MEA Education Support Professional Agreement (contract)
Table of Contents (Alphabetical Sequence)
This Agreement is between the Board of Education of the Memphis City Schools of the City of Memphis, hereinafter called the "Board,” and the Memphis Education Association, an affiliate of the Tennessee Education Association and the National Education Association, hereinafter called the "Association.” The Board and the Association are sometimes hereinafter referred to as the "Parties.”
The Parties agree that the purpose of this Agreement is to establish and maintain terms and conditions of employment which will provide fair working conditions, including wages, hours, and other conditions of employment, professional relationships, professional learning communities, and provide a procedure for amicable adjustments of disputes arising under this Agreement subject to the Board's authority to manage the school system. Furthermore, the Parties agree that the education of the students of the Memphis City Schools is paramount in the operation of the Memphis City Schools.
The Board hereby recognizes the Association as the sole and exclusive bargaining agent for certain employees of the Board including Behavior Assistants, Bilingual Cultural Mentors, Bilingual Cultural Mentors-ESL, Case Management Specialists, Education Assistants (Regular, Early Childhood, Elementary, and Special Education), Family Specialists, In-School Suspension Assistants, Instructional Assistants, Instructional Computer Technicians, Interpreters for the Deaf, Licensed Practical Nurses, Matrons, and Special Needs Attendants in respect to rates of pay, wages, hours of employment, and other conditions of employment.
Any new jobs created by the Board and filled by employees in the bargaining unit shall be added to this Article by way of amendment, and a wage rate shall be negotiated between the Association and the Board for such position. Excluded are all non-regular employees, part-time employees, first line supervisors such as coordinators, administrative, management, supervisory, academic employees, executive secretaries, employees assigned to the Superintendent’s office, employees assigned to the Division of Fiscal Operations, employees assigned to the Department of Human Resources, employees assigned to the Office of Labor and Employee Relations, employees assigned to the Department of Information Technology, employees assigned to the Division of Internal Audits, guards, custodial employees, cafeteria workers, automotive maintenance, electronic technicians, steam fitters, grounds maintenance, and all other employees not specifically described herein and not listed in Appendix A.
Nothing in this Agreement changes the authority of the Board to manage and control its departments under the Charter of the Board of Education and the laws of the State of Tennessee; nor shall anything contained in this or other Articles of this Agreement be construed to limit the Board's sole and exclusive rights of management, including the right to establish, change, or alter the regular work day or week; to establish, modify, or change work schedules, the number of hours to be worked, including straight time and overtime; the number and schedule of shifts; the yearly term of employment; the number and classification of employees for each set of hours, locations, shifts, or yearly term of employment, and to allocate work duties on regular and overtime work and to location, shift, and yearly term of employment in accordance with its determination of the needs of the respective jobs and operations; to increase, decrease, or discontinue operations or facilities in whole or in part; and to change or introduce new methods, techniques, or machines for accomplishing the functions of the Board; to hire all employees as it determines, to promote to supervisory positions (which promotions shall not be subject to the grievance procedure), and to determine the number of employees it shall employ at any time and the qualifications necessary for any of the jobs that it shall have or may create in the future, provided that no actions shall be inconsistent with the provisions of this Agreement. Provided further that all rights and powers possessed by the Board prior to the execution of this Agreement and not specifically waived herein, shall be retained solely and exclusively by the Board.
Section A. Definition of Grievance.
Section B. Definition of Grievant.
Section C. Supervisors.
Section D. Grievance Form.
Section E. Hearings.
Section F. Representation.
Section G. Grievance Process and Steps.
No individual employee may initiate any arbitration proceeding or move to confirm or vacate an award without the consent of the Association.
Section H. Arbitration.
2. The decision of the arbitrator shall be advisory but will be adopted unless the Board shall determine that the decision and /or award usurps the authority and responsibility solely vested in the Board as elected officials under the Charter of the Board of Education and the laws of the State of Tennessee. Any decision or award that is set aside by the Board as outlined above shall become a matter of public record.
Section I. Arbitration Expense and Conditions.
Section J. Time Limits.
DEDUCTION AND REMITTANCE OF DUES
Section A. Authorization for Deduction of Dues
Section B. Changes in Dues Deductions
The Association shall notify the Board at least thirty (30) days prior to the effective date of any change in the amount of dues deductions.
Section C. Remittance of Dues.
Section D. Dues, Leaves and Sufficiency of Funds.
Section E. Correction of Deduction Errors.
Section F. Revocation of Dues Deductions.
Section G. Payroll Deduction for Insurance.
LABOR MANAGEMENT COMMITTEE
(EDUCATION SUPPORT PROFESSIONALS (ESP) COMMITTEE)
The Parties agree to establish a committee composed of three (3) persons appointed by the Board and three (3) persons appointed by the Association or more by mutual agreement. This committee shall be called the Labor Management Committee and shall meet by mutual agreement to discuss overall relations between the Parties, exchange information, receive suggestions, consider problems, offer solutions and discuss improvements in situations impacting the employees listed in Article 2, Recognition.
EVALUATION AND PROFESSIONAL DEVELOPMENT
Section A. General
Section B. Evaluation.
Section C. Evaluation Process.
2. Any written evaluation will be confidential and will be reviewed in private by the evaluator and the employee.
Section D. Notification of Evaluation.
No materials placed in the employee’s personnel folder (which is defined as the employee’s record maintained in the Human Resources Division), including evaluations of the employee, shall be used to discipline the employee unless a copy is offered to the employee. Employees may from time to time review material compiled in their folder, except pre-employment data, provided they schedule an appointment with the Human Resources Division in advance.
The Parties agree that there shall be no discrimination against any employee because of race, creed, color, political affiliation, religion, national origin, sex, age, disability or marital status or because of membership or non-membership or participation or non-participation in Association activities. There shall be no retaliation for participation in the grievance procedure.
DUE PROCESS AND DISCIPLINARY PROCEDURES
Section A. Progressive Discipline for Just Cause.
Section B. Type of Discipline.
Section C. Right to Representation.
Section D. Notification of Suspension or Discharge.
Section E. Suspensions.
Section F. Length of Use of Actions.
Section G. Grievances for Suspensions or Discharge.
Section A. Definition of Seniority.
Section B. Definition of Employees.
Section C. Surplus.
Section D. Lay-Off/Recall.
Section E. Posting Seniority List.
Section F. Loss of Seniority
Section G. Annexation and Seniority
Section A. Recruiting and Retaining Qualified Employees.
The Board will attempt to recruit and retain qualified applicants from within this bargaining unit. Periodically, the Board will post a notice of the Board’s intent to create a pool of qualified candidates for future vacancies within the Memphis City Schools. The pool will be redefined to meet the goals and needs of the Board in order to recruit, and transfer request from within. All employees of this bargaining unit are encouraged to apply when applicable.
Subsequently, notices of bargaining unit vacancies shall be posted by the Human Resources Division on the Memphis City Schools website for at least five (5) working days. During which time employees may apply electronically to fill the vacancy. The Board shall fill the vacancies by selecting from among the applicants who are qualified and capable of performing the job, with seniority being a factor. Nothing contained herein shall prohibit the Board from hiring any qualified applicant for such vacancy from any source including employees within the job classification on the layoff/recall list. Notwithstanding the above, anything herein shall not require the Board to fill a job vacancy if no qualified applicants are available.
Employees who receive a transfer within the same classification and same number of hours and months worked shall not be eligible for another transfer to the same classification and same number of hours worked for twelve (12) months from the date of the transfer.
Section B. Administrative Transfers.
The Superintendent or the Superintendent’s designee shall have the right and the discretion to make administrative transfers and assignments in accordance with Tennessee law, and said transfers and assignments shall take precedence over all other transfers and assignments. Employees may petition through the Association to the Human Resources Division to be considered for an administrative transfer.
Section C. General.
HOURS OF WORK
Section A. Hours of Work and Premium Pay.
a. Upon any change in work rules related to regular starting and quitting times (other than temporary changes necessitated by special circumstances) affecting employees of a job classification in the bargaining unit, the Board will notify the Association of the change, prior to the effective date of such change. Employees shall be notified in advance of such changes.
4. It is recognized that the operations of the various locations of the divisions in the bargaining unit may require the performance of work in excess of an employee's normal schedule of work hours and work days in order to meet the varying requirements of the locations. Accordingly, employees at the affected location shall work reasonable time other than that provided for in their normal work schedule when scheduled to do so by the Board.
Section B. School Closing.
Employees are expected to be at their schools or at their locations in order to fulfill their responsibilities. Specific times and signing-in requirements may be established by the Board. All hours worked will be paid.
LEAVES OF ABSENCE
The Association recognizes on behalf of the bargaining unit employees that regular attendance is necessary and required for the orderly and efficient operation of the Board. Based on this recognition, the following leaves of absence may be granted:
Section A. Upon prior request, leaves of absence not to exceed one (1) year unless otherwise indicated below, may be granted by the Board to regular employees with or without pay and without loss of seniority as provided below:
Section B. Association Meetings and Conference Time. Employees elected as delegates to the National Convention of the Association and conventions of affiliates of the Association and conventions shall be granted leaves of absence without pay provided that the number of employees granted leave at one time shall not exceed two (2) from any one location nor a total of ten (10). Application for leave of absence must be made not less than thirty (30) days before such leave is to begin. Leaves in this section must be approved by the Division of Labor & Employee Relations.
Section C. FMLA – The Family Medical Leave Act of 1993 provides up to twelve (12) work weeks of paid or unpaid, job–protected leave to “eligible” employees for certain family and medical reasons. Employees are eligible if they have worked at least twelve (12) continuous months of service with the Memphis City Schools and have worked at least 1,250 hours over the previous twelve (12) months. The Board will grant up to twelve (12) weeks unpaid Family and Medical Leave (FMLA) during a rolling twelve (12) month period for one or more of the following reasons: birth of a son or daughter, and to care for a newborn child; for placement with the employee of a child for adoption or foster care, and to care for the newly placed child; to care for an immediate family member (spouse, child, covered service member, or parent – but not a “parent-in-law”) with a serious health condition; and when the employee is unable to work because of a serious health condition.
FMLA leave for a covered service member will be approved in accordance to federal law and Board policy.
At the discretion of the Board, certain kinds of “paid” leave may be substituted for unpaid leave.
Section D. Parenting Leave. This section applies to full-time regular employees, who have not worked with Memphis City Schools for twelve months and/or have not worked 1,250 hours within the previous twelve months, or who have exhausted their Family Medical Leave. Parenting leave is not covered under Family Medical Leave Act (FMLA); therefore the employee’s position is not job protected. For employees who are FMLA eligible, this article runs concurrent with FMLA. The Board of Education may grant parenting leave to employees without pay for a period up to six months not to exceed one (1) year.
An employee, on parenting leave, who does not intend to return to the position from which he/she is on leave, shall notify the Department of Human Resources in writing thirty (30) calendar days prior to the expected date of return.
The parenting leave may be extended to a later specified date upon written request from the employee to the Department of Human Resources, at least thirty (30) days prior to the expiration of parenting leave. The procedure for extending a parenting leave and the conditions under which a leave may be extended are the same as those used when originally requesting and granting the leave.
For reinstatement from maternity leave, the employee shall submit to the Department of Human Resources, a doctor’s statement confirming her physical fitness to return to duty. For reinstatement from a paternity leave, the employee must submit a copy of the birth certificate (mother’s copy is acceptable) or proof of birth.
An employee requesting leave for the adoption or foster care placement of a child shall submit a leave of absence request to the Department of Human Resources, as soon as the employee is notified of the date to receive the child. The effective date of the leave shall be at such time as the adoption procedure may require. Proof of the adoption or foster care placement must accompany the Leave of Absence Request.
It is the employee’s responsibility to notify the insurance office in the Division of Employee Benefits if he/she wishes to continue insurance during the leave of absence.
Section E. Outside Employment. An employee who has been granted a leave of absence shall be considered as having quit without notice and shall be terminated from employment by the Board if while on such leave of absence he engages in or applies for employment other than as provided in this Article without the consent of the Board.
Section F. Family Illness. Leave of absence may be granted for illness in the immediate family. Immediate family is defined as spouse, father, mother, mother-in-law, father-in-law, sister, brother, child, grandmother, grandfather, and grandchild.
Section G. Personal Leave Non Medical. When the staffing requirements of the Board permit, any regular employee may be granted a leave of absence without pay for a period up to sixty (60) days for personal (non-medical) reasons. All requests for leaves exceeding ten (10) days shall be submitted to the Department of Human Resources on the eleventh day. Each request for leave of absence will be considered on the basis of its merit. This section only applies to employees who have completed three years of service with the Board.
Section H. Leave under this Article shall be given for definite stipulated periods. If, on the day following expiration of leave, the employee does not return to his position, the employees shall be considered to have resigned from his/her position, unless there are overriding situations.
With respect to authorized leaves of absence under this Article not exceeding twelve (12) months or having been extended in accordance with Section 1, at the expiration of the leave the employee reporting for duty shall be returned to the position filled by him/her when such leave was granted, unless the job was abolished or consolidated, in which event he/she will be given employment in a comparable position if available.
Section I. Any request for emergency leave shall be answered within a reasonable time frame. All other requests shall be answered within a reasonable amount of time.
Section J. Jury Duty. Employees on both the day shift and night shift shall be granted a leave of absence whenever the employee is required to report to qualify or serve on jury duty with pay for the time the employee serves as a juror upon presentation of a written verification of attendance for qualifying and attendance on jury duty.
Section K. Bereavement. Regular employees shall be paid for scheduled days off from work up to a maximum of three (3) days necessitated by the death of a member of the employee's immediate family. The immediate family includes spouse, father, mother, mother-in-law, father-in-law, sister, brother, child, grandmother, grandfather and grandchild. Funeral leave is not to be abused. Proof of death and residence may be required. It is understood that bereavement leave is deducted from accrued sick leave.
Section L. Sick Leave. Regular employees on the active payroll who are absent during their regular work week because they have become disabled to the extent that they are unable to work because of sickness or accident shall be subject to satisfactory proof thereof, including at the Board's request certificate(s) as provided in Section 1 (c) of this Article, be paid for such absence for the hours normally worked by the employee at straight time rate. Normally the above certificate will only be required for absences of three (3) or more consecutive work days except where employee absences have been either excessive or there is reason to believe that sick leave is being abused. This pay will begin the first (1st) day of absence in accordance with the following schedule:
7. Any employee in the bargaining unit who is a participating member in the Tennessee Consolidated Retirement System as specified in Article 19, Retirement, and who has unused accumulated sick leave at the date of his retirement shall receive one (1) month's retirement credit for each twenty (20) days of unused leave, or any time less than twenty (20) days, a fractional part thereof.
Section M. Regular employees may continue to maintain the Major Group Insurance coverage while on approved leave without pay provided the employee pays the full premium on a schedule provided by the Board. After 12 weeks the insurance premium will be charged at a higher rate.
Section N. Government Service Leave – Leaves of absence may be granted without pay for the following specific purposes as provided below. All rights and privileges of this section are contingent upon the employee’s return to the system upon expiration of the leave:
A candidate for elective public office may be granted a leave of absence for campaigning. Such leave shall not exceed two (2) months except that such additional time may be allowed in the event of a run-off.
For holding a position as State Legislator, City Council member, County Commissioner, or any other elective or appointive part time public office a leave of absence will be granted. Daily deductions while serving in the elective or appointive position will be at the rate of substitute’s pay. In cases of job classification with no set substitute salary schedule, an amount per diem will be determined with the approval of the Superintendent or designee.
Leave may be granted for service on a Tennessee non-compensatory appointive public board. Absence with no deduction is subject to the approval of the Superintendent.
For purposes of this article, part 3 will be applicable only when service is on boards within the state of Tennessee or involves local or Tennessee representation on regional or national boards.
During such leaves and/or absences approved under this article, employees will be eligible for all applicable benefits within the jurisdiction of the Board.
In connection with campaigning as a candidate for or holding a public office, it shall be contrary to policy for school system facilities, equipment, or supplies to be used at any time; for there to be any involvement of system personnel during the work day; or for there to be an encroachment on the time of the work day.
Section O. All employees on an approved leave of absence must clear through the Department of Human Resources prior to returning to work.
Section A. Good Discipline Is Needed for Safe Schools.
Section B. Employee Referrals of Students Requiring Discipline.
Section C. Principals’ Responsibilities for Conduct.
HEALTH AND SAFETY
The Board agrees to maintain safe and sanitary conditions to protect all stakeholders, including employees covered by this Agreement, in accordance with federal, state, and local laws and regulations in all work areas.
ACCIDENTS ON THE JOB
Section A. The Board agrees to provide the following benefits for any regular permanent employee who is disabled as the direct result of an accident, which is suffered in the course of the employee's performing the duties of his employment with the Board:
1. During the first two months of disability, the employee shall receive 100% of his/her straight time pay for his/her normal weekly hours. After the second consecutive month of disability, the employee shall be entitled to the appropriate regular sick leave for those days normally scheduled to work.
Section B. "Disability" as used herein shall mean the total inability of the employee to carry out his duties. The Board may require such proof of disability, as it shall deem proper, including a medical examination by a physician who may be selected by the Board. The findings of the Board of Appeal as to the relation of an injury to the employee's duties and as to the period and extent of an employee's disability shall be final, assignment of other duties in lieu of receiving disability pay and shall not be subject to grievance. The employee and an Association staff representative may request to appear before the Board of Appeal.
Section C. In order to qualify for benefits under this Article, an employee must give notice of the accident to his/her immediate supervisor or designee immediately after the accident occurs but no later than the end of the work shift during which the accident occurred unless the employee is prevented by disability from the accident from giving such notice. The Board agrees that if and when an employee is injured on the job and the employee believes he/she requires emergency medical treatment, he/she should be taken to a facility for such treatment. When an employee is incapacitated to the extent that he/she is unable to make such a decision, the Board will make the decision.
Section D. In the event of legislation requiring the Board to adopt a particular system of Worker's Compensation, such system shall be substituted for the provisions of this Article.
Section E. The Board of Education will pay for necessary and reasonable medical expenses for on-the-job injury sustained by any employee who either is currently covered by one of the Board's group insurance plans or is in the probationary period prior to becoming eligible for one of said plans provided such injury has resulted from causes other than personal or professional negligence. Total payments by the Board for said medical expenses incurred following date of injury and not reimbursable through any personal or group insurance coverage the employee shall not exceed $5,000.00 during such period of time as is deemed necessary, but in no event shall the period of time exceed one year from the date of accident. In computing hospital room costs, the allowance shall not exceed the semi-private rate unless the physician orders a private room. In case of said injury, the Board reserves the right to have the employee examined by a physician designated by the Board at such time or times as it may determine in its discretion to assist in ascertaining the nature and extent of disability attributed to the injury.
A Board of Appeal established for the decision of cases coming under this section will determine all questions of fact and interpretation arising under the section. The employee will be entitled to appear before such Board of Appeal if the Board of Review has a question concerning the claim.
Section F. The Board will reimburse an employee for cost of repairs or replacement of personal property damaged or destroyed in line of duty as a result of malicious acts and without the fault of the employee, provided, in the case of a vehicle, such vehicle is being used on authorized school system business or is parked or driven on or adjacent to school system premises or at the site of authorized school system activities and provided the following stipulations are applicable:
All employees hired during the life of this Agreement shall be enrolled in the Tennessee Consolidated Retirement System. All employees enrolled in the Tennessee Consolidated Retirement System shall be subject to the terms and conditions as specified by the applicable system. Controversies under the retirement system which arise from matters that are the responsibility of the Tennessee Consolidated Retirement System shall be resolved according to the terms and conditions as specified by the Tennessee Consolidated Retirement System. Responsibilities of the Board are to be limited to notification, enrollment procedures, and transmittal of retirement contributions.
There shall be no slowdown, work by rule, work actions, strike, picketing, boycott, or other stoppage of, suspension of, or interference with the Board's work or business. The Board agrees that it will not cause or engage in any lockout for the duration of this Agreement.
Section A. Insurance Options
Section B. Eligibility, Enrollment, and Deductions:
2. Enrollment. The employee shall have the option of enrolling in the group health and life insurance plans. Employees who become insurance eligible must enroll within the first 30 calendar days of becoming eligible. Enrollment forms must be received by the Employee Benefits Office before coverage is effective. Coverage becomes effective the first day of the month following 30 days of active employment. Employees must be actively at work on the effective date of coverage.
Effective July 1, 2009 salaries to be paid by the Board for work performed by the employees in the bargaining unit shall be those listed in, and shall be paid in accordance with, the procedures set out in Exhibit A attached hereto and made a part thereof.
If any article, section or portion of this Agreement be held unlawful and unenforceable by any court of competent and final jurisdiction, such decision of the court shall apply only to the specific article, section, or portion involved and shall not invalidate the remaining portions of this Agreement. The Parties agree that any article, section, or portion so set aside shall be the subject of negotiations with the intention of agreeing on substitute language. Such negotiations shall be strictly limited to the article, section, or portion held unlawful and unenforceable and shall be initiated on the request of either Party.
HOLIDAYS WITH PAY
Section A. The following paid holidays shall be observed for all regular employees:
Section B. Straight time pay for the employee's normal daily hours for the above-named holidays, called "holiday pay,” shall be paid to regular employees when said holidays are not worked and one and one-half (1 1/2) times the straight time rate shall be paid to all regular employees for all work performed on the above holidays in addition to the holiday pay, provided that:
Section A. Full-time regular employees after the completion of six (6) months (13 full biweekly pay periods), shall be entitled to the following accrual of vacation outlined in Appendix D.
Section B. Creditable service for purposes of eligibility for vacation is computed on the basis of total length of full-time regular employment with Memphis City Schools. Vacation accrues while an employee is in a paid status, but does not accrue while an employee is in an unpaid status. Vacation pay will be the employee’s straight time rate of pay at the time vacation is taken.
Section C. Accumulation.
Section D. Vacation Scheduling.
Section E. Retirement. Full-time regular employees who have accrued vacation due at the time of retirement shall receive payment at the appropriate salary rate for a maximum of thirty-five (35) days, provided the employee gives a thirty (30) day notice, unless waived by the Superintendent
Section F. Employees who have earned and qualified for vacation who voluntarily quit, retire, are laid off or discharged shall be entitled to be paid for unused vacation.
DEATH OF AN EMPLOYEE
In the event of the death of an employee while in active service or paid leave in the bargaining unit, any earned and unused vacation or earned wages due to the employee shall be paid to the employee’s estate or next of kin.
Section A. Association Representation.
There shall be one (1) Chief Association Representative and one (1) Assistant Chief Association Representative. There shall be no more than twenty-five (25) Association Representatives and five (5) alternates divided up by zones. Employees now covered by this Agreement shall not have their right to Association representation reduced or removed as a result of any reorganization instituted by the Board. Where such Association Representatives have been designated and certified by the Association, the Board agrees to deal with such agents and representatives of the Association as more specifically provided for in this Agreement. Association Representatives shall handle and settle grievances at their respective steps.
Section B. Accredited Association Representatives.
Section C. AR List.
Section D. Association Access to Facilities.
Section E. Provision of Information.
Section F. Exclusive Rights.
The Board agrees to provide adequate bulletin board space where notices or official Association matters may be posted by employees, Association Representatives and Association officials. Four hundred (400) square inches of posting space shall be accessible to the bargaining unit employees. The Association may utilize school mail to communicate official Association matters, subject to Board review. The Board shall provide mailboxes and e-mail accounts for employees at their assigned locations.
EFFECT OF AGREEMENT
The Parties acknowledge that during negotiations which resulted in this Agreement each had the ultimate right and opportunity to make demands and proposals with respect to any subject or matter from the area of collective bargaining, and that the understandings and agreements arrived at by the Parties after the exercise of that right and opportunity are set forth in this Agreement. The Parties, therefore, agree that negotiations will not be reopened on any item contained in this Agreement during the life of this Agreement except as specifically provided in Article 23, Savings Clause. Either party may approach the other to discuss collective bargaining issues. However, both parties must agree to re-open any article or add articles before any change can be made unless agreed to herein.
LENGTH OF AGREEMENT
This Agreement shall be effective July 1, 2009, and shall remain in effect through June 30, 2012, and from year to year thereafter unless either party gives notice, not more than sixty (60) days prior to the expiration date of this Agreement or any anniversary thereof. Notice of the desire to terminate, modify, or amend this Agreement shall be in writing, by registered mail, certified mail, or hand delivered.
Signed this _________ day of ________________, 2009.
Board of Education
BETWEEN THE BOARD OF EDUCATION OF
During the term of the Agreement of which this Exhibit is a part, the rates of employees in the bargaining unit shall be as follows:
The Parties agree to reopen for negotiations the provision of Exhibit A for wage rates for 2010 and 2011 or sooner in 2009-2010, if funds become available. Negotiations concerning the provisions of Exhibit A, shall commence no sooner than thirty (30) days prior to the July of the respective years or at a time mutually agreeable to the Parties. Negotiations shall commence in a timely manner, with the intent to complete negotiations prior to July 1.
RECOGNITIONThe following positions constitute all positions included within Article 2, Recognition, of this Agreement for the purpose of collective bargaining between the Board and the Association:
The Parties agree that the intent of Section B, Article 4, of the Agreement is as follows:
By mutual agreement between the Association and the Superintendent's designated representative, the President of the Association may file an Association grievance on behalf of a group of Educational Support Professionals.
Twelve-Month Vacation Accrual
Nine-Month Vacation Accrual
Letter of Intent
During the 2009 negotiations, the Parties agreed to establish a joint Labor Management Committee for the express purpose of discussing the following and any other items mutually agreed upon:
It is the Parties intent to meet, discuss and have a report on the feasibility of the above listed items by January 31, 2010.
Agreed to this _________ day of ________________, 2009.
Board of Education