ARTICLE 1: AGREEMENT

This is an Agreement made and entered into this 1^st day of July 2003, between the Brittan Elementary School District (hereinafter referred to as “District”) and the California School Employees Association and its Chapter #467 (hereinafter referred to as “Association”), pursuant to Government Code Chapter 10.7, commencing with Section 3540.

ARTICLE 2: RECOGNITION

The District confirms that the Association is the exclusive representative for a unit that:

INCLUDES: All classified employees with probationary and permanent status within the classifications specified in the attached Appendix "A". Part-time playground positions shall be included in the unit if the employee also is employed by the District in a classified position.

EXCLUDES: All management, supervisory, confidential and certificated employees.

Newly created classified positions not currently contained in Appendix "A" shall be included in the unit by mutual agreement. Any disputes concerning such newly created positions shall be referred to the Public Employment Relations Board for resolution.

ARTICLE 3: DISTRICT RIGHTS

3.1 It is understood and agreed that the District retains all of its powers and authority to direct, manage, and control to the full extent of the law.

3.2 The District’s exercise of its powers, rights, authority, duties and responsibilities; the adoption of policies, rules, regulations and practices in furtherance thereof; and the use of judgment and discretion in connection therewith shall be limited only by the specific and express terms of this Agreement, and then only to the extent such specific and express terms are in conformance with law.

ARTICLE 4: EMPLOYEE RIGHTS

The District and Association recognize the right of employees to form, join, and participate in lawful activities of the Association and the equal alternative right of employees to refuse to form, join, and participate in Association activities.

ARTICLE 5: PAYROLL DEDUCTIONS FOR ASSOCIATION DUES

The Association has the sole and exclusive right for payroll deduction of membership dues.

The District shall deduct from the pay of Association members and pay to the Association the normal and regular monthly Association membership dues, as voluntarily authorized in writing by the employee, on the District form, subject to the following conditions:

(1) Such deduction shall be made only upon submission of the Association form to the designated representative of the District, duly completed and executed by the employee.

(2) Any new or discontinued deductions pursuant to the terms of this Article must be received by the15th of the month to be effective for that month.

ARTICLE 6: ASSOCIATION RIGHTS

6.1 The Association shall have the right of access to areas in which employees work, subject to the following procedures and conditions. All Association business, discussion, and activities shall be conducted by unit members and Association officials outside of employees’ assigned duty times and in such a way, which will not interfere with school programs. Association representatives who are not employed by the District shall follow procedures upon arrival at the school campus.

6.2 The Association may use District facilities when not otherwise in use for the purpose of meetings concerned with the exercise of rights guaranteed by the Educational Employment Relations Act. District policies regulating the use of facilities must be followed.

6.3 The Association may use the school mailboxes and bulletin board spaces that shall be designated by the Superintendent in places where unit members work, subject to the following conditions:

(a) All postings for bulletin boards or items for school mailboxes and internal mail system must contain the date of posting or distribution and the identification of the organization together with an authorization by an Association officer that such material is an official Association publication.

(b) The Association shall not post or distribute information which is defamatory of the District or its personnel.

6.4 The District shall have copies of this Agreement printed and distributed to all present and new employees within the bargaining unit.

6.5 The Association may provide an informational letter which the District shall include in materials provided new employees.

6.6 Upon the prior approval of the supervisor, an employee may adjust the regularly assigned work hours by up to one (1) hour in order to attend a monthly Association meeting.

6.7 Consistent with the provisions of Article 11: Vacation and Article 14.9: Personal Leave (without pay), one official Chapter delegate may utilize vacation or unpaid leave to attend the annual Association Conference.

ARTICLE 7: LAYOFF AND REEMPLOYMENT

7.1 Definitions

7.1.1 “Classification” means a particular employment position as listed in Appendix "B”.

7.1.2 “Class” means a group of classifications within a job occupational family which have common characteristics, as listed in Appendix “B”.

7.1.3 “Length of Service” means date of hire in a probationary status, with subsequent continuous service to the District. An approved paid or unpaid leave of absence shall not be construed as a break in service.

7.2 Layoff Procedures

7.2.1 Unit members shall be subject to layoff for lack of work or lack of funds. Layoff includes any reduction in hours of employment or assignment to a class or grade lower than that in which the employee has permanence, voluntarily consented to by the employee (pursuant to these provisions), in order to avoid interruption of employment by layoff.

This provision shall not be construed as giving the District the right to reduce the hours of employment of unit members except by the application of the provisions of this Article.

Any other proposed reduction of hours of employment of unit members shall be the subject of meeting and negotiating between the parties of this Agreement.

7.2.2 Order of Notice of Layoff - The order of notice of layoff within the classification affected shall be determined by length of service. The employee who has the shortest length of service in the class, plus classification(s) with a higher salary range in other classes shall be notified of layoff first, except as provided herein.

Notwithstanding the above, it is agreed and understood that the District has the right to discontinue a function or service performed by a particular position within a classification.

In the case of two or more employees having identical seniority, the seniority shall be determined by lot.

7.2.3 Options of Employees Notified of Layoff - The District shall notify an employee whose position has been eliminated that he/she must elect on of the following within five (5) working days of receipt of notice.

(a) Select an available vacant position in the same class.

(b) Displace a less senior employee from a remaining position in the same class.

(c) Select in another class a vacant position in which the employee has previously completed the probationary period, and for which the employee possesses or obtains within thirty (30) calendar days the required licenses or certificates.

(d) Displace a less senior employee in another class from a remaining position in which the employee has previously completed the probationary period, and for which the employee possesses or obtains within thirty (30) calendar days the required licenses or certificates.

(e) Elect to be laid off.

(f) Elect a service retirement as provided in Section 7.5.

7.2.4 Prior to any layoff, the District shall post a seniority list of affected unit members. The District shall also provide the Association with a copy of the seniority list.

7.3 Notice of Layoff

7.3.1 When as a result of the expiration of a specially funded program unit members positions must be eliminated at the end of any school year, and unit members will be subject to layoff for lack of funds, the unit member to be laid off at the end of such school year shall be given written notice on or before May 29 informing them of their layoff effective at the end of such school year and of their displacement rights, if any, and reemployment rights. However, if the termination date of any specially funded program is other than June 30, such notice shall be given not less than thirty (30) days prior to the effective date of their layoff, and informed of their displacement rights, if any, and reemployment rights.

7.3.2 When as a result of bona fide reduction or elimination of the service being performed by any department, unit members shall be subject to layoff for lack of work, affected unit members shall be given notice of layoff not less than thirty (30) days prior to the effective date of layoff, and informed of their displacement rights, if any, and reemployment rights.

7.3.3 Nothing herein provided shall preclude a layoff for lack of funds in the event of an actual and existing financial inability to pay salaries of unit members, nor layoff for lack of work resulting from causes not foreseeable or preventable by the Governing Board, without the notice required by aforementioned subsections.

7.3.4 Simultaneous with the notice to the employee, the District shall provide a copy to the Association.

7.4 Reemployment

7.4.1 Reemployment shall be in the reverse order of layoff. Employees who are laid off are eligible for reemployment in their former class in any position with equal or lower pay, for a period of thirty-nine (39) months, and shall be reemployed in preference to new applicants. In addition, such employees laid off shall have the right to apply for promotional or other positions within the District during the thirty-nine month period.

7.4.2 Unit members who take voluntary demotions or voluntary reductions in assigned time in lieu of layoff shall be granted the same rights as unit members laid off for a period of sixty-three (63) months, provided that the same tests of fitness under which they qualified for appointment shall still apply.

7.4.3 Refusal of two (2) offers of reemployment to the class from which laid off shall cause removal from the list and the loss of any reemployment rights, unless the employee requests in writing to be reinstated on the list. However, declining an offer of reemployment of fewer hours of employment held at the time of layoff shall not constitute a refusal of employment.

7.4.4 Offers of reemployment shall be made either by personal service or via U.S. Certified Mail addressed to the last known address and shall include the specific vacancy and hours being offered, the rate of pay, level of benefits, a current job description, and a mechanism for acceptance or refusal of the offer of reemployment within the prescribed time limit, and a place for the unit member’s signature. Failure to so reply within five (5) working days from date of personal service or mailing of the offer of reemployment shall be deemed a refusal of that offer of reemployment. It is the responsibility of each unit member on a reemployment list to file with the District Office a current mailing address.

7.4.5 A unit member who is laid off and subsequently rehired from a reemployment list shall have the accrued Sick Leave balance as of the date of layoff reinstated. The employee shall also retain the original hire date.

7.4.6 Upon reemployment in the class in which laid off, a unit member shall be placed on their former step of the salary range. Notwithstanding the provision of Appendix “A” of this Agreement. The unit member shall be eligible for advancement to the next step of the salary schedule on the first of the month after twelve calendar months after reemployment, less the months of paid service rendered after the previous step advancement.

7.5 Retirement and Layoff

Notwithstanding any other provisions of law, any unit member who was subject to being, or was in fact, laid off for lack of work or funds and who elected service retirement from the Public Employees’ Retirement System shall be placed on an appropriate reemployment list. The District shall notify the Board of Administration of the Public Employees’ Retirement System of the fact that retirement was due to layoff or lack of work or of funds. If the unit member is subsequently subject to reemployment and accepts, in writing, the appropriate vacant position, the District shall maintain the vacancy until the Board of Administration of the Public Employee’s Retirement System has properly processed his/her request for reinstatement from retirement.

7.6 General Provisions

It is the intent of the parties that the District has the right to direct the work force in order to provide services and educational programs. In providing services and educational programs, it is the intent that the utilization of adult volunteers or students will not result in the arbitrary, capricious, and discriminatory denial of reemployment or displacement rights of unit members on the reemployment list.

It is agreed and understood that this provisions shall in no way be construed as precluding the District from utilizing adult volunteers consistent with law.

It is further agreed and understood that this provision shall in no way be construed as limiting the District in any way from utilizing students as part of an educational or training program.

ARTICLE 8: JOB POSTING PROCEDURES

8.1 The District shall post job vacancies in the representation unit. Each vacancy announcement shall remain posted for a period of at least five (5) working days. Such announcement shall include pertinent information about the vacancy (such as salary, hours, duties, and requirements) and the deadline for submitting requests for consideration. Employees may submit to the District Office a written request on the appropriate form for consideration for such vacancy.

8.2 All employees who apply for a vacancy and who meet the minimum qualifications (according to the job description) shall be scheduled for an interview.

8.3 The District shall inform all employees submitting requests for consideration for a vacancy of the disposition of their requests.

8.4 Employees who are not selected for a vacancy shall have the opportunity to meet with the Superintendent or designee to discuss the reasons for not being selected.

8.5 For promotional positions, a unit member designated by the Association who is not an applicant shall serve as an observer during candidate interviews. This person shall not have access to confidential personnel information - such as employee performance evaluations - which may be considered by the District in the selection process.

8.6 If the District determines that qualifications are equal, a unit member applicant shall be selected over a non-District employee for a promotional position.

ARTICLE 9: HOURS OF EMPLOYMENT AND OVERTIME COMPENSATION

9.1 Work Week and Work Day

9.1.1 Full-time employment within this representation unit consists of a forty (40) hour week rendered in units of eight (8) hours. The workweek shall consist of up to five (5) consecutive workdays for all employees rendering service averaging four (4) hours or more per day during the workweek. The normal work week for unit members shall be during the period of Monday through Friday. However, the District may establish a workweek of other than Monday through Friday for unit members employed after July 1, 1992, or by agreement with the Association, or as provided in the agreed-upon Job Description.

9.1.2 The workday and workweek for all unit members shall be established by the District at the beginning of each school year. Changes in the starting time of a unit member of greater than two (2) hours require advance notice of twenty (20) working days. During the regular school year, it is agreed and understood that the District may adjust the starting time of unit members' work shifts by up to one (1) hour. Except in the event of an emergency, such work shift changes require at least a five (5) working day advance notice. Work shift changes of greater than one (1) hour require the agreement of the Association. Work shift changes shall not be made arbitrarily or capriciously.

9.1.3 The District retains the right to extend the regular work day or work week of employees when it deems it necessary to carry our the District's business. Overtime work will be distributed as equally as possible during each fiscal year among all employees within their job classification, shift, and job skill as far as the character of the work permits. It is recognized that practical factors may cause imbalances in the equal distribution of overtime, such as employee availability and advance District knowledge of the assignment.

9.1.4 A part-time employee who is assigned by the District to work a minimum of thirty (30) minutes per day in excess of his/her regular assignment for a period of twenty (20) consecutive working days or more, shall have the basic assignment changed to reflect the longer hours for the purposes of fringe benefit pro-ration (such as District group insurances, paid leaves and paid vacation). A part-time unit member who is temporarily assigned increased hours shall not gain the right to continue the increased hours after the termination by the District of the temporary assignment. The employee shall be informed by the District of the temporary nature of the assignment at the time the assignment is made. In no event, shall such temporary assignment extend beyond the current fiscal year, except by mutual agreement by the District and Association.

9.2 Meal Period

All unit members who render service of at least six (6) consecutive hours are entitled to a non-compensated meal period of between thirty (30) to sixty (60) minutes. The length of the meal period shall be scheduled by the supervisor. The supervisor shall assign the meal period to be taken as soon after the conclusion of four (4) hours of service as possible.

9.3 Rest Period

Unit members are entitled to a fifteen (15) minute compensated rest period for each four (4) hour period of service. This rest period shall be scheduled by supervisor at or near the midpoint of each four (4) hour period of service. Unit members who work less than four (4) hours are entitled to a ten (10) minute compensated rest period to be scheduled by the supervisor.

9.4 Overtime Compensation

9.4.1 It is the policy of the District to properly compensated classified employees for required services provided. The District shall not require, nor knowingly permit, service to be performed for which appropriate compensation is not provided. Accordingly, employees shall not perform services beyond the normal assigned work hours without the knowledge and approval of the Superintendent or designee.

9.4.2 Overtime compensation shall be provided employees who are directed and authorized by the immediate supervisor to work in excess of eight (8) hours in any one (1) day, or in excess of forty (40) hours in any calendar week.

9.4.3 For the purpose of computing the number of hours worked, time during which an employee is excused from work because of holidays, sick leave, vacation, compensatory time off, or other paid leave of absence shall be considered as time worked by the employee. All time during which a unit member is directed and authorized by the immediate supervisor to be on duty and to perform service shall also be considered as time worked.

9.4.4 Unit members directed and authorized by the immediate supervisor and who provide service to the District for five (5) consecutive work days averaging four (4) hours or more per day shall be provided overtime compensation on the sixty (6th) and seventh (7th) day following the commencement of the work week.

9.4.5 Unit members directed and authorized by the immediate supervisor and whose average work day is less than four (4) hours shall be provided overtime compensation on the seventh (7th) day following the commencement of the work week.

9.4.6 Subject to the Federal Fair Labor Standards Act, for authorized overtime worked, a unit member shall be compensated equal to time and one-half of the employees regular rate of pay, or at the option of the employee at the time the overtime is authorized, shall be eligible to receive compensatory time off at time and one-half of the employees regular rate of pay. Employees who elect to take compensatory time off in lieu of cash compensation for authorized overtime shall take the compensatory time off, as approved by the District, within six (6) calendar months following the month overtime service was rendered. If the employee is unable to take the time, the unit member shall be compensated in the form of pay as set forth herein.

9.4.7 The intent of the parties is to provide total compensation or compensatory time off of one and one-half times the regular rate of pay and to avoid “pyramiding” of overtime worked.

9.5 Call Back

A unit member assigned to work by the immediate supervisor on a work day after normal working hours or on a day not scheduled to be worked shall receive at least two (2) hours of pay at the appropriate rate of pay. This provision shall not apply to any employee who is assigned prior to leaving work, to work beyond the normal day.

The District shall establish a call list for persons to reset the school security alarm system. This list shall contain as many persons as possible, ranked on the basis of distance of residence to school. Any unit member responding to alarm calls shall be reimbursed the actual mileage at the prevailing IRS rate.

ARTICLE 10: EMPLOYEE WORK PERFORMANCE EVALUATION PROCEDURES

10.1 Procedures

10.1.1 Each probationary status unit member shall receive a written work performance evaluation by the immediate supervisor not less than three (3) times during the probationary period, which shall be nine (9) working months.

Each permanent status unit member shall receive a written work performance evaluation by the immediate supervisor at least once each year. The immediate supervisor is the first level administrator or supervisor having immediate jurisdiction over the employee and who has been designated by the District to complete performance evaluations.

10.1.2 The immediate supervisor shall discuss each written evaluation with the employee and shall provide the employee with a copy.

10.1.3 Any negative written performance evaluation shall include specific recommendations for improvement in cited deficiencies.

10.1.4 The employee shall have the right to respond to negative written performance evaluations in accordance with Section 10.2.3.

10.2 Employee Personnel Files

10.2.1 An employee may inspect material in his/her personnel file, which may serve as a basis for affecting the status of his/her employment except materials which:

(a) are obtained prior to his/her employment

(b) were prepared by identifiable examination committee members, or

(c) were obtained in connected with a promotional examination.

10.2.2 An employee may inspect such material in his/her personnel file, with the exception of the above specified items, during the normal business hours of the District Office at times other than when the employee is required to render service. Such inspection shall take place under the supervision of a District Administrator or designee. Association representatives may so inspect an employees personnel file with the written authorization of the employee.

10.2.3 No materials of a derogatory nature, except the above specified items, may be placed in an employees personnel file without allowing the employee an opportunity to review and comment thereon during a ten (10) working day period. An employee shall have the right to enter, and have attached to any derogatory statement, his/her own comments thereon. The review and comment upon materials of a derogatory nature shall take place during the normal business hours of the District Office and at times when the employee can be spared from duty, as determined by the supervisor. The employee shall be released from duty for a reasonable period of time without loss of pay. The employee shall submit a request in advance to the supervisor to leave the normal place of work during assigned duty times for such review and comment.

10.2.4 All materials placed in an employee’s personnel file shall be dated and signed by the contributor.

10.2.5 The official personnel file of each unit member as referred to in this section shall be kept in the District Office.

ARTICLE 11: VACATION

11.1 Paid vacation leave shall accrue for full-time twelve (12) month unit members at the following rates.

School Years of District Service

Per Month of Employment Work Days of Vacation Earned

0 - Five .833* (10 days per year)

Six - Ten 1.25 (15 days per year)

Eleven and Thereafter 1.66 (20 days per year)

Vacation leave shall be prorated for unit members employed less than full-time for twelve (12) months on a proportionate basis based upon the number of straight-time hours the part-time employee is paid in comparison with a full-time twelve (12) month employee.

*Unit members employed prior to July 1, 1992, shall be entitled to earn 1.00 days vacation per month worked.

11.2 Upon separation from service, a unit member shall be entitled to lump sum compensation for all earned and unused vacation, except those employees who have not completed six (6) months of District employment in regular status shall not be entitled to such compensation.

11.3 A holiday falling within a vacation period shall not constitute a vacation day.

11.4 Accrued vacation may be taken at any time during the school year, subject to this provision and the approval of the Superintendent. An employee must have been employed for at least six (6) months before taking vacation. If the employee is not permitted to take the full accrued vacation, the amount not taken shall accumulate for use in the next year or be paid for in cash at the option of the District. In any event, the maximum vacation which may be carried over shall be one year's allowance.

Vacations shall be scheduled at time requested by unit members so far as possible within the District’s work requirement, as determined by the District. Generally, school year employees will not be permitted to take vacation when school is in session. In the event vacation requests are submitted for the same time period and all requests cannot be approved, seniority shall determine which employee’s requests shall be granted within those which are approved.

11.5 Any employee who commences a scheduled vacation period and subsequently becomes ill, subject to hospital confinement or physician's care, or is bereaved before the vacation period has been completed, upon request shall be placed on Sick Leave or Bereavement Leave in lieu of vacation.

ARTICLE 12: HOLIDAYS

12.1 The following shall be the holiday schedule for unit members:

1. July 4 Independence Day

2. The first Monday in September Labor Day

3. September 9 Admission Day or the Wednesday prior to Thanksgiving in the event school is held on the regular Admission Day Holiday. In the event school is held on alternate holiday of the Wednesday prior to Thanksgiving, the parties shall designate by mutual agreement an alternate holiday contiguous with a weekend.

4. November 11 Veteran's Day

5-6. The fourth Thursday in November Thanksgiving Holiday

and the following Friday

7-8. December 25 and the preceding Christmas Holiday

work day

9. January 1 New Year’s Day

10. Third Monday in January Martin Luther King Jr. Day

11. February 12 Lincoln’s Day (or an alternate holiday during a school recess contiguous with a weekend may be designated by mutual agreement by the parties)

12. Third Monday in February Washington's Day

13. Last Monday in May Memorial Day

12.2 To be entitled to any of the above paid holidays, a unit member must be in a paid status during any portion of the working day immediately preceding or succeeding the holiday. Unit members who are not normally assigned to duty during the school holidays of December 25 and the work day preceding, and January 1, shall be paid for those holiday provided that they were in a paid status during any portion of the working day of their normal assignment immediately preceding or succeeding the holiday period.

12.3 If an alternate holiday is designated as a holiday, a unit member will be entitled to the alternative paid holiday if he/she were in paid status during any portion of the working day preceding or succeeding the regular holiday.

12.4 When one of the holidays falls on a Sunday, the following Monday shall be deemed to be that holiday. When one of the above holidays falls on a Saturday, the preceding Friday shall be deemed to be that holiday.

12.5 Unit members assigned by the District to work on one of the above holidays shall be paid or given compensatory time off for such work, in addition to the regular rate of pay, at one and one-half times the regular rate of pay.

ARTICLE 13: COMPENSATION

13.1 Wages

Effective July 1, 2000, the classified salary schedule shall be increased by the actual net 2000-2001 Cost of Living Adjustment (COLA) in the District's base revenue limit, as certified by Schools Services of California. Said COLA certified by School Services of California as of August 1, 2000, shall be applied to the classified salary schedule. This salary schedule shall be adjusted by any adjustment to this COLA by School Services of California during the 2000-2001 fiscal year.

13.2 Insurance Benefits

13.2.1 Medical Insurance: Effective July 1, 2003, the District shall provide a maximum medical insurance premium contribution of $7,944.00 per fiscal year for each eligible full-time unit member. Each part-time unit member who is assigned to work at least thirty (30) hours per week is eligible to receive a pro-rated District insurance premium contribution. Employees who are assigned to work fewer than thirty (30) hours per week shall not be eligible to receive a District premium contribution nor medical insurance coverage under the District group plan.

The above District medical insurance premium contribution shall be applied to the current District group medical insurance plan for eligible employees and covered dependents provided through the Tri-County Schools Insurance Group. It is agreed and understood that the amount of premium for such coverage not covered by the District contribution shall be borne by the employee by payroll deduction.

The parties agree to meet and negotiate during the term of this Agreement concerning the medical insurance plan coverage, carrier, or group upon written request. However. specifically excluded from such negotiations is the amount of the District premium contribution and the addition of other insurance coverages.

13.2.2 Disability Insurance: The District shall permit employees to participate in a disability insurance plan, as agreed upon between the District and Association, with the premium fully paid by the employee by payroll deduction.

13.3 Uniforms

The District may require unit members to wear distinctive uniforms and items of identification. As determined by the District, the purchase, lease or rental of such uniforms, equipment, identification badges, emblems and cards required by the District shall be borne by the District.

13.4 Automobile Mileage Expense Reimbursement

A unit member who is authorized in advance by the supervisor to use his/her automobile in the performance of duties shall be reimbursed at the current rate recognized by the Internal Revenue Service. To be eligible for such mileage reimbursement, an employee must follow District approval and claims procedures.

13.5 Expense Reimbursement

A unit member who has received the prior authorization of the District shall be reimbursed for the costs of meals and lodging incurred while in the performance of duties.

13.5.1 Lodging reimbursement shall be for the actual necessary cost, except that if the cost exceeds $45.00, reimbursement is subject to the prior approval of the Superintendent or designee.

13.5.2 Meal reimbursement shall not exceed the following maximum amounts:

Breakfast: $ 5.00

Luncheon: $ 6.00

Dinner: $ 11.00

13.5.3 To be eligible for such expense reimbursement, the employee must follow District claim procedures.

13.6 Career Increment

Effective July 1, 1993, unit members who have completed at least four (4) years of District service and have successfully completed at least twenty-four (24) approved college units shall be paid an annual Career Increment of $300 for a full school year of service. To qualify, college units must be related to the employee's job assignment and approved by the Superintendent. To be eligible for such increment in any school year, the employee must meet the qualifications no later than September 1.

ARTICLE 14: LEAVES

14.1 Industrial Accident and Illness leave

14.1.1 Unit members shall be eligible for leave of absence because of industrial accident or illness. Allowable leaves shall be for not more than sixty (60) service days in any one (1) fiscal year for the same accident and shall commence the first (1st) day of absence.

14.1.2 Leave of absence under this provision shall not be accumulated from year to year. When the Industrial Accident or Illness Leave overlaps into the next fiscal year, the unit member shall be entitled to only the amount unused leave due her/him for the same illness or injury.

14.1.3 Unit member shall be paid such portion of the salary due them for any month in which absence occurs as, when added to the temporary disability indemnity under the California Labor Code, will result in payment to them of not more than their full salary.

14.1.4 Leave of absence applied for under this provision shall be reduced by one (1) day for each day of authorized absence, regardless of a temporary disability indemnity award to the unit member.

14.1.5 Industrial Illness and Accident Leave is to be used in lieu of Sick Leave. When entitlement to Industrial Illness and Accident Leave has been exhausted, entitlement to Sick Leave shall then be used. If a unit member is receiving a temporary disability indemnity, the unit member shall be entitled to utilize only so much of her/his accumulated Sick Leave and vacation leave which, when added to her/his temporary disability indemnity, will result in a payment to her/him of not more than her/his full salary. During any paid leave of absence, the unit member shall endorse to the District the temporary disability indemnity checks received on account of her/his industrial accident or illness. The District in turn shall issue the appropriate salary warrants for payment of salary and shall deduct normal retirement and other authorized deductions.

14.1.6 Unless travel outside of California is authorized by the Governing Board, unit members receiving benefits under this provision during a period of illness or injury shall remain in the State of California. This provision does not apply in the case of approved medical treatment.

14.2 Pregnancy Disability Leave

Unit members are entitled to use Sick leave for disabilities caused or contributed by pregnancy, miscarriage, childbirth, and recovery therefrom, on the same terms and conditions governing leave of absence for other illness or medical disability. Sick Leave shall not be used for childcare, child rearing or preparation for child bearing, but shall be limited to those disabilities as set forth above. The length of such disability leave, including the date on which the duties are to be resumed, shall be determined by the unit member and the unit member's physician, provided that such statement verifies that such leave is for disability and not for the purpose of child care or other non-disability purposes.

14.3 Family and Medical Care Leave (Unpaid)

14.3.1 Unit members who have been employed by the District for at least twelve (12) month and who have been employed for at least 1,250 hours of service during the preceding twelve (12) month period are eligible for unpaid Family and Medical Care Leave, pursuant to applicable State and Federal law and Board policies. Except in the case of pregnancy disability, this leave shall run concurrently with all other paid leaves.

14.3.2 Current law provides for unpaid leave of up to twelve (12) weeks which may be used for an employee's serious health condition; the birth, adoption or foster placement of a child of the employee and to care for a newborn; or the care of the employee's child, spouse or parent with a serious health condition.

14.3.3 During this unpaid leave, the District will continue its regular payment of group insurance premiums.

14.4 Military Leave

Military leave shall be granted pursuant to the Military and Veterans Code or any other applicable laws or statutes.

14.5 Jury Duty

14.5.1 A unit member is entitled to leave for the period he/she is required to appear for jury duty. An employee shall receive his/her regular pay, less any amount received for jury fees, exclusive of allowed mileage, parking or meal expenses reimbursement.

14.5.2 In the event an employee is excused from jury duty prior to the last half of the employee's work day, he/she shall return to work.

14.5.3 A unit member whose regular work shift commences after 12:00 noon shall be relieved from work with pay for any day during which he/she serves jury duty beyond 12:00 noon.

14.6 Bereavement Leave

14.6.1 A unit member shall be entitled to a maximum of three (3) days of absence without loss of salary in the event of the death of any member of the immediate family. If travel out of State or of more than two hundred fifty miles one-way is required, a unit member shall be entitled to a maximum of two (2) additional days Bereavement Leave.

14.6.2 Member of the 'immediate family' is defined as the parent, sibling, grandparent, or a grandchild of the unit member or of the spouse of the unit member, and the spouse, son, son-in-law, daughter, daughter-in-law, brother, or sister of the unit member or any relative living in the immediate household of the unit member.

14.7 Personal Necessity Leave

14.7.1 Unit members may use a maximum of seven (7) days of accumulated sick leave in any school year for personal necessity leave for the following purposes:

14.7.1.1 Death of a member of the immediate family when additional leave is required beyond that provided under Bereavement leave

14.7.1.2 Accident or illness involving the person or property of the unit member, or the person or property of a member of the immediate family.

14.7.1.3 Appearance in court or before any administrative tribunal as a litigant, party, or witness under subpoena or any order made with jurisdiction.

14.7.1.4 Upon the prior approval of the Superintendent or designee, other personal emergencies which cannot reasonably be expected to be disregarded by the unit member and which necessitate his/her immediate personal attention during assigned duty hours.

14.7.2 For the purpose of this Section, 'member of the immediate family’ shall be as defined as in the Bereavement Leave section, above.

14.8 Sick Leave

14.8.1 Unit members employed five (5) days a week shall be entitled to one (1) day leave of absence for illness or injury, with full pay for each paid month of employment.

14.8.2 Unit members employed for less than five (5) days a week and/or less than a full fiscal year, are entitled to Sick Leave as follows:

14.8.2.1 A unit member employed five (5) days a week, who is employed for less than a full fiscal year is entitled to that proportion of twelve (12) days leave of absence for illness or injury as the number of months she/he is employed bears to twelve.

14.8.2.2 A unit member employed less than five (5) days a week shall be entitled, for a fiscal year of service, to that proportion of twelve (12) days leave of absence for illness or injury as the number of days she/he is employed per week bears to five (5). When such persons are employed for less than a full fiscal year of service, this and the preceding paragraph shall determine that proportion of leave of absence for illness or injury to which they are entitled.

14.8.3 Pay for any day of such absence shall be the same as the pay which would have been received had the unit member worked during the day of absence.

14.8.4 At the beginning of each fiscal year, the full amount of Sick Leave granted under this section shall be credited to each unit member. Credit for Sick Leave need not be accrued prior to taking such leave. However, a new unit member shall not be eligible to take more than six (6) days, or the proportionate amount to which he/she may be entitled under this section, until the first day of the calendar month after completion of six (6) months of active service with the District. If a unit member does not take the full amount of leave allowed in any year under this section, the amount not taken shall be accumulated from year to year.

14.8.5 District management may require a doctor's verification of Sick Leave as a condition of payment of Sick Leave, when the District has reason to believe that Sick Leave has been abused.

14.8.6 Unit members returning to work from Sick Leave after surgery or serious illness or injury, upon the request of the District, must provide a doctor's release, certifying medical permission to return to work.

14.8.7 When a unit member terminates and more Sick Leave has been used than earned, the amount used but not earned shall be deducted from the final pay warrant.

14.8.8 When a unit member is absent from duties on account of illness or accident for a period of five (5) months or less, the amount deducted from the salary due to the unit member for any month in which the absence occurs shall not exceed the sum which is actually paid a substitute employee employed to fill the position during the absence.

14.8.9 During any calendar year, unit members are entitled to use up to one-half of their annual entitlement to Sick Leave described in Articles 14.8.1 and 14.8.2 to attend to an illness of a child, parent or spouse of the employee. For purposes of this provision, a "child" is defined as a biological, foster or adopted child; a step child, a legal ward or a child of a person standing in loco parentis; a "parent" is defined as a biological, foster or adoptive parent; a stepparent or a legal guardian. All conditions and restrictions regarding the use of Sick Leave shall also apply to this Article.

14.9 Personal Leave (Unpaid)

14.9.1 Unpaid leave may be approved at the discretion of the District.

14.9.2 Advanced approval is required. Requests are to be made on the appropriate form at least thirty (30) working days prior to the requested leave, except in the unforeseen circumstances. Leave taken without approval shall be considered unauthorized leave.

14.9.3 Requests for leaves of up to ten (10) working days may be approved by the Superintendent or designee. Leave requests for greater than ten (10) working days require the approval of the Governing Board.

14.10 Absence Notification and Completion of Absence Affidavits

Except as otherwise provided herein, employees shall notify the immediate supervisor as far in advance as possible of taking any of the above leaves. The employee shall also notify the supervisor as far in advance as possible of returning to work from any leave. Upon returning to work, the employee shall complete the district Absence Affidavit form.

ARTICLE 15: PROCEDURE FOR PROCESSING GRIEVANCE

15.1 A “grievance” is an allegation by a grievant that he/she has been adversely affected by a misinterpretation, misapplication, or a violation of the specific provisions of this Agreement. Matters for which a specific method of review is provided by law or by the rules and regulations of the District, are not within the scope of this procedure.

A “grievant” is an employee covered by the terms of this Agreement, or the Association on behalf of such employee.

A “day” is any day in which the district administrative office is open for business.

The “immediate supervisor” is the lowest level administrator having immediate jurisdiction over the grievant who has been designated by the District to adjust grievances.

Any matters or disputes concerning Article 16: Discipline Procedures shall not be subject to this grievance procedure. Any appeals of disciplinary matters shall be undertaken pursuant to the appeal process specified in Article 16.

15.2 Informal Level

Within twenty (20) days after the occurrence of the act or omission giving rise to the grievance, or of when the grievant knew or should reasonably have known of the act or occurrence, the grievant shall attempt to resolve it by an informal conference with the immediate supervisor.

15.3 Level I

If not satisfied with the disposition of the informal conference, the grievant may present the grievance in writing on the District form to the immediate supervisor within ten (10) days of the decision at the informal level.

The grievance shall indicate the contract provision alleged to have been violated, the circumstances involved, the decision rendered at the informal conference, and the specified remedy sought.

The supervisor shall communicate his/her decision to the employee in writing within ten (10) days after receiving the grievance. If the supervisor does not respond within the time limits, the grievant may appeal to the next level.

15.4 Level II

appeal the decision on the District form to the Superintendent or designee. This statement shall include a copy of the original grievance and the decisions rendered. The Superintendent or designee shall communicate his/her decision to the grievant within ten (10) days of the appeal. If the Superintendent or designee does not respond within the time limits provided, the grievant may appeal to the next level. In the event the Superintendent is the immediate supervisor who processed the grievance at Level I, this level shall be bypassed.

15.5 Level III Mediation

Prior to submission to level IV, upon the written request of the Association, to the Superintendent or designee, the grievance may be submitted to the mediation process for voluntary settlement. The parties will jointly request the California State Conciliation Service for such services. During the pendency of such mediation, the time limits herein will be suspended.

15.6 Level IV

If the grievant is not satisfied with the decision at Level II, (or if Level III is not successful) he/she may file an appeal with the board of Trustees within ten (10) days of the decision at Level II. The Board shall conduct a hearing on the matter in a timely fashion. The Board shall communicate its decision in writing to the grievant. The decision of the Board shall be final and binding, subject to established right of judicial review.

15.7 General Provisions

15.7.1 A decision rendered at any step in these procedures becomes final unless appealed within the time limits specified.

15.7.2 Time limits given in these procedures may be modified by written agreement of the parties involved.

15.7.3 All documents resulting from the processing of a grievance shall be kept in a separate grievance file and shall not be kept in an employee's personnel file.

15.7.4 The employee has the right to have an Association representative present at all steps of the grievance procedure.

15.7.5 Any employee may present grievances in accordance with this Article without the intervention of the Association, so long as the adjustment is not inconsistent with the terms and conditions of this Agreement, and further provided that the District shall not agree to a resolution of the grievance until the Association has received a copy of the grievance and the proposed resolution and has been given the opportunity to file a response.

15.7.6 If the same complaint or substantially the same complaint is made by more than one employee against one party, only one employee on behalf of himself/herself and the other complainants may process the grievance or complaint through the grievance procedure. Names of all aggrieved parties shall appear on all documents related to the processing of the grievance. This provision may be waived by all parties concerned.

15.7.7 During the pendency of any proceeding, and until a final determination has been reached, all proceedings (except for Level IV) shall be private and any preliminary disposition shall not be made public without the written agreement of all parties..

15.7.8 An employee grievance shall in no way interfere with the right of the District to proceed in carrying out is management responsibilities subject to final decision of the grievance. In the event the alleged grievance involved an order, requirement, etc. (except for those matters which in fact would adversely affect the personal safety of the employee), the aggrieved shall fulfill or carry out such order or requirement, etc., pending the decision of the grievance.

ARTICLE 16: DISCIPLINARY ACTION

16.1 As used herein, “disciplinary action” shall mean suspension without pay, demotion, or dismissal.

16.2 Each of the following constitutes cause for disciplinary action against a permanent classified employee:

16.2.1 Falsifying any information supplied to the District, including, but not limited to, information supplied on application forms, employment records, or any other District records.

16.2.2 Failure or inability to perform duties and responsibilities assigned to an employee’s position.

16.2.3 Insubordination.

16.2.4 Dishonesty.

16.2.5 Drinking alcoholic beverages while on duty; drinking alcoholic beverages prior to duty times as to cause any detrimental effect on the employee’s ability to perform the duties and responsibilities of his/her position.

16.2.6 Unauthorized use of narcotics; controlled substances, or habit forming drugs; use of any medication or other substance as to cause detrimental effect on the employee’s ability to perform the duties and responsibilities of his/her position.

16.2.7 Absence and/or repeated tardiness without authority or sufficient reason.

16.2.8 Conviction of a felony, conviction of any sex offense made relevant by provisions of Education Code, or conviction of a misdemeanor which is of such a nature as to adversely affect the employee's ability to perform the duties and responsibilities of his/her position. A plea of guilty, or a conviction following a plea of nolo contendere, is deemed to be a conviction within the meaning of this section.

16.2.9 Conduct which adversely affects the employee's ability to perform the duties and responsibilities of his/her position.

16.2.10 Discourteous, abusive, or offensive treatment of the public, pupils, or other employees.

16.2.11 Improper political activity as governed by Federal and State law.

16.2.12 Willful or negligent damage to public property or equipment.

16.2.13 Violation of or refusal to obey the school laws of the State or the rules and regulations of the District.

16.2.14 Failure to possess or keep in effect any license, certificate, or other similar requirement specified in the employee's class specification or otherwise necessary for the employee to perform the duties of this position.

16.2.15 Consistent with applicable law, physical or mental disability which disability precludes the employee from the proper performance of his/her duties and responsibilities, as determined by competent medical authority.

16.2.16 For employees who drive a vehicle in the regular course of their employment:

Failure to satisfy the insurability requirement of the District's insurance carrier under the District's regular insurance policies. The District's ability to obtain insurance for the employee under a high risk or any policy other than the regular insurance policies does not mitigate this failure.

16.2.17 Abandonment of position.

16.2.18 Offering any service in exchange for special treatment in connection with the employee’s job or employment, or acceptance of anything of value or any service in exchange for granting any special treatment to another employee or to any member of the public.

16.2.19 Revealing confidential information, including, but not limited to, personnel and student records.

16.3 No disciplinary action shall be taken for any cause which arose prior to the employees becoming permanent, nor for any cause which arose more than two (2) years preceding the date of the filing of the notice of cause unless such was concealed or not disclosed by such employee when it could be reasonably assumed that the employee should have disclosed the facts to the District.

16.4 The Superintendent or designee may initiate a disciplinary action as defined herein against a permanent classified employee.

16.5 Except in cases of emergency where the employee must be removed from the premises immediately, at least five (5) calendar days prior to the effective date of any disciplinary action, the Superintendent or designee, shall give the employee written notice of the proposed disciplinary action. The notice shall include the causes for the proposed action, a copy of the materials upon which the proposed action is based, and the right to respond either orally or in writing prior to the proposed disciplinary action. Any response made by the employee shall be considered by the Superintendent prior to initiating any disciplinary action. In the event of emergency circumstances that require removal of the employee from the worksite immediately, such notice and right to response shall be provided to the employee at the earliest reasonable time after his/her removal from the premises.

16.6 If the Superintendent initiates a disciplinary action, he/she shall serve a written notice of disciplinary action upon the employee either personally or by registered or certified mail, return receipt requested, at the employee's last known address.

The notice shall include:

16.6.1 A statement of the nature of the disciplinary action (suspension with or without pay, demotion, or dismissal);

16.6.2 A statement of the cause therefore as set forth in 16.2 above;

16.6.3 A statement of the specific acts or omissions upon which the causes are based. If a cause stated in 16.2 above is alleged, the rule, regulations or law violated shall be set forth in the recommendation;

16.6.4 A statement of the employee's right to appeal to the Board of Trustees the disciplinary action and of the manner and time within which his/her appeal must be filed; which shall be not less than five (5) business days; and

16.6.5 A card or paper, signing and filing of which shall constitute a demand for hearing before the Board of Trustees and a denial of all charges.

The request for hearing may be mailed to the office of the Superintendent but must be received or postmarked no later than the time limit stated herein. If the employee fails to file such a request for hearing within the time specified, the employee shall be deemed to have waived his/her right to appeal.

16.7 The Board shall conduct a hearing on the appeal at the earliest convenient day, taking into consideration the established schedule of the Board of Trustees and the availability of counsel and witnesses.

16.7.1 Rights of Employee. The employee shall attend any hearing, unless excused by the Governing Board, and shall be entitled to:

(1) Be represented by counsel or any other representative approved by the Association;

(2) Testify under oath;

(3) Consistent with applicable law, compel the attendance of other District employees to testify in his/her behalf;

(4) Cross-examine all witnesses appearing against him/her and all District employees whose actions are in question or who have investigated any of the matters involving in the hearing and whose reports are offered in evidence before the Governing Board;

(5) Present such affidavits, exhibits, and other evidence pertinent to the inquiry;

(6) The party attempting to substantiate the charges against the employee shall be entitled to the same privileges.

16.7.2 Evidence. The hearing shall be informal and need not be conducted according to technical rules relating to evidence and witnesses. Oral evidence shall be taken only under oath or affirmation.

16.7.3 Exclusion of Witnesses. Upon the request of either party, the Governing Board shall exclude witnesses not under examination, except the employee and the party attempting to substantiate the charges against the employee, and their respective counsel. When hearing testimony on scandalous or indecent conduct, all persons not having a direct interest in the hearing may be excluded.

16.7.4 Burden of Proof. The burden of proof shall be upon the District.

16.7.5 Findings and Decisions. After completion of the hearing the Governing Board shall issue a written decision on the matter. Unless the decision provides otherwise, it shall be effective immediately. Notice of the decision shall be mailed promptly to the employee and his/her counsel or representative. Except for the correction of clerical error, such decision shall be final and conclusive, subject to established rights of judicial review.

16.7.6 Report of Hearings. Hearings may be conducted without a stenographic reporter. If both parties request a stenographic report, the costs shall be borne equally. If only one party requests such a report, that party shall bear the cost.

16.7.7 Transcripts of Hearings. Transcripts of hearings shall be furnished to any party to the hearing on payment of the costs of preparing such transcripts. When transcripts are provided by District employees, the reasonable cost shall be determined by the employee in charge of business affairs.

16.7.8 Continuances. Upon request, the Governing Board may grant a continuance of any hearing upon such terms and conditions as it may deem proper.

16.8 Termination of Probationary Classified Employees

At any time prior to the expiration of the probationary period, the Board of Trustees, may in its sole discretion, dismiss a probationary classified employee from the employ of the District. A probationary classified employee shall not be entitled to a hearing or to any statement of reasons for the Board's actions.

ARTICLE 17: SAVINGS PROVISIONS

17.1 If any provisions of this Agreement are held to be contrary to law by a court of competent jurisdiction, such provisions will not be deemed valid and subsisting except to the extent permitted by law, but all other provisions will continue in full force and effect.

17.2 In the event a provision of this Agreement is so held contrary to law, the parties, upon the written request of one party, shall meet and negotiate concerning a possible, mutually satisfactory replacement for such provision. Such written notice must be provided the other party within ten (10) business days of knowledge of such court ruling.

ARTICLE 18: SAFETY CONDITIONS AND EMPLOYMENT

18.1 It is the responsibility of each employee to report unsafe conditions to his/her immediate supervisor. Such reports shall be in writing.

18.2 The District shall prepare and post rules for employee safety and the prevention of on-the-job accidents.

ARTICLE 19: CONCERTED ACTIVITIES

19.1 It is agreed and understood that there will be no strike, work stoppage, slowdown, illegal picketing or refusal or failure to fully and faithfully perform job functions and responsibilities, or other interferences with the operations of the District by the Association or by its officers, agents, or members during the term of this Agreement, including compliance with the request of other labor organizations to engage in such activity.

19.2 The Association recognizes the duty and obligations of its representatives to comply with the provisions of this Agreement and to make every effort toward inducing all employees to do so. In the event of a strike, work stoppage, slow-down, or other interference with the operations of the District by employees who are represented by the Association, the Association agrees in good faith to take all necessary steps to cause those employees to cease such action.

19.3 It is agreed and understood that any employee violating this Article may be subject to discipline up to and including termination by the District.

19.4 During the term of this Agreement, the District shall not lock out members of the Association as a result of a labor dispute.

ARTICLE 20: COMPLETION OF MEETING AND NEGOTIATING

This Agreement is, to the extent authorized by law, the entire agreement between the parties. It is agreed and understood that the provisions of this Agreement shall not be renegotiated for the term of this Agreement, except as specifically provided herein and except by mutual consent. Any such negotiated modifications to this Agreement shall be reduced to writing and shall be duly signed by the representatives of each party.

Each party may reopen negotiations on Article 13: Compensation, and one other Article of the Agreement by notifying the other party in writing as follows:

No later than May 15, 2004, for proposals to be effective as of the 2004-2005 fiscal year.

ARTICLE 21: TERM

This Agreement shall remain in full force and effect up to and including June 30, 2006, and thereafter shall continue in effect year-by-year unless one of the parties notifies the other in writing no later than March 15, beginning in the year 2006, of the intention to amend or terminate the Agreement.

BRITTAN ELEMENTARY CALIFORNIA SCHOOL

SCHOOL DISTRICT EMPLOYEES ASSOCIATION

______________________________

President, Board of Trustees President, Chapter #467

______________________________

Superintendent Member, Negotiating Committee

_______________________________

Chief Negotiator Labor Relations Representative

Signed this _____ day of ___________, 2003

APPENDIX “A”

SALARY SCHEDULE

Effective July 1, 2003

APPENDIX “B”

JOB FAMILIES OR CLASSES

Pursuant to Article 7.1.2

Maintenance

Custodial Maintenance Coordinator

Custodial Maintenance I

Skilled Maintenance I

Instructional Aides

Instructional Aide I

Instructional Aide II

Preschool Aide

Computer Aide*

Bilingual Aide*

*To displace into positions with these classifications, unit members must possess the required

experience and other qualifications.

Library

Library Aide I

Library Aide II

Media Coordinator

Food Service

Food Service Coordinator

Cook I

Cook II

Technology

Technology Coordinator

Clerical

School Secretary/Attendance Clerk

Account Clerk

Yard Duty

Yard Duty Assistant

BRITTAN ELEMENTARY SCHOOL DISTRICT

Job Description

Custodial Maintenance Coordinator

DEFINITION

Under general supervision, is responsible for the maintenance of school, grounds, equipment, and facilities; does related minor repair work as required.

EXAMPLES OF DUTIES

May perform all of the duties of Custodial/Maintenance I or Skilled Maintenance I.

Responsible to see all repair work is done whether by staff or by arrangement for contract help. Coordinates with certificated staff, all repair and supply requests in a timely manner. Makes lock and door closure repairs, performs minor repairs to light system, heating controls, bathroom and kitchen plumbing, sprinkler system and controls. Stripes athletic fields and prepares grounds as needed for sporting events and/or school functions. May drive light truck and operate other motorized equipment. Schedules and maintains school vans and trucks. Schedules and does chemical applications to control weeds and fertilizes fields. Makes suggestions for Deferred Maintenance program.

Assists in scheduling for work to be completed, assists in the preparation of short and long range plans for facilities, schedules work assignments for maintenance staff, monitors and reviews maintenance budget, monitors and schedules all district equipment for repair and service, monitors maintenance agreements relative to the district plant operation. Orders materials and supplies for the maintenance department. Assists in the ordering and delivery of large school supplies. Assures that school supplies are distributed. Maintains motion alarm system and trains staff in use of alarm system.

KNOWLEDGE AND ABILITIES

1. Physical ability to perform heavy manual labor.
2. Broad knowledge of equipment, tools, terms and methods used in building and grounds maintenance.
3. Ability to properly use and maintain tools and power equipment for custodial and building and grounds maintenance work.
4. Ability to follow oral and written instructions.
5. Ability to complete work with a minimum of direct supervision.
6. Ability to establish and maintain effective working relationships with students, teachers, public and other District employees.
7. Ability to operate the school district alarm system.
8. Ability to use a computer and applicable software applications.

PHYSICAL DEMANDS

The physical requirements indicated below are examples of the physical aspects that this position classification must perform in carrying out essential job functions.

1. Person performing service in this position classification will exert 50 to 75 pounds of force frequently to lift, carry, push, pull, or otherwise move objects and occasionally will

Job Description

Custodial Maintenance Coordinator

Page 2

lift up to 90 pounds. This type of work may involve ascending and descending ladders, stairs, scaffolding, and ramps, and will involve walking or standing for extended periods.

2. Perceiving the nature of sound, near and far vision, depth perception, providing oral information.
3. The manual dexterity to operate equipment and use hand tools, and handle the work with various materials and objects.

ENVIRONMENT

1. Work enjoinment – indoors and outdoors.
2. Temperature – normal climate, occasional adverse weather conditions.
3. Chemical exposure – occasional: fertilizer, herbicides, pesticides, gasoline, oil, solvents.
4. Noise/vibrations – frequent: mower, blower, generator, jack hammer and chipper.
5. Fumes/gases/odors – occasional: gasoline, oil, solvents.
6. Dust – frequent: blower, sander and concrete
7. Work surfaces – grass, asphalt, concrete and rough terrain

EXPERIENCE AND EDUCATION

Any combination of experience and training that would likely provide the required knowledge and skill is qualifying. A typical way to obtain the required knowledge and skill would be:

Equivalent to completion of high school and minimum of four years of related paid work experience in building maintenance of a skilled level, preferably including responsibility for planning and laying out work and supervising the work of others.

LICENSE

1. Possession of a valid California Operators License is required.
2. Possession or ability to earn chemical application license is also required.

BRITTAN ELEMENTARY SCHOOL DISTRICT

Job Description

CUSTODIAL MAINTENANCE I

DEFINITION

Under general supervision, maintains school building, grounds, equipment and facilities; does related work as required.

EXAMPLES OF DUTIES

Sweeps, mops, vacuums, waxes and scrub floors; dusts, waxes, washes and polishes furniture and woodwork; empties and cleans waste receptacles; washes windows and walls; cleans restrooms; sweeps sidewalks and areas around building; moves and arranges furniture and equipment; cleans fountains, polishes metal work; replaces light bulbs and replenishes supplies; check lights and locks on doors and windows; makes minor repairs and reports the need for other repairs; takes care of equipment and materials used in custodial work; operates power cleaning equipment; moves, arranges and sets up furniture and equipment for athletic or special events and meetings; may paint or do other miscellaneous maintenance work as directed. Assembles playground equipment as needed. Distributes teacher supplies to classrooms.

KNOWLEDGE ANDABILITIES

1. Physical ability to perform heavy manual labor.
2. Knowledge of equipment, tools, terms and methods used in building and grounds maintenance.
3. Ability to properly use tools and power equipment for custodial and building and grounds maintenance work.
4. Ability to follow oral and written instructions.
5. Ability to establish and maintain effective working relationships with students, teachers, administrators and public.
6. Ability to operate the school alarm system.
7. Ability to operate a computer and applicable software programs.

PHYSICAL DEMANDS

The physical requirements indicated below are examples of the physical aspects that this position classification must perform in carrying out essential job functions.

1. Persons performing services in this position classification will exert 50 to 75 pounds of force frequently to lift, carry, push, pull or otherwise move objects and will occasionally lift up to 90 pounds.
2. This type of work may involve ascending ad descending ladders, stairs, scaffolding and ramps, and will involve walking or standing for extended periods.
3. Perceiving the nature of sound, near and far vision, depth perception, providing oral information, manual dexterity to operate equipment and use hand tools and handle work with various materials and objects are important aspects of this job.

ENVIRONMENT

Exposure to hot, cold, wet, humid or windy conditions caused by weather may occasionally be experienced.

Job Description

Custodial Maintenance I

Page 2

EXPERIENCE AND EDUCATION

Any combination of experience and training that would likely provide the required knowledge and skill is qualifying. A typical way to obtain the required knowledge and skill would be:

Equivalent to completion of high school and a minimum of one year of related paid work experience.

LICENSE

Possession of a valid California Operators License is required.

BRITTAN ELEMENTARY SCHOOL DISTRICT

Job Description

SKILLED MAINTENANCE I

DEFINITION
Under general supervision performs skilled and semi-skilled work in maintaining school buildings, grounds, equipment and facilities; does related work as required.

EXAMPLES

May perform all of the duties of Custodial Maintenance I.

Performs skilled and semi-skilled maintenance work in, the repair, alteration, and installation of electrical systems; the repair, alteration, and minor installation of plumbing systems, including water lines, sewer lines, and related facilities and equipment; the repair, alteration, and minor installation of heating, ventilating, and cooling systems; performs semi-skilled carpentry maintenance work in the repair, alteration, and construction of buildings and related equipment; installs window glass; builds forms and pours concrete; makes roof repairs; makes lock and doors closure repair, performs semi-skilled maintenance work in the repair of asphalt, masonry, and plaster; maintains and operates tools, equipment, and materials used in the above work, may perform welding work; may drive a light truck and operate other motorized equipment.

KNOWLEDGE AND ABILITIES

1. Physical ability to perform heavy manual labor.
2. Broad knowledge of equipment, tools, terms, and methods used in building and grounds maintenance.
3. Ability to properly use and maintain tools and power equipment for custodial and building and grounds maintenance work.
4. Ability to follow oral and written instructions.
5. Ability to complete work with a minimum of direct supervision.
6. Ability to establish and maintain effective working relationships with students, teachers, public, and other District employees.
7. Ability to operate the school alarm system.
8. Ability to operate a computer and applicable software programs.

PHYSICAL DEMANDS

The physical requirements indicated below are examples of the physical aspects that this position classification must perform in carrying out essential job functions.

1. Person performing service in this position classification will exert 50 to 75 pounds of force frequently to lift, carry, push, pull, or otherwise move objects and occasionally will lift up to 90 pounds.
2. This type of work may involve ascending and descending ladders, stairs, scaffolding, and ramps and will involve walking or standing for extended periods.
3. Perceiving the nature of sound, near and far vision, depth perception, providing oral information.
4. The manual dexterity to operate equipment and use hand tools, and handle the work with various materials and objects.

Job Description

Skilled Maintenance I

Page 2

ENVIRONMENT

1. Work environment – indoors and outdoors.
2. Temperature – normal climate, occasional adverse weather conditions.
3. Chemical exposure – occasional: fertilizer, herbicides, pesticides, gasoline, oil, solvents.
4. Noise/vibrations – frequent: mower, blower, generator, jack hammer and chipper.
5. Fumes/gases/odors – occasional: gasoline, oil, solvents.
6. Dust – frequent: blower, sander and concrete
7. Work surfaces – grass, asphalt, concrete and rough terrain

EXPERIENCE AND EDUCATION

Any combination of experience and training that would likely provide the required knowledge and skill is qualifying. A typical way to obtain the required knowledge and skill would be:

Equivalent to completion of high school and a minimum of four years of related paid work experience in building maintenance.

LICENSE

Possession of a valid California Operators License is required.

BRITTAN ELEMENTARY SCHOOL DISTRICT

Job Description

INSTRUCTIONAL AIDE I

DEFINITION

Under direct supervision, to assist in the instruction of students; to relieve the teacher of routine clerical duties; as assigned may supervise students before and after school and during recesses and lunch; and to do related work as required.

EXAMPLES OF DUTIES

Works with students individually or in small group, tutoring, reinforcing or following up on the teacher’s lessons; assists in testing and in scoring tests and in the evaluation of the instruction and the student’s progress and problems, may follow teacher’s lesson plans, assist teacher in preparation of plans or develop own plans based on teacher’s direction and explanation of the student’s needs; may serve as a curriculum resource assistant and order and maintain inventories of curriculum materials; scores tests and charts student progress for teacher; assists in developing teaching aids by suggesting new aids and activities; prepares materials and operates instructional equipment; maintains an inventory of equipment; keeps records such as attendance, grades and test scores; cleans and organizes classroom or learning facility, maintains school facilities and equipment in a clean, orderly and sanitary condition in assigned areas; assists with physical needs of handicapped students; may supervise students outside of classrooms.

KNOWLEDGE AND ABILITIES

1. Knowledge of basic methods used in instruction.
2. Ability to understand and apply rules, regulations, procedures and policies.
3. Ability to establish and maintain effective working relationships with students, parents, teachers and administrators.
4. Ability to operate a computer and applicable software programs.

PHYSICAL DEMANDS

The physical requirements indicated below are examples of the physical aspects that this position classification must perform in carrying out the essential job functions.

1. Requires mobility of arms to reach and dexterity of hands to grasp and manipulate small objects.
2. Light to moderate physical effort standing and/or walking for extended periods of time.
3. Mobility to stand, stoop, reach and bend.
4. Perform work, which involves the occasional lifting, pushing and/or pulling of objects, which may occasionally weigh up to 50 pounds.

ENVIRONMENT

Primarily indoor classroom and school environment.

EXPERIENCE AND EDUCATION

A combination of experience and education that would provide the required knowledge and skills to perform the duties of this position. A typical way to obtain the required knowledge and skill would be:

Job Description

Instructional Aide I

Page 2

Equivalent to graduation from high school and some experience working with elementary age children.

PROFICIENCY TEST

Earning a passing score on the District’s Instructional Aide Proficiency Test is required.

BRITTAN ELEMENTARY SCHOOL DISTRICT

Job Description

INSTRUCTIONAL AIDE II

DEFINITION

Under general supervision, to assist in the instruction of students, to relieve the teacher of routine clerical duties; as assigned may supervise students before and after school and during recesses and lunch, and to do related work as required. May perform all the duties of Instructional Aide I.

This classification is distinguished from the Instructional Aide I classification by the ability to perform more complex and difficult level tasks with less supervision.

EXAMPLES OF DUTIES

Works with students individually or in small groups, tutoring, reinforcing or following up on the teacher’s lessons; assists in testing and in scoring tests and in the evaluation of the instruction and the student’s progress and problems may follow teacher’s lesson plans; assist teacher in preparation of plans or develop own plans based on teacher’s direction and explanation of the student’s needs; may serve as a curriculum resource assistant and order and maintain inventories or curriculum materials; scores tests and charts student progress for teacher; assists in developing teaching aides by suggesting new aids and activities; prepares materials and equipment and operates instructional materials; maintains an inventory of equipment; keeps records such as attendance; grades and test scores; cleans and organizes classroom or learning facility; assists with physical needs of handicapped students; may supervise students outside of classrooms; maintains discipline of students in a classroom, school facility or as assigned.

KNOWLEDGE AND ABILITIES

1. Knowledge of basic methods used in instruction.
2. Ability to understand and apply rules, regulations, procedures and policies.
3. Ability to establish and maintain effective working relationships with students, parents, teachers and administrators.
4. Ability to operate a computer and applicable software programs.

PHYSICAL DEMANDS

The physical requirements indicated below are examples of the physical aspects that this position classification must perform in carrying out the essential job functions.

1. Requires mobility of arms to reach and dexterity of hands to grasp and manipulate small objects.
2. Light to moderate physical effort standing and /or walking for extended periods of time.
3. Mobility to stand, stoop, reach and bend.
4. Perform work, which involves the occasional lifting, pushing and/or pulling of objects, which may occasionally weigh up to 50 pounds.

ENVIRONMENT

Primary indoor classroom and school environment

Job Description

Instructional Aide II

Page 2

EDUCATION AND EXPERIENCE

A combination of education and experience that would provide the required knowledge and skills to perform the duties of this position. A typical way to obtain the required knowledge and skill would be:

Equivalent to an Associates of Arts degree in a field related to elementary education and some experience working with elementary age children.

PROFICIENCY TEST

Earning a passing score on the District’s Instructional Aide Proficiency test as required.

BRITTAN ELEMENTARY SCHOOL DISTRICT

Job Description

PRE-SCHOOL AIDE

DEFINITION

Under direct supervision, cares for and supervises pre-school children in district child care facilities; assists in planning and conducting educational programs for preschool children; performs other related work as required.

EXAMPLES OF DUTIES

Observes, cares for, and supervises children during play, rest, meals and other activities; conducts instructional activities for preschool children; prepares and serves food during meal and snack time; maintains facilities and equipment in a clean, orderly and sanitary condition.

KNOWLEDGE AND ABILITIES

1. Ability to follow oral and written instructions.
2. Ability to assist in pre-school instructional activities.
3. Ability to supervise children during a wide variety of activities to ensure their safety and to carry out the purposes of the scheduled activities.
4. Ability to develop and maintain effective working relationships with other employees and parents.
5. Knowledge of accepted child care practices.
6. Ability to operate a computer and applicable software programs.

Physical Demands

The physical requirements indicated below are examples of the physical aspects that this position classification must perform in carrying out the essential job functions.

1. Requires mobility of arms to reach and dexterity of hands to grasp and manipulate small objects.
2. Light to moderate physical effort standing and/or walking for extended periods of time.
3. Mobility to stand, stoop, reach and bend.
4. Perform work, which involves the frequent lifting, pushing and/or pulling of objects, which may occasionally weigh up to 50 pounds.

ENVIRONMENT

Primarily indoor classroom and school environment.

EXPERIENCE AND EDUCATION

Equivalent to graduation from high school.

Some related paid experience in a childcare facility.

BRITTAN ELEMENTARY SCHOOL DISTRICT

Job Description

COMPUTER AIDE

DEFINITION

Under general supervision, instructs students in keyboarding skills and the use of personal computers; as assigned, may supervise students, and to do related work as required.

EXAMPLES OF DUTIES

Works with students individually or in small groups; instructs students in keyboarding skills and the use of personal computers; administers and scores tests and charts students’ progress; keeps records such as attendance; grades and test scores; cleans and organizes learning facility; may supervise students outside of classroom.

KNOWLEDGE AND ABILITIES

1. Broad knowledge of the use and care of personal computer hardware and software.
2. Knowledge of basic methods used in instruction.
3. Ability to understand and apply rules, regulations, procedures and policies.
4. Ability to establish and maintain effective working relationships with students, parents, teachers and administrators.

PHYSICAL DEMANDS

The physical requirements indicated below are examples of the physical aspects that this position classification must perform in carrying out the essential job functions:

1. Requires mobility of arms to reach and dexterity of hands to grasp and manipulate small objects.
2. Light to moderate physical effort standing and/or walking for extended periods of time.
3. Mobility to stand, stoop, reach and bend.
4. Perform work, which involves the occasional lifting, pushing and/or pulling of objects, which may occasionally weigh up to 50 pounds.

ENVIRONMENT

1. Primarily indoor classroom and school environment
2. Frequent interaction with students, public and staff.
3. Noise level in the work environment is usually moderate.

EXPERIENCE AND EDUCATION

A combination of experience and education that would provide the required knowledge and skills to perform the duties of the position. A typical way to obtain the required knowledge and skill would be:

Equivalent to an Associates of Arts degree in a related field and some related experience involving the use of computers, preferably working with elementary age students.

PROFICIENCY TEST

Earning a passing score on the District Instructional Aide Proficiency test is required.

BRITTAN ELEMENTARY SCHOOL DISTRICT

Job Description

BILINGUAL AIDE

DEFINTION

Under general supervision, instructs students to gain proficiency in the English language, as assigned, may supervise students; and to do related work as required.

EXAMPLES OF DUTIES

Works with students individually or in small groups; instructs students in reading, writing and speaking the English language; administers and scores tests and charts students progress; keeps records such as attendance, grades and test scores; cleans and organizes learning facility; may supervise students outside of classroom.

KNOWLEDGE AND ABILITIES

1. Knowledge of English grammar, spelling and syntax.
2. Fluency in an appropriate language.
3. Knowledge of basic methods used in instructions.
4. Ability to understand and apply rules, regulations, procedures and policies.
5. Ability to establish and maintain effective working relationships with students, parents, teachers and administrators.
6. Ability to operate a computer and applicable software programs.

PHYSICAL DEMANDS

The physical requirements indicated below are examples of the physical aspects that this position classification must perform in carrying out the essential job functions.

1. Requires mobility of arms to reach and dexterity of hands to grasp and manipulate small objects.
2. Light to moderate physical effort standing and/or walking for extended periods of time.
3. Mobility to stand, stoop, reach and bend.
4. Perform work, which involves the frequent lifting, pushing and/or pulling of objects, which may occasionally up to 50 pounds.

ENVIRONMENT

1. Primarily indoor classroom and school environment.

EXPERIENCE AND EDUCATION

A combination of experience and education that would provide the required knowledge and skills to perform the duties of this position. A typical way to obtain the required knowledge and skill would be:

Equivalent to an Associates of Arts degree in a related field and some related experience preferably working with elementary age students.

PROFICIENCY TEST

Earning a qualifying score on the District Instructional Aide Proficiency test is required.

BRITTAN ELEMENTARY SCHOOL DISTRICT

Job Description

LIBRARY AIDE I

DEFINITION

Under general supervision, perform specialized clerical work in the receipt, processing and circulation of books, periodicals, audio-visual and other instructional materials in a media center or other satellite library facility; supervise students in the media center and elsewhere as assigned, and to do related work as required.

EXAMPLES OF DUTIES

Instructs students in use of library materials; works with students individually or in small groups; tutoring, enforcing, or following up on the teacher’s lessons. Assists teachers and students in locating material in books and periodicals; charges out and checks in library materials; types library charge list and send notices to borrowers of overdue books and materials; prepares purchase orders and transmittal forms and types requisitions; collects and returns county films; inventories books and audio visual equipment; compiles a variety of reports; operates various office machines and audio visual equipment; types catalog and shelf list cards; supervises students.

KNOWLEDGE AND ABILITIES

1. Knowledge of library methods and practices.
2. Knowledge of modern office methods and practices.
3. Ability to spell and use good grammar.
4. Ability to type at an acceptable rate of speed.
5. Ability to interpret rules and regulations.
6. Ability to establish and maintain effective relationships with others.
7. Ability to work independently.
8. Ability to operate a computer and applicable software programs.

PHYSICAL DEMANDS

The physical requirements indicated below are examples of the physical aspects that this position classification must perform in carrying out essential job functions.

1. Persons performing service in this position classification will exert 10 to 20 pound of force frequently to lift, carry, push, pull or otherwise move objects.
2. This type of work involves sitting, walking or standing.
3. Perceiving the nature of sound, near and far vision, depth perception, providing oral information, the manual dexterity to operate business related equipment and handle work with various materials and objects are important aspects of this job.

ENVIRONMENT

1. Indoor environment/temperature – normal climate.
2. Continuous interaction with students, public and staff.
3. Noise level in the work environment is usually moderate.

Job Description

Library Aide I

Page 2

EXPERIENCE AND EDUCATION

Any combination of experience and training that would likely provide the required knowledge and skill is qualifying. A typical way to obtain the required knowledge and skill would be:

Equivalent to graduation from high school and some related work experience.

BRITTAN ELEMENTARY SCHOOL DISTRICT

Job Description

LIBRARY AIDE II

DEFINITION

Under general supervision, perform specialized clerical work in the receipt, processing and circulation of books, periodicals, audio-visual and other instructional materials; performs other paraprofessional library works; supervises students in the library and elsewhere as assigned; and to do related work as required.

EXAMPLES OF DUTIES

Assists teachers and students in locating materials in books and periodicals; charges out and checks in library materials; types library charge list and send notices to borrowers of overdue books and materials; prepares purchase orders and transmittal forms and types requisitions; collects and returns county films; inventories books and audio visual equipment; compiles a variety of reports; assists in preparation of budget for library materials and supplies; operates various office machines and audio visual equipment; types catalog and shelf list cards; supervises students.

KNOWLEDGE AND ABILITIES

1. Knowledge of library methods and practices.
2. Knowledge of modern office methods and practices.
3. Ability to spell and use good grammar.
4. Ability to type at an acceptable rate of speed.
5. Ability to interpret rules and regulations.
6. Ability to establish and maintain effective relationships with others.
7. Ability to work independently.
8. Ability to operate a computer and applicable software programs.

PHYSICAL DEMANDS

The physical requirements indicated below are examples of the physical aspects that this position classification must perform in carrying out essential job functions.

1. Persons performing service in this position classification will exert 10 to 20 pound of force frequently to lift, carry, push, pull or otherwise move objects.
2. This type of work involves sitting, walking or standing.
3. Perceiving the nature of sound, near and far vision, depth perception, providing oral information, the manual dexterity to operate business related equipment and handle work with various materials and objects are important aspects of this job.

ENVIRONMENT

1. Indoor environment/temperature – normal climate.
2. Continuous interaction with students, public and staff.
3. Noise level in the work environment is usually moderate.

EXPERIENCE AND EDUCATION

Any combination of experience and training that would likely provide the required knowledge and skill is qualifying. A typical way to obtain the required knowledge and skill would be: Equivalent to graduation from high school and two years responsible-level clerical experience, including at least one year in a library.

BRITTAN ELEMENTARY SCHOOL DISTRICT

Job Description

MEDIA COORDINATOR

DEFINITION

Under general supervision to perform specialized clerical work in the receipt, processing and circulation of books, periodicals, audio-visual and other instructional materials; perform other paraprofessional library work; supervises students in the library and elsewhere as assigned; and to do related work as required.

EXAMPLES OF DUTIES

Assists teachers and students in locating material in books and periodicals; charges out and checks in library materials; types library charge list and send notices to borrowers of overdue books and materials; prepares purchase orders and transmittal forms and types requisitions; collects and returns county films; inventories books and A-V equipment; compiles a variety of reports; assists in supervising and instructing library students in routine library skills; assists in preparation of budget for library materials and supplies; operates various office machines and audio-visual equipment; types catalog and shelf list cards; supervises students

KNOWLEDGE OF ABILITIES

1. Knowledge of current library methods and practices.
2. Knowledge of modern office methods and practices.
3. Ability to spell and use good grammar.
4. Ability to type at an acceptable rate of speed.
5. Ability to interpret rules and regulations.
6. Ability to establish and maintain effective relationships with others.
7. Ability to work independently.
8. Ability to operate a computer and applicable software programs.

PHYSICAL DEMANDS

The physical requirements indicated below are examples of the physical aspects that this position classification must perform in carrying out essential job functions.

1. Persons performing service in this position classification will exert 10 to 20 pounds of force frequently to lift, carry, push, pull or otherwise move objects.
2. This type of work involves sitting, walking and standing.
3. Perceiving the nature of sounds, near and far vision, depth perception, providing oral information, the manual dexterity to operate business related equipment and handle work with various materials and objects are important aspects of this job.

ENVIRONMENT

1. Indoor environment/temperature – normal climate.
2. Continuous interaction with students, public and staff.
3. Noise level in the work environment is usually moderate.

EXPERIENCE AND EDUCATION

Any combination of experience and training that would likely provide the required knowledge and skill is qualifying. A typical way to obtain the required knowledge and skill would be:

Job Description

Media Coordinator

Page 2

Equivalent to graduation from high school and two years of responsible-level clerical experience, including at least one year in a library.

BRITTAN ELEMENTARY SCHOOL DISTRICT

Job Description

FOOD SERVICE COORDINATOR

DEFINITION

Under general supervision, to organize and coordinate the operation of the school cafeteria; to perform skilled functions in the preparation, cooking and baking of a variety of soups, meats, vegetables, desserts and baked goods; receives and stores foodstuffs and supplies; to maintain a variety of records and prepare reports; to do related work as required.

EXAMPLES OF DUTIES

Leads and participates in the preparation, cooking and baking of a variety of meat and vegetable dishes and baked goods utilizing prepared menus and recipes.

Leads and participates in the serving of foods.

Plans and prepares employee work schedules.

Maintains inventory and storeroom records.

Requisitions foodstuffs and supplies

Receives, inspects and confirms quantity and quality of items delivered.

Reviews quality and portion control and the wrapping, arranging and storage of food to ensure the efficient use of foodstuffs and supplies.

Assists in the orientation and in-service training of food service personnel.

Maintains the food service facility and equipment in a clean and sanitary condition.

Collects monies and prepares receipts and bank deposits.

Provides technical input concerning the performance appraisal of food service workers.

Performs related duties as required.

QUALIFICATIONS

Knowledge of:

1. Methods, procedures and techniques for preparing, cooking, baking and serving foods in large quantities.
2. Sanitation and safety practices and procedures.
3. Standard cafeteria appliances and equipment.
4. Menu planning, lunch and breakfast program requirements.
5. Basic arithmetic, record keeping, money handling and banking procedures.
6. Methods and procedures for requisitioning, receiving and storing foodstuffs and supplies.

Ability to:

1. Work with in accordance with a production schedule.
2. Follow oral and written directions.
3. Taste, smell and feel to determine consistency and quality of items produced.
4. Operate machines commonly found in large food service operations.
5. Work independently in the absence of direct supervision.
6. Establish and maintain cooperative working relationships.
7. Operate a computer and applicable software programs.

Job Description

Food Service Coordinator

Page 2

PHYSICAL DEMANDS

1. Requires the ability to stand, stoop, reach and bend for extended periods of time.
2. This type of work involves constant movement within the work area.
3. Perform lifting, pushing and/or pulling objects which do not exceed 50 pounds.
4. Perceiving the nature of sound, near and far vision, depth perception, providing oral information, the manual dexterity to operate food service and business related equipment, handle and work with various materials and objects are important aspects of this job.
5. Reasonable accommodation may be made for individuals with disabilities to perform the essential functions.

ENVIRONMENT

1. While performing the duties of this job, the employee frequently works near moving mechanical parts and is frequently exposed to fumes, airborne particles and caustic chemicals.
2. The employee is occasionally exposed to wet and/or humid conditions and heat.
3. The noise level in the work environment is usually loud.

EXPERIENCE AND EDUCATION

Any combination equivalent to training and experience that could likely provide knowledge, skills and abilities would be qualifying. A typical way to gain knowledge, skills and abilities required of this position would be:

High school diploma or equivalent, and two years of experience in quantity food preparation.

BRITTAN ELEMENTARY SCHOOL DISTRICT

Job Description

COOK I

DEFINITION

Under direct supervision performs manual tasks in the baking and preparation and serving of foods; to clean kitchen equipment and areas; and to do related work; supervise students, including student workers including cafeteria custodial.

EXAMPLES OF DUTIES

Mixes, chops, washes and assembles food and food ingredients; measures and counts items and ingredients; cuts and measures food into serving portions; serves and wraps specific portions; opens cans; moves containers and positions food; operates dishwashers, mixers and other kitchen equipment; washes dishes, utensils, trays, pots and pans; assists in serving directly to students; stores food. Cleans and maintains cafeteria areas including dusting; window washing; spot mopping; washing walls; sweeping; washing and polishing furniture and woodwork; moving and arranging furniture and equipment; polishing metal work; cares for food service equipment; supervises students, including student workers.

KNOWLEDGE AND ABILITIES

1. Knowledge of sanitation practices related to the cooking and serving of food.
2. Ability to follow instructions.
3. Ability to lift moderately heavy containers of food.
4. Ability to stand for prolonged periods.
5. Ability to count, add and subtract small numbers
6. Ability to develop and maintain effective working relationships with students, teachers and other employees.
7. Ability to operate a computer and applicable software programs.

PHYSICAL DEMANDS

The physical requirements indicated below are examples of the physical aspects that this position classification must perform in carrying out essential job functions.

1. Perform work that involves the frequent lifting, pushing and/or pulling of objects that will exert 10 to 50 pounds.
2. This type of work involves constant movement within the work area and will involve walking or standing for extended periods.
3. Requires the mobility to stand, stoop, reach and bend. Requires mobility of arms to reach and dexterity of hands to grasp and manipulate small objects.
4. Perceiving the nature of sound, near and far vision, depth perception, providing oral information, the manual dexterity to operate business related equipment, and handle and work with various materials and objects are important aspects of this job.

ENVIRONMENT

1. While performing the duties of this job, the employee frequently works near moving mechanical parts and is frequently exposed to fumes, airborne particles and caustic chemicals.
2. The employee is occasionally exposed to wet and/or humid conditions and heat.
3. The noise level in the work environment is usually loud.

Job Description

Cook I

Page 2

EXPERIENCE AND EDUCATION

A combination of experiences and education that would provide the required knowledge and skills to perform the duties of this position. A typical way to obtain the required knowledge and skill would be:

Any combination equivalent to completion of high school and some paid experience in preparing or serving food in large quantities.

BRITTAN ELEMENTARY SCHOOL DISTRICT

Job Description

COOK II

DEFINITION

Under general supervision, prepares food and baked goods, performs specialized food service work such as salad preparation; supervises students, including student workers; and to do related work, including cafeteria custodial, as required

EXAMPLES OF DUTIES

May perform all of the duties of Cook I; plus menus and orders supplies and commodities; serves as lead person for employees assigned to the Cook I classification; checks recipes and estimates quantities of supplies needed; measures and assembles ingredients; washes, chops, slices and mixes food; cooks and flavors to meet taste and other requirements of quality; operates food preparation equipment; may apportion foods, store leftovers; take inventory and keeps records; lifts moderately heavy cases and trays. Maintains cafeteria areas such as dusting; window washing; spot mopping; washing walls; sweeping; washing and polishing furniture and woodwork; moving and arranging furniture and equipment; polishing metal work; cares for food service equipment; supervises students, including student workers.

KNOWLEDGE AND ABILITIES

1. Knowledge of proper methods of preparing, cooking and baking foods in quantity.
2. Ability to work in accordance with a production schedule.
3. Ability to taste, smell and feel to determine consistency and quality of items produced.
4. Ability to operate machines commonly found in large food services operations.
5. Ability to follow oral and written directions.
6. Ability to develop and maintain effective working relationships with students, teachers and other employees; ability to lead other food service personnel.
7. Knowledge of and ability to plan menus, order supplies and commodities.
8. Ability to operate a computer and applicable software programs.

PHYSICAL DEMANDS

The physical requirements indicated below are examples of the physical aspects that this position classification must perform in carrying out essential job functions.

1. Perform work that involves the frequent lifting, pushing and/or pulling of objects that will exert 10 to 50 pounds.
2. This type of work involves constant movement within the work area and will involve walking or standing for extended periods.
3. Requires the mobility to stand, stoop, reach and bend. Requires mobility of arms to reach and dexterity of hands to grasp and manipulate small objects.
4. Perceiving the nature of sound, near and far vision, depth perception, providing oral information, the manual dexterity to operate business related equipment, and handle and work with various materials and objects are important aspects of this job.

Job Description

Cook II

Page 2

ENVIRONMENT

1. While performing the duties of this job, the employee frequently works near moving mechanical parts and is frequently exposed to fumes, airborne particles and caustic chemicals.
2. The employee is occasionally exposed to wet and/or humid conditions and heat.
3. The noise level in the work environment is usually loud.

EXPERIENCE AND EDUCATION

Any combination of experience and training that would provide the required knowledge and skills to perform the duties of this position. A typical way to obtain the required knowledge and skill would be:

Equivalent to completion of high school and at least two years of experience in quantity food preparation.

BRITTAN ELEMENTARY SCHOOL DISTRICT

Job Description

TECHNOLOGY COORDINATOR

DEFINITION

Under general supervision instructs students and staff in the use of technology. In particular instruction will focus on the use of personal computers and the use of computers in the classroom. Further instruction includes the use of varied software and/or programs applicable to students, teachers, parents and staff. Responsibilities also include maintenance improvement of the district technology plan, production of monthly newsletter, establishment and maintenance of school and district “Home Page.” Responsibilities also include the maintenance of the NT server and network needed to connect all teachers and office staff to the Internet, and administration and management of the district technology budget.

EXAMPLES OF DUTIES

Works with teaching staff to select appropriate grade level software for use in the classroom, works directly with 7^th and 8^th grade students to develop and maintain a district web page. Repairs and maintains technology hardware equipment for the district and contracts out for work needed beyond basic repairs. Teaches all staff how to access e-mail and how to send e-mail messages. Monitors the district technology budget and does quarterly reviews of the budget with the business manager or the superintendent.

KNOWLEDGE AND ABILITY

1. Broad knowledge of the use and repair of personal computers, both Macintosh and PC.
2. Broad knowledge of the operations and uses of an NT server system.
3. Ability to teach adults and students.
4. Ability to maintain and balance a program budget.
5. Basic knowledge of web page establishment and maintenance.
6. Broad knowledge of educational computer software.
7. Willing to work a flexible schedule.

PHYSICAL DEMANDS

The physical requirements indicated below are examples of the physical aspects that this position classification must perform in carrying out essential job functions.

1. Perform work, which involves the frequent lifting, pushing and/or pulling of objects, which may occasionally weigh up to 50 pounds.
2. This type of work involves sitting, walking or standing.
3. Perceiving the nature of sound, near and far vision, depth perception, providing oral information, the manual dexterity to operate business related equipment, and handle work with various materials and objects are important aspects of this job.

ENVIRONMENT

1. Indoor environment/temperature-normal climate.
2. Frequent interaction with students, public and staff.
3. Noise level in the work environment is usually moderate.

Job Description

Technology Coordinator

Page 2

EXPERIENCE AND EDUCATION

Any combination of experience and training that would likely provide the required knowledge and skill is qualifying. A typical way to obtain the required knowledge and skill would be:

Equivalent to BA degree in computer technology. Experience working with adults and elementary age students including technology.

Earning a passing grade on the district’s Instructional Aide Proficiency test is required.

BRITTAN ELEMENTARY SCHOOL DISTRICT

Job Description

SCHOOL SECRETARY/ATTENDANCE CLERK

DEFINITION

Under general supervision, serves as the school secretary and the secretary for the Vice-Principal; maintains student attendance records and prepares reports; to do related work as required.

EXAMPLES OF DUTIES

1. Performs a wide variety of responsible level clerical and secretarial duties involving frequent contact with students, staff and the general public.
2. Compiles, calculates and prepares a variety of data for detailed reports, including attendance, testing and student transcripts and records.
3. Prepares a variety of reports, letters, bulletins, memorandum and other documents, including material of a confidential nature.
4. Operates standard office machines, including computer operating systems and programs.
5. Answers telephone, takes messages, provides information and/or refers callers to appropriate sources.
6. Receives, opens and routes U.S. and inter-district mail.
7. Telephones parents concerning student attendance and health matters.
8. Collects developer fees.
9. Updates district voice mail system as necessary.
10. Consistent with District policies, dispenses medications to students.
11. Registers incoming students.
12. Performs related duties as required.

QUALIFICATIONS

Knowledge of:

1. Modern office practices and procedures, including filing methods and office machine operations, including computer technology.
2. Basic math skills.
3. District policies and procedures related to developer fees and student registration, admissions, attendance and records maintenance.
4. Proper receptionist and telephone techniques.

Ability to:

1. Use English properly, including spelling, punctuation and grammar.
2. Follow oral and written directions.
3. Maintain integrity of confidential materials
4. Perform job assignments with numerous interruptions.
5. Work independently in the absence of supervision.
6. Work effectively with the public in person and over the telephone.
7. Organize work and meet deadlines.
8. Keyboard at the rate of 60 net words per minute.
9. Establish and maintain cooperative working relationships.

Job Description

School Secretary

Page 2

PHYSICAL DEMANDS

1. Requires the ability to stand, stoop, reach and bend.
2. Perform work, which involves the occasional lifting, pushing and/or pulling objects which do not exceed 50 pounds.
3. Reasonable accommodation may be made for individuals with disabilities to perform the essential functions.

ENVIRONMENT

1. Indoor environment/temperature-normal climate.
2. Continuous interaction with students, public and staff.
3. Noise level in the work environment is usually moderate.

EXPERIENCE AND EDUCATION

Any combination equivalent to training and experience that could likely provide knowledge, skills and abilities would be qualifying. A typical way to gain knowledge, skills and abilities required of this position would be:

High school diploma or equivalent, supplemented by course work in clerical areas. Two years of responsible clerical work, preferably in the educational field.

BRITTAN ELEMENTARY SCHOOL DISTRICT

Job Description

ACCOUNT CLERK

DESCRIPTION

To perform basic accounting functions in the preparation and processing of assigned financial records and reports, and in areas including accounts payable, payroll, and student body accounts.

SUPERVISOR

This position will be under the direct supervision of the Business Manager. In the absence of the Business Manager, the Superintendent will supervise the position.

TYPICAL DUTIES

1. Assist in the maintenance of the financial records and process documents involved in financiaL/special reporting transactions; preparing copies, batching or sorting as necessary.

2. Check documents for proper budget authorization before processing.

3. Reviews and verifies accuracy of invoices, purchase orders, receiving documents, and similar documents.

4. Input all Accounts Payable data to Sutter County Superintendent of Schools Office via computer system.

5. Set up year-end Accounts Payable.

6. Initiate correspondence or other necessary steps to correct any deficiencies found between purchase order, invoices, or receipt of merchandise from vendors.

7. Audit all timecards for accuracy and input all payroll data to Sutter County Superintendent of Schools Office via computer system.

8. Establish and maintain subsidiary payroll records.

9. Maintain detail back up for internal and external auditing.

10. File Report of Separation forms for personnel retiring, quitting, leaves of absence, etc.

11. Operates calculator, computer terminal, PC, printer, fax, copier, and other standard office machines.

12. Maintain necessary records and prepare mandated cost claims.

13. Establish and maintain student body accounting system and provide required reports.

14. Performs other duties similar to the above in scope and function as required.

EMPLOYMENT STANDARDS

Knowledge of:

-purpose, methods, and practices of financial and accounting record keeping;

-general bookkeeping principles and procedures;

-basic arithmetic functions;

-proper English usage and grammar.

Ability to:

-learn the appropriate rules, regulations and technical procedures used for program accounting records;

Job Description

Account Clerk

Page 2

-understand and carry out directions in an independent manner;

-apply general rules and regulations to specific cases;

-perform arithmetic calculations accurately and rapidly;

-input data/word process accurately at a rate required for successful job performance;

-operate office machines and equipment including a computer terminal, PC, fax, printer, calculator, and copy machine;

-maintain a variety of record keeping systems;

-prepare a variety of accurate financial and statistical reports and summaries; identify and correct errors in mathematical computations and financial documents;

-maintain a chart of accounts for the various programs and funding sources;

-communicate effectively in both oral and written forms;

-establish and maintain effective working relationships with those contacted in the performance of required duties.

PHYSICAL DEMANDS

-Requires the ability to stand, stoop, reach, and bend.

-Perform lifting, pushing and/or pulling objects which do not normally exceed 30 pounds.

Reasonable accommodations may be made for individuals with disabilities to perform the essential functions.

ENVIRONMENT

-Indoor environment/temperature — normal climate.

-Continuous interaction with students, public and staff.

-Noise level in the work environment is usually moderate.

EXPERIENCE AND EDUCATION

Any combination equivalent to training and experience that could likely provide knowledge, skills and abilities would be qualifying. A typical way to gain knowledge, skills and abilities required of this position would be:

-High school diploma or equivalent, supplemented by course work in accounting areas.

-Two years of responsible accounting work, preferably in the educational field.

-Successfully completing a proficiency test is required.

BRITTAN ELEMENTARY SCHOOL DISTRICT

Job Description

YARD DUTY ASSISTANT

DEFINITION

Under direct supervision; as assigned to monitor, direct and supervise students during recess and/or lunch periods and to enforce school rules and policies pertaining to student conduct, welfare, health and safety. This job class exercises responsibility for the conduct, welfare, health and safety of students in assigned areas such as playground, cafeteria and classroom and requires a high degree of positive contact with students; and to perform other work as required.

EXAMPLES OF DUTIES

1. Maintains the safety and order of students within assigned areas such as playgrounds, cafeteria, classrooms, hallways and restrooms while enforcing school rules and regulations.
2. Observes and monitors students play/recreational activities ensuring school rules are followed.
3. Monitors students while eating in assigned classrooms/cafeteria maintaining orderly student behavior and conduct.
4. Inspects assigned areas for unsafe conditions regularly and refers hazards to appropriate source.
5. Anticipates and intervenes to resolve student disputes and prevent situations that may cause accidents or endanger students’ welfare or safety.
6. Organizes and/or participates in safe and enjoyable play/recreational activities.
7. Maintains discipline consistent with play/eating area; writes up warnings and detention/referral slips.
8. Completes accident/injury reports and submits to the appropriate source in accordance with school policy.
9. Monitors the proper usage of all playground equipment.

KNOWLEDGE AND ABILITIES

1. Ability to follow oral and written instructions; district and school policies related to the conduct, safety and welfare of students in assigned areas.
2. Ability to operate a computer and applicable software programs.
3. Ability to assist in instructional activities.
4. Ability to supervise children during a wide variety of activities to ensure their safety and to carry out the purposes of the scheduled activities.
5. Ability to develop and maintain effective working relationships with students, staff and parents.
6. Knowledge of accepted child care practices.

PHYSICAL DEMANDS

1. Require the mobility to stand, stoop, reach and bend.
2. Require mobility of arms to reach and dexterity of hands to grasp and manipulate small objects.
3. Require the ability to stand for extended periods.
4. Require the ability to walk long distances.
5. Perform work, which involves the frequent lifting, pushing and/or pulling of objects, which may occasionally weigh up to 50 pounds.
6. Require to occasionally work in adverse weather conditions.

Job Description

Yard Duty Assistant

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EDUCATION AND EXPERIENCE

Equivalent to graduation from high school and/or some experience working with elementary age children.