COLLECTIVE BARGAINING AGREEMENT
BETWEEN
Bend LaPine School District No. 1
AND
Oregon School Employees Association Chapter No. 6
2007 – 2010
OSEA CONTRACT
TABLE OF CONTENTS
Table of Contents…………………………………………………………... 3
Signature Page………………………………………………………………. 5
Article 1 - Recognition……………………………………………………… 6
Article 2 - Status and Duration of Agreement……………………………. 7
Article 3 - Association Rights and Responsibilities………………………. 8
Article 4 - Management Rights and Responsibilities……………………. 10
Article 5 - Payroll Deductions………………………………………….… 10
5.1 Dues…………………………………………………………… 10
5.2 Fair Share Deduction………………………………………… 10
Article 6 - Wage, Experience, Credit, and Career Recognition………. 11
6.1 Wage Schedules……………………………………………… 11
6.2 Pay Periods…………………………………………..………. 11
6.3 Experience Credit……………………………………..…….. 12
6.4 Promotion/Demotion…………………………………..……. 12
6.5 Career Employee Recognition Program……………..……. 13
Article 7 - Fringe Benefits……………………………………………... 13
Article 8 - Education and Improvement……………………………… 14
Article 9 - Holidays…………………………………………………… 15
Article 10 - Leaves……………………………………………………. 16
10.1 Definitions……………………………………………….. 16
10.1.1 Immediate Family…………………………….. 16
10.1.2 Recreation……………………………………… 16
10.2 Sick Leave……………………………………………….. 16
10.3 Bereavement Leave……………………………………… 18
10.4 Litigation Leaves………………………………………… 18
10.5 Leave Without Pay………………………………………. 18
10.6 Parental Leave…………………………………………… 19
10.7 Personal Leave…………………………………………… 19
Article 11 - Employee Evaluation/Just Cause/Probation………..…. 20
Article 12 - Seniority………………………………..…………………. 21
Article 13 - Layoff/Recall………………….……………………..…… 22
13.1 Layoff…………………………………………………….. 22
13.2 Layoff Resulting from Reduction of Hours……………. 22
13.3 Layoff Procedures……………………………………….. 23
13.4 Recall……………………………………………………… 24
Article 14 - Job Posting…...…………………………………………… 25
Article 15 - Assignment and Transfer.……………………….………. 25
Article 16 - Work Schedule/Call Back/Overtime/Comp Time……… 27
16.1 Work Day…………………………………………………. 27
16.2 Minimum Pay Work Schedule………………………….. 27
16.3 Work Week………………………………………………. 27
16.4 Flexible Scheduling….…………………………………… 27
16.5 Rest Periods……………………………………………… 27
16.6 Work Year……………………………………………….. 28
16.7 Call Back………………………………………………… 29
16.8 Overtime………………………………………………… 29
16.9 Comp Time……………………………………………… 29
Article 17 - Job-Related Conditions………………………………… 30
17.1 Physicals………………………………………………… 30
17.2 Uniforms………………………………………………… 30
17.3 Travel Reimbursement………………………………… 30
17.4 Tools…………………………………………………….. 30
Article 18 - Grievance Procedures……………………………….. 31
18.1 - Definitions………………………………..…………. 31
18.2 - General Procedures………………………………... 32
18.3 - Levels of Grievance………………………………… 33
Flow Chart for Grievance Procedures…………………… 35
Article 19 - Personnel Files……………..………………………… 36
Article 20 - Job Assessment and Reclassification ………….……. 37
Appendices:
Appendix A - Classified Wage Schedule…………….……. 39
Appendix B – Alpha Listing of Job Titles/Wage Ranges… 40
Appendix C - Job Classification Schedule………………… 41
Memorandums of Agreement:
Fingerprinting Costs………………………………………… 45
Association Leave……………………………………………. 46
Personal Leave Accumulation………………………………. 47
Extra-Duty…………………………………………………… 48
SIGNATURE PAGE
IN WITNESS WHEREOF, the Oregon School Employees Association Chapter 6 has
caused this Agreement to be signed by its President, and the Board of
Directors has caused this Agreement to be signed by its Chair.
OREGON SCHOOL EMPLOYEES BOARD OF DIRECTORS
ASSOCIATION CHAPTER 6 BEND-LA PINE SCHOOLS
BEND, OREGON DESCHUTES COUNTY, BEND, OREGON
ARTICLE 1
RECOGNITION
1.1 The Board of Directors of Administrative School District No. 1,
Deschutes County, Oregon (hereinafter referred to as "the Board") recognizes
the Oregon School Employee Association (OSEA), Chapter No. 6 (hereinafter
referred to as "the Association") as the sole and exclusive representative
for the following bargaining unit:
1.1.1 All positions that do not require a certificate (license) issued by
Teachers
Standards and Practices Commission. Excluded are those positions designated
as supervisory or confidential as defined by ORS 243.650.
1.1.2 Others excluded from the bargaining unit shall include seasonal,
short-term temporary and all substitute employee positions.
1.1.3 Jointly, the Association and the District recognize the importance
of maintaining the student work force employed on a casual basis. It is
recognized that this program is a supplement to the education process and
will not be utilized to reduce the number of Bargaining Unit positions or
hours.
Accordingly, the District shall continue the past practice of student
workers, as identified above, with the understanding that classified
employees shall not be held accountable for supervisory duties related to
the student workers.
1.2 For the purposes of this contract, the following terms and
acknowledgments shall be defined:
1.2.1 Regular Employee: The term "employee" shall include all employees
represented by the Association in the bargaining unit in a classified
position. Regular employees who meet the minimum qualifications for a
temporary position shall be given priority consideration over applicants
outside of the bargaining unit.
1.2.2 Seasonal Employee: Positions used for seasonal work shall not
exceed 90 consecutive workdays. If a position created for seasonal work
exceeds 90 consecutive workdays, then the position shall be posted as a
regular job and filled according to the District’s hiring procedures.
Seasonal positions are excluded from the bargaining unit.
1.2.3 Short-Term Temporary Positions: Positions used to fill the role of
a regular employee on an approved leave of absence for up to 80 days or for
employees hired due to overload conditions. A short-term temporary position
shall not exceed 80 consecutive workdays. However, if it becomes necessary
for a short-term temporary position to exceed 80 consecutive work days, or
at the time it is apparent that the assignment will exceed 80 consecutive
days, the position shall become a long-term temporary position. Short-term
temporary positions are excluded from the bargaining unit.
1.2.4 Long-term Temporary Positions: Positions used to fill in for a
regular
employee on approved leave in excess of 80 days, but not to exceed one (1)
year, or short–term temporary positions that need to be extended beyond 80
days will be considered long-term temporary positions. A person accepting a
long-term temporary position shall become a member of the bargaining unit
and shall have all the privileges and benefits of membership except layoff
and recall rights.
Regular employees who accept long-term temporary positions, shall qualify
for any additional insurance benefits, if eligible, and paid/leave holiday
provisions.
1.2.5 Substitute Positions: Positions used to fill in for employees who
may be absent for any reason. Substitute positions shall not exceed 80
consecutive work days in any given department vacated due to transfer,
termination or resignation. Employees within the department/school who meet
the minimum qualifications for a substitute position will be given priority
consideration over applicants outside of the bargaining unit.
Employees who accept substitute assignments do not qualify for any insurance
benefits or leave/holiday provisions that they would not be otherwise
entitled to based on their regular assignment.
1.2.6 PERS Retirees: The District may elect, in accordance with District
procedures and PERS guidelines, to hire employees who have retired with PERS
but are still eligible to work in public employment. Employees who are
retired with PERS shall have the privileges and benefits of membership with
the following exceptions. Hiring shall be on an up to one-year basis and
extended only by subsequent District action. PERS retirees hired by the
District shall not retain seniority status or layoff and recall rights,
although they will not be required to complete an additional probationary
period. In addition, they will not be eligible to bid on newly created or
vacant positions.
1.3 The Board agrees to refrain from interfering with employees as they
exercise their rights to engage in protected activities as specified in ORS
243.650 through ORS 243.782. Grievances regarding this provision may be
processed through the grievance procedure through the Board level only and
may not be appealed to arbitration. An unfair labor practice complaint may
be filed concurrently with the grievance.
ARTICLE 2
STATUS AND DURATION OF AGREEMENT
2.1 This Agreement shall modify, replace or add to any policies, rules,
regulations, procedures or practices of the District which shall be contrary
to or inconsistent with its terms. The provisions of this Agreement shall be
in addition to the established policies, rules, regulations, practices, and
procedures of the District. Existing policies, rules, regulations,
practices, and procedures which are consistent with this Agreement shall
remain in force.
2.2 This document represents the full Agreement between the Association
and the Board. Any contract or agreement between the Board and an
individual employee shall be expressly subject to the terms and conditions
of this Agreement.
2.3 The Association and the Board agree to meet on request of either
party to discuss issues of mutual interest. By mutual agreement, the
Association and the Board may agree to use the interest based negotiations
model to resolve concerns with any contract language. Any changes in this
Agreement are subject to mutual approval of the Association and the Board.
2.4 In the event that any provision of this Agreement shall at any time
be declared invalid by any court of competent jurisdiction, such decision
shall apply only to a specific article, section or portion directly
specified in the decision. Such a decision shall not invalidate the entire
Agreement, it being the express intention of the parties that all other
provisions not declared invalid shall remain in full force and effect. Any
changes in this Agreement are subject to mutual approval of the Association
and the Board.
2.5 The term of this Agreement shall be three (3) years, from July 1,
2007 through June 30, 2010, during which term the parties shall be bound by
the terms of this Agreement.
ARTICLE 3
ASSOCIATION RIGHTS AND RESPONSIBILITIES
3.1 The Association shall represent all classified employees under this
Agreement equally and without discrimination.
3.2 School facilities may be used for Association meetings, provided
that such meetings shall not interfere with normal school operations,
special meetings or classes, and provided that prior approval is granted by
the administrator/supervisor.
3.3 The Association has the right to reasonable use of office equipment
for Association business. With the exception of the offset press, such
equipment may be used only outside the work day and by qualified operators
with approval of an administrator/supervisor when such equipment is not
otherwise in use. When the use of the offset press is desired, a request
shall be submitted ten (10) calendar days in advance, with emergency
exceptions to be made by the supervisor of the print shop. If a measurable
cost is incurred, the Association shall reimburse the District.
3.4 Material printed on any District equipment shall not be detrimental
to community District-classified employee relations nor defamatory to any
individual as judged by the District. The Association agrees not to use
District facilities or equipment, including mail boxes and electronic
communication systems, for any political campaign purposes. Specifically,
the Association agrees not to use such facilities or equipment to provide
material or information for or against particular candidates, initiatives or
measures, or in anyway which is otherwise prohibited by law.
3.5 The District shall provide the Association with reasonable bulletin
board space for use by the Association in communicating with classified
employees. The Association shall have the right to post notices of
activities and matters of concern to classified employees on the designated
Association bulletin board.
3.6 The Association shall have the right to all available public record
information concerning the financial resources of the District.
3.7 The Association shall have at least two (2) voting members on any
committee of ten (10) or more members whose purpose it is to screen
applicants for a new Superintendent for the District. If screening committee
has fewer than ten (10) members, the Association shall have at least one (1)
voting member on the committee.
3.8 Any member of the bargaining unit participating in a grievance
meeting with the Board or its representative shall be released from regular
duties without loss of salary if such meeting is scheduled during working
hours.
3.9 During the term of this Agreement, the Superintendent will meet with
the Association President and other OSEA representatives once a month during
the school year, upon request, to review and discuss current District
problems and practices and the administration of the Agreement between the
Board and the Association. During the term of this Agreement, the Human
Resources Director will meet with the Association President and other OSEA
representatives once a month during the school year, upon request, to review
and discuss current District problems and practices and the administration
of the Agreement between the Board and the Association.
3.10 The District shall include the Association's Chapter President among
those who regularly receive the official minutes of the Board meetings,
Board information packet, and agendas of upcoming Board meetings. Upon
request by the Association President, the District will provide information
regarding the names of employees and the positions they are connected with
in terms of transfers and promotions.
3.11 The Association shall be notified in advance of the District’s
scheduled new employee group orientations and have the right to be placed on
the agenda(s) in order to meet with all new classified employees. The
Association will be provided with the name, first date of actual service,
job title, hours and number of days scheduled at time of hire, seniority
ranking, and job location of every newly hired classified employee, within
thirty days of Board approval.
3.12 At the request of the Association President, the District shall
release Association representative(s) from his/her work schedule(s). An
equivalent of up to sixty (60) work days per fiscal year will be granted
upon request. No more than thirty (30) work days may be taken in a fiscal
year by any one employee. This limit may be extended by mutual agreement of
the District and the Association. Within thirty (30) days after receipt of
a statement from the District, the Association will reimburse the District
for the cost of providing substitute(s). The District shall pay Association
representative(s) for all release time granted under this provision.
ARTICLE 4
MANAGEMENT RIGHTS AND RESPONSIBILITIES
4.1 The Board retains without limitation all powers, rights, authority,
duties and responsibilities conferred upon and vested in it by the laws and
the Constitution of the State of Oregon and of the United States, and except
as limited by this Agreement. Management rights include, but are not
limited to:
4.1.1 To direct the work of its employees, determine the time and hours of
operation and determine the kinds and levels of services to be provided, and
the methods and means of providing those services.
4.1.2 To hire, discipline and terminate all employees.
4.1.3 To promote, assign and transfer employees.
ARTICLE 5
PAYROLL DEDUCTIONS
5.1 Dues. The District agrees to deduct from the monthly wages of each
employee payment of dues to the Association. Authorization shall be in
writing by each employee on the form provided by the Association. Such
authorization shall continue in effect from year to year, unless revoked in
writing by the employee.
5.1.1 In the event of an increase in dues by the Association, the District
agrees to make the necessary adjustment from the monthly wages of each
employee. A certified copy of the resolution adopted by the bargaining unit
authorizing the dues increase must be presented to the Superintendent prior
to the adjustment of the payroll deduction.
5.1.2 A list of employees having Association dues deducted shall be sent
to the office of the Association, together with the remittance due to the
Association, within ten (10) working days of the date pay checks are issued.
5.2 Fair Share Deduction: The District agrees to deduct from the monthly
wages of each classified employee who is not a member of the Association an
amount equal to the OSEA monthly dues for each month that the employee works
for the District.
5.2.1 All such fair share fees shall be remitted by the District to the
office of the Association within ten (10) working days of the date pay
checks are issued.
5.2.2 The provisions of ORS 243.666 are adopted to govern fair
share coverage.
5.2.3 Each year OSEA will provide notice to the District payroll
department of any change in the fair share amount. Any dispute over the fair
share amount shall be subject to Unfair Labor Practice complaint.
5.2.4 OSEA will hold the District, harmless for any unlawful expenditure
of fair share fees made by OSEA.
5.2.5 The District will cooperate with OSEA in defense of any claim in
which the District is named a party. The District shall give OSEA immediate
notice of any dispute under this article.
ARTICLE 6
WAGE, EXPERIENCE CREDIT, AND CAREER RECOGNITION
6.1 Wage Schedules:
6.1.1 The wage schedule for the 2007/2008 contract year shall be
calculated by increasing the 2006/2007 wage schedule by 2.75%. The wage
schedule for the 2008/2009 and 2009/2010 contract years shall be calculated
by increasing the previous year’s wage schedule by a percentage equal to
the average of the twelve (12) months immediately preceding and including
April of the National Consumer Price Index (National CPI-U). The minimum
increase for the 2008/2009 and 2009/2010 years shall be 2.5% and the maximum
increase shall be 3%.
The probationary rate for each range shall be 95% of the step one rate.
6.1.2 The Job Title and Wage Range Chart attached to the wage schedule
shall be incorporated in the Agreement as Appendix B.
6.1.3 PERS: The District shall pay the employee contribution to the Public
Employee Retirement Fund for the employees covered by this Agreement.
Such "picked-up" or paid employee contribution shall be credited to employee
accounts pursuant to ORS 237.071 (2) in PERS and shall be considered to be
employee contributions for the purpose of ORS 235.001 to 236.320.
6.1.4 Should the PERS Board and/or the Legislature enact rules or laws
that would negatively impact the employee's retirement benefits, upon
request by either party, the District and the Association will bargain
pursuant to ORS 342.698.
6.2 Pay Periods:
6.2.1 Classified employees shall be paid according to their work year:
a. Employees working 240 days shall be paid on a twelve-month basis
extending from July 1 to June 30. One-twelfth of the employee’s projected
annual wages will be due and payable on the last working day of each month.
b. Employees paid on a positive time sheet shall be compensated on a
ten month basis according to a payroll calendar developed by the District.
The payroll calendar shall be developed which will result in as equal as
possible checks for the ten month period.
Other employees working less than 240 days shall be compensated on a twelve-
month basis according to payroll calendars developed by the District.
6.2.2 In the event of the employee's termination/resignation, the District
shall compute the amount due to the employee. Any balance due the employee
shall be paid to the employee or those designated to receive this sum.
6.3 Experience Credit:
6.3.1 A new employee shall be allowed up to three (3) years of experience
(Step 3) on the wage schedule based on actual years of experience on a job
of like responsibilities and skills. The superintendent has the authority to
waive this provision for extenuating circumstances after notifying the OSEA
President of the intent to waive this provision. However, the wage
placement, based on actual experience as described above, shall not exceed
the District experience of the most senior employee in the same job title.
6.3.2 The annual anniversary date for advancement on the current wage
schedule for all employees is July 1. On that date, all regular employees,
if eligible, shall be granted one (1) experience step, with the exception of
those probationary employees who have not completed their probationary
period in their assigned position.
6.3.3 A regular employee who has completed the 80 workday evaluation
period due to change in assignment shall receive an experience step
effective on the eighty-first day in the new position, except as governed by
Article 6.5 below.
6.4 Promotion/Demotion:
6.4.1 lf an employee is promoted to a different wage range or a position
is reassessed to a higher wage range, the placement shall be accomplished by
moving the employee to the wage step on the new wage range which provides an
hourly rate increase equal to at least the amount of a one step increase on
the wage range where the employee was placed prior to the promotion or
reassessment, or to the first step on the new wage range, whichever is
higher.
If the employee being promoted, or in the position being reassessed, is
placed at step 3 or higher on their current wage range, the employee will
not be placed below step 3 on the new wage range.
6.4.2 If a position is changed to a lower wage range, the employee in that
position will be "grandfathered" at the existing step and range until the
hourly rate of the new range exceeds the existing rate.
6.4.3 When an employee is temporarily assigned by the employee’s
supervisor to replace a person who earns a higher hourly rate, or when such
an assignment is made based on, and in accordance with, established District
protocols, the employee shall receive the higher rate of pay after five (5)
working days.
For purposes of application of this paragraph, "higher rate of pay" means
the pay for the job being replaced. In no event shall the person temporarily
promoted receive more than that which he/she would receive in the event of a
permanent promotion to the position.
6.4.4 If an employee is asked to regularly perform duties outside his/her
job description which require additional licensing, certification or
training, the Association and the District agree to meet to determine
appropriate actions if such a meeting is requested by the employee or the
Association.
6.5 Career Employee Recognition Program:
6.5.1 The District agrees to recognize career employees who have at least
ten (10), fifteen (15), twenty (20) and twenty-five (25) years of continuous
employment with the District as defined on the wage schedule. Longevity step
increases shall be given on the employee's anniversary date when they reach
ten, fifteen or twenty years of service.
6.5.2 "Continuous employment" shall mean unbroken service from the last
date of hire. Approved unpaid leaves of absence and breaks in service due to
reduction in force will not count in the calculation of "continuous
employment". Specifically, in cases where there has been a period of unpaid
leave or layoff, the employee will receive credit for service before and
after the break but not during the break in calculating eligibility for a
longevity step.
ARTICLE 7
FRINGE BENEFITS
7.1 The District shall purchase the following benefits for each enrolled
employee covered by this Agreement and working at least twenty (20) hours
per week:
7.1.1 Full Family Medical Insurance
Full Family Dental Insurance
Full Family Vision Insurance
Employee Long Term Disability Insurance
Employee Life Insurance
7.1.2. All employees in the bargaining unit, as of the signing date of
this Agreement, will continue their eligibility for insurance benefits as
provided in the previous Agreement.
7.2 Any changes in benefits are subject to mutual agreement of the
Association and the Board.
7.3 For the 2007-2008 contract year, beginning on January 1, 2008, the
District shall pay $837.25 per employee per month toward the premium costs
of the insurance package as outlined in section 7.1.1 above. For 2008-2009
and 2009-2010 the amount the District shall pay per employee will increase
by 5% in each year. If bargaining unit employees become part of the
statewide OEBB program in either the 2008/2009 or the 2009/2010 contract
years, the change in the cap amounts shall be effective on October 1 of each
year. If employees are not part of the OEBB program in either year, the cap
change shall occur on January 1st of the contract year. In the case of
elimination by the provider of either plan currently offered, the parties
agree to meet to determine application of this clause.
7.4 If the premium costs per employee per month exceed the amount
described in Section 7.3, the Association shall determine the method for
bringing the insurance premium costs to the District within the amount, OR
the premium costs above the prescribed District's contribution per month
will be borne by the individual employee.
7.5 The District shall facilitate employee participation in a Section
125 Plan. The Association and the District will agree on the provider. The
District shall pay any fees for the plan that administers the insurance
premium out-of-pocket deductions. The employee shall pay any fees for the
plan that administers deductions for child care and/or reimbursable medical
expenses. The employees will become eligible to participate in Section 125
upon completion of their probationary period and may enroll in the plan
within thirty (30) days thereafter.
If an employee uses all available paid leave and is on an approved leave
without pay or is absent without approved leave, in order to maintain
insurance coverage, the employee shall self-pay the insurance premium in
accordance with Article 10, Section 10.5.
7.6 The Association will provide representation on the Employee
Insurance Committee which will review available plans and make
recommendations to the Board and Association prior to the annual renewal of
benefit contracts.
ARTICLE 8
EDUCATION AND IMPROVEMENT
8.1 The District agrees to reimburse registration fees for classes,
workshops, seminars, conferences, and training taken by an employee when
recommended by the supervisor and approved by Human Resources.
8.2 To address identified District needs, professional development
opportunities that include college coursework may be offered. In situations
where college tuition is involved, the courses must be part of an
educational plan that is pre-approved by the supervisor and Human Resources
department. To train for specialty high needs situations, the District may
offer a “train-our-own” program that involves an application and selection
process prior to participation. Tuition for college credit courses shall be
reimbursed at 75% of the actual cost.
8.3 The District will grant pay at the rate equal to his/her regular pay
for the days an employee spends at classes, workshops, in-service seminars,
conferences, courses or training when required by the District.
8.4 Employees shall be reimbursed at the per diem rate for meals,
lodging, and IRS approved mileage when attending out-of-district classes,
workshops, seminars, conferences, courses or training as approved by the
District.
8.5 Employees may request a travel allowance (mileage, lodging and
meals) in advance of the intended trip. All reimbursements to personnel
shall be made within thirty (30) days of submittal.
8.6 The District shall pay the meal cost identified as part of the
registration for workshops, seminars and conferences approved by the
District when held within the District.
ARTICLE 9
HOLIDAYS
9.1 Holidays for bargaining unit employees shall be awarded based on the
following table:
Employees Regularly Scheduled To Work 240 Or More Days Employees Regularly
Scheduled To Work 200 But Less Than 240 Days Employees Regularly
Scheduled To Work Less Than 200 Days
Labor Day Labor Day Labor Day
Veteran’s Day Veteran’s Day Veteran’s Day
Thanksgiving Day Thanksgiving Day Thanksgiving Day
Day After Thanksgiving Day After Thanksgiving Martin Luther King Day
Memorial Day Memorial Day Memorial Day
Christmas Eve Christmas Eve
Christmas Day Christmas Day
New Year’s Eve New Year’s Eve
New Year’s Day New Year’s Day
Martin Luther King Day Martin Luther King Day
Independence Day
9.2 Employees shall be compensated for the holiday as though they have
worked a regular schedule for the day.
9.3 When a holiday occurs on a Saturday or a Sunday, commensurate time
off with pay shall be granted. If a holiday occurs on a Saturday, the
previous Friday shall be taken if school is not in session. If a holiday
occurs on a Sunday, the following Monday will be taken as a holiday.
9.4 Employees desiring to take advantage of a 4-day weekend, when a
holiday occurs on a Thursday or Tuesday, may be excused from work on the
Friday or Monday providing all conditions listed below are fulfilled.
9.4.1 Commensurate time is worked, or the day off is counted as a non-
contract day.
9.4.2 School is not in session on the Monday or Friday.
9.4.3 The immediate supervisor approves.
9.4.4 The commensurate time worked does not result in overtime.
9.5 Any employee having approval of his/her immediate supervisor to work
a legal holiday as a form of compensatory time may do so. However, the
holiday time worked will be compensated at straight time and not result in
overtime.
9.6 Employees shall be paid one and one-half their regular pay for all
work performed on holidays designated by this Agreement. All work done on a
designated holiday shall be voluntary, except for official District
functions, or where an emergency exists under conditions where the District
determines that holiday work is necessary.
9.7 If an employee's contract days are extended and the employee reports
to work the day before and the day following a holiday, then the holiday
will be compensated according to 9.6 described above.
ARTICLE 10
LEAVES
10.1 Definitions:
10.1.1 Immediate Family: For the purpose of leaves, "immediate family"
means a person who by blood, adoption, practice or marriage is the
employee's grandparent, grandchild, parent, sibling, child, or spouse, or
the immediate family thereof
10.1.2 Recreation: For the purpose of leaves, "recreation" means a pastime,
diversion, exercise or other activity conducted for the purposes of
relaxation, enjoyment, personal growth, or physical challenge.
10.2 Sick Leave: All classified employees shall be granted sick leave per
month to be accumulated in hours based on the assigned hours of the position
according to the length of their contract: 12 days for 12 month; 11
days for 10.5 and 11 month; 10 days for 9.5 and 10 month. The hours granted
shall be adjusted to the balance of the fiscal year whenever the assigned
hours for the position are changed. Unused sick leave (hours) accumulated by
any classified employee under this Agreement shall be unlimited.
Annual sick leave shall be credited to the employee on the first day in
July, or the first day the employee reports to work. In the case of new
personnel, sick leave shall be credited on the first day of active
employment and shall consist of one day for each month remaining in the
fiscal year, but at no time shall exceed twelve days per year. However, if
an employee uses his/her full allocation of sick leave and voluntarily
terminates employment prior to the end of the work year, all unearned sick
leave shall be deducted from that employee's final check.
10.2.1 Sick leave may be used for the employee's illness and illness of the
employee's immediate family. Sick leave may be used in increments of one
(1) hour.
Sick leave may also be used for personal reasons for those employees who do
not currently accrue personal leave, but not for recreation or for extending
a vacation or recess period. The amount of sick leave used as personal leave
is defined under the formula in Article 10.7.1 and as outlined by the
following chart.
Regularly Scheduled Hours Worked Per Day Hours Accrued Per Year for
less than 240 day employees Hours Accrued Per Year for 240 day employees
1 to1.9 2 3
2 to 2.9 4 6
3 to 3.9 6 9
10.2.2 The District office shall annually notify each classified employee
of accumulated sick leave.
10.2.3 When an employee is absent due to illness or injury compensable under
Workers' Compensation, the District's obligation to pay under the sick leave
article is limited to the difference between the payment received from
Workers' Compensation and the employee's regular salary. In such instances
prorated charges will be made against accrued sick leave. Only the
differential shall be treated as taxable income.
10.2.4 The District defines the order of paid leave use under the Family and
Medical Leave Act as follows:
10.2.4.1 If the employee is absent due to illness or injury, the
District will use the employee's leave accounts in the following order: (1)
personal leave; (2) sick leave, and (3) non-contract leave.
10.2.4.2 The employee may request in writing a 50/50 split on the use
of non-contract and sick leave after all personal leave has been used. For
example, if the employee has fifteen (15) non-contract days and fifteen (15)
sick leave days available to cover a fifteen (15) day absence, the employee
may elect to use 7.5 days of sick leave and 7.5 days of non-contract time.
10.2.5 After thirty (30) days of employment, employees may transfer an
unlimited number of days of sick leave from other Oregon school districts
for PERS accounting purposes and up to seventy-five (75) days of sick leave
for sick leave use.
10.2.6 If an employee has worked for the District for two (2) or more years
and if an employee uses all of their sick leave and other appropriate paid
leaves accrued by the employee, and is absent for a FMLA/OFLA qualifying
leave, the District will deduct the cost of a substitute for up to forty-
five (45) work days for the employee's illness or injury and up to fifteen
(15) work days for illness and/or injury of the employee's immediate family.
10.2.7 Employees who use all of their sick leave may use other paid leave
or must apply for, and may be granted an unpaid leave of absence, by the
District in accordance with Section 10.5.
10.3 Bereavement Leave: Classified personnel will be granted up to a
maximum of three (3) days' bereavement leave, with full pay, for each death
in the immediate family during the school year, in the state. Bereavement
leave is not accumulative. At least one (1) day bereavement leave for others
outside of the immediate family may be granted with District approval. An
additional two (2) days' travel time will be given for out-of-state travel.
10.4 Litigation Leaves
10.4.1 Leave with pay shall be granted to an employee who is required to
appear as a witness in response to a subpoena if the subpoena is a result of
employment with the District, who is required by the District to appear in
court or before any governmental body, or who is required to perform the
duties of a juror.
If the employee’s appearance is a result of the employee’s employment with
the District and if the appearance occurs during time when the employee is
not scheduled to work, the employee will be compensated for the actual time
required for the appearance at the employee’s regular rate of pay. Any fee
or compensation paid to an employee for such duties shall be remitted to the
District; however, payments to the employee for mileage, meals and/or
lodging shall be retained by the employee.
10.4.2 An employee shall be released from duty to participate in litigation
related to the employee's personal matters; however, such leave will be
unpaid except to the extent the employee chooses to take other available
paid leave.
10.5 Leave Without Pay: After five years or more service with the
District, an employee may apply to the Human Resources Director for leave
without pay for a specific period of time not to exceed one (1) year. Such
leaves may be granted by the District based on an approved leave plan which
may include other employment. The employee shall have the option to self-pay
insurance premiums during the leave to the extent permitted by the insurance
company. Upon return from an approved leave, an employee shall be entitled
to the position or position title held prior to the leave and shall be paid
on the applicable wage and benefit schedules. Employees returning from leave
shall receive an experience step on the wage schedule, only if the employee
has worked six months or more on the previous step prior to the approved
leave. If a probationary employee is granted an unpaid leave, the District
may require the probationary employee to complete up to a full probationary
period. Failure to return from leave at the end of the specified time may
result in forfeiture of employment rights.
Any employee’s absence in excess of available approved paid leave shall be
considered leave without pay and subject to loss of compensation, including
District paid insurance benefits. In such cases the employee will forfeit
1/20th of the current District insurance contribution for each full,
scheduled work day taken without pay, not to exceed the total amount of the
contribution per month. Employees who are absent without approved leave are
also subject to discipline. Time off taken as scheduled non-contract time
is not considered as absence in excess of paid leave. Employees who have
scheduled and received written approval prior to June 18, 2007, for leave
without pay to be taken during the 2007/2008 year, shall be granted such
leave without the insurance cap forfeiture outlined above.
10.6 Parental Leave: In accordance with Oregon and Federal law, an
employee may take up to twelve (12) consecutive weeks for parental leave
(not to exceed twelve (12) weeks for both parents), in the event of child
birth or placement of an adopted child under six (6) years of age in the
home. The employee may choose to use earned sick leave or non-contract days
or the employee may choose to be on an unpaid leave or a combination of paid
and unpaid time.
10.7.1 Personal Leave: Employees shall accrue personal leave according to
the following chart:
Regularly Scheduled
Hours Worked Per
Day Hours Accrued Per
Year For Less Than
240 Day Employees Hours Accrued Per
Year For 240 Day
Employees
4 to 4.9 8 12
5 to 5.9 10 15
6 to 6.9 12 18
7 to 7.9 14 21
8 16 24
Personal leave hours will accrue on July 1 of each year or upon date of hire
for new employees. Personal leave can accumulate from year to year but only
up to a total of five (5) of the employee's work days of accumulated leave.
Personal leave may be denied if qualified substitutes are not available or
if granting the employee's request will result in the absence of more than
5% (or one person, whichever is greater) of the employees in a
classification grouping (as listed in Appendix C) at a worksite. Personal
leave may be used in increments of two (2) hours.
The District will allow bargaining unit members to voluntarily donate their
earned/unused personal leave on an individual basis to provide emergency
catastrophic medical leave for another bargaining unit member. When a need
for donations is recognized, the district shall allow the Association to
notify the membership of the need for donations of personal leave. Up to
the amount of donated leave, the District will provide paid emergency
catastrophic medical leave to assist with the prolonged needs of the
bargaining unit member or an employee’s immediate family member. The
employee must have exhausted their sick leave, personal leave, and non-
contract leave to qualify. If more leave is donated than required, donated
leave will be accessed in the order the District receives notice of
donation. Donated leave not accessed shall remain in a donated leave
account. Decisions as to eligibility shall be at the discretion of the
District.
ARTICLE 11
EMPLOYEE EVALUATION/JUST CAUSE/PROBATION
11.1 The primary purpose of classified personnel evaluation is to bring
about an improvement in the skills and production of the employees.
11.2 Each new employee hired into the bargaining unit shall serve a
probationary period equivalent to the number of work days in that employee's
normal work year or 185 work days, whichever is shorter.
If an employee is promoted to another position prior to completing the
probationary period, the employee shall serve only the remaining days under
probationary status in the new position. The purpose of the probationary
period shall be to:
11.2.1 Train the employee to meet the District required work standards.
11.2.2 Assist an employee whose work performance fails to meet District
required work standards.
11.2.3 Terminate an employee whose work performance fails to meet District
required work standards.
11.3 Within the probationary period, the employee shall be granted
regular status or shall be terminated.
11.3.1 If the probationary employee is on a plan of assistance, the
probationary period may be extended for a period of up to forty (40) work
days.
11.3.2 If a probationary employee is to be put on a plan of assistance with
extended probation, the employee will be notified not later than five (5)
days before completion of the probationary period described in 11.2 above.
11.4 All regular employees will be evaluated at least biennially (once
every two years).
As part of the evaluation, the administrator/supervisor may recommend
termination, continued employment or continued employment with transfer. If
a regular employee does not meet the performance standards or job
description duties, then recommendations for improvements must be included
in the written evaluation report. If an employee follows recommendations
for improvement and requests to be reevaluated, the District will reevaluate
the employee in the areas identified for improvement.
11.5 If an employee applies for and is hired, or if an employee is
involuntarily transferred, to a different position during the contract year,
an evaluation will be completed prior to the position change if the employee
has worked at least fifty percent of the work year in the initial position,
or if the evaluation was already completed prior to application for the new
position. When the employee has worked more than fifty percent of the year
in a new position an evaluation will be completed for performance prior to
the completion of the probationary period in the new position.
11.6 A regular employee in the bargaining unit may not be terminated,
suspended without pay, or demoted except for just cause. A regular employee
retains the right to grieve termination, suspension or demotion.
11.7 In accordance with Oregon law, an employee shall have the right to
be represented, upon request, by the Association, at no cost to the
District, at any conference regarding involuntary transfer or investigatory
meeting which the employee reasonably believes may result in disciplinary
action, including written reprimand, suspension, demotion, and termination.
11.8 Any change in, and/or revision of, the classified evaluation process
will not be implemented without consultation with the Association.
11.9 The District and the Association will endeavor to keep any criticism
of employees or administrators private and confidential.
ARTICLE 12
SENIORITY
12.1 Seniority shall be defined as the total length of service within the
District and is measured from the first day of actual service in a regular
position in the District unbroken by termination. Seniority is not
determined by F.T.E. Service in a position outside the bargaining unit,
including temporary and substitute work, will not be counted in computing
seniority. For the purpose of computing seniority, unpaid leaves shall not
be considered as time worked. Ties in seniority shall be resolved by
drawing lots. When employees have the same first day of actual service in a
regular position, the Human Resource Director will draw lots for the
employees at the time of Board approval and notify the employees and the
Association of the seniority ranking of the employees. The employees and
the Association may participate in the drawing of lots, but employees will
not be released from work to do so.
12.2 Seniority shall terminate upon one or more of the following:
a. Resignation or PERS Retirement.
b. Termination.
c. Failure to return from lay-off when recalled.
d. Failure to return from off-job illness or injury within twenty-four
(24) months, or upon release of competent medical authority, whichever
occurs first, unless the employee has been authorized other available
periods of absence, either paid or unpaid.
e. Failure to return from on-the-job illness or injury upon release of
competent medical authority, unless the employee has been authorized other
available periods of absence, either paid or unpaid.
12.3 If an employee is reassigned to a District position outside the
bargaining unit, the employee retains his/her existing bargaining unit
seniority.
ARTICLE 13
LAYOFF/RECALL
13.1 Layoff:
13.1.1 The District allocates classified hours and must determine how to
utilize staff at each site, including positions, hours to be covered, and
hours for each position.
13.1.2 The District will determine when layoffs are necessary and which
program areas will be affected.
13.1.3 It is considered a “layoff” if it results in:
a. The reduction to part-time (less than 8 hours per day or 40 hours
per week) of a full-time position, or
b. The reduction of a part-time position of more than 4 hours per day
to less than 4 hours per day, or
c. The elimination of a position of more than 4 hours per day.
13.1.4 Reduction in hours for an employee who works less than 8 hours per
day or 40 hours per week is not considered a layoff unless the reduction is
to below 4 hours per day.
13.2 Layoffs Resulting from Reduction of Hours:
13.2.2 When it is necessary to reduce the hours of employee(s) within a
building or work location, the District shall attempt to make the reduction
in an inverse order of seniority among all employees holding that job title
at that location (or department in the case of maintenance, warehouse, or
transportation). Employees who are assigned on an itinerant basis or are
assigned to multiple sites will be reviewed on a case-by-case basis.
13.2.3 No employee shall suffer loss of the District paid portion of the
health insurance benefits as a result of such a reduction in hours to less
than half-time. If an employee’s hours are reduced to a level where the
employee loses PERS eligibility, the employee will be paid a differential of
plus 6% on their hourly wage so long as they remain ineligible for PERS as a
result of the District’s reduction of their hours.
13.2.4 As hours become available within that job title at that location (or
department in the case of maintenance, nutrition, or transportation),
employees whose hours have previously been reduced may accept additional
hours in order of seniority.
13.2.5 The right to an increase in hours is limited to hours that become
available at the location or department where the reduction was made or
hours in another assignment at that location or department, which was
previously held by the employee.
13.2.6 The District determines when the additional time is needed and an
employee may accept the additional hours if it is possible without creating
a conflict with that employee’s existing work schedule.
13.2.7 In the case of reduction of hours that do not constitute a “layoff”,
the employee does not have the right to bump an employee at another
location, but may compete for any open position at other sites.
13.3 Layoff Procedures:
13.3.2 When the District determines the need to reduce the work force
through layoff, employees shall be selected for layoff beginning with the
least senior employee in the job title(s) affected, without regard to
location. The District may not reduce all employees in the job title by a
like number of hours without first attempting to differentiate hours in
order to provide maximum hours in accordance with seniority.
13.3.3 Employees who would otherwise be laid off may “bump” the least
senior employee if that employee has less seniority in:
13.3.3.1 The same job title at another location.
13.3.3.2 Another job title within the same classification, provided
the employee has previously been employed by the District in that job title
or the employee has more seniority in a District job title within the same
classification.
13.3.3.3 A job title in another classification in which the
employee has previous District experience of:
a) At least 2 total work years, as defined by the work year for that
job title, or 24 consecutive months,
- or -
b) One total work year, as defined by the work year for that job title,
or 12 consecutive months, within the last 5 years immediately prior to the
date of proposed layoff.
13.3.3.4 The District may review an employee’s training and skills
for a specific position within a job classification and is not required to
place an employee in a position for which the employee lacks specialized
training or skills necessary to perform the job assignment.
13.3.4 An employee who is displaced from a job title due to layoff and
subsequently bumps a less senior employee shall be placed on the appropriate
pay range for the new position at the experience step that most closely
approximates the employee’s salary in the previous job title, without
granting a pay increase.
13.3.5 Employees to be laid off shall be given written notice at least 15
calendar days in advance of the layoff.
13.3.6 Seniority: For purposes of this article seniority will be defined
in accordance with Article 12.
13.3.6.1 An employee who had been a member of the bargaining unit
before being reassigned to a District position outside the bargaining unit
will retain his/her existing bargaining unit seniority.
13.3.6.2 If two or more employees in a job title subject to layoff
have equivalent seniority, tied seniority will be broken in the following
order:
13.3.6.2.1 Total FTE during their years of service with the District.
13.3.6.2.2 If total FTE is equal, the employee with any substitute or
temporary service within the District prior to the first actual date of
service in a regular position shall be retained.
13.4 Recall:
13.4.2 Employees laid off shall be placed on a numerical list in order of
seniority for up to 27 months and shall be recalled according to seniority
to the subsequent vacancies in the job title from which the employee was
laid off, to vacancies in a lower paying job title in the same
classification (if minimum job qualifications are met), or to vacancies in
position(s) previously held by the employee in the District.
13.4.3 An employee may decline recall, without loss of recall rights, to
any position which provides less than 80% of the annual salary, as of the
effective date of the layoff, of the position from which the employee was
laid off. However, an employee who accepts a position from recall shall be
removed from the recall list and will have no further recall rights.
13.4.4 Employee shall remain on the recall list for a period of 27 months.
If not recalled by the end of that period, they shall be considered
terminated in good standing and shall have no further right to recall. A
refusal of recall to a position which is comparable in pay and benefits to
the position held prior to the lay-off shall constitute voluntary
termination and such employees shall lose any further right to recall. A
period of 10 work days shall be allowed to return to work in the event the
employee has taken temporary outside employment and must give notice to the
employer.
13.4.5 The District shall not hire outside applicants into job title(s)
where there are qualified employees who are on the recall list and who have
performed the same or higher paying job in the same classification.
13.4.6 The District shall place employees who qualify for recall on a
recall list. It shall be the employee’s responsibility to maintain a
correct and current address and means of contact for District records.
ARTICLE 14
JOB POSTING
14.1 The District shall post a vacant position at least five (5) working
days prior to closing the position.
14.2 If the opening is for a new position, or if the job description has
changed the OSEA leadership will be notified in writing. A new job
description shall accompany the job posting.
14.3 The posting should include as many of the specific criteria for the
position as is feasible, (e.g. preferred qualifications) and a statement on
the posting that in-district applicants are encouraged to update their
resumes before applying.
14.4 The job posting shall be placed on the District’s web site, posted
at the District Office, and distributed electronically to the Association
President and office managers for posting in the schools/work sites.
ARTICLE 15
ASSIGNMENT AND TRANSFER
15.1 The District shall determine whether a particular position is
vacant. If the position is determined to be vacant, it shall be posted
according to Article 14 - Job Posting and the District's hiring procedures.
15.2 In filling vacancies or open positions, newly created or existing,
the District shall transfer, employ or promote the applicant most qualified
for the position based on skills (including both technical skills and people
skills), training, education, and relevant experience (including
consideration of past job performance and in-district experience). If the
above factors are equal as determined by the District, the following
criteria will be used to determine the most qualified person:
15.2.1 Current employees shall be transferred or promoted rather than
hiring outside applicants.
15.2.2 Former employees who are on the recall list shall be given priority
consideration over outside applicants for positions not previously held by
those former employees.
15.2.3 Seniority shall determine the transfer or promotion of two equally
qualified current employees.
While the District is in a recall status, current employees may request a
transfer to an open position if the position is identical in title, hour
assignment and contract length for the same job title and may be granted the
transfer over employees on the recall list.
15.3 If an employee applies for a position and is not selected for an
interview, upon request, the employee will be told the reasons why the
employee was not interviewed.
15.3.1 If an employee is interviewed but not selected for the
position, upon request, the employee will be told why he/she was not
qualified or why another candidate was better qualified and will be told how
he/she might be able to improve his/her qualifications for future positions.
15.3.2 If requested in writing, a written response will be
provided.
15.4 An employee may request, in writing, a screening interview through
the Human Resources Office. The screening interview shall be for the purpose
of assessing the employee's qualifications for positions within the District.
15.5 The District may elect to fill positions through transfer or
reassignment of personnel with the same job title position within the same
building or work site prior to determining whether a position requiring
posting is vacant. Such transfers and reassignments do not include changes
in F.T.E. status. Transfers and reassignments will be granted to the
employee most qualified for the position based on experience and training.
If the above factors are equal, transfer or reassignment shall be based on
seniority.
15.6 Following a voluntary transfer or reassignment to a different job
title at the same or different pay range, the employee shall work under a
probationary period up to eighty (80) work days after the day of transfer or
reassignment. During that time the District retains discretion to transfer
the employee to the job title held prior to transfer. The employee may also
initiate a request to return to the job title held prior to transfer.
Notwithstanding any of the provisions of this Agreement, the decision to
transfer the employee back to the former job title during the probationary
period is not subject to the grievance procedure.
15.7 An employee shall be notified in writing prior to any involuntary
change in assignment or transfer. The employee transferred shall be given as
much notice as is reasonably possible, but such notice shall not be less
than three (3) District business days as defined in Article 18, Section 1
(I). The written notice shall include the reasons for the involuntary
transfer. An employee may request a meeting with his/her immediate
supervisor to discuss the reasons and the employee may present options to
the supervisor, other than the employee's involuntary transfer, which might
meet the District's needs. Following the transfer, the employee may meet
with the Director of Human Resources or the individual who supervises the
employee's immediate supervisor to discuss the involuntary transfer. A
classified employee who is involuntarily transferred may, during the
following twenty-seven (27) months, ask that notation of his/her involuntary
transfer be included in information sent to the interviewers for any
position applied for.
15.8 The provisions included in this article relating to involuntary
transfer are not intended to apply to short-term, temporary assignments.
ARTICLE 16
WORK SCHEDULE/CALL BACK/OVERTIME/COMP TIME
16.1 Work Day: The work day for full-time employees shall be eight (8)
hours, exclusive of a meal period. The District may implement and employees
may request an alternate full-time schedule after consultation with the
Association and those affected employee(s). The work day for less than full-
time employees shall include their regularly assigned hours per day or per
week exclusive of a meal period, if any. These assigned hours may include
two (2) or more separate work periods.
16.2 Minimum Pay Work Schedule: Employees shall receive a minimum of two
(2) hours' pay for reporting and performing scheduled duties as designated
by the supervisor or designated representative.
16.3 Work Week: The work week shall commence on Monday and conclude on
the following Sunday. The employee's work schedule shall allow two (2)
consecutive days off. Employees may voluntarily agree to work on Saturday
and/or Sunday. In the event of an emergency, the District may require an
employee to work on Saturday or Sunday, or both. This section is subject,
however, to the provisions of ORS 279.340.
16.4 Flexible Scheduling. Flexible or alternative work schedules
requested by employees must be mutually agreeable between the employee and
his/her supervisor. If an employee requests such a schedule and is denied,
the employee may appeal the decision to the manager of Support Services or
to his/her next level of supervision. Employees requesting to work
alternative or flexible schedules may be exempt from the overtime provisions
of this contract.
16.5 Rest Periods:
16.5.1 Breaks and Meal Periods:
a. Employees scheduled for a majority of a continuous four (4) hour,
but less than five (5) hour, work day shall receive a fifteen (15) minute
paid break.
b. Employees scheduled for more than a continuous five (5) hour, but
less than six (6) hour work day shall receive a fifteen (15) minute paid
break and a minimum of thirty (30) minutes for an unpaid meal period.
c. Employees scheduled for a work day of six (6) or more hours shall
receive two (2) fifteen (15) minute paid breaks and a minimum of thirty (30)
minutes for an unpaid meal period.
d. In computing entitlement to paid breaks, unpaid meal periods do not
count as work time.
e. Supervisors shall schedule breaks as closely as possible, in the
supervisor's judgment, to two (2)-hour work intervals.
f. Supervisors shall schedule meal periods as closely as possible, in
the supervisor's judgment, to the middle of the employee's work day.
g. Meal and paid break periods will not be used for regular early
departure or late arrival, nor will they be accumulative if not taken.
16.5.2 Scheduling Exceptions:
a. With the supervisor's approval, employees may work through a break
period and be excused from work by a corresponding amount of minutes.
b. With the supervisor's approval, employees may work through break
and/or meal period, work a regular schedule, and receive pay for the extra
time.
c. In unusual circumstances, supervisors may require employees to work
during break and/or meal periods, provided employees will be granted
compensatory time off, for the time worked, or paid time and one-half for
the break and/or meal time actually worked.
16.5.3 A full time employee required to work more than two (2) hours beyond
the end of a regular shift will be provided an additional thirty (30) minute
unpaid meal period upon request except in an emergency.
16.5.4 Employees whose job assignments require them to work non-
continuously (excluding break time and lunch periods), will be compensated
as follows:
a. Any break in work time of less than thirty (30) minutes will be paid
as time worked.
b. Any break in work time of more than thirty (30) minutes will be paid
as time worked if the employee is required to stand by or is otherwise
restricted by the District as to the use of time.
c. Any other break in work time of more than thirty (30) minutes will
not be paid as time worked.
16.6 Work Year: The standard work year for twelve (12) month employees
begins on July 1 and consists of 240 days, including work days and paid
holidays. In work years consisting of either 261 or 262 days, twelve (12)
month employees will either be paid for the extra day(s) or receive
additional non-contract time as determined by the District. The work year
and anticipated work days of less than twelve month employees will be
announced annually by the District with notice to the employee by August
1st.
The work year for less than twelve-month employees includes paid holidays.
The work year for those employees (9 months), whose primary responsibilities
relate directly to students, may be extended or reduced as required to meet
the needs of the District, although the number of days will never be less
than the number of student contact days. If days are adjusted for the work
year, employees will be compensated for the actual time worked at their
regular rate of pay.
16.6.1. The District shall establish the work calendar for all employees
according to their specific work year.
16.6.2. Employees whose work year is 240 days shall schedule twenty (20) non-
contract days during their twelve-month work year. These twenty (20) non-
contract days shall be scheduled upon approval by the employee's immediate
supervisor.
16.6.3. Employees who work more than the specific work year, upon written
request by their immediate supervisor and with approval of the Human
Resources Director, shall receive compensation at their daily/hourly rate of
pay. The employee will forfeit any non-contract time not submitted for
payment, as described above.
16.6.4. If an employee does not complete his/her work year with the
District, the employee's final check shall be prorated to account for actual
days worked.
16.7 Call Back: A minimum of two hours' pay shall be granted to
an employee who is called back to work during an off-duty period. When the
call back time causes the employee's work day to exceed eight (8) hours, or
the work week to exceed forty (40) hours, such overtime shall be compensated
at time and one-half. "Call back" includes but is not limited to staff
meetings and emergencies.
16.8 Overtime: For the purpose of computing overtime, each eligible
employee shall be compensated for each hour of overtime worked as authorized
in advance by the employee's immediate supervisor, at the rate of one and
one-half times the employee's regular rate of pay. All overtime is subject
to the following circumstances:
16.8.1 Overtime shall accrue for all assigned work in excess of eight (8)
hours in any work day or in excess of forty (40) hours in any work week.
Paid holiday time, in accordance with Article 9, will count as time worked
under this section.
16.8.2 Overtime shall be computed to the nearest quarter hour.
16.9 Comp Time: Compensatory time may be accrued in lieu of paid
overtime based on agreement between the employee and the employee’s
supervisor.
16.9.1 Comp time may accrue when employees work beyond their contracted
hours per day. Comp time is calculated at straight time except when the time
is in excess of forty (40) hours per week or eight (8) hours in any work
day. Such comp time is calculated at time and one-half commensurate with
overtime regulations.
16.9.2 Use of comp time may be granted in increments of half-hour to full-
day blocks of time.
16.9.3 Supervisors shall keep accurate records of accrual and use for all
employees approved for comp time.
16.9.4 All accrued comp time must be used by the end of the employee's
contract year or June 30, whichever is sooner.
16.9.5 Comp time shall not be carried forward to a new fiscal year. Comp
time shall not be paid if the employee does not use it within the specified
time unless the employee is unable to schedule the comp time due to the
supervisor's requirements. When an employee is unable to schedule comp time
based on the supervisor’s requirements, the employee shall be paid for the
accrued but unused comp time.
ARTICLE 17
JOB RELATED CONDITIONS
17.1 Physicals/Drug Tests: Physical examinations or drug tests required
by the State of Oregon or the District shall be paid for by the District.
Such examinations will be conducted by a physician or testing agent approved
by the District. Employees required to take physicals/drug tests shall be
compensated a minimum of one (1) hour at their regular rate of pay.
Employees required to travel from La Pine to Bend to take physicals/drug
tests will be compensated a minimum of two (2) hours at their regular rate
of pay.
17.2 Uniforms: The District shall provide employees with protective
clothing such as aprons and coveralls as deemed appropriate by the District,
and with specialized uniforms the District may require.
17.3 Travel Reimbursement:
17.3.1 Any employee, while performing his/her duties, required to travel in
his/her private vehicle, shall be reimbursed for mileage at the rate
approved by the Internal Revenue Service.
17.3.2 Any employee while performing his/her duties, required to travel out
of the District, and out of his/her regularly assigned work area, shall be
paid for meals and/or lodging at a District established per diem rate.
17.4 Tools: Mechanics in the transportation department may be required
to use personally owned tools in the performance of their duties. If a
personally owned tool is broken or lost while being used in the performance
of the mechanic’s regular duties, the District will replace the tool in
question. The District will maintain a limited supply of routinely used
tools and provide certain higher cost specialty tools for use by the
mechanic crew when necessary.
17.5 The Safe Schools Alliance shall include at least an OSEA
representative and classified employee. The alliance shall annually review
and establish, if needed, procedures related to school safety and
communication to classified employees which will provide for appropriate
awareness by staff throughout the District of students who pose a threat to
either disrupt the educational environment or to spread communicable
disease. The alliance may make recommendations to the Board of Directors.
17.6 Classified employees may elect whether their child attends the
school where the employee works or the school where the employee's child
would normally be assigned based on the location of the employee's residence.
ARTICLE 18
GRIEVANCE PROCEDURES
18.1 Definitions
18.1.1 "Grievance" shall mean an alleged violation of the contract or an
alleged inequitable application of policy brought by an employee, group of
employees, or the Association, as follows:
18.1.1.1 "Contract Grievance" that there has been to
that employee, group of employees, or the Association a violation of any
provision(s) of the contract.
18.1.1.2 “Policy Grievance" that the employee, group
of employees, or the Association has (have) been treated inequitably by
reason of any act or condition which is contrary to established School Board
policy or practice governing or affecting employees.
18.1.2 "Class Grievance" the Association may file a grievance on
behalf of a class of employees, where all members of the class are similarly
affected by the same alleged violation of the Agreement. In such
situations, the Association shall act as the grievant.
18.1.3 "Grievant" is the person, persons, or the Association who has (have)
the grievance and is (are) presenting the alleged violation or inequitable
application. The Association shall designate in writing an individual within
the District to act as local grievance contact representative in the filing
and handling of grievances which are initiated by the Association itself.
18.1.4 "Party in Interest" is either the person or persons bringing the
grievance or the person or persons against whom the grievance is made and/or
the Association and/or the District.
18.1.5 "Representative" is an Association approved individual who may speak
for and/or advise a party in interest or a District approved individual who
may speak for and/or advise the District.
18.1.6 “Supervisor" is the one who has direct administrative or supervisory
responsibilities, including evaluation, over the grievant in the area of the
grievance.
18.1.7 "Binding Arbitration" is a decision by an arbitrator, which requires
compliance by both parties in interest.
18.1.8 "Days": The term "days" when used in this Article, except where
otherwise indicated, means scheduled district business days (this excludes
Thanksgiving Break, Winter Break and Spring Break).
18.1.9 "Persons Officially Involved" means the Superintendent, the
Superintendent's representative, the grievant, the grievant's
representative, and all witnesses.
18.1.10 "Association": Organization representing the classified employee(s)
as defined in Article 1. 1 - Recognition.
18.2 General Procedures
18.2.1. Grievances on Board Policy shall stop at Level IV. Board Policy
decisions at Level IV will not be subject to binding arbitration.
18.2.2. These procedures should be processed as rapidly as practicable; the
number of days indicated for settlement or appeal at each level should be
considered a maximum. The time limits can be extended by written mutual
consent of the parties involved at any level of the procedures.
18.2.3 All parties should attempt to complete the procedures by the end of
the school year. The parties shall make a good faith effort to shorten the
number of days provided at the various steps in order to finish by the end
of the school year and avoid, if possible, carrying the process into the
summer vacation period or the following school year.
18.2.4 The District recognizes the Association as the representative for
classified employees below the rank of administrator/supervisor as defined
in Article I of this Agreement. The Association has the authority to
represent the grievance at all levels of the grievance procedure. The
grievant should be present at the various levels of the grievance procedure,
when practical. The District shall give access to and/or provide copies at
cost of all readily available documents as information necessary to process
grievances other than documents that are otherwise exempt under Oregon
public record statutes and or Federal Privacy Act provisions.
18.2.5 All parties in interest have a right to representatives at each
level of these grievance procedures.
18.2.6 There shall be no restraint, interference, discrimination, or
reprisal exerted on any employee choosing to use these procedures for
resolution of grievance. There shall be no retributive action by the Board
or any employee of the District against any person officially involved in
the grievance procedure, as that term is defined in Section I of the
Grievance Procedure.
18.2.7 Failure at any level of this procedure by the grievant to appeal a
grievance to the next level within the specified time limits shall be deemed
to be acceptance of the decision rendered at that level. Failure by the
District at any level of this procedure to communicate the decision in
writing on a grievance within the specified time limits shall advance the
grievance to the next level.
18.2.8 All documents, communications and records of a grievance will be
filed in the District Office separately from the personnel files.
18.2.9 Forms for processing grievances shall be prepared by the
Superintendent or the Superintendent's designated representative in
cooperation with the Association and will be printed and given appropriate
distribution by the parties so as to facilitate operation of the grievance
procedure.
18.2.10 If any member of the Association's Grievance Committee is a party in
interest to any grievance, that member shall not serve as the Association's
grievance representative in the processing of such grievance.
18.2.11 Expenses for the arbitrator's services and the proceedings shall be
borne equally by the parties involved. However, each party shall be
completely responsible for all costs of preparing and presenting its own
case, including compensating its own representatives and witnesses. If
either party desires a record of the proceedings, it shall solely bear the
cost of such record.
18.2.12 The grievance procedure will not be used while a grievant is under
the jurisdiction of the courts or has resorted to the judicial Process.
18.2.13 Written grievances initiated by a grievant pursuant to Section III,
Level Two, will either (a) contain the signature of the grievant or one of a
group of grievant (if a grievance is initiated by a group of members as
defined in the grievance procedure) when initially submitted in writing, or
(b) if such signature cannot be obtained by the time deadline for initial
filing of a written grievance, such signature will be provided as soon as
possible thereafter upon request of the District.
18.3 Levels of Grievance
Level One - Informal Grievance
The grievant will first discuss the grievance with the administrator or
immediate supervisor of the grievant, either individually or through the
grievance representative, or accompanied by a representative, with the
objective of resolving the matter informally.
Level Two - Formal Grievance
If the grievant is not satisfied with the informal disposition of the
grievance, or if disposition is not made, the grievant may file a written
grievance with the immediate supervisor within ten (10) days following the
date of the Level One meeting. In any case, a grievance must be presented in
writing in accordance with step two of this procedure no later than 20 days
after the occurrence of the facts giving rise to the grievance or within 20
days of the grievant’s or the Association’s first knowledge of those facts.
The written complaint shall contain a clear and concise statement of the
grievance, the informal disposition thereof and the reasons why the grievant
considers the informal disposition unacceptable. Within ten (10) days of
receipt of the written complaint, the immediate, supervisor shall
communicate his/her decision in writing to the grievant.
Within ten (10) days of the receipt of the decision rendered by the
immediate supervisor, the grievant, if not satisfied with the decision of
the immediate supervisor, may appeal in writing to the Superintendent.
Level Three
Within ten (10) days of receipt of the appeal from Level Two, the
Superintendent, or the Superintendent's designated representative, must
contact the Association and schedule a mutually agreeable time for a hearing
on the appeal. The Superintendent or the Superintendent's representative
must provide the parties in interest written notice of the time and place at
least five (5) days prior to the hearing.
Attendance at the hearing shall be limited to persons officially involved
and parties in interest. Parties in interest shall have the right to have
witnesses appear on their behalf at the hearing.
Within ten (10) days of the hearing, the Superintendent or the
Superintendent's representative shall communicate to the parties in interest
a written decision which shall include supporting reasons therefore.
If the grievant is not satisfied with the decision of the Superintendent or
the Superintendent's representative, the grievant may file a written appeal
with the Board of Directors within ten (10) days from the receipt of the
Superintendent's decision. The appeal shall state the grievant's reasons for
appealing the decision of the Superintendent and request appeal to Level
Four, a Board hearing.
Level Four
Within ten (10) days of the receipt of the appeal, the Board shall contact
the Association and schedule a mutually agreeable time for a hearing. The
Board shall hear arguments of the Superintendent and the grievant. At the
request of the grievant the hearing before the Board shall be a public
hearing; otherwise it shall be a closed hearing.
Within ten (10) days following the hearing, the Board shall render a
decision in writing to all official parties. If the grievant is not
satisfied with the Board's decision, the Association may appeal a contract
grievance to Level Five by giving written notification with ten (10) days of
the date of the receipt of the Board's decision. Policy grievances are not
appealable to Level Five.
Level Five
Within ten (10) days of the notification, the Association shall request a
list of seven (7) arbitrators from the Oregon Employment Relations Board.
The list shall be limited to arbitrators who maintain offices in Oregon. The
arbitrator shall be selected by a strike-off procedure. If, after receipt of
the list of arbitrators but before the strike-off procedure is begun, the
parties agree, the parties may select an arbitrator by mutual agreement. The
parties shall arrange for arbitration of the case at a mutually agreeable
time and place. The parties will be bound by the rules of the American
Arbitration Association for the conduct of the hearing. The arbitrator's
decision shall be final and binding as long as it does not alter the terms
of this Agreement.
Grievances which are subject to the jurisdiction of the Equal Employment
Opportunity Commission, or the Civil Rights Division of the Oregon Bureau of
Labor and Industries, are not subject to arbitration. Elimination of,
addition to or changes of Board policy, procedures and regulations are not
subject to arbitration.
FLOW CHART FOR
BEND-LA PINE PUBLIC SCHOOL DISTRICT NO. 1
GRIEVANCE PROCEDURES
Level One - Informal
GRIEVANT-------IMMEDIATE SUPERVISOR
Appeal to Level II in 10 days
_______________________________________
Level Two -Formal (Written Grievance)
GRIEVANT-------IMMEDIATE SUPERVISOR
Within 10 days of Level I and within 20 days of first knowledge
Decision in 10 days
Appeal to Level III in 10 days
_______________________________________
Level Three - Hearing (Appeal)
GRIEVANT-------SUPERINTENDENT
Agree to hearing date within 10 days of receipt by Superintendent
Notice of hearing 10 days prior to hearing
Decision in 10 days
Appeal to Level IV in 10 days
______________________________________
Level Four - Hearing (Appeal)
GRIEVANT-------BOARD. OF DIRECTORS
Agree to hearing date within 10 days of receipt by Board
Notice of hearing within 10 days of receipt
Decision in 10 days
Appeal to Level V in 10 days
______________________________________
Level Five - Binding Arbitration (Contract Grievances Only)
GRIEVANT-------ARBITRATOR
Within 10 days of notification, Association obtains a list from ERB
Arbitration arranged by Association, at a mutually agreeable time and place.
Decision final and binding.
ARTICLE 19
PERSONNEL FILES
19.1 The personnel files of classified employees of the District are
maintained in the District Office under adequate security at all times. Each
employee's file shall be open for inspection by (1) the employee and by
others authorized in writing by the employee and by (2) the superintendent
and his/her designated representatives as governed by School Board policy.
19.2 The personnel files shall include, but not necessarily be limited
to, the following items:
19.2.1 Complete application form.
19.2.2 Initial work notice.
19.2.3 Certification from training institutions and evidence of inservice
activity when provided by the employee.
19.2.4 Performance evaluation as required by District policies/procedures.
19.2.5 Copies of commendations, suggestions relative to job performance and
complaints. All copies of complaints, warnings, or information of a critical
nature must bear the signature of the employee indicating that the employee
has been shown the material. In the event that the employee refuses to sign,
the file must contain a statement from his/her supervisor or a school
official indicating that the employee refused to sign the material.
19.2.6 Any replies, comments and explanations that the employee wishes to
append to data over his/her signature.
19.3 At the request of the employee and in the event that letters of
warning, reprimand or complaint are included in the employee's personnel
file, the employee may request the removal of those materials after three
(3) years if there has been no further reference to any similar
circumstance. Requests for removal of such material shall be made to the
Director of Human Resources with the option of appeal to the
Superintendent. The Superintendent's decision shall be final with no
opportunity for any further appeal. If at the end of three years there has
been no subsequent reference to any similar circumstance which generated the
warning, reprimand or complaint, then a letter shall be entered into the
employee's personnel file, acknowledging that fact.
19.4 This file shall be the official personnel file.
ARTICLE 20
JOB ASSESSMENT AND RECLASSIFICATION
20.1 The District and Association agree that compensation for various
positions should be based on objective criteria and an objective process for
comparison.
20.1.1 A Job Assessment and Reclassification Committee shall be appointed
with equal representation from the Association and the District. Three
committee members from each party shall be appointed by their respective
organization.
20.1.2 After the mutually agreed upon assessment criteria and procedures
and the initial review of all job titles, the Committee shall meet at least
annually to review the criteria, procedures and any positions that may need
reconsideration.
20.1.3 Individual employees, the District, or the Association may request
positions be reviewed by the Committee. The Committee will determine the
schedule for reviewing positions and may determine to not review a position
when requested.
20.1.4 In addition to the basic criteria, the Committee may consider the
availability of applicants for specific positions and compensation of
similar positions in the community when determining a recommendation for
range placement.
20.1.5 If new job titles are established, the District staff will initially
place the position on the wage range based on the criteria used by the
Committee and notify the Association. After one year newly established
positions will be reviewed by the Committee.
20.1.6 The Committee shall present its recommendations at least annually to
the Association and Board. All changes in wage range placements must be
approved by both parties.
20.2 Job Classification is established for existing positions in Appendix
C. Newly created job titles will initially be placed on the Job
Classification Schedule by the Human Resources Department. The Job
Assessment and Reclassification Committee may make recommendations on
changes in job classification. Changes in classification are subject to
Association and District approval.
20.3 During the period of 2005/2007 the Job Assessment and
Reclassification Committee completed a review of all positions and made
recommendations.
The parties agree to implement the recommended changes effective July 1,
2007. Appendix B and C of the Collective Bargaining Agreement shall reflect
the recommended changes in Job Titles – Showing Wage Placement and the Job
Classification schedule. Wage movement, if applicable, shall be effective
July 1, 2007.
Current employees in positions that have been placed on a lower wage range
shall be grandfathered in accordance with Article 6, Section 6.4.2. New
employees hired shall be placed on the revised wage schedule as recommended
by the committee.
APPENDIX A – CLASSIFIED WAGE SCHEDULE
BEND LAPINE SCHOOLS
Deschutes County, Oregon
CLASSIFIED WAGE SCHEDULE
2007-08
2006-07 Schedule With 2.75% Added
P 1 2 3 4 5 6 7 8
9 10 15 20 25
A 9.07 9.55 9.79 10.03 10.29 10.51 10.81 11.04 11.35
11.63 11.93 12.81 13.37 13.83 A
B 9.54 10.03 10.28 10.51 10.81 11.04 11.35 11.63 11.93
12.21 12.49 13.37 13.98 14.47 B
C 9.91 10.42 10.71 10.95 11.24 11.48 11.82 12.10 12.39
12.73 13.00 13.87 14.46 14.96 C
D 10.91 11.48 11.82 12.10 12.39 12.72 13.04 13.35 13.68
14.03 14.32 15.18 15.75 16.30 D
E 11.05 11.63 11.93 12.21 12.51 12.84 13.17 13.49 13.81
14.16 14.46 15.30 15.90 16.45 E
F 11.63 12.24 12.55 12.86 13.19 13.53 13.86 14.19 14.57
14.91 15.22 16.07 16.66 17.24 F
G 11.85 12.48 12.81 13.11 13.44 13.75 14.13 14.48 14.82
15.22 15.52 16.37 16.93 17.53 G
H 12.59 13.26 13.59 13.94 14.28 14.64 15.00 15.37 15.75
16.15 16.44 17.31 17.90 18.52 H
I 13.08 13.77 14.14 14.49 14.85 15.23 15.60 16.00 16.40
16.82 17.09 17.96 18.54 19.19 I
J 14.11 14.85 15.24 15.62 16.01 16.40 16.82 17.21 17.66
18.09 18.41 19.27 19.85 20.55 J
K 14.45 15.21 15.59 15.99 16.37 16.76 17.18 17.63 18.04
18.51 18.81 19.66 20.26 20.97 K
L 15.10 15.90 16.30 16.70 17.13 17.56 17.99 18.46 18.92
19.38 19.66 20.52 21.11 21.85 L
M 15.92 16.75 17.17 17.61 18.03 18.49 18.97 19.43 19.93
20.42 20.72 21.57 22.16 22.94 M
N 16.67 17.55 17.97 18.44 18.89 19.38 19.85 20.34 20.85
21.39 21.70 22.54 23.12 23.93 N
O 18.00 18.94 19.40 19.89 20.37 20.89 21.41 21.95 22.50
23.07 23.35 24.21 24.80 25.66 O
P 19.08 20.09 20.60 21.08 21.58 22.10 22.60 23.10 23.60
24.11 24.61 25.61 26.62 27.55 P
Q 20.57 21.65 22.20 22.72 23.27 23.81 24.35 24.89 25.44
25.97 26.52 27.60 28.69 29.70 Q
R 22.81 24.00 24.61 25.21 25.80 26.41 27.00 27.60 28.19
28.81 29.40 30.61 31.80 32.92 R
S 25.03 26.34 26.99 27.64 28.31 28.98 29.63 30.28 30.93
31.61 32.27 33.57 34.90 36.13 S
T 27.54 28.98 29.69 30.40 31.14 31.87 32.59 33.31 34.03
34.78 35.49 36.98 38.40 39.74 T
ACCOUNTING
Assistant Buyer - N
District Buyer - S
General Ledger Acct – L
Staff Accountant - O
Technician – Acct Pay – J
Technician – School – L
Technician – Payroll - I
CUSTODIAN
Custodian Crew (I) – H
Custodian Asst (II) – EL/MS – K
Custodian Asst (II) – HS – L
Custodian Fore (III) – EL/MS – N
Custodian Fore (III) – HS – N
DISTRIBUTIN CENTER
District Delivery Person – I
Distribution Service Manager – M
Tech III - K
EDUCATIONAL ASSISTANT
Ed Asst Adaptive PE – K
Ed Asst Alternate Ed – J
Ed Asst Campus Monitor – G
Ed Asst Child Develop – I
Ed Asst Classroom – G
Ed Asst ELL – I
Ed Asst Inclusion – J to K (ERC,SRC,
Life Skills,Records Clerk)
Ed Asst ISS – I
Ed Asst Speech – K
Ed Asst Title I – I
Ed Asst Youth Transition – K
FACILITIES DEVELOPMENT
Operations Manager - M
FAN
Intake/Assessment Mgr – J
MAINTENANCE
Boiler Technician – R
Building Controls Tech – R
Building Maint Mgr – Q
Building Maint Foreman – Carpenter – O
Building Maint Foreman – Painter - O
Building Service Foreman – T
Electrical Foreman - S
Electrician/Apprentice – P
Electrician/Journeyman – R
Electrician/Security Tech - R
Fire Systems Tech – R
Maintenance Service Crew II - K
Mechanic II - M
Plumber/Licensed – P
Operations Manager (Support) - N
Outside Service Mgr – Q
Outside Service Foreman – N
Outside Service Asst Foreman - L
MAINTENANCE (Continued)
Outside Service Weld/Machine - O
Outside Service Crew I – J
Outside Service Crew II – M
Secretary II - J
Service Asst – Plumbing – O
Service Asst II – O
Service Fore Plumb/HVAC – S
MEDIA
Media Mgr (EL,MS,HS) - K
Media/Tech Assistant (HS) - J
NURSING
Nurse, Lic Prac - L
Nurse, Register Sch – O
NUTRITION
Food Delivery – I
Kitchen Manager I - M
Kitchen Manager II – N
Nutr I (Server) – C
Nutr II (Tech) – E
Nutr III (Spec) – I
Office Mgr. - L
Operations Mgr I (Support for
Nut.Serv./Print Shop/Dist. Center) - Q
Operations Mgr I (Kitchen) - O
Operations Mgr II (Kitchen) – Q
Secretary I - G
Warehouse Mgr – L
Wellness Specialist - O
OFFICE MANAGER
Office Mgr I (Small School) – M
Office Mgr II (Large School) – N
PRINTING
Digital Copier Specialist – K
Operations Manager I – O
Printing Specialist - N
Printer II (Asst) – F
Printer III (Tech) – L
SCHOOL TO CAREER
Program Mgr II – K
SECRETARIAL
Sec I – Attendance HS – H
Sec I – Counseling HS – H
Sec I – Sch Office – EL – F
Sec I – Sch Office – MS – G
Sec I – Sch Office – HS – H
Sec II – Athlet/Activ – J
Sec II – Attend – MS – J
Sec II – Attend – HS – K
Sec II – Counsel – MS/HS – K
Sec II – Data/Curric – J
Sec II – Reception – I
Sec II – Stu Rec EL/MS/HS – J
SPECIAL PROGRAMS
Accounting Tech – K
Admin. Assistant – M
Admin Tech – Stu Svc - J
District Records Clerk - L
Records Clerk – L
Secretary III – Medicaid Facilitator – L
TEACHING & LEARNING
Admin Tech – J
Assessment Tech – N
Secretary II – K
Staff Accountant - O
Web/Graphics Tech - N
TECHNOLOGY
Help Desk Tech I – L
Help Desk Tech II - Q
Tech Oper Mgr/Support - O
Systems Admin. I – R
Systems Admin II – S
Systems Support I – Q
Systems Support II - S
User Support Tech – P
TRANSPORTATION
Bus Driver (BTW) – L
Bus Driver (Reg) – K
Bus Driver – Spec Prog – K
Repair Technician– M
Lead Technician– P
Office Manger – M
Oper Mgr I – M
Oper Mgr II – P
Secretary II - J
Service Mgr – Q
APPENDIX C
JOB CLASSIFICATION SCHEDULE
CLASSIFICATION JOB TITLE
Business Functions Assistant Buyer
District Buyer
General Ledger Accountant
Staff Accountant
Technician Accounts Payable
Technician Payroll
Technician School
Custodial Services Custodian Crew (I)
Custodian Assistant (II) EL/MS
Custodian Assistant (II) HS
Custodian Foreman (III) EL/MS
Custodian Foreman (III) HS
Distribution Center District Deliver Person
Distribution Service Manager
Technician III
Educational Assistant Educational Assistant – Adaptive PE
Educational Assistant Alternative Education
Educational Assistant Campus Monitor
Educational Assistant - Child Development
Educational Assistant – Classroom
Educational Assistant – ELL
Educational Assistant – Inclusion (ERC, SCR, Life
Skills, Records Clerk)
Educational Assistant - ISS
Educational Assistant Speech
Educational Assistant Title I
Educational Assistant - Youth Transition Spec
Facilities Development Operations Manager
Fan Intake/Assessment Manager
Maintenance Boiler Technician
Building Controls Technician
Building Maintenance Manager
Building Maintenance Foreman – Carpenter
Building Maintenance Foreman – Painter
Building Service Foreman
Electrical Foreman
Electrician /Apprentice
Electrician /Journeyman
Electrician/Security Tech
Fire Systems Tech
Maintenance Service Crew II
Mechanic II
Plumber/Licensed
Operations Manager (Support)
Outside Service Manager
Outside Service Foreman
Outside Service Assistant Foreman
Outside Service Weld/Machine
Outside Service Crew I
Outside Service Crew II
Secretary II
Service Assistant – Plumbing
Service Assistant II
Service Fore Plumb/HVAC
Media Center Media Manager EL/MS/HS
Media/Tech Assistant (HS)
Nursing Nurse, Licensed Practical
Nurse, Registered School
Nutrition Services Food Delivery
Kitchen Manager I
Kitchen Manager II
Nutrition Servicer I
Nutrition Technician II
Nutrition Specialist III
Office Manager
Operations Manager I
(Support for Nut. Serv.,
Print Shop and Dist.
Center)
Operations Mgr I (Kitchen)
Operations Mgr II (Kitchen)
Secretary I
Warehouse Mgr.
Wellness Specialist
Office Manager Office Manager I (Small School)
Office Manager II (Large School)
Printing Services Digital Copier Specialist
Operations Manager I
Printing Specialist
Printer II (Assistant)
Printer III (Technician)
School to Career Program Manager II
Secretarial Sec I – Attendance HS
Sec I – Counseling HS
Sec I – School Office – EL
Sec I – School Office – MS
Sec I – School Office – HS
Sec II – Athletic/Activities
Sec II – Attendance – MS
Sec II – Attendance – HS
Sec II – Counsel – MS/HS
Sec II – Data/Curriculum
Sec II – Reception
Sec II – Student Records – EL/MS/HS
Special Programs Accounting Technician
Admin. Assistant
Admin. Technician
District Records Clerk
Records Clerk
Secretary II – Medicaid Facilitator
Teaching & Learning Administrative Technician
Assessment Technician
Secretary II
Staff Accountant
Web/Graphics Tech
Technology Support Help Desk Technician I
Help Desk Technician II
Tech Operation Mgr/Support
Systems Admin. I
Systems Admin. II
Systems Support I
Systems Support II
User Support Technician
Transportation Bus Driver – (BTW Trainer) Bus
Driver Regular
Bus Driver – Special Programs
Repair Technician
Lead Technician
Office Manager
Operations Mgr I
Operations Mgr II
Secretary II
Service Manager
MEMORANDUM OF AGREEMENT
FINGERPRINTING COSTS
The parties agree that all classified employees will pay the cost of
fingerprinting. The employee may pay the full cost or select a six (6)
month plan for payroll deduction.
FOR THE ASSOCIATION: FOR THE DISTRICT:
______________________________ _____________________________
DATE_________________________ DATE________________________
MEMORANDUM OF UNDERSTANDING
ASSOCIATION LEAVE
The Oregon School Employees Association, agrees to hold harmless and to
fully and completely indemnify the Bend-LaPine School District against any
and all liability (including the cost of legal defense or any administrative
costs) which may arise at any time based on the District’s agreement to
continue to pay full wages and benefits to the Association Representatives
pursuant to Article 3, Section 3.12 of the Collective Bargaining Agreement,
and to accept reimbursement of those costs from the Association. The
District agrees to cooperate with the Association in the Association’s
defense of any claim, suit, administrative action, etc., which may arise
based on this payment and reimbursement and agrees that the Association will
select legal counsel should the need arise. If PERS refuses to accept the
school district’s contributions to PERS for Association Representatives, the
school district shall return/repay the Association the value of such
reimbursements. It is not the intent of the parties by this clause to hold
harmless and indemnify the Association Representatives against any loss of
benefits or delay in an anticipated date of retirement if PERS refuses to
accept school district payments to PERS on behalf of the Association
Representatives.
FOR THE ASSOCIATION FOR THE DISTRICT
¬¬¬¬¬¬¬¬¬¬¬¬¬¬¬¬¬¬¬
______________________ _________________________
DATE: _________________ DATE: ____________________
MEMORANDUM OF AGREEMENT
PERSONAL LEAVE ACCUMULATION
The parties agree that all accumulated personal leave will be used prior to
sick leave for leaves which qualify under the Family Medical Leave Act
(FMLA). All "banked" personal leave shall be used until exhausted.
FOR THE ASSOCIATION FOR THE DISTRICT
_______________________________ _____________________________
DATE__________________________ DATE________________________
MEMORANDUM OF AGREEMENT
Extra-Duty
The Bend-LaPine Schools (hereinafter “District”) and the Oregon School
Employees Association Chapter No. 6 (hereinafter “Association”) agree as
follows:
1. Bargaining unit employees who apply and are selected by the District
to provide services outside of their regular duties under the Extra-Duty
Schedule established by the District, will do so without accumulating time
worked in such capacity toward the payment of overtime. Compensation for
such services shall be according to the rates established in the attached
Extra-Duty Schedule.
2. This Agreement and this provision is intended to waive the
District’s obligation to pay overtime or any rate of pay, under any state or
federal law, other than that indicated in the attached Extra-Duty Schedule,
or to provide minimum employment conditions (except as specified in this
Agreement) and is intended to fulfill the requirements of all applicable
law, including ORS 653.261 and OAR 839-020-0030.
3. Classified employees provide extra-duty services entirely on a
voluntary basis and both the District and the employee may terminate such
services at anytime.
FOR THE ASSOCIATION FOR THE DISTRICT
_______________________________ _____________________________
DATE__________________________ DATE________________________
BEND LA PINE SCHOOLS
EXTRA DUTY SALARY SCHEDULE
2007-2008
Scale 0 1 2 3 4
5 6 7 8 9
10
AA $3,944 $4,132 $4,322 $4,508 $4,695 $4,882 $5,070
$5,257 $5,448 $5,631 $5,819
A $3,525 $3,691 $3,859 $4,024 $4,192 $4,360 $4,527 $4,694
$4,864 $5,030 $5,196
B $3,101 $3,248 $3,395 $3,542 $3,690 $3,835 $3,982 $4,131
$4,280 $4,427 $4,573
C $2,536 $2,658 $2,777 $2,896 $3,020 $3,140 $3,258 $3,380
$3,502 $3,622 $3,741
D $1,972 $2,066 $2,160 $2,255 $2,346 $2,442 $2,536 $2,630
$2,721 $2,817 $2,911
E $1,691 $1,772 $1,857 $1,934 $2,016 $2,098 $2,177 $2,260
$2,342 $2,423 $2,504
F $987 $1,034 $1,080 $1,128 $1,175 $1,223 $1,267 $1,314
$1,361 $1,408 $1,455
