Article12

Unit members will be paid for the 2005-06 school year according to the attached Appendix A: Certificated Employees Salary Schedule. The schedules shall increase by 4% effective at the mid point of each unit member’s work year. Increase the 2005-06 certificated salary schedule by 5% effective July 1, 2006; and increase the 2006-07 certificated salary schedule by 3.5% effective February 1, 2008. Unit members on a part-time teaching assignment shall be paid a proration of their placement on the regular salary schedule on the basis of the number of periods taught or hours taught at the elementary level.

12.2

In addition, the District will provide for the employee and family major medical insurance, health and prescription insurance, vision insurance, and dental insurance. The District shall provide a $25,000 term-life insurance policy for each full-time employee. See Appendix A-6 for other available coverage.

12.2.1

Health Benefits

The District shall increase the maximum annual District contribution for total health benefits including medical, dental, vision and life insurance for full-time eligible unit members up to $9,997, effective January 1, 2009. Costs in excess of this District maximum annual contribution, up to a maximum of $76.07 per pay period for unit members participating in the District HMO insurance program shall be paid by unit members through payroll deduction pending any change agreed to between YCEA and the Distrrict in negotiations in accordance with Article 12 of the collective bargaining agreement. Unit members who participate in the District PPO and Kaiser insurance programs shall continue to pay premium costs for total health benefits in excess of the above District annual maximum contribution through payroll deduction. Unit member contributions shall be paid starting with the May 1, 2009 pay warrant.

12.2.2

The bargaining unit and the District agree that the salaries and benefits of employees of the Yucaipa-Calimesa Joint Unified School District are paid on a total compensation concept. Under the total compensation concept, total compensation is figured as follows:

Salaries plus the cost of health and welfare benefits as outlined in Section 12.2 above is equal to total compensation for employees. The cost of health and welfare benefits is that contribution amount which is the annual maximum district contribution for any plan year per eligible employee for district approved health benefits. In cases where such district maximum contribution for health and welfare benefits per eligible employee is less than the prior maximum district health benefit contribution the total difference will be applied towards a salary schedule increase. In cases where the cost of the maximum district contribution for health and welfare benefits costs increases, the bargaining unit and the District shall meet and negotiate those health and welfare cost increases. These increased costs shall be addressed through one or/any combination of the following:

A reduction in monies available for a salary schedule increase.

A plan design change that would maintain the current cost of health and welfare benefits.

An employee contribution for health and welfare benefits in order to maintain current health and

welfare benefits.

An increase in District contribution rate to health and welfare benefits; or

Any other mutually agreed upon solution.

12.2.3 Committee recommendations for rates and plan designs for the following year will be presented to the Board of Education and Association no later than May 1 of each year. Upon receipt of information which indicates that a change in health benefits cost is necessary, the Association will notify the District and negotiations shall immediately commence related to approaches which shall be followed as outlined above.

12.2.4 The Health Benefits Committee shall make meetings for the purpose of making recommendations on health benefits to the District and the Association. All decisions affecting health benefits shall be subject to negotiations between the District and the Association with final approval by the Board of Education.

12.2.5 In the event the District contribution does not cover the cost of health benefits, the Association and District cannot reach agreement on options a - e in Article 12.2.2, and the health benefits reserve has been depleted, then "COLA" monies will be used to address funding prior to any other use.

12.2.6 Recommendations made by the health benefit committee related to plan design and funding are advisory to the Board of Education and the Association's board of directors. Recommendations will be referred to the Board of Education and respective bargaining units' negotiating committees.

12.2.7 The District and the Association may mutually agree to a change in carrier for District-sponsored health and welfare coverage.

12.2.8 Part-time employees employed fifty percent (50%) or more of full time shall receive the same health and welfare benefits as a full-time employee only if the part-time employee reimburses the District the difference between the employee's prorata share and the District's contribution of the health and welfare benefits. Part-time unit members who do not reimburse the District as described above shall receive neither the benefits nor compensation in lieu of the benefits. The employee's prorata share shall be based upon the number of periods taught per day or hours taught at the elementary level. Part-time employees employed less than fifty percent (50%) of full time shall not be eligible to participate in this program.

12.2.9 All recommendations of the Health Benefits Committee require the approval of the Board of Education.

12.3

Replacing or Repairing Employee Property

The District will provide for the payment of the cost of replacing or repairing specifically defined personal property of the employee under specifically defined circumstances. Such payment will be confined to an amount in excess of any amount for which the employee may be insured, and will be paid only after the employee has sought payment from any carrier with which he/she may be insured. The specific personal property eligible for the cost of replacement or repair is defined as eyeglasses, hearing aids, dentures, watches, articles of clothing commonly worn or carried by the employee, and vehicles. Certain personal property used by the District may be eligible for reimbursement or replacement based on procedures as outlined below.

(1)

The property must be used in the line of duty which shall mean attendance at an assigned work site of the District or other site when performing professional duties or at any official function of the District. An inventory of personal property used by employees for instructional purposes shall be filed with and approved by the appropriate supervisor prior to classroom use. The form for this inventory shall be made available to all employees. In the case of vehicles, an employee using his/her vehicle under special assignment of a regular nature to conduct District business for which a District vehicle is not provided must obtain prior written approval of the immediate supervisor. Such approval shall specify the identification of the vehicle, the insurance carrier, and a general statement of the condition of the vehicle. Forms for this purpose shall be available and accessible upon assignment.

(2)

The property to be eligible for the cost of replacement or repair must have been damaged or destroyed in the line of duty or must have been stolen by theft or robbery. If the District determines that the damage has been wholly or partly caused by the employee's lack of care of failure to apply generally accepted methods of protection, no reimbursement need be made by the District. In the event the employee is paid the costs of replacing or repairing such property, or the actual value of such property, the District shall, to the extent of such payment, be subrogated to any right of the employee to recover compensation for such damaged or stolen property. The District may file and prosecute an action to enforce its subrogation right in any court of competent jurisdiction.

PROCEDURES FOR REIMBURSEMENT FOR LOSS OR DAMAGE OF PERSONAL PROPERTY

Adequate Proof: The business manager of the District shall investigate the matter to determine in his best judgment whether the loss or damage to the personal property of the employee occurred while the employee was engaged in his/her line of duty. Adequate proof of the property loss or damage shall be established by clear and convincing evidence. In the instances of vehicles, there shall be clear and convincing evidence of loss or damage through arson or vandalism or loss or damage by theft or robbery. If the item of personal property is damaged, stolen or vandalized, the value of such property to a maximum of $500 and a minimum of $25.00, per loss, nor of more than $500 maximum per incident will be paid whether the District pays the cost. The employee, when appropriate, must file a report with the law enforcement agency having jurisdiction The value of the property shall be determined as of the time of damage thereto or the theft or robbery.

12.4

Unit members shall be reimbursed at a rate equal to the Internal Revenue Service allowance when authorized and requested, in advance, by management to use their personal vehicles in the performance of their duties.

12.5

Elementary student supervision outside the regular instructional day shall be compensated as set forth in Appendix A-5.