LCPS and NEA-LC

1. LCPS and NEA-LC CertifiedEmployees’ 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 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: 183rd 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)

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

9. 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

10. 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)

11. 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

12. 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

13. 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

14. 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)

15. 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

16. 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.

17. 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

18. 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.

19. 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

20. LCPS and CSEC-LC Classified Employees’ Agreement

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

22. 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

23. 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

24. 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.

25. 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.

26. Article 20 – Wages and Allowances • A7: Educational Assistants, Associate Librarians, and Assistant Librarianswill 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.

27. 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.

28. 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.

29. 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.

30. Questions?