COLLECTIVE BARGAINING AGREEMENT

BETWEEN THE

CENTINELA VALLEY UNION BIG~ SCHOOL DISTRICT

AND THE

CENTINELA VALLEY SECONDARY TEACHERS ASSOCIATION

JULY 1, 1988- JUNE 30, 1991

PREAMBLE

THIS AGREEMENT IS ENTERED INTO WITH REFERENCE TO THE FOLLOWING

FACTS:

WHEREAS THE CENTINELA VALLEY UNION HIGH SCHOOL DISTRICT BOARD OF

TRUSTEES (BOARD), ACTING ON BEHALF OF THE CENTINELA VALLEY UNION

HIGH SCHOOL DISTRICT (DISTRICT), HAS PREVIOUSLY GRANTED EXCLUSIVE

RECOGNITION TO THE CENTINELA VALLEY SECONDARY TEACHERS ASSOCIA-

TION 1 AFFILIATED WITH CALIFORNIA TEACHERS ASSOCIATION AND THE

NATIONAL EDUCATION ASSOCIATION (ASSOCIATION); FOR PURPOSES OF

MEETING AND NEGOTIATING ON BEHALF OF EMPLOYEES COMPRISING AN

APPROPRIATE BARGAINING UNIT, AND,

WHEREAS REPRESENTATIVES OF THE DISTRICT AND THE ASSOCIATION HAVE

MET AND NEGOTIATED IN GOOD FAITH PURSUANT TO SECTIONS 3540, ET

SEQ. OF THE CALIFORNIA GOVERNMENT CODE, THE PARTIES HEREBY AGREE

TO THE TERMS CONTAINED HEREIN.

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Article 1: Recognition

1.1 The Centinela Valley Union High School District recognizes the Centinela Valley Secondary Teachers Association, affiliated with the California Teachers Association and the National Educa-tion Association, as the exclusive bargaining representative of employees in the following positions:

1.10 Regular full-time or part-time classroom teachers (per-manent, probationary and temporary), special education teachers, resource specialists, and categorically-funded teachers.

1.11 Counselors, librarians, nurses and school psychologists.

1.12 Summer school teachers, except those employed in management or supervisory positions during a summer session.

1.13 Adult Education teachers and Adult Education advisors, if the employee in either position serves twenty (20) or more hours per week for one (1) semester or more during each school year.

1.14 Excluded from the unit are employees in all other posi-tions not specifically enumerated above, including, but not limited to.

1.14.1 Management, supervisory and confidential employees as designated by Board of Trustees during the term of this Agreement.

1.14.2 All substitute teachers.

Article 2: Term of Agreement

2.1 Except as otherwise specified, this Agreement shall be effec-tive as of July 1, 1988, and shall remain in full force and effect until 12:01 a.m., June 30, 1991, and from year to year thereafter, unless one of the parties notifies the other in writing no sooner than February 1 , and no later than Z.larch 31 of the school year preceding such modification or amendment.

2.2 Upon request of the Association, the District agrees to reopen negotiations with the Association to discuss monies re-ceived as a result of the School Improvement and the Accountabili-ty Initiative (Proposition 98).

Article 3: Compensation

3.1 All eligible unit members shall be compensated for earned step, column, professional growth and anniversary increments for the 1988-89 and 1989-90 school year.

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3.2 If an Adult Education teacher's regularly scheduled classes fall on any of the holidays listed below, the teacher shall be compensated as if the class had been held:

Martin Luther King Jr Day Veterans Day Thanksgiving Day The day following Thanksgiving Day Lincoln's Birthday Washington •-s Birthday Memorial Day Independence Day

The specific dates of the holidays listed above shall be deter-mined by Federal and State laws or proclamations, and the approved District calendar.

3.3 For the 1988-89 school year, effective July 1, 1988, a 6% salary schedule increase for all salaries to unit members.

A. For the 1989-90, effective July 1, 1989, 6% total com-pensation to include salary adjustments and health insurance premium rate increases. If the District realizes savings in the total aggregate cost for certif-icated medical health insurance coverage over the total aggregate cost for 1988-89 as a result of changing medical insurance carriers toPERS for 1989-90, the savings shall be applied as a percentage increase on the salary schedule in 1989-90.

B. For 1990-91 effective upon the date of implementation and funding, the certificated bargaining unit shall receive the same annualized .percentage increase in state COLA applied to the District Base Revenue Limit per ADA as received by the District for 1990-91 plus 1%. This total compensation increase shall be applied toward a salary schedule increase for all salaries to unit mem-bers and health insurance premium increases.

State COLA as specified in sub-paragraph B)l above is defined as the percentage cost of living increase re-ceived from the State in 1990-91 by the District and applied to the 1990-91 Base Revenue Limit (respectively) per ADA. Funds specifically excluded from this formula are: all Federal categorical funds, all State categori-cal funds, all State special purpose funds (e.g.) lot-tery, special education, SB 813 Mentor teacher, SB 813 10th grade counseling, IEA/LEP, etc.), interest, income from rents and leases, and other local funding sources. Also excluded would be any equalization adjustment received in 1990-91, not included in the BRL, and State summer school income.

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C. Effective July 1, 1989, the Adult Education salary schedule shall be added six (6) additional steps in each of Columns A, B and c, which steps shall represent a 1.076% increase above the preceding step, effective July 1, 1989.

3.4 Unit members assigned to two (2) or more school sites during the regular school day shall be reimbursed forty (40) dollars per school month.

Article 4: Hours of Employment

4.1 Full-time unit members, except those in Adult Education and summer school, shall be assigned duties for no more than 6.1 hours per day, exclusive of lunch. Unit members who are full-time classroom teachers shall be assigned five instructional periods and one period for preparation each day classes are in session. Unit members shall be available for conferences and/or meetings with students, parents, staff and designated department and facul-ty meetings during their preparation periods. Unit members shall be present on campus at least 15 minutes prior to the beginning of their first period class or assignment.

4.2 Adult Education unit members shall be in their assigned work locations, and responsible for instructional and other assigned duties for a minimum of twenty (20) hours per week.

4.3 In addition to 4.1 above, unit members shall be responsible for other duties requiring the participation of certificated personnel. Assignment of unit members to these additional duties shall be the responsibility of the local school administration.

4.4 Duty-free lunch: All unit members, except those in Adult Education or summer school shall be entitled to a duty-free lunch period of at least thirty (30) minutes.

4.5 Work days: The number of scheduled work days for unit mem-bers, except those in Adult Education and summer school, shall be:

Regular classroom teachers 182 Other classroom teachers 182 Librarians 182 Nurse 182 Counselors 182 Psychologists 182

4.6 Drama teachers shall be assigned four (4) regular instruc-tional periods, one (1) period of drama production/preparation and one (1) period of conference/preparation.

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Article 5: Health and Welfare Benefits

5.1 The District will continue all existing health insurance benefits subject to paragraphs 2)a and 2)b above except that medical health insurance shall be provided by PERS effective October 1, 1989. Each eligible, full-time unit member shall be granted the health and welfare benefits specified in 5.10 through 5.14 below:

For the 1991-92 school year, the Association agrees that any increases in the cost of health benefits incurred by the District shall be directly credited toward the total cost of the unit members' salary increase for that year.

5.10 A medical insurance plan (Health Net, Maxicare, Kaiser Foundation Health Plan or PERS (effective October 1 , 1989)) for unit members and their dependents;

5.11 A dental plan (Delta Dental Service) for unit members only ($2,000} maximum);

5.12 A life insurance plan (Great West Life) for unit members only; retirees from the District may participate in the life insurance program by reimbursing the District for the amount of their life insurance premiums;

5.13 A drug prescription plan (Paid Prescription) for unit members and their dependents;

5.14 A vision care plan (Vision Care Service B) with $5.00 deductible for unit members only;

5.15 Unit members on unpaid leave shall not be entitled to health and welfare benefits pursuant to 5.10, 5.11, 5.12, 5.13 and 5.14, but may keep such benefits in force by paying the necessary premiums in advance. Unit members on unpaid leave for less than thirty (30) calendar days, or on paid leave, shall continue to receive such benefits at District expense.

5.2 Employees who retire during the term of this Agreement shall be eligible for health and welfare benefits as follows:

5.20 Participants in the District's Early Retirement Incen-tive Program shall receive the same benefits as regular unit members, except life insurance.

5.21 Participants in a State Teachers Retirement System option shall receive the same benefits as regular unit members, except life insurance, until the person reaches age 65. At age 65, the person's medical insurance shall be converted to a policy supplementing Medicare.

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5.3 The District and the Association agree to form a Health Insurance Study Committee composed of the following:

Three persons appointed by CVSTA Three persons appointed by CSEA One person appointed by supervisors One person appointed by Confidential employees Two persons appointed by Superintendent or his designee

Article 6: Leaves of Absence

6.0 The benefits which are expressly provided by this Article are the sole benefits which are part of this Agreement. Other statu-tory or regulatory leave benefits are neither incorporated, di-rectly or impliedly, into this Agreement nor are such benefits waived by the Association.

6.1 Personal Illness and Injury Leave

6.11 Full-time unit members, except those in Adult Education and summer school, shall be entitled to ten (10) days leave with full pay for each school year for reasons of personal illness or injury. Unit members who are sched-uled to work more or less than full-time shall be enti-tled to that portion of the ten (10) days leave as the number of hours per week of scheduled duty relates to the number of hours for full-time member in a comparable position.

6.12 Adult Education and summer school unit members shall be entitled to one (1) hour of paid leave for every twenty (20) hours worked.

6.13 If a unit member does not utilize the full amount of leave as authorized in 6.11 above in any school year, the amount not utilized shall be accumulated from year to year.

6.14 After all accumulated leave as set forth in 6.13 above is exhausted, additional non-accumulated leave shall be available for a period of time not to exceed five (5) school months, provided that the provisions of 6.15 below are met. The amount received while on leave shall not be less than 50% of the employees salary. Leave accumulated during the regular school year shall not be utilized during summer employment.

6.15 Where reasonable doubt exists as to the legitimacy of leave under this Article, the District may require a verification of the illness, accident or disability by the unit member's physician. However, if the District requires additional independent verification of the extent of illness 1 accident or disability, the cost of

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such examination shall be borne by the District. Upon request by the District, a unit member shall be required to present a physician's verification of fitness to return to duty.

6.16 A unit member must see that the District Office is contacted as soon as the need to be absent is known. Failure to provide adequate notice may be grounds for denial of leave with pay.

6.17 A full-time unit member who is absent under provisions of this leave for less than a full day shall have accu-mulated leave reduced in increments of one (1) hour, with any portion of an hour counting as one (1) hour.

6.18 Unit members shall notify the District at the earliest reasonable time of their intent to return to work, but at least one hour prior to the unit member's first required duty, and in no event later than 7:00 a.m. on the day of return from leave.

6.2 Personal Necessity Leave

6.21 Leave which is credited under 6.11 of this Article may be used at the unit member's election for purposes of personal necessity, provided that the use of such per-sonal necessity leave does not exceed six (6) days in any school year. Leave under this section shall not be accumulative from year to year.

6.22 For purposes of this provision, personal necessity shall be limited to: (a) death or serious illness of a member of the unit member's immediate family; (b) a serious accident involving the unit member; (c) a serious accident involving the unit member's immediate family; (d) one day per year at the discretion of the employee, but not for work stoppages or slow-downs of any type; or (e) other personal necessities which are allowed at the discretion of the Superintendent or designee. Under no circumstances shall leave be available for purposes of income producing activity, the extension of a holiday or vacation period, attending to matters which could reasonably be scheduled outside of work hours, or for recreation activities.

6.23 For purposes of this provision, an immediate family member shall be limited to: mother, father, former legal guardian, grandmother, grandfather, or grandchild of the unit member, or of the spouse of the unit member, the spouse, son, son-in-law, daughter, daughter-in-law, brother or sister of the unit member, any relative living in the immediate household of the unit member.

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6.3 Bereavement Leave

6.31 A unit member shall be entitled to a maximum of five (5) consecutive days leave of absence without loss of salary on account of the death of any member of his/her immediate family.

6.32 For purposes of this provision an immediate family member shall be limited to: mother, father, former legal guardian, grandmother, grandfather, or a grand-child of the unit member or of the spouse of the unit member, the spouse, son, son-in-law, daughter, daughter-in-law, brother or sister of the unit member, any relative living in the immediate household of the unit member.

6.33 When appropriate, bereavement leave shall be taken prior to the use of other paid or unpaid leave.

6.4 Leave for Pregnancy Disability

6.41 Unit members are entitled to use sick leave as set forth in 6.11 and 6.12 for physical disabilities caused or contributed to by pregnancy, miscarriage, childbirth, and recovery therefrom on the same terms and conditions governing leaves of absence from other illness or medi-cal disability. Such leave shall not be used for child rearing, or child care, but shall be limited to those disabilities as set forth above.

6.42 Unit members are entitled to leave without pay or other benefits for disabilities because of pregnancy, miscar-riage, childbirth or recovery therefrom.

6.43 Unit members on leave pursuant to 6.41 and/or 6.42 shall request such leave in writing. The unit member's physi-cian shall recommend the duration of such leave, and upon release the physician's written statement shall include a recommendation as to the ability of the unit member to perform her duties. However, if the District requires additional, independent verification of the extent of disability through a physical examination of the unit member by a physician, the cost of such an examination shall be borne by the District.

6.5 Leave Without Pay for Pregnancy

6.51 Leave without pay or other benefits shall be granted to a unit member for pregnancy.

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6.52 The unit member shall request such leave as soon as practicable, but under no circumstances less than thirty (30) work days prior to the date on which the leave is to begin. Such request shall be in writing and shall include a statement as to the dates the unit member and her physician wish to begin and end the leave without pay.

6.53 The duration of such leave shall twelve (12) consecutive months. may be granted, not to exceed an months.

consist of no more than An extension of leave additional twelve (12)

6.54 The unit member is not entitled to the use of any ac-crued sick leave or other paid leave while such unit member is on pregnancy leave, whether or not the illness or disability is related to a pregnancy, miscarriage, childbirth, or recovery therefrom.

6.55 There shall not be diminution of employment status under this leave except that no unit member shall be entitled to compensation, vertical step increment, nor shall the time taken on such leave count toward credit for proba-tionary unit members in earning tenure status.

6.56 If a unit member is on pregnancy leave, and in the event of a miscarriage or death of child subsequent to child-birth, the unit member may request an immediate assign-ment to a unit position. If there is a vacancy for which a unit member is qualified, the District will assign the unit member to a position as soon as practi-cable.

6.57 Unit members on unpaid leave shall not be entitled to health and welfare benefits pursuant to Article 5, but may keep such benefits in force by paying the necessary premiums in advance. Unit members on leave for less than thirty (30) calendar days shall continue to re-ceive such benefits at District expense.

6.58 The unit member on unpaid leave shall be entitled to return to the position held prior to the leave, if available, or, if not available, to a comparable posi-tion, but not necessarily at the location where the unit member served prior to such leave.

6.6 Other Leaves without Pay

6.61 Leave without compensation, vertical step increment, or tenure credit, may be granted for one school year for the following purposes, which include, but are not limited to: Peace Corps, care for a member of the immediate family who is ill, long term illness of a unit

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member (other than that provided in Article 6.13), adoption and/or care of a child, service in an elected public office, or professional study or research. Leaves granted under this Article may be extended for a maximum of one year at the discretion of the District.

6.62 Unit members on unpaid leave shall not be entitled to health and welfare benefits pursuant to Article 5, but may keep such benefits in force by paying necessary premiums in advance. Unit members on leave for less than thirty (30) calendar days shall continue to receive such benefits at District expense.

6.63 The application for such leaves of absence shall be in writing. In addition, a unit member on such leave shall notify the District Personnel Office no later than sixty (60) days before the end of the leave regarding an intent to return to employment in the District.

6.64 The unit member on leave without pay shall be entitled return to his/her assignment, if available, or, if not available, to a comparable position, but not necessarily at the location where the unit member served prior to such leave.

6.7 Judicial Leave

6.71 Unit members will be provided paid leave for regularly called jury duty up to a maximum of twenty (20) working days. The Superintendent, or designee, may extend this leave under extenuating circumstances, including, but not limited to, the completion of a trial to which the employee was assigned prior to the twentieth day of service.

6.72 The unit member, while serving on jury duty, will re-ceive his/her regular earnings; any amount received for jury service, other than mileage, shall be reimbursed to the District.

6.73 Unit members required to be present as witnesses in court will be provided leave in cases where (a) the unit member is under subpoena to be present and testify, (b) the unit member is a respondent with the District, or (c) the unit member is a respondent to charges applying to duties performed within the scope of District employ-ment, but not including charges brought about through the connivance or misconduct of the unit~ember.

6.74 Any fees, honorariums or costs, other than mileage, paid to the unit member must be reimbursed to the District.

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6.75 The Association shall encourage unit members to serve jury duty outside the regular school year.

6.8 Industrial Accident Leave

6.81 Unit members will be entitled to industrial accident or illness leave for personal injury which has qualified for Workers' Compensation under the provisions of the insurance regulations in effect at the time of the industrial accident or illness.

6.82 Such leave shall not exceed sixty (60) work days during which the schools of the District are required to be in session or when the unit member would otherwise have been performing work for the District in any one fiscal year for the same industrial accident.

6.83 The District has the right to have the unit member examined by a physician designated by the District to assist in determining the length of time during which the unit member will be temporarily unable to perform assigned duties, and the degree to which a disability is attributable to the injury involved. At the option of the unit member, and upon prior written notification, another physician may be selected for such examination.

6.84 For any days of absence from duty as a result of the same industrial accident, the unit member shall endorse to the District any wage loss benefit check from the appropriate District insurance carrier which would make the total compensation from both sources exceed 100 percent of the amount the unit member would have re-ceived as salary had there been no industrial accident or illness.

6.85 If the unit member fails to endorse to the District any wage loss benefit check received on account of the industrial accident or illness as provided above, the District shall deduct from the unit member's salary warrant the amount of such disability indemnity actually paid to and retained by the unit member.

6.9 Sabbatical Leave

6.91 A unit member under the age of sixty (60), who has satisfactorily completed seven (7) full years of service in the District shall be eligible for sabbatical leave once in each eight (8) years. Application may be made during the unit member's seventh consecutive year in the District.

A full year of service shall consist of seventy-five percent (75%) of the school year, including summer school, without absence for illness or other cause.

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A maximum of two percent (2%) of the certificated per-sonnel on the District's payroll as of September 30th shall be eligible for a sabbatical leave during the following school year.

6.92 Criteria for Selection

The selection of unit members to be granted sabbatical leave shall be:

A. The relative value to the District of the proposed program as submitted by an eligible applicant.

B. The relationship of sabbatical leave activities to the present assignment of the unit member.

C. Whether or not the applicant had previously been granted a sabbatical leave.

D. If other criteria are equal, the seniority of the unit member shall prevail.

6.93 Conditions of Leave

Sabbatical leave may be granted for not less than one full semester, nor for more than one academic year. To be eligible for sabbatical leave during the second semester of a school year, a unit member must have completed a minimum of seventy-five percent (75%) ser-vice of all work days scheduled during the first semes-ter.

Unit members who are selected for one semester sabbati-cal leave must take such leave during the second semes-ter, except by mutual consent of the District and the unit member.

6.94 Selection Procedure

Candidates for sabbatical leave shall:

A. Make application to the Assistant Superintendent, Educational Administration during the last two weeks of October but in no event later than Novem-ber 1st. Applications may be obtained from the Personnel Office.

B. Applications may be considered only for the school year immediately following that during which the application is received. If an applicant is not granted a leave, the person must apply again in a future year in order to be considered.

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C. Applicants shall present as part of their application evidence of satisfactory service as required in this Article, reasons for desiring the leave, proposed length of the leave (with inclusive dates), and any other relevant data to assist the District in making its decision regarding sabbati-cal leave. The District may conduct interviews, or request additional information for clarification of the proposal.

D. An applicant whose request for sabbatical leave is approved by the Board of Trustees shall be notified within one week of such approval.

E. The approval of sabbatical leaves shall be discretionary with the Board of Trustees, and nothing in this Article shall be construed as requiring the Board to approve requests for such leaves.

6.95 Compensation While on Leave

A. The recipient of a full academic year sabbatical leave shall receive fifty percent (50%) of the recipient's annual base salary. Base salary is defined as the appropriate step and column placement, including career increments and professional growth incentives, but does not in-clude any form of extra compensation previously earned by the recipient. The recipient of a one semester sabbatical leave shall receive fifty percent (50%) of the appropriate base salary earned for one semester.

B. At least thirty (30) days prior to the beginning of such leave, the unit member shall furnish the District with a suitable bond indemnifying the District against loss in the event that the unit member fails to render at least two (2) years of service in the District after return from sabbati-cal leave. Such bond shall be exonerated in the event the failure of such unit member to return and render the required service is caused by the death of the unit member or by a physical or mental disability rendering the person incapable of re-turning to service.

c. The unit member shall make arrangements with the District Business Office for the disposition of salary warrants. Such disposition shall be ei-ther:

1. Written appointment of a bank or depository to receive the salary warrant, or

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2. Disposition according to an appropriate and fully executed power of attorney.

6.96 Sick Leave Benefits

Interruption of a sabbatical leave that is caused by serious accident or illness, evidence of which is satis-factory to the Superintendent and Board of Trustees, may allow reconsideration or mutual revision of the objec-tives of such leave.

In case of such accident or illness, the unit member must:

A. Notify the Superintendent of the accident or onset of serious illness within ten (10) days, by registered letter.

B. Upon recovery, be available for i~mediate return to service. The amount of compensation due under the provisions of 6.96 shall not be affected if the unit member has complied with 6.96 above.

6.97 Effect of Sabbatical Leave upon Retirement

Sabbatical leave shall count toward retirement, and the retirement and annuity contributions shall be deducted from unit member's compensation while on such leave.

6.98 At the expiration of a sabbatical leave, the unit member who has been granted such leave shall be reinstated, unless the person agrees otherwise, in the position held at the time the leave was granted, provided that condi-tions have not arisen which would have changed condi-tions, the unit member returning from leave shall be reinstated and be assigned work appropriate to the field of training, with the appropriate salary status in-cluding any increments allowed.

6.99 Required Reports

Each unit member who has been on sabbatical leave for a full year, or during the previous Spring semester, shall file with the Superintendent's office a written report no later than October 15. A unit member who has been on such leave during the Fall semester only shall file the report not later than the following March 15th. Such report shall contain detailed data as tokhe activities of the unit member, together with the unit member's appraisal of the professional value of the experience gained while on leave, the manner in which such experi-ence or knowledge gained may be used for the benefit of the students or the school in which the unit member is located, and any other data necessary for a satisfactory

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report. The Superintendent shall determine that all conditions of the sabbatical leave have been fulfilled. The report shall then be filed with the Assistant Super-intendent, Educational Administration.

6.10 Leaves of Absence for Critical Illness or Injury in the Immediate Family.

6.10.1 Leaves of absence with full pay not to exceed five (5) days per school year shall be granted to bar-gaining unit members upon furnishing of acceptable proof of critical illness or injury in the immedi-ate family. For purposes of this provision, "imme-diate family" shall be defined as members listed under section 6.23 of this Article.

6.10.2 Proof of illness or injury shall be presented to the Superintendent or his des~gnee, if so re-quested, upon return to duty and shall consist of a signed statement from a licensed physician, sur-geon, chiropractor or osteopath, certifying that the absence was caused by illness or injury. Nothing in this section shall discriminate against evidence of treatment and the need therefor by the practice of the religion of any well recognized church or denomination.

6.10.3 At the birth of his child a father may be granted a leave of absence with pay not to exceed five (5) consecutive days during any one school year.

Article 7: Transfer

7.1 Definitions

7.11 Transfer: A relocation of a probationary, temporary or permanent unit member from one school or other work location to another.

7.12 Reassignment: The relocation of a probationary, tempo-rary or permanent unit member from one classification in the unit to another; also, the relocation of a person from one department in a school to another in accordance with the criteria set forward in 7.2.

7.13 Vacancy: A position in the unit to which no unit member has been assigned.

7.14 Notification of vacancies: Notice of vacancies for the ensuing school year shall be posted during the Spring semester. Notice of vacancies during the school year shall be posted throughout the District and transmitted to unit members who have previously filed written re-quests for transfer or reassignment. Unit members to be

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notified during the summer recess shall submit their names, with five (5) stamped, self-addressed envelopes, to the District Personnel Office prior to June 15. All notices of vacancies shall be posted at appropriate site locations throughout the District. Extra duty assign-ment vacancies shall be posted only at the site of the vacancy unless such extra duty could reasonably be performed by a unit member employed at another District site. This notification provision shall be waived in the event of an emergency as defined in Section 7.15, or except as provided herein.

7.15 Emergency transfer or reassignment: A transfer or reassignment made to a vacancy when the District could not reasonably have known in time to notify all unit members. Notice shall be transmitted to those unit members who meet the criteria listed in Section 7.2 of this Article and who have previously filed written requests for transfer and/or reassignment.

7.16 Request for transfer or reassignment: A form submitted to the District by a unit member indicating a desire to transfer. Requests for transfer shall be filed during the month of February, and a master list shall be valid for one school year. Unit members may also file re-quests for transfer after having been notified of spe-cific individual vacancies. An Administrator may request the transfer of a unit member after first noti-fying the person.

7.17 The school administration shall notify unit members of partial vacancies and seek volunteers for those vacan-cies.

7.2 Criteria to be utilized in making transfers and reassign-ments: (listed in alphabetical order)

Ability to perform adjunct and other related duties

Affirmative action guidelines

Compatibility with colleagues, as evidenced in writing to the unit member(s)

Credential(s)

Evaluations (written)

Major and/or minor fields of study

Seniority in the district

Special training or ability

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Staffing balance as a result of program and/or enrollment changes

Each vacancy notice shall include a statement of specific criteria desired for the filling of the vacancy and shall indicate which of the criteria listed (if any) are more important than others.

7.3 All notices of vacancies shall contain the following informa-tion:

Location; Job description; and Duration of job

7.4 Unit members who apply for vacancies and who meet the crite-ria in 7.2 above, shall have preference over outside candidates when qualifications are equal.

7.5 Involuntary transfers

7.51 A unit member who is to be involuntarily transferred or reassigned due to a reduction in staff, or to the reduc-tion or elimination of programs or services, shall have the right to indicate assignment preferences from a list of vacancies. The District will attempt to avoid making involuntary transfers or reassignments to positions in more than two departments. Involuntary transfer or reassignment recommendations shall be based upon the criteria listed in 7.2.

7.52 Except in cases of emergency, a unit member who is to be involuntarily transferred shall be given the reasons for such transfer, by personal contact or by mail at the last known address of the unit member.

7.6 Transfers relating to the closing of a school

7.61 In the event of the closing of a District school, unit members from the school being closed shall have the right of first preference and first refusal over other District employees for existing or projected vacancies during the school year prior to the closing. Said vacancies may exist or be created by:

a) New positions at other school due to increases in enrollment; or

b) Other unit members leaving the District.

In addition, all probationary and temporary teach-ers shall remain unassigned until permanent teach-ers from the school being closed have been placed.

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7.62 If two or more permanent teachers from the school being closed state a preference for the same vacancy, and if qualifications under 7.2 are equal, the unit member with greatest District seniority shall be transferred to the vacancy.

7.63 The Administration of each remaining high schools shall open the position of department head within two years after the closing of a school.

Article 8: Class Size

8.1 District management will establish class sizes as determined by the instructional needs of the District, the building facili-ties available and the financial conditions of the District, except as specified below.

8.2 Class size in any program having statutory limits shall conform to those limits.

8.3 The provisions of Article 8 shall not apply to Lloyde High School.

8.4 The District-wide pupil-teacher ratio for 1988-89 and 1989-90 is 30.5 students per regular classroom teacher. This ratio is limited in its application to "regular" classroom teachers and does not include traditional large group instruction (e.g., physi-cal education, band).

Positions excluded from the designation of "regular" classroom teachers shall be staffed as follows:

Librarian or Teacher/Librarian: District School Nurse: Counselor: not to exceed 550:1 students

but not less than 1 counselor per school

Work Experience Coordinator: Activities Director: Special Education Teachers: as

determined by the number of students admitted to such programs by an Evaluation and Placement Committee

Teachers in Categorically funded programs: as determined by approved Federal and State funding of District projects

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3 5/6 (Ha/Lz)

8.5 District-wide-pupil-teacher ratio shall be verified at the fourth week of each semester.

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Article 9: Evaluation Procedure

9.1 Evaluation of all unit members shall be on a continuing basis and scheduled as follows:

Adult Education - annual evaluation desirable, not required;

Probationary - each school year;

Temporary - each school year, if employed for entire school year; temporary employees hired for less than a school year, but for at least one semester, shall be evaluated in writing;

Permanent - at least every other school year; If the unit member is to be evaluated during a particu-lar year, but is granted a leave of absence for one semester or longer, such evaluation shall take place during the first year of return to duty.

9.2 Unit members scheduled for evaluation shall be notified not later than the end of the second school week of the school year in which they are to be evaluated. The evaluatee shall present his/her suggested objectives to the evaluator prior to November 1 of the school year in which the evaluation shall take place. Employees shall be evaluated under provisions of 9.31 (3) a, b, and c.

9.3 Initial Conference

9.31 Except for temporary employees serving less than a school year, the evaluator shall have a conference with the evaluatee no later than October 31 of each school year for the purpose of:

(1) Reviewing District, school departmental and program goals and objectives;

(2) Discussing evaluation forms to be used, (see Appen-dix B); and

(3) Discussing the appropriateness of the evaluatee's objectives as they relate to:

a) the progress of students toward the established standards of expected student achievement

b) the performance of those non-instructional duties and responsibilities, including, but not limited to, supervisory and advisory, as may be prescribed by District management;

20

c) the establishment and maintenance of a suitable learning environment within the scope of the evaluatee's responsibility;

(4) In the event of a disagreement over the appropri-ateness of objectives described in 3a, b, or c, the evaluator and evaluatee shall:

a) make every possible attempt to resolve the problem themselves;

b) if the disagreement persists, the parties may invite a third party to assist in its resolution. The third party shall recommend alternatives to the evaluator and the evaluatee;

c) if either party rejects the proposed alternatives, each shall have an opportunity to state his/her position relative to the objective(s) in dispute, and to have a written statement attached to the final evaluation form.

(5) Planning for observations, conferences, and estab-lishing a final evaluation conference date.

9.4 Periodic conferences may be scheduled by either the evaluator or evaluatee during the evaluation period to discuss observations, progress toward meeting objectives, improvement and/or revision of objectives.

9.5 If the evaluator becomes aware of serious deficiencies in the unit member's performance of duties, such deficiencies shall be noted in writing as soon as is practicable. A conference shall be held between the evaluator and evaluatee during which the defi-ciencies shall be discussed. The evaluator shall make recommenda-tions as to areas of needed improvement, and shall attempt to assist the evaluatee in correcting the deficiencies.

9.6 If the evaluator becomes aware of a complaint or complaints concerning the evaluatee that are not of a serious nature, the evaluator shall determine the validity of such complaints, and shall notify the evaluatee of such complaints if, at the discre-tion of the evaluator, it is determined that such notification will assist the evaluatee in the performance of his/her duties.

If either the evaluator or the evaluatee decides that an investi-gation into a complaint is in order, the other party shall be advised prior to the beginning of the evaluator's investigation. If such an investigation by the evaluator substantiates the alle-gations in the complaint(s) the evaluator shall confer with the evaluatee and summarize the conference in writing. The evaluatee

21

shall have the right to respond to the conference in writing, and shall have the opportunity to present evidence and/or witness(s) to the evaluator within ten (10) days of receipt of the written conference summary, and before any record of the complaint(s) is entered into the file of the evaluatee. If the complaint is without merit it shall not be entered in the unit member's person-nel file.

9.7 Final Evaluation Conference

9.71 The evaluator will discuss each component of the evalua-tion during a conference and provide a written evalua-tion to the evaluatee no later than 30 days before the end of the school year.

9.72 The evaluatee shall have the option of writing a state-ment relative to the final evaluation. Such statement shall be attached to the evaluation form, and thus incorporated into the written evaluation.

9.8 Unit members shall not be required to evaluate other unit members, unless subpoenaed by a court or administrative office of appropriate jurisdiction.

Article 10: Grievance Procedure

10.1 Definitions

10.10

10.11

10.12

10.13

Grievance: A written statement by a unit member in which the person alleges that a specific section of the Agreement has been violated. The statement shall contain a request for specific remedy to the alleged violation.

Grievant: A unit member filing a grievance.

Days: A grievant's working days, or, by mutual consent, days when the District office is open for business.

Informal Step: A required discussion of the allega-tion between the grievant and the appropriate administrator, in an attempt to resolve the griev-ance.

10.2 General Principles

10.20 A unit member who believes that this Agreement has been violated may file a grievance. The unit member must utilize the Informal Step, 10.13 above, before filing a grievance at Step 1.

22

1 0. 21

10.22

10.23

10.24

10.25

Either party has the right to the assistance of a conferee or legal counsel at any step in the procedure.

If the same grievance, or substantially the same grievance, is filed by more than one unit member, only one unit member on behalf of himself and the other grievants may process this grievance through this procedure. The names of all aggrieved parties shall appear on any documents submitted by the grievant.

Once a grievance has been filed, it shall not be amended. If substantive information was omitted from the original written allegation, the grievant must re- file the amended grievance with the appro-priate supervisor at step 1 of this procedure. Such amendment shall not invalidate the timeliness of a previously valid filing of the original griev-ance.

The Association may pursue an alleged violation of this Agreement.

A grievance must be filed within thirty (30) days of the alleged violation, or within thirty (30) days of the time that the grievant should reason-ably have known of the alleged violation.

10.3 Steps in the Grievance Procedure

1 0. 31

1 0. 32

Step 1

The written grievance shall be filed with the grievant•s immediate supervisor and the Assistant Superintendent, Educational Administration. The immediate supervisor shall confer with the grievant and any witnesses requested, and within ten (10) days of receipt, render a decision. Copies of the decision shall be sent to the grievant and to the Association within two (2) days.

Step 2

The grievant may appeal the decision from Step 1 to the Assistant Superintendent, Educational Adminis-tration within ten (10) days after receipt of the Step 1 decision. This appeal shall be presented in writing with all documents and printed material submitted at Step 1. The Association shall be notified of the request for appeal.

23

10.33

10.34

The Assistant Superintendent, Educational Adminis-tration, shall confer with the grievant within ten (10) days after receipt of the appeal, and shall render a written decision within five (5) days after conference. Copies of the decision shall be sent to the grievant and to the Association within two (2) days.

Step 3

The grievant may appeal the decision from Step 2 to the Superintendent within ten (10) days after receipt of the Step 2 decision. The appeal shall be in writing, and the grievant shall send copies simultaneously to the Association and to the Admin-istrators who were involved at Steps 1 and 2. The Superintendent shall confer with the grievant within ten (10) days after receipt of the appeal, and shall render a decision in writing within five (5) days after the conference. Copies of the decision shall be sent to the grievant and to the Association within two (2) days.

Step 4

A grievant who is not satisfied with the decision at Step 3 may request the Association to submit the grievance to arbitration. If the Association concurs with the grievant•s request for arbitra-tion, the Association shall, within ten (10) days after receipt of the Superintendent•s decision, submit a request in writing to the Superintendent for arbitration of the dispute, and the District shall join in the request. Failure to meet the time limit shall constitute an ultimate withdrawal of the grievance.

10.34.1 The Association and the District shall attempt to agree upon an arbitrator. If no agreement can be reached, the parties shall request the American Arbitration Association to supply a panel of five (5) names of qualified arbitrators. The District and the Association shall alternately strike names from the list, with the order of striking being determined by lot. The person whose name remains after the striking procedure shall be the arbitrator.

10.4 Authority of the Arbitrator

10.40 The District and the Association agree that the jurisdiction and authority of the arbitrator, and

24

1 0. 41

10.42

10.43

10.44

the opinion or award expressed by the arbitrator, shall be confined exclusively to the interpretation of the express provisions of this Agreement, nor shall the arbitrator have any authority to impose any limitations or obligations not specifically provided for under the terms of this Agreement.

The arbitrator shall be without power or authority to make any decision that requires the District or its administration to do an act prohibited by law, or in violation of this Agreement. The District retains the right to act at its discretion, and the arbitrator cannot rule against such acts unless they are in violation of this Agreement.

The arbitrator shall have no power to render an award on any grievance initiated before or after the term of this Agreement.

If either party raises the issue of arbitrability, such party raising the issue may request, by writ-ten notice to the other party at least forty-eight (48) hours in advance of the hearing, a separate hearing on the issue of arbitrability. Such deci-sion may, upon agreement of the parties, consist of a decision without written opinion. No hearing on the merits of the case will be conducted until the issue of arbitrability has been decided.

The decision of the arbitrator shall be, within the limits herein prescribed, final and binding upon the parties in the dispute.

10.5 Arbitration Procedures

10.50

1 0. 51

10.52

Issues

The arbitrator shall hear evidence on the issue or issues that were submitted to arbitration. If the parties do not agree on a submission agreement, the arbitrator shall frame the issues by referring to the grievance records at Steps 1, 2 and 3.

Award

The arbitrator shall submit a written award, with supporting findings, to each party within thirty (30) calendar days after submission.

Representation

A grievant may represent himself at all stages of this procedure or, at the grievant's option, and with Association concurrence, be represented by the

25

10.53

10.54

Association. If the grievant is not represented by the Association or its representative, the Associa-tion shall have a right to submit written responses at each step of the procedure.

Costs of Arbitration

The fees and expenses of the Arbitrator shall be borne equally by the District and the Association. All other expenses shall be borne by the party incurring them. Unless the parties agree to share the expenses, the cost of the services and expenses of a court reporter shall be paid by the party requesting same.

Election of Remedies

By filing a grievance and processing it beyond Step 3, the grievant expressly waives any right to statutory remedies or to the exercise of any legal process other than as provided by Article 10. The processing of a grievance beyond Step 3 shall constitute an express election on the part of the grievant that the arbitration procedure is the chosen forum for resolving the issues contained in the grievance, and that the grievant will not resort to any other forum or procedure for resolu-tion or review of the issues. The parties do not intend by the provisions of 10.54 to preclude the enforcement of an arbitration award in any court of competent jurisdiction.

Article 11: District Rights

11.1 It is understood and agreed that the District retains all of its powers and authority to direct, manage and control to the full extent of the law. Included in, but not limited to, those duties and powers are the right to:

Determine its organization; Direct the work of its employees; Determine the times and hours of operation; Determine the kinds and levels of services to be provided, and the methods and means of providing them; Establish its educational poli-cies, goals and objectives; Insure the rights and educational opportunities of students; Determine staffing patterns; Determine the number and kinds of personnel required; Main-tain the efficiency of District operation; Determine the curriculum; Build, move or modify facilities; -Establish budget procedures and determine budgetary allocation; Deter-mine the methods of raising revenue; Take action in the event of an emergency - examples:

26

Act of God, natural disaster, act of war, declaration of martial law, strike, insurrection, revolution, flood, earthquake, fire, epidemic, plague, power failure, or energy crisis; and

Hire, classify, assign, transfer, reassign, evaluate, promote, terminate and discipline unit members.

11.2 The exercise of the foregoing powers, rights, authority, duties and responsibilities by the District, the adoption of policies, rules, regulations and practices in furtherance thereof, shall be limited only by the specific and express terms of this Agreement, and then only to the extent such specific and express terms and policies are in conformance with the law.

Article 12: Association Rights

12.1 Right to Represent

The Association shall have the right to represent members of the unit in employment relations with the District.

12.2 Right to Associate

The District and Association recognize the right of employees to form, join and participate in the activities of the Asso-ciation and the equal alternative right of employees to refu~e to form, join or participate in employee organization activities.

12.3 Rights of Access, Communication, and Use of Facilities

The Association shall have the right of access at reasonable times to areas in which employees work, the right to use bulletin boards, mail boxes, and other means of communica-tion, and the right to use District facilities at reasonable times for the purpose of meetings concerned with the rights guaranteed in the Public Employment Relations Act.

(a) Access - Persons not members of the school staff who wish to come on the school site for Association matters during the school day shall notify the site administra-tor for his/her permission. Such permission shall be given unless the visit would cause interruption in the educational process.

(b) Communication - The Association shall be entitled to post notices of Association concern on a staff bulletin board in an area frequented by teachers in each school complex. The Association shall be entitled to the use of regular inter-school delivery services and mailboxes for communication to employees regarding matters which involve the Association, and they shall be identified as to their origin. An Association representative shall be

27

responsible for intra-school distribution of said commu-nications, and no cost shall be imposed on the District for such communications. A copy of general distribution Association material shall be sent to the principal or designee at time of posting or delivery.

(c) Use of Facilities - The Association may use school facilities for meetings when involved unit members are not on duty, subject to approval of the principal. Such approval shall be granted unless such meetings conflict with previously scheduled use of such facilities or the buildings are otherwise unavailable for use. Such meetings shall not interfere with the service of the employee or the school program.

12.4 Employee Names

The employer shall provide the Association with names and addresses of all bargaining unit personnel no later than October 15 of each school year and of all bargaining unit personnel employed after September 30 of each year within thirty (30) days of employment.

12.5 The District shall allow the Association to install a phone at the work site of the Association President. The District shall not be obligated for any expense for such a phone. The actual location of the phone shall be determined by the principal and the president.

12.6 Any unit member who is a member of the Association or who has applied for membership may sign and deliver to the District an assignment authorizing deduction of Association membership dues, fees and general assessments of the Association. The amount of such dues, fees and assessments shall be established by the Asso-ciation. Such authorization shall continue in effect from year to year unless revoked in writing between June 1 and September 1 of any year. Pursuant to such authorization the District shall deduct one-tenth of such dues from the regular salary warrant of the unit member each month for ten consecutive months, from Octo-ber 1. Deductions for unit members who sign such authorizations after the commencement of the school year shall be appropriately prorated to complete payments by the end of the school year.

12.7 With respect to all sums deducted by the District pursuant to Section 12.6, the District agrees to promptly remit such monies to the Association, accompanied by an alphabetical list of unit members for whom such deductions have been made, and indicating any changes in personnel from the list previously furnished. Any changes in dues deductions or deductions for Association-related benefits shall be made only through the Association office by written authorization.

28

12.8 Upon appropriate written authorization from the unit member, the District shall deduct from the pay warrant of the unit member and make appropriate remittances for annuities, credit union, savings bonds, charitable donations, or any other plans or pro-grams approved by the Association and the Board of Trustees.

12.9 The Association shall receive a total of twenty (20) days per year, in full day increments, at Association discretion, for Association business, subject to prior notice to the District and provided sick leave is not used in connection with concerted activities. The Association shall reimburse the District for the cost of substitutes.

Article 13: No Concerted Activities

13.1 It is agreed and understood that there will be no strike, work stoppages, slow-down or picketing of the District by the Association, it officers, agents or unit members, including com-pliance with the request of other organizations to engage in such activity. This section shall apply during normal work hours and/or at times of scheduled adjunct duties.

13.2 The Association recognizes the duty and obligation of its representatives to comply with provisions of this Agreement and to make every effort toward inducing all unit members to do so. In the event of a strike, work stoppage, slow-down, or picketing of the District by its officers, agents, or union members, the Asso-ciation agrees in good faith to take all necessary steps to cause those employees to cease such action.

13.3 It is understood that, in the event the Association violates this Article, the District shall be entitled to withdraw any rights, privileges, or services provided for in the Agreement from the Association.

13.4 Neither the submission of this proposal, not its violation or expiration, shall prejudice the District's legal position that the above activities are or may be independent violations of the law and illegal notwithstanding this Article.

Article 14: Support of Agreement

14.1 The District and the Association agree that is is to their mutual benefit to encourage the resolution of differences through the meet and negotiation process. Therefore, it is agreed that the Association will support this Agreement for its term and will not appear before the Board of Trustees to seek change or improve-ment in any matter subject to the meet and negotiation process except by mutual agreement of the District and the Association or except under terms of the reopener provisions of Article 2 of this Agreement.

29

Article 15: Effect of Agreement

15.1 It is understood and agreed that the specific provisions contained in this Agreement shall prevail over past District practices and procedures and over State laws to the extent per-mitted by State law.

Article 16: Completion of Meet and Negotiation

16.1 During the term of this Agreement, and except as otherwise contained herein, the Association expressly waives and relin-quishes the right to meet and negotiate with respect to any sub-ject or matter whether or not referred to or covered in this Agreement, even though such subject or matter may not have been within the knowledge or contemplation of either or both the Dis-trict or the Association at the time they met and negotiated on and executed this Agreement, and even though such subjects or matters were proposed and later withdrawn.

Article 17: Savings

17.1 If any provision of this Agreement is held by a court of appropriate jurisdiction to be contrary to law then such provision or application will be deemed to be invalid to the extent required by such court decision, but all other provisions or applications of this Agreement shall continue in full force and effect.

Article 18: Discrimination

18.1 Neither the District nor the Association shall unlawfully discriminate against any unit member in applying the specific provisions contained in the Agreement on the basis of race, color, religion, marital status, sex, national origin, age (as provided by State and Federal law), or handicap.

Article 19: Safety Conditions

19.1 The District agrees to discuss with CVSTA the issues specified in CVSTA's initial proposal through a committee composed of district and teacher representatives.

Article 20: Services for Unit Members

20.1 The District agrees to discuss with CVSTA the issues specified in CVSTA's initial proposal regarding Services for Unit Members.

30

Agreed to this 1st day of June, 1989

DATE: __________________________ _

CENTINELA VALLEY UNION HIGH SCHOOL DISTRICT

DATE: __________________________ _

CENTINELA VALLEY SECONDARY TEACHERS ASSOCIATION

31

Page 1 APPENDIX A

General Provisions:

1. In determining initial salary placement, allowance for teaching experience will be for five years, two of which may be military experience in the United States Armed Forces.

2. A clear, valid secondary credential is required for placement in Class III. Possession of a clear, valid secondary credential will place an applicant in Class III without regard to the number of credits earned.

3. The following types of salary credits will apply after receipt of the bachelor's degree:

a. Upper division or graduate units. These units must be in an individual's major or minor field, or be meaningfully related to his present or possible future assignment. One salary credit shall be equal to one semester unit or one and one-half quarter units.

b. Inservice education credits and lower division units. A maximum of 16 salary credits may be earned through inservice education and lower division college units. Ten (10) of these salary credits may be earned through inservice activities and six (6) through lower division college work. Lower division units may be taken at a two year college. Upon petition, an individual may exchange one or two credits from either type of activity.

c. Units earned prior-to placement on Class IV in classes in school administration will not be acceptable for salary credit. A maximum of ten ( 10) units in classes in school administration earned by individuals on Class IV will be acceptable for salary credit. Another maximum of ten (10) units in classes in school administration earned by individuals on Class V will be acceptable for salary credit.

4. An increment of $700 will be given to all teachers who qualify for Step 20, 25 and 30 of the salary schedule and who are in class IV, V or VI providing the evaluation of their experience in the District is satisfactory.

5. Extra period compensation will be paid at 1 I 6th of the employee 1 s daily rate. Period substitutes will be paid at the maximum adult education hourly rate.

6. The rate of compensation for day high school summer session teachers and/ or workshop participation shall be nineteen dollars and ten cents ($19.10) per hour.

Page 2 APPENDIX A

7. The hourly compensation for teachers of adult education shall be in accordance with the attached salary schedule. Column place-ment shall be as follows:

An Adult Education teacher shall be deemed to have completed 75% of a school year if he or she has been employed for 27 school weeks. The number of weeks shall be cumulative from year to year. The effective date of any change in salary will be in September following the school year in which they completed the 75% requirement.

8. Unit members may advance on Salary Schedule Columns, when otherwise eligible, by providing appropriate evidence to the District no later than October 1 or March 1. Unit members plan-ning on requesting Column advancement on March 1 should notify the District by the prior October 1.

9. Remuneration will be made from special schedules for:

a) Department Heads; b) Athletics; c) Performing Arts; and d) Director, Student Activities.

10. Remuneration for the holder of a doctor's degree:

In addition to the regular base pay from the certificated salary schedule, each certificated employee paid under the provisions of this schedule who is the holder of a doctor's degree from an accredited university or college shall receive $550.

11. Regulations with respect to general and special credentials:

The holder of a special credential or valid preliminary or partial fulfillment credential, may advance three steps from the step on which he/she was placed when initially employed, but no further than Step 5 in Class 1 or Step 7 in Class II.

12. Professional Growth Incentive Program:

a) A maximum of four professional growth incentives of $350 each may be earned at the rate of one incentive per five year period by a teacher after placement in Class VI and upon reaching Step 10, providing the evaluation of his/her teaching experience is satisfactory, and upon presenting evidence of having satisfactorily completed six salary credits. Credits earned for placement on Column VI may not be counted again toward a professional growth incentive.

33

t ''\

... ,..,....~··• •• z .. -~ ..... ~· ... ..,""~,.,'- ... ~ ......... :.~.t..:. •. , ........ , .. , .. h•,.;.,,.,.:_._,.,: .. ~~ ..... ~····· .. , .•• J • .. ~· •.. · ... ,. ,· .... ~,:·, • .'·.~ 0;~ l~i''GI-i'' 'sc;~ooL 01 ~Ti

CENTINELA VALLEY UNION HIGH SCHOOL DISTRICT APPENDIX A

CERTIFICATED SALARY SCHEDULE FOR EMPLOYEES REPRESENTED BY THE CENTINELA VALLEY SECONDARY TEACHERS ASSOCIATION

EFFECTIVE SEPTEMBER 1, 1988

PRELIM. I PROFESSIONAL GROWTH OR

DEGREE OR EMERGENCY

OR CLEAR

III IV v VI vrra VIIb VIle VIId VIIe Bachelors Bachelors Bachelors Bachelors Professional Degree or Degree Degree Degree Growth BA +15 or +45 +60 +75 Incentive

BA +30 Salary Salary Salary Credits Credits Credits Credits

or or or t-lasters BA +45 BA +60

incl. incl. Masters Masters

1 231680 25,213 26,757 28,296 w 2 241909 26,450 27,991 29,521 U1 3 261139 27,679 29,217 30,758

4 '271373 281908 301446 31 1987 5 28,604 30 1 1 42 31 1681 331208 6 291831 31 1371 321907 341444 7 30,888 32,635 341136 351672 8 32,295 33,836 35,368 361903 9 33,523 35,065 36,598 381137

10 34,754 36,292 37,830 39,366 391716 11 351982 371520 39,059 401594 401944 12 37,216 38,754 40,287 41 1832 421182 15 42, 182 42,532 20 42 1 182 42,532 42,882 25 42,182 42,532 421882 43,232 30 42 1 182 421532 42,882 43,232 43,582

ADUL'l' EDUCATION

A B c

1 18.10 14.50 10.90 2 19.80 15,90 11 • 90 3 21 • 60 17.30 12.90 4 23.20 18.60 13.90 5 25.00 20.00 15.00 6 26.90 21 • 50 16.10 7 28.90 23.10 17.30 8 31 • 1 0 24.90 18.60 9 33.50 26.80 20.00

10 36.00 28.80 21 • 50

Page 5

1 2 3 4 5 6 7 8 9

10

A 19.20 21 • 00 22.90 24.60 26.50 28.50 30.60 33.00 35.50 38.20

SALARY SCHEDULE ADULT EDUCATION TEACHERS

B 15.40 16.90 18.30 19.70 21 • 20 22.80 24.50 26.40 28.40 30.50

c 11 • 60 12.60 13.70 14.70 15.90 17.1 0 18.30 19.70 21.20 22.80

APPENDIX A

1. Column placement in non-mandated Adult Education Classes is determined by:

2. A.

Column A

Column B

Column C

Enrollment of a minimum of 20 students at the second class meeting

Enrollment of 15 to 19 students by the second class meeting.

Enrollment of 10 to 14 students by the second class meeting.

Column placement in mandated Adult Education Classes shall be Column

Page 6

EXTRA COMPENSATION SCHEDULE

Band and Choral Dance Drill Team and Pep Squad Yearbook and Newspaper

$2,025 per year $2,025 per year $2,025 per year $2,025 per year

APPENDIX A

REGULATIONS GOVERNING PAYMENT FOR ADDITIONAL ASSIGNMENTS:

1. Any teacher receiving payment for additional assignments under this schedule will have assignments pursuant to the provisions of Article 4.

2. To qualify for the additional pay schedule:

(a) The Band Director shall direct the band at athletic events, including performances on the field and shall lead the band in at least two parade competitions and such other school events as arranged with the principal.

(b) The Choral Director must direct at least one performance the first semester and two performances the second semester outside of regular school hours and such other school events as arranged with the principal.

(c) The Director of the Drill Team shall direct the Drill Team at athletic events, including performances on the field, shall direct in at least two parade competitions and such other school events as arranged with the principal.

(d) The Sponsor of the Pep Squad shall supervise the squad at all athletic events where the band and drill team appear and such other events as arranged with the principal.

(e) The Dance Director must direct at least one public performance outside of regular hours and such other school events as arranged with the principal.

3. Payment will be made at the end of each activity. If the activity covers the entire year, payment will be made at the end of each semester in equal amounts.

3f

Page 7 APPENDIX A

SALARY SCHEDULE FOR DEPARTMENT HEADS

1. The employee's position on the salary schedule for teachers shall be established as a base. Steps 20, 25 and 30 shall not be included in calculating this base.

2. This base shall be multiplied by a factor.

3. The factor to be used for department heads of small depart-ments is 1.03 (6 or more, but less than 20 teaching periods in the department).

4. The factor to be used for department heads of large depart-ments is 1.06 (20 or more teaching periods in the department).

38

Page 8 APPENDIX A

CENTINELA VALLEY UNION HIGH SCHOOL DISTRICT EXTRA COMPENSATION SCHEDULE (1988-89)

ATHLETICS

Athletic Director $2470.00 (Sem)

Badminton Head Coq.ch ( 1 ) $2247.00

Baseball Head Coach ( 1 ) $2247.00 Assistants (2) $2025.00

Softball Head Coach ( 1 ) $2247.00 Assistants ( 1 ) $2025.00

Basketball Head Coach ( 2 ) $2247.00 Assistants ( 4) $2025.00

Cross Country Head Coach ( l) $2247.00 Assistants ( 1 ) $2025.00

Football Head Coach ( 1 ) $2247.00 Assistants ( 7 ) $2025.00

Golf Head Coach ( 1 ) $2247.00

Gymnastics Head Coach ( 2 ) $2247.00 Assistants ( 2 ) $2025.00

Soccer Head Coach ( 2) $2247.00 Assistants ( 2 ) $2025.00

Swimming Head Coach (2) $2247.00 Assistants ( 2) $2025.00

Tennis ·Head Coach ( 2 ) $2247.00 Assistants ( 2) $2025.00

Track Head Coach ( 2 ) $2247.00 Assistants (2) $2025.00

Volleyball Head Coach (2) $2247.00 Assistants ( 2) $2025.00

Water Polo Head Coach ( 1 ) $2247.00 Assistants ( 1 ) $2025.00

Wrestling Head Coach ( 1 ) $2247.00 Assistants ( 1 ) $2025.00

)Head Coaches who supervise three or more assistant coaches will receive $225.00 additional for that sport.

Head Coaches in CIF Play-offs will receive an additional $170.00 per week. Assistant Coaches in CIF Play-offs will receive an additional $135.00 per week.

NON-CIF ACTIVITIES

Intramural Per semester $1124.00

Page 1

EVALUATEE GOALS AND/OR OBJECTIVES* (to be completed by November 1)

Evaluatee's Name

APPENDIX B

------------------------Teaching major ________________________ __ Teaching minor

~------------------------Subjects taught ______________________ __ Date -------------------------------------

I. Modification or Acceptance (circle one) of appropriate or relevant district, school, departmental, or program goals and/or objectives. (Modification must be described.)

II. Additional individual goals and/or objectives (optional: include professional development activities, if appropriate.)

*These may be modified by mutual agreement during the course of the year.

40

Page 2 .APPENDIX B

EVALUATEE SELF-EVALUATION FORM

NAME ____________________________ __

I. State to what extent your goals and/or objectives are being met.

II. Support your statement with examples where applicable (specify outcomes or results; i.e., those indicated as antici-pated in the Goal and/or Objectives Agreement.)

III. Suggestions for further attainment of these goals and/or objectives.

A copy of this form is to be submitted prior to both the evaluatee's Preliminary and Final Evaluation Conferences.

Signature

41

Date

Page 3 APPENDIX B

OBSERVATION REPORT

Name of the Evaluatee Being Observed:

School ___________________________ _

Date of Observation ---------Subject(s) being taught: _______ _

The Students Observed: Number Present -------------------Grade Level~-----------------------Ability Level~-------------------(if applicable)

CO:tvlMENTS

Name of the Observer:

Time of the Observation: From to during the nature of the activities observed (e.g., discussion, lecture, individual study, working on projects, use of materials):

EVALUATEE'S CO~lENTS (attach any additional comments)

Signatures:

Evaluatee Date Prime Evaluator Date

(The evaluatee's signature does not constitute endorsement of the observer's notations but is an acknowledgement that discussion has taken place.)

42

Page 4 APPENDIX B

PRELIMINARY EVALUATION FORM

Required by December 1 for probationary employees. Optional for permanent employees; may be requested by either the permanent employee or evaluator.

School ~---------------------------Evaluatee ________________________ __

Evaluator -------------------------Date ______________________________ _

I. Evaluation (based on stated and agreed upon goals and/or objectives, and professional activities, if appropriate):

II. Evaluator's proposals to help the evaluatee attain these goals and/or objectives:

III. Evaluatee's comments:

Signatures:

Prime Evaluator

Principal (if not Prime evaluator)

Evaluatee

Date

Date

Date

(the Evaluatee's signature does not constitute endorsement of the evaluation 1 but is an acknowledgement that discussion has taken place.)

43

Page 5 APPENDIX B

NANE _____________ _

EVALUATIVE TECHNIQUES TO BE USED

Choose 3 or more techniques. (Check those to be used)(These may be modified by mutual agreement during the course of the year.)

1. Self-Evaluation (recommended, but not required)

2. Observation by a. Principal_~~~-~------------------------------------b. Assistant Principal ______________________________ _ c. Department Chair-person _____________________ ___

d. Other (specify) ______________________ __

3. Progress Measurement (ex: tests, observations, etc.) a. b. c.

4. Surveys and/or Questionnaires a. Students _____________________________________________ __

b. Parents ___ ~~~--------------------------------------c. Other (specify) ______________________ _

5. Other Evaluation Techniques (specify, team, peer, self) a. b.

Classes, areas and/or objectives to be evaluated

1 • Period ______________________________________________ __

2. 3. 4. 5.

Signatures: Evaluatee __________________________ Date ______________ _

44

Page 6 APPENDIX B

FINAL EVALUATION FORM

To be completed by April 15 for all employees.

School ____________________________________ __ Evaluatee -----------------------------------Evaluator ________________________________ ___ Date ----------------------------------------

I. Evaluation (based on stated and agreed upon goals and/or objectives, including professional development activities if appropriate):

II. Evaluator's proposals to help the evaluatee attain these goals and/or objectives:

III. Evaluatee's comments:

IV. Evaluator's comments:

Signatures:

Prime Evaluator Date --------------------------------------~ ------------

Principal(if not ____________________________________ ~Date __________ __ Prime evaluator)

Evaluatee Date ---------------------------------------------- ------------(The Evaluatee's signature does not indicate endorsement of the evaluation but is an acknowledgement that discussion has taken place.)

45

Page 7 APPENDIX B

Definition of Terms

A. Goals

A goal is a statement of broad direction or intent that is general and timeless and is not concerned with a particular achievement within a specified time period.

B. Objectives

An objective is a desired accomplishment that can be measured or judged within a given time and under specificable condi-tions. The attainment of the objectives or progress toward attainment advances the system toward a corresponding goal.

C. Prime Evaluator

Probationary employees - Principal Permanent employees - Principal or other mutually agreed upon Administrator.

D. Secondary Evaluator

Mutually agreed upon participant(s) other than prime evalua-tor involved in the evaluation procedure (e.g., teachers or department chair-persons).

46

CFFTIIIC/\Illl Clllll I'll. I/\ V/\11 I Y 111·11 Of~ Ill r;11 ';(11(101 II I~; i PILI

J 'J B B -- !J 'l

APPENDIX C

r 1 rsT- sciiriri i- Hclrllli- --sept 8 -, oct 7

seconClScTioCir-tJ,iJfiTh--

F 1 r.sf-W~K ~ - -~~---- sW5f~IJ-l·IEEK_____ ~-- --111 rldJ-UtE:i( ______ ----~-- TtiUfHHiiEEK-------~--15ays_l __ i:cga r--~-Toca-f~~~-~-JC ___ _ 1•1on rue Y!9d Thil rl"i lion Tile vied fliu Fri Hon l11r• l·bl lliu lri 1·1on Tile \i~~d Tl1ll ll"i. _Tauylit Jlol iday __ llc~l d~y _ Day?

I2 P tl3 _} _i__In5~_l ~ 1 __ ! ~-- -~ Q_? L--~~ --~ d ,_ 2 6 __ 2 1 _ ~ 8 ____ 2_2 _l.Y _ t:;~-~ __ 4__ t---~-----~~ I Nov

20 0 22 0 --·----------- ·-------------r-~--1~---·---

oct 10 - Nov 4 10 ll 12 13 1 iJ 17 1 8 1 9 7.0 21 2~ 7.'> 7.G 7.7 2B 31 1 2 3 20 0 () 20 Tid ;:a·-~;Cficifi i f·lniii il- -----

F~~~fl~s~io~r-:1r1hfi·------j--:-----~----~- [8[) ' ' ,;d

J~ 15 JC J/ IH 111 n"c

:; I :! 2 :u 2 4 2 ~) 12 !J 2 'J J 0 1 /. - -- .. ---·- - .. .. . .. . ·----- --. X XX XX -A· XX XX

m *

J7 u 2 -····-

10 1 9 10 9 Fifth School l~onth Ja.n 2 - Jan 27

Sixth School Month .Jan 30 - Feb 24

*Jan 2 3 4 5

111 m 30 31 1 2

~~i__J-_~----~§__, ___ ~~--~_Q_3_}:_~_;z___E ___ 2 6 2 7 2 8 2 9 3 0

~-~-F~;-1-~l____!__~ _ _l_~- --\~-L7 ___ ~§ __ _1:2__3_0_1_*:.. ___________ _ J G 7 ll 'l I () I I J 1 iJ I ') I () 1 7 2 () 2 I 2 2 2 3 2 iJ

? l 24 :->5 26 27 18 2 0 18

17 2 17 ·seven Eii ·se:~iiil i i-ior1 t.h

F'eb 27 - Mar 24 27 28 ITiJli t:i1-sc h riC:il- -Moil Ui ____ ---- -----

Mar 27 - April 21 27 2B tnliUisc:iic•ril-r1iiili~---- ----~.r:.:r:-.i:!_~'!.-=-_!i.':l'l'~-~2

~ Tenth School ~1onth ---J Hay 22 - .June 1 () 22 23

Ficvr;iiui Scilcicil HriiiL!I-- --- cJ_\J ll(o; __ l __ ~- ~- _.J \lllE' 2 2 J 9 2 ()

~1

.t:--....]

:>

CERTIFICATED Page 1 CENTINELA VALLEY UNION HIGH SCHOOL DISTRICT

1989-90

APPENDIX C

FIRST WEEK SECOND 1-JEEK THIRD WEEK Man 7ue Wed Thu Fri Man Tue Wed Thu Fri Man Tue Wed Thu Fri

First School Month (7) (8) Sept 11 - Oct 6 11 12 13 14 15 Second School Month m Oct 9 - Nov 3 9 10 11 '12 13 Third School Month * Nov 6 - Dec 1 6 7 8 9 10 Fourth School Month Dec 4 - Dec 29 4 5 6 7 8 Fifth School Month *Jan Jan 1 - Jan 26 1 2 3 4 5 Sixth School Month m m .. x Jan 29 - Feb 23 29 30 31 1 2 Seventh School Month Mar Feb 26 - Mar ·23 26 27 28 1 2 Eighth School Month Mar 26 - April 20 26 27 28 29 30 Ninth School Month April 23 - May 18 23 24 25 26 27 Tenth School Month Mav 21 - June 15 21 22 23 24 25 Eleventh School Month m m June 18 - June 21 18 19 20 21

Date in Holiday 1989-90

Independence Day July 4, 1989 Labor Day Sept 4, 1989 Veterans Day Nov 10, 1989 Thanksgiving Day Nov 23, 1989 Christmas Day Dec 25, 1989 New Year's Day Jan 1, 1990 Martin Luther King Jr Jan 15, 1990 Lincoln Day Feb 12, 1990 Washington Day Feb 19, 1990 Memorial Day May 28, 1990

18 19 20

16 17 18

13 14 15

11 12 13 m

8 9 10 Feb 5 6 7

m 5 6 7

April m 2 3 4

. 30 May 1 2

* 28 29 30

Day of Week 1989-90

Tuesday Monday Friday Thursday Monday Monday Monday Monday Monday Monday

21 22 25

19 20 23

16 17 20 X

14 15 18 *

11 12 15 *

8 9 12

8 9 12 X

5 6 9 m 3 4 7

June 31 1 4

Day or Date Each Year

July 4

26

24

21 X

19

16

13

13 X

10

8

5

1st Monday in Sept Nov 11 4th Thurs in Nov Dec 25 Jan 3rd Monday in Jan Feb 12 3rd Monday in Feb Last Monday in May

27 28

25 26

* 22 23 X X

20 21

17 18

14 15

14 15 X X

11 12

9 10

6 7

The Association shall be given an opportunity to provide input on the scheduling and content of inservice. The District re-serves the right to make the final determination on the scheduling and content of inservice days.

29

27 X

24 X

22

19

16

16 X

13

11

8

FOURTH HEEK Days Leg a 1 Local Man Tue Wed Thu Fri Tauqht Holiday Holiday Oct 2 3 4 5 6 20 0 0

Nov 30 31 1 2 3 20 0 0

m Dec 27 28 29 30 1 17 2 1 * X X X X 25 26. 27 28 29 10 1 9

22 23 24 25 26 18 . 2 0 * 19 20 21 22 23 17 2 1

19 20 21 22 23 20 0 0

16 17 18 19 20 15 0 5 m

14 15 16 17 18 20 0 0

11 12 13 14 15 19 1 0

4 0 0

TOTALS 180 8 16

x Local Holiday per Education code 37222/79020

Sept 7 & 8, 1989 - pre school work days Sept 11, 1989 - First day of school

x November 24, 1989 - Thanksgiving Holiday

1-Jk Days

22

20

17

10

18

17

20

15

20

19

4

' 182

x December 18, 1989 - January 1, 1990 - Christmas Holidays x February 2, 1990 - Semester Break x April 9, 1990 - April 13, 1990 - Spring Break

November 9, 1989 - End First Quarter February 1, 1990 - End First Semester April 6, 1990 - End Third Quarter June 21, 1990 - Graduation

m Examination Days - January 31, February 1, 1990-June 20-21, 1990 m Report Card Night -November 30, 1989 - May 3, 1990

June 25, 1990_-.August 3, 19?0- Summer School

m October 11, 1989 - Staff Development) :U