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Home / DUEA Contract
DUEA Negotiations Items of Agreement April 09
2.7 Changes in Procedures (NEW)
All published policies, regulations, and rules of the Board will be made available for inspection upon request. The District will attempt to discuss changes in policies and procedures relevant to the bargaining unit with the Association prior to implementation or as soon thereafter as administratively possible provided the District is aware of the relevancy. The District and the Association will also discuss the method by which the employees will be notified of the changes in procedures.
Working Conditions
Each bargaining unit member will be provided with:
a lockable space for the employee’s personal property away from student common areas;
an individual mailbox at the member’s assigned “home” school;
an assigned District e-mail address with training on the use of the system;
a work surface and some filing space when such is deemed appropriate by the District.
A record of the above working conditions and any reasons for deficiencies will be kept by the administration on a form provided by the District. The Association will be provided with these findings upon request.
The appropriate supervisors may also be surveyed periodically on various paraeducator working conditions as determined by the DUEA Labor-Management Committee in order to better monitor those conditions and to make recommendations.
No bargaining unit member will be required to perform any cleaning or maintaining of school facilities other than normal maintenance within the assigned program. No bargaining unit member shall be required to work under unsafe or hazardous conditions which pose an immediate threat to her/his health or safety, provided that District officials are immediately notified of the conditions and the District confirms the severity of the situation. No action by the employee should cause any students to be left unsupervised.
2.10 PRESIDENT’S RELEASE TIME
The Association President or designee shall be released for up to six (6) hours per week for the purpose of conducting Association or District business. Upon approval by the District and the Association, special accommodations may be made in instances where release time may have an impact on the President or designee’s work assignment. There shall be no reduction in pay or benefits as a result of such release time. The Association President will give 24 hours notice for such leave whenever possible. In a situation where Association business is conducted and a substitute is secured, the Association will reimburse the District an amount equal to actual time spent on Association business times the base rate of pay. 6.7 Supervision/Extra Duty Compensation (new) Bargaining Unit members who are offered positions of supervisions and/or extra duties that could not be filled by certified employees shall be compensated at the full rate that would have been paid to the certified employees. Provided, however, that the rate of pay, overtime included, shall not be more than the rate offered to certified employees.
7.2 Professional Growth Opportunities for staff development will be made to all bargaining unit members throughout the school year on a voluntary paid basis. These programs may be held on Institute/Inservice Days or other days as deemed appropriate by the District and the Association. All assistants may attend up to thirty (30) hours while home/school liaisons, sign language interpreters, and library paraprofessionals may attend up to fifteen (15) hours of such voluntary staff development on days that are beyond the employee's normal work year. Those attending the sessions must fill out time sheets at the sessions in order to be paid for the time. Staff development considered mandatory for any bargaining unit members will be held during their normal work year. Funding for these programs for home/school liaisons and library paraeducators will be contingent upon the previous year's expenditures for the assistants' staff development programs. The professional development programs will be planned by a joint Association/District committee for each classification and in conjunction with the Professional Growth Office. These meetings may be in addition to meetings scheduled by a supervisor for a specific classification of employees. The Committee shall meet at least twice a year, more often if needed. Administrative staff may be invited as needs dictate. The committee shall include one representative from each seniority category of the membership. In addition, this committee shall include one administrative representative each from the special education department, early childhood department, ELL department and professional development department.
Administration of Medication (new)
Under no circumstances shall bargaining unit members be required to administer medication to students. Bargaining Unit Members may, however, volunteer to administer medication pursuant to District procedures.
7.9 Students With Special Needs (new)
Information on students with special needs and deemed appropriate by the District will be shared on an “as needed” basis with appropriate bargaining unit personnel. Proper use of this information will be a part of the ongoing in-service training for bargaining unit members. Upon request, bargaining unit personnel shall be given training in use of this information.
When an employee assumes a position assisting students with special needs, the employee will be supplied with appropriate equipment, supplies, and training for such, as determined by the District.
During the school year, if the District changes the job requirements of a special needs student beyond the capabilities of the bargaining unit member (as determined by the District), the member may be transferred to another assignment for the balance of the school year without any loss of pay or benefits, and notification will be given to the Association.
7.10 Early Release Days (new) Bargaining unit members are expected to work a full day on student “early release” days. These include but are not limited to finals, early release and half-days. The District will strive to offer professional growth programs for affected employees on these days. Members who seek not to work on these days must submit the proper documentation to Human Resources, in which case the employee will not be charged any sick or personal leave time.
7.11 Visitation (new) At the discretion of the District, any member of the association may be given time from regular duties for the purpose of visiting and observing another classroom or program, in the school, in another school in the district, or in a school outside the district. Such visits and observations shall be for the purpose of improving the members job effectiveness and/or report the observations to other members.
Reassignments occur as the needs of the District change. Any member being reassigned may choose not to be assigned to a non-traditional school calendar.
Involuntary Transfers
Whenever possible, the employees will maintain their work assignment. The Association will be notified of all involuntary transfers. If such a transfer occurs, the District will provide arrangements for the transition and necessary training. PROFESSIONAL IMPROVEMENT LEAVE (new)
An unpaid leave of absence may be granted, at the District’s discretion, for up to two academic years for the purpose of engaging in an accredited institution of higher learning. Such study must be in the area of education or a related area as deemed appropriate by the District. The individual granted the unpaid leave shall be entitled only to an available position in the bargaining unit at the District’s discretion upon return. If the member fails to return on the agreed upon date, the member shall be deemed to have resigned. District paid insurance contributions shall not continue during the period of absence.
12.2 LIFE INSURANCE The Board shall provide life insurance protection which shall pay to the designated beneficiary the sum of 12.7 LONG-TERM DISABILITY (new) (Same language as DUSA. Details to follow, and implementation to be at next Open Enrollment.) ARTICLE XIII DUEA SALARY SCHEDULE 2008-2009
MEMORANDUM OF UNDERSTANDING Employee Protections The following policies and procedures have been adopted by District U-46 and have been provided to the Association. It is expressly agreed that the inclusion of these policies and procedures herein is for reference only and are not subject to the grievance and arbitration procedures of the DUEA Collective Bargaining Agreement. These items are available to bargaining unit members upon written request to either the Association or the District: Board of Education Policies (can be found on the District website, ): 5.020—Sexual Harassment Policy 5.090—Child Abuse and Neglect 5.120—Staff Conflicts of Interest and Ethics 5.121—Staff-Student Relations 5.180—Staff Health and Safety 5.185—Staff Protection 5.254—Family and Medical Leave Act (FMLA)
Administrative Handbook (can be found on the District intranet): Assault/Battery Upon Staff Parent or Student Complaints Administrative Incident Report
SIDE LETTER CONCERNING RE-ASSIGNMENT
For the duration of this Agreement, the District and the Association agree that reassignment occurs as the needs of the District change. In an attempt to clarify reassignment, these examples are provided: 1. The placement of non-RIFed classroom assistants is done in the fall. Assistants are placed according to the guidelines currently in the ETA contract. 2. Classroom, Bilingual, and Special Education teacher assistant assignments depend on the number of students in a class. A reassignment may occur if the number of students in a classroom drops below the recommended staffing levels. The assistant is assigned to a class of student, not a building or a teacher. 3. 4. After November 1, a bargaining unit member will be limited to one lateral move (same hourly rate and/or same number of daily hours) in the remainder of the school year unless approved by Human Resources. MEMORANDUM OF UNDERSTANDING Intervention Paraeducators (new) The District and the Association agree to continue to monitor the positions of Intervention Paraeducators. It is agreed that the seniority of these bargaining unit members shall continue to accrue while in this assignment. In the event that the position(s) of Intervention Paraeducators is eliminated, the bargaining unit member in the assignment shall be entitled to return to their previous job classification in the next available assignment for which the member is qualified at the rate of pay commensurate with the member’s years of service at the time of the return to the classification. The District and the Association further agree to use the Labor-Management process to monitor the wages, hours, terms, and conditions of employment of these positions while they are in existence. For the purpose of Reduction in Force and Recall, those members in these positions shall be treated as if they are in their normal DUEA classification assignment.
Memorandum of Understanding Home/School Liaisons It is agreed that DUEA will continue to cooperate in discussions with the District and with DUSA in an effort to assure that the interests of all bargaining unit members and the needs of the District are addressed with regard to the duties and responsibilities of the home/school liaisons.
MEMORANDUM OF UNDERSTANDING Midyear Transfers
It is agreed that the District and DUEA will monitor the stability of bargaining unit positions beginning with the 2009-2010 school year. To assist in this effort, the parties agree that horizontal transfers within the bargaining unit will be limited to one after November 1 of any school year unless specifically waived by Human Resources. This effort will be monitored by the Labor-Management Committee. |
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