SEIU Successor Agreement changes for the period July 1, 2016 – June 30, 2019

Service Employees International Union, Local 99 (SEIU) ratified the following terms of their successor Agreement for the period July 1, 2016 – June 30, 2019. The Board of Trustees, during its regular Board meeting on October 17, 2017, approved the Agreement.

The following is a summary of the negotiated changes to the Agreement:

Summary of Changes

Forty (40) hours/week (1.0 FTE) of release time for the chief steward and all other stewards. At the start of each fiscal year, SEIU will provide written notice to the Vice Chancellor of Human Resources of the distribution of the 1.0 FTE.
The Agreement will no longer be printed, but will be made available online.

Deleted reference to duplicate records as only one personnel file for each employee exists.
One hour of release time per fiscal year for an employee to access and review his/her personnel file.
District to provide written notice to an employee when a supervisor requests the opportunity to view the personnel file for the purpose of employment opportunities.

If an employee does not receive a timely evaluation by his/her supervisor, the employee will be considered to “Meet Expectations” in all areas.
An employee has the right to respond to a performance evaluation, but must do so within ten (10) days of receipt of the final performance evaluation, and the response will be filed in the employee’s personnel file.
When it is apparent an employee will receive a “Needs Improvement” or “Unsatisfactory” rating, the supervisor and employee will meet to discuss the deficiencies and recommendations for improvement.
Updates were also made to the Classified Employee Evaluation and the Classified Employee Self-Evaluation forms.

Increase from 160 hours to 200 hours the maximum number of compensatory time that a non-exempt employee can accrue.
Added new language that overtime shall be offered when reasonably foreseeable by the supervisor.
Clarified the process that occurs when an employee declines overtime on three consecutive instances.
Granted an increase to the differential pay for the swing shift ($.45 to $.68) and graveyard shift ($.90 to $1.35).
Added clarifying language for when a supervisor needs to make a schedule change to an employee’s work schedule.

Effective July 1, 2017, there will be a one percent (1%) increase to the salary schedule.
For active employees as of September 1, 2017, one-time money to defray out-of-pocket health benefit premiums in 2016-17
- $500 lump sum prorated by FTE, and
- An amount equivalent to 38.4% of the out-of-pocket premiums.
“Me-too” clause; If, during 2016-2017 and/or 2017-2018, the District agrees with another bargaining unit to a greater general salary increase than that negotiated with SEIU, or to a lump sum payment greater than $422,000, the District will grant an equivalent increase or lump sum payment to SEIU-represented employees.
Agreed to a re-opener for fiscal year 2018-2019.

Clarified/updated contract language by substituting licensed medical professional for physician.
Changed Study Leave to Educational Leave and expanded the leave to include online courses, and each academic session.
Created a separate section for the Wellness Program Leave and clarified its use.
Updated the Parental Leave and Family Leave sections in compliance with recent California Government Code amendments.

Clarified holiday pay for employees working alternate work schedules.
Following this Article’s revision, updates were made to the Alternate Work Schedule Agreement form.

Created a new process for vacation balance accruals. As of July 1 of each year, employees in excess of the 240-hour limit do not accrue vacation hours until the limit falls below the threshold.

District to provide quarterly training for new employees and annual training for all other classified employees on emergency preparedness, evacuation and behavioral reporting.
District to provide new employees with a chain of command reporting structure for reporting/correcting unsafe conditions.

Updated contract language to reflect current law and Human Resources processes in the event of a layoff.
- Per Education Code, notice of layoff must be given to the employee 60 days in advance.
- Human Resources Department to create a seniority list for each impacted classification.

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