Common use of Recall Procedures Clause in Contracts

Recall Procedures. A. Employees who are notified of layoff, apply for, and secure another TOTEM position prior to the effective date of the layoff, will not be considered in layoff status and will not have recall rights. B. Employees in layoff status shall be entitled to return to their former job title, when available or if reestablished. Recall shall occur in inverse order of layoff by job title and full or part-time status from which they were laid off. C. Once a recall offer is made by the District, the employee has until 9:00 AM on the second workday after receipt of official notification to accept. D. Employees who reject recall to the job title from which they were laid off shall relinquish all rights provided in this Agreement. E. Employees accepting recall shall have two (2) weeks from the offer to return to work. F. Employees who had medical and/or life insurance benefits at time of layoff and who are recalled to a medical and/or life insurance benefits eligible position, shall receive benefit coverage on the first day of the month following their return to work from layoff status. Employees will be eligible for recall for a period of one (1) year from the effective date of layoff. The employee in layoff status has the responsibility to ensure the District has the correct address and phone number. Failure to keep this information current will release the District from any recall obligations. Employees who were laid off and then recalled pursuant to this section shall not lose seniority. Employees who return to work from recall status shall be placed at the same step as occupied at the time of layoff. To be eligible for step movement the following July 1, an employee must be recalled prior to December 31 of the year preceding the year in which the contract grants step movement, unless the parties negotiate otherwise. The requirements of this section supersede the provisions of Section 606 Vacancies whenever there are employees on layoff status eligible for vacancies. 610 EMERGENCY CLOSURE‌ If the Superintendent determines that an emergency closure of school(s) and/or other District facilities is necessary, Association employees may or may not be required to report to work. Compensatory time, annual leave or unpaid leave (in that order) will be used by those employees who do not report to work. Employees on unpaid leave may modify their regular scheduled workday, with principal/supervisor approval, to make up the lost time. If the emergency closure is due to inclement weather, employees may come into work later in the day of the closure if they feel it is safe to do so, but will only be paid for hours worked. Any hours that were not worked on the closure date will be handled in the same manner as described in the first paragraph above. If the Superintendent delays the opening of the school/work day by up to ninety (90) minutes, any employee reporting to work by the rescheduled start time will receive pay for the time between the regular start time and the rescheduled start time. 611 NATURAL DISASTERS / CATASTROPHIC EVENTS‌ In the event of a natural disaster/catastrophic event, Association employees may or may not be required to remain at or report to work. Established Emergency Disaster Procedures would be initiated and followed. At the request of a principal/supervisor, Association employees may choose to work beyond the duty day and shall be paid at the appropriate rate. 612 SAFE WORKPLACE‌ Employees have the right to expect a workplace that is not detrimental to their health or safety. Employees will bring to the attention of their principal/supervisor any situation that they believe will place them or others at risk. Employees will be given applicable information regarding behavioral issues relating to the students they support. Applicable work place safety codes adopted by the State of Alaska will be the minimum standards for employee work places. Safety aids, devices, and equipment which are reasonably necessary to insure the safety and health of employees will be furnished. Any concerns about safety and health are to be directed to the principal/supervisor. Additionally, the Association will make the Contract Administration Department aware of areas in which there are any concerns. 613 HEPATITIS B IMMUNIZATIONS‌ The Occupational Safety and Health Administration (Federal OSHA) issued a final standard on blood borne pathogens to protect workers from blood borne diseases. The standard mandates that employers provide free immunization to those employees who may have an occupational exposure. Hepatitis B immunizations will be provided by the District in accordance with OSHA standards. 614 EVALUATIONS‌ A copy of the Anchorage School District policies and procedures concerning the evaluation of classified employees shall be available to all employees. A. Principals/supervisors are encouraged to have a meeting with the employee no later than October 15 to discuss the evaluation process and set goals for the current fiscal/school year. B. Evaluations will be completed by principals/supervisors on an annual basis no later than May 15 each year. C. If the evaluation indicates that an employee does not meet standards the evaluator will, in writing: • outline the evaluator's expectations regarding improvement; • indicate a time frame for improvement. If significant and continuing performance concerns persist, the issue will be addressed through progressive discipline. D. Employees are required to acknowledge their evaluation by electronic signature within five (5) calendar days of receipt. If an employee has not acknowledged the electronic evaluation within the five-calendar-day time period, the evaluation shall be continued through the normal evaluation process without the employee's electronic signature. The employee has the right to add comments to the evaluation before signing it. The employee's electronic signature on the evaluation does not indicate the employee's concurrence unless so noted. All evaluations will be electronically filed in Human Resources by July 1 of each year. E. The employee may request that the evaluation be formally reconsidered. If a request for reconsideration is made within 30 calendar days of the principal’s/supervisor’s dated email notice of the completed evaluation, the employee shall be entitled to a meeting with the evaluator and the evaluator's supervisor for the purpose of determining whether or not reasonable grounds exist to warrant a rescission or modification of the evaluation. If such grounds are found to exist, the evaluation will be revised accordingly; otherwise, there are no further appeals available. F. At the request of the employee, an Association representative may be in attendance whenever meetings or discussions between the principal/supervisor and the employee occur relative to performance expectations for improvement. G. The evaluation cannot be grieved. H. The District and TOTEM will meet during the 2018-2019 school year for the purpose of reviewing evaluation procedures and recommending changes to the evaluation document and procedures. Any adopted changes to the evaluation process or procedures will be implemented in the 2019-2020 school year. SECTION 700 BENEFITS‌ 701 HEALTH BENEFITS‌ For the duration of the Agreement, the District shall contribute to a health plan which meets the requirements of the Patient Protection and Affordable Care Act (PPACA). A. Employees assigned to positions of thirty (30) hours or more per week shall be eligible for health insurance coverage. Eligibility is attained after a waiting period of sixty (60) calendar days for employees who do not currently have health benefit coverage with one of the District’s employee benefit plans. Coverage shall begin the first day of the month following attainment of eligibility. B. Employees who lose their eligibility for health benefits for any reason, such as unpaid leave, layoff, or termination of employment other than retirement or gross misconduct, may elect to pay the cost of the health program provided through COBRA, according to its provisions. C. The District’s monthly contribution for health benefits per eligible employee per month shall be $1,645 during the 2018-2019 year. The District’s monthly contribution amount per eligible employee per month will be $1,645 effective July 1, 2019, and $1,645 per eligible employee per month effective July 1, 2020. Health insurance benefits shall be described in the District’s summary plan description as periodically amended. The employee contribution for those electing coverage is the difference between the premium amount and the combined total of the District’s contribution and any subsidy from the reserve account. D. The employee contribution will not be less than $75 per eligible employee per month or more than $225 per eligible employee per month in any year of this agreement. E. Employees who choose to waive health insurance coverage under the District’s benefits plan must provide proof of health insurance coverage from another health insurance provider. F. The Association may have up to two (2) representatives on the District Health Benefits Task Force. 702 LIFE INSURANCE‌ Eligibility for life insurance benefits for new-to-district employees is attained after a waiting period of ninety (90) calendar days. Coverage shall begin on the first day of the month following attainment of eligibility.

Recall Procedures. A. Employees who are notified of layoff, apply for, and secure another TOTEM position prior to the effective date of the layoff, will not be considered in layoff status and will not have recall rights. B. Employees in layoff status shall be entitled to return to their former job title, when available or if reestablished. Recall shall occur in inverse order of layoff by job title and full or part-time status from which they were laid off. C. Once a recall offer is made by the District, the employee has until 9:00 AM on the second workday after receipt of official notification to accept. D. Employees who reject recall to the job title from which they were laid off shall relinquish all rights provided in this Agreement. E. Employees accepting recall shall have two (2) weeks from the offer to return to work. F. Employees who had medical and/or life insurance benefits at time of layoff and who are recalled to a medical and/or life insurance benefits eligible position, shall receive benefit coverage on the first day of the month following their return to work from layoff status. Employees will be eligible for recall for a period of one (1) year from the effective date of layoff. The employee in layoff status has the responsibility to ensure the District has the correct address and phone number. Failure to keep this information current will release the District from any recall obligations. Employees who were laid off and then recalled pursuant to this section shall not lose seniority. Employees who return to work from recall status shall be placed at the same step as occupied at the time of layoff. To be eligible for step movement the following July 1, an employee must be recalled prior to December 31 of the year preceding the year in which the contract grants step movement, unless the parties negotiate otherwise. The requirements of this section supersede the provisions of Section 606 Vacancies whenever there are employees on layoff status eligible for vacancies. 610 EMERGENCY CLOSURE‌ If the Superintendent determines that an emergency closure of school(s) and/or other District facilities is necessary, Association employees may or may not be required to report to work. Compensatory time, annual leave or unpaid leave (in that order) will be used by those employees who do not report to work. Employees on unpaid leave may modify their regular scheduled workday, with principal/supervisor approval, to make up the lost time. If the emergency closure is due to inclement weather, employees may come into work later in the day of the closure if they feel it is safe to do so, but will only be paid for hours worked. Any hours that were not worked on the closure date will be handled in the same manner as described in the first paragraph above. If the Superintendent delays the opening of the school/work day by up to ninety (90) 90 minutes, any employee reporting to work by the rescheduled start time will receive pay for the time between the regular start time and the rescheduled start time. 611 NATURAL DISASTERS / CATASTROPHIC EVENTS‌ In the event of a natural disaster/catastrophic event, Association employees may or may not be required to remain at or report to work. Established Emergency Disaster Procedures would be initiated and followed. At the request of a principal/supervisor, Association employees may choose to work beyond the duty day and shall be paid at the appropriate rate. 612 SAFE WORKPLACE‌ Employees have the right to expect a workplace that is not detrimental to their health or safety. Employees will bring to the attention of their principal/supervisor any situation that they believe will place them or others at risk. Employees will be given applicable information regarding behavioral issues relating to the students they support. Applicable work place safety codes adopted by the State of Alaska will be the minimum standards for employee work places. Safety aids, devices, and equipment which are reasonably necessary to insure the safety and health of employees will be furnished. Any concerns about safety and health are to be directed to the principal/supervisor. Additionally, the Association will make the Contract Administration Department aware of areas in which there are any concerns. 613 HEPATITIS B IMMUNIZATIONS‌ The Occupational Safety and Health Administration (Federal OSHA) issued a final standard on blood borne pathogens to protect workers from blood borne diseases. The standard mandates that employers provide free immunization to those employees who may have an occupational exposure. Hepatitis B immunizations will be provided by the District in accordance with OSHA standards. 614 EVALUATIONS‌ A copy of the Anchorage School District policies and procedures concerning the evaluation of classified employees shall be available to all employees. A. Principals/supervisors are encouraged to have a meeting with the employee no later than October 15 to discuss the evaluation process and set goals for the current fiscal/school year. B. Evaluations will be completed by principals/supervisors on an annual basis no later than May 15 each year. C. If the evaluation indicates that an employee does not meet standards the evaluator will, in writing: • outline the evaluator's expectations regarding improvement; • indicate a time frame for improvement. If significant and continuing performance concerns persist, the issue will be addressed through progressive discipline. D. Employees are required to acknowledge their evaluation by electronic signature within five (5) calendar days of receipt. If an employee has not acknowledged the electronic evaluation within the five-calendar-day time period, the evaluation shall be continued through the normal evaluation process without the employee's electronic signature. The employee has the right to add comments to the evaluation before signing it. The employee's electronic signature on the evaluation does not indicate the employee's concurrence unless so noted. All evaluations will be electronically filed in Human Resources by July 1 of each year. E. The employee may request that the evaluation be formally reconsidered. If a request for reconsideration is made within 30 calendar days of the principal’s/supervisor’s dated email notice of the completed evaluation, the employee shall be entitled to a meeting with the evaluator and the evaluator's supervisor for the purpose of determining whether or not reasonable grounds exist to warrant a rescission or modification of the evaluation. If such grounds are found to exist, the evaluation will be revised accordingly; otherwise, there are no further appeals available. F. At the request of the employee, an Association representative may be in attendance whenever meetings or discussions between the principal/supervisor and the employee occur relative to performance expectations for improvement. G. The evaluation cannot be grieved. H. The District and TOTEM will meet during the 2018-2019 school year for the purpose of reviewing evaluation procedures and recommending changes to the evaluation document and procedures. Any adopted changes to the evaluation process or procedures will be implemented in the 2019-2020 school year. SECTION 700 BENEFITS‌ 701 HEALTH BENEFITS‌ For the duration of the Agreement, the District shall contribute to a health plan which meets the requirements of the Patient Protection and Affordable Care Act (PPACA). A. Employees assigned to positions of thirty (30) hours or more per week shall be eligible for health insurance coverage. Eligibility is attained after a waiting period of sixty (60) calendar days for employees who do not currently have health benefit coverage with one of the District’s employee benefit plans. Coverage shall begin the first day of the month following attainment of eligibility. B. Employees who lose their eligibility for health benefits for any reason, such as unpaid leave, layoff, or termination of employment other than retirement or gross misconduct, may elect to pay the cost of the health program provided through COBRA, according to its provisions. C. The District’s monthly contribution for health benefits per eligible employee per month shall be $1,645 during the 2018-2019 year. The District’s monthly contribution amount per eligible employee per month will be $1,645 effective July 1, 2019, and $1,645 per eligible employee per month effective July 1, 2020. Health insurance benefits shall be described in the District’s summary plan description as periodically amended. The employee contribution for those electing coverage is the difference between the premium amount and the combined total of the District’s contribution and any subsidy from the reserve account. D. The employee contribution will not be less than $75 per eligible employee per month or more than $225 per eligible employee per month in any year of this agreement. E. Employees who choose to waive health insurance coverage under the District’s benefits plan must provide proof of health insurance coverage from another health insurance provider. F. The Association may have up to two (2) representatives on the District Health Benefits Task Force. 702 LIFE INSURANCE‌ Eligibility for life insurance benefits for new-to-district employees is attained after a waiting period of ninety (90) calendar days. Coverage shall begin on the first day of the month following attainment of eligibility.

Recall Procedures. A. 1. During times when employees are on layoff or displacement status, all open bargaining unit positions will be posted for bid in accordance with Article 13 with only the following exception: a. Employees who are notified laid off or displaced pursuant to this article shall have recall rights to only their original position for the period of layofftwo (2) years. b. If an employee’s original position is reinstated or vacated, apply for, and secure another TOTEM position prior the employee will be recalled to the effective date of original position. If a more senior employee, from that classification only, would remain in a layoff or displaced status, the layoff, reinstated position will not be considered offered as a recall but rather will be posted in accordance with the seniority bid procedure. 2. Employees being recalled from layoff status and shall have all notices sent by certified mail to the last known address as listed in the employee’s personnel file. It shall be the duty of the employee to notify the Treasurer of any address change. The employee shall have seven (7) calendar days from receipt of the notice to accept the recall by sending an acceptance or rejection to the Treasurer by Certified mail. A failure to respond to recall within seven (7) days of notice terminates all right to recall. A failure to accept a recall to original position will not result in forfeiture of all recall rights. Employees being recalled from displacement shall be notified by certified mail or a letter of recall may be hand delivered with the employee signing to acknowledge receipt. The employee shall have seven (7) calendar days from receipt of the notice to accept the recall by sending an acceptance or rejection to the Treasurer by certified mail or by hand delivering their response. A failure to respond to recall in writing within seven (7) calendar days of notice terminates all right to recall. A failure to accept a recall to original position will result in forfeiture of recall rights. B. 3. Employees in on layoff status shall have full seniority bidding rights according to the seniority bid procedure on all job openings. Such employees shall be entitled notified of any job opening by first-class mail. Such notification shall be mailed prior to any job opening being posted. Job postings in accordance with the seniority bid procedure will begin after the third business day from when the first class letters were mailed so that the employees on layoff will have notification of job openings at the same time as all other employees. Each time a job opening mailing goes out to laid off employees a list of these employees shall be sent to the union president by inter-office mail. All job openings shall also be posted on the Norton City Schools website. 4. Employees recalled from layoff shall return to work on the fifteenth (15th) workday from the day of the original postmarked date. If an employee is unable to return to work on or before the fifteenth (15th) day for health reasons, a certificate of the personal health reason must be provided by a medical doctor who is treating the employee in order for the employee to remain on a recall list. If an employee is unable to report to work because of health reasons, the employee’s name will remain on the recall list for the remainder of their former job titletwo (2) year recall period. 5. Employees on layoff or displacement, when available who bid on other jobs, retain their recall rights to their original position, for a period of two (2) years. An employee having recall rights to an original position shall retain all their seniority bidding rights whether said employee is on layoff or displaced (according to number 7). 6. Any employee on layoff may have his/her name included on the substitute list and will be paid at his/her regular rate of pay if reestablished. Recall shall occur in inverse order of layoff by job title and full or part-time status the employee substitutes within his/her classification series from which they were the layoff occurred. If the employee substitutes in a classification outside of the classification series from which he/she is laid off. C. Once a recall offer is made by the District, the employee has until 9:00 AM on will be paid at Step 0 for the second workday after receipt of official notification to acceptclassification in which he/she substitutes. D. Employees who reject recall 7. An employee on layoff (and not working any job) shall have their seniority continue to build in the job title from which classification they were laid off shall relinquish all rights provided in this Agreement. E. Employees accepting recall shall have two (2) weeks from the offer to return to work. F. Employees from. An employee who had medical and/or life insurance benefits at time of layoff and who are recalled to is displaced into a medical and/or life insurance benefits eligible position, shall receive benefit coverage on the first day of the month following different classification will freeze their return to work from layoff status. Employees will be eligible for recall for a period of one (1) year from the effective date of layoff. The employee in layoff status has the responsibility to ensure the District has the correct address and phone number. Failure to keep this information current will release the District from any recall obligations. Employees who were laid off and then recalled pursuant to this section shall not lose seniority. Employees who return to work from recall status shall be placed at the same step as occupied at the time of layoff. To be eligible for step movement the following July 1, an employee must be recalled prior to December 31 of the year preceding the year in which the contract grants step movement, unless the parties negotiate otherwise. The requirements of this section supersede the provisions of Section 606 Vacancies whenever there are employees on layoff status eligible for vacancies. 610 EMERGENCY CLOSURE‌ If the Superintendent determines that an emergency closure of school(s) and/or other District facilities is necessary, Association employees may or may not be required to report to work. Compensatory time, annual leave or unpaid leave (in that order) will be used by those employees who do not report to work. Employees on unpaid leave may modify their regular scheduled workday, with principal/supervisor approval, to make up the lost time. If the emergency closure is due to inclement weather, employees may come into work later seniority in the day of the closure if classification they feel it is safe to do so, but will only be paid for hours worked. Any hours that were not worked on the closure date will be handled bumped from and build seniority in the same manner as described in the first paragraph above. If the Superintendent delays the opening of the school/work day by up to ninety (90) minutes, any employee reporting to work by the rescheduled start time will receive pay for the time between the regular start time and the rescheduled start time. 611 NATURAL DISASTERS / CATASTROPHIC EVENTS‌ In the event of a natural disaster/catastrophic event, Association employees may or may not be required to remain at or report to work. Established Emergency Disaster Procedures would be initiated and followed. At the request of a principal/supervisor, Association employees may choose to work beyond the duty day and shall be paid at the appropriate rate. 612 SAFE WORKPLACE‌ Employees have the right to expect a workplace that is not detrimental to their health or safety. Employees will bring to the attention of their principal/supervisor any situation that they believe will place them or others at risk. Employees will be given applicable information regarding behavioral issues relating to the students they support. Applicable work place safety codes adopted by the State of Alaska will be the minimum standards for employee work places. Safety aids, devices, and equipment which are reasonably necessary to insure the safety and health of employees will be furnished. Any concerns about safety and health are to be directed to the principal/supervisor. Additionally, the Association will make the Contract Administration Department aware of areas in which there are any concerns. 613 HEPATITIS B IMMUNIZATIONS‌ The Occupational Safety and Health Administration (Federal OSHA) issued a final standard on blood borne pathogens to protect workers from blood borne diseases. The standard mandates that employers provide free immunization to those employees who may have an occupational exposure. Hepatitis B immunizations will be provided by the District in accordance with OSHA standards. 614 EVALUATIONS‌ A copy of the Anchorage School District policies and procedures concerning the evaluation of classified employees shall be available to all employeesnew classification. A. Principals/supervisors are encouraged to have a meeting with the employee no later than October 15 to discuss the evaluation process and set goals for the current fiscal/school year. B. Evaluations will be completed by principals/supervisors on an annual basis no later than May 15 each year. C. If the evaluation indicates that an employee does not meet standards the evaluator will, in writing: • outline the evaluator's expectations regarding improvement; • indicate a time frame for improvement. If significant and continuing performance concerns persist, the issue will be addressed through progressive discipline. D. Employees are required to acknowledge their evaluation by electronic signature within five (5) calendar days of receipt. If an employee has not acknowledged the electronic evaluation within the five-calendar-day time period, the evaluation shall be continued through the normal evaluation process without the employee's electronic signature. The employee has the right to add comments to the evaluation before signing it. The employee's electronic signature on the evaluation does not indicate the employee's concurrence unless so noted. All evaluations will be electronically filed in Human Resources by July 1 of each year. E. The employee may request that the evaluation be formally reconsidered. If a request for reconsideration is made within 30 calendar days of the principal’s/supervisor’s dated email notice of the completed evaluation, the employee shall be entitled to a meeting with the evaluator and the evaluator's supervisor for the purpose of determining whether or not reasonable grounds exist to warrant a rescission or modification of the evaluation. If such grounds are found to exist, the evaluation will be revised accordingly; otherwise, there are no further appeals available. F. At the request of the employee, an Association representative may be in attendance whenever meetings or discussions between the principal/supervisor and the employee occur relative to performance expectations for improvement. G. The evaluation cannot be grieved. H. The District and TOTEM will meet during the 2018-2019 school year for the purpose of reviewing evaluation procedures and recommending changes to the evaluation document and procedures. Any adopted changes to the evaluation process or procedures will be implemented in the 2019-2020 school year. SECTION 700 BENEFITS‌ 701 HEALTH BENEFITS‌ For the duration of the Agreement, the District shall contribute to a health plan which meets the requirements of the Patient Protection and Affordable Care Act (PPACA). A. Employees assigned to positions of thirty (30) hours or more per week shall be eligible for health insurance coverage. Eligibility is attained after a waiting period of sixty (60) calendar days for employees who do not currently have health benefit coverage with one of the District’s employee benefit plans. Coverage shall begin the first day of the month following attainment of eligibility. B. Employees who lose their eligibility for health benefits for any reason, such as unpaid leave, layoff, or termination of employment other than retirement or gross misconduct, may elect to pay the cost of the health program provided through COBRA, according to its provisions. C. The District’s monthly contribution for health benefits per eligible employee per month shall be $1,645 during the 2018-2019 year. The District’s monthly contribution amount per eligible employee per month will be $1,645 effective July 1, 2019, and $1,645 per eligible employee per month effective July 1, 2020. Health insurance benefits shall be described in the District’s summary plan description as periodically amended. The employee contribution for those electing coverage is the difference between the premium amount and the combined total of the District’s contribution and any subsidy from the reserve account. D. The employee contribution will not be less than $75 per eligible employee per month or more than $225 per eligible employee per month in any year of this agreement. E. Employees who choose to waive health insurance coverage under the District’s benefits plan must provide proof of health insurance coverage from another health insurance provider. F. The Association may have up to two (2) representatives on the District Health Benefits Task Force. 702 LIFE INSURANCE‌ Eligibility for life insurance benefits for new-to-district employees is attained after a waiting period of ninety (90) calendar days. Coverage shall begin on the first day of the month following attainment of eligibility.

Recall Procedures. A. Employees who are notified An employee shall have opportunity of layoffrecall from a layoff to an available opening, in order of seniority provided has the ability to perform the work before such opening is filled on a regular basis under a job posting procedure. The posting procedure in the collective agreement shall not apply foruntil the recall process has been completed. In determining the ability of an employee to perform the work for the purposes of the paragraphs above, and secure another TOTEM the Hospital will apply the provisions of Article In applying those provisions, the Hospital agrees it shall not act in an arbitrary or unfair manner. An employee recalled to work in a different classification from which was laid off shall have the privilege of returning to the position held prior to the effective date lay-off should it become vacant within six (6) months of the layoff, will not be considered in layoff status and will not have recall rights. B. Employees in layoff status being Iled. No new employees shall be entitled hired until all those laid off have been given an opportunityto return to work and have failed to do so, in accordance with the loss of seniority provision, or have been found unable to the work available. It is the sole responsibilityof the employee who has been laid off to notifythe Hospital of intention to return to their former job titlework within five (5) working days (exclusive of Saturdays Sundays and paid holidays) after being notified to do so by registered mail, when available or if reestablished. Recall addressed to last address on record with the Hospital (which notification shall occur in inverse order of layoff by job title and full or part-time status from which they were laid off. C. Once a recall offer is made by the District, the employee has until 9:00 AM be deemed to have been received on the second workday after receipt day following the date of official notification to accept. D. Employees who reject recall to the job title from which they were laid off shall relinquish all rights provided in this Agreement. E. Employees accepting recall shall have two (2mailing) weeks from the offer and to return to work within ten (10) working days after being notified. The notification shall state the job to which the employee is eligible to be recalled and the date and time at which the employee shall report for work. F. . The employee is solely responsible for proper address being on record with the Hospital. Employees on lay-off or notice of lay-off shall be given preference for temporary vacancies which are expected to exceed thirty (30) working days. An employee who had medical and/or life insurance benefits at time of layoff and who are has been recalled to a medical and/or life insurance benefits eligible position, such temporary vacancy shall receive benefit coverage not be required to accept such recall and may instead remain on lay-off. A laid off employee shall retain the first day rights of the month following their return to work from layoff status. Employees will be eligible for recall for a period of one (1) year from the effective date of layoff. The employee in layoff status has the responsibility to ensure the District has the correct address and phone number. Failure to keep this information current will release the District from any recall obligations. Employees who were laid off and then recalled pursuant to this section shall not lose seniority. Employees who return to work from recall status shall be placed at the same step as occupied at the time of layoff. To be eligible for step movement the following July 1, an employee must be recalled prior to December 31 of the year preceding the year in which the contract grants step movement, unless the parties negotiate otherwise. The requirements of this section supersede the provisions of Section 606 Vacancies whenever there are employees on layoff status eligible for vacancies. 610 EMERGENCY CLOSURE‌ If the Superintendent determines that an emergency closure of school(s) and/or other District facilities is necessary, Association employees may or may not be required to report to work. Compensatory time, annual leave or unpaid leave (in that order) will be used by those employees who do not report to work. Employees on unpaid leave may modify their regular scheduled workday, with principal/supervisor approval, to make up the lost time. If the emergency closure is due to inclement weather, employees may come into work later in the day of the closure if they feel it is safe to do so, but will only be paid for hours worked. Any hours that were not worked on the closure date will be handled in the same manner as described in the first paragraph above. If the Superintendent delays the opening of the school/work day by up to ninety (90) minutes, any employee reporting to work by the rescheduled start time will receive pay for the time between the regular start time and the rescheduled start time. 611 NATURAL DISASTERS / CATASTROPHIC EVENTS‌ In the event of a natural disaster/catastrophic event, Association employees may or may not be required to remain at or report to work. Established Emergency Disaster Procedures would be initiated and followed. At the request of a principal/supervisor, Association employees may choose to work beyond the duty day and shall be paid at the appropriate rate. 612 SAFE WORKPLACE‌ Employees have the right to expect a workplace that is not detrimental to their health or safety. Employees will bring to the attention of their principal/supervisor any situation that they believe will place them or others at risk. Employees will be given applicable information regarding behavioral issues relating to the students they support. Applicable work place safety codes adopted by the State of Alaska will be the minimum standards for employee work places. Safety aids, devices, and equipment which are reasonably necessary to insure the safety and health of employees will be furnished. Any concerns about safety and health are to be directed to the principal/supervisor. Additionally, the Association will make the Contract Administration Department aware of areas in which there are any concerns. 613 HEPATITIS B IMMUNIZATIONS‌ The Occupational Safety and Health Administration (Federal OSHA) issued a final standard on blood borne pathogens to protect workers from blood borne diseases. The standard mandates that employers provide free immunization to those employees who may have an occupational exposure. Hepatitis B immunizations will be provided by the District in accordance with OSHA standards. 614 EVALUATIONS‌ A copy of the Anchorage School District policies and procedures concerning the evaluation of classified employees shall be available to all employees. A. Principals/supervisors are encouraged to have a meeting with the employee no later than October 15 to discuss the evaluation process and set goals for the current fiscal/school year. B. Evaluations will be completed by principals/supervisors on an annual basis no later than May 15 each year. C. If the evaluation indicates that an employee does not meet standards the evaluator will, in writing: • outline the evaluator's expectations regarding improvement; • indicate a time frame for improvement. If significant and continuing performance concerns persist, the issue will be addressed through progressive discipline. D. Employees are required to acknowledge their evaluation by electronic signature within five (5) calendar days of receipt. If an employee has not acknowledged the electronic evaluation within the fiveforty-calendar-day time period, the evaluation shall be continued through the normal evaluation process without the employee's electronic signature. The employee has the right to add comments to the evaluation before signing it. The employee's electronic signature on the evaluation does not indicate the employee's concurrence unless so noted. All evaluations will be electronically filed in Human Resources by July 1 of each year. E. The employee may request that the evaluation be formally reconsidered. If a request for reconsideration is made within 30 calendar days of the principal’s/supervisor’s dated email notice of the completed evaluation, the employee shall be entitled to a meeting with the evaluator and the evaluator's supervisor for the purpose of determining whether or not reasonable grounds exist to warrant a rescission or modification of the evaluation. If such grounds are found to exist, the evaluation will be revised accordingly; otherwise, there are no further appeals available. F. At the request of the employee, an Association representative may be in attendance whenever meetings or discussions between the principal/supervisor and the employee occur relative to performance expectations for improvement. G. The evaluation cannot be grieved. H. The District and TOTEM will meet during the 2018-2019 school year for the purpose of reviewing evaluation procedures and recommending changes to the evaluation document and procedures. Any adopted changes to the evaluation process or procedures will be implemented in the 2019-2020 school year. SECTION 700 BENEFITS‌ 701 HEALTH BENEFITS‌ For the duration of the Agreement, the District shall contribute to a health plan which meets the requirements of the Patient Protection and Affordable Care Act (PPACA). A. Employees assigned to positions of thirty (30) hours or more per week shall be eligible for health insurance coverage. Eligibility is attained after a waiting period of sixty (60) calendar days for employees who do not currently have health benefit coverage with one of the District’s employee benefit plans. Coverage shall begin the first day of the month following attainment of eligibility. B. Employees who lose their eligibility for health benefits for any reason, such as unpaid leave, layoff, or termination of employment other than retirement or gross misconduct, may elect to pay the cost of the health program provided through COBRA, according to its provisions. C. The District’s monthly contribution for health benefits per eligible employee per month shall be $1,645 during the 2018-2019 year. The District’s monthly contribution amount per eligible employee per month will be $1,645 effective July 1, 2019, and $1,645 per eligible employee per month effective July 1, 2020. Health insurance benefits shall be described in the District’s summary plan description as periodically amended. The employee contribution for those electing coverage is the difference between the premium amount and the combined total of the District’s contribution and any subsidy from the reserve account. D. The employee contribution will not be less than $75 per eligible employee per month or more than $225 per eligible employee per month in any year of this agreement. E. Employees who choose to waive health insurance coverage under the District’s benefits plan must provide proof of health insurance coverage from another health insurance provider. F. The Association may have up to two (2) representatives on the District Health Benefits Task Force. 702 LIFE INSURANCE‌ Eligibility for life insurance benefits for new-to-district employees is attained after a waiting period of ninety (90) calendar days. Coverage shall begin on the first day of the month following attainment of eligibility.eight

Recall Procedures. A. Employees who are notified of layoff, apply for, and secure another TOTEM position prior to the effective date of the layoff, will not be considered in layoff status and will not have recall rights. B. Employees in layoff status shall be entitled to return to their former job title, when available or if reestablished. Recall shall occur in inverse order of layoff by job title and full or part-time status from which they were laid off. C. Once a recall offer is made by the District, the employee has until 9:00 AM on the second workday after receipt of official notification to accept. D. Employees who reject recall to the job title from which they were laid off shall relinquish all rights provided in this Agreement. E. Employees accepting recall shall have two (2) weeks from the offer to return to work. F. Employees who had medical and/or life insurance benefits at time of layoff and who are recalled to a medical and/or life insurance benefits eligible position, shall receive benefit coverage on the first day of the month following their return to work from layoff status. Employees will be eligible for recall for a period of one (1) year from the effective date of layoff. The employee in layoff status has the responsibility to ensure the District has the correct address and phone number. Failure to keep this information current will release the District from any recall obligations. Employees who were laid off and then recalled pursuant to this section shall not lose seniority. Employees who return to work from recall status shall be placed at the same step as occupied at the time of layoff. To be eligible for step movement the following July 1, an employee must be recalled prior to December 31 of the year preceding the year in which the contract grants step movement, unless the parties negotiate otherwise. The requirements of this section supersede the provisions of Section 606 Vacancies whenever there are employees on layoff status eligible for vacancies. 610 EMERGENCY CLOSURE‌ If the Superintendent determines that an emergency closure of school(s) and/or other District facilities is necessary, Association employees may or may not be required to report to work. Compensatory time, annual leave or unpaid leave (in that order) will be used by those employees who do not report to work. Employees on unpaid leave may modify their regular scheduled workday, with principal/supervisor approval, to make up the lost time. If the emergency closure is due to inclement weather, employees may come into work later in the day of the closure if they feel it is safe to do so, but will only be paid for hours worked. Any hours that were not worked on the closure date will be handled in the same manner as described in the first paragraph above. If the Superintendent delays the opening of the school/work day by up to ninety (90) minutes, any employee reporting to work by the rescheduled start time will receive pay for the time between the regular start time and the rescheduled start time. 611 NATURAL DISASTERS / CATASTROPHIC EVENTS‌ In the event of a natural disaster/catastrophic event, Association employees may or may not be required to remain at or report to work. Established Emergency Disaster Procedures would be initiated and followed. At the request of a principal/supervisor, Association employees may choose to work beyond the duty day and shall be paid at the appropriate rate. 612 SAFE WORKPLACE‌ Employees have the right to expect a workplace that is not detrimental to their health or safety. Employees will bring to the attention of their principal/supervisor any situation that they believe will place them or others at risk. Employees will be given applicable information regarding behavioral issues relating to the students they support. Applicable work place safety codes adopted by the State of Alaska will be the minimum standards for employee work places. Safety aids, devices, and equipment which are reasonably necessary to insure the safety and health of employees will be furnished. Any concerns about safety and health are to be directed to the principal/supervisor. Additionally, the Association will make the Contract Administration Department aware of areas in which there are any concerns. 613 HEPATITIS B IMMUNIZATIONS‌ The Occupational Safety and Health Administration (Federal OSHA) issued a final standard on blood borne pathogens to protect workers from blood borne diseases. The standard mandates that employers provide free immunization to those employees who may have an occupational exposure. Hepatitis B immunizations will be provided by the District in accordance with OSHA standards. 614 EVALUATIONS‌ A copy of the Anchorage School District policies and procedures concerning the evaluation of classified employees shall be available to all employees. A. Principals/supervisors are encouraged to have a meeting with the employee no later than October 15 to discuss the evaluation process and set goals for the current fiscal/school year. B. Evaluations will be completed by principals/supervisors on an annual basis no later than May 15 each year. C. If the evaluation indicates that an employee does not meet standards the evaluator will, in writing: • outline the evaluator's expectations regarding improvement; • indicate a time frame for improvement. If significant and continuing performance concerns persist, the issue will be addressed through progressive discipline. D. Employees are required to acknowledge their evaluation by electronic signature within five (5) calendar days of receipt. If an employee has not acknowledged the electronic evaluation within the five-calendar-day time period, the evaluation shall be continued through the normal evaluation process without the employee's electronic signature. The employee has the right to add comments to the evaluation before signing it. The employee's electronic signature on the evaluation does not indicate the employee's concurrence unless so noted. All evaluations will be electronically filed in Human Resources by July 1 of each year. E. The employee may request that the evaluation be formally reconsidered. If a request for reconsideration is made within 30 calendar days of the principal’s/supervisor’s dated email notice of the completed evaluation, the employee shall be entitled to a meeting with the evaluator and the evaluator's supervisor for the purpose of determining whether or not reasonable grounds exist to warrant a rescission or modification of the evaluation. If such grounds are found to exist, the evaluation will be revised accordingly; otherwise, there are no further appeals available. F. At the request of the employee, an Association representative may be in attendance whenever meetings or discussions between the principal/supervisor and the employee occur relative to performance expectations for improvement. G. The evaluation cannot be grieved. H. The District and TOTEM will meet during the 2018-2019 school year for the purpose of reviewing evaluation procedures and recommending changes to the evaluation document and procedures. Any adopted changes to the evaluation process or procedures will be implemented in the 2019-2020 school year. SECTION 700 BENEFITS‌ 701 HEALTH BENEFITS‌ For the duration of the Agreement, the District shall contribute to a health plan which meets the requirements of the Patient Protection and Affordable Care Act (PPACA). A. Employees assigned to positions of thirty (30) hours or more per week shall be eligible for health insurance coverage. Eligibility is attained after a waiting period of sixty (60) calendar days for employees who do not currently have health benefit coverage with one of the District’s employee benefit plans. Coverage shall begin the first day of the month following attainment of eligibility. B. Employees who lose their eligibility for health benefits for any reason, such as unpaid leave, layoff, or termination of employment other than retirement or gross misconduct, may elect to pay the cost of the health program provided through COBRA, according to its provisions. C. The District’s monthly contribution for health benefits per eligible employee per month shall be $1,645 during the 2018-2019 year. The District’s monthly contribution amount per eligible employee per month will be $1,645 effective July 1, 2019, and $1,645 per eligible employee per month effective July 1, 2020. Health insurance benefits shall be described in the District’s summary plan description as periodically amended. The employee contribution for those electing coverage is the difference between the premium amount and the combined total of the District’s contribution and any subsidy from the reserve account. D. The employee contribution will not be less than $75 per eligible employee per month or more than $225 per eligible employee per month in any year of this agreement. E. Employees who choose to waive health insurance coverage under the District’s benefits plan must provide proof of health insurance coverage from another health insurance provider. F. The Association may have up to two (2) representatives on the District Health Benefits Task Force. 702 LIFE INSURANCE‌ Eligibility for life insurance benefits for new-to-district employees is attained after a waiting period of ninety (90) calendar days. Coverage shall begin on the first day of the month following attainment of eligibility.

Recall Procedures. A. Employees who are notified of layoff, apply for, and secure another TOTEM position prior to the effective date of the layoff, will not be considered in layoff status and will not have recall rights. B. Employees in layoff status shall be entitled to return to their former job title, when available or if reestablished. Recall shall occur in inverse order of layoff by job title and full or part-time status from which they were laid off. C. Once a recall offer is made by the District, the employee has until 9:00 AM on the second workday after receipt of official notification to accept. D. Employees who reject recall to the job title from which they were laid off shall relinquish all rights provided in this Agreement. E. Employees accepting recall shall have two (2) weeks from the offer to return to work. F. Employees who had medical and/or life insurance benefits at time of layoff and who are recalled to a medical and/or life insurance benefits eligible position, shall receive benefit coverage on the first day of the month following their return to work from layoff status. Employees will be eligible for recall for a period of one (1) year from the effective date of layoff. The employee in layoff status has the responsibility to ensure the District has the correct address and phone number. Failure to keep this information current will release the District from any recall obligations. Employees who were laid off and then recalled pursuant to this section shall not lose seniority. Employees who return to work from recall status shall be placed at the same step as occupied at the time of layoff. To be eligible for step movement the following July 1, an employee must be recalled prior to December 31 of the year preceding the year in which the contract grants step movement, unless the parties negotiate otherwise. The requirements of this section supersede the provisions of Section 606 Vacancies whenever there are employees on layoff status eligible for vacancies. 610 EMERGENCY CLOSURE‌ If the Superintendent determines that an emergency closure of school(s) and/or other District facilities is necessary, Association employees may or may not be required to report to work. Compensatory time, annual leave or unpaid leave (in that order) will be used by those employees who do not report to work. Employees on unpaid leave may modify their regular scheduled workday, with principal/supervisor approval, to make up the lost time. With principal/supervisor approval, employees may be allowed to telework to include participation in District-sponsored professional development, during an emergency closure. If the emergency closure is due to inclement weather, employees may come into work later in the day of the closure if they feel it is safe to do so, but will only be paid for hours worked. Any hours that were not worked on the closure date will be handled in the same manner as described in the first paragraph above. If the Superintendent delays the opening of the school/work day workday by up to ninety (90) minutes, any employee reporting to work by the rescheduled start time will receive pay for the time between the regular start time and the rescheduled start time. 611 NATURAL DISASTERS / CATASTROPHIC EVENTS‌ In the event of a natural disaster/catastrophic event, Association employees may or may not be required to remain at or report to work. Established Emergency Disaster Procedures would be initiated and followed. At the request of a principal/supervisor, Association employees may choose to work beyond the duty day and shall be paid at the appropriate rate. 612 SAFE WORKPLACE‌ Employees have the right to expect a workplace that is not detrimental to their health or safety. Employees will bring to the attention of their principal/supervisor any situation that they believe will place them or others at risk. Employees will be given applicable information regarding behavioral issues relating to the students they support. Applicable work place workplace safety codes adopted by the State of Alaska will be the minimum standards for employee work placesworkplaces. Safety aids, devices, and equipment which are reasonably necessary to insure ensure the safety and health of employees will be furnished. Any concerns about safety and health are to be directed to the principal/supervisor. Additionally, the Association will make the Contract Administration Labor Relations Department and/or Operations Division aware of areas in which there are any concerns. 613 HEPATITIS B IMMUNIZATIONS‌ The Occupational Safety and Health Administration (Federal OSHA) issued a final standard on blood borne pathogens to protect workers from blood borne diseases. The standard mandates that employers provide free immunization to those employees who may have an occupational exposure. Hepatitis B immunizations will be provided by the District in accordance with OSHA standards. 614 EVALUATIONS‌ A copy Notice of the Anchorage School District policies and procedures concerning the evaluation of classified employees shall be available to all employees. A. Principals/supervisors are encouraged to have a meeting with the employee no later than October 15 to discuss the evaluation process and set goals for the current fiscal/school year. B. Evaluations will be completed by principals/supervisors on an annual basis by no later than May 15 each year. At the employee’s or TOTEM’s request, any evaluation that does not meet this timeline shall be removed from the employee’s personnel file. It is recommended that evaluations be completed by May 1st. C. If the evaluation indicates that an employee does not meet standards the evaluator will, in writing: • give specific examples of where the employee did not meet standards; • outline the evaluator's expectations regarding improvement; • indicate a time frame for improvement. If significant and continuing performance concerns persist, the issue will be addressed through progressive discipline. D. Employees are required to acknowledge their evaluation by electronic signature within five seven (57) calendar days of receipt. If an employee has not acknowledged the electronic evaluation within the five-calendar-seven (7) calendar day time period, the evaluation shall be continued through the normal evaluation process without the employee's electronic signature. The employee has the right to add comments to the evaluation before signing it. The employee's electronic signature on the evaluation does not indicate the employee's concurrence unless so noted. All evaluations will be electronically filed in Human Resources by July 1 of each year. E. The employee may request that the evaluation be formally reconsidered. If a request for reconsideration is made within 30 thirty (30) calendar days of the principal’s/supervisor’s dated email notice of the completed evaluation, the employee shall be entitled to a meeting with the evaluator and the evaluator's supervisor for the purpose of determining whether or not reasonable grounds exist to warrant a rescission or modification of the evaluation. If such grounds are found to exist, the evaluation will be revised accordingly; otherwise, there are no further appeals available. F. At the request of the employee, an Association representative may be in attendance whenever meetings or discussions between the principal/supervisor and the employee occur relative to performance expectations for improvement. G. The evaluation cannot be grieved. H. The District and TOTEM representatives will meet during prior to the 2018start of the 2022-2019 2023 school year for the purpose of reviewing to review evaluation procedures and recommending changes to the evaluation document and procedures. Any adopted changes to the evaluation process or procedures documents will be implemented in the 2019-2020 school yearas soon as is practicable. SECTION 700 BENEFITS‌ 701 HEALTH BENEFITS‌ For the duration of the Agreement, the District shall contribute to a health plan which meets the requirements of the Patient Protection and Affordable Care Act (PPACA). A. Employees assigned to positions of thirty (30) hours or more per week shall be eligible for health insurance coverage. Eligibility is attained after a waiting period of sixty (60) calendar days for employees who do not currently have health benefit coverage with one of the District’s employee benefit plans. Coverage shall begin the first day of the month following attainment of eligibility. B. Employees who lose their eligibility for health benefits for any reason, such as unpaid leave, layoff, or termination of employment other than retirement or gross misconduct, may elect to pay the cost of the health program provided through COBRA, according to its provisions. C. The District’s monthly contribution for health benefits per eligible employee per month shall be $1,645 1,695 during each year of the 2018-2019 year. The District’s monthly contribution amount per eligible employee per month will be $1,645 effective July 1, 2019, and $1,645 per eligible employee per month effective July 1, 2020contract. Health insurance benefits shall be described in the District’s summary plan description as periodically amended. The employee contribution for those electing coverage is the difference between the premium amount and the combined total of the District’s contribution and any subsidy from the reserve account. D. The employee contribution will not be less than $75 per eligible employee per month or more than $225 per eligible employee per month in any year of this agreement2021-2022. Beginning July 1, 2022, the employee contribution will not be more than $250 per eligible employee and family per month. E. Employees who choose to waive health insurance coverage under the District’s benefits plan must provide proof of health insurance coverage from another health insurance provider. F. The Association may have up to two (2) representatives on the District Health Benefits Task Force. 702 LIFE INSURANCE‌ Eligibility for life insurance benefits for new-to-district employees is attained after a waiting period of ninety sixty (9060) calendar days. Coverage shall begin on the first day of the month following attainment of eligibility.

Recall Procedures. A. Employees who are notified of layoff, apply for, and secure another TOTEM position prior to the effective date of the layoff, will not be considered in layoff status and will not have recall rights. B. Employees in layoff status shall be entitled to return to their former job title, when available or if reestablished. Recall shall occur in inverse order of layoff by job title and full or part-time status from which they were laid off. C. Once a recall offer is made by the District, the employee has until 9:00 AM on the second workday after receipt of official notification to accept. D. Employees who reject recall to the job title from which they were laid off shall relinquish all rights provided in this Agreement. E. Employees accepting recall shall have two (2) weeks from the offer to return to work. F. Employees who had medical and/or life insurance benefits at time of layoff and who are recalled to a medical and/or life insurance benefits eligible position, shall receive benefit coverage on the first day of the month following their return to work from layoff status. Employees will be eligible for recall for a period of one (1) year from the effective date of layoff. The employee in layoff status has the responsibility to ensure the District has the correct address and phone number. Failure to keep this information current will release the District from any recall obligations. Employees who were laid off and then recalled pursuant to this section shall not lose seniority. Employees who return to work from recall status shall be placed at the same step as occupied at the time of layoff. To be eligible for step movement the following July 1, an employee must be recalled prior to December 31 of the year preceding the year in which the contract grants step movement, unless the parties negotiate otherwise. The requirements of this section supersede the provisions of Section 606 Vacancies whenever there are employees on layoff status eligible for vacancies. 610 EMERGENCY CLOSURE‌ If the Superintendent determines that an emergency closure of school(s) and/or other District facilities is necessary, Association employees may or may not be required to report to work. Compensatory time, annual leave or unpaid leave (in that order) will be used by those employees who do not report to work. Employees on unpaid leave may modify their regular scheduled workday, with principal/supervisor approval, to make up the lost time. With principal/supervisor approval, employees may be allowed to telework to include participation in District-sponsored professional development, during an emergency closure. If the emergency closure is due to inclement weather, employees may come into work later in the day of the closure if they feel it is safe to do so, so but will only be paid for hours worked. Any hours that were not worked on the closure date will be handled in the same manner as described in the first paragraph above. If a school closure results in a remote learning day, school-based employees shall be allowed to work remotely if the employee can effectively perform their job responsibilities from the remote work location. Employees will be provided with work expectations and requirements in advance, or as soon as possible, following the announcement of a remote learning day. Upon request, employees must provide proof of hours worked. If the Superintendent delays the opening of the school/work day workday by up to ninety (90) minutes, any employee reporting to work by the rescheduled start time will receive pay for the time between the regular start time and the rescheduled start time. 611 NATURAL DISASTERS / CATASTROPHIC EVENTS‌ In the event of a natural disaster/catastrophic event, Association employees may or may not be required to remain at or report to work. Established Emergency Disaster Procedures would be initiated and followed. At the request of a principal/supervisor, Association employees may choose to work beyond the duty day and shall be paid at the appropriate rate. 612 SAFE WORKPLACE‌ Employees have the right to expect a workplace that is not detrimental to their health or safety. Employees will bring to the attention of their principal/supervisor any situation that they believe will place them or others at risk. Employees will be given applicable information regarding behavioral issues relating to the students they support. The protocol for informing those with a need to know regarding students with a known history of violent behavior shall include an alert in the student information system. The list of those with a need to know shall include employees who are assigned responsibility for managing the behavior of such students. Employees shall be provided with suggested strategies for managing student behaviors. Applicable work place workplace safety codes adopted by the State of Alaska will be the minimum standards for employee work placesworkplaces. Safety aids, devices, and equipment which are reasonably necessary to insure ensure the safety and health of employees will be furnished. Any concerns about safety and health are to be directed to the principal/supervisor. Additionally, the Association will make the Contract Administration Labor Relations Department and/or Operations Division aware of areas in which there are any concerns. 613 HEPATITIS B IMMUNIZATIONS‌ The Occupational Safety and Health Administration (Federal OSHA) issued a final standard on blood borne pathogens to protect workers from blood borne diseases. The standard mandates that employers provide free immunization to those employees who may have an occupational exposure. Hepatitis B immunizations will be provided by the District in accordance with OSHA standards. 614 EVALUATIONS‌ A copy of the Anchorage School District policies and procedures concerning the evaluation of classified employees shall be available to all employees. A. Principals/supervisors are encouraged to have a meeting with the employee no later than October 15 to discuss the evaluation process and set goals for the current fiscal/school year. B. Evaluations will be completed by principals/supervisors on an annual basis no later than May 15 each year. C. If the evaluation indicates that an employee does not meet standards the evaluator will, in writing: • outline the evaluator's expectations regarding improvement; • indicate a time frame for improvement. If significant and continuing performance concerns persist, the issue will be addressed through progressive discipline. D. Employees are required to acknowledge their evaluation by electronic signature within five (5) calendar days of receipt. If an employee has not acknowledged the electronic evaluation within the five-calendar-day time period, the evaluation shall be continued through the normal evaluation process without the employee's electronic signature. The employee has the right to add comments to the evaluation before signing it. The employee's electronic signature on the evaluation does not indicate the employee's concurrence unless so noted. All evaluations will be electronically filed in Human Resources by July 1 of each year. E. The employee may request that the evaluation be formally reconsidered. If a request for reconsideration is made within 30 calendar days of the principal’s/supervisor’s dated email notice of the completed evaluation, the employee shall be entitled to a meeting with the evaluator and the evaluator's supervisor for the purpose of determining whether or not reasonable grounds exist to warrant a rescission or modification of the evaluation. If such grounds are found to exist, the evaluation will be revised accordingly; otherwise, there are no further appeals available. F. At the request of the employee, an Association representative may be in attendance whenever meetings or discussions between the principal/supervisor and the employee occur relative to performance expectations for improvement. G. The evaluation cannot be grieved. H. The District and TOTEM will meet during the 2018-2019 school year for the purpose of reviewing evaluation procedures and recommending changes to the evaluation document and procedures. Any adopted changes to the evaluation process or procedures will be implemented in the 2019-2020 school year. SECTION 700 BENEFITS‌ 701 HEALTH BENEFITS‌ For the duration of the Agreement, the District shall contribute to a health plan which meets the requirements of the Patient Protection and Affordable Care Act (PPACA). A. Employees assigned to positions of thirty (30) hours or more per week shall be eligible for health insurance coverage. Eligibility is attained after a waiting period of sixty (60) calendar days for employees who do not currently have health benefit coverage with one of the District’s employee benefit plans. Coverage shall begin the first day of the month following attainment of eligibility. B. Employees who lose their eligibility for health benefits for any reason, such as unpaid leave, layoff, or termination of employment other than retirement or gross misconduct, may elect to pay the cost of the health program provided through COBRA, according to its provisions. C. The District’s monthly contribution for health benefits per eligible employee per month shall be $1,645 during the 2018-2019 year. The District’s monthly contribution amount per eligible employee per month will be $1,645 effective July 1, 2019, and $1,645 per eligible employee per month effective July 1, 2020. Health insurance benefits shall be described in the District’s summary plan description as periodically amended. The employee contribution for those electing coverage is the difference between the premium amount and the combined total of the District’s contribution and any subsidy from the reserve account. D. The employee contribution will not be less than $75 per eligible employee per month or more than $225 per eligible employee per month in any year of this agreement. E. Employees who choose to waive health insurance coverage under the District’s benefits plan must provide proof of health insurance coverage from another health insurance provider. F. The Association may have up to two (2) representatives on the District Health Benefits Task Force. 702 LIFE INSURANCE‌ Eligibility for life insurance benefits for new-to-district employees is attained after a waiting period of ninety (90) calendar days. Coverage shall begin on the first day of the month following attainment of eligibility.

Recall Procedures. A. Employees If work is available in a the recall shall be within the term of the affected appointment and the sequence for recall shall be: Non-regular type faculty members laid off from that who are notified on the qualified faculty list for the work available according to reverse order of layofflay-off; Non-regular type faculty members laid off from another who are on the qualified faculty list for the work available according to reverse order of lay-off; Non-regular type faculty members laid off from any who have the necessary qualifications, apply forexperience and abilities according to reverse order of lay-off. Notwithstanding Article non-regular type faculty members on lay-off shall, and secure another TOTEM position prior to within the effective date term of the layofftheir original appointment, will not be considered in layoff status and will not have recall rights. B. Employees in layoff status shall be entitled to return compile a workload equal to that of their former job titleoriginal appointment, when available prior to issuing work to non-regular type faculty members within their original discipline or if reestablishedprogram area. Recall shall occur in inverse order of layoff by job title and full or part-time status from which they were laid off. C. Once a recall offer is made by the District, the employee has until 9:00 AM on the second workday after receipt of official notification to accept. D. Employees who reject recall to the job title from which they were laid off shall relinquish all rights provided in this Agreement. E. Employees accepting recall shall have two (2) weeks from the offer to return to work. F. Employees who had medical and/or life insurance benefits at time of layoff and who are recalled to a medical and/or life insurance benefits eligible position, shall receive benefit coverage on the first day of the month following their return to work from layoff status. Employees will be To remain eligible for recall for a period under this clause, the laid-off faculty member must keep the Human Resources Department informed of one (1) year his or her telephone number, and promptly report any changes. The faculty member will accept or reject notice of recall from the effective date employer within calendar days of layoffreceipt of such notice. The employee in layoff status has the responsibility to ensure the District has the correct address and phone number. Failure to keep this information current will release the District from any recall obligations. Employees who were laid off and then recalled pursuant to this section shall not lose seniority. Employees who return to work from recall status shall be placed at the same step as occupied at the time of layoff. To be eligible for step movement the following July 1, an employee must be recalled prior to December 31 of the year preceding the year in which the contract grants step movement, unless the parties negotiate otherwise. The requirements of this section supersede the provisions of Section 606 Vacancies whenever there are employees on layoff status eligible for vacancies. 610 EMERGENCY CLOSURE‌ If the Superintendent determines that an emergency closure of school(s) and/or other District facilities is necessary, Association employees may or may not be required to report to work. Compensatory time, annual leave or unpaid leave (in that order) will be used by those employees who do not report to work. Employees on unpaid leave may modify their regular scheduled workday, with principal/supervisor approval, to make up the lost time. If the emergency closure is due to inclement weather, employees may come into work later in the day of the closure if they feel it is safe to do so, but will only be paid for hours worked. Any hours that were not worked on the closure date will be handled in the same manner as described in the first paragraph above. If the Superintendent delays the opening of the school/work day by up to ninety (90) minutes, any employee reporting to work by the rescheduled start time will receive pay for the time between the regular start time and the rescheduled start time. 611 NATURAL DISASTERS / CATASTROPHIC EVENTS‌ In the event the faculty member rejects the offer of a natural disaster/catastrophic eventrecall, Association employees may or may not fails to respond to the time-limit above, the employer will offer that work to the next qualified person in reverse order of lay- off. Salaries and other entitlements are to be required to remain at or report to work. Established Emergency Disaster Procedures would be initiated and followed. At readjusted when the request of a principal/supervisor, Association employees may choose to laid-off faculty member is recalled for work beyond which meets the duty day and criteria for non-regular type status under Article Cancellation fees shall be paid at the appropriate rate. 612 SAFE WORKPLACE‌ Employees have the right rate of for each reduction of a full workload to expect a workplace maximum of If a non-regular type faculty member is April to March Page reassigned and that is reassignment does not detrimental to their health or safety. Employees will bring to the attention result in a loss of their principal/supervisor any situation that they believe will place them or others at risk. Employees income, no cancellation fee will be given applicable information regarding behavioral issues relating to paid. When workload is partially reduced and cancellation fees are paid, a non-regular type faculty member still retains non-regular type status along with pro-rated entitlements provided the students they supportcriteria in Article are met. Applicable work place safety codes adopted by When the State of Alaska will be the minimum standards for employee work places. Safety aids, devices, and equipment which are reasonably necessary to insure the safety and health of employees will be furnished. Any concerns about safety and health are to be directed to the principal/supervisor. Additionally, the Association will make the Contract Administration Department aware of areas in which there are any concerns. 613 HEPATITIS B IMMUNIZATIONS‌ The Occupational Safety and Health Administration (Federal OSHA) issued a final standard on blood borne pathogens to protect workers from blood borne diseases. The standard mandates that employers provide free immunization to those employees who may have an occupational exposure. Hepatitis B immunizations will be provided by the District in accordance with OSHA standards. 614 EVALUATIONS‌ A copy of the Anchorage School District policies and procedures concerning the evaluation of classified employees shall be available to all employees. A. Principals/supervisors are encouraged to have a meeting with the employee no later than October 15 to discuss the evaluation process and set goals for the current fiscal/school year. B. Evaluations will be completed by principals/supervisors on an annual basis no later than May 15 each year. C. If the evaluation indicates that an employee faculty member does not meet standards the evaluator will, in writing: • outline the evaluator's expectations regarding improvement; • indicate a time frame for improvement. If significant and continuing performance concerns persistthose criteria, the issue will be addressed through progressive disciplinefaculty member reverts to contract status. D. Employees are required to acknowledge their evaluation by electronic signature within five (5) calendar days of receipt. If an employee has not acknowledged the electronic evaluation within the five-calendar-day time period, the evaluation shall be continued through the normal evaluation process without the employee's electronic signature. The employee has the right to add comments to the evaluation before signing it. The employee's electronic signature on the evaluation does not indicate the employee's concurrence unless so noted. All evaluations will be electronically filed in Human Resources by July 1 of each year. E. The employee may request that the evaluation be formally reconsidered. If a request for reconsideration is made within 30 calendar days of the principal’s/supervisor’s dated email notice of the completed evaluation, the employee shall be entitled to a meeting with the evaluator and the evaluator's supervisor for the purpose of determining whether or not reasonable grounds exist to warrant a rescission or modification of the evaluation. If such grounds are found to exist, the evaluation will be revised accordingly; otherwise, there are no further appeals available. F. At the request of the employee, an Association representative may be in attendance whenever meetings or discussions between the principal/supervisor and the employee occur relative to performance expectations for improvement. G. The evaluation cannot be grieved. H. The District and TOTEM will meet during the 2018-2019 school year for the purpose of reviewing evaluation procedures and recommending changes to the evaluation document and procedures. Any adopted changes to the evaluation process or procedures will be implemented in the 2019-2020 school year. SECTION 700 BENEFITS‌ 701 HEALTH BENEFITS‌ For the duration of the Agreement, the District shall contribute to a health plan which meets the requirements of the Patient Protection and Affordable Care Act (PPACA). A. Employees assigned to positions of thirty (30) hours or more per week shall be eligible for health insurance coverage. Eligibility is attained after a waiting period of sixty (60) calendar days for employees who do not currently have health benefit coverage with one of the District’s employee benefit plans. Coverage shall begin the first day of the month following attainment of eligibility. B. Employees who lose their eligibility for health benefits for any reason, such as unpaid leave, layoff, or termination of employment other than retirement or gross misconduct, may elect to pay the cost of the health program provided through COBRA, according to its provisions. C. The District’s monthly contribution for health benefits per eligible employee per month shall be $1,645 during the 2018-2019 year. The District’s monthly contribution amount per eligible employee per month will be $1,645 effective July 1, 2019, and $1,645 per eligible employee per month effective July 1, 2020. Health insurance benefits shall be described in the District’s summary plan description as periodically amended. The employee contribution for those electing coverage is the difference between the premium amount and the combined total of the District’s contribution and any subsidy from the reserve account. D. The employee contribution will not be less than $75 per eligible employee per month or more than $225 per eligible employee per month in any year of this agreement. E. Employees who choose to waive health insurance coverage under the District’s benefits plan must provide proof of health insurance coverage from another health insurance provider. F. The Association may have up to two (2) representatives on the District Health Benefits Task Force. 702 LIFE INSURANCE‌ Eligibility for life insurance benefits for new-to-district employees is attained after a waiting period of ninety (90) calendar days. Coverage shall begin on the first day of the month following attainment of eligibility.

Recall Procedures. A. Employees who are notified of layoff, apply for, and secure another TOTEM position prior to the effective date of the layoff, will not be considered in layoff status and will not have recall rights. B. Employees in layoff status shall be entitled to return to their former job title, when available or if reestablished. Recall shall occur in inverse order of layoff by job title and full or part-time status from which they were laid off. C. Once a recall offer is made by the District, the employee has until 9:00 AM on the second workday after receipt of official notification to accept. D. Employees who reject recall to the job title from which they were laid off shall relinquish all rights provided in this Agreement. E. Employees accepting recall shall have two (2) weeks from the offer to return to work. F. Employees who had medical and/or life insurance benefits at time of layoff and who are recalled to a medical and/or life insurance benefits eligible position, shall receive benefit coverage on the first day of the month following their return to work from layoff status. Employees will be eligible for recall for a period of one (1) year from the effective date of layoff. The employee in layoff status has the responsibility to ensure the District has the correct address and phone number. Failure to keep this information current will release the District from any recall obligations. Employees who were laid off and then recalled pursuant to this section shall not lose seniority. Employees who return to work from recall status shall be placed at the same step as occupied at the time of layoff. To be eligible for step movement the following July 1, an employee must be recalled prior to December 31 of the year preceding the year in which the contract grants step movement, unless the parties negotiate otherwise. The requirements of this section supersede the provisions of Section 606 Vacancies whenever there are employees on layoff status eligible for vacancies. 610 EMERGENCY CLOSURE‌ If the Superintendent determines that an emergency closure of school(s) and/or other District facilities is necessary, Association employees may or may not be required to report to work. Compensatory time, annual leave or unpaid leave (in that order) will be used by those employees who do not report to work. Employees on unpaid leave may modify their regular scheduled workday, with principal/supervisor approval, to make up the lost time. With principal/supervisor approval, employees may be allowed to telework to include participation in District-sponsored professional development, during an emergency closure. If the emergency closure is due to inclement weather, employees may come into work later in the day of the closure if they feel it is safe to do so, but will only be paid for hours worked. Any hours that were not worked on the closure date will be handled in the same manner as described in the first paragraph above. If the Superintendent delays the opening of the school/work day by up to ninety (90) minutes, any employee reporting to work by the rescheduled start time will receive pay for the time between the regular start time and the rescheduled start time. 611 NATURAL DISASTERS / CATASTROPHIC EVENTS‌ In the event of a natural disaster/catastrophic event, Association employees may or may not be required to remain at or report to work. Established Emergency Disaster Procedures would be initiated and followed. At the request of a principal/supervisor, Association employees may choose to work beyond the duty day and shall be paid at the appropriate rate. 612 SAFE WORKPLACE‌ Employees have the right to expect a workplace that is not detrimental to their health or safety. Employees will bring to the attention of their principal/supervisor any situation that they believe will place them or others at risk. Employees will be given applicable information regarding behavioral issues relating to the students they support. Applicable work place safety codes adopted by the State of Alaska will be the minimum standards for employee work places. Safety aids, devices, and equipment which are reasonably necessary to insure insureensure the safety and health of employees will be furnished. Any concerns about safety and health are to be directed to the principal/supervisor. Additionally, the Association will make the Contract Administration AdministrationLabor Relations Department and/or Operations Division aware of areas in which there are any concerns. 613 HEPATITIS B IMMUNIZATIONS‌ The Occupational Safety and Health Administration (Federal OSHA) issued a final standard on blood borne pathogens to protect workers from blood borne diseases. The standard mandates that employers provide free immunization to those employees who may have an occupational exposure. Hepatitis B immunizations will be provided by the District in accordance with OSHA standards. 614 EVALUATIONS‌ A copy of the Anchorage School District policies and procedures concerning the evaluation of classified employees shall be available to all employees. A. Principals/supervisors are encouraged to have a meeting with the employee no later than October 15 to discuss the evaluation process and set goals for the current fiscal/school year. B. Evaluations will be completed by principals/supervisors on an annual basis no later than May 15 each year. C. If the evaluation indicates that an employee does not meet standards the evaluator will, in writing: • outline the evaluator's expectations regarding improvement; • indicate a time frame for improvement. If significant and continuing performance concerns persist, the issue will be addressed through progressive discipline. D. Employees are required to acknowledge their evaluation by electronic signature within five (5) calendar days of receipt. If an employee has not acknowledged the electronic evaluation within the five-calendar-day time period, the evaluation shall be continued through the normal evaluation process without the employee's electronic signature. The employee has the right to add comments to the evaluation before signing it. The employee's electronic signature on the evaluation does not indicate the employee's concurrence unless so noted. All evaluations will be electronically filed in Human Resources by July 1 of each year. E. The employee may request that the evaluation be formally reconsidered. If a request for reconsideration is made within 30 calendar days of the principal’s/supervisor’s dated email notice of the completed evaluation, the employee shall be entitled to a meeting with the evaluator and the evaluator's supervisor for the purpose of determining whether or not reasonable grounds exist to warrant a rescission or modification of the evaluation. If such grounds are found to exist, the evaluation will be revised accordingly; otherwise, there are no further appeals available. F. At the request of the employee, an Association representative may be in attendance whenever meetings or discussions between the principal/supervisor and the employee occur relative to performance expectations for improvement. G. The evaluation cannot be grieved. H. The District and TOTEM will meet during the 2018-2019 school year for the purpose of reviewing evaluation procedures and recommending changes to the evaluation document and procedures. Any adopted changes to the evaluation process or procedures will be implemented in the 2019-2020 school year. SECTION 700 BENEFITS‌ 701 HEALTH BENEFITS‌ For the duration of the Agreement, the District shall contribute to a health plan which meets the requirements of the Patient Protection and Affordable Care Act (PPACA). A. Employees assigned to positions of thirty (30) hours or more per week shall be eligible for health insurance coverage. Eligibility is attained after a waiting period of sixty (60) calendar days for employees who do not currently have health benefit coverage with one of the District’s employee benefit plans. Coverage shall begin the first day of the month following attainment of eligibility. B. Employees who lose their eligibility for health benefits for any reason, such as unpaid leave, layoff, or termination of employment other than retirement or gross misconduct, may elect to pay the cost of the health program provided through COBRA, according to its provisions. C. The District’s monthly contribution for health benefits per eligible employee per month shall be $1,645 during the 2018-2019 year. The District’s monthly contribution amount per eligible employee per month will be $1,645 effective July 1, 2019, and $1,645 per eligible employee per month effective July 1, 2020. Health insurance benefits shall be described in the District’s summary plan description as periodically amended. The employee contribution for those electing coverage is the difference between the premium amount and the combined total of the District’s contribution and any subsidy from the reserve account. D. The employee contribution will not be less than $75 per eligible employee per month or more than $225 per eligible employee per month in any year of this agreement. E. Employees who choose to waive health insurance coverage under the District’s benefits plan must provide proof of health insurance coverage from another health insurance provider. F. The Association may have up to two (2) representatives on the District Health Benefits Task Force. 702 LIFE INSURANCE‌ Eligibility for life insurance benefits for new-to-district employees is attained after a waiting period of ninety (90) calendar days. Coverage shall begin on the first day of the month following attainment of eligibility.

Recall Procedures. A. 1. During times when employees are on layoff or displacement status, all open bargaining unit positions will be posted for bid in accordance with Article 13 with only the following exception: a. Employees who are notified of layofflaid off or displaced pursuant to this article shall have recall rights to only their original position for one (1) year. b. If an employee’s original position is reinstated or vacated, apply for, and secure another TOTEM position prior the employee will be recalled to the effective date of original position. If a more senior employee, from that classification only, would remain in a layoff or displaced status, the layoff, reinstated position will not be considered offered as a recall but rather will be posted in accordance with the seniority bid procedure. 2. Employees being recalled from layoff status and shall have all notices sent by certified mail to the last known address as listed in the employee’s personnel file. It shall be the duty of the employee to notify the Treasurer of any address change. The employee shall have seven (7) calendar days from receipt of the notice to accept the recall by sending an acceptance or rejection to the Treasurer by Certified mail. A failure to respond to recall within seven (7) days of notice terminates all right to recall. A failure to accept a recall to original position will not result in forfeiture of all recall rights. Employees being recalled from displacement shall be notified by certified mail or a letter of recall may be hand delivered with the employee signing to acknowledge receipt. The employee shall have seven (7) calendar days from receipt of the notice to accept the recall by sending an acceptance or rejection to the Treasurer by certified mail or by hand delivering their response. A failure to respond to recall in writing within seven (7) calendar days of notice terminates all right to recall. A failure to accept a recall to original position will result in forfeiture of recall rights. B. 3. Employees in on layoff status shall have full seniority bidding rights according to the seniority bid procedure on all job openings. Such employees shall be entitled notified of any job opening by first-class mail. Such notification shall be mailed prior to any job opening being posted. Job postings in accordance with the seniority bid procedure will begin after the third business day from when the first class letters were mailed so that the employees on layoff will have notification of job openings at the same time as all other employees. Each time a job opening mailing goes out to laid off employees a list of these employees shall be sent to the union president by inter-office mail. All job openings shall also be posted on the Norton City Schools website. 4. Employees recalled from layoff shall return to work on the fifteenth (15th) workday from the day of the original postmarked date. If an employee is unable to return to work on or before the fifteenth (15th) day for health reasons, a certificate of the personal health reason must be provided by a medical doctor who is treating the employee in order for the employee to remain on a recall list. If an employee is unable to report to work because of health reasons, the employee’s name will remain on the recall list for the remainder of their former job titletwo (2) year recall period. 5. Employees on layoff or displacement, when available who bid on other jobs, retain their recall rights to their original position, for a period of two (2) years. An employee having recall rights to an original position shall retain all their seniority bidding rights whether said employee is on layoff or displaced (according to number 7). 6. Any employee on layoff may have his/her name included on the substitute list and will be paid at his/her regular rate of pay if reestablished. Recall shall occur in inverse order of layoff by job title and full or part-time status the employee substitutes within his/her classification series from which they were the layoff occurred. If the employee substitutes in a classification outside of the classification series from which he/she is laid off. C. Once a recall offer is made by the District, the employee has until 9:00 AM on will be paid at Step 0 for the second workday after receipt of official notification to acceptclassification in which he/she substitutes. D. Employees who reject recall 7. An employee on layoff (and not working any job) shall have their seniority continue to build in the job title from which classification they were laid off shall relinquish all rights provided in this Agreement. E. Employees accepting recall shall have two (2) weeks from the offer to return to work. F. Employees from. An employee who had medical and/or life insurance benefits at time of layoff and who are recalled to is displaced into a medical and/or life insurance benefits eligible position, shall receive benefit coverage on the first day of the month following different classification will freeze their return to work from layoff status. Employees will be eligible for recall for a period of one (1) year from the effective date of layoff. The employee in layoff status has the responsibility to ensure the District has the correct address and phone number. Failure to keep this information current will release the District from any recall obligations. Employees who were laid off and then recalled pursuant to this section shall not lose seniority. Employees who return to work from recall status shall be placed at the same step as occupied at the time of layoff. To be eligible for step movement the following July 1, an employee must be recalled prior to December 31 of the year preceding the year in which the contract grants step movement, unless the parties negotiate otherwise. The requirements of this section supersede the provisions of Section 606 Vacancies whenever there are employees on layoff status eligible for vacancies. 610 EMERGENCY CLOSURE‌ If the Superintendent determines that an emergency closure of school(s) and/or other District facilities is necessary, Association employees may or may not be required to report to work. Compensatory time, annual leave or unpaid leave (in that order) will be used by those employees who do not report to work. Employees on unpaid leave may modify their regular scheduled workday, with principal/supervisor approval, to make up the lost time. If the emergency closure is due to inclement weather, employees may come into work later seniority in the day of the closure if classification they feel it is safe to do so, but will only be paid for hours worked. Any hours that were not worked on the closure date will be handled bumped from and build seniority in the same manner as described in the first paragraph above. If the Superintendent delays the opening of the school/work day by up to ninety (90) minutes, any employee reporting to work by the rescheduled start time will receive pay for the time between the regular start time and the rescheduled start time. 611 NATURAL DISASTERS / CATASTROPHIC EVENTS‌ In the event of a natural disaster/catastrophic event, Association employees may or may not be required to remain at or report to work. Established Emergency Disaster Procedures would be initiated and followed. At the request of a principal/supervisor, Association employees may choose to work beyond the duty day and shall be paid at the appropriate rate. 612 SAFE WORKPLACE‌ Employees have the right to expect a workplace that is not detrimental to their health or safety. Employees will bring to the attention of their principal/supervisor any situation that they believe will place them or others at risk. Employees will be given applicable information regarding behavioral issues relating to the students they support. Applicable work place safety codes adopted by the State of Alaska will be the minimum standards for employee work places. Safety aids, devices, and equipment which are reasonably necessary to insure the safety and health of employees will be furnished. Any concerns about safety and health are to be directed to the principal/supervisor. Additionally, the Association will make the Contract Administration Department aware of areas in which there are any concerns. 613 HEPATITIS B IMMUNIZATIONS‌ The Occupational Safety and Health Administration (Federal OSHA) issued a final standard on blood borne pathogens to protect workers from blood borne diseases. The standard mandates that employers provide free immunization to those employees who may have an occupational exposure. Hepatitis B immunizations will be provided by the District in accordance with OSHA standards. 614 EVALUATIONS‌ A copy of the Anchorage School District policies and procedures concerning the evaluation of classified employees shall be available to all employeesnew classification. A. Principals/supervisors are encouraged to have a meeting with the employee no later than October 15 to discuss the evaluation process and set goals for the current fiscal/school year. B. Evaluations will be completed by principals/supervisors on an annual basis no later than May 15 each year. C. If the evaluation indicates that an employee does not meet standards the evaluator will, in writing: • outline the evaluator's expectations regarding improvement; • indicate a time frame for improvement. If significant and continuing performance concerns persist, the issue will be addressed through progressive discipline. D. Employees are required to acknowledge their evaluation by electronic signature within five (5) calendar days of receipt. If an employee has not acknowledged the electronic evaluation within the five-calendar-day time period, the evaluation shall be continued through the normal evaluation process without the employee's electronic signature. The employee has the right to add comments to the evaluation before signing it. The employee's electronic signature on the evaluation does not indicate the employee's concurrence unless so noted. All evaluations will be electronically filed in Human Resources by July 1 of each year. E. The employee may request that the evaluation be formally reconsidered. If a request for reconsideration is made within 30 calendar days of the principal’s/supervisor’s dated email notice of the completed evaluation, the employee shall be entitled to a meeting with the evaluator and the evaluator's supervisor for the purpose of determining whether or not reasonable grounds exist to warrant a rescission or modification of the evaluation. If such grounds are found to exist, the evaluation will be revised accordingly; otherwise, there are no further appeals available. F. At the request of the employee, an Association representative may be in attendance whenever meetings or discussions between the principal/supervisor and the employee occur relative to performance expectations for improvement. G. The evaluation cannot be grieved. H. The District and TOTEM will meet during the 2018-2019 school year for the purpose of reviewing evaluation procedures and recommending changes to the evaluation document and procedures. Any adopted changes to the evaluation process or procedures will be implemented in the 2019-2020 school year. SECTION 700 BENEFITS‌ 701 HEALTH BENEFITS‌ For the duration of the Agreement, the District shall contribute to a health plan which meets the requirements of the Patient Protection and Affordable Care Act (PPACA). A. Employees assigned to positions of thirty (30) hours or more per week shall be eligible for health insurance coverage. Eligibility is attained after a waiting period of sixty (60) calendar days for employees who do not currently have health benefit coverage with one of the District’s employee benefit plans. Coverage shall begin the first day of the month following attainment of eligibility. B. Employees who lose their eligibility for health benefits for any reason, such as unpaid leave, layoff, or termination of employment other than retirement or gross misconduct, may elect to pay the cost of the health program provided through COBRA, according to its provisions. C. The District’s monthly contribution for health benefits per eligible employee per month shall be $1,645 during the 2018-2019 year. The District’s monthly contribution amount per eligible employee per month will be $1,645 effective July 1, 2019, and $1,645 per eligible employee per month effective July 1, 2020. Health insurance benefits shall be described in the District’s summary plan description as periodically amended. The employee contribution for those electing coverage is the difference between the premium amount and the combined total of the District’s contribution and any subsidy from the reserve account. D. The employee contribution will not be less than $75 per eligible employee per month or more than $225 per eligible employee per month in any year of this agreement. E. Employees who choose to waive health insurance coverage under the District’s benefits plan must provide proof of health insurance coverage from another health insurance provider. F. The Association may have up to two (2) representatives on the District Health Benefits Task Force. 702 LIFE INSURANCE‌ Eligibility for life insurance benefits for new-to-district employees is attained after a waiting period of ninety (90) calendar days. Coverage shall begin on the first day of the month following attainment of eligibility.

Recall Procedures. A. Recall shall occur in inverse order of layoff by program. Employees who are notified of layoff, apply for, and secure another TOTEM position prior to the effective date of the layoff, will not be considered in layoff status and will shall retain rights to recall for a period of 24 months. Reinstated employees shall retain their full seniority, shall not have recall rights. B. serve an initial probationary period, but not receive credit for movement on the wage schedule for the layoff period unless employed while on layoff in their specific discipline for a maximum of one year. Employees in layoff status shall be entitled to return to their former job titleposition, when available or if reestablished. Recall Employees in layoff status shall occur in inverse order of layoff by job title and full or part-time status from be given preferential consideration for any vacancy for which they were laid off. C. Once a recall offer is made by the District, the employee has until 9:00 AM on the second workday after receipt of official notification to accept. D. qualify. Employees who reject recall to the job title program from which they were laid off shall relinquish all recall rights provided in this Agreement. E. Agreement and shall be terminated. Rejection of other programs, of a temporary employment contract, or the same program with less hours per pay period shall not remove recall rights. Employees who choose to return to a different program shall retain their recall rights to the program from which they were laid off, until refusing to accept an offer in the program from which laid off. Recall shall be by written certified notice, return receipt requested, to the employee's last known address on file with the Agency and shall require that the employee accept or reject recall within ten days after the delivery date. Proof of non‐delivery shall constitute a rejection. Employees accepting recall shall have two (2) weeks from the offer acceptance of the position to return to work. F. Employees who had medical and/or life insurance benefits at time of layoff and who are recalled to . Should special circumstances prevent a medical and/or life insurance benefits eligible position, shall receive benefit coverage on the first day of the month following their return to work from layoff status. Employees will be eligible for recall for within two weeks the employee shall notify the Agency and arrange a period of one (1) year from return date acceptable to the effective date of layoff. The employee in layoff status has the responsibility to ensure the District has the correct address and phone numberAgency. Failure to keep this information current will release the District from any recall obligations. Employees who were laid off and then recalled pursuant to this section shall not lose seniority. Employees who return to work from recall status within the agreed upon time or respond to the certified letter shall be placed at considered a termination. It shall be the same step as occupied at employee's responsibility to keep the time Agency informed of layoffcurrent phone number and address. To be eligible for step movement the following July 1, Should an employee must be recalled prior on worker’s compensation return to December 31 of the year preceding the year in which the contract grants step movement, unless the parties negotiate otherwise. The requirements of this section supersede the provisions of Section 606 Vacancies whenever there are employees work at a time when a more senior employee is on layoff status eligible for vacancies. 610 EMERGENCY CLOSURE‌ If status, the Superintendent determines that an emergency closure of school(s) and/or other District facilities is necessary, Association employees may or may not be required to report to work. Compensatory time, annual leave or unpaid leave (in that order) will be used by those employees who do not report to work. Employees on unpaid leave may modify their regular scheduled workday, with principal/supervisor approval, to make up the lost time. If the emergency closure is due to inclement weather, employees may come into work later in the day of the closure if they feel it is safe to do so, but will only be paid for hours worked. Any hours that were not worked on the closure date will be handled in the same manner as described in the first paragraph above. If the Superintendent delays the opening of the school/work day by up to ninety (90) minutes, any senior employee reporting to work by the rescheduled start time will receive pay for the time between the regular start time and the rescheduled start time. 611 NATURAL DISASTERS / CATASTROPHIC EVENTS‌ In the event of a natural disaster/catastrophic event, Association employees may or may not be required to remain at or report to work. Established Emergency Disaster Procedures would be initiated and followed. At the request of a principal/supervisor, Association employees may choose to work beyond the duty day and shall be paid at the appropriate rate. 612 SAFE WORKPLACE‌ Employees have the right to expect a workplace that is not detrimental to their health or safety. Employees will bring to the attention of their principal/supervisor any situation that they believe will place them or others at risk. Employees will be given applicable information regarding behavioral issues relating to the students they support. Applicable work place safety codes adopted by option of bumping the State of Alaska will be returning employee if he/she meets the minimum standards for employee work places. Safety aids, devices, and equipment which are reasonably necessary to insure the safety and health of employees will be furnished. Any concerns about safety and health are to be directed to the principal/supervisor. Additionally, the Association will make the Contract Administration Department aware of areas in which there are any concerns. 613 HEPATITIS B IMMUNIZATIONS‌ The Occupational Safety and Health Administration (Federal OSHA) issued a final standard on blood borne pathogens to protect workers from blood borne diseases. The standard mandates that employers provide free immunization to those employees who may have an occupational exposure. Hepatitis B immunizations will be provided by the District in accordance with OSHA standards. 614 EVALUATIONS‌ A copy of the Anchorage School District policies and procedures concerning the evaluation of classified employees shall be available to all employees. A. Principals/supervisors are encouraged to have a meeting with the employee no later than October 15 to discuss the evaluation process and set goals qualifications for the current fiscal/school yearposition. B. Evaluations will be completed by principals/supervisors on an annual basis no later than May 15 each year. C. If the evaluation indicates that an employee does not meet standards the evaluator will, in writing: • outline the evaluator's expectations regarding improvement; • indicate a time frame for improvement. If significant and continuing performance concerns persist, the issue will be addressed through progressive discipline. D. Employees are required to acknowledge their evaluation by electronic signature within five (5) calendar days of receipt. If an employee has not acknowledged the electronic evaluation within the five-calendar-day time period, the evaluation shall be continued through the normal evaluation process without the employee's electronic signature. The employee has the right to add comments to the evaluation before signing it. The employee's electronic signature on the evaluation does not indicate the employee's concurrence unless so noted. All evaluations will be electronically filed in Human Resources by July 1 of each year. E. The employee may request that the evaluation be formally reconsidered. If a request for reconsideration is made within 30 calendar days of the principal’s/supervisor’s dated email notice of the completed evaluation, the employee shall be entitled to a meeting with the evaluator and the evaluator's supervisor for the purpose of determining whether or not reasonable grounds exist to warrant a rescission or modification of the evaluation. If such grounds are found to exist, the evaluation will be revised accordingly; otherwise, there are no further appeals available. F. At the request of the employee, an Association representative may be in attendance whenever meetings or discussions between the principal/supervisor and the employee occur relative to performance expectations for improvement. G. The evaluation cannot be grieved. H. The District and TOTEM will meet during the 2018-2019 school year for the purpose of reviewing evaluation procedures and recommending changes to the evaluation document and procedures. Any adopted changes to the evaluation process or procedures will be implemented in the 2019-2020 school year. SECTION 700 BENEFITS‌ 701 HEALTH BENEFITS‌ For the duration of the Agreement, the District shall contribute to a health plan which meets the requirements of the Patient Protection and Affordable Care Act (PPACA). A. Employees assigned to positions of thirty (30) hours or more per week shall be eligible for health insurance coverage. Eligibility is attained after a waiting period of sixty (60) calendar days for employees who do not currently have health benefit coverage with one of the District’s employee benefit plans. Coverage shall begin the first day of the month following attainment of eligibility. B. Employees who lose their eligibility for health benefits for any reason, such as unpaid leave, layoff, or termination of employment other than retirement or gross misconduct, may elect to pay the cost of the health program provided through COBRA, according to its provisions. C. The District’s monthly contribution for health benefits per eligible employee per month shall be $1,645 during the 2018-2019 year. The District’s monthly contribution amount per eligible employee per month will be $1,645 effective July 1, 2019, and $1,645 per eligible employee per month effective July 1, 2020. Health insurance benefits shall be described in the District’s summary plan description as periodically amended. The employee contribution for those electing coverage is the difference between the premium amount and the combined total of the District’s contribution and any subsidy from the reserve account. D. The employee contribution will not be less than $75 per eligible employee per month or more than $225 per eligible employee per month in any year of this agreement. E. Employees who choose to waive health insurance coverage under the District’s benefits plan must provide proof of health insurance coverage from another health insurance provider. F. The Association may have up to two (2) representatives on the District Health Benefits Task Force. 702 LIFE INSURANCE‌ Eligibility for life insurance benefits for new-to-district employees is attained after a waiting period of ninety (90) calendar days. Coverage shall begin on the first day of the month following attainment of eligibility.

Recall Procedures. A. Employees who are notified 1. Laid-off employees and employees bumping into a job that has “permanent hours” not within ten (10) hours of layoff, apply for, and secure another TOTEM position prior to the effective date of the layoff, will not be considered in layoff status and will not have recall rights. B. Employees in layoff status shall be entitled to return to what their former job title, had or that has a lower Grade than what they had when available or if reestablished. Recall shall occur in inverse order of layoff by job title and full or part-time status from which they were laid off. C. Once a recall offer is made by the District, the employee has until 9:00 AM on the second workday after receipt of official notification to accept. D. Employees who reject recall to the job title from which they were laid off shall relinquish all rights provided in this Agreement. E. Employees accepting recall shall or that does not have two (2) weeks from the offer to return to work. F. Employees who had medical and/or life insurance benefits at time of layoff and who are recalled to a medical and/or life insurance benefits eligible positiontheir former eligibility for health care coverage or other benefits, shall receive benefit coverage on the first day of the month following their return to work from layoff status. Employees such as PTO, will be eligible placed on a recall list for recall for a period of up to one (1) year from the effective date of the original layoff. The employee in layoff status has After one (1) year from the responsibility to ensure the District has the correct address and phone number. Failure to keep this information current will release the District from any recall obligations. Employees who were laid off and then recalled pursuant to this section shall not lose seniority. Employees who return to work from recall status shall be placed at the same step as occupied at the time of layoff. To be eligible for step movement the following July 1, an employee must be recalled prior to December 31 date of the year preceding the year original layoff or reduction in which the contract grants step movement, unless the parties negotiate otherwise“permanent hours,” employees will lose their recall rights. The requirements Library will provide the Union with the recall list and copies of this section supersede all recall notices. Laid-off employees must keep the provisions Library informed of Section 606 Vacancies whenever there are their current addresses and telephone numbers. 2. When a job opening occurs and the Library desires to fill that opening, the Library will first post a notice of the opening in accordance with Article VI. The Library will mail job opening notices to qualified employees on layoff status eligible for vacancies. 610 EMERGENCY CLOSURE‌ If the Superintendent determines that an emergency closure of school(s) and/or other District facilities is necessary, Association employees may or may not be required to report to work. Compensatory time, annual leave or unpaid leave (in that order) will be used by those employees who do not report to work. Employees on unpaid leave may modify their regular scheduled workday, with principal/supervisor approval, to make up the lost time. If the emergency closure is due to inclement weather, employees may come into work later in the day of the closure if they feel it is safe to do so, but will only be paid for hours worked. Any hours that were not worked on the closure date will be handled recall list in the same manner as described or next higher Grade on or before the day it posts them in the first paragraph aboveLibrary. If no qualified active employee bids on a job opening, the Superintendent delays Library will offer the job to the most senior qualified employee in the same or next higher Grade on the recall list. The Library will not hire new employees for a job opening when a qualified employee in the same or next higher Grade is still on the recall list and has not been offered the job. 3. The Library will send recall notices by certified mail, express delivery service or by personal service to a recalled employee’s last known address and by E-mail, with return receipt requested, to a recalled employee’s last known E-mail address; however, the Library can notify employees who are working at the Library by memorandum, with proof of receipt. A recalled employee has four (4) calendar days from receipt of the school/recall notice to accept the job and agree to a return-to-work date with the Library. A recalled employee’s failure to accept the job and agree to a return-to-work date with the Library within the four (4) calendar day by up to ninety (90) minutes, any employee reporting to work by period will result in the rescheduled start time will receive pay for termination of the time between the regular start time and the rescheduled start timerecalled employee’s recall rights. 4. 611 NATURAL DISASTERS / CATASTROPHIC EVENTS‌ In the event of a natural disaster/catastrophic event, Association employees may or may not be required to remain at or report to work. Established Emergency Disaster Procedures would be initiated and followed. At the request of a principal/supervisor, Association Laid-off employees may choose to work beyond remain on the duty day and shall be paid at the appropriate rate. 612 SAFE WORKPLACE‌ Employees have the right recall list up to expect one (1) year rather than accept a workplace that is recall to a job with “permanent hours” not detrimental to their health or safety. Employees will bring to the attention of their principal/supervisor any situation that they believe will place them or others at risk. Employees will be given applicable information regarding behavioral issues relating to the students they support. Applicable work place safety codes adopted by the State of Alaska will be the minimum standards for employee work places. Safety aids, devices, and equipment which are reasonably necessary to insure the safety and health of employees will be furnished. Any concerns about safety and health are to be directed to the principal/supervisor. Additionally, the Association will make the Contract Administration Department aware of areas in which there are any concerns. 613 HEPATITIS B IMMUNIZATIONS‌ The Occupational Safety and Health Administration (Federal OSHA) issued a final standard on blood borne pathogens to protect workers from blood borne diseases. The standard mandates that employers provide free immunization to those employees who may have an occupational exposure. Hepatitis B immunizations will be provided by the District in accordance with OSHA standards. 614 EVALUATIONS‌ A copy of the Anchorage School District policies and procedures concerning the evaluation of classified employees shall be available to all employees. A. Principals/supervisors are encouraged to have a meeting with the employee no later than October 15 to discuss the evaluation process and set goals for the current fiscal/school year. B. Evaluations will be completed by principals/supervisors on an annual basis no later than May 15 each year. C. If the evaluation indicates that an employee does not meet standards the evaluator will, in writing: • outline the evaluator's expectations regarding improvement; • indicate a time frame for improvement. If significant and continuing performance concerns persist, the issue will be addressed through progressive discipline. D. Employees are required to acknowledge their evaluation by electronic signature within five (5) calendar days hours of receiptwhat their former job had or that has a lower Grade than what they had when they were laid off. If an However, a laid-off employee has would not acknowledged the electronic evaluation within the five-calendar-day time period, the evaluation shall be continued through the normal evaluation process without have to accept a job that would affect the employee's electronic signature. The employee has the right to add comments to the evaluation before signing it. The employee's electronic signature on the evaluation does not indicate the employee's concurrence unless so noted. All evaluations will be electronically filed in Human Resources by July 1 of each year. E. The employee may request that the evaluation be formally reconsidered. If a request for reconsideration is made within 30 calendar days of the principal’s/supervisor’s dated email notice of the completed evaluation, the employee shall be entitled to a meeting with the evaluator and the evaluator's supervisor for the purpose of determining whether or not reasonable grounds exist to warrant a rescission or modification of the evaluation. If such grounds are found to exist, the evaluation will be revised accordingly; otherwise, there are no further appeals available. F. At the request of the employee, an Association representative may be in attendance whenever meetings or discussions between the principal/supervisor and the employee occur relative to performance expectations for improvement. G. The evaluation cannot be grieved. H. The District and TOTEM will meet during the 2018-2019 school year for the purpose of reviewing evaluation procedures and recommending changes to the evaluation document and procedures. Any adopted changes to the evaluation process or procedures will be implemented in the 2019-2020 school year. SECTION 700 BENEFITS‌ 701 HEALTH BENEFITS‌ For the duration of the Agreement, the District shall contribute to a health plan which meets the requirements of the Patient Protection and Affordable Care Act (PPACA). A. Employees assigned to positions of thirty (30) hours or more per week shall be eligible for health insurance coverage. Eligibility is attained after a waiting period of sixty (60) calendar days for employees who do not currently have health benefit coverage with one of the District’s employee benefit plans. Coverage shall begin the first day of the month following attainment of eligibility. B. Employees who lose their former eligibility for health benefits for any reasoncare coverage or other benefits, such as unpaid leave, layoff, or termination of employment other than retirement or gross misconduct, may elect to pay the cost of the health program provided through COBRA, according to its provisionsPTO. C. The District’s monthly contribution for health benefits per eligible employee per month shall be $1,645 during the 2018-2019 year5. The District’s monthly contribution amount per eligible employee per month Employees recalled to jobs in their former Grade will be $1,645 effective July 1paid at their former base hourly wage rate adjusted for any additional general wage increase that the Library may have given during their layoff. Employees recalled to jobs in a lower Grade will be paid five percent (5%) less for each Grade below their base hourly wage rate in their former job, 2019, and $1,645 per eligible employee per month effective July 1, 2020. Health insurance benefits shall be described in adjusted for any additional general wage increase that the District’s summary plan description as periodically amended. The employee contribution for those electing coverage is the difference between the premium amount and the combined total of the District’s contribution and any subsidy from the reserve accountLibrary may have given during their layoff. D. The employee contribution will 6. Employees accepting a job that has “permanent hours” not be less than $75 per eligible employee per month or more than $225 per eligible employee per month in any year of this agreement. E. Employees who choose to waive health insurance coverage under the District’s benefits plan must provide proof of health insurance coverage from another health insurance provider. F. The Association may have up to two (2) representatives on the District Health Benefits Task Force. 702 LIFE INSURANCE‌ Eligibility for life insurance benefits for new-to-district employees is attained after a waiting period of ninety (90) calendar days. Coverage shall begin on the first day of the month following attainment of eligibility.within five

Recall Procedures. A. Employees who are notified of layoff, apply for, and secure another TOTEM position prior to the effective date of the layoff, will not be considered in layoff status and will not have recall rights. B. Employees in layoff status shall be entitled to return to their former job title, when available or if reestablished. Recall shall occur in inverse order of layoff by job title and full or part-time status from which they were laid off. C. Once a recall offer is made by the District, the employee has until 9:00 AM on the second workday after receipt of official notification to accept. D. Employees who reject recall to the job title from which they were laid off shall relinquish all rights provided in this Agreement. E. Employees accepting recall shall have two (2) weeks from the offer to return to work. F. Employees who had medical and/or life insurance benefits at time of layoff and who are recalled to a medical and/or life insurance benefits eligible position, shall receive benefit coverage on the first day of the month following their return to work from layoff status. Employees will be eligible for recall for a period of one (1) year from the effective date of layoff. The employee in layoff status has the responsibility to ensure the District has the correct address and phone number. Failure to keep this information current will release the District from any recall obligations. Employees who were laid off and then recalled pursuant to this section shall not lose seniority. Employees who return to work from recall status shall be placed at the same step as occupied at the time of layoff. To be eligible for step movement the following July 1, an employee must be recalled prior to December 31 of the year preceding the year in which the contract grants step movement, unless the parties negotiate otherwise. The requirements of this section supersede the provisions of Section 606 Vacancies whenever there are employees on layoff status eligible for vacancies. 610 EMERGENCY CLOSURE‌ If the Superintendent determines that an emergency closure of school(s) and/or other District facilities is necessary, Association employees may or may not be required to report to work. Compensatory time, annual leave or unpaid leave (in that order) will be used by those employees who do not report to work. Employees on unpaid leave may modify their regular scheduled workday, with principal/supervisor approval, to make up the lost time. If the emergency closure is due to inclement weather, employees may come into work later in the day of the closure if they feel it is safe to do so, but will only be paid for hours worked. Any hours that were not worked on the closure date will be handled in the same manner as described in the first paragraph above. If the Superintendent delays the opening of the school/work day by up to ninety (90) minutes, any employee reporting to work by the rescheduled start time will receive pay for the time between the regular start time and the rescheduled start time. 611 NATURAL DISASTERS / CATASTROPHIC EVENTS‌ In the event of a natural disaster/catastrophic event, Association employees may or may not be required to remain at or report to work. Established Emergency Disaster Procedures would be initiated and followed. At the request of a principal/supervisor, Association employees may choose to work beyond the duty day and shall be paid at the appropriate rate. 612 SAFE WORKPLACE‌ Employees have the right to expect a workplace that is not detrimental to their health or safety. Employees will bring to the attention of their principal/supervisor any situation that they believe will place them or others at risk. Employees will be given applicable information regarding behavioral issues relating to the students they support. Applicable work place safety codes adopted by the State of Alaska will be the minimum standards for employee work places. Safety aids, devices, and equipment which are reasonably necessary to insure the safety and health of employees will be furnished. Any concerns about safety and health are to be directed to the principal/supervisor. Additionally, the Association will make the Contract Administration Department aware of areas in which there are any concerns. 613 HEPATITIS B IMMUNIZATIONS‌ The Occupational Safety and Health Administration (Federal OSHA) issued a final standard on blood borne pathogens to protect workers from blood borne diseases. The standard mandates that employers provide free immunization to those employees who may have an occupational exposure. Hepatitis B immunizations will be provided by the District in accordance with OSHA standards. 614 EVALUATIONS‌ A copy of the Anchorage School District policies and procedures concerning the evaluation of classified employees shall be available to all employees. A. PrincipalsX. Xxxxxxxxxx/supervisors are encouraged to have a meeting with the employee no later than October 15 to discuss the evaluation process and set goals for the current fiscal/school year. B. Evaluations will be completed by principals/supervisors on an annual basis no later than May 15 each year. C. If the evaluation indicates that an employee does not meet standards the evaluator will, in writing: • outline the evaluator's expectations regarding improvement; • indicate a time frame for improvement. If significant and continuing performance concerns persist, the issue will be addressed through progressive discipline. D. Employees are required to acknowledge their evaluation by electronic signature within five (5) calendar days of receipt. If an employee has not acknowledged the electronic evaluation within the five-calendar-day time period, the evaluation shall be continued through the normal evaluation process without the employee's electronic signature. The employee has the right to add comments to the evaluation before signing it. The employee's electronic signature on the evaluation does not indicate the employee's concurrence unless so noted. All evaluations will be electronically filed in Human Resources by July 1 of each year. E. The employee may request that the evaluation be formally reconsidered. If a request for reconsideration is made within 30 calendar days of the principal’s/supervisor’s dated email notice of the completed evaluation, the employee shall be entitled to a meeting with the evaluator and the evaluator's supervisor for the purpose of determining whether or not reasonable grounds exist to warrant a rescission or modification of the evaluation. If such grounds are found to exist, the evaluation will be revised accordingly; otherwise, there are no further appeals available. F. At the request of the employee, an Association representative may be in attendance whenever meetings or discussions between the principal/supervisor and the employee occur relative to performance expectations for improvement. G. The evaluation cannot be grieved. H. The District and TOTEM will meet during the 2018-2019 school year for the purpose of reviewing evaluation procedures and recommending changes to the evaluation document and procedures. Any adopted changes to the evaluation process or procedures will be implemented in the 2019-2020 school year. SECTION 700 BENEFITS‌ 701 HEALTH BENEFITS‌ For the duration of the Agreement, the District shall contribute to a health plan which meets the requirements of the Patient Protection and Affordable Care Act (PPACA). A. Employees assigned to positions of thirty (30) hours or more per week shall be eligible for health insurance coverage. Eligibility is attained after a waiting period of sixty (60) calendar days for employees who do not currently have health benefit coverage with one of the District’s employee benefit plans. Coverage shall begin the first day of the month following attainment of eligibility. B. Employees who lose their eligibility for health benefits for any reason, such as unpaid leave, layoff, or termination of employment other than retirement or gross misconduct, may elect to pay the cost of the health program provided through COBRA, according to its provisions. C. The District’s monthly contribution for health benefits per eligible employee per month shall be $1,645 during the 2018-2019 year. The District’s monthly contribution amount per eligible employee per month will be $1,645 effective July 1, 2019, and $1,645 per eligible employee per month effective July 1, 2020. 701.C may be reopened for negotiation at the option of either party for the purpose of negotiating a health contribution for the 2020-2021 school year. Health insurance benefits shall be described in the District’s summary plan description as periodically amended. The employee contribution for those electing coverage is the difference between the premium amount and the combined total of the District’s contribution and any subsidy from the reserve account. D. The employee contribution will not be less than $75 per eligible employee per month or more than $225 per eligible employee per month in any year of this agreement. E. Employees who choose to waive health insurance coverage under the District’s benefits plan must provide proof of health insurance coverage from another health insurance provider. F. The Association may have up to two (2) representatives on the District Health Benefits Task Force. 702 LIFE INSURANCE‌ Eligibility for life insurance benefits for new-to-district employees is attained after a waiting period of ninety (90) calendar days. Coverage shall begin on the first day of the month following attainment of eligibility.