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COLLECTIVE BARGAINING AGREEMENT
between the
CENTENNIAL CHAPTER 113
of
OREGON SCHOOL EMPLOYEES ASSOCIATION
and
CENTENNIAL SCHOOL DISTRICT 28Jt.
2008-2011
TABLE OF CONTENTS
ARTICLE 1: RECOGNITION 3
ARTICLE 2: REPRESENTED EMPLOYEES 3
ARTICLE 3: DISTRICT RIGHTS 3
ARTICLE 4: RIGHTS OF EMPLOYEES 3
ARTICLE 5: RIGHTS OF THE ASSOCIATION 4
ARTICLE 6: SENIORITY/JOB SECURITY 5
ARTICLE 7: VACANCIES 7
ARTICLE 8: WORK SCHEDULE 7
ARTICLE 9: CUSTODIAN/MAINTENANCE 8
ARTICLE 10: PERSONNEL RECORDS 8
ARTICLE 11: GRIEVANCE PROCEDURE 9
ARTICLE 12: ABSENCE AND LEAVE 11
ARTICLE 13: MEDICAL/PHARMACY/VISION/DENTAL INSURANCE 14
ARTICLE 14: HOLIDAYS AND VACATIONS 15
ARTICLE 15: TRAVEL ALLOWANCE 16
ARTICLE 16: INSERVICE, TRAINING, TUITION, AND WORKSHOPS 16
ARTICLE 17: COMPENSATION 16
ARTICLE 18: EMERGENCY CLOSURE 17
ARTICLE 19: TRANSPORTATION 18
ARTICLE 20: FAIR SHARE 19
ARTICLE 21: MISCELLANEOUS 19
ARTICLE 22: EARLY RETIREMENT 19
ARTICLE 23: EMPLOYEE EVALUATION 20
ARTICLE 24: PERFORMANCE, DISCIPLINE AND DISCHARGE 20
ARTICLE 25: DURATION OF AGREEMENT 22
APPENDIX D, E, AND F EXPLANATION 22
APPENDIX A: NEW EMPLOYEE PROBATIONARY REPORT I
APPENDIX B: GRIEVANCE PROCEDURE FORMS II - VII
APPENDIX C: SALARY SCHEDULE 2007-08 VIII
APPENDIX D: SALARY SCHEDULE 2008-09 IX
APPENDIX E: SALARY SCHEDULE 2009-10 X
APPENDIX F: SALARY SCHEDULE 2010-11 XI
APPENDIX G: RANGE PLACEMENTS XII
APPENDIX H: BUMPING ORDER XIII
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COLLECTIVE BARGAINING AGREEMENT
between
CENTENNIAL SCHOOL DISTRICT 28Jt.
and
CENTENNIAL CHAPTER OF OREGON SCHOOL EMPLOYEES ASSOCIATION
Chapter 113
This Agreement is entered into between the Board of Education on behalf of the Centennial
School District No. 28Jt., Multnomah County, State of Oregon, herein referred to as the “Board”
or “District”, and the Centennial Chapter 113 of the Oregon School Employees Association,
herein referred to as the “Chapter”.
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ARTICLE 1: RECOGNITION
1.1 The Board recognizes Chapter #113 as the exclusive bargaining representative for all support staff
employees except supervisory, confidential, substitutes, temporary employees and the following
positions:
Exempt Budget Analyst
CHS Head Custodian
CHS Night Supervisor
1.2 The following positions are currently excluded and will be placed in the union at the time the
incumbent leaves the position. The proposed salary range will be bargained upon demand.
Security
Confidential Secretaries
Business Department (1 Position)
Maintenance - HVAC
Maintenance - Locksmith
Print Production Coordinator
1.3 If the District continues a substitute in a regular position after 45 working days of the position
becoming vacant, the Director of Human Resources will notify the Association president of the
circumstances requiring extending the substitute in the position.
1.4 No member of this bargaining unit shall have the privilege of negotiating with the Board and/or
administration on an individual basis regarding any issues covered in this contract.
ARTICLE 2: REPRESENTED EMPLOYEES
2.1 Regular: All unit members represented by the OSEA in the bargaining unit who have been
employed for more than sixty (60) days by the school district and who are not in a temporary
position.
2.2 Probationary: All unit members represented by the OSEA in the bargaining unit who have not been
employed for sixty (60) days by the school district and who are not in a temporary position.
ARTICLE 3: DISTRICT RIGHTS
3.1 The Board shall retain all rights, powers, and authorities to control, direct and manage the affairs of
the District in accordance with Oregon law. The direction of the work force is the sole right of the
Board subject to the clear and express terms of this Agreement.
ARTICLE 4: RIGHTS OF EMPLOYEES
4.1 Nondiscrimination - The Chapter and the District affirm their adherence to the principle of free
choice and agree there will be no discrimination against any employee covered by this Agreement
because of age, race, religion, gender, sexual orientation, national origin, membership or non-
membership in the Chapter. All reference to employees in this Agreement designates both sexes.
4.2 Payroll Deductions - Upon written request by the employee, the District agrees to deduct from the
salaries of employees in the bargaining unit and to transmit said funds for:
4.2.1 Premiums for insurance, agreed to in this Contract;
4.2.2 Deductions to the On Point Credit Union;
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4.2.3 Contribution to the United Way;
4.2.4 US Savings Bonds;
4.2.5 Dues - Oregon School Employees Association Chapter, transmit to state OSEA;
4.2.6 Tax Sheltered Annuities, from approved carriers;
4.2.7 Fair share fees (see Article 20);
4.2.8 SEED (School Employees Exercising Democracy) Option;
4.2.9 Section 125 Payroll Reduction Plan;
4.2.10 Centennial Education Foundation;
4.2.11 Deferred Compensation Plan from Approved Carrier.
ARTICLE 5: RIGHTS OF THE ASSOCIATION
5.1 The association or a representative designated by the association shall be permitted access to all
work areas of the District and to discharge his/her duties as a representative of the association
provided, however, access to employees only during breaks, lunch time, before or after work hours.
The representative will inform the appropriate administrator or supervisor before contacting an
employee at work.
5.2 The employer will notify the OSEA state office of all hirings, layoffs, terminations and approved
leaves of absence (including dates of leaves) from the payroll.
5.3 The employer will notify the Chapter President of new hires, including address, telephone, social
security number, range and step as provided by the employee.
5.4 Prior to the elimination of any position held by a member of the bargaining unit or to the contracting
for services provided by members of the bargaining unit, the District will notify the Union of its
intention.
5.5 Use of School Buildings - The Chapter and its representatives shall have the right of access to
school buildings for purposes of Chapter meetings related to Centennial District subject to the
following conditions:
5.5.1 The building may not be used during the summer when school is not in session without
approval of the Superintendent.
5.5.2 There must not be any interference with regular school programs.
5.5.3 The Chapter will be bound by Board Policy regarding any facility within a building that
has specific public usage restrictions or requires Board approval prior to use.
5.6 Use of School Equipment - The Chapter shall have the right to use school equipment, including
typewriters, reproduction equipment, calculating equipment, and audiovisual equipment normally
found in a building. The principal will determine the specific machines or piece of equipment to be
used after receiving the Chapter’s request. Central Administration Office equipment is excluded
from use. The Chapter shall pay the costs of all materials and supplies used in conjunction with the
equipment and for any repairs necessitated as a result thereof if such damage was caused through
neglect or abuse of the equipment by the Chapter.
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5.7 Bulletin Boards - The Chapter shall have the use of a bulletin board in each school building. The
principal will be responsible for determining the location of the bulletin board. The board must be
located where employees will have maximum opportunity to view.
5.8 The association shall have two (2) days for members to attend professional meetings without loss of
pay each year. This leave shall not include conference of affiliates. Up to three (3) additional days
may be used for association business, and the association will reimburse the District for all costs of
substitute salary, fixed charges, etc., when a substitute is retained for all such leaves used in this
article.
5.9 Association President - If the District schedules a grievance hearing or a meeting in giving rise to
representation rights, the Association president will be released without loss of pay to serve as a
representative, if such meeting(s) occur(s) during the president’s work day.
ARTICLE 6: SENIORITY / JOB SECURITY
6.1 Seniority, as used in this Agreement, unless otherwise specifically stated, shall mean an employee’s
total length of continuous service with the District since his/her last date of hire. An employee shall
lose all seniority credit in the event of voluntary or involuntary termination. An employee who is
laid off and who is subsequently reinstated, shall have his/her full seniority earned prior to layoff
restored, but shall not earn seniority during this layoff status. All authorized paid leaves shall be
counted towards seniority while authorized unpaid leaves in excess of one month (20 workdays)
will not be counted.
6.1.1 The District shall make available to the Union upon request, copies of any personnel list
the employer maintains regarding seniority of the bargaining unit member.
6.2 Reduction in Force (RIF)
6.2.1 The District will determine which positions will be reduced or eliminated. The District
shall notify the classified employee and the Association in writing not less than fifteen
(15) workdays prior to any layoff or reduction in force, except in extenuating
circumstances. The selection of employees to be laid off within a job classification shall
be determined by seniority within the District.
6.2.2 Layoff of bargaining unit members will be based upon seniority, but such layoffs shall
occur by classification. Laid off employees will not be paid any salary or benefits during
the period of layoff. Notwithstanding, a laid off employee may, at his/her own expense,
continue insurance coverage, subject to the rules of the insurance carrier(s) and subject to
applicable laws.
6.2.3 An employee whose position is cut will be notified by certified mail. The employee
notified of initial layoff may:
6.2.3.1 Accept the layoff, or
6.2.3.2 Within five (5) workdays of receiving the notice of layoff, exercise the right to
participate in the bumping process, if applicable.
6.3 Definitions
6.3.1 Bumped Employee-Is an employee who has retained employment in the District and has
moved to another position in the District due to a reduction in force (RIF).
6.3.2 Laid off Employee-Is an employee who has lost employment with the District due to a
reduction in force. Laid off employees are on the recall list by seniority.
6.4 Bumping Procedures
6.4.1 If the Bumping Procedure is to be used, and the district has at that time unfilled positions,
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those unfilled positions will be filled first in the process if the result is not a loss in hours.
6.4.2 No employee may bump a more senior employee. Bumping employees can only bump less
senior employees.
6.4.3 No employee may bump into a position of more hours, except as provided in Article
6.4.3.1. Bumping employees may only bump into a position of equal or less hours than the
current number of assigned hours to the employee.
6.4.3.1 If the bumping employee has been assigned more hours in any of the preceding
five (5) school years, the employee can choose to bump a less senior employee with more
hours up to the number of hours the employee was regularly assigned during the five (5)
year period.
6.4.4 All employees in the positions listed in a Job Classification shall be listed by seniority.
(See Appendix for Job Classification Listings.)
6.4.5 If two (2) or more employees have equal seniority in the bumping procedure, a drawing
will be conducted prior to the bumping process with the OSEA President to determine the
senior member for a one-time exclusive purpose of the bumping process. Affected
members will have the option of being present for the drawing.
6.4.6 Bumping employees must possess the skills, ability, and capacity to perform the job and
must demonstrate the ability to perform all job functions within sixty (60) working days
from the date of assuming the job duties. If, after the trial period of sixty (60) working
days, the employee cannot perform the duties of the new assignment in a satisfactory
manner, the employee may be given additional time for training and job mastery, at the
district’s discretion. The employee may alternately elect at the end of the sixty (60)
working days, if, s/he cannot perform the duties of the new assignment, to move to lay-off
status. If the employee moves to lay-off status, the District will fill the position from the
recall list.
6.4.7 If an employee is bumped from his/her position and the new employee resigns from the
position, the vacant position will be filled from the recall list.
6.4.8 Employees who bump into another position are removed from the recall list. If positions
that have been eliminated are added back, employees who held those positions prior to a
lay-off may apply for return to their former positions, without guarantee of returning to that
former position.
6.5 Recall Procedures
6.5.1 When the work force is increased or when positions become available due to resignations
or retirements, laid off employees shall be returned in the inverse order in which they were
laid off. No new employees will be hired into classifications from which employees are
laid off and remain qualified during the period said layoff status is in effect. Layoff status
shall automatically terminate twenty-seven (27) months after the effective date of such
layoffs.
6.5.2 Notice to rehire shall be sent via certified mail to the last address given to the Human
Resources office by the employee. An employee shall have ten (10) work days from the
date notice of rehire was mailed to notify the District of his/her intent to return and must
thereafter report on the starting date specified by the District. Such failure to notify the
District of intent to return to work within these time limits shall serve as a refusal of said
offer to rehire by the employee.
6.6 Reduction in Hours - Once an employee’s regular work hours are set for a new fiscal year, the
employee shall not experience any loss of District contribution for insurance purposes as a result of
reduction in hours during that fiscal year.
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If, at the start of the new fiscal or school year, the employee will experience a reduction of more that
one hour over the number of hours held at the start of the previous school year, then the employee
will have rights as provided in 6.4 to “bump” into another position in order to retain/regain the hours
held at the start of the previous fiscal or school year. Any such employee who chooses to forego a
right to bump in order to regain/retain work hours will be asked to sign a written statement to that
effect, and will thereafter surrender any right to return to a position that would retain/regain the
previous year’s hours and level of District insurance contribution.
Increase in Hours – If a building/worksite receives additional hours after hours have been assigned
for the year, the district may fill those hours in one of two ways:
Offer the hours to current employees in the building/worksite. Such offer need not be seniority,
if the principal/supervisor can show that the use of seniority would be detrimental to the
instructional program.
Post the hours as a vacancy
ARTICLE 7: VACANCIES
7.1 When the District determines that there is a job opening within the bargaining unit, the District will
send notification of the job opening to a person in each building selected by the Association to
receive the notification. This person shall be allowed to post the notification on the bulletin board
authorized for Association use in the building under provisions of Article 4.7 of this Contract. A
copy of the job opening notification will be sent to the Chapter president.
7.2 The job opening will not be closed by the District in less than five (5) working days after the notice
has been dated by the District and sent to the persons selected to receive the notice. Interviews will
be held after the closing date, except in extenuating circumstances, i.e., preplanned vacations,
personal emergencies, etc.
7.3 To be considered as a candidate for the position, a member of the bargaining unit must apply in
writing during the open period described above and must meet the position qualifications. The
district will not accept electronic application materials. Members may contact the office of human
resources to verify that their application materials have been received. Other questions regarding
the interview process may also be directed to the human resources staff.
While the District retains the right to select the person to fill the position, the District supports the
concept of filling vacancies from within and will give consideration to members of the bargaining
unit who have made proper application and meet the qualifications for the position.
7.4 Whenever an employee has applied for promotion or transfer and is not promoted or transferred, the
District will provide the employee with an opportunity to discuss the reasons for non-selection with
the supervisor who recommended the candidate for the position. Such a request will be made in
writing to the director of human resources within ten (10) working days after the position has been
filled.
ARTICLE 8: WORK SCHEDULE
8.1 The workweek shall be five (5) consecutive days, beginning on Monday.
8.2 Eight (8) hours shall constitute a day’s work. Forty (40) hours shall constitute a week’s work. All
work in excess of eight (8) hours in any one day or forty (40) hours in any one week shall constitute
overtime and shall be paid for at the rate of time and one-half (1-1/2). So far as practical, the forty-
hour week shall be worked in five (5) consecutive days. Any overtime work performed on Sunday
shall be paid at double the normal rate of pay. Any approved, paid leaves will count toward the
forty (40) hour work week.
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Compensatory time off will be granted at the rate of time and one-half for hours worked in excess of
eight (8) hours in any day or forty (40) hours in any one week. Compensatory time off shall be
taken at a time mutually agreeable and approved at the discretion of the supervisor/principal.
8.3 Each six-hour employee shall receive a lunch period of at least one-half hour. Such time shall be
scheduled by the building administrator, as nearly as practical to mid-shift. Such lunch periods shall
be duty free and shall not be credited as time worked.
8.3.1 EXCEPTIONS: Exceptions to the work shift in 8.3 are as follows:
8.3.1.1 The duty custodian on the day shift who must remain in the building during the
school day. His/her work shift will be eight (8) hours including lunch. The same
would hold true for the evening custodian if he/she is required to stay in the
building.
8.3.1.2 When a bus driver is on a trip and required to remain with the bus at the trip site
under the recommendation of the supervisor.
8.4 Employees in the bargaining unit shall receive meal and rest periods in accordance with Oregon
Department of Labor and Industry standards, as set forth in OAR 839-020-0050, and as enumerated
below. This rest period shall be taken as close as possible, in the building principal’s or immediate
supervisor’s judgment, to the two-hour interval.
Hours Worked Break Lunch Break
2 hrs. or less 0 0 0
2 hrs. 1 min. – 5 hrs.-59 mins. 1 0 0
6 hrs. 1 1 0
6 hrs. 1 min. – 10 hrs. 1 1 1
ARTICLE 9: CUSTODIAN / MAINTENANCE
9.1 Overtime shall be distributed equally as much as possible among the available custodians within
that building who express an interest in writing to the principal/supervisor,
9.2 During the school year, (excluding winter, spring and summer break) when an employee fails to
show for work, extra help will be called in at the discretion of the District, not to exceed five (5)
working days.
9.3 If evening activities at a school involve all or most parts of the building and the custodian(s) does
not have access to clean those areas during a substantial portion of the shift, then extra help will be
provided at the discretion of the district. If additional help is not provided by the district, the
custodian may consult with his/her supervisor regarding the priority order for cleaning to be done
during the shift.
ARTICLE 10: PERSONNEL RECORDS
10.1 Official records of personnel in the bargaining unit shall be kept in the main office of the District
under direct custody of the Superintendent, or someone whom this authority is delegated for that
purpose, and under adequate protection at all times. Such records may be inspected only by the
individual concerned, by the Superintendent or other supervisory personnel acting for him/her and
under his/her direction, or by individuals authorized in writing by the employee concerned.
10.2 The personnel records of employees in the bargaining unit shall not contain any information of a
critical nature that does not bear the employee’s signature indicating that the employee has been
shown and received a copy of the material. An employee shall have the right to attach a written
statement of explanation to any material that is placed in his/her personnel file.
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10.3 Material placed in the personnel record of an employee without conformity with the provisions of
this Article will not be used by the District in any subsequent evaluation or disciplinary proceeding
involving the employee.
10.4 At least once during the year, employees will have the right to indicate those documents in their file
which they believe to be obsolete or otherwise inappropriate for retention. Said documents will be
reviewed by an appropriate member of the Administration and may be removed subject to his/her
decision.
ARTICLE 11: GRIEVANCE PROCEDURE
11.1 This grievance procedure is structured to facilitate the resolution of grievances and complaints by
staff members. The purpose of this procedure is to contribute to good human relations on the job, to
maintain good employee morale, and achieve greater efficiency of school operations.
11.2 General Grievance Procedures - Definition of “Grievance” shall mean a complaint by an employee
or group of employees: that there has been to him/her (them) a violation of inequitable application
of any provisions of this Agreement.
A formal grievance must be initiated by the aggrieved within fifteen (15) working days from
occurrence thereof or of the aggrieved’s first knowledge thereof. Failure by the employee to submit
the grievance in accordance with time limits shall constitute abandonment of the grievance. Failure
by the District to submit a reply within the specified time limits shall permit the aggrieved to
proceed to the next level.
To initiate a formal grievance it must be put in writing using approved District forms. A written
grievance should specify a succinct statement of fact constituting the grievance, including the
management action or inaction being grieved, the contract article or articles and sections or
paragraphs thereof alleged to have been violated, and the specific remedy sought.
It is expected that a large majority of grievances will be settled at an informal level.
There shall be no restraint, interference, discrimination, or reprisal exerted on any employee
choosing to use the procedures in good faith for resolution of grievances.
The complainant may seek assistance and advice from his/her representative organization. He/she
may request the presence of a representative or consultant at any step in the procedure.
The person against whom the complaint is made may also request the presence of a representative or
consultant at any step in the procedure.
Further considerations in the general procedures are:
11.2.1 Any step in the procedure may resolve the problem:
11.2.2 Grievances will be heard at times agreeable to the parties concerned;
11.2.3 The time limits specified below may be modified by mutual agreement.
11.3 Specific Steps or Procedures
11.3.1 Level One - The employee or employees shall present the written grievance to the
building principal/supervisor involved in the grievance. A conference will be arranged
within ten (10) workdays after receipt of the grievance. A decision will be given in writing
by the principal/supervisor within five (5) workdays after the conference. If the matter is
settled or explained to the grievant’s satisfaction, it ends there.
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11.3.2 Level Two - If the grievance has not been settled to the aggrieved’s satisfaction at the end
of the first step, he/she has five (5) workdays to notify the principal/supervisor and file an
appeal in writing to the Superintendent’s office. The Superintendent or designee shall
attempt to resolve the differences so that the incident is closed with a sense of satisfactory
adjustment for the grievant. If the matter is not resolved within five (5) workdays of
hearing the appeal, the Superintendent or designee shall communicate to the aggrieved
and building principal/supervisor his/her written decision, which shall include supporting
reasons thereof.
11.3.3 Level Three - If the grievant is not satisfied with the Superintendent’s or designee’s
decision, he/she may appeal the decision to the Centennial District Board of Directors.
Within five (5) workdays of the date of the decision, the grievant must notify the
Superintendent’s office that he/she is appealing the decision to the Board. The written
appeal will be placed on the agenda of a regular board meeting within forty-five (45)
workdays of the submission of the appeal unless the Association has waived the time line.
The problem will be discussed either formally or informally with the Board of Directors at
the request of the aggrieved.
11.3.4 Upon mutual agreement of the Association and the District, the Level Three appeal to the
Board may be waived.
11.3.5 Level Four - Grievances that are arbitrable as hereafter provided and not settled at Level
Three may be appealed to arbitration by delivering written notice of request for arbitration
to the Superintendent’s office within ten (10) workdays of receipt of the Level Three
decision by the Association.
11.3.6 When a request has been made for arbitration, the parties or their designated
representatives shall attempt to select an impartial arbitrator. Failing to do so, they shall,
within ten (10) workdays of the appeal, jointly request the Employment Relations Board
to submit a list of five (5) arbitrators. As soon as the list has been received, the parties or
their designated representatives shall determine by lot the order of elimination and
thereafter each shall, in that order, alternately strike a name from the list, and the fifth and
remaining name shall act as arbitrator. The arbitrator and both parties shall abide by
American Arbitration Association expedited procedure.
11.3.7 The arbitrator shall schedule a hearing on the grievance and, after hearing such evidence
as the parties desire to present, shall render a written decision to the member of the
bargaining unit, Chapter 113, and the District. The arbitrator may not add to, subtract
from or amend the terms of this Agreement. The arbitrator may not substitute his/her
judgment for that of the District except where the District is found to have acted in an
arbitrary or capricious manner. A decision of the arbitrator within his/her authority shall
be binding on the parties.
11.3.8 The cost for the services of the arbitrator, including per diem expenses and cost of the
hearing room, shall be borne equally by the District and the aggrieved. A contract shall be
signed by all three parties prior to commencement of arbitration. Any other expenses
incurred shall be paid by the party incurring same.
11.4 No Reprisals
11.4.1 There shall be no reprisals against any employee utilizing the grievance procedures, or to a
party of interest thereto, by the Board or any employee of the School District.
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ARTICLE 12: ABSENCE AND LEAVE
12.1 Definitions of Terms
Immediate Supervisor’s Recommended Approval – The member’s immediate supervisor, after
review of the request for absence/leave, may recommend approval, if the request complies with
language found in the contract and if the absence is not disruptive to the operation of the
school/district.
Final Administrative Approval - All absences and leaves must have district office approval. The
district office’s decision to approve or reject the request shall be final.
All requests for absences and leaves except sick, bereavement, and emergency leaves must be
submitted in writing on district approved forms no less than five (5) days before the requested leave.
In the event of an emergency, the immediate supervisor must be informed verbally for verbal
approval, and the written application must be submitted to the immediate supervisor within five (5)
days after the occurrence.
Pay Deduction Equivalent to the Rate of Pay for Substitute - Whenever this phrase is used in the
policy, it means that the employee shall have deducted from his/her salary a sum of money adequate
to pay a substitute to work in that position. It means that the amount will be deducted regardless of
whether or not a substitute is actually hired.
Immediate Family - This term refers to the following members of the employee’s family: spouse
(married to the employee), documented same-sex domestic partner, parents, children, son-in-law,
daughter-in-law, brothers, sisters, grandparents, grandchildren, foster children, documented same-
sex domestic partner’s immediate family, or spouse’s immediate family, as already defined. Other
persons shall be considered as a member of the immediate family, provided they are living in the
home of the employee or are dependent upon the employee for support (except if being cared for by
the employee as part of a business arrangement). Immediate family excludes any pets or animals.
12.2 Sick Leave
12.2.1 All employees in the bargaining unit shall be granted ten (10) days of sick leave
during each school year, or one (1) day for each full month worked. Such sick
leave shall be credited to said employee on the first work day he/she reports to
work in the fall semester. For employees who begin after the start of the school
year, sick leave shall be credited on the first day of active employment and shall
consist of one (1) day for each payroll month remaining in the school year.
Unused sick leave days will accumulate year after year with no limit in the total
number to be accumulated. Should a member resign, the ten (10) days, or one (1)
day for each full month worked (total of twelve [12]) will be reduced on a
prorated basis and adjustment will be made in the final payroll check.
12.2.2 Any employee who has been absent from duty because of illness or other reasons,
who in the judgment of his/her supervisor does not appear able to resume service,
may be requested by the Superintendent/designee to submit a statement from a
physician on the employee’s health status. A medical report to comply with ORS
342.596, sick leave, will not be paid by the District.
12.2.3 If an employee of Centennial District is injured on the job and receives Industrial
Accident benefits under Workers’ Compensation Law (ORS 656.001 to ORS
656.824), the District shall adjust the sick leave payment an amount equal to
benefits received under Worker’s Compensation with respect to the same injury
that gave rise to the sick leave. However, the deduction of sick leave shall not
exceed an amount determined by taking the employee’s regular pay for the period
less benefits received under ORS 656.001 to ORS 656.824 divided by the
individual’s daily wage.
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12.3 Health Leave/Absence
A leave of absence without pay may be granted by the superintendent/designee for sickness or other
unavoidable circumstance to an employee of the District.
An employee receiving such a leave shall be eligible for reinstatement in the next school year
providing he/she submits acceptable evidence that the sickness is cured or the unavoidable
circumstances are remedied. When the employee is rehired, he/she will retain all benefits accrued in
the District prior to the leave. No increment pay increase will be allowed for the leave period.
12.4 Emergency Leave
12.4.1 Sudden illness, accident, or hospitalization of a member of the employee’s
immediate family - An employee may be allowed one (1) day with full pay when
an emergency occurs which does not allow time to make arrangements for care of
the person before reporting to work and that person would be left alone if the
employee reported to work. This is based upon the idea that, in the one day,
arrangements can be made in most circumstances for care of the sick or injured
family member. An employee may be allowed one day with pay when a member
of his/her immediate family is hospitalized for a reason not classed as “critical
illness.” In unusual cases, additional absence may be granted by the
Superintendent. However, the extra days shall require a pay deduction equal to
the salary of a substitute. Employees shall be limited to three (3) days with full
pay per year for leaves for this purpose.
12.4.2 Critical illness of members of the employee’s immediate family - “Critical
Illness” shall include only serious illness or severe injury from which recovery is
uncertain. Hospitalization does not necessarily imply “critical illness.” An
employee may be allowed three (3) days absence with full pay for critical illness
of a member of his/her immediate family. In addition, the employee may be
granted up to two (2) extra days for which he/she will receive a pay reduction
equivalent to the rate of pay for a substitute. Under extenuating circumstances,
the Superintendent may allow more than the two (2) days with partial pay
reduction, but no exceptions shall be made regarding the number of days for
which full pay is allowed.
12.4.3 Bereavement - An employee may be five (5) days absent with full pay because of
a death of a member of his/her immediate family. He/she may be granted up to
three (3) extra days for which he/she will receive a pay reduction equivalent to the
rate of pay for a substitute.
An employee may be granted one (1) day’s absence with full pay to attend the
funeral of a distant relative. When circumstances warrant, the Superintendent
may allow up to two (2) extra days for which he/she will receive a pay reduction
equivalent to the rate of pay for a substitute.
An employee may be granted one (1) day’s absence with full pay to attend the
funeral of a close friend.
12.4.4 Crisis in an employee’s immediate family other than sickness or death - Crisis
is to be considered on presentation of sufficient evidence to establish necessitating
the absence of the employee from his/her work. The employee should exhaust all
other possibilities to solve the problem before applying for crisis leave.
An employee may be granted one (1) day’s absence with full pay for a crisis in the
immediate family. Under extenuating circumstances, the Superintendent may
grant one (1) extra day for which he/she will receive a pay reduction equivalent to
the rate of pay for a substitute.
12.5 Personal Leave
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12.5.1 Personal Leave With Pay - An employee may be granted one (1) day personal
leave each year with pay. In general, this leave is intended to provide for essential
personal business that cannot be accomplished after work hours, on weekends, or
during vacations. The employee shall exhaust all of these possibilities to solve the
problem before applying for personal leave. Confidential reasons need not be
written, but the employee must sign off on a leave form, attesting that he/she is
not using the personal leave for recreation, for activities related to a second
business or income, or to extend to a holiday or vacation. An employee who has a
personal leave request denied by his/her immediate supervisor, may appeal that
decision to the Superintendent or designee other than his/her original supervisor.
No personal leaves may be taken during the last two (2) weeks of the school year.
12.5.2 Personal Leave Without Pay - An employee may be granted leave without pay
for purposes which the District approves. Daily pay shall be deducted from the
employee’s salary based upon the number of contract days of his/her employment;
i.e., 1/190, 1/220, 1/240, etc. The employee shall make application for such
authorization five (5) workdays in advance of the leave date.
12.6 Personal Leave Donation Bank
12.6.1 On or before October 31 of each year, a participating member may contribute half
of his/her personal leave day to a common donation bank. This donation can only
be made once per year and is irrevocable. Participation in the donation of the
hours shall be voluntary. Only contributing members may be eligible to receive
donated days. The District shall be defended and held harmless from any claim
arising from honoring the donation. The District is not responsible for the
personal tax liability that may be incurred by the donating member or the
receiving member, should any liability arise. Less than full-time members will be
pro-rated, both for donation and for receipt of donated days.
12.6.2 Procedures for granting the donated days will be determined by the OSEA
Chapter 113 Executive Board or their designees. Inquires to the Human
Resources Department shall be referred to the OSEA Chapter President.
12.6.3 To apply for Personal leave donation days, an eligible member shall have
exhausted all available paid leave days and needs donated days due to debilitating
illness or injury, the following procedures will be implemented.
12.6.3.1 The member will notify a member of the chapter Executive Board of
the need for donated days.
12.6.3.2 The chapter Executive Board or their designees will review the
request.
12.6.3.3 The chapter Executive Board will notify the Director of Human
Resources that a member has requested and been approved for donated
days.
12.6.3.4 Payroll will process the days as instructed by the chapter Executive
Board.
12.7 Mandatory Court Appearance - An employee may be absent with pay if he/she is subpoenaed as a
witness in court, provided he/she turns in any witness fees that he/she receives and a copy of the
subpoena to the business office. In cases where the employee initiates court action, his/her absence
will be personal leave without pay.
12.8 Jury Duty - Employees called for jury duty will normally be expected to serve during the period for
which they are summoned. The District will grant full pay providing the employee turns in to the
business office a copy of the subpoena and that portion of his/her daily jury fee that is equivalent to
the monies he/she would have earned had he/she been present for work in the District.
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ARTICLE 13: MEDICAL/PHARMACY/VISION-DENTAL INSURANCE
13.1 The District agrees to make available medical/vision-dental- benefits to each member
of the bargaining unit. District contribution, shall be limited to the following:
The District shall contribute nine hundred thirty dollars ($930) per member per month for 2008-09
to cover the purchase of family medical, pharmacy, vision and dental insurance. For the 2009-10
school year, the District shall contribute one thousand thirty dollars ($1030) per month. For the
2010-11 school year, the District shall contribute one thousand one hundred thirty dollars ($1130)
per month. Employees working less than an eight (8) hour workday shall receive
medical/vision/dental benefits on a prorated basis (employees working 6 hours would receive 75%
of benefits, etc.). In order to be eligible for medical/pharmacy/vision/dental insurance, an employee
must work an average of three (3) hours per day or a total of fifteen (15) hours per week.
13.1.1 The District will also make available a cancer insurance plan, long term disability
insurance plan, and accidental death coverage to all members, although purchase of these
benefits will be optional. Members may divert any dollars not used as specified in Article
12.1 or may use personal funds to pay for cancer insurance, long term disability, and
accidental death coverage.
13.1.2 The Association will review and select the medical/pharmacy/vision/dental benefits for
the bargaining unit. The Association will also determine whether the plans are to be at a
composite or a tiered rate.
13.1.3 The Association will work cooperatively with the other employee groups within the
District, when feasible, when plans are being reviewed. The Association will notify the
District of its selection of plans by May 15 of each contract year to allow notification time
to the insurance carrier(s).
13.2 Insurance will be provided twelve (12) month/year according to the employees’ established daily
hours of work.
13.2.1 Part-time employees who work full-time (40 hour work week for complete month) in any
month shall receive the full District contribution for the following month.
13.2.2 Employees’ entitlement to insurance and other fringe benefits, including leaves: Any
employee who is consistently working additional hours that he/she would qualify for a
higher insurance reimbursement than currently received may ask for a review by the
Director of Human Resources. The employee will be approved for insurance
reimbursement at the higher level, plus leave benefits at that level as well, if the extra
hours are being consistently assigned and if the need for those extra hours is not seasonal
and no additional staffing or reassignment of responsibilities is planned.
13.3 From the sum allocated in paragraph 12.1 above, the full individual rate will be applied to
medical/vision and dental benefits as of July 1, 2008 and each year of the contract thereafter.
Employee allocation of insurance dollars shall be communicated to the payroll office no later than
the Friday after Labor Day.
13.3.1 Insurance Pooling. If the insurance cap does not cover the full cost of the medical and
dental insurance premiums for members, an insurance pool will be created by November
15 according to the following formula:
Excess dollars in pool
-------------------------- (times) 50% = % of monthly out-of-pocket cost paid by pool
Total out-of-pocket cost
Example:
Total OSEA member’s monthly out-of-pocket costs for medical and dental insurance
premiums are $25,300 (for employees who have out of pocket costs for medical and dental
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insurance) and there is $26,500 of unspent cap dollars (for employees who spend less than
the cap for medical and dental insurance). $26,500/$25,300=1.04743% (times)
50%=52.372% of each employee's monthly out-of-pocket cost for medical and dental
insurance will be covered by the pool.
The pool shall apply only to medical, dental and vision plan premiums for employees that exceed
the monthly insurance cap. Employees will be eligible to obtain optional insurance coverages (i.e.
disability, AD&D, cancer, life) with unspent dollars under the District cap.
Employees hired after the pool is established will be eligible for pool dollars starting with the first
month insurance is deducted from their paycheck.
13.3.2 The individual must notify the District’s Deputy Clerk in writing no later than the Friday
after Labor Day, of how the money is to be distributed. Changes will not be made after
the date set forth above.
13.3.3 Any employee hired after the start of the school year shall notify the District’s Deputy
Clerk of deductions according to deadlines set by the payroll office.
ARTICLE 14: HOLIDAYS AND VACATIONS
14.1 Holidays for employees in the bargaining unit will be:
1. New Year’s Day 6. Veterans Day
2. President’s Day 7. Thanksgiving Day
3. Memorial Day 8. Day After Thanksgiving
4. Independence Day 9. Christmas Day
5. Labor Day 10. Floating Holiday*
*Floating Holiday for 12-month employees: One (1) day per year, which will be arranged
with the supervisor.
Employees are required to work the day preceding the holiday unless excused by the administration or
absent because of sickness.
14.2 Employees covered by the bargaining unit shall be compensated for the holiday or vacation day as though
they had worked a regular schedule for the day.
14.3 Holidays falling on Saturday will be observed on Friday. Holidays falling on Sunday will be observed on
Monday.
14.4 Employees who work on holidays will be paid double their regular rate of pay.
14.5 Vacation days shall be granted as follows:
Years of Service
With The District 1-5 6 7 8 9 10 11 12 13
Months Worked
Per Year 12
(260 days) 12 13 14 15 16 17 18 19 20
Less Than Eleven
(11) Months
(260 days) 10 10 10 10 10 10 10 10 10
All vacation requests are subject to District approval. In the case of twelve-month employees,
vacation may be requested when school is in session. Such requests must be made no less than 15
workdays in advance. The employee’s supervisor will determine approval or non-approval of such
requests, based upon building needs during the time of the requested vacation. The district reserves
the right to determine whether or not substitute employees will be hired in such circumstances.
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14.6 Employees who begin work after the start of the regular work year of their position will receive a
pro rata vacation entitlement for the initial year they are employed in the district.
14.7 Each employee is eligible to take vacation as earned. Vacation is to be taken by December 31
following the end of the fiscal year.
14.8 Part-time employees shall be granted vacations prorated on their hours of work.
ARTICLE 15: TRAVEL ALLOWANCE
15.1 Authorized expenses shall be paid to members of the bargaining unit at the established rate.
15.1.1 Employees who are required to use their automobile in performance of their duties will be
reimbursed at the current IRS rate at the time the travel occurred.
15.1.2 Employees will be reimbursed for authorized regular meals eaten while the employee is
on assigned duty out of the district.
15.2 No employee, with the exception of employees in the Instructional Technology Center (ITC) and
Dining Services, shall be required to use his/her private vehicle to transport District equipment or
supplies.
ARTICLE 16: INSERVICE, TRAINING, TUITION, AND WORKSHOPS
16.1 Employees who attend in-service programs and workshops at the request of the District will be
compensated for such days and/or hours if they are held other than a regular working day.
Workshops or other job related experiences requiring specialized instruction may be initiated by the
District, (i.e. asbestos related, second language, ITI, Behavior Management). With prior approval
by the Superintendent or his/her designee, the District agrees to pay any fees for such classes.
16.2 Employees attending in-service programs or workshops on a regular work day shall not receive
extra compensation. If the district requests an employee attend a conference that extends beyond the
regular work day, the employee shall receive extra compensation for the extended period of time.
Extended pay shall require approval from the District.
16.3 Employees shall have the right to apply for consideration under Article 16.2.
16.4 The District agrees to budget an amount annually for the duration of this agreement for tuition and
in-service programs for classified personnel. The intent of the funding is to ensure that the
particular course or workshop upgrades the skills of the individual or groups. Requests are limited
to one per member per year and cannot be used during the workday. Requests for additional
payment of courses may be submitted to the Director of Human Resources for consideration.
ARTICLE 17: COMPENSATION
17.1 The salaries for members of the bargaining unit for 2008-09 are in Appendix A, the
salaries for 2009-10 are in Appendix B and the salaries for 2010-11 are in Appendix C.
17.2 Salary increases for 2008-09 shall be an annual percentage increase of 3.75%. Salary increases for
2009-10 shall become effective July 1, 2009 and shall be an annual percentage increase of 3.5%.
Salary increases for 2010-11 shall become effective July 2010 and shall be 3.25%.
17.3 Salary Schedule Advancement/Adjustment – 2008-11
17.3.1 At the beginning of the 2008-09 year, members will advance on the current salary schedule
as usual. After all eligible members have advanced one column, Column 1 of the 2007-08
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salary schedule will be dropped and a new column will be added to the right of the existing
salary schedule. Members who were on the last column of the salary schedule during the
2007-08 school year will move to the new column added at the far right of the schedule.
17.3.2 At the beginning of the 2010-11 year, members will advance on the salary schedule as
usual. After all eligible members have advanced one column, Column 2 of the 2007-08
salary schedule will be dropped and another new column will be added to the right of the
existing 2009-10 salary schedule. Members who were on the last column of the salary
schedule during the 2009-10 school year will move to the new column added at the far
right of the schedule.
17.3.3 No further changes shall be made in the salary schedule during the length of this contract.
17.4 Changes to a Position - Changes in position involving new duties with greater responsibilities shall
be accomplished by moving the employee affected to the step in the new range closest to, but not
less than, the previous rate of pay, plus one step.
17.3.1 Employees shall be informed of the step and range in writing prior to starting in the
position.
17.5 Working Out of Range - An employee temporarily assigned by the District to replace an absent
employee who is in a higher classification shall be considered working out of classification. After
the employee has served three (3) consecutive days out of classification, he/she shall receive an
adjusted rate of pay retroactive to the first day of the temporary assignment. Said employee shall be
entitled to the rate of pay that is the step in the new range close to, but not less than, the previous
rate of pay, plus one step.
17.6 Summer Employment - Members of the bargaining unit may apply for summer employment. If
the position is the same type that the member fills during a regular year pay will be no less than
his/her last regular salary rate, or the pay rate assigned to the summer job, whichever is greater.
Employees shall be afforded absence and leave article rights if the member is assigned job duties for
a month or more.
17.7 Experience Credit - In the employment of new personnel, experience credit outside the district may
be granted but limited to a maximum of three (3) years. However, for critical positions as
determined by the District, this limitation may be exceeded. The Association will be notified of
these exceptions prior to implementation.
17.8 Salary Step Advancement – In order to advance a step on the salary schedule, an employee must
have been hired prior to January 1 of each year. Salary step advancement shall occur on the first
working day of each school year.
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17.9 Salary Draws - A member of the bargaining unit may request a salary draw by the 10 day of the
month and the District shall grant an earned advancement on his/her salary. The advance pay will
be deducted from his/her checks in the month granted. Employees shall be limited to four (4) draws
per year. No requests may be made after May 10.
17.10 Custodial/Maintenance Employee Emergency Call In. In emergency situations in which a
custodian or maintenance employee is called in, pay for such call in shall be one and ½ times the
employee’s regular rate for a minimum of 2 hours. If the employee is needed beyond the two hours,
then such time shall be recorded as real time on the district’s regular salary report form(s).
ARTICLE 18: EMERGENCY CLOSURE
18.1 Attendance of members of the bargaining unit may be required when student attendance is not
required due to emergency closure of the District. If attendance of members is not required and the
Board requires students to make up time lost, then all members of the bargaining unit shall be
required to fulfill their regular duties during that time without additional compensation.
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18.2 When student attendance is not required either for the entire workday or due to a late start or early
release due to emergency closure of the District and some members of the bargaining unit are
required to work while other members are not required to work due to the District closure to
students, those required to work shall be paid additional pay for the time actually worked at their
standard hourly rate or receive comparable time off with pay at the District’s discretion.
18.3 Notification. Employees required to report for work in the cases of emergency closure, late start, or
early release will be notified by their supervisor either at the time of the emergency closure or in
writing prior to the emergency closure and receive additional compensation as set forth above.
18.4 In circumstances where a late start day occurs due to inclement weather, employees whose regular
shift begins prior to the time that the announcement is made for the late start, will receive additional
compensation up to the number of hours set for the late start. (If the late start is for two hours, the
employee would receive two hours of additional pay and the regular rate).
18.5 In circumstances where school is cancelled employees whose regular shift begins prior to the
announcement being made, will receive additional compensation up to the number of hours their
supervisor requires them to work.
18.6 When student attendance is not required due to emergency closure of a building and selected
members of the bargaining unit in that building are required to work while other members in that
building are not required to work on what would have been their regular work day due to the
building closure to students, those required to work shall be paid a regular day’s pay plus additional
hours worked at the employee’s regular rate of pay. Such employees will be notified by their
supervisor if they are required to work on such days.
The emergency closure of a building shall affect only members of the bargaining unit working in the
building closed. The closure of an individual building shall not affect members of the bargaining
unit in other workstations.
ARTICLE 19: TRANSPORTATION
19.1 The District shall pay the cost of required physical, EKG examination and drug/alcohol testing for
bus drivers. The District shall contract with a physician to conduct these examinations. If the
employee chooses to have the physical exam conducted by a physician other than the one
recommended by the District and who meets DOT regulation, the District shall only be obligated to
pay the amount it would have paid to the recommended physician. Any charges beyond that shall
be the responsibility of the employee.
19.2 Any driver receiving regular status (a person who drives a regular route each day) will be
reimbursed up to $50 for the cost of a physical previously paid by him/her to receive a state bus
driver’s certificate that is valid at the time of receiving regular status.
19.3 Extra Runs
19.3.1 All regular drivers will be given the opportunity to sign up for extra runs and/or trips
which do not interfere with their regular runs. All extra runs and/or trips will be assigned
according to established assignment procedures in the driver’s handbook.
19.3.2 A driver called from home to drive an extra run or trip shall receive a minimum of two (2)
hours reimbursement for that assignment. A driver doing an extra run or trip within thirty
(30) minutes after completing a regular run shall continue his/her regular rate of pay until
the completion of the run or trip.
19.4 All bus drivers driving a regular route shall be paid for a minimum of four (4) hours per day
worked.
19.4.1 If driving does not fill the minimum work day, the supervisor may assign additional work
duties to the driver.
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19.5 The district will comply with all state and federal requirements relative to random drug and alcohol
testing for all employees who use school district transportation equipment. Such guidelines will be
enumerated in school district policy and regulations. Random drug and alcohol testing will be
conducted and paid by the district.
19.6 The District will pay for the cost of the S-Endorsement for those drivers employed by the District as
of July 1, 2005.
ARTICLE 20: FAIR SHARE
20.1 All members of the bargaining unit who are not members of the Association shall have deducted
from their pay an amount equal to Association dues. The District agrees to transmit deducted fair
share fees to the State Office of the Oregon School Employees Association.
20.2 An employee who, based on a bonafide religious objection, objects to payment of the fair share fee
shall have deducted an equal amount to be contributed to a nonreligious charity agreed on by the
Association and the employee.
20.3 The Association agrees to hold the District harmless against any and all claims, suits, orders, or
judgments brought against the District as a result of this fair share provision.
ARTICLE 21: MISCELLANEOUS
21.1 Savings Clause - Should any article, clause, or provision of this Agreement be be declared illegal
by final judgment of a competent jurisdiction, such invalidation of such article, clause, or provision
shall not invalidate the remaining portion thereof, and such remaining portions shall remain in force
and effect for the duration of the Agreement.
21.2 Agreement Modification - This Agreement may not be modified in whole or in part by the parties
concerned except by an instrument in writing duly executed by both parties.
21.3 Funding - The parties recognize that the revenue needed to fund the compensation provided by this
Agreement must be approved by established budget procedures and, in certain circumstances, by
vote of the citizens. All such compensation is therefore contingent upon sources of revenue and,
where applicable, voter levy approval.
If the 2008-09 estimated revenue from all sources, as established in the adopted 2008-09 budget, as
of June, 2008, is less than 102% of the total revenue for 2007-08, according to the business
manager’s calculation as of the same date, then the entire contract or any part of the contract may be
reopened by the OSEA or the District.
If the 2009-10 estimated revenue from all sources, as established in the adopted 2009-10 budget, as
of June, 2009, is less than 102% of the total revenue for 2008-09 according to the business
manager’s calculation as of the same date, then the entire contract or any part of the contract may be
reopened by the OSEA or the District.
If the 2010-11 estimated revenue from all sources, as established in the adopted 2010-11 budget, as
of June, 2010, is less than 102% of the total revenue for 2009-10 according to the business
manager’s calculation as of the same date, then the entire contract or any part of the contract may be
reopened by the OSEA or the District.
ARTICLE 22: EARLY RETIREMENT
An employee must have completed fifteen (15) years of continuous service in the Centennial School
District and must be an employee of the Centennial School District at the time of retirement to be
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eligible for the medical insurance early retirement incentive. Exceptions to continuous employment
will be allowed for employees who were on authorized unpaid leave of absence or layoff. However,
those periods of absence shall not be counted as time employed. Support staff employees should
notify the Superintendent or his/her designee as soon as possible, but not less than thirty (30) days
prior to exercising the early retirement option.
The member will pay the difference from the individual rate at the time of retirement for the
maximum period of forty-eight (48) months or age 65, whichever comes first.
This Article shall sunset as of July 1, 2005 for all members hired on or after that date.
ARTICLE 23: EMPLOYEE EVALUATION
23.1 All employees shall be provided with an annual written performance evaluation. A copy of the
evaluation shall be provided to the member with an additional copy placed in the employee’s
personnel file in the district office. Any deficiencies noted will be accompanied with suggestions
for improvement.
23.2 New Employees Probationary Period
Newly hired employees shall be placed on a 60 working day probationary period in the new
position. If, at the conclusion of the 60 working days, the employee’s performance is satisfactory,
the employee will automatically move off of the probationary level. No action is required by the
district for this to occur.
If, during the 60 working day probationary period, the supervisor has concerns with the employee’s
performance, the supervisor will notify the employee of such concerns on the Support Staff
Probationary Form (Appendix G) and, should the employee not improve upon his/her performance
within 15 working days of said notification, the supervisor may recommend termination of the
employee to the director of human resources, who will review the recommendation and make final
determination as to the continuing status of the employee.
If the supervisor has concern with the performance of the employee during the 60 working day
probationary period, the supervisor may recommend extension of the probationary period and
develop a plan of assistance for the employee that indicates the job deficiencies and the action that
the employee needs to take to improve performance to a satisfactory level. The plan of assistance
will be in affect for a reasonable length of time in order for performance improvement to occur, but
shall not be longer than 30 working days. At the end of the time during which the plan of assistance
is in force, the supervisor shall recommend to the director of human resources if the employee’s
performance is satisfactory and the employee should continue in the position or if the employee
should be terminated from employment.
ARTICLE 24: PERFORMANCE, DISCIPLINE AND DISCHARGE
24.1 Unsatisfactory Performance
If, in the opinion of the immediate supervisor, the employee’s performance is unsatisfactory, the
following procedures will be followed:
24.1.1 Following the performance evaluation and determination that the employee’s job
performance is unsatisfactory, a plan of assistance, where applicable, will be developed for
the employee, indicating the job deficiencies and the action that the employee needs to take
to improve his/her performance to a satisfactory level for each cited deficiency. The plan
of assistance will be made available to the superintendent’s office and placed in the
employee’s personnel file.
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24.1.2 The plan of assistance will identify a reasonable length of time for the employee to
improve performance. During this time, not longer than thirty days, periodic evaluation
will be made and the employee kept informed of progress being made.
24.1.3 At the end of the plan of assistance, the employee’s performance will again be evaluated
and determination made as to whether or not performance has improved to a satisfactory
level. If improvement has been made, the employee and superintendent will be advised.
24.1.4 If the employee’s performance has not improved to a satisfactory level, the employee’s
immediate supervisor may establish another assistance plan or recommend dismissal.
24.1.5 If dismissal is recommended, all supporting documents will be submitted to the
superintendent for review and appropriate recommendation.
24.1.6 The employee has the right to have a dismissal reviewed under the provisions of Oregon
Revised Statutes, ORS 332.544.
24.2 Discipline
The district shall use due process when disciplining and/or dismissing employees. Employees can
be disciplined according to the severity and frequency of the conduct at issue. Discipline may be in
the form of verbal or written reprimands, depending on the circumstances
24.2.1 Verbal Reprimand – The employee’s principal/supervisor will administer verbal
reprimands. The principal/supervisor will hold a meeting with the employee and the
employee will be entitled to have a representative present. The principal/supervisor will
outline the nature of the problem and allow the employee an opportunity to comment
and/or respond. The principal/supervisor will indicate the required compliance with
specified procedures, policies or work rules, or the cessation of certain conduct. The
principal/supervisor will also indicate future consequences, if the directive(s) are not
followed. The principal/supervisor will document the verbal reprimand in the employee’s
working file.
24.2.2 Written Reprimand – The employee’s principal/supervisor will administer written
reprimands. The principal/supervisor will hold a meeting with the employee and the
employee will be entitled to have a representative present. The principal/supervisor will
outline the nature of the problem and allow the employee an opportunity to comment
and/or respond. Following the employee’s comments, the principal/supervisor may then
decide to issue a written reprimand for the employee. The written reprimand will indicate
compliance with specified procedures, policies, or work rules or the cessation of certain
conduct. The written reprimand will also indicate future consequences, if the directives are
not followed.
24.3 Immediate Suspension for Misconduct
In the event of flagrant misconduct or a felony charge, the employee may be suspended with pay
immediately from employment until such charges are investigated and a decision is made to
continue or terminate employment. If the employee is cleared of the charges, he/she will be
immediately reinstated without loss of pay or other benefits. If the charges are upheld, the
termination date will be the date of suspension.
Investigation and decision concerning charges for a suspended employee will not exceed ten (10)
days from the time of suspension or until due process is completed.
24.4 Recommendation for Dismissal
If, as a result of either unsatisfactory performance or misconduct the supervisor recommends
dismissal, the employee shall be given opportunity for a pre-termination hearing before the
superintendent or designee. The employee shall receive in writing a statement of reasons for the
recommendation for dismissal, and shall have the opportunity to respond. The employee may be
accompanied by a representative of his/her choice.
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24.5 School Board Hearing
If the superintendent acts to dismiss an employee, the employee may, within fifteen (15) days of
receiving notice of the dismissal, request a hearing before the school board, which shall be
scheduled within 30 days, if possible. They will be assisted and advised by a hearing officer/legal
advisor who has not been involved with the administrative procedures leading to dismissal. At this
post-termination hearing, the employee shall have the right to call and cross examine witnesses, to
produce documentary evidence, and to have the assistance of counsel or other representative. The
hearing will be held in executive session unless the employee requests that it be held in open
session. The Board will deliberate and act to affirm, reverse, or modify the termination decision and
communicate the decision within ten (10) days of the hearing.
24.6 The procedures provided above are subject to the grievance procedures, up to and including
arbitration.
ARTICLE 25: DURATION OF AGREEMENT
25.1 This Agreement shall be effective as of July 1, 2008 and shall continue in effect until June 30, 2011.
This Agreement shall be binding upon the Board and all members of the bargaining unit. This
Agreement shall not be extended orally and it is expressly understood that it shall expire on the date
indicated.
IN WITNESS WHEREOF, the Chapter has caused this Agreement to be signed by its Chairman,
and Board has caused this Agreement to be signed by its Chairman and attested by its Clerk.
CHAPTER 113 - OREGON
SCHOOL EMPLOYEES ASSOCIATION CENTENNIAL BOARD OF EDUCATION
___________
OSEA President Date Board Chair Date
___________
OSEA Field Representative Date Superintendent Date
___ ___________
Assistant Superintendent Date
APPENDIX D, E and F EXPLANATION
Explanation - Premium pay of 3% of the employee’s regular rate of pay shall be paid for employees in these
positions: Industrial Arts Assistant - High School, where the Assistant is responsible for supervising
and providing assistance for groups of students with no consistent licensed staff present.
22
APPENDIX A: Centennial School District – OSEA
New Employee Probationary Employee Report
Newly hired employees shall be placed on a 60 working day probationary period in their new position. If, at the conclusion of the 60 working days,
the employee’s performance is satisfactory, the employee will automatically move off of the probationary level. No action is required by the
district for this to occur.
If, during the 60 working day probationary period, the supervisor has concerns with the employee’s performance, the supervisor will notify the
employee of such concerns and, should the employee not improve upon his/her performance during the remainder of the 60 working day
probationary period, the supervisor may recommend termination of the employee at the end of the 60 working day probationary period.
If the supervisor has concern with the performance of the employee during the 60 working day probationary period, the supervisor may recommend
extension of the probationary period and develop a plan of assistance for the employee that indicates the job deficiencies and the action that the
employee needs to take to improve performance to a satisfactory level. The plan of assistance will be in affect for a reasonable length of time in
order for performance improvement to occur, but shall not be longer than 30 working days. At the end of the time during which the plan of
assistance is in force, the supervisor shall recommend to the director of human resources if the employee’s performance is satisfactory and the
employee should continue in the position or if the employee should be terminated from employment. (OSEA Contract Art. 22.2)
Employee ___________________________________Hire Date _______________Today’s Date_____________
Building ______________________Assignment ___________________ Evaluator ________________________
Note To Employee: Please note that, as your evaluator, concerns have surfaced during your 60 working day probationary period.
Listed below are these concerns. As mentioned above, and in accordance with the negotiated agreement between the OSEA and
the Centennial School District, performance improvement is expected at the conclusion of your 60 working day probationary
period in order for your employment to be continued with the district.
NEEDS Performance Criteria Criteria Definitions
IMPROVE-
MENT
1. Quality of Work This employee produces the quality of work necessary to meet the job requirement.
2. Efficiency This employee effectively meets job requirements by performing them in a timely manner.
3. Job Knowledge This employee has the knowledge and skill to perform the duties of this job.
4. Attendance This employee's attendance, punctuality and break utilization are acceptable.
5. School District Policy This employee understands and follows applicable Board Policies and Practices, building/program
rules and other guidelines.
6. Safety Practices This employee knows and follows applicable safety rules and guidelines.
7. Equipment and Supplies This employee uses and maintains equipment and supplies in a safe, proper and efficient manner.
8. Judgment This employee makes logical and perceptive decisions in performing job responsibilities.
9. Initiative This employee works effectively and independently of supervision to perform tasks as needed.
10. Interpersonal relations This employee maintains cooperative, tactful, courteous relationships with co-workers, supervisor, and
the public.
11. Dependability This employee is prompt, trustworthy, and conscientious in following and implementing procedures and
directives.
12. Staff Development This employee participates in staff development or gets involved in other activities to enhance job
growth.
13. Flexibility This employee adjusts well to new or different job situations, suggestions for improvement and job
adjustments.
14. Attitude This employee shows interest and enthusiasm toward work.
15. Support to District This employee supports job-related decisions made by the district, school or department and utilizes
established procedures in the event of concern.
16. Student Relations This employee relates to students in a professional manner, respecting individual and cultural diversity.
17. Communication This employee practices appropriate speaking, listening and writing skills.
18. Follows Directions This employee accepts and follows directions in a positive and effective manner.
19. Confidentiality This employee uses discretion with confidential information.
20. Appearance This employee's personal appearance and attire are appropriate for the position and safety on the job.
Recommendations for Employee Improvement from Designated “Needs Improvement”areas above (May use back side, as well):
Employee Signature, Receipt of Copy ________________________________________ Date _____________________
Evaluator Signature ________________________________________________ Date ____________________________
NOTE: Copy to Employee and Copy to Human Resources (Share\EvalTemplate\SuppStaffProbEval)
I
APPENDIX B:
CENTENNIAL SCHOOL DISTRICT – OREGON SCHOOL EMPLOYEES ASSOCIATION
DOCUMENT OF GRIEVANCE
Level One – Immediate Supervisor
A “Grievance” shall mean a complaint by an employee or group of employees that there has been to him/her (them) a violation of
inequitable application of any provisions of the Collective Bargaining Agreement between the Centennial School District and
Centennial Chapter 113 of the Oregon School Employees Association. A formal grievance must be initiated by the aggrieved
within fifteen (15) working days from occurrence thereof or of the aggrieved’s first knowledge thereof. Failure by the employee to
submit the grievance in accordance with time limits shall constitute abandonment of the grievance. Failure by the District to
submit a reply within the specified time limits shall permit the aggrieved to proceed to the next level. There shall be no restraint,
interference, discrimination, or reprisal exerted on any employee choosing to use the procedures in good faith for resolution of
grievances. There shall be no reprisals against any employee utilizing the grievance procedures, or to a party of interest thereto, by
the Board or any employee of the School District. (NOTE: Article 10: Grievance Procedure is found in the Collective Bargaining
Agreement between the Centennial School District and Centennial Chapter 113 of the Oregon School Employees Association.)
Level One - The employee or employees shall present the written grievance to the building principal or immediate supervisor
involved in the grievance. A conference will be arranged within ten (10) workdays after receipt of the grievance. A decision will
be given in writing by the principal or supervisor within five (5) workdays after the conference. If the matter is settled or explained
to the grievant’s satisfaction, it ends there.
Name of Grievant(s) ______________________________ Date Grievance Submitted _________________________
Work Location ________________________________________ Classification/Job Title ______________________
Work Phone No. _____________________Name of Principal/Supervisor ___________________________________
Specify the specific contract agreement/policy provisions by number and title that you are grieving:
_______________________________________________________________________________________________
_______________________________________________________________________________________________
_______________________________________________________________________________________________
Statement of the Problem/Grievance:
_______________________________________________________________________________________________
_______________________________________________________________________________________________
_______________________________________________________________________________________________
_______________________________________________________________________________________________
_______________________________________________________________________________________________
_______________________________________________________________________________________________
Remedy Sought:
_______________________________________________________________________________________________
_______________________________________________________________________________________________
_______________________________________________________________________________________________
_______________________________________________________________________________________________
_______________________________________________________________________________________________
_______________________________________________________________________________________________
II
_______________________________________________________________________________________________
_______________________________________________________________________________________________
Identify Steps taken previously to resolve this grievance:
_______________________________________________________________________________________________
_______________________________________________________________________________________________
_______________________________________________________________________________________________
_______________________________________________________________________________________________
_______________________________________________________________________________________________
_______________________________________________________________________________________________
Please Check One:
YES NO
___ ____ I hereby authorize OSEA to represent me in this grievance. I also grant the OSEA
field representative named by OSEA full access to any and all of my personnel
file(s) until such time as this grievance is resolved.
Signature of Grievant(s) ___________________________________________________________________________
Date Grievance Received _____________________________________
Disposition/Response by Immediate Supervisor:
_______________________________________________________________________________________________
_______________________________________________________________________________________________
_______________________________________________________________________________________________
_______________________________________________________________________________________________
_______________________________________________________________________________________________
_______________________________________________________________________________________________
_______________________________________________________________________________________________
_______________________________________ ___________________________________________________
Date Signature of Immediate Supervisor
___________________________________________________
Position and School/Worksite
If the grievance has not been settled to the aggrieved’s satisfaction at the end of Level 1, he/she has five (5) workdays to notify the
principal and file an appeal in writing to the Superintendent’s office. The Superintendent or designee shall attempt to resolve the
differences so that the incident is closed with a sense of satisfactory adjustment for the grievant. If the matter is not resolved
within five (5) workdays of hearing the appeal, the Superintendent or designee shall communicate to the aggrieved and building
III
principal his/her written decision, which shall include supporting reasons thereof.
IV
CENTENNIAL SCHOOL DISTRICT – OREGON SCHOOL EMPLOYEES ASSOCIATION
DOCUMENT OF GRIEVANCE
Level Two – Superintendent/Designee
There shall be no restraint, interference, discrimination, or reprisal exerted on any employee choosing to use the procedures in
good faith for resolution of grievances. There shall be no reprisals against any employee utilizing the grievance procedures, or to a
party of interest thereto, by the Board or any employee of the School District. (NOTE: Article 10: Grievance Procedure is found
in the Collective Bargaining Agreement between the Centennial School District and Centennial Chapter 113 of the Oregon School
Employees Association.)
Level Two - If the grievance has not been settled to the aggrieved’s satisfaction at the end of Level 1, he/she has five (5) workdays
to notify the principal and file an appeal in writing to the Superintendent’s office. The Superintendent or designee shall attempt to
resolve the differences so that the incident is closed with a sense of satisfactory adjustment for the grievant. If the matter is not
resolved within five (5) workdays of hearing the appeal, the Superintendent or designee shall communicate to the aggrieved and
building principal his/her written decision, which shall include supporting reasons thereof.
Name of Grievant(s) ______________________________ Date Grievance Appeal Submitted ___________________
Work Location ___________________________________ Classification/Job Title ___________________________
Work Phone No. ______________________Name of Principal/Supervisor __________________________________
Specify the specific contract agreement/policy provisions by number and title that you are grieving:
_______________________________________________________________________________________________
_______________________________________________________________________________________________
_______________________________________________________________________________________________
Statement of reason/evidence to support the appeal (Why grievance disposition by immediate supervisor was
not acceptable):
_______________________________________________________________________________________________
_______________________________________________________________________________________________
_______________________________________________________________________________________________
_______________________________________________________________________________________________
_______________________________________________________________________________________________
_______________________________________________________________________________
Signature of Grievant(s) _________________________________________________________________________
Date Appeal Received _____________________________________
Disposition of Grievance Appeal by Superintendent/Designee:
_______________________________________________________________________________________________
_______________________________________________________________________________________________
_______________________________________________________________________________________________
V
_______________________________________________________________________________________________
_______________________________________________________________________________________________
_______________________________________________________________________________________________
_______________________________________________________________________________________________
_______________________________________________________________________________________________
_______________________________________________________________________________________________
_______________________________________ ___________________________________________________
Date Signature of Superintendent/Designee
Position and School/Worksite___________________________
If the grievant is not satisfied with the Superintendent’s or designee’s decision, he/she may appeal the decision to the Centennial
District Board of Directors.
Within five (5) workdays of the date of the decision, the grievant must notify the Superintendent’s office that he/she is appealing
the decision to the Board. The written appeal will be placed on the agenda of a regular board meeting within forty-five (45)
workdays of the submission of the appeal unless the Association has waived the time line. The problem will be discussed either
formally or informally with the Board of Directors at the request of the aggrieved.
VI
CENTENNIAL SCHOOL DISTRICT – OREGON SCHOOL EMPLOYEES ASSOCIATION
DOCUMENT OF GRIEVANCE
Level Three – School Board
There shall be no restraint, interference, discrimination, or reprisal exerted on any employee choosing to use the procedures in
good faith for resolution of grievances. There shall be no reprisals against any employee utilizing the grievance procedures, or to a
party of interest thereto, by the Board or any employee of the School District. (NOTE: Article 10: Grievance Procedure is found
in the Collective Bargaining Agreement between the Centennial School District and Centennial Chapter 113 of the Oregon School
Employees Association.)
Level Three - If the grievant is not satisfied with the Superintendent’s or designee’s decision, he/she may appeal the decision to the
Centennial District Board of Directors.
Within five (5) workdays of the date of the decision, the grievant must notify the Superintendent’s office that he/she is appealing
the decision to the Board. The written appeal will be placed on the agenda of a regular board meeting within forty-five (45)
workdays of the submission of the appeal unless the Association has waived the time line. The problem will be discussed either
formally or informally with the Board of Directors at the request of the aggrieved.
Name of Grievant(s) ______________________________ Date Appeal Submitted __________________
Work Location ______________________________ Classification/Job Title ______________________
Work Phone No. _______________Name of Principal/Supervisor ___________________________
Specify the specific contract agreement/policy provisions by number and title that you are grieving:
_______________________________________________________________________________________________
_______________________________________________________________________________________________
_______________________________________________________________________________________________
Statement of reason/evidence to support the appeal (Why grievance disposition by immediate supervisor was
not acceptable:
_______________________________________________________________________________________________
_______________________________________________________________________________________________
_______________________________________________________________________________________________
_______________________________________________________________________________________________
_______________________________________________________________________________________________
Remedy Sought:
_______________________________________________________________________________________________
_______________________________________________________________________________________________
_______________________________________________________________________________________________
_______________________________________________________________________________________________
Type of Hearing Requested: Formal/Open_____________________ Informal/Executive ________________
Signature of Grievant(s) ___________________________________________________________________________
Date Appeal Received ________________________________ Date of Next Regular Board Meeting ____________
VII
Disposition of Grievance Appeal by School Board:
_______________________________________________________________________________________________
_______________________________________________________________________________________________
_______________________________________________________________________________________________
_______________________________________________________________________________________________
_______________________________________________________________________________________________
_______________________________________________________________________________________________
_______________________________________________________________________________________________
_______________________________________________________________________________________________
_______________________________________________________________________________________________
_______________________________________ ___________________________________________________
Date Signature of Board Chairman
_______________________________________ ___________________________________________________
Date Signature, Clerk of the Board
Level Four – Grievances which are arbitrable and are not settled at Level Three may be appealed to arbitration by
delivering written notice of request for arbitration to the Superintendent’s office within ten (10) workdays of receipt of
the Level Three decision by the Association. (Further information on Level Four is found in Article 10.3 Grievance
Procedures in the Collective Bargaining Agreement between the Centennial School District and Centennial Chapter
113 of the Oregon School Employees Association.
VIII
APPENDIX C: OSEA Salary Schedule
2007/2008
HOURLY
RANGE 2 3 4 5 6 7 8 9 10 11 12
1 10.75 11.17 11.62 12.08 12.56 12.94 13.33 13.72 14.14 14.55 15.00
2 11.28 11.75 12.21 12.70 13.20 13.60 14.01 14.43 14.86 15.30 15.76
3 11.57 12.03 12.52 13.03 13.54 13.95 14.37 14.79 15.24 15.69 16.17
4 11.86 12.32 12.83 13.33 13.88 14.27 14.70 15.16 15.60 16.08 16.55
5 12.43 12.94 13.45 14.00 14.56 15.01 15.46 15.92 16.40 16.88 17.40
6 13.08 13.59 14.15 14.69 15.28 15.74 16.23 16.70 17.21 17.72 18.26
7 13.72 14.27 14.85 15.45 16.08 16.55 17.05 17.55 18.08 18.63 19.19
8 14.41 14.99 15.58 16.21 16.84 17.36 17.87 18.42 18.96 19.55 20.12
9 15.15 15.74 16.37 17.02 17.71 18.25 18.79 19.37 19.94 20.55 21.15
10 15.89 16.53 17.20 17.87 18.59 19.16 19.73 20.33 20.93 21.57 22.22
11 16.68 17.35 18.04 18.76 19.52 20.09 20.71 21.32 21.96 22.63 23.30
Trades I 20.68 21.76
Trades II 21.30 22.42
Trades III 24.31 25.03
RANGE 2 3 4 5 6 7 8 9 10 11 12
2 + 3% 11.62 12.10 12.58 13.08 13.60 14.01 14.43 14.86 15.31 15.76 16.23
5 +.15 12.58 13.09 13.60 14.15 14.71 15.16 15.61 16.07 16.55 17.03 17.55
5 +.30 12.73 13.24 13.75 14.30 14.86 15.31 15.76 16.22 16.70 17.18 17.70
IX
APPENDIX D: OSEA Salary Schedule
2008/2009
HOURLY 1.0375 Increase
07/08 Step: 2 3 4 5 6 7 8 9 10 11 12 N/A
RANGE 1 2 3 4 5 6 7 8 9 10 11 12
1 11.16 11.59 12.06 12.54 13.04 13.43 13.83 14.24 14.68 15.10 15.57 16.04
2 11.71 12.20 12.67 13.18 13.70 14.11 14.54 14.98 15.42 15.88 16.36 16.86
3 12.01 12.49 12.99 13.52 14.05 14.48 14.91 15.35 15.82 16.28 16.78 17.29
4 12.31 12.79 13.32 13.83 14.41 14.81 15.26 15.73 16.19 16.69 17.18 17.70
5 12.90 13.43 13.96 14.53 15.11 15.58 16.04 16.52 17.02 17.52 18.06 18.61
6 13.58 14.10 14.69 15.25 15.86 16.34 16.84 17.33 17.86 18.39 18.95 19.52
7 14.24 14.81 15.41 16.03 16.69 17.18 17.69 18.21 18.76 19.33 19.91 20.51
8 14.96 15.56 16.17 16.82 17.48 18.02 18.55 19.12 19.68 20.29 20.88 21.51
9 15.72 16.34 16.99 17.66 18.38 18.94 19.50 20.10 20.69 21.33 21.95 22.61
10 16.49 17.15 17.85 18.55 19.29 19.88 20.47 21.10 21.72 22.38 23.06 23.76
11 17.31 18.01 18.72 19.47 20.26 20.85 21.49 22.12 22.79 23.48 24.18 24.91
07/08 Step: 1 2 3 N/A
Trades I 20.32 21.46 22.58 23.38
Trades II 20.94 22.10 23.27 24.09
Trades III 23.37 25.23 25.97 26.88
RANGE 1 2 3 4 5 6 7 8 9 10 11 12
2 + 3% 12.07 12.57 13.06 13.58 14.12 14.54 14.98 15.43 15.89 16.36 16.86 17.37
5 +.15 13.05 13.58 14.11 14.68 15.26 15.73 16.19 16.67 17.17 17.67 18.21 18.76
5 +.30 13.20 13.73 14.26 14.83 15.41 15.88 16.34 16.82 17.32 17.82 18.36 18.91
X
APPENDIX E: OSEA Salary Schedule
2009/2010
HOURLY 1.035 Increase
07/08 Step: 2 3 4 5 6 7 8 9 10 11 12 N/A
RANGE 1 2 3 4 5 6 7 8 9 10 11 12
1 11.56 12.00 12.49 12.98 13.50 13.91 14.32 14.74 15.20 15.63 16.12 16.61
2 12.12 12.63 13.12 13.65 14.18 14.61 15.05 15.51 15.96 16.44 16.94 17.46
3 12.44 12.93 13.45 14.00 14.55 14.99 15.44 15.89 16.38 16.85 17.37 17.90
4 12.75 13.24 13.79 14.32 14.92 15.33 15.80 16.29 16.76 17.28 17.79 18.32
5 13.36 13.91 14.45 15.04 15.64 16.13 16.61 17.10 17.62 18.14 18.70 19.27
6 14.06 14.60 15.21 15.79 16.42 16.92 17.43 17.94 18.49 19.04 19.62 20.21
7 14.74 15.33 15.95 16.60 17.28 17.79 18.31 18.85 19.42 20.01 20.61 21.23
8 15.49 16.11 16.74 17.41 18.10 18.66 19.20 19.79 20.37 21.01 21.62 22.27
9 16.28 16.92 17.59 18.28 19.03 19.61 20.19 20.81 21.42 22.08 22.72 23.41
10 17.07 17.76 18.48 19.20 19.97 20.58 21.19 21.84 22.49 23.17 23.87 24.60
11 17.92 18.65 19.38 20.16 20.97 21.58 22.25 22.90 23.59 24.31 25.03 25.79
07/08 Step: 1 2 3 N/A
Trades I 21.04 22.22 23.38 24.20
Trades II 21.68 22.88 24.09 24.94
Trades III 24.19 26.12 26.88 27.83
RANGE 1 2 3 4 5 6 7 8 9 10 11 12
2 + 3% 12.49 13.01 13.52 14.06 14.61 15.05 15.51 15.98 16.44 16.94 17.45 17.99
5 +.15 13.51 14.06 14.60 15.19 15.79 16.28 16.76 17.25 17.77 18.29 18.85 19.42
5 +.30 13.66 14.21 14.75 15.34 15.94 16.43 16.91 17.40 17.92 18.44 19.00 19.57
XI
APPENDIX F: OSEA Salary Schedule
2010/2011
HOURLY 1.0325 Increase
07/08 Step: 3 4 5 6 7 8 9 10 11 12 N/A N/A
RANGE 1 2 3 4 5 6 7 8 9 10 11 12
1 12.39 12.90 13.41 13.94 14.37 14.79 15.22 15.70 16.14 16.65 17.15 17.67
2 13.05 13.55 14.10 14.65 15.09 15.54 16.02 16.48 16.98 17.50 18.03 18.58
3 13.36 13.89 14.46 15.03 15.48 15.95 16.41 16.92 17.40 17.94 18.49 19.05
4 13.68 14.24 14.79 15.41 15.83 16.32 16.82 17.31 17.85 18.37 18.92 19.49
5 14.37 14.92 15.53 16.15 16.66 17.15 17.66 18.20 18.73 19.31 19.90 20.50
6 15.08 15.71 16.31 16.96 17.47 18.00 18.53 19.10 19.66 20.26 20.87 21.50
7 15.83 16.47 17.14 17.85 18.37 18.91 19.47 20.06 20.67 21.28 21.92 22.58
8 16.64 17.29 17.98 18.69 19.27 19.83 20.44 21.04 21.70 22.33 23.00 23.69
9 17.47 18.17 18.88 19.65 20.25 20.85 21.49 22.12 22.80 23.46 24.18 24.91
10 18.34 19.09 19.83 20.62 21.25 21.88 22.55 23.23 23.93 24.65 25.40 26.17
11 19.26 20.01 20.82 21.66 22.29 22.98 23.65 24.36 25.11 25.85 26.63 27.43
07/08 Step: 1 2 3 N/A N/A
Trades I 21.73 22.95 24.14 24.99 25.81
Trades II 22.39 23.63 24.88 25.76 26.60
Trades III 24.98 26.97 27.76 28.74 29.68
RANGE 1 2 3 4 5 6 7 8 9 10 11 12
2 + 3% 13.45 13.96 14.53 15.09 15.55 16.01 16.51 16.98 17.49 18.03 18.58 19.14
5 +.15 14.52 15.07 15.68 16.30 16.81 17.30 17.81 18.35 18.88 19.46 20.05 20.65
5 +.30 14.67 15.22 15.83 16.45 16.96 17.45 17.96 18.50 19.03 19.61 20.20 20.80
XII
APPENDIX G: RANGE PLACEMENTS
Range 1 Range 5 Range 9
Dining Services Technician I Base Kitchen Coordinator Head Custodian – CMS
Delivery Assistant/Driver I Custodian/Grounds Keeper Lead Secretary - CHS
Educ. Assistant - Child Care I Library/Media Technical Assistant
Hall Monitor Printing/Production Specialist Range 10
Program Assistant Secretary Student Attendance Liaison
Special Education Records Manager
Range 2 High School Registrar Range 11
Clerical Assistant Records Manager Equipment Maintenance/Operations Tech III
Computer Lab Assistant District Technology Support Specialist
Dining Services Technician II Range 6 District Computer Support Specialist
Records Clerk I Accounting Clerk II District Network Support Specialist
Educational Assistant - Child Care II Delivery Warehouse Person Trades 1 – Admin. Support Staff
Senior Secretary Payroll Clerk
Range 3 (Met NCLB Requirements) Educational Assistant - Bilingual Liaison Secretary to the Director
Educ. Assist. - Special Educ/ELL/Title I/Basic Ed Asst. School Bus Driver
Educational Assistant - Basic Education/Work Experience Child Care Development Specialist I Trades II – Miscellaneous
Library/Media Assistant CHS Maintenance
Educational Assistant - Child Care III Range 7 Campus Security Officer
Delivery Driver II Accounting Clerk III
Administrative Secretary Trades III – Maintenance
Base Kitchen Manager (HS) Maintenance Carpenter
Range 4 Head Custodian - Elementary School Maintenance Electrician
Accounting Clerk I Records Clerk II Maintenance Groundskeeper
Assistant Base Kitchen Coordinator Student Body Accounting Bookkeeper (HS) Maintenance Plumber
Dining Services Accounting Clerk I Child Care Development Specialist II Maintenance Technician - CHS
Dining Services Manager Routing Coordinator Journeyman Mechanic
Substitute Placement Specialist School Bus Dispatcher Date Base Services Specialist
Public Information Specialist (HS) District Trades Assistant
College and Career Coordinator (ASPIRE)(HS) Range 8
Evening Custodian = $.15/hr differ(swing) Operational Department Secretary
Night Custodian = $.20/hr differ (graveyard) School Bus Driver Trainer
Assistant Head Custodian/Supervisor = $.15/hr differ School Lead Secretaries
Youth Transition Specialist
XIII
APPENDIX H: BUMPING ORDER
ORDER RANGE ORDER RANGE ORDER RANGE
DINING SERVICES SECRETARIAL/CLERICAL STUDENT SERVICES
1 Base Kitchen Manager (HS) 7 1 Secretary to the Director TI 1 Student Attendance Liaison 10
2 Base Kitchen Coordinator (HS) 5 2 CHS School Lead Secretary 9 2 Youth Transitions Specialist 8
3 Dining Serv. Mgr./Asst.Base Kitch. Coordinator 4 3 Oper. Dept. Sec./School Lead Sec. 8 CUSTODIAL/GROUNDS
Trades III Maintenance/ Dist.
4 Dining Services Technician II 2 4 Administrative Secretary 7 1 Trades Assist. T III
5 Dining Services Technician I 1 5 Senior Secretary 6 2 CHS Maint. T II
CHILD CARE 6 Secretary/H.S. Registrar/SpEd Rec. Mgr/Rec.Mgr. 5 3 Head Custodian - CMS 9
1 Child Care Development Specialist II 7 7 Public Inform. Specialist (HS) 4 4 Head Custodian - E.S. 7
2 Child Care Development Specialist I 6 7 Substitute Placement Specialist 4 5 Delivery Warehouse Person 6
3 Child Care III 3 8 Clerical Assistant 2 6 Custodian/Grounds Keeper 5
4 Child Care II 2 ACCOUNTING/BOOKKEEPING/RECORDS 7 Delivery Driver II 3
5 Child Care I 1 1 Payroll Clerk TI 8 Delivery Assistant/Driver I 1
EDUCATIONAL SERVICES 2 Acct. Clerk III/Records Clerk II/ASB Bkkpr (HS) 7 SECURITY
1 Library/Media Technical Asst. 5 3 Acct. Clerk II 6 1 Campus Security Officer T II
Range 3 Educ. Assist./Lib.
2 Assist./ELL/Spec.Ed./Work Exper. 3 4 Acct. Clerk I/Dining Serv. Acct. Clerk I 4 2 Hall Monitor 1
3 Comp. Lab. Assist 2 5 Records Clerk I 2 DATA BASE SPECIALISTS
Data Base Services
4 Program Assistant 1 LANGUAGE SPECIALISTS 1 Specialist/Equip Maint/Op Tech III TIII
Dist. Tech Supp. Spec/Dist.Comp.
TRANSPORTATION 1 Bilingual Liaison 6 2 Supp. Spec. 11
1 School Bus Driver Trainer 8 PRINTING SERVICES
2 School Bus Routing Coordinator 7 1 Printing/Production Specialists 5
3 School Bus Driver 6
XIV
