TEACHING HOURS 1. A grade PPI-12 teacher's workday shall consist of not more than seven (7) hours and ten (10) minutes of formal responsibility. Hall duty may be included in the teacher's workday. Every effort will be made mutually by the Administration and the Association to deal with these duties in a most positive manner. The student day may be increased if necessary to meet the State time requirements for instructional hours. Within said time of formal responsibility, a teacher shall be entitled to the following:
(a) A duty free lunch period no less than twenty-five (25) minutes to a maximum of thirty-five (35) minutes.
(b) For a grade ECSE-5 grade teacher: a minimum of 250 minutes per week of time for preparation. Each preparation period to consist of a minimum of twenty-five (25) duty-free minutes. For a grade 6-12 teacher: a minimum of one preparation per day that shall be equivalent to a normal teaching period or an average of five normal teaching periods per week.
(c) Cafeteria duty may be included in the teacher's workday. Every effort will be made to obtain volunteers for this duty, which will be in lieu of a class period. If no volunteer is available who can be scheduled, the administration may assign a teacher to such duties. No teacher may be involuntarily assigned these duties for more than one consecutive year. Every effort will be made mutually by the Administration and the Association to deal with these duties in a most positive manner.
(d) Attendance at 6th grade camp shall be voluntary.
2. Before and/or after school, a grade ECSE-12 teacher shall be attending to his/her teaching duties in his/her building for up to thirty (30) minutes but not to exceed the workday of seven (7) hours and ten (10) minutes. At the beginning of each year, the administration at each level shall determine what portion of the above times will be used before and after school. Teacher input will be encouraged. It is expressly understood that an individual teacher's day may be adjusted to facilitate the administration of the individual building. Early leave may be granted at the discretion of the Administration.
3. The daily preparation period will first be used for such things as thorough preparations, conferences with parents, teachers, and administrators, I.E.P.T.'s, and special assistance to students.
4. Activities involving teachers beyond the scope of the formal teaching day shall be determined cooperatively between a faculty selected committee and the administration at that level. Teachers shall be given forty-eight (48) hour notice of such activities and shall be encouraged and expected by the Association to attend. Special teachers shall be encouraged to attend as their time and schedules allow.
5. In the event that it becomes necessary to determine a new building schedule, a committee will be formed, comprised of an equal number of administrators and teachers to examine alternative scheduling. A recommendation on the study will be presented to the superintendent. No recommendation will be made that would jeopardize accreditation.
6. A teacher’s building assignment shall be determined by where he/she is assigned for over half of his/her schedule. A teacher who has a split building assignment will have their workday schedule determined by the building administrators. A teacher who has a split building assignment will have a minimum of 30 minutes for travel. If the travel time encumbers the teacher’s preparation period or duty free lunch, or extends the teacher’s day beyond the contractual limits, then the teacher shall be paid for a minimum of thirty (30) minutes at the teacher’s per diem rate (unless this time is recouped through other minutes during the day).
Working Hours For the purposes of this Agreement “
Instructors 7.1 All instructors teaching Xxxxxx COLLEGE courses offered as part of this CCAP Agreement must meet the minimum qualifications for instruction in a California community college as set forth in Title 5 California Code of Regulations, Sections 53410 and 58060 or as amended, and be hired by the CLPCCD.
7.2 The CCAP Agreement Appendix shall specify which participating Hayward Unified SCHOOL DISTRICT or Xxxxxx COLLEGE will be the employer of record for purposes of assignment monitoring and reporting to the county office of education. Sec. 2 (m)(1)
7.3 This CCAP Agreement specifies the Hayward Unified SCHOOL DISTRICT will assume reporting responsibilities pursuant to applicable federal teacher quality mandates. Sec. 2 (m)(2)
7.4 Instructors who teach Xxxxxx COLLEGE courses offered as part of this CCAP Agreement must provide the supervision and control reasonably necessary for the protection of the health and safety of students and may not have any other assigned duty during the instructional activity.
7.5 Instructors who teach Xxxxxx COLLEGE courses shall comply with the fingerprinting requirements set forth in Ed Code § 45125 or as amended, and the tuberculosis testing and risk assessment requirements of California Health and Safety Code § 121525 or as amended. In addition to any other prohibition or provision, no person who has been convicted of a violent or serious felony shall be eligible to teach any courses offered as part of this CCAP Agreement or otherwise provide services on a Hayward Unified SCHOOL DISTRICT site.
7.6 Prior to teaching, faculty provided by the Hayward Unified SCHOOL DISTRICT shall receive discipline-specific training and orientation from Xxxxxx COLLEGE regarding, but not limited to, course curriculum, assessment criteria, pedagogy, course philosophy, testing and grading procedures record keeping, and other instructional responsibilities. Said training shall be approved by and provided by the COLLEGE.
7.7 Faculty provided by the Hayward Unified SCHOOL DISTRICT will participate in professional development activities sponsored by the Xxxxxx COLLEGE as required by the terms and condition of the contract and shall be encouraged to participate in ongoing collegial interaction to include, but not limited to, address course content, course delivery, assessment, evaluation, and/or research and development in the field.
7.8 Faculty performance shall be evaluated by Xxxxxx COLLEGE using the adopted evaluation process and standards for faculty of the COLLEGE, subject to the approval of CLPCCD.
7.9 Xxxxxx COLLEGE may select instructors from Hayward Unified SCHOOL DISTRICT personnel. Hayward Unified SCHOOL DISTRICT personnel selected to be instructors remain employees of the SCHOOL DISTRICT, subject to the authority of the SCHOOL DISTRICT, but will also be subject to the authority of CLPCCD specifically with regard to their duties as instructors.
7.10 Xxxxxx COLLEGE shall determine the number of instructors, the ratio of instructors to students, and the subject areas of instruction, subject to approval by CLPCCD.
Normal Working Hours Prevailing Wage Rate Projects: Work performed from 7:00 a.m. until 4:00
Training a. The employer, in consultation with the local, shall be responsible for developing and implementing an ongoing harassment and sexual harassment awareness program for all employees. Where a program currently exists and meets the criteria listed in this agreement, such a program shall be deemed to satisfy the provisions of this article. This awareness program shall initially be for all employees and shall be scheduled at least once annually for all new employees to attend.
b. The awareness program shall include but not be limited to:
i. the definitions of harassment and sexual harassment as outlined in this Agreement;
ii. understanding situations that are not harassment or sexual harassment, including the exercise of an employer's managerial and/or supervisory rights and responsibilities;
iii. developing an awareness of behaviour that is illegal and/or inappropriate;
iv. outlining strategies to prevent harassment and sexual harassment;
v. a review of the resolution of harassment and sexual harassment as outlined in this Agreement;
vi. understanding malicious complaints and the consequences of such;
vii. outlining any Board policy for dealing with harassment and sexual harassment;
viii. outlining laws dealing with harassment and sexual harassment which apply to employees in B.C.
