The Union recognizes the Charter authority of the Superintendent in assigning employees under their direction. The following does not negate the authority of the Superintendent under the City Charter and Civil Service Rules, but is an effort to establish acceptable procedures to be followed in making assignments. The following also does not limit the authority of the Appointing Officer to determine if and when a vacant position will be filled.

14.1 The District and the Union acknowledge that there has been and may continue to be a reduction in the District work force primarily as a result of reduced revenue and inflation. In some cases this reduction has resulted in a reduction of the quality and quantity of services provided to the public.

14.2 The District will provide specifically requested information relating to staff levels and workloads in a given department upon written request to the Chief of Human Resources.

14.3 The Board of Education, realizing staffing reductions could result in increased workload pressure upon the remaining employees, agrees to attempt to equitably distribute the workload among employees and any increased workload will be duly considered in performance evaluations.

14.4 When requested by the Union, upon mutual agreement of the District, the District will perform a desk audit of positions and meet with the Union to evaluate options for classifications and workload adjustments.

14.5 When requested by the Union, the District and the Union will meet at reasonable intervals to evaluate strategies to increase recruitment and retention. Such strategies shall not include matters that are properly the subject of negotiations.

14.6 The District acknowledges that employees may not be able to accomplish the additional work created by staffing reduction and increased workload in the same standard as their prior workload.

14.7 No member in the bargaining unit shall be requested to serve in place of certificated personnel. Training in new procedures and equipment will be provided in the normal course of business.

14.8 Employees who are required to perform work-related duties beyond their normal workday shall be compensated in accordance with SSO regulations on overtime pay.

If possible, advance notice will be given to an employee required to work overtime or extra time. Volunteers for such assignments will normally be sought, on a rotational seniority basis among qualified members in the department or site. The supervisor will make an effort to equalize overtime among volunteers on an annual basis. Employees shall work overtime and extra time assignments, but may be excused from this obligation at the discretion of the District.

14.9 No employee shall be required to perform personal errands for other members of the staff.

14.10 Members of the bargaining unit will receive consideration in the filling of vacancies for the summer school program on the basis of program needs and seniority. All thing being equal, seniority will be the governing factor.

14.11 The District will institute a policy that conforms to Civil Service guidelines in effect on June 30, 1993 regarding the job requirements for performing clerical work. Said policy shall not apply to paraprofessionals performing the classroom-related clerical assistance for instruction personnel work directly with students.

14.12 In the event that regular, additional work hours are available at a job site, a bargaining unit member working four (4) hours per day, or less, shall receive, upon request, priority consideration for having an increase in their assigned hours.

14.13 Confidential Employee Work Assignments

The District shall notify the Union on or before October 1st of each year as to what unit classifications and number of employees are with “confidential” status as of that date. Thereafter, the District shall notify the Union thirty (30) days prior to any additional designation of unit classification as “confidential.” Upon request, the District will meet and confer with the Union.

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