HANDBOOK FOR PARAPROFESSIONALS AND UNITED OFFICE …

DTU

HANDBOOK

FOR

PARAPROFESSIONALS

AND

UNITED OFFICE

PERSONNEL OF DUVAL

(UOPD)

2018-2019

Duval Teachers United

1601 Atlantic Blvd.

Jacksonville, Florida 32207

Phone: (904) 396-4063 Fax: (904) 396-9389

www.dtujax.com

Published by DTU exclusively for DTU members

Table of Contents

Title Page

Who’s Who at the School…………………………………… 3

District Level Key People ……..……………………… 4

Payday …….…………………………………………. 5

Workday and Work Year …………………………… 6

Paraprofessional Classifications …………………………….. 7

Pay Plan Request Form …………………………………….. 8

UOPD Classifications and Salary ………………………….. 10

Breaks ……..……………………………………… 12

Substituting for Teachers …………………………………… 12

Student Discipline …………………………………….. 12

Grades ………………………………………… 13

Standing Duty …………………………………… 13

Sick and Personal Leave ………………………………… 13

Leave Without Pay …………………………………. 14

Other Types of Leave ………………………………… 14

Sick Leave Pool ……….…………………………………. 14

Bereavement Leave ………………………………………… 14

Benefits ……………………………………………… 15

Annual Leave …………………………………………. 15

Credit for Military Service…………………………………. 15

Progressive Discipline …………………………………… 15

Probationary Periods ……………………………………… 16

Evaluations …………………………… 17

Tips for the First Year …………………………………… 18

What DTU Has To Offer …………………………………… 19

Grievances ………………………………………………… 20

Answers to Frequently Asked Questions ……………… 21

Commonly Used Acronyms …………………………….. 24

WHO’S WHO AT THE SCHOOL

Principal/Supervisor: Instructional leader, immediate supervisor, observes and evaluates employee

job performance, makes employment decisions

Assistant Principal (AP): Administrative designee for the Principal, has supervisory authority, may

observe and evaluate employees

DTU Building Representative: Liaison between the Principal and DTU staff members, enforces the

union contract, addresses concerns, represents members in appropriate meetings, and provides

updates on timely issues to DTU members

Dean: Certificated teacher at the secondary level who has been assigned full time duties working

with student discipline, referrals, and school-wide discipline plans

Behavior Interventionist: Certificated teacher at select schools who is assigned to work with

students experiencing behavioral issues in small groups or individually

Instructional Coach: Certificated teacher who coordinates standards based instruction throughout

the school, acts as a resource for teachers, models lessons, assists with implementation of standards-

based instruction, provides training

Professional Development Facilitator (PDF): Teacher who supervises beginning teachers,

coordinates school training, and tracks staff master plan points for professional development

Guidance Counselor: Certificated person who provides counseling and career services for students,

coordinates some testing

Librarian: Certificated person who orders and maintains professional and student collections of

books, videos, periodicals, classroom equipment, computers, and software for check out, directs

research services

Department/Grade Level Chairperson: Teacher who handles oversight and coordination of grade

level/department activities, meetings, and paperwork

Math or Reading Interventionist: Certificated person who assists identified students who may be

struggling academically in Math or Reading

Paraprofessional: Non-certificated employee assigned to assist with instructional duties

Bookkeeper: Non-certificated office staff member, handles all money items, distributes receipt

books, explains financial regulations, tracks purchase requisitions, keeps accounts for clubs, etc.

Secretary/Clerk/Office Assistant: Non-certificated office staff members who track sick and

personal leave forms, CRT input of student information, process supply orders, handle office

communications, payroll distribution, maintenance requests, etc.

Custodian: Person responsible for keeping the school clean and helps with some minor maintenance

work

Security Guard: Person who monitors entrances and exits to the building, circulates around the

building to monitor behavior in public areas and addresses school safety

SRO: School resource officer/school police assigned to specific schools, handles major disruptions,

etc.

DTU PARAPROFESSIONAL AND UOPD EMPLOYEE HANDBOOK

4

DISTRICT LEVEL KEY PEOPLE,

ORGANIZATIONS AND DEPARTMENTS

DUVAL TEACHERS UNITED (DTU)

1601 Atlantic Blvd.


Telephone: (904) 396-4063 Fax: (904) 396-9389

Website: www.dtujax.com

President: Terrie Brady

Executive Vice President: Ruby George

Secretary/Treasurer: Gary Avery

Attorney: Stephanie Schaap, Teddy Rivera

Staff Consultants: Carol Gamble-Buckman, Tammie

Brooks-Evans, Jessica Fowler

Office Staff: Tracy Parker-Smith,

Betty Thompson

Check your DTU bulletin board for the name of the Staff Consultant

assigned to work with your school.

DUVAL COUNTY SCHOOL BOARD

1701 Prudential Drive


Telephone: (904) 390-2000

ESOL: 390-2202

Exceptional Student Education: 390-2071

Human Resources

Leaves of Absence: 390-2065

Staffing: 390-2063 (DTO Schools)

390-2058 (Staffing)

Master Plan Points: Diane Lobaugh

348-7775

Payroll: 390-2022

Professional Development: 390-2926

Risk Management: 390-2353

Safety: 858-1972

*A complete directory can be obtained from the DCPS

Website. WWW.Duvalschools.org

http://www.duvalschools.org/


5

PAYDAY

DTU has negotiated a bi-weekly pay schedule for employees. All Duval County Public

School (DCPS) employees are paid on the same Friday of pay weeks. Employees are paid

every two weeks. Paychecks continue during the school work year regardless of holiday

schedules. Paychecks are equalized. This means that your paycheck will not reflect the

actual hours worked in a pay period. Instead, your annual salary is spread out equally

across the number of paychecks you will receive according to the pay plan you have

chosen. Your paycheck will reflect, as much as possible, a consistent amount of pay. A

predetermined number of days worked are banked, according to your pay plan option, in

order to equalize paychecks through holiday periods.

There are two types of pay plans for employees, Traditional and Optional.

Paraprofessionals have a 10 month work calendar. The “Traditional” pay plan equalizes

pay amounts for paraprofessionals into 22 paychecks over the 10-month school year. The

“Optional” pay plan equalizes pay amounts into 25 paychecks.

UOPD employees may work a ten, eleven, or twelve month work calendar. The

“Traditional” pay plan equalizes pay over 23 paychecks for 10 month UOPD employees

and 24 paychecks for eleven month employees. The “Optional” pay plan equalizes pay

amounts over 25 paychecks for ten and eleven month UOPD employees. Twelve month

UOPD employees don’t have a pay plan option. These employees maintain 26 pay

periods because they work year round.

Sign up for pay plans occurs before June 30 or upon employment for new hires. Once

chosen, the identified pay plan is in effect for the remainder of the school year unless

an employee is on a prolonged period of leave without pay. In that event, the

employee may be required to return to the traditional pay plan. Since pay is equalized, the

employee may need to pay back salary paid that might not have been earned. Care should

be taken in choosing the right plan, especially if you know beforehand that you will be

taking extended leave. You may choose to initiate an additional summer pay plan

through your bank or credit union.

Paychecks are directly deposited electronically into your bank account. Payroll check

stubs may be viewed on-line via the Duval County Public Schools (DCPS) website.

If you have any questions or problems regarding your pay,

please contact DTU.


6

WORKDAY

Paraprofessionals are school-based employees. The regular workday

for Paraprofessionals is seven hours, excluding a non-paid 30-minute

duty-free lunch. Paraprofessionals may leave campus during lunch throughout the year,

however, administration should be notified beforehand and the employee must sign out

and back in on the sign-in log. Make sure you return to work on time.

UOPD employees may be district or school-based employees. They may work a seven or

eight hour day. District-based employees work an eight hour day exclusive of an hour

duty free lunch. Schools-based employees are usually seven hour employees excluding a

non-paid 30 minute duty free lunch. There may be some eight hour school-based

employees dependent on the needs of the school. UOPD employees must also sign in and

out if leaving the school campus for lunch.

Upon arrival at work each day, each employee MUST initial the sign-in log. Make this

the first thing you do upon arrival at school to indicate your presence. Please arrive at

work on time or make sure that you call in immediately if you will be late. Your principal

may require you to use leave time for multiple unexcused tardies or initiate the

disciplinary process.

Paraprofessionals and UOPD employees are hourly employees and must be paid their

hourly rate of pay for every hour they are required to work. This is why they are not

required to attend any before or after school meetings.

WORK YEAR

Paraprofessional Work Year: The Paraprofessional work year usually consists of 191

days. The first day of work is the Monday of teacher pre-planning week.

Paraprofessionals have all days off that students are not in school, except for pre-

planning. This includes the quarterly teacher planning days, holidays, and weather days.

While paraprofessionals do not work on any holiday, they are only paid for six holidays

as follows:

Paid Holidays: Labor Day, Thanksgiving Day, Christmas Eve, Christmas Day,

New Year’s Day, Veterans’ Day

UOPD Work Year: The UOPD work year can be ten (usually 206 days), eleven (usually 224

days), or twelve months (260-261 days). UOPD employees have the following paid holidays:

Labor Day, Veterans Day, Thanksgiving and the day after, Dec. 24th and 25th,

New Year’s Day, MLK Birthday,

Spring Holiday (1 day) and Memorial Day.

Twelve month employees also receive the 4th of July.


7

Paraprofessional Classifications and Salary Schedules

There are two classifications of paraprofessionals, regular education and special needs education

paraprofessionals. Each classification has its own salary schedule. The RI Salary Schedule is for

paras assigned to regular education classrooms. The RS Salary Schedule is for paraprofessionals

assigned to special needs (ESE) classrooms. Each salary schedule has five columns and 13 steps.

Paraprofessionals are placed on the appropriate salary schedule based on their classification and

professional development (in-service) points. They are placed on the columns within their salary

schedule based on the number of points received from college education courses or district

workshops. They are initially placed on the salary schedule steps based years of experience with

DCPS and move from step to step on negotiated union contract settlements.

Longevity Pay: An additional $600 in longevity pay is received each year after ten years of

consecutive service with DCPS as a paraprofessional. After every five years thereafter, starting

after the 15th year, paraprofessionals receive an additional $300 yearly.

Column Placement Rules Apply to all Paraprofessional Salary Schedules

COLUMN I

A paraprofessional shall be assigned to column I upon hire, unless he/she qualifies for movement

to columns II, III, IV, or V.

COLUMN II

Movement to Column II requires 36 hours of in-service or one (1) three hour college credit course

in a job related area preapproved by the Employer. Official transcripts must be on file in Human

Resources reflecting these requirements.

COLUMN III

Movement to Column III requires 90 hours of in-service or (15) hours of college credit in a job

related area preapproved by the Employer. Official transcripts must be on file in Human

Resources reflecting these requirements


8

COLUMN IV

Movement to Column IV requires completion of 180 hours of in-service or 60 semester hours of

accredited college course work or an AA/AS degree. Official transcripts must be on file in

Human Resources reflecting these requirements.

COLUMN V

Movement to Column V requires the paraprofessional to have completed 250 hours of in-service

or 90 semester hours of accredited college course work in a program, which leads to a teaching

degree and has been preapproved by the Employer. Either an overall grade point average of 2.5 or

a grade point average of 2.5 in the paraprofessional's major area of study is required. Official

transcripts must be on file in Human Resources reflecting these requirements.

Placement on a column of the salary schedule shall occur upon approval of verification of

points for professional development or college credit.

If you have any questions about which column you should be placed on for pay, please

contact Human Resources or DTU.

The following form is used to submit to Human Resources when additional points

are accrued and the paraprofessional qualifies to move to another column on the

salary schedule.

PARAPROFESSIONAL CAREER DEVELOPMENT PROGRAM

PAY PLAN REQUEST

(Please Print) NAME: _____________________________EMPLOYEE NO: ___________________

SCHOOL NAME or NUMBER: _________________SCHOOL PHONE: __________

(School based employees must complete)

HOME ADDRESS: ____________________________HOME PHONE: ___________

CITY & ZIP CODE: _____________________________________________________

I am a Paraprofessional and currently paid on

Column I II III IV (Circle one)

This request is to meet the qualifications for advancement to

Column II III IV V (Circle one)

(Check One)

I am using ____Official Transcript or ___In service Points for documentation

____This documentation is already on file in Professional Development

____Documentation is attached to this request

________________ ______________________________________


9

*Date *Signature of Paraprofessional

______________________________________

Professional Development Department

______________

Date

Submit to Professional Development, Team Center, Building B. Attention: Gloria

Stroming via School Mail or Fax to 904-348-7793.

UOPD Classifications and Salary Schedule

UOPD employees have their own salary schedule. Placement on a column on the

schedule is based on the UOPD classification. Employees move across the salary

schedule in columns. They move down the salary schedule in levels within their

classification column based on contract negotiations. The UOPD salary schedule has 33

steps and 13 columns. Higher pay is associated both with moving across columns through

testing for specific classifications and down the schedule levels within each classification.

UOPD employees are governed by the DTU employment contract and Civil Service

rules. Moving across columns on the salary schedule is determined by job openings and

ranking on civil service exams for a particular classification.

No testing is required for placement on column 01 of the salary schedule. Office

assistants (OA’s) and security guards are placed on column 01 and remain there unless

they choose and become eligible to test for another classification.

Service Raises:

Beginning in 2014-2015, UOPD employees receive a $400 service raise (in addition to

their hourly base pay rate) for every five years of consecutive service with DCPS. Service

raises compile on one another. After five consecutive years of service, $400 is received.

After ten years of consecutive service an additional $400 is received ($800) etc. in

addition to any increases negotiated.


10

UOPD

Hourly

Pay Scale UA

GRADE 01 02 03 04 05 06 07 08 09 10 11 12 ST

Level CB28/CC27/CD17/CE17/CF07/CG07/CK08/CL08/CM18/CN18/CQ07/CR07

01

9.23

9.80

10.12

10.74

11.12

11.63

12.17

12.77

13.39

13.99

14.49

15.38 -

02

9.41

10.00

10.33

10.97

11.33

11.88

12.42

13.03

13.67

14.29

14.77

15.70 -

03

9.62

10.20

10.53

11.20

11.55

12.10

12.67

13.30

13.93

14.56

15.06

16.00 -

04

9.80

10.39

10.74

11.40

11.78

12.34

12.91

13.57

14.21

14.86

15.35

16.32 -

05

10.00

10.59

10.97

11.63

12.03

12.59

13.19

13.81

14.50

15.15

15.68

16.64 -

06

10.20

10.80

11.20

11.88

12.27

12.85

13.44

14.11

14.78

15.49

15.98

16.99 -

07

10.39

11.05

11.40

12.10

12.52

13.11

13.70

14.39

15.07

15.77

16.30

17.32 -

08

10.59

11.26

11.63

12.34

12.75

13.36

13.99

14.69

15.37

16.07

16.62

17.68 -

09

10.80

11.48

11.88

12.59

13.00

13.63

14.29

14.96

15.69

16.41

16.97

18.02 -

10

11.05

11.70

12.10

12.85

13.28

13.89

14.56

15.27

15.99

16.74

17.29

18.37 -

11

11.26

11.94

12.34

13.11

13.54

14.18

14.86

15.59

16.31

17.08

17.65

18.76 -

12

11.48

12.17

12.59

13.36

13.78

14.46

15.15

15.90

16.63

17.40

18.00

19.13 -

13

11.70

12.42

12.85

13.63

14.09

14.75

15.49

16.20

16.98

17.77

18.35

19.51 -

14

11.94

12.67

13.11

13.89

14.37

15.02

15.77

16.54

17.30

18.11

18.73

19.91 -

15

12.17

12.91

13.37

14.18

14.66

15.33

16.07

16.85

17.66

18.49

19.10

20.31 17.60

16

12.42

13.19

13.64

14.46

14.94

15.65

16.41

17.20

18.01

18.87

19.49

20.71 18.00

17

12.67

13.44

13.91

14.75

15.24

15.96

16.74

17.55

18.36

19.24

19.88

21.14 18.40

18

12.91

13.70

14.19

15.02

15.57

16.27

17.08

17.90

18.75

19.61

20.28

21.56 18.82

19

13.19

13.99

14.48

15.33

15.87

16.60

17.40

18.24

19.11

20.03

20.68

21.98 19.24

20

13.44

14.29

14.76

15.65

16.18

16.95

17.77

18.62

19.50

20.41

21.10

22.42 19.68

21

13.70

14.56

15.03

15.96

16.52

17.27

18.10

18.99

19.89

20.82

21.53

22.88 20.12

22

13.99

14.86

15.34

16.27

16.83

17.62

18.48

19.37

20.29

21.24

21.94

23.34 20.57

23

14.29

15.15

15.66

16.60

17.18

17.98

18.86

19.74

20.69

21.66

22.39

23.80 21.03

24

14.62

15.56

16.04

17.02

17.60

18.43

19.31

20.25

21.21

22.20

22.95

24.39 21.51

25

14.98

15.93

16.44

17.43

18.04

18.90

19.78

20.74

21.73

22.74

23.53

24.99 21.99

26

15.36

16.30

16.84

17.87

18.47

19.34

20.28

21.26

22.29

23.33

24.10

25.64 22.49

27

15.81

16.77

17.33

18.40

19.03

19.95

20.89

21.90

22.95

24.01

24.84

26.40 22.99

28

16.29

17.28

17.87

18.97

19.59

20.53

21.53

22.55

23.64

24.75

25.59

27.20 23.51

29

16.68

17.73

18.29

19.40

20.07

21.22

22.01

23.06

24.18

25.31

26.17

27.80 24.04

30

17.06

18.15

18.69

19.88

20.52

21.77

22.49

23.57

24.69

25.82

26.69

28.32 24.58

31

17.54

18.61

19.24

20.40

21.07

22.32

23.10

24.21

25.36

26.55

27.43

29.15 25.13

32

17.84

18.93

19.58

20.77

21.48

22.50

23.57

24.71

25.89

27.10

28.03

29.80 25.70

95 21.01 22.16 22.81 24.06 24.58 25.65 26.74 27.91 29.13 30.29 31.25 33.08 27.47


11

In addition to the above hourly rate, an employee shall receive $300 a year for each five (5) continuous years of service with the Duval County Public Schools for service earned prior to 2014-2015. The Service Raise for service earned 2014-2015 and thereafter shall increase to $400 a year.

Level Movement - UOPD employees who worked one (1) day more than one-half the previous school year in his/her position in Duval County shall advance one level on the salary schedule.

The value of Level 95 is increased by $500.

Level 95 is for incumbents only who were assigned to level 32 or 95 in prior school year.

Interpreters:

Interpreters are part of the UOPD Unit, but are placed on their own negotiated career

ladder. Progression on the career ladder is based on national exam scores and negotiated

levels. Please refer to the career ladder found at the back of this document to determine

your placement on the career ladder.

Salary Schedule Effective July 1, 2017


12

BREAKS

Paraprofessionals are entitled to one 20 minute break each day. That

time may be broken down into two-ten minute breaks IF the

paraprofessional and teacher both agree that it would be better to do so

in order to meet the students’ needs.

UOPD employees are entitled to two-fifteen minute breaks daily, one in the morning and one in

the afternoon.

Breaks may not be taken directly after the start of the workday, directly before or after lunch or

right before the end of the workday. There should be a schedule at the worksite identifying break

times for employees.

SUBSTITUTING FOR TEACHERS Paraprofessionals are considered instructional personnel. Paraprofessionals assist with

classroom instruction under the supervision of a certificated teacher. They do not introduce new

material to students. That is the teacher’s responsibility. They review or remediate what has

already been taught to students by the teacher. They may work with students either individually

or in a small group setting. This is done under the supervision of the teacher.

Even though paraprofessionals are instructional personnel, they may not be used as

substitute teachers. Paraprofessionals work with students under the supervision of a

certificated person (teacher or administrator). They may supervise a class only in an

EMERGENCY situation and then only for 30 minutes. They should be relieved after 30

minutes. An emergency situation means that no other certificated person (teacher or

administrator) is available to cover the class until a substitute arrives.

UOPD employees are not involved in instruction at all. They are clerical staff members who

work in administrative offices at the school or at the district level, guidance offices, and media

centers. While UOPD employees interact with students, they do not work with students in an

instructional capacity. There is no situation where a UOPD employee should be used as a

substitute.

STUDENT DISCIPLINE

UOPD- When a student’s behavior causes serious disruption or violates the Student Code of

Conduct in the classroom or other school locations, the employee shall report it to the

principal/supervising teacher.

Paraprofessionals shall be given effective support and authority in student discipline situations

as prescribed in the Student Code of Conduct. Such support and authority shall be consistent

with law, the Student Code of Conduct, the individual school Discipline Plan and the policies and

practices of the Employer. Each School’s Discipline Plan shall contain a provision that specifies

how paraprofessionals are to deal with individual students who commit conduct code offenses.

Paraprofessionals may be given the authority to write student referrals and send students to the

office.


13

GRADES

A+ Teachers are responsible for assigning students grades. Neither

paraprofessionals nor UOPD employees are to assign grades to

student work.

STANDING DUTY

Paraprofessionals work with students. Eighty percent of the paraprofessional day is to

be spent in an instructional capacity. The other 20% may be used for assignment to other

duties such as: cafeteria duty, bus duty, and arrival and dismissal duty. While

paraprofessionals stand cafeteria duty, they are not custodial or cafeteria staff and are not

be used to clean the cafeteria tables, floors, or empty trash.

UOPD are Civil Service employees. Their work is clerical. They work in office areas and

do not stand duty, unless there is an Emergency situation. They may be involved in

some student supervision in the office area, the school clinic, or guidance offices. They

may be asked to call parents to pick up students.

SICK AND PERSONAL LEAVES

A full time employee shall be entitled to four (4) days of sick leave for use at the end

of the first month of employment of each contract year. Thereafter the employee will

earn one day of sick leave for each month of employment in which the employee

works a minimum of five (5) days. Ten month employees get a total of 10 sick leave

days. Eleven month employees get 11 sick leave days and twelve month employees

get 12 sick leave days per school year. Sick leave days are credited at the end of the

month and may not be used prior to the time earned and credited to the employee.

Employees must fill out a leave form for every day out of work. This must be done

in a timely manner. Failure to do so will result in the absence being charged as leave

without pay. Your pay will be docked even if you have accrued sick leave.

Six of the ten sick leave days provided yearly, may be used as personal days. If your

leave forms reflect you have taken more than six personal days during the work year,

your pay will be docked even if you have sick leave days remaining. No reason for the

personal leave is required on the leave form. Personal days can be denied by the Principal

only if the absence creates a hardship at the school/worksite. Personal leave must be

approved in advance only if taken before or after non-work days such as holidays or

week-ends. Sick leave forms must be filled out immediately upon return to work or in

advance if it is a scheduled leave day. Each school will designate an individual for the

paraprofessionals and UOPD employees to call in the event of an absence.

All leave days not used by the end of the work year are carried over to the next work year

as sick leave. At that time, the employee will receive ten new leave days that can be used

when accrued. Any leave days carried over from the previous year have already been

accrued, so they may be taken as needed. Only six personal days may be taken in any

work year.


14

If all leave is expended, employees who continue to be absent are in leave without pay

(LWOP) status. Please note that taking LWOP is not a right and is not taken lightly. Such

leave must be approved by administration. Usually up to five days may be approved by

the school principal for a valid reason. Being in LWOP status can result in the

initiation of the disciplinary process that can lead to suspension or job termination.

Please use your leave days wisely.

OTHER TYPES OF LEAVE Other paid leaves include Jury Duty, Military Leave, On-the-Job Injury/Illness, and

Temporary Duty Elsewhere (TDE). None of these are charged to your accrued sick

leave. Temporary Duty Elsewhere (TDE) is the term used by DCPS to account for an

employee’s absence if working or attending a training elsewhere. These days are

assigned by the principal. This type of leave does not count against your accrued sick

leave.

SICK LEAVE POOL Employees may apply for the Sick Leave Pool after they have been employed by

DCPS for one year, and they have maintained a sick leave balance of ten days.

Upon initial enrollment, each member is asked to contribute one day of their sick

leave to the Sick Leave Pool. If Sick Leave Pool days run low, members may be

asked to donate an extra day. This doesn’t happen often.

Members of the Pool are eligible to withdraw Sick Leave Pool days for

catastrophic illnesses only. Catastrophic illnesses are life threatening illnesses.

Withdrawal is subject to approval by the Sick Leave Pool Committee. Members

must have exhausted their paid sick leave, be out at least 10 consecutive days,

and be in an unpaid status for at least five days before they may apply.

Bereavement Leave Employees have access to two (2) days of paid bereavement leave each year due

to a death of a relative. This bereavement leave is of special nature and may not

be deferred, accumulated or converted to any other purpose and will not be

deducted from earned sick leave. It is not charged against any other leave

account. The employee will not be paid for days not scheduled to work. Taking

this leave is not contingent upon expending all other types of leave. A published

obituary or funeral program, or link thereto will be required for documentation.

The term “relative,” for purposes of this paragraph, is defined as father, mother,

brother, sister, husband, wife, child, grandfather, grandmother, grandson,

granddaughter, or other close relative or member of his/her own household.

In addition, up to six (6) days of sick leave may be taken at the time of the death

of a member of the employee's immediate family. If unusual circumstances exist,

with a letter of justification, additional sick leave may be granted by the School

Board.

LEAVE WITHOUT PAY


15

BENEFITS

DCPS benefits include:

1. Free employee Health Insurance Coverage through Florida Blue for the

employee

2. Free employee $10,000 Life Insurance Policy

3. $250 Flex Benefits toward the purchase of options from the Fringe Benefits

Package (May be used for premiums on dental, added family health and life

insurance, reimbursements for out-of-pocket health costs)

4. Mail order pharmacy

Health benefit options are presented each fall after the school year begins for review or

when hired. Review your selections for mistakes during the fall enrollment period.

ANNUAL LEAVE

Twelve month UOPD employees accrue annual leave in addition to sick leave. Annual leave days accrue biweekly (accrued over two pay periods per month) to

the credit of the employee for any month in which the employee works a minimum of

five (5) workdays in the month. Annual leave must be applied for ahead of time.

Credit for Military Experience Paraprofessionals and UOPD- Effective 2017-2018 school year, Paraprofessionals and

UOPD Employees providing verification of active military service (DD214), shall

receive credit on the Paraprofessional/UOPD Salary Schedule at a rate of one (1) year for

each twelve (12) months of continuous military service up to a maximum of two (2)

years. Pay shall not be credited prior to the 2017-2018 school year and is creditable

beginning the school year in which the verification (DD214) is received.

PROGRESSIVE DISCIPLINE Employees must adhere to rules established by the State of Florida, the Duval County

Public School Board, and those established at the worksite. When it becomes necessary

to do so, the principal or supervisor will initiate the Progressive Discipline Process.

Progressive Discipline affords the employer the right to initiate and escalate discipline for

employee continued misconduct. The following outlines procedures for progressive

discipline.

No appropriate administrator/supervisor shall reprimand or criticize an

employee in the presence of the employee's co-workers or others not

directly concerned. When reprimand or criticism is deemed necessary, it

shall be made in a private conference, with discretion and out of public

view and hearing. The following progressive steps must be followed in

administering discipline, it being understood, however, that some more

severe acts of misconduct may warrant circumventing the established

procedure:


16

a. Verbal Reprimand

(1) No written conference summary is placed in personnel

file

(2) Employees must be told that a verbal reprimand

initiates the discipline process

b. Written Reprimand- Letter to the personnel file

c. Suspension without Pay- Must be Board approved

d. Termination- Must be Board approved

An employee summoned to the office of a principal or appropriate

administrator/supervisor, or any district-level administrator, for an investigatory

conference or meeting which may lead to disciplinary action, shall have the right to

union representation. If a union representative is not available, the conference/meeting

shall be rescheduled to a time when union representation is available.

Make sure that you are clear on what you may or may not do at your worksite so as to

avoid being disciplined. Don’t hesitate to ask questions. If you are unsure as to your

responsibilities and can’t get an answer from your principal/supervisor, call DTU.

PROBATIONARY PERIODS

A probationary period is an identified period of time when an employee, hired by DCPS,

may be fired without cause. Each of the DTU units (Paraprofessionals, Teachers and

UOPD) have a probationary period.

The Paraprofessional probationary period is for the first year of employment which

must be at least 170 paid workdays in a specific classification. If at any time during the

probationary period, the principal, supervisor determines that the performance of the

employee is unsatisfactory, the employee may be fired without right of hearing or appeal.

After the probationary period expires, the employee may only be fired for just cause.

UOPD employees have six months to a year of probationary periods within specific job

classifications upon hire. This probationary period allows for their dismissal without

cause. Once the entry level probationary period has passed, the employee experiences

other probationary periods if and when promoted to a different job classification. Each

promotion has its own probationary period. If the employee fails to meet the

probationary requirements of a promotional position, they have the right to revert back to

their previous job classification.


17

EVALUATIONS

All employees receive yearly evaluations from their principals/supervisors. Each DTU

unit has its own evaluation document. Each employee is to be in-serviced on the

instrument to be used. All employees are to sign the evaluation as either “accepted” or

“not accepted.” The completed evaluation form goes to the employee’s personnel file in

Human Resources. The employee has the right to attach a statement to the evaluation

within 10 days of receipt.

Paraprofessional evaluations are done at the school level by the principal or assistant

principal. Teachers may have input into the evaluation of the paraprofessionals with

whom they work. The paraprofessionals may ask to see what the teachers have submitted

as input. It is the administrator that completes the evaluation, however. Teachers only

have input. The paraprofessional evaluation is due April 1 of each year.

UOPD evaluations are completed by the principal/ supervisor. The UOPD “job factors”

are discussed with the principal/supervisor by the first month of the work year. These are

the agreed upon factors for which the employee will be evaluated. The UOPD evaluation

is due by April 15 each year.


18

TIPS FOR THE FIRST YEAR

Come to work, and come to work on time. You must arrive on time and sign in each

day by the designated start time.

You are provided with ten sick leave days (11 for 11 month employees, 12 for 12

month employees) which are accrued throughout the year. Use them wisely. Avoid

going into leave without pay status. Leave without pay and tardiness can lead to

being disciplined and getting fired.

Be pro-active. Don’t be afraid to ask questions or ask for assistance when you are

unsure of your responsibilities. Ask before you act!

Do not substitute for teachers. Paraprofessionals must be under the supervision of a

certificated person (teacher, administrator) when supervising students except in an

emergency. UOPD employees are not instructional personnel and shouldn’t substitute

at all.

Be careful of physical contact with students. It is best to make every effort not to

touch students.

Be professional in your dealings with everyone. Don’t let students, parents, or staff

members upset you.

Don’t raise your voice when speaking to students or adults.

Work assigned is to be completed at work. You may not assign yourself overtime

pay if you can’t complete the work within the work day. Overtime is paid only when

you are required by your principal/supervisor to remain beyond your workday.

Your workday hours may be shifted by the principal/supervisor after discussion with

you.

If you get into trouble don’t make any statements until you have contacted DTU.

Don’t use your cell phone during your work time. You may use it during breaks or at

lunch.

UOPD employees may be asked to dispense medication. You must be trained

before you can perform that function.

Make sure that you ask questions and do as directed during your probationary period.

Remember, you can be let go during that period without cause.


19

WHAT DTU HAS TO OFFER

Duval Teachers United (DTU) is your professional organization. DTU is affiliated

with the Florida Education Association (FEA) statewide. We have national

affiliations with the American Federation of Teachers (AFT) and the National

Education Association (NEA). We are one of a few states that has merged our

national affiliates. As a result, our members receive the benefits of being affiliated

with both national organizations.

What is the Role of DTU?

It is the responsibility of DTU to bargain and enforce contract language in all

areas dealing with salaries, benefits, and working conditions for its members. We

represent office workers, paraprofessionals, psychologists, social workers,

specialists, instructional coaches, Deans, and teachers.

What are the Benefits of Joining DTU?

Here are a few:

1. Representation at the bargaining table for salaries, benefits, and

employment conditions

2. Enforcement of contract language

3. Representation on grievances, disciplinary issues, Growth Plans

4. Liaison for employees with principals

5. On-site attorney- (Members can consult with attorney on professional

issues, some personal legal matters, wills, no fault divorces, quit claim

deeds, adoptions, worker’s compensation…)

6. Free legal representation for professional standards hearings

7. $3,000,000 liability insurance

8. Professional development opportunities

9. Email, phone, in person access to full time staff consultants to address all

work-related concerns (payroll, certification, evaluation, health insurance

coverage, surplus, transfers, all contractual issues, etc.)

10. Free professional magazines focusing on educator issues

11. Timely information on current district and legislative educational issues

12. National and statewide lobbyists

13. Affiliation with state and national professional educator organizations

14. Representation on district wide committees

15. Reduced rate tickets to movies and theme parks

16. DTU representative at each school site to address member school concerns

17. Access Card (provides coupon discounts)

18. Dues Tab- $1000 Life Insurance and $50,000 Death and Dismemberment

Policy (free to DTU members)

19. Your only voice at the district and state level on all employee/education

issues

20. NEA Member Benefits- Discounts


20

GRIEVANCES

Both paraprofessionals and UOPD employees have Collective Bargaining Agreements

(Contracts) which are a binding agreement between DTU and DCPS. Both sides agree to

work under the conditions outlined in that contract. This contract outlines your rights,

benefits, and working conditions as an employee of DCPS. It is separate from the

contract you sign for employment with DCPS.

A grievance is an official notification from DTU that contract language has been violated.

Grievances may not be filed against other DTU members or members of the other

bargaining units represented by DTU. Grievances are filed against the

employer/supervisor responsible for upholding the contract. Grievances are often

confused with complaints. A member may have a valid complaint on an issue. If that

complaint is not a contractual issue, it cannot be grieved.

A grievance goes through the following formally established procedure. Very few

grievances advance to Step III. Most are settled by Step II.

Grievance Procedure:

1. Pre-Grievance: A contract violation has occurred. The school site DTU

representative is contacted by the member. Attempts are made to handle the

situation at the school level with the principal. The issue must be addressed with

the Principal within ten work days of the incident. Once addressed, the Principal

has two workdays to respond. If the violation is not adequately settled, the

grievance moves to Step I.

2. Formal Step I Grievance: The grievant contacts the DTU Staff Consultant. The

grievance is reduced to writing by the DTU Staff Consultant within five days of

the principal’s response. The principal has five workdays to respond after the

receipt of the written grievance. If the violation is not adequately settled, the

grievance moves to Step II.

3. Formal Step II Grievance: Within 15 days after the receipt of the response from

the principal, the DTU Staff Consultant will process the grievance to the Chief of

Human Resources, who acts as the Superintendent’s designee. A hearing may be

called, if necessary. There are 20 workdays to respond. If there is no suitable

resolution at this level, the grievance moves to Step III.

4. Formal Step III grievance: Within 20 workdays of the receipt of the Step II

decision, an appeal may be filed to the School Board. The School Board will hold

a hearing within 30 days with a decision to be rendered at the following School

Board meeting.


21

ANSWERS TO FREQUENTLY ASKED QUESTIONS

1. Is there a dress code policy?

There are general standards in the contract that cover appearance).

Basically, it is the responsibility of employees to dress in a

manner that reflects a positive and respectable role model for children, is practical

for performing work responsibilities, and that has safety in mind.

2. What is the difference between surplus and RIF?

Surplus occurs when a position at the school is eliminated. This may happen

because of decreased student enrollment that impacts the funding of the school

budget or because programs are eliminated at schools. Employees may voluntarily

surplus themselves. Employees who are declared surplus still have a job, but not

at their current schools. Human Resources will place them in an available in-field

position at another school. If there are no positions immediately available,

employees are placed in a surplus pool. Surplus employees are placed in positions

as they become available. If funding is available, employees may be temporarily

assigned to a site or stay at their current site at their regular rate of pay until a

position is available.

Reduction in Force (RIF) occurs when there is no job available for the employee

in the district and the DCSB is financially unable to maintain the employee at the

surplus level. Employees who are RIF’d qualify for unemployment compensation

if they have worked the required amount of time. If declared RIF, employees are

called back to work by seniority within their classification as jobs become

available.

3. Can I refuse to do something my principal/supervisor has directed me to do?

You should not refuse to obey a legal direct request from the principal/supervisor.

DTU recommends that employees comply with the request and then contact DTU,

if there is an issue. Outright refusal to do as directed is grounds for termination for

insubordination. Your principal/supervisor has the authority to recommend you be

fired for insubordination. If you have a concern about a request, you may

diplomatically express concerns to the principal/supervisor in private. If the

principal/supervisor still insists you comply, do as directed and then contact your

DTU building representative or DTU. Do not get into an altercation with the

principal/supervisor.

4. Do I need to notify my principal/supervisor if I’m going off campus/site for

lunch?

Yes, you should alert your principal/supervisor or designee before going off

campus/site for lunch. You are also expected to sign out and back in on the school

sign in/out log.


22


(Cont.)

5. Is each school required to implement shared governance?

Yes. Each school should have an approved shared governance plan by which the

staff is included in participatory governance of the school. The identified

definition of consensus should be followed when school decisions are made. The

school staff should have meaningful input into the budget. For those assigned to

district offices, Shared Governance is suggested but not mandated.

6. Does the reason for a personal day have to be identified on a sick leave form?

No. All that needs to be written on a leave form for a personal day is “personal

business.” No other explanation is needed in writing or verbally. Only six

personal days may be used yearly.

7. Does personal leave have to be approved ahead of time?

No, except when personal leave is requested the day before or after a holiday or a

non-workday. Then the leave will be requested in advance except for

emergencies. The request for leave does not have to be submitted a specified

number of days in advance.

8. Can I be asked to substitute for a class?

No. Neither paraprofessionals, nor UOPD staff may be used as substitutes.

Paraprofessionals may be asked to cover a class for 30 minutes in an emergency

situation only.

9. Can a UOPD employee be assigned to work out of their classification?

When a UOPD employee is qualified for and is temporarily assigned in writing by

the Employer to serve regularly in and accept the full responsibility for work

which would normally be performed in a higher class position for three (3) or

more workdays of continuous duty, such an employee, if not in the highest step of

the employee's pay grade, shall receive a one (1) step increase or the lowest step

in the higher classification which will result in an increase, whichever is greater.

The additional compensation as provided in this provision shall cover the entire

period or assignment in the higher class retroactive to the first day in the

assignment.

10. When is it appropriate to use the school phone to call DTU?

You may use the phone to call DTU during non-student contact/supervision time,

during breaks or lunch.

11. What does it mean to be in leave without pay (LWOP) status?

Leave without pay status occurs when you take leave beyond your accrued sick

leave balance. Leave taken, at that point, is unpaid. While administration may

approve up to five days LWOP, it must be for a valid reason. LWOP must be

approved. Progressive disciplinary action and job termination can result from too

many LWOP days.


23


(Cont.)

12. Is annual leave automatically used if I am out of sick leave?

No. Annual leave must be applied for and approved before the leave is taken. Sick

leave does not. If you are in leave without pay status and you take another sick

day, your pay will be docked. Payroll will not automatically deduct the day from

your annual leave bucket. Remember, only 12 month UOPD employees accrue

annual leave.

13. Do Paraprofessionals participate in Early Release Training?

Yes. Paraprofessionals may be trained alongside teachers or have training

sessions tailored to their needs. Paraprofessionals are not to be used to supervise

students on Early Release Days unless there is an emergency situation. Make sure

that points accrued by workshop attendance are recorded and inputted by the

school Professional Development Facilitator (PDF).

14. Are Paraprofessionals and UOPD personnel eligible for supplements?

Yes, Paraprofessional and UOPD personnel may apply for afterschool coaching

positions if teachers are not available. They do have to meet state requirements,

however. Paraprofessionals may also serve as Safety Patrol sponsors.

Paraprofessionals who work in self-contained CSS classrooms and at ESE Center

Schools and Alternative schools currently also qualify for supplements.

15. What is a service raise?

In addition to the hourly rate, a UOPD employee receives $300 a year for each

five (5) years of continuous service with the Duval County Public Schools for

service earned prior to 2014-2015. The service raise for service earned by 2014-

2015 and thereafter shall increase to $400 a year.

16. What is longevity pay?

Paraprofessionals receive longevity pay if they have ten years of continuous

service with Duval County Public Schools. At that time they receive an

additional $600 annually. After 15 years of continuous service, the employee will

receive an additional $300 for each five (5) years of continuous service.

17. What is a step/level raise?

A step raise is additional monies negotiated for an employee for each year of

employment. Step increases are reflected on the salary schedule and are separate

from any negotiated salary schedule enhancements negotiated.


24

Commonly Used Acronyms

The following abbreviations are commonly used in the educational settings in

Duval County: ADA- Americans with Disabilities Act

ADD - Attention Deficit Disorder

ADDHD - Attention Deficit Hyperactivity Disorder

AFT - American Federation of Teachers AIP - Academic Improvement Plan

A.P. - Assistant Principal

AP - Advanced Placement

C.A.S.T. - Collaborative Assessment System for Teachers

CET – Clinical Educator Training

CGA- Curriculum Guide Assessment

CHAMPs - Conversation Help Activity Movement Participation CSS - Communication/Social Skills –ESE Program Eligibility

DCF - Department of Children and Families

DCSB - Duval County School Board

DCPS - Duval County Public Schools

DOE- Department of Education DRA- Developmental Reading Assessment

DTU - Duval Teachers United

EAP - Employee Assistance Program EBD - Emotional/Behavioral Disabilities

EEO - Equal Employment Opportunity (Affirmative Action)

ELL English Language Learner

EOC- End of Course Exam

EQ- Payroll Equalization

ERO Electronic Register Online ESE - Exceptional Student Education

ESOL- English for Speakers of Other Languages

FBA- Functional Behavior Assessment

FCAT - Florida Comprehensive Assessment Test

FSA- Florida State Assessment

FDLRS- Florida Diagnostic and Learning Resources System

FEA - Florida Education Association FMLA- Family Medical Leave Act

FPMS – Florida Performance Measurement System

FTE- Full Time Equivalent

GGD- Grade Gathering Documents (Report cards) HH- Homebound/Hospital

HQ Highly qualified

HR- Human Resources IEP - Individual Education Plan

IND - Intellectual Disabilities- ESE Program Eligibility

IPDP – Individual Professional Development Plan


25

Commonly Used Acronyms

LEP- Limited English Proficient

LI- Language Impaired

LWOP- Leave Without Pay

MRT- Multidisciplinary Referral Team NBPTS – National Board for Professional Teaching Standards

NCLB-No Child Left Behind

NEA - National Education Association OJI - On Job Injury

Para- Paraprofessional

PMP- Progress Monitoring Plan

PT - Physical Therapy

PDF - Professional Development Facilitator

PERC - Public Employees Relations Commission

PLC- Professional Learning Community

PTA- Parent Teacher Association

RTI - Response to Intervention

TDS Teacher Development and Support

TOY- Teacher of the Year

SAC - School Advisory Council

SACS - Southern Association of Colleges and Schools

SAP- System Application and Products in Data Processing

SDM – Shared Decision-Making

SIMS- Student Information Management System

SIP- School Improvement Plan

SIT- School Improvement Team

SLP- Speech Language Pathologist

SPP- Student Progression Plan

SRP- School Related Personal

UOPD - United Office Personnel of Duval (Clerical Unit)

26