Contract Agreement FeresUnLfLedScOoolGLsPrLcPCommitted to Excellence R - PDF document

1 Contract Agreement Feres UnLfLed ScOoo
Contract Agreement Feres UnLfLed ScOool GLsPrLcP “Committed to Excellence, Responsive to Every Student” Feres UnLfLed TeMcOer’s AssocLMPLon  CERES UNIFIED TEACHERS' ASSOCIATION CERTIFICATED EMPLOYEES' CONTRACT 2019-2022 Article I – Agreement ....................................................................................................................................................... 1 Article II - Recognition ......................................................................................................................................................... 2 Article III - Definitions ............................................................................................................................................................. 4 Article IV - Association and Management Rights ................................................................................................... 6 Article V - Professional Dues or Fees and Payroll Deductions.................................................................................... 7 Article VI - Negotiation Procedures ........................................................................................................................... 9 Article VII - Consult ....................................................................................... 10 Article VIII - Class Size ..................................................................................................................................... 11 Article IX - Year-Round School ................................................................................................................................... 1

2 4 Article X - Teaching Hours (includes D
4 Article X - Teaching Hours (includes Duty-Free Lunch, Staff Meetings) ......................................................... 17 Article XI – Job Sharing/Partial Contract .............................................. 27 Memorandum of Agreement for a Job Share.................................................................................................. 29 Memorandum of Agreement for Partial CoArticle XII – Certificated Employee Safety ............................................................................................................... 31 Article XIII - Certificated Employee Transfer and Reassignment ....................................................................... 32 Article XIV - Certificated Employee Evaluation (includes Personnel Files) ...................................................... 35 Elements of Certificated Evaluation ............................................................................................................ 41 Observation Form - Certificated ................................................................................................................... 42 Certificated Summary Evaluation Report .................................................................................................. 43 Remedial Action Plan- Certificated .............................................................................................................. 44 Standards of Performance –Descriptors .................................................................................................. 45 Assessment of Pupil Progress ..................................................................................

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......................................... 46 Article XV - Grievance Procedure ................................................................................................................................... 47 Article XVI - Parent and/or Student Complaints ................................................................................................ 51 Article XVII - Non-Reelection of Probationary Employees .......... 53 Article XVIII - Dismissal or Suspension of Certificated Employees .................................................................. 54 Article XIX - Leaves .................................................................................................................................................... 55 Sick Leave Industrial Accident/Illness Leave Administrative Leave Extended Illness Leave Maternity Leave Family Care Leave Personal Leave Personal Necessity Leave Unpaid Leave of Absence Sabbatical Leave In-Service Leave Jury Duty Leave Association Leave Exchange Teaching Programs Catastrophic Leave Paid Leave Restrictions Certificated Employees Leave of Absence .............................................................................................. 63 Sample Certificated Personal Necessity “Reasons” ........................................................................................... 64 Article XX - Professional Growth For Ad........... 65 Article XXI – Teacher Induction Prog...................... 67 Article XXII – Certificated Employee Benefits ....................................................................................................... 69 Article XXIII – Retirement Incentive Program ...........

4 ........................................
.......................................................................................... 72 Early Retirement Incentive Program Co..... 74 Article XXIV - Salary Schedule Provisions and Transferred Experience .......................................................... 75 Salary Schedules ................................................................................................................................................ 77 Extra Pay Stipends/Stipend Schedule ........................................................................................................... 81 Article XXV – Separability and Savings ..................................................................................................................... 84 Article XXVI - Reopeners ............................................................................................................................................. 85 Article XXVII – Whitmore Charter .......................................................................................................................... 86 Salary Schedule .................................................................................................................................................. 97 Negotiated Agreement, Signatures .................Ratification Agreement, Signatures........................................................................................... 1 ARTICLE I AGREEMENT The articles and provisions contained herein constitute an agreement (“Agreement”) by and between the Governing Board of Ceres Unified School District (“District”) and the Ceres ation”), an affiliate of CTA/NEA. This agreement sha

5 ll remain in full force and effect from
ll remain in full force and effect from Any individual contract between the District and a unit member shall be subject to and consistent with the terms and conditions of this Agreement. 2 ARTICLE II ssociation as the exclusive representative of those certificated employees herein agreed to and listed below in categories for the purpose of employees described in the “Inclusions” below: Inclusions are: Regular full-time, part-time classroom teachers, and special education teachers, including but not necessarily limited to: Teachers – Permanent, K-12 Teachers – Temporary, K-12 Teachers on Special Assignment (TOSA) Interns: (Teacher) Adult School Teachers * Vocational Educational Teachers Charter School Teachers ontract do not apply unless specified for these *Not eligible for benefits or leaves of absence; no formal evaluation Exclusions are: Teachers serving as administrators The parties to this Agreement recognize that the duties and work performed by the certificated employees in the bargaining unit described above, with the exception of special education services, shall be performed only by unit members and shall not be subcontracted or otherwise their assigned duties. Learning Directors will not serve as primary evaluators. As of September 2004, current counselors shall not be displaced for the sole purpose of employing Learning Directors. The Board of Trustees agrees to not initiate a Charter School in any of the following sites Ceres High School, Central Valley High School, son Elementary School, Beaver Elementary School, Carroll Fowler Elementary School, CasSchool, Hidahl Elementary School, La Rosa ElSinclear Elementary School, Sam Va

6 ughn Elementary School, Virginia Parks E
ughn Elementary School, Virginia Parks Elementary School, Walter White Elementary School, and Westport Elementary School. (Whitmore Charter School and the Berryhill Campus are excluded from this list.) 4 ARTICLE III “Certificated Employee” refers to any person who is defined in Article II above. “Daily Rate of Pay” shall be the certificated employee’s annual gross salary divided by the number of days the certificated employee is required to provide services, as per this Agreement(for example $50,000 / 184 =$271.74). “Hourly Rate of Pay” shall be the rate of pay per hour, established for services rendered by the certificated employee, as specified in Article XXIV of this contract. “Work Days” are those days certificated employees are required to be present. “Instructional Days” are those workdays when students are scheduled to be present. “Non-Instructional Days” are those workdays when no students are scheduled to be present. “Staffing Ratio” – see Article VIII – Class Size. “Average class size” – see Article VIII – Class Size. “Staffing formula” is the process used to determine the number of teachers allocated to a school is the projection of P-2 enrollment for any year based upon current and historical student information. “Student periods” are the number of class periods normally attended by a majority of students during the normal school day. “Teacher periods” are the number of periods a teacher normally teaches per day. strict and the Associatito support, agree to, or live with a particular “Vested” a certificated employee is vested in the diservice of which 5 years must be immediately prior to eligibility for the benefit offered. Vestin

7 g will not be affected by District appro
g will not be affected by District approved leaves. “Minimum Day” is a day in which the students leave school before the normal time. “Shall” has the same meaning as “will”. “Unit Member” – refer to Article II. “Base Amount” is the lowest amount contributed by the District for full-time employee benefits. “Shared Position” is a position shared by two employees and equal to a 100%contract. “Partial position” is a position that is not shared with another employee and is less than a 100% contract. “Itinerant certificated staff ” are bargaining unit members assigned to more than one site. ning agreement means that the agreement has been ratified by the exclusive bargaining unit and approved by the governing board. “Extra Pay Stipend” is compensation for designated services provided beyond regular teaching duties and instructional time. more grade levels of regular education students (excluding ALA classrooms) and the teacher is responsible for two or more grade level standards. Permanent Teacher is defined by Ed. Code section 44929.21(b). AA. Transitional Kindergarten is the first year of a two year Kindergarten program. Transitional Kindergarten shall be treated as Kindergarten for all contractual references to Kindergarten. (Ed. Code sections 46300, 48000 and 48010.) 6 ARTICLE IV ASSOCIATION AND MANAGEMENT RIGHTS members shall have the right to make use of school buildings and facilities at all reasonable hours. However, unit members shall have access to assigned classrooms and equipment at all reasonable hours for activities which relate to their For Association business, the Association and its members shall have the right to post notices of

8 activities and matters of Association c
activities and matters of Association concern on bulletin boards, at least one of which shall be provided in each school building in areas frequented by certificated employees. The Association and its members may use the District mail service and certificated employee mail boxes (including e-mail) for communications with certificated employees. Authorized representatives of the Association shall be permitted to transact official Association business on school property prior to work hours, during lunch periods, and after work hours in areas designated by the principal. For Association business, authorized representatives of the Association will have the right to use all equipment at all reasonable hours. The Association and the superintendent shall determine which commercial vendors, if any, shall be permitted access to district personnel during the school day. Any commercial presentation to a staff shall be on a voluntary basis and not as shall not be used by vendors during any regularly scheduled lunch period. The District will inform the Association annually of any school which is being classified as l legislation. The Association may demand to consult on those items pertaining to a school that is designated as underperforming. The District’s duty to consult is defined in Article VII. The Association shall reimburse the District for the cost of a substitute teacher per day for the to twenty (20) total days per school year. Any suant to Education Code 44987. This does not include release days for negotiations, mediations or arbitrations. The District retains and reserves to itself, whether exercised or not, all lawful powers, rights, authorit

9 ies, duties, and responsibilities which
ies, duties, and responsibilities which have not been specifically abridged, delegated, or modified by this Agreement. The District’s exercise of powers, rights, authority, duties, and responsibilities, the adoption of policies, rules regulations, and practices in the furtherance thereof, and the use of judgment and discretion therewith, shall be consistent with and limited only by law and shall not be arbitrary or Notwithstanding any other provisions, this agreement shall not constitute a general or specific waiver of any right of the Association or unit members. The Agreement shall not be applied to reduce or restrict any right or privilege of the Association or unit members derived from other other valid Agreement, or from law. 7 ARTICLE V PROFESSIONAL DUES OR FEES AND PAYROLL DEDUCTIONS Professional Dues or Fees of each month the District shall deduct association membership fees for union members in an amount specified by the Association. Such deductions shall continue until notification bymember’s fees be terminated. The refund ofdeduction caused by discrepancies between payroll deadlines and Association notification to the District shall be the responsibility of the Association. ship dues to the Association accompanied by an alphabetical list of employees for whom such deductions have been made. The Association agrees to furnish the information needed by the District to fulfill the provisions of this Article. The District agrees to furnish the information needed by the Association to fulfill the provisions of this article. Upon appropriate written authorization from the employee, the District shall deduct from r plans or programs jointl

10 y approved by the Association, the Distr
y approved by the Association, the District and the County Superintendent’s Office. Employee Orientation The District shall notify the Association of the date and time of the annual new teacher orientation each year at least 10 calendar days in advance of the event (except shorter notice may be provided based on operational need). The District shall provide the Association up to thirty (30) minutes to meet with the new employees as a group for the purposes of providing membership materials and other information about the Association. For teachers hired after the annual orientation, the District shall, notify the Association at least 10 calendar days (except shorter notice may be provided based on operational need) in advance of the individual teacher’s orientation’s date, time and location. The Association may then request a reasonable amount of time to meet with the new employee during the orientation. If the Association declines to meet with the new employee, the District shall provide the new employee with membership materials as provided by the Association. a second orientation with proper notice for the purposes of allowing the Association orientation or request that the District provide the new employee with membership materials as provided by the Association. read only access to the unit members information to the Association President, This information will be kept confidential. Mailing Address Phone Number (as provided by the employee) Personal email address (as provided by the employee) School Site Date of Hire Employment Status (Permanent, Probationary or Temporary) 9 ARTICLE VI NEGOTIATION PROCEDURES The Association shall present

11 its proposals for no earlier than the f
its proposals for no earlier than the first regular Board meeting expires. The Association agrees to present to the Board, in writing, all of the major proposals or A draft of the District’s written response or the first regularly scheduled Board of Trustee meeting after the Board’s public hearing on the Association’s contract proposal. After receiving the District’s counter proposal, table negotiations between the Association’s and the District’s representatives will commence within 15 calendar days. Negotiations shall take place on mutually agreeable dates at mutually agreeable places, within a reasonable time after receipt of a written requewill be scheduled from h. These times may be changed upon mutual agreement. Both parties will be prepared and will begin table negotiations promptly at 9:00 AM. The Association shall designate representatives to negotiate, six of whom shall each receive reasonable release time without loss of compensation. The District shall provide the Association with one (1) printed copy and one (1) digital copy of the Adopted District Budget, one (1) copy of each J200 report and one (1) printed copy and one county, and State reports requested. 10 ARTICLE VII A. Once a month, upon the request of either party, there shall be a meeting among the Association’s Chief Negotiator, the Association’s President and up to three additional representatives with the Assistant Superintendent of Personnel and up to three individuals who may offer expertise in the areas of interest for the purposes of consulting with the District on the definition of educational objectives, the determination of the content of courses and curriculu

12 m, and the selection of textbooks to the
m, and the selection of textbooks to the extent such matters are within the discretion of the public school employer under the law(Government Code 3453.2(a)). 11 ARTICLE VIII balance K-12 class loads. At grades 7-12, the District will work with site administrators to baschool. At grades 7-12, master schedule constraints may prohibit the balancing of classes. There shall be a district-wide staffing ratio which is not greater than 30 to 1. CSR classrooms calculation per school. For grades K-6 the maximum class size shall be 33. If a class exceeds 33, the District shall make the necessary adjustments within 20 workdays. For grades K-3, the District shall maintain the average class size in accordance with state requirements pursuant to the Local Control Funding Formula. Reasonable efforts mainstreamed special education students within a grade level. If any kindergarten class (non CSR) exceeds 31 students for a period of 20 consecutive school days, the class will be assigned a remainder of the school year. contained class exceeds 32 students or whenever an individual K-3 self-contained class exceeds 25, the District shall provide the following relief: materials/equipment for each student above 32 atThis budgetary enhancement remains in effect aschers within 15 calendar days of the end of the attendance month when the funds are accrued and must be spent within the current fiscal year according to purchasing procedures and timelines. If a teacher requests additional students, even though other classes are at a lower number, no above. ass size averages within departments. The District will collect this data to report to the As for individual classes.

13 Following the review, the District shal
Following the review, the District shall make good faith effort to maintain equitable class sizes during the remainder of the semester. If at P-1, the class size average in any department with more than 15 sections exceeds 32.0, the District shall provide staffing for additional sections sufficient to reach the 32.0 average. the second week of the second semester. P.E., band, choral, dance, leadership, work experience and CSR classes will not be included in class size will be 35 for all classes except for P.E.. For continuation and opportunity classes, the maximum class size will be 25. The maximum class size for P.E. will be 48 except for Sports P.E. at the comprehensive high schools. For continuation and opportunity classes, the maximum class size for P.E. will be 34. The above standard shall neither apply to classes Choral classes, Work Experience, ROP classes, GATE, and Drama classes. The above paragraph (#6) may be waived by individual teachers for specific classes or periods of time. The waiver must be in writing. ll be calculated at P-1. Any teacher with an ted/equipment. Any teacher with an average 0 per section for the purchase of instructional materials or other curriculum related materials/equipment. Any teacher with an average 0 per section for the purchase of instructional materials or other curriculum related materials/equipment. These amounts are not cumulative. P.E., band, choral, dance, leadership and work experience sections shall not be considered in the average and payments shall not be made for such courses. Grade Range staffing formulas will be calculated as follows: Grade Ranges are: 9-12 comprehensive high schools 7-8

14 junior high schools K-6 elementary scho
junior high schools K-6 elementary schools 8-12 continuation high schools and opportunity classes excluding Endeavor, is the projected average by the number of students periods divided by the number of teacher periods divided by class size. The staffing for K-6 schools will use District-wide enrollment. The staffing for 7-12 schools will use school site enrollment. The resulting number equals the number of FTE’s required at that site or grade range (FTE’s will s with regular student rosters and will not include nurses, librarians, counselors, and non- teaching periods for the activity director and The following factors will be used for the initial staffing formula: For the comprehensive high schools (grades 9-12): student periods = 6 (allowance wbe made for additional 0/7 optional periods and CSR), teacher periods = 5, class size = size = 30. For the elementary schools district wide (gradesK-6): for classes participating in the state class size reduction program, student periods = 1, teacher periods = 1, class size = consistent with state funding guidelines. ii).for classes not participating in class size reduction: student periods = 1, teacher periods = 1, class size = 30. For continuation high schools and opportunity classes: student periods = 4, teacher periods = 6, class size = 21. If changes to any of the factors in the staffing formula are desired at one site, including any alternative/block schedule, the following process will be used. d. If consensus cannot be reached, a 2/3 majority will move the process to the next level. After the decision is reached at the site, that decision with minority opinions represented will be taken to th

15 e Superintendent for changes/clarificati
e Superintendent for changes/clarification needs to be addressed, these will be communicated to the site. After a decision is reached at the site, that decision with minority opinions represented will be taken to the Association for discussion. If any changes/clarifications need to be addressed, these will be communicated to the site. After discussions at the District and Association levels are complete, the proposed changes will proceed to formal negotiations. 14 ARTICLE IX YEAR ROUND SCHOOL Notification for increasing the number Year-Round-Schools The District will formally notify the Association Prlater than a recommendation to the Board, beforeand bargain in good faith on matters relating to converting the sites. e Year-Round School Work year shall include one hundred eighty-one (181) work days, made up of one hundred seventy-three (173) instructional days and eight (8) non-instructional days, of which three will be “buy-back” days, adjusted to provide four (4) tracks ofinstruction and twenty (20) days of off-track vacation or intersession. A majority of the designated track-on-days. A minimum day at the end of each track shall be provided within the total annual minutes. workshops, or other meetings scheduled on these days, except for meetings with the site principal. The teachers’ workday on track-on/off days shall be of regular length unless excused by the site principal. Employees may choose to provide services on different student attendance days from those on the regular work calendar without changing the number of workdays. Employees who choose to do so may change their schedule on a yearly basis. An employee will be permitted to w

16 ork beyond his/her regular instructional
ork beyond his/her regular instructional day’s the employee. Substituting and intersession assignments are not included in this section. Support personnel, including classroom aides, will be provided by the District to year-round education as funds allow. Working Conditions Teachers are responsible for storing materials in available storage units prior to District/school staff help. The District will move the secure movable storage units from will not interfere with the existing educational program. Maintaining kindergarten and first grade in the same room for any given school year will be a District priority, if possible. Salary shall be as per Article XXIV (Salary Schedule) and the certificated salary schedule with the following additional considerations: Pay periods will overlap for employees beginning year-round school or employees transferring into year-round schools. Negotiated salary increases shall begin with the employee’s contract year. Additional pay for extended year shall be on a per diem basis. Professional growth salary adjustments shall be as per Article XX. Off-Track Employees Off-track employees shall not be required to attend site or district meetings but may attend if they desire. Off-track teachers may be paid at the curriculum participant rate. Authorization for this payment must be obtained from the superintendent or assistant superintendent for Educational Services. The District will communicate to off-track employees any crucial information given to on- track employees. At the minimum, information will be mailed to the employee’s address on The District will attempt to offer District-sponsored courses to meet the needs

17 of all If intersession services are pro
of all If intersession services are provided, district off-track employees will be given first consideration for employment. Salary will be at the summer school rate of pay. Involvement in District Activities Committees addressing problems and adjustshall have teacher representation. Employees assigned to the Year-Round Education Program shall be provided with a reasonable opportunity to serve as mentor teachers, participate on District committees, SIP activities, professional growth conferences, or in any leave specified in the Agreement. The district will involve all employees in the Year-round Education Program in any District elections, surveys, or questionnaires. The district will attempt to equitably distribute students and balance class size among the tracks. Year Round School Start-up Initial assignment of employees to the year-round school site shall be on the following basis: Employees working at a site designated for year-round school shall be given the option to remain at that site. Track selection will be determined by the following criteria: Teachers will meet by grade level and voluntthe track selection process is complete. If teachers cannot agree, tracks are selected by district seniority within that grade level before other assignments to that grade level are made. If a track Teachers within the year-round school shall have first priority for reassignment to other tracks within their grade level or to other grade levels within the school. Kindergarten Teams Kindergarten employees will be tracked by team and yearly alternate a.d school site shall move themselves with CUSD assistance provided, as help is currently available.

18 17 ARTICLE X The certificated employee’
17 ARTICLE X The certificated employee’s traditional year work calendar shall consist of one hundred eighty- five (185) work days which will consist of one hundred eighty (180) instructional days and five ast 10 (ten) workdays before the start of the Commencing with the 2014-2015 school year, two required additional per diem professional development days (increasing and improving services for students) shall be added. The salary schedule in 2014-2015 shall be increased by 1.08% to reflect these two additional days. ee to the placement of these days as per the of the school year prior to the impacted year. 0.54% per reduced day. for the regular school day are attached to this nding times. Prior to making any changes in the length of the teacher’s workday or in the number of instructional minutes will be made only upon mutual agreement of the District and Associ7:30 AM. For traditional elementary schools, the regular minute for teacher prep (as per section G of this article) and two 10 minute recesses for those elementary students who have two hours or more between when they come in from their last break and the end of the day. For those elementary students who have less than two hours between their last break and the end of the affected grade levels may elect to take one twenty minute recess in the am versus the two ten minute recesses. Schools will have the following total annual instructional minutes, plus or minus 90 minutes: 1-6 and full day kindergarten = 54,090, Grades 9-12 = 64,890. Effective with the commencement of the 2007/2008 school year, passing periods at comprehensive high schools w, with the number of minutes for passing where

19 the minimum number of instructional min
the minimum number of instructional minutes may be adjusted as needed to reflect the K-6 calendar (e.g. minimum days, elementary collaboration time and the lack of 7-12 planning For Professional Development Days or any full workday that a teacher is released from their teaching duties for Professional Development the teacher workday shall consist of 5.5 hours of d two 10 minute breaks. Teacher daily prep time day will be determined by the teacher and reported to the administrator upon request, and may section H. The teacher workday shall be adjusted to accommodate these time frames. workday shall start and end as on the regular student days. Classroom teachers assigned to multiple school sireceive a stipend of $500.00 per year payable in two equal installments at the end of each semester commencing with the 2012-13 school year. Teachers will be reimbursed for mileage for required travel at the District approved rate and pursuant to District policies and procedures. This paragraph applies to regular classroom teachnot limited to: nurses, speech pathologists, elementary physical education teachers, elementary music teachers, independent study teachers, inclusion specialists, adaptive physical education handicapped students. All kindergarten students shall attend a full-day program for the entire student instructional A paraprofessional shall be assigned to each full-day kindergarten classroom for 180 minutes per day in the morning. by a kindergarten teacher, except in the event If the District does not provide the Paraprofepursuant to this section, or should there no longer be class size reduction at the kindergarten level, the full-day kinde

20 rgarten program shall return to the ½ da
rgarten program shall return to the ½ day kindergarten schedule. The return to a ½ day kindergarten schedule shall only occur at the commencement of a day for Grades 1-6. Kindergarten teachers shall use the 10 minutes to take the students to the bus or to supervise students for parent pick- up. Kindergarten teachers will be subject to same site supervision duties as listed in Article X (P3) in addition to bus/parent pick up superfull day kindergarten is in place. There shall be no more than two (2) mainstreamed special day students (students who are not assigned to the teacher’s classroom roster) at any given time in any K classroom and the District shall make reasonable efforts to ebetween classes. The District shall provide an additional twenty paraprofessional support within the first trimester of the school year. Kindergarten teachers will be offered/provided an additional six (6) hours of collaboration during the school year. additional Performance Contract time during thplanning and/or assessment of students at the contracted curriculum rate of pay. These hours will be subject to the same documentation requirements as any other Performance Contract. This pilot will be assessed by Decembeyears at the District’s discretion. In the event that the State of California mandat8, and 9 above shall not be in effect. However, the District shall endeavor to use supplemental and concentration grants to implement items 2, 4, 7, 8, and 9 above in order to improve and increase services for students above the base requirement. Should the District not provide number 2 above, the Association may request an immediate re-opening of this article. Teachers ma

21 y be employed to teach an extra class/pe
y be employed to teach an extra class/period. This would extend their day and of the extra class/period. Teachers employed under this section will be paid at a rate that is equal to 1/6has been determined and announced, it will be posted district wide for five days. Teachers will be selected for an extended day assignment by the principal, in consultation with the chairperson of the department involved. Criteria for selection of teachers will be subject area experience, appropriate credential, seniority, and program need. Certificated employees in grades 7 through 12 shall have no more than three (3) different subject matter preparations unless mutually agreed by the certificated employee and the principal and a waiver is signed off before the first class. Different subject matter preparation is defined as any separate course title contained in each 7-12 schools’ master schedule of course offerings. examples of one preparation: special day classes, resource specialist program, Title I, and G.A.T.E. Any change in current practices will be made only upon mutual agreement of the District and Association. In-school work experience and independent study contracts between individual certificated employees and students are exempted from the “preparation” provision of this contract. An Advisory/Homeroom class shall not be considered a preparation period. The Advisory/Homeroom class may be implemented by a 2/3 vote of certificated full-time terminate, at any time, following a vote of schedule. Voting will occur for implementation/termination when requested by 20% of the approved by the CUTA Executive Board. first year’s advisory/homeroom class schedule

22 /calendar will be available before a vot
/calendar will be available before a vote occurs. An Advisory/Homeroom class will cease to exist at any site when the Advisory/Homeroom class schedule/calendar is not available by thIntervention Classes will occur upon a 2/3 vote of the teaching staff at the site. The process for implementing or ending an intervention class shall be the same as that used for Advisory/Homeroom as described in Article X, Sections E3 and E4 excepting that teachers assigned to each site” shall be members assigned at least 50% to each site.” Grade 7-12 certificated employees shall have the equivalent of one (1) class period as an unassigned prep period each day. Planning Time minutes before the start of the normal student day. All voting referenced below Association representatives will be approved by the CUTA Executive Board. d during collaboration time. r Article VII) to review content and structure of collaboration time. Following a Consult, voting will occur for ending planning time at a site when requested by 20% of the certificated full time classroom teachers assigned to the site. Such a request must be submitted by th with voting occurring by May 1Planning time will end following a vote of 60% of the certificated full time teachers assigned to the site, subject to the timelines in e. below. Upon a vote to end planning time, CUTA Leadership and CUSD Administration will determine the parameters for returning the site back to a pre-collaboration schedule. In no event shall planning time cease earlier than the start of the next school year. time following a 60% vote of the certificated full time classroom teachers assigned to the site when requested classroom

23 teachers assigned to the site, subject t
teachers assigned to the site, subject to the same timelines as listed in c. above. When implementing or reinstating planning time it will only begin at the start of a school year. The year’s planning time schedule/calendar will be available before a vote occurs. on time shall occur during the 55 minutes prior to the regular student release time. Collaboration time shall be used for teachers to analysis, and planning for intervention and enrichment. Each principal shall seek input regarding quality and content of professional me. The intent is that collaboration shall teacher preparation time. The Association may request a Consult (As per Article VII) to review content and Days with collaboration time are not considered “minimum day in services” as referred in article X (L). As such staff meetings may be held during a week in which for K-6 or K-8 sites shall be mutually agreed upon prior to finalizing the school year calendars. Elementary Prep Time Elementary certificated employees (excluding elementary itinerant music and elementary itinerant physical education teachers) shall have a minimum of five hours of prep time during a two week period. will have one (1) additional preparation period of 50 consecutive minutes each at least 34 times within the school year. In have an additional 50 consecutive minutes at least 27 times per year for the purpose of collaboration with other grade level colleagues guided by the principal. The site administrator shall first schedule a collaboration period in every week (up to 27 weeks) any remaining collaboration periods in weeks with one PE period. Grades 4-6 classroom teachers (including Special Education

24 Resource and Intervention Teachers) wil
Resource and Intervention Teachers) will have two (2) additional preparation periods of 50 minutes each (at least 61 times within the school year). Elementary itinerant music and elementary itinerant physical education teachers shall have a minimum of five hours of prep time during a two-week period. Itinerant music rs will have 25½ hours of additional preparation during the year, but the time need not be consecutive. On campus elementary school safety patrol coordinators are exempted from site daily- duty schedules. Librarians, one lead district nurse, and counselors shall work ten (10) additional days at the per diem rate at the District’s discretion. The scheduling of the additional workdays shall be mutually agreed upon by the employee and the sinurse, and counselors shall work a professional workday. The certificated employees’ workday shall include at least a thirty (30) consecutive minute duty free lunch. The district will provide appropriate supervision to accomplish this. full staff/department/grade level meeting per week. (There will not be more than three (3 schools that having planning time at least one time per month.) No single staff/department/grade level meeting may exceed 75 minutes and the total for all staff/department/grade level meetings in a calendar month may not exceed 240 minutes. eeting held per month of 60 minutes in duration. For those sites with planning time, month may not exceed 180 minutes. Teachers will not be required to attend faculty s’ workday. No faculty meeting will start ether staff members make presentations at each staff meeting shall be determined by the District. No staff meeting will be held during

25 a week where there is a miEach certifica
a week where there is a miEach certificated employee will work a professional workday and may leave school at the end of the teacher’s workday except when meeting professional responsibilities. K-12 certificated employees shall be required to report for duty fifteen (15) minutes before the start of the students’ regular school day, except when schedule or scheduled faculty meetings. Duties will be assigned equitably to meet the student supervision and safety requirements of the site. Employees are permitted to exchange instructional administrator shall be notified by the employee prior to the exchange period. Such arrangements shall not impact other leaves set forth elsewhere in this contract. Adjunct duties are considered to be part of a unit member’s professional obligation at grades 7- 12. perform. In the event that an adjunct duty ismost seniority in CUSD. If, after the end of year, a unit member does not choose three adjunct duties they may be assigned. A unit member must be given notice at least 10 workdays in advance to change an assigned adjunct duty. Unit members may volunteer for, but will not be assigned duties during weekends, holidays, or vacation periods. Unitother unit members cover their duties by mutual agreement among the unit members involved. The combined total time of the three adjunct duties will not exceed nine (9) For grades 7-8 site supervision and/or adjunct duties at the junior high schools will not the unit member’s first work day a list of adjunct duties and site supervision will be made available and unit members will be allowed to choose the nine hours they wish to perform. In the event that an adjunct duty or s

26 ite supervision is selected by more the
ite supervision is selected by more the unit member with the most seniority in CUSD. If, after the end of the unit member’s last work day, before the start ofhoose nine hours worth of site supervision or adjunct duties they may be assigned. A unit member must be given notice at least 10 workdays in advance to change an assigned adjunct duty. Unit members may volunteer weekends, holiday, or vacation periods. Unit members will have the option of having other unit members cover their duties by mutual agreement among the unit members involved. Site supervision duties for grades 1-6 (inclusive of before school supervision, two (2)ten (10) minute or one (1) twenty (20) minute recess (es), and after school supervision) will not exceed fourteen hundred (1,400) minutes pe schedule of site supervision duties will be made available to unit members. With prior notice to the site principal, unit members agreement among the unit members involved. The minutes delineated above do not include activities in which the teacher is supervising his/her own class (e.g., escorting students to and from class at the beginning or end of the school day, to and from lunch, that the teacher volunteers to supervise students outside the duty schedule. Subsection P3 shall be effective with the 2013-2014 school year; however, the District shall make a ent with this subsection upon execution of this Tentative Agreement. Twice during the school year unit members may be asked to return to “Open House” or “Back to School” night functions. Each unit member’s attendance will be required. These events will end no later than 8:30 PM. “In lieu of” time is defined as the performance of

27 substitute service by (K-12) employees d
substitute service by (K-12) employees during their assigned preparation periods, or before or after their normal teaching day, in exchange for in lieu of time off. Time off for such service shall be granted on a period for period basis up to a maximum of 18 periods, or three (3) full days. and approval by the principal. If denied, the principal will provide a written explanation lieu of time will not be granted during the first or last week of each semester, nor during the first or last week of a track. Performance of in lieu of time service shall first be solicited on a voluntary basis. In the event that no volunteer can be found, employees may be equitably assigned on an occasional basis to perform in lieu of time service. Accumulated in lieu of time may be transferred from one employee to another. The arrangements will be handled in the same manner as exchange days. Employees must decide by June 10of each year whether they want to be paid at the rate being paid to retiree substitutes per balance of their in lieu of time or carry over their in lieu of time to the ensuing year. Comprehensive high school’s instructional day will be configured as periods 1-6. An optional zero and/or 7period may provide additional course opportunities for students. The teacher’s normal workday will consist of five (5) teaching periods, one (1) prep period, and (1) lunch period. The normal teaching day will consist of 1th unless there is a need to assign to periods 2. In such cases the preference of all staff members will be taken into account. No involuntary assignment shall be made to By specific agreement of the teacher(s) involved, two periods may be combin

28 ed together to make one block, but it wo
ed together to make one block, but it would count as two teaching periods. If mutually agreed between the teacher anteacher may be assigned over the seven period days, five (5) teaching periods, one (1) stance, periods 1-3 and 5-7). Failure to mutually agree shall not cause any reprisals or negative actions towards the teacher. Any period at the comprehensive high school which ends within 22 minutes prior to the comprehensive high school which ends 22 or more minutes before the start of 1re after the close of the 6shall be paid as supplemental, part time hourly teacher pursuant to Article XXIV. Such a of preparation time for each half-hour of class instructional time, not to exceed 30 minutes per class session. Preschool/Headstart teachers will work a 6 ½ -hour professional workday, as defined in section M, including a 30 minute duty free lunch. Preschool/Headstart teachers will have 60 minutes unassigned prep per day. Teachers will use the remaining workday minutes supporting instruction and completing required documentation. Itinerant certificated staff will work the same the assigned site. Combination Classes Combination classes for grades K-6 will be used only when necessary. Teachers assigned to combination classes will be given notice of such assignment as soon as possible before the start of the assignment. Teachers without teaching experience will not be assigned to a combination class the first year they are employed in the District unless there is no other option. If possible, combination classes will be staffed by volunteers. If no teacher volunteers, the class first year assignment going to the grade level teacher at that site wh

29 o has the least seniority in the Distric
o has the least seniority in the District. Teachers affected by combination classes will be involved in selecting the students placed in the class. Curriculum development and training opportunities will be made available. Teachers of K-6 combination classes (see defi(see stipend schedule). A credentialed teacher may be designated to serve as a Teacher in Charge. The Teacher in substitute for the Teacher in Charge. Teachers starting work in this District after AugustPhysical Education 50-60% of their teaching assignment, may be required to coach one sport. Teachers starting work in this District after August 1, 2002 in grades 7-12, assigned to teach Physical Education more than 60% of their teaching assignment, may be required to coach at least two (2) sport teams, or one (1) sport if the stipend for that one sport is twelve (12) units or more, during the school year. Teachers who voluntarily request a change of assignment to PE or may be required to coach one sport if teaching PE 50-60% of their teaching assignment, and may be required to coach two sports if teaching more than 60% of their teaching assignment, regardless of when they were hired. Jr. High Parent Teacher Conferences The principal may elect to offer one parent/teacher conference evening during the fall of the year. The benefits of offering an evening parent/teacher conference will be reviewed annually by the principal and site faculty. If a fall parent/teacher conference evening is offered, the teachers will work a minimum day on the following Friday and will be free to leave when the students leave. for in the contract may be used as a parent/teacher conference night or a coconf

30 erence. Any parent/teacher conference ev
erence. Any parent/teacher conference evening will not last more than two hours and will be scheduled between 5:00 and 8:00 PM. This agreement applies only to junior high schools and will not be expanded to other sites or other grade levels unless agreed by the Association. Short-Term Independent Study Contracts, Home and Hospital Duties With five days notice or with teacher consent, teachers of record shall provide sufficient assignments, clear instructions, and evaluation of said assignments for students on Short- Term Independent Study (IS) or Home and Hospital. It shall be the duty of the Home and Hospital teachers to deliver, teach, and gather homework (completed or not), and return it to the assigned Teacher(s) of Record. It shall be the duty and responsibility of the Teacher(s) of Record to evaluate the homework performed by the contracted IS student or delivered by the Home and Hospital teacher. The Teacher(s) of Record shall evaluate student work and assign grades. Student work may include packets prepared by other sources than the Teacher of Record in the event that less than five days notice is provided. The material in these packets will be reflective of the grade level or subject area in AA. Schedule at K-8 Schools (Schools with K-8 grade students inclusive) the school year, consistent with K-6 schools throughout the District. Elective teachers assigned to travel to a K-8, will not be required to provide the elective class on the days referenced above(2). The elective classes will not be a part of the student schedule on those days. grades will have 57,810 instructional minutes. grade teachers If circumstances interfere with the

31 daily prep (Minimum days, early release,
daily prep (Minimum days, early release, etc.) the teachers 27 ARTICLE XI JOB SHARING/PARTIAL CONTRACT Although the District believes that full-time certificated employees are in the best interest of the District’s educational programs, the following types To meet District personnel needs, any two permanent certificated employees who want to share a single contracted position or one certificated employee who wants to work a partial contract, be scheduled and arranged by the site administratowork half of the student days plus the first and the last student day of each school year. Job share and partial contracted participants of 50% or more shall be required to work the additional teacher professional development/work days. A job share or partial contracted participant less percentage of full time. Each participant will take part in all scheduleassigned days. This includes, but is not limited to, school committees, staff meetings; lesson planning, extra duty schedules, testing, workshops, and in-service sessions which would be applicable to a certificated employee in the same position on a full-time basis. Job Share participants will conduct parent conferences jointly. This language supersedes the contiguous language in Article X (L) unless the job share/partial contracted participant is less than 50%. Each participant will be responsible for all official records including attendance, progress reports, report cards, and reports on pupil progress toward academic standards. (Stull Bill) Should a job share participant be unable to fulfill his/her teaching obligation for any reason that may include, but is not limited to, death, illness, or resig

32 nation, the othefull-time responsibility
nation, the othefull-time responsibility where possible until a suitable substitute can be employed. Any certificated employee who shares a position with another certificated employee shall enjoy any and all rights and privileges normally enjoyed by a full-time certificated employee. The district will pay health and welfare benefits at the employee only rate. All job-sharing participants will be paid at the they will receive a percentage of the gross pay equal to their portion of the job. Year for year step advancement and professional growth a full-time position. Job share employees will accrue sick leave at a prorated share proportionate to the employee’s percentage of full-time. level as a full-time certificated employee of the same experience and education with the position he/she holds. The district will pay health and welfare benefits for partial contracts of 50% or more at the employee only rate. Job sharing and/or partial contract positions exist on a year-to-year basis at the District’s on may be renegotiated yearly. participants may remain at the same school, or be transferred to another school, at the District’s discretion. Criteria for the decision of teacher vacancies, seniority, credential and experience,Teachers in a discontinued job share/partial contrathey were once full time employees, and an appropriate full time vacancy exists. In order to provide legally required reasonable accommodation for a permanent teacher who cannot find a permanent employee within CUSD to job share/partial contract, the District may employ a qualified credentialed candidate in a teother sections of A above and sections B-F will apply. 29 CERES U

33 NIFIED SCHOOL DISTRICT MEMORANDUM OF AGR
NIFIED SCHOOL DISTRICT MEMORANDUM OF AGREEMENT FOR A JOB SHARE School Site: Grade: School Year Participants: Participants’ work days will be scheduled by the site administrator. Both Participants shall be required to work half of the student days plus the first and the last student day of each school year. Participants of job shares 50% or more shall be required to work the additional teacher work days/professional development days. A job share participant less than 50% shall only be required to work the proportion of these days equivalent to their percentage of full time. This agreement is for the school year only. Each participant will participate in all scheduled activities in his/her assigned day. This includes, but is not limited to, school committees, staff meetings, lesson planning, extra duty schedules, testing, workshops and in- service sessions, etc. Any variation must have prior approval by the principal. This language supersedes the contiguous language in Article X (L), unless the job share participant is less than 50%. Participants will conduct parent conferences jointly and attend scheduled “Back to School Night” and/or “Open House.” Each participant will be responsible for all official records such as attendance, homework reports, and student progress reports. Should either participant be unable to fulfill his/her teaching obligation for any reason which might include, but is not limited to death, prolonged illness, or resignation, the other participant shall assume full-time responsibility for the assignment, at the contract rate of pay, until a suitable replacement is employed. If and when a substitute is required, t

34 he other participant will assume respons
he other participant will assume responsibility for the class if at all possible, paid at the off-track daily substitute rate. The district will pay health and welfare benefits in accordance with Article XXII, Section B. Year-for-year step advancement and professional growth requirements will apply the same as for a full-time position, if employed at least 50% of the time. You must accumulate at least 50% of a year of service credit to move. Ex.: Yr 1 – 20% contract – initial salary placement Yr 1 – 40 % - initial salary placementYr 2 – 20% contract – no movement Yr 2 – 40% - no movement Yr 3 – 20% contract – no movement Yr 3 – 40% - step advancementYr 4 – 20% contract – step advancement Yr 4 – 40% - no movement Sick leave entitlement and salary are equal to the percentage of full time equivalent. In the event that a job share partnership is discontinued the participants may remain at the same school, or be transferred to another school, at the district’s discretion. Teachers in a discontinued job share will be eligible for full time employment if they were once full time employees and an appropriate full time vacancy exists. I accept the above provisions and restrictions of a divided job assignment. Participants Signature Date Principal Signature Date sst. Su p t., Personnel Date CERES UNIFIED SCHOOL DISTRICT MEMORANDUM OF AGREEMENT FOR PARTIAL CONTRACTS School Site: Grade: School Year Participants: Participant’s work days will be scheduled by the site administrator. This agreement is for the school year only. ed participant of 50% or more will participate in all scheduled activities in his/her assigned day. This includes, but is

35 not limited to, school committees, staff
not limited to, school committees, staff meetings, lesson planning, extra duty schedules, testing, workshops and in- service sessions, etc. Thisedes the contiin Article X (L), unless the partially contracted participant is less than 50% Any variation must have prior approval by the principal. Participants shall be required to work the additional teacher work days/ professional development days. A partially contracted participant less than 50% shall only be required to work the proportion of these days equivalent to their percentage of full time. Participants will conduct parent conferences and attend scheduled “Back to School Night” and “Open Participants will be responsible for all official records such as attendance, homework reports, and student progress reports. The district will pay health and welfare benefits in accordance with Article XXII, Section B Year-for-year step advancement and professional growth requirements will apply the same as for a full-time position, if employed at least 50% of the time. You must accumulate at least 50% of a year of service credit to move forward on the salary schedule. Ex: Yr 1 - 20% contract - initial salary placement Yr. 1 - 40% - initial salary placementYr 2 - 20% contract - no movement Yr 2 - 40% - no movement Yr 3 - 20% contract - no movement Yr 3 - 40% - step advancementYr 4 - 20% contract - step advancement Yr 2 - 40% - no movement Sick leave entitlement and salary are equal to the percentage of full time equivalent. In the event that a partial job contract is discontinued, the participant may remain at the same school, or be transferred to another school, at the district’s discretion. Teachers in

36 a discontinued partial contract will be
a discontinued partial contract will be eligible for full time employment if they were once full time employees and an appropriate full time vacancy exists. I accept the above provisions and restrictions of a partial contract assignment. Participant’s Signature Date Supervisor’s Signature Date Asst. Supt., Personnel Date 31 ARTICLE XII Bargaining unit members shall not be required to work in unsafe conditions or to perform tasks that endanger their health, safety or wellbeing. Upon notification, the District shall investigate and eliminate or correct any unsafe or hazardous condition as soon as possible. Any certificated employee who observes a working condition that he/she believes to be unsafe or unhealthy, shall report such condition in writing, including the reasons for believing it to be unsafe or unhealthy to his/her immediate supervisor. The district shall investigate and provide a written or oral action plan to address the health and safety items. Certificated employees shall, immediately and in writing, report cases of assault, threatened assault, or sexual harassment suffered by them in connection with their employment. Such the complainant shall be notified that the matter has been addressed and that further concerns should be reported. Such reports will be held confidential. The District will make available to all certificated employees a publication containing pertinent information relating to certificated employees and the education code. The District will provide appropriate certificated employees information regarding students as required by law under Education Code Section 49079. Any information received by a teacher pursuan

37 t to Section 49079 shall be received in
t to Section 49079 shall be received in confidence for the limited purpose for which it was provided and shall not be further disseminated. Qualified and trained nurses shall be the only bargaining unit members to provide and conduct necessary specialized health care procedures, including but not limited to personal hygiene procedures for students. 32 ARTICLE XIII “Voluntary transfer” shall mean the movement of a certificated employee from one work location to another work location at a different site with the certificated employee’s agreement. nt of a certificated employee from one work location to another work location at a different site without the certificated employee’s agreement. departmentalized settings), track, or grade level (grades K-6 or self-contained setting other than special education) at the same location with the certificated employee’s agreement. “Involuntary reassignment” shall mean placement in another department (grades 7-12 or departmentalized settings), track, or grade level (grades K-6 or self-contained setting other than special education) at the same location without the certificated employee’s agreement. “Vacancy” shall mean any vacated or newly created position that requires a job posting to fill as determined by the District (after internal site movements have been completed). Initiating requests for transfer or reassignment “Transfer request” – in order to be considered for transfer (to a new location), a certificated employee must submit an application through the District’s application process. (See sections E and F below). requests”) at the site for the following school year. Such “reassignment requests” –

38 shall be to the site administrator. The
shall be to the site administrator. The decision to grant or deny the written request(s) shall be at the sole discretion of the site administrator. In the event that a position is posted, a certificated employee at a school site may use the process in section B1 to apply for a vacancy at their current site. program needs will be the primary factors considered in deciding a voluntary transfer request or reassignment. Involuntary transfers and reassignments District and/or program needs may determine the necessity for involuntary transfers or Prior to executing an involuntary transfer and/or reassignment, the following procedures shall be followed: person by their last workday of the current school year, except when filing summer vacancies. If the certificated employee cannot be contacted in person or by telephone, a registered letter will be sent. Should an involuntary reassignment notification occur after the last workday of the current school year, the affected employee shall be granted three (3) hours at the curriculum participant hourly rate. Should an involuntary reassignment occur within one week prior to or after the start of the student school year, the affected employee shall be granted either six (6) hours at the curriculum participant hourly rate or one (1) release occur after the last workday of the current school year, the affected employee shall be participant hourly rate. Should an involuntary transfer occur within one (1) week prior to or after the start of the student school year, the affected employee shall be granted rticipant hourly rate or two (2) release days. A meeting between the employee and the site administrator will

39 occur prior to executing an involuntary
occur prior to executing an involuntary transfer or reassignment. The certificated employee being involuntarily reassignment in writing at the time the transfer and/or reassignment is initiated. The employee may request a meeting with the Assistant Superintendent of Personnel or designee if the reason(s) provided are unacceptable to the employee. Appropriate credential, special State authorizations, program needs, and District-wide seniority will be factors in deciding which certificated employees should be involuntarily transferred and/or reassigned. The certificated employee shall have the right to indicate a preference for any vacancies that exist at the time of the transfer and/or reassignment. The final decision for the transfer and/or reassignment shall be the responsibility of the If an involuntary transfer or reassignment is necessitated after the first teacher work day due to changes in student enrollment, District-wide seniority will be the primary factor considered when deciding which certificated employee should be involuntarily transferred and/or reassigned, given that the certificated employee must be be the secondary factors considered. in the best interests of students and staff. Effective for K-6 staffing beginning 2015-16 school year, members who have been involuntarily transferred or reassigned shall not be subject to involuntary transfer/reassignment for the following year unless credentialing or enrollment needs leave no other alternative. current grade level (e.g. 1grade teacher may not be transferred higher than 4unless, upon the principal’s recommendation, the move is approved by the Assistant Superintendent of Personne

40 l or District Level Designee. transfer
l or District Level Designee. transfer indicating the employees involved, criteria and reasons used in making each transfer upon written request. Year Round Schools Voluntary transfers shall be as per A and B of this article with the following exceptions: Consideration may be given to site and district seniority. year as a result of transfer. Completion of total number of minutes worked. Any days over the total minutes will receive per diem pay. Any days less than total minutes required will be made up by the teacher (e.g. Involuntary transfers shall be as per A and C of this article with the following exceptions: Employees being involuntarily transferred shall be notified two months prior to the first day of their new teaching track whenever possiaditional school will be considered if an appropriate position exists as determined by administration. ack days, compensation will be made on a per diem basis for additional days worked. The District shall email to bargaining unit members a list of all posted vacancies. included in the interview process for vacancies by April 30Decisions shall be at the sole discretion of the site administrator. terview for a vacancy that occurs at the same site and grade level that has been previously advertised for the same year. Preschool and kindergarten employees will annually alternate a.m. and p.m. sessions unless otherwise agreed to by the involved teachers and the principal. 35 ARTICLE XIV Evaluation and assessment The evaluation guidelines set forth in the Education Code will be followed. Employee The progress of pupils toward the standards established by the governing board at each grade level in each a

41 rea of study. The standards are to be ma
rea of study. The standards are to be made available to the evaluator and the evaluatee. The evaluation and assessment of a certificated employee’s competence, pursuant to this section, shall not include the use of publisher’s norms established by standardized tests. The District shall consult the Association about the instruments used to measure these standards. The instructional techniques and strategies used by the employee. The employee’s adherence to curricular objectives. The establishment and maintenance of a suitable learning environment, within the scope of the employee’s responsibilities. School and District assigned duties The intent of evaluating employees is to maintain and/or improve the quality of education applied to certificated employees, will utilize uniform procedures throughout the district. Each certificated employee evaluation will be supported by accurate and valid data from which judgments are to be made. service, for the entire certificated staff being evaluated that year, in which they will explain the uniform evaluation procedures and criteria to be used in the evaluation process. Attendance at this in-service will be mandatory. Administrators shall formally evaluate each: Permanent certificated employee every other year or every five years for those who have 0) years with the school district, are highly qualified, as defined in 20 U.S.C. Sec 7801 and whose previous evaluation rated the employee as meeting or exceeding standards, if the evaluator and certificated employee being evaluated agree. The certificated employee or the evaluator may withdraw consent at any time (must be in writing). Non-permanent certificate

42 d employee once per school year. The adm
d employee once per school year. The administrator may elect to evaluate more frequently. Certificated employees have Hourly categorical teachers may be excludedcategorically funded, temporary certificated staff, who has successfully served the aluated every other year: Preschool, Miller- Unruh, ROP and Title 1 funded teachers. If a unit member is scheduled to be evaluated Teachers to be evaluated during a particular year shall be furnished a copy of the evaluation e evaluation is to be based, and notified of their evaluator within the first thirty (30) work days of the year in which the evaluation is to take place. Any teacher desiring to use the alternative evaluation process (see section C) shall reach mutual agreement with his/her evaluator on an Alternative Evaluation Plan within the eement is not reached, evaluation shall be the standard process. The teacher being evaluated and the evaluator shall meet within the first forty-five(45) workdays to: Establish objectives to be achieved during the evaluation period. There will be three (3) objectives focused on student academic achievement tor and evaluatee. Measurements of assessment. Additional measures of student growth may be project or performance-based assessments. teacher and evaluator. If circumstances change during the course of the evaluation period which require the teacher and the evaluator. and final evaluation meeting. The evaluator and evaluatee will mutually agree on a specific date/time for this observation at least 5 days prior to the observation Observations and Observation Conferences: the evaluation year. The first formal observation/conference will be held within the firs

43 t forty-five (45) workdays of the school
t forty-five (45) workdays of the school year. The second formal observation/conference formal observation(s) may be unscheduled. The evaluator shall endeavor to assist every probationary and temporary teacher that he/she observes and shall provide written recommendations for improvement as needed or required. Under no circumstance shall failure to comply with this provision prevent the District from releasing a probationary or temporary employee at the District’s sole Permanent employee shall be formally observed once during the evaluation year, prior to the distribution of the summary evaluation.may occur following the scheduled formal observation at the discretion of the evaluator and may be either scheduled or unscheduled. The employee will be informed of the evaluator’s intent to do additional observations (scheduled or unscheduled). For each which the observation will occur. Certificated staff may request additional observations. All formal observations will be at least 30 minutes induration. All formal observations will be followed wice from occurring within ten workdays, the evaluator and evaluatee will set an alternate date as soon as possible. Summary Evaluation and Conference No later than thirty (30) calendar days prior to the end of the teacher’s school year, the Summary Evaluation Report shall be completed and given to the evaluate. The summary evaluation conference shall take place no later than fifteen calendar days prior to the end of the school year. e content, the unit member may prepare a written statement that shall be attached to the final evaluation. The final evaluation form plus the narrative portion of the form comple

44 ted by the evaluator. To be classified a
ted by the evaluator. To be classified as “unsatisfactory” an evaluatee must have been found to be “unsatisfactory” in at least one of the first four categories as stated in Section A above and as incorporated into the Summary Evaluation Report. A finding of “requires improvement” or “unsatisfactory” must be supported by documentation and shall not be arbitrary and capricious. Unit members shall not be required to participate in the district’s evaluation of unit Signatures and Attachments The completed observation and evaluation documents shall be signed by the evaluator and not necessarily denote agreement, but that the a rebuttal or comment and have it attached to the observation or evaluation. The evaluatee will be given release time to prepare the rebuttal. The rebuttal or comment shall be signed by the evaluator and the evaluatee. Remedial Action Plan If deficiencies or weaknesses are cited on the evaluation or observation document, the velop a written remedial action plan for the purpose of assisting the evaluate to improve. The remedial action plan shall be attached to the observation/evaluation document and shall contain: Areas where improvement is needed. deficiencies or weak areas cited on the evaluation or observation. Specific plans of the evaluator to provide personal and resource assistance in a reasonable effort to help the teacher improve. Techniques for the assessment of improvement. The Remedial Action Plan shall be developed workdays from the date on the document leading to the development of the plan. The may be involved in this process. Alternative Evaluation Process After five (5) years in the district, with Alternative E

45 valuation Process. This alternative proc
valuation Process. This alternative process may not be used for more than two (2) consecutive evaluation cycles. Any Alternative Evaluation Plan shall be mutually agreed upon by the evaluatee and his/her evaluator. in which the evaluation is to take place, the mutual agreement is not reached, the standard evaluation process shall be used. The Alternative Evaluation Plan will include a timeline and criteria for successful completion. The Alternative Evaluation Plan may include, but shall not be limited to: Self-assessment Consultants National Board Certification Curriculum Colleague Collaboration Other Portfolios Other certificated employee. Personnel files shall be kept in the district office building. Employees will be made aware of any information of a derogatory nature maintained by site or district administrators and any such information on cycle or submitted to the District’s Personnel Materials in the personnel file of a certificated employee, except as noted below, shall be made available for inspection and copying byauthorization by the certificated employee, an Association representative may review the certificated employee’s file or accompany him/her in his/her review of the file. Such authorization shall be submitted in writing to the personnel office. Material which may be excluded from inspection shall be limited to ratings, reports or records which were obtained prior to the employment of the certificated employee, were prepared by an identifiable examination committee, or were obtained in connection with a quest that these documents be sealed and labeled as prior employment records. section, shall not be entered or filed unless

46 and until the certificated employee is
and until the certificated employee is given notice and ten (10) workdays to review and comment thereon. Notice of delivery of the document to the employee should be documented by: Notation of hand delivery, Signature of the employee, or Certified mail receipt. A certificated employee shall have the right to enter, and have attached to any such derogatory statement, his/her own comments thereon. Such review, and any preparation of comments in response to the material and/or statement, shall be permitted to take place during normal business hours and the certificated employee may be given reasonable paid release time for this purpose. Employees will be provided a copy of positive evaluative material placed in their personnel 41 Name: Site: Position/Subject/Grade Level: Date: -Probationary -Permanent -Temporary This form documents that the evaluator and evaluatee met to discuss the following: Instructional Process/Organization and Planning Adherence to Curricular Objectives Learning Environment Student Performance Objectives E and F below may not be used as the basis for an overall composite unsatisfactory evaluation School and District Assigned Duties Establish three objectives focused on student academic achievement. Measurements of student performance will be based on at least on pre/post instrument of assessment. may be project or performance- based assessments. (Attach the documents addressing the above.) Discuss observation/evaluation procedures and timelines as stipulated in Article XIV of the Contract. Other Evaluatee Signature Date Evaluator Signature Name/Title Date One copy to: Evaluator One copy to: Evaluatee Approved 10/0

47 3 CUTA/District Page of Name: S
3 CUTA/District Page of Name: Site: Class/Subject/Grade: Number of Students in Attendance: Time of Observation: to Date: Effective Requires Improvement Unsatisfactory Instructional Process/Organization and Planning                                                         Adherence to Curricular Objectives Learning Environment Commendations/Recommendations If any area is marked “Unsatisfactory” Remedial Action Plan must be completed. Evaluator comments on each area listed above. Evaluator Signature Name/Title Date I certify that this report has been discussed with me. I understand my signature does not necessarily indicate agreement. Evaluatee Signature Date DISTRIBUTION: One copy to: Evaluator One copy to: Evaluatee Approved 10/03CUTA/District 43 Name: Site: Position/Subject/Grade Level: Date: Time of Observation/s: to Date/s: - Probationary - Permanent - TemporaryEffective Requires Improvement Unsatisfactory Instructional Process/Organization and Planning                                                         Adherence to Curricular Objectives                          Learning Environment Meets Student Performance Objectives Composite Evaluation from A-D above                                                            E and F below may not be used as the basis for an overall composite unsatisfactory evaluation School and District Assigned Duties                               

48                     
                            Professional Development                                                           Commendations/Recommendations: If additional comments/pages are attached, check here. OVERALL COMPOSITE EVALUATION A-F: Effective Requires Improvement UnsatisfactoryIf Composite evaluation is less than effective, a Remedial Action Plan must be completed Evaluated by: Name/Title Si g nature Date I certify that this report has been discussed with me. I understand my signature does not necessarily indicate agreement. The evaluatee may, within ten (10) workdays, write a rebuttal or comment and have it attached to the observation or Evaluatee Signature Name/Title Date Reviewed by: Signature Asst. Supt./Personnel Date DISTRIBUTION: One copy to: Evaluator One copy to: Evaluatee Approved 10/03CUTA/District 44 Page of Name: Site: Position/Subject /Grade Level: Date: This Action Plan addresses the following four areas and is to be attached to Observation or Evaluation Dated: Areas where improvement is needed c. Specific plans of assistance Specific suggestions for improvement of noted deficiencies d. Method for assessment of improvement Evaluator Signature Name/Title Evaluatee Si g nature Name/Title DISTRIBUTION: Original: Attach to original observation form or evaluation report One copy to: Evaluator One copy to: Evaluatee Approved 10/03 45 CERES UNIFIED SCHOOL DISTRICT ASSESSMENT OF PUPIL PROGRESS Name: School: Subject or Grade Level: Date Objectives Submitted: Date Objectives Approved: Temporary Probationary Perm

49 anent General Comments: Date Conferenc
anent General Comments: Date Conference Held: Evaluator: Evaluatee: Copies to: District Principal Teacher OBJ. NO. OBJECTIVES COMMENTS AND/OR RESULTS ARTICLE XV agreement. The “grievant” is the certificated employee(s), including the Association or representative(s) thereof, making a grievance claim. A “Party of Interest” is any person against whom action might be taken in order to resolve the claim. Purpose at the lowest possible administrative level, e from time to time. Both parties agree that these proceedings will be kept confidential on a need-to-know basis. having a grievance to discuss the matter informally with any appropriate member of the administration, and to have the grievance adjusted without intervention by the Association, t with the terms of this Agreement, and that the Association has been given an opportunity to be present at such adjustment and to state specified at each level will be considered to be maximums, and every effort will be made to expedite the process. The time limits may, however, be extended by mutual agreement. All extensions of the time limits will be in writing. that it cannot be processed through all the the school year, and, if left unresolved until end of the school year, or as soon as agreed to by all parties involved. Processing a Grievance When a certificated employee has a grievance, it shall be presented in the following manner: Level One – Informal Discussion with The Party of Interest The grievant shall first discuss a complaint, within fifteen (15) work days of the incident, in an informal conference with the appropriate principal or immediate supervisor, either directly or in the

50 company of the Association’s designated
company of the Association’s designated grievance representative, with the Level Two – Formal Conference with the Party of Interest If the grievant is not satisfied with the disposition of the complaint through the informal procedure at Level One, he/she must submit his/her claim as a formal after the initial level one meeting. Copies of the grievant’s formal complaint will be sent to all parties of interest and will include the following: which the grievance is based. A list of persons involved. The circumstances on which the grievance is based. An outline of actions taken to adjust the complaint. Supporting documents, if desired by the grievant. A list of the specific actions which the grievant believes would best remedy his grievance. Copies of the grievant’s formal complaint shall be sent to any or all conferees. within ten (10) workdays after receiving the Level Two grievance. Level Three – Appeal to The District Superintendent or Designee If the parties do not agree at Level Two, the grievant may appeal the decision within ten (10) consecutive workdays after receiving thmust be made, in writing, to the superintendent of designee. A copy of the appeal shall est. A copy of all grievance rthe appeal, to the superintendent or designee.remedy at Level II acceptable shall be submitted in writing to the Superintendent or designee at the time the Level III grievance is appealed. separately or jointly, within ten (10)workdays. grievant and the party of interest within ten (10) workdays after his/her meeting with the participants. Level Four – Submission of the Grievance to Confidential Mediation If the grievant is not satisfied with the disthe g

51 rievant may move to Level Four. He/she m
rievant may move to Level Four. He/she may, within ten (10) workdays after receiving the written decision from the superintendent or designee, request in writing that the Association submits his/her grConfidential Mediation. The Association, within ten (10) workdays after receipt of the request from the grievant, may initiate the Mediation and Conciliation Service. Cost of this service, if any, shall be shared equally by the District and the Association. Level Five – Binding Arbitration (Any grievance filed on or after July 1, 2006) In the case that a persistent grievance has not been resolved at Levels One, Two, Three, and Four, the grievant and/or Association may, within ten (10) work days after the conclusion of Level Four, file a written request that the grievance be submitted to binding arbitration with the Superintendent. Within ten (10) work days after receiving the written request, the District shall request that the American Arbitration Association appoint an arbitrator to hear the grievance. The selection of the arbitrator and the arbitration proceedings shall be conducted under the applicable Labor Arbitration Rules of the American Arbitration Association. The arbitrator shall resolve issues of arbitrability, if any, prior to the hearing on the merits. e issue or issues submitted, the arbitrator shall determine the issues by referring to the written grievance and the answers thereto at each step. The arbitrator shall have no power to add to, subtract from, or modify the terms of the contract. All costs for the series of the American Arbitration Association and the arbitrator, including per diem expenses for travel and subsistence sha

52 ll be shared equally by the District and
ll be shared equally by the District and the grievant and/or the Association. A certificated employee, at any point in the grievance process, may be accompanied by an A certified employee may process a grievance or serve as an Association representative without prejudice or reprisal of any kind Neither shall certificated employees harass, administrative staff before, during or after a complaint or grievance. District required to absent himself/herself from his/her duties in order to participate in scheduled conferences or hearings shall not suffer any loss of pay. Authorizations for such absences, on a reasonable basis, shall be granted by the necessary documents, shall be prepared and given appropriate distribution so as to facilitate operation of the procedures set forth. A decision rendered at any step in these procedures becomes final unless appealed within the within the time limit, an appeal may be taken ed in work days will be consecutive based on the grievant’s workdays. A written record of all proceedings shall be kept, beginning with the Level One response. Two copies of all records of proceedings shaProfessional Relations file. Both files shall be confidential. The files shall be opened to the All proceedings, at any level, shall be confidential on a need-to-know basis. All time limits are subject to change as agreed upon by all parties concerned. Agreed upon changes in time limits shall be communicated in writing. ARTICLE XVI PARENT AND/OR STUDENT COMPLAINTS employees will be encouraged to address the complaint directly to the person against whom the complaint is lodged, unless otherwise provided by law. Upon receipt of a compla

53 int from a parent/guardian/student, an a
int from a parent/guardian/student, an attempt shall be made by the employee and/or the employee’s supervisor (e.g. teacher and/or principal) to resolve the complaint through a discussion of the issue with the complainant, certificated employee, and/or the supervisor. The principal or immediate supervisor is responsible for investigating complaints not resolved between the certificated employee and the complainant, In the event the complainant does not believe the problem has been resolved satisfactorily at the site level, the complainant shall be requested to put the complaint in writing and direct it to the superintendent or his/her designee within thirty (30) calendar days of the final decision at the school level. The certificated employee shall be notified of the complaint, have the right to meet with the complainant and question him/her regarding the accuracy of the complaint, and be allowed to have an Association representative present in the meeting with the complainant. The superintendent, or designee, shall investigate the complaint with the employee, supervisor, complainant, and/or others to gain a better understanding of the problem. Within thirty (30) calendar days the superintendent or his/her designee shall render a in (10) calendar days after delivery of the superintendent’s decision, the complainant, the certificated employee, or the superintendent requests in writing a hearing before the Governing Board. meet in closed session, unless the complainant and the employee request a public hearing. No party to a complaint may address the Board, procedures of this article have been followed. No hearing will be held by the governing B

54 oard on any complaint until the Board ha
oard on any complaint until the Board has received the superintendent’s written report concerning the complaint. The written report shall contain, but not be limited to: The superintendent or designee’s written decision. A copy of the signed original complaint. Unless already clearly stated in the written complaint and/or superintendent’s written decision, a brief but specific summary of the complaint, the facts surrounding it, and the names of each employee involved, sufficient to inform the Board and the employee(s) as to the precise nature of the complaint and to allow the employee(s) to prepare a defense. The decision of the board following the In the event the complainant fails to exhaust all remedies under the procedures provided respect to each step, the complaint shall be presumed to be abandoned, and the matter shall be considered settled in accordance with the District’s last answer. ARTICLE XVII NON-REELECTION OF PROBATIONARY EMPLOYEES Any employee subject to the non-reelection provisions of the education code will be provided the ARTICLE XVIII DISMISSAL OR SUSPENSION OF CERTIFICATED EMPLOYEES When necessary, certificated employees may be dismissed or suspended in accordance with has been, and will continue to be, the practice of ARTICLE XIX Sick LeaveEvery full time certificated employee shall be entitled to ten (10) days of paid sick leave job share employees shall be entitled to a prorated share of ten (10) days sick leave proportionate to the employee’s percentage of full time leave. The employee shall provide the district a doctor’s note containing a release to return to work that states the nature of any restrictions aft

55 er an absence of six (6) or more consecu
er an absence of six (6) or more consecutive workdays. Unused sick leave shall accrue from school year to school year. The District will provide to each certificated employee an annual notice of accrued sick leave plus additional days for the current school year by November 15. As a wellness incentive, an employee who uses three (3) or fewer days of sick leave, including personal necessity, in any one school year (July 1-June 30) shall be awarded a cash incentive of one hundred dollars ($100.00) to be presented in October of the succeeding year. Employees who qualify for the cash incentive will also be provided the opportunity to use a sick day as a no tell, for a total of three (3) no tell days. Contribution to the Catastrophic Illness Fund will not affect employee eligibility for the Wellness Incentive. A certificated employee may not use more than six (6) days per year of unused sick domestic partner. The employee shall provide the district a doctor’s note after an absence of six (6) consecutive work days. A certificated employee may use his/her credited sick leave at any time during the school year (Education Code 44978, 44979, and 44980). Industrial Accident/Illness Leave (60days) An “industrial accident or illness” means any injury or illness whose cause can be traced to the performance of services for the District. The total of the certificated employee’s temporary disability indemnity and the portion of salary due him/her during his/her absence shall equal his/her full salary. A certificated employee shall be deemed to have recovered from an industrial accident or agree that there has been such a recovery. The District has the right to

56 determine fitness to return to work base
determine fitness to return to work based upon a statement from a certificated employee-selected physician. The benefits provided in this section are in addition to sick leave benefits. Accordingly, the District shall not deduct accumulated sick leave from the sick leave allotment of each certificated employee who is absent as a result of an industrial accident or illness Administrative Leave The District may grant a certificated employee a paid leave. Such leave shall be for a maximum of one (1) school year. A statement by the certificated employee’s physician, to the effect that the certificated employee is entitled to such leave, shall be furnished at the District’s Extended Illness Leave (sub-deduct up to 50%) ccident for a period of 100 work days (5 months) or less, the amount of salary deducted in any month shall be at the daily or long term, non-regular employee substitute rate and shall be deducted from the employee’s salary. salary; however, any balance due over the fifty percent (50%) shall be deducted from itute cost is paid in full. If the employee terminates before the substitute cost is paid in full, the employee shall pay the balance due to the District. The period during which the above deductions occur shall not begin until all other paid sick leave provisions for which he/she is eligible have been exhausted. Upon request, the District may extend a certificated employee’s Extended Illness Leave for a maximum of one (1) year; provided, however, that at the end of the be entitled to return to the same position and shall not receive credit for a second annual salary increment, but shall be entitled to all other benefits provided

57 in this Agreement. complete application
in this Agreement. complete application no later than two (2) weeks prior to the expiration of the original Upon request, the District may extend a certificated employee’s extended leave without pay if the employee is temporarily unable to perform his/her services because of illness, accident, or quarantine. If an individual has missed 75 days or more for the same illness/injury, the employee shall provide the district a doctor’s note after an absence of three (3) consecutive work Maternity Leave (sick leave and/or extended illness leave) The District shall provide for a leave of absethe District who is required to be absent from duties because of pregnancy, miscarriage, childbirth, and recovery there from. Certificated employees shall use their accumulated sick leave and extended illness leave during such leave of absence. The length of the leave of absence including the date on which the leave shall commence and the date on which the certificated employee shall resume duties, shall be determined by the certificated employee and the certificated employee’s physician or other medical advisor. A letter verifying the length of the temporary disability shall be signed by the employee and the employee’s caused or contributed to by prare, for all job-related purposes, temporary disabilities, and shall be treated as such under any health or disability insurance or sick leave plan available in connection with employment by the District. Family Care Leave/CFRA (California Family Rights Act) Child Bonding Leave For employees who have met the minimum statutory requirements (1250 work hours within the previous twelve month period, refer to 29 Code of Fe

58 deral Regulations Section 825 and follow
deral Regulations Section 825 and following), the District shall grant a Family Care Leave of up to 12 weeks of unpaid leave per fiscal year, after all other available paid leaves are exhausted. Leave may be (1) the birth, adoption or foster care placemenkeeps them from performing their job. Family Care Leave can be denied if it constitutes an certification are not provided. Any combination cannot exceed a total of 12 weeks. In any case in which both parents entitled to Family Care Leave are employed by the District, the District shall not grant leave in connection with the birth, adoption or placement for foster care of a child that would allow the parents aggregate Family Care Leave totaling more than the twelve (12) weeks. * Under CFRA, eligible employees (those who hamonths) who have exhausted their sick leave who wish to receive time off for “child shall be at the differential rate of pay. Such differential pay shall not take effect until all other available leaves are exhausted and the total time off for “child bonding” shall not exceed 12 weeks within any 12 month period. As a part of the process of requesting a Family Care Leave, employees may request to use all or part of their sick leave in lieu of using unpaid leave for all or part of the maximum. Employees who are granted such leave shall be employed in the same or a comparable position upon returning from family care leave. Group health insurance coverage for an employee on Family Care Leave will be maintained at the same level as before the leave was taken and on the same terms as if the employee had continued to work. Any share of premiums paid by the employee prior to taking the

59 leave will continue to be the emploresp
leave will continue to be the emploresponsibility during the leave. Bereavement Leave (Paid leave) Every certificated employee shall be entitled to a Bereavement Leave not to exceed three (3) consecutive work days, or five (5) consecutive work days if out-of-state travel or travel of more than three hundred (300) miles one way is involved (documentation required for four (4) or five (5) day leave only, e.g. electronic obituary), on account of the death of any member of his/her immediate family. Leaves granted under this section shall not be deducted from leaves granted by other sections of this contract. Members of the immediate or a grandchild of the certificated employee or the spouse of the certificated employee; and the spouse, step, foster, adoptive or natural son, son-in-law, daughter, daughter-in-law, of the certificated employee, a grandparent of the certificated employee’s child, a person who reared the employee in lieu of a parent, or yee’s household. The certificated employee may be granted a leave of absence under the Personal Necessity provisions of this contract when the time constraints of this section are not four (4) days of leave during each school year for personal reasons. The certificated employee shall notify the District of his/her intended absence for use of Personal Leave at least twenty-four (24) hours in advance. The certificated employee shall pay substitute costs for each day used. No more than two (2) certificated employees will be allowed Personal Leave on a given day. Personal Necessity Leave “Personal Necessity” (other than “no tell” days) means any crucial personal business for which the certificated employe

60 e’s presence could not be avoided or del
e’s presence could not be avoided or delayed to a non-work time. Personal Necessity Leave may not be used font. If the employee violates these contract provisions, the Personal Necessity Day(s) will be changed to an unpaid leave of absence and the employee’s salary will be reduced accordingly. A certificated employee may use not more than nine (9) days per year of unused sick leave for the purpose of Personal Necessity Leave, two (2) of which may be “no tell” days unless the employee has missed three (3) or fewer days in the previous year (see wellness incentive language above), then the employee shall be granted three (3) no tell days. Personal Necessity Days including “no tell”, may not be taken for more than five consecutive work days. Certificated employees shall submit a notice of intent to use Personal Necessity Leave with a stated reason to their supervisor for consideration of business transactions or other activities which require the presence of the employee at least one (1) day prior to the beginning date of the leave. Prior notification shall not apply to the following situations: Serious illness or death of a member of the certificated employee’s immediate family or employees under Bereavement Leave of this Article. Accident or immediate critical situation involving the certificated employee’s person or member of the certificated employee’s mily shall be the same as defined under Section G of this Article. Major religious observance. Up to two (2) “no tell” days per year. Unpaid Leave of Absence Certificated employees who are granted an unpaid leave of absence shall be entitled to the same health benefits accorded certificated emp

61 loyees who take paid leave, except wages
loyees who take paid leave, except wages, if given in writing, those on unpaid leave do not receive longevity advancement on the salary schedule for unpaid leave in excess of ½ year, nor may an employee work under contract with another school district. Any permanent certificated employee of the District who has rendered at least seven (7) years of service to the District shall be eligible to apply for Sabbatical Leave for a period of up to one year. (Education Code 44966-44972) Applicants for Sabbatical Leave shall file a request with the District Office no later than January 1, for the first semester, and no later than June 1, for the second semester, on the forms provided for this purpose. Sabbatical Leaves may be granted for the following purposes: Professional Study and/or Related Experience Applicants who apply for professional leave under this section shall agree to undertake a course of study subject to the approval of the college or university of attendance. The applicant shall submit evidence that the proposed professional study and related experience shall be designed to enlarge the applicant’s facility in teaching techniques, to broaden experience in special fields, or to do research. Approved Travel Applicants for Sabbatical Leave under this provision shall submit a brief statement to evidence specific ways in which the trip will contribute to the improvement of the applicant’s services with respect to the particular educational field in which he is Mini Sabbatical Leaves of shorter duration than one (1) semester may be approved by the District. Compensation The applicant who has been granted the Sabbatical Leave will receive fifty

62 (50) percent of his/her certificated sal
(50) percent of his/her certificated salary for the period of time of the Sabbatical Leave. Salary for Sabbatical Leave shall be paid in the same manner as if the applicant were rendering service to the District. Money to defray District costs shall come from monies appropriated for salaries. Step Advancement A certificated employee returning from Sabbatical Leave will receive the same step advancement in salary he/she would have received had he/she remained in active service. In order to receive credit for additional units, the certificated employee must follow the TEPS procedure. District for any salary paid the certificated employee during the period of the Sabbatical Leave. In the event said certificated employee fails to return and to render a period of service equal to twice the period of leave, or, in the event said certificated employee fails to carry out the program of study or the itinerary of the trip approved by the superintendent and the board, said certificated employee will forfeit the bond. Failure of a certificated employee to return and render service to the District, or failure to complete the program of study or travel, shall not result in a forfeiture of the bond when such failure is due to death or certification by a physician that failure is due to physical or mental disability. At the expiration of the leave of absence, the certificated employee shall, unless he/she otherwise agrees, be reinstated in the position held by him/her at the time of the granting of the Sabbatical Leave. Upon return, a report submitted to the District. Procedures for Selection A review committee of the association’s and the District’s represen

63 tatives will establish guidelines for se
tatives will establish guidelines for selection of candidates for Sabbatical Leave grants. The final decision on whether to grant a Sabbatical Leave shall be made by The District shall provide the Association with copies of Sabbatical Leave application forms 44969, 44970, 44971, and 444972) In-Service Leave (Paid Leave) A certificated employee shall be entitled to one (1) day of paid leave each school year for the leave may be used to visit classes in other schools, or to attend educational workshops approval is a prerequisite for granting this leave (Education Code 44962 and 44963). Jury Duty Leave (Paid Leave) The District will pay his/her salary each time a certificated employee is called for jury service (Education Code 44036) upon receipt of jury duty service verification. If the certificated employee is released from jury duty prior to noon, that employee shall return to his/her assigned work site but not necessarily to his/heminus transportation, shall be remitted to the District. Association representatives shall have a total of five (5) days of paid leave to utilize for local, state, or national conferences, or for conducting other business pertinent to Association affairs. These representatives shall be excused from school duties upon two (2) days advance notification to the superintendent by the Association president. The Association shall pay for any substitutes needed, as determined by the site principal. The Association president and/or negotiations chairperson shall have a total of ten (10) In the event that the CUTA president is an elementary school certificated employee, the District will provide for release time after 2:30 p

64 .m. as needed. Exchange Teaching Program
.m. as needed. Exchange Teaching Programs The District may or may not participate inTeachers interested in such participation must meet the basic criteria established by Donations During Extended Leave for Catastrophic Illness/Injury In the event a certificated employee, spouse, child or member of the immediate household time off, except extended illness leave, he/she (or appropriate representative) may apply for a donations of leave for catastrophic illneverification and submitting the verification to the Catastrophic Illness/Injury Committee “Catastrophic illness” or “injury” means an illness the employee for an extended period of time, or that incapacitates a member of the employee’s family which incapacity requires the employee to take time off work for an extended period of time to care for that family member, and taking extended time off work creates a financial hardship for the employee because he or she has exhausted all of his or her sick leave, other fully paid time off, (Education Code 44043.5.) A Catastrophic Illness/Injury Committee, composed of the Assistant Superintendent, Personnel, the chairperson; an administrator of the applicant’s school; the president of CUTA; and the chairperson of the CUTA collective bargaining team shall determine eligibility and procedures. usly donate day(s) of his/her accumulated sick leave to an eligible employee on a case-by case basis. All transfers of eligible leave credit are issued to a specific individual, are irrevocable and must be in full workday increments. Donors will be notified of days used and unused days will be returned. An employee who receives paid leave pursuant to this section sh

65 all use any leave credits that he or she
all use any leave credits that he or she continues to accrue on a monthly basis prior to receiving paid leave pursuant to this section (Education Code4043.5) Paid Leave Restrictions Employees on paid leave, other than sabbatical, may not accept remuneration from another e as the amount of pay is forwarded to the isions, the Education Code will prevail. In cases where the Education Code authorized the District to provide guidelines, this Agreement shall be Zeǀised Octoďeƌ ϮϮ, ϮϬϭ9 Zefeƌence – CUTA Aƌticles of Agƌeement XIXEmploLJee Name:  Alt ID#:  Site:   Position;sͿ:   Date:   Date;sͿ Of Aďsence:   Total DaLJs Aďsent:  STANT SUPEZINTENDENT, PEZSONNEmploLJees aƌe ƌesponsiďle foƌ tƌacking theiƌ oǁn time. ϭ. Death of a memďeƌ of the emploLJee’s immediate familLJ, as defined in the Beƌeaǀement Leaǀe Section, ǁhen additional leaǀe is necessaƌLJ.Death of a peƌson not in the immediate familLJ as defined in the Beƌeaǀement Leaǀe Section.Pƌioƌ notification not needed.  As a ƌesult of an emeƌgencLJ, acinǀolǀing an emploLJee’s peƌson oƌ pƌopeƌtLJ oƌ the peƌson oƌ pƌopeƌtLJ of his/heƌ immediate familLJ: Edžplanation ZeƋuiƌed:   Appeaƌance in anLJ couƌt oƌ ďefoƌe anLJ administƌatiǀe tƌiďunal as a litigant.With pƌioƌ appƌoǀal, ďusiness tƌansactions oƌ otheƌ actiǀities ǁhich ƌeƋuiƌe the pƌesence of the emploLJee. ZeƋuiƌed:   With pƌioƌ notice foƌ the adoption of a child ǁhen additional leaǀe is necessaƌLJ.With pƌioƌ no

66 tice, otheƌ peƌsonal and compellin
tice, otheƌ peƌsonal and compelling conceƌns, edžcept foƌ ƌecƌeational actiǀities, oƌ foƌ seeking oƌ engaging in This leaǀe is limited to one ;ϭͿ daLJ peƌ occuƌƌence. Edžplanation ƌeƋuiƌed:  BEZEAVEMENT: ;Paid leaǀe foƌ death in immediate familLJ, ƌelationship & location ƌeƋuiƌed, documentation ƌeƋuiƌed foƌ ϯϬϬ oƌ moƌe miles one ǁaLJ foƌ ϰ oƌ ϱ daLJs ďeƌeaǀement leaǀeͿZelationship:   Location:   IN‐SEZVICE LEAVE: ;Pƌincipal appƌoǀal is a pƌeƌeƋuisite foƌ gƌanting this leaǀe. One daLJ each LJeaƌ. ͿPEZSONAL LEAVE: ;ϰ daLJs a LJeaƌ aƌe suď deduct, additional daLJs aƌe full peƌ dieOTHEZ LEAVE OF ABSENCE ‐ Edžplanation ZeƋuiƌed:    UNPAID LEAVE OF ABSENCE: ;No adǀancement of salaƌLJ schedule ǁhile on unpaid leaǀe, maLJ paƌticipate in ďenefits pƌogƌam at emploLJee edžpense, must notifLJ distƌict ďLJ  of intent to ƌetuƌnͿ PEZSONAL ILLNESS/EXTENDED ILLNESS LEAVE: ;Deducted fƌom sick LeaǀeͿ MATEZNITz LEAVE: FMLA/CFZA;Up to ϭϮ ǁeeks, deducted at ϭϬϬ% of paLJ if sick leaǀe not aǀailaďle afteƌ all otheƌ aǀailaďle paid leaǀes aƌe edžhausted, additional papeƌǁoƌk ƌeƋuiƌed in adǀance of leaǀeͿ        * Child Bonding;Up to ϭϮ ǁeeks of suď deduct afteƌ all otheƌ aǀailaďle paid leaǀes aƌe edžhausted, additional papeƌǁoƌk ƌeƋuiƌed in adǀance of leaǀeͿEmploLJee Signatuƌe:   Date:   Site Supeƌǀisoƌ Signatuƌe:   Date:    As

67 sistant Supeƌintendent Signatuƌe: Â
sistant Supeƌintendent Signatuƌe:   Date:    Distƌiďution: WHITE & zELLOW – PaLJƌoll PINK – Site GOLDENZOD – EmploLJee unless haǀe accƌued ϳϱ oƌ moƌe daLJs foƌ same illness/injuƌLJ  ;ZeƋuiƌes medical ǀeƌification – doctoƌ’s note and ƌelease to ǁoƌk as ǁell as a Zepoƌt of Edžtended Leaǀe  A ceƌtificated emploLJee maLJ use not moƌe than 9 daLJs peƌ LJeaƌ of unused sick leaǀe foƌ the puƌpose of Peƌsonal NecessitLJ Leaǀe, tǁo ;ϮͿ of ǁhich maLJ ďe ͞no tell͟ daLJs. Peƌsonal NecessitLJ DaLJs including ͞No tell ͞, maLJ not ďe taken foƌ moƌe than ϱ consecutiǀe ǁoƌk daLJs. BLJ signing this Leaǀe of Aďsence ZeƋuest foƌm, the emploLJee undeƌstands and acknoǁledges that: ;ϭͿ peƌsonal necessitLJ leaǀe maLJ not ďe used foƌ ƌecƌeational actiǀities noƌ foƌ seeking oƌ engaging in otheƌ paid oƌ unpaid emploLJment, and ;ϮͿ if the emploLJee ǀiolates this contƌact pƌoǀision, the peƌsonal necessitLJ daLJ;sͿ ǁill ďe changed to Unpaid Leaǀe of Aďsence and the emploLJee’s salaƌLJ ǁill ďe ƌeduced accoƌdinglLJ. AppƌoǀedNot Appƌoǀed  Edžplanation:    64 SAMPLE CERTIFICATED PERSONAL NECESSITY “REASONS” REASONS ARE NOT LIMITED TO THE FOLLOWING EXAMPLES: With prior approval, business transactions or other activities which require the presence of the employee. Need to work on my rental property – fix broken door, window, water heater, HVAC Need to repair my own vehicle to get to work Meet repair person

68 for HVAC, etc. Kids in play at school Pa
for HVAC, etc. Kids in play at school Parent conference Chaperone field trip Child graduation Taking child to college Meeting with attorney Prepare for/attend wedding With prior notice, other personal and compelling ……. (1 day limit per occurrence) Pick up someone at airport Meet people delivering new furniture Moral support for friend in hospital or court Personal education (study for test, meeting with professor, etc.) Participation in religious activities or observance Recreational activities such as: running marathon; honeymoon; won ticket to a cruise; spouse on business trip; Monday night football; out-of-town guests visiting; family reunion; attend a movie or theater Need to work on my rental property to get ready for new tenant – other employment Picking up medicine for a family member Stressed out by boss – illness or worker’s comp 65 ARTICLE XX PROFESSHONAI *ROJT+ FOR SF+EGUIE AGVANFEMENT The Ceres Unified School District encourages certificated employees to maintain and improve their professional qualifications. Professional growth should be so constituted that it shows a balanced growth in the teaching majors and teaching competencies, or is specifically hired or to which one has been appointed. Principals may recommend courses in other areas such as teaching minors. Approval for Step-Advancement on the Salary Schedule cement beyond a bachelor’s degree must be submitted requests shall be shared with the Association President as received. All Units must be graduate level coursework, require 15 hours of seat time per semester unit, are from an accredited university (WASC or equivalent), and are relevant to the teacher’s assign

69 ment. Requests for 6 or fewer units in a
ment. Requests for 6 or fewer units in a semester that meet the above criteria shall be approved. at meet the above criterdiscretion of the Human Resources Division. Other courses that do not meet these criteria will be subject to the discretion of the Human Resources Division. is the equivalent of fifteen (15) hours of coursework. Each calendar year, bargaining unit members may submit up to 6 graduate level units from an accredited university, that are relevant to their current teaching assignment that will not be subject to the approval process. Verification of Professional Growth Credit Official verification of completed work must be submitted to the Personnel Office prior to essional Growth Credit for salary schedule placement for that year. Official verification includes official sealed transcripts or official transcripts sent to the District via a secured electronic link. The responsibility for submitting all completed forms and verifications lies solely with the of completion of courses is not presented to the Personnel Office by October 1, the units will not be lost, but must be carried over to the next salary year. Units and/or courses that are disapproved may be appealed by submitting a request to the Teacher Education and Professional Standards Committee (TEPS). designee, the site principal, the Association President, and the Association Lead Negotiator Superintendent. The Superintendent’s decision g within ten (10) working days and will be final. Certificated employees at step F-14 or higher on the salary schedule will receive five hundred sixty-six dollars ($566) for acquiring four (4) semester units within any three (3) consecuti

70 ve one time only during any three (3) y
ve one time only during any three (3) year period. Request for payment of this money must comply with B-1, C, and D above. ARTICLE XXI Induction Joint Panel (JP) is made up of three (3) CUTA members, appointed by the CUTA and two (2) CUSD administrators, appointed by the Superintendent. The joint panel will select me up to 50% FTE for full time classroom teachers to serve as Induction Mentorcompensation. Exceptions may be made by mutual consent of the District and the Association. selected as the Chairperson of the JP. The Chairperson must be a classroom teacher. To hold a meeting, three of the five members of the JP must be present, a majority of which are a majority vote. Both CUTA and CUSD may remove appointees and fill vacancies at anytime. payment. exemplary teacher who provides assistance to first and second year teachers. The minimum qualifications for an Induction Mentors Support providershall be: A Permanent credentialed classroom teacher with a minimum of four (4) years of teaching experience and shall not be a member of the joint panel. Exemplary teaching ability as shown by a demonstration of: Effective communication skills but not limited to the applicable current state framework and state standards Possession of a range of teaching strategies necessary to meet the needs of pupils of varying ability in a wide variety of contexts Other criteria as established by the Induction joint panel The District will administer the Teacher Induction Program. icipating teacher candidate, 11 Stteachers candidates, and 15 Stipend Units for three participating teacher candidates. This amount will be increased annually by any agreed upon incre

71 ase in salary). The Joint Panel may appo
ase in salary). The Joint Panel may appoint a member to serve on the interview committee for the Lead Mentor minimum qualifications shall be: Have at least 3 years of experience as a Mentor Be organized and responsible Be respected by the other Mentors workshops, mentor meetings and TEAM Collaborative. documentation and conduct Exit Interviews. Serve as a member of the Induction Advisory Committee. Other duties as assigned. ARTICLE XXII CERTIFICATED EMPLOYEE BENEFITS year) for all full time unit members toward the purchase of District approved insurance plans. In the event that the lowest premium employee only medical insurance plan offered to employees exceeds the amount in the above paragraph, the District agrees to increase the equal to the cost of that plan, effective on the date of the increase. Should the increase raise the employee only cost of the lowest premium per year), the District may, at its discretion, elect to reopen negotiations on this article instead of increasing its contribution above $850.00 per month ($10,200 per year) for all full time unit members, toward the purchase of District employees advanced notification of this contribution increase prior to open enrollment. Effective with the Open Enrollment period for coverage in the 2008 calendar year, each eligible employee shall be required to enroll in the District-selected health and welfare program. However, the District shall permit an eligible employee to opt out of the District’s medical oyee can provide sufficient proof to the District of other group health insurance coverage. Notwithstanding the paragraph above, employees hired on or after January 1,

72 2012, may not opt out of medical coverag
2012, may not opt out of medical coverage if this enrollment provision is required by the District’s healthcare plan If, during open enrollment, a unit member selects medical, dental, or vision, insurance coverage ribution listed above, the unit member will be responsible for the additional costs. If the cost for District offered medical, dental, or vision, insurance coverage exceeds the District contribution level for insurance benefits, then additional costs over the District contribution level. Any administrative fees charged by the District’s healthcare plan provider will be incorporated into insurance rates approved by the fees is proposed after rates are set, the District rmine how these increases will be assessed. The contribution to employee benefits for bargaining unit members. Unit members for whom the District contributes less than the per month District contribution , and vision insurance will receive the difference or use that amount to purchase District approved plans (e.g. cancer; disability or additional life rules, subject to minimum contribution requirements of the plan provider(s) etc.) or receive cash any cash in lieu of benefits, the cap on the Effective December 1, 2004, the District contribution level for a unit member working a shared oportional, (for example a 60% contract receives a 60% benefit) of a full-time unit members as specified in “A” above, for medical, dental, vision shared or partial contract of 50% or more chooses medical, dental, and vision insurance which cost the District less than 50% of the District contribution specified in A. above, they wpurchase District approved plans (e.g. cancer; disability or

73 additional life insurance; 403 (b) or 4
additional life insurance; 403 (b) or 457 deferred compensation tax shelter or other plan as allowed under IRS rules, subject to minimum contribution requirements of the plan provider(s) etc.) or receive cash in lieu of When making adjustments to the District contribution, the calculated amount will be rounded to the nearest whole number, i.e. .5 or more will be rounded up to the next highest whole number, less than .5 will be rounded to the next lowest whole number. m of $50,000 in life insurance for full-time unit members. The cost of providing the first $10,000 of this bedetermine the average monthly district contribution per bargaining unit member. Effective December 1, 2004, the District will contribute up to 50% of the amount provided for full-time unit members as specified in “A” above, for medical, dental, vision and life insurance for all certificated employees and their dependentsinto the State Teachers’ Retirement System (STRS) or into the Public Employee Retirement System (PERS), and are vested in the District. Employees who retired, without becoming vested, or who are over 65, may continue to paCertificated employees are vested in the Ceres Unified School District retiree benefit program rs must be immediately prior to retirement. Any Unified School District retiree benefit program health and welfare program for the entire school year immediately prior to retirement and shall be required to maintain continuous enrollment in y current retiree and any employee retiring by the end of the 2007-2008 school years may sign on at the 2007-2008 open enrollment and qualify for the retiree benefit program. Failure to comply with The benefits

74 provided in this Article shall remain i
provided in this Article shall remain in effect during the term of this Agreement. Should a certificated employee’s employment terminate, he/she shall be entitled to continue coverage at the employee’s expense as provided by the COBRA law. Certificated employees may participate in tax sheltered annuity programs ofDistrict providing payroll deduction for this purpose. Benefits are earned in relation to months in paid status on a twelve-month calendar. Benefits are leaves during the work year. Unit members who leave paid status prior to the 15coverage on the 1day of the exit month, except that employees whose employment is terminated or who die prior to the 15the exit month. Should a certificated employee’s employment terminate, he/she shall be entitled to continue coverage at the employee’s expense as provided by the COBRA law. If the employee has completed an entire year of service, benefits coverage will continue to complete the twelve-month calendar. Twelve-month employees who leave the district must continue to contribute their portion of the benefit cost after receiving their final check. Employees who leave paid status in the be considered to have earned a full year of benefits. The Association may participate in the District’s Insurance Committee, which will make recommendations to the Superintendent regardinmedical and life insurance. ent period for employees to make changes in ng to, deleting from, or changing medical insurance providers. At least once every other yeemployees to make changes in District offered coverage for dental and vision insurance. The District’s contribution toward the full-time unit members benefit package wil

75 l be as specified in sections “A” and “B
l be as specified in sections “A” and “B” of this article. 72 ARTICLE XXIII RETIREMENT INCENTIVE PROGRAM A Retirement Incentive Program will be provided by the District based upon the conditions stipulated below: Any certificated employee of the Ceres Unified School District who is eligible for retirement under the California State Teachers’ Retirement System shall be eligible to participate in the District’s Retirement Incentive Program providing the following provisions are met: The certificated employee must be vested and be on Column D (or higher) of the salary schedule. The certificated employee must have reached the age of fifty-five (55) years prior to the first day of the next certificated employees’ work year. The certificated employee shall notify the District superintendent of his/her intention to retire no later than April 15 of the last year of employment. The maximum base salary for determining the Retirement Incentive pay for any certificated employee may not exceed the top of the certificated salary schedule, including the master’s degree. The base salary is the certificated employee’s present placement on the certificated salary schedule. This does not include extended contracts and extra duty pay. No certificated employee who is to receive a Retirement Incentive payment may accept ontracts allowed by the S.T.R.S., and not affecting S.T.R.S. retirement payments, are accepted. If this provision is violated, the amount of the Retirement Incentive payment paid to the certificated employee shall be returned to the Ceres Unified School District within six (6) months, and subsequent payments shall be terminated. NOTICE: Such incent

76 ive payments will not be considered by t
ive payments will not be considered by the California State Teachers’ Retirement System in determining compensation for retirement benefit payment purposes. Amount of the Retirement Incentive Payment The total amount to be paid to the certificated employee from the Retirement Incentive Program is a single sum determined as follows: Fifty (50) percent of his/her current base salary as explained in 1-d for retiring at age base salary for retiring at age56. Twenty-five (25) percent of his/her current base salary for retiring at age 57. Manner of Retirement Incentive Payments The certificated employee may elect to receive the Retirement Incentive payment in eceive the Retirement Incentive payment in certificated employee. In this way, the retiree can prevent reception of monies in excess of the amount authorized by STRS from puThe total of the Retirement Incentive payments shall be made within five (5) years of the retirement date. In case of the death of the retiree, the payment shall be paid to his/her estate, devises, or legatees. The District has the prerogative of limiting the number of certificated employees, under this article in any single year. If more certificated employees apply than, by District decision, can be accommodated, those granted retirement under this Article shall be selected by seniority, unless a certificated employee with seniority waives his seniority rights in favor of another certificated employee with less seniority. If a certificated employee applies for retirement under this Article and, because of budget constraints, is ineligible that year, he/she shall be eligible the next year under the same age and benefits

77 conditions that would have applied in th
conditions that would have applied in the first year that the application was made. Golden Handshake – Additional Two Years of Service Credit this program may be made by any certificated employee who intends to retire and who has ployee must retire by June 30 of the year in which application approved in order to be eligible for the Golden Handshake. Under the terms of the Education Code, certificated employees may receive this benefit only if the district is able by attrition or replaper the formula provided by the code section and calculated by the County Office of Education. effect when provided for by legislation. Retiree Substitute Compensation 74 ARTICLE XXIV TRANSFERRED EXPERIENCE Certificated Salary Provisions ar-for-year basis up to thirteen (13) years for teachers hired subsequent to July 1, 2002. The highest initial placement for teachers hired subsequent to July 1, 2002, will be Step 14. Experience of less than 75% of a year is not applicable to the salary schedule. Teaching experience under a K-12 credential equivalent to 75% of a school year will be transferred at one full year e.g. 132 days of 175 YRE school year; 135 days of 180 traditional school year. Certificated employees who are eligible fole. Salary schedule is based upon semester units. In order to move beyond Step 14, a certificated employee must have a minimum of a BA plus 72 semester units. Verification of Professional Growth Credit Official verification of completed work must be submitted to the Personnel Office prior to October 1 of any given year to qualify schedule placement for that year. Official verification includes official sealed transcripts or official t

78 ranscripts sent to the District via a se
ranscripts sent to the District via a secured electronic link. The responsibility for submitting all completed forms and verifications lies solely with presented to the Personnel Office by October 1, the units will not be lost, but must be carried over to the next salary year. The Certificated Salary Schedule and salary classification requirements for employees, as developed by the Association and the District, are set forth in this article. The “Payroll Period” shall be defined as monthly, beginning with the date agreed to by the District for certificated employee services to begin. Salary payments shall be made not later than the last business day of the month. The District shall biannually by October 1 and February 1 furnish the Association a list of personnel, indicating their placement on the Certificated Salary Schedule and the amount of money paid for their services. teachers’ work year shall be increased by thproving services for students) as delineated in Article X, Section A. Unit growth horizontally shall be determined on the basis of a Child Center Certificate through the A.B. Degree plus thirty-six (36) units. Experience from outside the District is granted on a year-for-year basis for teachers hired subsequent to January 1, 1991. Salary Schedule Increases Beginning July 1, 2019, the 2018-201Effective July 1, 2019, the following mandated teachers outside the work day which will increase thSection L (increasing and improving services for students): California Mandated Reporter Blood Borne Pathogens California Integrated Pest Management Recognizing and Preventing Youth Suicide (Grades 7-12) School Bullying Computer Security Awarenes

79 s Sexual Harassment Training These train
s Sexual Harassment Training These trainings shall be completed by assigned dates reasonably determined by the District. In meetings, the District shall notify the Associatiimpacted year. The salary scheduled for the impacted year would then be reduced by 0.25%. high school agriculture teacher, preschool, Fully credentialed unit member teaching in a position which requires a Special Education credential will receive an additional 2 unit stipend annually. Unit members with a Doctorate Degree will receive an additional $900 annually. 2019-2020(3.6% Increase eff 2/28/20 - Retro to beginning of 19/20 year)RANGE D+MAF+MA STEP 156,961 60,543 62,366 0 0 0 0 0 57,768 61,353 63,175 65,181 67,005 0 0 0 58,818 62,404 64,228 66,234 68,057 70,316 72,140 0 60,125 63,705 65,527 67,539 69,363 71,619 73,442 75,945 77,769 61,672 65,258 67,080 69,087 70,910 73,169 74,995 77,496 79,319 63,470 67,050 68,875 70,885 72,708 74,965 76,788 79,291 81,116 65,519 69,099 70,921 72,930 74,756 77,014 78,838 81,339 83,163 67,807 71,395 73,218 75,226 77,050 79,308 81,131 83,640 85,464 70,348 73,937 75,760 77,769 79,591 81,849 83,673 86,178 88,000 76,728 78,550 80,560 82,382 84,640 86,462 88,970 90,794 79,765 81,589 83,593 85,415 87,681 89,504 92,008 93,831 86,885 88,709 90,964 92,788 95,291 97,114 94,496 96,320 98,827 100,650 102,612 104,435 17 TO 19 years 4% added to base = 106,715 108,538 20 to 22 years 5% added to base = 107,740 109,564 23 to 25 years 6% added to base = 108,768 110,591 26 to 28 years 7% added to base = 109,793 111,617 29 to 31 years 8% added to base = 110,817 112,640 32 + years 9% added to base = 1

80 11,847 113,668 1. Transferred Experience
11,847 113,668 1. Transferred Experience: Experience outside the District is granted on a year-for-year basis up to 13 years for teachers hired subsequent to July 1, 2002. The highest initial placement for teachers hired subsequent to July 1, 2002, will be step 14. 2. Experience of less than 75% of a year is not applicable to the salary schedule. 3. Special Education credential: 2.0 units when teaching in a position requiring the authorization. 4. Certificated personnel holding a Doctorate Degree will receive an additional $900 (not listed on salary schedule). 5. Teachers who are eligible for horizontal movement will be placed on the maximum vertical step for which they are eligible. 6. Teachers of record assigned to K-6 Dual Immersion positions will receive 2.0 units. NOTE: This salary schedule is based on semester units. FERES UNHFHEG SF+OOI GHSTRHFTVOFATHONAI EGUFATHON SAIARK SF+EGUIEeJLnnLnJ of 1EC20 yeMr BA  12BA24BA36BA4BA60BA2 53,623 56,961 60,543 0 0 54,429 57,768 61,353 65,181 0 0 55,482 58,818 62,404 66,234 70,316 56,784 60,125 63,705 67,539 71,619 75,945 58,338 61,672 65,258 69,087 73,169 77,496 60,139 63,470 67,050 70,885 74,965 79,291 62,192 65,519 69,099 72,930 77,014 81,339 64,471 67,807 71,395 75,226 79,308 83,640 67,019 70,348 73,937 77,769 81,849 86,178 69,805 73,144 76,728 80,560 84,640 88,970 72,844 76,181 79,765 83,593 87,681 92,008 76,133 79,466 83,051 86,885 90,964 95,291 79,816 83,008 86,586 90,420 94,496 98,827 83,431 86,781 90,365 94,204 98,283 102,612 17 TO 19 years 4% ad

81 ded to base. 106,715 20 to 22 years 5% a
ded to base. 106,715 20 to 22 years 5% added to base. 107,740 23 to 25 years 6% added to base. 108,768 26 to 29 years 7% added to base. 109,793 29 to 31 years 8% added to base. 110,817 32 + years 9% added to base. 111,847 NOTE: This salary schedule is based on semester units. Experience outside the District is granted on a year for year basis up to 13 years for teachers hired subsequent to July 1, 2002. The highest initial placement for teachers hired subsequent to July 1, 2002, will be Step 14. Placement below the line(A7, B9, C11, D12, E13) is restricted to those individuals whose initial placement is based on a vocational credential. Teachers with vocational credentials will receive a percentage of column A until such time as they are eligible Step placement is based upon years experience beyond the five years required for the credential. Two (2) years journeyman, professional, or equivalent experience in the field will be equal to one (1) step placement with maximum entry at Step 7. Vocational credential + 59 or fewer units, no Bachelor 97% Vocational credential + 60 or more units, no Bachelor 98% Vocational credential + Bachelor + 11 or more units 100% FERES UNHFHEG SF+OOI GHSTRHFT - +S A*RHFUITURAI TEAF+ER SAIARK eJLnnLnJ of 1EC20 yeMr BA24BA36BA4BA60BA2  Mdded Po NMse  = 20 Po 22 yeMrs D% Mdded Po NMse = 23 Po 2D yeMrs 6% Mdded Po NMse = 26 Po 2 yeMrs % Mdded Po NMse = 2E Po 31 yeMrs % Mdded Po NMse = Tƌansfeƌƌed Edžpeƌience: Edžpeƌiented 

82 on a LJeaƌ‐foƌ‐LJeaƌ ďasis u
on a LJeaƌ‐foƌ‐LJeaƌ ďasis up tosuďseƋuent to JulLJ ϭ, ϮϬϬϮ.  The    highest initial placement foƌ teacheƌs hiƌed suďseƋuent to JulLJ ϭ, ϮϬϬϮ, ǁill ďe step ϭϰ.   Ϯ. Edžpeƌience of less than ϳϱ% of a LJeaƌ is not applicaďle to the salaƌLJ schedule.  salaƌLJ scheduleͿ.  aced on the madžimum ǀeƌtical step foƌ ǁhich theLJ aƌe eligiďle.  ϱ. Agƌicultuƌal Teacheƌs aƌe ƌeƋuiƌed to ǁoƌk ϰϯ daLJs in addition to the daLJs enumeƌated foƌ all teacheƌs in Aƌticle X.  is ďased on semesteƌ units.  is ďased on semesteƌ units.  FERES UNHFHEG SF+OOI GHSTRHFTPRE SF+OOI SAIARK SF+EGUIE A   AA AA 12BA  12BA  24BA  36 1 24,290 26,542 26,891 27,470 28,268 29,297 30,554 32,027 33,737 2 24,924 27,175 27,522 28,102 28,900 29,930 31,183 32,661 34,368 28,034 28,384 28,960 29,762 30,787 32,041 33,521 35,224 29,115 29,470 30,043 30,845 31,870 33,126 34,603 36,307 30,425 30,781 31,356 32,152 33,178 34,437 35,913 37,616 31,961 32,310 32,889 33,684 34,718 35,973 37,447 39,155 33,723 34,071 34,650 35,448 36,480 37,731 39,208 40,919 35,710 36,059 36,633 37,434 38,463 39,717 41,193 42,898 37,924 38,268 38,848 39,646 40,674 41,929 43,405 45,112 10 43,112 44,364 45,843 47,544 11 48,508 50,215 12 51,400 53,103 NOTE: This salary schedule is based on semester units. EXTRA PAY STIPENDS "Extra Pay Stipends" are amounts of money agreed to by the Association and the District paid to certificated employees for designated services provided beyond their regular

83 teaching duties and instructional time.
teaching duties and instructional time. Such stipends shall be paid pursuant to the table which follows. The table provides for services, numbers of possible stipends for each service, and compensation units for the service. Each compensation unit shall be valued at $423. Effective for the 2019-20school year, each unit shall be valued at $448. Commencing with the 2016-17 school year, the value of the compensation unit shall be adjusted by the prior year's increase in base salary. Servic e U Servic e Department Chairs Junior High Athletics Department ChairsJunior High Athletic Director Department ChairsBaseball or Soccer Baseball or Soccer Head Varsity FootballBasketball Asst Varsity FootballBasketball Head Soph FootballFootball Asst Soph FootballFootball Head Frosh Football Asst Frosh Football Varsity Volleyball Soph Volleyball Frosh VolleyballVolleyball Cross CountryVolleyball Head Water PoloHead Wrestling Asst Water PoloAsst Wrestling Varsity SoccerPerforming Arts Advisors Soph SoccerHigh School Band Director Head Varsity BasketballAssistant Band Director Asst Varsity BasketballHigh School Choral Director Soph BasketballChoir Accompanist Frosh BasketballJunior High School Band Head WrestlingJunior High School Choral Asst WrestlingDistrict Vocal Music Head Varsity Baseball/SoftballDistrict Instrumental Music Asst Varsity Baseball/SoftballHigh School Drama Soph Baseball/SoftballJunior High School Drama Frosh Baseball/SoftballHigh School Dance Head TrackJunior High School Dance Head Asst Track Asst TrackK-12 1 Participating Teacher Head SwimmingK-12 2 Participating Teachers Asst SwimmingK-12 3 Participating Teachers

84
Sit Ser v ic e Other Advisors 9-12 Head Cheerleading Advisor 13 9-12 Asst. Cheerleading Advisor 7-12 Junior High Agriculture 9-12 High School Yearbook Advisor 7-8 Junior High Yearbook Advisor K-6 Elementary Yearbook Advisor Alt Ed Yearbook Advisor 9-12 Newspaper Advisor 9-12 Academic Decathlon 7-8 Junior High Academic Decathlon 9-12 Science Olympiad 7-8 Junior High Science Olympiad 9-12 Mock Trial Advisor 9-12 Public Speaking Advisor 9-12 Science Bowl 9-12 9/10 Class Advisor 9-12 11/12 Class Advisor 9-12 FFA Advisor 7-8 Junior High FFA Advisor 9-12 FBLA Advisor 9-12 FHA Advisor 7-8 Junior High Activities Advisor K-6 Elementary Student Council Advisor Alt Ed Student Council Advisor Alt Ed Sports Advisor 9-12 Club Advisor 7-8 Club Advisor Alt Ed Club Advisor Coordinators 9-12 Technology Coordinator 7-8 Technology Coordinator K-6 Technology Coordinator Alt Ed Technology Coordinator K-6 Traffic Patrol Coordinator K-6 Elementary Outdoor Education K-6 Elementary Sports & Equipment K-12 Substance Abuse Coordinator K-6 Career Education Coordinator 7-12 Career Education Coordinator K-6 Teacher In Charge Combination Classes K-6 Combination Class Teachers Certifications K-12 Google for Level 1 K-12 Google for Level 2 K-12 Google for EDU Cert. Trainer K-12 CDCI Re-Certification K-12 CDCI-Coach Certification *These certifications are for increasing and improving services for students. These stipends will be paid by December 10of each year based on the employees providing evidence of completion by October 1Should these certifications no longer meet the needs of the

85 District or are no longer available, th
District or are no longer available, the District may, at its discretion, remove these from the stipend list and notify the Association by March 1 of the school year prior to the impacted year. +OURIK RATES AS PER FUTA A*REEMENTAs peƌ CUTA agƌeement, houƌlLJ ƌates ǁill incƌease ďLJ the pƌeǀious LJeaƌ's funded COLA 2016C201201C201E201EC20201B02% 1BD6% 2B1% ADULT SCHOOL ;non CUTA ƌateͿ ϯϮ.9ϯ ϯϯ.ϰϰ ϯϰ.ϯϱ ADULT SCHOOL ;CUTA ƌateͿ ϰϬ.ϰϭ ϰϭ.Ϭϰ ϰϮ.ϭϱ AFTEZ SCHOOL/SATUZDAz TUTOZING ;ϯϬ daLJ emeƌg. CƌedͿ Ϯϱ.9Ϯ Ϯϲ.ϯϮ Ϯϳ.Ϭϯ AFTEZ SCHOOL/SATUZDAz TUTOZING ;non CUTA ƌateͿ ϯϮ.9ϯ ϯϯ.ϰϰ ϯϰ.ϯAFTEZ SCHOOL/SATUZDAz TUTOZING ;CUTA ƌateͿ ϰϬ.ϰϭ ϰϭ.Ϭϰ ϰϮ.ϭϱ SESSION ;non CUTA ƌateͿ ϯϮ.9ϯ ϯϯ.ϰϰ ϯϰ.ϯϱ SESSION ;CUTA ƌateͿ ϰϬ.ϰϭ ϰϭ.Ϭϰ ϰSSION ;ϯϬ daLJ emeƌg. CƌedͿ Ϯϱ.9Ϯ Ϯϲ.ϯϮ Ϯϳ.Ϭϯ SUPPLEMENTAL PAZT‐TIME HOUZLz TEAteͿ ϯϮ.9ϯ ϯϯ.ϰϰ ϯϰ.ϯϱ SUPPLEMENTAL PAZT‐TIME HOUZLz TEAϰϬ.ϰϭ ϰϭ.Ϭϰ ϰϮ.ϭϱ SUPPLEMENTAL PAZT‐TIME HOUZLz TEACHING ;EmeƌgencLJ CƌedentialͿ ϯϮ.9ϯ ϯϯ.ϰϰ ϯϰ.ϯϱ SUMMEZ SCHOOL ;non CUTA ƌateͿ ϯϮ.9ϯ ϯϯ.ϰϰ ϯϰ.ϯϱ SUMMEZ SCHOOL ;CUTA ƌateͿ ϰϬ.ϰϭ ϰϭ.Ϭϰ ϰϮ.ϭϱ SUMMEZ SCHOOL ;emeƌgencLJ cƌedentialͿ Ϯϱ.9Ϯ Ϯϲ.ϯϮ Ϯϳ.Ϭϯ CUZZICULUM DEVELOPMENT LEADEZ/PZESENTEZ ϰϬ.ϰϭ ϰϭ.Ϭϰ ϰϮ.ϭϱ CUZZICULUM PAZTICIPANT ϯϮ.9ϯ ϯϯ.ϰϰ ϯϰ.ϯϱ Ϯϱ.9Ϯ Ϯϲ.ϯϮ Ϯϳ.Ϭϯ SUB TEACHEZ DAILz ZATES FULL

86  Ϯ/ϯ ϭϮϱ.ϬϬ ϴϯ.ϯϯ ϭϰϬ.
 Ϯ/ϯ ϭϮϱ.ϬϬ ϴϯ.ϯϯ ϭϰϬ.ϬϬ 9ϯ.ϯϯ ϯϭ + DAzS ‐ SINGLE ASSIGNMENT LONG TEZM ϭϲϬ.ϬϬ ϭϬϲ.ϲϴ  84 ARTICLE XXV Separability and Savings If any provisions of this Agreement should bestate or federal court or administrative agency of competent jurisdiction, or if compliance restrained by any state or federal court or administrative agency of competent jurisdiction pending a final determination to its validity, persons or circumstances other than those as to which it has been held invalid or as to which compliance with or enforcement of has been restrained shall not be affected there by. It is further agreed that within ten (10) days of receipt of notification of the above circumstances, negotiations shall commence regarding matters related to such provisions. 85 ARTICLE XXVI REOPENERS Negotiations may be reopened by mutual agreement on any part of this contract. Written notice shall be given by the Association to commence reopener negotiations during of the prior year. However, the District may commence reopener negotiations after September 1of each fiscal year of this Agreement if the Association has not commenced reopener negotiations on or before August 31. Each party shall be afforded the following number of articles to reopen: 2019-2020: No reopeners, full successor negotiations completed 2020-2021: Two reopeners, plus Articles 22 and 24 2021-2022: Three reopeners, plus Articles 22 and 24 86 ARTICLE XXVII WHITMORE CHARTER SCHOOL The Ceres Unified School District and Whitmore Charter School recognize that the certificated employees of Whitmore Charter School are members of the Ceres Unifies Teache

87 rs’ Association (CUTA) and that their em
rs’ Association (CUTA) and that their employment is governed by this Agreement as specifically noted in this Article and as agreed upon in Article II of this Agreement. – The following definitions are applicable to the unit members who are employees of Whitmore Charter School. “Charter School,” “Whitmore” and “WCS” refer to Whitmore Charter School. “Certificated Employee” refers to any Whitmore Charter School Teacher (classroom-based program) or Whitmore Advisory Teacher (home-based program) as well as any other certificated personnel who are required to hold credentials issued by the California Commission on Teacher Credentialing to perform their functions and are performing functions identified as functions of the unit positions recognized in Article II, Section A of this Agreement. “Charter School Teacher” refers to a certificated staff member who is employed to teach students in the classroom-based program at Whitmore Charter School and credentialed to do so by the State of California. “Advisory Teacher” refers to a certificated staff member who is employed to teach students in the home-base program at Whitmore Charter School. “Hourly Rate of Pay” shall be the rate of pay per hour, established for services rendered by the certificated employee, as established annually by the administration. “Class size” is defined in Section D of this Article. “Minimum Day” is a day in which the students have fewer instructional minutes than in a regular day. “Extra Pay Stipend” is compensation for designated services provided beyond normal teaching duties, adjunct duties, and instructional time. “Teacher in Charge” refers to a teacher at Whitmore Charter S

88 chool who has been designated by the pri
chool who has been designated by the principal to provide supervision, leadership, and oversight to the Whitmore certificated and classified staff and to perform other administrative duties in the principal’s absence and when otherwise needed. The following terms are as defined in Article III, Definitions of this Agreement: “Daily Rate of Pay”, “Work Days” “Instructional Days”, “Instructional Days”, “Non-Instructional Days”, “Partial Position” and “Combination Classes.” PROFESSIONAL DUES OR FEES AND PAYROLL DEDUCTIONS ll be in effect for WCS certificated staff in a manner that is consistent with those outlined in the CUTA Contracts. In the Whitmore Charter School classroom-based program, all reasonable efforts shall be made to maintain an average class size of 25 to 1 for grades 4-8. So long as Whitmore is receiving funds for Class Size Reduction (SCR), class size in grade K-3 shall be governed by and maintained in accordance with the requirements to continue to receive funding and the ability of the available funding to cover the cost of the program. In the Whitmore Charter School home-base program, class size will be 25 to 1 for grades K- 12. Specialized teachers (i.e., Music, Physical Education, Art, etc.) may have class sizes that exceed those listed above. SCHOOL CALENDAR Whitmore Charter School will use a traditional instructional day calendar for students which is consistent with the Ceres Unified School District traditional instructional school day TEACHING HOURS The Whitmore Charter School certificated employees’ work year shall include one hundred eighty-seven (187) work days, made up of one hundred eighty (180) instructional days an

89 d seven (7) non–instructional days. t wh
d seven (7) non–instructional days. t when meeting professional responsibilities may include but are not limited to, staff meetings, collaborative meetings, Back to School, and parent/teacher conferences. 4. Certificated employees in the classroom-base program shall be required to report for duty fifteen (15) minutes before the start of the students’ regular school day, except when meeting the site duty schedule or scheduled staff meetings. Teachers may leave school at the end of the ng professional responsibilities. The certificated employees’ workday shall include at least a thirty (30) consecutive minute duty free lunch. The Charter School will provide appropriate supervision to accomplish this. The annual instructional minutes for K-8 classes in the Whitmore Charter School classroom- based program will be 63,200 minutes for self-contained classrooms (plus or minus minutes), and 67,800 minutes for departmentalized classes (plus or minus 180 minutes). Itinerant certificated staff will work the same workday as other certificated staff at the Whitmore Charter School classroom-based program. JOB SHARING AND PARTIAL CONTRACTS Job sharing and partial contracts shall be at the discretion of WCS. Should such occur, the requirements of Article XI of this Agreement shall be applicable. CERTIFICATED EMPLOYEE SAFETY Charter School employees shall not be required to work in unsafe conditions or to perform tasks that endanger their health, safety or wellbeing. Any certificated employee who observes a working condition that he/she believes to be unsafe or unhealthy shall report such condition in writing, including the reasons for believing it to be unsafe

90 or unhealthy to his/her immediate super
or unhealthy to his/her immediate supervisor. The priority of the Charter School shall be to investigate and remedy health and safety items. Upon notification, the Charter School shall investigate and if found, eliminate or correct any unsafe or hazardous condition as soon as possible. Certificated employees shall, immediately and in writing, report cases of assault, threatened assault, or sexual harassment suffered by them in connection with their employment. Such reports will be investigated and appropriate action taken. Such reports will be held confidential. The Charter School will provide appropriate certificated employees information regarding students as required by law under Education Code Section 49079. Any information received by a teacher pursuant to Section 49079 shall be received in confidence for the limited purpose for which it was provided and shall not be further disseminated. ASSIGNMENT, TRANSFER AND REASSIGNMENT WCS’s administration shall determine the appropriate assignments for all Whitmore Charter School certificated staff. Employees may be involuntarily transferred or reassigned to another grade level, another subject area, another site, or another program within the Whitmore Charter School structure in the best interests of the students, the staff member of the educational program as determined by the WCS administration. A credentialed teacher may be designated to serve as a Teacher in Charge. The Teacher in Charge shall be paid a stipend which is consistent with the stipend paid to Teachers in Charge at other schools in Ceres Unified School District Whitmore Charter School teachers that apply for a position in CUSD wi

91 ll be given an interview for that positi
ll be given an interview for that position. CERTIFICATED EMPLOYEE EVALUATION Whitmore Charter School certificated staff shall be evaluated in a manner consistent with Education Code section 44660 Grievance Procedures will be in effect for WCS certificated staff in a manner that is consistent with those outlined in the CUTA Contract with the modification that a grievance is any alleged violation of any section of this Agreement which is applicable to WCS certificated unit member and adjustments shall not be inconsistent with the terms of this Agreement which are applicable to WCS certificated unit members. PARENT AND/OR STUDENT COMPLAINTS Individual Level Persons making complaints concerning certificated employees will be encouraged to address the complaint directly to the person against whom the complaint is lodged, unless otherwise provided by law. Upon receipt of a complaint from a parent/guardian/student, an attempt shall be made by the employee and/or the employee’s supervisor (e.g. teacher and/or principal) to resolve the complaint through a discussion of the issue with the complainant, certificated employee, and/or the supervisor. The Charter School Administrator is responsible for investigating complaints not resolved between the certificated employee and the complainant, and will attempt to resolve the complaint to the satisfaction of the person(s) Charter School Level In the event the complainant does not believe the problem has been resolved satisfactorily at the Individual level, the complainant shall be requested to put the complaint in writing and direct it to the Charter School administrator within thirty (30) calendar days of the

92 final decision at the Individual level.
final decision at the Individual level. The certificated employee shall be notified of the complaint, have the right to meet with the complainant and question him/her regarding the accuracy of the complaint, and be allowed to have an Association representative present in the meeting with the complainant. The Charter School administrator or designee shall investigate the complaint with the employee, supervisor, complainant, and/or others to gain a better understanding of the shall render a decision in writing, together with supporting reasons, to the parties involved. The Charter School administrator’s decision shall ber’s decision, the complainant, the certificated employee, or the Charter School Administrator requests in writing a hearing before the Governing Board Hearing The Governing Board shall meet in closed session, unless the complainant and the employee request a public hearing. No party to a complaint may address the Board, either in closed or open session, unless the procedures of this Article have been followed. No hearing will be held by the Governing Board on any complaint until the Board has received the Charter School administrator’s written report concerning the complaint. The written report shall contain, but not be limited to: The administrator’s written decision. A copy of the signed original complaint. Unless already clearly stated in the written complaint and/or administrator’s written decision, a brief but specific summary of the complaint, the facts surrounding it, and the names of each employee involved, sufficient to inform the Governing Board and the employee(s) as to the precise nature of the complaint and to allow

93 the employee(s) to prepare a defense. T
the employee(s) to prepare a defense. The decision of the Governing Board following the hearing shall be final. In the event the complainant fails to exhaust all remedies under the procedures provided herein, or to abide by the time limits with respect to each step, the complaint shall be presumed to be abandoned, and the matter shall be considered settled in accordance with the Charter School’s last answer. EMPLOYMENT STATUS Permanent CUSD certificated employees who transfer to Whitmore Charter School shall maintain their status and seniority as a permanent CUSD certificated employee. A certificated employee shall only be permitted to gain permanent status either in CUSD or Whitmore Charter School. A permanent Whitmore Charter School employee does not have employment rights with CUSD. A Whitmore Charter School employee shall not be involuntarily transferred to CUSD, unless he/she has established permanent status as a CUSD certificated employee. An advisory teacher shall not gain permanent status at Whitmore Charter School, except if he or she is also serving in a classroom-based assignment pursuant to subsection 5 below. A probationary 1 or probationary 2 CUSD certificated employee transferring to Whitmore Charter School shall not be permitted to include such prior service toward gaining permanent status in the Whitmore Charter School. Commencing July 1, 2009, a Whitmore Charter School employee shall gain permanent status as an employee of Whitmore Charter School after serving in a classroom-based assignment for a .50 full-time equivalent or greater for five (5) complete consecutive school years as a “probationary” employee at Whitmore Chart

94 er School. A classroom-based teacher who
er School. A classroom-based teacher whose employment at Whitmore Charter School commenced during the 2004-2005 school year or thereafter shall be entitled to use up to three years of his/her service prior to July 1, 2009 as a classroom-based teacher to satisfy the (5) complete consecutive school year requirement. To be eligible, the prior service must be in a classroom-based assignment of .50 full-time equivalent or greater for consecutive and complete school years. The Charter School Administrator shall notify a probationary employee if he or she has earned permanent status on or before March 15 of the probationary employee’s fifth complete consecutive school year of employment. At any time prior to the expiration of the probationary period, the Charter School Administrator or designee may, at his/her discretion, dismiss a probationary employee. A probationary employee shall not be entitled to a hearing. A “complete school year” is defined as 75 percent of the days the Charter School is in Service as a “temporary” or “substitute” teacher shall not be included in computing the service required as a prerequisite to attainment of, or eligibility to, classification as a permanent employee of the Charter School. There may be instances when Whitmore Charter School will have to reduce its force. If a reduction in force is necessary, the Charter School Administrator shall send written notice to a permanent employee stating that he or she shall not be reemployed (laid off) for the following school year. Such notice shall be sent on or before March 15 of the current school year. The Charter School Administrator’s decision to not reemploy a permanent em

95 ployee shall be final and based on crede
ployee shall be final and based on credentials held on or before January 1of the current school year, length of service at Whitmore Charter School and the program needs of Whitmore Charter School. The District shall use Resolution Number 18-08-09, Resolution Determining Tiebreak Criteria. A Whitmore Charter School permanent employee shall not be permitted to displace a CUSD certificated employee. A CUSD certificated employee shall not be permitted to displace a Whitmore Charter employee. This notice shall not be afforded to advisory teachers or probationary employees. Commencing with the 2017-18 school year, the District shall classify a permanent Whitmore Charter School classroom-based teachteacher. For a Whitmore Charter School teachCharter School, the District shall have the discretion to designate the teacher as CUSD second-year probationary employee, otherwise he or she shall be considered a first-year probationary employee. DISCIPLINE AND DISMISSAL The Charter School Administrator or designee cause.” The term “discipline” includes, but is not limited to, dismissal, demotion, suspension, or suspension from duties without pay. This article does not limit the District’s or Charter School Administrator’s right to evaluate, reprimand, or counsel employees. At any time prior to the expiration of the probationary period, the Charter School Administrator or designee may, at his/her discretion, dismiss a probationary employee. A probationary employee shall not be entitled to a hearing. titutes “just cause” for discipline: An employee may be disciplined for cause as identified in Education Code sections 44932 (a) Notice of Proposed Disciplinary Ac

96 tion. Prior to any such discipline being
tion. Prior to any such discipline being imposed, the Charter School Administrator shall provide the employee with a written Notice of Proposed Disciplinary Action, which shall include a brief summary of the facts supporting the proposed disciplinary action. The employee shall have five (5) working days to submit a written and/or oral response to the Charter School Administrator or his/her designee. Notice of Disciplinary Action. After considering the employee’s response to the Notice of Proposed Disciplinary Action or after the five (5) working day response period, the Charter School Administrator or his/her designee, may impose any level of serving the employee with the Notice of Disciplinary Action. The Notice of Disciplinary Action shall include a card or paper entitled “Request for Hearing.” Request for Hearing. To request a hearing before the Governing Board, the employee may file the “Request for Hearing” with the Superintendent’s office within fifteen (15) work days after service of the Notice of Disciplinary Action. The Charter School Administrator or his/her designee may serve the Notice of Disciplinary Action by personal delivery or by certified U.S. Mail. If the employee fails to file the “Request for Hearing” within the time specified, he/she shall be deemed to have waived his/her right to a hearing. Hearing Procedures If the employee submits a timely Request for Hearing, the Governing Board may conduct such a hearing itself or may appoint a designee to conduct the hearing. The hearing shall be held at the earliest convenient date, taking into consideration the established schedule of the Governing Board or hearing officer and the

97 availability of counsel and witnesses.
availability of counsel and witnesses. The parties shall be notified of the time and place of the hearing. The employee shall be entitled to appear personally, produce evidence, and have counsel. The employee shall not be entitled to a public hearing. The procedure entitled “Administrative Adjudication” commencing with Government Code 11500 shall not apply to any such hearing before the r the Governing Board nor a hearing officer shall be bound by rules of evidence used in California courts. Informality in any such hearing shall not invalidate any order or decision made or approved by the hearing officer or the Governing Board. At any time before an employee’s appeal is finally submitted to the Governing Board or to a hearing officer for decision, the District may serve on the employee and file an amended or supplemental Notice of Disciplinary Action. Any new causes or allegations shall be deemed controverted and any objections to the amended or supplemental causes or allegation may be made orally at the hearing and shall be noted on the record. If the hearing is conducted by the Governing Board, it may use the services of its counsel or a hearing officer in ruling upon procedural questions, objections to evidence, and issues of law. The Governing Board may meet in closed session with its counsel or a hearing officer to deliberate. The Governing Board shall affirm, modify or revoke the Notice of Disciplinary Action. If the hearing is conducted by a hearing officer, he/she shall prepare a proposed decision in a form that may be adopted by the Governing Board as the decision in the case. A copy of the proposed decision shall be received and file

98 d by the Board and furnished to each par
d by the Board and furnished to each party within ten days after the proposed decision is filed by the Board. The Governing Adopt the proposed decision in its entirety. Modify any part of the proposed decision. Reject the proposed decision in its entirety. In arriving at a decision or a proposed decision on the propriety of the proposed disciplinary action, the Governing Board or the hearing officer may consider the records of any evaluation, discipline or prior personnel action against the employee. The decision of the Governing Board shall be in writing and shall contain findings of fact and the disciplinary action approved, if any. The findings may reiterate the language of the pleadings or simply refer to them. The decision of the Governing Board shall be certified to the Charter School Administrator and he/she shall enforce and follow this decision. A copy of the decision shall be delivered to the employee personally or by U.S. Mail. The decision of the Governing Board shall be final. Compulsory Leave of Absence The Charter School Administrator shall ensure Whitmore Charter School does not employ or retain in employment any person who has been convicted of any sex offense as defined in Education code 44010 or any controlled substance offense as defined in Education Code 44011. However, Whitmore Charter School may employ a person convicted of a controlled substance offense if the Governing Board determines from the evidence it requires that the person has been rehabilitated for at least five years. An employee arrested for violating any sex offense as defined in Education Code section 44010 or any controlled substance offense as defined in

99 Education Code section 44011 shall be i
Education Code section 44011 shall be immediately placed on compulsory leave of absence without pay. LEAVES Whitmore Charter School certificated employees shall be entitled to the leaves that are outlined in Article XIX of this Agreement. CERTIFICATED EMPLOYEE BENEFITS Benefits for Whitmore Charter School certificated stXXII, of this Agreement. RETIREMENT INCENTIVE PROGRAM Retirement incentives for Whitmore Charter School certificated staff members shall be as of this Agreement. AND TRANSFERRED EXPERIENCE Certificated Salary Provisions Whitmore Charter School certificated employees with permanent, contracted, and benefited positions will be paid on the Whitmore Charter School Salary Schedule Experience outside the District shall be granted on a year-for-year basis up to fourteen Experience of less than 75% of a year is not applicable to the salary schedule. Teaching experience under a K-12 credential equivalent to 75% of a school year will be transferred as one full year, e.g.143 days out of a 190 day contract year. Certificated employees who are eligible for horizontal movement will be placed on the maximum vertical step for which they are eligible. Salary schedule placement is based upon semester units. Verification of Professional Growth Credit Official verification of completed work must be submitted to the CUSD Personnel Office prior to October 1 of any given year to qualify for Professional Growth Credit for salary schedule placement for that year. Official verification includes official transcripts, originals of official grade cards, or official/original verifications of completion. The responsibility for submitting all completed form

100 s and verifications lies solely with the
s and verifications lies solely with the certificated employee. If official verification of completion of courses is not presented to the Personnel Office by October 1, the units will not be lost, but must be carried over to the next salary year. The “Payroll Period” shall be defined as monthly, beginning with the date agreed to by the District for certificated employee services to begin. Salary payments shall be made not later than the last business day of the month. Advisory Teachers with Less than 20 Students (Home-based Education Program) Advisory Teachers who have less than 20 students will be paid on an hourly basis using performance contracts, at a rate of 5 hours per pay period for each student served a minimum of 5 days during that pay period. Advisory Teachers with less than 20 students may be paid for additional duties (i.e., attendance at staff meetings and collaborative meetings, adjunct duties, etc.) as assigned performance contracts. The hourly rate of pay will be the rate of pay per hour, established for services rendered by the certificated employee, as established annually by the administration. Student assignments for Advisory Teachers will be made at the discretion of the Whitmore Charter School administration. Advisory Teachers with 20 or More Students (Home-based Education Program) An Advisory Teacher who has 20 or more students will be offered a full contract with benefits and placement on the Whitmore Charter School certificated salary schedule according to the provisions in Section A above. Once an Advisory Teacher is fully contracted, all meetings, adjunct duties, and other ated with the position become inherent in th

101 at Advisory Teacher’s contract and will
at Advisory Teacher’s contract and will not be compensated separately from that contract. If a fully contracted Advisory Teacher’s student load drops below 20 students for two or more consecutive pay periods, that Advisory Teacher’s position may be converted from a fully contracted position to a non-benefited hourly position and paid on a performance contract. Student assignments for Advisory Teachers will be made at the discretion of the Whitmore Charter School administration. GMA STEP 1 57518 59249 0 0 0 0 0 58287 60018 61923 63652 0 0 0 59287 61020 62927 64657 66801 68534 0 60518 62251 64161 65895 68039 69771 72146 73881 61995 63726 65634 67367 69511 71245 73620 75352 63700 65435 67341 69074 71216 72948 75330 77063 65645 67379 69283 71015 73161 74892 77270 79004 67822 69556 71463 73197 75340 77074 79455 81188 70238 71971 73881 75612 77758 79490 81870 83602 74619 76533 78265 80409 82143 84518 86254 77509 79413 81145 83293 85028 87406 89140 84273 86414 88148 90525 92261 91504 93885 95618 99210 103110 104084 105060 106034 107010 107983 1. Transferred Ex p erience: Ex p erience outside the Charter School is g ranted on a y ea y ear basis u p to 13 y ears. 2. Experience of less than 75% of a year is not applicable to the salary schedule. 3. Special Education credential: 2.0 units when teaching in a position requiring the authorization. octorate Degree will receive an additional $E00(not listed on salary schedule). 5. Teachers who are eligible for horizontal movement will be placed on the maximum vertical step for which they are eligible. NOTE: This s