española–nea and española public schools collective...

Española–NEA and Española Public Schools Collective Bargaining Agreement 2019–2020 p. 1

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Table of Contents 1

RARTICLE 1. RECOGNITION/AGREEMENT ................................................................................................................ 3 2 AARTICLE 2. DEFINITIONS ............................................................................................................................................. 3 3 AARTICLE 3. GENERAL .................................................................................................................................................... 4 4 AARTICLE 4. MANAGEMENT RIGHTS .......................................................................................................................... 4 5 AARTICLE 5. ASSOCIATION RIGHTS AND RESPONSIBILITIES .............................................................................. 5 6 AARTICLE 6. AGREEMENT OVERSIGHT COMMITTEE ............................................................................................. 7 7 AARTICLE 7. BARGAINING PROCEDURE .................................................................................................................... 8 8 AARTICLE 8 EMPLOYMENT PROCEDURES ............................................................................................................ 10 9 AARTICLE 9. AFFIRMATIVE ACTION ........................................................................................................................ 10 10 AARTICLE 10. DISCRIMINATION ................................................................................................................................. 10 11 AARTICLE 11. ASSIGNMENTS ....................................................................................................................................... 10 12 AARTICLE 12. VACANCIES, TRANSFERS AND REASSIGNMENTS ........................................................................ 12 13 AARTICLE 13. VOLUNTARY TRANSFERS ................................................................................................................... 13 14 AARTICLE 14. SUMMER SCHOOL, EVENING SCHOOL, FEDERAL AND OTHER SPECIAL PROGRAMS ........ 13 15 AARTICLE 15. REDUCTION IN FORCE ......................................................................................................................... 13 16 AARTICLE 16. SEPARATION OF EMPLOYMENT ....................................................................................................... 15 17 AARTICLE 17. SITE-BASED DECISIONS ...................................................................................................................... 16 18 AARTICLE 18. SUBSTITUTE EMPLOYEES .................................................................................................................. 16 19 AARTICLE 19. CLASS SIZE .............................................................................................................................................. 16 20 AARTICLE 20. NON-INSTRUCTIONAL DUTIES FOR TEACHER ............................................................................ 17 21 AARTICLE 21. GRADE CHANGES .................................................................................................................................. 17 22 AARTICLE 22. EMPLOYEE FACILITIES, INSTRUCTIONAL MATERIALS AND SUPPLIES ................................ 18 23 AARTICLE 23. STUDENT DISCIPLINE.......................................................................................................................... 19 24 AARTICLE 24. PROTECTION OF EMPLOYEES, STUDENTS, PROPERTY, HEALTH AND SAFETY .................. 20 25 AARTICLE 25. ALCOHOL AND DRUG ABUSE ............................................................................................................. 20 26 AARTICLE 26. HOURS OF WORK .................................................................................................................................. 21 27 AARTICLE 27. TIME CLOCK FOR CERTIFIED EMPLOYEES .................................................................................... 21 28 AARTICLE 28. LEAVE PROVISIONS .............................................................................................................................. 24 29 AARTICLE 29. LEAVE WITH PAY .................................................................................................................................. 25 30 AARTICLE 30. LEAVE WITHOUT PAY ......................................................................................................................... 29 31 AARTICLE 31. PROFESSIONAL DEVELOPMENT ....................................................................................................... 30 32 AARTICLE 32. EMPLOYEE OBSERVATIONS AND EVALUATION AND RE-EMPLOYMENT ............................. 31 33 AARTICLE 33. EMPLOYEE DISCIPLINE ....................................................................................................................... 33 34 AARTICLE 34. GRIEVANCE PROCEDURE.................................................................................................................... 34 35 AARTICLE 35. PERSONNEL FILE .................................................................................................................................. 37 36 AARTICLE 36. COMPENSATION .................................................................................................................................... 37 37 AARTICLE 37. STIPENDS AND INCREMENTS ........................................................................................................... 39 38 AARTICLE 38. INSURANCE ............................................................................................................................................ 38 39 AARTICLE39. OFFICIAL NOTIFICATION .................................................................................................................... 42 40 AARTICLE 40. AGREEMENT CONTROLS .................................................................................................................... 42 41 AARTICLE 41. COMPLETE AGREEMENT .................................................................................................................... 42 42 AARTICLE 42. AGREEMENT DURATION .................................................................................................................... 42 43

APPENDIX A Salary Schedules 44

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ARTICLE 1. Recognition/Agreement 1

A. The parties desire to maintain a professional relationship with their collective bargaining 2 interaction so as to provide the best opportunity for the Española Public School District to 3 succeed in its educational mission. This agreement is entered into by the Board of Education 4 of the Española Public School District (the District) and the Española-NEA. 5

B. Pursuant to the applicable statutes, resolutions and regulations, the District Administration 6 recognizes the Española-NEA for the purposes of collective bargaining as the exclusive 7 representative of a unit consisting of all employees other than Supervisors, Management 8 employees, confidential employees, and the following specific positions: 9

1) Superintendent’s Secretary; 10 2) Associate Superintendent’s Secretary; 11 3) Office Manager at sites where more than two (2) other administrative support staff 12

are normally assigned; 13 4) Human Resource Department employees: 14 5) Head Custodians at sites where four (4) other Custodians are assigned; and 15 6) Head Cooks at sites where four (4) other Cooks are assigned. 16 17

C. Unless otherwise indicated, as used in this Agreement, the term “employee” means an 18 employee in the bargaining unit defined in Section B. above. 19

ARTICLE 2. Definitions 20

A. “Board” shall mean the Española Public School District Board of Education. 21

B. “Days” shall mean workdays according to the school calendar and shall not include holidays 22 or recesses observed by the District, unless otherwise specifically noted in the contract. 23

C. “District” shall mean the Española Public School District. 24

D. “Educational Support Personnel” (E.S.P.) means those employees in the bargaining unit 25 whose positions are not Certified. “ 26

E. Emergency” shall mean any act of God or other unforeseeable or unplanned occurrence or 27 condition that has a significant and adverse impact on the educational or work process, 28 requiring an immediate action. 29

F. “Española-NEA” is understood to mean the local Española Association, an affiliate 30 organization of the National Education Association and an affiliate of New Mexico National 31 Education Association, Española-NEA’s representative(s) or officers. Official 32 communications to the Española-NEA shall be made to the President of the Española-NEA 33 or his/her designated representative or representatives. Any reference to “The Union” shall 34 be understood to mean Española-NEA. 35

G. “Immediate Supervisor” shall mean the principal, supervisor or administrator in charge of the 36 function, staff or activity. 37

H. “President” shall mean the President of the Española-NEA or designee. 38

I. “Superintendent” shall mean the Chief Executive Officer of the Española Public School 39 District. 40

J. “Confidential employee” means a person who devotes a majority of his/her time to assisting 41 and acting in a confidential capacity with respect to a person who formulates, determines, 42 and effectuates management policies; 43


K. “Impasse” means a failure of the District and Española-NEA after good-faith bargaining, to 1 reach agreement in the course of negotiating a collective bargaining agreement. 2

L. “Arbitration” is a proceeding to settle a dispute in which the settlement is determined by an 3 impartial arbitrator selected through a process included in this agreement. The parties agree 4 in advance that the Arbitrator’s decision, based on the merits of the case, will be final and 5 binding. The services of the Federal Mediation and Conciliation Service shall be employed to 6 obtain arbitrators. 7

M. “Management employee” means an employee who is engaged primarily in executive and 8 management functions and is charged with the responsibility of developing, administering or 9 effectuating management policies. An employee shall not be deemed a management 10 employee solely because the employee participates in cooperative decision-making programs 11 on an occasional basis. 12

N. “Professional employee” means an employee whose work is predominately intellectual and 13 varied in character and whose work involves the consistent exercise of discretion and 14 judgment in its performance and requires knowledge of an advanced nature in a field of 15 learning customarily requiring specialized study at an institution of higher education or its 16 equivalent. The work of a professional is of such character that the output or result 17 accomplished cannot be standardized in relation to a given period of time; 18

O. “Supervisor” means an employee who devotes a majority of work time to supervisory duties, 19 who customarily and regularly directs the work of two or more other employees and who has 20 the authority in the interest of the employer to hire, promote or discipline other employees or 21 to recommend such actions effectively. This definition does not include an individual who 22 performs merely routine, incidental or clerical duties or who occasionally assumes a 23 supervisory or directory role or whose duties are substantially similar to those of 24 subordinates and does not include a lead employee or an employee who occasionally 25 participates in peer review or evaluation of employees. 26

P. The term “worksite” shall mean any location where an employee is authorized to perform 27 work by the District. 28

ARTICLE 3. General 29

The Española Public School District Labor Management Relations Resolution and the Public 30 Employee Bargaining Act supersede the CBA. The Española Public School District sanctioned 31 rules and regulations, administrative directives, departmental rules and regulations, and 32 workplace practices shall control unless there is a conflict with a collective bargaining 33 agreement. Where a conflict exists, this collective bargaining agreement shall control. 34

ARTICLE 4. Management Rights 35

Unless limited by the provisions of this collective bargaining agreement or by statutory 36 provisions, the employer’s rights shall include, but are not limited to: 37 38 A. Direct the work of, hire, promote, assign, reassign, transfer, demote, suspend, discharge or 39

terminate bargaining unit employees; 40

B. Determine qualifications for employment and the nature and content of personnel 41 examinations and work to be performed; 42

C. Take actions as may be necessary to carry out the mission of the District in emergencies; and 43


D. The District retains all rights not specifically limited by this Agreement or by the District’s 1 Local Labor Management Relations Resolution. 2

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ARTICLE 5. Association Rights and Responsibilities 5

A. EXCLUSIVITY: The rights, responsibilities and/or privileges granted to the Española-NEA 6 by this Collective Bargaining Agreement will not be granted to any other organization which 7 purports to represent any employee covered by this Agreement. 8

B. NO REPRISALS: There will be no reprisals of any kind taken against an employee by either 9 party by reason of his/her membership or non-membership in the Española-NEA or 10 participation or non-participation in any of its activities. 11

C. RELEASE TIME: 12

1. Normally Española-NEA business will not be conducted during duty-time, except in 13 case of emergencies. In situations where District Management staff (Principal or 14 above) requests in writing, to deal with an emergency during duty time, the 15 appropriate Association representative will be released from duty on pay status. 16

2. Association Conference & Workshop Leave. 17

The Association may request up to a total of ten (10) days per regular school year to 18 attend Association Conferences and workshops or to conduct other Association 19 business which does not interfere with instruction or the duty of other personnel. The 20 Association will assume the cost of substitutes. Such requests shall be approved by 21 the Superintendent, except in the case of emergencies or other extenuating 22 circumstances. Such leave requests shall not be made during the 1st two weeks or the 23 last two weeks of school, or during parent teacher conferences days. 24

D. INFORMATION: 25 1. The Española-NEA will be provided with copies of minutes of official Board of 26

Education meetings and all other non-confidential documents distributed to the Board 27 of Education members at official meetings at the time of their distribution to the 28


Board. A copy of the official agenda of the meeting, and any relevant attachments, 1 will be given to the Española-NEA as distributed to the Board of Education members. 2

2. Material which is disruptive to good relations between the parties and not in the best 3 interest of the students of the District shall not be distributed at work sites by either 4 party. 5

3. One Association bulletin board of a size and quality agreed to by the parties will be 6 placed in each school building at a location agreed to by the parties. The Association 7 Bulletin Board will be used only for official Association business notices, circulars, 8 and other such materials. This bulletin board may not be used for political campaign 9 materials, except for internal NEA elections. Copies of all materials to be placed on 10 the bulletin board will be provided to the Building principal in advance of the posting. 11

4. Española-NEA may place Association material in bargaining unit employees’ 12 mailboxes during non-duty time. The Association material shall not be distributed or 13 transported by District employees on District paid time. 14

5. The Española-NEA may use school buildings in the same manner as any other 15 organization. No charge will be made for use of the facilities; however, custodial 16 charges may be assessed if necessary. 17

6. At the conclusion of a faculty/staff meeting a designated Association Representative 18 may make short Association announcements. 19

7. Should the District provide a link to web pages not wholly owned and managed by 20 the District, the Española-NEA will also be provided with a link to its web page in the 21 District web site. 22

8. District equipment and supplies shall only be used for District business. 23

E. EMPLOYEE INFORMATION: 24

1. It is the right and responsibility of the Association to inform bargaining unit 25 employees of their rights and responsibilities under the collective bargaining 26 agreement. 27

2. The Española-NEA may provide an information table during the New Employee 28 Orientation sessions for the purpose of providing information to interested bargaining 29 unit employees. 30

3. During one of the orientation days, the Española-NEA, at the end of the morning 31 session, may extend an invitation to new employees to attend an Association 32 sponsored meal. 33

4. Twice yearly, (once per semester) the NEA representatives will meet with all 34 Administrative / Supervisory staff to discuss the interpretation and intent of the CBA 35 language and Articles with the intent to foster a better working relationship between 36 staff and administration. 37

F. MEMBERSHIP DUES DEDUCTION: 38

1. The District will deduct bargaining unit employee membership dues in the amounts 39 identified by the Association President and will transmit the monies to the Española-40 NEA. The bargaining unit membership dues payroll deduction will be made by the 41 District within thirty (30) days of submittal of a voluntary employee signed payroll 42 deduction authorization form submitted by the Association to the District’s Payroll 43 Office, once per month, within the last five (5) days of each month. The Association 44 and the employees shall hold the District harmless on any issue that may arise 45 regarding the deduction of membership dues. 46


2. The District will stop payroll deductions when: 1

a. The Association submits a payroll deduction cancellation form to the 2 District’s Payroll Office; 3

3. A cancellation form is submitted by the employee to the Association Treasurer or 4 President and the Association then shall forward the cancellation form to the Payroll 5 office. The cancellation form must be submitted to the Association Treasurer or 6 President by October 6 of the school year during which such discontinuance is to be 7 effective. By October 16, the Association will in turn notify the District. The 8 Association will defend and hold the District harmless on any liability that may arise 9 as a result of compliance with this Article provided that deductions made by the 10 District were not in violation of this Article. 11

a. The bargaining unit member does not earn a sufficient amount to cover the 12 dues deduction; or 13

b. The employee is no longer in the bargaining unit or employed by the District. 14

4. All changes to deductions will be implemented by the District for the next payroll 15 period. 16

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G. USE OF DISTRICT EQUIPMENT AND E-MAIL COMMUNICATIONS 19

1. The Association will have the right to use school equipment including computers, 20 digital or electronic devices, public address and audio-visual equipment at 21 reasonable times, provided such times do not interfere with or disrupt the use of 22 such equipment for the original purpose intended. Any incurred cost for 23 consumable supplies shall be borne by the Association. 24

2. District email may be used between Association Officers and Association 25 Representatives (AR's) to discuss issues of the Association. An AR may also 26 email, individual bargaining unit members at their work site/school regarding 27 individual issues with a member at the worksite. The Association President may 28 email individual employees at any district work/school site. Such communication 29


needs to be done before or after school or during the duty-free lunch period. 1

3. Parameters for the Association President's use of ALL-DISTRICT emails 2 shall be reviewed annually with the Superintendent. The following parameters 3 are currently established for use of ALL-DISTRICT emails: 4

a. Email Information Only: The Association President shall send email 5 communication about Association meetings or functions to the 6 Superintendent, or designee for review. Once reviewed, the 7 Superintendent, or designee will send a District-Wide email on behalf 8 of the Association President. 9

ARTICLE 6. Agreement Oversight Committee 10

Three Union members appointed by the President of the Union and three 11 supervisory/administrative staff appointed by the Superintendent will meet on an as needed basis 12 to review and discuss current school problems, practices, the administration of this agreement 13 and other mutually agreed upon topics. Either party may initiate the request for meeting. All such 14 meetings shall be conducted during non-duty time at a mutually agreed upon time and place. It is 15 the intent of the parties to deal with issues regarding the implementation, application, and 16 administration of this Agreement as quickly as possible. 17

ARTICLE 7. Bargaining Procedure 18

A. SCHEDULE SETTING FOR NEGOTIATIONS: 19

Not later than December 1st of the school year in which this Agreement expires, either party 20 may submit a written notice to the other party requesting the scheduling of negotiations for a 21 successor agreement. A meeting of the parties to conduct such scheduling shall take place at 22 a date and time and place mutually agreed to by both parties. 23

B. NEGOTIATIONS: Not earlier than January 1st and not later than March 1st of the calendar 24 year in which this Agreement expires, the parties will enter into collective bargaining with 25 the Española-NEA over a successor agreement in accordance with the procedures set forth 26 herein in a good-faith effort to reach agreement. 27

1. The parties have the right to negotiate any items which are legally permissible. 28 Negotiations shall be closed sessions. 29

2. Any agreement reached during the negotiating session will be reduced to writing and 30 signed by the parties as tentative agreements. Complete agreement on negotiations is 31 accomplished when the Española-NEA members and the School Board ratify, and the 32 parties sign the Agreement. Each party will ratify or reject ratification of all tentative 33 agreements as a whole. The Union shall schedule and conduct the ratification of the 34 agreement without interference from school board members, management employees or 35 the District. The Union shall schedule and conduct the ratification within two (2) weeks 36 of the signing of all tentative agreements. The District shall schedule and conduct the 37 ratification of the agreement without interference from bargaining unit employees or the 38 Union. The District shall schedule and conduct the ratification of the agreement within 39 two (2) weeks of the ratification by the Union. 40

3. Ground rules may be negotiated by the parties. 41

4. During bargaining the District administration and the Española-NEA will present 42 relevant data, exchange points of view and make proposals and counter proposals. The 43 District administration will make available to the Española-NEA for inspection all 44


pertinent records, data and information of the Española Public Schools. Either party 1 may utilize the services of outside consultants and may call upon professional and lay 2 representatives to assist in bargaining. Española-NEA shall have a representative on the 3 budget committee. 4

5. If bargaining between the parties is scheduled during a school day by the administration 5 the members of the Española-NEA’s bargaining team will be released of their regular 6 duties. 7

C. The District administration agrees not to bargain or otherwise deal with any employee 8 organization other than the Española-NEA for this bargaining unit for the term of this 9 Agreement. 10

D. Grants which may alter any portion of this agreement are subject to negotiation. Grants that 11 offer voluntary opportunities for participation outside of the instructional day are not subject to 12 negotiation. 13

E. Once a party presents its last best offer, the other party shall present its last best offer within 14 three (3) working days. Should an impasse occur the parties will comply with the procedures 15 established in applicable laws, regulations and resolutions. This process may be clarified in the 16 ground rules set by the parties. 17

F. The ratified collective bargaining agreement reached through this process shall be posted on the 18 District web site. A printed copy shall also be presented by the administration to all new 19 bargaining unit employees at the time they also receive the employee handbooks and other 20 official orientation materials from the District. A printed copy shall also be made available at 21 the front desk of every work site to any bargaining unit employee for review and/or copying. 22 Each party will be presented a Master Copy of the Agreement. It is the responsibility of 23 management to distribute and explain the Agreement to the management staff. It is the 24 responsibility of the Española-NEA to distribute and explain the Agreement to each member of 25 the bargaining unit. 26

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ARTICLE 8. Employment Procedures 1

A. The District is an Equal Opportunity Employer. 2

B. EMPLOYMENT: 3

1. Upon initial employment with the district, the employee will be placed on the 4 appropriate salary schedule. 5

2. Part-time employees shall be compensated at the appropriate step at a pro-rated 6 amount. 7

C. CERTIFIED RESIGNATION: 8

1. Certified employees who intend to resign employment from the District shall provide 9 a minimum of thirty (30), calendar days advance written notice from the effective 10 date of resignation. 11

2. By mutual agreement the employee and the District may agree in writing to less than 12 a thirty (30) day notice of resignation. 13

D. E.S.P. RESIGNATION: 14

1. Educational Support Personnel employees who intend to resign employment from the 15 District shall provide a minimum of ten (10) working days advance written notice 16 from the effective date of resignation. 17

2. By mutual agreement the employee and the District may agree in writing to less than 18 a ten (10) working day notice of resignation. 19

ARTICLE 9. Affirmative Action 20

A. The parties agree that the District’s Affirmative Action Plan shall continue in full force and 21 effect and shall apply to all bargaining unit employees for the term of this agreement. 22

B. If there is a conflict between any of the provisions of this agreement and the District’s 23 Affirmative Action Plan, the latter will prevail. 24

ARTICLE 10. Discrimination 25

A. The District and the Española-NEA agree that the parties will not develop, interpret, or 26 apply, this agreement in such a way as to discriminate against bargaining unit employees 27 based on race, creed, color, religion, national origin, sexual orientation, gender, or age. 28

B. The parties shall not discriminate against any bargaining unit employee based on union or 29 non-union membership. 30

ARTICLE 11. Assignments 31

A. The Superintendent will give notice of assignments to new employees within five days of 32 hire or as soon as practicable. 33

B. 1. All other employees will be given written notice of their class and/or subject 34 assignments, building assignments and (when applicable) room assignments for the 35 forthcoming year no later than thirty days before the first day of classes or as soon as 36 practical. 37

2. It is recognized that assignments may be changed due to student enrollment and 38 availability of space. Administrators will directly contact affected employees as soon as 39 practicable. 40


C. Employees will be assigned in their endorsement area(s) except in emergencies and with the 1 approval of the Public Education Department, the request of the employee, and the approval 2 of the District Administration. 3

D. MULTIPLE SITE ASSIGNMENTS: 4

1. Schedules of employees who are assigned to more than one school building will be 5 arranged so that such employee travel will be minimal. Employees will be given 6 ample time when such travel is required. 7

2. Employees who are required to use their own automobiles in the performance of their 8 duties and employees who are assigned to more than one (1) school per day will be 9 reimbursed for such travel at the current state guideline rate for all driving done 10 between arrival at the first location at the beginning of their workday and departure 11 from the last location at the end of their workday, when the two work locations are at 12 least 10 miles apart. 13

E. Educational Support Personnel will be assigned in their classification except in 14 emergencies. 15

F. Head Custodians are working Lead employees who will carry a full custodial workload 16 plus the lead responsibilities. 17

G. PROMOTIONS 18

All bargaining unit vacancies in preexisting and newly-created promotional positions that the 19 District decides to fill will be publicized by the Superintendent in accordance with the 20 following procedure: 21

1. When a vacancy occurs and the District decides to fill the vacancy, the District shall 22 post a notice in each school. 23

2. Qualified bargaining unit employees who desire to apply for a promotional position 24 will submit their names to the Human Resources Department, together with the 25 position or positions they desire to apply for. 26

3. Application must be received by Human Resources prior to the deadline for 27 application as identified on the posting. 28

4. The qualifications for a particular promotional position will not be established or 29 changed without advance notice to the Española-NEA. 30

5. All qualified applicants will be considered. The District administration may fill a 31 vacancy in a promotional position on a temporary basis (i.e., for up to sixty (60) days) 32 when it is necessary to do so in the best interest of the educational process. 33 Temporary filling of positions shall not use for the purpose of pre-selection. Qualified 34 applicants for Head Custodian or Head Cook will be considered for posted vacancies 35 based on qualification, performance and attendance. All things being equal seniority 36 will become the determining factor. 37

6. Except as otherwise provided in Article 15 (Reduction in Force) and Article 9 38 (Affirmative Action) of this Agreement, no vacancy in a promotional position will be 39 filled except after compliance with the above procedure. 40

7. If there is any conflict between this Article and the District administration’s 41 Affirmative Action Plan (which is attached hereto as Appendix D of this Agreement) 42 the latter will prevail. 43

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ARTICLE 12. Vacancies, Transfers and Reassignments 2

A. VACANCY NOTICES: All bargaining unit vacancies in preexisting and newly-created 3 positions will be publicized by the Superintendent in accordance with the following 4 procedure: 5

1. When a vacancy occurs, the district shall post the notice at all worksites. Posting will 6 be in a prominent place frequented by employees. A copy of said notice will be 7 published on the district administration’s web site. 8

2. Vacancy postings will contain specific identification of the vacant position, the 9 worksite where the vacancy exists, the position's major duties, qualifications/license 10 needed for the position, the name of the person to whom the application should be 11 sent, and the deadline for applications, which will not be less than seven (7) working 12 days and will be emailed to all employees as well as posted. 13

3. A “vacancy" will be deemed to exist when 14 (i) An employee leaves a position and the District administration indicates its 15

intention to refill said position, or 16 (ii) When a new bargaining unit position is created. 17 18

B. FILLING VACANCIES: 19 1. Prior to any involuntary transfer, the appropriate administrator will meet with 20

employee(s) to thoroughly explain why the transfer is necessary to meet the needs of 21 the students. The meeting shall be conducted as soon as practical. The employee 22 being involuntarily transferred or reassigned will be placed only in an equivalent 23 position — i.e., one which, among other things, involves no reduction in regular 24 compensation, during the current or future years. 25

2. No vacancy will be filled until all properly submitted applications have been 26 considered. 27

3. Employees who wish to be considered for vacancies and/or openings may submit a 28 letter of interest to Human Resources Department within the time limit identified in 29 the posting. This letter of interest shall serve as an application. 30


4. When filling a vacancy and all things are equal between an in-district and out-of-1 district applicant the in-district employee will be given preference. 2

Article 13. Voluntary Transfers 3

A. Employee transfers are allowed at the end of each semester for posted positions. Exceptions 4 to the semester requirement may be granted upon approval by the supervisors involved. 5

B. An employee desiring a transfer shall complete all information required on the “Request for 6 Transfer” form, sign the request, obtain the signature of his/her supervisor if possible, or 7 provide a copy to the supervisor, and submit the form to the Human Resources Department. 8

C. The Human Resources Department will forward all transfer requests to supervisors for posted 9 positions at their work sites. A qualified employee requesting a transfer shall be granted an 10 interview for the posted position. District employees will be considered before outside 11 applicants are considered. 12

D. District “Request for Transfer” forms will be available at all work site locations, on the 13 District web-site, and from the Human Resources Department. Employees must complete a 14 separate “Request for Transfer” form for each posted position in which they are interested. 15

E. The employee may submit written withdrawal of the “Request for Transfer” by submitting a 16 written request to the Human Resources Department. 17

F. Employees interviewed will be notified in writing by Human Resources indicating the 18 position has been filled. 19

ARTICLE 14. Summer School, Evening School, Federal and 20

Other Special Programs 21

A. All openings for summer school and evening school positions under Federal and other 22 special programs will be filled pursuant to the procedure prescribed in Article 12 23 (Vacancies, Transfers, & Reassignments) of this Agreement. Under normal circumstances, 24 summer school openings will be publicized not later than one month before commencement 25 each year, and employees will be notified of the action taken not later than two weeks prior 26 to commencement. Said notice will include work schedules, class and/or subject 27 assignments and building assignments for their assignment. Summer school schedules may 28 be modified or cancelled due to student enrollment. 29

B. Highly qualified permanent employees will be given first preference in hiring for 30 instructional positions. Qualified permanent employees will be given first preference in 31 hiring for non-instructional positions. 32

C. All current practices affecting working conditions which may be required or requested by 33 Federal or other special programs, including evaluation and reporting procedures may not be 34 altered except by agreement of the parties. 35

ARTICLE 15. Reduction in Force 36

A. The District is vested with the responsibility to determine the educational program of the 37 District in compliance with state and federal educational standards and statutory 38 requirements. The District in its discretion may increase or decrease the number of 39 employees as provided below. 40

B. When the District determines that a reduction in the workforce is needed, the District shall 41 develop a Reduction in Force plan and present it to the Board of Education for approval. 42


C. The plan shall: 1

1. Identify reason(s) for Reduction in Force. The following conditions may justify a 2 Reduction in Force: 3

a. Decline in Student enrollment; 4

b. Revenue decrease caused by student enrollment, loss or reduction of tax revenue, 5 loss of state, local or federal funds or inflation that reduces the value of revenue; 6

c. The revision of educational programs; 7

d. District involvement in consolidating or re-districting; 8

e. Court orders; 9

f. Legislative mandates. 10

2. Identify all options that have been considered for resolving the District’s revenue 11 short-fall prior to initiating a Reduction in Force; 12

3. Demonstrate all options that have been considered to preserve academic programs; 13

4. Include the expected date of Reduction in Force; 14

5. Incorporate attrition and transfers; 15

6. Provide for only hiring essential personnel during the term of the Reduction in Force; 16

7. Request volunteers for separation of employment 17

8. Identify the positions or areas to be affected by the Reduction in Force. 18

D. Once the plan is approved by the Board of Education the plan shall be posted on the 19 District’s website. Reasonable efforts shall be made to distribute and discuss the plan with 20 staff. 21

E. The steps below will be applied in the implementation of a Reduction in Force: 22

PROCEDURE: 23 Step 1: Seniority: 24 Seniority is defined for the purpose of this Article as continuous service in the bargaining 25 unit with the District. Employees will be considered for lay off with the junior employee 26 within the identified area being laid off first: 27

a. Partial-year employment shall be pro-rated. 28 b. Part-time employment shall be pro-rated. 29

Step 2: License: I, II, III: 30 CERTIFIED: Highest level of Licensure in subject area is senior; 31 E.S.P.: Highest level of Licensure within the classification area is senior (if 32 applicable). 33

Step 3: Number of Endorsements, (Greatest number of endorsements is senior); and 34 Step 4: Degree, 35

CERTIFIED: Highest Degree in the endorsement area is senior: 36 E.S.P.: Highest Degree is senior. 37

F. PROCESS: 38 1. If two or more employees are equally ranked in step one then step two will be applied 39

to those employees. 40 2. If two or more employees are still equally ranked in step two, step three will be 41

applied to those employees. 42 3. If two or more employees are still equally ranked in step three, step four will be 43

applied to those employees. 44 4. An individual identified for lay off will be offered a position for which he is qualified 45

that is currently occupied by an employee without due process rights, including long-46


term substitutes. If the position is accepted, the employee without due process rights 1 is terminated. If the employee refuses the position offered, she/he will be laid off. 2

5. A Reduction in Force shall never be used to retaliate against an employee. 3 6. Employees laid off under a Reduction in Force Plan shall have a written notice placed 4

in the personnel file and a notice shall clearly state the layoff resulted from a 5 Reduction in Force. 6

G. NOTIFICATION: 7 Notification will be provided to employee, as soon as possible, in written form either through 8

return receipt request US Mail or hand delivery with return signature requested. The notice 9 shall include the effective date of the layoff action. 10

11 RECALL: 12 For a period of twelve (12) months after the effective date of the layoff of any employee 13 under this REDUCTION IN FORCE policy, the District will offer any position(s) which 14 become available and for which a laid off employee is licensed and/or qualified provided that 15 the laid off employee has complied with the rules below: 16

a. Laid off personnel will automatically be placed on the recall list unless the person 17 notifies the District in writing that s/he does not wish to be recalled; 18

b. It is the responsibility of the laid off person to notify the District of any change of 19 status or address; 20

c. Selection of persons to be recalled will be by seniority (the most senior laid off 21 employees will be recalled first). 22

d. If none of the persons laid off under this Article within the classifications accepts the 23 district’s offer of recall, then the district will extend the offer to other laid off persons 24 who are qualified for the position(s). 25

26 I. NOTIFICATION OF RECALL: 27 Any person selected for recall will receive written notification by certified mail, return 28

receipt requested, or by personal delivery at the address s/he provided to the Superintendent’s 29 office. Written acceptance of the position must be received in the Superintendent’s office 30 within ten (10) calendar days after receipt of recall notification. If a recalled person does not 31 accept the offer within the specified time: 32

1. S/he forfeits all recall rights under this policy. 33 2. The next qualified person will be notified. 34

35 Seniority Accrual: A laid off employee who is recalled within the twelve (12) month period 36 will retain seniority and sick leave benefits accrued at the time of the layoff. 37 Loss of Rights: After twelve (12) months, the recall period has expired and any person laid 38 off under this Reduction in Force Article no longer has the right to recall. Such persons who 39 wish to be re-employed thereafter must reapply as a new applicant for employment. 40

ARTICLE 16. Separation of Employment 41

Upon separation of employment the Certified employee will be compensated for any contract 42 days actually worked through the effective day of termination or dismissal; and the E.S.P. 43 employee will be compensated for any time actually worked through the effective date of 44 termination or dismissal. 45


1

ARTICLE 17. Site-Based Decisions 2

A. The parties recognize and encourage the continuation of arrangements pursuant to which 3 bargaining unit employees at individual schools are given increased responsibilities for 4 making professional decisions with regard to their day to day duties and responsibilities at 5 the school site. This can foster the collegial exchange of ideas and information which can 6 contribute to the efficiency and effectiveness necessary in a professional practice. Current 7 practices shall continue except for any changes identified in this Article or as required by law 8 or the PED. 9

B. Site Administrators and the Española-NEA shall provide an open process for Bargaining Unit 10 employees to apply for committees. Half the membership of all District committees (except 11 Board-appointed Committees) will be appointed by the President of the Española-NEA. 12

C. It is also recognized that such arrangements cannot be contrary or in violation of PEBA, the 13 District LMR Resolution or the terms and conditions of this Collective Bargaining 14 Agreement between the parties. 15

ARTICLE 18. Substitute Employees 16

No employees shall be required to find, arrange for, or pay for his or her own substitute. 17

ARTICLE 19. Class Size 18

A. The individual class load for elementary school teachers shall not exceed twenty (20) 19 students for kindergarten. 20

B. The individual class load for pre-school teachers shall not exceed twenty (20) students for 21 pre-school. 22

C. The individual class load for special education pre-school teacher shall not exceed the ration 23 of 4:1 24

D. The average class load for elementary school teachers shall not exceed twenty-two (22) 25 students when averaged among grades one, two, and three. 26

E. The average class load for elementary school teachers shall not exceed twenty-four (24) 27 students when averaged among grades four, five, and six. 28


F. The daily teaching load for grades seven through twelve shall not exceed one hundred sixty 1 (160) students, except in schools utilizing block schedules and the daily teaching load for 2 teachers of required English courses in grades seven and eight shall not exceed one hundred 3 thirty-five (135) with a maximum of twenty-seven (27) students per class. The daily teaching 4 load for teachers of required English courses in grades nine through twelve shall not exceed 5 one hundred fifty (150) students with a maximum of thirty (30) students per class. 6

E. The District shall consult with affected employees prior to requesting any waiver from the 7 State Department of Education. 8

F. If a teacher has concerns that pupils are placed in any classroom with the following areas of 9 concern: 10

• the capacity of the room; 11

• appropriateness of the setting; 12

• adequate equipment; 13 They shall discuss this concern with the immediate supervisor. If mutual agreement is not 14

reached; this matter will be forwarded to the Agreement Oversight Committee. 15

G. The District administration and the Española-NEA agree that further reductions in the class 16 size limitations set forth above are desirable and will work towards that end. 17

ARTICLE 20. Non-Instructional Duties for Teacher 18

A. The parties acknowledge that the primary responsibility of bargaining unit employees is to 19 provide instruction and instructional support services. 20

B. It is also recognized that bargaining unit employees must also perform job related non-21 instructional duties. Bargaining unit employees will not be required to perform routine 22 clerical and custodial duties. However, this does not relieve bargaining unit employees from 23 performing clerical duties associated with their professional duties or general clean-up after 24 class projects or student accidents. 25

C. Employees other than bus drivers, qualified coaches, and qualified sponsors shall not 26 transport students to activities which take place away from school. All students being 27 transported by district approved employees shall do so in school owned vehicles only. 28

29

ARTICLE 21. Grade Changes 30

A. A grade change request can be initiated by one or more of the interested parties, the student, 31 a parent or guardian of the student, the teacher of record or principal. Any of the parties must 32 fill out a change of grade form stating why the change is requested and attaching copies of all 33 documentation supporting the reason for the request. 34

B. The student, parent or guardian, or the principal must first speak with the teacher. Evidence 35 of good faith effort must be provided in notifying a teacher if they are no longer employed in 36 the District. If the teacher of record decides they believe a change of grade is appropriate, 37 they must go to the principal with the completed form and attached data. If the teacher 38 believes the original grade is justified, and the party still feels a grade change is appropriate, 39 they shall submit completed form and any attached data form to the principal. 40

C. If the principal believes there may be appropriate justification for a grade change he will 41 discuss it with the teacher. 42

D. If the teacher believes the original grade is justified, but the principal is not convinced by the 43 teacher’s argument the Principal may appoint a grade change appeals committee to consider 44


the matter. The grade change appeals committee shall be identified by the building principal 1 and will consist of the following: department chair, head teacher, or senior school site 2 teacher, two neutral teachers, and the student’s counselor. They will meet with the teacher, 3 examine the evidence presented by both sides and make a recommendation to the principal. 4

E. The principal shall consider the recommendation, and make a decision. The principal’s 5 decision will be final. The written decision of the principal will include articulated reasons 6 that are stated such as extenuating circumstances, additional graded work submitted by the 7 student, additional or make up testing, or any other meaningful criteria that can be verified. 8

F. No student’s grade shall be changed without a record of the change, an initial of the person 9 making the change, and the date thereof, on the grade document itself. 10

ARTICLE 22. Employee Facilities, Instructional Materials and 11

Supplies 12

Prior to the March budget committee meetings, the Agreement Oversight Committee will study 13 and prioritize the needs identified below. The committee shall submit them to the budget 14 committee for consideration. 15 A. STAFF LOUNGE/WORK AREA: 16

1. An employee work area containing adequate equipment and supplies to aid in the 17 preparation of instructional materials for each school building. 18

2. An appropriately furnished room, including a telephone to be reserved for the exclusive 19 use of the employees, as a faculty lounge. 20

B. EACH CLASSROOM: 21

1. Adequate space in each classroom in which employees can safely store instructional 22 materials and supplies. 23

2. A serviceable book case, desk, chair, computer, and a filing cabinet of adequate size for 24 employee use in each classroom. 25

3. A communication system so that employees can communicate with the main building 26 office from their classrooms, including during emergencies. 27

4. The purchase and/or replacement of textbooks, library books, instructional materials, 28 supplies and equipment. 29

5. A supply fund to be used to purchase materials and supplies which are not immediately 30 available through general supply. 31

C. EMPLOYEE REST ROOMS: A well-lighted and clean employee rest room separate for each 32 gender and separate from student rest rooms. 33

D. ACCESS: Subject to reasonable regulation certified employees will be provided, upon 34 request, a key or other means of access through an outside door to their area of the school 35 building and faculty room during non-school hours. In all alarmed buildings the supervisor 36 shall provide the assigned employees notification detailing coverage of the alarms and times 37 that alarms will be active. Employees will sign and return a copy of the notification. If the 38 employee triggers an alarm in one of the designated areas, within the designated times, the 39 employee is responsible for reimbursing the District through payroll deduction $50.00 for the 40 first incident and $100.00 for each subsequent occurrence in a work year. An employee, who 41 triggers an alarm in an area or time not designated in the notification, shall not be required to 42 reimburse the District any cost. 43

E. It is understood that all of these issues are subject to the availability of funds. 44


F. Other Provisions 1 1. At current time when all email or any correspondence is sent out, Office Managers 2 and/or Principals will print and post by timeclock or bulletin board. 3

ARTICLE 23. Student Discipline 4

A. Student deportment and respect for others are essential for a successful and productive 5 educational program, the academic success of students, and the safety of employees and 6 students. Student discipline shall be applied in accordance with this Article, school policy, 7 District policy, Public Education Department regulations, state law, and federal law. 8

B. The principal shall have the primary responsibility for administering the school's student 9 discipline policy. 10

C. In accordance with the school's discipline policy, the employee shall be responsible for 11 maintaining a social environment which is conducive to teaching and learning among those 12 students under the employee’s supervision. An employee shall be the initial source of 13 discipline of all students under the supervision of the employee. An employee shall take 14 whatever action is appropriate, necessary, required, and permitted under policy and law to 15 properly discipline a disruptive student prior to referring the student and the problem to the 16 administration. Employees shall use appropriate techniques which may include, as a last 17 resort reasonable restraint as permitted by law in order to maintain a safe environment for 18 students and staff. An employee may refer to the administrator a student whose behavior 19 continues to prevent the employee from performing instruction and/or threatens the safety of 20 employee(s) or student(s). Once the administrator accepts the referral for discipline from the 21 bargaining unit employee the administrator will determine and implement the appropriate 22 student discipline. Student disciplinary referrals will be maintained, logged, and tracked at 23 each worksite. 24

D. If an incident involves a safety or health emergency, or in cases of assault, battery, or 25 physical confrontation, the employee will intervene and may seek an administrator or school 26 authority for additional assistance. If no administrator or school authority is available, the 27 employee may summon 911. 28

E. An employee may refer to the administrator a student whose behavior continues to prevent 29 the employee from performing instruction of students(s) and or threatens the safety of 30 employees or safety of instruction of students, volunteers, or employees. The employee will 31 report particulars of the incident to the administrator/designee at the time of the student’s 32 referral. If requested by the administrator/designee the employee will report full particulars 33 of the incident, including: 34

(1) The initial and any related or subsequent disruptive or offending student behaviors; 35

(2) Corrective actions taken by employees to end the incident prevent further incidents, 36 and all prior efforts, if any, to communicate concern about issues which may have given 37 rise to the incident. 38

The Employee shall not be charged with leave time or with the cost of substitutes, if 39 necessary, while preparing any required reports, or participating in the investigation of the 40 incident. 41

F. The administrator will determine and implement the appropriate student discipline. Student 42 disciplinary referrals and corrective actions taken will be maintained, logged, and tracked at 43 teach worksite. The administrator/designee shall inform the employee of the corrective 44 measures taken. 45


G. An employee receiving a student in his or her classroom that is being reinstated following an 1 expulsion shall be advised of the expulsion or suspension of any conditions governing 2 reinstatement and/or continued attendance. An employee may request to be relieved of 3 responsibility for instructional supervision of a student who has been disciplined by the 4 District for assault, battery, physical confrontations, or false accusations against the 5 employee. 6

H. The Administrator will confidentially inform an employee of any complaint made by a parent 7 or guardian concerning disciplinary action taken by the employee with a student if the 8 administrator determines the complaint is serious. 9

STUDENTS ASSIGNED TO EDUCATIONAL SUPPORT PERSONNEL 10

I. Any students assigned to an Educational Support Personnel bargaining unit member shall be 11 on the appropriate roster of certified licensed employees. 12

J The number of students so assigned shall not interfere with the performance of the employee’s 13 core job responsibilities. This shall not normally exceed two students per class period per 14 employee. 15

K. Should an employee believe a student or students are inappropriately assigned; the employee 16 will attempt to resolve the issue with the assigning counselor. If the issue is not resolved at 17 this level the employee may request a meeting with a union representative and a supervisor to 18 discuss the matter. 19

ARTICLE 24. Protection of Employees, Students, Property, 20

Health and Safety 21

A. The District will provide healthful and safe working condition for all employees. 22

B. The District will comply with applicable state and federal health and safety laws. 23

C. All hazardous or potentially hazardous conditions at the work site shall be reported in writing 24 immediately by the employee to the employee's supervisor. 25

D. The Union may make written recommendations to the District on healthful and safe working 26 condition for all employees. 27

ARTICLE 25. Alcohol and Drug Abuse 28

A. The district will only drug and alcohol test for pre-employment and upon reasonable 29 suspicion. However, the district may randomly test only safety sensitive positions as 30 identified by law. 31

B. The parties’ primary concern is the education, safety, health and wellbeing of students and 32 employees. 33

C. The employee may only seek a referral for diagnosis or treatment prior to reasonable 34 suspicion, or prior to identification to random drug testing. Such request shall not jeopardize 35 his/her job rights or job security and all requests will be handled in a confidential manner. 36 However, failure to follow or satisfactorily complete recommended treatment [according to 37 conclusions submitted by the provider to the District], shall be considered just cause for 38 discharge, dismissal, or termination of employment. 39

D. If the district takes any action regarding drug and alcohol abuse, the employee will be 40 afforded the right to have appropriate Española-NEA representative(s) present throughout the 41 process. 42


1

ARTICLE 26. Hours of Work and Overtime 2

A. Certified Employees will be assigned appropriate starting and dismissal times provided that 3 their normal work day will be seven hours excluding the duty-free lunch period. 4

B. If employees are required to use technology which uses an internet connection, and/ or 5 computer equipment, time must be provided during the normal duty day. Employees must be 6 provided proper equipment, clear guidelines, and training in the program. If employees must 7 stay past the normal duty day to complete the work, that time will be logged and considered 8 part of the 22 hours of professional duty. 9

C. The nine (9) month work year will consist of 184 days. 10

1. New employees will be required to attend one additional new employee orientation day. 11

2. The work year will include days when pupils are in attendance, orientation days at the 12 beginning of the school year, conference days, and other days on which employee’s 13 attendance is required. 14

3. The ten (10) month work year will consist of 202 days. 15

4. Employees who are assigned work beyond the number of days in their personal contract 16 will be compensated at their daily rate of pay. 17

5. Winter Break will consist of two full continuous weeks and Spring Break will consist of 18 one full continuous week. 19

D. Certified Professional employees are salaried employees as defined by FLSA, and may 20 be required to work beyond the normal work day without additional compensation. Employees 21 may be required to attend faculty meetings of not more than one (1) hour, not to exceed three 22 hours in every twenty days. Except in cases of emergency there should be a minimum of 48-hour 23 advance notice on required faculty meetings. 24

E. Certified Employees may be required to attend other professional activities after the normal 25 duty day not to exceed twenty-two (22) additional hours per year. Certified salaried 26 employees may volunteer to attend an unlimited amount of professional activities. No 27 additional (compensated) work shall be performed before the required documentation has 28 been submitted and approved by the supervisor; this includes but is not limited to a Leave 29


Request, a Personnel Action Form, and a time sheet. It is further recognized that Level III 1 teachers are required to perform two to three assigned leadership professional activities per 2 school year, as per their competency level. 3

Additionally, Level 1 Certified Employees in need of mentorship may be required to attend 4 additional professional activities after the normal duty day not to exceed an additional ten 5 (10) hours per year. Level II and III Certified Employees in need of mentorship as 6 documented through a Professional Growth Plan (based on observed/ documented need) 7 may be required to attend additional professional activities after the normal duty day to 8 exceed and additional five (5) hours per year for the current school year. 9

F. Employees will not be required to supervise students or conduct any other duty during the 10 duty-free lunch period. 11

G. PREP TIME: 12

1. The Elementary school teachers will be granted prep time before and/or after the 13 instructional school day for a minimum total of 60 minutes or a weekly total of 300 14 minutes. 15

2. Secondary school teachers will be granted a prep time of one (1) class period. 16

3. It is recognized that prep time is work time and paid time. Other duties may be 17 assigned during prep time without additional compensation not to exceed more than 18 three (3) times in any twenty (20) day period. 19

4. Assignment of other duties during prep time may be necessary due to absenteeism, 20 lack of substitutes, and other instructional needs. 21

H. At the elementary schools there will be one fifteen (15) minute recess period, unless, PE 22 is provided. 23

I. CLASSROOM TEACHING PERIODS: 24

1. At the High School the site-based management leadership team will be requested to 25 make a recommendation on the number of instructional periods. 26

2. The mid-school normal work day for teachers will consist of not more than nine (9) 27 classroom periods. 28

3. Secondary teachers may be required to teach three (3) courses within their area(s) of 29 endorsement. Teachers may volunteer to teach additional courses within their 30 endorsement area(s). A teacher may be assigned to teach more than one level of the 31 same subject during a course, and it shall be counted as one course (example: 32 Ceramic I, II, & III will constitute one course). 33

J. Exceptions to the provisions of this Article may be made in cases of emergencies as 34 declared by the Superintendent. The Superintendent will notify Española NEA and the 35 affected employees as soon as practical. 36

K. Employees may be asked to volunteer for extracurricular activities (excluding athletic 37 coaching assignments). If sufficient employees do not volunteer, extracurricular activities 38 will be assigned. The stipends paid for extracurricular activities are identified in Article 36 39 Compensation of this agreement. 40

L. Any compensation issues that may arise as a result of school closures due to medical 41 emergencies, natural disasters, or other similar events beyond the control of the school 42 district administration will be handled by the district in accordance with applicable laws. 43

M. Holidays will be handled in accordance with the school calendar included as Appendix A. 44

N. Administrative assignments during Prep-time. 45


1. EA’s who are assigned to cover classes without a teacher present shall be 1 compensated at their regular rate of pay plus $5.00 per hour at thirty-minute 2 increments. 3

2. In order to reduce covering of classes, the District administration will make efforts to 4 schedule events and other activities outside of the instructional day to reduce the need 5 for released class time. 6

3. The principal/designee shall have the responsibility of making arrangements for the 7 covering of classes. 8

4. The parties acknowledge that as a result of absences and the lack of qualified 9 substitutes, emergencies are created that will require classes to be covered by on duty 10 licensed staff. 11

5. The parties acknowledge that the District cannot pay for the same time more than 12 once. 13

O. E.S.P. WORK WEEK 14

The normal work week for E.S.P. employees shall consist of four or five work days. 15 Employees required to work through their scheduled lunch will be compensated for such 16 time at their regular hourly rate of pay and will eat their lunch and/or dinner during this time. 17

1. Employee participation in extra duty activities (duties outside their job classification) will 18 be strictly voluntary. Employees will be compensated for all such participation in 19 accordance with this Agreement. 20

2. E.S.P. Employees will be paid for any time worked on a holiday at their regular rate of 21 pay and such time is considered time worked for the purposes of computing overtime. 22

3. The specific work schedules of E.S.P. employees will be set by management to meet the 23 needs of the District in the delivery of services to the students. 24

4. Overtime must be assigned and pre-approved by the immediate supervisor. Overtime 25 assignments within the E.S.P. employees job classification is a condition of employment 26 and will be worked as assigned and compensated in accordance with the Fair Labor 27 Standards Act. 28

5. E.S.P. Employees who are interested in working overtime assignments that will be 29 compensated according to the Fair Labor Standards Act will sign up for such assignment 30 when posted. The assignment will be given to the senior employee who signed up for the 31 assignment within the classification posted. The assignment will be rotated. If no one 32 signs up for the assignment the least senior employee will be assigned to the overtime 33 assignment. If a work schedule will be changed in order to accommodate extra-curricular 34 activities or other events held at the work site, the employee will be provided one-week 35 advance notice. 36

6. High School Secretaries whose work year is designed to complement the work year of 37 their immediate supervisors may develop a work schedule of non-work days off for times 38 that students are not present at the work site provided that there be no increase or 39 decrease in the total number of days worked by the employee. This may only be done by 40 written mutual consent of the supervisor and the employee and the approval of the 41 Superintendent. 42

7. In the event a Custodian is absent, and a substitute is not available, not more than two 43 Custodians who work the absent Custodians’ day will receive an additional $30 for that 44 day. The additional work is to be performed during regular working hours. Custodians 45 shall be told priority areas to clean which will include part of their area and part of the 46 area of the absent employee. A separate time sheet will include the name of the absent 47


custodian and the names of the custodians who performed the additional work. This will 1 be submitted and processed monthly. All over time worked will be approved by the site 2 supervisor prior to working overtime and will be paid according to the FLSA and District 3 Policy. Employees shall not be required to work off the clock. The Principal or Designee 4 is Responsible for calling substitutes. 5

ARTICLE 27. Time Clock 6

FOR CERTIFIED EMPLOYEES 7

A. As a fundamental recognition of the professionalism and expertise of certified (salaried) 8 employees who normally work at one site, those certified employees shall perform their 9 duties without electronic monitoring of arriving and/or departing. Certified staff will swipe 10 their identification card on the time clock to document attendance when they first arrive: this 11 is not to document arrival or departure times. Employees will receive two warnings prior to 12 any disciplinary measures being imposed. The first disciplinary action shall not be more 13 severe than a letter of concern. The District may require employees who leave their worksite 14 during the normal workday to check in and out (not including lunch). 15

B. Certified salaried, employees who normally work at more than one site may be required to 16 use electronic monitoring of arriving and/or departing. 17

18 FOR E.S.P. EMPLOYEES 19 C. Educational Support Personnel shall utilize the time clock for recording time worked. 20 21 FOR ALL EMPLOYEES: Card Replacement 22 D. Employees will pay $25.00 for the first replacement of a lost identification card. Employees 23

will pay $50.00 for the subsequent replacement of lost identification cards. 24

ARTICLE 28. Leave Provisions 25

A. PROFESSIONAL LEAVE: 26 Professional leave is defined as leave that the District decides will benefit the School District 27

and the employee. Such leave is for the purpose of attendance at a conference, workshop, 28 professional meeting, in-service training, or school event. Professional leave is with pay and 29 is subject to the recommendation of the supervisor and approval of the assistant 30 superintendent for instruction. Any denial of the professional leave request should be 31 communicated to the employee at least 48 hours prior to the event, by email except in 32 extenuating circumstances. The employee may be required to share the information obtained 33 at conference or workshops with District employees who did not attend. This information 34 would be provided in the form of a workshop at the District. 35

B. RELIGIOUS LEAVE: 36

Employees may be granted accrued personal leave or leave without-pay for the observance of 37 religious holidays. 38

C. ASSAULT AND/OR BATTERY LEAVE: 39

1. An employee injured by an assault and/or battery while acting in the scope of the 40 employee's duties will be placed on administrative leave with pay while an 41 investigation is conducted. If the investigation concludes prior to the employee being 42 able to return to work and the employee chooses to use his/her accrued paid leave, 43 such leave may be reimbursed if the employee qualifies for the reimbursement under 44


the Worker Compensation Act of New Mexico. An employee is not eligible for paid 1 leave while receiving workers compensation benefits. 2

2. An employee battered shall report the incident to his/her supervisor immediately. The 3 employee shall complete all necessary reports and/or forms. 4

3. Employees injured by a physical assault and/or battery while acting in the scope of 5 the employee's duties shall apply for Workers' Compensation. 6

D. COURT LEAVE: 7

1. Leave with pay may be granted to an employee for jury duty or subpoena regarding a 8 job-related issue to testify on behalf of the District. 9

2. The employee will cooperate in ensuring the Court turns over the jury duty fees to the 10 District. 11

3. Leave may be requested by an employee to appear in court or an administrative 12 procedure to assert or protect his or her own interests. If granted, the employee shall 13 use personal leave or leave without-pay for such purposes. 14

E. MILITARY LEAVE: 15

Military leave shall be administered in accordance with Federal and State Law. 16

F. LEAVE TO VOTE: 17 Leave to vote will be handled in accordance with State Law. 18

G. INCIDENTAL LEAVE: 19 Employees may request incidental leave for one (1) hour or less when such request would not 20 necessitate the hiring of a substitute to include but not limited to: picking up sick children, 21 brief doctor visits, vehicle or family emergencies, etc. Such requests should be reasonable 22 and necessary and should be for unique situations and rare occurrences. This leave is subject 23 to the approval of the supervisor. 24

H. OTHER EXTENDED LEAVE WITHOUT PAY 25 Employees must be employed a minimum of 3 years to be eligible for this option. Extended 26 leave is defined as leave of 1 month or more, not already covered by this agreement. Approval is 27 subject to the superintendent. 28

ARTICLE 29. Leave with Pay 29

A. SICK LEAVE/PERSONAL LEAVE-ACCRUAL 30

1. Sick Leave will be accrued at the rate of one (1.25) day for every twenty (20) days 31 worked. In addition, bargaining unit employees shall accrue two days of personal 32 leave at the beginning of the school year. No explanation shall be required for 33 personal leave requests. 34

2. Sick leave can only be taken as accrued. 35

3. Accrued sick leave shall be forfeited at time of separation of employment with the 36 district, except in case of retirement where District Policy G-2550 will apply, 37 (Included as Appendix C). 38

B. SUSPECTED LEAVE ABUSE AND MEDICAL VERIFICATION 39

1. Employees may be required to provide the immediate supervisor or the Office of Human 40 Resources, through the supervisor, with written notification of the employee’s illness (or 41 that of the immediate family member) from a physician in the following instances: 42

a. Absences in sick leave for more than three (3) consecutive days; and 43


b. A pattern of sick leave usage which demonstrates to the immediate supervisor that 1 there is a possible abuse of sick leave including but not limited to absences Mondays or 2 Fridays; or excessive number of absences in one month or absences before or after 3 holidays. 4

2. Prior to requesting an employee provide verification from a health provider in suspected 5 cases if abuse of sick leave the supervisor shall meet with the employee and an association 6 representative of the employee’s option. At this meeting the employer shall notify the 7 employee that their usage of sick leave indicates possible abuse and that written verification 8 of illness from a healthcare provider will be required. Verification requirements shall 9 stipulate that the employee was not able to work on the day(s) in question due to a medical 10 reason. Such verification requirement shall not interfere with employees’ rights under the 11 Health Insurance Portability and Accountability Act of 1996 (HIPAA) Privacy and Security 12 Rules. 13

3. Failure by the employee to produce upon return, the required verification after the 14 meeting denoted in paragraph 2 above, will lead to loss of compensation for the unverified 15 day(s) and may lead to other discipline up to and possibly including termination or discharge. 16 This verification requirement shall be in place for the next ninety (90) work days of the 17 employee following the meeting denoted in paragraph 2 above. 18

C. SICK LEAVE INCENTIVE: At the close of each fiscal year each employee’s accumulation 19 of unused sick leave shall be calculated. An employee who has used three (3) days or less of 20 sick leave during the fiscal year and who accumulated sick leave days equal to at least forty 21 (40) days but less than eighty (80)days shall be paid two hundred fifty dollars ($250.00) and 22 an employee whose accumulated days equal at least eighty (80) days shall be paid five 23 hundred dollars ($500.00) This payment is subject to the availability of funds as budgeted by 24 the School Board provided no additional budget cuts are required by the State during the 25 fiscal year. 26

E. PERSONAL LEAVE: Personal leave will not be approved during the first two weeks or the 27 last two weeks of school and the day before and the day after a holiday or scheduled school 28 break except in extenuating circumstances as determined and approved by the 29 Superintendent. Staffing needs and what is in the best interest of students will be evaluated in 30 considering approval of personal leave. Each staff member will be granted personal leave not 31 to exceed two (2) days per year. No more than ten percent (10%) of the staff per school site 32 may be granted personal leave at any one (1) time. Requests for personal leave must be 33 received at least four (4) working days prior to the first day of leave, and are subject to the 34 approval of the principal. In the case of a documented emergency, principals are authorized 35 to grant personal leave to employees subject to provisions above. Where the employee has 36 exhausted other leave the principal has discretion to approve such emergency leave which 37 shall be deducted from the accrued sick leave. 38

F. Substitutes required for the purpose of paid leave shall be arranged for by the District. 39 40

G. PROFESSIONAL / SUPPORT STAFF VOLUNTARY TRANSFER OF ACCRUED SICK 41 LEAVE: SICK LEAVE BANK 42

PURPOSE: 43 The purpose of the Sick Leave Bank (SLB) is to provide participating employees paid leave in 44 the event of a catastrophic illness or accident that requires hospitalization and/or home 45 confinement beyond accumulated sick, personal and/or vacation leave. DEFINITIONS: 46


1. Sick Leave Bank—a pool of sick leave days contributed voluntarily by employees who 1 wish to participate in the SLB. Participating employees may apply to the SLB for paid 2 leave days in accordance with the policy guidelines. 3

2. Catastrophic Illness—major surgeries, life-threatening illness/disease (i.e., cancer, heart 4 attack, stroke) 5

3. Serious Accident—an accident requiring extensive hospitalization and/or home 6 confinement. 7

ELIGIBILITY: 8 1. All employees of the Española Public Schools are eligible. 9

2. A participating employee who has applied for SLB days must have experienced a 10 catastrophic illness or accident and be hospitalized and/or confined at home. 11

3. All accrued sick, personal, and vacation leave must be used before a participating 12 employee is eligible to receive days from the SLB. 13

4. The participating employee cannot receive SLB days while receiving Workmen's 14 Compensation and/or employer-matched disability. 15

5. Participating employees will donate one (1) day of accrued sick leave upon enrollment 16 into the SLB. The first thirty (30) days of a new school year is designated as an open 17 enrollment period. If an employee is hired after the first thirty (30) days of the school 18 year, and wishes to join the SLB they must enroll within the first thirty (30) days of 19 employment and the first day of accumulated sick leave must be donated. 20

6. In the event that the SLB falls below fifty (50) days, all participating employees of the 21 SLB will donate one (1) day to the SLB to maintain eligibility. 22

7. If, when the SLB committee calls for another donation due to bank days less than fifty 23 (50), and a participating employee has no sick day to contribute, then, the next accrued 24 sick day will be donated. 25

8. Part time employees are eligible for SLB compensation on a pro-rated status based on 26 their FTE's. 27

9. Any employee hired as a substitute employee is not eligible for participation in the SLB. 28

10. Participation in the SLB will be ongoing unless participating employee states, in writing, 29 that they wish to withdraw from the SLB. 30

11. Should a participating employee elect to withdraw from the SLB, all donated days will 31 remain in the SLB. 32

12. Upon separation of service from the Española Public Schools, all donated days will 33 remain as part of the SLB. 34

EXCLUSIONS: 35

1. Routine pregnancy with no prenatal or postnatal complications. 36

2. Chronic or congenital conditions which lead to an employee’s inability to fulfill their 37 contractual obligations on a continuous basis. 38

3. Leave of absence. 39

ADMINISTRATION: 40

1. The Sick Leave Bank Committee shall administer the SLB. This committee will consist 41 of five (5) members. The Board of Education will appoint two (2) support staff 42 employees and two (2) teachers for a term of two (2) years. One (1) teacher will be from 43 an elementary school and the other teacher will be from a secondary school (Mid-High or 44


High School). The head nurse is a permanent member. Members of the SLB Committee 1 will be selected from the list of participating employees. 2

2. Upon receiving a complete application packet from a participating employee, the SLB 3 Committee will have ten (10) working days in which to review and respond in writing to 4 the request. 5

3. A minimum of three (3) members of the SLB Committee will review each claim and vote 6 on a recommendation (approval/denial). The majority rules. 7

4. Recommendations are sent to the Superintendent of Schools for approval/denial. 8

5. All decisions are final; there is no appeal process. 9

6. All members of the SLB Committee must sign a statement of confidentiality. Breaches of 10 confidentiality will result in immediate dismissal from the SLB Committee and further 11 administrative action may result. 12

7. The SLB Committee shall base its recommendation on the following information: 13

a. All eligible leave must be used prior to the application for SLB days. 14

b. The application letter must be submitted to the chairperson of the SLB Committee. 15

c. A physician's statement verifying severe or life-threatening medical condition must 16 accompany the application. 17

d. No other criteria will be considered in the SLB Committee's decision-making process. 18 Should the SLB be dissolved, the days remaining in the bank shall be distributed 19 equally among those currently participating in the SLB. 20

APPLICATION: 21

1. An employee must submit an official Initial Sick Leave Bank Request and an official 22 Sick leave Bank Physician's Statement. All costs for medical services related to the 23 employee's request for SLB days shall be assumed by the employee. Incomplete 24 applications will not be considered for review. The initial SLB days shall not exceed ten 25 (10) work days. Upon completion of the initial days, a participating employee may 26 request an additional increment of ten (10) days. This request is submitted on the official 27 Additional Sick Leave Bank Request. An updated Sick Leave Bank Physician's 28 Statement must accompany the Additional Sick Leave Bank Request. All medical costs 29 related to the employee's request for additional SLB days shall be assumed by the 30 employee. The official forms can be obtained from the District's Human Resource Office. 31 A participating employee will be limited to a maximum of twenty (20) SLB days per 32 school year. Extension of SLB days will be considered in very special cases. SLB days 33 granted to a participating employee and not utilized by the last day of the contract year 34 will be returned to the SLB. Committee members will report to the Superintendent any 35 person who attempts to intervene on behalf of any applicant. Intervention on behalf of an 36 applicant could result in the elimination of the applicant from the review process. The 37 SLB Committee will review all applications for SLB days and render its decision in 38 writing within ten (10) working days. 39

2. The Superintendent's decision is final. There is no appeal process. All decisions are 40 confidential. 41

H. Sick Leave Payment for Retiring Employees 42


1. Employees who notify the Superintendent by March 1 of the contract year or if 1 leaving mid-year or any other date than the end of the year shall give 3 months’ 2 notice in which they intend to take New Mexico Retirement may receive payment 3 during the retirement year for accumulated sick leave in an amount and on a schedule 4 as determined by the Board. 5

6 2. Subject to the above conditions, retiring Española Public Schools (EPS) employees 7

may receive monetary payment for unused sick leave on the following scales not to 8 exceed one hundred (100) days: 9 Category Rate of Compensation Maximum 10 Certified $50.00 per day $5,000.00 11 E.S.P. $40.00 per day $4,000.00 12 13 This payment will be separate from the employee's final payment with the School 14 District. 15 16

3. Any employee who can be shown to have willfully violated or misused the District’s 17 sick leave policy or misrepresented any statement or condition will be subject to 18 discipline, which may include reprimand, suspension, and/or dismissal. 19

I. BEREAVEMENT LEAVE: An employee may be granted, upon request to the 20 Superintendent, up to five (5) days of leave per year to be used in the event of death in 21 the employee’s family (Parents or Guardian, Spouse, Children, Siblings, Grandparents 22 and Grandchildren, like relationships created by current marriage). In making his/her 23 decision, the Superintendent shall take into account any non-work days prior to or 24 following the death and any extenuating circumstances. Religious and cultural 25 obligations will be approved with appropriate documentation. 26

Extensions of bereavement leave may be granted upon personal request to the 27 Superintendent. If approved, all such extensions of bereavement leave shall be deducted 28 from the employee’s earned leave or leave without pay based on the employee’s request. 29

In addition, the Superintendent may approve Bereavement Leave upon receipt of a 30 written request of two (2) days upon the death of an aunt, uncle, nephew, or niece of the 31 employee related though consanguinity (blood related) or affinity (by current marriage). 32

Bereavement leave is not cumulative or subject to compensation upon resignation or 33 termination. Bereavement leave does not apply to employees who apply for summer 34 enrichment programs due to the fact that they ARE not working within the approved 35 regular school working calendar. 36

In the absence of any earned leave and upon request, the superintendent may approve an 37 unpaid leave of absence for each day of extended bereavement leave used. 38

ARTICLE 30. Leave without Pay 39

A. All leave without pay requests are subject to the recommendations of the supervisor and the 40 approval of the Superintendent. Such requests shall be considered based on what is in the 41 best interest of the students. Employees accrue no pay or leave while on leave without pay. 42

B. An employee returning from leave-without-pay status will be returned to the same 43 position/job title or an equivalent position provided that the employee gives notice as 44 required by the District and the employee is cleared to return to work. Placement of 45


employees upon return shall be determined by the best interests of the students and will not 1 be capricious, arbitrary, and retaliatory. 2

C. Upon return from leave-without-pay status, during the same school year, the employee will 3 be placed at the same salary that he/she held before the leave. Employees working the 4 majority of the contract year will advance on the salary schedule as if they had not been 5 absent. 6

D. Upon return from any authorized leave without pay, an employee will be credited with the 7 same accrued leave that the employee had at the time the leave commenced, provided the 8 employee did not use any of the accrued leave. 9

E. Leave-without-pay shall be granted as required by the Family Medical Leave Act (FMLA), 10 (http://www.dol.gov/esa/whd/fmla/) provided that the District may require an employee to 11 exhaust his/her accrued paid leave before commencing leave-without-pay. An employee shall 12 not accrue paid leave while on leave without pay. 13

F. A leave of absence-without-pay for up to one year may be granted to any employee who 14 accepts a Fulbright Scholarship or who is pursuing planned professional growth opportunities 15 relating to the employee’s job. Information on the FMLA program shall be available at the 16 school site with instructions on how to apply to the district. The FMLA information sheet 17 will be prepared by the district and mutually approved by the district and the E-NEA. 18

G. Leave without pay shall not be granted to accept other employment. 19

H. Employees shall notify the District of their intent to return or resign from an approved leave 20 of absence no later than the date set forth in the leave approval documents. The normal date 21 of notification for an employee returning at the beginning of the school year will be March 22 15, unless there is a mutual agreement for a later notification date, at the time such leave is 23 approved. With regard to approved leaves where the employee’s return date cannot be 24 predetermined by March 15th or later notification has not been agreed to, the employee shall 25 provide a least thirty (30) days prior request to return to work. 26

I. While on approved leave of absence with pay, an employee will have the option to continue 27 participation in any district administered programs which require an employee or employer’s 28 contribution. In exercising this option, the employee assumes one hundred percent (100%) of 29 the contribution. This provision is subject to the requirements of the benefit providers. 30

J. District shall document an attempt to call employee after two (2) days of absence without 31 notification. An employee who is absent from work without authorization for five (5) 32 consecutive scheduled workdays shall have provided just cause for termination of 33 employment. 34

ARTICLE 31. Professional Development and Training 35

A. The District administration and the Española-NEA acknowledge the need for bargaining unit 36 employees to continue to participate in professional development and job-related training. 37 The parties recognize that a fundamental goal of professional development for employees is 38 training that is relevant and meaningful. 39

B. District-wide professional development will be collaboratively developed with input by 40 leadership and goal teams at each school site; consistent with, the direction provided by the 41 administration and school board. The Professional Development program must meet the 42 goals as identified by the District EPSS plan. 43

C. Certified employees may be required to attend other professional activities after the normal 44 duty day not to exceed twenty-two (22) additional hours per year. Certified salaried 45

http://www.dol.gov/esa/whd/fmla/


employees may volunteer to attend an unlimited amount of professional activities throughout 1 the year. If attendance is required notice of ten (10) working days will be provided. 2

3 Additionally, Level 1 Certified Employees in need of mentorship may be required to attend 4

additional professional activities after the normal duty day not to exceed an additional ten 5 (10) hours per year. Level II and III Certified Employees in need of mentorship as 6 documented through a Professional Growth Plan (based on observed/ documented need) may 7 be required to attend additional professional activities after the normal duty day to exceed 8 and additional five (5) hours per year for the current school year. 9

10 I. E.S.P. employees may be required to attend other activities after the normal duty day. If 11

attendance is required notice of ten (10) working days will be provided. 12 J. Employees will be provided an equitable opportunity to request and participate in 13

Professional Development tuition, courses, workshops, seminars, conferences, in-service 14 trainings or other such programs based on the needs of the District and availability of funds. 15

ARTICLE 32. Employee Observations and Evaluation and 16

Re-employment 17

A. GENERAL EVALUATIONS 18 Certified Performance Evaluations shall be performed in accordance with State of New 19 Mexico requirements. Criteria and process of teacher performance evaluation shall be 20 reviewed annually by a committee of not more than 4 E-NEA members appointed to an 21 evaluation review committee. Any changes shall be bargained in good faith and a MOU 22 shall be created and signed by both parties. All standards and procedures utilized shall be in 23 compliance with state and federal laws and regulations. The performance of all employees 24 shall be evaluated in writing. 25

2. OPEN OBSERVATIONS: All monitoring or observation of the work performance of 26 an employee will be conducted openly and with full knowledge of the employee. 27


3. OBSERVATION CONFERENCES: If a written report is prepared of any class visit 1 or observation a copy will be provided to the employee. Employees at their option 2 will be entitled to a conference to discuss said report. No observation report will be 3 submitted to the central office, placed in the employee's file or otherwise acted upon 4 without prior conference and the employee given an opportunity to sign the report. 5

4. PROFESSIONAL DEVELOPMENT PLANS: All certified employees are required to 6 submit a professional development plan (PDP) every year. 7

a. The PED regulation requires that the teacher and administrator create the plan 8 collaboratively no later than forty (40) days after the first day of each school year 9 or forty (40) days after hire date. 10

b. The plan must have measurable objectives and be based on the nine teacher 11 competencies and indicators for the teacher’s licensure level, the previous year’s 12 annual evaluation and assurance that the teacher is highly qualified in the core 13 academic subjects that the teacher teaches. 14

c. The PDP should include measures for determining progress, an action plan 15 including key actions, person(s) responsible for the action, resources, timelines 16 and desired results. 17

d. Upon signing the PDP, it is the certified employee’s responsibility to meet the 18 goals agreed upon, and it is the evaluator’s responsibility to provide the support 19 and agreed upon assistance to meet these goals. 20

5. NOTICE OF PROCEDURES: Employees will be provided copies of all forms and 21 information concerning PDP’s (if applicable), observation, and evaluation procedures 22 at the beginning of each year: or upon hire. 23

6. Employees will be provided all forms concerning PDP, Observations and/or 24 Evaluations either by hard or electronic copy. 25

7. No employee will be required to sign a blank or incomplete form. 26

8. All observation and evaluation addressed in this Article on which employee 27 signatures are required will include the following language immediately adjacent to 28 the location of the employee signature: “Signature indicates receipt by the employee 29 of this document. It does not indicate agreement or disagreement with the 30 document.” 31

9. Employees shall be evaluated on the professional standards of their certification. 32

10. Employees will be allowed to use their 2 personal days with being subject to NM 33 Teach reporting defined by the teacher evaluation system. These days may be used in 34 lieu of sick days. These days cannot be used without prior approval before or after a 35 scheduled holiday or vacation. No more than 10% of the staff per school site may be 36 granted personal leave at any one time. 37

B. At least one (1) evaluation shall be conducted by the employee’s building Principal or 38 Head Teacher. Only District employees who are “certified observers” shall conduct 39 observations for the purpose of evaluation in accordance with the NMTeach training. 40 Except for bargaining unit members who are Head Teachers, or who have an 41 Administrative license and have Administrative duties, no member of the bargaining unit 42 will be assigned to conduct a formal observation, or to participate in writing formal 43 documents as part of the evaluation process. 44


1

Article 33. Employee Discipline 2

A. GENERAL: 3

1. Disciplinary actions will be based on just cause. When an employee is to be 4 discharged or terminated, such discharge or termination will be handled in accordance 5 with applicable New Mexico law. 6

2. The primary purpose of discipline is to correct performance or behavior that is below 7 acceptable standards or contrary to the employer’s legitimate interests, in a constructive 8 manner that promotes employee responsibility. 9

3. Progressive discipline shall be used whenever appropriate. There are instances when 10 a disciplinary action, including dismissal, is appropriate without first having imposed a 11 less severe form of discipline. 12

4. An administrator may place an employee on immediate administrative leave with pay 13 to ensure the physical and emotional safety of students and co-workers and/or employee 14 pending and during an investigation. 15

5. Prior to implementing any disciplinary action, an employee will be provided written 16 notice of a predetermination meeting that shall include the charges against the employee. 17 The purpose of the predetermination meeting is to provide the employee an opportunity 18 to respond to the charges and is not an evidentiary hearing. 19

6. Any suspension of an employee pending final District action shall be Administrative 20 Leave with Pay and shall be documented on a form that will identify the employee’s right 21 to have Española-NEA representation. 22

B. REPRESENTATION: 23

1. Whenever an employee is required to appear before an administrator or supervisor 24 (pre-determination hearing) to respond to charges which may result in discipline, 25 employees are entitled, at their request, to have a representative of the Española-NEA 26 present and represent him or her. 27

2. During any meeting initiated for a purpose other than discipline, during which an 28 employee is asked to respond to charges which may lead to discipline, the employee 29


has the right to postpone the meeting until such reasonable time as they are able to 1 have a representative of the Española-NEA present and represent him/her during such 2 discussion. The employee shall select an Association Representative from his/her 3 building if available or next closest building if one is not available. 4

3. Normally meetings described in 1 and 2 above shall be scheduled during non-5 instructional time. In the event the District schedules a meeting during instructional 6 time and an Española-NEA representative’s presence is requested by the employee, 7 the representative shall be released from duty. 8

C. CONFIDENTIALITY OF CRITICISM: Any criticism by an administrator or supervisor of 9 an employee and/or the employee’s performance or any criticism of an administrator or 10 supervisor by an employee will be made in private and not in the presence of students, 11 parents, co-workers or members of the public. Each party shall have the right to a witness 12 present. This language does not include grievances. 13

ARTICLE 34. Grievance Procedure 14

A. DEFINITIONS: 15

1. A “grievance” is a claim by Española NEA or by one or more employee’s that there 16 has been a violation, misinterpretation, or misapplication of any provision of this 17 agreement, or District policy, regulation or practice. 18

2. An “aggrieved employee” is a bargaining unit employee or employees making the 19 claim. 20

3. A “party in interest” is: 21

a. The employee or employees making the claim 22

b. Any district personnel who might be required to take action or against whom 23 action might be taken in order to resolve the claim. 24

c. Any district personnel directly impacted by the resolution of a particular 25 grievance. 26

4. For the purposes of the time limits within the Grievance Procedure, “days” shall mean 27 days in which the district administrative offices are open. “Days” shall not include 28 school closures due to emergencies. 29

B. PURPOSE: 30

1. The intent of the parties regarding this procedure is to secure, at the lowest possible 31 administrative level, equitable solutions to the disputes/grievances which may from 32 time to time arise involving the matters dealt with in this agreement, or District 33 policy, regulation or practice. Both parties agree that these proceedings will be kept 34 as informal and confidential as may be appropriate at any level of the procedure. 35

2. Documents, communications and records dealing with the processing of a grievance 36 will be filed in a separate grievance file and will not be kept in the personnel file of 37 any of the participants. This provision shall not apply to documents related to a 38 grievance over a disciplinary action unless such documents are removed from an 39 employee’s personnel file as a relief given in the disposition of a grievance. 40

C. PROCEDURE: 41

The time limits specified at each level should be considered as a maximum and efforts should 42 be made to expedite the process. An untimely grievance shall be null and void. Failure by 43 either party to submit Grievance documents to the other party within the time period required 44 by this Article constitutes resolution of the Grievance in favor of the party complying with 45


the time requirements provided within the procedure (subsection C). The time limits 1 specified may, however, be extended by mutual written agreement. 2 3 In the event a grievance is filed at such a time that it cannot be processed through all the 4 steps in this grievance procedure by the end of the school year, the time limits set forth herein 5 may be reduced by mutual written agreement of the parties so that the procedure may be 6 exhausted prior to the end of the school year or as soon thereafter as practicable. 7

1. LEVEL ONE. IMMEDIATE SUPERVISOR: 8

a. Within ten (10) days that the employee knew or should have known of the occurrence 9 of the event upon which the grievance is based, the employee will discuss the 10 grievance with his/her immediate supervisor with the objective of resolving the 11 matter. 12

b. If the employee and the supervisor do not reach a mutually agreeable understanding 13 to resolve the grievance, the grievant may submit their grievance in writing to the 14 supervisor for additional consideration within five (5) days of the discussion. 15

c. The supervisor will provide a written response to the grievance within ten (10) days 16 of receipt of the written grievance. If the employee desires to pursue the issue, the 17 employee shall file a written grievance with the Superintendent within five (5) days 18 of the Level One decision by the Immediate Supervisor. 19

20 2. LEVEL TWO. APPEAL TO THE SUPERINTENDENT OR DESIGNEE: 21

a. The written grievance shall be filed with the Superintendent within five (5) days of 22 the Level One decision by the Immediate Supervisor. 23

b. At the Superintendent’s discretion they may appoint an Executive 24 Director/Director/Deputy Superintendent to resolve the grievance. 25

c. Upon the filing of the grievance the parties will schedule a mutually agreed upon 26 meeting to attempt to resolve the issue, within a ten-day time frame. If the District 27 believes that the initial grievance is not timely the grievant shall be notified within the 28 time period identified for Level Two. If the employee is not represented by the 29 Española-NEA the District will notify the Española-NEA that a bargaining unit 30 grievance has been filed and the date and location set for attempting to resolve the 31 issue shall be identified. 32

d. If the grievance is not resolved, for whatever reason, within ten (10) days of filing at 33 this level the employee may submit the grievance to Arbitration for resolution. 34

35

3. LEVEL THREE. ARBITRATION: 36

The grievance is submitted to arbitration by providing the Superintendent and/or 37 designee with a written notice of submittal to arbitration within fifteen (15) days of 38 the filing at Level Two with the Superintendent. 39

a. Within ten (10) days of filing for Arbitration the grievant shall submit a written 40 request to the Federal Mediation and Conciliation Service (FMCS) for an 41 unrestricted list of seven (7) arbitrators. This cost shall be shared equally by the 42 parties. 43


b. Within ten (10) days of receipt of the list of arbitrators the parties will meet to 1 select an arbitrator. The parties will alternate striking names until only one name 2 remains. The grieving party shall strike the first name. 3

c. The remaining individual shall serve as the arbitrator. 4

d. The arbitrator so selected will hear the grievance and issue a decision as soon as 5 possible. The arbitrator’s decision shall be in writing and set forth the findings of 6 fact, the reasoning for the findings, and a conclusion on the grievance heard. The 7 arbitrator will be without power or authority to make any decision which requires 8 the commission of an act prohibited by law or which is in violation of the District 9 Labor Management Relations Resolution. The arbitrator’s award is subject to 10 judicial review pursuant to the standards set forth in the Uniform Arbitration Act. 11 The decision of the arbitrator shall be submitted to the Superintendent and the 12 Española-NEA and will be final and binding on the parties. 13

e. The cost for the services of the arbitrator, his/her travel, lodging, and cost of the 14 hearing room, will be borne equally by the parties. All other costs will be borne 15 by the party incurring the cost. 16

f. The arbitrator’s decision constitutes a final and binding determination pursuant to 17 the Uniform Arbitration Act [44-7A-1 to 44- 7A-32 NMSA 1978]. Such award is 18 subject to judicial review pursuant to the standards set forth in the Uniform 19 Arbitration Act. 20

D. PARTICIPANTS IN THE PROCESS 21

1. No reprisals of any kind will be taken by the parties against any party participating in 22 this process by reason of such participation. 23

2. The grievant and the individual against whom the grievance is filed may be 24 represented. The grievant may be represented by the Española-NEA or the grievant 25 may choose to represent him/her. The individual against whom the grievance is filed 26 may also be represented. 27

3. If the employee elects not to be represented by Española-NEA the Union may be 28 present at the different levels and may state its views on the issue. 29

E. GENERAL PROVISIONS 30

1. If, in the judgment of the Union, a grievance affects a group or class of employees, 31 the Union may initiate and submit such grievance in writing with the Superintendent 32 directly. Such grievance shall be filed within twenty (20) days after the occurrence of 33 the event upon which the grievance is based. 34

2. If a grievance arises from the action or inaction on the part of a member of the 35 administration at a level above the principal or immediate supervisor, the grievant 36 shall, within twenty (20) days after the occurrence of the event upon which the 37 grievance is based, submit such grievance in writing directly to the Superintendent. 38

3. The grievance document shall include: 39

a. The name, address, and phone number of the grievant and representative; 40

b. The name and worksite of the employee against whose actions the grievance is 41 directed; 42

c. The Article, section, and specific language alleged to have been violated, if 43 applicable; 44

d. A description of the relief requested, for example “to be made whole” is not a 45 sufficient description; 46


e. The date of delivery of the grievance; and 1

f. The signature and signing date of the grievant(s) and the representative. 2

4. It is understood that the grievant and the Española-NEA’s processing of grievances 3 shall be conducted during non-duty time. 4

5. This is the only grievance procedure available to bargaining unit employees. 5

Article 35. Personnel File 6

A. The District shall maintain an official personnel file for each employee. The file will be 7 maintained in the District's Central Office. If applicable to the position employees are 8 required to provide the District Central Office with current and complete official transcripts 9 of earned college credits. 10

B. An employee shall be permitted to review material contained in his/her official Personnel 11 file. This shall not include pre-employment records. An employee wishing to access his/her 12 official personnel file shall do so by appointment. Such review shall occur during non-duty 13 time at a time that the District’s Central Office is open for business. A designated District 14 employee from the Central Office shall be present during the file review. The employee 15 reviewing his personnel file shall sign and date the review log maintained in the personnel 16 file. 17

C. The District will honor requests for a copy of accessible documents in the employee’s official 18 Personnel file, up to a maximum of ten (10) pages. Additional copies will be provided based 19 on the district fee. 20

D. Except for routine file maintenance material, the District shall provide an employee with a 21 copy of any document prior to the placement of the document in the official file. The 22 employee shall sign the document and the employee’s signature shall signify that the 23 employee has received and read the document. The employee may submit a written response 24 to any document that is placed in the employee's official personnel file. Such response must 25 be submitted within ten (10) working days of the receipt of the document that generated the 26 response. 27

E. An employee may be accompanied by an Española-NEA representative while reviewing the 28 official file. The employee may also assign the sole responsibility for reviewing the file to an 29 Española-NEA representative provided the employee gives written authorization. 30

Article 36. Compensation 31

A. The compensation of all employees is set forth in Appendix D which is attached hereto 32 and made a part hereof this Article. Effective July 1, 2019, salary increases for District 33 staff will be increased to comply with state law and the State Appropriations Act. 34 For school year 2019-2020, the following shall apply: 35

1. Teachers, Counselors, and Certified Librarians will be placed on the Teacher 36 Salary Schedule which will incorporate the greater amount of a six percent (6%) 37 raise or the applicable state minimum of $41,000 (Level One), $50,000 (Level 38 Two), or $60,000 (Level Three). Teachers, Counselors and Certified Librarians 39 will be placed on the Teacher Salary Schedule at the appropriate level and step, 40 based on their education and years of experience. 41

2. All other staff will receive a minimum of a six percent (6%) raise. 42 3. The Salary Guides as agreed to in bargaining will be appended to the Collective 43

Bargaining Agreement. 44


4. All employees will be paid based on their personal contract as per the published pay 1 schedule. 2

5. All lump sum checks for less than twelve (12) month employees will be disbursed 3 on or about the date of receipt of the final state equalization guarantee (SEG), 4 payment. 5

A. Extra compensation for Certified employees for work performed in a given month must be 6 submitted with all approved documents by the 5th of the following month and said employee 7 will receive the extra compensation on the 2nd pay period following the fifth day of the 8 month. It is recognized that such compensation at the end of the fiscal year must be 9 submitted at least five (5) days prior to the end of the fiscal year. 10

B. Educational Support Personnel, bargaining unit employees, who accept extra duty 11 assignments beyond their regular assignments, shall submit their extra duty time sheets to 12 their immediate supervisor within the pay period that the extra duty assignment was worked. 13 Such employees shall receive their extra duty assignment compensation on the second pay 14 period of the next month. 15

C. Lump sum checks for less than twelve-month employees will be paid after receipt of final 16 State Equalization Guarantee. 17

D. E.S.P. bargaining unit employees, who accept extra duty assignments beyond their regular 18 assignments, shall submit their extra duty time sheets to their immediate supervisor within 19 the pay period that the extra duty assignment was worked. Such employees shall receive their 20 extra duty assignment compensation on the second pay period of the next month. 21

E. E.S.P. Employees engaged in extra duties beyond their regular assignment that are 22 compensated in the form of stipends shall be paid in accordance with the stipend schedules 23 provided in this Agreement. 24

F. It is recognized by the parties that the utilization of additional funds received from the state 25 funding formula may be categorical or discretionary funds and are subject to discretion of the 26 school board. 27

G. Counselors’ pay scale shall be equivalent to the Teacher pay scale. Counselors will be placed 28 on a 184-day contract with 10 additional days, paid at the daily rate for a total of 194 work 29 days/per year. Counselor job description will be aligned with state mandates. The District 30 and the NEA shall jointly prepare the job descriptions. 31

H. Current EVHS Administrative support staff will remain on a 12-month schedule and placed 32 under Administrative assistance 1. Job duties will be assigned per the school’s needs as 33 assigned by the building principal. Administration will attempt to identify an administrative 34 support assistant as lead attendance staff for the major percentage of this work to assure the 35 highest accountability, responsiveness and efficiency to students, staff and parents. 36

I. The district shall establish a $11.00 minimum wage beginning in the 2019–2020 school 37 year. 38

J. For the 2019–2020 school year, propose and additional one percent (1%) raise for three 39 specific job titles (Custodians, Educational Assistants and Cooks), which the district could 40 fund without increasing compensation costs overall for the bargaining unit (if it chose to 41 slightly reduce the amount of the increase for security). 42

K. Should any increase to the S.E.G. occur from the time of this agreement signing until 43 completion of the 2019–2020 FY, one-hundred percent of those additional funds will be 44 subject to negotiations to explore increased compensation for all bargaining unit employees. 45


ARTICLE 37. Stipends and Increments 1

A. Stipends and Increments will only be approved for duties performed above and beyond 2 contractual obligations. Level III licensure level and additional assigned duties as 3 required per level III licensure will be considered prior to approving additional stipends. 4 Assigned additional duties per level III licensure are not eligible for additional stipend. 5 Detailed job descriptions, outlined time commitments, and required documentation of 6 services must be included in the Personal Action Form (PAF) job description. PAFs 7 must be pre-approved. Site approved Timesheets and/or Requests for Payments must be 8 furnished with required documentation of services prior to payment approval. All 9 requests for payment must be made prior to June 1. Teachers will be instructed not to 10 work after school on stipend work until a PAF is approved and returned to them. This 11 information will be clearly communicated to all employees who volunteer and are 12 eligible for a stipend. No employee can be required to work on these assignment(s) after 13 school without being compensated. 14 15

B. Counselor/Coordinators: two counselors will serve as coordinators, one to be the 16 contact person for secondary counselors, and the other for elementary counselors. They 17 serve as liaison to central office and duties include organization of professional 18 development, establishing meeting dates and times and dealing with out counselor 19 issues. 20

21

C. MAP Coordinators: two staff will be assigned as MAP coordinators. One each at 22 EVHS and at CVMS. The MAP Coordinator at the high school has duties three times 23 per year. The duties consist of creating a testing schedule for all students (Language 24 Arts teachers test LA students, Mathematics teachers test Math students, etc.). They are 25 responsible for uploading the data to NWEA. Unlike a school sponsor, this position 26 does not require during the required activities beyond the work day. 27

28 D. SAT Committee Chairs: Bargaining unit members who handle the majority of the 29

work expected of a SAT Committee Chair shall be paid the stipends below. The amount 30 of stipend for a SAT Chair shall be determined by the enrollment of the school or 31 schools for which they develop and monitor SATs. Enrollments will be categorized into 32 four (4) levels. 33

34 E. Level Enrollment Stipend 35

Level 1 Under 100 $375 36 Level 2 101–330 $750 37 Level 3 331–450 $1,000 38 Level 4 451 and above $1,500 39 40

Enrollment levels are determined by the 120th day subtotal enrolment submission to 41 STARS for the previous year. 42 43 Stipends will be issued by site assignments. SAT committee chairs working in more than 44 one site will receive stipend as determined by the combined enrollment for these schools 45 and shall not receive a separate stipend for each individual school assigned. 46

47


E. STIPENDS/INCREMENTS (PAF must be executed prior to activity) 1 SPECIFIC POSITIONS EVHS CVMS Must submit documentation/logs to receive payment. Music / Band Director [1] $1,000 $500 Student Council Sponsor [1] $1,000 $500 Teen Court Sponsor [1] $1,500 TV 101 Sponsor *** [1] $1,000 Yearbook Sponsor *** [1] $1,000 $500 MESA Sponsor – Head *** [1] $1,000 $500 MESA Sponsor - Asst. *** (over 25 participants) [1] $500 National Honor Society *** [1] $1,000 Future Farmers *** [1] $1,000 Chess Club Coordinator *** [1] $1,000 $500 EVHS Department Heads (ELA/Math/Science/History/CTE) * [5] $1000 Future Educators Sponsor *** [1] 250 Juntas Sponsor *** [1] 250 DECA Sponsor *** Payable if Grant Funding Available. [1] 1,000 DISTRICTWIDE Noon Duty *** (allowable after assigned duty) $10 per clock hour prorated Nurse Coordinator *** [1] Payable if Medicaid Funding Available/Approved. $1000 Counselor Coordinator *** [1] $1000 BILINGUAL Certified - providing bilingual instruction per approved NMPED Bilingual Application (subject to state funding) $2,500 TESOL Certification - providing TESOL instruction per approved NMPED Bilingual Application (subject to state funding) $750 BILINGUAL Certified Additional Class – elementary teachers providing up to 1 additional bilingual class per approved NMPED Bilingual Application (Bilingual Resource Teachers are excluded) $500 per class Webmaster (Social Media) (1 per school) >250 students $500 Webmaster (Social Media) (1 per school) <250 students $250 Personal Care $1,000 EA Behavior Support must be IES specified $1,000 to $6,000 SAT Chairpersons at each site – Bargaining unit members who handle the majority of the work expected of a SAT Committee Chair shall be paid the stipends below. The amount of stipend for a SAT Chair shall be determined by the enrollment of the school or schools for which they develop and monitor SATs. Enrollments will be categorized into four (4) levels.

Level Enrollment Stipend Level 1 Under 100 $375 Level 2 101–330 $750 Level 3 331–450 $1,000 Level 4 451 and above $1,500

CERTIFIED ONLY Clerical/Non-instructional $20 Teacher/Tutoring $30 Prof Development (Product Oriented) $25 Prof Development (Mandatory Meeting) $20 Prof Development (Presenter/Trainer) $400 full day

$200 half day E.S.P. ONLY Teacher/Tutoring under direction of licensed teacher 15 Prof Development (Product Oriented) 15 Prof Development (Mandatory Meeting) 15 *** Not payable if part of assigned contract time. 2


E. STIPENDS/INCREMENTS (PAF must be executed prior to activity) The district and 1 union shall use the Agreement Oversite Committee structure to research stipend amounts 2 in district’s similar to our size throughout the state, and draft a joint proposal for 3 consideration in the 2019–20 school year. 4

Article 38. Insurance 5

A. The District administration will provide the following insurance for bargaining unit 6 employees through the New Mexico Public Schools Insurance Authority. 7

B. Benefits: The District will continue to provide eligible full-time employees with group 8 medical, dental, and vision insurance through the New Mexico Public Schools Insurance 9 Authority (NMPSIA). Approved insurance plans will be available to bargaining unit 10 employees as per the offerings of NMPSIA. Domestic Partners and their dependents are 11 provided the same insurance coverage as spouses and their dependents subject to the 12 requirements of NMSPIA. 13

1. The District will continue its current contribution to the health care premium. 14

2. The District will continue to provide eligible full-time employees access to long term 15 disability and life insurance benefits available through NMPSIA, including the 16 $50,000 non-contributory life insurance coverage. 17

3. Participants in these insurance programs will have their premiums deducted through 18 payroll deductions and will be provided a copy of the plan information as provided by 19 NMPSIA. 20

4. The District will continue to offer eligible full-time employees open enrollment 21 periods as offered by NMPSIA. Employees will be notified of any such open 22 enrollment periods. 23

5. If an employee experiences any change in employment or marital status which creates 24 a need for the employee to enroll or change enrollment in any of the approved plans, 25 the employee may do so only if permitted by law, NMPSIA regulations, or provisions 26 of the contract between NMPSIA and the respective insurance carrier. 27

6. The District will continue to provide professional liability and Worker’s 28 Compensation coverage for employees in accordance with state law. 29

7. Subject to applicable laws and regulations, the district will continue to provide access 30 to the Internal Revenue Code Section 125 “Cafeteria Plan” benefits as offered at the 31 inception of this Agreement. Any changes to said offerings shall be reviewed by the 32 parties, which in turn, will make recommendations to the Superintendent and the 33 Board for approval. 34

8. Employee shall be entitled to invest in tax-sheltered annuities and deferred 35 compensation programs available through the business office by payroll deduction. 36 Tax-sheltered annuities, deferred compensation programs, and supplemental 37 insurance programs offered through the Union are eligible for payroll deduction. 38 Deductions shall be made and forwarded to the investment company. 39

9. Upon separation, termination, or leave-without-pay, employees may continue their 40 insurance benefits through COBRA. 41

10. The Española-NEA President may request a meeting to discuss issues related to 42 insurance benefits. Such meeting shall be scheduled at a mutually acceptable time 43 and place during non-duty time. 44


11. Upon employment with the district, each employee will be provided an explanation of 1 the insurance benefits and options, including those available through the Union for 2 members. 3

12. These adjustments will be implemented effective the first full pay period of the 4 employee’s school year. 5

Article 39. Official Notification 6

Any official notice shall be in writing and be delivered directly to Española-NEA President or to 7 the Superintendent. Such notices must be signed for by the individual or designee. 8

Article 40. Agreement Controls 9

A. If any District policy, regulation, or directive is in conflict with any provision of this 10 Agreement, the Agreement provision will control. 11

B. The parties, by mutual written agreement may modify this Agreement. 12

C. The District will not implement any changes to the District Policies that would affect this 13 bargaining unit that would be in conflict with this Agreement, unless mandated by state or 14 federal requirements. 15

D. If any provision of this Agreement or any application thereof is held to be contrary to law, 16 then such provision or application will be deemed valid only to the extent permitted by law, 17 but all other provisions or applications will continue in full force and effect. If either party 18 desires to negotiate a replacement for the language found to be contrary to law, that party 19 shall provide written notification to the other party within ten (10) days of any such holding. 20 The parties will meet to negotiate the replacement language within ten (10) days of the 21 written notice. 22

Article 41. Complete Agreement 23

A. This Agreement incorporates the entire understanding of the parties on all matters which 24 were the subject of bargaining at the time of negotiations. In order to ensure that the district 25 has the flexibility to meet any new challenges, and work collaboratively and respectfully with 26 the staff, upon any school board decision, legislation or PED regulations, which substantially 27 changes conditions of issues affecting the CBA, both parties agree to return to the table. 28

B. This Agreement may be modified in part by the parties only as an instrument in writing duly 29 executed by both parties. 30

C. Should the District’s operating revenues increase through adjustment(s) of the unit value(s) 31 or should it receive increased funds in amounts greater than $10,000 beyond the level 32 projected in the Budget which are not restricted for specific programs or purposes, then 33 salary schedules or other forms of compensation will be renegotiated by the parties beginning 34 no later than two (2) weeks after the District receives written notification of the revised 35 revenues from the Public Education Department or other funding source. 36

Article 42. Agreement Duration 37

This Agreement is effective on the first full pay period following ratification by the bargaining 38 unit employees, approval of the School Board, and signature by the parties and will remain in 39 full force and effect through June 30, 2017. Annually, either party may reopen all economic/ 40 financial Articles and three (3) non-economic Articles for negotiations. This agreement shall 41


continue in full force and effect replaced by subsequent written agreement as pert the Espanola 1 Public School District Labor Management Relations Resolution section 15 C.3., and PEBA. 2

Article 43. Severability 3

If any provision of this Agreement or any application thereof is determined by a final order of an 4 administrative agency or court of competent jurisdiction to be contrary to law, the affected 5 provision shall be rendered null and void. All other provisions not affected by the illegal 6 provision shall remain in full force and effect. The provision determined to be contrary to law 7 shall be renegotiated by the parties provided either party submits a written request to reopen 8 negotiations no later than ten (10) calendar days after the parties knew or reasonably should have 9 known that the provision was contrary to law. 10

11

12

13

14

Article 44. Signatures 15

IN WITNESS WHEREOF, the parties have executed this Agreement on this ___ day of 16 __________, 2019 17 18 19 20 **, President, Date 21 Española Public School Board 22 23 24 25 **, Superintendent Date 26 27 28 29 **, President, Española-NEA Date 30 31 32 33 34 35 **, Chief Negotiator, Española-NEA Date 36

37

38 39


Coaches Activities Increment 1

2019–2020 2 NOTE: All contracts for extracurricular activities are contingent upon sufficient participants to justify team(s) 3 (includes student non-players); Current coaching licenses required for grades 7–12. 4 All extracurricular sponsors (athletic and non-athletic) must meet all requirements for being school activities vehicle 5 drivers. Qualifications must be maintained throughout the school year. 6

7 HIGH SCHOOL SPORT 0–3 yrs. 4–7 yrs. 8–11 yrs. 12+ yrs. Football / Basketball/Cheer $4,800 $5,400 $6,000 $6,600 Assistants (JV, C Teams) 2400 3000 3600

Wrestling $3,900 $4,500 $5,100 $5,700 Assistants (JV, C Teams) 2000 2600 3200

Baseball and Softball $3,500 $4,120 $4,720 $5,320 Assistants (JV, C Teams) 2000 2600 3200

Volleyball/Tennis $3,440 $3,940 $4,440 $4,940 Assistants (JV, C Teams) 1963 2563 3163

Cross Country $3,050 $3,550 $4,060 $4,560 Track Golf Assistants (JV, C Teams) 1750 2350 2950

8 SPECIAL ASSIGNMENTS 9 ATHLETIC TRAINER FALL: $2,400 WINTER: $2,400 SPRING: $1,560 10 EVENT MANAGER FALL: $1,000 WINTER: $1,000 11

12 Coaching Experience will have to be documented, at that level (Senior High) and applicable to that sport only. 13 A head coach will be authorized to coach the combined boys/girls’ sports and the contract will be prorated 14 accordingly. 15

16 Middle School 17

HEAD COACH ASSISTANT COACH 18 19

FOOTBALL $1,600 $1,000 20 VOLLEYBALL 7th AND 8th $1,200 21 CROSS-COUNTRY BOYS/GIRLS $1,200 22 BASKETBALL 7th AND 8th BOYS/GIRLS $1,600 23 WRESTLING $1,200 24 TRACK AND FIELD BOYS/GIRLS $1,200 25 CHEER $1,000/2 seasons $600/1 season 26

27 Experience incentive (5 years or more in assignment) $400 head; $250 assistant 28 Special management assignment; athletic coordinator/scheduler $3,200 29

30 Any current coach whose 18-19 increment is greater than this schedule allows will be held "save-harmless" 31 (no reduction). 32

33 34


1 2

ESPAÑOLA PUBLIC SCHOOLS SALARY GUIDES

2019-2020

Espanola Public SchoolsSalary Guide 2019-2020

Board Approved:

Page 1

LVL 1 LVL 1 LVL 1 LVL 1 LVL 1 LVL 1 LVL 2 LVL 2 LVL 2 LVL 2 LVL 2 LVL 2 LVL 3 LVL 3 LVL 3 LVL 3 LVL 3

STEP BA+00 BA+15 BA+45 MA+0 MA+15 MA+45 EdD, PHD BA+00 BA+15

BA+45 MA+0 MA+15 MA+45

EDS,EDD, PHD NB/ MA MA+15 MA+45

MA+ MA,EDS EdD, PHD

STEP

0 41,000.00 41,500.00 42,000.00 42,500.00 43,000.00 44,000.00 01 41,100.00 41,600.00 42,100.00 42,600.00 43,100.00 44,100.00 12 41,200.00 41,700.00 42,200.00 42,700.00 43,200.00 44,200.00 23 41,300.00 41,800.00 42,300.00 42,800.00 43,300.00 44,300.00 50,000.00 50,200.00 50,400.00 50,600.00 50,625.00 51,025.00 34 41,400.00 41,900.00 42,400.00 42,900.00 43,400.00 44,400.00 50,025.00 50,225.00 50,425.00 50,601.00 50,626.00 51,050.00 45 41,500.00 42,000.00 42,500.00 43,000.00 43,500.00 44,500.00 50,125.00 50,325.00 50,525.00 50,602.00 50,726.00 51,075.00 56 41,501.00 42,001.00 42,501.00 43,001.00 43,501.00 44,501.00 50,225.00 50,425.00 50,625.00 50,652.00 50,776.00 51,125.00 60,000.00 60,200.00 60,400.00 60,600.00 60,800.00 67 41,502.00 42,002.00 42,502.00 50,325.00 50,525.00 50,725.00 50,702.00 50,826.00 51,175.00 60,001.00 60,201.00 60,401.00 60,601.00 60,801.00 78 41,503.00 42,003.00 42,503.00 50,425.00 50,625.00 50,825.00 50,752.00 50,876.00 51,225.00 60,002.00 60,202.00 60,402.00 60,602.00 60,802.00 89 41,504.00 42,004.00 42,504.00 50,525.00 50,725.00 50,925.00 51,125.00 51,325.00 51,326.00 60,003.00 60,203.00 60,403.00 60,603.00 60,803.00 9

10 41,505.00 42,005.00 42,505.00 50,625.00 50,825.00 51,025.00 51,225.00 51,425.00 51,426.00 60,004.00 60,204.00 60,404.00 60,604.00 60,804.00 1011 41,506.00 50,725.00 50,925.00 51,125.00 51,325.00 51,525.00 51,526.00 60,005.00 60,205.00 60,405.00 60,605.00 60,805.00 1112 41,507.00 50,825.00 51,025.00 51,225.00 51,425.00 51,625.00 51,626.00 60,006.00 60,206.00 60,406.00 60,606.00 60,806.00 1213 41,508.00 50,925.00 51,125.00 51,325.00 51,525.00 51,725.00 51,726.00 60,007.00 60,207.00 60,407.00 60,607.00 61,716.00 1314 51,025.00 51,225.00 51,425.00 51,625.00 51,825.00 51,826.00 60,008.00 60,208.00 60,408.00 60,608.00 61,717.00 1415 51,125.00 51,325.00 51,525.00 51,725.00 51,925.00 51,926.00 60,009.00 60,209.00 60,409.00 61,000.00 61,718.00 1516 51,225.00 51,425.00 51,625.00 51,825.00 51,875.00 52,000.00 60,010.00 60,210.00 60,410.00 61,050.00 61,719.00 1617 51,325.00 51,525.00 51,725.00 51,925.00 51,975.00 52,200.00 60,011.00 60,211.00 60,411.00 61,150.00 61,720.00 1718 51,350.00 51,550.00 51,750.00 51,950.00 52,000.00 52,400.00 60,012.00 60,212.00 60,412.00 61,250.00 61,721.00 1819 51,375.00 51,575.00 51,775.00 51,975.00 52,025.00 52,600.00 60,013.00 60,213.00 60,413.00 61,350.00 61,722.00 1920 51,400.00 51,600.00 51,800.00 52,000.00 52,050.00 52,800.00 60,014.00 60,214.00 60,414.00 61,450.00 61,862.00 2021 51,425.00 51,625.00 51,825.00 52,025.00 52,075.00 53,000.00 60,015.00 60,215.00 60,415.00 61,550.00 62,003.00 2122 51,450.00 51,650.00 51,850.00 52,050.00 52,100.00 53,200.00 60,016.00 60,216.00 60,416.00 61,580.00 62,004.00 2223 51,475.00 51,675.00 51,875.00 52,075.00 52,125.00 53,400.00 60,017.00 60,217.00 60,417.00 61,721.00 62,287.00 2324 51,500.00 51,700.00 51,900.00 52,100.00 52,150.00 53,600.00 60,018.00 60,218.00 60,418.00 61,722.00 62,300.00 2425 51,525.00 51,725.00 51,925.00 52,125.00 52,175.00 53,800.00 60,019.00 60,219.00 60,419.00 61,723.00 62,500.00 2526 51,550.00 51,750.00 51,950.00 52,150.00 52,200.00 54,000.00 60,020.00 60,220.00 60,420.00 61,724.00 62,700.00 2627 51,575.00 51,775.00 51,975.00 52,175.00 52,225.00 54,200.00 60,021.00 60,221.00 60,421.00 61,725.00 62,900.00 2728 51,600.00 51,800.00 52,000.00 52,200.00 52,250.00 54,400.00 60,022.00 60,222.00 60,422.00 62,510.00 63,000.00 2829 51,625.00 51,825.00 52,025.00 52,225.00 52,275.00 54,600.00 60,023.00 60,223.00 60,423.00 62,511.00 63,100.00 2930 51,650.00 51,850.00 52,050.00 52,250.00 52,300.00 54,800.00 60,024.00 60,224.00 60,424.00 62,512.00 63,200.00 3031 51,675.00 51,875.00 52,075.00 52,275.00 52,325.00 55,000.00 60,025.00 60,225.00 60,425.00 62,513.00 63,201.00 3132 51,700.00 51,900.00 52,100.00 52,300.00 52,350.00 55,200.00 60,026.00 60,226.00 60,426.00 62,514.00 63,202.00 3233 51,725.00 51,925.00 52,125.00 52,325.00 52,525.00 55,400.00 60,027.00 60,227.00 60,427.00 62,515.00 63,203.00 3334 60,028.00 60,489.00 60,490.00 62,516.00 63,204.00 34

Up to 20 years of verified teaching, contractual and administrative experience is allowed A break in service will require a re-entry of service years.

INSTRUCTOR - TEACHER & GUIDANCE COUNSELOR


Board Approved:

Page 2

Step BA MA MA MA 15 MA 45 MA MA 15 MA 45 2MA/EdD MA MA 15 MA +86/PHD/EdDlevel 1 NO CCC level 1 level 1 level 1 level 2 level 2 level 2 level 2 level 3 level 3 level 3

1 40,598 40,928 41,128 41,628 44,128 45,628 46,628 47,628 54,491 59,741 60,411 61,073

2 43,034 43,364 43,564 44,064 46,564 48,064 49,064 50,064 55,848 61,235 61,921 62,600

3 43,734 44,064 44,264 44,764 47,264 48,764 49,764 50,764 56,967 61,605 62,293 62,977

4 44,434 44,764 45,145 45,645 48,145 49,645 50,645 51,645 58,085 61,983 62,674 63,362

5 45,768 46,098 46,298 46,798 49,298 50,798 51,798 52,798 59,203 62,361 63,054 63,748

6 46,468 46,798 46,998 47,498 49,998 51,498 52,498 53,498 60,321 62,737 63,433 64,133

7 47,168 47,498 47,698 48,198 50,698 52,198 53,198 54,198 63,941 62,774 63,470 64,170

8 47,868 48,198 48,398 48,898 51,398 52,898 53,898 54,898 64,091 62,809 63,506 64,204

9 48,568 48,898 49,098 49,598 52,098 53,598 54,598 55,598 64,241 62,843 63,542 65,265

10 49,268 49,598 49,798 50,298 52,798 54,298 55,298 56,298 64,391 62,879 63,577 64,27411 49,968 50,298 50,498 50,998 53,498 54,998 55,998 56,998 64,541 62,913 63,610 64,31012 50,668 50,998 51,198 51,698 54,198 55,698 56,698 57,698 64,691 62,948 63,646 64,34413 51,368 51,698 51,898 52,398 54,898 56,398 57,398 58,398 64,841 62,982 63,681 64,37914 52,068 52,398 52,598 53,098 55,598 57,098 58,098 59,098 64,991 63,053 63,716 64,41415 52,768 53,098 53,298 53,798 56,298 57,798 58,798 59,798 65,141 63,192 63,751 64,45016 53,468 53,798 53,998 54,498 56,998 58,498 59,498 60,498 65,291 63,333 63,787 64,48417 54,168 54,498 54,698 55,198 57,698 59,198 60,198 61,198 65,441 63,472 63,820 64,52018 54,868 55,198 55,398 55,898 58,398 65,800 66,800 67,800 65,591 63,610 64,610 68,00019 55,568 55,898 56,098 56,598 59,098 65,801 66,801 67,801 65,741 63,890 64,890 68,50020 56,268 56,598 56,798 57,298 59,798 65,802 66,802 67,802 65,891 67,724 68,724 69,00021 56,968 57,298 57,498 57,998 60,498 65,803 66,803 67,803 66,041 67,725 68,725 70,72222 57,668 57,998 58,198 58,698 61,198 65,804 66,804 67,804 66,191 67,726 68,726 70,72323 58,368 58,698 58,898 59,398 61,898 65,805 66,805 67,805 66,341 67,727 68,727 70,72424 59,068 59,398 59,598 60,098 62,598 65,806 66,806 67,806 66,491 67,728 68,728 70,72525 59,768 60,098 60,298 60,798 63,298 65,807 66,807 67,807 66,641 67,729 68,729 70,72626 60,468 60,798 60,998 61,498 63,998 65,808 66,808 67,808 66,791 67,730 68,730 70,72727 61,168 61,498 61,698 62,198 64,698 65,809 66,809 67,809 66,941 67,731 68,731 70,728

179 Days

7 Hours a day

Up to 20 years of verified license and contractual teaching and administrative experience is allowed.

INSTRUCTIONAL SUPPORT (Ancillary Staff, Therapist, Diagnosticians)


Board Approved:

Page 3

Level II Level II Level II Level II Level III Level III RTW/LVL IISTEP BA + 00 BA + 15 BA+45/MA + 0 MA + 15 MA/EDS EdD, PhD

0 42,500 43,000 43,300 43,400 54,500 57,460 42,0001 42,700 43,200 43,500 43,600 54,600 57,461 42,3002 42,900 43,400 43,700 43,800 54,700 57,462 42,6003 43,100 43,600 43,900 44,000 54,800 57,463 42,9004 43,300 43,800 44,100 44,200 54,900 57,464 43,2005 43,500 44,000 44,300 44,400 55,000 57,465 43,5006 43,700 44,200 44,500 44,600 55,100 57,466 43,8007 43,900 44,400 44,700 44,800 55,200 57,467 44,1008 44,100 44,600 44,900 45,000 55,300 57,468 44,4009 44,300 44,800 45,100 45,200 55,400 57,469 44,700

10 44,500 45,000 45,300 45,400 55,500 57,470 45,00011 44,700 45,200 45,500 45,600 55,600 57,471 45,30012 44,900 45,400 45,700 45,800 55,700 57,472 45,60013 45,100 45,600 45,900 46,000 55,800 57,473 45,90014 45,300 45,800 46,100 46,200 55,900 57,474 46,20015 45,500 46,000 46,300 46,400 56,000 57,475 46,50016 45,700 46,200 46,500 46,600 56,100 57,476 46,80017 45,900 46,400 46,700 46,800 56,200 57,477 47,10018 46,100 46,600 46,900 47,000 56,300 57,478 47,40019 46,300 46,800 47,100 47,200 56,400 57,479 47,70020 46,500 47,000 47,300 47,400 56,500 57,480 48,00021 46,700 47,200 47,500 47,600 56,600 57,481 48,30022 46,900 47,400 47,700 47,800 56,700 57,482 48,60023 47,100 47,600 47,900 48,000 56,800 57,483 48,90024 47,300 47,800 48,100 48,200 56,900 57,484 49,20025 47,500 52,344 52,644 52,744 57,000 57,485 49,50026 47,700 52,345 52,645 52,745 57,100 57,486 49,80027 47,900 52,346 52,646 52,746 57,200 57,487 50,10028 48,100 52,347 52,647 52,747 57,300 57,488 50,40029 48,300 52,348 52,648 52,748 57,400 57,489 50,70030 48,500 52,349 52,649 52,749 57,500 57,490 51,00031 48,700 52,350 52,650 52,750 57,600 57,491 51,30032 48,900 52,351 52,651 52,751 57,700 57,492 53,176

LIBRARIANS

Up to 20 years of verified licensed and contractual teaching and administrative experience is allowed.


Board Approved:

Page 4

STEP LEVEL I W/ AA LEVEL II W/ AA LEVEL II W/ BA LEVEL III W/ AA LEVEL III W/ BA

0 40,000 45,000 50,000 55,000 60,0001 40,100 45,100 50,350 55,100 60,1002 40,450 45,200 50,700 55,200 60,2003 40,800 45,300 51,050 55,300 60,3004 41,150 45,400 51,400 55,400 60,4005 41,500 45,500 51,750 55,500 60,5006 41,850 45,600 52,100 55,600 60,6007 42,200 45,700 52,450 55,700 60,7008 42,550 45,800 52,800 55,800 60,8009 42,900 45,900 53,150 55,900 60,900

10 43,250 46,000 53,500 56,000 61,00011 43,600 46,100 53,850 56,100 61,10012 42,000 46,200 54,200 56,200 61,20013 43,121 46,300 54,550 56,300 61,30014 43,471 46,400 54,900 56,400 61,40015 43,600 46,500 55,250 56,500 61,50016 43,817 46,600 55,600 56,600 61,60017 43,900 46,700 55,950 56,700 61,70018 44,281 46,800 56,300 56,800 61,80019 44,531 46,900 56,650 56,900 61,90020 44,781 47,000 57,000 57,000 62,00021 45,031 47,100 57,350 57,100 62,10022 45,281 47,200 57,700 57,200 62,20023 45,531 47,300 58,050 57,300 62,30024 45,781 47,400 58,400 57,400 62,40025 46,031 47,500 58,750 57,500 62,50026 46,281 47,600 59,100 57,600 62,60027 46,531 47,700 59,450 57,700 62,70028 46,781 47,800 59,800 57,800 62,800

Up to 20 yrs of verified licensed nursing experience is allowed.(184 days, 7 hours per day)

PED Licensed Nurse184 days, 7 hours per day.

NURSE


Board Approved:

Page 5

STEP BA + 00 BA + 15 BA+45/MA+0 MA+15 MA+45 MA+MA, EDS, PHD0 41,052 41,552 42,052 42,552 43,152 44,1521 42,078 42,578 44,611 45,111 45,711 46,711

2 42,079 42,579 43,079 43,579 44,179 45,179

3 42,080 42,580 43,080 43,580 44,180 45,180

4 42,081 42,581 45,728 46,228 46,828 47,828

5 43,342 43,842 46,228 46,728 47,328 48,328

6 43,776 44,276 46,728 47,228 47,828 48,828

7 43,777 44,277 47,571 48,071 48,671 49,671

8 43,778 44,278 47,871 48,371 48,971 49,971

9 43,779 44,279 48,171 48,671 49,271 50,271

10 44,655 45,155 48,471 48,971 49,571 50,571

11 45,285 45,785 48,771 49,271 49,871 50,871

12 48,003 48,503 49,194 49,694 50,294 51,294

13 48,503 49,003 49,503 50,003 50,603 51,603

14 49,003 49,503 50,003 50,503 51,103 52,103

15 50,004 50,504 51,004 51,504 52,104 53,104

16 50,404 50,904 51,404 51,904 52,504 53,504

17 50,804 51,304 52,531 53,031 53,631 54,631

18 51,204 51,704 52,204 52,704 53,304 54,304

19 51,604 52,104 52,604 53,104 53,704 54,704

20 52,004 52,504 54,532 55,032 55,632 56,632

21 52,404 52,904 55,032 55,532 56,132 57,132

22 52,804 53,304 55,532 56,032 56,632 57,632

23 53,204 53,704 56,032 56,532 57,132 58,132

24 53,604 54,104 57,202 57,702 58,302 59,302

25 54,004 54,504 57,502 58,002 58,602 59,602

26 54,404 54,904 57,802 58,302 58,902 59,902

27 54,804 55,304 58,102 58,602 59,202 60,202

SOCIAL WORKERS & RESOURCE COORDINATORS

Up to 20 years of verified license and contractual teaching and administrative experience is allowed.

(184 Day, 7.5 Hours/Day)


Board Approved:

Page 6

StepHead

TeacherAsst. Elem.

Princ.Elem Princ 1-

205<200Elem Princ 2-

205>200Asst. MS

Princ - 205MS

PrincipalAsst. HS

Princ. - 220HS Principal -

2600 69,453 66,000 72,000 73,000 69,000 84,000 75,000 96,0001 69,454 66,001 72,001 73,001 69,001 84,001 75,001 96,0012 69,455 66,002 72,002 73,002 69,002 84,002 75,002 96,0023 69,456 66,003 72,003 73,003 69,003 84,003 75,003 96,0034 69,457 66,004 72,004 73,004 69,004 84,004 75,004 96,0045 69,458 66,005 72,005 73,005 69,005 84,005 75,005 96,0056 69,459 66,006 72,006 73,006 69,006 84,006 75,006 96,0067 69,460 66,007 72,007 73,007 69,007 84,007 75,007 96,0078 69,461 66,008 72,008 73,008 69,008 84,008 75,008 96,0089 69,462 66,009 72,009 73,009 69,009 84,009 75,009 96,009

10 69,463 66,010 72,010 73,010 69,010 84,010 75,010 96,01011 69,463 66,011 72,011 73,011 69,011 84,011 75,011 96,01112 69,464 66,012 72,012 73,012 69,012 84,012 75,012 96,01213 69,465 66,013 72,013 73,013 69,013 84,013 75,013 96,01314 69,466 66,014 72,014 73,014 69,014 84,014 75,014 96,01415 69,467 66,015 72,015 73,015 69,015 84,015 75,015 96,01516 69,468 66,016 72,016 73,016 69,016 84,016 75,016 96,01617 69,469 66,017 72,017 73,017 69,017 84,017 75,017 96,01718 69,470 66,018 72,018 73,818 69,018 84,018 75,018 96,01819 69,471 66,019 73,638 73,819 69,019 84,019 75,019 96,01920 69,472 66,020 73,639 73,820 69,020 84,020 75,020 96,02021 69,473 66,021 73,640 73,821 69,021 84,021 75,021 96,02122 69,474 66,022 73,641 73,822 69,022 84,022 75,022 96,02223 69,475 66,023 73,642 73,823 69,023 84,023 75,023 96,02324 69,476 66,024 73,643 74,124 69,024 84,024 75,024 96,02425 69,477 66,025 73,644 74,125 69,025 84,025 75,025 96,02526 69,478 66,026 73,645 74,126 76,055 84,026 75,026 96,02627 69,479 66,027 73,646 74,127 76,056 84,027 75,027 96,02728 69,480 66,028 73,647 74,128 76,057 84,028 75,028 96,02829 69,481 66,029 73,648 74,129 76,058 84,029 75,029 96,02930 69,482 66,030 73,649 74,130 76,059 84,030 75,030 96,03031 69,483 66,031 73,650 74,131 76,060 84,031 75,031 96,03138 69,484 66,032 73,651 74,132 76,061 84,032 75,032 96,03239 69,485 66,033 73,652 74,133 76,062 84,033 75,033 96,03340 73,083 66,034 73,653 74,134 76,063 84,034 75,034 96,034

Maximum experience credit for all employees is 20 years.

PRINCIPAL

All job related experience is allowed.


Board Approved:

Page 7

STEPAssist Manager Manager Assistant Dir

Director 1 (no degree)

Director 2 (BA+)

Director 3 (MA+)

0 50,000 56,100 56,000 63,000 69,000 76,000

1 50,400 56,500 56,400 63,500 69,350 76,250

2 50,800 56,900 56,800 63,850 69,700 76,500

3 51,200 57,300 57,200 64,200 70,050 76,750

4 51,600 57,700 57,600 64,550 70,400 77,000

5 52,000 58,100 58,000 64,900 70,750 77,250

6 52,400 58,500 58,400 65,250 71,100 77,500

7 52,800 58,900 58,800 65,600 71,450 77,750

8 53,200 59,300 59,200 65,950 71,800 78,000

9 53,600 59,700 59,600 66,300 72,150 78,250

10 54,000 60,100 60,000 66,650 72,500 78,500

11 54,400 60,500 60,400 67,000 72,850 78,750

12 54,800 60,900 60,800 67,350 74,600 79,000

13 55,200 61,300 61,200 67,650 74,750 79,250

14 55,600 66,547 61,600 68,050 74,900 79,500

15 56,000 66,548 62,000 68,400 75,050 79,750

16 56,400 66,549 62,400 68,750 75,200 80,000

17 56,800 66,550 62,800 69,100 75,350 80,250

18 57,200 66,551 63,200 69,450 75,500 80,500

19 57,600 66,552 63,600 69,800 75,650 80,750

20 58,000 66,553 64,000 70,150 75,800 81,000

21 58,400 72,678 64,400 70,500 75,950 81,250

22 58,800 72,680 64,600 73,555 76,100 81,500

23 59,200 72,681 64,800 73,556 76,250 81,750

24 59,600 72,682 65,000 73,557 76,400 83,925

25 60,000 72,683 65,200 73,558 76,550 83,926

26 60,400 72,684 65,400 73,559 76,700 83,927

27 60,800 72,685 65,600 73,560 76,850 83,928

28 61,200 72,686 65,800 73,561 77,000 83,929

29 61,600 72,687 66,000 73,562 77,001 83,930

30 62,000 72,688 66,200 73,563 77,002 83,931

31 62,400 72,689 66,400 73,564 77,003 83,932

32 62,800 72,690 66,600 73,565 77,004 83,933

33 63,200 72,691 66,800 73,566 77,005 83,934260 days

ADMINISTRATOR / MANAGER & DIRECTOR

All job related experience is allowedMaximum experience credit for all employees is 20 years


Board Approved:

Page 8

STEP

ELEM OM <200

205 days

ELEM OM >200

205 days Admin II 260

daysAdmin III 260

days

ExecAdmin III 260

days

AP, AR, Procurement

Support

HR, PR, Finance,

Insurance Specialist

Accounts Payable/Pay-

roll Lead

Grandfathered Program

SpecialistTechnology Specialist

Technology Cert/Degree CPO STEP

0 21,800 22,800 24,960 33,920 40,000 34,000 37,000 42,750 40,000 40,000 50,000 43,000 01 22,161 23,425 24,961 34,000 40,250 34,200 37,500 42,975 40,500 40,500 50,500 44,000 12 22,400 23,400 25,000 34,768 40,750 34,400 38,000 43,200 41,000 41,000 51,000 45,000 23 22,700 23,700 25,500 34,800 41,250 34,600 38,500 43,425 41,233 41,500 51,500 46,000 34 23,000 24,000 25,750 34,840 41,750 34,800 39,250 43,650 41,733 41,750 52,000 47,000 45 23,300 24,300 26,000 34,880 42,250 35,000 39,300 43,875 42,266 42,250 52,500 48,000 56 23,600 24,600 26,260 34,980 42,750 35,200 40,456 44,100 42,366 42,750 53,000 49,000 67 23,900 24,900 26,660 35,080 43,250 35,400 40,457 44,325 42,466 43,250 53,500 50,000 78 24,200 25,200 27,060 35,180 43,750 35,600 40,500 44,550 42,566 43,750 54,000 51,000 89 24,450 25,450 27,460 35,280 44,250 36,171 40,600 44,775 42,666 44,250 54,500 52,000 9

10 24,700 25,700 27,860 35,380 44,750 36,271 40,700 45,000 42,766 44,750 55,000 53,000 1011 24,950 25,950 28,260 35,480 44,350 36,371 40,800 45,225 42,866 45,250 55,500 54,000 1112 25,200 26,200 28,660 35,580 44,625 36,471 40,900 45,450 42,966 48,121 56,000 55,000 1213 25,450 26,450 29,060 35,680 44,900 36,571 41,000 45,675 43,066 48,621 56,500 56,000 1314 25,700 26,700 29,500 37,450 45,175 36,671 41,100 45,900 43,166 49,121 57,000 57,000 1415 25,950 26,950 29,950 37,550 45,450 36,771 41,200 46,125 43,266 49,621 57,500 58,000 1516 26,125 27,125 30,400 37,650 45,725 36,871 41,300 46,350 43,366 50,360 58,000 59,000 1617 26,650 27,650 30,850 37,750 46,000 36,971 41,400 46,575 43,466 50,460 58,500 60,000 1718 26,700 27,700 31,300 37,850 46,275 37,071 41,500 46,800 43,566 50,560 59,000 61,000 1819 26,750 27,750 31,750 37,851 46,425 37,171 41,600 47,025 43,666 50,660 59,500 62,000 1920 26,800 27,800 32,200 37,852 46,575 37,271 41,700 47,250 44,233 50,760 60,000 63,000 2021 26,850 27,850 32,650 37,853 46,725 37,371 41,800 47,475 44,733 50,860 60,500 64,000 2122 26,900 27,900 33,100 37,854 46,875 37,471 41,900 47,700 45,233 50,960 61,000 65,000 2223 26,950 27,950 33,550 37,855 47,025 37,571 42,000 47,925 45,733 51,060 61,500 66,000 2324 27,000 28,000 33,600 37,856 47,175 37,671 42,100 48,150 46,493 51,160 62,000 67,000 2425 27,050 28,050 33,650 37,857 47,325 37,771 42,200 48,375 46,494 51,260 62,500 68,000 2526 27,100 28,100 33,700 37,858 47,475 37,871 42,300 48,600 46,495 51,360 63,000 69,000 2627 27,150 28,150 33,750 37,859 47,625 37,971 42,400 48,825 46,496 51,460 63,500 70,000 2728 26,902 27,902 33,800 37,860 47,775 38,071 42,500 49,050 46,497 51,560 64,000 71,000 2829 27,250 28,250 33,850 37,861 47,925 38,171 42,600 49,275 46,498 51,660 64,500 72,000 2930 27,300 28,300 33,900 37,862 48,075 38,271 42,700 49,500 46,499 51,760 65,000 73,000 3031 27,301 28,301 33,901 37,863 48,076 38,272 42,701 49,501 46,500 51,761 65,001 74,000 3132 27,302 28,302 3233 27,303 28,303 3334 27,304 28,304 3435 27,305 28,305 3536 27,306 28,306 3637 32,226 33,226 All in-district job related experience is allowed 3738 32,227 33,227 3839 32,228 35,346 Five years for Business/HR related fields is allowed 39

ADMINISTRATIVE ASSISTANTS SALARY SCHEDULE

Three years of job related experience is allowedGF/194 days - 15,814


Board Approved:

Page 9

BUS DRIVER $16.42 @ 179 DAYS




BUS ASST. $10.87 @ 179 DAYS

BUS ASSIST. $12.16 @ 179 DAYS

BUS ASST w/ CDL $16.65 @ 179 DAYS

BUS ASST. $13.22 @179 DAYS

1 HOUR 2,939 3,519 3,507 3,925 1,945 2,177 2,981 2,3661.5 HOUR 4,409 5,279 5,260 5,888 2,917 3,265 4,471 3,5502 HOUR 5,878 7,038 7,013 7,851 3,890 4,353 5,962 4,7332.25 HOURS 6,613 7,920 7,890 8,833 4,376 4,897 6,707 5,3242.5 HOUR 7,348 8,798 8,767 9,815 4,862 5,442 7,452 5,9162.88 HOURS 8,465 10,135 10,099 11,306 5,601 6,269 8,585 6,8153 HOUR 8,818 10,557 10,520 11,776 5,835 6,530 8,942 7,0993.5 HOUR 10,287 12,317 12,273 13,739 6,807 7,618 10,433 8,2824 HOUR 11,757 14,077 14,026 15,702 7,779 8,707 11,923 9,4664.25 HOURS 12,492 14,956 14,903 16,685 8,266 9,251 12,668 10,0574.5 HOUR 13,226 15,836 15,780 17,666 8,752 9,795 13,414 10,6495 HOUR 14,696 17,599 17,533 19,630 9,724 10,883 14,904 11,8325.25 HOURS 15,431 18,478 18,410 20,610 10,210 11,427 15,649 12,4235.5 HOUR 16,165 19,355 19,286 21,592 10,697 11,972 16,399 13,0155.75 HOURS 16,900 20,235 20,163 22,571 11,183 12,516 17,140 13,6076 HOUR 17,635 21,119 21,040 23,553 11,669 13,060 17,885 14,198

BUS ASST. $18.54---PRE-K ROUTE

BUS DRIVER $21.93--- PRE-K ROUTE

BUS DRIVER $16.42---PRE-K ROUTE

BUS DRIVER $18.55---PRE-K ROUTE

BUS ASST $10.87 --- PRE-K ROUTE

BUS ASST $12.16 --- PRE-K ROUTE

BUS ASST w/ CDL $16.65 --- PRE-K ROUTE

BUS ASST w/ CDL $18.54---- PRE-K ROUTE

1 HOUR 3,344 3,729 2,791 3,154 1,848 2,067 2,832 3,1521.5 HOUR 5,014 5,593 4,187 4,730 2,771 3,101 4,247 4,7282 HOUR 6,674 7,457 5,583 6,307 3,694 4,134 5,662 6,3032.25 HOURS 7,508 8,389 6,281 7,095 4,156 4,651 6,370 7,0912.5 HOUR 8,343 9,321 6,979 7,884 4,618 5,168 7,077 7,8792.88 HOURS 9,611 10,738 8,039 9,082 5,320 5,954 8,153 9,0773 HOUR 10,011 11,185 8,374 9,461 5,541 6,202 8,493 9,4553.5 HOUR 11,680 13,049 9,770 11,037 6,465 7,235 9,908 11,0314 HOUR 13,348 14,913 11,166 12,614 7,388 8,269 11,324 12,6074.25 HOURS 14,105 15,845 11,863 13,402 7,850 8,786 12,032 13,3954.5 HOUR 15,017 16,778 12,561 14,191 8,312 9,302 12,739 14,1835 HOUR 16,685 18,642 13,957 15,768 9,235 10,336 14,155 15,7585.25 HOURS 17,520 19,574 14,655 16,556 9,697 10,853 14,862 16,5465.5 HOUR 18,354 20,506 15,353 17,344 10,159 11,370 15,570 17,3345.75 HOURS 19,188 21,438 16,051 18,133 10,621 11,886 16,278 18,1226 HOUR 20,023 22,370 16,748 18,921 11,082 12,403 16,986 18,910

BUS ASSISTANTS and BUS DRIVERS(179 DAYS)


Board Approved:

Page 10

STEPCOOK

6 hours1-3 Cooks 6.5 hours

4-6 Cooks 6.5 hours

COOKS 7 hours

1-3 Cooks 7.5 hours

4-6 Cooks 7.5 hours

0 $12,144.00 $12,600.00 $12,700.00 $13,700.00 $14,700.00 $15,000.00

1 $12,254.40 $12,663.00 $12,726.00 $13,776.00 $14,776.00 $15,194.00

2 $12,327.00 $12,668.00 $12,731.00 $14,603.00 $15,603.00 $15,199.00

3 $12,328.00 $12,674.00 $12,737.00 $14,608.00 $15,608.00 $15,204.00

4 $12,355.00 $12,684.00 $12,746.00 $14,613.00 $15,613.00 $15,215.00

5 $12,382.00 $13,446.00 $13,546.00 $14,623.00 $15,623.00 $15,679.00

6 $12,383.00 $13,450.00 $13,550.00 $14,673.00 $15,673.00 $16,620.00

7 $12,439.00 $13,578.00 $13,678.00 $14,723.00 $15,723.00 $16,920.00

8 $12,440.00 $13,628.00 $13,728.00 $14,838.00 $15,838.00 $17,070.00

9 $12,534.00 $13,678.00 $13,778.00 $14,938.00 $15,938.00 $17,220.00

10 $12,600.00 $13,728.00 $13,828.00 $15,038.00 $16,038.00 $17,370.00

11 $12,601.00 $13,844.00 $13,944.00 $15,138.00 $16,138.00 $17,520.00

12 $12,602.00 $13,944.00 $14,044.00 $15,238.00 $16,238.00 $17,670.00

13 $12,603.00 $14,044.00 $14,144.00 $15,338.00 $16,338.00 $17,820.00

14 $12,604.00 $14,144.00 $14,244.00 $15,438.00 $16,438.00 $17,970.00

15 $12,605.00 $14,244.00 $14,318.00 $15,538.00 $16,538.00 $18,120.00

16 $12,606.00 $14,344.00 $14,617.00 $16,084.00 $17,084.00 $19,846.00

17 $12,607.00 $14,444.00 $14,667.00 $16,384.00 $17,384.00 $20,146.00

18 $12,608.00 $14,544.00 $14,717.00 $16,658.00 $17,658.00 $20,446.00

19 $12,609.00 $15,471.00 $15,571.00 $16,958.00 $17,958.00 $20,746.00

20 $14,528.00 $15,621.00 $15,721.00 $17,258.00 $18,258.00 $21,046.00

21 $14,529.00 $15,771.00 $15,871.00 $17,558.00 $18,558.00 $21,346.00

22 $14,530.00 $15,921.00 $16,021.00 $17,858.00 $18,858.00 $21,646.00

23 $14,531.00 $16,918.00 $17,018.00 $18,158.00 $19,158.00 $21,946.00

24 $14,532.00 $17,118.00 $17,218.00 $18,458.00 $19,458.00 $22,246.00

25 $14,533.00 $17,318.00 $17,418.00 $18,758.00 $19,758.00 $22,546.00

26 $14,534.00 $17,518.00 $17,618.00 $19,058.00 $20,058.00 $22,846.00

27 $14,535.00 $17,718.00 $17,818.00 $19,358.00 $20,358.00 $23,146.00

28 $14,536.00 $17,918.00 $18,018.00 $19,658.00 $20,658.00 $23,446.00

29 $14,537.00 $18,118.00 $18,218.00 $19,958.00 $20,958.00 $23,746.00

184 days

Multiple site supervisor head cook will receive an additional $1,500 for each site supervisedAll in district job related experience is allowedIn the event that a Cook is absent, and a substitute is not called in, Cooks at work will receive an additional $2.00 per hour for that day (if understaffed based on enrollment, 1 cook per 100 students). A separate timesheet will be submitted and processed monthly.

COOKS, HEAD COOKS and MULTI SITE

HEAD COOK HEAD COOKMULTIPLE SITESSINGLE SITE

Three years of job related experience is allowed


Board Approved:

Page 11

STEP Custodian Head Custodian

GroundsWarehouse

MaintenanceLic & Certified

Level I

Entry Level Lic & Certified

Level II

Journeyman Lic & Certified

Level III

Journeyman Lic & Certified

Level IV0 22,880 23,000 23,700 37,500 40,000 42,000 44,0001 23,000 23,100 23,701 38,375 41,500 42,500 45,0002 23,151 23,251 23,702 39,526 42,500 43,000 46,0003 23,178 23,586 23,703 39,922 43,500 44,000 47,0004 23,207 23,587 23,704 39,923 44,500 45,000 48,0005 23,235 23,588 23,705 40,809 45,631 46,000 49,0006 23,266 23,589 24,413 41,182 45,700 47,000 50,0007 23,382 23,590 24,657 41,557 46,028 47,519 51,0008 23,499 23,599 24,658 41,930 46,250 48,000 52,0009 23,614 23,714 24,659 41,931 46,500 49,000 53,000

10 23,714 23,814 24,660 41,932 46,750 50,000 54,00011 23,845 24,077 25,160 41,933 47,000 51,000 55,00012 23,945 24,177 25,61213 24,045 24,277 25,81214 24,193 24,377 26,01215 24,293 24,477 26,21216 24,424 24,656 26,41217 24,540 24,756 26,61218 24,772 24,856 26,81219 24,872 24,956 27,01220 24,972 25,056 27,21221 25,859 25,959 27,41222 26,438 26,538 27,61223 27,017 27,117 31,92024 27,117 27,217 32,12025 27,217 27,317 32,32026 27,317 27,417 32,52027 27,417 27,517 32,72028 27,517 27,617 32,92029 30,490 30,590 33,12030 30,590 30,690 35,93431 30,690 30,790 35,935

All coursework must be related to position and pre-approved.All in-district job related experience is allowed.

Three years of job related experience is allowed.

SUPPORT STAFF CUSTODIAL, WAREHOUSE/MAINTENANCE, LICENSED & CERTIFIED

Ten years for license expereince is allowed


Board Approved:

Page 12

Library Assistant

STEP 48 HRS Para Pro 49-60 HRS

48 HRS Para Pro 49-60 HRS

0 14,500 15,000 14,500 15,000 14,3501 14,840 15,264 14,819 15,211 15,2112 15,582 16,028 15,019 15,973 15,6113 15,583 16,029 15,219 15,974 15,7004 15,585 16,030 15,562 15,975 15,9755 15,785 16,031 15,572 15,976 15,9766 15,985 16,317 16,584 16,376 15,9777 16,039 16,392 16,658 16,776 16,6168 16,044 16,467 16,659 17,100 16,6239 16,047 16,542 16,660 17,150 16,630

10 16,167 16,617 16,661 17,200 16,64011 16,287 16,692 16,665 17,250 16,69012 16,407 16,767 16,666 17,300 16,74013 16,527 16,842 16,866 17,350 16,79014 16,647 16,917 17,066 17,477 16,84015 16,767 17,046 17,266 17,661 16,89016 16,887 17,146 17,466 17,811 16,94017 17,081 17,246 17,666 17,961 16,99018 17,181 17,346 17,866 18,111 17,04019 17,281 17,446 18,066 18,261 17,09020 17,381 17,546 18,142 18,588 17,14021 17,481 17,646 18,329 18,688 17,19022 17,581 17,746 18,429 18,959 17,24023 17,681 17,846 18,529 19,143 17,29024 17,781 17,946 18,629 19,243 17,58125 17,881 18,046 18,729 19,343 17,59126 17,981 18,146 18,829 19,443 17,60127 18,081 18,246 18,929 19,543 17,61128 18,181 18,346 19,029 19,643 17,62129 18,281 18,446 19,129 19,743 17,63130 18,381 18,546 19,229 19,843 17,64131 18,481 18,646 19,329 19,943 17,65132 18,581 18,746 19,429 20,043 17,66133 18,681 18,846 19,529 20,14334 18,781 18,946 19,629 20,24335 18,881 19,046 19,729 21,338

All in-district job related experience is allowed.

Educational Assistants must complete 48 semester hours as required or obtain a passing score of at least 70% on the ParaPro Assessment as per Public Education Department (PED) regulation.

Three years of job related experience is allowed.

EDUCATIONAL ASSISTANT SPECIAL EDUCATION

SUPPORT STAFF EDUCATIONAL ASSISTANTS


Board Approved:

Page 13

LEVEL III SP. ED. PERSONAL CARE 1,000(Year 12) 18,660 (Year 13) (Year 14) (Year 15) (Year 16) (Year 17) (Year 18) 20,470 (Year 19) (Year 20) (Year 21) 19,761 (Year 22) 21,355

EDUCATIONAL ASSISTANTSLEVEL III GRANDFATHERED


Board Approved:

Page 14

STEP Head of Security Security Officer

0 25,600 21,300

1 25,800 21,500

2 26,000 22,781

3 26,200 22,937

4 26,400 23,137

5 26,600 23,337

6 26,800 23,405

7 27,000 23,605

8 27,200 23,717

9 27,400 23,817

10 27,600 23,917

11 27,800 24,017

12 28,000 24,117

13 28,200 24,497

14 28,400 24,522

15 28,600 24,547

16 28,800 24,572

17 29,000 24,597

18 29,200 24,622

19 29,400 24,647

20 29,600 24,672

21 29,800 25,746

22 30,000 25,747

23 30,583 25,748

24 30,584 25,749

25 30,585 25,750

26 30,586 25,751

This schedule is for 184 days, 8 hours a day.

Security Officers

Maximum 20 years of job related experience is allowed.


Board Approved:

Page 15

High School Sport 0-3 yrs 4-7 yrs 8-11 yrs 12+ yrs

Football / Basketball/Cheer 4,800 5,400 6,000 6,600Assistants (JV,C Teams) 2,400 3,000 3,600

Wrestling 3,900 4,500 5,100 5,700Assitants (JV,C Teams) 2,000 2,600 3,200

Baseball and Softball 3,500 4,120 4,720 5,320Assistants (JV, C Teams) 2,000 2,600 3,200

Volleyball/Tennis 3,440 3,940 4,440 4,940Assistants (JV, C Teams) 1,963 2,563 3,163

Cross Country 3,050 3,550 4,060 4,560TrackGolfAssistants (JV, C Teams) 1,750 2,350 2,950

Middle School SportFOOTBALL 1,600 1,000VOLLEYBALL 7TH. AND 8TH. 1,200CROSS-COUNTRY BOYS/GIRLS 1,200BASKETBALL 7TH. AND 8TH. BOYS/GIRLS 1,600WRESTLING 1,200TRACK AND FIELD BOYS/GIRLS 1,200CHEER 2-SEASONS 1,000CHEER 1-SEASONS 600

SPECIAL ASSIGNMENTS All SeasonsAthletic Coordinator/ Scheduler 3,200

Fall Winter SpringAthletic Trainer 2,400 2,400 1,560Event Manager 1,000 1,000

Coaching experience will have to be documented and applicable to that sport and must have been a paid position at the secondary level.

Any current coach who's previous increment is greater than this schedule allows will be held "save-harmless" (no reduction)

COACHES SALARY SCHEDULE

**Assistant Coach (per 20 students or one for each level of play)

Middle School experience incentive (5 years or more in assignment) $400 Head; @250 Assistant

A Head Coach will be authorized to Coach the combined Boys/Girls sports and the contract will be reviewed and prorated accordingly to team size.


Board Approved:

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Education Category Occasional Long Term Temp (if staff returing)

Long Term Short (if vacant position until hire)

Degreed Daily Rate $95.00 $105.00 $147.00

Hourly Rate $13.57 $15.00 $21.00

Non-Degreed Daily Rate $85.00 $95.00 $112.00

Hourly Rate $12.14 $13.57 $16.00

Long Term Substitute1. Is successfully lesson planning and implementing a program of instruction (inclusive of grading) this is alligned with EPS curriculum2. Has good classroom management and discipline skills3. Is positively affecting learning as evidence by district student assessment results.4. NO penalties for sick days

Educational Assistants as SubstitutesEducational Assistants as substitutes for classroom teachers; additional full day $35.00Educational Assistants as substitutes for classroom teachers; additional half-day $17.50

Substitutes Hourly Special Education Bus Assistant (6 hours) $11.00 Cook (6 hours) $11.00 Custodian (8 hours) $11.00 Educational Assistants - Special Education $11.00 Educational Assistants - Special Education/Severe Needs $12.00 Clerical Staff $11.00 Office Manager $12.00

Substitutes will work 7 hours per day in accordance with the building reporting hours/lunch schedule. Substitutes reporting after the reporting hour time, or leaving before departure time will be pro-rated at appropriate hourly rate. Occasional Substitutes are not entitled to preparation period and must report to office manager/site administrator for other assigned duties during preparation time/hour.