GRANDVIEW SCHOOL DISTRICT #200 - files.pseofwa.org CBA.pdf · 2016-2020 Collective Bargaining...

Public School Employees of Washington/SEIU Local 1948

P.O. Box 798

Auburn, Washington 98071-0798

1-866-820-5652

www.pseclassified.org

COLLECTIVE BARGAINING AGREEMENT BETWEEN

GRANDVIEW SCHOOL DISTRICT #200

AND

PUBLIC SCHOOL EMPLOYEES OF GRANDVIEW

SEPTEMBER 1, 2016 - AUGUST 31, 2020

T A B L E O F C O N T E N T S

Page

DECLARATION OF PRINCIPLES 1

PREAMBLE 1

ARTICLE I RECOGNITION AND COVERAGE OF AGREEMENT 1

ARTICLE II RIGHTS OF THE EMPLOYER 4

ARTICLE III RIGHTS OF EMPLOYEES 5

ARTICLE IV RIGHTS OF THE ASSOCIATION 6

ARTICLE V APPROPRIATE MATTERS FOR CONSULTATION AND NEGOTIATION 8

ARTICLE VI HOURS OF WORK AND OVERTIME 9

ARTICLE VII HOLIDAYS AND VACATIONS 11

ARTICLE VIII LEAVES 13

ARTICLE IX PROBATION, SENIORITY AND LAYOFF PROCEDURES 16

ARTICLE X DISCIPLINE AND DISCHARGE OF EMPLOYEES 19

ARTICLE XI INSURANCE AND RETIREMENT 20

ARTICLE XII PROFESSIONAL DEVELOPMENT 21

ARTICLE XIII ASSOCIATION MEMBERSHIP AND CHECKOFF 21

ARTICLE XIV GRIEVANCE PROCEDURE 23

ARTICLE XV TRANSFER OF PREVIOUS EXPERIENCE 25

ARTICLE XVI SALARIES AND EMPLOYEE COMPENSATION 26

ARTICLE XVII TERM AND SEPARABILITY OF PROVISIONS 28

SIGNATURE PAGE 30

SCHEDULE A (Salary Schedule) 2016 –2017 31

2017 – 2018 32

SCHEDULE A ADDENDUM (Stipends, Longevity Payments & Education increments) 33 - 35

Memorandum of Understanding – Insurance

Memorandum of Understanding – Handbook – Bus Drivers

2016-2020 Collective Bargaining Agreement September 1, 2016

Grandview PSE / Grandview School District #200 Page 1 of 36

D E C L A R A T I O N O F P R I N C I P L E S 1

2

1. Participation of employees in the formulation and implementation of personnel policies affecting 3

them contributes to effective conduct of school business. 4

5

2. The efficient administration of the system of public instruction and well-being of employees 6

requires that orderly and constructive relationships be maintained between the parties hereto. 7

8

3. Subject to law and the paramount consideration of service to the public, employee-management 9

relations should be improved by providing employees an opportunity for greater participation in 10

the formulation and implementation of policies and procedures affecting the conditions of their 11

employment. 12

13

4. Effective employee-management cooperation requires a clear statement of the respective rights and 14

obligations of the parties hereto. 15

16

5. It is the intent and purpose of the parties hereto to promote and improve the efficient administration 17

of the District and the well-being of employees within the spirit of the Public Employees Collective 18

Bargaining Act, to establish a basic understanding relative to personnel policies, practices and 19

procedures, and to provide means for amicable discussion and adjustment of matters of mutual 20

interest. 21

22

23

24

P R E A M B L E 25

26

This Agreement is made and entered into between Grandview School District Number 116-200 27

(hereinafter "District") and Public School Employees of Grandview School District, an affiliate of 28

Public School Employees of Washington (hereinafter "Association") pursuant to RCW 41.56. 29

30

In accordance with the provisions of the Public Employees Collective Bargaining Act and regulations 31

promulgated pursuant thereto, and in consideration of the mutual covenants contained therein, the 32

parties agree as follows: 33

34

35

36

A R T I C L E I 37

38

RECOGNITION AND COVERAGE OF AGREEMENT 39

40

Section 1.1. 41

The District hereby recognizes the Association as the exclusive bargaining representative of all 42

employees in the bargaining unit described in Section 1.4, and the Association recognizes the 43

responsibility of representing the interests of all such employees. 44

45

46

47

48



Section 1.2. 1

Nothing contained herein shall be construed to include in the bargaining unit any person whose duties 2

as a deputy, administrative assistant, or secretary necessarily imply a confidential relationship to the 3

Board of Directors or Superintendent of the District pursuant to RCW 41.56.030 (2). Additionally 4

excluded: Food Service Supervisor, Transportation Supervisor, Maintenance Supervisor, Bookkeeper, 5

Payroll Clerk, Technical Support Staff, Superintendent Secretaries, Grandview Accounting 6

Association and Accountant. 7

8

Section 1.3. 9

Job descriptions for all positions subject to this Agreement will be developed and made 10

available to the Association upon request. 11

12

The District will confer with the Association before finalizing new job descriptions as well as changes 13

to existing job descriptions when more than two (2) responsibilities are to be revised. 14

15

Section 1.4. 16

The bargaining unit to which this Agreement is applicable shall consist of all classified employees 17

employed by the Grandview School District; in the following general job classifications: Custodial 18

(Custodian, Custodian Head), Maintenance (Maintenance), Mechanics (Bus Mechanic, Assistant Bus 19

Mechanic, Groundskeepers (Groundskeeper), Food Service (Head Cook, Baker, Cook/Cashiers), 20

Paraprofessionals (Paraprofessional, Self-Contained Paraprofessional, Certificated Nursing Assistant, 21

Library Paraprofessional, Speech/Language Pathologist Assistant, Certificated Deaf Interpreter, Bus 22

Aide, Playground Assistant) Transportation (Driver, Driver Trainer), Secretaries (Principal’s Secretary, 23

Federal State Programs, District Office-Sub Caller, Secretary, Migrant Home Visitor, Secretary 24

Assistant, Migrant Clerk, Clerical Assistant) and Security (Security Guard). Temporary Seasonal Asst. 25

(Temp Asst.). 26

27

Section 1.4.1 28

When a person works as a substitute for thirty (30) cumulative days in any one (1) year or 29

preceding year, they will be paid at the zero (0) step and will receive no other contract 30

coverage. 31

32

Section 1.4.2. 33

A Temporary Position is a position that is projected to be at least twenty (20) workdays but no 34

more than one-hundred and twenty (120) workdays in any school year. Current employees 35

shall have the right to these positions shall it generate more hours and or wages. Shall a current 36

employee be awarded a Temporary Position his or her position shall be held for his or her 37

return. 38

39

A. Current employees who apply for and take a Temporary Position will be given priority 40

over outside candidates and junior employees when the move would result in an 41

increase of hours, wages or both. 42

B. Current employees awarded Temporary Positions will be returned to their previously 43

held position. 44

C. If a current employee fills this position, his/her position will not be posted but will be 45

filled by a substitute for the duration; the choice to utilize a substitute shall be at the 46

discretion of the District. 47

48



D. Shall a newly hired employee fill the Temporary Position and should it go beyond one 1

hundred and twenty (120) workdays; the employee shall be credited with seniority and 2

all rights retroactive to the first (1st) day of employment. 3

4

Section 1.5. 5

A Replacement Employee is an employee who fills a position created by an employee on a leave of 6

absence or an extended leave of more than twenty (20) workdays, although bus driving positions shall 7

use Replacement Employees after fifteen (15) workdays. The District will make every effort to post the 8

Replacement Position as soon as they receive notification of the leave being more than the above stated 9

time. 10

11

A. Current employees who apply for and take Replacement Positions will be given priority 12

over outside candidates and junior employees when the move would result in an 13

increase of hours, wages or both. 14

B. Current employees who apply for Replacement Positions will be returned to their 15

previously held position. 16

C. If a continuing employee fills this position, his/her position will not be posted but will 17

be filled by a substitute for the duration; the choice to utilize a substitute shall be at the 18

discretion of the District. 19

D. Transportation Department shall move two (2) bus drivers that would benefit from an 20

increase in hours because of this replacement position, shall the employee desire the 21

movement, if not a substitute may be utilized. 22

23

Section 1.6. 24

Temporary Vacancies projected to exist for twenty (20) workdays or less are not subject to this 25

provision and may be filled with a substitute employee at the District’s discretion. 26

27

Section 1.7. Temporary Seasonal Assistant. 28

An employee who is employed from April 1 through September 30 annually. This position is 29

considered a full-time, forty (40) hour per week employee during the April 1 through September 30 30

time period. No work will be assigned between October 1 and March 31 annually. 31

32

A. Should a Temporary Seasonal Assistant work ten (10) days or more in a month they shall 33

accrue one (1) day per month of paid time off. This time can be used as personal leave. Any 34

unused leave (to a maximum of six (6) days per year) may be cashed out at one-hundred 35

percent (100%) after work ends on September 30. Temporary Seasonal Assistant(s) cannot 36

carry over personal leave balance to the next year. 37

38

B. Should the District reduce hours or eliminate positions within the Groundskeeper 39

Department, it is understood that Temporary Seasonal Assistant(s) employees/positions will 40

be the first employees to have their hours reduced and or position(s) eliminated. 41

42

C. There shall be up to five (5) Temporary Seasonal Assistant positions unless bargained with 43

the Association. 44

45

D. The pay is amended and attached to Schedule A. The employee(s) must work at least 46

seventy (70) workdays the previous year to advance on the salary schedule the following 47

year. 48



E. Temporary Seasonal Assistants shall remain on probationary status for ninety (90) days as 1

per Section 9.2. 2

3

F. The following articles and sections of the Collective Bargaining Agreement do not apply to 4

the Seasonal Groundkeeper position. 5

6

1. Temporary Seasonal Assistants are exempt from Article, VI, Section 6.4. (Overtime 7

Assignments). All overtime is to be offered to regular employee(s). If Non-Temporary 8

Seasonal Assistant employees are unavailable, Temporary Seasonal Assistant(s) 9

employees may elect for overtime. 10

2. Article, VIII, excluding Section 8.8.and 8.9. 11

3. Article, IX, excluding Section 9.2. (see above) 12

4. Article, XVII, Section 17.3. 13

14

15

16

A R T I C L E I I 17

18

RIGHTS OF THE EMPLOYER 19

20

Section 2.1. 21

It is agreed that the customary and usual rights, powers, functions, and authority of management are 22

vested in management officials of the District and the provisions of this Agreement is the right to the 23

following: 24

25

To direct the Work Force. 26

To hire, promote, retain, transfer, and assign employees in positions. 27

To suspend, discharge, demote or take other disciplinary action against employees. 28

To release employees from duties because of lack of work or for other legitimate reasons. 29

30

The District shall retain the right to maintain efficiency of the District operation by determining the 31

methods, the means, and the personnel by which operations undertaken by the employees in the unit 32

are to be conducted. 33

34

Section 2.2. 35

The right to make reasonable rules and regulations shall be considered acknowledged functions of the 36

District. In making rules and regulations relating to personnel policies, procedures and practices, and 37

matters of working conditions, the District shall give due regard and consideration to the rights of the 38

Association and the employees and to the obligations imposed by this Agreement. 39

40

41

42

43

44

45

46

47

48



A R T I C L E I I I 1

2

RIGHTS OF EMPLOYEES 3

4

Section 3.1. 5

It is agreed that all employees subject to this Agreement shall have and shall be protected in the 6

exercise of the right, freely and without fear of penalty or reprisal, to join and assist the Association. 7

The freedom of such employees to assist the Association shall be recognized as extending to 8

participation in the management of the Association, including presentation of the views of the 9

Association to the Board of Directors of the District or any other governmental body, group, or 10

individual. The District and Association shall take whatever action required or refrain from such 11

action in order to assure employees that no interference, restraint, coercion, or discrimination is 12

allowed within the District to encourage or discourage membership in any employee organization. 13

14

Section 3.2. 15

Each employee shall have the right to bring matters relating to this Agreement to the attention of 16

appropriate Association representatives and/or appropriate officials of the District. 17

18

Section 3.3. 19

Employees subject to this Agreement have the right to have Association representatives or other 20

persons present at discussions between themselves and supervisors or other representatives of the 21

District as hereinafter provided. 22

23

Section 3.4. 24

Neither the District, nor the Association, shall unlawfully discriminate against any employee subject to 25

this Agreement on the basis of race, creed, color, sex, religion, sexual orientation, age or marital status 26

or because of a physical handicap with respect to a position, the duties of which may be performed 27

efficiently by an individual without danger to the health or safety of the physically handicapped person 28

or others. 29

30

Section 3.5. 31

There shall be only one (1) official confidential personnel file, which will be kept in the District 32

Administration Office. This shall not preclude the use of any working files. An employee who wishes 33

to inspect the contents of his/her official file shall make an appointment. The inspection of the official 34

file shall be accomplished in the presence of a designated District official. 35

36

Section 3.5.1. 37

Each employee shall be provided a copy of all material placed in his or her personnel file 38

within ten (10) workdays of its insertion. An employee may attach comments to any material 39

that is a part of the personnel file. 40

41

Section 3.5.2. 42

All written material forming the basis for discipline, or adverse effect shall be limited to events 43

occurring during the previous three (3) years. Such information three (3) years or older shall be 44

expunged from the file at the written request of the employee, provided that no similar 45

incidents occur during this time period. An employee may request that a written warning may 46

be removed after two (2) years, provided that no similar incidents occur during that time 47

period. 48



Section 3.6. 1

Employees assigned duties for a student with diabetes under the parameters of RCW 28A.210.330 (2) 2

(a, b) shall be provided the training and right of refusal as described in the respective code and District 3

Policy. 4

5

Section 3.7. 6

Employees assigned duties for a student requiring catheterization under the parameters of RCW 7

28A.210.280, shall be provided the training and right of refusal as described in the respective code and 8

District Policy. 9

10

Section 3.8. New Employee Probationary Evaluation. 11

All newly-hired or reclassified employees will be notified by the end of sixty (60) workdays during the 12

standard ninety (90) workday probationary period, if there are performance deficiencies. At that time, 13

they will be given clear expectations for improvement by their supervisor and/or building 14

administrator, which will allow thirty (30) workdays to improve their performance, if needed. 15

16

Section 3.9. Trial Period. 17

Current employees who change jobs have a ten (10) workday trial period to return to their former position. 18

A substitute employee may be utilized to replace the employee who changes jobs for a (10) workday 19

trial period. 20

21

22

23

A R T I C L E I V 24

25

RIGHTS OF THE ASSOCIATION 26

27

Section 4.1. 28

The Association has the right and responsibility to enter collective negotiations with the object of 29

reaching an agreement applicable to all employees within the bargaining unit and to assist them in the 30

grievance procedure, when requested to do so by the employee, according to law, and the rules 31

governing this Agreement. 32

33

Section 4.2. 34

The Association shall promptly be notified by the District of any grievances or disciplinary actions of 35

any employee in the unit in accordance with the provisions of the Discharge and Grievance Procedure 36

Articles contained herein. The Association is entitled to have an observer at hearings conducted by 37

any District official or body arising out of grievance and to make known the Association's views 38

concerning the case. 39

40

Section 4.2.1. Seniority List. 41

On or before the last day of December of each year, the District shall provide a seniority list by 42

classification, to include hire date and daily hours worked, to the Association President. 43

44

Section 4.3. 45

The Association, as part of the general orientation of each new employee within the unit subject to this 46

Agreement, shall describe the employee's rights under the Public Employees Collective Bargaining Act 47



of 1967 and subsequent amendments thereto, and shall provide such employee with a copy of this 1

Agreement to be furnished by the Association. 2

3

Section 4.3.1. 4

An integral part of each employee’s tenure with the District is an understanding of this 5

Agreement and the role of the Association in the employment setting. As such, each new 6

employee, as part of her/his orientation shall be offered the opportunity to attend a thirty (30) 7

minute session where they will receive an overview of the Association and the contract. The 8

parties agree that it is highly beneficial for all bargaining unit employees to receive a 9

comprehensive new employee orientation as soon as possible, of which shall occur no later 10

than one (1) month after the employee is hired. 11

12

The Association Orientation Session will be conducted by a representative designated by the 13

Association and if at all possible to be scheduled once a month if needed. The Association will 14

provide the District with copies of all materials which will be distributed during the session. 15

16

Section 4.3.2. 17

The District will notify PSE of Washington and the Chapter President electronically of all new 18

hires. Information provided will include: name, position, location, home address, and hire date. 19

The District will supply an electronic file listing all bargaining unit employees with the above-20

listed information to PSE of Washington upon request, provided that such lists are not 21

requested more than four (4) times each calendar year. Monthly personnel updates (Board 22

Reports) of new hires, terminations, etc. will be reported electronically to the Chapter President 23

and PSE State Membership Department. 24

25

Section 4.4. 26

The Association reserves and retains the right to delegate to appropriate officials of the Public School 27

Employees of Washington State Organization, the right to bargain collectively, and represent 28

Association members in relation to the Grievance Procedure. 29

30

Section 4.5. 31

The President of the Association and designated representatives will be provided time off without pay 32

to a maximum of ten (10) workdays per year to attend regional or State meetings when the purpose of 33

those meetings is in the best interests of the District as determined by the District administration. 34

35

Section 4.6. 36

Upon request, the District will provide the Association with District and/or SPI generated personnel 37

reports. 38

39

Section 4.7. 40

Representatives of the Association, upon making their presence known to the 41

District, with approval of the Superintendent, shall have access to the District premises during business 42

hours, provided, that no conferences or meetings between employees and Association representatives 43

will in any way hamper or obstruct the normal flow of work, permission shall not be unreasonably 44

withheld. 45

46

47

48



Section 4.8. Bulletin Boards. 1

The District shall provide a bulletin board space in each school for the use of the Association. The 2

bulletins posted by the Association are the responsibility of the officials of the Association. Each 3

bulletin shall be signed by the Association official responsible for its posting. Unsigned notices or 4

bulletins may not be posted. There shall be no other distribution or posting by employees or the 5

Association of pamphlets, advertising, political matters, notices of any kind, or literature on District 6

property, other than herein provided. 7

8

Section 4.8.1. 9

The responsibility for the prompt removal of notices from the bulletin boards after they have 10

served their purpose shall rest with the individual who posted such notices. 11

12

Section 4.9. Calendar. 13

The Association will have the opportunity to provide input on the school calendar proposal when a 14

calendar is scheduled for adoption. 15

16

17

18

A R T I C L E V 19

20

APPROPRIATE MATTERS FOR CONSULTATION AND NEGOTIATION 21

22

Section 5.1. 23

It is agreed and understood that collective bargaining means the performance of the mutual obligations 24

of the Board and the Association to meet at reasonable times, to confer and negotiate in good faith, and 25

to execute a written agreement with respect to grievance procedures and collective negotiations on 26

personnel matters, including wages, hours, and working conditions, which may be peculiar to an 27

appropriate bargaining unit. 28

29

It is further understood and agreed to that notwithstanding the above obligation, neither the Board nor 30

Association shall be compelled to agree to a proposal or be required to make a concession, except as 31

provided in RCW 41.56. 32

33

Section 5.2. Labor Management Committee. 34

The Association will designate a Labor Management Committee of up to five (5) Association members 35

that will meet with the Superintendent of the District and/or his designated representatives at the 36

request of either party to discuss appropriate matters. The purpose of the meeting(s) is for the 37

Association and District to discuss issues arising in the day-to-day operation impacting the 38

Association. Prior meeting notification will be provided when possible. Meetings will be held by 39

mutual agreement of the parties. If outside their normal workday employee’s shall be compensated up 40

to one (1) hour. 41

42

Section 5.2.1. 43

Any newly created Schedule A position shall be bargained with the Association. It is 44

understood that the District Administration has the ultimate management prerogative to 45

establish new jobs/positions and duties. 46

47

48



A R T I C L E V I 1

2

HOURS OF WORK AND OVERTIME 3

4

Section 6.1. 5

The normal workweek shall consist of five (5) consecutive days, Monday through Friday, followed by 6

two (2) consecutive days of rest, Saturday and Sunday; provided, however, the District may assign an 7

employee to a workweek of any five (5) consecutive days which are followed by two (2) consecutive 8

days of rest. 9

10

Section 6.2. 11

Each employee shall be assigned to a definite and regular shift and workweek, which shall not be 12

changed without prior notice to the employee of five (5) business days, except in the case of an 13

emergency. 14

15

Section 6.3. Rest Periods. 16

Eight (8) hour employees shall be allowed an unpaid duty free meal period of at least thirty (30) 17

minutes, which commences no less than two (2) hours, nor more than five (5) hours from the 18

beginning of the shift. Meal periods shall be compensated by the employer when the employee is 19

required by the employer to remain on duty on the premises or at a prescribed work site in the interest 20

of the employer. No employee shall be required to work more than five (5) consecutive hours without 21

a meal period. 22

23

Employees working three (3) or more hours longer than a normal workday shall be allowed at least one 24

thirty (30) minute meal period prior to or during the overtime period. Employees shall be allowed a 25

rest period of no less than fifteen (15) minutes compensated by the employer for each four (4) hours of 26

working time. Rest periods shall be scheduled as near as possible to the midpoint of the work period. 27

28

Employees who are assigned to a shift less than eight (8) hours, rest/meal periods should be as follows: 29

30

7 to 8-hour work shift- One 30-minute uninterrupted meal period, with two (2) 15- 31

minute rest periods 32

5.25 to 6.75-hour work shift: One 30-minute uninterrupted meal period, with one (1) 15- 33

minute rest period 34

4 to 5-hour work shift: One 15-minute rest period 35

*Less than 4 hours: No rest period 36

37

*If employees need a short rest period during this group of shifts, due to the nature of the job 38

responsibility, it should be worked out with the respective supervisor. 39

40

Lunch Coverage will be provided to avoid interruptions, unless no other option is available. 41

42

Section 6.4. 43

All approved hours worked in excess of forty (40) hours a week shall be compensated at the rate of one 44

and one-half (1½) the employee's base rate. For this section only, paid holidays will be considered as 45

hours worked. 46

47

48



Section 6.4.1. Compensatory Time. 1

When an employee is requested or required by the supervisor to work hours beyond the 2

regular-scheduled hours of the position, the employee may elect compensatory time (“comp 3

time”) in lieu of pay as reimbursement. An employee has the right to choose between 4

compensatory time and paid time. An employer may not impose compensatory time as 5

payment for hours worked. Once “comp time” has been agreed upon, hours will accrue at the 6

rate of one (1) hour of comp time for each extra hour worked, until total time worked for the 7

week equals a total of (40) hours. Hours worked in excess of forty (40) hours for the week will 8

accrue at the overtime rate of one and one-half (1 ½) hours for each hour worked over forty 9

(40) hours. Said hours shall be taken within the same month accrued, or the following month. 10

Exceptions are to be approved by the Superintendent or Designee only. 11

12

Section 6.4.2. Call Back Time. 13

An employee called back after their regularly scheduled work shift has ended shall be paid a 14

minimum of two (2) hours call back time at the appropriate rate. This will not apply to a 15

problem caused by an individual employee's neglect. If a driver reports to work without 16

notification of cancellation, the driver shall receive two (2) hours pay at their regular drivers' 17

rate; provided, however, that the driver has made arrangements or provisions for such 18

notification. 19

20

Section 6.4.3. 21

Shall the District call an employee back to work on a scheduled day off who has used vacation 22

or personal leave hours during the same week, shall have those hours considered hours worked 23

for the purpose of computing overtime. 24

25

Section 6.4.4. 26

Bus Drivers, who miss their regularly scheduled shift due to cancellation of an extracurricular 27

trip, shall be compensated for their regular shift time during the workweek. 28

29

Section 6.4.5. 30

Holiday hours shall count as hours worked for overtime purposes. 31

32

Section 6.5. 33

From the first (1st) day, the employee shall receive their regular rate of pay plus an additional two 34

dollars and fifty cents ($2.50) per hour when the employee is asked to fill the position of Food Service 35

Supervisor, Maintenance Supervisor and Transportation Supervisor. 36

37

Section 6.6. Mandatory Trainings. 38

When attendance is required by the District for in-service programs, District meetings, or other 39

required class training other than certification requirements, employees shall be compensated at their 40

hourly rate of pay, and any fees/charges associated with the District required meetings shall be paid for 41

by the District. Employee’s shall have no less than two (2) weeks’ notice of mandatory training 42

outside the normal workday. 43

44

Section 6.7. Layover Time. 45

In situations where there are thirty (30) minutes or less between assignments, employees will be paid if 46

given job related responsibilities by the supervisor. This would not apply to split shift or multiple 47

assignments in separate job classifications. 48



Section 6.8. 1

Bus trips shall be assigned to drivers five (5) workdays in advance, if possible. 2

3

Section 6.9. 4

An employee who takes a higher paid classification and or position permanently will be paid at the 5

first (1st) rate in the higher classification and or position that will result in a salary increase. It is 6

understood that the employee’s longevity is retained. 7

8

All employees who are required, in writing, to work and assume a majority of the duties and 9

responsibilities in a higher paid classification and or position temporarily will be paid at the first (1st) 10

rate in the higher classification and or position that will result in a salary increase. The higher rate of 11

pay will be paid from first (1st) day. 12

13

Section 6.10. Emergency Closure. 14

In the event that it becomes necessary to close schools because of weather or other emergency 15

situations, employees will be notified when possible by 6:00 AM. Employees who start prior to this 16

time will receive notification earlier. If school has begun for the day and early dismissal is required, 17

employees shall be dismissed immediately following the departure of students for those employees 18

who work less than twelve (12) months. In the event the District fails to provide a minimum of forty-19

five (45) minute notification prior to the employee(s) shift, the employee(s) shall be compensated a 20

minimum of two (2) hours pay at the employee’s regular rate. The employee may be required to work the 21

two (2) hours. 22

23

Section 6.11. 24

No employee shall be subjected to loss of pay or benefits due to non-attendance on days when the school 25

have been closed for emergency reasons, as long as the employee makes up the time on approved 26

snow/make up days when applicable. 27

28

29

30

A R T I C L E V I I 31

32

HOLIDAYS AND VACATIONS 33

34

Section 7.1. Holidays. 35

All employees shall receive the following paid holidays that fall within their work year. It is agreed 36

and understood that employees who qualify for holiday pay for the July 4th paid holiday (Independence 37

Day) shall be paid for the 2000-2001 school year and for any subsequent years for which they qualify. 38

No additional payment shall be made for July 4th holidays worked prior to the 2000-2001 school year. 39

Provided however, no deductions shall be made for employees already compensated for that holiday 40

prior to school year 2000. 41

42

1. New Year's Day 7. Thanksgiving Day 43

2. Presidents' Day 8. Day after Thanksgiving 44

3. Memorial Day 9. Day before Christmas 45

4. Independence Day 10. Christmas Day 46

5. Labor Day 11. Martin Luther King Day 47

6. Veterans' Day 48



Section 7.1.1. Unworked Holidays. 1

Eligible employees shall receive pay equal to their normal work shift at their base rate in effect 2

at the time the holiday occurs. Employees who are on the active payroll on the holiday and 3

have worked their last scheduled shift preceding the holiday and their first (1st) scheduled shift 4

succeeding the holiday and are not on leave of absence shall be eligible for pay for such 5

unworked holiday. An exception to this requirement will occur if employees can furnish proof 6

satisfactory to the District that because of illness they were unable to work on either of such 7

shifts, and the absence previous to such holiday, by reason of such illness, has not been longer 8

than thirty (30) regular workdays. 9

10

Section 7.1.2. Worked Holidays. 11

Employees who are required to work on the above described holidays shall receive the pay due 12

them for the holiday plus one and one-half (1½) times their base rate for all hours worked on 13

such holiday; provided the employee works a forty (40) hour or more week. 14

15

Section 7.1.3. Holidays During Vacation. 16

Should the holiday occur while an employee is on vacation, the employee shall be allowed to 17

take one extra day of vacation with pay in lieu of the holiday as such. 18

19

Section 7.2. Vacations. 20

Upon completion of the first (1st) year of service with the School District, each full-time employee 21

shall be granted twelve (12) days paid vacation per year. Upon completion of the fourth (4th) year of 22

service, each full-time employee shall be granted thirteen (13) days paid vacation per year. Upon 23

completion of the seventh (7th) year of service, each full-time employee shall receive fourteen (14) 24

days paid vacation per year. Upon completion of the tenth (10th) year, each employee shall receive 25

fifteen (15) days paid vacation per year. Upon completion of the fifteenth (15th) year of service, each 26

full-time employee shall receive twenty (20) days paid vacation per year. 27

28

Section 7.2.1. 29

Time on layoff and time on authorized leave of absence for medical reasons will be counted as 30

continuous service for the purpose of establishing and retaining eligibility dates. Other leaves 31

of absence will not be counted toward seniority. 32

33

Section 7.2.2. 34

Except as provided in the following section, any vacation credit currently due but unused by the 35

new accrual date each year may be carried over for one (1) year following the accrual date with 36

the approval of the immediate supervisor and administration. No vacation may be carried over 37

for more than one (1) year beyond the date on which it became due; provided, however, no 38

employee shall be denied accrued vacation benefits due to District employment needs. 39

40

41

42

43

44

45

46

47

48



A R T I C L E V I I I 1

2

LEAVES 3

4

Section 8.1. Leave for Illness, Injury Or Emergency. 5

Each employee shall accumulate one (1) day sick leave per calendar month worked; provided, 6

however, that no employee shall accumulate less than ten (10) days of sick leave per school year. 7

Employees who work less than the school year shall receive a pro-rated portion of sick leave. Sick 8

leave shall be vested when earned and may be accumulated to the maximum allowable according to 9

State Law. The District shall project the number of annual sick leave days at the beginning of the 10

school year according to the estimated calendar months the employee is to work during that year. The 11

employee shall be entitled to the projected number of days of sick leave at the beginning of the school 12

year. Sick leave benefits shall be paid on the employee's base hourly rate applicable to the employee's 13

normal daily work shift. If an employee should use more sick leave than accumulated and then leave 14

the District's employ, the District shall have the right to deduct such coverage from the employee's 15

final pay check. Emergency leave must be approved by the employee's supervisor. A grant of sick 16

leave in excess of five (5) consecutive days must be verified by a written statement from a physician; 17

forms for this purpose will be available in each Principal's office. Sick leave for more than five (5) 18

consecutive days will not be granted unless the report turned in to the Administration Office by the 19

Supervisor at the end of the month is accompanied by the certification from the doctor. If medical 20

leave has been granted, the employee must submit a GSD “Doctor’s Estimate of Physical Capacities” 21

form prior to returning to work. Sick leave may be used to care for any relative residing in the 22

household of the employee including the following family members which necessitates the presence of 23

the classified employee; spouse, mother, father, daughter, son, sibling, mother-in-law, or father-in-law. 24

25

Section 8.1.1. Sick Leave Cashout. 26

The District agrees to abide by the present statute on sick leave cashout while it is in effect. If 27

the law or statute should change, both the District and the Association agree to abide by those 28

changes. The current statute provides as follows: Any eligible employee may exercise an 29

option to cash in unused sick leave days above an accumulation of sixty (60) days at a rate of 30

one (1) full day monetary compensation for four (4) accumulated sick leave days. At the 31

employee's option, they can in accordance with statutory law, cash-out their unused sick days in 32

January of the school year following any year in which a minimum of sixty (60) days of sick 33

leave is accrued and each January thereafter, at a rate equal to one (1) days monetary 34

compensation for each four (4) days of accrued sick leave. The employee's sick leave 35

accumulation shall be reduced four (4) days for each day compensated. The maximum 36

accumulation for purposes of sick leave cashout is one hundred eighty (180) days. VEBA III is 37

authorized for the annual and retirement options, but must be voted on annually by the 38

Association. 39

40

In addition, at the time of separation from the school district employment due to retirement or 41

death, an eligible employee or the employee's estate shall receive remuneration at a rate equal 42

to one (1) days current monetary compensation for each four (4) days of accrued leave for 43

illness or injury. 44

45

46

47

48



Section 8.1.2. 1

Sick leave sharing shall be allowed in accordance with RCW 28A.58.195. Leave granted shall 2

not exceed the remainder of the school year. Employees are allowed to share with all district 3

employees. 4

5

Section 8.2. Bereavement Leave. 6

Up to five (5) days shall be granted with pay for bereavement of a member of the employee’s 7

immediate family. Immediate family shall be parent, parent-in-law, spouse, or child. This category of 8

bereavement leave is not deductible from sick leave. Bereavement leave is noncumulative. Exception 9

to this provision may be granted by Superintendent action. Requests for an exception should be 10

submitted in writing to the District Office. 11

12

Emergency leave may be used with bereavement leave. Emergency leave, when used with 13

bereavement leave, will be deducted from sick leave. 14

15

Up to five (5) days of bereavement leave shall be granted for a sibling or sibling in-law. The first two 16

(2) days shall not be deducted from sick leave. The remaining three (3) days will be deducted from 17

sick leave. 18

19

Up to three (3) days leave, deducted from sick leave, per occurrence for absence occasioned by the 20

death of a relative residing in the household of the employee, or a grandparent, or grandchild residing 21

elsewhere. 22

23

One (1) day of bereavement leave, deducted from sick leave, shall be granted for the bereavement of 24

any other relative or close friend. 25

26

Section 8.3. 27

All employees shall be entitled to one (1) day of leave with pay each school year for professional, 28

legal, household or family matters of an emergency nature which cannot possibly be done outside of 29

school hours. 30

31

Section 8.4. Maternity and Adoption Leave. 32

Upon application therefore, the District may grant maternity or adoption leave. Such leave shall, when 33

approved by the Superintendent, commence at such time as the employee, and, in the case of maternity 34

leave, her medical advisor, deem necessary. Employees granted maternity leave must return to work 35

not later than one (1) year following the granting of either leave. The employee must notify the 36

District at least thirty (30) calendar days prior to the date of the leave commencing and no later than 37

thirty (30) calendar days prior to the end of the leave or thirty (30) calendar days prior to the end of the 38

school year of their intent to return. Provisions of the Family Medical Leave Act (FMLA) may apply to 39

maternity leave. 40

41

Section 8.5. Paternity Leave. 42

A male employee, upon request, may be granted up to three (3) days leave, on or about the date of the 43

birth of his child. Such leave shall be deducted from sick leave. Provisions of the Family Medical 44

Leave Act shall apply if the employee qualifies. 45

46

47

48



Section 8.6. Leave of Absence. 1

2

Section 8.6.1. 3

Upon recommendation of the immediate supervisor through administrative channels to the 4

Superintendent, and upon approval of the Board of Directors, an employee may be granted a 5

leave of absence for a period not to exceed one (1) year, without any District compensation; 6

provided, however, if such leave is granted due to extended illness, one (1) additional year may 7

be granted. 8

9

When the leave is approved, the employee will be informed in writing of the requirement that 10

he/she notify the school district in writing thirty (30) calendar days before the scheduled end of 11

the leave that he/she will return. Notification must be by that date or failure to do so will be 12

considered a resignation on the part of the employee. 13

14

Section 8.6.2. 15

The returning employee will be assigned to a similar or comparable position occupied before 16

the leave of absence. Employees hired to fill positions of employees on leave of absence will 17

be hired for a specific period of time, during which they shall be subject to all provisions of this 18

Agreement. It shall be the responsibility of the District to inform replacement employees of 19

their specific length of employment, if known. 20

21

Section 8.6.3. 22

The employee will retain accrued sick leave, vested vacation rights, and seniority rights while 23

on leave of absence. However, vacation credits, sick leave, and seniority shall not accrue while 24

the employee is on leave of absence; provided, however, that if such leave is approved for 25

extended illness or injury, seniority shall accrue. 26

27

Section 8.6.4. 28

Leave of Absence may not be granted outside of the District during the employee’s normal 29

workhours to take another job during the Leave of Absence period. 30

31

Section 8.7. Personal Leave. 32

Employees shall be granted three (3) days paid personal leave per year not deducted from sick leave, 33

and may carry over two (2) days for a maximum of five (5) days in any given year. Employees shall 34

not be required to give any reason for the use of personal leave. 35

36

Personal leave may not be taken in the first (1st) two (2) or last two (2) weeks of the school year except 37

in extraordinary cases and with permission from the Superintendent or Designee. 38

39

Any requests for personal leave must be submitted at least five (5) school days in advance and shall be 40

subject to the order in which requests are received. No more than five (5) personal leave days will be 41

granted district-wide on any given day. Requests received in addition to the first five (5) per day may 42

be granted at the discretion of the Superintendent or Designee. 43

44

Section 8.8. Jury Duty. 45

Any employee who is required to serve jury duty who is unavoidably detained, by the court, his or her 46

assigned shift shall be paid for the shift in question. Any jury duty pay from the court shall belong to 47

the employee. In addition, whenever jury duty does not take the full day, the employee will report to 48



his or her job for the remainder of the work schedule. A work certificate from the court must be 1

presented to the District upon completion of jury duty. 2

3

Section 8.9. 4

All employees are expected to work the days associated with their work calendar. Leave without pay 5

requires the approval of both the employee’s supervisor and the Assistant Superintendent prior to the 6

employee’s absence. The employee’s request for leave without pay will be reviewed on a case-by-case 7

basis. In the case an employee has used all accrued sick leave, unpaid leave will not be granted unless 8

employee has also used all accrued paid leave. Unapproved leave without pay may be considered job 9

abandonment. 10

11

Section 8.10. Family Medical Leave. 12

In addition to any other leave provided for elsewhere in this Agreement, upon the birth of a child, the 13

placement of a child with an employee for adoption or foster care, or for a serious health condition of an 14

employee or an employee’s spouse, child or parent, each employee who has been employed at least twelve 15

(12) months is entitled to a maximum of twelve (12) weeks unpaid leave; provided, however, that 16

employees may substitute accrued vacation or other personal leave for leaves related to the 17

birth/adoption/foster care of a child, and may use accrued sick leave to care for themselves or sick family 18

members as defined above. The employee must provide the employer with at least thirty (30) calendar 19

days written notice for foreseeable leaves for birth, adoption and planned medical treatment. During this 20

leave, the employer will continue to pay the same portion of insurance premiums as when the employee 21

was working, and will maintain the employee’s coverage under any group health plan. Upon return from 22

such leave, the employer will place the employee in his/her previous position, or one with equivalent pay 23

and benefits. This leave will be administered according to State and Federal law. 24

25

Notwithstanding the provisions of the federal Family and Medical Leave Act (FMLA), the employer 26

agrees to apply the provisions of that Act to all employees in the bargaining unit who worked one- 27

thousand eighty (1,080) hours or more in the previous twelve (12) months regardless of whether they 28

meet the eligibility requirements contained in the FMLA. 29

30

31

32

A R T I C L E I X 33

34

PROBATION, SENIORITY AND LAYOFF PROCEDURES 35

36

Section 9.1. 37

The seniority of an employee within the bargaining unit shall be established as of the date on which the 38

employee began continuous daily employment (hereinafter "hire date") unless such seniority shall be 39

lost as hereinafter provided. 40

41

Section 9.2. 42

Each new hire shall remain in a probationary status for a period of not more than ninety (90) days 43

following the hire date. During this probationary period the District may discharge such employee at 44

its discretion. 45

46

47

48



Section 9.3. 1

Upon completion of the probationary period, the employee will be subject to all rights and duties 2

contained in this Agreement retroactive to the hire date. 3

4

Section 9.4. 5

The seniority rights of an employee shall be lost for the following reasons: 6

A. Resignation; 7

B. Discharge for justifiable cause; 8

C. Retirement; or 9

D. Change in job classification within the bargaining unit, as hereinafter provided. 10

11

Section 9.5. 12

Seniority rights shall not be lost for the following reasons, without limitation: 13

A. Time lost by reason of industrial accident, industrial illness or judicial leave; 14

B. Time on leave of absence granted for the purpose of serving in the Armed Forces of the 15

United States; 16

C. Time spent on other authorized leaves; or 17

D. Time spent in layoff status as hereinafter provided. 18

19

Section 9.6. 20

Seniority rights shall be effective within the general job classifications as defined in Article I, 21

Section 1.4. 22

23

Section 9.7. 24

The employee with the earliest hire date shall have preferential rights regarding promotions, 25

assignment to new or open jobs or positions, and layoffs when ability and performance are 26

substantially equal with junior employees. If the District determines that seniority rights should not 27

govern because a junior employee possesses ability and performance substantially greater than a senior 28

employee or senior employees, the District shall set forth in writing, if requested, to the employee or 29

employees and the Association's grievance committee chairperson its reasons why the senior employee 30

or employees have been bypassed. 31

The Administration at the building level will strive to assign additional time in an equitable manner 32

among eligible employees. 33

34

Section 9.7.1. Shift Changes. 35

36

All shifts are subject to change. Shift change shall be governed by the following provisions: 37

38

A. District may extend a shift up to thirty (30) minutes with written notification to the 39

Association President. 40

41

B. A shift change of more than thirty (30) minutes and up to sixty (60) minutes requires 42

mutual consent of the district and the PSE Executive Board. The Superintendent/or 43

Designee must notify the Association President when the District is considering a shift 44

change of more than thirty (30) minutes and up to sixty (60) minutes. 45

46

The Association President will schedule a meeting within five (5) workdays to approve 47

or disapprove the request. Attending the meeting will be the Superintendent/or 48



Designee, the employee, the employee’s supervisor, and the PSE Executive Board and a 1

classification rep. 2

3

All parties in attendance must approve the requested shift change. If unanimous 4

agreement cannot be reached, then the position will be open. 5

6

C. Shift change of more than sixty (60) minutes will be open and all provisions of the 7

contract will apply. 8

9

When any permanent position is increased or decreased by more than thirty (30) minutes, a 10

more senior employee in the same job classification may request assignment to the position, 11

which generates the greater amount of compensation. An exception to this provision shall be 12

those situations, which would create a significant adverse impact on the program and shall be 13

brought to the Association President prior to implementation. 14

15

A junior employee who is displaced ("bumped") due to this section may request assignment to 16

a position occupied by a more junior employee; provided, however, that no junior employee 17

may be displaced when said junior employee is not qualified to fill any other position. 18

19

As any changes made according to this section could result in a series of position 20

reassignments, no change in assignments or work time will be accomplished until all requests 21

for reassignments have been acted upon. 22

23

It is recognized that such changes may affect the retirement and health benefits of the 24

employees involved, including potential loss as well as gain of benefits. 25

26

Section 9.8. 27

Employees who change job classifications within the bargaining unit shall retain their hire dates in the 28

previous classification for a period of one (1) year, notwithstanding that they have acquired a new hire 29

date and a new classification. 30

31

Section 9.9. 32

The District shall publicize within the bargaining unit the availability of all open positions no later than 33

ten (10) business days, after the district determines an open position exists. The District shall fill the 34

position(s) within fifteen (15) business days from the date the position closes, if there are qualified 35

internal applicants. The Association agrees to discuss extending these timelines at the District’s 36

request. A copy of the job posting shall be forwarded to the President of the Association and to the 37

Association representative of the classification concerned. 38

39

Section 9.10. 40

In the event of layoff, employees so affected are to be placed on a re-employment list maintained by 41

the District according to seniority ranking by classification. After current employees have had an 42

opportunity to fill the open position, the position which remains will be offered by seniority. Once a 43

position is offered, the laid off employee has seven (7) calendar days to accept the position before it is 44

offered to the next person laid off. Employees in layoff status shall remain on the re-employment list 45

for one (1) year. 46

47

48



Section 9.11. 1

Employees on layoff status shall file their phone number, address and email address (if applicable) in 2

writing with the Human Resource office of the District and shall thereafter promptly advise the District 3

in writing of any changes of address. 4

5

Section 9.12. 6

An employee shall forfeit rights to reemployment as provided in Section 9.10 if the employee does not 7

comply with the requirements of Section 9.11, or if the employee does not respond to the offer of 8

reemployment within seven (7) calendar days. 9

10

Section 9.12.1. 11

The District shall do one of the following: send a certified letter or e-mail with a message read 12

receipt to obtain the confirmation and date of an employee being offered reemployment. If an 13

employee on layoff status rejects an offer of reemployment, or who fails to respond within 14

seven (7) calendar days of the date of the offer, or if the certified letter is returned to the district 15

as undeliverable, the employee forfeits seniority and all other accrued benefits, including 16

reemployment rights; provided that such employee is offered a position substantially equal to 17

that held prior to layoff. 18

19

20

21

A R T I C L E X 22

23

DISCIPLINE AND DISCHARGE OF EMPLOYEES 24

25

Section 10.1. 26

The District shall have the right to discipline or discharge an employee for justifiable cause. The issue 27

of justifiable cause shall be resolved in accordance with the grievance procedure hereinafter provided. 28

If the District has reason to reprimand an employee, it shall be done in a manner which will not 29

embarrass the employee before other employees or the public. The following progression of employee 30

discipline shall generally be followed: verbal warning, written reprimand, suspension and termination. 31

32

Section 10.2. Notification to Non-Annual Employees. 33

This section is intended to be applicable 34

to those employees whose duties necessarily imply less than twelve (12) months (excluding vacations) 35

work per year. 36

37

Section 10.2.1. 38

Should the District decide to discharge or layoff any non-annual employee, the employee shall 39

be so notified in writing prior to the expiration of the school year. 40

41

Section 10.2.2. 42

Nothing contained herein shall be construed to prevent the District from discharging an 43

employee for acts of misconduct occurring after the expiration of the school year. 44

45

Section 10.2.3. 46

Nothing contained in this section shall in any regard limit the operation of other sections of this 47

Article. 48



1

Section 10.3. 2

Except in extraordinary cases, and as otherwise provided in this Article, the District will give 3

employees two (2) weeks notice of intention to discharge or layoff. 4

5

6

7

A R T I C L E X I 8

9

INSURANCE AND RETIREMENT 10

11

Section 11.1. 12

The District shall pay to the classified insurance premium pool the amount legislatively authorized plus 13

the current cost of the retiree health care carve out per month per FTE toward each eligible employee's 14

insurance benefit. The definition of the FTE for the purpose of this benefit alone is an employee who 15

works 1,440 hours per year. Employees working less than four (4) hours per day are not eligible for 16

insurance under this section. 17

18

Section 11.1.1. 19

The District shall contribute forty thousand dollars ($40,000) for each year of the contract to be 20

placed in the insurance pool. 21

22

Section 11.2. 23

The District shall provide tort liability coverage for all employees subject to this Agreement. 24

25

Section 11.3. 26

The District shall make required contributions for State Industrial Insurance on behalf of all employees 27

subject to this Agreement. 28

29

Section 11.4. 30

In determining whether an employee subject to this Agreement is eligible for participation in the 31

Washington State Public Employees' Retirement System, the District shall report all hours worked, 32

whether straight time, overtime, or otherwise. 33

34

Section 11.5. 35

All employees subject to this Agreement shall be entitled to participate in a tax shelter annuity plan 36

sponsored by the Public School Employees of Washington. On receipt of a written authorization by an 37

employee, the District shall make the requisite withholding adjustments, and deductions from the 38

employee's salary. 39

40

Section 11.6. 41

Employees whose insurance coverage includes summer work shall be required to fulfill their summer 42

work commitment or pay the difference in the insurance premium. 43

44

Section 11.7. 45

Employees shall have the right to remain on their group insurance plan while on leave of absence, if 46

funded by the individual employee, and allowed by the insurance company. 47

48



Section 11.8. 1

The Parties (District and Association) shall have the right to open the contract at any time to deal with 2

Health Insurance issues related to compliance with state or federal law and/or potential employee 3

eligibility for subsidies or tax credits from the Federal Government. The Parties agree to cooperate. 4

5

6

7

A R T I C L E X I I 8

9

PROFESSIONAL DEVELOPMENT 10

11

Section 12.1. 12

For the mutual benefit of the employees and the School District there shall be funds available, which 13

may be used for classified employees in the following manner: 14

15

1. Classified employees who attend approved in-service opportunities during their workday shall 16

do so without loss of pay. 17

18

2. Approved conferences/workshop fees will be paid by the District. 19

20

3. Reimbursement for approved travel expenses incurred by the employee. 21

22

4. District will work with the Association through Labor Management to ensure that all 23

classifications are receiving opportunities for professional development. 24

25

Section 12.2. 26

The District shall make available and fund first aid training when such training is required for 27

certification. 28

29

Section 12.3. 30

It is mutually agreed that the Association and the District will cooperate in developing in-service 31

workshops needed by the District and the Association members. This will be accomplished by a 32

committee of five (5) members, with three (3) from the Association and two (2) from the District. 33

The District shall attempt to provide clock hours for qualifying workshops. Additional pay will be 34

made available to employees when required to attend the workshop beyond their regularly scheduled 35

shift. The cost for the clock hours will be the responsibility of the employee. 36

37

38

39

A R T I C L E X I I I 40

41

ASSOCIATION MEMBERSHIP AND CHECKOFF 42

43

Section 13.1. 44

Each employee subject to this Agreement, who, on the effective date of this Agreement, is a member 45

of the Association in good standing, and each employee subject to this Agreement who thereafter 46

becomes a member of the Association in good standing, shall, as a condition of employment, maintain 47

membership in the Association in good standing during the period of this Agreement. 48



Section 13.2. 1

Any employee subject to this Agreement, who, on the date of execution of this Agreement or its 2

effective date, whichever is later, is not a member in good standing of the Association and does not 3

wish to become a member, and all employees hired subsequent to the date of execution of this 4

Agreement or its effective date, whichever is later, who do not wish to become members, shall submit 5

a letter by registered mail to Public School Employees of Washington, P.O. Box 798, Auburn, 6

Washington, 98071, within thirty (30) days of the execution date of this Agreement or its effective 7

date, or within thirty (30) days of hire, whichever is later and appropriate, stating that such employee 8

does not wish to become a member. Such letter shall include the following information: The 9

employee's name, address, District in which employed, position held, and hire date. Should any 10

employees fail to submit said letter within the specified period, they shall immediately obtain and 11

maintain membership in good standing of the Association as a condition of continued employment. 12

13

Section 13.3. 14

The District will notify the Association of all new hires within ten (10) workdays of the hire date. At 15

the time of hire, the District will inform the new hire of the terms and conditions of this Article. 16

17

Section 13.4. Checkoff. 18

The District shall deduct PSE dues from the pay of any employee who authorizes such deductions in 19

writing pursuant to RCW 41.56.110. The District shall transmit all such funds deducted to the 20

Treasurer of the Public School Employees of Washington on a monthly basis. 21

22

Section 13.5. Representation Fees. 23

(Reference RCW 41.56.122) No member of the bargaining unit will be required to join the 24

Association, however, those employees who are not members, but are a part of the bargaining unit, will 25

be required to pay a representation fee to the Association. The representation fee shall be regarded as 26

fair compensation and reimbursement to the Association for fulfilling its obligation to represent all 27

members of the bargaining unit. (RCW 41.56.080 applies to this language.) The representation fee 28

shall be determined by the Association, but in no case shall it be higher than regular membership dues. 29

The Association shall notify the District by December 1 of each year of the amount of the 30

representation fee. The District shall transmit all such funds deducted to the treasurer of the Public 31

School Employees of Washington on a monthly basis. 32

33

Section 13.6. 34

Nothing contained in this Agreement shall require Association membership of employees who object 35

to such membership based on bona fide religious tenets or teachings of a church or religious body of 36

which such employee is a member. Such employee shall pay an amount equivalent to dues as per 37

Section 13.5 to a non-religious charity or other charitable organization mutually agreed upon by the 38

employee and the Association. The employee shall furnish written proof that such payment has been 39

made. If the employee and the Association cannot agree on such matter, it shall be resolved by the 40

Public Employment Relations Commission pursuant to RCW 41.56.122. 41

42

Section 13.7. Political Action Committee. 43

The District shall, upon receipt of a written authorization form that conforms to legal requirements, 44

deduct from the pay of such bargaining unit employee the amount of contribution the employee 45

voluntarily chooses for deduction for political purposes and shall transmit the same to the Union on the 46

Union dues transmittal check. Section 13.4 of the Collective Bargaining Agreement shall apply to these 47



deductions. The employee may revoke the request at any time. At least annually, the employee shall be 1

notified by the PSE State Office, about the right to revoke the request. 2

3

4

5

A R T I C L E X I V 6

7

GRIEVANCE PROCEDURE 8

9

Section 14.1. 10

A claim by an employee or the Association that there has been a violation, misinterpretation or 11

misapplication of any provision of this Agreement may be processed as a grievance as hereinafter 12

provided. 13

14

In the event that an employee believes there is a basis for a grievance, the employee must first discuss 15

the alleged grievance with his/her building principal or other appropriate supervisor either personally 16

or accompanied by his/her Association representative. If the grievance is not thus resolved, formal 17

grievance procedures may be instituted. However, the exhaustion of the informal procedure is not a 18

condition precedent in invoking the formal grievance procedure. 19

20

*For the grievance steps only any further reference to days shall be interpreted as official school days 21

or during the summer schedule, days the District Office is officially open for business. 22

23

Section 14.2. Step I. 24

The grievant may invoke the formal grievance procedure through the Association on the grievance 25

form, which will be available from the Association representative in each building. The grievant must 26

clearly indicate the specific provision to have been violated, describe how it was violated and sign the 27

form. A copy of the grievance form shall be delivered to the principal or appropriate supervisor. If the 28

grievance involves more than one school building, it may be filed with the superintendent or a 29

representative designated by the superintendent. A grievance must be filed within twenty (20) days of 30

the occurrence of which he/she complains. 31

32

Section 14.3. Step I Reply. 33

Within five (5) days of receipt of the written grievance, the principal or appropriate supervisor shall 34

meet with the Association in an effort to resolve the grievance. The principal or appropriate supervisor 35

shall indicate his/her disposition of the grievance in writing within five (5) days of such meeting, and 36

shall furnish a copy thereof to the Association. 37

38

Section 14.4. Step II. 39

If the Association is not satisfied with the disposition of the grievance, or if no disposition has been 40

made within five (5) days of such meeting or ten (10) days from date of filing, whichever shall be later, 41

the grievance shall be transmitted to the superintendent. Within five (5) days the superintendent or 42

his/her Designee shall meet with the Association on the grievance and shall indicate his/her disposition 43

of the grievance in writing within five (5) days of such meeting, and shall furnish a copy thereof to the 44

Association. 45

46

47

48



Section 14.5. Step III. 1

In the event the individual bringing the grievance is not satisfied with the results of Step II, or in the 2

event that no agreeable resolution is reached within ten (10) days after he or the Association has first 3

met with the superintendent, he may ask the local Association to request a meeting with the Board of 4

Directors through the superintendent or through the Chairman of the Board. The individual may, if he 5

wishes, take such action himself, requesting such counsel or assistance from the Association as he may 6

desire. 7

8

The Board of Directors shall within twenty-five (25) calendar days of the receipt of the request, confer 9

with the individual and/or representatives of the local association to hear the individual's grievance and 10

attempt to reach a satisfactory solution. 11

12

Section 14.6. Step IV. 13

If the Association is not satisfied with the disposition of the grievance by the Board or if no disposition 14

has been made within the period above provided, the grievance, only at the option of the Association, 15

be submitted before an impartial arbitrator. The Association shall exercise its right of arbitration by 16

giving the superintendent written notice of its intention to arbitrate within twenty (20) days of receipt 17

of the written disposition of the Board. If the parties cannot agree as to the arbitrator within five (5) 18

days from the notification date that arbitration will be pursued, the arbitrator shall be selected by the 19

American Arbitration Association in accord with its rules, which rules shall likewise govern the 20

arbitration proceeding, except as provided in "Jurisdiction of the Arbitrator". The Board and the 21

Association shall not be permitted to assert in such arbitration proceeding, any ground rule, except as 22

provided in "Jurisdiction of the Arbitrator", or to rely on any evidence not previously disclosed to the 23

other party. The decision of the arbitrator shall be final and binding upon both parties. 24

25

Section 14.7. Arbitration Costs. 26

Each party shall bear its own costs of arbitration except that the fees and charges of the arbitrator, if 27

any, shall be shared equally by the parties. 28

29

Section 14.8. Jurisdiction of The Arbitrator. 30

The arbitrator shall have no power to alter, add to, or subtract from the terms of this Agreement. The 31

arbitrator shall confine his inquiry and decision to the specific area of the Agreement as cited in the 32

grievance form. The arbitrator shall not substitute his knowledge for the expressed provisions of the 33

contract under question. Upon request of either party, the merits of a grievance and the substantive and 34

procedural arbitrability issues arising in connection with that grievance may be consolidated for 35

hearing before an arbitrator, provided the arbitrator shall resolve the question of arbitrability of a 36

grievance prior to having heard the merits of the grievance. 37

38

The decision of the arbitrator may be entered in any court of competent jurisdiction should either party 39

fail to implement the decision. If a motion to vacate the arbitrator's decision is entered in a court of 40

competent jurisdiction, and the initiating party does not prevail in the litigation, such party shall bear 41

the full costs of such action including, but not limited to, the adverse party's court costs, legal fees and 42

other related expenses incurred as a result of defending such action. 43

44

Section 14.9. Time Limits. 45

The time limits provided in this Article shall be strictly observed unless extended by written agreement 46

of the parties. In the event a grievance is filed after May 15 of any year, the Board shall use its best 47

efforts to process such grievance prior to the end of the school term or as soon thereafter as possible. 48



Failure of the Association to proceed with its grievance within the time hereinbefore provided shall 1

result in the dismissal of the grievance. Failure of the Board or its representatives to take the required 2

action within the times provided shall entitle the Association to proceed to the next step on the 3

grievance procedure. 4

5

Section 14.10. Grievance and Arbitration Hearings. 6

All hearings or conferences pursuant to this grievance procedure shall be scheduled at a time and place 7

which will afford a reasonable opportunity for all parties entitled to attend to be present, including any 8

and all witnesses. 9

10

Section 14.11. Individual Complaints. 11

If an individual employee has a personal complaint, which he desires to discuss with the supervisor, he 12

is free to do so without recourse to the grievance procedure. However, no complaint shall be adjusted 13

without prior notification to the Association and opportunity for an Association representative to be 14

present, nor shall any such adjustment of the complaint be inconsistent with the terms of this 15

Agreement. In the administration of the grievance procedure, the interest of the employee shall be the 16

sole responsibility of the Association. 17

18

Section 14.12. Continuity of Grievance. 19

Notwithstanding the expiration of this Agreement, any claim or grievance arising hereunder may be 20

processed through the grievance procedure until resolution. 21

22

*The Board shall indicate their disposition of the grievance in writing of such meeting, and shall 23

furnish a copy thereof to the Association. 24

25

Section 14.13. 26

It is mutually agreed and understood that the grievance procedure shall be utilized exclusively in 27

reference to the wages, hours, terms and conditions of employment contained in this collective 28

bargaining agreement, and it is further mutually agreed to and understood by the Public School 29

Employees Local Grandview Chapter, that in consideration of the mutual covenants, wages, hours, 30

terms, and conditions of employment and other articles of agreement contained in this document that 31

the PSE and its members and officers shall not honor any picket lines, nor cause or participate in any 32

work stoppages or slow-downs during the term of this Agreement. 33

34

35

36

A R T I C L E X V 37

38

TRANSFER OF PREVIOUS EXPERIENCE 39

40

Section 15.1. 41

A newly hired employee with applicable experience in a Public School District within Washington 42

State shall retain salary schedule longevity and benefits, as provided according to State Law. It is the 43

District's responsibility to determine the occupational status of the previous position, and compare it 44

with the position within the Grandview School District. 45

46

Section 15.2. 47

Longevity credit so transferred does not include seniority provisions. 48



Section 15.3. 1

A newly hired employee who does not transfer from another Public School District, as set forth in 2

Section 15.1, may be granted a maximum of three (3) years credit for prior experience. Such 3

experience credit is applicable for salary purposes only. 4

5

6

7

A R T I C L E X V I 8

9

SALARIES AND EMPLOYEE COMPENSATION 10

11

Section 16.1. 12

Employees shall be compensated in accordance with the provisions of this Agreement for all hours 13

worked. Each employee shall receive a full accounting and itemization of authorized deductions, 14

hours worked, and rates paid with each pay check. 15

16

Section 16.2. 17

Should the date of execution of this Agreement be subsequent to the effective date, salaries, including 18

overtime, shall be retroactive to the effective date. 19

20

Section 16.2.1. 21

Retroactive pay, where applicable, shall be paid on the first (1st) regular pay day following 22

execution of this Agreement, if possible, and in any case not later than the second regular pay 23

day. In the case of retroactive pay resulting from negotiations pursuant to Article XVII, 24

Section 17.3, such retroactive pay shall be paid on the first (1st) regular pay day following 25

agreement on such schedule, if possible, and in any case not later than the second regular pay 26

day. 27

28

Section 16.2.2. 29

Incremental steps, where applicable, shall take effect on September 1 of each year during the 30

term of this Agreement; provided, the employee has been actively employed continuously for at 31

least one-half (½) of the previous employment year. 32

33

Section 16.2.3. 34

Any employee, who transfers from one job classification to another of similar occupational 35

status, may receive up to three (3) years of longevity credit as determined by the District. Such 36

determination is subject to discussion between the District and the local Association. 37

38

Section 16.3. 39

For purposes of calculating daily hours, time worked shall be rounded to the next one-quarter (¼) hour. 40

41

Section 16.4. 42

Any employee required to travel from one site to another in a private vehicle during working hours 43

shall be reimbursed for such travel on a per-mile basis at the present prevailing State rate. 44

45

46

47

48



Section 16.5. 1

Employees required to remain overnight on District business shall be reimbursed for room and board 2

expenditures. Employees may request expenditure advancement for overnight District business for 3

meals and/or lodging at the current per diem rate. 4

5

Section 16.6. 6

The District will reimburse persons who become employed by the District for any examinations 7

required as a condition of employment for employees covered by this Agreement. This will include 8

physicals, X-rays, and written examinations. The District shall recommend or approve of the 9

examining physician and laboratory. 10

11

Section 16.7. 12

Food Service employees shall be paid a minimum of fifteen percent (15%) above their regular hourly 13

rate for all hours worked at banquets and special events, outside their normal work shift, up to eight (8) 14

hours in any one-day. Any hours worked over eight (8) hours in any one day shall be paid at one and 15

one-half (1½) the employee's base hourly rate. Banquet or special event assignments shall be on a 16

seniority basis. 17

18

Section 16.7.1. 19

When it is known that an Assistant Cook will be absent for five (5) workdays, the District will 20

fill that position with the most senior Assistant Cook with fewer hours so long as the 21

replacement Cook is qualified to fill the position. 22

23

Section 16.8. 24

Employees who are directed by their Building Principal or Supervisor to provide translation services 25

will be paid an additional amount per hour when translating for the following activities: 26

27

1. Semi-Annual Parent/Teacher Conferences: fifty cents ($.50) per hour 28

2. I.E.P. Meetings one dollar ($1.00) her hour. 29

30

Exception would be an employee who is employed for the express purpose of providing translation and 31

interpretation would be paid at the rate as listed on Schedule A. 32

33

Section 16.9. 34

Employees working in the Grounds, Maintenance, Custodial and Mechanic classification may receive 35

up to two-hundred dollars ($200) every other school year for work related boots. Work boots must 36

meet OSHA standards. Employees shall submit an original itemized receipt for reimbursement. Shoes 37

purchased and provided by the district shall be worn by the employee during their shift or while on 38

duty. 39

40

Section 16.10. 41

Employees in the Food Service classification may receive up to one-hundred dollars ($100) every other 42

school year for approved slip resistant shoes. Food Service shoes must meet Kitchen/Restaurant 43

standards with leather or composite material, ankle and arch support, protective toe and insole, and slip 44

resistant material on the soles designed to grab the floor surface. Footwear must cover the entire foot 45

and open-toe shoes are not allowed. Employees shall submit an original itemized receipt for 46

reimbursement. Shoes purchased and provided by the district shall be worn by the employee during 47

their shift or while on duty. 48



Section 16.11. 1

When paraeducators with the required Emergency Substitute Certification are assigned to cover a class 2

in the absence of the teacher as a last resort, the Paraeducator shall be compensated at the current 3

substitute rate or employee’s wage whichever is higher. 4

5

Section 16.12. 6

Employees hired with an Associate’s (AA) Degree shall receive an additional twenty-five ($.25) cents 7

per hour. Employees hired with a Bachelor’s (BA) Degree will receive an additional fifty ($.50) cents 8

per hour. Official transcripts will be required. Employees who complete these degrees after the initial 9

hire date shall be paid based on percentages as per Schedule A. 10

11

Section 16.13. 12

Employees shall receive an additional twenty-five cents ($.25) per hour while working in the capacity 13

of a Special Education Paraeducator Bus Aide. Self-Contained Paraeducators do not receive this 14

stipend as they already receive and additional twenty-five cents ($.25) per hour. 15

16

17

18

A R T I C L E X V I I 19

20

TERM AND SEPARABILITY OF PROVISIONS 21

22

Section 17.1. 23

The term of this Agreement shall be September 1, 2016 to August 31, 2020. 24

25

Section 17.2. 26

All provisions of this Agreement shall be applicable to the entire term of this Agreement 27

notwithstanding its execution date, except as provided in the following section. 28

29

Section 17.3. 30

This Agreement may be reopened and modified at any time during its term upon mutual consent of the 31

parties in writing; provided, however, that this Agreement shall be reopened annually to renegotiate 32

Schedule A and fringe benefits herein, except as negotiated below; shall the State release a COLA 33

(cost of living allowance) or other funds that could lawfully be applied to wages or fringe benefits it 34

shall automatically be passed to all wages on Schedule A and provided further that this Agreement 35

shall be reopened as necessary to consider the impact of any legislation enacted following execution of 36

this Agreement which may arguably affect the terms and conditions herein or create authority to alter 37

personnel practices in public employment. 38

39

For contract year 2016-2017 Schedule A has a two point eight percent (2.8%) increase in wages. 40

Schedule A is attached. 41

42

For contract year 2017-2018 Schedule A shall have a two percent (2%) increase in wages or cost of 43

living adjustment (COLA) whichever is greater. Schedule A is attached reflecting a two percent (2%) 44

increase. 45

46

For contract years 2018-2019 and 2019-2020, Schedule A will be open for negotiations. 47

48



Per State Law Insurance is opened annually. 1

2

Section 17.4. 3

If any provision of this Agreement or the application of any such provision is held invalid, the 4

remainder of this Agreement shall not be affected thereby. 5

6

Section 17.5. 7

Neither party shall be compelled to comply to any provision of this Agreement which conflicts with 8

State or Federal statutes or regulations promulgated pursuant thereto. 9

10

Section 17.6. 11

In the event either of the two (2) previous sections is determined to apply to any provision of this 12

Agreement, such provision shall be renegotiated pursuant to Section 17.3. 13

14

15

16

17

18

19

20

21

22

23

24

25

26

27

28

29

30

31

32

33

34

35

36

37

38

39

40

41

42

43

44

45

46

47

48

SCHEDULE A


September 1, 2016– August 31, 2017



1

2

3

4

5

6

7

8

9

10

11

12

13

14

15

16

17

18

19

20

21

22

23

24

25

26

27

28

29

30

31

32

33

34

35

36

37

38

39

40

41

42

43

44

45

46

47

CLASSIFICATIONS

0 1 2 3 4 5 6 7

PARAPROFESSIONALS

Parapro Playground Assistant 12.85 13.36 13.88 14.39 14.91 15.42 15.93 16.45

*Parapro Bus Aide 13.19 14.14 14.55 15.08 15.55 15.94 16.31 16.78

Paraprofessionals 13.19 14.14 14.55 15.08 15.55 15.94 16.31 16.78

**Parapro-Self Contained SPED 13.19 14.14 14.55 15.08 15.55 15.94 16.31 16.78

Certificated Nursing Asst 14.52 15.46 15.87 16.41 16.88 17.26 17.64 18.10

Library Paraprofessional 13.45 14.39 14.80 15.34 15.81 16.19 16.57 17.03

Speech/Language Pathologist Asst 18.96 19.81 20.17 20.65 21.08 21.43 21.77 22.19

***Certificated Deaf Interpreter 18.96 19.81 20.17 20.65 21.08 21.43 21.77 22.19

SECRETARIAL

Principal Secretary 17.34 17.92 18.37 18.76 19.16 19.47 19.96 20.27

SPED Secretary 17.34 17.92 18.37 18.76 19.16 19.47 19.96 20.27

Federal /State Prog Secretary 17.34 17.92 18.37 18.76 19.16 19.47 19.96 20.27

Dist Office Secretary/Sub Caller 17.04 17.61 18.07 18.46 18.86 19.17 19.66 19.97

Secretary 16.27 16.85 17.30 17.69 18.09 18.40 18.89 19.20

Migrant Home Visitor 16.27 16.85 17.30 17.69 18.09 18.40 18.89 19.20

Secretary Assistant 15.25 16.17 16.59 17.11 17.55 18.02 18.40 18.79

Migrant Clerk 15.25 16.17 16.59 17.11 17.55 18.02 18.40 18.79

Clerical Assistant 13.68 14.62 15.04 15.57 15.99 16.42 16.84 17.25

SECURITY

Security Guards 15.09 15.55 15.93 16.33 17.27 17.75 18.33

MAINTENANCE

Maintenance 21.57 21.89 22.20 22.61 22.94 23.28

GROUNDSKEEPERS

Groundskeeper 17.58 17.95 18.33 18.73 19.08 19.55

CUSTODIAL

Custodian 16.91 17.25 17.62 18.06 18.43 18.90

Custodian, Food Service Delivery 17.17 17.51 17.88 18.32 18.69 19.16

Custodian, Head (Elementary) 19.18 19.59 19.96 20.33

Custodian, Head (GMS) 19.34 19.75 20.12 20.49

Custodian, Head (GHS) 19.49 19.90 20.27 20.64

MECHANICS

Bus Mechanic 22.08 22.43 22.80 23.14 24.04

Assistant Bus Mechanic 20.56 20.97 21.38 21.81 22.25

TRANSPORTATION

****Bus Driver 19.77

Standby 15.00

FOOD SERVICE

Cooks/Cashiers 14.09 15.88 16.22 17.03

Baker 17.05 17.39 17.74 18.09

Head Cook 17.94 18.30 18.67 19.04

TEMP. SEASONAL ASST.

TEMP SEASONAL ASST 13.88 14.39 14.91 15.42 15.93 17.06

SCHEDULE A


September 1, 2017– August 31, 2018



1

2

3

4

5

6

7

8

9

10

11

12

13

14

15

16

17

18

19

20

21

22

23

24

25

26

27

28

29

30

31

32

33

34

35

36

37

38

39

40

41

42

43

44

45

46

CLASSIFICATIONS

0 1 2 3 4 5 6 7

PARAPROFESSIONALS


*Parapro Bus Aide 13.45 14.42 14.84 15.38 15.86 16.26 16.64 17.12


**Parapro-Self Contained SPED 13.45 14.42 14.84 15.38 15.86 16.25 16.64 17.12





SECRETARIAL


SPED Secretary 17.69 18.28 18.74 19.14 19.54 19.86 20.36 20.68



Secretary 16.60 17.19 17.65 18.04 18.45 18.77 19.27 19.58



Migrant Clerk 15.56 16.49 16.92 17.45 17.90 18.38 18.77 19.17


SECURITY

Security Guards 15.39 15.86 16.25 16.66 17.62 18.11 18.70

MAINTENANCE

Maintenance 22.00 22.33 22.64 23.06 23.40 23.75

GROUNDSKEEPERS

Groundskeeper 17.93 18.31 18.70 19.10 19.46 19.94

CUSTODIAL

Custodian 17.25 17.60 17.97 18.42 18.80 19.28





MECHANICS

Bus Mechanic 22.52 22.88 23.26 23.60 24.52


TRANSPORTATION


Standby 15.00

FOOD SERVICE

Cooks/Cashiers 14.37 16.20 16.54 17.37

Baker 17.39 17.74 18.09 18.45

Head Cook 18.30 18.67 19.04 19.42





SCHEDULE A ADDENDUM 1

2016 - 2018 2

Stipends 3

4

Employees hired with an AA degree or a Bachelor’s degree shall receive the following hourly stipend in 5

addition to their regular hourly wage. 6

7

AA Degree Stipend shall be $.25/hour. 8

Bachelor’s Degree Stipend shall be $.50/hour. 9

10

*Special Education Bus Aides shall receive an additional twenty-five cents ($.25) per hour stipend, unless 11

the employee is already receiving a Self Contained Sped Paraprofessional stipend. 12

13

**Self Contained Special Education Paraprofessionals shall receive an additional twenty-five cents ($.25) 14

per hour. 15

16

***Certified Deaf Interpreter shall receive an additional one dollar and seven cents ($1.07) per hour 17

when the position requires certification. 18

19

**** Bus Drivers when performing Driver Training duties shall receive one dollar ($1.00) per hour 20

stipend in addition to their regular hourly wage. 21

22

23

Longevity Payments: Longevity pay will apply to employees that reach their stated anniversary date as 24

of January 15 of each year. The longevity payment shall be calculated upon their regular base pay. In 25

order to receive the longevity payment, the employee must complete his/her assignment for the current 26

year. Said payment is to be made in the August paycheck at the conclusion of that year. Longevity shall 27

be paid to employees in accordance with the following schedule: 28

29

Upon completing ten (10) years of continuous employment with the school district employees 30

shall receive a prorated one percent (1%) from their anniversary date to the end of their current 31

work assignment year; then one percent (1%) per year until completion of fifteen (15) years of 32

continuous employment. 33

34

Upon completing fifteen (15) years of continuous employment with the school district employees 35

shall receive a prorated one and a half percent (1.5%) from their anniversary date to the end of 36

their current work assignment year; then one and a half percent (1.5%) per year until completion 37

of twenty (20) years of continuous employment. 38

39

Upon completing twenty (20) years of continuous employment with the school district shall 40

receive a prorated two percent (2%) from their anniversary date to the end of their current work 41

assignment year; then two percent (2%) per year until completion of twenty-five (25) years of 42


44

Upon completing twenty-five (25) years of continuous employment with the school district shall 45

receive a prorated three percent (3%) from their anniversary date to the end of their current work 46

assignment year; then three percent (3%) per year until completion of thirty (30) years of 47


49



Upon completing thirty (30) years of continuous employment with the school district shall receive 1

a prorated four percent (4%) from their anniversary date to the end of their current work 2

assignment year, then four percent (4%) every year thereafter. 3

4

The District agrees to pay up to seventy-five ($75.00) toward any license that is required for the position. 5

Excluding a personal driver’s license. 6

7

The District shall pay the cost of the CDL renewal for all employees who work in a position that requires 8

this endorsement. 9

10

EDUCATION INCREMENTS 11

12

Courses or workshops taken for credit or clock hours must meet the following conditions to be 13

approved for salary schedule enhancement: 14

15

1) The employee must get prior approval from their Principal or Administrative Supervisor on a form 16

provided by the District. 17

18

2) The course or workshop must enhance the skills of the employee in his/her present position as 19

opposed to maintaining or updating their skills. Earned credits or clock hours will be re-evaluated 20

if the employee should change classifications. The education increments could stay the same, 21

increase or decrease as a result of the review. 22

23

3) Only credits or clock hours earned after the employee’s hire date will be eligible for consideration. 24

25

4) Official Transcripts and/or clock hour forms must be submitted to the payroll office by September 26

15 each year to be counted for salary schedule placement. Forms received after September 15 will 27

be held for the following school year. 28

29

5) The decision on approval shall lie solely with the Principal and Administrative Supervisor. All 30

decisions are final and not subject to the grievance process. 31

32

6) Once an employee qualifies for Speech and Language Pathologist Assistant, all additional 33

educational increments will start accruing after certification. 34

35

7) The Grandview School District will compensate with a stipend of one dollar and seven cents 36

($1.07) per hour above current rate of pay for the employee in the position that requires DSHS 37

translation/interpretation certification. 38

39

The following schedule will be followed: 40

41

A. 15 Credits or 150 Clock Hours approved by the District, 1.5% above salary step. 42

B. 30 Credits or 300 Clock Hours approved by the District, 2.0% above salary step. 43

C. 60 Credits or 600 Clock Hours approved by the District, 4.0% above salary step. 44

D. 90 Credits or 900 Clock Hours approved by the District, 6.0% above salary step. 45

46

47

48

49



Bus Mechanic: 1

Shall receive an additional fifty cents ($.50) per hour increase for each School Bus Automotive Service 2

Excellence (ASE) Certificate for up to four (4) areas approved by the District. Must provide certificate, 3

test scores and proof of certification every five (5) years. 4

5

Bus Mechanic: 6

Who achieve School Bus “Master” Automotive Service Excellence (ASE) Status shall receive a total of 7

three dollars ($3.00) increase as approved by the District. Cannot be combined with (ASE) stipend above. 8

Must provide proof of Certification every five (5) years. 9

10

11

12

13

14

15

16

17

18

19

20

21

22

23

24

25

26

27

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48

Letter of Agreement - Schedule A 2017-2018 September 1, 2017

PSE of Grandview / Grandview School District #200 Page 2 of 4

CLASSIFICATIONS 0 1 2 3 4 5 6 7

PARAPROFESSIONALS


* Parapro Bus Aide 13.49 14.47 14.88 15.43 15.91 16.31 16.69 17.17


** Parapro-Self Contained SPED 13.49 14.47 14.88 15.43 15.91 16.31 16.69 17.17




*** Certificated Deaf Interpreter 19.40 20.27 20.63 21.12 21.56 21.92 22.27 22.70

SECRETARIAL


SPED Secretary 17.74 18.33 18.79 19.19 19.60 19.92 20.42 20.74

Federal/State Prog Secretary 17.74 18.33 18.79 19.19 19.60 19.92 20.42 20.74

Dist. Office Secretary/Sub Caller 17.43 18.02 18.49 18.88 19.29 19.61 20.11 20.43

Dist. Office Curriculum/Int. Trans. 17.43 18.02 18.49 18.88 19.29 19.61 20.11 20.43

Secretary 16.64 17.24 17.70 18.10 18.51 18.82 19.32 19.64



Migrant Clerk 15.60 16.54 16.97 17.50 17.95 18.43 18.82 19.22


SECURITY

Security Guards 15.44 15.91 16.30 16.71 17.67 18.16 18.75

MAINTENANCE

Maintenance 22.07 22.39 22.71 23.13 23.47 23.82

GROUNDSKEEPERS

Groundskeeper 17.98 18.36 18.75 19.16 19.52 20.00

CUSTODIAL

Custodian 17.30 17.65 18.03 18.48 18.85 19.33





MECHANICS

Bus Mechanic 22.59 22.95 23.32 23.67 24.59


TRANSPORTATION

**** Bus Driver 20.22

Standby 15.00

FOOD SERVICE

Cooks/Cashiers 14.41 16.25 16.59 17.42

Baker 17.44 17.79 18.15 18.51

Head Cook 18.35 18.72 19.10 19.48


Temp Seasonal Asst. 14.20 14.72 15.25 15.77 16.30 17.45

Employees with an AA Degree or a Bachelor's Degree shall receive the following hourly stipend in addition to their regular hourly wage.

AA Degree Stipend shall be $0.25/hour

Bachelor's Degree Stipend shall be $0.50/hour

*Special Education Bus Aides shall receive an additional twenty-five cents ($0.25) per hour stipend, unless the employee is already receiving a

Self Contained Sped Paraprofessional stipend.

**Self Contained Special Education Paraprofessionals shall receive an additional twenty-five cents ($0.25) per hour.

***Certificated Deaf Interpreter shall receive an additional one dollar and seven cents ($1.07) per hour when the position requires certification.

****Bus Drivers when performing Driver Training duties shall receive one dollar ($1.00) per hour stipend in addition to their regular hourly wage.

SCHEDULE A



STIPENDS



Longevity Payments: 1

Longevity pay will apply to employees that reach their stated anniversary date as of January 15 of each 2

year. The longevity payment shall be calculated upon their regular base pay. In order to receive the 3

longevity payment, the employee must complete his/her assignment for the current year. Said payment 4

is to be made in the August paycheck at the conclusion of that year. Longevity shall be paid to 5

employees in accordance with the following schedule: 6

7

• Upon completing ten (10) years of continuous employment with the school district employees 8




12

• Upon completing fifteen (15) years of continuous employment with the school district 13

employees shall receive a prorated one and a half percent (1.5%) from their anniversary date to 14

the end of their current work assignment year; then one and a half percent (1.5%) per year until 15

completion of twenty (20) years of continuous employment. 16

17

• Upon completing twenty (20) years of continuous employment with the school district shall 18




22

• Upon completing twenty-five (25) years of continuous employment with the school district 23

shall receive a prorated three percent (3%) from their anniversary date to the end of their 24

current work assignment year; then three percent (3%) per year until completion of thirty (30) 25

years of continuous employment. 26

27

• Upon completing thirty (30) years of continuous employment with the school district shall 28

receive a prorated four percent (4%) from their anniversary date to the end of their current work 29


31

The District agrees to pay up to seventy-five ($75.00) toward any license that is required for the 32

position. Excluding a personal driver’s license. 33

34

The District shall pay the cost of the CDL renewal for all employees who work in a position that 35

requires this endorsement. 36

37

38

39

40

41

42

43

44

45

46

47

48



SCHEDULE A 1

2

EDUCATION INCREMENTS 3

4



7

1) The employee must get prior approval from their Principal or Administrative Supervisor on a 8

form provided by the District. 9

10


opposed to maintaining or updating their skills. Earned credits or clock hours will be re-12

evaluated if the employee should change classifications. The education increments could stay 13

the same, increase or decrease as a result of the review. 14

15

3) Only credits or clock hours earned after the employee’s hire date will be eligible for 16

consideration. 17

18

4) Official Transcripts and/or clock hour forms must be submitted to the payroll office by 19

September 15 each year to be counted for salary schedule placement. Forms received after 20

September 15 will be held for the following school year. 21

22



25



28




32

The following schedule will be followed: 33

A. 15 Credits or 150 Clock Hours approved by the District, 1.5% above salary step. 34

B. 30 Credits or 300 Clock Hours approved by the District, 2.0% above salary step. 35

C. 60 Credits or 600 Clock Hours approved by the District, 4.0% above salary step. 36

D. 90 Credits or 900 Clock Hours approved by the District, 6.0% above salary step. 37

38

Bus Mechanic: 39

Shall receive an additional fifty cents ($.50) per hour increase for each School Bus Automotive Service 40

Excellence (ASE) Certificate for up to four (4) areas approved by the District. Must provide 41

certificate, test scores and proof of certification every five (5) years. 42

43

Bus Mechanic: 44

Who achieve School Bus “Master” Automotive Service Excellence (ASE) Status shall receive a total 45

of three dollars ($3.00) increase as approved by the District. Cannot be combined with (ASE) stipend 46

above. Must provide proof of Certification every five (5) years. 47

48

Letter of Agreement – Amendment & Schedule A 19-20 September 1, 2018

Grandview PSE/Grandview School District #200 Page 1 of 7

L E T T E R O F A G R E E M E N T 1

2

THE PURPOSE OF THIS LETTER OF AGREEMENT IS TO SET FORTH THE FOLLOWING 3

AGREEMENT(S) BETWEEN PUBLIC SCHOOL EMPLOYEES OF WASHINGTON / SEIU LOCAL 4

1948, GRANDVIEW AND THE GRANDVIEW SCHOOL DISTRICT #200. THIS AGREEMENT IS 5

ENTERED INTO PURSUANT TO ARTICLE XVII, SECTION 17.3. OF THE CURRENT 6

COLLECTIVE BARGAINING AGREEMENT. 7

8

The parties agree: 9

10

1. To amend Schedule A as attached for 2018-2019 and 2019-2020. 11

12

2. Add Section 6.12. Inclement Weather or Emergency Closure as written below. 13

14

3. Amend Article XIII, Association Membership and Checkoff as written below. 15

16

4. Amend Section 16.8., 16.12., and 16.13. to read as below. 17

18

Section 6.12. Inclement Weather or Emergency Closure. 19

With the exception of Bus Drivers (unless the bus driver was scheduled to work a program that was 20

cancelled for the day). All employees who works less than one-hundred and eighty-two (182) days 21

shall adhere to the following regarding a delayed start to the workday due to inclement weather, 22

unforeseen or unplanned emergency, the employee shall have one (1) of the following five (5) options 23

for that particular event: 24

25

A. The supervisor and the employee will mutually schedule the unworked hours. 26

B. The employee may request debiting his/her personal leave. 27

C. The employee may use sick leave as per Section (8.1.). 28

D. The employee may choose to work his or her regularly scheduled hours. 29

E. The employee may accept a deduction of pay for the unworked hours. 30

31

If the employee does not select one (1) of the above options within three (3) workdays, she/he will 32

accept the wage deduction, option “E”. 33

34

Section 13.1. 35

Each employee subject to this Agreement, who, on the effective date of this Agreement, may elect to 36

become a member of the Association in good standing. Under Washington law, the employer will not 37

discriminate, restraint, retaliate, coerce or interfere with an employee’s right to join the Association. 38

39

Section 13.2. 40

The District will notify the Association of all new hires within ten (10) workdays of the hire date. At 41

the time of hire, the District will inform the new hire of the terms and conditions of this Article. 42

43

Section 13.3. Checkoff. 44

The District shall deduct PSE dues from the pay of any employee who authorizes such deductions in 45

writing pursuant to RCW 41.56.110. The District shall transmit all such funds deducted to the 46

Treasurer of the Public School Employees of Washington on a monthly basis. 47



The District agrees to accept dues authorizations via written, voice authorization or by E-signature in 1

accordance with “E-SIGN”. Public School Employees of Washington (PSE) will provide a list of those 2

members who have agreed to union membership via voice authorization. In addition, upon request, 3

access to the District to the .wav files associated with the voice authorization. PSE will be the 4

custodian of the records related to dues authorizations. PSE agrees that, as the custodian of the records, 5

it has the responsibility to ensure the accuracy and safe-keeping of those records. Shall any member 6

elect to revoke their membership rights, it shall be done in writing to the Public School Employees of 7

Washington. 8

9

Section 13.4. Hold Harmless. 10

PSE will defend and indemnify the employer against any claims, suits, orders, judgments or issues, as a 11

result of the District’s acceptance of voice and or electronic authorizations and or PSE’s representations 12

regarding the existence of a valid membership authorization. 13

14

Section 13.5. Political Action Committee. 15

The District shall, upon receipt of a written authorization form that conforms to legal requirements, 16

deduct from the pay of such bargaining unit employee the amount of contribution the employee 17

voluntarily chooses for deduction for political purposes and shall transmit the same to the Union on the 18

Union dues transmittal check. Section 13.4. of the Collective Bargaining Agreement shall apply to these 19

deductions. The employee may revoke the request at any time. At least annually, the employee shall be 20

notified by the PSE State Office, about the right to revoke the request. 21

22

Section 16.8. 23

Employees who are directed by their Building Principal or Supervisor to provide translation services 24

will be paid the additional amount per hour for the entire hour when the employee works any time as a 25

translator during the hour, as listed below when translating for the following activities: 26

27

1. Semi-Annual Parent/Teacher Conferences: one-dollar ($1.00) per hour 28

2. I.E.P. Meetings one dollar and fifty cents ($1.50) per hour. 29

30

Exception would be an employee who is employed for the express purpose of providing translation and 31

interpretation would be paid at the rate as listed on Schedule A. 32

33

Section 16.12. 34

Employees hired with an Associate’s (AA) Degree shall receive an additional fifty ($0.50) cents per 35

hour. Employees hired with a Bachelor’s (BA) Degree will receive an additional one-dollar ($1.00) 36

cents per hour. Official transcripts will be required. Employees who complete these degrees after the 37

initial hire date shall be paid based on percentages as per Schedule A. 38

39

Section 16.13. 40

Employees shall receive an additional fifty ($0.50) cents per hour while working in the capacity of a 41

Special Education Paraeducator Bus Aide. Self-Contained Paraeducators do not receive this stipend as 42

they already receive and additional fifty ($0.50) cents per hour. 43

44

45

46



SCHEDULE A



CLASSIFICATIONS 0 1 2 3 4 5 6 7 10 15 20

PARAPROFESSIONALS


*Parapro Bus Aide 14.70 15.77 16.22 16.82 17.34 17.78 18.19 18.72

Paraprofessionals 14.70 15.77 16.22 16.82 17.34 17.78 18.19 18.72 18.91 19.10 19.29

**Parapro-Self Contained SPED 14.70 15.77 16.22 16.82 17.34 17.78 18.19 18.72 18.91 19.10 19.29

Certificated Nursing Asst 16.19 17.24 17.70 18.30 18.82 19.25 19.67 20.19 20.39 20.59 20.80

Library Paraprofessional 15.00 16.04 16.50 17.10 17.63 18.05 18.48 18.99 19.18 19.37 19.56



SECRETARIAL


SPED Secretary 19.34 19.98 20.48 20.92 21.36 21.71 22.26 22.61



Dist Office Curriculum/Int. Trans. 19.00 19.64 20.15 20.58 21.03 21.37 21.92 22.27

Secretary 18.14 18.79 19.29 19.73 20.18 20.51 21.06 21.41



Migrant Clerk 17.00 18.03 18.50 19.08 19.57 20.09 20.51 20.95


SECURITY

Security Guards 16.83 17.34 17.77 18.21 19.26 19.79 20.44

MAINTENANCE

Maintenance 24.06 24.41 24.75 25.21 25.58 25.96

GROUNDSKEEPERS

Groundskeeper 19.60 20.01 20.44 20.88 21.28 21.80

CUSTODIAL

Custodian 18.86 19.24 19.65 20.14 20.55 21.07





MECHANICS

Bus Mechanic 23.95 24.33 24.72 25.09 26.07


TRANSPORTATION


Standby 16.00

*****FOOD SERVICE

Cooks/Cashiers 15.71 17.71 18.08 18.99

Baker 19.01 19.39 19.78 20.18

Head Cook 20.00 20.40 20.82 21.23


TEMP. Seasonal Asst. 15.05 15.60 16.17 16.72 17.28 18.50

STIPENDS

Employees with an AA degree or a Bachelor's degree shall receive the following hourly stipend in addition to their regular hourly wage. AA Degree Stipend shall be $.50/hour

Bachelor’s Degree Stipend shall be $1.00/hour

*Special Education Bus Aides shall receive an additional fifty cents ($.50) per hour stipend, unless the employee is already receiving a Self-Contained Sped Paraprofessional stipend.

** Self Contained Special Education Paraprofessionals shall receive and additional fifty cents ($.50) per hour.

*** Certificated Deaf Interpreter shall receive an additional one dollar and seven cents ($1.07) per hour when the position requires certification.

**** Bus Drivers when performing Driver Training duties shall receive one dollar ($1.00) per hour stipend in addition to their regular hourly wage.



SCHEDULE A



CLASSIFICATIONS 0 1 2 3 4 5 6 7 10 15 20

PARAPROFESSIONALS


*Parapro Bus Aide 15.36 16.48 16.95 17.58 18.12 18.58 19.01 19.56

Paraprofessionals 15.36 16.48 16.95 17.58 18.12 18.58 19.01 19.56 19.76 19.96 20.16

**Parapro-Self Contained SPED 15.36 16.48 16.95 17.58 18.12 18.58 19.01 19.56 19.76 19.96 20.16

Certificated Nursing Asst 16.92 18.02 18.50 19.12 19.67 20.12 20.56 21.10 21.31 21.52 21.74

Library Paraprofessional 15.68 16.76 17.24 17.87 18.42 18.86 19.31 19.84 20.04 20.24 20.44



SECRETARIAL


SPED Secretary 20.21 20.88 21.40 21.86 22.32 22.69 23.26 23.63



Dist Office Curriculum/Int. Trans. 19.86 20.52 21.06 21.51 21.98 22.33 22.91 23.27

Secretary 18.96 19.64 20.16 20.62 21.09 21.43 22.01 22.37



Migrant Clerk 17.77 18.84 19.33 19.94 20.45 20.99 21.43 21.89


SECURITY

Security Guards 17.59 18.12 18.57 19.03 20.13 20.68 21.36

MAINTENANCE

Maintenance 25.14 25.51 25.86 26.34 26.73 27.13

GROUNDSKEEPERS

Groundskeeper 20.48 20.91 21.36 21.82 22.24 22.78

CUSTODIAL

Custodian 19.71 20.11 20.53 21.05 21.47 22.02





MECHANICS

Bus Mechanic 25.03 25.42 25.83 26.22 27.24


TRANSPORTATION


Standby 16.72

*****FOOD SERVICE

Cooks/Cashiers 16.42 18.51 18.89 19.84

Baker 19.87 20.26 20.67 21.09

Head Cook 20.90 21.32 21.76 22.19



STIPENDS

Employees with an AA degree or a Bachelor's degree shall receive the following hourly stipend in addition to their regular hourly wage.

AA Degree Stipend shall be $.50/hour

Bachelor’s Degree Stipend shall be $1.00/hour

*Special Education Bus Aides shall receive an additional fifty cents ($.50) per hour stipend, unless the employee is already receiving a Self-Contained Sped Paraprofessional stipend.

** Self Contained Special Education Paraprofessionals shall receive and additional fifty cents ($.50) per hour.

*** Certificated Deaf Interpreter shall receive an additional one dollar and seven cents ($1.07) per hour when the position requires certification.

**** Bus Drivers when performing Driver Training duties shall receive one dollar ($1.00) per hour stipend in addition to their regular hourly wage.



SCHEDULE A ADDENDUM 1

2

2018-2020 3

4

STIPENDS: 5

6

Employees hired with an AA degree or a Bachelor’s degree shall receive the following hourly stipend 7

in addition to their regular hourly wage. 8

9

AA Degree Stipend shall be: fifty cents ($0.50) per hour. 10

Bachelor’s Degree Stipend shall be one dollar ($1.00) per hour. 11

12

*Special Education Bus Aides shall receive an additional fifty cents ($0.50) per hour stipend, unless 13

the employee is already receiving a Self-Contained Sped Paraprofessional stipend. 14

15

**Self Contained Special Education Paraprofessionals shall receive an additional fifty cents ($0.50) 16

per hour. 17

18

***Certified Deaf Interpreter shall receive an additional one dollar and seven cents one dollar and 19

seven cents ($1.07) per hour when the position requires certification. 20

21

**** Bus Drivers when performing Driver Training duties shall receive one dollar ($1.00) per hour 22

stipend in addition to their regular hourly wage. 23

24

25

LONGEVITY PAYMENTS: 26

27

Longevity pay will apply to employees that reach their stated anniversary date as of January 15 of each 28

year. The longevity payment shall be calculated upon their regular base pay. In order to receive the 29

longevity payment, the employee must complete his/her assignment for the current year. Said payment 30

is to be made in the August paycheck at the conclusion of that year. Longevity shall be paid to 31

employees in accordance with the following schedule: 32

33

• Upon completing ten (10) years of continuous employment with the school district employees 34




38

• Upon completing fifteen (15) years of continuous employment with the school district 39

employees shall receive a prorated one and a half percent (1.5%) from their anniversary date to 40

the end of their current work assignment year; then one and a half percent (1.5%) per year until 41

completion of twenty (20) years of continuous employment. 42

43

• Upon completing twenty (20) years of continuous employment with the school district shall 44






• Upon completing twenty-five (25) years of continuous employment with the school district 1

shall receive a prorated three percent (3%) from their anniversary date to the end of their 2

current work assignment year; then three percent (3%) per year until completion of thirty (30) 3

years of continuous employment. 4

5

• Upon completing thirty (30) years of continuous employment with the school district shall 6

receive a prorated four percent (4%) from their anniversary date to the end of their current work 7


9

The District agrees to pay up to seventy-five ($75.00) dollars toward any license that is required for the 10

position. Excluding a personal driver’s license. 11

12

The District shall pay the cost of the CDL renewal for all employees who work in a position that 13

requires this endorsement. 14

15

16

EDUCATION INCREMENTS: 17

18



21

1) The employee must get prior approval from their Principal or Administrative Supervisor on a 22

form provided by the District. 23

24


opposed to maintaining or updating their skills. Earned credits or clock hours will be re-26

evaluated if the employee should change classifications. The education increments could stay 27

the same, increase or decrease as a result of the review. 28

29

3) Only credits or clock hours earned after the employee’s hire date will be eligible for 30

consideration. 31

32

4) Official Transcripts and/or clock hour forms must be submitted to the payroll office by 33

September 15 each year to be counted for salary schedule placement. Forms received after 34

September 15 will be held for the following school year. 35

36



39



42




46

47

48

Memorandum of Understanding (Covid-19) March 17, 2020

Grandview / Grandview School District #200 Page 1 of 3

MEMORANDUM OF UNDERSTANDING 1

2

3

MEMORANDUM OF UNDERSTANDING SETS FORTH THE FOLLOWING AGREEMENT 4

BETWEEN PUBLIC SCHOOL EMPLOYEES OF WASHINGTON/SEIU LOCAL 1948 5

GRANDVIEW CHAPTER OF PUBLIC SCHOOL EMPLOYEES AND GRANDVIEW SCHOOL 6

DISTRICT #200 PURSUANT TO ARTICLE XVII, SECTION 17.3. OF THE CURRENT 7

COLLECTIVE BARGAINING AGREEMENT. 8

9

10

11

The following Memorandum of Understanding is made and entered into between the GRANDVIEW 12

School District #200 and the PSE/SEIU Local 1948 concerning the mandatory closing of schools by 13

Washington State Governor Inslee due to COVID-19 beginning March 17, 2020 to April 24, 2020 and 14

is subject to the following: 15

16

17

1) The District is committed to keeping employees whole, protecting benefits and wages. 18

19

2) The school year was to end on June 5, 2020 and has been extended to June 19, 2020. The first 20

ten days; March 17, 2020 through April 3, 2020 including April 6, 2020 will be made up June 21

8, 2020 through June 19, 2020. 22

23

3) Food Service workers, bus drivers and other less than 260 day employees shall have the 24

opportunity to earn additional pay at their regular rate of pay from March 18, 2020 through 25

April 6, 2020 as needed for food distribution in order to supply students with needed nutrition. 26

Employees will sign up and work based upon seniority and paid for hours worked. 27

28

4) 12-month employee will be required to continue working and following CDC guidelines for 29

social distancing. 30

31

5) Any PSE represented employee that meets one (1) or more of the higher risk criterion and is 32

unable to work remotely, will be eligible to be placed on leave with pay for the duration of the 33

school closure. Employees must discuss this concern with their supervisor and or HR Director. 34

35

Higher risk criterion as defined by Public Health include: 36

a. People who are 60 years and older; 37

b. People who are pregnant; 38

c. People with weakened immune systems; 39

d. People with underlying chronic health conditions, including heart disease, lung 40

disease or diabetes 41

42

6) Any bargaining member who is deemed at risk by a medical professional due to COVID-19, is 43

taking care of dependent who is deemed at risk or has contracted COVID-19, is self-isolating 44

under the Department of Health recommendations, or if the district preventively sends them 45

home over COVID-19 concerns and their risk, the employee shall fill out a District Leave of 46



Absence form. Pay and benefits for this leave time will be as if the employee had worked their 1

previous regular work schedule. 2

3

7) The District reserves the right to request a physician’s statement, understanding that the request 4

may take longer than usual to supply given the COVID-19 situation. 5

6

8) To ensure that essential staff are staying home when sick for non-COVID-19 related illnesses 7

and to minimize risk of spread in the District, the employee will have one of the following 8

options: 9

a. The employee may request debiting his/her sick leave; 10

b. The employee may request debiting his/her personal leave; 11

c. The employee may request debiting his/her emergency leave; 12

d. The supervisor and the employee will mutually schedule time to make up the unworked 13

hours; 14

e. The employee may accept a deduction of pay (e.g. unpaid leave) for the unworked 15

hours 16

17

9) Spring Break will remain as scheduled for March 30, 2020 through April 3, 2020. 18

19

10) Conferences will be conducted following state safety and health guidelines: 20

a. Monday, April 20, 2020 and Tuesday, April 21, 2020 classified staff will assist 21

certificated staff in preparing for conferences as needed. 22

b. Wednesday, April 22, 2020 and Thursday, April 23, 2020 classified staff will be 23

available to assist with conferences as needed. 24

c. Friday, April 24, 2020 classified staff will work to prepare for student return on April 25

27, 2020. 26

27

11) Additional paid time will be available March 18, 2020 through April 6, 2020. Possible 28

opportunities may include: 29

a. Additional cleaning 30

b. Copying 31

32

12) The District shall provide custodial/maintenance employees the necessary WA State Health 33

Department guidance for schools regarding training, protective equipment and supplies to 34

ensure those working on campuses are at minimal risk of potential infections. 35

36

13) If a person is suspected/confirmed to have COVID-19, the district will follow WA State Health 37

Department guidelines for cleaning and disinfection of rooms/areas. 38

39

14) The provisions of this will remain in effect during the duration of school closure if the closure 40

period is extended beyond April 24, 2020 the parties will meet to negotiate any changes of this 41

MOU that would be required based on an extension of the closure period. 42

43

44



15) The District and PSE are willing to come back and discuss the issues of providing childcare for 1

first responders and healthcare professionals should the community be unable to meet this need. 2

3

4

5

6

7

This Memorandum of Understanding shall become effective upon signature of both parties and shall 8

remain in effect until April 24, 2020. 9

10

11

12

13

PUBLIC SCHOOL EMPLOYEES 14

OF WASHINGTON/SEIU LOCAL 1948 15

16

GRANDVIEW CHAPTER GRANDVIEW SCHOOL DISTRICT #200 17

18

19

BY: /Signed by/ BY: /Signed by/ 20

Kayla Ramos, Chapter President Henry Strom, Superintendent 21

22

23

DATE: 3/17/2020 DATE: 3/17/2020 24

25

26

27

28

29

30

31

32

33

34

35

36

37

38

39

40

41

42

43

44

45

Memorandum of Understanding (Covid-19) (2) May 11, 2020


MEMORANDUM OF UNDERSTANDING 1

2

THIS MEMORANDUM OF UNDERSTANDING SETS FORTH THE FOLLOWING AGREEMENT 3

BETWEEN PUBLIC SCHOOL EMPLOYEES OF WASHINGTON/SEIU LOCAL 1948 4

GRANDVIEW CHAPTER, AND THE GRANDVIEW SCHOOL DISTRICT #200 PURSUANT TO 5

ARTICLE XVII, SECTION 17.3. OF THE CURRENT COLLECTIVE BARGAINING AGREEMENT. 6

7

8

The following Memorandum of Understanding is made and entered into between the Grandview 9

School District and the Grandview PSE/SEIU, Local 1948 concerning the mandatory closing of 10

schools by Washington State Governor Inslee due to COVID-19 beginning March 17, 2020. This 11

Memorandum of Understanding supplants the Prior Memorandum of Understanding previously 12

entered into by the parties on March 17, 2020, addressing the initial period of the closure scheduled to 13

extend through April 24, 2020, in view of the Governor’s proclamation extending the closure of 14

schools through the end of the 2019-20 school year. This Memorandum of Understanding also is 15

intended to reflect the enactment of the Families First Coronavirus Response Act by the federal 16

government, effective April 1, 2020, subsequent to the execution of the prior Memorandum of 17

Understanding. 18

19

1) Except as noted below, the District is committed to keeping all employees’ whole, protecting 20

benefits and wages. 21

22

2) During the closure, employees will be required to work to meet the critical needs of the 23

organization and students. It is understood that as the situation evolves, employees’ work may 24

evolve and require flexibility from all parties. The Association recognizes and agrees that 25

employees may be requested to work outside their normal job classifications and perform different 26

job duties during this unprecedented situation. To the extent feasible, the District will utilize 27

employees who volunteer for needed work outside the employee’s normal job classification. In 28

the event that sufficient employees do not volunteer, the District will assign this work on the basis 29

of reverse seniority. The District agrees to pay the higher classification of pay for all hours 30

performed doing the higher classification of work. Although, employees who are assisting food 31

service with distributing and packing of meals shall not receive such higher pay. The District and 32

the Association will collaborate in good faith to address any concerns about the impacts of such 33

changes. During the period school is closed, the District will publish directions via work email 34

and posting at the work site for employees each week as to who is required to report to a District 35

site, including when and where. Work schedules may also be flexed by agreement of the employee 36

and supervisor. The District will seek input from the Association on any changes prior to 37

publishing such directions to employees. Unless other arrangements are worked out between 38

individual employees and their supervisor, all other employees will be assigned to work from 39

home and not considered on leave. The District will ensure that employees have the proper tools 40

needed if required to work remotely, such as a computer, Wi-fi access, etc. The Association may 41

reopen this paragraph upon request to negotiate the process for collaboration over the critical work 42

to be performed. 43

44

3) Employees who have been identified by the District as working from home will be available by 45

phone and email during the number of each employee’s regularly scheduled work hours. Such 46

employees may be called when an urgent need for additional workforce arises. 47

48



4) Employees who work at District sites or at home will not work beyond their regularly scheduled 1

hours without advance authorization. 2

3

5) Employees who need to be released from all duties on a particular day may apply for and take 4

leave under their CBA in the same manner as during regular operations (sick leave, vacation, 5

personal leave, etc.) 6

7

6) Employees at worksites will be required to follow CDC guidelines for social distancing as well 8

as all other CDC, state and local health laws. Any onsite work shall be consistent with state and 9

local health authority guidance. 10

11

7) Leave – In accordance with the Families First Coronavirus Response Act (FFCRA), H.R. 6201, 12

employees will be provided paid sick time to the extent that the employee is unable to work (or 13

telework) due to a need for leave because of one of the following six reasons: 14

  15

(1) The employee is subject to a Federal, State, or local quarantine or isolation order 16

related to COVID-19; 17

18

(2) The employee has been advised by a health care provider to self-quarantine due to 19

concerns related to COVID-19; 20

21

(3) The employee is experiencing symptoms of COVID-19 and seeking a 22

medical diagnosis: 23

24

(4) The employee is caring for an individual who is subject to an order as described in 25

subparagraph (1) or has been advised as described in subparagraph (2). 26

27

(5) The employee is caring for a son or daughter of such employee if the school or place 28

of care of the son or daughter has been closed, or the child care provider of such son 29

or daughter is unavailable, due to COVID-19 precautions; or 30

31

(6) The employee is experiencing any other substantially similar condition specified by 32

the Secretary of Health and Human Services in consultation with the Secretary of the 33

Treasury and the Secretary of Labor. 34

35

Full-time classified staff are entitled to eighty (80) hours of paid sick time under the FFCRA. The 36

FFCRA provides the following caps on paid sick time amounts: 37

38

(1) $511 per day and $5,110 in the aggregate for use under subparagraphs (1), (2), or (3) listed 39

above. 40

41

(2) Two-thirds of the employee’s regular rate of pay, or $200 per day and $2,000 in the aggregate, 42

for a use under subparagraphs (4), (5), or (6) listed above. 43

44

In addition to the above, for an eligible employee who is unable to work (or telework) for reason above, 45

the employee is entitled to expanded paid family medical leave for up to an additional ten weeks at two-46

thirds the employee’s regular rate of pay, subject to a cap of $200 per day and $10,000 in the aggregate. 47

48



Employees who are eligible for leave at two-thirds (2/3) pay under subparagraphs (4), (5) or (6) above 1

shall also be entitled to supplement this paid leave entitlement with their accrued vacation and personal 2

leave or, in the absence of either of these two, sick leave as emergency leave, up to their normal earnings 3

for this period. 4

5

(3) High-Risk Employees – In accordance with the Governor’s Proclamation 20-46, dated April 13, 6

2020, employees who are not entitled to leave under section 7 above, or who have exhausted their 7

leave entitlement under section 7, but who are considered at high risk of severe illness or death 8

from COVID-19 as described or defined in guidance issued by the Centers for Disease Control and 9

Prevention, including those 65 years of age and older and employees of any age who have certain 10

chronic underlying health conditions, shall be entitled to use any available accrued leave, or 11

unemployment insurance if eligible, in any sequence at the discretion of the employee. In the event 12

the employee’s paid time off is exhausted during this period of leave, the District will fully maintain 13

the employee’s District-related insurance benefits until the employee is deemed eligible to return 14

to work, provided this is not inconsistent with SEBB rules and guidelines the extent that the 15

employee elects to access unemployment insurance benefits and is required to be placed on 16

furlough status for this purpose, the District will not permanently replace the employee, causing 17

the loss of the employee’s position, and the employee’s seniority rights will not be adversely 18

affected, but will continue to accrue through the period until the employee is deemed eligible to 19

return to work. 20

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(4) The Paraeducator training related to the Fundamental Course of Study provided for under Section 22

12.5 of the parties current collective bargaining agreement, currently scheduled for May 8, 2020, 23

will be conducted remotely, on line, as follows: five (5) hours will be provided to occur on May 24

8th, and the additional two (2) hours will be scheduled at a later date to occur after the end of the 25

employee’s regular working hours and will be an additional two (2) hours of pay. 26

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(5) Funding Sources - As state and federal funds are authorized to mitigate the impacts of COVID-19, 28

this MOU will be interpreted liberally in favor of allowing the District to access those funds to pay 29

for any provision of this MOU for which such funding may be available, especially as it pertains 30

to accessing assistance for paid leave benefits, and to make such changes as may be necessary to 31

access that funding. This MOU may be reopened upon request of the Union to negotiate impacts 32

of any such changes. 33

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(6) Essential workers who have physically worked for at least fifteen (15) days since March 17, 2020 35

in the Transportation, Maintenance, Grounds, Custodial and Food Service classification and 36

Paraeducators who assisted with food services shall receive an additional one (1) day of personal 37

leave to be used no later than June 19, 2020. Although, Transportation, Food Service and 38

Paraeducators who assisted with Food services must use this personal leave day on May 22, 39

2020. 40

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(7) Employees who are scheduled to work and who do work a minimum of fifteen (15) days 42

specifically in the Food Service summer program after June 19, 2020 through August 31, 2020 43

shall receive an additional personal leave day to be used before August 31, 2020. This may 44

include members of the Food Service, Paraeducator and Transportation classifications. 45

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(8) Employees who may have previously scheduled travel arrangements after the original last day of 1

school (June 5th) may request through their supervisor that the District allow them to miss work 2

as may be necessary during this period. Unless the operational needs of the District cannot 3

accommodate such requests, the District will permit such employees to keep such plans, using 4

accrued personal leave or leave without pay. 5

6

(9) Employees who had requested to use personal, sick or vacation leave during the remainder of the 7

school year shall have the opportunity to rescind the request due to the pandemic situation if such 8

plans changed, provided the employee notifies the District at least five work days in advance of 9

the first day of such scheduled leave. 10

(10) The school year was to end on June 5th and has been extended to June 19th. The first ten days: 11

March 17, 2020 through April 3, 2020 including April 6, 2020 will be made up June 8, 2020 12

through June 19, 2020. 13

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(11) The District shall provide Food Service, Transportation, Custodial/Maintenance employees the 15

necessary WA State Health Department guidance for schools regarding training, protective 16

equipment and supplies to reduce their risk of potential exposure. The District will provide these 17

employees with face coverings and gloves. 18

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(12) The District and PSE are willing to come back and discuss the issues of providing childcare for 20

first responders should the community be unable to meet this need. 21

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This Memorandum of Understanding shall become effective upon signature of both parties and shall 25

remain in effect until August 31, 2020. All other provisions of the CBA will remain in full effect. This 26

MOU is not precedent-setting and is intended to address only the specific and unprecedented health 27

emergency presented by COVID-19. 28

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PUBLIC SCHOOL EMPLOYEES 32

OF WASHINGTON/SEIU LOCAL 1948 33

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GRANDVIEW CHAPTER GRANDVIEW SCHOOL DISTRICT 35

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BY: /Signed by/ BY: /Signed by/ 38

Chapter President, Kayla Ramos Henry Strom, Superintendent 39

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DATE: 5/13/2020 DATE: 5/13/2020 42

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