1.1 The Board recognizes the Union as the exclusive bargaining representative for all classified employees except supervisory, confidential, and substitute employees.
1.2 If the District continues a substitute in a regular position after forty-five (45) consecutive working days of the position becoming vacant, the Director of Human Resources will notify the Union Chapter president of the circumstances requiring extending the substitute in the position.
1.3 No employee shall have the privilege of negotiating with the Board and/or administration on an individual basis regarding any issues covered in this contract.
1.4 A substitute employee shall be defined as a person not regularly employed by the District, hired to temporarily fill a vacancy created by the absence of a regular employee.
1.5 A temporary employee shall be defined as a person hired for a specific, temporary purpose or special project of limited duration, with a definite end date that is advertised in the job posting. If the position is renewed or extended past the end date, it will become a regular position.
1.5.1 This article does not apply to positions filled through the District's substitute vendor.
1.6 When an established, regular employee who is part of the bargaining unit assumes a temporary position, upon completion of the assignment, the employee will have the right to return to the formerly held job title and maintain previously established seniority.
2.1 Regular - All employees represented by the Union in the bargaining unit who have been employed for more than ninety (90) working days by the school district and have successfully completed their probationary period.
2.2 Probationary - All employees represented by the Union in the bargaining unit who have not yet been employed by the school district for ninety (90) working days.
2.3 Temporary -All employees represented by the Union in the bargaining unit who have been employed by the school district for a specific, temporary purpose, or a special project of limited duration. A temporary employee shall have rights to union representation.
2.3.1 A temporary employee does not have rights to bumping, as described in Article 7.4 or reimbursement, as described in Article 17.4.
3.1 The Board shall retain all rights, powers, and authorities to control, direct and manage the affairs of the District in accordance with Oregon law. The direction of the workforce is the sole right of the Board subject to the clear and express terms of this Agreement.
4.1 Nondiscrimination - The Union and the District affirm there will be no discrimination against any employee covered by this Agreement because of age, race, religion, gender, sexual orientation, national origin, membership or non-membership in the Union. All reference to employees in this Agreement designates all people, including all sexes and genders.
4.2 Payroll Deductions - Upon written request by the employee, the District agrees to deduct from the salaries of employees in the bargaining unit and to transmit said funds for:
4.2.1 Premiums for insurance, agreed to in this Contract;
4.2.2 Direct deposit of paychecks to a participating bank or credit union;
4.2.3 Dues - Oregon School Employees Union Chapter, transmit to state OSEA;
4.2.4 Tax Sheltered Annuities, from approved carriers;
4.2.5 Fair Share Fees (see Article 21); (in abeyance due to Janus Supreme Court decision);
4.2.6 ELAF (Education and Labor Advocacy Fund);
4.2.7 Section 125 Payroll Reduction Plan;
4.2.8 Centennial Education Foundation;
4.2.9 Deferred Compensation Plan from Approved Carrier;
4.2.10 HSA (Health Savings Account) for those who qualify.
4.3 Safety Communication - Employees shall be informed of situations in which employees may have been or may be exposed to potentially communicable diseases, illness or environmental hazards. When such circumstances occur, and following the advice of health and environmental experts, the district will provide information/training to employees regarding exposure to potentially contagious diseases, illness or environmental hazards.
4.4 A Safety Committee, as required by ORS 654.176, has been established at each building site where a Union member will serve on the committee. The committee will also adhere to OAR 437-004-0251. Meetings of the committee will be held at least monthly to discuss environmental and safety issues and explore solutions.
5.1 Staff working with students who display unsafe behaviors are expected to work with the student's team in order to follow the student's Behavior Support Plan/Safety Plan with fidelity (following the plan as written). An employee that has followed the student's Behavior Support Plan/Safety Plan and feels they have exhausted all the safety options may request a meeting with the principal or supervisor to discuss support/concerns. The meeting will occur within five (5) workdays.
5.1.1 If an employee is concerned about safety or if a student physically harms an employee, the employee will report the incident to the building principal or supervisor and file an incident report. Additionally, the employee may take the following actions:
5.1.1.1 Take a respite break to seek care or gatherthemselves, if needed.
5.1.1.2 Request a meeting with the student's case manager (as applicable) and building principal or supervisor to discuss support, concerns, and next steps. This meeting will occur as soon as possible and not later than three (3) workdays.
5.2 Any student who requires regular physical support with toileting will have a bathroom protocol plan for the team to follow that has been developed by the student’s IEP/504/building team and guardian. The bathroom protocol plan shall be reviewed with the student’s team and with other building-based employees who may need to assist in an emergency (multiple staff out for the day, etc.) prior to performing these services.
5.3 Student Specific Information - Employees will be provided with student specific information, guidance, and/or program related training on paid time. Employees may request clarification and/or follow up training if they feel unprepared for the task.
6.1 Union representatives shall be allowed to engage in union activities during regular working hours in accordance with Oregon Law. The District shall allow designated union representatives to engage in the following activities during work hours and at the District's facilities, without loss of compensation or benefits:
6.1.1 Investigate and process grievances and other workplace-related complaints;
6.1.2 Attend investigatory meetings, hearings, and other due process proceedings;
6.1.3 Participate in, or prepare for, proceedings that arise from a dispute involving the collective
bargaining agreement, including arbitration proceedings, administrative hearings and other
proceedings before the Employment Relations Board;
6.1.4 Engage in collective bargaining;
6.1.5 Attend labor-management meetings, safety committee meetings and any other meetings
between representatives of the District and OSEA to discuss employment relations;
6.1.6 Provide information regarding the collective bargaining agreement to newly hired
bargaining unit employees within thirty (30) calendar days from the date of hire for a period
of at least thirty (30) minutes, during new employee orientation or at individual/group meetings
that may take place during work hours, without loss of compensation or benefits to newly
hired employee(s); and
6.1.7 Testify in a legal proceeding in which the designated union representative has been
subpoenaed as a witness.
6.2 Representatives designated by the union shall provide their immediate supervisor with written notice of the need to perform the activities listed in Section 5.1 at least forty-eight (48) hours prior to the time at which the activities will be performed. There may be situations in which both parties agree that the circumstances do not require advanced written notice. The written notice shall indicate:
6.2.1 Which of the activities listed above will be performed;
6.2.2 The date and time at which the activities will be performed; and
6.2.3 The approximate length of time the designated representative will spend performing the activities.
6.3 If, after receiving notice of the need to perform the activities listed in Section 6.1, the District establishes undue burden on District operations that cannot be accommodated by any of the measures typically used when an employee is unexpectedly absent from work (arranging a substitute, working with fewer staff, temporarily modifying work assignments, etc.), the District and OSEA shall schedule a mutually agreeable date and time at which the designated representative can perform the activities during work hours. The mutually agreeable date and time shall be no more than seven (7) working days from the date of the request, unless both parties agree otherwise.
6.4 The District shall not reduce a designated representative's work hours to accommodate the designated representative's performance of the activities listed above. However, the designated representative and their supervisor may agree to a flex schedule that allows the designated representative to perform the activities above during paid working hours.
6.5 The District may refuse to authorize additional work hours that incur overtime pay as a result of performing the activities listed in Section 6.1.
6.6 The parties recognize that bargaining may occur outside of normal work hours.
6.7 The Union or a representative designated by the Union shall be permitted access to all work areas of the District and to discharge their duties as a representative of the Union. The representative will inform the appropriate administrator or supervisor before contacting an employee at work. A non-employee OSEA Field Representative shall be permitted access to the District's facilities for the purpose of engaging in the activities described in this Article on the same terms and conditions as designated representatives.
6.8 The District shall provide the Chapter President and OSEA's Director of Fiscal Operations with an editable Excel spreadsheet containing the following information for each employee in the bargaining unit:
6.8.1 The employee's name and date of hire;
6.8.2 Contact information including:
6.8.3 Cellular, home and work telephone numbers;
6.8.4 Personal and work electronic mail addresses; and
6.8.5 Home or personal mailing address; and
6.8.6 Employment information including the employee's job title, wage and worksite location.
6.9 The District shall provide the information referenced in Article 6.8 within ten (10) calendar days from the date of hire for newly hired employees and every one hundred twenty (120) calendar days for employees in the bargaining unit who are not newly hired.
6.10 Prior to the elimination of any position held by an employee or to the contracting for services provided by employees, the District will notify the Union of its intention.
6.11 Use of School Buildings - The Union and its representatives shall have the right of access to school buildings for purposes of conducting meetings with represented employees of the bargaining unit subject to the following conditions:
6.11.1 The building may not be used during the summer when school is not in session without approval of the Superintendent, or their designee.
6.11.2 There must not be any interference with regular school programs.
6.11.3 The Chapter will be bound by Board Policy regarding any facility within a building that has
specific public usage restrictions or requires Board approval prior to use.
6.12 Use of School Equipment - The Chapter shall have the right to use school equipment, including computers, reproduction equipment, calculating equipment, and audiovisual equipment normally found in a building. The principal will determine the specific machines or piece of equipment to be used after receiving the Chapter's request. Central Administration Office equipment is excluded from use. The Chapter shall pay the costs of all materials and supplies used in conjunction with the equipment and for any repairs necessitated as a result thereof if such damage was caused through neglect or abuse of the equipment by the Chapter.
6.13 Bulletin Boards - The Chapter shall have the use of a bulletin board in each school building. The principal will be responsible for determining the location of the bulletin board. The board must be located where employees will have maximum opportunity to view.
6.13.1 The Union/Chapter will have the use of school mailboxes and the interschool mail/internet system as long as it is in effect district-wide, and as long as all such mail or material is identified as Union/Chapter business until impasse is declared by either party during a bargaining session. Board policy and District rules of electronic communication will be followed at all times.
6.14 Employee Orientations - At employee orientations, the District shall provide the union with no less than thirty (30) minutes and up to one hundred twenty minutes (120) to make a presentation to all bargaining unit employees without undue interference. The union shall also be permitted to set up a table at the orientation to meet directly with employees before, after, and during breaks at the orientation. No employee shall suffer a loss in compensation or benefits as a result of participating in or attending the union's presentation.
6.14.1 When a bargaining unit employee is hired after the employee orientation or when the District does not conduct an orientation, the union shall be permitted to meet with newly hired bargaining unit employees for up to sixty (60) minutes during work hours without loss in compensation or benefits for the newly hired employee or for designated representatives attending the meeting. The Union Chapter President will be invited to all new hire onboarding appointments. If the President (or their designee) is unable to attend this meeting it will be up to the Union to schedule an employee orientation meeting. Orientation meetings with newly hired employees that did not take place at the new hire onboarding appointment shall take place at the newly hired employee's regular work location, within thirty (30) calendar days from the date of hire.
6.14.2 The timing and duration of such union and employee orientations shall be mutually agreed upon by the union representative and employee's supervisor.
6.15 The Union may request up to one hundred twenty (120) total employee hours per year of release time for members identified by the Union Executive Board to attend organization events. The Union will provide fifteen working days (15) advanced communication prior to requested release time. An additional 120 hours of release time may be requested for members serving on a State, National Committee, or Board. The request will identify the specific employee(s) taking leave, the dates of leave and the billing information for the cost of substitute employees. The District will approve such requests unless a specific employee's absence would interfere with critical district functions or activities. If a substitute is employed by the District to replace a member who is absent for organization leave, the Union will repay the District for the substitute employee's wages and related fixed costs within thirty (30) days of invoice.
6.16 The District shall approve, upon request, half-year or full-year leaves of absence for a member elected or appointed to serve in an OSEA state position if a suitable temporary replacement can be obtained. The Union will repay the District for the substitute employee's wages and related fixed costs within thirty (30) days of invoice.
6.17 Union President/or Designee - If a meeting with the District requires the attendance of the Union president/designee, they will be released from duty without loss of pay.
7.1 Definitions
7.1.1 Bumped Employee /Displaced Employee - An employee who has retained employment in the
District and has moved to another position (in the same or a lower range) due to a reduction in
force (RIF).
7.1.2 Laid off Employee - An employee who has lost employment with the District due to a reduction
in force. Laid off employees are on the recall list by seniority.
7.2 Seniority, as used in this Agreement, unless otherwise specifically stated, shall mean a regular employee's total length of continuous service within the bargaining unit, including temporary service, since their most recent date of hire. An employee shall lose all seniority credit in the event of voluntary or involuntary termination. An employee who is laid off and who is subsequently reinstated shall have their full seniority earned prior to layoff restored but shall not earn seniority during this layoff status. All authorized leaves shall be counted towards seniority. Ties in seniority shall be broken by the drawing of lots. If two (2) or more employees have equal seniority in the bumping procedure, prior to the bumping process a drawing will be conducted with the Chapter President, or their designee, to determine the senior employee for a one-time exclusive purpose of the bumping process. Affected employees will have the option of being present for the drawing.
7.2.1 The District shall make available to the Union upon request, copies of any personnel list the
employer maintains regarding the seniority of the employee.
7.2.2 The District will notify the Union in writing, not less than eleven (11) District business days prior
to pending layoff or reduction in force actions which will affect employees within the bargaining
unit. The Union representative and District representative will meet during the first week after the notification to discuss alternatives to the layoffs of employees in the bargaining unit. The purpose of such consultation shall be for the union to offer alternative solutions and/or ensure the proper contractual implementation of such reductions.
7.3 Reduction in Force (RIF)
7.3.1 The District will determine which positions will be reduced or eliminated. The following process
will stipulate how a layoff will occur as well as determine which employees, if any, will be displaced. The District shall notify the classified employee and the Union in writing not less than fifteen (15) District business days prior to any layoff or reduction in force, except in extenuating circumstances. Employee notification shall include standard/certified mail, email, in-person, or via phone call by their school Principal, immediate supervisor, or the Director of Human Resources. The District shall attempt a minimum of three (3) of the four (4) previously mentioned methods until contact is made, response is received, or options are exhausted. The identification of employees to be laid off/displaced within a job classification group shall be determined by inverse bargaining unit seniority with the impacted employee being the least senior employee(s) in the classification group / range being affected.
7.3.2 Layoff/displacement of employees will be based upon bargaining unit seniority, but such
layoffs/displacements shall occur by range within a classification group as in Appendix G
Example:
Within the range the employee with the least bargaining unit seniority shall be laid off/displaced first. Laid off employees will not be paid any salary or benefits during the period of layoff, except that school year employees laid off at the end of the school year or over the summer will have insurance paid through September 30, as is normally the case for any employee who has completed the prior school year. Employees will have access to the District EAP Program during the entire time of layoff. Notwithstanding, a laid off employee may, at their own expense, continue insurance coverage, subject to the rules of the insurance carrier(s) and subject to applicable laws.
7.3.3 No permanent employees shall be laid off within a job classification group/range while any
temporary employees in such classification group/range continue to be employed.
7.3.4 Employees with temporary status are not covered by this article.
7.3.5 An employee who is subject to reduction in force will be notified by standard/certified mail,
email, in-person, or via phone call by their school Principal, immediate supervisor, or the Director of Human Resources. The District shall attempt a minimum of three (3) of the four ( 4) previously mentioned methods until contact is made, response is received, or options are exhausted. The employee notified of initial layoff may:
7.3.5.1 Accept the layoff, or
7.3.5.2 Within five (5) District workdays of receiving the notice of layoff, exercise the right to participate in the bumping process, if applicable.
7.4 Bumping Procedures
7.4.1 Prior to laying off employees or enacting the bumping process, if the District has at that time
unfilled positions, those unfilled positions will be filled first in the process if the result is not a
loss in hours for the displaced/bumping employee. An employee may bump into a position with a greater number of hours. However, in this circumstance, the employer reserves the right to make these higher hour assignment decisions.
7.4.2 No employee may bump a more senior employee. Bumping employees can only bump less
senior employees. An employee may communicate to Human Resources preference requests
regarding assignment (program, location, grade level) with the notification of desire to bump.
7.4.3 Bumping rights can be exercised to displace the least senior employee in a job title in the same
classification group and range or in the next lower rank within the classification group as long as the bumping employee has greater seniority than another employee and is qualified to perform the current duties/responsibilities of the other job title as required. If Bumping is initiated, the position held by the least senior employee in the range or lower job title (with the nearest number of hours to the bumping employee) will be the position bumped. An employee may bump into a position with a greater number of hours. However, in this circumstance, the employer reserves the right to make these higher hour assignment decisions. An employee who is displaced by being bumped may also use their seniority in the same manner to bump into the next lower rank in the classification group (as listed in Appendix G). If there is no less senior employee in the next lower rank, then they may bump into the next lower rank (and so on) in descending order within the classification group.
7.4.4 If an employee is given the initial notice of layoff/displacement and is unable to bump into a
lower rank within the current classification group, and they have been employed by the District in a different classification group within the past five (5) years, the employee shall have the right to retreat to the former classification group. The employee may only be moved back into the same or lower paying job title within the former classification group, and the bumping employee must have greater seniority than another employee in that classification group. In order to bump back, the employee still must be qualified to perform the duties of the job. Assignment will occur as explained in 7.4.3.
7.4.5 All employees in the positions listed in a Job Classification Group shall be listed by seniority by
range. (See Appendix F and G for Job Classification Group Listings and Bumping Order).
7.4.6 Bumping employees must possess the skills, ability, and capacity to perform the job and must
demonstrate the ability to perform all job functions within sixty (60) working days from the date
of assuming the job duties. If, after the trial period of sixty (60) working days, the employee cannot perform the duties of the new assignment in a satisfactory manner, the employee may be given additional time for training and job mastery at the district's discretion. The employee may alternately elect at the end of the sixty (60) working days, if s/he cannot perform the duties of the new assignment, to move to lay-off status. If the employee moves to lay-off status, the District will fill the position from the recall list.
7.4.7 If an employee is bumped from their position and the new employee resigns from the position,
the vacant position will be filled from the recall list.
7.4.8 Employees who bump into another position either in a lower range or to a previously held
position maintain recall rights to their original classification, range, hour (but not necessarily specific school or department) and are only removed from the recall list after a period of 27 months or after
placement into a position that provides the same salary range and number of hours as the original position, whichever occurs first.
7.5 Recall Procedures
7.5.1 When the work force is increased or when positions become available due to resignations or
retirements, laid off displaced employees shall be returned by seniority to positions for which they are qualified. No new employees (including temporary employees) will be hired into classifications from which employees are laid off/displaced and remain qualified during the period said recall status is in effect. Recall rights shall automatically terminate twenty-seven (27) months after the effective date of such layoffs/ displacement.
7.5.2 Notice to recall shall be sent via standard/certified mail to the last address given to the Human
Resources office by the employee, email, and via phone call by the Director of Human Resources. An employee shall have ten (10) District business days from the date notice of rehire was mailed to notify the District of their intent to return and must thereafter report on the starting date specified by the District. Such failure to notify the District of intent to return to work within these time limits shall serve as a refusal of said offer to rehire the employee.
7.6 Reduction in Hours - Once an employee's regular work hours are set for a new fiscal year, the employee shall not experience any loss of District contribution for insurance purposes as a result of reduction in hours during that fiscal year. If, at the start of the new fiscal or school year, the employee will experience a reduction of more than one hour from the number of hours held at the start of the previous school year, then the employee will have rights as provided in 7.4 to "bump" into another position within the same classification group and range in order to retain/regain the hours held at the start of the previous fiscal or school year. Any such employee who chooses to forego a right to bump in order to regain/retain work hours will be asked to sign a written statement to that effect, and will thereafter surrender any right to return to a position that would retain/regain the previous year's hours and level of District insurance contribution.
8.1 When the District determines that there is a job opening within the bargaining unit that it intends to fill, the District will send an electronic notification of the job opening to all employees. The Chapter's building representatives shall be allowed to post the notification on the bulletin board authorized for Union use in the building under provisions of Article 6.13 of this Contract.
8.2 The job posting will be held open for no less than three (3) working days after the notice has been dated by the District and sent to the persons selected to receive the notice. Interviews may begin immediately after posting.
8.3 To be considered as a candidate for the position, an employee must apply during the open period described above, as indicated on the job posting, and must meet the position qualifications. Employees may contact the office of Human Resources to verify that their application materials have been received. If a test will be given as part of the interview process, the nature of the test or performance task will be disclosed no later than the time the appointment for the interview is scheduled. Other questions regarding the interview process may also be directed to the Human Resources staff. While the District retains the right to select the person to fill the position, the District supports the concept of filling vacancies from within and will give consideration to employees who have made proper application and meet the qualifications for the position.
8.4 Whenever an employee has applied for a position and is not hired into the position, the employee may request and will receive an opportunity to discuss the reasons for non-selection with the supervisor who did not recommend the candidate for the position. Such a request will be made in writing to the supervisor within the same school year in which the position has been filled.
8.5 Increase in Hours - If a building/worksite receives additional hours after hours have been assigned for the year, the District may fill those hours in one of two ways:
8.5.1 Offer the hours to current employees in the building/worksite. First consideration will be
given to those building/worksite employees in the same job classification who have lost time
within the past 27 months, but the gain in time does not qualify for recall (see Article 7.5.1).
Such offer need not be seniority or time loss, if the principal/supervisor can show that the use
of seniority or time loss would be detrimental to the instructional program.
8.5.2 Post the hours as a vacancy.
8.6 Involuntary Transfers - Any assignment to a position not requested by an employee will be considered an involuntary transfer. When an involuntary transfer is necessary, the supervisor will initiate the transfer process with a written notice to the employee of no less than 5 working days. Any involuntary transfer shall be made as long as the employee has been offered an opportunity to discuss the transfer with the Union, Supervisor, and upon request, the Human Resource administrator. The meeting shall be scheduled at a mutually agreed upon time between parties. The meeting will be held as soon as reasonably possible.
9.1 To the extent reasonable, considering operational needs, the work week shall be five (5) consecutive days, beginning on Monday. A permanent change in the work week for current employees would be subject to mutual agreement between the District and the employee. The employee will be given the opportunity to consult with a Union representative before agreeing to a schedule change. The Union will be notified upon any mutual agreements. For a permanent change to an employee’s hours, the employee will be notified no less than five (5) working days prior to the change. The employee will be offered an opportunity to discuss the change with the Union and their Supervisor. The meeting shall be scheduled at a mutually agreed upon time between parties. The meeting will be held as soon as reasonably possible.
9.1.1 This language does not pertain to temporary schedule changes for the duration of a specific project or period of time.
9.2 Eight (8) hours per day shall be considered full time (1.0 FTE). Employees whose standard work schedule is less than 40 hours in a week shall be paid overtime at the rate of time and one half if they work in excess of eight hours in one day and/or in excess of 40 hours a week. Employees whose standard work schedule is 40 hours a week shall receive overtime at the rate of time and one half for any time worked over 40 hours.. Any overtime work performed on Sunday shall be paid at double the normal rate of pay. Any approved paid leaves will count toward the forty hour work week. At the discretion of the District, compensatory time at the rate of time and a half may be offered as a choice to the employee in lieu of payment for overtime hours worked.
9.2.1 Exception: Bus drivers who are hired for regular routes that include mid-day trips and/or SUN
(or other programs), will receive overtime only after 40 hours in a week regardless of daily hours
for the regular route and trips.
9.2.2 Automated Timekeeping System Language - The District may utilize an automated
timekeeping system (TimeClock Plus or similar) for the purpose of documenting employee
attendance and leave matters and adjusting pay as appropriate. All employees will receive
training on how to use the system before they are required to use the system.
9.3 Employees working at least 6 hours shall receive a meal period of at least one-half hour. Such time shall be scheduled by the building administrator, as nearly as practical to mid-shift. Such lunch periods shall be duty free and shall not be credited as time worked.
9.3.1 EXCEPTIONS: Exceptions to the work shift in 9.3 are as follows: When a bus driver is on a trip and they must remain on the clock and be
available during their meal periods.
9.4 Employees in the bargaining unit shall receive 30-minute meal and 15 minute rest periods in accordance with Oregon Bureau of Labor and Industry standards, as set forth in OAR 839-020-0050, and as enumerated below. This rest period shall be taken as close as possible, in the building principal's or immediate supervisor's judgment, to the two-hour interval.
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9.5 Elementary Library Managers - For Elementary Schools that exceed 300 students, Elementary Library Managers scheduled for six (6) hours per day shall be provided six (6) hours of additional time for every 50 students, according to the October 1 student count. This time is for the purpose of administrative duties that cannot be accomplished during normal working hours. The scheduling of this time will be coordinated with the Library Manager and their Principal or Supervisor. This time may be utilized in increments of 30 minutes or more up to eight (8) hours of total time in a day and will be recorded on timesheets. No more than 30 minutes of Library Managers duties will be assigned outside of the Library. This does not apply to additional program assistant hours.
9.6 An Orientation Day will be included as an eight (8) hour day in work year calendars (at per diem rate). Employees hired after the orientation day during the prior year will be invited, but not required, to attend this orientation day. This additional day and pay will not be provided should the District choose to not host an orientation day. Time on this orientation day will be set aside for OSEA orientation.
9.7 The District shall establish a budget line item for each building/department for the purpose of discretionary funds related to emergent needs including, but not limited to, classified professional development and work needing additional time to be completed. Instructional classified staff will be issued district technology devices.
9.8 The District shall ensure each classified staff member is provided with a minimum of two days for the purpose of inservice training prior to the start of the academic year for students. If these days are not included in the employee's work calendar, they will be compensated on a timesheet.
9.9 Employees for whom relevant meetings (staff meetings, professional development, committees, etc.) are scheduled outside of their normal working hours shall be allowed to timesheet or flex at least one (1) hour per month to attend such meetings, per mutual agreement between the employee and their supervisor. Supervisors may require attendance at meetings outside of an employee's normal working hours by providing the employee with 30 days written notice (via email, memo, letter, etc.) or by mutual agreement between the employee and supervisor if less than 30 days notice is provided.
10.1 If evening activities at a school involve all or most parts of the building and the custodian(s) does not have access to clean those areas during a substantial portion of the shift, the custodian may consult with their supervisor regarding the priority order for cleaning to be done during the shift.
10.2 Annual meetings will occur including custodians, District custodial supervisors, building administrators to coordinate summer and beginning of the school year work. If classroom moves are requested mid-year, an additional meeting may occur prior to any moves taking place.
10.3 All Custodial and Maintenance employees will be eligible for one pair of District purchased footwear per year. The District will make available a list of approved footwear (boots or work shoes) to choose from. Employees who elect to receive District provided footwear will be required to wear this footwear at all times while working. Employees who have specialized footwear (e.g., orthopedic insoles, etc.) may request reimbursement of up to $100 per year for safety footwear related to their position. Employees must complete the reimbursement form and provide required documentation. Employees who leave the District voluntarily within 90 work days from hire will have the cost of District purchased footwear deducted from their final paycheck.
11.1 Official records of personnel in the bargaining unit shall be maintained by the District under direct custody of the Superintendent, or someone whom this authority is delegated for that purpose and under adequate protection at all times. Such records may be inspected only by the individual concerned, by the Superintendent and their designees, or by individuals authorized in writing by the employee concerned.
11.2 The personnel records of employees in the bargaining unit shall not contain any information of a critical nature that does not bear the employee's signature indicating that the employee has been shown and received a copy of the material, or the signature of the supervisor and a witness indicating that the employee refused to sign the document. An employee shall have the right to attach a written statement of explanation to any material that is placed in their personnel file.
11.3 Material placed in the personnel record of an employee without conformity with the provisions of this Article will not be used by the District in any subsequent evaluation or disciplinary proceeding involving the employee.
11.4 At least once during the year, employees will have the right to indicate those documents in their file which they believe to be obsolete or otherwise inappropriate for retention. Said documents will be reviewed by an appropriate member of the Administration and may be removed subject to their decision.
12.1 This grievance procedure is structured to facilitate the resolution of grievances by employees. The purpose of this procedure is to contribute to good human relations on the job, to maintain good employee morale, and achieve greater efficiency of school operations.
12.2 General Grievance Procedures - Definition of "Grievance" shall mean an allegation by an employee or group of employees that there has been to them a violation of any provisions of this Agreement. A formal grievance must be initiated by the aggrieved within fifteen (15) working days from occurrence thereof or of the grievant's first knowledge thereof. Failure by the employee to submit the grievance in accordance with time limits shall constitute abandonment of the grievance. Failure by the District to submit a reply within the specified time limits shall permit the aggrieved to proceed to the next level.
To initiate a formal grievance, it must be put in writing using approved District forms. A written grievance shall include a succinct statement of fact constituting the grievance, including the management action or inaction being grieved, the contract article or articles and sections or paragraphs thereof alleged to have been violated, and the specific remedy sought. It is expected that a large majority of grievances will be settled at an informal level.
There shall be no restraint, interference, discrimination, or reprisal exerted on any employee choosing to use the procedures in good faith for resolution of grievances.
The grievant may seek assistance and advice from their Union. They may request the presence of a Union representative or consultant at any step in the procedure. Further considerations in the general procedures are:
12.2.1 Any step in the procedure may resolve the problem;
12.2.2 Grievances will be heard at times agreeable to the parties concerned;
12.2.3 The time limits specified below may be modified by mutual agreement.
12.3 Specific Steps or Procedures
12.3.1 Level One - The employee or employees shall present the written grievance to the building
principal/supervisor involved in the grievance. A conference will be arranged within ten (10) workdays after receipt of the grievance. A decision will be given in writing by the principal/supervisor within five (5) workdays after the conference. If the matter is settled or explained to the grievant's satisfaction, it ends there.
12.3.2 Level Two - If the grievance has not been settled to the grievant's satisfaction at the end of the
first step, they have five (5) workdays to notify the principal/supervisor and file an appeal in writing to the Superintendent's office. The Superintendent or designee shall attempt to resolve the differences so that the incident is closed with a sense of satisfactory adjustment for the grievant. If the matter is not resolved within five (5) workdays of hearing the appeal, the Superintendent or designee shall communicate to the aggrieved and building principal/supervisor of their written decision which shall include supporting reasons thereof.
12.3.3 Level Three - Grievances that are arbitrable as hereafter provided and not settled at Level
Two may be appealed to arbitration by delivering a written notice of request for arbitration to the Superintendent's office within ten (10) work days of receipt of the Level Three decision by the Union.
12.3.4 When a request has been made for arbitration, the parties or their designated representatives
shall attempt to select an impartial arbitrator. Failing to do so, they shall, within ten (10)
workdays of the appeal, jointly request the Employment Relations Board to submit a list of five (5) arbitrators. As soon as the list has been received, the parties or their designated representatives shall determine by lot the order of elimination and thereafter each shall, in that order, alternately strike a name from the list, and the fifth and remaining name shall act as arbitrator. The arbitrator and both parties shall abide by American Arbitration Union expedited procedure.
12.3.5 The arbitrator shall schedule a hearing on the grievance and, after hearing such evidence as the
parties desire to present, shall render a written decision to the grievant, the Union, and the District. The arbitrator may not add to, subtract from or amend the terms of this Agreement. The arbitrator may not substitute their judgment for that of the District except where the District is found to have acted in an arbitrary or capricious manner. A decision of the arbitrator within their authority shall be binding on the parties.
12.3.6 The cost for the services of the arbitrator, including per diem expenses and cost of the hearing
room shall be borne equally by the District and the aggrieved. A contract shall be signed by all three parties prior to commencement of arbitration. Any other expenses incurred shall be paid by the party incurring the expense.
12.4 No Reprisals
12.4.1 There shall be no reprisals against any employee utilizing the grievance procedures, or to a party of interest thereto, by the Board or any employee of the District.
13.1 Definition of Terms
Immediate Supervisor's Recommended Approval - The employee's immediate supervisor, after review of the request for absence/leave, may recommend approval if the request complies with language found in the contract and if the absence is not disruptive to the operation of the school/District.
Final Administrative Approval - All absences and leaves must have District office approval. The District office's decision to approve or reject the request shall be final.
All requests for absences and leaves except sick, bereavement, and emergency leaves must be submitted in writing on District approved forms no less than three (3) days before the requested leave. In the event of an emergency, the immediate supervisor or designee must be informed verbally for notification, and the written application must be submitted to the immediate supervisor within two (2) days after the occurrence.
Pay Deduction Equivalent to the Rate of 50% of the Employee's Daily Rate - Whenever this phrase is used in the policy, it means that the employee shall have deducted from their salary a sum of money of 50% the employee's daily rate. It means that the amount will be deducted regardless of whether or not a substitute is actually hired.
Immediate Family - Immediate family (to include in-law and step relatives) shall be defined as to mean spouse, domestic partners, parents, children, brother or sister, grandparents, grandchildren, domestic partner's parents, children, brother or sister, grandparents, grandchildren, or spouse's immediate family as already defined.
13.2 Sick Leave
13.2.1 All employees in the bargaining unit shall be granted ten (10) days of sick leave during each
school year, or one (1) day for each full month worked. Such sick leave shall be credited to said
employee on the first workday they report. For employees who begin after the start of the school
year, sick leave shall be credited on the first day of active employment and shall consist of one
(1) day for each payroll month remaining in the school year. Sick leave may be used for illness
or injury of the employee's immediate family (see definitions section of Article 13.1 for definition
of "immediate family"), or for any other purpose set forth in the Oregon Sick Time Law. Unused
sick leave days will accumulate year after year with no limit in the total number to be
accumulated. Should an employee resign, the ten (10) days, or one (1) day for each full month
worked (total of twelve [12]) will be reduced on a prorated basis and adjustment will be made in
the final payroll check. Should an employee resign after using sick leave credited to them but
not yet earned, any money owed the District for unearned leave will be taken out of the
employee's final paycheck. Should there not be enough earned wages to cover the leave; the
District may use small claims court to attempt to recover the loss of funds. If the District is
unsuccessful in small claims court, the District may take the amount of the leave owed out of the
health insurance pool funds.
13.3 Process for Declaring or Requesting Leave:
Immediate Supervisor's Preliminary Recommendation-The employee's immediate supervisor, after review of the request for absence/leave, may recommend approval, if the request complies with language found in the contract and if the absence is not disruptive to the operation of the school/District. If Supervisors wish to establish a limit on the number of employees that can take an elective leave (vacation/personal) day off at one time so as to not disrupt operations, it must be communicated in advance.
Final Administrative Approval - All absences and leaves must have approval from Human Resources. Human Resource’s determination to approve or reject the request shall be final.
All requests for absences and leaves except sick, bereavement, and emergency leaves must be submitted in writing on District approved forms no less than three (3) days before the requested leave. In the event of an emergency, the immediate supervisor or designee must be informed verbally for notification, and the written application must be submitted to the immediate supervisor within two (2) days after the occurrence.
13.3.1 Any employee who has been absent from duty because of illness or other reasons, may be
requested by the Superintendent/designee to submit a statement from a physician on the employee's health status. A Medical visit to acquire a note to comply with ORS 332.507 will not be compensable time paid by the District.
13.3.2 If an employee is injured on the job and receives Industrial Accident benefits under Workers'
Compensation Law (ORS 656.001 to ORS 656.990), the District shall adjust the sick leave payment an amount equal to benefits received under Worker's Compensation with respect to the same injury that gave rise to the sick leave. However, the deduction of sick leave shall not exceed an amount determined by taking the employee's regular pay for the period less benefits received under ORS 656.001 to ORS 656.990 divided by the individual's daily wage.
13.4 Unpaid Leave/Absence
A leave of absence without pay for up to one (1) year may be granted by the Superintendent/designee for sickness or other unavoidable circumstance to an employee of the District. An employee receiving such a leave shall be eligible for reinstatement upon their return, providing they submit acceptable evidence that the sickness is cured, or the unavoidable circumstances are remedied. When the employee is reinstated, they will retain all benefits accrued in the District prior to the leave. No increment pay increase will be allowed if this leave is taken for the majority of their work calendar for the leave period.
13.5 Bereavement - An employee may be five (5) days absent with full pay because of a death of a member of their immediate family including nieces and nephews. They may be granted up to three (3) extra days for which they will receive a pay reduction equivalent to 50% of the employee's daily rate of pay. An employee may be granted one (1) day's absence with full pay to attend the funeral of a close friend or distant relative. In the event of special extenuating circumstances, the District may grant up to two (2) additional days for this leave. Such a request will be made in writing to the Director of Human Resources. Additional leave for bereavement purposes shall be in accordance with OFLA.
13.6 Emergency/Personal Leave / Non District Holidays
13.6.1 The District recognizes that throughout the year employees may wish to observe Holidays and
other days of significance that occur on District work days. Employees may also need to be
absent because of emergencies or personal business that cannot be conducted outside the
regular workday, and the absence is not covered by any other leave. To use this leave,
employees must notify their building principal/supervisor by entering the absence into the sub
system five (5) working days before the absence and completing any required leave request
paperwork.
New staff hired after the school year has commenced will have these Leave Days allocated as follows, based upon the employee's first paid day of employment with the District:
This leave cannot be used for a second business. This leave is a negotiated benefit, not a leave of right. It is to be used only when needed. Employees are not required to take all three (3) days. Employees will not have to state the reason for said leave.
13.6.2 Personal Leave Without Pay - An employee may be granted leave without pay for purposes
which the District approves. Daily pay shall be deducted from the employee's salary based upon
the number of contract days of their employment (i.e., 1/190, 1/220, 1/240, etc.). The employee
shall apply for authorization five (5) workdays in advance of the leave date.
13.7 Personal Leave Donation Bank
13.7.1 On or before December 31 of each year, a participating employee may contribute one of their
personal leave days, based on their FTE, to a common donation bank. This donation can only
be made once per year, is irrevocable, and may only accumulate up to a total equal to the
number of FTE in the bargaining unit. An individual employee may be granted no more than 65
days per year, based on their FTE. Participation in the donation of the hours shall be voluntary.
Only contributing employees may be eligible to receive donated days. The District shall be
defended and held harmless from any claim arising from honoring the donation. The District is
not responsible for the personal tax liability that may be incurred by the donating employee or
the receiving employee, should any liability arise. Less than full-time employees will be
prorated, for both donation and for receipt of donated days
13.7.2 Procedures for granting the donated days will be determined by the OSEA Chapter 113
Executive Board or their designees. Inquiries to the Human Resources Department shall be
referred to the OSEA Chapter President.
13.7.3 To apply for personal leave donation days, an eligible employee shall have exhausted all
available paid leave days and be in need of donated days due to debilitating illness or injury.
13.7.3.1 The employee will notify a member of the Chapter 113 Executive Board of the need for donated days.
13.7.3.2 The Chapter 113 Executive Board or their designees will review the request.
13.7.3.3 The Chapter 113 Executive Board will notify the Director of Human Resources that an employee has requested and been approved
for donated days.
13.7.3.4 Payroll will process the days as instructed by the Chapter 113 Executive Board.
13.8 Mandatory Court Appearance -An employee may be absent with pay if they are subpoenaed as a witness in court, provided they turn in any witness fees that they receive and a copy of the subpoena to the business office. In cases where the employee initiates court action, their absence will be personal leave without pay.
13.9 Jury Duty- The District will grant full pay providing the employee turns in a copy of the subpoena and the jury fee to the business office. If jury duty responsibilities are canceled prior to the appearance, or within the first hour of jury duty, the employee will be responsible to report to work for the remainder of their shift.
14.1 The District agrees to make available medical, vision, dental benefits to each employee. District contribution, shall be limited to the following:
The District shall contribute (based on your medical coverage selection):
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If any other employee group receives a higher monthly District contribution (based on the Family contribution amount), OSEA employees will receive the same amount. Employees working less than an eight (8) hour workday shall receive medical, vision, dental benefits on a prorated basis (employees working six (6) hours would receive 75% of benefits, etc.). In order to be eligible for Medical / Pharmacy / Vision / Dental insurance, an employee must work an average of four (4) hours per day or a total of twenty (20) hours per week. For employees who were hired and started working before June 30, 2024, the threshold will be three (3) hours per day or a total of fifteen (15) hours per week.
14.1.1 Applies to employees who were diverting dollars not used as specified in Article 14.1, as of October 1, 2013.
The District will also make available a cancer insurance plan, long term disability insurance plan, and accidental death coverage to all employees, although purchase of these benefits will be optional. Employees who are currently diverting dollars not used as specified in Article 14.1, as of October 1, 2013, may divert any dollars not used as specified in Article 14.1 to participate in the classified insurance pool to pay for the above optional plans, or may use personal funds to pay for cancer insurance, long term disability, and accidental death coverage in accordance with the conditions listed below:
1. The individual district contribution for optional coverage costs may continue at the same benefit level for the same optional coverage
(i.e. Life Insurance amount, disability level, etc.).
2. Employees who opt to take the high deductible health care plan are not eligible to divert District contributions to optional insurances.
Employees who have not been diverting dollars not used as specified in Article 14.1 as of October 1, 2013, or new employees hired after October 1, 2013, will not have this option of diverting dollars not used as specified in Article 14.1 available to them. However, they may use personal funds to pay for cancer insurance, long-term disability, and accidental death coverage. Eligible employees may select a high deductible health plan and may divert 100% of unused individual monthly District contributions into a Health Savings Account (HSA) up to 1/12 of the IRS annual limit.
14.1.2 The Union will review and select the Medical / Pharmacy / Vision / Dental benefits for the
bargaining unit. The Union will also determine whether the plans are to be at a composite or a
tiered rate, subject to carrier limitations.
14.1.3 The Union will work cooperatively with the other employee groups within the District, when
feasible, when plans are being reviewed. The Union will notify the District of its selection of plans by May 15 of each contract year to allow notification time to the insurance carrier(s).
14.2 Insurance will be provided twelve (12) months/per year according to the employees' established daily hours of work. Each employee will receive a portion of the District contribution commensurate with their FTE, as determined by the District, with 1.0 FTE being eight hours worked per day.
14.2.1 Part-time employees who work full-time (40-hour work week for complete month) in any month
shall receive the full District contribution for the following month.
14.2.2 Employees' entitlement to insurance and other fringe benefits, including leaves: Any employee
who is consistently working additional hours that they would qualify for a higher insurance
reimbursement than currently received may ask for a review by the Director of Human Resources. The employee will be approved for insurance reimbursement at the higher level, plus leave benefits at that level as well, if the extra hours are being consistently assigned and if the need for those extra hours are not seasonal and no additional staffing or reassignment of responsibilities is planned.
14.2.3 An employee must work, be on paid leave status or protected leave status through OFLA/FMLA
or a combination thereof for at least 50% of the scheduled work hours to qualify for the District insurance contribution described in 14.1. From the sum allocated in Article 14.1, the full individual rate will be applied to medical, vision, dental benefits as of November 1, annually. Employee allocation of insurance dollars shall be communicated to the payroll office no later than September 10th.
14.3 Insurance Pooling - For 2024-2027 the total of employee unspent District contributions multiplied by 90% (ninety percent) equals "the pool." If the insurance cap does not cover the full cost of the medical, dental, and vision insurance premiums for employees, an insurance pool will be created by November 15 according to the following formula:
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Example: Total employees monthly out-of-pocket costs for medical, dental, and vision insurance premiums are $25,300 (for employees who have out-of-pocket costs for medical, dental, and vision insurance) and there is $26,500 of unspent cap dollars (for employees who spend less than the cap for medical, dental, and vision insurance). $26,500 / $25,300 = 1.04743% (times) 90%= 94.269% of each employee's monthly out-of-pocket cost for medical, dental, and vision insurance will be covered by the pool.
The pool shall apply only to medical, dental and vision plan premiums for employees that exceed the monthly insurance cap. Employees will be eligible to obtain optional insurance coverage(s) (i.e., Disability, AD&D, Cancer, and Life) with unspent dollars under the District cap (See Article 14.1.1 for limitations).
Employees hired after the pool is established will be eligible for pool dollars starting with the first month insurance is deducted from their paycheck.
14.3.1 The individual must notify the District's payroll office in writing no later than September 10th, of
how the money is to be distributed. Changes will not be made after the date set forth above.
14.3.2 Any employee hired after the start of the school year shall notify the District's payroll office of
deductions according to deadlines set by the payroll office.
15.1 Employees shall receive the following paid holidays: New Year’s Day, Martin Luther King Jr Day, President's Day, Memorial Day, Independence Day, Juneteenth, Labor Day, Veterans Day,Thanksgiving Day, Christmas Day, Floating Holiday*
*Floating Holiday for 12-month employees: One (1) day per year will be arranged with the supervisor. Employees are required to work the day preceding the holiday unless excused by the administration or absent because of sickness.
15.1.1 The Friday after Thanksgiving will be a non-work day.
15.2 Employees shall be compensated for the holiday or vacation day as though they had worked a regular schedule for the day.
15.3 Holidays falling on Saturday will be observed on Friday. Holidays falling on Sunday will be observed on Monday.
15.4 Employees who work on holidays will be paid double their regular rate of pay.
15.5 Vacation days shall be granted as follows:
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*This article refers to contract days including paid holidays and paid vacation days. Less than 10 Month Employees (i.e., Dining Services workers associated with the Albina Head Start program) receive a prorated allocation of one (1) day per month worked.
All vacation requests are subject to District approval. In the case of twelve-month employees, vacation may be requested when school is in session. Such requests must be made no less than fifteen (15) work days in advance. The employee's supervisor will determine approval or non-approval of such requests, based upon building/department needs during the time of the requested vacation. The District reserves the right to determine whether or not substitute employees will be hired in such circumstances. Number of vacation days accrued will not be affected by a temporary reduction in contract days due to Furlough.
15.6 Employees who begin work after the start of the regular work year of their position will receive prorated vacation entitlement for the initial year they are employed in the District.
15.7 During the first year of employment each employee is eligible to take vacation as earned. Vacation is to be taken by December 31 following the end of the fiscal year. If an employee does not use their vacation by the end of the school year, the employee will meet with their supervisor to plan when their vacation will occur. After one (1) year of employment with the District, vacation as stipulated in 15.5 above will be credited to said employee on the first day that they report to work after July 1st. Should an employee resign after using vacation credited to them but not yet earned, any money owed the District for unearned vacation will be taken out of the employee's final paycheck. Should there not be enough earned wages to cover the leave; the District may use small claims court to attempt to recover the loss of funds. If the District is unsuccessful in small claims court, the District will take the amount of the vacation owed out of the health insurance pool funds.
15.8 Part-time employees shall be granted vacations prorated on their hours of work.
16.1 Authorized expenses shall be paid to employees at rates and under practices established by Board Policy.
16.1.1 Employees who are required to use their automobile in performance of their duties will be
reimbursed at the current IRS rate at the time the travel occurred.
16.1.2 Employees will be reimbursed for authorized regular meals eaten while the employee is on
assigned duty out of the District. Exceptions: Transportation employees who are driving a field
trip/activity bus will remain on-duty and receive a paid lunch break, but not receive
reimbursement for meals
17.1 Employees who attend in-service programs and workshops at the request of the District will be compensated for such days and/or hours if they are held other than a regular working day. Workshops or other job related experiences requiring specialized instruction may be initiated by the District, (i.e. asbestos related, second language, ITI, Behavior Management). With prior approval by the Superintendent or their designee, the District agrees to pay any fees for such classes.
17.2 Employees attending in-service programs or workshops on a regular workday shall not receive extra compensation. If the District requests an employee attend a conference that extends beyond the regular workday, the employee shall receive extra compensation for the extended period of time. Extended pay shall require approval from the District.
17.3 Employees shall have the right to apply for consideration under Article 16.1.
17.4 The District agrees to budget an amount annually (not less than $6200) for the duration of this agreement for tuition and in-service programs for classified personnel. The intent of the funding is to ensure that the particular course or workshop upgrades the skills of the individual or groups. Requests are limited to one (1) per employee per year and cannot be used during the workday. Additional requests may be submitted to the Director of Human Resources for approval. College level courses (undergraduate or graduate) will be reimbursed at the Portland State University rate, or by the institution attended by the employee, whichever is less. Payment of courses may be submitted to the Director of Human Resources for consideration.
17.4.1 Employees with temporary status are not covered by this article.
17.5 The District agrees to convene a committee to meet annually at the end of each school year to plan for the upcoming school year's in-service day to meet the needs of classified special education support staff and other applicable classified staff. The committee will be comprised of classified employees, administrators, and certified staff. This agreement is subject to there being an in-service day.
18.1 Wage Adjustments - The wages for employees that are in Appendix C-E reflect the following:
18.1.1 If the State School Fund for the 2025-2027 biennium is greater than $11.2 billion, there will be an additional
increase to the salary schedules for the 2025-2026 and 2026-2027 school years.
The additional increase shall be equal to: one third of the State School Fund percentage increase over and above $11.2 billion divided by two and then equally applied to both the 2025-2026 and 2026-2027 salary schedules.
18.2 Change in Position - When an employee is hired into a different position at a higher range, the employee shall be placed on the step in the new range closest to, but not less than the current rate of pay, plus one step. Employees eligible for step advancement shall also receive that step increase effective July 1. Employees starting positions after the end of the school year will be calculated using the current rate of pay from the new salary schedule. (Employee will receive step/COLA increase as of July 1st on the new salary schedule before movement to new range is calculated).
18.3. Employees shall be informed of the step and range in writing prior to starting in the position.
18.4 Working Out of Range - An employee temporarily assigned by the District to replace an absent employee who is in a higher classification shall be considered working out of classification. Once the employee has started working out of classification for at least a half of the employee’s work day they shall receive an adjusted rate of pay retroactive to the half day of the temporary assignment. Said employee shall be entitled to the rate of pay that is the step in the new range closest to, but not less than, the previous rate of pay, plus one step. No employee assigned by the District to replace an absent employee shall be compensated less than the assigned employee's normal rate of pay.
18.5 Experience Credit - In the employment of new personnel, experience credit outside the district may be Granted. The Union will be notified of these exceptions prior to implementation.
18.5.1 Previous Centennial School District employees rehired by the District may be granted
experience credit of up to five ( 5) years, if rehired into the same or similar role within five (5)
years of a break in service with the District.
18.6 Wage Step Advancement - Wage step advancement shall occur on the first working day of each fiscal year. In order to advance a step on the salary schedule, a new employee must have been hired prior to February 1.
18.6.1 During the 2014-2015 school year, an additional salary step was added to the salary schedule,
which reflects an index step of 3% for those employees who have been at Step 12 of their
respective range for five (5) years, with the following conditions: Step Twelve (12) is not necessarily equal to twelve (12) years of employment or years of service (see Article 18.2 for explanation)
18.7 Pay Draws - An employee may request a pay draw by the 10th day of the month and the District shall grant an earned advancement on their salary. The advance pay will be deducted from their checks in the month granted. Employees shall be limited to four (4) draws per year. No requests may be made after May 10th.
18.8 Emergency Employee Call In - In emergency situations (e.g., inclement weather for non-essential staff) in which an employee is called in, pay for such call in shall be one and a half (1-1/2) times the employee's regular rate for a minimum of two (2) hours. If the employee is needed beyond the two (2) hours, then actual work time will be recorded on the District's regular salary report form(s) but will still be compensated at the time and a half rate, unless it coincides with the regular workday.
18.9 Substitute Opportunities - If an employee chooses to substitute for a position outside their regular assigned duties, and outside of their regular work hours, they will be compensated at the higher of the substitute rate or the step closest to, but not less than, the assigned employee's regular rate of pay, plus one step. If the employee's regular rate of pay exceeds the range for which they are substituting outside of their regular assigned duties, the employee will be paid at step 12 of the range for the position for which they are substituting.
18.10 Journey-level Credential - Maintenance employees who possess or obtain a journey-level credential in the field of plumbing, carpentry, or electrician shall be eligible for an hourly differential of $3.75 above their base wage.
18.11 Smooth Pay: Employees with a permanent position regularly scheduled to work the same number of daily hours a day/week, the entire school year will be paid one-twelfth of the annual pay over twelve equal payments. Employees hired mid-year will have the scheduled hours from date of hire to June 30 calculated and evenly divided into the remaining paydays for that school year.
18.12 Timesheets - When an employee works beyond their scheduled work hours, those hours are recorded on a timesheet that is turned into the employee’s supervisor for approval. Payment will be issued based on payroll timelines. All additional time is required to be approved by the employee's supervisor prior to working. Hours that are recorded on a timesheet and turned in by the posted payroll cutoff date will be paid accordingly.
18.13 Language Stipend - Employees, whose job description does not require bi-lingual proficiency, but who have proficiency in English as well as proficiency (reading, writing, and speaking) in a second language shall be eligible to receive a $0.50 per hour differential if their job classification or Department is: Educational Assistant (all), Secretary (all), Library Manager, Dining Services, Custodian, Bus Driver, Router, or Driver Trainer. Employees must apply for this additional differential and demonstrate eligibility through the District-determined language proficiency process as required. The differential will only be paid on hours worked, does not apply to vacation leave, sick leave, and is suspended while employees are on approved leave. Employees receiving the differential are expected to use their language as needed with students, families and community members as well as upon request.
19.1 Employees shall not be required to report to work, except as provided in Section 19.2, and shall not be charged leave time/vacation when student attendance is not required due to inclement weather/emergency closure. This includes previously scheduled leave time. If the Board requires students and/or staff to make up days lost due to inclement weather/emergency closure, then all employees shall be required to fulfill their regular duties on those days without additional compensation.
19.2 When student attendance is not required either in-person, asynchronous or remotely for the entire workday or due to a late start or early release, due to the District declaring inclement weather or other emergency closure to students, and some employees of the bargaining unit are required to work (on-site or remotely) while other employees are not required to complete work, because of the inclement weather or other emergency closure to students, essential staff required to work shall report to work. These employees will receive pay for the time actually worked (in addition to any regularly scheduled work time) at their standard hourly rate or receive comparable time off with pay at the District’s discretion for the first fifteen (15) work days of the inclement weather or emergency closure. After fifteen (15) workdays, if the inclement weather or other emergency closure continues, employees required to complete work (onsite or remotely) while other employees are not required to complete work, will receive an honorarium of $30 per additional workday up to $1500 per school year.
19.2.1 Shifting students to a distance, asynchronous learning, or a hybrid model, are not considered a District closure.
19.3 Essential Employee Notification - Essential employees required to report for work (or stay at work) in the cases of inclement weather/emergency closure, late start, or early release include, but are not limited to custodians and maintenance employees. Supervisors wishing to designate employees as essential must notify employees either at the time of or prior to the inclement weather/emergency closure. These employees will receive additional compensation as set forth above. Essential employees unable to report to work may use the following to account for their absence:
a. Personal leave
b. Vacation leave
c. Unpaid leave
d. Make-up days (when applicable; paid when worked)
e. Sick Leave day
19.4 In circumstances where a late start day occurs due to inclement weather/emergency closure, employees whose regular shift begins prior to the time that the announcement is made for the late start, will receive additional compensation up to the number of hours set for the late start. (If the late start is for two hours, the employee would receive two hours of additional pay at the regular rate). On emergency late start days for those employees whose work shift starts after the delayed arrival time of students at their school, their start time is not delayed, and they shall receive no additional compensation.
19.5 In circumstances where school is canceled, employees whose regular shift begins prior to the announcement being made will receive additional compensation up to the number of hours their supervisor requires them to work.
19.6 When student attendance is not required due to inclement weather/emergency closure of a building and selected employees in that building are required to work while other employees in that building are not required to work on what would have been their regular workday due to the building closure to students, those required to work shall be paid a regular day's pay plus additional hours worked at the employee's regular rate of pay. Such employees will be notified by their supervisor if they are required to work on such days. The closure of an individual building shall not affect employees in other work locations.
19.7 In case of an inclement weather/emergency early release (end of school day), those employees whose work shift has ended prior to the early release time at their location shall receive no additional time off with pay or additional compensation.
20.1 Definitions:
20.1.1 Regular Bus Routes: All bus routes that transport students from home to school and school to
home at established school bell times.
20.1.2 Midday Routes: Routes occurring between starting and ending school bell times and not
specifically connected to a Regular Bus Route.
20.1.3 Extra Work Assignment: Additional work assignments outside of regular home to school
routes and athletic/field trips that usually occur will be ongoing for some period of time (for
example SUN or activity route, midday coverage, bus washing).
20.2 The District shall pay the cost of required physical, EKG examination and drug/alcohol testing for bus drivers. The District shall contract with a physician to conduct these examinations. If the employee chooses to have the physical exam conducted by a physician other than the one recommended by the District and who meets DOT regulation, the District shall only be obligated to pay the amount it would have paid to the recommended physician. Any charges beyond that shall be the responsibility of the employee.
20.3 Any driver receiving regular status (a person who drives a regular route each day) will be reimbursed up to $50 for the cost of a physical previously paid by them to receive a state bus driver's certificate that is valid at the time of receiving regular status.
20.4 Extra Runs
20.4.1 All regular drivers will be given the opportunity to sign up for extra runs and/or trips if there is a
fully trained and licensed covertrip driver available to substitute for the regular route if all trips remain in compliance with ODOT and ODE regulations. All extra runs and/or trips will be assigned according to these established assignment procedures and subject to the approval of the transportation supervisor, per the Transportation Handbook.
20.4.2 A driver called from home to drive an extra run or trip to transport students shall receive a
minimum of two (2) hours reimbursement for that assignment. A driver doing an extra run or trip
within thirty (30) minutes after completing a regular run shall continue their regular rate of pay
until the completion of the run or trip.
20.5 All bus drivers driving a regular route shall be paid for a minimum of:
20.5.1 AM Route: 2 hours
20.5.2 Midday Route: 1 hour
20.5.3 PM Route: 2 hours
20.5.4 Field Trips: 2 hours
20.5.5 If driving does not fill the minimum contracted hourly workday, the supervisor may assign additional work duties to the driver.
20.6 The District will comply with all state and federal requirements relative to random drug and alcohol testing for all employees who use school district transportation equipment. Such guidelines will be enumerated in school district policy and regulations. Random drug and alcohol testing will be conducted and paid by the District.
20.7 An employee working in the Assistant School Bus Driver Trainer position will be considered to be Working Out-of-Range for all hours worked in the Assistant Bus Driver Trainer position. Said employee shall be entitled to the rate of pay that is the step in the new range closest to, but not less than, the previous rate of pay, plus one step.
20.8 Drivers who have 30 minutes or less between routes or trips will be in “paid” status if their supervisor approves and they remain available for duty.
20.9 Overnight field trip drivers will be paid for the actual driving hours for the trip to and from the destination. Additional days of the trip will be paid at a minimum of the employee’s regular contract day hours or the actual driving hours, whichever is greater.
20.10 Mechanics in the Transportation Department will be eligible for one pair of District purchased footwear per year. The District will make available a list of approved footwear (boots or work shoes) to choose from. Employees who elect to receive District provided footwear will be required to wear this footwear at all times while working. Employees who have specialized footwear (e.g., orthopedic insoles, etc.) may ask for reimbursement up to $100 per year for safety footwear related to their position. Employees must complete the reimbursement form and provide required documentation. Employees who leave the District voluntarily within 90 work days will have the cost of District purchased footwear deducted from their final paycheck.
20.11 CDL Costs - The District shall reimburse the DMV costs required for CDL testing within 7 business days of the Business Office receiving a completed reimbursement request. If the employee leaves the District voluntarily within 2 years of employment any reimbursed DMV testing costs will be deducted from your final paycheck(s).
20.12 Outside Placement Run - If a driver is required to drive their regularly scheduled route on a non CSD school day during the school year, they will receive an additional $25 in pay for AM routes , and additional $25 for PM routes, totaling no more than $50 a day.
21.1 All members of the bargaining unit who are not members of the Union shall have deducted from their pay an amount equal to Union dues. The District agrees to transmit deducted fair share fees to the State Office
of the Oregon School Employees Union.
21.2 An employee who, based on a bona fide religious objection, objects to payment of the fair share fee shall have deducted an equal amount to be contributed to a nonreligious charity agreed on by the Union and the employee.
21.3 The Union agrees to hold the District harmless against any and all claims, suits, orders, or judgments brought against the District as a result of this fair share provision.
22.1 Savings Clause - Should any article, clause, or provision of this Agreement be declared illegal by finaljudgment of a competent jurisdiction, such invalidation of such article, clause, or provision shall not invalidate the remaining portion thereof, and such remaining portions shall remain in force and effect for the duration of the Agreement.
22.2 Agreement Modification - This Agreement may not be modified in whole or in part by the parties concerned except by an instrument in writing duly executed by both parties.
22.3 Funding - The parties recognize that the revenue needed to fund the compensation provided by this Agreement must be approved by established budget procedures and, in certain circumstances, by vote of the citizens. All such compensation is therefore contingent upon sources of revenue.
23.1 An employee must have completed fifteen (15) years of continuous service in the Centennial School District and must be an employee of the Centennial School District at the time of retirement to be eligible for the medical insurance early retirement incentive. Exceptions to continuous employment will be allowed for employees who were on authorized unpaid leave of absence or layoff. However, those periods of absence shall not be counted as time employed. Employees shall notify the Superintendent or their designee as soon as possible, but not less than thirty (30) days prior to exercising the early retirement option.
23.2 For employees who qualify, the District shall contribute a maximum amount equal to but not more than the individual rate for the retiree's specific plan in effect at the time of retirement. Employees who choose to cover additional family members shall assume that cost and will pay any difference in premium. The employee is responsible for paying any amount exceeding the District contribution. This benefit will be available for a maximum of forty-eight (48) months or up to age sixty-five (65), whichever occurs first. This Article shall only apply to employees hired prior to July 1, 2005.
24.1 All employees shall be provided with an annual written performance evaluation. The evaluation shall be provided to the employee within ten (10) workdays of the summative evaluation meeting between the employee and their supervisor and no later than the last calendar workday for the employee, whichever comes first. This timeline may be adjusted based upon extenuating circumstances, upon mutual consent between the employee and their supervisor. A copy of the evaluation shall be provided to the employee with an additional copy placed in the employee's personnel file in the District office. Any deficiencies noted will be accompanied with suggestions for improvement. The employee will be notified prior to the end of year evaluation so that they may have an opportunity to improve the deficiency before it is reflected on their evaluation.
24.2 New Employees Probationary Period
Newly hired employees shall be placed on a ninety (90) working day probationary period in the new position. If, at the conclusion of the ninety (90) working days, the employee's performance is satisfactory, the employee will automatically move off of the probationary level. No action is required by the District for this to occur.
If, during the ninety (90) working day probationary period, the supervisor has concerns with the employee's performance, the supervisor will notify the employee of such concerns on the Support Staff Probationary Form (Appendix A) and, should the employee not improve upon their performance within fifteen (15) working days of said notification, the supervisor may recommend termination of the employee to the Director of Human Resources. The Director of Human Resources will review the recommendation and make final determination as to the continuing status of the employee. If the supervisor has concern with the performance of the employee during the ninety (90) working day probationary period, the supervisor may recommend an extension of the probationary period for up to ninety (90) working days. At any point during the extended probationary period, the supervisor may recommend to the Director of Human Resources if the employee's performance is satisfactory, and the employee should continue in the position or if the employee should be terminated from employment.
25.1 Representation - Upon request, an employee may have a representative of the Union present to advise and represent them during any meeting where an employee is required to appear before any administrator.
25.2 Unsatisfactory Performance - If, in the opinion of the immediate supervisor, an employee's performance is unsatisfactory, the following procedures will be followed:
25.2.1 Following the performance evaluation and determination that the employee's job performance is
unsatisfactory, a plan of assistance, where applicable, will be developed for the employee,
indicating the job deficiencies and the action that the employee needs to take to improve their
performance to a satisfactory level for each cited deficiency. The plan of assistance will be made
available to the Superintendent's office and placed in the employee's personnel file. A draft of
the plan of assistance will be presented and discussed with the employee. The employee will
have up to five (5) working days for review and signature after which the plan will be
implemented.
25.2.2 The plan of assistance will identify a reasonable length of time (between thirty (30) and sixty (60)
days) for the employee to improve performance. During this time periodic evaluation will be
made and the employee kept informed of progress being made. The plan may also include
assistance, mentoring, or support the employer can provide.
25.2.3 At the end of the plan of assistance, the employee's performance will again be evaluated, and
determination made as to whether or not performance has improved to a satisfactory level. If
improvement has been made, the employee and Superintendent will be advised.
25.2.4 If the employee's performance has not improved to a satisfactory level, the employee's
immediate supervisor may establish another assistance plan or recommend dismissal.
25.2.5 If dismissal is recommended, all supporting documents will be submitted to the Superintendent
for review and appropriate recommendation.
25.2.6 The employee has the right to have a dismissal/demotion reviewed under the provisions of
Oregon Revised Statutes, ORS 332.544.
25.3 Discipline
Employees will be made aware of all District policies and/or procedures where applicable that could cause an employee to suffer disciplinary action. No employee covered by this Agreement shall be disciplined without just cause, adhering to ORS 332.544. For the purpose of this Article, discipline shall include, written reprimand, unpaid suspension, demotion, and dismissal (including suspension and discharge for performance reasons).
25.3.1 Representation - Upon request, an employee may have a representative of the Union present
to advise and represent them during any meeting where an employee is required to appear before any administrator, Superintendent or Board member concerning the employee's dismissal, written reprimand, or in any such meeting which the employee reasonably believes may lead to disciplinary action. Evaluation conferences are excluded from the application of this paragraph. An employee may bring a Union representative to a meeting to discuss, review, and finalize a plan of assistance as long as the representative confirms their role to (a) inquiring about the subject matter of the meeting to follow; (b) during the discussion between the employee and the administrator, the representative may participate only to the extent of seeking clarification of portions of the plan; ( c) before the end of the meeting, the representative may suggest to the administrator other assistance to be provided and may describe mitigating circumstances or problems.
25.3.2 Written Reprimand - The employee's principal/supervisor will administer written reprimands.
The principal/supervisor will hold a meeting with the employee and the employee will be entitled
to have a Union representative present. The principal/supervisor will outline the nature of the
problem and allow the employee an opportunity to comment and/or respond. Following the
employee's comments, the principal/supervisor may then decide to issue a written reprimand for
the employee. The written reprimand will indicate compliance with specified procedures,
policies, or work rules or the cessation of certain conduct. The written reprimand will also
indicate future consequences, if the directives are not followed.
25.4 Paid Administrative Leave
An employee may be placed on paid administrative leave while serious allegations or concerns are investigated. If the employee is cleared of the charges, they will be immediately reinstated without loss of pay or other benefits.
25.5 Recommendation for Dismissal
If, as a result of either unsatisfactory performance or misconduct the supervisor recommends dismissal, the employee shall be given opportunity for a pre-termination hearing before the Superintendent or designee. The employee shall receive in writing a statement of reasons for the recommendation for dismissal, and shall have the opportunity to respond. The employee may be accompanied by a Union representative of their choice.
25.6 The procedures provided above are subject to the grievance procedures, up to and including arbitration.
25.7 If there is a concern at a specific date and time regarding safety and security issues, camera footage may be accessed in the course of an investigation, but will not be used for daily or routine employee monitoring.
Review of an employee's position is warranted when the knowledge, skills, major duties (i.e. essential job functions) and/or levels of responsibilities have changed significantly.
• A significant (20% of the work day or greater) increase in qualifications for knowledge, skills, and abilities
• Supervision exercised and received
• Mental and physical demands
• Nature of duties, level of difficulty of duties, and time allocation of duties
• Person-to-person relationships
• Responsibility: includes decision making
• Nature, complexity, and variety of work
• Working conditions
• Personal proficiencies & aptitude
• Seniority of employee
• Skill of incumbent
• Volume of work
• Number of interruptions
• Age of public served
• Social status of public (affluent or disadvantaged) served
• Duties voluntarily performed
An employee who feels a review of their position is warranted when the knowledge, skills, major duties (i.e., essential job functions) and/or levels of responsibilities have changed significantly, will schedule a meeting with their direct supervisor. If their direct supervisor agrees that there have been changes to responsibilities/duties not reflective of their job description and substantially exceeds the scope of other duties as assigned, the employee can request reclassification by notifying the Union President and Human Resources. The employee will submit a reclassification form, stating the reasons, including a signature of support from their supervisor that the documentation submitted reflects the changes in responsibilities/duties. Once the documentation has been received, the reclassification request will be scheduled on the labor management agenda to be negotiated through that team.
Appendix A: Centennial School District - OSEA New Employee Probationary Report
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Recommendations for Employee’s Improvement from Designated “Needs Improvement” are as above (Use back of sheet for
additional documentation) :________________________________________________________________________
Employee Signature, Receipt of Copy:_______________________________________________ Date:______________
Evaluator Signature:_____________________________________________________________ Date:______________
Note: Copy to Employee and Copy to Human Resources
Appendix B: Centennial School District - OSEA Grievance Forms
DOCUMENT OF GRIEVANCE: Level One – Immediate Supervisor
Centennial School District- Oregon School Employees Union
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Please Check one: ⬜ YES ⬜NO
I hereby authorize OSEA to represent me in this grievance. I also grant the OSEA field representative named by OSEA full access to
any and all of my personnel file(s) until such time as this grievance is resolved.
Signature of Grievant(s): ___________________________________________ Date Grievance Received: ___________________
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Signature of Immediate Supervisor: ________________________________________________ Date: _______________
If the grievance has not been settled to the aggrieved satisfaction at the end of Level 1, they have five (5) workdays to notify the principal
and file an appeal in writing to the Superintendent’s office. The Superintendent or designee shall attempt to resolve the differences so
that the incident is closed with a sense of satisfactory adjustment for the grievant. If the matter is not resolved within five (5) workdays
of hearing the appeal, the Superintendent or designee shall communicate to the aggrieved and building principal their written decision,
which shall include supporting reasons thereof.
DOCUMENT OF GRIEVANCE: Level Two – Superintendent/Designee
Centennial School District- Oregon School Employees Union
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Statement of reason/evidence to support the appeal (Why grievance disposition by immediate supervisor was not acceptable):
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Signature of Grievant(s): ________________________________________________ Date Appeal Received: _________________
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Signature of Superintendent/Designee: ________________________________________________Date____________
If the grievant is not satisfied with the Superintendent or designee’s decision, they may appeal the decision to the Centennial District
Board of Directors.Within five (5) workdays of the date of the decision, the grievant must notify the Superintendent’s office that they
are appealing the decision to the Board. The written appeal will be placed on the agenda of a regular board meeting within
orty-five (45) workdays of the submission of the appeal unless the Union has waived the timeline. The problem will be discussed
either formally or informally with the Board of Directors at the request of the aggrieved.
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*in 2024 ranges were adjusted. Any employees in range that was previously classified higher will move to the step on the new range that is closest, but not lower than their hourly rate at the beginning of the 2023-2024 school year plus 1 step.
Any employees in range that was previously classified lower will stay on the same step as they were on in the 2023-2024 School year
*In 2024 steps were added to the Trades I, II, and III positions (Noe range J, K, L). For the 2024-2025 school year, employees previously on step 5+5 years of the trades salary schedule will move to step 7. Employees on step 5 + 1-5 years of the trades salary schedule will move to step 6
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Maintenance Journey Level Differential:$3.75/hr
Foreman Differential of $2.50/hr
*An educational assistant who is assigned Program Assistant hours will be paid for those Program hours at the Educational assistant rate.
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