The Parties agree that all classified staff who earn, accrue and use vacation will be provided with an optional opportunity to “cash out” in a lump sum payment, twice a year, up to their total earned and accrued vacation, based on the guidelines listed below. Classified staff may only submit requests for the accrued hours available in their bank(s) at the time the request is made. No “front loading” or “projecting” of potentially accrued vacation will be permitted.

Classified school-term staff may submit a request to cash out a minimum of one (1) day’s worth of regularly scheduled work hours up to a maximum of their total available accrued vacation days.

Classified year-round staff may submit a request to cash out a minimum of five (5) days worth of regularly scheduled work hours but must maintain at least eighty (80) hours in their accrual bank.

For the Spring 2026 semester, classified staff must notify the District of their cash out request no later than June 12, 2026 via a Google Form. The expected pay out for that submission will be no later than July 10, 2026.

For the Fall 2026 semester, classified staff must notify the District of their cash out request no later than December 1, 2026 via a Google Form. Pay outs will take place no later than December 23, 2026.

For the Spring 2027 semester, classified staff must notify the District of their cash out request no later than June 1, 2027 via a Google Form. The expected pay out for that submission will be no later than July 7, 2027.

For the Fall 2027 semester, classified staff must notify the District of their cash out request no later than December 1, 2027 via a Google Form. Pay outs will take place no later than December 22, 2027.

For the Spring 2028 semester, classified staff must notify the District of their cash out request no later than June 1, 2028 via a Google Form. The expected pay out for that submission will be no later than July 5, 2028.

The District will be responsible for managing all unit member cash out requests, including processing and ensuring correct payments are made. Each employee is responsible for ensuring they submit their cash out request by deadlines listed in this Side Letter and are responsible for ensuring they are submitting requests for hours available in their accrual bank(s). Any cash out requests made by the employee that exceed their available balance(s) will be rejected and only approved for up to the available balance. In the event of an employee being cashed out for hours beyond what was available in the employee’s accrual bank(s), the employee will be responsible for the request and understands that a negative balance reverts to a pay dock for using hours that were not available. Unit members should be mindful of the time it takes to process a deduction to their accrual bank(s) if they previously used vacation days and then submitted a request to cash out vacation days as this is an example of when a negative balance could occur, which will result in a pay dock.

Vacation submissions during the regular school year are not impacted by this Side Letter and are to follow the current language in the Collective Bargaining Agreement. Additionally, all other leave requests, including sick leave, will be in adherence to the current language in the collective bargaining agreement.

This Side Letter shall be non-precedent setting and will sunset on June 30, 2028, unless the Parties mutually agree to extend this Side Letter agreement.

This Agreement between the Service Employees International Union, Local 1021 and the San Francisco Unified School District shall not interfere or change the terms of the side letter agreement made between the Service Employees International Union, Local 1021 and the San Francisco Unified School District on March 6, 2008 entitled “Disbursement of SF Quality Teacher and Education Act Revenues”. Furthermore, this side letter shall not be subject to reopener negotiations.

34.1 The District shall make available to bargaining unit members participation in the District’s commuter program.

34.2 The District shall seek out transportation options that free unit members from reliance on fossil fuel vehicles, including vehicle and bicycle sharing options, and notify members of those opportunities in SFUSD Employee Announcements.

With supporting documentation, bargaining unit members will be provided with up to two (2) hours per semester per child of released time without loss of pay to attend parent conferences for their children, or students for whom they act as legal guardians or have significant parenting responsibilities. Said released time shall include travel time.

27.1.1 Release Time for IEP meetings

With supporting documentation that the conference cannot be scheduled outside their work hours, bargaining unit members who have children enrolled in non-SFUSD schools will have sufficient release time without loss of pay to attend IEP conferences called by their child’s school.

Bargaining unit members who have children enrolled in SFUSD schools will have the right to flexibly schedule IEP conferences outside of their work hours.

23.1 Annual Funds for Employees Uniforms

The District shall allocate funds annually for the purpose of providing uniforms and safety shoes to warehouse workers, asbestos workers, window washers, custodial workers, unit members working with duplication/reproduction equipment, EED houseparents and assistant houseparents. Said uniforms and shoes may not be worn or used for any purpose other than performing assigned District duties.

23.1.1 Asbestos Workers, Warehouse Workers, and Window Washers

The District shall allocate up to $15,000 per year for the purpose of providing uniforms and safety shoes for warehouse workers, asbestos workers, and window washers.

23.1.2 Document Publishing and Distribution Center

The District shall allocate up to $600 per year to provide uniforms and safety shoes for the two (2) unit members working with duplications/reproduction equipment. Said provisions for the Document Publishing and Distribution Center shall be consistent with the current District practices for warehouse workers.

23.1.3 Student Nutrition

The District shall allocate up to $30,000 per year to provide shirts, smocks, aprons and non-skid shoe covers for student nutrition workers. Funds remaining in the allocation after these items have been purchased shall be spent on safety equipment; this may include shoes, tension mats, etc.

23.1.4 Houseparents

The District shall allocate up to $10,000 per year to provide shirts, smocks, aprons and non-skid shoe covers for houseparents and assistant houseparents. Funds remaining in the allocation after these items have been purchased shall be spent on safety equipment; this may include shoes, tension mats, etc.

23.1.5 Custodial Workers

The District shall allocate $200 per person per year to provide custodians with uniforms and shoes.

23.2 All workers supplied with uniforms shall be notified of the cost of replacement for an item. Workers shall not be held responsible to pay for lost or damaged uniforms should the District choose to use a uniform service company instead of purchasing the uniforms outright.

23.3 Uniform Review Committee

The Union and the District shall appoint representatives to serve on the committee that will make final recommendations regarding uniforms based on their assessment of the needs of district workers. This committee shall meet within sixty (60) days of ratification of this contract and one month prior to submitting requests for proposals thereafter.

18.1 Assignment

Any changes in hour or site assignment for Student Nutrition Service employees will be based on program needs and seniority. All things being equal, seniority will be the governing factor.

18.2 Bidding Process  will follow the procedure outlined in Article 14.14

18.3 Temporary Assignment

Subject to the needs of SNS management as determined by the Director of SNS, any temporary change in assignment shall be based on seniority, with the temporary change of assignment offered to PCS employees in seniority order. Said assignment will be made in writing to the employee and the Union, and shall include the starting and ending date.

18.4 Emergency Coverage

SNS will designate between 5-10 regularly assigned employees who will receive training to provide emergency site coverage, including expansion programs such as Breakfast in the Classroom, mobile carts, vending machine, bulk serving, etc. These employees will receive the same hours as their regular assignment, unless the emergency shift being covered is a longer shift. A 2615 Student Nutrition Employee covering for a Lead 2616 Student Nutrition Employee will receive out of class pay. A 2616 covering for a 2616 will receive one and one half times the regular pay.

18.5 Access to Phones

Employees in all work locations shall be provided reasonable access to a telephone or comparable means of communication for the conduct of District business, including the exchange of text or picture messages and for use in the event of emergencies. 

18.6 Care and Cleaning of Cafeteria

SNS workers are responsible for the care and cleaning of the cafeteria and service of all meals to students. Care and cleaning includes wiping down dining furniture and chairs, cleaning of student food sharing tables, disposing of leftover milk, maintaining posters and signage on the walls, cleaning of coolers and other preparation equipment and areas, and maintaining any trash enclosures.

These duties shall include breakfast, lunch and supper programs.

These duties do not include taking out trash bins, cleaning the floors, walls, or windows, except in the kitchen or preparation area. SNS workers will not be expected to sort compostable or recyclable items that have been placed in the trash.

Workers shall be provided with a written description of the work per site to be completed during their shift and when break periods are to occur.

18.7 Work During a Split Shift or At Multiple Sites

1. SNS workers with a split shift shall be entitled to a duty-free unpaid non-working period. If an SNS worker is asked by their supervisor to work during a duty-free, unpaid, non-working period, they will be paid for all hours actually worked in minimum increments of fifteen (15) minutes. 
2. When an SNS worker is asked by their supervisor to cover shifts at multiple work sites in a day, SNS will calculate the travel time between sites and the employee will be paid for the travel time at their regular pay rate.
3. SNS employees whose position requires them to travel between sites during a work shift shall have their time spent in transit considered part of their work hours.
4. Employee travel expenses, either using personal vehicles or public transportation, when traveling to multiple work locations as part of their assigned dues will be reimbursed.

18.8 Out of Class Pay for Employees Assigned to a Higher Classification 

If a kitchen worker is assigned to fill a higher classification opening the employee’s salary will be adjusted to include out of class pay for the duration of their assignment. The District shall provide employees assigned “In Charge” at a satellite location a salary adjustment to the equivalent salary step in the salary schedule which is two steps above the salary schedule. If an SNS employee is assigned to a higher classification, that employee shall be paid 5% out of class pay from the first day they are in the assignment.

18.9 In-Year Vacations for School-Term SNS Employees

1. The District may provide In-Year vacations for up to thirty-five (35) school-term employees per year as long as the operational needs of the district are not negatively impacted. Such vacations may not be taken during the two (2) weeks prior to the commencement, and the first eight (8) weeks of the student instructional year.
2. SNS employees shall submit a written request on a district form for an in-year vacation to their supervisor at least two (2) weeks prior to the vacation dates requested.
3. In-year vacation requests may be approved so long as the operational needs of the District are not adversely affected.
4. Approvals will be based on District seniority subject to section 18.9.5 below. Ties in seniority will be broken by the last three digits of the social security number.
5. After an eligible SNS employee has received an in-year vacation, he/she shall drop to the bottom of the seniority list if future requests for that school year are submitted.
6. No more than one (1) eligible SNS employee at any job site may be on an in-year vacation at any given time.
7. Nothing contained herein shall be construed to eliminate SNS employee vacations during recesses.
8. School-term SNS employees who work a summer assignment that does not allow for a break of at least ten (10) workdays between the end of the summer assignment and the commencement of the student instructional year may apply for a vacation during the blackout period.
9. Training and Professional Development

18.10 External Training

Required tools and materials for culinary arts coursework will be reimbursed out of the tuition reimbursement fund pursuant to Article 10.6 of this Agreement.

18.11 Internal Training

SNS will make an ongoing and concerted effort to train employees in the variety of duties performed by workers in their class. These efforts may include training sessions and work experience at a variety of sites and with a variety of programs.

18.11.3 Internship and Apprenticeship Programs

SNS employees may participate in an approved internship, pre-apprenticeship, apprenticeship, or other formal training program that includes paid work time performing work duties.

If a full-time employee participates in a program that provides paid work time, the District will provide opportunities for the employee to perform that work during their regular work days. 

18.12 Summer Assignments

Employees assigned to work during the summer shall receive, when working in their same classification, the same hourly rate, benefits, and holidays as they are paid during school year service. 

18.13 Minimum Work Shift

No regularly scheduled position will be created or offered which is less than four (4) hours per day. If an employee requires a special accommodation for fewer hours, it will be handled through the ADA or Voluntary Reduced Workweek procedures as appropriate.

13.1 All leaves of absence are governed by the following general provisions:

1. Leave requests must be approved by the department head or direct supervisor.
2. A request for leave of more than five (5) working days must be made on the prescribed form.
3. A temporary appointee is limited to a personal leave not to exceed one (1) month.
4. In the case of parental leave, a permanent employee may extend the leave up to an additional six (6) months, beyond leaves provided by law.
5. Witness and jury duty leave provisions shall be governed by Civil Service Commission rules.

13.2 Sick Leave With Pay

13.2.1 Unit members earn sick leave at a rate of 0.05 hours of leave per hour worked. Unused sick leave may be accumulated from year to year up to a maximum accumulation of one thousand forty (1040) hours.

13.2.2 No sick leave with pay is allowed during the first ninety (90) days of employment unless sick leave credits have been earned previously.

13.2.3 Unit members must notify their supervisor, as soon as possible, when they are unable to report for duty because of illness, and of their appropriate date of return to work. Sick leave protects loss of income while incapacitated.

Sick leave may be used for following reasons:

1. Inability to work because of illness or injury, not job-incurred.
2. Medical and dental appointments.
3. Absence due to quarantine declared by the Department of Public Health or other authority.
4. Death of an immediate family member or other relatives as defined in section 13.5.
5. Absence due to pregnancy or convalescence period following childbirth.
6. Illness or medical appointment of child or dependent adult. Absence because of the illness, injury, or medical or dental appointment of a biological or adopted child or child for whom the employee has parenting or child rearing responsibilities or because of the illness, injury, medical or dental appointment of a dependent adult.

13.2.4 An employee who is absent for more than five (5) consecutive working days, must submit a statement signed by a doctor, chiropractor, dentist, podiatrist, licensed clinical psychologist or Christian Science practitioner with information sufficient to certify the illness.

13.2.5 In cases of a pattern of alleged leave abuse, a departmental head may require an employee to furnish certification by one of the professionals specified in 13.2.4 for any amount of absence due to illness or require consultation with a District-approved doctor at District expense.

13.3 Illness During Vacation

Employees who are hospitalized, become ill or suffer an accident during a paid vacation which necessitated their being absent from normal duties, as certified by an attending physician’s written report, upon return to duty, may request that such time be charged against accrued sick leave instead of vacation.

1. Such requests, along with appropriate documentation, shall be submitted in writing to the appropriate supervisor, and shall not be denied without cause.

13.4 Catastrophic Sick Leave Transfer Program

Purpose – The Catastrophic Sick Leave Transfer Program is a resource to provide relief to those classified employees represented by SEIU 1021 who have suffered catastrophic illness or injury. 

The SEIU Catastrophic Leave Bank provides donated leave hours to eligible members who have run out of accrued leave due to a serious medical condition or qualifying catastrophic health event, helping them maintain income and benefits during a time of need.

Catastrophic illness or injury means an illness or injury that is expected to incapacitate the employee for an extended period of time, or that incapacitates a member of the employee’s family and requires the employee to take time off from work for an extended period of time to take care of that family member. In order to qualify for the catastrophic sick leave transfer program:

1. All entitled sick leave and extended sick leave and/or any other paid time need to be exhausted prior to application for donated sick leave from the program.
2. The illness or injury must be certified by the attending physician who verifies that the illness or injury shall last for at least thirty (30) days and totally incapacitates the employee (or their family member) from all work.
3. Eligibility for Participation – All classified members of the bargaining unit represented by SEIU 1021 shall be eligible to participate in the Catastrophic Sick Leave Transfer Program. Recipients are prohibited from working while on Catastrophic Leave.

Process

1. Recipient:
   1. The recipient must have exhausted all paid leave to receive hours from the bank.
   2. The recipient must apply for and be approved for leave from SFUSD service. Human Resources may refer eligible members to the Union for donations.

After the official Leave of Absence process has been completed with SFUSD, the recipient must apply to the Union for participation in the Catastrophic Sick Leave Transfer Program.

3. A recipient may receive no more than the average or hourly scheduled number of hours worked daily times 100 from this bank per injury or illness.

2. Donor and the Union: 
3. SEIU: SEIU shall verify applications for the Catastrophic Sick Leave Bank with Human Resources. Human Resources will only provide verification of the recipient’s leave status and will keep all member medical information private.
4. SEIU shall be responsible for collecting and managing donated time. Employees shall authorize the donation by completing the designated  Catastrophic Sick Leave form provided by SEIU 1021. Upon request, the District shall also provide the Catastrophic Sick Leave Donation form to the employee. The form shall include donor name, employee ID, hours donated, type of leave being donated, specific recipient (if applicable) and acknowledgment that the donation, once accepted, is voluntary and irrevocable. The Catastrophic Sick Leave Donation form will be submitted to SEIU 1021. The submission of the form shall serve as the employee’s signed and dated authorization. SEIU shall compile the list of donated time in order of donations received and a breakdown of member hours donated. SEIU shall then submit the list to Payroll. Any discrepancies in the allocation of donated time are the sole responsibility of the Union to correct.
5. The District:
   1. The District will convert the donated hours to dollar amounts, based on the pay rate(s) of the donor(s). Thereafter, the District will deduct the designated leave hours from donors, according to the donor form and credit it to the member on leave, according to the pay rate of the member on leave or credit the dollar amount to the Catastrophic Sick Leave Bank. On a monthly basis the District shall provide the Union with a summary of the money used and for which employees.

13.5 Bereavement Leave

The purpose of Bereavement Leave utilization shall be for absence due to the death of a member of the bargaining unit member’s family.

Family shall mean: spouse or domestic partner, parents, parents of the domestic partner or parents-in-law, grandparents, step-parents, children of the unit member, adopted children of the unit member, step-children of the unit member, siblings of the unit member, sons-in-law and daughters-in-law of the unit member, grandchildren of the unit member, a child for who the employee has parenting responsibilities, aunt, uncle, or any relative of the bargaining unit member who lived in the immediate household of the bargaining unit member.

2. Such leave shall not exceed five (5) working days and shall be completed within three (3) months of the death. A Unit Member shall be granted up to three (3) additional days bereavement leave if travel beyond a 500 mile radius is required in the event of the death of a member of their immediate family.
3. For absence because of the death of any other person to whom the employee may be reasonably deemed to owe respect; leave shall be for not more than one (1) working day; however two (2) additional working days; shall be granted if extended travel is required as a result of the person’s death.
4. In alignment with California law, unit members are eligible for this leave if they have been employed for at least thirty (30) days prior to the commencement of the leave. The unit member, if requested within thirty (30) days of the first day of the leave, shall provide documentation of the death of the family member.

13.6 Family Care and Medical Leave

The San Francisco Unified School District (the District) and SEIU, Local 1021 (the Union) acknowledge the obligation of the District to comply with the Family Medical Leave Act (FMLA), the California Family Rights Act (CFRA), and the National Defense Authorization Act, as well as the rules and regulations implementing such laws. Information about applying for FMLA and CFRA leaves can be found on the SFUSD Intranet webpage.

1. For purposes of this section and consistent with current law, the term “parent” means biological, foster, in-law, or adoptive parent, a step-parent, or a legal guardian.
2. For the purposes of this section and consistent with current law, the term “child,” means a biological, adopted, and foster child, a step-child, a legal ward, or a child of an employee standing in loco parentis who is either under eighteen (18) years of age or an adult dependent child.

12.1 Holidays

Holidays observed by the San Francisco Unified School District are established by the Board of Education:

• Independence Day
• Labor Day
• Indigenous People’s Day (or substitution thereof)
• Veterans Day
• Thanksgiving Day
• Autumn (Thanksgiving) Recess
• Christmas Holiday
• New Year’s Day
• Dr. Martin Luther King Jr, Observance
• Presidents’ Day
• Memorial Day
• Juneteenth

12.1.1 Bargaining unit members, who are in paid status the day before or the day after all holidays listed above shall be paid in observance of those holidays. For the purpose of this provision, the “day before” or the “day after” means the last work day or the first work day of a member’s assigned work calendar.

12.2 Paid Floating Holiday

1. Bargaining unit members shall have five (5) floating holidays per fiscal year. Bargaining unit members have the right to flexibly schedule four (4) floating holidays with their supervisor’s approval. While each request shall be considered on an individual basis, school-term unit members shall not normally be approved to take a floating holiday on student attendance days.
2. Floating holiday requests must be submitted at least five (5) business days in advance of the date requested. Supervisors will approve or deny the request within two (2) business days of submission. Requests for floating holidays when students are not in attendance will not be unreasonably denied
3. All floating holidays must be designated by the unit member prior to the end of the unit member’s work year if they are to be used during summer recess and must be taken prior to June 30.
4. Employees may carry over to a succeeding fiscal year any unused floating holidays, provided that the number of floating holidays an employee can carry forward shall not exceed the total number of floating holidays received in the prior fiscal year and the employee’s total floating holiday balance at any time shall not exceed  ten (10) floating holidays. No compensation of any kind shall be earned or granted for floating holidays not taken.
5. Floating holidays are used in one day increments.
6. In years when February has a “leap day,” year round unit members will be entitled to one (1) additional floating holiday to be used during that fiscal year.

12.3 Vacation

1. The District provides vacation time for all regular classified employees. Vacation is accrued and awarded each pay period in accordance with the following table, dependent upon whether one is a Year Round or a School Term Employee.

A permanent civil service or permanent exempt employee may accrue and use vacation allowance in the first year of service, computed at the rate of .0385 of an hour for each hour of paid service.

12.3.2 At the end of five years of continuous service, an employee shall be awarded a one-time vacation allowance computed at the rate of .01924 of an hour for each hour of paid service in the preceding year except that the amount of the vacation allowance shall not exceed 40 hours.

12.3.3 At the end of fifteen years of continuous service, an employee shall be awarded a one-time vacation allowance computed at the rate of .01924 of an hour for each hour of paid service in the preceding year

12.3.4 The additional award of vacation after five (5) and fifteen (15) years will not be made and cannot be taken until the employee has reached his/her anniversary date in the fifth (5th) and fifteenth (15th) year of service. The maximum vacation awarded in any twelve (12) month period and the maximum accruals permitted are as follows:

12.3.5 School term employees not assigned to summer service must designate use of vacation during summer recess before the end of their last workday of the fiscal year.

12.4 Paid Time Off For Intermittently Scheduled Staff

For intermittent employees who work a minimum of 1,040 hours based on a 12 month lookback, the District will calculate a workday for bargaining unit members who are not regularly scheduled, excluding holidays or days when the school site and/or the District offices are closed. This workday calculation will be used to pay eligible unit members for legal and floating holidays.

To ensure the District has a public workforce that is educated, trained and prepared to provide quality services to its community, the District and Union support educational and training opportunities for classified staff.

10.1 Training Provisions

Training shall be conducted both during and after working hours. Job-related workshops shall not be limited to those offered by the District.

1. All in-service workshops shall be publicized at all sites employing classified staff.
2. The District will equitably compensate unit members who act as instructors consistent with pay for members of other bargaining units, including possible payment or paid time for preparation, if necessary.
3. Upon satisfactory completion of the in-service, employees shall be issued a Certificate of Completion.
4. Job-related technology training will be conducted during paid time in an appropriate setting conducive to concentration and learning.
5. Training may be conducted by qualified and experienced unit members as available.

10.2 Training for Library Technical Assistants

The District and appropriate instructional and Library staff shall meet, design and implement a series of in-service courses in skills appropriate to the Library Technical Assistant classification, and leading to a Certificate of Completion.

10.3 Job-Related Workshops

10.3.1 Upon prior written approval of the Department head or Unit head (or designee), an employee may participate in job-related workshops offered by the District or outside agencies during their regular work day. The employee’s request to attend such workshops must include information regarding tuition, if any. Tuition for these pre-approved workshops will be paid for by the District.

10.3.2 When directed by a supervisor, an employee shall attend a workshop or training during their regular workday or may attend a workshop or training after business hours on paid time. Pay or compensatory time shall be taken in compliance with the Fair Labor Standards Act and other applicable regulations. Tuition for these workshops will be paid for by the District.

10.3.3 Upon prior written approval of a supervisor, an employee may attend a job-related conference during paid time.

10.4 Professional Development/In-service Training

The District may provide a total of up to twenty-four (24) paid hours of professional development or in-service training for each bargaining unit member over the course of each school year, which shall include both in-person and on-line professional development, on a unit basis.

The scheduling of the hours in each unit will occur in consultation with the unit Supervisor in order to avoid disruption of District operations. Attendance at scheduled sessions shall be mandatory for all bargaining unit members. Chapter Officers, as identified by the Union, shall have the right to attend and address unit members during all in-person sessions for up to 30 minutes immediately following the lunch break.

The content of these sessions for all employees shall be developed in consultation with the Union. These sessions may include but not be limited to the following:

• State & Federal Menu Planning Requirements
• Civil Service Rules
• Contract Process (with Vendors, Contractors, etc.)
• Disposal of Hazardous Substances
• Mandated Sexual Harassment Training
• Menu Development
• New Protocols to Ensure Health and Safety
• Payroll and Payment Systems
• Procurement and Purchasing Processes
• Proper Use of Cleaning Products
• Reviewing Board of Education Policies (and where to find them)
• Sanitizing Food Preparation/Food Serving Areas
• Student Attendance – Recording and Procedures
• Team Building

10.5 Emergency Preparedness Training

All bargaining unit members shall undergo training in emergency preparedness (including the District’s Disaster Policy and Procedures – i.e., earthquakes, fires, blackouts, pandemics, etc.) – in order that they will be able to respond as Disaster Service Workers (DSW) when the need arises.

10.5.1 The District representative responsible for safety training will meet with the Union and appropriate district staff to discuss an emergency preparedness training plan which addresses all unit members.

10.6 Professional Growth/Tuition Reimbursement Plan

The District shall establish a pool of $20,000 a year for the purpose of reimbursing qualified tuition costs to bargaining unit members. Classes to be reimbursed shall be approved in advance by the District’s Department of Human Resources. Each member shall be eligible for no more than $2,000 per year of reimbursement as described herein upon verification of completion of classes (e.g. transcripts or sufficient written/electronic proof).

10.6.1 Eligible Employees

Any employee who works at least 15 hours per week with a minimum of one (1) year continuous service in any classification represented by the Union immediately prior to receipt of application is eligible for tuition reimbursement.

10.6.2 Eligible Expenses

Until such funds are exhausted, and subject to approval by the Department or Unit head (or appropriate designee), an eligible employee may utilize up to a maximum of $2,000 per fiscal year for tuition, registration fees, books, professional conferences, professional association memberships, professional journal subscriptions, professional certifications, and licenses relevant to the employee’s current classification upon verification of completion of classes (e.g. transcripts or sufficient written/ electronic proof). All expenses must be relevant to the employee’s current classification or a classification to which the employee might reasonably expect to be promoted. No reimbursement shall be made for expenses that are eligible for reimbursement under a Federal or State Veterans benefit program.

10.6.3 Each fiscal year, the District shall provide the Union with a year-end summary of those employees who received reimbursement for a qualified class with cost breakdown per class/per employee.

10.7 Certification Renewal

Employees shall be granted time off, without loss of pay, to complete required, mandatory certification renewals necessary for continued District employment in their classification. Training conducted by the district for mandatory certifications will be provided during the employees’ paid time.

At this time, the following bargaining classifications are impacted by this provision: 7218, 1930, 2615, 2616, 2630, 2634, 2656, 2672, 2674, and 3616. When additional classifications are added to the bargaining unit, they will be included in this if applicable.

10.8 City University

The District will participate in the City University program and work with the Union to identify courses that shall provide additional opportunities for career development and services improvement within the District.

All rates of pay shall be increased during the term of this agreement as follows:

1. July 1, 2025 4.5% increase
2. July 1, 2026 4% Increase
3. July 1, 2027 2% Increase

5.0.2.6 Effective July 1, 2026, steps will be added to the classifications 2650 Cook Assistant, 2654 Cook, and 2656 Chef as follows:

Step 6, Step 7, and Step 8 will be added effective July 1, 2026

The rate of pay for steps six (6) through eight (8) will reflect a 3% increase above the preceding step.

Current employees with more than five years of service will be placed at the step commensurate with their length of service effective the date when that step is available.

5.0.5 Wage schedule of newly hired employees

Each Classified Civil Service employee has a salary determined by the job class, appointment type, and previous experience they bring to the role. HR will start at Step 1 for the appropriate classification and compare the candidate’s qualifications to the rubric below to settle on a salary recommendation.

• Experience in an equivalent role: 1 step per year
• Experience at SFUSD: 1 step upon hire
• Hard-to-staff: 1 step upon hire
• Specialized skillset: 1 step upon hire
• Hard to staff positions will be designated by the Superintendent based on criteria determined by the Board of Education, and the list of such positions will be made available to the Union when and as it is updated.
• Specialized skillsets will include any skills that qualify for “exceptions to the order of layoff” as defined in Civil Service Rules.

5.0.6 Wage schedule of promoted or reclassified employee

5.0.6.1 A promoted employee will be placed on a step that pays at least 5% above the classification from which they were promoted, or to the highest step in the new classification if the differential is less than 5%.

5.0.6.2 An employee who is reclassified to a higher classification as the result of a job analysis will be placed on the step closest to their current classification that does not result in a reduction in pay.

5.0.6.3 An employee who is reclassified to a lower classification as the result of a job analysis will be placed on the step closest to their current classification that does not result in equivalent or higher pay.

5.1 Longevity Premium

Eligible unit members shall receive a thirty (30) cents per hour premium for longevity pay. Eligibility for said longevity pay shall be those unit members with:

5.1.1 Ten (10) or more but less than fifteen (15) consecutive years of experience in the District, or any combination of ten or more but less than fifteen (15) years of service in the District and any other classification included in the Civil Service System of San Francisco.

5.1.2 Effective July 1, 2017, eligible unit members will receive a sixty (60) cents per hour premium for longevity pay. Eligibility for this rate of longevity pay shall be made to those unit members with:

5.1.2.1 Fifteen (15) or more consecutive years of service in the District, or any combination of fifteen (15) years of service in the District and any other classification included in the Civil Service System of San Francisco. This provision shall be implemented prospectively effective July 1, 2018.

5.1.3 Effective July 1, 2018 employees with an assignment of less than four (4) hours per day shall qualify for sections 5.1.1 and 5.1.2.

5.2 Retirement Contribution

5.2.1 Effective 7/1/2011, represented employees agree to pay their own employee retirement contribution in an amount equal to seven and one-half percent (7.5%) of covered gross salary in accordance with the City Charter. For employees who became members of SFERS prior to November 2, 1976 (Charter Section A8.509 Miscellaneous Plan), the unit member shall also pick up the remaining one-half percent (0.5%) of the total eight percent (8%) employee retirement contribution to SFERS.

5.2.2 In exchange for the unit member pick up of the 7.5% employee retirement contribution, the District agrees to a 6.12% adjustment to the salary schedule for those unit members who are also members of the retirement system. For unit members who became members of SFERS prior to November 2, 1976 and have an employee contribution of 8% the District agrees to an adjustment to the salary schedule of 6.62%, except that those members who have elected a reduced contribution shall only receive an adjustment in an amount equal to their percent contribution.

5.2.3 These member contributions shall be made on a pre-tax basis consistent with the Internal Revenue Code and implementing regulations.

5.2.4 Unit members who become eligible for membership in the retirement system during the term of this agreement shall be moved to the salary schedule that has been adjusted to reflect the unit member pick-up of 7.5% employee retirement contribution, retroactively to the date of entry into the retirement system.

5.2.5 To the extent authorized by State law, rule changes by the City’s Retirement Board regarding the crediting of accrued sick leave for retirement purposes shall be incorporated herein by reference.

5.2.6 Early Retirement

If eligible, the District shall participate in any applicable retirement program if the program is implemented in the City and County of San Francisco pursuant to Charter Section A8.401-7.3.

5.3 Health Benefits

Effective January 1, 2014, the District shall increase its dependent health care contribution to an amount equal to the Health Services Systems (HSS)-  established 75% formula/calculation of the lowest health plan coverage available through HSS at the family rate level.

5.3.1 Health Insurance Coverage

Every January 1, all permanent and regularly scheduled provisional/temporary employees working twenty (20) or more but less than thirty (30) hours per week, or as-needed employees who have worked intermittently on average twenty (20) or more but less than thirty (30) hours per week within a twelve (12) month period, measured from July 1^st through June 30, are eligible for medical benefits (health, vision, dental) through the Health Service System.

Additionally, every January 1, regularly scheduled provisional/temporary employees working at least thirty (30) hours a week within a twelve (12) month period, measured from July 1 through June 30, are eligible for employee, and if applicable dependent, medical benefits (health, vision, dental). Eligibility will be determined on a year-to-year basis for qualifying employees.

5.3.1.1 Each eligible employee will select a health plan from those currently offered to employees through Health Services Systems of San Francisco (HSS), unless the employee wishes to be exempt from coverage.

5.3.1.2 Permanent exempt unit members working less than four (4) hours per day/twenty (20) hours per week, shall be entitled to one of the following medical insurance options, as determined by the District.

• A District premium contribution equal to 75% of the employee-only Kaiser premium for those who enroll in an HSS medical insurance plan, or
• Coverage under an option offered by the City as a result of an Ordinance it may enact requiring agencies receiving City funds to either provide employees with some type of medical insurance coverage or participate in one of the coverage options contained in said Ordinance.

5.3.1.3 The District shall provide 100% employee only Kaiser Premium coverage for permanent exempt workers in the Student Nutrition Program.

5.3.1.4 The District agrees to continue to pay the increased costs of the employer portion of the medical benefits, as defined by the Health Service System every year through a process known as the 10 county average.

5.3.1.5 District Fringe Benefits Contribution

The District shall contribute the Health Service System-negotiated share per pay period for single party coverage for those employees enrolled in the most expensive plan.

5.3.1.6 Retiree Health Benefits:

Bargaining Unit members shall be eligible for retiree health, dental and welfare benefits according to the terms of the pension plan.

5.4 Dental

Delta Dental Care Program #652 is available for school district employees who have a Civil Service classification and qualify for health insurance coverage.

The District shall provide dental coverage in the amount of $2,000 for those who select the Delta Dental preferred dentist option. Those who do not select the Delta Dental preferred dentist option shall continue to receive $1,500 in coverage.

5.4.1 Delta Orthodontia Coverage

The District shall provide orthodontia up to $750 lifetime for each bargaining unit member and each of their covered dependents as soon as administratively available.

5.4.2 Details of the benefits and contribution for rates of each plan are available from the Health Service System office or at SFUSD Benefits office.

5.4.3 Retiree Dental

Upon retirement the District will extend to retired employees the option to purchase dental coverage at the group COBRA rate for up to eighteen (18) months. This coverage will be a continuation of active employee coverage and is the same coverage provided to current employees.

5.4.4 The District will provide employees an option to buy a dental plan that provides greater coverage as soon as administratively possible, to be available at the start  of the next applicable benefit (calendar) year.

5.5 Additional Insurance Coverage

5.5.1 Long Term Disability Coverage

The District shall provide all permanent employees with a fully paid Income Protection Plan, which shall be integrated with sick leave or other leave provisions, at the option of the employee.

5.5.2 Group Life and Accidental Death and Dismemberment

The District shall provide permanent unit members a fully paid Group Life and Accidental Dismemberment Policy providing a $25,000 level term insurance coverage until retirement or separation from employment, plus a $25,000 accidental death benefit.

5.5.2.1 Family Care on Death of Employee

In conjunction with the City and County’s Health Service Systems eligibility rules, the District will contact and provide next-of-kin with benefit continuation information.

5.5.2.1.1 Survivors of deceased employees hired prior to January 8, 2009 shall receive survivor benefits equal to lifetime retiree health benefits pending final approval from the Health Service System.

5.5.2.1.2 Survivors of deceased employees hired after January 9, 2009 are not eligible for survivor benefits per the Health Service System’s eligibility rules. However, they are eligible for COBRA benefits for up to eighteen (18) months after the loss of active employee coverage, and will be contacted by the District’s Benefits team with regards to this process.

5.5.3 Continuous Service and Recesses (Temporary Employees)

5.5.3.1 The winter, spring, and autumn (Thanksgiving) recesses will not represent a break in continuous services for temporary employees for purposes of qualifying for benefits under this article.

5.5.4 Workers’ Compensation

5.5.4.1 Workers’ Compensation benefits shall be integrated with sick leave or other leave provisions at the option of the employee. Said benefits shall not exceed 100% of the employee’s normal salary. There shall be no accelerated replacement of sick leave benefits that may have been used for this purpose.

5.5.4.2 Whenever possible the District will offer light or modified duty assignments.

5.5.4.3 Medical appointments related to a worker’s compensation claim scheduled during work time shall be at no loss of pay.

5.5.4.4 District Paid Fringe Benefits While on Unpaid Leave

The District will pay any and all employer contributions for employee health and dental benefits for those employees who are on a paid or protected leave.

In addition, the District will continue payment of all employer contributions for employee health and dental benefits for an employee on a holdover list during the time period that the employee verifies that they do not have alternative health care coverage. The verification process shall be established by the Department of Human Resources and the Union.

When protected and paid leaves expire, and 12 additional weeks have passed, the District will cease paying these employer contributions.

Protected Leaves are defined as approved sick leave, workers’ compensation leave, family care leave, or mandatory administrative leave.

Following expiration of the employee’s family care leave, the employee may request personal leave due to hardship (pursuant to the procedures of the Department of Human Resources). 

5.5.5 State Disability

5.5.5.1 Employees on State Disability may choose to have their sick leave benefits integrated with their disability payment by informing the Leaves and Separations Unit in the Human Resources Department. The  District shall include this information on the HR Leaves and Separations page. 

5.6 Employee Assistance Program (EAP)

5.6.1 Drug and/or Alcohol Dependence – Through the Employee Assistance Program (EAP) employees may receive information, brief treatment, and referral for chemical dependency and other personal problems that may affect individuals’ work or private lives.

5.6.2 Employees with chemical dependency problems shall be permitted to use sick leave (with or without pay), vacation, and/or compensatory time to access the EAP and other treatment services. If the treating service requirements conflict with an employee’s ability to perform their duties as assigned, and therefore they must be off work for an extended period of time, the employee and treatment service must, upon the employee’s return to work, provide the District with verification that the employee successfully completed the program as directed.

5.7 Pay Premium and Additional Compensation

In addition to the provision of 5.0, the following pay premiums and additional compensation rates provisions shall be in effect during the term of this Agreement.

5.7.1 Bilingual Pay Premium

Each fiscal year, the Superintendent, or designee, shall designate District positions that are eligible for the bilingual pay premium. Positions which require translating or interpreting to or from a foreign language including sign language for the hearing impaired and Braille for the visually impaired shall be designated eligible for the bilingual pay premium. 

Employees meeting the premium criteria skills shall receive a $75 premium per pay period. 

Once an employee is identified as qualified for Bilingual Pay, the designation will carry forward to the next school year. If a job is posted as non-bilingual, and the administrator assigns an employee bilingual duties on an ongoing basis as part of the job, the employee shall be paid at a bilingual premium.

5.7.1.1 In order to qualify for designation to receive the bilingual premium, a position must be required to provide non-English services, including Braille and sign language, for at least twenty-five percent (25%) of a regular job assignment. Additionally, the employee must have completed appropriate language testing. At the present time, the District does not provide Braille and American Sign Language [ASL] testing. In order to qualify for at least twenty-five percent (25%) as part of a regular job assignment, the employee will need to show proof of certification from the Registry of Interpreters for the Deaf, Inc. (RID) or the National Federation of the Blind (NFB). 

5.7.1.2 If any employee is hired into a position which is designated bilingual, or for which non-English language requirements are listed in the job posting, that employee will be presumed qualified for this premium unless a contradicting analysis has been completed.

5.7.1.3 Health Worker Premium

Any Health Worker who participates in the auditory certification program, as well as any other additional duties which are outside the scope of the Health Workers classifications shall receive out of class pay per Article 5.7.2.

5.7.2 Out-of-Class Pay

5.7.2.1 A unit member who is directed and approved by their Program Director to perform a portion of the duties and responsibilities of a higher class for five (5) days within a twenty (20) day period shall receive five percent  (5%) above their regular pay rate, retroactive to the first day of the acting assignment.

5.7.2.2 Out of class pay and assignment of out of class duties shall normally be discontinued after a six-month period except for extraordinary circumstances related to health and safety of students or employees as approved by the Associate Superintendent of Human Resources or their Designee. All assignments in excess of six months shall require a determination by the Associate Superintendent of Human Resources or their Designee as to whether the position shall be reclassified.

5.7.2.3 Reclassification and selection to reclassified positions are subject to the civil service rules. If a position is not reclassified, the employee shall not be required to perform out-of-class duties.

5.7.2.4 The District shall not deliberately reassign duties during the twenty (20) day period merely to avoid the five percent (5%) additional payment.

5.7.2.5 The District will not rotate supervisory assignments for the purpose of avoiding out-of-class compensation.

5.7.2.6 If an employee working out of class performs overtime work, the out of class premium will be applied to those hours as well.

5.7.3 Night Duty

The night duty differential shall be eight percent (8%). To be eligible for the night duty premium, an employee must work at least one (1) hour of their shift hours between 5 p.m. to 7 a.m.; those employees voluntarily participating in an authorized flextime program shall be exempted from said night duty premium.

5.7.4 Supervisory Differential Adjustment

The appointing officer/designee is hereby authorized to adjust the compensation of a supervisory employee as set forth herein subject to the following conditions:

5.7.4.1 The supervisor, as part of the regular responsibilities as a supervisor, directs, is accountable for and is in charge of the work of their subordinate or subordinates.

5.7.4.2 The organization is a permanent one approved by the appointing officer/designee where applicable, and is a matter of record based upon review and investigation by the Civil Service Commission.

5.7.4.3 The classification of both the supervisor and the subordinate are appropriate to the organization and have a normal, logical relationship to each other in terms of their respective duties and levels of responsibility and accountability in the organization.

5.7.4.4 The compensation schedule of the supervisor is less than one full step (approximately five percent (5%)) over the compensation schedule, exclusive of extra pay, of the employee supervised. In determining the compensation schedule of a classification being paid a flat rate, the flat rate will be converted to a bi-weekly rate and the compensation schedule, the top step, of which is closest to the flat rate so converted shall be deemed to be the compensation schedule of the flat rate classification.

5.7.4.5 The adjustment of the compensation schedule of the supervisor shall be to the nearest compensation schedule representing, but not exceeding, one full step (approximately five percent (5%)) over the compensation schedule, exclusive of extra pay, of the employee supervised.

5.7.4.6 The decision of the Appointing Officer/Designee as to whether the compensation schedule of the supervisory employee shall be adjusted in accordance with this section shall be final.

5.7.4.7 Compensation adjustments are effectively retroactive to the beginning of the current fiscal year or the date in the current fiscal year upon which the employee became eligible for such adjustment under these provisions.

5.7.4.8 In no event will the Appointing Officer/Designee approve a supervisory salary adjustment in excess of 2 full steps (approximately ten percent (10%)) over the supervisor’s current basic compensation. If in the following fiscal year a salary inequity continues to exist, the Appointing Officer/Designee may again review the circumstances and may grant an additional salary adjustment not to exceed 2 full steps (approximately ten percent (10%)).

5.7.4.9 An employee shall be eligible for supervisory differential adjustments only if they actually supervise the technical content of subordinate work and possess education and/or experience appropriate to the technical assignment.

5.7.5 Standby Pay

5.7.5.1 Employees who, as part of the duties of their positions are required by the appointing officer to be on standby when normally off duty to be instantly available on call for immediate emergency service for the performance of their regular duties, shall be paid twenty-five percent (25%) of their regular straight time rate of pay for the period of the standby service, except that employees shall be paid ten percent (10%) of their regular straight time rate of pay for the period of such standby service when outfitted by their department with a cellular phone. When such employees are called to perform their regular duties in emergencies during the period of such standby service, they shall be paid while engaged in such emergency service the usual rate of pay for such service, including overtime if applicable. Notwithstanding the provisions of this section, standby pay shall not be allowed in classes whose duties are primarily administrative in nature.

5.7.5.2 The provision of this Section authorizing standby pay does not apply to classifications designated by a “Z” symbol and which would qualify for designation as executive under the duties test provisions of the Federal Fair Labor Standards Act. Provided, however, that if such compensation is expressly requested and approved in accordance with the procedures in this section as set forth below, employees in the classification categories referenced in this subsection shall be eligible for standby compensation.

5.7.6 Callback/Holdover pay

Unit members called into work on a day off or called back into their work location(s) following the completion of their work day and departure from their place of employment shall be granted a minimum of four (4) hours compensation at the applicable rate or shall be compensated for all hours actually worked at the applicable rate, whichever is greater. The section shall not apply to employees who are called back to duty when on a standby status, pursuant to section 5.7.5 of the Collective Bargaining Agreement. The employee’s workday shall not be adjusted to avoid the payment of this minimum. Full time employees who are held over to work after having worked their regularly scheduled shift shall be compensated at overtime per section 5.7.9 of the Collective Bargaining Agreement.

5.7.7 Lead Person Pay

5.7.7.1 Employees designated by their supervisor as lead workers shall be entitled to a twenty dollar ($20.00) per day premium only in situations involving:

5.7.7.1.1 Regularly assigned to plan, design, sketch, layout detail, and estimate or order materials when said work is outside the regular job description and duties of the class.

5.7.7.1.2 When assigned to team maintenance and only when the supervisor recommends that said assignment meets the description in section 5.7.7.1.1 above.

5.7.8 Log Cabin School Differential

A unit member assigned to work at Log Cabin School in La Honda shall be entitled to a seven and one-half percent (7.5%) salary differential.

5.7.9 Overtime

Overtime shall be defined as service authorized by the Superintendent or their designee in excess of eight (8) hours in any day, or in excess of forty (40) hours in any week. Overtime service shall be paid for in cash unless the employee and the supervising manager mutually agree to compensatory time in advance of the work performed. If paid in cash, it shall be at one and one half times the base hourly pay rate. Compensatory time shall be earned at one and one-half (1.5) times the period of overtime that is worked. On a monthly basis the District shall provide to SEIU Local 1021 a complete list of names of unit members that were paid overtime for the month in question.

Once documented by the employee, overtime shall be paid in a timely manner as soon as the employee’s manager confirms the hours worked and then forwards the documentation to payroll.

5.7.10 Mileage

5.7.10.1 A unit member whose job classification is assigned to multiple District sites or who is required and directed to use his/her private vehicle in the performance of District duties, and who submits the appropriate claim forms, shall be reimbursed at the prevailing IRS rate.

5.7.11 Committee on Communications Technology

Within sixty (60) days of ratification, the District and the Union will convene a committee to examine the need for mobile communication with bargaining unit members. Based on the results of such examination the committee will evaluate options for providing communications equipment or appropriate proportional reimbursement and establishing workplace protocols for the use of personal communications devices.

5.7.11.1 On completion, the policies generated by the committee shall be reviewed for approval by the Department of Technology and shall be incorporated into this Agreement after approval is confirmed.

5.8 Correcting Payroll Errors

5.8.1 In the event of a payroll error that represents fifty percent (50%) or more of an employee’s net paycheck, a corrected check will be issued by the District within 1 to 3 work days provided: the error is brought to the attention of the Payroll Department within three (3) days of the pay day when the error occurred; and also provided that the Payroll Department receives the documentation for correction at the approximate time that it receives notice of the error.

5.8.2 If the amount of the payroll error represents twenty-five percent to forty-nine percent (25% to 49%) of the employee’s net paycheck, the new check will be issued within five (5) work days and all other provisions of Section 5.8.1 shall apply.

5.8.3 If the amount of the payroll error is less than twenty-five (25%) of the employee’s net pay check, the correction will be made on the next regular payroll.

5.8.4 Payroll errors are those errors that originate in payroll. Payroll errors do not include situations where the source of an error is outside the payroll department, including but not limited to when a timesheet is not submitted on time or when the timesheet has a mistake or is not accurate.

5.9 Payment Policy

5.9.1 Electronic Payroll System – All bargaining unit members shall be paid exclusively by electronic means according to the following terms:

5.9.2 Bargaining unit members shall be paid through direct deposit to their existing accounts.

5.9.3 Bargaining unit members not already receiving pay in this manner may provide the requisite information to the Payroll Department to enable implementation of payment by direct deposit.

5.9.4 Bargaining unit members who elect not to receive salary payments through direct deposit shall be paid through alternative electronic means (such as a “pay card”). Unit members shall be entitled to make at least one free withdrawal from the designated financial institution each time a deposit is made by the District to the pay card. A list of pay card recipients shall be provided to the Union within thirty (30) days of the implementation of this program.

5.9.5 All electronic pay warrants shall be accessible via the unit member’s District username and password through a secure website provided by the District.

5.9.5.1 All bargaining unit members shall have access to a District computer and printer during non-duty time within normal business hours at the work site or alternate District locations for the purpose of verifying salary deposits, viewing itemized wage statements (“pay stub”) and printing hard copies thereof.

5.9.5.2 Information:

Electronic pay warrants will contain, at a minimum, the following:

• The employee ID and name of primary position, current step in primary position
• Current pay for work, leaves, holidays, and premiums for the period paid
• Cumulative pay for work, leaves, holidays, and premiums paid in the current tax year 
• The ending date of the period paid
• The itemized cost of District-provided benefits
• Itemized pre-tax and post-tax deductions
• Current balances of all sick, vacation, floating holidays and
• Any retroactive payments for overtime, salary adjustments, or other corrections will be provided with a valid paycode and note displayed at the bottom of the pay warrant 

5.10 Duty-Free Lunch

A unit member assigned to work six (6) or more hours per day shall be entitled to not less than a thirty (30) minute duty-free lunch period without pay; said period shall be scheduled by the employee, subject to the approval of the immediate supervisor. Should the need for District efficiency cause the lunch period to be canceled, the District shall make a reasonable effort to reschedule it within the unit member’s normal starting and ending time of service. In any event, a unit member shall be paid for all hours actually worked.