CCSEA 25-26

The first negotiation meeting between the District and the Association shall be held no later than April 15 of each year.

Meetings mutually agreed upon will be conducted at times and places mutually agreeable to the representatives of each party.

The District and the Association agree to utilize the interest-based negotiation concept. At the first meeting both parties shall present their interests/issues on all matters which they desire to open for negotiations. During the first and second meeting, both parties will explain the rationale supporting their interests/issues.

During negotiations, the District and the Association will present relevant data, exchange points of view, and work towards reaching a consensus on interests/issues submitted for negotiations. Upon request of either party, the other will make available for inspection and copying, data and records pertinent to the subject of negotiations.

Consultants may be used if deemed advisable by either party.

Each party shall designate in writing the names of up to six (6) persons who shall serve on their respective negotiating teams. The CCSEA team will represent both school based and non-school based employees. If one group is not represented, one additional committee member will be appointed by CCSEA.

When the District and the Association reach a consensus on a specific interest/issue and drafted language is acceptable to both parties, the spokesperson for each party will initial and date such written tentative agreement. It is understood and agreed that all tentative agreements are subject to formal ratification by the members of the Association and by the District upon a final consensus of all tentative agreements.

The Association shall have fifteen (15) working days from the date of final tentative agreement in which to advise the District, in writing, of ratification acceptance or non-acceptance of said tentative agreement. After ratification by both parties, the District and the Association shall sign the ratified agreement.

Impasse may be declared by mutual agreement or by either party at any time. Upon the occurrence of impasse, both parties shall meet to determine the matters remaining unresolved and shall issue a written statement of their position on such matters as of the last formal bargaining session between the parties. Any such unresolved issues shall first be submitted to the process of mediation.

If the parties are unable to agree upon a mediator, the parties shall jointly agree to request either the American Arbitration Association or the Federal Mediation and Conciliatory Services to provide mediation services. If the choice is American Arbitration Association, the parties shall request identical lists of the names of five (5) persons skilled in mediating public school issues.

Each party shall have ten (10) days from the date such list is received to cross off any name to which it objects, number the remaining names in order of preference, and mail the list to the American Arbitration Association. If a party does not mail the list within the time specified, all names which appear on the list shall be deemed acceptable to that party.

From among the persons who have been approved on both lists, and in accordance with the designated order of mutual preferences, the American Arbitration Association shall appoint a mediator.

If the parties fail to agree upon any of the persons named, or if those named decline or are unable to act, or if for any other reason an appointment cannot be made from such list of names, the American Arbitration Association shall appoint a mediator from its other members without submitting additional lists.

The format, dates, and times of meetings shall be arranged by the mediator and such meetings shall be conducted in closed sessions. The mediator shall meet with the representatives of the District and the Association either separately or together. To the extent that tentative agreements are reached as a result of such mediation, the procedures for ratifying tentative agreements shall apply.

If mediation has failed to bring about agreement on all issues, either party may request that the issues, which remain in dispute, be submitted to a fact finder for advisory fact finding.

The selection of a fact finder will follow the same procedure as the selection of a mediator. Written requests to the American Arbitration Association shall be accompanied by a copy of the agreement and the issues that remain in dispute. Subsequent to this request, the parties may continue to negotiate until agreement is reached or a fact finding hearing is convened, if both parties mutually agree that continued negotiations would be beneficial.

As soon as practicable upon appointment, the fact finder shall convene a hearing with at least ten (10) days written notice to both parties at which time both parties may appear to present facts and arguments with regard to those matters remaining in dispute as provided herein. Hearings shall be conducted according to the rules of the American Arbitration Association. Formal rules of evidence will not apply. The hearing shall be concluded within ten (10) days of being first convened, and the fact finder shall issue his findings of fact and advisory recommendations not later than twenty (20) days after the hearing is closed.

The fact finder's written recommendations with reasons shall be served privately and simultaneously, insofar as possible, upon the spokespersons of both parties. Within ten (10) days after receipt of the recommendations, the parties shall meet to inform one another whether they are willing to accept and implement said recommendations. Any party refusing to accept or implement the fact finder's recommendations shall clearly state its reasons in writing for so doing at that time. Neither party, nor the fact finder, shall reveal or comment upon the findings of fact and advisory recommendations during said ten (10) day period. In the event that either party or both fails or refuses to adopt and implement the fact finder's advisory recommendations, and there are issues remaining unresolved, then the fact finder's report shall be made public after the ten (10) day period. No other statement shall be made by the fact finder.

The fact finder shall have authority to hear and make recommendations concerning only the matters referred to fact finding unless the parties mutually agree otherwise.

The fact finder shall select as his recommendations either the position of the District or that of the Association, on each issue, unless the fact finder is persuaded that an intermediate position would be more appropriate. In such event, the fact finder.

All fees and expenses of the mediation or fact-finding proceedings shall be shared equally by the District and the Association. If either party requests to have a transcript of hearings prepared, that party shall be responsible for the cost of said transcript and shall furnish a copy to the fact finder. The other party shall be responsible for the cost of its copy of the transcript, should it desire one.

"Days" shall mean working days or days when the administrative offices are open.

The cost of printing the Agreement shall be shared equally by the District and the Association.

In the event the parties are unable to agree on an arbitrator within five (5) days, the American Arbitration Association will be notified immediately by the District or the Association and an arbitrator will be selected. The selection of an arbitrator shall follow the procedure outlined by the negotiations procedure.

The arbitrator shall be bound by all terms of this contract. He/she will not have power to add to, delete, or modify in any way any of the provisions of this contract. The decision of the arbitrator shall be advisory to both parties. Fees and expenses of the arbitrator shall be borne equally by the Association and the District.

The arbitrator's report shall be submitted in writing to the District and the Association only and shall set forth the findings of fact, rationale, conclusions, and recommendations on the issue submitted.

Within five (5) days after receipt of the arbitrator's report, the District and the Association will meet to discuss the report.

District shall take official action on the report of the arbitrator within twenty (20) days of receipt of the report.

No public releases of information may be made until after such action.

No reprisals shall be taken against any participant in any grievance procedure because of such participation.

Any grievant may be represented at any level of the grievance procedure by a representative of the Association but no employee may be represented by any representative of any employee organization other than the Association. The employee filing a grievance shall designate, in writing, his/her representative at the first level of the grievance procedure and shall retain that representative throughout the process. If an employee chooses not to be represented by the Colorado Classified School Employees Association (CCSEA), he/she shall state such choice, in writing, at the first level of the grievance process. An employee not represented by CCSEA will be individually responsible for payment of all costs associated with the grievance, including the cost of arbitration should the grievance progress to that level.

Forms for the processing of a grievance shall be developed jointly.

No written or printed material dealing with the processing of a grievance will become part of the personnel files of the aggrieved party or any other parties in interest.

Upon request, the parties shall make available to each other any documents in their possession which relate directly to a grievance.

All parties agree that grievance proceedings will be kept confidential throughout the process.

The time limits imposed upon either party during any step of this procedure may be extended by mutual, verbal agreement but shall be confirmed in writing.

Except for any informal decision at Level One, all decisions shall be rendered in writing at each level of the grievance procedure and reasons for denial of a grievance shall be expressly stated.

For Transportation, bus drivers may thereafter bid routes in accordance with the Route Bidding Criteria for Bus Drivers adopted July 1, 2013. For Transportation, transportation paras may bid routes in accordance with the Route Bidding Criteria for Transportation Paras adopted July 1, 2013. (See attachment A1 – A2).

Any modifications to the Route Bidding Criteria for Bus Drivers adopted July 1, 2013 will be jointly developed and approved by a team consisting of District management, Association representatives and representation from bus driving staff. Modifications shall be recommended for final approval by the Negotiations Team.

Current full time (currently scheduled for 30 hours or more per week) bus drivers and transportation paras hired prior to May 24, 2018 and maintaining continuous employment shall be guaranteed 30 work hours. A list of current full time bus drivers and transportation paras hired prior to May 24, 2018 shall be approved, agreed to and maintained by District Human Resources and CCSEA.

Testing may include pre-employment, post-accident, random and reasonable suspicion.

Supervisors and other district administrators who may be required to make reasonable suspicion determination will receive training on indicators of probable misuse of alcohol or controlled substances.

Employees who self-report while not currently under the influence shall be subject to progressive discipline procedures with the exception of termination for only the act of self-reporting.

All vacancies and new positions, which the District intends to fill, shall be presented in the form of a job description including salary schedule placement, deadline date to apply, location, and reporting supervisor.

Classified employees will be selected based upon skills, training, experience, and other qualifications.

The Superintendent shall recommend all classified personnel for employment to the Board of Education. For positions which must be filled between Board of Education meetings, the Superintendent may approve the appointment subject to ratification by the Board.

Transfers/reassignments shall take place on the recommendation of the supervisor with the approval of the Superintendent.

An employee may be transferred/reassigned to meet the needs of the District.

Sufficient time, as determined by the immediate supervisor, shall be allowed to affect the transfer/reassignment. The employee shall be provided official written notification by the Office for Human Resources prior to the transfer.

The employee shall be entitled to a conference to discuss reasons for the involuntary transfer/reassignment with the immediate supervisor and the Chief Human Resources Officer within five (5) working days of receiving the notification. The employee may be accompanied by a representative of his/her choice.

If an employee has received three (3) annual evaluations and is transferred/reassigned to a position with the same job description, the employee will not be placed in a probationary status.

When an employee has three (3) years of district service and fails to successfully complete his/her probationary period in a new position with a different job description, the employee will be considered and interviewed for any available position in the district for which he/she is qualified as determined by the Office for Human Resources.

If a position is not immediately available, the employee will be placed on a leave without pay. When vacancies occur within the district, the employee shall be notified and shall be considered and interviewed prior to the posting of the position. This process shall continue for up to one (1) calendar year. Failure of the employee to accept the first position for which he/she is qualified will terminate any further obligation on the part of the district.

When an employee is transferred or reassigned, whether voluntarily or involuntarily, the following procedure will be used for salary placement.

To resign in good standing an employee must give the Office for Human Resources at least fourteen (14) calendar days prior notice. If extenuating circumstances do not allow for fourteen (14) calendar day notice, the Office for Human Resources may agree to shorten the period. A written and dated resignation shall be signed and submitted by the employee.

An employee who resigns will be paid through the last day worked. Insurance benefits will continue through the last day of the month in which the employee resigns.

Temporary leave may be taken for personal illness and/or death in the immediate family (father, mother, daughter, son, brother, sister, spouse or relatives living in the household), or for legal, business, household, or family matters or other personal reasons which require absence during working hours. Accumulated temporary leave may be used for pregnancy, childbirth, or recovery there from. Temporary leave may not be used for other employment.

Employees will accrue temporary leave at a rate of 1.33 x total hours worked per week (one hour for every 17.3333 hours) divided by five (5). An employee can accrue no more than ten point six four (10.64) hours per pay period.

Earned temporary leave will accrue without limit. After accumulation of hours equal to seventy-five (75) days, employees shall have the option of receiving, in June, $7.08 per hour for accrued leave hours over the seventy-five (75) days. All accumulated temporary leave hours will be reimbursed upon termination of employment at the rate of $5.95 an hour for hours up to seventy-five (75) days and $7.08 an hour for hours over seventy-five (75) days.

Employees who will be absent on temporary leave shall notify their immediate supervisor or principal or designee a minimum of two (2) hours prior to the time set for commencing work. The supervisor or principal will provide written notification to employees as to the identity of his/her designee. Failure to notify the immediate supervisor/principal or designee of an absence within this time frame may result in disciplinary action. The District reserves the right to require proof of illness or injury any time they believe temporary leave is being abused, either by a statement from the employee's physician or through examination by a physician selected and paid for by the District.

Use of temporary leave for reasons other than personal illness will be requested at least twenty-four (24) hours in advance and approved by a supervisor except in the case of emergency. Any willful misuse of temporary leave will result in disciplinary action. The use of temporary leave for other employment would be considered willful misuse.

In instances of death in the immediate family (father, mother, daughter, son, brother, sister, spouse or relatives living in the household), a minimum of three (3) days will not be denied. Days will be provided with or without pay depending upon the leave balances of the employee. Documentation must be provided upon the request of the supervisor.

The Superintendent, or designee, may authorize professional leave to classified employees to attend meetings, conferences, or to engage in other activities which will mutually benefit the employee and the District.

Employees may request leave without pay for up to a twelve (12) month period. Approval of the request will be based on the program needs of the District. It is the responsibility of the employee on extended leave to notify the District of intent to return a minimum of one (1) month prior to return date. An employee on extended leave is not guaranteed a position when returning from leave. The employee may agree to take a position different than the one previously held if an opening is available for which the employee is qualified.

The employee may continue group insurance benefits at their own expense during the leave. Longevity status and accumulated benefits such as temporary leave will remain unaffected during the extended leave. However, the employee does not accumulate additional longevity credit or additional temporary leave while on an extended leave. Extended leave time does not count toward PERA service credit.

Provisions of the Family and Medical Leave Act of 1993 are available to all classified employees regardless of hours worked, with the exception of new probationary classified employees (Article 1.6). Application forms are available from the Office for Human Resources.

FMLA runs concurrent with paid or unpaid leave at the beginning of the occurrence. No employee may receive more than twelve (12) weeks total unpaid leave within a twelve (12) month period calculated on a backwards rolling basis from the first day of FMLA leave taken.

Employees called for jury duty during working hours shall be granted leave. They shall receive their full salary during the period of absence, but shall remit to the District within ten (10) days of receipt, the amount received from such jury duty. Mileage compensation shall be retained by the employee.

An employee who reports for jury duty but is excused by the court for the day shall immediately report to their district assignment.

If an employee is assigned to a trial or as a grand juror in excess of three (3) days, the employee shall receive either their regular daily pay or the state daily payment, whichever is the greater amount.

Vacation accrual is provided only for twelve (12) month employees working thirty (30) or more hours per week. Employees working less than thirty (30) hours per week do not qualify.

Accrual of vacation by twelve (12)-month employees working thirty (30) or more hours per week:

Years of service days	Accrued vacation days	Accrued Hours per year	Maximum accrual of days
1-6	10	.8333 x total hours worked per week divided by five (5)	20
Start of 7-14	15	1.25 x total hours worked per week divided by five (5)	30
Start of 15	20	1.6667 x total hours worked per week divided by five (5)	40

The District agrees to maintain a voluntary Temporary Leave Bank for the purpose of allowing members to "draw" temporary leave days in cases where their need extends beyond the number of their accumulated temporary leave days. Within one (1) month of employment, new employees shall notify the Office for Human Resources of their desire to participate in the Temporary Leave Bank. Current employees who are not members of the bank must join between September 1st and 30th of each year or wait until the following year to join.

The Governing Committee of the Temporary Leave Bank will consist of two (2) classified employees appointed by the Classified Association president, one (1) classified supervisor, and the Chief Human Resources Officer or his/her designee. The committee will report the status of the Temporary Leave Bank annually in October.

All classified staff who wish to voluntarily participate in the Leave Bank may do so by donating one (1) day of their temporary leave per year to the bank over a three (3) year period. Thereafter, no days will be required unless the leave bank committee deems it to be necessary. At that time a request will be made for an additional day and any member who desires to continue membership in the bank will donate the additional day. Members may discontinue membership at any time after the initial three (3) years. If a member applies to the Leave Bank before they have donated three (3) days of their temporary leave to the bank, the amount of days granted from the bank will be reduced by the number of days not yet donated.

Classified employees will no longer be required to pay back a percentage of their used days effective July 1, 2024. All payback owed from previous years will be eliminated. This action is not retroactive.

Members may retain a maximum of one (1) years’ balance of temporary leave.

Members with less than five (5) years membership in the bank must wait four (4) days after their temporary leave is depleted to the one (1) year balance to be eligible to draw from the Temporary Leave Bank. During this four (4) day waiting period the member may use remaining leave or will suffer a total loss of pay. The District will pay for substitutes as necessary.

If an employee has been a member of the bank for five (5) consecutive years, the four (4) day loss of pay is automatically waived.

Bank members who were not members the prior school year must wait ninety (90) working days before being eligible to draw days from the bank. The maximum number of days any one member can withdraw from the Temporary Leave Bank in any rolling calendar year will be thirty (30) days for bank members who were not members the prior school year and sixty (60) days for all other members. (For example, if an employee is awarded thirty (30) working days in March, he/she would not be eligible for another thirty (30) days until the following April). The employee would be expected to apply for the Public Employees’ Retirement Association’s Short Term Disability Program after sixty (60) days of leave usage from the bank. In cases of catastrophic illness, the employee could appeal to the Temporary Leave Bank Committee for additional days. Probationary employees cannot draw from the Bank.

All days left in the bank will be carried forward to the next year.

The Temporary Leave Bank Committee will review each case on an individual basis. The number of days granted are based upon (a) the circumstance of the serious health condition; and (b) the history of temporary leave bank membership and prior leave bank usage by the employee. Employees who request leave from the bank shall submit a written application which must have a doctor's statement attached on forms provided by the district.

Temporary leave bank days can be requested for a serious health condition of the employee and/or immediate family members (spouse, daughter, son, mother, father, or relatives living in the immediate household). A serious health condition will be defined by the Family and Medical Leave Act. A statement from a medical doctor must accompany the application on the form provided by the district. A maximum of ten (10) days may be granted for family leave and need not be consecutive. Maternity leave requests will be considered based on the following criteria: a) no more than six (6) weeks from the date of birth for a normal birth, and b) no more than eight (8) weeks from the date of birth for a cesarean birth.

Temporary leave bank days can be requested for death in the immediate family (father, mother, daughter, son, brother, sister, spouse, or relatives living in the household). In the case of bereavement, the five (5) day waiting period will be waived and no payback will be required. Bereavement leave may be requested before a member depletes their accumulated temporary leave. The maximum number of days granted will be no more than three (3) days per request. Appropriate documentation must accompany the application.

Members withdrawing from the bank will not be able to withdraw their contributed days.

Temporary leave accrued during the leave time granted from the bank must be used as part of the total leave time.

The Temporary Leave Bank Committee's decision is final and is not grievable.

An employee who is a member of a reserve or national guard unit or any other branch of the military organized under state or federal law who is required to take annual active duty during any period of active employment with the school district shall be granted military leave with a right of reinstatement in accordance with state and federal law.

The employee shall receive full salary and benefits during such leave up to a maximum of fifteen (15) calendar days annually. All remaining leave to fulfill the annual military obligation shall be unpaid leave.

An employee taking leave under this policy shall forward a copy of his/her military orders to the Superintendent or designee.

Military leave of absence, without pay and subject to any and all conditions provided by applicable law, shall be granted as required by law to an employee who enlists for military duty with any branch of the United States armed forces or who is called into active military service in time of war or other emergency declared by the proper authority of the State or United States. The employee shall be considered on a leave of absence during military service.

Upon completion of military service, the employee shall be reinstated in the same or a similar position of like seniority, status and pay if such is available at the same salary and benefits which would have been received if leave had not been taken.

Upon reinstatement, the employee shall have the same rights with respect to vacation, sick leave and other benefits as if he actually had been employed during the time of such leave.

An employee approved for PERA Short Term Disability leave shall continue to be employed and receive insurance benefits by the district during the term of their short term disability.

All classified employees working twenty (20) or more hours per week shall be entitled to paid holidays based upon the length of their work year:

1. 9-month employees receive 6 holidays
2. 10-month employees receive 7 holidays
3. 11-month employees receive 8 holidays
4. 12-month employees receive 9 holidays

In August of 2018, the District will pay 1.5% to the salary base, in exchange, the amount of paid holidays will be reduced in all employee groups by a total of 3 days.

The holidays for employees working twenty (20) or more hours per week shall be based on the yearly calendar adopted by the District. Employees will be notified by July 15 of the holidays to be observed.

Whenever a holiday falls on Saturday, the previous day will be considered a holiday; whenever the holiday falls on Sunday, the following day will be considered a holiday. Should the two (2) day Christmas holiday and the two (2) day New Year's holiday fall on a Saturday and Sunday, the previous day and the following day will be observed as the holidays.

This is a plan to protect all employees in the event of injury arising out of and in the course of employment.

All injuries must be reported immediately to the supervisor. An injury report must be completed by the supervisor within twenty-four (24) hours. Failure to report injury will delay benefits or result in denial of payment.

If medical care is required for work related injuries, employees must use designated physicians/clinics or hospitals specified on the Workers' Compensation Information Sheet.

Medical Expenses - The Adams County BOCES Self-Insured Fund, when the liability is assumed, pays in accordance with Medical and Surgical Fee Schedule, adopted by the Industrial Commission, all reasonable and necessary medical expenses, paid directly to the doctor, hospital, etc.

Personal Injury Leave - Employees temporarily absent from work and unable to perform their duties as a result of personal injury occurred in the scope and course of their employment, and not the result of their own negligence, will be paid their full salary by the school district during the first thirty (30) working days absent from the date of such injury. Claims in excess of thirty (30) days may be covered and are paid directly to the employee from the BOCES fund. No part of such temporary absence will be charged against the employee's temporary leave.

No vacation or temporary leave shall accrue after an employee is on workers' compensation leave over thirty (30) days. While an employee is on workers' compensation leave there will not be a break in longevity credit. The District will continue to pay the allotted amount towards health, dental, vision, life and accidental death and dismemberment insurance premiums while the employee is on Workers' Compensation Leave.

Professional Growth Plans are in effect for clerical and nutrition service employees. Other classified personnel are encouraged to submit a professional growth plan to the Office for Human Resources.

Professional Growth is improvement resulting from increased knowledge, skill, and performance attributable to participation in courses and activities.

Necessary and Required Courses: If the District determines that a particular course of education or training is necessary or required for the performance of duties, the District will pay the tuition expenses and other costs of the employee undergoing said training. The District will compensate the employees for their time involved in such training.

Optional Training Programs: Other courses or training programs which are not necessarily required for the current job but are substantially related to District positions would receive District compensation for professional growth. Employees who have completed six (6) months with the district are eligible to apply. The compensation could be in the form of tuition, approved course fees, and/or book reimbursement up to $750 per year maximum per employee, with a district maximum of $15,000. Costs for professional growth will be paid from the Professional Growth Fund with the employee providing evidence of completion to the Staff Development Office within two (2) weeks after attending the seminar or course. Failure to provide evidence of successful completion will result in the professional growth cost being deducted from the employee’s regular monthly wages. The employee will complete an application for the professional growth activity prior to attending the activity signing that he/she understands the conditions for the use of the Professional Growth Fund. The employee must have prior approval by his/her supervisor at least ten (10) days before the beginning date of the activity. The supervisor will approve or deny requests within five (5) working days. Professional leave (Article 11.2) may be used if activity requires an absence from work.

Professional Growth Committee: The Committee shall consist of three (3) members appointed by the District and three (3) members appointed by the Association. The Committee will meet on a quarterly basis to review all applications. Any fund balance in the Professional Growth Fund after April 1 of each year will be made available for all classified staff to re-apply for additional use of the fund. If applications exceed the District maximum of $15,000 in any given year, the Professional Growth Committee will meet with the Chief Human Resources Officer, the Chief Financial Officer, and the Superintendent to consider the allocation of additional funds. The District will make a good faith effort to appropriate additional funds. The Committee shall also report to the District and the Association annual costs of reimbursements incurred by the plan for both required and non-required courses and training programs. The committee will also review incentive programs for formal education for classified employees and prepare recommendations to the Association and the Administration.

The appropriate supervisor or designee will authorize those employees to be covered by this article based on job requirements.

Employees who have completed required years by November 1st will receive an annual longevity benefit lump sum payment on their regular monthly payroll check in November of each year.

Longevity remuneration will be paid for continuous employment with the District. Interruptions of service caused by a reduction in force or layoff will be counted for longevity for up to one (1) year.

Grid showing Longevity rumuneration by amount and years:

Years	Full Longevity Benefit
5	$250.00
6	$300.00
7	$350.00
8	$400.00
9	$450.00
10	$1,000.00
11	$1,100.00
12	$1,200.00
13	$1,300.00

Longevity continues to increase by $100.00 per year to a maximum of thirty (30) years or $3,000.

When a current position increases in hours from a non-benefited to benefited status, the current employee shall stay in the position. When benefited vacancies occur within the District, qualified employees who occupied a reduced assignment shall be considered before employees on the layoff list. No outside candidates will be considered until the layoff list is depleted. When all employees with reduced assignments have been placed, then employees who have been laid off will be recalled.

A qualified job offer must be a benefited position if the employee’s last position was benefited.

Classified employees will not report to work unless they are given specific direction to do so by their immediate supervisor.

An employee required to work on an official snow day will be paid for hours worked at their regular rate of pay or be given compensatory time on an hour for hour basis.

Any staff member who has remote work scheduled regularly shall work remotely during a snow day for regular pay. On a District Snow Day, if a power outage impacts a staff member's ability to function, the staff member shall be paid regular pay on a district snow day. All in-building staff shall maintain regular pay. Remote staff serving students shall work their regular shift, if there is not sufficient work as determined by the supervisor, the employee shall be paid for the regular shift.

An employee who has committed an infraction is verbally warned and advised of possible future disciplinary action.

If the employee commits the same or similar violation, the employee will be given a written warning and advised in writing of possible future disciplinary action. Such written warning will be placed in the employee's personnel file. If further disciplinary action is being considered, the supervisor may use either suspension (as defined in Article 16.1.3), or probation (as defined in Article 16.1.4).

If the employee again commits the same or similar violation, the employee will be suspended, either with or without pay for a period of time and given a written warning that termination will be the result of another such infraction. A maximum suspension without pay may be up to five (5) work days. A maximum suspension with pay may be up to twenty (20) work days unless extended by the Office for Human Resources.

If an employee again commits the same or similar violation, the employee will be placed on probation for a period of eighty (80) days. A plan for improvement will be developed to address areas identified with evaluations completed at forty (40) days and eighty (80) days. At the end of the probationary period, the supervisor will recommend removing the employee from probation based upon improved performance, recommend for further disciplinary action, or recommend for termination.

If the situation warrants, the employee could be reassigned or discharged.

If allowable by the insurance group plan, any employee working a minimum of twenty (20) hours per week, but less than thirty (30) hours a week, may purchase District health, dental, vision, life and AD&D insurance at their own expense.

An employee who resigns, retires, or is reduced in hours so that he/she is no longer eligible for District insurance may purchase District health, dental, and vision insurance under the federal COBRA law at 102% of the District costs.

All employees working thirty (30) or more hours per week who have worked continuously and uninterrupted in the District for five (5) years and are involuntarily reduced to part-time status will have the option to receive medical, dental and vision benefits for two (2) years at the District’s expense. Any employee who does not accept employment at thirty (30) hours or more per week for which he/she is qualified may continue his/her insurance benefits at employee’s expense, if allowable by the insurance group plan.

The committee is to monitor and evaluate the effectiveness of employee insurance plans, review potential new plans, and communicate with employees regarding such plans.

The committee shall recommend to the Superintendent the selection of insurance coverage's, plans, carriers, and other matters of insurance coverage.

The insurance committee shall consist of two (2) persons appointed by the superintendent, two (2) teachers appointed by the association president, two (2) classified employees appointed by the classified association president, three (3) teachers elected by their peers, and three (3) classified employees elected by their peers.

As part of the job description review process, 27J job incumbents and supervisors will review each job description on a three-year cycle. A schedule of the jobs to be studied in any given year will be maintained and posted on the 27J web site. During the review cycle year, employees and supervisors will review the most recent job description and suggest changes according to current practices, education, license requirements, etc. The edited job descriptions will be submitted to the consultant for salary market surveys. Jobs will be considered a “match” if at least 70% of the essential duties align with marketed position. The consultant will provide data and recommendations based on comparisons with matching positions in metro area districts similar in student population and demographics and in geographic proximity to 27J. When conducting a review, the consultant will gather information from job descriptions, job postings, and/or through direct contact with a Human Resources representative from each district. The districts that 27J is compared to in the market surveys shall be agreed upon between the District and the Association. Nearby public sector employers will also be included when applicable, and especially when few school district matching positions can be found.

The following factors are considered when analyzing job descriptions:

• Minimum experience required,
• Minimum education required,
• Essential duties and responsibilities based on the frequency and percentage of time allocated to the duty, and
• Supervisory responsibilities.

The final decisions of salary adjustments are made by the Division of Human Resources in collaboration with department heads. Human Resources will look for a trend of the previous 2-3 consecutive years of the position’s mid-point salary falling outside the district’s target range for compensation before considering an adjustment.

If a trend of being either above or below market is found, Human Resources will review the results and determine if adjustments are warranted. If there are adjustments to job descriptions and/or salary ranges, they are normally applied at the beginning of the following contract year, and may be subject to terms of salary negotiations.

Appointment rate - All employees will be placed at the appropriate salary grade and step of the classified salary schedule upon appointment.

Determination of salary placement will be based upon previous job experience and decided by the Chief Human Resources Officer.

A minimum eighty (80) working day probationary period will be required of each new employee.

Previous Experience

Any former employee who is re-employed in the same position shall be placed at a minimum at the step on the salary schedule they were on when they left the district.

Benefits and Longevity - Employee benefits and longevity from previous employment with the District will not be counted upon re-employment.

Regular and overtime wages of classified employees shall be paid on the last business day of each month. Checks are issued for the time period of the 13th through the 12th of each month.

Mileage and other expense reimbursement needs to be submitted in accordance with Superintendent Policy.

Terminated employee pay is paid on the regular payday following the normal payroll procedure.

The basic workweek for classified employees is forty (40) hours. Any approved work performed over forty (40) hours per week is defined as overtime.

For an employee who works beyond the forty (40) hour week, compensatory time may be taken instead of overtime. The supervisor and the employee shall mutually agree when to schedule compensatory time. If the employee and supervisor do not agree on a compensatory time schedule, the employee shall be paid for the time as outlined in this Agreement. Compensatory time will be credited on the basis of one and one half (1½) hours of compensatory time for one (1) hour of regular time. Compensatory time must be taken within the current pay period.

Additional hours up to forty (40) hours are paid at the regular rate of pay and comped on an hour for hour basis with the approval of the supervisor.

Any approved work performed over an employee’s basic week schedule not including overtime is defined as supplemental.

Classified job descriptions will also be reviewed for the following reasons:

A position will be reviewed solely on the minimum requirements of the official job description and not on the individual performance of the employee. This will be communicated to those who file a request prior to the review process.

Classified employees who wish to have their position reviewed must return a completed application to the Office for Human Resources. Any revisions in the job description must accompany the application and must have been reviewed by the immediate supervisor who also signs the request for review form.

Employees who are requesting a verification of placement will be advised they are entitled to representation and are encouraged to contact the Colorado Classified School Employees Association.

The positions will be reviewed according to the procedures set forth in Article 18.1.

The review process may take up to two (2) months to complete.

The Superintendent will be informed of placement changes via the review process.

The Office for Human Resources will insure that the revised job descriptions are archived for future reference.

Whenever the District creates a new classified job description the Human Resources Department of the District will inform CCSEA of the new classification. Upon mutual agreement, such position will be added to Appendix A-2.

In the event the District restructuring plan temporarily adds/increases supervisory/managerial responsibilities on classified positions, a stipend will be mutually agreed upon for such employees.

The District shall reimburse school-based classified staff for the cost of the Colorado Department of Education (CDE) substitute license application. School-based classified staff with a CDE substitute license serving in a qualified teacher vacancy or teacher absence shall receive additional hourly pay of $10 per hour for each hour serving as a substitute teacher. The school principal may as needed assign substitute duties to a classified staff member who has acquired their CDE substitute license through the process described in this article. The classified staff member shall be responsible for following the payroll process and turning in a principal approved timesheet.

Underpayment: on occasion, the District may overpay or underpay. If the District or the employee becomes aware of an apparent overpayment or underpayment, the other party shall be given immediate written notification of such fact.

Upon verification of the over/under payment, within the next scheduled payroll period from receipt of written notification from the employee, the District shall pay the educator the amount owed.

Within 90 days of the educator’s receipt of written notification from the District that the District has overpaid the employee, the employee shall repay the amount owing to the District. The district and CCSEA may arrange a payment plan in consideration on the amount owed and the employee’s ability to pay. If the educator fails to repay the District, the District shall have the right to withhold the amount due the District from any monies which the District owes the employee.

In no event shall any claims by the employee or District for overpayment or underpayment be recognized more than 36 months after the date on which such overpayment or underpayment occurred.