COLLECTIVE BARGAINING AGREEMENT
BETWEEN
RIVERVIEW EXTRACURRICULAR ACTIVITIES
AND COACHES ASSOCIATION
AND
RIVERVIEW SCHOOL DISTRICT
2014 - 2017
INDEX
ARTICLE
PAGE
ARTICLE I - RECOGNITION
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ARTICLE II - BUSINESS
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ARTICLE III - ASSOCIATION DUES AND
REPRESENTATION FEES
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ARTICLE IV - RIGHTS OF THE PARTIES
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ARTICLE V - DISCIPLINE
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ARTICLE VI - GRIEVANCE PROCEDURES
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ARTICLE VII - WAGES
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ARTICLE VIII - WORKING CONDITIONS
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ARTICLE IX - DURATION AND EXECUTION
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APPENDIX A - PAY SCHEDULE
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ARTICLE I – RECOGNITION
Section 1.1.
Recognition
The Riverview School District Board of Directors (referred to as the “District”) recognizes the
Riverview Extracurricular Activities and Coaches Association (referred to as the “Association”)
as the exclusive representative, under RCW 41.56, for all District employees under supplemental
contracts in extra-curricular positions for which no certification is required. All other employees
of the District, including the Athletic Director, are excluded from the bargaining unit.
As used in this Agreement, the following terms shall apply:
1.
Employee:
An individual who is a member of this bargaining unit.
2.
Pay Provisions: Pay provisions are determined jointly by the parties and found
herein in Appendix A.
3.
Extracurricular: Coaching and activities for which certification is not required.
4.
Days: “Days” means school calendar days, except after June 1, when “days”
shall mean all weekdays other than legal holidays.
ARTICLE II – BUSINESS
Section 2.1.
Conformity to Law
If any provision of this Agreement or the application of any such provision is held invalid, the
remainder of this Agreement shall not be affected thereby. Neither party shall be compelled to
comply with any provision of this Agreement which conflicts with any State or Federal statutes or
regulations promulgated pursuant thereto.
Section 2.2.
Entire Agreement
The Agreement expressed here in writing constitutes the entire Agreement between the parties
and no oral statement shall add to or supersede any of its provisions.
Section 2.3.
Distribution of the Agreement
Within thirty (30) calendar days after ratification and final signing of this Agreement, the District
shall print the Agreement with five (5) additional copies for the Association; and the Association
will distribute to each coach/advisor a copy of this Agreement.
All costs of printing shall be borne equally by the Association and the District.
The District shall provide new employees a copy of this Agreement at the time of hire, either online or hard copy if requested.
The District will furnish the Association with a computer disk copy of the final Agreement.
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Section 2.4.
Individual Contracts
Employees will be issued a written contract which will be consistent with this Agreement.
ARTICLE III – ASSOCIATION DUES AND REPRESENTATION FEES
Section 3.1.
Dues Deduction
Upon the written authorization of any employee within the bargaining unit, the employer shall
deduct from the pay of such employee the monthly amount of dues as certified by the Association
and shall transmit the same to the Assocation.
Section 3.2.
Current Employees
Each employee subject to this Agreement, who on the effective date of this Agreement is a
member of the REACA in good standing, shall as a condition of employment maintain his/her
membership in the Association in good standing during the period of this Agreement.
Section 3.3.
New Employees
All employees subject to this Agreement initially hired at a time subsequent to the effective date
of this Agreement shall as a condition of employment become members in good standing of the
REACA within thirty (30) days of the hire date or shall pay to the REACA a service charge in the
amount equivalent to regular dues. The District shall deduct this service charge in the same
manner as Association dues.
Section 3.4.
In the event an employee is a dues-paying member or pays a service fee and is a
member in good standing of a Washington Education Association (WEA) certificated or
classified bargaining unit, he/she will not be required to pay dues or a representation fee (other
than local dues) and shall be a member in good standing of the REACA.
Section 3.5.
Charitable Organization Deductions
Any employee claiming a bona fide religious objection shall notify the Association and the
District of such objection writing within ten (10) days of commencement of employment.
Pending determination of any bona fide religious objection, the District agrees to deduct from the
salary of the employee claiming such objection an amount equivalent to the Association dues;
provided, however, that said money shall not be transmitted until such time as the District is
notified that a final determination pursuant to the Act has been made. In the event that it is finally
determined that the employee does not have a bona fide religious objection, the District agrees
promptly to remit to the Association all money being held.
In the event that an employee has been determined to have a bona fide religious objection to the
payment of a representation fee or agency shop fee, said employee shall pay an amount of money
equivalent to regular dues to an agreed upon charitable organization. Within ten (10) days of the
commencement of employment or determination of bona fide religious objection, which ever
occurs later, said employee may sign and deliver to the District an assignment of wages form for
religious objection, which shall authorize the deduction of an amount equivalent to the dues of the
Association and payment pursuant to Section 3.5, including any deduction made be transmitted to
said designated, non-religious charitable organization.
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If the employee and the REACA do not agree to a non-religious charitable organization, the
PERC shall designate the charitable organization.
Section 3.6.
Indemnification of the Employer
The Association will indemnify, defend and hold the District harmless against any and all claims,
suits, orders or judgments brought or issued against the District as a result of any action taken or
not taken by the District pursuant to proper implementation of this Article.
ARTICLE IV – RIGHTS OF THE PARTIES
Section 4.1.
Use of School Facilities
School facilities may be used for Association meetings at reasonable times during non-duty hours
provided that such meetings shall not interfere with the normal school operations. All such
activities are subject to approval by the building principal or designee—both for the activity and
the use of school property.
The District may, at its option, require two (2) weeks’ notice of any such activity or property use.
The District has the right to require a reasonable rental for the use of school district facilities.
Section 4.1.2.
Association Use of Bulletin Boards
The Association shall have the right to post information and notices of activities on the
bulletin board in the staff lounge in each school. Posted materials must be approved and
signed by the appropriate Association official before posting.
Section 4.2.
Management Rights
The District retains all rights of management except as such rights have been expressly and
specifically relinquished in this Agreement.
ARTICLE V – DISCIPLINE
Section 5.1.
Discipline
Discipline of any employee while performing assigned duties within the employee’s activity
season will be for good reason.
Section 5.2.
Representation During Discipline
An employee has the right to have an Association representative at any scheduled meeting at
which the District will announce employee discipline.
ARTICLE VI – GRIEVANCE PROCEDURE
Section 6.1.
1.
Grievance Definition
A grievance is an allegation that a provision(s) of this Agreement has been
misapplied or misinterpreted.
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2.
Any employee may file a grievance in accordance with this grievance procedure. To
be valid, a grievance must be initiated within fifteen (15) days of the date of the act
giving rise to the grievance.
3.
If the District does not meet a time limit, the grievance may be advanced to the next
step; if a time limit is not met by the grievant, the grievance will be considered
dropped.
4.
A grievance must be in writing and must include:
A. The facts on which the grievance is based;
B. The specific section(s) of the Collective Bargaining Agreement which has been
allegedly misinterpreted or misapplied; and
C. The specific remedy sought.
A grievance must be signed and dated by the grievant.
Section 6.2.
Procedural Steps
Step 1. The employee shall meet with his/her supervisor to attempt to resolve the employee’s
complaint prior to formalizing the grievance. If this meeting fails to resolve the complaint, the
grievance must be submitted in writing within four (4) days of such meeting. The immediate
supervisor will then schedule a formal meeting. The Supervisor will answer the grievance in
writing within four (4) days of that meeting.
Step 2. If not satisfied with the Supervisor’s response, the grievant may submit the grievance to
the Superintendent within four (4) days of the Step 1 answer. Within four (4) days of receipt of
the written grievance, the Superintendent or his/her designee will arrange a meeting with the
grievant. Within ten (10) days of that meeting, the Superintendent or his/her designee will render
a written decision. The Superintendent’s or his/her designee’s answer will be final and binding.
ARTICLE VII – WAGES
Section 7.1.
Payment
A.
Employees will be paid in equal monthly payments based upon the length of the
regular season or activity.
B.
Post-season payments will be paid within sixty (60) days from the end of the
season/activity.
Section 7.2.
Wages (See Attached Appendix A)
ARTICLE VIII – WORKING CONDITIONS
Section 8.1.
Transporting Students
Employees shall not be required to drive students to authorized activities which take place away
from the School District or which require a Type II License. With prior approval of the
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employee’s principal or immediate supervisor, the employee may voluntarily drive students to
such authorized activities. While actually driving students to such authorized activities,
employees shall be reimbursed for mileage consistent with Board policy.
Section 8.2.
completed.
The District will make available job descriptions when such job descriptions are
Section 8.3.
Evaluations
All employees will be evaluated the first year in a position. Subsequently, employee’s filling
head positions will be evaluated every other year. All employees may be evaluated more
frequently upon the request of the employee or if the administrator determines it to be necessary.
Evaluations will be completed within thirty (30) school days after the close of the season for the
athletic activity.
Section 8.3.1. Head coach concerns regarding an assistant coach may be provided in
writing to the Athletic Director in a timely manner. Upon receipt of the written concerns,
the Athletic Director will schedule a meeting with the head coach and the assistant to
discuss the written concerns. The Athletic Director will provide a written summary of
the meeting; such summary will address the concerns submitted by the head coach.
Section 8.4.
Program Effectiveness and Student Safety
An employee having concerns regarding the number and/or skill level of students turning out for
his/her assigned extracurricular activity may submit a written request to the Athletic Director to
review said concern. Within three (3) days of receipt of the written request, the Athletic Director
will meet with the employee and review options to address the concern. Options may include, but
not be limited to, no remedy, additional staffing, program reduction, and/or additional equipment.
“No remedy” is an option if agreed to by the Athletic Director and the employee; however, if “no
remedy” is unacceptable to the employee and the stated concern involves the safety and
supervision of students, the employee may request the principal review the concern.
Section 8.5.
Specialty Events (e.g. Pole Vault)
When no employee is qualified to coach a specialty event, the District may offer appropriate
training for an employee expressing interest in said specialty. The District will reimburse the
employee the cost of registration for an approved training course and District-approved meal and
mileage expenses. The employee will provide receipts as required by the District for
reimbursement. The District will not approve student participation in a specialty event unless a
qualified coach is assigned.
Section 8.6.
Stipend Committee
Each party to this Agreement will appoint up to three (3) representatives to an Extracurricular
Committee. Said committee will conduct a study to compare stipends paid for extracurricular
events, staffing patterns for extracurricular events, number of extracurricular offerings, and
professional development offered coaches and extracurricular advisors. The study will be based
on extracurricular programs in 2A public schools in the Cascade League and other schools
mutually agreed.
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APPENDIX A
REACA PAY SCHEDULE
2014 – 2017
Position
Yrs 1-3
Yrs 4-6
Yrs 7-9
Longevity
10+ yrs
Post Season
*per week
HIGH SCHOOL ATHLETICS – LEVEL 1
Head Basketball Coach
4800
Head Football Coach
4800
Head Track Coach
4800
Head Volleyball Coach
4800
Head Wrestling Coach
4800
5232
5232
5232
5232
5232
5703
5703
5703
5703
5703
500
500
500
500
500
300
300
300
300
300
HIGH SCHOOL ATHLETICS – LEVEL II
Head Baseball Coach
4000
Head Cross Country Coach
4000
Head Golf Coach
4000
Head Soccer Coach
4000
Head Softball Coach
4000
4360
4360
4360
4360
4360
4752
4752
4752
4752
4752
500
500
500
500
500
300
300
300
300
300
Cheerleader Advisor
Drill Team Advisor
Dance Team Advisor
Cheerleader Asst. Advisor
4360
4360
2180
2616
4752
4752
2376
2851
500
500
250
250
N/A
N/A
N/A
N/A
HIGH SCHOOL ATHLETICS – LEVEL III
70% of Level I
Asst. Basketball Coach
3600
Asst. Football Coach
3600
Asst. Track Coach
3600
Asst. Volleyball Coach
3600
Asst. Wrestling Coach
3600
3924
3924
3924
3924
3924
4277
4277
4277
4277
4277
500
500
500
500
500
150
150
150
150
150
HIGH SCHOOL ATHLETICS – LEVEL IV
70% of Level II
Asst. Baseball Coach
3000
Asst. Cross Country Coach
3000
Asst. Soccer Coach
3000
Asst. Softball Coach
3000
3270
3270
3270
3270
3564
3564
3564
3564
500
500
500
500
150
150
150
150
1635
1635
1635
500
1782
1782
1782
500
N/A
N/A
N/A
N/A
100
100
100
N/A
4000
4000
2000
2400
HIGH SCHOOL ATHLETICS - OTHER
Baseball Base Coach
1500
Pole Vault Coach
1500
Softball Base Coach
1500
Home Golf Assistant
500
Weight Room Supervisor*
1200/Season
C SQUAD/FRESH: Same as Assistant Coach pay, all sports, all levels.
*60 hours per Season (3 total)
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Position
Yrs 1-3
Yrs 4-6
Yrs 7-9
Longevity
10+ yrs
MIDDLE SCHOOL ATHLETICS – LEVEL V
60% of Level I
Head Basketball Coach
3120
Head Cross Country Coach
3120
Head Football Coach
3120
Head Soccer Coach
3120
Head Track Coach
3120
Head Volleyball Coach
3120
Head Wrestling Coach
3120
3401
3401
3401
3401
3401
3401
3401
3707
3707
3707
3707
3707
3707
3707
250
250
250
250
250
250
250
MIDDLE SCHOOL ATHLETICS – LEVEL VI
80% of Level V
JV Basketball, Boys Coach
2496
JV Basketball, Girls Coach
2496
Asst. Cross Country Coach
2496
Asst. Football Coach
2496
Asst. Soccer Coach
2496
Asst. Track Coach
2496
JV Volleyball, Girls Coach
2496
Asst. Wrestling Coach
2496
2721
2721
2721
2721
2721
2721
2721
2721
2965
2965
2965
2965
2965
2965
2965
2965
250
250
250
250
250
250
250
250
MS Intramurals
2735
3147
2384
Additional qualifiers for experience placement in Athletics:
1.
Out-of-district experience must be in the same sport, in the same position, and at the
same or higher school level.
2.
In-district experience:
a. 2 years MS = 1 year HS Assistant experience
b. 2 years HS Assistant = 1 year HS Head experience
c. 1 year HS Assistant = 2 years MS experience
d. 1 year HS Head = 2 years HS Assistant
e. 2 years MS Assistant = 1 year MS Head for MS placement only
*Post Season week shall be defined as three (3) or more coaching days.
Longevity shall be defined as “ten (10) consecutive years within the sport in the Riverview School
District.” Consecutive years shall not be lost or accumulated because of time on authorized leave or
time spent in layoff status.
Subject to application to and approval of the District, position salaries may be split on a percentage
basis and upon mutual consent of the employees intending to perform duties of the position.
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POSITION
HIGH SCHOOL NON-ATHLETIC ACTIVITIES
Annual Supervisor
3007
Knowledge Bowl Coach
1017
Honor Society Advisor
2145
Senior Class Advisor
1850
Junior Class Advisor
1400
Sophomore Class Advisor
1150
Freshman Class Advisor
900
ASB Advisor
2277
Activities Supervisor
2654
Technology Coordinator
2654
MIDDLE SCHOOL NON-ATHLETIC ACTIVITIES
ASB Advisor
2277
Honor Society
1393
Interest Clubs
890
Golf Club
890
Activities Supervisor
1393
Technology Coordinator
2654
ELEMENTARY NON-ATHLETIC ACTIVITIES
ASB Advisor
1138
Intramurals
1642
Technology Coordinator
2654
Subject to application to and approval of the District, position salaries may be split on a
percentage basis and upon mutual consent of the employees intending to perform duties
of the position.
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