final_final wccaa contract 2008-2012-10.7.10

8/8/2019 Final_final Wccaa Contract 2008-2012-10.7.10

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AGREEMENT

BETWEEN

WEST CONTRA COSTA UNIFIED SCHOOL DISTRICT

AND

WEST CONTRA COSTA ADMINISTRATORS ASSOCIATION

July 1, 2008 - June 30, 2012


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TABLE OF CONTENTS

ARTICLE 1 AGREEMENT ........................................................................................................................ 2

ARTICLE 2 RECOGNITION ..................................................................................................................... 2

ARTICLE 4 SALARY ................................................................................................................................. 4

ARTICLE 4 MAINTENANCE OF BENEFITS .......................................................................................... 6

ARTICLE 5 ORGANIZATIONAL SECURITY......................................................................................... 6

ARTICLE 6 GRIEVANCE PROCEDURE ................................................................................................. 8

ARTICLE 7 PROHIBITED ACTIVITIES ................................................................................................ 10

ARTICLE 8 LEAVES ............................................................................................................................... 10

ARTICLE 9 EFFECT OF AGREEMENT ................................................................................................. 18

ARTICLE 10 SAVINGS PROVISION ..................................................................................................... 18

ARTICLE 11 TERM OF AGREEMENT .................................................................................................. 19

ARTICLE 12 BENEFITS .......................................................................................................................... 19

ARTICLE 13 TRANSFER ......................................................................................................................... 22

ARTICLE 14 HARASSMENT POLICY .................................................................................................. 23

ARTICLE 15 EVALUATION ................................................................................................................... 23

ARTICLE 16 AGREEMENT REDUCED WORK YEAR .................................................................... 26

SALARY SCHEDULES ............................................................................................................................ 27

ATTACH /APPENDIX A ................................................................................................................ 27

2008-2009 WCCAA SALARY SCHEDULE ..................................................................................... 28

2009 2010 WCCAA SALARY SCHEDULE ................................................................................... 29

APPENDIX B ...................................................................................................................................... 31


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ARTICLE 1

AGREEMENT

1.1 This Agreement is effective July 1, 2008 through June 30, 2012. Terms of Agreementshall be amended as follows: No reopeners. In the event of any ongoing increase to thefully funded base revenue limit, the parties may reopen compensation by mutual

agreement.

1.2 WCCAA agrees to withdraw its unfair labor practice.

1.3 For the 2009-2010 school year, if the district enters into any agreement which results in abetter workyear/benefits/salary package for any management, unrepresented orrepresented employee group, such package shall be offered to WCCAA.

ARTICLE 2

RECOGNITION

2.1 The District confirms its recognition of the West Contra Costa AdministratorsAssociation as the exclusive representative and agrees to negotiate exclusively with theAssociation for that unit of employees recognized by the District representing certificatedsupervisors pursuant to PERB Case No. SF-RR-841. The unit includes, but is not limitedto, the following positions:

Administrator Bilingual/ELD ServicesAdministrator Middle College High School Alternative Education ProjectAdministrator Special EducationAdministrator Special Education (A)

Administrator Student Welfare and AttendanceAlternative Education PrincipalAssistant DirectorAssistant PrincipalsAssistant Principal Alternative EducationCoordinator Alternative EducationCoordinator Bilingual/ELD ServicesCoordinator ComplianceCoordinator Consolidated ProgramsCoordinator CurriculumCoordinator, ELD

Coordinator, English Language LearnersCoordinator, English Learner Support ServicesCoordinator GATECoordinator Health EducationCoordinator Industrial PartnershipsCoordinator Magnet Schools Curriculum Staff DevelopmentCoordinator Necessary Small SchoolCoordinator Non-Public Schools and State PreschoolCoordinator of Educational Services Programs

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Coordinator of State and Federal ProgramsCoordinator, Professional DevelopmentCoordinator Research & EvaluationCoordinator ROPCoordinator Special ProjectsCoordinator Student Support Services

Coordinator Summer SchoolCoordinator University PartnershipsCoordinator Vocational EducationDATE CoordinatorDean Secondary504 Intervention SpecialistK-12 Instructional Specialist-ElementaryK-12 Instructional Specialist-MiddleK-12 Instructional Specialist-HighPrincipal Adult EducationPrincipal Alternative Education

Principal ElementaryPrincipal K-8Principal Junior/Middle HighPrincipal Senior HighProject AdministratorStudent Support Services AdministratorTLC PrincipalVice Principal Adult Education-EveningVice Principal Adult Education-DayVice Principal ElementaryVice Principal Secondary

2.2 WCCAA, in return, recognizes the Board of Education as the duly elected representativeof the people and agrees to negotiate exclusively with the Board through its designatedDistrict representatives under the provisions of the Educational Employment RelationsAct. WCCAA further agrees that it, its members and agents shall not attempt to negotiateprivately or individually with any Board Member or District manager.

2.3 The parties understand and agree that some individuals in positions listed within thenegotiation unit may from time to time agree to participate as members of the Districtnegotiating team in negotiations with other bargaining units. The unit members thatparticipate will do so with the mutual agreement of the District and WCCAA. It isagreed that during such times, these individuals are considered confidential employees ofthe District, but their employment conditions will still be governed by this Agreement.

2.4 New classifications created shall be subject to negotiations between the District andWCCAA to determine if they are to be included in the bargaining unit. Disputed casesshall be submitted to the PERB and shall not be subjected to the grievance procedurescontained in this Agreement.

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ARTICLE 3

SALARY

3.1 The parties agree to the attached salary schedule, Appendix A. In addition the partieshave reached agreement on a stipend amount for Extended Learning (Summer School)Administrators, Attachment A.

3.2 Y-Rating. Using the following criteria, parties agreed that Y-rating will be recommendedto the Superintendent (to present for Board approval) for WCCAA employees, on a caseby case basis, if they have been reassigned to a position in a lower salary range orschedule. The decision whether to seek Board approval is made by the Superintendent.

- Y-rating would be for WCCAA members only- Y-rating would be for one year only- Employee must have received at least a 3 on his/her last evaluation in order to

be considered for Y-rating- Employee must have no records of disciplinary action within the last three (3)

years in order to be considered for Y-rating

Using the above criteria, an employee with permanent status and in a grant-funded position thatis reduced or eliminated will be eligible for Y-rating within the WCCAA Bargaining Unit.

3.3. For 2006-2007 the base market rate pay for Elementary School Principal shall be $440.

a. Each persons initial placement at 85%, 90%, 95% or 100% of full position pay isbased on lowest percent that will provide a minimum salary increase of 3%. Theinitial placement will include any earned longevity and credit for advanced degrees.No person shall receive less than a 3% salary increase over the 2005-2006 salary.

b. The 2007-2008 base market rate pay for Elementary School Principal shall be $445.

c. For 2008-2009 base market rate pay for Elementary School Principal shall be $450.

d. Each year employees will move up one increment until full position pay is achieved.

e. The index values shall be as follows:

- Elementary Principal 1.00- Middle School Principal 1.06

- High School Principal 1.13- K-8 Principal 1.03- Principal Alternative 1.00- Principal Adult Ed 1.07- AP Adult Ed 0.95- Elementary VP 0.95- Middle School AP 0.97- High School AP 0.99- Coordinator 1.05

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- Leadership Coach 1.00- Admin. Spec. Ed 1.00- 504 Intervention Spec. 1.00- Student Supt. Svcs. Admin. 0.99- Admin, Middle College HS 1.00- Alternative Ed. Project 1.00

- K-12 Inst. Spec.-ES .95A- K-12 Inst. Spec.-MS .97- K-12 Inst. Spec.-HS .99

f. Position pay = New daily rate X index value X # of days worked.

g. In 2007-2008 performance goals shall be identified by each unit member and his or hersupervisor.

The performance component shall be as follows:

2 Individual Goals2 Learning Goals (Learning Goals would be the same as District goals but thetimeline for attaining the goals may vary depending on the school.)Evaluation aligned with Individual Goals and Learning Goals.

School Central

Evaluation 15% 15%

IndividualGoals

35% 45%

Learning Goals 50% 40%

h. Performance pay is based on satisfactory evaluation, satisfactory completion ofindividual goals and learning goals.

i. Goals in Pay-for-Performance are pro-rated rather than all or nothing.

j. The total for performance pay for the unit for 2008-2009 shall be 3% which will be addedto the base of those receiving performance pay.

k. The parties agree there will be an appeal process regarding the establishing of goals and

final performance pay evaluation.

l. Upon request of employee, support will be made available when the employee is havingdifficulty achieving his or her goals.

m. Administrators will participate in the Performance Pay Evaluation process annually forthe duration of this agreement (until June 30, 2009). Any funds earned by the employeeduring this process will be added to his/her base pay.

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n. A committee of representatives from WCCUSD and WCCAA will revise theadministrator's current evaluation process to simplify and align it with the PerformancePay Evaluation goals. The anticipated completion date is 8/1/07.

3.4 The District will, subject to computer capability, make the 12-pay deferred compensationoption available to bargaining unit members.

ARTICLE 4

MAINTENANCE OF BENEFITS

4.1 Management Rights Continued. Recognizing that the Board of Education is the electedbody charged with conducting the affairs of the District, all rights which ordinarily vestin and have been exercised by the District shall continue to vest exclusively in and beexercised by the District unless otherwise agreed to. Such rights shall include, by way ofexample but not limitation, the right to:

4.1.1 Management and Control of the District. Manage and control the District, itsfacilities and operations as well as to direct the working forces of the District.

4.1.2 Managing the Work & Work Force. Within existing law, direct the workingforces, including the right to select, hire, lay off, promote, discipline, suspend,dismiss, transfer, assign work or extra duties, and determine the size of the workforce.

4.1.3 Determining Service, Supplies, Methods and Operation. Determine the services,supplies, and equipment necessary to conduct the operation of the District and todetermine the methods, schedules, and standards of operation essential to all

District programs.

4.1.4 Rules and Regulations. Adopt and enforce District rules and regulations.

ARTICLE 5

ORGANIZATIONAL SECURITY

5.1 WCCAA shall have the sole and exclusive right to have membership dues and initiationfees deducted for all employees in the bargaining unit by the District.

5.2 The District shall, in accordance with applicable laws, deduct and make appropriateremittances for dues and initiation fees. The District shall deduct the initiation fees anddues in accordance with the amount listed by WCCAA or as changed when notified inwriting signed by the President and Secretary.

5.3 The District shall not be obligated to put into effect any new, changed or discontinueddeduction until the pay period commencing fifteen (15) days or more after suchsubmission.

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5.4 WCCAA shall provide the members with adequate and necessary data on any duesincrease at a time sufficiently prior to an effective date of any increase in order to providethe members with the opportunity to revoke any authorization.

5.5 WCCAA and the District hereby agree as follows:

A. WCCAA agrees to pay to the District all legal fees and legal costs incurred indefending against any court action and/or administrative action before the PublicEmployment Relations Board challenging the legality or constitutionality of theagency fee provisions of this Agreement (or their implementation).

B. WCCAA shall have the exclusive right to decide and determine whether any suchaction or proceeding referred to in Section 5.5(A) shall or shall not becompromised, resisted, defended, tried or appealed.

5.6 Religious Objection. Any employee who is a member of a religious body whose

traditional tenets or teachings include objections to joining or financially supportingemployee organizations shall not be required to join or financially support the WCCAA,as a condition of employment, except that such employee shall pay, in lieu of a servicefee, sums equal to such service fee to one of the following nonreligious, nonlabororganization and charitable funds exempt from taxation under Section 501(c) of Title 26of the Internal Revenue Code:

(1) American Heart Association(2) American Red Cross(3) United Way

Such payment shall be made on or before December 31 of each school year.

5.6.1 Proof of Payment. Proof of payment pursuant to Section 5.6 above, shall be madeon an annual basis to the District as a condition of continued exemption fromother provisions of this Article. Such proof shall be in the form of receipts and/orcanceled checks indicating the amount paid, date of payment, and to whompayment in lieu of the service fee has been made. WCCAA shall have the right ofinspection in order to review said proof of payment.

5.6.2 Religious Objectors Use of Grievance Procedure. Any employee makingpayments as set forth in this section, and who requests that the grievance orarbitration provisions of this Agreement be used in their behalf, shall beresponsible for paying reasonable cost of using said grievance or arbitrationprocedures.

5.7 The District acknowledges that WCCAA has notified the District of its intent toimplement the new state legislation on agency fee. The parties will comply withlegislative and PERB requirements regarding notification and collection of the agencyfee.


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ARTICLE 6

GRIEVANCE PROCEDURE

6.1 Definitions:

6.1.1 A "grievance" is a formal written allegation by a grievant that he/she has beenadversely affected by a violation, misinterpretation, or misapplication of the

specific provisions of this Agreement. Other matters for which a specific methodof review is provided by law, by the rules and regulations of the Governing Boardor by the administrative regulations and procedures of the District are not withinthe scope of this procedure.

6.1.2 A "grievant" is a member of the Unit covered by this Agreement or theAssociation on behalf of the unit member, who files a grievance, or the WCCAAin the case of violations of WCCAA rights.

6.1.3 A "day" is any day in which the administrative offices of the District are open forbusiness.

6.1.4 The "immediate manager" is the lowest level administrator having immediatejurisdiction over the grievance and/or issue who has been designated to adjustgrievances. This will normally be the grievants immediate supervisor.

6.2 Informal Level:

Before filing a written grievance, the grievant shall attempt to resolve the matter by aninformal conference with his/her immediate manager/supervisor.

6.3 Formal Level:

6.3.1 Level I

(a)Within fifteen (15) days after the occurrence of the act or omission giving rise tothe grievance or fifteen (15) days after the date the grievant should havereasonably known of the act or omission, the grievant must present his/hergrievance on the appropriate form to his/her immediate manager.

(b)This statement shall be a clear, concise statement of the grievance, thecircumstances involved, the contract article and section violated, the decision, ifany, rendered at the informal conference, and the specific remedy sought.

(c)The immediate manager shall communicate his/her decision to the Unit memberin writing within ten (10) days after receiving the grievance. If the immediatemanager does not respond within the time limits, the grievant may appeal to thenext level.


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6.3.2 Level II

(a) If the grievant is not satisfied with the decision at Level I, he/she may within ten(10) days appeal the decision on the appropriate form to the Superintendent ordesignee. The Statement shall include a copy of the original grievance andappeal, the decisions rendered and a clear, concise statement of the reasons forthe appeal.

(b) The Superintendent or designee shall communicate his/her decision to thegrievant within ten (10) days. If the Superintendent or designee does notrespond within the time limits provided, the grievant may appeal to the nextlevel.

6.3.3 Level III

(a) Within ten (10) days of the Level II decision, the Association may notify theSuperintendent/designee that it will move the grievance to binding arbitration.If mediation is used to attempt to resolve the grievance, either the Associationor the District may within ten (10) days, notify the other party that it is

proceeding to arbitration.

(b) The parties shall select a mutually acceptable Arbitrator or shall submit thegrievance to the California State Conciliation Service with a request that a listof arbitrators be submitted. Selection of the Arbitrator shall be by alternatestriking or names from the list.

(c) The Arbitrator shall have no power to add to, delete, disregard, modify oramend the terms of the Agreement. The cost of the Arbitrator shall be sharedequally by the parties.

6.4 Miscellaneous

6.4.1 The time limits set forth in this Article may be extended by mutual consent.

6.4.2 The grievant shall have the right to process his/her grievance with representationby the WCCAA and also shall have the right to process his/her own grievancewithout the intervention of the WCCAA, but only WCCAA has the right tosubmit matters to arbitration.

6.4.3 The grievant and one WCCAA representative will be released from duty for anymeetings scheduled under this procedure which conflicts with duty time.

6.4.4 The WCCAA may file a grievance on behalf of more than one unit member byfiling it with the Assistant Superintendent, Personnel Services, after the informallevel, Section 6.2, is completed.


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ARTICLE 7

PROHIBITED ACTIVITIES

7.1 It is agreed and understood that there will be no strike, work stoppage, slow-down,picketing or refusal or failure to fully and faithfully perform job functions andresponsibilities, or other interference with the operations of the District by employees orby the Association, its officers, or agents, during the term of this Agreement, including

compliance with the requests of other labor organizations to engage in such activity.

7.2 The Association recognizes the duty and obligation of its representatives to comply withthe provisions of this Agreement and to make every effort toward inducing all employeesto do so. In the event of a strike, work stoppage, slow down, or other interference withthe operations of the District by employees who are represented by the Association, theAssociation agrees in good faith to take all necessary steps to cause those employees tocease such action.

7.3 It is understood that the District shall be entitled to withdraw any rights, privileges orservices provided for in this Agreement, or in District policy, from any employee who

violates this Article, and/or the Association in the event the Association violates thisArticle.

7.4 It is agreed that there will be no lockout of employees by the District or its officers oragents.

ARTICLE 8

LEAVES

8.1 Sick Leave. Based on the current work year, every member employed five (5) days per

week shall be entitled to the number of sick leave days per year as outlined below.

Annually each certificated employee shall be credited sick leave as follows:

Work Year: 225 = 12 days sick leave199-224 = 11 days sick leave198 = 10 days sick leave

Certificated employee sick leave is based on the formula: # days x 10180.

8.1.1 Unused sick leave shall accrue from school year to school year.

8.1.2 Extended personal illness leave may require a physicians statement.

8.1.3 Those who do not utilize any sick leave during the school year shall receive anallocation of two (2) additional sick days for that year.


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8.2 Bereavement Leave. Members shall be entitled to five (5) days paid leave of absence orseven (7) days if travel in excess of 400 miles is required on account of death of anymember of his/her immediate family. This leave shall not be deducted from sick leave.

8.3 Court Summons--Jury Duty.

8.3.1 Members who are subpoenaed to appear in court as witnesses in other than theirown personal cases shall be allowed full salaries minus fees during their requiredabsence from duty. Request for payment of witness fees shall be made by theemployee appearing in court. Employees who are absent for court appearancesinvolving their own interests, or in cases in which they are plaintiff or defendant,shall be entitled to use personal necessity leave. In all cases, summons or proof ofrequired presence in court must be presented to the Superintendent's Office.

8.3.2 When members are appearing as co-defendants or as co-plaintiffs with the WestContra Costa Unified School District in cases involving themselves and theDistrict, their salaries shall continue as though they were meeting theirassignments.

8.3.3 Members serving on jury duty may do so with full salary less juror's pay receivedin excess of expenses.

8.4 Extended Illness Leave. When a member has utilized all of his/her accumulated sickleave and is still absent from his/her duties on account of illness or accident for a periodof five (5) school months or less, then the amount of salary deducted in any month shallnot exceed the sum which was actually paid or would have been paid a substitute. Thefive (5) months or less period during which the above deductions occur shall not beginuntil all other paid sick leave provisions have been exhausted. A member is entitled tothis leave only once per illness or accident.

8.5 Extended Personal Leave. Upon request of the member, the District may grant an unpaidleave for one (1) year. Additional unpaid leave may be granted by mutual agreement.

8.6 Personal Leave for Illness in Family. A member shall be granted two (2) days emergencyabsence per year from service without loss of pay for the following reasons: Sudden orunexpected illness or injury of a member of the immediate family, or necessary surgeryon a member of the immediate family.

8.7 Health Leave.

8.7.1 A member classified as a permanent employee may be granted an extended leave

of absence without pay for reasons of health, recuperation or injury. Extendedleave may be granted for a semester or one-year period to correspond as nearly aspossible with the schedule for the school year.

8.7.2 Upon request, the member shall provide a health affidavit from a licensedphysician to verify the need for the requested health leave.


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8.7.3 Prior to the granting of a health leave, the District may require a physicalexamination by a physician selected by the District. Such examination shall be atno cost to the employee.

8.8 Industrial Accident or Illness Leave. Pursuant to the provisions of Education Codesections 44984 and 45192, members shall be provided leave of absence for industrialaccident or illness under the following rules and regulations:

8.8.1 The accident or illness must have arisen out of and in the course of theemployment of the member, and must be accepted as a bona fide injury or illnessarising out of and in the course of employment by the State CompensationInsurance Fund.

8.8.2 Allowable leave shall be for sixty (60) days during which the schools of theDistrict are required to be in session, or when the member would otherwise havebeen performing work for the District in any one fiscal year for the same accident.

8.8.3 Allowable leave shall not be accumulated from year to year.

8.8.4 The leave under these rules and regulations shall commence on the first day ofabsence.

8.8.5 When a member is absent from his/her duties because of industrial accident orillness, he/she shall be paid such portion of the salary due him/her for any monthin which absence occurs which, when added to his/her temporary disabilityindemnity under Division 4 or Division 4.5 of the Labor Code, will result in apayment to him/her of not more than his/her full salary.

8.8.6 Industrial accident or illness leave shall be reduced by one day for each day of

authorized absence, regardless of a temporary disability indemnity award.

8.8.7 When an industrial accident or illness leave overlaps into the next fiscal year, themember shall be entitled to only the amount of unused leave due him/her for thesame illness or injury.

8.8.8 During any paid leave of absence, the member shall endorse to the District thetemporary disability indemnity checks received for his/her industrial accident orillness. The District, in turn, shall issue the members salary and shall deductnormal retirement and other authorized contributions.

8.8.9 The benefits provided by these rules and regulations shall be applicable to allmembers immediately upon becoming a member of the Association.

8.8.10 A member receiving benefits as a result of these rules and regulations shall,during period of injury or illness, remain within the State of California unless theGoverning Board authorizes travel outside the state.


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8.8.11 The District shall post in each school building information about the basicprocedures to be followed in cases of on-the-job and in-course-of-employmentillness or injury. Such notices are available from the Workers CompensationInsurance Fund.

8.9 Isolation and Quarantine. No salary or sick leave deduction is made for absence due to acontagious disease for which isolation or quarantine is usually mandated, and which maybe presumed to have been contracted during the performance of school duties with otherpersons having the contagious disease for the normal period of isolation or quarantine.

8.10 Legislative Leave. Legislative leave shall be granted pursuant to the Education Code.

8.11 Maternity and Child Care Leave.

8.11.1 The length of disability leave of absence due to pregnancy, miscarriage,childbirth, and recovery therefrom, including the date on which the leave shallcommence and the date on which the member shall resume duties, shall bedetermined by the member and the member's physician. The physician's signature

verifying commencement and cessation of disability will be required on a Districtform.

8.11.2 The member shall have the right to utilize sick leave and difference pay benefitfor absences necessitated by pregnancy, miscarriage, childbirth, and recoverytherefrom.

8.11.3 District-appointed health plan benefits shall continue through the period of paidstatus.

8.11.4 Child Care Leave. Upon request, the Board shall provide a male or female

member who is a natural or adopting parent on unpaid leave of absence for thepurpose of rearing his/her infant. Such leave shall remain in effect at least untilthe end of the semester following the birth of the child and no longer than the endof the second semester following the birth of the child. A member shall notify theBoard of Education that he/she intends to take such leave at least four (4) weeksprior to the anticipated date on which leave is to commence.

8.11.5 Paternity leave of one (1) day with pay shall be granted.

8.11.6 Adoption. Any adoptive parent shall be entitled to one (1) days leave with payand, in addition, may utilize personal necessity leave.

8.11.7 A parent shall not have to be married in order to qualify for the benefits providedin this section.

8.11.8 The District shall not discriminate against a member because of pregnancy.


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8.12 Personal Leave. Members may request a partial or full year personal leave. Request forpersonal leave shall be on District forms and well in advance of the anticipated absence.Personal leave must be approved in advance by the department/division head and theAssistant Superintendent, Personnel Services. Absence for personal leave shall be at fullsalary deduction.

8.13 Military Leave. Such leave shall be granted pursuant to provisions of the EducationCode.

8.14 Personal Necessity Leave.

8.14.1 Absence for personal necessity is defined as "absence which through pressure ofcircumstance is logically urgent or unavoidable." Written substantiating evidencein the form of court summons, court clerks certificate, doctors certificate, ormanagement employees affidavit must be submitted to the AssistantSuperintendent, Personnel Services, in all cases of personal necessity leave. Suchabsence, unless properly substantiated, will result in full salary deduction. Exceptas noted below, the management team employee shall notify his/herdepartment/division head in advance of the absence by submitting the appropriate

request for leave form. The form will then be forwarded to the Personal Officefor approval.

8.14.2 A maximum of seven (7) days of accumulated sickness or injury leave in anyschool year may be used by the member, at his/her election, in cases of personalnecessity. In the event a member is without accumulated sick leave, the Districtshall deduct from the employee's salary the cost of providing a substitute.

8.15 Professional Leave. The following regulations shall govern the attendance of a member atprofessional meetings and conferences:

8.15.1 A request for leave shall be submitted to the department/division head and theAssistant Superintendent, Personnel Services, for approval.

8.15.2 Members who are authorized to represent the District at educational meetings andconferences may be allowed to attend at no loss of salary, and actual andnecessary expenses shall be paid.

8.15.3 Members other than those authorized to represent the District may be allowed toattend recognized educational conferences held by organizations whose solepurpose is educational, with no loss of salary and without allowance for expenses.

8.16 Sabbatical Leave.

8.16.1 Eligibility. Any member who has been an employee of the West Contra CostaUnified School District for not less than seven (7) consecutive years may uponrequest and pursuant to the qualifications below, be granted a leave of absence forone (1) semester or one (1) year.


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8.16.1.1 Applications for sabbatical leaves shall be submitted to the PersonnelOffice between September 1 and December 31 of the school year priorto the proposed leave.

8.16.1.2 Recommendations to the Board of Education for approval will bemade on the basis of number of years of service, with priority beinggiven to employees who have not had a sabbatical leave. In cases ofprior sabbatical leave having been granted, the employee with the mostyears of service since last sabbatical shall have priority.

8.16.1.3 Applications for single semester sabbatical leaves will be consideredon the same basis as those for full year. Employees having used ahalf-year sabbatical shall have priority over those having used a fullyear.

8.16.1.4 The deadline for withdrawing a request shall be April 1.

8.16.2 Procedures. An applicant for sabbatical leave shall file a request with theAssistant Superintendent, Personnel Services. A letter from a bonding companyattesting to the acceptance of the applicant for a bond must accompany theapplication if remuneration is expected on a monthly basis. After approval,applicant must file a certificate of health, indicating that the applicant is insatisfactory physical condition to undertake the study proposed. The applicationmust be submitted to the Assistant Superintendent, Personnel Services, and issubject to the approval of the Superintendent and the Governing Board.

8.16.3. General Regulations.

8.16.3.1 Sabbatical leaves of absence will not be granted for less than one (1) fullsemester.

8.16.3.2 Accident or illness. Interruption of the program of study caused byserious accident or illness during a sabbatical leave shall not affect theamount of compensation to be paid the employee under the terms of theleave. The Assistant Superintendent of Personnel Services must benotified by registered mail within ten (10) days after the accident orillness, and a doctor's statement verifying the accident or illness must besubmitted.

8.16.3.3 Compensation. While on sabbatical leave of absence, properly authorizedby the Governing Board, the member shall receive one-half () of thecontract salary which would normally be paid for the year.

8.16.3.4 Liability. The Governing Board shall not be held responsible for anyliability or payment of any compensation or damages arising from the


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death or injury of any employee while on leave of absence.

8.16.3.5 Status. A year of sabbatical leave shall be credited as a year of service inthe District for salary purposes.

8.16.3.6 Terms of Payment. Salary for a member on sabbatical leave may be paidin one of the following manners:

(a) Salary for sabbatical leave may be paid in two (2) equal annualinstallments, without the necessity of posting an indemnity bond. The firstinstallment will be paid at the end of the first semester after the return ofthe employee from leave, provided that the employee has received salary,for a minimum of seventy-five (75) days during the first semester of returnto duty. If the member has not received salary for such a minimumnumber of days during the first installment, the member will be paid at theend of the second semester. The second installment will be paid at the endof the third semester as explained above.

(b) Indemnity Bond. Prior to entering upon a sabbatical leave, the member

may file with the Governing Board a suitable bond indemnifying theschool district for any salary paid the employee during the period ofsabbatical leave in the event said employee fails to return and to rendertwo (2) full years of service in the West Contra Costa Unified Schoolsfollowing the termination of the sabbatical leave, or in the event saidemployee fails satisfactorily to carry out the program of study approved bythe Assistant Superintendent, Personnel Services, the Superintendent ofSchools, and the Governing Board. Failure of a member to return andrender service satisfactorily to complete the scheduled program of studyshall not result in a forfeiture of the bond when such failure is due todeath, or certification by the school physician that failure was due to

physical or mental disability.

8.17 Association Leave. Elected or appointed officers or delegates of WCCAA may bepermitted to be absent from duty at no salary deduction for purposes of representing theirorganization at regional, state and national meetings. A total of five (5) days per schoolyear shall be allocated to WCCAA for this purpose. The District shall pay the costs ofsubstitutes replacing employees on such leave. Individual employees shall be limited to amaximum of three (3) days of such leave per school year.

8.18 Other Unpaid Leaves. Members shall be entitled to all other unpaid health and familyleaves required under state and federal law. Such leaves shall run concurrently with any

other leaves specified herein.

8.19 Catastrophic Sick Leave

An employee, or eligible dependent as defined below, who is suffering from a catastrophicillness or injury may request donations of accrued sick leave credits under the Districts


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Catastrophic Leave program, as detailed below.

1. Definitions:

(a) Catastrophic illness or catastrophic injury means an acute illness or injurythat is expected to incapacitate the employee, or eligible dependents, as definedunder the Districts medical leave plan, in excess of 30 days. The extended timeoff must create a financial hardship for the employee because he or she hasexhausted all of his or her fully paid leave including any compensatory time.

(b) Catastrophic leave credit means sick leave donated to one employee fromanother employees accrued sick leave.

2. Catastrophic leave credit may be donated to an employee for a catastrophic illnessor catastrophic injury if all of the following requirements are met:

(a)The employee requesting the donation must have been a regular (probationary-permanent) employee of the District for at least three years.

(b)Employees who are less than full-time may donate or use catastrophic sick leaveon a pro rata basis.

(c)The employee requesting the donation must request in writing that catastrophicleave credit be donated.

(d)The person requesting the donation must provide written verification from his/herlicensed physician of a catastrophic illness or catastrophic injury, indicating theincapacitating nature and probable duration of the illness or injury.

(e)The employee requesting donation of sick leave must have exhausted all accrued

fully paid sick leave credits as well as any other fully paid leave.

(f) Catastrophic illness leave does not apply to absences that qualify for Workerscompensation benefits.

3. Procedure:

(a) An eligible employee who wishes to receive catastrophic illness benefits mustsubmit a request in writing to the Human Resources Division, asking that sickleave donations be solicited on her/his behalf.

(b) Donations will be solicited by an announcement by the District on behalf of theindividual who meets the requirements for this benefit. A list of eligible donors,who request to contribute sick leave to the eligible employee will be establishedby Human Resources.

(c) Once a commitment to donate sick leave has been made by an employee, that


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commitment cannot be revoked. Eligible sick leave credits which are not used infull by the recipient shall be returned to the donors in the reverse order they werereceived.

(d) The minimum amount an employee may donate is one day of sick leave perschool year. One full day of donated sick leave shall provide one full day ofcatastrophic leave credit to the receiving employee. The maximum contributionby any employee shall be 10 days.

(e) In order to contribute, employees must be able to maintain a minimum of fifteen(15) accumulated sick days.

(f) Donated catastrophic leave credits may be used by the recipient for no longerthan 50 work days.

(g) Donated leave credit shall be used in the order donations are received.

(h) Catastrophic leave shall not be considered available leave for the purposes ofqualifying for PERS-STRS disability.

(i) All donations are to remain confidential from other employees and the recipient.

(j) For those employees eligible for sick leave bonus for not using any sick leaveduring the year, the donation of catastrophic sick leave shall not affect theireligibility for such bonus.

4. Catastrophic leave may be suspended by Board action if the leave usage and fiscalimpact is determined by the Board to be excessive.

ARTICLE 9

EFFECT OF AGREEMENT

It is understood and agreed that the specific provisions contained in this Agreement shallprevail over District practices and procedures and over State laws to the extent permitted byState law.

ARTICLE 10SAVINGS PROVISION

If any provisions of this Agreement are held to be contrary to law, such provisions shallnot be deemed valid and subsisting except to the extent permitted by law, but all other provisionsshall continue in full force and effect.


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ARTICLE 11

TERM OF AGREEMENT

11.1 This Agreement will remain in full force and effect from July 1, 2008 through June 30,2012.

11.2 This Agreement fully incorporates the understandings of the parties on all matters overwhich the parties have bargained. It supersedes all previous agreements and priorpractices insofar as they relate to the provisions of this Agreement.

11.3 Neither party shall be required to bargain over any provision of this Agreement during itsduration, except by mutual consent.

11.4 Terms of Agreement shall be amended as follows: No reopeners. In the event of anyongoing increase to the fully funded base revenue limit, the parties may reopencompensation by mutual agreement.

11.5 If the Agreement expires prior to agreement on a new contract, then the Agreement

willcontinue in effect until a new agreement is reached or the negotiation process isexhausted.

ARTICLE 12

BENEFITS

12. Current Employee Health Insurance

12.1 A. Medical Benefits

The District shall provide all eligible employees, their dependents, and domestic partnerswith medical benefits as currently offered by CalPERS. Effective January 1, 2010, theDistricts maximum contribution to medical benefits shall be as follows:

a.For unit members choosing Employee Only coverage, the amount of $400.00 permonth;

b. For unit members choosing Employee Plus One coverage, the amount of $755.00 permonth;

c.For unit members choosing Family coverage, the amount of $975 per month.

Effective January 1, 2012, the Districts maximum contribution to medical benefits shallbe as follows:

a. For unit members choosing Employee Only coverage, the amount of $410.00 permonth;


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b.For unit members choosing Employee Plus One coverage, the amount of $765.00 permonth;

c. For unit members choosing Family coverage, the amount of $985.00 per month.

12.2 B. Dental Benefits

The District shall provide all eligible employees, their dependents, and domestic partnerswith either the dental insurance plan currently offered by Delta Dental Service orSafeguard.

12.3 C. Vision

Effective January 1, 2010, VSP will be eliminated and the parties recognize that theresulting savings have been added to the Districts health plan contribution amount.

12.4 D. Cash in Lieu

12.4.1 Effective January 1, 2007 and for each year thereafter, increase the cash-in-lieuamount to $300.00/month contingent upon data that confirms that there is no lossin money to the District.

12.4.2 If legally permissible, open enrollment for cash in lieu shall be 30 days before theannual open enrollment period for 2007 calendar year medical benefits as definedby CALPERS so that the District could withdraw the cash in lieu offer if aminimum number of employees do not sign up (a threshold number of employeesto ensure no loss of money to the District.) In this way, these employees wouldbe able to participate in the open enrollment for medical benefits in the event thatthe District must withdraw the increase in cash in lieu because of insufficient

participation.

12.4.3 If the program does not have sufficient subscribers to cause no loss in money tothe district, the previous program of $75.00 cash in lieu will be the effectivepolicy.

12.5 Retiree Health Benefits

The District shall offer to eligible retiring employees the same health plans as are offeredto active employees during the term of the employees retirement. To be eligible for thisbenefit the employee must retire from WCCUSD, directly into PERS or STRS, be

eligible for health benefits at the time of retirement and have attained the required yearsof service to the District as stated below.

To be eligible for these benefits, employees must meet the requirements stated in theabove paragraph and one of the following years of service requirements:


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12.5.1 Current regular employees hired prior to January 1, 2007:

a. Employees who attain five continuous years of service with WCCUSD (asdefined by PERS/STRS) shall have met the required years of service to theDistrict for the purposes of this section. The maximum district contributiontowards benefits for employees in this category shall be $250.00 per month.The effective date of this section will be July 1, 2010.

b. Employees who attain ten continuous years of service with WCCUSD (asdefined by PERS/STRS) shall have met the required years of service to theDistrict for the purposes of this section. The maximum district contributiontowards benefits for employees in this category shall be $450.00 per month.The effective date of this section will be July 1, 2010.

c. For Employees who have attained twenty years of continuous years of servicewith WCCUSD (as defined by PERS/STRS) by 6/30/10, the District shall paya maximum contribution of $550.00 per month. The effective date of thissection will be July 1, 2010.

d. For Employees who have attained twenty five years of continuous years ofservice with WCCUSD (as defined by PERS/STRS) by 06/30/10, the Districtshall pay a maximum contribution of $750.00 per month. The effective dateof this section will be July1, 2010.

12.5.2 For employees hired on or after January 1, 2007, who attain twenty-five years ofcontinuous years of service with WCCUSD (as defined by PERS/STRS) shallhave met the required years of service to the District for the purposes of thissection. The maximum district contribution towards benefits for employees inthis category shall be $450.00 per month until the employee reaches the age of 65.Thereafter, the District shall only pay a total of the CalPERS Health Benefits

Program minimum allowable monthly unequal contribution amount for theenrollment in a health benefits plan of each eligible retiree, including enrollmentof a maximum of one dependent. This amount shall increase by the minimumincrease required by law. The District shall make no payment to retirees forprescription coverage not covered by CalPERS Health Benefits Program, visionor dental insurance.

a. For employees hired on or after January 1, 2007, who do not attain twenty-five years of continuous years of service with WCCUSD (as defined byPERS/STRS), but do attain, under CALPERS rules, five years of service asdefined by PERS/STRS, the District shall only pay a total of the CalPERS

Health Benefits Program minimum allowable monthly unequal contributionamount for the enrollment in a health benefits plan of each eligible retiree,including enrollment of a maximum of one dependent. This amount shallincrease by the minimum increase required by law. The District shall makeno payment to retirees for prescription coverage not covered by CalPERSHealth Benefits Program, vision or dental insurance.


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12.5.3 Current retirees will not be impacted by this agreement. The Districtscontribution formula for employees who retire prior to July 1, 2010 will notchange.

12.5.4 District Agrees to survey all retirees to determine if cash in lieu could result in acost savings to the District.

12.6 Employee Personal Property

12.6.1 General Provisions. The Governing Board of the District will provide for thepayment of the costs of replacing or repairing the job-required personal effects ofan employee which are damaged in the line of duty without fault of the employee.Such items are eyeglasses, hearing aids, dentures, watches, jewelry, or articles ofclothing. If the items are damaged beyond repair, the actual value of such itemsshall be paid. The value of such items shall be determined as the cost of thedamage thereto.

12.6.2 Restrictions. It is not the intention of this section to replace personal effects

which are worn out through ordinary wear and tear. The Governing Board will beresponsible for repair or replacement costs to a maximum of $400 for any oneincident.

12.6.3 Time Limits And Substantiation. Employees must submit a claim within thirty(30) days of occurrence. Any claim for repair or replacement shall besubstantiated with evidence clearly indicating that the damage was caused bycircumstances beyond the control of the employee. Receipts for payment ofrepair or replacement costs will be required.

12.7 Address and Change of Address. Employees must keep on file in the Personnel Office

their residence address and permanent address, if different, and telephone number, if any.All employees shall immediately notify the Personnel Office of any change of address.

ARTICLE 13TRANSFER

13.1 The District shall comply with the requirements of this Article with respect to

reassignment of unit members. This Article does not constitute a waiver of EducationCode requirements.

13.2 The District shall provide for an Administrator Transfer Survey for employees to indicatepreferences for transfer.


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13.3 Prior to any District-initiated reassignment requiring a March 15 notice, the ExecutiveDirector or other appropriate manager will meet with the affected member to discuss thepossible action.

13.4 In the event of a transfer/reassignment, the District and member will work together todevelop a transition plan.

13.5 The District will make reasonable efforts to reach a final decision on proposedreassignments by the first Board meeting in April.

ARTICLE 14

HARASSMENT POLICY

Parties agreed to adopt harassment language that defines harassment and expresses theintolerance, by the Board, of defined behavior. The language is as follows:

The Board will not tolerate harassment of District employees by any other employee of theDistrict. Harassment is defined as unwelcome verbal or physical contact when:

A. Submission to or rejection of such conduct is made, either explicitly or implicitly, a termor condition of employment;

B. Submission to or rejection of such conduct by an individual is used as a basis for makingpersonnel decisions affecting an employee; or

C. Such conduct has the purpose or effect of unreasonably interfering with an employeesperformance or creating an intimidating, hostile, or offensive working environment.

ARTICLE 15

EVALUATION

1. The Stull evaluation is a comprehensive evaluation that will account for a maximum of15% of the 3% possible pay for performance increase. The most recent evaluation will beused for years wherein an administrator is not evaluated.

2. The Stull evaluation will be done every other year except for the following:

Administrators new to the district will be evaluated two (2) years consecutively. Internal administrators receiving a new classification will be evaluated in the first

year of their new position.


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Administrators receiving a 2.9 or lower overall rating on their current evaluationwill be evaluated in the subsequent year.

3. Administrators will be evaluated on three (3) of the six (6) Administrative EvaluationStandard Guidelines with an area of focus chosen for each standard. The three standardswill be determined as follows:

a.) Student Achievement (Standard Two is required for all Administrators)b.) Administrators choice andc.) Evaluators choice

Administrator and Evaluator must initial and date the Educational Leaders EvaluationObservation Tool Form indicating agreement of the selected standards during the firstmeeting. Each is to maintain a copy.

4. Administrators will be required to show specific data as supporting evidence of theirperformance. The data requirements will be mutually agreed upon by the Administratorand Evaluator at the beginning of the evaluation process.

5. The Evaluator will use the Evaluation Observation Tool for documenting observations,weaknesses, suggestions and support offered by the evaluator. This form must becompleted at every meeting and signed by both parties.

6. Each standard / area of focus will receive a score according to the following guide:

4*Exceeds Performance expectations

3Meets performanceexpectation

2*Marginal Performance (areas needimprovement) 1*

Unsatisfactory Performance

A score of 4, 2 or 1 requires written comments.

7. The overall evaluation score will be determined by averaging the score of the threestandards. The overall evaluation score will be used to determine whether or not followup evaluations are needed according to the following guideline:

4 Evaluation exceeds performance standards

3.0 3.9 Evaluation meets performance standards

2.0 2.9Marginal PerformanceYearly Evaluation required

1.0 1.9Unsatisfactory performanceRe-evaluation required

8. The agreement shall remain in effect from July 1, 2008 to June 30, 2012. The committeewill reconvene to assess this agreement.

WHEREFORE, this Agreement is entered into on this 24 day of January 2008.

SIGNATURE PAGE FOLLOWS


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ARTICLE 16

Reduced Work Year

16 The West Contra Costa Unified School District and the West Contra CostaAdministrators Association enter the following Agreement.

16.1 Reduced Workyear: The work year for each classification within the bargaining unitshall be reduced by six work days, with a corresponding reduction of salary equivalent tothose six days. The reduced workyear will remain in effect for the 2009-2010, 2010-2011 and 2011-2012. Beginning 2012-2013, the six days set forth above and thecorresponding salary shall be restored.


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SALARY SCHEDULES

ATTACH /APPENDIX A

............................................................


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2008-2009 WCCAA SALARY SCHEDULE

JOB TITLE Work

Days SalaryIndex

Salary Increments

85% 90% 95% 100%

Annual Annual Annual Annual

Vice Principal, Elementary 200 0.95A 72,675 76,950 81,225 85,500

VP Adult Ed 220 0.95B 79,943 84,645 89,348 94,050

VP Secondary 205 0.97 76,060 80,534 85,008 89,483

Assistant Principal, Senior High 210 0.99 79,522 84,200 88,877 93,555

Secondary SSS Admin 210 0.99 79,522 84,200 88,877 93,555

Coordinator AP 210 0.99 79,522 84,200 88,877 93,555

Principal Elementary 210 1.00A 80,325 85,050 89,775 94,500

Leadership Coach 210 1.00A 80,325 85,050 89,775 94,500

Administrator 225 1.00B 86,063 91,125 96,188 101,250

Administrator, Special Education 225 1.00B 86,063 91,125 96,188 101,250

Coordinator Adm MC 225 1.00B 86,063 91,125 96,188 101,250

Principal Alternative 225 1.00B 86,063 91,125 96,188 101,250

Project Administrator 200 1.00C 76,500 81,000 85,500 90,000

Principal Alternative* 225 1.03A 88,644 93,859 99,073 104,288

Principal, K-8th 210 1.03 82,735 87,602 92,468 97,335

Coordinator:(Gate, Assessment, Comp SC,Learning, PreSchool, ProfessionalDevelopment, State and Federal)

225 1.05A 90,366 95,681 100,997 106,313

Coordinator, School to Career 220 1.05B 88,358 93,555 98,753 103,950

Principal, Jr. High 210 1.06 85,145 90,153 95,162 100,170

Principal, Adult Education 220 1.07 90,041 95,337 100,634 105,930

Principal, Senior High 220 1.13 95,090 100,683 106,277 111,870

*Side letter dated 7/29/08Base Daily Rate of $450.00 plus Performance Pay of .001% to 3.00% for eligible employees(implemented 12/08)


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Appendix A


2009 2010 WCCAA SALARY SCHEDULE

Salary Increments

Work Salary 85% 90% 95% 100%

JOB TITLE Days Index Annual Annual Annual Annual

VICE PRINCIPAL ELEMENTARY 194 0.95A $70,494.75 $74,641.50 $78,788.25 $82,935.00

K-12 INST. SPECIALIST ELEMENTARY 194 0.95A $70,494.75 $74,641.50 $78,788.25 $82,935.00

VICE PRINCIPAL ADULT ED DAYTIME 214 0.95B $77,762.74 $82,336.50 $86,911.24 $91,485.00

VICE PRINCIPAL ADULT ED EVENING 214 0.95B $77,762.74 $82,336.50 $86,911.24 $91,485.00

VICE PRINCIPAL SECONDARY 199 0.97 $73,833.85 $78,176.91 $82,519.96 $86,863.99

K-12 INST. SPECIALIST MIDDLE SCHOOL 199 0.97 $73,833.85 $78,176.91 $82,519.96 $86,863.99

K-12 INST SPECIALIST SENIOR HIGH 204 0.99 $77,249.94 $81,794.29 $86,337.66 $90,882.00

ASST PRINCIPAL SENIOR HIGH 204 0.99 $77,249.94 $81,794.29 $86,337.66 $90,882.00

PRINCIPAL ELEMENTARY 204 1.00A $78,030.00 $82,620.00 $87,210.00 $91,800.00

ADMINISTRATOR 219 1.00B $83,767.99 $88,695.00 $93,622.99 $98,550.00

ADMINISTRATOR SPECIAL ED 219 1.00B $83,767.99 $88,695.00 $93,622.99 $98,550.00

COORDINATOR ADM MC 219 1.00B $83,767.99 $88,695.00 $93,622.99 $98,550.00

PRINCIPAL ALTERNATIVE 219 1.00B $83,767.99 $88,695.00 $93,622.99 $98,550.00

PROJECT ADMINISTRATOR 194 1.00C $74,205.00 $78,570.00 $82,935.00 $87,300.00

PRINCIPAL K-8 204 1.03 $80,371.14 $85,099.09 $89,826.06 $94,554.00

PRINCIPAL ALTERNATIVE EDUCATION* 219 1.03A $86,280.16 $91,356.09 $96,431.05 $101,506.99

COORDINATOR EDUCATIONAL SERVICE 219 1.05A $87,956.24 $93,129.51 $98,303.75 $103,477.99

COORDINATOR 219 1.05A $87,956.24 $93,129.51 $98,303.75 $103,477.99

COORDINATOR STATE & FED. PROGRAMS 219 1.05A $87,956.24 $93,129.51 $98,303.75 $103,477.99

COORDINATOR PRESCHOOL 219 1.05A $87,956.24 $93,129.51 $98,303.75 $103,477.99

PRINCIPAL MIDDLE/JUNIOR HIGH 204 1.06 $82,712.29 $87,577.20 $92,443.09 $97,308.00

PRINCIPAL ADULT EDUCATION 214 1.07 $87,585.34 $92,736.90 $97,889.44 $103,041.00

PRINCIPAL SENIOR HIGH 214 1.13 $92,496.64 $97,937.10 $103,378.54 $108,819.00

Effective7/1/09salaryschedulereducedbysixfurloughdaysforthe09/10,10/11,and11/12schoolyears.

BaseDailyRateof$450.00plusPerformancePayof.001%to3.00%foreligibleemployees Implemented7/1/08.

*Sideletterdated72908.


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Attachment A"

EXTENDED LEARNING STIPENDS

Position Index No. of Days Daily Rate Total Stipend

Elementary Principal 1.00 20 $ 300.00 $ 6,600.00

Elementary Vice Principal 0.95 20 $ 300.00 $ 5,700.00

Middle School Principal 1.06 20 $ 300.00 $ 6,996.00

Middle School Vice Principal 0.97 20 $ 300.00 $ 6,402.00

High School Principal 1.13 20 $ 300.00 $ 7,458.00

High School Asst. Principal 0.99 20 $ 300.00 $ 6,534.00

Principal - Special Ed 1.00 20 $ 300.00 $ 6,600.00


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APPENDIX B

A. The following procedures apply to new positions that the parties agree fall within thebargaining unit.

1. Either the District or West Contra Costa Administrators Association (WCCAA)may initiate a meeting to explain the issue or problem relating to a new position.

2. The parties will also meet and confer on request over the creation of the newposition and need to place a person in an acting or interim assignment.

3. The District may then advertise and fill the position. Placement in an actingassignment may occur either immediately on creating the position or after aperiod of time (e.g., if recruiting is unsuccessful).

4. If any issues within the scope of negotiations are unresolved, then the parties shallnegotiate on these issues upon request.

B. The following procedure will be followed when reorganizing existing positions, when thereorganization results in a significant change in the position. Significant means thereorganization results:

o in a change of salary,o from the merger of two or more other jobs (classifications), oro in change(s) in essential elements of the job description.

1. The parties will meet at the request of either party to explain the issues orproblems.

2. The parties will initiate bargaining over the impact of the new position.

a. When issues arise out of reorganizing existing positions (other than b, or cbelow). The District and WCCAA will meet and confer on the impact ofthe proposal.

b. When there is a significant change in a position providing the incumbent isqualified to do the job, the incumbent will be offered the job and he/shewill have the first right of refusal.

c. When two similar jobs are joined (approximately 50 percent from eachjob) and two people who hold the jobs are both qualified, then the Districtwill choose one of the two.

d. The District will not advertise the position unless the parties agree that it

should be advertised.

3. If there are any unresolved issues that fall within the scope of negotiations, thenthe parties will meet and negotiate on request on these issues.

C. The above procedures do not affect the Districts right to make reassignments or transfersof unit members allowed by law (e.g., the right to transfer to the classroom or to otherpositions).


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WHEREFORE, this Agreement is entered into on this 19 th day of August 2009.

32


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SUPERINTENDENT OF SCHOOLSBruce Harter, Ph.D.

BOARD OF EDUCATION

Madeline Kronenberg ......... PresidentAntonio Medrano ...................... ClerkAudrey Miles ....................... MemberTony Thurmond ................... MemberCharles Ramsey ................... Member

WCCUSD BOARD NEGOTIATING TEAM

Jessica R. RomeoSheri GambaWendell Greer

Pat CalvertMartin Coyne

WCCAA NEGOTIATING TEAMWest Contra Costa Administrators Association

Sharon Fogelson, Sharon LambieSue Kahn

Antoinette Henry-EvansDorris Holland

Lynn Potter

..........................................................................................

final_final wccaa contract 2008-2012-10.7.10

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