CSEA Chapter 477 - Collective Bargaining Agreement

Between

California School Employees

Associaon No. 477

and

Rio Hondo Community

College District

Collecve Bargaining Agreement

2023—2026

CSEA 2023-2026

TABLE OF CONTENTS

PAGE(S)

ARTICLE 1 . . . . . . . . . . . . 1

PREAMBLE

ARTICLE 2 . . . . . . . . . . . . . 2

RECOGNITION

ARTICLE 3 . . . . . . . . . . . . . 3

DUES DEDUCTION

ARTICLE 4 . . . . . . . . . . . . . 4-6

ORGANIZATIONAL RIGHTS

ARTICLE 5 . . . . . . . . . . . . . 7

DEFINITIONS

ARTICLE 6 . . . . . . . . . . . . . 8-14

WAGES

ARTICLE 7 . . . . . . . . . . . . . 15-18

HOURS OF EMPLOYMENT

ARTICLE 8 . . . . . . . . . . . . . 19-21

HEALTH AND WELFARE BENEFITS

ARTICLE 9 . . . . . . . . . . . . . 22-23

PROFESSIONAL GROWTH AND

STAFF DEVELOPMENT

ARTICLE 10 . . . . . . . . . . . . . 24-25

HOLIDAYS

ARTICLE 11 . . . . . . . . . . . . . 26-27

VACATION

ARTICLE 12 . . . . . . . . . . . . . 28-37

LEAVES

ARTICLE 13 . . . . . . . . . . . . . 38-39

TRANSFERS

PAGE(S)

ARTICLE 14 . . . . . . . . . . . . . 40-41

SAFETY

ARTICLE 15 . . . . . . . . . . . . . 42-43

MATTERS RELATING TO EVALUATION

PROCESSING PROCEDURES

ARTICLE 16 . . . . . . . . . . . . . 44-47

GRIEVANCE PROCEDURE

ARTICLE 17 . . . . . . . . . . . . . 48-51

LAYOFF AND REEMPLOYMENT AND

EFFECTS RELATED THERETO

ARTICLE 18 . . . . . . . . . . . . . 52

CAMPUS BEAUTIFICATION

ARTICLE 19 . . . . . . . . . . . . . 53-54

GENERAL PROVISIONS

ARTICLE 20 . . . . . . . . . . . . . 55

DURATION

ARTICLE 21 . . . . . . . . . . . . . 56

RENEGOTIATIONS

SIGNATURE PAGE . . . . . . . . . . . 57

APPENDIX A . . . . . . . . . . . . . 58-61

CLASSIFICATIONS INCLUDED IN BARGAINING

UNIT AND ASSIGNMENTS TO RANGE

APPENDIX A-1 . . . . . . . . . . . . 62-66

CLASSIFIED UNIT JOB SERIES

APPENDIX B . . . . . . . . . . . . . 67-70

CLASSIFIED SALARY SCHEDULE

APPENDIX C . . . . . . . . . . . . 71-78

SIDE LETTERS OF AGREEMENT

APPENDIX E . . . . . . . . . . . . 79

PERSONAL NECESSITY LEAVE CERTIFICATION FORM

ARTICLE 1

PREAMBLE

1.1 This is an Agreement, effective July 1, 2023, made and entered into between Rio Hondo

Community College District, 3600 Workman Mill Road, Whittier, California, hereinafter

referred to as the "District," and the California School Employees Association, and its Rio

Hondo College Chapter No. 477, 3600 Workman Mill Road, Whittier, California, hereinafter

referred to as "CSEA." Reference to the "parties" shall include both the District and CSEA.

1.2 The following Agreement between the District and CSEA is hereby set forth to meet the

requirements of Government Code 3540 et seq. More specifically, this document sets forth

the wages, hours of employment, and other terms and conditions of employment as provided

in said act in exchange for services.

ARTICLE 2

RECOGNITION

2.1 The District hereby acknowledges that CSEA is the exclusive bargaining representative for

all classified employees holding those positions listed in Appendix A attached hereto and

incorporated by reference as part of this Agreement and no others. Therefore, the District

agrees that none of its supervisors, managers, or agents shall enter into discussions with

individual unit members which would modify said members' terms and conditions of

employment as set forth in Government Code Section 3540 et seq. However, nothing in this

section shall preclude the District from meeting with CSEA to discuss modifications to

individual bargaining unit member working conditions.

2.2 If, subsequent to this Agreement, the District creates any new classified classification, it shall

notify CSEA of its action, describing the class created, number of positions, and indicate

whether the new class is a part of the bargaining unit or excluded therefrom. CSEA may,

within twenty (20) working days of its notification, contest any assignment made by the

District to exclude or include classifications or positions from or into the bargaining unit. If

CSEA contests the assignment, the parties will meet towards the goal of achieving

agreement. Any agreement or dispute arising from the assignment of a classification to the

unit shall be submitted to the Public Employment Relations Board in accordance with

Division 2, Chapter 3, Article 6, of the rules and regulations of said Board.

2.3 The CSEA recognizes the Board of Trustees as the duly elected representatives of the

People and agrees to negotiate exclusively with the Board's representatives in conformance

with the Government Code and further agrees that it, its members and agents shall not

negotiate with any member of the Board of Trustees and/or members of the staff not so

designated by the Board.

2.4 Disputes pertaining to this Article are not subject to the Grievance Procedures included in

this Agreement.

ARTICLE 3

DUES DEDUCTION

3.1 Any unit member who is a member of CSEA, or who has applied for membership, may sign

and deliver to an authorized CSEA representative/designee an assignment authorizing

deduction of unified membership dues, initiation fees, and general assessments of CSEA.

3.2 CSEA shall provide the District with a list certified by an authorized CSEA representative

identifying all dues paying members from whose salary or wages the dues deduction is to

be made and notify the District of any change to the certified list. CSEA agrees to furnish

any additional information needed by the District to fulfill the provisions of this Article.

3.3 Based on the certified list provided to the District by CSEA, the District shall deduct dues

from the wages of all CSEA dues paying unit members identified on the most recent certified

list of dues paying unit members received from CSEA. The District shall, without charge,

transmit to CSEA the sums deducted under this Article.

3.4 A unit member who requests to revoke their membership through the District shall be directed

to the Chapter President and Labor Relations Representative for CSEA.

3.5 CSEA may specify a change in the amount of the dues to be collected. Any change to the

amount of dues to be collected must be submitted to the District in writing by an authorized

CSEA representative.

3.6 CSEA agrees that it will indemnify and hold harmless the District from attorney's fees, costs,

charges, fees, awards and damages arising out of any matter, claim, or legal action

commenced against the District due to compliance by the District with its obligations under

this Article. The District agrees that in consideration of the CSEA’s obligation hereunder the

District will notify CSEA in writing of any matter within thirty (30) days of service thereof upon

the District. The District and CSEA shall both fully cooperate with each other on any matter,

claim, or legal action commenced against the District. CSEA may, at its discretion, determine

whether to defend, settle in whole or in part, or appeal the matter, claim, or legal action. In

the event CSEA makes a determination to settle or not to appeal, its liability under this section

shall be limited to costs, fees, charges, awards, judgments and/or settlements to that date.

If the District continues to participate in the matter, it shall be at its own expense for further

monetary obligations.

ARTICLE 4

ORGANIZATIONAL RIGHTS

4.1 CSEA Rights: CSEA shall have the following rights in addition to the rights contained in any

other portion of the Agreement:

4.1.1 The right of access at reasonable times by a reasonable number of authorized

CSEA representatives to areas in which employees work provided the said access

does not interfere with employee performance of duties.

4.1.2 CSEA may use bulletin boards designated for their use by the Superintendent or

their designee. Prior to posting, a copy of the communication shall be furnished to

the Superintendent or their designated representative. All items to be posted by

CSEA shall bear the date of posting and the name and authorization of CSEA and

shall be removed by CSEA when applicability ceases.

4.1.3 Communications authorized by CSEA for general distribution through the District

mail service shall bear the date of the communication and the name of CSEA as

being responsible for the writing and distribution of the communication. A copy of

any communication for general distribution proposed to be sent through college

means of distribution shall be furnished to the Superintendent or their designated

representative.

4.1.4 The right, when not otherwise in use, under the Civic Center Act to use institutional

buildings, facilities, and standard office equipment in accordance with Board policy

at reasonable times, for the purpose of conducting chapter business and related

matters. Such use will be at no cost unless special services are required as

determined by the immediate supervisor.

4.1.5 New Employee Orientation (See Appendix C-9).

4.1.5.1 District Notice to CSEA of New Hires: The District shall provide the

CSEA President (or their designee) and CSEA Labor Relations

Representative notice of any newly hired employee, within ten (10)

business days of the transmittal date of hire, via electronic mail.

The notice shall include full legal name, date of hire, classification,

and work location.

4.1.5.2 Employee Information:

New Hire Contact Information: On the last workday of each

month, the District shall provide to CSEA, via a mutually agreeable

electronic service, the name, job title, department/division, work

location, work, home, and personal cellular telephone numbers,

personal email addresses, hire date, CalPERS status, and

employee identification number of the new hires if the information

is on file and an employee has not objected. This information shall

be provided to CSEA regardless of whether the newly hired

employee was previously employed by the District.

Provide CSEA with Periodic Update of Unit Member Contact

Information: The District shall provide CSEA, via a mutually

agreeable electronic service, all bargaining unit member names,

job title, department, work location, work, home, and personal

cellular telephone numbers, personal email addresses, hire date,

CalPERS status, and employee identification number on the last

working day of September, January, and May. The District, on

these dates, will also provide the CSEA president (or designee)

with a corresponding list including all bargaining unit member

names, job title, department, date of hire, pay range, and months

worked per year.

The home address, home telephone number(s), personal cellular

telephone number(s), personal email address and birth date shall

not be deemed to be public records, nor open to public inspection

as specified under Government Code 6254.3 (a). The District shall

not actively work towards encouraging an employee to opt out of

providing such information.

4.1.5.3 New Employee Orientation

Provide CSEA With Access to New Employee Orientations:

The District shall provide CSEA access to its new employee

orientations. CSEA shall receive not less than ten (10) business

days notice in advance of an orientation, except that a shorter

notice may be provided in a specific instance where there is an

urgent need critical to the District’s operations that was not

reasonably foreseeable. The District will schedule a quarterly

orientation session for all unit members newly employed in that

quarter. This section shall not preclude CSEA’s right of access

under 4.1.1.

i. Quarterly Orientations: The District and CSEA shall

collaboratively develop a quarterly orientation, wherein a CSEA

representative will be allotted sufficient release time to make a

presentation at the new employee orientation. Said release time

shall not be counted against total release time contained

elsewhere in the collective bargaining agreement. The CSEA

Labor Relations Representative may also attend the orientation

session.

ii. The orientation session shall be held on District property during

the workday of the employee(s), who shall be on paid time.

iii. Individual Orientations: The District shall provide thirty (30)

minutes of paid release time for one (1) CSEA representative

and for any newly hired employee(s), exclusive of travel, for the

purposes of providing orientations at the employees’ work

location(s), subject to the following conditions:

a. Only newly hired employees who did not attend an in-person

orientation within the first thirty (30) days of employment with

the District shall be eligible for such release time;

b. CSEA will provide the district with five (5) working days’

notice in advance of such individual orientations;

c. These individual orientations will take place at the

employee’s work site/location unless mutually agreed by the

employee and CSEA to take place elsewhere on District

property.

New Hire Information Packet: The District shall include the CSEA

membership application and a link for an electronic application

during the onboarding process.

This Article shall not restrict the right of access to newly hired

employees during the onboarding process as granted by law.

4.1.6 The right to receive, upon request, copies of public material in the possession of

or produced by the District necessary for CSEA to reasonably fulfill its role as the

exclusive bargaining representative.

4.1.7 The President of CSEA Chapter #477 or the President's designated representative

shall be granted five (5) days release time with pay to attend the CSEA Annual

Conference. In addition, two (2) other representatives of CSEA, designated in

writing by the Chapter President, shall also be granted five (5) days of release time

with pay to attend said conference, provided that this additional release does not

create an adverse impact on the workload of a department of the District. If CSEA

wishes to send one (1) additional representative to the Conference, the

additional member will utilize CSEA Chapter #477’s release time as outlined in

Article 7.8.1.

4.1.8 Distribution of Contract: Within approximately ninety (90) days after execution of

this contract, the District shall print or duplicate and provide CSEA members,

without charge, a copy of the Agreement upon request. Within ten (10) days after

the execution of this final contract, the District shall place the entire Agreement

online. Any employee who becomes a member of the bargaining unit after

execution of this Agreement shall be provided with a copy of this Agreement by

the District without charge at the time of employment. Five (5) copies of this

Agreement will also be sent to the CSEA Field Office upon ratification.

4.1.9 Statewide Survey: The District agrees to participate in the statewide CSEA

classified employee compensation survey. CSEA agrees to provide the District

with a copy in a timely manner.

4.1.10 Any unit member scheduled to work after 5:00 pm who will be honored at the

annual CSEA Decade Dinner shall receive release time (up to three hours)

between 5:00 pm and 8:00 pm to attend the dinner.

ARTICLE 5

DEFINITIONS

5.1 "Job Series" is defined as the job family of related classifications as set forth in Appendix A-

5.2 "Classification" is defined as positions that are assigned the same title, job description,

minimum qualifications, and salary range. Appendix A-1 of this Agreement sets forth the

classifications within each class (job series).

5.3 "Permanent employee" is a regular employee who has satisfactorily completed the

prescribed probationary period of six (6) months or 130 days of paid service, whichever

is longer.

5.4 "Short-term employee" is a person hired on an hourly basis for a specific temporary project

of limited duration upon the completion of which, the service required will no longer be

needed on a continuing basis.

5.5 "Substitute employee" is a person hired to perform the duties of a position in the temporary

absence of the employee who is regularly assigned to that position. However, if the district

is then engaged in a procedure to hire a permanent employee to fill a vacancy in any

classified position, the governing board may fill the vacancy through the employment, for

not more than 60 calendar days, of one or more substitute employees.

5.6 Whenever work day or working days is used or can reasonably be inferred by the context of

the language, it shall mean Monday through Friday excepting holidays.

5.7 “Domestic partner” as defined in Division 2.5 (commencing with Section 297) of the Family

Code, with Sections 1261 and 1374.58 of the Health and Safety Code, and Section 10121.7

of the Insurance Code.

5.8 “Designated Person”: As further defined by the California Family Rights Act (“CFRA”); any

individual related by blood or whose association with the employee is the equivalent of a

family relationship. To be identified at the time the employee requests use of applicable

sick leave. An employee may only identify one Designated Person per 12-month period.

ARTICLE 6

WAGES

6.1 Salary increases shall be applicable to all employees who were active within the duration of

this agreement.

6.1.1 The salary schedule will be changed to reflect the following:

a. Retroactive to July 1, 2023, the salary schedule shall be increased by

the funded Cost-of-Living Adjustment (COLA) designated for

Community Colleges in the State Final Budget for the fiscal year of

2023-2024, currently identified as 8.22%.

i. Retroactive to June 30, 2023, the District and CSEA

will implement the Salary, Range, and Title alignment

recommendations of the “Proposed Alignment Costs”

document produced following the Classification and

Compensation Analysis as referred to in Section 6.18

below. The cost for this implementation is estimated by

the parties to be $355,625.60, pending employee

appeals. The parties will continue to negotiate the

implementation and effects of this study. Upon

conclusion of those negotiations, the parties will

incorporate the agreed changes into the CBA.

ii. The District will subtract this cost of implementation

(including any adjustments made following the

conclusion of the employee appeals procedure) from

$600,000. The remainder will be directed to the hiring

and/or filling of additional or vacant Classified

position(s) in the fiscal year of 2024-2025.

b. Commencing July 1, 2024, the salary schedule shall be increased by

funded Cost-of-Living Adjustment (COLA) designated for community

colleges in the State Final Budget for the fiscal year of 2024-2025.

c. Salaries for the July 1, 2025 to June 30, 2026 contract year shall be

negotiated by the parties. The parties shall begin the sunshine process

to meet and negotiate over such salary adjustments no later than March

2025. In no circumstance will the District and CSEA agree to a salary

adjustment that is less than what is agreed upon by other District

bargaining units.

d. The following stipends/increments, referenced in CBA Article 6,

Wages, shall be increased in accordance with the percentages and

timelines applied to the Salary Schedule, as outlined in the above

bullets.

a. 6.4 Evening Increment

b. 6.6 Bilingual Increment

c. 6.16 Pesticide/Hazardous Materials Stipend

6.2 Promotion: A promotion occurs when an employee moves into another position at a higher

class. Any employee in the bargaining unit receiving a promotion under the provisions of this

Agreement shall be placed on the step of the new range that is closest to a five percent (5%)

increase as a result of that promotion. The effective date of the promotion shall be the new

anniversary date for determining eligibility for performance salary adjustments pursuant to

the provisions of performance salary adjustments (Section 6.13) Employees shall be

required to serve the standard probationary period in any promoted position. A permanent

employee who does not pass probation in the promoted position shall be returned to their

former classification at the pay range of that classification. The original anniversary date for

evaluations shall also be restored.

6.3 Pay for Temporary Work in Higher Classification: When an employee is temporarily

assigned by the District to a higher classification in which the employee meets only some of

the job specifications, the employee shall be compensated at additional five percent (5%)

above base salary for any such work performed if required to work five (5) working days in a

fifteen (15) day working period. When an employee is temporarily assigned by the District

to a higher classification in which the employee meets all of the job specifications, the

employee shall be placed on the appropriate step of the range of the higher classification so

as to result in at least an additional five percent (5%) above base salary for any such work

performed if required to work five (5) working days in a fifteen (15) day working period.

6.4 Evening Increment:

6.4.1 Additional compensation in the amount of $175.00 per month shall be granted to

any regular full-time employee whose regular work assignment: (1) begins at

12:00 noon or later and ends at 8:00 p.m. or later or, (2) begins between 4:00 a.m.

and 5:30 a.m. during 50% or more of the working days of the year.

6.4.2 Additional compensation in the amount of $196.00 month shall be granted to any

regular full-time employee whose regular work assignment: (1) begins between

8:00 p.m. and 4:00 a.m.

6.4.3 The evening increment shall be prorated for the eligible employee working less

than 100% time.

6.5 Longevity Increment:

6.5.1 Members of the bargaining unit who complete ten (10 years) of full-time service

during the term of this Agreement shall receive $143.00 per month additional

salary beginning with the first full payroll period following the anniversary date.

6.5.2 Members of the bargaining unit who complete fifteen (15) years of full-time service

during the term of this Agreement shall receive $143.00 per month additional

salary in addition to the $143.00 per month for the ten-year longevity increment

beginning with the first full payroll period following the anniversary date.

6.5.3 Members of the bargaining unit who complete twenty (20) years of full-time service

during the term of this Agreement shall receive $143.00 per month additional

salary in addition to $143.00 per month for ten-year longevity increment and the

$143.00 per month for 15-year longevity increment beginning with the first full

payroll period following the anniversary date.

6.5.4 Members of the bargaining unit who complete twenty-five (25) years of full-time

service during the term of this Agreement shall receive $143.00 per month

additional salary in addition to $143.00 per month for ten-year longevity increment,

the $143.00 per month for 15-year longevity increment, and the $143.00 per month

for 20-year longevity increment beginning with the first full payroll period following

the anniversary date.

6.5.5 Effective July 1, 1995, unit members who have completed thirty (30) years of full-

time service during the term of this Agreement shall receive $143.00 per month

additional salary, in addition to the $143.00 per month for the ten-year longevity

increment, the $143.00 per month for the 15 year longevity increment, the $143.00

per month for the 20 year longevity increment, and the $143.00 per month for the

25 year longevity increment beginning with the first full payroll period following the

anniversary date.

6.5.6 Effective July 1, 2000, unit members who have completed thirty-five (35) years

of full-time service during the term of this Agreement shall receive $143.00 per

month additional salary in addition to $143.00 per month for ten-year longevity

increment and the $143.00 per month for fifteen-year longevity increment and

the $143.00 per month for twenty-year longevity increment and the $143.00 per

month for twenty-five-year longevity increment and the $143.00 per month for

thirty-year longevity increment beginning with the first full payroll period

following the anniversary date.

6.5.7 Longevity Increments shall be prorated for the eligible employee working less

than 100% time.

6.5.8 During the term of this Agreement, the same percentage as the salary increase

shall be applied to the rounded whole dollar at the same time the salary is adjusted

each year.

6.6 Bilingual Increment: The District shall identify up to twenty-one (21) bargaining unit members

to receive a $120.00 per month bilingual stipend, provided said employees are required by

management to utilize specified bilingual skills on a regular basis in the performance of

District duties, and also provided said employees have satisfactorily passed a District

proficiency exam in the required language

6.6.1 Annually, during the first working week of January, and whenever the list has been

revised the District shall update the list of employees receiving the bilingual

increment. Such list shall be distributed campus-wide.

6.6.2 The District and CSEA will meet and negotiate during the 2023/2024 year with the

intention of formalizing the current bilingual stipend identification process.

6.7 Overtime: Employees in the bargaining unit, unless specifically exempted by the Board of

Trustees, shall be paid not less than one and one-half (1-1/2) their salary schedule rate of

pay for all overtime hours worked in one classification. Bargaining unit members performing

two or more kinds of work for which different hourly rates have been established shall be

paid not less than one and one-half (1-1/2) times the bona fide rate for the same work when

performed during non-overtime hours. Pursuant to Education Code Section 88203, if an

employee is required to work on a holiday specified in said section, he/she shall be paid

compensation for such work, in addition to the regular pay received for the holiday, at the

rate of time and one-half the employee's regular rate of pay.

6.8 Compensatory Time Off:

6.8.1 An employee in the bargaining unit may request to earn compensatory time off at

the rate of one and one-half times in lieu of cash compensation for overtime

worked. Such request shall be made to the immediate supervisor at the time the

overtime is assigned. Requests for compensatory time off that are granted shall

be at the appropriate rate of overtime.

6.8.2 Compensatory time shall be taken at a time mutually acceptable to the employee

and the District within twelve (12) months of the date on which it was earned. No

employee may accumulate more than sixty (60) hours of overtime for purposes of

compensatory time off at any one time without prior approval of the District.

6.9 Minimum Call-In Time: Any employee called in to work on a day when the employee is not

scheduled to work shall receive a minimum of three (3) hours pay at the appropriate rate of

pay under this agreement.

6.10 Call-Back Time: Any employee called back to work after completion of their regular

assignment shall be compensated for at least three (3) hours of work at the overtime rate if

the call-back resulted in overtime, irrespective of whether actual time spent by employee on

call-back work was less than three (3) hours.

6.11 Hours Worked: For the purpose of computing the number of hours worked for overtime, all

time during which an employee is in paid status shall be construed as hours worked.

6.12 Salary on Appointment: A newly hired employee shall be compensated at Step 1 of the

salary range to which their class is allocated. If exceptional recruitment difficulties are

encountered, or exceptional qualifications of a candidate for employment indicate that a

higher hiring rate would be in the college's best interest, appointment at a higher step in the

salary range may be authorized by the Superintendent/President or designee. All permanent

employees in the affected class who are being paid at a step lower than that prescribed for

a new appointee may have their salaries raised to that being prescribed for the new

appointee. The Superintendent/President will decide each case based in part on a

consideration of the experience and education of affected employees and needs of the

College.

6.13 Performance Salary Adjustments:

6.13.1 Advancement within a salary range shall not be automatic but shall be based upon

job performance and the increased service value of an employee. Salary

adjustments shall be granted upon approval of the department head and/or Vice

President of Human Resources.

6.13.2 Employees shall be eligible to move up one step on the salary schedule shown in

Appendix B upon completion of one calendar year of employment effective on the

first of the month following the completion of the year of service. Subsequent

movement shall occur after completion of each additional calendar year until the

maximum step in the salary range for the employee's classification is reached.

6.13.3 If a performance increase is not recommended, the applicable employee's

supervisor will reevaluate that employee during the 180 calendar day period after

the denial of the step increase. If, after 180 calendar days, a performance increase

is recommended, the increase would take effect the first day of the month after

such recommendation reaches the Office of Human Resources. A performance

increase under the above circumstances is not retroactive. The action does not,

however, change the employee's eligibility date for future performance increase

consideration.

6.13.4 The granting of an official leave of absence without pay, other than ordered military

leave, of one month or longer shall cause the employee's performance salary

review date to be extended by the total number of calendar days he/she was on

leave.

6.14 Classification Salary Adjustments:

6.14.1 Reclassification is defined as changing the classification and salary range of an

incumbent employee from one existing classification and salary range to another

existing classification and salary range.

6.14.2 Reclassification requests shall be submitted to the Vice President of Human

Resources no later than January 31

. The Vice President of Human Resources

shall send the employee confirmation of receipt of the reclassification request and

provide an update regarding progress on the request by May 1

. The Vice

President of Human Resources, or designee shall have the ability to bring the

matter to resolution, either by agreeing with the request, denying it, or directing a

change in the duties which have given rise to the reclassification request (after

consultation with the various supervisory personnel involved and CSEA). The Vice

President of Human Resources shall render a decision no later than September

, and the reclassification, if granted, shall be made retroactively effective to July

. Additionally, if the reclass is granted and the employee has not already been

receiving out-of-class pay, the employee shall receive 5% out-of-class pay for the

period of February 1

to June 30

6.14.2.1 If the Vice President of Human Resources finds that an employee merits

a new non-existent classification, he/she will create a new job

description/classification and forward it to CSEA as per Article 6.15.

6.14.3 An employee who wishes to appeal the Vice President of Human Resources'

denial decision must submit the appeal form within 10 working days of receipt of

the denial to the Vice President of Human Resources. The Director shall then

convene a committee comprised of two representatives in the bargaining unit

selected by CSEA, two representatives selected by the District and chaired by a

designee of the District through a District established procedure. The committee

shall review the employee’s request and the reasons for denial. The employee

shall have the right, at their option, to appear before the committee as part of the

appeals process.

6.14.4 The committee's decision on said appeals shall be final and any recommendation

for reclassification shall be sent to the Board of Trustees for consideration. If the

employee’s request for reclassification is denied by the committee, the employee

may not submit another request for reclassification for two years from the date of

original submission. (Ex. Employee submitted reclass request January 2006.

Employee may not submit another request until January 2008).

6.14.5 For classifications adjusted subsequent to the date of signing of this Agreement,

employees upon being reclassified to a higher classification shall have step

placement determined by the following. For reclassifications involving a one-range

change, step placement in said higher range shall be the same as the step

placement prior to reclassification. For reclassifications involving two or more

ranges, step placement in said higher range shall be the step that represents the

first higher dollar amount above the salary schedule step dollar amount held prior

to the reclassification exclusive of any special increments which results in at least

a five percent (5%) increase. Employees reclassified pursuant to the provisions

shall be eligible for a performance review twelve (12) months from the date of their

last performance review if the reclassification results in less than or equal to a five

percent (5%) increase. If the reclassification results in an increase greater than five

percent (5%), the next review shall be due twelve (12) months from the date of

reclassification.

6.14.6 Employees appointed to a lower classification as a result of a classification review

would be "Y" rated, i.e., retain the salary currently paid until such time as the salary

schedule would be adjusted upward sufficiently to provide no reduction in salary

to the employee. No change in the date for review of performance shall occur.

6.15 New Classifications: In the creation of a new classified classification to the bargaining unit,

the District shall prepare and submit to CSEA a description and the salary range of any

classified classification determined to be within the unit. CSEA may within fifteen (15)

calendar days of said notification object in writing to the proposed action; and, if it objects,

the parties will meet toward the goal of achieving agreement on salary only.

6.15.1 If the Committee described in Section 6.14 above recommends the establishment

of a newly created classification, or if CSEA submits a proposal to create a new

classification, said recommendation and/or proposal shall only be dealt with at the

time that general wage bargaining between the parties is underway.

6.16 Pesticide/Hazardous Materials Stipend: A unit member certified in the use of pesticides, or

hazardous materials shall receive: a salary stipend of $145.00/month; up to $100.00/year

reimbursement of required renewal, licensing and training costs related to use of said

pesticides, or hazardous materials. The stipend and reimbursements described herein shall

be extended to not more than five (5) unit members per year.

6.17 Electrician’s Stipend: Employees in the classification of Electrician who are certified in the

use of RSK-CS01W Remote Switching Units shall be provided with a stipend of $250/month.

6.18 Classification and Compensation Survey: The parties agree to begin the process of

selection of a class/compensation consultant no later than April 1, 2022, reaching mutual

agreement by September 1, 2022. The consultant will begin to conduct a classification

and compensation survey starting no later than October 1, 2022. The cash back

increases to the salary schedule will have been completed prior to any compensation

comparisons. The results of the classification and compensation survey will be returned

to both parties no later than March 1, 2023. After the classification and compensation

survey has been conducted, the parties will negotiate, using the recommendations of the

consultant, to assure that, during the 2022-2023 fiscal year, no more than $600,000 in

ongoing cost (inclusive only of costs related to Salary and PERS retirement

contributions) is applied to implement the findings of the classification and compensation

survey. The effective date of negotiated adjustments to the schedule will be June 30,

2023. The results of this classification and compensation survey shall remain accessible

to CSEA and the District, and may be referred to in future negotiations. The amount

expended on salary increases for specific classifications requires agreement between

CSEA and the District. CSEA agrees that it will assist in updating job descriptions as part

of the reclassification process prior to the implementation of any increases in salary. Job

descriptions should reflect current responsibilities and allow for future technological

changes that maintain the same or similar job functions.

ARTICLE 7

HOURS OF EMPLOYMENT

7.1 Workweek:

7.1.1 All full-time classified employees shall be assigned to a forty (40) hour workweek

with starting times and quitting times established by the District. Except that full-

time classified employees hired after June 1, 2002 and current full-time Classified

employees who voluntarily change their work hours, will be subject to the

provisions of Section 7.1.2 below. That is, the District may change the work

schedules for such employee(s) after giving prior written notice to the

employee(s). For purposes of this Section, an employee will be considered to

have voluntarily changed work hours only if the employee has signed a declaration

setting forth the change in hours and acknowledging that the change will make

that employee subject to Section 7.1.2. A copy of this signed declaration shall be

sent to CSEA.

7.1.2 Classified employees working less than eight (8) hours/day or twelve (12)

months/year shall be assigned a work schedule, including starting and quitting

times, established by the District. The work schedules contemplated herein shall

not be changed by the District without ten (10) working days’ written notice to the

employee, When initiating such schedule changes on a permanent basis, the

District shall, when possible, seek to meet the operational needs of the District by

subjecting incumbent employees in the same title and classification within the

same department to such changes in ascending order of seniority.

7.1.3 Employees who work a 4/10-work schedule have the option of adjusting their

workweek to a 5/8-work schedule for a week that includes a District holiday or

during which the employee is on jury duty. For a week with a holiday, the

employee’s other option is to continue to work the 4/10-work schedule and

charge eight (8) hours to holiday and charge two (2) hours to vacation, CTO,

unpaid time, or work the additional two (2) hours during the remainder of the

week. If an employee wants to opt to the 5/8-work schedule, the employee shall

give his or her supervisor reasonable advanced notice.

7.2 Adjustment of Assigned Time: Any employee in the bargaining unit who worked an average

of thirty (30) minutes or more per day in excess of their regular part-time assignment for a

period of twenty (20) consecutive working days or more shall have their regular assignment

adjusted upward to reflect the longer hours effective with the next pay period.

7.3 Meal Periods: All full-time employees covered by this Agreement shall be entitled to an

unpaid, duty free, uninterrupted meal period after the employee has been on duty for

approximately four (4) hours as determined by the District. The length of time for such lunch

periods shall be for a period of no longer than one (1) hour nor less than one-half (1/2) hour

as determined by the District.

7.4 Rest Periods: Each employee is granted the privilege of a fifteen (15) minute break in the

first four (4) hours of their scheduled day and a fifteen (15) minute break in the second four

(4) hours of their scheduled day. Each employee may elect not to take the break in which

case such time is not cumulative and may not be used in any other way.

7.4.1 Each employee working a 4/10 work week is granted a twenty (20) minute break

within the first five (5) hours of his or her scheduled day and a twenty (20) minute

break within the second five (5) hours of his or her scheduled day. In place of two

(2) twenty (20) minute breaks the employee my take three (3) ten (10) minute

breaks each day.

7.5 Overtime - Mandatory: Overtime shall become mandatory only after all reasonable efforts

have been made by the District to obtain voluntary overtime service from qualified

employees.

7.6 Overtime - Equal Distribution: Except for unusual circumstances, overtime shall be

distributed and rotated as equitably as is practical among the bargaining unit employees

within each department.

7.7 Overtime: Overtime will be paid to all bargaining unit members according to the following

provisions:

7.7.1 All overtime worked must have the prior approval of the supervisor.

7.7.2 Overtime, except as provided in Section 6.7, is defined to include any time worked

in excess of eight (8) hours in any one day or on any one shift and in excess of

forty (40) hours in any calendar week spanning five (5) consecutive days. The

parties agree that it is not their intent to adversely affect any existing employee

work schedules that have been mutually agreed to; by mutual agreement, the

parties may reopen negotiations to discuss possible implementation of 4/10 or

9/80 future work assignments.

7.7.3 All hours worked beyond the workweek of five (5) consecutive days shall be

compensated at the overtime rate commencing on the sixth day of work for

employees working more than four (4) hours per day. Employees working less

than four (4) hours per day shall be compensated at the overtime rate commencing

on the seventh day of work.

7.7.4 All overtime hours as defined in this section shall be compensated at the rate of

one and one-half (1-1/2) times the salary schedule rate of pay except as noted

below.

7.7.5 Except as provided in Section 10.7 of this Agreement, all hours worked by an

employee on any holiday designated by this Agreement shall be compensated at

the overtime rate of pay in addition to regular pay received for that day.

7.8 Release Time:

7.8.1 CSEA's representatives shall be provided with a composite pool of 20 days paid

release time for each fiscal year for CSEA business.

7.8.2 Such time shall be documented on a prescribed form and reduced/rounded off to

quarter hour increments, (i.e., a meeting of a grievance committee of three people

lasts 2 hours and 15 minutes: 3 x 2 x 1/4 = 6.75 hours used, deducted from the

20 days/160 hours).

7.8.3 CSEA may request and purchase additional release time, as appropriate, if

additional release time is needed for investigating/processing grievances, and

subject to the prior approval of the District.

7.8.4 It is understood that the time necessary to meet and confer with management

representatives or to attend meetings at the request of the President or their

designee for purposes unrelated to grievance investigation/processing shall not be

deducted from this time.

7.8.5 Classified employee representatives appointed to any mandatory District

committees shall be released from duty, in order to participate in such committee

meetings, during their regular working hours. Time spent by bargaining unit

members in these meetings shall not be deducted from the CSEA’s release time

or the employee’s accrued leave banks.

7.9 In the past, part-time employees worked in 10-month, 10-½ month or 11-month blocks and

had the balance of the year off. Since the advent of the year round schedule, these part-

time employees have been worked year round. To maintain their part-time status, they

have taken unpaid days off throughout the year to total the correct number of unpaid days

off. These unpaid days off are referred to as “A” days.

The District and CSEA shall each appoint two members of the bargaining team to form a

committee called the “A-Days Committee”. The A-Days Committee shall schedule

meetings during work hours to review positions currently designated with A Days to make

recommendations regarding whether and which positions should be increased to a longer

work-year or a year-round position. The recommendations of the A-Days Committee shall

be reviewed by the Superintendent/President, who may reject or accept any or all of the

recommendations. Any recommendations accepted by the Superintendent/President are

subject to final approval by the Board of Trustees.

Beginning July 1, 2024, the District and CSEA will reconvene the A-Days committee, and

will schedule two (2) meetings during regular working hours per Academic Year until June

30, 2026.

The District agrees to upgrade the work year for the following positions:

a. Four (4) Child Development Center Teachers in the CDC program shall be increased

from 11.5 months to 12 months.

b. One (1) DSPS Support Services Aide shall be increased from 11 months to 11.5

months.

c. One (1) Special Education Aide – Physically Disabled shall be increased from 11

months to 11.5 months.

d. One (1) Senior Instructional Assistant Business Lab Specialist shall be increased from

11 months to 11.5 months.

7.10 Transitions to Remote Working Conditions in Event of District Declared Emergency:

a. In the event that there is an emergency closure of any facility, department,

building, or portion of the campus, or if a declaration of State of Emergency is

issued by a County, State, Federal, or other governing authority, resulting in the

inability of unit members to perform their duties at a District work location, and

the District desires that these impacted employees continue working remotely;

i. Unit members shall not be subject to a loss of compensation if the

employee is unable to perform work on-site, and, for any reason, remote

work cannot be performed.

ii. Should the unit member be directed to work remotely or at an alternative

campus location after reporting to their primary work location, they shall

be given adequate time to safely commute to their remote or alternative

campus work location, as agreed upon with their manager, prior to

resuming their duties. Such commuting time is considered part of the unit

members’ working hours and shall not be drawn from the employees’ meal

or rest periods as established by this agreement. The District shall

reimburse mileage up to 30 miles for employees required to commute to

alternative campus locations other than their home and agreed upon with

their manager as required by law and Board Policy.

iii. The District shall provide all necessary materials to employees who are

directed to work remotely in a District declared emergency, including, but

not limited to, computers, internet accessibility devices, mobile phones,

office supplies, etc. for employees who have not opted-in for remote work.

iv. The District shall not assign remote work, in short-notice, emergency

scenarios as outlined above, to employees who do not have the necessary

materials to render such duties remotely, as outlined in Section iii above.

If the District desires that these employees continue to perform their duties

in such a scenario, the District will provide space at suitable alternative

campus locations, and will direct employees to report to those alternative

campus locations in accordance with the mileage requirements outlined

in Section ii.

ARTICLE 8

HEALTH & WELFARE BENEFITS

8.1 Contribution to Health and Welfare Plans:

8.1.1 The District contribution for an eligible unit member’s medical insurance benefits

shall be increased each year to that dollar amount necessary to pay for family

coverage at the more expensive rate between the Kaiser and Blue Shield HMO

programs offered through CalPERS. For purposes of this Article, the definition of

“dependent” shall include domestic partners as defined above in Section 5.7.

8.1.2 The District shall provide eligible unit members with the Delta Dental Program with

an annual maximum of $2,000.00, and effective 7/1/97, shall include family

orthodontia at the 70% level with a lifetime maximum of $2,000.00 per family

member.

8.1.3 The District shall provide eligible unit members with $50,000.00 term life insurance

coverage at no cost to the employee. If approved by the carrier, a unit member

may voluntarily elect an earlier effective date of said life insurance coverage at

their own expense.

8.1.4 The District shall provide eligible unit members with the Vision Service Plan, and

effective 7/1/97, shall include 12 months for exams and lenses, and 24 months for

frames.

8.1.5 Unit members shall be given access to the Employee Assistance Program, which

combines effective health promotion and employee assistance so that employees

can learn how to take better care of themselves through health assessments,

education, and professional help in solving personal and work-related problems.

8.1.6 All eligible employees shall be required to enroll in a District-approved health

benefit plan, except for employees who submit verification and an I.D. card

certifying health coverage from another carrier. For employees who submit

verification of coverage from another carrier, the District agrees to contribute

$2,500.00 per employee per year for approved health and welfare plans and

approved tax sheltered annuities or cash.

8.1.7 Effective 1994-95 and beginning with the August 10, 1994 paycheck, a twelve (12)

month deduction process shall be used for fringe benefit payments.

8.1.8 Employees may enroll eligible dependents in dental and vision insurance offered

by the College within 30 days of a qualifying event or during open enrollment

periods. The ratification of this Agreement shall be deemed a “qualifying event.”

8.1.9 An Internal Revenue Code Section 125 account shall be available for unit

members to utilize on a voluntary basis. The District shall make arrangements for

a third party administrator to assist in the accounting and management of this

program. The District shall pay the administrative fee for the program.

8.2 Duration: Medical insurance coverage offered through PERS shall continue for one month

following the end of the month in which termination occurs. All other fringe benefit coverages

described herein shall conclude at the end of the month in which termination occurs.

8.3 Eligibility: All employees in the bargaining unit who work an average of twenty (20) hours or

more per week and a minimum of 195 working days between July 1 and June 30, including

holidays, sick leave, vacation, and other paid leaves of absence, irrespective of the number

of hours worked per day, shall be eligible for the District contribution to Health and Welfare

benefits prorated.

8.4 Retired Employees: All full-time employees (50% and more) who retire plus one dependent

(a spouse/domestic partner, or a child depending if the child has been enrolled in the District

health benefit program as a dependent of the employee for at least five years prior to

retirement) are eligible to continue enrollment in a current medical plan of the District with

the following provisions:

8.4.1 The employee and dependent are enrolled in a District plan at the time the

employee retires from the District.

8.4.2 The employee has retired from the District in accordance with the rules and

regulations then in effect with the retirement system (such as PERS) of which they

are a member.

8.4.3 The employee is 57 years of age and older and has rendered fifteen (15) years of

service with the District.

8.4.4 These benefits are available only in the event that such coverage is not being

offered by a subsequent employer.

8.4.5 The District shall contribute the maximum of the amount needed for the highest

cost HMO for employee-only if the retiree does not have a dependent enrolled in

the plan, or employee-plus-one if the employee enrolls a dependent in the plan.

8.4.6 The benefits for retirees who have been part-time employees at the time of

retirement shall be prorated in the same ratio as their part-time employment was

at the time of retirement to full-time service.

8.4.7 The retiree and dependent who are under age 65 will remain on the District plan

until eligible for a Medicare Plan, at which time they shall enroll in a supplement to

Medicare Plan with their current carrier and shall assume responsibility for

submitting a copy of their Notice of Medicare Entitlement letter or a copy of their

federal Medicare card to CalPERS. If the retiree fails to enroll in Medicare by the

time of eligibility, the District will drop its contribution toward the retiree benefits to

the CalPERS required minimum contribution. The retiree will be required to pay

the District the health benefit premium costs above the CalPERS minimum. The

District shall resume its normal contribution level as provided herein when the

retiree is enrolled in Medicare.

8.5 The health and welfare benefits provided by the District as described in this Article shall be

maintained for the duration of the Agreement.

8.6 In order to address all benefits for medical plan cycle beginning January 1, 2004, CSEA shall

participate on a Health and Welfare Benefits Committee to research and analyze health and

welfare costs and plan structures. The Committee shall consist of equal numbers of

representatives from CSEA and the District, and other employee groups if possible. The

intent is to include all groups on the Committee.

ARTICLE 9

PROFESSIONAL GROWTH

AND

STAFF DEVELOPMENT

9.1 Professional Growth: Educational Reimbursement

9.1.1 The District shall provide funds in the amount not to exceed $15,000 annually for

the purpose of educational reimbursement which results in professional growth

and development of permanent employees on a first- come, first-serve basis.

During the term of this agreement, any unused said funds allocated annually shall

be carried over to the following year and be available for classified employee staff

development activities. On or before July 1

of each year, CSEA shall be provided

a statement of the remaining balance of the $15,000 allocated for the preceding

school year. The monies remaining are only available for the following school year

and shall not accumulate from year to year.

9.1.2 A maximum of $1,800 per year may be granted to a qualifying employee to be

used as reimbursement for verified costs of tuition, books, supplies, licenses,

certifications, and other related expenses, or costs for work/job related trainings

and seminars.

9.1.3 Priority consideration shall be given using the following criteria:

9.1.3.1 Related to the current and/or projected duties of employment.

9.1.4 Second consideration shall be given using the following criteria:

9.1.4.1 General and basic education courses, i.e., English, Math, Introduction to

Sociology, General Psychology, Introduction to Philosophy, American

Government, and other First Aid courses, or a language other than

English if appropriate to the work assignment.

9.1.4.2 Any other elective courses taken at Rio Hondo College and not related

to the employee's work assignment or described in Section 9.1.4.1

above may be considered cultural enrichment.

9.1.5 To qualify for educational reimbursement, the educational program shall be:

9.1.5.1 Approved by the District prior to enrollment after review and recommen-

dation of an advisory committee composed of two representatives

selected by CSEA and two representatives selected by the District who

shall meet with the Vice President of Human Resources.

9.1.5.2 Completed satisfactorily and so verified.

9.1.6 All employees in the bargaining unit shall be eligible for the maximum District

contribution of $1,800 on a pro rata basis. The proration shall be a fraction of the

average hours worked per week as it relates to forty (40) hours per week.

9.1.7 Kinds of Credit Allowed:

9.1.7.1 Course work must be taken at an accredited community college, college,

or university, or adult education program.

9.1.7.2 All courses must receive a minimum of "C" grade to receive credit. If

letter grades are not given for a course, a letter of satisfactory

completion, signed by the instructor, is required.

9.1.7.3 Work/job related trainings and/or seminars shall qualify an employee for

the professional growth reimbursement provided such

trainings/seminars are approved by an employee’s supervisor and the

employee submits a certificate of completion.

9.1.8 It is the responsibility of the classified employee to apply for professional growth

and development credit and to verify completion of course work with an official

transcript or the instructor's signature prior to June 30 of each year with the Human

Resources Department.

9.2 Staff Development: Of the annual funds that the District receives for staff development

pursuant to AB 1725, twenty percent (20%) will be available for approved purposes

associated with classified employee staff development.

ARTICLE 10

HOLIDAYS

10.1 Scheduled Holidays: The District agrees to provide full-time employees in the bargaining

unit working five (5) days per week the following holidays for the term of this Agreement:

2023-2024 2024-2025 2025-2026

Independence day

July 4, 2023 July 4, 2024 July 4, 2025

Labor Day

September 4, 2023 September 2, 2024 September 1, 2025

Veterans Day

November 10, 2023 November 11, 2024 November 11, 2025

Thanksgiving Day

November 23, 2023 November 28, 2024 November 27, 2025

Thanksgiving Holiday November 24, 2023 November 29, 2024 November 28, 2025

Winter Holiday

December 25, 2023 December 24, 2024 December 24, 2025

Winter Holiday

December 26, 2023 December 25, 2024 December 25, 2025

In Lieu of Admission Day

December 27, 2023* December 26, 2024* December 26, 2025*

Winter Holiday

December 28, 2023** December 27, 2024** December 29, 2025**

Winter Holiday

December 29, 2023 December 30, 2024** December 30, 2025**

Winter Holiday

December 31, 2024 December 31, 2025

New Years Day

January 1, 2024 January 1, 2025 January 1, 2026

MLK

January 15, 2024 January 20, 2025 January 19, 2026

Lincoln BD

February 16, 2024 February 14, 2025 February 13, 2026

President

February 19, 2024 February 17, 2025 February 16, 2026

Spring

March 25, 2024 March 24, 2025 March 30, 2026

Spring

March 26, 2024 March 25, 2025 March 31, 2026

Spring

March 27, 2024 March 26, 2025 April 1, 2026

Spring

March 28, 2024 March 27, 2025 April 2, 2026

Spring

March 29, 2024 March 28, 2025 April 3, 2026

Memorial

May 27, 2024 May 26, 2025 May 25, 2026

Juneteenth

June 19, 2024 June 19, 2025 June 19, 2026

* Holiday in lieu of Admission Day

** Charged to vacation, unpaid leave, or CTO

10.2 The District will invite CSEA to review the calendar guidelines issued by the Chancellor’s

Office. The purpose of such collaboration shall be to negotiate the holiday observances for

said year.

10.3 Flex Calendar:

10.3.1 It is the general intent of the parties to maintain under the flex calendar the same

number of annual work days, days of service prior to/following the academic year

as has been followed in the traditional calendar format.

10.3.2 Current employees shall not be deprived of any existing benefits as a result of the

transition to the flex calendar.

10.3.3 Notwithstanding any other provisions of the agreement(s) between the parties, if

there has been an adverse impact on District enrollment/growth during the flex

calendar period, the District retains the right to return to the traditional calendar at

the end of the agreement.

10.4 During the annual winter recess periods of the term of this Agreement, all employees may

be required by the District to be absent from duty for up to three (3) days with said absences

charged to vacation, unpaid leave, or compensatory time off for overtime worked.

10.5 Part-time employees in the bargaining unit whose normal work assignment includes a

holiday shall be paid for the day at their normal rate.

10.6 Every day declared by the President or Governor of this State as a public fast, mourning,

thanksgiving, or holiday, or any declared holiday by the Governing Board of the District

requiring the closing of the school district under the Education Code shall be a paid holiday

for all employees in the bargaining unit. Except as otherwise provided in this Article an

employee must be employed and in paid status on the day before or the day following the

holiday in order to qualify for the paid holiday.

10.7 Those employees whose normal work week excludes the scheduled holiday are eligible for

that holiday. The employee and their supervisor may mutually agree on a day convenient to

both that the employee may take in lieu of the scheduled holiday. This time should be

reflected as a holiday on the employee's time sheet.

10.8 Employees in the bargaining unit who are not normally assigned duty during the holiday

period from December 25 to January 1 shall be paid for those holidays that are listed in

Section 10.1 provided that they were employed and in a paid status during any portion of the

working day of their normal assignment immediately preceding or succeeding the holiday

period.

10.9 All hours required to be worked by an employee on any holiday designated by this

Agreement shall be compensated at the overtime rate of pay in addition to regular pay

received for that day. However, if an employee's regular work schedule does not allow them

to take a designated holiday, or if they volunteer to work on a holiday because of District

needs, the employee shall be entitled to a day in lieu of the regular holiday. The in-lieu holiday

shall be scheduled with the mutual agreement between the employee and the District.

ARTICLE 11

VACATION

11.1 Vacation Accrual: All full-time regular employees will accrue eight (8) hours vacation for

each month worked. Part-time regular employees will accrue vacation time on a pro-rata

basis. An employee must be in paid status fifty percent (50%) of the working days of a month

in order to receive credit for the month.

The following shall be the schedule of vacation accrual:

Service Vacation Earnings* Computations**

Year 1 thru 5 8 hrs. per month 8x12 = 96 hrs. = 12 days

Commencing with the 6th yr. 10 hrs. per month 10x12 = 120 hrs. = 15 days

Commencing with the 9th yr. 11 hrs. per month 11x12 = 132 hrs. = 16.5 days

Commencing with the 10th yr.

12 hrs. per month 12x12 = 144 hrs. = 18 days

Commencing with the 11th yr.

12.66 hrs. per month 12.66x12 =152 hrs. = 19 days

Commencing with the 16th yr.

13.33 hrs. per month 13.33x12 =160 hrs. = 20 days

* Based on full-time (100%) employment

** Examples show earnings of a 12-month employee only

11.2 Vacation Maximum Accrual Limit: Vacation may not be accumulated for more than two (2)

years. The District shall provide unit members, via direct email, on a monthly basis, with

a reminder that the balance of their accrued leaves and current vacation maximum is

available in the District’s electronic leaves management system.

11.3 Vacation Use:

11.3.1 It is the responsibility of the employee to request vacation in order to comply

with the appropriate accrual. Vacation time must be taken during the fiscal year

in which it is earned or the year immediately following the fiscal year in which it

was earned.

11.3.2 Vacation can be taken at anytime throughout the year (July 1 through June 30)

except for the first two weeks of Fall and Spring semester and the first week of

summer session.

11.3.3 The employee shall receive advance notice of approval or denial from the

employee’s immediate supervisor by making a request through the District’s

electronic leaves management system. When more than one employee in a

specific work area has requested vacation leave for the same time period, such

request shall be approved on a first come first serve basis.

11.3.4. If, for any reason, the employee is denied vacation and is not permitted by the

District to take any part of the employee’s accrued vacation by the end of the

fiscal year, the amount denied will be paid to the employee in cash at the

conclusion of that fiscal year. The employee must request the cash out by no

later than June 15 and provide written confirmation to Human Resources of at

least two (2) examples of the District’s vacation use denial in the current fiscal

year from the District’s electronic leaves management system.

11.3.5. If a permanent bargaining unit employee's vacation becomes due during a period

when the employee is on leave due to illness or injury, the employee may request

that their vacation date be changed and the District may grant such request in

accordance with vacation dates available at that time within the year the vacation

time was earned or the following year.

11.3.6 In the event of the termination or resignation of an employee, vacation allowances

accumulated under this policy will be paid in a lump sum with the last regular salary

warrant.

11.4 Probationary Employees: An employee who resigns or is terminated previous to six (6)

months employment is not entitled to vacation allowance. Probationary employees must

work the full six (6) months before taking a vacation with pay. The sole exception is for a

probationary employee who has been in paid status for at least three months. Such

probationary employees may elect to have vacation hours advanced for the sole purpose of

remaining in paid status during the Winter Holiday Break. Any vacation hours taken but not

earned and vested shall be deducted from the final pay upon termination or resignation of

the employee.

ARTICLE 12

LEAVES

12.1 Bereavement Leave: An employee shall be entitled to leave of absence with pay not to

exceed three (3) days for bereavement leave, five (5) days if out-of-state travel is required,

or five (5) days if 400 miles is actually traveled one way on account of death of a member of

the immediate family. Members of the immediate family means the mother, father, step-

parent, foster parent, grandmother, grandfather of the employee or the spouse of the

employee, and the spouse, foster child, son, step-son, son-in-law, daughter, step-daughter,

daughter-in-law, brother, brother-in-law, sister, or sister-in-law of the employee, grandchild,

legal guardian, domestic partner or any relative living in the immediate household of the

employee. In addition, a unit member will be permitted two (2) hours of bereavement leave

for attending the funeral of a RHCCD colleague with whom he/she worked closely.

Employees who wish to utilize bereavement leave for a qualifying event NOT requiring

travel as outlined above shall be entitled to two (2) additional unpaid days of

bereavement leave, subject to the limitations and requirements outlined in Assembly Bill

1949, which include the following:

a. Qualifying family members for this additional leave include spouse, child,

parent, sibling, grandparent, grandchild, domestic partner, or parent-in-law.

b. This leave need not be taken consecutively but shall be taken by the

employee within three (3) months of the date of death of the qualifying family

member.

c. The employee must be employed by the District for at least thirty (30) days

prior to the date of requested leave.

d. Employees may elect to utilize accrued vacation, illness, personal necessity,

or other available forms of leave to remain in paid status during the period of

bereavement leave.

e. The District may, at its discretion, require documentation to verify an

employee’s use of this leave. This documentation, if requested by the District,

must be provided by the employee within thirty (30) days of the first day of the

leave taken under this section.

f. All other provisions of law shall remain in effect, but these provisions shall not

apply to the Districts’ existing bereavement policy and practices as

established in the section above.

12.2 Jury Duty:

12.2.1 An employee may be absent from duty without loss of salary in order to serve as

a trial juror. If an employee is released from said service prior to 12:30 p.m. on any

given day of jury duty absence, they shall return to District service for the

remainder, if any, of their daily work shift. An official court form signed by the court

clerk verifying the days and hours of duty rendered must be submitted by the

employee. The District reserves the right to request a postponement of jury duty

to another time more convenient to the operation of the District.

12.2.2 Employees shall receive the difference between their wages and the jury fees

during the time the employee is on jury duty. Any employee in the bargaining unit

whose assigned shift commences at 8 p.m. or after and is required to serve as trial

juror more than one-half of the day may be relieved for the entire shift, but in no

case shall be required to work more than one-half of the assigned shift.

12.2.3 The District may grant a paid leave of absence to a unit member for a judicial or

official appearance as a witness when subpoenaed other than as a litigant or in

support of litigant. The unit member shall request such leave through their

immediate supervisor as soon as the need to be absent is known to permit time to

secure a substitute. Even if the District does not grant paid leave, the employee

shall not be prevented from or disciplined for appearing as a witness when

subpoenaed. This witness release time provision shall be terminated on the last

day of this Agreement unless the parties agree otherwise in writing.

12.3 Military Leave: Military leave shall be granted to any employee who volunteers or is

conscripted for duty with the armed forces of the United States. Such leave shall be granted

in accordance with provisions of law. Such absence shall not affect in any way the

classification of the employee provided they have been an employee of the District for a

period of not less than one (1) year. Immediately prior to the date upon which the leave of

absence begins, compensation shall be in accordance with the provisions of Division 2, Part

1, Chapter 7, of the Military Veterans Code.

12.4 Sick Leave: After serving six (6) months of employment, all employees employed forty (40)

hours a week for a full fiscal year of service are entitled to 96 hours of sick leave of absence

with full pay for illness or injury exclusive of all the days they are not required to render service

to the District. A new employee of the District shall not be eligible to take more than 48 hours

or the proportionate amount to which they may be entitled under this section until the first

day of the calendar month after completion of six (6) months of active service with the District.

All employees employed forty (40) hours a week for a full fiscal year of service are entitled

to 96 hours sick leave starting July 1 of each year. If the employee does not take the full

amount of leave allowed in any year, the amount not taken shall be accumulated from year

to year. Sick leave accrual is prorated for employees working less than full time.

12.4.1 An employee employed forty (40) hours a week who is employed for less than a

full fiscal year is entitled to that proportion of ninety-six (96) hours leave of absence

for illness or injury as the number of months they are employed bears to twelve

(12).

12.4.2 An employee employed less than forty (40) hours a week shall be entitled for a

fiscal year's service to that proportion of ninety-six (96) hours leave of absence for

illness or injury as the number of hours per week they are employed bears to forty

(40).

12.4.3 An employee shall be in paid status at least fifty percent (50%) of a month to

receive sick leave credit for the full month.

12.4.4 Pay for any day of such absence shall be the same as the pay which would have

been received had the employee served during that day.

12.4.5 Sick leave may be used for illness only and in no case may sick leave be used for

extending vacations or time off for personal business.

12.4.6 After an illness of ten (10) or more days, an employee must present a clearance

from a physician certifying to their illness and to their ability to resume work. The

District may, at its discretion, require a certification form from a physician certifying

as to the illness regardless of the number of days of illness.

12.4.7 If, after using all accumulated sick leave, vacation, and compensatory time off a

permanent employee continues their absence due to illness or injury beyond the

ten initial consecutive day period as above, a permanent employee is entitled to

extended sick leave benefits in the amount of fifty percent (50%) of the employee's

salary. This benefit shall be available during the period of absence for an additional

period of up to a maximum of 100 days.

In addition, once the ten-day period as above has been satisfied, or the permanent

employee exhausts their sick leave and vacation accrual, whichever occurs last,

the employee may request that the District advance them no more than the hourly

equivalent of five days of sick leave and five days of vacation. No more than one

such advance shall be granted in any twelve-month period.

When the 100-day leave occurs at a time when the full 100 days will overlap into

the next fiscal year, the employee shall be entitled to only that amount remaining

at the end of the fiscal year in which the injury or illness occurred. Accordingly, the

100-day period shall continue into the new fiscal year and, if the employee is

unable to return to work at the end of the 100-day period, the employee shall be

deemed to have exhausted their extended sick leave. This rule applies if the

employee is unable to return to work; if the employee does return to work, the

employee shall be eligible for that fiscal year for the balance of 100 days minus

the number of days used during that fiscal year.

12.4.8 Any new classified employee who previously accrued sick leave in the service of

a qualified school district or County Superintendent of Schools shall be credited

with cumulative sick leave from their previous position when (1) they left the

previous position within one (1) year prior to employment with the District, (2) they

served at least one (1) calendar year in their previous position, and (3) termination

of the previous employment was for reasons other than action initiated by the

employer for cause.

12.4.9 Employees must call their supervisors as soon as possible to give notification of

any absence from duty. In the event of sudden illness or accident en route to work,

employees are expected to report their absence as soon as is practicably possible.

Employees who notify the District of the expected duration of their illness shall not

be required to notify the District daily of their absence unless the absence exceeds

the previously stated duration.

12.5 Industrial Accident and Illness Leave:

12.5.1 Employees shall be eligible for industrial accident and illness leave in accordance

with the following:

12.5.2 The accident or illness must have arisen out of and in the course of the

employment of the employee and must be accepted as a bona fide injury or illness

arising out of and in the course of employment by the carrier or administrating

agent for workers' compensation coverage.

12.5.3 Except as provided for in section 12.5.6 below, allowable leave for each industrial

accident or illness shall be for the number of days of temporary disability.

12.5.4 Leave under these rules and regulations shall commence on the first day of

absence.

12.5.5 The benefits provided by these rules and regulations shall be applicable to all

employees immediately upon becoming an employee of the given District.

12.5.6 Allowable leave shall not exceed sixty (60) working days in any one fiscal year for

the same accident. The sixty (60) days shall include follow-up doctors’

appointments and therapy treatment for not longer than 3 months after the unit

member has been released to return to work but is to continue treatment.

Employees are encouraged to schedule doctor’s appointments during non-work

hours.

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

12.5.8 Payment for wages lost on any day shall not, when added to an award granted the

employee under the Workers' Compensation laws of this State, exceed the normal

wage for the day.

12.5.9 Industrial accident leave shall be reduced by one (1) day for each authorized

absence regardless of the compensation award made under Workers'

Compensation.

12.5.10 When an industrial accident or illness occurs at the time when the full sixty (60)

days will overlap into the next fiscal year, the employee shall be entitled to only

that amount remaining at the end of the fiscal year in which the illness or injury

occurred for the same illness or injury.

12.5.11 Industrial accident or illness leave of absence is to be used in lieu of entitlement to

other leaves. When entitlement to industrial accident or illness leave has been

exhausted, entitlement to other sick leave will then be used; but, if an employee is

receiving Workers' Compensation, they shall be entitled to only that portion of their

accumulated available sick leave, accumulated compensated time off, vacation or

other available leave which, when added to the Workers' Compensation award,

provide for a full day's wage or salary. When applicable, the following formula shall

be used: Divide the disability check, endorsed to the District, by the employee's

daily salary rate.

12.5.12 Periods of leave of absence, paid or unpaid, shall not be considered to be a break

in service of the employee.

12.5.13 During all paid leaves of absence, whether industrial accident leave as provided in

this section, sick leave, vacation, compensated time off or other available leave

provided by law or the action of the Governing Board, the employee shall endorse

to the District wage loss benefit checks received under the Workers'

Compensation laws of this State. The District, in turn, shall issue the employee

appropriate warrants for payment of wages or salary and shall deduct normal

retirement and other authorized contributions. Reduction of entitlement to leave

shall be made only in accordance with this section.

12.5.14 Any employee receiving benefits as a result of this section shall, during periods of

injury or illness, remain within the State of California unless the Governing Board

authorizes travel outside the State.

12.5.15 An employee who has been placed on a reemployment list, who has been

medically released for return to duty and who fails to accept an appropriate

assignment, shall be dismissed.

12.6 Personal Necessity Leave:

12.6.1 An amount not to exceed seven (7) days of accrued sick leave of absence in one

fiscal year may be used by the employee upon prior approval in cases of personal

necessity. Personal necessity leave shall be limited to circumstances that are

serious in nature and that the employee cannot reasonably be expected to

disregard and that necessitates immediate attention and cannot be taken care of

after work hours or weekends. The employee shall submit a request three (3)

working days prior to requesting a leave in a manner prescribed by the District.

The employee shall not be required to secure advance permission for any leave

taken for any of the following reasons:

12.6.2 Serious illness or death of a member of their immediate family as defined in

Bereavement Leave.

12.6.3 Accident involving their person or property or the person or property of a member

of their immediate family as defined in Bereavement Leave. The employee must,

in such instances where advance permission has not been secured, submit a

completed notification form in a manner prescribed by the District. (See Appendix

E – Personal Necessity Certification Form).

12.6.4 In no case shall personal necessity leave be used for vacation, personal business,

recreational activities, or concerted and/or CSEA activities.

12.7 Family Care and Medical Leave: It is the intent of this provision to be consistent with

Government Code section 12945.2, the California Family Rights Act (CFRA), and the

Family and Medical Leave Act of 1993 (FMLA), with the exception of the provision granting

such leave to part-time employees in 12.7.1, and it shall be interpreted so that there will be

no violation of those statutes.

12.7.1 An employee who, in the 12 months prior to the leave request, has worked (1) at

least 1,250 hours if regularly employed 30-40 hours per week; (2) at least 800

hours if employed 21-29 hours per week; or (3) at least 600 hours if employed 15-

20 hours per week, and who is eligible for other leave benefits of this Agreement

shall be granted, upon written request, an unpaid family care and medical leave

up to a total twelve (12) weeks in any twelve (12) month period, pursuant to the

provisions contained herein.

For purpose of this section, the term, “family care and medical leave” means either: (a)

leave for reason of the birth of a child of the employee, the placement of a child with an

employee in connection with the adoption of the child or foster care of a child by the

employee, or the serious illness of a child of the employee; (b) leave to care for a child,

parent, sibling, grandparent, grandchild, designated person, domestic partner, or

spouse who has a serious health condition; (c) leave because of serious health condition

that makes the employee unable to perform the functions of the position of that employee,

except for leave taken for disability on account of pregnancy, childbirth or related medical

conditions; or, (d) a qualifying military exigency related to the covered active duty or call

to covered active duty of an employee’s spouse, domestic partner, child (of any age),

or parent who is a member of the United States Armed Forces.

12.7.2 An unpaid family care and medical leave shall be treated as any other unpaid

leave. During an unpaid family care and medical leave an employee shall retain

employee status with the District, and such leave shall not constitute a break in

service. An employee returning from an unpaid family care and medical leave

shall have no less seniority than when the leave commenced.

12.7.3 If an employee’s need for an unpaid family care and medical leave is foreseeable,

the employee shall provide the District with reasonable advance notice. For

unplanned absences, the employee shall provide the District with reasonable

advance notice of the need for such leave. If the employee’s need for such leave

is foreseeable due to a planned medical treatment or supervision, the employee

shall make a reasonable effort to schedule the treatment or supervision to avoid

disruption to the operations of the District.

12.7.4 An employee’s request for an unpaid family care and medical leave for the purpose

of caring for a child, spouse or parent who has a serious health condition shall be

supported by a written certification issued by the attending physician of the

individual family member requiring care. This written certification must include the

date on which the serious health condition commenced, the probable duration of

the condition, an estimate of the amount of time the said physician believes the

employee needs to care for the individual requiring care, and a statement that the

serious health condition warrants the participation of a family member to provide

care during a period of the treatment or supervision of the individual requiring care.

If additional leave is requested by the employee upon the expiration of the time

estimated by said physician, the employee must request such additional leave

again supported by a written recertification consistent with the requirements for an

initial certification.

12.7.4.1 For a leave based on the employee’s own serious health condition, the

written certification must include a statement that the employee is unable

to perform the functions of their position.

12.7.4.2 If additional leave is required upon the expiration of the time estimated

by the health care provider, the employee must request such additional

leave again supported by a written certification consistent with the

requirements for an initial certification.

12.7.5 Definitions:

12.7.5.1 For purposes of this section and consistent with current law, the term

"child" means a biological, adopted, or foster child, a stepchild, a legal

ward, child of a domestic partner or a child of an employee standing

in loco parentis of any age.

12.7.5.2 For purposes of this section and consistent with current law, the term

"parent" means biological, foster, in-law, or adoptive parent, a

stepparent or a legal guardian or other person who stood in loco parentis

to the employee during childhood.

12.7.6 If an employee applies for a family care and medical leave, the employee can elect,

or the District may require, the substitution of paid vacation or other paid leaves to

which the employee is entitled. If such paid leave is substituted, the employee is

required to comply with the contractual requirements for use of such paid leave.

12.7.7 An employee granted a leave under this provision shall have the right to reinstate

to their former position (if it still exists) with equivalent benefits, pay, and other

working conditions provided by this Agreement; if the former position no longer

exists, they shall be placed in an equivalent position, with the equivalent salary,

benefits, and working conditions provided for herein.

12.7.8 An employee taking unpaid family care and medical leave pursuant to this section

shall continue to be entitled to participate at District cost in District health insurance

benefits to the same extent and under the same conditions as apply to other active

employees receiving said benefits. Said employee shall pay the cost of all health

and welfare benefits during any unpaid family care and medical leave, pursuant to

the procedures established by the District. The District may recover the premium

that it paid as required by this subdivision for maintaining coverage for the

employee under the group health plan if the following condition occurs.

12.7.8.1 The employee’s failure to return from leave is for a reason other than the

continuation, recurrence, or onset of a serious health condition that

entitles the employee to family care and medical leave or other

circumstances beyond the control of the employee.

12.7.9 Family care and medical leave may be taken in one (1) or more periods. Leave

may be taken in increments of at least one (1) day for recurring medical treatment

certified by a health care provider.

12.7.10 This section shall not be construed to entitle the employee to receive disability

benefits under Part 1 (commencing with Section 3200) of Division 4 of Labor Code

(Workers Compensation).

12.8 Unpaid Leave:

12.8.1 At the discretion of the District, an employee may be granted unpaid leave of

absence.

12.8.2 The employee seeking an unpaid leave of absence shall submit a request,

including the reasons and the duration of the length of the requested leave.

12.8.3 For unpaid leaves of five (5) working days or less, the employee shall submit the

request described herein to their immediate supervisor. The decision of the

immediate supervisor for approval or denial of these requests shall be final.

12.8.4 For personal absences in excess of five (5) work days, the employee shall submit

the request described herein to their immediate supervisor and such request shall

be subject to Board of Trustees approval.

12.8.5 Upon return from an unpaid leave of absence, the employee shall be reinstated to

a position in a classification comparable to the one held prior to the leave of

absence.

12.8.6 If the unpaid leave was granted for personal health reasons, the employee shall

be required to submit, prior to return to active duty, a medical statement from a

licensed physician indicating an ability to assume assigned duties without

restrictions or detriment to the employee's physical or emotional well-being.

12.8.7 If the unpaid leave of absence extends beyond twenty (20) workdays, the District

contributions toward premiums for health and welfare insurance shall cease during

the leave.

12.8.8 An absence not qualifying under the leave provisions of this Article shall constitute

an unauthorized leave which shall be unpaid and may constitute grounds for

appropriate disciplinary action.

12.8.9 Upon request, the District may provide a unit member who is a natural or adopting

parent an unpaid leave of absence for the purpose of rearing their infant. The

duration of such leave shall not exceed one calendar year. A unit member shall

submit such request to the District at least four weeks prior to the anticipated date

on which the leave is to commence.

12.9 Catastrophic Leave:

12.9.1 The parties agree to establish a catastrophic leave program to permit employees

to donate eligible leave credits to an employee when that employee or a member

of their family suffers from a catastrophic illness or injury. A catastrophic illness or

injury means an illness or injury that is expected to incapacitate the employee over

an extended period of time, or that incapacitates a member of the employee’s

family which incapacity requires the employee to take time off from work for an

extended period of time to care for that family member, and taking extended time

off work creates a financial hardship for the employee because they have

exhausted all of their sick leave and other paid time off. Eligible leave credits

means sick leave, vacation leave and/or compensatory time off leave accrued to

the donating employee.

12.9.2 Eligible leave credits may be donated to an employee for catastrophic illness or

injury if all of the following requirements are met:

1. The employee who is, or whose family member is, suffering from a catastrophic

illness or injury requests that eligible leave credits be donated and provides

verification of catastrophic injury or illness satisfactory to the Catastrophic

Leave Committee.

2. The Catastrophic Leave Committee determines that the employee is unable to

work due to the employee’s or their family member’s catastrophic illness or

injury.

3. The employee has exhausted all accrued paid leave credits.

4. The Catastrophic Leave Committee consists of two CSEA members, one of

whom is employed in the Human Resources Department.

12.9.3 If the transfer of eligible leave credits is approved by the Catastrophic Leave

Committee, any employee may, upon written notice to the Committee, donate

eligible leave credits at a minimum of eight hours, and in hour increments

thereafter.

12.9.4 The maximum amount of time for which donated leave credits may be used, is

twelve consecutive months.

12.9.5 Transfer of eligible leave credits shall be irrevocable. Unused donated leave

credits shall be banked and used for the purpose set forth in this Section.

12.9.6 An employee who receives paid leave pursuant to this Section shall use any leave

credits that he or she continues to accrue on a monthly basis prior to using

donated paid leave.

12.10 Parental Leave: After an employee exhausts all sick leave including all accumulated leave

and continues to be absent from their duties on account of parental leave, the employee may

utilize extended sick leave for leave for up to 12 weeks as set out in Education Code

§88196.1. The employee shall be compensated at no less than 50 percent of the employee’s

regular salary for the remaining portion of the 12-workweek period of parental leave. An

employee shall not be provided more than one 12-week period per parental leave per year,

but may take the balance of the 12-week period in the subsequent year.

12.10.1 The 12-week period shall be reduced by any period of sick leave including

accumulated leave, previously taken during a period of parental leave.

12.10.2 For the purposes of this section only, parental leave includes leave for the

reason of the birth of a child of the employee, or the placement of a child with

an employee in connection with the adoption or foster care of the child by the

employee.

12.10.3 Notwithstanding subdivision (a) of section 12945.2 of the Government Code, an

employee is not required to have 1,250 hours of service during the previous 12-

month period in order to take parental leave.

12.10.4 Time taken shall be scheduled with Human Resources and must be taken in

two-week intervals. This clause shall sunset on June 30, 2020, unless, the

District and CSEA mutually agree to the contrary in subsequent negotiations.

12.11 Quarantine: A unit member shall receive full salary during the periods of their quarantine by

a duly constituted governmental authority in accordance with College Policy.

12.12 Cesar Chavez Day Celebrations: Employees may be granted up to 30 minutes of release

time on Cesar Chavez Day to attend an event commemorating or celebrating Cesar Chavez

Day.

ARTICLE 13

TRANSFERS

13.1 When a new position is created or an existing position becomes vacant, and the District's

decision is to fill same, announcements regarding the position shall be distributed/circulated

to all institutional departments and to CSEA at least five (5) working days prior to that

position's application deadline. If, however, an employee has a “Request for Voluntary

Transfer” form on file in the Office of Human Resources, he/she will be considered for a

transfer prior to the announcement of the vacancy. The procedure to request for voluntary

transfer shall be as follows:

13.1.1 The employee interested in a lateral transfer shall complete a “Request for

Voluntary Transfer” form. The request for transfer shall be in a position in the

same classification or in a classification in the same salary range (she/he must

meet the minimum qualifications for the latter).

13.1.1.1 Legacy Protection and Changes in Classification due to the 2023

Classification and Compensation Analysis

Employees who were affected by the implementation of the

Classification and Compensation Survey (referenced in Section

6.17 of this contract), shall be permitted to submit and/or re-submit

any previously submitted transfer requests, in order to reflect the

employee’s new Classification and Salary Range. For all

employees subject to such changes in classification, the minimum

qualification requirements of Article 13, Section 13.1.1 shall also be

waived with respect only to incumbent employees subject to

changes in title who seek lateral transfers within their newly held

classification.

13.1.2 The employee shall indicate on the form the classification(s) and

department(s)/division(s) she/he will accept a transfer to.

13.1.3 The District may increase the percentage of employment of a position within

a classification, which is less than one hundred percent (100%).

13.1.3.1 Unit members within the same classification in a department shall be

considered for the increase in percentage of employment as

determined by their immediate supervisor pursuant to the transfer

process set forth in Article 13 if they have a transfer request on file.

13.1.4 When a vacancy in the requested classification becomes available, the employee

shall be notified of the vacancy and the deadline date to submit an application

form. If the employee is interested in the vacancy, she/he shall complete an

application form and submit it to the Office of Human Resources prior to the

deadline date. Human Resources will schedule an interview with the applicant,

immediate supervisor of the vacant position, and their next level administrator.

13.1.5 Transfer decisions shall be based upon job criteria, needs of the

Department/Division/District, applicant’s job knowledge, skills, qualifications,

experience, satisfactory job performance and internal reference checks.

13.1.6 Following the scheduled interview and with the approval of the Vice President of

Human Resources or designee, an offer of appointment may be made to the

successful transferring employee. Notice to the unsuccessful employees will

follow. If the supervisor decides not to select any of the transfer applicants, the

position will be advertised and the District will accept applications from both

internal and external individuals through the regular recruitment and selection

process.

13.1.7 If the supervisor selects a transferee, arrangements will be worked out with

the current and future supervisor on the effective date of the transfer.

13.1.8 The process continues (Section 13.1.3) until there are no employee(s) interested

or selected for a vacancy. At that time, the vacancy will be advertised and the

District will accept applications from both internal and external individuals through

the regular recruitment and selection process.

13.2 Any employee on leave who has a request on file and who is eligible for a transfer shall be

mailed a copy of the notice by first class mail at their resident address on file with the Human

Resources office.

13.3 An employee being assigned at the District's option to another department, but within his/her

classification or within the same range shall have the right to a prior conference with the Vice

President of Human Resources to discuss the reason for the reassignment. CSEA shall be

notified approximately at the same time as the employee being assigned to another

department. Under normal circumstances, said conference with the employee and notice to

the CSEA shall occur not later than ten (10) calendar days prior to the intended transfer

being initiated by the District.

13.3.1 Transfers shall not adversely affect the unit member’s range and step placement

on the Classified Salary Schedule, their anniversary date or accumulated benefits.

Unit members that are transferred to another class, within the same range, will

start accruing seniority in their new classification beginning on the date of the

transfer.

ARTICLE 14

SAFETY

14.1 The District and employees in the bargaining unit shall conform to and comply with all health,

safety, and sanitation requirements imposed by State or Federal law or regulations adopted

under State or Federal law which are applicable to the District.

14.2 Safety Committee: Two members of the bargaining unit shall be recommended by CSEA to

be appointed by the District to the District Safety Committee. The bargaining unit members

of the committee shall be allowed release time to attend committee meetings.

14.3 Employee Obligations: In the course of performing their normally assigned work, employees

will be alert to observe unsafe practices, equipment, and conditions, as well as environmental

conditions in their immediate area which represent health hazards and will report such

conditions to their immediate supervisors and, at the employee’s discretion, CSEA. No

employee shall make modification on safety devices on power machinery or other equipment

and shall use utmost care in handling of machinery, tools, and equipment. Employees shall

report all accidents immediately to their supervisors. Reports shall be submitted on forms

provided by the District. All injuries should be reported immediately. In cases of injuries

requiring medical attention, report forms provided by the District should be submitted within

twenty-four (24) hours. The District Safety Committee shall review and make

recommendations to the District as to the health, safety, and sanitary nature of working

conditions.

14.4 Non-Discrimination: No employee shall be in any way discriminated against as a result of

reporting any condition believed to be in violation of health, safety, and sanitation

requirements imposed by State or Federal law or regulations.

14.5 Safety Equipment: Should the employment duties of an employee in the bargaining unit in

the judgment of the District reasonably require use of any equipment or gear to insure the

safety of the employee or others, the District agrees to furnish such equipment or gear.

14.6 Notification to CSEA: In the event of a campus emergency, or a major malfunction to District

facilities (ex. HVAC ventilation, major plumbing or hazardous emission) which poses a threat

to the health or safety of CSEA members, the District shall provide notice of such malfunction

or emergency to the CSEA Chapter President or designee. It is understood that the District,

not CSEA, is responsible for sending out any official announcement to classified employees

regarding the incident. This provision shall not be interpreted to prevent CSEA from

communicating about the incident with job stewards and the CSEA Executive Board.

14.7. Unit members will be provided with annual training regarding heat illness prevention.

14.8 District Use of Video and/or Audio Recording Equipment

1. Beginning in 2013 it is anticipated that video and/or audio recording equipment will

be installed on the exteriors, high traffic interior areas, and hallways at the District for

the purpose of deterring and recording criminal activity.

2. Footage will only be reviewed by the Director of Facilities or their designee, until the

Chief of Police and Campus Safety is hired, at which point they or their designee shall

be the sole reviewer of such footage (all designees, as referred to in this section, shall

be approved by the Superintendent/President) when there is an incident of criminal

activity. The sole purpose of viewing these tapes is to determine the source of/or

preventing criminal activity. More specifically, they will be viewed from the date on which

there is a reasonable suspicion of alleged criminal activity; retroactive to the date the

action reasonably may have occurred (usually the period of review is not more than 72

hours).

3. The District shall provide prior notice to CSEA of the number and location of video

and/or audio recording equipment to be used.

4. When the District has installed video and/or audio recording equipment, signs will be

posted to notify students and staff that video/audio recording may occur at exterior

locations and hallways.

5. No video and/or audio recording equipment will be installed where there is a

reasonable expectation of privacy, in accordance with applicable law, such as

bathrooms or locker rooms. Video and/or audio recording equipment will also not be

installed in employee break rooms or private offices (including cubicles).

6. The District will not use video footage/audio recording(s) to determine promotions

and transfers, to discipline CSEA bargaining unit employees, and/or evaluate employee

work performance, except in the sole circumstances when the footage/recordings

reviewed prove that a CSEA employee engaged in an act of criminal activity.

ARTICLE 15

MATTERS RELATING TO EVALUATION PROCESSING PROCEDURES

15.1 One official personnel file of each unit member shall be maintained at the District Human

Resources office. No adverse action shall be taken against a unit member based upon

written material which is not contained within the official personnel file unless otherwise

required by law. Except in situations contemplated under Education Code Sections 88043

or 88016, an opportunity shall be provided for informal resolution to unit member situations

that may result in the placement of the derogatory statement in a unit member’s personnel

file. Prior to placing item(s) in the official personnel file, the District shall make a reasonable

effort to verify the accuracy of the material(s).

15.1.1 All data used in the evaluation material shall be accurate and verified by the

evaluator. Hearsay shall not be included in the evaluation material.

15.2 Information of a derogatory nature shall be signed by the charging party and shall not be

entered or filed until the employee has been given notice and an opportunity to review and

comment on the information within ten (10) working days of such notice. The employee is

entitled to release time from duties within a reasonable time to review the derogatory

material. If desired, the employee may attach their own comments to the derogatory

statement but shall in any event acknowledge by signature and date that said material has

been reviewed.

15.3 An employee may examine or review any material in their personnel file with the exception

of ratings, reports, or records which (1) were obtained prior to employment of the person

involved, (2) were prepared by identifiable examination committee members, or (3) were

obtained in connection with a promotional examination.

15.4 Access to the personnel file of an employee shall be limited to those individuals permitted

such access in accordance with law. The District shall keep a log of persons who have

examined an official personnel file, as well as the dates such examinations were made,

except routine clerical transactions. The log shall be maintained in the unit member's official

personnel file.

15.5 New employees will be evaluated at the end of the third (3rd) month of employment and

again at the end of the fifth (5th) month. Subsequent evaluations of all employees will be

made annually or more frequently as needed to document performance. The written

evaluation shall be accomplished by the supervisor and will be discussed with the

employee and signed by the employee and the supervisor. A copy of each evaluation will

be placed in the employee's file in the Office of Human Resources, and a copy will be sent

to each employee concerned.

15.5.1 The District and CSEA shall form a committee of equal representation to review

existing evaluation procedures and to make revisions and recommendations, if

any, to the two bargaining teams for possible negotiations. This committee shall

convene during the 2023-2024 academic year to review changes to the

employee evaluation procedure in order to comply with the Diversity, Equity,

Inclusion, and Accessibility (DEIA) Integration Plan as adopted by the California

Community Colleges Board of Governors in September 2019.

15.5.2 The District is committed to providing DEIA training. Employees may complete

up to three (3) modules of DEIA training as provided by the California

Community College Vision Resource Center. Such training will be made

available during employees’ regular working hours, to be mutually scheduled

with the employee’s supervisor.

15.6 Each evaluation shall reflect the combined judgment and review of both the immediate

supervisor and the administrative officer immediately associated with the employee

being rated. Any evaluation of less than “Fully Satisfactory” shall include

recommendations for correction; at an employee's request, a reevaluation shall be made

within sixty (60) days of said request. Any employee who has reason to question any

aspect of their performance rating has the right to request a review of their evaluation by

the Vice President of Human Resources or supervisor/manager at the next highest level.

15.7 After advancing to the top of the employee’s salary range, if the employee's last two (2)

annual evaluations are satisfactory or better, and that quality of service continues, the

employee shall be evaluated every two years.

15.8 The Grievance Procedure shall not be used as a means for resolving disputes over the

judgment and recommendations related thereto of the evaluators.

ARTICLE 16

GRIEVANCE PROCEDURE

16.1 Definitions:

16.1.1 A “grievance” is a formal allegation raised at Step One filed within ten (10) working

days of the alleged violation by the affected employee CSEA that the District has

violated this Agreement.

16.1.2 A “grievant” is a unit member or CSEA filing a grievance.

16.1.3 The “immediate supervisor” is the first-level manager having line authority over the

grievant or impacted employee(s), and who has the authority to adjust the

grievance.

16.2 General Provisions

16.2.1 Time limits provided in each level shall begin at the expiration of the previous time

limit or the day following receipt of written decision by the parties in interest.

16.2.2 Grievance meetings shall be scheduled at a time mutually acceptable by the

District and the grievant at times that shall not adversely affect the normal duties

of any personnel except that the grievant shall be allowed release time to attend

grievance procedures.

16.2.3 Each party shall comply with the time limits contained in the Grievance Procedure;

however, with the written consent of both parties to the grievance, the time

limitation for any level may be extended. Any grievance, not advanced to the next

level within the time limits established for that level, shall be deemed resolved with

the decision rendered at the previous level.

16.2.4 All meetings and hearings under this procedure shall be closed to all persons other

than the participants.

16.2.5 All procedural documents dealing with the processing of the grievance will be filed

in a separate grievance file and will not be kept in the personnel file of any

participants. Forms necessary for the grievance process will be prepared by the

District and will be given appropriate distribution to facilitate the grievance

procedure.

16.2.6 No reprisals for lawful acts of any kind shall be taken by the District or CSEA

against the grievant, any member of CSEA, or any other participant in the

grievance procedure by reason of such participation.

16.2.7 Employees have the right to present grievances to their supervisors and have such

grievances resolved without intervention of CSEA. A decision in any case may or

may not constitute a precedent for any other grievance.

16.2.8 Employees shall have the right to CSEA representation beginning with Step Two

of the grievance procedure.

16.3 Procedure:

16.3.1 Step One: The grievant may present the grievance directly to the immediate

supervisor within ten (10) working days of the alleged violation. The grievance

shall be discussed orally. If, after ten (10) working days of the date the grievant

raised the allegation with the immediate supervisor and the grievance is not

satisfactorily adjusted informally, the grievant may proceed to Step Two.

16.3.2 Step Two: Within ten (10) working days after the deadline for the immediate

supervisor to resolve the grievance informally at Step One, the grievant may

present the grievance to the immediate supervisor in writing on forms provided by

the District. The formal written grievance shall include a clear, concise statement

of the grievance, the circumstance involved, specific provisions of this Agreement

allegedly violated, and the specific remedy sought. Within five (5) working days

after the submission of the grievance a meeting shall be held at a time mutually

acceptable to both parties at which the grievant and the immediate supervisor and

the Vice President of Human Resources or designee shall be present to review

the grievance. Within five (5) working days of the mutual meeting, the immediate

supervisor shall submit a written response to the aggrieved party. In the CSEA

files a grievance, CSEA and the District may mutually agree in writing to begin the

grievance at Step Two.

16.3.3 Step Three: If the grievant is not satisfied with the immediate supervisor’s written

response at Step Two, the grievant may file an appeal by submitting the grievance

in writing to the appropriate vice president or designee within ten (10) working days

of receiving the immediate supervisor’s written response. Within five (5) working

days of receiving the grievant’s appeal a meeting shall be held at a time mutually

acceptable to both parties at which the grievant and the vice president and the

Vice President of Human Resources or designee shall be present to review the

grievance. The grievant shall be notified in writing of the response in Step Three

within ten (10) working days after the meeting.

16.3.4 Step Four:

16.3.4.1 Arbitration: A grievance which is not settled at Step Three, which the

grievant desires to contest further, will be submitted to advisory

arbitration as provided herein, but only if the grievant gives written notice

to the District of their desire to arbitrate the grievance with ten (10) work

days after the termination of Step Three. It is expressly understood that

the only matters which are subject to advisory arbitration are grievances

as defined above which were processed and handled within the

limitations and procedures of this Article. Processing and discussing the

merits of an alleged grievance by the District prior to Step Three will not

constitute a waiver by the District of a defense that the dispute is not

grievable. However, District failure to raise the issue of whether a

dispute is grievable at Step One will constitute a waiver of that issue at

subsequent levels of this procedure.

16.3.4.2 Selection of Arbitrator

16.3.4.2.1 As soon as possible, in any event not later than five (5) work

days after the District receives the written notice of the

CSEA's approval to arbitrate, the parties will agree upon an

arbitrator. If no agreement is reached within five (5) days,

an arbitrator will be selected from a list of arbitrators

provided by the California State Conciliation and Mediation

Services, by alternately striking names until one remains.

16.3.4.2.2 The party which strikes the first name will be determined by

lot. If the arbitrator selected indicates that they will not be

available for a hearing within a reasonable time not

exceeding forty-five (45) calendar days, the parties will

proceed to select another arbitrator from the list.

16.3.4.3 Motions to Dismiss: If the District claims that a grievance should be

dismissed because, for example, it falls outside the scope of the

procedure, or was filed in violation of the time limits provided for herein,

or that the dispute has become moot, such a claim will, at the option of

the District, be heard in a one (1) day session and promptly ruled upon

by the arbitrator prior to any formal proceedings and a hearing on the

merits of the grievance by a separate arbitrator. A suitable stay/continu-

ance between such an arbitrability ruling and any further proceedings

which may be necessary will be granted to the parties. CSEA and the

District may also, at their option, and without prejudice, jointly decide to

have such a claim heard along with the merits of the case by the same

arbitrator. Wherein, there is no mutual agreement to keep the same

arbitrator the parties shall select a new arbitrator per Article 16.3.4.2.

16.3.4.4 Limitations Upon Arbitrator: The arbitrator will have no power to alter,

amend, change, add to, or subtract from any of the terms of this

Agreement but will determine only whether or not there has been a

violation, misapplication, or misinterpretation of this Agreement in the

respect alleged in the grievance. The decision of the arbitrator will be

based solely upon the evidence and arguments presented by the

respective parties in the presence of each other, and upon arguments

presented in briefs.

16.3.4.4.1 This Agreement constitutes a contract between the parties

which will be interpreted and applied by the parties and by

the arbitrator in the same manner as any other contract

under the laws of the State of California. The function and

purpose of the arbitrator is to determine disputed

interpretation of terms actually found in the Agreement or to

determine disputed facts upon which the application of the

Agreement depends. The arbitrator will, therefore, not have

authority, nor will it be within the arbitrator's function, to

decide any issue not submitted or to so interpret or apply

the Agreement as to change that which can fairly be said to

have been the intent of the parties as determined by

generally accepted rules of contract construction. Past

practice of the parties in interpreting or applying terms of this

Agreement may be considered relevant evidence. The

arbitrator will not render any decision or award, or fail to

render any decision or award, merely because it is the

arbitrator's opinion that such decision or award is fair or

equitable.

16.3.4.4.2 No decision rendered by the arbitrator will be retroactive

beyond the beginning of the fiscal year prior to the ten-day

period specified in Step One of the grievance procedure.

The arbitrator will have no power to render an award on any

grievance occurring before or after the term of this

Agreement.

16.3.4.4.3 The arbitrator may hear and determine only one grievance

at a time unless CSEA and the District expressly agree

otherwise. However, both parties will in good faith endeavor

to handle in an expeditious and convenient manner cases

which involve the same or similar facts and issues.

16.3.4.5 Arbitrator's Decision and Board Review: The decision of the arbitrator

within the limits herein prescribed will be in the form of a

recommendation to the Board of Trustees. If neither party files a request

to the Board to undertake review of the advisory decision within ten (10)

work days of its issuance, or if the Board declines such a request, then

the decision will be deemed adopted by the Board and becomes final

and binding on all parties. If a timely request for review is filed with the

Board and accepted, the Board will then undertake review of the entire

hearing record and briefs. The Board may also, if it deems it appropriate,

permit oral arguments by representatives of the parties, but only in the

presence of one another. Within thirty (30) work days after receiving the

record, the Board will render a decision on the matter, which decision

will be final and binding on all parties. If the Board does not render such

a decision within the time specified, then it will be deemed to have

adopted the decision recommended by the arbitrator.

In a case where the arbitrator's award sustains the grievant, but the

Board subsequently fails to accept such recommendation and instead

modifies or reverses the arbitrator's decision, and the grievant later files

a judicial action against the District for breach of the Agreement, the

District will not assert as a defense that the grievant's utilization of the

grievance and arbitration procedure was the only proper remedy for

resolution of the grievance. In all other cases, the grievance and

arbitration procedure is to be the CSEA's and an employee's sole and

final remedy for any claimed breach of this Agreement.

16.3.4.6 Expenses: All fees and expenses of the arbitrator will be shared equally

by the parties and each party will bear the expenses of the presentation

of its own case.

ARTICLE 17

LAYOFF AND REEMPLOYMENT AND EFFECTS RELATED THERETO

17.1 Layoff and Reemployment:

17.1.1 Reason for Layoff:

Layoff shall occur for lack of work or lack of funds. Whenever an employee is laid

off, the order of layoff within the class shall be determined by length of service.

The employee who has been employed the shortest time in the class plus higher

classes within the same job series (per Appendix A-1) shall be laid off first.

17.1.2 Length of service shall mean all hours in a paid status, exclusive of overtime.

17.2 Notice of Layoff:

17.2.1 Any layoffs shall take place with written notice as established by law. Any

notice of layoff shall specify 1) the reason for layoff, 2) the identity by name

and classification of the employee designated for layoff, 3) information on the

employees’ displacement rights, if any, 4) reemployment rights, and 5) any

other information required by law.

17.2.2 During the terms of the current agreement, any existing classified employee

bargaining unit positions that may be eliminated due to lack of work or lack of funds

shall not be assigned on a permanent basis to employees outside the bargaining

unit.

17.3 Order of Layoff:

17.3.1 Any layoff shall be affected within a class.

17.3.2 No regular employee shall be laid off from any position while employees are

serving in a substitute, temporary, or "short-term" basis in the same class unless

a regular employee declines said position.

17.3.3 A "regular employee" is defined as an employee working in a recognized

bargaining unit position, working in excess of 180 days, with assigned days and

hours of employment, receiving the appropriate wages for their assigned

classification, and as one who is subject to the terms and conditions of this

agreement, including the right to permanent status after completion of the

probationary period as set forth in the current agreement.

17.3.4 Any employee designated limited-term, substitute, temporary, "part-time, as

needed" or holding a position with a classification not included within the

recognized unit, shall not be considered a "regular employee."

17.4 Bumping Rights:

An employee laid off from their present class may bump into the next lowest class in which

the employee has previously served and has greater seniority, or into an equal class in which

the employee has previously served and has greater seniority in that equal class by virtue of

service in said class. The employee may continue to bump into lower classes in which the

employee has previously served or into lower classes in the same job family for which they

are qualified in order to avoid layoff.

17.5 Equal Seniority:

If two or more employees subject to layoff have equal class seniority, the layoff determination

shall be made by lot.

17.6 Reemployment Rights:

17.6.1 Laid-off employees are eligible for reemployment in the class from which laid off

for a thirty-nine (39) month period and shall be reemployed in the reverse order of

layoff. Their reemployment shall take precedence over other employment in the

classifications affected by said layoffs.

17.6.2 During the terms of this agreement, employees who have been laid off and are on

a reemployment list shall have priority employment status over outside candidates

for any substitute or short-term assignments which occur within a class they have

previously held.

17.7 Voluntary Demotion or Voluntary Reduction in Hours:

Employees who take voluntary demotions or voluntary reductions in assigned time in lieu of

layoff shall, in addition to the thirty-nine (39) months, be granted an additional twenty-four

(24) months of reemployment rights.

17.8 Notification of Reemployment:

An employee who is laid off and is subsequently eligible for reemployment shall be notified

in writing by certified mail by the District or in writing by hand delivery with a signed receipt

of delivery.

17.9 Employee Notification to the District:

An employee shall notify the District in writing of their intent to accept or refuse employment

within five (5) working days following receipt of the reemployment notice. Failure by the

employee to tender the written notice to the District within five (5) days, as provided for

herein, shall be deemed a refusal of employment by said employee. The laid-off employee

may decline three (3) offers of employment before relinquishing their position on the list. If

an employee on a reemployment list refuses the third offer of employment, no additional

offers will be made, and the employee shall be considered unavailable for work and have

waived any and all reemployment rights.

17.10 Reemployment: Employees who accept a position lower than their highest former class shall

retain their original thirty-nine (39) months rights to the higher position.

17.11 Redistribution of Workload: The parties recognize that the reassignment of tasks and/or

adjusted work assignments of employees in classifications affected by layoffs or reductions

in assigned time will be a gradual process. Therefore, CSEA may designate representatives

and the District shall meet with them to discuss and deliberate regarding the redistribution of

these workloads. Said meetings shall take place within ninety (90) days of the notice of lay-

off/reduction.

17.12 Layoff as used herein shall refer to separation from service or reduction in assigned time.

17.13 The District and CSEA agree that alleged violations of the procedures and requirements

described in Items 1 through 11, above, shall be reviewable only under existing

administrative hearing or legal procedures in lieu of the provisions of Article 16 of the

Agreement.

17.14 Other Matters Related to Layoff:

17.14.1 The District further agrees to provide CSEA with an opportunity to confer on

seniority dates and implementation procedures related to said layoffs prior to the

effective date of said layoffs.

17.14.2 Extended Benefits:

Pursuant to Article VIII (Health and Welfare Benefits), an employee who has

elected medical coverage and who was employed for the full school year, and who

is laid off as of June 30th, shall have medical coverage continued through the

subsequent September 30th.

Pursuant to Article 8 (Health and Welfare Benefits), an employee who has elected

medical coverage and who is laid off prior to June 30th, and has not been

employed for the full school year, shall have medical coverage continued for one

(1) month following the month in which the employee is laid off, subject to carrier

acceptance.

17.14.3 If an employee is reduced in days/weeks/months per year, they shall not be

required to take vacation during said period of reduction in less than one (1) week

increments.

17.14.4 If an employee is reduced in month(s), the reduced time designated by the District

shall not be taken in less than four (4) consecutive week increment(s), unless the

employee elects to take lesser increments of time that are acceptable to the

District.

17.14.5 If a unit member has been employed for three (3) full years or more and is reduced

below the qualifying amount of time for fringe benefits pursuant to Section 8.2, they

shall have the fringe benefit contribution for 90 days after layoff that they would

have received if the reduction had not taken place.

17.14.6 Use of Personal Necessity Leave: During the thirty-day period following notice of

layoff, an employee subject to layoff may utilize up to five (5) days of available

personal necessity leave for bona fide job interviews with other prospective

employers.

17.14.7 Waiver: In consideration of the provisions of this Article, which shall be followed in

the event of layoff, the District and CSEA each voluntarily and unqualifiedly waive

the right, and each agrees that the other shall not be obligated to bargain

collectively with respect to any subject or matter related to layoff actions and

effects related thereto during the terms of the current agreement, even though

such subject or matter may not have been within the knowledge or contemplation

of either or both the parties at the time they negotiated the current agreement. The

District and CSEA agree that, during the term of this contract through June 30,

2026, any layoff effects related to the results of the 2023

classification/compensation benefits study that may alter an employee’s bumping

rights under this Article are the exception to this waiver.

ARTICLE 18

CAMPUS BEAUTIFICATION

18.1 Volunteers: Community, parent, faculty and student volunteers may be permitted to

perform school/campus beautification projects on campus on three (3) non-student days (i.e.

holidays, weekends or intercession periods) per year, subject to the following conditions:

18.1.1 Said volunteers or sponsoring support group shall submit a written request for a

school beautification project, including the following information: date; brief

description of the projects that are intended to spruce the school appearance;

number of volunteers expected to participate; school/district supplies and/or

equipment that may be necessary; and any other pertinent information.

18.1.2 The Director of Facilities Services and the President of CSEA, Chapter 477, shall

meet to consult about the request and its relationship to bargaining unit members.

They shall submit their recommendations for approval or denial to the Cabinet

level administrator designated to make a final decision on said requests.

18.1.3 The District shall notify the prospective volunteers of its decision on the request for

a school beautification day, and any conditions related thereto; a copy of said

decision/conditions shall be sent to the CSEA President.

18.1.4 Approval of requests shall not: involve work activities that are part of the District’s

regular schedule or maintenance activities; reduce a unit member’s regularly

assigned time; or result in a layoff of unit members.

18.1.5 If a volunteer request is approved, the District shall assign a CSEA unit member

to work on that date in order to coordinate the approved activity.

ARTICLE 19

GENERAL PROVISIONS

19.1 Savings Clause: If during the life of this Agreement there exists any applicable law or

applicable rule, regulation or order issued by governmental authority other than the District

which shall render invalid or restrain compliance with the enforcement of any provision of the

Agreement, such provision shall be immediately suspended and be of no effect hereunder

so long as such law, rule, regulation, or order shall remain in effect. Such invalidation of a

part or portion of this Agreement shall not invalidate any remaining portions which shall

continue in full force and effect.

19.2 Replacement for Severed Provision: In the event of suspension or invalidation of any article,

section, subsection, sentence, clause, or phrase of this Agreement, the parties agree, upon

the request of either party, within thirty (30) days after such determination, to meet and

negotiate and to endeavor to reach agreement on a replacement for such article, subsection,

sentence, clause, or phrase.

19.3 Effect of Agreement:

19.3.1 It is understood and agreed that the specific provisions contained in this

Agreement shall prevail over District policies, practices, and procedures and over

State laws as to the extent permitted by State law, and that in the absence of

specific provisions in this Agreement, such practices and procedures may be

exercised at the discretion of the District.

19.3.2 During the term of this Agreement, CSEA expressly waives and relinquishes the

right to meet and negotiate and agrees that the District shall not be obligated to

meet and negotiate with respect to any subject or matter whether referred to or

covered in this Agreement or not, even though such subject or matters may not

have been within the knowledge or contemplation of either the District or CSEA at

the time they met and negotiated on and executed this Agreement, and even

though such subjects or matters were proposed and later withdrawn, except as

provided above.

19.3.3 It is agreed that the CSEA and District will support this Agreement for its term and

will not appear before any public bodies to seek change or improvement in any

matter subject to the meet and negotiation process except by mutual agreement

of the District and CSEA.

19.4 Concerted Activities:

19.4.1 It is agreed and understood that there will be no strike, work stoppage, slow-down,

or other interference with the operations of the District by CSEA, or by any of

CSEA's officers, agents, or members during the term of this Agreement, including

compliance with the request of other labor organizations to engage in such

activities.

19.4.2 CSEA recognizes the duty and obligation of its representatives to comply with the

provisions of this Agreement and to make every effort toward inducing all

employees to do so. In the event of a strike, work stoppage, slow-down, or other

interference with the operations of the District by employees who are represented

by it, CSEA agrees in good faith to take all necessary steps to cause those

employees to cease such action.

19.4.3 Any unit member engaging in any strike, slow-down or other work stoppage during

the term of this Agreement may be subjected to discipline or termination consistent

with applicable law.

19.4.4 The District shall take reasonable steps within its control to provide for the safety

of unit members and their property during periods of any labor dispute which

affects District's employees or property.

19.4.5 The District agrees that it shall not engage in a lockout of unit members during the

term of this Agreement. The term "lockout" is intended to cover a situation where

the employer refuses to permit unit members to work in an effort to obtain

bargaining concessions from CSEA.

19.4.6 It is understood that in the event that this section is violated by a unit member or

by the CSEA, the District will be entitled to withdraw any rights, privileges, services,

wages or benefits provided in this Agreement for said violators, and, also, that the

CSEA will be liable for damages caused by said violation as determined by a Court

of Competent Jurisdiction.

ARTICLE 20

DURATION

20.1 This Agreement shall continue in full force and effect from July 1, 2023 until June 30,

2026.

20.2 Upon termination of this Agreement, it is specifically agreed that the District shall not

have any financial obligation toward unit members over and above the exact dollar

amount of said benefits accrued or payable on the date of termination of this Agreement.

ARTICLE 21

RENEGOTIATIONS

21.1 Successor Agreement: CSEA shall make a good faith effort to submit a request to

negotiate and its initial proposals for a successor Agreement to the Board no later than

January 31, 2026. If CSEA submits a request to negotiate and its proposals in a timely

manner, then negotiations shall begin no later than March 2026.

SIGNATURE PAGE

Signed and entered into this November 9, 2023.

CALIFORNIA SCHOOL EMPLOYEES RIO HONDO COMMUNITY

ASSOCIATION, CHAPTER #477 COLLEGE DISTRICT

__________________________________ ___________________________________

Appendix A

CLASSIFICATIONS INCLUDED IN BARGAINING UNIT

AND ASSIGNMENTS TO RANGE

RANGE CLASSIFICATION

41 Accessibility and Compliance Specialist

18 Account Clerk I

22 Account Clerk II

24 Account Clerk III

24 Account Clerk III/Billing

43 Accountant

48 Accountant II

31 Accounting Technician II

31 Accounting Technician II-Special Projects

34 Accounting Technician III

27 Accounting Technician/Budget Control

27 Accounting Technician/Cash Receipts

27 Accounting Technician/Disbursements

32 Administrative Secretary - Classified

23 Admissions and Records Assistant

32 Admissions and Records Assistant Coordinator

43 Admissions and Records Coordinator

46 Admissions and Records Senior Coordinator

35 Admissions and Records Specialist-Analyst

32 Amnesty Specialist

30 Apprenticeship and IBID Program Assistant

38 Assistant Accountant

25 Assistant Buyer

29 Assistant Range Master

39 Athletic Trainer

32 Audio Visual Multimedia Repair Technician

30 Buyer

35 CAD/GIS Computer Specialist

31 Career Development Center Specialist

32 Carpenter

19 Child Development Center Assistant Teacher

21 Child Development Center Teacher

1 Children’s Center Aide

38 Children's Development Center Coordinator

15 Clerk Typist I

19 Clerk Typist II

19 Clerk Typist II-FLEX

19 Clerk Typist II-Teacher Preparation

21 Clerk Typist III

21 Clerk Typist III-Children’s Center

39 Computer Equipment Repair Technician

35 Computer Operations Technician

CLASSIFICATIONS INCLUDED IN BARGAINING UNIT AND ASSIGNMENTS TO RANGE - 2

RANGE CLASSIFICATION

50 Coordinator of Grant Development

30 Coordinator, Parking Services/Dispatcher

27 Counseling Assistant

31 Curriculum / Articulation Specialist

24 Custodial Leadperson

20 Custodian

27 DSPS Support Services Aide

30 Educational Advisor, Student Support Services, Outreach &

Matriculation

30 Educational Advisor, STEM

30 Educational Advisor, Upward Bound/Student Support Services

33 Electrician

33 Electronic/Business Machines Repair Technician

26 EOPS Evaluator

27 EOPS Specialist

31 EOPS/CARE Specialist

27 EOPS/CARE Tutor Technician

26 Evaluations Technician

28 Facilities Secretary

23 Financial Aid Assistant

37 Financial Aid Coordinator

31 Financial Aid Technician

29 Fire Academy Training and Operations Specialist

13 Food Services Worker

32 Foster / Kinship Care Education (FKCE) & Independent Living Program

Specialist

25 General Maintenance Worker

27 Grants Specialist

32 Graphic Artist

32 Graphic Designer and Social Media Specialist

24 Grounds Equipment Operator

22 Grounds Maintenance Worker

33 Heating/Air Conditioning & Plumbing Journeyperson

23 Human Resources Assistant I

25 Human Resources Assistant II

30 Human Resources Technician

33 HVAC Mechanic

38 Information Specialist

27 Instructional Assistant

21 Instructional Assistant-Administration of Justice

27 Instructional Assistant-Business Skills

27 Instructional Assistant-Communications; Apprenticeship; Non-credit,

Citizenship & ESL

21 Instructional Assistant-ESL Foreign Languages Lab

27 Instructional Assistant-Fabrication / Welding

23 Instructional Assistant-Fitness Center

27 Instructional Assistant-Health Science Skill Center

CLASSIFICATIONS INCLUDED IN BARGAINING UNIT AND ASSIGNMENT TO RANGE – 3

RANGE CLASSIFICATION

21 Instructional Assistant – Learning Assistance Center

27 Instructional Assistant – Math Science Center

32 Instructional Assistant – On-Line Education

32 Instructional Assistant – Virtual College

46 Instructional Designer

25 Instructional Division Secretary

39 Instructional High Tech Access Computer Lab Technician

32 Instructional Lab Technician-Biology

32 Instructional Lab Technician-Chemistry

32 Instructional Lab Technician-El Paisano

32 Instructional Lab Technician-Multidiscipline

26 International Students Specialist

35 Internet Web Designer

35 Interpreter Coordinator

32 Irrigation Specialist & Grounds Lead

32 Job Developer

35 Lead Equipment Mechanic

35 Lead Testing Technician

19 Library/Media Clerk

22 Library/Media Technician

27 Library/Online Systems Technician

33 Locksmith

27 Marketing & Communications Specialist

35 Micro Computer Coordinator

35 Micro Computer Programmer

48 Network Specialist

27 Newswriter

32 Painter

15 Paraprofessional Tutor

26 Parking Services Facilitator

27 Payroll Technician

23 P. E. and Athletic Equipment Attendant

23 Photocopier Machine Operator

26 Photographer

27 Planning Projects Specialist

29 Police Academy Training and Operations Specialist

44 Program Assistant

38 Programmer

42 Programmer Analyst

2 Registration Clerk

43 Research Analyst

48 Research Analyst II

22 Research Data Technician

35 Research Specialist

36 Rio Hondo Range Master

43 Scheduling and Educational Planning Analyst

CLASSIFICATIONS INCLUDED IN BARGAINING UNIT AND ASSIGNMENT TO RANGE - 4

Range Classification

27 Scheduling Technician

27 Scheduling Technician – Continuing Education

22 Secretary

51 Senior Accountant

36 Senior Admissions and Records Assistant

22 Senior Custodian

29 Senior Custodial Lead

25 Senior Financial Aid Assistant

19 Senior Food Services Worker

23 Senior Grounds Maintenance Worker

30 Senior Instructional Assistant

32 Senior Instructional Assistant Business Lab Specialist

30 Senior Instructional Assistant-Business Skills

30 Senior Instructional Assistant-Health Science Skill Center

32 Senior Instructional Assistant-Interpreter/Translator for Deaf

30 Senior Instructional Assistant-Learning Assistance Center

30 Senior Instructional Assistant-Math Resource Center

46 Senior Payroll Systems Coordinator

28 Senior Photocopier Machine Operator

25 Senior P.E. and Athletic Equipment Attendant

25 Senior Secretary

25 Senior Switchboard Operator/Mailroom Clerk

51 Senior Systems Analyst

51 Senior Systems Programmer/Analyst

27 Senior Tool Room Attendant

27 Special Education Aide-Physically Disabled

25 Sprinkler Maintenance and Repair Person

27 Student Activities Assistant

22 Student Services Assistant

30 Student Services Program Assistant

15 Student Services Representative

18 Switchboard Operator/Mail Room Clerk I

19 Switchboard Operator/Mail Room Clerk II

50 Systems Analyst

42 Technology Systems Trainer

30 Testing Technician

33 Theatre Production Coordinator

30 Theatre Technician

21 Tool Room Attendant

34 Trans Coordinator/Vehicle and Equipment Mechanic

23 Utility Leadperson

21 Utility Worker

33 Vehicle and Equipment Mechanic

26 Warehouse Storekeeper

42 Web Developer

31 Welder

Appendix A-1

CLASSIFIED UNIT JOB SERIES

ACCOUNTING RANGE

Senior Accountant 51

Accountant II 48

Accountant 43

Accounting Technician II 31

Accounting Technician II -Special Projects 31

Accounting Technician III 34

Accounting Technician/Budget Control 27

Accounting Technician/Cash Receipts 27

Accounting Technician/Disbursements 27

Account Clerk III 24

Account Clerk III-Billing 24

Account Clerk II 22

Account Clerk I 18

Assistant Accountant 38

ADMINISTRATION OF JUSTICE

Rio Hondo Range Master 36

Assistant Range Master 29

Fire Academy Training & Operations Specialist 29

Police Academy Training & Operations Specialist 29

CHILDREN'S CENTER

Children's Development Center Coordinator 38

Child Development Center Teacher 21

Child Development Center Assistant Teacher 19

Senior Food Services Worker 19

Food Services Worker 13

Children’s Center Aide 1

DATA PROCESSING

Senior Systems Analyst 51

Senior Systems Programmer/Analyst 51

Systems Analyst 50

Network Specialist 48

CLASSIFIED UNIT JOB SERIES - 2

DATA PROCESSING (Continued) RANGE

Programmer Analyst 42

Technology Systems Trainer 42

Web Developer 42

Computer Equipment Repair Technician 39

Information Specialist 38

Programmer 38

Micro Computer Coordinator 35

Computer Operations Technician 35

Micro Computer Programmer 35

Internet Web Designer 35

Audio Visual Multimedia Repair Technician 32

INSTRUCTIONAL

Instructional Designer 46

Accessibility and Compliance Specialist 41

Instructional High Tech Access Computer Lab Technician 39

Instructional Assistant – On-Line Education 32

Instructional Laboratory Technician-Biology 32

Instructional Laboratory Technician-Chemistry 32

Instructional Laboratory Technician-El Paisano 32

Instructional Laboratory Technician-Multidiscipline 32

Senior Instructional Assistant Business Lab Specialist 32

Senior Instructional Assistant-Interpreter/ Translator for Deaf 32

Senior Instructional Assistant 30

Senior Instructional Assistant-Business Skills Ctr 30

Senior Instructional Assistant-Health Science Skill Center 30

Senior Instructional Assistant-LAC 30

Senior Instructional Assistant-Math Science Ctr 30

Instructional Assistant 27

Instructional Assistant-Business Skills 27

Instructional Assistant-Communications; Apprenticeship; 27

Non-Credit Citizenship, & ESL

Instructional Assistant-Health Science Skill Ctr 27

Instructional Assistant-Math Science Center 27

Instructional Assistant- Fabrication / Welding 27

Special Education Aide-Physically Disabled 27

DSPS Support Services Aide 27

Instructional Assistant-Fitness Center 23

Instructional Assistant-Administration of Justice 21

Instructional Assistant-ESL Foreign Languages Lab 21

Instructional Assistant-LAC 21

CLASSIFIED UNIT JOB SERIES - 3

INSTRUCTIONAL SUPPORT RANGE

Athletic Trainer 39

Theatre Production Coordinator 33

Testing Technician 30

Theatre Technician 30

Senior Tool Room Attendant 27

Senior Physical Education & Athletic Equipment 25

Attendant

Physical Education & Athletic Equipment Attendant 23

Tool Room Attendant 21

LIBRARY/MEDIA

Library/Online Systems Technician 27

Library/Media Technician 22

Library/Media Clerk 19

MAINTENANCE

Lead Equipment Mechanic 35

Trans Coordinator/Vehicle and Equipment Mechanic 34

Electrician 33

Electronic/Business Machines Repair Technician 33

HVAC Mechanic 33

Heating/Air Conditioning & Plumbing Journeyperson 33

Vehicle and Equipment Mechanic 33

Locksmith 33

Carpenter 32

Painter 32

Welder 31

General Maintenance Worker 25

OFFICE & TECHNICAL

Coordinator of Grant Development 50

Research Analyst II 48

Program Assistant 44

Admissions and Records Senior Coordinator 46

Scheduling and Educational Planning Analyst 43

Admissions and Records Coordinator 43

Research Analyst 43

Financial Aid Coordinator 37

Senior Admissions and Records Assistant 36

Admissions and Records Specialist-Analyst 35

CLASSIFIED UNIT JOB SERIES - 4

Interpreter Coordinator 35

OFFICE & TECHNICAL(Continued) RANGE

Research Specialist 35

Lead Testing Technician 35

Senior Payroll Systems Coordinator 46

Administrative Secretary - Classified 32

Admissions and Records Assistant Coordinator 32

Foster/Kinship Care Education (FKCE) & Independent Living 32

Program Specialist

Graphic Artist 32

Graphic Designer and Social Media Specialist 32

Job Developer 32

Curriculum / Articulation Specialist 31

Career Development Center Specialist 31

EOPS/CARE Specialist 31

Financial Aid Technician 31

Apprenticeship and IBID Program Assistant 30

Buyer 30

Educational Advisor, Student Support Services, Outreach & 30

Matriculation

Educational Advisor, STEM 30

Educational Advisor, Upward Bound/Student Support Services 30

Human Resources Technician 30

Coordinator, Parking Services/Dispatcher 30

Student Services Program Assistant 30

Facilities Secretary 28

Counseling Assistant 27

EOPS/CARE Tutor Technician 27

Grants Specialist 27

Newswriter 27

Payroll Technician 27

Planning Projects Specialist 27

Marketing & Communication Specialist 27

Scheduling Technician 27

Scheduling Technician – Continuing Education 27

Student Activities Assistant 27

EOPS Evaluator 26

Evaluations Technician 26

International Students Specialist 26

Parking Services Facilitator 26

Photographer 26

Warehouse Storekeeper 26

Assistant Buyer 25

Instructional Division Secretary 25

Human Resources Assistant II 25

CLASSIFIED UNIT JOB SERIES - 5

Senior Financial Aid Assistant 25

Senior Secretary 25

Senior Switchboard Operator/Mail Room Clerk 25

Admissions and Records Assistant 23

OFFICE & TECHNICAL (Continued) RANGE

Financial Aid Assistant 23

Human Resources Assistant I 23

EOPS Specialist 27

Research Data Technician 22

Secretary - Classified 22

Student Services Assistant 22

Clerk Typist III 21

Clerk Typist III-Children’s Center 21

Clerk Typist II 19

Clerk Typist II-FLEX 19

Clerk Typist II-Teacher Preparation 19

Switchboard Operator/Mail Room Clerk II 19

Switchboard Operator/Mail Room Clerk I 18

Clerk Typist I 15

Paraprofessional Tutor 15

Student Services Representative 15

Registration Clerk 2

PHOTOCOPIER MACHINE

Senior Photocopier Machine Operator 28

Photocopier Machine Operator 23

OPERATIONS

Irrigation Specialist & Grounds Lead 32

Sprinkler Maintenance & Repair Person 25

Grounds Equipment Operator 24

Custodial Leadperson 24

Senior Grounds Maintenance Worker 23

Utility Leadperson 23

Grounds Maintenance Worker 22

Senior Custodial Lead 29

Senior Custodian 22

Utility Worker 21

Custodian 20

STUDENT SERVICES

Amnesty Specialist 32

EFFECTIVE: July 1, 2023

Cola Increase: 8.22%

Schedule D

RANGE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6

Hourly

18.29 18.29 18.29 18.29 18.66 19.65

Monthly

3,170.12 3,170.12 3,170.12 3,170.12 3,235.14 3,405.09

Annually

38,041 38,041 38,041 38,041 38,822 40,861

Hourly

18.29 18.29 18.29 18.29 19.13 20.11

Monthly

3,170.12 3,170.12 3,170.12 3,170.12 3,315.16 3,485.01

Annually

38,041 38,041 38,041 38,041 39,782 41,819

Hourly

18.29 18.29 18.29 18.66 19.65 20.62

Monthly

3,170.12 3,170.12 3,170.12 3,235.14 3,405.09 3,573.36

Annually

38,041 38,041 38,041 38,822 40,861 42,880

Hourly

18.29 18.29 18.29 19.13 20.11 21.13

Monthly

3,170.12 3,170.12 3,170.12 3,315.16 3,485.01 3,661.82

Annually

38,041 38,041 38,041 39,782 41,819 43,942

Hourly

18.29 18.29 18.66 19.65 20.62 21.66

Monthly

3,170.12 3,170.12 3,235.14 3,405.09 3,573.36 3,753.34

Annually

38,041 38,041 38,822 40,861 42,880 45,040

Hourly

18.29 18.29 19.13 20.11 21.13 22.20

Monthly

3,170.12 3,170.12 3,315.16 3,485.01 3,661.82 3,847.49

Annually

38,041 38,041 39,782 41,819 43,942 46,170

Hourly

18.29 18.66 19.65 20.62 21.66 22.75

Monthly

3,170.12 3,235.14 3,405.09 3,573.36 3,753.34 3,944.51

Annually

38,041 38,822 40,861 42,880 45,040 47,334

Hourly

18.29 19.13 20.11 21.13 22.20 23.33

Monthly

3,170.12 3,315.16 3,485.01 3,661.82 3,847.49 4,043.00

Annually

38,041 39,782 41,819 43,942 46,170 48,516

Hourly

18.66 19.65 20.62 21.66 22.75 23.92

Monthly

3,235.14 3,405.09 3,573.36 3,753.34 3,944.51 4,145.70

Annually

38,822 40,861 42,880 45,040 47,334 49,749

Hourly

19.13 20.11 21.13 22.20 23.33 24.52

Monthly

3,315.16 3,485.01 3,661.82 3,847.49 4,043.00 4,249.91

Annually

39,782 41,819 43,942 46,170 48,516 50,999

Hourly

19.65 20.62 21.66 22.75 23.92 25.13

Monthly

3,405.09 3,573.36 3,753.34 3,944.51 4,145.70 4,355.56

Annually

40,861 42,880 45,040 47,334 49,749 52,267

Hourly

20.11 21.13 22.20 23.33 24.52 25.74

Monthly

3,485.01 3,661.82 3,847.49 4,043.00 4,249.91 4,461.12

Annually

41,819 43,942 46,170 48,516 50,999 53,533

Hourly

20.62 21.66 22.75 23.92 25.13 26.44

Monthly

3,573.36 3,753.34 3,944.51 4,145.70 4,355.56 4,581.04

Annually

42,880 45,040 47,334 49,749 52,267 54,973

CLASSIFIED SALARY SCHEDULE

RANGE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6

Hourly

21.13 22.20 23.33 24.52 25.74 27.03

Monthly

3,661.82 3,847.49 4,043.00 4,249.91 4,461.12 4,686.61

Annually

43,942 46,170 48,516 50,999 53,533 56,240

Hourly

21.66 22.75 23.92 25.13 26.44 27.70

Monthly

3,753.34 3,944.51 4,145.70 4,355.56 4,581.04 4,802.30

Annually

45,040 47,334 49,749 52,267 54,973 57,627

Hourly

22.20 23.33 24.52 25.74 27.03 28.43

Monthly

3,847.49 4,043.00 4,249.91 4,461.12 4,686.61 4,926.43

Annually

46,170 48,516 50,999 53,533 56,240 59,117

Hourly

22.75 23.92 25.13 26.44 27.70 29.11

Monthly

3,944.51 4,145.70 4,355.56 4,581.04 4,802.30 5,044.77

Annually

47,334 49,749 52,267 54,973 57,627 60,537

Hourly

23.33 24.52 25.74 27.03 28.43 29.89

Monthly

4,043.00 4,249.91 4,461.12 4,686.61 4,926.43 5,180.32

Annually

48,516 50,999 53,533 56,240 59,117 62,164

Hourly

23.92 25.13 26.44 27.70 29.11 30.59

Monthly

4,145.70 4,355.56 4,581.04 4,802.30 5,044.77 5,303.08

Annually

49,749 52,267 54,973 57,627 60,537 63,637

Hourly

24.52 25.74 27.03 28.43 29.89 31.34

Monthly

4,249.91 4,461.12 4,686.61 4,926.43 5,180.32 5,432.94

Annually

50,999 53,533 56,240 59,117 62,164 65,195

Hourly

25.13 26.44 27.70 29.11 30.59 32.13

Monthly

4,355.56 4,581.04 4,802.30 5,044.77 5,303.08 5,568.57

Annually

52,267 54,973 57,627 60,537 63,637 66,823

Hourly

25.74 27.03 28.43 29.89 31.34 32.98

Monthly

4,461.12 4,686.61 4,926.43 5,180.32 5,432.94 5,715.61

Annually

53,533 56,240 59,117 62,164 65,195 68,588

Hourly

26.44 27.70 29.11 30.59 32.13 33.75

Monthly

4,581.04 4,802.30 5,044.77 5,303.08 5,568.57 5,851.06

Annually

54,973 57,627 60,537 63,637 66,823 70,213

Hourly

27.03 28.43 29.89 31.34 32.98 34.62

Monthly

4,686.61 4,926.43 5,180.32 5,432.94 5,715.61 6,000.85

Annually

56,240 59,117 62,164 65,195 68,588 72,011

Hourly

27.70 29.11 30.59 32.13 33.75 35.50

Monthly

4,802.30 5,044.77 5,303.08 5,568.57 5,851.06 6,150.84

Annually

57,627 60,537 63,637 66,823 70,213 73,810

Hourly

28.43 29.89 31.34 32.98 34.62 36.36

Monthly

4,926.43 5,180.32 5,432.94 5,715.61 6,000.85 6,302.11

Annually

59,117 62,164 65,195 68,588 72,011 75,625

Hourly

29.11 30.59 32.13 33.75 35.50 37.28

Monthly

5,044.77 5,303.08 5,568.57 5,851.06 6,150.84 6,463.41

Annually

60,537 63,637 66,823 70,213 73,810 77,561

Hourly

29.89 31.34 32.98 34.62 36.36 38.19

Monthly

5,180.32 5,432.94 5,715.61 6,000.85 6,302.11 6,620.19

Annually

62,164 65,195 68,588 72,011 75,625 79,442

Hourly

30.59 32.13 33.75 35.50 37.28 39.19

Monthly

5,303.08 5,568.57 5,851.06 6,150.84 6,463.41 6,791.60

Annually

63,637 66,823 70,213 73,810 77,561 81,499

RANGE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6

Hourly

31.34 32.98 34.62 36.36 38.19 40.15

Monthly

5,432.94 5,715.61 5,999.57 6,302.11 6,620.19 6,958.41

Annually

65,195 68,588 71,994 75,625 79,442 83,500

Hourly

32.13 33.75 35.50 37.28 39.19 41.16

Monthly

5,568.57 5,851.06 6,150.84 6,463.41 6,791.60 7,134.05

Annually

66,823 70,213 73,810 77,561 81,499 85,609

Hourly

32.98 34.62 36.36 38.19 40.15 42.20

Monthly

5,715.61 6,000.85 6,302.11 6,620.19 6,958.41 7,312.45

Annually

68,588 72,011 75,625 79,442 83,500 87,749

Hourly

33.75 35.50 37.28 39.19 41.16 43.23

Monthly

5,851.06 6,150.84 6,463.41 6,791.60 7,134.05 7,493.60

Annually

70,213 73,810 77,561 81,499 85,609 89,923

Hourly

34.62 36.36 38.19 40.15 42.20 44.33

Monthly

6,000.85 6,302.11 6,620.19 6,958.41 7,312.45 7,683.49

Annually

72,011 75,625 79,442 83,500 87,749 92,202

Hourly

35.50 37.28 39.19 41.16 43.23 45.41

Monthly

6,150.84 6,463.41 6,791.60 7,134.05 7,493.60 7,870.25

Annually

73,810 77,561 81,499 85,609 89,923 94,443

Hourly

36.36 38.19 40.15 42.20 44.33 46.55

Monthly

6,302.11 6,620.19 6,958.41 7,312.45 7,683.49 8,067.41

Annually

75,625 79,442 83,500 87,749 92,202 96,809

Hourly

37.28 39.19 41.16 43.23 45.41 47.71

Monthly

6,463.41 6,791.60 7,134.05 7,493.60 7,870.25 8,269.99

Annually

77,561 81,499 85,609 89,923 94,443 99,240

Hourly

38.19 40.15 42.20 44.33 46.55 48.93

Monthly

6,620.19 6,958.41 7,312.45 7,683.49 8,067.41 8,479.85

Annually

79,442 83,500 87,749 92,202 96,809 101,758

Hourly

39.19 41.16 43.23 45.41 47.71 50.16

Monthly

6,791.60 7,134.05 7,493.60 7,870.25 8,269.99 8,695.29

Annually

81,499 85,609 89,923 94,443 99,240 104,344

Hourly

40.15 42.20 44.33 46.55 48.93 51.35

Monthly

6,958.41 7,312.45 7,683.49 8,067.41 8,479.85 8,902.20

Annually

83,500 87,749 92,202 96,809 101,758 106,826

Hourly

41.16 43.23 45.41 47.71 50.16 52.69

Monthly

7,134.05 7,493.60 7,870.25 8,269.99 8,695.29 9,132.00

Annually

85,609 89,923 94,443 99,240 104,344 109,584

Hourly

42.20 44.33 46.55 48.93 51.35 53.95

Monthly

7,312.45 7,683.49 8,067.41 8,479.85 8,902.20 9,350.32

Annually

87,749 92,202 96,809 101,758 106,826 112,204

Hourly

43.23 45.41 47.71 50.16 52.69 55.32

Monthly

7,493.60 7,870.25 8,269.99 8,695.29 9,132.00 9,588.57

Annually

89,923 94,443 99,240 104,344 109,584 115,063

Hourly

44.33 46.55 48.93 51.35 53.95 56.64

Monthly

7,683.49 8,067.41 8,479.85 8,902.20 9,350.32 9,816.99

Annually

92,202 96,809 101,758 106,826 112,204 117,804

Hourly

45.41 47.71 50.16 52.69 55.32 58.09

Monthly

7,870.25 8,269.99 8,695.29 9,132.00 9,588.57 10,068.13

Annually

94,443 99,240 104,344 109,584 115,063 120,818

RANGE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6

Hourly

46.55 48.93 51.35 53.95 56.64 59.52

Monthly

8,067.41 8,479.85 8,902.20 9,350.32 9,816.99 10,316.50

Annually

96,809 101,758 106,826 112,204 117,804 123,798

Hourly

47.71 50.16 52.69 55.32 58.09 61.00

Monthly

8,269.99 8,695.29 9,132.00 9,588.57 10,068.13 10,573.33

Annually

99,240 104,344 109,584 115,063 120,818 126,880

Hourly

48.93 51.35 53.95 56.64 59.52 62.45

Monthly

8,479.85 8,902.20 9,350.32 9,816.99 10,316.50 10,824.38

Annually

101,758 106,826 112,204 117,804 123,798 129,892

Hourly

50.16 52.69 55.32 58.09 61.00 64.02

Monthly

8,695.29 9,132.00 9,588.57 10,068.13 10,573.33 11,097.14

Annually

104,344 109,584 115,063 120,818 126,880 133,166

Hourly

51.35 53.95 56.64 59.52 62.45 65.59

Monthly

8,902.20 9,350.32 9,816.99 10,316.50 10,824.38 11,369.50

Annually

106,826 112,204 117,804 123,798 129,892 136,434

Hourly

52.69 55.32 58.09 61.00 64.02 67.22

Monthly

9,132.00 9,588.57 10,068.13 10,573.33 11,097.14 11,652.18

Annually

109,584 115,063 120,818 126,880 133,166 139,826

Revised: 11/9/23

OFFICE OF HUMAN RESOURCES

Classified Employees

Personal Necessity Leave Certification Form

TO: Vice President of Human Resources

DATE: __________________________

FROM: __________________________

Please Print

SUBJECT: Approval of Personal Necessity

An amount not to exceed seven (7) days of accrued sick leave of absence in one fiscal year may be used

by the employee upon prior approval in cases of personal necessity. Personal necessity leave shall be

limited to circumstances that are serious in nature and that the employee cannot reasonably be expected

to disregard and that necessitates immediate attention and cannot be taken care of after work hours or

weekends. The employee shall submit a request three (3) working days prior to requesting a leave in a

manner prescribed by the District. The employee shall not be required to secure advance permission for

any leave taken for any of the following reasons:

Serious illness or death of a member of his/her immediate family as defined in Bereavement

Leave.

Accident involving his/her person or property or the person or property of a member of his/her

immediate family as defined in Bereavement Leave. The employee must, in such instances where

advance permission has not been secured, submit a completed notification form in a manner

prescribed by the District.

In no case shall personal necessity leave be used for vacation, personal business, recreational

activities, or concerted and/or CSEA activities.

I certify that my absence due to personal necessity from _________________to ________________ was

in conformance with the above.

I understand that per Article 12, Section 12.6, of the Collective Bargaining Agreement I am entitled to use

(7) seven days of personal illness and injury leave allotment during each year for personal necessity.

Signature ________________________________

To: ____________________________________ Date: __________________________

From: Vice President, Human Resources

__________ Approved ___________ Not Approved

Reason(s):

Vice President’s Signature ________________________________________________

Please note: This form must be attached to the employee’s timesheet