DTU
HANDBOOK
FOR
PARAPROFESSIONALS
AND
UNITED OFFICE
PERSONNEL OF DUVAL
(UOPD)
2018-2019
Duval Teachers United
1601 Atlantic Blvd.
Jacksonville, Florida 32207
Phone: (904) 396-4063 Fax: (904) 396-9389
www.dtujax.com
Published by DTU exclusively for DTU members
Table of Contents
Title Page
Who’s Who at the School…………………………………… 3
District Level Key People ……..……………………… 4
Payday …….…………………………………………. 5
Workday and Work Year …………………………… 6
Paraprofessional Classifications …………………………….. 7
Pay Plan Request Form …………………………………….. 8
UOPD Classifications and Salary ………………………….. 10
Breaks ……..……………………………………… 12
Substituting for Teachers …………………………………… 12
Student Discipline …………………………………….. 12
Grades ………………………………………… 13
Standing Duty …………………………………… 13
Sick and Personal Leave ………………………………… 13
Leave Without Pay …………………………………. 14
Other Types of Leave ………………………………… 14
Sick Leave Pool ……….…………………………………. 14
Bereavement Leave ………………………………………… 14
Benefits ……………………………………………… 15
Annual Leave …………………………………………. 15
Credit for Military Service…………………………………. 15
Progressive Discipline …………………………………… 15
Probationary Periods ……………………………………… 16
Evaluations …………………………… 17
Tips for the First Year …………………………………… 18
What DTU Has To Offer …………………………………… 19
Grievances ………………………………………………… 20
Answers to Frequently Asked Questions ……………… 21
Commonly Used Acronyms …………………………….. 24
WHO’S WHO AT THE SCHOOL
Principal/Supervisor: Instructional leader, immediate supervisor, observes and evaluates employee
job performance, makes employment decisions
Assistant Principal (AP): Administrative designee for the Principal, has supervisory authority, may
observe and evaluate employees
DTU Building Representative: Liaison between the Principal and DTU staff members, enforces the
union contract, addresses concerns, represents members in appropriate meetings, and provides
updates on timely issues to DTU members
Dean: Certificated teacher at the secondary level who has been assigned full time duties working
with student discipline, referrals, and school-wide discipline plans
Behavior Interventionist: Certificated teacher at select schools who is assigned to work with
students experiencing behavioral issues in small groups or individually
Instructional Coach: Certificated teacher who coordinates standards based instruction throughout
the school, acts as a resource for teachers, models lessons, assists with implementation of standards-
based instruction, provides training
Professional Development Facilitator (PDF): Teacher who supervises beginning teachers,
coordinates school training, and tracks staff master plan points for professional development
Guidance Counselor: Certificated person who provides counseling and career services for students,
coordinates some testing
Librarian: Certificated person who orders and maintains professional and student collections of
books, videos, periodicals, classroom equipment, computers, and software for check out, directs
research services
Department/Grade Level Chairperson: Teacher who handles oversight and coordination of grade
level/department activities, meetings, and paperwork
Math or Reading Interventionist: Certificated person who assists identified students who may be
struggling academically in Math or Reading
Paraprofessional: Non-certificated employee assigned to assist with instructional duties
Bookkeeper: Non-certificated office staff member, handles all money items, distributes receipt
books, explains financial regulations, tracks purchase requisitions, keeps accounts for clubs, etc.
Secretary/Clerk/Office Assistant: Non-certificated office staff members who track sick and
personal leave forms, CRT input of student information, process supply orders, handle office
communications, payroll distribution, maintenance requests, etc.
Custodian: Person responsible for keeping the school clean and helps with some minor maintenance
work
Security Guard: Person who monitors entrances and exits to the building, circulates around the
building to monitor behavior in public areas and addresses school safety
SRO: School resource officer/school police assigned to specific schools, handles major disruptions,
etc.
DTU PARAPROFESSIONAL AND UOPD EMPLOYEE HANDBOOK
4
DISTRICT LEVEL KEY PEOPLE,
ORGANIZATIONS AND DEPARTMENTS
DUVAL TEACHERS UNITED (DTU)
1601 Atlantic Blvd.
Jacksonville, Florida 32207
Telephone: (904) 396-4063 Fax: (904) 396-9389
Website: www.dtujax.com
President: Terrie Brady
Executive Vice President: Ruby George
Secretary/Treasurer: Gary Avery
Attorney: Stephanie Schaap, Teddy Rivera
Staff Consultants: Carol Gamble-Buckman, Tammie
Brooks-Evans, Jessica Fowler
Office Staff: Tracy Parker-Smith,
Betty Thompson
Check your DTU bulletin board for the name of the Staff Consultant
assigned to work with your school.
DUVAL COUNTY SCHOOL BOARD
1701 Prudential Drive
Jacksonville, Florida 32207
Telephone: (904) 390-2000
ESOL: 390-2202
Exceptional Student Education: 390-2071
Human Resources
Leaves of Absence: 390-2065
Staffing: 390-2063 (DTO Schools)
390-2058 (Staffing)
Master Plan Points: Diane Lobaugh
348-7775
Payroll: 390-2022
Professional Development: 390-2926
Risk Management: 390-2353
Safety: 858-1972
*A complete directory can be obtained from the DCPS
Website. WWW.Duvalschools.org
DTU PARAPROFESSIONAL AND UOPD EMPLOYEE HANDBOOK
5
PAYDAY
DTU has negotiated a bi-weekly pay schedule for employees. All Duval County Public
School (DCPS) employees are paid on the same Friday of pay weeks. Employees are paid
every two weeks. Paychecks continue during the school work year regardless of holiday
schedules. Paychecks are equalized. This means that your paycheck will not reflect the
actual hours worked in a pay period. Instead, your annual salary is spread out equally
across the number of paychecks you will receive according to the pay plan you have
chosen. Your paycheck will reflect, as much as possible, a consistent amount of pay. A
predetermined number of days worked are banked, according to your pay plan option, in
order to equalize paychecks through holiday periods.
There are two types of pay plans for employees, Traditional and Optional.
Paraprofessionals have a 10 month work calendar. The “Traditional” pay plan equalizes
pay amounts for paraprofessionals into 22 paychecks over the 10-month school year. The
“Optional” pay plan equalizes pay amounts into 25 paychecks.
UOPD employees may work a ten, eleven, or twelve month work calendar. The
“Traditional” pay plan equalizes pay over 23 paychecks for 10 month UOPD employees
and 24 paychecks for eleven month employees. The “Optional” pay plan equalizes pay
amounts over 25 paychecks for ten and eleven month UOPD employees. Twelve month
UOPD employees don’t have a pay plan option. These employees maintain 26 pay
periods because they work year round.
Sign up for pay plans occurs before June 30 or upon employment for new hires. Once
chosen, the identified pay plan is in effect for the remainder of the school year unless
an employee is on a prolonged period of leave without pay. In that event, the
employee may be required to return to the traditional pay plan. Since pay is equalized, the
employee may need to pay back salary paid that might not have been earned. Care should
be taken in choosing the right plan, especially if you know beforehand that you will be
taking extended leave. You may choose to initiate an additional summer pay plan
through your bank or credit union.
Paychecks are directly deposited electronically into your bank account. Payroll check
stubs may be viewed on-line via the Duval County Public Schools (DCPS) website.
If you have any questions or problems regarding your pay,
please contact DTU.
DTU PARAPROFESSIONAL AND UOPD EMPLOYEE HANDBOOK
6
WORKDAY
Paraprofessionals are school-based employees. The regular workday
for Paraprofessionals is seven hours, excluding a non-paid 30-minute
duty-free lunch. Paraprofessionals may leave campus during lunch throughout the year,
however, administration should be notified beforehand and the employee must sign out
and back in on the sign-in log. Make sure you return to work on time.
UOPD employees may be district or school-based employees. They may work a seven or
eight hour day. District-based employees work an eight hour day exclusive of an hour
duty free lunch. Schools-based employees are usually seven hour employees excluding a
non-paid 30 minute duty free lunch. There may be some eight hour school-based
employees dependent on the needs of the school. UOPD employees must also sign in and
out if leaving the school campus for lunch.
Upon arrival at work each day, each employee MUST initial the sign-in log. Make this
the first thing you do upon arrival at school to indicate your presence. Please arrive at
work on time or make sure that you call in immediately if you will be late. Your principal
may require you to use leave time for multiple unexcused tardies or initiate the
disciplinary process.
Paraprofessionals and UOPD employees are hourly employees and must be paid their
hourly rate of pay for every hour they are required to work. This is why they are not
required to attend any before or after school meetings.
WORK YEAR
Paraprofessional Work Year: The Paraprofessional work year usually consists of 191
days. The first day of work is the Monday of teacher pre-planning week.
Paraprofessionals have all days off that students are not in school, except for pre-
planning. This includes the quarterly teacher planning days, holidays, and weather days.
While paraprofessionals do not work on any holiday, they are only paid for six holidays
as follows:
Paid Holidays: Labor Day, Thanksgiving Day, Christmas Eve, Christmas Day,
New Year’s Day, Veterans’ Day
UOPD Work Year: The UOPD work year can be ten (usually 206 days), eleven (usually 224
days), or twelve months (260-261 days). UOPD employees have the following paid holidays:
Labor Day, Veterans Day, Thanksgiving and the day after, Dec. 24th and 25th,
New Year’s Day, MLK Birthday,
Spring Holiday (1 day) and Memorial Day.
Twelve month employees also receive the 4th of July.
DTU PARAPROFESSIONAL AND UOPD EMPLOYEE HANDBOOK
7
Paraprofessional Classifications and Salary Schedules
There are two classifications of paraprofessionals, regular education and special needs education
paraprofessionals. Each classification has its own salary schedule. The RI Salary Schedule is for
paras assigned to regular education classrooms. The RS Salary Schedule is for paraprofessionals
assigned to special needs (ESE) classrooms. Each salary schedule has five columns and 13 steps.
Paraprofessionals are placed on the appropriate salary schedule based on their classification and
professional development (in-service) points. They are placed on the columns within their salary
schedule based on the number of points received from college education courses or district
workshops. They are initially placed on the salary schedule steps based years of experience with
DCPS and move from step to step on negotiated union contract settlements.
Longevity Pay: An additional $600 in longevity pay is received each year after ten years of
consecutive service with DCPS as a paraprofessional. After every five years thereafter, starting
after the 15th year, paraprofessionals receive an additional $300 yearly.
Column Placement Rules Apply to all Paraprofessional Salary Schedules
COLUMN I
A paraprofessional shall be assigned to column I upon hire, unless he/she qualifies for movement
to columns II, III, IV, or V.
COLUMN II
Movement to Column II requires 36 hours of in-service or one (1) three hour college credit course
in a job related area preapproved by the Employer. Official transcripts must be on file in Human
Resources reflecting these requirements.
COLUMN III
Movement to Column III requires 90 hours of in-service or (15) hours of college credit in a job
related area preapproved by the Employer. Official transcripts must be on file in Human
Resources reflecting these requirements
DTU PARAPROFESSIONAL AND UOPD EMPLOYEE HANDBOOK
8
COLUMN IV
Movement to Column IV requires completion of 180 hours of in-service or 60 semester hours of
accredited college course work or an AA/AS degree. Official transcripts must be on file in
Human Resources reflecting these requirements.
COLUMN V
Movement to Column V requires the paraprofessional to have completed 250 hours of in-service
or 90 semester hours of accredited college course work in a program, which leads to a teaching
degree and has been preapproved by the Employer. Either an overall grade point average of 2.5 or
a grade point average of 2.5 in the paraprofessional's major area of study is required. Official
transcripts must be on file in Human Resources reflecting these requirements.
Placement on a column of the salary schedule shall occur upon approval of verification of
points for professional development or college credit.
If you have any questions about which column you should be placed on for pay, please
contact Human Resources or DTU.
The following form is used to submit to Human Resources when additional points
are accrued and the paraprofessional qualifies to move to another column on the
salary schedule.
PARAPROFESSIONAL CAREER DEVELOPMENT PROGRAM
PAY PLAN REQUEST
(Please Print) NAME: _____________________________EMPLOYEE NO: ___________________
SCHOOL NAME or NUMBER: _________________SCHOOL PHONE: __________
(School based employees must complete)
HOME ADDRESS: ____________________________HOME PHONE: ___________
CITY & ZIP CODE: _____________________________________________________
I am a Paraprofessional and currently paid on
Column I II III IV (Circle one)
This request is to meet the qualifications for advancement to
Column II III IV V (Circle one)
(Check One)
I am using ____Official Transcript or ___In service Points for documentation
____This documentation is already on file in Professional Development
____Documentation is attached to this request
________________ ______________________________________
DTU PARAPROFESSIONAL AND UOPD EMPLOYEE HANDBOOK
9
*Date *Signature of Paraprofessional
______________________________________
Professional Development Department
______________
Date
Submit to Professional Development, Team Center, Building B. Attention: Gloria
Stroming via School Mail or Fax to 904-348-7793.
UOPD Classifications and Salary Schedule
UOPD employees have their own salary schedule. Placement on a column on the
schedule is based on the UOPD classification. Employees move across the salary
schedule in columns. They move down the salary schedule in levels within their
classification column based on contract negotiations. The UOPD salary schedule has 33
steps and 13 columns. Higher pay is associated both with moving across columns through
testing for specific classifications and down the schedule levels within each classification.
UOPD employees are governed by the DTU employment contract and Civil Service
rules. Moving across columns on the salary schedule is determined by job openings and
ranking on civil service exams for a particular classification.
No testing is required for placement on column 01 of the salary schedule. Office
assistants (OA’s) and security guards are placed on column 01 and remain there unless
they choose and become eligible to test for another classification.
Service Raises:
Beginning in 2014-2015, UOPD employees receive a $400 service raise (in addition to
their hourly base pay rate) for every five years of consecutive service with DCPS. Service
raises compile on one another. After five consecutive years of service, $400 is received.
After ten years of consecutive service an additional $400 is received ($800) etc. in
addition to any increases negotiated.
DTU PARAPROFESSIONAL AND UOPD EMPLOYEE HANDBOOK
10
UOPD
Hourly
Pay Scale UA
GRADE 01 02 03 04 05 06 07 08 09 10 11 12 ST
Level CB28/CC27/CD17/CE17/CF07/CG07/CK08/CL08/CM18/CN18/CQ07/CR07
01
9.23
9.80
10.12
10.74
11.12
11.63
12.17
12.77
13.39
13.99
14.49
15.38 -
02
9.41
10.00
10.33
10.97
11.33
11.88
12.42
13.03
13.67
14.29
14.77
15.70 -
03
9.62
10.20
10.53
11.20
11.55
12.10
12.67
13.30
13.93
14.56
15.06
16.00 -
04
9.80
10.39
10.74
11.40
11.78
12.34
12.91
13.57
14.21
14.86
15.35
16.32 -
05
10.00
10.59
10.97
11.63
12.03
12.59
13.19
13.81
14.50
15.15
15.68
16.64 -
06
10.20
10.80
11.20
11.88
12.27
12.85
13.44
14.11
14.78
15.49
15.98
16.99 -
07
10.39
11.05
11.40
12.10
12.52
13.11
13.70
14.39
15.07
15.77
16.30
17.32 -
08
10.59
11.26
11.63
12.34
12.75
13.36
13.99
14.69
15.37
16.07
16.62
17.68 -
09
10.80
11.48
11.88
12.59
13.00
13.63
14.29
14.96
15.69
16.41
16.97
18.02 -
10
11.05
11.70
12.10
12.85
13.28
13.89
14.56
15.27
15.99
16.74
17.29
18.37 -
11
11.26
11.94
12.34
13.11
13.54
14.18
14.86
15.59
16.31
17.08
17.65
18.76 -
12
11.48
12.17
12.59
13.36
13.78
14.46
15.15
15.90
16.63
17.40
18.00
19.13 -
13
11.70
12.42
12.85
13.63
14.09
14.75
15.49
16.20
16.98
17.77
18.35
19.51 -
14
11.94
12.67
13.11
13.89
14.37
15.02
15.77
16.54
17.30
18.11
18.73
19.91 -
15
12.17
12.91
13.37
14.18
14.66
15.33
16.07
16.85
17.66
18.49
19.10
20.31 17.60
16
12.42
13.19
13.64
14.46
14.94
15.65
16.41
17.20
18.01
18.87
19.49
20.71 18.00
17
12.67
13.44
13.91
14.75
15.24
15.96
16.74
17.55
18.36
19.24
19.88
21.14 18.40
18
12.91
13.70
14.19
15.02
15.57
16.27
17.08
17.90
18.75
19.61
20.28
21.56 18.82
19
13.19
13.99
14.48
15.33
15.87
16.60
17.40
18.24
19.11
20.03
20.68
21.98 19.24
20
13.44
14.29
14.76
15.65
16.18
16.95
17.77
18.62
19.50
20.41
21.10
22.42 19.68
21
13.70
14.56
15.03
15.96
16.52
17.27
18.10
18.99
19.89
20.82
21.53
22.88 20.12
22
13.99
14.86
15.34
16.27
16.83
17.62
18.48
19.37
20.29
21.24
21.94
23.34 20.57
23
14.29
15.15
15.66
16.60
17.18
17.98
18.86
19.74
20.69
21.66
22.39
23.80 21.03
24
14.62
15.56
16.04
17.02
17.60
18.43
19.31
20.25
21.21
22.20
22.95
24.39 21.51
25
14.98
15.93
16.44
17.43
18.04
18.90
19.78
20.74
21.73
22.74
23.53
24.99 21.99
26
15.36
16.30
16.84
17.87
18.47
19.34
20.28
21.26
22.29
23.33
24.10
25.64 22.49
27
15.81
16.77
17.33
18.40
19.03
19.95
20.89
21.90
22.95
24.01
24.84
26.40 22.99
28
16.29
17.28
17.87
18.97
19.59
20.53
21.53
22.55
23.64
24.75
25.59
27.20 23.51
29
16.68
17.73
18.29
19.40
20.07
21.22
22.01
23.06
24.18
25.31
26.17
27.80 24.04
30
17.06
18.15
18.69
19.88
20.52
21.77
22.49
23.57
24.69
25.82
26.69
28.32 24.58
31
17.54
18.61
19.24
20.40
21.07
22.32
23.10
24.21
25.36
26.55
27.43
29.15 25.13
32
17.84
18.93
19.58
20.77
21.48
22.50
23.57
24.71
25.89
27.10
28.03
29.80 25.70
95 21.01 22.16 22.81 24.06 24.58 25.65 26.74 27.91 29.13 30.29 31.25 33.08 27.47
DTU PARAPROFESSIONAL AND UOPD EMPLOYEE HANDBOOK
11
In addition to the above hourly rate, an employee shall receive $300 a year for each five (5) continuous years of service with the Duval County Public Schools for service earned prior to 2014-2015. The Service Raise for service earned 2014-2015 and thereafter shall increase to $400 a year.
Level Movement - UOPD employees who worked one (1) day more than one-half the previous school year in his/her position in Duval County shall advance one level on the salary schedule.
The value of Level 95 is increased by $500.
Level 95 is for incumbents only who were assigned to level 32 or 95 in prior school year.
Interpreters:
Interpreters are part of the UOPD Unit, but are placed on their own negotiated career
ladder. Progression on the career ladder is based on national exam scores and negotiated
levels. Please refer to the career ladder found at the back of this document to determine
your placement on the career ladder.
Salary Schedule Effective July 1, 2017
DTU PARAPROFESSIONAL AND UOPD EMPLOYEE HANDBOOK
12
BREAKS
Paraprofessionals are entitled to one 20 minute break each day. That
time may be broken down into two-ten minute breaks IF the
paraprofessional and teacher both agree that it would be better to do so
in order to meet the students’ needs.
UOPD employees are entitled to two-fifteen minute breaks daily, one in the morning and one in
the afternoon.
Breaks may not be taken directly after the start of the workday, directly before or after lunch or
right before the end of the workday. There should be a schedule at the worksite identifying break
times for employees.
SUBSTITUTING FOR TEACHERS Paraprofessionals are considered instructional personnel. Paraprofessionals assist with
classroom instruction under the supervision of a certificated teacher. They do not introduce new
material to students. That is the teacher’s responsibility. They review or remediate what has
already been taught to students by the teacher. They may work with students either individually
or in a small group setting. This is done under the supervision of the teacher.
Even though paraprofessionals are instructional personnel, they may not be used as
substitute teachers. Paraprofessionals work with students under the supervision of a
certificated person (teacher or administrator). They may supervise a class only in an
EMERGENCY situation and then only for 30 minutes. They should be relieved after 30
minutes. An emergency situation means that no other certificated person (teacher or
administrator) is available to cover the class until a substitute arrives.
UOPD employees are not involved in instruction at all. They are clerical staff members who
work in administrative offices at the school or at the district level, guidance offices, and media
centers. While UOPD employees interact with students, they do not work with students in an
instructional capacity. There is no situation where a UOPD employee should be used as a
substitute.
STUDENT DISCIPLINE
UOPD- When a student’s behavior causes serious disruption or violates the Student Code of
Conduct in the classroom or other school locations, the employee shall report it to the
principal/supervising teacher.
Paraprofessionals shall be given effective support and authority in student discipline situations
as prescribed in the Student Code of Conduct. Such support and authority shall be consistent
with law, the Student Code of Conduct, the individual school Discipline Plan and the policies and
practices of the Employer. Each School’s Discipline Plan shall contain a provision that specifies
how paraprofessionals are to deal with individual students who commit conduct code offenses.
Paraprofessionals may be given the authority to write student referrals and send students to the
office.
DTU PARAPROFESSIONAL AND UOPD EMPLOYEE HANDBOOK
13
GRADES
A+ Teachers are responsible for assigning students grades. Neither
paraprofessionals nor UOPD employees are to assign grades to
student work.
STANDING DUTY
Paraprofessionals work with students. Eighty percent of the paraprofessional day is to
be spent in an instructional capacity. The other 20% may be used for assignment to other
duties such as: cafeteria duty, bus duty, and arrival and dismissal duty. While
paraprofessionals stand cafeteria duty, they are not custodial or cafeteria staff and are not
be used to clean the cafeteria tables, floors, or empty trash.
UOPD are Civil Service employees. Their work is clerical. They work in office areas and
do not stand duty, unless there is an Emergency situation. They may be involved in
some student supervision in the office area, the school clinic, or guidance offices. They
may be asked to call parents to pick up students.
SICK AND PERSONAL LEAVES
A full time employee shall be entitled to four (4) days of sick leave for use at the end
of the first month of employment of each contract year. Thereafter the employee will
earn one day of sick leave for each month of employment in which the employee
works a minimum of five (5) days. Ten month employees get a total of 10 sick leave
days. Eleven month employees get 11 sick leave days and twelve month employees
get 12 sick leave days per school year. Sick leave days are credited at the end of the
month and may not be used prior to the time earned and credited to the employee.
Employees must fill out a leave form for every day out of work. This must be done
in a timely manner. Failure to do so will result in the absence being charged as leave
without pay. Your pay will be docked even if you have accrued sick leave.
Six of the ten sick leave days provided yearly, may be used as personal days. If your
leave forms reflect you have taken more than six personal days during the work year,
your pay will be docked even if you have sick leave days remaining. No reason for the
personal leave is required on the leave form. Personal days can be denied by the Principal
only if the absence creates a hardship at the school/worksite. Personal leave must be
approved in advance only if taken before or after non-work days such as holidays or
week-ends. Sick leave forms must be filled out immediately upon return to work or in
advance if it is a scheduled leave day. Each school will designate an individual for the
paraprofessionals and UOPD employees to call in the event of an absence.
All leave days not used by the end of the work year are carried over to the next work year
as sick leave. At that time, the employee will receive ten new leave days that can be used
when accrued. Any leave days carried over from the previous year have already been
accrued, so they may be taken as needed. Only six personal days may be taken in any
work year.
DTU PARAPROFESSIONAL AND UOPD EMPLOYEE HANDBOOK
14
If all leave is expended, employees who continue to be absent are in leave without pay
(LWOP) status. Please note that taking LWOP is not a right and is not taken lightly. Such
leave must be approved by administration. Usually up to five days may be approved by
the school principal for a valid reason. Being in LWOP status can result in the
initiation of the disciplinary process that can lead to suspension or job termination.
Please use your leave days wisely.
OTHER TYPES OF LEAVE Other paid leaves include Jury Duty, Military Leave, On-the-Job Injury/Illness, and
Temporary Duty Elsewhere (TDE). None of these are charged to your accrued sick
leave. Temporary Duty Elsewhere (TDE) is the term used by DCPS to account for an
employee’s absence if working or attending a training elsewhere. These days are
assigned by the principal. This type of leave does not count against your accrued sick
leave.
SICK LEAVE POOL Employees may apply for the Sick Leave Pool after they have been employed by
DCPS for one year, and they have maintained a sick leave balance of ten days.
Upon initial enrollment, each member is asked to contribute one day of their sick
leave to the Sick Leave Pool. If Sick Leave Pool days run low, members may be
asked to donate an extra day. This doesn’t happen often.
Members of the Pool are eligible to withdraw Sick Leave Pool days for
catastrophic illnesses only. Catastrophic illnesses are life threatening illnesses.
Withdrawal is subject to approval by the Sick Leave Pool Committee. Members
must have exhausted their paid sick leave, be out at least 10 consecutive days,
and be in an unpaid status for at least five days before they may apply.
Bereavement Leave Employees have access to two (2) days of paid bereavement leave each year due
to a death of a relative. This bereavement leave is of special nature and may not
be deferred, accumulated or converted to any other purpose and will not be
deducted from earned sick leave. It is not charged against any other leave
account. The employee will not be paid for days not scheduled to work. Taking
this leave is not contingent upon expending all other types of leave. A published
obituary or funeral program, or link thereto will be required for documentation.
The term “relative,” for purposes of this paragraph, is defined as father, mother,
brother, sister, husband, wife, child, grandfather, grandmother, grandson,
granddaughter, or other close relative or member of his/her own household.
In addition, up to six (6) days of sick leave may be taken at the time of the death
of a member of the employee's immediate family. If unusual circumstances exist,
with a letter of justification, additional sick leave may be granted by the School
Board.
LEAVE WITHOUT PAY
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BENEFITS
DCPS benefits include:
1. Free employee Health Insurance Coverage through Florida Blue for the
employee
2. Free employee $10,000 Life Insurance Policy
3. $250 Flex Benefits toward the purchase of options from the Fringe Benefits
Package (May be used for premiums on dental, added family health and life
insurance, reimbursements for out-of-pocket health costs)
4. Mail order pharmacy
Health benefit options are presented each fall after the school year begins for review or
when hired. Review your selections for mistakes during the fall enrollment period.
ANNUAL LEAVE
Twelve month UOPD employees accrue annual leave in addition to sick leave. Annual leave days accrue biweekly (accrued over two pay periods per month) to
the credit of the employee for any month in which the employee works a minimum of
five (5) workdays in the month. Annual leave must be applied for ahead of time.
Credit for Military Experience Paraprofessionals and UOPD- Effective 2017-2018 school year, Paraprofessionals and
UOPD Employees providing verification of active military service (DD214), shall
receive credit on the Paraprofessional/UOPD Salary Schedule at a rate of one (1) year for
each twelve (12) months of continuous military service up to a maximum of two (2)
years. Pay shall not be credited prior to the 2017-2018 school year and is creditable
beginning the school year in which the verification (DD214) is received.
PROGRESSIVE DISCIPLINE Employees must adhere to rules established by the State of Florida, the Duval County
Public School Board, and those established at the worksite. When it becomes necessary
to do so, the principal or supervisor will initiate the Progressive Discipline Process.
Progressive Discipline affords the employer the right to initiate and escalate discipline for
employee continued misconduct. The following outlines procedures for progressive
discipline.
No appropriate administrator/supervisor shall reprimand or criticize an
employee in the presence of the employee's co-workers or others not
directly concerned. When reprimand or criticism is deemed necessary, it
shall be made in a private conference, with discretion and out of public
view and hearing. The following progressive steps must be followed in
administering discipline, it being understood, however, that some more
severe acts of misconduct may warrant circumventing the established
procedure:
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a. Verbal Reprimand
(1) No written conference summary is placed in personnel
file
(2) Employees must be told that a verbal reprimand
initiates the discipline process
b. Written Reprimand- Letter to the personnel file
c. Suspension without Pay- Must be Board approved
d. Termination- Must be Board approved
An employee summoned to the office of a principal or appropriate
administrator/supervisor, or any district-level administrator, for an investigatory
conference or meeting which may lead to disciplinary action, shall have the right to
union representation. If a union representative is not available, the conference/meeting
shall be rescheduled to a time when union representation is available.
Make sure that you are clear on what you may or may not do at your worksite so as to
avoid being disciplined. Don’t hesitate to ask questions. If you are unsure as to your
responsibilities and can’t get an answer from your principal/supervisor, call DTU.
PROBATIONARY PERIODS
A probationary period is an identified period of time when an employee, hired by DCPS,
may be fired without cause. Each of the DTU units (Paraprofessionals, Teachers and
UOPD) have a probationary period.
The Paraprofessional probationary period is for the first year of employment which
must be at least 170 paid workdays in a specific classification. If at any time during the
probationary period, the principal, supervisor determines that the performance of the
employee is unsatisfactory, the employee may be fired without right of hearing or appeal.
After the probationary period expires, the employee may only be fired for just cause.
UOPD employees have six months to a year of probationary periods within specific job
classifications upon hire. This probationary period allows for their dismissal without
cause. Once the entry level probationary period has passed, the employee experiences
other probationary periods if and when promoted to a different job classification. Each
promotion has its own probationary period. If the employee fails to meet the
probationary requirements of a promotional position, they have the right to revert back to
their previous job classification.
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EVALUATIONS
All employees receive yearly evaluations from their principals/supervisors. Each DTU
unit has its own evaluation document. Each employee is to be in-serviced on the
instrument to be used. All employees are to sign the evaluation as either “accepted” or
“not accepted.” The completed evaluation form goes to the employee’s personnel file in
Human Resources. The employee has the right to attach a statement to the evaluation
within 10 days of receipt.
Paraprofessional evaluations are done at the school level by the principal or assistant
principal. Teachers may have input into the evaluation of the paraprofessionals with
whom they work. The paraprofessionals may ask to see what the teachers have submitted
as input. It is the administrator that completes the evaluation, however. Teachers only
have input. The paraprofessional evaluation is due April 1 of each year.
UOPD evaluations are completed by the principal/ supervisor. The UOPD “job factors”
are discussed with the principal/supervisor by the first month of the work year. These are
the agreed upon factors for which the employee will be evaluated. The UOPD evaluation
is due by April 15 each year.
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TIPS FOR THE FIRST YEAR
Come to work, and come to work on time. You must arrive on time and sign in each
day by the designated start time.
You are provided with ten sick leave days (11 for 11 month employees, 12 for 12
month employees) which are accrued throughout the year. Use them wisely. Avoid
going into leave without pay status. Leave without pay and tardiness can lead to
being disciplined and getting fired.
Be pro-active. Don’t be afraid to ask questions or ask for assistance when you are
unsure of your responsibilities. Ask before you act!
Do not substitute for teachers. Paraprofessionals must be under the supervision of a
certificated person (teacher, administrator) when supervising students except in an
emergency. UOPD employees are not instructional personnel and shouldn’t substitute
at all.
Be careful of physical contact with students. It is best to make every effort not to
touch students.
Be professional in your dealings with everyone. Don’t let students, parents, or staff
members upset you.
Don’t raise your voice when speaking to students or adults.
Work assigned is to be completed at work. You may not assign yourself overtime
pay if you can’t complete the work within the work day. Overtime is paid only when
you are required by your principal/supervisor to remain beyond your workday.
Your workday hours may be shifted by the principal/supervisor after discussion with
you.
If you get into trouble don’t make any statements until you have contacted DTU.
Don’t use your cell phone during your work time. You may use it during breaks or at
lunch.
UOPD employees may be asked to dispense medication. You must be trained
before you can perform that function.
Make sure that you ask questions and do as directed during your probationary period.
Remember, you can be let go during that period without cause.
DTU PARAPROFESSIONAL AND UOPD EMPLOYEE HANDBOOK
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WHAT DTU HAS TO OFFER
Duval Teachers United (DTU) is your professional organization. DTU is affiliated
with the Florida Education Association (FEA) statewide. We have national
affiliations with the American Federation of Teachers (AFT) and the National
Education Association (NEA). We are one of a few states that has merged our
national affiliates. As a result, our members receive the benefits of being affiliated
with both national organizations.
What is the Role of DTU?
It is the responsibility of DTU to bargain and enforce contract language in all
areas dealing with salaries, benefits, and working conditions for its members. We
represent office workers, paraprofessionals, psychologists, social workers,
specialists, instructional coaches, Deans, and teachers.
What are the Benefits of Joining DTU?
Here are a few:
1. Representation at the bargaining table for salaries, benefits, and
employment conditions
2. Enforcement of contract language
3. Representation on grievances, disciplinary issues, Growth Plans
4. Liaison for employees with principals
5. On-site attorney- (Members can consult with attorney on professional
issues, some personal legal matters, wills, no fault divorces, quit claim
deeds, adoptions, worker’s compensation…)
6. Free legal representation for professional standards hearings
7. $3,000,000 liability insurance
8. Professional development opportunities
9. Email, phone, in person access to full time staff consultants to address all
work-related concerns (payroll, certification, evaluation, health insurance
coverage, surplus, transfers, all contractual issues, etc.)
10. Free professional magazines focusing on educator issues
11. Timely information on current district and legislative educational issues
12. National and statewide lobbyists
13. Affiliation with state and national professional educator organizations
14. Representation on district wide committees
15. Reduced rate tickets to movies and theme parks
16. DTU representative at each school site to address member school concerns
17. Access Card (provides coupon discounts)
18. Dues Tab- $1000 Life Insurance and $50,000 Death and Dismemberment
Policy (free to DTU members)
19. Your only voice at the district and state level on all employee/education
issues
20. NEA Member Benefits- Discounts
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GRIEVANCES
Both paraprofessionals and UOPD employees have Collective Bargaining Agreements
(Contracts) which are a binding agreement between DTU and DCPS. Both sides agree to
work under the conditions outlined in that contract. This contract outlines your rights,
benefits, and working conditions as an employee of DCPS. It is separate from the
contract you sign for employment with DCPS.
A grievance is an official notification from DTU that contract language has been violated.
Grievances may not be filed against other DTU members or members of the other
bargaining units represented by DTU. Grievances are filed against the
employer/supervisor responsible for upholding the contract. Grievances are often
confused with complaints. A member may have a valid complaint on an issue. If that
complaint is not a contractual issue, it cannot be grieved.
A grievance goes through the following formally established procedure. Very few
grievances advance to Step III. Most are settled by Step II.
Grievance Procedure:
1. Pre-Grievance: A contract violation has occurred. The school site DTU
representative is contacted by the member. Attempts are made to handle the
situation at the school level with the principal. The issue must be addressed with
the Principal within ten work days of the incident. Once addressed, the Principal
has two workdays to respond. If the violation is not adequately settled, the
grievance moves to Step I.
2. Formal Step I Grievance: The grievant contacts the DTU Staff Consultant. The
grievance is reduced to writing by the DTU Staff Consultant within five days of
the principal’s response. The principal has five workdays to respond after the
receipt of the written grievance. If the violation is not adequately settled, the
grievance moves to Step II.
3. Formal Step II Grievance: Within 15 days after the receipt of the response from
the principal, the DTU Staff Consultant will process the grievance to the Chief of
Human Resources, who acts as the Superintendent’s designee. A hearing may be
called, if necessary. There are 20 workdays to respond. If there is no suitable
resolution at this level, the grievance moves to Step III.
4. Formal Step III grievance: Within 20 workdays of the receipt of the Step II
decision, an appeal may be filed to the School Board. The School Board will hold
a hearing within 30 days with a decision to be rendered at the following School
Board meeting.
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ANSWERS TO FREQUENTLY ASKED QUESTIONS
1. Is there a dress code policy?
There are general standards in the contract that cover appearance).
Basically, it is the responsibility of employees to dress in a
manner that reflects a positive and respectable role model for children, is practical
for performing work responsibilities, and that has safety in mind.
2. What is the difference between surplus and RIF?
Surplus occurs when a position at the school is eliminated. This may happen
because of decreased student enrollment that impacts the funding of the school
budget or because programs are eliminated at schools. Employees may voluntarily
surplus themselves. Employees who are declared surplus still have a job, but not
at their current schools. Human Resources will place them in an available in-field
position at another school. If there are no positions immediately available,
employees are placed in a surplus pool. Surplus employees are placed in positions
as they become available. If funding is available, employees may be temporarily
assigned to a site or stay at their current site at their regular rate of pay until a
position is available.
Reduction in Force (RIF) occurs when there is no job available for the employee
in the district and the DCSB is financially unable to maintain the employee at the
surplus level. Employees who are RIF’d qualify for unemployment compensation
if they have worked the required amount of time. If declared RIF, employees are
called back to work by seniority within their classification as jobs become
available.
3. Can I refuse to do something my principal/supervisor has directed me to do?
You should not refuse to obey a legal direct request from the principal/supervisor.
DTU recommends that employees comply with the request and then contact DTU,
if there is an issue. Outright refusal to do as directed is grounds for termination for
insubordination. Your principal/supervisor has the authority to recommend you be
fired for insubordination. If you have a concern about a request, you may
diplomatically express concerns to the principal/supervisor in private. If the
principal/supervisor still insists you comply, do as directed and then contact your
DTU building representative or DTU. Do not get into an altercation with the
principal/supervisor.
4. Do I need to notify my principal/supervisor if I’m going off campus/site for
lunch?
Yes, you should alert your principal/supervisor or designee before going off
campus/site for lunch. You are also expected to sign out and back in on the school
sign in/out log.
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ANSWERS TO FREQUENTLY ASKED QUESTIONS
(Cont.)
5. Is each school required to implement shared governance?
Yes. Each school should have an approved shared governance plan by which the
staff is included in participatory governance of the school. The identified
definition of consensus should be followed when school decisions are made. The
school staff should have meaningful input into the budget. For those assigned to
district offices, Shared Governance is suggested but not mandated.
6. Does the reason for a personal day have to be identified on a sick leave form?
No. All that needs to be written on a leave form for a personal day is “personal
business.” No other explanation is needed in writing or verbally. Only six
personal days may be used yearly.
7. Does personal leave have to be approved ahead of time?
No, except when personal leave is requested the day before or after a holiday or a
non-workday. Then the leave will be requested in advance except for
emergencies. The request for leave does not have to be submitted a specified
number of days in advance.
8. Can I be asked to substitute for a class?
No. Neither paraprofessionals, nor UOPD staff may be used as substitutes.
Paraprofessionals may be asked to cover a class for 30 minutes in an emergency
situation only.
9. Can a UOPD employee be assigned to work out of their classification?
When a UOPD employee is qualified for and is temporarily assigned in writing by
the Employer to serve regularly in and accept the full responsibility for work
which would normally be performed in a higher class position for three (3) or
more workdays of continuous duty, such an employee, if not in the highest step of
the employee's pay grade, shall receive a one (1) step increase or the lowest step
in the higher classification which will result in an increase, whichever is greater.
The additional compensation as provided in this provision shall cover the entire
period or assignment in the higher class retroactive to the first day in the
assignment.
10. When is it appropriate to use the school phone to call DTU?
You may use the phone to call DTU during non-student contact/supervision time,
during breaks or lunch.
11. What does it mean to be in leave without pay (LWOP) status?
Leave without pay status occurs when you take leave beyond your accrued sick
leave balance. Leave taken, at that point, is unpaid. While administration may
approve up to five days LWOP, it must be for a valid reason. LWOP must be
approved. Progressive disciplinary action and job termination can result from too
many LWOP days.
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ANSWERS TO FREQUENTLY ASKED QUESTIONS
(Cont.)
12. Is annual leave automatically used if I am out of sick leave?
No. Annual leave must be applied for and approved before the leave is taken. Sick
leave does not. If you are in leave without pay status and you take another sick
day, your pay will be docked. Payroll will not automatically deduct the day from
your annual leave bucket. Remember, only 12 month UOPD employees accrue
annual leave.
13. Do Paraprofessionals participate in Early Release Training?
Yes. Paraprofessionals may be trained alongside teachers or have training
sessions tailored to their needs. Paraprofessionals are not to be used to supervise
students on Early Release Days unless there is an emergency situation. Make sure
that points accrued by workshop attendance are recorded and inputted by the
school Professional Development Facilitator (PDF).
14. Are Paraprofessionals and UOPD personnel eligible for supplements?
Yes, Paraprofessional and UOPD personnel may apply for afterschool coaching
positions if teachers are not available. They do have to meet state requirements,
however. Paraprofessionals may also serve as Safety Patrol sponsors.
Paraprofessionals who work in self-contained CSS classrooms and at ESE Center
Schools and Alternative schools currently also qualify for supplements.
15. What is a service raise?
In addition to the hourly rate, a UOPD employee receives $300 a year for each
five (5) years of continuous service with the Duval County Public Schools for
service earned prior to 2014-2015. The service raise for service earned by 2014-
2015 and thereafter shall increase to $400 a year.
16. What is longevity pay?
Paraprofessionals receive longevity pay if they have ten years of continuous
service with Duval County Public Schools. At that time they receive an
additional $600 annually. After 15 years of continuous service, the employee will
receive an additional $300 for each five (5) years of continuous service.
17. What is a step/level raise?
A step raise is additional monies negotiated for an employee for each year of
employment. Step increases are reflected on the salary schedule and are separate
from any negotiated salary schedule enhancements negotiated.
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Commonly Used Acronyms
The following abbreviations are commonly used in the educational settings in
Duval County: ADA- Americans with Disabilities Act
ADD - Attention Deficit Disorder
ADDHD - Attention Deficit Hyperactivity Disorder
AFT - American Federation of Teachers AIP - Academic Improvement Plan
A.P. - Assistant Principal
AP - Advanced Placement
C.A.S.T. - Collaborative Assessment System for Teachers
CET – Clinical Educator Training
CGA- Curriculum Guide Assessment
CHAMPs - Conversation Help Activity Movement Participation CSS - Communication/Social Skills –ESE Program Eligibility
DCF - Department of Children and Families
DCSB - Duval County School Board
DCPS - Duval County Public Schools
DOE- Department of Education DRA- Developmental Reading Assessment
DTU - Duval Teachers United
EAP - Employee Assistance Program EBD - Emotional/Behavioral Disabilities
EEO - Equal Employment Opportunity (Affirmative Action)
ELL English Language Learner
EOC- End of Course Exam
EQ- Payroll Equalization
ERO Electronic Register Online ESE - Exceptional Student Education
ESOL- English for Speakers of Other Languages
FBA- Functional Behavior Assessment
FCAT - Florida Comprehensive Assessment Test
FSA- Florida State Assessment
FDLRS- Florida Diagnostic and Learning Resources System
FEA - Florida Education Association FMLA- Family Medical Leave Act
FPMS – Florida Performance Measurement System
FTE- Full Time Equivalent
GGD- Grade Gathering Documents (Report cards) HH- Homebound/Hospital
HQ Highly qualified
HR- Human Resources IEP - Individual Education Plan
IND - Intellectual Disabilities- ESE Program Eligibility
IPDP – Individual Professional Development Plan
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Commonly Used Acronyms
LEP- Limited English Proficient
LI- Language Impaired
LWOP- Leave Without Pay
MRT- Multidisciplinary Referral Team NBPTS – National Board for Professional Teaching Standards
NCLB-No Child Left Behind
NEA - National Education Association OJI - On Job Injury
Para- Paraprofessional
PMP- Progress Monitoring Plan
PT - Physical Therapy
PDF - Professional Development Facilitator
PERC - Public Employees Relations Commission
PLC- Professional Learning Community
PTA- Parent Teacher Association
RTI - Response to Intervention
TDS Teacher Development and Support
TOY- Teacher of the Year
SAC - School Advisory Council
SACS - Southern Association of Colleges and Schools
SAP- System Application and Products in Data Processing
SDM – Shared Decision-Making
SIMS- Student Information Management System
SIP- School Improvement Plan
SIT- School Improvement Team
SLP- Speech Language Pathologist
SPP- Student Progression Plan
SRP- School Related Personal
UOPD - United Office Personnel of Duval (Clerical Unit)