16: Pre-Retirement Program

ARTICLE 16: PRE-RETIREMENT PROGRAM

The District may, in accordance with Education Code Section 22713, authorize a pre-retirement program whereby a certificated employee may reduce their work load prior to retirement from full-time to part-time duties and receive the credit toward retirement that would have been received if employment was on a full-time basis. Regulations governing this Article shall include the following:

a. Only permanent certificated employees may apply.

b. The employee must have reached the age of 55 years by the start of the semester in which work begins.

c. Participation in this program shall not extend beyond the age of 65, nor more than five years, whichever comes first.

d. Application for part-time employment under this program shall be in writing to the Assistant Superintendent, Human Resources, indicating that it is the employee’s desire to retire at the expiration of his/her employment under this program.

e. Prior to application for the pre-retirement program, the employee must have accumulated fifteen (15) or more years of service as a full-time certificated employee with the Colton Joint Unified School District.

f. The request for part-time employment under this Article shall be exercised by the written request of the employee to the Assistant Superintendent, Human Resources, no later than February 15 of each year.

g. Guidelines for participation in the program shall be established and published by the District.

h. The choice of the semester or the work period in which service is allowable shall be at the option of the District.

i. The employee shall be paid a salary prorated to the basis of a full-time salary for the position and time in which he/she serves.

j. All other rights and benefits shall be provided in accordance with District Policy except as otherwise provided in this Agreement. During the time in which the employee is not rendering services to the District, unit member’s status shall be regarded as an employee on unpaid leave.

k. Such part-time employment shall be the equivalent of one-half the time of service required by the employee’s contract of employment during the final year of service in a full-time position.

A member employed on a part-time basis shall receive the retirement credit the unit member would have received if the unit member was employed on a full-time basis and have retirement allowance as well as other benefits that the unit member is entitled to, based upon that salary which would have been received if employment were on a full-time basis. The employee and the District shall contribute to the teacher’s retirement fund the amount that would have been contributed if the employee were employed on a full-time basis.

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15: Grievance Procedures

ARTICLE 15: GRIEVANCE PROCEDURES

Section 15.1 - Definition. A grievance shall mean a written complaint by an employee or the Association that there has been an alleged violation, misinterpretation, or misapplication of a provision of this Agreement. Hereinafter, the term “grievant” shall include either the employee or the Association. Days, for the purposes of this Article, will mean regular school working days.

Section 15.2 - General Provisions.

a. Every employee shall have the right to present grievances in accordance with these procedures with or without representation. Nothing contained in this Article shall be construed to prevent any individual employee from discussing a problem with an agent of the District and having it resolved without filing a grievance as provided herein.

b. The failure of the grievant to act within the prescribed time limits stated in this Article will act as a bar to any further appeal. The failure of the District to give a decision within the time limits shall permit the grievant to proceed to the next step. The time limits stated herein shall not apply between the end of the traditional school year and the beginning of the next traditional year when a grievant is on a traditional calendar or when the grievant is off track on a YRE calendar.

c. In the event a unit member exercises the right to process a grievance without assistance from the Association, the District shall follow Government Code Section 3543.

d. Hearings and conferences under this procedure shall be conducted at a time and place which will afford an opportunity for all persons entitled to be present to attend and will be held, after the regular hours of instruction or during the non-teaching time of personnel involved. When such hearings and conferences are held at the request of the District during the regular workday, all employees whose presence is required shall be released without loss of pay for those hours they are required to attend such hearings or conferences. However, the District will not release without loss of pay more than one (1) representative per grievance.

e. Any investigation or other handling or processing of a grievance by a grievant or the Association shall be conducted so as to result in no interference with, or interruption of, the instructional program.

f. In the case of multiple grievances on the same issue or on similar issues, at Level II or following, the District may elect to hear or respond to only one grievance. The District shall then contact the Association and request that it prepare a Class Action Grievance. The District shall provide the Association with copies of all grievance forms thereunto pertaining and the Association shall prepare a grievance for all concerned parties. The decision rendered shall be applicable to all claims on the same issue, arising from the same set of circumstances.

Section 15.3 - Levels

a. Informal Level - Before filing a formal grievance, the grievant’s immediate supervisor shall meet with the grievant, or a representative of the Association as the grievant’s designee, within ten (10) days of the alleged grievable occurrence. Unit members must clearly state to the supervisor that the discussion relates to an informal grievance so that the nature and purpose of the discussion are understood by both parties. After the meeting has taken place, the grievant or the Association representative and the immediate supervisor shall sign and date the standard grievance form, indicating only that the informal meeting has taken place. The form shall specify the alleged contract violation before signatures are written. If the meeting does not resolve the issue, or the meeting does not take place within ten (10) working days, the grievance shall proceed to Level 1. If the grievant or Association do not attempt to meet with the immediate supervisor for an informal level meeting, then further appeal is barred as indicated in Section 15.2 (b) of this Article.

b. Level I - Any employee who has a grievance may reduce such a matter to writing, within fifteen (15) days after the employee has knowledge or reasonably should have knowledge of the event which caused the grievance and submit it to the immediate supervisor who shall meet with the employee and/or an Association representative in an attempt to resolve the matter. Such meeting and a response in writing by the District will be made within ten (10) days after submission of the grievance into Level I.

c. Level II - If the grievance is not resolved in Level I, a written notice of appeal to Level II shall be served to the District within ten (10) days following the disposition of the grievance in Level I. Such grievance shall be discussed at a meeting with the employee, an Association representative, and the Superintendent or designee, and/or whomever else the Superintendent elects to be present. If the designee met with the grievant at Level I, the Superintendent and/or a different designee shall meet with the grievant and their representative at Level II. Such meeting and response in writing by the District will be made within ten (10) days after submission of the grievance into Level II.

d. Level III - Mediation - If the grievance is not resolved in Level II, a written notice of appeal to Level III shall be served to the District within ten (10) days following the disposition of the grievance in Level II. The matter may be submitted to a mediator upon mutual agreement between the District and the grievant/Association. Such agreement shall be reached within ten (10) days. If no such agreement is reached within ten (10) days, the District or the grievant/Association may take the grievance to Level IV. If there is mutual agreement, a mediator, appointed by the State Conciliation Service, will hear both positions and render non-binding suggestions in the hope that a solution will result. At the close of the mediation session, if a settlement has not been achieved, the grievant/Association and the District representative shall state such in writing.

e. Level IV

1. In the event the grievance is not settled at Level III, or there is no mutual agreement to use Level III, the grievant shall have up to ten (10) days to notify the Association of the unit member’s request for arbitration. The Association shall within five (5) days notify the District in writing of the grievant’s request for arbitration. Should the Association choose to submit the grievance to binding arbitration, it shall notify the Superintendent of such decision within thirty (30) days of the date that the Association notified the District of the grievant’s request for arbitration.

2. The District, within ten (10) days of the request, shall request the State Conciliation Service to supply a list of five (5) names of persons experienced in hearing grievances in public schools. The Association and the District shall attempt to agree on a binding arbitrator from this list within five (5) days upon its receipt. If no agreement can be reached, each party shall alternately strike a name until only one name remains. The remaining panel member shall be the binding arbitrator. The order of striking shall be determined by lot.

3. The fees and expenses of the arbitrator and the hearing shall be borne equally by the District and the Association. All other expenses shall be borne by the party incurring them.

4. The arbitrator shall, as soon as possible, hear evidence and render a decision, on the issue or issues submitted. If the parties cannot agree upon a submission agreement, the arbitrator shall determine the issues by referring to the written grievance and the answers thereto at each step.

5. The arbitrator will have no power to add to, subtract from, or modify the terms of this Agreement or the written policies, rules, regulations, and procedures of the District. The arbitrator’s decision must be limited to the specific issue or issues submitted, and based upon the arbitrator’s interpretation of meaning or application of the language of the Agreement.

6. After a hearing and after both parties have had an opportunity to make written arguments, the arbitrator shall submit in writing to all parties his findings and decisions, which shall be binding to the Board of Education, the unit members, and the Association

Section 15.4 - Waivers.

a. Any of the time limits set forth in this Article may be waived by written agreement between the Parties.

b. Any of the levels or procedures in this Article may be waived by written agreement between the Parties.

Section 15.5 - Association Representatives. Association representatives shall be designated by the Association to take up matters pertaining to grievances. The Association shall be afforded two (2) days of substitute time per month for investigation of grievances on file. Three (3) days notice will normally be provided.

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14: Safety Conditions of Employment

ARTICLE 14: SAFETY CONDITIONS OF EMPLOYMENT

Section 14.1 - Safe Working Conditions.

a. Bargaining unit members shall not be required to work in unsafe conditions or to perform tasks that endanger their health.

b. The District shall comply with provisions of the California Occupational Safety and Health Act, as amended (California Labor Code 6300, et seq.) and regulations relating thereto (California Administrative Code Section 330, et seq.).

1. When cited for failure to provide a safe working condition at the place of employment, the District shall, within two (2) days of receipt of citation, provide to the Association a copy of the citation. The Association President or his/her designee shall be released with pay to participate in any conference between the District's representative(s) and a CAL-OSHA Compliance Inspection Engineer and/or to accompany the District representative(s), if any, and the CAL-OSHA Compliance Inspection Engineer as the engineer conducts his/her walk around inspection.

c. The Association shall appoint one (1) representative to attend the District Safety Committee established to implement the provisions of Labor Code 6401.7,( i.e., S.B. 198 Injury and Illness Prevention Program). The District Safety Committee shall provide each work site with a general procedures booklet. The District Safety Committee shall review and answer all inquiries and/or recommendations of the Site Safety Committee.

1. All unit members are expected to comply with the Injury and Illness Prevention Program Policy. Each unit member shall be provided a copy of said policy.

2. Upon notification of an unsafe condition or hazard, on a District form, the site supervisor will investigate and report the findings and describe the measures taken to correct the condition, when appropriate, to the District Risk Supervisor. The District shall correct unsafe and unhealthy conditions and work practices in a timely manner based on the severity of the hazard.

3. A unit member's failure to comply with safety rules, procedures and policies shall be cause for immediate disciplinary action by the District (Article 21).

4. With unit member participation, each site shall have a site safety committee, which shall meet monthly and review "reports of unsafe condition or hazard", employee injuries reported, and incidents of student accident. The Site Safety Committee shall review and enforce the site inspection program and report unique or unaddressed site issues to the District Safety Committee.

d. Disaster Plan - The District is responsible for coordinating contact with outside agencies, maintenance of Emergency Procedures manuals, policy development and review, periodic training, equipment maintenance, coordination of emergency evaluation drills, maintenance of District and work site safety supplies, and maintenance of work site safety devices.

1. The District shall provide each site with first aid kits containing a first aid book and basic first aid supplies.

2. With unit member participation, each site shall annually review, update, and in-service all staff on the site emergency preparedness plan. A copy of the District and site emergency preparedness plan shall be available upon request of any unit member from the site principal or principal designee.

3. Unit members shall remain on campus and participate fully as a "Disaster service worker" under Government Code, Chapter 8, Division IV, Title I in the event of an emergency or natural disaster until released pursuant to the District Disaster Preparedness Plan.

4. In the event of an emergency school or District closure including, but not limited to natural disaster or quarantine, unit members shall receive their daily rate of pay and benefits. If make-up days are required by law, the District shall negotiate said days with the Association.

e. For unit members of designated positions whose health plan does not cover the cost of the Hepatitis B injection, the District shall provide the injection at no cost. Any designated unit member beginning the injection series provided by the District and not completing it for other than medical reasons will be charged for the medical cost incurred by the District.

The following are designated positions as defined by the District's exposure control plan:

Athletic trainers and Coaches School Nurses

Physical education teachers SH/SDC teachers

f. The District shall attempt to keep all school grounds and facilities free of rodents, pests, and unwanted insects. If insecticides or poisons are used for this purpose, the District shall make every attempt to post the pesticides’ spraying schedule so that unit members at a site can be warned that the spraying will take place at that site and make every attempt to apply them at times when unit members and students are not present.

g. The District shall make every effort to provide safe off-street parking facilities for all unit members. Reimbursement for vehicle damage shall be limited to payment of the deductible amount of the employee’s insurance policy, not to exceed one hundred dollars ($100), for damages resulting from malicious acts while the vehicle is parked or driven on District premises. Collision, theft of an entire vehicle or any optional equipment attached thereto such as a radio or tape deck, including tapes, cassettes, and hub caps, and damage to vehicle resulting from actual theft of the vehicle are specifically excluded from this coverage. Board Policy 3038 (3).

Section 14.2 - Student Suspension and Expulsion.

a. Suspension by Teacher (from class) - A bargaining unit member may suspend a pupil from class for the day of the suspension and the following day for any act that disrupts or diminishes the education process, including but not limited to any of the acts enumerated in Education Code Section 48900.

b. The unit member shall immediately report the suspension to the school principal or designee and send the pupil to the principal or designee for appropriate action. The teacher shall contact the parent or guardian of the pupil in a timely manner and ask the parent/guardian of the pupil to attend a parent/teacher conference regarding the suspension. The bargaining unit member is responsible for Education Code 48900.5 and imposing suspension only when other means of correction have failed.

c. The pupil shall not be returned to the bargaining unit member's class during the period of suspension without the bargaining unit member's concurrence.

d. The pupil shall not be placed in another regular class during the period of suspension. If the pupil is assigned to more than one class per day, this section shall apply only to classes scheduled during the same time as the class from which the student was suspended.

Section 14.3 - Suspension by Administration (from school). The District will adhere to all sections of Education Code 48900 as it pertains to suspension.

Section 14.4 - Referral by Teacher. When, in the judgment of the bargaining unit member, a student requires the attention of administrative staff or support personnel, the problem shall be referred to the principal or immediate supervisor, in writing, on the appropriate District form. Upon receiving a referral, the principal or immediate supervisor will respond in writing, on the appropriate District form, in a timely manner, and schedule a conference, if deemed necessary, to recommend steps for resolution of the problem.

Section 14.5 - Pupil Transportation.

a. The District may not require nor shall they request unit members to transport pupils in private vehicles.

b. Should the District request or require that a unit member transport a pupil or pupils in a vehicle owned by the District, the District shall provide full primary liability coverage for any liability which may occur during such assignment.

Section 14.6 - Student Control.

a. A unit member shall exercise reasonable control, as necessary, to maintain order, protect property, or protect the health and safety of self, pupils, or others.

1. Every unit member shall hold pupils to a strict account for their conduct on their way to and from school, on the playground, campus, or during recess and break periods (Ed Code 44807).

2. Unit members shall not be subject to criminal prosecution or criminal penalties for the exercise, during the performance of their duties, of the same degree of physical control over a pupil that a parent would be legally privileged to exercise, but which in no event shall exceed the amount of physical control reasonably necessary to maintain order, protect property, or protect the health and safety of pupils, or to maintain proper and appropriate conditions conducive to learning. (Ed Code 44807).

Section 14.7 - Assault.

a. Unit members shall immediately report cases of assault suffered by them in connection with their employment to their principal or immediate supervisor. They shall also fill out the appropriate incident report.

Any act of violence by a student against the unit member shall be dealt with in accordance with appropriate education code and criminal code sections within the California statutes. The District shall make every effort to cooperate in the prosecution of said individuals to the fullest extent of the law.

b. The District shall provide in-service training on a voluntary basis to unit members wishing training on how to subdue assaultive pupils, break up student fights, and use conflict intervention skills.

c. Upon request of a unit member, the District shall provide for the defense of any criminal charges, or tort, or other civil action or proceedings brought against a unit member, in his/her official or individual capacity or both, on account of an act or omission in the scope of his/her employment as an employee of the District.

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13: Leave Policies

 

ARTICLE 13: LEAVE POLICIES

Section 13.1 - Definition. The benefits which are expressly provided by this section, Article 13, are the sole benefits which are part of this collective Agreement, and it is agreed that other statutory or regulatory leave benefits are not incorporated, either directly or implicitly, into this Agreement.

Section 13.2 - Sick Leave.

a. Annual Accrual - Sick Leave shall be earned by the full time unit members based upon the number of days worked during the school year. The following shall apply:

Annual Accrued Hours:

Days Worked Sick Days 7.25 hr. day 8 hr. day

185 12.3 89.18 98.4

190 12.6 91.35 100.8

194 12.8 92.10 102.6

196-197 12.9 93.53 103.2

208 13.5 97.88 108.0

226/227 14.6 105.85 116.8

Unit members who work less than a full time contract shall be entitled to that portion of sick leave as the number of hours per week or percentage of year of a full time unit member in a comparable position. Sick leave shall be accumulated without limit. This leave is transferable within the State according to the appropriate provisions of the California Education Code. Each unit member, shall be notified of their accumulated leave by no later than September 20 of each fiscal year.

b. Credit of Sick Leave - Sick leave is credited to the unit member's account in advance of being earned at the beginning of each school year. The amount of sick leave an employee may use at any one time is the total amount credited to the unit member’s account, whether or not it has actually been earned. An employee on a continuing long term absence will have the current year's sick leave credited to their account on the first day they return from long term leave. If they are unable to return from long-term leave, then they will be paid for that portion which is earned at the end of their long-term leave.

c. Summer School - Additional sick leave will be accumulated for teaching the full summer session and/or semester. Additional hours will be based on the total hours of summer school divided by a factor of twenty (20) equals the number of hours of additional sick leave. Such hours shall be added to the unit member's accumulated sick leave hours.

d. Use of Sick Leave - A unit member may use credited sick leave any time during the school year. Summer school teachers may utilize, during the summer, any sick leave accumulated during the prior school year. After a unit member has used all of his/her earned sick leave for the current year's service, they may use sick leave, which has been earned and unused in prior years.

e. Long Term Illness or Accident Leave (Ed. Code 44977) - After all earned sick leave has been used, based on a doctor's off-work order, an additional five (5) months or 100 days of difference pay, whichever is longer, for long term illness or accident leave shall be granted. Difference pay is the difference between the unit member's per diem contract salary and the District's daily or long-term substitute rate of pay.

f. Sick Leave Without Pay - When all available paid leaves have been exhausted and the unit member is not able to resume the duties of his/her position, the unit member shall request a leave of absence without pay, apply for retirement, or elect to resign. The District will notify the unit member of his/her options and when the paid status ends. Within thirty (30) days of notification, the unit member must request a leave of absence, resign, or retire, the District will place the unit member on an "other leave without pay" (Section 13.11).

g. Overuse of Sick Leave - A unit member must reimburse the District for any overuse of sick leave. Deductions will be made from the unit member's pay warrant.

h. Proof of Illness - The District shall require a physician's verification of illness if any unit member has been on sick leave for more than five (5) consecutive days. The District reserves the right, for good cause, to require proof of illness for absences of five (5) days or less.

i. Notification of Absence - Except in emergencies, a classroom teacher shall contact the District's substitute placement office, not less than two (2) hours prior to the start of the workday to permit the District time to secure a substitute. Other unit members should contact their immediate supervisor or designee as soon as the need to be absent is known. If the actions of the unit member, creates a situation where a substitute reports to the workplace when not needed and cannot be reassigned, the unit member shall pay the cost of the substitute through the use of leave, if available, or by payroll deduction.

j. Partial Day Absence - For illness, family illness, or personal necessity, when a unit member is absent during any part of the duty day, the payroll office will be instructed to charge accrued leave against the absent unit member in quarter hour increments whether or not another unit member or substitute is employed to substitute for the absent unit member.

Section 13.3 - Personal Necessity Leave.

a. Entitlement - Unit members shall be entitled to use no more than eight (8) days of accrued sick leave during each school year in cases of personal necessity. The time used shall be deducted from and shall not exceed the number of full days of sick leave to which the unit member is entitled.

b. Use of Personal Necessity Leave - Unit members may use all or part of the eight (8) annual personal necessity days for personal emergencies. In such cases, the unit member shall not be required to provide advance notice for personal necessity leave. Personal necessity leave for emergencies shall include any of the following:

1. The death of a member of the employee’s immediate family when the number of days of absence exceeds the limit provided in the Bereavement Leave Section of this Article.

2. An unforeseen crisis involving the employee’s property or the person or property of a member of the employee’s immediate family. Such unforeseen crises must (a) be serious in nature, (b) involve circumstances the employee cannot disregard, and (c) require the attention of the unit member during such unit member’s assigned hours of service.

3. An illness, including pregnancy of a unit member’s spouse, or a member of the unit member’s immediate family, serious in nature, which, under the circumstances, the unit member cannot disregard and which requires the attention of the unit member during such unit member’s assigned hours of service.

4. Imminent danger to the home of a unit member, occasioned by a factor such as flood or fire, serious in nature, and which requires the attention of the unit member during such unit member’s assigned hours of service.

c. Personal Business - Unit members may not use more than four (4) of the eight (8) annual personal necessity days for personal business. Determination of what constitutes personal business for a given unit member shall be the responsibility of the unit member. Such leave shall not be used for any of the following purposes:

1. Recreation.

2. Engaging in other employment, including self-employment, either directly or indirectly.

3. Any illegal activity.

d. Advance Notice of Personal Necessity Leave - A request for personal necessity leave for personal business must be made to the on-site administrator twenty-four (24) hours in advance of the request leave date. No less than one (1) unit member or more than five percent (5%) of the unit members, whichever is greater, at a work site may use personal necessity leave for personal business on the same day. If possible, the leave should not be used the first or last five days of the semester/trimester or the day before or after a scheduled holiday.

Section 13.4 - Bereavement Leave.

A unit member shall be entitled to a maximum of three (3) days leave of absence, or five (5) days leave of absence if 400 miles (one way) of travel is required, without loss of salary, on account of death of any member of his/her immediate family.

Section 13.5 - Immediate Family Defined - For purposes of Article 13, immediate family member shall be limited to mother, father, grandparent, brother, sister, spouse, son, daughter, son-in-law, daughter-in-law, mother-in-law, father-in-law, niece, nephew, or grandchild of the unit member. For any relative or person who is living in the immediate household of the unit member, proof of residency may be required.

Section 13.6 - Leave for Pregnancy Disability.

a. Entitlement to Use Sick Leave - Unit members are entitled to use sick leave as set forth in Section 13.2, for disabilities caused or contributed to by pregnancy, miscarriage, childbirth, and recovery on the same terms and conditions governing leaves of absence for other illness or medical disability. The length of such disability leave, including the date on which the leave shall commence and the date on which the duties are to be resumed, shall be determined by the unit member and the unit member’s physician.

b. Entitlement to Use Unpaid Leave - Unit members are entitled to leave without pay or other benefits for disabilities because of pregnancy, miscarriage, childbirth, or recovery, when all other available leaves of this Article have been exhausted. The date on which the employee shall resume duties, shall be determined by the unit member on leave and the unit member’s physician. The unit member on leave for pregnancy disability shall be entitled to return to a position comparable to that held at the time of leave.

Section 13.7 – Parental Leave

a. At any time during the eight (8) months prior to becoming a parent or within thirty (30) days thereafter, a unit member who is not eligible for or does not wish to use sick leave for pregnancy may be granted an unpaid leave of absence under this section. The unit member’s request shall be made in writing at least thirty (30) school days prior to the anticipated starting date of the leave. A leave under this section shall normally be granted for not less than a full semester or for the remainder of the semester in which the request is filed. The District may grant a shorter leave when requested by the unit member.

If a unit member is granted leave under this section and, after the leave is granted, the unit member desires to return to work prior to the end of the leave, the unit member may request immediate reinstatement to a position of like status and benefits. The District shall grant such a request when there is vacancy for which the unit member is deemed qualified by the District. At the time the leave would normally have ended, the unit member shall be entitled to return to a position comparable to that held at the time of the leave.

b. Adopting Parents Leave – The unit member may use up to five (5) days of personal necessity leave to be engaged in the procedures of legally adopting a child. These procedures include possible necessary travel, receipt of child, and legal responsibilities associated with the adoption.

Section 13.8 - Industrial Accident Leave.

a. Entitlement - Unit members will be entitled to industrial accident leave according to the provision in the California Education Code for personal injury, which has qualified for Worker’s Compensation.

1. Such leave shall not exceed sixty (60) days during which the schools of the District are required to be in session or when the employee would otherwise have been performing work for the District for the same industrial accident.

2. The District has the right to have the unit member examined by a physician designated by the District to assist in determining the length of time during which the unit member will be temporarily unable to perform assigned duties and the degree to which a disability is attributable to the injury involved.

3. For any days of absence from duty as a result of the same industrial accident, the unit member shall endorse to the District any wage loss benefit check issued by the District through the insurance carrier or agent which would make the total compensation from both sources exceed 100 percent of the amount the unit member would have received as salary had there been no industrial accident or illness.

4. If the unit member fails to endorse to the District any wage loss disability indemnity check received on account of the industrial accident or illness as provided above, the District shall deduct, from the unit member’s salary warrant, the amount of such disability indemnity actually paid to and retained by the unit member.

5. A unit member receiving benefits as a result of this section during periods of injury or illness, shall remain within the State of California unless the Board of Education authorizes travel outside the State or unless so directed in writing by a physician.

6. When entitlement for industrial accident or illness leave has been exhausted, the District will coordinate the temporary disability with the employee's other available paid leave, to keep the employee in a full paid status as long as possible.

7. Industrial accident and illness leave will be reduced by one day for each day of authorized absence regardless of a compensation award made under Worker's Compensation.

8. When all available paid leaves have been exhausted and the unit member is not able to resume the duties of the unit member’s position, he/she shall, within thirty (30) days request a leave of absence without pay, apply for retirement, or elect to resign. Should the unit member fail to choose one of these options, the District will place the unit member on an unpaid leave of absence to the end of the school year. The District shall notify the unit member in writing of such action. Failure of the unit member to resign or apply for retirement by the end of the school year shall constitute a voluntary resignation.

Section 13.9 - Judicial Leave.

a. Unit members will be provided leave for regularly called jury duty and to appear as a witness in court, other than as a litigant, for reasons not brought about through the connivance or misconduct of the unit member. The unit member shall submit a written request for an approved absence no less than ten (10) days, if possible, prior to the beginning date of the leave as a witness.

b. The unit member shall pay to the District the jury service or witness fee exclusive of mileage.

c. Unit members on jury duty shall return to the District the court form indicating their presence for jury service.

d. Unit members are required to return to work during any day or portion thereof within a reasonable time after being released from jury duty or witness services (one (1) hour plus travel time is considered reasonable).

Section 13.10 - Military Leave.

a. A leave of absence will be granted to unit members for the duration of required military service. Unit members may return to work being subject only to being physically and mentally fit to serve the District.

b. Unit members who are members of the Armed Forces Reserve are expected to perform any annual mandatory training duty during days schools are not in session. Exceptions will be considered when there is written evidence from Armed Services that appropriate training for a particular individual is not available during the days schools are not in session.

c. Such absence shall not affect adversely in any way the status, classification, or position of the unit member. In the case of probationary unit members, the period of such absence shall not count as part of the service required as a condition precedent to the classifying of such unit member as a permanent employee of the District, but such absence shall not be construed as a break in the continuity of the service of such an employee. If the unit member chooses within twelve (12) months of returning to make-up his/her defined retirement contributions missed while on military leave, the District shall make the appropriate matching contribution, as per STRS/PERS and IRS rules and regulations.

d. Within six months after the honorable discharge of the unit member from the Armed Forces of the United States, the unit member shall be entitled to return to a similar position held at the time of entrance into such military service, at the salary to which the unit member would have been entitled had the unit member continued in the service of the school district. The District shall make a reasonable effort to accommodate a veteran who returns with a service connected disability.

e. Unit members who are members of any Reserve Corps of the Armed Forces of the United States, or the National Guard, or who are inducted, or who volunteer, or are otherwise ordered to active military service, shall be granted one (1) month's military leave pay, or 1/10th of a classroom teacher's salary as is provided in the Military and Veteran’s Code. Unit members and/or their dependents shall be granted a COBRA like health benefit for a period of up to eighteen (18) months at their expense.

Section 13.11 - Other Leaves Without Pay.

a. Upon recommendation of the Superintendent, and approval by the Board of Education, or by placement in accordance with this Article, a unit member shall be granted leave without compensation, increment, seniority, or tenure credit, for a period not to exceed one (1) school year.

b. The application for such leave shall be in writing. In addition, a unit member on such leave shall notify the District Human Resources Office thirty (30) days prior to the end of the leave period as to an intent to return to employment in the District at the beginning of the coming school year, trimester, or semester. Failure to so notify will be considered a voluntary resignation.

c. The unit member on an unpaid leave of absence shall have the option of continuing health and dental insurance benefits at their own expense during the period of unpaid leave. Leaves of absence extending more than ninety (90) days will be placed under the Consolidated Omnibus Budget Reconciliation Act (COBRA) plan for up to 18 months.

d. An unpaid leave of absence of up to one (1) year shall be granted to a unit member for the purpose of raising his/her natural or adopted child.

Section 13.12 - FMLA (Family Medical Leave Act of 1994). FMLA leave provides twelve (12) weeks of unpaid leave for unit members who completed a full year of service in the prior fiscal year. Leave under this article shall entitle the unit member to all benefits of employment, except for salary, on the same basis as if the unit member were not on leave. If the unit member fails to return from leave, for a reason other than the continuation, recurrence, or onset of a serious health condition, then the unit member shall reimburse the District for premiums paid to maintain group health benefits.

There will be no more than twelve (12) weeks of FMLA leave granted for any one qualifying event, this includes both spouses. Leave may be taken in multiple segments of time if used for medical necessity as certified on the FMLA leave application. Except in case of emergency, FMLA leave should be arranged thirty (30) days in advance.

a. Leave Qualifiers

1. Personal Illness - Personal illness requires a physician's off work order and runs concurrent with one-hundred (100) day long term illness leave.

2. Family Illness - Family as defined in section 13.5. Family illness requires medical certification on the District's family illness request form. All available paid leaves such as personal necessity and family illness leave must be used as part of the twelve (12) weeks of family leave.

3. New dependent care (birth, adoption, or placement of a foster child) - Dependent care leave requires certification of new dependent on the District's leave request form. This leave must be taken within one (1) year of new dependent's arrival. If not taken immediately following the qualifying event, the leave must be arranged in advance with the supervisor's approval to cause the least interruption the educational process. The unit member may take the leave in two (2) segments.

4. Under AB2357 FMLA will be available for victims of domestic violence.

a. This leave will be granted for:

1. Medical attention

2. Legal Assistance

3. Services from a shelter, program, or rape crises center

4. Psychological counseling

5. Safety planning, including temporary or permanent relocation.

b. If a unit member wishes to take time off under AB2357, he or she must give reasonable notice to the District for one of the above listed activities unless advance notice is not feasible. District may require verification that the absence was due to domestic violence. Type of verification may include:

1. Police Reports

2. Court orders (or other evidence the employee appeared in court)

3. Other documentation from a:

a. Medical professional

b. Domestic Violence Advocate

c. Health Care Provider

d. Counselor

c. A unit member shall be allowed time off due to domestic violence under AB2357 if he or she has not exhausted the maximum leave under FMLA.

d. The District shall maintain confidentiality if time off is requested under this law.

Section 13.13 - Sick Leave Bank.

e. Intent of Bank - The District and the Association agree to establishment of a Sick Leave Bank. The intent of this bank is to provide additional financial protection to those unit members who incur a period of prolonged non-industrial serious illness or hospitalization.

f. Participation - All permanent full-time certificated unit members and probationary unit members with more than twenty (20) days of accumulated sick leave may participate in the bank. (Those unit members participating in a full-time shared contract shall be considered full-time for this purpose.) The Bank shall not be available to any unit member during a leave of absence.

g. Donation of Days - A unit member may elect to participate in the Sick Leave Bank by donating eight (8) hours of his/her accumulated sick leave to the Bank. The unit member shall make this donation by filing a "Certificated Sick Leave Bank Deposit" form with the Association during the open enrollment. This donation shall be irrevocable. A donation to the Sick Leave Bank must be made from the unit member's prior years' accumulated sick leave, and shall not be designated to a specific unit member for his/her exclusive use.

h. Additional Donations - An additional eight (8) hours of contribution will be assessed of each participant if the number of hours in the Bank falls below eight hundred (800) hours. Unit members who are drawing from the Bank at the time of the assessment will not be required to contribute in order to remain eligible to receive benefits from the Bank. A unit member may elect to donate additional hours to the Bank. Such additional hours must be donated during the open enrollment period. Such additional donations must be approved by the Sick Leave Bank Administration Committee.

i. Enrollment Procedures - The District shall establish an open enrollment period each year for unit members to participate in the Sick Leave Bank. Such enrollment period shall be May 1 through June 15. Unit members who donate during this open enrollment period shall be considered Bank participants effective July 1 of the next school year. (Once a unit member becomes a participant in the Bank, the unit member shall not be required to re-enroll each year.)

j. Procedures to Use/Withdraw Sick Leave - Conditions and Restrictions

1. In order to be eligible to withdraw sick leave from the Bank, the unit member must be a participant (donor) and have exhausted all of his/her accumulated sick leave.

2. A unit member electing to use this Sick Leave Bank shall complete a Certificated Sick Leave Bank Request for Withdrawal Form. The unit member must submit this form to the Association of Colton Educators Office for processing. In the request, the unit member shall clearly state the details of his/her injury/illness and the number of days of sick leave the unit member is requesting from the Bank. Appropriate written verification of the illness or injury, including but not limited to an off work order signed by the unit member's physician, must be included with the request. The unit member should be prepared to provide additional documentation on the nature and severity of the illness or injury if requested by the Sick Leave Bank Administration Committee. The final decision of a unit member's request shall be made by the Sick Leave Bank Administration Committee.

k. Allowable Duty Days - The maximum number of duty days allowed to be utilized by one unit member for a single injury/illness shall not normally exceed twenty-five (25) duty days. A unit member may request a specific number of days on one (1) Certificated Sick Leave Bank Withdrawal Form. The unit member may request additional days up to the twenty-five (25) days by filing an additional request for consideration by the Committee.

In situations of extreme hardship, a unit member may submit a request to the Sick Leave Bank Administration Committee for days beyond the twenty-five (25) duty days. Additional days may be granted to the unit member by the Committee based on the particular evidence of need presented in each situation.

Any days approved by the Committee but unused by the unit member shall be returned to the Sick Leave Bank.

l. Method of Payment - When a unit member uses a day from the Sick Leave Bank, pay for that day shall be at the same rate the unit member would have received had the unit member worked that day. No distinction shall be made as to the differing pay rates of the donor or the recipients.

m. Cancellation of Participation - Cancellation of the unit member's membership in the Bank occurs automatically whenever the unit member fails to make an assessed contribution. The unit member shall not be eligible to draw from the Bank as of the effective date of cancellation. Sick leave previously authorized for contribution to the Bank shall not be returned to the unit member's account of accumulated sick leave.

n. Accounting - By September 20th of each year, the Payroll Office shall provide the Association with a statement detailing the number of hours withdrawn from the Bank during the past year and the number of hours available in the Bank as of the first of July of the current year. Should a unit member utilize sick leave bank benefits while on differential pay status, the District shall deduct from the Sick leave Bank only four (4) hours for each day for all days covered by the unit member's sick leave bank withdrawal. While on differential pay status, combined with the four (4) hours from the bank, the unit member would receive full pay.

o. Termination of Sick Leave Bank - If the Sick Leave Bank is terminated for any reason, the hours remaining in the Bank shall be equally distributed to the current members of the Bank.

p. Administration of Bank - The District and the Association shall administer the Sick Leave Bank. By committee, the District shall appoint two (2) and the Association shall appoint three (3) people to serve as members of the Sick Leave Bank committee. The committee shall choose a chairperson. The Sick Leave Bank committee shall be responsible for approving Sick Leave Bank deposits and withdrawals from the Sick Leave Bank.

q. Hold Harmless - The Association agrees that it will not file, on its own behalf, or on behalf of any unit member, any grievance, claim or lawsuit of any kind related to any attempt by a unit member to retrieve donated sick leave used by another unit member pursuant to this provision. The Association also agrees that it will not file, on its own behalf or on behalf of any unit member, any grievance, claim or lawsuit of any kind which attempts to challenge in any way the legality of enforcement of this provision.

The Association agrees to defend, indemnify, and hold harmless the District from any loss of damages arising from the implementation of this provision. In the event of any grievance, claim or lawsuit challenging the legality or enforcement of this provision, the District may terminate this provision upon written notice to the Association.

Section 13.14 - Short Term Leave. Unit members may be granted a short-term leave of absence without pay for reasons satisfactory to the District. If granted, the leave shall not exceed five (5) consecutive workdays during any one (1) school year. Such leave shall not have any benefit adjustment.

Section 13.15 - Unqualified Leave. Any unit member who is absent from duty without explanation will be considered on an unqualified leave. All unqualified leaves shall be considered an unpaid leave. If the unqualified leave exceeds five (5) days, the unit member shall be placed on an Other Leave Without Pay until the end of the term.

Section 13.16 - Public Office Leave. Any unit member covered by this Agreement is entitled to a leave of absence when elected to public office. Such absence shall be without pay or benefits. Within six (6) months after the expiration of the term of office to which elected, the unit member shall return to a comparable position held at the time of beginning public office leave.

Section 13.17 - Sabbatical Leave. The Board may grant sabbatical leaves. Each school year, permanent unit members shall have the right to apply for a sabbatical leave. To be qualified, a unit member must: 1) Be a permanent unit member with at least seven (7) years of continuous service to the District; and 2) The unit member must agree to return to the District for two (2) years of service upon completing the sabbatical. The selection committee is to be composed of two members chosen by the District and two members chosen by the Association and shall select unit members from a list of applicants. Applications, specifying the sabbatical program, must be received by the first of January and selection completed or rejected by the first of February.

a. Sabbatical leave shall be for one full year with one-half (½) year’s salary, or one-half (½) year with one-fourth (¼) year salary and full fringe benefits for the chosen unit member.

b. A subversion of this section, by the selected unit member, can lead to penalty imposed by the District, not to exceed the value of the sabbatical pay.