MEMORANDUM MANAGEMENT POLICIES AND PROCEDURES

Transcription

1 MEMORANDUM OF MANAGEMENT POLICIES AND PROCEDURES 0 BUTTE COUNTY SUPERINTENDENT OF SCHOOLS AND B.C.O.E. MANAGEMENT ASSOCIATION 0 EFFECTIVE: MAY 0 i

2 SIGNED AND DATED AS FOLLOWS: BUTTE COUNTY SUPERINTENDENT OF SCHOOLS Don McNelis, Superintendent Date: 0 BUTTE COUNTY MANAGEMENT ASSOCIATION Julie Jarrett, President Date: ii

3 0 0 TABLE OF CONTENTS I. Purpose... II. Recognition... III. Definitions... IV. Evaluations... V. Transfers/Reassignments... VI. Leave of Absence... Illness/Injury... Jury Duty... Bereavement... Personal Necessity... Extended Illness/Industrial Accident... Maternity... Child Care... Unpaid... Sabbatical... Vacation... Miscellaneous... VII. Early Retirement Program... VIII. Salaries and Benefits... Masters... Doctorate... Longevity... Health Benefits... IX. Knowledge Resource... iii

4 0 0 0 SECTION I PURPOSE This Memorandum contains policies and procedures which were established by the Butte County Superintendent of Schools and the Butte County Management Association through the process of meet and confer. The Superintendent and Members acknowledge that a court could decide that any part of this Memorandum is invalid without nullifying the whole. This Memorandum supersedes any previous Memorandum of Management Policies and Procedures. This Memorandum shall comply with all appropriate laws and in no way supersedes or negates the Statutory or Constitutional authority of the County Superintendent of Schools. SECTION II RECOGNITION Management Association members are regular employees of the County Superintendent of Schools whose job titles appear on Salary Schedule, Salary Schedule, and Schedule. SECTION III DEFINITIONS A. Work Year: The work year will be determined by the County Superintendent. B. Work Day: The management work day will be at the discretion of the County Superintendent. Normal work day will be :00 a.m. to :0 p.m. unless otherwise approved by the Assistant Superintendent. C. Immediate Family: Mother, father, grandmother, grandfather, or a grandchild of the member or of his/her spouse, and the spouse, son, son-in-law, daughter, daughter-in-law, brother, brother-in-law, sister, sister-in-law, step/foster parent or child of the member, or any relative living in the immediate household of the member. SECTION IV EVALUATIONS Evaluation procedures will meet the requirements of the law and conform to the guidelines established by the California State Board of Education. Each member on his/her employment, or prior to October of the school year in which he/she will be evaluated, will meet with their evaluator to review the established job responsibilities, goals and objectives. The evaluator will be member s immediate supervisor, who will evaluate and assess member s competency as it reasonably relates to the fulfillment of responsibilities. The evaluation will recognize member s outstanding services and make specific recommendations and/or counsel where member needs improvement. Evaluations will be completed the year of hire and at least every two () years thereafter and will be completed no later than June 0. In the year of hire, certificated manager evaluations will be completed by March st. New classified managers will be evaluated by the end of the th month of service.

5 0 0 0 SECTION V TRANSFERS/REASSIGNMENTS A. A transfer is defined as the movement of a member from one work assignment to another work assignment, or a move from one location to another location. A transfer may be member-initiated (voluntary) or departmentinitiated (involuntary). Member may request a voluntary transfer to take effect during the school year or at the beginning of the next school year. Members may apply for a transfer to a specified or an unspecified location at any time during the year. Members who wish to transfer within their department shall submit a written request to his/her immediate supervisor stating the specific assignment and location preferred, if any. Members who wish to transfer to another department shall also submit a copy of the written request to the supervisor of the requested department. No involuntary transfer shall be effectuated until a consultation has been held with the member and his/her immediate supervisor. SECTION VI LEAVE OF ABSENCE All leaves for managers, excluding Knowledge Resource, will be calculated on full day and half day increments. ILLNESS/INJURY: All members will earn one () day of illness/injury leave for each month worked. Illness/injury leave days accumulate without limit. The Superintendent may require a physician s verification of illness and/or fitness for duty if an employee has been absent. The Superintendent will notify members monthly of the total number of days of accumulated, accrued and unused sick leave. JURY DUTY: A. Definition: A judicial duty leave is a leave granted to a member to serve as a juror or answer subpoena as a witness in major criminal or civil proceedings when an official notification requiring such duty has been received. B. Length: Leave will be granted for the period of time directed by the court. A court attendance report shall be submitted at the end of each calendar month. C. Compensation: A member will receive regular salary while on judicial leave. Any jury duty or witness fees received by the member shall be endorsed and remitted to the Superintendent; mileage and meals reimbursement excluded. D. Members will notify their immediate supervisor at the earliest possible convenience, by phone, of their jury selection status.

6 0 0 0 BEREAVEMENT: A leave of absence with pay and without deductions from accumulated illness/injury leave, not to exceed five () consecutive days, will be granted to a member on account of the death of any member of his/her immediate family. Unit members shall be granted bereavement leave of () day to attend the funeral of an aunt, uncle, niece or nephew of the unit member or the spouse of the unit member. Any additional as requested beyond those provided above may be handled under the provisions of Personal Necessity Leave. PERSONAL NECESSITY: A maximum of seven () days of earned illness/injury leave may be used each fiscal year for the following reasons: A. Death in the member s immediate family when additional bereavement leave is required. B. Accident involving the member or his/her property, or the person or property of the member s immediate family. C. Appearance in court or before any administrative tribunal as a litigant, party, or witness under subpoena, or any other made with jurisdiction. D. Illness in the member s immediate family which requires member s presence. E. Personal emergency of a member or his/her immediate family. Personal emergency is defined as an event or circumstances of a serious nature which is beyond the member s control, and which necessitates absence from duty. F. Child rearing or adoption. G. Personal compelling reasons. Four () of the maximum of seven () days may be granted with only personal compelling identified as the reason. EXTENDED ILLNESS/INDUSTRIAL ACCIDENT: When a member is absent from duty because of illness or injury, whether or not the absence arises out of, or in the course of, employment, said member is paid: A. Full salary for that period of absence covered by current and accumulated sick leave. B. For 00 days after current and accumulated sick leave and vacation leave has been expended, the member will be paid full salary if no replacement is hired. If a replacement is hired, member will receive the difference between the member s salary and the actual cost of replacement personnel, or the difference between member s salary and Step A of the member s current salary range, whichever results in greater compensation for the member. C. When a member has exhausted 00 days of differential pay and the member is still unable to return to work, member may be granted a personal leave of absence without pay by the Superintendent for a period not to exceed six () months. Superintendent may renew the personal leave for two additional six () month periods. MATERNITY: Superintendent will provide leave of absence for a member required by a physician to be absent because of pregnancy, miscarriage, childbirth, recovery therefrom, or illness of the infant. The length of the leave, which may begin prior to delivery, the date on which the leave will begin, and the date on which the member will resume duties,

7 will be specified by the member s physician. Disabilities caused or contributed to by pregnancy, miscarriage, childbirth, recovery therefrom, or illness of the infant, are for all job-related purposes, temporary disabilities. If a member has gone into nonpaid maternity leave prior to the advent of physical disability, member cannot subsequently claim illness leave when disability occurs. Procedures for Maternity Leave will be as follows: A. Written notification of pregnancy and approximate due date shall be given to the department administrator within the first four () months of pregnancy. B. Application for maternity leave shall be submitted to the department administrator by the seventh ( th ) month of pregnancy. The application shall include:. an absence report. a physician s statement of maternity leave verification. C. In the event the member and her physician determine the need to extend maternity leave beyond the date certified by the physician, an extended maternity leave medical verification must be submitted. This request shall be submitted prior to the end of the recovery period. D. Return Rights for Maternity Leave are as follows:. The member shall return to her duties as soon as her physician submits a written release stating that she is able to resume her duties. The member shall return to the same job assignment if the leave ends within the time designated by the physician in the first medical verification. A different assignment may be made by the Superintendent following a maternity leave which extends beyond three () months. Whenever practical, the member will return to the same job assignment. CHILD CARE: Member may be entitled to Child Care Leave without pay for children under the age of thirty-six () months or within thirty-six () months after adoption. The Superintendent may grant Child Care Leave for any reason and upon any condition. UNPAID: Members may request unpaid leaves, and the Superintendent may grant a paid or unpaid leave for any reason. SABBATICAL: The Superintendent may grant Sabbatical leaves in accordance with State Laws and California Education Code Sections -. Requests must be made by March. VACATION: Classified management employees shall earn a maximum of days vacation per year. Employees working a prorated work year shall earn prorated vacation. Vacation may not be used during the initial six months of employment. Management employees working a 0 day year may carry over a maximum of ten (0) vacation days. Employees working less than 0 days a year may carry over a maximum of eight () vacation days for use in the next year. Amounts in excess of the maximum shall be paid. LEAP YEAR: Classified management employees employed the total month of February during a leap year shall be granted one () floating holiday. The floating holiday is to be used before the end of the fiscal year.

8 0 0 0 BIRTHDAY: Members shall be granted a one () day paid duty day for non-duty time on their birthday or an alternate day arranged with their supervisor. MISCELLANEOUS: Leaves shall be granted to members as necessary to comply with the California Education Code(s), including but not limited to military, litigation, and legislative reasons. SECTION VII EARLY RETIREMENT PROGRAM A. A unit member employed on a full time basis prior to July, 00, is eligible for the Early Retirement Program at fifty-five () years of age having served a minimum of twelve () years of full time service with the Butte County Superintendent of Schools Office and meets the following criteria. A unit member employed on a full time basis after July, 00, and prior to July, 00, is eligible for the Early Retirement Program at fifty-eight () years of age having served a minimum of twelve () years of full time service with the Butte County Superintendent of Schools Office and meets the following criteria. A unit member employed on a regular basis after July, 00 is eligible for the Early Retirement Program at fifty-eight () years of age having served a minimum of twenty (0) years of full-time service with the Butte County Superintendent of Schools Office and meets the following criteria. The premium provided in the last full-year of employment shall be the amount provided during participation in the Early Retirement Program, subject to negotiations.. The unit member has completed the minimum years of consecutive full time service specified above within one year of the date of retirement.. The unit member retires from BCOE at age or older.. The unit member is qualified for and is in the process of receiving retirement benefits under the State Teachers Retirement System and/or the Public Employees Retirement System.. The unit member is currently employed at the time of this MOM, or was employed on a regular basis subsequent to this MOM. B. A unit member meeting the preceding criteria and subsequently granted entry into the Early Retirement Program shall receive benefits subject to the following limitations:. Coverage under this program shall cease at Medicare eligibility pursuant to Social Security Administration guidelines, which are based on the year of birth. The unit member shall be allowed to enter the group medical insurance program by paying the existing premium rates.. Premiums for the group medical insurance program not to exceed $ per month shall be paid by the Butte County Office of Education for the unit member and his/her dependents so long as the unit member is fifty-five () years of age (employed prior to July, 00) or fifty-eight () years of age (employed after July, 00) and less than Medicare eligibility age pursuant to Social Security Administration guidelines.

9 All benefits under the Early Retirement Program shall cease upon the death of the unit member, with the condition that the unit members spouse shall be eligible to continue in the group medical insurance program for up to seven () years following the unit member s death by paying the existing premium rates.. A unit member who is subsequently employed and/or married and receives a comparable or greater health program benefits would become ineligible for benefits of this program. SECTION VIII SALARIES AND BENEFITS A. Members will be placed on Salary Schedule, Salary Schedule, and Salary Schedule by the Superintendent. B. Master s Degree: Full-time members will receive $0.00 annually for an earned master s degree from an accredited institution that is directly related to the assignment. C. Doctorate Degree: Full-time members will receive $0.00 annually for an earned doctorate degree from an accredited institution that is directly related to the assignment. D. Longevity Pay: Full-time members will receive annual longevity pay as follows: After ten (0) full years of employment $ 0.00 After fifteen () full years of employment $,0.00 After twenty (0) full years of employment $,0.00 Members who work less than full-time will receive longevity and/or advanced degree pay in the ratio of time worked to full-time. E. Health Program Benefits: The Superintendent will provide full-time members and their dependents the following. Dental Insurance Plan not to exceed $ per month. Vision Insurance Plan not to exceed $ per month. The Superintendent will contribute $0 per month toward the monthly premium for one of the available medical benefit programs chosen by the member. F. Part time employees who work the equivalent of % or more of a full time contract for their position shall be eligible for benefits with approval of their Assistant Superintendent. The Assistant Superintendent must approve the reduction in contract and show financial feasibility of allowing the employee to work a reduced contract. Employees shall contribute through payroll deduction the pro-rated share of premiums up to % of the insurance plan (s) that the employee selects. SECTION IX KNOWLEDGE RESOURCE (Schedule ) Knowledge Resource employees fall under the category of non-exempt per the Fair Labor Standards Act. The duties performed do not meet the qualifications to be exempt from over time pay. Knowledge resource employees perform highly skilled, specialized and technical duties.

10 0 0 Work Year: To be determined by the Superintendent Work Hours: Normal work hours will be :00 am to :0 pm unless otherwise approved by direct supervisor. Overtime: To be paid for work duties performed after. hours of work in a day. The overtime pay will be time and one half for hours worked between seven and one-half (.) and twelve () hours per day. Any time worked after twelve () hours will be paid at double time. All overtime must be approved prior to working by the Division Assistant Superintendent or his/her designee. The BCOE work week is Monday Sunday. Evaluations: Same as Section IV Transfers/Reassignments: Same as Section VI Leave of Absence: Same as section VI, except that leaves will be accrued on an hourly basis, based on a. hour day. Leave can be used hourly in minute increments. Early Retirement: Same as Section VIII Salaries and Benefits: Same as Section VIII.