Victor Valley Community College -- Human Resources -- Classified Association Agreement

Victor Valley College Agreement between Victor Valley Community College District and Victor Valley College California School Employees Association

Chapter 584

Victor Valley Community College District and the Victor Valley College California School Employees Association,
Chapter 584, join to create a college culture that is quality driven, customer oriented, marked by teamwork, dedicated
to continuous improvement and committed to removing barriers which prevent employees from doing their best.

July 1, 1998 - June 30, 2001

TABLE OF CONTENTS
ARTICLE I - Agreement	ARTICLE XIV - Evaluations
ARTICLE II - Recognition	ARTICLE XV - Layoff and Reemployment
ARTICLE III - No Discrimination	ARTICLE XVI - Grievance Procedures
ARTICLE IV - District Rights	ARTICLE XVII - Safety
ARTICLE V - Hours and Overtime	ARTICLE XVIII - Savings Provision
ARTICLE VI - Expenses and Materials	ARTICLE XIX - Classification
ARTICLE VII - Professional Growth/Upward Mobility	ARTICLE XX - Resignation
ARTICLE VIII - Salary	ARTICLE XXI - Transfers & Reassignments
ARTICLE IX - Health and Welfare Benefits	ARTICLE XXII - Association Rights
ARTICLE X - Holidays	ARTICLE XXIII - Negotiations
ARTICLE XI - Vacation	ARTICLE XXIV - Discipline
ARTICLE XII - Leaves	ARTICLE XXV - Completion of Meet & Negotiation
RTICLE XIII - Assignment

APPENDICES

Appendix A: Updated Recognition

Appendix B: Salary Schedule - 7/1/98 - 6/30/99

Appendix C: Longevity Scale

Appendix D: MOU - Winter Recess Shutdown

Appendix E: MOU - Position Classification Review Regulations

Appendix F: MOU - Temporary Assignment of Classified Management MOU - Committees

Appendix G: Compensatory Time Request Form

Appendix H: Classified Evaluation Form

Appendix I: MOU - Substitute Positions/120 Day Limit

Appendix J: Side Letter of Agreement - Sweeping

ARTICLE I AGREEMENT

This Agreement is made and entered into this 10th day of November, 1998, by and between Victor Valley Community College District hereinafter referred to as the "District," and Chapter #584, of California School Employees Association, hereinafter referred to as the "Association." The term of this Agreement will be from July 1, 1998, through June 30, 2001.

ARTICLE II -- RECOGNITION

The District confirms its recognition of CSEA Chapter #584 as the exclusive bargaining representative for those members of the classified service holding positions described in Appendix A.
All newly created positions of the classified service, as defined in Education Code 88003, which have not been identified by the District as supervisory, confidential or management, shall be added to the unit described in Appendix A.

ARTICLE III -- NO DISCRIMINATION

No bargaining unit member shall be discriminated against by the District or the Association because of their political opinions or affiliations, or because of race, national origin, religion or marital status.
Neither the District nor the Association shall unlawfully discriminate against any unit member because of rights guaranteed by the Educational Employment Relations Act. Such discrimination is subject to unfair practice procedures and shall not be grievable under Article XVI of this Agreement

ARTICLE IV -- DISTRICT RIGHTS

It is understood and agreed that the District retains all of its powers and authority to direct, manage and control to the full extent of the law. Included in, but not limited to those duties and powers are the right to: determine its organization; direct the work of its employees; determine the time and hours of operation; determine the kinds and levels of services to be provided, and the methods and means of providing them; establish policies, goals and objectives; determine staffing patterns; determine the number and kinds of personnel required; maintain the efficiency of District operations; build, move or modify facilities; establish budget procedures and determine budgetary allocation; determine the methods of raising revenue; contract out work; and take action on any matter in the event of an emergency. In addition, the board retains the right to hire, classify, assign, evaluate, promote, transfer, layoff, reduce hours, terminate and discipline employees.

The exercise of the foregoing powers, rights, authority, duties and responsibilities, by the District shall be limited only by the specific and express terms of this Agreement and any rights not addressed herein are left to the exclusive determination of the District.

The District retains its right to rescind policies and practices referred to in this Agreement in cases of emergency. The determination of whether or not an emergency exists is solely within the discretion of the Board of Trustees.

ARTICLE V -- HOURS AND OVERTIME

WORKWEEK: The standard work week shall be forty (40) hours.
WORKDAY: The length of the work day and assignment of hours shall be designated by the District, subject to the overtime provisions of this article. The District may employ persons in bargaining unit positions who have a regular, minimum assignment of less than eight (8)hours per day and/or forty (40) hours per week. Such positions shall be deemed regular "part?time" positions.
LUNCH PERIODS: All bargaining unit members who work an assigned work day of six (6) hours or more shall be entitled to an unpaid duty?free lunch period. The length of the lunch period shall be determined by the District and shall be not less than one?half hour.
OVERTIME:All overtime hours shall be compensated at the rate of one and one?half (1 ½) the regular rate of pay. Overtime is defined as any time required to be worked in excess of eight (8) hours in any one day and in excess of forty (40) hours in any one calendar week. Bargaining unit members whose average workday is less than eight (8) hours per day shall be paid straight time up to eight (8) hours per day for five days and will be compensated at time and one? day shall be paid straight time up to eight (8) hours per day for five days and will be compensated at time and one? half for work on the sixth and seventh consecutive day. Overtime hours do not affect fringe benefits; nor do overtime hours count toward vacation, longevity, completion of probation, or step advances. Bargaining unit members shall not be paid for unauthorized overtime. Any bargaining unit member required to work on any holiday specified in Article X shall be paid compensation, or granted compensatory time off, at the rate of time and one?half (1 ½) in addition to the regular pay.
OVERTIME DISTRIBUTION:Overtime work shall be assigned as equally as is practical among qualified unit members in the same classification at each work location, taking into consideration the nature of the work to be performed and the needs of the District.
RIGHT OF REFUSAL: A bargaining unit member shall have the right to refuse an offer of, or request for overtime, call?back, or call?in time except in case of emergency. The declaration of emergency shall be the prerogative of the District. Where an emergency is declared to exist that threatens to halt, impede, or impair the operation of the college, the bargaining unit member is bound to comply.
COMPENSATORY TIME OFF:A bargaining unit member shall have the option to request compensatory time off in lieu of cash compensation for overtime work. Compensatory time shall be granted at the appropriate rate of overtime. The option of taking compensatory time must be requested from the bargaining unit member's supervisor and must be scheduled and taken within twelve (12) months of being earned. A copy of the applicable form is attached as appendix G.
SHIFT DIFFERENTIAL COMPENSATION:A bargaining unit member regularly assigned so that one?half or more of his/her daily work schedule is between 12:00 o'clock midnight and 6:00 a.m., shall receive a shift differential premium of five percent (5%) above the regular rate of pay.
FOUR DAY WORK WEEK:

1. Four-day Workweek: During the term of this agreement for the period between the end of the spring semester and the beginning of fall semester, a four-consecutive-day workweek will be Monday through Thursday. The work day will be nine hours and twenty-two minutes per day for full- time employees. There will be a flexible lunch hour. An example of a typical, full-time regular workday would be 7:00 a.m. to 5:22 p.m. with a duty-free lunch of sixty minutes.

2. While on four-consecutive-day workweek schedule, vacation and sick leave will accrue and be used on an hourly basis to avoid any changes in vacation earned or taken under the normal five-day, forty hour week.

3. The following departments or portions of these departments may continue to operate under the normal five-day work week: Child Development Center, Maintenance & Operations, Biological Sciences, PAC, MIS, Security,
Automotive

ARTICLE VI -- EXPENSES AND MATERIALS

The District shall provide tools and equipment it requires for use by unit members in the performance of their assigned duties.
Unit members shall be responsible for all tools, equipment, keys, uniforms, etc. issued to them by the District.
All such District property shall be returned to the District upon termination of employment or as otherwise directed by the District.
Unit members shall reimburse the District for all items lost, damaged or stolen as a result of the unit member's failure to exercise reasonable care.

ARTICLE VII - PROFESSIONAL GROWTH/UPWARD MOBILITY

PROFESSIONAL GROWTH

The District encourages all bargaining unit members to improve job?related skills through advanced training. Bargaining unit members may take classes at the college. A request for approval to take a class which meets during work hours must be submitted in writing to the bargaining unit member's supervisor thirty (30) calendar days prior to the first class meeting. Their request shall include the name of the course, the days and hours it is offered, and the days and times the bargaining unit member will make up time taken up by attending classes. The Supervisor shall make a recommendation to the appropriate vice president or dean regarding the request that approval be granted to attend class with the understanding that the bargaining unit member shall make up the time during the same work week. The appropriate vice president or dean shall make the final determination at least fifteen (15) calendar days prior to the convening of the first class. If the bargaining unit member has not received a written response by the calendar day preceding the first class meeting, the bargaining unit member shall inquire directly of the appropriate vice president or dean about the status of the request. If approved, a copy of the request shall be forwarded to the Office of Human Resources to be placed in the bargaining unit member's personnel file. If disapproved, the request shall be returned to the bargaining unit member with the reason for disapproval stated thereon.
A Professional Growth Committee shall consist of the Director of Personnel/Employee Relations and one (1) other administrative employee appointed by the Superintendent/President and two (2) classified employees appointed by the ASSOCIATION. The four (4) committee members shall then appoint a District employee as a fifth committee member.
The Professional Growth Committee shall review all material submitted to it within thirty (30) days of receipt.
The decisions of the Professional Growth Committee shall be subject to review by the Superintendent/President.

GRANTING CREDIT

Six points will be awarded for each semester unit of course work directly related to one's employment and successfully completed.
Four points will be awarded for each quarter unit of course work directly related to one's employment and successfully completed.
One point will be awarded for every three hours of workshop or in?service training directly related to one's employment and successfully completed outside one's regular work schedule.
Successful completion is course work completed with a grade of "C" or better.
Special consideration may be given for any innovative activity engaged in by a bargaining unit member that is directly related to his/her employment and/or improvement of Victor Valley College.

EVALUATION OF WORK

A bargaining unit member who wishes to have courses or activities approved for credit or reimbursement will fill out a "Professional Growth Credit Application" and submit it to the Professional Growth Committee chairperson. Courses shall be submitted for approval prior to course enrollment.
Each bargaining unit member is responsible for submission of verification of completion and all documents necessary to apply for the award.

AWARD

Any bargaining unit member who has accumulated sixty (60) points will be awarded $275.00 annually.
The sixty points utilized for reimbursement may be used for only one award and will not be used in any further computations.
Any points in excess of the sixty needed to complete an award will be credited for use in qualifying for succeeding awards.
Only one award will be granted within any two (2) year period. The two (2) year period shall commence with the date of the award.
Only courses or other professional growth training activities commenced and completed while a bargaining unit member at Victor Valley College shall be considered for credit. All units required to achieve a degree, license, minimum qualifications of job duties or improvement of job performance skills in the existing assignment or an alternate assignment shall be considered for pro gro credit. To receive such credit, the course work or other training must be of demonstrable value to the District. All units, to be considered for a Professional Growth Award, must be approved by the District in writing prior to taking the course. Application for approval shall be submitted to the Classified Professional Growth Committee, for review and recommendation to the Superintendent/President for approval. If time constraints preclude prior recommendation by the Professional Growth Committee to the Superintendent/President, the decision shall be made by the Superintendent/President or designee.
After approval by the Superintendent/President, certification of eligibility shall be submitted to the payroll department so that payment can be processed on the regularly scheduled payroll.
In lieu of considering units on a course?by?course basis, a unit member may submit a degree program to the Committee for approval. In order to be considered for professional growth credit, the degree program must be of demonstrable value to the District in that it would improve the job performance skills in the existing assignment or an alternate assignment designated by the District. All units taken as part of that particular degree program after written approval has been obtained shall be credited for professional growth.

SUNSET

All classes under consideration must be completed and units earned by 12/31/94. Written proof of completion from the institution must be received in Human Resources by January 31, 1995. Effective June 30, 1996, all Professional Growth payments shall cease and the effect of the provisions of Article VII, sections 7.1.1 through 7.4.7 shall terminate. Unit members who have accumulated awards designated to be paid beyond June 30, 1996, shall be paid a one time payment on June 30, 1996. The method of calculation to be used will be $275 times the number of outstanding unpaid awards beyond June 30, 1996 for those unit members still employed.

UPWARD MOBILITY

1. The provisions of this section (7.6) shall become effective on July 1, 1996. Participating employees shall not be eligible for both Professional Growth as set forth above and Upward Mobility as set forth in this section.

2. The purpose of the Victor Valley College classified employee Upward Mobility Program is to assist and enable permanent classified employees to achieve their career goals at Victor Valley College.

3. The classified employee Upward Mobility Program at Victor Valley College will include:

Career Plan: The opportunity will be provided to all permanent classified employees to identify their career goal at Victor Valley College. The employee, in cooperation with his/her supervisor, the Office of Human Resources representatives, and/or counselors, will formulate a plan for reaching his/her career goal at Victor Valley College. The plan is to specifically define course work, degrees, job shadowing opportunities and mentoring opportunities, which will prepare the employee for his/her career goal. A copy of the career plan is to be provided to the employee's supervisor, the appropriate Vice President and to the Office of Human Resources. Where necessary, the plan is to be updated or revised to reflect career goal changes. The official career goal plan is to be retained in the Office of Human Resources.

College/University Classes: With pre-approval of their supervisor and the appropriate Vice President on district forms, employees will be reimbursed for the cost of required books, course materials, and registration fees upon upon satisfactory class completion with a grade of "C" or better for lower division courses taken at Victor Valley College and/or upper division course work taken at any accredited four-year college or university which is part of an employee's career plan. Fees may not exceed those currently in effect at Cal State University, San Bernardino at the time of enrollment. Participating employees are not eligible for both fee reimbursement and Professional Growth.

Training Leave: The Board of Trustees may grant to a classified employee a training leave after five years of continuous full-time service. Such leaves may be up to three months at the employee's regular pay or up to six months at 60 percent of the employee's regular pay. The period for qualifying for another leave will commence at the termination of the leave. The employee must provide the Board of Trustees with a detailed plan which relates directly to achieving his/her Victor Valley College career goal. Failure to fulfill the plan may result in disciplinary action. The employee must agree to continue employment with the District for at least two years after returning to service or return the emolument. Any employee who is granted Training Leave shall agree in writing to file a bond with the District, which shall enable the District to reclaim any remuneration granted the employee while on leave in the event the employee does not return to the District. Training leaves shall not be deemed a break in service, nor shall employees earn vacation days, sick leave or holiday pay provided under this agreement. Depending upon District finances, up to two full-time equivalent training leaves may be granted each year by the Board of Trustees.

In-Service Training Time: Classified employees are encouraged to participate in workshops and seminars offered through the Victor Valley College Staff Development Program which relate to their VVC career goals. They are also encouraged to participate in other training opportunities provided through the VVC Staff Development Program.

Career Counseling: Through the Victor Valley College Counseling Program and the Career Resource Center, career counseling will be provided without charge for employees to assist them in formulating career goals and training/education plans.

Mentoring: The District will establish a pool of mentors from which classified employees will be encouraged to select a mentor to help guide and fortify his/her career development at Victor Valley College.

Job Shadowing: Classified employees will be provided job shadowing opportunities which relate to their career goal. The major purpose of job shadowing is to clarify and crystallize career goals. A secondary purpose is to prepare classified employees for particular positions.

Cross Training: Classified employees will be provided cross training opportunities which relate to their career plan. The purpose of cross training is to gain job-related experience in an area identified in their career goals.

ARTICLE VIII -- SALARY:
Effective July 1, 1998, the classified salary schedule shall be increased by 9% as indicated on the schedule attached as part of Appendix B.

ARTICLE IX -- HEALTH AND WELFARE BENEFITS

Major Medical Health and Accident insurance must be carried by all bargaining unit members.
The District will provide for each full-time unit member, per fringe benefit year, $5,764.00 for the life of this contract (July 1998 through June 30, 2001). A non-discriminatory cafeteria plan shall be offered to all unit members except for subscriber's health insurance which is mandatory and will be deducted from the "cafeteria" plan.
An insurance committee consisting of two classified bargaining unit members, two certificated bargaining unit members, and two employees appointed by the President shall be formed for the purpose of investigating and developing alternative health and welfare plans. The committee shall meet as frequently as necessary to present recommendations to the President relating to health and welfare programs which provide the best benefits for the least costs. The committee shall endeavor to find programs available within the amount of District contribution set forth herein above, and it shall meet and remain active as necessary.

ARTICLE X -- HOLIDAYS

SCHEDULED HOLIDAYS: The following holidays shall be granted as holidays for all bargaining unit
members:

- New Year's Day
- Martin Luther King Day
- Lincoln Day
- Third Monday in February known as Washington Day
- Spring Break Day (which will coincide with Good Friday)
- Memorial Day
- Independence Day
- Labor Day
- Veterans Day
- Thanksgiving Day
- Day after Thanksgiving
- Christmas Eve Day
- Christmas Day
- New Year's Eve Day

One day to be selected on a floating basis with approval of the bargaining unit member's supervisor

In the event a holiday falls on a Saturday, the preceding Friday shall be considered a holiday. In the event a holiday falls on a Sunday, the succeeding Monday shall be considered a holiday. For those unit members who work Monday-Thursday shift in the summer, in the event the Independence Day holiday falls on Friday or Saturday, the unit member shall receive a floating holiday which shall be used with the approval of the unit member's supervisor during the month of July in the same year. For those unit members who work a Tuesday-Saturday shift in the summer, in the event the Independence Day holiday falls on Sunday or Monday, the unit member shall receive a floating holiday which shall be used with the approval of the unit member's supervisor during the month of July in the same year.

ARTICLE XI -- VACATION

All bargaining unit members shall earn one day paid vacation for each month worked during the fiscal year. Time served during the probationary period shall count toward vacation time. Bargaining unit members serving on less than a twelve?month schedule shall accrue vacation leave on the same basis and at the same rate as those employed on a twelve?month schedule, but vacation time so earned must be taken during the months in paid status. Vacation leave does not accrue to bargaining unit members working on an hourly basis.
Bargaining unit members having served five (5) years with the District shall earn vacation time at the rate of 1 1/4 days per month worked.
Bargaining unit members having served ten (10) years with the District shall earn vacation time at the rate of 1 ½ days per month worked.
Bargaining unit members having served fifteen (15) years with the District shall earn vacation time at the rate of 1 2/3 days per month worked.
The District reserves the right to adjust requested vacation times so that coincident vacation times will not interfere with the orderly carrying out of the necessary business of the District. Vacation schedules shall be staggered as required by the work load and shall be scheduled in advance and approved by the bargaining unit member's supervisor.
Vacation leave shall not be permitted to accrue for the purpose of taking extended vacations, nor shall bargaining unit members be permitted to continue work on their jobs during vacation periods for the purpose of earning additional pay.
Vacation credit shall be calculated on the basis of the school fiscal year, beginning July 1st and ending June 30th of the year following and may be accumulated to a total not exceeding that which the bargaining unit member could earn in eighteen (18) months, except that upon written approval of the Superintendent/President or his/her authorized representative, vacation credit may be accumulated to a total not exceeding that which the bargaining unit member could earn in twenty?four (24) months.
Full credit for vacation leave will be given for the first and last calendar month of service when the bargaining unit member is in paid status for more than one?half (½) the working days of that month. No credit for vacation time will be given when the bargaining unit member is in paid status for less than one?half (½) the working days of that month.
Part?time bargaining unit members shall be entitled to vacation leave on a pro?rata basis.
Vacation may be taken in units of not less than four?hour or half?day units.
When any bargaining unit member having six (6) months or more of paid service is terminated for any reason, including a layoff, he or she shall be entitled to all vacation pay earned and accumulated up to and including the effective day of termination. If a bargaining unit member is terminated and had been granted vacation which was not yet earned at the time of termination the District shall deduct from the bargaining unit member's severance check the full amount of salary paid for such unearned days of vacation time.
A bargaining unit member may request approval from his or her supervisor to interrupt or terminate his or her vacation in order to begin another type of paid leave. Approval will be granted only if the bargaining unit member supplies relevant supporting information regarding the basis for the interruption or termination. The sufficiency of the reasons stated is within the discretion of the supervisor.

ARTICLE XII -- LEAVES

BEREAVEMENT LEAVE

Definition: Bereavement is the loss by death of a member of the immediate family of the bargaining unit member or his/her spouse. Immediate family shall include, but not be limited to: spouse, mother, father, grandmother, grandfather, son, daughter, son?in?law, daughter?in?law, grandchildren, brother, sister, step?parents, step?children, foster parents, foster children, children's father or mother or relatives residing in the immediate household of the bargaining unit member. Immediate household shall be the primary residence of the bargaining unit member.
Length of Leave: Bargaining unit members shall be granted bereavement leave not to exceed three (3) days, or five (5) days when out? of?state travel or travel beyond a three hundred (300) mile radius is necessary.
Compensation: No deduction shall be made from the salary of the bargaining unit member nor shall such leave be deducted from leave granted by other sections of this article or other leaves provided for by the District.
Notification/Request: The bargaining unit member shall notify the appropriate vice president or dean of bereavement leave for those persons specifically mentioned in section 12.1.1. Request shall be made to the appropriate vice president or dean for bereavement leave for those persons not specifically mentioned in section 12.1.1.

JURY SERVICE

Definition: Jury service is a duty of all bargaining unit members. Unit members shall not request the District to provide exemption from such duty. A bargaining unit member subpoenaed for jury service shall be granted a leave of absence to do so.
Notification: A bargaining unit member shall, upon receipt of notification, notify the appropriate vice president or dean of his/her standby status for jury service. Notification shall be by presentation of a copy of the notification. A bargaining unit member shall, upon notification of the requirement to report for jury service, and after verification of such requirement, notify the appropriate vice president or dean of his/her absence and the date the absence shall commence.
Length of Leave: Leave shall be granted for attendance in court as certified by the clerk or other authorized officer of such jury or court. Proof of attendance shall be by presentation of a certificate signed by such clerk or officer. The hours a bargaining unit member is required to perform service for the District shall be reduced by the number of hours actually spent participating in jury service and reasonable travel time from place of court to place of employment. A bargaining unit member who serves on a jury panel will not be required to work for the District on that day if 75% of the workday has been exhausted or will have been exhausted by the inclusion of reasonable travel time.
Compensation: Pay for any day of absence taken under this section shall be the bargaining unit member's regular salary less any amount received as juror's fees, excluding court?awarded allowance for meals, mileage and/or parking.

WITNESS LEAVE

Definition: A witness leave is a leave granted to allow a bargaining unit member to appear as other than a litigant in the case in response to an official order from governmental jurisdiction.
Length of Leave: Leave shall be granted for attendance in court as certified by the clerk or other authorized officer of such jury or court. Proof of attendance shall be by presentation of a certificate signed by such clerk or officer. The hours that a bargaining unit member is required to perform service for the District shall be reduced by the number of hours actually spent participating as a witness and reasonable travel time from place of court to place of employment.
Compensation: Pay for any day of absence taken under this section shall be the bargaining unit member's regular salary less any amount received as witness fees, excluding court?awarded allowance for meals, mileage and/or parking.
Notification and Certification: Notification and certification shall be by presentation of the official order to the appropriate vice president or dean of the bargaining unit member.

PERSONAL ILLNESS AND INJURY LEAVE

Definition: An illness leave is granted to a bargaining unit member who is unable to work due to personal illness, injury or medical quarantine.
Length of Leave: Each bargaining unit member employed by the District forty hours per week shall accrue one (1) day's illness leave for each month's service rendered during the fiscal year, prorated on relationship to full?time employment. Members of the bargaining unit, employed five (5) days a week, who are employed for less than a full fiscal year are entitled to that proportion of twelve (12) days leave of absence for illness, injury, or medical quarantine as the number of months they are employed bears to twelve. Members of the bargaining unit employed less than five (5) days per week or forty (40) hours per week shall be entitled, for a fiscal year of service, to that proportion of twelve (12) days leave of absence for illness, injury or medical quarantine as the number of days or hours they are employed per week bears to five (5) days or forty (40) hours per week.
Compensation: Bargaining unit members on illness leave shall receive their regular salaries.
Credit for Sick Leave: Upon employment and at the beginning of each fiscal year the full amount of sick leave granted under this section shall be credited to each bargaining unit member. Credit for sick leave need not be accrued prior to taking such leave and such leave may be taken at any time during the year. However, a new bargaining unit member of the District shall not be eligible to take more than six (6) days, or the proportionate amount to which they may be eligible until the first day of the calendar month after completion of the six (6) months of active service with the District.
Transfer of Illness Leave: New bargaining unit members coming from other school districts shall be permitted to transfer accumulated sick leave from the district of previous employment.
Medical or Dental Appointments: Bargaining unit members who take time off during the work day for medical or dental appointments shall utilize sick leave, vacation time, compensatory time previously accrued, or with the permission of the supervisor be allowed the alternative of making up the time, at the discretion of the appropriate vice president or dean.
Administrative Leave:Members of the bargaining unit may be required to submit to medical examinations, at the district's expense, at the discretion of the district. This section shall apply in cases where the unit member's behavior or performance on the job indicate a lack of physical or mental capacity to adequately perform required duties. Where the unit member is directed to undergo a medical examination, he/she shall be granted paid administrative sick leave for the day or part of the day on which the examination is given.
Extended Illness Leave: Pursuant to Education Code Section 88196, when a bargaining unit member has exhausted all earned sick leave as provided for in this article and continues to be absent on account of the same illness or accident, the bargaining unit member shall be granted additional non?accumulated leave not to exceed 100 working days at fifty percent (50%) of the bargaining unit member's regular salary. The 100 working days shall commence with the first day of illness or injury. Only one 100 day period of extended illness or injury may be taken for the same illness or injury. The Bargaining unit member shall be required to submit an attending physician's verification of illness in order to receive extended illness or injury leave benefits. Nothing in this section shall prevent a bargaining unit member from using other paid leaves. If, after exhausting all paid leaves, a bargaining unit member is not medically able to assume the duties of his/her position, the bargaining unit member may apply for a non-paid leave of absence, for retirement, if eligible or resign. No absence under leave provisions of this article shall be considered as a break in service. All benefits accruing under the provisions of this Agreement shall continue to accrue during such absence.
Notification/Verification: Notification of illness shall be made to the bargaining unit member's appropriate vice president or dean who will inform the Office of Human Resources. If there is reason to doubt the validity of the bargaining unit member's assertion of illness, the District may require, at District expense, a doctor's verification from a doctor of the District's choice prior to approval of the paid leave. Where the District has reason to question the physical or mental ability of a unit member to effectively fulfill his/her job duties, the District may require the unit member to be examined by a district?appointed physician at no expense to the employee. Upon the physician issuing a full medical release, the unit member shall immediately return to work. For purposes of this section, the term "full medical release" means the district?appointed physician's written certification that the unit member is physically and mentally able to fully perform his or her job responsibilities without any restrictions. A bargaining unit member absent for more than five (5) workdays shall notify the District of their approximate return date. This section shall not be used in lieu of disciplinary procedures.
Definition/Physician: For the purpose of this article, physician shall include medical doctor, physician's assistant, nurse practitioner or other certified medical personnel.

PERSONAL NECESSITY LEAVE:
In accordance with the provisions of the California Education Code, any bargaining unit member may use not more than seven (7) days of accumulated sick leave in the following cases of personal necessity:

Death of a member of his/her immediate family as defined in 12.1.1 above. This shall be in addition to bereavement leave established under 12.1 above.
An accident involving his/her person or property or the person or property his/her immediate family as defined in 12.1.1 above.
Serious or critical illness of a member of his/her immediate family as defined in above 12.1.1
Pursuant to Education Code § 88027 ©, unit members may use personal necessity leave for appearances in any court or before any administrative tribunal as a litigant, party or witness under subpoena or any order made with jurisdiction.
Other personal necessities as approved by the Superintendent/President. Request shall be made in writing to the appropriate Director, Dean, or Vice President explaining the nature of the personal necessity.

INDUSTRIAL ACCIDENT OR JOB?INCURRED ILLNESS LEAVE

The provisions pertaining to this leave shall become effective upon regular employment.
Bargaining unit members' allowable leave shall be limited to sixty (60) working days in any one fiscal year for the same accident.
All provisions of Education Code Section 88192, as it applies to classified employees, shall be the rules and regulations of the District in matters pertaining to industrial accident and industrial illness leave.
Establishment of eligibility for temporary disability under Division 4 or Division 4.5 of the Labor Code shall be deemed proof of the employee's entitlement to this leave procedure to be followed.
When a bargaining unit member incurs an industrial accident or illness he/she shall report to his/her supervisor before the close of the working day in which the accident or illness occurs. A Worker's Compensation form shall be filed with the Office of Human Resources within twenty?four (24) hours of the time such accident or illness occurs.
An industrial accident or illness leave shall commence on the first day of absence and shall be reduced by one day for each day of authorized absence. When such leave overlaps into the next fiscal year, the bargaining unit member shall be entitled to only the amount of unused leave due him/her for the same illness or injury.
A bargaining unit member absent from his/her duties because of industrial accident or illness shall be paid such portion of the salary due him/her for any month in which the absence occurs, as when added to his/her temporary disability indemnity will result in a payment to him/her of not more than his/her full salary. During such paid leave of absence, the bargaining unit member shall endorse to the District the temporary disability indemnity checks received because of the industrial accident or illness. The District, in turn, shall issue the bargaining unit member appropriate salary warrants for payment of the bargaining unit member's salary and shall deduct normal retirement and other authorized contributions (Ed. Code 88192).
Upon termination of the industrial accident or illness leave, a bargaining unit member shall be entitled to the benefits provided in Section 88191 of the Education Code, and for the purpose of this section his/her absence shall be deemed to have commenced on the date of termination of the industrial accident or illness leave. Provided the bargaining unit member continues to receive temporary disability indemnity, he/she may elect to take as much of his/her accumulated sick leave which, when added to his/her temporary disability indemnity, will result in a payment to him/her of not more than his/her full salary. (Ed. Code 88192).
Any bargaining unit member receiving the benefits of such leave shall, during periods of injury or illness, remain within the State of California (Ed. Code 88192).
In the case of bargaining unit members, when all available leaves of absence, paid or unpaid, have been exhausted, and if the bargaining unit member is not medically able to assume the duties of his/her position, he/she shall, if not placed in another position, be placed on a re?employment list for a period of thirty?nine (39) months, and shall be employed in a vacant position for which he/she qualifies, over all other available candidates except for persons on a re?employment list established because of lack of work or lack of funds in which case the person shall be listed in accordance with appropriate seniority regulations. A bargaining unit member who has been placed on a re?employment list, as provided herein, and who has been medically released for return to duty, and who fails to accept an appropriate assignment, shall be dismissed (Ed. Code 88192).
Allowable industrial accident and illness leave shall not be accumulated from year to year (Ed. Code 88192).

BREAK IN SERVICE:
unpaid leave not to exceed the number of days approved by the Superintendent/President shall be considered as a unpaid leave not to exceed the number of days approved by the Superintendent/President shall be considered as a break in service for any bargaining unit member who is in paid status, and all benefits accruing under the provisions of this Agreement shall continue to accrue under such absence.

ADDITIONAL LEAVE OF ABSENCE:
The District may grant, in addition to the leaves set forth herein above, such additional leaves of absence for such purposes and periods of time as it deems advisable.

AUTHORIZED LEAVE VERIFICATION:
The District may require a unit member to furnish a doctor's certificate, affidavit or other documentation, on forms prescribed by the district, as verification of illness or other reason for authorized leave. Verification may be required when the district has reason to question the validity of any request for approved leave.

EMERGENCY CLOSING PROCEDURES: In the event that the college is forced to close down due to extreme weather or natural disaster, as determined by the Superintendent/ President or other legal agencies, the staff will be granted an undeclared holiday.

ARTICLE XIII -- ASSIGNMENT

NOTICE OF ASSIGNMEN:

Each bargaining unit member to be employed for the next school year shall be notified on or before June 30 of their assignment for the ensuing year. The "Notice of Assignment" shall include:

1. Employee's name
2. School year
3. Immediate supervisor's name
4. Class
5. Step
6. Salary (computed monthly and annually)
7. Anniversary Date

Anniversary date shall mean the date used to compute "full" years of service. A bargaining unit member hired between the first and fifteenth day of a month shall have an anniversary date of the first day of that month. A bargaining unit member hired between the sixteenth and the last day of a month shall have an anniversary date of the first day of the following month.

SUBSTITUTION FOR A HIGHER CLASS:

1. When a bargaining unit member is assigned to substitute for an employee of the District in a higher classification for more than five (5) working days within a fifteen (15) calendar day period, their salary shall be adjusted upward for the entire period the duties were performed.

2. When assigned to duties normally performed by an employee of the District in a higher classification, the member shall receive the salary range assigned to the higher classification on the lowest step which will give an increase of at least 5% over the member's regular salary.

3. Assignment shall be made by written notice.

ARTICLE XIV -- EVALUATIONS

Evaluations are a process by which a unit member's performance and conduct on the job are measured in accordance with District standards and expectations. As part of this process, positive and open communications between the unit member and the immediate supervisor are encouraged. Evaluations should reflect a unit member's strengths and weaknesses with the general objective of maintaining or exceeding District standards and expectations.
All permanent unit members shall be evaluated annually by the immediate supervisor. The written evaluation and the conference in connection therewith between the unit member and the immediate supervisor shall occur on or about the unit member's anniversary date in the position.
All probationary unit members shall be evaluated at the end of the third, sixth and eleventh month of the probationary period. Failure to evaluate a probationary unit member as required by this article shall in no way affect a decision to terminate the unit member during the probationary period.
A probationary or permanent unit member who is reassigned into another classification and is serving a six month probationary period in the new classification shall be evaluated at the end of the third and the fifth months of such six month probationary period.
All evaluations shall be based upon essential functions of the particular classification as outlined in the job description and all other relevant factors including, but not limited to, punctuality, attendance, conduct and teamwork.
Unit members serving in lead positions, upon the request of the immediate supervisor, shall provide input and otherwise cooperate in the evaluation process. By doing so, the lead person shall not be deemed to be the evaluator.
The evaluation form to be utilized in the evaluation process is appendage hereto and made a part hereof as appendix H.

ARTICLE XV -- LAYOFF AND REEMPLOYMENT

REASON FOR LAYOFF:
Bargaining unit members shall be subject to layoff for lack of work or lack of funds. Any reduction in regularly assigned time shall be considered a layoff under the provisions of this article.

NOTICE OF LAYOFF:
Bargaining unit members shall receive thirty (30) days written notice of layoff.

ORDER OF LAYOFF:
Layoffs shall be in reverse order of seniority within a class, to be determined by the length of service within the class.

Length of service means all days in paid status, whether during the school year, a holiday, recess or during any period that a school is in session or closed, but does not include any hours compensated solely on an overtime basis.
Seniority shall be defined by Education Code Section 88127 and relevant case law.
If two or more bargaining unit members subject to layoff have equal class, seniority, plus seniority in higher classes, the determination of layoff will be made on the basis of the greater hire date seniority, and if that be equal, then the determination shall be made by lot, in the presence of the bargaining unit members in question and, upon request of the bargaining unit members, one representative of the exclusive representative.
Nothing contained in this section shall preclude the granting of length of service credit for time spent on military leave of absence, or unpaid illness leave, or unpaid industrial accident leave. Days in paid status shall not be interpreted to mean any service performed prior to entering into a probationary or permanent status in the classified service of the District.

BUMPING RIGHTS

Definition - A bargaining unit member notified of layoff from their present class may bump into an equal class or bump to the next lower class.
To be eligible to bump, a bargaining unit member must: 1) possess minimum qualifications, as listed in the job description for the position they seek; 2) have the greater length of service time in that position or in higher position within that classification on the date the layoff is effective.
Alternative - Any bargaining unit member may elect to accept a service retirement in lieu of layoff. If offered by the District, the bargaining unit member may accept voluntary demotion, transfer, or reduction in assigned time in lieu of layoff or bumping privileges.

REEMPLOYMENT RIGHTS

Eligibility - Laid?off bargaining unit members are eligible for reemployment for a thirty?nine (39) month period and shall be placed on an eligibility list and be offered reemployment in the reverse order of layoff. This eligibility will also apply to those bargaining unit members having chosen the alternative to bumping, Section 15.4.3. Bargaining unit members who accept a position lower than their highest former class shall retain their original thirty?nine (39) month rights to the higher paid position.
Notification of Reemployment Opening: Any bargaining unit member who is laid off and is subsequently eligible for reemployment shall be notified in writing by the District of an opening. Notification shall be made by certified service.
Employee Notification: A bargaining unit member shall notify the District of their intent to accept reemployment within ten (10) working days following receipt of the reemployment notice. Notification shall be made by certified service. If the bargaining unit member accepts reemployment, he/she must report to work on the date and time designated by the District. No benefits accrue during the break in service, but if the bargaining unit member accepts reemployment, the District shall reinstate to him/her all of his/her rights and benefits accrued prior to layoff. Should a bargaining unit member elect not to accept the reemployment offer, he/she must notify the District within ten (10) working days following receipt of the reemployment notice. Any bargaining unit member who declines an offer of reemployment equivalent or better than that when laid off, shall be deemed to have terminated the employment relationship.

ARTICLE XVI -- GRIEVANCE PROCEDURES

DEFINITIONS

Grievance: An allegation by a bargaining unit member (grievant) that there has been a violation, misinterpretation, or misapplication of the existing agreement which has adversely affected the grievant. The Association shall have the right to file a grievance over an alleged violation, misinterpretation or misapplication of Article XXII and, if more than one (1) unit member has been adversely affected by an identical violation, misinterpretation or misapplication of this Agreement, the Association may process a grievance on behalf of all members of the group. When such a class grievance is declared, the resolution (relief sought) shall be applicable to all affected unit members. The Association may also file a grievance on behalf of a bargaining unit member as long as both the Association and the bargaining unit member's name is on the grievance and the affected unit member signs the grievance. The "existing agreement" means Articles I-XXV, of this Agreement but shall not include any Memorandum of Understanding which is not specifically incorporated into this agreement.
Day: Any day in which the central administrative office of the district is open for business.
Supervisor: The lowest level supervisor having jurisdiction to adjust a grievance.

BARGAINING UNIT MEMBER RIGHTS:
The bargaining unit member may present a grievance without the intervention of the Association. However, the Association shall be furnished a copy of the grievance, when filed, and a copy of the resolution, when resolved, at each formal level.

INFORMAL LEVEL: A grievant may submit the grievance orally to the grievant's supervisor. If the grievance is not satisfactorily adjusted informally, the grievant may proceed to the formal level

FORMAL LEVEL

Formal Level I ? Within fifteen (15) days after the occurrence of the alleged act or omission giving rise to the grievance, the grievant must present his/her grievance in writing on the appropriate form to his/her supervisor, or the right to grieve the incident is forfeited. This statement shall be a clear, concise statement of the grievance, the circumstances involved, the decision rendered at the informal conference, if any, and the specific remedy sought. The supervisor shall communicate his decision to the grievant in writing within ten (10) days after receiving the grievance. If the supervisor does not respond within the time limits, the grievant may appeal to the next level.
Formal Level II - In the event the grievant is not satisfied with the decision at Formal Level I, he/she may appeal the decision on the appropriate form to the Superintendent/President within ten (10) days. This statement shall include a copy of the original grievance and appeal, the decisions rendered and reasons for the appeal. The Superintendent/President shall communicate his decision to the grievant within ten (10) days after receiving the appeal. If the Superintendent/President does not respond within the time limits, the grievant may appeal to the next level.
Formal Level III - If the grievant is not satisfied with the decision at Level II, or the Superintendent/President fails to respond within the specified time, the grievant may, within ten (10) days from the date the Level III decision was or should have been made, submit the matter to arbitration by notifying the President/Superintendent or designee of his/her intent to proceed to arbitration.

SELECTION OF AN ARBITRATOR:
The grievant (CSEA) and the President/Superintendent or designee shall meet within ten (10) days of receipt of the notice of intent to arbitrate, and attempt to agree upon an arbitrator. If no agreement can be reached, the grievant (CSEA) shall request the California State Mediation and Conciliation Service to supply a list of five (5) qualified arbitrators. The District and the grievant (CSEA) may elect to submit a joint request for the aforementioned list of arbitrators. Upon receipt of the list, the parties shall alternatively strike a name until only one name remains. The remaining name shall be the person to arbitrate the grievance.

FEES OF THE ARBITRATOR AND COSTS OF THE HEARING:
The fees and expenses of the arbitrator and the hearing shall be borne equally by the District and CSEA. Any expenses associated with arbitration which are billible to CSEA must be authorized by CSEA prior to the start of the arbitration. If the expenses are not approved prior to the arbitration, the grievance will not proceed to arbitration. In addition, if there is a cancellation fee for the arbitrator as a result of CSEA's failure to approve expenses, it shall be borne by CSEA.

DECISION OF THE ARBITRATOR:
After a hearing and after both parties have had an opportunity to make oral and/or written arguments, the arbitrator shall submit in writing to the parties, his/her findings of facts, conclusions and award. The arbitrator's award shall be final and binding on both parties.

NO RETALIATION:
No bargaining unit member shall suffer any recrimination and/or reprisals as a result of acting as a grievant, party?in?interest, witness or because of participation in the grievance procedure.

ARTICLE XVII -- SAFETY

COMPLIANCE:
The District and each bargaining unit member shall endeavor to maintain facilities according to current requirements imposed by the County, State and Federal laws, including but not limited to the County ordinances policed by County Safety Inspectors through the Central Services Department, the Occupational Safety and Health Act of 1970 (29 U.S.C. Sections 651 et seq.) administered by the OSHA Review Commission and the California Occupational Safety and Health Act (California Labor Code Sections 6300 et seq.) administered by the Division of Industrial Safety.

REPORTING:
It shall be the duty and responsibility of both the District and the bargaining unit members to report any condition believed to be a violation of Section 17.1 of this Agreement. Bargaining unit members shall report in writing to the Vice President for Administrative Services as soon as possible after observance and shall cite the specific law and code section alleged to have been violated.

The District shall investigate the allegation and take action it deems to be appropriate within the time constraints specified in the law and code section cited by the bargaining unit member. Within thirty (30) days of the taking of corrective action, the District shall inform the bargaining unit member of the action taken.

No bargaining unit member shall suffer any recrimination and/or reprisals as a result of reporting any condition believed to be a violation of Section 17.1 of this Agreement.

ARTICLE XVIII -- SAVINGS PROVISION

If any provision of this Agreement is held to be contrary to law by a court of competent jurisdiction and/or legislative enactment, such provision shall be deemed invalid except to the extent permitted by law, but all other provisions will continue in full force and effect.
In the event of suspension or invalidation of any Article or Section of this Agreement either party may request negotiations. Upon request, the parties agree to meet and negotiate within thirty (30) days after such determination for the purpose of arriving at a mutually satisfactory replacement for such Article or Section.

ARTICLE XIX -- CLASSIFICATION

CLASSIFICATION OF POSITIONS: All positions within the classified service shall be classified according to the skills required and the responsibility carried by that position. Job descriptions for all positions shall be maintained in the Office of Human Resources.

ADVANCEMENT IN CLASS

Unit members shall be hired in at Step 1 of the base salary schedule and shall advance one step on the schedule on the anniversary of their hire date.

Advancement to each succeeding step shall be made on the bargaining unit member's anniversary date, computed to the nearest full month of service.

The restructured longevity scale attached hereto as Appendix C will become effective at the beginning of the 6th year of the bargaining unit member's anniversary date, computed to the nearest full month of service.

A bargaining unit member who moves from one classification to another, by competing with either internal candidates or candidates from outside the college through the Affirmative Action Hiring Procedure shall be placed on the same salary step that they served in prior to the change in class. (For example a bargaining unit member serving on step 5 would be placed on step 5 of the Range appropriate for the new class.)

For the purpose of this Article, vacation, leaves, or any absence authorized by this Agreement shall not be deemed an interruption of employment for the bargaining unit members serving on less than a twelve (12) month basis.

Newly hired probationary unit members shall serve a probationary period of twelve (12) months.

ARTICLE XX -- RESIGNATION

If a bargaining unit member wishes to resign from employment, a letter of resignation should be submitted to the appropriate vice president or dean and the District human resources office at least two weeks prior to the effective date of resignation. The intended effective date of resignation should be specified in the letter.
A terminating bargaining unit member shall have a separation interview in the District human resources office. This interview is necessary to complete personnel records and close the member's file. Appointments for the separation interview should be made during the bargaining unit member's last work week.
A permanent bargaining unit member who terminates shall be granted accumulated vacation allowance. The monetary value of accumulated vacation allowance may be paid in lieu of carrying the bargaining unit member on the payroll. A probationary bargaining unit member is not entitled to any vacation allowance upon separation.
A bargaining unit member who terminates employment and has used more than his/her earned leave shall have his/her last salary payment reduced accordingly.
A bargaining unit member with less than five years of credited service who terminates employment with the District and who is not transferring to another agency covered by PERS will have PERS contributions refunded, with interest. The bargaining unit member must initiate request for refund with the human resources office.
A bargaining unit member with five (5) or more years of credit service who terminates employment with the District and who is not transferring to another agency covered by PERS may, according to current PERS and County regulations, elect to retain or withdraw his/her PERS contributions as such is allowable by PERS and/or the County.

ARTICLE XXI -- TRANSFERS & REASSIGNMENTS

For the purpose of this Article, transfer is defined as any Board action which results in the movement of a unit member from one job site to another job site but within the same classification. (For example a Secretary I moving from a Dean's office to the Student Center).
For the purpose of this Article, reassignment is defined as any Board action which results in the movement of a bargaining unit member from one classification to an equal or lower classification. (For example, movement from a specialist to a technician classification of equal or lower salary range).

When a new position is created, or an existing position becomes vacant, current unit members shall be given an opportunity to apply for a transfer or reassignment to the open position.

The District shall notify the bargaining unit members that a position is open and the job site of the position. Notification shall be in writing. During a school recess and a bargaining member's vacation and/or absence, job announcements will be sent to a specific address via first class U.S. mail to unit members who submit a written request to the Office of Human Resources.

Any bargaining unit member wishing to be considered for the position shall so notify the District, in writing, within five (5) working days of the announcement. If the applicant has on file a completed and approved examination or its equivalent demonstrating that the minimum qualifications have been met, the applicant may request and be granted a release from further testing as a prerequisite to consideration for the position.

Only bargaining unit members meeting the minimum qualifications will be considered for reassignment.

The supervisor designated to oversee the open position shall have the right to deny a transferor reassignment and request that the position be opened to all applicants (bargaining unit members and the public).

A bargaining unit member selected for a transfer or reassignment shall be placed on the same salary step they served in prior to transfer or reassignment. (For example a bargaining unit member serving on step 5 would be placed on step 5 of the Range appropriate for the position to which transferred or reassigned.) Additional advancement shall be on the member's regular anniversary date.
A bargaining unit member who is transferred or reassigned shall serve a six-month trial service period in the new position. After the six-month trial service, the bargaining unit member shall be deemed to possess permanent status in the new position. During the six month trial service period, the District may reassign the unit member to his/her previous classification by giving written notice of reassignment. If the employee is reassigned to his/her previous classification, it will be at the same rate of pay (step & range) and the employee will be assigned the same number of hours to which he/she had been assigned in that classification prior to the reassignment.
Upon abolishment of a position, the District may transfer a unit member whenever it appears such transfer is in the best interest of the District. In such involuntary transfer, the Superintendent/President or his/her designee will consult with the bargaining unit member being transferred prior to such transfer.

ARTICLE XXII -- ASSOCIATION RIGHTS

ACCESS RIGHTS

1. The Association President shall, upon request, be given a copy of public record financial materials.

2. The Association shall have the right to use school mailbox and bulletin board spaces, subject to the following conditions:

All postings for bulletin boards or items for school mailboxes shall contain the date of posting or distribution and the identification of the organization together with a designated authorization by the Association President or designee.

A copy of such postings or distributions must be delivered to the Superintendent/President or designee at the same time as postings or distributions.

The Association agrees not to post or distribute material which is derogatory or defamatory of the District or its personnel. Any bargaining unit member(s) violating this Article may be subject to discipline up to and including termination. The District retains the right to immediately remove from the bulletin board or mailboxes any material it alleges to be derogatory or defamatory. The District shall inform the Association President or designee of its action. The Association may request to meet and review the material with the District. If it is found by the District that the Association has failed to comply with its responsibilities, the District may revoke the right to post or to distribute for five (5) months.

RELEASE TIME

1. The Association representatives will receive time off from duties for the processing of grievances past the informal level subject to the following conditions:

Twenty?four (24) hours prior to release from duties for grievance processing the designated representative shall inform his or her supervisor in order that an adequate substitute may be obtained.

This time off shall be limited solely to representing a grievant in a conference with a management person beyond the informal level and shall not be used for matters such as gathering information, interviewing witnesses or preparing a presentation.

2. For the purposes of processing grievances, an Association representative shall have the right of access to areas in which bargaining unit members work during non?duty hours (such as lunch and rest periods) provided there is no undue interference with District operations.

3. All Association business, discussion and activities will be conducted by unit members, or Association officials, outside established work hours and in places other than District property except when permission is obtained from the Superintendent/President or designee and the requested use of facilities will not interfere with school operations or the right of unit members to refrain from listening or speaking with an Association representative.

4. The chapter president, or his/her designated representative, shall have the right to release time to attend board meetings for the purpose of representing the bargaining unit members where board meetings are held during the chapter president's or his/her designated representative's normal working hours.

5. The District agrees to give release time for four (4) bargaining unit member negotiators to participate in negotiations. Reasonable time will also be allowed for travel to and from the negotiation site.

6. Additional time will be granted to unit members for local meetings in special circumstances with prior approval of the Superintendent/ President.

DUES DEDUCTION

1. The Association shall have the exclusive right to have membership dues deducted for bargaining unit members covered by this Agreement upon appropriate written authorization.

2. Bargaining unit members shall be accorded the rights to other deductions as specified in Education Code Section 87040 and exercised by the Board of Trustees of the District.

3. Any change in dues will be submitted to the District, in writing, thirty (30) days prior to the effective date of such change.

4. Nothing in this Article is intended to preclude unit members from the right to refuse to join or participate in the activities of the exclusive representative.

EXCLUSIVE RIGHTS: Both the District and the Association agree that during the term of this Agreement, they shall meet and negotiate with and only with those persons designated by their respective organization as "negotiation team members".
OBLIGATIONS: Recognizing that it is the District's duty under the EERA to give notice to the exclusive representative prior to taking any action to modify the bargaining unit, the exclusive representative recognizes its obligation to demand to bargain upon being given notice of a proposed change in the bargaining unit. The demand to bargain will be made timely and negotiations will commence within fifteen (15) days.

ARTICLE XXIII -- NEGOTIATIONS

NOTIFICATION AND PUBLIC NOTICE: This Agreement will remain in full force and effect from year?to?year until a new agreement has been ratified by both parties. If either party desires to alter or amend this Agreement, it shall, at least four (4) months but not more than six (6) months prior to the termination date set forth under the Term of Agreement, Article II, provide written notice and a proposal to the other party of said desire and the nature of such amendments.
COMMENCEMENT OF NEGOTIATIONS: Negotiations shall commence within ten (10) working days of satisfaction of the public notice requirements. Negotiations shall commence at a mutually acceptable time and place for the purpose of considering changes in this Agreement.
RATIFICATION OF ADDITIONS OR CHANGES: Any additions or changes in this Agreement shall not be effective unless reduced to writing and properly ratified and signed by both parties.
AGREEMENT OF PARTIES: This Agreement contains the agreement of the parties as to all matters addressed in this Agreement. Nothing contained herein shall be interpreted as precluding the right of the Association and the District to mutually agree in writing to negotiate on matters which develop after entering into this Agreement.

ARTICLE XXIV -- DISCIPLINE

CAUSES: The Board of Trustees may suspend, demote, or dismiss a permanent bargaining unit member for reasonable cause, including but not limited to the following:

1. Unsatisfactory attendance, such as:

a. Repeated absence, without notification.
b. Excessive absence.
c. Repeated unexcused tardiness.
d. Abuse of sick leave privilege.

2. Unsatisfactory personal conduct, such as:

Conviction of a crime carrying felony punishment even though such punishment may not be imposed.

Conviction of any crime involving moral turpitude.

Discourteous, offensive or abusive conduct or language toward another employee, a pupil or a member of the public.

Dishonesty.

Reporting for work while intoxicated, possession of an open container of an alcoholic beverage on District property, or in a District?owned vehicle, or working while under the influence of alcohol.

Use of narcotics or restricted substances while on the job, or reporting to work while under the influence of narcotics or restricted substances.

Commission of any sex offense as defined in Education Code 87010 or under Penal Code 261.5.

Commission of any narcotics offense as defined in Education Code 87011 under Health and Safety Code 11361.

Altering records of the District.

Repeated malingering during the course of a normal working day. (Malingering means avoiding or shirking duties or the appearance thereof.)

Engaging in political activities during assigned hours of work. (This does not include meal breaks, coffee breaks, or before or after work hours.)

Possession of a gun, knife or other weapon having similar deadly capabilities on school grounds with the exception of knives used as a tool.

3. Unsatisfactory fulfillment of job responsibilities such as:

Unsatisfactory performance of the duties of his/her position.

Inability or inefficiency in the performance of the duties of the position.

Insubordination (including, but not limited to, refusal or failure to do assigned work or carry out a lawful order).

Carelessness or negligence in the performance of duty, or in the care and use of District property.

Misuse or misappropriation of District property.

Willful violation of the Education Code, Title V, of the California Administrative Code, any rules of the Governing Board or any term of this Agreement.

Denial, suspension, revocation or non?renewal of a license, permit or any other document(s) required for the job.

Falsifying any material information supplied to the District, including, but not limited to, information supplied on application forms, employment records, or any other District records.

Failure to report for duty without satisfactory explanation.

Personal conduct unbecoming an employee of the District while on duty.

Persistent or willful violations of, or refusal to obey, safety rules and regulations made applicable to public schools by the governing board or by a federal or state agency having authority to impose such rules and/or regulations.

Offering anything of value or offering any service in exchange for special treatment in connection with the unit member's job or employment, or accepting anything of value or any service in exchange for granting any special treatment to another employee or member of the public.

Any willful conduct tending to injure the public service.

Job abandonment (unexcused absence of three (3) or more days).

4. Other reasons, such as:

Advocacy of overthrow of federal, state or local government by force, violence or other unlawful means.

Membership in the Communist party.

Interference with the operations of the District, including but not limited to, any work stoppage or slowdown.

This does not include actions authorized by law.

5. The term "conviction" as used above shall mean conviction in trial court based upon a plea of guilty or nolo contendre or a finding of guilty after a court or jury trial.

DUE PROCESS: When disciplinary action is being proposed against a bargaining unit member, the District must comply with procedural due process requirements before it may deprive a bargaining unit member of his/her property right and/or interest (employment). Due process mandates that a minimum, a bargaining unit member must be provided with the following pre-removal safeguards:

Notice of the proposed action;

Cause for the action;

A statement of charges signed by the Superintendent/President or his designee setting forth in clear and understandable language, the specific act(s), error(s), or omission(s), giving rise to the charges;

A Copy of all materials, including statements, upon which the District relied in preparing the notice of intent to discipline;

Copies of any sections of this Contract, rules, regulations, or laws, which are alleged to have been violated;

Notice of the right to respond to the charges, either orally or in writing, prior to imposing discipline; and,

The right to representation at all phases of the disciplinary process.

1. Notice of Intent to Discipline: When disciplinary action is proposed, the District shall give the bargaining unit member a notice setting forth the cause of the action, the specific acts or omissions upon which the proposed discipline is being based, copies of all statements and/or documents upon which the District relied in assessing the degree of the proposed discipline. The notice shall be in compliance with the provisions of section 88013 and 88016 of the California Education Code.

2. Notice of Discipline: If, after the bargaining unit member responds to proposed discipline, the District decides to proceed with the discipline, the member shall receive a Notice of Discipline.

DISCOVERY: The bargaining unit member shall have the right to inspect and receive copies of any documents or other materials in the possession of or under the control of the District which are relevant to the disciplinary action to be imposed, at times and places reasonable for the unit member and for the District.
BURDEN OF PROOF: When disciplinary action is to be imposed on a bargaining unit member, the burden of proof shall rest with the District by a preponderance of the evidence.
SEX AND NARCOTICS OFFENSES: Any unit member charged by complaint, information or indictment filed in a court of competent jurisdiction with any sex offense as defined in Section 87010 of the Education Code, any narcotics offense as defined in Section 87011 of the Education Code, or any other offense enumerated in Section 88123 of the Education Code, may be placed on a compulsory leave of absence for such period of time, and subject to such conditions, as are set forth in Section 88123 of the Education Code. The unit member may receive compensation as provided for in Section 88123 of the Education Code, or the Board of Trustees may provide that the leave be with pay without the need to post a bond, or without need to repay the District in the event the unit member is convicted of such charges, or does not return to service at the expiration of the leave.
PAID ADMINISTRATIVE LEAVE: Any unit member may be placed on paid administrative leave at any time by the Superintendent/President. Paid administrative leave shall mean that the employee shall not come to work, shall receive all pay and benefits, and is available at home during work hours.

APPEAL RIGHTS

1. Right to Appeal: If, after the bargaining unit member responds to proposed discipline, the District proceeds with the proposed discipline, the bargaining unit member shall have the right to appeal the decision. The right to appeal must be exercised within ten (10) calendar days from the date the Notice of Discipline is served on the unit member.

2. Hearings: All disciplinary hearings shall be conducted by a neutral hearing officer which shall be mutually agreed upon by the District and the affected unit member. In the event the parties are unable to reach an agreement on the hearing officer within fifteen (15) working days from the date of the request for hearing, a request for a list of five (5) qualified hearing officers will be submitted to the California Mediation and Conciliation Service by affected unit member (or his/her representative). The hearing officer will be selected from the aforementioned list by alternate strike-off. The first strike-off will be determined by chance, then each party will strike one name from the list until only one name remains. The remaining hearing officer will conduct the hearing. The hearing shall be conducted under rules of procedure established by the hearing officer which are consistent with the law. Both the District and the bargaining unit member who has appealed the discipline (and/or his/her representative), shall have the right to call witnesses, introduce evidence, cross-examine any witness and make motions or objections relating to the proceedings. All hearings shall be closed to the public, unless the affected bargaining unit member specifically requests that the hearing be open to the public. Within thirty (30) days following the completion of the hearing, the hearing officer shall render his/her findings of fact, conclusions of law, and recommended decision, which shall be served on the parties and shall be advisory to both parties.

Witnesses and Evidence: The hearing officer shall have the authority to compel the production of such witness and/or evidence as may be necessary to insure that the bargaining unit member's due process rights are protected. The technical rules of evidence shall not apply. Hearsay evidence may be admitted to support direct evidence, but shall not be sufficient, standing alone, to support a finding.

Costs: The cost of the hearing officer will be borne by the District. All other costs will be borne by the party incurring them.

Final Decision of the Board of Trustees: After the Board of Trustees receives the findings of facts, conclusions of law from the hearing officer, it shall decide whether to adopt or reject the findings and conclusions. The Board of Trustees shall base its decision solely on the written record.

3. The Board shall inform the unit member of its decision in writing within thirty (30) working days after receiving the findings of facts, conclusions of law from the hearing officer.

ARTICLE XXV -- COMPLETION OF MEET AND NEGOTIATION

Except as provided in Section 25.2 below, the Association, during the term of this Agreement, expressly waives and relinquishes the right to meet and negotiate and agrees that the District shall not be obligated to meet and negotiate with respect to any subject or matter whether or not referred to or covered in this Agreement, even though such subject or matter may not have been within the knowledge or contemplation of either or both the District or Association at the time they met and negotiated on and executed this Agreement, and even though such subjects or matters were proposed and later withdrawn.

This Agreement shall be reopened to negotiate the subject of salary and health and welfare benefits and one additional article for the 1999-2000 and 2000-2001 fiscal years. In addition, for the 1998-1999 fiscal year, the parties agree to reopen and negotiate over the subject of a position classification review process. Except as specifically modified herein above, the existing Agreement between the parties shall remain in full force and effect without further modification. This is the final complete agreement between the parties which shall be incorporated into the previous contract between the parties, reflects the changes above, and the District shall prepare and make available the full agreement within thirty (30) calendar days.

ASSOCIATION DESIGNATE BOARD DESIGNATE

______________________________ ________________________________

Date:________________ Date:__________________

APPENDIX A
CLASSIFIED POSITIONS 2000/2001

POSITION	RANGE	POSITION	RANGE
Accounting Assistant	11.0	Instructional Network/Computer Main Tech	18.0
Accounting Technician I	13.5	JTPA/CalWORKS Coordinator	18.5
Accounting Technician II	17.0	Laboratory aide	8.0
Admin Secretary I	12.0	LaboartoryTechnician	15.5
Admin Secretary II	13.5	Lead Custodian	13.5
Admissions & Records Assist	11.0	Lead Grounds maint Worker	15.5
Admissions & Records Coord	18.5	Learning Center Specialist	15.5
Attendance Accounting Tech	15.5	Library Technical Assistant	13.5
Audio VisualL Assistant	10.0	Maintenance & OPS Clerical Tech	14.0
Book Division Coordinator	13.5	Maintenance Locksmith	16.5
Bookstore Operations Assist	15.5	Maintenance Technician	17.0
Bookstore Cashier/Receiving Clerk	8.5	Maintenance Worker	15.5
Buyer	14.0	Media Services Coordinator	17.0
Campus Police/Public Safety Off	11.5	Media Services Technician	15.5
CARE Specialist	17.0	Network MicrocomputerTechnician	15.5
CDC Food Services Specialist	12.0	Network Specialist	17.5
CDC Technician	12.0	Office Assistant	8.5
Child Development Assistant	9.5	Offset Press Operator	13.0
Citations Specialist	11.5	Payroll Technician	13.0
Communicans Systems Technician	12.0	Performing Arts Center Coordinator	19.5
Custodian	10.5	Performing Arts Center Technician	17.0
Data Entry Clerk	8.5	Placement Specialist	14.5
Data Processing Specialist	15.5	Printing ServicesAssistant	9.0
DSPS Specialist	17.0	Records Evaluator I	12.0
Electronic Lab Specialist	17.5	Records Evaluator II	16.5
EOPS Specialist	17.0	Research Analytical Technician	18.5
Financial Aid Specialist	17.0	Sergeant, Police& Public Safety	19.5
Grounds maint Worker	13.0	Student Development Center Assistant	12.5
Harware/Software Purch Agent	20.0	Student Development Center Specialist	13.5
Human Resources Technician	12.0	SwitchboardOperator/Receptionist	8.5
Instructional Assistant I	11.0	Textbook Assistant	10.0
Instructional Assistant II	13.0	Typesetter	11.0
Instructional Assistant III	15.5	Warehouse Delivery Worker	9.0

APPENDIX B - CLASSIFIED SALARY SCHEDULE - BOARD APPROVED 4/4/00, EFFECTIVE 7/1/99

	RANGE	STEP 1	STEP 2	STEP 3	STEP 4	STEP 5
	6.0	$1,679	$1,763	$1,850	$1,941	$2,040
	6.5	$1,720	$1,805	$1,897	$1,993	$2,092
	7.0	$1,754	$1,850	$1,943	$2,042	$2,142
	7.5	$1,805	$1,898	$1,994	$2,093	$2,196
LABORATORY AIDE	8.0	$1,852	$1,946	$2,043	$2,146	$2,243
BOOKSTR CASHIER/RCVG CLRK; DATA ENTRY CLRK.; OFFICE ASST;	8.5	$1,898	$1,995	$2,093	$2,198	$2,309
SWITCHBRD OPERATOR/RECEP.	8.5
WAREHOUSE/DELIVERY WORKER; PRINTING SERVICES ASSISTANT	9.0	$1,947	$2,044	$2,146	$2,253	$2,365
CHILD DEVELOPMENT ASSISTANT	9.5	$1,995	$2,095	$2,199	$2,310	$2,425
AUDIO VISUAL ASST; TEXTBOOK ASST.	10.0	$2,046	$2,147	$2,256	$2,366	$2,484
CUSTODIAN	10.5	$2,096	$2,200	$2,311	$2,426	$2,547
ACCOUNTING ASST; ADMISS & RECORDS ASST;	11.0	$2,148	$2,256	$2,368	$2,488	$2,610
INSTRUCTIONAL ASST I; TYPESETTER	11.0
CITATIONS SPCLST; CAMPUS POLICE & PUB. SAFETY OFFICER	11.5	$2,201	$2,312	$2,427	$2,548	$2,676
ADMINISTRATAIVE SECRETARY I;	12.0	$2,257	$2,372	$2,490	$2,612	$2,742
CDC FOOD SVCS SPCLST; CDC TECHNICIAN;	12.0
COMMUNICATIONS SYSTEM TECHNICIAN;	12.0
H/R TECHNICIAN; RECORDS EVALUATOR I	12.0
OFFSET PRESS OPERATOR; STUDENT DEV CTR ASST.	12.5	$2,312	$2,430	$2,548	$2,678	$2,812
GROUNDS MAINT WKR; INSTRUCTIONAL ASST II;	13.0	$2,373	$2,491	$2,613	$2,745	$2,880
PAYROLL TECHNICIAN	13.0
ACCTNG TECH I; ADMIN SECRETARY II;	13.5	$2,431	$2,551	$2,680	$2,813	$2,955
BOOK DIVISION COORDINATOR; LEAD CUSTODIAN; LIBRARY TECHNICAL ASST;	13.5
STUDENT DEVEL CTR SPCLST	13.5
BUYER; MAINT. & OPERATNS. CLERICAL TECHNICIAN	14.0	$2,491	$2,615	$2,746	$2,885	$3,028
PLACEMENT SPECIALIST	14.5	$2,554	$2,681	$2,814	$2,956	$3,104
	15.0	$2,616	$2,747	$2,886	$3,029	$3,183
ATTENDANCE ACCT TECH;	15.5	$2,682	$2,819	$2,958	$3,105	$3,259
BOOKSTORE OPERATIONS ASSISTANT;	15.5
INSTRUCTIONAL ASST III; LABORATORY TECHNICIAN; LEAD GROUNDS MAINTENANCE	15.5
ORKER; LEARNING CENTER SPECIALIST;	15.5
MAINTENANCE WORKER; MEDIA SERVICES TECHNICIAN; NETWORK MICROCOMPUTER	15.5
TECHNICIAN; DATA PROCESSING SPECIALIST	15.5
	16.0	$2,748	$2,887	$3,033	$3,184	$3,341
MAINTENANCE LOCKSMITH; RECORDS EVALUATOR II	16.5	$2,820	$2,959	$3,108	$3,264	$3,426
ACTNG TECH II; CARE SPCLST; DSPS SPCLST;	17.0	$2,888	$2,035	$3,185	$3,343	$3,513
EOPS SPCLST; FIN AID SPCLST; MAINT TECH;	17.0
MEDIA SVCS CORDNTR; PERF ARTS CTR TECH	17.0
ELECTRONIC LAB SPCLST; NETWORK SPCLST	17.5	$2,961	$3,108	$3,264	$3,428	$3,599
INSTRUCTIONAL NETWORK/COMPUTER MAINT TECH.	18.0	$3,035	$3,186	$3,345	$3,513	$3,689
ADMISSIONS & RECORDS COORDINATOR;	18.5	$3,111	$3,266	$3,429	$3,602	$3,781
JTPA/CALWORKS COORDINATOR;	18.5
RESEARCH ANALYTICAL TECHNICIAN	18.5
	19.0	$3,189	$3,348	$3,515	$3,691	$3,876
PERFMG. ARTS CENTER COORDINATOR;	19.5	$3,269	$3,432	$3,603	$3,783	$3,973
SERGEANT, POLICE & PUBLIC SAFETY	19.5
HARDWARE/SOFTWARE PURCHASING AGENT	20.0	$3,350	$3,518	$3,694	$3,878	$4,072
	20.5	$3,434	$3,605	$3,786	$3,975	$4,174
	21.0	$3,519	$3,695	$3,880	$4,074	$4,278
	21.5	$3,608	$3,788	$3,977	$4,176	$4,386
COMMUNICATIONS SYSTEMS COORDINATOR	22.0	$3,697	$3,883	$4,077	$4,280	$4,494
NETWORK ENGINEER	22.5	$3,791	$3,980	$4,178	$4,388	$4,607
NETWORK ENGINEER	23.0	$3,885	$4,079	$4,283	$4,497	$4,722
	23.5	$3,982	$4,181	$4,390	$4,609	$4,840
	24.0	$4,081	$4,286	$4,500	$4,725	$4,961
	24.5	$4,183	$4,393	$4,613	$4,843	$5,086
	25.0	$4,289	$4,503	$4,728	$4,964	$5,213

CLASSIFIED SALARY SCHEDULE 2000 - 2001

	RANGE	STEP 1	STEP 2	STEP 3	STEP 4	STEP 5
	6.0	$1,749	$1,836	$1,927	$2,022	$2,125
	6.5	$1,791	$1,881	$1,976	$2,076	$2,179
	7.0	$1,827	$1,928	$2,024	$2,127	$2,232
	7.5	$1,880	$1,977	$2,077	$2,181	$2,288
LABORATORY AIDE	8.0	$1,929	$2,027	$2,188	$2,236	$2,337
BOOKSTR CASHIER/RCVG CLRK; DATA ENTRY CLRK.; OFFICE ASST;	8.5	$1,977	$2,078	$2,181	$2,289	$2,405
SWITCHBRD OPERATOR/RECEP.	8.5
WAREHOUSE/DELIVERY WORKER; PRINTING SERVICES ASSISTANT	9.0	$2,029	$2,130	$2,236	$2,347	$2,464
CHILD DEVELOPMENT ASSISTANT	9.5	$2,078	$2,182	$2,290	$2,406	$2,526
AUDIO VISUAL ASST; TEXTBOOK ASST.	10.0	$2,131	$2,237	$2,350	$2,465	$2,587
CUSTODIAN	10.5	$2,183	$2,292	$2,408	$2,527	$2,653
ACCOUNTING ASST; ADMISS & RECORDS ASST;	11.0	$2,238	$2,350	$2,466	$2,592	$2,719
INSTRUCTIONAL ASST I; TYPESETTER	11.0
CITATIONS SPCLST; CAMPUS POLICE & PUB. SAFETY OFFICER	11.5	$2,293	$2,409	$2,529	$2,655	$2,788
ADMINISTRATAIVE SECRETARY I;	12.0	$2,352	$2,471	$2,593	$2,721	$2,856
CDC FOOD SVCS SPCLST; CDC TECHNICIAN;	12.0
COMMUNICATIONS SYSTEM TECHNICIAN;	12.0
H/R TECHNICIAN; RECORDS EVALUATOR I	12.0
OFFSET PRESS OPERATOR; STUDENT DEV CTR ASST.	12.5	$2,409	$2,531	$2,655	$2,789	$2,929
GROUNDS MAINT WKR; INSTRUCTIONAL ASST II;	13.0	$2,472	$2,595	$2,722	$2,859	$3,000
PAYROLL TECHNICIAN	13.0
ACCTNG TECH I; ADMIN SECRETARY II;	13.5	$2,532	$2,657	$2,792	$2,930	$3,078
BOOK DIVISION COORDINATOR; LEAD CUSTODIAN; LIBRARY TECHNICAL ASST;	13.5
STUDENT DEVEL CTR SPCLST	13.5
BUYER; MAINT. & OPERATNS. CLERICAL TECHNICIAN	14.0	$2,595	$2,724	$2,860	$3,005	$3,154
PLACEMENT SPECIALIST	14.5	$2,661	$2,793	$2,931	$3,080	$3,233
	15.0	$2,726	$2,861	$3,006	$3,156	$3,315
ATTENDANCE ACCT TECH;	15.5	$2,794	$2,936	$3,081	$3,234	$3,395
BOOKSTORE OPERATIONS ASSISTANT;	15.5
INSTRUCTIONAL ASST III; LABORATORY TECHNICIAN; LEAD GROUNDS MAINTENANCE	15.5
ORKER; LEARNING CENTER SPECIALIST;	15.5
MAINTENANCE WORKER; MEDIA SERVICES TECHNICIAN; NETWORK MICROCOMPUTER	15.5
TECHNICIAN; DATA PROCESSING SPECIALIST	15.5
	16.0	$2,863	$3,007	$3,159	$3,317	$3,480
MAINTENANCE LOCKSMITH; RECORDS EVALUATOR II	16.5	$2,938	$3,082	$3,238	$3,400	$3,568
ACTNG TECH II; CARE SPCLST; DSPS SPCLST;	17.0	$3,009	$3,162	$3,318	$3,482	$3,659
EOPS SPCLST; FIN AID SPCLST; MAINT TECH;	17.0
MEDIA SVCS CORDNTR; PERF ARTS CTR TECH	17.0
ELECTRONIC LAB SPCLST; NETWORK SPCLST	17.5	$3,085	$3,238	$3,400	$3,571	$3,749
INSTRUCTIONAL NETWORK/COMPUTER MAINT TECH.	18.0	$3,162	$3,319	$3,485	$3,659	$3,843
ADMISSIONS & RECORDS COORDINATOR;	18.5	$3,241	$3,402	$3,572	$3,752	$3,939
JTPA/CALWORKS COORDINATOR;	18.5
RESEARCH ANALYTICAL TECHNICIAN	18.5
	19.0	$3,322	$3,487	$3,662	$3,845	$4,037
PERFMG. ARTS CENTER COORDINATOR;	19.5	$3,405	$3,575	$3,753	$3,941	$4,138
SERGEANT, POLICE & PUBLIC SAFETY	19.5
HARDWARE/SOFTWARE PURCHASING AGENT	20.0	$3,490	$3,664	$3,848	$4,040	$4,242
	20.5	$3,577	$3,755	$3,944	$4,141	$4,348
	21.0	$3,666	$3,849	$4,042	$4,244	$4,456
	21.5	$3,758	$3,946	$4,143	$4,350	$4,568
COMMUNICATIONS SYSTEMS COORDINATOR	22.0	$3,851	$4,045	$4,247	$4,459	$4,682
NETWORK MANAGER	22.5	$3,949	$4,146	$4,353	$4,571	$4,799
NETWORK ENGINEER	23.0	$4,047	$4,249	$4,461	$4,684	$4,919
	23.5	$4,148	$4,355	$4,573	$4,802	$5,042
	24.0	$4,252	$4,465	$4,688	$4,922	$5,168
	24.5	$4,358	$4,576	$4,805	$5,045	$5,298
	25.0	$4,467	$4,691	$4,925	$5,171	$5,430

APPENDIX C
LONGEVITY SCALE

Beginning	of	6th year,	2.0% of base salary per month
Beginning	of	7th year,	2.5% of base salary per month
Beginning	of	8th year,	3.0% of base salary per month
Beginning	of	9th year,	3.5% of base salary per month
Beginning	of	10th year,	4.0% of base salary per month
Beginning	of	11th year,	4.5% of base salary per month
Beginning	of	12th year,	5.0% of base salary per month
Beginning	of	13th year,	5.5% of base salary per month
Beginning	of	14th year,	6.0% of base salary per month
Beginning	of	15th year,	6.5% of base salary per month
Beginning	of	16th year,	7.0% of base salary per month
Beginning	of	17th year,	8.5% of base salary per month
Beginning	of	18th year,	9.0% of base salary per month
Beginning	of	19th year,	9.5% of base salary per month
Beginning	of	20th year,	10.0% of base salary per month
Beginning	of	21th year,	11.0% of base salary per month
Beginning	of	22th year,	11.5% of base salary per month
Beginning	of	23th year,	12.0% of base salary per month
Beginning	of	24th year,	12.5% of base salary per month
Beginning	of	25th year,	13.0% of base salary per month
Beginning	of	26th year,	15.0% of base salary per month

15% to be the maximum amount.

APPENDIX D -- MEMORANDUM OF UNDERSTANDING

CONSENSUS AGREEMENT ON SALARY AND FRINGE BENEFITS

1. This Memorandum is entered into between the Victor Valley Community College District (hereinafter "District")

and the California School Employees Association, Chapter 584 (hereinafter "Association").

2. Salary: Increase the five-step base salary schedule by two percent (2%), effective July 1, 1992 (See Exhibit A).

In the event the District actually receives in excess of $16,703,516.00 during the 1992/1993 fiscal year (July 1, 1992-

June 30, 1993), the subject of 1992/93 salaries may be reopened upon the written request of either party. Such excess

monies must be unrestricted and have no legal limitations on distribution. (The $16,703,516.00 represents the 1992/93

total budgeted income including eight percent (8%) funded growth.)

3. Salary Schedule: Beginning July 1, 1992, the base salary schedule shall be composed of five steps (See Exhibit A).

Unit members shall be hired in at Step 1 and shall advance one step on the schedule on the anniversary of their hire date.

4. Longevity Scale: The restructured longevity scale as attached hereto as Exhibit B will be effective July 1, 1992.

5. Health and Welfare Benefits: The District will increase its maximum annual contribution on behalf of full-time unit

members from the current $5,000.00 to $5,500.00, effective November 1, 1992.

6. Winter Recess Shut down: This is the time period between December 26 through December 30. When there are three

workdays in this week, two days will be Board given days and the third day will be deducted from the unit members

accrued vacation days. When there are four workdays in this week, two days will be Board given and two days will be

deducted from the unit members accrued vacation days.

Back to the Top

APPROVAL:

VICTOR VALLEY COMMUNITY CALIFORNIA SCHOOL EMPLOYEES
COLLEGE DISTRICT ASSOCIATION, CHAPTER #584

_______________________________ _______________________________
Edward O. Gould Eileen Bolding
Superintendent/President President

Date: _________________________ Date: __________________________

APPENDIX E -- MEMORANDUM OF UNDERSTANDING

JEAG Classification system
(AKA "Position Classification Review Process")

The last day to submit requests to the JEAG was February 1, 1999.

APPENDIX F -- MEMORANDUM OF UNDERSTANDING

It is agreed and understood by and between the Victor Valley Community College District ("College") and the Victor

Valley College California School Employees Association Chapter 584 ("Association") as follows:
1. Temporary Assignment of classified Bargaining Unit Members to Management:
a. Whenever a classified bargaining unit member is temporarily assigned to a management position, the assignment sheet

shall reflect the beginning and ending date of the temporary management assignment. Such temporary assignments shall

not exceed one year in duration.
b. If the classified unit member serves six months in the management position, the immediate supervisor shall evaluate the

temporarily assigned employee.
c. During the period of temporary assignment, the classified bargaining unit member shall continue to receive the following

negotiated benefits:
Health and welfare benefits
Professional growth
Vacation
Sick leave
Leaves of absence
d. During the period of temporary assignment, the classified bargaining unit member shall be paid on Step 1 of the Management

Salary Schedule or five percent (5%) above his/her current classified salary, whichever is greater.
2. District Committees
a. For the purposes of this agreement, the term "committee" means an officially recognized group functioning under the

parameters set forth in the College's Shared Governace Policy.
b. Classified bargaining unit members may serve on a maximum of four (4) committees per fiscal year. They may not,

however, serve on more than one (1) standing committee. Upon forty-eight (48) hour written notice to the supervisor

so that staffing can be arranged, the unit member shall receive full release time to attend official committee meetings.

College Standing Committees have been designated in the Shared Governance Policy approved by the College

Assembly as follows:
Planning and Budgeting
Faculty & Staff Diversity Affirmative Action Committee
Faculty & Staff Development
Policies & Procedures
Employee Benefits
Matriculation
Marketing
Minority Awareness

Back to the Top

APPROVAL

VICTOR VALLEY COMMUNITY CALIFORNIA SCHOOL EMPLOYEES
COLLEGE DISTRICT ASSOCIATION, CHAPTER #584

_______________________________ _______________________________

Dated: June 15, 1995 Dated: June 15, 1995

APPENDIX H
VICTOR VALLEY COMMUNITY COLLEGE DISTRICT
PERFORMANCE APPRAISAL

Performance appraisals are based on individual position descriptions.

APPENDIX G
VICTOR VALLEY COMMUNITY COLLEGE DISTRICT
REQUEST FOR OVERTIME/ADDITIONAL HOURS COMPENSATION OR COMP TIME
FORM DUE BY 15TH OF THE MONTH

Name _________________________________________________ Social Security #: ________________________

Budget # to be charged: ____________________________________________ Dept: ________________________

A) Overtime or Comp time is computed on the basis of one-and-a-half (1 ½) hrs of paid compensation or time-off for

each hrs of overtime worked over 40 or 8. Example: 2 hrs of overtime is equal to 3 hrs of paid compensation or

time-off (2 x 1.5 = 3 hrs).

B) Additional hours are those hours above your normal assignment (example: greater than 4 hours per day but less

than 8; or greater than 10 weekly hours but less than 40). Those additional hours are computed as straight time.
_______________________________________________________________________________
DATES Hours Addtl Time for this expense, please indicate
WORKED Worked Hours Hours Reason for Excess Hours the name of the organization
___________________________________________________________________________________

___________________________________________ ___________________________________________
CHECK TIME-OFF OR PAID BOX PAYROLL USE ONLY

______ COMP TIME-OFF OR ______ PAID COMPENSATION

_________ hrs x 1.5 = ______ total comp hours Salary $___________/173.33 =

Please indicate below comp times/dates requested/used: $________hrly x 1.5 = $________ OT
______________________________________________ x x
Dates Hours Used Dates Hours Used
______________________________________________ ________ #hrs ________ #hrs
______________________________________________ = =
______________________________________________ $____________ $____________
______________________________________________
______________________________________________ Paid Date _________ Total Paid $__________
Total Used __________

_______________________________________________ ______________________________
Director, Dean, or Vice President Signature Date Employee Signature Date

DO NOT DETACH COPIES
White: Payroll Yellow: File Pink: Supervisor
2/95

APPENDIX I -- MEMORANDUM OF UNDERSTANDING SUBTITUTE EMPLOYEES

This Memorandum is entered into between the Victor Valley Community College District (hereinafter "District")

and the California School Employees Association Chapter 584 (hereinafter "Association"). WHEREAS, the District and the Association have reached an agreement on the period of time that a "substitute employee" (one or more individuals employed consecutively) may fill a vacancy while the district is engaged in active recruitment of the vacant position, as stated in Education Code Section 88003.

NOW THEREFORE, it is agreed by and between the parties as follows:

1. A "substitute employee" may serve a maximum of 120 calendar days in a vacant position while the district is actively recruiting to fill the vacancy.

2. Any further extensions of time required to meet the needs of the district due to any extenuating circumstances

will be handled on an individual basis. This is the full and complete agreement between the District and the Association.

Back to the Top

APPROVAL:

VICTOR VALLEY COMMUNITY CALIFORNIA SCHOOL EMPLOYEES
COLLEGE DISTRICT ASSOCIATION, CHAPTER #584

_____________________________ _______________________________
Edward O. Gould Helen Wagner
Superintendent/President President

Date:

APPENDIX J -- SIDE LETTER OF AGREEMENT

This Side Letter of Agreement is between the Victor Valley Community College District and the California

School Employees Association and its Local Chapter 584.

The District has informed CSEA of its need to use an outside contractor to sweep the parking lots and gutters

on a monthly basis. CSEA has agreed that the district may continue to use the outside contractor. Subject to

the following conditions:

1. Bargaining unit members who currently provide sweeping services in the District's parking lots and gutters

will continue to perform that service for the district in the same capacity;
2. The parties agree that the term of this Agreement is one year from the last date of execution by either party.

After the one year, the parties agree to review the terms of this Agreement and negotiate over a successor agreement.

Dated: _______________________ By: _______________________________
Peter J. Brown
Chief Negotiator for the Victor Valley
Community College District

Dated: _______________________ By: ______________________________
Jack Ashley
CSEA Labor Relations Representative
And Chief Negotiator for California
School employees Association, Chapter
#584