SRP Negotiations

United School Employees of Pasco

Lynne Webb, President

813 996 2119 727 848 1385 352 782 0303

and

District School Board of Pasco County

Kurt Browning, Superintendent

813 794 2000 727 774 2000 352 524 2000

SRP

School Related Personnel

Master Contract

Negotiations

2013-2016

2013-2014 School Year

Table of Contents Page I

Table of Contents

Page

ARTICLE I RECOGNITION ...............................................................................................................1

ARTICLE II DEFINITIONS ..................................................................................................................1

ARTICLE III UNION RIGHTS

SECTION A Implementation ...................................................................................................................2

SECTION B Payroll Deductions ..............................................................................................................4

SECTION C Use of Facilities ..................................................................................................................4

ARTICLE IV FAIR PRACTICES ...........................................................................................................5

ARTICLE V SENIORITY ......................................................................................................................5

ARTICLE VI GRIEVANCE PROCEDURE

SECTION A Definitions..........................................................................................................................6

SECTION B General Application ...........................................................................................................6

SECTION C Procedure ...........................................................................................................................6

ARTICLE VII WORKING CONDITIONS

SECTION A Disciplinary/Dismissal Procedures ....................................................................................8

SECTION B Position Vacancies ..............................................................................................................9

SECTION C Transfers and Reassignments ..............................................................................................9

SECTION D Layoff Procedure.................................................................................................................9

SECTION E Recall Procedure ............................................................................................................... 10

SECTION F Evaluation ......................................................................................................................... 11

SECTION G Staff Development ............................................................................................................ 12

SECTION H Political Activity ............................................................................................................... 13

SECTION I Work Day/Work Year ....................................................................................................... 13

SECTION J Paid Holidays .................................................................................................................... 15

SECTION K Facilities ............................................................................................................................ 15

SECTION L Personnel Files .................................................................................................................. 15

SECTION M Parent-SRP Conferences ................................................................................................... 15

SECTION N Student Discipline ............................................................................................................. 16

SECTION O School Related Person of the Year .................................................................................... 17

SECTION P Charter Schools ................................................................................................................. 17

SECTION Q Tobacco Free Policy.......................................................................................................... 17

SECTION R Relief Bus Drivers ............................................................................................................. 18

SECTION S School Advisory Councils ................................................................................................ 18

SECTION T Miscellaneous ................................................................................................................... 18

SECTION U Job Sharing........................................................................................................................ 20

SECTION V Monitoring of Pre-K Students on Buses ........................................................................... 21

ARTICLE VIII LEAVES OF ABSENCE

SECTION A Rules Governing ............................................................................................................... 22

SECTION B Paid Leaves ....................................................................................................................... 23

SECTION C Unpaid Leaves .................................................................................................................. 29

ARTICLE IX SAFETY AND HEALTH

SECTION A Safety ............................................................................................................................... 35

SECTION B Workers' Compensation .................................................................................................... 36

SECTION C Assault, Battery, or Threat Against an SRP; Disability or Death of an SRP .................... 36

SECTION D Personal Property .............................................................................................................. 37

SECTION E Liability ............................................................................................................................. 37

ARTICLE X SUMMER SCHOOL

SECTION A Filling of Positions ............................................................................................................ 37

SECTION B Compensation and Contingencies ..................................................................................... 38

Table of Contents Page II

ARTICLE XI SALARY AND SCHOOL RELATED PERSONNEL WELFARE

SECTION A Salary Schedule and Remunerations ................................................................................. 38

SECTION B Fringe Benefits .................................................................................................................. 39

SECTION C Payroll Deduction for Additional Benefits ........................................................................ 41

SECTION D Early Retirement Monthly Benefit .................................................................................... 41

SECTION E Deferred Retirement Option Program (DROP) ................................................................. 42

SECTION F Retiree Health Care Premium ........................................................................................... 43

SECTION G Meritorious Attendance Incentive Pay .............................................................................. 43

SECTION H Group Medical Benefits Recovery Incentive Program (Indemnity-PPO and

HMO Programs) ................................................................................................................ 45

SECTION I Education Supplemental Pay Plan .................................................................................... 45

SECTION J Employee Assistance Program (EAP)............................................................................... 46

ARTICLE XII RULES GOVERNING THIS AGREEMENT .............................................................. 47

ARTICLE XIII DURATION ..................................................................................................................... 48

ADDENDUM A RULES GOVERNING THE SALARY SCHEDULE .................................................. 49

Service Factor .............................................................................................................................................. 49

ADDENDUM B FEDERAL DRUG AND ALCOHOL TESTING PROGRAM FOR

HOLDERS OF FLORIDA CLASS A OR B COMMERCIAL DRIVERS’ LICENSES ................. 50

ADDENDUM C ASBESTOS EXPOSURE PROCEDURE ..................................................................... 51

ADDENDUM D REASONABLE SUSPICION DRUG TESTING ......................................................... 52

ADDENDUM E JOB TITLES AND SALARY SCHEDULES ................................................................ 54

ECONOMIC PROPOSAL .......................................................................................................................... 56

MEMORANDUMS OF UNDERSTANDING

Dress Code for Transportation Department, Facility and Maintenance Services Department, and

Distribution Services ................................................................................................................................ 57

Early Retirement Monthly Benefit ............................................................................................................... 58

Educational Paraprofessionals, Instructional Assistants, and Other Eligible SRP

Career Development Program .................................................................................................................. 58

Electronic Availability and Printing of Contract ......................................................................................... 58

Electronic Job Advertisements/Vacancy Notices ........................................................................................ 59

Electronic Personnel Directory .................................................................................................................... 59

Federal and State Legislation ....................................................................................................................... 59

FNS Safety Apparel ..................................................................................................................................... 59

Fourth of July Paid Holiday ......................................................................................................................... 60

Indoor Air/Environmental Quality Issues .................................................................................................... 60

Maintenance Department Shirt Program ...................................................................................................... 60

NNB and Administrative Settlement Review .............................................................................................. 61

Retention of Fingerprints, and Five (5) Year National Check ..................................................................... 61

School Choice Preference Employee Request ............................................................................................. 61

SRP Compensation Committee.................................................................................................................... 61

School Related Personnel (SRP) Salary Step Increases – 2013-2014 School Year ..................................... 62

Transportation Issues ................................................................................................................................... 62

Working Conditions Recall Procedures ....................................................................................................... 62

Extended School Year Program – Summer 2013 ........................................................................................ 62

Summer Food Service Program ................................................................................................................... 65

SALARY SCHEDULES. ............................................................................................................................. 68

APPENDIX A - GRIEVANCE FORM ...................................................................................................... 86

APPENDIX B - MEMBERSHIP APPLICATION AND DUES AUTHORIZATION FORM ............. 87

INDEX .................................................................................................................................................. 88

SRP Master Contract 2013-2014

ARTICLE I -- RECOGNITION

SECTION A

The District School Board of Pasco County, hereinafter called the “Board,” recognizes the United

School Employees of Pasco, hereinafter called the “Union,” as the exclusive bargaining representative

for all School Related Personnel (SRP) in the school district known and designated as Pasco County

School District. In this Agreement, SRP shall be defined as those employees included in the

noninstructional, school related personnel unit as certified by the Public Employees Relations

Commission on September 21, 1987 (Case No. RC-87-020).

As defined above, this would mutually amend the School Related Personnel listed as included and

exclude those listed as excluded by the Public Employees Relations Commission (PERC) in the

September 21, 1987, Order of Certification.

SECTION B

When a new job description/position title is approved by the Board, the Union will have the right to

request in writing that the position be included or excluded from the bargaining unit, stating the reasons

for said inclusion or exclusion. The Superintendent shall respond within ten (10) working days. If the

Union request is denied, the Superintendent shall state in writing the reasons for rejection in his/her

response. In the event of a disagreement on the issue of any specific job description/position title,

PERC shall be petitioned for a ruling on the inclusion or exclusion of the position. Any person placed in

a contested position shall upon a ruling by PERC for inclusion or exclusion in the bargaining unit

receive all rights granted under this Agreement from the time of initial placement.

SECTION C

The Union recognizes the Board as the duly constituted legislative body and agrees to bargain

collectively only with the chief executive officer of the Board or his/her designee.

END OF ARTICLE I

ARTICLE II -- DEFINITIONS

SECTION A

The term School Related Personnel shall refer to personnel named as such in Article I, Section A, of

this Agreement and all other personnel who may be included as members of the bargaining unit under

the provisions of Article I, Section B, of this Agreement.

SECTION B

The term Union or USEP shall refer to the United School Employees of Pasco and all duly authorized

representatives thereof.

SECTION C

The term day shall refer to the working day for SRP.

SECTION D

The term district shall refer to the school district of Pasco County.

SECTION E

The term Board shall refer to the District School Board of Pasco County.

SECTION F

The term Superintendent shall refer to the Superintendent of Schools of Pasco County or his/her

designee.

SECTION G

The term worksite supervisor shall refer to the principal of any school or the head of any district office

department or his/her designee(s).

SECTION H

The term worksite shall mean any school or district office department and shall include all buildings on

the worksite and shall include any work location to which SRP are assigned to carry out their

SRP Master Contract 2013-2014

responsibilities and which is under the jurisdiction of the District School Board of Pasco County.

SECTION I

The term building shall refer to each individual building on the worksite.

SECTION J

The term Agreement shall mean the full and complete agreements between the Union and the Board,

duly ratified and signed as set forth in this document.

SECTION K

The term year shall refer to the school fiscal year.

SECTION L

The term Union Representative or USEP Representative shall refer to a duly authorized agent of the

Union.

SECTION M

The term cost center shall mean any functional group or division or school that receives moneys

allocated by the Board.

SECTION N

The term student day(s) shall mean the day(s) and hours set for students to attend school.

SECTION O

The term SRP shall refer to School Related Personnel.

SECTION P

The term Union President or USEP President shall refer to the President of the United School

Employees of Pasco or his/her designee.

END OF ARTICLE II

ARTICLE III -- UNION RIGHTS

SECTION A - Implementation

1. The Board shall make available to the Union any and all public information, statistics, and records

concerning the school district which the Union may deem to be relevant to negotiations or necessary

for the proper enforcement of this Agreement. The word “public” as used in this section shall refer

to any documents, reports, statistics, studies, and other such information in the form in which they

are regularly kept. Materials prepared in multiple form for distribution to the public and/or media

shall be provided at no cost to the Union, if requested. If additional information is requested by the

Union and said material does not exist in multiple form, the Union shall pay for the actual cost of

duplication of such material not to exceed fifteen (15) cents per sheet.

2. SRP shall be appointed to districtwide committees, councils, or other advisory groups by the

Superintendent who shall select from a list of bargaining unit members recommended by plurality

vote of the SRP at each worksite in an election conducted jointly by the worksite supervisor and the

SRP building representative. The list presented to the Superintendent shall contain at least two (2)

times as many names as the places to be filled. Final recommendations of committees on which SRP

serve shall not be construed as substitutes for negotiated agreements.

3. Elected representatives of the Transportation Safe Driver Plan Committee shall be nominated and

elected by employees covered by the Plan at each location (East, West, Northwest, Central, and

Zephyrhills) by an election conducted jointly by the worksite supervisor and the SRP building

representative. The employee who receives the plurality of the votes cast shall be declared elected.

4. Appointed SRP to the Food and Nutrition Services Program Committee shall be selected by the

Board and the Union, with an equal number of voting members appointed by each. In addition, the

committee shall be chaired by an administrator with voting power, and shall be authorized to

evaluate the district Food and Nutrition Services program in order to make recommendations to

improve operations and to increase efficiency.

5. The worksite supervisor shall meet at mutually agreed times during the year with representatives of

the Union, at the request of the Union, to discuss questions and problems as well as matters relating

SRP Master Contract 2013-2014

to the implementation of this Agreement. Such meetings shall not be construed to replace the

grievance procedure for any matter normally the subject of a grievance.

6. The Union shall appear on the Board agenda at all Board meetings as a regular agenda item.

Further, the Union representative shall be recognized upon request to speak on issues before the

Board in the same manner as any other individual. A copy of the agenda and all supporting data will

be provided to the Union by the Secretary of the Board. Said material shall be sent to the Union

office at the same time they are sent to the Board members.

7. Duly authorized representatives of the Union may visit worksites to investigate employee

complaints and/or communicate with SRP. Upon arrival at the worksite, Union representatives shall

make their presence known to the worksite supervisor or his/her designee. If the worksite supervisor

does not approve the representatives’ visit at that particular time, he/she will explain the reason to

the representatives, and the Union representatives will not continue the visit until a mutually agreed

upon time can be determined. Such visits shall not interrupt normal work responsibilities.

8. Whenever SRP are scheduled by the Board or its agents to participate during working hours in

conferences, meetings, or in negotiations respecting the Collective Bargaining Agreement, they

shall be granted the necessary time and shall suffer no loss in pay or benefits.

9. Each year upon reaching a tentative agreement in negotiations and prior to ratification, a district

meeting shall be conducted by USEP for union representatives during the workday for the purpose

of explanation of the tentative agreement and contract ratification procedures. Each worksite shall

be allowed to send one (1) representative selected by the USEP President. The representatives

attending the district meeting shall be granted one-half (1/2) day release time and shall suffer no loss

in pay. The cost of any substitutes shall be paid for by the Board. For those SRP who are eligible for

any approved attendance incentive, such release time shall not be counted against him/her.

10. A roster of all SRP assigned to a school or district office department shall be provided to the Union

worksite representative by the principal or district office department head by September 10, and

revised rosters shall be provided when issued. Each member of the bargaining unit will receive a

directory of all personnel by November 15 of each school year. This directory shall contain an

alphabetical list of all employees as well as a list of employees by school and district office

department. Copies of this directory shall not be provided by the Board or Union to any outside

parties for commercial or solicitation purposes.

11. Following ratification, copies of all agreements and addenda thereto between the parties shall be

distributed to the worksite by the Union and the Board. The Union will distribute a copy to each

employee covered by this Agreement. After the distribution, the Union will make every effort to

distribute this Agreement to SRP hired after each year’s initial distribution within twenty (20)

working days of the date the SRP is approved by the Board. The Board and the Union will mutually

arrange for the printing of the Agreement. The Board shall contribute one-half (1/2) the cost of

printing copies of the Agreement. The parties will mutually agree to the specified number of copies

and to the size, format, and cost of the copies.

12. The Board shall grant leave without pay to the Union President and up to three (3) SRP designated

by the Union for the purpose of engaging in Union activities. The leaves shall count toward accruing

seniority and Pasco continuous service. The SRP on leave may participate in all group fringe benefit

plans provided by the Board by making their own and the Board’s regular contribution to all

benefits requiring such contribution. The leaves of absence shall be for a period of up to one (1) year

at a time except for the President’s leave which shall be for the term of office and automatically be

renewed each year. At the conclusion of the President’s leave, he/she shall be returned to the

position held at the commencement of the leave if such position exists. Other SRP on Union leave

shall be returned to the position held at the commencement of such leave if such position exists after

the first year of Union leave. If the Union leave extends beyond the first year, the SRP shall be

returned to a position of the same job title he/she held at the commencement of his/her leave if such

a position exists and is available or a similar position for which he/she is qualified in the opinion of

the Superintendent if such a position exists and is available.

13. The Board will allow Union representatives time off to attend local, state, or national workshops,

conferences, conventions, and other related activities for up to fifteen (15) days per school year.

Further, the Board agrees that fifty (50) additional days may be granted. If granted, the Union shall

SRP Master Contract 2013-2014

reimburse the District for the full cost of the required substitute(s). However, if substitutes are not

used, the Union will not be charged.

14. Up to ten (10) SRP shall be granted Union Leave to attend the Florida Education Association’s

(FEA’s) Convention or the FEA Leadership Conference each year. The Board shall pay the cost of

the required substitutes for such SRP. Such Union leave shall be in addition to the leave days

authorized under paragraph 12 above.

15. Temporary duty shall be granted for SRP to attend Board-approved, USEP-sponsored staff

development on districtwide staff development days with prior approval of the worksite supervisor.

SRP will not be released on districtwide staff development days to attend USEP-sponsored staff

development when it conflicts with a required staff development activity scheduled by the worksite

supervisor.

16. The Union President or his/her designee shall serve as a member of the District’s Substitute Task

Force which shall explore ways to recruit and retain qualified substitutes.

SECTION B - Payroll Deductions

1. Upon authorization by any SRP, the Board agrees to deduct at no cost to the SRP the amount of

dues certified by the Union as the amount required and remit the amount so deducted to the Union.

The Board will be authorized to make said deduction upon receiving the signed authorization form

attached as Appendix A of this Agreement.

a) All funds collected by the Board as a result of dues deductions shall be remitted by the Board to

the Union within ten (10) days of the deduction.

b) Dues deductions shall be continuous from year to year so long as the employee organization

remains the certified bargaining agent for the unit.

c) Authorizations are revocable by the employees with thirty (30) days written notice to both the

Board and the Union.

2. The Board shall supply to the Union a list of those SRP from whom said payroll deductions have

been made after each pay period.

3. The Union shall indemnify and save the Board harmless from any and all claims, demands, suits,

and causes of action of any kind whatsoever arising from Board actions to comply with the

provisions of this section.

SECTION C - Use of Facilities

1. The Union may use district facilities for meetings upon prior approval of the school principal or

district office department head. Approval will be withheld only for good and sufficient reason,

which shall be stated to the person making the request. At each worksite, for a maximum of five (5)

times per year, a meeting called by the Union for that worksite’s SRP may be scheduled during

fifteen (15) minutes of the SRP workday provided that such a schedule does not interfere with

services provided to students. Further, two (2) additional meetings not to exceed two (2) hours each

may be held during the working day for the purpose of contract explanation and/or ratification.

2. The Union shall have the right to conduct regularly scheduled Building Representative Council

meetings in worksite facilities after the normal working day.

3. The Union may use building facilities for countywide or area meetings upon prior approval of the

worksite supervisor. Approval will be withheld only for good and sufficient reason, which shall be

stated to the person making the request. These meetings are to be conducted after the working day of

SRP is completed.

4. The Union may be charged the customary fee for custodial services made necessary by use

described in paragraphs 2 and 3 above.

5. The Union shall have the right to use the school mailboxes and electronic network for the purpose of

communicating with SRP. The electronic network shall not be used for internal or external political

activities.

6. The Union shall have the right to post notices of activities and matters of Union concern on bulletin

boards specifically assigned exclusively for use by the Union. The worksite supervisor shall

designate space for a Union bulletin board in each employee lounge, in the kitchen area, and in the

custodial office area. The Union will provide bulletin boards at its own expense. Bulletin boards

shall be at least twelve (12) square feet in size unless another size is mutually agreed upon.

SRP Master Contract 2013-2014

7. The Union shall receive written notice on or before August 1 of any districtwide orientation meeting

for incoming SRP, if requested. Further, the Union shall be given a place on the agenda of any

districtwide orientation meeting for incoming SRP, if requested. Should a worksite have an

orientation meeting for new SRP, the worksite Union representative shall be introduced by the

worksite supervisor, upon request. The Board will provide the Union with a list of newly hired SRP

within seven (7) days of the SRP’s appointment by the Board.

END OF ARTICLE III

ARTICLE IV -- FAIR PRACTICES

SECTION A

1. The Board and the Union recognize the right of all SRP to organize, join, and support the Union

(including, but not limited to, the displaying of union materials, buttons, pins, apparel, etc.) or

refrain from organizing, joining, and supporting the Union. Any such item will be consistent with

school and/or district attire and rules. In addition, the Board and the Union agree that they will not

directly or indirectly discourage, deprive, or coerce any SRP in the enjoyment of any rights

conferred by this Agreement.

2. Further, the Board and the Union, including their agents, mutually agree not to discriminate against

any SRP in regard to any of the rights, guarantees, or privileges afforded SRP under the terms of

this Agreement.

3. The Board and the Union agree that there shall be no discrimination on the basis of race, religion,

color, sex, national or ethnic origin, age, marital status, disability, or handicap with regard to

employment. Allegations of discrimination on the basis of race, religion, color, sex, national or

ethnic origin, age, marital status, disability, or handicap shall not be subject to the grievance

procedure contained in this Agreement. Any SRP who believes that he/she has been discriminated

against may file a complaint with the appropriate state agency, federal agency, and/or the district

equity coordinator.

SECTION B

Nothing contained herein shall be construed to deny or restrict rights to any SRP that he/she may have

under Florida law or other applicable laws and regulations.

END OF ARTICLE IV

ARTICLE V -- SENIORITY

SECTION A

1. Seniority shall be the length of continuous service of a SRP in the school system. Continuous

service shall be determined in reference to unbroken service in the district with each year in which a

SRP has been in a paid duty status for at least (1) day more than one-half (1/2) of the normal work

year for the position counted as one (1) year of service. If a SRP takes ten (10) or more successive

days of unpaid leave, these days shall be deducted from the normal work year, and if this deduction

reduces the normal year to less than one (1) day more than one-half (1/2) the normal work year for

the position, the year shall not be counted.

2. Seniority shall be one of the factors considered when making work assignments, assigning overtime,

decreasing hours within an area of assignment at a worksite, and changing a shift or time schedule.

However, at an alternative school for disruptive students, cost effectiveness and efficiency and the

needs of students shall be among the factors considered when making work assignments. In

instances in which work assignments can be made in which students’ needs are met and cost

effectiveness and efficiency are not adversely affected, seniority shall be considered in making the

work assignments.

3. If it becomes necessary to establish precedence among SRP with the same seniority, the beginning

date of continuous service shall be used. Leave duly authorized and granted in accordance with

provisions of this Agreement shall not constitute a break in service.

SRP Master Contract 2013-2014

SECTION B

The Monday following each pay date, the Board shall provide electronic seniority data to the Union.

The data will contain job classification of the names of all SRP employed in the district, demographics,

USEP dues, and total number of years of continuous service in the district as determined by the District

School Board of Pasco County. Seniority lists may be posted on the Union bulletin board at each

worksite. The Union shall provide the district with a secure FTP site to transmit the data.

END OF ARTICLE V

ARTICLE VI -- GRIEVANCE PROCEDURE

SECTION A - Definitions

1. A grievance is a complaint by a SRP or by a group of SRP that there has been a violation,

misinterpretation, or misapplication of this Agreement and shall be subject to settlement under all

provisions of this article except as otherwise provided.

2. When a complaint arises alleging that: (a) a policy or practice is improper or unfair or (b) there has

been a deviation from or a misinterpretation or misapplication of a practice or policy or (c) there has

been unfair or inequitable treatment by reason of an act or condition contrary to existing policy or

practice, such complaint shall be subject to settlement under all provisions of this article excluding

Steps Four and Five.

SECTION B - General Application

1. With regard to items of the Agreement covering Union rights, the Union shall have the right to

present, process, or appeal a grievance at any level in its own behalf.

2. The Union has the right to represent the SRP at any level of the procedure. However, the employee

shall have the right to be represented by legal counsel or any person(s) he/she deems necessary at

any step of this procedure.

3. A grievance shall be first filed at the level where the alleged action(s) occurred that led to the filing

of the grievance and processed in accordance with all subsequent steps thereafter as outlined in this

article.

4. No decision or adjustment of an agreement shall be contrary to any provision of this Agreement

existing between the parties hereto.

5. The Union shall have the right to be present at all meetings after Step One regarding a grievance

regardless of the party filing the grievance.

6. Failure to communicate the decision of a grievance at any step of this procedure within the specified

time limit shall permit the Union to submit an appeal at the next step of this procedure.

7. In the event that a grievance is filed at such time that it cannot be processed through all of the steps

in the grievance procedure by the end of the grievant’s normal work year, the time limits set forth

herein shall be reduced to the extent possible so that Steps One to Three of the procedure may be

completed prior to the end of the grievant’s normal work year.

8. No reprisal of any kind shall be taken by or against any participant in the grievance procedure by

reason of such participation. No entry of any kind concerning the participation of a SRP in a

grievance shall be entered into his/her personnel file.

9. All parties agree that these proceedings shall be kept as confidential as may be appropriate at each

level of the procedure.

10. Whenever meetings for resolving grievances are scheduled during the working day of the grievant,

the Union representative and/or grievant will be granted released time without loss of pay or

benefits.

11. Time limits specified in this article may be extended at any time by mutual agreement in writing.

12. No member of the bargaining unit shall be represented by another employee organization.

SECTION C - Procedure

Step One: Any member of the bargaining unit who feels he/she has a grievance may first discuss the

grievance with the worksite supervisor or designee, either directly or accompanied by the Union

SRP Master Contract 2013-2014

representative, with the object of solving the matter informally.

Step Two: In the event that the matter is not resolved informally, the formal grievance stated in writing

may be submitted to the worksite supervisor, the Union, and the Superintendent, with one (1) copy for

the grievant. A formal grievance shall be filed as soon as possible after the action giving rise to the

grievance but not later than twenty (20) days after the grievant knew or could reasonably have been

expected to know of the occurrence giving rise to the grievance.

a) Within five (5) days after the receipt of the formal grievance, the worksite supervisor shall hold a

formal hearing on the grievance.

b) The grievant and the Union representative shall be given at least one (1) day’s written notice of

the hearing. Said notice shall contain the time and place of such hearing.

c) Within five (5) days after the hearing, the worksite supervisor shall communicate his/her

decision in writing together with supporting reasons.

d) The worksite supervisor shall furnish one (1) copy to the grievant and one (1) additional copy to

the Union representative.

Step Three: If the grievance is not resolved satisfactorily, the grievant and/or Union may appeal within

five (5) days to the Superintendent of Schools. The appeal shall be in writing and shall include a copy

of the original appeal and the decision arrived at in Step Two.

a) Within ten (10) days after the receipt of the appeal, the Superintendent shall hold a hearing on

the grievance.

b) The grievant, the Union representative, and the worksite supervisor shall be given at least two

(2) days written notice of the hearing. Said notice shall contain the time and place of such

hearing.

c) The grievant shall be present at the hearing unless there is mutual agreement that no facts are in

dispute and that the sole question before the Superintendent is one of interpretation of a

provision of the Agreement between the parties thereof or of what is established policy or

practice.

d) Within five (5) days after the hearing on the appeal, the Superintendent shall communicate

his/her decision in writing together with supporting reasons to all parties present at the hearing

including the grievant.

Step Four: If a grievance involving the application or interpretation of this Agreement is not resolved

satisfactorily, the Union may appeal within five (5) days to the Board. The appeal shall be in writing

and shall include a copy of the original grievance and the decisions at Steps Two and Three. The Union

may waive this step for any grievance filed. If this step is waived, the grievance may be appealed

directly to Step Five upon mutual agreement of the Board and the Union if no satisfactory resolution

has been reached at Step Three.

a) Within fifteen (15) days after receipt of the appeal, the Board shall hold a hearing if a regular

Board meeting falls within that time period and legal requirements can be met. If a regular Board

meeting does not fall within that time period or if legal requirements cannot be met, the Board

shall hold a hearing at the next occurring regular Board meeting beyond that time period when

legal requirements can be met.

b) The grievant, the Union representative(s), the worksite supervisor, the Superintendent, and the

President of the Union shall be given written notice at least two (2) days prior to the hearing.

c) Within fifteen (15) days after hearing the appeal, the Board shall communicate its decision in

writing together with its supporting reasons to all parties present at the hearing including the

grievant.

Step Five: If a grievance is not resolved satisfactorily at Step Four, the grievant, through the Union,

may appeal within five (5) days directly to the American Arbitration Association for binding arbitration.

a) The arbitrator shall be selected through procedures and governed by the rules established by the

American Arbitration Association.

b) The decision and award of the arbitrator shall be in writing and shall set forth opinions and

conclusions on the issues submitted to him/her at the time of the hearing.

c) The decision of the arbitrator shall be final and binding.

d) The cost of filing for arbitration through the American Arbitration Association, the fee and

SRP Master Contract 2013-2014

expenses of the arbitrator and any court reporter shall be borne by the losing party. Any other

costs connected with arbitration shall be borne by the party incurring the costs.

e) Nothing in the foregoing shall be construed to empower the arbitrator to make any decisions

amending, changing, subtracting from, or adding to the provisions of this Agreement.

END OF ARTICLE VI

ARTICLE VII -- WORKING CONDITIONS

SECTION A - Disciplinary/Dismissal Procedures

1. Any SRP hired after final ratification of the SRP Master Contract for the 2002-2003 School Year

will serve a probationary period that will consist of the SRP’s first sixty (60) workdays. During this

probationary period, the SRP’s employment may be terminated without cause or the SRP may

resign without giving prior notice and be released from employment without prejudice. Any SRP

suspended or discharged during his/her probationary period will be notified of the reason for such

action.

2. All eligible SRP may be dismissed for good and sufficient reasons that are neither arbitrary nor

capricious and do not violate any Federal or State law. "Eligible" means SRP who are not temporary

or casual, and who have successfully completed the initial sixty (60) workday probationary period.

3. Any eligible SRP who is suspended or discharged shall be notified in writing of the reason for such

action.

4. Any SRP required to attend a meeting called by the worksite supervisor or designee for the purpose

of a reprimand or for action leading to suspension or for an investigatory interview shall have the

right of Union representation at such meeting. A worksite supervisor or designee holding a meeting

for the purpose of a reprimand or for action leading to suspension or for an investigatory interview

shall stop the meeting until Union representation can be obtained if the employee requests Union

representation. This section shall not be interpreted to apply to conferences relating to observation

or evaluation of work responsibilities unless the meeting is called by the worksite supervisor or

designee for the purpose of issuing a formal NEAT letter and/or unsatisfactory evaluation.

5. The District supports the concept of “progressive discipline” and encourages its application when

appropriate.

6. A SRP will be advised immediately if the Board has initiated or is cooperating with the Education

Practices Commission in an investigation of said SRP.

7. For the purpose of complying with the provisions of Section 1012.40, F.S., it is understood that

"educational support employee" as defined in that Section includes members of the School Related

Personnel collective bargaining unit.

8. The employment of eligible SRP shall continue from year to year unless the Superintendent gives

written notice to the SRP of recommended termination. The written notice shall include the reasons

for the recommendation of termination, a description of all evidence the Superintendent has to

support the recommendation, and a description of the appeals process as set forth in paragraph 11.

9. When the notice is issued to the eligible SRP, the School Board may suspend the SRP with or

without pay.

10. In the event the Board reduces the number of SRP districtwide for financial reasons, the procedure

to be followed, and the impact on the layoff and recall provisions (Article VII, Section D and E) of

this Agreement will be negotiated with the Union prior to the implementation of the reduction.

11. When an eligible SRP receives a written notice of termination as set forth in paragraph 8, the SRP

will have fifteen (15) calendar days from receipt to file with the Superintendent a written request for

an appeal hearing before the Board on the proposed termination unless the Board and Union

mutually agree in writing to extend the timelines to facilitate an informal appeal meeting with the

Superintendent. The request must contain the basis for the appeal. Unless the Board and Union

mutually agree to extend the timelines, the School Board will conduct a hearing on the SRP's appeal

of the proposed termination of employment within thirty (30) calendar days of the receipt of the

written request. The SRP shall be given written notice of the scheduled hearing at least fifteen (15)

calendar days prior to the hearing. At the hearing, the SRP and the Superintendent will have an

SRP Master Contract 2013-2014

opportunity to respond, to present evidence and argument on the issues involved, to conduct cross-

examination and submit rebuttal evidence, and to be represented by the Union, legal counsel, or any

person deemed necessary. Presentation of a full case at this appeal hearing shall not preclude the

Board, Union, and/or the SRP from presenting a full case, including new information, witnesses,

testimony, etc. at any subsequent grievance, DOAH, and/or court proceedings. Unless the Board and

Union mutually agree to extend the timelines, the Board shall communicate its decision in writing

together with supporting reasons to the SRP within fifteen (15) calendar days after the Board

reaches a decision.

12. Nothing in paragraphs 6 through 11 shall be construed to replace, diminish, or expand the grievance

procedure specified in Article VI of this Agreement or a Chapter 120 hearing before a Hearing

Officer of the Florida Division of Administrative Hearings pursuant to the Florida Administrative

Procedure Act.

SECTION B - Position Vacancies

1. Whenever a SRP vacancy occurs in the school district, the Board shall publicize the same by giving

written notice to the Union and by providing for appropriate posting in all worksites, to include

posting in the Food and Nutrition Services work area.

2. A SRP who desires to apply for any such vacancy shall file his/her application with the contact

person named in the notice in the manner specified.

SECTION C - Transfers and Reassignments

1. Each SRP shall be notified in writing prior to the end of his/her work year whether or not he/she will

be reappointed for the following fiscal year.

2. By April 15 of each year, the Board shall have posted in each worksite and the Human Resources

Director's office a list of those known SRP vacancies recorded in the district office for the coming

year.

3. SRP who desire a change in job classification or work location shall file a written request on MIS

Form #356, Request for Transfer or Change in Assignment/Position. Such request shall be reviewed

by worksite supervisors when filling any vacant position and will remain valid for a period of

twelve (12) months following date of application.

4. It is the Board's intention that the best-qualified applicant be hired for each vacant position. The

Board agrees to give full consideration to the professional background and attainments of applicants

for vacancies. If the SRP is qualified for said position, he/she shall be interviewed by the

appropriate supervisor. Applicants shall be notified in writing of the decision by the worksite

supervisor.

SECTION D - Layoff Procedure

1. Layoff is defined as the reduction in force for lack of funds or changes in allocation without fault on

the part of any employee. Layoffs may occur due to staff reduction at a worksite or the closing of an

existing facility. The Board shall notify the Union immediately upon determination that layoffs must

occur.

2. In case of staff reduction at a worksite, volunteers for layoff will first be sought from among the

affected SRP. In the event the number of volunteers is not sufficient, the SRP with the least seniority

in the district among those assigned to the worksite at which the reduction must occur within the

area of assignment affected shall be laid off first. "Area of assignment" shall mean specific job title.

The terms “Area of Assignment” and “Job Classification” for SRP shall be designated as benefit

earning (BE) or non-benefit earning (NBE). Such designations shall be determined by the eligibility

criteria established in Article XI-Section B-3 of this Agreement; for example, working four (4)

hours or more for Bus Drivers and Transportation Assistants, five (5) hours or more for Food and

Nutrition Services employees, or six (6) hours or more for other SRP. The Board shall maintain

separate layoff lists for benefit earning (BE) and non-benefit earning (NBE) SRP. SRP selected for

layoff and the Union shall be given notice of the layoff and the reason therefore in writing.

3. If a school has at least fifteen (15) students speaking the same home language and a

Paraprofessional (ESOL/Bilingual) is the only Paraprofessional or Instructional Assistant

(ESOL/Bilingual) on staff who is proficient in the same home language, then to comply with Florida

State Board of Education Rules, Chapter 6A-6.0904 (4) (c), the seniority requirement contained in

SRP Master Contract 2013-2014

paragraph 2 above relative to the layoff of a Paraprofessional or Instructional Assistant

(ESOL/Bilingual) will be preempted.

4. A SRP who is laid off under provisions of this section shall be placed on leave without pay for a

period of twelve (12) months. This leave may not be extended beyond one (1) year for any reason.

5. A SRP who is laid off under provisions of this section shall retain his/her seniority upon recall.

Layoff shall not be considered a break in service if the SRP is recalled under the Recall Procedure,

Article VII, Section E or is hired in another position with the Board while on layoff.

6. A SRP who is placed on leave because of layoff shall have the right to unemployment

compensation, and nothing contained herein shall be construed to abridge that right.

7. For the purpose of layoff, the Board and Union agree that paraprofessionals and instructional

assistants in a specific area of assignment will be considered as one group. {Example:

Paraprofessional (ESE) and Instructional Assistant (ESE) will be considered as one area of

assignment.}

SECTION E - Recall Procedure

1. Laid off SRP shall be recalled to their job classification in inverse order of layoff. The terms “Area

of Assignment” and “Job Classification” for SRP shall be designated as benefit earning (BE) or non-

benefit earning (NBE). Such designations shall be determined by the eligibility criteria established

in Article XI-Section B-3 of this Agreement; for example, working four (4) hours or more for Bus

Drivers and Transportation Assistants, five (5) hours or more for Food and Nutrition Services

employees, or six (6) hours or more for other SRP. The Board shall maintain separate recall lists for

benefit earning (BE) and non-benefit earning (NBE) SRP.

2. Recall lists by job title and classification shall be maintained districtwide and positions shall be

offered regardless of where they occur in the district, except that no school or department shall be

required to fill more than fifty percent (50%) of its vacant positions by job title from recall lists

unless no other vacant positions by job title and classification are available within the district. Laid-

off BE SRP shall be recalled to BE positions. Such recall shall occur prior to recall for NBE

positions. Once such BE positions are exhausted, those BE SRP remaining on recall shall be placed

on the NBE recall list in the appropriate seniority order, and recall to NBE positions shall

commence. If a BE position becomes available within forty-five (45) days following the date of

recall, BE SRP who have been recalled to a NBE position shall be offered, in seniority order, the BE

position before such BE position is advertised or offered to BEs or NBEs still on recall. For the

purpose of recall, the Board and Union agree that paraprofessionals and instructional assistants in a

specific area of assignment will be considered as one group. {Example: Paraprofessional (ESE) and

Instructional Assistant (ESE) will be considered as one area of assignment.} Effective with the start

of the 2006/2007 school year, only Instructional Assistants may be recalled to those positions at

Title I schools which require the educational credential specified by the Elementary and Secondary

Education Act. At an alternative school for disruptive students, the principal, after interviewing an

employee on a recall list in which the school has a vacancy, may decline to hire the employee.

When a SRP who is on the recall list is offered a position at an alternative school for disruptive

students, he/she shall have the right to turn down the position and shall retain his/her current place

on the recall list. If the SRP turns down a position at an alternative school for disruptive students,

he/she shall retain his/her current position on the recall list but will no longer be offered positions at

other alternative schools for disruptive students. An employee on a Bus Driver/Paraprofessional

recall list will be granted preference in hiring over outside applicants for district positions for which

he/she possesses required qualifications provided that no recall lists exist for these positions and

there are no laws or regulations which would bar this procedure. A Bus Driver/Paraprofessional

who wishes to claim this preference must notify the worksite supervisor and the District Human

Resources Office in writing of his/her intentions at the time of application for an advertised

vacancy. Failure to make this notification will bar relief through the grievance process in the event

preference is not granted. The Union shall be notified of all SRP on the recall list, in order of recall.

This list shall be updated whenever there is a change in the SRP sequential recall order.

3. It shall be the responsibility of each laid off SRP to provide the Board with a telephone number and

mailing address at which he/she can be reached or at which a message may be left during working

hours. Telephone calls for the purpose of recalling SRP shall be made Monday through Friday, 8:00

SRP Master Contract 2013-2014

a.m. to 5:00 p.m. when the district office is in normal operation, based on the twelve (12) month

work calendar. The Union shall be provided with a copy of this calendar.

4. When a vacancy occurs in a position for which a recall list exists, the Board shall attempt to contact

the person at the top of the list by telephone at least three (3) times per day over a three (3) day

period and offer the position to the SRP. When multiple vacancies exist in a position for which a

recall list exists, the SRP may request to be provided information on all positions. A busy signal

shall not count as an attempt to reach the SRP. In the event a SRP's telephone is out of order due to

no fault of said SRP, the SRP shall be returned to the top of the recall list upon confirmation of this

situation. In the event a person cannot be reached after these attempts, he/she shall be placed at the

bottom of the list and notified of this action by certified mail. In the event a person cannot be

reached after following this procedure two (2) additional times, the Board shall be released from

further recall obligations, and the person shall be deemed to have resigned for personal reasons from

the employment of the Board. The Board shall document all contacts, attempted contacts and results

and provide to the Union upon request.

5. If a school has at least fifteen (15) students speaking the same home language and there is no

Paraprofessional or Instructional Assistant (ESOL/Bilingual) on staff who is proficient in the same

home language, then to comply with Florida State Board of Education Rules, Chapter 6A-6.0904 (4)

(c), the seniority requirement contained in paragraph 1 above relative to the recall of a

Paraprofessional or Instructional Assistant (ESOL/Bilingual) will be preempted.

6. The person at the top of the recall list for a specific position vacancy must respond within forty-

eight (48) hours of an offer of a position. If the person does not accept that position, he/she shall be

placed at the bottom of the recall list. If the SRP declines the second position offered by the Board,

except as provided in Article VII, Section E, paragraph 7, the Board shall be released from further

recall obligations, and the person shall be deemed to have resigned for personal reasons from the

employment of the Board. It shall be the obligation of the notified SRP, except in an emergency, to

respond to a job offer made under the provisions of this section. Non-response without cause shall

be deemed to be a resignation for personal reasons.

7. When a SRP is offered a position at a worksite which is twenty (20) miles further from the SRP's

previous worksite, he/she shall have the right to turn down two (2) such offers before being placed

at the bottom of the recall list. When said SRP reaches the top of the recall list again, the Board shall

offer him/her the next available position. If the SRP declines this position, the Board shall be

released from further recall obligations, and the person shall be deemed to have resigned for

personal reasons from the employment of the Board.

8. When a SRP who is a tobacco user and who is on the recall list is offered a position at a smoke and

tobacco free site, he/she shall have the right to turn down the position and shall retain his/her current

place on the recall list. If the SRP who is a tobacco user turns down a position at a smoke and

tobacco free site and gives being a tobacco user as the reason for turning down the position, he/she

shall retain his/her current position on the recall list but will no longer be offered positions at other

smoke and tobacco free sites.

9. If, after accepting a position, a SRP does not report to the new position within five (5) days of the

start date, the Board shall be released from further recall obligations, and the person shall be deemed

to have resigned for personal reasons from the employment of the Board.

10. If a SRP has not been recalled within twelve (12) months of layoff, the Board shall have no further

recall obligations, and the person shall be deemed to have resigned for personal reasons from the

employment of the Board.

SECTION F - Evaluation

1. Prior to September 15, all SRP shall receive a copy of the assessment instrument, and an

explanation of the assessment process shall be provided. In the event a SRP is employed after other

SRP have received this information, said instrument and explanation shall be given upon

employment.

2. The worksite supervisor or designee making the evaluation shall meet with the SRP to discuss the

areas in which the SRP's performance is satisfactory, and any area(s) in which the SRP's

performance is unsatisfactory/deficient, or in which the SRP needs improvement.

3. After each assessment of a SRP, the SRP or witness shall sign and be given a copy of the

SRP Master Contract 2013-2014

assessment instrument. The signature of the SRP shall not necessarily indicate agreement with the

assessment but only acknowledges that he/she has read the report.

4. A SRP shall be given the opportunity to include his/her comments in writing concerning the

assessment report or, in the case of subparagraph 5 below, any written notification of performance

deficiencies. These comments shall be placed in the SRP's personnel file if the assessment report or,

in the case of subparagraph 5 below, any written notification of performance deficiencies is placed

in the SRP's personnel file.

5. In the event a SRP is not performing satisfactorily, the worksite supervisor or designee shall advise

the SRP in writing of the specific deficiencies in his/her performance and shall give the SRP

reasonable time and assistance to overcome these deficiencies. The worksite supervisor or designee

will:

a) notify the SRP in writing that deficiencies exist,

b) provide a full and complete explanation of deficiencies and suggested corrections,

c) offer administrative and supervisory assistance, and

d) provide reasonable time for correction of deficiencies.

This written notification of performance deficiencies may be accompanied by a completed

assessment instrument. However, at an alternative school for disruptive students, a SRP whose

performance has not met the expectations of the principal shall be subject to involuntary transfer to

another worksite twenty-five (25) days after the principal has provided the SRP with an opportunity

to improve his/her performance and the performance continues to be below expectation. At any time

during this period, beginning with the initial notification to the SRP that he/she may be subject to

involuntary transfer, the Union has the right to represent the SRP. At an alternative school for

disruptive students, the salary of a SRP who is involuntarily transferred to another worksite shall be

no less than he/she would have earned at the alternative school for the remainder of the school year.

SRP involuntarily transferred shall not be transferred to a worksite which is twenty (20) miles

further from his/her residence than the alternative school for disruptive students.

6. All confidentiality of the assessment allowable by law will be granted by the Administration.

7. All SRP will be evaluated, through the use and completion of an approved assessment instrument, at

least once during the school year. Should a worksite supervisor not meet the date designated by the

Human Resources Department for the completion of a SRP’s evaluation, the worksite supervisor

will inform the SRP of the reason for the delay. If a SRP receives an unsatisfactory evaluation, the

SRP has the option of another evaluation to determine if satisfactory performance has been

demonstrated. All evaluations shall be conducted only by worksite supervisors, their designees, or

district-level supervisors.

8. All recommendations regarding continued employment except for positions affected by the layoff

procedure shall be based upon information contained in the SRP's personnel file.

SECTION G - Staff Development

1. By February 1, the worksite supervisor and the SRP building representative will jointly conduct an

election of all bargaining unit members at that worksite to elect a representative to coordinate SRP

staff development activities there. The employee receiving the highest number of votes will be

selected as that worksite's SRP staff development coordinator. All bargaining unit members at that

worksite and the Union will be advised of election results.

2. The Board and the Union shall meet to assess the district’s staff development programs as they

relate to SRP and to make recommendations for changes/improvements.

3. All staff development components offered within any calendar month shall be posted in each

worksite by the fifteenth (15th) working day prior to the activity.

4. When appropriate, SRP may serve as instructors for staff development components. The total

compensation paid to SRP serving as instructors shall be one and one-half (1 1/2) times their regular

hourly rate of pay for each meeting hour taught and such SRP shall be paid for mileage necessary to

perform his/her duties as instructor under this section. Such mileage payment shall be in accordance

with Article XI, Section A, paragraph 3 of this Agreement.

5. Attendance at staff development components shall be voluntary except for those components

required to implement additional programs or goals established by the Board, the Legislature, or

SRP Master Contract 2013-2014

federal grants.

6. SRP within a specific field shall have first opportunity to attend staff development components

related to their field.

7. Master inservice points may be used for recertification, and each group of twenty (20) points shall

be equivalent to one (1) semester hour for this purpose.

SECTION H - Political Activity

1. All SRP shall have the freedom of political action when not engaged in their work assignments or

other assigned responsibilities during the workday provided such action is within the laws of the

United States of America and the State of Florida and their jobs are not used for their political

advantage.

2. The right of all SRP to work and to vote for the party and candidate of their choice shall never be

questioned, abridged, or denied by either the Board or the Union.

3. All SRP shall be entirely free from political domination, coercion, or the pretended necessity of

making political contributions of money or other things of value or engaging in any political work

or activity against their wishes under the assumption that failure to do so will in any way affect their

status as employees of the school system or as members of the Union.

SECTION I - Work Day/Work Year

1. Each SRP shall be granted at least a thirty (30) minute duty-free non-paid lunch period. However,

at an alternative school for disruptive students, the thirty (30) minute lunch period for Instructional

Assistants / Paraprofessionals may not be duty-free and shall be included within their eight (8) hour

workday. A SRP who does not receive a paid lunch period shall be permitted to leave the worksite

during his/her lunch period.

2. Paid Relief Periods/Breaks

a) Paid relief/break periods are intended to provide relief from the work schedule so as to reduce

employee fatigue and to allow SRP to attend to personal needs. As such, paid relief/break

periods should not be taken at either the start or end of the workday. The worksite supervisor

shall designate the relief period for each SRP.

b) SRP who work six (6) to eight (8) hours a day shall be granted two (2) fifteen (15) minute relief

periods during the workday, and SRP who work less than six (6) hours, but at least three (3)

hours a day shall be granted one (1) fifteen (15) minute relief period during the workday.

However, at an alternative school for disruptive students, the Instructional Assistants /

Paraprofessionals shall be granted at least thirty (30) minutes of relief/break time.

c) When the Board implements four (4) day workweeks, SRP shall be granted the same number of

relief period minutes weekly as they would receive during a five (5) day workweek. Such relief

period minutes shall be divided equally among the number of days of the four (4) day workweek.

d) Bus Drivers/Transportation Assistants

The Board will make every effort to ensure that bus drivers and transportation assistants who

work six (6) or more hours per day receive thirty (30) minutes of paid relief/break time each day:

fifteen (15) minute relief/ break period in the morning shift and fifteen (15) minute relief/break

period in the afternoon shift. However, some schedules may reflect the thirty (30) minute paid

relief/break time in a minimum of ten (10) minute increments. In the event circumstances

prevent bus drivers and/or transportation assistants from receiving guaranteed paid relief/breaks

on any given day, the affected SRP shall submit an exception to daily schedule (EDS) form to

his/her supervisor and will receive pay for the corresponding amount of unreceived relief/break

time. In such cases, the SRP will not be required to work or be present at the worksite to receive

compensation for this time. When a SRP repeatedly submits exceptions to daily schedules, the

Board shall review the transportation route and adjust the schedule to provide relief/break

periods when possible, and if not possible, adjust the route for compensation purposes to show

the additional pay for unreceived relief/break time.

3. No SRP shall be required to work beyond the normal workday without additional pay. When

overtime is necessary, a SRP who is not an exempt employee within the meaning of the Fair Labor

Standards Act who works such overtime shall be paid at a rate of one and one-half (1 1/2) times

his/her regular hourly rate for each hour in excess of forty (40) hours per week. With mutual

SRP Master Contract 2013-2014

agreement, compensatory time-off may be substituted for overtime pay provided such compensatory

time can be granted prior to the end of the SRP’s workweek.

4. Custodians will be employed for six, seven, or eight hours. In the event the custodial allocation does

not permit employment at the hours stated above, a custodian may be employed for fewer hours.

5. Subject to the following conditions, a Bus Driver shall be guaranteed six (6) hours of work per day

during the regular work year including forty (40) minutes for the completion of paperwork and the

cleaning and fueling of his/her assigned bus:

a) guarantee will be calculated on a biweekly pay period basis;

b) the driver will be given the opportunity to work the difference in hours provided by his/her route

and the guaranteed minimum hours by either (1) working additional daily driving assignments,

(2) driving extracurricular trips, or (3) cleaning spare buses; in the event a driver is unwilling or

unable to work the difference in hours, he/she will be paid for the time worked, not the time

guaranteed;

c) when there is an open route at or above the guaranteed minimum hours, if a driver currently

driving a route that is shorter than the guaranteed minimum is offered the route and refuses it,

he/she shall no longer be guaranteed minimum hours for that school year;

d) route selection for the regular school year will occur seven (7) calendar days prior to the first

student day.

6. If workdays are authorized for food and nutrition service employees, the activities to be

accomplished during those days will take into consideration the needs at individual worksites.

7. Subject to the following conditions, a Transportation Assistant shall be guaranteed five (5) hours of

work per day during the regular work year:

a) guarantee will be calculated on a biweekly pay period basis;

b) the Transportation Assistant will be given the opportunity to work the difference in hours

provided by his/her route and the guaranteed minimum hours by substituting on other runs or, if

substitute work is not available, by working in assigned schools; in the event a Transportation

Assistant is unwilling or unable to work the difference in hours, he/she will be paid for the time

worked, not the time guaranteed;

c) when there is an open route at or above the guaranteed minimum hours, if a Transportation

Assistant currently assigned to a route that is shorter than the guaranteed minimum is offered the

route and refuses it, he/she shall no longer be guaranteed minimum hours for that school year;

d) route selection for the regular school year will occur seven (7) calendar days prior to the first

student day.

8. A change in working hours will be announced to affected SRP as soon as it has been determined.

9. SRP at an alternative school for disruptive students may be required to work after their normal

workday to attend emergency staff meetings for the purpose of crisis preparation and/or resolution,

parent conferences, and scheduled open houses.

10. The practice of a second selection of ESE routes will be discontinued. No ESE Bus Driver or

Transportation Assistant will lose time after the initial route selection subject to the applicable

conditions specified in Article VII, Sections I-5 and I-7.

11. HB 349 of the 1999 Florida Legislature, Florida Statute 1003.01 requires the district to provide 240

days of instruction for students in the district’s Juvenile Justice Programs. In order to provide these

additional services to students in such programs, additional days must be provided for SRP beyond

their regular contracts. Therefore, SRP assigned to such programs will have the following additional

rights:

a) The right to first refusal of any and all additional days at the center to which the SRP is assigned.

Any SRP choosing not to accept additional days shall not be penalized.

b) The right to earn up to two (2) additional sick leave days per year at the rate of one (1) day for

each twenty (20) additional days worked if such additional days are consecutive with the SRP

regular contract.

c) The right to utilize accumulated sick leave during additional days.

SRP Master Contract 2013-2014

SECTION J - Paid Holidays

All SRP shall receive six (6) paid holidays if they work a full work year for their position. Those SRP

who work less than a full work year shall receive the paid holidays that fall within their period of

employment. If a SRP is in a non-paid status both before and after a paid holiday, he/she shall not

receive pay for the holiday.

SECTION K - Facilities

1. Where facilities permit, the Board shall provide, at no cost to the SRP, paved, off-street parking

facilities for all SRP. Parking facilities for SRP shall be planned in conjunction with new school

construction.

2. The Board agrees that SRP shall have the right to use existing employee lounge(s) at each worksite.

3. At least one (1) telephone shall be made available at each worksite for SRP use. The location of this

telephone and those designated for SRP use in new schools shall provide as much privacy as

possible. The Board shall not be required to install new telephones or move existing ones in order to

comply with this language.

4. The Board shall make restrooms available exclusively for employee use.

5. The Board agrees that SRP shall have the right to use reserved dining areas designated for the use of

employees in each school. SRP shall be permitted to take food from the school cafeteria during

employee meal times to areas designated by the worksite supervisor.

6. Upon request, the District shall provide Instructional Assistants/Paraprofessionals a lockable space

for personal belongings.

SECTION L - Personnel Files

1. No materials related to a SRP's conduct, service, character, or personality shall be placed in the files

unless the SRP has had an opportunity to read the material. The SRP shall acknowledge that he/she

has read such material by affixing his/her signature on the actual copy to be filed, with the

understanding that such signature merely signifies that he/she had read the material to be filed and

does not necessarily indicate agreement with the content. In the event a SRP shall refuse to sign, a

witness may sign to indicate that the SRP has received the material.

2. The SRP shall have the right to provide a written answer to any material in the SRP's file, and said

answer shall be attached to the file copy and placed in the personnel file. Personnel files shall be

maintained only at the district office.

3. Communications of a nonprofessional nature shall not be placed in a SRP's file nor shall any

anonymous information be placed in said file.

4. A SRP may request placement in his/her file of any such material pertinent to his/her professional

career, performance, or qualifications. If the material that the SRP wishes to place in his/her file is

not prohibited by this Agreement, the material shall be placed in his/her personnel file.

5. Grievances filed by any SRP under the grievance procedure outlined in this Agreement shall not be

placed in the personnel file of any SRP nor shall they be used in any recommendation for job

placement.

6. The SRP shall have the right to see and/or to receive copies of any material in his/her personnel file

upon the presentation of photo identification or upon written request. Cost of duplication, not to

exceed fifteen (15) cents per sheet shall be paid by the SRP. Review of the file shall be at any

reasonable time, under reasonable conditions, and in the presence of the Custodian of Records or the

appropriate designee.

7. Upon the written authorization by the SRP, the Union shall have the right to see the SRP's entire

personnel file.

8. All documents maintained concerning a SRP to be used for official purposes shall be kept only in

the SRP's personnel file at the district office.

9. Evaluations or changes in evaluations shall not be inserted into a SRP's file for any prior year after

September 1 following that work year.

SECTION M - Parent-SRP Conferences

1. Except in the event of unusual circumstances, parent-SRP conferences shall be arranged by the

worksite supervisor or his/her designee in accordance with the following guidelines: (a) consultation

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with the SRP involved and the establishment of time, date, and place of conference with all parties

involved, (b) notification of the purpose of the conference if not initiated by the notified SRP, and

2. Release time shall be granted to SRP when needed for parent conferences provided that the

conference is arranged by the worksite supervisor or designee in accordance with the provisions of

this section. At an alternative school for disruptive students, if it becomes necessary to schedule a

conference after the regular workday of the SRP, the principal and the SRP will meet and mutually

agree upon the date and time of the conference.

SECTION N - Student Discipline

1. A Discipline Committee shall exist at each school site as a vehicle for all staff to offer constructive

recommendations to enhance school-wide behavior. SRP will be encouraged to participate as

members of the committee.

2. While on duty, SRP have a general responsibility for assisting to maintain student control. The

Board recognizes its responsibility to give support and assistance to SRP in maintaining appropriate

discipline free from disobedient, disrespectful, violent, abusive, uncontrollable, and disruptive

students.

3. If, in the opinion of a SRP, a student is disrupting regular activities, he/she may report the action to

the teacher responsible for the student. After reporting the student’s action to the teacher and

consulting with the teacher, either the teacher or the SRP may submit a written report of the incident

to the worksite supervisor using the form which is appropriate for this purpose and may submit a

recommended course of action which the principal shall fully consider when making a decision

regarding disciplinary action. In the event there is no teacher responsible for the student at the time

the incident occurs or the SRP is unable to identify the teacher responsible, the SRP may submit a

written report of the incident to the worksite supervisor using the form which is appropriate for this

purpose and may submit a recommended course of action which the principal shall consider when

making a decision regarding disciplinary action. Communication of the administration’s pending or

final action shall be provided to the SRP as soon as possible, but no more than five (5) days from the

date of the appropriate form being submitted. The employee copy of the form will be returned to the

employee who submitted the form when action is completed.

4. If, in the opinion of a transportation employee, a student is disrupting regular operation of a bus, the

transportation employee may submit a written report of the incident to the principal using the form

which is appropriate for this purpose and may submit a recommended course of action which the

principal shall fully consider when making a decision regarding disciplinary action. In accordance

with State Statute 1003.31, the Board, the Superintendent, and each principal shall fully support the

authority of school bus drivers to remove disobedient, disrespectful, violent, abusive,

uncontrollable, or disruptive students from the school bus. Communication of the administration’s

pending or final action shall be provided to the SRP as soon as possible, but no more than five (5)

days from the date of the appropriate form being submitted. The employee copy of the form will be

returned to the employee who submitted the form when action is completed.

5. The Board, Superintendent, and principal shall support SRP in their efforts to follow and enforce the

Student Code of Conduct.

a) Within the first two (2) weeks of the beginning of each school year, each SRP who is employed

in a position which has responsibilities for the supervision of students will be provided with a

copy and explanation of the Code of Student Conduct or of the appropriate section(s) of the

Code of Student Conduct as may be applicable to the SRP's position. SRP will have all the rights

and responsibilities regarding student discipline as specified in the Code.

b) Each Bus Driver will be provided with a copy and explanation of Florida Statutes 1006.09,

1006.10, and 1006.11.

c) Each SRP who is employed in a position which has responsibilities for the supervision of

students will be provided with a copy and explanation of Florida Statute 1006.11.

d) Should it become necessary for a SRP to use reasonable force to maintain order, the SRP shall

follow the guidelines as provided in the Code of Student Conduct.

6. The Union president or his/her designee will serve as a member of the District Student Code of

Conduct Committee and will be responsible for recommending to the Chairperson the SRP

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bargaining unit member to serve on the committee. The Chairperson of this committee will provide

members of this committee with an agenda prior to the meeting date.

7. The Union president or his/her designee will serve as a member of the Superintendent's Task Force

on Discipline.

SECTION O - School Related Person of the Year

1. The Union shall conduct the School Related Person of the Year selection process using rules

devised for that purpose by the Union.

2. SRP who are serving as chairpersons of the worksite School Related Person of the Year Committee

shall be granted release time once each year to attend a meeting for orientation purposes. The

release time shall include appropriate travel time and SRP shall return to their respective worksites

immediately following the meeting if time allows. Worksite chairpersons who are Bus Drivers,

Relief Bus Drivers, Transportation Assistants, or Alternative School Bus Drivers/Paraprofessionals

will only be granted such release time if their duties can be covered using personnel who normally

cover such duties. The worksite supervisor’s decision as to whether SRP in these positions can be

released will be final. In addition, the Board shall grant up to two (2) days of release time for up to

five (5) SRP serving on the District SRP of the Year Selection Committee. All other meetings

related to selection of School Related Person of the Year shall be held outside normal working hours

of the SRP involved.

3. The Board shall recognize the SRP selected as Worksite School Related Persons of the Year and the

SRP selected as the District School Related Person of the Year.

SECTION P - Charter Schools

As soon as the Board is aware that an existing school is considering converting to a charter school or

the Board is considering the construction of a new facility for the purpose of establishing a charter

school or an application is made to the Board to establish a charter school, the Union will be informed

in order to negotiate the impact, if any, on the SRP bargaining unit members.

SECTION Q - Tobacco Free Policy

1. Smoking and the use of all tobacco products are prohibited by law inside all School Board facilities

and in all “common areas” as defined in the Florida Clean Indoor Air Act to be “any hallway,

corridor, lobby, aisle, water fountain area, restroom, stairwell, entryway, or conference room...”

2. The current practice whereby the worksite administrator designates employee outdoor smoking

area(s) that are shielded from student view and are located away from regularly used student activity

areas on existing School Board grounds shall continue, except under the following conditions:

a) Effective July 1, 1996, newly acquired worksites, including all School Board real and personal

property located on those sites, shall be designated as smoke and tobacco free. No employee at

these sites shall use any tobacco product in the building(s) or on any outside grounds. This

includes the use of such tobacco products in motor vehicles, with the exception of those vehicles

entering or exiting the worksite(s).

b) A committee shall exist consisting of six (6) members, three (3) representing the Board and three

(3) representing the Union, for the purpose of resolving problems that may arise due to the

implementation of the Tobacco Free Policy.

c) All employees assigned to any School Board facility which is not smoke and tobacco free shall

be surveyed once each year if requested by any employee at the facility. Such request shall be

made in writing by September 30 to the Director of Employee Relations, with a copy provided to

the President of the Union. The intent of the survey is that, as all employees at any such facility

declare that they are non-tobacco users or are willing to refrain from the use of tobacco products

at the facility, the facility shall be declared tobacco free.

3. When a SRP who is a tobacco user and who is on the recall list is offered a position at a smoke and

tobacco free site, he/she shall have the right to turn down the position and shall retain his/her current

place on the recall list. If the SRP who is a tobacco user turns down a position at a smoke and

tobacco free site and gives being a tobacco user as the reason for turning down the position, he/she

shall retain his/her current position on the recall list but will no longer be offered positions at other

smoke and tobacco free sites.

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SECTION R - Relief Bus Drivers

1. In an effort to provide an adequate number of Bus Drivers, the position of “Relief Bus Driver” has

been established. It is the intent of the Board to fill vacancies in this position from within the ranks

of Bus Drivers currently employed with the district and to use Relief Bus Drivers as described in the

approved job description.

a) Relief Bus Driver hourly rate will be based on a forty (40) hour week using the salary schedule

for Bus Drivers (SRP 19). Overtime, if any, will be kept to a minimum. However, any Relief

Bus Driver who is called to work shall be paid for a minimum of two (2) hours.

b) Advertising for Relief Bus Driver positions will be conducted “in-house.” Should this not result

in filling all available Relief Bus Driver positions, advertising will be conducted to attract

applicants from outside of the Transportation Department.

c) A regular Bus Driver who moves to a Relief Bus Driver position will retain seniority as a Bus

Driver. Such seniority will be retained for purposes of layoff/recall, route bidding on an open

position, and route selection if the Relief Bus Driver reenters the selection process prior to the

start of the school year. A single seniority list will be kept for the group comprised of Bus

Drivers and Relief Bus Drivers for these purposes.

d) Relief Bus Drivers will be allowed to reenter the selection process prior to the start of the school

year in order to bid for a regular route, according to the procedures as established in the SRP

Master Contract, Article VIII, Section A, paragraph 10. A Relief Bus Driver who wishes to

reenter the selection process in this manner must apply in writing to the Director of

Transportation on or before May 15 preceding the start of a new school year.

e) Relief Bus Drivers will be allowed to bid on open routes. However, the Relief Bus Driver may

be required to remain in the Relief Bus Driver position until his/her replacement is hired.

f) Relief Bus Drivers will be afforded the same rights to bid on Summer School routes as are Bus

Drivers.

g) Relief Bus Drivers can choose to be in the field trip rotation. However, the Relief Bus Driver

recognizes that because of the requirement to keep overtime to a minimum, the opportunity for

field trip assignments is diminished.

h) Relief Bus Drivers may be used as coaches or to assist in training of new drivers. Relief Bus

Drivers will not be used in a supervisory capacity.

2. The Board and the Union will work together to resolve problems, if any, as the problems become

identified.

SECTION S - School Advisory Councils

1. The composition of and procedures for SRP, education support employees, membership on School

Advisory Councils (SACs) shall be in accordance with guidelines provided in the district manual

“Pasco County District School Advisory Councils.”

2. According to the provisions of Florida Statute 1001.452(1)(a), education support employee means

any person employed by a school who is not defined as instructional or administrative personnel and

whose duties require twenty (20) or more hours in a normal working week.

3. Upon the Union President's request, the Superintendent and/or his/her designee shall meet with the

Union President on mutually agreeable date(s) and time(s) for the purpose of facilitating the

communication of information regarding school accountability and improvement.

SECTION T - Miscellaneous

1. The SRP are essential persons in the educational process and shall be treated with dignity and

respect and provided working conditions that protect and promote their safety and health. The

professional welfare of SRP shall also be of concern to the Board to the extent such concern is

consistent with the Board’s primary organizational objectives.

a) Within the context of an appropriate setting, SRP shall be encouraged to provide input and

suggestions in matters pertaining to their job duties. The Board shall consider input and

suggestions by SRP and provide feedback. Further, the Board will make an effort to ensure SRP

have access to district communications through the district’s network.

b) Insofar as SRP are involved in disciplinary matters concerning students, administrators shall

support SRP in disciplinary matters in a manner consistent with the facts of each incident, the

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disciplinary record of the student involved, the provisions of the Code of Student Conduct, and

any other factors which have a bearing on the matter under consideration.

c) When implementing programmatic change, the Board shall make a conscientious effort to

provide an explanation of the change to affected SRP. Furthermore, the Board shall consider

SRP who are impacted by or expected to implement programmatic change when developing and

providing applicable staff development training opportunities.

d) When programmatic change will result in the elimination of SRP positions, the Board shall

provide an explanation of the change to the Union and affected SRP as soon as reasonably

possible. In such instances, the Board shall meet with the Union to discuss the impact of such

changes and any assistance that may be available to the affected SRP.

2. No SRP shall be required to attend staff meetings, parent-SRP conferences or other work related

activities during his/her off duty time without additional compensation.

3. All SRP assigned to work at more than one (1) worksite shall have one (1) worksite designated as a

home-base worksite. Such SRP shall receive their salary warrants at the home-base worksite.

4. All SRP assigned to work at more than one worksite on the same day shall be reimbursed for all

mileage between the home-base worksite and other assigned worksites at the rate established for the

payment of mileage. Travel time, as assigned, between worksites shall not be construed as

lunchtime.

5. No SRP shall be required, as a condition of employment, to participate in commercial solicitation

regarding noninstructional materials.

6. A SRP who works at a worksite on double session or extended-day schedule shall receive full pay

for a full day worked.

7. Following appointment by the Board, the SRP will be provided with the following: (a) duty hours

and work assignment, (b) copy of data sheet which will contain information on salary schedule

number, step placement, and pay rate, (c) copy of Education Supplemental Pay Plan, and (d)

opportunity for orientation to work area.

8. Normally, SRP shall not be required by the worksite supervisor or designee to transport student(s)

or equipment in his/her vehicle. However, at times the health or safety of a student may require that

a SRP provide transportation for a student. In that event, the Board shall reimburse the SRP at the

authorized rate for mileage and shall maintain excess insurance coverage for such activities. Also,

equipment required to perform the duties of a position shall be exempt from provisions of this

section.

9. No SRP shall be required to present evidence of health, including but not limited to health

certificates and tuberculosis skin test results, as a condition of continued employment except as

provided in Florida Statutes, State Board of Education rules, and applicable Department of

Education rules and regulations. The Board shall pay for all physical examinations required by law

if they are performed by physicians approved by the Board for this purpose. It shall be understood

that pre-employment physical examinations shall not be paid for by the Board. After extended

personal illness of ten (10) or more successive days, a SRP may be required to present a doctor's

statement testifying to the fitness of the SRP to resume the duties of the position held.

10. Any SRP who resigns from his/her position prior to the end of his/her normal work year shall be

released from employment by the Board without prejudice provided that said SRP has given notice

of such intent at least ten (10) calendar days prior to the termination date.

11. Upon request, a SRP shall receive a courtesy pass for regular season district athletic events which

will admit him/her free of charge.

12. The regular appointment date as a Transportation Assistant shall be used to determine the order for

route selection.

13. The substitute or regular appointment date (whichever is earlier) as a Bus Driver shall be used to

determine the order for route selection.

14. At the end of their first year, SRP who volunteered to work at an alternative school for disruptive

students shall have the right to return to their previous worksite position. If a SRP wishes to exercise

this right, he/she must notify his/her current and previous worksite supervisors and the district

Human Resources Department in writing of his/her intentions prior to April 1. Failure to make this

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notification will bar relief through the grievance process in the event another person has been

appointed to the previous worksite position for the next school year.

15. Administration of Medications and Medical Procedures

a) Medications and Routine Medical Procedures - SRP (other than Health Assistants, Senior

Child Care Assistants, or LPNs) shall not administer medication or perform routine medical

procedures as part of their daily work responsibilities, unless the SRP has volunteered and has

been authorized by the worksite or district/program supervisor. The SRP who administers

medication or performs routine medical procedures shall receive training by a licensed practical

nurse, a registered nurse, a licensed physician or a licensed physician assistant. Such training

shall be provided by the Board during the SRP's work hours.

b) Performance of Invasive Medical Procedures. LPNs shall perform invasive medical

procedures as part of their daily work responsibilities. Non-medical SRP are prohibited from

performing invasive medical procedures.

Personnel other than LPNs shall not be allowed to perform invasive medical services that require

special medical knowledge, nursing judgment, and nursing assessment. These procedures

(invasive medical services) include, but are not limited to:

1) sterile catheterization,

2) nasogastric tube feeding, or

3) cleaning and maintaining a tracheostomy and deep suctioning of a tracheostomy.

SRP (other than Health Assistants, Senior Child Care Assistants, or LPNs) shall not perform

health-related services as part of their daily work responsibilities, unless the SRP has

volunteered, has been authorized by the worksite or district/program supervisor, and has

successfully completed child-specific training by a licensed practical nurse, a registered nurse, a

licensed physician, or a licensed physician assistant. All procedures shall be monitored

periodically by the nurse. Those procedures include, but are not limited to:

1) clean intermittent catheterization,

2) gastrostomy tube feeding,

3) monitoring blood glucose or

4) administering emergency injectable medication.

For all other invasive medical services not listed above, a licensed practical nurse, a registered

nurse, a licensed physician, or a licensed physician assistant shall determine if non-medical school

personnel shall be allowed to perform such service.

16. Any SRP whose duties include the supervision or transportation of an ESE staffed student or a

student with a medical condition which may require special attention shall be notified as soon as

possible of the placement of such student under the SRP's supervision. Within thirty (30) days of

such notification, pertinent instruction/information regarding such students shall be available to the

SRP.

17. When a Facility and Maintenance Services employee is required to report first thing in the morning

to any worksite other than the Facility and Maintenance Services Department, he/she shall be

provided a district vehicle to drive home the preceding afternoon.

SECTION U – JOB SHARING

The Board and the Union recognize the need to allow increased flexibility in finding and successfully

completing college courses, as well as maintaining a family focus. The district shall provide a job

sharing program as follows:

Job sharing is the employment of two (2) SRP performing the duties and responsibilities of one

individual. Job sharing is not designed to be permanent part-time employment or to provide opportunity

for individuals to work for another employer.

Two (2) benefit earning SRP who wish to share one position must first request and obtain the approval

of their principal/supervisor. Upon approval of the principal/supervisor, the request for job sharing must

be sent to the Director of Employee Relations and the President of USEP by April 1 for approval. If

approved, two (2) SRP may participate in the job sharing program for the next school year. Upon

approval of the principal, the two (2) SRP may request to extend job sharing for additional years to a

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maximum of five (5) years. Each year, requests for extensions must be sent to the Director of Employee

Relations and the President of USEP by April 1 for approval. Job sharing will be approved in one-year

periods.

Reasons for a SRP requesting to job share may include the following:

a) Childcare.

b) Medical condition of the SRP or immediate family member. Immediate family shall mean husband,

wife, child, father, mother, brother, sister, or other close relative or member of his/her household.

c) Advanced study leading toward a higher degree.

d) College work leading toward certification in education.

e) Other stated reasons.

SRP approved for job sharing must agree to the following conditions of employment:

a) Each SRP must work one-half (1/2) day of the benefit earning position. The schedule of duties and

assignments shall be made by the principal/supervisor. Any changes must be approved by the

principal/supervisor.

b) Each SRP shall be credited with four (4) one-half (1/2) days of Sick Leave in proportion with the

hours of the position, at the end of the first month of employment each year and shall earn one-half

(1/2) day of Sick Leave each month thereafter. Sick Leave will be credited each pay period until the

yearly allotment is reached. Each SRP shall be allowed up to six (6) one-half (1/2) days of personal

leave. Such leave will not be cumulative and shall be deducted from accrued sick leave when used.

c) Each SRP in a vacation earning position shall earn vacation according to Article VIII, Section B-5.

d) Each SRP shall receive the appropriate contributions for the Florida Retirement System and social

security.

e) Each SRP will be paid as shown on the appropriate salary schedule.

f) For the purposes of seniority and credit on the salary schedule, assignments for each SRP will

constitute more than one-half of the school year thus entitling each SRP to one year of service.

g) One SRP will receive full benefits, health, and flexible benefits, as provided by the district. The

other SRP will sign a waiver of such benefits.

h) Should one of the two SRP job sharing have to vacate his/her position during the year due to

unavoidable circumstances, the remaining SRP will assume that position. However, in cases where a

replacement for the vacating job sharing SRP can be found who is approved by the

principal/supervisor, the Director of Employee Relations, and the President of USEP, the position

may continue as a job sharing position.

i) Upon return from an approved job sharing position of no more than one (1) year, a SRP shall be

placed in the same position held upon applying for said job sharing position if such position exists.

Any SRP who is hired for the purpose of replacing an individual who is job sharing will be notified

upon employment that employment is for the period of the job share and will sign a condition of

employment letter which states that they will be terminated at the end of the period. In the event the

SRP does not return from his/her job sharing position or extends the job sharing agreement beyond

one (1) year, the person occupying the position shall continue in the position.

j) If a job share is extended beyond one (1) year, upon completion of the job share one (1) of the two

(2) SRP will be laid off in accordance with Article VII, Section D, of the SRP Master Contract.

k) Other working conditions and benefits as stipulated in the SRP Master Contract may not be

applicable and subject to waiver based upon the needs of the students, school, or position. Such

waivers shall be agreed to by the Director of Employee Relations and the President of USEP.

SECTION V – MONITORING OF PRE-K STUDENTS ON BUSES

Beginning with the 2003-2004 school year all district prekindergarten students transported on district

school buses will be transported in a specified Child Safety Restraint System and each bus transporting

prekindergarten students will have a monitor on the bus.

The Board and Union agree to the following guidelines relative to the use of school based instructional

assistants/paraprofessionals for the bus monitoring function:

SRP Master Contract 2013-2014

1. Appropriate training will be provided.

2. When the monitoring assignment establishes a regular workday longer than what the SRP’s

regular workday was without the monitoring duties, the workday will be represented in quarter

hour increments, (7.25, 7.5, etc.)

3. Sick leave will be earned based on the SRP’s established regular workday.

4. Sick leave will be used according to the SRP’s established workday at the time of use.

5. The length of the SRP’s regular workday may change due to student ridership or a bus route

change.

6. Seniority will be considered when making monitor assignments.

7. SRP input will be considered when it is necessary to designate a pick-up or drop-off point for the

monitor other than his/her regular worksite.

8. Coverage for an absent monitor shall be provided by the Transportation Department whenever

feasible. Should the Transportation Department be unable to provide coverage then the school will

share in the responsibility for finding a replacement.

The Board and Union further agree to monitor the implementation of this program and to meet and discuss

any problems or issues that may arise.

END OF ARTICLE VII

ARTICLE VIII -- LEAVES OF ABSENCE

SECTION A - Rules Governing

1. Any SRP on approved leave shall retain seniority rights. No approved leave shall be considered a

break in service for any reason, but seniority shall not be accrued during that time except in the case

of Military Leave or the Union President's leave.

2. Any SRP on approved leave with pay shall be eligible for all benefits during the period of the leave

including but not limited to retirement and retention of employment status.

3. During any approved leave of absence, the SRP shall have the right to participate in all group fringe

benefit plans provided by the Board. In the event the leave is unpaid, the SRP shall be permitted to

make his/her own and the Board's regular contributions to all benefits requiring such contributions.

4. Any SRP on approved, extended leave who returns to the position held prior to going on leave

without a break in service shall be placed on the appropriate salary step upon return. If the SRP does

not return to the position held prior to going on leave or if there is a break in service, salary step

placement shall be governed by the rules in effect at the time of rehire. However, those SRP

returning from Military Leave within the time legally stipulated shall be advanced to the appropriate

position on the salary schedule as if they had been in actual service in the district.

5. a) Positions shall be held for SRP who are granted unpaid leave under the following conditions:

1) Unpaid Sick Leave not to exceed twenty (20) working days, and, if eligible for Health Leave,

the first ninety (90) days of such leave;

2) Child Rearing Leave for up to one-half (1/2) the work year of the SRP;

3) Military Leave for the period of time obligated to serve;

4) Education Leave for a period not to exceed one (1) year;

5) Civic Participation Leave for up to one (1) year at a time for a period not to exceed the term

of office;

6) Family and Medical Leave (FMLA Leave) for up to twelve (12) weeks;

7) Union President's and Union-designated leave as explained in Article III, Section A,

paragraphs 12, 13, 14 and 15;

8) Unpaid Personal Leave not to exceed nine (9) workdays for circumstances not covered by 1

through 7. In cases of documented family problems, household emergencies, and/or legal

business which necessitates the SRP being absent from work, an additional eleven (11) days

of unpaid Personal Leave may be granted. The supporting reasons for such additional unpaid

Personal Leave must be submitted in writing.

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b) Upon request, a SRP shall be granted any unpaid leave listed in Article VIII, Section C-Unpaid

Leaves under the provisions stated therein for which he/she qualifies for a period up to one year,

but his/her position shall not be held except for SRP who are granted Civic Participation Leave,

Education Leave, Military Leave, FMLA Leave, or Union President's and Union-designated

leave. Further, no extension of leave beyond one (1) year shall be granted except for Civic

Participation Leave, Military Leave, or Union President's and Union designated leave.

6. Positions shall not be held for SRP on extended, unpaid leave except as provided above, and it is

understood that the person returning from leave under these conditions shall be returned to the same

position held upon applying for such leave if the position exists. Persons hired to replace SRP who

are on extended, unpaid leave and whose position is being held will be notified prior to employment

that their appointment is only for the period of time that the SRP is on leave. In the event that the

SRP does not return from leave or extends his/her leave and no longer qualifies for the position to

be held, the person occupying the position shall continue in the position. Prior to recommending

approval of an extended, unpaid leave, the worksite supervisor shall inform the SRP in writing

whether or not his/her position will be held for the return of the SRP from leave. If the position will

not be held, the SRP will be terminated at the end of his/her leave. However, a SRP will be given

consideration for other positions for which he/she may be qualified when he/she is ready to return

from leave.

7. a) If a SRP has exhausted all paid leave and is still unable to work because of personal illness or

injury, he/she will be granted unpaid Sick Leave for a period not to exceed twenty (20)

additional workdays, and his/her position will be held. If the SRP is still unable to return to work

at that point, he/she shall be granted Health Leave under the provisions contained in Article VIII,

Section C-5. If the SRP is unable to return to work after the first ninety (90) days of Health

Leave, his/her position will no longer be held.

b) Unpaid leave granted under the provisions of Article VIII, Section C-7 a) 5), Family and

Medical Leave (FMLA), based on the serious health condition of the SRP, will be counted

toward the days available for unpaid Health Leave, and will be counted toward the ninety (90)

days of Health Leave in which a SRP's position will be held.

c) Should a SRP be granted FMLA Leave due to the SRP's serious health condition, and such leave

be granted beyond the first ninety (90) days of unpaid Health Leave, the SRP's position will be

held until the conclusion of his/her approved FMLA Leave. If the SRP is unable to return to

work after the conclusion of the approved FMLA Leave, his/her position will not be held.

8. A SRP who is absent without leave on a temporary basis shall not be subject to loss of pay and/or

subject to reprimand or dismissal if said absence is beyond the individual's control and the SRP is

unable to notify the worksite supervisor or designee and said SRP is eligible for paid leave during

his/her absence. Upon request by the worksite supervisor or designee, reasonable documentation, if

the situation permits, and/or explanation will be furnished by the SRP at the earliest possible time.

9. When a SRP receives an unpaid leave of absence after the beginning of the second semester that

extends to the end of the school year, the number of days remaining to be paid to the SRP shall be

divided by the number of days in the SRP regular payroll check to determine the number of pay

periods for which the school district will pay benefits except as provided for FMLA Leave.

10. When bus routes are picked at the beginning of the school year, a Bus Driver or Transportation

Assistant on extended leave for whom a position is not being held who wishes to return from leave

and is otherwise qualified to pick a route will be permitted to do so in regular seniority order

provided that a vacant Bus Driver or Transportation Assistant position exists at that time.

SECTION B - Paid Leaves

1. Sick Leave

a) Each SRP employed on a full-time basis shall be credited with four (4) days of Sick Leave at the

end of the first month of employment during each year of employment and shall earn one (1) day

of Sick Leave for each month of employment thereafter; such leave shall be credited as earned.

Sick Leave shall not be used prior to the time it is earned by the SRP.

b) The number of Sick Leave days earned during any one (1) year shall be equal to one (1) day for

each month of employment completed during the regular school year.

c) For the purpose of earning Sick Leave, positions in which the work year consists of up to 215

SRP Master Contract 2013-2014

days are ten (10) month positions; positions in which the work year is from 216–230 days are

eleven (11) month positions; and positions in which the work year is 231 days or more are

twelve (12) month positions.

d) SRP who work less than the full number of days in a position shall receive one (1) day of Sick

Leave for each period consisting of twenty (20) workdays. All fractions shall be rounded down

to the nearest whole number for the purposes of establishing the number of sick days earned.

e) A SRP employed for the Summer School session on a full-time basis will earn one (1) day of

paid Sick Leave for each full month of employment. A SRP employed for the Summer School

session on a part-time basis will earn one-half (1/2) day of paid Sick Leave per month. Sick

Leave earned during Summer School shall not be used for any purposes other than those

specified in Article VIII, Section B, 1, j).

f) The allotted Summer School sick days shall be accrued on a cumulative basis. Sick days earned

during the regular school year may be used during Summer School session.

g) Any SRP hired prior to July 1, 2013, who has accrued sick leave outside the district but in the

State of Florida shall be credited on a day-for-day basis with all accrued leave. Said leave shall

be credited in the same manner as sick leave earned within the district. Any SRP hired on or

after July 1, 2013, will not be credited for sick leave accrued outside of the district.

h) Sick Leave shall be cumulative from year to year. There shall be no limit placed upon number of

days a SRP may accrue.

i) Sick Leave hours accrued shall be reported on each salary warrant stub.

j) Sick Leave days may be used either for personal illness or emergencies as defined below:

1) personal illness of the SRP;

2) death or illness in the immediate family. Immediate family shall mean husband, wife, child,

father, mother, brother, sister, or other close relative or member of his/her household; or

3) extended illnesses and/or disability related to pregnancy if leave request is accompanied by a

physician's statement of disability.

k) SRP shall elect to have Sick Leave deducted in one hour, one half (1/2) day or one full day

increments. When possible, SRP should schedule sick leave to be used in one hour increments so

as not to affect student contact time. This paragraph will be effective October 1, 2013.

l) SRP must exhaust all paid Sick Leave before being permitted to take unpaid Sick Leave except

for absence because of injury/illness-in-line-of-duty. SRP may elect to use vacation days before

taking unpaid Sick Leave.

m) Transfer of Sick Leave to Family Member

1) Effective July 1, 2001, a SRP may transfer a minimum of one-half (1/2) day of his/her

accrued sick leave to his/her spouse, child, parent, or sibling who is employed by the district,

providing the recipient:

a. is absent for a qualifying reason as stated above in Article VIII, Section B, l, j),

b. has used all of his/her accumulated sick leave and vacation leave, and

c. is employed in a sick leave earning position.

2) Eligibility begins with the first day the SRP (recipient) is absent and has no accrued paid

days. Transferred days requested will be applied consecutively beginning on the first day of

eligibility. The request must be filed with the Department of Human Resources no later than

the last day of the next pay period immediately following the pay period in which the first

day of eligibility occurred.

3) Transferred days cannot:

a. be used intermittently during the extended absence,

b. be used for personal leave with pay,

c. be used for any “terminal value,” or

d. establish or continue eligibility for the Sick Leave Bank.

4) Transferred days will be returned to the donor if unused by the recipient.

5) Sick leave transferred under this provision may apply toward the number of required days

needed to meet the requirements for the withdrawal of days from the Sick Leave Bank.

SRP Master Contract 2013-2014

6) Any days transferred under this provision will be counted toward the SRP’s annual twelve

(12) week entitlement under the provisions of Article VIII, Section C, 7, a), Family and

Medical Leave, if applicable.

7) Sick leave days transferred under this provision will be paid at the rate of pay of the

recipient.

2. Injury/Illness-in-Line-of-Duty Leave

a) A SRP shall be entitled to Injury/Illness-in-Line-of-Duty (ILD) Leave not to exceed ten (10)

days during any school year because of personal injury received in the discharge of duty or

because of illness from any contagious or infectious disease contracted at work. Within three (3)

days after the submission of a properly completed first report of illness or injury by an employee,

the supervisor shall conduct an investigation and submit for administrative review a written

report with his/her findings. Copies of the first report of illness or injury and the supervisor's

report shall be furnished to the Union. Said administrative review shall be completed within two

(2) days of receipt of the supervisor's report. ILD Leave shall be granted only after investigation

and review.

b) If the nature or extent of the illness or injury prevents an employee from submitting the first

report of illness or injury, his/her supervisor shall submit the report on behalf of the employee.

c) In case of sickness or injury occurring under said circumstances, the Board may grant additional

leave.

d) No leave granted under this provision shall be charged to accrued Sick Leave.

e) A committee shall be authorized to investigate and approve reports of illness/injury-in-line-of-

duty, use of Injury/Illness-in-Line-of-Duty Leave, and make recommendations to improve safety

conditions, safety methods and practices, and the use of Workers' Compensation benefits. An

administrator with voting power shall chair this committee. In addition, the Board and the Union

shall name an equal number of voting members.

3. Personal Leave

a) A SRP shall be allowed up to six (6) days of Personal Leave at full compensation during each

year of employment. Such leave will not be cumulative and shall be deducted from accrued Sick

Leave when used. Such leave shall not be used for recreational purposes, and the SRP may be

required to give the reason for requesting leave to the worksite supervisor or designee. Said

reasons may include family problems, household emergencies, legal business, transportation

problems, or other stated reasons. When a SRP cites one of the four reasons stated above, no

additional explanation will be required.

b) On no more than five (5) occasions per year, Personal Leave charged to Sick Leave as defined in

paragraph 3 a) above may be granted in hourly units on an hour of leave for an hour of absence

basis provided that service to students is not interrupted.

c) A SRP may use one (1) day of the six (6) days of Personal Leave charged to Sick Leave to help

chaperone or act as an adult supervisor or monitor a school-related event in which the SRP's

child is participating. The SRP shall be required to specify that such leave will be used for this

purpose. The SRP shall apply for such leave at least five (5) days prior to such event or as soon

as possible after receiving notification of such event. Such leave may be used in half-day units

or as a full day. For Alternative School Bus Driver/Paraprofessionals, Bus Drivers, and

Transportation Assistants, tentative approval to use one (1) day of the six (6) days of Personal

Leave charged to Sick Leave for these purposes may be granted no later than the preceding day

and final approval no later than the start of the workday of the requested leave.

d) For those employees who are authorized to be employed beyond the regular school year in

Summer School, on one occasion during the period of Summer School, one (1) day (the number

of hours worked daily in Summer School) may be used as a personal day charged to Sick Leave

provided:

1) the employee has not used all six (6) personal days from the previous school year,

2) the employee has accrued a sufficient number of Sick Leave hours,

3) the nature of the absence is that of a family, household, legal, or transportation emergency,

and not that under which an employee has scheduling control,

SRP Master Contract 2013-2014

4) the reason for the absence is explained to the worksite supervisor or his/her designee.

4. Judicial Leave

a) A SRP absent from work shall be paid his/her regular salary by the Board provided:

1) he/she has been summoned and required to report to jury duty;

2) he/she has been issued a subpoena by an authorized agency and required to appear within the

state of Florida; or

3) he/she has been issued a subpoena by an authorized agency of the federal government and

required to appear.

b) Such time shall not be deducted from Sick Leave or Vacation Leave accumulations.

c) The SRP shall not be required to sign over to the Board any money received for such service.

d) These provisions are not applicable when the SRP is a primary party to legal action unrelated to

his/her employment.

5. Vacation Leave

a) SRP employed in a twelve (12) month position shall earn Vacation Leave at the following rate:

Proportion of Days of Leave Earned

Continuous Service During Pay Period (Biweekly)

Up through five (5) years .5

Six (6) through ten (10) years .625

Over ten (10) years .75

b) Continuous service shall be construed as employment with one (1) or more Florida state agencies

without a break in service.

c) Authorized leaves of absence shall be considered continuous service.

d) A SRP shall not earn vacation time while on an approved leave without pay nor shall the time on

such leave be credited toward years of experience.

e) A Florida state agency employee who terminates employment at any time other than the end of

his/her work year will be considered as having a break in service unless employed by another

Florida state agency within ten (10) days.

f) Consecutive employment in less than twelve (12) month positions will constitute continuous

service.

g) A SRP who terminates employment will receive a final payment of accrued Vacation Leave

based on hourly rate on the date of termination.

h) SRP who transfers from a vacation-earning position to a non-vacation-earning position must use

accrued vacation time within the work year if the transfer is effective at the beginning of a work

year or by the end of the next work year if the transfer is effective during a work year. If

vacation time is not taken within these time limits, it will be forfeited.

i) SRP shall be permitted to carry forward beyond June 30 of each year sixty (60) days of accrued

Vacation Leave.

j) As per Florida Statute 1012.65, terminal pay for accrued vacation leave may not exceed a

maximum of sixty (60) days.

k) Employees who retire under the Florida Retirement System (FRS) with full or reduced benefits

as provided by law and who receive a lump-sum payment of accrued vacation leave earned in

accordance with Article VIII, Section B-5 and who meet the participation requirements provided

in Article XI, Section G,1,g) of this Agreement, shall have said lump-sum payment of accrued

vacation leave paid into a Board-approved 401(a) Qualified Retirement Plan subject to annual

contribution limits and subject to the same fund withdrawal penalty reimbursement as provided

in Article XI, Section G,1,g) of the Agreement.

6. Sick Leave Bank

A Sick Leave Bank was established prior to the 1984-1985 school year for the purpose of providing

income protection to participating employees suffering personal illness or injury not otherwise

SRP Master Contract 2013-2014

compensated by the Board or Workers’ Compensation. Bargaining unit members holding Sick

Leave earning positions shall be eligible to participate in this Bank after one year of employment in

the district and accumulating at least four (4) days of unused Sick Leave.

a) To become a member, eligible employees shall contribute one day of Sick Leave to the Bank.

Enrollment for the Sick Leave Bank year (October 1 through September 30) shall be open from

the first workday in September through the last workday in September each year. Applications

for use of the Bank may be obtained from the bargaining unit member’s primary worksite.

b) Members of this Bank may receive paid Sick Leave days up to a maximum of one hundred (100)

days within a twelve (12) month period. The twelve (12) month period will start on the first date

that a member receives days from the Sick Leave Bank, and the member will be eligible to

receive up to one hundred (100) additional days starting on the anniversary date of the member

first receiving days from the Sick Leave Bank. The awarding of days is subject to the following

conditions:

1) The need must arise from the member’s own personal illness or injury. If the personal illness

or injury is catastrophic, a member may receive up to one hundred (100) days. If the personal

illness or injury is less than catastrophic, a member may receive up to thirty (30) days. In no

event may a member receive more than one hundred (100) days within a twelve (12) month

period from the Bank.

2) All accumulated personal Sick Leave must have been exhausted.

3) The member has been absent in either paid or unpaid leave status at least ten (10)

consecutive days or for ten (10) nonconsecutive days occurring within a ninety (90) day

period that are related to the same illness/injury as substantiated by proper medical

documentation. No member shall receive reimbursement from the Sick Leave Bank for any

unpaid days that fall within the ten (10) day eligibility period.

4) A statement must be completed by a licensed physician and/or a licensed mental health

professional describing the illness or injury.

5) The member must submit an application and the statement(s) completed by a licensed

physician and/or a licensed mental health professional to the Chairperson of the Sick Leave

Bank Committee, who will process the application and submit the member's application and

related documents to the Sick Leave Bank Committee.

6) If days from the Bank are granted, they may start no sooner than the first day following the

ten (10) consecutive days of absence as specified in paragraph 3) above.

c) In the event a member has a preexisting condition on the date of enrollment, there shall be a

ninety (90) day waiting period before eligibility based upon disability due to that particular

illness.

d) Any days granted from the Sick Leave Bank will be counted toward the SRP's annual twelve

(12) week entitlement under the provisions of Article VIII, Section C, 7, a), Family and Medical

Leave.

e) The Bank shall be deemed depleted when the balance reaches 1,200 hours. Participating

members shall contribute one additional day each time the Bank is depleted but not more than

once per year. Upon Bank depletion, each member shall be required to contribute one additional

day to remain a member.

1) If a member elects to withdraw from membership, he/she shall be removed from membership

and invited to reapply. In this case, initial membership requirements must be met.

2) If a member does not have one Sick Leave day to contribute, his/her membership shall be

suspended until he/she has earned one Sick Leave day to contribute.

f) An administrative committee shall administer the Bank according to applicable laws, policies,

and procedures. The composition of the committee shall be as follows:

1) the Superintendent or his/her designee;

2) one Transportation Department employee elected by Transportation Department employees;

3) one custodial employee elected by custodial employees;

4) one Food and Nutrition Services employee elected by Food and Nutrition Services

employees;

SRP Master Contract 2013-2014

5) one secretarial or clerical employee elected by secretarial or clerical employees;

6) one Facility and Maintenance Services Department employee elected by Facility and

Maintenance Services Department employees;

7) the Supervisor of Student Services responsible for School Nurses;

8) one paraprofessional employee elected by paraprofessional employees; and,

9) the President of the Union or his/her designee.

10) With the exception of the Superintendent or his/her designee, the Supervisor of Student

Services responsible for School Nurses, and the President of the Union or his/her designee,

only participating members of the Noninstructional and Administrators Sick Leave Bank

shall be eligible to serve on the committee to administer the Bank. Also, only participating

members of the Bank shall be eligible to vote for committee members.

Beginning with the 2001-2002 school year, the Board and the Union will mutually agree as

to the appropriate representation for each position title eligible for membership in the Sick

Leave Bank. Once a position title has been assigned to one of the categories of

Transportation Department, custodial, Food and Nutrition Services, clerical, Facility and

Maintenance Services Department, or paraprofessional, each employee in that position who

is a member of the Sick Leave Bank will be eligible to vote for the representative from that

category who serves on the Sick Leave Bank Committee.

g) The committee shall:

1) consider and approve/disapprove applications for withdrawal of days based on established

criteria.

2) define "catastrophic" and may develop other definitions, guidelines, and rules for the purpose

of administering the Bank.

3) investigate any alleged abuse and, upon a finding of wrongdoing, report such to the

Superintendent. If such wrongdoing is substantiated, the employee shall reimburse the

district for all wages and benefits paid to the employee.

4) be governed by rules established by the committee.

h) The committee shall function as follows:

1) the Assistant Superintendent for Administration or his/her designee shall be the chairperson.

The chairperson shall conduct meetings, initiate and receive all correspondence, and

generally administer the business of the committee. The chairperson will consider

recommendations from the committee prior to establishing regular meeting dates and times

for the year (including the summer months). A copy of the schedule shall be provided to each

committee member before the September meeting.

2) a vice-chairperson may be selected by the committee and may conduct meetings at the

request of the chairperson in his/her absence.

3) a quorum shall consist of four members plus the presiding officer.

4) the chairperson shall have no voting power except as a tiebreaker.

5) all members of the Bank shall be given an annual report on the status of the Bank.

6) the Superintendent and the Union shall be provided with a monthly report on the condition of

the Bank which will include:

a. The number of participating members.

b. The names of members requesting Sick Leave Bank days.

c. The number of hours expended and the number of hours remaining in the Sick Leave

Bank.

7. Sabbatical Leave

Subject to the following conditions, a SRP with seven (7) or more years of satisfactory continuous

service in the District School Board of Pasco County may be granted a Sabbatical Leave of absence

for a period not to exceed one (1) year for the purpose of completing a bachelor's or master's degree:

a) The equivalent of no more than one (1) SRP shall be placed on Sabbatical Leave during any

school year. Thus, the Superintendent may approve sabbatical leave for two (2) different SRP for

one semester each, during the same year.

SRP Master Contract 2013-2014

b) No SRP shall be eligible for this leave more than one time in each seven (7) year period.

c) To be eligible, a SRP must be enrolled in a bachelor's or master's degree program of a college or

university approved by a regional accrediting association such as the Southern Association of

Colleges and Schools (SACS), intend to take a full academic load, or enroll in his/her final

education internship, and have completed enough of the required work to be eligible to complete

the degree or the final education internship during the sabbatical period. Correspondence study,

even if it satisfies the conditions stated above, shall not qualify for this leave. If all work for the

degree or the final education internship is not completed prior to the first workday of his/her

employee classification after the expiration of the Sabbatical Leave or if the SRP requests

termination of the leave prior to the agreed-upon date, the SRP shall reimburse the Board within

one (1) year of the expiration or termination of the Sabbatical Leave for the full amount of the

leave plus eight percent (8%) interest. At the expiration of the leave and prior to returning to

work, the SRP must present written documentation to verify that the above conditions have been

satisfied. In the event all conditions have not been met, the SRP shall waive the right to return to

the position held prior to applying for leave and shall be terminated from employment at the

expiration of the leave.

d) Sabbatical Leave may be granted if satisfactory arrangements can be made for the smooth

operation of the school system.

e) SRP on Sabbatical Leave will be paid fifty-five percent (55%) of the salary which would

normally have been drawn during the time of the leave.

f) A SRP making application for his/her first Sabbatical Leave shall be given preference over one

who has been previously granted Sabbatical Leave. In the event more than one applicant meets

the criteria for Sabbatical Leave, the Superintendent shall select the SRP to receive the

sabbatical.

g) A SRP granted Sabbatical Leave is required to serve at least three (3) years in the district after

expiration of the leave. In the event such SRP should accept other employment instead of

working for Pasco County for the full three (3) years as specified above, he/she would be

required to reimburse the Board as follows:

1) Zero (0) years of return service - the full amount of the sabbatical.

2) One (1) year of return service - two-thirds (2/3) of the amount of the sabbatical.

3) Two (2) years of return service - one-third (1/3) of the amount of the sabbatical.

All moneys owed would be due within two (2) years of the last day of work of the employee.

Eight percent (8%) interest will be charged on the unpaid balance on the yearly anniversary of

the last day of work.

h) Application for Sabbatical Leave shall be filed with the Director of Employee Relations by April

i) Upon request, the Board shall provide the Union with a list of SRP who applied for Sabbatical

Leave and a list of SRP who have been granted Sabbatical Leave.

8. Military Leave

A SRP shall be entitled to paid Military Leave not to exceed seventeen (17) days during the work

year.

SECTION C - Unpaid Leaves

Positions shall be held for SRP who qualify for unpaid leave under the conditions as described in

Article VIII -- Leaves of Absence, Section A - Rules Governing, subparagraphs 5 and 6.

1. Child Rearing Leave

a) A leave of absence without pay for a period of up to one (1) year shall be granted for child

rearing. Said leave shall be granted in connection with childbirth, adoption, or death of the other

parent.

b) Requests for such leave shall be made in writing to the Office of the Superintendent at least

thirty (30) days, when possible, prior to the commencement of the leave.

c) The SRP’s position shall be held for up to one-half (1/2) the SRP’s work year.

d) Any days granted for the purpose of child rearing under the provisions of Article VIII, Section C

SRP Master Contract 2013-2014

7 a), 1), 2), or 3), Family and Medical Leave (FMLA), will be counted toward the one (1) year

that may be granted as Child Rearing Leave under this section.

2. Military Leave

a) All SRP drafted for military service or called to active duty with reserve components shall be

granted a leave of absence without pay for the period of time obligated to serve except as

provided in Section 115.07, Florida Statutes. A copy of the military orders shall be attached.

Effective July 1, 1987, the "annual period" referred to in Section 115.07, Florida Statutes, shall

be from July 1 through June 30.

b) The SRP’s position will be held for the time obligated to serve.

3. Education Leave

a) Upon request, a SRP with two (2) or more continuous years of service in the district may be

granted a leave of absence without pay for a period not to exceed one (1) year for the purpose of

furthering his/her formal education under the following conditions:

1) the SRP must complete at least fifteen (15) credit hours each semester or the equivalent

number of credit hours each quarter or the equivalent technical or trade credit while on leave;

2) the SRP must be enrolled as a degree-seeking student or equivalent technical or trade

certification;

3) the SRP must attend a college or university accredited by a regional accrediting association

or, in the case of a trade or technical school, an equivalent crediting association.

Completion of a final education internship will be considered the equivalent of completing

fifteen (15) credit hours for the purpose of satisfying the education leave requirements outline

above. Correspondence study, even if it satisfies the conditions stated above, shall not qualify for

this leave. In the case of a SRP attending a trade or technical school, the program in which the

SRP is enrolled must be one which, in the judgment of the Board, is perceived to be of benefit to

the district. At the expiration of the leave and prior to returning to work, the SRP must present

written documentation to verify that the above conditions have been satisfied. In the event all

conditions have not been met, the SRP shall waive the right to return to the position held prior to

applying for leave and shall be terminated from employment at the expiration of the leave. Such

leave shall not be granted more than once in any five (5) year period.

b) The SRP’s position will be held for a period not to exceed one (1) year.

4. Civic Participation Leave

a) Upon request, a SRP shall be granted Civic Participation Leave without pay.

b) Such leave includes, but is not limited to, the following: election or appointment to a

constitutional office in a federal, state, county, or municipal government or subdivision thereof.

c) The SRP shall notify the Board in writing of his/her intention of accepting such office or

assignment and shall keep the Board informed of his/her status at annual intervals thereafter.

Such leave shall be renewed yearly, upon application, for a period equal to the term of office to

which said SRP has been elected or appointed.

d) The SRP’s position shall be held for up to one (1) year at a time for a period not to exceed the

term of office.

5. Health Leave

a) Upon request, a SRP shall be granted a leave of absence without pay for up to one (1) year for

reasons of poor health as certified by a licensed medical physician. With the exception of FMLA

Leave, such leave shall not be granted more than once in any five (5) year period; however,

subsequent leave of up to one (1) additional year may be approved by the Superintendent or

his/her designee upon the employee documenting extenuating circumstances.

b) Unpaid leave granted under the provisions of Article VIII, Section C 7 a) 5), Family and Medical

Leave (FMLA), based on the serious health condition of the SRP, will be counted toward the

days available for Health Leave, and will be counted toward the ninety (90) days of Health

Leave in which a SRP's position will be held.

c) Positions shall be held for SRP who qualify for unpaid Health Leave for the first ninety (90)

days of such leave. However, should a SRP be granted FMLA Leave due to the SRP's serious

health condition, and such leave be granted beyond the stated provisions for Health Leave, the

SRP Master Contract 2013-2014

SRP's position will be held until his/her entitlement for FMLA Leave be exhausted.

6. Extended Personal Leave

a) Upon request, a SRP with two (2) or more continuous years of service in the district shall be

granted a leave of absence without pay for up to one (1) year for other reasons than those stated

in C 1, C 2, C 3, C 4, or C 5 provided that the primary purpose shall not be to engage in gainful

employment.

b) The reason for such request shall be stated in the application for leave.

c) The SRP’s position will not be held.

7. Family and Medical Leave Act (FMLA)

a) The Board will grant an eligible employee (as defined in subparagraph c) of this section up to a

total of twelve (12) weeks of leave in a twelve (12) month period (July 1 through June 30, as

defined in subparagraph b) of this section for one or more of the following reasons:

1) the birth of a child of the employee and care following the child's birth.

2) the adoption of a child by the employee including the events and process leading to adoption,

and care following the adoption.

3) the placement and/or care of a child in the foster care of the employee.

4) the care of a child, spouse or parent of the employee who has a serious health condition (as

defined in Part a) 5). For purposes of this paragraph: (a) the term "spouse" means a husband

or wife as defined or recognized under State law for purposes of marriage; (b) the term

"parent" means a biological parent or an individual who stands or stood in loco parentis to an

employee when the employee was a child – this term does not include parents "in law"; (c)

the terms "son" or "daughter" mean a biological, adopted, or foster child, a stepchild, a legal

ward, or a child of a person standing in loco parentis, who is either under age 18, or age 18

or older and incapable of self-care because of a mental or physical disability.

When an employee takes FMLA leave for the care of a child, spouse, or parent of the

employee which results in the death of such child, spouse, or parent of the employee, the

Board will provide unpaid leave and benefits for a maximum of five calendar days from the

date of the death of such child, spouse, or parent of the employee.

5) the treatment of a serious health condition which prevents the employee from performing

his/her job. A "serious health condition" means an illness, injury, impairment, or physical or

mental condition that involves:

a. any period of incapacity or treatment in connection with or consequent to in-patient care

(i.e., an overnight stay in a hospital, hospice, or residential medical care facility);

b. any period of incapacity requiring absence from work, school, or other regular daily

activities, of more than three (3) calendar days, that also involves continuing treatment by

(or under the supervision of) a health care provider; or

c. continuing treatment by (or under the supervision of) a health care provider for a chronic

or long-term health condition that is incurable or so serious that, if not treated, would

likely result in a period of incapacity of more than three (3) calendar days; or for prenatal

care.

Voluntary or cosmetic treatments which are not medically necessary are not "serious health

conditions" unless inpatient hospital care is required.

b) The twelve (12) month period for entitlement under this section will be measured from July 1

through June 30.

c) In order to be eligible, the employee must have been employed by the Board for at least one

year, and the employee must actually have received pay for 1,250 or more hours from the Board

during the twelve (12) month period immediately preceding the unpaid leave. Holidays, earned

Sick Leave, and vacation time for which the employee has been paid but has not worked shall be

included in the calculation of the 1,250 hours. Workers' Compensation, suspension with pay, and

Sabbatical Leave for which the employee has been paid will not be included in the calculation of

the 1,250 hours. Sick Leave Bank days for which the employee has been paid will not be

included in the calculation of the 1,250 hours. Should a SRP apply for FMLA Leave based on

the serious health condition of the SRP as described in subparagraph 7 a) 5), and such requested

SRP Master Contract 2013-2014

leave immediately follows Sick Leave Bank days which were granted for the SRP's serious

health condition, the twelve (12) month period in which the SRP received pay will be calculated

prior to the first day of approved Sick Leave Bank.

d) Leave, except for certain exceptions described in part e) for SRP employees, commences upon

the absence of the employee from work and ends on the day and time the employee reports back

to work.

e) Leave for the birth, adoption, or placement of a child with an employee as described in

subparagraphs 7 a) 1), a) 2), and a) 3), must conclude within one (1) year from the date of the

birth, adoption, or placement of the child.

f) Leave for the birth, adoption, or placement of a child with an employee as described in

subparagraphs 7 a) 1), a) 2), and a) 3), will be counted toward the one (1) year that may be

granted as Child Rearing Leave under Article VIII, C-1.

g) Leave for the serious health condition of the SRP as described in subparagraph 7 a) 5) will be

counted toward the days that may be granted as Health Leave under Article VIII, C-5.

h) Any Sick Leave Bank days granted during the year under the provisions of Article VIII, Section

B-6, will be counted toward the SRP's annual entitlement of up to twelve (12) weeks of FMLA

Leave.

i) The FMLA Leave mentioned in this section is subject to the following restrictions and

privileges:

1) An employee must first use all available earned paid Sick Leave before unpaid FMLA Leave

will be granted.

2) The employee will be restored to his/her former position unless the employee's position has

been affected by reduction in force and/or layoff.

3) The Board shall require materials documenting the reason for the leave before granting a

leave of absence under this section.

4) It is the responsibility of the employee to obtain the necessary documentation and to furnish

the documentation to the Board.

5) The Board may request verification of a medical condition for which leave has been granted

under this section at any reasonable interval, but not more often than once every thirty (30)

days, unless:

a. the employee requests an extension of leave;

b. circumstances described by the original documentation have changed significantly (i.e.,

the duration of the illness, the nature of the illness, complications); or

c. the employer receives information that casts doubt upon the continuing validity of the

documentation.

6) If the Board pays the employee contribution missed by the employee while on leave, the

employee will be required to reimburse the Board for delinquent payments (on a payroll

deduction schedule) upon return from leave. The employee will be required to sign a written

statement at the beginning of the leave period authorizing the payroll deduction for

delinquent payments.

7) An employee may continue coverage by continuing to pay the employee's portion of the

premiums, including dependent coverage, while on leave.

8) The employee must notify the Board as soon as practicable once the employee knows that a

leave will be needed. For a foreseeable leave, such as for birth, adoption, or planned medical

treatment, the employee must provide at least thirty (30) days notice to the Board. In all

cases, the employee must furnish a request to the Board on a form provided by the Board.

9) Prior to the employee's return to work from an employee disability, the employee shall

submit medical certification of the employee's fitness to return to work.

10) The Board retains the right to implement reasonable rules and regulations with regard to the

use of leaves of absence within the requirements of the FMLA. This includes but is not

limited to requiring a second opinion, at the Board's discretion, from a Board-paid doctor

with regard to a medical disability, and the use of forms for requests for leave, physician

documentation, and fitness to return to work.

SRP Master Contract 2013-2014

11) In the event that the Board exercises its right to a second medical opinion and the opinion

conflicts with the first doctor's opinion in the medical certification, then a third opinion may

be required by a Board-paid physician mutually agreed upon by the Board and employee.

This third opinion will be final and binding upon the Board and the employee.

j) Intermittent Leave or Reduced Leave

An eligible employee who is entitled to a twelve (12) week leave under the provisions of this

section may take that leave on an intermittent or reduced leave schedule in certain cases. An

intermittent leave schedule is one in which the employee may take the allowable leave

intermittently, or in blocks of days at a time, as needed. A reduced leave schedule is one in

which the employee's daily or weekly work hours are reduced, as needed. Leave will be granted

intermittently or on a reduced leave basis in the case of the serious health conditions of the

employee or of the child, spouse, or parent of the employee, provided that it is medically

necessary and that a certification from a physician is obtained.

The amount of Family and Medical Leave used where an employee takes leave intermittently or

on a reduced leave schedule will be determined in accordance with the applicable regulations of

the Family and Medical Leave Act of 1993, currently §825.205 of the Interim Regulations.

k) Effect of Leave on Board-Paid Benefits

During the period of leave governed by this section, the Board will pay the portion of the

insurance premium which it normally paid prior to the leave, such as major medical, surgical,

dental, vision, life, and flexible benefits. The cost of these benefits will be paid by the Board

based on the expectation that the employee will return to work following the approved FMLA

Leave. Return to work means that the employee must return to work for at least thirty (30)

calendar days following the conclusion of approved FMLA Leave or following the conclusion of

other approved leave which is granted under Article VIII and which is immediately subsequent

to the FMLA Leave. Non-contracted days during summer break, and unpaid holidays during

winter and spring break will not be used in calculating the thirty (30) calendar days. If an

employee does not return to work for the Board after FMLA Leave, the Board shall take

necessary steps to recover the Board's share of the health premium payments made on the

employee's behalf during a period of unpaid FMLA Leave unless:

1) the employee's position has been affected by reduction in force and/or layoff;

2) the employee has a continuation, recurrence, or onset of a serious health condition which

would entitle the employee to leave under FMLA; or

3) other circumstances beyond the employee's control. In cases where an employee does not

return to work and claims the reason to be "other circumstances beyond the employee's

control," the details regarding such circumstances will be reduced to writing and submitted

for review by the Board's designee responsible for FMLA Leave. The Board may require

additional documentation to support the employee's claim. The Board will use applicable

Federal Regulations and existing case law to determine whether the circumstances claimed

by the employee as resulting in the employee not being able to return to work were beyond

the employee's control.

l) The SRP’s position will be held.

8. Continuous Service Health Leave Benefits

a) The purpose of this provision is to extend certain insurance benefits to SRP who are not eligible

for those benefits under the Family and Medical Leave Act (FMLA) and subsequent language as

provided in Article VIII, Section C, paragraph 7 of the School Related Personnel Master

Contract because their work calendar(s) (days and hours) for the preceding twelve (12) months

does not equal 1250 hours or more as required for eligibility under FMLA, but who are eligible

for Health Leave under Article VIII, Section C, paragraph 5 of the School Related Personnel

Master Contract.

b) Specifically, for this purpose an eligible SRP is one who:

1) has completed ten (10) years of continuous employment by the Board;

2) is in an insurance benefit earning position;

3) during the twelve (12) month period preceding the unpaid health leave has been in a paid

SRP Master Contract 2013-2014

status for at least 95% of the SRP’s contracted hours. Holidays, earned sick leave, and

vacation time for which the employee has been paid but had not worked shall be included in

the calculation of the hours. Workers’ Compensation, suspension with pay, and Sabbatical

Leave for which the employee has been paid will not be included in the calculation of the

hours. Sick Leave Bank days for which the employee has been paid will not be included in

the calculation of the hours. Should a SRP apply for Health Leave and such requested leave

immediately follows Sick Leave Bank days which were granted for the SRP’s serious health

condition, the twelve (12) month period in which the SRP received pay will be calculated

prior to the first day of approved Sick Leave Bank; and

4) documents that Health Leave is required for the treatment of a serious health condition which

prevents the SRP from performing his/her job. A “serious health condition” means an illness,

injury, impairment, or physical or mental condition that involves:

a. any period of incapacity or treatment in connection with or consequent to in-patient care

(i.e., an overnight stay in a hospital, hospice, or residential medical care facility);

b. any period of incapacity requiring absence from work, school, or other regular daily

activities, of more than three calendar days, that also involves continuing treatment by (or

under the supervision of) a health care provider; or,

c. continuing treatment by (or under the supervision of) a health care provider for a chronic

or long-term health condition that is incurable or so serious that, if not treated, would

likely result in a period of incapacity of more than three calendar days; or for prenatal

care.

Voluntary or cosmetic treatments which are not medically necessary are not “serious health

conditions” unless in-patient hospital care is required.

c) The twelve (12) month period for entitlement of insurance benefits under this provision will be

measured from July 1 through June 30.

d) Any insurance benefits paid as a result of the approval of days by the Sick Leave Bank under the

provisions of Article VIII, Section B, paragraph 6, will be counted toward the SRP’s annual

entitlement of up to twelve (12) weeks of insurance benefits.

e) The receipt of insurance benefits as mentioned in this provision is subject to the following

restrictions and privileges:

1) The Board shall require the SRP to obtain and to furnish to the Board the necessary

documentation of a serious health condition as described in paragraph b) 4) b, and c of this

provision.

2) The Board may request that the SRP provide additional verification of a serious health

condition at any reasonable interval.

3) The Board retains the right to implement reasonable rules and regulations with regard to the

approval of benefits based on a claim of a serious health condition. This includes but is not

limited to requiring a second opinion, at the Board’s discretion, from a Board-paid doctor

with regard to a medical condition, and the use of forms for requests for leave, physician

documentation, and fitness to return to work.

4) In the event that the Board exercises its right to a second medical opinion and the opinion

conflicts with the first doctor’s opinion in the medical certification, then a third opinion may

be required by a Board-paid physician mutually agreed upon by the Board and SRP. This

third opinion will be final and binding upon the Board and the SRP.

5) Board-Paid Insurance Benefits

For SRP who are eligible for continuous service health leave benefits, the Board will pay the

portion of the insurance premium which it normally paid prior to the leave, such as major

medical, surgical, dental, life, and flexible benefits. The cost of these benefits will be paid by

the Board based on the expectation that the SRP will return to work following the approved

Health Leave. Return to work means that the SRP must return to work for at least thirty (30)

calendar days following the conclusion of approved Health Leave or following the

conclusion of other approved leave which is granted under Article VIII, and which is

immediately subsequent to the Health Leave. Noncontracted days during summer break and

SRP Master Contract 2013-2014

unpaid holidays during winter and spring break will not be used in calculating the thirty (30)

calendar days. If the SRP does not return to work for the Board after approved leave, the

Board shall take necessary steps to recover the Board’s share of the health premium

payments made on the SRP’s behalf during a period of unpaid Health Leave unless:

a. the SRP’s position has been affected by reduction in force and/or layoff,

b. the SRP has a continuation, recurrence, or onset of a serious health condition which

would entitle the SRP to additional health leave, or

c. other circumstances beyond the SRP’s control. In cases where an employee does not

return to work and claims the reason to be “other circumstances beyond the employee’s

control,” the details regarding such circumstances will be reduced to writing and

submitted for review by the Board’s designee responsible for approval of such leave.

The Board may require additional documentation to support the SRP’s claim. The Board

will determine whether the circumstances claimed by the SRP as resulting in the SRP not

being able to return to work were beyond the SRP’s control.

f) SRP are not entitled to more than twelve (12) weeks of combined leave in any year (July 1 to

June 30) under provisions of the FMLA and Continuous Service Health Leave Benefits.

END OF ARTICLE VIII

ARTICLE IX -- SAFETY AND HEALTH

SECTION A - Safety

1. The Board shall provide safe working conditions by complying with all applicable federal and state

laws and regulations and all Board policies pertaining to safety. SRP will comply with all applicable

federal and state laws and regulations and all Board policies pertaining to safety.

2. The Board shall indemnify and save harmless all SRP from any claim, demands, suits, and causes of

action of any kind whatsoever arising out of unsafe and/or hazardous conditions within the worksite.

3. If a SRP observes a condition which he/she considers to be creating a health or safety hazard, he/she

shall inform the administrator in charge of the facility where the condition is observed. As soon as

possible, the administrator or designee will investigate and correct the condition if warranted. Upon

completion of the investigation and request by the SRP, the administrator or designee will inform

the SRP of the outcome of the investigation and corrective action taken.

4. The Board shall provide SRP with appropriate training in the use of all equipment and machinery

required to be used in the performance of their duties and in all applicable federal and state laws and

regulations and all Board policies pertaining to safety. The Board shall not require any SRP to

perform tasks which endanger his/her safety, provided that this shall not be applicable in any

emergency circumstances where the safety of students warrants intervention by a SRP.

5. It shall be the Board's responsibility to provide special safety clothing required by federal or state

law or rule or Board policy.

6. The Board and Union recognize that situations may arise in which a SRP may use reasonable force

to protect himself/herself, students, or others from harm in accordance with the guidelines provided

in the Code of Student Conduct. Any SRP shall immediately report any instance involving the use

of physical force to protect himself/herself or another employee and/or student, or the restraining of

disruptive students, and any case of assault on or threat to the employee in connection with his/her

employment to the worksite supervisor or designee. If requested, the SRP shall give in detail the

circumstances thereof in writing.

7. Safety Promotion Program

a) District Safety Committee

1) The Union president or his/her designee shall be appointed as a member of the District

Safety Committee.

2) At least one (1) member of the District Safety Committee shall be a SRP.

3) When meetings are held during duty hours, SRP committee members will be released

without charge to Sick or Vacation Leave.

b) Worksite Safety Committee

SRP Master Contract 2013-2014

1) At least one (1) member of the Worksite Safety Committee shall be a SRP at the worksite

unless no SRP volunteer for service on the committee.

2) When meetings are held during duty hours, SRP committee members will be released

without charge to Sick or Vacation Leave.

SECTION B - Workers' Compensation

Any SRP employed by the Board and injured while performing his/her duty shall be protected as

provided by the Workers' Compensation Act.

1. Injury and Illness

a) In the event a SRP is injured in the discharge of duty and/or suffers from an illness arising out of

such injury and/or contracts an infection or disease resulting from student contact, said SRP shall

be entitled to Injury/Illness-in-Line-of-Duty Leave for a period not to exceed ten (10) days. In

addition, the Board may grant additional leave for such term as deemed appropriate.

b) During the course of absences under this section, the SRP shall receive an amount not to exceed

his/her normal compensation and shall be entitled to continue full benefits. In addition, payments

shall be made to SRP for damage to dentures, eyeglasses, prosthetic devices, and artificial limbs

when the damage results from an accident occurring in the normal course of employment.

c) When a SRP is absent from his/her working responsibilities as a result of any provision in this

section, there shall be no deduction made for Sick Leave allowance credited to such SRP.

2. Absence from work related to an injury/illness-in-the-line-of-duty during the school year in which

the ILD occurred shall not cause a SRP who is otherwise eligible and is drawing Workers'

Compensation benefits to lose credit for seniority, step increases, insurance benefits, or

contributions to the Florida Retirement System.

3. Any SRP who has any claim for compensation while absent under this section shall file a claim in

the manner prescribed in Section 1012.61(2)(b), Florida Statutes. The Board shall approve such

claims and authorize the payment thereof provided that the Board shall satisfy itself that the claim

correctly states the facts and that such claim is entitled to payment in accordance with the provisions

of this section.

4. When a SRP who is eligible for and receiving Workers' Compensation benefits is released to light or

modified duty, benefits to which the SRP is eligible under Chapter 440, Florida Statutes, shall be

paid while the Board seeks additional information regarding the medical condition, medical

limitations, and/or medical restrictions of the SRP, or while the Board determines the most

appropriate duty placement for the SRP.

SECTION C - Assault, Battery, or Threat Against a SRP; Disability or Death of a SRP

1. Any case of assault or battery upon or threat against a SRP in the performance of his/her duty shall

be promptly reported to the worksite supervisor. SRP who are involved in such cases shall not lose

regular salary and benefits for any time lost from their duties when their presence is required before

a judicial body. The Board shall provide legal counsel to advise the SRP of his/her rights and

obligations in respect to such assault or battery or threat and shall promptly render assistance

necessary to the SRP in connection with the handling of the incident by law enforcement and

judicial authorities.

In addition, any threat of personal injury or property damage made by a student toward a SRP shall

be assessed through the district’s Violence Intervention Procedures for Elementary or Secondary

Schools to determine the credibility of such threat. When administration has been notified properly

the student shall not have direct contact with the SRP during school hours or on school property

until the threat assessment is concluded and the SRP is notified of the results. If the threat is made

by a person not under the jurisdiction of the school board, the SRP will not be required to meet with

that person until the matter has been investigated and documented by the worksite supervisor and

the SRP has been notified of the results of that investigation. The SRP has the right to have an

administrator present at any future meetings with the person making the threat.

2. Any student found to have committed assault or battery against a SRP will be subjected to

disciplinary action as provided in the Code of Student Conduct.

3. Compensation for death or disability shall be paid in accordance with the provisions of the Workers'

Compensation Law.

SRP Master Contract 2013-2014

SECTION D - Personal Property

1. The Board shall establish an account for the purpose of reimbursement to any SRP upon proof of

claim for clothing and/or personal property destroyed or damaged as a result of any assault or

vandalism upon said SRP in the course of fulfilling his/her employment responsibilities or from any

act by the SRP for the purpose of preventing injury to persons or damage to property located on the

worksite during any worksite-related activity. The reimbursement of damaged or vandalized

personal property (other than motor vehicles) is limited to those items that the SRP uses to perform

his/her job and/or duty responsibilities. Theft of cash or any other personal property is not covered

by this provision. No claim covered under other provisions of this Agreement shall be paid from this

account.

2. In order to provide for the reimbursement of personal property under this Section, the Board shall

budget a sum of $2,000.00 for each year. If any portion of this account is not expended in any year

of this Agreement, an amount equal to the unexpended sum shall be budgeted in addition to a sum

of $2,000.00 for the following year.

3. If said clothing and/or personal property is insured, the SRP must submit a claim to the appropriate

insurance company. In the event of full reimbursement for such claim, the Board shall make no

payment. If the insurance company reimburses all but the deductible amount specified in the SRP's

policy, the Board will pay an amount equal to the deductible amount not to exceed $500.00. If the

claim is for less than the deductible amount specified or the clothing or personal property is not

insured, the Board will pay an amount equal to the current value of the property not to exceed

$500.00. In determining the current value of personal property, factors such as the age, condition,

and current replacement cost of the personal property will be considered by the Board.

4. In order to receive reimbursement, the SRP must report the damage to the worksite supervisor as

soon as possible and complete the Comprehensive Accident/Injury/Loss form and submit it to the

worksite supervisor.

5. After review of the initial request for reimbursement, the Board may require additional information

and/or documentation related to the request, including a second estimate if the reported damage is to

the SRP's personal vehicle. After review of the submitted information, the Board will provide to the

SRP a written statement as to whether the request for reimbursement has been approved. If the

request for reimbursement is approved, the Board will state in writing that the request was approved,

and state with particularity and limitation(s) on the amount which may apply to the request. If the

request is not approved, the Board will state in writing the reason(s) why the request for

reimbursement was not approved. In cases which involve personal property other than motor

vehicles, the Board may require that the damaged property be submitted to the Board's

representative before the Board authorizes reimbursement to a SRP for the replacement and/or

compensation for the value of damaged property.

6. In the event the claim is for vandalism to the SRP's personal vehicle, a copy of his/her automobile

insurance policy declaration page and an estimate for repair must be included with the

Comprehensive Accident/Injury/Loss form.

7. Payment of the claim is subject to approval by the USEP President and the Director of Employee

Relations.

SECTION E - Liability

The Board agrees to maintain liability coverage of not less than that currently in force as stipulated in

the agreement(s) with Arthur J. Gallagher and Company and pertinent insurance carriers for the

duration of this Agreement. Any SRP who has any claim under provisions of said policy may file such

claim with the Board. The Board shall process all claims filed in accordance with this section provided

that the claim falls within the incidents covered under such policy.

END OF ARTICLE IX

ARTICLE X -- SUMMER SCHOOL

SECTION A - Filling of Positions

1. Announcements of Summer School dates and tentative positions will be posted in each worksite in

SRP Master Contract 2013-2014

the district and in the district office and given to the Union immediately after noninstructional

positions for Summer School are approved by the Board.

2. Summer School assignments shall be voluntary. Any SRP choosing not to accept such assignments

shall not be penalized.

3. When filling Summer School SRP positions, SRP within the bargaining unit shall be given priority

over other applicants.

4. A SRP who is selected to work during Summer School shall be informed by the worksite

supervisor of the Summer School position to which the SRP will be assigned, days and hours to be

worked, hourly rate of pay, and scheduled pay dates as early as possible but no later than the last

day of student attendance.

SECTION B - Compensation and Contingencies

SRP authorized to work in Summer School shall be paid at the rates established in Addendum A of this

Agreement, and the Board will make the normal contributions for Social Security and State retirement.

The Board will notify the Union of the Summer School pay dates, along with the number of days to be

paid in each check, no later than the last working day for SRP in the current school year.

END OF ARTICLE X

ARTICLE XI -- SALARY AND SCHOOL RELATED PERSONNEL WELFARE

SECTION A - Salary Schedule and Remunerations

1. The regular salary schedules, attached as Addendum A, shall be adhered to for all SRP for the 2013-

2014 school year.

2. Placement on the salary schedules, entitled Addendum A, shall follow the rules attached to and

included in the schedules.

3. Mileage shall be reimbursed at the standard rate established by the District School Board of Pasco

County but shall not be at a lesser rate than allowed by the State Department of Education rules and

regulations in effect at the time the mileage was accrued.

4. A SRP whose regular schedule extends beyond 5:00 p.m. shall be paid in addition to his/her regular

pay rate, a shift differential for each hour worked after 5:00 p.m. The current shift differential shall

be thirty-five (35) cents per hour. The shift differential will be paid for applicable periods of the

following types of paid duty leave: Injury/Illness-in-Line of Duty, Judicial, Military, Personal, Sick,

and Vacation.

5. SRP substituting for an absent teacher for at least one-half (1/2) the teacher workday shall be paid

his/her regular hourly rate plus a $2.00 per hour differential or the regular substitute rate of pay for

that position, whichever is greater.

6. Payroll statements shall contain gross salary for each pay period, an itemized accounting of payroll

deductions/reductions made during each pay period, net salary figures per pay period, accrued Sick

Leave, and accrued vacation time.

7. The Board agrees to provide each SRP with his/her W-2 form in a sealed envelope on or before

January 31.

8. All Board-approved payroll deductions/reductions authorized by the SRP shall be made by the

Board at no cost to said SRP. Such deductions/reductions shall be remitted to the proper agencies

within five (5) days after the payroll date in which the deduction/reductions are made.

9. Underpayment and Overpayment

a. In the event any SRP feels that he/she has been underpaid, the procedures shall be as follows:

1) Said SRP shall notify in writing the Superintendent or his/her designee of alleged

underpayment and the supporting reasons for the allegation.

2) The Superintendent or his/her designee shall investigate the above allegation and notify the

SRP in writing, providing an explanation and/or verification of the allegation within ten (10)

days of the complaint.

3) In the event that an underpayment has been verified, the SRP shall receive the full amount of

underpayment in the salary warrant issued for the pay period immediately following the pay

SRP Master Contract 2013-2014

period in which the verification occurs.

4) Retroactivity for underpayment shall be limited to the current year and the year immediately

preceding the one in which the allegation of underpayment is made.

b. In the event an underpayment is discovered as a result of something other than an allegation by a

SRP, the procedures shall be as follows:

1) The SRP shall receive the full amount of underpayment in the salary warrant issued for the

pay period immediately following the pay period in which the underpayment is determined

and verified.

2) Retroactivity for underpayment shall be limited to the current year and the year immediately

preceding the one in which the identification of underpayment is made.

c. In the event any SRP is overpaid by the Board, the following procedure shall be in effect:

1) Notification of said overpayment shall be provided in writing to the SRP. Said notification

shall contain the supporting reasons for and dates of overpayment.

2) The SRP shall reimburse the Board the full amount of verified overpayment on a basis

mutually agreeable to the SRP and the Superintendent or his/her designee. Said repayment

shall not extend beyond the oncoming fiscal year.

3) Retroactivity for overpayment shall be limited to the current year and the year immediately

preceding the one in which the overpayment is identified.

10. Effective January 1, 2014, the Board will no longer print paper payroll checks.

11. The Board shall make provisions upon request and approval by any employee to deposit his/her

paycheck directly to the Suncoast Schools Federal Credit Union or to any other financial institution

associated with the Automated Clearing House Bank Program. The Board will also provide

employees with the option of depositing his/her paycheck to a payroll card, also known as a “pay

card,” with a financial institution associated with the Automated Clearing House Bank Program.

The Board shall seek to identify a “no fee” pay card provider(s) for employees to utilize. Such funds

will be transmitted for deposit no later than 4:00 p.m. on the day preceding each payday and will be

credited for withdrawal in accordance with the procedure established by the Credit Union and/or the

approved financial institution receiving the employee’s payroll transfer.

SECTION B - Fringe Benefits

1. The Board agrees to contribute an annual rate of no more than $6,036.36 toward the cost of the

benefits package for the 2014 insurance plan year.

a. An alternative Health Opt-Out program will be provided for bargaining unit members who

declare that they have health coverage through another provider and who do not choose one of

the Board-approved health plans. The amount paid to opt-out program participants will be

$1,200.00 per year.

b. SRP Retiree Health Opt-Out Program: Effective January 1, 2004, the Board implemented a

Retiree Health Opt-Out Program for those retirees who are eligible for district-paid group

health insurance in accordance with Article XI, Section F-1 and 2 of SRP Master Contract and

who are enrolled in a comparable major medical health insurance plan through another carrier.

1) When a retiree enrolls in the Retiree Health Opt-Out Program, the Board will pay the

retiree the amount being paid to active employees who are participating in the opt-out

program. Such amount is subject to federal income tax. An annual payment for the

number of months the retiree participates in the Retiree Health Opt-Out Program will be

issued in a lump sum in December of the plan year or upon termination of eligibility,

whichever occurs first. A participant in the Retiree Health Opt-Out Program will not be

required to contribute to the board his/her FRS Health Insurance Subsidy.

2) A participant in the Retiree Health Opt-Out Program may reenroll in the district-paid group

health insurance plan only if he/she is no longer covered by another major medical health

insurance plan. Within thirty (30) calendar days following the date of

cancellation/termination of the other major medical health insurance plan, the retiree

wishing to reenroll in district-paid group health insurance plan must submit to the district’s

department of Employee Benefits, Assistance, and Risk Management (EBARM) a written

request to reenroll, completed application forms, and a letter from the previous major

SRP Master Contract 2013-2014

medical carrier or employer stating date of cancellation/termination of coverage. The letter

must be on letterhead from the major medical carrier or employer, include the

cancellation/termination date of coverage, and signature of the benefit administrator of the

major medical carrier or employer. The effective date of coverage of the district-paid

group health insurance coverage will be the first day of the month following the submission

of the written request, application, and related documents. The district does not guarantee

continuous health coverage.

3) A retiree who fails to reenroll in the district-paid group health insurance plan in accordance

with the timelines set forth in the above paragraph will remain in the Retiree Health Opt-

Out Program until Medicare eligible or may elect to reenroll in the Board’s retiree

healthcare plan during the next regularly scheduled open enrollment for benefits to be

effective January 1 of the following calendar year.

2. It is agreed that the Board and the Union shall appoint an Insurance Committee consisting of six (6)

members, three (3) representing the Board and three (3) representing the Union, for the purpose of

reviewing rates and investigating and recommending coverages to the Board and the Union for the

purpose of negotiating the aforementioned insurance in subsequent years. The Committee shall meet

no later than April 1 of each year.

3. Eligibility

a) Bus Drivers, and Transportation Assistants who work four (4) hours or more per day or twenty

(20) hours or more in each normal working week for ninety (90) days or more per year shall be

eligible for insurance benefits to the same extent as full-time SRP. If a Bus Driver or

Transportation Assistant works enough hours to receive insurance benefits at any time during the

school year, he/she will retain insurance benefits for the remainder of the school year even if

his/her hours drop below the minimum required for coverage unless he/she volunteers to have

his/her hours reduced below the number of hours required to earn benefits.

b) Food and Nutrition Services employees who work five (5) hours or more per day or twenty-five

(25) hours or more in each normal working week for ninety (90) days or more per year shall be

eligible for insurance benefits to the same extent as full-time SRP. Food and Nutrition Services

employees eligible for insurance benefits contracted as of November 1, 1996 shall continue to

receive insurance benefits until such time as their employment with the district is terminated

unless such employees volunteer to have their hours reduced below four (4) hours. If a Food and

Nutrition Services Assistant who becomes eligible to receive insurance benefits on or after

November 1, 1996 works enough hours to receive insurance benefits at any time during the

school year, he/she will retain insurance benefits for the remainder of the school year unless

he/she volunteers to have his/her hours reduced below the number of hours required to earn

benefits.

c) All other SRP who work six (6) hours or more per day or thirty (30) hours or more in each

normal working week for ninety (90) days or more per year shall be eligible for insurance

benefits to the same extent as full-time SRP. SRP eligible for insurance benefits on November

19, 1987 shall continue to receive insurance benefits as long as they maintain current eligibility

until such time as their employment with the district is terminated. If a SRP earning insurance

benefits on November 19, 1987 drops below the work hours necessary to earn insurance benefits,

he/she will retain insurance benefits for the remainder of the school year unless he/she volunteers

to have his/her hours reduced below the number of hours required to earn benefits. When the

SRP’s hours are increased to at least four (4) hours, he/she again would earn insurance benefits.

4. Insurance benefits are effective the first day of the month following the SRP’s completion of one

calendar month of employment in a benefit earning position. If dependent coverage is desired, it

must carry the same effective date as employee coverage.

5. All SRP shall be given the option of choosing dependent coverage, and the cost of such coverage

which exceeds the individual premium cost shall be deducted, upon authorization, from said SRP’s

salary warrant. The rates for dependent coverage shall be provided to the Union prior to the annual

open enrollment period and to the bargaining unit members on the first day of the annual open

enrollment period.

6. The open enrollment for insurance benefits shall be a minimum of thirty (30) days during the period

SRP Master Contract 2013-2014

this activity was accomplished during the 1987-88 fiscal year. A change in this period in subsequent

years may be made with the mutual consent of the Board and the Union.

7. Any SRP whose dependent status changes who wishes to add or delete dependent coverage after the

enrollment period shall be restricted only by the provisions as stated in the Benefit

Enrollment/Change Form (MIS #161).

SECTION C - Payroll Deduction for Additional Benefits

1. The parties agree that the Union will be provided with two (2) payroll deduction slots in addition to

the dues deduction slot. These slots will be used for Union-designated programs to include but not

be limited to purchasing additional insurance, annuity, or other related benefits; voluntary Political

Action Committee (PAC) donations; or other Union-sponsored voluntary deduction programs for

bargaining unit members.

2. The Union agrees to reimburse the Board for any actual start-up programming costs incurred which

are normally charged to other groups who benefit from payroll deduction services.

3. A single payment will be remitted after each pay period to a depository designated by the Union for

each of the two (2) additional payroll deduction slots.

SECTION D - Early Retirement Monthly Benefit

1. Effective January 1, 1997, the Board shall provide an early retirement benefit for all SRP who:

a) are fifty (50) years of age or older at the time of retirement,

b) have twenty-five (25) or more years of creditable FRS service,

c) have reached the final step on his/her salary schedule,

d) have completed twelve (12) years of Pasco service, the last ten (10) of which must be Pasco

continuous service, and

e) have retired under the Florida Retirement System (FRS) Defined Benefit Plan (Pension Plan) or

who retires with any vested benefit in the Defined Benefit Plan (Pension Plan).

Qualifying SRP who choose to retire early on or after July 1, 2001, will receive the early retirement

benefit in accordance with the following:

f) SRP who are at least fifty (50) years of age but less than fifty-five (55) years of age at the time

of early retirement will receive an amount equal to thirty-five percent (35%) of the unreduced

FRS retirement benefit. The unreduced FRS retirement benefit is calculated using the premise of

the SRP being sixty-two (62) years of age at the time of retirement.

g) SRP who are at least fifty-five (55) years of age but less than sixty-two (62) years of age at the

time of early retirement will receive an amount equal to one-hundred percent (100%) of the

difference between the unreduced FRS benefit and the reduced FRS early retirement benefit.

At the time of early retirement, if the early retirement monthly benefit described in f) or g) above

has a single sum value (present value) of less than five thousand dollars ($5,000) as of the date the

early retirement monthly benefit is first effective, then the Board will provide a one-time lump sum

payment equal to the single sum value (present value) of the early retirement monthly benefit.

In lieu of the benefits described in f) and g) above, any eligible SRP choosing to retire early and

who has out-of-state service, or any other qualifying service, and is eligible to purchase such service

according to FRS rules and regulations, the Board may purchase such service if the purchase of such

service would total thirty (30) years and enable the employee to full retirement under FRS. It is

clearly understood that the Board shall provide the monthly benefit or purchase out-of-state service,

or any other qualifying service, whichever is more economical for the Board.

2. This provision shall not prohibit the Board from paying additional retirement bonuses provided for

in this Agreement or future bonuses agreed to by the Board and the Union.

3. No employee shall be required by the Board to take advantage of the provisions of this article.

4. If an employee chooses one of these aforementioned early retirement options, the Board will have

no further obligation toward his/her retirement benefits.

5. SRP who select one of these aforementioned early retirement options are required to retire from the

Florida Retirement System (FRS) and terminate their employment with the district. Therefore, such

SRP are not eligible to participate in the Deferred Retirement Option Program (DROP) as the DROP

requires a SRP to retire from the FRS yet continue to work within the district.

SRP Master Contract 2013-2014

SECTION E - Deferred Retirement Option Program (DROP)

1. Effective July 1, 1998, employees who qualify for the Deferred Retirement Option Program

(DROP) may elect to participate in that program as provided by the procedures set forth by the

district and by Florida Statute 121.091. An employee’s salary, benefits, terms, and conditions of

employment as specified in this Agreement will remain in full force during the employee’s

participation in DROP. An employee can void his/her DROP participation at the DROP termination

date, re-enroll in FRS, and continue in his/her current position in the district, by making such

request in writing to the Board at least thirty (30) calendar days prior to his/her original DROP

termination. An employee may resign his/her employment with the Board and terminate his/her

participation in DROP prior to the original DROP termination date by submitting an amended

resignation to the Board.

2. Employees who elect to enter DROP and who elect to receive a lump-sum payment of accrued

vacation (annual) leave earned in accordance with Article VIII, Section B-5 of the SRP Master

Contract upon beginning participation in DROP, shall have said lump-sum payment paid into a

Board-approved 401(a) Qualified Retirement Plan and/or an Employer Paid 403(b) Plan subject to

annual contribution limits. Employees who receive a lump-sum payment of accrued vacation

(annual) leave upon termination of DROP and termination of employment shall have said lump-sum

payment paid into a Board-approved 401(a) Qualified Retirement Plan and/or an Employer Paid

403(b) Plan subject to annual contribution limits.

3. Effective July 1, 1999, employees who enter the Deferred Retirement Option Program (DROP) and

are eligible for one hundred percent (100%) of their accumulated terminal sick leave in accordance

with the Meritorious Attendance Incentive Pay Program, Article XI, Section G of the SRP Master

Contract, shall have their accumulated terminal sick leave paid into a Board-approved 401(a)

Qualified Retirement Plan and/or an Employer Paid 403(b) Plan subject to annual contribution

limits and according to the following.

4. The initial payment will be made on June 30 following the employee’s DROP effective date.

Subsequent payments shall be made each June 30

following the employee’s DROP effective date

anniversary.

Maximum Percentage of Accumulated

Payment Payment Date Terminal Sick Leave Days

1 June 30 23.3%

2 June 30 25.6%

3 June 30 36.0%

4 June 30 50.8%

5 June 30 86.1%

6 Upon Separation 100.0%

5. The rate of pay used to calculate the amount to be placed in the 401(a) Qualified Retirement Plan

and/or an Employer Paid 403(b) Plan shall be the employee’s rate of pay upon entering DROP or

the employee’s rate of pay on each payment date. The employee must elect the rate of pay option

upon entering DROP. The rate of pay used for the Employer Paid 403(b) Plan is the same rate of

pay used in the 401(a) Qualified Retirement Plan.

6. The 401(a) Qualified Retirement Plan and the Employer Paid 403(b) Plan allows participating

employees to defer federal income tax and permanently avoid the payment of Social Security tax

and Medicare tax on eligible plan contributions.

7. Employees/DROP participants do not have access to these funds until after they terminate their

employment.

8. Employees of the Board who enter the Deferred Retirement Option Program (DROP) remain

eligible for Sick Leave Bank participation. However, terminal sick leave days that have been paid

to the Board-approved 401(a) Qualified Retirement Plan and/or an Employer Paid 403(b) Plan shall

be treated as if those days still remain in the employee’s accumulated terminal sick leave balance

when determining commencement of sick leave bank benefits, so long as the employee has met the

requirements of the sick leave bank appropriate to his/her bargaining unit contract.

SRP Master Contract 2013-2014

Fund Withdrawal: Employees under fifty-five years of age

9. All participating employees who are under fifty-five (55) years of age at the time of termination and

choose at the time of termination to take a cash distribution in the amount of one hundred percent

(100%) of their respective balance from the Board-approved 401(a) Qualified Retirement Plan and

and/or an Employer Paid 403(b) Plan are assessed a ten percent (10%) withdrawal penalty, shall be

reimbursed 2.35% of the withdrawal by the Board. This reimbursement is an amount equal to the

difference between the ten percent (10%) withdrawal penalty and the current Social Security and

Medicare combined tax contribution rate of 7.65%. If the withdrawal penalty and/or Social Security

and Medicare tax rates change, the Board and Union agree to renegotiate the reimbursement rate. If

a fee is charged to process the IRS 1099 form, the Board will reimburse these same employees the

one-time administrative fee.

10. Upon separation of service or a June 30 payment of accumulated sick leave and maximizing the

401(a) Qualified Retirement Plan contribution, any remaining terminal pay for accrued sick leave or

vacation leave, subject to Board and State limitations, will be deposited in an Employer Paid 403(b)

Plan. The Employer Paid 403(b) Plan is similar to the 401(a) Qualified Retirement Plan except for

contribution limits.

SECTION F - Retiree Health Care Premium

1. For SRP who retire after January 1, 1997, and who were eligible for insurance benefits at the time of

retirement, the Board agrees to contribute the same amount toward the retiree’s health premium

each year as it does toward the premium of a regular employee. The contribution will begin upon

retirement and continue until the retiree is eligible to receive Medicare benefits.

2. This contribution is contingent upon the retiree meeting all of the following conditions:

a) thirty (30) years of service under the FRS or at least twenty-five (25) years of service under the

FRS and is at least age fifty (50) at retirement;

b) at least twenty (20) years of service in the Pasco district;

c) contributes his/her Health Insurance Subsidy received from the State of Florida toward the cost

of the medical premium; and,

d) continues to participate in a Board-sponsored health plan after his/her retirement.

3. Effective July 1, 2000, if a SRP retires as a result of full disability, funds from the insurance fund’s

retained earnings will be used to contribute the same amount toward the retiree's health premium

(medical, dental, and vision) each year as the Board does toward the premium of a regular

employee. The contribution will begin upon retirement and continue until the retiree receives

Medicare benefits or until twenty-four (24) months have elapsed from the date of retirement,

whichever comes first.

This condition is contingent upon the retiree meeting all of the following conditions:

a) the SRP must have completed at least ten (10) years of creditable service under the Florida

Retirement System (FRS);

b) the SRP must have completed at least ten (10) years of service in the district;

c) the SRP must be approved for full disability retirement under the FRS and have provided the

district with proof of application for full disability retirement under the Social Security

Administration;

d) the SRP must contribute his/her Health Insurance Subsidy received from the State of Florida

toward the cost of the health premium; and,

e) continues to participate in a Board-sponsored health plan after his/her retirement.

4. Any employee hired on or after January 1, 2014, will not be eligible for the benefits provided for in

this section. Any employee hired prior to January 1, 2014, will continue to be eligible for the

benefits provided for in this section.

SECTION G - Meritorious Attendance Incentive Pay

1. Retirement Incentives

The District School Board of Pasco County will provide meritorious attendance incentive pay to

members of the bargaining unit at normal retirement (retirement under any established retirement

plan with full or reduced benefits as provided by law) or to the bargaining unit member’s

SRP Master Contract 2013-2014

beneficiaries if service is terminated by death. Meritorious attendance incentive pay shall be

determined as follows:

a) During the first three (3) years of service in a Florida school district, the daily rate of pay

multiplied by 35 percent (35%) times the number of days of accumulated Sick Leave credited

with the District School Board of Pasco County.

b) During the next three (3) years of service in a Florida school district, the daily rate of pay

multiplied by 40 percent (40%) times the number of days of accumulated Sick Leave credited

with the District School Board of Pasco County.

c) During the next three (3) years of service in a Florida school district, the daily rate of pay

multiplied by 45 percent (45%) times the number of days of accumulated Sick Leave credited

with the District School Board of Pasco County.

d) During and after the tenth (10th) year of service in a Florida school district, the daily rate of pay

multiplied by 50 percent (50%) times the number of days of accumulated Sick Leave credited

with the District School Board of Pasco County.

e) During and after the fifteenth (15th) year of service in the Pasco school district, the daily rate of

pay multiplied by 75 percent (75%) times the number of days of accumulated Sick Leave

credited with the District School Board of Pasco County.

f) During and after the twentieth (20th) year of service in the Pasco school district, the daily rate of

pay multiplied by 100 percent (100%) times the number of days of accumulated Sick Leave

credited with the District School Board of Pasco County.

g) The Board will provide a 401(a) Qualified Retirement Plan and/or an Employer Paid 403(b) Plan

that defers federal income tax and permanently avoids the payment of Social Security and

Medicare tax on meritorious attendance incentive pay for those employees retiring under the

Florida Retirement System (FRS) with full or reduced benefits and who meet the following:

Minimum Accumulated

Service Sick Leave Balance

Ten (10) years creditable FRS service 240 hours

During and after the 15th year of service in the Pasco County School District 160 hours

During and after the 20th year of service in the Pasco County School District 120 hours

Subject to annual plan contribution limits and the requirements specified above, payment to a

Board-approved 401(a) Qualified Retirement Plan and/or an Employer Paid 403(b) Plan shall be

credited in the name of the employee upon retirement.

Fund Withdrawal: Employees under fifty-five years of age

All participating employees who are under fifty-five (55) years of age at the time of termination

and choose at that time to take a cash distribution in the amount of one hundred percent (100%)

of their respective balance from the Board-approved 401(a) Qualified Retirement Plan and/or an

Employer Paid 403(b) Plan and are assessed a ten percent (10%) withdrawal penalty, shall be

reimbursed 2.35% of the withdrawal by the Board. This reimbursement is an amount equal to the

difference between the ten percent (10%) withdrawal penalty and the current Social Security and

Medicare combined tax contribution rate of 7.65%. If the withdrawal penalty and/or Social

Security and Medicare tax rates change, the Board and Union agree to renegotiate the

reimbursement rate. If a fee is charged to process the IRS 1099 form, the Board will reimburse

these same employees the one-time administrative fee.

2. Plan Contributions

Upon separation of service and maximizing the 401(a) Qualified Retirement Plan contribution, any

remaining terminal pay for accrued sick leave or vacation leave, subject to Board and State

limitations, will be deposited in an Employer Paid 403(b) Plan. The employer Paid 403(b) Plan is

similar to the 401(a) qualified Retirement Plan except for contribution limits.

3. Separation Incentives

If employment is terminated for any reason other than retirement or death, members of the

bargaining unit shall receive one-half (1/2) the percentage of all accumulated Sick Leave as

SRP Master Contract 2013-2014

stipulated in the schedule in Article XI, Section G, paragraphs 1(a), 1(b), 1(c), 1(d), 1(e), and 1(f).

This language shall not apply to employees who choose to transfer their accumulated Sick Leave to

another Florida school district.

SECTION H - Group Medical Benefits Recovery Incentive Program (Indemnity-PPO and HMO

Programs)

The District School Board of Pasco County agrees to establish a Group Medical Benefits Recovery

Incentive Program. This program is designed to provide a cash incentive to employees who

discover and arrange for the recovery by the Group Benefits carrier/administrator of overcharges

made on their own or insured dependents’ medical bills which in turn result in benefit dollars saved

by the employees’ Group Medical Benefits Plan. This program will be in effect only when the

medical carrier/administrator agrees to its provisions.

1. The cash incentive paid to an insured employee who discovers an overcharge on a medical bill for

that employee or his/her dependent and paid as an allowable charge by the School Board benefits

carrier/administrator shall be fifty percent (50%) of the amount of the overcharge that is recovered

by the benefits carrier/administrator as a result of direct negotiation between the employee and the

provider and shall be limited to a maximum of $1000 for each overcharge. No refund shall be made

to the insured employee until the group carrier/administrator receives the actual refund from the

provider of service.

2. For purposes of the cash incentive, only hospital expenses, clinical laboratory charges, physician

fees, and other eligible medical expenses covered by the Group Benefits Plan shall be considered in

determining the amount payable to insured employees under this program.

3. The employee shall contact the Union office to obtain a Request for Reimbursement form and

procedures. After the overcharge has been recovered, the Group Medical Benefits

carrier/administrator shall disburse a check to the employee in the amount of the cash incentive.

Cash incentives are considered income to employees for tax purposes and subject to being reported

on their federal income tax return.

4. The Board shall not get involved in resolving any differences between the employee and the medical

providers of service with respect to disputed charges. Insured employees shall be solely responsible

for handling such disputes.

SECTION I - Education Supplemental Pay Plan

1. Supplemental pay may be earned in the following ways:

a) The District Staff Development Plan

1) Each SRP may earn up to ninety-six (96) points each year for education supplemental pay

purposes by successfully completing those components designated as job related by the

Director of Staff Development.

2) For each ninety-six (96) points thus earned, a seven cents ($.07) per hour supplement will be

awarded.

b) Adult Education Courses

1) Each SRP may earn points each year for education supplemental pay purposes by

successfully completing those adult education courses designated as job related by the

appropriate administrator: Director of Food and Nutrition Services for FNS workers, Director

of Facility and Maintenance Services for facility and maintenance workers, District Custodial

Services Coordinator for Custodians, Director of Transportation for Bus Drivers, etc.

2) One (1) point shall be awarded for each adult education course clock hour.

3) For each ninety-six (96) points thus earned, a seven cents ($.07) per hour supplement will be

awarded.

c) College Credit Courses

1) Each SRP may earn points each year for education supplemental pay purposes by

successfully completing college courses taken at a college accredited by one of the regional

accrediting associations or at a college accredited by an association which is a member of the

SRP Master Contract 2013-2014

Council on Post Secondary Accreditation (COPA).

2) For each six (6) semester hours of credit earned, a seven cents ($.07) per hour supplement

will be awarded.

d) Combinations

1) Staff development points, adult education courses, and college credit courses may be

combined as follows: one (1) semester hour of college credit = sixteen (16) points and one

(1) adult education clock hour = one (1) point.

2) No duplication will be permitted.

e) Supplement Ceiling

A maximum of $1.68 per hour may be earned under this plan.

f) Responsibility to Notify

1) It will be the responsibility of the employee to notify the Director of Human Resources of

his/her eligibility for education supplemental pay and provide any necessary supporting

documentation.

2) Beginning July 1, 1982, the addition due to education supplemental pay shall be effective for

the pay period following the receipt of the necessary documentation in the district Human

Resources office and evaluation and approval by the Director of Human Resources or his/her

designee. Beginning July 1, 1989, any increase due to education supplemental pay shall be

retroactive to the beginning of the first pay period following completion of the inservice in

which an employee reaches or exceeds ninety-six (96) points.

g) Eligibility

1) Occupational Therapy Assistants, Physical Therapy Assistants, and Social Educator

(Headstart Program) are eligible to receive Education Supplemental Pay for inservice points

earned after January 1, 1997, according to the District Staff Development Plan as specified in

paragraphs 1 a) 1) and 1 a) 2) of this section.

2) Prekindergarten Teachers (CDA) are eligible to receive Education Supplemental Pay for

inservice points earned after July 1, 1998, according to the district staff development plan as

specified in paragraphs 1 a) 1), and 1 a) 2) of this section.

SECTION J – Employee Assistance Program (EAP)

An Employee Assistance Program will be provided for the purpose of offering employees, upon

their request, short-term counseling and/or assistance with referrals for appropriate services. The

program will also promote programs for wellness, nutrition, exercise, and stress reduction.

Participation or nonparticipation in the EAP shall be voluntary and shall not be a factor in any

adverse employment action by the Board. All personally identifiable information relating to an

employee as a result of an employee’s participation in the EAP shall be held in strictest confidence

by the director and staff of the EAP and such shall not be made a part of or otherwise noted in the

employee’s personnel file.

An EAP Committee will be established for the purpose of evaluating the services provided which

shall include, but not be limited to, the services provided, the cost and funding source, availability,

accessibility, utilization, and its effectiveness toward meeting the needs of the employees. The

committee shall meet periodically during the school year and by May 1 of each year make

recommendations to the Board and USEP for the purpose of further negotiating the improvement

and/or revision of the program. The EAP Committee will function as a subcommittee of the current

Insurance Committee. The Board and USEP will mutually agree to appoint members to the EAP

subcommittee who are not current members of the Insurance committee. The EAP committee shall

consist of an equal number of members selected by the Board and USEP.

The USEP President maintains the right to review and approve any EAP materials and attend any

meetings intended for the promotion of the EAP to bargaining unit members.

END OF ARTICLE XI

SRP Master Contract 2013-2014

ARTICLE XII -- RULES GOVERNING THIS AGREEMENT

SECTION A – Conformity to Law

In the event that any provision of this Agreement (a) is found to be invalid or unenforceable by

final decision of a tribunal of competent jurisdiction and no appeal has been taken within the time

provided for doing so, or (b) is rendered invalid by reason of subsequently enacted legislation, or

agencies that provisions of this Agreement shall result in a loss to the district of funds, property, or

services made available through federal and/or state law, then that provision shall be of no force or

effect but the remainder of thie Agreement shall remain in full force and effect. Substitute action

shall be subject to appropriate negotiation between the parties.

SECTION B

The articles of this Agreement supersede and override conflicting items in Board policies. Further,

the Board agrees that said policies shall be amended to conform to the provisions of this Agreement.

SECTION C

Whenever any notice is required to be given either party to this Agreement by the other party, either

shall do so by registered letter at the following address:

If to the Union: If to the Board:

P.O. Box 1098 7227 Land O’ Lakes Blvd.

Land O’ Lakes, FL 34639 Land O’ Lakes, FL 34638

END OF ARTICLE XII

SRP Master Contract 2013-2014

ADDENDUM A -- RULES GOVERNING THE SALARY SCHEDULE

1. All SRP shall be paid according to their job title, salary schedule, and the rules governing that

schedule.

2. Effective November 19, 1987, any SRP employed in Pasco County whose service is interrupted due

to active military service shall be granted experience for a maximum of four (4) years as if he/she

had been serving within the district.

3. In order to receive credit for a year of Pasco continuous service, a SRP must be in paid duty status

one day more than one-half (1/2) of his/her work year. However, in the event a SRP is reassigned or

promoted, credit will be given if that person would have received credit in either position. A SRP

who receives credit for a year of Pasco continuous service will advance one (1) step on the salary

schedule.

4. Pay dates for the 2014-2015 school year and the number of salary warrants will be negotiated

during the 2014-2015 negotiations.

5. In the event that any regular pay date falls on a weekend or during any holiday period, paychecks

shall be issued on the last working day preceding said weekend or holiday period.

6. A SRP who terminates his/her employment during the school year shall receive all pay owed

him/her within twenty (20) days of the termination date.

7. Upon Union request, step increases for the 2013-2014 school year shall be withheld to allow

restructuring of the salary schedules.

8. Summer School and/or Extended School Year salaries, shall be at the SRP’s regular hourly rate of

the ending school year.

9. A SRP who works in an optional program after school, on weekends, or other additional days shall

continue to be paid in accordance with the salary schedule applicable to the position worked.

10. When a stipend is paid for voluntary staff development, the stipend will be paid at least at an hourly

rate equal to the effective minimum wage.

11. The Board shall continue to provide a mileage rate of $.38 per mile.

Service Factor

1. To be eligible to receive the Service Factor, a SRP must have earned at least one year’s credit of

Pasco continuous service since arriving at the top step of his/her salary schedule.

2. The Service Factor is determined by multiplying nine hundredths (.09) times the number of years of

Pasco district employment, times the number of hours worked daily, times the length of the

individual SRP’s work year to equal an amount. The amount is spread equally over the SRP’s pay

dates.

3. SRP eligible to receive the Service Factor will receive an additional eighty cents ($.80) per hour.

4. As per the 2013-2014 SRP Economic Proposal, the Longevity and Service Factor will continue to

be paid at the 2007-2008 rates and levels. Effective with the 2008-2009 school year, SRP who were

entitled to Longevity and Service Factor payments based upon experience and salary schedule

placement will be entitled to a year of service credit but will not be entitled to the incremental

increase in Service Factor compensation for that year of service credit. Since the 2008-2009 school

year, no SRP will become eligible for Service Factor or Longevity payments.

END OF ADDENDUM A

SRP Master Contract 2013-2014

ADDENDUM B

Federal Drug and Alcohol Testing Program for Holders of Florida

Class A or B Commercial Drivers’ Licenses

The Board and Union recognize that employees who are required to hold a Class A or Class B Commercial

Drivers License (CDL) as a condition of employment and/or who, in the course of their employment, may

be required to drive a vehicle for which a Florida Class A or B Commercial Drivers License is required

(hereinafter referred to as covered employees) must comply with the Omnibus Transportation Employee

Testing Act of 1991 (OTETA), regulations of the Federal Highway Administration contained in 49 CFR

Parts 40 and 382, et al., and Section 1012.45, Florida Statutes.

Notification

The Board shall provide all covered employees with educational materials that explain the requirements of

the Program and the Board’s policies and procedures with respect to meeting these requirements. Each

employee who has received a copy of these materials shall be required to sign a statement certifying that

he/she has received a copy of these materials.

Testing

Testing of covered employees shall be done in accordance with applicable Federal and State law. The

employee shall be paid his/her regular hourly rate for the time involved for such testing beyond the

employee’s normal working hours unless such testing results in an employee working beyond forty (40)

hours that week. In such cases, the employee shall be compensated at one and one-half (1 1/2) times his/her

regular hourly rate unless exempt from the overtime provisions of the Fair Labor Standards Act. Refusal to

report for testing when notified to do so shall be considered a positive test.

Positive Test Results for Alcohol or Prohibited Substances

If a covered employee tests .02 to .039 for breath alcohol, he/she shall be removed from performing the

duties of his/her safety-sensitive position for twenty-four (24) hours. If the employee has accrued Sick or

Vacation Leave, he/she shall be permitted to use such leave during this period. A conference may be held

with the employee in an attempt to determine why he/she tested .02 to .039 so as to prevent recurrence.

If an employee tests .04 or higher for breath alcohol or tests positive for any prohibited substance, he/she

shall be removed from performing the duties of his/her safety-sensitive position, and he/she shall be

referred to a substance abuse professional. In addition, there will be other employment consequences which

may include termination. In the event that the primary specimen confirms the presence of prohibited

substances, and the employee believes there has been an error in the analysis, he/she may request that the

split specimen be tested. The cost of this second analysis shall be the responsibility of the employee.

However, should this analysis produce a negative result, the Board shall reimburse the employee for the

cost.

Reasonable Suspicion

When a supervisor believes that a covered employee is in violation of OTETA regulations, he/she shall

confer with the district OTETA administrator or designee who shall decide whether to proceed further. If

the OTETA administrator or designee meets with the employee for the purpose of notifying him/her that

reasonable suspicion testing will be required, he/she shall do so in conjunction with a trained supervisor. A

Union representative shall be permitted to attend the meeting with the right to ask questions for the purpose

of clarification. Because time is important when giving an alcohol test, the meeting will not be delayed if

the Union representative is unable to be present at the specified time for the meeting to begin. During the

meeting, the OTETA administrator will cite the indicators which led to the reasonable suspicion, and the

employee shall be given an opportunity to give an explanation if he/she desires.

Confidentiality

Confidentiality required by OTETA regulations will be observed, and no voluntary report of a test required

by these regulations shall be made to the Florida Department of Highway Safety and Motor Vehicles.

END OF ADDENDUM B

SRP Master Contract 2013-2014

ADDENDUM C

Asbestos Exposure Procedure

In compliance with the requirement of the Asbestos Hazard Emergency Response Act (AHERA), 40 CFR

Part 763 Section 91, the District School Board of Pasco County (DSBPC) has implemented an operations,

maintenance, and repair program to deal with the disturbance of non-intact asbestos containing materials

and intact materials that may become non-intact as a result of construction or maintenance activities.

Furthermore, the DSBPC in adherence with the Occupational Safety and Health Administration’s

construction standard for asbestos, 29 CFR 1926.1101, assumes certain building materials to be asbestos in

buildings constructed prior to 1981. However, in all cases where information, data, and analysis supporting

the determination that the assumed or Presumed Asbestos Containing Material (PACM) does not contain

asbestos, then the material is considered a non-asbestos containing material.

If materials that are suspect or PACM are encountered during the performance of their work, and these

materials were not identified to them before the commencement of their work, employees are required to

stop and inquire through their immediate supervisor to determine if the status of the material is known.

In these situations, it is the policy of the DSBPC that no employee will proceed with his/her work until

verification of the material has been made and any asbestos content determined. This determination will be

made either through existing information contained in the AHERA Management Plan, or by collecting a

sample of the material and sending the sample to a certified laboratory for analysis.

In the event an employee has disturbed a material believed by him/her to be asbestos, the following

procedures will immediately be implemented:

1. All employees in the immediate area will stop work.

2. The area around the place where the PACM has been disturbed will be cleared of all personnel.

3. The affected employees will contact their immediate supervisor or the DSBPC’s environmental

staff. Any supervisor who has been notified of a potential asbestos disturbance must immediately

notify the DSBPC’s environmental staff.

4. The area will be regulated and entry into the area will be restricted to authorized personnel only.

Signs will be displayed on all approaches to the area to prevent unauthorized persons from entering.

5. In compliance with AHERA, situations where more than three (3) square feet or three (3) linear feet

of non-intact (friable) PACM has been disturbed, the air conditioning system for the affected area

will be shut off to prevent the possible distribution of fibers to other areas of the building.

6. As soon as the area is secure and the incident has been reported, the affected employee(s) must

proceed to the nearest shower facility and either take a shower, or as a minimum precaution, wash

his/her face, hands, and hair.

7. In addition, if an employee has been exposed to non-intact (friable) PACM, he/she must take the

following precautions. Place any clothing thought to have been exposed to a PACM into a plastic

bag or other sealable container. The clothing must remain sealed in this container until the PACM

has been analyzed or identified as a non-asbestos containing material. If the PACM is determined to

be asbestos containing, the clothing will be disposed of as an asbestos waste. Replacement clothing

of equal value and type will be purchased from funds provided in Article IX, Section D of the SRP

Collective Bargaining Agreement. Work boots will be HEPA vacuumed, wet-wiped, and reused.

Following notification of the incident to the environmental staff, a cross-reference of the facilities AHERA

Management Plan will be made to determine if the material has been previously identified, sampled, and

analyzed. If the material cannot be referenced, it will be assumed that the disturbance has been of an

asbestos containing material and the environmental staff will dispatch a clean-up crew through a DSBPC

approved abatement contractor. The complete area will be cleaned using asbestos cleaning techniques.

Either the DSBPC’s Environmental Specialist or a representative of the environmental consulting company

will proceed to the site and collect samples of the suspect material for analysis and identification.

In situations where the asbestos content of a material is unknown the site will be considered an asbestos

contaminated area until the analysis of samples collected indicate otherwise.

The DSBPC intends to continue to use certified asbestos contractors for the removal of asbestos containing

materials in conjunction with maintenance personnel performing small maintenance projects on intact (non-

friable) materials.

End of ADDENDUM C

SRP Master Contract 2013-2014

ADDENDUM D

Reasonable Suspicion Drug Testing Program

As part of its commitment to safeguard the health of its employees, to provide a safe place for its

employees to work and our students to attend, and to promote a drug-free working environment, the Pasco

County School Board (Board) has established this Reasonable Suspicion Drug Testing Program (Program)

relating to the abuse of drugs (including alcohol) by its employees.

This Program has been prepared so as not to conflict with public policy, and further, not to be

discriminatory or abusive. The ultimate goal of the Program is to balance the Board’s respect for privacy

with its need to keep a safe, productive, drug-free environment. Reasonable suspicion drug testing shall be

required by a supervisor or designee, outside the bargaining unit, who has been trained for at least sixty

(60) minutes on alcohol misuse and an additional sixty (60) minutes on controlled substance misuse. All

test results will be kept confidential to the extent allowed by law.

Employees who engage in prohibited drug-related conduct as verified by the testing results must be

immediately removed from duty.

Any employee who is in violation of the Program shall be subject to discipline up to and including

dismissal or required to participate in and complete a drug-abuse or alcohol rehabilitation program

(rehabilitation program) as a condition of continued employment. The opportunity to participate in a

rehabilitation program as a condition of continued employment will be offered only to employees who test

positive for drugs or alcohol and who have not been previously found to be in violation of any provision of

this Program. The employee is responsible for all costs associated with the rehabilitation program and will

provide evidence of satisfactory completion of all phases and terms of the rehabilitation program to the

Board. The rehabilitation program will include the involvement of a Substance Abuse Professional (SAP)

approved by the Board. The SAP will evaluate the employee and make recommendations relative to fitness

to return to work, appropriate education, treatment, follow-up tests, and aftercare. The employee will sign

an authorization and release of information form allowing the SAP to release, and the Board to obtain,

information relative to the employee’s progress in the rehabilitation program. The employee will be on

leave pending the successful completion of the rehabilitation program. The employee may use accrued sick

leave during this period if available; otherwise the leave will be unpaid. Upon completion of the

rehabilitation program, the employee will be returned to work in a position similar to the position held

when the violation occurred and for which he/she is qualified in the judgment of the Superintendent. An

employee returning to work following successful completion of a rehabilitation program will be subject to

random unannounced follow-up testing for one calendar year or longer if required by the SAP as part of the

rehabilitation program.

The provision allowing entry into a rehabilitation program does not preclude the employee from being

disciplined for other violations of the Program or other behaviors which would otherwise subject the

employee to discipline up to and including termination of employment. These other behaviors include an

employee’s actions or behaviors at the time suspected drug or alcohol misuse is determined.

When a meeting is called to inform an employee that reasonable suspicion testing is required, a Union

representative shall be permitted to attend the meeting with the right to ask questions for the purpose of

clarification. Because time is important when giving tests, the meeting will not be delayed if the Union

representative is unable to be present at the time specified for the meeting to begin. During the meeting, the

supervisor calling the meeting will cite the indicators, which led to the reasonable suspicion, and the

employee shall be given an opportunity to give an explanation if he/she desires.

Any employee who is discharged from the rehabilitation program for unsuccessful participation will be

recommended for termination from employment. Any employee who is in violation of the Board’s Program

a second time will be recommended for termination from employment.

Definitions

“Drug” is defined as: alcohol, including a distilled spirit, wine, a malt beverage, or an intoxicating liquor;

an amphetamine; a cannabinoid; cocaine; phencyclidine (PCP); a hallucinogen; methaqualone; an opiate; a

barbiturate; a benzodiazepine; a synthetic narcotic; a designer drug; or a metabolite of any of the substances

listed in this paragraph. Employees tested under reasonable suspicion testing shall be tested for the

following drugs: cannabinoids, cocaine, opiates (morphine), amphetamines, phencyclidine (PCP), and

alcohol.

SRP Master Contract 2013-2014

Notification

Prior to implementation, the Board will provide all employees with an orientation that includes educational

materials that explain the requirements of this program and the Board’s policies with respect to these

requirements. Each employee who has received these materials shall be required to sign a form certifying

that he/she has received a copy of the materials.

An employee may be subject to a drug-screening test under any of the following circumstances:

1. Where there is a finding of reasonable suspicion based on specific facts and inferences reasonably

drawn from these facts in light of experience, which would lead a prudent person to reasonably

suspect that the employee was under the influence of illegal drugs or alcohol.

2. When an employee’s conduct or appearance is directly observed or perceived as indicative of being

under the influence of a drug or alcohol during work time. It is the Board’s intention that such an

observation be made by two or more supervisors trained in alcohol and controlled substance misuse

before requiring a reasonable suspicion drug test. However, this is not a requirement.

3. When an employee is found in possession of suspected illicit drugs or drug paraphernalia, or when

suspected illicit drugs or paraphernalia are found in an area controlled or used exclusively by the

employee.

4. As part of a rehabilitation program or as specified in the agreement.

5. Evidence that an employee has used, possessed, sold, solicited, or transferred drugs while working

or while on school board property.

Testing

Testing of employees shall be done in accordance with the applicable Federal and State law.

Refusal to submit to a drug-screening test is defined as:

1. Failing to provide adequate breath for alcohol testing without a valid medical explanation;

2. Failing to provide adequate urine for drug testing without a valid medical explanation;

3. Engaging in conduct that clearly obstructs the testing process; or

4. Tampering with a drug test

Failure to comply or provide an adequate urine or breath sample, absent a documented and verified medical

excuse, shall be determined to be a positive test result.

Follow-up Testing

Should the employee successfully complete the drug-abuse or rehabilitation program, the employee, upon

returning to work, shall be subject to follow-up drug or alcohol testing as determined by the SAP or as

specified in this agreement.

This program will take effect on September 1, 2008.

Employees in safety sensitive positions covered by provisions of the Omnibus Transportation Testing Act

(OTETA) as outlined in Addendum B of this agreement are not subject to this program.

End of ADDENDUM D

SRP Master Contract 2013-2014

ADDENDUM E

Job Titles and Salary Schedules 2013-2014

Salary

Job Title Schedule

Air Conditioning Controls Specialist 23B

Air Conditioning Specialist 23B

Bookkeeper-Secretary 18B

Bus Driver 19B

Bus Parts Specialist 24B

Child Care Assistant 26B

Clinic Assistant 10B

(w/ LPN License) 30B

Computer Operator I 28B

Computer Operator II 22B

Conservation and Recycling Operations Assistant 18B

Construction Finance Assistant 18B

Courier 17B

Custodian 02B

Data Entry Operator 18B

Department of Juvenile Justice Program Specialist 22B

Distribution and Materials Handler 17B

Early Childhood Programs Health Assistant 10B

Early Head Start - Caregiver HS

Early Head Start Home Services Worker 14B 14B

Early Head Start - Licensed Practical Nurse 30B

Employee Benefits and Risk Assistant II 18B

Facility Service Worker 11B

Family Services Worker (Prekindergarten) 21B

Finance Assistant II 18B

Financial Aid Assistant 18B

Food and Nutrition Services Assistant 03B

Food and Nutrition Services Associate 11B

Food and Nutrition Services Production Assistant 07B

Food and Nutrition Services Technician 28B

Human Resources Assistant II 18B

Human Resources Assistant 18B

Information Services Help Desk/Trainer 28B

Information Services Support Specialist 13B

Instructional Assistant/Bus Driver 19B

Instructional Assistant (Basic Educational Programs and Federal and State Programs) 04B

Instructional Assistant (Deaf/Hard of Hearing) (Exceptional Student Education) 04B

Instructional Assistant (Deaf/Hard of Hearing) (ESE) (EIE, QA or NRID Certified) 20B

Instructional Assistant (Department of Juvenile Justice) 04B

Instructional Assistant (ESOL/Bilingual) 10B

Instructional Assistant (Exceptional Student Education) 04B

Instructional Assistant (Instructional Learning Systems) 08B

Instructional Assistant (Prekindergarten) 04B

Instructional Assistant (Special Adult Education Programs) 04B

Instructional Assistant (Student Discipline) 21B

(All Instructional Assistants Eligible for Florida Educator’s Certificate) 30B

Interpreter for the Deaf and Hard of Hearing 20B

Inventory/Records Specialist 24B

Licensed Practical Nurse (Exceptional Student Education) 30B

Licensed Practical Nurse/Instructional Assistant (Exceptional Student Education) 30B

Lunchroom Monitor 26B

SRP Master Contract 2013-2014

Maintenance I 11B

Maintenance IA 13B

Maintenance IAA 13B

Maintenance II 12B

Maintenance III 09B

Materials Handler 17B

Mechanic I 23B

Media Automation Technician 18B

Media Production Technician 18B

Media Resources Technician 18B

Media Services Technician 18B

Micrographics Services Clerk 08B

Micrographics Services Technician 18B

Migrant Recruiter 18B

Network Technician I 23B

Network Technician II 13B

Occupational Therapy Assistant 29B

Outside Custodian 02B

Paraprofessional (Adaptive Physical Education) 04B

Paraprofessional (Cyesis) 04B

Paraprofessional (Employment Assistant) 21B

Paraprofessional (Social Services) 10B

Paraprofessional (Transition Assistant) 21B

(All Paraprofessionals Eligible for Florida Educator’s Certificate) 30B

Parent Involvement Assistant 21B

Physical Education Field Technician 13B

Physical Therapy Assistant 29B

Press Operator 14B

Printer II 18B

Printer III 27B

Purchasing Assistant 18B

Records and Materials Handler 17B

Registrar 08B

Relief Bus Driver 19B

Resource Recovery Assistant II 17B

School Media/Technology Assistant 18B

Secretary II 18B

Secretary III 08B

Senior Child Care Assistant 07B

Senior Food and Nutrition Services Associate 28B

Senior Human Resources Assistant 28B

Social Educator-Head Start Program HS

Student System Data Entry Operator 18B

Technology Services Technician 13B

Telecom Technician I 23B

Telecom Technician II 13B

Testing Assistant 18B

Transportation Assistant 04B

Transportation Maintenance Assistant 27B

Water and Sewer Plant Operator 13B

SRP Master Contract 2013-2014

ECONOMIC PROPOSAL

School Related Personnel Economic Proposal 2013-2014

For the 2013-2014 school year, the Florida legislature established a salary categorical to provide eligible

District and charter school teachers and school-based administrators with salary increases. This salary

categorical did not provide money for salary increases to other categories of employees. Recognizing the

important role that SRP play in the operation of the school district, the Superintendent, Board, and Union

prioritized salary increases for SRP for the 2013-2014 school year as follows:

1. Salaries

1) $2,490,834 will be provided for SRP salaries as follows:

a. $616,911 to provide a step increase for all SRP eligible for a year of service

credit for the 2012-2013 school year.

b. $1,606,192 to provide additional SRP salary schedule improvements.

c. $158,861 to move Transportation Mechanic Is from salary schedule 24B to salary

schedule 23B.

d. $108,870 to move School Media/Technology Assistants from salary schedule

08B to 18B.

e. Longevity and Service Factor will continue to be paid at the 2007-2008 rates and

levels for SRP eligible at that time.

2) $298,715 will be provided to improve the following supplements and differentials:

a. $108,870 to provide a $1.00 per hour supplement for School Media/Technology

Assistants.

b. $19,845 to provide a supplement increase from $9.85 to $12.85, for Interpreters

for the Deaf and Hard of Hearing with NRID certification.

c. $41,424 to increase the Food and Nutrition Service Association approved training

supplements to $0.10 per hour, up to a maximum of $0.60 per hour for each

twenty (20) hours of Food and Nutrition Service Association training approved

by the American School Food Service Association.

d. $24,806 to provide a supplement of $1.50 per hour to Senior Human Resources

Assistants and Food and Nutrition Services Senior Associates.

e. $18,473 to increase the certified and master custodian training supplements to

$0.20 per hour for each certification.

f. $11,000 to provide a tool allowance of $500.00 per year for Transportation

Mechanic Is.

g. $13,967 to provide a supplement of $0.15 per hour for Food and Nutrition

Services Production Assistants.

h. $17,213 to increase the shift differential to $0.35 per hour.

i. $43,117 to provide a bi-weekly supplement of $75.38 to Transportation

Mechanic Is.

j. All other supplements and differentials will continue to be paid at 2012-2013

rates.

3) For the 2013-2014 school year, the District agrees to cover the cost of The Educational

Interpreter Performance Assessment (EIPA) Exam that is not paid by the state for the

eight (8) interpreters who are not currently EIPA certified.

4) Should there be any deviations during implementation, the Board and the Union are

authorized to correct these deviations. In addition, should the District’s budgetary

status improve during the 2013-2014 school year, the Board and the Union agree to

meet to examine the possibility of compensation improvement.

2. Fingerprint Retention Fees

The Board will continue to pay the fingerprint retention fee for SRP, estimated to be $26,838 for

the 2013-2014 school year.

SRP Master Contract 2013-2014

3. Budgetary Committee

The Superintendent and Union President will mutually determine whether to continue the

Budgetary Committee for the 2013-2014 school year. In the event the Budgetary Committee is

continued, the Superintendent and Union President will mutually agree to how the committee will

function and membership selection, however the School Board may designate one member of the

community to serve on the committee.

4. Fringe Benefits

The Board agrees to contribute $6,036.36 (an increase of $63.09) per eligible employee, toward

the cost of the health insurance benefit package for the 2014 insurance plan year. The Board’s

contribution will be used to pay those premiums associated with the fully-insured benefits

contained in the health insurance benefit package, to pay all claims and administrative costs

incurred and associated with the self-insured benefits contained in the health insurance benefit

package, and to contribute towards the insurance reserve account for the self-insured benefits

contained in the health insurance benefit package. In order to balance the insurance budget, the

District Insurance Committee agreed that effective January 1, 2014, the annual $150 per employee

flexible benefit would be replaced with an annual health risk assessment incentive of up to $250

per employee. In addition, employees will be provided an additional $87,500 in life insurance

benefits at no-cost to the employee.

In an effort to avert an additional estimated plan cost increase of $1,000,000, the Board has agreed

to loan the health insurance reserve/surplus account the funding needed to fully fund the account

after the 2013 plan year is closed. These funds will be transferred from the District’s property

insurance reserve account, which the Board will seek to replenish in future years.

Should there be any funds once the District has set aside funds to pay all fully insured premiums,

all self-insured incurred claims, all administrative costs associated with the health insurance

benefits package, and funded the insurance reserve/surplus account to the level identified by the

District Insurance Committee, such funds will be placed in the insurance reserve/surplus account

and applied towards the costs for the 2015 plan year. Should increases in costs for the products

and services contained in the health insurance benefit package require an additional District

contribution in excess of the operating dollars budgeted for the 2014 benefit year, the Board and

the Union will meet to decide how to balance any such deficit.

In addition, the alternative “opt-out” program shall be provided to bargaining unit members with

existing coverage who do not choose one of the Board-approved health insurance plans. The

amount of this “opt-out” will be $1,200.

Effective with the 2012-2013 school year, employees receiving the District’s health insurance

benefit package who terminate employment after working through the final day of his/her

respective work calendar shall continue to receive Board contributions towards his/her health

insurance benefit package through the end of August of that plan year.

END OF ECONOMIC PROPOSAL

MEMORANDUM OF UNDERSTANDING

Dress Code for

Transportation Department (Bus Driver, Instructional Assistant/Bus Driver, Relief Bus Driver, and

Transportation Assistant), Facility and Maintenance Services Department (Air Conditioning

Specialist, Maintenance I, IA, IAA, II, III) Distribution Services (Courier, Distribution and Materials

Handler, Records and Materials Handler)

Acceptable Articles of Dress

Slacks, skirts, dresses

Jeans (not ragged or patched)

SRP Master Contract 2013-2014

Skorts and culottes of appropriate length

Walking shorts--The length must be within 2” of the kneecap, and must be solid in color, either dark blue

(navy), black, or khaki (no denim)

Sleeveless blouses for women

Shirts with collar (long or short sleeves)

School T-shirts

T-shirts in a solid color is appropriate for labor-intensive positions.

Footwear with a closed heel and toe

Unacceptable Articles of Dress

Tank tops or muscle shirts

Exercise clothing (sweat suits, warm-ups)

T-shirts

Headwear that interferes with visibility

Footwear without a closed heel or toe

Decorations, symbols, mottoes, or designs imprinted on clothing which depict alcoholic beverages, are

derogatory or offensive to individuals or groups of individuals, or are otherwise offensive to good taste or

the maintenance of good decorum.

MEMORANDUM OF UNDERSTANDING

Early Retirement Monthly Benefit

In lieu of the District’s proposal to eliminate the Early Retirement Monthly Benefit during the 2013-2014

school year, USEP agrees to form a task force that will meet during this school year to examine the cost vs.

benefit of the current early retirement annuity and to explore and identify possible modifications,

alternatives and/or phase-outs. The alternatives may include, but not be limited to eligibility criteria, benefit

percentages/levels, duration, etc. The membership of the task force will be agreed to mutually by the USEP

President and Superintendent.

The taskforce shall issue its recommendations no later than April 1, 2014, unless the parties mutually agree

to an extension. No alterations to the Early Retirement Monthly Benefit shall be implemented prior to

negotiations and ratification.

MEMORANDUM OF UNDERSTANDING

Educational Paraprofessionals/Instructional Assistants, and Other eligible SRP

Career Development Program

The Board and the Union agree to continue the committee to develop a program to assist Paraprofessionals

/ Instructional Assistants and other eligible SRP with monetary assistance for those enrolled as degree-

seeking students in a college of education.

The committee will recommend the use of funds that are available for this purpose and establish eligibility

criteria in accordance with grant or district guidelines.

The committee will continue to meet throughout this school year.

The committee will present the program to the Superintendent for his/her approval.

MEMORANDUM OF UNDERSTANDING

Electronic Availability and Printing of Agreement

The Board and USEP agree for the 2013-2014 school year, following ratification, that all Agreements and

addenda will be available on the Board’s and Union’s respective websites. The Board and Union also agree

to mutually determine the number of copies of the Agreement to be printed. For the 2013-2014 school year,

the Board will be responsible for the printing of the Agreement, by a vendor chosen by the Board. The

SRP Master Contract 2013-2014

parties shall also agree to the distribution, size, and format of the copies.

This memorandum supersedes provisions relative to the distribution of a directory found in Article III,

Section A, paragraph 11 of the SRP Master Contract.

MEMORANDUM OF UNDERSTANDING

Electronic Job Advertisements/Vacancy Notices

The Board and the Union agree that for the 2013-2014 school year, all job advertisement/vacancy notices

shall be available on the District’s website. The process of providing printed electronic job

advertisements/vacancy notices shall be suspended, and this memorandum shall supersede any current

contract language requiring printed job advertisements/vacancy notices. The Board and the Union agree to

begin implementation of this MOU in anticipation of ratification, and agree to meet during the year to

discuss any issues or concerns that arise as a result of this memorandum.

MEMORANDUM OF UNDERSTANDING

Electronic Personnel Directory

The Board and Union agree that for the 2013-2014 school year an electronic directory of all personnel will

be available on the district’s internal network. This directory will list all employees alphabetically by

school or department and will be updated regularly. The availability of this directory will replace the

distribution of a paper copy of a directory distributed in prior years.

A minimum of ten (10) printed directories will be provided to each worksite to be available for employee

use. One copy will be located in the employee lounge, media center or other centralized area for non-school

worksites, FNS area, and one copy will be located in the custodial area in each worksite. USEP will be

provided with thirty (30) directories for its use. The principal or worksite supervisor will inform employees

of the arrival and locations of such directories.

Copies of this electronic directory or paper directory will not be distributed to any outside parties for

commercial or solicitation purposes, except as required by law.

This memorandum supersedes provisions relative to the printing and distribution of the Agreement found in

Article III, Section A, Paragraph 10 of the SRP Master Contract

MEMORANDUM OF UNDERSTANDING

Federal and State Legislation

During this school year, the Board and the Union agree to bargain any changes that are subject to collective

bargaining resulting from any legislation affecting the wages, hours, and terms and conditions of

employment of bargaining unit members.

MEMORANDUM OF UNDERSTANDING

FNS Safety Apparel

Food and Nutrition Services will conduct a one (1) year Pilot Program, that can be renewable, regarding

Safety Apparel.

Shirts

1. School-based FNS employees will receive three (3) shirts with the Zone logo for the 2013-2014

school year.

2. Shirt colors will be determined by FNS.

3. School-based FNS employees must wear the issued shirts at least three (3) days per week.

Safety Shoes

1. School-based FNS employees must wear safety shoes daily for work.

SRP Master Contract 2013-2014

a. School-based Safety Shoes must have non-skid soles to prevent slips and falls.

b. No canvas or open toed shoes are permitted.

c. Safety shoes may not be tattered or torn and must be appropriate for work.

2. One $30.00 Vendor-Specific Purchase Card (The Card) will be issued per employee for the 2013-

2014 school year. The Card may be redeemed for designated safety shoes from the vendor

designated by FNS.

Responsibility

1. FNS will replace the shirts and/or shoes damaged in work-related incident(s).

2. The employee will replace the shirt and/or shoes if damaged outside of work.

3. It will be the employees’ responsibility to keep the shirt and shoes clean and appropriate for work.

4. The District will purchase extra shirts so that the replacement cost to employees for shirts shall not

exceed the District’s cost.

The Board and the Union agree to begin implementation of this MOU in anticipation of ratification, and to

meet during the year to resolve any issues or concerns that arise as a result of this memorandum.

MEMORANDUM OF UNDERSTANDING

Fourth of July Paid Holiday

The workday on which the 4th of July holiday is celebrated shall be a paid holiday for those SRP whose

regular work calendar normally includes such date and who work a full work year for their position.

This will bring to seven (7) the number of paid holidays for those eligible SRP who work a full work-year

for their position.

All other provisions of Article VII, Section J-Paid Holidays remain in effect.

MEMORANDUM OF UNDERSTANDING

Indoor Air/Environmental Quality Issues

The Board and Union agree to continue the work of the Indoor Air Quality Committee in an effort to

develop and propose school-based and district-level procedures and standards to address indoor air quality

and environmental quality issues. The committee will consider various resources which include, but are not

limited to, the American Federation of Teachers (AFT) and the Environmental Protection Agency (EPA).

The membership of this committee will be determined by the President of USEP and the Superintendent.

Any committee recommendations will be made to the Superintendent.

MEMORANDUM OF UNDERSTANDING

Maintenance Department Shirt Program

Effective with the 2013-2014 school year, the Maintenance Department will issue all maintenance

employees with five (5) work shirts to promote a professional appearance and provide a safety feature of

allowing all Maintenance employees to be easily recognizable.

1. All Maintenance employees must wear the issued work shirts daily while at work.

2. The color and style of the work shirts will be determined by the Maintenance Department.

3. The employee may choose to have either five (5) short sleeved shirts or five (5) long-sleeve shirts.

Responsibility

1. Maintenance Department will replace shirts damaged in work-related incidents or normal wear.

2. The employee will replace shirts damaged outside of work.

3. It will be the employee’s responsibility to keep the shirt clean and appropriate for work.

SRP Master Contract 2013-2014

4. The District will purchase extra shirts so that the replacement cost to employees for shirts shall not

exceed the District’s cost.

The Board and the Union agree to begin implementation of this MOU in anticipation of ratification, and to

meeting during the year to resolve any issues or concerns that may arise as a result of this memorandum.

MEMORANDUM OF UNDERSTANDING

NNB and Administrative Settlement Review

To promote transparency and to address salary equity concerns among bargaining and nonbargaining units,

the Board shall provide the Union with salary schedules, matrices, financial calculations, and change

summaries for administrative and non-bargaining units so that the Union may offer feedback and comment

prior to the implementation of such salary increases.

MEMORANDUM OF UNDERSTANDING

Retention of Fingerprints and Five (5) Year National Check

Florida Statutes require retention of fingerprints for SRP in a Florida Department of Law Enforcement

(FDLE) automated fingerprint identification system and a national check of the fingerprints every five (5)

years.

The retention fee, currently $6 per employee, must be paid each year and the fee for the national records

check, currently $16.50 per employee, must be paid every five (5) years.

In order to comply with the law and provide a benefit to SRP, the Board and the Union agree to the

following:

1. The Board will pay the retention fee.

2. The Board will pay the fee for the five (5) year national check.

The estimated cost for this school year is approximately $26,838.

MEMORANDUM OF UNDERSTANDING

School Choice Preference Employee Request

A SRP assigned to a school site shall have preference given to his/her request to have his/her child(ren)

(i.e., any child in his/her custodial care) attend school at his/her assigned worksite unless the following

prevents granting the request:

1. the appropriate educational program does not exist at that site, or

2. other extenuating circumstances (i.e., expulsion, serious disciplinary infractions, class size

requirements, etc.) exist that may be cause for the child(ren)’s nonattendance.

The SRP may appeal any denied request to the Director, Office for Teaching and Learning. The decision

of the Director shall be final.

In the event a SRP requests placement of his/her child in a school other than the actual school in which

he/she works in order to continue the child’s attendance in the feeder pattern of that school, subject to the

approval of the Director, Office for Teaching and Learning and the Superintendent, the request will be

granted. The decision of the Director, Office for Teaching and Learning and the Superintendent will be

final.

MEMORANDUM OF UNDERSTANDING

SRP Compensation Committee

The Board and the Union agree that qualified SRP are essential to the success of the District and that

adequate compensation is an integral factor in the recruitment and retention of SRP. Therefore the parties

agree to continue the SRP Compensation Committee to study the feasibility and potential impacts

SRP Master Contract 2013-2014

regarding, but not limited to the following:

• Prorated, year-round pay

• Other payroll options

• Pay calendars and pay dates

• Crediting of experience on the salary schedules

• Levelized pay for bus drivers and transportation assistants

• Salary schedule consolidation

• Compensation for job-related training and certifications

• SRP attendance incentives

• Conducting a pay study of the entire SRP unit

The SRP Compensation Committee will be comprised of the Superintendent or his/her designee, the Union

President or his/her designee, and other members mutually agreed upon by both the Superintendent and the

Union President. The committee will be responsible for developing a meeting schedule. Should the

committee meet, it will submit its recommendations to the Superintendent and Union President by May,

1st.

MEMORANDUM OF UNDERSTANDING

School Related Personnel (SRP) Salary Step Increases – 2013-2014 School Year

USEP and the Board recognize the budgetary impact of the proposed state funding for the 2013-2014

school year and the increased cost of continuing to provide a comparable benefits package for employees.

Therefore, USEP and the Board have agreed to withhold the payment of steps and suspend discussion of

step processing. USEP and the Board agree to resume such discussions no later than the first week of

August 2013. This period of time will provide both parties the opportunity to review Federal, State, and

District financial/budgetary information including that related to steps, health insurance, early retirement

incentives, and other employee benefits.

MEMORANDUM OF UNDERSTANDING

Transportation Issues

The Board and the Union agree to explore alternative programs and/or procedures for possible

implementation this school year for any Transportation Department program and/or procedure now being

used including the basic procedure for assigning field trips.

MEMORANDUM OF UNDERSTANDING

Working Conditions

Recall Procedure

USEP and the Board agree to meet during the school year to identify possible modifications, alternatives to

Recall Procedure prior to the implementation of the Layoff/Recall procedure for the 2013-2014 school

year. The alternatives may include, but not be limited to eligibility criteria, etc.

MEMORANDUM OF UNDERSTANDING

Extended School Year Program – Summer of 2013

In light of the current budget constraints, USEP and DSBPC recognize that the previous traditional summer

school program cannot be funded. Therefore, the following parameters will govern the working conditions

of employees who are employed to work in a summer Extended School Year program.

PROGRAM DATES: (Student Attendance):

June 10, 2013 – July 11, 2013 (PEACE 20 day program)

SRP Master Contract 2013-2014

June 18, 2013 – July 3, 2013 (10 day program)

June 18, 2013 – July 30, 2013 (24 day program)

Instructional and Noninstructional Employees

Filling positions:

 Assignment to this program is voluntary.

 Each school principal will notify the staff of the program dates by May 3, 2013.

 Each employee having an interest in working in the program will submit his/her name to the school

principal by May 10, 2013.

 Tentative job openings will be announced by the last student day.

 The district’s Office for Teaching and Learning will provide notices relative to the Pasco

Environmental Adventure Camp Experience (PEACE) program on or about May 10, 2013.

 Each employee, including Bus Drivers, having an interest in working in the PEACE program will

contact the Office for Teaching and Learning by May 17, 2013.

 When it is judged that professional qualifications and ability are substantially equal among

applicants for the program to be offered, district seniority shall prevail.

 When filling positions, employees within the bargaining unit shall be given priority over other

applicants.

 The previous procedure to select transportation employees for the 10 and 24 day summer school

assignments will continue to be used, with the following exception. Bus Drivers and Transportation

Assistants who select a route and resign or work less than half of the days of the selected route in

ESY for the summer of 2013 will be placed at the bottom of the selection list for ESY for the

summer of 2014 unless the reason for resigning or working less than half of the days is for one of the

following reasons and is supported by appropriate documentation as determined by Transportation

Department administration: a health concern that prohibits the employee from working or a health

concern of an immediate family member of the employee and the employee is needed to care for the

family member, family emergency, or jury duty.

Work Schedule:

TEACHERS:

10 day program (Some ESE & Middle School)

• 1 day of pre/post planning at 7.5 hours - June 17, 2013 (hours are flexible)

• 10 days at 4.0 hours per day (3.5 hours of student instruction and .5 hour of planning)

Total Days: 11 Total Hours: 47.5

20 day PEACE program (Elementary, Middle, & High School)

 2 days of planning for Site Based Teachers – 7.5 hours on June 7, 2013 (hours are flexible) and 6.0

hours to be flexibly scheduled between June 10 – July 11, 2013, by agreement of the teacher and the

Supervisor of Teaching and Learning.

 3.0 hours per week of pre-planning for teachers who are not Site Based Teachers – June 10 – July

11, 2013

 3.0 hours of voluntary training on May 30 and June 7, 2013. The exact hours of these trainings will

be announced during interviews. Teachers who attend this training will be paid a stipend of $14.75

per hour.

 20 days at 8.5 hours per day (student instruction)

Total Days: 20 (21 for Site Based Teachers) Total Hours: 185 (183.5 for Site Based Teachers)

24 day program (Elementary)

• 1 day of pre/post planning at 7.5 hours - June 17, 2013 (hours are flexible)

• 24 days at 4.0 hours per day (3.5 hours of student instruction and .5 hour of planning)

Total Days: 25 Total Hours: 103.5

SRP Master Contract 2013-2014

High School Teacher Work Schedules

a. Credit Earning Course (1 credit):

Note: Students must attend a full day (two single sessions) session to earn a credit in a required course. Therefore,

teachers who teach these courses will need to work a full day session.

• 1 day of pre/post planning at 7.5 hours - June 17, 2013 (hours are flexible)

• 10 days at 8.5 hours per day (7 hours of student instruction, 1 hour of planning and .5 hour for lunch)

Total Days: 11 Total Hours: 92.5

b. Credit Earning Course (.5 credit) or Non-Credit Course

• 1 day of pre/post planning at 7.5 hours - June 17, 2013 (hours are flexible)

• 10 days at 4.0 hours per day (3.5 hours of student instruction and .5 hour of planning)

Total Days: 11 Total Hours: 47.5

c. Flexible EOC/Credit Earning Session:

• 1 day of pre/post planning at 7.5 hours – (hours and dates are flexible and determined by the school)

• 10 days of 8.5 hours per day (7 hours of student instruction and 1 hour of planning and .5 hour for

lunch)

Total Days: 11 Total Hours: 92.5

Note: Pending on the school site and student need, this session may be 10 full days or 20 half days and

may be scheduled during the June and/or July district work weeks.

ESE Instructional Assistants:

• 4.0 hours per day for either 10 or 24 day program.

Total Days: 10 (10 day program) Total Hours: 40 (10 day program)

24 (24 day program) 96 (24 day program)

Pay Rate:

All employees will be paid at their regular hourly rate based upon the 2012-2013 salary schedule.

Pay Dates:

Employees working one of the programs will be paid as listed below:

Pay Date Pay/Work Period

10 Day Program July 5 (8 days) June 17 – June 27

July 18 (3 days) July 1 – July 3

20 Day Program July 5 (13 days) June 7 – June 27

Site Based Teachers August 1 (9 days) July 1 – July 11

20 Day Program July 5 (12 days) June 10 – June 27

Other than Site Based Teachers August 1 (8 days) July 1 – July 11

24 Day Program July 5 (8 days) June 17 – June 27

July 18 (3 days) July 1 – July 3

August 1 (8 days) July 8 – July 18

August 16 (6 days) July 22 – July 30

Sick Leave Accrual:

Employees who work the 20 or 24 day program and high school teachers who work a full day (2 single

sessions) will earn .5 day sick leave.

Absences:

• All 10 day program employees’ absences will be without pay. These employees are not eligible to

use previously earned sick leave for pay purposes.

• 20 or 24 day program employees may use sick leave.

SRP Master Contract 2013-2014

Substitutes:

A regular employee who substitutes in this program will be paid his/her regular hourly rate.

MEMORANDUM OF UNDERSTANDING

Summer Food Service Program (SFSP) -- 2013

The District School Board of Pasco County and the United School Employees of Pasco mutually agree to

the following provisions in order to implement the United States Department of Agriculture (USDA)

Summer Food Service Program (SFSP) for summer 2013. This program provides meals to Extended School

Year sites, PLACE Program sites, as well as other school and community-based summer programs. Due to

the variety of programs being serviced, considerable flexibility will be required. Therefore, the parties

agree to the following:

a. Assignment to the Summer Food Service Program is voluntary.

b. The district’s Food and Nutrition Services (FNS) will provide notices relative to the SFSP dates on

or about April 30, 2013.

c. Each employee having an interest in working in the SFSP will submit his/her intent to the

district’s Food and Nutrition Services Department by May 7, 2013.

d. Tentative job openings will be announced on or about April 30, 2013.

e. When it is judged that professional qualifications and ability are substantially equal among

applicants for the program to be offered, district seniority shall prevail.

f. PLACE – for those schools that operate a PLACE program on Fridays during the summer months,

FNS employees will be expected to work those days and be compensated accordingly.

Program Dates:

a. FNS Summer Production Assistant: (up to 16 positions anticipated)

Calendar: June 7 through August 2, 2013…up to 40 work days

Prep Day: June 7 – approximately 3 hours (only for selected sites)

Training Date: - approximately 3 hours – to be held from 2:00 p.m. to 5:00 p.m. on May 22, 23,

28 or 30 (training date depends on location). Employees will be notified of the training date and

location when offers of employment are made.

Work Day: 3 - 6 hours / day (times to vary by location and need)

Days: Determined by location (up to 40 work days) Total Hours: Determined by need

b. FNS Summer Production Assistant: (up to 17 positions anticipated)

Calendar: June 17 through July 3, 2012…up to 13 work days

Prep Date: June 17 – approximately 3 hours (only for selected sites)

Training Date: - approximately 3 hours – to be held from 2:00 p.m. to 5:00 p.m. on May 22, 23, 28

or 30 (training date depends on location). Employees will be notified of the training date and

location when offers of employment are made.

Work Day: 3 – 6 hours/day (times to vary by location and need)

Days: Determined by location (up to 13 work days) Total Hours: Determined by need

c. FNS Summer Assistant: (up to 55 positions anticipated)

Calendar: June 9 through August 2, 2013…up to 40 work days

Training Date: - approximately 3 hours – to be held from 2:00 p.m. to 5:00 p.m. on May 22, 23,

28 or 30 (training date depends on location). Employees will be notified of the training date and

location when offers of employment are made.

Work Day: 3 - 6 hours / day (times to vary by location and need)

Days: Determined by location (up to 40 work days) Total Hours: Determined by need

d. Employees will be provided with site-specific calendars and scheduled work hours.

Job Expectations:

FNS Summer Production Assistant

a. Understand federal, state and local program regulations; demonstrate knowledge of meal pattern

requirements; assist with identifying food ingredients for students with special needs.

b. Independent large-scale food production following proper meal standards, written standardized

recipes and instructions, and portion control methods.

c. Record menu items prepared, quantities of ingredients used, and leftovers on daily work

production records, using mathematics to maintain required documentation.

SRP Master Contract 2013-2014

d. Practice safe handling in operating large-scale food production equipment and tools.

e. Observe and practice procedures for proper food safety and sanitation.

f. Portion and serve food, restock the serving line during meal service, and record student

participation totals.

g. Clean and/or set up serving lines, point-of-sale stations, condiment stations, storage areas, work

areas, kitchen equipment and tools, and FNS restroom.

h. Wash dishes and utensils; assist with recycling and empty refuse as needed in the kitchen; clean

kitchen floors.

i. Check out supplies from storeroom; assist with deliveries and inventory.

j. Ability to complete food orders and use email for communication.

Job Expectations:

FNS Summer Assistants

a. Assist with large-scale food production following proper meal standards, written standardized

recipes and instructions, and portion control methods.

b. Transport food in district-owned, full-size panel vans, maintain appropriate valid Florida driver’s

license for vehicle driven and approval in District School Board of Pasco County Safe Driver

Plan.

c. Observe and practice procedures for proper food safety and sanitation.

d. Portion and serve food, restock the serving line during meal service, and record student

participation totals.

e. Clean and/or set up serving lines, point-of-sale stations, condiment stations, storage areas, work

areas, kitchen equipment and tools, and FNS restroom.

f. Wash dishes and utensils; assist with recycling and empty refuse as needed in the kitchen; clean

kitchen floors.

g. Check out supplies from storeroom; assist with deliveries and inventory.

h. Ability to use email for communication.

Potential Reductions in Force (RIF) or Addition of FNS Summer Staff:

Since this program is funded separately from other district programs, relies upon the accessibility of district

transport vehicles, and student participation is the sole factor in determining funding, there may be a need

to reduce staff at a specific worksite in order to be cost effective. If student participation exceeds

anticipated enrollment, there may be a need to add staff at a specific worksite. If reductions in staff are

necessary, they will be conducted by program site, led by Food and Nutrition Services, and will be based

upon seniority. If reductions in staff occur, the reduced employee will be offered a position at another site

within their geographical preference, if available.

Sick Leave Accrual:

Employees will earn one (1) day of sick leave for working every 20 scheduled work days. The time earned

will equal the length of the employee’s scheduled workday, 3 - 6 hours. Should an employee complete this

program and have the earned sick day remaining, that time shall be added to the employee’s regular sick

leave balance for use during the regular school year.

Pay Rate:

a. FNS Summer Production Assistants will be paid an hourly rate of $10.40 for all hours worked.

b. FNS Summer Assistants will be paid an hourly rate of $9.25 for all hours worked.

c. Substitute FNS Summer Production Assistants for this program are subject to the same

qualification requirements as the FNS Summer Production Assistants and will be paid at an hourly

rate of $10.40 for all hours worked.

d. Substitute FNS Summer Assistants for this program are subject to the same qualification

requirements as the FNS Summer Assistants and will be paid at an hourly rate of $9.25 for all

hours worked.

Program Evaluation:

The District and Union agree to meet at the conclusion of the 2013 Summer Food Service Program and

evaluate the components of the program, its implementation and discuss any potential modifications to

SRP Master Contract 2013-2014

future years’ program, should they exist.

Pay Dates:

Employees working up to 40 days will receive paychecks as follows:

Pay Date Pay/Work Period

June 27 (6 days) June 7 – 14

July 5 (10 days) June 17 – 28

July 18 (9 days) July 1 – 12

August 1 (10 days) July 15 – 26

August 16 (5 days) July 29 – August 2

SRP Master Contract 2013-2014

DISTRICT SCHOOL BOARD OF PASCO COUNTY

Salary Schedules

Custodian Outside Custodian

Salary Schedule 02B

(Based on 8-hour day exclusive of lunch.)

(12 month positions)

Year of Service Hourly

1 $8.60

2 $8.65

3 $8.70

4 $8.75

5 $8.80

6 $8.85

7 $8.90

8 $9.10

9 $9.30

10 $9.50

11 $9.75

12 $10.00

13 $10.30

14 $10.60

15 $10.90

16 $11.25

17 $11.95

18 $12.70

19 $13.45

20 $14.20

Credit for experience will be granted on the salary schedule on

the basis of one (1) year for every two (2) years of related

experience outside the District School Board of Pasco County but

will not exceed five (5) years of credit. All experience must be

verified in writing by former employer(s). If the aggregate of

verified outside related experience results in a fractional part of a

year greater than one-half (1/2), it will be counted as a year of

outside experience.

A supplement of $0.20 per hour will be paid for each of two (2)

certifications of certified custodian or master custodian. Proof of

certification must be submitted to the Human Resources

Department, and payment will begin at the start of the pay period

following submission of evidence of certification and review and

approval by the Director of Human Resources or his/her

designee.

Effective July 1, 2013, a shift differential of $0.35 per hour will

be paid.

SRP Master Contract 2013-2014

Food and Nutrition Services Assistant

Salary Schedule 03B

Year of Service Hourly

1 $8.75

2 $8.80

3 $8.85

4 $8.90

5 $8.95

6 $9.00

7 $9.05

8 $9.30

9 $9.50

10 $9.70

11 $9.90

12 $10.10

13 $10.30

14 $10.50

15 $10.70

16 $10.90

17 $11.10

18 $11.30

19 $11.55

20 $11.90

Credit for experience will be granted on the salary schedule on

the basis of one (1) year for every two (2) years of related

experience outside the District School Board of Pasco County

but will not exceed five (5) years of credit. All experience

must be verified in writing by former employer(s). If the

aggregate of verified outside related experience results in a

fractional part of a year greater than one-half (1/2), it will be

counted as a year of outside experience.

A supplement of $0.10 per hour, up to a maximum of $0.60

per hour, will be paid for each twenty (20) hours of Food and

Nutrition Service Association training approved by the

American School Food Service Association. Hours of training

completed during the 2000-2001 school year and beyond may

apply toward earning this supplement. Proof must be

submitted on the appropriate form to the Human Resources

Department, and payment will begin at the start of the pay

period following receipt of the form certifying completion of

the required hours and its review and approval by the Director

of Human Resources or his/her designee.

SRP Master Contract 2013-2014

Instructional Assistant (Basic, Federal & State Programs)

Instructional Assistant (Deaf/Hard of Hearing) (ESE)

Instructional Assistant (Department of Juvenile Justice)

Instructional Assistant (ESE)

Instructional Assistant (Prekindergarten)

Instructional Assistant (Special Adult Ed. Programs)

Paraprofessional (Adaptive Physical Education)

Paraprofessional (Cyesis)

Transportation Assistant

Salary Schedule 04B

(Based on 7-hour day exclusive of lunch.)

Year of Service Hourly

1 $8.90

2 $8.95

3 $9.00

4 $9.05

5 $9.10

6 $9.15

7 $9.20

8 $9.40

9 $9.60

10 $9.80

11 $10.00

12 $10.20

13 $10.40

14 $10.65

15 $10.90

16 $11.15

17 $11.40

18 $11.65

19 $11.90

20 $12.30

Credit for experience will be granted on the salary schedule on the basis of one

(1) year for every two (2) years of related experience outside the District School

Board of Pasco County but will not exceed five (5) years of credit. All experience

must be verified in writing by former employer(s). If the aggregate of verified

outside related experience results in a fractional part of a year greater than one-

half (1/2), it will be counted as a year of outside experience.

Instructional Assistant (Prekindergarten) may be assigned additional work

time beyond the 7 hour day to ride the school bus as a monitor.

Instructional Assistant (Prekindergarten) who have a CDA or equivalent will

be paid a supplement of $.53 per hour.

Paraprofessional (Cyesis) will work 7-1/2 hours per day including lunch.

Paraprofessional (Cyesis) who has a Child Development Associate (CDA) or

equivalent will be paid a supplement of $0.53 per hour which will be considered

in the calculation of the Education Supplemental Pay Plan ceiling. CDA issued

and credit received through the District School Board of Pasco County's Adult

Education Program does not qualify for this supplement.

Instructional Assistant (Prekindergarten) and Paraprofessional

(Prekindergarten) who have a CDA or equivalent will be paid a supplement of

$.53 per hour.

Instructional Assistant (Deaf/Hard of Hearing) (ESE), will be paid a

supplement of $1.15 per hour, if recommended.

The Director of ESE may determine that certain programs require an instructional

assistant to be a licensed practical nurse because of the nature of the students

being served. In the event this occurs, the instructional assistant will be paid

from salary schedule 30B.

Effective September 16, 2002, Instructional Assistant (Basic, Federal & State

Programs), Instructional Assistant (Deaf/Hard of Hearing) (ESE), Instructional

Assistant (Dept. of Juvenile Justice), Instructional Assistant (ESE), Instructional

Assistant (Prekindergarten), and Instructional Assistant (Special Adult Education

Programs) will be paid a supplement of $1.00 per hour.

SRP Master Contract 2013-2014

Food and Nutrition Services Production Assistant

Senior Child Care Assistant

Salary Schedule 07B

Year of Service Hourly

1 $9.75

2 $9.80

3 $9.85

4 $9.90

5 $9.95

6 $10.00

7 $10.05

8 $10.25

9 $10.50

10 $10.70

11 $10.90

12 $11.10

13 $11.35

14 $11.55

15 $11.75

16 $11.95

17 $12.15

18 $12.35

19 $12.55

20 $12.95

Instructional Assistant (Instructional Learning Systems) Registrar

Micrographics Service Clerk Secretary III

Secretary III

Salary Schedule 08B

(Based on 7.5-hour day exclusive of lunch.)

(12 month positions)

Year of Service Hourly

1 $8.95

2 $9.00

3 $9.05

4 $9.10

5 $9.15

6 $9.20

7 $9.25

8 $9.55

9 $9.80

10 $10.05

11 $10.30

12 $10.55

13 $10.85

14 $11.35

15 $11.90

16 $12.40

17 $12.90

18 $13.60

19 $14.40

20 $15.15

Credit for experience will be granted on the salary schedule on the basis of one (1)

year for every two (2) years of related experience outside the District School Board

of Pasco County but will not exceed five (5) years of credit. All experience must be

verified in writing by former employer(s). If the aggregate of verified outside

related experience results in a fractional part of a year greater than one-half (1/2), it

will be counted as a year of outside experience.

Food and Nutrition Services Production Assistant will be paid a supplement of

$0.10 per hour, up to a maximum of $0.60 per hour for each twenty (20) hours of

Food and Nutrition Service Association training approved by the American School

Food Service Association. Hours of training completed during the 2000-2001

school year and beyond may apply toward earning this supplement. Proof must be

submitted on the appropriate form to the Human Resources Department, and

payment will begin at the start of the pay period following receipt of the form

certifying completion of the required hours and its review and approval by the

Director of Human Resources or her designee.

Senior Child Care Assistant will work six (6) hours per day exclusive of lunch.

Effective August 19, 2013, a supplement for $0.15 per hour will be paid to FNS

Production Assistants.

Credit for experience will be granted on the salary schedule on

the basis of one (1) year for every two (2) years of related

experience outside the District School Board of Pasco County but

will not exceed five (5) years of credit. All experience must be

verified in writing by former employer(s). If the aggregate of

verified outside related experience results in a fractional part of a

year greater than one-half (1/2), it will be counted as a year of

outside experience.

Effective September 16, 2002, Instructional Assistant

(Integrated Learning Systems) will be paid a supplement of

$1.00 per hour.

SRP Master Contract 2013-2014

Maintenance III

Salary Schedule 09B

(Based on 8-hour day exclusive of lunch.)

(12 month positions)

Year of Service Hourly

1 $9.95

2 $10.00

3 $10.05

4 $10.10

5 $10.15

6 $10.20

7 $10.30

8 $10.55

9 $10.80

10 $11.05

11 $11.30

12 $11.55

13 $11.80

14 $12.05

15 $12.35

16 $12.60

17 $12.95

18 $13.35

19 $14.10

20 $14.55

Clinic Assistant

Instructional Assistant (ESOL/Bilingual)

Paraprofessional (Social Services)

Early Childhood Programs Health Assistant

Salary Schedule 10B

(Based on 7-hour day exclusive of lunch.)

Year of Service Hourly

1 $8.80

2 $8.85

3 $8.90

4 $8.95

5 $9.00

6 $9.05

7 $9.10

8 $9.40

9 $9.65

10 $9.90

11 $10.15

12 $10.40

13 $10.70

14 $10.95

15 $11.25

16 $11.50

17 $11.75

18 $12.05

19 $12.35

20 $12.70

Credit for experience will be granted on the salary schedule for

each year of experience outside the District School Board of

Pasco County if in the applicable area of specialization. All

experience must be verified in writing by former employer(s). If

the aggregate of verified outside related experience results in a

fractional part of a year greater than one-half (1/2), it will be

counted as a year of outside experience.

Credit for experience will be granted on the salary schedule on the basis of one

(1) year for every two (2) years of related experience outside the District School

Board of Pasco County but will not exceed five (5) years of credit. All experience

must be verified in writing by former employer(s). If the aggregate of verified

outside related experience results in a fractional part of a year greater than one-

half (1/2), it will be counted as a year of outside experience.

Effective September 16, 2002, Instructional Assistant (ESOL/Bilingual) will

be paid a supplement of $1.00 per hour.

SRP Master Contract 2013-2014

Facility Service Worker Food and Nutrition Services Associate

Maintenance I

Salary Schedule 11B

(Based on 8-hour day exclusive of lunch.)

Year of Service Hourly

1 $10.95

2 $11.00

3 $11.05

4 $11.10

5 $11.15

6 $11.20

7 $11.30

8 $11.55

9 $11.80

10 $12.05

11 $12.35

12 $12.60

13 $12.90

14 $13.30

15 $13.80

16 $14.30

17 $14.80

18 $15.45

19 $16.35

20 $17.10

Maintenance II

Salary Schedule 12B

(Based on 8-hour day exclusive of lunch.)

Year of Service Hourly

1 $10.50

2 $10.55

3 $10.60

4 $10.65

5 $10.70

6 $10.75

7 $10.85

8 $11.15

9 $11.40

10 $11.65

11 $11.90

12 $12.15

13 $12.40

14 $12.70

15 $13.15

16 $13.65

17 $14.25

18 $15.00

19 $15.90

20 $16.65

Credit for experience will be granted on the salary schedule for

each year of experience outside the District School Board of

Pasco County if in the applicable area of specialization. All

experience must be verified in writing by former employer(s).

If the aggregate of verified outside related experience results in

a fractional part of a year greater than one-half (1/2), it will be

counted as a year of outside experience.

Credit for experience will be granted on the salary

schedule for each year of experience outside the District

School Board of Pasco County if in the applicable area of

specialization. All experience must be verified in writing

by former employer(s). If the aggregate of verified outside

related experience results in a fractional part of a year

greater than one-half (1/2), it will be counted as a year of

outside experience.

SRP Master Contract 2013-2014

Information Services Support Specialist Physical Education Field Technician

Maintenance IA Technology Services Technician

Maintenance IAA Telecom Technician II

Network Technician II Water and Sewer Plant Operator

Salary Schedule 13B

(Based on 8-hour day exclusive of lunch.)

Year of Service Hourly

1 $12.00

2 $12.05

3 $12.10

4 $12.15

5 $12.20

6 $12.25

7 $12.35

8 $12.70

9 $13.05

10 $13.40

11 $13.75

12 $14.15

13 $14.50

14 $14.90

15 $15.40

16 $16.15

17 $16.75

18 $17.50

19 $18.45

20 $19.20

Credit for experience will be granted on the salary schedule for

each year of experience outside the District School Board of

Pasco County if in the applicable area of specialization. All

experience must be verified in writing by former employer(s).

If the aggregate of verified outside related experience results in

a fractional part of a year greater than one-half (1/2), it will be

counted as a year of outside experience.

Maintenance IAA will be paid a biweekly supplement of

$150.77 or one-half (1/2) the Crew Chief supplement,

whichever is greater.

The Director of Facilities and Maintenance Services will

recommend initial placement on this salary schedule for Water

and Sewer Plant Operator based on a combination of

documented related education and experience and possession

of appropriate State license(s).

Technology Services Technician who are certified to

complete warranty repair work for which the company and the

district have a warrant program agreement will be paid a

biweekly supplement of $75.38.

SRP Master Contract 2013-2014

Early Head Start Home Services Worker

Press Operator

Salary Schedule 14B

(Based on 8-hour day exclusive of lunch.)

Year of Service Hourly

1 $11.70

2 $11.75

3 $11.80

4 $11.85

5 $11.90

6 $11.95

7 $12.05

8 $12.40

9 $12.75

10 $13.10

11 $13.45

12 $13.80

13 $14.15

14 $14.55

15 $14.90

16 $15.25

17 $15.65

18 $16.00

19 $16.40

20 $16.95

Courier Records and Materials Handler

Distribution and Materials Handler Resource Recovery Assistant II

Materials Handler

Salary Schedule 17B

(Based on 8-hour day exclusive of lunch.)

Year of Service Hourly

1 $9.95

2 $10.00

3 $10.05

4 $10.10

5 $10.15

6 $10.20

7 $10.25

8 $10.55

9 $10.80

10 $11.10

11 $11.35

12 $11.60

13 $11.85

14 $12.10

15 $12.35

16 $12.65

17 $13.00

18 $13.40

19 $13.90

20 $14.60

Credit for experience will be granted on the salary schedule for

each year of experience outside the District School Board of

Pasco County. All experience must be verified in writing by

former employer(s). If the aggregate of verified outside related

experience results in a fractional part of a year greater than one-

half (1/2), it will be counted as a year of outside experience.

Early Head Start Home Services Worker will work 7 hours per

day exclusive of lunch.

Credit for experience will be granted on the salary schedule on

the basis of one (1) year for every two (2) years of related

experience outside the District School Board of Pasco County

but will not exceed five (5) years of credit. All experience must

be verified in writing by former employer(s). If the aggregate

of verified outside related experience results in a fractional part

of a year greater than one-half (1/2), it will be counted as a year

of outside experience.

Records and Materials Handler will work 7.5 hours per day

exclusive of lunch.

Distribution and Materials Handler and Materials Handler

will be paid a supplement of $0.50 per hour.

SRP Master Contract 2013-2014

Bookkeeper-Secretary Media Resources Technician

Conservation and Recycling Operations Assistant Media Services Technician

Construction Finance Assistant Micrographics Services Technician

Data Entry Operator Migrant Recruiter

Employee Benefits and Risk Assistant II Printer II

Finance Assistant II Purchasing Assistant

Financial Aid Assistant School Media/Technology Assistant

Human Resources Assistant Secretary II

Human Resources Assistant II Student System Data Entry Operator

Media Automation Technician Testing Assistant

Media Production Technician

Salary Schedule 18B

(Based on 7.5-hour day exclusive of lunch.)

Year of Service Hourly

1 $9.95

2 $10.00

3 $10.05

4 $10.10

5 $10.15

6 $10.20

7 $10.30

8 $10.55

9 $10.80

10 $11.05

11 $11.30

12 $11.60

13 $11.85

14 $12.15

15 $12.70

16 $13.20

17 $13.90

18 $14.65

19 $15.40

20 $16.15

Credit for experience will be granted on the salary schedule on the basis of

one (1) year for every two (2) years of related experience outside the

District School Board of Pasco County but will not exceed five (5) years

of credit. All experience must be verified in writing by former

employer(s).

Printer II will be given credit for experience on the salary schedule for

each year of related experience. All experience must be verified in writing

by former employer(s).

If the aggregate of verified outside related experience results in a fractional

part of a year greater than one-half (1/2), it will be counted as a year of

outside experience.

Bookkeeper-Secretary at each high school will work an 8 hour day

exclusive of lunch.

In case of layoff, Testing Assistant will be placed on the Secretary II

layoff-recall list.

School Media/Technology will be paid a supplement of $1.00 per hour.

SRP Master Contract 2013-2014

Bus Driver

Instructional Assistant/Bus Driver

Relief Bus Driver

Salary Schedule 19B

Year of Service Hourly

1 $11.50

2 $11.55

3 $11.60

4 $11.65

5 $11.70

6 $11.75

7 $11.80

8 $12.00

9 $12.15

10 $12.30

11 $12.45

12 $12.60

13 $12.80

14 $13.05

15 $13.35

16 $13.85

17 $14.40

18 $14.90

19 $15.65

Bus Driver credit for experience will be granted on the salary schedule on the basis of

one (1) year for every two (2) years of related school bus driving experience outside the

District School Board of Pasco County but will not exceed five (5) years of credit. All

experience must be verified in writing by former employer(s). If the aggregate of

verified outside related experience results in a fractional part of a year greater than one-

half (1/2), it will be counted as a year of outside experience. The Transportation

Department will determine time for each bus route. Time allocated for each School Bus

Route will include forty (40) minutes for cleaning, fueling and completion of required

reports.

Bus Driver will be paid from Step 11 for extra curricular trips.

Alternative School Bus Driver/Paraprofessional and Instructional Assistant/Bus

Driver will work an 8 hour day including lunch. Credit for experience will be granted

on the salary schedule on the basis of one (1) year for every two (2) years of related

experience outside the District School Board of Pasco County but will not exceed five

(5) years of credit. All experience must be verified in writing by former employer(s) and

may include experience as a paraprofessional or experience in a position serving

individuals or groups with special needs. If the aggregate of verified outside related

experience results in a fractional part of a year greater than one-half (1/2), it will be

counted as a year of outside experience.

Instructional Assistant/Bus Driver will be paid a supplement of $1.00 per hour.

Relief Bus Driver will be paid a supplement of $1.00 per hour.

SRP Master Contract 2013-2014

Instructional Assistant (Deaf/Hard of Hearing) (ESE)

(EIE, QA or NRID Certified)

Interpreter for the Deaf and Hard of Hearing

Salary Schedule 20B

(Based on 7-hour day exclusive of lunch.)

Year of Service Hourly

1 $11.10

2 $11.15

3 $11.20

4 $11.25

5 $11.30

6 $11.35

7 $11.40

8 $11.65

9 $11.85

10 $12.05

11 $12.25

12 $12.45

13 $12.70

14 $12.95

15 $13.20

16 $13.50

17 $13.75

18 $14.00

19 $14.25

20 $14.70

Credit for experience will be granted on the salary schedule on the

basis of one (1) year for every two (2) years of related experience

outside the District School Board of Pasco County but will not exceed

five (5) years of credit. All experience must be verified in writing by

former employer(s). If the aggregate of verified outside related

experience results in a fractional part of a year greater than one-half

(1/2), it will be counted as a year of outside experience.

Instructional Assistant (Deaf/Hard of Hearing) (ESE) or

Interpreter of Deaf and Hard of Hearing who has Quality

Assurance screening (QA) certification will be paid a supplement

based on the level attained:

Level I = $3.40 per hour; Level II = $4.65 per hour; Level III = $6.15

per hour.

Instructional Assistant (Deaf/Hard of Hearing) (ESE) or

Interpreter of Deaf and Hard of Hearing who has Educational

Interpreters' Evaluation (EIE) certification will be paid a supplement

based on the level attained: Level I = $4.65 per hour; Level II =

$6.15 per hour; Level III = $7.70 per hour.

Instructional Assistant (Deaf/Hard of Hearing) (ESE) or

Interpreter for the Deaf and Hard of Hearing who has taken the

Educational Interpreter Performance Assessment will be paid a

supplement based on score attained: 2.5 - 2.9 = $4.65, 3.0 - 3.4 =

$6.15, 3.5 - 3.9 = $7.70, 4.0 or higher = $9.85 per hour.

Instructional Assistant (Deaf/Hard of Hearing) (ESE) or

Interpreter of Deaf and Hard of Hearing who is certified by the

National Registry of Interpreters for the Deaf (NRID) will be paid a

supplement of $12.85 per hour.

Salary Schedule 20B Instructional Assistants (Deaf/Hard of

Hearing) Captionist Supplement of $4.65 per hour.

Effective September 16, 2002, Instructional Assistant (Deaf/Hard of

Hearing) (ESE) will be paid a supplement of $1.00 per hour.

SRP Master Contract 2013-2014

Family Services Worker (Prekindergarten) Paraprofessional (Transition Assistant)

Instructional Assistant (Student Discipline) Parent Involvement Assistant

Paraprofessional (Employment Assistant)

Salary Schedule 21B

(Based on 7-hour day exclusive of lunch.)

Year of Service Hourly

1 $10.00

2 $10.05

3 $10.10

4 $10.15

5 $10.20

6 $10.25

7 $10.30

8 $10.55

9 $10.80

10 $11.05

11 $11.30

12 $11.60

13 $11.85

14 $12.10

15 $12.35

16 $12.60

17 $12.85

18 $13.25

19 $13.85

20 $14.40

Computer Operator II

Department of Juvenile Justice Program Specialist

Salary Schedule 22B

(Based on 7.5-hour day exclusive of lunch.)

Year of Service Hourly

1 $10.80

2 $10.85

3 $10.90

4 $10.95

5 $11.00

6 $11.05

7 $11.15

8 $11.40

9 $11.65

10 $11.90

11 $12.15

12 $12.40

13 $12.65

14 $12.90

15 $13.20

16 $13.70

17 $14.20

18 $14.70

19 $15.40

20 $16.15

Credit for experience will be granted on the salary schedule on the basis

of one (1) year for every two (2) years of related experience outside the

District School Board of Pasco County but will not exceed five (5) years

of credit.

Paraprofessional (Employment Assistant) and Paraprofessional

(Transition Assistant) will be granted credit for experience on the

salary schedule for each year of experience outside the District School

Board of Pasco County not to exceed ten (10) years.

All experience must be verified in writing by former employer(s). If the

aggregate of verified outside experience results in a fractional part of a

year greater than one-half (1/2), it will be counted as a year of outside

experience.

Effective September 16, 2002, Instructional Assistant (Student

Discipline) will be paid a supplement of $1.00 per hour.

Credit for experience will be granted on the salary schedule on

the basis of one (1) for every two (2) years of related

experience outside the District School Board of Pasco County

but will not exceed five (5) years of credit. All experience must

be verified in writing by former employer(s). If the aggregate

of verified outside related experience results in a fractional part

of a year greater than one-half (1/2), it will be counted as a year

of outside experience.

SRP Master Contract 2013-2014

Air Conditioning Controls Specialist Network Technician I

Air Conditioning Specialist Telecom Technician I

Mechanic I

Salary Schedule 23B

(Based on 8-hour day exclusive of lunch.)

Year of Service Hourly

1 $14.70

2 $14.75

3 $14.80

4 $14.85

5 $14.90

6 $14.95

7 $15.00

8 $15.35

9 $15.80

10 $16.15

11 $16.50

12 $16.85

13 $17.20

14 $17.55

15 $17.90

16 $18.25

17 $18.60

18 $18.95

19 $19.40

20 $19.95

Credit for experience will be granted on the salary schedule for

each year of experience outside the District School Board of Pasco

County if in the applicable area of specialization. All experience

must be verified in writing by former employer(s). If the aggregate

of verified outside related experience results in a fractional part of

a year greater than one-half (1/2), it will be counted as a year of

outside experience.

Air Conditioning Controls Specialist will be paid a biweekly

supplement of $75.38.

Mechanic Is will receive a $500 a year tool allowance.

Mechanic Is will receive a $75.38 bi-weekly supplement.

For Mechanic I, a supplement of $18.85 biweekly will be paid for

each of nine (9) certifications for School Bus Technician as

certified by the National Institute for Automotive Service

Excellence through the Educational Testing Service as verified by

the Supervisor of Transportation Maintenance. In addition, the

Board agrees to accept for supplemental pay purposes, any of the

Florida Association for Pupil Transportation five (5) year

certifications in the following areas; 1) Vehicle Service Technician,

2) Master Repair Technician 3) Bus Inspector, and 4) Bus

Inspector Trainer. Proof of certification must be submitted to the

Human Resources Department, and payment will begin at the start

of the pay period following submission of evidence of certification

and review and approval by the Director of Human Resources or

her designee.

SRP Master Contract 2013-2014

Bus Parts Specialist

Inventory/Records Specialist

Salary Schedule 24B

(Based on 8-hour day exclusive of lunch.)

Year of Service Hourly

1 $12.20

2 $12.25

3 $12.30

4 $12.35

5 $12.40

6 $12.45

7 $12.50

8 $12.80

9 $13.05

10 $13.30

11 $13.55

12 $13.85

13 $14.10

14 $14.35

15 $14.60

16 $14.85

17 $15.10

18 $15.40

19 $15.75

20 $16.25

Credit for experience will be granted on the salary schedule for each

year of experience in the applicable area of specialization. All

experience must be verified in writing by former employer(s). If the

aggregate of verified related experience results in a fractional part of a

year greater than one-half (1/2), it will be counted as a year of outside

experience.

For Bus Parts Specialist, a supplement of $18.85 biweekly will be paid

for each of seven (7) certifications for medium/heavy truck parts

specialist or automobile light truck parts specialist and for each of five

(5) medium/heavy truck aftermarket certifications as certified by the

National Institute for Automotive Service Excellence through the

Educational Testing Service as verified by the Supervisor of

Transportation Maintenance. In addition, the Board agrees to accept for

supplemental pay purposes, the Florida Association for Pupil

Transportation five (5) year certification in the following area; 1)

Certified Bus Parts Specialist. Proof of certification must be submitted

to the Human Resources Department, and payment will begin at the start

of the pay period following submission of evidence of certification and

review and approval by the Director of Human Resources or her

designee.

SRP Master Contract 2013-2014

Child Care Assistant

Lunchroom Monitor

Salary Schedule 26B

(Hours for Child Care Assistant will vary but will not exceed

5.5 hours per day average exclusive of lunch.)

Year of Service Hourly

1 $8.60

2 $8.65

3 $8.70

4 $8.75

5 $8.80

6 $8.85

7 $8.90

8 $9.10

9 $9.30

10 $9.50

11 $9.70

12 $9.95

13 $10.15

14 $10.35

15 $10.55

16 $10.75

17 $11.00

18 $11.25

19 $11.50

20 $11.90

Printer III Transportation Maintenance Assistant

Salary Schedule 27B

(Based on 8-hour day exclusive of lunch.)

Year of Service Hourly

1 $9.20

2 $9.25

3 $9.30

4 $9.35

5 $9.40

6 $9.45

7 $9.50

8 $9.80

9 $10.05

10 $10.30

11 $10.55

12 $10.85

13 $11.10

14 $11.35

15 $11.60

16 $11.85

17 $12.10

18 $12.55

19 $13.00

20 $13.50

Credit for experience will be granted on the salary schedule on the

basis of one (1) year for every two (2) years outside the District

School Board of Pasco County if in the applicable area of

specialization but will not exceed five (5) years of credit. All

experience must be verified in writing by former employer(s). If the

aggregate of verified outside related experience results in a fractional

part of a year greater than one-half (1/2), it will be counted as a year

of outside experience.

For Transportation Maintenance Assistant, a supplement of $18.85

biweekly will be paid for each of nine (9) certifications for School

Bus Technician as certified by the National Institute for Automotive

Service Excellence through the Educational Testing Service as

verified by the Supervisor of Transportation Maintenance. In addition,

the Board agrees to accept for supplemental pay purposes, any of the

Florida Association for Pupil Transportation five (5) year

certifications in the following areas; 1) Vehicle Service Technician,

and 2) Master Repair Technician. Proof of certification must be

submitted to the Human Resources Department, and payment will

begin at the start of the pay period following submission of evidence

of certification and review and approval by the Director of Human

Resources or her designee.

Printer III will work 7.5 hours per day exclusive of lunch.

SRP Master Contract 2013-2014

Computer Operator I Senior Food and Nutrition Services Associate

Food and Nutrition Services Technician Senior Human Resources Assistant

Information Services Help Desk/Trainer

Salary Schedule 28B

(Based on 7.5-hour day exclusive of lunch.)

Year of Service Hourly

1 $12.20

2 $12.25

3 $12.30

4 $12.35

5 $12.40

6 $12.45

7 $12.60

8 $12.95

9 $13.30

10 $13.65

11 $14.00

12 $14.35

13 $14.75

14 $15.10

15 $15.45

16 $15.80

17 $16.15

18 $16.50

19 $16.85

20 $17.35

Occupational Therapy Assistant

Physical Therapy Assistant

Salary Schedule 29B

(Based on 7.5-hour day exclusive of lunch.)

Year of Service Hourly

1 $18.15

2 $18.20

3 $18.25

4 $18.30

5 $18.35

6 $18.40

7 $18.45

8 $18.70

9 $18.95

10 $19.20

11 $19.50

12 $19.75

13 $20.00

14 $20.25

15 $20.50

16 $20.95

17 $21.45

18 $21.95

19 $22.45

20 $23.05

Credit for experience will be granted on the salary schedule for each

year of experience outside the District School Board of Pasco

County if in the applicable area of specialization. All experience

must be verified in writing by former employer(s). If the aggregate

of verified outside related experience results in a fractional part of a

year greater than one-half (1/2), it will be counted as a year of

outside experience.

Effective July 1, 2013, a supplement of $1.50 per hour will be

provided to Senior Human Resources Assistants and Food and

Nutrition Services Senior Associates.

Credit for experience will be granted on the salary schedule for each year of

related experience. All experience must be verified in writing by former

employer(s). If the aggregate of verified outside related experience results in a

fractional part of a year greater than one-half (1/2), it will be counted as a year

of outside experience.

SRP Master Contract 2013-2014

Clinic Assistant w/LPN License

Early Head Start - Licensed Practical Nurse

Instructional Assistants/Paraprofessionals Eligible for an FEC at the Bachelor Level or Higher

Licensed Practical Nurse (ESE)

Licensed Practical Nurse/Instructional Assistant (ESE)

Salary Schedule 30B

(Based on 7-hour day exclusive of lunch.)

Year of Service Hourly

1 $12.20

2 $12.25

3 $12.30

4 $12.35

5 $12.40

6 $12.45

7 $12.50

8 $12.75

9 $13.00

10 $13.25

11 $13.50

12 $13.75

13 $14.00

14 $14.25

15 $14.50

16 $14.80

17 $15.05

18 $15.35

19 $15.60

20 $15.95

Credit for experience will be granted on the salary schedule on the basis of one

(1) year for every two (2) years of related experience outside the District School

Board of Pasco County but will not exceed five (5) years of credit.

All experience must be verified in writing by former employer(s). If the

aggregate of verified outside experience results in a fractional part of a year

greater than one-half (1/2), it will be counted as a year of outside experience.

Instructional Assistant or Paraprofessional who is eligible for a state issued

Florida Educator's Certificate at the bachelor level or higher will be placed on

salary schedule 30B effective at the beginning of the next pay period after

submission of evidence of eligibility for a Florida Educator's Certificate at the

bachelor level or higher and review and approval by the Director of Human

Resources or his/her designee. All individuals who previously applied for a

certificate and possess a statement of eligibility will no longer need to reapply for

this statement once it expires.

Clinic Assistant who is a licensed practical nurse will be paid according to salary

schedule 30B.

The Director of Exceptional Student Education may determine that certain

programs require an Instructional Assistant or Paraprofessional to be a Licensed

Practical Nurse because of the nature of the students being served. When this

occurs, the Instructional Assistant or Paraprofessional will be paid from salary

schedule 30B.

Effective September 16, 2002, LPN/Instructional Assistant (ESE) will be paid a

supplement of $1.00 per hour.

SRP Master Contract 2013-2014

Early Head Start - Caregiver

Social Educator - Head Start Program

Salary Schedule HS

(Based on 7.5-hour day exclusive of lunch.)

A E F G H

Yr. High 64 Sem. 80 Sem. 96 Sem. 112 Sem.

Srv. School Hours Hours Hours Hours

1 $12.25 $13.25 $13.50 $13.75 $14.00

2 $12.30 $13.30 $13.55 $13.80 $14.05

3 $12.35 $13.35 $13.60 $13.85 $14.10

4 $12.40 $13.40 $13.65 $13.90 $14.15

5 $12.45 $13.45 $13.70 $13.95 $14.20

6 $12.50 $13.50 $13.75 $14.00 $14.25

7 $12.70 $13.70 $13.95 $14.20 $14.45

8 $13.00 $14.00 $14.25 $14.50 $14.75

9 $13.30 $14.30 $14.55 $14.80 $15.05

10 $13.60 $14.60 $14.85 $15.10 $15.35

11 $13.90 $14.90 $15.15 $15.40 $15.65

12 $14.20 $15.20 $15.45 $15.70 $15.95

13 $14.50 $15.50 $15.75 $16.00 $16.25

14 $14.80 $15.80 $16.05 $16.30 $16.55

15 $15.10 $16.10 $16.35 $16.60 $16.85

16 $15.45 $16.45 $16.70 $16.95 $17.20

Social Educator - Head Start Program will be granted credit for experience on the salary schedule on the

basis of one (1) year for every two (2) years of related experience outside the District School Board of

Pasco County but will not exceed five (5) years of credit.

Early Head Start - Caregiver will be granted credit for experience on the salary schedule on the basis of one

(1) year of related experience outside the District School Board of Pasco County but will not exceed seven

(7) years of credit.

All experience must be verified in writing by former employer(s). If the aggregate of verified outside

related experience results in a fractional part of a year greater than one-half (1/2), it will be counted as a

year of outside experience.

An employee with an Associate's Degree will be paid no lower than column "E".

Early Head Start - Caregiver will work 7-1/2 hours per day including lunch.

SRP Master Contract 2013-2014

APPENDIX A— GRIEVANCE FORM

DISTRICT SCHOOL BOARD OF PASCO COUNTY

Grievance Report Form

Name(s) of Grievant(s)

School Assignment

Home Address

Home Telephone ( )

Grievance #/Year Grievance Level Date Filed

Grievance filed under the provisions of: Article VI, Section A-1/Section A-2

Article(s) and specific section(s) of Agreement violated

Date of alleged violation

Date of informal level discussion with supervisor

Statement of grievance

Relief sought

Grievant(s) Signature(s) Date

Date received by Administrator

Disposition of Administrator

Administrator(s) Signature(s) Date

Once copy each: Administrator, Union, Grievant, Superintendent

SRP Master Contract 2013-2014

APPENDIX B—MEMBERSHIP APPLICATION AND DUES AUTHORIZATION FORM

TO ALL PERSONS ELIGIBLE FOR MEMBERSHIP IN THE BARGAINING UNITS

REPRESENTED BY THE UNITED SCHOOL EMPLOYEES OF PASCO (USEP):

As required by law, USEP represents all members of the Instructional and School Related Personnel (SRP)

units at the bargaining table. Only dues-paying members of the USEP, however, are eligible for all other

services provided by the Union, including processing of grievances and legal counsel in the event of duty-

related difficulties. Should a member obtain outside representation and/or legal counsel, USEP will cease to

provide representation. In addition, the costs of such outside representation and/or counsel will be borne

solely by the member.

To be represented free of charge, the individual seeking assistance must have been a dues-paying member

in good standing for a minimum of thirty (30) calendar days prior to the date upon which the problem

occurred.

However, bargaining unit members who are new to the Pasco County school system and who have not

previously been eligible for USEP membership will be entitled to receive the immediate benefit of the

services described above if they join USEP during the first fifteen (15) working days of their employment.

Any incident occurring after this fifteen (15) working day period will be subject to the thirty (30) calendar

day restriction mentioned above.

On occasion, USEP may elect to represent non-dues paying individuals. Such individuals may be required

to pay annual membership dues and a professional service fee that will be based upon the complexity of the

case.

Revised and adopted by USEP Representative Council August, 1995

SRP Master Contract Index – 2013-14 Page i

Index

Note: This index is referenced to the particular article, section, and/or subparagraph in the SRP Master Contract which addresses the topic.

For example, a reference listing of VIII B 3 c) indicates that the reader should locate Article VIII - Leaves of Absence, Section B - Paid

Leaves, subparagraph 3 - Personal Leave, item c), which in this case refers to transportation employees who request such leave.

MOU refers to Memorandums of Understanding which address a particular topic. The memorandums of understanding follow the main

body of the SRP Master Contract.

401(a) Qualified Retirement Plan XI E 2-9

DROP participants XI G 1 g)

403(b) Qualified Retirement Plan XI E 2-9

DROP participants XI G 1 g)

Absence without leave on temporary basis VIII A 8

Addendum A - Rules Governing the Salary Schedule See Table of

(see Table of Contents) Contents

Addendum B - OTETA Drug Testing “

Addendum C - Asbestos “

Addendum D - Reasonable Suspicion Drug Testing “

Additional Days for Juvenile Justice Program VII I 11

Addressing of Safety Concerns IX

Administration of medication VII T 16

Administrative Settlement Review, NNB and MOU

Agreement/Contract, definition II J

Agreement, printing and distribution of III A 10

Alcohol (see Federal Drug and Alcohol

Testing Program for Holders of Florida

Class A or B Commercial Drivers’ Licenses) Addendum B

Alternative School Bus Driver/Paraprofessional

Personal Leave (charged to Sick Leave) VIII B 3 c)

Route selection VII T 14

Alternative School for Disruptive Students

Right to return to previous position VII T 15

Workday, requirement to work after VII I 9

Appointment by School Board, materials to be provided VII T 7

Appointment of SRP to committees III A 2

Asbestos Exposure Procedure Addendum C

Assault, Battery, or Threat Against an SRP IX C

Athletic events - courtesy pass VII T 11

Attendance meritorious attendance incentive pay XI G

Bargaining representative, exclusive I A

Battery or threat against an SRP IX C

Benefits (see Economic Proposal)

Eligibility for XI B

Eligibility for during approved leave VIII A 2, 3

Family and Medical Leave, payment during VIII C 7 k)

Board, definition II E

Break/relief period VII I 2

Building, definition II I

Building Representative VII G 1

Bulletin boards, use by Union III C 6

Bus Driver

Benefits, eligility for XI B 3 a)

Credit for school bus driving experience Addendum A

ESE route selection VII I 10

Guarantee of hours VII I 5

Personal Leave (charged to Sick Leave) VIII B 3

Relief Bus Driver VII R

Return from leave VIII A 10

Route selection VII T 13

Student discipline VII N

Career Development MOU

Chaperoning (see personal days) VIII B 3 c)

Charter Schools VII P

Child Rearing Leave VIII C 1

Civic Participation Leave VIII C 4

Code of Student Conduct - SRP provided with VII N 2

Committees

Appointment of SRP to committees III A 2

Employee Assistance Program XI J

Educational Paraprofessionals, et al. Career Dev. MOU

Food and Nutrition Services Committee MOU

Indoor Air/Environmental Quality Issues MOU

Injury/Illness-in-Line-of-Duty (ILD) VIII B 2 e)

Insurance Committee XI B 2

Political Action, voluntary deduction XI C 1

Safety Committee - district IX A 7 a)

Safety Committee - worksite IX A 7 b)

Sick Leave Bank Committee VIII B 6 f)

SRP Compensation Committee MOU

SRP of the Year VII O

Tobacco Free Policy VII Q

Transportation Safe Driver Plan Committee III A 3

Compensation, SRP Compensation Committee MOU

Complaint (see grievance)

Conferences (parent) VII M

Conferences (parent) VII T 2

Continuous Employment of SRP VII A 4-7

Continuous Service Health Leave benefits VIII C 8

Contract distribution III A 10

Cost center, definition II M

Courtesy pass for athletic events VII T 11

Credit for previous experience

Continuous service Addendum A

School bus driving experience Addendum A

Custodians - employed for 6, 7, or 8 hours VII I 4

Day, definition II C

Death of an SRP IX C

Deductions (see payroll deductions)

Deferred Retirement Option Program (DROP) XI E

Definitions II

Dignity, treatment of SRP VII T 1

Dining area VII K 5

SRP Master Contract Index – 2013-14 Page ii

Direct deposit of paychecks XI A 10

Disability or death of an SRP IX C

Disciplinary/dismissal procedures VII A

Meeting called by supervisor VII A 2

Notification in writing VII A 1

Probationary period VII A

Procedures for dismissal VII A 8-10

Progressive discipline VII A 3

Reasons for dismissal VII A 5

Discipline of students VII N, T-2

Discrimination, General prohibitions IV A 3

Discrimination, Union activity IV A 1, 2

Dismissal procedures VII A

District, definition II D

Double session VII T 6

Dress Code for Transportation Department

(Bus Driver, Relief Bus Driver, Transportation

Assistant), Facilities and Maintenance Services

Department (Air Conditioning Specialist,

Maintenance I, IA, II, III, IV), Distribution

Services (Courier, Distribution and Materials

Handler, Records and Materials Handler) MOU

DROP XI E

Drug Testing - see Federal Drug and Alcohol

Testing Program for Holders of Florida Class

A or B Commercial Drivers’ Licenses Addendum B

Duration (of the SRP Agreement) XIII

Duty hours, to be provided to SRP VII

E-mail III C 5

EAP (see Employee Assistance Program)

Early Retirement Monthly Benefit XI D

Economic Proposal (see Table of Contents)

Education Leave VIII C 3

Educational Paraprofessionals and Other Eligible SRP

Career Development Program MOU

Education Supplemental Pay Plan XI I

Copy to be provided to SRP VII T 7

Educational support employee, definition VII A 4

Electronic network III C 5

Electronic Availability and Printing of Contract MOU

Electronic Personnel Directory MOU

Employee Assistance Program (EAP) XI J

Environmental Quality Issues, Indoor Air MOU

ESE route selection (Bus Drivers and Assistants) VII I 10

ESOL - Layoff Procedures VII D

ESOL - Recall Procedures VII E

Evaluation VII F

Comments of SRP can be attached VII F 4

Confidentiality of VII F 6

Deadline for placement in personnel file VII L 9

Explanation and copy to SRP VII F 1

Notification of deficiencies (NEAT) VII F 5

Responsibility of worksite supervisor VII F 2

Signature does not mean agreement VII F 3

Yearly evaluation required VII F 7

Experience, credit for previous

continuous service Addendum A

School bus driving experience Addendum A

Extended Personal Leave VIII C 6

Extended School Year, ESY MOU

Extended School Year Program, SRP Summer MOU

Facilities VII K

Dining area VII K 5

Lounges VII K 2

Mailboxes, use by Union III C 5

Notices, posting of Union III C 6

Parking VII K 1

Restrooms VII K 4

Telephone made available VII K 3

Use by Union III C

Facility and Maintenance Services Employees

Reporting to Work at Worksite other than

Facility and Maintenance Services Department VIII T 18

Fair Labor Standards Act (FLSA) VII I

Fair Practices IV

Nondiscrimination IV A 2, 3

Rights not restricted by SRP Agreement IV B

Right of SRP to join Union/display material IV A 1

Facility and Maintenance Services Department VIII T 18

Family and Medical Leave Act (FMLA) VIII C 7

Concurrency with Child Rearing Leave VIII C 1 c)

Health Leave VIII A 7 b)

Sick Leave Bank VIII B 6 d)

Holding of position after FMLA VIII A 7 c)

Federal Drug and Alcohol Testing Program

for Holders of Florida Class A or B

Commercial Drivers’ Licenses Addendum B

Federal and State Legislation MOU

Field Trip VII R 1 g)

Field Trip (chaperoning-see personal days) VIII B 3 c)

Field Trip (see MOU-Transportation Issues)

Fingerprinting MOU

Fitness of SRP to return to work VII T 9

FLSA (Fair Labor Standards Act) VII I 3

FMLA - see Family and Medical Leave Act VIII C 7

Food and Nutrition Services Assistants Layoff and

Recall Procedures VII D

Food and Nutrition Safety Apparel MOU

Food and Nutrition Service Assistants Recall VII E

Food and Nutrition Services Committee III A 4

Food and Nutrition Services employees

benefits, eligibility for XI B 3 b)

Fourth of July Paid Holiday MOU

Fringe benefits

(see Benefits)

Grievance VI

Definitions VI A

Form Appendix A

General application VI B

Procedure VI C

Group medical benefits recovery XI H

Health Care Premium, retiree XI F

Health and Safety (see Safety and Health)

Health, evidence of VII T 9

SRP Master Contract Index – 2013-14 Page iii

Health Leave (unpaid) VIII C 5

Health Opt Out XI B 1

Health Opt Out (SRP Retiree) MOU

Holding of positions after leaves (general) VIII A 5, 6

Holding of position after FMLA VIII A 7 c

Holiday, Fourth of July Paid MOU

Holidays (paid) VII J

Indoor Air / Environmental Quality Issues MOU

Information (see Public information)

Injury / Illness-in-Line-of-Duty (ILD) Leave VIII B 2

(also see Workers Compensation) IX B

Inservice (see also staff development) VII G

Educational Supplemental Pay Plan XI I

Inservice Points XI I

Instructional Assistants

Career Development MOU

Insurance

Benefits, eligibility for (general) XI B 3 c)

Dependent coverage XI B 5

Eligibility for during approved leave VIII A 2, 3

Family and Medical Leave, payment during VIII C 7 k)

Group medical benefits recovery XI H

Retiree health care premium XI F

Interview for job vacancy (see Vacancies) VII C 4

Job description, approval of I B

Job Sharing VII U

Job Titles and Salary Schedules (see Table of Contents)

Job Vacancies (see Vacancies)

Judicial Leave VIII B 4

Jury Duty (Judicial Leave) VIII B 4

Juvenile Justice Programs VII I

Layoff and Recall Procedures, FNS Assistants MOU

Layoff Procedure VII D

Layoff Impact, NCLB VII D, E

Leaves of Absence VIII

Absence without leave, temporary VIII A 8

Benefits, eligibility for during leave VIII A 2, 3

Child Rearing Leave VIII C 1

Civic Participation Leave VIII C 4

Concurrency with Child Rearing Leave VIII C 1 c)

Concurrency with FMLA VIII B 6 d)

Deduction of, calculation of VIII B 1 k)

Education Leave VIII C 3

Extended Personal Leave VIII C 6

Family and Medical Leave Act (FMLA) VIII C 7

Health Leave VIII A 7 b)

Health Leave VIII C 5

Holding of positions VIII A 5, 6

Injury/Illness-in-Line-of-Duty Leave VIII B 2

Judicial Leave VIII B 4

Military Leave VIII B 8

Military Leave VIII C 2

Paid Leaves VIII B

Personal Leave (charged to Sick Leave) VIII B 3

Rules governing leaves VIII A

Sabbatical Leave VIII B 7

Salary placement upon return from leave VIII A 4

Seniority rights VIII A 1

Sick Leave VIII B 1

Sick Leave Bank VIII B 6

Sick Leave, unpaid up to 20 days VIII A 7

Transfer of Sick Leave to Family Member VIII B 1 m)

Union Leave III A 11

Unpaid leaves VIII C

Use of, reasons for VIII B 1 j)

Vacation Leave VIII B 5

Legislation, Federal and State MOU

Liability IX E

Lounges VII K 2

Lunch period VII I 1

Mailboxes, use by Union III C 5

Maintenance Department Shirt Program MOU

Maintenance, Facility and Maintenance Services Employees

Reporting to Work at Worksite other than

Facility and Maintenance Services Department VIII T 18

Materials to be provided to SRP

Code of Student Conduct VII N 2a

Following Board appointment VII T 7

Medical condition, student with VII N 23

Medical insurance

Benefits, eligibility for (general) XI B 3 c)

Dependent coverage XI B 5

Eligibility for during approved leave VIII A 2, 3

Family and Medical Leave, payment during VIII C 7 k)

Group medical benefits recovery XI H

Retiree health care premium XI F

Medical (group) benefits recovery XI H

Medication/medical procedures VII T 16

Meeting

Called by supervisor VII A 4

Required to attend on off-duty time VII T 2

Union with worksite supervisor III A 4

Membership, Union form Appendix B

Memorandums of Understanding (see Table of Contents)

Meritorious Attendance Incentive Pay XI G

Mileage reimbursement

Rate of reimbursement XI A 3

SRP assigned to more than one worksite VII T 4, 18

Transporting students VII T 8

Military Leave

Paid VIII B 8

Salary placement upon return VIII A 4

Unpaid VIII C 2

Miscellaneous VII T

Monitoring of PreK Students on Bus VII V

NCLB Impact on SRP Layoff and Recall VII D, E

NEAT process - notification of deficiencies VII F 5

Negotiations, release from duty III A 7

Negotiations of Impact of SRP Continuous

Employment Bill VII A 7

NNB and Administrative Settlement Review MOU

No Child Left Behind (see NCLB) VII D, E

SRP Master Contract Index – 2013-14 Page iv

Nondiscrimination

General prohibitions IV A 3

Union activity IV A 1, 2

Noninstructional Sick Leave Bank Eligibility VIII B 6

Notices III C 6

Bulletin boards, use by Union III C 6

Mailboxes, use by Union III C 5

Posting of staff development VII G 4

Opt Out Program XI B 1

Opt Out Program Econ. Propos.

Opt Out Program (Retirees) MOU

Orientation meeting

SRP of the Year VII O 2

Union on agenda III C 7

OTETA (Federal Drug and Alcohol Testing

Program for Holders of Florida Class A or B

Commercial Drivers’ Licenses) Addendum B

Overtime VII I 3

Seniority considered as factor in assigning V A 2

Paid holidays VII J

Fourth of July MOU

Paid leaves VIII B

Concurrency with FMLA VIII B 6 d

Deduction of, calculation of VIII B 1 k)

Injury/Illness-in-Line-of-Duty Leave VIII B 2

Jury Duty VIII B 4

Military Leave VIII B 8

Personal Leave (charged to Sick Leave) VIII B 3

Sabbatical Leave VIII B 7

Sick Leave VIII B 1

Sick Leave Bank VIII B 6

Transfer of Sick Leave to Family Member VIII B 1 m)

Use of, reasons for VIII B 1 j)

Vacation Leave VIII B 5

Paraprofessionals (Instructional Assistants)

Paraprofessionals, career development program MOU

Parent-SRP conferences VII M

required to attend on off-duty time VII T 2

Parking VII K 1

Pay Plan

Education Supplemental Pay Plan XI I

Meritorious Attendance Incentive Pay XI G

Payment of Salary Increases MOU

Payroll

Deduction(s) for additional benefits XI C

Direct deposit XI A 11

Salary warrants XI A 10

Union dues III B 1

Personal Leave

Charged to Sick Leave VIII B 3

Extended - unpaid VIII C 6

Unpaid VIII A 5a)8)

Personal property (reimbursement) IX D

Personnel files VII L

Cost of copies to SRP VII L 6

Deadline for evaluation placement in VII L 9

Right to answer materials placed in VII L 2

Right to place materials in VII L 4

Right to review and receive copies of VII L 6

Signature does not mean agreement VII L 1

Physical

Examination VII T 9

Fitness of SRP to return to work VII T 9

Political activity VII H

Position vacancies (see vacancies) VII B

Pre-employment physicals VII T 9

Prekindergarten, Monitoring of PreK Students on Bus MOU

Probationary period VII A

Programmatic changes / SRP VII T 1

Progressive discipline VII A 3

Providing materials VII A 3

Public information III

Duplication of III A 1

Cost of duplication III A 1

Reappointment, notification of VII C 1

Reasonable suspicion drug testing Addendum B, C

Reasonable force, use of IX A 6

Reassignments (and transfers) VII C

Recall procedure VII E

Recall procedure, NCLB VII D, E

Recognition (of Union) I

Refingerprinting, Retention of Fingerprints MOU

Reimbursement

Mileage, rate of reimbursement XI A 3

Personal property - assault or vandalism IX D

SRP assigned to more than one worksite VII T 4, 18

Transporting students VII T 8

Relief/break period VII I 2

Relief Bus Driver VII R

Reservists Called to Active Duty After 9/11 MOU

Resignation VII T 10

Respect, treatment of SRP VII T 1

Restrooms VII K 4

Retention of Fingerprints MOU

Retiree Health Opt-Out Program, SRP MOU

Retirement

401(a) Qualified Retirement Plan XI E 2-9

Deferred Retirement Option Program (DROP) XI E

Early retirement monthly benefit XI D

Meritorious attendance incentive pay XI G

Retiree health care premium XI F

Retiree health opt out XI B

Sick Leave balance XI 1 g)

Vacation Leave VIII B 5

Vacation Leave balance VIII B 5 j)

Right of SRP to Join Union IV A 1

Route selection

Alternative School Bus Driver/Paraprofessional VII T 14

Bus Driver VII T 13

Return from leave VIII A 10

Transportation Assistant VII T 12

Rules governing the SRP Agreement XII

Sabbatical Leave VIII B 7

Safe Driver Plan Committee (Transportation) III A 3

SRP Master Contract Index – 2013-14 Page v

Safety and Health IX

Addressing of Safety Concerns IX

Asbestos Exposure Procedure Addendum C

Assault, battery, or threat against an SRP IX C

Disability or death of an SRP IX C

Liability IX E

Safety (general) IX A

Workers' Compensation IX B

Salary and SRP Welfare XI

Salary, placement upon return from leave VIII A 4

Salary Schedules and Job Titles (see Table of Contents)

Salary Schedule and Remunerations XI A

Early retirement monthly benefit XI D

Education Supplemental Pay Plan XI I

Fringe benefits XI B

Group medical benefits recovery XI H

Meritorious attendance incentive pay XI G

Overpayment XI A 9 c)

Payment of Salary Increases MOU

Payroll deduction for additional benefits XI C

Placement on salary schedule XI A 2

Retiree health care premium XI F

Service Factor Addendum A

Shift differential XI A 4

Underpayment XI A 9a),b)

School Advisory Councils VII S

School Choice Preference Employee Request MOU

School Related Personnel, definition II A, O

School Related Person of the Year VII O

Seniority V

Definition V A 1

Factor considered in assignments / hours V A 2

Seniority data provided to union V B

Seniority rights following leave VIII A 1

Service factor Addendum A

Shift differential XI A 4

Shift schedule change / seniority V A 2

Sick Leave (also see Leaves - rules governing)

Deduction of, calculation of VIII B 1 k)

Paid Sick Leave VIII B 1

Pay Out XI G 1

Transfer to family member VIII B 1 m)

Unpaid Sick Leave up to 20 days VIII A 7

Use of, reasons for VIII B 1 j)

Sick Leave Bank VIII B 6

Concurrency with FMLA VIII B 6 d

Eligibility VIII B 6

Meetings MOU

Representation VIII B 6 f

Smoking (see tobacco use)

Solicitation, Commercial VII T 5

SRP (see School Related Personnel)

SRP Compensation Committee MOU

SRP substituting for teacher XI A 5

SRP Agreement, rules governing XII

SRP Extended School Year Program MOU

SRP Retiree Health Opt-Out Program XI

Staff development VII G

Attendance at staff development activities VII G 5

Attendance at staff development activities III A 14

Inservice points XI I

Posting of notices of components VII G 3

SRP as instructors VII G 4

Student day, definition II N

Student discipline VII N, T-2

Code of Student Conduct VII N 2

Student, transportation by SRP VII T 8

Student with medical condition VII T 16,17

Substitute teaching by SRP XI A 5

Summer School (see Extended School Year) X

Superintendent, definition II F

Supplemental pay

Education Supplemental Pay Plan XI I

Suspension, disciplinary procedures VII A 1

Telephone made available VII K 3

Temporary Duty, USEP III A 14

Threat against an SRP IX C

Time schedule change / seniority V A 2

Title I Schools / Instructional Assistant VII E 2

Tobacco

Employee use of tobacco products VII Q

Recall at tobacco-free school VII E 7

Tobacco-free policy VII Q

Use on School Board property VII Q

Transfer of Sick Leave to family member VIII B 1 m)

Transfers and reassignments VII C

Applications for vacant position VII B 2

Background and attainments considered VII C 4

Interview if qualified VII C 4

Notification of SRP of decision VII C 4

Request for transfer or reassignment VII C 3

Transportation Assistants

Benefits, eligibility for XI B 3 a)

ESE route selection VII I 10

Guarantee of hours VII I 7

Personal Leave (charged to Sick Leave) VII B 3 c)

Student discipline VII N 15

Return from leave VIII A 10

Route selection VII T 12

Transportation Issues MOU

Transportation of students

ESE students with medical condition VII T 17

Monitoring of PreK Students VII V

Reimbursement for VII T 8

Transportation Safe Driver Plan Committee III A 3

Treatment of SRP with dignity and respect VII T 1

Union

Definition II B

Recognition I A

Union Leave III

Union representative, definition II L

Union Rights III

Board agenda, appear on III A 5

Implementation III A

Mailboxes, use by Union III C 5

Meetings with worksite supervisor III A 4

Negotiations, release from duty III A 7

Notices, posting of Union III C 6

SRP Master Contract Index – 2013-14 Page vi

Payroll deductions III B

Personnel file, review of VII L

Public information made available III A 1

Temporary duty III A 14

Union conferences III A 11

Union leave III A 11-14

Use of facilities III C

Visits to worksites III A 6

Unpaid Leaves VIII C

Child Rearing Leave VIII C 1 c)

Civic Participation Leave VIII C 4

Education Leave VIII C 3

Extended Personal Leave VIII C 6

Family and Medical Leave Act (FMLA),

concurrency with VIII C 7

Health Leave VIII A 7 b)

Health Leave VIII C 5

Military Leave VIII C 2

Military Leave, salary placement upon return from VIII A 4

Sick Leave Bank VIII B 6 d)

Sick Leave, unpaid up to 20 days VIII A 7

Use of reasonable force IX A 6

Vacancies VII B

Application for VII B 2

Background and attainments considered VII C 4

Interview if qualified VII C 4

Notification of SRP of decision VII C 4

Request for transfer or reassignment VII C 3

Posting of vacancy notices VII B 1

Vacation Leave VIII B 5

Vandalism (of SRP property) IX D

Visits to worksite by Union representatives III A 6

Work assignment to be provided to SRP VII T 8

Workday VII I

Alternative school for disruptive students VII I 9

Break/relief period VII I 2

Change in hours, notification of VII I 8

Fair Labor Standards Act VII I 3

Lunch period VII I 1

Overtime VII I 3

Required to attend meeting on off-duty time VII T 2

Worker Compensation IX B

Working Conditions VII

Disciplinary/dismissal procedures VII A

Evaluation VII F

Facilities VII K

Layoff procedure VII D

Paid holidays VII J

Parent-SRP conferences VII M

Parent-SRP conferences VII T 2

Personnel files VII L

Political activity VII H

Position vacancies VII B

Recall procedure VII E

School Related Person of the Year VII O

Staff development VII G

Transfers and reassignments VII C

Workday VII I

Working Conditions Recall Procedure MOU

Worksite

Assigned to more than one worksite VII T 3,4,18

Definition of II H

Visits by Union representatives III A 6

Worksite supervisor

Definition of II G

Meetings with Union III A 4

Worksite union representative III C 7

Year, definition II K

Pasco County School Board Members

Allen Altman

District 1

Joanne B. Hurley

District 2

Cynthia A. Armstrong

District 3

Alison G. Crumbley

District 4

Steve Luikart

District 5

District School Board of Pasco County

7227 Land O’ Lakes Boulevard • Land O’ Lakes, FL 34638

Kurt S. Browning

Superintendent

Raymond E. Gadd

Assistant Superintendent for Administration and Operations

Amelia D. VanName Larson

Assistant Superintendent for Student Achievement

Kevin S. Shibley. Esq.

Executive Director for Administration

Raymond A. Bonti

Executive Director for Support Services

Olga Swinson

Chief Financial Officer