Collective Bargaining Agreement between West Linn Wilsonville School District & West Linn Wilsonville Chapter 102, AFT Local 6732 Oregon School Employees Association July 1, 2026 - June 30, 2028

Article 1 - Recognition

1.1

The Board recognizes the Association as the sole and exclusive bargaining representative of all classified employees of the District, excluding administrative employees, supervisory employees, confidential employees and those employees defined in Section 1.2.

1.2

For purposes of this agreement:

1. A “substitute” shall be defined as a person not regularly employed by the District, called in to fill a vacancy created by the temporary absence of a regular employee.

2. A “temporary” shall be defined as a person hired for a specific purpose or special project. Temporaries shall be employed for a period not to exceed ninety (90) continuous calendar days, except in the case of seasonal help or when used to substitute for an employee on approved leave of absence as defined in Article 12.6.

   Any temporary employee except those substituting for employees on approved leaves as defined in Article 12.6, working in excess of ninety (90) days in a particular position will move to probationary status as a classified employee. If a temporary employee who is substituting for an employee on approved leave is subsequently offered and granted a regular position with the District, the employee will be placed on probation and if successful, their seniority date shall be from the date of original hire as a temporary employee.

   A position may be identified by the District as a temporary position. An employee hired in such a position will remain a temporary employee for ninety (90) calendar days, at which time they will become a probationary classified employee.

   An employee initially hired as a temporary employee who is subsequently hired into another position the following school year cycle prior to October 1, without a break in service (beyond recess periods), shall be considered a regular employee whose probationary period has been met and whose seniority will date back to the original date of hire in the temporary position.

3. A “special project” shall be defined as work performed on a specific task.

4. Seasonal help shall be employed for a period of not more than one hundred twenty (120) calendar days. Any employee working as seasonal help in excess of one hundred twenty (120) calendar days will move to probationary status as a classified employee.

1.3

No person hired as described in sections 1.2 (a), (b), (c) and (d) shall be paid more than the entry wage level for the classification into which they are hired.

Article 2 - Management

2.1

The Board shall retain the exclusive right to exercise the functions of management as conferred by law or precedent and this right shall be modified only as expressly set forth in this Agreement. Any such right not exercised during the period of this Agreement shall not be deemed abrogated.

Article 3 - Association Dues and Payroll Deductions

3.1

Upon written request from the employee, the District shall deduct from the wages of the employee and make appropriate remittance for the following approved deductions:

1. Banking Institutions;
2. Tax-sheltered annuity deduction as per District procedures;
3. Deferred compensation deductions as per District procedures;
4. Group medical and dental insurance plans agreed to as part of this agreement;
5. Association dues;
6. Voluntary Life Insurance (optional); and
7. Tax-sheltered IRS "Section 125" deductions.

3.2

The Association agrees to hold the District harmless against any and all claims, suits, orders, or judgments brought against the District as a result of the deduction of Association dues in accordance with Section 3.1(e) above. The District agrees to correct computation or mathematical errors, which may occur in preparing the transmitting of these deductions.

1. The District will supply the Association with a list of all employees after the September payroll has been completed and at other times required by the Association provided such request is made no more than once each month.

Article 4 - Association Responsibility

4.1

The Association or committee of the Association shall be allowed the use of facilities of the District for meetings when such facilities are not scheduled for use by Community Services or in use as approved by the building supervisor. Association meetings shall be conducted during hours outside the regular (weekday) work schedule, which is from eight (8) a.m. to four (4) p.m.

4.2

The Association shall be allowed the use of office equipment and District email as needed for duplication and other modes of communication to the classified employees and in a manner which does not interrupt the regular routine of the District programs, as approved by the building supervisor, and the Association shall pay for the supplies and materials that may be used in these activities.

4.3

The Association shall be provided space in the “Right to Know” center for the use of communicating with classified employees in each facility in which such employees are assigned, as arranged with the building supervisor.

4.4

The Association representatives, elected or appointed, shall be granted limited time off to attend meetings of interest to the Association, when arrangements for such absence can be made with the building supervisor so as to not interfere with normal school duties. Any sub costs shall be borne by the Association.

4.5

The Association agrees to prepare and distribute information packets for newly hired employees in the bargaining unit. Such packets shall include information regarding their rights, obligations, and entitlements under this collective bargaining agreement (CBA), but shall not include any forms mandated by law or insurance enrollment forms other than those available to members through OSEA. The District shall inform the Chapter President of new employees within ten (10) days of hire.

4.6

The Association may request up to fifteen (15) days of release time each school year for employees to participate in Association business. The Association agrees to pay the District the costs of a substitute for the released employee. All requests need prior approval and will be made through the Director of Human Resources (with notification to the supervisor) at least seven (7) days prior to the release date.

4.7

Designated association representatives shall be provided an opportunity to meet with newly hired classified employees for up to sixty (60) minutes, without any loss of pay. Both the new employees and the designated representative will coordinate with their immediate supervisors to identify an appropriate time to meet.

4.8

Designated association officers shall be provided work release time to fulfill their necessary duties as outlined in House Bill (HB) 2016. The officer(s) will inform their direct supervisor when they need to be released to address Association issues. Supervisors understand that this release time is required by law.

Article 5 - Seniority/Layoff/Reduction in Force/Recall

5.1

District-wide seniority shall be defined as the total length of consecutive service within the District as a classified employee to include time on authorized leave of absence. Classification-wide seniority shall be defined as total length of consecutive service within a classification (defined in section 5.4 below).

5.2

1. Layoff/displacement of employees in the bargaining unit will be on the basis of classification-wide seniority within the District. No employee will be moved to a higher pay as part of a reduction-in-force action. Employees will be laid off or displaced based on seniority, with the least senior employee within that job title to be laid off or displaced first. Employees affected by a layoff/displacement will be notified in writing at least twenty (20) calendar days prior to layoff. The Chapter President will be notified prior to the employee notification.

2. An employee in an affected job title who has been notified of displacement or layoff shall have the right to bump downward into a lesser paying job title within their classification provided they have greater seniority than other employees in that job title. If a vacancy exists within that lower job title, the employee will be placed in the vacancy to avoid “bumping” an incumbent employee. An employee who has been “bumped” may, in turn, exercise their right to also continue to bump downward into a lower paying job within the classification according to the same rules as above.

   If an employee has been employed by the District in a classification different from their current classification, the employee shall have the right to be moved back to their previous classification. The employee must still be qualified to perform the duties of the job.

3. An employee reassigned or bumped to a lower job title under the terms of this Article shall be placed on the proper compensation range but will remain on their current step.

4. The layoff provision of Section 5.2(A) and (B) above do not apply to reductions in hours; however, if a reduction in hours results in a reduction in health and dental benefits described in Article 10 (i.e., moving below seven (7) hours or from four (4) hours to three (3) hours), the employee affected will receive the following benefit payment for the remainder of the insurance contract year in which the reduction in hours occurs, unless the reduction in hours occurs after May 1.

• 7+ above ---(35 hrs/week) ---100% of Article 10 benefits
• 6+ above ---(30-35 hrs/week) ---86% of Article 10 benefits
• 4 and above ---(20-30 hrs/week) ---71% of Article 10 benefits
• Below 4 ------57% of Article 10 benefits
   

5. If the reduction in hours occurs after May 1 of any particular year, no change will be made in the employee’s health and dental benefits until the beginning of the next insurance contract year, which is based on the employee’s assigned work calendar, when the benefits will be those described in Article 10.

6. Whenever an employee’s hours are reduced as a result of this Article, the supervisor shall inform the employee twenty (20) calendar days before the reduction in hours takes place.

7. Employees reduced in hours, such that the employee is reduced to a lower benefit level, shall be placed on an internal recall list for the job title they currently hold and will be offered, in classification seniority order, transfer to any opening within that job title that would restore them to the previous benefit level. They must respond within three (3) business days of any such offer. If they refuse the transfer, they will be removed from the recall list.

8. No regular employees will be laid off until all temporary employees within that job title have been terminated.

5.3

1. Whenever the District determines that a regular vacancy exists within a job title or classification which has experienced a layoff/displacement (within the last twenty-seven (27) months), laid off/displaced employees from the job title or classification will be recalled in reverse order of layoff to a position for which they are qualified. The District agrees that no new employees will be hired for positions affected by a layoff until all laid off employees who are qualified to hold the positions have been given an opportunity to fill them.

   The Association agrees to assist the District in locating laid off employees. If the Association and District are unable to locate a laid off employee within ten (10) working days, or if a laid off employee is unable to report to work within ten (10) working days after being notified (except in the case of an emergency, such as a medical or health situation which prevents the presence of the employee), that employee will not be eligible to fill the vacant position and will be removed from the recall list.

   In the event two (2) or more laid off employees are equally qualified for a position, the employee will be offered the position in order of seniority in the District.

2. Employees on the recall list shall have the right to decline recall to any position which is not substantially equivalent to the position held prior to the layoff. Substantially equivalent shall mean at least eighty percent (80%) of the total monetary compensations (wages x hours of the position previously held). Failure to accept recall to a substantially equivalent position will be treated as a voluntary resignation from District employment.

3. Except as provided for in Section 5.3(a), recall rights shall expire twenty-seven (27) months from the effective date of the layoff.

4. Any disagreements concerning application of this Article shall be resolved via the grievance procedure.

5. Employees who have bumped into a lower paying job title within their classification shall retain recall rights to their original job title within their classification through these recall provisions. Similarly, employees who have bumped back into a previously held job title shall retain recall rights to the job title from which they were displaced.

5.4

For the purpose of this Article, job classifications are as follows:

• Administrative
• Administrative Assistant V
• Administrative Assistant IV
• Administrative Assistant III
• Athletic Trainer
• CREST School Garden Coordinator
• Custodial/Engineer
• Engineer III
• Engineer II
• Engineer I
• Custodian Lead (HS only)
• Custodian
• Financial Services
• Payroll Clerk
• Accounting Technician
• Bookkeeper
• Health Assistant
• Internship Coordinator
• ISEF Program Coordinator
• IT Specialist
• Maintenance/Craft Specialist
• Licensed Journeyman Carpenter, Electrician, HVAC, Plumber
• Journeyman Craft Specialist
• Maintenance IV
• Maintenance III
• Maintenance II
• Nutrition Services
• Nutrition Services Specialist
• Nutrition Services Lead
• Nutrition Services
• Paraeducator
• Paraeducator II
• Paraeducator I
• Performing Arts Technician
• School Safety & Engagement Specialist
• Transition Specialist
• Warehouse I

5.5

Job Title:

Custodian, Administrative Assistant III, etc.

Reduction in Force:

Reduction in the number of available jobs within a job title which would require the reassignment of current employees within that job title into a lower ranking job title within that classification.

Layoff:

Loss of individual employment due to a reduction in the number of available jobs.

Displacement:

Due to a reduction in force, when an employee is bumped to either a lower ranking job title within their classification or a formerly held job title in a different classification.

Classification:

The common work group to which related job titles belong (administrative assistant, nutrition service, or paraeducator, for example).

Article 6 - Personnel Records

6.1

The District shall maintain the official personnel files in the District office for each employee. All entries in the official personnel file shall be signed and dated by the submitting party.

6.2

An employee may have access to their personnel file for the purpose of review and/or obtaining copies of materials as per District procedures. Upon request, employees will be provided a copy of any material placed in their file. The employee shall be allowed the opportunity to attach a rebuttal to any material placed in their personnel file.

6.3

The personnel records of any classified employee shall not contain any information of a judgmental nature that does not bear the signature or initials of the employee indicating that material has been reviewed with and explained to the employee, or accompanied by a statement from the employee’s supervisor that the employee has seen or has refused to sign or initial the material.

6.4

Employees may request that letters of caution, consultation, warning, admonishment and/or reprimand be removed and destroyed no earlier than three (3) years after the date on which they were placed in the file. The District retains the right to determine whether or not any materials will be removed from the employee’s personnel file. However, in utilizing any such materials retained beyond three (3) years, the District agrees to weigh the contents of such documents against the passage of time since their instructions.

Article 7 - Dismissal, Suspension, or Demotion

7.1

Dismissal, suspension, or demotion of a classified employee for unsatisfactory services shall be made for just cause and according to the following steps of due process procedures.

1. The employee will be informed of the charges or the concerns about their performance in writing.
2. The employee will be granted an opportunity to state their own side of the issue and present evidence to refute the charges.
3. The employee will have the right to have a representative present.
4. The employee will be given an opportunity to appeal the decision through the application of the grievance procedures (Article 15).

Reasons for discipline up to and including dismissal include, but are not limited to:

1. Incompetence, inefficiency, insubordination, or neglect of duty;
2. Unauthorized absence;
3. Any willful violation of a rule or regulation established by the School Board;
4. Conviction of a criminal act;
5. Intoxication or use of illegal drugs or alcohol on duty;
6. Misappropriation or intentional misuse of District funds or property;
7. Assault and physical or sexual abuse or corporal punishment;
8. Falsification of records;
9. Fraud;
10. Theft;
11. Failure to follow established and trained safety codes;
12. Unauthorized compensatory time or overtime;
13. Sexual harassment.

7.2

In the event of flagrant misconduct, the employee may be immediately placed on paid administrative leave until such charges are investigated by the superintendent or their designee, and a decision is made to continue or to discontinue that employee’s employment. If the employee is cleared of all charges, said employee shall be reinstated without loss of pay, accrued benefits and seniority. It is agreed that there are some circumstances for which loss of pay shall be justified.

If the charges are upheld, the termination date shall be the date of the suspension.

7.3

School Board members, administrators, teachers, or classified employees shall not be criticized in front of staff members, students or parents. The West Linn-Wilsonville School District is committed to providing a professional work environment in which every employee, student, parent, School Board member and contractor is treated with respect. All employees are expected to adhere to District confidentiality policies.

7.4

Employees shall give written notice ten (10) working days prior to voluntary termination of employment with the District. Failure to do so shall cause loss of all unused vacation days.

7.5

The District may develop a plan of assistance to assist employees who have been informed of concerns about their performance. In such cases, the employee may have Association representation at any meeting regarding the plan of assistance which the employee is required to attend. The supervisor preparing the plan of assistance will consider suggestions made by the employee and/or the employee’s representative in developing the plan of assistance. After the plan of assistance has been initiated, it will be reviewed with the employee at least once every three (3) months. Modifications in the plan may be made by the supervisor at the time of review and shall be discussed with the employee.

Modifications to the plan of assistance suggested by the employee because of workload or work assignment changes will be considered by the supervisor and, if agreed to by the supervisor, shall be incorporated in the plan of assistance at a review meeting with the employee.

7.6

Allegations or charges against an employee must be communicated to the employee within a reasonable amount of time after the employee’s objectionable action or discovery thereof.

7.7

An employee involuntarily moved (demoted) to a lower job title shall be placed on the proper compensation range but will remain on their current step.

7.8

1. The District and Association recognize that the use of video footage, GPS tracking, and electronic building entry can be valuable and appropriate tools for student and employee safety. The District and Association agree these tools shall not be used for routine monitoring of employee work performance or productivity, except when there is notice of concern and employee will be notified.

2. If the information learned from the video footage, audio, GPS tracking and electronic building entry is to be used to discipline or discharge an employee, the District must provide the Association, prior to the meeting with the employee, an opportunity to review the video, audio or data used by the District to support the discipline or discharge.

3. The District shall not install, or use, video cameras or audio equipment in areas of the District’s premises that violate the employee’s right to privacy, such as bathrooms or places where employees change clothing.

4. The District agrees to post notices in visible locations that video footage, audio, and GPS tracking are in use. The District will provide all new hires with notification of the use of video, audio recording, GPS tracking, and electronic building entry in the District at time of hire.

Article 8 - Probationary Period

8.1

When hired into a regular position in the District, new employees shall serve a probationary period of nine (9) months or, in the case of Administrative Assistants or Paraeducators, the current full school year (to end on the last full teacher workday), whichever is longer.

Probationary employees must be notified of any termination prior to the end of their last workday.

For new employees hired before January 1 of each school year, an employee in their probationary period shall receive an interim evaluation from their supervisor to obtain feedback on their job performance before spring break. Those hired January 1 or after will only receive the end of school year evaluation.

Employees hired as a temporary or seasonal employee who later become regular classified employees shall start their probationary period with the date of hire as a temporary or seasonal employee.

8.2

When an employee is hired into a new job classification, they shall serve a trial service period of six (6) months. In the event the employee does not successfully complete the trial service period, they will return to their prior job classification and pay rate.

Article 9 - Working Hours

9.1

Full-time employees will work a weekly average of eight (8) hours per day except for holiday or vacation provided in this agreement. Although the “normal work week” will be defined as Monday through Friday and/or those days on which students are attending school, the District may periodically assign employees to work Saturdays and/or Sundays for limited periods of time (emergencies, special events such as Saturday gym or Sunday church services, etc). Subject to District approval, employees may request to work weekends in addition to their normal work week. The working hours will be determined by the principal or supervisor.

When there is a need for an employee, with prior approval by the supervisor, to work more than eight (8) hours a day or forty (40) hours a week, the employee and supervisor shall mutually agree beforehand if this time will be paid via overtime on the timecard or tracked at the building level for compensatory time off work.

1. Overtime

1. With prior approval of the supervisor, employees will receive one and one-half (1 ½) times their established wage for all hours worked over forty (40) hours per workweek or eight (8) hours per day. No employee will work beyond forty (40) hours per workweek or eight (8) hours in a day for overtime pay unless such time is preapproved by the principal or supervisor.

2. In emergencies, involving security of the building and when the supervisor or principal cannot be contacted, the District employee on duty and in charge of the building shall determine the necessity for overtime, not to exceed one (1) hour at any one occurrence.

2. Compensatory Time

1. With prior approval of the supervisor, all hours worked over forty (40) hours per workweek or eight (8) hours per day will be granted compensatory time off at the rate of one and one-half (1 ½) times the amount of time worked. Use of compensatory time shall be arranged with the employee’s supervisor within sixty (60) calendar days of the date on which the compensatory time is earned. This means the compensatory time must be scheduled but not necessarily taken within the sixty (60) days.

2. If compensatory time off is not arranged within the sixty (60) days, the affected employee will submit the hours for overtime pay.

3. Flexible Time

If, with supervisor approval, the employee works more than their regularly scheduled hours in a work day, they can request to flex their time on a different day that week with approval of their supervisor. This flexing of time shall not exceed more than forty (40) hours worked in a single week.

4. Additional Time

With approval of the supervisor, when a less than full-time employee is required or asked to work beyond their regularly scheduled hours, they will be paid their hourly rate for the additional time. If the employee works more than eight (8) hours in a day or forty (40) hours in a week, the hours over eight (8) hours in a day or forty (40) hours in a week will follow the overtime or compensatory time guidance.

5. On Call

No employee shall be paid for less than two (2) hours of straight time or time and one half (1 ½) for hours actually worked, whichever is greater, when called back to the job in emergency situations.

6. Alternative Work Calendars

1. Nothing in this Article shall prevent the District from scheduling employees to work on the weekend if the District adopts a schedule that creates a state student attendance day on the weekend.

2. Should an employee desire to work a four (4) day workweek (ten (10) hours/day), such requests shall not be unreasonably denied. Any requests for the four (4) day workweek scheduled shall be approved by the Director of Human Resources and reviewed on an annual basis with the direct supervisor to ensure the schedule meets the needs of the District.

3. The District may establish an alternate five (5) day workweek for open positions and voluntary reassignments. Each employee shall have an individual written work plan for work hours and days and holiday hours.

7. Assigned Shifts

With the exception of on-call staff (see article 9.1 E), an employee's assigned shift may be changed due to a legitimate operational or safety need. The supervisor will notify the employee no less than 14 days prior to the change. Employees will notify the supervisor if there is a concern with the shift change (i.e. childcare, pre-arranged obligations, etc.). The supervisor will accommodate the request of the employee where able. If still unresolved, employees may reach out to Human Resources or the Association.

9.2

Employees will receive one and one-half (1 ½) times their established wage for all hours worked in excess of forty (40) hours per week including the hours paid for holiday pay. Essentially, the holiday will count as hours worked in calculating the forty (40) hours. No other leave will apply in calculating hours for overtime or compensatory time (i.e. sick leave, jury duty, vacation or personal).

9.3

Each employee shall receive a rest period of fifteen (15) minutes each period of consecutive service over two (2) and up to four (4) hours. Such rest periods shall be, in the immediate supervisor’s judgment, close to the midpoint of the work segment. Such rest periods will be controlled by the employee’s immediate supervisor. Such rest periods shall be scheduled and communicated to employees within the first two (2) hours of when their shift begins.

9.4

Each employee who is scheduled to work six (6) hours or more per day shall receive an uninterrupted, unpaid meal period of one-half (½) hour. Such time shall be scheduled by the employee’s immediate supervisor near the midpoint of the shift. If a classified employee is required to remain on duty or to perform any tasks during the meal period, the time will be considered time worked and the employee will be paid for the meal period. If this causes the employee’s work time to exceed eight (8) hours, the employee will be paid time and one-half (1 ½) for the work time exceeding eight (8) hours.

In the event that a thirty (30) minute meal period is granted to employees scheduled for less than six (6) hours, the meal period will be provided on an uninterrupted basis. If emergency interruptions occur, they will be handled in the same manner as outlined above for employees scheduled to work in excess of six (6) hours.

9.5

During a workday, if an employee is scheduled in more than one work area, reasonable time to transition from one assignment to the next, including before and after meal periods, will be identified in the employee’s schedule. Transition time is not to be included in an employee's fifteen minute rest period, as classified employees are entitled to a fifteen minute rest period per the terms of this agreement.

9.6

Classified employees will be given an adequate amount of paid time to prepare for, and complete, required job duties within the employee’s established working hours. If classified employees find that they are unable to prepare for, and complete, their required job duties during their working hours, then they will contact their immediate supervisor to discuss scheduling. This includes situations in which employees are spending rest breaks or meal periods to complete duties.

1. Paraeducators shall work with their building administrators and learning specialists to determine what tasks should be completed during non-student contact time, which may include preparing materials or making modifications for students, as designated by the classroom teacher or learning specialist.

9.7

The District shall not require an employee to report for work without providing sufficient work to earn at least one-half (½) of their normal daily wage for the shift or, if insufficient work, paying the employee for one-half (½) of their scheduled work shift.

9.8

Employees who are on call shall receive a minimum of two (2) hours a day of their overtime pay.

9.9

Nutrition services and paraeducators shall receive a calendar indicating the days to be worked during the school year (to the best of the District’s ability) by the end of the prior school year or within two (2) weeks of hire.

9.10

In the event the District determines that an emergency exists requiring the presence of a regular classified employee, the District shall attempt to call in the appropriate bargaining unit employee prior to calling in a temporary or substitute employee to respond to the emergency.

Article 10 - Medical/Dental Insurance

10.1

Effective October 1, 2026, the maximum employer contribution toward health insurance premiums shall be $1925.

Effective October 1, 2027, the maximum employer contribution toward health insurance premiums shall be $2025.

In each year of the contract, employees who work thirty-five (35) or more hours weekly will receive the maximum employer contribution. For employees who work between six (6) and six point ninety-nine (6.99) hours daily, the employer contribution shall be eighty percent (80%) of the maximum contribution. For employees who work between four (4) and five point ninety-nine (5.99) hours daily, the employer contribution shall be sixty percent (60%) of the maximum contribution.

Full-time employees (thirty-five (35) and above hours per week, ten (10) or more months) may have payroll deductions for health and dental benefits, depending upon which health plan is selected.

10.2

The Association and the District will establish a joint committee for the purpose of reviewing insurance coverage. The committee may recommend a change of insurance to the Board for its approval. Both the Association and the Board must ratify the proposed changes prior to any change in benefits or carriers. The committee will be chaired by an Association member.

The joint District/Association insurance committee will research various insurance programs and structures in an attempt to establish a new insurance structure. Any new structure must be ratified by both the School Board and by the Association membership. If the structure is changed, the employer commits to providing a total dollar amount equal to the aggregate estimated sum that would have been spent by the employer had the structure not been changed.

10.3

An employee’s spouse who is over sixty-five (65) years of age may remain on the District medical and dental plans if permitted by the carriers. Should the carrier not permit the employee’s spouse to remain on District medical or dental coverage, any costs associated with Medicare and related coverage are the responsibility of the employee and/or their spouse.

Article 11 - Sick Leave Benefits

11.1

The District shall allow each employee at least ten (10) days sick leave at full pay for each school year or one (1) day per month employed, whichever is greater. Accumulation of such leave shall be unlimited.

1. A new employee from another Oregon school district may transfer up to seventy-five (75) days of unused accumulated sick leave from their most recent employing Oregon school district. Use of transferred sick leave shall be in accordance with ORS 332.507.

2. Upon retirement, employees may use their accumulated sick leave in their retirement benefits calculation in accordance with ORS 238.350 based on public employee retirement system (PERS) eligibility.

11.2

When absence is due to a compensable injury incurred in the course of the employee’s District job responsibility, at the request of the employee, the District will pay the difference between the employee’s regular compensation and the benefits received by the employee under the workers’ compensation law; the amount paid by the District to be subject to, and deducted on a pro-rata basis from, the employee’s accumulated sick leave. At no time will an employee be compensated a total amount greater than their regular compensation.

11.3

Any paid leave days (personal, sick, vacation) available to an employee may be used during an approved leave under Family Medical Leave Act (FMLA), the Oregon Family Leave Act (OFLA), and/or Paid Leave Oregon (PLO). Staff may use their paid leave in order of their preference.

11.4

A sick leave bank shall be established to provide additional sick leave for classified employees when:

1. An extended absence due to illness or injury has depleted an individual’s available leave resulting in a financial crisis for the employee;

2. A sufficient amount of sick leave has been contributed by other classified employees from which to make allocations.

11.5

Membership in the sick leave bank shall be optional. Employees who choose to join the bank must contribute four (4) hours earned personal sick leave to the bank at the beginning of each school year. Only employees who contribute to the bank at the beginning of the school year may request a grant. Forms will be available online to join the bank. Earned sick leave donated to the bank is not retrievable except by receiving a grant from the bank. If there are any hours remaining in the sick leave bank account at the end of each fiscal year, the full amount of those hours shall be carried forward into the succeeding fiscal year in the sick leave bank account. Any employee hired during the school year after the enrollment date specified in Article 11 has passed shall have thirty (30) days from their date of hire to enroll in the sick leave bank if the employee chooses to do so. Membership in the sick leave bank shall expire for all employees, including those hired after the beginning of the school year, on June 30 of each year and must be renewed, if desired, at the beginning of the succeeding school year. No individual employee may deplete the sick leave bank.

11.6

The District shall be responsible for recording membership, setting the enrollment dates, maintaining all sick leave bank records, and developing necessary forms. The Sick Leave Bank Committee shall be responsible for the administration of other aspects of the bank. The Committee shall be composed of four (4) members: Two (2) appointed by the chapter president, OSEA Chapter 102; and two (2) appointed by the District. The members shall serve two (2) year alternating terms and may be reappointed at the discretion of the appointing party. The Committee shall have the authority to review applications from members and make grants from the bank to bank members using the following criteria for granting sick leave from the bank.

1. The total absence for the sick leave bank time being requested must be at least five (5) consecutive days, with the exception of Article 11.6 h. If granted, payment will begin upon the first day regardless of the amount of the sick leave being requested from the bank;

2. No grants will be made for absences due to on-the-job illness or injury for which workers’ compensation benefits are payable;

3. No grants will be made for absences for which compensation is payable from any other source, such as third party, litigation, liability claims, etc.

4. All earned leave must be used by a bank member before the member is eligible to receive a grant;

5. A doctor’s statement is required with the application to verify the nature of the illness or injury, and to document the required length of the absence. This requirement may be modified or eliminated at the sole discretion of the Committee.

6. The Committee will act upon all applications as early as possible to avoid lost-time deduction in payroll, but no later than the tenth (10th) of the month following receipt of completed application provided the application is received by the first (1st) day of the month. The Committee shall notify applicants of the Committee’s decision within five (5) working days after meeting. The decisions of the Committee are final and are not subject to appeal and may not be grieved. If the denied applicant wishes to submit further information to the Committee, the Committee may or may not hear the appeal at its discretion.

7. Requests will be considered only for the period of incapacity due to pregnancy or prenatal care that is medically necessary. Requests shall not be made to extend maternity leave for reasons that are not medically necessary.

8. A sick leave bank member who has exhausted all of their available compensatory leave and is at risk of using unpaid leave, may request up to five (5) days from the sick leave bank to be used for sick purpose through June 30 of the current year. This request will need to be reviewed and approved by the Sick Leave Bank Committee. Any unused hours granted from the bank will be deposited back into the bank on July 1. Any used hours will be repaid at the current rate per Article 11.7.

11.7

An employee granted sick leave hours from the sick leave bank shall repay twenty-five percent (25%) of the hours granted over a two (2) year period effective July 1 of each year at the rate of twelve and ½ percent (12.5%) in the first year and twelve and ½ percent (12.5%) in the second year.

Article 12 - Paid/Unpaid Leaves

12.1

Emergency or personal leave shall be provided for each classified employee for a total of four (4) days each year, upon request and with approval of the principal and/or supervisor. A less than twelve (12) month employee who has exhausted all of their personal leave may use up to two (2) days from their allotted vacation days as emergency or personal leave. Vacation days used in this manner will be removed from the total vacation days paid out to less than twelve (12) month employees at the end of the school year. For less than twelve (12) month employees, emergency or personal leave days shall not be used to extend the school break periods (winter and spring). For all classified employees, emergency or personal leave may not be used for activities related to a second business or occupation, including those of a spouse. These days cannot be accumulated. The District agrees not to deny the otherwise legitimate use of this leave because an emergency occurs the day before or the day after a break period. In this case, the employee needs to contact the Director of Human Resources.

1. Any employee that begins employment with the District on January 1 or after will receive two (2) days of emergency or personal leave.

2. The final day to enter borrowed vacation leave each school year is May 31. Staff can use borrowed vacation leave through the end of their individual assigned work calendar, but the leave has to be entered by May 31. This provides the District with the time needed to payout the accurate amount of vacation benefit to each eligible employee.

3. For less than twelve (12) month employees, per Article 13.3 of the collective bargaining agreement, if you do not complete your individual assigned work calendar you are not eligible to receive the vacation benefit. This means, in the event you resign from your position before completion of your individual assigned work calendar, any use of borrowed vacation time will be paid back to the District through your final paycheck.

12.2

Up to five (5) days shall be allowed for each death in the immediate family.

The immediate family shall include:

1. Spouse;
2. Children, grandchildren, or grandparents of employee or spouse;
3. Parents or siblings of employee or spouse;
4. Step-relatives of employee or spouse;
5. Persons who have lived in the employee’s household as a family member;
6. Persons with whom the employee has lived as a family member;
7. Significant other or close personal friend of long-standing;
8. Loss of pregnancy.

Under the Oregon Family Leave Act (OFLA), an employee may be eligible for up to two (2) weeks of bereavement leave. Work days after the five (5) paid bereavement days can be covered by available sick or personal leave.

12.3

Employees are not discouraged from serving on jury duty when called by the courts. Only in extreme situations will requests be made to excuse employees from this service. Employees who are called to serve will receive their regular check in-full with no deductions and must, in turn, submit to the Business Office the check received as a result of their jury duty.

Allowance made by the court for travel will be returned to the employee.

12.4

Family leave and parental leave may be granted consistent with the Family Medical Leave Act (FMLA), Paid Leave Oregon (PLO) and/or Oregon Family Leave Act (OFLA). Continued pay while on leave would be through an approved claim with Paid Leave Oregon and/or employee’s own sick, vacation, and personal leave. The following language outlines the terms and conditions surrounding use of PLO for classified employees.

1. Notice of Right to Benefits and Options: The District will provide employees with notice of their rights to PLO benefits as required by law and make details regarding the process for applying for and receiving benefits available to employees online. When an employee submits an application for PLO benefits to the state, the District will provide the employee with the information available to the District at the time.

2. Supplementing PLO Benefits: Many employees’ PLO payments will be less than one hundred percent (100%) of their regular wages. The District agrees that employees may choose to supplement the PLO benefits by utilizing accrued paid leaves (including sick leave, vacation leave, personal leave, holiday pay - for holidays that occur during the leave period). Employees who choose to supplement their PLO benefit will determine what order they use their paid leave. Employees may not receive more than one hundred percent (100%) of their regular wages, but it will be as close to one hundred percent (100%) as possible without being over, if they choose to supplement their PLO payments. The District will calculate the number of hours required to cover the difference between PLO benefits paid to the employee and the employee’s regular weekly average earnings, if the employee provides their PLO weekly payment information to the District for calculation purposes. The employee will then submit those leave hours using their available paid leave (sick leave, vacation leave, personal leave, holiday pay - for holidays that occur during the leave period).

3. Continuation of Benefits: While receiving PLO benefits, the District will continue to provide all District-provided insurance benefits (e.g., health insurance) and continue to pay any contributions required by the CBA. Any required employee contributions towards those benefits will be deducted from employee paychecks if the employee elects to supplement their benefits with accrued leaves as allowed above. Employees who do not elect these options are responsible for remitting the employee portion to Payroll by personal payment or paycheck deduction upon their return from leave for continuation of these benefits.

4. Seniority Accrual: Employees’ seniority will continue to be credited during any protected leave covered by the CBA. However, an employee’s probationary period will be adjusted proportional to their PLO use if the period of PLO leave exceeds two (2) weeks to ensure adequate observation time for the District to evaluate suitability for regular status.

12.5

1. Leave of absence not to exceed three (3) total days per work year shall be allowed for District-wide school closures caused by inclement weather when staff is instructed not to report to work. Such leave time granted is with full pay of the employee’s normal work schedule and is non-accumulative.

2. On days when all schools are closed due to inclement weather, employees who have been instructed to report to work to address safety concerns resulting from weather or emergency conditions shall receive time and a half (1 ½) of their regular pay for hours worked during the closure. Employees who report to work prior to notification of District closure will contact their immediate supervisor to report their attendance at the worksite and will be paid a two-hour (2) minimum at their regular rate. All other employees shall not be expected to report for work. Employees may use their regular inclement weather leave for the balance of their regular day. Employees who work less than twelve (12) months and had no loss of pay for inclement weather, shall work any days added as a result of inclement weather to extend the school year and will not be further compensated.

3. If the emergency pertains to an individual school closure, employees will be paid their regular rate for the remainder of the closure when staff is instructed not to report to work. If an employee has already reported to work prior to the notification of the closure or has been instructed to report to work, they will be paid their regular rate for the duration of the closure. The District retains the right to reassign staff or extend the work year.

4. Employees who are scheduled to work twelve (12) months may choose to use vacation or accumulated compensatory time to offset the loss of work days beyond the three (3) granted for inclement weather or emergency closure when staff is instructed not to report to work. If an employee does not have paid leave available, then the employee will be granted.leave without pay and such leave will not be detrimental to the employee’s attendance record. If a twelve (12) month employee is able to work remotely with supervisor approval or the employee is able to safely come into their work space during an inclement weather event, these employees can do so in lieu of using their own.leave accruals or taking unpaidleave. These employees would receive their regular rate of pay for this work during the closure as they are not being asked to address safety concerns resulting from the inclement weather.

12.6

Employees who have been in the District for three (3) years or more may request a leave of absence for one (1) year, up to a total of two (2) years, for any reason deemed appropriate by the employee. Employees granted such a leave will receive no pay and no fringe benefits, but the District will make a good faith effort to return them to their original position or allow them to return to a position within their former job classification; employees shall retain number of hours, pay and seniority provided no reduction in force has occurred affecting positions in their job classification. Sick leave will not accrue while the employee is on a leave of absence. Employees will give notice (of their intent to return to work or not) by June 1, for each year they request and are approved for a leave of absence. If notice is not received, then employment will be terminated.

12.7

Classified employees who will be absent shall use the absence management system to report absences. If an employee is unable to access the absence management system or the absence is entered after two (2) pm the day prior, they shall be required to call, text, or email their supervisor. Absences shall be reported as soon as the employee knows they will be absent. Classified employees shall not be required to find their own substitutes.

12.8

The use of any unpaid leave must be approved by the Department of Human Resources and the employee’s direct supervisor. If unpaid leave is taken without approval it will be addressed in accordance with Article 7.1.ii. Unauthorized absence.

Article 13 - Vacation Benefits

13.1

Twelve (12) month employees working twenty (20) hours or more weekly shall be entitled to proportionate paid vacation on the following schedule:

13.2

The vacation pay for the less than twelve (12) month employees shall be paid in one lump sum and by separate check on the final business day of June each year. Less than twelve (12) month employees will take vacations during the summer when school is not in session.

13.3

Less than twelve (12) month employees will receive the vacation benefit described in section 13.1 above provided they work thirty (30) or more hours weekly. New employees hired prior to October 1 and completing their Individual Assigned Work Calendar will receive the vacation benefit described in section 13.1 above provided they work thirty (30) hours or more weekly.

13.4

Vacation days will be earned and credited at the end of each month for twelve (12) month employees. Vacation schedules for twelve (12) month employees require the approval of the employee’s principal or supervisor prior to the beginning of the vacation.

13.5

Years of continuous service for this and all other purposes will be counted from date of initial employment for twelve (12) month employees. For less than twelve (12) month employees, years of continuous service will be counted by school years.

13.6

Twelve (12) month employees who terminate before the end of their first year of employment will not be paid for any unused vacation. Twelve (12) month employees who have been employed more than one (1) year may receive pay for unused vacation, provided the employee notifies the department supervisor, in writing, at least ten (10) days before the separation date.

13.7

Unused vacation days shall not accumulate, but shall be forfeited by the employee if not taken during the fiscal year following earning the vacation days; however, if previously scheduled before end of fiscal year and will be used before upcoming first day of school for students then the employee has the right to take unused vacation days with approval without forfeiture.

13.8

For twelve (12) month employees in order to receive pay for unused vacation days, the employee will notify the department supervisor, in writing, at least ten (10) days before the separation date. For a less than twelve (12) month employee to receive pay for unused vacation pay, they must work six (6) hours per day or more of their Individual Assigned Work Calendar the full school year for which they are scheduled.

13.9

As an exception to section 13.8, employees who retire with PERS benefits prior to the end of the working year will receive vacation days prorated to their retirement day.

Article 14 - Holiday Benefits

14.1

Active employees working on a twelve (12) month regular basis shall be entitled to proportionate holiday pay when the following fall on a regular work day provided the employee works or is on a paid leave the day before or the day after the holiday. If a holiday falls on a weekend, compensatory time off with pay will be given. If a holiday falls on a Saturday, the Friday prior is taken as the holiday. If a holiday falls on a Sunday, the holiday is observed on the Monday following.

14.2

Less than twelve (12) month employees working on a regular basis shall be entitled to proportionate holiday pay on each of the holidays above except Presidents’ Day, Juneteenth, and Fourth of July, and Day before Christmas.

14.3

The District shall close all buildings by five o’clock pm (5:00pm) on New Year’s Eve.

Article 15 - Grievance Procedure

15.1

Scope of the Grievance Procedure: The purpose of this grievance procedure is to establish effective machinery for the fair, expeditious, and orderly adjustment of grievances. Only matters involving the interpretation, application, or enforcement of the express terms of this Agreement shall constitute a grievance.

Association grievances shall enter the procedure at Step 3 and be subject to all applicable time limits, other provisions, and to mediation/arbitration.

15.2

Step 1. The aggrieved employee shall discuss the grievance with their immediate supervisor within ten (10) days of the date of the occurrence prompting the grievance. The immediate supervisor shall attempt to adjust the matter and shall respond to the employee within five (5) working days.

Step 2. If the grievance is not resolved at Step 1, the aggrieved employee or representative shall submit a written grievance to the Human Resources Director with a copy to the supervisor within five (5) working days following the supervisor’s oral response. The written grievance at this step and at all steps thereafter shall contain the following information:

1. A statement of the grievance and the facts upon which it is based;
2. The alleged violation of the Agreement;
3. The remedy or adjustment sought; and
4. The signature of the aggrieved employee.

The Human Resources Director shall respond in writing to this grievance within five (5) working days of its receipt. The written response at this step, and management responses at all steps thereafter, shall contain the following information:

1. An affirmation or denial of the facts upon which the grievance is based;
2. An analysis of the alleged violation of the Agreement;
3. The remedy or adjustment, if any, to be made; and
4. The signature of the appropriate management representative.

Step 3. If the grievance is not resolved at Step 2, the aggrieved employee or representative shall submit the grievance to the superintendent within five (5) working days following the Director of Human Resources written response. The superintendent or designee shall respond in writing to this grievance within fifteen (15) working days of its receipt. The requirement in Step 3 for written grievances and responses shall not preclude the aggrieved employee and the appropriate management representative from orally discussing and resolving the grievance.

Step 4. If the grievance has not been resolved at Step 3, the Association may refer the dispute to arbitration as provided below. The Association shall notify the District in writing of submission to arbitration within ten (10) working days after receipt of the superintendent’s written response at Step 3.

15.3

Within ten (10) working days of the date of the Association’s notification of submission to arbitration, the District and the Association (or their legal representative) shall attempt to agree upon a mutually acceptable arbitrator who will make a commitment to serve. If none can be agreed to within said period, then either the Association or the District may request the Employment Relations Board (ERB) to furnish a list of seven (7) arbitrators, and the selection of the arbitrator shall be in accordance with the voluntary labor arbitration rules of the American Arbitration Association.

The arbitrator shall confer with the representatives of the parties and hold hearings promptly and shall issue their decision generally not later than thirty (30) days from the date of the close of the hearings.

The mediator/arbitrator shall not have the power to add to, subtract from, or modify the provisions of this Agreement in arriving at a decision of the issue or issues presented and shall confine their decision solely to the interpretation, application, or enforcement of this Agreement. The mediator/arbitrator shall confine themselves to the precise issue submitted for arbitration and shall have no authority to determine any other issues not so submitted to them. The decision of the mediator/arbitrator shall be final and binding upon the aggrieved employee, Association and District.

The District and the Association shall share equally the fees and expenses of the mediator/arbitrator.

Either party has the right to have a representative represent them at any step of the grievance procedure.

The following grievance principles shall govern and be controlling in any and all grievances:

1. While a grievant may be “made whole,” any punitive award shall be void and unenforceable.
2. Unless agreed otherwise, only one (1) grievance will be heard at a time by an arbitrator.

Article 16 - Tuition Reimbursement/Professional Development

16.1

Where specific job deficiencies of the classified employee are determined to exist by the supervisor or the principal, said supervisor or principal shall have the right to require, as a condition of further employment, that the employee complete training or class work to remedy said deficiency. Tuition for such class work or training and all directly related costs may be prepaid by the District if requested by the employee. Directly related costs include textbooks or training materials, meals and lodging and shall be preapproved by the employee’s supervisor. Mileage will be reimbursed for all workshops and seminars, but not for college course work. Upon request of the employee and completion of the appropriate forms, the District shall issue a check payable to the college or university for prepayment of tuition. Twenty-one (21) day notice will be required.

If, after receiving prepayment of tuition, the employee is unable to provide evidence of successful completion of the course (grade card or transcript showing a grade of A, B, C or Pass for the course), the employee shall make reimbursement to the District in the form of payroll deduction.

16.2

Classified employees desiring to complete tuition reimbursement to upgrade capabilities for their current job may apply for prepayment/reimbursement of fees using the appropriate forms under the following guidelines:

1. Prior approval, using tuition prepayment/reimbursement form, must be obtained from the employee's principal/supervisor and the Director of Human Resources. Forms are available through the online professional development system.

2. Rate of individual annual benefit will not exceed the cost of the undergraduate rate at Portland State University (PSU) for twelve (12) quarter credits or the equivalent of eight (8) semester credits.

3. Employees will be eligible for up to the cost of one (1) three (3) credit college quarter undergraduate level course maximum per quarter and equivalent for semester courses. However, during the summer term, employees not working during the recess period may utilize their full annual limit, subject to approval by the superintendent or designee.

4. Reimbursement for tuition only will be made after the submission of the completed request form, proof of payment, and a transcript (official or unofficial) showing a grade of A, B, C or Pass shall be required. Tuition (distinct from other forms of professional development) and all directly related costs may be prepaid by the District if requested by the employee upon evidence of satisfactory enrollment in the course. Incidental fees, books, mileage are not covered under Tuition Reimbursement.

5. Request for reimbursement must be submitted to human resources during the school year in which the tuition reimbursement was requested and completed. Twenty-one (21) days’ notice is required prior to the date the prepayment is needed for tuition. For prepayment to be granted the appropriate District forms must be used.

   If, after receiving prepayment of tuition, the employee is unable to provide evidence of successful completion of the course (grade card or transcript showing a grade of A, B, C or Pass for the course), the employee shall make reimbursement to the District in the form of a payroll deduction.

6. Thirty thousand dollars ($30,000) will be designated specifically for tuition reimbursement on an annual basis for classified staff.

16.3

Classified employees desiring to complete professional development to upgrade capabilities for their current job may apply for reimbursement of fees using the appropriate forms under the following guidelines:

1. Prior approval, using the professional development reimbursement form, must be obtained from the employee's principal/supervisor and the Director of Human Resources. Forms are available through the online professional development system.
2. Reimbursement for professional development (training/conference fees, meals, lodging, mileage, etc.) will be made after the submission of the completed request form in the online system, proof of payment, and evidence showing attendance and completion of workshop/training, as well as receipts for meals, lodging and travel. The rate of individual fiscal year professional development fund reimbursement will not exceed two thousand dollars ($2,000). Reimbursement for meals, lodging and mileage will be done on the IRS per diem rate.
3. Request for reimbursement must be submitted to human resources during the school year in which the professional development was requested and completed.
4. Twenty thousand dollars ($20,000) will be designated specifically for professional development on an annual basis for classified staff.

Article 17 - No Strike

17.1

The Association, and the classified employees represented thereby, agree that during the term of the Agreement they will not promote, aid, or participate in a strike, work stoppage, slowdown, or interruption in the program and activities of the District.

1. The provisions of this section shall not apply in the event that the contract is reopened in whole or in part, as a result of other provisions of this Agreement.

2. There will be no lockout of employees in the unit by the District as a consequence of a labor dispute during the life of this Agreement except as the right to strike is available to the Association. Thus, the period of time when a lockout could legally occur would be the same as the period of time when a strike could legally take place.

Article 18 - Transfers and Vacancies

18.1

The District reserves the right to transfer current classified employees to a vacant position within their job title before advertising the position.

18.2

The District shall post open positions for a minimum of five (5) days for all classifications on the electronic application system. A classified employee may apply for an open position within their classification using the online transfer request form (located on the District website).

Transfer requests within job title will be considered prior to considering employees from outside job title and/or out of district applications. Interviews will be conducted once an adequate pool of applicants has been collected. All interviewed candidates shall be notified and given the reason for denial prior to a general public announcement.

18.3

When in the judgment of a principal and/or supervisor, two (2) final applicants for a position qualify equally for the position, the applicant with the greater seniority in the District shall be recommended for placement in the position.

18.4

An employee who voluntarily moves to a lower or higher job title shall be placed on the proper compensation range but will remain on their current step. Prior to voluntary transfer, the employee shall be notified of the range and step classification to which they will be assigned.

18.5

When there is a position open in the graveyard shift, volunteers will be requested. Those volunteers will receive first consideration for the position; however, the final judgment of the principal/supervisor will prevail in making the assignment.

Article 19 - Separability of Provisions

19.1

It is agreed that if any provision of this Agreement is found to be in conflict with existing law or rules and regulations of bodies other than the Board or it is found to be so by a court or by rulings of the Employment Relations Board (ERB), only the items affected by these decisions shall be deleted and the remaining items shall remain in full force.

19.2

Upon request of either the Board or the Association the parties shall enter into negotiations for the purpose of attempting to arrive at a mutually satisfactory replacement for such invalidated provision.

Article 20 - Job Classification

20.1

The District and the Association shall establish a permanent joint Reclassification Committee composed of equal numbers of Association and District representatives. The committee shall make decisions by majority vote. In the case of a tied vote, the decision shall be determined to be turned down.

20.2

The Reclassification Committee shall meet an adequate number of times per year to ensure all requests are disposed of in a timely fashion.

Article 21 - Funding

21.1

The parties recognize that the revenue needed to fund the compensation provided by this Agreement must be approved by established budget procedure.

21.2

The District agrees to include in its budget requests amounts sufficient to fund the compensation provided by this Agreement. The District agrees not to modify the compensation specified in this Agreement unless mutually agreed to by the District and the Association but cannot and does not guarantee any level of employment in the bargaining unit covered by this Agreement.

Article 22 - Compensation

22.1

The compensation schedules for 2026-2027 and 2027-2028 are found in Appendix A and B.

Effective July 1, 2026, the 2026-2027 compensation schedule will be increased by four percent (4%). Effective July 1, 2027, the 2027-2028 compensation schedule will be increased by three and twenty-fifths percent (3.25%). Employees who are eligible for step increase shall be advanced one step on the 2026-2027 schedule effective July 1, 2026 and shall be advanced one step on the 2027-2028 schedule effective July 1, 2027.

If the State Of Oregon provides $13.2 billion dollar allocation or more to K-12 public education funding for the 2027-2029 biennium, the District will provide a four percent (4%) increase to the compensation schedule effective July 1, 2027 instead of the three and twenty-fifths percent (3.２5%).

22.2

Classified employees hired on or before the dates listed below will receive step movement effective July 1 of each fiscal year. Employees hired after these dates will receive step advancement on July 1 of the following year:

• Twelve (12) month employees - hire date between July 1 and October 15 (employees that work twelve (12) months and are on contracts of 259/262 days).

• Eleven (11) month employees - hire date between July 1 and October 31 (employees that work eleven (11) months and have contracts between 224 and 240 days).

• Ten (10) month employees - hire date between July 1 and November 15 (employees that work ten (10) months and have contracts between 172 and 209 days).

Placement on the compensation schedule will be made according to the following:

New hires having prior experience may be placed up to step six (6) at time of hire based on experience in like job position(s) with verifiable experience. Experience must be verified in writing and provided to the Department of Human Resources. Employees will advance one (1) step each year as long as they meet the above criteria.

Employees will be eligible for a Career Employee Recognition payment after they have completed ten (10) years of continuous employment. Once an employee reaches twenty (20) years of continuous employment their career employee recognition payment increases by half a percent (.5%). This payment will be calculated based on the table below, and shall be paid in December of each year. The employee’s base pay will be the employee’s base wages. It will not include any additional pay such as overtime, extra hours, call time, extra duty contracts or Career Employee Recognition payments, etc.

22.3

Employees may be temporarily reassigned (to fill a position of an employee who is absent but has not resigned) by the District to a higher classification. Such reassigned employees will receive the hourly pay for the higher range at their current step after they have worked five (5) consecutive workdays in the higher classification until they return to their regular classification duties. In addition, any employee who is temporarily assigned to a lower classification will receive their previous classification rate of pay.

22.4

The District agrees that if an employee is temporarily assigned to a position for which the substitute pay is higher than the employee's current pay, the employee will receive the substitute pay for the temporarily assigned position until such time as the five (5) consecutive day requirement in section 22.3 has been met.

22.5

Paraeducators who hold a four-year (4) degree from an accredited college or university or who complete a Paraeducator Certification Program shall be placed in the classifications of Paraeducator II at the appropriate pay codes as indicated in the compensation schedules in effect at the time. It is the responsibility of the employee to present the completion certificate, transcripts or a copy of the diploma to the Department of Human Resources to receive the higher status. Such employees will remain as Paraeducator II, in job description, seniority, hours, and in other ways.

22.6

Effective July 1, 2027, the District shall discontinue the pick up of the employee six percent (6%) contribution to PERS retirement. In lieu, the 2027-2028 classified salary schedule shall be increased by six percent (6%) to hold employees financially harmless for this change.

22.7

1. EMPLOYEES WORKING LESS THAN TWELVE (12) MONTH SCHEDULE will have their pay calculated based on the number of work days multiplied by the appropriate hourly rate of pay (based on the classified compensation schedule) multiplied by the number of hours they are scheduled to work each day. The number of work days will be established with Board adoption of the school calendars prior to each year. Paid holidays, if eligible, will be counted as workdays for calculation purposes. All less than twelve (12) month employees working the entire school year will receive twelve (12) equal checks. For eleven (11) month employees these checks will begin in August and the last one will be in July. For ten (10) month employees these checks will begin in September and the last one will be in August. Twelve (12) equal monthly payments of wages and fringe benefits to be received by the employee on the twenty-fifth (25) day of each month (unless the 25th falls on a holiday or weekend, payment is made the workday or two prior).

2. Less than twelve (12) month employees hired after their position start date for the new school year will receive equal checks based on the same calculation as above, with the exception of the first paycheck, which will be on a pro-rated basis. The new employee whose first day of work is between the first (1st) and the twenty-first (21st) of the month will receive a pro-rated check that first month. For a new employee whose first day is the twenty-second (22nd) or after, will receive their first paycheck on the regularly scheduled payday in the following month, which will include the pro-rated days worked during the prior month.

22.8

EMPLOYEES WORKING A TWELVE (12) MONTH SCHEDULE will not receive equalized checks. Those working a twelve (12) month schedule will transition to a time card pay system from an equal pay over the 2026-2027 fiscal year. Effective May 2027 paycheck, all twelve (12) month employees will be transitioned to the time card pay system and their paychecks will reflect the days worked for each payroll period.

22.9

FINAL PAY FOR EMPLOYEES WHO TERMINATE prior to the completion of the fiscal year for twelve (12) month employees and the school year for less than twelve (12) month employees will be based on the number of days actually worked multiplied by the number of hours worked each day multiplied by the appropriate hourly rate of pay. The total dollars paid to date will be deducted and the balance will be paid upon termination. When an employee separates from employment with the District, all wages earned and owed to the employee at the time of separation will be paid as follows:

1. For Retirement: If you are retiring from PERS and the District, thirty (30) days notice to the District is required to ensure you are separated and paid out accurately to prevent any delays or issues with PERS processing your retirement paperwork. You would receive your final paycheck on your regularly scheduled payday of your last month and any vacation days paid out (for twelve (12) month staff) would be paid on the last day of the month.

2. If the separation is on or between the first (1st) through the ninth (9th) of the month, final payment is received on the fifteenth (15th) of the month or the business day immediately following if the 15th falls on a weekend.

3. If the separation is on or between the tenth (10th) through the nineteenth (19th) of the month, final payment is received on the regularly scheduled payday for that month.

4. If the separation is on or between twentieth (20th) through the last day of the month, final payment is received on the fifth (5th) of the month following or the business day immediately following if the 5th falls on a weekend.

22.10

Effective July 1, 2026, payroll cutoff will be the tenth (10) of each month. The payroll cutoff date will be used to track paid leaves, unpaid leaves and additional pay for all classified staff each month.

22.11

1. Underpayments

   If there is an error on the part of the District that results in an identified underpayment on an employee’s paycheck of more than five percent (5%), the payroll department shall pay the employee within three (3) business days of written notice. If an underpayment of more than five percent (5%) is identified and results from an employee error, payroll shall pay the employee on their next required off cycle payroll run. If the underpayment is less than five percent (5%), the payroll department shall pay the employee the amount on the employee’s next paycheck.

2. Overpayments

   1. Prior to the deduction of any overpayment, the District shall provide a written statement itemizing the overpayment amounts and purpose of the deduction to the affected employee at least ten (10) business days prior to the deduction. Should an employee dispute the deduction through the grievance process prior to the deduction, no deduction shall be made until the grievance is resolved.

   2. Minor errors, which are defined as payroll errors that result in gross pay being incorrect by less than five percent (5%) of correct gross pay, will be paid or repaid with the next paycheck following discovery as long as provision i. has been met. Upon request and timely notice prior to deduction, the employee shall receive two (2) additional months for repayment.

   3. When major errors occur, which are defined as payroll errors that result in an overpayment of more than five percent (5%) of correct gross pay or an accumulation of more than five percent (5%) of a single month’s gross pay the employee will be notified immediately upon discovery. If the District intends to recover major errors, repayment terms will be mutually agreed upon between the District and the employee. Such repayment terms shall not exceed monthly amounts larger than specified in provision ii. Above, unless requested by the employee.

   4. Payroll errors will not require repayment if they occurred three hundred and sixty-five (365) calendar days or more prior to discovery.

   5. The above does not apply to acts of fraud or acts of commission.

22.12

The District invested in communication devices for employees identified as needing a device for their role with the District. All of the devices have the ability to be used as a cellular device for staff to call or text in an emergency and not rely on District Wi-Fi capabilities. Effective July 1, 2026, those classified staff who currently receive a phone stipend will receive a District purchased cellular device and no longer receive the monthly phone stipend. The District purchased and provided communication device is to be used for any District required communication during the employee working hours.

Article 23 - Safety

23.1

The District acknowledges its responsibility to provide safe, healthful work environments for employees and occupants of District buildings and follow pertinent state laws. An employee shall have the right to refuse to place themselves in immediate danger created by an unsafe working condition, including asbestos exposure, where such danger threatens substantial bodily injury.

The employee shall give notice of the conditions to their supervisor and shall be assigned to another location of duty while the condition is being investigated and/or corrected.

No employee shall be disciplined for refusal to violate the safety codes of the District or the laws of the State of Oregon.

23.2

Returning employees, and those hired at the start of each school year, will participate in the online safety/security trainings that review the District safety protocols. These employees will receive and review a building evacuation map of their school/building site. Employees hired after the start of the school year will review the online safety/security training on District safety protocols and be provided a worksite evacuation map during their first day of employment.

23.3

Membership in District safety committees shall comply with applicable State of Oregon statutes and rules.

23.4

The District recognizes that classified employees have the right to a safe and welcoming workplace. The District and the Association agree that personal safety can include both physical and emotional factors and that everyone has a role to play in the safety of themselves and others.

23.5

Classified employees who identify unsafe or hazardous conditions in their work environment shall report such conditions to the building principal, immediate supervisor or Association representative as soon as possible. The principal, supervisor or appropriate safety committee member shall respond in writing to the classified employee indicating what action(s), if any, the District intends to take to address the reported condition. In situations where a classified employee is injured, the Association President shall be permitted to view staff injury reports in the office of Human Resources, upon request.

23.6

If a classified employee experiences an injury or a traumatic event at work, the employee shall report it to their immediate Supervisor or building Administrator and complete a staff injury report or file a worker’s compensation form (801) within 24 hours, or as agreed by both parties. Upon receipt of a report, the Supervisor or building Administrator shall offer the affected classified employee an opportunity to debrief, process and/or receive emotional support as soon as possible.

1. If the injury was based on an interaction with a student, then the classified employee’s Supervisor or building Administrator may also submit a student behavior referral. Submission of a behavior referral ensures the interaction is documented as part of the student’s data collection.

   1. The Supervisor or building Administrator shall inform the classified employee if they will not submit a behavior referral for the interaction. If the classified employee does not agree with this decision they may discuss the issue with the Supervisor or building Administrator and reach out to HR.

23.7

A classified employee absent from work as the result of workplace injury while acting in their capacity as an employee for the District will receive up to three (3) days of paid leave with a note from a physician, per instance, not to be charged to sick leave or any other leave. These are the three (3) days not covered by time loss when off work for an on the job injury per current worker compensation statutes.

23.8

All classified employees will be informed of the ongoing opportunity for training and use of equipment. Any employee who is required to work in what the District deems as a hazardous situation shall receive proper training for such duties and/or situations. Training and any associated costs including travel, lodging, and per diem shall be paid for by the District in accordance with state and federal law. If no safety equipment is available the employee shall consult with their supervisor. The District is committed to employees bringing forward any concerns about safety and working conditions in order to work together to solve problems in the best interest of students and employees.

Article 24 - Staffing

24.1

The District and the Association agree that an appropriate assignment of employees to a workplace is an important factor in maintaining quality education for a diverse student population and community standards of facilities.

24.2

Employees who believe their workload is excessive compared to other similarly job assigned employees in the District, shall discuss the situation with their supervisor. If the employee is still unsatisfied, the employee will contact the Association for support.

24.3

The Association will work with the appropriate District level leader to address the situation, which may or may not include a change in assignment or workload.

24.4

The District and Association will meet during the beginning of each school year, but no later than winter break, to discuss overall workload distribution across classified employee groups.

Article 25 - Staff Supporting Student Needs

25.1

Access to student documentation and meetings

Classified staff play a vital role in supporting student success by working closely with school teams to meet diverse learning needs, often providing individualized attention that helps students thrive academically and socially. Classified staff have vital roles and responsibilities with supporting some of the most complex learners in the District. The District has identified the following, in accordance with current state regulations (i.e. SB 756 (passed in 2023) and ORS 343.068), regarding access to information, input/meetings, and training:

1. Classified staff shall have access to student documents when having a legitimate education interest, including: the student’s individualized education program (IEP), 504 plan, behavior plan, medical support protocols, or any other relevant, “need to know” documentation related to the employee’s responsibilities to assist with the student’s educational, behavioral, medical, health or disability-related support needs via the student information system (SIS).

2. Classified staff shall be consulted with when the education plan for the student is being developed, reviewed or revised. This input can be gathered via multiple formats, including: digital forms, written input forms, student-specific planning meetings or student data collection. Classified staff will provide this input and have the opportunity to review student plans during their paid work day. Classified staff will collaborate with their learning specialists, school counselors, and building administrators to determine when in their day these times will occur.

3. Classified staff shall be invited to, and compensated, if the meeting is outside of the contract day, for attending, staff planning meetings regarding:

   1. The student’s individualized education program, 504 plan, behavior plan or medical support protocol; or

   2. The student, when the decisions made and issues discussed are related to the responsibilities of the school district employee to support the student or when the school district employee has unique information about the student’s needs and present level of performance,

      1. The District shall provide advance notice to classified staff of the opportunity to join a student-specific staff planning meeting, with sufficient time to provide a reasonable opportunity for the classified staff to make arrangements to attend (for example, time to rearrange their schedule to attend a meeting that takes place after normal work hours, make transportation or childcare arrangements, etc.) should the meeting extend beyond the contract day.

      2. If a meeting regarding a student’s IEP, 504 Plan, behavior plan, or any other such meeting for which the staff member is invited to attend, takes place during normal work hours, the District must ensure coverage or make other adjustments that will allow classified employees to attend the meeting.

25.2

The District shall provide classified employees with adequate training within a reasonable time frame to safely carry out each of the specialized duties assigned to the employee.

1. Classified staff have access to register for Crisis Prevention and Intervention (CPI) training, to support the deescalation of student behavior, support regulation for both students and staff, and provide training for protective physical intervention if required. Classified staff may request access to this training from their building administrator.

2. A classified staff member may perform the following duties after training from our nurses, Occupational Therapist/Physical Therapist or safe feeding team, as applicable: feeding (g-tube and non-g-tube), toileting including transfers, delivery of medication of any kind, delegated tasks (such as diabetic care). A staff member will never be asked to perform these duties without training.

3. Additional protocols may not require specialized training, but do require a review of the protocol by the staff member prior to implementation, such as a behavior support plan, a toileting protocol without physical transfers (managed by the learning specialist). Staff will be provided these protocols prior to implementation by their learning specialist or counselor as applicable and given the opportunity to access support and clarification via the designated school communication system.

4. Newly hired paraeducator staff will be trained in the specialized protocols described above before being required to implement these protocols with students.

Article 26 - Job Descriptions

26.1

Each employee is entitled to a complete and accurate job description. Job descriptions shall be posted on the District website. Each description shall include the date of the most recent update. Updated job descriptions shall be posted to the website after the job description review is completed.

26.2

An employee may submit a request for a review or update of a specific job description that would be brought to the Reclassification committee under Article 20.3. The request would need to be made by more than one person who holds the job description, except in the event we have only one or two employees in the position across the District.

Article 27 - Vehicle Usage

27.1

1. Employees shall not transport students in their private vehicles.

2. If required by their job description, employees may need to use their personal vehicles for work. Employees shall not be required to use their personal vehicle to transport District equipment, food, or other goods from site to site; however, employees may occasionally be asked to carry limited items between District buildings as part of their regular duties.

3. The District provides liability insurance for employees while operating their personal vehicles when such operation is within the course and scope of their employment. This is excess liability coverage, secondary to the employees’ own valid and collectible insurance on their personal vehicles. Employees must carry their own insurance and a valid Drivers License in their state of residence in order to operate their personal vehicles for District business.

27.2

Mileage payments for use of a private vehicle on authorized District business will be at the Internal Revenue Service (IRS) rate per mile for all employees. Employees who are seeking reimbursement should enter their mileage on a regular basis (reimbursement must be submitted within sixty (60) days of mileage use, if staff wish to avoid reimbursement being considered taxable income).

Article 28 - Contracting Out

28.1

If the District is contemplating the possibility of contracting out fifty percent (50%) or more of a full department, the District will give the Association a minimum of sixty (60) calendar days’ notice prior to the Board Meeting at which the decision will be made. If the Board decides to move ahead with contracting out, the District will comply with ORS 243.698, requiring Association demand to bargain within fourteen (14) calendar days and a total ninety (90) day period of bargaining from the date of the Board’s intent to move forward.

28.2

Contracting Out: For the life of this Agreement, the District shall inform the Association when there is a need to contract out any bargaining unit work under any of the following circumstances:

1. Specialized contractors may be utilized to perform work requiring state or federal licensure which no bargaining unit employee possesses.

2. The District may utilize outside contractors to supplement bargaining unit employees where small scale or temporary workload issues exist, or for special projects. Definitions of such work can be found in Article 1.

3. The District may utilize outside contractors while the District attempts to fill a vacant bargaining unit position.

Article 29 - Early Retirement

29.1

The District will not negotiate with individual members of the bargaining unit for early retirement benefits.

Article 30 - Duration

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Appendix A - 2026-27 Wage Schedule

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Appendix B - 2027-28 Wage Schedule

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Appendix C - Sick Leave Bank

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