SECTION A: Salary Schedules

1. The Salary Schedules shall be comprised of the salary, step and grade of for each job title in the bargaining unit. There shall be a separate salary schedule for each specific work year (260-day, 220 day, 201-day) and classified substitutes. The SAEOP and Paraprofessional Employees’ (SP) Salary Schedules are found in Appendices A-1 through A-4.

2. 2004-05 Salaries

The 2004-05 SP Salary Schedules shall be created by applying a one percent (1%) increase to the 2003-04 SP Salary Schedules.

3. 2005-06, 2006-07, 2007-08 and 2008-09 Salaries

a. For the 2005-06 school year, the 2004-05 SAEOP and Paraprofessional Employees Salary Schedules and Salary Schedule for Classified Substitutes will be increased by the percentage, if any, the Legislature authorizes as an annual salary increase for classified school district employees for all or part of 2005-06 subject to the conditions of Sections immediately below.

b. For the 2006-07 school year, the 2005-06 SAEOP and Paraprofessional Employees Salary Schedules and Salary Schedule for Classified Substitutes will be increased by the percentage, if any, the Legislature authorizes as an annual salary increase for classified school district employees for all or part of 2006-07, subject to the conditions of Sections IX.3.e. and f. immediately below.

c. For the 2007-08 school year, the 2006-07 SAEOP and Paraprofessional Employees Salary Schedules and Salary Schedule for Classified Substitutes will be increased by the percentage, if any, the Legislature authorizes as an annual salary increase for classified school district employees for all or part of 2007-08, subject to the conditions of Sections IX.3.e. and f. immediately below.

d. For the 2008-09 school year, the 2007-08 SAEOP and Paraprofessional Employees Salary Schedules and Salary Schedule for Classified Substitutes will be increased by the percentage, if any, the Legislature authorizes as an annual salary increase for classified school district employees for all or part of 2008-09, subject to the conditions of Sections IX.3.e. and f. immediately below.

e. The percentage increase will be calculated on the basis of the State-funded percentage increase in salaries for classified basic education staff.

f. Prior to effectuating the pass-through increases in 3.a., 3.b., 3.c. and 3.d. immediately above, the District will consult with SEA concerning the appropriate amounts and mechanics. If the parties are unable to agree on the amount and mechanics for implementation, the subject of adjustments will be treated as a negotiable matter and the District’s pass-through commitment noted above will be deemed null and void except as agreed in subsequent negotiations.

4. Increments

Effective September 1, 2004 and September 1 in 2005, 2006, 2007 and 2008 increments shall be granted to all eligible employees, subject to the following conditions:

a. Eligible employees are defined as those who have completed at least three (3) consecutive months of uninterrupted regular District employment prior to September 1, 2004, 2005, 2006, 2007 and 2008 respectively.

b. 260-day employees must be permanently employed by the District on or before June 1 of the preceding academic year in order to be eligible for an increment.

c. Employees who have a work year of less than 260 days must be permanently employed by the District on or before April 1 of the preceding academic year in order to be eligible for an increment.

5. Provisions for Summer Semester Salaries

a. Positions in the summer semester programs shall be established through the classification procedures of Employment Services.

b. Employees in the summer semester programs will be paid within the classification level (range) for the position they hold in the summer semester program. Step placement for such employees shall be as follows:

(1) A regular semester year employee who works in a summer semester program shall be compensated at the same step placement he/she held at the end of the school year immediately past.

(2) A new employee, including any summer semester employee who worked as a substitute/hourly employee during the school year immediately past, who works in a summer semester program shall be compensated at the first step within the classification level for the summer semester position.

c. Compensation for summer semester employment shall be in accordance with the salary schedule in effect at the end of the school year immediately past.

SECTION B: Additional Compensation

1. Professional Certificates

Office employees in the unit who have earned the nationally recognized certificates shall receive twenty five dollars ($25) per month pro rata for each certificate in addition to their regular salaries in 2004-05, and thirty dollars ($30) per month pro rata each year thereafter. The certificates are: Professional Standards Program (PSP), Certificated Educational Secretary (CES), and Certificated Professional Secretary (CPS).

2. Elementary Office Workload Recognition

The office environment of an elementary school requires that the Elementary Administrative Secretary and Elementary School Assistant become involved with student health, and before- and after-school supervision. In recognition of these workload issues, annually at the end of each work year each 220-day Elementary Administrative Secretary will receive two days per diem pay, and each 201-day Elementary School Assistant will receive one day per diem pay. Elementary Office Workload Recognition pay applies equally to parallel job titles in K-8 and K-12 schools.

3. Substitutions and Peak Load Provisions

In the event any regularly employed classified employee is requested to substitute for another classified employee in a higher salary classification, it is expected that the employee will fill the position for temporary periods of time.

a. No adjustment in salary will be made for substitutions of less than ten (10) consecutive working days duration, or for the substitution when an employee is on vacation unless the substitution is of ten (10) or more work days and a position request for the adjustment is authorized.

b. When the substitution is of ten (10) or more consecutive working days the employee substituting will be compensated at the pay step of the higher classification which exceeds that employee's regular salary by a minimum of ten dollars ($10), or the per diem for the rate if the individual were promoted to the position.

c. Retroactive compensation from the first day of substitution at the rate indicated in Item b above will be made for substitutions of ten (10) or more consecutive workdays.

SECTION C: Group Insurance Provisions

1. The SPS shall make funds available to contribute toward premiums of SPS-approved group insurance programs.

a. Employees eligible for participation in the SPS-approved insurance programs are defined as those who hold a .5 FTE or greater position.

b. The SPS contribution to the Group Insurance Pool shall be based on the full State monthly allocation figure for insurance benefits.

c. Employees offered employment after November 1, 2004 will receive an allocation of insurance contribution based on the employees’ FTE. Those employees who were a .5 FTE or greater before November 1 2004 will continue to receive a full insurance contribution until September 1, 2005 at which time employees with .5 to .74 FTE will receive 75% of the full contribution and those employees with .75 FTE or greater will receive a full contribution. On September 1, 2006 employees who work .5 FTE or greater will receive their pro rata contribution toward insurance benefits.

d. During the two year transition period employees with .5 or greater FTE positions will be allowed to increase their FTE in their program or building when partial FTE for which they are qualified becomes available. The employee will be able to place themselves into the displacement pool during the two years, if adequate vacancies are anticipated, and seek a position that increases their FTE.

e. Employees who arrange and are approved for a job share will receive pro rata benefits.

f. During the 2004-05 school year SEA will review available insurance programs and determine if there is a significant benefit in modifying providers for SEA-represented employees.

g. The parties have further agreed that it is their intent to comply with any limitations imposed by State laws. No provision of this Agreement shall be interpreted or applied so as to place the SPS in breach of State law or subject the SPS to a State funding penalty.

2. Pooling

It is the intent of SPS as per agreement with the SEA to provide the SPS’s contribution to the Group Insurance Fund for classified employees of the SPS to the fullest extent allowed by the Group Insurance Fund Pool. The SPS recognizes that the total amount contributed to the pool for any individual may not be fully utilized due to some employees selecting less coverage than would be paid by the SPS. Therefore, the SPS will identify any unutilized portion of the contributed amount for group insurance and distribute such amount, if any, to enrollees whose coverage exceeds the full share rate.

a. The SPS’s maximum contribution rate to the pool shall be the State monthly allocation figure for insurance benefits.

b. Any unutilized portion of the Group Insurance Fund Pool for classified employees of the SPS shall be computed annually by the SPS based on the December 1 payroll, with adjustments made for projected changes in classified employees’ participation in group insurance programs.

c. Figures used by the SPS to compute the annual cost of projected premium increases and projected changes in employee participation in insurance programs shall be developed by the SPS in consultation with the SEA.

d. The unutilized amount will be divided among individual enrollees whose participation in SPS insurance programs as of December 1 exceeds the maximum average enrollee share on an equitable basis as determined by the SPS, after consultation with the SEA. The resulting figure will be effective for the pay periods beginning January 1 through August 31, provided that in no case shall any individual receive more than the amount necessary to pay for SPS insurance programs selected by the individual.

SECTION D: Payroll Deductions

1. It shall be an exclusive right of employees who are members of the Association and who are covered by this Agreement pursuant to Article I, Section B of this Agreement, within thirty (30) days of employment and/or actively going to work, to sign and deliver to the Association an assignment authorizing payroll deduction of membership dues and/or fees to the Association and to State and National organizations with which it is affiliated. Such authorization shall then be submitted to the District Payroll Services by the Association. The District Payroll Services shall process the authorization to make it effective at the earliest payroll period, and no later than forty-five (45) days after the submission of the authorization by the Association to the District Payroll Services. This authorization shall be on a continuing basis. A table of prorated annual dues and/or fees shall be supplied by the Association to the District Payroll Services for use with new employees who join the staff during the year.

2. Authorization by employees for dues and/or fees to the Association shall continue in effect unless such authorization is revoked by formal notice in writing which is delivered to the District Payroll Services by the employee who will also deliver or mail a copy of the formal written revocation to the Association. Such revocations of dues deductions may be made at the end of the Association's dues period on October 1 and on June 30 of each year. The Association's “authorization of payroll deduction” form shall clearly state that it shall be understood by the employee signing the authorization that continuation of dues and/or fees deductions and maintenance of membership are binding conditions for authorizing payroll deduction, and that exceptions during the year will be based on hardship or emergency and shall be adjudicated by the Association. The Association shall be responsible for notice to State and National organizations with which it is affiliated and who have also been receiving dues and/or fees under the authorization of payroll deduction which is being revoked.

3. The deduction of membership dues and/or fees shall be made monthly from regular pay warrants. The District agrees to remit monthly all monies so deducted to the Association accompanied by a list of employees from whose pay the deductions have been made. The Association shall be responsible for remitting a portion of dues and/or fees to the State and National organizations with which it is affiliated when such dues have been authorized by the employee on an assignment of payroll deduction. The District shall be absolved by the Association of all responsibility for accuracy and accounting of State or National professional organization dues and/or fees.

4. Employees who are members of the Washington School Employees Credit Union may authorize payroll deduction for Credit Union activities by presenting an authorization for such deduction to the Credit Union.

SECTION E: Travel Allowance/Travel Time

1. An employee who is authorized to use his/her personal vehicle on District business shall be compensated at the rate which is the maximum Federal Internal Revenue Service allowance for tax purposes. The mileage shall be authorized and validated by the employee's immediate supervisor or by the principal at the building level in accordance with the budget and the established rules, regulations and procedures of the District.

2. Employees authorized to utilize their personal vehicle on District business shall carry insurance in accordance with Washington State law. No staff member will be required to transport students in his/her personal vehicle.

3. Employees assigned to two (2) or more buildings shall be granted at least one-half (1/2) hour travel time to go from one building assignment to another.

SECTION F: Tax Sheltered Annuities

The District shall continue to comply with the law(s) regarding Tax Sheltered Annuities.

SECTION G: Provisions for Salaries

1. Each employee shall receive his/her salary in monthly installments on the first school business day of each month. During the months of July and August, salary warrants for an employee with a fully prorated salary shall be mailed to his/her home address or to a designated bank at the employee's request no later than the first school business day of the month.

2. For individuals hired after the beginning of the work year, the corrected salary shall be paid pro rata for the remaining payments for that work year.

3. Salary overpayments due to error shall be repaid according to a monthly installment schedule mutually agreed upon by the employee and the District. The employee shall be notified by the District of his/her right to Association representation at all meetings relating to overpayments of salary. In the event that the employee and the District do not agree on a repayment schedule, the District shall implement a repayment plan, subject to the provisions of Article X Grievance Procedure.

SECTION H: Substitute Provisions

1. Classified Substitutes:

a. A classified substitute shall be available on a daily basis, except in cases of emergency or personal/family illness, to accept assignments at any District site.

b. A classified substitute who has served for at least six (6) months or worked a minimum of 160 hours, whichever is less, will be given appropriate consideration for open positions over out-of-District applicants. However, a substitute with fewer than six (6) months or 160 hours as a substitute may apply for positions open to out-of-District applicants.

c. After sixty (60) consecutive days in the same assignment, classified substitutes shall, on the first (1st) day of the month following the sixtieth (60th) work day, be eligible for health benefits. Eligibility shall be for a minimum of two (2) months or longer if he/she continues in that assignment after the sixtieth (60th) work day. He/she will continue to receive health benefits through the end of the budget year if he/she continues working in the same assignment through the end of the work year.

2. Assignments:

a. Only the District Substitute Service is authorized to make initial assignments.

b. Classified substitutes are released automatically at the end of the workday unless otherwise specified when the initial dispatch is made. If the service of the substitute is needed for an additional day(s), the building/program secretary will inform the substitute as well as the Substitute Service of the retention.

c. Except in unusual circumstances, the District shall not use classified substitutes on a continuing basis for more than one semester in lieu of regular classified personnel.

d. Except in unusual circumstances for the period beginning one (1) day after classified In-person Staffing through the last day of the first (1st) semester, the District shall not use a classified substitute in lieu of regular classified personnel for more than forty (40) working days after an RSVP is approved.

3. Request for a Specific Substitute:

a. The District will advise employees in writing of the procedure(s) for requesting substitutes.

b. A request for a specific substitute made by a regular full-time or part-time employee shall be honored, if possible, provided that:

(1) The name of the substitute requested is listed on the substitute roster, is qualified for the assignment, and is available; and,

(2) The Substitute Service dispatcher receives the request by telephone or in writing no later than 7:00 p.m. the day preceding the absence of the regular employee. The Substitute Service will make a reasonable effort to honor requests received after 7:00 p.m.

4. Unavailability:

a. A classified substitute who will be unavailable for more than one (1) calendar week or five (5) consecutive working days must provide the Substitute Service with prior written notice specifying the period of unavailability and date of return.

b. If a substitute has been unavailable for one (1) calendar week or five (5) consecutive working days and has not contacted the Substitute Service he/she will be removed from the substitute roster and must reapply for placement on the substitute roster.

5. Rate of Pay:

a. Substitute rates of pay are contained in Appendix A-4.

b. A classified substitute is paid on an hourly basis. If a substitute is dispatched to a less than full-day assignment and arrives at the assignment late because of late notification, he/she shall have the opportunity to work and receive pay for the regular duration of that assignment so long as that work can be accomplished within the regular workday. Each employee will be guaranteed a minimum of one-half day's pay provided, however, the employee will report for work within a reasonable time frame.

6. General Information:

a. The District shall provide each substitute hired into the District a copy of the negotiated Agreement, a classified substitute bulletin, District rules and regulations affecting classified substitutes, a map showing school locations, a list of all school buildings (including addresses and phone numbers) and the phone number of Employment Services.

b. When a substitute is hired as a regular District employee into the position in which he/she has been serving as a substitute, the time served as a substitute in that position shall be counted in his/her seniority.

c. A substitute may not be barred from a building/program unless the action is documented and included in the personnel file, and/or the substitute has received an unsatisfactory evaluation.

7. Substitute Unavailability Funds

a. The SPS shall transfer to the school/program/office budget a sum equal to the appropriate daily substitute rate of pay for each occurrence during the school year when an SEA-represented substitute is requested using the normal process, but no substitute is available for the assignment, except when a substitute is called to cover for workshop attendance or other SPS initiated activities. The transfer of funds to schools/programs/offices will take place no later than two (2) months following the end of each quarter.

b. Each school/program/office will have an emergency substitute plan in place that equitably distributes the responsibility for covering assignments when an SEA-represented substitute is not available.

c. Each work year at the school/program/office level, employees in each SEA-represented bargaining unit will determine how to utilize the funds that are generated when they are impacted by substitute unavailability. Employees may decide on a policy to reimburse themselves for additional responsibilities when they are impacted by substitute unavailability, or they may determine another use for the funds.

d. If employees decide on a reimbursement policy:

(1) The reimbursement will be in recognition of added responsibility and work undertaken as a result of substitute unavailability.
(2) The total amount available for reimbursement when a classified employee is impacted by the unavailability of a certificated substitute is $5 less than the daily certificated substitute rate.
(3) The total amount of reimbursement available for each occurrence shall not be more than the appropriate daily sub rate less mandatory benefits.
(4) The reimbursement structure will be based on blocks of time such as periods, the entire day or percent of a day or class.
(5) The reimbursement structure will be based on an equal division of pay among those impacted, and not on the pay rates or employment status of those impacted.
(6) The impacted employee must keep a record of the time(s) he/she is impacted by SEA-represented substitute unavailability.
(7) The impacted employee must submit a Substitute Reimbursement Form to Payroll by the 10th of the following month for which reimbursement is being claimed.

SECTION I: ROPE

The ROPE program is described in the Memorandum of Understanding concerning 2001-1004 Reimbursement of Out-of Pocket Expenditures. The ROPE program expires at the conclusion of 2004-2005. Reimbursement requests for 2004-2005 expenditures must be submitted by June 30, 2005.