BUSHNELL (September 28, 2021) - SCESP and SCSD bargaining committees have reached tentative agreements regarding a number of substantive contract language changes alongside signed memorandums of understanding related to COVID. The proposed changes to the contract rectify contradictions in existing language, clarify processes for reporting of unsafe working conditions, and improve outcomes for employees in the event of a reduction in force.
A critical clarification of language regarding compensatory and flex time vs. overtime pay was necessary to accurately reflect federal wage and hour law as well as long-standing district practice. To alleviate confusion created by contradictory language in two areas of the contract, all reference to flex time and overtime pay will be consolidated in the Classified Salary Schedule. Determination of when work beyond the regular work day will be flexed within the work week is to be arranged at the time the employee is directed to extend their hours. Only when the hours actually worked within a work week extend beyond 40 hours is the employee eligible for time and half comp time or pay. Overtime pay shall continue to be authorized at management's discretion.
Layoff/Recall and Reduction in Force (RIF) language has also been revised to ensure both processes are clear and to provide timelines which ensure advance notice to the union so that impacts can be bargained as appropriate. Clarification of the differences between Layoff vs. RIF have been provided and guarantee of recall remains seniority based with added priority given to employees in the job classification having Satisfactory performance evaluations. All qualified employees on the Recall list will continue to have priority for positions within the job classification above outside applicants, and will be guaranteed interviews for positions outside of the job classification to which they apply and are qualified.
One of the most significant proposed improvements in contract language would be the creation of a hiring pool for employees impacted by a reduction in force (RIF). Reduced employees shall have the right to remain in the hiring pool for up to 12 months. During that time, they are guaranteed an interview for any position for which they are qualified and apply. The district will maintain fingerprints and hold accumulated leave time for the individuals in the pool. Additionally, anyone rehired from the pool who had previously been awarded a recurring contract, will be returned to recurring contract status upon satisfactory performance in the new position afer the first year--as opposed to two full years of satisfactory performance to qualify.
Additional language proposed will update job posting requirements to reflect current paperless posting process, eliminate language redundancies,and edit for minor spelling and grammatical issues.
All proposed changes to the SCESP collective bargaining agreement must be ratified by both the bargaining unit members and school board before taking effect. Copies of the language proposals will be circulated ahead of the ratification vote and SCESP bargaining team members will be hosting bargaining update meetings in the days ahead. The tentative agreements will be put forward to all the members of the ESP unit for ratification following the completion of economics discussions, which are expected to begin in earnest in the month of October.