TABLE OF CONTENTS

Article I - Recognition and Coverage of Agreement Page 3

Article II - Rights of the Employer Page4

Article III - Rights of Employees Pages 5, 6

Article IV - Rights of the Association Page 6

Article V - Appropriate Matters for Consultation and Negotiation Page 7

Article VI - Association Representation Page 7

Article VII - Hours of Work Pages 7 -9

Article VIII - Holidays and Vacations Page 9, 10

Article IX - Leaves Pages 10 - 14

Article X - Probation, Seniority and Layoff Procedures Pages 14 - 16

- Reclassification Pages 1 6 -17

Article XI - Discipline and Discharge of Employees Page 17

Article XII - Insurance and Retirement Pages18 - 20

Article XIII - Vocational Training Pages 20, 21

Article XIV - Training and In-service Pages 2 1, 22

Article XV - Association Membership and Check-Off Pages 2 2, 2 3

Article XVI - Grievance Procedure Pages 23 - 28

Article XVII - Salaries and Employee Compensation Pages 2 8, 2 9

Article XVIII - Term and Separability of Provisions Pages 29, 30

Signatures Page 30

Salary Schedule A Page 31, 32

FAAA Positions Pages 32, 33

DECLARATION OF PRINCIPLES

Participationofemployees in the formulationand implementationofpersonnel policies affecting them

contributes to effective conduct of school business.

The efficient administration of the system of public instruction and well-being of employees requires that

orderly and constructive relationships be maintained between the parties hereto.

Subject to law and the paramount consideration of service to the public, employee-management relations should

be improved by providing employees an opportunity for greater participation in the formulation and

implementation of policies and procedures affecting the conditions of their employment.

Effective employee-management cooperation requires a clear statement of the respective rights and obligations of

the parties hereto.

It is the intent and purpose of the parties hereto to promote and improve the efficient administration of the

District and the well-being of employees within thespiritof theFerndaleAssociationofAdministrative

AssistantsCollective BargainingAct,toestablishabasicunderstandingrelativetopersonnelpolicies, practices

and procedures, and to provide means for amicable discussion and adjustmentofmattersofmutual interest.

PREAMBLE

This Agreement is made and entered into between Ferndale School District Number 502 (hereinafter "District")

and the Ferndale Association of Administrative Assistants (hereinafter Association).

In accordance with the provisions of the Public Employees Collective Bargaining Act and regulations

promulgated pursuant thereto, and in consideration of the mutual covenants contained therein, the parties agree

as follows:

ARTICLE I

RECOGNITION AND COVERAGE OF AGREEMENT

Section 1.1. The District hereby recognizes the Association as the exclusive representative of all employees in the

bargaining unit, and the Association recognizes the responsibility of representing the interests of all such

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employees.

Section 1.2. Descriptions of positions subject to this Agreement are attached hereto for information purposes

only. If the District elects to change the position descriptions, the Association president will be advised and

his/her response considered prior to attaching the new position descriptions(s) to the Agreement. Creation of

new position(s) not listed within the present classifications as shown on Schedule A, shall require reopening of

this Agreement with respect to salaries for such position(s).

Section 1.3. The bargaining unit to which this Agreement is applicable shall consist of administrative assistants

in the following general job classifications: Administrative Assistant I (Head School secretaries, Program

Directors secretaries, Accounting technicians, Special Services Program Assistant, FHS Registrar, ASB

secretary); Administrative Assistant II (District Office receptionist, School assistant secretaries, Chair secretaries,

including vocational and athletic,) and Department assistant secretaries. This includes employees working in

temporary positions which are defined as a minimum of forty-five (45) consecutive work days up to a

maximum period of the remainder of the current school year.

ARTICLE II

RIGHTS OF THE EMPLOYER

Section 2.1. It is agreed that the customary and usual rights, powers, functions, and authority of management are

vested in management officials of the District. Included in these rights in accordance with and subject to

applicable laws, regulations, and the provisions of this Agreement, is the right to direct the work force, the

right to hire, promote, retain, transfer, and assign employees in positions; the right to suspend, discharge,

demote, or take other disciplinary action against employees; and the right to release employees from duties

because of lack of funds or for other legitimate reasons. The District shall retain the right to maintain efficiency

of the District operation by determining the methods, the means, and the personnel by which operations

undertaken by the employees in the unit are to be conducted.

Section 2.2. The right to make reasonable rules and regulations shall be considered acknowledged functions of

the District. In making rules and regulations relating to personnel policies, procedures and practices, and

matters of working conditions, the District shall give due regard and consideration to the rights of the

Association and the employees and to the obligations imposed by this Agreement.

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ARTICLE III

RIGHTS OF EMPLOYEES

Section 3.1. It is agreed that all employees subject to this Agreement shall have and shall be protected in the

exercise of the right, freely and without fear of penalty or reprisal, to join and assist the Association. The

freedom of such employees to assist the Association shall be recognized as extending to participation in the

management of the Association, including presentation of the views of the Association to the Board of

Directors of the District or any other governmental body, group, or individual. The District shall take

whatever action required or refrain from such action in order to assure employees that no interference, restraint,

coercion, or discrimination is allowed within the District to encourage or discourage membership in the

organization.

Section 3.2. Employees of the Association subject to this Agreement have the right to have Association

representatives or other persons present at discussions between themselves and supervisors or other

representatives of the District as hereinafter provided.

Section 3.3. Each employee reserves and retains the right to delegate any right or duty contained in this

Agreement, exclusive of compensation for services rendered, to appropriate officials of the Association.

Section 3.4. Neither the District, nor the Association, shall discriminate against any employee subject to this

Agreement on the basis of race, creed, color, sex, religion, age or marital status or because of a physical disability

with respect to a position, the duties of which may be performed efficiently by an individual without danger to

the health or safety of the physically disabled person or others.

Section 3.5. Each employee covered by this Agreement shall be subject to an annual evaluation by the immediate

supervisor. The subject comments shall be based on the functions of the job description and relevant personal

factors related to job effectiveness. Said evaluation shall be discussed with the employees, signed by employee

and supervisor, and then submitted to the Superintendent by April 15th with recommendation as to job

placement for the following year.

Section3.6. TheSchool District'spersonnelfileforanyAssociationemployeeshallnot bewithheldatany

reasonabletimefromtheemployee's inspection. Thereshallonlybe one (1)officialpersonnel file foreach 5

employee. Said files shallbekept in theDistrict administrationoffice. Eachemployeeshallhavetherightupon

request,andafter making an appointment for that purpose with the personnel administrator, to review the

contentsofhis/herofficialpersonnel file. Thereviewshallbemade in thepresence of theadministrator

responsibleforsafekeepingof these files. Duringthereview, employeesshallbeallowedtocopyanymaterial

thereinandshallbepermitted tomake a written inventoryof material thereand, on request, have such inventory

signed and datedbyarepresentativeoftheadministration.

Section 3.6.1 Each employee shall be provided a copy of all material placed in his or her personnel file within

five (5) days of its insertion. An employee may attach comments to any material that is part of the personnel

file.

ARTICLE IV

RIGHTS OF THE ASSOCIATION

Section4.1. TheAssociation has the right and responsibility to represent the interests of all employees in

the bargaining unit; to present their views to the District on matters of concern, either orally or in writing; and

to enter collective negotiations with the object of reachinganagreement applicable toallemployeeswithinthe

bargainingunit.

Section 4.2. The names, hire date, work assignments, addresses, and salary information of employees in the

bargaining unit will be provided annually on approximately October1st tothePresidentoftheAssociation.

Thepreceding data for new clerical employeeswillbeprovided to thePresidentof theAssociationat thesame

timethat payroll information is submitted for computer processing.

Section 4.3 With prior approval of the principal, school facilities may be used for Association meetings and

business at reasonable times during non-duty hours provided that such meetings shall not interfere with the

normal school operations and providing that custodial staff is on duty.

Section 4.4 The Association will be granted the privilege of using building business equipment at reasonable

times when such equipment is not otherwise in use. Further, to enhance communication between the Association

and the District, the Association may utilize the Districts e-mail and voice-mail systems for representation and

negotiation purposes. The Association shall pay for all paper and supplies related to such use and shall be

responsible for any damage or maintenance charges attributable to its use of that equipment.

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Section 4.5 The Association shall have the right to use employee mail boxes for communication purposes.

ARTICLEV

APPROPRIATE MATTERS FOR CONSULTATION AND NEGOTIATION

Section 5.1. It is agreed and understood that matters appropriate for consultation and negotiation between the

District and the Association are policies, programs, and procedures relating to or affecting hours, wages,

grievance procedures and general working conditions of employees in the bargaining unit subject to this

Agreement.

Section5.2. It is further recognized that thisAgreementdoesnotalter theresponsibility of either party to meet

with the other party to advise, discuss or consult regarding mattersconcerningworkingconditionsnotcovered

bythisAgreement.

ARTICLE VI

ASSOCIATION REPRESENTATION

Section 6.1. The board members of the Association will meet with the Superintendent of the District and/or the

Superintendent's designated representatives on a mutually agreeable basis to discuss appropriate matters.

Section 6.2. Visitation rights shall be granted to designated representatives of the Association to visit with

employees in the bargaining unit for purposes of grievance procedures and/or general information. The

visiting representative shall notify the School District of arrival.

ARTICLE VII

HOURS OF WORK

Section 7.1. The normal workweek shall consist of five (5) consecutive days, Monday through Friday, followed

by two (2) consecutive days of rest, Saturday and Sunday.

Section7.2. TheDistrict shallestablishworkshiftswithdesignatedtimesofbeginning andending. Eachshift

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shall includeadequate timetoperformassignedduties,plusrest periods of approximately fifteen (15) minutes

for each one-half (1/2) workday. Shifts in excess of four (4) hours per day shall include, in addition to the

above, a non-paid uninterrupted lunch period of not less than thirty (30) minutes, to be as near the middle ofthe

shiftaspossible.

The District recognizes that school Administrative Assistants have certain responsibilities at peak times during

their work year that require them to work hours beyond the normal day. As such The District is committed to

fair compensation of hours for such work as long as the hours are pre-approved by the building administrator or

central office administrators prior to work being done. The District shall monitor/filter requests as they come in

to ensure that the timeline with the tasks are realistic and that funding for hours worked is secure.

Section 7.3. Each employee shall be assigned to a definite and regular shift and workweek, which shall not be

changed within the current school year however, this may be waived by consent of the employee, or by the

employer during an emergency situation. Administrative Assistants will review calendars and work schedules

with their supervisor prior to start of the school year.

Section 7.4. Employees requested to work a shift or hours regularly filled by a higher classification employee

shall receive compensation for the higher classification, at the employees' present level placement, as reflected on

Schedule A.

Section 7.5. Extended Service shall be defined as any and all work, noncontiguous with regular daily work shifts

or on an employee's day of rest. Employees performing extended services shall be compensated for a minimum

of two (2) hours, and for all succeeding hours worked at their appropriate hourly rates.

Section 7.6. Employees will be paid their regular hourly rate for the actual time spent in meetings required by

the District, one-half (1/2) hour will constitute the minimum payment for attending.

Section 7.7. All hours worked in excess of the eight (8) hours per day and/or forty (40) hours per week shall be

compensated at the rate of one and one-half (1-1/2) times the employee'sbasepay.

Section 7.7.1 All hours worked on Saturday, as defined herein, shall be compensated at the rate of one and one-

half (1-1/2) times the employee's base pay. All hours worked on Saturday in excess of the employee's normal

shift shall be compensated at a rate twice the employee's base pay.

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Section 7.7.2. All hours worked on Sunday, as defined herein, shall be compensated at the rate of twice the

employee's base pay. All hours worked on Sunday in excess of the employee's normal shift shall be compensated

at a rate of two (2) times the employee's base pay. Employees called back on a regular workday, or called on

Saturday or Sunday, shall receive no less than two (2) hours pay at the appropriate rate, and if more than four (4)

hours are worked under such circumstances, the employee shall receive a minimum eight (8) hours pay and an

appropriate lunch period.

Section 7.7.3 Current district employees will be given first option for temporary work considering there is no

conflict in work schedules or overtime involved, and they possessthenecessaryqualificationstoperformthe

dutiesoftheposition. Employees who want to be considered for temporary, fill-in district office employment

must give the district written notice. It is understood that the temporary, fill-in employment will be at the

discretion of the District and wages will be paid at the prevailing job classification rate for the type of work

performed.

Section 7.7.4 In the event of inclement weather, a decision may be made by the Superintendent to announce an

early release for students. The Superintendent will communicate such decision to each employees supervisor.

At that time, a discussion will take place regarding when employees may be allowed to leave work to help

ensure employee safety. Staff will stay on duty until all students have left the building. In addition,

procedures will be developed at the building level to maintain adequate staff coverage of telephones, etc. Such

time will be made up when students are required to make up snow days at the end of the school year calendar.

Snow days cancelling school due to weather will be made up at the end of the school year.

Section 7.7.5. The District will consult with the Association prior to any addition or reduction of days and/or

hours to existing positions covered by this Agreement. In addition, anynewpositions,or transfersmade to

existingstaffassignments,willnotbe made without prior consultation with the Association.

ARTICLE VIII

HOLIDAYS AND VACATIONS

Section 8.1. All employees shall receive the following paid holidays that fall within their work year:

1. Labor Day 7. New Year's Day 2. Veterans' Day *8. TheDayBeforeorAfter

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3. Thanksgiving Day New Year's Day -- the *4. The Day After actual day to be

Thanksgiving designated by the 5. Christmas Day Superintendent

*6. TheDayBeforeorAfter 9. Martin Luther King Day Christmas -- the actual 10. President's Day day to be designated by 11. Memorial Day the Superintendent 12. Independence Day

*These holidays apply only to annual employees.

Section8.1.1. WorkedHolidays. Employeeswhoarerequiredtoworkontheabove- describedholidaysshall

receive thepaydue themfor theholiday,plus twice theirbase rate for all hours worked on such holidays.

Section 8.1.2. Holidays During Vacation. Should a holiday occur while an annual employee is on vacation, the

employee shall be allowed to take one extra day of vacation with pay in lieu of the holiday as such.

Section 8.2. Vacations. Annual (2080 hours) twelve (12) month employees shall be entitled to a vacation on the

following basis:

0-5 Years 10 Days Paid Vacation Per Year

6-10 Years 15 Days Paid Vacation Per Year

After 10 Years1 Additional Day Per Year to a Maximum of Twenty (25) Days

Section 8.2.1. Employees covered by this Agreement who work less than annual employees shall be entitled to

paid vacation at their regular number of workday hours on the following basis:

0-5 Years 1 Day Vacation Per 20 Days Worked

6-10 Years 1 Day Vacation Per 15 Days Worked

After 10 Years 1 Day Vacation Per 10 Days Worked

Section 8.2.2. Vacation dates shall be arranged to fit into the regular summer vacation period.

ARTICLE IX

LEAVES

Section 9.1. Disability and Emergency Leave. Employees will receive twelve (12) days annual leave for illness,

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injury, and emergency leave. Unused days shall accumulate to the extent allowed by law. Less than full-time

(partial year or fractional FTE) employees shall be allowed illness, injury, and emergency leave on a prorated

basis.

DisabilityLeave

As a general rule, employees shall notify their immediate supervisor not later than one (1) hour before their

shift begins on the day on which they will be absent and no later than the close of the work day preceding the

date of their intended return to their duties.

The supervisor may, in the event he/she sees a pattern of regular, excessive, or unusual absences, require a

physician's certificate and proof of the disability causing the absence.

Illness or disabilities caused by, or contributed to by pregnancy, miscarriage, abortion, childbirth, and recovery

therefrom, are considered temporary disabilities and will be treated as other personal illness or disability.

Employees wishing to take an extended leave for disability purposes may request a leave of absence. Upon

return from leave, the employee shall be placed in the position last held or a similar position in the District.

Emergency Leave

Emergency leave shall be granted as defined in the following: Theproblemmusthavebeensuddenly

precipitatedormustbe ofsuchanature thatpreplanningcouldnotrelievethenecessity fortheabsence.

The problem must be one of major importance and not a mere convenience. Serious illness or accident in the

immediate family.

Applications requesting consideration for an absence under Emergency Leave shall be made on forms available

in each school office and addressed to the Executive Director for Human Resources. A completed form for

Emergency Leave shall be submitted to the Executive Director for Human Resources.

Personnel within five (5) days after the return to duty. The Executive Director for Human Resources shall

notify theemployeeof thedeterminationwithin five (5) days of receipt of the application.

The application shall disclose the general purpose for the leave request in sufficient terms to establish

compliance with the criteria contained in Section B, 1a, 1b or 1c above. Requests meeting said criteria shall be

granted.

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It is not the intent of this emergency leave provision to provide or expand uponortoaddtovacations,

weekends,orothertypesofleavesbecauseof transportationproblemsthatpreplanningcouldreasonablyhave

prevented.

Accrual

Employeeswhohaveaccruedsickleavewhileemployedbyanotherpublic schooldistrict in theStateof

Washingtonshallbegivencredit,upon verification, for suchaccruedsick leaveuponemploymentby the

District.

Section 9.2. Bereavement Leave. Each employee shall be entitled up to five (5) days leave with pay, with two

(2) days with pay additional on request for extended travel, for absence caused by death to an employee's child,

step-child, spouse, parent, substitute parent, grandparent, sibling, sibling-in-law, grandchildren, aunt, uncle or

parent- in-law, or relative living in the employee's place of abode. Such bereavement leave shall not be deducted

from sick leave. Bereavement leave is non-cumulative.

Section 9.3. Maternity Leave. Upon application therefore, the District shall grant maternity leave. Such leave

shall commence at such time as the employee, and her medical advisor, deem necessary. Employees granted

maternity leave must return to work not later than one (1) year following the granting of the maternity leave.

Employees granted maternity leave may, at their option, be allowed compensation for maternity leave in

accordance with Section 9.1 above. Before returning to work, the employee must be certified by her physician

as ready and able to return. Compensation for maternity leave in accordance with Section 9.1 above shall not be

granted after the employee is certified by her physician as ready and able to return to work.

Section 9.4. Judicial Leave. In the event an employee is summoned to serve as a juror, or appear as a witness in

court, or is named as a co-defendant with the District, such employee shall receive a normal day's pay for each

day of required presence in court. In the event that an employee is a party in a court action, such employee may

request a leave of absence.

Section 9.5. Leave of Absence:

Section 9.5.1. Upon recommendation of the immediate supervisor through to the Superintendent, and upon

approval of the Board of Directors, an employee may be granted a leave of absence for a period not to exceed one

(1) year; provided, however, if such leave is granted due to extended illness, one (1) additional year may be

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granted.

Section9.5.2. Thereturningemployeewillbeassignedtothepositionoccupiedbefore theleaveofabsence.

Employeeshiredtofillpositionsofemployeesonleaveofabsence will be hired for a specific period of time,

during which they shall be subject to all provisions of this Agreement. It shall be the responsibility of the

employer to inform replacement employees of these provisions.

Section 9.5.3. The employee will retain accrued sick leave, vested vacation rights, and seniority rights while on

leave of absence. However, vacation credits, sick leave, and seniority shall not accrue while the employee is on

leave of absence; provided, however, that if such leave is approved for extended illness or injury, seniority shall

accrue.

Section 9.6. Personal Leave. Each employee shall be entitled to three (3) Personal Leave days annually,

frontloaded and pro-rated per FTE. No explanation shall be requested by the District. Employees will use

standard leave requests procedures via e-mail. The employee is encouraged to submit the request no fewer than

three (3) working days in advance of the requested date. Personal Leave will be granted on a first come, first

served basis, when a qualified substitute is available to cover the absence of the employee. District reserves the

right to deny requests based on total number of Personal Leave requests on particular given day or days.

Personal leave will not normally be granted during the first five (5) days and the last ten

(10) days of a school year. Exceptions may be allowed for clearly stated reasons on a case-by-case basis. Written

requests for exception should be forwarded to the Superintendent or his/her designee, and a written response

will be provided within five workdays. The District will maintain a centralized system for tracking the

availability and usage of each employees Personal Leave. Personal Leave usage shall be noted on each classified

employees pay warrant.

On an annual basis, up to three (3) days can be carried over each year to a maximum of five (5) total banked days.

By June 30th of each school year, the employee may submit in writing to the Payroll department their request to

cash out up to three (3) unused personal leave days. Unused personal leave will be compensated for each day at

the daily substitute rate on the July warrant.

Section 9.7. Family Leave. Each employee shall be entitled to take Family Leave as it is outlined in the

Ferndale School District Family Leave Policy.

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Section 9.8 Military Leave - Employees shall be granted a military leave of absence without pay when such

leave is occasioned by involuntary induction and continued involuntary retention I n the armed services. Such

leave is also granted to members of reserve components who are called to active duty by the President of the

United States or United States Congress. Upon return from the leave, if the leave exceeds twelve (12) months, the

employee will be placed in the first available position for which the employee is qualified. If the leave is less

than twelve (12) months, the employee shall be placed in his/her original position. Veterans will have any other

re-employment rights afforded by law.

Section 9.9 Military Caregiver Leave An employee who is the spouse, son or daughter, parent or next of kin

of a service member who is recovering from a serious illness or injury sustained while on active duty is entitled

to twenty six (26) weeks of unpaid leave in a twelve (12) month period to care for the service member.

Section 9.10 Domestic Violence Leave The district shall allow victims of domestic violence, sexual assault,

or stalking and family member of victims to take reasonable leave from work, intermittent leave or leave on a

reduced leave schedule for up to one

(1) year. The leave may be sick leave, other accrued leave or leave without pay. Family members include a child,

spouse, parent, parent-in-law, and grandparent or individual with whom the victim has a dating relationship.

The employee shall provide advance notice of their intent to take leave. If advance notice is not possible, due to

an emergency, notice should be provided no later than the end of the first day that the employee takes the leave.

Section 9.11 Industrial Insurance- For a period of absence from work due to injury or occupational disease

resulting from an employee's employment with the District, the employee shall file claim for Industrial

Insurance Compensation.

The employee shall fill out an accident report form and submit it to the Executive Director of Human

Resources. The employee shall report all work related accidents or illness to his supervisor as soon as practical

but in all cases before the end of the shift.

The employee may choose to receive:

Accrued sick leave;

Industrial Insurance compensation (time loss); or,

Available sick leave, if any, less any industrial insurance payment for which he or she is eligible. Sick leave

charged to the employee shall be proportionate to that portion of the employee's salary paid by the leave. The

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combined insurance and leave payments shall not total more than the employee's regular base pay. Any

overpayment shall be returned to the district by the employee.

Such option must be submitted, in writing, to the Executive Director for Human Resources with a copy to the

Union. The District will advise the Department of Labor and Industries, in writing, of the employee's option.

Provided further: if an employee applies for Industrial Insurance Compensation and the claim is then or later

denied, sick leave or annual leave may be used for the absence of the employee.

ARTICLE X

PROBATION, SENIORITY AND LAYOFF PROCEDURES

Section 10.1. The seniority of an employee within the bargaining unit shall be established as of the date on

which the employee began continuous daily employment (hereinafter "hire date") unless such seniority shall be

lost as hereinafter provided.

Section10.2. Eachhire new to position shall remain inaprobationarystatusfor thefirstninety(90) working

days in the new position. During this probationary period, the District may discharge such employee at its

discretion.

Section10.3. Uponcompletionoftheprobationaryperiod,theemployeewillbesubject to all rights and duties

contained in this Agreement retroactive to the hire date.

Section 10.4. The seniority rights of an employee shall be lost for the following reasons: Resignation;

Discharge for justifiable cause; or Retirement;

Section 10.5. Seniority rights shall not be lost for the following reasons, without limitation:

Time lost by reason of industrial accident, industrial illness or judicial leave;

Time on leave of absence granted for the purpose of serving in the Armed Forces of the United States; or

Time spent on other authorized leaves.

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Section 10.6. The employee with the earliest hire date shall have preferential rights regarding shift selection,

vacation periods and extended services (including overtime). The employee with the earliest hire date shall

have preferential rights regarding promotions, assignment to new or open jobs or positions, and layoffs when

ability and performance are substantially equal with junior employees. If the District determines that seniority

should not govern because a junior employee possesses ability and performance substantially greater than a

senior employee or senior employees, the District shall set forth in writing to the employee or employees and

the Association President its reason why the senior employee or employees have been bypassed. A bypassed

employee may request to meet with a district representative to discuss specific reasons for the bypass. The

District will emphasize internal promotional and transfer opportunities and will, as a general rule, promote and

transfer employees from within the District. At the same time, the parties recognize that in some instances it

will best serve the educational program and support services of the District to select an external applicant for a

position. The preference for internal applicants accordingly will not govern where the outside applicant

possesses ability and performance greater than current employee applicants.

Section 10.7. The District shall publicize internally for five (5) working days the availability of open positions

as soon as possible after the District is apprised of the opening. Two (2) copies of the job posting shall be

forwarded to each building.

Section10.8. Intheeventoflayoff,employeessoaffectedaretobeplacedonare- employment list maintained

by the District according to layoff ranking. Such employees are to have priority in filling an opening in the

classification held immediately prior to layoff. Names shall remain on the re-employment list for two (2)

years.

Section10.9. Employeesonlayoff statusshall file theiraddresses inwritingwith the personnel office of the

District and shall thereafter promptly advise the District in writingofanychangeofaddress.

Section 10.10. An employee shall forfeit rights to re-employment as provided in Section

if the employee does not comply with the requirements of Section 10.11, or if the employee does not respond to

the offer of re-employment within fifteen (15) days.

Section 10.11. An employee on layoff status who rejects an offer of re-employment forfeits seniority and all

other accrued benefits; provided that such employee is offered a position substantially equal to that held prior

to layoff.

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Section 10.12. Reclassification

Employees who feel their position has changed from what they were originally hired to do can request a

reclassification of his/her position. The employee should put the request in writing, outlining the reason(s)

why the reclassification is warranted.

The request should be forwarded to the Executive Director for Human Resources, with a copy to the

employees principal. A copy should also be provided to the FAAA president.

The Executive Director for Human Resources will review the request and speak to the employees principal

regarding the nature of the request. The Executive Director for Human Resources will make a decision within

forty-five (45) days of the request. The decision will be put in writing, with a copy to the employee, principal

and FAAA President.

If reclassification is denied, the employee may appeal the decision in writing to the Superintendent. The

decision of the Superintendent is final and binding.

If the reclassification isapproved, theExecutive Director for Human Resourceswill notify the employee in

writing and will indicate the implementation date for the revised salary schedule placement.

ARTICLEXI

DISCIPLINE AND DISCHARGE OF EMPLOYEES

Section 11.1. The District shall have the right to counsel or discharge an employee for justifiable cause. The

issue of justifiable cause shall be resolved in accordance with the grievance procedure hereinafter provided. If

the District has reason to reprimand an employee, it shall be done in a manner which will not embarrass the

employee before other employees or the public.

Section 11.1.1. The Association shall be notified by the District of written disciplinary action(s) against an

employee.

Section 11.2. Notification to Non-Annual Employees. This section is intended to be applicable to those 17

employees whose duties necessarily imply less than twelve (12) months (excluding vacations) work per year.

Section 11.2.1. Should the District decide to discharge any non-annual employee, the employee shall be so

notified in writing prior to the expiration of the school year.

Section 11.2.2. Nothing contained herein shall be construed to prevent the District from discharging an

employee for acts of misconduct occurring after the expiration of the schoolyear.

Section 11.2.3. Nothing contained in this section shall in any regard limit the operation of other sections of this

Article.

Section11.3. Exceptinextraordinarycases,andasotherwiseprovidedinthisArticle, the District will give

employees two (2) weeks notice of intention to discharge.

ARTICLE XII

INSURANCE AND RETIREMENT

Section 12.1. Premium Entitlement. The school district shall pay the maximum premium amount specified in

Section 12.1.4 herein, for District approved basic insurance programs which may include: medical, dental and

vision coverage. Optional coverage may include VEBA I, Accident Insurance or Supplemental Group Life

Insurance. An employee must work at least twenty (20) hours per week to qualify for dental, vision, and

medical benefits.

Section 12.1.1. Duration of Premium Payment. Premium payments shall be for twelve (12) months per year.

Section 12.1.2. Pooling of Insurance Dollars. All bargaining unit insurance dollars shall be pooled for the

purpose of paying the cost of premiums of basic insurance coverage, for each bargaining unit member. Only

after members of the bargaining unit have received benefit of basic medical coverage, shall pool dollars be used

for optional coverage.

Section 12.1.2.1. It is agreed that upon closing of the insurance enrollment period the district shall compare the 18

bargaining unit insurance premium usage to the size of the insurance premium pool. All such information shall

be provided to the Association.

Section 12.1.2.2. The FTE count for pool generation and pool distribution is closed with the submission of the S-

275 Report. All employees subject to this agreement who are hired after October 1 of each year shall be entitled

to the amount defined in Section 12.1.4 per FTE based upon 1440 hours work, and not participate in the insurance

premium pool. Further, except for the addition of new dependents, enrollments for dependents close on

October 1 of each year.

Section 12.1.3. Premium Payment Priority. The District shall first pay the total premium for District-approved

full family dental and vision plans. The employee may choose to have the balance of premium entitlement

applied to District approved medical coverage on an FTE prorated basis.

Section 12.1.4. Maximum Premium Amount. Effective September 1 of each year, the District shall provide the

state allotment per month less carve out for each full-time (minimum of 1440 hours) employee. Beginning in

2010-2011, the district will provide the same funding of health benefit carve out, if any, as given to the

certificated employees bargaining unit.

Section 12.1.5. Dispute Resolution. In the event the parties hereafter disagree about the applications of Section

12.1.1 through 12.1.4, the District may elect to nullify the same, and the parties shall thereupon negotiate over the

disputed issues.

Section 12.1.6. Adjustments. Insurance benefits shall be subject to adjustment by the District, in consultation

with the Association, for legal compliance purposes in the event of a determination by the Superintendent of

Public Instruction, the District, or other competent authority that the District's insurance benefits for classified

staff exceed or exceeded those allowed by law and implementing regulations. Any such adjustment(s) shall be

appropriate and equitable in the circumstances as well as final and binding.

Section12.2. TheDistrictshallprovidetort liabilitycoverageforallemployeessubject tothisAgreement.

Section 12.3. The District shall make required contributions for State Industrial Insurance on behalf of all

employees subject to this Agreement.

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Section 12.4. The District shall comply with the requirements of the Washington State Public Employees'

Retirement System.

Section 12.5. All employees subject to this agreement shall be entitled to participate in tax shelter annuity

plan(s) approved by the District. On receipt of a written authorization by an employee, the District shall make

the requisite withholding adjustments, and deductions from the employee's salary.

Section 12.6. The District and the Association agree to abide by all provisions of the state of Washington laws

pertaining to the employee benefits for K-12, specifically ESSB 5940 passed in 2012.

The District, as a member of the Whatcom Educational Insurance Consortium, (WEIC), shall meet the fair

contracting standards, requirement under the law by continuing with its standard practice of using their existing

employee benefits consultant to shop all lines of coverage each year to determine best possible price and

benefits.

The district shall make every effort to ensure that the final benefits offered to employees will meet the following

requirements outlined in HSB 2242 passed in 2017.

Offer at least one Qualified High Deductible Health Plan (QHDHP), that qualifies by IRS definition to allow

employees to participate in a Health Savings Account. (HSA)

Offer at least one non-QHDHP at the same cost share per full time employee as the Public Employee Benefit

Board, (PEBB), plans offered to state employees regardless of enrolled tier. It is agreed between the District

and the Association that offering a plan that is either the same or lower employee net cost through payroll

deduction OR where employees will pay the same percentage of the gross monthly premiums on an aggregate

basis will meet this requirement.

Offer health plans that meet the Health Care Innovations, Cost Savings, and Significant Administrative Cost

Reduction provision of ESSB 5940.

The District will make every effort to ensure employees selection richer benefit plans pay a higher portion of

the health insurance premiums so the district as a whole make progress towards ESSB 5940s stated goal of

making progress towards a 3:1 ratio when comparing the amount a full-time employee selecting self-only pays

for coverage to the amount of full-time employee selecting self + dependent(s) pay for coverage. In order to

20

guarantee compliance with the provision of ESSB 5940, each employee included in the pooling arrangement

within the CBA who elects medical benefit coverage shall pay, a minimum, of 1% of the premium cost for the

coverage tier theyve selected. This minimum change shall be paid irrespective of pooling or the state

allocation. Employees selecting the QHDHP and opening a HSA will be eligible for a $125 per month

contribution to their HSA by the district, assuming the employees meet the IRS requirements to participate in

the HSA.

ARTICLE XIII

VOCATIONAL TRAINING

Section 13.1. Employees attending training courses required by State regulation or District policy as a condition

of continued employment will be paid by the School District, at the employee's appropriate hourly rate of pay

for all time in attendance, plus any fee, tuition, or transportation costs.

Section 13.2. Employees attending training courses or seminars requested by the employee and approved by the

District will suffer no loss of regular salary, if the course requires them to attend on their regular school

employment time, but no salary payment will be made for any time an employee would not have regularly

worked; however, expenses incurred for transportationand/or trainingcourse feesand tuition will be paid by

the School District.

Section 13.3. Transportation must be cleared with the School District management so as to pool rides as much as

possible. Paid transportation expense allowed will be for the lesser of: (A) Normal and reasonable expenses

from the District Administrative Office to the training location and return, or (B) Normal and reasonable

expenses from the employee's principal residence to the training location and return.

Section 13.4. The District shall cause funds to be available for expenses and materials to establish courses of

study within the confines of the District that would be of mutual benefit to the employee and the District.

Section 13.5. Representatives of the Association may be granted time with compensation to attend workshops or

seminars when the request is approved by the District.

ARTICLE XIV 21

TRAINING AND INSERVICE

Section 14.1 The District will provide a mentoring program for Administrative Assistants. The purpose of

this program shall be to assist the beginning employee in developing and enhancing their knowledge and skills

necessary for effective performance.

Section 14.2 When possible, a new assistant will be provided two days of over-lap time with the out-going

assistant.

Section 14.3 Each new Administrative Assistant shall select a mentor who agrees to meet with the new

employee, demonstrate procedures and processes and guide the new employee through the daily operation of

their job. The mentor shall be paid a stipend of $250 (two hundred fifty dollars) for this responsibility.

Section 14.4 Each new employee and mentor will be provided two days of released time in order to allow them

to meet together or to observe office operation at their respective offices.

Section 14.5 The District may provide opportunity for employees to be involved in skillimprovementthrough

seminarsandworkshopsandprofessionalconferences. The Executive Director for Human Resources will

review requests for tuition payment and payment ofothercostsandwillapproverequests for thoseactivities

that theDistrictdetermines would be of mutual benefit.

Section 14.6 The District and the Association affirm their commitment to an ongoing system of staff

development and training that will provide opportunity for the development of the potential occupational and

professional ability of each employee. The goals of the system will be to 1) meet institutional needs, 2) make the

most effective and economic use of employee resources in accomplishing institutional goals, and 3) enhance

employees career advancement opportunities.

Section 14.7 It is in the best interest of both the employees and the District to have a well-educated and highly

trained work force. In consideration of this, the District will provide two avenues to increase skill and

knowledge of its employees; either district or employee directed.

District directed: The District will provide a minimum of two mandatory trainings during each school year.

These trainings may take place during work hours and employees will be compensated at their appropriate rate

of pay. Employees are encouraged to submit recommendations to the Executive Director of Human Resources

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for any areas that said employees are interested in receiving training or education. The employees agree to

participate in development and presentation of the trainings as requested by administrative staff.

Self-directed: Employees who wish to participate in skill improvement classes or workshops, beyond those

offered by the district, shall submit a written proposal to their building principal that includes the class

description and development goals. In turn, the building principal will submit the request to the district office

for review and discussion at the next Executive Team Meeting. Approval or disapproval will be at the

discretion of the District Executive Team.

Employees who apply for skill-improvement classes or workshops may request that the District provide any of

the following:

Release time

Tuition costs

Course materials

ARTICLE XV

ASSOCIATION MEMBERSHIP AND CHECK-OFF

Section 15.1. Each employee subject to this Agreement, who, on the effective date of this Agreement, is a

member of the Association in good standing shall, as a condition of employment, maintain membership in the

Association in good standing during the period this Agreement.

Section 15.2. All employees subject to this Agreement who are not members of the Association on the effective

date of this Agreement, and all employees subject to this Agreement who are hired at a time subsequent to the

effective date of this Agreement, shall, as a condition of employment, become members in good standing of the

Association within thirty (30) days of the effective date of this Agreement or within thirty (30) days of the hire

date, whichever is applicable. Such employee shall then maintain membership in the Association in good

standing during the period of this Agreement.

Section 15.3. The parties recognize that an employee should have the option of declining to participate as a

member in the Association, yet contribute financially to the activities of the Association in representing such

employee as a member of the Association. Therefore, as an alternative to, and in lieu of the membership

requirements of the previous sections of this Article, an employee who declines membership in the Association 23

may pay to the Association each month a service charge as a contribution towards the administration of this

Agreement in an amount equal to the regular monthly dues. This service charge shall be collected by the

Association in the same manner as monthly dues.

Section 15.4. Any employee who refuses to become a member of the Association in good standing, or pay the

service charge in accordance with the previous sections, shall, at the option of the Association, be immediately

discharged from employment by the District.

Section 15.5. The District will notify the Association of all new hires within ten (10) working days of the hire

date. At the time of hire, the District will inform the new hire of the terms and conditions of this Article and

provide new employees a copy of this agreement (copies of the agreement will be provided to the District by

the Association).

Section 15.6. Check-off. The District shall deduct Association dues or service charges from the pay of any

employee who authorizes such deductions in writing pursuant to RCW 41.56.110. The District shall transmit

all such funds deducted to the Treasurer of the Association on a monthly basis.

ARTICLE XVI

GRIEVANCE PROCEDURE

Purpose: The purpose of this procedure is to provide an orderly method of resolving grievances. A determined

effort shall be made to settle any such differences at the lowest possible level in the grievance procedure.

Meetings or discussions involving grievances or these procedures shall not interfere with regular duties.

Definitions:

Grievant -- A grievant is an employee or, in the case of the Association's contractual rights, the Association.

Grievance --Agrievance isdefinedasadispute involving the interpretationorapplicationof thespecific terms

of this Agreement.

Days -- Days in this procedure are school days except after the school year where they are to be calendar days.

Timelines: Grievances shall be processed in the following manner and within the stated time limits. Time

limits provided in this procedure may be extended only by mutual written agreement. 24

Failure on the part of the District at any step of this procedure to communicate the decision on a grievance

within the specific or mutually extended time limits shall permit the grievant to lodge an appeal at the next step

of this procedure.

Failureof thegrievant (employeeorAssociation) topresentorproceedwitha grievance within the specified or

mutually extended time limits will render the grievance waived.

Representation: The grievant may waive the Association's involvement in the procedures at any step. If the

grievant elects not to have Association representation, the Association shall have the opportunity to be present at

the adjustment of the grievance and to make its views known or shall receive the same written responses

provided to the grievant.

Process:

Step 1. Informal Level -- Informal Submission of Grievance to Supervisor.

Within twenty (20) days following the occurrence of the event giving rise to the grievance, or twenty (20) days

after the event is known or reasonably should have been known, the employee shall attempt to resolve the

grievance informally with the immediate supervisor. In presenting the grievance, the employee may elect to be

accompanied by a representative of the Association. The immediate supervisor shall respond informally within

ten (10) days of the employee's presentation.

Step 2. Formal Level -- Written Submission of Grievance to Supervisor.

If the grievance is not resolved informally, it shall be reduced to writing by the employee who shall submit it

to the immediate supervisor within ten (10) days after receipt of the informal response. The written grievance

shall contain:

A clear and concise statement of the alleged grievance including the facts upon which the grievance is based;

Reference to the specific terms of the agreement which have been allegedly violated; Issues involved; and

Remedy sought.

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In presenting the grievance, the employee may elect to be accompanied by a representative of the Association.

The immediate supervisor will inform the employee and the Association in writing of the disposition of the

grievance within ten (10) days of the presentation of the written grievance.

Step 3. Superintendent Level -- Written Submission of Grievance to the Superintendent.

IndividualGrievance

If the grievance is not settled at Step 2 and the employee wishes to pursue the grievance to Step 3, and the

Association believes the grievance to be valid, the employee must file the grievance in writing within ten (10)

days after receipt of the immediate supervisor's written response in Step 2 above. The superintendent or his/her

representative will review the grievance with the parties involved and provide a written statement of the

disposition to the employee with a written copy to the Association, within ten (10) days of receipt of the

grievance.

AssociationGrievances

A grievance which the Association may have against the District, limited as aforesaid to matters dealing with

the interpretation or application of terms of this agreement relating to Association rights, shall be commenced

by filing in writing (in the format of Step 2 above) with the superintendent. Such filing shall be within twenty

(20) days following the occurrence of the event giving rise to the grievance or twenty (20) days after the event

is known or reasonably should have been known. The superintendent or his/her representative and the

Association will have ten (10) days from the receipt of the grievance to resolve it.

Step 4. Arbitration.

If no settlement is reached in Step 3, the Association may request that the matter be submitted to an arbiter as

hereinafter provided:

Written notice of a request for arbitration shall be made to the superintendent within ten (10) days of receipt of

the disposition letter atStep3.

Arbitration shall be limited to issue(s) involving the interpretation or application ofspecifictermsofthis

Agreement.

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Whenatimelyrequesthasbeenmadeforarbitration, thepartiesshallattempt to selectanimpartialarbiter to

hearanddecide theparticularcase. If theparties areunable toagree toanarbiterwithin ten(10)daysafter

submissionof the written request for arbitration, the provisions of paragraph (d) below, shall apply tothe

selectionofanarbiter.

In the event an arbiter is not agreed upon as provided in paragraph (c), above, the parties shall jointly request the

American Arbitration Association to submit a panel of nine (9) arbiters. Such request shall state the issue of the

case and ask that the nominees be qualified to handle the type of case involved. When notification of the names

of the nine (9) arbiters is received, the parties shall each independently strike from the list those unacceptable

arbiters and shall rank, in order of preference, the remaining arbiters. The parties shall then meet and compare

their lists. From among the mutually acceptable arbiters, the one with the lowest combined preference number

shall be the arbiter. In the event of a tie between two or more arbiters, a single arbiter shall be chosen by lot. In

the event there are no mutually acceptable arbiters on the panel, the parties, in turn, shall have the right to strike

a name from the panel until only one (1) name remains. The remaining person shall be the arbiter. The right to

strike the first name from the panel shall be determined by lot.

In the event either party is dissatisfied with the credentials of the arbiters whose names are on the first panel

offered by the American Arbitration Association, such party can summarily reject that panel and insist on a

second panel. Selection must be made from the second panel.

Arbitration proceedings shall be in accordance with the following:

Thearbiter,onceappointed,will informthepartiesas to theprocedures which will be followed.

The arbiter shall hear and accept pertinent evidence submitted by both parties and shall be empowered to

request, through subpoena if necessary, such data and testimony as the arbiter deems pertinent to the grievance

and shall render a decision in writing to both parties within thirty (30) days, unless mutually extended, of the

closing of the record.

The arbiter shall be authorized to rule and issue a decision in writing on theissue(s)presentedforarbitration

whichdecisionshallbefinaland binding on both parties.

The arbiter shall rule only on the basis of information presented in the hearingandshall refusetoreceiveany

informationafter thehearing except by mutual agreement.

27

Each party to the proceedings may call such witnesses as may be necessary in the order in which their testimony is

to be heard. Such testimony shall be limited to the matters set forth in the written statement of grievance.

The arguments of the parties may be supported by oral comment and rebuttal. Either or both parties may

submit written briefs within a time period mutually agreed upon. Such arguments of the parties, whether oral

or written, shall be confined to and directed at the matters set forth in thegrievance.

Each party shall pay any compensation and expenses relating to its own witnessesorrepresentatives.

The arbiter shall specify in the award that the district or Association, whichever is ruled against by the arbiter,

shall pay the compensation of the arbiter including necessary expenses.

The total cost of the stenographic record, if requested, will be paid by the requesting party. If the other party

also requests a copy, that party will pay one-half (1/2) of the stenographic cost.

Binding Effect of Award: All decisions arrived at under the provisions of this article by the representatives of

the district and the union at Steps 1, 2, and 3, or by the arbiter, shall be final and binding upon both parties,

provided, however, that in arriving at such decisions neither of the parties nor the arbiter shall have the

authority to alter this Agreement in whole or in part.

Limits of the Arbiter: The arbiter cannot order the district to take action contrary to law.

No Duty to Maintain Status Quo: The district has no duty to maintain the status quo or to restore the status quo

pending arbitration. But if return to the status quo isorderedby thearbiter, the returnshallbeaffectedasper the

arbiter's award.

FreedomfromReprisal: Therewillbenoreprisalsagainst thegrievantor others as a result of his/her

participation in this process.

ARTICLE XVII

SALARIES AND EMPLOYEE COMPENSATION

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Section 17.1. Employees shall be compensated in accordance with the provisions of this Agreement for all hours

worked.

Section 17.2. Salaries for employees subject to this Agreement, during the term of this Agreement, are contained

in Schedule A attached hereto and by this reference incorporated herein.

Section 17.3. Salaries contained in the appropriate Schedule A shall be for the entire term of this Agreement

subject to Article XVII, Section 17.3 of this Agreement. Should the date of execution of this Agreement be

subsequent to the effective date, salaries, including overtime, shall be retroactive to the effective date.

Section 17.4. Retroactive pay, where applicable, shall be paid on the first regular pay day following execution of

this Agreement if possible, and in any case not later than the second regular pay day. In the case of retroactive

pay resulting from negotiations pursuant to Article XVII, Section 17.3, such retroactive pay shall be paid on the

first regular pay day following agreement on such schedule, if possible, and in any case not later than the second

regular pay day.

Section 17.5. Each employee shall receive his/her salary in twelve (12) equal payments.

Section 17.6. Any employee who changes job positions within a classification shall receive full longevity credit

regarding the appropriate level placement on Schedule A.

Section 17.7. Any employee required to travel from one site to another in a private vehicle shall be reimbursed

on a per-mile basis at the maximum allowable mileage rate recognized by the Internal Revenue Service as a

deductible business expense, or the District approved rate, if higher.

Section 17.8. Employees required to remain overnight on District business shall be reimbursed for room and

board expenditures.

Section 17.9. Attendance Incentive Program.

Annual Conversion of Accumulated Sick Leave -- Each January, any employee who at the end of the

immediately previous calendar year shall have accumulated in excess of sixty days of unused sick leave may

elect to convert unused sick leave earned the previous year in excess of sixty days to monetary compensation at

29

the rate of 25% of the employee's current, full-time daily rate of compensation for each full day of eligible sick

leave. Any such election shall be made by written notice to the superintendent during the month of January.

Any such annual conversion of accumulated sick leave shall be subject to the terms and limitations of law.

Conversion of Sick Leave Upon Retirement or Death --Any employee who hereafter shall retire or who shall

die while employed by the district may elect (personally or by his/her personal representative, as appropriate)

to convert accumulated, unused sick leave days to monetary compensation at the rate of 25% of the employee's

full-time daily rate of compensation at the time of termination from employment for each full day of eligible

sick leave. Any such conversion of sick leave upon retirement or death shall be subject to the terms and

limitations of law.

ARTICLE XVIII

TERM AND SEPARABILITY OF PROVISIONS

Section 18.1. The term of this Agreement shall be from September 1, 2017, through August 31, 2020

Section 18.1.1. Should the Legislature or Governor's Office hereafter authorize and fund a salary, increment, or

insurance increase, the District will pass through such increases to the BEA classified employees and apply the

same adjustment to categorical employees after consultation/negotiation with the Association, on a prospective

basis.

Section18.2. Allprovisionsof thisAgreement shallbeapplicable to theentire termof this Agreement

notwithstanding its execution date, except as provided in the following section.

Section 18.3. This Agreement may be reopened and modified at any time during its term upon mutual consent

of the parties in writing.

Section18.4. If anyprovisionof thisAgreementor theapplicationofanysuch provision is held invalid, the

remainder of this Agreement shall not be affected thereby.

Section 18.5. Neither party shall be compelled to comply with any provision of this Agreement which conflicts

with State or Federal statutes or regulations promulgated pursuant thereto.

30

Section 18.6. In the event either of the two (2) previous sections is determined to apply to any provision of this

Agreement, such provision shall be renegotiated pursuant to Section17.3.

Section18.7. Ifadoublelevylossoccursorfive(5)percentormoreofstaterevenueis lost,orasuddendrop in

enrollmentoccurs,all economicprovisionsof thisagreement shallbereopenedforthirty(30)calendardays.

Section 18.8. This contract will be effective September 1, 2017 through August 31, 2020 maintaining flow

through if any becomes available and same increases as certificated staff.

Maintain and not to increase current hourly spread of $2.36 between AA1 and AA2 hourly wage. In the future

any increases will be done through a specific dollar increase per hour for AA1 and AA2 at the same rate.

Section 18.9. If, as a result of the State Legislature, salaries are decreased for employees or the school year in

Washington is shortened from its 180 school days, the parties agree to reopen the contract.

Commonstartup date for all elementarymainofficesbefore thestart of school.

Reopenerin the spring of 2018toreviewlongevity and steps, as well as discuss the legislative guidelines

around wages, salaries, and benefits for school employees. The association and district agree to abide by

state law as it applies to all aspects of this contract.

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FERNDALE SCHOOL DISTRICT #502

Ferndale, Washington 98248

FERNDALE ASSOCIATION OF ADMINISTRATIVE ASSISTANTS

SALARY SCHEDULE A 2018-2020

Effective September 1, 2017

A 4.3 % increase to Administrative Assistant I and Administrative Assistant II for the 2017-2018 school year.

For the 2018-2019 & 2019-2020 school year, Administrative Assistant and the Administrative Assistant II will

receive (TBD) state flow through increase.

Current 2017-18 2018-2019 2019-2020

% Change 4.3% Teacher Teacher

increase & increase &

State Flow State Flow

Through Through

Admin Assistant I $20.70 $21.59 $TBD $TBD

%Change 4.3% Teacher Teacher

increase & increase &

State Flow State Flow

Through Through

Admin Assistant II $18.34 $19.23 $TBD $TBD

The Ferndale School District and FAAA leadership will meet throughout the 2017-18 school year to

review the longevity scale and process for calculation vacation days. In addition, the district and FAAA

will discuss wages for the 2018-19 school year.

LONGEVITY

Longevity becomes effective in August 2015 for the 2014-15 school year. One lump sum payment will be paid

each August thereafter based on the percentage shown below It will be paid on the base year contract hours only

(including holidays and vacation days but no overtime or extra hours worked). Employees who start before

October 31st of each year will be given credit for a years completion for longevity purposes.

32

33

FAAA POSITIONS CLASSIFI-CATION BUILDING HRS/DAY WK DAYS LOCATION

CODE

HEAD SECRETARY AAI Beach 8 200 101

HEAD SECRETARY AAI Cascadia 8 205 106 ASST SECRETARY AAII Cascadia 6.5 186 106

HEALTH ROOM AAII Cascadia 4 180 106 HEAD SECRETARY AAI Central 8 205 102 ASST SECRETARY AAII Central 6.5 186 102 HEAD SECRETARY AAI Custer 8 205 103 ASST SECRETARY AAII Custer 6.5 186 103

ACCTS PAYABLE AAI District Support 8 248 970

HEAD SECRETARY FOR TEACHING AND

LEARNING AAI District Support 8 248 970

HEAD SECRETARY SPECIAL SERVICES AAI District Support 8 248 970

SPEC SERV PROG ASST AAI District Support 8 200 970 ACCTS PAYABLE AAI District Support 8 248 970 ASST SEC SP SERVICES AAII District Support 6 190 970

RECEPTIONIST AAII District Support 8 248 970 ASST SEC TEACH &

LEARNING AAII District Support 7.5 186 970

ASST SEC (MUSIC PRG) AAII District Support 3 183 970 HEAD SECRETARY AAI Eagleridge 8 205 109 ASST SECRETARY AAII Eagleridge 6.5 186 109

HEALTH ROOM AAII Eagleridge 4 180 109 ASB SECRETARY AAI FHS 8 205 306

HEAD SECRETARY AAI FHS 8 220 306 REGISTRAR AAI FHS 8 205 306

ASST SECRETARY AAII FHS 8 185 306 ASST SECRETARY AAII FHS 8 185 306 ASST SEC SP SERV AAII FHS 7.5 184 306

ATHLETIC SECR AAII FHS 8 200 306

ASST SECRETARY AAII FHS 8 195 306

COUNSELING OFFICE AAII FHS 7.5 192 306 ASST SEC VOC AAII FHS 5 183 306

HEAD SECRETARY AAI Food Service 8 195 980 ASST SEC FOOD

SERVICE AAII Food Service 6 190 980

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HEAD SCRETARY AAI Horizon 8 210 210 ASST SECRETARY AAII Horizon 8 186 210

ASST SEC ASB AAII Horizon 8 196 210

SEC MAINT/TRANS AAI Maintenance / Transportation 8 248 971

HEAD SECRETARY AAI Skyline 8 205 108 ASST SECRETARY AAII Skyline 6.5 186 108 HEALTH ROOM /

COUNSELOR AAII Skyline 3 180 108

HEAD SECRETARY AAI Vista 8 210 207 ASST SECRETARY AAII Vista 8 186 207

ASST SEC ASB AAII Vista 8 196 207 ASST SECRETARY AAII Windward 2 183 326 HEAD SECRETARY AAI Windward 8 210 326

TBD 2016 2017 School year

1 % of base annual salary given after 3 years of service

2 % of base annual salary given after 5 years of service

4 % of base annual salary given after 10 years of service

6 % of base annual salary given after 15 years of service

8 % of base annual salary given after 20 years of service

10 % of base annual salary given after 25 years of service

35

Structure BookmarksARTICLE I ARTICLE II ARTICLE III ARTICLE IV ARTICLEV ARTICLE VI ARTICLE VII DisabilityLeave Emergency Leave Accrual ARTICLE X ARTICLEXI ARTICLE XII ARTICLE XIII ARTICLE XV ARTICLE XVI Definitions: Process: AssociationGrievances ARTICLE XVIII Current 2017-18 2018-2019 2019-2020 % Change Admin Assistant I %Change Admin Assistant II The Ferndale School District and FAAA leadership will meet throughout the 2017-18 school year to review the longevity scale and process for calculation vacation days. In addition, the district and FAAA will discuss wages for the 2018-19 school year. FAAA POSITIONS CLASSIFICATION BUILDING HRS/DAY WK DAYS LOCATION CODE