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DAVENPORT SCHOOL DISTRICT _207 PUBLIC SCHOOL EMPLOYEES OF

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DAVENPORT SCHOOL DISTRICT _207 PUBLIC SCHOOL EMPLOYEES OF Powered By Docstoc
					   COLLECTIVE BARGAINING AGREEMENT BETWEEN

   DAVENPORT SCHOOL DISTRICT #207
                        AND

PUBLIC SCHOOL EMPLOYEES OF WASHINGTON
           DAVENPORT CHAPTER

       SEPTEMBER 1, 2009   -   AUGUST 31, 2013




                PSE STATE OFFICE
                     P. O. Box 798
                Auburn, WA 98071-0798
                    1-866-820-5652
                           TABLE    OF     CONTENTS
                                                              Page
PREAMBLE                                                       1
  ARTICLE I       RECOGNITION AND COVERAGE OF AGREEMENT        1
  ARTICLE II      RIGHTS OF THE EMPLOYER                       2
  ARTICLE III     RIGHTS OF THE EMPLOYEES                      2
  ARTICLE IV      RIGHTS OF THE ASSOCIATION                    3
  ARTICLE V       MATTERS FOR CONSULTATION AND NEGOTIATIONS    4
  ARTICLE VI      CONFERENCE COMMITTEE                         5
  ARTICLE VII     HOURS OF WORK                                6
  ARTICLE VIII    OVERTIME AND EXTRA TIME                      8
  ARTICLE IX      HOLIDAYS                                     9
  ARTICLE X       LEAVES                                       9
  ARTICLE XI      VACATIONS                                   13
  ARTICLE XII     SENIORITY                                   14
  ARTICLE XIII    PROBATIONARY PERIOD                         16
  ARTICLE XIV     DISCHARGE OF EMPLOYEES                      16
  ARTICLE XV      RETIREMENT                                  16
  ARTICLE XVI     INSURANCE                                   17
  ARTICLE XVII    VOCATIONAL TRAINING                         17
  ARTICLE XVIII   GRIEVANCE PROCEDURE                         18
  ARTICLE XIX     PERSONNEL FILES                             19
  ARTICLE XX      WAGES                                       20
  ARTICLE XXI     TERM                                        20
SCHEDULE A                                                    22
APPENDIX A        EMPLOYMENT AGREEMENT                        23
APPENDIX B        GRIEVANCE FORM                              24
APPENDIX C        EMPLOYEE EVALUATION                         25
SIGNATURE PAGE                                                26
 1                                                    PREAMBLE
 2
 3   This Agreement is made and entered into between Davenport School District Number 207 (hereinafter
 4   "District") and the Public School Employees of Davenport School District, an affiliate of Public School
 5   Employees of Washington (hereinafter "Association").
 6
 7   Use of Singular, Plural and Gender. Unless the context of the use of a word indicates otherwise, each
 8   word used in the singular shall include the plural, and each word used in the plural shall include the
 9   singular, and all words indicating gender shall include the masculine and the feminine without regard to
10   the word actually used.
11
12
13
14                                                    ARTICLE       I
15
16   RECOGNITION AND COVERAGE OF AGREEMENT
17
18   Section 1.1. The District hereby recognizes the Association as the exclusive representative of all
19   employees in the bargaining unit described in Section 1.2, and the Association recognizes the
20   responsibility of representing the interests of all such employees.
21
22   Section 1.2. The bargaining unit to which this Agreement is applicable is as follows: All classified
23   employees in the following classifications: Paraeducators, Food Service, Secretarial, Transportation,
24   Maintenance, Building and Grounds (includes Custodians); except the Business Manager and the District
25   Secretary.
26
27   Section 1.2.1. Substitutes and Temporary Employees. Substitute and temporary employees who have
28   worked one-sixth (1/6) of the preceding twelve (12) month period and are available for employment are
29   considered to be members of the bargaining unit. The employees meeting these criteria will be entitled to
30   only the following provisions after thirty (30) workdays: Schedule A, Article VII (Hours of Work),
31   Article VIII (Overtime and Extra Time).
32
33   Temporary positions will be discontinued after thirty (30) workdays. No later than the thirty-first (31st)
34   workday, the position will be posted as a regular position according to Article XII, Section 12.7. If and
35   when it becomes necessary to delete the position after thirty-one (31) workdays, the least senior employee
36   in the affected classification will be laid off according to this agreement. Temporary employees will be
37   paid at Step One for the duration of their employment.
38
39   Temporary positions will be posted according to Section 12.7. If a current employee is awarded a
40   temporary position, he/she will be returned to his/her original position at the conclusion of the temporary
41   job. The employee’s original position may be filled by a substitute. A current employee who fills a
42   temporary job will be entitled to the provisions of the entire collective bargaining agreement including
43   their experience step on Schedule A.
44
45   Section 1.3. Exclusions. Nothing contained herein shall be construed to include in the bargaining unit
46   any person whose duties as deputy, administrative assistant, or secretary necessarily imply a confidential
47   relationship to the Board of Directors or Superintendent of the District pursuant to RCW 41.56.030(2).
48

     2009-2013 Collective Bargaining Agreement                                                  September 1, 2009
     Davenport PSE / Davenport School District #207                                                  Page 1 of 26
 1   Section 1.4. Job Descriptions. Descriptions for any positions subject to this Agreement will be on file
 2   with the Chapter Secretary. Individual job descriptions will be given to each employee. Modification of
 3   existing positions shall be agreed upon by the District and the Association prior to implementation.
 4
 5
 6
 7                                                    ARTICLE      II
 8
 9   RIGHTS OF THE EMPLOYER
10
11   Section 2.1. Management Rights. It is agreed that the customary and usual rights, powers, functions,
12   and authority of management are vested in management officials of the District. Included in these rights
13   in accordance with and subject to applicable laws, regulations, and terms of this Agreement is the right to
14   direct the work force, the right to hire, promote, retain, transfer and assign employees in positions; the
15   right to suspend, discharge, demote, or take other disciplinary action against employees, and the right to
16   release employees from duties because of lack of work or for other legitimate reasons. The District shall
17   retain the right to maintain efficiency of the District operation by determining the methods, the means,
18   and the personnel by which operations undertaken by the employees in the bargaining unit are to be
19   conducted.
20
21   Section 2.2. Rule Making. The right to make reasonable rules and regulations shall be considered
22   acknowledged functions of the District. In making rules and regulations relating to personnel policies,
23   procedures and practices, and matters of working conditions, the District shall give due regard and
24   consideration to the rights of the Association and the employees and to the obligations imposed by this
25   Agreement.
26
27
28
29                                                ARTICLE         III
30
31   RIGHTS OF THE EMPLOYEES
32
33   Section 3.1. Rights to Join and Assist. It is agreed that all employees within the bargaining unit as
34   defined herein shall have and shall be protected in the exercise of the right, freely and without fear of
35   penalty or reprisal, to join and assist the Association. The freedom of such employees to assist the
36   Association shall be recognized as extending to participation in the management of the Association,
37   including presentation of the views of the Association to the Board of Directors of the District or any
38   other governmental body, group, or individual. The District shall take no action either to encourage or
39   discourage membership or participation in any employee organization.
40
41   Section 3.2. Disciplinary Representation. Employees subject to this Agreement have the right to have
42   an Association representative or another bargaining unit member present at discussions between
43   themselves and supervisors or other District personnel, if the employee believes the discussion to be of a
44   disciplinary nature or the discussion could affect the employee’s personal working conditions.
45
46   Section 3.3. Evaluations. The employee’s immediate supervisor on an annual basis shall evaluate each
47   employee’s performance. Performance evaluations shall fairly and accurately reflect the employee’s
48   actual job performance. The form developed by the local Association and the District shall be used.

     2009-2013 Collective Bargaining Agreement                                                  September 1, 2009
     Davenport PSE / Davenport School District #207                                                  Page 2 of 26
 1   Section 3.3.1. All performance evaluations reflecting an unsatisfactory level of performance in one or
 2   more categories shall state specific reasons for the unsatisfactory rating and the remedial action that is to
 3   be taken by the employee to remedy the problem, including any specific training that will be made
 4   available by the District. The employee’s performance in the unsatisfactory category shall be reviewed in
 5   thirty (30) workdays or until there is a decision made at the District level to discontinue the remedial plan.
 6   In any case, the employee shall have no less than thirty (30) workdays to correct the deficiency. The
 7   employee may have an Association representative present during the reviews. A written statement of the
 8   progress and/or correction of the unsatisfactory performance shall be attached to the evaluation.
 9
10   Section 3.4. Association Leave. Four (4) days of paid leave shall be granted to the Association. Two
11   (2) days shall be available for Association business such as but not limited to: grievance processing and
12   PSE meetings. Two (2) days shall be available for work related to collective bargaining. This leave will
13   not be used for political purposes. The Association will pay for the cost of substitutes should any be
14   necessary to replace the absent employee.
15
16
17
18                                                    ARTICLE       IV
19
20   RIGHTS OF THE ASSOCIATION
21
22   Section 4.1. Association to Represent Employees. The Association has the right and responsibility to
23   represent the interests of all employees in the unit, to present its views to the District on matters of
24   concern either orally to the Superintendent or supervisor, or in writing to the Superintendent or Board of
25   Directors; to consult or to be consulted with respect to formulation, development, and implementation of
26   practices which are within the authority of the District; and to enter collective negotiations with the object
27   of reaching an agreement applicable to all employees within the units.
28
29   Section 4.2. Notification of Disciplinary Actions. The Association shall be promptly notified by the
30   District of any disciplinary actions concerning any employee in the bargaining unit in accordance with the
31   provisions of Article XV and Article XX. The Association is entitled to have an observer at formal
32   hearings conducted by any District official or body arising out of grievance and to make known the
33   Associations views concerning the matter.
34
35   Section 4.3. Names Reported to Local Association. The District, as part of the general orientation of
36   each new employee subject to this Agreement, shall describe to the employee his right under the Public
37   Employees Collective Bargaining Act of 1967 and subsequent amendments thereto, and shall provide
38   such employee with a copy of this Agreement which copies are to be furnished to the District by the
39   Association.
40
41   Section 4.4. Names Reported to P.S.E. On or before the first day of November, falling within each year
42   of the term of this Agreement, the District shall provide the local Association, upon request, with
43   information regarding each employee filling positions covered by this Agreement. Information to be
44   provided shall include the employee's name, address, hire date, membership status, hourly rate and FTE.
45   This information shall be electronically transmitted to the Spokane Regional Office with return receipt.
46
47
48

     2009-2013 Collective Bargaining Agreement                                                    September 1, 2009
     Davenport PSE / Davenport School District #207                                                    Page 3 of 26
 1   Section 4.5. Delegate Rights to P.S.E. The local Association reserves and retains the right to delegate
 2   any right or duty contained herein to appropriate officials/representatives of the Public School Employees
 3   of Washington State Organization.
 4
 5   Section 4.6. Agency Shop. Each employee subject to this Agreement shall, as a condition of
 6   employment, maintain membership in the Association in good standing during the term of this
 7   Agreement, or shall pay to the Association through payroll deduction, an amount equal to the current
 8   dues, service charges, and assessments of the Association. Those employees (listed below) who are not
 9   currently members of the bargaining unit, shall be exempt from this provision for the duration of their
10   employment with the District unless they choose to waive this provision and join the Association by
11   signing a card.
12
13           •   Tom Wilke
14           •   Edith Foley
15
16   Section 4.7. Religious Exemption. Nothing in this Agreement shall require membership in the
17   Association of employees who object to membership based upon bona fide religious tenets or the
18   teachings of a church or religious group of which the employee is a member. The employee shall pay an
19   amount equivalent to normal dues to a nonreligious charity or other charitable organization mutually
20   agreed upon by the employee and the Association. The employee shall make such payments via monthly
21   payroll deduction. If the Association and the employee cannot agree on this matter, it shall be resolved by
22   the Public Employment Relations Commission pursuant to RCW 41.56.122.
23
24   Section 4.8. Members’ Dues. The District shall deduct PSE dues, service charges, and assessments
25   from the pay of any employee who authorizes such deductions in writing pursuant to RCW 41.56.110.
26   The District shall transmit all such funds deducted to the Treasurer of the Public School Employees of
27   Washington on a monthly basis.
28
29   Section 4.9. Local Dues. The District shall deduct local Chapter dues separately and shall remit these
30   funds to the local Chapter Treasurer.
31
32   Section 4.10. Bulletin Boards. There shall be a bulletin board or space upon an existing bulletin board
33   available for notices regarding PSE activities or notices. The article to be placed on the board shall be
34   signed by the person posting it and shall be removed after the notice/material has expired.
35
36
37
38                                                    ARTICLE     V
39
40   MATTERS FOR CONSULTATION AND NEGOTIATIONS
41
42   Section 5.1. Items for Consultation/Negotiation. It is agreed and understood that matters appropriate
43   for consultation and negotiation between the District and the Association are matters relating to or
44   affecting hours, wages, benefits, grievance procedures and general working conditions of employees in
45   the bargaining unit subject to this Agreement.
46
47
48

     2009-2013 Collective Bargaining Agreement                                                 September 1, 2009
     Davenport PSE / Davenport School District #207                                                 Page 4 of 26
 1   Section 5.2. District to Consult. It is further agreed and understood that the District will consult with
 2   the Association, and meet with the Association in the formulation of any changes being considered in
 3   existing benefits, policies, practices and procedures relating to classified employees subject to this
 4   Agreement.
 5
 6   Section 5.3. Parties to Meet and Confer. It is further recognized that this Agreement does not alter the
 7   responsibility of either party to meet with the other party to advise, discuss or consult regarding matters
 8   concerning working conditions not covered by this Agreement.
 9
10   Section 5.4. Workload Information. The Association will from time to time, as appropriate, be advised
11   of current and predicted workload information.
12
13   Section 5.5. Safe Working Environment. In the event the employee is assigned to a position
14   wherein his/her physical safety is in jeopardy, the district will take any necessary steps to reduce the
15   risk of injury. The employee has the right to refuse to continue to be placed in the dangerous situation
16   until a written plan is in place to reduce the risk of injury. The written plan will be provided to the
17   employees who are affected by that plan. Refusal in such cases will not subject the employee to
18   discipline.
19
20   Section 5.6. District officials shall conduct themselves with dignity and respect for the employees and
21   union officials. Employees and union officials shall conduct themselves with dignity and respect for
22   district officials.
23
24
25
26                                                    ARTICLE     VI
27
28   CONFERENCE COMMITTEE
29
30   Section 6.1. Committee Makeup. The Association will designate a Conference Committee of three (3)
31   members who will meet with the Superintendent of the District and/or his designated representatives on a
32   mutually agreeable basis to discuss appropriate matters.
33
34   Section 6.1.1. Committee Duties. The Association representatives shall represent the Association and
35   employees in meeting(s) with officials of the District to discuss appropriate matters of mutual interest.
36   The meeting may not take the place of negotiations and shall not in any way modify, alter or delete
37   provisions of the Agreement.
38
39   Section 6.2. Meeting Minutes. When formal meetings are held between representatives of the
40   Association and representatives of the District pursuant to Section 6.1., formal minutes may, upon request
41   of either party, be prepared. The prepared minutes will be shared with the other party.
42
43   Section 6.2.1. Meeting Attendance. Association representative with eight (8) hour a day shifts will be
44   allowed time during working hours for attendance at conference committee meetings with the District
45   when meetings are scheduled during that employee’s shift.
46
47
48

     2009-2013 Collective Bargaining Agreement                                                  September 1, 2009
     Davenport PSE / Davenport School District #207                                                  Page 5 of 26
 1                                                ARTICLE         VII
 2
 3   HOURS OF WORK
 4
 5   Section 7.1. Shift Assignment. Each employee shall be assigned to a definite and regular shift and
 6   workweek with designated times of beginning and ending. In the event of a change in the shift,
 7   workweek, or beginning and ending times, the District shall provide as much advance notice as possible
 8   but no less than one (1) week, and shall discuss such change with the employee(s). Written notice of a
 9   change in shift shall be provided to the employee.
10
11   Section 7.2. Workweek. The workweek shall consist of five (5) consecutive days, Monday through
12   Friday, followed by two (2) consecutive days of rest, Saturday and Sunday. The District may assign an
13   employee to a workweek of any five (5) consecutive days which are followed by two (2) consecutive days
14   of rest. An assignment of a “modified” workweek shall be communicated to the Association prior to
15   implementation. An employee’s workweek shall not be changed unless the need to change the workweek
16   is discussed with the employee and the Association at least one (1) week prior to the date of the proposed
17   change.
18
19   Section 7.3. Rest Periods. Employees shall be allowed a meal period of at least thirty (30) minutes
20   which shall commence not less than two (2) hours nor more than five (5) hours from the beginning of the
21   shift. No employee shall be required to work more than five (5) consecutive hours without a meal period.
22   Employees working three (3) or more hours of consecutive overtime shall be allowed one additional thirty
23   (30) minute meal period.
24
25   Employees shall be allowed a paid rest period of fifteen (15) minutes for each four (4) hours of work
26   time. Rest periods shall be scheduled or as near possible to the midpoint of the work period. No
27   employee shall be required to work more than three (3) hours without a rest period.
28
29   Section 7.4. Lunch Periods. Employees required to work through their regular lunch periods shall be
30   given time to eat at a time agreed upon by the employee and their supervisor. In the event that the District
31   requires an employee to forego his lunch period and the employee works the entire shift, including the
32   lunch period, he shall be compensated for the foregone lunch period at the appropriate rate. Classified
33   employees are not paid for the thirty (30) minute lunch period.
34
35   Section 7.5. Subbing for Higher/Lower Positions. Any classified employee substituting in a higher
36   classification will receive the pay of the higher classification rate on Schedule A, Year 1 for all hours
37   worked or their rate of pay whichever is greater after working in the higher classification for three (3)
38   consecutive days in the school year. Employees who are requested to fill a position in a lower-paid
39   classification shall not suffer a loss in wages as a result of that assignment, for the duration of the
40   assignment.
41
42   Section 7.6. Notification of School Closure. In the event of an unusual school closure due to inclement
43   weather, plant in-operation, or any other unavoidable cause, the District will make every effort to notify
44   each employee to refrain from coming to work. Employees reporting to work shall receive a minimum of
45   two (2) hours pay at base rate in the event of such a closure. Employee shall not be entitled such
46   compensation in the event the employee has actually been notified by the District of the closure prior to
47   leaving home for work or in the event that the employee could not be reached by the District by exercise
48   of reasonable means of communication.

     2009-2013 Collective Bargaining Agreement                                                   September 1, 2009
     Davenport PSE / Davenport School District #207                                                   Page 6 of 26
 1   In the event that the District closes school due to emergency conditions (weather, plant closure, etc.) and
 2   if the school calendar is affected, the District and PSE shall meet and discuss the impact on the
 3   employees.
 4
 5   Section 7.7. Working Shifts.
 6
 7   Section 7.7.A. Custodians shall be assigned to an eight (8) hour per day shift. Lunch breaks shall be
 8   mutually agreed upon between the employee and their supervisor. Shorter shifts may be established by
 9   the District as the need arises and are subject to all of the provisions of the contract.
10
11   Section 7.7.B. The Mechanic/Supervisor shall be assigned to an eight (8) hour per day shift. Lunch
12   breaks shall be as mutually agreed upon between the employee and the supervisor.
13
14   Section 7.7.C. Food Service employees shall be assigned a definite and regular shift and workweek with
15   designated times of beginning and ending.
16
17   Section 7.7.D. Route Drivers shall be assigned shifts in relation to route and driving times requisite to
18   fulfilling tasks assigned by the Supervisor of the Transportation Unit, provided that all route drivers shall
19   receive pay for thirty (30) minutes per day for the purpose of bus cleanup and bus warm-up in addition to
20   actual driving time.
21
22   Section 7.7.E. Special Bus Runs. Special Bus Runs shall be defined as all out of District trips other
23   than regular scheduled daily route bus runs and overnight trips. A special run may require more than one
24   (1) bus. Special run drivers shall be compensated at no less than seventy-five percent (75%) of the
25   driver's wage schedule rate portal to portal to the school. No trip will pay less than what the driver would
26   normally earn on the missed regular run. In addition, the special run drivers shall receive one-half (1/2)
27   hour compensation at the above rate for bus servicing and clean-up if completed at the end of the run,
28   entered on the time sheet by the driver and verified by the Mechanic/Supervisor.
29
30   All trips will be made available to the employees in the driver’s area as soon as they are received. This
31   will give the drivers an opportunity to make informal choices for Special Runs.
32
33   In the event that a trip is cancelled, the driver that “lost” the trip will be allowed the option of driving the
34   trip if it is rescheduled for a later date.
35
36   Section 7.7.F. Assignment of Special Runs. All special runs shall be offered to regular drivers on a
37   rotating basis. In the event that a regular driver is not available to drive a special run, then such runs shall
38   be offered to substitute drivers regularly used by the District. When all regular drivers and regular
39   substitute drivers have passed a trip, the District may use any driver who is qualified to drive a school bus
40   pursuant to State law and District policy. The District may assign special runs to certificated employees
41   or other District employees who are qualified to drive a school bus pursuant to State law and District
42   policy, provided that such employee is conducting or supervising a field trip. That employee shall not
43   receive additional compensation for driving the school bus. If a special run has more than one (1) bus, the
44   District may assign students to buses. The District reserves the right to exclude the annual sixth grade
45   CISPUS trip, Choir trip, and the Annual Senior trip from this section.
46
47   Section 7.7.F.1. Driver Reimbursement. Drivers of regular routes required to maintain driving status
48   will be reimbursed for fees for added endorsements, testing, first aide classes, and physical examination.

     2009-2013 Collective Bargaining Agreement                                                       September 1, 2009
     Davenport PSE / Davenport School District #207                                                       Page 7 of 26
 1   Section 7.7.G. Secretarial employees shall be assigned a definite and regular shift and workweek with
 2   designated times of beginning and ending.
 3
 4   Section 7.7.H. Paraeducators shall be assigned a definite and regular shift and workweek with designated
 5   times of beginning and ending.
 6
 7   Section 7.7.I. The work year for all employees shall consist of a minimum of one hundred eighty
 8   (180) days of work per year unless an employee is specifically hired for fewer than one hundred eighty
 9   (180) days. If the district applies for a different academic year, the parities will meet and negotiate the
10   impact.
11
12
13
14                                               ARTICLE         VIII
15
16   OVERTIME AND EXTRA TIME
17
18   Section 8.1. Overtime/Compensatory Time Defined. Overtime shall be defined as all hours worked in
19   excess of forty (40) hours per week and shall be compensated at one and one-half (1½) times the
20   employee’s base hourly rate or by additional time off, according to the Fair Labor Standards Act revised
21   1985. Should the employee choose compensation by additional time off, the dates of the additional time
22   off are subject to approval by the employee's supervisor. The use of compensatory time shall only be
23   subject to the employee’s request if such a request does not cause undue burden on the District. Undue
24   burden must be more than an inconvenience for the district.
25
26   Compensatory time shall be earned at time and one-half (1.5) for all hours worked in excess of forty (40)
27   hours in one week.
28
29   First right of refusal shall be offered to the most senior employee for all Overtime/Extra Time for which
30   she/he is qualified to perform. If all employees refuse the work, the least senior-qualified employee may
31   be assigned.
32
33   Section 8.2. Extra Time Defined. Extra time shall be defined as all hours worked in excess of the
34   employee’s regularly assigned shift and shall be compensated at the employee’s base hourly rate except as
35   provided in Section 8.1, or Section 7.7.E., or by additional equal time off . Should the employee choose
36   compensation by additional equal time off, the dates of the additional time off are subject to approval by
37   the employee’s supervisor. The use of compensatory time shall only be subject to the employee’s request
38   if such a request does not cause undue burden on the District.
39
40   Section 8.3. Called Back to Work. Employees called back to perform work which is noncontiguous
41   with their normal work shift shall receive no less than one (1) hour compensation at the appropriate rate.
42
43   Section 8.4. Prior Approval for Overtime or Extra Time. Employees shall receive approval from the
44   Superintendent or designee prior to working either overtime or extra time. This requirement shall not
45   apply in the case of either unusual or emergency situations.
46
47
48

     2009-2013 Collective Bargaining Agreement                                                  September 1, 2009
     Davenport PSE / Davenport School District #207                                                  Page 8 of 26
 1                                                    ARTICLE       IX
 2
 3   HOLIDAYS
 4
 5   Section 9.1. Paid Holidays. Eligible employees shall receive pay equal to their normal work shift at
 6   their regular hourly rate in effect at the time the holiday occurs.
 7
 8   Each twelve (12) month employee shall receive the following paid holidays:
 9
10               1.   Labor Day                              7.   New Year's Day
11               2.   Veterans' Day                          8.   Martin Luther King, Jr. Birthday
12               3.   Thanksgiving Day                       9.   Presidents' Day
13               4.   Day after Thanksgiving                10.   Memorial Day
14               5.   Christmas Day                         11.   Independence Day
15               6.   Day before or after Christmas
16
17   Each less than twelve (12) month employee shall receive the following paid holidays:
18
19               1.   Labor Day                             6.    New Year's Day
20               2.   Veterans' Day                         7.    Martin Luther King, Jr. Birthday
21               3.   Thanksgiving Day                      8.    Presidents' Day
22               4.   Day after Thanksgiving                9.    Memorial Day
23               5.   Christmas Day
24
25   Section 9.2. Worked Holidays. Employees who are required to work on the above described
26   holidays shall receive the pay due them for the holiday plus twice their regular rate for all hours worked
27   on such holidays, unless the employee normally starts to work at 10:00 p.m. or thereafter on that date.
28
29
30
31                                                    ARTICLE        X
32
33   LEAVES
34
35   Section 10.1. Injury, Illness, Emergency Leave and Family Illness. (Referred to herein as sick
36   leave.)
37
38   Each employee shall accumulate one (1) day of sick leave for each calendar month worked. Sick leave
39   shall be vested when earned and may be accumulated up to the amount allowable by law, provided that
40   any employee who works one hundred-eighty (180) or more days per school year shall accumulate a
41   minimum of ten (10) days sick leave. The employee shall be entitled to the projected number of days of
42   sick leave at the beginning of the school year. Sick leave benefits shall be paid on the basis of base hourly
43   rate applicable to the employee's normal daily work shift at the time the sick leave is taken and the
44   accumulated benefits will be expended on an hourly rather than a daily basis. Any employee claiming
45   sick leave during a period of three (3) consecutive days shall, upon request of the District, provide to the
46   District a doctor's certification that the employee was sick and the nature of the illness. For purposes of
47   this section, the family is defined in Section 10.1.3, Bereavement Leave.
48

     2009-2013 Collective Bargaining Agreement                                                   September 1, 2009
     Davenport PSE / Davenport School District #207                                                   Page 9 of 26
 1   Section 10.1.1. Sick Leave Attendance Incentive Program. At the time of separation from school
 2   district employment, an eligible employee or the employee’s estate shall receive remuneration at the
 3   rate equal to one (1) day’s current monetary compensation for each four (4) days accrued leave for
 4   illness or injury. Maximum accumulation for such remuneration under this formula shall be one
 5   hundred-eighty (180) days. (RCW 28A.400.210)
 6
 7   Section 10.1.2. Advanced Sick Leave. Advanced sick leave may be granted by the District subject to
 8   the following provisions.
 9
10       A. It must be supported by acceptable medical certification.
11
12       B. All available accumulated sick leave to the employee's credit must be exhausted.
13
14       C. The employee must use any annual vacation time he/she has accumulated prior to the granting of
15          advanced sick leave.
16
17       D. The amount of advanced sick leave to an employee’s account cannot exceed that which can be
18          accrued per year of employment.
19
20       E. When it is known that the employee is to be retired or where it is anticipated that he/she is to be
21          terminated, the total advance will not exceed an amount which can be liquidated by subsequent
22          accrual prior to separation.
23
24       F. Advanced sick leave, which is not liquidated by accrual prior to separation, shall be reimbursed to
25          the District. A separated employee reinstated within one (1) year shall have the opportunity to
26          reimburse advanced sick leave by accrual rather than payroll deduction.
27
28       G. There must be a reasonable assurance that the employee will return to work.
29
30   Section 10.1.3. Bereavement Leave. Each employee shall be granted up to five (5) days of bereavement
31   leave for family or persons with whom an equivalent relationship exists. Bereavement leave will be
32   provided for anyone living in the employee’s household. Additional bereavement leave may be granted in
33   other situations with the approval of the Superintendent or his/her designee.
34
35   Section 10.1.4. Leave Sharing. Bargaining unit employees will be able to participate in leave sharing as
36   provided by Washington State Statutes (RCW 28A.400.380) and school district policy. An employee
37   may choose to donate portions of his/her accumulated sick leave, to come to the aid of another named
38   employee who has depleted his/her annual leave and sick leave reserve and is suffering from an
39   extraordinary or severe illness, injury, impairment, or physical or mental condition which has caused or
40   is likely to cause the employee to take an extended leave without pay or to terminate his/her
41   employment. A contributing employee must have a sick leave balance of more than one hundred
42   seventy-six (176) hours to donate. An employee may transfer a specific amount of sick leave to an
43   employee requesting shared leave only when the donating employee retains a minimum of one hundred
44   seventy-six (176) hours of sick leave after the transferred leave shall be calculated on day/s-donated
45   and day/s-received basis. Any leave transferred which remains unused shall be returned at its original
46   value to the employee or employees who transferred the leave when it is found that the leave is no
47   longer needed or will not be at a future time in connection with the illness or injury for which the leave
48   was transferred. The value of the unused leave which was transferred by more than one employee shall

     2009-2013 Collective Bargaining Agreement                                                   September 1, 2009
     Davenport PSE / Davenport School District #207                                                  Page 10 of 26
 1   be returned on a pro rata basis. The Superintendent and/or Association representative may, if
 2   appropriate, require a healthcare provider statement confirming the extent and/or severity of the illness,
 3   injury or impairment.
 4
 5   Vacation and personal leave may be given, without reserve, for leave sharing. No employee may be
 6   forced to participate in Shared Leave.
 7
 8   Section 10.2. Discretionary Leave. The Board is empowered to grant leave with or without full salary
 9   for extenuating circumstances not covered by this Agreement.
10
11   Section 10.3. Personal Business Leave and Personal Leave.
12
13   Section 10.3.1. Each less than twelve (12) month employee covered by this Agreement shall have
14   available two (2) days of personal leave with pay per year. Such leave is not cumulative and not
15   chargeable to sick leave.
16
17   Whenever possible, the employee shall notify his/her supervisor at least three (3) days notice before
18   taking such leave. Personal leave shall not be requested or granted immediately prior to or immediately
19   subsequent to a school holiday, except with the Superintendent's prior approval. Approval of personal
20   leave on any given day shall not exceed ten percent (10%) of the work force.
21
22   Section 10.3.2. At the beginning of their sixth (6th) school year with the District, employees working less
23   than twelve (12) months shall be granted one (1) additional day of personal leave for a total of three (3)
24   days. Such leave shall be used at the employee’s discretion; however, the employees will whenever
25   possible, provide three (3) days of notice prior to the date when the leave is to begin.
26
27   In the event this leave is not used, the employee may choose to cash-out at the employee’s regular rate of
28   pay or carry-over two (2) days of accumulated personal leave.
29
30   Section 10.4. Extended Leave. Upon approval of the Board of Directors an employee may be granted
31   an extended leave of absence without pay for a period not to exceed one (1) year. In the event that the
32   leave requested is due to a medical illness or injury, the employee may be allowed to have a leave of two
33   (2) years.
34
35   Section 10.4.1. The returning employee will be assigned to the position occupied before the leave of
36   absence, or if the position is not available in the District, to a position substantially equal. Employees
37   hired to fill positions of employees on leave of absence will be informed of this provision by the District
38   and shall be subject to all provisions of this Agreement. In the event that there are employees junior to
39   the employee holding the position when the employee on leave returns, Article XII, Section 12.5 shall
40   govern if layoffs are necessary.
41
42   Section 10.4.2. The employee will retain accrued sick leave, accrued vacation leave, and accrued
43   seniority rights while on an approved leave of absence. No additional vacation credits, sick leave, and
44   seniority shall accrue while the employee is on leave of absence. If the extended leave is approved for a
45   districted related illness or injury, seniority shall accrue, but will not exceed one (1) additional year.
46
47
48

     2009-2013 Collective Bargaining Agreement                                                   September 1, 2009
     Davenport PSE / Davenport School District #207                                                  Page 11 of 26
 1   Section 10.5. Judicial Leave, Jury Duty and Subpoena Leave. Leaves of absence with pay shall be
 2   granted for jury duty. Any compensation received for jury duty performed on contracted days with the
 3   exception of travel and parking fees shall be paid to the District. The employee shall notify the District
 4   when notification to serve on jury duty is received. Leaves of absence with pay shall be granted an
 5   employee subpoenaed to appear in a court of law.
 6
 7   Section 10.6. Family Leave. An employee, who has worked for the District for at least one (1) year
 8   immediately preceding the request for Family Leave, is entitled to twelve (12) weeks, without pay during
 9   any twelve (12) month period for the following reasons:
10
11       A. For the birth of or care of a newborn child; an adopted child under the age of 18 or a newly placed
12          foster child; or
13       B. To care for a spouse, parent, child with a serious health condition; or
14       C. For a serious personal health condition if it renders the employee unable to perform the duties of
15          his/her job.
16
17   Terms used in this Section shall have the same meaning as the meaning set forth in the Federal and State
18   Family and Medical Leave laws. Pursuant to Federal law, the employee may choose or the District may
19   require that the employee use all accumulated leave prior to using Family Leave.
20
21   Health benefits provided to the employee under any group health plan shall be continued for the duration
22   of the leave at the level and under the conditions coverage would have been provided if the employee had
23   continued working. However, if the employee fails to return from leave, the employee must reimburse
24   the District for all premiums paid by the District during the leave.
25
26   A written request for Family Leave must be submitted thirty (30) days prior to the date of the leave unless
27   the leave is requested in response to an emergency. In such case, the employee must notify the District as
28   soon as possible but not later than one (1) workday after the need becomes apparent.
29
30   Upon returning, the employee is entitled to be returned to the same position he/she previously held or to
31   an equivalent position in terms of wages, hours and benefits. Reinstatement from Family Leave need not
32   occur if the employee would not otherwise have been employed at the time reinstatement is requested.
33   Should the employee unequivocally advise the District that he/she does not intend to return to work, the
34   District is absolved of further obligation.
35
36   Leave taken under this provision shall be taken at the employee’s FTE level and consecutively unless an
37   alternative schedule is approved by the Superintendent/designee or where intermittent or reduced leave is
38   medically necessary.
39
40   Leave taken for the birth or placement of a child shall be completed within one (1) year. A period of
41   Family Leave under this provision is in addition to any sick leave taken due to the employee’s temporary
42   disability attributable to pregnancy or childbirth.
43
44   When the District employs more than one member of the family or a member of the family is employed
45   by an agency that provides Family Leave, a total combination of twelve (12) weeks will be allowed
46   during a twelve (12) month period.
47
48

     2009-2013 Collective Bargaining Agreement                                                   September 1, 2009
     Davenport PSE / Davenport School District #207                                                  Page 12 of 26
 1   The District may require medical certification for leave purposes in accordance with the Federal and State
 2   regulations. The District may also require a second or third health care provider in accordance with the
 3   requirements of the Federal and State regulations at the expense of the District.
 4
 5   Section 10.7. The District has adopted the VEBA (Sick Leave Conversion Medical Reimbursement Plan
 6   -the “Plan”) pursuant to RCW 28A.400.210 and agrees to make contributions to the Plan on behalf of all
 7   retiring employees in the collective bargaining unit who are eligible to participate in the Plan by reason of
 8   having excess sick leave conversion rights. Contributions on behalf of each eligible employee shall be
 9   based on the conversion value of sick leave days accrued by such employee available for contribution at
10   retirement in accordance with the statute. It is understood that all eligible employees will be required to
11   sign and submit to the District a hold harmless agreement complying with the statute. This hold harmless
12   agreement will waive any claims against the District and the bargaining unit. If an employee fails to sign
13   and submit such agreement to the District, he/she will not be permitted to participate in the Plan at any
14   time during the term of this Agreement, and any and all excess sick leave which in the absence of the
15   Agreement would accrue to such employee during the term hereof shall be forfeited together with all
16   cash-conversion rights that pertain to such excess sick leave.
17
18   For purposes of retirement, contributions to the Plan, all employees covered by the Agreement who retire
19   during the term hereof shall be eligible, and excess sick leave shall be defined as the unused sick leave
20   days accruing to the credit of such employee from the date of this Agreement. This VEBA provision shall
21   be reopened annually.
22
23
24
25                                                    ARTICLE      XI
26
27   VACATIONS
28
29   Section 11.1. Eligibility for Paid Vacation. Employees subject to this Agreement who are assigned to a
30   twelve (12) month work year shall receive paid vacation. The vacation shall be earned, vested and used
31   as designated in this Article.
32
33   Section 11.2. Amount of Vacation. The paid vacation to which an employee shall be entitled shall be
34   computed as follows:
35
36               Years of Service         Days
37               1 through 5              10
38               6 through 10             15
39               11 through 15            20
40
41   Every regular workday from which an employee is absent on vacation, sick leave, bereavement leave, or
42   emergency leave shall be credited as if worked for the purpose of computing vacation benefits.
43
44   Section 11.3. Prior Approval Needed. Employees seeking to utilize vacation credit shall obtain prior
45   approval of the Superintendent of the District before being eligible for use of such vacation credit.
46
47
48

     2009-2013 Collective Bargaining Agreement                                                   September 1, 2009
     Davenport PSE / Davenport School District #207                                                  Page 13 of 26
 1   Section 11.4. Accrual of Vacation Days. A maximum of two (2) years worth of accrued vacation days
 2   may be carried over from year to year without prior approval of the employee's immediate supervisor and
 3   the Superintendent of the District. No employee will be allowed to take more than one (1) calendar
 4   month of vacation in any calendar year.
 5
 6
 7
 8                                                ARTICLE          XII
 9
10   SENIORITY
11
12   Section 12.1. Seniority Based on Hire Date. The seniority of an employee in the bargaining unit shall
13   be established as of the date of the first day of continuous employment by the employee for the District
14   (hereinafter "hire date") unless such seniority shall be lost as hereinafter provided.
15
16   Section 12.2. Seniority Lost. The seniority rights of an employee shall be lost for the following reasons:
17
18       A.   Resignation;
19       B.   Discharge for any reason contained in this Agreement;
20       C.   Retirement; or
21       D.   Change in job classification within the bargaining unit, as hereinafter provided.
22
23   Section 12.3. Seniority Retained. Seniority rights shall not be lost for the following reasons, without
24   limitation:
25
26       A. Time lost by reason of industrial accident, industrial illness or jury duty;
27       B. Time on leave of absence granted for the purpose of serving in the Armed Forces of the
28          United States; or
29       C. Time spent on other authorized leaves of absence, and lay-off, not to exceed one (1) year.
30       D. Seniority in a classification will be retained for one (1) year from the date of transfer to a
31          different/new classification.
32
33   Section 12.4. Seniority Within Job Classification. Seniority rights shall be effective within the general
34   job classification. General job classification is defined as a subunit within the bargaining unit, and shall
35   include the following, without limitation: Secretarial, Paraeducators, Transportation, Buildings and
36   Grounds, and Nutrition Service.
37
38   Section 12.5. Preferential Shift Selection and Layoff Rights. The employee with the earliest hire date
39   shall have preferential rights regarding new and open positions, shift selection, layoffs and overtime when
40   ability and performance are substantially equal with those individuals junior to him/her. If the District
41   determines that seniority rights should not govern, because a junior employee possesses ability and
42   performance substantially greater than a senior employee or senior employees, the District shall, upon
43   request, set forth in writing to the employee why the senior employee or employees have been bypassed.
44
45   Section 12.5.1. Layoff. In the event of a layoff, the District will first meet and confer with the
46   Association.
47
48

     2009-2013 Collective Bargaining Agreement                                                    September 1, 2009
     Davenport PSE / Davenport School District #207                                                   Page 14 of 26
 1   Section 12.5.2. In the event of a layoff, employees so affected are to be placed on a reemployment list
 2   maintained by the District according to seniority ranking. If the employee is on layoff and new or open
 3   positions are posted, current employees will have priority providing the employee meets the job
 4   qualifications. If no current employee bids on the job, those on layoff will have priority providing the
 5   employee meets the job qualifications.
 6
 7   Section 12.5.3. Recall from Layoff. If the employee is offered a position that is not substantially
 8   equal and agrees to be recalled, his/her name will be removed from the recall list. Otherwise, the
 9   employees shall remain on the recall list for two (2) years. It is the duty of the employee to furnish the
10   District with their mailing address and any changes in address during that period. If the employee fails
11   to do so, his/her name will be removed from the recall list.
12
13   Section 12.6. Hire Date Retained Upon Job Change. An employee who changes job classifications
14   within the bargaining unit shall retain his hire date in the previous classification for a period of one (1)
15   year notwithstanding that he has acquired a new hire date and a new classification.
16
17   Section 12.7. Publicize Open Positions to Employees. The District will post all bargaining unit
18   positions within the bargaining unit for five (5) workdays as soon as the District is apprised of the
19   opening, before it is posted outside. The posting shall include, but not limited to, the following: a closing
20   date, shift, hours, a general description of the work to be performed, and date when the position is
21   expected to begin.
22
23   Section 12.7.1. If a position changes up by sixty (60) minutes from the hours assigned as of the first
24   Monday in September, the position shall be reposted for consideration by the members of the bargaining
25   unit.
26
27   Section 12.8. Filling Open Positions from Within a Classification. Promotions, transfers and
28   assignment to new or open positions within a classification shall be determined by the District; provided
29   that employees, subject to this Agreement, within a classification shall be given preferential rights as in
30   Section 12.5 above, further provided that the employee apply for the new or open position within the time
31   period specified by the District in accordance with Section 12.7.
32
33   Section 12.9. Filling Open Positions from Outside a Classification. Promotions, transfers and
34   assignment to new or open positions outside the employee’s classification shall be determined by the
35   District after application of Section 12.8 above. Employees subject to this Agreement shall be given
36   preferential rights as in Section 12.5 above, provided; the employee applies for the new or open position
37   within the time period specified by the District.
38
39   Section 12.10. Vacation Preference. The employee with the earliest hire date shall have preferential
40   rights regarding vacation periods.
41
42
43
44
45
46
47
48

     2009-2013 Collective Bargaining Agreement                                                     September 1, 2009
     Davenport PSE / Davenport School District #207                                                    Page 15 of 26
 1                                               ARTICLE         XIII
 2
 3   PROBATIONARY PERIOD
 4
 5   Section 13.1. Period Defined. Each new hire shall remain in a probation status for a period of not more
 6   than sixty (60) workdays following the hire date. During this probationary period the District may
 7   discharge such employee at its discretion.
 8
 9   Section 13.2. Rights Retroactive. At the end of the probationary period, the employee will be subject to
10   all rights and duties contained in this Agreement retroactive to his/her hire date.
11
12
13
14                                               ARTICLE          XIV
15
16   DISCHARGE OF EMPLOYEES
17
18   Section 14.1. District Right to Discipline or Discharge. The District shall have the right to discipline
19   or discharge an employee for justifiable cause. The justification for disciplinary action or discharge shall
20   be given to the employee in writing.
21
22   Section 14.2. Employment Agreement. On or before June 1st of each year, the District shall notify
23   each employee subject to this Agreement of its intent to rehire or not rehire the employee for the next
24   school year. In the event that the District’s intent is to rehire an employee, such employee shall be offered
25   an Employment Agreement, an example of which is attached as Appendix A and by this reference
26   incorporated herein. Alteration of the Employment Agreement and any non-rehire notification shall be
27   for justifiable cause and consistent with all terms and conditions of this Agreement. If the Employment
28   Agreement is altered, the affected employee shall be given at least two (2) weeks notice prior to
29   implementation of the change.
30
31   Section 14.3. Justifiable Cause. The issue of justifiable cause shall be resolved in accordance with the
32   grievance procedure contained herein.
33
34
35
36                                                ARTICLE         XV
37
38   RETIREMENT
39
40   Section 15.1. Eligibility. In determining whether an employee subject to this Agreement is eligible for
41   participation in a Washington State retirement system, the District shall report all hours worked, whether
42   straight time, overtime or otherwise regardless of the source of funding for the position.
43
44
45
46
47
48

     2009-2013 Collective Bargaining Agreement                                                   September 1, 2009
     Davenport PSE / Davenport School District #207                                                  Page 16 of 26
 1                                               ARTICLE          XVI
 2
 3   INSURANCE
 4
 5   Section 16.1. Health Insurance. The District shall provide the state allocation per medical FTE toward
 6   mutually agreed group medical, dental, and/or vision insurance programs.
 7
 8   Section 16.2. Enrollment. Annual enrollment for group insurance shall be completed by September 15
 9   each year. The enrollment of new employees shall be completed within the first thirty (30) days of their
10   employment.
11
12   Section 16.3. Medical FTE. All regular employees shall receive insurance premium contributions from
13   the District on a pro rata basis according to the percentage of the employee's medical full-time
14   equivalency utilizing only the regular hours scheduled for work and shall not include overtime or
15   nonscheduled work. Medical full-time equivalency shall be as defined by the state, which is currently
16   1,440 or more contracted hours in a school year for a medical FTE.
17
18   Section 16.4. Eligibility While on Unpaid Leave. Employees on unpaid leave can, upon request,
19   continue in the District group medical plan by paying the appropriate amount to the District no later than
20   ten (10) days prior to premium due date.
21
22   Section 16.5. Pooling. Unused District contributions generated in accordance with Section 16.1 shall be
23   pooled and distributed on an FTE basis among those employees who have payroll deductions for District
24   group medical insurance premiums.
25
26   Section 16.6. Health Care Authority K-12 Retiree Premiums. The District will provide all but
27   thirteen (13) dollars of the Health Care Carve-out amount per FTE, per month, per employee.
28
29   Section 16.7. Liability Insurance Provided. The District shall provide liability insurance coverage for
30   the employees subject to this Agreement to insure employees when engaged in performance of the
31   employee’s duties for the District.
32
33
34
35                                              ARTICLE          XVII
36
37   VOCATIONAL TRAINING
38
39   Section 17.1. Funds May Be Provided for Training. In the mutual interests of the District and
40   Association, the District may provide funds to be used by employees, subject to this Agreement, for
41   vocational improvement.
42
43   Section 17.1.1. First Aid Training. If the District or state or federal law requires First Aid training in
44   any position, it will be provided at no cost to the employee.
45
46
47
48

     2009-2013 Collective Bargaining Agreement                                                   September 1, 2009
     Davenport PSE / Davenport School District #207                                                  Page 17 of 26
 1   Section 17.2. Training Days. Three (3) per diem training days for District approved training will be
 2   available for each employee. Employees will be reimbursed up to twenty-four (24) hours per year at their
 3   regular rate of pay for such training. All training must be pre-approved by the District, services must be
 4   rendered, and a training reimbursement form submitted.
 5
 6
 7
 8                                              ARTICLE         XVIII
 9
10   GRIEVANCE PROCEDURE
11
12   Section 18.1. Grievance Defined and Procedure. A grievance is defined as an alleged violation of this
13   Agreement or a dispute involving an interpretation and/or application of terms and conditions of this
14   Agreement. Grievances arising between employees represented by the Association and the District shall
15   be conducted as follows:
16
17   All days referred to in this Article shall mean workdays that the District Administration Office is open for
18   business.
19
20       Step I. The employee shall first discuss the grievance with his immediate supervisor. If employee
21       wishes, he may be accompanied by an Association representative at such discussions. The immediate
22       supervisor may also have an observer present. All grievances not brought to the immediate supervisor
23       within thirty (30) workdays of the occurrence of the act causing the grievance shall be invalid and
24       subject to no further processing.
25
26       Step II. If the grievance is not resolved to the employee's satisfaction, the employee shall reduce to
27       writing on the Grievance Form (Appendix B) a statement of the grievance containing the following:
28
29           A. The facts on which the grievance is based;
30           B. A reference to the provisions in this Agreement which have been allegedly violated; and
31           C. The remedy sought.
32
33       The employee shall submit the written statement of grievance to the immediate supervisor for
34       reconsideration and shall submit a copy to the Superintendent of the Davenport School District, if the
35       Superintendent is not his immediate supervisor.
36
37       The immediate supervisor shall respond within ten (10) workdays as to the disposition of the
38       grievance. If an agreeable disposition is made, all parties to the grievance shall sign it.
39
40       Step III. If no agreement has been reached, the written grievance shall, within fifteen (15) days, be
41       filed with the Superintendent. The Superintendent shall respond to the grievance ten (10) workdays.
42
43       Step IV. If the grievance is not resolved at the Superintendent’s level and the Association believes
44       the grievance to be valid, the employee may request that the grievance be referred to a neutral
45       mediator to be agreed upon by the parties. The decision of the mediator shall be advisory only and
46       shall not be binding on the parties. In the event mediation is sought pursuant to this Section, the
47       District Board of Directors shall render a decision regarding the disposition of the grievance within
48       thirty (30) workdays following completion of the mediation process.

     2009-2013 Collective Bargaining Agreement                                                  September 1, 2009
     Davenport PSE / Davenport School District #207                                                 Page 18 of 26
 1       Step V. If no settlement has been reached within the thirty (30) workdays referred to in the preceding
 2       subsection and the Association and the grievant believe the grievance to be valid, the grievance may,
 3       within fifteen (15) workdays of the answer above, be submitted in writing to arbitration under AAA
 4       voluntary rules.
 5
 6       The arbitrator shall have no power or authority to add to, subtract from, or modify this agreement,
 7       award damages, or provide a remedy which is in violation of law.
 8
 9       All costs of the arbitration shall be born equally by the District and the Association.
10
11       The award of the arbitrator shall be final and binding on all parties.
12
13
14
15                                               ARTICLE          XIX
16
17   PERSONNEL FILES
18
19   Section 19.1. Official Personnel File. There shall be only one (1) official personnel file for each
20   employee. Said files shall be kept in the District administration office.
21
22   Section 19.2. Employee Review of Contents. Each employee shall have the right upon request, and
23   after making an appointment for that purpose with the personnel administrator, to review the contents of
24   his/her official personnel file. The review shall be made in the presence of the administrator responsible
25   for safekeeping of these files. Upon request, at the employee's or Association's expense, a copy of any
26   document(s) contained therein shall be afforded the employee. No secret, duplicate, alternate or other
27   personnel file shall be kept anywhere in the District. The employee has a right to have a witness of
28   his/her own choosing at the examination of his/her personnel file.
29
30   Section 19.3. Minimum Contents. Each employee's personnel file shall contain the following minimum
31   items of information: all employee evaluation reports and copies of annual contracts.
32
33   Section 19.4. Derogatory Material. The employee shall be notified of the placement of any derogatory
34   material in the employee’s personnel file within ten (10) workdays of placement. The employee will be
35   given the opportunity to attach his/her own comments to such material within ten (10) workdays of
36   notification of placement of such material. Any derogatory material, except evaluations and evaluation
37   observations, or breach of laws and/or regulations, for which the employee was not notified within ten
38   (10) workdays after placement in the employee’s file shall not be allowed as evidence in any grievance or
39   in any disciplinary action against such employee. Derogatory material shall be removed at the request of
40   the employee three (3) years after being inserted into the file unless there is an ongoing problem or legal
41   action.
42
43   Section 19.5. Content Verification. Upon request by the employee, the Superintendent or his/her
44   official designee shall sign to verify contents.
45
46
47
48

     2009-2013 Collective Bargaining Agreement                                                     September 1, 2009
     Davenport PSE / Davenport School District #207                                                    Page 19 of 26
 1   Section 19.6. Medical Information Files. In compliance with the Americans with Disabilities Act
 2   (ADA) of 1992, the District shall maintain a medical information file for each classified employee of the
 3   District. The medical information file will be kept separate from the employee’s personnel file and
 4   contain information on the employee’s immunization history and other employee medical information
 5   required by the ADA.
 6
 7
 8
 9                                                ARTICLE         XX
10
11   WAGES
12
13   Section 20.1. Wages for employees subject to this Agreement during the term of this Agreement are
14   contained in Schedule A attached hereto and by this reference incorporated herein.
15
16   Section 20.2. Retroactivity. Retroactive pay, where applicable, shall be paid on the first regular payday
17   following execution of this Agreement.
18
19   Section 20.3. Transfer of Previous Experience. (WAC 28A.400.300.) When an employee leaves one
20   school district within the State of Washington and commences employment with another school district
21   within the state, the employee shall retain the same longevity, leave benefits and other benefits that the
22   employee had in his/her previous position. Employees who transfer between districts shall not retain any
23   seniority rights other than longevity when leaving one school district and beginning employment with
24   another within the State of Washington. If the school district to which the person transfers has a different
25   system for computing leave benefits and other benefits, the employee shall be granted the same longevity,
26   leave benefits and other benefits as a person in the new district who has similar occupational status and
27   total years of service.
28
29
30
31                                               ARTICLE         XXI
32
33   TERM
34
35   Section 21.1. Term of this Agreement. The term of this Agreement shall be September 1, 2009 to
36   August 31, 2013.
37
38   Section 21.2. Provisions Apply to Entire Term. All provisions of this Agreement shall be applicable
39   to the entire term of this Agreement, notwithstanding the execution date, except as provided in the
40   following section.
41
42   Section 21.3. Reopener. This Agreement may be reopened and modified at any time during its term
43   upon written mutual consent of the parties; provided that this Agreement shall be reopened as necessary
44   to consider the impact of any legislation enacted following execution of this Agreement which may
45   arguably affect the terms and conditions herein or create authority to alter personnel practices in public
46   employment; provided further that this Agreement shall be reopened in the event a Board declared
47   financial emergency.
48

     2009-2013 Collective Bargaining Agreement                                                  September 1, 2009
     Davenport PSE / Davenport School District #207                                                 Page 20 of 26
 1   Salaries and benefits shall be open annually for negotiations unless this provision is specifically waived in
 2   this agreement.
 3
 4   Section 21.4. Agreement Constructed According To Law. This Agreement shall be governed and
 5   construed according to the laws of the State of Washington. If any provision of this Agreement is found
 6   to be contrary to those laws, the remaining provisions of this Agreement shall continue in full force and
 7   effect and be binding upon the parties hereto. If any provision of this Agreement is so held contrary to
 8   law, the parties shall commence negotiations on said provisions as soon thereafter as is reasonable
 9   possible.
10
11
12
13
14
15
16
17
18
19
20
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22
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24
25
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     2009-2013 Collective Bargaining Agreement                                                   September 1, 2009
     Davenport PSE / Davenport School District #207                                                  Page 21 of 26
                                                SCHEDULE A
                                            Davenport School District
                                       September 1, 2009 – August 31, 2010


SCHOOL YEAR
  EXPERIENCE                  Year 1    Year 2     Year 3   Year 4-5   Year 6-8   Year 11   Year 16   Year 20   Year 25
                                                                                   $0.10     $0.15     $0.20     $0.25
PARAEDUCATORS
Instructional/Supervisory     12.67     13.12      13.58     13.85      14.14     14.24     14.39     14.59     14.84
Specialist                    13.20     13.68      14.44     14.72      15.01     15.11     15.26     15.46     15.71

FOOD SERVICE
Director/Head Cook            14.64     15.16      15.70     16.27      16.86     16.96     17.11     17.31     17.56
Assistant Cook                11.86     12.27      12.70     12.96      13.22     13.32     13.47     13.67     13.92
Kitchen Aide                  10.93     11.31      11.70     11.93      12.17     12.27     12.42     12.62     12.87

SECRETARIAL
Building Secretary            13.61     14.10      14.61     15.13      15.69     15.79     15.94     16.14     16.39

TRANSPORTATION
Mechanic/Supervisor           17.98     18.62      19.29     19.97      20.70     20.80     20.95     21.15     21.40
Route Driver                  15.80     16.35      16.93     17.27      17.61     17.71     17.86     18.06     18.31
Extra Run Driver              12.08     12.51      12.94     13.04      13.29     13.39     13.54     13.74     13.99

BUILDING & GROUNDS
Maintenance/Grounds           13.66     14.16      14.66     15.18      15.72     15.82     15.97     16.17     16.42
Building Custodian Asst.      13.22     13.69      14.18     14.69      15.20     15.30     15.45     15.65     15.90
Custodian/Maintenance         11.89     12.29      12.75     12.99      13.25     13.35     13.50     13.70     13.95



  •   Experience placement determined by years of experience in position, rounded to nearest full
      year, at beginning of school year.

  •   Substitutes will be paid at the first year rate of the position for which the employee is substituting.

  •   Substitutes who are not regular contracted employees are, for PERS retirement purposes, in a
      temporary substitute position. Such position is not retirement eligible.
  •   Temporary employment by an employee in a position which is not part of the employee's
      contract will be paid at the first year rate for the temporarily employed position. Experience
      in that position will not accrue for salary schedule placement in that position.




  2009-2013 Collective Bargaining Agreement                                                           September 1, 2009
  Davenport PSE / Davenport School District #207                                                          Page 22 of 26
 1                                                APPENDIX         A
 2
 3                                         EMPLOYMENT AGREEMENT
 4
 5
 6   This employment agreement is made between                                            , employee, and
 7
 8   Davenport School District Number 207, employer, for the                    school year according to the
 9
10   following provisions:
11
12
13               Wage Schedule Position(s)
14
15               Starting Date
16
17               Number of Workdays
18
19               Holidays Paid
20
21               Hours Work Per Day
22
23               Shift Starting Time
24
25               Shift Ending Time
26
27               Hourly Wage
28
29               Amount of Health Benefits Paid
30
31               State Retirement                               YES                    NO
32
33
34   It is understood that this agreement must be consistent with the terms and conditions of the current
35   Contractual Agreement between the Public School Employees of Davenport and Davenport School
36   District Number 207.
37
38
39   Superintendent:                                               Date:
40
41
42   This agreement must be signed by the employee and returned by                           to be a valid
43   agreement.
44
45
46   Employee:                                                     Date:
47
48
49
50
51
52



     2009-2013 Collective Bargaining Agreement                                                 September 1, 2009
     Davenport PSE / Davenport School District #207                                                Page 23 of 26
                                                   APPENDIX                    B

                                                  GRIEVANCE FORM

District Employer:

Chapter:

Grievant's Name:
                      Last                            First                                 Middle

Address:

Home Phone:                                        Work Phone:

Position Title:                                                  Hire Date:

Employment Date (if different):


SUBMITTAL INFORMATION:

I,                                                                            , submit this grievance to


                                            (Immediate supervisor or other appropriate official)

this              day of                           , 20       , for investigation and resolution.

If the grievance is submitted by an Association representative, complete the following:

I certify that I am                    and have been duly authorized by the grievant above named to file this grievance.
                (Association Position)

Date:                             Signed:
                                                          (Association Representative)


STATEMENT OF GRIEVANCE:

A. Facts on which grievance is based:




B. Provisions of Agreement allegedly violated (Article and Section Numbers):




C. Remedy Sought:




(Signature)


2009-2013 Collective Bargaining Agreement                                                                     September 1, 2009
Davenport PSE / Davenport School District #207                                                                    Page 24 of 26
                                                            A P P E N D I X C
                                                           EMPLOYEE EVALUATION
Davenport
Public   Schools                                                  Classified Personnel Performance Evaluation

                Employee's Name:
                        Position:                                                                 90 Day Probationary Evaluation
                       Location:                                                                  Annual Evaluation


        CATEGORIES                                                   Satisfactory            Needs Improvement            Unsatisfactory
Attendance
Demonstrated adherence to assigned days of work.
Punctuality
Demonstrated adherence to assigned hours of work.
Competency in Skills
Demonstrated knowledge and/or skills required
to perform work.
Initiative / Follow Through
Demonstrated resourcefulness in the completion of
required work.
Interpersonal Skills
Demonstrated ability to communicate & relate to students, staff
and the public: for example, cooperation, confidentiality,
courtesy and sensitivity to others.
Organizing and Planning
Demonstrated skill in utilizing time; ability to arrange
and prioritize work.
Quality of Work
Demonstrated accuracy and thoroughness.
Quantity of Work
Demonstrated productivity and/or completion of
required work.
Overall Evaluation
This should be your judgment of employee's total performance
and not an average of the above evaluation on individual
factor performance.
                                     If "Needs Improvement" is marked, an improvement plan will be developed.

Evaluator's Comments:


Employee's Goals for Next Year:


                                                              EMPLOYEE REVIEW
I have discussed this performance evaluation with the employee


                                                                Evaluator's Signature                                   Date
My principal/supervisor has explained the reason for this rating. My signature does not necessarily indicate agreement.


                                                                  Employee’s Signature                                 Date
                 **Employee my attach comments within ten (10) workdays after receiving the evaluation.

2009-2013 Collective Bargaining Agreement                                                                          September 1, 2009
Davenport PSE / Davenport School District #207                                                                         Page 25 of 26
 1
 2
 3
 4
 5
 6                                        SIGNATURE           PAGE
 7
 8
 9
10
11
12   Signed this 7th day of December, 2009.
13
14
15
16
17   PUBLIC SCHOOL EMPLOYEES
18   OF WASHINGTON
19
20   DAVENPORT CHAPTER                                  DAVENPORT SCHOOL DISTRICT #207
21
22
23
24   BY:          Signed by                             BY:          Signed by
25           Lynn Maurer, Chapter, President                     Merilla Hopkins, Board Chairman
26
27
28                                                      BY:          Signed by
29                                                               Jim Kowalkowski, Superintendent
30
31
32   PSE Representatives:
33   Alton Leisle
34   Sarah Jacobsen
35   Jan Graham
36   Lynn Maurer
37   Linda Patterson
38   Sara Sweetser
39
40   The Davenport Public School Employees Ratified:   September 16, 2009
41
42   The Davenport School Board Approved this agreement: August 17, 2009
43
44
45
46
47
48

     2009-2013 Collective Bargaining Agreement                                        September 1, 2009
     Davenport PSE / Davenport School District #207                                       Page 26 of 26
 1                                 LETTER OF AGREEMENT
 2
 3
 4
 5
 6   THE PURPOSE OF THIS LETTER OF AGREEMENT IS TO SET FORTH THE
 7   FOLLOWING AGREEMENT BETWEEN THE PUBLIC SCHOOL EMPLOYEES OF
 8   DAVENPORT AND THE DAVENPORT SCHOOL DISTRICT #207. THIS AGREEMENT IS
 9   ENTERED INTO PURSUANT TO ARTICLE XVII, SECTION 17.2 OF THE CURRENT
10   COLLECTIVE BARGAINING AGREEMENT.
11
12
13
14   The parties agree:
15
16       1. Schedule A shall be amended as attached.
17
18
19       2. The state insurance allotment for contract year 2010-2011 is seven-hundred and sixty-eight
20          dollars ($768.00) and shall be applied in accordance with the CBA language.
21
22
23       3. The Health Care Authority retiree carve-out for contract year 2010-2011 is sixty-two dollars
24          and forty-eight cents ($62.48) and shall be applied in accordance with the CBA language.
25
26
27       4. That Article IV, Section 4.8 be amended to read:
28
29           Section 4.8. Members’ Dues. The District shall deduct PSE dues, service charges, voluntary
30           political contributions, and assessments from the pay of any employee who authorizes such
31           deductions in writing pursuant to RCW 41.56.110. The District shall transmit all such funds
32           deducted to the Treasurer of the Public School Employees of Washington on a monthly basis.
33
34
35       5. That a NEW Article IV, Section 4.9 be added to read:
36
37           Section 4.9. Political Action Committee. The District shall, upon receipt of a written
38           authorization form that conforms to legal requirements, deduct from the pay of such bargaining
39           unit employee the amount of contribution the employee voluntarily chooses for deduction for
40           political purposes and shall transmit the same to the Union on a check separate from the Union
41           dues transmittal check. Section 4.10 of the Collective Bargaining Agreement shall apply to
42           these deductions. The employee may revoke the request at any time. At least annually, the
43           employee shall be notified about the right to revoke the request by Public Employees of
44           Washington.
45
46
47


     Letter of Agreement                                                                   September 1, 2010
     PSE of Davenport / Davenport School District #207                                           Page 1 of 3
             Section 4.10. Hold Harmless. The Association will indemnify, defend, and hold the
 1       6. That a NEW Article IV, Section 4.10 be added to read:


             District harmless against any claims, suits, orders, and/or judgments against the District
 2



             on account of any check-off of Association dues, assessments, service charges or voluntary
 3



             political contributions.
 4
 5
 6



         7. That Article IV, Section 4.9, Local Dues be renumbered to Section 4.11
 7
 8
 9



         8. That Article IV, Section 4.10, Bulletin Boards be renumbered to Section 4.12.
10
11
12
13
14
15
16
17
18
19
20
21
22
23
24
25
26
27
28   This letter of Agreement shall become effective on September 1, 2010; shall remain in effect until
29   August 31, 2011; and shall be attached to the current Collective Bargaining Agreement.
30
31
32
33
34   PUBLIC SCHOOL EMPLOYEES
35   OF WASHINGTON
36
37   DAVENPORT CHAPTER                                     DAVENPORT SCHOOL DISTRICT #207
38
39
40
41   BY:         Signed by                                 BY:         Signed by
42               Lynn Maurer, President                          Jim Kowalkowski, Superintendent
43
44
45   DATE:       August 17, 2010                           DATE:        August 17, 2010
46
47


     Letter of Agreement                                                                    September 1, 2010
     PSE of Davenport / Davenport School District #207                                            Page 2 of 3
                                                SCHEDULE A
                                        Davenport School District #207
                                       September 1, 2010 – August 31, 2011


SCHOOL YEAR
  EXPERIENCE                  Year 1    Year 2   Year 3   Year 4-5   Year 6-8   Year 11   Year 16    Year 20   Year 25
                                                                                 $0.10     $0.15      $0.20     $0.25
PARAEDUCATORS
Instructional/Supervisory      12.67    13.12    13.58     13.85      14.14     14.24     14.39       14.59     14.84
Specialist                     13.20    13.68    14.44     14.72      15.01     15.11     15.26       15.46     15.71

FOOD SERVICE
Director/Head Cook             14.64    15.16    15.70     16.27      16.86     16.96     17.11       17.31     17.56
Assistant Cook                 11.86    12.27    12.70     12.96      13.22     13.32     13.47       13.67     13.92
Kitchen Aide                   10.93    11.31    11.70     11.93      12.17     12.27     12.42       12.62     12.87

SECRETARIAL
Building Secretary             13.61    14.10    14.61     15.13      15.69     15.79     15.94       16.14     16.39

TRANSPORTATION
Mechanic/Supervisor            17.98    18.62    19.29     19.97      20.70     20.80     20.95       21.15     21.40
Route Driver                   15.80    16.35    16.93     17.27      17.61     17.71     17.86       18.06     18.31
Extra Run Driver               12.08    12.51    12.94     13.04      13.29     13.39     13.54       13.74     13.99

BUILDING & GROUNDS
Maintenance/Grounds            13.66    14.16    14.66     15.18      15.72     15.82     15.97       16.17     16.42
Building Custodian Asst.       13.22    13.69    14.18     14.69      15.20     15.30     15.45       15.65     15.90
Custodian/Maintenance          11.89    12.29    12.75     12.99      13.25     13.35     13.50       13.70     13.95



  •   Experience placement determined by years of experience in position, rounded to nearest full year, at
      beginning of school year.

  •   Substitutes will be paid at the first year rate of the position for which the employee is substituting.

  •   Substitutes who are not regular contracted employees are, for PERS retirement purposes, in a
      temporary substitute position. Such position is not retirement eligible.
  •   Temporary employment by an employee in a position which is not part of the employee's contract
      will be paid at the first year rate for the temporarily employed position. Experience in that
      position will not accrue for salary schedule placement in that position.




  Letter of Agreement                                                                               September 1, 2010
  PSE of Davenport / Davenport School District #207                                                       Page 3 of 3
 1                                 LETTER OF AGREEMENT
 2
 3
 4   THE PURPOSE OF THIS LETTER OF AGREEMENT IS TO SET FORTH THE
 5   FOLLOWING AGREEMENT BETWEEN THE PUBLIC SCHOOL EMPLOYEES OF
 6   WASHINGTON / SEIU, LOCAL #1948 DAVENPORT CHAPTER AND THE DAVENPORT
 7   SCHOOL DISTRICT #207. THIS AGREEMENT IS ENTERED INTO PURSUANT TO
 8   ARTICLE XXI, SECTION 21.3 OF THE    CURRENT   COLLECTIVE BARGAINING
 9   AGREEMENT.
10
11
12   The parties agree that:
13
14       1. Schedule A shall be amended as attached.
15
16
17       2. The state insurance allotment for contract year 2011-2012 is seven-hundred and sixty-eight
18          dollars ($768.00) and shall be applied in accordance with the CBA language.
19
20
21       3. The Health Care Authority retiree carve-out for contract year 2011-2012 is sixty-six dollars and
22          one cent ($66.01) and shall be applied in accordance with the CBA language.
23
24
25       4. Article I, Section 1.2 be amended to read:
26          Section 1.2. The bargaining unit to which this Agreement is applicable is as follows: All
27          classified employees in the following classifications: Paraeducators, Food Service, Secretarial,
28          Transportation, Maintenance, Building and Grounds (includes Custodians); except the Business
29          Manager, the Transportation Supervisor/Mechanic, and the District Secretary.
30
31
32       5. Article IV, Section 4.6 be amended to read:
33          Section 4.6. Agency Shop. Each employee subject to this Agreement shall, as a condition of
34          employment, maintain membership in the Association in good standing during the term of this
35          Agreement, or shall pay to the Association through payroll deduction, an amount equal to the
36          current dues, service charges, political contributions, and assessments of the Association.
37          Those employees (listed below) who are not currently members of the bargaining unit, shall be
38          exempt from this provision for the duration of their employment with the District unless they
39          choose to waive this provision and join the Association by signing a card.
40                      • Edith Foley
41
42
43       6. Article IV, Section 4.8 be amended to read:
44          Section 4.8. Members’ Dues. The District shall deduct PSE dues, service charges, voluntary
45          political contributions, and assessments from the pay of any employee who authorizes such
46          deductions in writing pursuant to RCW 41.56.110. The District shall transmit all such funds
47          deducted to the Treasurer of the Public School Employees of Washington on a monthly basis.

     2011-2012 Letter of Agreement/SA                                                       September 1, 2011
     PSE of Davenport / Davenport School District #207                                            Page 1 of 3
 1       7. A NEW Article IV, Section 4.9 be added to read:
 2          Section 4.9. Political Action Committee. The District shall, upon receipt of a written
 3          authorization form that conforms to legal requirements, deduct from the pay of such bargaining
 4          unit employee the amount of contribution the employee voluntarily chooses for deduction for
 5          political purposes and shall transmit the same to the Union on a check separate from the Union
 6          dues transmittal check. Section 4.10 of the Collective Bargaining Agreement shall apply to
 7          these deductions. The employee may revoke the request at any time. At least annually, the
 8          employee shall be notified about the right to revoke the request by Public Employees of
 9          Washington.
10



            Section 4.10. Hold Harmless. The Association will indemnify, defend, and hold the
11



            District harmless against any claims, suits, orders, and/or judgments against the District
12       8. A NEW Article IV, Section 4.10 be added to read:


            on account of any check-off of Association dues, assessments, service charges or voluntary
13



            political contributions.
14
15
16



         9. Article IV, Section 4.9, Local Dues be renumbered to Section 4.11.
17
18
19



         10. Article IV, Section 4.10, Bulletin Boards be renumbered to Section 4.12.
20
21
22
23
24
25       11. Delete Article VII, Section 7.7.B
26
27
28       12. Renumber the remaining articles: Article VII, Section 7.7.C, Section 7.7.D, Section 7.7.E,
29           Section 7.7.F, Section 7.7.F.1, Section 7.7.G, Section 7.7.H, and Section 7.7.I.
30
31
32   This letter of Agreement shall become effective on September 1, 2011; shall remain in effect until
33   August 31, 2012; and shall be attached to the current Collective Bargaining Agreement.
34
35
36   PUBLIC SCHOOL EMPLOYEES OF
37   WASHINGTON / SEIU LOCAL 1948
38
39   DAVENPORT CHAPTER                                   DAVENPORT SCHOOL DISTRICT #207
40
41
42   BY:        Signed by                                BY:        Signed by
43         Teresa Vesneske, Chapter President                    Jim Kowalkowski, Superintendent
44
45
46   DATE:       September 28, 2011                      DATE:      September 26, 2011
47


     2011-2012 Letter of Agreement/SA                                                       September 1, 2011
     PSE of Davenport / Davenport School District #207                                            Page 2 of 3
                                              SCHEDULE A
                                      Davenport School District #207
                                    September 1, 2011 – August 31, 2012


SCHOOL YEAR
  EXPERIENCE                  Year 1    Year 2   Year 3   Year 4-5   Year 6-10   Year 11   Year 16     Year 20   Year 25
                                                                                  $0.10     $0.15       $0.20     $0.25
PARAEDUCATORS
Instructional/Supervisory      12.67    13.12    13.58     13.85      14.14      14.24     14.39        14.59     14.84
Specialist                     13.20    13.68    14.44     14.72      15.01      15.11     15.26        15.46     15.71

FOOD SERVICE
Director/Head Cook             14.64    15.16    15.70     16.27      16.86      16.96     17.11        17.31     17.56
Assistant Cook                 11.86    12.27    12.70     12.96      13.22      13.32     13.47        13.67     13.92
Kitchen Aide                   10.93    11.31    11.70     11.93      12.17      12.27     12.42        12.62     12.87

SECRETARIAL
Building Secretary             13.61    14.10    14.61     15.13      15.69      15.79     15.94        16.14     16.39

TRANSPORTATION
Route Driver                   15.80    16.35    16.93     17.27      17.61      17.71     17.86        18.06     18.31
Extra Run Driver               12.08    12.51    12.94     13.04      13.29      13.39     13.54        13.74     13.99

BUILDING & GROUNDS
Maintenance/Grounds            13.66    14.16    14.66     15.18      15.72      15.82     15.97        16.17     16.42
Building Custodian Asst.       13.22    13.69    14.18     14.69      15.20      15.30     15.45        15.65     15.90
Custodian/Maintenance          11.89    12.29    12.75     12.99      13.25      13.35     13.50        13.70     13.95



  •   Experience placement determined by years of experience in position, rounded to nearest full year, at
      beginning of school year.

  •   Substitutes will be paid at the first year rate of the position for which the employee is substituting.

  •   Substitutes who are not regular contracted employees are, for PERS retirement purposes, in a
      temporary substitute position. Such position is not retirement eligible.
  •   Temporary employment by an employee in a position which is not part of the employee's contract
      will be paid at the first year rate for the temporarily employed position. Experience in that
      position will not accrue for salary schedule placement in that position.




  2011-2012 Letter of Agreement/SA                                                                   September 1, 2011
  PSE of Davenport / Davenport School District #207                                                        Page 3 of 3
 1                             MEMORANDUM OF UNDERSTANDING
 2
 3   THIS MEMORANDUM OF UNDERSTANDING SETS FORTH THE FOLLOWING AGREEMENT
 4   BETWEEN PUBLIC SCHOOL EMPLOYEES OF WASHINGTON/SEIU LOCAL #1948,
 5   DAVENPORT CHAPTER AND THE DAVENPORT SCHOOL DISTRICT # 207.        THIS
 6   AGREEMENT IS ENTERED INTO PURSUANT TO ARTICLE XXI, SECTION 21.3 OF THE
 7   CURRENT COLLECTIVE BARGAINING AGREEMENT.
 8
 9   The parties agree that:
10
11       1. Employee’s (listed below) shall receive the allocation per medical FTE based on their hours
12          from the 2010-2011 school year:
13             A) Karyn Lee
14             B) Laraine Wright
15             C) Dawn Glick
16             D) Theresa Telford
17             E) Shawn Maurer
18             F) Rita Lebsock
19             G) Darla Throop
20             H) Lynn Maurer
21             I) Arlienne Jungblom
22
23       2. The Employment Agreement notice to employees shall change to June 30 for the 2011-2012
24          school year only.
25
26       3. The work year for all employees (except 260 day employees) shall consist of a minimum of
27          one-hundred seventy-nine (179) days of work per year. The work year change is for the 2011-
28          2012 school year only.
29
30
31
32   This Memorandum of Understanding shall be effective September 1, 2011; remain in effect until
33   August 31, 2012; and will be attached to the current Collective Bargaining Agreement.
34
35
36   PUBLIC SCHOOL EMPLOYEES OF
37   WASHINGTON / SEIU LOCAL 1948
38
39   DAVENPORT CHAPTER                                  DAVENPORT SCHOOL DISTRICT #207
40
41
42   BY:        Signed by                               BY:        Signed by
43         Teresa Vesneske, Chapter President                   Jim Kowalkowski, Superintendent
44
45
46   DATE:       September 28, 2011                     DATE:      September 26, 2011
47


     2011-2012 Memorandum Of Understanding                                                 September 1, 2011
     Davenport PSE/Davenport School District #207                                                Page 1 of 1

				
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