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FORESTHILLSPUBLICSCHOOLS
CHILDCARE
&
PRE-SCHOOLSTAFF
AGREEMENT
2015-2016
DanielBehm,SuperintendentForestHillsPublicSchools6590CascadeRoad,S.E.GrandRapids,MI49546
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TABLEOFCONTENTS Page(s)
Preface 5
ArticleI:WagesA. Wages 6B. WageSchedule 6-7C. Longevity 7D. PlacementonSalarySchedule 7E. Overtime 7F. TrainingWages 8
ArticleII:Seniority,LayoffandRecallA. Seniority 8-9B. Layoff 9C. Recall 9
ArticleIII:EmployeeWorkSchedule
A. HoursofWork 10B. ScheduledWorkCalendar 10C. SchoolDelays 11D. SchoolClosings 11E. SummerDayCamp 11
ArticleIV:LeavesofAbsence
A. PaidLeaves 1) SickLeave 11-122) FamilyandMedicalLeaveAct(FMLA) 123) FuneralLeave 12-134) PersonalLeave 135) JuryDuty 136) SickLeavePayOffUponTerminationofEmployment 13
B. UnpaidLeaves
1) ChildCareLeaveofAbsence 142) Illness/Accident 143) SpecialLeaveofAbsence 144) ExtensionofUnpaidLeaveofAbsence 145) FringeBenefitsWhileonUnpaidLeave 146) ReturntoEmploymentfromUnpaidLeave 15
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ArticleV:Benefits Page(s)A. Vacation 15B. Holidays 16C. Insurance
1) SigningupForInsurance 162) MedicalInsurance 163) DentalInsurance 174) VisionInsurance 175) CashOptioninLieuofHealthBenefits 176) LifeInsurance 177) Long-TermDisability 178) HoldHarmless 179) Workers’CompensationInsurance 17-1810) FlexibleInvestmentAccount 18
ArticleVI:Vacancies,transfers,ReassignmentsandResignationsA. Vacancies 18B. Transfers 18C. Reassignment 18D. Resignation 19E. JobDescriptions 19
ArticleVII:HiringProcedures 19ArticleVIII:ProbationaryPeriod 20ArticleEvaluationIX:Evaluation 20-21ArticleX:GrievanceProcedures 21-22ArticleXI:Retirement 22ArticleXII:MiscellaneousProvisions 22-23ArticleXIII:WorkRules 24-25
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EQUALEMPLOYMENTOPPORTUNITYSTATEMENT
TheForestHillsSchoolDistrictBoarddoesnotdiscriminateonthebasisofrace,Color,nationalorigin,sex,religion,age,disability,geneticinformation,oranyother
protectedstatusinitsemploymentdecisionsortheprovisionofservice.
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PREFACE
Thisagreement,enteredintoonJuly1,2015andextendsthroughJune30,2016,byandbetweentheForestHillsBoardofEducationandtheChildCareandPre-SchoolStaff,coveringtheemploymentconditions,wagesandfringebenefitsforallChildCareandPre-SchoolStaff
listedbelow.
ChildCareAideOn-SiteChildCareDirector
Pre-SchoolInstructorPre-SchoolAide
SpanishImmersionPre-SchoolInstructorSpanishImmersionPre-SchoolAide
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ARTICLEI
WAGES
A.Wages
Wageswillbebasedonanhourlypayscheduledeterminedbyjobclassification,gradeandseniorityintheposition.Jobclassificationsandgradesaredefinesbelow.Grade Classification
A ChildCareAide Pre-SchoolAide SpanishImmersionPre-SchoolAideC On-SiteChildCareDirector PreSchoolInstructor SpanishImmersionPre-SchoolInstructor
B. WageSchedule
Forthe2015-16schoolyear,thesalaryschedulewillbefrozenandstepswillbegranted.
GRADEA 2014-2015and2015-2016
Step0 $10.20 Step1 $10.35 Step2 $10.53 Step3 $10.70 Step4 $10.87 Step5 $11.04 Step6 $11.22 Step7 $11.39 Step8 $11.58 Step9 $11.76 Step10 $11.94 Step11 $12.12 Step12 $12.32 Step13 $12.53 Step14 $12.71 Step15 $12.92 Step16 $13.12 Step17 $13.33 Step18 $13.55 Step19 $13.76
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GRADEC 2014-15and2015-16 Step0 $15.31 Step1 $15.57 Step2 $15.79 Step3 $16.04 Step4 $16.28 Step5 $16.51 Step6 $16.77 Step7 $17.02 Step8 $17.29 Step9 $17.53 Step10 $17.79 Step11 $18.07 Step12 $18.33 Step13 $18.63 Step14 $18.88 Step15 $19.18 Step16 $19.46 Step17 $19.75 Step18 $20.05 Step19 $20.36C. Longevity Longevityisincorporatedwithinthesalaryschedule.D. PlacementontheSalarySchedule
Placementonthesalaryschedulewhenmovingfromonejobclassificationandgradetoanotherisdeterminedbyexperienceandseniority.
E. Overtime
Overtimepayofoneandone-half(1.5)timestheregularrateshallbepaidonactualtimeworkedbeyondtheforty(40)hourworkweekinanyoneworkweek.Aholidayshallbedeemedasadayworked.Thenumberofhoursworkedbeyondforty(40)hours,maybeusedascompensatorytime,andshallbetaken,wheneverpossible,duringthetwo(2)weekpayperiodinwhichitwasearned.Whennotpossible,basedontheuniquejobresponsibilitiesandworkschedule,compensatorytimemaybeappliedtoattendappointmentsorpersonalmattersinwhichaflexiblescheduleisnecessaryduringregularlyscheduledworkhours,orusedonanemployee’snon-scheduledworkdays.Overtimeandflextimemustbeauthorizedbyeachemployee’simmediatesupervisorpriortotheemployeeworking.
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F. TrainingWage
TheStaterequiresstafftoacquiresixteen(16)hoursoftrainingspecifictotheirpositiononanannualbasistomaintainsiteandstafflicensing.Thedistrictwilloffersixteen(16)hoursoftrainingannuallytostaff.Staffmemberswillbecompensatedatthetrainingrateof$9.63perhourfortherequiredsixteen(16)hours.
ARTICLEII
SENIORITY,LAYOFFANDRECALL
A. Seniority
1. SeniorityforlongevitypurposesisdefinedasthelengthofcontinuousservicewiththeForestHillsPublicSchools.Seniority,forlayoffpurposes,isdefinedasthelengthofcontinuousserviceofanemployeewithinthejobclassificationscoveredbytheChildCareandPre-SchoolStaffhandbook,commencingwiththefirstdayofemploymentafterthelastdateofhire.Whenanemployeeholdsmultipleassignmentsatdifferentgradesand/orsteps,senioritywillbebasedontheassignmentwiththemosthours.Anemployeemustworkaminimumofone-half(.5)oftheirscheduledcalendaryearinordertobegivencreditforone(1)fullyearofseniority.
2. Seniorityautomaticallyterminatesifanemployeeresigns,isdischargedorfailstoreporttoapositionintheDistrictupontheterminationofaleaveofabsence.
3. Timeawayfromthejobonanapprovedleaveofabsence,includingunpaidtimeortimeanemployeeisonWorkers’Compensation,willnotbeappliedtotheemployee’sseniority,buttheemployeewillnotloseseniorityaccrueduptothedateofleave,exceptasnotedabove.
4. Senioritywillbecreditedbasedonthetotalnumberofhoursworked,notincludingovertimeorsubbing,andpro-ratedbytenthofoneyear,followingthesamebreakdowninhoursusedbyMSPERStocalculateretirementcredit.
1,020hoursormore 1.0year 918-1,019 .9year 816-917 .8year 714-815 .7year 612-713 .6year 510-611 .5year 408-509 .4year 306-407 .3year 204-305 .2year 203orless .1year
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5. Itisunderstoodthatwhenanindividualmovesfromonejobclassificationtoanother,theyretaintheirtotalsenioritywiththedistricttodeterminevacationandlongevitypay.
B. LayoffWhenareductionofstaffisnecessary,asdeterminedatthesolediscretionoftheBoardofEducation,layoffshallbedeterminedinthefollowingmanner.1. Probationaryemployeesshallbelaidofffirstwhenanemployeewhohas
acquiredanyseniorityandwhosepositionhasbeeneliminated,isqualifiedtoperformtheservicesoftheprobationaryemployeewithinthesamejobclassification.
2. Intheeventthatthepositionofaseniorityemployeeiseliminated,he/sheshallhavetheopportunitytoreplacetheleastsenioremployeeinthesamegradeclassificationorinalowergradeclassificationofemploymentprovidedhe/sheisdeemedtohavethequalifications,proficiencyandefficiencyofjobperformance,requiredspecialjobskillsandknowledgenecessarytosuccessfullyhandletheassignment.
3. Whenamoresenioremployeemovestoalowergradeclassification,paywillbeadjustedaccordinglytoaccuratelyreflectthepaylevelforthatclassification.TheemployeewouldretainstepplacementwithinthelowerclassificationtoreflectappropriatesenioritybasedonthemostrecentdateofhireinapositioncoveredbytheChildCareandPre-Schoolhandbook.
4. Forpurposesoflayoffandrecall,gradeclassificationsAandBwillbecombined.
C. Recall 1. Theemployeewillbegivenwrittennoticeoflayoffathis/hermostrecent
knownaddressbycertifiedletter.Iftheemployeefailstorespondwithinten(10)days,he/sheshallbeconsideredtohavevoluntarilyresigned.
2. RecallshallbeintheinverseorderbasedonthesamecriteriausedbylayoffasdeterminedbytheBoard.
a.ArecalllistshallbemaintainedbytheBoardforaperiodnottoexceedtwo (2)years.Thereafter,anemployeeshalllosehis/herrighttorecall.
b.Anemployeeofferedacomparablepositiontotheonepreviouslyheld,whodeclinesrecalltowork,isconsideredavoluntaryresignation.
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ARTICLEIII
EMPLOYEEWORKSCHEDULE
A. HoursofWork
1.Employeeswhoworklessthaneight(8)hoursandmorethanfour(4)consecutivehoursperdaywillbegivenone(1)fifteen(15)minutepaidbreakandanunpaidhalf-hour(.5)lunchperiodperday.2.Employeeswhoworkeight(8)consecutivehoursperdaywillbegiventwo(2)fifteen(15)minutepaidbreaks,oneinthemorningandoneintheafternoonandanunpaidhalfhour(.5)unpaidlunchperiod.Breaksarenottobecombinedwithlunchortobeusedtoleaveearlyorarrivelate.
B. ScheduledWorkCalendar
1.Employeeswillbeinformedoftheirworkweekschedulewithbeginningandendingdatesapproximatelythirty(30)dayspriortothestartofthenextschoolyear.Itisunderstoodthattherewillbenoextensionofcurrentlyassignedworkweekswithoutmutualconsentoftheemployeeinvolved,unlessthereisasignificantchangeinthecurrentcalendar.Workweekslistediswhatisbudgeted.Ifthetotaltimeisnotneeded,itisnotmandatorythatitbeused.
2.On-SiteChildCareDirectorswillreceivecompensationforfour(4)additionalhourspriortotheirworkcalendartosetuptheclassroomandfour(4)additionalhoursattheendoftheirworkcalendartoclosetheclassroom.
3.On-SiteChildCareDirectorsandChildCareaideswillberequiredtoworkonallnon-schooldays,delaydays,andsnowdays.AbuildingrotationschedulewillbeestablishedbytheSchoolsPlusOffice.ChildCarearealsorequiredtoworkkindergartenround-up,schoolopenhouseandbreaks.Toprovideequitableinstructiontimeforbotha.m.andp.m.sessions,aschedulewillbepreparedatthebeginningofeachschoolyearalternatingstudentattendanceforthea.m.andp.m.ChildCarestaff/subswillbegivenfirstopportunitytoworkifadditionalstaffisnecessary.Disciplinaryactionshallbetakenforemployeesrefusingtowork,whenscheduledbytheSchoolPlusOffice,onnon-studentinstructionaldaysandbreaks.
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Pre-SchoolandSpanishImmersioninstructorsandaideswillnotberequiredtoworkonthedatesofnon-schooldays.EmployeeswillbepaidattheirhourlyrateforattendingtheDistrict-Wideorientationmeetingonopeningdayandonothertimesduringtheschoolyearwhenattendanceisrequested.
C. SchoolDelays
Ondayswhenschoolisdelayedforstudents,allemployeesexceptPre-SchoolStaffareexpectedtoreporttoworkattheirregularlyscheduledstartingtimeorastheymaysafelydoso.Employeeswillbepaidforthehoursworked.
D. SchoolClosings
Ondaysthatschoolsareclosedforunscheduledreasons,Pre-SchoolandSpanishImmersionaidesarenotexpectedtowork.ChildCareDirector,ChildCareaides,KindergartenKidsCareinstructorsandKindergartenKidsCareaidesarerequiredtoreporttowork.Employeeswillonlybepaidforthefirstthreeinclementweatherdaysiftheyarerequiredtowork.Employeeswillbepaidforthefourthandfifthdaysandwillreceivecompensatorytime-offiftheyarerequiredtowork.Additionaldaysbeyondwhatisallowablebythestatefor“ActofGod”dayswillnotbepaid.
E. SummerDayCamp
PositionswillbepostedforemploymentopportunitiesfortheSummerDayCampProgram.AllqualifiedChildCareandPre-SchoolStaffwhoreceivedsatisfactoryevaluationswillbegrantedinterviewsforvacantpositions.
ARTICLEIV
LEAVESOFABSENCE
A. PaidLeaves
1. SickLeave
a. Sickleavewillbepaidattheemployee’sregularrateofpay. b. Followingsuccessfulcompletionoftheprobationaryperiod,onedayofsick
leavewillbegrantedpermonth,equaltothenumberofhoursworkedperday.Uptoten(10)sickleavedaysperyearwillbegranted.
c. Sickleavemaybeusedforpersonalillness,doctorappointmentsorillnessof
yourimmediatefamily.
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d. Ifanemployeeisgoingtobeunavailableforwork,he/sheshallcontacthis/hersupervisoratleasttwohourspriortotheemployee’sestablishedreportingtime.Iftheemployeeisunabletoreachhis/herimmediatesupervisor,he/sheisresponsibleforusingthemastersubstitutelisttoarrangeforasubstitutetobeattheworksiteattheofficialstartingtime.Afollow-upcallmustthenbemadetotheimmediatesupervisorreportingyourabsence.
e. TheAssistantSuperintendentforHumanResourcesmayrequestaphysician’s
statementifhe/shequestionstheuseofsickleavebenefit.f. Sickleavemaybeaccumulatedwithoutlimit.2.FamilyandMedicalLeaveAct(FMLA)a. TheDistrictwillcontinuetomaintainhealthbenefitsforcoveredFMLAleavein
compliancewiththeFamilyandMedicalLeaveActof1993,foruptotwelve(12)weeksduringafiscalyearfortheseriousmedicaloftheemployeeorthecareoftheemployee’simmediatefamilymember(spouse,son,daughter,parent,birthofachild,adoptionofachild,ortakinglegalguardianshipofachild.)Thelawdoesnotprovideforemployeewagesduringsuchleave.Paidleaveisgrantedonlyifsufficientaccumulatedsickdaysareavailabletocoverthedurationoftheleave.EligibilityforFMLAisbasedonifanemployeehasbeenemployedforatleastoneyearandhasworkedatleast1/250hoursovertheprevioustwelve(12)months.EmployeesarerequiredtousetheiraccumulatedsickleaveforanapprovedFMLAleave.
EmployeesthatcurrentlytakeadvantageofBoardpaidhealthbenefitsand
qualifyforFMLAwillcontinuetoreceivehealthbenefitsfortwelve(12)weekswhileonunpaidleave.
b. Requestsforleaveforaserioushealthconditionforanemployeeorcareofan
immediatefamilymember(asidentifiedina.above),withaseriousmedicalcondition,requiresmedicalcertification.
c. Theemployerhastherighttodevelop,approveandimplementpoliciesthat
complywiththeFamilyandMedicalLeaveActof1993.3.FuneralLeavea. Employeesmayuseuptonedayofsickleavetoattendafuneralanduptothree
(3)daysofsickleaveforthedeathintheimmediatefamily.AdditionaldaysmaybeauthorizedbytheAssistantSuperintendentforHumanResources.
b. Immediatefamilyisdefinedasspouse,child,adoptedchild,orchildofwhom
youhavelegalguardianship,oraparent.c. Absenceforfuneralrequirespriorapprovalfromtheemployee’simmediate
supervisor.
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4.PersonalLeave a. Personalleavemaybeusedforbusinessthatcannotbeconductedoutsideof
thenormalworkinghours.Requestsforpersonalleavemustbesubmittedtothesupervisorthree(3)workdaysinadvanceontheappropriateform.TheimmediatesupervisorwillsendthePersonalBusinessRequestformtotheAssistantSuperintendentforHumanResourcesforfinalapproval.
b. Employeeswhoworklessthanfifty-two(52)weekswillreceivethree(3)
personalleavedaysperyearbasedontheirregularhours.c. Unusedpersonalleavedayswillbeaddedtosickleavethefollowingyearequal
tothedailyhoursworked,or,ifrequestedinwritingpriortoJuly1,oneunusedpersonalleaveday,equaltotheaveragedailyhoursworkedthepreviousyear,maybecarriedovertothepersonalleavebankthefollowingyear.
5.JuryDutya. Ifanemployeeiscalledtojuryduty,itishis/herresponsibilitytonotifyhis/her/
immediatesupervisor.b. ThecheckreceivedforjurydutymustbesubmittedtotheBusinessOffice.
Mileagepayshouldbereportedseparatelyandwillberefundedtotheemployee.
c. Iftheemployeeisdismissedfromjurydutyduringhis/herregularworking
hours,he/sheisexpectedtoreporttowork.6.SickLeavePayOffUponTerminationofEmployment Atthetimeofterminationofemployment,ifanemployeehasaccumulatedsick
leave,theBoardwillpaytheemployeetheamountspecifiedbelowontheemployee’sfinalpaycheck.
50days(300hours) $500 67days(400hours) $750 83days(500hours)$1,000 100days(600hours) $1,250 115daysormore(690+hours) $1,500B.UnpaidLeaves
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1.ChildCareLeaveofAbsence Anunpaidchildcareleaveofabsenceforuptooneyearwillbegrantedunder
thefollowingconditions: a.TheemployeewillnotifytheAssistantSuperintendentforHumanResources,
inwriting,atleasttwo(2)monthspriortoscheduleddeliveryorassoonaspossiblewithanadoption,indicatingtheapproximatelengthofleavedesired.
b.Writtennotificationoftheemployee’sintentionsfortheupcomingschool
yearmustbesubmittedinwritingtotheAssistantSuperintendentforHumanResourcesnolaterthanMay30ofeachyear.Non-submissionofwrittennotificationwillbedeemedastheemployee’sadmissionofhis/herresignationfromthedistrict.
2.Illness/Accident Ifanemployeehasamedicalemergency,whichrequiresalongperiodof
recuperation,theemployeemayrequest,inwritingtotheAssistantSuperintendentforHumanResources,andaccompaniedbyaphysician’sstatement,anunpaidleaveofabsenceforuptooneyear.
3.SpecialLeaveofAbsence Afterfive(5)yearsofemploymentwiththedistrict,anemployeemayrequest,
inwritingtotheAssistantSuperintendentforHumanResources,anunpaidleaveofabsenceforuptooneyear.Oneyearisdefineduptooneschoolyear.ApprovalordenialofsuchspecialrequestsisthesolediscretionoftheBoard.
4.ExtensionofUnpaidLeaveofAbsence Ifanapprovedleaveofabsencemustbeextendedforanyreason,theemployee
mustbenotifytheAssistantSuperintendentforHumanResourcesatleasttwo(2)weeksinadvanceofthescheduledreturndate.TheBoardhastheoptionofapprovingordenyingsucharequest.
5.FringeBenefitsWhileOnLeave Duringanyunpaidleave,exceptthosecoveredbythefamilyandMedicalLeave
Actof1993,theemployeewillberesponsibletopaytotheAccountingOfficeeachmonth,anamountsufficienttopaytheinsurancepremiumsiftheemployeechoosestocontinuecoverage.
Allotherfringebenefitsshallterminateuponcommencementoftheleaveof
absence,exceptthoseleavesandbenefitscoveredbytheFamilyandMedicalleaveActof1993,andwillbereinstatedupontheemployee’sreturn.Itistheemployee’sresponsibilitytocompletenecessarypaperworkintheHumanResourcesOfficetoreinstatefringebenefitsandinsurance.
6.ReturntoEmploymentfromUnpaidLeave
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Uponcompletionofleave,theemployeewillnotbeguaranteedtoreturntothesameposition.Employeewillbeofferedanotherpositionforwhichhe/sheisqualified,ifavailable.Non-acceptanceofsuchapositionshallterminatetheBoard’sobligationtorehire.WrittennotificationmustbesubmittednolaterthanMay30ofeachschoolyearverifyingtheemployee’sintentionsfortheupcomingschoolyear.Non-submissionofawrittenlettertotheAssistantSuperintendentforHumanResourcesbyMay30ofeachyear,verifyingtheemployee’sintentionsfortheupcomingschoolyear,willbedeemedasadmissionofhis/herresignationfromthedistrict.
ARTICLEV
BENEFITS
A.Vacation1. Employeesareentitledtoreceivepaidvacationbasedonsenioritywiththe
Districtasoftheanniversarydateofemploymentinapermanentposition.2. EmployeeshiredafterDecember31,2004willnotreceivevacationdays.3. EmployeeshiredDecember31,2004orearlierwillreceiveaweekequaltofive
(5)workdaysofpaidvacationforSpringbreakbasedontheircurrentweeklyhoursandrateofpay.ChildCareDirectors,KindergartenKidsCareinstructorsandaidesthatarerequiredtoworkduringSpringBreak,mayusetheirvacationonothernon-scheduledworkdays.
4. Requestsforvacationmustbesubmittedontheappropriateformtwo(2)
weeksinadvanceandmustbeapprovedbytheemployee’ssupervisor.
5. Employeesmustusevacationtimegrantedwithinthetwelve(12)monthtimeperiodunlessawrittenrequestissubmittedtotheAssistantSuperintendentforHumanResourcesrequestinganextendeduseofthosedaysforasix(6)monthperiod.Ifsaidrequestisnotreceived,thosevacationdayswillbelost.
6. IfanemployeeleavestheDistrict,vacationtimewillbeusedpriorto
termination.B.Holidays
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1. TheFollowingholidayswillbepaidattheemployee’sregularhoursandpayrate.IftheholidayfallsonaSaturday,theFridayprecedingwillbethedesignatedholiday.IftheholidayfallsonaSunday,thefollowingMondaywillbethedesignatedholiday,orasdeterminedbythedistrict.
LaborDay
ThanksgivingandDayafterThanksgiving ChristmasDay NewYear’sDay GoodFriday(onnon-scheduledworkdays) MemorialDay IntheeventthatChildCarewillbeopenonapaidholiday,employeesrequired
toworkwillbecompensatedholidaypayattheirregularpayrateconsistentwithwhatisgrantedintheirotherbanks,inadditiontothenumberofactualhoursworkedonadesignatedpaidholiday.
2. HolidayPayshallnotbegrantedtoanemployeeduringtheirprobationary
period.Afterthesuccessfulcompletionoftheirprobationaryperiod,employeesareconsideredpermanentemployeesandwillbegrantedallbenefitsoutlinedintheagreement.
3. Afloatingholidaywillbegrantedforthe2016-17schoolyearforanyemployee
whodoesnotincuranyabsencesduringthe2015-16schoolyear.C.Insurance
1. SigningupforInsuranceCoverage Itistheresponsibilityoftheemployeetosignupforinsurancecoverageinthe
HumanResourcesOfficewithinthirty(30)daysaftertheprobationaryperiodisoverorduringtheopenenrollmentperiodeachNovember.Coveragewillbeeffectivethe1stdayofthefollowingmonth,foremployeescompletingtheirprobationarystatus.OpenEnrollmentchangeswillbeeffectiveJanuary1.
2. MedicalInsurance
TheBoardwillprovidemedicalinsurancewithPriorityHealth.TheBoardwillpayuptothemaximumcapallowedundertheMichiganLaw.
Employeeswhoworkthirty-eight(38)weeksormoreperyear,butlessthan
fifty-two(52)weeks,andworkthirty(30)hoursormoreperweek,willbeeligibleforsinglepersoncoverage.Theemployeemaypurchasedependentmedicalcoverageatthefulladditionalpremiumcost.Monthlypremiumswillbepayroll-deductedthroughouttheyear.
Employeeswhoworkthirty-eight(38)weeksandlessthanthirty(30)hoursper
weekmaypurchasemedicalinsuranceatthefullpremiumcost.Monthlypremiumswillbepayroll-deductedthroughouttheyear.
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3. DentalInsurance Employeeswhoworklessthanfifty-two(52)weeksareeligibletopurchase
dentalcoverageatthefullpremiumcost.Premiumswillbedeductedfromtheirpaythroughouttheyear.DentalplanisthroughADNAdministrators,Inc.
Inaddition,theemployeewillberequiredtopaythefullcostofincreasing
insurancecoveragetoa$2000annualmaximum.
4. VisionInsurance TheBoardwillprovidevisioninsurancewithNVA(NationalVision
Administrators,LLC).Employeeswhoworklessthanfifty-two(52)weeksareeligibletoreceiveasinglepersonpolicywiththeemployeepaying15%ofthesinglesubscriberpremiumthroughpayrolldeduction.Employeesmaypurchaseadditionalvisioninsuranceforthefamilycoverageatfullpricethroughpayrollreduction.
5. CashinLieuofMedicalBenefits
InlieuofsubscribingtotheBoardprovidedhealthinsurance,anemployeewhoworksatleastthirty(30)hoursaweekandatleastthirty-eightweeksperyearmayselectthecashinlieuoption.Cashoptionis$3500.Thecashoptionwillbedisbursedovertwenty-four(24)payperiods.Cashinlieuwillnotbepaidonthe3rdpayofthemonth.
6. LifeInsurance
Employeeswhoworkthirty-eight(38)weeksormoreperyearandworkthirty(30)ormorehoursperweekwillreceivea$20,000AD&Dtermlifeinsurancepolicy.
7. Long-TermDisability(LTD)
Employeeswhoworkthirty-eight(38)weeksormoreandthirty(30)ormorehoursaweek,maypurchaselong-termdisabilityinsuranceonanaftertaxbasis.
8. HoldHarmless
Liabilityprotectiontodefend,holdharmlessandindemnifytheemployeeintheeventthatanyclaim,legalproceeding,etc.isbroughtagainsttheemployeeintheircapacityasanemployeeoftheDistrictprovidedthathe/sheisactingwithinthescopeoftheiremployment.ThisprotectionislimitedtotheliabilitypolicymaintainedbytheDistrict($1,000,000,000),subjecttocarrierrequirementsandrestrictions.
9.Workers’CompensationInsurance a. TheBoardwillprovideWorkers’Compensationinsurance.
b. Employeemustreportjob-relatedinjuriestotheHumanResourcesOfficewithintwenty-four(24)hoursthroughcompletionandsubmissionoftheappropriateform.
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c. IncaseswheretheemployeeispaidbenefitsundertheWorkers’CompensationAct,theemployeemayrequestdeductionsonapro-ratabasisfromthesickleaveaccumulationtoensurenodifferencebetweentheemployee’sregularstraighttimewagestoWorkers’CompensationbenefitsandtheactualbenefitspaidundertheprovisionsofthesaidWorkers’Compensationbenefits,oruntilsuchtimethattheemployee’ssickleaveisexhausted.EmployeeisresponsiblefortheirMIPcontributiononreportableWorker’sCompensationpayments
9. FlexibleSpendingAccounts
Employeesmayelecttoestablishaflexiblespendingaccountthroughtheirbenefitelectionformduringopenenrollment.Flexiblespendingaccountsallowparticipantstousepre-taxdollarsforout-of-pocketmedicalexpenses,dependentcareexpensesandemployersponsoredmedical-relatedinsurancepremiums.Thecompanythatcurrentlyoversees/handlesForestHillsflexiblespendingaccountsiscalledFlexAdministrators.Itistheemployee’sresponsibilitytosubmitclaimsdirectlytoFlexAdministratorsforprocessingtheirreimbursements.Anemployeemayelectanyamountuptothemaximumlistedbelow.
• MedicalExpenses $2,500.00• DependentDayCare $5,000.00
ItisimportanttonotethataccordingtoIRSregulations,employeecontributionstoaflexiblespendingaccountthatarenotusedbytheendoftheplanyearareforfeited.Whenanemployeeelectstosignupforaflexiblespendingaccount,theamountselectedisdeductedoutoftheirpayduringthenineteen(19)paydeductionperiod.Forthe2014-15TheFlexPlanwillrunOctober–DecemberandthenanewFlexPlanwillbeinitiatedthatwillrunJanuary-December.
ARTICLEVI
VACANCIES,TRANSFERS,REASSIGNMENTANDRESIGNATION
A. VacanciesWhenpositionsbecomeavailable,avacancynoticeshallbepostedwithintheDistrictforfive(5)daysbeforethepositionmaybefilled.
B. Transfers
AnemployeeinterestedinatransfertoavacantpositionintheDistrictshouldsubmithis/herrequest,inwriting,totheAssistantSuperintendentforHumanResources.
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C. Reassignment
ApplicantsfromwithintheDistrictwillbeconsideredpriortoapplicantsfromoutsidetheDistrict.Unrequestedtransferswillbeminimizedandavoidedwheneverpossible.
D. Resignation
Ifanemployeewishestoresignfromhis/herposition,he/sheshouldinformtheAssistantSuperintendentforHumanResources,inwriting,atleasttwo(2)weeksinadvance.
E. JobDescriptions
EachpositionshallhaveawrittenjobdescriptionprovidedbytheHumanResourceoffice.Iftheresponsibilitiesofthepositionchange,thejobdescriptionistoberevisedaccordinglyandsubmittedtohumanResourcesforreview.Whenthejobresponsibilitieschange,allchangesaretobediscussedinfullwiththeemployee,thesupervisorandtheAssistantSuperintendentforHumanResourcessothattheemployeefullyunderstandshis/hernewresponsibilities.
ARTICLEVII
HIRINGPROCEDURESA. WhendeemedappropriatebytheDistrict,personalinterviewswillbeconductedbytheChild
CareProgramCoordinatorsand/orthebuildingprincipalsforthecandidatesconsideredbytheDistricttopossessthequalificationsforthevacantposition.
B. Acandidatewillbeemployedonlyforthepositioncurrentlyvacantandforwhichtheyapplied
withoutanticipationofthecandidate’spartofafuturepositionwiththeDistrictoranticipationofatransfer.Criteriaforhiringwillbebaseduponthecandidate’sskills,suitability,experienceandqualificationsforthespecificvacancybasedonthejobdescription.
C. Newemployeeswillundergotwodaysofmandatoryorientationintheirposition.ChildCare
DirectorsandChildCareAidesarerequiredtohaveaTBtestuponinitialemployment,andDirectorsarerequiredtohaveCPRtrainingannually.Atthediscretionoftheprogramcoordinators,aideswillberequiredtohaveCPRtraining.FirstAidtrainingisrequiredeverythreeyearsforDirectorsandatthediscretionofprogramcoordinatorsforaides.Staffwillberequiredtobefingerprinted,receiveCentralRegistryclearance,andassignappropriateabuseandneglectforms.
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ARTICLEVIII
PROBATIONARYPERIODA. Anewemployeeshallbeonprobationforthirty(30)workdays.Thepurposeofthe
probationaryperiodistoprovideanopportunityfortheBoardtodetermineistheemployeehastheabilityandotherattributesnecessarytoqualifyhim/herforregularemployeestatus.
B. Duringtheprobationaryperiod,theemployeemaybelaidoffordismissedatsolediscretionof
theBoard.C. Fringebenefitswillnotbeineffectduringtheprobationaryperiod.FringeBenefitsaredefined
ashealthbenefits,dental,vision,life,LTD,cashoptioninlieuofhealthbenefits,annuity,holidaypay,vacationpay,personaldays,andsickdays.
D. ItistheresponsibilityoftheemployeetosignupforinsurancecoverageattheHuman
ResourcesOfficewithinThirty(30)daysaftertheprobationaryperiod.
ARTICLEIX
EVALUATION
EvaluationProcessandTimelines1. Employeeswillbeevaluatedonanannualbasisforthefirsttwo(2)yearsofa
newassignment.Iftheemployeehasearnedasatisfactoryevaluation,he/shewillbeevaluatedeverytwo(2)years,unlessaproblemisnotedbytheadministratororsupervisor,inwhichcasetheemployeewillbeevaluatedannually.Ifanemployeereceivesanunsatisfactoryevaluation,he/shewillremainonanannualevaluationplanuntilasatisfactoryratingisearned.Ifperformancedoesnotimprove,theemployeemayfacedisciplinaryactionuptoandincludingdischarge.Evaluationsmaybeconductedmorefrequently,ifrequestedbyanemployee,administratororsupervisor.
2. EvaluationsshouldbecompletednolaterthanMay30.Theemployeeshall
receiveacopyofthewrittenevaluationanditistobereviewedinaprivateconference.OnecopyoftheevaluationwillbesenttotheAssistantSuperintendentforHumanResourcesforplacementintheemployee’spersonnelfile.
3. Evaluationsmustbesignedbyboththesupervisorandtheemployee.The
employee’ssignatureontheevaluationdoesnotnecessarilyindicateapprovalorconcurrencewiththeevaluation;itdoesindicatetheevaluationwasreviewedwiththeemployees.
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4. Evaluationsshouldbebasedonthejobdescriptionandmadewiththeobjective
toassisttheemployeetoimprovehis/herworktechniquesandskills,ifnecessary.Whereareasofimprovementareneeded,animprovementplanwillbeimplementedwiththeemployeeandhis/heradministratororsupervisor.
5. Ifanemployeedisagreeswithhis/herevaluation,he/sheshoulddiscussany
concernswiththeadministratororsupervisor.Theemployeemayattachawrittenaddendum,statingconcerns,tohis/herevaluationwithinthirty(30)daysofreceipt.
6. Employeesshallhavetheright,withproperadvancenotice,toreviewhis/her
personnelfile,excludingpre-employmentinformationandothermaterialjudgedconfidentialbytheBoard.
ARTICLEX
GRIEVANCEPROCEDURES
Ifaproblemofmisunderstandingarisesbetweentheemployeeandhis/hersupervisor,orifanemployeehascomplaintsorfeelsthattherehasbeenamisinterpretationofanyoftheconditionsofhis/heremployment,theproblemistoberesolvedinthefollowingmanner.1. EmployeesareencouragedtocontacttheirChildCareorPre-Schoolsrepresentativefor
clarificationofpotentialviolationsofthisAgreement.2. Theproblemistobediscussedbetweentheemployeesandthesupervisor.3. Iftheproblemisnotresolvedtotheemployee’ssatisfaction,he/shemay,withinten
(10)workdays,submittheconcernsinwritingtotheAssistantSuperintendentforHumanResources.
4. Withinten(10)workdaysofreceiptoftheletter,theAssistantSuperintendentfor
HumanResourceswillmeetwiththeemployeeandChildCareorPre-Schoolrepresentative,iftheemployeesodesires,todiscussthesituation.
5. TheAssistantSuperintendentforHumanResourceswillrespondtosuchconcerns,in
writing,withinten(10)workdaysofmeeting,withcopiessenttoboththeemployeeandthesupervisor.
6. Iftheemployeestillbelievesthattheproblemhasnotbeensatisfactoryresolved,
he/shemayappeal,inwriting,totheSuperintendent.
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7. TheSuperintendentwillmeetinformallywiththeemployeeandChildCareorPre-Schoolrepresentative,ifemployeesodesires,andwiththesupervisorandAssistantSuperintendentforHumanResources,ifdeemednecessary,inanattempttoresolvetheproblem.ThedecisionoftheSuperintendentshallbefinalandbindingontheparties.
ARTICLEXI
RETIREMENT
A. MembershipintheMemberInvestmentPlan(MIP)oftheMichiganPublicSchoolEmployeeRetirementSystem(MPSERS)isrequiredofallemployeeshiredafterDecember,1989.Priortothatdate,employeeshadachoicebetweentheBasicandtheMIPretirementplan.
B. InAdditiontotheemployeecontribution,theBoardofEducationcontributesan
additionalpercentageasrequiredbytheStateofthegrosswagesofallemployeestotheretirementfund.
C. Tobeeligibleforretirement,anemployeemusthaveten(10)yearsofservicewith
ForestHillsPublicSchools(and/orotherpublicschoolsinMichigan).Theten(10)yearsofserviceisbasedonsix(6)hoursperdayor1,020hoursperschoolyear,whichequalsafullyear.Furtherexplanationoftheretirementplancanbefoundinyourbooklet,“AnIntroductiontoYourRetirementPlan”orcontactthePayrollOffice.
ARTICLEXII
MISCELLANEOUSPROVISIONS
A. OnlytheSuperintendentortheAssistantSuperintendentforHumanResourcesmayissuepoliciesconcerningwages,hoursandworkingconditionswhicharebindingontheBoardandthenonlyifinwriting,andsignedbytheissuer.
B. Boardpaymentforinsuranceprotectionshallterminatewhentheemployeeis
terminated,laidoff,onworkers’compensationorwhentheemployeeisonaleaveofabsencewithoutpay.
C. NotwithstandingtheprovisionsofthisArticle,thetermsofanycontractorpolicyissued
byaninsurancecompanyshallbecontrollingasinallmattersconcerningbenefits,eligibilityandterminationofcoverageandothersuchmatters.
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D. TheBoard,bypaymentofthepremiumrequiredtoprovidethecoveragesetforthherein,shallberelivedfromallliabilitywithrespecttobenefitsprovidedbytheinsurancecompany.Failureofthecarriertoprovideanyofthebenefitsforwhichithascontracted,foranyreason,shallnotresultinanyliabilitytotheBoard,norshallfailurebeconsideredabreachofanyobligationbytheBoard.
E. Priortorevisions,additionsorchangesinanysectionoftheChildCareandPre-School
StaffAgreementrelatingtoemployeebenefitsorworkconditions,thechangeistobepresented,inwritingtothenon-affiliatedChildCareandPre-SchoolrepresentativesoperatingbytheguidelinesoftheAgreementforapproval.
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ARTICLEXIIIWORKRULES
ForestHillsPublicSchools,inanefforttoassurethatfairtreatmentandsafetyofallemployeesreaffirms
andestablishesthefollowingemployeeworkrules.TheseregulationsofForestHillsBoardofEducationhavebeendesignednottorestrict,butrathertodefineandprotecttherightsofall.ItshouldbepointedoutthattheinfractionsdescribedbeforearenottobeinterruptedasallinclusiveanddonotprecludedisciplinaryactionforotherviolationsofstandardsofconductdeterminedbytheDistricttomeritdiscipline.Insuchacase,thefactthattheconducthasnotbeenspecificallycoveredintheseRulesandRegulationsshallnotaffecttheappropriatenessoftheDistrict’saction.
TheBoardbelievesthatthegreatmajorityofitsemployeeswillabidebytheserulesandallotherproper
standardsofconduct.Anemployeewhofailstomaintainproperstandardsofconductatalltimes,orwhoviolatesanyofthefollowingrulesshallsubjecthim/hertothedisciplinaryactionbelow:
A. TheFollowingshallbecausesfordisciplinaryactionuptoandincludingimmediatedischarge: 1.Theftofprivateorschoolproperty,includingpropertyofafellowemployee. 2.Removingschoolproperty,recordsorothermaterialsfromschoolpremiseswithoutproper
authorization. 3.Falsificationofrecordsorreports,includingpersonnel,absence,sickness,accident,injuryor
workrecords. 4.Deliberatedestructionorabuseofschoolproperty,toolsorequipment. 5.Causing,leadingorengaginginastrike,walkoutorotherworkstoppage,slowdownor
interferencewithwork. 6.Bringingfirearmsorweaponsofanykindontoschoolpropertyorpossessingsameonschool
property. 7.Use,possession,manufacture,distribute,dispensation,transportationorsaleofillegaldrugs,
controlledsubstances,alcoholicbeveragesoranyothersubstancewhichaffectsormay affectanemployee’sabilitytocompetentlyorsafelyperformortoreportfordutyinanunfit condition.
8.Insubordination,includinguseofprofaneorthreateninglanguage,toaschoolofficialor othersupervisor.
9.Fightingonschoolpropertyorthreatofphysicalviolencetoothers. 10.Operationand/oruseofmachines,telephone,toolsorotherBoardownedequipment
withoutapprovalfromtheemployee’ssupervisor,abuse,misuse,ordestructionofBoard and/orother’sproperty,toolsorequipment.
11.Misuseand/orremovalofBoardproperty,recordsorotherBoardmaterialswithoutproper writtenauthorizationfromtheimmediatesupervisor.
12.Threatening,intimidating,coercingorinterferingwithworkofotheremployees. 13.Falsestatementsknowinglyorrecklesslymade,orviolentlyabusiveandpersonally
defamatorystatementsorslanderofanotheremployee,student,parentorBoardmember andwheresuchconductisrelatedtoandinterfereswiththeeducationalprocessand administrationthereof.
14.Distributionofobscene,vulgarorindecentwrittenprintedmatterwhichtendstodisruptthe schoolorschooldistrict,orresultsindangertootherpersonsonschoolpropertyor interfereswithschoolworkordiscipline.
15.Unlawfulorimproperconductofanemployee,onandoffDistrictpropertyand/orduring non-workhourswhichaffectstheemployee’srelationshiptohis/herjob,his/herfellow employees,his/hersupervisors,studentsofBoardproperty,reputationorgoodwillinthe community.
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16.Improperconductwhichisatvariancewithconceptsthataregenerallyacceptedand approvedinthecommunity,engaginginconductwhichisprescribedbythecriminalstatutes.
B TheFollowingshallbecausesfordisciplinaryaction.Therearefour(4)differentlevelsof
disciplinewhichmaybeimposed.Theycanbeusedinanysequencetofittheseriousnessof thesituation.Thefourlevelsareasfollows:
• OralReprimand • WrittenReprimand• Two(2)DayDisciplinaryLayoffWithoutPay• Discharge
1.Failuretobeattheworkstation,readytowork,atthestartingtime.2.Stoppingworkbeforebreaktime,lunchtimeorquittingtime.3.Conductingpersonalbusinessduringworkhoursoronschooldistrictpremises,oruseofdistrictequipmentforpersonalreasons.
4.Refusaltodojobassignment. 5.Unauthorizedorunexcusedabsence,reportinglatetowork,leavingworkareaorbuilding
duringworkhourswithoutauthorization. 6.IrregularworkattendancesothattheservicesofemployeearelittlevaluetotheBoard,or
intermittentabsenteeismamountingtopart-timeemployment. 7.Inattentiontoduties,loafingorwastingtimeduringworkhours. 8.Slowdowninperformanceorcausingslowdowninperformance. 9.Anyconductwhichimpedestheproductivityofone’sselforothers. 10.Vending,soliciting,andcollectingoffundsordistributionofliteratureinworkareasduring
employee’son-dutytime. 11.Violationofsafetyrulesorboardpolicies. 12.ViolationofDistrict,StateorFederalsafetyrulesorpracticesand/orengaginginanyconduct
whichtendstocreateasafetyhazardwhichendangersselfand/orothers.Employeesmust,atalltimes,wearsafetyarticlesanduseprotectiveequipmentwhenrequiredandimmediatelyreporttotheirsupervisoranyinjuryoraccident.
13.Failuretoreportinjuriesoraccidentstotheemployee’simmediatesupervisor. 14.Violationofcommonsensehealthandsanitationrules,includingmaintenanceofpersonal
hygiene. 15.Discourtesytootheremployees,supervisorsorvisitorstothebuilding. 16.Smokingisprohibitedonschoolpropertyduringworkhoursandatanyschool-relatedevent
duringtheday,eveningorweekend. 17.GamblingortakingpartinanygameofchanceonBoardpremises. 18.Dressorgroomingthatdisruptstheschoolsetting. 19.Unsatisfactoryworkperformance. 20.Poorhousekeeping,creatingorcontributingtounhealthyorunsanitaryconditions. Inaddition,theaccumulationofacombinationofthree(3)writtenwarningsand/ordisciplinary
layoffsfortheviolationoftheaboveruleswillbecausefordischarge. Theforegoingrulesarenotintendedtobeallinclusiveoftherequireddiscipline,proper
standardsofconductorobligationofemployees.TheBoardshall,whenitdeemsitappropriate,establishadditionalrulesandbuildingadministratorsandothersupervisorsmaysetupparticularrulestogoverntheiremployee’sconductastheydeemnecessarybythenatureoftheiroperations.
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ARTICLEXIV
DURATION This Agreement shall be in effect from July 1, 2015 to June 30, 2016. This
Agreement shall not be extended orally and it is expressly understood that itshallexpireonthedatesindicated.
FORTHEBOARD: FORTHECOREGROUP:________________________ _______________________ChristineAnnese,ChiefNegotiator KimWilder,RepresentativeDATE:___________________ DATE:__________________________________________JudyGritter,RepresentativeDATE:___________________AdoptedbytheBoardofEducationonJune30,2015