Puyallup Education Support Professionals Association (PESPA)

General Membership Meeting: September 6, 2017

Tentative Agreement Highlights

Two year contract

Salary Improvements: 2017-18

  • COLA (2.3%) plus 5% = 7.3% increase
  • Drop steps 1-3 (additional 9.3% increase to starting wages)
  • Increase Longevity steps:
  • $.40 at 10 yrs (new)
  • $.70 at 12 yrs(was $.40)
  • $1.00 at 16 yrs (was $.60)

Salary Improvements: 2018-19

  • COLA plus 2%
  • Increase each longevity step by $.10

LPNs join PESPA Bargaining Unit: LPNs placed on level 6 of 2016-17 PESPA salary schedule to closest base step without a decrease in base step amount.

Leave Improvements

  • Sick Leave: may use sick leave to care for a newborn, adopted or foster child under FMLA entitlement, allowable to care for grandchild, opportunity to request an exception to care for others not identified under the contract
  • Personal Leave: now cash out up to 4 days each year at daily rate, cash out 5 more upon timely notice of retirement or resignation
  • Leave Sharing: eligible to request shared leave to care for a newborn, adopted or foster child under FMLA entitlement

Employee & Association Rights

  • Improved Association access to information
  • Improved administrative leave procedures
  • Liability coverages increased to $2,000
  • Up to $1,500 coverage for leave and medical out of pocket for injury caused by student

Improved access to curriculum materials and necessary tools

Increased access to professional preparation time

PSD & PESPA TA Summary 2017

ARTICLE I - ADMINISTRATION OF THE AGREEMENT

1.1 Recognition: include LPNs in bargaining unit

1.4Duration: two year agreement

ARTICLE III - RIGHTS OF EMPLOYEES

3.1 Rights of Citizenship and Nondiscrimination: combine two sections, match PEA

3.33.2 Just Cause: clarify location of disciplinary materials and document protocols

Section 3.53.4 Personnel File and Complaints: include accusations along with complaints, reduce timeline for employee notification from 7 to 5 days

Section 3.63.5 Administrative Leave:increase level of privacy and compassion for employees facing this difficultprocess, capture current practices

Section 3.73.6 Safe Working Environment:move opportunity to review email to 3.8

3.8.23.7.2 Personal VehicleDamage: increase coverage to $2,000, align with PEA

3.8.43.7.4 Personal Property: increase coverage to $2,000, allow video record of items, cover employees at any time and for damage/loss of district technology, align with PEA

Section 3.7.5 Assault/Physical Harm: requires PSD to cover up to $1,500 of pocket medical expense or loss of sick leave due to injury caused by a student for approved workers comp claims, align with PEA

3.93.8 WorkspaceAccess to Work Tools:providea laptop when needed, review email while not responsible for student supervision, provide access to curriculum materials and tools

ARTICLE IV - HOURS/DAYS OF WORK AND OVERTIME

4.1.3. Paraeducators: provide 2 hours/week of professional preparation time for ELL, Title, LAP, Resource, and Highly Capable if assigned 4 hrs or more / day. Beginning in 2018-19, provide 1 hour/week for KITE, WRAP, and Support Center paras assigned 4 hrs or more/day.

4.8 Day Before School Begins: 6 hour work day for all paras and interpreters on the 181st day

4.9School ClosureDelayor Modified Schedule: allow employees flex hours for snow delay

4.13.2 Student Release Waiver Days: update terminology, strike expired language

ARTICLE VII–LEAVES: restructure article to align with PEA and expand rights

7.1.1Illness, Injury and Emergency Leave (Sick Leave): allow use of sick leave to care for grandchild, provide option to request use of sick leave for other individuals, clarify when PSD will inquire about possible inappropriate use of sick leave, generalize language and align with PEA

7.1.1 Sick leave (Attendance) Incentive Program: moved from 7.13 – align with PEA

7.7 7.2 Bereavement Leave: moved from Section 7.7, allow use of personal or emergency leave

Section 7.10 7.3 Personal Leave: allow cash-out of up to 4 days each year at daily rate, cash-out up to 5 more days upon timely notice of retirement or resignation by March 1, allowed to donate/receive two days of personal leave.

7.4 Family and Medical Leave (FMLA): align with PEA 16.4, allow use of sick leave while on FMLA for care of newborn, adopted or foster child, now possible to use up to 18 weeks, parents still share entitlement under FMLA unless for own health condition

Section 7.5 Long-Term General Leave: align with PEA 16, expand rights to leave

7.6 Short-Term General Leaves of an Extraordinary Nature: align with PEA 16.6, expand

7.7 Pregnancy Disability/Adoption/Parental Leave: align with PEA 16.7, expand

7.7.2 Adoption/Parental Leave: incorporated from PEA 16.7.2

7.6 7.7Leave Sharing: allow shared leave while on FMLA to care for new child in home, allow access to employees on workers comp. restructure for greater clarity, align to current practice

7.8. Leave for Legal PurposesJury Duty/ Subpoena Leave: align with PEA, expand access

7.9 Public and Military Service Leave: New, brought in from PEA 16.10

Section 7.10 Fringe Benefits While on Leave: align with PEA 16.11, expand access

7.14.7.13. Domestic Violence Leave: correct error

ARTICLE IX - PROBATIONARY PERIOD, SENIORITY, BIDDING & DISPLACEMENT

9.4 Job Classifications: create bi-annual review of job descriptions and placement on salary schedule, other requests for review handled within labor management process

ARTICLE XII–INSURANCE: identify possibility of state benefits board for health care

ARTICLE XV - SCHOOL SAFETY

15.2 Prohibition of Weapons / Assaultive Behavior: moved assault portion to 3.7.5

15.3Assistance and Support: aligned with PEA 27.3, notification of disciplinary plans and administrative coverage when out of building, opportunities for training for employees working with potentially violent students

15.4 Removal From Class or Subject: new, from PEA 27.4, describe procedures for removing a disruptive student from class after reasonable attempts, to modify behavior unless emergency removal is necessary, identify ability to protect other staff from harm.

15.5 Disciplinary Standards: new, from PEA 27.5, include employees in discussion of building disciplinary protocols

2017-18 Salary:

  • Place LPN’s on Level 6 of 2016-17 PESPA Salary schedule, to the closest base pay step that would not create a decrease in the employee’s base step amount.
  • Drop Steps 1, 2 and 3
  • Modify longevity steps: $.40 @ 10 years, $0.40 0.70 at 12 years, and $0.60 1.00 @ 16 years
  • COLA + 5%

2018-19 Salary:

  • COLA + 2%
  • Modify longevity steps: $0.400.50 @ 10 years, $0.70 0.80 at 12 years, and $1.00 1.10 @ 16 years