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Article 5 – General Employment Practices

Article 5 – General Employment Practices

5.01 - Contract Status and Reappointment:

  1. Probationary and Annual Contract:
    1. Reappointment Recommendation: Administrators are encouraged to recommend the reappointment of instructional staff with annual contract status who have demonstrated positive performance. Evidence of positive performance may include, but is not limited to:
      1. Professional Development: Completion of appropriate professional development.
      2. Certification: Obtaining or maintaining professional certification.
      3. Experience: Years of District service or years of Teaching experience.
      4. Participation: As measured by positive attendance, responsiveness to the school community, or participation in programs that encourage student achievement and contribute to staff or student morale.
      5. Mentoring: Mentoring of other members of the instructional staff.
      6. Performance: As measured by positive student performance data, a history of positive final performance evaluations, or the absence of disciplinary documentation.
    2. Non-Reappointment Recommendation - Reviewable: Upon employee or TALC request, that the District will review an administrator’s recommendation for non-reappointment, if:
      1. Two Most Recent Evaluations: An employee’s two most recent evaluations are Highly Effective.
      2. Three Most Recent Evaluations: An employee’s three most recent evaluations are a combination of Highly Effective and Effective.
      3. Probationary Contract Status: An employee is on a probationary contract, received an Effective manager’s rating, and was responsive to administrative coaching.
    3. Non-Reappointment Recommendation - Non-Reviewable: The District will not review recommendations for non-reappointment, if:
      1. Position Eliminated: A teaching position does not exist at the school for the following year.
      2. Failure to Maintain Certification: An employee has failed to maintain proper certification.
      3. Disciplinary Documentation: An employee has received a letter of reprimand or more significant discipline.
    4. Reversal of Non-Reappointment Recommendation: The District may reverse an administrator’s recommendation for non-reappointment and recommend that an employee be reappointed at the same school or another location.
    5. Required Reporting: Florida Statute requires that a report be made to the Florida Department of Education (FL DOE), if:
      1. Two Unsatisfactory Ratings: An employee receives two unsatisfactory evaluation ratings in a three-year period.
      2. Three Needs Improvement Ratings: An employee receives three consecutive needs improvement ratings.
      3. Three Most Recent Evaluations: An employee receives a combination of needs improvement and unsatisfactory ratings for three consecutive years.
      4. Failure to Complete Annual Contract: An employee fails to complete the full term of their annual contract, unless the District authorizes the employee’s release.
  2. Professional Services Contract: Any member of the Teacher Association of Lee County bargaining unit, hired prior to July 1, 2012, who does not fall under Florida Statute 1012.33, not holding a Florida Educator Certificate or a District issued Vocational Teaching Certificate, shall fall under the following guidelines: During the first three years of employment, the District may choose not to renew an employee’s contract at the end of the employee’s contract year. After three years of successful employment, no employee’s contract shall be non-renewed without just cause.
  3. Continuing Contract: The contractual status of a teacher who was initially employed in the District prior to July 1, 1984, and a teacher on continuing contract as of July 1, 1984, shall be covered by Florida Statutes 1012.33 as it existed prior to July 1, 1984, and the provisions of the Agreement. Such teacher’s rights shall neither be enhanced nor diminished by the revisions of Florida Statutes 1012.33 which became effective July 1, 1984. The contractual status of a teacher whose initial employment in the District begins on or after July 1, 1984, shall be governed by the revisions of Florida Statutes 1012.33 which became effective July 1, 1984, and the provisions of this Agreement.

5.02 - Seniority: Seniority is the total number of good years (one day more than half) of instructional experience in Lee County School District while on probationary, annual, continuing, or professional service contract. However, continuing or professional service contract teachers are considered to have seniority over any annual contract teacher regardless of the total years of service in the District. Authorized leave of absence, open-end or substitute teaching experience does not count toward seniority. Administrative experience in the District shall count toward seniority provided said experience occurred after the teacher attained three years seniority in the bargaining unit, and said teacher returned to the bargaining unit prior to July 1, 1991. Any tie in seniority between teachers shall be broken by counting the days of experience on open-end, temporary or interim contract rather than years. If a tie still exists, the tie shall be broken by drawing lots. Members of the association may be present to observe the lottery process.

  1. Loss of Seniority: Teachers lose their seniority as a result of the following: termination; retirement; resignation; or layoff exceeding two (2) years or exceeding the individual’s length of service, whichever is less.
  2. Seniority List: The District shall develop and maintain a seniority list based on the continuous years of service to the District while on probationary, annual, continuing or professional service contract. The list shall include the hire date which shall be the first day of duty under annual, continuing or professional service contract, all areas of certification and racial data. A copy of the list shall be available at each work site and provided to the Association by March 1 of each year. Teachers shall have access to the seniority list upon request to the principal or immediate supervisor.

5.03 - Transfer:

  1. Voluntary Transfer
    1. Definition: A transfer is a change from one school or work site to another. A reassignment at the same school or site is not a transfer.
    2. Notice: All transfer applicants for a specific position shall be notified in writing as to disposition of each transfer request.
    3. Voluntary Transfer Period: Three weeks prior to the first teacher work32 day of the 196-day calendar will be the normal cutoff date for voluntary transfer. After the normal cutoff date, voluntary transfers will be allowed under one or more of the following conditions:
      1. Administrative Agreement: The principals from the sending and receiving schools agree to the transfer.
      2. Superintendent Approval: After five (5) weeks of being offered a transfer, upon written request of the employee, the proposed transfer decision will be escalated to the superintendent or designee for a decision.
      3. Transfer to In-Field Position: The teacher is transferring from a position inwhich the teacher is out-of-field to a position that the teacher would be considered in-field.
      4. Involuntary Transfer: The teacher is transferring from a position to which the teacher was involuntarily transferred. A teacher may transfer from an involuntary transfer assignment within a period of twenty-four (24) months from the start of the involuntary transfer assignment. To avoid an involuntary transfer.
    4. Certification: Appropriate certification coverage shall be considered in the approval of transfer requests.
  2. Involuntary Transfer
    1. Correct and Proper Operation: Transfers shall be made on a voluntary basis, whenever possible; however, correct and proper operation of the School District may require that involuntary transfers be made.
    2. Teacher Qualification: Teacher qualification requirements as defined by state and federal law shall be considered in all involuntary transfer decisions. No involuntary transfer that would result in a violation of state or federal law will be approved.
    3. Financial or Student Need: Involuntary transfers may be made in the event of a school closing, reconstituted schools, District or state mandated restructuring, new schools, or magnet schools.
    4. Criteria: The criteria for involuntary transfers will be developed by the TALC Labor/Management Committee prior to involuntary transfers being decided pursuant to Article 5.03(2)(b).
    5. Surplus List: Involuntary transfers may be made to achieve a reduction in the number of teachers assigned to a school or program. Teachers selected for involuntary transfer shall be those with the least District seniority at the work site who hold certification in the reduced area and are assigned to teach at least 50% of the work day in the program being reduced.
      1. Voluntary: When surplus occurs, employees shall be given an opportunity to volunteer, prior to determining involuntary transfers.
      2. Order: Any teacher with Continuing Contract (CC) or Professional Services Contract (PSC) status will be placed on the surplus list.
      3. Preference: A list of teachers to be involuntarily transferred will be compiled by Human Resources. Vacancy information shall be provided to these employees. Thereafter, employees shall indicate the positions, in order of preference, such as location/subject which they desire.
      4. Seniority: If there is no vacancy in the teacher’s area of certification, the teacher shall be placed in the position of the least senior teacher with the appropriate area of certification and teaching assignment. In no event shall an involuntary transfer teacher replace a teacher who has greater seniority. The teacher of second seniority ranking in a certification area shall be placed next, and so on until the teacher is placed.
    6. Priority Staffing List: In the event of District or state mandated restructuring or reconstitution, instructional staff with Annual Contract or Probationary Contract status with a manager’s rating of “Highly Effective” or “Effective” on their most recent performance evaluation will be given priority status for filling vacant positions.
    7. Magnet Schools: Every effort will be made to apply the principles of involuntary transfer to magnet schools and new schools; however, due to the special circumstances of these schools, final decisions shall be made on the basis of instructional requirements and student needs as determined by the TALC Labor/Management Committee.
    8. Equity: The parties of this agreement are committed to the goal of improving racial balance in the staffing of the schools of the District. Every reasonable effort will be made through hiring and attrition to improve the racial balance prior to any involuntary transfer.
    9. Appeal: Upon appeal, the TALC Labor/Management Committee may reverse an involuntary transfer decision.
  3. Exceptions: Articles 5.03(2) and 5.04(7) shall be implemented as described herein unless an instructional or student need is identified. The Superintendent (and only the Superintendent) shall determine if a decision contrary to these provisions is in the best interest of the District. If a Reduction in Force occurs, the TALC President will review exceptions to Articles 5.03(2) and 5.04(7) with the Superintendent prior to this determination. A copy of the Principal’s or Supervisor’s recommendation to the Superintendent for exemptions from Articles 5.03(2) and 5.04(7) shall be provided to any affected teachers and the Association at the time the recommendation is submitted to the Superintendent. The Superintendent shall notify all teachers affected by the determination in writing in accordance with the Instructional Staffing Calendar and Guidelines. The District will make a good faith effort to place a Professional Service Contract or Continuing Contract teacher who has been impacted by an exception to the involuntary transfer provision.
  4. Exemptions: Elected Lead TALC Building Representatives shall be exempt from surplus or involuntary transfers unless required by law or the Superintendent or designee determines that the transfer is in the best interests of the District. The exemption is to provide a continuity of representation to the bargaining unit.
    1. TALC Building Representative List: TALC will maintain a current list of Lead Building Representatives and provide the list to Human Resources upon request and at certain agreed upon dates during the school year. In addition, each Principal will be provided the name of the current Lead Building Representative in their school.

5.04 - Reduction in Force: In the event that a reduction in force becomes necessary due to declines in enrollment, budgetary restrictions, reorganization, or other causes as determined by the Board, the following provisions shall apply:

  1. Determination: The Board shall determine the specific work locations and/or special programs and areas of certification within which positions are to be eliminated. Once the specific areas of certification and/or positions have been determined, reductions shall be made on a countywide basis and shall be in accordance with Florida Statute 1012.33(5) and certification as further defined in this section.
  2. Primary Schools: For the purpose of reduction in force at the elementary level, there shall be considered to be two areas of certification: early childhood to include pre-kindergarten/kindergarten and elementary (grades 1-5).
  3. Secondary Schools: In the middle and high schools, areas of certification shall be deemed to be the areas for which the employee holds certification. No teacher assignment that would result in a violation of state or federal law will be approved.
  4. Exceptional Student Education: In Exceptional Student Education, consideration will also be given to experience in working with students with significant cognitive and behavioral disabilities.
  5. Process: Once specific positions and/or areas of certification and levels have been identified by the Board, a reduction in force shall be made on a countywide basis as follows:
    1. Performance Salary Schedule: Employees holding temporary and/or provisional certification will be the first reduced. Annual contract employees who hold a professional teaching certificate will be the next reduced.
    2. Grandfathered Salary Schedule: Continuing/professional service contract employees will be the last reduced.
    3. Performance Evaluation: With each of items sub a-c, reduction shall be made such that the person in those areas with the lowest performance evaluation is the first to be released and reductions shall continue in the like manner until the needed number of reductions has occurred.
    4. Seniority: In the event of equivalent performance evaluations, seniority will be a consideration.
    5. Notification:
      1. Employee: Any employee whose job is to be eliminated by a countywide reduction in force shall be notified of such by certified mail.
      2. Association: Before any reduction in force takes place, the Association shall be provided with a district-wide seniority list of all employees and the notification, the areas of certification, levels, work sites, and positions to be reduced.
    6. Reorganization: Once a reduction in force has taken place on a countywide basis, the appropriate reorganization of all available positions within all work sites shall be implemented according to any appropriate provisions in this Agreement and School Board policy. In every case where reorganization must take place, current employees shall be given the opportunity to volunteer to transfer prior to any involuntary transfer taking place.
  6. Assignment: Teacher assignments that result from a reduction in force shall comply with the teacher qualification requirements as defined in state and federal law. No teacher assignments that would result in a violation of state or federal law will be approved.
  7. Recall:
    1. Time Limit: Employees in layoff status will retain recall rights for the length of their seniority not to exceed two (2) years and shall have preference to work over new hires. It is understood that seniority rights do not exceed the individual’s length of service to the District while under annual or continuing/professional service contracts.
    2. Seniority: Continuing/Professional Service Contract teachers with the greatest seniority shall be recalled first provided they are certified to fill the vacant position. Thereafter, annual contract teachers shall be recalled.
    3. Notification: Notification of recall will be made by certified mail to the last address in the employee’s records.
    4. Failure to Accept: If a teacher fails to accept an offer of reemployment within ten (10) working days from receipt of notification, it shall constitute a resignation.
    5. Extension of Time Limit: A laid-off employee, when offered recall, who is temporarily unable to return due to medical reasons certified by a licensed medical provider, may request an extension of recall.

5.05 - Assignment of Duties:

  1. Job Description: The District will prepare, review, revise, and maintain job descriptions for those jobs in the bargaining unit as it deems necessary. Human Resources will provide the Association copies of new or revised job descriptions through the TALC Labor/Management Committee and afford the Association an adequate opportunity to review and provide written feedback prior to implementation. The role of the Association in this regard will be advisory in nature. All job descriptions shall be posted on the Human Resources section of the District website. The job descriptions shall list the required qualifications as completely as possible. Every job duty in a job description need not always be specifically described, and any omission does not preclude the required performance of all duties that are job related.
    1. Regular Review: The District agrees to review job descriptions to ensure that an accurate reflection of performance expectations is maintained. The TALC Labor/Management Committee will review proposed changes in job descriptions prior to placement of these proposed changes on the Board agenda. The TALC Labor/Management Committee will recommend job groups for consideration in the establishment of career advancement paths.
    2. Request for Review: An employee may request a formal review of their job description if the employee believes the current duties as assigned do not match the job description. Requests for review shall be made in writing and submitted to the TALC Labor/Management Committee.
    3. Supervisor Directives: Nothing in a job description shall be construed that any employee has the right to refuse to follow instructions.
    4. Instructional Supplements: Instructional supplement positions will not conflict with an employee’s primary job duties, work schedule, or hours.
  2. Tentative Assignments: Each teacher shall be given a tentative teaching assignment in writing for the next school year prior to the last day of duty for the current year. This shall consist of the school and grade level for elementary; school, grade level and department for middle school; and school and department for high school to which the teacher is assigned. Every effort will be made to include course code number(s) and course title(s) for middle and high school teachers. In any event, middle and high school teachers will be notified in writing as soon as possible and not later than August 1 of their assignment by course number(s) and course title(s).
  3. Changes in Assignment: Any teacher who desires a change in grade level and/or subject assignment shall file a written statement of this desire with the principal. No changes in the tentative assignment shall be made without attempts to arrange a prior conference with the teacher to provide rationale for the change and to address concerns of the teacher regarding the change. If a conference is not possible, the rationale for the change shall be submitted in writing to the teacher as soon as practicable prior to implementation of the change.
  4. Support and Assistance: Any teacher assigned to a new grade level or course may request in writing support and assistance deemed by the teacher to be necessary for success in the new assignment. The principal or designee shall consider the request and shall provide written recommendations relating to the request.
  5. Reassignment: If a teacher is to be reassigned to a position which is a different subject area or grade level than their current assignment (or from their assignment in the previous school year) or a position permitting any area of certification, the teacher must be afforded a conference with the Principal or designee to discuss the new assignment. The teacher may bring a representative with them to the conference.
  6. New Assignments: If a Principal proposes to assign a teacher during the school year to a newly created position resulting from student needs or program changes, the position will be postedfirst for internal school applicants.
  7. Subcontractors: Subcontractors support the efficient operation of the District by supporting workforce morale and success. The District agrees to utilize subcontractors only for a specific need or in case of an emergency. District employees will be provided priority over subcontractors for assignment of duties and work locations. The District will notify the Association of the need to use subcontractors for bargaining unit positions at TALC Labor/Management Committee meetings.

5.06 - Employment Opportunities:

  1. Advertising Vacancies: Teacher vacancies will be posted on the District website weekly by Human Resources. A vacancy shall exist when a person is sought to fill a full-time position which has been identified by Human Resources. The notice of vacancies shall list the position, location, and qualifications including certification coverage for those positions, and deadline date for application. The notice of vacancies shall be sent to the Association.
    1. Evening School: Vacancies anticipated for evening high school diploma and vocational programs, and academic programs in the community school programs, shall be posted on the District website prior to the beginning of each semester or summer term.
    2. Extended Day or Work Year: In the selection and assignment of teachers to the District academic, non-academic, and/or credit course programs and activities which occur beyond the normal 196-day teacher work year and/or the normal 7.6-hour work day the following procedures will apply:
      1. Anticipated Openings: A listing of anticipated openings with instructions for submitting applications for such openings, including any pertinent information regarding the positions, shall be posted at each school site at which openings are expected to occur unless all teachers at a participating school have already been assigned to work beyond the normal 196-day work year and the normal 7.6-hour work day.
      2. Unfilled Positions: Any position which is not filled by a teacher at the school having the openings shall be posted on the District website along with any pertinent information regarding the position(s).
      3. Notification: Teachers submitting applications will be notified of the disposition of the teacher’s application as soon as the final determination is made as to assignments and/or selection.
      4. Compensation:
        1. Standard Rate of Pay: Teachers selected for Supplemental Academic and/or Credit Course Assignments shall be paid at the teacher’s base rate of pay as reflected on the then current salary schedule.
        2. Non-Standard Rate of Pay: Teachers selected for non-fee based Supplemental Non-Academic assignments shall be paid at the rate of $20 per hour.
      5. Program / Activity Type: The principal advertising the position shall determine whether or not the program or activity is academic or non37 academic, and shall make such determination within the following guidelines:
        1. Academic Programs: Non-fee-based supplemental programs or activities are considered academic in nature when the program or activity is directly in support of the goals of adopted School Improvement Plan; directly related to assisting students enrolled in credit courses within or outside of the school day; intended to demonstrate improvement towards student mastery of those Sunshine State Standards measured on the Florida Standards Assessment; or specifically required by individual education plans or academic improvement plans.
        2. Non-Academic Programs: All other non-fee-based supplemental programs or activities not specified in Article 5.06(1)(d) or the Instructional Supplement Salary Schedule are considered non-academic in nature.
      6. Duration of Assignment: Teachers assigned to non-fee based supplemental academic, non-academic, and/or credit course assignments may continue in those positions through the end of the school year or until the advertised end of the position assignment, so long as performance is satisfactory. In the event that a program ends prior to the end of the school year teachers may be assigned to another program only if a vacancy exists.
    3. Summer School / Extended School Year:
      1. Application: Applicants must complete an online instructional or support application to be considered for extended school year (ESY) / summer school employment.
      2. Site Preference: Applicants shall indicate extended school year/summer school site preference in the “employment preferences” section of the online application. Applicants may indicate multiple site preferences or choose an option for any site preference.
      3. Certification: Applicants must comply with District certification requirements in the assigned subject area. A list of qualified applicants for each location and job will be accessible via PeopleSoft Talent Acquisition Management. Each job will be assigned a job opening ID Number.
      4. Filling Positions: Filling positions for extended school year/summer school must be in accordance with Article 5.06(2). If filling positions, the following guidelines are also recommended.
        1. Standard School Year: With the exception of the extended school year program for students receiving a 1 or 2 score on the state mandated assessments, the order of selection of teachers to fill positions should be as follows: Professional Service Contract/Continuing Contract teachers from the assigned school or feeder schools; Annual Contract teachers from the assigned school or feeder School District of Lee County; Teachers, regardless of contract status, District-wide based on seniority.
        2. Extended School Year: For the extended school year program for students receiving a 1 or 2 score on the state mandated assessments, a listing of anticipated openings with instructions for submitting applications for such openings, including any pertinent information regarding the positions, shall be posted at each school site at which openings are expected to occur. Any position that is not filled by a teacher at the school having the openings shall be posted on the District website along with any pertinent information regarding the position(s).
      5. Compensation: Summer School and Extended Year is a continuation of the previous school year; therefore, Summer School and Extended Year staff will be paid the same rate of pay they earned during the preceding school year.
      6. ESOL Endorsement: Teachers must have ESOL endorsement, ESOL K-12 certification or Board approval to teach ESOL out-of-field if they are the primary deliverer of language arts instruction to LEP students.
      7. Middle Schools: Middle school teachers are selected by middle school principals. Principals will work together to staff summer sites.
    4. Instructional Supplements: Those supplemental positions designated on the salary schedule as countywide shall be posted on the District website no later than May 15 of each school year. The deadline for applications shall be ten (10) working days after the date of publication. Any athletic position listed on the salary schedule supplement that cannot be filled by a faculty member of the team’s school shall be posted on the District website. The deadline for applications shall be ten (10) working days after the date of publication. Each principal shall post a list of supplemental positions allocated to that school for the subsequent school year until all positions have been filled.
    5. Administrative Positions: Opportunities for Administrative positions shall be posted at least twice annually in the notice of vacancies.
  2. Filling Vacancies: Any application for a posted vacancy received by Human Resources from a Lee County teacher shall be reviewed by the appropriate principal or supervisor prior to recommending an applicant to fill the position. Except in such circumstances as approved by the Superintendent, a vacancy will not be filled with other than an interim appointee for at least five (5) working days after the posting date on the District website listing the vacancy. Any continuing contract/professional service contract teacher holding the appropriate certification shall be given first consideration in the staffing of teaching vacancies. Teacher applicants in the District assigned to a grade level or subject area outside the scope of their teaching certification shall be given first consideration for openings within the subject or field of their certification.
  3. Notification: Teachers who have made written application to fill a posted and advertised vacancy, including a summer or evening school, shall be notified in writing of the action of the Board in filling such vacancy.

5.07 - Americans with Disabilities Act: Any employee that believes that they have a disability under the ADA may apply for a reasonable accommodation if the employee deems such an accommodation necessary. The request will be reviewed pursuant to the District’s ADA review process. The District’s application of the ADA review process shall be the sole issue under this article subject to the grievance procedures as outlined in Article 4 of this agreement. The decision and/or outcome of the employee’s application or request shall not be the subject of a grievance as outlined in Article 4 of this agreement, but; may be appealed pursuant to the District’s ADA review process. Information about the ADA, ADA accommodation request forms, and ADA medical certification forms are posted on the District’s website.

5.08 – Worker’s Compensation

  1. Limited Duty: Employees who have experienced a worker’s compensation injury and who have been evaluated and released by an approved physician as physically able to return to work with specific limitations, will return to their job site upon written authorization by the Insurance and Benefits Management. Specific work limitation will be forwarded to the employee’s supervisor from the treating physician. The employee will remain in their job site, performing appropriate duties as identified by their supervisor for a period of time agreed to by the employee and the work site supervisor. The employee will be evaluated by the physician as necessary based on the course of treatment and, if not released for full duty, will be returned for limited duty for a work period agreed to by the employee and the work site supervisor. At the completion of the second work period, if the employee is not able to return to a full duty status, he will be evaluated by the physician, principal/supervisor and the Insurance and Benefits Management to determine the employee’s status. Alternatives such as returning to worker’s compensation off39 duty status, continuation of limited duty assignments, alternate duty assignments, and/or other assignments will be reviewed with the employee. If a period of limited duty exceeds six months, the District will notify the Association of the identity of the employee.
  2. Alternate Duty:
    1. Training: Employees will be placed in an Alternate Duty training position based upon their physical abilities as determined by their treating workers’ compensation physician and their vocational aptitudes as determined in an alternate duty evaluation. The alternate duty evaluation is not a 440.491 re10 employment assessment as it is not an evaluation to determine whether an employee is capable of returning to suitable, gainful employment in the open labor market.
    2. Time Limit: The total maximum time an employee may remain in an Alternate Duty “training status” is one year. The maximum time may be extended to two years under extenuating circumstances. (Example: illness, language barrier, etc.).
    3. Successful Completion: Employees will be deemed “trained” when they have successfully acquired the minimum skills necessary to qualify for the position for which they are training, as acknowledged by their supervisor and the Insurance and Benefits Management.
    4. Failure to Complete: Employees who fail to achieve “trained” status within one year (or two years for employees with extenuating circumstances) will lose their employment with the District.
    5. Change in Training: Employees who are unsuccessful in their initial training position, may make one change of training assignment within the one-year period (two-year period for employees with extenuating circumstances); however, a change of training position will not extend their training timeline.
    6. Application Upon Completion: Once employees are deemed “trained” by the Insurance and Benefits Management, they are required to apply for all positions, for which they have received training, within a reasonable commute.
    7. Placement Upon Completion: For employees who are unsuccessful in finding a regular position within 60 working days of achieving “trained” status, Human Resources will begin procedures to place those employees in regular positions.
    8. Refusal: If an employee refuses to be tested for Alternate Duty placement or to participate in their assigned Alternate Duty training program, this shall be deemed voluntary resignation of employment.
    9. Summer Assignments: Employees who worked less than a 12-month schedule at the time of their work-related accident will not be guaranteed summer employment while participating in the Alternate Duty Program.
    10. Covered Employees: The provisions of this section also apply to employees currently enrolled in the Alternate Duty Program at the date of this Agreement. The provisions of this section apply to all Alternate Duty employees.
    11. Wages: Employees selected for alternate duty assignments will be paid in accordance with the appropriate salary schedule, but in no case shall the employee receive less than the amount received prior to the injury.

5.09 - Veteran’s Preference: Veteran’s Preference shall be granted in accordance with applicable state and federal laws. Nothing herein shall be construed to expand any Veteran’s Preference beyond the limits of applicable state and federal law.

5.10 - Personnel File: Each teacher shall have the right to review the contents of their personnel file. Each teacher has the right to have another person accompany them in the review of their personnel file, if they so choose. Such review shall be made in the presence of the person responsible for the safekeeping of the personnel files of the Board.

  1. Inspection: Upon request from a teacher, the Board will provide, within five (5) working days, a copy of such contents and records of the teacher’s personnel file as is requested in writing by the teacher. The cost of preparation and duplication of such records shall be at the teacher’s expense.
  2. Response: A teacher shall have the right to comment, in writing, concerning any materials in their personnel record.
  3. Record Retention: Teacher personnel files shall be maintained according to Florida Statutes 1012.31.

5.11 - Dress Code: In order to model appropriate behavior for students, employees are expected to present themselves in a professional manner at all times, in terms of dress and appearance. Employee dress and appearance shall not disrupt the educational environment or worksite.