Grievance
Arbitration Binding — Final and binding arbitration through American Arbitration Association
Association may submit grievance to final and binding arbitration pursuant to streamlined Labor Arbitration Rules of the American Arbitration Association (AAA), which shall act as administrator of proceedings.
Grievance
Arbitration Filing Deadline — If demand for arbitration is not filed within thirty (30) days of the date for the Board's response, the grievance shall be withdrawn
If demand for arbitration is not filed within thirty (30) days of the date for the Board's response, the grievance shall be withdrawn.
Other
Assault Assistance — Board shall provide assistance including legal counsel advice if necessary for assault upon Employee within scope of employment
The Board shall provide assistance, including the advice of its legal counsel if necessary, to appraise the Employee generally of his/her rights or obligations with respect to such assault; provided, however, that the Employee shall have acted within the scope of his/her employment and pursuant to Board policy or administrative procedures or directives.
Other
Assault On Employee Reporting — Any assault upon employee shall be promptly reported to Board
Any case of assault upon an Employee within the scope of his/her employment shall be promptly reported to the Board or its designee. The Board shall provide assistance, including the advice of its legal counsel if necessary.
Other
Association Facility Use — Association has right to use school buildings for meetings upon Director approval when school not in session, provided meetings do not interfere with instructional/extracurricular programs
The Association shall have the right, upon approval of the Director, to use the school buildings for meetings at a time when school is not in session provided that such meetings do not interfere with instructional/or extracurricular programs.
Other
Association Leave Advance Notice — One (1) week advance written notice required to Director
The President of the Association shall submit a written request to the Director at least one (1) week in advance of anticipated usage.
Other
Association Leave Days — Total maximum 12 days of association leave annually
The total maximum number of days shall not exceed twelve (12).
Other
Association Leave Max Annual — Maximum twelve (12) days per year for conference representation
In the event that the Association desires to send a representative to a state or national conference, a representative of the Association shall be excused without loss of salary or benefits in accordance with the following: The total maximum number of days shall not exceed twelve (12).
Leave
Association Leave Max Days — Total maximum of 12 days annually for association representatives to attend state or national conferences
In the event that the Association desires to send a representative to a state or national conference, a representative of the Association shall be excused without loss of salary or benefits in accordance with the following: The total maximum number of days shall not exceed twelve (12).
Other
Association Leave Max Representatives — No more than four (4) representatives excused at any one time
No more than four (4) representatives shall be excused at any one time and no more than three (3) Employees from any building will be excused at any given time.
Other
Association Leave Reimbursement — Association reimburses District for substitute cost for maximum of 6 association leave days
The Association shall reimburse the District for the cost of a substitute Employee for a maximum of six (6) association leave days.
Other
Association Leave Representatives — No more than 4 representatives excused at any one time for association leave
No more than four (4) representatives shall be excused at any one time and no more than three (3) Employees from any building will be excused at any given time.
Leave
Association Leave Representatives Max — No more than four representatives may be excused at any one time for association leave
No more than four (4) representative shall be excused at any one time and no more than three (3) Employees from any building will be excused at any given time.
Leave
Association Leave Substitute Reimbursement — Association shall reimburse District for cost of substitute employee for maximum six association leave days
The Association shall reimburse the District for the cost of a substitute Employee for a maximum of six (6) association leave days.
Other
Association Mailbox Use — Association has right to use JAMP Employee mailboxes
The Association shall have the right to use JAMP Employee's mailboxes.
Compensation
Ba Max Salary — Assistant maximum salary, Year 10
JAMP Non-Certified New Hire Placement Matrix 2024-2027: Assistant Year 10 = 23400
Compensation
Ba Min Salary — Assistant starting salary, Year 1
JAMP Non-Certified New Hire Placement Matrix 2024-2027: Assistant Year 1 = 18900
Compensation
Base Salary Increase Yr1 — Salary schedule adjustment per Appendix A
This Agreement shall be in effect as of July 1, 2024 and will continue in effect until June 30, 2027.
Compensation
Base Salary Increase Yr2 — 4% wage increase for Non-Certified in FY 27
Non-Certified 4% Wage Increase
Compensation
Base Salary Increase Yr3 — JAMP Board will pay 100% of Employee TRS + Step Increase
2023-2024 Certified JAMP Board will pay 100% of Employee TRS + Step Increase
Leave
Bereavement Days — Up to 5 days annually for funeral leave for immediate family
Up to five (5) days annually per Employee will be allowed for funeral leave for immediate family. Immediate family is defined as parents, grandparents, spouse/domestic partner, children, step-children, grandchildren, brothers, sisters, parents-in-law, brothers-in-law, sisters-in-law, aunts, uncles, nieces, nephews, son/daughter-in-laws.
Other
Board Meeting Agenda Access — Agenda provided one (1) week prior to regular Board meeting
The JAMP Governing Board shall provide a place on the agenda of all regular governing Board meetings for communication from the Association when notification is received by the JAMP Director one (1) week prior to the Board meeting.
Other
Board Meeting Minutes Distribution — Approved minutes distributed one (1) week after Board meeting
A copy of the approved minutes of all Governing Board meetings shall be sent to the Association President no later than one (1) week following the Board meeting at which they are officially approved.
Other
Bulletin Board Association — Bulletin board space provided for exclusive use of Association in each school building for posting notices of activities and matters of Association concern
The Board agrees that bulletin board space shall be provided for the exclusive use of the Association in each school building for posting notices of activities and other matters of Association concern.
Other
Bulletin Board Space — Board agrees to provide bulletin board space for exclusive use of Association in each school building
The Board agrees that bulletin board space shall be provided for the exclusive use of the Association in each school building for posting notices of activities and other matters of Association concern.
Other
Calendar Work Days — 180 work day calendar for employees working multiple districts
Employees who work in more than one district but cannot follow the JAMP calendar will collaborate with the Director to mutually establish a 180 work day calendar based upon student service needs.
Workday
Contract Days Teacher — Full-time certified and non-certified employees work 180 work days
The Board shall establish a Joint Agreement school calendar which contains no more than one hundred eighty (180) work days for full-time certified and non-certified employees.
Other
Contract Printing Timeline — Copies of agreement shall be printed for each Employee at the expense of the Board within thirty (30) days after the Agreement is signed
Within thirty (30) days after the Agreement is signed, copies of this agreement shall be printed for each Employee at the expense of the Board and made available to the Association. Ten (10) additional copies will be made available to the Association.
Leave
Dean Students Work Year — One hundred ninety (190) work days
The Dean of Students, Pre-Vocational Coordinator and Transition Specialist shall have one hundred ninety (190) work days.
Other
Death Benefit — Death benefit maximum $2,700 for tenured certified or 3-year ESP
Governing Board shall within thirty (30) days of Employee's death, pay to legal beneficiary amount equal to Employee's unused sick leave accumulation multiplied by $45.00. Total amount paid shall not exceed $2,700.00.
Other
Death Benefit Sick Multiplier — $45 per unused sick day
pay to that Employee's legal beneficiary an amount equal to said Employee's unused sick leave accumulation multiplied by $45.00
Insurance
Dental Coverage — Dental coverage included in group health insurance plan
The amount will be equal to that which was being paid for individual coverage including dental and prescription drug program.
Leave
Diagnostic Consultants Work Year — Two hundred (200) work days
The Diagnostic Consultants shall have two hundred (200) work days.
Grievance
Director Response Window — Director shall arrange meeting within six (6) days after receipt of appeal and provide written response within six (6) days after the meeting
The Director or official designee shall arrange for a meeting to take place within six (6) days after receipt of the appeal. Within six (6) days after the meeting, the grievant will be provided with the written response of the Director or official designee.
Other
Disciplinary Action Representation — Employee entitled to Association representative present during any meeting which could lead to disciplinary action (written reprimand, dismissal, suspension)
The Employee shall be entitled to have a representative of the Association present during any meeting or interview which could lead to discipline. For the purpose of this section, 'disciplinary action:' shall mean a written reprimand, dismissal or suspension.
Other
Disciplinary Record Removal Years — Records of less than serious and substantial disciplinary action removed after 2 years if cause eliminated and no further action
Records of disciplinary action administered to an Employee for infractions determined by the Director to be less than serious and substantial, if requested in writing, will be removed from the Employee's file two (2) years following the successful elimination of the cause of the disciplinary action if no other disciplinary action has occurred or upon separation from the District.
Other
Employee Information Notification — Within fourteen (14) days following Board action
Within fourteen (14) days following Board action, the Association shall be informed of the names, addresses, and date of hire of new employee (s). The names of employees resigning, retiring, giving leave of absence, or dismissed and their last date of employment will also be provided to the association within fourteen (14) days following Board action.
Insurance
Employee Premium Share Pct — Any increase in individual insurance premium shared 50/50 between Board and Employee
Any increase in the individual insurance premium during the life of the contract shall be shared 50%/50%.
Rif
Esp Rif Category Based — Non-probationary ESP reduction follows seniority within each category of position
Whenever the Board deems it necessary to reduce non-probationary non-certified (ESP) employees, the reduction shall be made in accordance with the following Articles.
Other
Esp Seniority Accumulation Probationary — ESP begins accumulating seniority upon completion of probationary period
The ESP shall begin accumulating seniority in their category of position upon completion of their probationary period.
Other
Esp Seniority Continuous Service — ESP seniority is consecutive years of continuous service within each category of position
Seniority shall be defined as the number of consecutive years of continuous service to the Joint Agreement within each category of position. The following criterial shall be used in determining seniority:
Evaluation
Evaluation Cycle Years — Certified Employees who receive 'Needs Improvement' rating will be formally evaluated the following two school years
Certified Employees who receive a 'Needs Improvement' rating will be formally evaluated the following two (2) school years.
Evaluation
Evaluation Notice Days — Two weeks notice required prior to formal observation
Each employee shall be given two (2) weeks' notice prior to a formal observation. Formal observations shall be conducted with the knowledge of the employee.
Evaluation
Evaluation Notice Required — Two (2) weeks' notice prior to formal evaluation
Each employee shall be given two (2) weeks' notice prior to a formal evaluation. Evaluations shall be conducted with the knowledge of the employee.
Evaluation
Evaluation Orientation Timeline — Within two weeks of school year beginning, employees receive evaluation procedures and information
Within two (2) weeks of the beginning of the school year, the Director or designee shall acquaint Employees with: the evaluation procedures; expected standards of performance; the evaluation instrument; the name of the evaluator; no evaluation shall take place until process completed.
Grievance
Executive Board Response Window — Executive Board shall arrange meeting within ten (10) business days and provide written response within six (6) days after the meeting
The Director or official designee shall arrange for a meeting to take place within ten (10) business days after receipt of the appeal. The Board will meet with the grievant, the Association representative and the Director for the purpose of resolving the grievance. Within six (6) days after the meeting, the grievant and Association President will be provided with the written response of the Board.
Other
Facility Use — Association has right to use school buildings for meetings when not in session with Director approval
The Association shall have the right, upon approval of the Director, to use the school buildings for meetings at a time when school is not in session provided that such meetings do not interfere with instructional/or extracurricular programs.
Other
Fair Share Fee — All new hires must join Association or pay fair share fee within 30 days
Each bargaining unit member who is currently a member of the Association or who subsequently joins the Association and all new hires, as a condition of his/her employment, on or before thirty (30) days from the date of this Agreement, whichever is later, shall join the Association or pay a fair share fee.
Other
Foia Personnel File Notification — Whenever a FOIA request is made for information contained in an employee's personnel file, the employee will be notified of the request, including a copy of any information provided and the name of the person making the request
Whenever a FOIA (Freedom of Information Act) request is made for information contained in an employee's personnel file, the employee will be notified of the request, including a copy of any information provided as well as the name of the person making the request.
Evaluation
Formal Observation Minutes — Formal observation involves classroom observation of 45 minutes, complete lesson, or entire class period
A formal observation shall involve on of the following: a classroom observation of 45 minutes, a complete lesson, or an entire class period.
Evaluation
Formal Observation Notice — Two weeks notice prior to formal observation
Each employee shall be given two (2) weeks' notice prior to a formal observation. Formal observations shall be conducted with the knowledge of the employee.
Other
Grades Determination — Certified employees maintain right to determine student grades with proper documentation
Certified Employees shall maintain the right and responsibility to determine grades and evaluations of students, with proper documentation. The Administration shall not change such grades or evaluations without consulting with the Certified Employee.
Grievance
Grievance Filing Window — Grievance must be filed with Director within twenty (20) days of the alleged violation
Within twenty (20) days of the alleged violation, if the grievance is not resolved informally, the grievant may file the grievance with the Director or official designee.
Grievance
Grievance Steps — Three-step grievance procedure: informal resolution, Director review, and binding arbitration
If grievance not satisfied at 4.2(A), may appeal to Executive Board at 4.2(B). If not satisfied at 4.2(B), may submit to final and binding arbitration per streamlined Labor Arbitration Rules of the American Arbitration Association (AAA).
Insurance
Health Single Premium — Board will pay $926 per month towards the premium of the group health insurance plan
The Board will pay $926 per month towards the premium of the group health insurance plan.
Evaluation
Informal Observation Documentation Days — Informal observations must be provided in writing within ten days of observation
If the informal observation is to be used in the performance evaluation, it must be provided in writing within ten (10) days of the observation and the employee shall be given an opportunity for conference.
Workday
Instructional Minutes Day — Normal work day is 7 hours and 30 minutes for full-time employees
The normal work day for full-time Employees shall be seven (7) hours and thirty (30) minutes, with the following exceptions
Other
Intern Definition — Intern is paid employee employed with expectation of more than two consecutive quarters
Intern is defined as any paid employee who is employed with an expectation of more than two consecutive quarters. Intern performs, under supervision of licensed professional, same tasks as certified employee.
Other
Itinerant Employee Scheduling — Itinerant employees post schedules on JAMP Google Calendar; notify supervisors and district building staff of scheduled locations
Itinerant employees will post their schedules online using the JAMP Google Calendar system. JAMP employees will also notify the district building supervisor or office staff as to the days and times they are scheduled to be at those locations.
Leave
Jury Duty — Full salary paid for work-related jury duty; daily rates reimbursed to district for non-work absences
For an Employee called for jury duty during working hours who is subpoenaed to testify during working hours in any judicial or administrative manner which is work related shall be paid his/her full salary for such time and suffer no loss of benefits.