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WHITTIER UNION HIGH SCHOOL

DISTRICT

WHITTIER SECONDARY EDUCATION

ASSOCIATION

MASTER AGREEMENT 2012-15 (with 2013 – 14 Amendments)

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TABLE OF CONTENTS

PREAMBLE ............................................................................................................................................................. 1

ARTICLE I - AGREEMENT ......................................................................................................................................... 1

ARTICLE II - RECOGNITION ..................................................................................................................................... 1

ARTICLE III - DEFINITIONS....................................................................................................................................... 2

ARTICLE IV – NEGOTIATION PROCEDURE ............................................................................................................... 2

THIRD PARTY PANEL PROCEDURES ............................................................................................................................ 4 THE OPEN LINE OF COMMUNICATION TO THE SUPERINTENDENT'S OFFICE .............................................................. 6 PURPOSE AND ROLE OF CSC ....................................................................................................................................... 7 SITE WAIVER PROCEDURES ........................................................................................................................................ 8

ARTICLE V - AMENDMENT OF AGREEMENT .......................................................................................................... 10

ARTICLE VI - SAVINGS .......................................................................................................................................... 10

ARTICLE VII - ASSOCIATION RIGHTS ..................................................................................................................... 10

ARTICLE VIII - MAINTENANCE OF BENEFITS AND BOARD RIGHTS ......................................................................... 13

ARTICLE IX - GRIEVANCE PROCEDURE .................................................................................................................. 14

COMPLAINTS AGAINST EMPLOYEES (AR 1312.1) ..................................................................................................... 17

ARTICLE X - WAGES .............................................................................................................................................. 19

CERTIFICATED SALARY SCHEDULE (AR 4151) ........................................................................................................... 19 CERTIFICATED FULLY CREDENTIALED SALARY SCHEDULE ........................................................................................ 20 PSYCHOLOGIST SALARY SCHEDULE – 10 MONTHS (184 DAYS) .................................................................................. 20 ADVANCEMENT IN SALARY ...................................................................................................................................... 21 EXTRA ASSIGNMENTS .............................................................................................................................................. 23 OTHER ACTIVITIES – EXTRA COMPENSATION .......................................................................................................... 25 GUIDANCE AND CURRICULUM SUPPORT (ANNUAL STIPEND) ................................................................................. 25 HOME TEACHERS ..................................................................................................................................................... 25 SUBSTITUTE TEACHER PAY ....................................................................................................................................... 26 PERIOD SUBSTITUTES ............................................................................................................................................... 26 STAFF DEVELOPMENT PAY ....................................................................................................................................... 26 SPECIAL EDUCATION STIPEND ................................................................................................................................. 26 BASIC PRINCIPLES..................................................................................................................................................... 26 INTERIM SALARY ...................................................................................................................................................... 26 SCHOOL ADMINISTRATIVE AND SUPERVISORY SCHEDULE (AR 4151.2) ................................................................... 27 CERTIFICATED HOURLY SALARY SCHEDULE: SUMMER SCHOOL, SUMMER ADULT CONCURRENT AND CONSULTING

TEACHERS (AR 4151.3) ............................................................................................................................................. 28 DRIVER’S TRAINING.................................................................................................................................................. 28 FIELD TRIP SUPERVISION .......................................................................................................................................... 28 COUNSELORS ........................................................................................................................................................... 28 CONSULTING TEACHERS - SITE ................................................................................................................................. 28 DISTRICT NEW TEACHER ADVISOR ........................................................................................................................... 28 PAYMENT OF CERTIFICATED EMPLOYEES (AR 4151.1) ............................................................................................. 29 SUBSTITUTE TEACHERS (AR 4121) ............................................................................................................................ 29 MILEAGE REIMBURSEMENT (BP 3350.1) ................................................................................................................. 29

ARTICLE XI - HEALTH & WELFARE BENEFITS ......................................................................................................... 31

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EARLY RETIREMENT-CERTIFICATED (BP 4117.4) ...................................................................................................... 32 HEALTH SERVICES PLAN (AR 4154) ........................................................................................................................... 33

Continuation of Survivor's Benefits ............................................................................................................................... 34 Continuation of Spousal Benefits .................................................................................................................................. 34

EXAMINATIONS FOR TUBERCULOSIS (AR 4112.4) .................................................................................................... 35

ARTICLE XII - CLASS SIZE ....................................................................................................................................... 36

ARTICLE XIII - HOURS ........................................................................................................................................... 37

NUMBER OF WORKING DAYS (AR 6111.1) ............................................................................................................... 37 SEMI-RETIREMENT (AR 4117.11) ............................................................................................................................. 38 WORKING DAY FOR TEACHERS (AR 4113.1) ............................................................................................................. 39 SCHOOL CALENDAR ................................................................................................................................................. 41

ARTICLE XIV - LEAVES ........................................................................................................................................... 42

CATASTROPHIC LEAVE PROGRAM (AR 4161.9) ........................................................................................................ 44 BEREAVEMENT LEAVE (AR 4161.22) ........................................................................................................................ 47 FAMILY CARE AND MEDICAL LEAVE (AR 4161.8) ...................................................................................................... 48 INDUSTRIAL ACCIDENT/ILLNESS LEAVE (AR 4161.11) .............................................................................................. 50 JURY DUTY LEAVE (BP/AR 4161.23) .......................................................................................................................... 51 LEAVE OF ABSENCE FOR PART-TIME EMPLOYEES AND FULL-TIME .......................................................................... 52 EMPLOYEES WHO ARE EMPLOYED FOR ONLY A PORTION OF THE YEAR (AR 4161.13) ............................................ 52 LEAVES OF ABSENCE WITHOUT PAY (AR 4161.12) ................................................................................................... 52 MATERNITY LEAVE OF ABSENCE (AR 4161.01) ......................................................................................................... 53 MILITARY LEAVE (AR 4161.5) ................................................................................................................................... 53 PERSONAL NECESSITY LEAVES OF ABSENCE (AR 4161.2) ......................................................................................... 58

ORDINARY CIRCUMSTANCES ............................................................................................................................... 58 SPECIAL CIRCUMSTANCES .................................................................................................................................... 59 COMPELLING PERSONAL NEED ............................................................................................................................ 59 EXTRAORDINARY CIRCUMSTANCES ..................................................................................................................... 60

PERSONAL BUSINESS LEAVE (AR 4161.21) ............................................................................................................... 60 QUARANTINE LEAVE (AR 4161.02) ........................................................................................................................... 60 SABBATICAL LEAVE (AR 4161.3/4161.31) ................................................................................................................ 61 SICK LEAVE (AR 4161) ............................................................................................................................................... 64 SUBPOENA LEAVE (AR 4161.24) ............................................................................................................................... 66

ARTICLE XV - EVALUATION ................................................................................................................................... 67

EVALUATION/SUPERVISION (BP 4115) .................................................................................................................... 67 EVALUATION OF COUNSELOR/PSYCHOLOGIST PERSONNEL (AR 4115.1) ................................................................ 69 EVALUATION/SUPERVISION TIMELINE (AR 4115) .................................................................................................... 74 PEER ASSISTANCE AND PEER REVIEW (PAR) ............................................................................................................. 76 DEPARTMENT CHAIRPERSONS ................................................................................................................................. 81 DEPARTMENT CHAIRPERSON - POSITION DESCRIPTION .......................................................................................... 81 REMOVAL OF PERMANENT CERTIFICATED EMPLOYEE FROM R-FACTOR ................................................................. 83 AND/OR EXTRA PAY ASSIGNMENT (AR 4117.41) ..................................................................................................... 83

ARTICLE XVI - TRANFERS ...................................................................................................................................... 84

DEPARTMENTAL ASSIGNMENT AND/OR TRANSFER OF ........................................................................................... 84 CERTIFICATED PERSONNEL FROM ONE SITE TO ANOTHER (AR 4114) ...................................................................... 84 SENIORITY OF CERTIFICATED PERSONNEL (AR 4117.3) ............................................................................................ 90

ARTICLE XVII - SAFETY CONDITIONS ..................................................................................................................... 91

EMPLOYEE PROTECTION - CERTIFICATED................................................................................................................. 91

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ARTICLE XVIII - INDEPENDENT STUDY/ADULT EDUCATION.................................................................................... 92

SIERRA VISTA INDEPENDENT STUDY PROGRAM ...................................................................................................... 92 YEAR ROUND PROGRAM - CONCURRENT ADULT EDUCATION PROGRAM ............................................................... 93

ARTICLE XIX - DURATION ..................................................................................................................................... 95

APPENDIX .............................................................................................................................................................. A

APPROVED BELL SCHEDULES ............................................................................................................................................. 1 California High School ............................................................................................................................................ 1 La Serna High School.............................................................................................................................................. 2 Pioneer High School ............................................................................................................................................... 3 Santa Fe High School ............................................................................................................................................. 4 Whittier High School .............................................................................................................................................. 5

EVALUATIONS ................................................................................................................................................................ 6 First Year in District ................................................................................................................................................ 6 Second Year in District ........................................................................................................................................... 8 Three or More Years in District ............................................................................................................................ 10 Department Chairperson Annual Evaluation ....................................................................................................... 12 Counselor/Psychologist Annual Evaluation ......................................................................................................... 13

SURVEYS ..................................................................................................................................................................... 16 Annual Staff Survey .............................................................................................................................................. 16 Department Staff Annual Survey ......................................................................................................................... 17

FORMS ....................................................................................................................................................................... 18 Catastrophic Leave Bank –Contribution Form ..................................................................................................... 18 Application for Catastrophic Leave ...................................................................................................................... 19

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WHITTIER UNION HIGH SCHOOL DISTRICT Whittier, California

WHITTIER SECONDARY EDUCATION ASSOCIATION

2012 - 2015 MASTER AGREEMENT

PREAMBLE It is the purpose of the parties entering into this Agreement to promote the improvement of personnel management and employer-employee relations within the Whittier Union High School District through policies and procedures that are mutually beneficial to the Board and Association.

ARTICLE I - AGREEMENT

1. The Articles and provisions contained herein constitute a bilateral and binding agreement ("Agreement") by and between the Board of Trustees of the Whittier Union High School District ("Board") and the Whittier Secondary Education Association ("Association"), an employee organization affiliated with the California Teachers Association and the National Education Association.

2. This Agreement is entered into pursuant to Chapter 10.7, Sections 3540-3549 of the

Government Code ("Act").

3. This Agreement shall remain in full force and effect from September 1, 2012 through August 31, 2015.

ARTICLE II - RECOGNITION

The Board recognizes the Association as the exclusive representative of all certificated employees of the Whittier Union High School District (“District”) excluding the Superintendent, Assistant Super-intendents, Associate Superintendent, district Directors and district-level positions requiring an administrative services credential, Principals and Assistant Principals for the purposes of meeting and negotiating.

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ARTICLE III - DEFINITIONS

1. "Negotiable items" means matters required by law to be negotiated such as compensation,

hours of employment, and other terms and conditions of employment.

2. "Terms and conditions of employment" means health and welfare benefits, leave and transfer policies, safety conditions of employment, class size, procedures to be used for the evaluation of employees, organizational security, and procedures for processing grievances.

3. "Negotiate in good faith" means a serious and honest effort on the part of each party to

reach agreement, including, but not limited to, the duty on the part of each party to provide the other with information, records, data, worksheets and budgetary materials which may be relevant to the negotiations of negotiable items, and also the duty to meet and negotiate as provided by Section 3543.7 of the Act.

4. "Certificated employee" refers to any employee who is included in the appropriate unit as

defined in Article II and therefore covered by the terms and provisions of this Agree-ment.

5. "Employee organization," when referring to certificated employees in Board policy or

procedures, is the Whittier Secondary Education Association, an affiliate of the California Teachers Association and the National Education Association ("Association").

6. "Days" means regularly scheduled teacher workdays.

7. "District" refers to the Whittier Union High School District.

ARTICLE IV – NEGOTIATION PROCEDURE 1) Not later than May 31 of the calendar year in which this Agreement expires, the Negotiating

Committee shall meet and negotiate in good faith on negotiable items at one or more meetings of the Negotiating Committee specifically designated for that purpose. Any tentative agreement reached between the parties to this contract shall be executed in writing and signed by them.

2) The Negotiating Committee is comprised of members of WSEA’s Bargaining Team and members of the Superintendent’s Cabinet.

3) The Negotiating Committee's role includes the areas of:

a) The Master Agreement b) Wages c) Hours of employment d) Other terms and conditions of employment e) Health and welfare benefits

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f) Leave and transfer policies g) Safety conditions of employment h) Class size i) Procedures for evaluating employees j) Organizational security k) Procedures for processing grievances

4) The Committee's study and discussion are designed to assist in the formulation of items to be recommended as policies for Board action. It includes, but is not limited to, the following major areas as they affect Board policy: a) Budget development input b) Employee benefits c) Teacher welfare and working conditions d) In-service education and professional development e) Professional responsibilities

Board Policy Matters Any potential Board policy matter, after discussion at Negotiating Committee meetings, may appropriately be channeled as follows:

Referred to a subcommittee of Negotiating Committee Members.

Be placed by the Superintendent upon the Board agenda for a future Board meeting

Be taken under advisement by the Superintendent and his/her administrative staff who will seek input from all associations affected by the proposal

Be referred to W.S.E.A. for study and recommendation Administrative Matters

Administrative matters brought before the Negotiating Committee may be referred to a subcommittee of Negotiating Committee Members.

If a larger subcommittee is recommended the Superintendent and WSEA may appoint members.

5) Negotiations shall take place at meetings of the Negotiating Committee

6) Except for members of the resource committee during impasse procedures, only members of

Negotiating Committee will be allowed to attend a negotiations meeting except by mutual consent of the Association President and Superintendent.

7) During negotiations, when either party declares that an impasse has been reached on any matter

within the scope of negotiations according to Government Code 3543.2, the following procedures shall be followed:

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a) A resource committee shall be promptly convened according to the procedures specified in Board Policy 4101

b) The resource committee, through independent study sessions, will consider pertinent data,

and, meeting either separately or jointly with the parties or their representatives, shall attempt to persuade them to resolve their differences.

c) When, in the committee's view, these efforts no longer seem likely to eventuate in success,

or upon the request of either of the parties, the committee shall issue advisory findings and recommendations at a meeting of the Negotiating Committee.

d) The findings and recommendations of the committee shall be made public by the public

school employer at the time that the employer takes official action on any matter at impasse. 8) During the life of the Agreement and during any period of negotiations which may continue

after its expiration, the Board shall, upon the request of the Association, and consistent with the intent of Article VII, No. 2, grant the use of district substitutes to provide released time without loss of compensation to representatives designated by the Association to attend or directly prepare for meetings devoted to negotiations, grievance processing, or impasse procedures.

9) The Board shall provide access to, or, upon the Association's request, furnish copies of all

county and state required reports as soon as they are transmitted to the county or state, and shall likewise provide access to or furnish copies of all budgetary and other information it produces that are necessary for the Association to fulfill its role as the exclusive bargaining representative.

10) Not later than October 15, the Board shall furnish the Association with the placement of

personnel on the respective salary schedules as of October 1. 11) The Board shall, consistent with the intent of Article VII, No. 2, grant the use of district substi-

tutes to provide released time without loss of compensation to the President of the Association for Association business related to Chapter 10.7, Sections 3540-3549 (California Government Code); the total cost of such released time shall not exceed 10 days. Additionally, three periods of released time (not including the conference period) or its equivalent for non-classroom persons shall be provided for the Association President at District expense, the periods to be determined by mutual agreement of the Association President and his/her principal/supervisor.

THIRD PARTY PANEL PROCEDURES After extensive study within the Negotiating Committee, when it becomes apparent that further progress cannot continue and it seems desirable that a third-party panel be utilized as a resource, the following procedure will be followed: 1. By October 1 of each school year, a volunteer panel of ten (10) potential committee members will be named as follows:

a. Five (5) individuals named by each recognized employee organization b. Five (5) individuals named by Board of Trustees (for each recognized employee

organization)

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2. In addition to these panel members, a separate group of three (3) persons, mutually agreed upon, will be appointed to serve as a source for a chairman for any resource committee selected during the year. 3. Eligible panel members shall be either:

a. Residents of the Whittier Union High School District, other than employees or their relatives;

b. Retired Whittier Union High School District employees; or c. Former Board members of the Whittier Union High School District.

4. The resource committee, upon request of either the organization or the Board of Trustees, is to be formed as follows:

a. Each party appoints one (1) representative from the previously named ten (10) member panel. These two become resource committee members.

b. From the special group of three (3) persons mutually agreed upon in October, the two (2) representatives select one person (1) who will be chairman of the resource committee.

c. If agreement on a chairman for the resource committee cannot be reached in this manner, then the chairman will be that person left after one name is struck from the mutually-agreed-upon list by the employee organization and one name struck by the Board of Trustees.

5. If there has been no pool of persons established by mutual agreement of the employee organization and the Board of Trustees, the following procedure will be used to select a chairman of the resource committee:

a. The employee organization and the School District then take turns in deleting names from the other's list of four remaining names until only two names are left of the original eight.

b. By coin toss, it will be determined whether the third resource committee member is to be the name remaining on the organization list or the name remaining on the Board list.

c. This third member, once determined, will become chairman of the resource commit-tee.

6. The committee, through independent study sessions, will consider pertinent data and will then assist the Negotiating Committee in helping to resolve the problem areas and is to attend Negotiating Committee meetings to provide new input into the process. 7. Upon completion of its work, the committee is dissolved. 8. Any final policy action will be taken at a public meeting by the Board of Trustees. Note: While every effort will be made to delay final Board action until all the above steps have been fully taken, nothing in this procedure is to be construed to abrogate the Board's responsibility to make decisions at any time.

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THE OPEN LINE OF COMMUNICATION TO THE SUPERINTENDENT'S OFFICE Purpose The purpose of the open line of communication to the Superintendent is to provide access to the office of the Superintendent for those organizations, groups or individuals who wish to communicate ideas, suggestions or requests directly with the Superintendent. Operation 1) An idea, suggestion or request which is to be submitted for consideration is sent in writing or via

e-mail to the office of the Superintendent or a delegated representative.

2) The superintendent or designee will respond witin twenty (20) working days in writing or via e-mail to the originator and to WSEA with a district response.

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PURPOSE AND ROLE OF CSC The Certificated Study Committee (CSC) is a study committee which, through open and frank discussion by individuals from the Board of Trustees, the W.S.E.A. and the Administration of the Whittier Union High School District, strives to improve the educational program of the District. CSC also serves as the culminating step of the negotiations process prior to Board approval of the collective bargaining agreement. The negotiating procedure is delineated in Article IV of the Master Agreement between W.S.E.A. and the Board of Trustees of the Whittier Union High School District. CSC Membership 2. Members from the Board of Trustees - ex officio, except chairman or co-chairman 3. Maximum of eleven (11) members from W.S.E.A. selected by W.S.E.A. prior to the

September meeting 4. Superintendent and maximum of five (5) of his full-time District employed administrative

resource personnel selected by the Superintendent prior to the September meeting 5. Vacancies will be filled by and from the respective groups as needed. Officers and Minutes of Meeting CHAIRPERSON: The Chair Position rotates yearly between the Board President and W.S.E.A. president.The Board serves in even years and WSEA serves in odd years. VICE CHAIRPERSON: The Vice Chair Position rotates yearly between the Board President and W.S.E.A. president.The Board serves in odd years and WSEA serves in even years. Serves in absence of chairperson. Official minutes of CSC will be taken by an administrative representatives. A draft of these minutes will be distributed to members of the committee and may be edited by mutual consent of the W.S.E.A. President and Superintendent. Copies of the minutes will be posted after each meeting on official bulletin board by the principal's office at each facility and at the central office by Personnel Services Division. Officers and list of members will be printed annually at Whittier Union High School District expense on official letterhead denoting the name of the organization. Official files will be maintained in office of Superintendent and at W.S.E.A. office.

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Copies will be distributed to each certificated staff member. Copies will be distributed to W.S.E.A. President, W.S.E.A. executive board, CSC members and C.S.E.A. President. Agendas are to be prepared jointly by the Superintendent and W.S.E.A. President. Agenda items may be received from any certificated staff member, W.S.E.A. member or Board member. Recorded minutes will reflect issues and discussion points but will not identify points of view of individual persons. SITE WAIVER PROCEDURES As the exclusive representative of all certificated employees, WSEA is responsible to negotiate wages, hours of employment, and other terms and conditions of employment. "Terms and conditions of employment" means health and welfare benefits, leave and transfer policies, safety conditions of employment, class size, procedures to be used for the evaluation of employees, organizational security, and procedures for processing grievances. Any site-based decision making plan which proposes any change in the above provisions of the existing contract must be negotiated as waiver of the Master Agreement through collective bargaining. All provisions of the proposal must comply with the bargained Master Agreement and be reached in accordance with the EERA. The Association will require the following procedure in order to approve any plan that proposes site-specific changes in the Master Agreement. WSEA Curriculum & Instruction Committee will be responsible for reviewing the school-site plans, interviewing personnel, and making recommendations to Representative Council. The site-specific contract proposal, after approval by Representative Council, will be negotiated at CSC. Determination of Readiness It is recommended that the local site use the "California Center for School Restructuring Readiness Inventory" to determine site readiness for restructure and/or as a tool for monitoring the process. Curriculum & Instruction Committee may consider this input in their review. WSEA would recommend a preliminary 2/3 vote of bargaining unit members to indicate commitment and to ensure success of the plan. A vote with approval of at least 51% of WSEA members, however, will be sufficient to move a plan forward. Required Elements for Approval

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1. WSEA members must be involved at the local school site in the preliminary stages of planning.

2. Statement of Intent: The voting process is to allow maximum response to determine whether there is support of a site waiver. To facilitate this intent, one or two days of voting may take place. Prior to the election the site president will provide an absentee ballot upon request to one who knows he/she will not be on site during the election. If the ballot is not returned, it will be counted against support of amending the contract. One who is absent the entire day(s) of voting, who has not obtained an absentee ballot, will not be counted for or against the measure (i.e. the base WSEA member number will be adjusted.)

3. The WSEA ballot is to be approved by the WSEA President prior to June 1. WSEA school site leaders will conduct a secret ballot election to determine approval of contract waivers and approval of the final plan. Approval will be indicated by at least 51% of WSEA members. (Preliminary polls may be conducted by local leaders.)

4. A description of the governance, decision-making, and problem-solving process of the school must comply with assignment and transfer procedures, and the Grievance Procedure.

Monitoring and Evaluation 1. WSEA local members will have the opportunity to review the program and to recommend to

the Association continuation and/or changes. 2. Formal monitoring and evaluation will take place at the semester with a private evaluation

form. At the end of the year, a secret ballot will be administered to determine staff satisfaction.

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ARTICLE V - AMENDMENT OF AGREEMENT 1. This Agreement may be amended by negotiations (mutual agreement) before its expiration date, and nothing in this Agreement is to be retained in future agreements solely based on the argument of precedent.

ARTICLE VI - SAVINGS 1. If any portion of this Agreement or any application thereof to any certificated employee or the Board is held by the highest court of the State or by a federal court to be contrary to law, then such provision or application will be deemed invalid, to the extent required by such court decision, but all other provisions or applications shall continue in full force and effect. 2. Should a provision or application be deemed invalid, as described in paragraph 1 above, all remaining provisions are to be retained to the extent allowable under law. Moreover, the parties shall meet not later than ten (10) days after such court decision to renegotiate the provisions affected.

ARTICLE VII - ASSOCIATION RIGHTS 1. The Association and its local affiliate (Whittier Secondary Counselors Association) when transacting official business, shall have such rights and privileges as the Association now possesses under current district policies and procedures, including access at reasonable times to areas in which employees work, the use of institutional bulletin boards, mail boxes, district mail services, and other means of communication, and the use of institutional facilities at reasonable times to hold meetings. Free office space, the size and location of which shall be mutually agreeable shall be provided to the Association by the District. 2. Such meetings or business shall not conflict with, nor preempt the carrying out of, the members' responsibilities to students, parents, and educational procedures as determined by the principal. 3. Agency Shop

3.l Any unit member who is a member of the Association/CTA/NEA, or who has applied for membership, may sign and deliver to the District an assignment authorizing deduction of unified membership dues, initiation fees and general assessments in the Association. Pursuant to such authorization, the District shall deduct one-tenth (l/l0) or such dues from the regular salary check of the unit member each month for ten (l0) months. Deductions for 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.

3.2 Any unit member except a substitute teacher who is not a member of the Associat-ion/CTA/NEA, or who does not make any application for membership within thirty (30) days of the effective date of this Agreement, or within thirty (30) days from the date of commencement of assigned duties within the bargaining unit, shall become a member of the Association or pay to the

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Association a fee in an amount equal to unified membership dues, initiation fees and general assess-ments, payable to the Association in one lump sum cash payment in the same manner as required for the payment of membership dues, provided, however, that the unit member may authorize payroll deduction for such fee in the same manner as provided in section 3.1 of this Article. In the event that a unit member shall not pay such fee directly to the Association, or authorize payment through payroll deduction as provided in section 3.1, the Association shall so inform the District, and the District shall immediately begin automatic payroll deduction as provided in Education Code section 45061 and in the same manner as set forth in section 3.1 of this Article. There shall be no charge to the Association for such mandatory agency fee deductions.

3.3 Any unit member who is a member of a religious body whose traditional tenets or teachings include objections to joining or financially supporting employee organizations shall not be required to join or financially support the Association/CTA/NEA as a condition of employment; except that such unit member shall pay, in lieu of a service fee, sums equal to such service fee to one of the following non-religious, non-labor organizations, charitable funds exempt from taxation under section 501(c)(3) of Title 26 of the Internal Revenue Code:

3.3.1 American Red Cross--Rio Hondo Chapter

3.3.2 American Cancer Society, Long Beach-Harbor-Southeast Unit No. 54

3.3.3 The American Heart Association, Greater Los Angeles Affiliate Such payment shall be made on or before October 31 of each school year.

3.4 Proof of payment and a written statement of objection along with verifiable evidence of membership in a religious body whose traditional tenets or teachings object to joining or finan-cially supporting employee organizations, pursuant to section 3.3 above, shall be made on an annual basis to the Association and District as a condition of continued exemption from the provisions of section 3.1 and 3.2 above. Proof of payment shall be in the form of receipts and/or canceled checks indicating the amount paid, date of payment, and to whom payment in lieu of the service fee has been made. Such proof shall be presented on or before October 31 of each school year.

3.5 Any unit member making payments as set forth in sections 3.3 and 3.4 above, and who requests that the grievance or arbitration provisions of this Agreement be used in his/her behalf, shall be responsible for paying the reasonable cost of using said grievance or arbitration procedures.

3.6 With respect to all sums deducted by the District pursuant to sections 3.1 and 3.2 above, whether for membership dues or agency fee, the District agrees promptly to remit such monies to the Association accompanied by an alphabetical list of unit members for whom such deductions have been made, categorizing them as to membership or non-membership in the Association, and indicating any changes in personnel from the list previously furnished.

3.7 The Association agrees to furnish any information needed by the District to fulfill the provisions of section 3 of this Article.

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4. Dues Deduction 4.1 The right of payroll deduction for payment of organizational dues shall be accorded

to the Association. Association members who currently have authorization cards on file for the above purposes need not be re-solicited. Association dues and fees, upon formal written request from the Association to the District, shall be increased or decreased without re-solicitation and authorization from unit members.

4.2 Pursuant to authorization by the unit member, the Board shall deduct one-tenth (1/10) of the Association dues and fees from the regular salary check each month. Deductions for unit members who sign such authorization after commencement of the school year shall be appro-priately prorated to complete the payment by the end of the school year.

4.3 With respect to all sums deducted by the Board pursuant to authorization of the unit member, for membership dues, the Board agrees promptly to remit such monies to the Association along with an alphabetical list of unit members for whom such deductions have been made and any changes that may have occurred since the previous list. 5. Hold-harmless clause:

5.1 The Association agrees to pay to the District all reasonable legal fees and legal costs incurred in defending against any court action and/or administrative action before the Public Employment Relations Board challenging the legality or constitutionality of the agency fee provi-sions of this Agreement or their implementation.

5.2 The Association shall have the exclusive right to decide and determine whether any such action or proceeding referred to in Paragraph 6.1 shall or shall not be compromised, resisted, defended, tried or appealed. The Association agrees to indemnify and hold harmless the District, Board members, and its employees for any judgment/or settlement liability arising out of such action or proceedings.

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ARTICLE VIII - MAINTENANCE OF BENEFITS AND BOARD RIGHTS 1. It is agreed that for the duration of this Agreement, the Board will not reduce or eliminate benefits of any current policies relating to wages, hours of employment, health and welfare benefits as defined by Section 53200 (California Government Code), leaves, transfers, evaluation, and proce-dures for processing problems. 2. It is further agreed that the Board retain all of its powers and authority to direct, manage and control the District. Included but not limited to those powers are the right to: determine its organi-zation; direct the work of its employees; determine the time and hours of operation; determine the kinds and levels of services to be provided, and the methods and means of providing them; establish its educational policies, goals and objectives and to implement evaluation procedures; insure the rights and educational opportunities of students; determine staffing patterns; determine the number and kinds of personnel required; maintain the efficiency of district operations; determine the curriculum; build, move or modify facilities; determine the methods of raising revenue; contract outside work; and take action on any matter in the event of an emergency. In addition, the Board retains the right to hire, classify, assign, evaluate, promote, terminate, and discipline employees. 3. In keeping with past practice, the Board, before making any addition or change in district policy (except items concerning administrative salaries, hours and organization, and internal Board matters), will make every reasonable effort to secure and take into consideration the recommen-dations made by the employee organization.

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ARTICLE IX - GRIEVANCE PROCEDURE

I. Definitions

1. A "grievance" is a claim by the Association or by one or more certificated employees that there has been a violation, misinterpretation or misapplication of a provision of this Agreement.

2. An "aggrieved person" is the person or persons, including the Association or representatives thereof, making the claim.

3. A "party in interest" is any person who might be required to take action or against whom action might be taken in order to resolve the claim.

4. "Association" when referring to an individual is the President of the Association or his/her designated representative who belongs to WSEA. II. Purpose

1. The purpose of this procedure is to secure, at the lowest possible administrative level, equitable solutions to the problems which may from time to time arise affecting the welfare or working conditions (as defined by law) of certificated employees. Both parties agree that these proceedings will be kept as informal and confidential as may be appropriate at any level of the procedure.

2. Nothing contained herein will be construed as limiting the right of any certificated employee having a grievance to discuss the matter informally with any appropriate member of the administration, and to have the grievance adjusted without intervention by the Association, provided that the adjustment is not inconsistent with the terms of this Agreement and that the Association has been given a copy of the grievance and an opportunity to file a response. Upon request of the employee or the Association, the Association shall have the opportunity to be present and to state its views.

3. Since it is important that grievances be processed as rapidly as possible, the time limits specified at each level should be considered to be maximums and every effort should be made to expedite the process. The time limits may, however, be extended 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 an aggrieved person, the time limits set forth herein will be reduced so that the procedure may be exhausted prior to the end of the school year or as soon as possible. III. Procedure

1. Level One

a. Within twenty (20) days after occurrence of an alleged grievance, an aggrieved person will discuss the grievance with the appropriate principal or immediate

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supervisor, either directly or through the Association's designated grievance representative with the objective of resolving the matter informally. If this fails to resolve the problem, the grievant will present the grievance in writing, within the above stated 20-day period, to the appropriate principal or immediate supervisor either directly or through the Association's designated grievance representative. The appropriate principal or immediate supervisor shall give the aggrieved person his decision in writing.

b. If the aggrieved person does not receive a written decision within five (5)

days of the Level One meeting, then he/she may file the grievance in writing simultaneously with the President of the Association and the Superintendent.

2. Level Two

a. If the aggrieved person is not satisfied with the written disposition of the

grievance at Level One, then he/she may file the grievance in writing simultaneously with the president of the Association and the Superintendent within ten (10) days after the Level One meeting.

b. Within ten (10) days after receipt of the written grievance by the

Superintendent, the Superintendent or designee will meet with the aggrieved person and a representative of the Association in an effort to resolve it. The Superintendent or designee shall give the aggrieved person the decision in writing.

The Association either in its own behalf or on behalf of the affected certificated employee may initiate a grievance at Level Two. Time limits for Association response in Levels Two through Four shall include the time stipulated for an individual plus the time allowed the Association.

3. Level Three If the aggrieved person does not receive a written decision within ten (10) days after he/she has first met with the Superintendent or designee, or if the aggrieved person is not satisfied with the disposition of his/her grievance at Level Two, then he/she may within ten (10) days file a request in writing that the Association submit his/her grievance to the Superintendent for discussion at a meeting of the Board.

4. Level Four

a. If the aggrieved person does not receive a written decision from the Board within fifteen (15) days after submission of his/her grievance at Level Three, or if the grievant is not satisfied with the disposition of his/her grievance by the Board, then he/she may within five (5) days request that the Association submit the grievance to advisory arbitration. The Association may by written notice to the Superintendent within ten (10) days after the receipt of a written request submit the grievance to advisory arbitration. If any questions arise as to the arbitrability of the grievance, such question will be ruled on by the arbitration panel only after it has had an opportunity to hear the merits of the grievance.

b. A third party panel shall be chosen to arbitrate the grievance. The panel shall

be chosen by the procedure described in Board Policy 4101.

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c. The arbitration panel shall study the grievance and render a decision in

writing, setting forth its findings of fact, reasoning, and conclusions on the issues submitted. The panel will be without power or authority to make any decision which requires the com-mission of an act prohibited by law or which is violative of the terms of this Agreement. However, it is agreed that the panel is empowered to include in any recommendations such financial reimbursement or other remedies as it judges to be proper. The findings of the panel will be submitted to the Superintendent, the Association, and the Board of Trustees, and will be advisory to all parties of this Agreement.

d. All costs for the services of the panel, if any, including but not limited to,

reasonable per diem expenses, travel and subsistence expenses, clerical expenses, and the cost of any hearing room will be borne equally by the Board and the Association. All other costs will be borne by the party incurring them.

IV. Rights of Certificated Employees to Representation

1. No reprisals of any kind will be taken by the Superintendent or by any member or representative of the administration or the Board or the Association against any aggrieved person, any party in interest, any member of the Association or any other participant in the grievance procedure by reason of such participation.

2. A certificated employee may be represented at all stages of the grievance procedure by himself/herself, or, at his/her option, by a representative selected by and belonging to the Association. If a certificated employee is not represented by the Association or its representative, the Association shall have the right to be present and to state its views at all stages of the grievance procedure. V. Miscellaneous

1. If a grievance arises from action or inaction on the part of a member of the admin-istration at a level above the principal or immediate superior, 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 Two. The Association may process such a grievance through all levels of the grievance procedure even though the individual aggrieved person does not wish to do so.

2. Decisions rendered at Levels One and Two of the grievance procedure will be in writing setting forth the decision and the reasons therefore and will be transmitted promptly to all parties in interest and to the President of 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. The Association either in its own behalf or on behalf of the affected certificated employee may initiate a grievance at Level Two. Time limits for Association response in Levels Two through Four shall include the time stipulated for an individual plus the time allowed the Associa-tion.

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4. When it is necessary for a representative designated by the Association to investigate a grievance or attend a grievance meeting or hearing during the day, he/she will, upon notice to his/her principal or immediate superior by the President of the Association, concurrent with the limits of Article IV Negotiation Procedure, No. 7, and Article VII Association Rights, No. 2, be released without loss of pay or leave in order to permit participation in the foregoing activities. Any certificated employee who is requested to appear in such investigation, meetings, or hearings as a witness will be accorded the same right.

5. All documents, communications and records dealing with the processing of a grievance will be filed in a separate grievance file and will not be kept in the personnel file of any of the participants.

6. Forms for filing grievances, serving notices, taking appeals, making reports and recommendations, and other necessary documents will be prepared jointly by the Superintendent and the Association and given appropriate distribution by the Association so as to facilitate operation of the grievance procedure. The costs of preparing such forms shall be borne by the Board. COMPLAINTS AGAINST EMPLOYEES (AR 1312.1) The Board of Trustees and the Associations encourage open communication between the home, school and the community. A positive partnership between parents, teachers, community and the administrative and support staff is essential to the educational process. Open and on-going communication among all parties minimizes the opportunities for problems to develop. In the event that concerns are received about an employee of the District, from a parent, student or community member, these sequential guidelines shall be followed. If the concern or complaint is filed in such a way that it does not fit into the sequence of these guidelines, the Assistant Superintendent, Personnel, and the WSEA or CSEA President will agree upon a course of action that complies as closely as possible with this policy. In cases where the allegation may require involvement by law enforcement agencies, the Assistant Superintendent, Personnel, may waive or place in abeyance this policy. 1. The concerned person shall attempt to resolve his/her concerns through oral communication with the employee or the employee's immediate supervisor or other local-level designees within a reasonable time. 2. If the concern is not resolved, the immediate supervisor shall meet with the employee to discuss the concern and shall conduct a thorough investigation of the matter. The employee shall have the right to meet with the concerned person and supervisor. At this stage, conferences with various school personnel may be held in an attempt to resolve the concern. If this investigation determines that the allegations are unfounded, the concern shall be disregarded and shall not be a matter of record. 3. If the concern is not resolved at the above level, it becomes a complaint and shall be made in writing by the complainant and given to the employee's immediate supervisor within five (5) school

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days of the meeting. Under extenuating circumstances, the Superintendent with concurrence of the Association President can waive these time limits. 4. The employee shall be notified and furnished with a copy of this complaint within five (5) school days of the supervisor's receipt of the written complaint. The employee shall have the opportunity to respond in writing within five (5) school days. 5. The supervisor shall prepare and furnish to the employee a summary of the complaint, a summary of the investigation and the action taken. Receipt of the summary shall be acknowledged in writing by the employee. This acknowledgment signifies receipt of the summary only, not necessarily agreement. The employee shall have five (5) school days to furnish a written response to the supervisor's summary. The summary with the written response shall be reviewed by the employee's evaluator and may be placed in the employee's personnel file, unless the evaluator determines that the allegations are unfounded, in which case the complaint shall be disregarded and not be a matter of record. 6. In the event that the complaint is not resolved to the satisfaction of the complainant, an appeal may be filed with the Superintendent, or his designated Assistant Superintendent, within five (5) school days. The Superintendent, or his designated Assistant Superintendent, shall render a written decision to all parties concerned within ten (10) working days from the filing of the appeal. This decision will be final. 7. In the event that the complaint is not resolved to the satisfaction of the employee, the problem processing or grievance procedure (as outlined in the Master Agreement) may be utilized. This appeal shall include all documentation and reports considered in Steps 1 through 5 above. Should these appeal processes be started, all interested parties will be notified.

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ARTICLE X - WAGES

CERTIFICATED SALARY SCHEDULE (AR 4151) Effective July 1, 2011

A B C D E F

1 42,665 42,665 45,488 48,626 51,762 54,900

2 42,665 42,665 45,488 48,626 51,762 54,900

3 42,665 44,704 47,842 50,978 54,116 57,254

4 43,920 47,058 50,195 53,333 56,468 59,604

5 46.273 49,411 52,547 55,685 58,822 61,959

6 48,626 51,762 54,900 58,036 61,175 64,312

7 50,978 54,116 57,254 60,390 63,527 66,666

8 53,333 56,468 59,604 62,743 65,582 69,017

9 55,685 58,822 61,959 65,096 68,234 71,371

10 58,036 61,175 64,312 67,449 70,586 73,723

11 63,527 66,666 69,801 72,939 76,076

12 69,017 72,154 75.292 78,430

13 75,624 78,807 81,991

18 80,458 83,596 86,734

24 or more years 85,305 88,442 91,580

Column Requirements A. B.A. B. B.A. plus 15 semester units* C. B.A. plus 30 semester units* D. B.A. plus 45 semester units or M.A.* E. B.A. plus 60 semester units including M.A. or M.A. plus 24 semester units* F. B.A. plus 75 semester units including M.A. or M.A. plus 36 semester units* NOTES: *Only those units taken after the degree has been granted will be allowed for credit. Compensation for the Earned Ph.D. or Ed.D. is 6.5% of Step 1 ($2,773), Column A , to be incorporated in annual salary. Compensation for National Boards Certification is $2,000 per year, to be incorporated in annual salary.

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CERTIFICATED FULLY CREDENTIALED SALARY SCHEDULE This salary schedule is for teachers who have a full credential (Preliminary or Professional Clear) ONLY

A B C D E F

1 50,694 50,696

2 50,694 50,696

3 50,696

4 50,697

Column Requirements B.A. plus a credential* (Preliminary or Professional Clear Only) B.A. plus 45 semester units or a M.A.* B.A. plus 60 semester units including M.A. or M.A. plus 24 semester units* B.A. plus 75 semester units including M.A. or M.A. plus 36 semester units*

Notes: *Only those units taken after the degree has been granted will be allowed for credit. Compensation for the Earned Ph.D. or Ed.D. is 6.5% of Step 1 ($2,773), Column A, to be incorporated in annual salary. Compensation for National Board Certification is $2,000 per year to be incorporated in annual salary. PSYCHOLOGIST SALARY SCHEDULE – 10 MONTHS (184 Days)

1

77,808

2

77,808

3

80,511

4

83,212

5

85,914

6

88,615

10

91,317

13

94,019

18

99,284

24

104,694

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Compensation for the Earned Ph.D. or Ed.D. is 6.5% of Step 1 ($2,773), Column A of the Certificated Salary Schedule, to be incorporated in annual salary. Experience as a professional Psychologist in an approved public or private agency determines step placement. The Psychologist hourly rate is based on Administrative Regulation 4151.3 Column F ADVANCEMENT IN SALARY In order to advance columns on the salary schedule Personnel on this schedule should present to the Personnel Services Division an advancement in cloum form and a copy of their unofficial transcript as soon as it is available.

1. Only academic upper division or graduate level units applicable for a degree or credential program offered by an accredited institution and taken after the degree has been granted will be allowed for credit.

2. Credit for lower division units, after the degree has been granted, will be approved only if in a subject matter area beneficial to or required for the teaching assignment and authorized in advance by the Assistant Superintendent, Personnel Services.

3. The advancement in column will take effect the date that the unofficiail transcript is received by Personnel Services. However, the Board cannot take action to advance column until an Official Transcript is received. The Official transcript must be received prior to June 30th of that school year in order to receive retroactive pay.

Minimum Teaching Required for Increment Only those who have taught 75% of the scheduled school year or more during a given current school year will be eligible for the next year's increment. (Section 44908 of the Education Code) Part time teachers who work between 50-75% of a school year will be granted one year service credit for salary advancement for every two years in such assignment. Experience Prior service is recognized on the schedule as follows: I. An individual who for the first time is a contractual employee in the District will receive one-for-one salary credit for teaching or administrative experience (The teaching or administrative experience must have been in an area or subject matter which is relevant to our high school curriculum.) in an accredited private or public school or college, while possessing a valid California teaching credential. II. An individual who for the first time is a contractual employee in the District and who has out-of-state teaching or administrative experience in private or public schools or colleges will receive one-for-one salary schedule credit if:

A. The experience was in an area or subject matter relevant to our high school curriculum

B. The teacher or administrator possessed a valid credential in the state where the teaching was done and the credentialing system is similar to California's

C. The teaching or administration was done in an accredited school and the accreditation process was similar to California's

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See Administrative Regulation 4351, Twelve-Month Administrators' Salary Schedule, for additional information regarding placement of administrators. If a state's credentialing and accreditation procedures are significantly different from California's, the granting of salary schedule credit will be at the discretion of the Assistant Superintendent, Personnel Services. III. Salary schedule credit will not be granted for a partial year of teaching nor for additional teaching experiences while under contract to a public school district.

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EXTRA ASSIGNMENTS Extra compensation may be granted in accordance with the schedule below. Assignments to any one individual shall normally be limited to a maximum of two. One additional assignment may be approved by the Superintendent when no other qualified person is available. A pro-rata scale may be paid based on the relationship of the assignment to a semester or to a completed activity. Two or more persons assigned to an activity may share the compensation.

Athletics - Boys

Team Weeks** Coaches Authorized

Rate Per Week

Extra Compensation

Baseball 12 Varsity 1 Head Coach $296 $3,550 JV 1 Head Coach $229 $2,745 Frosh 1 Head Coach $229 $2,745 Basketball 11 Varsity 1 Head Coach $335 $3,690 JV 1 Head Coach $229 $2,517 Frosh 1 Head Coach $229 $2,517 Football 12 Varsity 1 Head Coach $374 $4,486 3 Asst. Coaches $229 $2,745 JV 1 Head Coach $229 $2,745 1 Asst. Coach $229 $2745 Frosh 1 Head Coach $229 $2,745 2 Asst. Coaches $229 $2,745 Golf 11 Varsity/JV 1 Head Coach $296 $3,254 Soccer 11 Varsity 1 Head Coach $296 $3,254 JV 1 Head Coach $229 $2,517 Tennis 11 Varsity 1 Head Coach $296 $3,254 JV/Frosh/Soph 1 Head Coach $229 $2,517 Volleyball 11 Varsity 1 Head Coach $296 $3,254 JV 1 Head Coach $229 $2,517 Waterpolo 11 Varsity 1 Head Coach $296 $3,254 JV/Frosh/Soph 1 Head Coach $229 $2,517 Wrestling 11 Varsity 1 Head Coach $296 $3,254 JV 1 Head Coach $229 $2,517 ** Official CIF Calendar used to establish number of weeks worked

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Athletics - Girls


Rate Per Week

Extra Compensation

Basketball 11 Varsity 1 Head Coach $335 $3,690 JV 1 Head Coach $229 $2,517 Frosh 1 Head Coach $229 $2,517 Golf 11 Varsity/JV 1 Head Coach $296 $3,254 Soccer 11 Varsity 1 Head Coach $296 $3,254 JV 1 Head Coach $229 $2,517 Softball 12 Varsity 1 Head Coach $296 $3,550 JV 1 Head Coach $229 $2,745 Tennis 11 Varsity 1 Head Coach $296 $3,254 JV 1 Head Coach $229 $2,517 Volleyball 11 Varsity 1 Head Coach $296 $3,254 JV 1 Head Coach $229 $2,517 Frosh/Soph 1 Head Coach $229 $2517 Waterpolo 11 Varsity 1 Head Coach $296 $3,254 JV/Frosh/Soph 1 Head Coach $229 $2,517 ** Official CIF Calendar used to establish number of weeks worked

Athletics – Boys/Girls


Rate Per Week

Extra Compensation

Cross Country 11 Varsity 1 Head Coach $296 $3,254 JV/Frosh/Soph 1 Head Coach $229 $2,517 Swimming 11 Varsity/JV/Frosh Soph 1 Head Coach $296 $3,254 2 Asst. Coaches $229 $2,517 Track 11 Varsity/Frosh/Soph 1 Head Coach $296 $3,254 3 Asst. Coaches $229 $2,517 JV 1 Head Coach $229 $2,517 ** Official CIF Calendar used to establish number of weeks worked

CIF Playoffs--Services during CIF playoffs to be paid on a weekly rate.

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OTHER ACTIVITIES – EXTRA COMPENSATION *Bilingual Certificate of Competency 2,883 Academic Decathlon Coach 1,405 Annual 2,512 Band 4,907 Band Assistant 2,911 Choral 2,911 Compensatory Education Project Assistant (Per semester) 2,512 Drama 2,911 Drill Team 3,307 GATE Program Assistant*** 3,224 Newspaper 3,673 Pepster Advisor 3,307 Productions 2,512 Speech 2,911 Stage 2,911 Stage (Whittier High School) 3,307 Curriculum Writing 41.50 per hour ***From GATE Special Funds *20% for each period taught in the bilingual program GUIDANCE AND CURRICULUM SUPPORT (ANNUAL STIPEND) Academy Lead ( Non-California Partnership Funded) 1,000 Course Lead 1,000 Link Crew Coordinator 1,000 Link Crew Assistant (Freshman Mentor Coordinator) 750 WASC Coordinator 1,000 Puente Coordinator 500 EADMS On Site Technician (OST) 500 Senior Project Coordinator 1,000 CAHSEE Coordinator 2,000 AVID Program Coordinator 1,000 AVID Demonstration School Coordinator 1,500 AVID District Coordinator 1,500 Visually Handicapped Coordinator 3,000 Synergy Coordinator 1,000 HOME TEACHERS Home teachers are paid on the Certificated Hourly Salary Schedule. No mileage allowance is to be provided.

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SUBSTITUTE TEACHER PAY Substitute teachers receive $120 per day. Long-term substitutes, after ten consecutive work days in the same assignment, shall receive $130 per day. PERIOD SUBSTITUTES Contract classroom teachers will receive $35 per period substituted. STAFF DEVELOPMENT PAY Staff development pay will be $120 for a six-hour session and $60 for a three-hour session. This pay is for Saturdays or summers or evenings. Regular morning or afternoon staff meetings are not paid this stipend. SPECIAL EDUCATION STIPEND $1,000 annual stipend paid to Special Education teachers with Special Education credentials. BASIC PRINCIPLES Certificated positions, either District or school, requiring regular and continuous summer work, shall be on a twelve-month basis. Administrators, department heads and teachers shall be expected to complete their normal duties within the regular work year. Special assignment must be approved in advance. Administrators and teachers perform duties which may include overtime work without overtime pay. Each school shall be under the supervision of either the principal or assistant principal during the entire calendar year. The District staff shall arrange for continuous supervision in each division during the entire calendar year. Administrative and supervisory staff personnel must hold valid credentials as required of their positions. The Board of Trustees recognizes for pay purposes, or for any other purposes relating to employment and conditions of employment, only the degrees and credits from those colleges and universities that have been approved and accredited by the regional accrediting association governing the location of the college or university and/or colleges or universities whose credits are acceptable for credentialing purposes by the California State Department of Education. INTERIM SALARY When a certificated position in the W.S.E.A. bargaining unit is created, or an existing position is re-evaluated, and before an appropriate salary is assigned or negotiated by the bargaining unit, the

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Assistant Superintendent, Personnel Services, or designee, and the W.S.E.A. President, or designee, will discuss rationale and recommend an interim salary. The final salary will be subject to negotiation at the first CSC meeting following the recommendation. If necessary, the employee's salary will be adjusted retroactively after the final salary is negotiated. When an emergency situation exists, the District will exercise its prerogative and unilaterally assign an interim salary, subject to negotiation at CSC. An emergency situation will be deemed to exist only if the W.S.E.A. representative is unavailable for joint consideration of the interim salary. In no event will an emergency situation be deemed to exist until fifteen (working) days after the W.S.E.A. representative has been officially (and personally) requested to participate in the study of an interim salary and no recommendation has been agreed upon. SCHOOL ADMINISTRATIVE AND SUPERVISORY SCHEDULE (AR 4151.2) Personnel assigned to the following positions shall receive in addition to their salary on the appropriate schedule the percentage of their annual salary as indicated by the responsibility factor. The annual salary shall be computed to the nearest whole dollar. Position Responsibility Factor Compensatory Education Project Teacher .11 Activities Director - Teacher .09 Assistant for Student Activities .06 Athletic Director, Asst.Phys.Ed.Dept.Head .07 Calif Partnership Academy Lead Teacher

(paid by Academy funds) .06 Curriculum Coordinator .07 Dean .07 Physical Education Department Head .06 Assistant Athletic Director .025 Full-Time Counselors .07 Part-Time Counselors per period assigned .014 Extended Experience Counselors and Teachers per period assigned .01 full time .06 Department Head .06 Department Head (two departments) .09 Frontier High School (two department chairs) .06 Sierra Vista (one department chair) .09 Migrant Education Consortium Coordinator .06 Migrant Education Resource Teacher .045 Program Specialist .11 Supported Work Project Specialist .07 District Librarian .06 District Nurse .09 No Child Left Behind (NCLB) and New Teacher Training Program Specialist .11 Curriculum and Assessment Coach .11

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Any person with two responsibility factor assignments is to be paid only a maximum responsibility factor of .09 or the higher percent of their two individual assignments if one assignment exceeds.09. If two employees agree to split a department chair assignment and the administration and WSEA agree, the split agreement is approved. CERTIFICATED HOURLY SALARY SCHEDULE: SUMMER SCHOOL, SUMMER ADULT CONCURRENT AND CONSULTING TEACHERS (AR 4151.3) Column A 38.40 per hour Column B 38.40 per hour Column C 40.94 per hour Column D 43.77 per hour Column E 46.59 per hour Column F 49.41 per hour These rates are calculated using .0009 factor times step 1 of column shown. Column is based upon the teacher's placement on the Certificated Salary Schedule (Administrative Regulation 4151). DRIVER’S TRAINING Teachers - Same rate as Summer School Teachers' Salary Schedule FIELD TRIP SUPERVISION Field Trip Supervisors are paid at the rate of $9.48 per hour. COUNSELORS Same rate as Summer School Teachers' Salary Schedule CONSULTING TEACHERS - SITE $2,500 annually DISTRICT NEW TEACHER ADVISOR $5,000 annually

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PAYMENT OF CERTIFICATED EMPLOYEES (AR 4151.1) For the 2012 – 2013 schooy year, certificated employees on a regular teaching schedule shall be paid beginning in September in eleven (11) equal payments on the first working day of each month. Exceptions shall occur when it is beyond the control of the District. Stipends will be paid twice a year at the end of each semester. Coaches will be paid at the conclusion of their athletic season. Reference Education Code Section 45038 SUBSTITUTE TEACHERS (AR 4121) A substitute may be employed for a teacher who is to be absent one-half day or more and who has a class assignment of four periods or more. Exceptions for unusual cases may be approved by the Assistant Superintendent, Personnel. When a substitute teacher is employed for only a portion of the day, the school day shall be considered as a six-period day, and payment shall be on the basis of the number of periods worked. MILEAGE REIMBURSEMENT (BP 3350.1) Salaries of all certificated and classified employees shall be deemed to include cost of transportation to and from school. Annual salaries of full-time administrators shall be deemed to include transportation costs necessary to conduct District business in the greater Los Angeles area. The following policy is in effect concerning the payment of mileage reimbursement for the use of all other employees' automobiles: 1. Assignment necessitating use of an individual's car to transact District business shall be reimbursed at the District mileage rate. The District mileage rate is the IRS rate that otherwise results in non-taxable income to the employee and not subject to Medicare or Social Security. If the IRS rate changes, claims already processed will not be adjusted. 2. All administrative personnel are authorized to use their vehicles on school business with the approval of their principal or supervisor. 3. All teaching personnel who are assigned classes on two or more campuses are authorized to use their vehicles for this inter-school travel with approval of the Assistant Superintendent, Educational Services. 4. All other personnel must be specifically approved for each use of their vehicle. 5. All trips outside metropolitan Los Angeles must be specifically authorized by Board approval prior to the trip. 6. The use of automobiles for purely athletic or student body affairs is not considered a District expense unless specifically authorized. Mileage for such affairs should be paid by the student body rather than by the District.

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7. Mileage reports should indicate the date, place and mileage only, except in cases that are specifically approved by the Board. Travel within the District should be indicated by the word "District" only.

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ARTICLE XI - HEALTH & WELFARE BENEFITS I. The District and Association agree to the following regarding self-insurance Fund 67.1 (Health and Accident Insurance; a.k.a. “the Benefits Fund”):

A. The District agrees to self-fund for the years 2012 - 2015 unless amended by agreement: major medical coverage through Blue Shield, dental coverage through Delta Dental, vision coverage through Vision Service Plan.

B. The District will use the Benefits Fund 67.1 to account for these self-insurance programs.

C. The District and Association agree that all interest accruable to the Benefits Fund shall be placed in the Benefits Fund as soon as received by the District.

D. The District and Association agree that changes in the structure of the self-funding plan, e.g., elimination of any stop-loss insurance, or changes to plans be negotiable items to be subject to collective bargaining.

E. The District and Association agree that any transfer, move, or otherwise shifting of money from the Benefits Fund be a negotiable item to be agreed upon by both parties (after consultation with other District bargaining units).

F. The District and Association agree to continue to use the Medical Benefits Committee as a forum for discussion and input on any and all changes in the medical, dental and vision coverages. Funding of these coverages to be negotiated in collective bargaining. II. The District and Association agree as follows:

A. The District will provide contributions equivalent to the annually established rates as determined by vendor premiums or attachment levels when used.

B. Contributions for the 2012 -2013 plan year per eligible participant are as follows:

Blue Shield PPO $11,013 Blue Shied HMO $7958 Kaiser $10,991.7 Delta Dental $ 900 VSP Vision MHN (PPO only) Life Insurance

$ 230 $ 221.90 $ 25.30

C. The above medical contribution includes the following components:

Annual Expected Claims Additional Amount to 150% Attachment Point Claims Administration and Stop Loss Other Consulting/Legal/Audit Runout Claims & Administration

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EARLY RETIREMENT-CERTIFICATED (BP 4117.4) Health Benefits Any certificated employee who has reached the age of 55 and chooses to retire under State Teachers' Retirement System benefits will be provided the health (Blue Shield Personal Physician Plan, Blue Shield HMO, or Kaiser Permanente) Managed Health Network, dental and vision programs afforded full-time certificated employees. For any certificated bargaining unit, employees hired after January 1, 1994, ten years of Whittier Union High School District service in a full time certificated position is required to be provided health, dental and vision coverage upon retirement. Such health, dental and vision benefits will continue for these employees until June 30 of the fiscal year during which they become age 65, or until reinstatement to membership in the State Teachers' Retirement System, whichever comes first. Upon reaching age 65, the retiree may opt to continue medical and dental insurance plans by paying premiums according to procedures established by the Business Services Division, at no expense to the District. Upon turning 65, the retiree is required to enroll in Medicare part A and part B even though district benefits will continue as stated above. Consultancy In addition to the above benefits, the employee with 10 years' District service may apply to enter into an Early Retirement Consultancy contract with the District and provide services as are mutually defined, in writing, by the District and the retiree. Approval of such contract is a prerogative of the Superintendent. If the employee opts to enter into a contract with the District and provide services upon retiring under this plan, he/she must submit plans for rendering special services for approval and secure approval prior to giving formal notification of his/her intent to retire. The plans are to be submitted to the Superintendent. CONTRACT A contract with the persons opting for this program is to be for a maximum period of five (5) years or to June 30 of the fiscal year during which they become age 65, whichever comes first. 1. The contract will be for a period of twenty (20) days of service per academic year at activities mutually agreed to by the District and the retiree. 2. The annual compensation will not exceed $4,000. However, in the event the employee who retires under this plan is not provided, at his/her request, the health, dental and vision benefits afforded under this plan, the annual compensation is to be increased to an annual maximum of $5,000. The annual compensation will be distributed equally among the number of days of compensation service. The retiree will submit a voucher attesting to the number of days worked. Upon receipt of the voucher, the District will prepare a salary warrant based on the per-day rate and will deduct all required state and federal taxes.

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3. The contract is not renewable and can be canceled only upon the mutual written agreement of the Superintendent and the retiree. The contract is subject to annual review and may be amended or modified by the parties. Services to be Rendered Services provided by the retiree under contract will vary with the individual, but may include: Demonstration teaching Working on staff development and in-service programs Assisting in the testing program Compiling test data as it relates to reading and math profiles, etc. Orienting and providing aid to new teachers Updating curriculum guides and other learning materials Articulation with elementary schools Observation and evaluation of program Work with business and industry and school shop programs and business education programs Review and develop school and department goals and objectives Conduct graduate surveys Activities in any area of curriculum, business or personnel Retirement Counseling Any certificated employee interested in early retirement under this plan may request and receive an analysis of his/her status with regard to the benefits to be derived from early retirement and the benefits derived from continuing to teach. Requests for such early retirement counseling are to be directed to the Assistant Superintendent, Personnel Services, and should be made at least five (5) weeks prior to any anticipated retirement date. HEALTH SERVICES PLAN (AR 4154) The compensation program for all regularly employed certificated personnel on an annual contract shall include a Blue Shield or Kaiser Medical Plan, Delta Dental Service Plan, Managed Health Network Plan for PPO members and the Vision Service Plan for the employee and dependents with all premiums for the insurance paid by the District. All employees enrolled in the Blue Shield PPO will contribute $100 on a monthly basis (tenthly). All employees enrolled in Blue Shield HMO and Kaiser will contribute $50 on a monthly basis (tenthly.) In addition, life insurance in the amount of $10,000 is provided for the employee only. Blue Shield Personal Physician Plan for employees and dependents is effective with the first working day of employment if employed on the first day of the month. Otherwise, coverage begins the first day of the month following employment date. Coverage by Delta Dental Service Plan and by Vision Service Plan will begin on the first day of the month following employment. Employees whose jobs are for a ten-month period only are not considered to be on leave, and the District will pay their coverage for the full year. Employees on sabbatical leave are considered as regular employees and the District will pay for the cost of the insurance. For hourly Adult School teachers who work for fifteen or more hours per week, the District will pay for each employee that prorated portion of the cost of insurance in the same ratio as the number of hours worked per week bears to 30 for regularly employed certificated personnel.

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For hourly Adult School teachers who work for nine hours per week, such teachers will be permitted to participate in the District's health insurance plan, provided that the total cost of such insurance is paid by the teachers and that the procedures and deadlines are met as established by the Business Services Division. While on approved leave of absence, employees will be permitted to continue with health, dental and vision benefits at the employee's expense in the manner prescribed by the Business Services Division. Continuation of Survivor's Benefits Upon the death of one presently enrolled under the Blue Shield PPO or HMO, Kaiser Permanente, or Managed Health Network, the District will continue to provide such coverage for the surviving spouse and/or eligible dependents for 24 calendar months. The 24-month period commences at the end of the month during which death has occurred. Additionally, upon the death of one presently enrolled in Vision Care and/or Delta Dental Service plan(s), the District will continue to provide such coverage for the surviving spouse and/or eligible dependents for three calendar months. The three-month period commences at the end of the month during which death has occurred. Continuation of Spousal Benefits In addition to any of the aforementioned benefits, a surviving spouse under age 65, or retiree's spouse under age 65, may opt to continue medical insurance plans by paying premium(s) according to procedures established by the Business Services Division. Other Programs for Persons No Longer Covered by District-Paid Benefits After the above District-paid benefits are exhausted, coverage may be arranged under: Consolidated Omnibus Budget Reconciliation Act (COBRA) In compliance with Public law 99-272, COBRA allows certain terminated and retired employees and others who meet specified qualifying events to purchase health benefits through the Whittier Union High School District at no cost to the District. A two-percent service charge will be added to the cost of the health benefits purchased. Qualified persons must make application within 60 days of the qualifying event. Assembly Bill 528 Assembly Bill 528 allows certificated retirees over the age of 65 to purchase the health and dental benefit plans currently provided to the current certificated employees in the District from which they retired. These retirees, along with their spouses (including surviving spouses), are eligible to continue coverage at their expense for the remainder of their lives at the rates set by the health and dental

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providers. Qualified persons must enroll within 30 days of losing District-paid benefit coverage or be denied another opportunity. EXAMINATIONS FOR TUBERCULOSIS (AR 4112.4) All employees are required to have an intradermal skin test or provide evidence from a health provider that they are free from tuberculosis within 60 days prior to employment and, thereafter, every four years between July 1 and November 15. Official verification of compliance with this regulation must be in the Personnel Division prior to December 1, or within 30 days of original employment date. The governing board of the District is to reimburse the employee for the cost, if any, of this examination. The Board may provide for the examination required or may establish the amount of reimbursement which the employee may receive if the examination is taken at a place other than that provided by the District. The reimbursable fee shall be the same as the District pays for those services. Exception to this requirement may be made for employees whose religion makes them eligible for exemption as specified in Education Code Section 49406-G. If, at any time, there should be probable cause to believe that such an affiant is afflicted with active tuberculosis, the governing board may exclude the employee from service until it is satisfied that the employee is not so afflicted, as provided for in Education Code Section 49406-G.

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ARTICLE XII - CLASS SIZE The staffing ratio for the 2014 – 2015 school year will be 31:1. If by the second week of classes (all new students being enrolled and all no-shows dropped in the computer), actual enrollment deviates plus or minus 100 students, prior to reassignment or hiring of teachers, the Superintendent will consult with the WSEA President or designee. After the second week of each semester, the rationale for each class section with an enrollment greater than 40 students or fewer than 20 students will be reported by the school sites to the Assistant Superintendent, Personnel Services. This information will be reviewed by the Assistant Superintendent, Personnel Services with the WSEA president. After the second week of each semester, the rationale for each teacher with a class load greater than 190 students will be reported by the school sites to the Assistant Superintendent, Personnel Services. This information will be reviewed by the Assistant Superintendent, Personnel Services with the WSEA President.

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ARTICLE XIII - HOURS NUMBER OF WORKING DAYS (AR 6111.1) The work year for certificated employees, including comprehensive school sites, Frontier and Sierra Vista teachers, is to be as indicated below. If it should become necessary to change the number of working days at any time, the Board of Trustees and Whittier Secondary Education Association will reopen negotiations on the calendar. In the event of an emergency, should the District cancel a scheduled workday/days, or a scheduled apportionment day/days, the date/dates scheduled for makeup will be negotiated. The following schedule, in addition to the days classes are in session, is to be in effect for the school year: DAYS PURPOSE 1 Float Day 1 Day 1 1 Freshman First Day TOTAL 3 Total number of days for apportionment – 180 Total number of workdays -183 The exceptions to the certificated employees’ work year are as indicated below: JOB TITLE PAY MONTHS WORK DAYS Psychologists 10-months 188 days Counselors 11-months 202days Deans 10.5 months 193 days NCLB/New Teacher Training Specialist 11-months 202days Compensatory Education Project Teachers 11-months 202days ** Denotes pre-school workdays for teachers, except new certificated as a “float day.” Teachers may work this day during the preceding three-week period by mutual agreement with the site administrator. Eleven month certificated employees will be assigned to 19 days of work in excess of their ten month contract.

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SEMI-RETIREMENT (AR 4117.11) Any certificated employee who has served in a full-time certificated position for at least 10 years, including full-time employment in the Whittier Union High School District for the immediately preceding five school years, and who has reached the age of 55 prior to the proposed date of reduction of workload, and whose salary is not above that of a school principal in the Whittier Union High School District, may be eligible for the benefits derived under the Semi-Retirement Plan. Any certificated employee who meets the above mentioned criteria, may request semi-retirement in the following manner: That employee may serve for one full semester and then not work during the alternate semester of any given school year or work on a reduced load for the entire year. The minimum part-time employment shall be the equivalent of one-half of the number of days of service required by the employee's contract of employment during his/her final year of service in a full-time position. Ed. Code 44922. Each year the certificated employee may request to not work during either the fall or spring semester, subject to approval of the District. Written notification of intent to apply for semi-retirement will be given by the employee no later than April 15. The employee will be informed of the District decision no later than June 1. Under extraordinary circumstances an employee's request to not serve during the spring semester may be submitted as late as August 31. The employee shall be paid a salary which is the pro rata share of the salary she/he would be earning had she/he not elected to exercise the option of semi-retirement but shall retain all other rights and benefits for which she/he makes the payments that would be required if she/he remained in a full-time position. Any employee participating in this plan shall receive the credit toward retirement that she/he would have received if she/he had been working on a full-time basis. This credit is based upon contributions to the State Teacher's Retirement Fund in the amount that would have been contributed if the member was employed on a full-time basis. The rate of employee and employer contribution to the STRS will remain the same as if the employee had been working on a full-time basis. District and employee contributions will be paid in a manner which meets STRS and Whittier Union High School District requirements. CONTRACT: A contract with the person(s) participating in this program is to be for a maximum period of five (5) years or to June 30 of the fiscal year during which the person(s) become age 65, whichever comes first. 1. The contract will include full health and dental benefits as if the employee had remained in full-time employment. Contributions will be made by Whittier Union High School District. Health and dental benefits will continue until June 30 of the fiscal year during which the employee becomes age 65. 2. At the end of five (5) years after initial participation, or sooner, the employee agrees as part of this contract, to retire under STRS or resign from the District. Participation in the semi-retirement plan may be combined with the early retirement plan (Board Policy 9461) provided that the combined period does not exceed five (5) years total. When combined, semi-retirement may be followed by early retirement; however, semi-retirement may not be preceded by early retirement.

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3. The option of part-time employment must be exercised at the mutual consent of the employee and Whittier Union High School District. Once the option has been exercised, there will be no guarantee of subsequent full-time employment. Any decision to grant subsequent full-time employment will be made with mutual consent of Whittier Union High School District and the employee. Reservation Request from anyone with responsibilities other than those of a classroom teacher must secure prior Board approval. Delegations Division of Personnel Services reviews and advises on proposed changes in policy and regulations; it advises the Division of Business Services on important interpretations of the semi-retirement policy; it provides legal advice on interpretation of policy. Division of Personnel Services issues instructions on the semi-retirement privileges of employees and on the procedures for requesting and reporting semi-retirement; it assists the divisions in the application of the instructions to specific cases; and it compiles reports as necessary on the accumulation and use of semi-retirement; recommends nominees with respect to eligibility; and approves related position assignments. WORKING DAY FOR TEACHERS (AR 4113.1) The official working day for all teachers begins thirty (30) minutes before the first period class in the morning and continues until professional responsibilities and assignments have been completed after the close of the last period of classes for students. Consultation with students, parents and colleagues; faculty meetings; in-service training; and professional meetings beyond the regular class day for students are considered a part of the teacher's professional responsibility. The normal assignment for all teachers is five (5) periods of instruction with an additional period for conferences, preparation and other professional responsibilities. At the discretion of the principal, a teacher may be given reasonable and equitable non-continuing assignments during the conference period. Such assignments for substitute teaching and other purposes should be kept at a minimum, and teachers are to plan their individual class activities in such way that a minimum of demands for substitution will be placed on other teachers. Period substitutions will be distributed reasonably and as equitably as possible, and a list of the totals of such substitutions completed by each employee at the facility for the year shall be posted each semester. Contract classroom teachers who are requested to period sub by the principal will be paid per AR 4151. It is recommended that teachers not be selected for paid period sub duties more than once a week. The principal may also assign other curricular and extra-curricular duties beyond the six-period day on a reasonable and equitable basis, as may be necessary to carry out the school program. Teachers shall adhere to payroll procedures established to support salary payments. They shall also comply with regulations adopted by the principal to keep his/her office informed of their where-abouts.

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"O" Period. If deemed appropriate by the Principal, and with agreement of selected staff, specified classes may be offered from 7:00 to 7:55 a.m. The teacher's schedule of 5 classes and conference will run consecutively unless agreed to by the teacher and WSEA President. Students in the "O" period will have a maximum of 6 academic classes. Teaching assistants, school service and athletics will be an exception. Selection of teachers is based on school needs and will be at the discretion of the Principal. Six/Four Assignment: Allows teachers selected at the discretion of the Principal to teach 6 periods Semester I and 4 periods Semester II to alleviate class crowding in the fall semester. Assignments to the schedule will be voluntary on the teacher's part. Six/Five Assignment: After the development of the Master Schedule, if deemed appropriate by the Principal, extra compensation will be offered for teachers who teach a sixth class during the fall semester. The additional compensation will be 20% of the teacher's salary for the duration of the 6th period assignment. Selection of teachers is based on school needs and will be at the discretion of the Principal.

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SCHOOL CALENDAR Parameters

As long as there are 180 days of instruction the following parameters are set for planning the Academic Calendar.

o The school year can start no earlier than August 12th of any year

o When Veteran’s Day falls on a Tuesday or Thursday, Admissions Day will be taken on the attached Monday or Friday

o Thanksgiving week will be a full week of no school

o The first semester will end prior to the beginning of Winter Break

o When possible, make Lincoln’s Birthday and President’s Day as two (2) three-day weekends

o Spring Break will end on the final Friday of March

o Good Friday and Easter Monday will be non-student days

o Eleven (11) monthly paychecks will be maintained by working days in both August and June

o The school year cannot end any later than June 7th

o Holidays include: Labor Day (first Monday in September), Veteran’s Day (November 11), Admission’s Day (floating), Thanksgiving (fourth Thursday in November) and the Friday following, Christmas Day (December 25), New Year’s Day (January 1), Martin Luther King Jr. Day (on or about January 16), Lincoln’s Birthday (on or about February 12), President’s Day (on or about February 18), and Memorial Day (fourth Monday of May)

Calendar is based on 183 days of paid service for teachers

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ARTICLE XIV - LEAVES CATASTROPHIC LEAVE PROGRAM (AR 4161.9) I. Creation

1. The Associations and the District agree to create the WSEA Catastrophic Leave Bank effective November 1, 2003. The Catastrophic Leave Bank shall be funded in accordance with the terms of Section 2 below.

2. Days in the Catastrophic Leave Bank shall accumulate from year to year.

3. Days shall be contributed to the Bank and withdrawn from the Bank without regard to the daily rate of pay of the Catastrophic Leave Bank participant.

4. A joint committee comprised of two members appointed by the Association and the Assistant Superintendent, Personnel Services, or designee, shall administer the Catastrophic Leave Bank. II. Eligibility and Contributions

1. All unit members on active duty with the District are eligible to contribute to the Catastrophic Leave Bank.

2. Participation is voluntary, but requires contribution to the Bank. Only contributors will be permitted to withdraw from the Bank.

3. Unit members who elect not to join the Catastrophic Leave Bank upon first becoming eligible have a waiting period of 30 duty days after joining the Bank before becoming eligible to withdraw from the Bank. The enrollment period will be September 1 to September 30 each school year.

4. The contribution, on the appropriate form, will be authorized by the unit member and continued from year to year until cancelled by the unit member.

5. Cancellation occurs automatically whenever a unit member fails to make his/her annual contribution or assessment. Cancellation, on the proper form, may be effected at any time and the unit member shall be eligible to draw from the Bank until the effective date of cancellation. Sick leave previously authorized for contribution to the Bank shall not be returned if the unit member effects cancellation.

6. Contributions shall be made during September of each school year. Unit members returning from extended leave which included the enrollment period and new hires will be permitted to contribute within 30 calendar days of beginning work. The District shall supply enrollment forms for the Catastrophic Leave Bank to all new unit members and those unit members returning from leave.

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7. The annual rate of contribution by each participating unit member for each school year shall be one (1) day of sick leave which shall be deemed to equate to the legal minimum required by Education Code 44043.5.

a. An additional day of contribution will be required of participants if the committee determines that the Bank is below 300 days after enrollment and retiree solicitation. Catastrophic Leave Bank participants who are drawing from the Bank at the time of the assessment will not be required to contribute to remain eligible to draw from the Bank. If a Catastrophic Leave Bank participant has no remaining sick leave at the time of the assessment, they need not contribute the additional day to remain a participant in the Catastrophic Leave Bank.

b. If the committee determines that the number of days in the Bank at the

beginning of the school year are more than adequate and exceed the anticipated needs of the members, no contribution shall be required of returning unit members. Those unit members joining the Catastrophic Leave Bank for the first time and those returning from leave shall be required to contribute one day to the Bank.

8. Unit members who are retiring or leaving the employ of the District may contribute

their unused sick leave to the Catastrophic Leave Bank. III. Withdrawal from the Catastrophic Leave Bank

1. Catastrophic Leave Bank participants, whose sick leave is exhausted, may withdraw from the Bank of Catastrophic Illness or Injury. Catastrophic illness or injury shall be defined as any illness or injury that incapacitates the unit member for over ten (10) consecutive days or incapacitates a member of the unit member's family for over ten (10) consecutive duty days which requires that the unit member to take time off work to care for that family member. The ten (10) duty day and five (5) duty day requirement may be met with non-consecutive absences if doctor prescribed treatment/recovery is non-consecutive. (E.g. radiation treatment 1 or 2 days a week.) If a reoccurrence or a second illness or injury incapacitates a unit member or a member of a unit member's family within twelve (12) months, it shall be deemed catastrophic after five (5) consecutive duty days.

2. Participants must use all sick leave (but, not differential leave) as defined in the Leave

Article, available to them before becoming eligible for a withdrawal from the Bank. 3. Participants who have exhausted sick leave, but still have differential leave available

are eligible for a withdrawal from the Catastrophic Leave Bank. The District shall pay the participant full pay and the Bank shall be charged one-half (1/2) day.

4. Withdrawals from the Catastrophic Leave Bank shall be granted in units of no more

than thirty (30) duty days. Participants may submit requests for extensions of withdrawals as their prior grants expire. A participant's withdrawal from the Bank may not exceed the statutory maximum period of twelve (12) consecutive months. Days granted by the committee need not be used as consecutive days if prescribed treatment is non-consecutive.

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5. Participants applying to withdraw from the Catastrophic Leave Bank will be required to submit a doctor's statement indicating the nature of illness or injury and the probable length of absence from work. This information shall be kept confidential.

6. If a participant is incapacitated, the participant's agent or member of the participant's

family may submit applications to the committee. 7. If a participant has drawn thirty (30) Catastrophic Leave Bank days and requests an

extension, the committee may request a second medical opinion with a mutually agreed physician under the District offered insurance policy. Refusal to submit to the medical review will terminate the participant's continued withdrawal from the Bank. The committee may deny an extension of withdrawal from the Catastrophic Leave Bank based upon the medical report. The participant may appeal any termination under the procedures outlined in Section 3.12 below.

8. Leave from the Bank may not be used for illness or disability, which qualify the

participant for Worker's Compensation benefits unless the participant has exhausted all Worker's Compensation Leave in coordination with his/her own sick leave. Upon exhausting all sick leave benefits provided, the participating member, upon approval of Catastrophic Leave, shall draw from the Bank the equivalent hours per day that is applied to the employee's portion. This provision enables the employee to remain in full paid status for the duration of what would be equal to differential paid benefits.

9. If the Catastrophic Leave Bank does not have sufficient days to fund a withdrawal

request, neither the committee nor the District is under any obligation to pay the participant any funds whatsoever. If the committee denies a request for withdrawal because of insufficient days to fund the request, they shall notify the participant in writing of the reason for the denial.

10. Withdrawals and differential pay become effective immediately upon the exhaustion

of sick leave or the waiting periods provided for in Section 2.3 and 3.4, whichever is greater. 11. Catastrophic Leave Bank participants who are denied a withdrawal or whose

withdrawal is not renewed or terminated may, within 30 days of denial, grieve the denial, non-renewal or termination. The participant shall be deemed the grievant; the committee shall be the District. All other provisions of the grievance procedure shall be interpreted in light of this.

12. The Association shall provide representation to a grieving participant, unless the

grievant refuses representation. If the participant's incapacitation does not allow participation in this appeal process, the participant's agent or member of the family may process the grievance. IV. Administration of the Catastrophic Leave Bank

1. The District shall have the responsibility of maintaining the records, receiving withdrawal requests, verifying the validity of requests and the status of the requestors' sick leave, and communicating that information to the Catastrophic Leave Bank Committee. The Catastrophic Leave Bank Committee shall have the responsibility for approving or denying the requests in total or any portion thereof. The employee can verify the records at any time by making an appointment with the Personnel Office.

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2. The committee's authority shall be limited to administration of the Bank. The committee shall approve all properly submitted requests complying with terms of this Article. Withdrawals may not be denied on the basis of the type of illness or disability. In reviewing requests, the committee shall consider the number of days requested, the number of individuals requesting withdrawals, and the status of the credits in the Bank.

3. Application shall be reviewed and decisions of the committee reported to the applicant in writing within ten (10) duty days of receipt of the application.

4. The committee shall keep all records confidential and shall not disclose the nature of the illness except as is necessary to process the request for withdrawal and defend against any appeals of denials.

5. By October 31 of each school year, the District shall notify the committee of the following:

a. The total number of accumulated days in the Bank of June 30 of the previous school year

b. The number of days contributed by unit members for the current year

c. The names of participating unit members

d. The total number of days available in the Bank

6. Upon request, the Personnel Office will present a complete report to the committee

regarding the status of the Bank and participants.

7. If the Catastrophic Leave Bank is terminated for any reason, the days remaining in the Catastrophic Leave Bank shall be returned to the then current members of the Bank proportionately. BEREAVEMENT LEAVE (AR 4161.22) Any regular certificated employee shall be allowed a leave of absence on full pay not to exceed five (5) days in each case when such absence is occasioned by reason of death in the immediate family of said employee. Immediate family shall be deemed to include mother, father, grandmother, grandfather or grandchild of the employee or of the spouse of the employee, and the spouse, son, son-in-law, daughter, daughter-in-law, brother or sister of the employee, or any relative living in the immediate household of the employee. (Education Code Section 44985) Such leave does not have to be taken consecutively but shall be taken within a two-week period of the date of death. The use of bereavement leave does not reduce sick leave allowances.

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It is highly recommended that the employee contact the Personnel Office and discuss the impact of taking this leave before making a final decision. FAMILY CARE AND MEDICAL LEAVE (AR 4161.8) Any employee who has been employed for at least one (1) school year and who has provided at least 1,250 hours of service in the 12-month period prior to the leave request, shall be entitled to Family Care and Medical Leave as provided by Government Code Section 12945.2. An employee who meets all the requirements of eligibility shall be entitled to up to twelve (12) weeks of unpaid leave during a twelve (12) month period. A twelve month period commences with the first day of leave. Family Care and Medical Leave may be used for the following reasons: 1. The employee's newborn child or a foster child placed with the employee for adoption or foster care; 2. The employee's spouse, child, or parent (including parent-in-law) with a serious health condition; or 3. The employee's own serious health condition A "serious health condition" is an illness, injury, impairment, or physical or mental condition that involves (1) in-patient care in a hospital, hospice, or residential medical care facility; or (2) continuing treatment by a health care provider. Requests for leave due to the employee's own serious health condition or to care for a family member with a serious health condition must be supported by a medical certification from the health care provider of the ill person. The certification must include the date the health condition began, appropriate medical facts regarding the condition, the probable duration of the condition, and either a statement that (1) the employee is needed to care for the individual and the amount of time that care is needed, or (2) the employee is unable to perform his or her job functions. The District may require that a second opinion be obtained at the District's expense. If the employee requests additional leave, the District may require that the employee obtain subsequent recertification. Any family care and medical leave taken for a disability caused by pregnancy, childbirth or related medical condition shall be, in addition to pregnancy disability leave, provided for in Administrative Regulation 4161.01/4361.01 Maternity Leave of Absence. Eligibility for leave because of the birth or placement of a child expires one year after the birth or placement.

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The District shall continue all group health coverage plans for an employee on such leave at the same level of benefits and under the same conditions that existed while the employee was working. If the employee fails to return from the leave, the District may recover the premiums that it paid for the health coverage for the employee unless the employee's failure to return is due to the continuation, recurrence, or onset of a serious health condition that entitles the employee to family or medical leave, or due to circumstances beyond the employee's control. The District may require an employee periodically to report his or her status and intention to return to work. If an employee gives an unequivocal notice of intent not to return to work, the District's obligation to provide health benefits and to reinstate the employee ceases. An employee may be required to extend leave through the end of a semester if he/she would otherwise have returned within the last 20 working days of the semester depending on the date on which the leave commenced and the duration of leave. The employee shall continue to be entitled to participate in pension and retirement plans and supplemental unemployment benefit plans to the same extent under the same conditions as apply to an unpaid leave taken for any other reason. During the unpaid leave, employees shall not accrue sick leave or any other right to leave, but the leave shall not be considered a break in service for seniority purposes. If the employee's need for this leave is foreseeable, the employee shall give the District thirty (30) days advance notice. For unforeseeable circumstances, reasonable and practicable notice shall be given. After such leave, the District shall reinstate the employee to an equivalent position held before the leave. The above provisions are intended to and shall comply with both the regulations of the Family and Medical Leave Act (FMLA) and applicable California law. It is highly recommended that the employee contact the Personnel Office and discuss the impact of taking this leave before making a decision.

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INDUSTRIAL ACCIDENT/ILLNESS LEAVE (AR 4161.11) In each fiscal year, allowable leave for certificated employees for any single industrial accident or illness shall be for 60 days during which the schools of the district are in session or when the employee would otherwise have been performing work for the district. Allowable industrial accident/illness leave shall not accumulate from year to year. (Education Code 44984) When a certificated employee is absent from his/her duties because of an industrial accident or illness: (Education Code 44984) 1. Industrial accident or illness leave shall start on the first day of absence. 2. The employee shall be paid such portion of the salary due for any month in which the absence occurs as, when added to the temporary disability indemnity under Division 4 or 4.5 of the Labor Code, will result in a payment to the employee of not more than his/her full salary. 3. Industrial accident or illness leave shall be reduced by one day for each day of authorized absence, regardless of a temporary disability indemnity award. 4. When an industrial accident or illness leave overlaps into the next fiscal year, the employee is entitled to only the amount of unused leave due the employee for the same illness or injury. Upon expiration of allowable leave for an industrial accident or illness, the employee may use personal illness and injury leave. If the employee continues to receive temporary disability indemnity, he/she may elect to take as much of the accumulated sick leave which, when added to his/her temporary disability indemnity, will result in a payment to the employee of not more than the employee's full salary. (Education Code 44984) During any paid leave of absence, the employee may endorse to the district the temporary disability indemnity checks received on account of his/her industrial accident or illness. In those cases, the district shall issue appropriate salary warrants for payment of the employee's salary, and shall deduct normal retirement, other authorized contributions, and the temporary disability indemnity, if any, actually paid to and retained by the employee for periods covered by such salary warrants. (Education Code 44984) Any employee receiving benefits under this leave shall, during periods of injury or illness, remain within the State of California unless the Governing Board authorizes travel outside the state. (Education Code 44984)

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JURY DUTY LEAVE (BP/AR 4161.23) It is recognized that serving on a jury is a responsibility of every citizen. Employees called for jury duty are asked to request a postponement so that so that the service can be performed during a period which does not interrupt the instructional program provided to students of the District. Following this effort, if an employee must serve at a time when he/she is providing contractual services to the Whittier Union High School District, that employee will be granted personal business leave without compensation. Jury duty leave under this policy is limited to 22 workdays in any three calendar years. It is highly recommended that the employee contact the Personnel Office and discuss the impact of taking this leave before making a final decision. Jury Duty leave may be taken as personal business leave, without pay, pursuant to Board Policy 4161.23 Jury Duty leave will be granted to any employee who has been officially summoned for jury service in a local, state or federal court. Leave is to be defined as only those actual days the employee is required to be in court. Request for jury service leave should be made by presenting the official court summons to jury service to the Personnel Division. The time spent in court or in the jury room must be verified on the District jury form by the Jury Commissioner or by his clerk each day. This verification form must be submitted to the Personnel Division at the end of each week or by Monday of the following week. Employees who report to the court for roll call and who are then dismissed for the day will be expected to attend their regular work assignment for the balance of the day. Employees who are dismissed prior to 10:00 a.m. or to the classified lunch hour, are expected to return to work. If the employee's regular shift is other than a day shift, the excused employee will be assigned to the day shift for the duration of the period of court service. Employees who are on leave for jury duty, but who are told they will not be needed for the following day or for a series of days must report for their regular work assignment. Jury Duty leave will not be charged as Personal Necessity or Sick Leave. Jury Duty served during a calendar period when an employee is not normally scheduled to work does not fall within this procedure.

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LEAVE OF ABSENCE FOR PART-TIME EMPLOYEES AND FULL-TIME EMPLOYEES WHO ARE EMPLOYED FOR ONLY A PORTION OF THE YEAR (AR 4161.13) A part-time teacher shall be entitled to benefits under sick leave, bereavement leave, quarantine leave, absence because of subpoena and closing of school because of epidemic in the same proportion that the assignment bears to a full-time assignment. A full-time employee who is employed for only a part of the year shall be entitled to the benefits provided in the above-listed situations in the same proportion that the assignment bears to a full year's assignment (Education Code Section 44978). It is highly recommended that the employee contact the Personnel Office and discuss the impact of taking this leave before making a final decision. LEAVES OF ABSENCE WITHOUT PAY (AR 4161.12) Request for a leave of absence for one year for purposes other than military service, maternity or health will be considered on an individual basis by the Board of Trustees. Section 44964 of the Education Code delineates Board authority to grant leaves of absence for health reasons. Such requests are to be accompanied by a physician’s recommendation. Maternity leaves and military service leaves are provided for in Administrative Regulations 4161.01, Maternity Leave of Absence – Certificated, AND Administrative Regulation 4161.5, Military Leave of Absence. Family leave is delineated in Administrative Regulations 4161.8. It is the policy of the Board to grant, upon request of the employee, a leave of absence for disability for a maximum of 39 months or until the employee reaches age 65, whichever occurs first; provided that the employee is approved for disability retirement through the State Teacher’s Retirement System. During the period of approved 39-month disability leave, health, vision, and dental benefits will continue to be provided by the District. If the employee is 55 years of age, or older, at the end of the 39-month leave, his/her medical benefits will continue until age 65. RETURN FROM LEAVE OF ABSENCE Individuals granted a one-year leave of absence must notify the District on or before April 1 if they desire to return for the following school year. Failure to give such notification will constitute a resignation. Individuals granted disability leave are to notify the District on or before April 1 of the intention to return for the following school year so that personnel allocations can be appropriately met. After April 1, a return for the following school year will be authorized only when such return can be arranged in accordance with the personnel needs of the District. PHYSICIAL EXAMINATIONS A teacher is granted a leave of absence will be entitled to return to the employment of the School District only after satisfactorily passing a physical examination by a private licensed physician. The

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examination is to be made in the two-week period immediately prior to return to duty. The cost of the physical examination is to be borne by the employee. MATERNITY LEAVE OF ABSENCE (AR 4161.01) It is the policy of the Board of Trustees to grant a leave of absence to certificated female employees for maternity. Use of sick leave for maternity is authorized on the following basis: 1. Dates of such absence, beginning and ending, shall be determined by the employee and the attending physician. These dates are not to exceed the days of confinement necessary for the employee's recuperation from the disabilities caused by pregnancy, miscarriage, childbirth and recovery there from, or the amount of time necessary before the employee is physically able to return to work. These dates are to be certified by the attending physician. 2. One day of accumulated sick leave will be deducted for each day of absence certified by the physician. 3. When accumulated sick leave has expired, the employee's pay will be the differential between the employee's daily rate and the substitute's daily rate, per Education Code Section 44977. In no case will the differential pay period exceed five months. (Education Code Section 44977) 4. During the dates of absence certified by the physician for confinement and recuperation, health, dental and vision benefits will be provided at District expense for the employee. 5. Upon the request of the employee, Family Leave or additional leave will be authorized as personal business without pay provided that the request does not exceed two semesters. So that replacement teachers may be adequately scheduled, a request for additional leave is to coincide with scheduled semester ending dates. While on Family Leave, medical benefits will be provided by the District for up to 12 weeks (See Board Policy 9241). While on personal business, the employee will be permitted to continue health, dental and vision benefits at the employee's expense in the manner prescribed by the Business Services Division. It is highly recommended that the employee contact the Personnel Office and discuss the impact of taking this leave before making a final decision. MILITARY LEAVE (AR 4161.5) Military leave shall be granted in accordance with applicable state and federal law to employees performing military duties on a voluntary or involuntary basis in a uniformed service, including active duty, active duty for training, initial active duty for training, inactive duty training, full-time National Guard duty, examination to determine fitness for duty, and performance of funeral honors duty. (Education Code 44800; Military and Veterans Code 395, 395.01, 395.02, 395.05, 395.1, 395.2, 395.9; 38 USC 4301, 4303, 4316)

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An employee who needs to be absent from the district to fulfill his/her military service shall provide advance written or verbal notice to the Superintendent or designee, unless the giving of such notice is precluded by military necessity or is otherwise impossible or unreasonable. (38 USC 4312; 20 CFR 1002.85, 1002.86) Salary/Compensation An employee shall receive his/her salary or compensation for the first 30 calendar days of any one absence for military leave or during one fiscal year, under any of the following conditions: 1. Active Military Training or Exercises: The employee is granted a temporary military leave of absence to engage in ordered military duty for purposes of active military training, encampment, naval cruises, special exercises, or like activity as a member of the reserve corps or force of the United States Armed Forces, National Guard, or Naval Militia, provided that: (Military and Veterans Code 389, 395, 395.01)

a. He/she has been employed by the district for at least one year immediately prior to the day the military leave begins.

b. The ordered duty does not exceed 180 days, including time involved in going to and returning from such duty. 2. Active Military Duty: The employee is on military leave, other than a temporary military leave, to engage in active military duty as a member of the reserve corps or force of the United States Armed Forces, the National Guard, or the Naval Militia, provided that he/she has been employed by the district for at least one year immediately prior to the day the military leave begins. (Military and Veterans Code 389, 395.02) 3. War or Other Emergency: The employee, however long employed by the district, is a member of the National Guard who is engaged in military or naval duty during a state of extreme emergency as declared by the Governor, or during such time as the National Guard may be on active duty in situations described in Military and Veterans Code 146, including travel time to and from such duty. (Military and Veterans Code 395.05) In determining the length of district employment when necessary to determine eligibility for compensation for military leave, all recognized military service performed during and prior to district employment shall be included. For classified employees, 30 calendar days' compensation shall be one month's salary. For certificated employees, 30 calendar days' compensation shall be one-tenth of the employee's annual salary. (Education Code 45059) Certificated employees shall not be entitled to compensation during non-teaching, non-paying months of the year. During the period of military leave, an employee may, upon his/her own request, use any vacation or similar paid leave accrued before the commencement of the military leave. The district shall not require the employee to use such leave. (38 USC 4316; 20 CFR 1002.153)

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Benefits An employee may elect to continue his/her health plan coverage during the military leave. The maximum period of coverage for the employee and his/her dependents shall be either 24 months from the beginning of the leave or until the day after the employee fails to apply for or return to employment, whichever is less. (38 USC 4317; 20 CFR 1002.164) An employee on military leave may be required to pay the employee cost, if any, of any funded benefit to the extent that other employees on leave are so required. (38 USC 4316) An employee absent for 30 calendar days or fewer shall not be required to pay more than the employee share for such coverage. An employee absent for 31 days or more may be required to pay not more than 102 percent of the full premium under the plan. (38 USC 4317; 20 CFR 1002.166) Vacation and Sick Leave Accrual An employee on temporary military leave under the conditions described in item #1 Active Military Training or Exercises, in the section entitled "Salary/Compensation" above, shall continue to accrue the same vacation, sick leave, and holiday privileges to which he/she would otherwise be entitled if not absent. (Military and Veterans Code 395) An employee on military leave who is serving in active duty in time of war, national emergency, or United Nations military or police operation shall not accrue sick leave or vacation leave during the period of such leave. (Military and Veterans Code 395.1) However, an employee who is a National Guard member on active duty as described in item #3 War or Other Emergency, in the section entitled "Salary/Compensation" above, shall not suffer any loss or diminution of vacation or holiday privileges because of his/her leave of absence. (Military and Veterans Code 395.05) Pension Plan Service Credit Pension plan service credit and vesting shall continue during an employee's military leave as though no break in service had occurred. Payment of employer and employee contributions shall be made in accordance with law for members of the State Teachers' Retirement System or Public Employees' Retirement System. (Education Code 22850-22856; Government Code 20990-21013) Employment Status Absence for military leave shall not affect the classification of any certificated employee. In the case of a certificated probationary employee, the period of such absence shall not count as part of the service required to obtain permanent status, but shall not be construed as a break in the continuity of service for any purpose. (Education Code 44800)

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Reinstatement Rights At the conclusion of the military duty, an employee shall be promptly reinstated in the position held at the beginning of the leave, at the salary to which he/she would otherwise have been entitled, except under the conditions noted below. (Education Code 44800; Military and Veterans Code 395, 395.2; 38 USC 4304, 4313; 20 CFR 1002.180-1002.181) Any employee who performs active military duty in time of war, national emergency, or United Nations military or police operation has a right to return to his/her position within six months of an honorable discharge or placement on inactive duty. Reinstatement rights shall not be extended to any such employee who fails to return within 12 months after the first date upon which he/she could terminate or could cause to be terminated his/her active service. (Education Code 44800; Military and Veterans Code 395.1) When an employee has been on military leave for reasons other than war or national emergency, the time frame for reinstatement shall depend on the length of military service as follows: (38 USC 4312; 20 CFR 1002.115, 1002.118) 1. For a leave of 30 calendar days or fewer, the employee shall report for duty no later than the beginning of the first full work day following the completion of military service, provided the employee has a period of eight hours to rest following transportation to his/her residence. 2. For a leave of 31-180 calendar days, the employee shall submit a written or verbal application for reinstatement not later than 14 days after the completion of military service. 3. For a leave of more than 180 calendar days, the employee shall submit a written or verbal application for reinstatement within 90 calendar days after the completion of military service. In cases where reporting within the periods specified in items #1 and #2 above is impossible or unreasonable through no fault of the employee, he/she shall report as soon as possible after the expiration of the period. (38 USC 4312; 20 CFR 1002.115, 1002.117) An employee who is hospitalized for, or convalescing from, an illness or injury incurred in or aggravated during the performance of military service shall report for duty or submit an application for reinstatement at the end of the period that is necessary to recover from such illness or injury, but no more than two years after the completion of military service unless circumstances beyond the employee's control make reporting within the two-year period impossible or unreasonable. (38 USC 4312; 20 CFR 1002.116) Upon receiving an application for reinstatement, the Superintendent or designee shall reinstate the employee as soon as practicable under the circumstances of his/her case, but within a time period not to exceed two weeks, absent unusual circumstances. (20 CFR 1002.181) If the employee's previous position has been abolished, he/she shall be reinstated in a position of like seniority, status, and pay, if such position exists, or to a comparable vacant position for which he/she is qualified. (Military and Veterans Code 395, 395.1; 38 USC 4313; 20 CFR 1002.192)

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An employee failing to apply for reinstatement within the appropriate period does not automatically forfeit his/her rights, but shall be subject to the Board's rules governing unexcused absences. (38 USC 4312) The Superintendent or designee may elect not to reinstate an employee following military leave if any of the following conditions exists: 1. The district's circumstances have so changed as to make such re-employment impossible or unreasonable, such as a reduction in force that would have included the employee. (38 USC 4312; 20 CFR 1002.139) 2. The accommodation, training, or effort described in 38 USC 4313(a)(3), (a)(4), or (b)(2)(B) would impose an undue hardship on the district as defined in 20 CFR 1002.5 or 1002.198. (38 USC 4312; 20 CFR 1002.139) 3. The employee's position was for a brief, nonrecurrent period and there was no reasonable expectation that such employment will continue indefinitely or for a significant period. (38 USC 4312; 20 CFR 1002.139) 4. The employee's cumulative length of absence and length of all previous military leave while employed with the district exceeds five years, excluding those training and service obligations specified in 38 USC 4312(c). (38 USC 4312; 20 CFR 1002.99-1002.103) 5. The employee was separated from military service with a disqualifying discharge or under other than honorable conditions. (Military and Veterans Code 395.1; 20 USC 4304, 4312; 20 CFR 1002.134-1002.138) Notices The Superintendent or designee shall provide employees a notice of the rights, benefits, and obligations of employees granted military leave and of the district under the Uniformed Services Employment and Reemployment Rights Act (USERRA), 38 USC 4301-4334. (38 USC 4334) This requirement may be met by posting the notice where the district customarily places notices for employees. (38 USC 4334)

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PERSONAL NECESSITY LEAVES OF ABSENCE (AR 4161.2) In accordance with Education Code Section 44981, an employee may use accumulated sick leave for a maximum of seven days in any school year in cases of personal necessity, including any of the following: ORDINARY CIRCUMSTANCES

1. Death, or serious illness, of a member of the immediate family. (If death is the reason, this would be in addition to bereavement leave.) 2. Accident, involving his/her person or property, or the person or property of a member of the immediate family 3. Appearance in court as a litigant 4. Other specific circumstances listed herein:

a. Accompany family member for medical appointment/treatment (if cannot be arranged for after school)

b. Attendance at funeral/memorial services not covered by bereavement leave

c. Emergency child care and/or arrangements for such

d. Personal legal matters (if cannot be arranged for after school)

e. Parent-school conference or enrollment; school graduation ceremonies of employee's children, spouse or members of the employee's household

f. Arrangements for emergency repair of home appliances, plumbing, public utility or automobile (if cannot be arranged for after school)

g. Attending religious ceremonies such as Baptisms, Bar Mitzvahs, weddings and Confirmations for the employee's children, or members of the employee's household (if cannot be arranged for after school)

h. Major religious holidays not observed by the District

Proof of personal necessity for purposes of this section shall be a written declaration of the employee that his/her absence from duty was due to personal necessity within the meaning of this policy. Such certification will be made on a form provided by the Personnel Services Division. The employee will check the specifications for absence and forward the signed form to the Personnel Services Division via the immediate supervisor.

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SPECIAL CIRCUMSTANCES

A special circumstance is an emergency or significant event for which paid leave of absence is not authorized, which, under the circumstances, the employee cannot reasonably be expected to disregard and which requires the immediate attention of the employee during assigned hours of service. The special circumstances will generally be seen, by reasonable people, as being an emergency or a significant problem for the employee. In order for permission for leave to be granted under section five, advanced permission must be secured from the principal or division head. In instances of extreme emergencies, when the principal or division head is not available to the employee, subsequent approval may be granted provided that the written statement giving reason meets the approval of the principal or division head. Appeals may be directed to the Assistant Superintendent, Personnel Services Division, whose decision will be final. Employees, of course, have the right to seek remedy through appropriate procedures. The following examples are not reasons for the use of Personal Necessity Leave. Personal Business Leave or Vacation could be requested for these occasions.

1. Extension of vacation 2. Extension of holidays 3. Recreational activities 4. Joining a family member or friend who is attending a business meeting, convention,

award ceremony, etc. 5. Attending graduation of friends or relatives other than the employee's children or

members of the employee's household 6. Routine child care or recreation activities with children 7. Driving relative or friend to business appointment, airport, recreational activities,

shopping, etc. 8. Interviewing for a position with another organization 9. Waiting for delivery of furniture or other products 10. Routine automobile repair 11. Attending religious ceremonies such as Baptisms, Bar Mitzvahs, weddings and

Confirmations of friends or relatives other than the employee's children or members of the employee's household

COMPELLING PERSONAL NEED

Four (4) personal necessity days may be used for compelling personal need, as determined by the employee. None of these days may be used on the last working day prior to any holiday period or on school or District scheduled school improvement/staff development work days, without prior approval of the immediate supervisor.

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EXTRAORDINARY CIRCUMSTANCES

For extraordinary circumstances which are not covered by this policy, the principal or division head is to consult with the Assistant Superintendent, Personnel Services Division, before permission is granted. PERSONAL BUSINESS LEAVE (AR 4161.21) Upon approval of the principal, an employee may be granted up to and including five (5) days of personal business leave, and upon approval of the principal and Assistant Superintendent, Personnel Services, or designee, an employee may be granted up to and including ten (10) days personal business leave. The Superintendent is authorized to grant personal business leave up to four (4) weeks. Personal business leave requests in excess of four (4) weeks must be approved by the Board of Trustees. Since personal business leave is an unpaid leave, supervisors should inform individuals who request such leave that the State Teachers' Retirement System does not give service credit for time taken as personal business leave. It is highly recommended that the employee contact the Personnel Office and discuss the impact of taking this leave before making a final decision. QUARANTINE LEAVE (AR 4161.02) Ay regular employee shall be paid full salary for the duration of a quarantine during any school year when the only reason for absence is caused by unavoidable quarantine, or when the absence is at the direction of the authorities of the District because the employee has been in contact with a contagious disease. Persons requesting pay because of quarantine shall file in the Personnel Services Division an exclusion and readmission card issued by the County Health Office. Days used will not be deducted from accumulated sick leave. It is not the intent of this policy to cover employees who are quarantined because of their own personal illness. This is provided for in sick leave regulations. It is highly recommended that the employee contact the Personnel Office and discuss the impact of taking this leave.

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SABBATICAL LEAVE (AR 4161.3/4161.31) Definition

Sabbatical Leave is a leave of absence which may be granted at the Board’s discretion to a certificated employee for the purpose of teacher renewal permitting formal study, independent study or research, travel or a combination leave which will benefit the schools and pupils of the District. Such leave is granted to professional members of the staff to permit them to improve their ability to render more effective educational service in the District.

Eligibility Requirements

1. A Sabbatical Leave may be granted to a permanent employee holding a position requiring certification qualifications, if the employee has rendered satisfactory service to the District for at least seven (7) consecutive years immediately preceding the Sabbatical Leave.

2. Not more than one (1) Sabbatical Leave shall be granted to an employee in each eight (8) year period.

3. Applicant must render two (2) full years of service after his/her return from Sabbatical Leave.

Criteria for Granting Leaves Precedence shall be determined by a Sabbatical Leave Committee according to the following criteria and in the order stated: 1. Value of the proposal to the educational program 2. Seniority of employee in the District 3. Reasonable distribution of leaves by schools 4. Whether or not the applicant had previously been granted a Sabbatical Leave Types of Sabbatical Leaves Sabbatical Leave for formal study is a leave of absence granted for full-time professional study. Courses which are undertaken for the purpose of meeting Sabbatical Leave requirements should: Be taken at a recognized institution of higher learning; Be at the upper division or graduate level except by prior special approval of the Sabbatical Leave Committee and Assistant Superintendent Personnel; Relate to the present or prospective service of the employee; Be completed with a passing grade for which unit credit is allowed; Meet the load requirements for each semester of leave as follows: One-Semester Leave -Minimum of 12 semester units or equivalent of graduate studies for the respective institution being attended Two-Semester Leave -Minimum 24 semester units or equivalent of graduate studies for the respective institution being attended. Sabbatical Leave for independent study or research is based upon a program of independent study or research relating to the present or prospective service of the applicant which promises professional values equivalent to that derived from formal study at recognized educational institutions. Sabbatical Leave for educational travel is one during which an employee engages in planned educational travel for at least 60% of the leave period (10 or 12 calendar months). Travel is

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considered educational if it results in a significant contribution to professional growth. It is expected that this growth will be certified by means of the required report and will be reflected in subsequent assignments. Sabbatical Leave combination type is one in which the employee will undertake a combination of travel and formal or independent study. One calendar month of travel will be considered equivalent to three semester units of university work. In this case, the employee must meet the minimum load requirement for each semester of leave as specified above in formal study. Application for Sabbatical Leave Applications for Sabbatical Leaves are to be submitted on forms provided by the Personnel Office and, with the exception of unusual circumstances, are to be filed in the Personnel Office by December 1 for leaves to be taken during the following fiscal year. Applications are to include a complete outline of the proposed sabbatical program and a statement of the way in which the program will benefit the schools and pupils of the District. Request for Sabbatical Leave for formal study is to include the following:

Name of the institution which will be attended;

Number of units which will be carried;

Whether a degree will be received;

A listing of the courses which will be taken.

Request for Sabbatical Leave for independent study or research is to include:

A description of the study or research project which will be undertaken;

The way in which the research will be completed;

The contacts which will be made and the way in which these contacts will be made;

The specific itinerary;

The specific values to be derived for the District, the teacher, and any other pertinent information.

Request for Sabbatical Leave for travel is to include:

A detailed statement of the proposed itinerary;

The way in which the travel will relate to the school work of the employee;

A statement of the educational growth which is believed will be derived from the travel;

A calendar plan showing at least 60% of the leave in residence in a foreign country or in travel.

Request for Sabbatical Leave combination is to include specific points required under respective leaves hereinbefore.

The employee, at the time of application, must submit as part of his/her application a letter of intent stating his commitment to return and fulfill two full years of teaching within the District if granted a sabbatical leave.

Notification of disposition of the proposal by the Board of Trustees is to be made by the first Board meeting in March.

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Sabbatical Leave Committee

All requests for Sabbatical Leave will be reviewed by a Sabbatical Leave Committee.

The Sabbatical Leave Committee is to review the applicant's service record and details in the application for leave, as well as carefully weigh the ways in which the leave will benefit the schools and pupils of the District. Rank order of value to the educational program is based upon: 1. Measurable and definitive contributions to students, staff, proposer and

community; 2. Feasibility of proposal; 3. The degree and time to which the District will commit itself for the

fulfillment of the proposed objectives as assessed by the principals.

Members of the committee are to include and be appointed in the following manner: 1. Assistant Superintendent - Certificated Personnel (Permanent member - will

serve as chairman) 2. School Principal - Appointed by the Superintendent 3. Assistant Principal, Curriculum - Appointed by the Superintendent 4. Three High School Teachers - Appointed by the WSEA President (Previous

Sabbatical Leave suggested)

Membership of the committee is to be limited to personnel on tenure and the term of those being appointed will be for one fiscal year.

Sabbatical Payment Plan The employee may elect to receive compensation under either a Plan A or Plan B: Plan A: A salary for Sabbatical Leave is to be paid in two equal installments during the first two years following the return from the leave. The first installment will be paid at the end of the first year (June 30) following the return of the employee to duty. The second installment is to be paid at the end of the second year after the return of the employee from such leave. Plan B: Salary for a Sabbatical Leave is to be paid in the same manner as if the employee were teaching upon the furnishing of the following evidence:

A written statement prior to each salary payment indicating compliance with the conditions of the Sabbatical Leave agreement;

A suitable bond indemnifying the Governing Board against loss in the event the employee fails to return and render at least two years' service;

Such bond shall be exonerated in the event the failure of the employee to return and render such two years' service is caused by the death or physical or mental disability of the employee.

In the event the recipient of the Sabbatical Leave fails to satisfactorily carry out the program outlined in the leave agreement, said employee forfeits any salary pay during the Sabbatical Leave.

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Effects on Benefits Sick Leave - A certificated employee while on Sabbatical Leave of Absence maintains any prior sick leave rights which may have accumulated, but does not accumulate any additional sick leave rights during the period of the leave. Step Advancement - An employee returning from Sabbatical Leave will receive the same step advancement that he could have received had he remained in active service in his regular position during the leave period. Retirement - The State Teachers' Retirement System counts as service for retirement only one-half of the leave, and only one-half of the regular state retirement contributions are deducted from the warrant. The employee may purchase the remaining one-half of the retirement with State Teachers' Retirement System. Required Report Each employee who has been on Sabbatical Leave is to file with the Sabbatical Leave Committee a written report not later than 60 days after return to active duty. Such report is to contain detailed data as to the activities of the employee, together with the employee's appraisal of the professional value of the experience gained while on leave, the manner in which such experience or knowledge gained may be used for the benefit of students or the school in which the employee is located and any other data deemed necessary by the committee for a satisfactory report. For a Study Leave, an official transcript showing all courses completed and degrees granted is to be submitted. Reports on independent study or research, travel, or combination leave is to be typewritten in thesis form. The employee is not to be considered as having completed the requirements of a Sabbatical leave until his/her report has been recommended by the Sabbatical Leave Committee and approved by the Superintendent and the Board of Trustees. SICK LEAVE (AR 4161) FULL-TIME EMPLOYEES In accordance with California Education Code Section 44978, every certificated employee shall be entitled to one day's leave of absence for illness or injury with full pay for every school month of service. This is exclusive of all days he/she is not required to render service to the District. If such employee 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 up to an unlimited number of days. "Illness or injury" of employee refers to personal illness of employees of the Whittier Union High School District who are applying for sick leave.

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After an illness or injury causing an absence of ten consecutive workdays, all employees must present a clearance from a physician certifying as to ability to resume work. In addition to the above allowance, the employee is entitled to additional leave as provided for in Sections 44978 and 44979 of the Education Code. Whenever an employee's absence record shows chronic absenteeism, or a pattern of absences related to weekends and/or holidays, or whenever there is clear evidence that an absence is not illness/injury related, the Assistant Superintendent, Personnel Services Division, or designee, is authorized to request written medical proof of illness or injury. As used herein, "chronic absenteeism" means annual use by an employee of the "ten-day sick leave benefit" for a period of three or more years in the past five, or a pattern of intermittent absences totaling twelve or more days annually for a period of two or more years in the past five. It is the intent of this paragraph to prevent abuses of sick leave benefits. It is not the intent to request written medical statements for each employee absence. In those instances when an employee's attendance record indicates chronic absenteeism and/or a pattern of weekend/holiday-related absences, the employee will be counseled by the Assistant Superintendent, Personnel Services Division, or designee, prior to any requests being made for written medical proof. Upon request of the Assistant Superintendent, Personnel Services Division, or designee, the employee shall present written medical proof of illness or injury. This proof must be sufficient to validate to the Assistant Superintendent, Personnel Services Division, justifiable reason for the absence. DIFFERENTIAL PAY (Salary Deductions During Absence From Duties) In addition to the allowances listed on the previous page, the employee who uses all accumulated sick leave and is absent due to illness or injury shall be entitled to compensation for an additional period of 100 days or less for each illness or injury (Education Code Section 44977). The amount deducted from the salary due for any month in which the absence occurs shall not exceed the sum which is actually paid a substitute employee employed to fill the position during the absence, not to exceed a maximum of an employee’s one-month salary. If no substitute employee was employed, the amount deducted will be that which would have been paid to the substitute had one been employed. Such differential pay for certificated employees shall begin after all accumulated sick leave is used. SUMMER SCHOOL Pay for absence due to illness shall be determined on a ratio of summer school teacher's service to full-time teaching service, in accordance with Section 44978 of the Education Code. NOTE: It is highly recommended that the employee contact the Personnel Office and discuss the impact of taking this leave before making a final decision.

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SUBPOENA LEAVE (AR 4161.24) An employee shall be granted leave, without loss of pay, for absence caused by appearance in court in response to a subpoena duly served, except in cases where the employee is a litigant in a non-district-work-related case. If the employee is a litigant in the non-district-work-related case, he/she may request personal necessity leave. Subpoena leave is not deducted from an employee's accumulated sick leave. Employees should make an effort to put "on call" by the court so that time away from the District is minimized. When subpoenaed to appear in a District-work-related case during a time when the employee is not on duty, the employee shall be paid his/her hourly rate (per Administrative Regulation 4151.3, Certificated Hourly Summer School Teachers and Consulting Teacher Salary Schedule,) for eight hours for each day of such required appearance. Under these circumstances, the employee is also to be paid for local travel at the District mileage rate minus any payment received from the court. An employee requesting subpoena leave or pay for subpoena leave shall file a copy of the subpoena in the Personnel Office; and if a case covers more than one day, a certificate of the Clerk of the Court shall be filed that the presence of the person was required for the additional day(s). Any compensation received for appearance as a witness under this section shall be endorsed over to the District so that the unit member's compensation for any days of absence for the above purposes shall not be in excess of nor less than his/her rate of pay for eight hours.

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ARTICLE XV - EVALUATION EVALUATION/SUPERVISION (BP 4115) The Board of Trustees believes that regular and comprehensive evaluations can help instructional staff improve their teaching skills and raise students' levels of achievement. Evaluations also serve to hold staff accountable for their performance. The Superintendent or designee shall evaluate the performance of certificated staff members in accordance with law, negotiated employee contracts and Board-adopted evaluation standards. I. Evaluation of instructional personnel shall be based on the following criteria by individual arrangement with the formal evaluator in accordance with Administrative Regulation 4115 Evaluation/Supervision. These criteria attempt to define excellent teaching. It is recognized that few, if any, teachers would demonstrate all of these competencies on a daily basis. A teacher who approaches or attains the standards should be commended and rated as proficient. California Evaluation Standards A. Standard one: Engaging and Supporting All Students in Learning Connecting student's prior knowledge, life experience, and interest with learning goals; using a variety of instructional strategies and resources to respond to student's diverse needs; facilitating learning experiences that promote autonomy, interaction and choice; engaging students in problem solving, critical thinking and other activities that make subject matter meaningful; promoting self-directed, reflective learning for all students. B. Standard Two: Creating and Maintaining Effective Environments for Student Learning Creating a physical environment that engages all students; establishing and maintaining standards for student behavior; planning and implementing classroom procedures and routines that support student learning; using instructional time effectively. C. Standard Three: Understanding and Organizing Subject Matter for Student Learning Demonstrating knowledge of subject matter content and student development; organizing curriculum to support student understanding of subject matter; interrelating ideas and information within and across subject matter areas; developing student understanding through instructional strategies that are appropriate to the subject matter; using materials, resources and technologies to make subject matter accessible to students. D. Standard Four: Planning Instruction and Designing Learning Experiences for All Students Drawing on and valuing student's backgrounds, interests, and developmental learning needs; establishing and articulating goals for student learning; developing and sequencing instructional

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activities and materials for student learning; designing short-term and long-term plans to foster student learning; modifying instructional plans to adjust for student needs. E. Standard Five: Assessing Student Learning Establishing and communicating learning goals for all students; collecting and using multiple sources of information to assess student learning; involving and guiding all students in assessing their own learning; using the results of assessments to guide instruction; communicating with students, families, and other audiences about student progress; evidence of student achievement toward meeting grade level/content standards. F. Standard Six: Developing as a Professional Educator Reflecting on a teaching practice and planning professional development; establishing professional goals and pursuing opportunities to grow professionally; working with communities to improve professional practice; working with families to improve professional practice; working with colleagues to improve professional practice; balancing professional responsibilities and maintaining motivation; compliance with Policies and Procedures. II. Evaluation of Teaching Performance - Three or more years in District Evaluation Criteria A Needs Improvement in one or more of the Standards One through Five may or may not result in a required evaluation for the succeeding year. If the overall evaluation rating is Proficient, an evaluation is not required; if the overall evaluation is Needs Improvement, an evaluation is required. A teacher will not receive an Unsatisfactory rating in Standards One through Five or an overall Unsatisfactory rating unless a Needs Improvement rating was received on both the same Standard and the overall rating on the previous evaluation. An overall Unsatisfactory rating for a permanent/tenured teacher will result in required participation in the Whittier Union High School District Peer Assistance and Review (PAR) Program. A teacher receiving an overall Needs Improvement rating shall be informed of the option available to them in the PAR agreement, which allows for Voluntary Teacher Participation (VTP) in the PAR Process. When an overall Needs Improvement rating is given, the evaluator will provide assistance and guidance to the teacher during the next school year. III. Evaluation of non-teaching employees shall be based on the following criteria: A. Knowledge of Job Curriculum; finance; business procedures (use of funds, supplies, equipment, buildings, grounds); personnel; research B. Communication

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Oral and written accuracy to others; keeping District, school staff, students and community informed C. Personnel Administration Staff relations; support of policy without passing the buck; ability to delegate responsibility and authority and still supervise; utilization of talents of staff requiring completed staff work; training of subordinates for higher positions of responsibility D. Public Relations Within School District organization; within community E. Use of Planning as a Tool Long range; immediate F. Personal Qualities Ability to get along with others; appearance and grooming; appreciation; emotional maturity; friendliness and courtesy; industry; ingenuity; judgement; loyalty; self-confidence G. Application of Knowledge, Skills and Personal Qualities to the Position EVALUATION OF COUNSELOR/PSYCHOLOGIST PERSONNEL (AR 4115.1) These guidelines are intended to give direction for the use of Board Policy 4115 and the Counselor/Psychologist Annual Evaluation Form. The knowledge, skills and tasks required for counselors in the District are enumerated and defined in Board Policy 4115. The counselor/psychologist and the immediate supervisor in consultation with the Principal or Assistant Superintendent, Educational Services, will select any knowledge and skills in Board Policy 4115 that a counselor/psychologist will be evaluated on in a given year. This preconference will take place by October 15 of each school year. Items that are not to be performed or evaluated will be marked N. A. (not applicable). Any additional items (M) will also be developed, in writing. Such items (M) may be developed at any time during the school year. If the item is added late in the year, a mutually agreed upon reasonable time will be allowed to perform the task before an unsatisfactory evaluation can be given. The principal will have the authority for evaluating counselors and signing the Annual Evaluation Form. The Assistant Superintendent, Educational Services, will evaluate counselors and psychologists assigned to District-wide programs. Administrators who evaluate counselors or psychologists may gather and use input from other sources in developing the final evaluation. Other sources are: employees of the District, students or parents who have reason, by virtue of their position or interests, to make legitimate contributions to the evaluation process. In exceptional cases, input from persons other than mentioned above may be used.

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If the input is specific and negative and has specific impact on the counselor/psychologist evaluation, the names and specifics of the input must be available to the counselor/psychologist. Temporary and probationary counselors/psychologists will be evaluated twice a year. The first evaluation will take place before January 31; the second evaluation will take place before June 1. For a probationary counselor/psychologist, if the second formal evaluation is to be "unsatisfactory," then it must be done by March 1. Tenured counselors will be evaluated at least every third year. The second evaluation in any school year compiled by evaluators for probationary counselor/psychologists personnel eligible for permanent status shall be completed no later than March 1 of the final year of probationary status. During such final year, the employee's first evaluation for that year, should, when possible, be completed prior to December 31. If, at any time during the year, any counselor/psychologist is found to be performing unsatisfactorily in any area agreed upon in the preconference, the Administration will do additional evaluations with emphasis placed on suggestions for corrective action. If the counselor/psychologist finds that he/she is unable to accomplish items noted in the preconference, or is assigned significant additional responsibilities, he/she is expected to request a review conference to consider modifying the original preconference agreement. If the supervisor adds additional items (M) after the preconference, he/she shall arrange for a conference to add these items to the Counselor/Psychologist Annual Evaluation Form. Any tenured counselor/psychologist that is rated as performing unsatisfactorily must be evaluated by April 15. Copies of the evaluation(s) will be provided to the counselor/psychologist, District Personnel Office and the supervisor's file. Evaluation of Counselor/Psychologist Personnel Evaluation of counselors and psychologists shall be based on the following criteria by individual arrangement with immediate supervisor in accordance Administrative Regulation 4115.1,

A. Individual Counseling Knowledge and Skills Demonstrates sincere concern; rapport and empathy with students, teachers, parents and others; is willing to develop a good working relationship with teachers and includes them, when appropriate, as a part of the intervention team in working with students of mutual concern. Demonstrates knowledge and skills in using various theoretical and treatment models, such as rational emotive therapy, role playing, active listening, relaxation, Gestalt, behavior modification, transactional analysis, assertion training and systems approach; demonstrates the ability to apply specific skills and use crisis intervention techniques appropriate for the school environment; is able to differentiate between a "crisis" which can be handled at the school level and one which should be referred to the school psychologist or community agency; demonstrates an ability to select models appropriate to the cultural background of a diversified student body; demonstrates knowledge and use of values clarification; goal-setting, and specific decision-making skills by helping students examine their

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values in order to set goals and make future decisions; is able to combine theoretical models such as those listed above.

B. Group Counseling Knowledge and Skills Possesses knowledge and demonstrates skills necessary to lead structured groups, following a group counseling model appropriate for schools. An appropriate model would include: parent and teacher notification of student involvement; predetermined specific goals for each student (e.g., to improve relationships with peers and adults, to improve grades, to reduce trouble-producing behavior, to express self with confidence); focus on talking about self rather than others; confidentiality of material discussed in group and evaluation of group sessions. The group model may include therapeutic strategies used in transactional analysis, Gestalt techniques, etc. Groups may be preplanned, meeting for a specific period of time or may meet as needed to deal with crisis situations.

C. Career Guidance Knowledge and Skills Demonstrates an understanding of, and can assist students through, the career education process of career awareness, career exploration, career planning and career decision-making; demonstrates knowledge in the area of interests, aptitudes, education, training skills and job search techniques and their relationship to career choice; demonstrates the ability to communicate clearly and to interpret accurately academic knowledge of the distinction between the use of groups in career guidance for the purpose of disseminating information and the use of groups for the purpose of assisting clients in making career choices; demonstrates skills in leading groups such as, but not limited to, organizing, planning and disseminating information; goal-setting; decision-making and values clarification; demonstrates the ability to use school and community resources.

D. Educational Guidance Knowledge and Skills Demonstrates knowledge of District graduation requirements and is able to examine transcripts for deficiencies; maintains appropriate and accurate cum notations and supportive documentation; is able to examine cum folders for testing information, such as achievement, personality and aptitude tests results, and to interpret these results for proper classroom and program placement; demonstrates knowledge of proficiency testing and scoring criteria; is aware of national, state and local scholarship opportunities for all students; demonstrates knowledge of and ability to use the District computer system to obtain information relating to programming, scheduling, graduation checks, credit and attendance; is willing to assist students in long-range educational plans using appropriate high school programs; demonstrates awareness of school and District programs such as Special Education Programs, GATE, New Horizons, Expanded Horizons, Chapter I, Bilingual Programs, SARB, Teen Parenting and Child Development Program; is aware of off-campus programs for honor students and for extra credit such as the Advanced Learning Program at Whittier College, Bridge Program at Rio Hondo College, ROP, work experience, Adult School and community service projects and is able to make appropriate referrals and/or recommendations to each of these programs.

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E. Discipline and Attendance Knowledge and Skills Demonstrates knowledge of specific discipline and attendance-improving strategies, such as, but not limited to, assertive discipline, logical consequences, reality therapy, behavior modification and role playing; demonstrates the ability and willingness to consistently and fairly implement the school and District discipline and attendance policies; conducts discipline counseling in a way that: a) defuses the situation, b) leads the student to an understanding that the problem is his/hers to resolve, c) lets the student continue to see the counselor as a positive person in his/her life and d) lets the student see the discipline experience as a learning experience that will help him/her function better in the future; does follow-up work with the student and referring person to monitor student behavior and to ensure that all parties understand what actions were taken and what behaviors are expected; assists teachers in developing positive and effective strategies for classroom management and control.

F. Campus and Co-curricular Program Supervision Knowledge and Skills Demonstrates a willingness to be actively involved in student supervision responsibilities; demonstrates knowledge regarding campus groups and cliques and possesses the ability to distinguish between normal behavior and conflict posture; demonstrates knowledge of the physical and psychological effects of various drugs and alcohol; intervenes in conflict situations in such a way that the probability of the conflict continuing or escalating is diminished; is able to request assistance from colleagues, school nurse, police, paraprofessional supervisors, etc., for appropriate situations and in a timely manner; uses information about activities that have taken place in the community to prevent conflict on the campus or at co-curricular activities; attends co-curricular programs to build and maintain rapport with students and community; treats students and others with respect and friendliness while maintaining a level of authority that allows for effective control and protection of the student population.

G. Professional Ethics Understands and complies with the Code of Ethics of the American Personnel and Guidance Association; performs services in a responsible manner by maintaining a professional demeanor in dress and in relations with students, parents and staff and by completing requested reports in a timely manner.

H. Knowledge of Laws, School and District Policies, Community Resources and Cultural/Social Diversities

Demonstrates knowledge skills to apply laws found in the Education Code, Title V Regulations, Penal Code and District Policies and Regulations as they pertain to counselors' responsibilities; possesses knowledge of community resources and demonstrates skills necessary to make referrals in a way that increases the probability that the student and family use the resource (mental health, physical health, educational programs, drug diversion, law enforcement, religious-related programs, community service groups, etc.); demonstrates a general respect for persons of different ethnic and socioeconomic backgrounds and handicapping conditions; demonstrates awareness that these persons may have values and frames of reference different from the counselors or from other students; uses different counseling techniques/approaches as appropriate with students from varying life situations.

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I. Professional Growth

Is able to indicate professional growth goals for the upcoming year and then demonstrates a willingness to follow up; maintains affiliation with professional organization(s); demonstrates a willingness to continue to improve and to maintain a high level of skills in all areas covered by this policy; continues to read and be aware of new or additional skills; attends staff development programs presented by the District or school; attends conferences, workshops, staff development programs or enrolls in classes or continuing education conducive to this goal; maintains open contact with colleagues on current information in those areas listed above.

J. Program Development and Program Evaluation Knowledge and Skills Possesses knowledge and demonstrates skills necessary to assess changes and/or additions needed in the educational/guidance system. Program development may be aimed at a specific population or the entire school or District. It might include such things as: improving the attendance of ninth grade students, orienting new teachers, improving staff morale or establishing a peer-tutoring group. The process would encompass identifying and planning the new program, communicating proposed program to appropriate personnel and implementing and evaluating program. Possesses knowledge and skills necessary to identify funding available through alternative funding sources which would enhance the counseling/guidance programs; possesses a willingness to pursue obtaining these funds when considered appropriate by supervisor.

K. Consulting and Staff Development Knowledge Skills Demonstrates the knowledge and ability to serve as a consultant in guidance/counseling services to staff, parents and the community by using skills such as active listening, clarification of problems or issues and goal-setting and by providing specific nonjudgmental data and feedback and follow-up activities. Demonstrates knowledge of adult learning processes and the ability to use this knowledge effectively in staff development programs through the use of skills, such as planning, organizing, public speaking, directing small and large groups, assessing needs and evaluating.

L. Interpersonal Relations and Communication Knowledge and Skills Relates in a relaxed, genuine and professional manner while dealing effectively with a variety of people such as students, faculty and staff, parents and community contacts; is consistently seen as a positive professional asset to the school program; relates well with persons representing a variety of cultural, socioeconomic and handicapping conditions; responds to others in ways that are appropriate to the situation; expresses ideas logically, clearly and effectively in oral and written communication; listens attentively and is able to make convincing oral and written presentations.

M. Unique Knowledge and Skills Required to Perform Special Assignment Demonstrates the ability to develop with his/her supervisor, before the evaluation period begins, a statement defining the knowledge and skills required to perform special assignments that meet the unique needs of the local school or program.

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PSYCHOLOGISTS ARE TO POSSESS KNOWLEDGE AND SKILLS IN ALL OF THE ABOVE AREAS WITH ADVANCED KNOWLEDGE AND SKILLS IN AREAS A, B, E, H, J, K AND L, PLUS:

N. Psychological Assessment Knowledge and Skills Demonstrates knowledge of specific testing instruments including, but not limited to, the Wechsler scales, the Bender-Gestalt, the Thematic Apperception Test, projective drawings, the Wide Range Achievement Test and the Peabody Individual Achievement Test; demonstrates the skills to select the instruments appropriate to the problem, to administer the instruments and to interpret the test data to different populations such as students, parents, staff and child study committee; demonstrates the knowledge and skills to write psychological reports appropriate for the receiving audience and to use the assessment data to plan the appropriate educational program.

O. Special Education Program Knowledge and Skills Demonstrates knowledge of the laws and pertaining to Special Education in the State of California and of the regulations and guidelines as set forth by the Whittier Area Cooperative Special Education Program and demonstrates skills in interpreting these to various populations such as parents, staff and other professionals; demonstrates knowledge and skills in using procedures for Special Education including, but not limited to, referrals, assessment, placement, evaluation and dismissal of Special Education students; also demonstrates knowledge of Special Education programs within the school, District and in the community. Copies of this policy and evaluation report forms shall be made available to all personnel concerned at the beginning of each school year. EVALUATION/SUPERVISION TIMELINE (AR 4115) These guidelines are intended to give direction in the use of Board Policy 4115 and the Instructional Personnel Formal Evaluation Form. The Superintendent or designee shall print and make available to certificated employees written regulations related to the evaluation of their performance in their assigned duties. For the purpose of this section, the word teacher includes instructional personnel such as, but not limited to, classroom teacher, department chairperson, librarian, career center teacher, and Expanded Horizon staff. 1. Probationary and temporary teachers will be evaluated at least twice each year. The first formal evaluation of a temporary teacher or of a first year probationary teacher will take place prior to January 31; the second by May 15. For a probationary teacher, if the second formal evaluation is to be unsatisfactory, then it must be done by March 1. Permanent teachers will be evaluated at least every third year.

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2. The second evaluation in any school year, compiled by evaluators for probationary employees eligible for permanent status, shall be completed no later that March 1 of the final year of probationary status. During such final year, the employee's first evaluation for that year, should, when possible, be completed prior to December 31. 3. Permanent teachers who are scheduled to be evaluated will be formally evaluated using the criteria set forth in Board Policy 4115 and the Instructional Personnel Formal Evaluation Form. A formal evaluation must be completed before May 15, unless it is anticipated that a "Rating" will be unsatisfactory, then the evaluation must take place by April 15. The teacher will receive a copy of the completed Instructional Personnel Formal Evaluation Form prior to May 15. In a case where a "Rating" is unsatisfactory, then the teacher is to receive a copy by April 15. A meeting shall be held between the teacher and the evaluator to discuss the evaluation before the end of the school year. A copy of the Instructional Personnel Formal Evaluation Form will be filed with the Personnel Division. The teacher has the right to make written response to the evaluation. This response shall become a permanent attachment to the teacher's personnel file. 4. If rating of "Needs Improvement" is appropriate, the teacher will be informed by February 15 in order to provide the teacher time to remedy the standard before the final evaluation for that evaluation period. 5. The evaluation and assessment of the performance of teachers is an ongoing process. Nothing in paragraph #1 or #2 is intended to limit ongoing formal or informal evaluations, supervision, observations, conferences, prescriptions, etc., from taking place an any time or at any rate of frequency. Commendations, evaluative statements, reprimands, and prescriptions other than those noted on the Instructional Personnel Formal Evaluation Form will be discussed with the teacher and may be filed at any time. It is the responsibility of the principal to offer suggestions for improvement when the teacher is rated as "Unsatisfactory" or "Needs Improvement". Prescriptions should be as realistic and practical as possible. 6. Lists of the teachers to be formally evaluated each year will be filed with the Personnel division by October 1. 7. The principal and assistant principals shall be responsible for the formal evaluation(s) and recommendations. Personnel, such as but not limited to, department chairpersons and consulting teachers have the authority to observe instructional activities, and facilitate teacher growth. Department chairpersons submit observation reports to the principal and his/her designee. This, and other input, may be used in developing the formal evaluation. Unsubstantiated information will not be used in the evaluation process. Per the Peer Assistance Review Program, information to the principal by the consulting teacher is to be anecdotal and not evaluative in nature. 8. A conference between the teacher and the principal (or his/her designee will take place by October 15. If the teacher is transferred to a new school or is newly hired, the conference will take place at the earliest mutually convenient time. 9. When performance is unsatisfactory and when illness or other extreme circumstances are such that the employee is not available for discussion of the Instructional Personnel Formal Evaluation Form by deadlines listed in paragraph 1 of this regulation, a copy of the Instructional Personnel Formal Evaluation Form will be posted by certified mail on or before listed deadlines; a

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copy will be placed in the employee's file. The employee may prepare a rebuttal which will be filed when received by the District Personnel Office. 10. If extreme extenuating circumstances occur during the evaluation period, these conditions should be considered when formulating the final evaluation. 11. Some examples of community involvement could be: a) An I. A. teacher explains his outstanding drafting program to a local service club luncheon or dinner meeting. b) A business education teacher attends a local Chamber of Commerce meeting to obtain information on the quality of recent business education graduates. c) A government teacher attends a city council meeting when a topic of special significance to his/her class is discussed. d) A science teacher maintains contact with local industries who might donate materials or equipment to the District science program. The community involvement clause is not intended to encourage evaluators to direct instructional personnel to join or regularly participate in or give leadership to service clubs, community youth organizations, churches, etc. 12. Teachers shall not be rated as "Needs Improvement" or "Unsatisfactory" solely on the basis of their having other commitments which preclude their participation in activities or inservices that are scheduled on vacations, holidays, or weekends. This paragraph does not apply to responsibility factor/extra pay assignment personnel when the duty is related to the extra pay/responsibility factor assignment. These assignments are listed in Administrative Regulation 4351 and 4151.2. 13. Evaluation of staff members not included above shall be the responsibility of the Superintendent or Assistant Superintendents in charge of the staff concerned. Criteria shall be consistent with duties described and based upon individual arrangement with the formal evaluator. PEER ASSISTANCE AND PEER REVIEW (PAR) It is the intent of the Legislature to establish a classroom teacher peer assistance and review system as a critical feedback mechanism that allows exemplary classroom teachers to assist veteran classroom teachers in need of development in subject matter knowledge, or teaching strategies, or both. It is further the intent of the Legislature that a school district that operates a program pursuant to Article 4.5 (commencing with Section 44500) of Chapter 3 of Part 25 of the Education Code coordinate its employment policies and procedures for that program with its activities for professional staff development, and the biennial evaluations of certificated employees required pursuant to Section 44664. Definition of Terms:

A Participating Teacher is a Referred Participating Classroom Teacher or a Voluntary Participating Classroom 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.

A Referred Participating Teacher is a classroom teacher with permanent status referred into the PAR program through the evaluation process due to an indicated need of assistance.

A Voluntary Participating Teacher is a classroom teacher with permanent status who decides to participate in the PAR program through the process of self-referral.

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A consulting Teacher is a classroom teacher who has taught in a classroom setting for the Whittier Union High School District.

The Joint Panel is composed of District and Association members who shall be responsible for selection, training, and assignment of Consulting Teachers.

Joint Panel The Joint Panel shall consist of five (5) members, the majority of whom shall be certificated classroom teachers who are chosen to serve by the Association. The District shall choose the two (2) administrators of the Joint Panel. The Association will determine a selection process for three (3) certificated teachers to the Joint Panel. Teacher panelists may earn up to $2,000 (at their individual hourly rate). The terms of the office for teachers on the Panel shall be three (3) years. Panel members will be selected by April 1. During years in which the school year starts in an odd numbered year, the District shall chair the Joint Panel and in the even numbered year, the Association shall chair the Joint Panel. The Joint Panel shall establish its own meeting schedule. To meet, 4 of 5 of the members of the Joint Panel must be present. Teachers who are members of the Joint Panel shall be released from their regular duties to attend meetings, without loss of pay or benefits. All members are expected to attend all scheduled meetings. PAR funds shall be used if substitutes are required in order to release panel members. The Joint Panel shall be responsible for the following:

1. Coordinating with the District to provide program training as necessary to Consulting Teachers, Participating Teachers, and Panel members which may include peer coaching, due process, adult learning theory and duty of fair representation. Consulting Teachers’ training shall be based on the State-approved model.

2. Establishing and making available its own rules of procedure to all bargaining unit members and administrators. The procedures will include, but not be limited to, the method for selection of a Chairperson and the process for making recommendations to the Board. Said Rules and Procedures will be consistent with the provisions of the Master Agreement, and to the extent there is an inconsistency, the Master Agreement will prevail.

3. Making available the panel of Consulting Teachers for selection by the Participating Teacher with an effort to assign the Participating Teachers the most appropriate choice; assigning Consulting Teachers to Participating Teachers, sending written notification of participating in the PAR program to the Referred Participating Teacher, the Consulting Teacher and the site principal.

4. Reviewing the final reports made by the Consulting Teachers and submitting to the Governing Board an annual assessment of the Program’s impact, including forwarding the names of individuals who did not make satisfactory progress. The report will include:

5. A brief description/narrative of the PAR Program and its impact.

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6. The number of teachers participating in the program and whether or not it was successful for the participants.

7. A confidential list of names of individuals who, after sustained assistance, were unable to demonstrate satisfactory improvement.

8. Making recommendations to the Board regarding participants in the program, including forwarding to the Board the names of individuals who, after sustained assistance, are not able to demonstrate satisfactory improvement.

9. Determining whether a Participating Teacher will benefit from continued participation in the Program.

10. Approving forms for the writing of the: 11. Final summary report and recommendation from the Consulting Teacher; 12. Response from the Referred Participating Classroom Teacher; 13. Final report and recommendation to the Board from the Joint Panel; 14. Considering requests for changes in assignment from Consulting Teacher, Referred

Participating Teacher, or Voluntary Participating Teacher and resolving any conflicts. 15. All proceedings and materials related to evaluations, reports, and other personnel

matters shall be confidential. Therefore, Joint Committee members and Consulting Teachers may disclose such information only as necessary to administer this Article.

16. Pursuant to government Code, Section 810, et. Seq., the District shall provide Joint Panel members protection from liability and access to appropriate defenses. The Association retains the right to select its own attorney to represent itself in such actions, and shall bear the cost of such attorney legal costs.

17. The selection of Consulting Teachers based on ranked recommendations of the site selection committee.

CONSULTING CLASSROOM TEACHER Job Description: Consulting Teacher is a classroom teacher who provides assistance to a Participating Teacher pursuant to the PAR Program. The qualifications for the Consulting Teacher shall be as set forth in the Rules and Procedures, provided that the following shall constitute minimum qualifications and requirements:

Has a valid clear California teaching credential;

Has achieved permanent status in the District;

Has on file a current satisfactory evaluation containing no areas indicating improvement needed;

Has taught in a classroom setting for the past five (5) consecutive years, three of those years being in the District.

Demonstrates exemplary teaching ability, as indicated by, but not limited to, effective communication skills, knowledge of subject matter, and mastery of a range of teaching strategies necessary to meet the needs of pupils in various contexts.

The duration of a designated Consulting Teacher shall be a two-year term pending funding. In filling a position of Consulting Teacher, each applicant is required to submit three (3) references:

A site or district administrator and

two of the following: o Immediate supervisor

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o A permanent classroom teacher o A parent or a student

All applications and references shall be treated with confidentiality. Consulting Teacher(s) shall be recommended by an appropriate selection committee which sends acceptable applications to the Joint Panel in ranked order. In special circumstances, the Joint Panel may select and assign a District Induction Specialist to assist a Referred Participating Teacher. Functions performed pursuant to this Article by bargaining unit employees shall not constitute either management or supervisory functions. The consulting Teacher shall continue all rights of bargaining unit members. In addition to the regular salary, a Consulting Teacher shall receive a stipend as determined by the PAR Panel. Consulting Teachers shall have responsibility for no more than one (1) Referred Participating Teacher. Each Referred Participating Teacher shall receive no less than twenty (20) hours of assistance per semester from the Consulting Teacher. Consulting Teachers shall assist Participating Teachers by demonstrating, observing, coaching, conferencing, referring or by other activities, which, in their professional judgment, will assist the Participating Teacher and will receive an additional stipend as determined by the PAR panel. Duties and Responsibilities:

The Consulting Teacher shall meet with the Referred Participating Teacher to discuss the PAR Program, to establish mutually agreed upon performance goals based on the negotiated referral form, develop the assistance plan and develop a process for determining successful completion of the PAR program. Such performance goals shall be in writing and aligned with pupil learning. Prior to the setting of performance goals between the Referred Participating Teacher and the Consulting Teacher, the Referred Participating Teacher, Consulting Teacher, and principal shall meet to discuss concerns.

The Consulting Teacher shall conduct a minimum of three (3) periodic observations per semester of the Referred Participating Teacher during classroom instruction, and shall have both pre-observation and post-observation conferences.

The Consulting Teacher shall monitor the progress of the Referred Participating Teacher and shall provide periodic written reports to the Referred Participating Teacher for discussion and review.

The Consulting Teacher shall continue to provide assistance to the Referred Participating Teacher until he or she concludes that the teaching performance of the Participating Teacher is satisfactory, or that further assistance will not be productive. A copy of the consulting Teacher’s report shall be submitted to and discussed with the Referred Participating Teacher to receive his or her input and signature before it is submitted to the Joint Committee. The Participating Teacher’s signing of the report does not necessarily mean agreement, but rather that he or she has received a copy of the report. The Consulting Teacher shall submit a final report to the Joint Committee. The Referred Participating Teacher shall have the right to submit a written response, within twenty (20) days, and have it attached to the final report. The Referred Participating Teacher shall also have the right to request a meeting with the Joint Committee, and to be represented at this meeting by the Association representative of his or her choice.

The results of the Referred Participating Teacher’s participation in the PAR Program shall be made available for placement in his or her personnel file, and may be used in the evaluation of the Referred Participating Teacher.

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Pursuant to Government code, Section 810, et. Seq., the District shall provide Consulting Teachers protection from liability and access to appropriate defenses. The Association retains the right to select its own attorney to represent itself in such actions, and shall bear the cost of such attorney legal costs.

Duties of the Consulting Teacher also include:

Providing in-service to new and or experienced staff who are assigned to unfamiliar subject areas.

Providing guidance for new teachers to enhance their knowledge of content, refine their instructional skills and develop effective classroom management systems.

Serving as a demonstration teacher for selected areas of the curriculum or methods of instruction.

Providing staff development for new teachers. The District and the Association shall expect and strongly encourage a strong cooperative relationship between the Consulting Teacher and the principal with respect to the process of PAR. Referred Participating Classroom Teachers

A Referred Participating Teacher is a classroom teacher with permanent status who is required to participate in the PAR program based on receiving an overall unsatisfactory on the attached negotiated evaluation form.

The Referred Participating Teacher may request the Joint Panel assign his/her most appropriate designated Consulting Teacher.

The Referred Participating Teacher has the right to be represented throughout these procedures by the Association representative of his/her choice.

The Referred Participating Teacher shall have the right to submit a written response to the final summary report and recommendation within twenty (20) days from receipt of this report, and have the response attached to the final summary report. The Referred Participating Teacher shall also have the right to request a meeting with the Joint Panel and to be represented at this meeting by the Association representative of his/her choice. Voluntary Participating Classroom Teachers

A Voluntary Participating Teacher is a classroom teacher with permanent status who volunteers to participate in the PAR program. The purpose of participating in the PAR program for the Voluntary Participating Teacher is for peer assistance only and the Consulting Teacher shall not participate in a performance review of the Voluntary Participating Teacher.

The Voluntary Participating Teacher may terminate his/her participation in the PAR program at any time.

All communications between a Consulting Teacher and a Voluntary Participating Teacher shall be confidential. These communications shall not be shared with others, including the site administrator, the evaluator or the Joint Panel, without the written consent of the Voluntary Participating Teacher.

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DEPARTMENT CHAIRPERSONS Department Chairpersons are selected by the site principal. They are appointed for a five-year renewable term. Administrative Regulation 4311.1 lists the departments and number of department chairpersons permitted.

1. The duties of department chairpersons are listed in the job description emphasizing instructional leadership. It may be changed any time by mutual agreement.

2. Department chairpersons are to receive an annual evaluation based on the job description,

using the “Department Chairperson Annual Evaluation” form, by June1.

3. Prior to the evaluation, the “Department Staff Annual Survey” form will be distributed to the department staff for input to the principal. It is a confidential document whose findings may be shared and discussed during the evaluation.

4. Department chairpersons will receive an R-factor stipend as determined by Administrative

Regulation 4151.2, School Administrative and Supervisory Schedule.

5. The removal of a department chairperson must comply with the “Removal of Permanent Certificated Employee from R-factor and/or Extra-Pay Assignment” policy.

DEPARTMENT CHAIRPERSON - POSITION DESCRIPTION Overview: The Department Chairperson is a key member of the Instructional Leadership Team and a teacher/student advocate. The responsibility for the quality of instruction and the level of student success rests primarily on the classroom teacher, but the Chairperson, the Curriculum Coordinators, District New Teacher Advisors, Horizons Directors, Assistant Principals and the Principals have the responsibility to assist the classroom teacher in achieving success. Responsibilities: 1. To provide leadership in the planning and promoting of curriculum and instructional

improvement based on the District's Courses of Study, the State Standards, California Standards Tests (CST), District Common Assessments and the California High School Exit Examination. 1.1. To represent the department by participating in District Curriculum Improvement

meetings 1.2. To be knowledgeable regarding the State Standards, assessment practices, data analysis, and

instructional strategies in the Chairperson’s department. 1.3. To serve as a Course Lead for one subject area. 1.4. To assist in the development and implementation of new and existing course outlines

aligned to the State Standards and the District’s course objectives. 1.5. To participate in a coordinated school wide program to coach and support new teachers in

successful teaching techniques and establishing a positive learning environment. 1.6. To assist department members in professional growth.

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1.7. To convey to department members information provided at leadership team/department chairs meetings.

1.8. To encourage department members to serve on curriculum writing or ad hoc committees. 1.9. To assist the school administration in assessing curriculum and instructional needs and in

the planning of staff development. 1.10. To discuss at department meetings student data, student work, policies, procedures and

state mandates that are within the provisions of the contract. 1.11. To provide input in the development of the department's master schedule. 1.12. To observe new teachers and teachers on the evaluation cycle and provide peer assistance.

2. To represent department positions and concerns at both the school and district level.

2.1. To convene meetings with the department. 2.2. To represent the department at District Curriculum Improvement meetings. 2.3. To identify and recommend possible solutions to school/department problems. 2.4. To attend school-wide meetings of the leadership team/department chairs

3. To assist in the selection, ordering and distributions of textbooks, equipment and instructional

materials and supplies as appropriate to the department. 3.1. To assist in the adoption of new textbooks aligned to the State Standards and secure

evaluations of the appropriateness of the textbook to the adopted Courses of Study and the State Standards.

3.2. To assist in the ordering and distribution of department supplies, equipment, and textbooks.

3.3. To promote the appropriate use of instructional materials including instructional technology.

4. To participate in the interviewing and selection of teachers and to recommend class schedules.

4.1. To survey department members regarding assignment preferences and present information to the administration with recommendations.

4.2. To assist in the interviews, evaluation and selection of new teachers and provide input on retention.

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REMOVAL OF PERMANENT CERTIFICATED EMPLOYEE FROM R-FACTOR AND/OR EXTRA PAY ASSIGNMENT (AR 4117.41) Prior to removal of a permanent certificated employee from R-factor and/or extra-pay assignments (specified in Administrative Regulation 4114), these due process steps will be taken: 1. The principal or designee will verbally communicate to the individual that problem(s) exist by February 15. Athletic coaches, because their positions are seasonal, must be notified by the end of the eighth week of the season. The start of the season is dictated by the date CIF allows teams to hold their first contest. 2. A personal conference will take place where the problems will be pointed out and the individual will be given an opportunity to respond. Matters covered during the conference will be written up and the individual will be given a copy. 3. * Sufficient time will be provided for the individual to improve and/or make the necessary changes. 4. The final decision will be made in a timely manner, will be the principal's decision and must be appropriately communicated to Personnel Services. 5. Should the individual so desire, he/she may follow the problem processing procedure or request personal conferences with the Assistant Superintendent, Personnel Services. *If there are extremely unusual circumstances, where sufficient notice cannot be given, number 3 will be waived.

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ARTICLE XVI - TRANFERS DEPARTMENTAL ASSIGNMENT AND/OR TRANSFER OF CERTIFICATED PERSONNEL FROM ONE SITE TO ANOTHER (AR 4114) Prior to the reassignment of a certificated employee from one department to another or transfer from one site to another, the following procedures will be followed: I. Assignment of Certificated Employees

A. The principal is to conduct an annual survey of the staff to determine the preference, in order of priority, of each person's department assignment and school location. This survey is to be completed by March 15 each year. The teacher is to indicate semester units and length of service in each of the designated areas of teaching preference. (See Annual Survey Form.)

B. Declaration of Excess: When the allocations of periods of teaching in each department have been determined, the principal shall direct each Assistant Principal, Curriculum, and/or department chairperson to work with department personnel to make a proposed schedule of assignments to meet the master schedule needs for the next year.

C. When a teacher is to be reassigned from one department to another for a major portion of the day (three periods or more) at the same site, departmental seniority shall be the first criteria to be used. If the person with the lowest seniority is not credentialed or competent to move to the new department, the person with the next lowest seniority shall be considered until a credentialed or competent teacher is identified.

D. When it is necessary to declare a person as excess and eligible for transfer, the following criteria shall be applied sequentially:

1. Personnel currently assigned to positions involving responsibility factors (defined in AR4351, Twelve-Month Administrators' Salary Schedule, and AR 4151.2, School Administrative and Supervisory Schedule, shall be exempt if they are to assume the responsibility factor position the following year.

2. Personnel currently assigned to positions involving the following extra pay

assignments will be exempt if they are to assume the extra pay assignment in the following year.

Athletics All Varsity Head Coaches and all JV Head Coaches Other Activities Annual/Yearbook AVID Coordinator

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AVID Site Demonstration School Coordinator Band Choral Drama Drill Team Intervention Specialist Link Crew Coordinator Newspaper Pepster Advisor Puente Coordinator Senior Project Coordinator Speech

3. Department Seniority: Experience means the number of years teaching in the District at least three periods

per day in a department.

"Departmental seniority" shall be defined in this policy as semesters of District-paid service (a semester's service being sixty-seven (67) or more days in a semester) while employed as a probationary, permanent or temporary certificated employee under contract, including all sabbatical leaves. Two semesters equal one year of service.

a. Any individual, who involuntarily in order to accommodate the

master schedule during any year did not teach at least three periods in a single department, may select, for experience purposes, any one of the departments in which he/she gained teaching experience during that year.

b. If during any year a teacher has been involuntarily assigned by the

principal to teach in departments other than those he/she has been normally assigned, the teacher can designate the department, from among those he/she has been normally assigned, to which the year of experience will be credited.

c. During a paid sabbatical leave, departmental seniority shall be

credited in the department in which the individual served in the year just prior to the year of sabbatical leave.

4. The fourth criterion to be applied if a tie still exists is to be the principal's

recommendation in instances when a person (1) possesses unique qualifications for an assignment and departmental seniority is the same. An example of a "unique qualification" would be a teacher who is to assume a key role on the campus for the coming year or is essential to maintaining a positive culture on the campus. Upon request of a teacher, the principal shall provide, in writing, an explanation of the unique qualifications to the Assistant Superintendent, Personnel Services. The Assistant Superintendent, Personnel Services, shall provide copies of the explanation to the WSEA President and the requesting teacher. These copies shall be provided within five (5) days of receipt in the Personnel Office.

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E. Teacher assignment proposals are to be submitted to the principal or designee in charge of the master schedule. Proposals of all departments are to be reviewed and conflicts in assignments or periods shall be resolved by the administrator with the appropriate department head.

F. Certificated personnel who do not obtain any of the assignment preferences originally indicated on the annual survey may submit a subsequent request for a different preference.

G. No later than the second week in June, each teacher is to be notified of his/her tentative assignment. After this date, should it become necessary to change the assignment, a good-faith effort shall be made to contact the person to discuss the changes with the individual. A good-faith effort shall also be made to notify the department chairperson. If the teacher cannot be contacted, the principal may proceed. Any change in a person's tentative assignment made after this date without the principal or designee discussing the change with the individual or department chairperson is to be limited to making the change to within the teacher's major, minor or choice as stated in the survey. A good-faith effort shall be made to contact the teacher and/or department chairperson. If, however, they are not available for contact, the principal may proceed. Such change is to be reported to the teacher and confirmed with the Assistant Superintendent, Personnel Services.

H. The Assistant Superintendent, Personnel Services, reviews the assignments of all personnel to confirm that each teacher is assigned within the limitations of his/her credential.

I. A review of assignments is to be made to assure a reasonable number of preparations. When the preparations, i.e. courses of study and ability groupings, exceed three, the principal is to provide the reasons for the excess to the Assistant Superintendent, Personnel Services, upon written request of the teacher.

J. If the teacher thinks this policy has been violated, the teacher may file a grievance. II. Departmental Preference Declaration of Certificated Personnel

A. When a teacher is affected by departmental seniority and there is a question regarding his/her seniority, he/she may submit a record of his/her teaching assignments to the Assistant Superintendent, Personnel Services, who will verify the accuracy of the record.

B. The following steps shall be followed:

1. Any year in which a teacher taught three periods for two semesters in a department, he/she shall be credited with one (1) year seniority in that department. One semester equals one-half year.

2. Those who in any year did not teach three periods in a department shall list

those years; list all the departments in which they taught in those years; and shall designate to which of these departments their departmental seniority will be credited.

3. During any year in which a teacher has been assigned by a principal to teach

in departments other than those normally assigned, the teacher is to list the departments and year. The teacher, then, can designate any department for which he/she desires to be

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granted departmental seniority. The department designated must, however, be one to which he/she has normally been assigned. The principal must agree that the years listed were years which a principal requested that the teacher teach out of his/her normal department. Should the teacher and the principal not agree, the question shall be referred to a committee composed of the Assistant Superintendent, Personnel Services, and the WSEA President, or their designees, for a final decision.

For the purposes of this policy, departments are defined as: Business Education English Foreign Language Home Economics Industrial Arts Mathematics Physical Education Science Social Studies Special Education Visual and Performing Art Should the District establish new departments, i.e., Computers, Reading, Physical Science, then the teacher who has been teaching these specific courses for three or more periods per year/semester may change his/her departmental seniority status to the new department. III. Transfer of Certificated Personnel - Voluntary

A. By May 15, and as changes occur thereafter, the Personnel Services Division shall post any known vacancies for the following school year at each facility in the District.

B. Persons interested in voluntary transfer may apply for any vacancy for which they are qualified within five (5) workdays following such posting.

C. Reason for the transfer is to be included in the request.

D. Every effort shall be made to place teachers according to their requests. However, transfers shall be made only where it is deemed in the best interest of the District and schools as determined by the Assistant Superintendent, Personnel Services.

E. Personnel Services Division shall inform all principals of requests for transfer.

F. When an appropriate vacancy occurs, the teacher is scheduled for an interview with the receiving principal.

G. Upon agreement of the two principals involved, the transfer is effected.

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H. When transfer is not to be effected, the applicant is so notified in writing by the Personnel Office and given reasons for the denial. The teacher involved has the prerogative of discussing the reason(s) with the Assistant Superintendent, Personnel Services.

I. Certificated personnel who do not obtain the transfer originally requested may submit a subsequent request for transfer. Such a request replaces any earlier request and is to be processed in the same manner.

J. Requests for transfer are not carried over from year to year but must be renewed annually. IV. Transfer of Certificated Personnel - Involuntary (staff reduction/lack of assignment)

A. When it becomes necessary to transfer personnel within the District due to staff reduction or lack of assignment as determined by preparation of the school's master schedule, the excesses are to be reported to the Assistant Superintendent, Personnel Services, by the principal.

B. The Assistant Superintendent, Personnel Services, and the principals shall meet and

tentatively reassign personnel declared excess according to each school's teacher needs. Prior to finalizing any involuntary transfer, each excess teacher shall be provided by the Personnel Services Division a list of all vacancies in the District, along with a form on which the teacher may indicate his/her first, second and third choice. Every effort shall be made to give the teacher his/her first or second choice. Any teacher not given his/her first or second choice may request a meeting with the Assistant Superintendent, Personnel Services, and the pertinent principal(s) to discuss the rationale for placement. Upon request, rationale shall be given in writing.

C. This process continues until all teachers declared as excess have been tentatively

assigned to a suitable position and the Board-authorized number of personnel has been reached.

D. On or before May 15, principals are to discuss the possibility of transfer with each

teacher still declared as excess.

E. As vacancies occur at the home school and teachers are removed from the potential transfer list, they are so notified by the principal.

F. No later than the second week in June, teachers being transferred are officially notified

in writing by the Personnel Services Division that they have been tentatively reassigned.

G. If vacancies occur during the summer months and it is possible to reassign the teacher

to his/her original school, this is done by the Personnel Services Division through a personal contact followed by a written confirmation. Should circumstances make personal contact impossible, written notice to his/her address of record shall suffice.

H. After tentative transfers are completed, should any new vacancies occur prior to the

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opening of school, a good-faith effort shall be made to have the transferred teacher transferred back to the original school.

I. Excess teachers not placed in a vacancy for which they are credentialed and competent

shall be returned to the home school if the District and teacher agree that a vacancy at the home school can be effectively taught by the teacher and an appropriate credential is able to be secured. A good-faith effort by the Administration shall be made to find alternative solutions if the teacher objects to the proposed transfer. The teacher is to submit, in writing, within seven (7) workdays of being notified of the proposed transfer, the reason for his/her objection.

J. Needs of the master schedule shall be carefully reviewed in an attempt to avoid the

frequent transferring of any staff member. Any teacher transferred involuntarily from one site to another twice within a five (5) year period shall be put at the top of the departmental seniority list. Such a person shall be placed back into his/her ordinary seniority level five (5) years after his/her second involuntary transfer. Site closure transfer does not count for the purposes of this section.

K. Teachers assigned to more than one facility shall be assigned in a manner to minimize

travel time and to ensure an adequate amount of time for conference and full lunch period.

V. Transfer of Certificated Personnel – Involuntary (other than staff reduction/lack of

assignment)

A. In the event that a transfer is necessary for the benefit of the employee, or in the interest of the welfare of students, school and District, the following procedures shall be followed:

1. Reasons for a transfer are reviewed by the Superintendent’s Cabinet.

Following past practice, transfer under this section shall not be arbitrary or capricious.

2. If approved by the Superintendent (Ed Code 35035(c)), reasons for the

transfer are discussed with the employee involved and detailed in writing--one copy to the teacher and one copy for the employee's personnel file.

3. In the event the employee is dissatisfied with the transfer or projected

transfer, he/she has appeal through administrative reviewor the grievance procedure.

B. Following past practice, transfers shall not be used as a disciplinary measure.

C. Teachers assigned to more than one facility shall be assigned in a manner to minimize

travel time and to ensure an adequate amount of time for conference and full lunch period.

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SENIORITY OF CERTIFICATED PERSONNEL (AR 4117.3) For purposes of transfer, assignment and sabbatical leave, the seniority rights of employees who serve/have served on temporary contracts are to be determined by the same methods as those who serve/have served on probationary or permanent contracts. The official Whittier Union High School district seniority list used in layoff/reduction of force is to be determined according to Education Code Sections 44845 and 44846. This administrative regulation shall not be construed to grant any rights to temporary personnel when the District proceeds with a reduction in force pursuant to Education Code Sections 44949 and 44955.

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ARTICLE XVII - SAFETY CONDITIONS EMPLOYEE PROTECTION - CERTIFICATED It is the aim of the Board of Trustees, administration and instructional staff to promote an atmosphere of discipline, order and safety. It is the responsibility of all staff members to maintain discipline and order on our campuses. The Board of Trustees will support the staff in all reasonable disciplinary measures taken in accordance with official regulations and procedures of the Whittier Union High School District. The Board of Trustees will not tolerate violence of any kind. In any case of violence directed against any employee, all steps will be taken to ensure that those individuals responsible are identified and all appropriate legal measures instituted. In his/her employment, a staff member may use such measures as necessary to prevent injury and to protect himself/herself and others from physical attack by a student or other person. The District will advise the staff member of his/her rights and obligations with respect to any such assault and will render all reasonable assistance in regard to these rights and obligations. In addition, the District will pay the cost of replacing and repairing eyeglasses, hearing aids, dentures, watches or articles of clothing when such items are damaged as a result of enforcing this policy at any school District function or on any District facility. Reference: Ed Code 44014

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ARTICLE XVIII - INDEPENDENT STUDY/ADULT EDUCATION

SIERRA VISTA INDEPENDENT STUDY PROGRAM 1. The applicable sections of the Education Code, Title V, Whittier Union High School District Board Policies and Administrative Regulations, and the Master Agreement with WSEA will be followed. 2. Exceptions to the WSEA contract are as set forth in this agreement. It is agreed that the Independent Study Program will be allowed to hire up to fifteen hours per week of hourly certificated personnel. The District will guarantee a minimum of 5 full-time teachers employed in the day program. 3. The caseload of an Independent Study Program teacher will be sufficient to generate an ADA not to exceed the equivalent ratio as per the Ed. Code 51747.6. 4. If changes in the structure or personnel are to be made in the Independent Study Program, the Principal, Alternative Education, will advise WSEA in sufficient time for meaningful input on non-negotiable items or for negotiation on those that are. 5. It is agreed that the administration would encourage and expect that if substantive problems occur in the Independent Study Program, WSEA will bring them to the administration's attention immediately and that the administration will take appropriate steps to remedy these problems. 6. This program will be subject to negotiation annually. Sierra Vista High School, which utilizes independent study as its primary mode of instruction provides schooling to more than 400 students on a daily basis. The school operates during the day and evening in order to accommodate student needs and to reduce the crowding that would occur if it were operated on a day time basis only. In the foreseeable future, attendance is expected to continue to increase. Along with attendance increases, the nature of the program will change resulting in the need to offer more program during the evening hours. It has long been the belief that a mix of regular contract teachers with a limited number of hourly teachers provides the range of services needed by the student. To accommodate future growth and to deal with an eminent lack of space new staff members will be assigned to a differentiated working schedule which will require two evenings of work. The teacher workday will begin at 7:30 a.m. three days per week and 12:30 p.m. for evening work. The following considerations will also apply: 1. Staff with assignments that are exclusively day hours (regular contract schedule) will not be affected with the modification. 2. Any staff member may request change to a differentiated contract. The change will remain in force permanently or until a transfer to day only hours is approved.

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3. Transfer to day only hours may be requested whenever a position becomes available. 4. Additional positions beyond eight (8) will require differentiated working hours. Additional positions will be requested when program growth is substantial and reasonably expected to be sustained. YEAR ROUND PROGRAM - CONCURRENT ADULT EDUCATION PROGRAM The following agreement between the Whittier Union High School District and the Whittier Secondary Education Association outlines and defines areas of understanding involving the Concurrent Adult Education Program and its use during the regular day school schedule. The program shall provide for appropriate placement of pupils toward meeting graduation requirements. Meeting the criteria of concurrent enrollment shall remain a secondary goal. The Concurrent Adult Program shall not negatively impact class sizes for offerings in the regular program. Maintenance of full class size will prevent such negative impact and will assure maximum ADA for concurrent classes. A student shall be allowed, for scholastic purposes, to refuse enrollment in a class designated as "adult school." A student's program shall not be below the minimum day requirement for seniors and other students. Counselors are specifically delegated this responsibility and will receive inservice training to assure the appropriate placement of Concurrent Adult Program students. There shall be no encroachment on the General Fund. Adult school shall assume the responsibility for reimbursement of costs for salaries, benefits, texts, overhead, and any other expenses incurred in the operation of the concurrent program. The Concurrent Adult Program will supplement, not supplant the regular day school program. The Whittier Union High School District will provide a list of "core" classes that will not be a part of the concurrent program, which will focus on remedial, vocational, parenting, make-up and E.S.L. classes. All courses to be included in the concurrent program will be sent to the State Department of Education consultant on concurrent education for approval. A list of courses approved by the consultant will be provided to the Whittier Secondary Education Association when approved. Wages, hours of employment, and all other provisions shall be those of the WSEA-WUHSD negotiated contract. All hours under Whittier Union High School District employment shall be counted toward district proportional funding of fringe benefits with full payment at 30 hours weekly. Teachers in the regular school program (8:00 a.m. - 2:50 p.m.) shall fill all concurrent Adult positions. Regular school teachers will teach a minimum of three hours in the regular program and a maximum of two hours in the concurrent program.

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The Administration will make available data on enrollments, attendance, teaching sections, income and expenditures for the concurrent enrollment program. There will be meetings to evaluate this program by mutual agreement.

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ARTICLE XIX - DURATION This agreement shall become effective on July 1, 2012 and shall continue in effect unless altered by process of negotiation mutually agreed upon by parties signing below. By: ________Tim Schneider _____________ Date:_____________________ Whittier Union HSD By:_________Anthony Gonzalez_____________ Date:______ _________________ Whittier Secondary Education Assn.

APPENDIX

A - 1

Approved Bell Schedules

California High School

A - 2

La Serna High School

A - 3

Pioneer High School

A - 4

Santa Fe High School

A - 5

Whittier High School

A - 6

Evaluations

WHITTIER UNION HIGH SCHOOL DISTRICT EVALUATION OF TEACHING PERFORMANCE

First Year in District Teacher: Date: School: Assignment: Years in District: 1 Evaluator: P - Proficient Preconference Date: NI - Needs Improvement Employee’s Signature: U - Unsatisfactory Evaluator’s Signature:

STANDARD P NI U

Standard Two: Creating and Maintaining an Effective Environment for All

Standard Four: Planning Instruction and Designing Learning Experiences for All

Compliance with Policies and Procedures

COMMENDATIONS:

A - 7

RECOMMENDATIONS:

OVERALL EMPLOYEE RATING:

PROFICIENT NEEDS IMPROVEMENT UNSATISFACTORY Other__________________________

SIGNATURES: Evaluator: Date: Evaluatee: Date: This report has been discussed with me in a conference with my evaluator. My signature on this evaluation does not necessarily signify my agreement with the content of this evaluation. An opportunity has been extended to me to attach comments regarding this evaluation. Comments attached: YES NO

A - 8


Second Year in District Teacher: Date: School: Assignment: Years in District: Evaluator: P - Proficient Preconference Date: NI - Needs Improvement Employee’s Signature: U - Unsatisfactory Evaluator’s Signature:

STANDARD P NI U

Standard One: Engaging and Supporting All Student Learning

Standard Three: Understanding and Organizing Subject MatterKnowledge

Standard Five: Assessing Student Learning

P NI U

Compliance with Policies and Procedures

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COMMENDATIONS:

RECOMMENDATIONS:


PROFICIENT NEEDS IMPROVEMENT UNSATISFACTORY

SIGNATURES: Evaluator: Date: Evaluatee: Date: This report has been discussed with men in a conference with my evaluator. My signature on this evaluation does not necessarily signify my agreement with the content of this evaluation. An opportunity has been extended to me to attach comments regarding this evaluation. Comments attached: YES NO

A - 10


Three or More Years in District Teacher: Date: School: Assignment: Years in District: Evaluator: P - Proficient Preconference Date: NI - Needs Improvement Employee’s Signature: U - Unsatisfactory Evaluator’s Signature:

STANDARD P NI U

Standard One: Engaging and Supporting All Student Learning

Standard Two: Creating and Maintaining an Effective Environment for All

Standard Three: Understanding and Organizing Subject Matter Knowledge

Standard Four: Planning Instruction and Designing Learning Experiences for All

Standard Five: Assessing Student Learning

Standard Six: Developing as a Professional Educator

Evaluation Criteria:

A Needs Improvement in one or more of the Standards One through Five may or may not result in a required evaluation for the succeeding year. If the overall evaluation rating is Proficient, an evaluation is not required; if the overall evaluation is Needs Improvement, an evaluation is required.

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A teacher will not receive an Unsatisfactory rating in Standards One through Five or an overall Unsatisfactory rating unless a Needs Improvement rating was received on both the same Standard and the overall rating on the previous evaluation.

An overall Unsatisfactory rating for a permanent/tenured teacher will result in required participation in the WUHSD Peer Assistance and Review (PAR) Program.

A teacher receiving an overall Needs Improvement rating shall be informed of the option available to them in the PAR agreement, which allows for Voluntary Teacher Participation (VTP) in the PAR process.

When an overall Needs Improvement rating is given, the evaluator will provide assistance and guidance to the teacher during the next school year.

COMMENDATIONS:

RECOMMENDATIONS:


PROFICIENT NEEDS IMPROVEMENT UNSATISFACTORY *RE-EMPLOYMENT RECOMMENDATION:

Recommended for Evaluation Next Year P.A.R. Referral

SIGNATURES: Evaluator: Date: Evaluatee: Date: This report has been discussed with me in a conference with my evaluator. My signature on this evaluation does not necessarily signify my agreement with the content of this evaluation. An opportunity has been extended to me to attach comments regarding this evaluation. Comments attached: YES NO

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Whittier Union High School District Department Chairperson Annual Evaluation

Name: ________________________ Department: _______________ School: _______________ Years as a D. C.: _______________ The following evaluation is based on the WUHSD Department Chairperson job description: New Teacher Support:

Effective: ___ Needs Improvement: ____ Unsatisfactory: ____ Instructional Leadership: Effective: ___ Needs Improvement: ____ Unsatisfactory: ____ Departmental Leadership: Effective: ___ Needs Improvement: ____ Unsatisfactory: ____

Instructional Material Support: Effective: ___ Needs Improvement: ____ Unsatisfactory: ____ Overall Rating: Recommendation: _________________________ _____ ________________________ _____ Department Chairperson Date Evaluator Date

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Counselor/Psychologist Annual Evaluation

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Surveys

Annual Staff Survey

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Department Staff Annual Survey

Name(Optional)_______________________________________ School:__________________________

Date:______________________________ Department:________________________________________ The following survey of the Department Chairperson is based on the WUHSD

Chairperson job description:

Effective_____ Needs Improvement_____




Please comment on recommendations for improving the department:

Whittier Union High School District

1. New Teacher Support:

2. Instructional Leadership:

3. Departmental Leadership:

4. Instructional Material Support:

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Forms

WHITTIER UNION HIGH SCHOOL DISTRICT Whittier, California

Catastrophic Leave Bank –Contribution Form

NAME: ____________________________ Location: ____________________ Job Title: ____________________________ Soc. Sec. #: ____________________ Last four digits only Date of Hire: ____________________________ Hours worked per day: ________________ Certificated______ Classified_____

I am not a current contributor and __________ I wish to participate in the Whittier Union High School District Catastrophic Leave Bank.

Per the collective bargaining agreement, I agree to voluntarily contribute one day of sick leave per year.

I am a current contributor and

__________ I wish to withdraw my participation in the Whittier Union High School District Catastrophic Leave Bank for this school year 2010/2011.

Signature: ______________________________ Date: ______________________

If joining the Catastrophic Leave Bank, Unit Members will have a waiting period of 30 duty days before becoming eligible to withdraw from the Bank.

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WHITTIER UNION HIGH SCHOOL DISTRICT

Whittier, California

Application for Catastrophic Leave

Withdrawals from the Catastrophic Leave Bank shall be granted in units of no more than thirty (30) duty days. Participants may submit requests for extension of withdrawals as their prior grants expire. Applications shall be reviewed and decisions of the Committee reported to the applicant in writing within ten (10) duty days of receipt of the application.

____________________ ________________ __________________

First Name Middle Name Last Name

________________________ _______________________ ______________________________ Last four Digits of SS# Site Position/Title

____________________________________________________________Home Address

_____________________ _________________ ________________ City & State Zip Code Phone Number

Number of days requested: ________________________ Please explain reason for your request: __________________________________________________

____________________________________________________________________________________

____________________________________________________________________________________

____________________________________________________________________________________

____________________________________________________________________________________

____________________________________________________________________________________

________________________________________________________________________

___________________________________________ ______________ Employee Signature Date

Office Use Only

Date Approved

Date Denied

Committee Member Signature



Doctor’s note must be attached

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