1

FORESTHILLSPUBLICSCHOOLS

CHILDCARE

&

PRE-SCHOOLSTAFF

AGREEMENT

2015-2016

DanielBehm,SuperintendentForestHillsPublicSchools6590CascadeRoad,S.E.GrandRapids,MI49546

2

TABLEOFCONTENTS Page(s)

Preface 5

ArticleI:WagesA. Wages 6B. WageSchedule 6-7C. Longevity 7D. PlacementonSalarySchedule 7E. Overtime 7F. TrainingWages 8

ArticleII:Seniority,LayoffandRecallA. Seniority 8-9B. Layoff 9C. Recall 9

ArticleIII:EmployeeWorkSchedule

A. HoursofWork 10B. ScheduledWorkCalendar 10C. SchoolDelays 11D. SchoolClosings 11E. SummerDayCamp 11

ArticleIV:LeavesofAbsence

A. PaidLeaves 1) SickLeave 11-122) FamilyandMedicalLeaveAct(FMLA) 123) FuneralLeave 12-134) PersonalLeave 135) JuryDuty 136) SickLeavePayOffUponTerminationofEmployment 13

B. UnpaidLeaves

1) ChildCareLeaveofAbsence 142) Illness/Accident 143) SpecialLeaveofAbsence 144) ExtensionofUnpaidLeaveofAbsence 145) FringeBenefitsWhileonUnpaidLeave 146) ReturntoEmploymentfromUnpaidLeave 15

3

ArticleV:Benefits Page(s)A. Vacation 15B. Holidays 16C. Insurance

1) SigningupForInsurance 162) MedicalInsurance 163) DentalInsurance 174) VisionInsurance 175) CashOptioninLieuofHealthBenefits 176) LifeInsurance 177) Long-TermDisability 178) HoldHarmless 179) Workers’CompensationInsurance 17-1810) FlexibleInvestmentAccount 18

ArticleVI:Vacancies,transfers,ReassignmentsandResignationsA. Vacancies 18B. Transfers 18C. Reassignment 18D. Resignation 19E. JobDescriptions 19

ArticleVII:HiringProcedures 19ArticleVIII:ProbationaryPeriod 20ArticleEvaluationIX:Evaluation 20-21ArticleX:GrievanceProcedures 21-22ArticleXI:Retirement 22ArticleXII:MiscellaneousProvisions 22-23ArticleXIII:WorkRules 24-25

4

EQUALEMPLOYMENTOPPORTUNITYSTATEMENT

TheForestHillsSchoolDistrictBoarddoesnotdiscriminateonthebasisofrace,Color,nationalorigin,sex,religion,age,disability,geneticinformation,oranyother

protectedstatusinitsemploymentdecisionsortheprovisionofservice.

5

PREFACE

Thisagreement,enteredintoonJuly1,2015andextendsthroughJune30,2016,byandbetweentheForestHillsBoardofEducationandtheChildCareandPre-SchoolStaff,coveringtheemploymentconditions,wagesandfringebenefitsforallChildCareandPre-SchoolStaff

listedbelow.

ChildCareAideOn-SiteChildCareDirector

Pre-SchoolInstructorPre-SchoolAide

SpanishImmersionPre-SchoolInstructorSpanishImmersionPre-SchoolAide

6

ARTICLEI

WAGES

A.Wages

Wageswillbebasedonanhourlypayscheduledeterminedbyjobclassification,gradeandseniorityintheposition.Jobclassificationsandgradesaredefinesbelow.Grade Classification

A ChildCareAide Pre-SchoolAide SpanishImmersionPre-SchoolAideC On-SiteChildCareDirector PreSchoolInstructor SpanishImmersionPre-SchoolInstructor

B. WageSchedule

Forthe2015-16schoolyear,thesalaryschedulewillbefrozenandstepswillbegranted.

GRADEA 2014-2015and2015-2016

Step0 $10.20 Step1 $10.35 Step2 $10.53 Step3 $10.70 Step4 $10.87 Step5 $11.04 Step6 $11.22 Step7 $11.39 Step8 $11.58 Step9 $11.76 Step10 $11.94 Step11 $12.12 Step12 $12.32 Step13 $12.53 Step14 $12.71 Step15 $12.92 Step16 $13.12 Step17 $13.33 Step18 $13.55 Step19 $13.76

7

GRADEC 2014-15and2015-16 Step0 $15.31 Step1 $15.57 Step2 $15.79 Step3 $16.04 Step4 $16.28 Step5 $16.51 Step6 $16.77 Step7 $17.02 Step8 $17.29 Step9 $17.53 Step10 $17.79 Step11 $18.07 Step12 $18.33 Step13 $18.63 Step14 $18.88 Step15 $19.18 Step16 $19.46 Step17 $19.75 Step18 $20.05 Step19 $20.36C. Longevity Longevityisincorporatedwithinthesalaryschedule.D. PlacementontheSalarySchedule

Placementonthesalaryschedulewhenmovingfromonejobclassificationandgradetoanotherisdeterminedbyexperienceandseniority.

E. Overtime

Overtimepayofoneandone-half(1.5)timestheregularrateshallbepaidonactualtimeworkedbeyondtheforty(40)hourworkweekinanyoneworkweek.Aholidayshallbedeemedasadayworked.Thenumberofhoursworkedbeyondforty(40)hours,maybeusedascompensatorytime,andshallbetaken,wheneverpossible,duringthetwo(2)weekpayperiodinwhichitwasearned.Whennotpossible,basedontheuniquejobresponsibilitiesandworkschedule,compensatorytimemaybeappliedtoattendappointmentsorpersonalmattersinwhichaflexiblescheduleisnecessaryduringregularlyscheduledworkhours,orusedonanemployee’snon-scheduledworkdays.Overtimeandflextimemustbeauthorizedbyeachemployee’simmediatesupervisorpriortotheemployeeworking.

8

F. TrainingWage

TheStaterequiresstafftoacquiresixteen(16)hoursoftrainingspecifictotheirpositiononanannualbasistomaintainsiteandstafflicensing.Thedistrictwilloffersixteen(16)hoursoftrainingannuallytostaff.Staffmemberswillbecompensatedatthetrainingrateof$9.63perhourfortherequiredsixteen(16)hours.

ARTICLEII

SENIORITY,LAYOFFANDRECALL

A. Seniority

1. SeniorityforlongevitypurposesisdefinedasthelengthofcontinuousservicewiththeForestHillsPublicSchools.Seniority,forlayoffpurposes,isdefinedasthelengthofcontinuousserviceofanemployeewithinthejobclassificationscoveredbytheChildCareandPre-SchoolStaffhandbook,commencingwiththefirstdayofemploymentafterthelastdateofhire.Whenanemployeeholdsmultipleassignmentsatdifferentgradesand/orsteps,senioritywillbebasedontheassignmentwiththemosthours.Anemployeemustworkaminimumofone-half(.5)oftheirscheduledcalendaryearinordertobegivencreditforone(1)fullyearofseniority.

2. Seniorityautomaticallyterminatesifanemployeeresigns,isdischargedorfailstoreporttoapositionintheDistrictupontheterminationofaleaveofabsence.

3. Timeawayfromthejobonanapprovedleaveofabsence,includingunpaidtimeortimeanemployeeisonWorkers’Compensation,willnotbeappliedtotheemployee’sseniority,buttheemployeewillnotloseseniorityaccrueduptothedateofleave,exceptasnotedabove.

4. Senioritywillbecreditedbasedonthetotalnumberofhoursworked,notincludingovertimeorsubbing,andpro-ratedbytenthofoneyear,followingthesamebreakdowninhoursusedbyMSPERStocalculateretirementcredit.

1,020hoursormore 1.0year 918-1,019 .9year 816-917 .8year 714-815 .7year 612-713 .6year 510-611 .5year 408-509 .4year 306-407 .3year 204-305 .2year 203orless .1year

9

5. Itisunderstoodthatwhenanindividualmovesfromonejobclassificationtoanother,theyretaintheirtotalsenioritywiththedistricttodeterminevacationandlongevitypay.

B. LayoffWhenareductionofstaffisnecessary,asdeterminedatthesolediscretionoftheBoardofEducation,layoffshallbedeterminedinthefollowingmanner.1. Probationaryemployeesshallbelaidofffirstwhenanemployeewhohas

acquiredanyseniorityandwhosepositionhasbeeneliminated,isqualifiedtoperformtheservicesoftheprobationaryemployeewithinthesamejobclassification.

2. Intheeventthatthepositionofaseniorityemployeeiseliminated,he/sheshallhavetheopportunitytoreplacetheleastsenioremployeeinthesamegradeclassificationorinalowergradeclassificationofemploymentprovidedhe/sheisdeemedtohavethequalifications,proficiencyandefficiencyofjobperformance,requiredspecialjobskillsandknowledgenecessarytosuccessfullyhandletheassignment.

3. Whenamoresenioremployeemovestoalowergradeclassification,paywillbeadjustedaccordinglytoaccuratelyreflectthepaylevelforthatclassification.TheemployeewouldretainstepplacementwithinthelowerclassificationtoreflectappropriatesenioritybasedonthemostrecentdateofhireinapositioncoveredbytheChildCareandPre-Schoolhandbook.

4. Forpurposesoflayoffandrecall,gradeclassificationsAandBwillbecombined.

C. Recall 1. Theemployeewillbegivenwrittennoticeoflayoffathis/hermostrecent

knownaddressbycertifiedletter.Iftheemployeefailstorespondwithinten(10)days,he/sheshallbeconsideredtohavevoluntarilyresigned.

2. RecallshallbeintheinverseorderbasedonthesamecriteriausedbylayoffasdeterminedbytheBoard.

a.ArecalllistshallbemaintainedbytheBoardforaperiodnottoexceedtwo (2)years.Thereafter,anemployeeshalllosehis/herrighttorecall.

b.Anemployeeofferedacomparablepositiontotheonepreviouslyheld,whodeclinesrecalltowork,isconsideredavoluntaryresignation.

10

ARTICLEIII

EMPLOYEEWORKSCHEDULE

A. HoursofWork

1.Employeeswhoworklessthaneight(8)hoursandmorethanfour(4)consecutivehoursperdaywillbegivenone(1)fifteen(15)minutepaidbreakandanunpaidhalf-hour(.5)lunchperiodperday.2.Employeeswhoworkeight(8)consecutivehoursperdaywillbegiventwo(2)fifteen(15)minutepaidbreaks,oneinthemorningandoneintheafternoonandanunpaidhalfhour(.5)unpaidlunchperiod.Breaksarenottobecombinedwithlunchortobeusedtoleaveearlyorarrivelate.

B. ScheduledWorkCalendar

1.Employeeswillbeinformedoftheirworkweekschedulewithbeginningandendingdatesapproximatelythirty(30)dayspriortothestartofthenextschoolyear.Itisunderstoodthattherewillbenoextensionofcurrentlyassignedworkweekswithoutmutualconsentoftheemployeeinvolved,unlessthereisasignificantchangeinthecurrentcalendar.Workweekslistediswhatisbudgeted.Ifthetotaltimeisnotneeded,itisnotmandatorythatitbeused.

2.On-SiteChildCareDirectorswillreceivecompensationforfour(4)additionalhourspriortotheirworkcalendartosetuptheclassroomandfour(4)additionalhoursattheendoftheirworkcalendartoclosetheclassroom.

3.On-SiteChildCareDirectorsandChildCareaideswillberequiredtoworkonallnon-schooldays,delaydays,andsnowdays.AbuildingrotationschedulewillbeestablishedbytheSchoolsPlusOffice.ChildCarearealsorequiredtoworkkindergartenround-up,schoolopenhouseandbreaks.Toprovideequitableinstructiontimeforbotha.m.andp.m.sessions,aschedulewillbepreparedatthebeginningofeachschoolyearalternatingstudentattendanceforthea.m.andp.m.ChildCarestaff/subswillbegivenfirstopportunitytoworkifadditionalstaffisnecessary.Disciplinaryactionshallbetakenforemployeesrefusingtowork,whenscheduledbytheSchoolPlusOffice,onnon-studentinstructionaldaysandbreaks.

11

Pre-SchoolandSpanishImmersioninstructorsandaideswillnotberequiredtoworkonthedatesofnon-schooldays.EmployeeswillbepaidattheirhourlyrateforattendingtheDistrict-Wideorientationmeetingonopeningdayandonothertimesduringtheschoolyearwhenattendanceisrequested.

C. SchoolDelays

Ondayswhenschoolisdelayedforstudents,allemployeesexceptPre-SchoolStaffareexpectedtoreporttoworkattheirregularlyscheduledstartingtimeorastheymaysafelydoso.Employeeswillbepaidforthehoursworked.

D. SchoolClosings

Ondaysthatschoolsareclosedforunscheduledreasons,Pre-SchoolandSpanishImmersionaidesarenotexpectedtowork.ChildCareDirector,ChildCareaides,KindergartenKidsCareinstructorsandKindergartenKidsCareaidesarerequiredtoreporttowork.Employeeswillonlybepaidforthefirstthreeinclementweatherdaysiftheyarerequiredtowork.Employeeswillbepaidforthefourthandfifthdaysandwillreceivecompensatorytime-offiftheyarerequiredtowork.Additionaldaysbeyondwhatisallowablebythestatefor“ActofGod”dayswillnotbepaid.

E. SummerDayCamp

PositionswillbepostedforemploymentopportunitiesfortheSummerDayCampProgram.AllqualifiedChildCareandPre-SchoolStaffwhoreceivedsatisfactoryevaluationswillbegrantedinterviewsforvacantpositions.

ARTICLEIV

LEAVESOFABSENCE

A. PaidLeaves

1. SickLeave

a. Sickleavewillbepaidattheemployee’sregularrateofpay. b. Followingsuccessfulcompletionoftheprobationaryperiod,onedayofsick

leavewillbegrantedpermonth,equaltothenumberofhoursworkedperday.Uptoten(10)sickleavedaysperyearwillbegranted.

c. Sickleavemaybeusedforpersonalillness,doctorappointmentsorillnessof

yourimmediatefamily.

12

d. Ifanemployeeisgoingtobeunavailableforwork,he/sheshallcontacthis/hersupervisoratleasttwohourspriortotheemployee’sestablishedreportingtime.Iftheemployeeisunabletoreachhis/herimmediatesupervisor,he/sheisresponsibleforusingthemastersubstitutelisttoarrangeforasubstitutetobeattheworksiteattheofficialstartingtime.Afollow-upcallmustthenbemadetotheimmediatesupervisorreportingyourabsence.

e. TheAssistantSuperintendentforHumanResourcesmayrequestaphysician’s

statementifhe/shequestionstheuseofsickleavebenefit.f. Sickleavemaybeaccumulatedwithoutlimit.2.FamilyandMedicalLeaveAct(FMLA)a. TheDistrictwillcontinuetomaintainhealthbenefitsforcoveredFMLAleavein

compliancewiththeFamilyandMedicalLeaveActof1993,foruptotwelve(12)weeksduringafiscalyearfortheseriousmedicaloftheemployeeorthecareoftheemployee’simmediatefamilymember(spouse,son,daughter,parent,birthofachild,adoptionofachild,ortakinglegalguardianshipofachild.)Thelawdoesnotprovideforemployeewagesduringsuchleave.Paidleaveisgrantedonlyifsufficientaccumulatedsickdaysareavailabletocoverthedurationoftheleave.EligibilityforFMLAisbasedonifanemployeehasbeenemployedforatleastoneyearandhasworkedatleast1/250hoursovertheprevioustwelve(12)months.EmployeesarerequiredtousetheiraccumulatedsickleaveforanapprovedFMLAleave.

EmployeesthatcurrentlytakeadvantageofBoardpaidhealthbenefitsand

qualifyforFMLAwillcontinuetoreceivehealthbenefitsfortwelve(12)weekswhileonunpaidleave.

b. Requestsforleaveforaserioushealthconditionforanemployeeorcareofan

immediatefamilymember(asidentifiedina.above),withaseriousmedicalcondition,requiresmedicalcertification.

c. Theemployerhastherighttodevelop,approveandimplementpoliciesthat

complywiththeFamilyandMedicalLeaveActof1993.3.FuneralLeavea. Employeesmayuseuptonedayofsickleavetoattendafuneralanduptothree

(3)daysofsickleaveforthedeathintheimmediatefamily.AdditionaldaysmaybeauthorizedbytheAssistantSuperintendentforHumanResources.

b. Immediatefamilyisdefinedasspouse,child,adoptedchild,orchildofwhom

youhavelegalguardianship,oraparent.c. Absenceforfuneralrequirespriorapprovalfromtheemployee’simmediate

supervisor.

13

4.PersonalLeave a. Personalleavemaybeusedforbusinessthatcannotbeconductedoutsideof

thenormalworkinghours.Requestsforpersonalleavemustbesubmittedtothesupervisorthree(3)workdaysinadvanceontheappropriateform.TheimmediatesupervisorwillsendthePersonalBusinessRequestformtotheAssistantSuperintendentforHumanResourcesforfinalapproval.

b. Employeeswhoworklessthanfifty-two(52)weekswillreceivethree(3)

personalleavedaysperyearbasedontheirregularhours.c. Unusedpersonalleavedayswillbeaddedtosickleavethefollowingyearequal

tothedailyhoursworked,or,ifrequestedinwritingpriortoJuly1,oneunusedpersonalleaveday,equaltotheaveragedailyhoursworkedthepreviousyear,maybecarriedovertothepersonalleavebankthefollowingyear.

5.JuryDutya. Ifanemployeeiscalledtojuryduty,itishis/herresponsibilitytonotifyhis/her/

immediatesupervisor.b. ThecheckreceivedforjurydutymustbesubmittedtotheBusinessOffice.

Mileagepayshouldbereportedseparatelyandwillberefundedtotheemployee.

c. Iftheemployeeisdismissedfromjurydutyduringhis/herregularworking

hours,he/sheisexpectedtoreporttowork.6.SickLeavePayOffUponTerminationofEmployment Atthetimeofterminationofemployment,ifanemployeehasaccumulatedsick

leave,theBoardwillpaytheemployeetheamountspecifiedbelowontheemployee’sfinalpaycheck.

50days(300hours) $500 67days(400hours) $750 83days(500hours)$1,000 100days(600hours) $1,250 115daysormore(690+hours) $1,500B.UnpaidLeaves

14

1.ChildCareLeaveofAbsence Anunpaidchildcareleaveofabsenceforuptooneyearwillbegrantedunder

thefollowingconditions: a.TheemployeewillnotifytheAssistantSuperintendentforHumanResources,

inwriting,atleasttwo(2)monthspriortoscheduleddeliveryorassoonaspossiblewithanadoption,indicatingtheapproximatelengthofleavedesired.

b.Writtennotificationoftheemployee’sintentionsfortheupcomingschool

yearmustbesubmittedinwritingtotheAssistantSuperintendentforHumanResourcesnolaterthanMay30ofeachyear.Non-submissionofwrittennotificationwillbedeemedastheemployee’sadmissionofhis/herresignationfromthedistrict.

2.Illness/Accident Ifanemployeehasamedicalemergency,whichrequiresalongperiodof

recuperation,theemployeemayrequest,inwritingtotheAssistantSuperintendentforHumanResources,andaccompaniedbyaphysician’sstatement,anunpaidleaveofabsenceforuptooneyear.

3.SpecialLeaveofAbsence Afterfive(5)yearsofemploymentwiththedistrict,anemployeemayrequest,

inwritingtotheAssistantSuperintendentforHumanResources,anunpaidleaveofabsenceforuptooneyear.Oneyearisdefineduptooneschoolyear.ApprovalordenialofsuchspecialrequestsisthesolediscretionoftheBoard.

4.ExtensionofUnpaidLeaveofAbsence Ifanapprovedleaveofabsencemustbeextendedforanyreason,theemployee

mustbenotifytheAssistantSuperintendentforHumanResourcesatleasttwo(2)weeksinadvanceofthescheduledreturndate.TheBoardhastheoptionofapprovingordenyingsucharequest.

5.FringeBenefitsWhileOnLeave Duringanyunpaidleave,exceptthosecoveredbythefamilyandMedicalLeave

Actof1993,theemployeewillberesponsibletopaytotheAccountingOfficeeachmonth,anamountsufficienttopaytheinsurancepremiumsiftheemployeechoosestocontinuecoverage.

Allotherfringebenefitsshallterminateuponcommencementoftheleaveof

absence,exceptthoseleavesandbenefitscoveredbytheFamilyandMedicalleaveActof1993,andwillbereinstatedupontheemployee’sreturn.Itistheemployee’sresponsibilitytocompletenecessarypaperworkintheHumanResourcesOfficetoreinstatefringebenefitsandinsurance.

6.ReturntoEmploymentfromUnpaidLeave

15

Uponcompletionofleave,theemployeewillnotbeguaranteedtoreturntothesameposition.Employeewillbeofferedanotherpositionforwhichhe/sheisqualified,ifavailable.Non-acceptanceofsuchapositionshallterminatetheBoard’sobligationtorehire.WrittennotificationmustbesubmittednolaterthanMay30ofeachschoolyearverifyingtheemployee’sintentionsfortheupcomingschoolyear.Non-submissionofawrittenlettertotheAssistantSuperintendentforHumanResourcesbyMay30ofeachyear,verifyingtheemployee’sintentionsfortheupcomingschoolyear,willbedeemedasadmissionofhis/herresignationfromthedistrict.

ARTICLEV

BENEFITS

A.Vacation1. Employeesareentitledtoreceivepaidvacationbasedonsenioritywiththe

Districtasoftheanniversarydateofemploymentinapermanentposition.2. EmployeeshiredafterDecember31,2004willnotreceivevacationdays.3. EmployeeshiredDecember31,2004orearlierwillreceiveaweekequaltofive

(5)workdaysofpaidvacationforSpringbreakbasedontheircurrentweeklyhoursandrateofpay.ChildCareDirectors,KindergartenKidsCareinstructorsandaidesthatarerequiredtoworkduringSpringBreak,mayusetheirvacationonothernon-scheduledworkdays.

4. Requestsforvacationmustbesubmittedontheappropriateformtwo(2)

weeksinadvanceandmustbeapprovedbytheemployee’ssupervisor.

5. Employeesmustusevacationtimegrantedwithinthetwelve(12)monthtimeperiodunlessawrittenrequestissubmittedtotheAssistantSuperintendentforHumanResourcesrequestinganextendeduseofthosedaysforasix(6)monthperiod.Ifsaidrequestisnotreceived,thosevacationdayswillbelost.

6. IfanemployeeleavestheDistrict,vacationtimewillbeusedpriorto

termination.B.Holidays

16

1. TheFollowingholidayswillbepaidattheemployee’sregularhoursandpayrate.IftheholidayfallsonaSaturday,theFridayprecedingwillbethedesignatedholiday.IftheholidayfallsonaSunday,thefollowingMondaywillbethedesignatedholiday,orasdeterminedbythedistrict.

LaborDay

ThanksgivingandDayafterThanksgiving ChristmasDay NewYear’sDay GoodFriday(onnon-scheduledworkdays) MemorialDay IntheeventthatChildCarewillbeopenonapaidholiday,employeesrequired

toworkwillbecompensatedholidaypayattheirregularpayrateconsistentwithwhatisgrantedintheirotherbanks,inadditiontothenumberofactualhoursworkedonadesignatedpaidholiday.

2. HolidayPayshallnotbegrantedtoanemployeeduringtheirprobationary

period.Afterthesuccessfulcompletionoftheirprobationaryperiod,employeesareconsideredpermanentemployeesandwillbegrantedallbenefitsoutlinedintheagreement.

3. Afloatingholidaywillbegrantedforthe2016-17schoolyearforanyemployee

whodoesnotincuranyabsencesduringthe2015-16schoolyear.C.Insurance

1. SigningupforInsuranceCoverage Itistheresponsibilityoftheemployeetosignupforinsurancecoverageinthe

HumanResourcesOfficewithinthirty(30)daysaftertheprobationaryperiodisoverorduringtheopenenrollmentperiodeachNovember.Coveragewillbeeffectivethe1stdayofthefollowingmonth,foremployeescompletingtheirprobationarystatus.OpenEnrollmentchangeswillbeeffectiveJanuary1.

2. MedicalInsurance

TheBoardwillprovidemedicalinsurancewithPriorityHealth.TheBoardwillpayuptothemaximumcapallowedundertheMichiganLaw.

Employeeswhoworkthirty-eight(38)weeksormoreperyear,butlessthan

fifty-two(52)weeks,andworkthirty(30)hoursormoreperweek,willbeeligibleforsinglepersoncoverage.Theemployeemaypurchasedependentmedicalcoverageatthefulladditionalpremiumcost.Monthlypremiumswillbepayroll-deductedthroughouttheyear.

Employeeswhoworkthirty-eight(38)weeksandlessthanthirty(30)hoursper

weekmaypurchasemedicalinsuranceatthefullpremiumcost.Monthlypremiumswillbepayroll-deductedthroughouttheyear.

17

3. DentalInsurance Employeeswhoworklessthanfifty-two(52)weeksareeligibletopurchase

dentalcoverageatthefullpremiumcost.Premiumswillbedeductedfromtheirpaythroughouttheyear.DentalplanisthroughADNAdministrators,Inc.

Inaddition,theemployeewillberequiredtopaythefullcostofincreasing

insurancecoveragetoa$2000annualmaximum.

4. VisionInsurance TheBoardwillprovidevisioninsurancewithNVA(NationalVision

Administrators,LLC).Employeeswhoworklessthanfifty-two(52)weeksareeligibletoreceiveasinglepersonpolicywiththeemployeepaying15%ofthesinglesubscriberpremiumthroughpayrolldeduction.Employeesmaypurchaseadditionalvisioninsuranceforthefamilycoverageatfullpricethroughpayrollreduction.

5. CashinLieuofMedicalBenefits

InlieuofsubscribingtotheBoardprovidedhealthinsurance,anemployeewhoworksatleastthirty(30)hoursaweekandatleastthirty-eightweeksperyearmayselectthecashinlieuoption.Cashoptionis$3500.Thecashoptionwillbedisbursedovertwenty-four(24)payperiods.Cashinlieuwillnotbepaidonthe3rdpayofthemonth.

6. LifeInsurance

Employeeswhoworkthirty-eight(38)weeksormoreperyearandworkthirty(30)ormorehoursperweekwillreceivea$20,000AD&Dtermlifeinsurancepolicy.

7. Long-TermDisability(LTD)

Employeeswhoworkthirty-eight(38)weeksormoreandthirty(30)ormorehoursaweek,maypurchaselong-termdisabilityinsuranceonanaftertaxbasis.

8. HoldHarmless

Liabilityprotectiontodefend,holdharmlessandindemnifytheemployeeintheeventthatanyclaim,legalproceeding,etc.isbroughtagainsttheemployeeintheircapacityasanemployeeoftheDistrictprovidedthathe/sheisactingwithinthescopeoftheiremployment.ThisprotectionislimitedtotheliabilitypolicymaintainedbytheDistrict($1,000,000,000),subjecttocarrierrequirementsandrestrictions.

9.Workers’CompensationInsurance a. TheBoardwillprovideWorkers’Compensationinsurance.

b. Employeemustreportjob-relatedinjuriestotheHumanResourcesOfficewithintwenty-four(24)hoursthroughcompletionandsubmissionoftheappropriateform.

18

c. IncaseswheretheemployeeispaidbenefitsundertheWorkers’CompensationAct,theemployeemayrequestdeductionsonapro-ratabasisfromthesickleaveaccumulationtoensurenodifferencebetweentheemployee’sregularstraighttimewagestoWorkers’CompensationbenefitsandtheactualbenefitspaidundertheprovisionsofthesaidWorkers’Compensationbenefits,oruntilsuchtimethattheemployee’ssickleaveisexhausted.EmployeeisresponsiblefortheirMIPcontributiononreportableWorker’sCompensationpayments

9. FlexibleSpendingAccounts

Employeesmayelecttoestablishaflexiblespendingaccountthroughtheirbenefitelectionformduringopenenrollment.Flexiblespendingaccountsallowparticipantstousepre-taxdollarsforout-of-pocketmedicalexpenses,dependentcareexpensesandemployersponsoredmedical-relatedinsurancepremiums.Thecompanythatcurrentlyoversees/handlesForestHillsflexiblespendingaccountsiscalledFlexAdministrators.Itistheemployee’sresponsibilitytosubmitclaimsdirectlytoFlexAdministratorsforprocessingtheirreimbursements.Anemployeemayelectanyamountuptothemaximumlistedbelow.

• MedicalExpenses $2,500.00• DependentDayCare $5,000.00

ItisimportanttonotethataccordingtoIRSregulations,employeecontributionstoaflexiblespendingaccountthatarenotusedbytheendoftheplanyearareforfeited.Whenanemployeeelectstosignupforaflexiblespendingaccount,theamountselectedisdeductedoutoftheirpayduringthenineteen(19)paydeductionperiod.Forthe2014-15TheFlexPlanwillrunOctober–DecemberandthenanewFlexPlanwillbeinitiatedthatwillrunJanuary-December.

ARTICLEVI

VACANCIES,TRANSFERS,REASSIGNMENTANDRESIGNATION

A. VacanciesWhenpositionsbecomeavailable,avacancynoticeshallbepostedwithintheDistrictforfive(5)daysbeforethepositionmaybefilled.

B. Transfers

AnemployeeinterestedinatransfertoavacantpositionintheDistrictshouldsubmithis/herrequest,inwriting,totheAssistantSuperintendentforHumanResources.

19

C. Reassignment

ApplicantsfromwithintheDistrictwillbeconsideredpriortoapplicantsfromoutsidetheDistrict.Unrequestedtransferswillbeminimizedandavoidedwheneverpossible.

D. Resignation

Ifanemployeewishestoresignfromhis/herposition,he/sheshouldinformtheAssistantSuperintendentforHumanResources,inwriting,atleasttwo(2)weeksinadvance.

E. JobDescriptions

EachpositionshallhaveawrittenjobdescriptionprovidedbytheHumanResourceoffice.Iftheresponsibilitiesofthepositionchange,thejobdescriptionistoberevisedaccordinglyandsubmittedtohumanResourcesforreview.Whenthejobresponsibilitieschange,allchangesaretobediscussedinfullwiththeemployee,thesupervisorandtheAssistantSuperintendentforHumanResourcessothattheemployeefullyunderstandshis/hernewresponsibilities.

ARTICLEVII

HIRINGPROCEDURESA. WhendeemedappropriatebytheDistrict,personalinterviewswillbeconductedbytheChild

CareProgramCoordinatorsand/orthebuildingprincipalsforthecandidatesconsideredbytheDistricttopossessthequalificationsforthevacantposition.

B. Acandidatewillbeemployedonlyforthepositioncurrentlyvacantandforwhichtheyapplied

withoutanticipationofthecandidate’spartofafuturepositionwiththeDistrictoranticipationofatransfer.Criteriaforhiringwillbebaseduponthecandidate’sskills,suitability,experienceandqualificationsforthespecificvacancybasedonthejobdescription.

C. Newemployeeswillundergotwodaysofmandatoryorientationintheirposition.ChildCare

DirectorsandChildCareAidesarerequiredtohaveaTBtestuponinitialemployment,andDirectorsarerequiredtohaveCPRtrainingannually.Atthediscretionoftheprogramcoordinators,aideswillberequiredtohaveCPRtraining.FirstAidtrainingisrequiredeverythreeyearsforDirectorsandatthediscretionofprogramcoordinatorsforaides.Staffwillberequiredtobefingerprinted,receiveCentralRegistryclearance,andassignappropriateabuseandneglectforms.

20

ARTICLEVIII

PROBATIONARYPERIODA. Anewemployeeshallbeonprobationforthirty(30)workdays.Thepurposeofthe

probationaryperiodistoprovideanopportunityfortheBoardtodetermineistheemployeehastheabilityandotherattributesnecessarytoqualifyhim/herforregularemployeestatus.

B. Duringtheprobationaryperiod,theemployeemaybelaidoffordismissedatsolediscretionof

theBoard.C. Fringebenefitswillnotbeineffectduringtheprobationaryperiod.FringeBenefitsaredefined

ashealthbenefits,dental,vision,life,LTD,cashoptioninlieuofhealthbenefits,annuity,holidaypay,vacationpay,personaldays,andsickdays.

D. ItistheresponsibilityoftheemployeetosignupforinsurancecoverageattheHuman

ResourcesOfficewithinThirty(30)daysaftertheprobationaryperiod.

ARTICLEIX

EVALUATION

EvaluationProcessandTimelines1. Employeeswillbeevaluatedonanannualbasisforthefirsttwo(2)yearsofa

newassignment.Iftheemployeehasearnedasatisfactoryevaluation,he/shewillbeevaluatedeverytwo(2)years,unlessaproblemisnotedbytheadministratororsupervisor,inwhichcasetheemployeewillbeevaluatedannually.Ifanemployeereceivesanunsatisfactoryevaluation,he/shewillremainonanannualevaluationplanuntilasatisfactoryratingisearned.Ifperformancedoesnotimprove,theemployeemayfacedisciplinaryactionuptoandincludingdischarge.Evaluationsmaybeconductedmorefrequently,ifrequestedbyanemployee,administratororsupervisor.

2. EvaluationsshouldbecompletednolaterthanMay30.Theemployeeshall

receiveacopyofthewrittenevaluationanditistobereviewedinaprivateconference.OnecopyoftheevaluationwillbesenttotheAssistantSuperintendentforHumanResourcesforplacementintheemployee’spersonnelfile.

3. Evaluationsmustbesignedbyboththesupervisorandtheemployee.The

employee’ssignatureontheevaluationdoesnotnecessarilyindicateapprovalorconcurrencewiththeevaluation;itdoesindicatetheevaluationwasreviewedwiththeemployees.

21

4. Evaluationsshouldbebasedonthejobdescriptionandmadewiththeobjective

toassisttheemployeetoimprovehis/herworktechniquesandskills,ifnecessary.Whereareasofimprovementareneeded,animprovementplanwillbeimplementedwiththeemployeeandhis/heradministratororsupervisor.

5. Ifanemployeedisagreeswithhis/herevaluation,he/sheshoulddiscussany

concernswiththeadministratororsupervisor.Theemployeemayattachawrittenaddendum,statingconcerns,tohis/herevaluationwithinthirty(30)daysofreceipt.

6. Employeesshallhavetheright,withproperadvancenotice,toreviewhis/her

personnelfile,excludingpre-employmentinformationandothermaterialjudgedconfidentialbytheBoard.

ARTICLEX

GRIEVANCEPROCEDURES

Ifaproblemofmisunderstandingarisesbetweentheemployeeandhis/hersupervisor,orifanemployeehascomplaintsorfeelsthattherehasbeenamisinterpretationofanyoftheconditionsofhis/heremployment,theproblemistoberesolvedinthefollowingmanner.1. EmployeesareencouragedtocontacttheirChildCareorPre-Schoolsrepresentativefor

clarificationofpotentialviolationsofthisAgreement.2. Theproblemistobediscussedbetweentheemployeesandthesupervisor.3. Iftheproblemisnotresolvedtotheemployee’ssatisfaction,he/shemay,withinten

(10)workdays,submittheconcernsinwritingtotheAssistantSuperintendentforHumanResources.

4. Withinten(10)workdaysofreceiptoftheletter,theAssistantSuperintendentfor

HumanResourceswillmeetwiththeemployeeandChildCareorPre-Schoolrepresentative,iftheemployeesodesires,todiscussthesituation.

5. TheAssistantSuperintendentforHumanResourceswillrespondtosuchconcerns,in

writing,withinten(10)workdaysofmeeting,withcopiessenttoboththeemployeeandthesupervisor.

6. Iftheemployeestillbelievesthattheproblemhasnotbeensatisfactoryresolved,

he/shemayappeal,inwriting,totheSuperintendent.

22

7. TheSuperintendentwillmeetinformallywiththeemployeeandChildCareorPre-Schoolrepresentative,ifemployeesodesires,andwiththesupervisorandAssistantSuperintendentforHumanResources,ifdeemednecessary,inanattempttoresolvetheproblem.ThedecisionoftheSuperintendentshallbefinalandbindingontheparties.

ARTICLEXI

RETIREMENT

A. MembershipintheMemberInvestmentPlan(MIP)oftheMichiganPublicSchoolEmployeeRetirementSystem(MPSERS)isrequiredofallemployeeshiredafterDecember,1989.Priortothatdate,employeeshadachoicebetweentheBasicandtheMIPretirementplan.

B. InAdditiontotheemployeecontribution,theBoardofEducationcontributesan

additionalpercentageasrequiredbytheStateofthegrosswagesofallemployeestotheretirementfund.

C. Tobeeligibleforretirement,anemployeemusthaveten(10)yearsofservicewith

ForestHillsPublicSchools(and/orotherpublicschoolsinMichigan).Theten(10)yearsofserviceisbasedonsix(6)hoursperdayor1,020hoursperschoolyear,whichequalsafullyear.Furtherexplanationoftheretirementplancanbefoundinyourbooklet,“AnIntroductiontoYourRetirementPlan”orcontactthePayrollOffice.

ARTICLEXII

MISCELLANEOUSPROVISIONS

A. OnlytheSuperintendentortheAssistantSuperintendentforHumanResourcesmayissuepoliciesconcerningwages,hoursandworkingconditionswhicharebindingontheBoardandthenonlyifinwriting,andsignedbytheissuer.

B. Boardpaymentforinsuranceprotectionshallterminatewhentheemployeeis

terminated,laidoff,onworkers’compensationorwhentheemployeeisonaleaveofabsencewithoutpay.

C. NotwithstandingtheprovisionsofthisArticle,thetermsofanycontractorpolicyissued

byaninsurancecompanyshallbecontrollingasinallmattersconcerningbenefits,eligibilityandterminationofcoverageandothersuchmatters.

23

D. TheBoard,bypaymentofthepremiumrequiredtoprovidethecoveragesetforthherein,shallberelivedfromallliabilitywithrespecttobenefitsprovidedbytheinsurancecompany.Failureofthecarriertoprovideanyofthebenefitsforwhichithascontracted,foranyreason,shallnotresultinanyliabilitytotheBoard,norshallfailurebeconsideredabreachofanyobligationbytheBoard.

E. Priortorevisions,additionsorchangesinanysectionoftheChildCareandPre-School

StaffAgreementrelatingtoemployeebenefitsorworkconditions,thechangeistobepresented,inwritingtothenon-affiliatedChildCareandPre-SchoolrepresentativesoperatingbytheguidelinesoftheAgreementforapproval.

24

ARTICLEXIIIWORKRULES

ForestHillsPublicSchools,inanefforttoassurethatfairtreatmentandsafetyofallemployeesreaffirms

andestablishesthefollowingemployeeworkrules.TheseregulationsofForestHillsBoardofEducationhavebeendesignednottorestrict,butrathertodefineandprotecttherightsofall.ItshouldbepointedoutthattheinfractionsdescribedbeforearenottobeinterruptedasallinclusiveanddonotprecludedisciplinaryactionforotherviolationsofstandardsofconductdeterminedbytheDistricttomeritdiscipline.Insuchacase,thefactthattheconducthasnotbeenspecificallycoveredintheseRulesandRegulationsshallnotaffecttheappropriatenessoftheDistrict’saction.

TheBoardbelievesthatthegreatmajorityofitsemployeeswillabidebytheserulesandallotherproper

standardsofconduct.Anemployeewhofailstomaintainproperstandardsofconductatalltimes,orwhoviolatesanyofthefollowingrulesshallsubjecthim/hertothedisciplinaryactionbelow:

A. TheFollowingshallbecausesfordisciplinaryactionuptoandincludingimmediatedischarge: 1.Theftofprivateorschoolproperty,includingpropertyofafellowemployee. 2.Removingschoolproperty,recordsorothermaterialsfromschoolpremiseswithoutproper

authorization. 3.Falsificationofrecordsorreports,includingpersonnel,absence,sickness,accident,injuryor

workrecords. 4.Deliberatedestructionorabuseofschoolproperty,toolsorequipment. 5.Causing,leadingorengaginginastrike,walkoutorotherworkstoppage,slowdownor

interferencewithwork. 6.Bringingfirearmsorweaponsofanykindontoschoolpropertyorpossessingsameonschool

property. 7.Use,possession,manufacture,distribute,dispensation,transportationorsaleofillegaldrugs,

controlledsubstances,alcoholicbeveragesoranyothersubstancewhichaffectsormay affectanemployee’sabilitytocompetentlyorsafelyperformortoreportfordutyinanunfit condition.

8.Insubordination,includinguseofprofaneorthreateninglanguage,toaschoolofficialor othersupervisor.

9.Fightingonschoolpropertyorthreatofphysicalviolencetoothers. 10.Operationand/oruseofmachines,telephone,toolsorotherBoardownedequipment

withoutapprovalfromtheemployee’ssupervisor,abuse,misuse,ordestructionofBoard and/orother’sproperty,toolsorequipment.

11.Misuseand/orremovalofBoardproperty,recordsorotherBoardmaterialswithoutproper writtenauthorizationfromtheimmediatesupervisor.

12.Threatening,intimidating,coercingorinterferingwithworkofotheremployees. 13.Falsestatementsknowinglyorrecklesslymade,orviolentlyabusiveandpersonally

defamatorystatementsorslanderofanotheremployee,student,parentorBoardmember andwheresuchconductisrelatedtoandinterfereswiththeeducationalprocessand administrationthereof.

14.Distributionofobscene,vulgarorindecentwrittenprintedmatterwhichtendstodisruptthe schoolorschooldistrict,orresultsindangertootherpersonsonschoolpropertyor interfereswithschoolworkordiscipline.

15.Unlawfulorimproperconductofanemployee,onandoffDistrictpropertyand/orduring non-workhourswhichaffectstheemployee’srelationshiptohis/herjob,his/herfellow employees,his/hersupervisors,studentsofBoardproperty,reputationorgoodwillinthe community.

25

16.Improperconductwhichisatvariancewithconceptsthataregenerallyacceptedand approvedinthecommunity,engaginginconductwhichisprescribedbythecriminalstatutes.

B TheFollowingshallbecausesfordisciplinaryaction.Therearefour(4)differentlevelsof

disciplinewhichmaybeimposed.Theycanbeusedinanysequencetofittheseriousnessof thesituation.Thefourlevelsareasfollows:

• OralReprimand • WrittenReprimand• Two(2)DayDisciplinaryLayoffWithoutPay• Discharge

1.Failuretobeattheworkstation,readytowork,atthestartingtime.2.Stoppingworkbeforebreaktime,lunchtimeorquittingtime.3.Conductingpersonalbusinessduringworkhoursoronschooldistrictpremises,oruseofdistrictequipmentforpersonalreasons.

4.Refusaltodojobassignment. 5.Unauthorizedorunexcusedabsence,reportinglatetowork,leavingworkareaorbuilding

duringworkhourswithoutauthorization. 6.IrregularworkattendancesothattheservicesofemployeearelittlevaluetotheBoard,or

intermittentabsenteeismamountingtopart-timeemployment. 7.Inattentiontoduties,loafingorwastingtimeduringworkhours. 8.Slowdowninperformanceorcausingslowdowninperformance. 9.Anyconductwhichimpedestheproductivityofone’sselforothers. 10.Vending,soliciting,andcollectingoffundsordistributionofliteratureinworkareasduring

employee’son-dutytime. 11.Violationofsafetyrulesorboardpolicies. 12.ViolationofDistrict,StateorFederalsafetyrulesorpracticesand/orengaginginanyconduct

whichtendstocreateasafetyhazardwhichendangersselfand/orothers.Employeesmust,atalltimes,wearsafetyarticlesanduseprotectiveequipmentwhenrequiredandimmediatelyreporttotheirsupervisoranyinjuryoraccident.

13.Failuretoreportinjuriesoraccidentstotheemployee’simmediatesupervisor. 14.Violationofcommonsensehealthandsanitationrules,includingmaintenanceofpersonal

hygiene. 15.Discourtesytootheremployees,supervisorsorvisitorstothebuilding. 16.Smokingisprohibitedonschoolpropertyduringworkhoursandatanyschool-relatedevent

duringtheday,eveningorweekend. 17.GamblingortakingpartinanygameofchanceonBoardpremises. 18.Dressorgroomingthatdisruptstheschoolsetting. 19.Unsatisfactoryworkperformance. 20.Poorhousekeeping,creatingorcontributingtounhealthyorunsanitaryconditions. Inaddition,theaccumulationofacombinationofthree(3)writtenwarningsand/ordisciplinary

layoffsfortheviolationoftheaboveruleswillbecausefordischarge. Theforegoingrulesarenotintendedtobeallinclusiveoftherequireddiscipline,proper

standardsofconductorobligationofemployees.TheBoardshall,whenitdeemsitappropriate,establishadditionalrulesandbuildingadministratorsandothersupervisorsmaysetupparticularrulestogoverntheiremployee’sconductastheydeemnecessarybythenatureoftheiroperations.

26

ARTICLEXIV

DURATION This Agreement shall be in effect from July 1, 2015 to June 30, 2016. This

Agreement shall not be extended orally and it is expressly understood that itshallexpireonthedatesindicated.

FORTHEBOARD: FORTHECOREGROUP:________________________ _______________________ChristineAnnese,ChiefNegotiator KimWilder,RepresentativeDATE:___________________ DATE:__________________________________________JudyGritter,RepresentativeDATE:___________________AdoptedbytheBoardofEducationonJune30,2015