2021 Classified Bargaining Briefs

  • In Winter 2021, the Hillsboro School District began contract negotiations with Hillsboro Classified United. Bargaining sessions will take place approximately twice a month until an agreement is reached. Our goal is to establish a collaborative process that will allow us to settle on a contract that is beneficial to students and staff, and that is fiscally responsible for our community.

    Linked below are Bargaining Briefs summarizing meetings between the HSD and HCU bargaining teams.

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January 19, 2022

  • HSD Counter-Proposals

    • Article 2 - Definitions
      • Program of Assistance: A formal process documenting areas of deficiency, expectation, and support for employees who do not meet the performance standards in one or more domains on their evaluation.
    • Article 9 - Lunch and Break Periods
      • The District will revert to current contract language: Employees required by the Supervisor or designee, or due to circumstances beyond their control, or due to lack of coverage, to be on duty during their lunch periods shall be given the equivalent time off within one workday or be compensated at their hourly rate.
    • Article 11 - Payroll Deductions
      • The District proposed the following language: A financial institution as long as it is part of the electronic funds transfer system, with a maximum of two and in accordance with practices set forth by the payroll department (effective July 1, 2022).
    • Article 13 - Holidays
      • The District accepted Juneteenth as a paid holiday for 12-month employees and removed Juneteenth and the day after Thanksgiving as paid holidays for less than 12-month employees.
    • Article 16 - Reclassification
      • The District reverts to current contract language with the following addition: One individual assigned by the District and one individual assigned by the Union shall first review the request to determine whether it meets the definition of a reclassification and if the request meets the predetermined requirements, shall forward the request to the committee.
    • Article 20 - Transportation
      • The District reverts to current contract language: The District shall be committed to utilizing the Transportation Department for activity/athletic trips. However, the District may utilize charter buses for up to twelve (12) trips on a school year basis. Additionally, charter buses may be used for all trips that are privately funded. Privately funded trips are defined as those trips for which the District would not otherwise have provided funding. In the event that requests are made for transportation outside the parameters of the above agreed-upon language, the parties agree to engage in discussion prior to approving those trips.
    • Article 21 - Professional Improvement
      • The District agrees to increase the amount of the established fund from $30,000 to $40,000 and increase the initial amount from $800 to $1000 and additional amount from $400 to $500.
    • Article 28 - Contracting Out
      • Correction was made - Article 26 was replaced with Article 29. This article was tentatively agreed on.

    HSD presented HCU with this financial package overview and counter-offer

    HCU Counter-Proposal

    • Article 15 - Leaves
      • This article was tentatively agreed on
    • Article 24 - Grievance and Arbitration
      • The following proposed changes were made: A grievance is a complaint by an employee, a group of employees, or the Union, which alleges that there has been a violation of the contract or application of the contract, including any Memorandums of Agreement in effect at the time of the alleged violation.
      • Each grievance must be initiated within thirty (30) calendar days of the occurrence of the cause of the complaint or when the complainant became aware of the occurrence.
      • "Days" in this Article of the Agreement shall mean District business days unless otherwise specified. 

January 5, 2022

  • HCU Counter-Proposals

    • Article 20 - Transportation
      • The District shall be committed to utilizing the Transportation Department for activity/athletic trips. However, the District may utilize charter buses for up to twelve (12) trips on a school year basis, and four (4) during the summer
    • Article 9 - Lunch Breaks
      • Employees required by their Supervisor or designee or due to circumstances beyond their control, or due to lack of coverage, to be on duty during their lunch periods shall be given the equivalent time off within one workday or be compensated at one and a half times their hourly rate. 
    • Article 16 - Reclassification
      • Remove following language: One individual assigned by the District and one individual assigned by the Union shall first review the request to determine whether it meets the definition of a reclassification and, if so, shall forward the request to the committee. 
    • Article 21 - Professional Improvement
      • The District shall establish a Professional Improvement Fund in the amount of ($40,000) thirty thousand ($30,000)
      • Employees may initially apply for eight hundred dollars ($1000) ($800) in any one year and may request additional funds, up to four hundred dollars ($500) ($400), a total of twelve hundred dollars ($1500) ($1200) after June 1, if any funds remain in the Professional Imrpvement Fund. Approval for additional funds shall be based on the criteria stated above and shall be on a first come, first served basis. Unused Professional Improvement Fund dollars shall be added to the subsequent year's ($40,000) $30,000 contribution.
      • An employee may visit another school or facility within the District or attend a class, workshop, conference, or seminar related to their work assignment during their regular work hours, provided the following conditions are met:
        • Approval of Supervisor
        • Coverage of work assignment
        • Documentation provided to validate attendance
    • Article 28 - Contracting Out
      • If the Union and the District are unable to reach agreement within the 90-day bargaining period, and if the District chooses to unilaterally implement contracting out, the provision of Article 29 26 (No Strike) shall not apply to this bargaining dispute. 

    HCU presented this financial counter proposal to HSD

    HSD Counter-Proposals

    • Article 23 - Discipline
      • HSD replaced written warning with letters of direction
    • Article 15 - Leaves
      • HSD countered with the following language including 90 days instead of 60 days: Bereavement leave with full pay shall be allowed up to five (5) days for each death in the immediate family during any normal work year within six (6) months 60 90 days 1 year of the death (except in extenuating circumstances on a case-by-case basis. 
      • HSD proposed new language to include the following: Employees shall be entitled to paid family leave in accordance with Oregon law. Until such time as paid family leave is available, employees may access the sick leave donation program for a qualifying illness or injury to a family member, as defined in A.6.
    • Article 2 - Definitions
      • Letter of Direction - A written directive from a supervisor to an employee addressing areas of concerns in job responsibilities and reiterating workplace expectations. This is considered to be disciplinary.
      • Letter of Reprimand - A written communication identifying a rule that has been violated by the employee, along with directives from a supervisor reiterating workplace expectations. This is considered to be disciplinary.
      • Meeting Summary - Summary of a meeting between a supervisory and employee that provides constructive and corrective feedback. This is not considered to be disciplinary. 

     

December 15, 2021

  • HCU Counter-Proposals

    • Article 8 - Employment Status, Position Vacancies and Announcements
      • HCU accepted the previous proposal set forth by HSD and this article was tentatively agreed upon by both parties. 
    • Article 15 - Leaves
      • HCU proposed new language to include the following: Bereavement leave with full pay shall be allowed up to five (5) days for each death in the immediate family during any normal work year within 90 days of the death (except in extenuating circumstances on a case-by-case basis).
    • Article 23 - Discipline
      • HCU accepted the language set forth by HSD and requests that HSD define the following terms to be placed in Article 2: Definitions

    HCU New Proposals

    • Article 11 - Payroll Deductions
      • Proposed new language: Financial institutions as long as it is part of the electronic funds transfer system
      • Proposed language modifying dates from June to May. Any employee who is a member of the Union, or who has applied for membership, may sign and deliver to the Union a Voluntary Authorization to Deduct Dues form, which will authorize the deduction of membership dues to the Union. Such authorization will continue from year to year unless revoked in writing during the revocation period between May 1st and May 31st. Revocations must be in writing and sent to the Union by the United States Postal Service and must be postmarked between May 1st and May 31st. 
    • Article 13 - Holidays
      • Holidays for twelve (12) month employees shall include Juneteenth
      • Holidays for less than twelve (12) month employees shall include the Friday after Thanksgiving and Juneteenth

    HSD Counter-Proposals

    • HSD maintains language regarding the use of charter buses specifically: The District shall be commimtted to utilizing the Transportation Department for activity/athletic trips. However, the District may utilize charter buses for up to twelve (12) trips on a school year basis. Additionally, charter buses may be used for all trips that are privately funded. Privately funded trips are defined as those trips for which the District would not have otherwise provided funding. In the event that requests are made for transportation outside the parameters of the above agreed upon language, the parties agree to engage in discussion prior to approving those trips. 
    • HSD presented this financial presentation and counter proposal to HCU.

December 1, 2021

  • HSD Proposals

    • Article 8 - Employment Status, Position Vacancies and Announcements
      • The District did not accept the new language proposed by HCU regarding the consideration of seniority in determining when a voluntary transfer is granted. 
    • Article 15 - Leaves
      • The District maintains family members as defined in the Oregon Family Leave Act.
      • The District accepts the following proposed language: With prior approval of the supervisor, an employee may be allowed, but not required, to perform specified duties for a designated amount of time remotely while on sick leave and the time spent engaged in such duties shall not be charged against their sick leave balance. Such allowance shall be mutually agreed upon between the supervisor and employee and is intended to cover only short-term situations. Agreements for remote work shall be considered on a day-to-day basis, and are reserved for situations in which a substitute either is not available or cannot perform the duties in question and there would be a negative impact resulting from the duties not being performed on that day. 
      • Counter proposed language: If denied a personal leave request and a mutually agreed upon date cannot be identified for the employee to use their personal leave day, the employee will be paid the value of that day in their June paycheck.
      • Counter proposed language: Bereavement leave with full pay shall be allowed up to five (5) days for each death in the immediate family during any normal work year within 60 days of the death (except in extenuating circumstances on a case-by-case basis). 
      • The District accepted the following proposed language: Absence Due to Quarantine for Individual Employees
        • When an individual employee is absent from work because they are directed to quarantine by the District or appropriate public health official due to a work-related contact, that employee shall:
          • Not have such absence be charged against their sick leave for a period of up to ten (10) days; and 
          • Suffer no loss in pay or benefits during such period for up to ten (10) work days, provided that such quarantine is declared solely for the purpose of preventing the spread of a communicable disease to others. 
        • Employees may have the ability during quarantine to work their shift(s) remotely as approved by their supervisor. 

    HCU Proposals

    • Article 19 - Safety and Health
      • HCU accepted the proposed language and tentatively agreed to this article as a whole. 
    • Article 20 - Transportation
      • Language retained: Per calendar year

    HCU presented a financial proposal to HSD

November 3, 2021

  • HCU Proposals

    • Article 8 - Employment Status, Position Vacancies and Announcements
      • Proposed language: In the event that two or more similarly qualified employees apply for the same voluntary transfer position, seniority will be considered in determining which employee is granted the position. 
    • Article 15 - Leaves
      • Proposed lanugage: Leave may be granted for additional family members (siblings, other household family members, etc.) on a case-by-case basis. 
      • Proposed language: With prior approval of the supervisory, an employee may be allowed, but not required, to perform specified duties for a designated amount of time remotely while on sich leave and the time spent engaged in such duties shall not be charged against their sick leave balance. Such allowance shall be mutually agreed upon between the supervisor and employee and is intended to cover only short-term situations. Agreements for remote work shall be considered on a day-to-day basis, and are reserved for situations in which a substitute is either unavailable or cannot perform the duties in question and there would be a negative impact resulting from duties not being performed on that day.
      • Proposed language: If denied a personal leave request, up to one personal leave day may be carried over to the next year. 
      • Language omitted: Emergency Public Service Leave - In the event of a major national natural disaster affecting public health and safety, employees who are mobilized as members of responding emergency organizations shall suffer no loss of benefits, and may receive up to ten (10) workdays of paid leave during their volunteer mobilization, or ten (10) workdays of unpaid leave during their mobilization. Additional leave may be requested. 
      • Proposed language: Replace 60 days to within six (6) months of the death (except in extenuating circumstances on a case-by-case basis). 
      • Proposed language: Absence Due to Quarantine for Individual Employees
        • When an individual employee is absent from work because they are directed to quarantine by the District or appropriate public health official due to a work-related contact, that employee shall:
          • Not have such absence be charged against the employee's sick leave; and
          • Suffer no loss in pay or benefits during such period, provided that such quarantine is declared solely for the purpose of preventing the spread of a communicable disease to others. 
        • Employees may have the ability during quarantine to work their shift(s) remotely as approved by their supervisor. 

    HSD Proposals

    • Article 23 - Discipline
      • Proposed language to distinguish non-disciplinary and disciplinary actions in narrative form in lieu of list form.
      • Language omitted: Per Article 22, Section H, prior disciplinary action older than three years shall not be considered for current progressive discipline. Disciplinary actions older than five years will not be considered for future discipline. 
    • Article 20 - Transportation
      • Language omitted: "Per calendar year." Language retained: "On a school year basis."
    • Article 19 - Safety and Health
      • Language omitted: The District will provide Nutrition Services employees with four (4) uniforms or two (2) uniforms per year and shoe and/or pant reimbursement. A uniform shall be defined as a single apron and shirt. Shoe/pant reimbursement shall not exceed $30-$100 per year for shoes and pants, which must comply with the employee dress code standards. If the dress code for a position requires a specific item of clothing, the District will reimburse the cost of those items up to $75 per employee per year. 
      • Proposed language: If dress code requires specific shirts, the District will provide up to four (4) shirts for each employee per year. If specialized work clothing or equipment is required, it will be provided by the District. 

October 27, 2021

  • HSD Proposals

    • Article 8 - Employment Status, Position Vacancies and Announcements
      • Proposed language: When a vacancy becomes open that a temporary employee in the same position could fill, the District will first post that position in accordance with Section B. In the event that the current temporary employee is the sole internal applicant for that position, the District may fill that vacancy with the current temporary employee in that position without further completing a formal hiring process. 
      • The employee will be offered an exit survey from the District upon resignation. The employee may also request an interview with Human Resources and/or a Union representative. 
    • Article 15 - Leaves
      • Proposed counter: With prior approval of the supervisor, an employee may be allowed to perform specified duties for a designated amount of time remotely while on sick leave and the time spent engaged in such duties shall not be charged against their sick leave balance. Such allowance shall be completely at the discretion of the supervisor and is intended to cover only short-term situations. Remote work shall not exceed one day and is reserved for situations in which a substitute is either not available or cannot perform the duties in question and there would be a negative impact resulting from the duties not being performed on that day.
      • Language accepted: Sick leave shall be used for the illness or injury of the employee, including medical appointments, or for any reason set forth in the Oregon Sick Time Law, including mental health and family illness. 
      • Language accepted: All requests must include the specific reason for the leave and must be received in Human Resources one week prior to the date of the requested leave.
      • Language omitted: Absence Due to Quarantine for Individual Employees

    HCU Proposals

    • Article 19 - Safety and Health
      • Proposed language: If the dress code for a position requires a specific item of clothing, the District will reimburse the cost of those items up to $75 per employee per year. 
      • Language omitted: The District will provide one (1) set of coveralls for employee use at each school building for grounds/custodial employees. If dress code requires specific shirts, the District will provide up to four (4) shirts for each custodial employee per year. 
      • Language accepted: If dress code requires specific shirts, the District will provide up to four (4) shirts for each employee per year. 
    • Article 20 - Transportation
      • Proposed language from "on a school year basis" to "per calendar year"
      • Update language from "drivers may" to "pending driver availability"
      • Proposed language: 4.d. Weekend Trips
      • Proposed word change from "will" to "may"
    • Article 23 - Discipline
      • Proposed language: Discipline of a more routine nature shall be progressive for each disciplinary issue.
      • Proposed language: Progressive discipline steps to include the list below:
        • Non-disciplinary Actions:
          • Verbal Warning
          • Meeting Summary
          • Letter of Direction
          • Plan of Assistance
        • Disciplinary Actions:
          • Written Warning
          • Letter of Reprimand
          • Unpaid Suspension
          • Termination
        • In some severe circumstances, progressive discipline steps may be skipped with written notification to the union.
      • Proposed language: Disciplinary actions older than five years will not be considered for future discipline.
        • If discipline results, the decision shall be communicated in writing. The unit member shall be informed of the discipline being imposed and the reasons for the disciplinary action.
    • Article 25 - Emergency School Closure/District Closure/Delayed Start
      • Proposed language: Public Health Emergency Quarantine or Closure
        • In the event of a public health emergency that causes a district or building closure and/or results in a quarantine at Hillsboro School District, the following provisions will apply:
          • An employee's absence from work because of building closure, district closure, or quarantine by the appropriate public health official shall not be charged against the employee's sick leave, and the employee shall suffer no loss in pay or benefits during such period, provided that such quarantine or closure is declared solely for the purpose of preventing the spread of a communicable disease to others. Employees may be directed to report to work in a manner that is consistent with public health directives, or may have the ability to work their shift remotely as approved by their supervisor. 

October 6, 2021

  • HCU Proposals:

    • Article 8 - Employment Status, Position Vacancies and Announcements
      • Update language from permanent to probationary
      • Proposed language: When a vacancy becomes open that a temporary employee in the same position could fill, the District will first post that position in accordance with Section B. In the event that the current temporary employee is the sole internal applicant for that position, the District may fill that vacancy with the current temporary employee in that position without further completing a formal hiring process.
      • Proposed language: In the event that two or more equally qualified employees apply for the same voluntary transfer position, that position will be granted to the most senior employee. 
      • Proposed language: The employee will be offered an exit survey from the District upon resignation. The employee may also request an interview with Human Resources and/or a Union representative. 
    • Article 15 - Leaves
      • Proposed language: add - mental health and wellness, stress reduction
      • Proposed language: as listed below:
        • Spouse/domestic partner of employee
        • Children, grandchildren or grandparents of employee or spouse
        • Mother, father, or other person in loco parentis to the employee, brother or sister of employee or spouse/domestic partner
        • Step-relatives of (c) above
        • Other persons who have lived in the employee's houshold as family members. 
      • Proposed language: When an employee is absent due to sick leave and a sub cannot perform their duties, and the employee can perform their work from home while on sick leave, they may be paid their regular wages for those hours worked from home in lieu of sick hours. 
      • Update language: Paid leave for personal reasons of up to two (2) 
      • Proposed language: If denied a personal leave request, up to one personal leave day may be carried over to the next year. 
      • Proposed language: Emergency Public Service Leave.
        In the event of a major national disaster affecting public health and safety, employees who are mobilized as members of responding emergency organizations shall suffer no loss of benefits, and may receive up to ten (10) workdays of paid leave during their volunteer mobilization, or ten (10) workdays of unpaid leave during their mobilization. Additional leave may be requested. 
      • Proposed language: Absence Due to Quarantine for Individual Employees
        • When an individual employee is absent from work because of quarantine by the appropriate public health official, that employee shall: 
          • Not be charged against the employee's sick leave
          • Suffer no loss in pay or benefits during such period, provided that such quarantine is declared solely for the purpose of preventing the spread of a communicable disease to others.
        • Employees may have the ability during quarantine to work their shift(s) remotely.

September 22, 2021

  • HSD Proposals

    • Article 8 - Employment Status, Position Vacancies and Announcements
      • Update language from permanent to probationary
      • Proposed language: "The District may fill a vacancy with a current temporary employee in the same position by posting in accordance with Section B but without completing the formal hiring process in the event there was no internal applicant."
    • Article 19 - Safety and Health
      • Clarifies and adjusts language that if the dress code is specific, the District will provide four (4) uniforms
    • Article 23 - Discipline
      • Updated language that depicts current practice: "If discipline results, the decision shall be communicated in writing. The unit member shall be informed of the discipline being imposed and the reasons for the disciplinary action."

    HCU Proposals

    • Article 6 - Unit Member Work Year/Work Day
      • A1: "Probationary employees shall be permitted to apply for District positions with approval from the District and notification sent to the union."
      • Tentatively accepted District proposed language from Spring 2021: "Probationary employees who are eligible for vacation may use accrued vacation after six (6) months of employment with the District."
    • HSD Counter-Proposal Article 6 - Unit Member Work Year/Work Day
      • Proposed language for probationary employees to be hired with approval from the District and notification to the Union.
    • Article 25 - Vacancies and Transfers
      • New language proposed: "In the event of a public emergency causing a building or district closure that might reasonably be expected to be five (5) days or more, the District and Union will meet within 5 days to address safety concerns for employees."
    • HSD Counter-Proposal Article 25 - Vacancies and Transfers
      • Updated language: "In the event of a public health emergency causing a building or district closure that might reasonably be expected to be five (5) workdays or more, the District will meet upon request with the Union to address safety concerns for employees."

2021 Classified Bargaining Teams

  • Hillsboro School District

    • Kona Lew-Williams, Human Resources Officer
    • Brian Hungerford, District Legal Counsel
    • Mark Watson, HSD Board Member
    • Saideh Haghighi, Director, Human Resources
    • Carol Hatfield, Executive Director of Transportation
    • Michelle Morrison, Financial Officer
    • Sarah Crane, Director, Student Services
    • Yolanda Coleman, Principal, Quatama Elementary School
    • Janette Johns, Assistant Principal, Glencoe High School 
    • Justin Welch, Principal, South Meadows Middle School
    • Hannah Shuholm, Supervisor, Human Resources
    • Nancy Thomas, Board Member (alternate)
    • Nate Roedel, Executive Director of Nutrition Services (on call)
    • Ray Lara, Supervisor, Custodial Services (on call)

    Hillsboro Classified United

    • Michelle Davis, Admin Support 2, Liberty High School
    • David Eggleston, Bus Driver, Transportation
    • Loretta Lambach, Bus Driver, Transportation
    • Melody Hansen, Special Education Assistant, Lenox Elementary School, HCU President
    • Debbie Langworthy, Bus Driver, Transportation (LOA), HCU Grievance/Bargaining Officer
    • John Frank, Custodian 3, Facilities and Maintenance
    • Ciara Hartzell, Technology Support 2, Technology Services
    • Denise McMillan, Department Administrative Support 3, Facilities and Maintenance
    • Rob Glase, Field Representative, AFT-Oregon
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