Agreement Between
Board of Education
of the
Montebello Unified School District
and
Montebello Teachers Association

THIS AGREEMENT is made and entered into this first day of July, 2004 by and between the BOARD OF EDUCATION OF THE MONTEBELLO UNIFIED SCHOOL DISTRICT, hereinafter referred to as “District,” and the MONTEBELLO TEACHERS ASSOCIATION, hereinafter referred to as “Association.”

RECITALS:
WHEREAS, the District and the Association recognize the importance of providing quality education for the students of the Montebello Unified School District and that the character of such education depends predominantly upon the quality and morale of the teaching service; and

WHEREAS, the members of the teaching profession are particularly qualified to assist in formulating policies or programs designed to improve educational standards; and

WHEREAS, the District has a statutory obligation, pursuant to Division 4 of Title 1, Chapter 10.7, Sections 3540-3549 of the Government Code of the State of California, to reach agreement by written document with the exclusive representative of its teaching personnel, to wit: the Association; and

WHEREAS, the parties have reached certain understandings which they desire to confirm in this Agreement; and

In consideration of the following mutual covenants, it is hereby agreed as follows:

I. PREAMBLE
A. The articles and provisions contained herein constitute a bilateral and binding Agreement by and between the District and the Association, a chapter of the California Teachers Association and the National Education Association.

B. This Agreement is entered into pursuant to Division 4, Title 1, Chapter 10.7, Sections 3540-3549 of the Government Code of the State of California.

C. This Agreement shall remain in full force and effect from July 1, 2004 until June 30, 2007.

D. Either party may unilaterally reopen the contract for the school years 2006-2007 with the following conditions.
1. Wages Article XII, plus one article for each may be opened.
2. The Association is not contractually prohibited from striking post-factfinding.

II. RECOGNITION
A. The District recognizes the Association as the exclusive representative of all full time certificated employees under contract with the Montebello Unified School District and part time adult education teachers who are not management or supervisory. Additionally, the District recognizes the right of the Association to represent any Bargaining Unit member appointed to Extended Day, Summer School or other additional assignments covered by this Agreement. Any newly created positions or changes in current positions shall be jointly reviewed to determine their Bargaining Unit status.

B. The parties to this Agreement recognize that the duties and the work performed by the certificated employees in the Bargaining Unit described above shall be performed by the said certificated employees for the term of the Agreement.

III. DEFINITIONS

A. “Bargaining Unit member” refers to any certificated employee covered by the terms and provisions of this Agreement.

B. “Association” refers to the Montebello Teachers Association, a chapter of the California Teachers Association and the National Education Association.

C. “Board” refers to the Board of Education of the Montebello Unified School District or its designated representatives.

D. “District” refers to the Montebello Unified School District.

E. “Certificated Employee” refers to those employees covered by the terms and provisions of this Agreement as indicated in the Recognition provision.

F. “Classroom Teacher” refers to a Bargaining Unit member whose position is described under the job description of “Classroom Teacher” and/or who is assigned by the site administrator or his/her designee to an instructional setting for sixty (60%) percent of the standard teaching day (Includes RSP and Speech and Language Specialists).

G. “Support Personnel” refers to any Bargaining Unit member who is not a “Classroom Teacher” as defined above.

H. “Full time Adult Education (AE) and Regional Occupation Program (ROP) Assignment” refers to an eighteen (18) hour or more per week assignment in the District.

I. “Roving/Rotating Bargaining Unit member” in a year round school is one who has a change of room assignment when returning from an intersession during the school year.

J. “Day” refers to any work day a Bargaining Unit member is required to be in attendance.

K. “Professional Day” as defined in Hours and Assignments, Sections F and G.

L. “Participating Teacher” refers to a Referred Participating Teacher or a Voluntary Participating Teacher with permanent status who receives assistance to improve his or her instructional skills, classroom management, knowledge of subject, and/or related aspects of his or her teaching performance in the Peer Assistance and Review program.

M. “Referred Participating Teacher” refers to a classroom teacher with permanent status referred into the Peer Assistance and Review program through the evaluation process due to an indicated need of assistance.

N. “Voluntary Participating Teacher” refers to a classroom teacher with permanent status who decides to participate in the Peer Assistance and Review program through the process of self-referral

O. “Consulting Teacher” refers to a classroom teacher who has taught in a classroom setting for the past three (3) consecutive years, has had a minimum of five (5) years of classroom teaching in the District and has been selected, trained and assigned by the Joint Panel. All Beginning Teacher Support and Assessment Program Support Specialists shall be eligible to be Consulting Teachers beginning in 2000-2001.

P. “Joint Panel” refers to a panel composed of District and Association members who shall be responsible for selection, training, and assignment of Consulting Teachers.

Q. “Beginning Teacher” refers to a first or second year classroom teacher or other classroom teacher eligible to participate in the Beginning Teachers Support and Assessment program. The Beginning Teacher program is designed to meet the unique needs of the Pre-Intern, Beginning Teachers Support Assessment program, and other Beginning Teachers.

IV. HOURS AND ASSIGNMENTS
The following hours of service shall be observed by certificated personnel:

(1) Planning and preparing the instructional program.
(2) Keeping records.
(3) Researching curriculum needs.
(4) Conferring with administrators, support personnel and/or colleagues.
(5) Meeting in Committees.
(6) Any and all other activities that would help in improving the instructional program.

E. Staff Inservice Committee
In order to assure effective use of time in Section D which is used for inservice, each site’s Bargaining Unit members shall establish a Staff Inservice Committee which shall include staff-elected Bargaining Unit members. The Staff Inservice Committee shall advise and be consulted prior to all site inservice/staff development activities and the selection of all staff development days which are not specified in this Agreement.

F. Teaching and Preparation Time

1. The Board Day shall be seven (7) hours and fifteen (15) minutes. Within the confines of the Board Day, the remaining minutes beyond the standard teaching day (exclusive of lunch, recess and nutrition) shall be interpreted as preparation time. K-12 teachers shall be on the school site seven (7) minutes prior to the start of their first class. All other preparation time need not occur at the school site providing the site administrator or his/her designee has not directed the individual Bargaining Unit member or the staff under Hours and Assignments, Sections D, F, or G. (This will be recognized as the teacher “Professional Day.”)

6. Bargaining Unit members who have been assigned to a primary language setting shall have the opportunity to request to be assigned to a non-primary language setting, and they shall be interviewed and considered in filling available positions. When a Bargaining Unit member requests a transfer, the Bargaining Unit member’s current principal does not have veto power over the transfer.

J. Parent Conferences
All parental requests for parent conferences shall be honored (K-12). When a conference which is not regularly scheduled is requested by a site administrator, the Bargaining Unit member shall be notified a minimum of one (1) day in advance except in those situations when a delay in the conference will result in great personal hardship to the student and/or parent/guardian. In such cases the site administrator or the administrative designee shall notify the Bargaining Unit member with respect to the reasons for the conference. These emergency requests shall be honored within the Board Day without interrupting instruction unless the Bargaining Unit member has a prior commitment to a District related responsibility or is unable to meet due to illness.

The Bargaining Unit member may request the presence of a designee of the site administrator in the event that there is reason to suspect that a difficult situation may exist. Such a request shall be honored.
1. Bargaining Unit members are encouraged to conference with parents or guardians of their students regarding individual progress during the school year.
2. Head Start Teacher-Bargaining Unit member will conduct home visits and inform administrator of dates, times, and location of home visits. An administrator shall be available during these home visits for immediate telephone contact.
3. K-4 Settings - Bargaining Unit member shall schedule and attempt to conference with parents/guardians of all students who are assigned to their classrooms, at least twice during the year.
4. 5-8 Settings - Bargaining Unit members shall schedule and attempt to conference with a minimum of thirty (30) parents or guardians of students assigned to their classrooms during the fall conference period. During the second conference period, Bargaining Unit members shall schedule and attempt to conference parents/ guardians of students with whom they have not had contact since the fall conference and whom they have identified as having specific needs relating to school progress.
5. K-8 Settings - Parent conference reports - The Bargaining Unit member shall provide the site administrator with his/her projected conference schedule and summary of results which shall include but not be limited to the following:

6. 9-12 Settings - Through computer services, Bargaining Unit members will generate communications to parent(s)/guardian(s) regarding students who receive a grade of “D” or lower or who are in danger of failing at the nine (9) week and twenty-eight (28) week grading periods. These communications will request that a parent conference take place and provide parent(s)/guardian(s) with the ability to request the scheduling of a conference. All affirmative responses by parent(s)/guardian(s) will be honored.
7. To meet the needs of parent conferences in this section, the standard teaching days during parent conferencing periods in K-4 settings shall be reduced by no less than six hundred fifty (650) minutes for the school year. The standard teaching day in each 5-8 setting shall be reduced by no less than five hundred sixty (560) minutes for the school year.

K. Tandem Teaching
Tandem teaching assignments (two [2] people sharing one [1] full-time teaching assignment) shall be considered as a single teaching assignment for the purposes of determining contractual obligations and employment conditions. These assignments are not to be construed as being part-time or as having any relationship to or effect upon part-time positions and the rights and obligations of people in such positions under the terms of this contract. Tandem positions are unique and not to be seen as establishing any precedent relative to rights or obligations otherwise authorized by this contract.
1. Tandem teaching assignments shall be with the mutual consent of the site administrator and the teachers involved.
2. A written plan for a tandem teaching assignment shall be presented to the site administrator for approval and referred to the Human Resources office for final approval.
3. Tandem teachers shall be paid at their regular per diem rate of pay and shall be entitled to all health, dental, vision, and life insurance benefits in the same proportion that their assignment bears to a full year’s assignment.
4. Tandem teachers shall be entitled to all leave provisions in the contract in the same proportion that their assignment bears to a full year’s assignment.
5. Tandem teachers shall be entitled to all rights, protections, and benefits set forth in this Agreement that are afforded to all Bargaining Unit members.
6. Tandem teachers shall receive one (1) step increase upon the accumulation of each one (1) full time equivalent year.

L. Summer School Personnel
The following regulations are established governing employment and assignment of summer school personnel:
1. Regular Bargaining Unit members in the Montebello Unified School District shall be given preference in summer teaching appointments.
2. Assignments shall be made from those Bargaining Unit members who have an application on file with the Assistant Superintendent, Human Resources.
3. Bargaining Unit members assigned shall be expected to complete their assignments unless, due to decrease in enrollments, it becomes necessary to discontinue classes.
4. Bargaining Unit member assignments will be made by the Assistant Superintendent, Human Resources, and the best interests of the students will be a major consideration in all teaching appointments.
5. The Human Resources division shall send a notification concerning summer school application procedures to each school in the Montebello Unified School District. Bargaining Unit members shall have a period of at least two (2) weeks in which to make formal application for summer school employment to the Human Resources Office.
6. The decision as to which Bargaining Unit members are selected for summer school employment shall rest with the summer school building principals with approval of the Assistant Superintendent, Human Resources. In making these decisions, the principals shall take into consideration the following criteria as determined by the application form and individual interview:

M. Room Assignments
1. Bargaining Unit members being assigned to more than three (3) different room assignments per day (except for physical education and assignments which require specialized settings) may request the administration and the department(s) to confer and explore other options including, whenever possible, the choice of the preparation time/period.
2. Site Administration shall include consideration of proximity and set-up when making multiple room assignments.

IV. B SUPPORT PERSONNEL
Unless otherwise stated, the total Contract shall be applicable to Support Personnel with the following additions.

A. Support personnel who serve multiple schools shall not be required to exceed time allocation in Hours and Assignments, Section D.

B. Resource Specialist Program and Special Class Teachers shall be assigned to sites based upon State Code requirements. Sites shall be encouraged to use Montebello Unified School District’s special education resources.

C. Each school site shall have a designated translator who is accessible to support staff as well as other Bargaining Unit members at the site.

D. Support staff personnel who serve both year round and non-year round schools shall adhere to the site calendar in which the majority of their time is spent.

E. Support Personnel shall not be required to work beyond the Board Day to complete their regular assignment as a result of being assigned temporarily to a classroom.

F. Whenever possible, the District will avoid utilizing Support Personnel for substitution assignments.

G. The District shall consider formulas developed by professional organizations (such as California School Nurse Organization, California Association of School Psychologists, etc.) in the staffing of school sites.

V. ADULT EDUCATION
A. Definitions
1. “Full-Time Bargaining Unit members” are those with regular assignments of eighteen (18) hours or more per week.
2. “Temporary Bargaining Unit members” are those with regular assignments of less than eighteen (18) hours per week.

B. Hours of Service
1. All Bargaining Unit members are expected to adhere to the assigned hours. Any deviation from the schedule must have prior approval of the appropriate administrator.
2. All Bargaining Unit members will be required to attend not more than two (2) meetings per semester of not more than one and one-half (1 1/2) hours each. This provision shall exclude full-time adult education Bargaining Unit members who teach on a high school site during the regular 9-12 school day.
3. All full-time Bargaining Unit members contracted for Adult Education for instructing 9-12 pupils on a 9-12 site, who have been assigned six (6) periods, shall have one of those periods for preparation. By mutual consent, any Bargaining Unit member may be given an additional regular teaching assignment during the preparation period and shall be compensated at one-sixth (1/6) their annual or appropriate hourly rate of pay, whichever applies.
4. The work year of all full-time adult education teachers, who teach five (5) periods and who are assigned to a high school site during the regular 9 to 12 school day, shall correspond to the high school teachers’ work year. (Hours and Assignments, Sections A-H).

C. Grievance Procedures
The procedures as outlined in Grievance Procedures will apply to all Bargaining Unit members.

D. Wages
1. Except as otherwise provided in Section F below, all Adult Education Bargaining Unit members shall be placed on the salary schedule listed below. Bargaining Unit members are entitled to master’s degree and anniversary increments. The salary schedule is developed on a 1:1.330 ratio in six (6) steps.

INDICES
STEP
1. 1.00000
2. 1.05500
3. 1.11000
4. 1.22000
5. 1.27500
6. 1.33000

Average Number of Hours Worked Daily x K-12 Daily Substitute Rate
6
5. Difference Pay - Full time Adult Education Bargaining Unit members in other than K-12 assignments shall receive one hundred (100) days of difference pay at fifty-five (55%) percent of their regular hourly rate under the same conditions as K-12 teachers. The one hundred (100) working days at difference pay shall not apply to extended day activities or non-contract duties such as teaching driver training. A Bargaining Unit member who uses any portion of the days herein provided during one (1) school year shall be limited to the balance of the unused days thereafter for the same illness when the leave is continuous. The “same illness” shall be determined by the Bargaining Unit member’s attending physician. The Board reserves the right to require independent medical verification of such determination.
H. Tenure
To qualify for tenure, the Bargaining Unit member, during each of the two (2) probationary years, must work a minimum of eighteen (18) hours per week and teach at least seventy five (75%) percent of the individual teacher’s assigned teaching days. Tenure will be granted after two (2) years of successful teaching for the average number of hours worked during the two (2) probationary years and in subject or subjects taught during that period. Summer session is not included.

I. Evaluation Procedures
Procedures in Appendix “B” will apply to full-time Bargaining Unit members.

VI. ROP
A. Definitions
1. “Full-Time Bargaining Unit members” are those with regular assignments of eighteen (18) hours or more per week.

B. Hours of Service
1. All Bargaining Unit members are expected to adhere to the assigned hours. Any deviation from the schedule must have prior approval of the appropriate administrator.
2. All Bargaining Unit members will be required to attend not more than two (2) meetings per semester of not more than one and one-half (1 1/2) hours each.
3. All full-time Bargaining Unit members contracted for ROP for instructing 9-12 pupils on a 9-12 site, who have been assigned six (6) periods, shall have one of those periods for preparation. By mutual consent of the Bargaining Unit member and the Director, Career Vocational Education, any Bargaining Unit member may be given an additional regular teaching assignment during the preparation period and shall be compensated at one-sixth (1/6) their annual or appropriate hourly rate of pay, whichever applies.
4. The work year of all full-time ROP teachers, who teach five (5) periods and who are assigned to a high school site during the regular 9 to 12 school day, shall correspond to the high school teachers’ work year. (Hours and Assignments, Sections A-H).

C. Grievance Procedures
The procedures as outlined in Grievance Procedures will apply to all Bargaining Unit members.

D. Wages
1. Except as otherwise provided in section F below, all full-time ROP Bargaining Unit members shall be placed on a three-step salary schedule including master’s degree and anniversary increments as follows:
Step I All Bargaining Unit members who have completed one (1) year of a regular assignment with the Montebello Unified School District ROP.
Step II All Bargaining Unit members who have completed at least two (2) years of a regular assignment with the Montebello Unified School District ROP.
Step III All Bargaining Unit members who have completed at least three (3) years of a regular assignment with the Montebello Unified School District ROP.
2. The master’s degree increment and anniversary increment shall be granted to all full-time ROP Bargaining Unit members and shall be comparable to those granted to K-12 Bargaining Unit members.
3. Bargaining Unit members must work sixty (60%) percent of their assigned hours for a full school year to qualify for advancement on the salary schedule.
4. Substitutes will be paid the hourly ROP rate.
5. All full-time Bargaining Unit members contracted for ROP instruction of 9-12 pupils on a 9-12 site will be placed on the appropriate certificated salary schedule for which they qualify and shall be eligible for all contractual benefits. All full-time ROP Bargaining Unit members, who are eligible to be on the K-12 salary schedule, who have a regular assignment of five (5) periods and an equivalent preparation period at a high school site, shall be placed on the Adult Education or K-12 salary schedule, whichever is greater. One year of such service qualifies the Bargaining Unit member for a one (1) step advancement on either schedule interchangeably.
6. All full-time ROP Bargaining Unit members shall receive wages in ten (10) equal warrants.
7. Full-time ROP Bargaining Unit members shall be paid for Thanksgiving Day and Washington Day.

E. Transfer/Reassignment Policy
All of Transfer and Reassignment Policy of the contract will apply to full-time Bargaining Unit members with the following conditions:
1. Tentative vacancies will be posted in the ROP Offices.
2. Requests for transfer should be sent to the Director, Career Vocational Education.
3. Requests for summer assignments shall be made in writing to the Director, Career Vocational Education.
4. Provisions of Transfer and Reassignment Policy do not apply to temporary Bargaining Unit members but consideration will be given to all requests for transfer, vacancies and summer school employment.

F. Health and Welfare Benefits
All of Health and Welfare Benefits applies to full time Bargaining Unit members. If a full time Bargaining Unit member’s ROP assignment falls below eighteen (18) hours per week, benefits will cease on the first (1st) day of the month following the reduction.

G. Leave Policy
It shall be the policy of the Board of Education to consider individually, requests for leave of absence for purposes other than military service, pregnancy, or for health reasons. Requests for leave for health reasons shall be upon verification of a physician’s recommendation.
1. All full-time ROP Bargaining Unit members shall have full leave benefits as described in Leave Policy.
2. Full-time ROP Bargaining Unit members, serving in a regular hourly position requiring certification, shall be entitled to benefits under illness leave on the basis of receiving one (1) hour’s leave for each twenty (20) hours of pay expected to be received by June 30 of each school year. If such Bargaining Unit member does not take the full amount of leave allowed in any school year under this section, the amount not taken shall be accumulated from year to year to an indefinite number of hours.
Leave benefits become effective with the assignment of a Bargaining Unit member and are based upon that assignment. Leave shall be paid in accordance with class hours as approved by the Director, Career Vocational Education who shall determine that the class is continuing under a substitute’s direction or would have been continued had not the instructor been taken ill.
3. Full-time ROP Bargaining Unit members may, at their option, sell back and be paid for any unused sick leave days for that year at the end of each school year. Payment will be made at the daily rate paid to K-12 substitutes in the Montebello Unified School District according to the following formula:

Average Number of Hours Worked Daily x K-12 Daily Substitute Rate
6

4. Difference Pay - Full-time ROP Bargaining Unit members in other than K-12 assignments shall receive one hundred (100) days of difference pay at fifty-five (55%) percent of their regular hourly rate under the same conditions as K-12 teachers. The one hundred (100) working days at difference pay shall not apply to extended day activities or non-contract duties such as teaching driver training. A Bargaining Unit member who uses any portion of the days herein provided during one (1) school year shall be limited to the balance of the unused days thereafter for the same illness when the leave is continuous. The “same illness” shall be determined by the Bargaining Unit member’s attending physician. The Board reserves the right to require independent medical verification of such determination.

H. Evaluation Procedures
Procedures in Appendix “B” will apply to full-time Bargaining Unit members.

VII. CLASS SIZE/FACILITIES PLANNING
A. Intent
The Board and the Association believe that the goal of the District is to program a reasonable number of students into each class. Oversize classes are a detriment to learning and should be avoided whenever possible. In pursuit of this goal, site administrators shall take into consideration the number of functioning work stations available within a classroom prior to the assignment of students into that classroom.

B. Student-Teacher Staffing Formulas

f. Committees will establish their own operating procedures.

VIII. YEAR ROUND SCHOOLS
A. The beginning date of year round schools shall be July 1. If increased enrollment necessitates the addition of other year round schools, Bargaining Unit members in the schools to be designated shall be provided the same opportunity to transfer to a non-year round school when openings are available as was previously permitted. The District and the Association agree to negotiate and reach an agreement on all mandatory terms and conditions affecting Bargaining Unit members.

B. For Year Round School Calendar, see Appendix “A”.

C. For the term of the contract, an involuntary transfer to a different track shall be applicable to Transfer and Reassignment Policy Track assignments and notification for the following school year shall be completed prior to May 1. In the event that a change occurs which necessitates an involuntary transfer of a Bargaining Unit member to a different track after the May 1 notification, the procedure outlined in Article XIII, Section D 2 c shall apply. Bargaining Unit members at a site shall be provided first consideration for an opening at that site for a different track for the subsequent school year.

Should it become necessary to transfer a Bargaining Unit member(s) to a different track, the primary consideration in making such a change shall be program needs at the school(s) concerned. The criteria for establishing the staffing needs for the school(s) program may also include, but not be limited to:
1. Teacher seniority
2. Credentialing requirements
3. Experience in teaching specific subject areas

After consideration of the above criteria, a conference shall be held with the Bargaining Unit member. A written summary outlining the specific reasons for the decision covered in the conference will be provided the Bargaining Unit member upon request. The Bargaining Unit member may request a transfer to another school and shall be given first consideration for the transfer request if a track change occurs.

D. Under Hours and Assignments, Section D will be adjusted to reflect an equivalent number of hours assigned to Bargaining Unit members in non-year round schools.

4. Special consideration will be made to avoid Roving/Rotating Unit members in kindergarten or first grade settings.

F. At the end of each school year, Bargaining Unit members seeking a voluntary transfer to a non-year round school shall be given first consideration for the transfer requests.

G. Support staff personnel in year round programs shall be at a daily level per student, no less than what is offered in the traditional program. A conference with the affected member and the site administrator shall be held to determine support staff’s annual assignment. Whenever possible, support staff’s annual assignment shall be by mutual consent as a normal procedure. An involuntary assignment shall be applicable to Transfer and Reassignment Policy. Assignments and notification for the following school year shall be completed prior to May 15.

H. Bargaining Unit members shall be eligible for unpaid leaves of absence for up to one (1) session of track assignment (as provided for in Leave Policy, Section W). Leave requests must be submitted at least four (4) weeks prior to the first day of leave.

I. A Bargaining Unit member may have the flexibility to extend his/her intersession by providing for coverage with another year round Bargaining Unit member. This should be verified in writing by the Bargaining Unit member and approved by the site administrator. Written justification of a denial shall be given to the Bargaining Unit member by the site administrator.

J. The District encourages Bargaining Unit members to apply for substitute teaching assignments. Should the Human Resources Office intend to remove a Bargaining Unit member from substitute availability, the Human Resources Office will notify the Bargaining Unit member. Upon request, a conference will be held with the affected Bargaining Unit member prior to removal. A written summary outlining the specific reasons for the decision will be provided upon request. Nothing in this provision negates or restricts the District rights under E. C. 44953.

K. The District shall agree to give a minimum of one (1) year prior notice to all year round school Bargaining Unit members should the elimination of year round schools occur. In the event that one (1) year prior notice is not possible, the District shall maintain the twelve (12) calendar months pay period for one (1) year following such change, at Bargaining Unit member’s request. If a configuration other than “traditional schools” were to be implemented, the District and the Association shall negotiate and reach agreement on all mandatory terms and conditions affecting Bargaining Unit members.

L. If a Bargaining Unit member is involved in a transfer from a year round school to a non-year round school, the District shall maintain the twelve (12) calendar month pay period for one (1) full school year following such change, at the Bargaining Unit member’s request. The District shall notify the Bargaining Unit member in writing of the transfer and the pay warrant options as soon as practicable. If the transfer takes place anytime after July 1, this contract provision calling for twelve (12) equal checks will not apply, so that all pay must be made by June 30 of that school year.

M. Each year round school staff shall develop a plan for communicating with off-track Bargaining Unit members. The site administrator shall implement the plan. The site administrator will publish in his/her normal written communication, a list of those teachers who will be assigned Roving/Rotating and Intersession assignments and the rooms they will occupy when the site administrator schedules such assignments.

IX. NON-PERMANENT CERTIFICATED EMPLOYEES

IX. A. TEMPORARY CONTRACT TEACHERS

A. Definitions:
1. School Year: At least seventy-five (75%) percent of the number of required service days for the position for such school year.
2. Vacant Position: A position in which the Bargaining Unit member is qualified to serve and which is not filled by a permanent or probationary Bargaining Unit member. It shall not include a position which would be filled by a permanent or probationary Bargaining Unit member, except for the fact that such a Bargaining Unit member is on leave of absence or position leave.

B. Any person employed for one (1) complete school year as a temporary unit member shall, if reemployed for the following school year in a vacant position requiring certification qualifications, be classified as a probationary unit member and the previous year’s employment as a temporary unit member shall be deemed one (1) year’s employment as a probationary unit member for purposes of acquiring permanent status.

The decision as to which temporary Bargaining Unit members are selected for re-employment as probationary Bargaining Unit members shall rest with the Assistant Superintendent, Human Resources. The criteria for making selections shall include but not be limited to the following:
1. The program and educational needs of the District as a whole.
2. The program and educational needs of individual school programs.
3. The quality of performance evaluations.
4. Credentialing requirements.
5. Bargaining Unit member’s subject areas of competence.
6. Bargaining Unit member’s length of in-district service under contract.
7. Balance of district teaching staff in terms of race, ethnicity and sex.

C. By November 1 of each year, adjustments in the number of temporary contract/probationary positions shall be established.

D. Temporary contract Bargaining Unit members, who are not hired at the conclusion of the school year, will be provided the opportunity to personally pay to the District two (2) months insurance premiums for the district insurance coverage. If the individual temporary contract Bargaining Unit member is re-hired the subsequent year, the two (2) monthly premium payments will be returned to the individual.

E. A one (1) semester, full-time assignment, temporary contract Bargaining Unit member shall have full health and welfare benefits for that semester.

IX. B. PROBATIONARY TEACHERS
The District recognizes that probationary teachers are accorded specific due process rights pursuant to the Education Code, and will continue to recognize those rights.

X. ORGANIZATIONAL SECURITY
A. The Board and the Association recognize the right of employees to form, join, and participate in activities of employee organizations.

B. Any employee who is a member of the Association, or who has applied for membership, may sign and deliver to the District an assignment authorizing deduction of unified membership dues in the Association. Such authorization shall continue in effect from year to year unless revoked in writing. Pursuant to such authorization, the District shall deduct one-tenth (1/10) of such dues from the regular salary check of the Bargaining Unit member each month for ten (10) months. Deductions for Bargaining Unit members who sign such authorization after the commencement of the school year shall be appropriately prorated to complete payments by the end of the school year. Association members who currently have authorization cards on file for the above purpose need not be re-solicited.

C. Any employee covered by the terms of this Agreement, who is not a member of the Association, shall pay to the Association a representational fee or authorize a payroll deduction for such payment as a condition of continued employment. The amount of the representational fee shall be established by the Association no later than August 1 immediately preceding the commencement of the school year. In no case shall the amount of the representational fee exceed the combined dues paid by regular members of the Association. There shall be no charge to the Association for such mandatory agency fee deduction. For those employees who have not within thirty (30) days of commencement of employment authorized a payroll deduction for payment to the Association of the membership fee or representational fee, the District shall immediately begin automatic payroll deduction of the representational fee.

D. Any Bargaining Unit member who is a member of a religious group whose beliefs prohibit joining an employee organization or paying a representational fee to such an organization shall demonstrate such membership and beliefs to the Representational Fee Appeals Panel to be established by the Association. A member desiring to be exempt from joining the Association or paying the representational fee shall file a claim of exemption with the Association.
Any Bargaining Unit member who is deemed qualified by the panel as a religious objector shall not be required to join or financially support the Association as a condition of employment; such Bargaining Unit member shall pay, in lieu of an agency fee, a sum equal to such agency fee to one of the following non-religious, non-labor organization, charitable organizations exempt from taxation under Section 501(c)(3) of Title 26 of the Internal Revenue Code:

To receive a religious exemption, the Bargaining Unit member must submit a detailed written statement establishing the basis for the religious exemption to the panel. If accepted, payment shall be made on or before the due date for cash dues/fees for each school year to one of the above charities. Proof of payment shall be made on an annual basis to the Association and District as a condition of continued exemption from the payment of the agency fee. Proof of payment shall be in the form of receipts and/or cancelled checks indicating the amount paid, date of payment, and to whom payment in lieu of the agency fee has been made. No in-kind services may be received for payments, nor may the payment be in a form other than money, such as the donation of used items. Such proof shall be presented on or before the due date for cash dues/fees for each school year.

E. With respect to all sums deducted by the District pursuant to authorization of the employee, whether for membership dues or representational fees, the District agrees promptly to remit such monies to the Montebello Teachers Association and to send to the Association monthly an alphabetical list of Bargaining Unit members for whom such deductions have been made, indicating the amount of the deduction and indicating any changes in personnel from the list previously furnished.

F. The Association agrees to furnish any information needed by the District to fulfill the provisions of this Article.

G. The District shall be responsible for ensuring compliance with Sections C-D. The Association shall notify the District of delinquencies in the payment of money for Association dues (dues paid directly to the Association by members), or representational fees. The District shall implement payroll deduction for the annual fees, pro-rated into equal installments, for the remaining payroll deduction periods within thirty (30) days after the Association notifies the District in writing that an employee has violated the organizational security provisions of this Article and the Association requests payroll deductions to be initiated.

H. The Association agrees to pay for all reasonable fees and costs and further agrees to indemnify and hold the District harmless from any and all claims, demands, settlements, judgments, or any other costs arising from the provisions of this Article.

I. The District agrees to forward the names of all Bargaining Unit members with five (5) years or more experience in the Bargaining Unit who become administrators, within thirty (30) days of the change of status.

XI. GRIEVANCE PROCEDURES
A. Definitions
1. A “grievance” is a claim by one or more Bargaining Unit members that there has been a violation, misinterpretation or misapplication of a provision of this Agreement.
2. A “grievant” is a person or persons filing a grievance.
3. A “day” is any day during which Bargaining Unit members are required to be in attendance.
4. “Immediate Administrator” is the administrator having immediate jurisdiction over the employee who is filing the grievance. In the event that an employee reports to more than one administrator, the school site administrator is the immediate administrator.

B. Purpose
1. Most grievances arise from misunderstandings or disputes which should be settled promptly and satisfactorily on an informal basis at the immediate administrative level. The employer and employee organization agree that every effort will be made by management and the grievant to settle grievances at the lowest possible level. Inasmuch as dissatisfactions and disagreements arise among people in any work situation, the filing of a grievance shall not be construed as reflecting unfavorably upon an employee’s good standing. Employees, employee representatives and all other persons involved in the presentation of a grievance will be free from restraint, interference, coercion, discrimination or reprisal.
2. Any employee may present grievances relating to a contract dispute to his employer and have such grievances adjusted without the intervention of the employee organization as long as the adjustment is not inconsistent with the terms of this Agreement.
3. Failure by the administration to adhere to decision deadlines shall mean that the administration finds in favor of the aggrieved person. Failure of the employee to adhere to the submission deadlines shall mean that the employee is satisfied with the latest decision and waives any right to further appeal. However, nothing prevents the parties from extending the dates by mutual agreement.
4. In the event a grievance is filed at such a time that it cannot be processed through all the steps in this grievance procedure by the end of the school year and, if left unresolved until the beginning of the following school year, could result in harm to the grievant, the time limits set forth herein may be reduced by mutual consent so that the procedure may be exhausted prior to the end of the school year or as soon as is practicable.

D. Rights to Representation
1. No party to a grievance shall take any reprisals against any other party to the grievance.
2. A Bargaining Unit member may be represented at any level of the grievance procedure by himself/herself or, at his/her option, by a representative selected by the Association. After Level 2 the grievant must have the concurrence of the Association to proceed to Level 3. If a Bargaining Unit member is not represented by the Association or its representative, the Association shall have the right to be in an observer role. The grievant and the administrator, who is a party to the grievance, shall be in attendance at each level of the grievance, whenever possible.

E. Miscellaneous
1. If a grievance arises from action or inaction on the part of a member of the administration at a level above the principal, the aggrieved person shall submit such grievance in writing to the Superintendent and the Association directly, and the processing of such grievance will be commenced at Level 2. All procedures heretofore indicated shall be adhered to.
2. Decision rendered at Level 1 and 2 of the grievance procedure will be transmitted in writing to the Association. Time limits for appeal provided in each level shall begin the day following receipt of written decision by the parties in interest.
3. When it is necessary for a representative designated by the Association to investigate an alleged violation, misinterpretation or misapplication of a provision or provisions of this Agreement, he /she will, upon written notice to the Superintendent or his designee, be released without loss of pay for a reasonable length of time. The notice for release time must be made at least one day in advance. The Association shall be required to pay the cost of the representative’s substitute. The representative will have the right to visit the appropriate District sites and confer with the appropriate District employees covered by the provisions of this Agreement, during their student free time. The Association representative handling a disciplinary procedure shall be released according to this provision without loss of pay or cost to the Association.
4. All documents dealing with the processing of a grievance shall be filed separately from the personnel files of the participants.
5. Forms for filing grievances, serving notices, taking appeals, making reports and recommendations and other necessary documents will be prepared jointly by representatives of the District and the Association.
6. Until final disposition of a grievance takes place, the grievant is required to conform to the original direction of his/her immediate administrator.

XII. WAGES

A. The salary compensation for Bargaining Unit members for each school year during the term of this Agreement shall be the following:
1. 2.16188:1 ratio as per Section C-Salary Index with a fourteen (14) step - six and a half (6.5) column salary schedule.
2. Salary Schedules and Hourly Rates

C. 2005-2006 SALARY SCHEDULE A—10 MONTH CLASSROOM TEACHERS

CLASS B CLASS C CLASS D CLASS E CLASS F CLASS X
BA BA + 30 BA + 45 BA + 60 BA + 75 BA + 90
or incl. MA
BA + or Doctorate
Prelim., Clear or equivalent Credential
or
MA
STEP STEP
1 36,780 39,400 42,020 44,640 47,260 48,570 1
2 38,800 41,420 44,040 46,660 49,290 50,600 2
3 40,830 43,450 46,070 48,690 51,310 52,620 3
4 44,870 47,490 50,110 52,730 55,350 56,660 4
5 46,890 49,520 52,140 54,760 57,380 58,690 5
6 48,920 51,540 54,160 56,780 59,400 60,710 6
7 50,940 53,560 56,180 58,800 61,420 62,730 7
8 52,960 55,580 58,200 60,820 63,450 64,760 8
9 54,990 57,610 60,230 62,850 65,470 66,780 9
10 57,010 59,630 62,250 64,870 67,490 68,800 10
11 - 61,650 64,270 66,890 69,510 70,820 11
12 - - 66,300 68,920 71,540 72,850 12
13 - - - 70,940 73,560 74,870 13
14 - - - - 75,580 76,890 14
TOP STEP +
16 YEARS ($1600) 58,610 63,250 67,900 72,540 77,180 78,490
20 YEARS ($2400) 59,410 64,050 68,700 73,340 77,980 79,290
25 YEARS ($3200) 60,210 64,850 69,500 74,140 78,780 80,090
30 YEARS ($6000) 63,010 67,650 72,300 76,940 81,580 82,890


Schedule A and L Salary Index

INDICES

STEP STEP
CLASS B CLASS C CLASS D CLASS E CLASS F CLASS X
1 1 1.07125 1.1425 1.21375 1.285 1.32063 1
2 1.055 1.12625 1.1975 1.26875 1.34 1.37563 2
3 1.11 1.18125 1.2525 1.32375 1.395 1.43063 3 4 1.22 1.29125 1.3625 1.43375 1.505 1.54063 4
5 1.275 1.34625 1.4175 1.48875 1.56 1.59563 5
6 1.33 1.40125 1.4725 1.54375 1.615 1.65063 6
7 1.385 1.45625 1.5275 1.59875 1.67 1.70563 7
8 1.44 1.51125 1.5825 1.65375 1.725 1.76063 8
9 1.495 1.56625 1.6375 1.70875 1.78 1.81563 9
10 1.55 1.62125 1.6925 1.76375 1.835 1.87063 10
11 - 1.67625 1.7475 1.81875 1.89 1.92563 11
12 - - 1.8025 1.87375 1.945 1.98063 12
13 - - - 1.92875 2 2.03563 13
14 - - - - 2.055 2.09063 14

MTA SALARY SCHEDULE L—12 MONTH TEACHERS—FOR 2005/2006

CLASS B CLASS C CLASS D CLASS E CLASS F CLASS X
BA BA + 30 BA + 45 BA + 60 BA + 75 BA + 90
or incl. MA
BA + or Doctorate
Prelim., Clear or equivalent Credential
or MA
STEP STEP
ANNUAL SALARY
12 WARRANTS @
1 36,780.00 39,400.00 42,020.00 44,640.00 47,260.00 48,570.00 1
3,065.00 3,283.33 3,501.67 3,720.00 3,938.33 4,047.50

2 38,800.00 41,420.00 44,040.00 46,660.00 49,290.00 50,600.00 2
3,233.33 3,451.67 3,670.00 3,888.33 4,107.50 4,216.67

3 40,830.00 43,450.00 46,070.00 48,690.00 51,310.00 52,620.00 3
3,402.50 3,620.85 3,839.17 4,057.50 4,275.83 4,385.00

4 44,870.00 47,490.00 50,110.00 52,730.00 55,350.00 56,660.00 4
3,739.17 3,957.50 4,175.83 4,394.17 4,612.50 4,721.67

5 46,890.00 49,520.00 52,140.00 54,760.00 57,380.00 58,690.00 5
3,907.50 4,126.67 4,345.00 4,563.33 4,781.67 4,890.83

6 48,920.00 51,540.00 54,160.00 56,780.00 59,400.00 60,710.00 6
4,076.67 4,295.00 4,513.33 4,731.67 4,950.00 5,059.17

7 50,940.00 53,560.00 56,180.00 58,800.00 61,420.00 62,730.00 7
4,245.00 4,463.33 4,681.67 4,900.00 5,118.33 5,227.50

8 52,960.00 55,580.00 58,200.00 60,820.00 63,450.00 64,760.00 8
4,413.33 4,631.67 4,850.00 5,068.33 5,287.50 5,396.67

9 54,990.00 57,610.00 60,230.00 62,850.00 65,470.00 66,780.00 9
4,582.50 4,800.83 5,019.17 5,237.50 5,455.83 5,565.00

10 57,010.00 59,630.00 62,250.00 64,870.00 67,490.00 68,800.00 10
4,750.83 4,969.17 5,187.50 5,405.83 5,624.17 5,733.33

11 - 61,650.00 64,270.00 66,890.00 69,510.00 70,820.00 11
- 5,137.50 5,355.83 5,574.17 5,792.50 5,901.67

12 - - 66,300.00 68,920.00 71,540.00 72,850.00 12
- - 5,525.00 5,743.33 5,961.67 6,070.83

13 - - - 70,940.00 73,560.00 74,870.00 13
- - - 5,911.67 6,130.00 6,239.17

14 - - - - 75,580.00 76,890.00 14
- - - - 6,298.33 6,407.50
TOP STEP +
16 YEARS ($1600) 58,610.00 63,250.00 67,900.00 72,540.00 77,180.00 78,490.00
4,884.17 5,270.83 5,658.33 6,045.00 6,498.33 6,540.83

20 YEARS ($2400) 59,410.00 64,050.00 68,700.00 73,340.00 77,980.00 79,290.00
4,950.83 5,337.50 5,725.00 6,111.67 6,498.33 6,607.50

25 YEARS ($3200) 60,210.00 64,850.00 69,500.00 74,140.00 78,780.00 80,090.00
5,017.50 5,404.17 5,791.67 6,178.33 6,565.00 6,674.17

30 YEARS ($6000) 63,010.00 67,650.00 72,300.00 76,940.00 81,580.00 82,890.00
5,250.83 5,637.50 6,025.00 6,411.67 6,798.33 6,907.50

D. Salary Placement and Qualification
1. Class B:
Teachers, librarians/media-specialists, counselors, and school nurses who have a Bachelor’s degree.
2. Class C:
Teachers, librarians/media-specialists, counselors, and school nurses who have a Bachelor’s degree, plus thirty (30) semester units. A quarter unit is equal to two-thirds (2/3) of a semester unit.
3. Class D:
Teachers, librarians/media-specialists, counselors, and school nurses who have: (1) Master’s degree; or, (2) a Bachelor’s degree, plus forty five (45) semester units; or, (3) a Bachelor’s degree plus a preliminary, clear or equivalent credential. A quarter unit is equal to two-thirds (2/3) of a semester unit.
4. Class E:
Teachers, librarians/media-specialists, counselors, and school nurses who have a Bachelor’s degree, plus sixty (60) semester units. A quarter unit is equal to two-thirds (2/3) of a semester unit.
5. Class F:
Teachers, librarians/media-specialists, counselors, and school nurses who have a Bachelor’s degree plus
seventy-five (75) semester units. A quarter unit is equal to two-thirds (2/3) of a semester unit. Ten (10) semester units may be District Salary Credits.
6. Class X:
Teachers, librarians/media-specialists, counselors, and school nurses who have a Bachelor’s degree plus ninety (90) semester units including a Master’s degree or Doctorate. A quarter unit is equal to two-thirds (2/3) of a semester unit. Twenty (20) semester units may be District Salary Credits.
7. Prior Experience Credit:
Beginning July 1, 2000, one step for a full year of (K-12) public school teaching experience to a maximum of nine (9) years will be granted. The nine (9) years prior experience credit allowance shall not be retroactive. To qualify for credit, service rendered must have been seventy-five percent (75%) of the teaching days included in the academic year in question. Fractional years are not combined to qualify as one (1) year. Commencing July 1, 2000, one step for a full year of practical nursing experience, and/or higher education instructional experience, to a maximum of nine (9) years, will be granted for school nurses. Beginning July 1, 2000, any infant toddler teacher employed by the District for at least three (3) years immediately prior to being hired as a K-12 teacher shall be placed on the salary schedule on the appropriate column at the first step that constitutes an increase from their annual salary as an infant toddler teacher. Beginning July 1, 2000, any adult education teacher or ROP teacher employed by the District for at least twenty-five (25) hours per week for at least three (3) years immediately prior to being hired as a K-12 teacher shall be placed on the salary schedule on the appropriate column at the first step that constitutes an increase from their per diem salary received (based on a five-hour day) as an adult education or ROP teacher.
8. Beginning July 1, 1990, teachers who are employed with a Vocational Credential shall be placed no lower than Step 4, Class B of the Certificated Salary Schedule. Teachers who subsequently acquire a regular credential may request a reclassification from Class B according to the number of semester units and the number of actual years of classroom teaching experience completed.
9. School nurses employed prior to October 12, 1970, shall retain their class status without reduction until such time as they qualify for a higher class according to provisions 1 through 5. Ten (10) CEU’s shall be accepted as equivalent to one (1) semester Unit for advancement on the salary schedule for school nurses. Verification of completion of CEU training will be filed in the Human Resources Office before credit is granted.
10. College Unit Recognition
Advancement on the schedule can be achieved by the following:

2. The additional days will be assigned at the discretion of the site principal. However, the total of ten (10) additional days must be within the period of ten (10) working days immediately preceding the opening of the school year, through the ten (10) working days immediately following the close of the school year. Any other arrangements for assignment must be made by joint decision of the principal, the individual, and the Assistant Superintendents in charge of Personnel, Pupil & Community Services, or Instruction.
3. For psychologists hired before July 1, 1990, salary rates shall be determined by multiplying the highest rate (X14) of the Salary Schedule for Bargaining Unit members by the appropriate index from the following table:
Psychologist Schedule F (GR 01) Per Month
Base Amount
Step Index 10 Months 12 Months Annual
1 (01) 0.75 $ 5,767.00 $4,805.83 $57,670.00
2 (02) 0.98 7,535.00 6,279.17 75,350.00
3 (03) 1.01 7,766.00 6,471.67 77,660.00
4 (04) 1.04 7,997.00 6,664.17 79,970.00
5 (05) 1.07 8,227.00 6,855.83 82,270.00
6 (06) 1.10 8,458.00 7,048.33 84,580.00
7 (07) 1.13 8,689.00 7,240.83 86,890.00
16th $1,600 8,849.00 7,374.17 88,490.00
20th 2,400 8,929.00 7,440.83 89,290.00
25th 3,200 9,009.00 7,507.50 90,090.00
30th 6,000 9,289.00 7,740.83 92,890.00

For Psychologists hired after July 1, 1990, salary rates shall be 1.13% of their placement on the Section C Salary Schedule. Psychologists shall work ten (10) calendar months, eight (8) hours per day.

F. 2005-2006 Salary Rates for Positions Not Related to Salary Schedules for Bargaining Unit Members
1a. Adult Education - Hourly Assignment, as needed
Step I All Bargaining Unit members new to the MUSD Adult Education Program on
a regular basis. $34.10
Step II All Bargaining Unit members who have completed one (1) year of a regular
assignment with the District Adult Education Program. $35.95
Step III All Bargaining Unit members who have completed at least two (2) years of a
regular assignment with the District Adult Education Program. $37.85
Step IV All Bargaining Unit members who have completed at least three (3) years of
a regular assignment with the District Adult Education Program. $41.60
Step V All Bargaining Unit members who have completed at least four (4) years of a
regular assignment with the District Adult Education Program. $43.50
Step VI All Bargaining Unit members who have completed at least five (5) years of a
regular assignment with the District Adult Education Program $45.35
A one thousand ($1000) dollar amount shall be granted to each Full Time Adult Education Bargaining Unit member upon receipt of any K-12 teaching credential and each year thereafter beginning July 1, 2004. No more than one such credential stipend shall be granted to any Adult Education Bargaining Unit member per year.
1b. ROP- Hourly Assignment, as needed
Step I All Bargaining Unit members who have completed one (1) year of a
regular assignment with the MUSD ROP. $38.90
Step II All Bargaining Unit members who have completed at least two (2) years of
a regular assignment with the MUSD ROP. $41.10
Step III All Bargaining Unit members who have completed at least three (3) years of
a regular assignment with the MUSD ROP. $43.15
Step Advancement — Bargaining Unit members must work sixty percent (60%) of their assignment per year (a full school year and no less than sixty-three (63) hours) to qualify for advancement on the salary schedule.

Anniversary Increments and Masters/Doctors Degree Compensation — same as contract unit members in Section 1-Item R.

Substitutes — Adult teachers who substitute will be paid at their regular rate of pay according to their step level. All other substitutes will receive the amount in Step I (Adult Education rate for current year).

Step
Level A Level B Level C
01 $23,840.00 $28,910.00 $33,390.00
2,384.00 2,891.00 3,339.00
* 1,986.67 * 2,409.17 * 2,782.50
02 24,970.00 30,350.00 35,040.00
2,497.00 3,035.00 3,504.00
2,080.83 2,529.17 2,920.00
03 26,520.00 31,840.00 36,820.00
2,652.00 3,184.00 3,682.00
2,210.00 2,653.33 3,068.33
04 27,530.00 33,390.00 38,500.00
2,753.00 3,339.00 3,850.00
2,294.17 2,782.50 3,208.33
05 28,920.00 35,040.00 40,480.00
2,892.00 3,504.00 4,048.00
2,410.00 2,920.00 3,373.33
TOP STEP +
F 16 YEARS $1,600 30,520.00 36,640.00 42,80.00
3,052.00 3,664.00 4,208.00
2,543.33 3,053.33 3,506.67
G 20 YEARS $2,000 30,920.00 37,040.00 42,480.00
3,092.00 3,704.00 4,248.00
2,576.67 3,086.67 3,540.00
H 25 YEARS $2,400 31,320.00 37,440.00 42,880.00
3,132.00 3,744.00 4,288.00
2,610.00 3,120.00 3,573.33
I 30 YEARS $4,800 33,720.00 39,840.00 45,280.00
3,372.00 3,984.00 4,528.00
2,810.00 3,320.00 3,773.33

* Annual Contract amount divided by 12 for those Headstart Teachers at YRE school sites.

Level A: Infant Toddler Bargaining Unit members who have earned sixty (60) semester hours of college work or who hold a Children’s Center Permit.
Level B: Infant Toddler Bargaining Unit members who have earned ninety (90) semester hours of college work and hold a Children’s Center Permit.
Level C: Infant Toddler Bargaining Unit members who hold a Children’s Center Permit and have earned either one hundred twenty (120) semester hours of college work or have been granted a Bachelor’s Degree from an accredited college or university.

h. Other High School Extended Day Activities
rating-in shall not exceed step two (4 years) compensated as follows:
1. Tall Flag Advisor - annual assignment .75
2. Orchestra, Jazz Band .6
3. District Orchestra Director 1.2
4. Art Consultant, Board of Education Publications .7
5. Stage Manager (School Sponsored Activities) .7
6. Other (as designated by immediate supervisor) .7
i. Teams (Athletic, Music, or Pep & Drill) or individuals who qualify may participate in play-off games after the regular season of competition. These play-offs range from two (2) to four (4) weeks depending on the sport. Coaches of Varsity teams will be assigned for this period of time. Assistant coaches may be assigned with the approval of the principal and the Director of Athletics. Music and Pep & Drill unit member may be assigned with the approval of the Principal. Football teams may have a maximum of six (6) coaches assigned. The compensation for competition in sanctioned play-off games to be one-eighth (1/8) of the total extended day salary for each week a team or individual(s) participates.
j. Reimbursement for the above activities shall be payable at the conclusion of the activity upon certification by the Principal, or, in the case of the Journalism (Newspaper) and Annual, the administrator in charge of publications.
k. Extra-pay assignments for certificated service shall be presented in writing to the Superintendent of Schools, and shall be approved by the Board of Education prior to actual assignment.
l. Compensation for Spring Football shall be $639 for the Varsity Coach and $552 for each authorized Assistant Coach.

G. 2. K-8
K-8 Bargaining Unit members who are employed in approved extended day activities requiring additional hours of time beyond the normal work week shall be compensated as follows:
a. Recreation Schedule R (5-8)
(1) Bargaining Unit members who are employed in the District Recreation Program shall be compensated on Step E (05), Range No. 3 of the Recreation Schedule R, on an hourly basis as follows:

A B C D E
Classification (1) (2) (3) (4) (5)
a. Playground Leader (Summer) $ 9.25
b. Recreation Instructor (School Year) 11.50
c. Sr. Recreation Instructor 12.65
d. Program Supervisor 13.80