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2009-2010 Calendar Survey
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Wednesday, August 27, 2008
NESPA CONTRACT RATIFIED!
ADDITIONS ARE UNDERLINED. DELETIONS ARE RED. NESPA’S SUMMARY EXPLANATION IS IN BOLD CAPS. Blog site prevents correct formating of spreadsheet columns--please see printed copy for correct information
1. Article 2, Section 2.15 - 2.17: THIS NEW LANGUAGE WILL LIMIT THE USE OF SUBSTITUTES TO APPROPRIATE SITUATIONS. ADMIN WILL NOT BE ABLE TO USE SUBS IN REGULAR POSITIONS. CAN’T ASK SUBS TO TAKE A DAY OFF TO CIRCUMVENT THE 45 DAYS, AND MUST NOTIFY NESPA.
2.15 Substitutes - Persons hired as temporary replacements to cover emergency situations or employee absence. Substitutes may not be hired in lieu of or to avoid hiring of regular employees, except as temporary replacements for regular permanent employees on authorized leave, for position vacancies occurring less than 45 days from the last day of student instruction each year, or to assist the District with special student needs related to special education or ADA accommodations, such as additional support for a student whose IEP does not require a one-on-one paraeducator, or support for a classroom where the student caseload does not otherwise generate additional staffing.
2.16 Following forty-five (45) or more continuous days of employment, persons assigned to substitute positions will become members of the bargaining unit and will be entitled to limited coverage under this Agreement as follows, applied retroactively from the first day of the substitute position:
Employee rights in Articles 1, 2, 3, 4, 5 (newly hired means as of the 45th continuous calendar day), 6, 7, 8, 9, 11.40, 12 (except 12.30 and 12.90), 13, 14, 19, 21, 22, 23, 24, 28, 32 (on a pro rata basis without accumulation), 38, 39, 40, 41, 45, 46 (through step 2), 48, Appendices A and B (as limited).
2.17 The District shall notify the Association when a person assigned to a substitute position has worked forty-five (45) or more continuous days in the same position. The District shall not request that the person take time off to circumvent this provision.
2. Article 8, Section 8.30 PROHIBITS RETALIATION FOR ASSERTING OUR CONTRACT RIGHTS.
8.30 There shall be no unlawful discrimination or retaliation against any employee for utilization of the grievance procedure or for the appropriate exercise of rights they may have under this Agreement.
3. Article 11, Section 11.20 PROFESSIONAL HOURS CAN BE USED FOR ADDITIONAL USES. OUR CHECK STUBS WILL STATE OUR PROF. HOURS BALANCE. PROF HOURS ARE YOUR OPTIONAL HOURS TO USE; WHEN YOU ARE REQUIRED TO WORK EXTRA HOURS, THE DISTRICT MUST PAY YOU FROM OTHER FUNDS.
11.20 In addition to the 180 days, fifty-five (55) professional hours will be provided as optional paid work hours for employees whose regular work assignment is 182 days or less. A minimum of fifteen (15) professional hours must be utilized prior to school starting for preparation and inservice activities at the building level. If the principal or supervisor determines that work is not scheduled for seven and one-half (7.5) of these hours prior to school starting, the hours may be used for other building based inservice trainings and activities scheduled throughout the school year. The remaining professional hours may be used for such activities as: MDT meetings, IEP meetings, grade level meetings, staff meetings, field trips/community access trips, open house functions, duties at other after school events, building site-development meetings, preparation of assigned state/federal reports, adaptation of instructional materials for specific student needs, collaborative preparation with certificated employees, building based activities or projects for implementation of Action Plans, and professional development activities. These hours will be paid at time and one-half for any hours beyond forty (40) work hours per week. Employees hired after the school year begins will receive a prorated amount of forty (40) professional hours. On each employee’s electronic pay statement, the District shall show the employee’s individual professional hour balance.
4. Article 11, Section 11.30 and 11.31 A NEW POOL OF PROFESSIONAL HOURS IS SET UP, FOR USE WHEN WE RUN OUT OF HOURS: 08-09: 650 HOURS. 09-10: 1650 HOURS. SUBMIT THEM ON YOUR MONTHLY TIMESHEET.
11.30 A pool of three hundred (300) hours in total will be provided for employees other than nurses to attend required IEP or MDT meetings or related special education activities.
11.31 A pool of two hundred and fifty (250) hours in total will be provided for nurses to attend required IEP or MDT meetings or related special education activities.
11.30 For 2008-09. a pool of six hundred and fifty (650) hours shall be provided for use by employees for the same purposes enumerated in Section 11.20 subject to principal or supervisor approval, after the exhaustion of the employee’s individual allocation. In 2009-10, one thousand six hundred and fifty (1650) hours shall be provided for this purpose. Employees must submit hours worked on their regular timesheet for the month in which the hours were worked. Hours worked in August shall be charged to the subsequent year’s professional hour balance. A report on the use of hours will be provided monthly to the Association.
5. Article 12, Section 12.40 IT IS THE PRINCIPAL’S RESPONSIBILITY TO ENSURE THAT YOUR SCHEDULE PERMITS YOU TO TAKE BREAKS. IF IT DOESN’T ASK THEM TO SCHEDULE YOU SO YOU CAN TAKE BREAKS.
12.40 Two fifteen (15) minute relief periods for employees working six and one-half (6.5) hours or more shall be provided as part of the working day. One fifteen minute relief period will be provided for employees working four (4) hours to six and one-half (6.5) hours. Employees working more than five (5) hours shall be provided an unpaid, one-half (1/2) hour, duty-free lunch period. Relief periods shall be taken at regularly scheduled times, whenever possible. It shall be the Building Administrator’s responsibility that each employee’s schedule permits him/her to take these relief periods. An employee may request the Building Administrator’s assistance in scheduling his/her relief period.
6. Article 13, Section 13.20 NESPA HAS RIGHT TO USE DISTRICT EMAIL.
13.20 The Association shall have the right to use inter-District mail services, bulletin boards, e-mail and employee mailboxes for communications with employees. The Association and employees shall use District e-mail for Association business under the same conditions as, and consistent with, the District’s acceptable use policies. The Association acknowledges that records sent over the District’s electronic network are public records and subject to review. The Association agrees to defend, indemnify and hold the District harmless for any alleged misuse of District facilities by the Association, its officers or agents.
7. Article 13, Section 13.40 DISTRICT WILL PAY COST OF SUB FOR 15 DAYS (WAS 10) OF RELEASE TIME FOR ASSOCIATION ACTIVITY SUCH AS THE MONTHLY LABOR-MANAGEMENT MEETINGS. ASSOCIATION GET 16 OTHER RELEASE DAYS (WAS 10) FOR OTHER ACTIVITIES SUCH AS THE ANNUAL WEA REPRESENTATIVE ASSEMBLY.
13.40 The District shall grant fifteen ten (150) days of released time per school year to the Association for Association business as deemed appropriate by the Association President. The District will pay the cost of the substitute when the use of days is to promote improved District-Association relations for such areas as development of inservice, meetings with employees or administrators, and planning events which will benefit the bargaining unit members when such meetings take place within the District. An additional sixteen ten (160) days will be granted to the Association and the Association will pay the cost of the substitute when the use of the days is to attend meetings or training sessions held outside the District. The Association President will notify the Human Resources Director as soon as possible of the days to be used, but no later than two (2) school days prior to use.
8. Article 13, new Section 13.70 REPRESENTATION ON SCHOOL LEADERSHIP TEAMS: PROGRESS, BUT NOT YET RESOLVED.
The District does not object to having a classified employee on each school’s Site-Based Decicion-making Leadership Team. The District will write a letter regarding NSEA, NESPA, NEOPA and the District meeting for the purposes of clarifying:
1) How a classified member would be selected.
2) Building-wide role of the classified member (voting rights, etc.)
3) Method by which classified member is compensated (what funds)
9. Article 13, new Section 13.80. NESPA CAN SPEAK AT SCHOOL BOARD MTGS.
13.80 To the extent the Board of Directors elects to schedule “Association Comments” on any Board agenda the Association shall have the right to address the Board of Directors at that time. The Association shall be placed on the list of local media entitled to notice of special meetings of the Board of Directors.
10. Article 16, Section 16.30 EMPLOYEES CANNOT BE FIRED BEFORE AN INVESTIGATION AND AN OPPORTUNITY TO RESPOND.
16.30 The District agrees to follow a policy of progressive discipline which minimally includes verbal warning, reprimand, suspension with pay, suspension without pay depending on the circumstances, with termination as a final and last resort. Any disciplinary action taken against an employee shall be appropriate to the behavior which precipitates such action. No employee shall be suspended without pay or terminated until the District has concluded an investigation of the allegations against an employee, and provided the employee with an opportunity to respond.
11. Article 18, Section 18.10 EMPLOYEES WHOSE WORK IS UNSATISFACTORY WILL GET AT LEAST 45 WORK DAYS TO IMPROVE.
18.10 After the initial probationary period, employees whose services are unsatisfactory may be placed on probation for a period not less than 45 work days, and not to exceed six (6) months. Such probationary status shall be for specified written reasons, based upon evaluation criteria and job description, recorded and made available to the employee, and shall be subject to the grievance process. Specific goals, criteria for improvement and reasonable timelines for improvement will be given to the employee in writing. Meetings will be held by the supervisor every two (2) weeks to review the probationary status and note improvements or continued deficiencies.
12. Article 19, Section 19.40 “SECURE” TRAINING MUST BE PROVIDED TO ALL CLC STAFF WHO WORK WITH VIOLENT STUDENTS. ADMIN MUST PROVIDE NESPA WITH AN ANNUAL TRAININIG PLAN. EMPLOYEES WILL BE PAID FOR THE TRAINING WITH FUNDS OTHER THAN PROF. HOURS.
19.40 The District shall regularly provide training in the areas of safety, appropriate restraint techniques, dealing with violent student behavior, and other related topics to employees whose position requires interaction with students with behavioral disorders, or who are assigned to a Contained Learning Center classroom with such students. This training is a requirement of any such position, and new employees and employees newly assigned to such positions shall be required to attend the first available training. Where practical, this training will be provided prior to the employee’s assignment but not later than three (3) weeks following her/his assignment. By August 15 of each year, the District shall provide the Association with a plan to implement this commitment, which shall include a training in September of each year. Employees will not be required to use professional hours for this training.
13. Article 20, Promotion/Transfer/ Reassignment WE HAVE MADE MANY CHANGES TO THE PROCESS OF FINDING A MORE SUITABLE POSITION, AND TO THE PROCESS OF GETTING A NEW POSITION WHEN WE ARE DISPLACED.
20.10 The District shall, in making assignments, consider the interests and aspirations of its employees as well as the needs of the District. Requests by employees to transfer to a different position or building shall be made in writing to the Human Resources Office on forms made available for that purpose. The request shall set forth the reasons for transfer, the school and position.
20.20 Vacancy - A vacancy shall be defined, for the purpose of this Agreement, as a position vacated and available through resignation, transfer, termination, retirement or created by the opening of a new school building or a newly created position.
20.21 When new positions are created or current existing positions are vacated, the building administrator with the approval of the Director of Human Resources can determine whether the hours will be added to existing bargaining unit members, whether one vacated six and one-half (6.5) hour position will become two (2) four (4) hour positions, or whether two (2) four (4) positions may be combined to equal one (1) six and one-half (6.5) hour position. Such decision shall not be made for the purpose of reducing the number of positions eligible for insurance benefits. THIS SENTENCE ENSURES THAT THE ADMIN WILL NOT MAKE DECISIONS ON HOURS FOR THE PURPOSE OF REDUCING THE NUMBER OF NESPA MEMBERS WHO GET MED BENEFITS.
20.30 Posting Procedures – Vacant positions will be posted consistent with the following procedures.
20.31 All Level I vacancies, with the exception of School Assistant vacancies, shall be posted for employees for seven (7) work days. LAP, Title I and ELL paraeducators who wish to transfer and who make application for vacancies in those classifications shall be interviewed and selected provided they are qualified, prior to other applicants.
20.32 All registered nurse vacancies shall be posted via District e-mail for transfer by employees in that classification for seven (7) work days.
20.33 School Assistants who wish to transfer from one site to another shall notify the District’s Human Resources office in writing.
20.34 All other vacancies will be posted for a minimum of ten (10) work days. The District shall determine whether to post positions internally or externally.
20.35 Nothing herein shall prohibit the District from maintaining open, continuous postings to establish hiring pools for vacancies not filled through transfer.
20.36 Job postings shall be e-mailed to Association building communicators and office managers for posting on staff bulletin boards, and posted on the District website.
20.37 Positions outside of the bargaining unit which allow for promotion will be posted on the District website.
20.40 Application Procedures – Employees wishing to apply for posted vacancies will make application to the Human Resource office in the prescribed manner.
20.41 Employees who meet the qualifications for vacancies shall be interviewed prior to outside applicants. If more than five (5) employees apply for a vacancy, the District shall interview of minimum of five qualified applicants on a seniority basis. The District’s Human Resources office shall ensure compliance with this section. THIS ENSURES THAT NESPA MEMBERS GET INTERIVEWED, AND IF MORE THAN 5 APPLY, THE 5 MOST SENIOR GET INTERVIEWED. IF THEY DON’T GET HIRED, THEN MORE CAN BE INTERVIEWED, IN SENIORITY ORDER.
20.42 Seniority shall control among employees applying where qualifications are equal. THIS SENTENCE IS VERY IMPORTANT, AND WAS NOT CHANGED.
20.43 The District agrees to promote, transfer, or reassign an employee who has applied for a vacancy at his/her request, rather than hire a new employee where the applicant's qualifications are equivalent. NO CHANGE HERE: NESPA MEMBERS MUST GET A POSITION THEY APPLY FOR BEFORE OUTSIDERS (OR OTHER DISTRICT EMPLOYEES) UNLESS ADMIN CAN PROVE THE OUTSIDER IS MORE QUALIFIED.
20.44 Within twenty (20) calendar days after the position is filled, the applicant will be notified of the result of the application and interview. An employee not selected for a vacancy shall, at his or her request, be provided the reasons for non-selection in writing. IF YOU WANT TO KNOW WHY YOU WERE NOT SELECTED, ASK, AND YOU’LL GET THE RERASONS IN WRITING.
20.50 Summer Vacancies - Whenever vacancies occur during the summer months when regular school is not in session, the following procedure, in addition to the procedures heretofore outlined, shall be observed:
20.51 Employees with specific interests in transferring and in possible vacancies will notify the Human Resources Office of their interest, in writing during the last regular work week of school and shall include a summer address, e-mail address, and telephone number.
20.52 Should a vacancy occur, the Human Resources Office shall contact employee who have expressed an interest in said position by e-mailing the employee the job posting.
20.53 The employee(s) notified shall have the responsibility of making proper application for the posted position by the closing date on the job posting.
THIS NEXT SECTION CHANGES HOW THE DISPLACEMENT PROCESS WORKS, AND WHAT HAPPENS TO DIPSLACED EMPLOYEES.
20.60 Reassignment – FIRST, THE PRINCIPAL MUST SEEK A VOLUNTEER TO BE DISPLACED. In the event that the District considers a change of assignment for an employee due to a change in program, student enrollment, or building staff needs, the employee shall be notified in writing at least thirty (30) days prior to the proposed transfer/reassignment provided that this thirty (30) days notice may be waived following consultation with the Association and the employee. The District will seek volunteers at the school or program site where the reduction is occurring, prior to involuntarily reassigning employees.
20.61 DISPLACEMENT WILL BE BY SENIORITY, WITH VOLUNTEERS SOUGHT FIRST. DISPLACEMENT OF SpED PARAS IS IN SEPARATE ORDER FOR LC AND CLC PARAS.
When there are no volunteers for displacement, the District shall reassign on the least senior employee in the job classification or subclassification (Learning Center paraeducator or Contained Learning Center paraeducator), subject to the following:
20.61.1 THIS IS THE SPRING PROCESS BY WHICH EMPLOYEES CAN MOVE TO ANOTHER POSITION AT THE SAME SCHOOL FOR THE COMING SCHOOL YEAR—IN THE SAME CLASSIFICATION AND SAME # OF HOURS, WITH THE RESULTING VACANCY THEN GETTING POSTED.
Employees shall first be reassigned within the building or program to vacancies with the same number of hours in the same job classification and subclassification without the need to post positions. Program and building administrators shall notify employees of vacancies and reassign employees based on employee qualifications and preferences prior to displacement.
20.61.2 HERE’S WHAT A DISPLACED LC PARA CAN DO. An employee assigned to a Learning Center where hours are reduced may elect to be reassigned to a vacancy in a Contained Learning Center or a one-on-one paraeducator vacancy within the building or program, or may elect to reduce his or her hours, rather than be displaced, or may elect to be displaced for possible reassignment to another Learning Center vacancy in another building.
20.61.3 A CONTINUINIG ONE-ON-ONE WHOSE STUDENT NO LONGER NEEDS THEIR HELP CAN SELECT A VACANT CLC POSITION AT THEIR SCHOOL. Employees in one-on-one paraeducator assignment who have continuing status and whose students no longer require assistance may be reassigned to a Contained Learning Center vacancy within a building or program prior to being displaced
20.62 DISPLACED EMPLOYEES APPLY FOR ANY POSTED JOB. THEY HAE PRIORITY OVER OUTSIDERS. DISPLACED LC PARAS HAVE PRIORITY OVER OTHERS FOR VACANT LC POSITIONS. DISPLACED EMPLOYEES ARE GUARANTEED A POSITION THAT DOES NOT REDUCE THEIR HOURS. Employees who have been displaced from buildings or programs shall make application for vacancies. Employees displaced from a Learning Center assignment shall be interviewed and selected for reassignment to vacant Learning Center assignments prior to other applicants being considered, provided they are qualified. An employee not assigned by the end of the second full week of August shall be placed in a remaining open position that preserves the employee’s assigned hours. The priority of such reassignment shall be maintaining the employee’s comparability of assignment, notwithstanding a displaced employee may not bump a less senior employee at another site or program to maintain comparability of assignment.
20.63 IF A DISPLACED EMPLOYEE DOES NOT GET SELECTED FOR ANY POSITION THEY APPLY FOR, AND HR PUTS THEM IN A DIFFERENT JOB CLASSIFICATION, OR PUTS AN LC PARA IN A CLC JOB (OR AN CLC PARA IN AN LC JOB), THEY CAN GO BACK TO THEIR OLD CLASSIFICATION. THEY SHOULD APPLY AND THEY MUST BE SELECTED IF THEY ARE QUALFIED. An employee involuntarily reassigned from one job classification or subclassification to another shall be interviewed and selected for a vacancy in the same job classification or subclassification with the same number of hours from which the employee was displaced, provided the employee makes proper application for the position and is qualified.
20.64 FOR RNS, THERE IS A SEPARATE PROCESS. Registered Nurses shall be reassigned consistent with the Letter of Agreement in Appendix H.
20.65 SCHOOL ASSISTANTS WHO HAVE LOST HOURS HAVE FIRST PROIORITY FOR NEW HOURS AT THEIR SCHOOL. School Assistants whose hours are reduced shall have first priority for the assignment of additional School Assistant hours at their work location, consistent with their qualifications and the scheduling needs of the school.
20.66 IF A PROGRAM MOVES, YOU MOVE WITH IT. If an entire program is moved from one site to another, the employees assigned to that program shall be reassigned accordingly to the new site.
THIS NEXT SECTION IS COMPLETELY NEW. IT REDUCES THE NUMBER OF “SCHOOL YEAR ONLY” EMPLOYEES, AND GIVES SYO EMPLOYEES MORE JOB SECURITY AND RIGHTS.
20.70 SYO EMPLOYEES NOW HAVE ALL RIGHTS THAT REGULAR EMPLOYEES HAVE. School Year Only Employees – School year only employees have a specific, limited term of employment but are otherwise subject to the terms and conditions of the Agreement. The District shall employ school year only employees at on the following bases.
20.71 NOW, HOURS WHICH ARE CENTRALLY FUNDED ON AN ONGOING BASIS ARE NO LONGER SYO. Contingent staffing, including staffing conversion, building budget, split class staffing, and grant-funded positions (not including categorical funded positions).
20.72 Special Education Overload, including hours added because of enrollment fluctuations or special student needs.
20.73 ONE-ON-ONE PARAS HAVE NO GUARANTEE OF A JOB PAST THEIR FIRST YEAR…. One-on-One Paraeducators for the first year of their employment, after which time it will consider the students continued need for assistance and the effectiveness of relationship between the students and the paraeducators.
20.73.1 THEN, AFTER THEIR FIRST YEAR, THEY HAVE CONTINUING RIGHTS TO THEIR JOB (IF THEIR STUDENT CONTINUES TO NEED ASSISTANCE, ETC.) IF THEIR STUDENT NO LONGER NEEDS THEM, THEY CAN APPLY FOR JOBS THROUGH OCTOBER 31 OF THE NEXT SCHOOL YEAR, AND MUST BE SELECTED BEFORE OUTSIDERS. One-on-one paraeducators who are rehired after the initial year will have continuing employment status contingent on continued student need, enrollment, or school/program placement. If a student no longer requires a one-on-one paraeducator, is no longer enrolled, or changes schools or program to the extent the one-on-one paraeducator is not appropriate to the new assignment, the employee in the assignment will be displaced and subject to reassignment consistent with this Article through October 31 of the following school year. An employee not reassigned by October 31 will terminate employment.
20.74 If, prior to October 1, a school year only position is authorized the succeeding year at the same building with substantially similar hours and working conditions, the hiring supervisor with the agreement of the Human Resources Director, may place the employee who held the position the previous year in the position without the need to post the vacant position. In such cases, the employee will accumulate longevity and seniority as if he/she had held the position continually.
20.75 IF AN SYO EMPLOYEE’S HOURS ARE NOT RE-NEWED, THEY CAN APPLY FOR A JOB THRU OCT. 31 OF THE FOLLOWING YEAR, AND MUST BE SELECTED BEFORE OUTSIDERS. School year only employees not re-employed pursuant to the provisions of section 20.74 will be subject to subject to reassignment consistent with this Article through October 31 of the following school year. An employee not reassigned by October 31 will terminate employment.
20.76 SYO JOBS ARE GUARANTEED FOR THE YEAR. If during the school year, a student assigned to a one-on-one paraeducator leaves the District or no longer requires support, the District shall offer the employee another assignment with no reduction in hours for the remainder of the school year.
14. Article 22, Section 22.10
22.10 Each new employee shall be given a written copy of his/her hiring in a personnel action statement containing the following information:
A) Employee's name;
B) Salary placement;
C) Authorized work year;
D) Number of hours authorized per day;
E) Work location;
F) Job Classification.
15. Article 23, Section 23.50
23.50 THIS CLARIFIES THE RIGHTS OF EMPLOYEES TO REFUSE TO DO CATHETERIZATION. Employees may exercise their rights p Pursuant to R.C.W. 28A.210.280, regarding the catheritization of students employees, except those licensed under chapter 18.79 R.C.W., who have not agreed in writing to perform clean, intermittent bladder catheterization as a specific part of their job description, may file a written letter of refusal to perform clean, intermittent bladder catheterization of students. This written letter of refusal may not serve as grounds for discharge, nonrenewal, or other action adversely affecting the employee’s contract status.
16. Article 25, Section 25.10
OUR PROFESSIONAL DEVELOPMENT FUND-- WHICH PROVIDES UP TO $200 FOR ATTENDING A CONFERENCE OR CLASS, OR PAYS FOR A SUB---CAN NOW USE ANY FUNDS THAT WERE NOT USED THE PRIOR YEAR. ALSO, UP TO $3,000 TOTAL CAN BE USED TO COMPENSATE THE PEOPLE WHO ADMINISTER THE FUND AND ORGANIZE NESPA DAY. A fund of eighteen thousand dollars ($18,000) will be available for individual staff development training that may include tuition, registration fees and substitutes. These funds may be utilized to pay employees their regular hourly rate of pay to administer the fund, and to organize NESPA Day and other staff development events for a total of $3,000 for these purposes. Unexpended funds shall be carried forward from one fiscal year to the next fiscal year. Prior approval from the NESPA Board for use of this fund must be obtained. Consideration for approval will be based upon: (1) funds available, (2) relationship to employee's immediate job performance or future planned responsibilities, (3) District needs, (4) individual growth adding to the employee's abilities, skills, job-related interests and professional or personal growth, and (5) the employee’s access to other professional development funds.
17. Article 25, new Section 25.70
25.70 OUR SCHOLARSHIP FUND IS NOW IN THE TEXT OF THE AGREEMENT. The District shall provide $10,000 per year for use as scholarships for members working toward education certification under the provisions contained in Appendix G set forth in this Agreement.
Renumber remainder of Article.
18. Article 30, Section 30.20
30.20 Employees may continue any fringe insurance benefit coverage as allowed by the insurance carrier at the group rate provided the employee pays the premium.
19. Article 33, Section 33.30 PERSONAL LEAVE INCREASES TO 6 DAYS.
33.30 Personal leave shall be cumulative to a maximum of six (6) four (4) days.
20. Article 32, Section 32.41 OUR RIGHT TO USE SICK LEAVE FOR FAMILY MEMBERS IS EXPANDED.
32.41 Serious illness or injury in the immediate family. Any medical, mental health, or disabling condition of persons in the employee’s immediate family or household which requires treatment or medication that the person cannot self-administer or which would endanger the person’s safety or recovery without the presence of the employee.
21. Article 34, Section 34.30
34.30 Insurance eligibility and benefits may be continued at the employee's option and at the employee's own expense where permitted by insurance company agreements and consistent with provisions of COBRA (Continuation of Benefits/Employment Related Act).
22. Article 37, Pay Procedures
37.10 All employees, being regular hourly employees, shall be compensated in accordance with their appropriate placement on the NESPA Salary Schedules. Employees shall receive their monthly warrant on the last working day of the month.
37.20 Employees will receive twelve (12) monthly pay warrants with total pay divided into twelve equal payments shall be paid in twelve equal installments. Employees hired after the beginning of a school year will have their remaining pay warrants divided over the remaining months of the school year as prorated to twelve months. Employees shall receive their monthly pay before the first day of each calendar month.
37.30 PROFESSIONAL HOURS WORKED IN JULY MUST BE SUBMITTED BY JULY 31. Pay for days/hours beyond the student calendar (see Section 11.20, 11.21, and 11.30) will be reported on the employee’s monthly timesheet. Payment for such time will be made on the following monthly warrant. All days/hours beyond the student calendar must be worked and reported prior to June 30, except for professional hours worked between July 1 through July 31, which must be submitted by July 31 for payment in August.
37.40 Employees shall participate in the direct deposit program and will designate the participating financial institution to which their paychecks shall be transmitted. Under extenuating circumstances, as determined by the Human Resources Director, employees may be issued a monthly pay warrant check rather than being on direct deposit. On a monthly basis, employees on direct deposit shall have their salary directly deposited to participating financial institutions.
23. Article 38, Section 38.10
38.10 IRS MILEAGE RATE TO BE PAID FOR WORK-RELATED TRAVEL. Employees who are authorized by their building supervisor to use his/her personal vehicle on District business shall be compensated according to District procedures at the IRS-approved mileage rate.
24. Article 41, Section 41.10
41.10 Employees shall be paid according to Appendices A and B of this Agreement. New employees may be placed no higher than Step Three (3) based on training and experience, except for employees transferring same or similar experience from another Northshore bargaining unit or another school district.
25. Article 41, Section 41.20
41.20 SALARY: STEP INCREASES AND STATE-FUNDED SALARY INCREASES ARE BOTH GUARANTEED DURING THIS 2 YEAR CONTRACT. The District shall pay incremental steps on the NESPA salary schedule, in addition to the state authorized salary increase for K-12 classified employees, for the duration of this agreement for those employees eligible for incremental pay increases.
26. Article 41, New Section 41.21
41.21 PROFESSIONAL STANDARDS STIPENDS GO UP THE SAME PERCENTAGE AS STATE-FUNDED SALARY INCREASES EVERY YEAR. The District shall increase the PSP stipends by the same percentage as the state authorized salary increase for K-12 classified employees.
27. Article 41, New Section 41.41 EMPLOYEES WITH 10 YEARS OF EXPEREINCE WHO LEAVE AND THEN WORK AS SUBS WILL BE PAID AT STEP 7.
41.41 An employee with ten or more years of experience in the bargaining unit who resigns or retires and is rehired as a substitute within three (3) years of separation, shall be paid at step 7 of the pay level of the work he or she performs. Employees who wish to receive this compensation shall complete the District form identifying them as eligible in advance.
28. Article 41, Section 41.60 EMPLOYEES GO TO STEP 15 AFTER 14 YEARS—EVEN IF THE 14TH YEAR ANNIVERSARY IS AS LATE AS DEC 31.
41.60 Employees shall be eligible for placement on Step 15 of Appendix A-2 at the start of the work year in which they will complete fourteen (14) years of service in the bargaining unit by the end of the calendar year (December 31)based on fifteen (15) years of service in the bargaining unit.
29. Article 44, Group Insurance Programs
44.10 THE DISTRICT GUARANTEES IT WILL ALLOCATE THE STATE FUNDED HEALTH BENEFIT ALLOCATION AND THE RETIREE SUBSIDY EACH YEAR. NO NEGOTIATION IS NEEDED. The District agrees to make available to eligible employees (employed more than 4 hours per day or more than 20 hours per week), the following insurance programs and provide as of October 1 of each year 2007, an insurance benefit amount equivalent to the amount provided by the State for K-12 classified employees up to seven hundred and seven dollars ($707.00), per month per eligible employee. Additionally, the District shall fund the amount required by the Health Care Authority for the school employee retiree subsidy fund. All eligible employees are required to participate in the dental, vision/hearing, life, and long-term disability insurance plans. Medical plan participation is optional. Insurance coverage for eligible employees is provided within the terms of District Insurance contracts.
44.20 Dental Insurance - The District shall pay for eligible employees the full premium necessary to fund district administered dental insurance plans covering the employee, spouse, and dependents. The general provisions of the plan coverage, including exclusions, limitations, and procedures will be included in a District publication developed by the Health Benefits Committee which will be available on the District website; copies will be available upon request. The District shall make contributions toward dental insurance premiums for eligible employees for the following programs:
A) Northshore Dental Plan – administered by Zenith
B) Willamette Dental Plan – administered by Regence Blue Shield
44.30 Vision/Hearing Insurance - The District shall pay for eligible employees the full premium to fund a district administered vision/hearing insurance plan covering the employee, spouse, and dependents. The general provisions of this plan will be included in a District publication developed by the Health Benefits Committee which will be available on the District website; copies will be available upon request.
44.40 Basic Life Insurance - The District shall pay for eligible employees the full premium for the employee's basic term life insurance including an accidental death and dismemberment policy in an amount equal to the employee's contracted base annual salary.
Employees shall have the option to double or triple the amount of basic life insurance coverage by the employees' base annual salary, provided each employee taking this option authorizes a payroll deduction to pay the additional premium.
44.50 Long Term Disability - The District agrees to pay for eligible employees, the full premium for employee's long-term disability coverage.
44.60 Salary Insurance - The District agrees to make available at employee expense the American Fidelity Assurance Company salary insurance program.
44.60.1 Long Term Care – The District agrees to make available at employee expense the WEA Premera Insurance program.
Cancer Insurance – The District agrees to make available at employee expense the American Fidelity Assurance Company cancer insurance program.
44.70 Medical Insurance - After paying the premiums for dental insurance, vision/hearing insurance, long-term disability, and basic life insurance as provided above, the District shall make contributions toward medical insurance premiums for eligible employees for the following programs:
A) Northshore Regence Blue Shield – Preferred Provider Plan.
B) Northshore Regence Blue Shield – Selections Traditional Plan.
C) Group Health Cooperative of Puget Sound.
D) Northshore Regence Blue Shield – Selections Value Plan.
44.90 Credit Union Deductions - At the option of an employee, the District shall deduct from his/her monthly salary warrant, and deposit directly with the Washington School Employees' Credit Union or Mountain Crest Educational Community Credit Union an amount designated by the employee. After determination of the initial amount to be deducted and deposited, the employee shall be limited to one request to change the designated amount during the fiscal year.
44.170 Health Reimbursement Plan (VEBA) VEBA III - The District and Association will, subject to a vote of the employees, participate annually in the Voluntary Employee Benefit Account (VEBA III) for eligible employees. retiring between September 1 and August 31 of each year.
30. Article 46, Grievance Procedure
46.11 A claim by an employee that there has been an alleged violation, misinterpretation, or misapplication of any provision of this Agreement or any rule, order, policy, or regulation of the District as it directly affects an employee’s wages, hours or and working conditions may be processed as a grievance.
46.12 In the event that an employee believes there is a basis for a grievance, the employee shall first discuss the alleged grievance with his/her building principal or other appropriate responsible supervisor either personally or accompanied by his/her Association Representative. Such discussion must be initiated within twenty (20) workdays of the occurrence, or knowledge of the occurrence, whichever is later. If the grievance is not thus resolved, formal grievance procedures may be instituted.
46.13 Step One
WE NOW HAVE 10 WORKDAYS—NOT 5—FROM THE DATE OF OUR MEETING WITH THE PRINCIPAL TO FILE A FORMAL GRIEVANCE. Within ten (10)five (5) workdays of the discussion with the appropriate supervisor, the grievance will be reduced to writing, signed by the employee and presented to the appropriate responsible supervisor. The written statement should regulation allegedly violated, and 3) the recommended remedy sought by the grievant. The grievance form (Appendix D) shall be used as a guideline for filing the grievance with all sections completed.
46.14 SUPERVISOR GETS 10 DAYS TO RESPOND—NOT 5. Within ten (10) five (5) days of receipt of the written grievance, the responsible supervisor shall communicate a written response to the aggrieved. A copy of the response shall be forwarded to the Association President and UniServ Representative.
46.15 Step Two
WE GET 10 DAYS—NOT FIVE—FROM THE DATE OF OUR SUPERVISOR’S RESPONSE TO TAKE THE GFRIEVANCE TO THE SUPT. If the grievant is not satisfied with the remedy at Step One, or if no disposition has been made within ten (10) five (5) working days of the Step One response or the deadline for the Step One response delivery of the written grievance, the grievant may submit the grievance to the Superintendent or designee. Said submittal shall be within ten (10) working days of delivery of the grievance in Step One. A copy of the grievance shall be sent to the Association President and UniServ Representative.
46.16 SUPT. GETS 10 DAYS—NOT 5—TO RESPOND AFTER WE MEET. Within five (5) working days of receipt of the grievance, the Superintendent or his/her designee shall meet with the grievant and a representative of the Association regarding the grievance. The Superintendent or his/her designee shall indicate his/her disposition of the grievance in writing within ten (10) five (5) working days of such meeting, and shall furnish a copy to the Association representative involved.
46.17 Step Three
WE GET 20 DAYS—NOT 15—TO FILE FOR ARBITRATION IF WE HAVE NOT RESOLVED THE MATTER. If the grievant is not satisfied with the disposition of the grievance by the Superintendent or his/her designee, the grievant may submit the grievance to the Association for arbitration. The grievance, only at the option of the Association, may be submitted before an impartial arbitrator. The Association shall exercise its right of arbitration by giving the Superintendent written notice within twenty (20) fifteen (15) working days of receipt of the grievance, or the deadline of the grievance response from the Superintendent or designee, unless mutually extended by both parties.
46.18 ARBITRATION PROCESS IS IMPROVED. If the Association and the District cannot agree on an arbitrator within twenty (20) calendar days from the notification date that arbitration will be pursued, the matter will be forward to the Federal Mediation and Conciliation Service for process in accordance with their rules, provided all members of the panel are members of the National Academy of Arbitrators and have their principal office in Washington or Oregon. the arbitrator shall be selected by the American Arbitration Association, or other mutually agreeable agency, in accord with its rules which shall likewise govern arbitration proceedings. The District and/or the Association shall not be permitted to assert in such arbitration proceeding any ground or to present or rely on any evidence not previously disclosed to the other party in Step One and/or Step Two of these grievance procedures. During arbitration, neither party may present any documentary evidence not previously disclosed to the other party.
46.19 The arbitrator shall determine the decision or award, which shall be published in writing not later than thirty (30) calendar days from the date of the hearing or, if oral arguments hearings have been waived by both parties, then from the date the final statement and proof are submitted to the arbitrator. The decision or award shall set forth the arbitrator’s findings of fact, reason, and conclusions on the issues submitted and shall be final and binding on both parties.
31. Article 47, Duration of Agreement TWO YEAR CONTRACT, EXPIRING 8- 31- 2010
47.10 This Collective Bargaining Agreement shall become effective September 1, 20086 and continue in effect until August 31, 20108. During the term of this agreement incremental increases from the District and salary and fringe benefit increases authorized and funded by the state will be reflected as percentage increases to the salary schedule and/or increased employer contributions for insurance premiums as so authorized.
47.20 This Agreement or any provision herein may be extended by mutual written agreement of the parties; otherwise it shall expire on the date indicated.
47.30 This Agreement will be reopened for the 20097-200108 school year for the specific purpose of bargaining salary, benefits, and incorporating the recommendations of the District Health Benefit Insurance Committee, and the status of the Memoranda of Understanding.
47.40 Except as otherwise provided in this Agreement, bargaining on the subjects contained in this Collective Bargaining Agreement shall begin no later than thirty (30) days prior to the expiration date of this Collective Bargaining Agreement, or any extension thereof, nor earlier than May 1, except by mutual written agreement of the parties.
32. Appendix A-1, Position Placement Information
NORTHSHORE SCHOOL DISTRICT NO. 417
Position Placement Information for 2006-07 2008-09 Salary Schedule
LEVEL I
Paraeducator - English Language Learner Tutor
Paraeducator - Head Start
Paraeducator - Learning Assistance Program
Paraeducator - Special Education
Paraeducator - Elementary Advanced Placement
Paraeducator – Preschool Program
Paraeducator – Dual Language Program
Paraeducator – School Assistant
Paraeducator – School Technology Specialist
LEVEL II
Campus Supervisor
Child Care Specialist
Head Start Teacher
Health Occupations Assistant
Interpreter
Instructor – Preschool Program
Occupational and Physical Therapist Assistant
Swimming/Water Safety Specialist
Transcriber
LEVEL III
Community Service Specialist
Family Service Worker
Registered Nurse
School Services Specialist
Dean of Students
Mental Health Specialist
33. Appendix A-2, Salary Schedules
NORTHSHORE SCHOOL DISTRICT No. 417
Northshore Educational Support Professionals Association (NESPA)
2008-2009 2007-2008 Salary Schedule
[Blog site prevents correct formating of spreadsheet columns--please see printed copy for correct information]
Schedule 36
Effective September 1, 20087
Step
01
02
03
04
05
06
07
15
Level I
13.96
13.37
14.73
14.11
15.50
14.84
16.26
15.58
16.54
15.74
16.82
15.91
17.10
16.08
17.44
16.40
Level II
19.08
18.28
19.84
19.01
20.61
19.74
21.37
20.47
21.75
20.66
22.13
1. Article 2, Section 2.15 - 2.17: THIS NEW LANGUAGE WILL LIMIT THE USE OF SUBSTITUTES TO APPROPRIATE SITUATIONS. ADMIN WILL NOT BE ABLE TO USE SUBS IN REGULAR POSITIONS. CAN’T ASK SUBS TO TAKE A DAY OFF TO CIRCUMVENT THE 45 DAYS, AND MUST NOTIFY NESPA.
2.15 Substitutes - Persons hired as temporary replacements to cover emergency situations or employee absence. Substitutes may not be hired in lieu of or to avoid hiring of regular employees, except as temporary replacements for regular permanent employees on authorized leave, for position vacancies occurring less than 45 days from the last day of student instruction each year, or to assist the District with special student needs related to special education or ADA accommodations, such as additional support for a student whose IEP does not require a one-on-one paraeducator, or support for a classroom where the student caseload does not otherwise generate additional staffing.
2.16 Following forty-five (45) or more continuous days of employment, persons assigned to substitute positions will become members of the bargaining unit and will be entitled to limited coverage under this Agreement as follows, applied retroactively from the first day of the substitute position:
Employee rights in Articles 1, 2, 3, 4, 5 (newly hired means as of the 45th continuous calendar day), 6, 7, 8, 9, 11.40, 12 (except 12.30 and 12.90), 13, 14, 19, 21, 22, 23, 24, 28, 32 (on a pro rata basis without accumulation), 38, 39, 40, 41, 45, 46 (through step 2), 48, Appendices A and B (as limited).
2.17 The District shall notify the Association when a person assigned to a substitute position has worked forty-five (45) or more continuous days in the same position. The District shall not request that the person take time off to circumvent this provision.
2. Article 8, Section 8.30 PROHIBITS RETALIATION FOR ASSERTING OUR CONTRACT RIGHTS.
8.30 There shall be no unlawful discrimination or retaliation against any employee for utilization of the grievance procedure or for the appropriate exercise of rights they may have under this Agreement.
3. Article 11, Section 11.20 PROFESSIONAL HOURS CAN BE USED FOR ADDITIONAL USES. OUR CHECK STUBS WILL STATE OUR PROF. HOURS BALANCE. PROF HOURS ARE YOUR OPTIONAL HOURS TO USE; WHEN YOU ARE REQUIRED TO WORK EXTRA HOURS, THE DISTRICT MUST PAY YOU FROM OTHER FUNDS.
11.20 In addition to the 180 days, fifty-five (55) professional hours will be provided as optional paid work hours for employees whose regular work assignment is 182 days or less. A minimum of fifteen (15) professional hours must be utilized prior to school starting for preparation and inservice activities at the building level. If the principal or supervisor determines that work is not scheduled for seven and one-half (7.5) of these hours prior to school starting, the hours may be used for other building based inservice trainings and activities scheduled throughout the school year. The remaining professional hours may be used for such activities as: MDT meetings, IEP meetings, grade level meetings, staff meetings, field trips/community access trips, open house functions, duties at other after school events, building site-development meetings, preparation of assigned state/federal reports, adaptation of instructional materials for specific student needs, collaborative preparation with certificated employees, building based activities or projects for implementation of Action Plans, and professional development activities. These hours will be paid at time and one-half for any hours beyond forty (40) work hours per week. Employees hired after the school year begins will receive a prorated amount of forty (40) professional hours. On each employee’s electronic pay statement, the District shall show the employee’s individual professional hour balance.
4. Article 11, Section 11.30 and 11.31 A NEW POOL OF PROFESSIONAL HOURS IS SET UP, FOR USE WHEN WE RUN OUT OF HOURS: 08-09: 650 HOURS. 09-10: 1650 HOURS. SUBMIT THEM ON YOUR MONTHLY TIMESHEET.
11.30 A pool of three hundred (300) hours in total will be provided for employees other than nurses to attend required IEP or MDT meetings or related special education activities.
11.31 A pool of two hundred and fifty (250) hours in total will be provided for nurses to attend required IEP or MDT meetings or related special education activities.
11.30 For 2008-09. a pool of six hundred and fifty (650) hours shall be provided for use by employees for the same purposes enumerated in Section 11.20 subject to principal or supervisor approval, after the exhaustion of the employee’s individual allocation. In 2009-10, one thousand six hundred and fifty (1650) hours shall be provided for this purpose. Employees must submit hours worked on their regular timesheet for the month in which the hours were worked. Hours worked in August shall be charged to the subsequent year’s professional hour balance. A report on the use of hours will be provided monthly to the Association.
5. Article 12, Section 12.40 IT IS THE PRINCIPAL’S RESPONSIBILITY TO ENSURE THAT YOUR SCHEDULE PERMITS YOU TO TAKE BREAKS. IF IT DOESN’T ASK THEM TO SCHEDULE YOU SO YOU CAN TAKE BREAKS.
12.40 Two fifteen (15) minute relief periods for employees working six and one-half (6.5) hours or more shall be provided as part of the working day. One fifteen minute relief period will be provided for employees working four (4) hours to six and one-half (6.5) hours. Employees working more than five (5) hours shall be provided an unpaid, one-half (1/2) hour, duty-free lunch period. Relief periods shall be taken at regularly scheduled times, whenever possible. It shall be the Building Administrator’s responsibility that each employee’s schedule permits him/her to take these relief periods. An employee may request the Building Administrator’s assistance in scheduling his/her relief period.
6. Article 13, Section 13.20 NESPA HAS RIGHT TO USE DISTRICT EMAIL.
13.20 The Association shall have the right to use inter-District mail services, bulletin boards, e-mail and employee mailboxes for communications with employees. The Association and employees shall use District e-mail for Association business under the same conditions as, and consistent with, the District’s acceptable use policies. The Association acknowledges that records sent over the District’s electronic network are public records and subject to review. The Association agrees to defend, indemnify and hold the District harmless for any alleged misuse of District facilities by the Association, its officers or agents.
7. Article 13, Section 13.40 DISTRICT WILL PAY COST OF SUB FOR 15 DAYS (WAS 10) OF RELEASE TIME FOR ASSOCIATION ACTIVITY SUCH AS THE MONTHLY LABOR-MANAGEMENT MEETINGS. ASSOCIATION GET 16 OTHER RELEASE DAYS (WAS 10) FOR OTHER ACTIVITIES SUCH AS THE ANNUAL WEA REPRESENTATIVE ASSEMBLY.
13.40 The District shall grant fifteen ten (150) days of released time per school year to the Association for Association business as deemed appropriate by the Association President. The District will pay the cost of the substitute when the use of days is to promote improved District-Association relations for such areas as development of inservice, meetings with employees or administrators, and planning events which will benefit the bargaining unit members when such meetings take place within the District. An additional sixteen ten (160) days will be granted to the Association and the Association will pay the cost of the substitute when the use of the days is to attend meetings or training sessions held outside the District. The Association President will notify the Human Resources Director as soon as possible of the days to be used, but no later than two (2) school days prior to use.
8. Article 13, new Section 13.70 REPRESENTATION ON SCHOOL LEADERSHIP TEAMS: PROGRESS, BUT NOT YET RESOLVED.
The District does not object to having a classified employee on each school’s Site-Based Decicion-making Leadership Team. The District will write a letter regarding NSEA, NESPA, NEOPA and the District meeting for the purposes of clarifying:
1) How a classified member would be selected.
2) Building-wide role of the classified member (voting rights, etc.)
3) Method by which classified member is compensated (what funds)
9. Article 13, new Section 13.80. NESPA CAN SPEAK AT SCHOOL BOARD MTGS.
13.80 To the extent the Board of Directors elects to schedule “Association Comments” on any Board agenda the Association shall have the right to address the Board of Directors at that time. The Association shall be placed on the list of local media entitled to notice of special meetings of the Board of Directors.
10. Article 16, Section 16.30 EMPLOYEES CANNOT BE FIRED BEFORE AN INVESTIGATION AND AN OPPORTUNITY TO RESPOND.
16.30 The District agrees to follow a policy of progressive discipline which minimally includes verbal warning, reprimand, suspension with pay, suspension without pay depending on the circumstances, with termination as a final and last resort. Any disciplinary action taken against an employee shall be appropriate to the behavior which precipitates such action. No employee shall be suspended without pay or terminated until the District has concluded an investigation of the allegations against an employee, and provided the employee with an opportunity to respond.
11. Article 18, Section 18.10 EMPLOYEES WHOSE WORK IS UNSATISFACTORY WILL GET AT LEAST 45 WORK DAYS TO IMPROVE.
18.10 After the initial probationary period, employees whose services are unsatisfactory may be placed on probation for a period not less than 45 work days, and not to exceed six (6) months. Such probationary status shall be for specified written reasons, based upon evaluation criteria and job description, recorded and made available to the employee, and shall be subject to the grievance process. Specific goals, criteria for improvement and reasonable timelines for improvement will be given to the employee in writing. Meetings will be held by the supervisor every two (2) weeks to review the probationary status and note improvements or continued deficiencies.
12. Article 19, Section 19.40 “SECURE” TRAINING MUST BE PROVIDED TO ALL CLC STAFF WHO WORK WITH VIOLENT STUDENTS. ADMIN MUST PROVIDE NESPA WITH AN ANNUAL TRAININIG PLAN. EMPLOYEES WILL BE PAID FOR THE TRAINING WITH FUNDS OTHER THAN PROF. HOURS.
19.40 The District shall regularly provide training in the areas of safety, appropriate restraint techniques, dealing with violent student behavior, and other related topics to employees whose position requires interaction with students with behavioral disorders, or who are assigned to a Contained Learning Center classroom with such students. This training is a requirement of any such position, and new employees and employees newly assigned to such positions shall be required to attend the first available training. Where practical, this training will be provided prior to the employee’s assignment but not later than three (3) weeks following her/his assignment. By August 15 of each year, the District shall provide the Association with a plan to implement this commitment, which shall include a training in September of each year. Employees will not be required to use professional hours for this training.
13. Article 20, Promotion/Transfer/ Reassignment WE HAVE MADE MANY CHANGES TO THE PROCESS OF FINDING A MORE SUITABLE POSITION, AND TO THE PROCESS OF GETTING A NEW POSITION WHEN WE ARE DISPLACED.
20.10 The District shall, in making assignments, consider the interests and aspirations of its employees as well as the needs of the District. Requests by employees to transfer to a different position or building shall be made in writing to the Human Resources Office on forms made available for that purpose. The request shall set forth the reasons for transfer, the school and position.
20.20 Vacancy - A vacancy shall be defined, for the purpose of this Agreement, as a position vacated and available through resignation, transfer, termination, retirement or created by the opening of a new school building or a newly created position.
20.21 When new positions are created or current existing positions are vacated, the building administrator with the approval of the Director of Human Resources can determine whether the hours will be added to existing bargaining unit members, whether one vacated six and one-half (6.5) hour position will become two (2) four (4) hour positions, or whether two (2) four (4) positions may be combined to equal one (1) six and one-half (6.5) hour position. Such decision shall not be made for the purpose of reducing the number of positions eligible for insurance benefits. THIS SENTENCE ENSURES THAT THE ADMIN WILL NOT MAKE DECISIONS ON HOURS FOR THE PURPOSE OF REDUCING THE NUMBER OF NESPA MEMBERS WHO GET MED BENEFITS.
20.30 Posting Procedures – Vacant positions will be posted consistent with the following procedures.
20.31 All Level I vacancies, with the exception of School Assistant vacancies, shall be posted for employees for seven (7) work days. LAP, Title I and ELL paraeducators who wish to transfer and who make application for vacancies in those classifications shall be interviewed and selected provided they are qualified, prior to other applicants.
20.32 All registered nurse vacancies shall be posted via District e-mail for transfer by employees in that classification for seven (7) work days.
20.33 School Assistants who wish to transfer from one site to another shall notify the District’s Human Resources office in writing.
20.34 All other vacancies will be posted for a minimum of ten (10) work days. The District shall determine whether to post positions internally or externally.
20.35 Nothing herein shall prohibit the District from maintaining open, continuous postings to establish hiring pools for vacancies not filled through transfer.
20.36 Job postings shall be e-mailed to Association building communicators and office managers for posting on staff bulletin boards, and posted on the District website.
20.37 Positions outside of the bargaining unit which allow for promotion will be posted on the District website.
20.40 Application Procedures – Employees wishing to apply for posted vacancies will make application to the Human Resource office in the prescribed manner.
20.41 Employees who meet the qualifications for vacancies shall be interviewed prior to outside applicants. If more than five (5) employees apply for a vacancy, the District shall interview of minimum of five qualified applicants on a seniority basis. The District’s Human Resources office shall ensure compliance with this section. THIS ENSURES THAT NESPA MEMBERS GET INTERIVEWED, AND IF MORE THAN 5 APPLY, THE 5 MOST SENIOR GET INTERVIEWED. IF THEY DON’T GET HIRED, THEN MORE CAN BE INTERVIEWED, IN SENIORITY ORDER.
20.42 Seniority shall control among employees applying where qualifications are equal. THIS SENTENCE IS VERY IMPORTANT, AND WAS NOT CHANGED.
20.43 The District agrees to promote, transfer, or reassign an employee who has applied for a vacancy at his/her request, rather than hire a new employee where the applicant's qualifications are equivalent. NO CHANGE HERE: NESPA MEMBERS MUST GET A POSITION THEY APPLY FOR BEFORE OUTSIDERS (OR OTHER DISTRICT EMPLOYEES) UNLESS ADMIN CAN PROVE THE OUTSIDER IS MORE QUALIFIED.
20.44 Within twenty (20) calendar days after the position is filled, the applicant will be notified of the result of the application and interview. An employee not selected for a vacancy shall, at his or her request, be provided the reasons for non-selection in writing. IF YOU WANT TO KNOW WHY YOU WERE NOT SELECTED, ASK, AND YOU’LL GET THE RERASONS IN WRITING.
20.50 Summer Vacancies - Whenever vacancies occur during the summer months when regular school is not in session, the following procedure, in addition to the procedures heretofore outlined, shall be observed:
20.51 Employees with specific interests in transferring and in possible vacancies will notify the Human Resources Office of their interest, in writing during the last regular work week of school and shall include a summer address, e-mail address, and telephone number.
20.52 Should a vacancy occur, the Human Resources Office shall contact employee who have expressed an interest in said position by e-mailing the employee the job posting.
20.53 The employee(s) notified shall have the responsibility of making proper application for the posted position by the closing date on the job posting.
THIS NEXT SECTION CHANGES HOW THE DISPLACEMENT PROCESS WORKS, AND WHAT HAPPENS TO DIPSLACED EMPLOYEES.
20.60 Reassignment – FIRST, THE PRINCIPAL MUST SEEK A VOLUNTEER TO BE DISPLACED. In the event that the District considers a change of assignment for an employee due to a change in program, student enrollment, or building staff needs, the employee shall be notified in writing at least thirty (30) days prior to the proposed transfer/reassignment provided that this thirty (30) days notice may be waived following consultation with the Association and the employee. The District will seek volunteers at the school or program site where the reduction is occurring, prior to involuntarily reassigning employees.
20.61 DISPLACEMENT WILL BE BY SENIORITY, WITH VOLUNTEERS SOUGHT FIRST. DISPLACEMENT OF SpED PARAS IS IN SEPARATE ORDER FOR LC AND CLC PARAS.
When there are no volunteers for displacement, the District shall reassign on the least senior employee in the job classification or subclassification (Learning Center paraeducator or Contained Learning Center paraeducator), subject to the following:
20.61.1 THIS IS THE SPRING PROCESS BY WHICH EMPLOYEES CAN MOVE TO ANOTHER POSITION AT THE SAME SCHOOL FOR THE COMING SCHOOL YEAR—IN THE SAME CLASSIFICATION AND SAME # OF HOURS, WITH THE RESULTING VACANCY THEN GETTING POSTED.
Employees shall first be reassigned within the building or program to vacancies with the same number of hours in the same job classification and subclassification without the need to post positions. Program and building administrators shall notify employees of vacancies and reassign employees based on employee qualifications and preferences prior to displacement.
20.61.2 HERE’S WHAT A DISPLACED LC PARA CAN DO. An employee assigned to a Learning Center where hours are reduced may elect to be reassigned to a vacancy in a Contained Learning Center or a one-on-one paraeducator vacancy within the building or program, or may elect to reduce his or her hours, rather than be displaced, or may elect to be displaced for possible reassignment to another Learning Center vacancy in another building.
20.61.3 A CONTINUINIG ONE-ON-ONE WHOSE STUDENT NO LONGER NEEDS THEIR HELP CAN SELECT A VACANT CLC POSITION AT THEIR SCHOOL. Employees in one-on-one paraeducator assignment who have continuing status and whose students no longer require assistance may be reassigned to a Contained Learning Center vacancy within a building or program prior to being displaced
20.62 DISPLACED EMPLOYEES APPLY FOR ANY POSTED JOB. THEY HAE PRIORITY OVER OUTSIDERS. DISPLACED LC PARAS HAVE PRIORITY OVER OTHERS FOR VACANT LC POSITIONS. DISPLACED EMPLOYEES ARE GUARANTEED A POSITION THAT DOES NOT REDUCE THEIR HOURS. Employees who have been displaced from buildings or programs shall make application for vacancies. Employees displaced from a Learning Center assignment shall be interviewed and selected for reassignment to vacant Learning Center assignments prior to other applicants being considered, provided they are qualified. An employee not assigned by the end of the second full week of August shall be placed in a remaining open position that preserves the employee’s assigned hours. The priority of such reassignment shall be maintaining the employee’s comparability of assignment, notwithstanding a displaced employee may not bump a less senior employee at another site or program to maintain comparability of assignment.
20.63 IF A DISPLACED EMPLOYEE DOES NOT GET SELECTED FOR ANY POSITION THEY APPLY FOR, AND HR PUTS THEM IN A DIFFERENT JOB CLASSIFICATION, OR PUTS AN LC PARA IN A CLC JOB (OR AN CLC PARA IN AN LC JOB), THEY CAN GO BACK TO THEIR OLD CLASSIFICATION. THEY SHOULD APPLY AND THEY MUST BE SELECTED IF THEY ARE QUALFIED. An employee involuntarily reassigned from one job classification or subclassification to another shall be interviewed and selected for a vacancy in the same job classification or subclassification with the same number of hours from which the employee was displaced, provided the employee makes proper application for the position and is qualified.
20.64 FOR RNS, THERE IS A SEPARATE PROCESS. Registered Nurses shall be reassigned consistent with the Letter of Agreement in Appendix H.
20.65 SCHOOL ASSISTANTS WHO HAVE LOST HOURS HAVE FIRST PROIORITY FOR NEW HOURS AT THEIR SCHOOL. School Assistants whose hours are reduced shall have first priority for the assignment of additional School Assistant hours at their work location, consistent with their qualifications and the scheduling needs of the school.
20.66 IF A PROGRAM MOVES, YOU MOVE WITH IT. If an entire program is moved from one site to another, the employees assigned to that program shall be reassigned accordingly to the new site.
THIS NEXT SECTION IS COMPLETELY NEW. IT REDUCES THE NUMBER OF “SCHOOL YEAR ONLY” EMPLOYEES, AND GIVES SYO EMPLOYEES MORE JOB SECURITY AND RIGHTS.
20.70 SYO EMPLOYEES NOW HAVE ALL RIGHTS THAT REGULAR EMPLOYEES HAVE. School Year Only Employees – School year only employees have a specific, limited term of employment but are otherwise subject to the terms and conditions of the Agreement. The District shall employ school year only employees at on the following bases.
20.71 NOW, HOURS WHICH ARE CENTRALLY FUNDED ON AN ONGOING BASIS ARE NO LONGER SYO. Contingent staffing, including staffing conversion, building budget, split class staffing, and grant-funded positions (not including categorical funded positions).
20.72 Special Education Overload, including hours added because of enrollment fluctuations or special student needs.
20.73 ONE-ON-ONE PARAS HAVE NO GUARANTEE OF A JOB PAST THEIR FIRST YEAR…. One-on-One Paraeducators for the first year of their employment, after which time it will consider the students continued need for assistance and the effectiveness of relationship between the students and the paraeducators.
20.73.1 THEN, AFTER THEIR FIRST YEAR, THEY HAVE CONTINUING RIGHTS TO THEIR JOB (IF THEIR STUDENT CONTINUES TO NEED ASSISTANCE, ETC.) IF THEIR STUDENT NO LONGER NEEDS THEM, THEY CAN APPLY FOR JOBS THROUGH OCTOBER 31 OF THE NEXT SCHOOL YEAR, AND MUST BE SELECTED BEFORE OUTSIDERS. One-on-one paraeducators who are rehired after the initial year will have continuing employment status contingent on continued student need, enrollment, or school/program placement. If a student no longer requires a one-on-one paraeducator, is no longer enrolled, or changes schools or program to the extent the one-on-one paraeducator is not appropriate to the new assignment, the employee in the assignment will be displaced and subject to reassignment consistent with this Article through October 31 of the following school year. An employee not reassigned by October 31 will terminate employment.
20.74 If, prior to October 1, a school year only position is authorized the succeeding year at the same building with substantially similar hours and working conditions, the hiring supervisor with the agreement of the Human Resources Director, may place the employee who held the position the previous year in the position without the need to post the vacant position. In such cases, the employee will accumulate longevity and seniority as if he/she had held the position continually.
20.75 IF AN SYO EMPLOYEE’S HOURS ARE NOT RE-NEWED, THEY CAN APPLY FOR A JOB THRU OCT. 31 OF THE FOLLOWING YEAR, AND MUST BE SELECTED BEFORE OUTSIDERS. School year only employees not re-employed pursuant to the provisions of section 20.74 will be subject to subject to reassignment consistent with this Article through October 31 of the following school year. An employee not reassigned by October 31 will terminate employment.
20.76 SYO JOBS ARE GUARANTEED FOR THE YEAR. If during the school year, a student assigned to a one-on-one paraeducator leaves the District or no longer requires support, the District shall offer the employee another assignment with no reduction in hours for the remainder of the school year.
14. Article 22, Section 22.10
22.10 Each new employee shall be given a written copy of his/her hiring in a personnel action statement containing the following information:
A) Employee's name;
B) Salary placement;
C) Authorized work year;
D) Number of hours authorized per day;
E) Work location;
F) Job Classification.
15. Article 23, Section 23.50
23.50 THIS CLARIFIES THE RIGHTS OF EMPLOYEES TO REFUSE TO DO CATHETERIZATION. Employees may exercise their rights p Pursuant to R.C.W. 28A.210.280, regarding the catheritization of students employees, except those licensed under chapter 18.79 R.C.W., who have not agreed in writing to perform clean, intermittent bladder catheterization as a specific part of their job description, may file a written letter of refusal to perform clean, intermittent bladder catheterization of students. This written letter of refusal may not serve as grounds for discharge, nonrenewal, or other action adversely affecting the employee’s contract status.
16. Article 25, Section 25.10
OUR PROFESSIONAL DEVELOPMENT FUND-- WHICH PROVIDES UP TO $200 FOR ATTENDING A CONFERENCE OR CLASS, OR PAYS FOR A SUB---CAN NOW USE ANY FUNDS THAT WERE NOT USED THE PRIOR YEAR. ALSO, UP TO $3,000 TOTAL CAN BE USED TO COMPENSATE THE PEOPLE WHO ADMINISTER THE FUND AND ORGANIZE NESPA DAY. A fund of eighteen thousand dollars ($18,000) will be available for individual staff development training that may include tuition, registration fees and substitutes. These funds may be utilized to pay employees their regular hourly rate of pay to administer the fund, and to organize NESPA Day and other staff development events for a total of $3,000 for these purposes. Unexpended funds shall be carried forward from one fiscal year to the next fiscal year. Prior approval from the NESPA Board for use of this fund must be obtained. Consideration for approval will be based upon: (1) funds available, (2) relationship to employee's immediate job performance or future planned responsibilities, (3) District needs, (4) individual growth adding to the employee's abilities, skills, job-related interests and professional or personal growth, and (5) the employee’s access to other professional development funds.
17. Article 25, new Section 25.70
25.70 OUR SCHOLARSHIP FUND IS NOW IN THE TEXT OF THE AGREEMENT. The District shall provide $10,000 per year for use as scholarships for members working toward education certification under the provisions contained in Appendix G set forth in this Agreement.
Renumber remainder of Article.
18. Article 30, Section 30.20
30.20 Employees may continue any fringe insurance benefit coverage as allowed by the insurance carrier at the group rate provided the employee pays the premium.
19. Article 33, Section 33.30 PERSONAL LEAVE INCREASES TO 6 DAYS.
33.30 Personal leave shall be cumulative to a maximum of six (6) four (4) days.
20. Article 32, Section 32.41 OUR RIGHT TO USE SICK LEAVE FOR FAMILY MEMBERS IS EXPANDED.
32.41 Serious illness or injury in the immediate family. Any medical, mental health, or disabling condition of persons in the employee’s immediate family or household which requires treatment or medication that the person cannot self-administer or which would endanger the person’s safety or recovery without the presence of the employee.
21. Article 34, Section 34.30
34.30 Insurance eligibility and benefits may be continued at the employee's option and at the employee's own expense where permitted by insurance company agreements and consistent with provisions of COBRA (Continuation of Benefits/Employment Related Act).
22. Article 37, Pay Procedures
37.10 All employees, being regular hourly employees, shall be compensated in accordance with their appropriate placement on the NESPA Salary Schedules. Employees shall receive their monthly warrant on the last working day of the month.
37.20 Employees will receive twelve (12) monthly pay warrants with total pay divided into twelve equal payments shall be paid in twelve equal installments. Employees hired after the beginning of a school year will have their remaining pay warrants divided over the remaining months of the school year as prorated to twelve months. Employees shall receive their monthly pay before the first day of each calendar month.
37.30 PROFESSIONAL HOURS WORKED IN JULY MUST BE SUBMITTED BY JULY 31. Pay for days/hours beyond the student calendar (see Section 11.20, 11.21, and 11.30) will be reported on the employee’s monthly timesheet. Payment for such time will be made on the following monthly warrant. All days/hours beyond the student calendar must be worked and reported prior to June 30, except for professional hours worked between July 1 through July 31, which must be submitted by July 31 for payment in August.
37.40 Employees shall participate in the direct deposit program and will designate the participating financial institution to which their paychecks shall be transmitted. Under extenuating circumstances, as determined by the Human Resources Director, employees may be issued a monthly pay warrant check rather than being on direct deposit. On a monthly basis, employees on direct deposit shall have their salary directly deposited to participating financial institutions.
23. Article 38, Section 38.10
38.10 IRS MILEAGE RATE TO BE PAID FOR WORK-RELATED TRAVEL. Employees who are authorized by their building supervisor to use his/her personal vehicle on District business shall be compensated according to District procedures at the IRS-approved mileage rate.
24. Article 41, Section 41.10
41.10 Employees shall be paid according to Appendices A and B of this Agreement. New employees may be placed no higher than Step Three (3) based on training and experience, except for employees transferring same or similar experience from another Northshore bargaining unit or another school district.
25. Article 41, Section 41.20
41.20 SALARY: STEP INCREASES AND STATE-FUNDED SALARY INCREASES ARE BOTH GUARANTEED DURING THIS 2 YEAR CONTRACT. The District shall pay incremental steps on the NESPA salary schedule, in addition to the state authorized salary increase for K-12 classified employees, for the duration of this agreement for those employees eligible for incremental pay increases.
26. Article 41, New Section 41.21
41.21 PROFESSIONAL STANDARDS STIPENDS GO UP THE SAME PERCENTAGE AS STATE-FUNDED SALARY INCREASES EVERY YEAR. The District shall increase the PSP stipends by the same percentage as the state authorized salary increase for K-12 classified employees.
27. Article 41, New Section 41.41 EMPLOYEES WITH 10 YEARS OF EXPEREINCE WHO LEAVE AND THEN WORK AS SUBS WILL BE PAID AT STEP 7.
41.41 An employee with ten or more years of experience in the bargaining unit who resigns or retires and is rehired as a substitute within three (3) years of separation, shall be paid at step 7 of the pay level of the work he or she performs. Employees who wish to receive this compensation shall complete the District form identifying them as eligible in advance.
28. Article 41, Section 41.60 EMPLOYEES GO TO STEP 15 AFTER 14 YEARS—EVEN IF THE 14TH YEAR ANNIVERSARY IS AS LATE AS DEC 31.
41.60 Employees shall be eligible for placement on Step 15 of Appendix A-2 at the start of the work year in which they will complete fourteen (14) years of service in the bargaining unit by the end of the calendar year (December 31)based on fifteen (15) years of service in the bargaining unit.
29. Article 44, Group Insurance Programs
44.10 THE DISTRICT GUARANTEES IT WILL ALLOCATE THE STATE FUNDED HEALTH BENEFIT ALLOCATION AND THE RETIREE SUBSIDY EACH YEAR. NO NEGOTIATION IS NEEDED. The District agrees to make available to eligible employees (employed more than 4 hours per day or more than 20 hours per week), the following insurance programs and provide as of October 1 of each year 2007, an insurance benefit amount equivalent to the amount provided by the State for K-12 classified employees up to seven hundred and seven dollars ($707.00), per month per eligible employee. Additionally, the District shall fund the amount required by the Health Care Authority for the school employee retiree subsidy fund. All eligible employees are required to participate in the dental, vision/hearing, life, and long-term disability insurance plans. Medical plan participation is optional. Insurance coverage for eligible employees is provided within the terms of District Insurance contracts.
44.20 Dental Insurance - The District shall pay for eligible employees the full premium necessary to fund district administered dental insurance plans covering the employee, spouse, and dependents. The general provisions of the plan coverage, including exclusions, limitations, and procedures will be included in a District publication developed by the Health Benefits Committee which will be available on the District website; copies will be available upon request. The District shall make contributions toward dental insurance premiums for eligible employees for the following programs:
A) Northshore Dental Plan – administered by Zenith
B) Willamette Dental Plan – administered by Regence Blue Shield
44.30 Vision/Hearing Insurance - The District shall pay for eligible employees the full premium to fund a district administered vision/hearing insurance plan covering the employee, spouse, and dependents. The general provisions of this plan will be included in a District publication developed by the Health Benefits Committee which will be available on the District website; copies will be available upon request.
44.40 Basic Life Insurance - The District shall pay for eligible employees the full premium for the employee's basic term life insurance including an accidental death and dismemberment policy in an amount equal to the employee's contracted base annual salary.
Employees shall have the option to double or triple the amount of basic life insurance coverage by the employees' base annual salary, provided each employee taking this option authorizes a payroll deduction to pay the additional premium.
44.50 Long Term Disability - The District agrees to pay for eligible employees, the full premium for employee's long-term disability coverage.
44.60 Salary Insurance - The District agrees to make available at employee expense the American Fidelity Assurance Company salary insurance program.
44.60.1 Long Term Care – The District agrees to make available at employee expense the WEA Premera Insurance program.
Cancer Insurance – The District agrees to make available at employee expense the American Fidelity Assurance Company cancer insurance program.
44.70 Medical Insurance - After paying the premiums for dental insurance, vision/hearing insurance, long-term disability, and basic life insurance as provided above, the District shall make contributions toward medical insurance premiums for eligible employees for the following programs:
A) Northshore Regence Blue Shield – Preferred Provider Plan.
B) Northshore Regence Blue Shield – Selections Traditional Plan.
C) Group Health Cooperative of Puget Sound.
D) Northshore Regence Blue Shield – Selections Value Plan.
44.90 Credit Union Deductions - At the option of an employee, the District shall deduct from his/her monthly salary warrant, and deposit directly with the Washington School Employees' Credit Union or Mountain Crest Educational Community Credit Union an amount designated by the employee. After determination of the initial amount to be deducted and deposited, the employee shall be limited to one request to change the designated amount during the fiscal year.
44.170 Health Reimbursement Plan (VEBA) VEBA III - The District and Association will, subject to a vote of the employees, participate annually in the Voluntary Employee Benefit Account (VEBA III) for eligible employees. retiring between September 1 and August 31 of each year.
30. Article 46, Grievance Procedure
46.11 A claim by an employee that there has been an alleged violation, misinterpretation, or misapplication of any provision of this Agreement or any rule, order, policy, or regulation of the District as it directly affects an employee’s wages, hours or and working conditions may be processed as a grievance.
46.12 In the event that an employee believes there is a basis for a grievance, the employee shall first discuss the alleged grievance with his/her building principal or other appropriate responsible supervisor either personally or accompanied by his/her Association Representative. Such discussion must be initiated within twenty (20) workdays of the occurrence, or knowledge of the occurrence, whichever is later. If the grievance is not thus resolved, formal grievance procedures may be instituted.
46.13 Step One
WE NOW HAVE 10 WORKDAYS—NOT 5—FROM THE DATE OF OUR MEETING WITH THE PRINCIPAL TO FILE A FORMAL GRIEVANCE. Within ten (10)five (5) workdays of the discussion with the appropriate supervisor, the grievance will be reduced to writing, signed by the employee and presented to the appropriate responsible supervisor. The written statement should regulation allegedly violated, and 3) the recommended remedy sought by the grievant. The grievance form (Appendix D) shall be used as a guideline for filing the grievance with all sections completed.
46.14 SUPERVISOR GETS 10 DAYS TO RESPOND—NOT 5. Within ten (10) five (5) days of receipt of the written grievance, the responsible supervisor shall communicate a written response to the aggrieved. A copy of the response shall be forwarded to the Association President and UniServ Representative.
46.15 Step Two
WE GET 10 DAYS—NOT FIVE—FROM THE DATE OF OUR SUPERVISOR’S RESPONSE TO TAKE THE GFRIEVANCE TO THE SUPT. If the grievant is not satisfied with the remedy at Step One, or if no disposition has been made within ten (10) five (5) working days of the Step One response or the deadline for the Step One response delivery of the written grievance, the grievant may submit the grievance to the Superintendent or designee. Said submittal shall be within ten (10) working days of delivery of the grievance in Step One. A copy of the grievance shall be sent to the Association President and UniServ Representative.
46.16 SUPT. GETS 10 DAYS—NOT 5—TO RESPOND AFTER WE MEET. Within five (5) working days of receipt of the grievance, the Superintendent or his/her designee shall meet with the grievant and a representative of the Association regarding the grievance. The Superintendent or his/her designee shall indicate his/her disposition of the grievance in writing within ten (10) five (5) working days of such meeting, and shall furnish a copy to the Association representative involved.
46.17 Step Three
WE GET 20 DAYS—NOT 15—TO FILE FOR ARBITRATION IF WE HAVE NOT RESOLVED THE MATTER. If the grievant is not satisfied with the disposition of the grievance by the Superintendent or his/her designee, the grievant may submit the grievance to the Association for arbitration. The grievance, only at the option of the Association, may be submitted before an impartial arbitrator. The Association shall exercise its right of arbitration by giving the Superintendent written notice within twenty (20) fifteen (15) working days of receipt of the grievance, or the deadline of the grievance response from the Superintendent or designee, unless mutually extended by both parties.
46.18 ARBITRATION PROCESS IS IMPROVED. If the Association and the District cannot agree on an arbitrator within twenty (20) calendar days from the notification date that arbitration will be pursued, the matter will be forward to the Federal Mediation and Conciliation Service for process in accordance with their rules, provided all members of the panel are members of the National Academy of Arbitrators and have their principal office in Washington or Oregon. the arbitrator shall be selected by the American Arbitration Association, or other mutually agreeable agency, in accord with its rules which shall likewise govern arbitration proceedings. The District and/or the Association shall not be permitted to assert in such arbitration proceeding any ground or to present or rely on any evidence not previously disclosed to the other party in Step One and/or Step Two of these grievance procedures. During arbitration, neither party may present any documentary evidence not previously disclosed to the other party.
46.19 The arbitrator shall determine the decision or award, which shall be published in writing not later than thirty (30) calendar days from the date of the hearing or, if oral arguments hearings have been waived by both parties, then from the date the final statement and proof are submitted to the arbitrator. The decision or award shall set forth the arbitrator’s findings of fact, reason, and conclusions on the issues submitted and shall be final and binding on both parties.
31. Article 47, Duration of Agreement TWO YEAR CONTRACT, EXPIRING 8- 31- 2010
47.10 This Collective Bargaining Agreement shall become effective September 1, 20086 and continue in effect until August 31, 20108. During the term of this agreement incremental increases from the District and salary and fringe benefit increases authorized and funded by the state will be reflected as percentage increases to the salary schedule and/or increased employer contributions for insurance premiums as so authorized.
47.20 This Agreement or any provision herein may be extended by mutual written agreement of the parties; otherwise it shall expire on the date indicated.
47.30 This Agreement will be reopened for the 20097-200108 school year for the specific purpose of bargaining salary, benefits, and incorporating the recommendations of the District Health Benefit Insurance Committee, and the status of the Memoranda of Understanding.
47.40 Except as otherwise provided in this Agreement, bargaining on the subjects contained in this Collective Bargaining Agreement shall begin no later than thirty (30) days prior to the expiration date of this Collective Bargaining Agreement, or any extension thereof, nor earlier than May 1, except by mutual written agreement of the parties.
32. Appendix A-1, Position Placement Information
NORTHSHORE SCHOOL DISTRICT NO. 417
Position Placement Information for 2006-07 2008-09 Salary Schedule
LEVEL I
Paraeducator - English Language Learner Tutor
Paraeducator - Head Start
Paraeducator - Learning Assistance Program
Paraeducator - Special Education
Paraeducator - Elementary Advanced Placement
Paraeducator – Preschool Program
Paraeducator – Dual Language Program
Paraeducator – School Assistant
Paraeducator – School Technology Specialist
LEVEL II
Campus Supervisor
Child Care Specialist
Head Start Teacher
Health Occupations Assistant
Interpreter
Instructor – Preschool Program
Occupational and Physical Therapist Assistant
Swimming/Water Safety Specialist
Transcriber
LEVEL III
Community Service Specialist
Family Service Worker
Registered Nurse
School Services Specialist
Dean of Students
Mental Health Specialist
33. Appendix A-2, Salary Schedules
NORTHSHORE SCHOOL DISTRICT No. 417
Northshore Educational Support Professionals Association (NESPA)
2008-2009 2007-2008 Salary Schedule
[Blog site prevents correct formating of spreadsheet columns--please see printed copy for correct information]
Schedule 36
Effective September 1, 20087
Step
01
02
03
04
05
06
07
15
Level I
13.96
13.37
14.73
14.11
15.50
14.84
16.26
15.58
16.54
15.74
16.82
15.91
17.10
16.08
17.44
16.40
Level II
19.08
18.28
19.84
19.01
20.61
19.74
21.37
20.47
21.75
20.66
22.13
20.84
22.57
21.02
22.96
21.44
Level III
23.92
22.91
25.12
24.06
26.31
25.20
27.51
26.35
27.99
26.58
28.46
26.80
28.94
27.03
29.52
27.57
*Employees shall be eligible for placement on Step 15 of Appendix A-2 based on fifteen (15) years of service in a bargaining unit position.
An annual stipend shall be given beyond the normal salary to any employee holding a basic Standards Certificate (NAEOP) - $582 $557; Associate Professional (NAEOP) - $683 $654; Advanced I (NAEOP) - $756 $724; Advanced II (NAEOP) - $837 $802; Advanced III (NAEOP) - $928 $889; Professional Bachelor's Degree (NAEOP) - $1,028 $985; Professional Master's Degree (NAEOP) - $1,070 $1,025.
Employees employed for less than 3.5 hours shall be eligible for one half of the PSP stipend.
An annual stipend shall be given beyond the normal salary to any eligible level II or Level III employee holding a BA or BS degree appropriate to the requirements of the job - $983 $942; ESA appropriate to the job – an additional $983 $942; Masters Degree appropriate to the requirements of the job - an additional $983 $942.
The employee may choose between a PSP stipend and one or more of the stipends identified above. Employees are not eligible for both types of stipends - see Article 25.72 in Collective Bargaining Agreement.
34. Appendix B, Job Classifications
JOB CLASSIFICATIONS AND WORK YEAR PROVISION SUMMARY
Northshore Educational Support Professionals
[Blog site prevents correct formating of spreadsheet columns--please see printed copy for correct information]
Job Title/Classification
Salary
Schedule Designation
# of Work Days
# of Paid Holidays
Paraeducator /English Language Learner Tutor (ELL)
Level I
180
11
Paraeducator /Head Start
Level I
183*
11
Paraeducators
English Language Learner Tutor
Learning Assistance Program(LAP/Title)
Special Education
Elementary Advanced Placement
Preschool Program
Dual Language
Level I
180
11
School Assistant
Level I
180
11
School Technology Specialist
Level I
180
11
Campus Supervisor
Level II
180
11
Child Care Specialist
Level II
184
11
Head Start Teacher
Level II
185*
11
Health Occupations Assistant
Level II
180
11
Interpreter
Level II
180
11
Instructor – Preschool Program
Level II
180
11
Occupational and Physical Therapist Assistant
Level II
180
11
Swimming/Water Safety Specialist
Level II
180
11
Transcriber
Level II
180
11
Community Service Specialist
Level III
180
11
Family Service Worker
Level III
182*
11
Registered Nurse
Level III
180
11
School Service Specialist
Level III
180
11
Dean of Students
Level III
194*
11
Mental Health Specialist
Level III
199
11
*Days will vary from year to year depending on funding (e.g., Headstart allocation, grant funding, building funding, etc.).
35. Appendix G, Teaching Certification Scholarships THIS DESCRIBES ELIGIBILITY FOR THE SCHOLARSHIPS OF $2,000 OR MORE.
APPENDIX G TEACHING CERTIFICATION SCHOLARSHIPS
In collaboration with the Northshore School District and the Association the NESPA Teaching Certification Scholarship aims to recognize and encourage NESPA members who are pursuing certification in the field of education at the undergraduate level.
The scholarship fund for the 2008-09 school year is $10,000. Scholarship awards will be a minimum of $2,000 per school year. Recipients may receive one scholarship per year for a maximum of three years. All scholarship monies will be paid via a district Travel and Expense Reimbursement Claim form and deposited directly into the recipient’s bank account on file with the district.
ELIGIBILITY:
· Applicant must be a NESPA member for the previous three school years from the date of application.
· Applicant must have a junior credit equivalent or higher.
CRITERIA:
· Applicant must provide verification of declared major in education.
· Applicant must submit a comprehensive education plan that includes:
Verification of university standing and current enrollment
Outline of future education coursework leading to certification
· Applicant must submit a completed application. The application must be received by NESPA Scholarship Committee on or before the deadline date.
SELECTION PROCESS:
The Scholarship Committee, based on all above eligibility and criteria being met, will determine acceptance or rejection of each application. Applications received after the deadline date will not be considered.
NESPA membership seniority date will be the deciding factor if more than five qualified applications are submitted.
Change Appendix G to Appendix H – Memorandum of Understanding and Letters of Agreement
36. Memorandum of Understanding, Professional Hour Carryover THIS SAYS THAT PROFESSIONAL HOURS ARE NOT CARRIED OVER FROM YEAR TO YEAR, AND THAT THE CARRYOVER WAS USED TO FUND SALARY INCREASES THIS YEAR, AND IS NOT AVAILABLE FOR ANY OTHER FUTURE USE.
memorandum of understanding
Professional Hour Carryover
The District and the Association acknowledge that the value of professional hours unused by employees each year was used to address the indexing of the wage schedule in Appendix A in 2008-09, and consequently is no longer available for other purposes.
37. Memorandum of Understanding, Learning Center Paraeducators THIS PROVIDES A SAFETY NET FOR LC PARAS WHOSE HOURS ARE CUT. IT WILL ENABLE THEM TO GET SCHOOL ASSISTANT HOURS IF AVAILABLE AND IF SCHEDULING PERMITS—FOR ONE YEAR.
memorandum of understanding
learning Center Paraeducators
When a Learning Center paraeducator’s hours are reduced from 6.5 to 4.0 as a result of enrollment fluctuations, and there is not another 6.5 hour Learning Center vacancy to which the employee may transfer, the building administrator may assign school assistant hours to the employee to maintain benefit eligibility for one additional year subject to availability and scheduling. The District shall not raise an objection to the assignment of these hours on the basis of benefit eligibility.
38. Memorandum of Understanding, Length of Work Year THIS IDENTIFIES THE 5 “ACCOUNTABLE DAYS” AND GUARANTEES NESPA DAY—MARCH 20.
MEMORANDUM OF UNDERSTANDING
Length of Work Year and Scheduling of Non-Student Days
This Memorandum of Understanding between the Northshore School District No. 417 (District) and the Northshore Educational Support Professionals Association (Association) is supplemental to the 2008 – 2010 2006-2008 Collective Bargaining Agreement (Agreement) between the District and the Association.
WHEREAS, the District has received a waiver from the State Board of Education from the 180 day school calendar for the purpose of establishing a 175 day school calendar in 2006-2007; and the Agreement between the District and the Association establishes the length of the work year for most employees at 180 days;
THEREFORE, the understanding between the District and the Association concerning length of work year is as follows:
The 180 day work year established by the Agreement will remain in effect for employees, for the duration of said waiver. Employees will work the 175 days that school is in session, plus an additional 5 non-student designated days to be mutually identified by the District and the Association. One of these non-student days shall be designated as a NESPA training day.
For the 2008 – 2009 2006-2007 school year, the additional days shall be scheduled as follows:
October 16, 2006, November 9, 2007, January 26, 2007, March 16, 2007, and April 6, 2007
October 10, 2008, November 10, 2008, January 30, 2009, March 20, 2009, and May 26, 2009. If May 26 is used as a snow make-up day the last non-student designated day will become June 18, 2009.
March 20, 2009 16, 2007 shall be designated as a NESPA training day.
Variations may be allowed in this schedule based on individual employee or building needs, as long as an equivalent amount of time is worked.
39. Memorandum of Understanding, Technology Needs
MEMORANDUM OF UNDERSTANDING
Technology Needs
This Memorandum of Understanding between the Northshore School District No. 417 (District) and the Northshore Educational Support Professionals Association (Association) is supplemental to the 2008-2010 2004-2006 Collective Bargaining Agreement (Agreement) between the District and the Association.
The District and the Association agree to the following:
A. In order for employees to carry out their duties most effectively, they must have confidential and convenient access to technology that will allow them to:
1) Have access to the Internet.
2) Use the District's e-mail program.
3) Open necessary attachments that may accompany e-mail.
4) Have access to the Districts staff directory and District newsletters.
5) Utilize productivity tools such as Office Suite as appropriate to their job.
B. For instructional purposes, employees should also have ready access to technology that provides them appropriate instructional resources.
C. Employees shall be invited to have representation on or provide input to building site teams or any other group which plans the technology needs for staff and students. This input will be considered in future technology planning, including Technology Bonds, site technology plans, and school improvement plans. The District-Association Labor-Management Committee may also consider technology issues and make recommendations.
D. Employees may request technology training from the District Technology Director in order to obtain the skills necessary to most effectively implement technology in their work. This training may be planned in connection with employees in other buildings and can be held on one of the five (5) NESPA designated non-student days.
E. Upon request, the parties shall jointly conduct a needs assessment of employees regarding software, hardware, and training needs. The assessment shall be carried out through building-level interviews upon request of the staff at specific sites. Based on the assessment, the parties will develop individual building solutions and work with building administrators and site teams in order to accomplish the recommended solutions.
40. Memorandum of Understanding, Job Expectations
MEMORANDUM OF UNDERSTANDING
Job Expectations
The District and Association agree to mutually develop or update job descriptions for each general job classification listed in Appendix A-1 of the Collective Bargaining Agreement no later than June 20089.
41. Letter of Agreement, Nursing Staffing/ Duties THIS ADDRESSES THE MANY ISSUES CREATED BY THE REDUCTION OF NURSES IN 8 SCHOOLS TO 20 HOURS PER WEEK.
Incorporate information below into the current letter of agreement regarding nurse staffing for the duration of the agreement.
1) Eight Hour Positions: GUARANTEES THAT THE JOBS IN THE 8 SCHOOLS WILL BE 8 HOURS PER DAY—NOT PART TIME. The reduction in nursing services for 2008-2009 shall be made by reducing staffing at up to eight schools. Reductions shall be made by pairing schools based on student needs and proximity, and allocating approximately twenty hours per week for each school. Each nurse shall work forty (40) hours per week.
2) Selection of Assignments: CREATES THE PROCESS FOR THE NURSES IN CUT SCHOOLS TO PICK NEW SCHOOLS BY SENIORITY. Nurses currently assigned to schools where staffing will be reduced shall be listed in seniority order. In seniority order, they may select from positions as follows:
§ They may select from among vacant positions that are to be staffed by a single nurse.
§ They may select to remain at their own school and its paired school (thus displacing the less senior nurse in their paired school); or may select a pair of schools that has been vacated by both nurses.
§ After the initial selection, a reassigned nurse may agree to switch assignments with another nurse and submit this request to the Supervisor of Nursing Services, who shall consult with the affected building administrators and grant or deny the request based on the operational needs of the District.
§ The District shall provide one day of release time to reassigned nurses prior to the end of the school year to meet and transition with the nurses currently assigned to the school sites.
3) Moving: PROVIDES 15 HOURS OF PAY FOR NURSES WHO MOVE AS A RESULT OF THE CUTS. Nurses who are involuntarily displaced, or those voluntarily displaced in order to directly accommodate reductions in nurse staffing, will receive up to fifteen (15) hours for actual hours worked, for transition activities, moving and setup at their new school assignment.
4) Additional Locked Storage: Upon request to the Supervisor of Nursing Services, and demonstrated need, the District shall, within a reasonable period of time, provide or identify additional locked storage space where needed.
5) Schedule/Hours at Paired Schools: THE DECISION WHETHER THE NURSES WORK ALTERNATE DAYS AT SCHOOLS, OR WORK 4 HOURS PER DAY AT EACH SCHOOL (2 SCHOOLS PER DAY) MUST BE BASED ON THE MEDICAL NEEDS OF THE STUDENTS AND THE PROFESSIONAL NEEDS OF THE NURSE. IF NURSE, PRINCIPAL, AND SUP. OF NURSING CANNOT AGREE, THE SUP. OF NURSING DECIDES.
By August 1, 2008 the District shall notify parents and school staff at the affected schools of the change in staffing levels. Parents of newly enrolling students with life-threatening conditions of those requiring services of a licensed nurse shall be asked to contact the Supervisor of Nursing Services by August 15.
Schedules of employees at affected schools shall be decided by the Supervisor of Nursing Services, nurse and principal, based on the medical needs of students and the professional role of the school nurse. If the parties cannot reach agreement, the Supervisor of Nursing services will determine the nurse’s work schedule.
NURSES CAN ONLY BE REQUIRED TO TRAVEL TO A SCHOOL ONCE IN A DAY (NO BACK-AND-FORTH). THEY GET PAID TRAVEL TIME AND A DUTY FREE LUCN SCHEDULED IN WRITING. An employee required to travel during the workday shall only be required to travel between schools once during the workday, and shall be provided a 30 minute, duty-free lunch and mutually agreed-upon transition and travel time, to be scheduled in writing.
THIS MEANS THAT NURSES ARE NOT REQUIRED TO ADDRESS THE CONCERNS OF TWO SCHOOLS SIMULTANEOUSLY. THEY CAN—IF THEY WISH—DEAL WITH ONLY THE CONCERNS OF THE SCHOOL AT WHICH THEY ARE PRESENT AT THE TIME. The District and Association recognize that in transition to reduced nurse staffing, nurses will be authorized to use professional judgment in resolving issues related to establishing work priorities and communication issues.
6) Mileage: Employees will be reimbursed at the approved IRS-mileage rate when using a personal vehicle for District business. (Section 38.10)
7) Duties: THESE ARE REVISED DUTIES.
Guidelines for School Nurse Assignments
Basic job expectations for ALL nursing staff:
§ Detects, plans, treats and follows up on student health problems and serves as a liaison between home, school and medical or other community resources.
§ Develops care plans for all students with life threatening conditions (LTC) and diabetes per RCW’s and school district policy prior to school attendance.
§ Provides staff education for LTC’s and diabetes per RCW’s and school policy.
§ Provides health information to students and families.
§ Provides and/or coordinates emergency first aid to students and staff in a building disaster, at the school where the nurse is present at the time of the disaster.
§ Maintains comprehensive school health records for each student, except for new student immunization entries for nurses assigned to two schools.
§ Performs and/or delegates/trains/supervises other staff to perform medication administration and medical procedures within the parameters of licensed care laws of the state of Washington and district policies and procedures.
§ Monitors compliance with state immunization laws, follow-up with parents and coordinates record keeping.
§ When on site, identifies communicable diseases and affects a plan of action to prevent spread of infection.
§ Coordinates yearly vision and hearing screening.
§ Compiles annual health room supplies order and maintain supplies.
§ Serves as a resource for classroom health education.
§ Provides consultation to the special education Evaluation Team either in-person or by providing written input. Coordinates, monitors and case manages health needs of health impaired and/or medically fragile students.
§ Serves as mandatory reporter, along with all certificated District employees, to Child Protective Services for suspected issues of abuse and neglect.
THE FOLLOWING DUTIES ARE OPTIONAL. NURSES WHO AGREE TO DO THEM MAY SEEK A STIPEND OR EXTRA TIME, IF APPLICABLE. NOTE THAT NURSES ARE NOT REQUIRED TO PERMIT VOLUNTEERS IN THEIR ABSENCE. The following duties may be performed by agreement between the nurse and building administrator:
§ Emergency Prep Coordinator
§ 504 Coordinator
§ Administering the Breakfast Program
§ Safety Committee Coordinator
§ Curriculum responsibilities, including coordinating or attending HIV/AIDS parent night
§ Training health room volunteers. If the building administrator and nurse agree to utilize volunteers in the nurse’s absence, the volunteers shall comply with District policies and guidelines. A committee of four (4) nurses, selected by NESPA along with the Supervisor of Nursing Services shall convene to develop the policies, guidelines, and training process. No volunteers shall be utilized, when the nurse is absent, until the committee has completed its work, and the policies, guidelines, and training are in place.
§ Healthy Youth Survey Coordinator
§ Tracking absenteeism/truancy
NO NESPA OR NEOPA MEMBER SHOULD BE ASKED TO DO MORE THAN THE FOLLOWING IN THE ABSENCE OF A NURSE. Responsibilities of other staff on-site in the absence of a nurse shall be limited to the following:
§ First aid/illness care/documentation
§ Head bump notification forms
§ Student accident/incident reports
§ Administration of oral medications and emergency epi-pens (in compliance with State law and District policy) once orders are reviewed by the nurse and training is provided.
§ Implement actions/notifications for communicable illness under nurse direction (e.g may need to run copies of a class letter and provide to teacher)
§ Immunization entries for newly enrolling students
§ Attendance report at end of day for time spent in Health Room (Junior and Senior High only)
Duties no longer required of ANY nurse:
§ L&I liaison
8) Additional School Preparation: NURSES ASSIGNED TO 2 SCHOOLS WILL GET 24 ADDITIONAL HOURS TO SET UP AND CLOSE DOWN SCHOOLS.
Nurses assigned to two (2) schools shall receive three additional eight (8) hour days to open and close the two (2) schools. These days shall be scheduled at the nurse’s discretion and recorded on a timesheet.
9) Schools Sharing a Nurse: THIS DESCRIBES WHAT SCHOOL ASSISTANTS MAY BE REQUIRED TO DO AT SCHOOLS WHERE NURSES ARE ASSIGNED ONLY 20 HOURS.
School Assistants who have received adequate training may be assigned to observe students in the health room and to administer edication provided they have received a written plan from the School Nurse. The District shall modify the job description for School Assistants, in a school with a paired nurse assignment, to reflect these duties, and shall provide training by the Supervisor of Nursing Services in the performance of these duties by September 30th of each year.
Employees who are assigned to instruction shall not be requested nor required to leave their assignment in order to meet the needs created by the absence of a nurse.
22.57
21.02
22.96
21.44
Level III
23.92
22.91
25.12
24.06
26.31
25.20
27.51
26.35
27.99
26.58
28.46
26.80
28.94
27.03
29.52
27.57
*Employees shall be eligible for placement on Step 15 of Appendix A-2 based on fifteen (15) years of service in a bargaining unit position.
An annual stipend shall be given beyond the normal salary to any employee holding a basic Standards Certificate (NAEOP) - $582 $557; Associate Professional (NAEOP) - $683 $654; Advanced I (NAEOP) - $756 $724; Advanced II (NAEOP) - $837 $802; Advanced III (NAEOP) - $928 $889; Professional Bachelor's Degree (NAEOP) - $1,028 $985; Professional Master's Degree (NAEOP) - $1,070 $1,025.
Employees employed for less than 3.5 hours shall be eligible for one half of the PSP stipend.
An annual stipend shall be given beyond the normal salary to any eligible level II or Level III employee holding a BA or BS degree appropriate to the requirements of the job - $983 $942; ESA appropriate to the job – an additional $983 $942; Masters Degree appropriate to the requirements of the job - an additional $983 $942.
The employee may choose between a PSP stipend and one or more of the stipends identified above. Employees are not eligible for both types of stipends - see Article 25.72 in Collective Bargaining Agreement.
34. Appendix B, Job Classifications
JOB CLASSIFICATIONS AND WORK YEAR PROVISION SUMMARY
Northshore Educational Support Professionals
[Blog site prevents correct formating of spreadsheet columns--please see printed copy for correct information]
Job Title/Classification
Salary
Schedule Designation
# of Work Days
# of Paid Holidays
Paraeducator /English Language Learner Tutor (ELL)
Level I
180
11
Paraeducator /Head Start
Level I
183*
11
Paraeducators
English Language Learner Tutor
Learning Assistance Program(LAP/Title)
Special Education
Elementary Advanced Placement
Preschool Program
Dual Language
Level I
180
11
School Assistant
Level I
180
11
School Technology Specialist
Level I
180
11
Campus Supervisor
Level II
180
11
Child Care Specialist
Level II
184
11
Head Start Teacher
Level II
185*
11
Health Occupations Assistant
Level II
180
11
Interpreter
Level II
180
11
Instructor – Preschool Program
Level II
180
11
Occupational and Physical Therapist Assistant
Level II
180
11
Swimming/Water Safety Specialist
Level II
180
11
Transcriber
Level II
180
11
Community Service Specialist
Level III
180
11
Family Service Worker
Level III
182*
11
Registered Nurse
Level III
180
11
School Service Specialist
Level III
180
11
Dean of Students
Level III
194*
11
Mental Health Specialist
Level III
199
11
*Days will vary from year to year depending on funding (e.g., Headstart allocation, grant funding, building funding, etc.).
35. Appendix G, Teaching Certification Scholarships THIS DESCRIBES ELIGIBILITY FOR THE SCHOLARSHIPS OF $2,000 OR MORE.
APPENDIX G TEACHING CERTIFICATION SCHOLARSHIPS
In collaboration with the Northshore School District and the Association the NESPA Teaching Certification Scholarship aims to recognize and encourage NESPA members who are pursuing certification in the field of education at the undergraduate level.
The scholarship fund for the 2008-09 school year is $10,000. Scholarship awards will be a minimum of $2,000 per school year. Recipients may receive one scholarship per year for a maximum of three years. All scholarship monies will be paid via a district Travel and Expense Reimbursement Claim form and deposited directly into the recipient’s bank account on file with the district.
ELIGIBILITY:
· Applicant must be a NESPA member for the previous three school years from the date of application.
· Applicant must have a junior credit equivalent or higher.
CRITERIA:
· Applicant must provide verification of declared major in education.
· Applicant must submit a comprehensive education plan that includes:
Verification of university standing and current enrollment
Outline of future education coursework leading to certification
· Applicant must submit a completed application. The application must be received by NESPA Scholarship Committee on or before the deadline date.
SELECTION PROCESS:
The Scholarship Committee, based on all above eligibility and criteria being met, will determine acceptance or rejection of each application. Applications received after the deadline date will not be considered.
NESPA membership seniority date will be the deciding factor if more than five qualified applications are submitted.
Change Appendix G to Appendix H – Memorandum of Understanding and Letters of Agreement
36. Memorandum of Understanding, Professional Hour Carryover THIS SAYS THAT PROFESSIONAL HOURS ARE NOT CARRIED OVER FROM YEAR TO YEAR, AND THAT THE CARRYOVER WAS USED TO FUND SALARY INCREASES THIS YEAR, AND IS NOT AVAILABLE FOR ANY OTHER FUTURE USE.
memorandum of understanding
Professional Hour Carryover
The District and the Association acknowledge that the value of professional hours unused by employees each year was used to address the indexing of the wage schedule in Appendix A in 2008-09, and consequently is no longer available for other purposes.
37. Memorandum of Understanding, Learning Center Paraeducators THIS PROVIDES A SAFETY NET FOR LC PARAS WHOSE HOURS ARE CUT. IT WILL ENABLE THEM TO GET SCHOOL ASSISTANT HOURS IF AVAILABLE AND IF SCHEDULING PERMITS—FOR ONE YEAR.
memorandum of understanding
learning Center Paraeducators
When a Learning Center paraeducator’s hours are reduced from 6.5 to 4.0 as a result of enrollment fluctuations, and there is not another 6.5 hour Learning Center vacancy to which the employee may transfer, the building administrator may assign school assistant hours to the employee to maintain benefit eligibility for one additional year subject to availability and scheduling. The District shall not raise an objection to the assignment of these hours on the basis of benefit eligibility.
38. Memorandum of Understanding, Length of Work Year THIS IDENTIFIES THE 5 “ACCOUNTABLE DAYS” AND GUARANTEES NESPA DAY—MARCH 20.
MEMORANDUM OF UNDERSTANDING
Length of Work Year and Scheduling of Non-Student Days
This Memorandum of Understanding between the Northshore School District No. 417 (District) and the Northshore Educational Support Professionals Association (Association) is supplemental to the 2008 – 2010 2006-2008 Collective Bargaining Agreement (Agreement) between the District and the Association.
WHEREAS, the District has received a waiver from the State Board of Education from the 180 day school calendar for the purpose of establishing a 175 day school calendar in 2006-2007; and the Agreement between the District and the Association establishes the length of the work year for most employees at 180 days;
THEREFORE, the understanding between the District and the Association concerning length of work year is as follows:
The 180 day work year established by the Agreement will remain in effect for employees, for the duration of said waiver. Employees will work the 175 days that school is in session, plus an additional 5 non-student designated days to be mutually identified by the District and the Association. One of these non-student days shall be designated as a NESPA training day.
For the 2008 – 2009 2006-2007 school year, the additional days shall be scheduled as follows:
October 16, 2006, November 9, 2007, January 26, 2007, March 16, 2007, and April 6, 2007
October 10, 2008, November 10, 2008, January 30, 2009, March 20, 2009, and May 26, 2009. If May 26 is used as a snow make-up day the last non-student designated day will become June 18, 2009.
March 20, 2009 16, 2007 shall be designated as a NESPA training day.
Variations may be allowed in this schedule based on individual employee or building needs, as long as an equivalent amount of time is worked.
39. Memorandum of Understanding, Technology Needs
MEMORANDUM OF UNDERSTANDING
Technology Needs
This Memorandum of Understanding between the Northshore School District No. 417 (District) and the Northshore Educational Support Professionals Association (Association) is supplemental to the 2008-2010 2004-2006 Collective Bargaining Agreement (Agreement) between the District and the Association.
The District and the Association agree to the following:
A. In order for employees to carry out their duties most effectively, they must have confidential and convenient access to technology that will allow them to:
1) Have access to the Internet.
2) Use the District's e-mail program.
3) Open necessary attachments that may accompany e-mail.
4) Have access to the Districts staff directory and District newsletters.
5) Utilize productivity tools such as Office Suite as appropriate to their job.
B. For instructional purposes, employees should also have ready access to technology that provides them appropriate instructional resources.
C. Employees shall be invited to have representation on or provide input to building site teams or any other group which plans the technology needs for staff and students. This input will be considered in future technology planning, including Technology Bonds, site technology plans, and school improvement plans. The District-Association Labor-Management Committee may also consider technology issues and make recommendations.
D. Employees may request technology training from the District Technology Director in order to obtain the skills necessary to most effectively implement technology in their work. This training may be planned in connection with employees in other buildings and can be held on one of the five (5) NESPA designated non-student days.
E. Upon request, the parties shall jointly conduct a needs assessment of employees regarding software, hardware, and training needs. The assessment shall be carried out through building-level interviews upon request of the staff at specific sites. Based on the assessment, the parties will develop individual building solutions and work with building administrators and site teams in order to accomplish the recommended solutions.
40. Memorandum of Understanding, Job Expectations
MEMORANDUM OF UNDERSTANDING
Job Expectations
The District and Association agree to mutually develop or update job descriptions for each general job classification listed in Appendix A-1 of the Collective Bargaining Agreement no later than June 20089.
41. Letter of Agreement, Nursing Staffing/ Duties THIS ADDRESSES THE MANY ISSUES CREATED BY THE REDUCTION OF NURSES IN 8 SCHOOLS TO 20 HOURS PER WEEK.
Incorporate information below into the current letter of agreement regarding nurse staffing for the duration of the agreement.
1) Eight Hour Positions: GUARANTEES THAT THE JOBS IN THE 8 SCHOOLS WILL BE 8 HOURS PER DAY—NOT PART TIME. The reduction in nursing services for 2008-2009 shall be made by reducing staffing at up to eight schools. Reductions shall be made by pairing schools based on student needs and proximity, and allocating approximately twenty hours per week for each school. Each nurse shall work forty (40) hours per week.
2) Selection of Assignments: CREATES THE PROCESS FOR THE NURSES IN CUT SCHOOLS TO PICK NEW SCHOOLS BY SENIORITY. Nurses currently assigned to schools where staffing will be reduced shall be listed in seniority order. In seniority order, they may select from positions as follows:
§ They may select from among vacant positions that are to be staffed by a single nurse.
§ They may select to remain at their own school and its paired school (thus displacing the less senior nurse in their paired school); or may select a pair of schools that has been vacated by both nurses.
§ After the initial selection, a reassigned nurse may agree to switch assignments with another nurse and submit this request to the Supervisor of Nursing Services, who shall consult with the affected building administrators and grant or deny the request based on the operational needs of the District.
§ The District shall provide one day of release time to reassigned nurses prior to the end of the school year to meet and transition with the nurses currently assigned to the school sites.
3) Moving: PROVIDES 15 HOURS OF PAY FOR NURSES WHO MOVE AS A RESULT OF THE CUTS. Nurses who are involuntarily displaced, or those voluntarily displaced in order to directly accommodate reductions in nurse staffing, will receive up to fifteen (15) hours for actual hours worked, for transition activities, moving and setup at their new school assignment.
4) Additional Locked Storage: Upon request to the Supervisor of Nursing Services, and demonstrated need, the District shall, within a reasonable period of time, provide or identify additional locked storage space where needed.
5) Schedule/Hours at Paired Schools: THE DECISION WHETHER THE NURSES WORK ALTERNATE DAYS AT SCHOOLS, OR WORK 4 HOURS PER DAY AT EACH SCHOOL (2 SCHOOLS PER DAY) MUST BE BASED ON THE MEDICAL NEEDS OF THE STUDENTS AND THE PROFESSIONAL NEEDS OF THE NURSE. IF NURSE, PRINCIPAL, AND SUP. OF NURSING CANNOT AGREE, THE SUP. OF NURSING DECIDES.
By August 1, 2008 the District shall notify parents and school staff at the affected schools of the change in staffing levels. Parents of newly enrolling students with life-threatening conditions of those requiring services of a licensed nurse shall be asked to contact the Supervisor of Nursing Services by August 15.
Schedules of employees at affected schools shall be decided by the Supervisor of Nursing Services, nurse and principal, based on the medical needs of students and the professional role of the school nurse. If the parties cannot reach agreement, the Supervisor of Nursing services will determine the nurse’s work schedule.
NURSES CAN ONLY BE REQUIRED TO TRAVEL TO A SCHOOL ONCE IN A DAY (NO BACK-AND-FORTH). THEY GET PAID TRAVEL TIME AND A DUTY FREE LUCN SCHEDULED IN WRITING. An employee required to travel during the workday shall only be required to travel between schools once during the workday, and shall be provided a 30 minute, duty-free lunch and mutually agreed-upon transition and travel time, to be scheduled in writing.
THIS MEANS THAT NURSES ARE NOT REQUIRED TO ADDRESS THE CONCERNS OF TWO SCHOOLS SIMULTANEOUSLY. THEY CAN—IF THEY WISH—DEAL WITH ONLY THE CONCERNS OF THE SCHOOL AT WHICH THEY ARE PRESENT AT THE TIME. The District and Association recognize that in transition to reduced nurse staffing, nurses will be authorized to use professional judgment in resolving issues related to establishing work priorities and communication issues.
6) Mileage: Employees will be reimbursed at the approved IRS-mileage rate when using a personal vehicle for District business. (Section 38.10)
7) Duties: THESE ARE REVISED DUTIES.
Guidelines for School Nurse Assignments
Basic job expectations for ALL nursing staff:
§ Detects, plans, treats and follows up on student health problems and serves as a liaison between home, school and medical or other community resources.
§ Develops care plans for all students with life threatening conditions (LTC) and diabetes per RCW’s and school district policy prior to school attendance.
§ Provides staff education for LTC’s and diabetes per RCW’s and school policy.
§ Provides health information to students and families.
§ Provides and/or coordinates emergency first aid to students and staff in a building disaster, at the school where the nurse is present at the time of the disaster.
§ Maintains comprehensive school health records for each student, except for new student immunization entries for nurses assigned to two schools.
§ Performs and/or delegates/trains/supervises other staff to perform medication administration and medical procedures within the parameters of licensed care laws of the state of Washington and district policies and procedures.
§ Monitors compliance with state immunization laws, follow-up with parents and coordinates record keeping.
§ When on site, identifies communicable diseases and affects a plan of action to prevent spread of infection.
§ Coordinates yearly vision and hearing screening.
§ Compiles annual health room supplies order and maintain supplies.
§ Serves as a resource for classroom health education.
§ Provides consultation to the special education Evaluation Team either in-person or by providing written input. Coordinates, monitors and case manages health needs of health impaired and/or medically fragile students.
§ Serves as mandatory reporter, along with all certificated District employees, to Child Protective Services for suspected issues of abuse and neglect.
THE FOLLOWING DUTIES ARE OPTIONAL. NURSES WHO AGREE TO DO THEM MAY SEEK A STIPEND OR EXTRA TIME, IF APPLICABLE. NOTE THAT NURSES ARE NOT REQUIRED TO PERMIT VOLUNTEERS IN THEIR ABSENCE. The following duties may be performed by agreement between the nurse and building administrator:
§ Emergency Prep Coordinator
§ 504 Coordinator
§ Administering the Breakfast Program
§ Safety Committee Coordinator
§ Curriculum responsibilities, including coordinating or attending HIV/AIDS parent night
§ Training health room volunteers. If the building administrator and nurse agree to utilize volunteers in the nurse’s absence, the volunteers shall comply with District policies and guidelines. A committee of four (4) nurses, selected by NESPA along with the Supervisor of Nursing Services shall convene to develop the policies, guidelines, and training process. No volunteers shall be utilized, when the nurse is absent, until the committee has completed its work, and the policies, guidelines, and training are in place.
§ Healthy Youth Survey Coordinator
§ Tracking absenteeism/truancy
NO NESPA OR NEOPA MEMBER SHOULD BE ASKED TO DO MORE THAN THE FOLLOWING IN THE ABSENCE OF A NURSE. Responsibilities of other staff on-site in the absence of a nurse shall be limited to the following:
§ First aid/illness care/documentation
§ Head bump notification forms
§ Student accident/incident reports
§ Administration of oral medications and emergency epi-pens (in compliance with State law and District policy) once orders are reviewed by the nurse and training is provided.
§ Implement actions/notifications for communicable illness under nurse direction (e.g may need to run copies of a class letter and provide to teacher)
§ Immunization entries for newly enrolling students
§ Attendance report at end of day for time spent in Health Room (Junior and Senior High only)
Duties no longer required of ANY nurse:
§ L&I liaison
8) Additional School Preparation: NURSES ASSIGNED TO 2 SCHOOLS WILL GET 24 ADDITIONAL HOURS TO SET UP AND CLOSE DOWN SCHOOLS.
Nurses assigned to two (2) schools shall receive three additional eight (8) hour days to open and close the two (2) schools. These days shall be scheduled at the nurse’s discretion and recorded on a timesheet.
9) Schools Sharing a Nurse: THIS DESCRIBES WHAT SCHOOL ASSISTANTS MAY BE REQUIRED TO DO AT SCHOOLS WHERE NURSES ARE ASSIGNED ONLY 20 HOURS.
School Assistants who have received adequate training may be assigned to observe students in the health room and to administer edication provided they have received a written plan from the School Nurse. The District shall modify the job description for School Assistants, in a school with a paired nurse assignment, to reflect these duties, and shall provide training by the Supervisor of Nursing Services in the performance of these duties by September 30th of each year.
Employees who are assigned to instruction shall not be requested nor required to leave their assignment in order to meet the needs created by the absence of a nurse.
Saturday, August 23, 2008
TUESDAY IS NESPA'S VOTE: TUESDAY!
NESPA’S CONTRACT VOTE IS TUESDAY, AUGUST 26 4 PM ACROSS THE STREET FROM THE ADMIN CENTER.
(THE TEACHERS VOTE IS ON WEDNESDAY AT A DIFFERENT LOCATION.)
Dear NESPA Members,
NESPA members will be voting THIS COMING TUESDAY, August, 26 in the big white barn across the street from the Admin Center. The meeting is on the second floor of Russell’s Restaurant (elevator accessible) at 3305 Monte Villa Pkwy, Bothell, 98021. Doors open for sign in at 4 PM. The meeting starts at 4:30 PM and will end between 5:30 and 6 PM. Please plan on staying to the end of the meeting. WEA President Mary Lindquist will be speaking.
The teachers (NSEA) vote is on Wednesday, after the work day. It is at a different location. NESPA votes on Tuesday. NSEA votes on Wednesday.
Because NSEA has also reached a tentative agreement, there will be NO picketing of the School Board meeting on Tuesday.
There is plenty of parking at Russell’s. If you need to bring your children, you may do so, provided you maintain them under your direct supervision. We will sit together by school, so you will know plenty of other people at the meeting!
Why attend?
- To show RESPECT for yourself, your future, your union, your bargaining team, and your co-workers.
- To find out what was negotiated. There are rights and opportunities that make a big difference in our work lives.
- To vote. For a democratic organization to work, we all need to take responsibility. Don’t let others make this important decision for you.
- A high turnout makes us stronger for the next negotiations.
- We will distribute copies of the contract changes and review them together, answer questions, and vote by secret ballot.
- There is no absentee process. One must be present to vote.
We could not have reached this tentative agreement without your active support! THANK YOU!
We hope to see you THIS COMING TUESDAY AT 4 PM!
Deb Murphy Kraig Peck
Co-President WEA Staffperson
debemurph@hotmail.com
MONDAY's MEETING CANCELED!
NSEA BARGAINING TEAM REACHES TENTATIVE AGREEMENT
The NSEA/NESPA Strike Training scheduled for Monday has been CANCELED since NSEA has reached a settlement. THANK YOU for everything you have done to help support both the NSEA and NESPA contract negotiations. We couldn’t have done this without you!
We are pleased to announce that we reached a Tentative Agreement at 12:50 pm today, Friday, August 22nd. THANK YOU TO ALL MEMBERS who attended the June 16th Membership Meeting at Inglemoor, the August 12th School Board meeting, and the August 20 Picket/Rally. Your support and participation made the difference!
The Northshore Education Association and the Northshore School District have reached a tentative agreement today on a new three year contract.
“We believe the tentative agreement is fair and appreciate the active support of our members and the community that led to this agreement,” said Tim Brittell, NSEA president.
The Association’s bargaining team will recommend the tentative agreement to NSEA’s Executive Board which will meet on Monday, August 25th.
There will be no picketing at the August 26th school board meeting.
The NSEA/NESPA Strike Training scheduled for Monday has been CANCELED since NSEA has reached a settlement. THANK YOU for everything you have done to help support both the NSEA and NESPA contract negotiations. We couldn’t have done this without you!
We are pleased to announce that we reached a Tentative Agreement at 12:50 pm today, Friday, August 22nd. THANK YOU TO ALL MEMBERS who attended the June 16th Membership Meeting at Inglemoor, the August 12th School Board meeting, and the August 20 Picket/Rally. Your support and participation made the difference!
The Northshore Education Association and the Northshore School District have reached a tentative agreement today on a new three year contract.
“We believe the tentative agreement is fair and appreciate the active support of our members and the community that led to this agreement,” said Tim Brittell, NSEA president.
The Association’s bargaining team will recommend the tentative agreement to NSEA’s Executive Board which will meet on Monday, August 25th.
There will be no picketing at the August 26th school board meeting.
Wednesday, August 20, 2008
PICKET TRAINING POSTPONED
The picket training scheduled for tomorrow (Thursday) August 21, 2008 has been postponed. We are giving the bargaining team more time to work to reach a settlement. Picket training will be re-scheduled for Monday, August 25th from 9:00 am to noon at the Kenmore Community Club unless a settlement is reached. Please continue to monitor the NSEA blog (northshoreea.blogspot.com) and your email for bargaining updates.
THANK YOU FOR ALL YOU HAVE DONE FOR THIS ASSOCIATION!
Lydia King
Administrative Assistant
Northshore Education Association
425-486-7101 ext. 12
THANK YOU FOR ALL YOU HAVE DONE FOR THIS ASSOCIATION!
Lydia King
Administrative Assistant
Northshore Education Association
425-486-7101 ext. 12
Monday, August 18, 2008
NESPA CONTRACT VOTE: TUESDAY, AUG 26 4 pm
Dear NESPA Colleagues,
On Tuesday, August 26, we will vote on the tentative agreement we have reached with the School Board’s negotiating team. It will be upstairs in the big white barn across the street from the Admin Center. (Park in the huge parking lot near the barn, which extends all the way to the freeway.)
TUESDAY, AUGUST 26. Sign in begins at 4 PM. Meeting begins at 4:30 PM.
RUSSELL’S RESTAURANT:UPSTAIRS HALL
3305 Monte Villa PkwyBothell, WA 98021
The meeting will finish between 5:30 and 6 PM. If our teachers (NSEA) have NOT yet reached a tentative agreement with the School Board by August 26, we will join them across the street for pizza and picketing and briefly attend the 7 PM School Board meeting. The teachers helped us get our contract, and we’ll do our part to support them, in turn. Their issues include class size and compensation.
WEA President Mary Lindquist will speak at our contract vote! We will distribute a summary of the contract changes, and vote by secret ballot. There will be time for questions. This is a great time to learn about the rights and the opportunities you have at work. Those who are present will vote; there is no absentee ballot system.
You are welcome to bring your children, if you have no alternative, and if you maintain them under your supervision. Please call your co-workers and invite them to come also!
Please contact Deb if you have questions.
Yours,
Deb Murphy Kraig Peck
NESPA Co-President WEA Staffperson
debemurph@hotmail.coms
On Tuesday, August 26, we will vote on the tentative agreement we have reached with the School Board’s negotiating team. It will be upstairs in the big white barn across the street from the Admin Center. (Park in the huge parking lot near the barn, which extends all the way to the freeway.)
TUESDAY, AUGUST 26. Sign in begins at 4 PM. Meeting begins at 4:30 PM.
RUSSELL’S RESTAURANT:UPSTAIRS HALL
3305 Monte Villa PkwyBothell, WA 98021
The meeting will finish between 5:30 and 6 PM. If our teachers (NSEA) have NOT yet reached a tentative agreement with the School Board by August 26, we will join them across the street for pizza and picketing and briefly attend the 7 PM School Board meeting. The teachers helped us get our contract, and we’ll do our part to support them, in turn. Their issues include class size and compensation.
WEA President Mary Lindquist will speak at our contract vote! We will distribute a summary of the contract changes, and vote by secret ballot. There will be time for questions. This is a great time to learn about the rights and the opportunities you have at work. Those who are present will vote; there is no absentee ballot system.
You are welcome to bring your children, if you have no alternative, and if you maintain them under your supervision. Please call your co-workers and invite them to come also!
Please contact Deb if you have questions.
Yours,
Deb Murphy Kraig Peck
NESPA Co-President WEA Staffperson
debemurph@hotmail.coms
THIS WEDNESDAY: SUPPORT OUR TEACHERS!
THIS WEDNESDAY, AUGUST 20
11:30 AM for ONE HOUR at the Admin Center: PLEASE BE THERE!
Dear NESPA Colleagues,
With NSEA’s help packing the School Board meeting last Tuesday (Aug 12), we were able to reach a tentative agreement on Friday. Now, NSEA needs our help.
At today’s (Monday) NSEA negotiations with the School Board’s bargaining team, no progress was made on the key issues in their negotiations: compensation, class size, and workload. NSEA is asking NESPA members to join our teachers in picketing this WEDNESDAY at 11:30 AM at the Admin Center. Negotiations will be going on at that time, and we want a large turnout to send the School Board and administration a message: “Get your priorities right.”
When they tried to close Woodin Elementary—a school that superbly serves our immigrant community---and move the program to Hollywood Hill Elementary, nearly closing that school to its own community, we stopped them.
This same School Board oversaw the use of tech dollars for administrators to purchase big screen TVs and ipods for personal use. Now, they are unwilling to address the realities that class sizes are rising; Northshore’s teachers have the lowest locally-funded salary supplement (TRI pay) compared to the 12 nearby school districts; and that teacher workloads are getting worse.
Please join us for ONE HOUR this Wednesday. The Admin Center is at 3330 Monte Villa Parkway, Bothell, WA 98021. It’s time for this School Board to get its priorities right. If you have an ipod, bring it as a symbolic gesture to remind the Board to get its priorities right.
I look forward to seeing you! Please call your co-workers, and feel free to bring your family.
Yours,
Deb Murphy,
NESPA Co-President
debemurph@hotmail.com
11:30 AM for ONE HOUR at the Admin Center: PLEASE BE THERE!
Dear NESPA Colleagues,
With NSEA’s help packing the School Board meeting last Tuesday (Aug 12), we were able to reach a tentative agreement on Friday. Now, NSEA needs our help.
At today’s (Monday) NSEA negotiations with the School Board’s bargaining team, no progress was made on the key issues in their negotiations: compensation, class size, and workload. NSEA is asking NESPA members to join our teachers in picketing this WEDNESDAY at 11:30 AM at the Admin Center. Negotiations will be going on at that time, and we want a large turnout to send the School Board and administration a message: “Get your priorities right.”
When they tried to close Woodin Elementary—a school that superbly serves our immigrant community---and move the program to Hollywood Hill Elementary, nearly closing that school to its own community, we stopped them.
This same School Board oversaw the use of tech dollars for administrators to purchase big screen TVs and ipods for personal use. Now, they are unwilling to address the realities that class sizes are rising; Northshore’s teachers have the lowest locally-funded salary supplement (TRI pay) compared to the 12 nearby school districts; and that teacher workloads are getting worse.
Please join us for ONE HOUR this Wednesday. The Admin Center is at 3330 Monte Villa Parkway, Bothell, WA 98021. It’s time for this School Board to get its priorities right. If you have an ipod, bring it as a symbolic gesture to remind the Board to get its priorities right.
I look forward to seeing you! Please call your co-workers, and feel free to bring your family.
Yours,
Deb Murphy,
NESPA Co-President
debemurph@hotmail.com
Friday, August 15, 2008
NESPA: Tentative Agreement Reached!
TENTATIVE AGREEMENT REACHED IN NESPA NEGOTIATIONS!
WATCH FOR DETAILS OF UPCOMING CONTRACT RATIFICATION VOTE.
WATCH FOR INFO ON HOW WE CAN CONTINUE TO SUPPORT THE TEACHERS, WHO CONTINUE TO NEGOTIATE.
Dear NESPA Colleagues,
We are proud to announce that at 2 PM today (Friday) we reached a tentative agreement with the administration bargaining team. The agreement is “tentative” until it is ratified by the NESPA membership----that includes you! We are in the process of arranging for a location and date for that meeting. IT IS IMPORTANT THAT YOU ATTEND.
PLEASE WATCH YOUR EMAIL AND THE NESPA WEBSITE DURING THE WEEK OF AUGUST 17 FOR DETAILS OF THE DATE, TIME, AND PLACE OF THE MEETING. (It is likely to be during the last week in August, before we begin work.) nespablog.blogspot.com When you get a call from a NESPA colleague, please return it, so you get this information.
We are pleased with this tentative agreement, and think that you will also find it to be satisfactory. We will be recommending its ratification.
As NESPA has always done, a complete summary of the tentative agreement will be provided in writing and explained at the ratification meeting. There will be time for questions. The vote will be by secret ballot.
As always, details of the agreement will not be released until the meeting, as releasing details earlier tends to have the effect of influencing who attends the meeting (with those who find the agreement satisfactory staying home). We will also have copies of the contract language that will be changed for your review. The meeting will be a great opportunity to learn about the changes to the contract, and become knowledgeable about your rights.
We were able to reach this agreement because of your active support. The turnout of NESPA members at the June 16 membership meeting, and at the School Board meeting earlier this week, was huge. We couldn’t have done it without you!
Our teacher colleagues in NSEA will be bargaining Monday thru Wednesday, August 18, 19, and 20. We will continue to actively support them, as they have supported us. NESPA Building Communicators and Bargaining Support Team members should still attend the meeting/training on Thursday morning, August 21 at the Kenmore Community Center. Our continued unity is essential.
PLEASE WATCH FOR INFORMATION ON HOW YOU CAN HELP OUR TEACHER TEAM MEMBERS get a contract, so that school opens on time.
Check www./nespablog.blogspot.com frequently for further updates.
Your NESPA Negotiating Team*,
Judy Ellis, Sharon Maynard, Peggy Sturm, Kraig Peck (WEA staff), & Dave Wood (WEA staff)
*Suzanne Ducotey and Donna Smith are also on the team, but were unable to participate this week due to family emergencies.
WATCH FOR DETAILS OF UPCOMING CONTRACT RATIFICATION VOTE.
WATCH FOR INFO ON HOW WE CAN CONTINUE TO SUPPORT THE TEACHERS, WHO CONTINUE TO NEGOTIATE.
Dear NESPA Colleagues,
We are proud to announce that at 2 PM today (Friday) we reached a tentative agreement with the administration bargaining team. The agreement is “tentative” until it is ratified by the NESPA membership----that includes you! We are in the process of arranging for a location and date for that meeting. IT IS IMPORTANT THAT YOU ATTEND.
PLEASE WATCH YOUR EMAIL AND THE NESPA WEBSITE DURING THE WEEK OF AUGUST 17 FOR DETAILS OF THE DATE, TIME, AND PLACE OF THE MEETING. (It is likely to be during the last week in August, before we begin work.) nespablog.blogspot.com When you get a call from a NESPA colleague, please return it, so you get this information.
We are pleased with this tentative agreement, and think that you will also find it to be satisfactory. We will be recommending its ratification.
As NESPA has always done, a complete summary of the tentative agreement will be provided in writing and explained at the ratification meeting. There will be time for questions. The vote will be by secret ballot.
As always, details of the agreement will not be released until the meeting, as releasing details earlier tends to have the effect of influencing who attends the meeting (with those who find the agreement satisfactory staying home). We will also have copies of the contract language that will be changed for your review. The meeting will be a great opportunity to learn about the changes to the contract, and become knowledgeable about your rights.
We were able to reach this agreement because of your active support. The turnout of NESPA members at the June 16 membership meeting, and at the School Board meeting earlier this week, was huge. We couldn’t have done it without you!
Our teacher colleagues in NSEA will be bargaining Monday thru Wednesday, August 18, 19, and 20. We will continue to actively support them, as they have supported us. NESPA Building Communicators and Bargaining Support Team members should still attend the meeting/training on Thursday morning, August 21 at the Kenmore Community Center. Our continued unity is essential.
PLEASE WATCH FOR INFORMATION ON HOW YOU CAN HELP OUR TEACHER TEAM MEMBERS get a contract, so that school opens on time.
Check www./nespablog.blogspot.com frequently for further updates.
Your NESPA Negotiating Team*,
Judy Ellis, Sharon Maynard, Peggy Sturm, Kraig Peck (WEA staff), & Dave Wood (WEA staff)
*Suzanne Ducotey and Donna Smith are also on the team, but were unable to participate this week due to family emergencies.
Thursday, August 14, 2008
NEGOTIATIONS
FROM YOUR NEGOTIATING TEAM:
PROGRESS MADE, BUT SALARIES NOT YET RESOLVED.
YOUR CONTINUED SUPPORT IS NEEDED!
Dear NESPA Colleagues,
Our collective efforts are beginning to see results! THANK YOU!!
BARGAINING ON TUESDAY: In bargaining on Tuesday this week, the District withdrew its proposal to eliminate the guarantee of a minimum of 20 hours of work per week that applies to most NESPA members (all except School Assistants, Tech Specialists, and Campus Supervisors)! That means that cuts in hours are no longer on the horizon! We also reached an agreement on safety training that will help ensure that all Pareducators in Contained Learning Centers with violent students get de-escalation and restraint training in a timely manner. R-E-S-P-E-C-T!
TUESDAY SCHOOL BOARD MEETING: Over 400 NESPA and NSEA members turned out to the meeting and held bright green "RESPECT" signs as NESPA Co-President Deb Murphy and NSEA President Tim Brittell told the Board about the need for lower class sizes, a living wage, the need to stop classifying so many employees as "School Year Only", and the need for better transfer process. (Teacher salaries paid by Northshore--the locally funded part--the part of teacher salaries that are negotiated--are the LOWEST of all nearby districts.) Go to NESPA’s website to see more info and pics on this exciting meeting. nespablog.blogspot.com THANK YOU to all who came!!
WEDNESDAY NEGOTIATIONS: NESPA's bargaining team met again with management on Wednesday, and continued to make progress. We reached an agreement that will reduce the number of NESPA members who are "School Year Only"---turning jobs that had been considered "temp" into ongoing work with RESPECT! We also reached an agreement on a better transfer system, and a better displacement system that ensures that displaced NESPA members don't get their hours cut, and will eventually end up in a position similar to the one they had---if that's what they seek. We also reached agreement on nursing duties in the schools with nursing cuts.
NEXT: Important issues like SALARY remain. We need a guarantee of annual step increases, and a respectable increase above the state-funded COLA. Too many NESPA members are struggling.
WHAT TO DO: If no agreement is reached by Tuesday, August 26, we will picket before the School Board meeting, beginning at 5:30. Watch for where we will gather. And we will vote on what action to take on the first work day: Wednesday, August 27 at 4 PM at the Cedar Park Assembly of God, 16300 112th Ave NE, Bothell. If we DO reach an agreement sooner, we'll set up a ratification meeting to vote on the tentative agreement. WATCH YOUR EMAIL. CHECK THE NESPA WEBSITE AT nespablog.blogspot.com. WHEN ASKED TO COME TO AN EVENT, PLEASE BE THERE! And contact your co-workers.
THANK YOU for your support. YOUR participation is what has enabled us to make progress at the bargaining table! Let's keep it up!
Your NESPA Negotiating Team,
Judy Ellis, Sharon Maynard, Peggy Sturm; Kraig Peck (WEA staff), and Dave Wood (WEA staff)
PROGRESS MADE, BUT SALARIES NOT YET RESOLVED.
YOUR CONTINUED SUPPORT IS NEEDED!
Dear NESPA Colleagues,
Our collective efforts are beginning to see results! THANK YOU!!
BARGAINING ON TUESDAY: In bargaining on Tuesday this week, the District withdrew its proposal to eliminate the guarantee of a minimum of 20 hours of work per week that applies to most NESPA members (all except School Assistants, Tech Specialists, and Campus Supervisors)! That means that cuts in hours are no longer on the horizon! We also reached an agreement on safety training that will help ensure that all Pareducators in Contained Learning Centers with violent students get de-escalation and restraint training in a timely manner. R-E-S-P-E-C-T!
TUESDAY SCHOOL BOARD MEETING: Over 400 NESPA and NSEA members turned out to the meeting and held bright green "RESPECT" signs as NESPA Co-President Deb Murphy and NSEA President Tim Brittell told the Board about the need for lower class sizes, a living wage, the need to stop classifying so many employees as "School Year Only", and the need for better transfer process. (Teacher salaries paid by Northshore--the locally funded part--the part of teacher salaries that are negotiated--are the LOWEST of all nearby districts.) Go to NESPA’s website to see more info and pics on this exciting meeting. nespablog.blogspot.com THANK YOU to all who came!!
WEDNESDAY NEGOTIATIONS: NESPA's bargaining team met again with management on Wednesday, and continued to make progress. We reached an agreement that will reduce the number of NESPA members who are "School Year Only"---turning jobs that had been considered "temp" into ongoing work with RESPECT! We also reached an agreement on a better transfer system, and a better displacement system that ensures that displaced NESPA members don't get their hours cut, and will eventually end up in a position similar to the one they had---if that's what they seek. We also reached agreement on nursing duties in the schools with nursing cuts.
NEXT: Important issues like SALARY remain. We need a guarantee of annual step increases, and a respectable increase above the state-funded COLA. Too many NESPA members are struggling.
WHAT TO DO: If no agreement is reached by Tuesday, August 26, we will picket before the School Board meeting, beginning at 5:30. Watch for where we will gather. And we will vote on what action to take on the first work day: Wednesday, August 27 at 4 PM at the Cedar Park Assembly of God, 16300 112th Ave NE, Bothell. If we DO reach an agreement sooner, we'll set up a ratification meeting to vote on the tentative agreement. WATCH YOUR EMAIL. CHECK THE NESPA WEBSITE AT nespablog.blogspot.com. WHEN ASKED TO COME TO AN EVENT, PLEASE BE THERE! And contact your co-workers.
THANK YOU for your support. YOUR participation is what has enabled us to make progress at the bargaining table! Let's keep it up!
Your NESPA Negotiating Team,
Judy Ellis, Sharon Maynard, Peggy Sturm; Kraig Peck (WEA staff), and Dave Wood (WEA staff)
Wednesday, August 13, 2008
Negotiations 2008
Bright green “Respect” signs dotted the landscape as over 400 teachers and education support professionals packed the Northshore School District Board Meeting on Tuesday evening, August 12, 2008. The Northshore Educational Professional Association (NESPA) and the Northshore Education Association (NSEA) have been negotiating with the Northshore School District since early May.Both NESPA President Deb Murphy, and NSEA President Tim Brittell, addressed the board asking them to give the district’s negotiations team the resources and the authority to settle the bargain before school begins September 2nd. At issue for the unions are: class size, lack of curriculum materials, compensation, workload, and job security.
“Northshore class sizes are out of control, and this has got to stop,” stated Tim Brittell. At issue are the 15 teaching positions that were included in the 07-08 budget, but that were not filled.
Some required high school graduation classes contain as many as 38 students reported high school social studies teacher Patrick Holmes. “This has a direct impact on a teacher’s ability to provide individual attention to students, and limits student achievement. The money is there, but the administration chose to stash it, rather than putting it into the classrooms where it would help students.”
In the meantime, compensation for Northshore educators is losing ground. Time, responsibility, and incentive pay in Northshore—the only compensation funded by local levies and controlled by the district—is the lowest of the 12 surrounding school districts.
NESPA negotiations continue this week. “We are very concerned about job security and the administration’s proposal to cut hours for our para educators,” commented President Deb Murphy. “NESPA members are often the lowest paid employees in the district and we believe they deserve a living wage and a guarantee of future employment.”
For the past nine months, the district has reported $4.4 million over the past year’s monthly reports; increasing the district’s fund balance from 2 to 3 percent. In the meantime, the district has proposed to cut $3.4 million from the 2008-2009 budget.
Teachers plan to meet August 27th to either ratify a new contract or take a strike vote. In a final plea to the board, UniServ representative Donna Lurie stated, “Many of us take a personal stake in the health and quality of Northshore schools. We want our children attending school, not walking the picket line with their parents. Please help us keep Northshore great.”
For photos of this event, please click here and here.
Keep Northshore Great!
State funding and bad decisions made by the School Board and administration have put our district into decline. The Board’s current stance in negotiations with NSEA and NESPA would only make matters worse.
- Class sizes have increased. The allocation of teachers to schools was reduced in 07-08. Additionally, administration did not fill about 15 teacher positions that could have reduced our class sizes.
- Certificated salaries have fallen in relation to nearby districts. Our TRI pay, the part of our pay that Northshore pays from local levy funds—the part of our pay that is not State-determined—is at rock bottom; below Everett, Marysville, Mukilteo, Bellevue, Snohomish, Monroe, Seattle, Mercer Island, Edmonds, Lake Washington, Issaquah, and Shoreline. Our total pay has fallen from 3rd highest in 2005 to a mediocre 5th place in 2008.
- Teachers are required to implement initiatives without sufficient curriculum materials further eroding a precious resource–time.
- The administration has proposed further cuts to libraries, LASERS (reading specialists), and theme readers. Their continued refusal to commit to maintaining current practices such as time for K-2 assessments and para educator staffing levels in Elementary Severe and Profound Special Ed classes takes away needed resources.
- Less time to prepare. Administration insists that teachers fill in for absent colleagues during two prep periods without pay—making it impossible at times to adequately prepare for classes.
- NESPA members need a living wage. Para-educators have too few hours of work (few work over 6.5 hours), but administration wants to cut hours to less than 4 hours a day and eliminate annual step increases. NESPA salaries are already low, but admin won’t agree to any increase above the COLA.
- Nearly ¼ of NESPA members are used as temps year after year. They’re considered “School Year Only Employees”—and have no job or hour security. The process of transferring to a new position needs clarity and fairness. NESPA members need access to more professional hours for planning with teachers, training, and other work.
The Board has the funds to resolve these contracts. The ending fund balance for each of the last 9 months has been an average of $4.4 million over last year’s ending fund balance. At least $3.5 million is available to resolve these negotiations.
What You Can Do To Support The Bargaining Team
THANK YOU to those of you who attended the August 12, 2008 School Board Meeting. Your participation is still needed!
Please plan to BE THERE:
Please plan to BE THERE:
- Watch for an email (on your home email account) with a link to an important survey August 19-24.
- Tuesday, August 26th: NSD School Board Meeting. Picketing will begin at 5:30 pm and we will briefly attend the 7:00 pm School Board Meeting. Watch for information on where we will assemble before the meeting.
- Wednesday, August 27th: First work day. Wear your RESPECT pin. CONTRACT RATIFICATION/STRIKE VOTE after school (4:00 pm for sign-in; 4:30 pm for meeting) at the Cedar Park Assembly of God, 16300 112th Ave NE, Bothell.
- NOW: Email Superintendent Larry Francois and the NSD School Board. Ask them to settle the NESPA and NSEA contracts in a manner that is mutually beneficial to all parties. Tell them why we need to work together to KEEP NORTHSHORE GREAT.
- Superintendent Larry Francois: lfrancois@nsd.org
- NSD School Board: schoolboard@nsd.org
Share your thoughts and concerns using facts listed here with the press. Send a letter to the editor to one of the newspapers below:
- Woodinville Weekly (350 words or less) 13342 NE 175th St. P.O. Box 587 Woodinville, WA 98072 http://nwnews.com/contact.html
- Bothell-Kenmore Reporter/Northlake News 18322 Bothell Way NE Bothell WA 98011 425-483-3732 http://www.pnwlocalnews.com/north_king/bkn-b/
- Seattle Times (200 words or less) Letters Editor P.O. Box 70 Seattle, WA 98111 Fax: (206) 382-6760 opinion@seattletimes.com
- Seattle P-I (200 words or less) Letters to the Editor Box 1909 Seattle, WA 98111-1909 Fax: (206) 448-8184 editpage@seattlepi.com
Saturday, August 2, 2008
AUGUST IS HERE AND SO IS THE MONEY!
Dear NESPA Members:
Please be at the School Board Meeting on Tuesday, August 12th 3:45 pm to 5:00 pm.
The issues haven’t changed.
They include:
· salary increases
· class sizes
· workload
· RESPECT.
A more detailed list of the issues is at the NSEA website at:
northshoreea.blogspot.com
(This is a copy of the handout from the June 16 membership meeting.) Please check this website often until we have reached an agreement.
Please be at the School Board Meeting on Tuesday, August 12th 3:45 pm to 5:00 pm.
The issues haven’t changed.
They include:
· salary increases
· class sizes
· workload
· RESPECT.
A more detailed list of the issues is at the NSEA website at:
northshoreea.blogspot.com
(This is a copy of the handout from the June 16 membership meeting.) Please check this website often until we have reached an agreement.
The Money is There
· NSEA/WEA’s projections for the District’s budget are accurate.
· The School Board will be voting at the Tuesday, August 12th meeting on a proposed 08-09 budget that has several million dollars more that is now available than the Board and administration had previously projected.
· There are sufficient funds to address our concerns and get a contract with significant improvements.
· The question is whether the School Board and Superintendent will choose to utilize these funds to address your concerns in these negotiations.
· The School Board will be voting at the Tuesday, August 12th meeting on a proposed 08-09 budget that has several million dollars more that is now available than the Board and administration had previously projected.
· There are sufficient funds to address our concerns and get a contract with significant improvements.
· The question is whether the School Board and Superintendent will choose to utilize these funds to address your concerns in these negotiations.
Honor Your Commitment to Be There
At the June membership meeting, we passed a motion that stated, “We commit, collectively and individually, to ‘Be There’ for each other and our Association in August. We will continue to participate in the activities that support our Bargaining Team and Association until we have reached an agreement in these negotiations.”
Now is the time to act on your commitment. Be there on Tuesday, August 12 from 3:45 to 5 PM at the District’s Administrative Center. Your participation is key to a successful outcome in these negotiations.
Invite your co-workers, friends, or family, and have dinner together afterwards! We appreciate your support and involvement.
If you are interested in speaking to the Board, please email me at tbrittell@washingtonea.org.
At the June membership meeting, we passed a motion that stated, “We commit, collectively and individually, to ‘Be There’ for each other and our Association in August. We will continue to participate in the activities that support our Bargaining Team and Association until we have reached an agreement in these negotiations.”
Now is the time to act on your commitment. Be there on Tuesday, August 12 from 3:45 to 5 PM at the District’s Administrative Center. Your participation is key to a successful outcome in these negotiations.
Invite your co-workers, friends, or family, and have dinner together afterwards! We appreciate your support and involvement.
If you are interested in speaking to the Board, please email me at tbrittell@washingtonea.org.
Tim Brittell
NSEA President
NSEA President
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