The main purpose of all employees, both certificated and classified, is to contribute to the learning process of the students. Therefore, all personnel shall work wholeheartedly toward a wholesome environment for the students by making a conscientious effort to keep the school plant operating at its best as an educational institution.

The School District and Association representatives, as in past years, will review annually the group insurance policy coverage. Any changes in coverage and/or adjustments to meet current medical and hospital charges or needs, shall be agreed to by both the Association and the School District before any changes will be effected. Once the extent of the coverage has been agreed to, the decision of whom the insurance carrier shall be will be decided by the Board of Education.

Full time employees are provided a medical, surgical, extended health, term life, and dependent life insurance program as a fringe benefit. The cost of the insurance program is based on negotiated agreement.

The Board agrees to continue the present benefit levels for medical, surgical, and extended health insurance.

Those classified employees who have retired* from the Alpine School District with at least 10 years service in Alpine School District and who have reached age 65 will be provided a supplemental health insurance policy. The policy will supplement the Medicare/Medicaid insurance.

Those employees who continue their employment beyond age 65 are encouraged to join the Medicare/Medicaid program at age 65. Medicare/Medicaid has an enrollment period which includes the period of time between the three months before and three months after an employee’s 65th birthday.

Alpine School District will provide Workman’s Compensation Insurance for employees as provided by law. The District complies with the State rules on Workman’s Compensation in case an employee is injured.

Definition: Calendar day includes contract days, weekends and holidays combined. Provisional contracted employees, those with less than three years continuous, current, experience in the District, are granted health and disability leave as follows

Classified employees may have up to five days personal leave annually. If employees take these days, they will be required to pay 30% of their daily salary for each personal leave day up to a maximum of $30. Personal leave may be accumulated up to a maximum of 10 days. Personal leave accumulates by carrying the number of unused personal leave days over into the next school year.

All state employees and all employees of any county and municipality thereof who are or shall become members of the organized Reserve of the United

To accommodate contracted classified employees who elect to retire early and to comply with the requirements of the Age Discrimination in Employment Act, the following policy has been adopted.

Alpine School District may participate in a non-discriminatory manner in the purchase of retirement credit in behalf of the employee as allowed by law (Utah code annotated 49-3-410) and outlined in Procedure 4415.1.

Absence caused by the death of members of the immediate families may be construed as health/disability leave. Members of the immediate family include spouse, mother, father, child, brother, sister, stepmother, stepfather, stepchild, stepbrother, stepsister.

Leaves for other reasons, i.e. travel, work experience, temporary change of residency, need to be requested by February 1 prior to the year of requested

Has completed, immediately preceding the requested leave, a minimum of two current, consecutive years of service with Alpine School District to qualify for this absence. Appropriate documentation is required.

Retirement privileges are established by the legislature of the State of Utah and administered by the Utah State Retirement Board. Employees, by virtue of their

One of the most vital and important and at the same time delicate problems of the school board is to develop and maintain high morale

Recognition  The members of the classified staff of the Alpine School District constitute what the parties hereto believe to be an appropriate unit for the

It is unlawful for any employer, person, firm, association, corporation, employee, labor union, labor organization or any other type of association, officer or agent of such, or member of same, to compel or force, or to attempt to compel, or force, any person to join or refrain from joining any labor union, labor organization or any other type of association. (2-12-10, 34-34-7)

It shall not be unlawful for employees to organize themselves into or carry on labor unions for the purpose of lessening hours of labor, increasing wages, bettering conditions of members, or carrying out the legitimate purposes of such organizations as freely as they could do it acting singly. (2-12-1)

Employees shall have the right to self-organization, to form, join, or assist labor organizations, to bargain collectively through representatives of their own choosing, and to engage in concerted activities for the purpose of collective bargaining or other mutual aid or protection; and such employees shall also have the right to refrain from any or all of such activities.

The employee organizations with the majority membership shall be recognized as the negotiation bodies to represent the employees in negotiation problems between the district administrative staff and/or the Board of Education and the organizations.

Definition: GRIEVANCE shall mean a complaint by a classified employee that there has been an alleged violation, misinterpretation or misapplication of any of the provisions

Definition of Terms  CAREER EMPLOYEE: Any employee who has completed three or more consecutive successful years of contracted employment in Alpine School District. Employees with

The active service of an employee may be suspended with, or without pay pending an investigation or hearing when it is evident that the continued

The Alpine School District is committed to the process of job analysis and job evaluation to determine compensable factors that have the power to establish

Documentation of an employee’s job performance is helpful in maintaining satisfactory levels of work and achievement, and in providing opportunities for planning and communication between

Interim Committee Permanent Members Personnel Director of Classified Employees (or designated representative) Classified Employee Association President (or designated representative) Director, Institute for Human Resource Management,

The Board agrees to maintain an appeals, performance bonus program and inservice fund at $26,000 annually. The association shall prepare a plan for awarding the performance bonuses. The plan must be submitted to the Superintendent for approval. This change shall remain in force as long as the District and Association both agree to keep it. The appeals, performance bonus and inservice fund shall be used as follows:
$5,000 for appeals fund.
$11,000 for classified employee performance bonus fund
$10,000 for inservice fund with a carry over not to exceed $20,000.

When placing an employee on the Professional Salary Schedule, ASD will determine what the employee would have made (next step) if remained in the same job. Using that amount, ASD will then place the employee on the first step with an increase in the first lane where the job is listed on the Professional Salary Schedule. ASD will then advance the employee two steps. If appropriate, the employee will then slide across appropriate lanes at the same step according to their education.

Reduction in Force Policy – If the Board of Education, in its discretion, determines that a reduction in the number of classified employees is necessary

Promotion shall mean reassignment to a job which is carried on a higher lane of the salary schedule than the lane from which the employee is currently paid.

The administration agrees to implement the following practices effective in the 1985-86 contract year:  Emergency Work: When classified personnel are called out for emergency work

Contract employees are required to give 15 calendar days notice before terminating. (Refer to policy 4456, 1.3) Non-contract employees are required to give the District

Classified employees are employed for a period of one year. Contracts must be renewed each year. All employees who show ability to render the quality

The Board agrees to provide the increased cost required to implement lane and step changes.

School Authorities are charged with protecting the health and safety of all students. As a means of helping to fulfill this charge, the Alpine School District requires prospective employees to have a criminal background check. 

The standard work week of all of the employees in the District who fall under the Fair Labor Standards Act (FLSA) will not exceed forty hours per week. Working over 40 hours a week is considered to be compensatory time and is administered according to the FLSA.

Alpine School District will provide immunity and indemnification as described in the Utah Governmental Immunity Act to administrators, to members of the Board of Education and to other employees who qualify for such immunity under the provisions of the Utah Governmental Immunity Act (UCA 63-30-1, et. seq.).

A benefit for all Alpine School District employees is free admittance for themselves and a guest into any school extra-curricular event in the district. Employees should present their name badge at the ticket counter and the employee and a guest will be allowed a general admission seating entrance to an event free of charge. Events across our schools could include, but may not be limited to athletics, performances, shows, and competitions.

Educators and classified personnel shall work cooperatively in the entire educational process. Cooperative work shall include, among other things, teacher supervision when assigned to ride a school bus, assisting the school nurse in the solution of student health problems as requested by the principal.

As fads and extremes of dress and appearance tend to attract improper attention to the individual, the Alpine School District Board of Education requires its personnel to conform to standards that avoid extremes and exemplify personal cleanliness.

Alpine School District has a responsibility to maintain public trust and confidence by providing a safe school environment for students and a safe work place for employees. The District is committed to provide a drug-free, smoke-free, and alcohol-free workplace. Employees of the Alpine School District are expected to follow the federal, state, and local laws regarding use, distribution, manufacturing, and/or possession of alcohol, drugs, and tobacco. Violation of this policy may result in suspension, remediation, and/or dismissal.

Alpine School District is committed to providing a safe and productive work environment that is free from the effects of unlawful use, distribution, manufacture, and possession of controlled substances.

An employee may make withholding changes in his/her paycheck by the tenth of each month, September through May. These changes shall be effective for the paycheck issued at the end of that month. 

Classified employees are entitled to an uninterrupted lunch break, usually 30 minutes or an hour in length. If a classified employee is directed to be on duty at a prescribed work place during the lunch period, this time shall be regarded as time worked.

Transfer shall mean reassignment to work at a different school or location, but in the same job classification and at the same pay.

During the school year, a listing of all vacancies will be posted online and sent out electronically to all the schools and departments. The vacancy lists will be posted on a bulletin board or in some other appropriate place in each school or department.

All employees working under a twelve month contract with the Board of Education are entitled to an annual vacation. Vacation shall accrue on an annual and monthly basis as follows:

In accordance with existing State Law (78-46-15), Alpine School District employees may be summoned to perform a public service known as jury duty.

The District Personnel Office maintains an official permanent record file for each classified employee. The file should contain the following items and other employment documents and records: application for employment, health examination report as requested, employee status form, pre-employment recommendations and records, documentation of job performance.

The intent of this policy is to prevent discrimination, favoritism and other work setting problems caused by hiring, supervising and working with relatives.

All elementary schools will receive extra hourly secretarial help according to the following formula: enrollments of 699 and lower will qualify for 4 hours; enrollments of 700-799 will qualify for 6 hours; and 800 and larger will qualify for 8 hours per day.

The board agrees to furnish to the association in response to reasonable request from time to time all appropriate and available information concerning the financial

Alpine School District is committed to the maintenance of an environment which is free from any form of sexual harassment; an environment in which employees are allowed to work free from unwanted conduct or communication of a sexual nature; one which is in compliance with State and Federal laws dealing with this form of discrimination.

The Alpine School District Board of Education will provide an electronic copy of policy to the Association leadership upon request.

Claims for salary and other benefit adjustments are limited to one (1) year prior to the date of the filing of the claim. The above time limitation applies to the employees who claim they were underpaid or to the school district for claims that employees were overpaid. 

Uniform allowance shall be paid by November 1 of each year in the amount of $100.00 to all lunch employees who are on contract. For less than a full contract year the allowance shall be prorated. An employee must work at least 40 working days in order to be eligible for the uniform allowance.

It is the policy of Alpine School District to protect public interests and to maintain the faith and confidence of citizens in the integrity of