APPENDIX B – HEALTH INSURANCE COVERAGE, HOLIDAYS, VACATION AND LEAVES

HEALTH INSURANCE COVERAGE – B.1.a.

Every January 1, regularly scheduled provisional/temporary employees working twenty (20) or more but less than (30) hours per week, or as-needed employees who have worked intermittently on average twenty (20) or more but less than thirty (30) hours per week within a twelve (12) month period measured from July 1st through June 30th, are eligible for medical benefits (health, vision, dental) through the Health Service System under the Federal Affordable Care Act. Additionally, every January 1st, regularly scheduled provisional/temporary employees working at least thirty (30) hours a week with a twelve (12) month period measured from July 1st through June 30th, are eligible for employee and if applicable dependent medical benefits (health, vision, dental). Eligibility will be determined on year-to-year basis for qualifying employees.

Each eligible employee will select a health plan from those currently offered to City employees, unless the employee wishes to be exempt from coverage.

The health plans currently offered are:

City Health        Kaiser Permanente

Blue Shield

Effective on or about the start of the second semester of the 2000-01 school year, permanent exempt unit members working less than four (4) hours per day/twenty (20) hours per week, shall be entitled to one of the following medical insurance options, as determined by the District.

¬ A District premium contribution equivalent to 75% of the employee-only Kaiser premium for those who enroll in an HSS medical insurance plan and who agree to pay the remaining 25% of the premium, or ¬ Coverage under an option offered by the City as a result of an Ordinance it may enact requiring agencies receiving City funds to either provide employees with some type of medical insurance coverage or participate in one of the coverage options contained in said Ordinance. The District shall provide 100% employee only Kaiser Premium coverage for permanent exempt workers in the Student Nutrition Program.

For the 2016-2017 school year, the District agrees to continue to pay the increased costs of the employer portion of the medical benefits, as defined by the Health Service System every year through a process known as the 10 county average.

B.1.b – DENTAL

Delta Dental Care Program #652 is available for school district employees who have a Civil Service classification and qualify for health insurance coverage.

Details of the benefits and contribution rates of each plan are available from the Health Service System office or at our SFUSD Benefits Office.

B.1.c – Holidays

Holidays observed by the San Francisco Unified School District by miscellaneous employees are those established by the Board of Education:

    Independence Day

    Labor Day

    Columbus/Indigenous People’s Day (or substitution therefore)

    Veterans’ Day

    Thanksgiving Day

    Thanksgiving Recess (substitution for Admission Day)

    Christmas Holiday

    New Year’s Holiday

    Martin Luther King, Jr’ Observance

    President’s Day

    Memorial Day

    Floating Holidays (5)

A. Employees shall have the right to flexibly schedule two floating holiday.

All floating holidays must be designated by unit member prior to the end of unit member’s work year and must be taken prior to June 30.

B. An employee may request the scheduling of the three (3) floating holidays from their supervisor who is designated as responsible for vacation approval. While each request will be considered on an individual basis, school-term employees will not normally be approved to take a floating holiday on student attendance days. C. Regular employees of the District who are not normally assigned to duty during the Winter Recess period shall be paid for the December 25 and/or January 1 holidays provided they were in paid the day before or the day after said recess.

B.3 VACATION

The San Francisco Unified School District provides for Classified Employees annual vacations for all employees who have completed one (1) year or more continuous service. Vacation is accrued and awarded each pay period in accordance with the following table.

Number of years of Service Award

1 – 5 .0385 x number of hours worked

After 5 – 15 .0577 x number of hours worked

After 15 and over .0770 x number of hours worked

The additional award of vacation after five (5) and fifteen (15) years will not be made and cannot be taken until you have reached your anniversary date in the fifth (5thh) and fifteenth (15) years of service. The maximum vacation awarded in any 12 month period and the maximum accumulations permitted are as follows:

Years of 12-month Award Equivalent Number Maximum Service Maximum of Days Accumulation

1 – 5 80 hours 10 320 hrs. (40 days)

5 – 15 120 hours 15 360 hrs. (45 days)

15 and over 160 hours 20 400 hrs. (50 days)

B.4 LEAVES OF ABSENCE

All leaves of absence are governed by the following general provisions:

  1. Leave requests must be approved by the departmental head.
  2. A request for leave of more than five (5) working days must be made on the prescribed form.
  3. A temporary appointee is limited to a leave not to exceed one (1) month.
  4. In the case of parental leave, a permanent employee may extend the leave up to six (6) months.
  5. Witness and jury duty leave provisions shall be governed by Civil Service Commission rules in effect on June 30, 1993.

B.5 SICK LEAVE WITH PAY

Employees who work a full year earn thirteen (13) working days per year (104 hours). Unused sick leave may be accumulated from year to year until you reach the maximum accumulation of one hundred and thirty (130) working days (1040 hours).

No sick leave with pay is allowed during the first ninety (90) days of employment unless you have previously earned sick leave credits.

It is your responsibility to notify your supervisor when you are unable to report for duty because of illness and of the appropriate date of your return of work. You are reminded that sick leave protects you against loss of income while incapacitated. Sick leave may be used:

  1. When you are unable to work because of illness or injury, not job-incurred.
  2. For medical or dental appointments.
  3. Absence due to quarantine declared by the Department of Public Health or other authority.
  4. In cases of death of a member of your immediate family or other relative. (The Civil Service Commission Rules, in effect on June 30, 1993, define who these persons are.)
  5. Absence due to pregnancy or convalescence period following childbirth. If you are absent from your job for more than five (5) consecutive working days, you must submit a statement signed by a doctor, dentist, podiatrist, licensed clinical psychologist or Christian Science practitioner with information sufficient to certify your illness.

In cases of a pattern of alleged leave abuse, a departmental head may require you to furnish a doctor’s certification for any amount of absence due to illness or require consultation with a district approved doctor at district expense.

B.6 ILLNESS DURING VACATION

Employees who are hospitalized, become ill or suffer an accident during a paid vacation which would have necessitated their being absent from normal duties, as certified by the attending physician’s written report, may upon return to duty request that such time be charged against accrued sick leave instead of vacation.

Such requests, along with appropriate documentation, shall be submitted in writing to the appropriate supervisor, and shall not be denied without cause.

B.7 DRUG AND/OR ALCOHOL DEPENDENCE

Through the Employee Assistance Program (EAP) employees can receive information, brief treatment, and referral for chemical dependency and other personal problems that may affect individuals’ work or private lives.

Employees with chemical dependency problems shall be permitted to use sick leave (with or without pay), vacation, and or compensatory time to access the EAP and other treatment services. If the treating service requirements conflict with an employee’s ability to perform their duties as assigned, and therefore they must be off work for an extended period of time, the employee and treatment service must, upon the employee’s return to work provide the District with verification that the employee successfully completed the program as directed.

B.8 HEALTH SERVICE GUIDELINES FOR INFECTIOUS DISEASES

Current copies of the Health Service Guidelines for Infectious Diseases will be available in all schools and facilities.

B.9 CATASTROPHIC SICK LEAVE TRANSFER PROGRAM

Purpose

The Catastrophic Sick Leave Transfer Program is a resource to provide relief to those classified employees represented by SEIU 1021 who have suffered catastrophic illness or injury. Catastrophic illness or injury means an illness or injury that is expected to incapacitate the employee for an extended period of time, or that incapacitates a member of the employee’s family and requires the employee to take time off from work for an extended period of time to take care of that family member. In order to qualify for the catastrophic sick leave transfer program: (1) All entitled sick leave and extended sick leave and/or any other paid time needs to be exhausted prior to application for sick leave from the bank. (2) The illness or injury must be certified by the attending physician who verifies that the illness or injury lasts for at least 30 days and totally incapacitates the employee (or their family member) from all work. Eligibility for Participation All classified members of the bargaining unit represented by SEIU 1021 shall be eligible to participate in the Catastrophic Sick Leave Transfer Program. Recipients are prohibited from working while on Catastrophic Leave.

Process

Recipient:

  1. The recipient must have exhausted all paid leave to receive hours from the Bank.
  2. The recipient must apply for participation to the Catastrophic Sick Leave Transfer Program to the Union. Such application shall include medical reports certifying the illness/injury is catastrophic as defined above.
  3. A classified recipient may receive no more than the average or regularly scheduled number of hours worked daily times 100 from this Bank per injury or illness.

The Union:

  1. SEIU shall inform their membership on a case-by-case basis when the need for donated time arises.
  2. SEIU shall be responsible for collecting donated time. Employees shall authorize donations in writing, signed, and dated. SEIU shall compile the list of donated time in order of donations received and a breakdown of how many sick leave and accrued and earned vacation hours members wish to donate. SEIU shall then submit the list to the District along with supporting written authorizations.
  3. Once the first-round list is received by the District, no more donations will be added. In the event more donations are needed, the process shall repeat itself.

The District:

  1. The District will convert the donated hours to dollar amounts, based on the pay rate(s) of the donor workers. Thereafter, the District will deduct the designated sick leave and accrued and earned vacation time from donors, according to the list, and credit it to the worker on leave, according to the pay rate of the worker on leave.
  2. Donated hours shall be utilized in the order received, two (2) hours at a time per donor on a rotating basis as needed. Donated accrued and earned vacation time from all donors shall be utilized first before any donated sick leave is used.
  3. At the completion of the Catastrophic Leave, the District will return to SEIU the original authorization forms that now indicate hours were used and unused per each donor. The Union will be responsible for sharing this balance with donor members.

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