Additional Local 1021 Member Compensation:

Hourly pay shall be adjusted in accordance with negotiated rates in the contract to take effect as of July 1, 2018 and be implemented as soon as administratively feasible following the annual receipt of the parcel tax revenues from the City Controller. This fixed Parcel Tax add-on will be based on the July 1, 2018 hourly rate and will equal the total cost of one per cent (1%), multiplied by a factor of three and eight hundred and seventy-five thousandths (3.875). This will result in a fixed 3.875% salary add-on to the members’ base hourly salary.

Future negotiated salary percentage increases from reopener or full contract bargaining shall be calculated based on the schedules in effect on July 1, 2018, minus the fixed Parcel Tax add-on, which shall be referred to in this agreement as the base hourly salary schedules.

Professional Development for Clerical Workers (classifications 1424 and 1426):

$100,000 per year will be allocated to support the professional development of clerical classifications 1424 and 1426

Additional Hours and Professional Development for Student Nutritional Workers (classifications 2615 and 2616):

$343,000 per year will be allocated to support Student Nutritional Workers. A work group consisting of representation from members of SEIU and SFUSD SNS management will meet to examine parameters for the use of these funds and will include the development of staffing standards and professional development for staff.

Savings Clause:

In the event that the parcel tax expires without being renewed by the voters, the salary schedules shall revert to those in effect on July 1, 2018, plus subsequent negotiated salary increases. All other economic incentives and other expenditures that use parcel tax revenues shall cease to exist effective June 30th of the year in which the parcel tax expires and is not renewed.

Text version to follow shortly

16.1 Comfort Standards

A goal of the District is to provide working environments for unit members that are safe, healthy and avoid exposure to repetitive strain risks. The parties recognize the desirability for comfortable and ergonomically correct workstation standards for employees. Employees shall not be assigned to a location that is incompatible with their ergonomic accommodations.

16.2 Career Pathways and Promotional Provisions Promotional preference will be given to internal candidates who:

1. Have reached step 5 in their classification,
2. Have at least two (2) recent performance evaluations (within three (3) years of any job application) with a minimum performance rating of “competent and effective”, and
3. Meet the minimum qualifications of the position.

An employee who has not been evaluated within three (3) years of the application shall be deemed to have met the performance evaluation criterion set forth above unless there is disciplinary documentation in the personnel file regarding events within that time period.

1. Applicants meeting these criteria shall be interviewed for promotions and shall be prioritized for interviews and considerations for the position before any external candidates are interviewed.

For permanent civil service positions, interviews shall be conducted when the list reaches each internal applicant on the Civil Service list. If there are more than five (5) internal applicants meeting the criteria, at least those five (5) with the most years of permanent service to the district will be interviewed.

16.3 Clerical 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. By mutual agreement between the supervisor and the employee break periods may be left to the discretion of the employee. Except where essential services will be impacted, the length of the unpaid lunch period shall always be left to the discretion of the worker, but shall not exceed one (1) hour.

16.4 In an on-going effort to improve employee skills and responsiveness to work-related functions the District and Union shall establish a committee composed of clerical staff to be determined by the Union and District representatives to create, update and maintain an SFUSD Clerical Staff Manual for guidance, forms and a directory of contacts to assist with functions in accordance with work performed by clerical staff – i.e. payroll, student attendance, work orders, certificated and classified substitute jobs, emergencies, pre-school bi-annual certifications, etc. This committee shall be formed no later than thirty (30) days after ratification of this contract. This manual shall be available to all clerical staff in a common electronic format. The manual shall be reviewed and updated by members of the committee prior to the start of each school year as necessitated by changes in any District departments.

16.5 Training

A committee composed of clerical staff, to be determined by the Union, in conjunction with District representatives, shall be convened to assist with the planning of clerical training provided by the District

1. The selected committee will determine the annual schedule of said training, as well as the topics to be covered in advance of the start of each school year. A mandatory annual clerical training shall consist of a full day, in-person, scheduled to take place prior to the start of the school year. Additional training sessions will be scheduled during the course of the school year, and which may be offered in person, remotely, or with hybrid option. The full schedule shall be posted in relevant SFUSD employee announcements. Unit members may be released for up to 24 hours of clerical staff training. The District shall not unreasonably deny requests for release to attend training.

16.6 Job Duties

Clerical staff shall fulfill the duties outlined in the Civil Service job descriptions which apply to their specific classification (1424, 1426, and 1446 and all other Civil Service clerical job descriptions which may apply) and shall only be engaged in varied clerical work and job duties relative to office operations within the SFUSD.

16.7 Laptop Computers

All clerks shall be issued a District standard laptop device. Sites may also purchase additional or alternative devices for their clerical staff.

16.8 Scheduling

Clerical staff will be paid for all hours worked in the performance of their duties for the District. In the event that clerical staff work outside the normal school year, and upon approval of their supervisor, they will be paid at their regular rate of pay with associated accruals and benefits for any such hours worked.

16.9 Differentiation of Job Duties

Upon ratification of this contract, given the expansion of all SFUSD elementary school sites to include TK programs, the District and the Union agree to meet and confer regarding any impacts related to the changes to job duties and requirements specifically for secretaries, clerks and other SEIU-represented administrative positions.

16.10 Parking Accommodations

The District shall allow time for clerical staff who do not qualify for Teacher/Staff parking permits to be able to move their vehicles during their assigned shift. This need shall not interfere with their duty free rest period(s).

16.11 Coverage when Absent

Anytime a site’s school clerk is absent, the District will make every valid effort to provide a substitute clerk as outlined in Article 15.0 of the Collective Bargaining Agreement.

The Union recognizes the Charter authority of the Superintendent in assigning employees under their direction. The following does not negate the authority of the Superintendent under the City Charter and Civil Service, but is an effort to establish acceptable procedures to be followed in making assignments. The following also does not limit the authority of the Appointing Officer to determine if and when a vacant position will be filled.

14.1 The District, realizing staffing reductions could result in increased workload pressure upon employees, agrees to attempt to equitably distribute the workload among employees and any increased workload will be duly considered in performance evaluations and promotional interviews.

14.1.1 The District acknowledges that employees may not be able to accomplish the additional work created by staffing reduction and increased workload in the same standard as their prior workload.

14.2 The District will provide specifically requested information relating to staff levels and workload in a given department upon written request to the Head of Human Resources.

14.3 When requested by the Union, upon mutual agreement of the District, the District will perform a desk audit of positions and meet with the Union to evaluate options for classifications and workload adjustments.

14.4 When requested by the Union, the District and the Union will meet at reasonable intervals to evaluate strategies to increase recruitment and retention. Such strategies shall not include matters that are properly the subject of negotiations.

14.5 No member in the bargaining unit shall be requested to serve in place of a certificated personnel.

14.6 Training in new procedures and equipment will be provided in the normal course of business.

14.7 Employees who are required to perform work-related duties beyond their normal workday shall be compensated in accordance with section 5.5.9 (overtime) of this Agreement.

14.7.1 Advance notice will normally be given to an employee required to work overtime or extra time. Volunteers for such assignments will normally be sought, on a rotational seniority basis among qualified members in the department or site. The supervisor will make an effort to equalize overtime among volunteers on an annual basis. Employees shall work overtime and extra time assignments, but may be excused from this obligation at the discretion of the District.

14.8 No employee shall be required to perform personal errands for other members of the staff.

14.9 Members of the bargaining unit will receive consideration in the filling of vacancies for the summer school program on the basis of program needs and seniority. All things being equal, seniority will be the governing factor.

14.10 In the event that regular, additional work hours are available at a job site, a bargaining unit member working four (4) hours per day, or less, shall receive, upon request, priority consideration for having an increase in their assigned hours.

14.11 An employee whose regularly assigned schedule and/or work hours is changed by the District will be given twenty one (21) calendar days’ notice of such change. When any changes in regularly assigned schedules impacts more than five (5) unit members, the union will be concurrently notified in advance of the change(s). Involuntary changes in regularly assigned schedules and/or work hours will be made on a reverse seniority basis. Permanent employees will have priority of assigned schedules over on-call as-needed employees. The District shall meet and confer with the Union upon request over the effects of any schedule changes.

14.12 Confidential Employee Work Assignments

The District shall notify the Union on or before July 15 of each year as to what unit classifications and number of employees are with “confidential” status as of that date. Thereafter, the District shall notify the Union thirty (30) days prior to any additional designation of unit classification as “confidential.” Upon request, the District shall meet and confer with the Union.

14.13 Voluntary Reduced Work Week

1. Employees in any classification, upon the recommendation of the Superintendent and subject to the approval of the Director of Human Resources, may voluntarily elect to work a reduced work week for a specific period of time. Such reduced work week shall not be less than twenty (20) hours per week for a period of not less than three (3), nor more than six (6) continuous months during the fiscal year.
2. Pay, vacation, holidays and sick pay shall be reduced in accordance with such reduced work week. Voluntary reduction of hours shall have no effect on health service coverage, dental coverage, salary step increases and seniority for layoff purposes.

14.14 Attribution of Hours 

14.14.1 A classified employee who is assigned to work a minimum of thirty (30) minutes per day in excess of their original schedule, for a period of twenty (20) consecutive working days or more, shall have their FTE adjusted to reflect the new schedule they are being asked to work. The supervisor must submit an increased work form to Human Resources outlining the new FTE and the dates for which the additional hours will be needed. At the conclusion of the need for additional work, the employee will be returned to the originally assigned FTE. Requests for increased FTE may not cross the fiscal year. If the department desires the employee to continue in the higher FTE beyond the fiscal year, the employee must be offered the higher FTE on a permanent basis.

14.15 Alternative Work Schedules 

14.15.1           The District may establish alternative work schedules available by mutual agreement to those employees whose duties are not required for a workweek of five (5) consecutive days. Work schedules do not include the work location.

14.15.2 Nothing herein shall restrict the District from establishing an alternative work schedule as part of a publicly posted job recruitment, or as a reasonable accommodation for a bargaining unit member with a qualifying need.

14.16 Transportation for Workers Assigned to Multiple Worksites

14.16.1 Workers regularly assigned to multiple worksites and who use transit to travel between those worksites, or who drive a personal vehicle between sites, qualify for the mileage reimbursement program. 

Actual travel time for these employees will be included in daily hours assigned. 

14.17 Shift Bidding Process

14.17.1 Purpose

To ensure consistency, transparency, and operational efficiency, the District and SEIU Local 1021 agree that all bargaining-unit employees in Custodial, Student Nutrition Services (SNS) shall participate in a single, district-wide annual bidding process for the subsequent school year within the unit member’s classification.

14.17.2 Timing of the Annual Bid

The bidding process shall occur at least twice each fiscal year, as mutually agreed in writing by the District and Union, so long as there are open positions to be filled.

All new assignments shall be announced at least one (1) month prior to the end of the employee’s work calendar in the current fiscal year.

No additional bidding processes shall occur. Any vacancies arising after completion of the cycle shall be handled under Section 14.15 Transfers.

14.17.3 Eligibility

All permanent (PCS) employees within the Custodial, SNS, units are eligible to participate in the bid within their respective classification(s).

Employees on approved leave may participate by submitting preferences in writing or electronically if it is their intention to return to service at the time the new bid will go into effect.

Provisional and exempt employees are not eligible to bid in their first year of service. Management retains its right to assign substitute employees.

14.17.4 Notice of Bidding

1. The District shall issue written notice of the upcoming bid at least four (4) weeks prior to the start of the process.

2.   Each notice shall include:

a. Timeline and deadlines

b. A list of all known and anticipated openings by site, shift, hours, and program type 

c. Instructions for submitting bid preferences

d. The current seniority list for the affected classifications

3.  All written materials shall be provided in English, Spanish, Chinese, and Tagalog, or in additional languages as mutually agreed. 

14.17.5 Submission of Bids

1. Employees shall have two (2) weeks from the date of having received their Bid Preference Form to submit their completed Bid Preference Form.
2. Each employee may list up to five (5) preferred assignments in order of preference.
3. Failure to submit a Bid Preference Form by the deadline shall indicate intent to remain in the current assignment. 

14.17.6  Assignment of Positions

1. The District will rank all bidding employees by seniority within their classification.
2.  Assignments will be made in order of seniority, granting each employee their highest available preference at the time their turn is reached.
3.  If an employee’s listed preferences are no longer available, they will remain in their current position unless otherwise displaced.
4.  Ties in seniority shall be resolved consistent with Civil Service procedures. 

14.17.7  Union Access and Verification

1. At the time the bid notices are provided to employees, the District will provide the Union with:

a. A copy of all openings

b. The final seniority list used for bidding

2.  No later than thirty (30) days after the conclusion of the bid, the District will provide the Union with:

a. The final list of assignments and unfilled vacancies

3.  The Union and the District may designate a mutually agreed upon observer to be present during the assignment process.
4. The observer release time will be in accordance with Article 9. 

14.17.8       Implementation and Transition

1. Upon ratification, this bidding process shall replace all prior bidding provisions in Article 17 (Custodial) and Article 18 (SNS) and any separate Early Education bidding practices.

2.  Any interim vacancies between ratification and the first unified bid shall be filled temporarily until the new cycle commences.

3. The annual bid shall take effect on the first day of the pay period including the first working day in August of the following school year.

14.17.9 Dispute Resolution

Disputes regarding implementation or seniority application in the annual bid shall be subject to the grievance procedure set forth in this agreement. 

14.18 Transfers

   Transfer made by the District shall be subject to the following conditions:

14.18.1  Voluntary Transfer

A voluntary transfer is a transfer initiated at the request of the permanent unit member and shall be limited to one (1) lateral transfer per school year, provided that the unit member’s job performance is satisfactory and the unit member meets the minimum job-related qualifications. A unit member is not eligible for transfer during their first twelve (12) months of employment with the District. A unit member wishing to transfer from one work site or department to another shall request such transfer in writing to the Human Resources Division.

The Human Resources Division shall maintain a file of unit member requests for voluntary transfer for each fiscal year (July 1-June 30). The requesting employee will complete an Internal Transfer Request Form that will be reviewed by Human Resources. The unit member will be notified within ten (10) business days of the status of their transfer request.

14.18.2  Involuntary Transfer

An involuntary transfer is a change in the unit member’s department or work site, when the District deems such a change to be necessary for the benefit of a department, school, or program; or for other reasons related to the legitimate needs of the District. In a non-emergency situation, before any request for an involuntary transfer is acted upon, the unit member must be notified in writing that an involuntary transfer is being made, and no such transfer shall be made without fifteen (15) work business days’ notice. An involuntary transfer shall not be arbitrary and/or capricious.

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.

The District and the Union agree to review temporary positions to determine if such positions may be made permanent in nature. The District agrees to facilitate the transition of temporary employees to permanent positions.

6.1 Within sixty (60) days of the effective date of this agreement, the District agrees to make every effort to administer examinations for all covered classifications currently employing TEX and PEX employees. If the District is unable to administer examinations within sixty (60) days, the District and the Union will meet every month about the process until the examinations are complete. The District and Union agree to prioritize this work to facilitate hiring in classifications that have not had an examination administered in at least the last two (2) years.

6.2 Non-Permanent Employee Benefits

6.2.1 Employees assigned fewer than 20 hours per week:

Temporary employees regularly assigned to less than 20 hours per week shall not be entitled to District benefit contributions.

6.2.2 Employees working between 20 and 30 hours per week:

Every January 1, 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 – June 30 of the preceding year are eligible for employee only medical benefits (health, vision, dental) through the Health Service System.

6.2.3 Employees working thirty (30) or more hours per week

Additionally, every January 1, regularly scheduled provisional/temporary employees working at least thirty (30) hours a week, or as needed employees who have worked intermittently on average for thirty (30) or more hours per week within the twelve (12) month period measured from July 1– June 30 of the preceding year 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.

6.2.4 Temporary employees regularly assigned to at least twenty (20), but less than forty (40) hours per week will receive prorated District contributions for premiums, vacation pay, holiday pay, sick pay, and available City Retirement coverage. If acceptable to the carrier, said part time employees may purchase life and/or long-term disability insurance through the District at the employee’s expense.

6.2.5 The following sections (6.2.6 through and including 6.2.6.4) became effective on July 1, 2016.

6.2.6 Pay Step Advancement for Temporary and Provisional Employees

Temporary employees who are regularly scheduled to work shall qualify to advance to the next pay step of said classification as follows:

6.2.6.1 If initially employed in the classification at Step 1, the employee shall qualify to advance to Step 2 after six (6) months of service and to succeeding steps annually thereafter on the anniversary date of movement to Step 2.

6.2.6.2 If initially employed in the classification at Step 2 or higher, the employee shall qualify to advance to succeeding steps annually thereafter on the employee’s date of hire in the classification.

6.2.6.3 As-needed temporary employees who have worked 1040 hours within a two year period in their classification shall qualify to advance to the next pay step of said classification on the 1041 hour, and annually thereafter.

6.2.6.4 Those employees currently employed who were appointed above Step 1, working at least six (6) hours per day, who have not yet reached 1040 hours shall be advanced to the next step on their 1041 hour, and annually thereafter.