MESA UNIFIED SCHOOL DISTRICT #4 WORKING CONDITIONS AND BENEFITS FOR CLASSIFIED SUPERVISORS

MESA UNIFIED SCHOOL DISTRICT #4 WORKING CONDITIONS AND BENEFITS FOR CLASSIFIED SUPERVISORS JULY 1, 2016 JUNE 30, 2017

The contents of this document may be modified at any time by the district. Compensation may be impacted by a reduction in available District funds. The benefits outlined herein pertain only to the current contract year. There is no expectation that any benefit will continue beyond the current contract year. It is expressly understood that the contents of this document do not constitute the terms of a contract of employment. Nothing contained herein shall be construed as a guarantee of continued employment beyond the period of employment set forth in any contract of employment entered into by any employee with the district. The employment of any non-contract employee is on an "at will" basis. This means that the employment relationship may be terminated at any time by either the non-contract employee or the district for any reason not prohibited by law. Any oral or written representations to the contrary of the above statements are invalid and should not be relied upon by any prospective or existing employee. For additional information, refer to the Governing Board Policies and Regulations or the Employee Handbook.

TABLE OF CONTENTS Section 1 Cell Phone Stipend... Page 1 Section 2 Compensation for Accrued Sick Leave... Page 1 Section 3 Compensation Plan... Page 2 Section 4 Dispute Resolution Procedure... Page 11 Section 5 Evaluations... Page 14 Section 6 Furlough Day... Page 14 Section 7 General Expectations... Page 14 Section 8 Health and Welfare Program... Page 15 Section 9 Holidays... Page 16 Section 10 Interview Committee... Page 16 Section 11 Leaves, Short Term... Page 16 Section 12 Medical Leave Assistance Program... Page 17 Section 13 Professional Improvement... Page 18 Section 14 Reclassification... Page 19 Section 15 Reductions in Personnel... Page 19 Section 16 Separation or Retirement... Page 20 Section 17 Trade Days... Page 21 Section 18 Vacation... Page 21

Section 1 Cell Phone Stipend Supervisors may be required to carry a cell phone for District business. To meet that requirement, two options are available: 1. Use of District cell phone: A District phone can be issued to the supervisor. With this option, the phone bill will be reviewed by the Administration monthly. The supervisor will reimburse the District for all expenses related to personal use of the phone. 2. Use of personal cell phone: A supervisor may opt to use their personal cell phone for business use and receive a monthly stipend in the amount of $75 dependent on available district funds. No further remuneration will be received for phone usage that exceeds the stipend amount. Section 2 Compensation for Accrued Sick Leave Contingent upon available funds and approval by the Superintendent, the District, upon written request from a supervisor, may compensate the supervisor for accrued sick leave under the following conditions: 1. The supervisor must have been employed as a contract employee in the District for a minimum of five (5) continuous years. 2. It is recommended that the supervisor retain an accrued balance of sick leave of not less than thirty (30) days at the time the District provides compensation. Under special circumstances, a supervisor may request to be compensated for all days accrued at the time of request. Any subsequent absences requiring use of sick leave will be charged, at the supervisor s daily rate of pay, as off contract days to the extent that there is no sick leave accrual to cover that absence. A statement to that effect, signed by both the supervisor and spouse/estate, if applicable, will be required for this option. A supervisor who requests reimbursement for all days accrued will not be qualified to receive medical leave assistance. 3. The District will provide compensation for a maximum of two hundred and twenty (220) days. The formula for determining the rate at which the District will provide compensation shall be the number of accumulated days times the rate established for reimbursement for unused sick leave. Any payments will be spread equally over the remaining pays in the contract year. Working Conditions and Benefits Document for Classified Supervisors, 2016-17 1

Section 3 Compensation Plan This Support Staff Compensation Plan will be used to determine the salaries of support staff employees. The annual salary of a support staff employee will be the sum of the following compensation elements approved annually by the Governing Board for the employee s work group: Base salary or hourly rate, with adjustments for the employee s range or level within the work group Experience and/or education factors Additional factors, if any, for the employee s work group or position Compensation elements, and the amounts allocated to them for the previous school year, are subject to amendment by the Governing board for the following year. The support staff employee s contractually assigned position will determine his or her placement in one of the following support staff work groups: Classified Supervisor 12 months Classified Supervisor Less than 12 months The Hiring Guidelines and the Annual Placement Guidelines adopted by the Governing Board as part of the budget development process for the next school year will be used to calculate the salary of a new hire employee and a returning employee, respectively, for the next school year. For the purpose of this section: New hire employee means an employee who will start employment in a support staff position and was not employed by the district in the same support staff work group for the previous year or any employee who voluntarily resigns from a position anytime during their work term. A new hire employee will become a returning employee if the employee is rehired for a position in the same work group for the following school year and completed the work term for that position. Returning employee means a support staff employee who was employed by the district in the same work group in the previous fiscal year, completed the work term for that position, and returned to a position in the same work group within 15 school days of the first day of the school year. Base salary and other factors for exempt employees under the Fair Labor Standards Act will be prorated if the employee s contract is less than 1.0 full-time equivalent (FTE) or specifies a term of fewer days than the full contract period for his or her work group. Hiring Guidelines for New Hire Employees Base Salary or Hourly Rate Calculation A new hire employee will receive a base salary or an hourly rate, based on the range or level of the employee s position within his or her work group. Working Conditions and Benefits Document for Classified Supervisors, 2016-17 2

Experience Compensation Calculation The district will use the following guidelines to calculate a new hire employee s experience compensation: 1. Verified work experience in the same or a like position within the past 10 years may be granted for additional compensation. Each year of verified like experience, excluding the minimum experience requirement for the position, up to a maximum of 5 years, will be compensated at the amount approved by the Governing Board for the Hiring Guidelines. 2. If a new hire employee is granted experience compensation that subsequent verification reveals to be incorrect or unsupported, the employee s contract and salary will be revised retroactively to the date of the contract. Education Compensation Calculation The district will use the following guidelines to calculate a new hire employee s education compensation: 1. A verified AA or higher degree, other than a degree required for the employee s current position, will be compensated at the amount approved by the Governing Board for the Hiring Guidelines. 2. Other verified professional training and certifications that are directly related to the current position held or are otherwise of clear benefit to the district also may be considered for compensation. Additional Compensation Additional compensation may be given for competitive market value, unique skills and experiences, and district- or school-specific needs. Annual Placement Guidelines for Returning Employees Base Salary or Hourly Rate Calculation 1. A new base salary or hourly rate of a returning employee will be calculated each school year. The new base salary or hourly rate will be calculated using the employee s previous year s base salary or hourly rate, and any across-the-board adjustments and education compensation earned. 2. An across-the-board adjustment may be made to the base salary or hourly rate of returning employees at the discretion of the Governing Board. 3. If a returning employee transfers to a new position with a higher pay range, the new rate will be the greater of: (a) 110 percent of the employee s pre-transfer base salary or hourly rate or (b) the base salary or hourly rate for the range of the new position. Working Conditions and Benefits Document for Classified Supervisors, 2016-17 3

4. If a returning employee s position is reclassified by the Governing board, his or her base salary or hourly rate will be the greater of: (a) 110 percent of the employee s base salary or hourly rate before re-classification or (b) the base salary or hourly rate of the position after re-classification. Professional Development and Education Compensation Calculation The district will use the following guidelines to calculate a returning employee s professional development and education compensation: 1. Pre-approved professional development workshops, conferences, courses, and classes that are directly related to the employee s current position or are otherwise of clear benefit to the district are eligible for professional development credit. 2. Professional development credits may be submitted only in blocks of 15 credits. An employee will qualify for one education compensation increase for every 15 professional development credits. Accumulated credits should be submitted to Human Resources by June 15 of each year for consideration of additional compensation effective July 1 of the next fiscal year. 3. An education compensation increase will be calculated at the amount or rate approved by the Governing Board for the Annual Placement Guidelines. 4. A total of four education compensation increases may be earned during a support staff employee s employment with the district. The increases will occur when the employee earns 15, 30, 45 and 60 credits. Only one education compensation increase will be permitted each fiscal year. 5. Employees who earn an AA degree or higher degree will be compensated at the amount or rate approved by the Governing Board for the Annual Placement Guidelines. Degrees earned between June 1 and May 31 of each year will be considered and calculated for compensation for the next fiscal year. Official transcripts for degrees completed must be submitted no later than June 15 of that year. The following rules will govern eligibility for and calculation of professional development credits. Coursework offered at any college, university, or other accredited educational institution may be taken for credit. University and college coursework will be credited at the rate of one professional development credit for one course credit. All other workshops, conferences, and coursework will be credited at the rate of one-half professional development credit for 16 seat hours. District approved professional development coursework may be taken for credit and do not require pre-approval. Working Conditions and Benefits Document for Classified Supervisors, 2016-17 4

Programs conducted during the employee s workday or at any other time when the employee is compensated by the district for his or her participation are not eligible for credit. Trade school courses must be for a skill area above the entry-level skill required for the employee s current position to be eligible for credit. Additional Factors The Governing Board may adopt additional compensation factors, such as performance evaluation ratings. Guidelines for Retired ASRS Members 1. The base hourly rate for a new hire employee who is an active Arizona State Retirement System retiree (Retiree) returning to work in the same hourly support staff position with the district will be 83 percent of his or her most recent pre-retirement rate. If the new hire employee will serve in a different position, his or her base hourly rate will be 83 percent of the base hourly rate specified in the Hiring Guidelines. This hourly rate will be further adjusted if hourly rates decreased following an employee s retirement from the district. 2. The base salary for a new hire employee who is an active Retiree returning to work in a classified supervisor position with the district will be 83 percent of his or her most recent preretirement rate for the same position, less a percentage equal to the current Alternative Contribution Rate. If the new hire employee will serve in a different classified supervisor position, his or her base salary will be 83 percent of the base salary in the Hiring Guidelines. This base salary will be further adjusted if salaries decreased following an employee s retirement from the district. 3. The base salary or hourly rate for a Retiree who is hired following pre-retirement employment with another Arizona State Retirement System employee will receive 83 percent of the base salary or hourly rate specified in the Hiring Guidelines. In addition, the base salary for exempt status employees will be less a percentage equal to the current Alternative Contribution Rate. 4. The base salary or hourly rate for a returning employee who is an active Retiree will be his or her previous year s base salary or hourly rate, if returning to the same position. 5. A returning employee who is a Retiree may receive across-the-board compensation adjustments approved by the Governing Board. The Retiree will not receive additional compensation for professional development or education. 6. Retirees hired in contract positions will receive the number of workdays plus holidays specific to the position being filled. 7. Retirees hired in contract positions will be granted leave days consistent with district employees in similar positions and in accordance with the hours per day for the position. Leave days are not cumulative and not reimbursable. Working Conditions and Benefits Document for Classified Supervisors, 2016-17 5

2016-2017Compensation Worksheet-Classified Supervisor Rehire General Information: Last Name: First Name: EIN: Job Title: Contract Length: Site: Position Range: 2015-2016 Contract Salary Information: Salary: 2016-2017 Contract Salary Calculation: Factor 1 2015-2016 Salary: 2 Across the Board Increase ($2500): 3 Professional Development and Education Compensation (total % x base salary): a. Professional Development: 2% of the base salary for 15 credit hours of job specific professional development or professional development that supports leadership capacity within the district up to 60 credit hours b. AA Degree or Higher: 1% of the base salary for earning an AA degree or higher if not required of the position and not presently compensated 2016-2017 Contract Salary (line 1+line 2+line 3): $2500 Salary Adjustments Total Salary Working Conditions and Benefits Document for Classified Supervisors, 2016-17 6

2016-2017 Compensation Worksheet-Classified Supervisor New Hire General Information: Last Name: First Name: EIN: Job Title: Contract Length: Site: Position Range: 2016-2017 Contract Salary Calculation: Factor 1 2016-2017 Base Salary: 2 Years of Experience (1% x number of years of experience x line 1): 1% of the base salary for each year of verified like experience beyond the minimum requirement up to a maximum of five years 3 Education Compensation (1% x line 1): 1% of the base salary for an AA degree or higher or professional trainings and certifications if not required for the position 4 Additional Compensation Consideration (Competitive job market value, unique skills and experiences, and district or school specific needs): 2016-2017 Contract Salary (line 1+line 2+line 3+line 4): Salary and benefits are prorated based on hire date and less than full-time FTE. Salary Adjustments Total Salary Working Conditions and Benefits Document for Classified Supervisors, 2016-17 7

2016-2017 Classified Supervisor Hiring Guidelines Base Salary The base salary is determined by contract length and position range. Experience A new employee who has verified like experience within the last ten years may be granted additional compensation. One percent (1%) of the base salary will be granted for each year of verified like experience beyond the minimum requirement up to a maximum of five years. Education One percent (1%) of the base salary will be awarded for an AA or higher degree if not required for the position. In addition, other professional training and certifications may also be considered for compensation. Additional Compensation Consideration Additional consideration may be given to competitive job market value, unique skills and experiences, and district or school specific needs. Example A 12-month custodial supervisor with 2 years of like experience (beyond the minimum required) and a BA degree (not required for the position) Base Salary Experience Education 12 Month-Range 6 $40,436.00 2 years (.02 x $40,436.00) $809.00 BA Degree (.01 x $40,436.00) $404.00 Salary $41,649.00 12 Months 10.25 Months 9.75 Months Range Base Salary Range Base Salary Range Base Salary 1 31,098 1 26,912 1 25,859 2 32,966 2 28,527 2 27,413 3 34,832 3 30,145 3 28,965 4 36,700 4 31,759 4 30,518 5 38,566 5 33,376 5 32,071 6 40,436 6 34,992 6 33,625 7 42,303 7 36,607 7 35,177 8 44,173 8 38,225 8 36,731 9 46,038 9 38,839 9 38,282 10 47,904 10 41,456 10 39,832 11 49,773 11 43,074 11 41,391 12 51,639 12 44,689 12 42,942 13 53,509 13 46,307 13 44,494 14 55,374 14 47,290 14 46,049 15 57,241 15 49,536 15 47,599 16 59,111 16 51,156 16 49,153 17 60,977 17 52,769 17 50,707 18 62,844 18 54,385 18 52,258 19 64,711 19 56,001 19 53,810 20 66,578 20 57,616 20 55,366 21 68,449 21 59,234 21 56,917 22 70,316 22 60,846 22 58,470 Salary and benefits are prorated based on hire date and less than full-time FTE. Retirees who are receiving a monthly benefit from the Arizona State Retirement System will be paid a reduced salary or hourly rate according to district policy Working Conditions and Benefits Document for Classified Supervisors, 2016-17 8

JOB TITLE MONTHS RANGE Accounts Payable Supervisor 12.00 10 As400 Systems Programmer 12.00 18 Budget & Accounting Supervisor 12.00 14 Community Education Coordinator 12.00 11 Community Education Field Supervisor 12.00 6 Copier Repair Services Supervisor 12.00 13 CRT Field Supervisor 12.00 10 Custodial Supervisor 12.00 6 Custodial Trainer 12.00 6 Digital Media Supervisor 12.00 9 District Communications Supervisor 12.00 16 Food & Nutrition Area Supervisor 12.00 9 Food & Nutrition Central Kitchen Field Supervisor 10.25 6 Food & Nutrition HR Supervisor 12.00 6 Food & Nutrition Warehouse Supervisor 12.00 7 Governmental Grants Supervisor 12.00 9 Grounds Supervisor 12.00 10 Human Resources Supervisor 12.00 14 Human Resources Analyst 12.00 8 Interpreters Supervisor 9.75 10 Maintenance Supervisor 12.00 10 Materiels Management & Distribution Supervisor 12.00 12 Network Specialist 12.00 13 Network Specialist, SR 12.00 15 Systems Support Supervisor 12.00 21 Payroll Supervisor 12.00 11 Payroll Supervisor 12.00 6 Print Shop Supervisor 12.00 13 Procurement Specialist 12.00 8 Programmer/Analyst, SR 12.00 15 Research & Evaluation Analyst 12.00 18 Research & Evaluation Program Evaluator 12.00 18 Research Analyst/Planner 12.00 14 Research Analyst/Planner, SR 12.00 22 Safety & Loss Control Supervisor 12.00 8 Security Supervisor 12.00 8 Software Support Supervisor 12.00 21 Student Activities Supervisor 12.00 11 Student Information Supervisor 12.00 21 Substitute Services Supervisor 12.00 4 Systems Support Analyst 12.00 13 Synergy Specialist Supervisor 12.00 10 Transportation Satellite Supervisor 12.00 7 Working Conditions and Benefits Document for Classified Supervisors, 2016-17 9

JOB TITLE MONTHS RANGE Transportation Support Supervisor 12.00 6 Vehicle Maintenance Supervisor 12.00 10 Web Developer, SR 12.00 15 Web Programmer 12.00 13 Web Services Supervisor 12.00 18 Working Conditions and Benefits Document for Classified Supervisors, 2016-17 10

Section 4 Dispute Resolution Procedure I. Purpose The purpose of these dispute resolution procedures is to provide classified supervisors with a fair means of resolving a claim. When possible, claims should be resolved quickly, informally, and confidentially. The procedures are not intended to hinder discussion concerning employment relations or problems between the administration and employees or employee groups. II. Definitions A. "Assistant Superintendent" means the assistant superintendent to whom the supervisor reports. If the supervisor is an assistant superintendent, the Associate Superintendent will serve as the assistant superintendent." B. Claim means an assertion by an employee or group of employees who have been negatively affected by a decision of a supervisor that violates, misinterprets, or inequitably applies a law, policy, regulation, administrative decision or any provision of the Working Conditions and Benefits for Classified Supervisors or which endangers the complainant s health or safety. C. "Complainant" means the employee or group of employees who bring a complaint. D. "Complaint" means a written statement of a claim which describes: 1. The action or decision of the supervisor; 2. The provisions of the law, policy, regulation, administrative practice or the Working Conditions and Benefits For Classified Supervisors allegedly violated, misinterpreted, or inequitably applied; 3. The negative effect suffered; 4. The remedy sought; and 5. The complainant s name, signature, and representative, if any. E. "Hearing officer" means a person selected by the superintendent from a list approved by the Governing Board. F. "Representative" means a person that the complainant or supervisor designates to assist him/her during the dispute resolution process. G. Supervisor means the administrator, supervisor or director upon whose action or decision the complaint is based or who could remedy the problem and with whom the Complaint must be delivered to initiate the formal Dispute resolution procedure. III. Informal Procedure A complainant must first arrange to meet with the supervisor in an effort to resolve the complaint informally. If the complainant is not satisfied with the outcome of the informal discussion of the complaint or the supervisor refuses to participate in informal discussions of the complaint, the complainant may proceed with the formal dispute resolution procedure. IV. Formal Procedure Working Conditions and Benefits Document for Classified Supervisors, 2016-17 11

A. The complainant must deliver a complaint to the supervisor within 20 working days of the later of: 1. The day when the complainant knew about or reasonably should have known about the action or decision upon which the complaint is based, or 2. The day when remedial action agreed upon by the complainant and supervisor to resolve the complaint was expected to occur but failed to occur. Upon delivery of the complaint, the complainant will request to schedule a time to meet with the supervisor to discuss the complaint. The complainant may also request that the appropriate assistant superintendent attend the meeting in an effort to facilitate a mutual resolution of the complaint. If the complainant fails to deliver a complaint within the 20-day period, the complaint will be considered untimely and the supervisor may decline to consider it. B. The supervisor will meet with the complainant within five days after the complaint is delivered. The supervisor will issue a written decision regarding the complaint within five working days of the meeting with the complainant. The supervisor may seek the advice of the assistant superintendent prior to rendering the decision. If the supervisor fails to respond to the complaint within the five-day period, the complainant will send to the superintendent the complaint, together with a letter explaining that the five-day period for decision has lapsed. C. If the supervisor issues a decision and the complainant is not satisfied with it, the complainant may appeal the decision to the superintendent by delivering a copy of the complaint and the decision within five working days after the complainant receives the decision. If the complainant fails to appeal the decision within the fiveday period, the supervisor s decision will become the final decision. D. Within five working days after the associate superintendent receives an appeal of a supervisor s decision or a letter from the complainant advising that a supervisor has failed to respond to a complaint in a timely manner, the superintendent will appoint a hearing officer to conduct a hearing of the matter. The following provisions apply to the hearing: 1. The hearing will be conducted within ten working days after appointment of the hearing officer and in accordance with usual standards of administrative due process, including receiving testimony and argument from both sides and allowing cross-examination of witnesses. 2. At least 24 hours prior to the hearing, the complainant and supervisor (or their representatives) will exchange a list of witnesses and documents that will be presented at the hearing. 3. The hearing will be closed to the public unless the parties mutually agree that it be open. 4. Any costs of conducting the hearing will be borne equally by the district and the complainant. 5. If the hearing concerns a complaint to which the supervisor allegedly failed to respond in a timely manner, the hearing officer will determine whether the supervisor failed to issue a written decision in a timely manner. If the hearing officer finds that the supervisor failed to issue a written decision in a timely Working Conditions and Benefits Document for Classified Supervisors, 2016-17 12

manner, the hearing officer will accept the complaint as valid and limit the recommendations to the question of what is an appropriate remedy or remedies. The hearing officer may recommend a remedy other than the remedy requested in the complaint and will not recommend financial compensation unless the hearing officer finds that there is a valid legal basis for the district to provide such compensation. E. Within five working days after the hearing, the hearing officer will provide a written report to the complainant, the supervisor, and the associate superintendent. The report will include findings of fact and a recommendation for resolution of the complaint. F. If the complainant or supervisor is not satisfied with the report, the complainant or supervisor may appeal the report to the governing board by delivering a notice of appeal to the secretary of the governing board within five days after delivery of the report to the complainant. If the complainant fails to appeal the report within the five-day period, the recommendations in the report will become the final decision. G. The governing board will hear the appeal of the report in executive session during a special meeting or during the next regular meeting. The governing board may invite the complainant, supervisor and hearing officer to attend the executive session to discuss the matter. The governing board will vote in public meeting to accept, modify or reject the report. The governing board s decision will be the final decision and will be promptly communicated to the complainant and superintendent. V. General Provisions A. A complainant may request that all participants use their best efforts to expedite meeting dates and response times so that the dispute resolution procedure may be completed before the end of the instructional school year or as soon thereafter as practicable if the complainant s contract ends at the end of the instructional school year. B. Any time limit may be extended by mutual agreement of the complainant and supervisor. C. A supervisor will be given the opportunity to present his/her position in the same manner as the complainant in any meeting or hearing. D. The complainant and supervisor may be represented in any meeting or hearing, except that an attorney will not represent either party during the informal procedure. E. Records pertaining to a complaint will not be maintained in the personnel files of the complainant or any other employee s personnel file. F. A complainant will not deliver a frivolous complaint, a complaint concerning a claim that has already been resolved in the dispute resolution process, or a complaint that contains an allegation that is known to be false. Any such abuse of the dispute resolution process will be determined by a hearing officer and is subject to disciplinary action. Working Conditions and Benefits Document for Classified Supervisors, 2016-17 13

G. No retaliation of any kind will be taken against the complainant, supervisor, or any other member of the administration or governing board because of the person's participation in the dispute resolution process. H. Disciplinary action may be taken as appropriate to the outcome of the complaint, or in response to retaliation or abuse of the dispute resolution process. Section 5 Evaluations Supervisors shall have written evaluations completed by their immediate Administrator according to the District evaluation schedule for Classified employees. The evaluation shall be discussed with the supervisor and a copy of the report shall be placed in the supervisor s file and a copy given to the supervisor after the evaluation is signed. Section 6 Furlough Day A Furlough Day is a temporary unpaid, non-work day designated by the Superintendent, at the direction of the Governing Board that would otherwise be a paid work day. Furlough Days will be designated in full or half day workday increments. Employees may not use paid sick leave or other paid leave time on a Furlough Day. Insurance benefits and other employee benefits shall be maintained for eligible employees during an unpaid day that the Superintendent, at the direction of the Governing Board, has designated as a Furlough Day. If more than one Furlough Day is designated, the district will attempt to schedule the days on an intermittent basis. There shall be no expectation that an employee shall provide any service to the District while on an unpaid Furlough Day. A Superintendent designated Furlough Day shall not be considered an interruption of employment. Section 7 General Expectations Each supervisor shall be provided with a written job description, title and performance expectation upon employment and if a change in assignment occurs. All supervisors are to be on the job except for those days designated as vacation, holidays, sick leave, professional leave, or any other days approved for absence by the Administrator or Assistant Superintendent. An absence report statement will be submitted after each period of absence. Working Conditions and Benefits Document for Classified Supervisors, 2016-17 14

Section 8 Health and Welfare Program The Board shall provide eligible supervisors with a comprehensive health, accident, and life insurance program. Further, the Board agrees to continue providing employees the opportunity to select benefits coverage through the Mesa Unified School District #4 Employee Benefit Trust. Premiums Only Option: You may pay your share of the cost for certain benefits you elect with pre-tax dollars through payroll deduction. Healthcare Reimbursement Account Option: You may set aside money using pre-tax payroll contributions into a Healthcare Reimbursement Account. This account is used to pay for your unreimbursed health care expenses such as deductibles, co-payments, or for health care services, treatments, or supplies not provided by either health care plan. Restrictions apply based on IRS guidelines and depending on your health care plan. Restrictions apply based on IRS guidelines and depending on your selected medical plan. Dependent Care Reimbursement Account Option: You may set aside money using pretax payroll contributions into a Dependent Care Reimbursement Account. This account is limited to expenses totaling not more than $5,000.00 and is used to pay for day care, child care and elder care expenses for your eligible dependents. Each fiscal year, the District shall fund an amount per eligible enrolled supervisor for the purpose of providing health, life, dental and vision benefits. The amount shall be determined and approved by the Governing Board each fiscal year. The health care plan and life insurance for continuing supervisors will be effective from October 1 to September 30 each year. Life Insurance The Board will maintain for each eligible supervisor a term life insurance policy of fifty thousand dollars ($50,000.00). The policy shall provide for a double indemnity payment in case of accidental death and/or dismemberment. Each supervisor shall be provided a summary copy of the policy which shall indicate all provisions and benefits. Each supervisor will receive a copy of any changes in the policy. The policy shall be written so that a supervisor, upon termination of employment or retirement, has rights of conversion offered by the company of record. Dependent life insurance coverage will be: spouse $2,000 each child up to $2,000 Dependents are covered regardless of whether or not a supervisor has enrolled in dependent medical coverage. Each supervisor shall be provided the opportunity to purchase additional life insurance at personal expense according to the District rate per thousand dollars. Working Conditions and Benefits Document for Classified Supervisors, 2016-17 15

Section 9 Holidays Twelve-month supervisors will be paid for the holidays designated for twelve-month support staff, as listed on the approved calendar. Short-term supervisors (those with contracts less than 12 months in length) will be paid for the same holidays that occur during their work terms that are scheduled for teachers in the approved school calendar. In addition, any short-term supervisor whose contract extends beyond that of the teacher contract and includes a district-approved holiday will be paid for that holiday as well. The number of paid holidays may be impacted by a reduction in available district funds. Section 10 Interview Committee One supervisor shall be selected by the Assistant Superintendent of Human Resources to serve on any interview committee for positions of classified Directors. This member shall be chosen from a list of three supervisors supplied by the president of MACS. Where feasible the three members provided for selection will be from different areas of District responsibility. Section 11 Leaves, Short Term Sick leave shall be granted to all supervisors, with the exact number of days dependent upon length of contract: Contract Term Annual Sick Leave 12.0 months 14.0 days 10.25 months 12.0 days 9.75 months 11.5 days Sick leave may be used (without limit on the number of days) for the employee's own illness, illness involving a member of the employee's immediate household, preventive medical examination, family critical illness, bereavement leave and twelve week family medical leave (FMLA). Absences for the reasons stated above will be reported to the Payroll Department as sick leave. Supervisors who are absent because of on-the-job injury resulting from an assault with intent to commit harm shall not have such absence deducted from their sick leave, for a maximum of twelve (12) months. At the time of occurrence, the employee must declare these circumstances to the immediate supervisor who shall then inform Risk Management. The supervisor must then complete the Supervisor s Report of Industrial Injury and Treatment Authorization Form. The Risk Management staff shall investigate each case and determine eligibility. Risk Management staff will inform the employee and appropriate sites as to the decision. Supervisors who become ill while on vacation shall have the option of remaining on vacation or taking sick leave during their illness. Working Conditions and Benefits Document for Classified Supervisors, 2016-17 16

Each supervisor shall be accorded a maximum of seven (7) personal days per year. Used days will be deducted from the accumulated sick leave. The following conditions shall apply in the use of personal leave: 1. Approval from the immediate supervisor must be obtained prior to taking personal leave. 2. Personal leave shall not be granted on the last day of employment. 3. Personal leave shall not be cumulative. Section 12 Medical Leave Assistance Program The program shall be available to supervisors: a. who have depleted their accrued sick and vacation leave as a result of their prolonged illness or injury, or b. who qualify for family medical leave due to a family member s prolonged illness or injury and who have depleted their accrued sick leave and vacation leave as a result. For the purpose of this section, a Family member is defined as in the Family Medical Leave Act as a spouse, child or parent. Supervisors may request access to the Medical Leave Assistance Program by completing a "Medical Leave Assistance Program Request Form" and submitting it, along with a completed "Verification of Prolonged Illness or Injury Form" to the Assistant Superintendent for Human Resources, asking to receive donations of sick leave from other employees so they may receive income during the period of prolonged illness or injury. A supervisor may ask for donations of sick leave only one time during any semester. Supervisors, who qualify for assistance as stated above, may also request coverage for a specified number of days for intermittent treatment which is necessitated as a result of the qualifying prolonged illness or injury. Additionally, a supervisor who has depleted accrued sick and vacation leave due to a chronic and prolonged illness or injury, verified by a licensed health care practitioner, but who has not missed twenty (20) consecutive days of work and therefore does not qualify in accordance with the above paragraph, may request coverage of a specified number of days for the intermittent treatment of that chronic and prolonged illness or injury providing: 1. The supervisor has missed twenty (20) days for such treatment during the current school year, and 2. If requested by the District, the chronic and prolonged illness or injury is confirmed by a licensed health care practitioner selected by the District. The donor employee may donate sick leave only if he/she has thirty (30) or more days of accumulated leave and the donor employee may donate no more than five (5) days of sick leave in any contract year. The donor employee will use a "Sick Leave Donation Form" to designate the donation in the name of the employee to receive the donation. Information regarding a donation shall be considered confidential and shall be communicated by district employees only on a need-to-know basis. An employee will have the option of donating sick leave without the receiving employee being knowledgeable of the donor's name. All donated leave becomes the permanent property of the receiving supervisor unless said employee is released to return to work earlier than originally stated by his/her physician and has a balance Working Conditions and Benefits Document for Classified Supervisors, 2016-17 17

in excess of ten (10) days. All unused leave will be retained by that supervisor and will not be returned or reimbursed to the donor employee. Days of leave, not the actual wage of the donor employee, will be donated. Donations will not be allowed to be made to the employee's immediate supervisor. No supervisor shall be eligible for the Medical Leave Assistance Program after he/she qualifies for long-term disability coverage or, if the employee has not applied for long-term disability coverage, after he/she has been absent for 180 consecutive calendar days. Section 13 Professional Improvement A. The importance of participation in conferences, conventions, seminars, clinics and workshops for professional improvement is recognized by the Mesa Unified School District No. 4. Supervisors are encouraged to participate in such activities. B. Funds not to exceed ten thousand dollars ($10,000.00) will be budgeted during the 2015-16 fiscal year for use by supervisors to cover registration fees, material, travel expenses, professional books, and other related costs incurred as the result of participation in approved professional activities as long as funding is available for such items. The supervisor may use funds to pay dues to approved professional organizations. Professional improvement funds shall be available to each supervisor that is a current paid member of Mesa Association of Classified Supervisors (MACS) up to a limit of three hundred dollars ($300.00) per fiscal year, pending available funds and approval. Requests denied by the travel committee may be appealed to the MACS Board of Directors. An additional appeal may be made to the general membership at the next regular meeting. C. Requests for travel payment of approved professional improvement activities and dues shall be administered as prescribed in District policies, state statutes, and in accordance with guidelines and procedures recommended by the MACS Professional Travel Committee and as approved by the Superintendent. The three member Professional Travel Committee shall be appointed each year by the MACS President and will review for approval each request for professional improvement funds. D. The Professional Improvement fund can be used by a District supervisor to attend professional meetings, and/or visit sites beneficial to educational growth, contingent upon approval of the Superintendent. The supervisor may also expend these funds for consultants or other technical assistance for personal or staff in-service growth experience and for purchase of professionally relevant books, tapes and/or other similar materials, contingent upon approval of the Superintendent. E. Funds budgeted for professional travel during the fiscal year, which remain unspent at the conclusion of the fiscal year, shall revert to the District s general fund. Working Conditions and Benefits Document for Classified Supervisors, 2016-17 18

Section 14 Reclassification Reclassification shall occur when initiated and subsequently approved by the Superintendency. Section 15 Reductions in Personnel If a reduction in the number of classified supervisors becomes necessary because of a decrease in student enrollment, a decrease in revenues or budget reductions, change in the organization of the District, change in state educational requirements or for other reasons, such reduction shall be made according to the following criteria: A. In as much as possible, normal attrition will be used to resolve reduction in force requirements; that is employees who resign will not be replaced. B. The Governing Board shall retain those supervisors who have the longest continuous period of service with the District in a supervisory position. C. Those supervisors retained in an affected department must be qualified to perform the duties of the position(s) to be preserved. D. Any supervisor whose position is to be abolished will be personally notified by the immediate supervisor or director, followed by written notification from the Human Resources Department. Such written notification shall be received no later than ten (10) working days preceding the effective date of separation and an effort will be made to provide a minimum of thirty (30) calendar days advance notice when circumstances permit. E. In the event of a reduction in personnel, individuals will be recalled in the reverse order of separation, dependent upon area of qualification. The right of recall shall not extend beyond twelve (12) months from the effective date of reduction. In the event an individual is recalled, he/she must accept the position in writing within five (5) working days after receiving notification. The individual must report for work within ten (10) working days after accepting the position. Notification shall be accomplished by certified or registered mail to the supervisor s last known address. A supervisor who refuses a position or is not able to report for work within the specified time shall be removed from the recall list. F. Upon return, a recalled individual shall receive no less base salary than he/she received in his/her last contract period and shall receive any across the board salary increases which have been granted to other employees during the period of separation. This base salary will be adjusted if salaries decrease during the employee s absence from the district. Working Conditions and Benefits Document for Classified Supervisors, 2016-17 19

G. Unused accumulated sick leave, not reimbursed at the time of separation, shall be credited to the recalled individual upon return to active employment. H. The individual will be credited with the amount of supervisory service earned at the time of separation in accordance with established rules for such at the time of return to active employment. Section 16 Separation or Retirement The District shall grant the following separation or retirement benefits: Reimbursement for Unused Sick Leave A. Supervisors who terminate by resignation, retirement, or death and have at least five (5) years of service with the District at the conclusion of the individual's last year of employment shall be reimbursed for the number of accumulated days multiplied by sixty percent (60%) of the daily rate of Range 1, of the Classified Supervisor Hiring Guidelines. (The daily rate is determined by dividing the base twelve month salary by 240.) B. Supervisors who terminate due to a reduction in force or reorganization shall be reimbursed for the number of accumulated days multiplied by sixty percent (60%) of the daily rate of Range 1, of the Classified Supervisor Hiring Guidelines. (The daily rate is determined by dividing the base twelve month salary by 240.) Supervisors shall be reimbursed for unused sick leave days, to a maximum of 220 days, upon termination by retirement, reduction in force, resignation or death. Supervisors who notify the district of their retirement in writing 60 days prior to retirement may be reimbursed to a maximum of 240 days. Reimbursement for unused sick leave shall be granted to supervisors who terminate employment after completion of their contract and to those who terminate employment prior to completion of their contract. Reimbursement for Unused Vacation Supervisors shall elect one of the following options for unused vacation days: A. Use all earned vacation days before the end of the present contract period B. Receive reimbursement for unused vacation days at the supervisor s daily pay rate for the final contract year (contract salary divided by the total number of days in the contract), with a maximum of sixty (60) days. C. Supervisors who terminate by retirement may have unused vacation days in excess of the maximum of sixty (60) days converted to sick leave and reimbursed as sick leave days. Reimbursement for unused vacation days converted to sick leave shall be at the sick leave rate. Total reimbursement for sick leave shall not exceed the limits of defined in Reimbursement for Unused Sick Leave of this section, including any days converted from vacation. Working Conditions and Benefits Document for Classified Supervisors, 2016-17 20

Reimbursements for accruals may be made either in a lump sum payment at the end of the contract or spread over the contract year. Supervisor must indicate preferred method when requesting retirement or resignation. Section 17 Trade Days With prior approval (PARF) from the appropriate Assistant Superintendent a supervisor may request to work up to three (3) additional days (non-scheduled workdays) during a fiscal year. These days may then be used, with prior approval, as trade days for time off on non-student workdays. These days are not cumulative and must be used during the same year they are worked. This time must be worked and used in no less than half-day increments. The following guidelines will determine eligibility for earning and using Trade Days: 1. Approval to earn a Trade Day must be received at least two (2) weeks prior to working the day. 2. A Trade Day may not be taken before it is earned. 3. To qualify for a Trade Day, supervisors must be involved in an organized school/district activity or on business required or assigned by the Superintendency. 4. Trade Days will not be approved for working extended, regularly scheduled days, or for additional work time required to fulfill the duties required of the administrative position. 5. Travel initiated by the supervisor that involves a non-scheduled workday, such as weekends or holidays, does not qualify for a Trade Day. Section 18 Vacations Supervisors on a twelve month contract shall earn twenty-two (22) vacation days per year. Short term contract supervisors whose hire date as a supervisor is prior to 7/1/95 will earn 5.5 vacation days per year. Short term contract supervisors whose hire date as a supervisor is 7/1/95 or later, will not accrue vacation leave. Supervisors may accumulate up to fifty-five (55) days of earned vacation time. Any excess on August 15 will be transferred to accrued sick leave. The supervisor may make written request that the excess days be compensated at the same rate as the current reimbursement rate for unused sick leave, or upon recommendation of the unit administrator, the supervisor may make written appeal to the Superintendent to accrue in excess of fifty-five (55) days. A supervisor may request to sell back up to six (6) vacations days each year, provided their vacation balance Working Conditions and Benefits Document for Classified Supervisors, 2016-17 21