COLLECTIVE BARGAINING AGREEMENT BETWEEN Hood Canal School District # AND Public School Employees of Hood Canal SEPTEMBER 1, THROUGH AUGUST, Public School Employees of Washington/SEIU Local PO Box Auburn, WA 01-0..
Table of Contents Page DECLARATION OF PRINCIPLES 1 PREAMBLE 1 ARTICLE I RECOGNITION AND COVERAGE OF AGREEMENT 1 ARTICLE II RIGHTS OF THE EMPLOYER ARTICLE III RIGHTS OF EMPLOYEES ARTICLE IV RIGHTS OF THE UNION ARTICLE V APPROPRIATE MATTERS FOR CONSULTATION ARTICLE VI HOURS OF WORK AND OVERTIME ARTICLE VII HOLIDAYS AND VACATIONS ARTICLE VIII LEAVES ARTICLE IX PROBATION, SENIORITY AND LAYOFF PROCEDURES ARTICLE X DISCIPLINE AND DISCHARGE OF EMPLOYEES ARTICLE XI INSURANCE AND RETIREMENT ARTICLE XII UNION MEMBERSHIP AND CHECKOFF ARTICLE XIII GRIEVANCE PROCEDURE ARTICLE XIV TRANSFER OF PREVIOUS EXPERIENCE ARTICLE XV SALARIES AND EMPLOYEE COMPENSATION ARTICLE XVI DRUG AND ALCOHOL TESTING ARTICLE XVII TERM AND SEPARABILITY OF PROVISIONS SIGNATURE PAGE SCHEDULE A SCHEDULE B
DECLARATION OF PRINCIPLES 1. The efficient administration of the system of public instruction and well-being of employees requires that orderly and constructive relationships be maintained between the parties hereto.. Effective employee-management cooperation requires a clear statement of the respective rights and obligations of the parties hereto.. It is the intent and purpose of the parties hereto to promote and improve the efficient administration of the District and the well-being of employees within the spirit of the Public Employees Collective Bargaining Act, to establish a basic understanding relative to personnel policies, practices and procedures, and to provide means for amicable discussion and adjustment of matters of mutual interest. PREAMBLE This agreement is made and entered into between Hood Canal School District Number (hereinafter "District") and Public School Employees of Hood Canal School District, an affiliate of Public School Employees of Washington/SEIU Local (hereinafter "Union"). In accordance with the provisions of the Public Employees Collective Bargaining Act and regulations promulgated pursuant thereto, and in consideration of the mutual covenants contained therein, the parties agree as follows. ARTICLE I RECOGNITION AND COVERAGE OF AGREEMENT Section 1.1. The District hereby recognizes the Union as the exclusive representative of all employees in the bargaining unit described in Section 1., and the Union recognizes the responsibility of representing the interests of all such employees. Section 1.. Nothing contained herein shall be construed to include in the bargaining unit any person whose duties as deputy, administrative assistant, or secretary necessarily imply a confidential relationship to the board of directors or superintendent of the District pursuant to RCW..0(). Section 1.. Within one hundred and eighty (0) days following execution of this agreement, the District will provide the Union with complete job descriptions for all employees subject to this agreement. The District will provide the Union with such amendments, changes and additions to job descriptions as they may from time to time occur. - Collective Bargaining Agreement Page 1 of PSE of Hood Canal / Hood Canal School District # September 1,
Section 1.. The bargaining unit to which this agreement is applicable shall consist of all classified employees in the following general job classifications: custodial-maintenance, secretarial, assistant, food service, and transportation; EXCLUDING a total of two () exemptions in the District administration. Section 1..1. Substitute employees (PERC case law) shall be included in the bargaining unit subject to the following conditions. 1. Included substitutes shall be those employees who are employed for more than thirty () days of work within any twelve () month period ending during the current or immediately preceding school year, and who continue to be available for employment as substitutes.. The following provisions of the agreement will be applicable to such substitutes. Contractual clauses: Declaration of Principles, Preamble, Articles I, II, III, IV, V, XII, XIII and XVI;. Wages: Schedule A, Step I. Section 1.. During times of full employment (no lay-offs or staff on reduced hours) the District may fill the equivalent of up to two () temporary positions during any given period for a time not to exceed fifty-nine () consecutive workdays. The Union president shall be notified at the time of such hire, in writing. Such temporary employees who have worked thirty () or more days in the current school year shall only have the same rights under this agreement as the thirty () day substitutes designated in Section 1..1. An employee may only work a temporary position once per school year. ARTICLE II RIGHTS OF THE EMPLOYER Section.1. It is agreed that the customary and usual rights, powers, functions, and authority of management are vested in management officials of the District. Included in these rights in accordance with and subject to applicable laws, regulations, and the provisions of this agreement, is the right to direct the work force, the right to hire, promote, retain, transfer, and assign employees in positions; the right to suspend, discharge, demote, or take other disciplinary action against employees; and the right to release employees from duties because of lack of work or for other legitimate reasons. The District shall retain the right to maintain efficiency of the District operation by determining the methods, the means, and the personnel by which operations undertaken by the employees in the unit are to be conducted. Section.. The right to make reasonable rules and regulations shall be considered acknowledged functions of the District. In making rules and regulations relating to personnel policies, procedures and practices, and - Collective Bargaining Agreement Page of PSE of Hood Canal / Hood Canal School District # September 1,
matters of working conditions, the District shall give due regard and consideration to the rights of the Union and the employees and to the obligations imposed by this agreement. ARTICLE III RIGHTS OF EMPLOYEES Section.1. It is agreed that all employees subject to this agreement shall have and shall be protected in the exercise of the right, freely and without fear of penalty or reprisal, to join and assist the Union. The freedom of such employees to assist the Union shall be recognized as extending to participation in the management of the Union, including presentation of the views of the Union to the board of directors of the District or any other governmental body, group or individual. The District shall take whatever action required or refrain from such action in order to assure employees that no interference, restraint, coercion, or discrimination is allowed within the District to encourage or discourage membership in any employee organization. Section.. Each employee shall have the right to bring matters of personal concern to the attention of appropriate Union representatives and/or appropriate officials of the District. Section.. Employees subject to this agreement have the right to have Union representatives or other persons present at discussions between themselves and supervisors or other representatives of the District as hereinafter provided. Section.. Each employee reserves and retains the right to delegate any right or duty contained in this agreement, exclusive of compensation for services rendered, to appropriate officials of the Union. Section.. Neither the District, nor the Union, shall discriminate against any employee subject to this agreement on the basis of race, creed, color, sex, religion, national origin, veteran or military status, sexual orientation, gender expression or identity, age, disability, or the use of a trained dog guide or service animal by a person with a disability. Section.. One (1) official personnel file shall be kept at the District Office for each employee. This shall not prevent each supervisor from keeping one (1) working file for each employee, provided that such working file shall not contain documents more than two () years old. Each employee shall be provided a copy of derogatory material placed in his/her official personnel file within five () working days of its insertion. An employee may attach comments to any material that is a part of the official personnel file. Upon a timely request, the employee may inspect the file with a representative of the District and, if the employee desires, the Union. The employee may make an inventory of the official file and have it signed and dated by the representative of the District, and may have copies made of any contents of the file, the cost of which may be charged to the employee up to the amount of ten cents ( ) per page. - Collective Bargaining Agreement Page of PSE of Hood Canal / Hood Canal School District # September 1,
Section.. Annual Evaluations. Annual evaluations, using the form in Appendix A, shall be presented to each employee no later than ten () days before the last scheduled day of instruction. A copy will be provided the employee upon presentation. Employees shall have the right to attach a written response to any evaluation placed in the employee's official personnel file. Section..1. All performance evaluations reflecting a needs improvement, unsatisfactory rating level of performance or similar terminology shall state specific reasons for the unsatisfactory rating and remedial action necessary by the employee. Remedial training may be offered by the District as an aid to improve performance. Such ratings shall be brought to the employee s attention as soon as reasonably possible. ARTICLE IV RIGHTS OF THE UNION Section.1. The Union has the right and responsibility to represent the interests of all employees in the unit and to enter collective negotiations with the object of reaching an agreement applicable to all employees within the bargaining unit. Section.. The Union shall promptly be notified by the District of any grievances or disciplinary actions of any employee in the unit in accordance with the provisions of the discharge and grievance procedure articles contained herein. The Union is entitled to have an observer at hearings conducted by any District official or body arising out of grievance and to make known the Union's views concerning the case. Section.. The District shall place an electronic copy of this Agreement on the District s website. Section.. The Union reserves and retains the right to delegate any right or duty contained herein to appropriate officials of the Public School Employees of Washington/SEIU Local state organization. Section.. The District agrees to provide PSE of Hood Canal a copy of the SPI S- form report and a list of bargaining unit employees on an annual basis. Section..1. On request, the District will provide the chapter president with a list showing rates of pay, classifications, placement on Schedule A and enhancement received, if any, for each classified employee by name and other information specifically requested by the Union that is necessary and relevant for the Union to represent the bargaining unit. - Collective Bargaining Agreement Page of PSE of Hood Canal / Hood Canal School District # September 1,
Section.. Representatives of the Union, upon making their presence known to the District, shall have access to the District premises during business hours, provided, that no conferences or meetings between employees and Union representatives will in any way hamper or obstruct the normal flow of work. Section.. Bulletin Boards. The District shall provide a bulletin board space in the staff lounge, the kitchen and the bus garage, for the use of the Union. The bulletins posted by the Union are the responsibility of the officials of the Union. Each bulletin shall be signed by the Union official responsible for its posting. Unsigned notices or bulletins may not be posted. There shall be no other distribution or posting by employees or the Union of pamphlets, advertising, political matters, notices of any kind, or literature on District property, other than herein provided. Section..1. The responsibility for the prompt removal of notices from the bulletin boards after they have served their purpose shall rest with the individual who posted such notices. Section.. Union Leave. The president of the Union and designated representatives of the Union will be provided time off without loss of pay up to a maximum of four () days per year to attend regional or state meetings. If it is necessary for the District to hire a substitute employee to replace the absent employee, the Union shall reimburse the District for the amount of hourly wages paid to the substitute. Employees shall request such leave at least two () days in advance. Section.. The Union may use District buildings for meetings during non-working hours as per District policy. The Union representative shall obtain approval from building administration prior to using such buildings. The Union shall have the right to use the District s standard office equipment. The Union shall reimburse the District pursuant to District policy and procedure for use of standard office equipment. The Union shall be liable for negligence or any willful damage occurring from its use of District building and/or equipment. Section..1. The Union may use the District s internal mail distribution system (hard copy and electronic, including email and voicemail) to circulate routine information to its members. Further, such distribution shall not violate U.S. Postal regulations, nor shall it be used to avoid required postage costs. The Union shall not use the District mail system to distribute or obtain information regarding political candidates or issues which are a part of any public election. Use of the District s email system will be in accordance with the District s policy and procedures for access to the network and use of electronic communications. Section.. The Union shall be allowed paid release time to attend District meetings regarding grievances (one (1) representative per meeting) or Labor-Management Committee (up to three () when such meetings are mutually scheduled during working hours). Up to four () employees designated by the Union shall be allowed paid release time to participate in collective bargaining with the District when bargaining sessions are mutually scheduled during working hours. - Collective Bargaining Agreement Page of PSE of Hood Canal / Hood Canal School District # September 1,
ARTICLE V APPROPRIATE MATTERS FOR CONSULTATION Section.1. The Union will designate a Labor-Management committee of up to four () members who will meet with the superintendent of the District or the superintendent's representatives on a mutually agreeable regular basis to discuss appropriate matters. Section.. Duty to Bargain. The District recognizes its obligation under the law to negotiate with the Union regarding any changes in wages, hours, terms and conditions of employment and working conditions for bargaining unit employees covered by this agreement. When the District creates a new job title position or substantially changes the duties of an existing position, the District agrees to negotiate hourly pay rates with the Union in accordance with Chapter. RCW. ARTICLE VI HOURS OF WORK AND OVERTIME Section.1. The normal workweek shall consist of five () consecutive work days, Monday through Friday; however, the District may assign an employee to a workweek of any five () consecutive days which are followed by two () consecutive days off. Each shall be assigned to a definite shift with designated times of beginning and ending. The shift shall not be changed without prior notice to the employee of at least three () weeks, except in the case of bona fide emergencies, or upon mutual agreement by the employee and supervisor. Section.. All employees working more than four () consecutive hours (or four () hours split between separate shifts or jobs with less than thirty () minutes in between shifts or jobs) shall be granted an uncompensated, uninterrupted lunch period not to exceed thirty () minutes. In the event the District requires an employee to work during a scheduled lunch period, the employee shall be compensated for the extra time worked, or the lunch may be rescheduled. A paid rest period of fifteen () minutes shall be granted and scheduled for each four () hours of work during the work day. This section does not apply to bus drivers. Section.. All hours worked in excess of forty () hours per week shall be compensated at the rate of one and onehalf (1½) times the employee's regular rate of pay. Section.. Employees who are assigned a shift in a position with a higher rate of pay shall be compensated all hours worked at the higher rate of pay at the employee's normal seniority step on the pay scale. - Collective Bargaining Agreement Page of PSE of Hood Canal / Hood Canal School District # September 1,
Section.. In the event of unusual school closure due to inclement weather, plant inoperation or other emergency, the District agrees to consult with the Union regarding the effect on the wages, hours and working conditions of bargaining unit employees. Section.. Bus drivers will receive a minimum of fifteen () minutes pay for each drivers' staff meeting attended (as required by the District). Section.. An employee called back to work after having completed his/her regular work assignment shall receive a minimum of two () hours pay; provided that there has been a minimum of one (1) hour between the completion of the regular assignment and the call back. Bus drivers extra trips are not considered call backs unless assigned by the District. Section.. Employees shall receive a minimum of two () hours pay for each duty call, with the understanding that employees may be required to perform duties for the entire two () hour period for which they are compensated. Exceptions may be made by mutual agreement between the District and the Union. Section..1. For bus drivers, a duty call is considered to be a regular, scheduled morning, midday or afternoon run or extra trip. Section.. Compensatory Time. An employee, at his/her option, may request compensatory time off in lieu of overtime compensation. There shall be a reasonable expectation that the employee will be provided an opportunity to use accrued compensatory time. Compensatory time in lieu of overtime shall accrue at the rate of one and one-half (1½) hours for each overtime hour worked. Compensatory time shall be accumulated up to a maximum of forty () hours. Accumulated compensatory time not used shall be cashed in on the first paycheck following the last day of each school year. Compensatory time accrued and used shall be accounted for on the employee's time sheet. Section..1. Trade Time. Work demands may cause the District to temporarily extend the shift of an employee. When such an extension does not create an overtime situation, the employee may elect to accumulate trade time under the model described in Section., except that trade time will be on an hour-for-hour basis rather than at overtime. Trade time may be utilized at times agreed upon by the employee and his/her immediate supervisor. Section.. The parties recognize that unforeseen events may affect the work schedules and the wages, benefits and retirement credits of bargaining unit members; therefore, the effect of such unforeseen events (e.g. snow day, snow day make up, Christmas/New Year's closure, and/or other work stoppages) shall be determined by consultation upon demand of the Union. - Collective Bargaining Agreement Page of PSE of Hood Canal / Hood Canal School District # September 1,
Section.. The Lead Driver shall be guaranteed two () hours per day of administrative duties and may at the discretion of the Superintendent be assigned additional non-driving duties such as dispatching or other activities. Section.. If the bus driver workday exceeds fourteen () hours, inclusive of drive time and non-drive time, the bus driver shall not be required to provide additional supervision of students. Section.. Bus drivers shall be provided up to four () hours pay for Summer-Break Bus Cleaning, unless additional hours are preapproved by an administrator. ARTICLE VII HOLIDAYS AND VACATIONS Section.1. Holidays. All employees shall receive the following paid holidays which fall within their work year. 1. Day before New Year's Day. Labor Day. New Year's Day. Veterans' Day. Presidents' Day. Thanksgiving Day. Martin Luther King's Birthday. Day after Thanksgiving. Memorial Day. Day before Christmas. Independence Day. Christmas Day Holiday pay will be the same as pay received by the employee for a regularly scheduled working day, regardless whether the holiday falls on a regularly scheduled working day or not. Section.1.1. Unworked Holidays. Eligible employees shall receive pay equal to their normal work shift at their base rate in effect at the time the holiday occurs. Employees who are on the active payroll on the holiday and have worked either their last scheduled shift preceding the holiday or their first scheduled shift succeeding the holiday, or on approved paid leave and are not on unpaid leave of absence, shall be eligible for pay for such unworked holiday. An exception to this requirement will occur if employees can furnish proof satisfactory to the District that because of illness they were unable to work on either of such shifts, and the absence previous to such holiday, by reason of such illness, has not been longer than thirty () regular workdays. Section.1.. Worked Holidays. Employees who are required to work on the above described holidays shall receive the pay due them for the holiday, plus twice their base rate for all hours worked on such holidays. - Collective Bargaining Agreement Page of PSE of Hood Canal / Hood Canal School District # September 1,
Section.1.. Holidays During Vacation. Should a holiday occur while an employee is on vacation, the employee shall be allowed to take one extra day of vacation with pay in lieu of the holiday as such. Section.. Vacations. Upon completion of the first year of service with the school district, each year-round employee shall be granted five () days paid vacation per year. Upon completion of the second year of service, each yearround employee shall be granted ten () days paid vacation per year. Upon completion of the eighth year of service, each year-round employee shall be granted fifteen () days paid vacation per year. Upon completion of the twelfth year of service, each year-round employee shall be granted twenty () days paid vacation per year. Year-round employees are those employees who work a minimum of ten and onehalf ( ½) months in any fiscal year. Section..1. Vacations shall be scheduled at a time mutually agreed upon by the District and the employee. Section... Employees may, if they desire, carry over, between years, up to ten () working days of accrued vacation. Section... Employees may utilize vacation credit to augment sick leave credit in the event of extended illness, injury, or emergency. ARTICLE VIII LEAVES Section.1. Sick Leave. Section.1.1. Each employee shall accumulate one (1) day of sick leave for each calendar month worked; provided, however, that no employee shall accumulate less than ten () days of sick leave per school year. An employee who works eleven () working days in any calendar month will be given credit for the full calendar month. Sick leave shall be vested when earned and may be accumulated. The District shall project the number of annual days of sick leave at the beginning of the school year according to the estimated calendar months the employee is to work during that year. The employee shall be entitled to the projected number of days of sick leave at the beginning of the school year. Sick leave benefits shall be paid on the basis of base hourly rate applicable to the employee's normal daily work shift; provided, however, that should an employee's normal daily work shift increase or decrease subsequent to an accumulation of days of sick leave, sick leave benefits will be paid in accordance with the employee's normal daily work shift at the time the sick leave is taken, and the accumulated benefits will be expended on an hourly rather than a daily basis. - Collective Bargaining Agreement Page of PSE of Hood Canal / Hood Canal School District # September 1,
Section.1.1.1. Sick Leave Cash Out. Pursuant to statute, in January of the year following any year in which a minimum of sixty (0) days of leave for illness or injury is accrued, and each January thereafter, an eligible employee may exercise an option to receive remuneration for unused leave for illness or injury accumulated in the previous year a rate equal to one (1) day s monetary compensation of the employee in excess of sixty (0) days. The employee s sick leave accumulation shall be reduced four () days for each day compensated. No employee may receive compensation for sick leave accumulated in excess of one (1) day per month. At the time of separation from school district employment, pursuant to the provisions of RCW A.0.0, an eligible employee or the employee s estate shall receive remuneration at the rate equal to one (1) day s current monetary compensation for the employee for each four () full days accrued sick leave for illness or injury. In lieu of the above remuneration the eligible employee may receive equivalent funds for post-retirement medical benefits. Application of these funds shall be limited to those employee medical plans in effect at time of retirement. Section.1.1.. Donating Sick Leave. Pursuant to House Bill filed in the office of the Secretary of State June, 0, which amended RCW.0.,.0.0 and.0., employees shall be allowed to donate accrued sick leave or personal holidays. Section.1.1.. Leave Donation Program. Program means the leave sharing established in RCW.0.0. Those eligible to receive voluntary donation of leave includes all Active duty Uniformed services and allows employees to come to the aid of a fellow employee who are suffering from or have a relative or household member suffering from an extraordinary or severe illness, injury impairment, physical or mental condition or emergency which has caused or is likely to cause the employee to take leave without pay or terminate employment. Section.1.1.. An employee may transfer sick leave to another employee requesting shared leave as long as they maintain a minimum of hours or days of sick leave after they transfer. There is no limit to the number of days that may be transferred. Employees may also donate any amount of annual leave as long as they maintain a balance of ten () days. Shared leave shall be calculated by hours. Section.1.. In the event employees are absent for reasons which are covered by industrial insurance, the District shall pay the employee an amount equal to the difference between the amount paid the employee by the Department of Labor and Industries and the amount the employee would normally earn. A deduction shall be made from the employee's accumulated sick leave in accordance with the amount paid to the employee by the District. - Collective Bargaining Agreement Page of PSE of Hood Canal / Hood Canal School District # September 1,
Section.1.. Employees who have accrued sick leave while employed by another public school district in the State of Washington shall be given credit for such accrued sick leave upon employment by the District. Section.1.. After five () consecutive working days of personal or a dependent child's illness or disability, a doctor's certificate may be required by the District. If an employee's or dependent child's illness or disability extends beyond eight () consecutive working days, the District may require a second doctor's opinion who has been selected by the District at the District's expense. Section.. Bereavement Leave. Each employee shall be entitled to five () days leave with pay for absence caused by death or serious illness to an employee's child, son-in-law, daughter-in-law, step-child, fetus, spouse, parent, step-parent, grandparent, sibling, aunt, uncle, or parent-in-law. Such leave for serious illness shall be deducted from sick leave. Such bereavement leave shall not be deducted from sick leave. Bereavement leave is noncumulative. Section.. Emergency Leave. Each employee shall be entitled to three () days emergency leave paid per year. Emergency leave is noncumulative and, if used, shall be deducted from sick leave. The situation must be one which is serious and unavoidable and of major importance, not one of mere convenience. Section.. Maternity Leave. Upon application therefore, the District shall grant maternity leave. Such leave shall commence at such time as the employee, and her medical advisor, deem necessary. Employees granted maternity leave must return to work not later than one (1) year following the granting of the maternity leave. Employees granted maternity leave may, at their option, be allowed compensation for maternity leave in accordance with Sections. and.1.1 above. Before returning to work, the employee must be certified by her physician as ready and able to return. Section.. Judicial Leave. In the event an employee is summoned to serve as a juror, or appear as a witness in court, or is named as a codefendant with the District, such employee shall receive a normal day s pay for each day of required presence in court; provided, however, that any compensation received for such service shall be paid to the District. Any expense payments received shall be retained by the employee i/a/w/ RCW.0.00. Such repayment shall not exceed the employee s normal daily pay less bona fide expenses. In the event that an employee is a party in a court action, such employee may request a leave of absence. Section.. Dependent Child Leave. The District shall allow an employee to use the employee's accrued sick leave to care for a child of the employee under the age of eighteen years with a health condition that requires treatment or supervision pursuant to RCW. and WAC Chapter -0. This section shall be construed only as consistent with applicable state law. - Collective Bargaining Agreement Page of PSE of Hood Canal / Hood Canal School District # September 1,
Section.. Leave Of Absence. Section..1. Upon recommendation of the immediate supervisor through administrative channels to the superintendent, and upon approval of the board of directors, an employee may be granted a leave of absence for a period not to exceed one (1) year; provided, however, if such leave is granted due to extended illness, one (1) additional year may be granted. Section... The returning employee will be assigned to the position occupied before the leave of absence, subject to Section.. A replacement employee shall be entitled to District paid insurance premiums in accordance with Section.1 of this agreement only after the replacement employee has worked for thirty () consecutive workdays in the same position, and only if the employee is not presently covered by another health care provider; provided, however, no replacement employee shall receive District-paid insurance premiums as long as the regular employee for that position is receiving District-paid insurance premiums. Section... The employee will retain accrued sick leave, vested vacation rights, and seniority rights while on leave of absence. However, vacation credits, sick leave, and seniority shall not accrue while the employee is on leave of absence. Section... Leave of absence is leave without pay or benefits. Employees may expend any/all accrued compensatory time, Article VII compensation due and/or Article VIII paid leave prior to requesting leave of absence as delineated herein. Section.. Adoption Leave. An employee legally adopting a child may request paid leave and shall be granted up to four () days which shall be deducted from leave accumulated in Section.1.1. Such leave may be used for travel to obtain the child; required observation with the child; court or legal procedures to finalize adoption. Additional unpaid leave shall be granted as required by the Family Medical Leave Act and applicable State Law. Section.. Personal Leave. Three () days of personal leave shall be granted to each employee, two () paid by the District, the third, if used, to be taken from sick leave which may be used for personal business which can be transacted only during school hours subject to the following restrictions: 1. Personal leave shall be non-accumulative.. Must be requested at least twenty-four () hours in advance;. Not to be used immediately adjacent to (either before or after) vacations or holidays; provided the superintendent may waive the above requirement due to unusual or emergency circumstances beyond the employee s control. Section..1. Unused personal leave shall be cashed out at the end of each school year. Each day cashed out shall be paid at the current pay rate then in effect. - Collective Bargaining Agreement Page of PSE of Hood Canal / Hood Canal School District # September 1,
ARTICLE IX PROBATION, SENIORITY AND LAYOFF PROCEDURES Section.1. The seniority of an employee within the bargaining unit shall be established as of the date on which the employee began continuous daily employment (hereinafter "hire date") unless such seniority shall be lost as hereinafter provided. Section.1.1. In the event more than one employee in the general job classifications set forth in Article I, Section 1. is awarded the same seniority date, the question of seniority among those employees shall be determined within thirty () days of hire by draw of cards (conventional fifty-two card deck, utilizing one suit, Ace to be considered the highest card, highest card(s) win the draw). In the event of determination of seniority in like cases during previous agreements, such determinations shall be observed during this agreement and future agreements. Section.1.. The District shall publish annually a dated seniority list, ranking all employees in each of the general job classifications specified in Section 1.. to include rate of pay, hours assigned and date of hire. This distribution shall include the chapter president and a mailed copy to the field representative. Section.. Each new hire shall remain in a probationary status for a period of not more than ninety (0) working days following the hire date. During this probationary period the District may discharge such employee at its discretion. Section.. Upon completion of the probationary period, the employee will be subject to all rights and duties contained in this agreement retroactive to the hire date. Section.. The seniority rights of an employee shall be lost for the following reasons: A. Resignation; B. Discharge for justifiable cause; C. Retirement; or D. Change in job classification within the bargaining unit, as hereinafter provided. Section.. Seniority rights shall not be lost for the following reasons, without limitation: A. Time lost by reason of industrial accident, industrial illness or judicial leave; B. Time on leave of absence granted for the purpose of serving in the Armed Forces of the United States; C. Time spent on other authorized leaves; or D. Time spent on layoff status as hereinafter provided. - Collective Bargaining Agreement Page of PSE of Hood Canal / Hood Canal School District # September 1,
Section.. Seniority rights shall be effective within the general job classification. As used in this agreement, general job classifications are those set forth in Article I, Section 1.. Section.. The employee with the earliest hire date shall have absolute preferential rights regarding shift selection, vacation periods and special services (including overtime). The employee with the earliest hire date shall have preferential rights regarding promotions, assignment to new or open jobs or positions, increase or decrease of daily hours of employment greater than thirty () minutes and layoffs when ability and performance are substantially equal with junior employees. If the District determines that seniority rights should not govern because a junior employee possesses ability and performance substantially greater than a senior employee or senior employees, the District shall set forth in writing to the employee or employees and the Union president its reasons why the senior employee or employees have been bypassed. Section..1. The District may not layoff senior employees before junior employees in any general job classification unless the junior employee possesses substantially greater ability and performance pursuant to Section. of the Agreement. Should a seniority bypass occur, the District must inform the Union President in writing of the name and position of the junior employee and the rationale for retaining him/her out of seniority order. Senior employees, displaced as result of a layoff, may bump the least senior employee holding a position that is substantially equivalent to the position held at the time of layoff. Employees may not bump into a higher pay range or into a position or more hours of employment than that held at the time of layoff, unless no such position exists. Employees that are not placed in positions that are substantially equivalent following layoff shall be placed on a reemployment list and will be rehired or offered additional hours, within their previous classification(s), when the available hours or positions are restored by the District. Section.. Employees who change job classifications within the bargaining unit shall retain their hire date in the previous classification for a period of five () years, notwithstanding that they have acquired a new hire date in a different classification, either hire date shall be lost as stated in Section., and the former hire date may not be utilized unless the employee has been subject to a reduction in force in his/her current classification. Section.. The District shall publicize within the bargaining unit for five () working days the availability of open positions as soon as possible after the District is apprised of the opening. A copy of the job posting shall be forwarded to the president of the Union and to the Union representative of the classification concerned. All responses to the positions shall be in writing to the District. Section.. In the event of layoff, employees so affected are to be placed on a reemployment list maintained by the District according to seniority. Such employees shall be considered along with current employees for any open positions in the classification held immediately prior to layoff. Names shall remain on the reemployment list for thirteen () months. - Collective Bargaining Agreement Page of PSE of Hood Canal / Hood Canal School District # September 1,
Section.. Employees on layoff status shall file their addresses in writing with the personnel office of the District and shall thereafter promptly advise the District in writing of any change of address. Section.. An employee shall forfeit rights to reemployment as provided in Section. if the employee does not comply with the requirements of Section., or if the employee does not respond to the offer of reemployment within fifteen () days. Section.. An employee on layoff status who rejects an offer of reemployment forfeits seniority and all other accrued benefits; provided, that such employee is offered a position substantially equal to that held prior to layoff. ARTICLE X DISCIPLINE AND DISCHARGE OF EMPLOYEES Section.1. The District shall have the right to discipline or discharge an employee for justifiable cause. The issue of justifiable cause shall be resolved in accordance with the grievance procedure hereinafter provided. If the District has reason to reprimand an employee, it shall be done in a manner which will not embarrass the employee before other employees or the public. Section.. Notification To Non-Annual Employees. This section is intended to be applicable to those employees whose duties necessarily imply less than twelve () months (excluding vacations) work per year. Section..1. Should the District decide to discharge or lay off any non-annual employee, the employee shall be so notified in writing two () weeks prior to the date of such discharge or layoff. Section... Nothing contained herein shall be construed to prevent the District from discharging an employee for acts of misconduct occurring after the expiration of the school year. Section... Nothing contained in this section shall in any regard limit the operation of other sections of this article. Section.. Except in extraordinary cases, and as otherwise provided in this article, the District will give employees two () week s notice of intention to discharge or layoff. - Collective Bargaining Agreement Page of PSE of Hood Canal / Hood Canal School District # September 1,
ARTICLE XI INSURANCE AND RETIREMENT Section.1. The District agrees to provide up to the amount funded by the state or the premium amount, whichever is less, per month for each full-time employee toward payment of premiums for District approved medical insurance programs and a proportionate amount on an FTE basis for all other employees. Each FTE shall be considered 1, hours or more worked. Once an employee has exhausted sick leave or any other collective bargaining agreement paid leave, the District shall no longer pay that employee's insurance premiums. The affected employee may retain insurance coverage at the expense of the employee by submitting the required premium amount(s) to the District business office no later than the date each month established by the District. Section.1.1. Dental and vision insurance shall be a part of the insurance package for each employee working four () or more hours per day, provided such coverage is available from the carrier. Each eligible employee must participate. Section.1.. Any unused benefits generated by the bargaining unit will be pooled by the District on a 1, hour = 1 FTE pro rata basis to supplement bargaining unit employee medical costs which exceed their District insurance contribution. Section.1.. Newly hired employees shall enjoy the benefit of Section.1. after working thirty () consecutive workdays. Any employee who works eleven () working days (any paid time) in any calendar month shall enjoy the benefit of Section.1. Section.1.. Effective September 1,, the District shall pay up to one-half, per month per FTE, of the required contribution to the State Health Care Authority for Retiree Insurance Benefits (hereinafter Retiree Subsidy ). Effective September 1,, the District shall pay 0% of the Retiree Subsidy. Such District payment of the Retiree Subsidy shall be funded by neither the District insurance contribution (Section.1) nor the insurance pool (Section.1.) of the Agreement. Section.1.. The District and Union agree to the following provisions in order to make a good faith effort to comply with RCW A.0.0: A. The District will offer a high deductible health plan along with a Health Savings Account. B. At least one health benefit plan in which the employee share of the premium cost of a fulltime employee, regardless of whether or not the employee chooses employee-only coverage or coverage that includes dependents, does not exceed the premium cost paid by state employees during the state employee benefit year. - Collective Bargaining Agreement Page of PSE of Hood Canal / Hood Canal School District # September 1,
C. Progress toward the :1 ratio, a plan structured in a manner that increases the premiums paid for employee-only coverage in order to reduce the premiums paid by employees covering families. D. A plan to include mandatory out-of-pocket expenses for medical coverage when required by the State. E. Any changes in actual benefits shall be subject to bargaining in accordance with RCW A.0.0. Section.. The District shall provide tort liability coverage for all employees subject to this agreement. Section.. The District shall make required contributions for state industrial insurance on behalf of all employees subject to this agreement. Section.. In determining whether an employee subject to this agreement is eligible for participation in the Washington State Public Employees' Retirement System, the District shall report all hours worked, whether straight time, overtime, or otherwise. ARTICLE XII UNION MEMBERSHIP AND CHECKOFF Section.1. Each employee subject to this agreement, who, on the effective date of this agreement, is a member of the Union in good standing shall, as a condition of employment, maintain membership in the Union in good standing during the period of this agreement. Section.. The parties recognize that an employee should have the option of declining to participate as a member in the Union, yet contribute financially to the activities of the Union in representing such employee as a member of the collective bargaining unit. Therefore, as an alternative to, and in lieu of the membership requirements of the previous sections of this article, an employee who declines membership in the Union may pay to the Union each month a service charge as a contribution towards the administration of this agreement. The service charge will be equivalent to the current agency fee, as determined by the Union not later than December 1, of each instructional year. The service charge shall be collected by the Union in the same manner as monthly dues utilizing a payroll authorization form. Section.. The District will notify the Union of all new hires within ten () working days of the hire date. At the time of hire, the District will inform the new hire of the terms and conditions of this article. - Collective Bargaining Agreement Page of PSE of Hood Canal / Hood Canal School District # September 1,
Section.. Nothing contained in this agreement shall require Union membership of employees who object to such membership based on bona fide religious beliefs. Such employee shall pay an amount equivalent to normal dues to a nonreligious charity or other charitable organization mutually agreed upon by the employee and the Union. The employee shall furnish written proof that such payment has been made. If the employee and the Union cannot agree on such matter, it shall be resolved by the Public Employment Relations Commission pursuant to RCW... Section.. Checkoff. The District shall deduct PSE dues, service charges or voluntary political contributions as provided in Section.. from the pay of any employee who authorizes such deductions in writing pursuant to RCW..0. The District shall transmit all such funds deducted to the treasurer of the Public School Employees of Washington/SEIU Local on a monthly basis. Section.. The District shall, upon receipt of a written authorization form that conforms to legal requirement, deduct from the pay of such bargaining unit employee the amount of contribution the employee voluntarily chooses for deduction for political purposes to the Committee On Political Empowerment (COPE) and shall transmit the same to the Union on a check separate from the Union dues transmittal check. ARTICLE XIII GRIEVANCE PROCEDURE Section.1. Grievances or complaints arising between the District and its employees within the bargaining unit defined in Article I herein, with respect to matters dealing with the interpretation or application of the terms and conditions of this agreement, shall be resolved in strict compliance with this article. Section.. Grievance Steps. Section..1. Step I, Informal Grievant/Immediate Supervisor. Employees shall first discuss the grievance with their immediate supervisor. If employees so wish, they may be accompanied by an Union representative at such discussion. All grievances not brought to the immediate supervisor in accordance with the preceding sentence within thirty () days of the occurrence of the grievance shall be invalid and subject to no further processing. Section..1.1. Designation of Immediate Supervisor. Principal: Pre-School Coordinator, Title Coordinator, Para Educator, School Secretary, Assistant School Secretary. Superintendent: Maintenance/Custodian, Custodian, Kitchen Manager, Head Cook, Assistant Cook, District Secretary, Lead Driver, Route Coordinator/Dispatcher, Driver Trainer, Driver Technology Coordinator, Braille Tech, Others. - Collective Bargaining Agreement Page of PSE of Hood Canal / Hood Canal School District # September 1,
Section... Step II, Formal Grievant/Immediate Supervisor. If the grievance is not resolved to the employee's satisfaction in accordance with the preceding subsection, the employee shall reduce to writing a statement of the grievance containing the following: A. The facts on which the grievance is based; B. A reference to the provisions in this agreement which have been allegedly violated; and C. The remedy sought. The employee shall submit the written statement of grievance to the immediate supervisor for reconsideration and shall submit a copy to the superintendent or the superintendent s designee. The parties will have five () working days from submission of the written statement of grievance to resolve it by indicating on the statement of grievance the disposition. If an agreeable disposition is made, all parties to the grievance shall sign it. Section... Step III, Appeal to the Superintendent. If no settlement has been reached within the five () days referred to in the preceding subsection, and the Union believes the grievance to be valid, a written statement of grievance shall be submitted within fifteen () working days to the District superintendent or the superintendent's designee. After such submission, the parties will have ten () working days from submission of the written statement of grievance to resolve it by indicating on the statement of grievance the disposition. If an agreeable disposition is made, all parties to the grievance shall sign it. Section... Step IV, Appeal to School Board. If no settlement has been reached within the ten () days referred to in the preceding subsection, and the Union believes the grievance to be valid, a written statement of grievance shall be submitted within fifteen () working days to the District board of directors. After such submission, the parties will have thirty () working days from submission of the written statement of grievance to resolve it by indicating on the statement of grievance the disposition. If an agreeable disposition is made, all parties to the grievance shall sign it. The board of directors reserves the right to summon the employee for an oral statement of the grievance. The employee reserves the right to appear before the board of directors to explain the grievance. At any appearance before the board of directors, the employee may be accompanied by an Union representative or designee. Section... Step V, Arbitration. If no settlement has been reached within the thirty () working days referred to in the preceding subsection, and the Union believes the grievance to be valid, the employee may demand arbitration of the grievance. Any dispute, claim or grievance arising out of or relating to the interpretation of the application of this agreement shall then be submitted to arbitration under the voluntary Labor Arbitration Rules of the American Arbitration Association. If mutually agreed, the parties may submit to arbitration under the Expedited Arbitration Rules of the American Arbitration Association. The parties agree to accept the arbitrator's award as final and binding upon them. The parties further agree that all costs of the arbitrator shall be shared equally between the District and the Union. - Collective Bargaining Agreement Page of PSE of Hood Canal / Hood Canal School District # September 1,