Summer Work and Non-Contract Day Substitution. 1. In the event the Board determines that it is necessary to perform summer work, nine (9) month or ten (10) month employees currently employed with the district, and qualified (as stated in the job description) to perform the work, shall be offered the employment on a seniority basis before going outside the system. In the event that an employee verbally declines a call for work more than three (3) times he/she will be removed from the list, except in extenuating circumstances. Any bargaining unit member who is employed to perform summer work and is absent for more than three (3) days, except for extenuating circumstances (i.e., short term illness), shall be removed from working for the remainder of the summer and the next senior employee will be called to work. Positions offered for summer work are done so based on the District’s need for work to be completed during the summer months. Employees who sign up for summer work must be available to work through the start and end dates established. If there is a change in the projected end date of summer work assignments, the Director of Operations will determine when an employee’s work assignment is complete and establish the final working day. At the summer worker meeting, employees must be forthcoming if they are aware that they cannot work the entire summer and need to be released earlier from the established start and end dates of summer work. A work schedule with start/end and lunch/break times will be established. Lunch and break times will not be combined in order for employees to leave earlier that the established end time for the day. Summer work shall be paid at $13.00 per hour. Commencing with summer work of 2022, summer work shall be paid the greater of either: (a) $13.00 per hour, or (b) the bargaining unit member’s regular hourly rate of pay and step. Bargaining unit members employed in summer work positions shall not need electrical skills as a qualification requirement. Employees who work more than nine (9) but less than twelve (12) months shall not be precluded from being awarded summer work because of scheduling conflicts. If there is an “overlap” of the employee’s primary contract and the summer work schedule, the position will be filled with a substitute, pursuant to the provisions of this contract, during the time the individual is working their primary contract. .
2. During the days school is not in session and no regular employee in that department assigned to that building is available ...
