Know your Know your Contractual RightsContractual Rights

ByBy

The United School Employees of PascoThe United School Employees of Pasco

What we will cover:What we will cover:

Personal LeavePersonal Leave Union RepresentationUnion Representation SubstitutingSubstituting Duty Free Lunch & BreaksDuty Free Lunch & Breaks Discipline ReferralsDiscipline Referrals Overtime/After School Activities Overtime/After School Activities

& & Staff DevelopmentStaff Development

Paid Leaves -Paid Leaves -Personal LeavePersonal Leave

Article VIII, Section BArticle VIII, Section B SRP Master ContractSRP Master Contract

Up to six (6) days of Personal Leave at full compensation during Up to six (6) days of Personal Leave at full compensation during each year.each year.

Such leave will not be cumulative and shall be deducted from Such leave will not be cumulative and shall be deducted from accrued Sick Leave when used. accrued Sick Leave when used.

Such leave shall not be used for recreational purposes, and the Such leave shall not be used for recreational purposes, and the SRP may be required to give the reason for requesting leave to SRP may be required to give the reason for requesting leave to the worksite supervisor or designee. the worksite supervisor or designee.

Said reasons may include family problems, household Said reasons may include family problems, household emergencies, legal business, transportation problems, or other emergencies, legal business, transportation problems, or other stated reasons. stated reasons.

When an SRP cites one of the four reasons stated above, no When an SRP cites one of the four reasons stated above, no additional explanation will be required.additional explanation will be required.

Union RepresentationUnion RepresentationSRP Master ContractSRP Master Contract

Any SRP required to attend a meeting called by the Any SRP required to attend a meeting called by the worksite supervisor or designee for the purpose of a worksite supervisor or designee for the purpose of a reprimand or for action leading to suspension or for an reprimand or for action leading to suspension or for an investigatory interview shall have the right of Union investigatory interview shall have the right of Union representation at such meeting. representation at such meeting.

A worksite supervisor or designee holding a meeting for the A worksite supervisor or designee holding a meeting for the purpose of a reprimand or for action leading to suspension purpose of a reprimand or for action leading to suspension or for an investigatory interview shall stop the meeting until or for an investigatory interview shall stop the meeting until Union representation can be obtained if the employee Union representation can be obtained if the employee requests Union representation. requests Union representation.

This section shall not be interpreted to apply to conferences This section shall not be interpreted to apply to conferences relating to observation or evaluation of work responsibilities.relating to observation or evaluation of work responsibilities.

SRP SubstitutionSRP Substitution School Based SRP can be used as substitute teachers. School Based SRP can be used as substitute teachers. If an SRP does not want to substitute, he/she should If an SRP does not want to substitute, he/she should

inform his/her Administrator.inform his/her Administrator. The Administrator should seek volunteers (a volunteer list The Administrator should seek volunteers (a volunteer list

should be created).should be created). If there are no volunteers, the SRP may be required to If there are no volunteers, the SRP may be required to

substitute.substitute. If you substitute for one half day or longer, you will be paid If you substitute for one half day or longer, you will be paid

at the substitute rate of pay or $2.00 an hour in addition to at the substitute rate of pay or $2.00 an hour in addition to your regular rate of pay, whichever is greater.your regular rate of pay, whichever is greater.

SRP Break TimeSRP Break Time SECTION I - WORK DAY/WORK YEARSECTION I - WORK DAY/WORK YEAR 1. Each SRP shall be granted at least a thirty (30) minute duty-free non-paid 1. Each SRP shall be granted at least a thirty (30) minute duty-free non-paid

lunch period. lunch period. An SRP who does not receive a paid lunch period shall be permitted to leave the An SRP who does not receive a paid lunch period shall be permitted to leave the

worksite during his/her lunch period.worksite during his/her lunch period.

2. Paid Relief Periods/Breaks.2. Paid Relief Periods/Breaks.

a) Paid relief/break periods are intended to provide relief from the work a) Paid relief/break periods are intended to provide relief from the work schedule so as to reduce employee fatigue and to allow SRP to attend to schedule so as to reduce employee fatigue and to allow SRP to attend to personal needs. As such, paid relief/break periods should not be taken personal needs. As such, paid relief/break periods should not be taken at either the start or end of the workday. The worksite supervisor shall at either the start or end of the workday. The worksite supervisor shall designate the relief period for each SRP.designate the relief period for each SRP.

b) SRP who work six (6) to eight (8) hours a day shall be granted two (2) b) SRP who work six (6) to eight (8) hours a day shall be granted two (2) fifteen (15) minute relief periods during the workday, and SRP who work fifteen (15) minute relief periods during the workday, and SRP who work less than six (6) hours, but at least three (3) hours a day shall be granted less than six (6) hours, but at least three (3) hours a day shall be granted one (1) fifteen (15) minute relief period during the workday.one (1) fifteen (15) minute relief period during the workday.

SRP Breaks Good or Bad?SRP Breaks Good or Bad?

SRP breaks are not optional, all SRP SRP breaks are not optional, all SRP must take their breaks.must take their breaks.

Student Discipline ReferralsStudent Discipline Referrals

Both Instructional and SRP employees can write referrals on students.Both Instructional and SRP employees can write referrals on students.

School Based SRP School Based SRP ReferralsReferrals

Article VII, Section N, 1Article VII, Section N, 1 If, in the opinion of an SRP, a student is disrupting regular activities, If, in the opinion of an SRP, a student is disrupting regular activities,

he/she may report the action to the teacher responsible for the he/she may report the action to the teacher responsible for the student. student.

After reporting the student’s action to the teacher and consulting with After reporting the student’s action to the teacher and consulting with the teacher, either the teacher or the SRP may submit a written report the teacher, either the teacher or the SRP may submit a written report of the incident to the worksite supervisor using the form which is of the incident to the worksite supervisor using the form which is appropriate for this purpose and may submit a recommended course appropriate for this purpose and may submit a recommended course of action which the principal shall fully consider when making a of action which the principal shall fully consider when making a decision regarding disciplinary action. decision regarding disciplinary action.

In the event there is no teacher responsible for the student at the time In the event there is no teacher responsible for the student at the time the incident occurs or the SRP is unable to identify the teacher the incident occurs or the SRP is unable to identify the teacher responsible, the SRP may submit a written report of the incident to the responsible, the SRP may submit a written report of the incident to the worksite supervisor using the form which is appropriate for this worksite supervisor using the form which is appropriate for this purpose and may submit a recommended course of action which thepurpose and may submit a recommended course of action which the

Principal shall consider when making a decision regarding disciplinary Principal shall consider when making a decision regarding disciplinary action.action.

Transportation Transportation SRP ReferralsSRP Referrals

Article VII, Section N, 1Article VII, Section N, 1 If, in the opinion of a transportation employee, a student is disrupting If, in the opinion of a transportation employee, a student is disrupting

regular operation of a bus, the transportation employee may submit a regular operation of a bus, the transportation employee may submit a written report of the incident to the principal using the form which is written report of the incident to the principal using the form which is appropriate for this purpose and may submit a recommended course of appropriate for this purpose and may submit a recommended course of action which the principal shall fully consider when making a decision action which the principal shall fully consider when making a decision regarding disciplinary action. regarding disciplinary action.

In accordance with State Statute 1003.31, the Board, the In accordance with State Statute 1003.31, the Board, the Superintendent, and each principal shall fully support the authority of Superintendent, and each principal shall fully support the authority of school bus drivers to remove disobedient, disrespectful, violent, abusive, school bus drivers to remove disobedient, disrespectful, violent, abusive, uncontrollable, or disruptive students from the school bus. uncontrollable, or disruptive students from the school bus.

Communication of the administration’s pending or final action shall be Communication of the administration’s pending or final action shall be provided to the SRP as soon as possible, but no more than five (5) days provided to the SRP as soon as possible, but no more than five (5) days from the date of the appropriate form being submitted. from the date of the appropriate form being submitted.

The employee copy of the form will be returned to the employee who The employee copy of the form will be returned to the employee who submitted the form when action is completed.submitted the form when action is completed.

SRP Overtime and After School Activities

No SRP will be required to work beyond their scheduled workday without additional pay.

Overtime will be paid at 1 ½ times the SRPs’ regular wages for work completed over 40 hours during the same week.

If mutually agreed upon, compensatory time could be substituted in place of overtime pay.

SRP Staff Development

All staff development components offered shall be posted at the worksite 15 days prior to the training.

Attendance at the staff development shall be voluntary unless:Required to implement additional programs or

goals established by the Board, the Legislature, or Federal Grants.

SRP within a specific field have first opportunity to attend staff development components related to their field.

Questions and Answers

Please work together at your tables and Good Luck!

What about SRP in-services? Do I have to attend them?

If you are told that an in-service is mandatory, you must go. You will be paid your regular hourly wage.

However, if you choose to attend an in-service that is not mandatory you will be paid a stipend of $7.00 per hour.

I’m a SRP instructional assistant who was asked to substitute for a teacher on another team; I really don’t want to.

You have the right to tell your administrator that you do not want to.

Your administrator must seek volunteers (a volunteer list should be created); however, if no volunteers are available, the administration has the right to assign you to substitute.

Remember, if you substitute for one half day or longer, you will be paid at the substitute rate of pay or $2.00 an hour in addition to your regular rate of pay, whichever is greater.

Make sure the bookkeeper at your worksite turns in the paperwork and gives you a copy for your records.

My supervisor has called me into his office, what do I do?

Instructional and SRP. First, relax and take a deep breath. If you think your conduct is being

questioned, or if you believe disciplinary action could happen you should first speak with your supervisor and ask what is the meeting about. Second, clearly tell your supervisor that you want union representation. Then immediately contact your building rep or the USEP office.

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