(*Please note that this is a working committee. Documents may change before the meeting and/or prior to introduction before the Board. The Board Office maintains the archive for documents that were presented at the meeting. Due to the June 2015 change to the district website, documents for this meeting are provided on the pages below.)

Executive Committee Thursday, November 5, 2015, 4:30-6:00pm

Board Office Conference Room, John Stanford Center

Agenda

Call to Order 1. Approval of agenda 2. Approval of October 1, 2015 meeting minutes Discussion and/or Action: I. Board Action Items 1. Collective Bargaining Agreement with Automotive Machinists 5 mins II. Review of the November 18 and December 2 legislative session agendas 30 mins III. Special Attention items 1. December Retreat Agenda 10 mins IV. Board Policies and/or Procedures V. Routine Items 5 mins 1. Government Relations 2. Community Engagement 3. SPS/City of Seattle Agreement Discussions Seattle Preschool Program Other 4. Board Calendar/Work Plan 5. Board Self-Evaluation 2014-15 Check-In Adjourn

Board Special Meeting

2445 – 3rd

Avenue South, Seattle WA 98134

Executive Committee Thursday, October 1, 2015, 4:30-6:00pm

Board Office Conference Room, John Stanford Center

Minutes

Call to Order The meeting was called to order at 4:33 pm. Directors Carr, McLaren, and Peaslee were present. The meeting was staffed by Superintendent Larry Nyland, Deputy Superintendent Charles Wright, Acting General Counsel John Cerqui, and Board Office Manager Theresa Hale. Approval of agenda Theresa Hale asked if the Board Calendar/Work Plan could be discussed earlier in the agenda, as Pegi McEvoy needs to leave prior to that discussion topic. Directors discussed moving the item to after the approval of the minutes. Director McLaren moved to approve the agenda as amended. Director Peaslee seconded. The amended agenda was approved unanimously.

Approval of August 13 and September 17, 2015 meeting minutes Director McLaren moved to approve the meeting minutes for August 13, 2015 and September 17, 2015. Director Peaslee seconded. The minutes were approved unanimously.

Board Calendar/Work Plan – Pegi McEvoy noted that the community has been providing feedback regarding the Bell Times topic and recommended that this item come to the Operations Committee meeting on October 15, 2015 as a Committee of the Whole. Directors discussed the topic. Theresa Hale will modify the Operations Committee meeting agenda and send a notice to include the Committee of the Whole.

Review of the October 7 legislative session agenda Directors and staff reviewed the Board meeting agenda for October 7. It was discussed that during the Superintendent’s comments, Gail Morris will provide an update on Indigenous Peoples’ Day. Directors asked for an update on the professional development around the “Since Time Immemorial” curriculum. Directors agreed to move the Approval of the Washington State Auditor’s Office Contract for 2014-15 Fiscal Year Audits to the Consent Agenda. Directors noted the addition of the 2015-16 Legislative Agenda for Introduction. Director McLaren moved to approve the October 7 agenda with the edits as discussed. Director Peaslee seconded. The amended agenda was approved unanimously.

Review of the October 21 legislative session agenda Directors and staff reviewed the Board meeting agenda for October 21. Directors discussed the recognition of Susie Fitzhugh, who is retiring. Directors agreed to move the Meany Middle School Constructability Review, 5-year use/30-year Building Life Resolution and Intent to Construct Resolution items to the Consent Agenda. Superintendent Nyland noted the need to add an item for Introduction on the Alliance for Education. Director McLaren moved to approve the October 21 agenda with the edits as discussed. Director Peaslee seconded. The amended agenda was approved unanimously.

Review of the November 4 legislative session agenda Directors and staff reviewed the Board meeting agenda for November 4. Directors agreed to move the OSPI Emergency Response Grant Resolution and the Loyal Heights Value Engineering Report items to the Consent

Board Special Meeting

2445 – 3rd

Avenue South, Seattle WA 98134

Agenda. Directors noted adding Governance Priorities, Superintendents Evaluation Instrument, Goals & Rubric, as well as the Superintendent’s Salary & Contract Extension as items for Introduction. Directors discussed having an additional Executive Committee meeting at the end of this month to review the November 4th agenda again, due to the limited number of introduction items currently noted. Director McLaren moved to approve the November 4 agenda with the edits as discussed. Director Peaslee seconded. The amended agenda was approved unanimously.

Board Action Items

Collective Bargaining Agreement with Seattle Education Association – Supt. Nyland provided an overview of this item. He thanked the team for their hard work and mentioned the discussion at the last Executive Committee meeting, where it was decided to have the Collective Bargaining Agreement (CBA) reviewed in its entirety prior to bringing to the full Board. This item will be introduced and acted upon at the October 7 Regular Board meeting. Directors are participating in 2x2 meetings with staff to discuss the CBA and ask questions in advance of the Board meeting. Directors asked for a presentation for the public at the Board Meeting to provide a visual overview of key items. They further discussed providing a timeline of the negotiation process as well as the tentative agreements reached along the way to show the progression of the negotiations. Directors also asked for a financial summary for public record. Geoff Miller noted that a summary document can be prepared and completed prior to the Board meeting. He also noted that the bargaining team and the Seattle Education Association (SEA) were invited to the Board meeting. Mr. Miller thanked his team and the way they came together with the bargaining team to find solutions and to help expedite the process. He also thanked Brent Jones and Superintendent Nyland for their work to engage in the bargaining process to help the team, and Sherry Carr for her assistance and leadership. Directors noted #11 on the CBA summary document regarding the Educational Staff Associates (ESA) staff-to-student ratios and that a verbiage correction is needed. Staff will have additional documentation to show a side-by-side comparison of the teachers’ old and new contracts. The Directors thanked Jacque Coe for her communications during the strike, and John Cerqui for advising the School Board during the process. Director McLaren made a motion to move this item forward to the full Board with a recommendation for approval. Director Peaslee seconded. This motion was approved unanimously. Supt. Nyland requested discussing the Legislative Agenda next, as it frames the Network for Excellence in Washington State (NEWS) discussion. Legislative Agenda – Supt. Nyland provided an overview of this item. He noted the attachments provided to the Executive Committee. Dr. Nyland noted that the Legislative Agenda is taking up work that was unfinished from last year, as the Legislature is on a biennial budget cycle. The items that Seattle Public Schools (SPS) will address are to amply fund salaries, do no net harm to state levies, and close the opportunity gaps. Directors and staff discussed the McCleary ties in the Legislative agenda, and that not all items have been addressed by the Legislature from the past year. Directors noted that the requirements for 24 credits for graduation and 1080 hours of instruction for grades 7-12 will require extending the school day. These requirements will impact salaries, transportation funding and school hours. Directors asked to add these items to the Legislative agenda. Supt. Nyland noted he would include this under the “close the opportunity gaps” line item. Director McLaren made a motion to move this item forward to the full Board with a recommendation for approval. Director Peaslee seconded. This motion was approved unanimously. Resolution from Network for Excellence in Washington Schools – Supt. Nyland provided an overview of this item. He called out the final “resolved” statement on the NEWS resolution handout. John Cerqui noted that this resolution is to inform the community who may not have known the impact of the Seattle Public Schools’ tie to the State budget in regards to fully funding education per the McCleary decision. Directors discussed the entire state has the same blanketed compensation model, which does not take

in to consideration a regional salary model. Supt. Nyland noted that the Legislative Agenda covers the same language that is written in the Collective Bargaining Agreement regarding regional salaries.

Director McLaren made a motion to move this item forward to the full Board with a recommendation for approval. Director Peaslee seconded. This motion was approved unanimously.

Special Attention Items

State of the District – Jacque Coe noted that the State of the District is scheduled for Thursday, Nov 5. She discussed two times and locations to engage the public. One event in the morning at a high school in the north end with ample parking, anywhere from 7am-8am, so that parents can come in before work/school for a presentation and Q&A session. Then hold another event around 6:30pm at a south end high school or central location to give the same opportunity for families/community members in that region. Directors discussed attendees being parents, community members, elected officials, and media, as well as business partners, and discussed finding times and locations to reach a broad audience. Ms. Coe discussed logistics with scheduling the Superintendent. The Directors and staff considered factors such as traffic, parking, work schedules, and the breadth of attendees to determine the best plan of action. Ms. Coe stated she will pursue the options discussed to find viable options for the community to participate in the State of the District presentation(s).

September Retreat Follow-Up – Erinn Bennett noted the communications protocol edits are highlighted, as discussed at the Board retreat.

Communications Protocol Directors discussed the amendment section of the protocol, regarding asking staff in advance if they will be speaking on amendment, and allows for staff to have the option to decline and respond at a later time. Directors commented on trying this process to see how it works. Directors and staff discussed Superintendent SMART goals being assigned to Board committees and that each Director is to review the work plans of each committee. In the Due Diligence section on page 7, the language was updated in Point 5.a, to add “staff workload and calendar” to the statement in parenthesis. Directors and staff discussed the Superintendent Evaluation rubric that will be presented at the October 14th work session, and then presented to the full Board on November 4

for Introduction. Staff and Directors commented that there was not a final Protocol determined at the retreat, however, they felt like there was an agreement to the changes that had been discussed there. Directors asked that the Board Meeting Norms document be updated from the retreat and distributed to all Directors. Director Carr stated that it does not need to come back to the Board for review, and could be moved forward.

Director McLaren moved to approve the amended Communications Protocol. Director Carr seconded. This motion was approved by Directors McLaren and Carr. Director Peaslee was out of the room during the vote.

John Cerqui noted that they may want to take it to the full Board for approval. Ms. Bennett recommended that we move it as Introduction/Action at the Board meeting on October 21, to give time to make the corrections and send around a Board Action Report (BAR). Director McLaren moved to rescind the earlier action on the Communications Protocol. Director Carr seconded. This motion was approved by Directors McLaren and Carr. Director McLaren made a motion to move the Communications Protocol item forward to the full Board with a recommendation for approval at the October 21 Board meeting for Introduction/Action. Director Peaslee seconded. This motion was approved unanimously.

Board Transition Training – Dir. Carr noted that she proposed four elements for the new Director training: Governance at the December Board retreat, Series 1000 Policies, including hypothetical situations, the Board’s role in judicial settings related to appeal hearings, led by the General Counsel, and a short module on what the district oversight structure looks like. Directors discussed adding a fifth

item, on the role of ethics, conflict of interest disclosure and the Communications Protocol. Director Carr offered her support in training the new Directors. John Cerqui noted the training in regards to the Open Public Meetings Act and the Public Records Act to ensure training compliance. Directors discussed the breadth of training and that it does not need to all be in one session. Ms. Bennett discussed building out a chronology of these topics in which progression of topics will make sense, and adding the training in the calendar over the first 6 months for the new Directors. The goal is to ensure success in their role as School Board Director. Alliance for Education – Supt. Nyland provided an overview of the work on this item. He noted the progress made since the Memorandum of Understanding (MOU) lapsed in March of this year and that the Alliance has noted a November 1 deadline to partner for the Seattle Teacher Residency (STR) for the 2016/17 year. Supt. Nyland discussed that there is a possibility that the STR may be included with the Alliance item, however, it may be presented as a stand-alone topic, to be decided at a later time. Directors discussed the next steps and timelines. Supt. Nyland will continue to engage the Alliance to move forward and discuss timelines on both ends to define next steps, with Introduction on October 21 and Action on November 4. Directors and staff noted that it will need to be brought to Executive Committee with a BAR, which may be done at the October 14 Executive Committee of the Whole.

Routine Items Government Relations

Director Carr noted she met with the Mayor in August prior to the strike and that he offered his support where he could.

Community Engagement Theresa Hale noted the Bell Times community meetings today, tomorrow, and Monday. Also,

the Student Assignment Plan community meetings today, tomorrow and Tuesday. Ms. Hale noted that the levy meetings are completed, and that the Family Universities Fall Cohort had started this week.

Director McLaren discussed a professional learning group of 20-30 people from the Seattle School District that have attended a series of trainings. They have developed recommendations on incorporating a vision/plan for family engagement strategies within the community. Directors discussed a timeframe to have a presentation at a Board meeting. Clover Codd recommended the November 4 Board meeting to inform the public and advocate for family and community engagement and partnerships. Directors discussed the suggested timeframe, and that they would discuss at a future Executive Committee meeting if further presentations would be appropriate.

Supt. Nyland requested the Board’s guidance on final language for Goal 3 of the 2015/16 Superintendent SMART Goals discussed at both the Board retreat and the Closing Opportunity Gaps Work Session. He will email the three options and ask for responses as soon as possible.

SPS/City of Seattle Agreement Discussions Seattle Preschool Program

Cashel Toner provided an update on this topic. Ms. Toner noted that Bailey Gatzert opened a preschool classroom on schedule with the rest of the Seattle Public Schools, and reported that the families and the school staff have provided positive feedback. Current enrollment is at 19 children, with a final capacity of 20. There is a current wait list to fill the final spot. Van Asselt and the original Van Asselt preschools have 9 students, and 2-3 students respectively, with a 20 student capacity each. Ms. Toner reported that since the August 19 vote by the Board on the Service Agreement, they have hired instructors and assistants and developed materials. This was a tight timeline, and all three programs are still learning. The City is conducting a second round of enrollment to fill the two Van Asselt classrooms. The staff hired meet the highest reimbursement rate to drive the 25% performance pay milestones. Ms. Toner noted the programmatic milestones and standard practice items to help earn funds. They are currently building a professional development plan for staff at all three classrooms, to ensure a smooth transition and get up to speed. Directors noted how pleased they were to learn of the programs started and discussed further outreach to drive enrollment. At the next meeting, Ms. Toner will provide further updates on policy feedback, space prioritization and the vision/direction for the

Early Learning. Directors noted that they would like to renegotiate the terms of the agreement with the City for fully funding the program. They asked that John Cerqui research the implications, to address the point that Seattle Public Schools cannot divert any K-12 funds, citing a recent ruling on Charter Schools. Charles Wright made note of an approach SPS may take with the City to further engage in this discussion.

2. Board Self Evaluation 2014-15 Check-In Staff noted that in the Work Session yesterday, Director Blanford addressed Goal 5 of the

Board’s SMART goals on Closing Opportunity Gaps.

The meeting adjourned at 6:29 pm.

Informational (no action required by Board) Action Report (Board will be required to take action) DATE: October 29, 2015 FROM: Dr. Larry Nyland, Superintendent LEAD STAFF: Brent Jones, Assistant Superintendent of Human Resources bjones@seattleschools.org 252-0027

I. TITLE

Approval of the 2015-2018 Collective Bargaining Agreement with International Association of Machinists and Aerospace Workers, AFL-CIO District Lodge No. 160, Local No. 289 (Automotive Machinists)

For Introduction: November 18, 2015 For Action: November 18, 2015

II. WHY BOARD ACTION IS NECESSARY

Board action is necessary in order to approve the 2015-2018 Collecting Bargaining Agreement (“Agreement”) because state law requires that the School Board shall fix salaries for all District employees and approve benefit and leave policies. RCW.28A.400.200; RCW 28A.400.300. Board Policy No. 5020 “Collective Bargaining” also requires that collective bargaining agreements be approved by the School Board.

III. FISCAL IMPACT/REVENUE SOURCE This Agreement covers wages and benefits for three (3) years for five (5) automotive machinists employed by the District, for the period September 1, 2015 to August 31, 2018. The Agreement provides for a 2% increase in pay for each year of the Agreement. The Agreement also provides for an increase in the annual tool allowance from $200 to $500. (See attached Budget Office table) Fiscal impact of this action will be $29,030 over the life of the Agreement. The revenue source for this motion is the general operating budget. Expenditure: One-time Annual Other Source

IV. POLICY IMPLICATION Policy No. 5020, Collective Bargaining, was adopted in October 2011 and provides that all collective bargaining agreements must be approved by the Board.

V. RECOMMENDED MOTION I move that the Seattle School Board authorize the Superintendent to execute the 2015-2018 Collective Bargaining Agreement with the International Association of Machinists and Aerospace Workers, AFL-CIO District Lodge No. 160 Local No. 289 in the form attached to the Board Action Report, with any such minor additions, deletions, and modifications as deemed

School Board Briefing/Proposed Action Report

necessary or appropriate and to implement the terms of the Agreement. Immediate action is in the best interest of the District.

VI. BOARD COMMITTEE RECOMMENDATION This motion was discussed at the Executive Committee meeting on November 5, 2015. The Committee reviewed the motion and ______________.

VII. BACKGROUND INFORMATION The 2012-2015 Collective Bargaining Agreement between Seattle School District No. 1 and the International Association of Machinists and Aerospace Workers, AFL-CIO District Lodge No. 160, Local No. 289 expired on August 31, 2015. The parties began negotiating a new three year contract on June 29, 2015 and reached a Tentative Agreement on August 18, 2015. This Agreement was voted upon and approved by the union’s membership for ratification on Wednesday, September 2, 2015. Significant changes to the Agreement include:

• The District and the Union agreed to eliminate the third shift premium. The second shift premium remains two dollars ($2.00) per hour. The District and the Union also agreed to flatten the salary schedule from three (3) steps to one, with all permanent employees starting as journeypersons. One job title, “Utility Person,” was eliminated and the “Auto Shop Operations Specialist” title has been replaced by a “Foreperson” title. The Foreperson will be paid a premium of ten percent (10%) in addition to the rate of pay for a journeyperson and will assume some supervisory and organizational responsibilities.

• The District and the Union agreed to replace the existing provision for a tool allowance

with a flat payment of $500 per year on the October 1st pay check to each employee who submits a complete tool inventory to the District by September 1st of each year of the Agreement. Because there is insufficient time after the ratification of the 2015-2018 Agreement for inventory to be completed by September 1, 2015 and payment to occur by October 1, 2015, the attached Tool Allowance MOU extends the timelines related to the inventory and tool allowance for the 2015-2016 school year.

• Religious Leave

• A new evaluation system for Automotive Machinists has been provided by this Agreement.

• Salary increases (discussed above)

In the event the State of Washington imposes a salary allocation reduction or other salary or benefit cuts for school district classified staff for the 2015-16, 2016-17 or 2017-18 school years, the parties agree that further reductions will be imposed, subject to negotiations This is not pass through language.

VIII. STATEMENT OF ISSUE

Whether to ratify the 2015-2018 Collective Bargaining Agreement with the Auto Machinists, Local No. 289.

IX. ALTERNATIVES If the Board does not ratify this motion, the terms and conditions of the 2012-2015 Collective Bargaining Agreement will remain in effect until the 2015-2018 Collective Bargaining Agreement is ratified or until August 31, 2016.

X. RESEARCH AND DATA SOURCES / BENCHMARKS Not Applicable.

XI. TIMELINE FOR IMPLEMENTATION / COMMUNITY ENGAGEMENT The Collective Bargaining Agreement shall be for three years and will expire on August 31, 2018. The Collective Bargaining Agreement will go into effect when approved by the School Board.

XII. ATTACHMENTS

• Negotiated Contract with International Association of Machinist Aerospace Workers, AFL-CIO District Lodge No. 160, Local No. 289 (Auto Machinists and Seattle School District No. 1).

• Memorandum of Understanding By and Between Seattle School District No. 1 and

International Association of Machinists District Lodge No. 160, Local 289.

2012-20152015-2018 Collective Bargaining Agreement

SPS/Machinists, Local 289

Includes: 2012-20152015-2018 Collective Bargaining Agreement

2012-20132015-2018 Salary Schedule

2012-20152015-2018 COLLECTIVE BARGAINING AGREEMENT

between

SEATTLE SCHOOL DISTRICT NO. 1

and

INTERNATIONAL ASSOCIATION OF MACHINISTS AND AEROSPACE WORKERS, AFL-CIO DISTRICT LODGE NO. 160, LOCAL No. 289

2012-20152015-2018 Collective Bargaining Agreement

SPS/Machinists, Local 289

2012-20152015-2018 COLLECTIVE BARGAINING AGREEMENT

between

SEATTLE SCHOOL DISTRICT NO. 1

and

INTERNATIONAL ASSOCIATION OF MACHINISTS AND AEROSPACE WORKERS, AFL-CIO DISTRICT LODGE NO. 160, LOCAL No. 289

Seattle School District No. 1 Auto Machinists, Local No. 289 Negotiating Team Negotiating Team Terry MeisenburgSue Means Chief Negotiator Paul Miller, Chief Negotiator Eva Edwards Dan Carter Larry Gottas Mike EkrenRay Elaine Williams In witness whereof, the parties hereto have executed this Agreement on this _____ day of _____________, 20132015 SEATTLE SCHOOL DISTRICT AUTO MACHINISTS, LOCAL NO. 289

____________________________________ ___________________________________ José BandaLarry Nyland, Superintendent Paul Miller Seattle School District No. 1 Business Representative ____________________________________ Terry MeisenburgGeoffrey Miller, Director Employee & Labor Relations

2012-20152015-2018 Collective Bargaining Agreement

SPS/Machinists, Local 289

SSD/AUTOMOTIVE MACHINISTS, LOCAL 289 2012-20152015-2018

COLLECTIVE BARGAINING AGREEMENT TABLE OF CONTENTS

TITLE PAGE

ARTICLE I: Recognition ………………………………………………………………. 1

ARTICLE 2: Non-Discrimination ………………………………………………………. 1

ARTICLE 3: Management Rights …………………………………………………….. 1

ARTICLE 4: Union Security …………………………………………………………… 2

ARTICLE 5: Dues Deductions ………………………………………………………. 2

ARTICLE 6: Definitions ……………………………………………………………….. 3

ARTICLE 7: Hours and Overtime ……………………………………………………… 3

ARTICLE 8: Holidays …………………………………………………………………… 5

ARTICLE 9: Leaves ……………………………………………………………………. 5

ARTICLE 10: Injury While on Duty ……………………………………………….……. 8

ARTICLE 11: Rates of Pay ……………………………………………………………… 9

ARTICLE 12: Pension ………………………………………………………………….. 10

ARTICLE 13: Seniority ………………………………………………………………….. 10

ARTICLE 14: Group Insurance …………………………………………………………. 11

ARTICLE 15: Performance Goals and Expectations………………………………….. 12

ARTICLE 16: Discipline and Discharge of Employees………………………………… 12

ARTICLE 17: Grievance Procedure………………………………………………………. 12

ARTICLE 18: Savings Clause…………………………………………………………… 14

ARTICLE 19: Work Stoppage………………………………………………………….. 14

ARTICLE 20: Safety and Sanitary Conditions………………………………………….. 15

ARTICLE 21: Hiring……………… ……………………………………………………….. 15

ARTICLE 22: Tools……………………..……………………………………………….... 15

ARTICLE 23: Persons Prohibited……………………………………………………….. 16

ARTICLE 24: Term of Agreement……………………………………………………….. 16

ARTICLE 25: Entire Agreement………………………………………………………….. 16

ARTICLE 26: Bulletin Board……………………………………………………………… 16

ARTICLE 27: Labor/Management Committee………………………………………… 16

2012-20152015-2018 Collective Bargaining Agreement

SPS/Machinists, Local 289

APPENDIX A: 2012-20132015-2018 Salary Schedule .…………………………………..……….

17

MEMORANDUM OF UNDERSTANDING ………………………………………………. 18

1

2012-20152015-2018 COLLECTIVE BARGAINING AGREEMENT between

SEATTLE SCHOOL DISTRICT NO. 1 and

INTERNATIONAL ASSOCIATION OF MACHINISTS AND AEROSPACE WORKERS, AFL-CIO DISTRICT LODGE NO. 160, LOCAL No. 289

ARTICLE 1: RECOGNITION 1.1 The Seattle School District No. 1, (also doing business as Seattle Public Schools) hereafter

referred to as the District, recognizes the International Association of Machinists and Aerospace Workers, AFL-CIO, District Lodge No. 160, Local Lodge No. 289, hereafter referred to as the Union, to be the sole and exclusive bargaining agent of those employees who are employed in classifications listed in Appendix A of this Agreement.

1.2 This Agreement shall cover but not be limited to the following types of automotive work:

maintenance, body and fender repair, painting, rebuilding, repairing, welding and burning, inspecting and diagnosing relating to passenger cars, buses, pickups, trucks and all other types of powered machinery.

ARTICLE 2: NON-DISCRIMINATION 2.1 The District and the Union agree that they will not discriminate against any employee by reason

of race, creed, age, color, gender, national origin, ancestry, economic status, physical appearance, religionus belief, marital status, gender identity, sexual orientation including gender expression or identify, pregnancy; honorably-discharged veteran or military status; the presence of any or mental, physical or sensory disability except as may be permitted to meet a bona fide occupational qualification, or the use of a trained dog guide or service animal by a person with a disability.

2.2 The Union agrees with and supports the concept of Affirmative Action. Therefore, the parties

mutually agree to use their best efforts to ensure that this agreement will not be in conflict with, or inconsistent with Title VII, Title IX of the Civil Rights Act of 1964 and/or Washington State Statutes.

ARTICLE 3: MANAGEMENT RIGHTS 3.1 The Union recognizes the District’s inherent and traditional right to manage its business and

operations. Accordingly, except to the extent specifically covered and controlled by the express terms of this Agreement, the Union recognizes the right of the District to hire, transfer, promote, demote, assign and retain employees and to discipline, suspend or discharge employees for just cause and to maintain the discipline and efficiency of its employees; the right to lay off; the right to establish, change and direct the methods and processes of doing work, to introduce new and improved work methods or equipment and to assign work to outside contractors; the right to determine the starting and quitting times and the number of hours to be worked; and the right to make and amend such reasonable rules and regulations as it may deem necessary for the conduct of its business and to require their observance.

3.2 The Union reserves the right to discuss any proposed changes. The District agrees to notify the

Union of changes to its rules and regulations in a timely manner.

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ARTICLE 4: UNION SECURITY 4.1 The District shall have the right to hire persons without regard to Union membership; provided,

however, that the District and the Union shall abide by the following Union Security Clause which reads as follows:

It shall be a condition of employment that all employees of the District covered by this Agreement who are members of the local union in good standing on the effective date of this Agreement shall remain members in good standing, and those who are not members on the effective date of this Agreement, shall, on or before the thirty-first (31

st) day following the effective date of this

Agreement, become and remain members in good standing in the local union. It shall also be a condition of employment that all employees covered by this Agreement and hired on or after its effective date shall, on or before the thirty-first (31

st) day following the beginning of such

employment become and remain members in good standing in the local union. 4.2 The District will notify the Union of new hires and rehires who are to become members of the

local by telephone or in writing on or before the first day of each month. 4.3 It is also agreed that when an employee fails to fulfill the above obligation, the Union shall provide

the employee and the District with notification of the Union’s intent to request discharge in three (3) days if compliance is not met by the employee.

4.4 SHOP STEWARDS: The Union shall inform the District in writing of its selection of authorized

Shop Stewards and the District agrees to recognize stewards so designated. 4.4.1 Shop Stewards shall be employees of the District. 4.4.2 Shop Stewards shall be allowed such reasonable time as is necessary to investigate and process

grievances in the shop arising under the terms of this Agreement. 4.5 VISIT TO ESTABLISHMENT: Authorized representatives of the Union shall have access to the

premises of the District to transact necessary Union business after having first notified the District or the District’s representative. It is agreed that representatives will conduct their business in such a manner so as to not conflict with the normal operation of the District’s business.

4.6 When multiple crafts are assigned to a crew and duties require assistance to complete a task, the

District can assign the task of “lending a hand” outside of ones craft designation. This shall require the task assigned crew member to be present and in charge of the specific work request and can only be for short duration (e.g., not to exceed one (1) hour), specific to task and when there is no other appropriate craft member readily available. Provided the District hires no one to just specifically “lend a hand” (i.e., helper).

ARTICLE 5: DUES DEDUCTIONS 5.1 The District shall deduct Union membership dues from the salary of each employee who has

submitted a written authorization. Such an authorization shall continue in effect unless revoked in writing by the employee. Such revocation shall be effective at the next pay period, provided, notice is given twenty (20) working days prior to the next payday.

5.2 The Union will indemnify, defend and hold the District harmless against any claims made, and

against any suit instituted against the District on account of any check-off of dues. Provided, however, the District agrees that in the event it is named as a defendant or charged party in any action by an individual discharged pursuant to the provisions of the Union security clause

3

contained in this Agreement, the District shall promptly notify the Union and the Union shall undertake the defense of the case. The Union shall maintain the exclusive right to defend, settle, mitigate damages, litigate and/or take whatever action it deems necessary and proper through attorneys of the Union’s choosing and at the Union’s cost. If the District, nevertheless, decides to retain its own counsel, it shall do so at its own cost, and not at the cost of the Union.

5.3 The Union agrees to refund the District any amounts paid to it in error on account of the check-off

provisions upon presentation of proper evidence thereof.

5.35.4 In order to safeguard the right of employees based on a bona fide religious objection, the teachings or tenets of a church or religious body of which the employee is a member, the employee may pay an amount of money equivalent to the agency shop fee to a non-religious charity mutually agreed to between the employee and the union, pursuant to Chapter 41.59.100.

ARTICLE 6: DEFINITIONS 6.1 EMPLOYEES: For the purpose of this Agreement “Employee” shall mean a person employed by

the District in one of the classifications listed in Appendix A. 6.2 REGULAR EMPLOYEES: Employees who are actively on the payroll and normally assigned to

work twelve (12) months per year, forty (40) hours per week and eight (8) hours per day. 6.2.1 A regular employee may be so designated at the time of hire or, if hired as a temporary

employee, will become a regular employee upon successfully working a minimum of seventy (70) hours per month for five (5) months in any consecutive twelve (12) month period.

6.2.2 Any employee hired as a regular employee who is laid-off prior to completing the five (5)

months/seventy (70) hours within any consecutive twelve (12) month period condition shall be granted pension and health and welfare benefits as though such employee had initially been employed as described in 6.3 below.

6.3 TEMPORARY EMPLOYEES: A temporary employee shall be hired on a short-term basis and

shall only accrue health and welfare and pension benefits as described in 12.2 (Pension) and 14.2 (Group Insurance) of this Agreement.

6.3.1 All temporary employees hired by the District shall be paid an hourly rate as shown in

Appendix A. 6.3.2 Temporary employees shall not acquire seniority and shall be subject to termination at any

time without recourse to the grievance procedure. ARTICLE 7: HOURS AND OVERTIME 7.1 For regular employees, the normal work schedule Monday-Friday, will be forty (40) hours per

week, eight (8) hours per day, between the hours of 76:00 a.m. and 56:00 p.m., excluding a one-half (1/2) hour lunch period, five (5) days per week. Any employee reporting to work shall be guaranteed the balance of that week’s work at eight (8) hours per day. This guarantee shall be voided if Acts of God prevent the normal operations of the DistrictThis shall not be construed as being a guarantee by the District of any particular number of hours.

7.2 OVERTIME: All overtime must be authorized, in advance, by the appropriate supervisor. 7.2.1 No pyramiding of overtime shall be allowed.

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7.2.2 An employee shall be compensated at the rate of one and one-half (1 ½) times his/her regular pay rate for the hours actually worked which are:

a. In excess of eight (8) in any workday. b. In excess of forty (40) in any workweek or on Saturday.

7.2.3 Double time shall be paid for any work performed on Sundays and holidays and for any work

after ten (10) hours in a shift, except those employees working a 4/10 schedule shall be paid double time only after twelve (12) hours in a shift.

7.3 CALL BACK/CALL IN: Any employee who is required to return to work after the end of his/her

regular shift or on his/her days off shall be paid a minimum of two (2) hours’ pay at his/her appropriate rate.

7.4 The District shall establish a regular lunch period for each employee. In the event an employee is

required to perform work beyond five (5) hours without lunch the employee shall receive one-half (1/2) hour penalty pay at the applicable overtime rate and shall also receive time to eat.

7.5 ADDITIONAL SHIFTS: Starting times for individual employees shall be fixed at the same starting

time for the entire workweek. 7.5.1 Any shift starting after 1:00 p.m., the whole shift shall be paid for the entire shift at second

shift premium. 7.5.2 Any shift starting after 9:00 a.m. but before 1:00 p.m. but which runs past 5:00 p.m., shall be

paid beyond 5:00 p.m. at the second shift premium. 7.5.3 Any shift starting at or after 10:30 p.m. shall be paid at the third shift premium. 7.5.47.5.2 For the term of this Agreement second shift premium shall be two dollar ($2.00) per hour and

third shift premium shall be two dollar ($2.00) per hour. 7.5.5 Any third shift, whether or not it overlaps the second shift, shall be for a period of seven and

one-half (7 ½) hours within eight (8) consecutive hours. Third shift employees will receive pay for eight (8) hours’ work.

7.5.67.5.3 Those employees assigned to work the second shift shall be paid the shift premium for all

hours worked on second shift. The District shall provide at least seven (7) days advance notice when changing shifts, except in emergency situations. If an employee is temporarily assigned to day shift for two (2) weeks or less, he/she will receive second (2

nd) shift premium

for all hours worked. 7.5.77.5.4 Assignment Outside Regular Hours: In assigning work for swing shift, the employer will first

ask for volunteers; if enough people do not volunteer, the employer will assign people in inverse seniority order. If a significant hardship is created by assigning an employee to swing shift, the employer will review and verify the circumstances with the Union and where appropriate, the employer will pass over this employee and assign the next least senior employee.

7.5.87.5.5 Four-Ten Hour Day Shifts (4-10’s)

a. Four-Ten Hour shifts (4-10’s) may be scheduled, so long as the District provides at least seven (7) days advance notice. Prior to termination of the four-ten hour shift schedule, the District shall provide at least seven (7) days advance notice.

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b. The following conditions shall apply specifically to the four-ten hour shifts:

1. Overtime shall be paid after ten (10) hours in a day or forty (40) hours in one week.

2. Holidays: During a holiday week, the employee shall revert to an eight (8) hour

day. Holiday pay shall be paid at eight (8) hours per day. 3. Leave Accruals: Employees who are working four-ten hour shifts (4-10’s) shall

earn (accrue) the same number of total annual hours for annual leave, sick leave, holiday pay, personal leave, and bereavement leave. Example: an employee working five (5) days per week and who has two (2) years service earns eighty (80) hours of annual leave. If that employee goes to work on a 4-10 schedule, he/she shall not earn (accrue) more leave or less leave than if they were on an eight (8) hour day schedule.

4. Taking Leave: Employees who work ten (10) hour days shall be paid and be

charged ten (10) hours per day for sick leave, personal leave, annual leave, and bereavement leave. Employees shall not earn more leave or less leave than if they were on an eight (8) hour day schedule.

c. If enough volunteers cannot be found to work this 4-10 schedule, employees shall be

assigned by reverse seniority within each craft and skill within a craft. ARTICLE 8: HOLIDAYS 8.1 The following are paid holidays for all regular employees:

Labor Day New Year’s Eve Veterans’ Day Veteran’s Day New Year’s Day Thanksgiving Day Martin Luther King, Jr., Day Day After Thanksgiving Presidents’ Day Christmas Eve Memorial Day Christmas Day Independence Day

8.2 The District shall pay each regular employee at his/her regular hourly rate not to exceed eight (8) hours for each of the above designated holidays when not worked.

8.3 In order to qualify for holiday pay, an employee must have worked his/her last scheduled workday

before and his/her first scheduled workday after the holiday. Exception will be made in cases where absence on the work day prior to or the work day following was due to injury, bona fide illness covered by a doctor’s certificate, temporary layoff of less than thirty (30) days, or the employee was on approved Annual Leave with pay. The actual days observed shall be as designated on the calendar adopted by the School Board; provided that the Christmas Eve and New Year’s Eve holidays shall be granted the work days immediately preceding the designated Christmas and New Year’s holidays respectively.

ARTICLE 9: LEAVES 9.1 The ability to work regularly is a requirement of continued employment. The District and Union

recognize that the Seattle Public Schools provides an essential public service and that employees have the responsibility and the obligation to report for all assignments unless the absence is the result of eligibility for and legitimate use of: a. Family Medical Leave Act and Washington State Family Leave Act,

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b. Industrial Insurance Laws of the State of Washington covering industrial injury/illness,

c. Leave authorized by the District,

d. Sick Leave/Annual Leave.

9.2 Paid Leave shall be calculated at eight (8) hours per day times the employee’s straight time

hourly rate including shift differential and/or premium pay, if applicable. 9.3 SICK/EMERGENCY LEAVE: Each regular employee shall earn leave equivalent to eight (8)

hours for each calendar month of service or major fraction thereof to be used for illness, injury, medical disability (including childbearing), child care to the extent required by law, or an emergency caused by family illness where no reasonable alternative is available to the employee.

9.3.1 Sick/Emergency Leave will be paid upon the first day of absence for reasons as noted in 9.2.

above. 9.3.2 Use of such leave for illness, medical disability (including childbearing) or childcare to the

extent required by law shall be reported to the employee’s supervisor prior to the start of the work shift.

9.3.3 Use of such leave for an emergency caused by family illness where no reasonable alternative

is available to the employee shall be subject to the same conditions and procedures as outlined in 9.4.7 below.

9.3.4 A physician’s certificate or other verification of illness may be required for approval of

Sick/Emergency leave. 9.3.5 Employees shall be allowed to accumulate up to 180 days of Sick/Emergency Leave or as

may be amended by State Law. 9.3.6 Sick/Emergency Leave Cash Out: Accumulated Sick/Emergency Leave may be cashed out:

a. Upon retirement at a rate equal to one (1) full day’s monetary compensation of the employee for each four (4) full days of accrued Sick/Emergency Leave; as allowed by law, the funds may be put into a VEBA account, and/or,

b. On or about January 15 of each year, employees may elect to be compensated at the

ratio of a rate equal to one (1) day’s monetary compensation of the employee for each four (4) full days of accrued Sick/Emergency Leave in excess of sixty (60) days which was earned but unused during the previous calendar year.

9.4 ANNUAL LEAVE 9.4.1 Each year, regular employees, upon their employment anniversary dates, shall be entitled to

paid Annual Leave corresponding to the following schedule:

Years of Service Annual Leave

0-4 Years 13 Days or 104 Hours

5-14 Years 18 Days or 144 Hours

15-19 18 Years 23 Days or 184 Hours

2019+ Years 28 Days or 224 Hours

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9.4.2 Annual Leave entitlement shall be prorated where unpaid absences exceed thirty (30) days in the twelve (12) months preceding the anniversary date.

9.4.3 No more than 240 hours Annual Leave may be carried over to the next year. Any days

beyond the 240 hour limit must be used by 8/31 of each year or be lost. 9.4.4 No Annual Leave can be taken before earned. 9.4.5 Annual Leave days, to a limit of thirty (30), may be cashed out at time of termination. No

employee or his/her estate shall receive reimbursement for more than thirty (30) Annual Leave days at time of termination. Any balance over thirty (30) days may be applied to earned Annual Leave prior to termination.

9.4.6 The scheduling of Annual Leave days shall be at the discretion of the employee’s immediate

supervisor, and the employee, based upon operational need. During the period of August 10 through September 10, each year, only one (1) employee may take Annual Leave if approved by his/her administrative supervisor thirty (30) days in advance.

9.4.7 In establishing vacation schedules, it is not possible to grant all employees the annual leave period requested. The auto machine shop must retain enough staff to cover anticipated operational needs, as supporting District needs is of prime importance. Management will work with employees who are in a “use it or lose it” situation.

9.4.69.4.8 An employee’s annual leave request will be provided to the Foreperson in writing thirty (30) days in advance for leaves three (3) days or longer in duration. Leaves that are submitted less than twenty-one (21) days in advance may not be granted. Leave approval or denial will be made by the district within five (5) working days. Vacation conflicts will initially be worked out between employees within the same unit. It may not be possible to grant all employees the annual leave they would prefer. If an agreement cannot be reached, information will be reviewed by the direct Foreperson, and Management to determine the schedule.

9.4.7. Personal Leave: Two (2) days [one (1) day if hired on or after March 1] of Personal Leave

shall be available per fiscal year (September 1 through August 31) to regular employees for hardships or pressing needs and will be granted in situations which require absence during working hours for purposes of transacting or attending to personal or legal business or family matters. Such days shall not accumulate from year to year. The conditions for granting Personal Leave are as follows:

a. The problem must have been suddenly precipitated and must be of such a nature that

pre-planning is not possible or that pre-planning could not relieve the necessity for the employee’s absence.

b. The problem cannot be one of minor importance or mere convenience but must be

serious and unavoidable.

c. The employee must notify the appropriate supervisor prior to initiating the leave. Approval will be granted only for those situations which conform to the requirements of a and b, above.

9.5 BEREAVEMENT LEAVE: Up to three (3) days Bereavement Leave will be granted to regular

employees for each occurrence of death in the employee’s immediate family; provided that the employee completes the appropriate payroll form.

9.5.1 In cases where emergency factors or long distances are involved, the employee may request

up to two (2) additional paid days leave. Such requests should be sent to the appropriate administrator.

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9.5.2 For the purpose of this Leave, immediate family is defined to include mother, father, sister,

brother, husband, wife, son, daughter, son-in-law, daughter-in-law, mother-in-law, father-in-law, brother-in-law, sister-in-law, grandchild or grandparent, aunt, uncle or anyone residing with the employee and considered part of the employee’s family.

9.5.3 Bereavement Leave will be granted only for days immediately following the death and days

directly linked to a formal observance of the death (e.g., a funeral or memorial service). 9.5.4 The employee may be required to provide verification. 9.6 JURY DUTY/DISTRICT WITNESS: When an employee covered by this Agreement is called

upon for jury service or subpoenaed in any municipal, county, state or federal court, he/she shall advise the District upon receipt of such call, and provide a copy of the jury summons or subpoena.

a. If taken from his/her work for such service, the employee shall serve with no salary

deduction; provided that any/all jury fees are surrendered to the District. b. When any regular employee is subpoenaed as a witness, on behalf of the District, in a

court proceeding, the employee shall receive his/her regular hourly rate of pay for time spent in court, provided that any/all witness fees are surrendered to the District. These reimbursement provisions shall not apply when the subpoenaed employee is a party to the action.

9.7 MILITARY LEAVE: The District will comply with current Federal and State statutes.

9.8 RELIGIOUS LEAVE: Employees are entitled to two unpaid holidays per calendar year for a

reason of faith or conscience or an organized activity conducted under the auspices of a religious denomination, church, or religious organization. The employee may select the days on which he/she desires to take the two unpaid holidays after consultation with his/her supervisor. Unpaid religious leave shall be approved if the supervisor is provided with notice five (5) days prior to the anticipated leave, unless the employee's absence would impose an undue hardship on the employer or if the employee’s presence at work is necessary to maintain public safety.

9.9 LEAVE WITHOUT PAY: The District does not grant unpaid leaves of absence or voluntary days off without pay except in unusual circumstances. Requests must be submitted in writing to the Manager before any leave of absence begins.

9.9.1 The employee shall retain and continue to accrue seniority for the duration of the approved unpaid leave.

9.10 The Union shall be notified of all such leaves granted. 9.7 9.89.11 LEAVE SHARING: The District agrees to maintain a leave sharing plan that conforms to the law. 9.9 LEAVE WITHOUT PAY: When the requirements of the District’s service will permit, any

employee hereunder, upon written application to the District, may, if the District approves (in writing), be granted a Leave Without Pay for a period not in excess of thirty (30) days; provided that such leave may be extended for an additional period of thirty (30) days when approved, in writing, by both the District and the Union.

9.9.1 The employee shall retain and continue to accrue seniority for the duration of the approved

leave.

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9.9.2 The Union shall be notified of all such leaves granted. 9.109.12 The leave provisions of this Section 9.7 shall not be subject to the grievance procedure. ARTICLE 10: INJURY WHILE ON DUTY 10.1 Absence due to an injury incurred on or around School District premises in the course of the

employee’s employment, or as a direct result of the employee performing his/her duty, shall be compensated as set forth below.

10.1.1 Medical Aid and/or compensations shall be paid upon validation of a claim in accordance with

the Industrial Insurance Laws of the state of Washington, provided:

a. The employee shall promptly submit a Worker’s Compensations Claim with the assistance of the designated District Office; and,

b. The employee provides to the designated District Office monthly reports verifying

continuation of the disability which prevents the employee from performing his/her duties.

c. Any employee suffering an industrial accident shall be entitled to a full day’s pay for the day on which the accident occurs provided it shall be medically certified by a physician as a disabling accident.

10.1.2 All injuries, no matter how slight, must be reported by the employee to the foreperson and

shop steward on the day the injury occurs. 10.1.3 Furthermore, in the instance of an injury described in 10.1 above, an employee shall be

entitled to such benefits in accordance with the Industrial Insurance Laws of the State of Washington.

10.1.4 Employees who have been injured while on duty may elect to utilize earned Annual Leave

and/or Sick/Emergency Leave in hourly increments to supplement time loss payments to ensure that the employee receives his/her regular net pay.

ARTICLE 11: RATES OF PAY 11.1 The 2012-20132015-2016 rates of pay shall be the same as the 2014-2015 rates of pay,

increased by 2%. The increase shall be reflected set forth in Appendix A of this Agreement. 11.2 The 2013-20142016-2017 and 2014-2015 salary schedule shall be the same as the 2012-2013

salary schedule unless there is state-funded pass through for classified staffreflect an increase of 2%

over the 2015-2016 salary schedule. 11.3 The 2017-18 salary schedule shall reflect an increase of 2% over the 2016-17 salary schedule. 11.34 In the event there is a state-funded pass through, the increases provided in paragraphs 11.1,

11.2 and 11.3 will be in addition to the pass through. The percentage increase will be designed to fully utilize the increased funding in accordance with legislative intent. Prior to the implementation

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of pass-through increases, the District will discuss with the Union the appropriate amount and distribution of the funds.

11.4 The Auto Machinists agree to one mandatory unpaid furlough day in the 2012-2013 school year to be observed on July 5, 2013. If mutually agreed upon by the employees and

management, an employee may defer their July 5th furlough day to another unit

employee, resulting in that employee observing no furlough and another employee observing two (2) furlough days. Such an arrangement must be made no later than 10 days prior to the July 5, 2013 scheduled furlough day, and must be agreed upon by all parties and Payroll must be notified.

11.5 In the event the State of Washington reduces salary or benefits continues the 1.9% salary

allocation reduction or other salary or benefit cuts for school district classified staff for the 2013-2014 or 2014-2015 school year, the parties agree that further reductions will be imposed. Prior to the implementation of reductions, the District will discuss with the Union the manner in which the reductions will be imposed. If the parties cannot agree, the subject of imposed decreases will be treated as a negotiable matter.

11.6 LEAD Foreperson RATE: When the District appoints a Forepersonn Auto Shop Operations

Specialist, the Auto Shop Operations SpecialistForeperson shall receive a ten percent (10%) premium of the highest journeyman’s rate.

11.7 Wages shall be paid monthly; provided that:

a. Each regular employee shall receive his/her salary in even installments throughout the year beginning on the first District work day of each month.

b. Each temporary employee shall receive compensation for hours worked during the

preceding time reporting period.

c. Effective January 1, 2008 all employees will be required to have direct deposit. 11.8 A person temporarily assigned to a higher classification in excess of one three (31) working days

shall receive the higher rate of pay. A person temporarily assigned to a higher classification will assume the same responsibilities of the higher classification and will be expected to respond to emergencies as required of the position.

11.9 Movement on the Salary Schedule: For regular employees, in order to qualify for movement to

the next higher salary step, the employee must have one thousand and forty (1040) compensable hours since placement at his/her current salary step.

11.109 Overpayment retrieval: Salary overpayments shall be repaid to the District in accordance with

State law.

ARTICLE 12: PENSION 12.1 Regular Employees: The District shall provide the required contributions to the Public Employees

Retirement Systems and School Employees Retirement System (PERS/SERS), as appropriate, for regular employees. Regular employees shall not be eligible for District contribution to any other pension plan except as provided in 6.2.2 of this Agreement.

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12.2 Temporary Employees: The District shall provide required contributions to the Public Employees Retirement System and School Employees Retirement System (PERS/SERS), as appropriate, for eligible temporary employees, in accordance with the Department of Retirement System’s rules and regulations. For temporary employees who are not eligible for PERS/SERS, the District shall provide contributions to the Automotive Machinists Pension Trust Fund at the rate of one dollar ($1.00) per compensable hour. The District’s obligation to pay pension benefits for temporary employees shall not be applied to provide both PERS/SERS and Automotive Machinists Pension Trust Fund contributions for the same compensable hours.

ARTICLE 13: SENIORITY 13.1 All newly hired employees and/or employees who have been rehired shall be employed on a

probationary basis of up to five (5) months during which time he/she may be discharged without recourse to the grievance procedure. At the conclusion of such probationary period, the employee will be considered a regular employee and credited with seniority from his/her last seniority date of hire within the bargaining unit. In the event of absence(s), the probationary period will be extended by the length of the absence(s).Newly hired employees and/or employees who have been rehired shall complete a five (5) month probationary period. At the conclusion of such probationary period, the employee will be considered a regular employee and credited with seniority from his/her initial date of hire.

13.1.1 Temporary employment, worked without a break in service of no more than one hundred and

eighty (180) calendar days prior to regular appointment, counts toward the five (5) month probationary period when the employee is hired into a regular position or attains regular employee status as provided in Article 13.1.

2. A break in service shall not be created for the sole purpose of creating an additional probationary period or to prevent a temporary employee from attaining regular employee status. 13.1 13.2 Upon becoming a regular employee, such employee shall be awarded Annual Leave and

Sick/Emergency Leave retroactive to the employee’s last date of hire. 13.3 In determining seniority, no deductions shall be made because of illness, accident, layoff or leave

of absence when such time off does not exceed twelve (12) months. 13.4 Any employee shall lose seniority under this Agreement for the following reasons:

a. Voluntary termination; b. Discharge for cause;

c. Failure to return to work within five (5) working days after receipt of written notice of recall

from layoff;

d. Failure to return to work promptly after an authorized leave of absence;

e. Layoff for a period of twenty-four (24) months or longer; and/or,

f. Leave for illness/injury for longer than two (2) years.

g. It is the employee’s responsibility to keep the District informed of current address and phone number.

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13.5 The District and the Union agree that seniority shall prevail in the reduction and restoration of forces provided the senior employee is capable of performing work remaining in the shop.

13.6 The District shall give consideration to the employee’s seniority in matters of shift assignments,

transfer assignments, job opportunities and job promotions.

13.7 Layoff Notification:

13.7.1 Employees with three (3) years or more of continuous service shall be given two (2) weeks’ notice prior to layoff. Other employees shall be notified one (1) hour prior to layoff.

13.5.113.7.2 Employees acting in a Foreperson role shall be advised of layoffs of supervised employees at the start of shifts taking place.

ARTICLE 14: GROUP INSURANCE

14.1 REGULAR EMPLOYEES: The District shall make available funds to contribute toward premiums of District-approved group insurance programs.

14.2 Employees will receive an allocation of insurance contribution based on the employee’s FTE. 14.2.1 For each year of this agreement, the District shall contribute the classified State allocation for

insurance per FTE employee. The District shall also pay the State the retiree carve-out above this amount.

14.2.2 The District’s monthly contribution shall include the premiums for the District paid Dental,

Long Term Disability, and Vision plans. 14.2.3 The District insurance premium payments may apply only toward District-approved group

insurance programs subscribed to by the employee for benefits for the employee and his/her dependents only.

14.2.4 The schedule for annual enrollment for the District group insurance programs shall be

announced for continuing employees prior to 10/01 of each year. The enrollment of new employees in the benefit program shall begin with their employment and shall occur within the first thirty-one (31) days after the beginning of service.

14.2.5 At the time of employment, each new regular employee shall receive a copy of the

EMPLOYEE GROUP INSURANCE PROGRAM BOOKLET, the appropriate insurance enrollment forms, instruction regarding enrollment procedures, information for contacting the District’s insurance consultant and an explanation of the District’s contribution to premiums. Enrollment or waiver cards must be returned to the District’s Payroll Office no later than thirty-one (31) calendar days from the employee’s first day of duty.

14.2.6 If the employees desire as a group to opt out of the District’s plan they may elect to

participate in the Machinists Health & Welfare Trust Fund, subject to the following conditions: 14.2.6.1 The monthly contribution shall be the same as for other classified employees as outlined in 14.2 above. 14.2.6.2 The Machinists Health & Welfare Trust Fund agrees to accept the monthly contribution as the

extent of the District’s obligation for all health benefits, including life insurance, disability, etc. However, if the monthly contribution required by the Machinists Health & Welfare Trust Fund exceeds the monthly allotment paid by the District, all affected employees shall have the difference deducted from their paychecks and remitted to the trust fund. If the monthly

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allotment exceeds medical premiums, the excess will go into the District’s classified medical pool. The Union shall notify the Director of Human Resources by December 1 of each year of the excess medical premium amount to be credited to the District’s classified medical pool.

14.2.6.3 Such participation in the trust fund is allowed under and complies with applicable law. 14.3 TEMPORARY EMPLOYEES: The District shall provide health and welfare contributions for

temporary employees to the Machinists Health & Welfare Trust Fund equivalent to the rate set by the Trust, in effect on September 1 of each District fiscal year (09/01 through 8/31); provided that the District’s monthly health and welfare contributions for temporary employees shall not exceed that amount contributed for regular employees per month.

14.3.1 Any increase in the September 1 rate set by the Trust shall be deducted from the temporary

employee’s wages for the remainder of the District’s fiscal year. 14.4 BENEFITS COMMITTEE: The District will with the participation of all employee groups, establish

a Joint Committee to review the delivery of District-sponsored insurance benefits. The committee shall meet no later than 10/31 of each school year.

14.4.1 The Committee shall study and make recommendations for consideration by the District and all

involved employee groups concerning:

a. Self-insurance of insurance benefits. b. The selection process for District-sponsored plans. c. The use of excess reserves which may exist with insurance providers. d. Surveying District employees to determine employee preference regarding insurance

benefits.

14.4.2 This Committee shall prepare its reports by the end of March each school year for District and employee group(s) review. ARTICLE 15: PERFORMANCE GOALS EXPECTATIONS AND PERFORMANCE EVALUATION 15.1 The creation of an evaluation tool and process will be jointly developed and mutually

agreed upon by the Union and District no later than January 2014September 2015 in accordance with School Board Policy 5240, Evaluation of Staff.

15.2 Staff.Performance evaluations will be conducted as follows: 15.2.1. All new hires will receive performance expectations at the start of their probationary period. 15.2.2. It is expected that each probationary employee shall be evaluated at least once prior to a successful completion of the probationary period. 15.2.3 Regular employees shall be evaluated annually and will be provided a copy of their evaluation;

employees will review performance expectations as part of the annual performance evaluation process.

15.2.4 The Maintenance Manager will be responsible for completing the evaluation. All evaluations will

be reviewed by the direct supervisor and management prior to issuance.

15.2.5 Employees who disagree with their evaluation may provide a written rebuttal, arrange to meet with the direct supervisor, Management for discussion or file a grievance if it pertains to process only.

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15.3 The performance evaluation will be developed and/or updated through the Labor/Management Committee.

15.3 The Maintenance Manager will be responsible for implementing and carrying out a performance

improvement plan for employees who have been placed on said improvement plan through the regular evaluation process.

15.4 When an employee is placed on a performance improvement plan, he/she will receive a letter

which will identify the specific: 15.4.1 Issues which necessitated implementation of a performance improvement plan;

15.4.2. Areas in which the employee must demonstrate sustained improvement and consequences for

failure to do so;

15.4.3 Time period by which the employee will demonstrate improvement and

15.4.4 The process for monitoring performance during that period. 15.5 The Union will receive quarterly reports on performance improvement plans through the

Labor/Management Committee.

ARTICLE 16: DISCIPLINE AND DISCHARGE OF EMPLOYEES 16.1 Employees and supervisors are encouraged to resolve matters concerning discipline through

informal processes. Employees are entitled to Union Representation at meetings which may result in disciplinary action.

16.2 No regular (non-probationary) employee shall be disciplined except for just cause. Generally,

discipline shall be progressive in nature. The District may bypass progressive discipline based on the seriousness of the employee conduct. Examples of discipline include, but are not limited to, oral and written reprimands, suspension and termination.

ARTICLE 17: GRIEVANCE PROCEDURE 17.1 PURPOSE: The purpose of this procedure is to provide a means for the orderly and expeditious adjustment of grievances. 17.2 Any dispute between the District and the Union concerning the interpretation, application or violation of the express terms of this Agreement shall be deemed a contract grievance. 17.3 A contract grievance on behalf of a majority of the employees in the bargaining unit shall be reduced to writing by the Union and may be introduced at Step 3 of the contract grievance procedure and be processed with the time limits set forth herein. 17.4 Any discipline/discharge will be handled as expeditiously as possible by all parties. 17.5 Failure by an employee or the Union to comply with any time limitation of the procedure in this Article shall constitute withdrawal of the grievance; provided however, any time limits stipulated in the grievance procedure may be extended for stated periods of time by the appropriate parties by

mutual agreement in writing. 17.6 Arbitration awards or grievance settlements shall not be made retroactive beyond the date of the

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occurrence or non-occurrence upon which the grievance is based; that date being thirty (30) calendar days or less prior to the initial filing of the grievance. 17.7 A contract grievance shall be processed in accordance with the following procedure:

Step 1: A contract grievance shall be orally presented by the Union Representative to the immediate management supervisor by the aggrieved employee and/or Union representative within fifteen (15) calendar days of the alleged contract violation. The immediate management supervisor should consult and/or arrange a meeting with his/her supervisor, if necessary, to resolve the contract grievance. The parties shall make every effort to settle the contract grievance at this stage promptly. The immediate management supervisor shall orally answer the grievance within fifteen (15) calendar days after discussion of the alleged contract grievance with the Union Representative.

Step 2: If the contract grievance is not resolved as provided in Step 1, it shall be reduced to

written form, which shall include identification of the section(s) of the Agreement allegedly violated, the violation, including the date of violation and the remedy sought. The Union Representative shall forward the written contract grievance to the Director of Facilities within fifteen (15) calendar days after the Step 1 answer. The Director of Facilities or designee shall thereafter convene a meeting within fifteen (15) calendar days between the Union Representative and aggrieved employee, together with any members of management whose presence is deemed necessary by the District to a fair consideration of the alleged contract grievance. The Director of Facilities or designee shall give a written answer to the Union within fifteen (15) calendar days after the contract grievance meeting.

Step 3: If the contract grievance is not resolved as provided in Step 2 above, or if the contract

grievance is initially submitted at Step 3 pursuant to Article 15.3, the written contract grievance defined in the same manner as provided in Step 2, shall be forwarded within fifteen (15) calendar days after the Step 2 answer to the Assistant Superintendent for Human Resources with a copy to the appropriate supervisor. The Assistant Superintendent for Human Resources or designee shall investigate the alleged contract grievance and, if deemed appropriate, the Assistant Superintendent for Human Resources or designee shall convene a meeting between the appropriate parties. He/she shall thereafter make a confidential recommendation to the affected supervisor who shall, in turn, give the Union an answer in writing fifteen (15) calendar days after receipt of the contract grievance or the meeting between the parties.

Step 4: If the grievance has not been resolved as provided in Step 3 above, the Union or the

District may request mediation through the King County Alternative Dispute Resolution Program with the District within fifteen (15) calendar days of receipt of the Step 3 grievance response.

a. The parties will meet at mutually agreeable times to attempt to resolve the matter. b. If the matter is resolved, the grievance will be withdrawn. c. If the matter is not resolved, the grievance will continue through the grievance process. d. The moving party can initiate the next step of the grievance process at the appropriate times, irrespective of this process. e. Offers to settle and aspects of settlement discussions will not be used as evidence or referred to if the grievance is not resolved by this process. f. This section does not supersede or preclude any use of the grievance mediation later in

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the grievance process. Step 5: If the contract grievance is not settled in Step 3 or Step 4, it may be referred to the

American Arbitration Association for arbitration to be conducted under its voluntary labor arbitration regulations. Such reference to arbitration shall be made within thirty (30) calendar days after the answer in Step 3 or Step 4, and shall be accompanied by the following information:

a. Identification of section(s) of Agreement allegedly violated as presented in Step 2

or mutually amended;

b. Nature of the alleged violation of presented in Step 2 or mutually amended;

c. Question(s) which the arbitrator is being asked to decide;

d. Remedy sought. 17.8 The parties shall abide by the award made in connection with any arbitral difference.

There shall be no suspension of work, slowdown or curtailment of services while any difference is in process of adjustment or arbitration.

17.9 In connection with any arbitration proceeding held pursuant to this Agreement, it is

understood that:

a. The arbitrator shall have no power to render a decision what will add to, subtract from or alter, change or modify the terms of this Agreement, and his/her power shall be limited to interpretation or application of the express terms of this Agreement, and all other matters shall be excluded from arbitration.

b. The decision of the arbitrator shall be final, conclusive and binding upon the District, the

Union and the employees involved.

c. The cost of the arbitrator shall be borne equally by the District and the Union and each party shall bear the cost of presenting its own case.

d. The arbitrator’s decision shall be made in writing and shall be issued to the parties within

thirty (30) days after the case is submitted to the arbitrator.

ARTICLE 18: SAVINGS CLAUSE 18.1 If any provision(s) or any application(s) of this Agreement to any employee or group of

employees shall be found contrary to law, then such provision(s) or application(s) shall not be deemed valid and subsisting except to the extent permitted by law, but all other provisions or applications shall continue in full force and affect for the term of this Agreement, and the parties shall, thereupon seek to negotiate substitute provisions which are in conformity with the applicable laws.

ARTICLE 19: WORK STOPPAGE 19.1 The Union agrees not to cause any strikes or stoppages of work, and the District agrees

not to engage in any lockouts during the life of this agreement. 19.2 It shall not be a violation of this Agreement or cause for discipline or discharge for any

employee to refuse to cross a legal picket line (sanctioned by the Machinists Union) in the performance of his/her duties, as provided under this Article.

17

ARTICLE 20: SAFETY AND SANITARY CONDITIONS 20.1 The District shall comply with State Safety and Sanitation Laws, where applicable, and

shall maintain safe and sanitary condition in all its maintenance shop operations. 20.2 Adequate dressing rooms and washing facilities shall be furnished by the District. All

toilets, lunchrooms, and working areas shall be kept in a clean and sanitary condition, properly lighted, heated and ventilated and soap, hot water and towels shall be furnished. Employees shall cooperate with management in the maintenance of a generally well-kept shop in the proper use of sanitary facilities.

20.3 GENERAL CONDITIONS: All coveralls necessary in the performance of their work shall

be furnished and laundered by the District (minimum of two (2) pairs per week per employee).

ARTICLE 21: HIRING 21.1 The District will call upon the appropriate Union to refer qualified applicants for work in

the classifications herein contained. 21.2 Selection and referral of applicants for jobs shall be on a non-discriminatory basis and

shall in no way be affected by race, color, age, gender, creed, national origin, ancestry, economic status, pregnancy, honorably-discharged veteran or military status, physical appearance, religious beliefn, marital status, gender identity, sexual orientation including gender expression or identity, or the presence of any mental, physical or sensory disability, except as may be permitted to meet a bona fide occupational qualification, or the use of a trained dog guide or service animal by a person with a disability, nor by Union membership, bylaws, rules, regulations, constitutional provisions, or any other aspect or obligation of Union membership, policies or requirements.

21.3 When the District has placed an oral written order for referral of workers from the Union

and should a shortage of applicants exist, and they cannot be supplied by the Union within forty-eight (48) hours form the time workers ordered are required to report to the job, Saturdays, Sundays and holidays excluded, the District may then seek applicants from other sources. When the District so hires workers from sources other than the Union, the District shall notify the Union in accordance with 4.2 of this Agreement.

ARTICLE 22: TOOLS 22.1 All special and heavy-duty tools required by the District shall be furnished by the District. The tool kit generally furnished by Journeypersons shall not be classified as special tools. 22.2 The District will reimburse employees for loss of required hand tools/equipment due to fire, theft

or catastrophe on the District’s premises, less $50.00 on each loss. An annual inventory must be submitted to the District by September 1

st of each fiscal year.

22.2.1 Claims will be honored only for tools/equipment which have been approved and listed on an

appropriate inventory form and filed with the District. 22.2.2 Employees shall notify management whenever they remove their tools from the District’s

premises.

18

22.3 Each regular employee will be allowed receive a maximum of $200 500 tool allowance stipend for fiscal yearin their October monthly pay check 2012-2013 for replacing personal tools broken or damaged while performing District servicesif a current annual tool inventory has been provided to the District on or before September 1

st of the new fiscal year. Employees will be allowed a

maximum of $100 for fiscal years 2013-2014 and 2014-2015. ARTICLE 23: PERSONS PROHIBITED 23.1 Work normally performed by bargaining unit employees may be contracted out by the District only

for legitimate operational or economic reasons. 23.2 Prior to the subcontracting of any work, the District and the Union shall meet and discuss the

alternatives to such subcontracting. ARTICLE 24: TERM OF AGREEMENT 24.1 This Agreement shall become effective when signed by both parties and shall remain in full force

and effect through August 31, 20152018. Written notice or intent to terminate or modify this Agreement must be served by the requesting party at least sixty (60), but no more than ninety (90), days prior to the expiration date of this Agreement.

ARTICLE 25: ENTIRE AGREEMENT 25.1 The terms and provisions of this Agreement, together with the terms and conditions of any

supplemental agreements hereto, shall constitute the entire agreement between the parties with respect to the subject matter hereof and shall supersede all previous agreements or understandings, whether written, oral or implied, concerning such subject matter.

25.2 The District shall not enter into any agreement or contract with its employees individually or

collectively which in any way conflicts with the terms and provisions of this Agreement or any supplemental agreements between the parties. Any such agreement or contract shall be held null and void.

ARTICLE 26: BULLETIN BOARD 26.1 A bulletin board shall be designated for the posting of Union materials and/or fliers concerning Union business or notices.

19

ARTICLE 27: LABOR/MANAGEMENT COMMITTEE 27.1 The Union may participate in the joint Labor/Management Committee between the District and

the Seattle/King County Building and Construction Trades Council on a monthly basis for the purpose of building cooperative working relationships and for discussing, approving and/or proposing resolutions to:

1. Issues or problems of District policy which affect the bargaining unit; 2. Issues or problems related to contract administration, other than formal grievances which are being processed; and 3. Other matters of mutual concern.

20

APPENDIX A

AUTOMOTIVE MACHINISTS LOCAL NO. 289 2015-16 to 2017-18 SALARY SCHEDULE – 260 (AU1)

Effective 9/1/2015

JOB TITLE 2015-2016STEP 1 STEP 22016-2017 2017-2018STEP 3

Journeyperson Hourly $ $25.0228.33 $ $26.3928.89 $27.77$29.47

Monthly $$4,336.804,909.74 $$4,574.275,007.93 $4,813.47$5,108.09

Journeyperson w/Shift Diff Hourly $$27.0230.37 $$28.3930.97 $29.77$31.59

Monthly $$4,683.475,263.33 $$4,920.935,368.60 $5,160.13$5,475.97

Utility person Hourly $19.55

Monthly $3,388.67

Utility person w/Shift Diff Hourly $21.55

Monthly $3,735.33 Auto Shop Operations SpecialistForeperson Hourly $30.5031.16 $31.78 $32.42

Monthly $5,286.675400.71 $5,508.73 $5,618.90 Auto Shop Operations

SpecialistForeperson w/Shift Diff Hourly $32.5033.16

$33.78

$34.42

Monthly $5,633.335,747.38 $5,855.39 $5,965.56

Add $ 2.00 per hour for shift differential.

* Automotive Machinists Local 289 (AU1) effective 9/1/2012 2015 w/02% increase, and 2% increases for 2016-2017 and 2017-2018. ** . State funded pass-through increases are not reflected in this schedule.

21

MEMORANDUM OF UNDERSTANDING

BY AND BETWEEN

SEATTLE SCHOOL DISTRICT NO. 1

AND

INTERNATIONAL ASSOCIATION OF MACHINISTS DISTRICT LODGE NO. 160,

LOCAL NO. 289

ESSB 5940

Seattle Public Schools (SPS) and the international Association of Machinists and Aerospace

Workers, AFL-CIO, District Lodge No. 289 (the Union), mutually acknowledge that, among

other things, Section 3 of HSSB 5940, which took effect on July 11, 2012, directs Washington

state school districts to make progress:

(a) on “promoting health care innovations and cost savings and significantly reducing

administrative costs;”

(b) “toward employee premiums that are established to ensure that full family coverage

premiums are not more than three times the premiums for employees purchasing single

coverage for the same coverage plan, unless a subsequent premium differential target is

defined as a result of the review and subsequent actions described in section 6 of this

act;” and

(c) to “offer employees at least one health benefit plan that is not a high deductible health

plan offered in conjunction with a health savings account in which the employee share of

the premium cost for a full-time employee, regardless of whether the employee chooses

employee-only coverage or coverage that includes dependents, does not exceed the share

of premium cost paid by state employees during the state employee benefits year that

started immediately prior to the school year.”

Therefore, SPS and the Union mutually agree to make good faith efforts to work together during

the term of this agreement to make progress as directed by this law.

*This Memorandum is considered signed when the Agreement is signed.

1

MEMORANDUM OF UNDERSTANDING

BY AND BETWEEN

SEATTLE SCHOOL DISTRICT NO. 1

AND

INTERNATIONAL ASSOCIATION OF MACHINISTS DISTRICT LODGE NO. 160,

LOCAL NO. 289

Tool Allowance Payment

Seattle Public Schools (“SPS”) and the international Association of Machinists and Aerospace

Workers, AFL-CIO, District Lodge No. 289 (“the Union”), mutually acknowledge that Article

22.3 of the 2015-2018 Collective Bargaining Agreement between the SPS and the Union

provides for payment of a $500 tool allowance to employees covered by the agreement in their

October paycheck if the employee has submitted an annual tool inventory by September 1st of

each fiscal year.

The parties further acknowledge that:

a) There is insufficient time after the ratification of the 2015-2018 Agreement for an

inventory to be completed in time for the September 1st deadline (Article 22.2) for the

2015-2016 school year;

b) There is insufficient time after the ratification of the 2015-2018 Agreement for the

tool allowance to be paid in the October 2015 paycheck (Article 22.3).

Therefore, in order to allow the employees time to complete the tool inventory and the SPS to

process the tool allowance, the SPS and the Union mutually agree suspend the timelines related

to the tool allowance and inventory for the 2015-2016 school year. The SPS and the Union

mutually agree to pay the tool allowance for the 2015-2016 school year in the first pay period

after the agreement is ratified and after the tool inventories are completed and submitted.

The timelines outlined in Article 22.2 and 22.3 will resume for the 2016-2017 and 2017-2018

school years.

*This Memorandum is considered signed when the Agreement is signed.

111815agenda Page 1 of 3

I. Call to Order 4:15pm

A. General Welcome Announcement to Audience

B. Roll Call

C. Pledge of Allegiance

D. Recognition

II. Student Presentations 4:30pm

Rainier Beach High School: ASB Performance

III. Superintendent Comments 4:45pm

IV. Student Comments

V. Business Action Items 4:55pm

A. Consent Agenda (action)

1. Minutes of the public comment session/work session/Executive Committee on

October 28, the work session/executive session on November 2, the Board

meeting on November 4, the work session on November 6, and the work

session on November 10. 2. Warrants B. Items Removed from the Consent Agenda

VI. Public Testimony 5:00pm

Members of the public who wish to address the board may do so by e-mailing the School Board Office or calling

(206) 252-0040, beginning Monday, November 16 at 8:00am. The public testimony list will be posted Tuesday,

November 17. For information on how the public testimony list is created, please visit the Board's website. Thank

you.

VII. Board Comments

Internal Audit Annual Report

VIII. Business Action Items (continued) 6:00pm

C. Action Items

1. Collective Bargaining Agreement with Automotive Machinists

Local 289 – (Exec) Approval of this item would approve the Collective Bargaining

Agreement with Automotive Machinists Local 289.

(intro/

action)

Board of Directors 2445 – 3

rd Avenue South

Seattle, Washington 98134 (206) 252-0040 www.seattleschools.org

Agenda DRAFT Regular Legislative Session November 18, 2015, 4:15pm

111815agenda Page 2 of 3

2. Approval of the 2015-16 Board Governance Priorities and

Superintendent Evaluation Instrument, SMART Goals, and

Accompanying Rubrics – (Exec) Approval of this item would approve for 2015-

16 the Board Governance Priorities and Superintendent Evaluation Instrument,

SMART Goals and accompanying rubrics.

(action)

3. Superintendent’s Employment Agreement: Employment

Agreement Duration and Salary – (Exec) The recommended motion

language will discuss Superintendent Larry Nyland’s contract duration and any

proposed salary adjustment.

(action)

4. Race to the Top Project P1: Teaching & Learning, Round 3 Seattle

Teacher Residency – (C&I) Approval of this item would authorize the

Superintendent to accept the Race to the Top funding in the amount of $338,000

allocated to partially support the Seattle Teacher Residency Program.

(action)

D. Introduction Items

1. Amending Board Policy No. 3246, Repealing Board Policy No.

3247 – (C&I) Approval of this item would amend Board Policy No. 3246, Use

of Reasonable Force, and repeal Board Policy No. 3247, Use of Isolation and

Restraint of Students with IEPs and Section 504 Plans.

(introduction)

2. Approval of Board Policy No. 2170, Repealing Board Policy

C52.00 and Board Procedure C52.01 – (C&I) Approval of this item

would approve Board Policy No. 2170, Career & Technical Education, and

repeal Board Policy C52.00 and Board Procedure C52.01, Career & Technical

Education.

(introduction)

3. Annual Approval of Written Plans for Alternative Learning

Experience Programs or Schools – (C&I) Approval of this item would

approve the Alternative Learning Experience programs’ or schools’ plans and

annual reports for each school.

(introduction)

4. Acceptance of Teacher Principal Evaluation Program (TPEP)

iGrant 664 – (C&I) Approval of this item would authorize the Superintendent

to accept TPEP funding in the amount of $261,322.

(introduction)

5. Amendment to Science Warehouse Lease Agreement at Seattle

Distribution Center – (A&F) Approval of this item would authorize the

Superintendent to execute an amendment to the lease for the Science Materials

Warehouse, covering the period of December 1, 2015 through November 30,

2020, for a total of $820,000.

(introduction)

6. BEX IV: Award Architectural and Engineering Services

Contract P1409, to Mahlum Architects, Inc., for the Queen

Anne Elementary Classroom and Gymnasium Addition Project – (Ops) Approval of this item would authorize the Superintendent to execute an

Architectural and Engineering Services contract with Mahlum Architects, Inc.,

for the classroom and gymnasium addition project at Queen Anne Elementary

School, in the amount of $______.

(introduction)

IX. Adjourn 8:00pm

111815agenda Page 3 of 3

Calendar Reminders Board Special Meeting: Operations Committee, Thursday, November 19, 4:30-6:30 pm, Board Office Conference Room,

Stanford Center

District V Community Meeting (Blanford), Saturday, November 21, 10-11:30 am, Douglass Truth Branch Library, 2300 E

Yesler Way

District VII Community Meeting (Patu), Saturday, November 21, 10-11:30 am, Caffe Vita, 5028 Wilson Ave S

Board of Directors Oath of Office Ceremony, Tuesday, December 2, 5-6 pm, Auditorium, Stanford Center

Regular School Board Meeting, Wednesday, December 2, 4:15-8 pm, Auditorium, Stanford Center

Board Special Meeting: Executive Committee, Thursday, December 3, 4:30-6:00 pm, Board Office Conference Room,

Stanford Center

Board Special Meeting: Board Retreat, Saturday, December 5, 2015, Auditorium, 10:00 am-3:00 pm

Board Special Meeting: Work Session – Finance Oversight Work Session/Strategic Plan Update & Governance Priorities,

Wednesday, December 9, 4:30-7:30 pm, Auditorium, Stanford Center

Board Special Meeting: Audit & Finance Committee, Thursday, December 10, 4:30-6:30 pm, Board Office Conference

Room, Stanford Center

BEX Oversight Committee Meeting, Friday, December 11, 8:30-10:30 am, Room 2750, 2nd Floor, Stanford Center

Board Special Meeting: Curriculum & Instruction Committee, Monday, December 14, 4:30-6:00 pm, Board Office

Conference Room, Stanford Center

Board Special Meeting: Audit & Finance Committee Quarterly Audit, Tuesday, December 15, 4:30-6:30 pm, Board Office

Conference Room, Stanford Center

Board Special Meeting: Operations Committee, Thursday, December 17, 4:30-6:30 pm, Board Office Conference Room,

Stanford Center

District VII Community Meeting (Patu), Saturday, December 19, 10-11:30 am, Caffe Vita, 5028 Wilson Ave S

Regular School Board Meeting, Wednesday, January 6, 4:15-8 pm, Auditorium, Stanford Center

120215agenda Page 1 of 3

I. Call to Order 4:15pm

A. General Welcome Announcement to Audience

B. Roll Call

C. Pledge of Allegiance

D. Recognition

II. Student Presentations 4:30pm

Pathfinder K-8: Middle School Choir

III. Superintendent Comments 4:45pm

IV. Student Comments

V. Business Action Items 4:55pm

A. Consent Agenda (action)

1. Minutes of the Board meeting on November 18. 2. Personnel Report B. Items Removed from the Consent Agenda

VI. Public Testimony 5:00pm

Members of the public who wish to address the board may do so by e-mailing the School Board Office or calling

(206) 252-0040, beginning Monday, November 30 at 8:00am. The public testimony list will be posted Tuesday,

December 1. For information on how the public testimony list is created, please visit the Board's website. Thank you.

VII. Board Comments

VIII. Business Action Items (continued) 6:00pm

C. Action Items

1. Election of Officers – Election of the Board Officers: President, Vice President,

and Member-at-Large. (intro/

action)

2. Amending Board Policy No. 3246, Repealing Board Policy No. 3247

– (C&I) Approval of this item would amend Board Policy No. 3246, Use of

Reasonable Force, and repeal Board Policy No. 3247, Use of Isolation and Restraint

of Students with IEPs and Section 504 Plans.

(action)

Board of Directors 2445 – 3

rd Avenue South

Seattle, Washington 98134 (206) 252-0040 www.seattleschools.org

Agenda DRAFT Regular Legislative Session December 2, 2015, 4:15pm

120215agenda Page 2 of 3

3. Approval of Board Policy No. 2170, Repealing Board Policy C52.00

and Board Procedure C52.01 – (C&I) Approval of this item would approve

Board Policy No. 2170, Career & Technical Education, and repeal Board Policy

C52.00 and Board Procedure C52.01, Career & Technical Education.

(action)

4. Annual Approval of Written Plans for Alternative Learning

Experience Programs or Schools – (C&I) Approval of this item would

approve the Alternative Learning Experience programs’ or schools’ plans and annual

reports for each school.

(action)

5. Acceptance of Teacher Principal Evaluation Program (TPEP)

iGrant 664 – (C&I) Approval of this item would authorize the Superintendent to

accept TPEP funding in the amount of $261,322.

(action)

6. Amendment to Science Warehouse Lease Agreement at Seattle

Distribution Center – (A&F) Approval of this item would authorize the

Superintendent to execute an amendment to the lease for the Science Materials

Warehouse, covering the period of December 1, 2015 through November 30, 2020, for

a total of $820,000.

(action)

7. BEX IV: Award Architectural and Engineering Services Contract

P1409, to Mahlum Architects, Inc., for the Queen Anne Elementary

Classroom and Gymnasium Addition Project – (Ops) Approval of this

item would authorize the Superintendent to execute an Architectural and Engineering

Services contract with Mahlum Architects, Inc., for the classroom and gymnasium

addition project at Queen Anne Elementary School, in the amount of $______.

(action)

D. Introduction Items

1. Annual Approval of Schools – (C&I) Approval of this item would

approve each school within the District as having a school improvement plan

that is data driven, promotes a positive impact on school learning, and includes a

continuous improvement process pursuant to WAC 180-16-220.

(introduction)

2. (introduction)

3. (introduction)

4. (introduction)

5. (introduction)

6. BEX IV: Olympic Hills Elementary School: Approval of

GC/CM Negotiated Total Cornerstone Contract Cost – (Ops)

Approval of this item would

(introduction)

IX. Adjourn 8:00pm

120215agenda Page 3 of 3

Calendar Reminders Board Special Meeting: Executive Committee, Thursday, December 3, 4:30-6:00 pm, Board Office Conference Room,

Stanford Center

Board Special Meeting: Board Retreat, Saturday, December 5, 2015, Auditorium, 10:00 am-3:00 pm

Board Special Meeting: Work Session – Finance Oversight Work Session/Strategic Plan Update & Governance Priorities,

Wednesday, December 9, 4:30-7:30 pm, Auditorium, Stanford Center

Board Special Meeting: Audit & Finance Committee, Thursday, December 10, 4:30-6:30 pm, Board Office Conference

Room, Stanford Center

BEX Oversight Committee Meeting, Friday, December 11, 8:30-10:30 am, Room 2750, 2nd Floor, Stanford Center

Board Special Meeting: Curriculum & Instruction Committee, Monday, December 14, 4:30-6:00 pm, Board Office

Conference Room, Stanford Center

Board Special Meeting: Audit & Finance Committee Quarterly Audit, Tuesday, December 15, 4:30-6:30 pm, Board Office

Conference Room, Stanford Center

Board Special Meeting: Operations Committee, Thursday, December 17, 4:30-6:30 pm, Board Office Conference Room,

Stanford Center

District VII Community Meeting (Patu), Saturday, December 19, 10-11:30 am, Caffe Vita, 5028 Wilson Ave S

Regular School Board Meeting, Wednesday, January 6, 4:15-8 pm, Auditorium, Stanford Center

* Start times for each topic are estimated. Discussion of the next topic will begin at the conclusion of the prior topic (with the exception of breaks).

Seattle School Board Retreat Saturday, December 5, 2015, 10:00 am - 3:00 pm

Auditorium, John Stanford Center

Agenda 10:00 am WELCOME

Development and Approval of Norms and Expectations for the day

Board Member Ice Breaker o Hopes and aspirations for the coming year

10:30 am 2015-16 BOARD SELF-EVALUATION SMART GOALS

Review 2014-15 Board SMART Goals

Discussion and/or action on Board’s 2015-16 SMART Goals

Plan for ongoing board engagement through committees

11:45 am BREAK & LUNCH Noon PROFESSIONAL DEVELOPMENT: Governance and Board Protocols 2:30 pm 2016 ASSIGNMENT OPPORTUNITIES

Board Committee assignment preferences

Other Director roles assignments o (Head Start, City, State, Washington State School Directors’ Association,

Federal, BEX Oversight Committee, Families & Education Levies Oversight Committee, Preschool, Scholarship, Disciplinary Appeal Council)

3:00 pm ADJOURN

Board Special Meeting 2445 3rd Avenue South