1. LCPS and NEA-LC Certified Employees’ Agreement

2. Article 2-A Definitions Seven new definitions added –Seniority –Temporary employee –Preparation –Insubordination –Just cause –Gross misconduct –Job performance

3. Article 4 - Employment H4: After-hours events per semester –Attendance at open house and one other after- hours event per semester. High School graduation is exempt. J2: First or second year employee documentation –Deleted the growth plan

4. Article 4 - Employment L: Compensatory time must be used within the pay period in which it was earned N: Curriculum planning and in-service training during the duty day (exceptions in Article 10) O: Elementary and Secondary staff meetings will be held once a month and cannot exceed 15 minutes before or after the duty day, but may not exceed 45 minutes.

5. Article 5 – Safety and Support B3. Reasonable access to the building –Key/key cards provided H. Clarified differences between assault and battery J. Report of harassment by a parent(s) through any means… –Staff has right to supervised conferences –Removal of student from the classroom –Parent(s) restricted access on campus M. Form: Employee Report of Harassment, Intimidation, or Bullying

6. Article 7 – Assignments and Transfers Will address this article in the spring semester

7. Article 7 – Assignments and Transfers Assignments: A2: Notification of open position within the building A4b1: Assignment to a position specific to certification/licensure and does not consent may ask for review by building administrator/NEA/HR A4b2: Inopportunity to transfer from an endorsed area may ask for review by building administrator/NEA/HR A4e: Teaching assignment occurs after school year begins, 3 days of preparation may occur prior to receiving students

8. Article 7 – Assignments and Transfers cont’d Voluntary Lateral Transfers: B7: Voluntary Transfers will not be allowed within thirty (30) calendar days of the certified employees first contract day. If a certified employee wishes to seek a position which has been posted after the deadline day of allowable voluntary transfers, they must seek approval from their present supervisor/designee or human resources before applying for the position. If, after the interviewing process, the employee is offered the position, the transfer will be allowed.

9. Article 7 – Assignments and Transfers cont’d Administrative-Initiated Transfers: C4: Notice of administrative transfer and following Article 7 criteria: a. Certification/endorsements b. Instructional program requirements c. Grade level, subject, program experience d. Other criteria with a rational basis C6: Certified employee placed on the “to be placed” list, shall have the opportunity to seek posted positions up to fifteen (15) calendar days prior to first contract day, regardless of the thirty (30) day transfer deadline, and without having to seek permission from their new supervisor or human resources.

10. Article 10 – Professional and Instructional Issues A2: Refusal to attend professional development beyond the work hours or work year cannot be reflected on evaluation unless stipulated as a requirement on the growth plan A3: 183 rd day – Employees that work less than full time will prorate their hours accordingly C1: Shared Leadership: Staff do not have to choose shared leadership plan and does not have to be submitted to superintendent by October 1 (removed)

11. Article 11 - Evaluation General: Divided into three parts –General –Process –Evaluation Intervention Disclaimer: Right of Representation

12. Article 11 - Evaluation General: A1: Job Description and revisions A2: Agreement available upon request and on LCPS website A3: Evaluation documents on website A4: Annual performance evaluation - PDP

13. Article 11 – Evaluation cont’d A6: Ancillary staff evaluations A9: Administrative Interns may accompany as part as their training A10: Employees receive notifications of investigations related to concerns or complaints A11: Those conducting evaluation must be trained every two years A12: Training requirements (page 30)

14. Article 11 – Evaluation cont’d Process: B: Disclaimer: –Documentation requirements B1-4: PDP process and procedures for evaluation B5: Formal scheduled and unscheduled observations B5: CWTs may lead up to a formal observation

15. Article 11 – Evaluation cont’d Evaluation Intervention: C: Disclaimer – evaluations reflect job performance and right of representation C1: Steps related to job performance –Verbal Counseling/Warning –Written and verbal Counseling/Warning C2: PGP initiated if C1 fails to show improvement

16. Article 11 – Evaluation cont’d C3: PGP should be developed collaboratively and suggestions offered for improvement –Professional development –Peer intervention –mentoring C6: If PGP goals are not met, this may lead to an Intensive Evaluation and possibly discharge/termination C8: Steps for termination of a certified employee

17. Article 12 – Administrative Intervention Divided into four parts –General –Process –Administrative Leave –Administrative Leave – Medical Right of Representation (not to exceed a 24 hour period)

18. Article 12 – Administrative Intervention cont’d General: A1: Intent of Administrative Intervention is to address employee’s behavior –Notification in writing to employee –Employee request support to accomplish the directive –Support requested will be reasonable A4: Employees receive notifications of investigations related to concerns or complaints

19. Article 12 – Administrative Intervention cont’d Process: Gross misconduct or insubordination my require immediate intervention/action without follow the steps of progressive discipline based on the severity of the incident.

20. Article 12 – Administrative Intervention cont’d Steps of Progressive Discipline: –Formal Verbal Counseling/Warning (administrator may document) –Written Memo of Concern/Warning Memo remains on site Document time 12 months from date on memo –Written reprimand (copy to HR and placed in employee’s file) –Additional Disciplinary Action – HR Intervention Just cause Investigation Could lead to Administrative leave, re-assignment, discharge/termination

21. Article 13 – Leave A committee will be established to restructure and insure the solvency of the sick leave bank. The committee will look at sick leave usage, application process, eligibility, and funding sources.

22. Article 16 – Association Rights and Responsibilities I: Allotted days for NEA-LC collective bargaining and employee rights members I: Administrators will make every effort to release Association Representatives 15 minutes once a month to attend their NEA meeting I: NEA-NM and NEA (Federal Leave) granted days for board meetings or other related events I: Billing for all three; NEA-LC, NEA-NM, NEA J 8-10: Notification to NEA President

23. LCPS and CSEC-LC Classified Employees’ Agreement

24. CSEC Agreement Accreted Units Materials Managements Associate and assistant librarians Addressed in Article 4 – Work Schedule

25. Article 5 Assignment, Transfers, Promotions Assignments: A1d: Immediate supervisor will delegate work assignments A1e: Immediate supervisor and associate library will direct the work assignments. Voluntary Transfers: B2: April 1 and within fifteen (15) calendar days of the reporting date of the new school year for Educational and Library Assistant(s), and Associate Librarian. This is applicable to those employees who were placed on the “To Be Placed” list. Educational and Library Assistant(s), and Associate Librarian can voluntary transfer between December 1 and December 15.

26. Article 5 Assignment, Transfers, Promotions cont’d B8: Classified employees requesting transfer will be assigned prior to rehiring of temporary employees. In the event more than one classified employee qualifies for a position, seniority will rule. D: Classified displaced employees will be assigned prior to classified employees requesting transfer and before the rehiring of temporary employees.

27. Article 6: Vacancy Postings D: Building Openings –Classified staffed notified minimum of two days prior to posting by email and message on the mailboxes –Interested parties may submit letter of interest within two day window –If employee is not selected for the position, employee may meet with immediate supervisor

28. Article 7 - Evaluation Right of Representation A2: Evaluations shall reflect job performance during a contract year’s period of time. Should an isolated incident(s) or circumstance(s) related to a classified employee’s job performance occurs after the annual evaluation has been completed the steps in section k will be followed. –Process starts over for evaluation

29. Article 7 - Evaluation F: Administrative Interns may accompany as part as their training. I: Immediate Supervisor will conference with the employee to discuss observation

30. Article 7 – Evaluation I1: Immediate supervisor may request input from the certified employee relating to responsibilities K1-3: Steps related to job performance –Informal Verbal Counseling –Formal Verbal Counseling –Written Memo of Concern L: PGP initiated if C1 fails to show improvement

31. Article 8 – Administrative Intervention Right of Representation B4: Any concern related to job performance, behavior and/or conduct and not brought to the attention of the employee may not be used against the employee for evaluation, growth plan or employment purposes. C1-3: Verbal or written directives –Informal verbal counseling –Formal verbal counseling –Written memo of concern

32. Article 9 – CSEC-LC Rights and Responsibilities CSEC-LC may take up to forty-five (45) days of job related business for CSEC-LC business, conventions, professional development, trainings, and legislature training and lobbying.

33. Article 11 - Leave A2: Failure to report absences may lead to disciplinary action up to and including discharge or termination. B5: Immediate site supervisors will oversee absences to determine if a pattern of absences or a frequency of absences is occurring. The immediate supervisor may discuss any concerns related to these absences with the employee. I5:Classified Employees will not be required to report to work when they are scheduled for jury duty with the exception of the orientation day unless the orientation is for the first 8:00 am block. Whenever an employee is required to report for jury duty but not selected, they will report to their work assignment after being released from jury duty for that day.

34. Article 20 – Wages and Allowances A7: Educational Assistants, Associate Librarians, and Assistant Librarians will be given flexible time if asked to work before or after their contractual time. These employees have a right to opt out of before and after time. B2: When the classified employee resigns or is terminated, they will submit their shirts, pants and windbreaker to their immediate supervisor within two days.

35. Article 20 – Wages and Allowances cont’d B8: Starting with July 1, 2011, the apprenticeship for any newly hired auto mechanics, carpenters, evaporative cooler technicians, grounds, masons, painters, roofers, and welders will be one (1) year. (The apprenticeship for employees hired after July 1, 2010 and before July 1, 2011, will roll over in July 1, 2012. Educational Assistants who work afterschool programs will be paid at their hourly rate of pay not to exceed forty (40) hours.

36. Article 21 – Safety and Support Night custodians are required to leave their keys at school Classified Employees not in a lead or manager position will not be asked to monitor the job performance, behavior and/or conduct of another classified employee Classified employees who agree to and are properly trained by the site nurse and under their supervision will dispense medication.

37. Article 21 – Safety and Support A classified employee who is transferred or placed on administrative and/or medical leave; personal items will be picked up by the employee or their designee. If the administrative and /or medical leave is more than two (2) weeks, the employee or their designee will be asked to pick up their items unless arrangements have been made with immediate supervisor.

38. Questions?