rrnaland rns1.m:I. 6xpooted time frameof1tie edl.lCali.onnl prov:id~'sprogtarn,unlessart·exteosio is ap;prove--d jn wri ing by the AssistantSupedotendentfor EducationalServicesor de.sigaee. 6.

o qualify ful.'the Progr-am scholarship. the participant mustmeet the following crileri.a:

a. CurrentDistrictem_ploy,ee in good standing. b. Possessa Shoit-termSlaff Permit ,(STSP) Pr,ovis.ional lntemsllipPermit(PIP), Waiv,er:issuedby th.e CCl'C. OJ olher CCTCdocument,if approvedin writingby the Assista1t upei· 1tende:t for Edu.caitjona! Servicesor dcsignec. c. Havegraduatedfroma regiooaillyaccreditedinstitutionof higher learningwith a bachelor's deg.- c,. d. Commit to oblainirng and ,obtain a val.id preliimi:naryCalifornia Muhi:p]e Su:hjcct, SingleSubjoot,or ducE1t1on pecfo(jtteac ing credential

e.. CommittQ teach specialeducation,malh, science,multiplesubjector bili11gual clas.,es,or other classesif approvedi11writi:ngby the AssistantSuperituendcnt for Edlucationalervices0.1' designee. 0

f. Compfotc:a]l requirementsin lltis MOUand completean B.mployee Rei.mbursem1mt Agreement,below. 7. Participillitsmust provide atisfactorydocul'neatationshowing pr-oofofcomplehonof the above crirteriaupon reqt est by the Dis.trict. 8, This MOU does oo:tin wnyway limitthe Distric,fsabilirtyto cbangeor temtinatea participant'semploymentiH permittedby law ml/Qrp~',;y. 9. If the parfcipan:tdoes not te.ach. for lhe Districtfor at lea.stlhroc; ftdlafter oompletion f the irrtemyear, tlte participantagreesto eimbune the Djstricifor their tuition.assista'll_Ce aisfollows:

n. 100%of the scholarshipamountif the partic:ipanI ]eav~ Di.s!ricts7rvice fur any reasonwithintwo schoolyears fromthe da~eof completingthe P'rog~ or

227

50% of the schobir hip amountifthe participantleave~Districtservice fur any reasonafter two schoo]y,earsbo 1 the date of compl,etingthe Program. c. It is recogn:izedtruitteacherswho ar,cno11.-reclcdcd withoutcausewill not ave to f, imburs:e

e distrkt for costs.

l0. To tbe e-i.~11.t providedi.nthe ap IicabJecollectivebargairi:ing agreement,UI1itsor coi1rseworkobtai•ed via this MOU sbaJJoot count lowardlssalaryschcd1dcplacem and/ormovementuntil the personhas completed the commitmentof 11heprogr;im, U· •n of credeatia ed teachi11g, comptetionof the commitment,an i.nt,emyear plus three ye.ars, l!heteachercan have the units,earnedin tlaeprogram·appliedfor advancementon the salary ~hedu]e. aulomatica. ly expire on June 30, 2026. It may be enewedo xtended l L.This MOU w:i11 by nu:rtualwritten agreementofthe parties.

This memorandumof understandingdoe~not c-011s1:itute a past practiocor set precedentby either The District relainsdiscretionto discontinue providing party •n future negoliali-ot1s. reimbursement for 'lh.eexpensesdescribedherein, and/orto de,clinetQ p:rovideex:pen&e reimbutsiementif the Districtdetennin~ it is not ln the interestoftbe Districtto fund s-uch expenses.This rnernorandumof understa ding may not supersede,oramend lhe:apphcabl collectivebargain.ingagreementin any other way than what has been agreed to above.

'.l

228

CC - MOU - Pre Induction Support Provider - January 25, 2023 January 25 2023

D Prc-h~cluclionKl F-SUTA

Time: ___

Memm11.ndu ni of U1tderst:rnding Bet e ll F11iirlieh1u.isuo U irfiedlSdtool District And Fairne dllD uIllRedT~d•e~ As .o,cia ti.oil Prt-lnd11ctio11Support Provid.cr J".annary 25, 20:23 1

TI1eFairfield Suisun Unified Te11clll.e:rs As~o,cialfonHl1dlhc airfield Suls11rn U□ illed School District agree that the unil members who do not quaJifyfo.rtl1cDislri.cs LnductionProgram would bmdit from s.upportin order 10oocoine a ,crcdenti~kdeducator In order lo facili te this,.die position of Pre-]ndnctionSupportPmvide--r ha~1:mcnagr~-ul10 under ihl! followi~coodltions; d11:!U1 c,~m pern1m1e111 u11it inbc ' I. P.re•l11clt101:io11 StipportJ>rrovk m, will be :;dcc•cd from c111rent within the Disi.rictrrderence willbe pro,yjded to curreu•dassroomkncht:p, 2. Pre Imhu;ticmSupport Provide \\Jill ha e providedtl1re:e(J) years of cominumLS S(:I\'keto ihc ff strict pliorni b ginn."ngd1cirposition-ii~a.Prc-1111.duction Supporl Prc<wld.er_ J_ :;i::1,.,ef\l,et1Jeeet1ffe'fll, 11~embers ernie-Pl~~leEhleHe1i PregR1-m •,•,•ltti l!fee<Ra 111~,w,.eyele-wm e~it 1ile-ptegr111m-IneJ~11e 2eu. Tc Cll~!Jil'ept"l)g;NtM--eet:ttil'littilj';"llt-e,ett1Tel'lil lltel'laMr.J ,¥il~~ssdeo11 It tluce-,cm exit c,clc;; Tne lttc-11.d,en ey-set,iafityv,1 iHc.ttt the 11r&git1min emrllt!>20~~p•fit~•lh.:,1111:iti111Jtir~e28~3. AP lnd'm:ticmSupport :Providersslmll k~~ there are rmitliple pro-ioors 0.11 1:llesame cyde. -ein 1M position for no more th m.•hrcc•com;i;utivc )'eJl!lli l!lln 4_ In yearS:where daereare n ultiple providerswho re on the s~mc 1hrccyt~r cydc, Inc member with lhc lctisi district !i.Cniorily s1ialI. be displaceclfir.st 5, The prnv1dcr(s)who exit the program in dicirrrlc-si.gm1tc=d year·shall ~electfrom :my ope11ingfor which •hey arc qualified prior to April 30 of •heir c11it:yc[lr.f!Uurcpi![ticip11nt.s of the pm •rumwill follow diis process wl1en xiting lhe program_ 6. Pre-lndu.ctionSupfN)rtProviders! 1111-0,1 report, verbally o.rput in writing any ob cr..,.ition fr.cmtl1cunit mcmlbc:rs' Oil" could b,::. usct:Iin an ev:alul!IJtiDn or prnvit:lecom111lentary IJ1al\ •ouldeffecti. el'y i;ounsclingsession~.dist m11.y recommendth same. A11y wrim:Llcommu11 i tiomsfrom tho Prc-[nductiof"Iuppnrt Pm,..it:ler.s i11 resards 'lo memll receivingC08ching. ooaching s ions shall be given directl)•to Ille 1.Jt11.it fr.om 7, 01herooll"Chi11g op1ion~ vsil bk· to unit mL:mbcrS mn include but are not limited t : Receivi11g,coachit1g FSUSD Teadter St1pt)Oli'Tovider;11P,ecr o~chingModel; o:r 11.cAdlminis1rii1or_ 8_ Pre-InduclionSupport Providerssru ll be SI.Ji ·isedby only om (1) d ignaied crii I Office Adlmi11.i:slrnior: 9. Specific-Prc-tnd~1cficm Sup~rl Provvtk-rsassignme111s,ill be de1cm1inedfollowingthe. pplk tion ~11dinterview process or these posilion.s. 18. A Pt·c Jno:metbcm~t1ppcn f'1o \fiderslutllscr,,,etn tb:i$ posttfori tbr 110m@1eth1111 three (3) com1ee12fi ,.-e: yettr.s. I!. Training occmring alit,er c;01Urae1edhours sh, Mbe compet11Sat.ed as per Article 20.2.d. 12. A review•oftliis MO will oacur in A ril of 2024.

Thi ag;eeinent shall be.in effect from the:date of signature l!J1dtluough.J1meJ.O.202S, ~oo m.iy l,e Tef!ewodby mutual ?i8r<::i::mi::nt belwi:,:;-nlni:: parties.

nifled T('<1CJ1crS A:ss.ociaiion

A si I 'IllSuperinte11dernl-Hunnn R. ourrcs Fairfield- uistm U11ifiedSchool ·I lrict

229

DD - MOU - Six-Fifths - June 6, 2023

of Understanding Betw n flaii.-l'ieldS,1Hs.unUoiifr:edSt:h00l Teaehe1·s A,mu:iatioo

And Fafrfield Suis111Unified Scboo,1D1 rM

Due to an unpre ede1ted teacher shortag•ein nHforniaand lhroughoutth.eUnited Sl'atesthe parlics agree thal for th 2022-2023school ye.arto allow the following: l) That teachersaffordedthe opporttmity lo teach six.periods.i day at the secondary level 2) S'xtb pedods hall be offe.redto appropriat,elycredentialedlrnil membersin ord T of seniorily

3) A 1 aximu of 204 studentcontacts(exceptP.E., music,and ,eyboar<ling). 4) Unit members h 11be compens.a:ted at l3 0% of tbcir nonnal salaryfor the duration of tbei r six (6) 1)€l"i.od assignunent. This Meinorandum ofUndersrarn;ling expi~ on June 30, 2025,

S•gned this day of June__,,""--___.,., 2023

~~~ cy ~

Du,~re-sident F-SUTA

Ken Whittemore,!FSUSD

230

EE - MOU - In-Lieu Service - June 6, 2023

m of Un-derstanding Between Fafrtleld-Suisun Unified School District And Fairfie!d-Suism1 Unified Teachers Association Artie e 19.8 ln..JLieuSorviC(I B~h parties fo1dii useful to clarify lh@proc;:oo:s lo compensate unit members at elemenlary model sohool siles when prnparatkm ti 0 Is nol provfded lo the unft memoor as sctll:lduled. It is agr,eedWhen a un t member t an elementary modal school sle, Is 01.pro ed !Mi, schedu ed prepa_ratioo·me, Ille m· sed preparation Umewill be considered a ifl-ieu as defir1ed in Amde 19.8.a. These i -ieu periods due to lhe t.ackof pr. paratlo ,lime s a I be included ·n the maxlmu 18, (10} A5:5ig11ed in-lieus per year and paid a.ccor,dlr,glo Article 19.8.c. Mer te (10) h-fellS have been oornp1eledfor they ar, hdudlngvoluntarl(, rrvotunlary, and missed sl as ~II have the fol mlling preparation time in-lieuscombined, u ·t mem ers al ementary modellschoc;>I cl'lo!ces when schedu ~ pre aralion ·me is not provided: Unit me: bars ,naycomplele a ceJ1ifica!edlimnshoal. eindreceive per diem rate for missed prepara 'on time;. OR 2) Unit members, may infarrnlhair site aclministralor lhey chose la l'lav(l their prepara 'on Ii e made :pwlthin 1lhe,1,ex,ten {1 O)'l'l'Orkdays.If this oplion Is chosen, d'le unit member will be infooned,or the make-up sc edule at bsl one wol1\clayIn edvanoe of the res.chedu'ledprepar-a• lime. 1)

These options may be a .pliedto missed preparatlon ilme retroaotj,,,elo Au~llst 18,2021 or unit members at elemenlaJ}' moclel school sil.0swho have,not already been made whole.. Mfsseo preparation lima shaII not be cr,ediledais adjunct duty. AU olher se<;tlonsof Article 19- Workday remain In effect, Thi& agreement will sunset on Junr:i30. 2025 and may be renewed by mutual agree Signed ltiis day of June,

---4L2023 I.!.l_

LO-W~

KiJnWhlllemore, FS SO

231

FF - MOU - Zero and Seventh Periods - June 5, 2023

Zero and s@venth,pe 1od

Memorandumof Unde:rstandln~1 Faimeldl-SuisunUnified School District And Fairfield-Suisun

Unified Te·aohers Association

The parties mutually agree to modify ~heCollecllrve Bargaining Agreementto accommodale!Ile need l.o sche-dulesecondary students in wro (0) and saventh (7lh) pe··od classes, These, change,swill remain in effect for ~he,2023 24 and 2024·2025 sclhoolyears, 1.. ese change•sare nori·precooenlsetlfng and will expireon Jlune30, 2025, If not extended by mutual agreemenl. pri'orto lhal date. 1. Unit mem ers as.· gn.edto a zel'o (0) or seventh{71h)period sllall beg:ll lheir conlrar;tdlay fifteen (15)min tes prklrto 111.e start,oftheir first irlstructfonal periodof the day. 2. U it members at sites with a six (6) periodday shallwork a 7.25-hoor co tract day. IUnil mliilmbers at sit@s wilh a block schedullil m1ily have a oontracl day llonger or shorlffl" lh1iln 7.25 hours, however,ttle•oontrooted work lime on a 'looks.c edule mu:stnot eJweoo 36.25 contracthours in a five-daywon),; week, 3,, Unit membersassig ed a zmo (0) or seventh (71h)pe~lodshall have a sched:ule cornpos©d a,fconsecutively assigned peniDds per Arlicl@19•.6.

4. Unit membersassignedto a zefo {O),orsevenitlh{7lh) period slla11lliOlbe required to perform in~lieuservices during l er ·•·orrperiods bul may volunteer lo perform lhese services. Artidle 19Bshall be followed for oompeMation ,oafin-lieu se.v\ces. 5. Ullit memtiers assignoo lo a ~ero {O)or s,eve11lh {71h)period:s!hatlnot be requi~edto a1end meell ng;sduningtheir "off periodlsbut may vol .nteer lo attend meetln,gsaind be paid

curriculumrat.e. 6. Unit members assigned to a cero (Ol or seventh {71h) pe od shalll rnotbe reouiredto ]Performadjunct •dUJlles during lheir "off periocls bul may voluniieer lo do so Wi'ilhprior .approvalfrom Ille site adlminislralor. 7'. Unit membe,rsassigned to a zero (0) period sliaill be paid currioulum irarlefortheir "off' ,period to attend monlhly mandatmy moolingiS (1 gsrn,iralstaff rnealing1and 1 department or other me!lting ratali11gto fhair leachit1g1ass.igrunr.mts). f Iha uni! member is being otherwise compensatedduning~ e,"off pel'lod (such as pro\l'ldingIn-lieuservice)tile ,oompens.a'on for ll'le "off' ~riocl sha be waived.

232

9. Unit members unable to atlartd rnontlily mandatory meetings teaching a zero or 7th periocl ( general staff meeling and 1 department or olh r me-elingretatinglo lheir l~ac lnig assignments) shall be excu~ed from the meeting, The unit member and sitfl adml ril~tr&lion sh.ill work logelher to create a plan to keep lhe unit member informed of any frirOO'l'laition pr<lsentedd n91the meeting and the ability to p,artici ate In oppOl'luni~iesl,i1king1place during the meeting. 1

Atl a~e:s io Iha CoUectiveBargainingAgreement remain iri rorceam1effect untoss specifically modified in 1.ihe MOU.

Sig

d Ju ·e 5, 2023

~ittennor,e,

233

FSUSD

GG - MOU - Article 28 - Hourly Rate Adult Education - May 24, 2023

Memorandm 1 of Understanding Fa.irfield • uisun nified School District & Fairfield uisun Unifi.eelTeachers Association May 24, 2023 Art:ick 28 • Hourily Rate Ad It Education

Recognition 2.S.1.a.The District recognizes.the Association as the exclusive representative o,f the Fairfield-Suisun Adu'lt School unit members employed and paid as regular contract members and those paiidby the hour. • 28.1.b. Adult Education Unit Members willl be classified as hou ly based

employees. status as 28.1.c. Unit members will be dlassified as probaUonairyor pei'mane111t of status win be sent to each unit referred to in Arfcle 10. INot"ifioaUon member annually on September 1. 28.2 Non~RelatedArticles 28.2.a. For the purposes of this agreement, the following articles/sections will not apply to Adult Educati.onunit.members. Article 14 - Pee-rAssistance and Review, Artidle 15 - Support Provider, Article, 16 - Teacher Support Service, Article 24 - Reduced Teacher Service Option, Artiide 25 - 1Ear1y Rebrement Article 26 - Part-Time Contracts, A:rtide 27 - J,ob-Sharing, Appendix N - Mentor Teacher Program, Article 29 - Child Devellopment/Presohool,and Arti.cle3'1- Summer School/lnters,ession 28.2.b. For the purposes of Article 18 -Assig.nment and Transfer, the Suisun A ult School shalllbe consid'ereda single site.

Fairfield

28.3 Evaluation. Unit members covered by this article shall be evaluated at least once eveiry tw,o (2) years in accordance wi.th provisions in Article 10 (except for the unit members covered by provisions excluded, as listed above)..Complaints ag1a•inst this article shall be processed as provided in Article 12.3 of this agreement 28.4 The adrnilnistrativestaff of the Adult School may create, offer, shorten, extend, cancel, combine, close, or tennln . :my r.lass taught or to be taught by unit m.embe:rscovered by this article provided!that each unit member shall be paid for and ending dates for a 'I dasses and programs shall be each hour worked. Sta1rting1 ,estabHshedby the adm.i.nisttation.In the event that the•adminis:lrationdooides to •extenda class beyond t' e scheduled term of class.esfor the school year, the Dk.trict will no ify the Association at least two {2) months in advance and meet to discuss any issues o-rconcems relating to the extension of the class.

234

dlass size miinimumenrollment for the class to move forv11ard will be listed in the course catalog. If there is a cancellation of a class prior to the start of the term the site administration will work with the• instructor to obtain needed enrollment before cancelingthe cllass. 28.5 Unit memberscovered by this article shall be pa.idin accordancewi~hAppendix C. Th y shall 11ecei11e milea,gere'imbursementin performanceof their duties underthe current all,owablleIRS rate.

Uni rn rnb -r.- whn hAV I\ nn1u rt i;;.il(hunrlr rt (600) hou s of p id se1rvielilin lhe Adult School program are entit ed, unless dismissed for ca.use,to teach the same course in s.ucceedingtemis "f it is o,ffered;,this right is terminated by resiigination, refusal to teach ~hecourse when it is offered, o,r an interrupt"on of eighteen (18) ca endar months frnm the end of one (1} term during Whichthe course is taught and the beginn1ing of the ne:xt F,or~hepul'posesof tMs section, a tern, is a quarter, tr1imester,. or semester as is appropriatefor each course.

,28.7 AduIt school unit members shaII not be 1requ iiredto work on leg1a.l holidays. 28.8

01111ti1 A1 lh.;les

28.8.a. The provisions of Alrtidle 9 • Grievance Pwcedure shall apply to unit members oovered by this article, b •t the work ur1ay~ i;;.halllbe defined to include each day· that th,e Adult School Program ·s, open for business. emporary, pa.rt-timeunit mem'bersshall not have the irightto, gri ve ;:my rAIAaei;Afrnm service in the Adult School program. 28.8.b. Vac.ancie,sin Adul,t School hourly positions shall be filled by the D.strict as they occur in aocordancewdh Article 18.2,Uoit members who wish to be considered for such vacancies, permanent and part-time who wish fo wo,rk add"tional lhou s, marynotify the Human Resources Deparbnentat any time and they s!halllbe consideredwhen positionsare to be filled. 1

28.8.c. Un1itmembers covered by this article may app y for regullarpositions in fue District and shal be considered "inside'' candidates. for inte.ivjew purposes. If employed on contract in the K-12 Program. a unit member !Y schedule with service covered by this a rtlicfeshall be placed on the saih:i credit of one (1) ye,arfor each one thousandfifty (1050} hours of paid service,as a unit member ·n the Fairfie1ld-S1.1lsn,Adult School, but hourly service after employment under contract sha I not be counted. 28,8,,t;I,Fw p~rr.rQ •~s f • 171R8rApnrting, Adult Education unit members who are members of STRS and who work at least 1,050 hours in one year shall reoeh1e1.0 yeairs of service credit and such credit shall1be reported to $TR~ I lnit mAmhS1!r~ wnrkino fP-ss th:;m 1,mm hours in one y,earshall receive a 1proportional amount of STRS credit. H:o,ursworked i1nexcess of

235

,.050in a year shall be reported to STRS as parl:of the De 1nedBenefit 11 Supplement Program. 28.8..e. Unit members shan earn one (1) hour of sick leave for ,eacheigi'hteen(18) hours of pa.id service. Extended illness l•ea1re,childbirth leave, and industrial accident leave shalllbe credited as provided by law. 2.8.8.f. Unit members called as juroirsor subpoenaed as INitnessesshalllhave paid lieavef:o,rsuch service only to the extent that the servict:toccurs during teaching1time. Reasonab e wave time shalll be counted as part of tie service .

.28.8.g. Adult School ho,urlyunit members who are employed for three (3) or more p,eriodstaught da.ilyin the daytime program or a 16 hour teadhing toad per r•eceivea m'nimum of one {1) ho r of preparation time per w6ek sha.11 wee'k. Hours worked will be est:ibUshed b.ythe hours anticipated to be taught as identifie<lin the fiirsttann teaching load. Such unit members shall seilect,by September 30 each year, one of ttle fo1llowing options in addition to the one initial hom of prepar.ationtime provided in Ulis section. 1. Option One - Preparatlon Time·: Adult School ho,ufly unit members covered by this section may elect to re-ceivean additional one (1) hour of preparation time per week, ,or 2. Opti:on Two - IBenefits~In lieu of the addifonal preparation time identified in section 28.8.g.1, above, Adult School unit members may opt to select a fring:ebenefit package, which shall cons•is.tof the fol,lowing thr,eecomponents: a. Medical Coverage: Contributions shall be based on the amount identifiedin Article 22, section 22.2.a and will be al1loca:led as indicated in the tab e·below. Part-time unit members working less than '15hours per week.are not eligible for CalPERS medical benefits. by the hours anhci.patedto, Ho,ursworked will be •establi1shed be taught as identified in the Jirst term teac ing load in September of ea,chyear.

Hours Pel' Week District Contribution Unit Member Payment 1

At least 15

50%

At !east 24

65%

35%

At least 30

1100%

236

Dental Cov,erage: As provided in Article 22, section 22.2.b. di. Life nsurarioe: As provided in Article 22, section 22.2.d.

Vision 11,nsur.ance: As iprovidedin Article 22, section 22.2.dl.

2.8.8.h. Complaints against unit members covered by this article s au be prooessed as provided in Article '12o this ag eem.ent. 28.8.i.

Night Adult School hourly unit rnembeirsteachi,ng1 a course who do not receive prep shall receive thirty (30) minutes (fifteen {15) minut-esbefore and fifteen (15) mins a.fler the workday) ,o,fpaid time to include setup, closing.,and office hours per workday. All other employees shall have 5 minutes of paid time immediately before and after the workday to open .anddose o1asseswhen teaching students.

This item, 28.8.i, will sunset on June 30, 2024, u less mutually agreed upon by the parties to extend beyond the date. FSUSD and FSUTA recently discovered that while pd ting the contract 2023-2026 contrac that the above language was not included. The parties agree that that language above r,eflectsthe agreed upon language during •he 2021- 2022 school year, which was implemen ed. Upon atification, this lang,uage will be integrated in the next contract.

The parties agree o,nMay 24, 2023.to the above language.

1i:L...,, l~

Ken Whittemore, FSUSD

237

HH - MOU - Mandated Training - May 25, 2023

of Understand· ,lg between Fairfield uisun n •fied cboolDislrict And Fairfield uisuo Unified School Teachers Associat_ion

Maudate-d T aining May25,2023-

Thi Memorandum of Understanding (MO ) is between FSUSD and R T . FSUSD will have mand Jed trainir1g available to unit members beginning July l until the end of lhc first week of school. Unit member shall b,e paid their er di m within two (2) p, y periods for Ille 3 hours and 30minutes to complct all of the quired maud:ued training outside of the contracted day. The training mus.t be completed by August 25, 2023. This MOU will un e-ton June 30, 2025. nit members will nol be req1,1i.redto complete a.tim.cs.l1eeat. Management w:il verify completion

fa the trainit1g portal..

Signed HJ.isd y May 2 , 2023

President airfield uisu11Unified Tea ~

Dte:

Assis nt Superintendent-HumanRe onrces airfield• \11.su11 U11.ified. School D' trict Associali n

5"'

238

II - MOU - Involuntary Reassignments / Transfers K-3 - April 19, 2023

of Unders:ta dingI Fai1rfieldSuisun Unified School Di;s.tr·ot & Fairfield Suisun Unified Teaohers Association The padres wl~h to clarify llang1uag,e outlined in the Article liistedbelow. Specifically, tile parties wish to remov,eTransitional Kinderg1art,en (TK) from the bands as described in 18.4.c. The new language will define the bands as K-3.. This altera1ti:on is made due to cred,ential1ing1 requirements in TK that are different from the K-3 band. 18.4 C(i!leria and !Procedures for lnvolun,teiw Reassfgnments and Involuntary Transfers. a. In determining reassignments and transfers due to reduction iin workforoe, declining1enrollment, or restructminglreconfiguning,tile following criteriia (in descending order of impodanoe) shall be•used: 1. Credentiallauthorization/certificate

2. Length of service to the District

3. Demonstrated special skills 4, Sex. ethnic and racial balance lb. WIilen a particullarschool,is to be closed, as determined by Governing,Board action, or program eliminated, unit members will be g1iven 1rst p:referenoeto select from new or vacant posi ions wi11hin the District. Unhtmembers will select: pos'tions based upon District seniority as outlined in item, Artidle 18.4 be1ow.I· the Board rescinds the a,ction {e.,g.,,site dlosing),before the beg1inningof that school's next school year, displaced unit members will have the right b) return to their original Ipositionand/or site. 1

c. It is agreed that ~he Oistr"ct wi1IImake involuntary transfers and involuntary reassignments aoc-0rdingto lhe follo,INingsit,ebands: Elementary unit members shall be assigned within bands. '"IBands~as described 'herein shall be defined .asgrade levels {+K-3), grade evels (4-5) and grade levels ('6-8). Unit members at middle .and h1ig1h school levels shall be assigned according to credential. Involuntary transfers are based •onseniority within the band for elementary unit

mem'bers. Signed and agreed to Ap,ril·19,.2023

239

JJ - MOU - CalPERS Health Benefits - April 25, 2022

of Undcrshmdi11g

ail'field uisun Unified School District and Fairfield ui un Unifi d Tea hers Association

Th parties agree to re1 ove tile following larnguage rom th.ebargai11ingunit agreement: 22.4 Of lhe abov , mounts 16 ill be allotted specifically for Health p11 mium and will be forf, ited if b uefits al'e uol purchased tluough CalPERS.

Signed pril 25, 2022

Ken Whittemore, F 'USD

240

KK - MOU - 22.8 - Professional Growth - April 25, 2023

of Undeirstanding Fairfield Suisun Unified School District and Fairfield-SuisunUnified Teachers Association The parties agreeto remove 22.8 a and b from 1tlebargaining unit agreement.

22.8 :ProfessionalGrowth a. On a voluntary bas,is,me •or teache:rsor former mentor teachers may serve as Professional Growth Advisors. The District shall designate certificated administrators to serve as Professional Growth Advisors, A list of these advisors 1includingi work location shall be published by the District annua ly. The responsibi'lity of an advisor sh II be to determine whe her activities Identified on the Prnfessio al Growth Plan of a credentia holder who is s bject to the provision of this article (hereinafter referred to as "credenfal holde ) comply with pertinent Education Code, AdministraUveCode Title V Sections, and the California Professional Growth Manual. A credential holder's evaluating administrator may not act as that candidate's advisor. b_ I a credential 'holderbelieves that their advisor has taken an adverse actio11 that ~hey consider to be unfa·r, arbitrary or contrary to the terms of the Education Code, ~hecredential holder may seek another advisor or appeal the adverse action to the Executive Secretary· of the Commission on Teacher Credentia.ling. Advisors may decline advising,specific candidates with a ireason given In writing upon request.

\Signed April 25, 2Q2j

Ken Whittemore; FSUSD

241

LL - MOU - 22.10 - Professional Growth - July 5, 2023

of Understanding Fairfield Suisun Unilied School District and -airfield-Suisun Unified Te:achers Association

lihe parties agree that Section 22. W (number1ingfrorn the new oontract draft, formerliy 22..6) ProfessionalGrowth shall be r moved oompletelv from the contract pending ratiAca ton of the 2024-25 reopeners:

On a V<lluntary basis, mentor teachers or fonner mentor teachers may serve as Professiona Growth .Advisors.fm= District sllall des.ignate oertiftcat:ed administtators to save as Professi:onal Growth Advisors..A list of the.se advis:ors i11cuding work locatiol'I shall be puhlished by the District annually. Th@r@Sponsibilityof an ad:viisorshall be to det:e:irm·ne whether aotivities identified •en tile IProfu.ssio:nal Growth 1Pla111 of a credential hoMe,r who is subj ct to the provision of this artide lhereinaRer referred to as Code Titile V "cred@r.tialltold@r~)•complywidt pertinen.t ducatio:nCode, AdminicSUatiive holder's Sections, and the California ?rofussiorull Growth Manual. A. •CT@dential evaluatir1sadministrator may not act as that cm1didate's advii50r. b.

If a cradrmtiil hold@r believes that his/her adllisor .has tak@n an adv@rs@actio11that he/she oonsiclers to b@ unfair, aribitrary or ro111iirary to• th@ terms of the Education Gode, th •credential !hokier may seek an.other advisor or ap.!i)ealthe adverse acti'on to the Ex:@cutive Socrntary of the Commissron on Teaohell'O'edentialing. Advisors may decline advising ,speciliiccandidates with a reason given in w.ritlng upon request.

Professional Growth Acti111ities shall indude, but n:0t be limited to, course work, District rommittees and District dasses/worksh<ip.sapproved accordfng to the 1provis!onsof .Articl@22.5.b. 1..

A dock hour for p.urposesof er dlt d P,r f sslonalGrowth ActJvit s

I be th actual time spent in the actwity :in udillB prepai ation •im • pent as a ,presenter of th@ course. College, unill!!rsity or equivalent courses shall b@ credited as at least fifl:e@n(15), dock hours for @Eoh semester unit, teri. (IOI dock ho1Jr:s.for each quarter unit, 1hirtel!n (13) dlock hours for each trimester unit or the actual number of dass/llab hours required, whid1ever is greater.

Credit for adwncement on th satarryschedule sha11be earned bv oredenti.11hoklers for Profes.sicmalGrowth Activiti@s.Fifteen (15) dock hours of completed wo.rk shal be considered the equi.valent of one seme!.ter unit.

242

or each fifteen (15~ cloclc hours 0if

d professional growth activities, advanc m nt on the salary schedule shall take pf.ac-eas though on@(1) seme ter unit of colJege credit had been earned. e.

Nothing ·n the Profession· 'I•Growth Requirements or procedures tnereof shall impatt, on :i p:in of, or MiXlify llhlli performance evaluation.

It wi11 b@ the responcSilbilityof the credentilll holder to m@et all d adlin dates for currrpleliun uf 1is/h Pr f onal Growth require.men~.

An advisor shall compl

nd return to th.e credential holder certification oHnltial p'I n, lnltl ltng ny revlslo1nso verHkallor s of romple •• n wiltlifl len (10) wu k dwys uf submfiSSifon to the advisor. H an advisor finds lhat he/sh cannot certify an initial, plan, fnitial a modffic;itjon or ve.-ify completion, the advisor shalJ notify the credent:~! ho!lde-r o!' the reason(s) within. (10) workdays. of ~ubm~~sfon.

All c-onferencesbetween credential holders and Professional Growth Advirors shall be during the unil:member's workday, unless aweed to bv e unit member

22.2 ExtendedDay Activities a.

Extended day activitf s are derined as those educational functions wnich a.re to be performed outside tbe 7 .25 hour w rkdav. andJmust be com p·leted before· ,ot after the duty d~y. Extended day actwiti@s will be reviewed and approved' by the District and ~odation

on a yearly basis.

wtho e duif s listed on the

Pa1d e-:w:ua--currtcular duty 11ss,gnm ts v.rmbe liiflitll!d

Extended Day Acttvitles Salary Schedule and paid acrording to the

xtended Day

Activities Salary 'Schedule.With prior administrative approval, unit members may a&r~ to ~hare salaries and duties.

Extended day activi es will be advertised for at least f1ve (5) days before the position is fil ed. If no applicants re chosen at the primary site or within the Di!.trict, applicants may be accepted from outside the District. Rejected applicants may request a written e)(plaoatton rel'.!arnin1:th@trnon-sele on and that request shall be honored.

Each site will make available a roster of alll extended day activities. and the amount of suppl me111tary salary each is being aw.arded.

F-SUTAand the District also agree to form a committee with equal representation to cons.:ideradditions to th nded day activity list. Priority c-0nsideration wm be gille11to prop05<1IS which are currently b 'og lmplem nted in the !District.

Dat@rlJul 5

023 .

~tJ4

~r;::;;::: K ,Whit .emore,.FSUSD

243

iz-r-:;g

MM - MOU - Co-Teach - June 1, 2023

it1g u 1111of UI d1wstm1d B hv en

IFairlicld-Sui Utl LJ11tied School D'cs:tr.ic:t • Ass,oda1ion

~airfield-

he parties loo ' to c-01tinucd.ialogto address concerns in regards to the o-T,eacihingmodel and distribution of shidents receiving Spec·al Educatio services. The district proposes the foJlowing: Resourc specialist p gram students in the secondary 6-12 grade shall be di ide:deq 1any among classes in any given subject area plu 01· minus one (1) student within the constraints of scheduling. Resource Speciali l program students in seco dary grades 6- 2 that ha\'C co-leach ( Al) services in their JEP hall be divided equally Specialized cademic I11sLrt1ction of s heduling. among the co-teacl sections pl.usm minus one(]) within th oc.msLrainls Resource Specialist pro ram students tint Im e coaleach AI services in their IEP shall not exc-ee-d30% of the total class enroHnent for any co-tc, ch scctio.n.The 300/4capo lly l(i resource l eclalist program ·tudcn'lsin a co~tcach ection that bav th too-teach applices. section s content~speciffoco- :a.chSAl crvic in their IEP. Th refore, the numb • of students wiLn.IEPs between co-taugl t and non-co-taught sections may be out of balanoe but will be in balanoe within the co•tnug1t .ections or non-co-taught sections respectively.. When requestedby F-SUTA Lheparties.will meet between the J5u,and 2011day of e ch se r ester to review the dass size. outlined in Article 36.5, T e faS TA Pt-esident hall select tbr e select three rep1·cscntatics v,•howm rev:ie\i\'class siz ·sand the District sha.11 r (Pres 1taliv~ 1111d if needed dis.cussso utions to a y class , that do not meet th class size goal d to master scheduling coru Lraints, This M monmdum of Undersl:mdingwould sunset on June 20, 2024. The partie c n mutually agn~eto extend this MOU by triutual agreement prior o the expiralion.

Ken Whittemore, FSU D ssistant Superintendent,I-Tuma Re.sources

244

NN - MOU - Caseload Size Overage - May 24, 2023

of Und'erstandling Fairfield Suisun IJnified School District &

airfield Suisun Un" 'ed teachers Association May 24, 20-23 Duririg the 2024.2025 bargaining cycle the parties agree to remove lhe ·followinglanguage: 36.5 Caseload siz.eoverage will be paid at $20.00 per student, per day. 36.6.a. Effective July 1, 2015, class,size overage will be traol<edat $20.O0 per student, per day. See Appendix FF for guidan:ceon payfng overages.

Sign· d May 24, 2023

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OO - MOU: Increase in Health Benefits - September 25, 2023

of Understanding Fairfield Suisun Unified School District & Fairfield Suisun Unified Teachers Association

The parties entered into a contractual agreement on ovember 7, 2022, for the 2023-2024 school year, in which the district would contr"bute $964.00 monthly to health benefits. This agreement was reached in good faith with both patties believing that the cost of Single Party Kaiser would be covered under the

bargainingunit agreement. The District was recently made aware of a 11.78% rise in the cost to the Single Party Kaiser effective January 1, 2024. This increased the cost of Single Party Kaiser to $1021.41 effective January 1, 2024. If we do not increase this rate employees will pay $57.41 out of pocket for the Single Party Kaiser. The District proposes to increase the health care contribution to the Single Party Kaiser for January 1, 2024 to $1021.41. The employee contribution and District contribution would begin December I, 2023 to meet requirements for coverage January 2024. This is a non-precedent setting agreement. Signed the day of September

;;lS

, 2023

Ken Whittemore, FSUSD

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PP - Archived Year Round Language

The Fairfield-Suisun Unified Teachers Association and Fairfield-Suisun School District mutually agree that unit members who substitute during the off-track and/or outside of their required work year shall be compensated at the rate of $250.00 per day for substituting.

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QQ - Explanation - Contract Language vs. Appendix Attachments

1. Appendix J - “Evaluation Standards Selection Form” a. Article 10.4.a, Section 1(i) thru 1 (ii). Should Read - Article 10.4.a.1.a 10.4.a.1.b. 2. Appendix K - “Certificated Personnel Observation Form” & Appendix L “Certificated Personnel Evaluation Form” a. #2 Article 10.3, Section e. Should Read - Article 10.3, Section f. b. #3 Article 10.3, Section f. Should Read - Article 10.3, Section g. 3. Appendix U - “Tentative Agreement from August 15, 2022 a. On page 189 “Article 22 Salary and Fringe Benefits” i. #2a Exhibit B. Should Read - Appendix A, page 119. ii. #2b Exhibit C. Should Read - Appendix B, page 122. iii. #2c Exhibit D. Should Read - Appendix D, page 128. iv. #2d Exhibit E. Should Read - Appendix C, page 125. v. #3a Exhibit F. Should Read - Appendix A, page 117. vi. #3b Exhibit G. Should Read - Appendix B, page 120. vii. #3c Exhibit H. Should Read - Appendix D, page 126. viii. #3d Exhibit I. Should Read - Appendix C, page 123. b. On page 191 “Article 37 - Special Education (Moved from Article 21)” i. Article 37. Should Read - Article 36 - Special Education. ii. For purposes of Article 21 (will be Article 37). Should Read - (will be Article 36). iii. #21.3.a “Special Education caseloads shall be as follows:” Should Read - 36.2 “Special Education caseloads shall be as follows:” c. On page 192 i. “**In accordance with 21.3.5 of contract language.” Should Read **In accordance with 36.6 of contract language. ii. #21.3.b. Should Read - #36.3. iii. #21.3.c. Should Read - #36.4. d. On page 195 i. #21.3.5 Resource Specialist Program. Should Read - #36.6 Resource Specialist Program. e. On page 196 i. #21.3.c See Appendix FF…(This will be moved to Article 21.2b current 21.2 becomes 21.2a). Should Read - See Appendix NN for guidance on paying overages (36.6.a - 36.6.b). f. On page 203 “MOU Collaborative Planning Period” i. #k5 (Article 19.4). Should Read - (Article 19.6). g. On page 206 “Article 18 - Assignment and Transfer” i. #2f. Unit members will select positions based upon District seniority as outlined in item, Article 18.4 below. Should Read - Article 18.3. 248

h. On page 209 i. #(2) (See Appendix P, Appendix R, and Appendix PP). Should Read - (See Appendix Q and Appendix CC). i. On page 213 i. #21.3.8.c Caseload. Should Read - Article 36.2. 4. Appendix EE - MOU - In-Lieu Service - June 6, 2023 a. In the third paragraph, “...paid according to Article 19.8.c.” Should Read “...paid according to Article 19.10.b.3). 5. Appendix FF - MOU - Zero and Seventh Periods - June 5, 2023 a. #3 refers to Article 19.6. Should Read - Article 19.8. b. #4 refers to Article 19.8. Should Read - Article 19.10. 6. Appendix GG - MOU - Article 28 - Hourly Rate Adult Education - May 24, 2023 a. On page 234 i. #28.2.a refers to Appendix N. Should Read - Appendix P. b. On page 236 i. #2 Option Two - Benefits: a. Medical Coverage refers to Article 22, section 22.2.a. Should Read - Article 22, section 22.6.a. c. On page 237 i. #b. Dental Coverage: refers to Article 22, section 22.2.b. Should Read - Article 22, section 22.6.c. ii. #d. Life Insurance: refers to Article 22, section 22.2.d. Should Read - Article 22, 22.6.d. iii. #e. Vision Insurance: refers to Article 22, section 22.2.d. Should Read - Article 22, section 22.6.e. 7. Appendix II - MOU - Involuntary Reassignments / Transfers K-3 - April 19, 2023 a. Reference to 18.4.c. Correction 18.3.c b. 18.4 Criteria and Procedures for Involuntary Reassignments and Involuntary Transfers. Should Read - 18.3Criteria and Procedures for Involuntary Reassignments and Involuntary Transfers. 8. Appendix MM - MOU - Co-Teach - June 1, 2023 a. Fifth paragraph refers to Article 36.5. Should Read - Article 36.2.

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