1
CALIFORNIA SCHOOL
EMPLOYEES ASSOCIATION
(CSEA – CHAPTER 189)
CONTRACT WITH
SAN JACINTO UNIFIED
SCHOOL DISTRICT
July 1, 2010 through June 30, 2013 Ratified November 30, 2011
2
Table of Contents
ARTICLE PAGE
I AGREEMENT 4
II RECOGNITION 4
III ORGANIZATIONAL RIGHTS 5
IV ORGANIZATIONAL SECURITY AND DEDUCTIONS 6
V DISTRICT RIGHTS 7
VI CONCERTED ACTIVITIES 7
VII GRIEVANCE PROCEDURE 8
VIII DISMISSAL/SUSPENSION/DISCIPLINARY ACTION 10
IX UNIT MEMBER RIGHTS 13
X EVALUATION PROCEDURES 13
XI TRANSFERS AND VACANCIES 15
XII ABSENCES AND LEAVES 16
XIII SAFETY 25
XIV SALARY SCHEDULE 25
XV APPLICATION OF CLASSIFIED SALARY SCHEDULE 25
XVI GROWTH INCENTIVE PROVISION 27
XVII HEALTH AND WELFARE BENEFITS 29
XVIII HOURS, OVERTIME AND ALLOWANCES 30
XIX HOLIDAYS 33
XX VACATIONS 34
3
XXI STATUTORY OBLIGATIONS 35
XXII COMPLETION OF MEET AND NEGOTIATION 35
XXIII DURATION 36
XXIV SUPPORT OF AGREEMENT 36
XXV SAVINGS PROVISIONS 36
XXVI LAYOFF PROCEDURES 37
APPENDIX
A CLASSIFIED SALARY RANGES
B CLASSIFIED HOURLY/MONTHLY RATES
C APPLICATION FOR ADVANCEMENT OR TRANSFER
D PERFORMANCE APPRAISAL FORM
4
ARTICLE I – AGREEMENT
1.1 This Agreement is made and entered into this first day of July 2007, by and between the San
Jacinto Unified School District, hereinafter referred to as the District, and the San Jacinto Chapter
#189 of the California School Employees Association, hereinafter referred to as the Association.
The purpose of the Agreement is to promote the improvement of personnel management and
employer/employee relations; provide an equitable and peaceful procedure for the resolution of
differences; and establish rates of pay and other terms and conditions of employment.
ARTICLE II – RECOGNITION
2.1 ACKNOWLEDGEMENT:
The District hereby acknowledges that CSEA is the exclusive bargaining representative for all
classified employees holding those positions described in Appendix A, attached hereto and
incorporated by reference as a part of this Agreement. All newly created positions, except those
that lawfully are designated certificated, management, confidential, or supervisory, shall be
assigned to the bargaining unit. The determination of management, confidential or supervisory
employees shall be made by the mutual agreement between the District and Association.
Disputed cases shall be submitted to the Public Employment Relations Board (PERB) for
resolution. The bargaining unit may be expanded to other classes by mutual agreement of the
District and CSEA subject to the rule of PERB.
2.1.1 NEW EMPLOYEES:
The District shall provide each new employee with an informational packet prepared by
the Association, subject to approval by the Superintendent/designee. The Classified
Collective Bargaining Agreement shall be available on the District’s website. New
employees who do not have access to the District’s website, upon request, shall be
provided a copy of the agreement.
2.2 SCOPE OF REPRESENTATION:
The scope of representation shall be limited to matters relating to wages, hours of employment,
and all other terms and conditions of employment. “Terms and conditions of employment”
means health and welfare benefits, leave, transfer and reassignment policies, safety conditions of
employment, procedures to be used for the evaluation of employees, organizational security, and
procedures for processing grievances. Nothing herein may be construed to limit the right of the
District to consult with CSEA on any matter outside the scope of representation. To the extent
that any agreement arrived at through consultation is reduced to writing and embodied in this
Agreement or any addendum to this Agreement, the provisions shall be binding on all parties.
5
ARTICLE III – ORGANIZATIONAL RIGHTS
3.1. RIGHTS
The Association shall have the following rights in addition to those contained in any other portion
of this Agreement:
3.1.1 Access, at reasonable times, to areas in which employees work. Reasonable times are
defined as after work hours, before work hours, breaks, and lunch time.
3.1.2 To use, without charge, instructional bulletin boards, mailboxes, school mail system, and
other intra-district means of communication for the posting or transmission of
information or notices concerning Association matters. The Superintendent, or
designee(s) reserves the right to remove postings or intercept mailings that are
defamatory to the District or District personnel.
3.1.3 To use without charge instructional facilities (buildings and grounds) for the purpose of
meetings at reasonable times when advance arrangements with the District have been
made.
3.1.4 A complete classification roster by hours of all bargaining unit employees as soon as
possible after this Agreement is ratified and hereafter by October 15 of each year. The
roster shall indicate the employee’s current classification and primary job site.
3.1.5 One (1) copy of each Board agenda.
3.1.6 To review, upon request, public information relevant to negotiations in the possession of
or produced by the District necessary for the Association to fulfill its role as the exclusive
bargaining representative.
3.2 PROHIBITION AGAINST CERTAIN ADVISORY COMMITTEES
The District shall not form or cause to be formed any advisory committee consisting of unit
members for the purpose of discussing items subject to bargaining within the defined scope of
collective bargaining/Government Chapter 961.
3.3 DISTRIBUTION OF CONTRACT
As soon as possible after the execution of this contract, the District will post the Classified
Collective Bargaining Agreement on the District’s website. Copies shall be made available, upon
request, at work sites or in Personnel Services for employees who do not have access to the
District’s website.
6
ARTICLE IV – ORGANIZATIONAL SECURITY AND DEDUCTIONS
4.1 DUES DEDUCTION
The Association shall have the sole and exclusive right to have membership dues deducted for
employees in the bargaining unit.
The District shall deduct dues, in accordance with a schedule submitted by the Association, of
those who have submitted District approved, signed authorization forms to the District.
4.2 MAINTENANCE OF MEMBERSHIP
A. Membership in this chapter shall be as follows: "Active" membership, which carries with
it the privilege of full participation in chapter activities, including the right to vote and to
hold elected or appointed offices, shall be extended to any person employed in a
bargaining unit represented by this chapter, without regard to race, creed, color, national
origin, sex, age, sexual orientation or political belief.
B. Active membership shall be effective upon the completion, dating, and signing of an
official CSEA application form as provided by the Chapter, and execution of a valid
authorization for payroll deduction of dues. The application shall be promptly
countersigned by the Chapter Treasurer who shall immediately forward the approved
application to the Association, and submit payroll deduction authorizations to the
appropriate district office.
C. Fair Share Service Fee Payers: Employees are obligated to pay either dues or fair share
service fees to CSEA pursuant to Government Code 3546. Classified members who
choose not to be Active members of this chapter shall be carried on the chapter rolls as
“CSEA (non-member, fair share)”. Such persons shall pay fair share service fees in an
amount equal to the dues required of active members of the chapter (less any local
chapter fee) subject to annual requests for advance refunds of the portion of fair share
service fees that CSEA determines will be used for purposes not related to collective
bargaining, in accordance with the policies of the Association. CSEA shall notify Fair
Share Service Fee Payers each year of the right to request such refunds.
Fair Share Service Fee Payers shall be entitled to full rights of representation in all
matters related to their collective bargaining agreement. They shall not, however, have
the right of voice, vote, or other participation in chapter or Association affairs, unless
otherwise provided herein or required by law.
4.2.1 Any unit member who has a bona fide religious objection to joining or paying service
fees to employee organizations shall not be required to join, maintain membership in, or
pay service fees to CSEA as a condition of employment. Such unit member shall be
required, in lieu of a service fee required by this agreement, to pay sums equal to such
service fee to a non-religious, non-labor organization, charitable fund exempt from
taxation under Section 501 (c)(3) of Title 26 of the Internal Revenue Code: Community
Foundation Serving Riverside and San Bernardino Counties, Central County United Way
or Valley Wide. Refer to the CSEA Chapter 189 Constitution and Bylaws for further
details.
7
4.3 The Association agrees to furnish any information needed by the District to fulfill the
provisions of this Article and agrees to provide notice to all fee payers of their legal rights
and obligations as required by applicable law.
4.4 The Association shall reimburse the District for attorney’s fees, all costs, expenses, fees,
settlements and judgments incurred by the District, and further, shall fully indemnify and
hold harmless the District’s Board of Trustees, including each individual School Board
member, and employees and representatives of the District against any and all lawsuits or
other legal proceedings which may be brought against the Board or District personnel
challenging the legality or constitutionality of the organizational provisions of this
Agreement or their implementation or administration. The Association shall have the
exclusive right to decide and determine whether such action or proceeding referred to
above shall or shall not be compromised, resisted, defended, tried or appealed.
ARTICLE V – DISTRICT RIGHTS
5.1 It is understood and agreed that the District retains all its powers and authority to direct, manage
and control to the full extent of the law. Included in, but not limited to, those duties and powers
are the exclusive rights to: determine its organization; direct the work of its employees; determine
the times and hours of operation; determine the kinds and levels of services to be provided, and
the methods and means of providing them; establish its education opportunities of students;
determine staffing patterns; determine the number and kinds of personnel required; maintain the
efficiency of District operations; determine the curriculum; build, move or modify facilities;
establish budget procedures and determine budgetary allocation; determine the methods of raising
revenue; contract out work (except as forbidden by law), and take action on any matter in the
event of emergency. In addition, the District retains the right to hire, classify, assign, evaluate,
promote, terminate, and discipline employees unless it is contrary to the provisions of this
Agreement.
The exercise of the foregoing powers, rights, authority, duties and responsibilities by the District,
the adoption of policies, rules, regulations and practices in furtherance thereof, and the use of
judgment and discretion in connection therewith, shall be limited only to the extent such that
specific and express terms are in conformance with the law.
The District retains the right to amend, modify, or rescind policies and practices referred to in the
Agreement in cases of emergency. An emergency is a sudden, urgent, unforeseen occurrence or
occasion requiring immediate action.
ARTICLE VI – CONCERTED ACTIVITIES
6.1 It is agreed and understood that there will be no strike, work stoppage, slowdown, or refusal or
failure to fully and faithfully perform job functions and responsibilities, or other interference with
the operations of the District by the Association or by its officers, agents, or members during the
term of this Agreement, including compliance with the request of other labor organizations to
engage in such activity. There will be no lockout of employees by the District.
The Association recognizes the duty and obligation of its representatives to comply with the
provisions of this Agreement and to make every effort toward inducing all unit members to do so.
8
In the event of a strike, work stoppage, slowdown, or other interference with the operations of the
District by unit members who are represented by the Association, the Association agrees in good
faith to take all necessary steps to cause those unit members to cease such action.
It is agreed and understood that any unit member violating this Article may be subject to
discipline up to and including termination by the District, and the District may withdraw any
rights, privileges, or services provided within this Agreement from the offender(s).
ARTICLE VII – GRIEVANCE PROCEDURES
7.1 DEFINITIONS
7.1.1 A “grievance” is a claim by one or more employees that there exists a dispute regarding
the interpretation or application of a provision of this Agreement.
7.2 PURPOSE
7.2.1 The purpose of this procedure is to secure, at the lowest possible administrative level,
equitable solutions to grievances. Both parties agree that these proceedings will be kept
as informal and confidential as may be appropriate at any level of the procedure.
7.2.2 After the Level One informal conference, the employee, administration, or School Board
may be represented by any person or agent designated by such parties to act in their
behalf.
7.2.3 A “day” for purposes of this Agreement is any day which central administrative office is
open.
7.2.4 A grievance shall not be valid for consideration unless it is submitted in writing, on a
prescribed form, to the immediate supervisor setting forth the facts and specific
provisions of the Agreement allegedly violated and the particular relief sought within
thirty (30) days after the date of the event giving rise to the grievance. Failure to file any
grievance within such period shall be deemed a waiver thereof. Failure to appeal a
grievance from one step to another within the time periods hereafter provided shall
constitute a waiver of the grievance.
7.2.5 Computation of time. In computing any period of time prescribed or allowed by
procedures herein, the time of the act, event, or default for which the designated period of
time begins to run shall not be included. The last date of the period so computed shall be
counted, unless it is a Saturday, a Sunday, or a legal holiday, in which event the period
runs until the end of the next day which is not a Saturday, a Sunday, or a legal holiday.
7.2.6 Failure by the District or its representatives to issue a decision within the time periods
provided herein shall constitute a denial of the grievance, and the employee may appeal
to the next step.
7.3 PROCEDURES
7.3.1 Level One. Prior to filing a formal written grievance, the grievant shall first make an
effort to adjust the alleged grievance informally with their immediate supervisor.
9
7.3.2 Level Two. If the grievance is not resolved through informal discussion with the
immediate supervisor pursuant to Level One, the employee must file with the building
supervisor a written grievance on the prescribed grievance form within the thirty (30)
day time limitation provided in paragraph 7.2.4. Within ten (10) days after receipt of the
written grievance, the supervisor shall issue a decision in writing to the grievant.
7.3.3 Level Three. In the event the grievance is not resolved at Level Two, the decision
rendered may be appealed to the Superintendent, provided such appeal is made in
writing within ten (10) days after receipt of the decision at Level Two. The
Superintendent or designee shall set a time to meet regarding the grievance within ten
(10) days after receipt of the appeal. Within ten (10) days after the meeting, the
Superintendent or designee shall issue a decision in writing to the grievant.
7.3.4 Level Four. In the event the grievance is not resolved at Level Three, the decision
rendered may be appealed to the School Board, provided such appeal is made in writing
within ten (10) days after receipt of the decision at Level Three. If a grievance is
properly appealed to the School Board, the School Board shall set a time to hear the
grievance within twenty (20) days after receipt of the appeal. Within fifteen (15) days
after the meeting, the School Board shall issue its decision in writing to the parties
involved. At the option of the School Board, a committee or representative(s) of the
Board may be designated by the Board to hear the appeal at this level and report its
findings and recommendations to the School Board. The School Board shall then render
its decision.
7.4 ARBITRATION PROCEDURES
In the event the grievance is not resolved at Level Four, the grievance may be transmitted to
arbitration as provided herein.
7.4.1 The appeal to arbitration must be signed by the grievant, and such written appeal must be
filed in the office of Superintendent within ten (10) days following the decision at Level
Four of the grievance procedure.
7.4.2 No grievance shall be considered by the arbitrator which has not first been duly
processed in accordance with the grievance procedure and appeal provisions.
7.4.3 Upon the proper submission of a grievance under the terms of this procedure, the parties
shall, within ten (10) days after the notice to arbitrate, attempt to agree upon the
selection of an arbitrator. If an agreement on an arbitrator is not reached, the parties
shall, within twenty (20) days after the request for arbitration, request the State
Conciliation Service to supply a panel of five (5) names of persons experienced in
hearing grievances in public schools.
Each party shall ultimately strike a name until only one (1) name remains. The
remaining panel member shall be arbitrator. The order of the striking shall be
determined by lot. The failure to request an arbitrator from the State Conciliation
Service within the time periods provided herein shall constitute a waiver of the
grievance.
10
7.4.4 The appealing party shall, at least ten (10) days prior to the hearing, forward to the
arbitrator, with a copy to the Superintendent, the written documents relating to Section
5.3 of the grievance procedure.
7.4.5 The grievance shall be heard by a single arbitrator and both parties may be represented
by such person or persons as they may choose and designate, and the parties shall have
the right to a hearing at which time both parties will have the opportunity to submit
evidence, offer testimony, and make oral or written arguments relating to the issues
before the arbitrator. The proceeding before the arbitrator shall be a hearing de novo.
7.4.6 The decision by the arbitrator shall be rendered promptly after the close of the hearing.
Decisions by the arbitrator in cases properly before him shall be final and binding upon
the parties subject, however, to the limitations of arbitration decisions as provided in this
contract and under law.
7.4.7 Each party shall bear its own expenses in connection with arbitration including expenses
relating to the party’s representatives, witnesses, and any other expenses which the party
incurs in connection with presenting its case in arbitration. A transcript or recording
shall be made of the hearing at the request of either party. The parties shall share equally
fees and expenses of the arbitrator, the cost of the transcript or recording if requested by
both parties, and any other expenses which the parties mutually agree are necessary for
the arbitration. However, the party requesting a copy of the transcript shall bear the
expense.
7.4.8 The arbitrator shall have jurisdiction over disputes or disagreements relating to
grievances properly before the arbitrator pursuant to the terms of this procedure
provided, however, that any action by the Board which suspends, modifies, or amends
this Agreement, after it has declared an emergency pursuant to Article V, shall be
grievable under this procedure to determine whether such action is clearly unreasonable,
unwarranted and an abuse of the Board’s discretion in relation to the emergency
circumstances. A grievance challenging the Board’s actions under this paragraph shall
be filed in writing with the Superintendent and shall be commenced at Level Four under
paragraph 7.3.4.
7.5 ELECTION OF REMEDIES
This Article is not cumulative and shall be the exclusive procedure and remedy for the
determination of any claim, the subject matter of which constitutes a grievance. Any unit
member who brings an action on any such claim, or on whose behalf such an action is brought,
in a court of law or equity, state or federal, or before any administrative tribunal, shall
immediately waive any and all rights under this Article.
ARTICLE VIII – DISMISSAL/SUSPENSION/DISCIPLINARY ACTION
8.1 RIGHT TO DISCIPLINE
8.1.1 The District may impose discipline on a permanent employee in accordance with the
terms of this Article, consistent with and subject to provisions of the Education Code.
8.2 EXCLUSION OF PROBATIONARY
11
8.2.1 The provisions of this Article apply only to permanent employees. Probationary
employees are subject to disciplinary action up to and including termination without
appeal at the sole discretion of the District.
8.3 DISCIPLINE WITH RIGHT OF APPEAL TO GOVERNING BOARD
8.3.1 SUMMARY DISCIPLINE
Summary discipline, which shall be defined for purposes of this Article as suspension
without pay of three (3) days or less for the causes enumerated in the District’s rules and
regulations, may be appealed within five (5) work days to the Superintendent or his/her
designee and thereafter within five (5) work days, if desired, to the Governing Board.
The decision of the Board shall be final.
8.4 DISCIPLINE WITH RIGHT TO FORMAL HEARING
8.4.1 For the purposes of the procedures set forth herein, discipline is deemed to be:
A. Suspension without pay for more than three (3) days;
B. Reduction in compensation, a change within the salary range from the existing step
to a lower step for a duration of one or more work weeks;
C. Involuntary demotion (except layoff), the directed placement in a lower
classification; or
D. Termination.
8.4.2 NOTIFICATION
A. The District shall first give notice of intent to discipline. The employee shall
receive notice of the effective date of the intended action, a statement of the specific
acts and/or omissions upon which the proposed disciplinary action is based, the date
by which the employee may respond either orally or in writing, and copies of
documents and other materials which support the proposed action.
B. Following the employee’s response, if the District determines action should be
taken, the employee shall receive in person, or by certified mail, notice of this
determination which shall include the effective date of the action, a statement of the
specific acts and/or omissions upon which the disciplinary action is based, copies of
documents and other materials which support the action, and in a statement advising
the employee of the employee’s right to a formal hearing wherein the employee
shall have the right either to self-representation, representation by an association
representative, or legal counsel.
C. The employee shall have ten (10) days following the delivery or mailing of this
notice to request a formal hearing. Failure to comply with these time limits shall
result in the employee’s waiver of a formal hearing.
12
8.4.3 FORMAL HEARING
All formal disciplinary hearings shall be held before a hearing officer. The hearing
officer, who shall have a law degree and who is not currently representing the District,
shall be selected by the District from the list of approved hearing officers, provided by a
provider of such services. The hearing officer shall set the time and place of the hearing
at a time convenient to all parties concerned. The cost of the hearing, including
reimbursement of expenses, shall be equally shared by the employee and the District.
8.4.4 Upon completion of the hearing, the hearing officer shall prepare findings of Fact and
Conclusions of Law that constitute the results of the hearing, and form a basis for the
decision of the Governing Board. The decision of the Governing Board shall be final.
8.5 REMEDIATION EFFORT
8.5.1 It is recognized that an effort at remediation shall have been made by the District prior to
terminating a permanent employee. Examples of such effort shall include:
Verbal and/or written memoranda/warnings
Written reprimands
Suspension
Other appropriate efforts to correct or remediate an employee’s unsatisfactory
fulfillment of his/her job responsibilities, unsatisfactory attendance or unsatisfactory
personal conduct.
8.6 IMMEDIATE DISCIPLINE
8.6.1 It is also recognized and agreed that certain acts and/or omissions by an employee may,
by their very nature and/or degree, be serious enough to warrant immediate discipline. In
such situations the District may move to immediately discipline the employee without
making any effort at remediation.
8.7 INFORMAL HEARING
8.7.1 A permanent employee may request an informal meeting with his/her immediate
supervisor prior to the imposition of discipline by the District. If requested, such a
meeting will be held.
8.8 RIGHT TO SUSPEND
8.8.1 The District retains the right to suspend an employee, with or without pay, without
warning when the health and/or welfare of the employee, students, the public, or other
employees is endangered by the continued presence of the employee, and/or where the
employee’s presence is a danger to the property of the District or others, and/or in cases
of aggravated insubordination. Suspension without pay shall be made only in accordance
with terms of this Article and applicable law.
13
8.9 CAUSES
8.9.1 Any employee designated as a permanent employee shall be subject to disciplinary action
for cause as prescribed by rule or regulation of the Governing Board. The Board’s
determination of the sufficiency of the cause for disciplinary action shall be conclusive.
8.9.2 This Article is not subject to arbitration.
ARTICLE IX – UNIT MEMBER RIGHTS
9.1 The District and Association recognizes the right of unit members to form, join, and participate in
lawful activities of employee organizations and the equal alternative right of unit members to
refuse to form, join, and participate in employee organization activities.
ARTICLE X – EVALUATION PROCEDURES
10.1 REPORTS REQUIRED
10.1.1 Each permanent employee shall be evaluated in writing once annually. A permanent
employee is one who has served continuously for one calendar year or more after the date
of hiring in the initial classification of employment.
10.1.2 Any employee who has been promoted, including reclassification, shall serve as
probationary period of six (6) months without receiving credit for any time spent in a
previous probationary status. Employees not successfully completing the new
probationary period will be reinstated to their former classification.
10.1.3 Each probationary employee shall be evaluated on the third, sixth, ninth and twelfth
months following their initial date of employment.
10.1.4 Supplementary evaluations may be made if appropriate, not to exceed three (3).
10.2 RATING OFFICER AND REVIEWER
10.2.1 Each employee shall be rated by his immediate supervisor.
10.2.2 If an employee has more than one (1) immediate supervisor, each supervisor may rate the
employee’s performance in a joint evaluation.
10.2.3 The rating of each employee may be reviewed by the Superintendent or his designee.
10.3 RATING PROCEDURES
10.3.1 The periodical evaluation herein developed shall be performed utilizing a standard
district form developed by the District using the following rating definitions:
14
Outstanding
When an evaluator checks an employee’s work performance in this column on an
individual job factor, he is indicating that the employee’s work clearly and consistently
exceeds the performance evaluation factors and established individual objectives.
Above Standard
When the evaluator checks an employee’s work performance in this column on an
individual job factor, he is indicating that the employee usually exceeds the performance
evaluation factors and established individual objectives.
Standard
When the evaluator checks an employee’s work performance in this column on an
individual job factor, he is indicating that the employee satisfactorily meets performance
evaluation factors and established individual objectives.
Below Standard
When the evaluator checks an employee’s work performance in this column on an
individual job factor, he is indicating that the employee often fails to meet the
performance evaluation factors and established individual objectives.
Unsatisfactory
When an evaluator checks this column, it is to be construed as a notice of unsatisfactory
performance and may be followed by disciplinary action pursuant to Article VIII.
Specific written suggestions to improve performance will be included by the evaluator.
10.3.2 After evaluation in writing is made, a thorough and complete copy of the full report shall
be given by the rater to the employee being rated.
10.3.3 The evaluation shall be signed by the employee after acknowledgment of his having seen
the evaluation.
10.3.4 If an employee believes that the evaluation procedure has not been appropriately
followed, or that the resulting evaluation does not accurately represent his work
performance, he may request a review of the rating by his supervisor. In the event that he
wishes to further appeal, he may present his appeal to the Superintendent or his designee.
10.3.5 Evaluation procedures shall be subject to the grievance procedures as herein defined
(Article X). However, the evaluation content and the judgment, assessment and
determination of the evaluator shall not be subject to the grievance procedure.
.
10.3.5 After a ten (10) day waiting period, the evaluation materials will be placed in the
personnel file.
10.3.6 During the ten (10) day waiting period, the evaluee may write a rebuttal to the evaluation
and it will be attached to the evaluation materials. An extension may be granted by the
Superintendent or his designee.
15
ARTICLE XI – TRANSFERS/VACANCIES
11.1 Vacancies: All vacancies that occur within the bargaining unit shall be posted at job sites for a
minimum of five (5) work days. Unit members may request, in writing, a transfer at any time,
whether or not there is an existing vacancy. Such request shall be filed with the District office
and shall remain active for only the school year in which it is submitted.
11.2 Administrative Transfer: A unit member may be administratively transferred from one position
to another in the same class at the discretion of the District when in the best interest of the
District. Five (5) days prior to an administrative transfer, the District shall notify the unit
member. The District will meet with the unit member, if the unit member is available, to discuss
the reason(s) prior to the transfer. This language refers to an involuntary, permanent change to a
position.
11.3 Transfer: The term “transfer” means an action which results in the movement of an employee
from one job classification to another job classification of equal or less compensation (excluding
demotions or layoffs), or the movement from one school or work location to another.
11.4 Transfers within a class with same number of hours: Whenever a new position is created in the
same class or an existing position becomes vacant, the District may first offer the opportunity to
transfer a permanent unit member within the class. A permanent unit member may be selected
based on the following considerations: length of service in the position, disciplinary action within
the last two (2) years, competency based on evaluations, qualifications, interviews, and best
interest of the District.
11.4.1 When candidates have equal qualifications, the District shall consider the following in
granting transfers within a class or related class:
a. Seniority
b. Impending Layoff
c. Reasons of Health
No unit member shall be overtly pressured by the District or the employee’s supervisor to
seek a voluntary transfer.
11.4.2 Nothing in Section 11.4 shall be interpreted or applied to prohibit the District from filling
vacancies and/or new job positions by recruitment outside the District. The final decision
regarding transfers shall be at the discretion of the District.
11.5 If a voluntary transfer is denied, the unit member shall, upon written request, be provided with
specific reasons for the denial, within twelve (12) business days after receipt of the request.
11.6 Following completion of the selection process, the Personnel Office shall notify the interviewed
applicants of the status of their application.
Transfer Request Form – See attached.
16
ARTICLE XII – ABSENCES AND LEAVES
12.1 GENERAL LEAVE PROVISIONS
The benefits which are expressly provided by this Article are the sole benefits which are part of
this Agreement, and other statutory or regulatory leave benefits are not incorporated, either
directly or impliedly, into this Agreement.
12.1.1 LENGTH OF LEAVE
Leaves of absence granted by the Board shall not exceed one (1) year in length unless it
determines that there are extenuating circumstances which justify an extension.
12.1.2 SALARY CREDIT AND COMPUTATION
A person on an unpaid leave of absence of a period of six (6) months or longer shall not
be entitled to an increment step in July.
12.1.3 UNAUTHORIZED ABSENCE FROM DUTY
A unit member absent from their assignment for any reason other than those specifically
authorized by law, the California Education Code, Board Policy, or this Agreement, will
be considered absent without permission or authorized leave, and as a result will lose
their full salary for the period of unauthorized absence.
Improper use of any leave may be cause for disciplinary action or dismissal and will
result in recovery of any overpayment.
An absence from duty which does not qualify under any authorized leave policy may be
considered abandonment of employment.
12.1.4 UNAUTHORIZED ABSENCE FROM DUTY
An employee shall submit a written request for a Leave of Absence without Pay,
specifying the reason for and the duration of the Leave of Absence without Pay, to his/her
supervisor. The supervisor must indicate approval or denial of the request for Leave of
Absence without Pay based on the reasons enumerated in Section 12.1.5.
An approved Leave of Absence without Pay request shall be forwarded to Personnel
Services for approval by the Superintendent and Board of Trustees.
The employee must request and receive full approval for the Leave of Absence without
Pay in advance prior to taking the Leave of Absence without Pay.
An employee who does not request and receive approval from the Board of
Trustees for Leave of Absence without Pay status, and does not report to his/her position,
will be considered to have abandoned his/her position.
17
12.1.5 REASONS FOR A REQUEST FOR LEAVE OF ABSENCE WITHOUT PAY
STATUS
An employee can request leave of absence without pay status for the following reasons:
1. Leave of absence without pay for medical reasons.
2. Leave of absence without pay for education purposes.
3. Leave of absence without pay for Family Care and Medical Leave.
4. Leave of absence without pay for service in the Peace Corps.
12.1.6 REINSTATEMENT AFTER LEAVE
A unit member who receives a leave of absence of five (5) calendar months or more in
length does so with the understanding that when they return to active assignment at the
completion of the leave they are not guaranteed placement at the same location or in the
identical assignment previously held, but may be placed in a comparable assignment
according to the needs of the District.
12.1.7 NON-LIABILITY OF DISTRICT AND BOARD
The District and members of the Governing Board are freed of any liability for payment
of compensation or wages provided by law for death or injury of any employee if the
death or injury occurs while the employee is on leave of absence.
12.2 SICK LEAVE
12.2.1 ACCUMULATION OF SICK LEAVE
A. All regular full-time unit members shall be entitled to eight (8) hours of sick leave for
illness or injury for every one hundred and seventy-three and a third (173.3) hours of
paid employment with the maximum allocation being ninety-six (96) hours per fiscal
year for twelve (12) month employees.
B. The accumulation of sick leave shall be exclusive of all days that the unit member is
not required to render service to the District.
C. Sick leave is cumulative from year to year and shall be unlimited in acquisition.
D. Sick leave is transferable from one California school district to another if the unit
member so requests within one (1) year.
E. Regular classified employees who work less than a full day or less than a five (5) day
week shall be entitled to sick leave in the ratio that their service bears to full-time
service.
F. Current records of accumulated sick leave for all unit members shall be maintained in
the Business Office. Unit members will be notified annually of their accumulated
sick leave balance.
12.2.2 USE OF SICK LEAVE
18
A. Unit members may use sick leave to visit a doctor, dentist, chiropractor, recognized
religious practitioner, or optometrist. Appointments should be made, when possible,
at the close of the school day or after regular working hours.
B. Sick leave may be used as provided in Article XII, Sections 12.4 and 12.10 of this
contract.
C. Sick leave days may not be used for purposes of strikes, walkouts, work stoppages or
slowdowns or other conditions related to employment dissatisfaction.
D. Use of sick leave for unit members will be charged in thirty (30) minute increments.
E. The amount of sick leave a unit member may use at any one time is the total amount
credited to their account, whether or not it has already been earned. Sick leave is
credited annually on July 1 to the unit member’s account in advance.
F. When a unit member terminates their employment with the District, they must
reimburse the District for any overuse of sick leave. A deduction will be made from
the unit member’s last pay warrant. If such deduction does not cover the amount due
to the District, then the unit member will be required to pay any owed amount.
12.2.3 CONFIRMATION OF ILLNESS OR INJURY
The District reserves the right to adopt reasonable health standards as conditions to
employment or the continuation thereof, which, in the District’s judgment, may be
necessary to insure the health, safety, instruction and welfare of pupils.
The Superintendent, or his authorized representative may, when in their opinion an
employee’s absenteeism rate is such as to affect the learning and welfare of the pupils
concerned, and/or job performance of the unit member, require such unit member to
provide a written statement from a medical doctor, dentist, chiropractor, recognized
religious practitioner, or optometrist, verifying the nature and degree of the illness. This
verification must be submitted to the District within five (5) work days upon return to
work.
The District may require that the unit member submit to a physical examination by a
qualified medical doctor that is selected by the District. The cost of such examination
will be paid by the District.
12.2.4 NOTIFICATION AND VERIFICATION
A. The unit member is responsible for notification to the District Office or supervisor
preceding illness or injury absence whenever possible.
B. When a unit member becomes aware that an absence will extend beyond ten (10)
consecutive workdays, the unit member must notify their supervisor or the District
Office.
C. Prior to returning from an illness absence, the unit member must notify the
immediate supervisor or the District Office by 3 p.m. on the preceding day. Failure
to provide such notification may result in retention of a substitute and the charge of
an additional day of sick leave.
19
D. At the conclusion of an extended absence exceeding ten (10) consecutive workdays,
and before resuming work, the District may request a written statement from a
medical doctor, dentist, chiropractor, recognized religious practitioner, or optometrist
which indicates that the unit member is able to assume full responsibilities and duties
of their assigned position. This verification or written statement must be submitted to
the District within five (5) work days upon return to work.
12.2.5 EXTENDED SICK LEAVE
In accordance with Section 12.1.3 (Unauthorized Absence from Duty) and 12.2 (Sick
Leave), upon exhaustion of all accumulated sick leave, a unit member may be entitled to
extended illness leave which shall begin on the first day of illness and shall be reduced by
the number of current and accumulative paid sick leave days available, excluding
holidays, vacation days, and compensatory time, not to exceed 100 work days. When
those days have been exhausted, any remaining days of the one hundred (100)
extended illness leave shall be available for use by the employee and shall be
compensated at the rate of fifty percent (50%) of the unit member's regular salary. The
District shall require medical verification upon exhaustion of all accumulative paid sick
leave, in accordance with Section 12.2.3. This article will be effective March 1, 2008.
12.3 BEREAVEMENT LEAVE
A leave of absence without loss of pay is authorized for five (5) days following the death in the
immediate family of a unit member with an additional two (2) days when out of state travel or
250 one way miles from San Jacinto is required. Members of the unit member’s immediate
family are defined as mother, mother-in-law, step-mother, father, father-in-law, step-father,
husband, wife, son, step-son, son-in-law, daughter, step-daughter, daughter-in-law, brother, sister,
brother-in-law, sister-in-law, grandmother, grandfather, or grandchild of the unit member, or any
relative living in the immediate household of the unit member.
12.4 PERSONAL NECESSITY LEAVE
Days of leave of absence for illness or injury (sick leave days) may be used by the unit member,
at their selection, in case of personal necessity not to exceed seven (7) days in one school year.
Personal Necessity leave requires pre-approval by the employee’s immediate supervisor and
Personnel Services, and must be submitted on the appropriate form in advance of the leave except
when the situation is an emergency and advanced notification is not possible. In such cases, the
employee shall give as much advance notification as possible or provide justification upon return.
Employees should not assume the leave has been granted until approval has been received.
Cases of Personal Necessity shall consist of:
12.4.1 Attend to illness of a child, parent or spouse or death/serious illness of a member of the
unit member’s immediate family (as defined under bereavement).
12.4.2 Accident, involving the unit member’s person or property, or the person or property of a
member of their immediate family.
20
12.4.3 Appearance in court as a litigant; or as a witness under an official order; appointments
with legal advisor in matters not involving the District, or others such as IRS official,
court obligation, etc., when office hours or obligations preclude use of after duty hours.
12.4.4 One (1) day of absence with pay will be granted to a male unit member upon the occasion
of the birth of that male unit member’s child.
12.4.5 Personal matters of concern to employees that are characterized by urgency and
circumstances that demand the attention of the employee, including (a) Funeral of a
friend or family member; (b) Protection of personal property such as in the case of fire or
flood; (c) Flood or other environmental conditions making travel to and from work
impossible or unsafe; (d) Severe emotional distress related to a particular event such as
threats to one’s person, sudden death of a close friend, etc.; (e) Transaction of
responsibilities on behalf of an incapacitated relative when the employee is the only
person available.
12.4.6 If vacation has been exhausted, the employee may be granted Personal Necessity leave
for (a) Attendance at graduation of a child; or (b) Marriage of a child.
12.4.7 Such other reasons which may be prescribed by the Governing Board.
12.4.8 LIMITATIONS AND CONDITIONS
The following limitations and conditions apply on the use of Personal Necessity leave:
A. Total number of days allowed in one school year for such leave or leaves shall not
exceed seven (7) days. Three (3) of these days may be granted for other personal
reasons of an emergency nature provided that advance approval is obtained from the
employee’s immediate supervisor, and the request is not for the personal convenience
of the employee, extending a holiday or vacation period, matters that can be taken
care of outside of work hours and or recreational activities.
B. The days allowed shall not exceed the number of full pay days of illness or injury
leave to which the unit member is entitled.
C. The Personal Necessity leave shall not be granted during a scheduled vacation or
other leave of absence.
D. Payment of such absence shall be made only upon certification by the unit member’s
administrator or supervisor that the absence was due to a situation designated as
Personal Necessity within the meaning of this Article. The unit member shall be
required to sign, on a form provided, a statement that such absence was a result of a
personal necessity and indicate the nature of such necessity. Such form shall be filled
out and filed with the District Office. The division head may take whatever steps are
necessary to satisfy themselves that a personal necessity within the limits of this rule
did exist.
E. The intent of this Article does not authorize or recognize that sick leave days may be
used as personal necessity for purposes of strikes, walkouts, work stoppages or
slowdowns, or other conditions related to employment dissatisfaction or for any other
reasons not within the strict intent of the Education Code.
21
F. The Superintendent or designee may immediately suspend a Personal Necessity leave
if used by an individual or groups of employees as coercive action against the
supervisor or District.
G. The employee shall be placed on personal leave without pay if the employee is found
using leave for purposes other than requested.
12.5 STATE COMPENSATION INSURANCE FUND CONNECTED LEAVE
Employees are entitled to leave of absence for occupational accident or illness as provided in the
Education Code Section 13651.2 of the 1973 edition which shall remain in effect for the lifetime
of this contract.
12.5.1 RECOGNITION OF LEAVE
Accident or illness must be acknowledged as an industrial accident or illness by the State
Compensation Insurance Fund to be recognized as such by the District.
12.5.2 ELIGIBILITY
A unit member shall have served continuously in the District for a period of six (6)
months before he/she is a qualified employee under this policy.
12.5.3 GENERAL REGULATIONS
A. A maximum of sixty (60) working days of leave is allowable for occupational
accident or illness.
B. Allowable leave under terms of the State Compensation Insurance Fund is not
accumulative from year to year.
C. Allowable leave shall be effective on the first day of absence caused by such accident
or illness.
D. Unit members receiving full pay due to such allowable leave shall endorse any State
Compensation Insurance Fund payments over to the District.
E. Each day of such allowable leave shall be counted as a full day regardless of any
State Compensation Insurance Fund payments endorsed over to the District.
F. After all such allowable leave is used; the unit member shall be entitled to receive
his/her regular accumulated sick leave. Sick leave shall be charged only to the extent
necessary to, when added to any disability payment, total the regular salary.
G. The unit member, unless otherwise authorized by the District, shall remain within the
State of California during the period of injury or illness.
H. Any time a unit member on Industrial Accident or Illness Leave is able to return to
work, he/she shall be reinstated in a position within his/her classification without loss
of pay or benefits.
12.6 JURY DUTY LEAVE
22
12.6.1 NOTIFICATION TO THE DISTRICT
Upon receipt of notification of a jury duty obligation to be served during working hours
on days of assigned service, it is the obligation of the unit member to inform his/her
supervisor and the District Office immediately.
12.6.2 DISPOSITION OF THE JURY DUTY FEE
The unit member shall transmit to the District Business Office any juror’s fees received,
exclusive of mileage.
12.6.3 PAYMENT OF UNIT MEMBER’S REGULAR SALARY
The District will continue to pay the unit member’s regular salary as provided by law. A
unit member who is receiving compensation from the District must report to work during
assigned days and hours when not retained for jury duty except that unit members on a
late shift will be excused from reporting to work on any day when he/she was retained for
duty.
12.7 SPECIAL LEAVE
Limited leave for business or personal reason, not provided under personal necessity leave, may
be granted with or without pay at the discretion of the Superintendent or his/her authorized
representative.
12.8 ASSOCIATION LEAVE
12.8.1 A maximum of two employees shall be given up to five (5) days each of paid release time
to attend the annual CSEA Conference. Upon Chapter request, the District shall provide
release time for up to two (2) additional employees, provided the Chapter reimburses the
District for the actual cost of the employees released.
12.8.2 The Chapter President shall be granted a maximum of five (5) days leave without loss of
compensation during the school year. All Chapter leave shall be for the purpose of
conducting Association business. Written notification of release time shall be submitted
to the Personnel Administrator at least one week in advance by the Association member
authorized to take leave in accordance with this Section or Education Code § 45210.
Such leave shall be noted on the employee’s Verification of Leave form.
12.9 MATERNITY LEAVE
12.9.1 EMPLOYEE OPTIONS
Disabilities resulting from pregnancy, childbirth, miscarriage, abortion, and recovery
therefrom are considered temporary disabilities and in general will be treated as
conditions of illness. Illness leave (sick leave) may be used for such disabilities.
However, a pregnant unit member shall choose the type of leave preferred and notify
the District Office in writing. Once made, this choice may be reversed only with the
approval of the District Office.
23
12.9.2 USE OF ILLNESS LEAVE FOR MATERNITY
When such disabilities indicate need for an extended maternity leave, the unit member
requesting such leave must furnish in advance a written statement from her physician
recommending such leave and indicating the approximate period of confinement, the
date the employee is to begin leave, and the estimated date the employee is to return to
duty. The unit member may continue with her assignment until such time as she and
her physician determine when her leave should begin. After the sixth month of the
pregnancy, a statement from the physician must be filed in the District Office. This
statement should include the expected date of confinement and the physician’s
statement that continuing service will not be detrimental to the health of the individual.
In the absence of such a statement, the District reserves the right to determine the
effective date of leave.
A maximum of forty-two (42) calendar days shall be allowed for recovery after
childbirth, miscarriage, or abortion. After this time, it is expected the unit member will
return to her duties on a regular basis. Continued absence beyond this period will
require a subsequent statement from the unit member’s physician indicating that the
unit member’s health condition is such that she may not return to full duty. In any
event, the District shall be notified in writing at least ten (10) calendar days prior to
return to duty of the expected date of return, which notice shall include a statement
from the physician indicating that unit member’s health condition warrants a return to
full duty on the date specified.
In the event of a miscarriage, a unit member on maternity leave will be allowed to
return earlier than the expected return date if a suitable vacancy exists. A written
request for early return should be submitted to the District Office with the medical
clearance as noted above. Compensation and other benefits and privileges will be
extended during maternity leave in the same manner as during illness above.
12.9.3 USE OF SPECIAL LEAVE FOR MATERNITY
Under this option any pregnant unit member may request a non-paid leave for
maternity purposes for a maximum period of one (1) year. Prior to such leave the unit
member shall submit in writing to the District Office a statement indicating the
beginning and ending date of the requested leave and shall also submit a physician’s
statement verifying pregnancy and indicating the unit member’s health would not be
jeopardized by continuing full employment activity until the date the leave would
begin. An extension of the Special Reasons Leave for maternity purposes will require
approval of the Board of Trustees.
In the event of a miscarriage or premature birth, the unit member may request earlier
return to work subject to a vacancy existing. Before actual return to work, a written
physician’s statement indicating the unit member is able to perform required duties
shall be filed in the District Office.
12.10 MILITARY LEAVE
A unit member shall be entitled to any military leave provided by law and shall retain all rights
and privileges granted by law arising out of the exercise of military leave.
24
12.11 LEAVE FOR DRUG/ALCOHOL REHABILITATION PURPOSES
12.11.1 Unit members shall be granted leave for rehabilitation purposes based on medical
necessity as verified by a physician’s certification.
12.11.2 Leave for drug/alcohol rehabilitation purposes shall include and require the use of any
earned sick leave and vacation time as part of such leave. All other leave shall be
unpaid.
12.11.3 To qualify, the rehabilitation program must be accepted and approved by the District.
12.11.4 Request for this leave shall be made two (2) weeks in advance of the scheduled
treatment in writing to the Superintendent. The District does reserve the right to
schedule such treatment at its convenience.
12.12 PERSONAL DISCRETION LEAVE
12.12.1 One day of Personal Discretion Leave may be utilized by the unit member. The
employee shall be limited to one (1) day of Personal Discretion Leave in any school
year. Such day will be within the seven (7) days granted in Article 12.4.7(A). Leave
shall be charged to accumulated personal illness and injury leave defined in Article
12.2.1. This leave cannot be used to extend a holiday period. Leave under this section
requires a 48 hour pre-approval by a supervisor, except in an emergency situation. The
Superintendent or designee may limit the number of employees on Personal Discretion
Leave on any given day.
12.13 FAMILY CARE AND MEDICAL LEAVE
12.13.1 Pursuant to the Family Care and Medical Leave Act (29 U.S.C. §2601, et seq.)
(“FMLA”) the California Family Rights Act (Government Code Section 12945.2)
(“CFRA”), and Board Policy/Administrative Regulation, any bargaining unit member
who has been employed by the District for at least twelve (12) months and has worked
at least 1,250 hours during the twelve (12) months immediately prior to commencing
the leave shall be eligible to take up to twelve (12) workweeks of unpaid family care
and medical leave in a twelve (12) month period. Such leave shall not exceed twelve
(12) workweeks in fiscal year (July 1 through June 30, inclusive). The leave provided
for in this section shall be available for any of the following reasons:
A. Birth of a child and to care for the newborn, adopted or foster child within twelve
(12) months after the birth or placement for adoption or foster care;
B. To care for a parent, spouse, child or Registered Domestic Partner (CFRA leave
only) with a serious health condition; or
C. Because of the bargaining unit member’s own serious health condition that
makes the bargaining unit member unable to perform the functions of his or her
own position.
12.13.2 Family care and medical leave may be taken in multiple periods, or on an intermittent
or reduced work schedule, where medically necessary.
25
12.13.3 The minimum duration of any family care and medical leave taken for reason of the
birth, adoption or foster care placement of a child of the bargaining unit member shall
be two (2) weeks. However, the District must twice grant a bargaining unit member’s
request for family care leave of less than two (2) weeks duration.
12.13.4 The District will maintain coverage under the group health care plan for the duration of
the family care and medical leave at the same level and under the same conditions such
coverage would have been provided had the unit member not taken the leave. While on
a family care and medical leave, unit members remain responsible for and must
continue to pay any share of the health premiums they now pay for which they would
be responsible if they were working.
12.13.5 During the period of leave taken pursuant to the provisions of this section, the
bargaining unit member must concurrently use any accrued vacation leave, other
accrued time off, or any other available paid leave. If the bargaining unit member
takes a leave because of his/her own serious health condition, the bargaining unit
member must concurrently use any available sick leave and extended illness leave
during the period of the leave. However, a bargaining unit member shall not use
sick leave in connection with a birth, adoption or foster care, or to care for a child,
parent, spouse, or registered domestic partner with a serious health condition, unless
mutually agreed to by the District and the bargaining unit member. A bargaining
unit member absent for disability related to pregnancy, childbirth, or recovery there
from shall not be required, but may elect, to use any accrued vacation leave.
12.13.6 DEFINITIONS:
12.13.6.1 For purposes of this section, “child” means a biological, adopted or foster child, a
stepchild, a legal ward, or a child of a person standing in loco parentis who is
either under 18 years of age or an adult dependent child 18 or older and incapable
of self-care because of mental or physical disability [29 U.S.C. §2611(12)].
12.13.6.2 For purposes of this provision, “parent” means a biological, foster, or adoptive
parent, a stepparent, a legal guardian, or other person who stood in loco parentis to
the bargaining unit member when the bargaining unit member was a child [29
U.S.C. §2611(7)].
12.13.6.3 For purposes of this provision, “registered domestic partner” shall be those
persons registered with the California Secretary of State pursuant to the provisions
of California Family Code Section 297.
12.13.6.4 For purposes of this provision, “serious health condition” shall be as defined in the
FMLA and CFRA statutes and regulations.
ARTICLE XIII – SAFETY
13.1 The District will furnish safety equipment reasonably necessary to permit unit members to
perform assigned duties safely.
13.2 Repeated failure of a unit member to wear or use necessary safety equipment which is provided is
cause for disciplinary action.
26
13.3 It shall be the responsibility of each unit member to report to the site administrator any unsafe
conditions. The employee should use the specified District approved form to make the report.
The Superintendent, or his designee, shall be responsible for responding, in writing, within thirty
(30) days regarding remedial or other action. The Superintendent, or the designee, may or may
not use a committee composed of C.S.E.A. members. If the Superintendent, or his designee, does
not take appropriate action to the satisfaction of the unit member, the unit member may appeal to
the Board of Trustees. A copy of the complaint and the action taken will be sent to the
Association.
13.4 No unit member will be in any way discriminated against for reporting alleged unsafe conditions.
ARTICLE XIV – SALARY SCHEDULE
14 SALARY SCHEDULE
14.1 The District will increase the 2007-2008 salary schedules by 4.0% effective January 1, 2008.
14.2 The District and CSEA agree that effective July 1, 2004, the salary range of the Special Education
Aides will be increased from salary range 21 to 23.
ARTICLE XV – APPLICATION OF CLASSIFIED SALARY SCHEDULE
15.1 INITIAL SALARY PLACEMENT
15.1.1 A classified employee shall be placed on the classification of the salary schedule in which
the major portion of his/her work falls.
15.1.2 Employees who have been previously employed as regular full-time District employees
shall be paid at the step on which they were placed immediately prior to their termination.
They shall not, while in a substituting status, advance to the next higher step if they are
substituting in their previous classification, and shall not be entitled to benefits extended
to regular employees such as sick leave, vacation, etc.
15.2 SALARY ADVANCEMENT WITHIN A CLASS
15.2.1 Employees shall advance on the salary schedule as follows:
A. Full or part-time salaried employees shall advance to the next step on July 1 of each
year until the maximum is reached.
B. Hourly employees, other than temporary or substitute employees, shall advance to the
next step on July 1 providing they are employed prior to January 1. Otherwise,
advancement shall be granted on the following July 1 following a full year of
employment.
27
15.3 SALARY PLACEMENT AFTER RECLASSIFICATION OR PROMOTION
15.3.1 When an employee is granted a promotion or is reclassified within his position to a class
with a higher salary range, he shall be placed on a step that will provide the employee
with at least one step salary increase.
15.3.2 When a class has been assigned to a higher salary range, the employee shall be placed at
the corresponding salary step of the next higher salary range.
15.3.3 If the employee is assigned to a position with a lower salary range, the employee shall
remain at his previous step placement.
ARTICLE XVI – GROWTH INCENTIVE PROVISION
The Professional Growth Program for employees is an organized activity to improve performance
of employees in the classified service of the San Jacinto Unified School District, and to provide
training for employees to gain new skills and abilities in order that they may do a better job for
the students, the school district, and for the community.
16.1 PURPOSE
It is the intent of this program to encourage and monetarily reward members of the classified staff
with compensation for continued growth and development in their positions. This professional
growth will directly benefit the San Jacinto Unified School District and the students served by it.
16.2 ELIGIBILITY
All permanent classified employees shall be eligible to participate in the Professional Growth
Program. The term “permanent classified employee” shall exclude the following types of
employees for the purpose of determining eligibility for any professional growth increment
employees for the purpose of determining eligibility for any professional growth increment:
16.2.1 Persons that would not qualify for the Professional Growth Program include:
A. Probationary employees
B. Substitutes
C. Short-term employees
D. Consultants
16.3 PROFESSIONAL GROWTH CRITERIA
Courses that apply shall be job related, improve job skills, explore and prepare for career mobility
within the District, and assist in the advancement of the unit member.
The following criteria will be applied in determining approval of courses taken by unit members:
1. The subject matter of the course must relate directly to the position currently occupied by
the unit member, or
28
2. The subject matter of the course must meet the requirements of the position for which the
unit member is training for or striving to obtain through career mobility.
3. Any course or activity which does not meet the requirements listed above must be
approved by Personnel Services.
16.4 PROFESSIONAL GROWTH CREDIT – EDUCATIONAL CREDIT
16.4.1 Semester units for approved college, community college, trade school, or adult education
classes.
16.4.2 Courses taken from other than approved colleges may be accepted and prorated according
to semester hours of credit and approval for credits to be awarded.
16.4.3 When semester unit credit is not specified, 18 hours of class time = 1 unit; 9 hours = ½
unit; 6 hours = 1/3 unit.
16.4.4 Awards for those with growth incentive stipends earned prior to December 1, 1983 shall
remain in effect.
16.4.5 No employee shall receive credit for classes attended during the working day if the
employee is being paid for regular services.
16.4.6 The criteria of job relatedness will be used by the supervisor in approving course work
for a specific individual.
16.5 ORGANIZED JOB-RELATED WORKSHOPS
16.5.1 Prorated credit will be granted for approved job-related workshop attendance based on
one (1) unit for each eighteen (18) hours of attendance.
16.6 QUALIFICATIONS FOR PROFESSIONAL GROWTH INCREMENT
In order to qualify for a professional growth increment, the following steps must be followed:
16.3.1 An intent to participate in the Professional Growth program must be filed with the
Personnel Office on the designated form. Credit will not be granted for participation in
growth activities prior to the date of intent. Course work in progress as of December 1,
1983, but not completed at the time of intent is filed, will be granted if approved by the
Superintendent or their designee.
16.3.2 Verification of growth activities must be presented to the Personnel Office for evaluation.
Official transcripts must be submitted for college course credit. For adult education
classes, the instructor’s signature verifying the attendance and satisfactory completion of
the course will be accepted in lieu of a transcript.
16.3.3 The number of increment awards shall not exceed a total of four (4).
16.3.4 The professional growth increment will be effective on the first day of the month
following the 30th calendar day after approved completion of the requirements.
16.3.5 Any semester units earned beyond the fifteen (15) necessary in any growth period may be
carried over into the next period.
29
16.3.6 Only one (1) professional growth increment will be granted within any two (2) year
period. The Superintendent or Superintendent’s designee may extend the completion
date of the growth incentive plan for the equivalent of one (1) semester. The extension
may only be granted if the employee has a doctor verified illness or injury that prevents
the employee from working and going to school. Only one (1) extension is permissible.
The extension may be granted only if the time off from work and school resulted in the
individual not being able to complete the class and the individual officially withdraws
from the class or is not able to register for reason of illness or injury.
16.3.7 Each fifteen (15) semester units shall be completed within two (2) years of the starting
date.
16.3.8 It is the responsibility of the employee to file the intent, apply for Professional Growth
Credit, and verify completion of course work or other growth activity.
16.7 RECORDS
Each employee’s permanent professional growth record showing units accrued, together with
appropriate verification, will be kept in the Personnel Office.
16.8 AWARD
The following growth award will be paid in monthly installments based on the employee’s work
year:
Semester Units 15 30 45 60
Or Equivalent $350 $700 $1,050 $1,400
Permanent employees working on a part-time basis will receive the above prorated in relation to a
full working day of eight (8) hours, with a minimum award of 50% for employees who work four
(4) hours daily or less.
ARTICLE XVII – HEALTH AND WELFARE BENEFITS
17.1 Effective July 1, 2008, District contributions will be $8,650. The District’s contribution for the
2007-2008 insurance year is $8,150.The District’s contribution for the 2006-2007 insurance year
was $7,550; the District’s contribution for the 2005-2006 insurance year was $6,550.
17.2 RETIREE HEALTH INSURANCE
A. Effective July 1, 2005, the District provided medical health insurance coverage for eligible
unit members who retire.
B. Eligible unit members would have to meet the following criteria:
1. The retiree must be fifty-five (55) years or older and have been employed by the San
Jacinto Unified School District for at least ten (10) years preceding retirement.
2. The retiree will not be eligible if he/she is covered individually or as a dependent under
another health and welfare program.
3. Eligibility will cease at age 65 or when the employee becomes eligible for Medicare.
30
4. Employees hired on or prior to June 30, 2008, will receive benefits as outlined below
effective July 1, 2008. Employees hired on or after July 1, 2008 will be covered under
Article 17.2.B.5.
55 and 10 years of service in the district = no change
55 and 15 years of service in the district = $3,500
55 and 20 years of service in the district = $4,500
55 and 25 years of service in the district = $5,500
5. Effective with employees hired on or after July 1, 2008, the District will contribute
either $3,000 or $5,000 toward the cost of medical insurance for unit members who
retire and use one of the district’s medical plans. To qualify for the $3,000 benefit, the
retiree must have at least 20 years of continuous full-time service, from the employee’s
most recent hire date, to the San Jacinto Unified School District immediately prior to
retirement, receive retirement benefits under PERS, and be at least 55. The District’s
contribution to the retiree’s medical insurance will end when the individual reaches age
65. To qualify for the $5,000 benefit, the retiree must have at least 25 years of
continuous full-time service, from the employee’s most recent hire date, to the San
Jacinto Unified School District immediately prior to retirement, receive retirement
benefits under PERS, and be at least 60. The District’s contribution to the retiree’s
medical insurance will end when the individual reaches age 65. Part-time employees,
those working less than eight (8) hours but more than four (4) hours per day, will be
given this benefit pro rata in relationship to an eight (8) hour work day, provided they
are enrolled in PERS.
17.5 DISABILITY PROGRAM
If ¾ of the chapter membership present and voting on the question by secret ballot vote in favor
of participating in an employee sponsored income protection disability program that does not
exceed a 1.4% of gross income cost to the employee and the program is at no cost to the District
and cannot in the future become a district paid program, the District will assist CSEA-Chapter
189 in developing an income protection disability program.
ARTICLE XVIII – HOURS, OVERTIME AND ALLOWANCES
18.1 WORK SCHEDULE
The work week begins at 6:00 a.m. on Monday and ends at 6:00 a.m. the following Monday. An
employee’s normal work schedule shall not exceed five (5) consecutive days, eight (8) hours per
day, nor forty (40) hours per week. The work hours and work days of new and/or vacant
positions may be changed to meet the needs of the District.
This does not preclude the extension of the work week or work day on an overtime basis, as
authorized by the Superintendent or his/her designee.
18.1.1 MODIFICATION OF THE WORK SCHEDULE
Employees hired, promoted or reclassified after July 1, 1995 may have their work schedule or
work week revised to meet an identifiable need of the District. Prior to making a final decision in
realigning the work schedule, the District will afford the unit member, if available, an opportunity
31
to discuss the rationale for the change and share his/her concerns. If the realignment of the work
schedule would be permanent, the affected unit member shall be given five (5) work days prior
notice, except in cases of emergency.
Unit members employed in the District on or before June 30, 1995 shall not have their work week
or work day changed except as provided below.
Maintenance, Operations and Transportation employees may have their daily work hours changed
by three (3) hours per day and/or have their work week changed by one (1) day per month.
For football games, a schedule of games will be posted in the Director of Maintenance,
Operations, and Transportation’s office for the purpose of soliciting District approved qualified
current employees and/or qualified substitutes to work the modified work schedule. The
solicitation will take place prior to the start of the first football game. If no qualified current
employees and/or qualified substitutes accept the assignment, a current employee may be
assigned the modified work schedule provided, except in a district identified emergency, the
employee has been notified three (3) work days prior to the assignment. An emergency includes,
but is not limited to, a person assigned to a modified schedule notifying the District they cannot
work on the day of the modified schedule. The District may, on the day in question, assign
another qualified employee to work the modified schedule.
For all other assignments and employees, if no qualified current employees and/or qualified
substitutes accept a temporary modified work schedule, a current employee may be assigned the
temporary modified work schedule provided, except in a district identified emergency, the
employee has been notified three (3) work days prior to the assignment, a discussion has been
held with the employee and the CSEA-Chapter 189 President has been notified. An emergency
includes, but is not limited to, a person assigned to a modified schedule.
If the modification of the work schedule results in the employee working overtime, at the election
of the District, the employee shall be allowed to take compensatory time or paid overtime. The
supervisor shall schedule the compensatory time within two weeks of the employee earning the
time. By mutual agreement of the employee and their supervisor, the compensatory time may be
taken up to, but not later, than ninety (90) days after earning the time.
18.2 UNCOMPENSATED TIME
Any break in time worked which is the result of a regular schedule will be considered
uncompensated time. The District will include notice of such uncompensated time in job
postings and scheduled changes to ensure that applicants are advised of this condition of
employment.
18.3 LUNCH PERIODS
All unit members covered by this Agreement working five (5) or more hours per day shall be
entitled to an uninterrupted lunch period without pay of thirty (30) minutes per work day. This
time may be extended upon the mutual agreement of the unit member and his/her supervisor.
Lunch periods shall be scheduled at or about the mid-point of each work shift. Exceptions may
be granted by mutual agreement between the unit member and his/her supervisor.
18.4 REST PERIODS
32
A unit member shall be allowed a twenty (20) minute rest period during any four (4) hour
working period which is not otherwise interrupted by a lunch hour or similar break. Rest periods
cannot be accumulated nor can they be taken at the beginning or the end of a four (4) hour
working period.
Specific periods may be designated by the supervisor, but, whenever possible, the periods will be
at the convenience of both parties.
Rest periods are a part of the regular workday and shall be compensated at the regular rate of pay
for the unit member.
18.5 OVERTIME
Except as otherwise provided herein, all overtime hours as defined in this Section shall be
compensated at a rate of pay equal to time and one-half the regular rate of pay of the member for
all work authorized. Overtime is defined to include any time worked in excess of eight (8) hours
in any one day or on any one shift or in excess of forty (40) hours in any calendar week, starting
time or subsequent to the assigned quitting time. All hours worked beyond the work week of five
(5) days shall be compensated at the overtime rate commencing on the sixth day of work.
All hours worked on holidays designated by this Agreement shall be compensated at one and one-
half (1½) times the regular rate of pay in addition to the regular rate of pay for the holiday.
18.5.1 OVERTIME/COMPENSATORY TIME
All overtime must be pre-approved and authorized in writing by the site supervisor,
unless an emergency situation exists. District approved compensatory time, in lieu of
cash compensation, shall be documented and tracked at each District worksite. All pre-
approved District compensatory time must be taken within thirty (30) days, and no later
than ninety (90) days when extraordinary circumstances exist, following the day in which
the overtime was worked.
18.6 SHIFT DIFFERENTIAL
When more than one-half (½) of an employee’s regularly assigned work hours fall after 5:00
p.m., the employee, except for security patrol officers, shall receive a shift differential bonus of
$.15/hour if the employee is in a class that normally does not provide for night-time pay
differential.
18.7 MINIMUM CALL-IN TIME
Any unit member called in to work on a day when the unit member is not scheduled to work shall
receive a minimum of two (2) hours pay at the appropriate rate when authorized by management.
18.8 CALL-BACK TIME
Any unit member called back to work after completion of his/her regular assignment shall be
compensated for at least two (2) hours of work at the appropriate rate when authorized by
management.
18.9 STANDBY TIME
33
For each day that a unit member is scheduled to be available for call-in, they shall receive $10 as
compensation for holding themselves available. If actually called, hours worked will be paid at
the established rate and time in addition to the standby allowance.
18.10 UNIFORMS
If uniforms are required by the District and the District does not provide laundry or cleaning
services, members shall be compensated in an amount equivalent to 3 cents per hour.
18.11 ASSIGNING OF EXTRA WORK
Extra work opportunities shall be distributed and rotated as equally as is practical among
available qualified unit members in each department.
18.12 MILEAGE REIMBURSEMENT
Unit members will be reimbursed for use of their own automobiles on District business when
authorized by the supervisor at the maximum non-reportable rate allowed by the IRS.
ARTICLE XIX – HOLIDAYS
19.1 SCHEDULED HOLIDAYS: The District agrees to provide all employees, in paid status, in the
bargaining unit with the following paid holidays as established on the District/School calendar:
19.1.1 New Year’s Day
19.1.2 Martin Luther King Jr. Day
19.1.3 Washington’s Birthday
19.1.4 Memorial Day
19.1.5 Independence Day
19.1.6 Labor Day
19.1.7 Veterans Day
19.1.8 Thanksgiving
19.1.9 Day After Thanksgiving Day
19.1.10 Christmas Eve
19.1.11 Christmas Day
19.1.12 Day after Christmas
19.1.13 New Year’s Eve
34
19.2 ADDITIONAL HOLIDAYS
Every day declared by the President, Governor of this State, or the Governing Board as
authorized under Education Code Section 37220 as a public fast, mourning, Thanksgiving, or
holiday, where schools are required to be closed, shall be a paid holiday for all eligible employees
in the bargaining unit.
19.3 HOLIDAYS ON SATURDAY OR SUNDAY:
When a holiday falls on a Saturday, the preceding work day not a holiday shall be deemed to be
that holiday. When a holiday falls on Sunday, the following work day shall be deemed to be that
holiday.
19.4 HOLIDAY ELIGIBILITY
An employee must be in paid status on the working day immediately preceding or succeeding the
holiday to be paid for the holiday.
19.4.1 Employees in the bargaining unit who are not normally assigned to duty during the
school holidays of December 25 and January 1 shall be paid for those holidays provided
that they were in a paid status during any portion of the working day of their normal
assignment immediately preceding or succeeding the holiday period.
ARTICLE XX – VACATIONS
20.1 FULL-TIME CLASSIFIED EMPLOYEES SHALL EARN VACATION AS FOLLOWS:
A. One (1) through four (4) years, one (1) day per month.
1. 10 month employees, 10 days
2. 11 month employees, 11 days
3. 12 month employees, 12 days
B. Five (5) through nine (9) years, three (3) additional days.
1. 10 month employees, 13 days
2. 11 month employees, 14 days
3. 12 month employees, 15 days
C. Ten (10) through nineteen (19) years, five (5) additional days.
1. 10 month employees, 18 days
2. 11 month employees, 19 days
3. 12 month employees, 20 days
D. Twenty (20) or more years, two (2) additional days
1. 10 month employees, 20 days
2. 11 month employees, 21 days
3. 12 month employees, 22 days
20.2 Additional Vacation days shall be granted to employees at five, ten and twenty years of service
(see 20.1).
35
A. Employees hired between July 1 through December 31 shall commence their increase on
July 1 following their fourth and ninth anniversaries.
B. Employees hired between January 1 and June 30 shall commence their increase on July 1
following their fifth and tenth anniversaries.
20.3 An employee shall receive a full vacation allowance for any month in which he/she is in a paid
status for more than one-half (½) of the working days in the month.
20.4 Vacation shall not be accumulated from one year to the next without prior written approval of the
Superintendent.
ARTICLE XXI – STATUTORY OBLIGATIONS
1. The parties acknowledge and agree that obligations imposed upon the District, unit members
and the Association, under any California Education Code or Regulation, relating to matters
within the scope of representation, are legally binding and must be complied with by the
respective parties, subject to any modification established by this Agreement.
2. The provisions of this Article shall not be subject to the grievance procedure.
3. A written complaint alleging a violation of this Article may be filed with the Superintendent.
Such complaint must be submitted within twenty (20) days after the act or omission giving
rise to the complaint. The Superintendent or designee shall respond within five (5) days after
receipt of the written complaint. If the complaint is not satisfied with the written response,
the Association may file with the Superintendent’s office, a written request for advisory
arbitration of the dispute within five (5) days after receipt of the written response.
4. Within five (5) days after the request for arbitration is filed with the Superintendent, the
District and the Association shall attempt to voluntarily agree upon the selection of an
arbitrator. If no agreement can be reached, the parties shall within said five (5) day period
request a list of arbitrators from the California State Mediation Service. Unless otherwise
mutually agreed, the arbitration hearing shall be conducted within thirty (30) days after
receipt of the arbitrator’s findings and recommendations. The costs of the arbitration hearing,
including the arbitrator’s fees, shall be borne equally by the District and the Association.
5. The term “day,” as used in this Article, shall mean a day in which the administrative office is
open. The failure to file a complaint or request arbitration within the timelines set forth
above shall be deemed a waiver of the complaint.
ARTICLE XXII – COMPLETION OF MEET AND NEGOTIATION
22 The District and CSEA agree that negotiations over changes in this Agreement for the duration of
its term have been completed and that this Agreement shall not be reopened for negotiations
except as may be required under Article 23: DURATION, or otherwise mandated by law, other
provisions in this Agreement, or by mutual agreement of the parties.
Nothing in this Article shall preclude the parties from meeting and negotiating for the purpose of
arriving at a new or amended successor Agreement to be effective following its expiration.
36
In the event that new legislation regarding scope of the collective bargaining law becomes
effective during the term of this Agreement, both parties agree to meet and negotiate on matters
specifically added to the scope.
ARTICLE XXIII – DURATION
23 This Agreement shall remain in full force for three (3) years, from July 1, 2010 to June 30, 2013.
REOPENERS: 2011-2012
Reopen salary, health & welfare benefits. Each party may reopen two (2) other articles.
REOPENERS: 2012-2013
Reopen salary, health & welfare benefits. Each party may reopen two (2) other articles.
ARTICLE XXIV – SUPPORT OF AGREEMENT
24 The District and the Association agree that it is to their mutual benefit to encourage the resolution
of differences through the meet and negotiation process. Therefore, it is agreed that the
Association and the District will support this Agreement for its term.
ARTICLE XXV – SAVINGS PROVISIONS
If any provisions of this Agreement are held to be contrary to law by a court of competent
jurisdiction, including the appellate process, such provisions will not be deemed valid and
subsisting except to the extent permitted by law, but all other provisions will continue in full
force and effect.
ARTICLE XXVI – LAYOFF PROCEDURES
1. Classified employees shall be subject to layoff for lack of work or lack of funds.
Whenever a classified employee is laid off, the order of layoff within the class shall be
determined by length of service. The employee, who has been employed the shortest
time in the class, plus higher classes, shall be laid off first. Reemployment shall be in
reverse order of layoff. (Ed. Code 45308)
2. Classified Employees that are laid-off shall be placed on a re-employment list in order of
seniority for a period of thirty-nine (39) months.
3. Classified Employees that are reduced in hours, days, or months shall be placed on a re-
employment list in order of seniority for a period of sixty-three (63) months.
4. Seniority shall be defined as the hire date in the affected job classification. Should the
employee contest the hire date as defined by the District, the employee shall have the
37
right to meet with Human Resources to review payroll records to ascertain accurate hire
date.
5. Should two employees have equal classification seniority, the determination as to who is laid off
first shall be made by earliest hire date within the District. If the District determines seniority is
equal, then the determination shall be made by lot. Each employee in the lot will draw a number
to determine the order in which they will draw for rehire order. Employees will then draw to
determine their rehire order.
6. Employees shall have the options of bumping into previous classification(s) held (lower or equal
or higher) in which they have seniority. The District will discuss employee displacement options
with CSEA prior to implementation. Employees shall be entitled to the most hours by seniority,
not to exceed amount of hours previously or currently held in the affected classification.
Classification seniority for bumping is defined as date of hire in the classification plus time
worked in a higher classification within the District. Displaced employees shall have the same
rights contained in this agreement.
7. The District shall schedule a meeting with laid off bargaining unit members who have elected to
exercise his or her bumping rights. Bargaining unit members shall be entitled to CSEA
representation at that meeting. At that meeting, bumping and reemployment rights will be
explained, available necessary information relating to these topics will be provided, and the
bargaining unit member shall indicate his or her bumping selection, subject to the criteria
specified herein.
8. Employees can choose to be laid off instead of a reduction of hours or bumping into a previously
held classification. Employees that choose to be laid off will retain all statutory rights (including
those found in this article) that would be afforded a person who is laid off from their position.
9. The District shall not contest any appropriate claim for unemployment benefits applied for by the
affected employees.
10. The rights afforded by this agreement are in addition to any rights afforded to affected employees
by statute or the CBA.
11. Affected employees shall receive a 45-day notice of layoff.
12. Affected employees shall remain fully paid including all benefits during the 45 day notice period.
13. CSEA shall have the opportunity to review layoff and reduction notices prior to certified
mailings.
14. An updated seniority list will be provided to CSEA five days prior to the adoption of the Board
Resolution on the subject of layoff or reduction.
15. Vacant positions shall not be reduced in time or split unless the decision and effects are
negotiated with CSEA.
16. Employees who have been laid off shall be notified if a position within their previously held
classification becomes available via certified mail at the last known address on record with the
District. The employee shall then have at least ten (10) work days, from the date of the certified
mailing, to respond (work day defined as day(s) District office is open). The District will notice
all in the affected classification at one time and will offer the position in order of seniority. An
employee accepting an offer for reemployment must begin work within three (3) weeks from the
date of the certified mailing unless extenuating circumstances exist. Failure to do so will result in
the employee being removed from the reemployment list.
17. If an employee on the thirty-nine (39) or sixty-three (63) month rehire list rejects three offers of
reemployment into their same classification with the same number of hours and months, the
38
employee’s name will be removed from the rehire list and he/she will forfeit all reemployment
rights to which otherwise entitled.
18. When an employee has been taken off the reemployment list and reinstated to the classification
from which the employee was laid off, all time during which the employee was in laid-off status
shall be counted for seniority purposes, to the extent required by law, not to exceed thirty-nine
(39) months, in addition to seniority earned prior to the effective date of layoff, except that during
such time the employee will not accrue vacation, sick leave, holidays, or other leave benefits.
19. Issues involving unit member workload will be discussed between CSEA and the District at the
monthly Labor Relations meeting.
20. This article shall not be subject to the grievance procedure, but subject to obligations and
remedies set forth or decided by PERB precedents and decisions.
CALIFORNIA SCHOOL EMPLOYEES SAN JACINTO UNIFIED SCHOOL
ASSOCIATION – CHAPTER #189 DISTRICT
Authorized Representative Authorized Representative
Date Date
APPENDIX A - CLASSIFIED SALARY RANGES
SAN JACINTO UNIFIED SCHOOL DISTRICTSALARY SCHEDULES
Effective 7/1/2009
200 MONTHLY-PERS
201 MONTHLY - NONPERS
203 TECHNICAL SUPPORT
204 MONTHLY - OCCUPATIONAL THERAPIST
217 AVID TUTOR
218 HOURLY - NON PERS
220 HOURLY - PERS
Schedules based on 2008-2009 unless noted otherwise
CLASSIFIED
SAN JACINTO UNIFIED SCHOOL DISTRICTSALARY SCHEDULES
Revised 9/8/2009
CLERICAL INSTRUCTIONAL AIDE NUTRITION SERVICES
Account Clerk 30.1 21st Century Site Assistant 21.0 Asst To Director of Food Services 33.0Account Clerk II 35.0 21st Century Site Liaison 35.0 Central Kitchen Manager 40.0Accounting Technician 42.0 Campus Supervisor 21.0 Cook/Manager 30.0Accounts Payable Assistant 35.0 Child Assistant 22.0 Custodian/Driver 28.0Attendance Clerk-Secondary/21st Century 28.0 Computer Lab Assistant I 21.0 Food Services Utility Worker 20.0Clerk Typist I 22.0 Computer Lab Assistant II 25.0 Lead Cook/Baker 29.0Clerk Typist II 25.0 Instructional Aide 21.0 Nutrition Services Assistant I 19.0District Media Technician 24.0 Instuctional Aide - Bilingual 21.0 Nutrition Services Assistant II 22.0District Textbook/Professional Development Assistant 30.0 Lead Campus Supervisor 22.0 Nutrition Services Assistant III 25.0Elementary Attendance Clerk 25.0 Matron Aide (High School) 21.0 Storekeeper/Driver 29.0Facilities Planner 42.0 Parent Involvement Coordinator 27.0Health Clerk 27.1 Preschool Aide 19.0Information Processing Technician 30.0 Special Education Instructional Aide 23.0Mail Courier 22.0 Speech Language Pathologist Assistant 42.0Payroll Assistant 35.0 Teacher Aide/Adult Education 21.0Pupil Services Assistant 30.0Receptionist/Personnel Secretary 31.0 GROUNDS OTHERRegistrar - High School 28.0School Office Clerk 24.0 Athletic/Grounds Utility Specialist 29.0 Certified Occupational Therapist Assistant 44.0Special Education Interpreter 25.0 Grounds Specialists 36.0 Occupational Therapist [Schedule 204] 1Special Needs Health Clerk 27.1 Groundskeeper 29.0Translator/Interpreter 27.0
SECRETARIAL CUSTODIAL TECHNOLOGY
21st Century District Coordinator 42.0 Carpet and Floor Covering Specialists I 26.1 Help Desk Tech [Schedule 203] 1Administrative Secretary I 43.0 Carpet and Floor Covering Specialists II 28.1 Network Administrator [Schedule 203] 4Educational Services Secretary 32.1 Custodian I/Utility Worker 26.1 Technical Support Specialist II 2Elementary School Secretary 41.0 Custodian II 28.1 Training Specialist [Schedule 203] 2High School Secretary 43.0 Lead Custodian 32.0Middle School Secretary 42.0 Security Custodian 26.0Mt View School Secretary 41.0Personnel Secretary/Credentials Technician 42.0 MAINTENANCE BUS DRIVERSchool Services Assistant - Elementary 31.0School Services Assistant - Secondary 33.0 Bus Driver/Service Mechanic 38.1 Bus Driver 29.0School Services Manager - High School 38.0 Lead Grounds/Maintenance - Weekends 37.1 Bus Driver Instructor/Dispatcher/Bus Driver 33.0Secretary I 28.0 Maintenance Worker 32.1Secretary I/Translator 29.0 Mechanic Repair Worker 30.0Student Services Grant Coordinator 42.0 Skilled Maintenance Worker 41.1Sub Caller/Personnel Services Secretary 32.1 Skilled Mechanic 41.1
Supervisor of Safety 40.0
CLASSIFIED
YEARS WORKED HOURLY MONTHLY/173.333 HOURS11 YRS 0.20 $34.6716 YRS 0.37 $64.1321 YRS 0.53 $91.8626 YRS 0.70 $121.33
MONTHS WORKED PER YEAR HOURLY MONTHLY10 MO 0.20 $35.0011 MO 0.18 $31.8212 MO 0.17 $29.17
15 sem units 2 yr period (4 incentives max)
YEARS WORKED MONTHS WORKED PER YEAR DAYS EARNED1-4 YRS 10/11/12 1 DAY/MO5-9 YRS 13/14/15 +3
10+ 18/19/20 +520+ 20/21/22 +2
NEW CONTRACT EFF 07/01/07
ANNIVERSARIES
GROWTH INCENTIVES
VACATION
SAN JACINTO UNIFIED SCHOOL DISTRICTSCHEDULE 200CLASSIFIED MONTHLY - PERSEFFECTIVE 01/01/08
ROW 1 2 3 4 5 6 714 1,750.00 1,824.00 1,897.00 1,968.00 2,044.00 2,128.00 2,193.00
15 1,799.00 1,869.00 1,939.00 2,027.00 2,106.00 2,193.00 2,259.00
16 1,845.00 1,918.00 1,994.00 2,077.00 2,161.00 2,243.00 2,309.00
17 1,887.00 1,967.00 2,047.00 2,128.00 2,212.00 2,307.00 2,375.00
18 1,939.00 2,016.00 2,091.00 2,180.00 2,265.00 2,354.00 2,425.00
19 1,991.00 2,073.00 2,148.00 2,236.00 2,325.00 2,419.00 2,492.00
20 2,037.00 2,121.00 2,205.00 2,294.00 2,378.00 2,480.00 2,551.00
21 2,087.00 2,178.00 2,262.00 2,350.00 2,445.00 2,548.00 2,624.00
22 2,140.00 2,228.00 2,318.00 2,410.00 2,514.00 2,606.00 2,684.00
23 2,201.00 2,286.00 2,377.00 2,471.00 2,568.00 2,669.00 2,751.00
24 2,252.00 2,338.00 2,435.00 2,530.00 2,631.00 2,737.00 2,816.00
25 2,312.00 2,400.00 2,493.00 2,600.00 2,704.00 2,810.00 2,894.00
26 2,372.00 2,466.00 2,562.00 2,668.00 2,771.00 2,883.00 2,969.00
26.1 2,425.00 2,520.00 2,628.00 2,730.00 2,841.00 2,961.00 3,049.00
27 2,432.00 2,523.00 2,629.00 2,735.00 2,842.00 2,962.00 3,050.00
27.1 2,480.00 2,574.00 2,668.00 2,752.00 2,851.00 2,963.00 3,051.00
28 2,488.00 2,589.00 2,690.00 2,799.00 2,913.00 3,027.00 3,118.00
28.1 2,542.00 2,642.00 2,751.00 2,861.00 2,981.00 3,096.00 3,191.00
29 2,551.00 2,651.00 2,757.00 2,870.00 2,986.00 3,105.00 3,199.00
30 2,615.00 2,720.00 2,832.00 2,941.00 3,061.00 3,181.00 3,277.00
30.1 2,648.00 2,751.00 2,864.00 2,983.00 3,096.00 3,220.00 3,319.00
31 2,681.00 2,787.00 2,901.00 3,020.00 3,140.00 3,264.00 3,362.00
32 2,750.00 2,861.00 2,974.00 3,094.00 3,217.00 3,339.00 3,442.00
32.1 2,786.00 2,913.00 3,019.00 3,222.00 3,255.00 3,391.00 3,492.00
32.5 2,810.00 2,916.00 3,035.00 3,224.00 3,282.00 3,413.00 3,516.00
33 2,820.00 2,930.00 3,048.00 3,225.00 3,304.00 3,435.00 3,536.00
SAN JACINTO UNIFIED SCHOOL DISTRICTSCHEDULE 200CLASSIFIED MONTHLY - PERSEFFECTIVE 01/01/08
ROW 1 2 3 4 5 6 734.1 2,832.00 2,939.00 3,060.00 3,226.00 3,305.00 3,436.00 3,537.00
34.2 2,878.00 2,996.00 3,114.00 3,238.00 3,365.00 3,500.00 3,607.00
34.3 2,887.00 3,002.00 3,124.00 3,248.00 3,379.00 3,515.00 3,619.00
35 2,904.00 3,078.00 3,206.00 3,330.00 3,459.00 3,599.00 3,709.00
35.5 2,946.00 3,079.00 3,207.00 3,331.00 3,460.00 3,600.00 3,710.00
36 3,060.00 3,168.00 3,285.00 3,413.00 3,532.00 3,658.00 3,761.00
36.1 3,061.00 3,169.00 3,286.00 3,414.00 3,533.00 3,659.00 3,762.00
37 3,085.00 3,209.00 3,337.00 3,468.00 3,611.00 3,754.00 3,864.00
37.1 3,114.00 3,233.00 3,360.00 3,496.00 3,636.00 3,776.00 3,888.00
38 3,161.00 3,287.00 3,426.00 3,558.00 3,700.00 3,845.00 3,958.00
38.1 3,238.00 3,349.00 3,455.00 3,565.00 3,701.00 3,846.00 3,959.00
40 3,267.00 3,395.00 3,532.00 3,673.00 3,817.00 3,963.00 4,079.00
41 3,299.00 3,427.00 3,560.00 3,699.00 3,843.00 3,992.00 4,204.00
41.1 3,455.00 3,564.00 3,683.00 3,810.00 3,929.00 4,055.00 4,205.00
42 3,456.00 3,565.00 3,699.00 3,843.00 3,992.00 4,148.00 4,367.00
43 3,553.00 3,694.00 3,839.00 3,986.00 4,140.00 4,304.00 4,527.00
44 4,075.00 4,235.00 4,400.00 4,576.00 4,854.00 4,945.00 5,090.00
SAN JACINTO UNIFIED SCHOOL DISTRICTSCHEDULE 201CLASSIFIED MONTHLY - NONPERSEFFECTIVE 01/01/08
ROW 1 2 3 4 5 6 714 1,838.00 1,917.00 1,992.00 2,069.00 2,143.00 2,234.00 2,305.00
15 1,890.00 1,962.00 2,036.00 2,129.00 2,210.00 2,305.00 2,372.00
16 1,934.00 2,013.00 2,094.00 2,181.00 2,268.00 2,355.00 2,423.00
17 1,982.00 2,068.00 2,147.00 2,234.00 2,323.00 2,420.00 2,496.00
18 2,036.00 2,117.00 2,198.00 2,288.00 2,378.00 2,472.00 2,546.00
19 2,088.00 2,176.00 2,256.00 2,348.00 2,442.00 2,540.00 2,617.00
20 2,140.00 2,225.00 2,314.00 2,408.00 2,498.00 2,604.00 2,682.00
21 2,192.00 2,285.00 2,374.00 2,471.00 2,570.00 2,678.00 2,755.00
22 2,248.00 2,340.00 2,437.00 2,530.00 2,637.00 2,737.00 2,816.00
23 2,312.00 2,402.00 2,497.00 2,592.00 2,695.00 2,804.00 2,888.00
24 2,362.00 2,454.00 2,554.00 2,655.00 2,760.00 2,874.00 2,957.00
25 2,425.00 2,517.00 2,618.00 2,729.00 2,837.00 2,948.00 3,038.00
26 2,492.00 2,589.00 2,689.00 2,803.00 2,909.00 3,028.00 3,119.00
26.1 2,546.00 2,647.00 2,757.00 2,866.00 2,986.00 3,110.00 3,202.00
27 2,551.00 2,648.00 2,758.00 2,870.00 2,987.00 3,111.00 3,203.00
27.1 2,586.00 2,683.00 2,775.00 2,872.00 2,988.00 3,112.00 3,204.00
28 2,614.00 2,719.00 2,825.00 2,937.00 3,060.00 3,177.00 3,272.00
28.1 2,668.00 2,775.00 2,888.00 3,002.00 3,129.00 3,253.00 3,349.00
29 2,682.00 2,782.00 2,896.00 3,017.00 3,134.00 3,260.00 3,359.00
30 2,746.00 2,859.00 2,971.00 3,090.00 3,214.00 3,339.00 3,443.00
30.1 2,780.00 2,888.00 3,007.00 3,132.00 3,253.00 3,383.00 3,484.00
31 2,813.00 2,928.00 3,045.00 3,169.00 3,299.00 3,428.00 3,532.00
32 2,885.00 3,002.00 3,124.00 3,251.00 3,379.00 3,511.00 3,614.00
32.1 2,927.00 3,060.00 3,168.00 3,385.00 3,422.00 3,563.00 3,668.00
32.5 2,948.00 3,062.00 3,187.00 3,386.00 3,447.00 3,584.00 3,693.00
33 2,963.00 3,075.00 3,201.00 3,387.00 3,468.00 3,607.00 3,714.00
SAN JACINTO UNIFIED SCHOOL DISTRICTSCHEDULE 201CLASSIFIED MONTHLY - NONPERSEFFECTIVE 01/01/08
ROW 1 2 3 4 5 6 734.1 2,971.00 3,087.00 3,212.00 3,388.00 3,470.00 3,608.00 3,716.00
34.2 3,024.00 3,145.00 3,270.00 3,398.00 3,534.00 3,676.00 3,787.00
34.3 3,032.00 3,154.00 3,279.00 3,409.00 3,548.00 3,690.00 3,799.00
35 3,048.00 3,232.00 3,364.00 3,494.00 3,634.00 3,781.00 3,894.00
35.5 3,093.00 3,233.00 3,365.00 3,495.00 3,636.00 3,782.00 3,895.00
36 3,200.00 3,319.00 3,442.00 3,567.00 3,695.00 3,833.00 3,942.00
36.1 3,201.00 3,320.00 3,443.00 3,568.00 3,696.00 3,834.00 3,944.00
37 3,238.00 3,368.00 3,503.00 3,642.00 3,790.00 3,940.00 4,058.00
37.1 3,270.00 3,396.00 3,529.00 3,673.00 3,817.00 3,967.00 4,081.00
38 3,320.00 3,453.00 3,594.00 3,734.00 3,885.00 4,037.00 4,160.00
38.1 3,368.00 3,459.00 3,595.00 3,735.00 3,886.00 4,038.00 4,161.00
40 3,430.00 3,565.00 3,708.00 3,854.00 4,008.00 4,161.00 4,284.00
41 3,460.00 3,595.00 3,739.00 3,884.00 4,036.00 4,194.00 4,412.00
41.1 3,461.00 3,713.00 3,837.00 3,963.00 4,091.00 4,229.00 4,413.00
42 3,595.00 3,739.00 3,884.00 4,036.00 4,194.00 4,354.00 4,583.00
43 3,729.00 3,880.00 4,032.00 4,184.00 4,346.00 4,519.00 4,755.00
44 4,279.00 4,446.00 4,622.00 4,805.00 5,097.00 5,192.00 5,345.00
SAN JACINTO UNIFIED SCHOOL DISTRICTSCHEDULE 203CLASSIFIED MONTHLY - TECHNICIAL SUPPORTEFFECTIVE 01/01/08
ROW HELP DESK TECH
TECHNICAL SUPPORT SPEC II
TRAINING SPECIALIST
TECHNICIAL CURRICULUM
SUPPORTNOT IN USE
1 3,827.00 4,544.00 4,785.00 5,622.002 3,980.00 4,726.00 4,975.00 5,847.003 4,140.00 4,917.00 5,176.00 6,079.004 4,306.00 5,115.00 5,383.00 6,323.005 4,476.00 5,316.00 5,598.00 6,576.006 4,658.00 5,530.00 5,820.00 6,838.007 4,795.00 5,696.00 5,995.00 7,044.00
SAN JACINTO UNIFIED SCHOOL DISTRICTSCHEDULE 204CLASSIFIED MONTHLY - OCCUPATIONAL THERAPISTEFFECTIVE 01/01/08
ROW OCCUPATIONAL THERAPIST1 5,116.002 5,319.003 5,532.004 5,754.005 5,983.006 6,222.007 6,471.00
SAN JACINTO UNIFIED SCHOOL DISTRICTSCHEDULE 217CLASSIFIED HOURLY - AVID TUTOREFFECTIVE 07/01/06 (No Change)
ROW AVID TUTOR1 10.00
No change from prior schedule.
SAN JACINTO UNIFIED SCHOOL DISTRICTSCHEDULE 218CLASSIFIED HOURLY NON PERSEFFECTIVE 01/01/08
ROW 1 2 3 4 5 6 7 ROW 1 2 3 4 5 6 714 10.60 11.06 11.49 11.94 12.36 12.89 13.30 35.5 17.84 18.66 19.42 20.17 20.98 21.82 22.47 15 10.90 11.32 11.75 12.28 12.75 13.30 13.68 36 18.46 19.15 19.86 20.58 21.32 22.11 22.74 16 11.16 11.61 12.08 12.58 13.08 13.59 13.98 36.1 18.47 19.16 19.87 20.60 21.33 22.12 22.75 17 11.43 11.93 12.39 12.89 13.40 13.96 14.40 37 18.68 19.43 20.21 21.01 21.87 22.73 23.41 18 11.75 12.21 12.68 13.20 13.72 14.26 14.69 37.1 18.87 19.59 20.36 21.19 22.02 22.89 23.54 19 12.04 12.55 13.02 13.55 14.09 14.65 15.10 38 19.15 19.92 20.73 21.54 22.41 23.29 24.00 20 12.35 12.84 13.35 13.89 14.41 15.02 15.47 38.1 19.43 19.96 20.74 21.55 22.42 23.30 24.01 21 12.65 13.18 13.70 14.26 14.83 15.45 15.89 40 19.79 20.57 21.39 22.23 23.12 24.01 24.72 22 12.97 13.50 14.06 14.60 15.21 15.79 16.25 41 19.96 20.74 21.57 22.41 23.28 24.20 25.45 23 13.34 13.86 14.41 14.95 15.55 16.18 16.66 41.1 19.97 21.42 22.14 22.86 23.60 24.40 25.46 24 13.63 14.16 14.73 15.32 15.92 16.58 17.06 42 20.74 21.57 22.41 23.28 24.20 25.12 26.44 25 13.99 14.52 15.10 15.74 16.37 17.01 17.53 43 21.51 22.38 23.26 24.14 25.07 26.07 27.43 26 14.38 14.94 15.51 16.17 16.78 17.47 17.99 44 24.69 25.65 26.67 27.72 29.41 29.95 30.84 26.1 14.69 15.27 15.90 16.53 17.22 17.94 18.47 27 14.72 15.28 15.91 16.56 17.23 17.95 18.48 27.1 14.92 15.48 16.01 16.57 17.24 17.96 18.49 28 15.08 15.69 16.30 16.94 17.65 18.33 18.88 28.1 15.39 16.01 16.66 17.32 18.05 18.77 19.32 29 15.47 16.05 16.71 17.41 18.08 18.81 19.38 30 15.84 16.49 17.14 17.83 18.54 19.26 19.86 30.1 16.04 16.66 17.35 18.07 18.77 19.52 20.10 31 16.23 16.89 17.57 18.28 19.03 19.78 20.38 32 16.64 17.32 18.02 18.76 19.49 20.26 20.85 32.1 16.89 17.65 18.28 19.52 19.74 20.56 21.16 32.5 17.01 17.67 18.39 19.53 19.89 20.68 21.31 33 17.09 17.74 18.47 19.54 20.01 20.81 21.42 34.1 17.14 17.81 18.53 19.55 20.02 20.82 21.43 34.2 17.45 18.14 18.87 19.60 20.39 21.21 21.85 34.3 17.49 18.20 18.92 19.67 20.47 21.29 21.92 35 17.58 18.65 19.41 20.16 20.97 21.81 22.46
SAN JACINTO UNIFIED SCHOOL DISTRICTSCHEDULE 220CLASSIFIED HOURLY PERSEFFECTIVE 01/01/08
ROW 1 2 3 4 5 6 7 ROW 1 2 3 4 5 6 714 10.10 10.52 10.94 11.36 11.79 12.28 12.66 35.5 17.00 17.77 18.51 19.22 19.97 20.78 21.4015 10.38 10.78 11.19 11.69 12.15 12.66 13.03 36 17.65 18.27 18.96 19.69 20.37 21.10 21.6916 10.64 11.07 11.50 11.98 12.47 12.94 13.32 36.1 17.66 18.28 18.97 19.70 20.38 21.11 21.7017 10.89 11.35 11.81 12.28 12.76 13.31 13.71 37 17.80 18.51 19.25 20.01 20.83 21.66 22.2918 11.19 11.63 12.06 12.58 13.07 13.58 13.99 37.1 17.97 18.66 19.38 20.17 20.98 21.79 22.4319 11.49 11.96 12.39 12.90 13.41 13.96 14.38 38 18.24 18.97 19.77 20.53 21.35 22.18 22.8420 11.75 12.24 12.72 13.23 13.72 14.31 14.72 38.1 18.68 19.32 19.93 20.57 21.36 22.19 22.8521 12.04 12.57 13.05 13.56 14.11 14.70 15.14 40 18.85 19.59 20.38 21.19 22.02 22.87 23.5422 12.35 12.85 13.37 13.90 14.50 15.04 15.49 41 19.03 19.77 20.54 21.34 22.17 23.03 24.2523 12.70 13.19 13.71 14.26 14.82 15.40 15.87 41.1 19.94 20.56 21.25 21.98 22.67 23.39 24.2624 12.99 13.49 14.05 14.60 15.18 15.79 16.25 42 19.95 20.57 21.34 22.17 23.03 23.93 25.2025 13.34 13.85 14.38 15.00 15.60 16.21 16.70 43 20.50 21.31 22.15 23.00 23.89 24.83 26.1226 13.69 14.23 14.78 15.39 15.99 16.63 17.13 44 23.51 24.43 25.38 26.40 28.01 28.53 29.3726.1 13.99 14.54 15.16 15.75 16.39 17.09 17.6027 14.03 14.56 15.17 15.78 16.40 17.10 17.6127.1 14.31 14.85 15.39 15.88 16.45 17.11 17.6228 14.35 14.94 15.52 16.15 16.81 17.46 17.9928.1 14.67 15.24 15.87 16.51 17.20 17.87 18.4129 14.72 15.30 15.91 16.56 17.23 17.92 18.4630 15.09 15.69 16.34 16.97 17.66 18.36 18.9130.1 15.28 15.87 16.52 17.21 17.86 18.58 19.1531 15.47 16.08 16.74 17.42 18.12 18.83 19.4032 15.87 16.51 17.16 17.85 18.56 19.27 19.8632.1 16.08 16.81 17.42 18.59 18.78 19.56 20.1532.5 16.21 16.83 17.51 18.60 18.94 19.69 20.2933 16.27 16.90 17.58 18.61 19.06 19.82 20.4034.1 16.34 16.96 17.65 18.62 19.07 19.83 20.4234.2 16.60 17.28 17.97 18.68 19.42 20.19 20.8134.3 16.66 17.32 18.02 18.74 19.49 20.28 20.8835 16.75 17.76 18.50 19.21 19.96 20.77 21.39
APPENDIX B - CLASSIFIED HOURLY/MONTHLY RATES
SAN JACINTO UNIFIED SCHOOL DISTRICTSCHEDULE 200CLASSIFIED MONTHLY - PERSEFFECTIVE 01/01/08
ROW 1 2 3 4 5 6 714 1,750.00 1,824.00 1,897.00 1,968.00 2,044.00 2,128.00 2,193.00
15 1,799.00 1,869.00 1,939.00 2,027.00 2,106.00 2,193.00 2,259.00
16 1,845.00 1,918.00 1,994.00 2,077.00 2,161.00 2,243.00 2,309.00
17 1,887.00 1,967.00 2,047.00 2,128.00 2,212.00 2,307.00 2,375.00
18 1,939.00 2,016.00 2,091.00 2,180.00 2,265.00 2,354.00 2,425.00
19 1,991.00 2,073.00 2,148.00 2,236.00 2,325.00 2,419.00 2,492.00
20 2,037.00 2,121.00 2,205.00 2,294.00 2,378.00 2,480.00 2,551.00
21 2,087.00 2,178.00 2,262.00 2,350.00 2,445.00 2,548.00 2,624.00
22 2,140.00 2,228.00 2,318.00 2,410.00 2,514.00 2,606.00 2,684.00
23 2,201.00 2,286.00 2,377.00 2,471.00 2,568.00 2,669.00 2,751.00
24 2,252.00 2,338.00 2,435.00 2,530.00 2,631.00 2,737.00 2,816.00
25 2,312.00 2,400.00 2,493.00 2,600.00 2,704.00 2,810.00 2,894.00
26 2,372.00 2,466.00 2,562.00 2,668.00 2,771.00 2,883.00 2,969.00
26.1 2,425.00 2,520.00 2,628.00 2,730.00 2,841.00 2,961.00 3,049.00
27 2,432.00 2,523.00 2,629.00 2,735.00 2,842.00 2,962.00 3,050.00
27.1 2,480.00 2,574.00 2,668.00 2,752.00 2,851.00 2,963.00 3,051.00
28 2,488.00 2,589.00 2,690.00 2,799.00 2,913.00 3,027.00 3,118.00
28.1 2,542.00 2,642.00 2,751.00 2,861.00 2,981.00 3,096.00 3,191.00
29 2,551.00 2,651.00 2,757.00 2,870.00 2,986.00 3,105.00 3,199.00
30 2,615.00 2,720.00 2,832.00 2,941.00 3,061.00 3,181.00 3,277.00
30.1 2,648.00 2,751.00 2,864.00 2,983.00 3,096.00 3,220.00 3,319.00
31 2,681.00 2,787.00 2,901.00 3,020.00 3,140.00 3,264.00 3,362.00
32 2,750.00 2,861.00 2,974.00 3,094.00 3,217.00 3,339.00 3,442.00
32.1 2,786.00 2,913.00 3,019.00 3,222.00 3,255.00 3,391.00 3,492.00
32.5 2,810.00 2,916.00 3,035.00 3,224.00 3,282.00 3,413.00 3,516.00
33 2,820.00 2,930.00 3,048.00 3,225.00 3,304.00 3,435.00 3,536.00
SAN JACINTO UNIFIED SCHOOL DISTRICTSCHEDULE 200CLASSIFIED MONTHLY - PERSEFFECTIVE 01/01/08
ROW 1 2 3 4 5 6 734.1 2,832.00 2,939.00 3,060.00 3,226.00 3,305.00 3,436.00 3,537.00
34.2 2,878.00 2,996.00 3,114.00 3,238.00 3,365.00 3,500.00 3,607.00
34.3 2,887.00 3,002.00 3,124.00 3,248.00 3,379.00 3,515.00 3,619.00
35 2,904.00 3,078.00 3,206.00 3,330.00 3,459.00 3,599.00 3,709.00
35.5 2,946.00 3,079.00 3,207.00 3,331.00 3,460.00 3,600.00 3,710.00
36 3,060.00 3,168.00 3,285.00 3,413.00 3,532.00 3,658.00 3,761.00
36.1 3,061.00 3,169.00 3,286.00 3,414.00 3,533.00 3,659.00 3,762.00
37 3,085.00 3,209.00 3,337.00 3,468.00 3,611.00 3,754.00 3,864.00
37.1 3,114.00 3,233.00 3,360.00 3,496.00 3,636.00 3,776.00 3,888.00
38 3,161.00 3,287.00 3,426.00 3,558.00 3,700.00 3,845.00 3,958.00
38.1 3,238.00 3,349.00 3,455.00 3,565.00 3,701.00 3,846.00 3,959.00
40 3,267.00 3,395.00 3,532.00 3,673.00 3,817.00 3,963.00 4,079.00
41 3,299.00 3,427.00 3,560.00 3,699.00 3,843.00 3,992.00 4,204.00
41.1 3,455.00 3,564.00 3,683.00 3,810.00 3,929.00 4,055.00 4,205.00
42 3,456.00 3,565.00 3,699.00 3,843.00 3,992.00 4,148.00 4,367.00
43 3,553.00 3,694.00 3,839.00 3,986.00 4,140.00 4,304.00 4,527.00
44 4,075.00 4,235.00 4,400.00 4,576.00 4,854.00 4,945.00 5,090.00
SAN JACINTO UNIFIED SCHOOL DISTRICTSCHEDULE 201CLASSIFIED MONTHLY - NONPERSEFFECTIVE 01/01/08
ROW 1 2 3 4 5 6 714 1,838.00 1,917.00 1,992.00 2,069.00 2,143.00 2,234.00 2,305.00
15 1,890.00 1,962.00 2,036.00 2,129.00 2,210.00 2,305.00 2,372.00
16 1,934.00 2,013.00 2,094.00 2,181.00 2,268.00 2,355.00 2,423.00
17 1,982.00 2,068.00 2,147.00 2,234.00 2,323.00 2,420.00 2,496.00
18 2,036.00 2,117.00 2,198.00 2,288.00 2,378.00 2,472.00 2,546.00
19 2,088.00 2,176.00 2,256.00 2,348.00 2,442.00 2,540.00 2,617.00
20 2,140.00 2,225.00 2,314.00 2,408.00 2,498.00 2,604.00 2,682.00
21 2,192.00 2,285.00 2,374.00 2,471.00 2,570.00 2,678.00 2,755.00
22 2,248.00 2,340.00 2,437.00 2,530.00 2,637.00 2,737.00 2,816.00
23 2,312.00 2,402.00 2,497.00 2,592.00 2,695.00 2,804.00 2,888.00
24 2,362.00 2,454.00 2,554.00 2,655.00 2,760.00 2,874.00 2,957.00
25 2,425.00 2,517.00 2,618.00 2,729.00 2,837.00 2,948.00 3,038.00
26 2,492.00 2,589.00 2,689.00 2,803.00 2,909.00 3,028.00 3,119.00
26.1 2,546.00 2,647.00 2,757.00 2,866.00 2,986.00 3,110.00 3,202.00
27 2,551.00 2,648.00 2,758.00 2,870.00 2,987.00 3,111.00 3,203.00
27.1 2,586.00 2,683.00 2,775.00 2,872.00 2,988.00 3,112.00 3,204.00
28 2,614.00 2,719.00 2,825.00 2,937.00 3,060.00 3,177.00 3,272.00
28.1 2,668.00 2,775.00 2,888.00 3,002.00 3,129.00 3,253.00 3,349.00
29 2,682.00 2,782.00 2,896.00 3,017.00 3,134.00 3,260.00 3,359.00
30 2,746.00 2,859.00 2,971.00 3,090.00 3,214.00 3,339.00 3,443.00
30.1 2,780.00 2,888.00 3,007.00 3,132.00 3,253.00 3,383.00 3,484.00
31 2,813.00 2,928.00 3,045.00 3,169.00 3,299.00 3,428.00 3,532.00
32 2,885.00 3,002.00 3,124.00 3,251.00 3,379.00 3,511.00 3,614.00
32.1 2,927.00 3,060.00 3,168.00 3,385.00 3,422.00 3,563.00 3,668.00
32.5 2,948.00 3,062.00 3,187.00 3,386.00 3,447.00 3,584.00 3,693.00
33 2,963.00 3,075.00 3,201.00 3,387.00 3,468.00 3,607.00 3,714.00
SAN JACINTO UNIFIED SCHOOL DISTRICTSCHEDULE 201CLASSIFIED MONTHLY - NONPERSEFFECTIVE 01/01/08
ROW 1 2 3 4 5 6 734.1 2,971.00 3,087.00 3,212.00 3,388.00 3,470.00 3,608.00 3,716.00
34.2 3,024.00 3,145.00 3,270.00 3,398.00 3,534.00 3,676.00 3,787.00
34.3 3,032.00 3,154.00 3,279.00 3,409.00 3,548.00 3,690.00 3,799.00
35 3,048.00 3,232.00 3,364.00 3,494.00 3,634.00 3,781.00 3,894.00
35.5 3,093.00 3,233.00 3,365.00 3,495.00 3,636.00 3,782.00 3,895.00
36 3,200.00 3,319.00 3,442.00 3,567.00 3,695.00 3,833.00 3,942.00
36.1 3,201.00 3,320.00 3,443.00 3,568.00 3,696.00 3,834.00 3,944.00
37 3,238.00 3,368.00 3,503.00 3,642.00 3,790.00 3,940.00 4,058.00
37.1 3,270.00 3,396.00 3,529.00 3,673.00 3,817.00 3,967.00 4,081.00
38 3,320.00 3,453.00 3,594.00 3,734.00 3,885.00 4,037.00 4,160.00
38.1 3,368.00 3,459.00 3,595.00 3,735.00 3,886.00 4,038.00 4,161.00
40 3,430.00 3,565.00 3,708.00 3,854.00 4,008.00 4,161.00 4,284.00
41 3,460.00 3,595.00 3,739.00 3,884.00 4,036.00 4,194.00 4,412.00
41.1 3,461.00 3,713.00 3,837.00 3,963.00 4,091.00 4,229.00 4,413.00
42 3,595.00 3,739.00 3,884.00 4,036.00 4,194.00 4,354.00 4,583.00
43 3,729.00 3,880.00 4,032.00 4,184.00 4,346.00 4,519.00 4,755.00
44 4,279.00 4,446.00 4,622.00 4,805.00 5,097.00 5,192.00 5,345.00
SAN JACINTO UNIFIED SCHOOL DISTRICTSCHEDULE 218CLASSIFIED HOURLY NON PERSEFFECTIVE 01/01/08
ROW 1 2 3 4 5 6 7 ROW 1 2 3 4 5 6 714 10.60 11.06 11.49 11.94 12.36 12.89 13.30 35.5 17.84 18.66 19.42 20.17 20.98 21.82 22.47 15 10.90 11.32 11.75 12.28 12.75 13.30 13.68 36 18.46 19.15 19.86 20.58 21.32 22.11 22.74 16 11.16 11.61 12.08 12.58 13.08 13.59 13.98 36.1 18.47 19.16 19.87 20.60 21.33 22.12 22.75 17 11.43 11.93 12.39 12.89 13.40 13.96 14.40 37 18.68 19.43 20.21 21.01 21.87 22.73 23.41 18 11.75 12.21 12.68 13.20 13.72 14.26 14.69 37.1 18.87 19.59 20.36 21.19 22.02 22.89 23.54 19 12.04 12.55 13.02 13.55 14.09 14.65 15.10 38 19.15 19.92 20.73 21.54 22.41 23.29 24.00 20 12.35 12.84 13.35 13.89 14.41 15.02 15.47 38.1 19.43 19.96 20.74 21.55 22.42 23.30 24.01 21 12.65 13.18 13.70 14.26 14.83 15.45 15.89 40 19.79 20.57 21.39 22.23 23.12 24.01 24.72 22 12.97 13.50 14.06 14.60 15.21 15.79 16.25 41 19.96 20.74 21.57 22.41 23.28 24.20 25.45 23 13.34 13.86 14.41 14.95 15.55 16.18 16.66 41.1 19.97 21.42 22.14 22.86 23.60 24.40 25.46 24 13.63 14.16 14.73 15.32 15.92 16.58 17.06 42 20.74 21.57 22.41 23.28 24.20 25.12 26.44 25 13.99 14.52 15.10 15.74 16.37 17.01 17.53 43 21.51 22.38 23.26 24.14 25.07 26.07 27.43 26 14.38 14.94 15.51 16.17 16.78 17.47 17.99 44 24.69 25.65 26.67 27.72 29.41 29.95 30.84 26.1 14.69 15.27 15.90 16.53 17.22 17.94 18.47 27 14.72 15.28 15.91 16.56 17.23 17.95 18.48 27.1 14.92 15.48 16.01 16.57 17.24 17.96 18.49 28 15.08 15.69 16.30 16.94 17.65 18.33 18.88 28.1 15.39 16.01 16.66 17.32 18.05 18.77 19.32 29 15.47 16.05 16.71 17.41 18.08 18.81 19.38 30 15.84 16.49 17.14 17.83 18.54 19.26 19.86 30.1 16.04 16.66 17.35 18.07 18.77 19.52 20.10 31 16.23 16.89 17.57 18.28 19.03 19.78 20.38 32 16.64 17.32 18.02 18.76 19.49 20.26 20.85 32.1 16.89 17.65 18.28 19.52 19.74 20.56 21.16 32.5 17.01 17.67 18.39 19.53 19.89 20.68 21.31 33 17.09 17.74 18.47 19.54 20.01 20.81 21.42 34.1 17.14 17.81 18.53 19.55 20.02 20.82 21.43 34.2 17.45 18.14 18.87 19.60 20.39 21.21 21.85 34.3 17.49 18.20 18.92 19.67 20.47 21.29 21.92 35 17.58 18.65 19.41 20.16 20.97 21.81 22.46
SAN JACINTO UNIFIED SCHOOL DISTRICTSCHEDULE 220CLASSIFIED HOURLY PERSEFFECTIVE 01/01/08
ROW 1 2 3 4 5 6 7 ROW 1 2 3 4 5 6 714 10.10 10.52 10.94 11.36 11.79 12.28 12.66 35.5 17.00 17.77 18.51 19.22 19.97 20.78 21.4015 10.38 10.78 11.19 11.69 12.15 12.66 13.03 36 17.65 18.27 18.96 19.69 20.37 21.10 21.6916 10.64 11.07 11.50 11.98 12.47 12.94 13.32 36.1 17.66 18.28 18.97 19.70 20.38 21.11 21.7017 10.89 11.35 11.81 12.28 12.76 13.31 13.71 37 17.80 18.51 19.25 20.01 20.83 21.66 22.2918 11.19 11.63 12.06 12.58 13.07 13.58 13.99 37.1 17.97 18.66 19.38 20.17 20.98 21.79 22.4319 11.49 11.96 12.39 12.90 13.41 13.96 14.38 38 18.24 18.97 19.77 20.53 21.35 22.18 22.8420 11.75 12.24 12.72 13.23 13.72 14.31 14.72 38.1 18.68 19.32 19.93 20.57 21.36 22.19 22.8521 12.04 12.57 13.05 13.56 14.11 14.70 15.14 40 18.85 19.59 20.38 21.19 22.02 22.87 23.5422 12.35 12.85 13.37 13.90 14.50 15.04 15.49 41 19.03 19.77 20.54 21.34 22.17 23.03 24.2523 12.70 13.19 13.71 14.26 14.82 15.40 15.87 41.1 19.94 20.56 21.25 21.98 22.67 23.39 24.2624 12.99 13.49 14.05 14.60 15.18 15.79 16.25 42 19.95 20.57 21.34 22.17 23.03 23.93 25.2025 13.34 13.85 14.38 15.00 15.60 16.21 16.70 43 20.50 21.31 22.15 23.00 23.89 24.83 26.1226 13.69 14.23 14.78 15.39 15.99 16.63 17.13 44 23.51 24.43 25.38 26.40 28.01 28.53 29.3726.1 13.99 14.54 15.16 15.75 16.39 17.09 17.6027 14.03 14.56 15.17 15.78 16.40 17.10 17.6127.1 14.31 14.85 15.39 15.88 16.45 17.11 17.6228 14.35 14.94 15.52 16.15 16.81 17.46 17.9928.1 14.67 15.24 15.87 16.51 17.20 17.87 18.4129 14.72 15.30 15.91 16.56 17.23 17.92 18.4630 15.09 15.69 16.34 16.97 17.66 18.36 18.9130.1 15.28 15.87 16.52 17.21 17.86 18.58 19.1531 15.47 16.08 16.74 17.42 18.12 18.83 19.4032 15.87 16.51 17.16 17.85 18.56 19.27 19.8632.1 16.08 16.81 17.42 18.59 18.78 19.56 20.1532.5 16.21 16.83 17.51 18.60 18.94 19.69 20.2933 16.27 16.90 17.58 18.61 19.06 19.82 20.4034.1 16.34 16.96 17.65 18.62 19.07 19.83 20.4234.2 16.60 17.28 17.97 18.68 19.42 20.19 20.8134.3 16.66 17.32 18.02 18.74 19.49 20.28 20.8835 16.75 17.76 18.50 19.21 19.96 20.77 21.39
APPENDIX C – APPLICATION FOR ADVANCEMENT OR TRANSFER
Rev II_072511
REQUEST FOR TRANSFER OF ASSIGNMENT (CLASSIFIED) Any employee may request a voluntary transfer to another position. Please refer to your bargaining agreement for additional information. Transfer requests shall remain active for only the school year in which it is submitted. It is also suggested that transfers for the upcoming school year be submitted by April 15th. It is the employee’s responsibility to submit this completed request form to the Personnel Office prior to the closing date of a posted vacancy. Name: ____________________________________________________________________
Date of Hire: ___________________
Present Position: ____________________________________________________________
Present School or Department: _________________________________________________
Length of Time in Present Position: __________
I hereby request consideration for the following assignment: Desired Position: ________________________________________________________
Desired School(s) or Department: ______________________________________________
My reason for requesting this position transfer: ____________________________________
__________________________________________________________________________
__________________________________________________________________________
__________________________________________________________________________
Is your supervisor aware of this transfer request? Yes No I understand that a request for a transfer does not guarantee that a request will be granted. ______________________________ ______________ Employee Signature Date TO BE COMPLETED BY PERSONNEL: Received By: ______________________________ Received Date: _______________________
Date Transfer Granted: __________________ Date Transfer Denied: __________________
Reason / Supporting Notes: ___________________________________________________________
SUBMIT TO:
Contessa Brown Personnel Services SJUSD District Office 2045 S. San Jacinto Ave. San Jacinto, CA 92583
APPENDIX D - PERFORMANCE APPRAISAL FORM
Page 1 of 5
CLASSIFIED/CONFIDENTIAL PERFORMANCE REVIEW
Name: Position Title: 3 month
Location: Date of Hire: 6 month
Evaluator: Period Evaluated: 9 month
Evaluator’s Title: Probationary Regular Annual
Employee Growth Plan (Goals & Objectives) Date Completed: Attach Goals and Objectives to Evaluation Form. PERFORMANCE DIMENSIONS: Check the phrases in each column that most nearly describe the employee’s performance over the period covered by this evaluation.
QUALITY OF WORK: The productivity and accuracy with which duties are performed. A. NEATNESS / ACCURACY B. PRODUCTIVITY C. JOB DESCRIPTION
Work was presentable and accurate. Made effective use of time; met deadlines.
Tasks performed met the guidelines of the job description.
Work was acceptable; occasional mistakes were made.
Usually made good use of time; met most deadlines.
Tasks performed sometimes met the guidelines of the job description.
Work was often non-presentable and contained numerous errors.
Made poor use of time; frequently missed deadlines.
Tasks performed seldom met the guidelines of the job description.
COMMENTS:
JOB KNOWLEDGE: Job information, application of efficient methods, and skills the employee has for satisfactory performance. A. JOB INFORMATION B. METHODS C. SKILLS
Knowledge of major phases of job understood.
Methods used were effective and efficient.
Required skills were strong.
Knowledge of some phases of the job was incomplete.
Some methods used were ineffective and not completed in a timely fashion.
Required skills needed some improvement.
Knowledge about key aspects of the job was inadequate.
Methods used were ineffective and/or inefficient.
Required skills were absent or below an acceptable level.
COMMENTS:
Page 2 of 5
ATTENDANCE AND PUNCTUALITY: Being at work consistently and on time. A. ATTENDANCE B. PUNCTUALITY C. ADHERENCE TO SCHEDULE
Attendance was excellent. Reported to work on time. Always followed established work schedule.
Attendance was satisfactory. Reported to work, but was sometimes tardy.
Occasionally extended breaks or left work early.
Absences were excessive; major impact on site or department.
Reported to work, but was frequently tardy.
Frequently extended breaks or left work early.
# of absences during this evaluation period. COMMENTS:
WORK CHARACTERISTICS: Initiative and resourcefulness, adaptability and attitude, and ability to prioritize. A. INITIATIVE &
RESOURCEFULNESS
B. ADAPTABILITY C. ATTITUDE D. PRIORITIZING
Needs were identified and problems were solved independently; is a self-starter.
Accepted new ideas readily; was flexible in making changes; dealt with stress in a positive manner.
Positive feeling about work was presented to others.
Prioritized so that changing demands were met.
Needs usually identified and problems sometimes solved independently.
Adapted to change, but with some reservations; sometimes unable to deal with stressful situations in a positive manner.
Positive attitude typically displayed.
Prioritizing occasionally neglected, resulting in important tasks not being completed.
Needs were overlooked or not seen by employee; assistance was required to solve problems.
Refused to accept new ideas and changes readily. Stressful situations or change were met with tension, loss of poise, or other ineffective behavior.
Negative or hostile attitude displayed.
Prioritizing ineffective, frequently resulting in assigned tasks not being completed.
COMMENTS:
APPEARANCE: Personal appearance of the employee, as well as the orderliness and organization of the work station for ultimate efficiency. A. PERSONAL APPEARANCE B. WORKSTATION EFFICIENCY
Employee was well groomed and dressed
appropriately for the work place. Work station was always orderly and organized for
efficiency.
Employee was usually well groomed; at times dressed inappropriately for the work place.
Work station displayed some untidiness and disorganization which has resulted in some inefficiency.
Employee exhibited grooming problems and/or dressed inappropriately for the work place.
Work station usually appeared untidy and disorganized which led to inefficiency.
Page 3 of 5
COMMENTS:
WORKING RELATIONSHIPS: Courtesy, tact, discretion, effective communication and positive relationships that an employee displays at work. A. COURTESY
AND TACT B. DISCRETION C. ORAL
COMMUNICATION D. RELATIONSHIP
WITH COWORKERS
E. RELATIONSHIP WITH SUPERVISOR
Courtesy and tact were demonstrated.
There were no known violations of job related confidentiality nor other inappropriate discussion of job matters
Communicated effectively orally, attention to other speaker was apparent.
Willing to help coworkers without being asked; demonstrated ability to work as a positive team member.
Readily accepted constructive criticism and suggestions of supervisors.
Courtesy and tact were usually displayed.
There were some violations of confidentiality.
Oral and listening skills usually effective.
Willing to help coworkers occasionally or on request.
Usually accepted constructive criticism and most suggestions of supervisor.
Behavior often seen as tactless/ discourteous; difficult to deal with.
There were consistent violations of confidentiality.
Talked too much or not enough to get the job done effectively; poor listening skills.
Unwilling or unable to help coworkers; not an effective team member.
Did not accept constructive criticism or suggestions of supervisor; was argumentative.
COMMENTS:
PERSONAL INTERACTION WITH STUDENTS & ADULTS: Working with others, positive reinforcements and controlling behavior in the workplace. A. LEARNING ENVIRONMENT B. MOTIVATION C. SITUATION CONTROL
Worked well with others to meet their needs.
Used positive reinforcements with others; motivated and encouraged others to achieve.
Demonstrated consistency in maintaining and controlling student, staff and other’s behavior.
Worked well with some to meet their needs.
At times used positive reinforcement with others; inconsistent in encouragement of others.
Demonstrated some ability to maintain and control student behavior, but waited for others to direct before taking action.
Did not work well with others. Little or no use of positive reinforcement or encouragement to succeed.
Was not able to maintain and control student behavior.
Not applicable. Not applicable. Not applicable.
COMMENTS:
Page 4 of 5
EQUIPMENT AND SAFETY & SANITATION PRACTICES: Use/maintenance of equipment, safety practices and sanitation procedures used at work. EQUIPMENT
Employee displayed appropriate knowledge of use and maintenance of equipment.
Better judgment and knowledge was needed in using equipment.
Assigned equipment was used carelessly or inappropriately.
Not applicable.
Kinds of equipment:
SAFETY
Safe working procedures were followed, potential hazards were corrected; had accident-free history.
Generally followed safe working procedures.
Did not follow safe working procedures; occasionally took potentially unsafe shortcuts.
Not applicable.
SANITATION
Used approved sanitation procedures; spotted unsanitary conditions and sought to correct.
Sanitation was at acceptable level; expected amount of care was taken.
Sanitation practices and procedures were not followed at an acceptable level.
Not applicable.
COMMENTS:
OVERALL EMPLOYEE RATING SUMMARY: Best describes the overall performance of the employee.
At this time, the overall performance has been acceptable and meets/or exceeds the standard requirements of San Jacinto Unified School District.
At this time, the performance needs improvement in meeting the standards and requirements of San Jacinto Unified School District.
This employee is not meeting the required standards of San Jacinto Unified School District. Without improvement the employee may not be recommended for continued employment.
OVERALL COMMENDATIONS:
Page 5 of 5
OVERALL RECOMMENDATIONS: (Note: Mandatory explanation of any rating in the third box in each category. Use additional pages, if necessary.)
EMPLOYEE COMMENTS:
A signature on this performance review does not mean that the employee agrees with the opinions expressed, but merely indicates that the employee has read the performance review and has been given the opportunity to discuss, comment and react by written response. After a ten (10) day waiting period, the performance review will be placed in the personnel file. During the ten (10) day waiting period, the employee being evaluated may write a rebuttal and it will be attached to the performance review.
Signature of Employee: Date
Signature of Evaluator: Date
Top Related