2010 Additions & Changes to the Contract:

  • SVFT-SUHSD Agreement dated May 7, 2010 Includes the following provisions:
    • A Memorandum of Understanding (“MOU”) on Wednesday Collaboration
    • Language on Furlough Days and Restoration thereof
    • The two final choices for 2010–2011 calendars
    • A couple other details regarding TSA’s working conditions and the negotiation process
  • The MOU establishing a 5-year evaluation cycle for permanent employees with more than 10 years in the district.

2008–2011 SVFT-SUHSD Negotiated Agreement

Download the entire contract (Adobe Reader icon 1.5 MB, 2008 version), or download specific articles or appendices:

ARTICLES

  1. Recognition (Adobe Reader icon 24 KB)
  2. Duration (Adobe Reader icon 24 KB)
  3. Grievance Procedures (Adobe Reader icon 44 KB)
  4. Leaves (Adobe Reader icon 104 KB)
  5. Transfer and Reassignment (Adobe Reader icon 44 KB)
  6. Class Size – Staffing Procedures (Adobe Reader icon 36 KB)
  7. Hours of Employment (Adobe Reader icon 52 KB)
  8. Negotiating Service Fee (Adobe Reader icon 24 KB)
  9. Evaluation Procedures (Adobe Reader icon 80 KB)
  10. Professional Standards (Adobe Reader icon 28 KB)
  11. Wages (Adobe Reader icon 40 KB)
  12. Health and Welfare Benefits (Adobe Reader icon 24 KB)
  13. Health and Other Benefits for Retirees (Adobe Reader icon 24 KB)
  14. Reduced Work Load Program (Adobe Reader icon 28 KB)
  15. Safety Conditions of Employment (Adobe Reader icon 20 KB)
  16. In-Lieu (Adobe Reader icon 32 KB)
  17. Mentor Teacher Program
    (“In Historical Binder” – not included in current contract)
  18. IPPG: Individual Programs for Professional Growth (Adobe Reader icon 28 KB)
  19. Year-Round Schools
    (“In Historical Binder” – not included in current contract)
  20. Severability (Adobe Reader icon 24 KB)
  21. Completion of Agreement and Reopener (Adobe Reader icon 24 KB)
  22. Emergency Provisions (Adobe Reader icon 24 KB)
    (Articles XX, XXI and XXII are all on the same page)
  23. Labor-Management Committee (Adobe Reader icon 24 KB)
  24. Summer School (Adobe Reader icon 32 KB)
  25. PAR: Peer Assistance and Review (Adobe Reader icon 56 KB)

APPENDICES

  1. Bargaining Unit (Adobe Reader icon 24 KB)
  2. Salary Schedule (Adobe Reader icon 136 KB)
  3. Certificated Extra Duty/Stipend Pay Schedule
    Coaching Stipend Pay
    (Adobe Reader icon 104 KB)
  4. Sample Evaluation Calendar (Adobe Reader icon 20 KB)
  5. 2009–2010 School Calendar (Adobe Reader icon 104 KB)
  6. Counselor Guranteed Services (Adobe Reader icon 36 KB)
    (If and when the MOU is not applicable)
  7. Assault on Staff (Adobe Reader icon 20 KB)
  8. Replacing or repairing Employee’s Property (Adobe Reader icon 24 KB)
  9. Evaluation Forms (Adobe Reader icon 86 KB)
  10. Agreement Regarding Conference Periods (Adobe Reader icon 28 KB)
  11. Grievance Form (Adobe Reader icon 60 KB)
  12. Sample Bell Schedules (Adobe Reader icon 32 KB)
  13. Tentative Agreements (Added as negotiated)

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Download previous contracts:


Persons with little formal education, but a well-thumbed copy of the contract and a strong sense of justice and fair play have provided the best representation that workers have ever received.

A grievance is a complaint by an employee, group of employees, or the union that there has been a violation or misinterpretation of a specific term of the agreement or that an established policy or practice has been applied unfairly or inequitably.

Avoid insubordination—obey, then grieve.

Any management action that will effect the current and established situation of the members must be negotiated with the union.

Even though management has full authority to establish procedure, in order for it to be valid, and in order to discipline an employee, the policy must be the result of a formal action by management; a reasonable effort must be made to inform each member that the policy exists and that it applies to them; and the policy must be uniformly enforced.

Click here to download Grievence form

Tips for Success
  • Don’t shortcut the grievance procedure
  • Stick to the facts
  • Don’t lose your temper
  • Talk less and listen more
  • Don’t bluff or threaten
  • Don’t permit stalling
  • Don’t “horsetrade” grievances
  • Do attempt to settle at the lowest step
  • Don’t argue in front of management

 


© 2003–2009 Salinas Valley Federation of Teachers. All right reserved.
This page last updated August 16, 2009