CLASSIFIED EMPLOYEES
1. GRAND CLASSIFIED EMPLOYEES ASSOCIATION - 4500 C (Policy Number and date of latest revision)
- Association Agreement - 4501 C - 08/18/93
- Organizations - 4502 C - 08/18/93
- Negotiations - 4503 C - 08/18/93
- Grievances - 4504 C - 09/12/00
- Physical Examination - 4511 C - 08/18/93
- Orientation - 4512 C - 08/18/93
- Employment & Conditions of Work - 4513 C - 08/08/96
- Assignment & Transfer - 4514 C - 08/05/97
- Staff Meetings - 4515 C - 08/18/93
- Professional Growth - 4516 C - 08/18/93
- Payroll - 4521 C - 01/17/07
- Overtime Pay / Compensatory Time - 4522 C - 09/12/00
- Medical Insurance - 4523 C - 09/12/00
- Illness - 4541 C - 09/12/00
- Health & Hardship - 4542 C - 09/12/00
- Death & Funeral - 4543 C - 08/17/94
- Family Leave (All Employees) - 4544 C - 09/12/00
- Personal/Public Service Leave - 4545 C - 09/12/00
- Sick Leave Bank - 4546 C - 01/17/07
- Compassionate Leave - 4547 C - 09/12/00
7. LEAVING DISTRICT EMPLOYMENT - 4560 C
- Resignation - 4561 C - 01/17/07
- Abandonment of Position - 4562 C - 08/17/94
- Retirement - 4563 C - 08/19/98
- Retirement - Service Credit Purchase - 4563 C (A) - 09/12/00
- Orderly Termination Procedure - 4564 C - 08/18/93
- Recall With Seniority - 4565 C - 08/18/93
- Grounds For Dismissal - 4566 C - 08/18/93
- Reduction In Force - 4567 C - 10-18-95
4501 C - PERSONNEL - ASSOCIATION AGREEMENT
Powers and Duties
The Grand County Board of Education and Grand Classified Employees Association recognize the Board has certain powers, discretion and duties under the constitution and laws of the State of Utah which cannot be delegated, limited, or abrogated by agreement with any party, organization or association. All approved provisions of the policies and rules of the following personnel section or any application of the policies to classified staff shall have effect only to the extent permitted by law. All other provisions or applications of the personnel section shall continue in full force and effect.
Policies and rules of this personnel section shall be mutually negotiated following an annual review or at times mutually convenient to both parties.
Adopted: 8-18-93 * Grand County School District * Moab, Utah
4502 C - PERSONNEL - ORGANIZATIONS
1. The Grand Classified Employees Association (GCEA) shall be the representative of the professional staff so long as said association has a membership sufficient to constitute a majority of those staff members. This representation shall include but not be limited to negotiations of terms and conditions of employment, grievance procedures, and committee assignments with the District.
2. The GCEA shall have the exclusive right to use school facilities, rooms, equipment, mail boxes, and bulletin boards for the purpose of conducting official GCEA business as authorized by the local president or his/her appointed representatives.
3. The Board of Education and GCEA encourage professional staff members to join and actively participate in their professional association for the mutual betterment of education. The Board and the GCEA do, however, recognize that it is the choice of every staff member to join or not to join as they may choose. The Board and GCEA will in no way discriminate or take any unfavorable action against any staff members based on GCEA membership.
4. For the purpose of free and open communication between GCEA and the Board, the GCEA Executive Committee will have an agenda item as part of their meeting for any concerns or information from the Board or Superintendent. The Superintendent should give two days advance notice of his/her intention to bring any items to the Executive Committee. The Board of Education will also extend time to GCEA on their agenda at regular board meetings. Advance notice should be given of those items that are to be presented to the Board.
The Board agrees to discuss with the GCEA before making any changes in tax levy, major changes in revenues for programs, and changes in budgeting policy before final adoption of such considered changes.
Adopted: 8-18-93 * Grand County School District * Moab, Utah
4503 C - PERSONNEL - NEGOTIATIONS
The negotiation teams of the Grand Classified Employees Association (GCEA) and the Board of Education shall be vested with the necessary authority to make proposals, concessions, and decisions within the frame work of the negotiations process. Neither party shall have any authority to determine the make up of the negotiation team of the other party. When mutual agreement of negotiation items have been reached by both teams, they must be ratified by the majority of the Board members and the majority of the GCEA members before final adoption of said items can take place.
Negotiation should begin within 30 days of the close of the regular legislative session of each year for the purpose of negotiating any changes in the personnel agreement and developing a salary schedule for the following contract year. Negotiations will continue as long as necessary, and at times and places mutually agreeable to both negotiation teams, until mutual agreement is reached.
Adopted: 8-18-93 * Grand County School District * Moab, Utah
4504 C - PERSONNEL - GRIEVANCES
Definition
A grievance is a written claim on the part of the employee that he/she has been adversely affected by a violation, misinterpretation, or inequitable application of this agreement which was not settled to the satisfaction of the employee at the first supervisory level.
Procedure
All grievances shall be resolved in accordance with the following procedure:
Step 1 - Oral Grievance
Informal Discussion: The employee with a grievance must first attempt to resolve it informally by discussing the issue with his/her immediate supervisor within seven working days after the employee becomes aware of the act or condition upon which the grievance is based.Supervisor's Response: The supervisor shall have up to sixty working days after learning of the grievance to consider the matter and give his/her answer orally to the employee.
Step 2 - Written Grievance
Time Limitation: If the grievance is not resolved informally in Step 1, the employee may file the grievance with his/her immediate supervisor in writing within ten (10) working days after receiving the answer in Step 1.Requirements: The written grievance shall describe the nature of the grievance and the facts giving rise to it, shall note the provisions alleged to be violated, the position of the employee with respect to such provisions, and shall state the specific remedy requested to resolve the grievance.
Supervisor's Response: The supervisor shall have up to ten (10) working days after receiving the written grievance to investigate the matter, meet further with the employee and representatives of the personnel office and the Association, if needed, make a decision, and communicate the answer in writing to the parties concerned.
NOTE: The specified time limits on both the employee and the supervisor may be extended, if justified, and mutually agreed to by the District and the Association.
Step 3 - Appeal of Written Grievance
Time Limitations: If no mutually agreeable settlement is reached in Step 2, the employee may submit a copy of the written grievance to the Superintendent within five (5) working days after receiving the answer in Step 2, requesting that the immediate supervisor's decision be reviewed by the Superintendent's Office.Time LimitsSuperintendent's Investigation: The Superintendent or his/her designee and staff shall investigate the case, request all pertinent facts, and meet with the employee within ten working days after receiving the written appeal, to try to resolve the grievance.
Decision: The Superintendent or his/her designee shall make a decision within ten working days after the Step 3 grievance meeting and communicate the decision in writing to the parties concerned.
Loss of Right to Grieve
No grievance shall be entertained or processed unless it is submitted within seven working days after the employee becomes aware of the act or condition upon which the grievance is based. If a grievance is not presented within such time limits, it shall be considered "waived." If a grievance is not appealed to the next step within the specified time limit or any agreed extension thereof, it shall be considered settled on the basis of the District's last answer. If the District does not answer a grievance of an appeal thereof within the specified time limits, the employee involved and the Association may elect to treat the grievance as denied at that step and immediately appeal the grievance to the next step.
Meetings and Representation
1. Scheduling: Meetings held under this procedure shall be conducted at times and places which will afford a fair and reasonable opportunity for all necessary persons, including witnesses, to attend. Such meetings shall be conducted during non-working hours unless there is mutual agreement for other arrangements.2. Right to Representation: In any grievance meetings all of the parties directly involved shall have the right to be accompanied, advised, and/or represented by a person of their own choosing.
Adopted: 8-18-93; Revised: 8-17-94; Revised: 09-12-00 * Grand County School District * Moab, Utah