MISCELLANEOUS WORKING CONDITIONS. 3.9.1 Employees shall not be required to work under unsafe or hazardous conditions or to perform tasks which endanger their health, safety, or well- being as defined by the safety committee of the School District and in accordance with the law. 3.9.2 The District shall provide adequate rest areas, lounges and restrooms, and parking space for employee use. Employees will be issued keys consistent with security needs. 3.9.3 The District shall support and assist employees with respect to the maintenance of control and discipline of students in the employees' assigned work areas. 3.9.4 Employees may use reasonable measures with a student as is necessary to protect the employee, a fellow employee, a teacher, an administrator, or another student from attack, physical abuse or injury, or to prevent damage to District property. 3.9.5 No employee shall be required to dispense or administer medication unless in accordance with the most recently revised Washington State laws. 3.9.6 Employees will be paid at their hourly rate or overtime rate, as required by law, plus mileage and registration fees for workshops and committee meetings to which they are assigned by the District which meet outside the regularly scheduled workday. The request for attendance at workshops or committee meetings must be approved by the Superintendent, or the principal, or program supervisor with budgetary authority. The District and Association shall organize, plan and advertise professional development opportunities for bargaining unit members through labor-management meetings, including, but not limited to, trainings offered by the District, the state, WEA, Puget Sound ESD, etc. 3.9.7 Employees shall be released for the purpose of inservice training, observing in other districts, etc., as approved by the Superintendent. The released time for this purpose must be job-assignment related. Upon request, employees denied release time will be provided the reasons for the denial in writing. 3.9.8 Employees attending training courses or inservice required by state law or by District policy as a condition of employment will be paid by the District at the employee's regular hourly rate of pay, or at the overtime rate if applicable, for all time in attendance, plus any fees or tuition. Travel time and reasonable, actual expenses incurred (travel, food, lodging) shall be paid by the District pursuant to the procedures in Board policy. Meal reimbursement will be made only when travelling overnight. 3.9.9 Employees attending training courses or seminars requested by the employee and approved by the District will suffer no loss of regular salary if the course requires them to attend during their regular employment time. Expenses incurred for training-course fees and tuition will be paid by the District. 3.9.10 The District shall reimburse employees for the cost of all fees, certificates, and health tests that are necessary for the employee to retain the employee’s position. 3.9.11 Building leadership teams shall include Association members in their composition. Each building leadership team shall include at least one employee represented by DCPEA and that person will be paid an honorarium of $500 for service on the committee. Other classified employees may be asked to attend leadership team meetings during their regularly-scheduled workday or paid hourly for work outside of the employee’s regularly- scheduled workday. Such teams shall consider the training and professional growth needs of paraprofessionals and office staff when planning school improvement activities during non-student time. 3.9.12 Buildings will organize regular communication and collaboration meetings (e.g., a monthly meeting during ACE time) that include special education paraeducators to discuss the specific needs and programs of high needs students. Buildings will try to schedule these meetings in a way that accommodates the schedules of itinerant certificated staff. Such meetings are a good opportunity to identify training and cross-training needs for paraeducators in these programs. Such training could be scheduled and offered on non-student days and times such as summer institutes, waiver days, conference days, and ACE days (e.g., lifting, de-escalation, or seizure disorder training). The parties encourage the inclusion of substitutes who work with high needs special education students in such trainings on a voluntary basis.
Appears in 3 contracts
Samples: Collective Bargaining Agreement, Collective Bargaining Agreement, Collective Bargaining Agreement
MISCELLANEOUS WORKING CONDITIONS. 3.9.1 Employees shall not be required to work under unsafe or hazardous conditions or to perform tasks which endanger their health, safety, or well- being as defined by the safety committee of the School District and in accordance with the law.
3.9.2 The District shall provide adequate rest areas, lounges and restrooms, and parking space for employee use1. Employees will be issued keys consistent with security needs.
3.9.3 The District shall support and assist employees with respect to the maintenance of control and discipline of students in the employees' assigned work areas.
3.9.4 Employees may use reasonable measures with a student as is necessary to protect the employee, a fellow employee, a teacher, an administrator, or another student from attack, physical abuse or injury, or to prevent damage to District property.
3.9.5 No employee shall be required to dispense or administer medication unless in accordance with the most recently revised Washington State laws.
3.9.6 Employees will be paid at their hourly rate or overtime rateperform personal services for supervisors such as serving coffee, as required by law, plus mileage and registration fees for workshops and committee meetings to which they are assigned by the District which meet outside the regularly scheduled workday. The request for attendance at workshops or committee meetings must be approved by the Superintendent, or the principal, or program supervisor with budgetary authority. The District and Association shall organize, plan and advertise professional development opportunities for bargaining unit members through labor-management meetings, including, but not limited to, trainings offered by the District, the state, WEA, Puget Sound ESDshopping, etc.
3.9.7 2. The University Administration shares the Association’s concern that work performed for personal gain not be conducted during normal working hours or involve the use of University facilities. Members of the bargaining unit who question the propriety of a specific work assignment may refer the question to the appropriate department chair or manager for a decision. An appeal of that decision may be made to the Vice-President of Business and Finance. If the decision of the Vice-President is not acceptable, the decision may be appealed to the Assistant Director (Employee Relations) of the Department of Administration. The decision of the Assistant Director will be final and binding.
3. Employees who are required to assume additional responsibilities or perform work outside their classification shall be released requested to do so in writing and be entitled to appeal through the Reclassification Appeals Procedure as provided for in this Agreement. If such written request is not made within twenty-four (24) hours, the purpose employee need not perform the additional responsibilities.
4. Any employee whose salary is allocated from “soft” funds, either directly or indirectly shall be entitled to all the rights of inservice training, observing the contract.
5. Employees will be informed of any change in other districts, etcsupervisors prior to the new supervisor being employed in the new position., as approved by the Superintendent
6. The released time for this purpose must be job-assignment related. Upon request, All employees denied release time will be provided with identification cards by the reasons University at no cost.
7. All privileges and benefits which employees have hitherto enjoyed shall be maintained and continued by the State and University for the denial in writingterm of this Agreement.
3.9.8 8. Any employee who believes she has been treated unfairly as it applies to her working conditions, or that her working conditions have been unfairly assigned, may have access to the Grievance Procedure (Article XII).
a. Employees attending training courses or inservice required by state law or by District policy not included in the recognized bargaining unit shall not perform work normally assigned to employees in the bargaining unit to displace said employees except in an emergency situation.
b. The long standing practice of providing part-time employment as a condition of employment University obligation to needy and worthy students will continue. Students shall not be paid employed to perform duties within the occupations represented by the District at the employee's regular hourly rate of paythis bargaining unit for more than 20 hours per week per student except for vacation periods. Further, or at the overtime rate if applicable, for all time in attendance, plus any fees or tuition. Travel time and reasonable, actual expenses incurred (travel, food, lodging) students shall be paid by the District pursuant to the procedures in Board policy. Meal reimbursement will be made only when travelling overnight.
3.9.9 Employees attending training courses or seminars requested by the employee and approved by the District will suffer no loss of regular salary if the course requires them to attend during their regular employment time. Expenses incurred for training-course fees and tuition will be paid by the District.
3.9.10 The District shall reimburse employees for the cost of all fees, certificates, and health tests that are necessary for the employee to retain the employee’s position.
3.9.11 Building leadership teams shall include Association members in their composition. Each building leadership team shall include defined as those individuals carrying at least one employee represented by DCPEA and that person will be paid an honorarium of $500 for service on the committee. Other classified employees may be asked to attend leadership team meetings during their regularly-scheduled workday or paid hourly for work outside of the employee’s regularly- scheduled workday. Such teams shall consider the training and professional growth needs of paraprofessionals and office staff when planning school improvement activities during non-student timenine (9) credit hours per semester.
3.9.12 Buildings will organize regular communication and collaboration meetings (e.g., a monthly meeting during ACE time) that include special education paraeducators to discuss the specific needs and programs of high needs students. Buildings will try to schedule these meetings in a way that accommodates the schedules of itinerant certificated staff. Such meetings are a good opportunity to identify training and cross-training needs for paraeducators in these programs. Such training could be scheduled and offered on non-student days and times such as summer institutes, waiver days, conference days, and ACE days (e.g., lifting, de-escalation, or seizure disorder training). The parties encourage the inclusion of substitutes who work with high needs special education students in such trainings on a voluntary basis.
Appears in 2 contracts
Samples: Collective Bargaining Agreement, Collective Bargaining Agreement
MISCELLANEOUS WORKING CONDITIONS. 3.9.1 Employees shall not be required to work under unsafe or hazardous conditions or to perform tasks which endanger their health, safety, or well- well-being as defined by the safety committee of the School District and in accordance with the law.
3.9.2 The District shall provide adequate rest areas, lounges and restrooms, and parking space for employee use. Employees will be issued keys consistent with security needs.
3.9.3 The District shall support and assist employees with respect to the maintenance of control and discipline of students in the employees' assigned work areas.
3.9.4 Employees may use reasonable measures with a student as is necessary to protect the employee, a fellow employee, a teacher, an administrator, or another student from attack, physical abuse or injury, or to prevent damage to District property.
3.9.5 No employee shall be required to dispense or administer medication unless in accordance with the most recently revised Washington State laws.
3.9.6 Employees will be paid at their hourly rate or overtime rate, as required by law, plus mileage and registration fees for workshops and committee meetings to which they are assigned by the District which meet outside the regularly scheduled workday. The request for attendance at workshops or committee meetings must be approved by the Superintendent, or the principal, or program supervisor with budgetary authority. The District and Association shall organize, plan and advertise professional development opportunities for bargaining unit members through labor-management meetings, including, but not limited to, trainings offered by the District, the state, WEA, Puget Sound ESD, etc.
3.9.7 Employees shall be released for the purpose of inservice training, observing in other districts, etc., as approved by the Superintendent. The released time for this purpose must be job-assignment related. Upon request, employees denied release time will be provided the reasons for the denial in writing.
3.9.8 Employees attending training courses or inservice required by state law or by District policy as a condition of employment will be paid by the District at the employee's regular hourly rate of pay, or at the overtime rate if applicable, for all time in attendance, plus any fees or tuition. Travel time and reasonable, actual expenses incurred (travel, food, lodging) shall be paid by the District pursuant to the procedures in Board policy. Meal reimbursement will be made only when travelling overnight.
3.9.9 Employees attending training courses or seminars requested by the employee and approved by the District will suffer no loss of regular salary if the course requires them to attend during their regular employment time. Expenses incurred for training-course fees and tuition will be paid by the District.
3.9.10 The District shall reimburse employees for the cost of all fees, certificatescertificates (including the General Paraeducator Certificate when completed), and health tests that are necessary for the employee to retain the employee’s position.
3.9.11 Building leadership teams shall include Association members in their composition. Each building leadership team shall include at least one employee represented by DCPEA and that person will be paid an honorarium of $500 for service on the committee. Other classified employees may be asked to attend leadership team meetings during their regularly-scheduled workday or paid hourly for work outside of the employee’s regularly- regularly-scheduled workday. Such teams shall consider the training and professional growth needs of paraprofessionals and office staff when planning school improvement activities during non-student time.
3.9.12 Buildings will organize regular communication and collaboration meetings (e.g., a monthly meeting during ACE time) that include special education paraeducators to discuss the specific needs and programs of high needs students. Buildings will try to schedule these meetings in a way that accommodates the schedules of itinerant certificated staff. Such meetings are a good opportunity to identify training and cross-training needs for paraeducators in these programs. Such training could be scheduled and offered on non-student days and times such as summer institutes, waiver days, conference days, and ACE days (e.g., lifting, de-escalation, or seizure disorder training). The parties encourage the inclusion of substitutes who work with high needs special education students in such trainings on a voluntary basis.
Appears in 2 contracts
Samples: Collective Bargaining Agreement, Collective Bargaining Agreement
MISCELLANEOUS WORKING CONDITIONS. 3.9.1 12.1 Employees shall not be required to work under unsafe or hazardous conditions or to conditions; perform tasks which endanger their health, safetysafety or well being; or operate unsafe vehicles or equipment.
12.2 In the absence of a building supervisor (principal), or well- being as defined by designee, employees shall not be held accountable or made responsible for the safety committee supervision of people using the School facilities. Employees shall take reasonable steps to protect District and in accordance with the lawproperty/facilities.
3.9.2 12.3 Each employee shall be assigned a supervisor of record for purposes of evaluation and the grievance procedure.
12.4 The District shall provide adequate rest areas, lounges and furnished lounges, dining areas, restrooms, and parking space spaces for employee use. These areas shall include appropriate furniture. Employees will be issued keys consistent with security needs.
3.9.3 12.5 The District shall support and assist employees with respect to the maintenance of control and discipline of students in the employees' assigned work areas. The District or its designated representative shall take reasonable steps to relieve the employee of responsibilities in respect to students who are disruptive or repeatedly violate rules and regulations, within the constraints of law.
3.9.4 12.6 Employees may use such reasonable measures physical force with a student as is necessary to protect the employee, a fellow employee, a teacher, an administratorthemselves, or another student person from attack, physical abuse or injury, or to prevent damage to District property.
3.9.5 No 12.7 When possible, SEOP members should not be the primary dispenser of student medications. However, the District and SEOP recognize there may be circumstances which would require an SEOP employee shall be required to dispense or administer medication unless student medications. Guidelines relative to the dispensing of medications are as follows:
A. Each building will have a plan whereby there will normally be two people to dispense student medications before an SEOP member would be expected to help in accordance with the most recently revised Washington State lawsthis regard.
3.9.6 Employees B. Selah Academy, due to its small size, will be paid at their hourly rate or overtime ratedesignate a non-SEOP employee as the primary dispenser of student medications, with an SEOP member as required by law, plus mileage and registration fees for workshops and committee meetings to which they are assigned by the District which meet outside the regularly scheduled workday. The request for attendance at workshops or committee meetings must be approved by the Superintendent, or the principal, or program supervisor with budgetary authority. The District and Association shall organize, plan and advertise professional development opportunities for bargaining unit members through labor-management meetings, including, but not limited to, trainings offered by the District, the state, WEA, Puget Sound ESD, etca secondary dispenser.
3.9.7 Employees shall be released for the purpose of inservice training, observing in other districts, etc., as approved by the Superintendent. The released time for this purpose must be job-assignment related. Upon request, employees denied release time will be provided the reasons for the denial in writing.
3.9.8 Employees attending training courses or inservice required by state law or by District policy as a condition of employment will be paid by the District at the employee's regular hourly rate of pay, or at the overtime rate if applicable, for all time in attendance, plus any fees or tuition. Travel time and reasonable, actual expenses incurred (travel, food, lodging) shall be paid by the District pursuant to the procedures in Board policy. Meal reimbursement will be made only when travelling overnight.
3.9.9 Employees attending training courses or seminars requested by the employee and approved by the District will suffer no loss of regular salary if the course requires them to attend during their regular employment time. Expenses incurred for training-course fees and tuition will be paid by the District.
3.9.10 12.8 The District shall reimburse employees provide without cost to the employee the following:
A. Approved first-aid kits and materials at each work site.
B. Reimbursement for the cost of all fees, certificates, and health tests that are necessary special licenses or permits required for the employee employees to retain the employee’s positionperform their jobs.
3.9.11 Building leadership teams shall include Association 12.9 The Selah School District administration and the Selah Educational Office Personnel (SEOP) hereby agree that members in their composition. Each building leadership team shall include at least one employee represented by DCPEA and that person will be paid an honorarium of $500 for service on the committee. Other classified employees may be asked to attend leadership team meetings during their regularly-scheduled workday or paid hourly for work outside of the employee’s regularly- scheduled workday. Such teams shall consider SEOP may revise the training and professional growth needs of paraprofessionals and office staff when planning school improvement activities during non-student time.
3.9.12 Buildings will organize regular communication and collaboration meetings (e.g., a monthly meeting during ACE time) that include special education paraeducators to discuss the specific needs and programs of high needs students. Buildings will try to schedule these meetings in a way that accommodates the schedules of itinerant certificated staff. Such meetings are a good opportunity to identify training and cross-training needs for paraeducators in these programs. Such training could be scheduled and offered on non-student days and times such as summer institutes, waiver days, conference days, and ACE days (e.g., lifting, de-escalation, or seizure disorder training)hours of their individual contracted calendars during the work year with the prior approval of their immediate supervisor. The parties encourage the inclusion of substitutes who SEOP members understand they may not work with high needs special education students in such trainings on a voluntary basis.more than forty
Appears in 1 contract
Samples: Collective Bargaining Agreement
MISCELLANEOUS WORKING CONDITIONS. 3.9.1 13.1 Employees shall not be required to work under unsafe or hazardous conditions or to conditions; perform tasks which endanger their health, safetysafety or well being; or operate unsafe vehicles or equipment. In the event that an employee, while on duty supervising students, believes that there is inadequate safe supervision while on duty, the employee shall report such immediately to the District designated campus Safety Officer for immediate remedy.
13.2 In the absence of a building supervisor (principal), or well- being as defined by designee, employees shall not be held accountable or made responsible for the safety committee supervision of people using the School facilities. Employees shall take reasonable steps to protect District and in accordance with the lawproperty/facilities.
3.9.2 13.3 Each employee shall be assigned a supervisor of record for purposes of evaluation and the grievance procedure.
13.4 The District shall provide adequate rest furnished lounges/dining areas, lounges and restroomsrestrooms for employee use, appropriate office or classroom furniture, and parking space for employee useemployees. A designated secure place will be provided for each employee’s personal items (i.e., purse, coat, phone). Employees will be issued keys consistent with security needs.
3.9.3 13.5 The District shall support and assist employees with respect to the maintenance of control and discipline of students in the employees' assigned work areas. The District or its designated representative shall take reasonable steps to relieve the employee of responsibilities in respect to students who are disruptive or repeatedly violate rules and regulations, within the constraints of law.
3.9.4 13.6 Employees may use such reasonable measures physical force with a student as is necessary to protect the employeehim/herself, a fellow employee, a teacher, an administrator, administrator or another student from attack, physical abuse or injury, or to prevent damage to District property.
3.9.5 13.7 With the exception of crossing guards, custodians, drivers, and maintenance personnel whose jobs require outdoor work, no employee shall be required to work out-of-doors when the temperature reaches -10F or lower, adjusted for wind chill factor, or when, regardless of temperature with or without wind chill adjustment, the building administration decides not to send students outside for recess.
13.8 No employee shall be required to dispense or administer medication unless in accordance with the most recently revised Washington State lawsqualified and legally authorized to do so.
3.9.6 Employees will be paid at their hourly rate or overtime rate, as required by law, plus mileage and registration fees for workshops and committee meetings to which they are assigned by the District which meet outside the regularly scheduled workday. The request for attendance at workshops or committee meetings must be approved by the Superintendent, or the principal, or program supervisor with budgetary authority. 13.9 The District shall provide without cost to the employee the following:
A. Approved first-aid kits and Association shall organize, plan materials at each work site.
B. Adequate and advertise professional development opportunities for bargaining unit members through labor-management meetings, approved safety equipment including, but not limited to, trainings offered by the Districtgoggles, the statexxxxxxx, WEAbarriers, Puget Sound ESDhard hats, etcand auditory protection devices.
3.9.7 Employees shall be released C. Reimbursement for the purpose cost of inservice training, observing in other districts, etcspecial licenses or permits required for the employee to perform his/her job., as approved by the Superintendent. The released time for this purpose must be job
13.10 Para-assignment related. Upon request, employees denied release time educators will be provided the reasons for the denial in writingspecial education school bus when the child's disabling condition(s) warrants the need.
3.9.8 Employees attending training courses or inservice required by state law or by 13.11 The District policy may employ a driver as a condition of employment will driver-trainer in order to train bus drivers. Such person shall be paid certified by the District at State of Washington as a driver-trainer. The cost of the employee's regular hourly rate of payrequired annual inservice, or at the overtime rate if applicableafter initial certification, for all time in attendance, plus any fees or tuition. Travel time and reasonable, actual expenses incurred (travel, food, lodging) shall be paid by the District. The District pursuant may use a substitute driver to drive the procedures in Board policydriver-trainer’s route when he/she is training. Meal reimbursement will be made only when travelling overnight.
3.9.9 Employees attending training courses or seminars requested by the employee and approved by the District will suffer no loss of regular salary if the course requires them to attend during their regular employment time. Expenses incurred for training-course fees and tuition An additional payment per hour will be paid by on all hours worked as a driver-trainer per the DistrictSESP salary schedule.
3.9.10 The District shall reimburse employees 13.12 Employees are not responsible for the cost of all fees, certificates, and health tests that are necessary finding their duty replacements for the employee to retain the employee’s position.
3.9.11 Building leadership teams shall include Association members in their composition. Each building leadership team shall include at least one employee represented by DCPEA and that person will be paid an honorarium of $500 for service on the committee. Other classified employees may be asked to attend leadership team meetings during their regularly-scheduled workday or paid hourly for work outside of the employee’s regularly- scheduled workday. Such teams shall consider the training and professional growth needs of paraprofessionals and office staff when planning school improvement activities during non-student time.
3.9.12 Buildings will organize regular communication and collaboration meetings (e.g., a monthly meeting during ACE time) that include special education paraeducators to discuss the specific needs and programs of high needs students. Buildings will try to schedule these meetings in a way that accommodates the schedules of itinerant certificated staff. Such meetings are a good opportunity to identify training and cross-training needs for paraeducators in these programs. Such training could be scheduled and offered on non-student days and times such as summer institutes, waiver days, conference days, and ACE days (e.g., lifting, de-escalation, or seizure disorder training)duty station. The parties encourage the inclusion of substitutes who work with high needs special education students in such trainings on a voluntary basissupervising administrator is responsible for reassigning duties as needed when an employee is absent.
Appears in 1 contract
Samples: Collectively Bargained Agreement
