1993-2002 AGREEMENT

2011 AGREEMENT

between the

SCOTTS VALLEY UNIFIED SCHOOL DISTRICT

and the

SUPPORT PERSONNEL COMMITTEE

Revised: July 1, 2011

TABLE OF CONTENTS

Agreement

II.

Savings Clause

III.

Term

IV.

Recognition

Recognition of Prior Confidential Status

VI.

Compensation

Salaries

Work Year

Work Hours

Comp Time Earned/Taken

Holidays

Longevity

Retirement Benefits

Vacations

Insurance Benefits

VII.

Probationary Status

VIII.

Leaves of Absence

IX.

Calendar

Professional Growth

XI.

Golden Handshake

XII.

Seniority

XIII.

Evaluation

XIV.

Layoff/Re-Employment Procedure

XV.

Grievance Procedure

XVI.

Appendices

Appendix A (Professional Growth Program)

Appendix B (Grievance Policy Support)

AGREEMENT

This Agreement was made and entered into on the 16th day of March, 1982, by and between the Scotts Valley Unified School District (hereinafter referred to as "District") and the Support Personnel Committee (SPC) (hereinafter referred to as "Committee").

(NOTE: This agreement has been updated yearly since the original date above, to include all provisions and amendments as mutually agreed to by both parties as a result of the annual negotiations process, up to and including the agreement of July 1, 2011.

II.

SAVINGS CLAUSE

1.0

If any provision of this Agreement, or any application thereof, is contrary to law or legal procedures, such provision or application will be deemed invalid, but all other provisions of applications shall continue in full force and effect.

2.0

The parties shall meet as soon as reasonably possible after such decision to renegotiate the provision or provisions affected.

III.

TERM

This agreement may be reopened for purposes of meeting and negotiation regarding salary, benefits and two Articles chosen by each party each year.

IV.

RECOGNITION

The District confirms its recognition of the Committee as the exclusive representative for the unit of support personnel recognized by the District in its official action by the governing Board of Trustees on October 5, 1976. The unit of support personnel consists of all positions listed on the Support Personnel Hourly Salary Schedule available at http://www.svusd.santacruz.k12.ca.us/hr/documents/ClassSalarySchedule.pdf.

The Support Personnel Group will be asked to provide a representative to site or district-wide committees convened for advisory or policy development purposes; the group will make every effort to provide a representative if it is required by a process (e.g., WASC Accreditation).

Release time will be granted to Support Personnel Committee Negotiating Team members to participate in the negotiation process. Release time will be limited to a total of 16 hours per site (Brook Knoll, Vine Hill, Scotts Valley Middle School, Scotts Valley High School, District Office) per fiscal year to be shared among any team members representing that site for purposes of negotiations. Every effort will be made to accommodate the employee’s absence for a reasonable schedule of negotiation meetings.

RECOGNITION OF PRIOR CONFIDENTIAL STATUS

In recognition of prior confidential status, one unit member shall retain all the benefits currently provided to her as a confidential unit member. This will remain in effect as long as this member remains in this current position. The employee subject to this provision is: Anna Foster, Account/Payroll Technician.

VI.

COMPENSATION

Salaries

Employees are categorized by classification on a salary schedule with a beginning and a maximum rate reached in six (6) steps. See Support Personnel Hourly Salary Schedule on district web site at http://www.svusd.santacruz.k12.ca.us/hr/documents/ClassSalarySchedule.pdf

Initial placement above step one (1) requires previous related experience or two (2) years of college coursework. No initial placement will be made above step three (3).

An employee is eligible for a step increase after successful completion of one (1) year of service, and each year thereafter until reaching step six (6). An anniversary date shall be established for each classified employee as a basis for annual increased step placement on the salary schedule in accordance with Administrative Regulation (AR) 4251. See AR 4251 Anniversary Date at http://www.svusd.santacruz.k12.ca.us/boe/documents/4251AnniversaryDateAR.pdf.

If a current employee accepts a position in a higher classification but with no previous experience in this classification, placement will be at the rate equal to or immediately above their current rate of pay.

If a current employee accepts a position in a higher classification and has previous experience in the classification, placement will be dependent upon experience.

Overtime for work performed in excess of eight (8) hours in one (1) day or forty (40) hours in one (1) week will be paid at the appropriate rate in compliance with current labor law.

Work Year

The work year for twelve (12) Month Classified employees is 260 days.

The work year for Eleven (11) Month Classified employees is 239 days.

The work year for Ten (10) Month classified employees is the number of instructional days established in the Student Calendar as set by the Board of Trustees each fiscal year.

Work Hours

Classified employees agree to the site administrator’s discretion for reasonable and necessary adjustment of the hours stated when the employee was hired and a reasonable and necessary number of times of adjustment in one school year. If the employee believes the adjustments to be unreasonable, the employee may appeal the request to Human Resources.

Breaks:

Employees working eight (8) hours a day are allowed a fifteen (15) minute rest period in mid-morning and a fifteen (15) minute rest period mid-afternoon, and are encouraged to take this time for relaxation.

Employees working six (6) hours a day are allowed a ten (10) minute rest period in mid-morning and a ten (10) minute rest period mid-afternoon.

A four (4) hour employee is entitled to one fifteen (15) minute rest period.

A three hour employee is entitled to one ten (10) minute rest period.

If breaks are not taken, such time may not be used to shorten the workday.

Meal Period:

Classified employees working more than five hours per day are entitled to an unpaid, duty free meal period of no less than 30 minutes. If the employee works no more than six hours per day, the lunch period may be waived by mutual consent of both the District and the employee.

Comp Time Earned/Taken

Compensatory time may be earned and taken only with prior approval of site administrator or supervisor. Mutual agreement will be documented using the comp time form (See Comp Time form at http://www.svusd.santacruz.k12.ca.us/hr/documents/CompTime.pdf). Compensatory time earned will be at a rate in compliance with current labor law.

Holidays

All classified employees shall be entitled to the following paid holidays, provided they are in a paid status in their normal assignment during any portion of the working day immediately preceding or succeeding the holiday.

Independence Day

Labor Day

Veteran’s Day

Thanksgiving and the following day Christmas Eve

Christmas

New Year’s Eve

New Year’s Day

Martin Luther King Day

Lincoln’s Birthday*

Washington’s Birthday*

Two days in observance of Easter*

Memorial Day

* May be observed on a different day. Refer to Classified calendar.

When a legal holiday falls on Sunday, the following Monday is declared a holiday. When a legal holiday falls on Saturday, the preceding Friday is declared a holiday.

10 month classified employees receive holiday pay in lieu of time off.

Longevity

The Longevity Plan includes the following:

An employee who completes six (6) years of continuous service shall receive an additional 2.5% of their placement on the salary schedule.

An employee who completes nine (9) years of continuous service shall receive an additional 2.5% of their placement on the salary schedule, for a total of 5%.

An employee who completes twelve (12) years of continuous service shall receive an additional 2.5% of their placement on the salary schedule, for a total of 7.5%.

An employee who completes sixteen (16) years of continuous service shall receive an additional 2.5% of their placement on the salary schedule, for a total of 10%.

An employee who completes twenty (20) years of continuous service shall receive an additional 2.5% of their placement on the salary schedule, for a total of 12.5%.

An employee who completes twenty-four (24) years of continuous service shall receive an additional 2.5% of their placement on the salary schedule, for a total of 15%.

For the purpose of longevity increments, the anniversary date is as defined in Administrative Regulation (AR) 4251. See AR 4251 Anniversary Date at http://www.svusd.santacruz.k12.ca.us/boe/documents/4251AnniversaryDateAR.pdf.

Retirement Benefits:

Permanent employees meeting CALPERS membership eligibility will be enrolled as members in the appropriate State Public Employees Retirement System.

For all classified employees who are members of PERS, the School District agrees to pay 100% of the employees' portion of their contributions to PERS.

Vacations

Vacation allowances for each work year (July 1, through June 30^th) are as follows:

10-Month Employees:

The first year of service:

The second year of service:

The third year of service:

The fourth year of service:

The fifth year of service:

The tenth year of service:

The fifteenth year of service:

The twentieth year of service:

10 working days

11 working days

12 working days

13 working days

15 working days

18 working days

20 working days

22 working days

11-Month Employees:

The first year of service:

The second year of service:

The third year of service:

The fourth year of service:

The fifth year of service:

The tenth year of service:

The fifteenth year of service:

The twentieth year of service:

10.5 working days

11.5 working days

12.5 working days

13.5 working days

15.5 working days

19 working days

21 working days

23 working days

12-Month Employees:

1-4 years of service

5-9 years of service

10-14 years of service

15-19 years of service

20⁺ years of service

15 working days

18 working days

20 working days

22 working days

24 working days

11 and 12 month classified employees contracted to work four (4) hours or more per day will be permitted to "carry over" one half (1/2) of their vacation entitlement into the subsequent year. The maximum vacation days eligible employees may have in a given year is one and one-half (1-1/2) times their annual entitlement. These vacation entitlements may only be utilized when schools are not in session, unless prior permission is obtained from the supervisor. All vacation usage requires prior approval from the supervisor.

10 month classified employees receive vacation pay in lieu of time off.

Insurance Benefits

All employees regularly assigned to work a minimum of thirty (30) hours per week shall be eligible to participate in the District medical/dental/vision/group term life and accidental death and dismemberment insurance plans. Eligible unit members who work less than forty (40) hours per week shall receive a pro rata share of the district contribution towards the premiums based upon hours worked. In addition, these unit members shall be responsible for the employee’s share of the premiums as described in the Collective Bargaining Agreement.

With the exception of:

1.1

For all 12 month employees who work a minimum of 30 hours per week, the District shall pay the same district contribution towards the insurance premiums as for full time employees.

1.2

Effective July 1, 2005, the district will provide $8,000 per fiscal year to subsidize out-of-pocket costs for eligible part-time employees who participate in district health and welfare benefits. This amount will be prorated among all of these employees, beginning with the highest FTE first, until the amount provided is exhausted. In no case shall the employee receive a district contribution greater than that of a full time employee.

1.3

The following employees, who currently participate in district benefit plans, but work less than thirty (30) hours per week and more than twenty (20) hours per week, were grand-fathered in, effective June 15, 2004, to continue to be eligible for benefits: Karen Alexander and Bonnie Scherer.

The parties agree to participate in a Joint Powers Agreement for delivery of benefit service and for funding of the benefit specifications. Each employee covered by this Agreement shall be eligible to participate in district insurance plans. Beginning with the 1993-94 school year and each subsequent year, the District contribution will be the base premium costs, defined as the actual premium costs as of last day of the previous plan year, and both the District and the employees will each contribute one-half of the dollar amount of the premium cost increase over the prior year's premium cost.

Medical Insurance equivalent to the HMO Standard Plan for eligible employees and family members. All medical plans are based on the composite rate effective 7/1/05.

Dental Insurance equivalent to the existing District Dental Insurance Plan with a $2,000 annual maximum for eligible employees and family members.

Vision Insurance – Vision Service Plan B with a $25 deductible for eligible employees and dependents.

Group Term Life and Accidental Death and Dismemberment Insurance for eligible employees through the current carrier.

The level of coverage to be changed only through mutual agreement.

IRS 125 Plan - for all eligible employees, with monthly fee paid by the employee.

The District does not participate in the State Disability Insurance Program (SDI).

Medical/Dental Insurance After Retirement

For Employees Hired Before June 30, 1988: The District will provide, at District cost, medical and dental insurance after retirement, if a retiring classified employee meets the following eligibility requirements;

Is a regular employee in paid status of six (6) hours or more per day as of July 1, 1995 and employed 75% or more of the fiscal year at the time of retirement and;

Is between the ages of 55 and 70 years, and is employed by the District immediately prior to retirement, for a period of at least 12 consecutive years or;

Is between the ages of 50 and 55 years, and is employed by the District immediately prior to retirement, for a period of at least 20 years and;

Is eligible to draw retirement benefits from the Public Employees Retirement System.

When an employee is eligible for coverage under Medicare Plan, the District will continue coverage of those plans which supplement Medicare coverage.

The retiring employee may elect to retain coverage for spouse and dependents by paying the additional premium involved.

The surviving spouse may elect to continue coverage by paying, through the District, the premium cost involved if allowed by law and the insurance carriers.

For Employees Hired on or After July 1, 1988:

The District shall contribute toward employee medical or dental insurance coverage for unit members who retire between the ages of 50 and 65 years who meet all of the following eligibility requirements:

Have rendered at least ten (10) years of continuous service in the District, including Board-approved leave, in paid status of six (6) hours or more per day and;

Is employed 75% or more of the fiscal year at the time of retirement.

Such District-paid insurance shall in no event continue [a] for more than five (5) years or [b] until the employee otherwise receives medical or dental insurance, whichever occurs first. Such District-paid insurance shall be the same or equivalent to the insurance benefits furnished to regular full-time employees. When an employee is eligible for coverage under Medicare Plan, the District will continue the annual district contribution towards coverage of those district plans which supplement Medicare Coverage.

The District shall contribute the following to eligible retirees:

Years of District Service at six or more

hours per day

Annual District Contribution Toward Health Benefits/Medicare Supplemental

$2,300

$2,500

$3,000

$3,500

The retiring employee may elect to retain coverage for spouse and dependents by paying the additional premium cost involved.

Any such continued coverage is contingent upon availability of the coverage to the District and acceptance of the insurance carrier.

VII.

PROBATIONARY STATUS

Employees newly hired for regular positions in the classified service shall be considered probationary employees until they have satisfactorily completed six months of probationary service. Upon satisfactorily completing this period, they shall become permanent classified employees of the district.

Permanent employees promoted to a higher classification shall be considered probationary in their new position until they have satisfactorily completed six months of service in that position. A permanent employee who accepts a promotion and fails to satisfactorily complete the probationary period for that new position shall be returned to a position in the classification from which he/she was promoted.

See Board Policy (BP) 4216 Probationary/Permanent Status at http://www.svusd.santacruz.k12.ca.us/boe/documents/4216ProbationaryPermanentStatusBP.pdf.

VIII.

LEAVES OF ABSENCE

General Provisions

The Board of Trustees shall provide for paid and unpaid leaves of absence for employees in accordance with law, Board policies (BP) 4161/4261/4361, and associated administrative regulations as applicable. See BP 4161/4261/4361 Leaves at http://www.svusd.santacruz.k12.ca.us/boe/documents/4161LeavesBPAR_000.pdf.

All leave entitlements are prorated based on the number of hours assigned per day.

An employee returning from a leave of absence is not entitled to the exact position held at the time of the granting of the Leave, but rather guaranteed that the employee will be reinstated to a similar position within the district.

Personal Illness/Injury Leave

Personal Illness/Injury Leave is defined, and shall be accrued and taken in accordance with Administrative Regulation (AR) 4261.1(a). See AR 4261.1(a) Personal Illness/Injury Leave at http://www.svusd.santacruz.k12.ca.us/boe/documents/42611PersonalIllnessInjuryLeaveAR_000.pdf.

Personal Necessity Leave

Personal Necessity Leave is defined, and shall be taken in accordance with Administrative Regulations (AR) 4161.2/4261.2/ 4361.2. See AR 4161.2/4261.2/4361.2 Personal Leaves at http://www.svusd.santacruz.k12.ca.us/boe/documents/41612PersonalLeavesAR_000.pdf.

Personal Business Leave

Ten (10) and eleven (11) month employees shall be entitled to three (3) days per school year for Personal Business Leave. Such leave shall be deducted from accrued Sick Leave.

Twelve (12) month employees are granted three (3) Personal Business days in addition to sick leave and vacation. These days must be used in the year they are earned.

Personal Business Leave shall be used only for personal business and not for work stoppage, recreation purposes, extension of holidays or vacations, or for matters of personal convenience.

Administration will consult with the employee before making a decision regarding a substitute. If a substitute is to be retained, the employee shall arrange for the substitute according to procedures established by the District. District absence reporting procedures shall be followed upon return to work.

The Supervisor is to be notified at least one day in advance of use of days unless the use is for an emergency.

Family Illness Leave

Three (3) days family illness leave are granted each year but are not accumulative and may only be used for emergencies or serious illness of immediate family members. Family Illness Leave is not deducted from accrued Sick Leave.

Disability Leave

A classified employee who has exhausted all paid leave will be eligible for extended sick leave, not to exceed a total of five (5) school months, during which the employee will be paid the difference between their regular rate of pay and the amount paid a substitute employed to fill the employee’s position during his/her absence. The five (5) month extended sick leave shall begin to run the 1^st day of the absence.

Extended Sick Leave as described above, falls within Personal Illness / Injury Leave, and shall be and taken in accordance with Administrative Regulation (AR) 4261.1(a). See AR 4261.1(a) Personal Illness/Injury Leave at http://www.svusd.santacruz.k12.ca.us/boe/documents/42611PersonalIllnessInjuryLeaveAR_000.pdf.

Pregnancy Disability Leave

An employee who is disabled as a result of pregnancy, childbirth or related medical condition may apply for an unpaid Pregnancy Disability Leave (PDL) during the duration of the disability, not to exceed four (4) months, by submitting to the Human Resources Office a written statement from her physician indicating that the employee is disabled and medically unable to work, the last day the employee is anticipated to be able to work and the expected date of return to duty. Such statement must be provided as far in advance as possible. An employee on Pregnancy Disability Leave (PDL) may utilize accumulated sick leave, or accrued vacation if any.

Prior to return to duty from Pregnancy Disability Leave, an employee must provide a statement from her physician that she is medically able to perform the essential functions of her position.

Child Rearing Leave

The Board of Trustees may grant an unpaid leave of absence not to exceed one (1) school year to an employee for the purpose of caring for his / her newly born or adopted child.

Paternity Leave

An employee may use a maximum of three (3) days of accumulated sick leave in one school year for paternity leave. All or part of the leave must be taken immediately before, during or after the child’s birth. The employee must follow District procedures for the absence request, reporting and arranging for a substitute.

Religious Observance Leave

Religious Observance Leave is defined, and shall be taken in accordance with Administrative Regulation (AR) 4261.2/ 4261.2/ 4361.2. See AR 4161.2/4261.2/4361.2 Personal Leaves at http://www.svusd.santacruz.k12.ca.us/boe/documents/41612PersonalLeavesAR_000.pdf.

Bereavement Leave

Bereavement Leave is defined, and shall be taken in accordance with Administrative Regulation (AR) 4161.2/4261.2/4361.2(a). See AR 4161.2/4261.2/4361.2 Personal Leaves at http://www.svusd.santacruz.k12.ca.us/boe/documents/41612PersonalLeavesAR_000.pdf.

Jury Duty

Leave for Legal Duties and Leaves for Crime Victims is defined, and shall be taken in accordance with Administrative Regulation (AR) 4161.2/4261.2/4361.2(a). See AR 4161.2/4261.2/4361.2 Personal Leaves at http://www.svusd.santacruz.k12.ca.us/boe/documents/41612PersonalLeavesAR_000.pdf.

Industrial Accident/Illness Leave

Employees are covered by Worker’s Compensation and must report all on-the job injuries to their site administrator as soon as it occurs.

Industrial Accident/Illness Leave is defined, and shall be taken in accordance with Administrative Regulation (AR) 4261.11(a). See AR 4261.11 Industrial Accident/Illness Leave at http://www.svusd.santacruz.k12.ca.us/boe/documents/426111IndustrialAccidentIllnessLeaveAR.pdf.

Family and Medical Leave Act (FMLA)

FMLA is defined, and shall be taken in accordance with Administrative Regulation (AR) 4161.8(a), 4261.8(a) and 4361.8(a). See AR) 4161.8/4261.8/4361.8 Family Care and Medical Leave at http://www.svusd.santacruz.k12.ca.us/boe/documents/41618FamilyCareandMedicalLeaveAR_000.pdf.

IX.

CALENDAR

The District will meet and consult with the Committee on the establishment of the annual school district calendar on matters which pertain to the support personnel employees' work year.

PROFESSIONAL GROWTH

Professional growth is the continuous, purposeful engagement in study and related activities designed to retain and extend the high standards of the educational support personnel. The professional growth program, as outlined in Appendix A, is a voluntary incentive program to encourage support personnel to broaden their education, improve their skills and expand horizons beyond the limits of regular job assignments.

XI.

GOLDEN HANDSHAKE

The District may provide two (2) years of P.E.R.S. credit (pay both the District and employee's costs) if the employee is a PERS member, is 50 years of age, has been in the District fifteen (15) years, and retires. Implementation must result in a cost savings to the district as stated in the legal language of the program.

XII.

SENIORITY

Seniority will be determined by both date of hire in a permanent position, and duration within each classification held.

XIII.

EVALUATION

Appropriate supervision and regular, comprehensive evaluations can help employees to continually improve in the performance of their responsibilities.

Probationary employees will be evaluated during the second and fifth months of the probationary period.

Permanent employees will be evaluated at least annually.

Evaluations may be made at any time. Such evaluations will be completed on District Evaluation Forms and will describe the specific reasons for outstanding or unsatisfactory service and provide specific documentation. A copy of the evaluation will be placed in the employee’s personnel file, and the employee has ten (10) working days to respond to the evaluation should they wish to do so. The employee’s response will be placed in the employee’s personnel file along with the evaluation.

Classified employees will be evaluated in accordance with Administrative Regulation 4215. See AR 4215 Evaluation/Supervision at http://www.svusd.santacruz.k12.ca.us/boe/documents/4215EvaluationSupervisionBPAR_000.pdf.

XIV.

LAYOFF / RE-EMPLOYMENT PROCEDURE

Classified employees shall be subject to layoff for lack of work or lack of funds (Education Code 45114, 45308). Layoff and rehiring procedures shall be in accordance with Administrative Regulation 4217.3(a). See AR 4217.3 Layoff/Rehire at http://www.svusd.santacruz.k12.ca.us/boe/documents/42173LayoffRehireAR_000.pdf.

A classified employee who has been laid off due to a cut-back in funds or decreased enrollment may retain all earned sick leave, vacation days, seniority and placement on the salary schedule if hired again within the statutory rehire period.

A classified employee who has been laid off due to a cut-back in funds or decreased enrollment will be given consideration for placement in temporary positions on a site-by-site basis with the approval of the principal based on the needs of the position and seniority.

XV.

GRIEVANCE PROCEDURE

See Appendix B.

Appendix A

SCOTTS VALLEY UNIFIED SCHOOL DISTRICT

PROFESSIONAL GROWTH PROGRAM FOR SUPPORT PERSONNEL

The goal of this program is to develop and retain support employees of the highest possible caliber, with maximum benefits to both employees and district.

Eligibility To Participate

All permanent support personnel are eligible to participate.

II.

Participation Procedure

Intent to Participate: Employee shall submit an Intent To Participate form stating course title and number, institution, workshop or adult education class to be attended, the objective in taking the course, and the number of units or actual hours to be completed. These hours need only be indicated for adult education classes and/or workshops for which credit is not given in semester or quarter units. Professional growth activities must be directly related to an employee’s assignment with the District. Classes will be attended during non-working hours, at employee's expense.

As units are completed, employee shall submit grade cards or official transcripts to the Personnel Administrator. Certificates of attendance at workshops and completion of adult education classes must indicate total hours of attendance. When all units for each professional growth increment are completed and final approval given by the Personnel Administrator, the Personnel Administrator will submit an Employee Action Report to payroll indicating authorization of additional compensation for professional growth.

Workshop and adult education certificates, grade reports, official transcripts, or copies thereof, will be filed permanently in employee's personnel file.

The compensation increment shall become effective at the start of the fiscal year after verification has been received by the Personnel Administrator.

Employees must be employed by the District for two (2) years before claiming units for professional growth.

After qualifying for two increments, at least two (2) years must elapse before an additional increment may be granted.

Five (5) is the maximum number of increments that may be earned through this program by any one individual.

III.

Credit Basis

Credit shall be earned on the following basis:

A grade of “C” or better, or Pass on a Pass/Fail course, must be earned to receive credit for the course.

All credit is granted in semester unit equivalents:

1 1/2 quarter unit = 1 semester unit

3 quarter units = 2 semester units

Credit for non-college level or ungraded courses or activities will be equated as follows:

Total Class Hours Semester Units Earned

8 hour workshop 1/2

11 - 15 1/2

16 - 20 1

21 - 30 1 - 1 1/2

31 - 40 2

41 - 50 2 - 2 1/2

51 or more 3

IV.

Increment Values and Awards

One increment is equal to 9 semester units. The increment earned through this 9 unit system shall be $180 annually.

The maximum stipend an employee can earn during employment with the District is $900 per year; representing five professional growth increments of $180 each, for a total of 45 semester units.

The total annual professional growth stipend will be divided into 10 equal payments and included in the regular monthly salary warrants issued September through June.

Professional Growth Evaluation

The Personnel Administrator shall determine correct application of courses or activities to general or job-related categories on an individual basis. Approval of the Personnel Administrator must be obtained for activities before credit for such courses or activities will be given.

No course or activity credit will be verified for an increment award until the following items are on file: a grade slip for credit courses and proof of attendance at workshops or other classes or activities.

It is the responsibility of each employee to furnish all data required for final approval of credits requested for an increment award.

Appendix B

SCOTTS VALLEY UNIFIED SCHOOL DISTRICT

Grievance Policy Support Personnel Contract

Definitions

A “grievance” is an allegation by a grievant that she/he has been adversely affected by a violation, misapplication or misinterpretation of a specific provision or provisions of this Agreement, Board Policy, workplace rules, regulations, or policy.

A “grievant” refers to any employee in the bargaining unit covered by the terms of this Agreement.

A “day” for purposes of this Article is any work day as defined by the annual classified calendar.

II.

Purpose

The purpose of the grievance procedure is to secure, at the lowest possible administrative level, an acceptable solution to problems that may, from time to time, arise affecting the welfare or working conditions of Unit Members. These proceedings will be kept as informal as possible at each level of the procedure.

Nothing contained herein will be construed as limiting the right of any Unit Member having a grievance to discuss the matter informally with the Superintendent or his/her designee, and to have the grievance adjusted without intervention, provided that the adjustment is not inconsistent with the terms of this Agreement.

To minimize workplace discord, grievances must be processed as quickly as possible. Therefore, the parties agree that the time limits specified in each of the following levels will be considered to be the maximum allowable and every effort shall be made to expedite the process. The time limits specified may, however, be extended by mutual agreement. In the event a grievance is filed near the end of the school year such that the grievance procedure time frame could not be completed by the grievant’s last working day of the school year, the parties agree to continue processing the grievance during the summer recess to the extent mutually agreeable or carry the grievance forward to the next school year.

The failure of the grievant to meet any of the time limits established by this Article shall invalidate the grievance. The failure of the Immediate Supervisor/Superintendent to provide written response within the time limits automatically resolves the grievance in the favor of the grievant.

III.

Procedure

Level 1 – Informal Resolution

Within twenty-one (21) days after the occurrence or discovery of an alleged act or omission giving rise to a grievance, the grievant must schedule a meeting to personally discuss the allegations with the grievant's immediate supervisor with the objective of resolving the matter

Level 2 – Immediate Supervisor

If the grievant is not satisfied with the informal disposition of her/his grievance at Level 1, or if the grievance has not been resolved within five (5) days after discussing the problem with the supervisor in Level1, the grievant may, within ten (10) days following the date of the Level 1 disposition, file a formal grievance with the immediate supervisor.

The grievance shall be in writing and shall include the name of the bargaining agreement alleged to have been violated, the specific remedy sought by the grievant, and a description of the circumstances giving rise to the grievance.

Within ten (10) days after the receipt by the Immediate Supervisor of the written grievance, the Immediate Supervisor will meet with the grievant, who may be represented by the Employee Organization, in an effort to resolve the grievance. The immediate supervisor will render a written decision as to the resolution of the grievance within ten (10) days thereafter.

Level 3 – Superintendent

If the grievant is not satisfied with the disposition of her /his grievance at Level 2, or if no decision has been rendered within ten (10) days after the grievant has met with the Immediate Supervisor, the grievant may, within ten (10) days of the Level 2 disposition, file a grievance with the Superintendent.

The Level 3 grievance shall be in writing and shall include all documentation and correspondence concerning the disposition of the grievance at each of the prior levels.

Within ten (10) days after the receipt of the written grievance by the Superintendent, the Superintendent shall meet with the grievant, who may be represented by the Employee Organization, in an effort to resolve the grievance. The Superintendent will render a written decision concerning the resolution of the grievance within fifteen (15) days after meeting with the grievant concerning the Level 3 grievance.

Level 4 – Board of Trustees

In the event that either party is not satisfied with the recommendation or recommendations of the Superintendent, the Employee Organization or the District may appeal the decision in writing within ten (10) days to the District Board of Trustees.

The Board alone has the power to render a final and binding determination of a grievance, which shall be rendered within thirty (30) days of receipt. If, upon review, the Board of Trustees determines that it is unable to render a final determination on the record, it may reopen the matter for the taking of additional evidence.

If the Board reopens the matter for additional evidence, a final decision shall be reached within sixty (60) days of the Board’s determination to reopen. The grievant may be represented by the Employee Organization in an effort to resolve the grievance when presenting to the Board of Trustees.