Other
Absence Improvement Year — One year following identification of excessive absenteeism is designated as Absence Improvement Year
The work year following the year of a finding of absenteeism is an 'Absence Improvement Year' for the staff member.
Other
Absence Improvement Year Sick Leave Requirement — Verification of illness from a health care provider required for all use of sick leave days subsequent to eight (8) sick leave days used
During this year, a verification of illness from a health care provider shall be required for all use of sick leave days subsequent to eight (8) sick leave days used.
Other
Alternative Work Week Allowed — Maximum two custodial staff per campus may be assigned alternative work week
A maximum of two custodial staff members per campus may be assigned an alternative work week, Tuesday through Saturday or Sunday through Thursday of each week.
Grievance
Arbitration Binding — Binding arbitration through American Arbitration Association; each party bears 50% of full cost except transcripts
submit the grievance to binding arbitration through the American Arbitration Association (AAA). Each party shall bear fifty percent (50%) of the full cost of arbitration, except that each party shall bear full cost for any transcripts of the proceeding it requests.
Grievance
Arbitration Retroactive Relief — Arbitrator may not award relief retroactive more than 5 days prior to grievance filing
The arbitrator may not award any relief retroactive to more than five (5) days prior to the filing of the grievance.
Grievance
Arbitrator Selection Timeframe — Parties have 10 working days to agree on arbitrator
If the parties are unable to agree on an arbitrator within ten (10) working days after the Union has served its written notice upon the Board, the parties shall request the Federal Mediation and Conciliation Service (FMCS) to submit a list of arbitrators who are members of the National Academy of Arbitrators in accordance with their rules on labor arbitration.
Other
Association President Released Periods — Association President and Vice-president share 2 released periods per year
The Board agrees that the President and Vice-president of the Association shall share two (2) released periods per year, divided as the Association deems necessary.
Compensation
Ba Max Salary — $33.66 per hour (2024-2025)
2024-2025 Hourly Rate: $33.66 (highest step shown in wage table)
Compensation
Ba Min Salary — $19.83 per hour (2024-2025)
2024-2025 Hourly Rate: $19.83 (lowest step shown in wage table)
Compensation
Base Salary Increase Yr1 — Four dollar ($4.00) increase to 2024-2025 hourly rate
For the 2025-2026 school year, all returning ParaEducators shall receive an increase of four dollars ($4.00) to their 2024-2025 hourly rate
Compensation
Base Salary Increase Yr2 — Four percent (4%) annual increase for 2026-2029
For the 2026-2029 school years, the dollar value of the cells will increase by four percent (4%) each year.
Compensation
Base Salary Increase Yr3 — Step 1 base salary increased by 3.0% for 2025-2026
For the 2025-2026 school year, the dollar value of the Step 1 base salary will be increased by 3.0%.
Leave
Bereavement Days — Up to ten (10) workdays of unpaid bereavement leave
Eligible employees may use up to ten (10) workdays of unpaid bereavement leave when there is a death in the immediate family, a miscarriage, unsuccessful assisted reproductive technology procedures, a failed adoption or surrogacy agreement, a diagnosis that negatively impacts pregnancy or fertility, or a stillbirth.
Other
Birthday Day Off — Birthday day off awarded if three or fewer sick leave days used in fiscal year
Additionally, if during a given fiscal year an employee uses three or fewer sick leave days, he/she will be awarded his/her birthday off the following fiscal year.
Other
Check Off Union Dues — Board deducts initiation fees and regular monthly dues from employee wages
The Board agrees to deduct initiation fees and regular monthly dues uniformly required as a condition of Union membership from the wages of the employees who become or are Union Members and remit them to the Union on or before the 15th of each month.
Other
Class Load Maximum — Maximum universal class load of 130 students per teacher
The universal class load will be a maximum of 130 students per teacher, except teachers of Physical Education and Music. Physical Education and Music teachers will have a maximum teaching load of 180 students per teacher.
Workday
Contract Days Teacher — Employment year includes all student attendance days (no less than 180 days) plus other days requested by Board
The employment year shall include all student attendance days (no less than 180 days) plus any other days when requested by the Board of Education.
Other
Credit Union Access — Credit Union membership available through Local No. 73
Credit Union membership is available to eligible employees through the Local No. 73 Credit Union. Payroll deductions are available if requested.
Insurance
Dental Coverage — Dental coverage included in District HMO/PPO/Blue Choice Select insurance plans
All eligible ParaEducators will be included in the District's HMO/PPO/Blue Choice Select medical/dental/vision insurance plans
Other
Disability Insurance Benefit Pct — Long-term disability plan at 60% of base salary plus Appendix B stipends; with TRS, maximum benefit is 70% of base salary plus Appendix B stipends
A group long-term disability plan will be provided at 60% of base salary plus Appendix B stipends. With TRS, the maximum amount of benefit is 70% of base salary plus Appendix B stipends. The maximum benefit payable is $8,000 per month.
Other
Disability Insurance Max Monthly — Maximum disability benefit is $8,000 per month
The maximum benefit payable is $8,000 per month. Disability benefits end at age 65.
Other
Discharge Grievance Filing Deadline — Discharge grievance must be filed in writing within 3 working days of discharge notice
A discharge grievance shall be filed in writing at Step 3 of the grievance procedure within three (3) working days after notice of discharge is received by the Chief Steward or a member of the Union Committee.
Other
Disciplinary Notice To Union — Notice of reprimand, suspension, or discharge must be given to Chief Steward within 1 working day
In the event of written reprimand, or suspension, the employer will give a copy of the reprimand or notice of suspension to the Steward or to a member of the Union within one (1) working day after its issuance.
Other
Disciplinary Warnings Expire — Warnings for disciplinary notices may no longer be considered after 3 years from date of issuance
Warnings for disciplinary notices may no longer be considered after three (3) years from the date of issuance.
Other
Discipline Without Just Cause Prohibited — No employee shall be disciplined or discharged without just cause
No employee shall be disciplined or discharged without just cause.
Retirement
Early Retirement Age 57 — Retiree age 57 with 20 years experience receives $3,000/year insurance subsidy until age 65
A retiree who has reached the age of fifty-seven (57) years with a minimum of twenty (20) years of experience with the District, or a retiree who has reached the age of sixty (60) years and who has accrued eight (8) years of experience in the district will receive $3,000 per year for single, employee +1, or family insurance coverage until the employee reaches the age of sixty-five (65) years.
Retirement
Early Retirement Age 60 — Retiree age 60 with 8 years experience receives $3,000/year insurance subsidy until age 65
A retiree who has reached the age of fifty-seven (57) years with a minimum of twenty (20) years of experience with the District, or a retiree who has reached the age of sixty (60) years and who has accrued eight (8) years of experience in the district will receive $3,000 per year for single, employee +1, or family insurance coverage until the employee reaches the age of sixty-five (65) years.
Retirement
Early Retirement Insurance Subsidy — Annual insurance subsidy for early retirees
A retiree who has reached the age of fifty-seven (57) years with a minimum of twenty (20) years of experience with the District, or a retiree who has reached the age of sixty (60) years and who has accrued eight (8) years of experience in the district will receive $3,000 per year for single, employee +1, or family insurance coverage until the employee reaches the age of sixty-five (65) years.
Other
Emergency Callback Minimum Hours — Four hours minimum pay for emergency callback
If an employee, after leaving the premises, is called back to work outside his/her normal work schedule, he/she receives four (4) hours pay at the applicable rate.
Other
Emergency Callback Pay — Four hours pay at applicable rate or actual hours worked, whichever is greater
If an employee, after leaving the premises, is called back to work outside his/her normal work schedule, he/she receives four (4) hours pay at the applicable rate, or pay for time actually worked, whichever is greater.
Other
Emergency Callback Weekend Stipend — Twenty dollars per day while serving in on-call capacity for expressed purpose of cell phone
Employees who carry a cell phone on the weekends for the expressed purpose of being on call will receive $20 per day while serving in that capacity.
Insurance
Employee Premium Share Pct — Employee contribution 22% for PPO Single, Employee+1, and Family coverage
PPO Single/Employee+1/Family: Employee 22%, Board 78%; HMO Single: Employee 16%, Board 84%; Employee+1/Family: Employee 20%, Board 80%
Compensation
Epa Certificate Stipend — Employees with EPA Certificate receive $1,000 annual stipend
Employees who have obtained an EPA Certificate, Boiler Training Certificate, HVAC Certificate or Pipe Fitting Certificate will receive a $1,000 annual stipend.
Evaluation
Evaluation Cycle Years — Formal evaluation during first week of April annually
During the first week of April, a formal evaluation form will be made available to each ParaEducator based on his/her work to date, and evaluation shall be conducted by the ParaEducator's immediate supervisor(s) in person and with the full knowledge of the ParaEducator.
Other
Excessive Absenteeism Implementation Threshold — More than ten (10) separate absence incidents within one (1) work year beginning July 1 and ending June 30
Excessive absenteeism shall be identified as more than ten (10) separate absence incidents within one (1) work year beginning July 1 and ending June 30.
Other
Excessive Absenteeism Threshold — More than 10 separate absence incidents in one work year
Excessive absenteeism shall be identified as more than ten (10) separate absence incidents within one (1) work year beginning July 1 and ending June 30.
Other
Fair Share Non Members — Non-member bargaining unit employees must pay to the Union each month their fair share of costs of services rendered by the Union that are chargeable to non-members under State and Federal law
Commencing on the effective date of this Agreement, or within thirty days from their date of hire by the Board of Education, bargaining unit employees who do not become members of the Union shall pay to the Union each month their fair share of the costs of the services rendered by the Union that are chargeable to non-members under State and Federal law.
Leave
Fmla Policy — District utilizes rolling 12-month calendar/work year for FMLA purposes; requires concurrent use of paid sick leave
The SEIU and the Board agree to follow the Federal guidelines for FMLA. The District utilizes a rolling, 12-month calendar/work year for the purposes of FMLA. The District requires employees to use paid sick leave concurrently while on FMLA.
Grievance
Grievance Response Time Arbitration — Union must notify Board of intent to arbitrate within 15 working days of Step 5 decision
If the grievance is not settled in Step 5 and the Board's final answer is not satisfactory to the Union, the Union may appeal the grievance to arbitration by giving written notice of its desire to arbitrate to the President of the Board within fifteen (15) working days after the date of the Board's final answer in Step 5.
Grievance
Grievance Response Time Step1 — Step 1 meeting must occur within 10 working days of written grievance
The employee must raise the grievance in written form with the Assistant Foreman/Foreman within ten (10) working days after the occurrence of the event giving rise to the grievance. A meeting of the Grievant, the Union Grievance Committee, and the Assistant Foreman/Foreman will be held at a mutually agreeable time, but no later than ten (10) working days after the written grievance is received.
Grievance
Grievance Response Time Step2 — Step 2 appeal must be filed within 5 working days; answer within 5 working days
If no settlement is reached in the Step 1 meeting, the employee may, within five (5) working days following said meeting, file a written appeal to the Director of Business Services who shall give an answer to said appeal within five (5) working days of the appeal.
Grievance
Grievance Steps — Five levels: Division Chair (Level One), Principal (Level Two), Superintendent (Level Three), Board of Education (Level Four), American Arbitration Association binding arbitration (Level Five)
Level One formal grievance to Division Chair; Level Two to Principal; Level Three to Superintendent; Level Four to Board; Level Five to binding arbitration through American Arbitration Association.
Other
Group 1 Infraction Penalty — Written warning; conference with Building Manager on first violation; conference with Director of Business Services on second violation within 12 months; suspension without pay up to 10 days on third violation; dismissal on further violation
Violation or infraction of Group 1 rules calls for a written warning on all offenses. Following first violation within 12-month period, conference held with Building Manager. Following second violation, conference with Director of Business Services. Third violation results in suspension without pay up to 10 days. Any further violation results in dismissal.
Other
Group 2 Infraction Penalty — Written warning and conference with Director of Business Services on first offense; suspension without pay up to 10 days on second violation within 12 months; dismissal on further violation
Violation or infraction of any Group 2 rule calls for a written warning and a conference with Director of Business Services upon first offense. Second violation within 12 months may result in suspension without pay up to 10 days. Any further violation results in dismissal.
Other
Group 3 Infraction Penalty — Immediate dismissal
Violations or infractions of Group 3 rules call for immediate dismissal. These are the most serious of all work-related offenses.
Insurance
Health Coverage Disability — Health insurance provided for disabled employees with 8+ years seniority, up to twelve months
The Board will provide health insurance coverage under the same terms as applicable for full-time employees for disabled employees with at least eight years seniority for a period not to exceed twelve months.
Insurance
Health Family Premium — Board shall pay eighty-five percent (85%) of the family coverage premium
The Board shall pay eighty-five percent (85%) of the family coverage premium for the HMO Blue PPO.
Insurance
Health Insurance Disability — Health insurance coverage provided for disabled employees with at least eight years seniority for period not to exceed twelve months
The Board will provide health insurance coverage under the same terms as applicable for full-time employees for disabled employees with at least eight years seniority for a period not to exceed twelve months.
Other
Health Requirement — New employees must have physical examination and tuberculosis test before starting work
As a condition of employment, a new employee must have a physical examination and submit to the Board a satisfactory health report before starting to work, including a tuberculosis test.
Insurance
Health Single Premium — HMO/PPO/Blue Choice Select medical/dental/vision insurance plans as approved by Board
All eligible ParaEducators will be included in the District's HMO/PPO/Blue Choice Select medical/dental/vision insurance plans, as approved by the Board of Education
Insurance
Hsa Employer Contribution — Employees choosing Employee+1 or Family CDHP Plan receive $1,000 contribution to HSA Account
Employees choosing an Employee+1 or Family CDHP Plan shall receive a one thousand dollar ($1,000) contribution to their HSA account.
Other
Identification Deadline — September 30 deadline for written notification of excessive absenteeism finding
Identification of staff members who have demonstrated excessive absenteeism shall be completed by September 30 following the end of the work year on June 30.
Workday
Instructional Minutes Day — One (1) non-paid, thirty (30) minute, duty-free lunch for full-time ParaEducators
Each full-time (6.0 or more hour) ParaEducator will be given two (2) fifteen (15) minute rest periods per day and one (1) non-paid, thirty (30) minute, duty-free lunch coordinated with and mutually agreed upon by the employee and the supervisor/Division Chair.
Other
Intent To Return Deadline — By March 1 of each year, statement of intent to return to position beginning with first Institute Day in next school year or at time required by Board
Each ParaEducator shall submit to the Human Resources Office, in writing, by March 1 of each year, a statement of intent to return to his/her position beginning with the first Institute Day in the next school year or at the time required by the Board of Education.
Other
Job Posting Period — Jobs posted internally for ten working days prior to external posting
Prior to filling permanent vacant bargaining unit positions, the District will first post all permanent vacant bargaining unit positions internally for a period of ten (10) working days.
Other
Job Title District Driver — District Driver
FOR JOB TITLE: District Driver TERM: Twelve Months REPORTS TO: Director of Buildings and Grounds
Other
Job Title Floater — Floater
JOB TITLE: Floater REPORTS TO: Building Manager or Night Foreman
Other
Job Title Groundskeeper — Groundskeeper
FOR JOB TITLE: Groundskeeper TERM: Twelve Months REPORTS TO: Director of Buildings and Grounds or Building Foreman
Other
Job Title Lead Custodian — Lead Custodian
FOR JOB TITLE: Lead Custodian TERM: Twelve Months REPORTS TO: Supervisor, Buildings & Grounds
Other
Job Title Lead Maintenance — Lead Maintenance
FOR JOB TITLE: Lead Maintenance TERM: Twelve Months REPORTS TO: Director of Buildings and Grounds