2.1 The Employer recognizes CSEA as the exclusive representative for all persons holding positions described in Article 2.2 below.

2.3 As used in this Contract, the term employee or unit member shall refer to members of the bargaining unit only.

2.4 Any new positions created by the Employer other than those automatically fitting into the employee organization will be called to the attention of CSEA. CSEA will have ten (10) working days to respond with their concerns over the position. If CSEA disagrees with the Employer, a meeting will be called to determine if both sides can mutually agree on the position. If mutual agreement is not reached, the Employer and CSEA will ask for a ruling from the Public Employment Relations Board (PERB). Such challenge or dispute shall not be subject to the grievance procedure contained in this contract.

2.5 The scope of representation shall be all matters determined by applicable rule, regulation, or order issued by PERB, any court of competent jurisdiction, and those terms and conditions defined in California Government Code Section 3543.2. The Employer may consult on any matter outside the scope of representation at its sole discretion.

3.1 The provisions of this contract constitute the full and complete commitment between the parties and shall be effective July 1, 2006, and shall remain in effect until June 30, 2009, except as provided below.

3.2 Proposals may be submitted by CSEA at the regularly scheduled March Board Meeting, unless mutually agreed otherwise by the parties.

3.3 To the extent that any agreement arrived at is reduced to writing and is embodied in this Agreement or any addendum to this Agreement, the provisions shall be binding on all parties.

4.1 The Employer and CSEA recognize the right of employees to form, join, and participate in lawful activities of employee organizations and the equal alternative right of employees to refuse to form, join, and participate in employee organization activities.

4.2 Representatives of the bargaining unit shall have access to areas in which employees work for the purpose of representing the bargaining unit during the employee lunch period, break, or any other non-work time, upon notification of employees’ supervisor. Any deviation of the above must be approved in advance by the County Superintendent of Schools.

4.3 Employees shall be permitted school bulletin boards, mailboxes, and other means of communication for the posting or transmission of information or notices concerning CSEA matters.

4.4 Representatives of CSEA will have the opportunity to contact employees during the normal workday in which they are performing their duties in the operation of the county office providing it is during non-contact hours with children, after notification of the site administrator or director.

4.5 Representatives of CSEA not employed by the county must check through the appropriate Director’s office for permission to contact employees on the various school sites.

4.6 The Employer agrees to provide one (1) copy of the ACOE Board and Executive Council agendas, with supplements, to the CSEA Chapter President or other designee.

4.7 One (1) copy of the preliminary budget and one (1) copy of the adopted budget will be provided at the time such is being considered by the Board of Education.

4.8 One (1) copy will be provided, upon request, of any and all written reports submitted to any other governmental agency, which affects the classified service.

4.9 The CSEA Chapter President shall be supplied annually with one (1) copy of the seniority roster of employees. This request shall be subject to a written (4) four-week notification by CSEA.

4.10 The CSEA Chapter President shall be granted release time to attend the annual conference, provided the employee is in a paid status at the time of the conference.

4.11 Within thirty (30) days, but not longer than sixty (60) days, after the execution of this contract, the Employer shall provide a copy of this contract or additions to this contract to CSEA for each member of its bargaining unit. Distribution will be done by ACOE. Any new employee shall be provided with a copy of the contract by the Employer upon being hired.

4.12 CSEA shall have the right for paid release time for the CSEA Chapter President or designee to conduct CSEA business.

4.13 The District shall notify the CSEA President of the date, time, and place of all job interviews.

5.1 Check Off-CSEA shall have the sole and exclusive right to have membership dues and service fees deducted for employees in the classified bargaining unit by the County. The County shall, upon appropriate written authorization from any employee, deduct credit union payments, savings bonds, charitable donations, or other plans or programs jointly approved by CSEA and the County.

5.2 Dues Deduction:

5.3 Religious Objection – Any employee covered by this Agreement who is a member of a religious body whose traditional tenets or teachings include objections to joining or financially supporting employee organizations shall not be required to join, maintain membership in, or financially support any employee organization as a condition of employment, except that once such employee has submitted evidence to CSEA which proves that he/she sincerely holds such beliefs, will be required, in lieu of a service fee, to pay sums equal to such service fee to a non-religious, non-labor, charitable fund organization exempt from taxation under Section 501(c)(3) or Title 26 of the Internal Revenue Code, chosen by such employee from the following list of three: 1) American Red Cross; 2) United Way; 3) A charitable organization as approved by the Chapter.

5.4 Deduction and Payment of Charitable Contributions – Any employee who belongs to a religious body described herein shall, within thirty (30) days of the date of this Agreement or their employment, present proof to CSEA that they are a member of such religious body and shall execute a written authorization for the payroll deduction in an amount equal to the service fee payable to one of the three (3) organizations listed in Section 5.3 of this Agreement, or, in the alternative, such employee shall provide proof to the County that such payments have been made on an annual basis as a condition of continued exemption from the requirement of financial support to the exclusive representative. If such employee who holds conscientious objections pursuant to this section requests the employee organization to use the grievance procedure or arbitration procedure on the employee’s behalf, the employee organization is authorized to charge the employee for the reasonable cost of using such procedure.

5.5 Hold Harmless Clause: CSEA shall indemnify and hold the County harmless from any and all claims, demands, suits, or any other action arising from the provisions contained herein.

6.1 Each bargaining unit employee shall have at least one yearly written evaluation, except as described next. After two consecutive years of completely satisfactory annual evaluations the employee and the evaluator can mutually agree to defer the next annual evaluation one year. This agreement must be documented and included in the personnel file at the County office. If either party disagrees with the deferral, an annual evaluation cannot be deferred. Evaluations for all permanent employees shall be submitted to the personnel office on of before the First (1^st) of May on each year.

Evaluation for all regular employees shall be obtained at specified intervals during the work year. The evaluations shall be reported to the Personnel Office on the appropriate form by the evaluator. Evaluation for all probationary employees shall be submitted within sixty (60) working days of employment and again prior to the conclusion of their probationary period. Employees shall serve a six (6) month probationary period which shall mean 130 working days.

The employee shall sign, review and discuss the evaluation form with the evaluator in accordance with 6.3 before it is submitted to the Personnel Office. Signature of the employee need not indicate agreement.

The term "evaluator" as used in this Article refers to the employee’s immediate supervisor.

6.2 Rating

Each evaluation report should be a review of the employee’s performance and should be based upon job-related criteria. Employee performance evaluations are for the purpose of evaluating individual employee performance and for providing guidance and performance development and improvement. Therefore, evaluations shall include specific recommendations for improvements and provisions for assisting the employee in implementing any recommendations made to improve performance. The employee has the right to review and respond to any derogatory evaluation.

6.3 Review

Any employee who had reason to question any aspect of the evaluation has the right to request a review of the evaluation by the appropriate Director. Further appeal may be made to the Employer.

6.4 Derogatory Statements

Any employee will have the opportunity to review and discuss any derogatory statement to be placed in employee’s file. The employee may respond in writing to any derogatory statement, which is to be placed in employee’s file. An employee will be given release time to answer any derogatory statement, which in no case will exceed two (2) hours.

6.5 Review of Personnel File

The bargaining unit employee, or CSEA representative designated in writing, shall have the right to inspect the bargaining unit employee’s personnel file upon request, provided that the inspection is made at a time when the bargaining unit employee is not required to render service to the County. If the employee is prevented from inspecting his/her personnel file because of the employee’s work schedule, alternative arrangements for inspection may be made with the Personnel Office.

7.1 The Workweek of the classified employee shall consist of five (5) consecutive workdays (Monday through Friday) for those employees having an available workday of four (4) hours or more during the workweek.

7.2 The length of the workday or workweek shall be designated by the Employer for each classified position.

With the exception of Transportation, each bargaining unit employee shall be assigned a fixed, regular, and ascertainable minimum number of hours which shall not be less than those hours worked in the previous school year, unless such a reduction is negotiated with CSEA.

Once driver assignments have been finalized, they shall remain in effect until the end of the current school year or the necessity for rebidding arises.

All employees covered by the Agreement shall be entitled to an unpaid duty-free lunch break of no less than thirty (30) minutes after completing four (4) hours of duty. The lunch period is to be scheduled at or as near the midpoint of the work shift as is possible.

All bargaining unit employees shall be granted rest periods which, insofar as practicable, shall be in the middle of each work period at the rate of fifteen (15) minutes per four (4) hours worked or the major fraction thereof. This shall be considered part of the regular workday.

Any employee who is directed to work in excess of the employee’s regular assignment for a period of twenty (20) consecutive working days or more shall have the regular assignment adjusted upward to reflect the longer hours.

Any request for employees to work additional hours must be approved by the Director or site administrator prior to the additional time being worked, except in an emergency situation which could adversely affect the safety of students.

Overtime is defined to include any time worked in excess of eight (8) hours per day or forty (40) hours in any workweek. All overtime hours as defined in this section shall be compensated at a rate of pay equal to time and one-half (1 ½) regular rate of pay of the employee.

7.7 Employees shall have the right to reject any offer of overtime, providing it is not an emergency situation as determined by the County Superintendent or designee.

7.7.1 Field Trips (Drivers)

An employee shall have the option of compensatory time off in lieu of cash compensation for overtime work. Such election shall be mutually agreed upon by the employee and the immediate supervisor prior to the time that the overtime is to be worked. Compensatory time off shall be granted at the appropriate rate of overtime. Compensatory time must be taken by June 30 of each school year or it will be paid in cash.

Any employee called back to work, whether before or after normal working hours or on a day not scheduled to work, shall receive not less than two (2) hours of pay at the applicable rate.

Bus Route - is defined as a regular home to school and school to home trip in a bus.

Car/Van Route – is defined as a regular home to school and school to home trip in a car or van.

Daily bus routes shall be assigned to employees on the basis of bidding process, based on length of service of the employee, driving skills, and skills working with handicapped children. If all of the above factors are equal, the length of service within classification shall be the determining factor. If the length of service of two employees is equal, the determination on who is the senior employee for bidding as per 7.10 will be made by the employees drawing lot.

Bidding of scheduled routes will be done after route hours have been finalized. If the person is unable to participate they may designate, in writing, their desired route, and the employee may designate, in writing, another employee to bid for them.

7.10.1 Vehicles are assigned to the runs whereas the routes are assigned to the
employee.

When work normally and customarily performed by the Special Ed employees is available to be performed at times other than during the regular August-June academic year, the work shall be offered to Special Ed employees in the appropriate classification(s), as provided in this section.

7.12 Assignment of aides for the Extended School Year Program (i.e. summer school) shall be made on the basis of experience and program needs. If additional positions are available and should two employees within the Special Ed program apply, seniority shall be the determining factor for these positions.

Assignment of bus drivers for the Extended School Year Program (i.e. summer school) shall be made on the basis of seniority within Special Ed.

7.13 An employee who accepts a summer assignment in accordance with the provisions of this section shall receive, on a pro-rata basis, not less than the compensation and benefits applicable to that classification during the regular academic year. No employee shall be required to accept a summer assignment that is not so regularly assigned. In the event no permanent or probationary employees are interested in accepting summer assignment, substitute employees shall be used.

7.14 All hours assigned to an employee for a summer assignment shall be considered hours in a paid status for the purposes of this contract.

7.16 The following are calendar parameters that would be applied to the development of the school calendar, which calls for 180 student days. If the calendar went outside of these parameters, the change would be negotiated between the County Office of Education and the Association:

Ÿ First semester would end before the Christmas Break

Ÿ One week break at the end of the first quarter

Ÿ Travel day before Thanksgiving

Ÿ Travel day before Christmas Break

Ÿ Two week Christmas Break

Ÿ One week break at the end of the third quarter

Ÿ Good Friday and the Monday after Easter would be off

Ÿ School out the Friday after the first Sunday in June

Ÿ The following days shall be non-work or holiday depending on the bargaining unit:

Ÿ Labor Day – First Monday in September

Ÿ Veteran’s Day – November 11^th

Ÿ Thanksgiving Day – Thursday in November as designated

Ÿ Friday after Thanksgiving

Ÿ Christmas Eve – December 24^th

Ÿ Christmas Day - December 25^th

Ÿ New Year’s Eve Day – December 31^st

Ÿ New Year’s Day – January 1^st

Ÿ Martin Luther King Day – Third Monday in January

Ÿ Lincoln’s Birthday – Monday of the week in which February 12^th occurs

Ÿ President’s Day – Third Monday in February

Ÿ Memorial Day – Last Monday in May

Ÿ Independence Day – July 4^th (summer school)

When any holiday falls on a Sunday, it shall be observed the following Monday. If a holiday falls on Saturday, it shall be observed the preceding Friday.

8.5 Reclassifications:

9.1 Layoff shall occur for lack of funds or lack of work. When it becomes necessary for the Employer to layoff any employee, layoff procedures will be followed. Employees to be laid off at the end of the school year shall be given written notice on or before April 29 informing them of their layoff effective at the end of the school year and of their displacement rights, if any, and reemployment rights. However, if the termination date is other than June 30, such notice shall be given not less than sixty (60) days prior to the effective date of their layoff. Termination date of an employee will be the last actual working day.

9.2 Any layoff shall be administered within a classification. The order of layoff shall be based on seniority within that class in which the employee has served. An employee with the least seniority shall be laid-off first. Seniority shall be based on the hire date in that classification.

9.3 An employee laid-off from his/her present classification may bump into an equal or lower class in which the employee has greater seniority. The employee may continue to bump into such equal or lower classifications to avoid lay off.

9.4 An employee who elects a layoff in lieu of bumping maintains his/her reemployment rights under this contract.

9.5 If two (2) or more employees subject to layoff have equal class seniority, the determination as to who shall be laid-off will be made on the basis of the greater hire date of seniority, and if that be equal, the determination shall be made by lot.

9.6 Laid-off persons are eligible for reemployment in the class from which laid-off for a thirty-nine (39) month period and shall be offered reemployment in the reverse order of layoff. Their reemployment shall take precedence over any new applicants. In addition, they shall have the right to apply for promotional positions and vacancies within the filing period specified in the Transfers and Vacancies Article of this contract, and use their seniority therein for a period of thirty-nine (39) months following layoff. An employee on a reemployment list shall be notified of promotional and vacancy opportunities.

9.7 Employees who take voluntary demotions or voluntary reductions in assigned time in lieu of layoff shall be, at the employee’s option, returned to a position in their former or present classification with increased assigned time as vacancies become available, for a period of five (5) years and three (3) months, except that they shall be ranked in accordance with their seniority on any valid reemployment list.

9.8 Any employee who was subject to being, or was in fact, laid-off and who is qualified for and who elected service retirement from the Public Employees’ Retirement System shall be placed on an appropriate reemployment list. The Employer shall notify the Board of Administration of the Public Employees’ Retirement System of the fact that retirement was due to layoff. If he/she is subsequently subject to reemployment and accepts, in writing, the appropriate vacant position, the Employer shall maintain the vacancy, but may fill it on a temporary basis, until the Board of Administration of Public Employees’ Retirement System has properly processed his/her request for reinstatement from retirement.

9.9 The Employer shall maintain an updated seniority roster, indicating employee’s class seniority and hire date seniority. Such rosters shall be available to CSEA in the event layoff procedures are invoked.

9.10 Any employee who is laid-off and is subsequently eligible for reemployment shall be notified in writing by the Employer. Such notice shall be sent, by certified mail, to the last address given to the Employer by the employee.

9.11 An employee who has received and declined three (3) offers of employment in the classification from which laid off and for the same or more hours than held at the time of layoff shall be removed from the reemployment list.

9.12 No permanent classified employee shall be laid-off from any position while employees serving as short term, substitute, or probationary are retained in positions of the same class.

9.13 Any employee desiring to leave the service of the County office may do so without prejudice by filing his/her written resignation two (2) weeks prior to the effective date of the resignation. The resignation shall be addressed to the Employer with a copy to the immediate supervisor.

10.4 The Employer will provide payroll deduction services to all employees without added cost. Any employee may authorize deductions from his/her salary without charge by a revocable, written authorization for any of the following:

1. health plan premiums for both the employee and family;

2. purchase of shares or repayment of loans of a credit union;

3. purchase of United States Savings Bonds;

4. dues for membership in representative organization;

5. premiums on pre-approved tax-sheltered annuities.

10.6 Health and Welfare Contributions:

Effective July 1, 2007, the County shall contribute a total of $7,550.00 per year toward employee health and welfare coverage.

Employees who work between 4 and 6 hours may choose not to participate in the County provided medical coverage. These employees may choose to receive cash-in-lieu as follows:

10.7 Retirement Benefit Plan

Upon retirement from the school district, an employee who has served the County Office fifteen (15) or more years and is at least (55) years of age could contract with the County Office of Education/District for 160 hours of substitute service. The contract must be submitted yearly prior to March 1^st of the year preceding the contract year. The acceptance of the contract is subject to the approval of the Superintendent or his designee.

In return for the 160 hours of substitute service, the district will pay the employee the hourly rate at the time of retirement.

Contracts may not be submitted for more than five (5) years or for the year following the 65^th birthday of the employee.

Employees may enter into a 125 Plan to purchase medical insurances.

11.1 Sick Leave

11.2 Personal Necessity Sick Leave - The employee requiring leave under this section shall verify by signed statement, on County provided form, that he/she desires a leave for one of the reasons listed as permissible under this section. Whenever possible, advance notification of any personal necessity leave under this section shall be given. An employee may use, at his/her election, not more than seven (7) days of accumulated sick leave benefits in a school year in the following cases of personal necessity:

11.8 Leaves of Absence for Industrial Accident and Illness - All permanent classified employees shall be eligible for benefits provided by Education Code Section 45192, as follows:

ARTICLE 12 VACATION

12.1 Vacation shall follow the below schedule based on a formula of per hour accrual of vacation credit for each hour of paid service, excluding overtime, for those employees who were transferred from the Calaveras County Office of Education to the Amador County Office of Education on July 1, 1997.

Length of Service Hourly Employee

1 - 2 years .03846 10 days

3 - 4 years .05769 15 days

5 - 6 - 7 years .07692 20 days

8 - 9 years .08461 22 days

10 and above .09615 25 days

12.2 For employees hired into the Amador County Office of Education the following vacation schedule shall apply:

12.3 Vacation pay shall be calculated for the current school year and included in the salary computation of each employee based upon Article 12.1 or 12.2 preceding. Holidays for which the employee will be paid will also be included in the salary computation. All employees shall be given a written accounting of accrued vacation and sick leave balances annually. Days taken off for vacation purposes while school is in session will require advance approval and will result in daily loss of pay for employees less than twelve (12) months.

12.4 If any employee terminates and has been granted vacation which was not yet earned at the time of termination of his/her services, the Employer shall deduct from the employee’s severance warrant the full amount of salary which was paid for such unearned days of vacation.

12.5 Vacation schedules shall be reviewed with the employee’s Director and/or site administrator.

12.6 All classified employees who resign or whose employment is terminated shall receive the paid vacation to which they are entitled at the time of severance.

12.7 Flexibility on Vacation Carry-over - The County shall maintain a master vacation schedule and a qualified substitute list, allowing employees to take requested vacations when possible. Employees may carry-over forty (40) days for special trips when mutually agreed upon between the County and employee. When approaching the maximum, the County will notify and discuss options with the employee. Any time vacation is accumulated by employee discretion, vacation time must be taken as scheduled time-off and not paid in cash.

13.1 Employees contracted for 10 months shall have their annual salary calculated based on 12 holidays.

Employees contracted for 11 and 12 months shall have their annual salary calculated based on 13 holidays.

Employees who work during the month of July shall receive compensation for Independence Day based on Education Code Section 45205.

Holiday compensation for entering or departing employees will be prorated based on the number of days worked.

The designated holidays are as follows:

Labor Day

Veteran’s Day

Thanksgiving Day

Day after Thanksgiving

Christmas Eve Day in lieu of Admissions Day

Christmas Day

New Year’s Eve Day

New Year’s Day

Martin Luther King Day

Lincoln’s Birthday

Washington’s Birthday

Memorial Day

13.2 Any day proclaimed by the President of the United States, the Governor, the Employer, or the Amador County Board of Education as a general holiday shall be observed as a holiday.

13.3 When any holiday on which the schools would be closed falls on a Sunday, the county office shall close on the following Monday. If a holiday falls on a Saturday, the county office shall close on the preceding Friday.

13.4 Employees whose workday is less than eight hours per day will receive prorated holiday pay.

13.5 Eligibility - In order to be eligible to receive credit for any of the holidays listed in this section, the employee must be in a paid status on the normal workday immediately preceding or succeeding the holiday. Employees whose normal work assignment placed them in a paid status on the last preceding, or the first day succeeding, the Christmas recess shall be granted the holidays of Christmas Eve Day, Christmas Day, New Years Eve Day and New Years Day.

14.1 Definitions

Before filing a formal grievance, but within twenty (20) working days of the occurrence or omission-giving rise to the grievance, the Grievant should attempt to resolve the problem through an informal conference with his/her appropriate site administrator and/or Director.

If the Grievant is not satisfied with the decision at Step II, he/she may within ten (10) working days appeal the decision on the appropriate form to the Superintendent or his/her designee. This statement shall include a copy of the original grievance and appeal, the decisions rendered, and a clear, concise statement of the reasons for the appeal. Either party may request a personal conference. The Employer or his/her designee shall communicate his/her decision in writing to the Grievant within ten (10) working days. For grievances involving reclassification, Level III is the final step.

If satisfactory settlement cannot be reached at Level III, the employee may request, in writing, that CSEA submit the matter to Binding Arbitration. Such request shall be made within ten work days of receipt of the Level III decision.

15.1 It is understood and agreed that the Employer retains all of its power and authority to direct, manage, and control to the full extent of the law. Included but not limited to those duties and powers are the exclusive right to: determine its organization; direct the work of its employees; determine the times and hours of operation; determine the kinds and levels of services to be provided, and the methods and means of providing them; establish its education policies, goals, and objectives; insure the rights and educational opportunities of students; determine staffing patterns; determine the numbers and kinds of personnel required; maintain the efficiency of Employer’s operations; determine the curriculum; build, move, or modify facilities; establish budget procedures and determine budgetary allocations; determine the methods of raising revenue; and take action on any matter in the event of an emergency. In addition, the Employer retains the right to hire, classify, assign, evaluate, promote, terminate and discipline employees.

15.2 The exercise of the foregoing powers, rights, authority, duties and responsibilities, and practices in furtherance thereof, and the use of judgment and discretion in connection therewith, shall be limited only by the specific and express terms of the contract, and then only to the extent such specific and express terms are in conformance with the law.

16.1 The salary schedule for members of the bargaining unit shall be found as Exhibit III of this Agreement. This schedule shall be effective, July 1, 2006. This schedule represents a 6% salary increase effective July 1, 2005.

16.2 All regular paychecks shall be itemized to include all deductions and overtime. All employees shall be paid once per month payable on or before the last working day of the month in which the employee is in a paid status. If the normal pay date falls on a holiday, the paycheck shall be issued on the preceding workday.

Any payroll check which contains an error by the Employer resulting in insufficient payment shall be replaced and a supplemental check issued no later than five (5) working days following a note by the employee to the Payroll Department. Lost checks will be replaced as soon as possible.

An employee who is promoted to a higher position requiring different job duties shall be placed at the step representing the next higher amount of money in the classification for which he/she is eligible, and shall in no case receive less then he/she would have received for the following year had he/she not been promoted.

An employee who is promoted to a higher position shall serve a probationary period of six working months (130 working days), during which time he/she may be demoted to his/her previous position for unsatisfactory service.

16.5 Any employee who uses his/her vehicle on official business shall be reimbursed at the rate currently approved by the Employer and the County Board of Education for all miles driven. The employee will receive his/her mileage reimbursement separately from his/her payroll warrant.

16.6 Out-of-Class Pay

An employee may be required to perform duties inconsistent with those assigned to the position by the Employer for a period of more than five (5) working days within a fifteen (15) calendar period, providing that his/her salary is adjusted upward for the entire period that he/she is required to work out of classification and in such amounts as will reasonably reflect the duties required to be performed outside his/her normally assigned duties. In no event is the increase in salary for this period to be less than five percent (5%) of the normal salary of the employee.

16.7 Training

An employee who is required to attend training/inservice sessions or otherwise engage in training of any kind in order to continue his/her employment in a position shall receive compensation as follows:

When personal property of the employee is damaged in the line of duty without fault of the employee while the employee is in the line of duty, the Employer may provide for payment of the cost of replacing or repairing such property. If the property is covered by insurance, but not fully, the employee may provide for payment of the difference between the insurance settlement and the actual value of cost of repairing. A limit of $500 is established for payment of such damaged or stolen property.

16.9 Longevity

Longevity payments shall be made according to the schedule found on the Classified Employee Salary Schedule (Exhibit III of this Agreement). Beginning the 10th year of service = $.24/hour above step 5; Beginning the 15th year of service = $.24/hour above the Step 10; Beginning the 20th year of service = $.24/hour above Step 15; Beginning the 25^th year of service = $.24/hour.. Employees who are currently being paid under the provisions of the Calaveras County Office of Education Longevity schedule shall continue to receive these benefits until negotiated otherwise. This shall include employees who received longevity during the 1998/99 school year.

17.1 Employees shall not be required to work under unsafe or unhealthy conditions or perform tasks which may endanger their health or safety.

17.2 Any employee who observes a working condition which is believed to be unsafe or unhealthy, shall report such conditions in writing, including the reasons for believing it to be unsafe or unhealthy, to the appropriate Director. The Director will respond in writing as soon as practicable, not to exceed ten (10) working days, as to how the unsafe or unhealthy condition has been or shall be remediated, if such remediation is possible or practical.

17.3 Employees will, as soon as practical, report in writing cases of assault/injury or threatened assault/injury suffered by them in connection with their employment to the appropriate law enforcement authorities with a copy to their immediate supervisor. The immediate supervisor shall promptly report the incident to the Director and the Superintendent.

17.4 The employer will reimburse employees for the loss or damage to employee-owned instructional equipment and/or instructional materials with a value in excess of $25 and less than $200. Such items may not be used without the prior written approval of the employee’s immediate supervisor.

17.5 The District will make available to all employees reasonable and necessary medical supplies, treatment, precautions, and training to properly provide for employee and student safety.

18.6 No disciplinary action shall be taken for any cause which arose prior to the employee’s becoming permanent, nor for any cause which arose more than two (2) years preceding the date of the filing Notice of Cause unless such cause was concealed or not disclosed by such employee when it could reasonably be assumed that the employee should have disclosed the facts to the Employer.

19.1 For the duration of this agreement, CSEA and its members agree not to call, sanction, or engage in a strike, concerted work stoppage, or concerted disruption.

19.2 The Employer agrees that it shall not engage in a lockout.

20.1 If any provisions of this agreement are held to be contrary to law by a court of competent jurisdiction, such provision(s) will not be deemed valid and subsisting excepting to the extent permitted by law, but all other provisions will continue in full force and effect.

20.2 In the event of suspensions and invalidation of any article or section of this agreement, the parties agree to meet and negotiate within thirty (30) days after such determination for the purpose of arriving at a mutually satisfactory replacement of such article or section.

21.1 The employer and CSEA agree that it is to their mutual benefit to encourage the resolution of differences through the meet and negotiate process. Therefore, it is agreed that CSEA will support this agreement for its term and will not appear before any public bodies to seek change or improvement in any matter subject to the meet and negotiate process except by mutual agreement of the Employer and CSEA.

22.1 No employee in the bargaining unit shall be appointed, reduced, removed, or in any way favored or unlawfully discriminated against on account of race, religious creed, color, national origin, ancestry, physical handicap, medical conditions, marital status, sex, or age.

22.2 Neither the Employer nor CSEA shall impose or threaten to impose reprisals on employees, to discriminate or threaten to discriminate against employees, nor otherwise to interfere with, restrain or coerce employees because of their exercise of rights guaranteed by law.

23.1 Restriction on Contracting Out - The parties agree that the County may contract with private vendors for services or materials, as necessary, so long as such contracting out for services or materials does not cause a reduction of the number of classified employees or a reduction in the regular hours worked by members of the classified service.

All employees subject to testing for controlled substances and alcohol shall be individually notified, in advance and in writing, that they are subject to reasonable suspicion, post-accident, random, return to duty, and follow-up testing while on duty. The notice shall state that the only such tests required by the Employer are those required by the Federal Highway Administration (FHWA) as set forth in Title 49 of the Code of Federal Regulations, Part 382.

24.3 REASONABLE SUSPICION TESTING

24.4 POST-ACCIDENT TESTING

24.5 RANDOM TESTING

24.6 TESTING PROCEDURES

24.7 POSITIVE TESTS

24.8 EFFECTS OF A POSITIVE TEST

24.9 MISCELLANEOUS