Common use of CDL Drivers Clause in Contracts

CDL Drivers. Layoffs, should they occur, shall be done inversely according to the non-CDL driver's seniority as a Cherry Creek non-CDL driver, i.e., last hired shall be first laid off. Recall shall be made according to seniority as a Cherry Creek non-CDL driver prior to layoff. Layoffs, should they occur, shall be done inversely according to the Cherry Creek bus assistant seniority list, i.e., last hired shall be first laid off. Recalls shall be made according to the last bus assistant seniority list prior to layoff. Revised: April 14, 2023 Adopted: June 12, 2023 Effective: July 1, 202 Compensation, Benefits, and Leave Information‌ 2023-2024 CCTEA Compensation MOU‌ The District and CCTEA agree to the following compensation for the 2023-2024 school year, effective July 1, 2023. CDL and Non-CDL drivers who are eligible for a salary increase will receive a step plus a 5.75% COLA increase. For drivers who are at the max for steps, the increase will be in the form of a one- time payment to equate to the total increase. Bus Assistants will receive an 8% COLA. If an 8.0% increase places an employee beyond the position’s 2023-2024 wage range maximum, the employee will receive a comparable percentage increase to reach the new wage range maximum and will receive an additional one-time payment to equate to the total increase of 8.0%. Effective for Bus Assistants only, the cap of internal experience and total credited experience will be increased up to 21 years of relevant experience. The hourly wage of Bus Assistants who are impacted by this change will be adjusted effective July 1, 2023. This placement adjustment will be completed first, and their placement in the range as of July 1, 2023, will be adjusted by the 8% increase. Effective July 1, 2023, Bus Assistants will receive five paid holidays. This number will be increased to a total of nine, with the addition of four additional paid holidays effective July 1, 2024, for the 2024-2025 school year. Effective July 1, 2023, vacation hours will no longer accrue for bus drivers. Current bus drivers who qualify for vacation accrual will be considered legacy employees under Policy 4555. If they qualified for vacation accrual as of June 30, 2023, they will receive a lump sum payment at the end of the school year, until they separate from the District. This lump sum amount will be equal to the maximum current payout they would have received in the 2022-23 school year based on their Package Hours per day, years of service, and hourly wage rate on the CCTEA Step Schedule as of June 30, 2023. The dollars associated with these payouts will stay within the bargaining unit for future years’ compensation and will be presented as a separate piece of the compensation package. For example: A Bus Driver who has been with the district for 10-14 years and had a route/package that consisted of 8 hours per day, would receive 10 hours of vacation per month. That equates to 120 hours of vacation for the year. If the Driver is on Step 7, their hourly wage rate would be $27.06, and would yield an annual payout of $3,250 Created: May 17, 2023 Adopted: June 12, 2023 Effective: July 1, 2023 Compensation, Policy 4541‌ CDL and Non-CDL Hourly Step Chart Effective July 1, 2023‌ 2023-2024 Bus Assistant Wage Range‌ Longevity Pay‌ The following longevity pay will be granted to eligible employees as additional salary to be paid in a lump sum the month of their anniversary date. This will not be included in base pay. Years of service must be continuous in a benefit eligible position with Cherry Creek School District. The employee must work 120 days or more during each year of service in order to be eligible for longevity. If an employee retires from Cherry Creek School District with a PERA (Public Employees Retirement Association) benefit requiring separation of employment for 30 days prior to rejoining the District, they will no longer be eligible for longevity pay after separation.