NYS PERB Contract Collection – Metadata Header This contract is provided by the Martin P. Catherwood Library, ILR School, Cornell University. The information provided is for noncommercial educational use only. Some variations from the original paper document may have occurred during the digitization process, and some appendices or tables may be absent. Subsequent changes, revisions, and corrections may apply to this document. For more information about the PERB Contract Collection, see http://digitalcommons.ilr.cornell.edu/perbcontracts/ Or contact us: Catherwood Library, Ives Hall, Cornell University, Ithaca, NY 14853 607-254-5370 ilrref@cornell.edu Contract Database Metadata Elements Title: Yonkers, City of and Yonkers Non-Teaching Unit 9169, CSEA, Local 1000 AFSCME, AFL-CIO, Westchester Local 860 (2007) Employer Name: Yonkers, City of Union: Yonkers Non-Teaching Unit 9169, CSEA, AFSCME, AFL-CIO Local: Westchester Local 860, 1000 Effective Date: 07/01/07 Expiration Date: 06/30/11 PERB ID Number: 6559 Unit Size: 1800 Number of Pages: 76 For additional research information and assistance, please visit the Research page of the Catherwood website - http://www.ilr.cornell.edu/library/research/ For additional information on the ILR School - http://www.ilr.cornell.edu/ G YONKERS PUBLIC SCHOOLS AGREEMENT between the Board of Education Of the City of Yonkers, New York and the Civil Service Employees Association, Inc., Yonkers Non-Teaching Unit, 9169 Local 1000, American Federation of State, County and Municipal Employees (AFSCME), AFL-CIO, Westchester Local 860 July 1, 2007- June 30, 2011 RECEIVED DEC 2 2 2008 NYS PUBUC EMPLOYMENT RELATIONS BOARD BOARD OF EDUCATION Rev. Gerald Sudick, President Marlin K. Wiggins, Vice President Trevor H. Bennett Michael E. Carey Bernadette Dunne Richard Greco, Jr. Debra Martinez Lisa C. Perito Bernard P. Pierorazio Superintendent of Schools EXECUTIVE BOARD Yonkers Non-Teaching Unit Civil Service Employees Association Bobbie DiBattista, President Richard Odson, 15t Vice President Gloria Krokos, 2nd Vice President Edward Mattiaccio, 3rd Vice President Brenda Freeman, Secretary Louise Piltz, Treasurer NEGOTIATING COMMITTEES BOARD OF EDUCATION Bernard P. Pierorazio Chief Negotiator Joseph J. Bracchitta Lawrence W. Thomas, Esq. YONKERS NON-TEACHING UNIT CIVIL SERVICE EMPLOYEES ASSOCIATION Larry Sparber, C.S.E.A. ChiefNegotiator Bobbie DiBattista, President Richard Odson Diana Buigues Sal Fata Loretta Licht Donna Murani Timothy Synan TABLE OF CONTENTS ARTICLE PAGE I RECOGNITION 1 1. 1 The Unit 1 1.2 New Titles 1 II PAYROLL DEDUCTIONS 2 2.1 Dues 2 2.2 Insurance 2 2.3 Authorization 2 2.4 Voluntary Deduction for Political Action 3 III ASSOCIATION RIGHTS AND PRIVILEGES 3 3.1 Visitation 3 3.2 Use of Mail Service 3 3.3 Board Rules 3 3.4 Calendar 4 3.5 Bulletin Boards 4 3.6 Union Leave 4 3.7 Time Off for CSEA President 4 3.8 Agreement and Personnel Infonnation for Employees 5 3.9 Infonnation on Employees 5 3.10 Building Representatives 6 3.11 Shared Decision Making 6 IV WAGES , SALARIES AND PREMIUM PAY . 6 4.1 Annual Full Time Schedule 6 4.2 Hourly Employees Rates of Pay 7 4.2A Bus Monitors 7 4.3 Multiple Handicap Special Education Aides 7 4.4 Pay Period 8 4.5 Approval of Overtime 8 4.6 Overtime and Call In Pay 8 4.7 Temporary Assignments 9 4.8 Premium Pay '..................................................................................................... 9 4.9 Promotion to a Higher Grade 10 4.10 Longevity 10 4.11 Awards Program 10 V HOURS OF WORK 11 5.1 Building Custodians, Custodial Workers, Maintenance Employees and Motor Equipment Operators 11 5.2 Clerical Employees 12 5.3 Construction Inspectors 13 5.4 Cafeteria Managers (School Lunch Managers) )3 5.5 Cook Manager 13 5.6 Cafeteria Holiday During Temporary Assignment 13 5.7 Registered Professional Nurses / Licensed Practical Nurses 13 5.8 Food Service Helpers 14 5.9 School Aides/Bus Monitors 14 5.10 School Safety Officers 14 5.11 Hourly Employees Lunch Period 15 5.12 Work Breaks 15 VI VACATIONS 15 6.1 Vacation Entitlement 15 6.2 Vacation Schedule 16 6.3 Additional Vacation Days 16 6.4 Accumulated Vacation 16 6.5 Vacation Buy-Back 16 VII HOLIDAYS 17 7.1 Annual and School Year Employees 17 7.2 Hourly Employees 17 7.3 Weekend Holiday 18 7.4 Holiday During a Vacation 18 VIII LEAVES 18 8.1 Accumulation of Sick Leave - 12 month and School Year 18 8.2 Urgent Personal Leave Day 19 8.3 Bereavement Leave - Death in Family 20 8.4 Terminal Leave Pay 20 8.5 Disability for Maternity Leave .21 8.6 Leave ofAbsence 21 8.7 Emergency Leave Benefit Program 21 8.8 Graduation Exercises 23 IX INSURANCE AND RETIREMENT 23 9.1 Hospitalization 23 9.2 Health Insurance Double Coverage 23 9.3 Eligibility Under Another Health Plan 23 9.4 CSEA Employee Benefit Program 24 9.5 Life Insurance 25 9.6 Retirement 25 9.7 Unused Sick Leave 25 9.8 Death Benefit 25 9.9 Military Service Allowance 25 X SENIORITY 25 10.1 Date of Commencement 25 10.2 Current List 25 10.3 Promotional Opportunities 26 10.4 Job Vacancy Postings 26 10.5 Lateral Openings 26 XI GRIEVANCE PROCEDURE 26 XII MANAGEMENT RESPONSIBILITY 28 XIII ALCOHOL AND/OR ILLEGAL CONTROLLED SUBSTANCE ABUSE .29 XIV MISCELLANEOUS 33 14.1 Personnel Files 33 14.2 Mileage Reimbursement 34 14.3 Labor Management Meetings 34 14.4 Workers' Compensation 34 14.5 Due Process - Non-competitive Employees 35 14.6 Health, Safety and Maintenance of Facilities 35 14.7 CSE Day 35 14.8 Layoffs in Non-Competitive and Labor Class 36 14.9 Uniforms 36 xv NO STRIKE PLEDGE 36 XVI SEPARABILITY 36 XVII 17.1 Collective Negotiations 36 XVIII PERB Ruling - Section 204-A .37 XIX DURATION OF AGREEMENT .37 APPENDICES 38 A. CSEA CIVIL SERVICE CLASSES ARRANGED BY SALARY GRADE 39 B. EARNED VACATION DAYS 42 C. SALARY SCHEDULES July 1,2007 -July 1,2010 .43 This AGREEMENT effective the 1st day of July, 2007 by and between the Civil Service Employees Association, Inc., Local 1000, American Federation of State, County and Municipal Employees (AFSCME), AFL-CIO, Westchester Local 860, Yonkers Non­ Teaching Unit, herein referred to as the "CSEA," and the Board of Education of the City of Yonkers, New York, herein referred to as the "Board," shall be in effect though June 30, 2011. ARTICLE I RECOGNITION 1.1 The Unit The Board recognizes the CSEA for the term of this agreement as the sole, exclusive representative of all non-teaching personnel on permanent appointment, provisional or temporary appointment except for substitutes; and excluding administrative and supervisory employees whose function includes but is not limited to effectively recommend discipline, dismissal or promotion. Those specifically excluded are: Purchasing Agent, Supervisor of School Facilities and Operations III, Chief Accountant (Auditor), Senior Programmer, Cafeteria Business Manager, Assistant Supervisor~ of School Lunch Program, Executive Secretary to the Superintendent of Schools, Secretaries Exempt (Secretary to the Superintendent of Schools, Secretary to the Deputy Superintendent of Schools, Secretary to the Assistant Superintendent for Business, Secretary to the Assistant Superintendent for Instruction, Secretaries to the Assistant Superintendent for Personnel and Staff Development), Assistant Supervisor of Custodians, Assistant Supervisor of Maintenance, Supervisor of School Lunch Program, Accountant, Sr. Act. Operations Analyst, Account Analyst, Senior Architectural Engineer and Draftsman, Supervisor of Word Processing, Supervisor of Data Processing, Supervisor of Design and Construction, Programmer, Employee Benefits Manager, Assistant to the Director of Personnel, Director of Information Services and Human Resource Manager. 1.2 New Titles In the event that title(s) are created or duties are added or amended to any existing title by the Board during the term of this agreement, that CSEA shall be informed, in writing, ten working days prior to the creation of such new title(s), or the added duties to any existing title(s). In the event the CSEA wishes to represent a new title and the Board does not agree, then the parties shall submit such dispute to the New York Public Employment Relations Board. Additionally, the Board and the CSEA shall negotiate the placement of such new title on the salary schedule. Such negotiation shall be for a period not to exceed thirty days in length and final determination as to placement on the salary schedule shall be made by the Superintendent. 1 ARTICLE II PAYROLL DEDUCTIONS 2.1 Dues The Board shall deduct from each payroll check of the employees and remit to the CSEA, regular membership dues. The CSEA shall advise the Board in advance and in writing, concerning the amount to be deducted, the place to which the check for the deductions is to be forwarded, and the payee to be named on the check. 2.2 Insurance The Board shall deduct from each payroll check of the employees and remit to the CSEA or its authorized insurance carrier, payments for life, sickness and accident, automobile and homeowner's insurance premiums. The deduction for automobile and homeowner's insurance premiums shall be made upon infonnation to be supplied by each employee, in writing, and signed by the employee. The Board shall accept no liability for receipt of funds deducted and transmitted. 2.3 Authorization Deductions of any kind, for any purpose shall be made from a paycheck only after delivery to the Board of a written authorization for such deductions, signed by the employee, said authorization to be in a form and containing language which is consistent with the law prevailing at the time with respect to such deduction authorization. If there is no paycheck for a pay period or if the amount of the check is not sufficient for the total amount of the deduction, the deduction shall be deferred and made from the next paycheck of sufficient amount for the purpose of such deduction. The CSEA shall advise the Board in writing as to the name of the insurance company which shall furnish to the Board, the items and total amount to be deducted for each employee, the payee to be named on the check for all of the deductions, when such deductions shall be made and the address to which the check for the deductions shall be forwarded. The Board shall accept no responsibility or liability for any insurance coverage and its obligation with respect to insurance and dues deductions shall be limited to the making of the deductions at such times and in such amounts as requested in writing by the CSEA and forwarding the infonnation to the payroll department. It is the understanding of the parties that the payment for automobile and homeowners insurance shall be in one check to one payee, as shall be authorized by the CSEA to the Board in writing. Other insurance remittances referred to herein shall be processed as in the past. 2 2.4 Voluntary Deduction for Political Action The Board agrees, that upon receipt of a signed authorization from an employee for payroll deduction of political action contributions, deductions in the amount authorized shall be made from the employee's salary and forwarded to the CSEA political action committee. ARTICLE III ASSOCIATION RIGHTS AND PRIVILEGES 3.1 Visitation The President of the Unit and the Labor Relations Specialist or hislher designated agent may visit the facilities of the employer for the purpose of discussing grievances, to observe and to administer rights of the Agreement upon prior notice to the principal but not to interrupt work without approval of the principal or immediate supervisor. 3.2 Use of Mail Service CSEA, as the exclusive negotiating representative of all non-teaching personnel, as defined as the bargaining unit in Article I, shall be the only non-teacher organization with the privilege to use the school mail services, as controlled by the central administration mailing room. All mail so handled will be divided and bundled into separate packages with the name and building of the addressee clearly indicated. All such mail shall be clearly identifiable as coming from CSEA and shall be signed and dated by an officer of CSEA. The exclusive privilege to use the mail service shall be suspended when and in the event, that the New York State Public Employment Relations Board issues an order and direction of representation election which relates to the non-teaching personnel in the unit described in Article I of this Agreement. The CSEA shall use its best judgment to avoid dissemination through the use of school facilities or the school mail service of material which is offensive or prejudicial to the operation of school facilities or the functions of the educative process. The Board shall have the right to interrupt dissemination of material which it deems to be offensive or prejudicial to such operations or process. 3.3 Board Rules The Board shall have the right to establish rules and regulations which are not inconsistent with any specific conditions of the Agreement. CSEA shall have the right to question reasonableness of any changes in Board rules and regulations 3 affecting employees of the unit before adoption. The Board will provide advance notice ofproposed changes affecting employees of the unit. 3.4 Calendar A CSEA Unit representative will meet with the Board of Education Calendar Committee in the development of the proposed school calendar for each school year to make its recommendations for the proposed calendar. In addition, a committee composed of two (2) CSEA Officers will meet with the Superintendent to express their recommendations for the school calendar for the scheduled year. In the event the Superintendent rejects the recommendations of the committee, the Superintendent shall meet with the committee to discuss the reason for such changes and state such reasons in writing prior to submission of the calendar to the Board. ­ 3.5 Bulletin Boards There shall be a designated bulletin board space in every school plus all central office locations for the exclusive use of CSEA. The CSEA Unit has the sole right to post notices and communications on said bulletin board. All posted docwnents shall cl~arly indicate the author of the document. Such bulletin board space shall be easily accessible to CSEA areas. 3.6 Union Leave The Board shall permit elected/appointed delegates of the Association to attend CSEAIAFSCME conferences, conventions, seminars and workshops. This time shall be limited to a sum total of 35 days per year with full pay for the entire bargaining unit. Requests shall be made at least 2 weeks in advance and will be subject to the approval of the Superintendent. 3.7 Time Off for CSEA President Effective July 1,2005, the President of CSEA shall be granted full release time to administer the duties of the office. Effective July 1, 2007, the 1st Vice President of CSEA shall be granted 5 full hours of release time per week to assist in the administration of the Union with notification to immediate supervisor. In the event that the Unit President shall be absent for more than 15 consecutive work days because of illness or disability, the unassigned time available to the Unit President shall be reassigned to another individual Union officer designated by the Union to be the Acting President. The Union shall cause a letter on Union stationery to be sent to the Director of 4 Personnel at the Board of Education advising the Board of the absence of the President and the designation and identity of the Acting President. The letter shall further advise the Board of the expected duration of the Acting Presidency, to the extent that such information is available. The Board of Education shall have a period of up to five work days from the receipt of the letter to arrange work schedules to accommodate time off for the Acting President. During the pendency of the Acting Presidency, the Acting President shall succeed to all of the rights, benefits and responsibilities of the Union President and the Board shall regard the Acting President as having the full authority of the office. Upon the return of the Union President to full time duties, the Union will advise the Board in writing of such fact. The Board shall have up to five work days from receipt of such notice to rearrange work schedules. Under no circumstances shall the Board be required to permit more than one individual to claim the time off provided. 3.8 Agreement and Personnel Information for Employees The employer shall furnish to each new employee and to all present employees a copy of this agreement and shall furnish salary schedules to the Unit President. Employees shall acknowledge in writing, that they received a copy of this agreement. The Board will provide a copy of the Agreement and information on rights and benefits for all employees. The Board will deliver to new employees the CSEA membership packet to be furnished to the Board by CSEA. 3.9 Information on Employees In or about September of each year, the Board shall supply to the CSEA a list of all bargaining unit employees showing the employees' full name, home address, job title, work location and date of employment. The Board will also make an effort to provide the CSEA with a report listing those employees who have union dues deducted from their paychecks and a list of those employees who have deductions made for CSEA sponsored insurance plans. The Unit President and CSEA Labor Relations Specialist shall receive copies of all Section 75 charges preferred against bargaining unit members; however, failure on the part of the District to provide said copies does not waive any time limits on the part of the member. 5 3.10 Building Representatives CSEA will be entitled to a designated building representative in all schools and major central office facilities. When grievances and/or complaints arise, said representatives shall be allowed time to process such grievances and/or complaints as necessary, not to exceed one hour per week. This time will not be considered as overtime for any employee, nor will it impact time accrued for benefits for hourly employees. 3.11 Shared Decision Making CSEA agrees to participate in the Shared Decision Making process in their school during their normal workday without additional pay. Any other time of participation beyond their workday will be compensated at the applicable rate of pay. This will not impact time accrued for benefits for hourly employees. ARTICLE IV - WAGES, SALARIES AND PREMIUM PAY 4.1 Annual Full Time Schedule Effective July 1,2007, each step of the salary schedule shall be increased by two (2%) percent. Effective February 1,2008, each step of the salary schedule shall be increased by two (2%) percent. Effective July 1,2008, each step of the salary schedule shall be increased by two and one half (2.5%) percent. Effective February 1,2009, each step of the salary schedule shall be increased by two and one half (2.5%) percent. Effective July 1,2009, each step of the salary schedule shall be increased by three (3%) percent. Effective July 1,2010, each step of the salary schedule shall be increased by three (3%) percent. Effective July 1,2010, step one salary amount in all lines shall be eliminated. All other step, lines and increments shall be advanced to the proceeding step on the Schedule. Step 30 shall be eliminated. The salary schedules for all annual and school year full time employees in the unit shall be annexed hereto under the Appendix. 6 Those employees entitled to a step increment receive such step increment on July 151 of each year. Step changes will occur on each July 1st for all employees who commenced work prior to the preceding April 1st. A committee composed of Labor and Management will convene for the purpose of studying the internal wage structure within the City. The committee shall also be empowered to study career programs, tuition assistance and training. The Committee will make its recommendations to the Superintendent of Schools for review and recommendations. 4.2 Hourly Employees Rates of Pay The wages of hourly employees shall be as set forth under the Appendix. All hourly employees' wages shall be computed for the actual hours worked during the payroll period. Hourly cafeteria employees shall not lose any work time as a result of the clause negotiated in the Board of Education/Yonkers Federation of Teachers Contract providing for up to four (4) additional half-days in the elementary schools at the end of the school year. A committee composed of Labor and Management will convene for the purpose of studying the internal wage structure within the City. The committee shall also be empowered to study career programs, tuition assistance and training. The Committee will make its recommendations to the Superintendent of Schools for review and recommendations. 4.2A. Bus Monitors Bus Monitors shall be paid per run as designated in the salary schedule. (see appendix) When any scheduled bus run exceeds its normal route time by two (2) or more hours due to unforeseen circumstances (Le.; bus/car accident, natural disaster, inclement weather, treacherouslhazardous driving conditions, or any other emergency situation), the Bus Monitor will receive twice (2 times) the schedule rate of pay for that run. Credited bus run time will be added to any other hours of pay of CSEA employees to grant health benefits to said employees. 4.3 Multiple Handicap Special Education Aides In addition to their hourly rate of pay, school aides assigned to Multiple Handicap Special Education for the entire year shall receive a stipend of $1,500.00, except that school aides assigned to such position during the school year and school aides 7 who are in such position but who are reassigned by the District for reasons other than performance deficiencies shall be entitled to a prorated portion of the stipend for the number of full months actually served in such assignment. Payment of this stipend shall be made in the last payroll in June. Newly hired employees in such positions shall receive a prorated stipend. 4.4 Pay Period The Board will pay on a bi-weekly basis. However, when a pay day falls on a holiday, payment shall be made on the last working day preceding. Ten-month clerical employees shall have the option of receiving retained salary on last working day in June, or in four equal payroll dates during July and August. Vacation checks will be issued to employees prior to going on vacation. Employees must submit a written request eight (8) weeks in advance of the vacation date. 4.5 Approval of Overtime All ove.rtime work must be approved by the Deputy Superintendent of Operations or the Supervisor of School Facilities and Operations, in order to receive overtime pay. No compensatory time off will be given. 4.6 Overtime and Call In Pay A. Time and a half the straight time rate of pay shall be paid for work performed prior to the beginning or after the end of the work day as scheduled. B. Time and a half the straight time rate of pay shall be paid for work performed on the 6th day of the scheduled work week. C. Time and a half the straight time rate of pay shall be paid for work performed on the 7th day of the scheduled work week. D. Time and a half the straight time rate of pay shall be paid for work performed on a holiday, in addition to the holiday pay. E. Work performed on Christmas and New Year's Day shall be paid at the rate ofdouble the straight time rate of pay, in addition to holiday pay. Upon the approval of the immediate Supervisor or Operations Administrator, when custodial staff is required to open schools on snow days, they will report one hour earlier than the normal scheduled opening of schools to remove snow from walkways at time and one-half the straight time rate of pay. 8 F. The Board will guarantee four (4) hours payor work to all those called to perform emergency duty. G. Overtime for custodial personnel shall be scheduled on an equitable basis, rotated to assure opportunity for all employees in a given class, within a given building, all other things being equal. If overtime is refused the individual involved will be placed at the bottom of the list for overtime work and will lose hislher tum. H. Overtime will normally be paid monthly in the check payable nearest to the 15th day of the month for custodians and maintenance men and in the check payable nearest to the 22nd of the month for custodial workers, in the month following the period the work was performed. I. The City has made a commitment to the Board of Education that the City government will provide funds to employ Board of Education custodial personnel for such overtime as is required on registration, election and primary days, at the rate of time and one-half the straight time rate of pay for the actual hours worked for one man per building only. J. The Board shall attempt to schedule overtime for Public Safety Officers on a rotating basis among all Safety Officers assigned to that building whenever feasible. If overtime is refused the individual involved will be placed at the bottom of the list for overtime work and will lose hislher turn. 4.7 Temporary Assignments The Board will continue the present policy dealing with temporary assignment of employees to perform duties of a higher classification. A. All Civil Service employees who are temporarily assigned the duties of a higher grade will be paid at the rate of pay of such higher grade only for the time such duties are performed including overtime if assigned the duties of the higher title during such overtime hours of work. Custodial workers shall not be eligible to out-of-title pay as custodians when a custodian is not regularly assigned to the building. B. When an employee is temporarily assigned to perform the duties of a lower classification, he/she shall continue to receive hislher regular rate of pay. 4.8 Premium Pay A. 7% premium will be paid to custodial workers and maintenance employees who are regularly scheduled to work after 5:00 p.m. for that portion of the time subsequent to 5:00 p.m. B. The 3:00 p.m. to 11 :30 p.m. shift will receive 7% premium pay for the entire shift. 9 C. Any hours worked in a shift which ends at midnight will receive 7% premium pay. D. 7~% premium pay will be paid for hours worked between midnight and 7:00 a.m. E. All premium pay provided for shall be based upon straight time rate of pay. There shall be no pyramiding, payment of overtime upon overtime or premium pay upon premium pay. 4.9 Promotion to a Higher Grade The Board will raise the salary of those promoted to a higher grade to the same step in the higher grade. 4.10 Longevity The annual salary of employees (annual and school year) who qualify for longevity, will be increased by the amount of the longevity factor, effective on the first day of the calendar quarter following the anniversary date for such qualification. Longevity increments will be granted after 10, 15, 20, 25 and 30 years of consecutive service in the amounts set forth in the salary schedules subject to the agreement to eliminate Step 30 in paragraph 4.1. The date of hiring by the district shall be the date used in calculating consecutive service for longevity purposes. The amount shall be as set forth in the salary schedules annexed hereto. Longevity shall also apply in the same manner to all hourly employees, as set forth in the salary schedules. 4.11 Awards Program The Board shall continue an awards program which shall provide cash awards for ideas or suggestions made by unit employees which result in actual cash savings to the School District. To qualify for an award, an employee must submit his or her idea in writing to the Director of Personnel. The suggestions will be reviewed by a committee comprised of a designee of the Superintendent of Schools and the CSEA Unit President or designee. The committee shall make a recommendation to the Superintendent as to whether the idea or suggestion should be implemented within ninety (90) days of submission. It is understood and agreed that the Superintendent retains sole discretion whether to implement any idea or suggestion and that the Superintendent's decision shall be final and non-grievable. In the event that an idea or suggestion is chosen to be implemented, the employee making the suggestion shall be notified in writing and shall be eligible for a one time only cash award of up to $500 to be paid from the savings actually realized by 10 the School District. A final and binding decision as to the amount of the award for each idea shall be made by the Superintendent, upon recommendation of the Committee. ARTICLE V HOURS OF WORK 5.1 Building Custodians, Custodial Workers, Maintenance Employees and Motor Equipment Operators A. Hours Custodians, Custodial Workers, Maintenance Employees and Motor Equipment Operators may be assigned a normal daily work shift consisting of any eight consecutive hours of work except for a one hour unpaid break for lunch, forty hours work per week, to be performed on any five consecutive days Monday through Saturday. B. Summer Work Schedule The nonnal daily work shift during the summer months shall consist of eight consecutive hours of work except for the ~ hour unpaid break for lunch, forty hours work per week to be performed Monday through Friday. The Board shall have the right to schedule custodial and custodial worker services on around-the-clock twenty-four hour basis. However, for the Administration Building and Saunders, the work week shall be any five days Monday through Saturday. Summer hours for Maintenance Employees and Motor Equipment Operators shall start no earlier than 7:00 a.m. and end no later than 7:30 p.m. C. Assignments at Other Than Normal Hours Assignments which entail schedules other than as provided above will be manned by volunteers, new employees, and, if there is not a sufficient number, by assigning employees in inverse order of seniority. D. Unusual Situations All employees in unusual situations as determined by the Superintendent of Schools, may be scheduled at other than the normal work schedule at their regular rate of pay. E. Effective Dates Summer hours shall become effective July 151 and shall terminate on the last scheduled day of work preceding Labor Day. 11 5.2 Clerical Employees A. Administrative Offices The normal daily work schedule shall consist of any seven consecutive hours of work; except for a one hour unpaid break for lunch, thirty-five hours per week, to be performed Monday through Friday. The Board shall have the right to schedule employees up to 6:00 p.m. Employees hired on or before June 6, 1973 shall not be required to work before 8:00 a.m. nor beyond 5:00 p.m., it being the intention of the parties that a schedule ending after 5:00 p.m. or beginning before 8:00 a.m. shall be filled by volunteers from among the present employees or with employees hired subsequent to June 6, 1973. This does not apply to the employee or employees assigned to calling substitutes. Their hours may be scheduled from 6:00 a.m. B. School Buildings The normal daily work schedule shall consist of seven consecutive hours of work plus a 12 hour unpaid break for lunch, 35 hours per week, to be performed Monday through Friday. The Board shall have the right to schedule employees up to 6:00 p.m. Employees hired on or before June 6, 1973 shall not be required to work before 8:00 a.m. nor beyond 3:30 p.m., it being the intention of the parties that schedules beginning before 8:00 a.m. or ending after 3:30 p.m. shall be filled by volunteers from present employees or with employees hired subsequent to June 6, 1973. In cases where clerical employees are scheduled to work in the school office after 3:00 p.m. the Board will assign a custodial employee to duties within a reasonable vicinity of the school office. All employees, in unusual situations as determined by the Superintendent of Schools, may be scheduled at other than the normal work schedule at their regular rate of pay. C. Summer Work Schedule for Administrative Office Employees The normal daily work schedule shall consist of seven consecutive hours work per day except for a one hour unpaid break for lunch, thirty-five hours work per week Monday through Friday. The Board shall have the right to schedule work until 6:00 p.m. Schedules before 8:00 a.m. and beyond 4:30 p.m. shall be filled by volunteers from among the present staff or with workers hired subsequent to June 6, 1973. D. Unusual Situations All employees, in unusual situations, as determined by the Superintendent of Schools, may be scheduled to other than the normal work schedule at their regular rate of pay. 12 5.3 Construction Inspectors The daily and weekly work schedule shall continue as presently practiced. Such employees in unusual situations, as detennined by the Superintendent of Schools, may be scheduled at other than the nonnal work schedule at their regular rate of pay. 5.4 Cafeteria Managers (School Lunch Managers) The normal daily work schedule shall consist of any seven consecutive hours of work and a Yz hour unpaid break for lunch, 35 hours work per week, to be performed Monday through Friday. No schedule shall begin before 6:30 a.m. or end after 4:30 p.m. Manager group meetings shall be held as needed at the discretion of the Supervisor of the School Lunch Program. All employees in unusual situations, as determined by the Superintendent of Schools, may be scheduled at other than the normal work schedule at their regular rate of pay. 5.5 Cook Manager The normal daily work schedule shall consist of any seven consecutive hours of work and a Yz hour unpaid break for lunch, 35 hours work per week, to be performed Monday through Friday. No schedule shall begin before 6:30 a.m. or end after 4:30 p.m. Manager group meetings shall be held as needed at the discretion of the Supervisor of School Lunch Program. All employees in unusual situations, as determined by the Superintendent of Schools, may be scheduled at other than the normal work schedule at their regular rate of pay. 5.6 Cafeteria Holiday During Temporary Assignment When a cafeteria employee's hours have been increased for a period of at least five consecutive work days to fill a temporary vacancy such as illness, and a holiday falls in that period, such employee will receive pay for the holiday for the same number ofhours scheduled to be worked daily during the said period. 5.7 Registered Professional NurseslLicensed Practical Nurses The normal daily work schedule shall consist of any seven consecutive hours of work and a Yz hour unpaid break for lunch, 35 hours per week, to be performed Monday through Friday. No schedule shall begin before 8:00 a.m. or end after 3:30 p.m. All employees, in unusual situations, as determined by the Superintendent of Schools, may be scheduled at other than the normal work schedule at their regular rate of pay. 13 5.8 Food Service Helpers The needs of the Yonkers Public School District will be the detennining factor in assignments and hours. Seniority, ability, employee requests, and program operation will be among the criteria in allocation of hours. 5.9 School AideslBus Monitors The needs of the Yonkers Public School District will be the detennining factor in assignments and hours with seniority as a major consideration along with employee requests and program operation. A committee will be formed with CSEA and administration to discuss and establish specifications for Aide duties. All School Aides will be paid for days when the school building is open, if they report to work as scheduled. Full-time School Aides are those who are regularly scheduled to work 35 hours or more per week. Hourly employees and all employees holding dual titles as bus monitors/school aides and/or food service workers shall be eligible for payment for up to two snow days in the event that the schools are closed. Payment shall be at the employee's hourly rate for all scheduled time. It is understood that no CSEA employee other than a Licensed Practical Nurse (LPN) and/or a Registered Professional Nurse (RPN), shall administer medication to a student. 5.10 School Safety Officers The normal daily work schedule shall consist of any seven consecutive hours of work and a Y:z hour unpaid break for lunch, 35 hours work per week, to be performed Monday through Friday. No schedule shall begin before 7:00 a.m. or end after 4:30 p.m. School Safety Officers, or other District staff, can be used to monitor school activities. The Board of Education will provide uniforms to all Safety Officers at no cost to the employee. The uniforms will consist of a minimum of (2) short-sleeve shirts, (2) long-sleeve shirts, (2) pairs ofpants, and a bomber jacket and foul weather gear. Any unusable uniforms, tom or ripped in the line of duty, will be replaced by the Board. Safety Officers will be responsible for maintenance of uniforms. The Yonkers Public School District reserves the right to engage the contractual services of Security Guards for buildings other than those used for instructional purposes. 14 5.11 Hourly Employees Lunch Period All hourly employees working for four hours or more shall be required to take a half-hour lunch period. This is not a paid lunch period. 5.12 Work Breaks CSEA employees will receive regular work breaks per the normal established practices of the District. ARTICLE VI VACATIONS 6.1 Vacation Entitlement A. Twelve Month Employees Twelve month employees are those who work a full year In a regular assignment. Such employees shall receive 5 days vacation after I year of employment. After 2 years of employment such employees shall be entitled to 10 days of vacation. After three years, the vacation entitlement shall be 15 days. Upon completion of the fifth year of employment as a twelve month employee, the employee shall receive one additional vacation day for each year completed, up to a maximum entitlement of twenty-five (25) days. B. 10 Month Employees Ten month employees work the school calendar year. A committee will be established of Administration and CSEA to clarify days of work in a school calendar year. Such employees shall not be entitled to any vacation days. Ten month employees who convert to twelve month positions shall have their initial vacation entitlement calculated at the rate of 5/6's of the entitlement set forth in paragraph A. Thereafter, their entitlement shall be determined as for twelve month employees. C. Hourly Employees Hourly employees are those who are hired and paid on an hourly basis. Hourly employees shall not be entitled to vacation time, nor shall they 15 receive vacation credit for any time served in an hourly position in the event that they are subsequently appointed to a ten or twelve month position. 6.2 Vacation Schedule Employees who work the 12 month year shall take their annual vacation at any time during the fiscal year at the discretion of the Assistant Superintendent in Charge of Business or hislher designee. 6.3 Additional Vacation Days The parties agree that the right to earned vacation should be changed from a calendar year to a fiscal year of July 1st to June 30th• To effectuate this change the following rules will be applied: Right to additional vacation days will be earned on the last day of the fiscal year (June 30th). [Employees whose anniversary date falls within the period from January 1, 1976 to June 30, 1976, will be credited with the additional day for the year on June 30, 1976.] [Employees whose anniversary date falls within the period from July 1, 1976 to December 31, 1976, will be credited with an additional vacation day for the year, on June 30, 1977.] See Appendix, "Earned Vacation Days." 6.4 Accumulated Vacation Every effort shall be made to insure that vacation is taken in the fiscal year in which it is due. Unused vacation days may be carried over to the following year up to a maximum of ten (l0) days. Any unused days beyond the 10 day limit shall be lost so that the total number of accumulated vacation days at any given point in time may not exceed thirty-five (35). 6.5 Vacation Buy-back Employees who are otherwise entitled to vacation days and have a minimum of ten (10) years of service with the District, shall be entitled to buy back a total of ten (10) unused and accumulated vacation days at the end of each fiscal year. It is understood that vacation days that are bought back can only be given in five (5) day increments. 16 ARTICLE VII HOLIDAYS 7.1 Annual and School Year Employees The employees shall receive payment at the straight time rate of pay for each of the listed holidays, regardless of the day on which the holiday falls, as established by the Congressional Calendar even if no work is scheduled for such day: New Year's Day Labor Day Martin Luther King Jr.'s Birthday Rosh Hashanah· (2 days) Lincoln's Birthday Yom Kippur* Washington's Birthday Columbus Day Good Friday Veterans' Day Decoration Day (Memorial Day) Thanksgiving Day Independence Day (July 4th) Christmas Day * When Rosh Hashanah and Yom Kippur fallon Saturday or Sunday, there will be no compensation. Additionally, the District shall make every effort to have Civil Service Employee (CSE) Day on Election Day. 7.2 Hourly Employees Effective July 1, 2005, whenever the school calendar provides for the commencement of school prior to Labor Day, all hourly employees who are scheduled to begin work before Labor Day shall be paid for such holiday. Hourly employees who work a school year shall be paid at the straight time rate of pay for each of the listed holidays, regardless of the day on which the holiday falls as established by the Congressional Calendar, even if no work is scheduled for such day: New Year's Day Rosh Hashanah· (2 days) Martin Luther King Jr.'s Birthday Yom Kippur· Lincoln's Birthday Columbus Day Washington's Birthday Veterans' Day Good Friday Thanksgiving Day Decoration Day (Memorial Day) Christmas Day • When Rosh Hashanah and Yom Kippur fallon Saturday or Sunday, there will be no compensation. Additionally, the District shall make every effort to have Civil Service Employee (CSE) Day on Election Day. 17 7.3 Weekend Holiday When a holiday falls on a Saturday or a Sunday and the Board has the option to close schools on the adjacent Friday or Monday, such Friday or Monday shall replace the weekend holiday. 7.4 Holiday During a Vacation If a holiday falls during the vacation period of an annual employee it shall either be paid for at the straight time rate of payor the employee's vacation shall be extended for one day at the option of the Board. ARTICLE VITI LEAVES 8.1 Accumulation of Sick Leave - 12 month and School Year A. Sick leave allowance for all Civil Service employees employed prior to July 1, 1975 on a twelve month basis shall be one day per month up to twelve days per fiscal year cumulative to two hundred (200) days. School year employees shall earn their days on a pro-rata basis. B. All employees hired after June 30, 1975 shall be given Y2 day per month sick leave for the first 2 years of employment. After 2 years of employment they shall be entitled to sick leave as are employees of the Unit hired prior to July 1, 1975. C. School Aides shall be entitled to sick leave on a school year basis. School aides/food service workers, who also serve as bus monitors shall be entitled to two (2) days of sick leave on a school year basis. Such time shall be compensated at the employee's hourly rate as a school aide/food service worker. D. Sick leave accrual shall be credited as of July 1st of each year for all twelve­ month employees. E. School year employees shall be credited for their sick leave accrual bank as of the beginning of the school year in September of each year. F. A committee will meet to study and make recommendations to the Superintendent of Schools for CSEA "Retirement Incentive Plan". G. The Board will make an effort to provide all annual and school year employees with an annual written report as to the number of vacation days and sick leave days accumulated. The Board will attempt to provide such information in September or October of each year. 18 H. Commencing with the 2005-06 school year, employees who have ten (10) years or more of consecutive service shall be entitled to payment for their accumulated unused sick days upon retirement as follows: Days 1-49 $10 per day Days 50-99 $20 per day Days 100-149 $30 per day Days 150-200 $40 per day a) In order to be eligible for such payments, an employee shall provide a letter of retirement to the Director of Personnel/Human Resources not less than 90 days prior to the expected date of retirement for all employees. 10 month employees must retire at the end of the school year if they are school based employees. The notification date will be waived in any year in which the District opts to participate in a state-sponsored retirement incentive. In such years, the letter of retirement shall be submitted no later than thirty (30) days following the District's adoption of the retirement incentive. If the window of opportunity for participation in the state retirement incentive is less than thirty (30) days, the shorter time frame shall apply. b) Provided the conditions above are met, payments shall be made during the last month of employment. 8.2 Urgent Personal Leave Day The Board, in an effort to prevent undue hardship to individual Civil Service staff members, who must be absent from their duties to attend to urgent personal business, provides as follows: 4 days personal leave for twelve-month employees 3 days personal leave for school-year employees 2 days personal leave for Cafeteria and School Aides who work six or more hours per day 1 day personal leave for hourly employees (Cafeteria and School Aides) Personal leave banks should be credited as of July Isl of each year for all twelve­ month employees. School year employees shall be credited for their personal leave days bank as of the beginning ofthe school year in September of each year. Unused personal leave days will be added to accumulated sick leave. The intent of the Board and the CSEA is that this day be used for urgent personal business which cannot be attended to on a day or time other than work hours. In 19 other than emergencies the Principal or department head must be notified not less than three days prior to the requested day of leave. The Superintendent of Schools shall have the right to require information from the individual and to investigate if there is any indication that the intention of this policy has been abused. 8.3 Bereavement Leave - Death in Family 1. There will be no deduction in pay for absences not exceeding five (5) consecutive days immediately following the death, excluding Saturday and Sunday, because of the death of the following: a. Immediate family of employee b. One residing with the family c. Grandmother d. Grandfather e. Grandchild f. Parent or Foster Parent g. Husband, wife, son, daughter, brother, sister, father-in-law, mother-in-law h. Any person with whom the employee resides 2. There will be no deduction in pay for three (3) days in the case of the death of the following if not residing in the home of the employee: a. Son-in-law b. Daughter-in-law c. Brother-in-law d. Sister-in-law 3. There will be no deduction in pay for the one (l) day in the case of the death of the following ifnot residing in the home of the employee: a. Uncle b. Aunt c. Niece d. Nephew If the time is insufficient because of distance from Yonkers, the Superintendent shall be the deciding authority for further allowance. 8.4 Terminal Leave Pay Employees who leave the Board of Education after 20 years of service, shall be Entitled to Terminal Leave Pay equivalent to 30 work days plus 1 Y2 days pay additional for each year over 20 years of such service. 20 8.5 Disability for Maternity Leave The Yonkers Public School District desires the safety and well-being of employees. Therefore, a pennanent employee who becomes pregnant shall be allowed to perform the duties of her position as long as she is medically able. A pregnant employee is encouraged to report the existence of her pregnancy at the earliest practical date to her supervisor but is not required to do so. A pregnant employee upon request and upon filing of appropriate medical evidence that such employee is unable to perfonn the duties of her position due to the pregnancy shall be granted sick leave or any other earned accruals. A permanent employee upon becoming pregnant, may apply to her immediate supervisor, in writing, requesting a medical leave of absence without pay not to exceed one (1) year. At the discretion of the Personnel Department, an extension up to one (l) additional year may be granted in accordance with Civil Service Law. 8.6 Leave of Absence An employee may request an unpaid leave of absence for personal reasons by submitting, in writing, notice of this leave to hislher immediate supervisor ten (10) days before commencement of leave. This request is subject to approval by the Personnel Department. The Superintendent of Schools shall have the right to require information from the individual and to investigate if there is any indication that the intention of this policy has been abused. A personal leave of absence, without pay, may not exceed one (l) year in accordance with Civil Service Rules and Regulations. The one (1) year leave of absence may be extended for up to one (1) additional year in unusual circumstances and if the position can be held for the employee for this period of time. The employee must notify the Personnel Department, in writing, thirty (30) days prior to the expected date of return. It is the employee's responsibility to notify the Employees Benefit Section regarding hislher health, dental and life insurance benefits. 8.7 Emergency Leave Benefit Program A. Emergency Leave Benefit Program An Emergency Leave Benefit Program for Civil Service Employees is hereby established. All Civil Service Employees shall be eligible to participate in the program. At the beginning of each fiscal year the Emergency Leave Bank shall consist of 1,000 days, which shall be provided in the following manner: 21 1. Any unused days from the prior year shall be carried over to the following year. 2. Any sick days which have been credited to Civil Service employees who have left the school district during the prior year shall be added to the total available as a result of the preceding paragraph. 3. Any remaining days needed to raise the total available number to 1,000 days as of July 1st of each year shall be contributed by the School District. B. Determination of Eligibility The determination as to eligibility for emergency leave benefits shall be made by the Director of Employee Relations with the advice of the Chief School Physician and two representatives designated by the CSEA for that purpose. Decisions of the Director ofEmployee Relations shall be final. c. Eligibility for Benefits .A Civil Service employee who has exhausted all sick leave, personal leave and vacation time and who is suffering from a prolonged and disabling illness or mental incapacitation and who is not eligible for Workers' Compensation, may apply for the Emergency Leave Benefit Program. The employee must complete an "Application for Emergency Sick Leave Benefits" and shall provide all documentation deemed necessary concerning the nature and duration of the disabling condition. The Director of Employee Relations shall have the right to disapprove an application for appropriate reasons, including improper use of accumulated credits, e.g., suggesting a pattern of abusive absences. The employee shall have the right to submit documentation from independent medical practitioners in support of the application. After finding that the application meets the requirements described above, the initial application may be granted for up to forty (40) working days. Sick leave, personal leave and vacation time shall not be earned for the period during which an employee is receiving benefits under this Program. D. Renewal of Application If after the original approval it is found that an employee's recovery will require more than forty (40) working days, the employee may apply for an additional period of time for up to forty (40) days. However, the maximum number of days for which an employee may receive benefits shall in no event exceed one (1) work year. 22 8.8 Graduation Exercises Any employee, upon application to the Office of Personnel with a copy to his or her immediate supervisor, may be granted a leave of absence without deduction in pay in order to attend graduation exercises of a son or daughter, husband or wife, where such graduation exercises occur during a scheduled work day. Such leave shall be of one day duration. Graduation exercises shall be defined to include the eighth grade and above. Where extended travel is required, an additional day may be granted at the discretion of the Superintendent of Schools. Applications must be submitted at least two weeks prior to graduation and must include proof of the graduation ceremony to be attended. Any employee shall be granted this leave upon their own graduation from College or a Post Secondary Accredited School. ARTICLE IX INSURANCE AND RETIREMENT 9.1 Hospitalization The Board will pay full hospitalization based on the Empire Plan, Core Plus Enhancements for individuals and for individuals with dependents who work 20 hours or more per week. For those employees enrolled in other than the Empire Plan, Core Plus Enhancements the Board agrees to pay the portion of the cost that would nonnally apply to the Empire Plan, Core Plus Enhancements. Any employee whose spouse is covered under the Provisions of the New York State Government Health Insurance Program, shall be eligible for Health Insurance. Effective July 1, 2010, all employees will make contributions to their health insurance premiums through regular payroll deductions as follows: Individual Plan Family Plan Hourly Employees: $ 75.00 per year $150.00 per year 10 & 12 Month Employees: $250.00 per year $500.00 per year 9.2 Health Insurance Double Coverage In any case where an employee is covered by health insurance issued to another family member, such employee may elect to waive health insurance provided by the School District. Written notice of such election, together with proof of other health insurance coverage must be submitted to the School District's Office of Employee Benefits on not less than sixty (60) days notice effective for the subsequent year, such election shall be effective as of the first day of the month following the end of the sixty day notice. Any employee making such an election shall receive, as additional salary, fifty percent (50%) of the net premium savings, payable at the end of the year. 23 Employees shall have the right to reenter the health insurance plan at any time subject to the rules and regulations of the plan. No cash payment shall be made to any employee for savings based on anything less than complete years. 9.3 Eligibility Under Another Health Plan All employees hired after November 1, 1999 shall not be eligible for health insurance coverage by the District if they are eligible for substantially equivalent health coverage under another plan. New hires who may have to pay to participate in such comparable plan are still deemed eligible to participate and will not be covered by the District Plan. Upon submission of satisfactory proof that such contributions are required, such unit member will be reimbursed annually for the amount that is paid, but not to exceed fifty percent (50%) of what the District pays for family coverage. Should such an individual lose such eligibility, the Board will allow for participation in the District plan as soon as possible. Members of the unit shall truthfully advise the District of their eligibility for health insurance under other plans. 9.4 Employee Benefit Program A. The Board Of Education agrees to provide to all members of the bargaining unit dental and vision coverage through the CSEA Silver Family Vision Plan and Sunrise Family Dental Plan. All employees hired after June 30, 1975 working less than 25 hours per week shall not receive this benefit. All employees hired after June 30 1975 working 25 hours per week or more shall not be eligible for this Dental and Vision benefit until they have completed 2 years of service with the board. Effective July 1, 2010 the Board of Education agrees to provide all members of the bargaining unit the Horizon Family Dental Plan. B. Effective July 1, 2010, the Board of Education shall provide to all existing members working 25 hours or more, a CSEA Drug co-payment reimbursement plan. New hires as of July 1,2010 must complete 1 year of service with the Board in order to receive this benefit. Board contributions for such plans shall be in accordance with the following schedules: YEAR VISION PLAN DENTAL PLAN PRESCRIPTION DRUG CO-PAY 2007/08 Silver - $203.52 Sunrise - $649 2008/09 Silver - not to exceed Sunrise - $662 $209 2009/10 Silver - not to exceed Sunrise - $695 $215 2010/11 Silver - not to exceed Horizon - $922 Not to exceed $136 $221 24 9.5 Life Insurance A ten thousand dollar term life group insurance plan will be provided for employees covered by this agreement who are regularly scheduled to and who work 25 hours or more per week and who have qualified for such insurance by having completed one year of work service. All employees hired after June 30, 1975 working less than 25 hours per week shall not receive this benefit. All employees hired after June 30, 1975 working 25 hours per week or more shall not be eligible for this benefit until they have completed 2 years ofservice with the Board. 9.6 Retirement The State Retirement Plan as provided by Section 75-i of the Retirement and Social Security Law shall be provided for Tier 1, Tier 2 and Coordinated-Escalator Retirement (CO-ESC) for Tier 3 and Tier 4. Employees eligible for retirement should consult with the Personnel Department. 9.7 Unused Sick Leave The Board will continue to provide for an allowance of unused sick leave credits under Section 41 G) of the Retirement and Social Security Law. 9.8 Death Benefit The Board will provide the benefits in accordance with Section 60-b for Tier 1, and death benefits for Tier 2, Tier 3 and Tier 4 of the Retirement and Social Security Law as presently and hereafter amended. Further information may be obtained from the Personnel Department. 9.9 Military Service Allowance The Board will adopt a resolution providing for service allowances for military service in World War II, Section 41 (k), transfer of service from another system, Section 43 (g) other military service as provided in subdivision four, Section 243, of the Military Law. Further information may be obtained from the Personnel Department. ARTICLE X SENIORITY 10.1 Date of Commencement Employees' seniority shall be counted from the date of first permanent appointment or reappointment, as the case may be, with the Board, as per Civil Service 25 Regulations, provided there has been continuous service as defined by the Civil Service Law. 10.2 Current List No later than May 1st of each year, the Personnel Office shall supply to the Unit President, a list ofall employees in the bargaining unit showing the following: 1. Name 2. Title 3. Original Date of Hire 10.3 Promotional Opportunities All job vacancies including notice of Civil Service exams shall be posted conspicuously on designated bulletin boards readily accessible to all employees in all departments, schools and satellite offices. Every effort shall be made to post such notices ten (10) days prior to filing for interview of the positions, to allow employees currently employed to apply for same. All job postings will contain a brief description of the duties, qualifications and job specifications, and contact person to whom resumes of applicants should be referred. When such postings occur, ~ copy will be provided to the Unit President. 10.4 Job Vacancy Postings Postings of Civil Service examinations for job vacancies shall be sent to the CSEA President at the time they are distributed or posted. 10.5 Lateral Openings The needs of the Yonkers Public School District will be the determining factor in assignments and hours, with seniority as a major consideration along with employee requests and program operations. ARTICLE XI GRIEVANCE PROCEDURE A. Declaration of Purpose Whereas, the establishment and maintenance of a harmonious and cooperative relationship between the School District and its employees is essential to the effective operation of the schools, it is the purpose of this procedure to secure equitable solutions to alleged grievances of employees at the administrative/supervisory level through procedures under which they present grievances free from coercion, interference, restraint, discrimination or reprisals, and by which the District and its employees are afforded adequate opportunity to dispose of their grievances without the necessity of 26 time-consuming and costly proceedings before administrative agencies or in the courts. B. Definitions 1. "Grievance" shall be limited to a claimed violation, mlsmterpretation, or inequitable application of the existing agreement, laws, rules, procedures, regulations, administrative orders, or work rules of the Board or a department thereof provided, however, that such terms shall not include an action relative to disciplinary proceedings or any other matters which are otherwise reviewable pursuant to law, or any rule or regulation having the force and effect of law. Termination of employees during the probationary period is in no way to be construed as a grievance and there shall be no recourse by the employee or CSEA except as may be otherwise provided by law. 2. "Employee" shall be limited to a person or group of persons in the bargaining unit directly employed by the Board affected by an alleged grievance. 3. "Department" shall include any school, office or other division or subdivision of the Board. 4. "Supervisor" shall include any employee or officer on a higher level of authority than the employee in the Department wherein the grievance exists and who assigns and supervises the employee's work and approves his/her time record or evaluates his/her work performance and other employee or officer who is designated, by the Superintendent of Schools, as supervisor. 5. "Days" shall mean all days other than Saturdays, Sundays, legal holidays or when schools are closed which shall be excluded in computing the number of days within which action must be taken. c. The Arbitrator The Arbitrator will be selected from a panel provided pursuant to the Rules of the American Arbitration Association and shall be an experienced impartial person familiar with school issues. The cost of the services of the Arbitrator shall be borne equally by the Board and the CSEA. D. Grievance Procedure Step 1 Within thirty (30) days of the date on which the act or omission giving rise to the grievance occurred, a written grievance shall be submitted by the 27 employee through the Union to the employee's immediate supervisor on a form specifying the employee(s) affected, the specific provision of the collective bargaining agreement alleged to have been violated, if applicable; a brief description of facts underlying the grievance and remedy sought. The supervisor shall be allowed up to five (5) days in which to respond in writing. If the supervisor fails to respond within the five (5) days mentioned above, the grievance shall be deemed to have been denied. Step 2 Within ten (10) days of receipt of the Step 1 response, the Union may file a written appeal of such decision to the Superintendent of Schools (or designated representative). The Superintendent of Schools, or hislher designee, shall be allowed up to fifteen (15) days in which to respond in writing. If the Superintendent or hislher designee fails to respond within fifteen (15) days mentioned above, the grievance shall be deemed to have been denied. Step 3 Within fifteen (15) days of the receipt of the Step 2 detennination, the Union shall have the right to file a written "notice of intent" with the Board indicating a desire to proceed to arbitration. Arbitration shall be advisory except that if the grievance involves a dispute as to the interpretation of any provision of the written agreement as it applies to the grievance, in which case the Arbitrator's decision shall be final and binding on the parties. ARTICLE XII MANAGEMENT RESPONSmILITY The Board, as a public employer, reserves to itself all rights not specifically granted to the employee organization under the provisions of the Public Employee's Fair Employment Act (as presently or hereafter amended) or in this agreement and not inconsistent with Civil Service Laws or other laws. The rights so reserved to the Board include the control of its facilities and the maintenance of order and efficiency but that such rights are subject to such conditions, requirements and limitations as may be applicable under law, and must be exercised consistently with the other provisions of this agreement. These rights include the following: 1. To determine the policies of the Board. 2. To determine the facilities, methods, means and number of personnel; to designate the members needed to carry out the Board's missions; to introduce new or improved methods or facilities. 28 3. Administer to the classification, examination selection, hiring, retention, promotion, assignment or transfer of members pursuant to law in accordance with the policies of the Board. 4. To discipline or discharge members in accordance with the policies of the Board and applicable laws and contract provisions. 5. To direct the work of its members. 6. To make rules, regulations and policies concerning personnel procedures and practices, subject however to the following: The Superintendent or hislher designee will consult and confer with the CSEA prior to promulgation of all changes in the policies of the Board affecting the terms and conditions of employment, other than those provided herein. 7. To determine the work to be performed within the Board; the maintenance and repair, necessary supervision, machinery and tools, methods, schedules of work not inconsistent with law, together with selection, procurement, designing, engineering, and control of equipment and materials, the purchase of services of others, by contract or otherwise and to make reasonable and binding rules which shall not be inconsistent with this agreement. ARTICLEXIll ALCOHOL AND/OR ILLEGAL CONTROLLED SUBSTANCE ABUSE A. Preamble Both the District and the Union are greatly concerned about and involved in the effort to prevent substance abuse in the workplace. Employees need to be aware of the signs of substance abuse in themselves and others. No one can begin the road to recovery without first recognizing a problem exists and then seeking help. Employees suffering from substance abuse need to receive treatment. The District and the Union both benefit when an individual can be helped and remain on the job. Accordingly, both the CSEA and the School District agree that employees should be encouraged and assisted in efforts to seek assistance either through the Board's Employee Assistance Program or through another program of the employee's choice. B. Drug Testing Procedures Effective with the execution of the contract, the Yonkers School District shall have the right to test employees for possible substance abuse subject to the following conditions: 29 1. Statement of Policy The Employer and the Union recognize that the use and possession of alcohol or illegal controlled substances in the workplace constitutes a serious threat to the health and safety of all employees, students and members of the public. The Board and the Union are desirous of maintaining a safe, healthy and productive work environment for all employees and for the good of the school system. 2. Testing If an employee exhibits a physical condition, conduct or pattern of erratic behavior which indicates that the employee may be under the influence of alcohol or illegal controlled substances while on duty and the employee's supervisor has reasonable cause to believe, based on either direct observation of use or on observation of the employee's conduct, performance or behavior that the employee is under the influence of alcohol or illegal controlled substances, while on duty, or if the supervisor is provided with information from a reliable and credible source which is independently corroborated that the employee is engaging in use of alcohol or illegal controlled substances, while on duty, or that the employee is engaging in illegal possession, distribution or sale of an illegal controlled substance on duty, the supervisor shall make a report to the Employer. The Employer shall determine whether to conduct a further investigation and may meet with the employee and the employee's Union representative if the employee wishes such representative to be present, and pennit the employee to explain the conduct, performance or behavior. The investigation of the employee's behavior shall be confidential with due consideration for the dignity and privacy of the employee. Where reasonable suspicion is based on observation by a confidential infonnant, defined as an employee or agent of a governmental law enforcement agency, the identity of the source shall not be disclosed, except for the name of the governmental agency involved. The Department shall not be required to reveal the identity of a confidential infonnant in any proceeding nor can evidence supplied by a confidential informant be suppressed because of refusal to identify the name of the source. However, disclosure shall be made as to the date, time and place of the alleged observation of the conduct, including a description of the conduct that was allegedly observed. 30 If after review and investigation, the Employer decides that the employee should be referred for drug or alcohol testing, the following procedures shall be followed: a. At the time the employee is given the order to submit to a drug and/or alcohol test, the employee will be advised of the right to have a Union representative present for 1) repetition of the order, 2) brief verbal statement of the basis for the reasonable suspicion, and 3) for the collection of a sample; but in no event shall collection be delayed for more than one (l) hour to accommodate the presence of a Union official. b. Any dispute concerning the matter of reasonable suspicion to order a test will be referred to the contractual grievance procedure for resolution, but such dispute shall not constitute a basis for refusal to take such test. c. The sample given by the employee shall be collected under the supervision of a physician designated by the Board. Where practicable, the sample shall be collected in the office of the physician designated by the Employer. The sample collection process shall be confidential with due regard for the dignity and privacy of the employee. During the course of the collection process, the employee shall cooperate with request for acknowledgment of giving of the specimen. d. The employee shall provide a urine sample for purposes of testing for illegal controlled substances. The employee shall provide a sufficient amount of the sample to allow for an initial screening, a confirmatory test, and for later testing if required by the employee. In the event an insufficient sample is provided, the employee's ability to have a second test performed may be adversely impacted. e. In the event the employee is ordered to submit to a test for the presence of alcohol, the employee shall submit to a Breathalyzer test to be administered by an agent designated by the Employer. f. There shall be no direct observation of giving of a urine sample unless there is reason to believe that the sample may be tampered with, in which event direct observation shall be made by a person of the same gender as the employee giving the sample. g. In the case of a urine test, the sample given shall be divided 31 into two (2) aliquots. The sample will be given to a monitor who shall be a reliable person who is not an employee of the CSEA bargaining unit and who will mark and seal each sample to preserve the chain ofcustody of the samples. Thereafter, the samples shall be transported to the testing laboratory in a manner which shall insure the integrity and chain of custody of each sample. h. Both samples shall be delivered to a laboratory selected by the Employer which shall be duly licensed or certified for drug testing purposes, by the NIDA. One sample shall be used for purposes of testing by the laboratory and the second sample shall be maintained by the laboratory in accordance with the recognized procedures for purposes hereafter described. 1. The designated laboratory shall initially perform the enzyme multiplied immunoassay test (EMIT), on the sample for the presence of illegal controlled substances. A sample which tests positive shall be retested by the laboratory using the gas chromatography mass spectroscopy test (GC-MS). A test shall be deemed positive for the presence of illegal controlled substances in accordance with standards utilized by the NIDA certified laboratory. A test shall be deemed positive for the presence of alcohol based on the standards for driving while intoxicated as provided by the N.Y.S. Vehicle and Traffic Law. J. In the event the confirmatory GC-MS test result is negative, then the sample shall be deemed negative for the presence of illegal controlled substances and no report shall be made to the Employer or to the employee on the test results. Neither the existence of the test nor its results shall be used in any manner in any proceeding by the Employer against the employee. k. If the confirmatory GC-MS test result is positive as defined in this Agreement, an independent Medical Review Officer must first review the test and result, and speak with the individual tested. If the individual authorizes review of hislher medical records, the Medical Review Officer shall also review such records, as part of the process, all to ensure that the positive result in fact reflects unauthorized use of an illegal controlled substance. If the Medical Review Officer concludes that the test result accurately reflects such unauthorized use, then the laboratory shall provide copies of the test results to the Employer and the employee. 32 3. Employee Request for Retesting a. After collection and testing, both samples shall be maintained by the Board's designated laboratory in accordance with appropriate procedures for a period of time to be agreed to by the parties. b. After the employee receives notice of a confirmed positive test, as licensed by NIDA, the employee may make a written request within 72 hours to the Board's designated laboratory for a test of the second sample. The employee, or the Union on behalf of the employee, may request that the second sample be sent to a NIDA licensed laboratory selected by the employee or the Union. The selected laboratory shall be responsible for pick-up and transport of the sample, and it shall insure chain of custody. The employee shall be responsible for all costs associated with the second test and shall make arrangements for payment with the selected lab. The results of the second test shall be sent to the Director of Personnel who shall take all steps to ensure confidentiality, the employee and to the employee's representative if the employee so authorizes. In the event the retest results are negative, the Board shall reimburse the employee for the cost of the retest and the results of the first test shall be purged from the employee's file and no further action shall be taken. 4. Disciplinary Procedure a. The Board shall adhere to all applicable statutory and contractual procedures regarding discipline. b. A probationary employee who tests positive for the presence of alcohol or illegal controlled substances shall be terminated. However, neither the employee nor the Union waives any rights such employee may have with regard to challenging such tennination. ARTICLE XIV MISCELLANEOUS 14.1 Personnel Files Employees shall have the right to review their own personnel files. Notice and copies of any complimentary or disciplinary material placed in an employee's personal history folder shall be sent to the employee at the time of such placement. The employee shall have the right to append an answer to any materials placed 33 therein. The employee may have copies of all material in hislher file insofar as permitted by law. 14.2 Mileage Reimbursement Employees who are required to use their personal automobiles in the performance of their work assignment, shall be reimbursed at the current mileage rate paid by the Board of Education, upon submission of the appropriate vouchers. 14.3 Labor Management Meetings Labor Management meetings may be held to provide a forum to discuss and attempt to resolve matters of mutual concern. Such meetings will be arranged between the CSEA President and the Director of Employee Relations. Such meetings shall be held not more than once per month nor less than every two months. Discussions at such meetings will be limited to agenda items. Agendas shall be submitted at least one week in advance of the meeting. 14.4 Workers' Compensation Civil Service employees who are injured in the course of their officially assigned duties and responsibilities for the Yonkers Board of Education and who are absent due to that injury as defined by the Workers' Compensation Law must, pending adjudication of the case and while such disability renders the employee unable to perform. officially assigned duties and responsibilities, apply to the Director of Personnel for a leave of absence. This leave may be granted with pay not to exceed sixty (60) calendar days in length. Sick leave, personal leave and vacation credits shall not be earned for the period when an employee is on such leave. The District will continue health benefits and retirement credit. Should the disability continue beyond the period of sixty (60) calendar days, the employee's accumulated sick leave, personal leave and vacation time must be utilized. When all such accumulated time credited to the employee has been exhausted, the employer may continue the leave of absence without pay. In the event, and at such time as the Workers' Compensation Board makes an award to such an employee for the period of leave with pay, such compensation award for this period shall be reimbursed to the Board of Education. In the event that the employee receives an award for a number of days which is less than the number of days leave taken under this paragraph, then the employee will be required to utilize any accrued sick leave, personal leave or vacation days to make up the difference. Upon return to full-time duty, the employee shall be credited with that portion of earned credits for sick leave, personal leave and vacation time which would otherwise have accrued during the period of absence in proportion to the amount of the Workers' Compensation award for the employee's loss of time. In addition and conditional upon the receipt of an award for Workers' Compensation, such employee shall, upon return to full-time duty, be entitled to be re-credited for all 34 sick leave, personal leave and vacation days which may have been utilized during the period of absence. 14.5 Due Process-Non-Competitive Employees Non-competitive class employees shall be entitled to a formal due process hearing as provided under Section 75 of the Civil Service Law, after having completed six (6) months of continuous service. Employees who are notified by the District, in writing, during the first six (6) months of employment as exhibiting performance problems shall not be eligible for a due process hearing until they successfully complete twelve (12) months of employment. A copy of the notice provided to the employee shall be provided to the unit president at the time. 14.6 Health, Safety and Maintenance of Facilities A. Health and safety concerns will be discussed during Labor Management meetings. B. In the event any employee is exposed to blood or body fluids in the performance of hislher duties, he/she shall be afforded the opportunity to be tested for blood/fluid boine pathogens without cost and shall be offered the Hepatitis B vaccine without cost to employee. C. The Board of Education shall provide immunization to all employees in the event of an epidemic, declared by the City of Yonkers Board of Health, caused by an outbreak of a communicable disease. 14.7 CSE Day For the duration of this Agreement, the parties agree to the following provision governing Civil Service Employees (CSE) Day: Employees shall be excused from work at the end of the program on CSE Education Day, with the exception of those employees who are designated by their supervisors to return to their work locations after the CSE Program. In cases where employees are required to return to work after the conclusion of CSE Education Day activities, such employees shall be paid overtime rates as per the contract for all hours worked after completion of CSE Day activities. Employees who are designated by their supervisors to work at their regular work locations during such activities shall receive compensation at normal pay rates; however, said employees shall receive overtime rates for all hours worked after the activities. It is understood that the scheduling of CSE Day is subject to the conditions as set forth in Article 3.4 (Calendar) ofthis agreement and the superintendent's decision on the scheduling of CSE Day shall not be subject to the grievance procedure. 35 14.8 Layoffs in Non-Competitive and Labor Class In the event the District determines that it is necessary to layoff employees, it is understood that employees in the non-competitive and labor classes shall be laid off according to the inverse order of hiring. 14.9 Uniforms The Board of Education and the Civil Service Employees Association agree that all building custodial workers and maintenance workers shall wear uniforms during work hours. The parties agree that a Committee comprised of three (3) representatives of the administration and three (3) representatives of the Union shall meet and confer for the purpose of determining the nature and components of the uniform, and the effective date for implementation of the unifonn policy. ARTICLE XV NO STRIKE PLEDGE The parties recognize that strikes and other forms of work stoppage by school district employees are contrary to law and the public policy. CSEA and the Board subscribe to the principle that differences shall be resolved by peaceful and approved means without interruption of the school program. CSEA therefore agrees that it shall not engage in or sanction strikes, work stoppages, slowdown, interference with the school district's operation or other individual or concerted refusal to perfonn scheduled work and assignments by employees covered by this Agreement, or any instigation thereof by its agents or its representatives. ARTICLE XVI SEPARABILITY If any legislation, court decision, or rule of the Department of Education renders any portion of this Agreement invalid or unenforceable, the invalid or unenforceable provision shall be severed from this contract, and the remaining provisions shall continue in full force and effect, provided there shall continue to be mutuality of obligations with respect to the remaining provisions. ARTICLE XVII 17.1 Collective Negotiations All negotiable items have been discussed during the negotiations of this agreement, and therefore, negotiations will not be reopened on any item or for any purpose during the term of this Agreement, unless mutually agreed in writing, limiting the purpose of the reopening or unless specifically set forth in the Agreement. Rejection of such request by either party shall not be subject to the Grievance Procedure herein or to arbitration. 36 ARTICLE XVIII PERB Ruling - Section 204-A IT IS AGREED BY AND BETWEEN THE PARTIES THAT ANY PROVISIONS OF THIS AGREEMENT REQUIRING LEGISLATIVE ACTION TO PERMIT ITS IMPLEMENTATION BY AMENDMENT OF LAW OR BY PROVIDING THE ADDITIONAL FUNDS THEREFORE, SHALL NOT BECOME EFFECTIVE UNTIL THE APPROPRIATE LEGISLATIVE BODY HAS GIVEN APPROVAL. ARTICLE XIX DURATION OF AGREEMENT The provisions of this agreement shall be in effect on July 1, 2007 and continue in full force and effect through June 30, 2011. o~·~iuM Rev. Gerald Sudick, President Date Board of Education of the City of Yonkers dlk~~ ./Bobbie DiBattiS: President Date Yonkers Non-Teaching Unit Civil Service Employees Association Date 37 APPENDICES A. CSEA Civil Service Classes Arranged by Grade B. Earned Vacation Days C. Salary Schedules July 1,2007- July 1,2010 38 APPENDIX A CSEA CIVIL SERVICE CLASSES ARRANGED BY SALARY GRADE GRADE III Clean-Up Aide Clerk I Clerk IlData Entry Clerk I/Spanish Speaking Clerk I/Steno Clerk Iffypist Microfilm Clerk GRADE IV Custodial Worker Clerk I Clerk IlData Entry Clerk I1Spanish Speaking Clerk I1Steno Clerk Iffypist Lifeguard/Swim Instructor Maintenance Worker I Personal Computer Technician Trainee GRADE V Account Clerk I Assistant Cashier Building Custodian I Clerk II Clerk IIlData Entry Clerk II/Spanish Speaking Clerk II/Steno Clerk IIffypist Mail Room Clerk Records Retention Clerk School Food Service Cook Manager Storekeeper Telephone Operator Video Technician GRADE VI Account Clerk II Building Custodian II Assistant Transportation Dispatcher Clerk II Clerk IIlData Entry Clerk II/Spanish Speaking Clerk II/Steno Clerk II/Typist Computer Operator Motor Equipment Operator I Pool Maintenance Worker 39 Principal Clerk Principal Clerk Spanish Speaking Reproduction System Operator Public Safety Officer School Food Service Manager B Transportation Safety Monitor Welder GRADE VII Automotive Mechanic Bricklayer Carpenter Clerk III Clerk IIIIData Entry Clerk III/Spanish Speaking Clerk III/Steno Clerk IIIffypist Draftsperson Electrician Head Custodian Help Desk Coordinator Labor Supervisor Licensed Practical Nurse Locksmith Maintenance Mechanic Painter Painter Supervisor Plumber Pool Operator Programmer Trainee Roofer School Food Service Manager A Senior Principal Clerk Senior Reproduction System Operator GRADE VIII Account Clerk III Administrative Secretary/Steno Clerk III Clerk IIIlData Entry Clerk III/Spanish Speaking Clerk III/Steno Clerk III/Typist Community Outreach Worker Community Outreach Worker - (Spanish Speaking) Electrician Supervisor Graphic Designer Junior Personal Computer Specialist Office Automation Assistant Parent Coordinator Park Working Supervisor 40 Personal Computer Technician I Personnel Assistant Senior Computer Operator Senior Video Technician Transportation Dispatcher Transportation Dispatcher - (Spanish Speaking) Working Supervisor GRADE IX Account Clerk IV Clerk IV Clerk IV/Data Entry Clerk IVISpanish Speaking Clerk IVISteno Clerk IV/Typist Construction Inspector Office Manager Registered Professional Nurse GRADE X Administrative Assistant Assistant Purchasing Agent Clerk IV Clerk IV/Data Entry Clerk IVISpanish Speaking Clerk IVISteno Clerk IV/Typist Office Automation Manager Program Coordinator Senior Engineering Technician Senior Graphics Designer Systems Analyst Television Station Manager Transportation Dispatcher Supervisor HOURLY Food Service Helper I Food Service Helper II School Aide School Aide - (Special Education) School Bus Monitor School Food Service Baker School Food Service Cook 41 APPENDIXB EARNED VACATION DAYS Full Year Employees Vacation Days Paid Years of Sen-ice Vacation Days Paid 1-5 15 days 6 16 days 7 17 days 8 18 days 9 19 days 10 20 days 11 21 days 12 22 days 13 23 days 14 24 days 15 25 days 42 AMENDED APPENDIXB AMENDED APPENDIXB EARNED VACATION DAYS School Year Employees Vacation Days Paid Full-Years Employees School- Year Employees Years of service ------------------­ Included in Not Included Base Pay in Base Pay 1-5 15 days 12 days odays 6 16 days 12 days .8 days 7 17 days 12 days 1.6 days 8 18 days 12 days 2.4 days 9 19 days 12 days 3.2 days 10 20 days 12 days 4.0 days 11 21 days 12 days 4.8 days 12 22 days 12 days 5.6 days 13 23 days 12 days 6.4 days 14 24 days 12 days 7.2 days 15 25 days 12 days 8.0 days 42 Yonkers Public Schools CSEA salary Negotiations Sf, Increase ...... 2".....0..0..%... 2007/2008 CSEA SALARY SCHEDULE Effwctive July 1, 2007 12 Month Civil Service Employees GRADE * 10 yr. 15 yr. 20 yr. 25 yr. 30 yr. .......... .*- ~ a.a....1.. ....... ........2.. ....... ........3. ....... ........4 . ....... .......5.. ...... .........6.. ........ ....... 7• ...........L.o..n..g.e..v.i.t.y.. ...L..o..n.g..e.v..I.t.y. ....L.o.ang.e..v..it.y.. ....L.o..n gevity Longevity • ••••• as * ........._. III · 31,214 32,433 33,647 34,871 36,091 38,810 39,577 1,222 2,095 2,965 3,835 4,706 IV · 33,680 35,032 36,384 37,745 39,080 42,015 42,839 1,439 2,464 3,488 4,510 5,536 V · 36,443 37,922 39,423 40,986 42,563 45,626 46,523 1,569 2,686 3,803 4,920 6,039 VI · 39,891 41,636 43,388 45,130 46,886 50,121 51,109 1,744 2,989 4,233 5,475 6.719 ~ ~ VII · 44,049 45,983 47.928 49,867 51,810 55,243 56,332 1,946 3,337 4,731 6,122 7,514 VIII · 48,512 50,664 52,796 54,947 57,096 60,735 61,931 2,144 3,677 5,207 6,740 8,270 IX · 54,427 56,837 59,250 61,660 64,067 67,976 69,317 2,406 4,126 5,847 7,569 9,293 X · 61,766 64,559 67,341 70,120 72,901 77,182 78,704 2,780 4,765 6,747 8,731 10,711 Yonkers Public Schools CSEA Salary Negotiations % Increase -2.-00% 200712008 CSEA SALARY SCHEDULE Effective July 1, 2007 · 10 Month CIvIl Service Employees GRADE 10 yr. 15 yr. 20 yr. 25 yr. 30 yr. 1 2 3 4 5 6 7 Longevily Longevity longevity Longevity Longevity .................... * .................. •••••••••• ** • •••••••••••••:- ••••••• ....... •..................a.................................................................Me.. ••••••••••••••• .,................ III · 24,135 25,697 26,908 27,895 28,867 31,044 31,656 976 1,672 2,367 3,064 3,761 IV · 26,047 27,761 29,116 30,190 31,263 33,608 34,268 1,150 1,967 2,783 3,599 4,415 V · 28,160 30,046 31,551 32,800 34,058 36,493 37,213 1,254 2,147 3,044 3,941 4,836 VI · 30,834 32,980 34,707 36,114 37,500 40,092 40,883 1,397 2,396 3,393 4,387 5,385 ~ ~ VII · 34,052 36,441 38,347 39,900 41,448 44,202 45,073 1,548 2,655 3,764 4,869 5,9n VIII · 37,500 40,136 42,245 43,962 45,669 48,564 49,541 1,715 2,941 4,164 5.389 6,614 IX · 42,110 45,042 47,408 49,327 51,267 54,380 55,451 1,934 3,314 4,691 6,071 7,448 X · 47,763 51,142 53,876 56,099 58,321 61,742 62,958 2,227 3.820 5,410 7,003 8,596 Yonkers Public Schools CSEA Salary Negotiations % Increase .......2...0..0..%.. 200712008 CSEA SALARY SCHEDULE Effective July 1, 2007 Civil Senrice Hourty EmployMs TITLE · 10 yr. 15 yr. 20 yr. 25 yr. 30 yr. 1 2 3 4 5 7 Longevity longevity longevity longevity longevity ...........a...................a................a............. " FSH I · 9.50 10.25 11.09 12.07 12.96 14.31 14.60 0.43 0.74 1.04 1.33 1.62 · FSH II · 9.85 10.66 11.51 12.44 13.36 14.80 15.08 0.43 0.74 1.04 1.33 1.62 SLB · 10.52 11.33 12.24 13.20 14.26 15.71 16.00 0.43 0.74 1.04 1.33 1.62 · ~ UI SLC "B" · 10.52 11.33 12.24 · 13.20 14.26 15.71 16.00 0.43 0.74 1.04 1.33 1.62 SLC "A" · 10.84 11.72 12.63 13.70 14.80 16.25 16.59 0.43 0.74 1.04 1.33 1.62 School Aides · 9.50 10.25 11.09 12.07 12.96 14.31 14.60 0.43 0.74 1.04 1.33 1.62 Yonkers Public Schools CSEA Salary Negotiations % Increase on Step 2.00% ............. * 2007/2008 CSEA SALARY SCHEDULE February 1. 2001 12110nth CMI Service EmpIoyMa GRADE * 10 yr. 15 yr. 20 yr. a yr. 30 yr. •••• aM • •• * a.'....'1.. ......,.........2........ a..'...3.. .............a4.. ....... .........5.. ........ .......•........ ........7. ....... ..L.o..n.g..e.v.I.t.y.. ...L..o.n..g.e.v..i.ty.. ...L..o.n..g..e.v.i.t.y. ....L.o..n.g..e.Y..l.ty.. ....L..o.n..g.e..Y.l.t.y.. III · 31,838 33.082 34,320 35,568 36.813 39,586 40,369 1,246 2.137 3,024 3.912 4.800 IV · 34,354 35,733 37,112 38.500 39,862 42,855 43,696 1,468 2.513 3.558 4,600 5.647 V * 37,172 38,680 40,211 41.806 43,414 46,539 47.453 1,600 2,740 3.879 5.018 6,160 VI * 40,689 42.469 44,256 46,033 47,824 51.123 52.131 1.n9 3,049 4,318 5.585 6,853 ~ VII * 44,930 46,903 48,887 50,864 52,846 56,348 57,459 1,985 3,404 4,826 6,244 7,664 0\ VIII * 49,482 51,6n 53,852 56,046 58,238 61,950 63,170 2,187 3,751 5,311 6,875 8,435 IX · 55,516 57.974 60,435 62,893 65,348 69,336 70,703 2.454 4,209 5,964 7,720 9,479 X · 63,001 65,850 68,688 71,522 74,359 78.726 80,278 2,836 4,860 6,882 8,906 10,925 Yonkers Public Schools CSEA Salary Negotiations % Increase on Step 2.00% ............... 2007/2008 CSEA SALARY SCHEDULE FebnJary 1, 2001 .. 10 IIonth Civil Service EmpIoyMs Salary Grid GRADE 101'. 151'. 201'. 251'. 301'. .. .. 1 2 3 4 5 6 7 longevity Longevtty Longevity longevity Longevity '* .....................a...................................Sl•••••••••••••• ".,••, ............................., .... iItsl......... M*"'li151!15£S•••••••••••••••••••••M.a.........JZLliId.....SI•••• III .·. 24,618 26,211 27,446 28,453 29,444 31,665 32,289 996 1,705 2,414 3,125 3,836 IV .. 26,568 28,316 29,698 30,794 31,888 34,280 34,953 1,173 2,006 2,839 3,671 4,503 V .. 28,723 30,647 32,182 33,456 34,739 37,223 37,957 1,279 2,190 3,105 4,020 4,933 VI · 31,451 33,640 35,401 36,836 38,250 40,894 41,701 1,425 2.444 3,461 4,475 5,493 VII .. 34,733 37,170 39,114 40,698 42,277 45,086 45,974 1,579 2,708 3,839 4,966 6,097 VIII .. 38,250 40,939 43,090 44,841 46,582 49,556 50,532 1,749 3,000 4,247 5,497 6,746 ~ -...I IX · 42,952 45,943 48,356 50,314 52,292 55,468 56,560 1,973 3,380 4,785 6,192 7,597 X .. 48,718 52,165 54,954 57,221 59,487 62,977 64,217 2,272 3,896 5,518 7,143 8,768 Yonkers Public Schools CSEA Salary Negotiations -% In_crease 2.00%. 2007/2008 CSEA SALARY SCHEDULE February 1. 2008 Civil ServIce Hourly Employees TITLE · 10 yr. 15 yr. 20 yr. 2S yr. 30 yr. 1 2 3 4 5 8 7 LongnIty Longwity longevity Longevity Longevity ..........................a...................................................a........................................................ Ill" ................_.........:IllII ................. &••••&....................................... · FSHI ·· 9.69 10.46 11.31 12.31 13.22 14.60 14.89 0.44 0.75 1.06 1.36 1.65 FSH II · 10.05 10.87 11.74 12.69 13.63 15.10 15.38 0.44 0.75 1.06 1.36 1.65 · SLB · 10.73 11.56 12.48 13.46 14.55 16.02 16.32 0.44 0.75 1.06 1.36 1.65 · SLC"B" · 10.73 11.56 12.48 13.46 14.55 16.02 16.32 0.44 0.75 1.06 1.36 1.65 .... QO SLC"A" · 11.06 11.95 12.88 13.97 15.10 16.58 16.92 0.44 0.75 1.06 1.36 1.65 School Aides · 9.69 10.46 11.31 12.31 13.22 14.60 14.89 0.44 0.75 1.06 1.36 1.65 Yonkers Public Schools CSEA salary Negotiations % Increase 2.50% ............. * 2008/2009 CSEA SALARY SCHEDULE July 1, 2001 12110nth Civil s.mc. ~ * GRADE • 10 yr. 11 yr. 20 yr. 25 yr. 30 yr. * .a......1. ........ .......2.. ............a3. .............a4. .......... .....5. ........ .......•... ..•. ....... 7 ••••..• ..L.o..n.g..e.v..it.y.. Longevtty longevity Longevity Longevity .............. _ ..._ ................ Me ............. III * 32.634 33.909 35.178 36,457 37.733 40.576 41.378 1.277 2.190 3.100 4.010 4,920 IV · 35.213 36,626 38.040 39.463 40.859 43,926 44,788 1.505 2.576 3,647 4.715 5.788 V · 38,101 39.647 41,216 42.851 44,499 47.702 48,639 1,640 2,809 3,976 5.143 6,314 VI · 41,706 43,531 45.362 47,184 49,020 52,401 53,434 1,823 3,125 4,426 5,725 7.024 ~ ~ VII · 46,053 48,076 50,109 52,136 54,167 57,757 58,895 2.035 3,489 4,947 6,400 7,856 VIII * 50,719 52,969 55,198 57,447 59,694 63,499 64,749 2,242 3,845 5.444 7.047 8,646 IX * 56,904 59,423 61,946 64,465 66,982 71,069 72,471 2,515 4.314 6.113 7,913 9.716 X * 64,576 67,496 70,405 73,310 76,218 80,694 82,285 2,907 4,982 7,054 9.129 11,198 Yonkers Public Schools CSEA salary Negotiations % Increase 2.50% .............. 2008/2009 CSEASALARYSCHEDUlE July 1, 2001 10 Month Civil Service Employees GRADE · 10 yr. is yr. 20 yr. 25 yr. 30 yr. 1 2 3 4 5 6 7 Longevity LongevIty Longevity Longevity Longevity ......................................................................................................., ............................, Me" a......... as ............ • ........ ............... •••,••**••••••••. · III · 25,233 26,866 28,132 29,164 30,180 32,457 33,096 1.021 1,748 2,474 3,203 3,932• IV · 27,232 29,024 30,440 31,564 32,685 35,137 35,827 1,202 2,056 2,910 3,763 4,616 V · 29,441 31,413 32,987 34,292 35,607 38,154 38,906 1,311 2,245 3,183 4,121 5,056 VI • 32,237 34,481 36,286 37,757 39,206 41,916 42,744 1,481 2,505 3,548 4,587 5,630 =VI ·VII • 35,601 38,099 40,092 41,715 43,334 46,213 47,123 1,618 2,ne 3,935 5,090 6,249 VIII · 39.206 41,962 44,167 45,962 47,747 50.795 51,795 1,793 3,075 4,353 5.634 6.915 IX · 44,026 47,092 49,565 51,572 53,599 56,855 57,974 2,022 3,465 4,905 6,347 7,787 • X · 49,936 53,469 56.328 58.652 60.974 64,551 65,822 2.329 3,993 5.656 7.322 8,987 Yonkers Public Schools CSEA Salary Negotiations % Increase -*2._50%. 2008/2009 CSEA SALARY SCHEDULE July 1. 2008 · Civil semce Hourly Employees TITLE * 10 yr. 15 yr. 20 yr. 25 yr. 30 yr. 1 2 3 4 5 . 6 sa .... 7 , . .-L.ongwIty .l.o.n..g..evit.y.. ...L..o..n.g..r.t.I.t.y. ....I...o.n.g._eY.t.t y LongeYtty • a.s•• -.. a ..........s• · FSH I ·· 9.93 10.72 11.59 12.62 13.55 14.97 15.26 0.45 O.n 109 1.39 1.69 FSH II ·· 10.30 11.14 12.03 13.01 13.97 15.48 15.76 0.45 o.n 1.09 1.39 1.69 SLB · 11.00 11.85 12.79 · 13.80 14.91 16.42 16.73 0.45 O.n 1.09 1.39 1.69 SLC"B" · 11.00 11.85 12.79 13.80 14.91 16.42 16.73 0.45 o.n 1.09 1.39 1.69 I..J..t SLC "A" · 11.34 12.25 13.20 14.32 15.4& 16.99 17.34 0.45 o.n 1.09 1.39 1.69 School Aides · 9.93 10.72 11.59 12.62 13.55 14.97 15.26 0.45 o.n 1.09 1.39 1.69 Yonkers Public Schools CSEA Salary Negotiations % Inaease on Slep 2.50% 200812009 CSEA SALARY SCHEDULE February 1, 2009 · 12 Month Civil Service Emp... GRADE • 10 yr. 15yr. 20 yr. 25 yr. 30 yr. .. a.......1. ....... ........2.. .......... •...3.. ...... a.a ..4.. ...... _s* 5 8 7 longevity LongevIty longevity longevity Longevity a A" ...... •••* •• •••••M. • am,,"**, • • aa. •• .... .... .. ••••••••••••••••••••••, III · 33,450 34,757 36,057 37,368 38,676 41,590 42,412 1.309 2,245 3.178 4,110 5,043 IV · 36,093 37,542 38,991 40,450 41,880 45,024 45,908 1,543 2,640 3.738 4,833 5,933 V • 39,054 40.638 42,246 43,922 45,611 48,895 49,855 1,681 2,879 4,075 5,272 6.472 VI · 42.749 44,619 46,496 48,364 50,246 53,711 54,nO 1,869 3,203 4,537 5,868 7,200 VII · 47,204 49,278 51,362 53,439 55,521 59,201 60,367 2,086 3,576 5,071 6,560 8,052 U­ N VIII · 51,987 54.293 56.578 58.883 61,186 65,086 66,368 2,298 3,941 5,580 7,223 8.862 IX · 58,327 60,909 63,495 66.0n 68,657 72,846 74,283 2,578 4,422 6,266 8,111 9,959 X · 66,190 69.183 72,165 75,143 78,123 82,711 84,342 2,980 5,107 7,230 9,357 11.478 Yonkers Public Schools CSEA Salary Negotiations % Increase 2.500% 2008/2009 CSEA SALARY SCHEDULE FebnJllry 1, 2009 · 10 Montll CIvII8erVice Employees GRADE · 10 yr. 15 yr. 20 yr. 25 yr. 30 yr.• 1 2 3 4 5 8 7 Longevfty Longevity Longevity Longevfty Longevity ..ea. ........ • •••••••••••• ...... ................ ............... .......................aa s••_ ................1IIIi.............................................aa••••••••• au ................ · III · 25,864 27,538 · 28,835 29,893 30,935 33,268 33,923 1,047 1,792 2,536 3,283 4,030 IV · 27,913 29,750 31,201 32,353 33,502 36,015 36,723 1,232 2,107 2,983 3,857 4,731 V · 30,177 32,198 33,812 35,149 39,108 39,879 4,224 5,182 · 36,497 1,344 2,301 3,263 VI · 33,043 35,343 37,193 38,701 40,186 42,964 43,813 1,498 2,568 3,637 4,702 5,771 VI VII · 36,491 39.051 41,094 42,758 44,417 47,368 48,301 1,658 2,845 4,033 5.217 6,405 (,H VIII · 40,186 43,011 45,271 47,111 48,941 52,065 53,090 1,838 3,152 4,462 5,775 7,088 IX · 45,127 48,269 50,804 52,861 54,939 58,276 59,423 2,073 3,552 5,028 6,506 7,982 X · 51,184 54,806 57,736 60,118 62,498 66,165 67,468 2,387 4,093 5,797 7,505 9,212 Yonkers Public Schools CSEA Salary Negotiations % Increase on Step 2500% 2008/2009 CSEA SALARY SCHEDULE February 1, 2009 Civil Service Hourty Employees TITLE · 10". 11 yr. 20 yr. 25 yr. 30 yr. 1 2 3 4 5 8 7 Longe¥ItJ Longeytty LongevIty LoI9VItY Longevity • ..............................., ......................................................... e..............., .............................., ....... .......... • •••lI.......... ......... . a•••• as * &1 * as FSH I · 10.18 10.99 11.88 12.94 13.89 15.34 15.64 0.46 0.79 1.12 1.42 173 FSHII · 10.56 11.42 12.33 13.34 14.32 15.87 16.15 0.46 0.79 1.12 1.42 1.73 SLB · 11.28 12.15 13.11 14.15 15.28 16.83 17.15 0.46 0.79 1.12 1.42 1.73 SLC "B" · 11.28 12.15 13.11 14.15 15.28 16.83 17.15 0.416 0.79 1.12 1.42 1.73 U. ~ SLC "A" · 11.62 12.56 13.53 14.88 15.87 17.41 17.77 0.416 0.79 1.12 1.42 1.73 School Aides · 10.18 10.99 11.88 12.94 13.89 15.34 15.64 0.46 0.79 1.12 1.42 1.73 Yonkers Public Schools CSEA Salary Negotiations % Increase on Step _3.00­ % 200912010 CSEA SALARY SCHEDULE Effective July 1, 2009 GRADE · 12 Month Civil SeMc8 Employees 10 yr. 15 yr. 20 yr. 25 yr. 3Oyr. .....a....... * ••a......1. ..................2......... s......3.. ..............4.. ..............5.. a••.•..a.au•.......... ........7.. ....... ..L.o..n.g..e.v..i.ty.. ...L..o.n..g.e..v.i.t.y. ...L..o..n.g.e..v.i.t.y Longevity Longevity&•••••••••4 •••••••••••••••••••••• 11\ · 34,454 35,800 37,139 38,489 39,836 42,838 43,684 1,348 2,312 3,273 4,233 5,194 IV · 37,176 38,668 40,161 41,664 43,136 46,375 47,285 1,589 2,719 3,850 4,978 6,111 V · 40,226 41,857 43,513 45,240 46,979 50,362 51,351 1,731 2,965 4,197 5,430 6,666 VI · 44,031 45,958 47,891 49,815 51,753 55,322 56,413 1,925 3,299 4,673 6,044 7,416 VII · 48,620 50,756 52.903 55,042 57,187 6O,9n 62,178 2,149 3,683 5,223 6,757 8,294UI UI VIII · 53,547 55,922 58,275 60,649 63,022 67,039 68,359 2,367 4,059 5,747 7,440 9,128 IX · 60,on 62,736 65,400 68,059 70,717 75,031 76,511 2,655 4,555 6,454 8,354 10,258 X · 68,176 71,258 74,330 n,397 80,467 85,192 86,872 3,069 5,260 7,447 9,638 11,822 Yonkers Public Schools CSEA Salary Negotiations % Increase on Step 3000% --_. 200912010 CSEA SALARY SCHEDULE Effective July 1, 2009 10 Month CiYlI8erYice ~ GRADE • 10 yr. 15 yr. 20 yr. 25 yr. 30 yr. 1 2 3 4 5 8 7 longevity Longevity longevity Longevity Longevity • as •••••••••••••• a••••••• as a.. a...... a.a._••••a.a•••,s.a... ...... ••••••• ................. •••••••••••••••• •............... s•••a........................................ a••••••••••• . · III · 26,640 28,364 29,700 30,790 31,863 34,266 34,941 1,078 1,846 2.612 3.381 4,151 IV · 28,750 30,643 32,137 33,324 34,507 37,095 37,825 1,269 2,170 3,072 3.973 4,873 V · UI ·· 31,082 33,164 34,826 36,203 37,592 40,281 41,075 1,364 2,370 3,361 4,351 5.337 0\ VI · 34,034 36,403 38,309 39,862 41.392 44.253 45,127 1,543 2,645 3,746 4,843 5,944 VII · 37,586 40,223 42,327 44,041 45,750 48,789 49,750 1,708 2,930 4,154 5,374 6.597 VIII · 41,392 44,301 46,629 48,524 50,409 53,627 54,683 1,893 3,247 4,596 5,948 7,301 IX • 46,481 49,717 52,328 54,447 56,587 60,024 61,206 2,135 3,659 5,179 6,701 8,221 X • 52,720 56,450 59,468 61,922 64,373 68,150 69,492 2,459 4,216 5,971 7,730 9,488 Yonkers Public Schools CSEA Salary Negotiations % Increase 3.000% • 2009/2010 CSEA SALARY SCHEDULE Effective July 1, 2009 Civil 5erYIce Hour1y EmplCJt'MS TITLE • 10 yr. 11 yr. 2Oyr. 25yr. 30 yr. ..*u......... a_......1.. ......... ........2. ....•. 3 4 at ..•... 5 8 7 longevity longevity L:lo..n..g..m....t.y.. . Longevity Longevity* ..**•••••:....... •....,•••••• *......................i. ................. ..................................&1••••1..... .111••••••••11. ' •••1&••••••••• · FSHI ·· 10.49 11.32 12.24 13.33 14.31 15.80 16.11 0.47 0.81 1.15 1.46 1.78 FSH II · 10.88 11.76 12.70 13.74 14.75 16.35 16.63 0.47 0.81 1.15 1.46 1.78 SLS · 11.62 12.51 13.50 14.57 15.74 17.33 17.66 0.47 0.81 1.15 1.46 1.78 SLC"S" · 11.62 12.51 13.50 14.57 15.74 17.33 17.66 0.47 0.81 1.15 1.46 1.78 fJI SLC"A" · 11.97 12.94 13.94 15.12 16.35 17.93 18.30 0.47 0.81 1.15 1.46 1.78 -....l School Aides · 10.49 11.32 12.24 13.33 14.31 15.80 16.11 0.47 0.81 1.15 1.46 1.78 Yonkers Public Schools CSEA Salary Negotiations % Increase on Step 3.00% ............ • 2010/2011 CSEA SALARY SCHEDULE Etrecttve July 1. 2010 12 Month Civil Service EmpIoyMs GRADE · 10 yr. 15 yr. 20 yr. 25 yr.• 1 2 , 3 4 5 , 7 LongevIty Longevity Longevity longevity ****.........................._ a................. ....a...................................•..•, ...•.._............................-..........................................,......... 111 · 36.874 38,253 39,644 41,031 44,123 44,995 46,383 2,381 3,371 4,360 5,350 IV · 39,828 41,366 42,914 44,430 47,766 48,704 50,340 2,801 3,966 5,127 6,294 V • 43,113 44,818 46,597 48,388 51,873 52,892 54,674 3,054 4,323 5,593 6,866 UI VI · 47,337 49,328 51,309 53,306 56,982 58,105 60,088 3,398 4,813 6,225 7,638 QC) VII · 52,279 54,490 56,693 58,903 62,806 64,043 66,257 3,793 5,380 6,960 8,543 VIII · 57,600 60,023 62,468 64,913 69,050 70,410 72,648 4,181 5,919 7,663 9,402 IX · 64,618 67,362 70,101 72,839 77,282 78,806 81,541 4,692 6,648 8,805 10,566 X · 73,396 76,560 79,719 82,881 87,748 89,478 92,639 5,418 7,670 9,927 12,177 Yonkers Public Schools CSEA Salary Negotiations % Increase on Step 3.00% .****............. 2010/2011 CSEA SALARY SCHEDULE Eff8cttye July 1, 2010 10 Month Civil Service EnlpIoy8_ * GRADE * 10.". 15 yr. 20 yr. 25 yr. 1 2 3 4 5 8 7 Longevity LongevIty longevity Longevity ............... * ,'.. ' •••a........... , •••••••••••••• aas•••••••••&. litt.u.a••••IU................................ , ••a••, .............................. ....iIllIIlIIIl.. •................. *,...........14 III ·· 29,215 30.591 31,714 32,819 35,294 35,989 37,100 1,901 2,690 3,482 4,276 IV · 31,562 33,101 34,324 35,542· 38,208 38,960 40,267 2,235 3,164 4,092 5,019 * V · 34,159 35,871 37,289 38,720 41,489 42,307 43,733 2,441 3,462 4,482 5,497 VI · 37,495 39,458 41,058 42,634 45,581 46,481 48,070 2,724 3,858 4,988 6,122 Ut ~ VII * 41,430 43,597 45,362 47,123 50,253 51,243 53,002 3,018 4,279 5,535 6,795 VIII · 45,630 48,028 49,980 51,921 55,236 56,323 58,273 3,344 4,734 6,126 7,520 IX * 51,209 53,898 56,080 58,285 61,825 63,042 65,241 3,769 5,334 6,902 8,468 X · 58,144 61,252 63,780 66,304 70,195 71,5n 74,110 4,342 6,150 7,962 9,n3 Yonkers Public Schools CSEA Salary Negotiations % Increase on Step 3.00% • 2010/2011 CSEA SALARY SCHEDULE Effective July 1, 2010 Civil Service Hourly Ernpl.­ • TITLE · 10 yr. 15 yr. 20 yr. 25 yr. .. 2 3 4 5 6 7 Lo...vIty 1.01'IIftIty l.OIlgItVIly Longevtty .. a••••••••••••••••••• .... .... ... .... ...... ....... ....... ..._.......... ......... .... ................ -. ......... · FSHI · 11.66 12.61 13.73 14.74 16.27 16.59 17.08 0.83 1.18 1.50 1.83 · FSH II · 12.11 13.08 14.15 15.19 16.84 17.13 17.61 0.83 1.18 1.50 1.83 · SLB · 12.89 13.91 15.01 16.21 17.85 18.19 18.67 0.83 1.18 1.50 1.83 · SLC "8" · 12.89 13.91 15.01 16.21 17.85 18.19 18.67 0.83 1.18 1.50 1.83 Q=\ SlC "A" · 13.33 14.36 15.57 16.84 18.47 18.85 19.33 0.83 1.18 1.50 1.83 School Aides · 11.66 12.61 13.73 14.74 16.27 16.59 17.08 0.83 1.18 1.50 1.83 Yonkers Public Schools CSEA Salary Negotiations Printed 03/27/200810:36:05 AM BUS MONITORS SALARY GRID EFFECTIVE JULY 1, 2007 EFFECTIVE FEB. 1, 2008 EFFECTIVE JULY 1, 2008 Run Per Trip Run Per Trip Run Per Trip Description Rates Description Rates Description Rates Single Run In District 18.62 Single Run In District 18.99 Single Run In District 19.46 Double Run In District 25.50 Double Run In District 26.01 Double Run In District 26.66 Out of District Run 28.05 Out of District Run 28.61 Out of District Run 29.33 -~ EFFECTIVE FEB. 1, 2009 EFFECTIVE JULY 1, 2009 EFFECTIVE JULY 1, 2010 Run Per Trip Run Per Trip Run Per Trip . Description Rates Deserl~on Rates Description Rates Single Run In District 19.95 Single Run In District 20.55 Single Run In District 21.17 Double Run In District 27.33 Double Run In District 28.15 Double Run In District 28.99 Out of District Run 30.06 Out of District Run 30.96 Out of District Run 31.69 Q\OIl\projecls\negot\CS!:J'\BUS MONT~S 123