District Of Columbia Council Bill PR25-0212 Introduced / Bill

                    .1
April 25, 2023
«
Dear Chairman Mendelson:
Sincerely,
♦
\
Murill
Mayor
The Honorable Phil Mendelson, Chairman 
Council of the District of Columbia 
1350 Pennsylvania Avenue, N.W.
Washington, DC 20004
MURIEL BOWSER 
MAYOR
1 
I
I am pleased to submit, for your introduction and Council approval, a proposed resolution cited as 
the “Compensation and Working Conditions Agreement between the District of Columbia Public 
Schools and the Teamsters Local 639 Approval Resolution of 2023”
This agreement provides to the Teamsters Local 639 bargaining unit members at the District of 
Columbia
 Public Schools a one-time bonus of 3.5% for FY 2022 (effective the first full pay period 
on or after October 1, 2021), a 2.5% wage increase for FY 2023 (effective the first full pay period 
on or after October 1, 2022), a 3.0% wage increase for FY 2024 (effective the first full pay period ■ 
on or after October 1, 2023), and a 3.0 wage increase for FY 24 ((effective the first full pay period 
on or after October 1, 2024).
I appreciate your attention to this important agreement that directly benefits thousands of District 
of Columbia employees. Please contact me or E. Lindsey Maxwell II, Director, Office of Labor 
Relations and Collective Bargaining, at (202) 724-4953, should you have questions concerning 
this transmittal.
ovtser   A PROPOSED RESOLUTION
IN THE COUNCIL OF THE DISTRICT OF COLUMBIA
23
25
26
27'
28
29
30
31
32
33
34
35
36‘
37
1
I
To approve the negotiated compensation and working conditions collective bargaining 
agreement submitted by the Mayor for employees of the District of Columbia 
Public Schools, who are represented by Teamsters Local 639.
Chairman Phil Mendelson 
at the request of the Mayor
1
2
3
4
5
: 6
7
8
9
10
11
12
13
14
15
16
17
18
 '
19
20
21
22
Sec. 2. Pursuant to section 1717(j) of the District of Columbia Government 
Comprehensive Merit Personnel Act of 1978, effective March 3, 1979 (D.C. Law 2-139; 
D.C. Official Code 1-617.17(j)), the Council of the District of Columbia approves the 
agreement and attached related pay schedules, of the contract negotiated through 
collective
 bargaining between the District of Columbia Public Schools and Teamsters 
Local 639, which was transmitted to the Council by the Mayor on, 2023.
Sec. 3. Fiscal impact statement.
The Council adopts the fiscal impact statement of the Chief Financial Officer as 
the fiscal impact statement required by section 4a of the General Legislative Procedures 
Act
 of 1975, approved October 16, 2006 (120 Stat. 2038; D.C. Official Code § 1- 
301.47a).
Sec. 4. Transmittal.
RESOLVED, BY THE COUNCIL OF THE DISTRICT OF COLUMBIA, That 
this
 resolution may be cited as the “Compensation and Working Conditions Agreement 
24 between the District of Columbia Public Schools and Teamsters Local 639 Approval 
Resolution of 2023”.  t
I
2,
L
. 38
39
<40
41
The Secretary of the Council shall transmit a copy of this resolution, upon its 
adoption to Teamsters Local 639, and the Mayor.
Sec. 5. Effective date.
This resolution shall take effect immediately.  Legal Counsel Division
MEMORANDUM
TO:
FROM:
DATE: March 14, 2023
SUBJECT:
3
BRIAN L. SCHWALB
ATTORNEY GENERAL
Megan D. Browder 
Deputy Attorney General 
Legal Counsel Division
GOVERNMENT OF THE DISTRICT OF COLUMBIA 
OFFICE OF THE ATTORNEY GENERAL
i
Legal Sufficiency Review of the “Compensation and Working Conditions
Agreement between the District of Columbia Public Schools and Teamsters Local 
639 Approval Resolution of 2023”
(AE-23-061)
Tommy Wells
Director
Office of Policy and Legislative Affairs
This is to Certify that this Office has reviewed the above-referenced 
resolution and that we have found it to be legally sufficient. If you have any questions in this 
regard, please do not hesitate to call me at (202) 724-5524.
Megan D. Browder   I
AGREEMENT BETWEEN THE
DISTRICT OF COLUMBIA PUBLIC SCHOOLS
AND
TEAMSTERS LOCALS 639
COVERING CUSTODIAL EMPLOYEES
AND ATTENDANCE COUNSELORS
THROUGH September 30, 2025
1
\
I  TABLEOF CONTENTS
ARTICLE	PAGE
Page 2 of 39
1.
2.
3.
4.
5.
6.
7.
8.
9.
...4 
...4 
...5 
...6 
...6 
...7 
...7 
..8 
..9 
..9 
10 
.10 
.10 
.11 
.12 
.14 
.15 
.15 
.16 
.19 
.19 
.19 
.20 
.20 . 
..21 
..22 
.23 
..24 
..32 
..33 
..33 
..33 
..34 
...34 
..34 
...34 
...35 
...35 
...36 
.36
RECOGNITION: COVERAGE 
DEFINITIONS	................
EXTRA CONTRACT AGREEMENTS 
SENIORITY.......................................................
UNION ACTIVITIES 
ACCESS TO EMPLOYEES 
INSPECTION PRIVILEGES 
DUES AND INITIATION FEE DEDUCTIONS 
DRIVE AUTHORIZATION AND DEDUCTION
10. FINANCIAL INSTITUTION CHECK-OFF
11. LIE DETECTOR TEST	1....................
12. BULLETIN BOARDS
13. PERSONNEL FILES
14. DISCIPLINE AND DISCHARGE	......
 
15. GRIEVANCE PROCEDURE.................................
16. NO STRIKES AND NO LOCK OUTS
17. UNIFORMS/ DRESS CODE................................
18. SAFETY COMMITTEE
'19. SAFETY AND HEALTH .....................
20. LOSS OR DAMAGE '....................
21. SUPPLIES	...........................
22. INCLEMENT WEATHER WORK
23. POSITION DESCRIPTION AND CLASSIFICATION 
24. TRAINING AND CAREER LADDER
25. PROMOTIONS
26. WORK FORCE CHANGES
27. WORK SCHEDULING AND OVERTIME
28. LEAVE PROVISIONS
29. HOLIDAYS RECOGNIZED AND OBSERVED
30. WORKERS' COMPENSATION
31. PAY PROCEDURES
32. RESTAND CLEAN-UP PERIODS
33. CONTRACTING OUT
34. CONFORMITY TO LAW/SAVING CLAUSE
35. MATTERS NOT COVERED.................................
36. COMPENSATION
37. HEALTH PLAN
38. BENEFITS-OPTICAL AND DENTAL
39. PRE-PAID LEGAL AID
40. SCHOOL ADMINISTRATOR TRAINING  I
Page 3 of 39
i
41. NEGOTIATED EMPLOYEE ASSISTANCE HOME PURCHASE PROGRAM
42. TRAVEL REIMBURSEMENT ....................................................
43. DURATION OF AGREEMENT..............................................................
36
37
37  I
ARTICLE 1.RECOGNITION: COVERAGE
B. The Custodial unit is composed of employees in the following job titles:
Custodial Foremano
Digital Computer Mechanico
Gardenero
Gardener Workero
General Appliance Repairero
Custodiano
Floater Custodiano
School Maintenance Workero
Musical Instrument Repairmano
C. The Attendance Counselor unit shall consist of employees in the following job title:
o
Cooko
Food Service Workero
Drivero
Page 4 of 39
A. The District of Columbia Public Schools (DCPS) recognizes the Teamsters Local 639 
(Teamsters or Union) as the sole and exclusive collective bargaining representative for the 
purpose of negotiating wages, hours and other conditions of employment for all employees 
in the occupational units and classifications as hereinafter defined, but excluding the 
employees transferred to the Office of Public Education Facilities Modernization (OPEFM) 
and the Transportation Unit.
D. The Food and Nutrition Services Team members are composed of employees in the 
following job titles:
Lead
o Attendance Counselors in the EG-09 classification  ARTICLE 2.DEFINITIONS
C.
Employee -- The term "Employee" shall mean all employees covered by the Agreement.E.
Employer -The term "Employer" shall mean DCPS as defined in this section.F.
I.
J.
K.
Page 5 of 39
Term of this Agreement -- The phrase "Term of this Agreement" shall mean the period 
during which this Agreement is in full force and effective as provided herein.
Supplemental Agreement -- The term "Supplemental Agreement" means any additional 
agreement,
 supplement, amendment or extension mutually agreed to between DCPS and 
the Union.
DCPS -- The term "DCPS" shall mean the District of Columbia Public Schools, an agency of 
the District of Columbia.
Union -- The term "Union" shall mean Teamsters Local 639, affiliated with the International 
Brotherhood of Teamsters.
E. Except as otherwise expressly provided by the terms of this Agreement, or by law, the 
determination and administration of policy, the operation of the schools and the direction 
of the employees covered by this Agreement is vested exclusively in DCPS or in the 
Chancellor as delegated by the Mayor.
G. Probationary period -- The term "probationary period" means the period of one year from 
the hiring of an employee.
B. Collective Bargaining -- The term "Collective Bargaining" means negotiations between DCPS 
and the Union on matters of wages, hours and other conditions of employment.
Except as otherwise stated in this Agreement, wherever used herein, the respective terms set 
forth in this Article shall have respective meanings as follows:
A. Chancellor-The term "Chancellor" shall mean the chief executive officer of the District of 
Columbia Public Schools as designated pursuant to D.C. Code § 38-174.
D. Director - The term "Director" means the head of a department or division within the school 
system as defined herein.
H. School system - The term "school system" means the entire DCPS organization, including 
the Chancellor, his/her subordinates and the schools.
» I
i  EXTRA CONTRACT AGREEMENTSARTICLE 3.
ARTICLE 4.SENIORITY
B.
!
An employee shall lose his seniority for the following reasons:C.
1. He quits or retires.
He is discharged and the discharge is sustained,2.
3.
4.
D.
ARTICLE 5. UNION ACTIVITIES
Page 6 of 39
i
I
i
A. Any employee member of the Union acting in any official capacity whatsoever shall not be 
discriminated against for his acts as such officer of the Union so long as such acts do not 
interfere with the conduct of OCRS' business, nor shall there be any discrimination against 
any employee because of union membership or activities.
OCRS agrees not to enter into any agreement or contract with its employees, as employees, 
individually or collectively, which in any way conflicts with the terms and provisions of this 
Agreement. Any such agreement shall be null and void.
A. Principle of Seniority - The principle of seniority shall apply at all times. Everything being 
equal, seniority shall prevail but fitness and ability shall be considered at all times. Seniority 
is defined as total length of service with the employer. There shall be a one (1) year 
probationary period. Discharge or resignation shall constitute a break in service. The last 
employee hired shall be the first employee laid off, and in rehiring, the last employee laid 
off shall be the first employee rehired. This shall not be interpreted or applied in any way 
inconsistent with federal law and/or D.C. Law. For the purpose of application under this 
Agreement, seniority shall be maintained on an occupational unit basis.
L. The masculine or feminine gender when used in this Agreement shall be interpreted as 
referring equally to men and women and not as gender limitations.
OCRS shall furnish the Union with a seniority list showing the continuous service of each 
employee within that occupational unit within 30 days of a written request.
He does not notify the OCRS Human Resources of his desire to return to work 
thirty (30) days prior to the expiration of an extended leave of absence.
A dispute evolving under application of the seniority provision of this Agreement shall be a 
proper subject for the grievance procedure.
He obtains leave under false pretenses or engages in other employment during a 
leave of absence.  C. Time for Performance of Duties
ARTICLE 6. ACCESS TO EMPLOYEES
Page 7 of 39
The Union shall have access to all new and rehired employees to explain Union membership, 
services and programs. Such access shall occur during either a formal orientation session or 
upon such employees' reporting to their work site within thirty (30) calendar days of 
employees'
 appointment or reappointment. If access to new and rehired employees is to be 
allowed at times other than during a formal orientation session, such times must be mutually 
agreed upon by the Union and DCPS. DCPS shall provide the Union with a list of new hires and 
their school location within thirty (30) calendar days of a request for such a list by the Union. 
No more than four requests for new hire lists shall be made in a calendar year..
B. Union Stewards shall be elected by membership of the Union and shall be recognized as 
employee
 representatives in each work site. Union stewards shall be employed at the same 
work area or shifts as employees they are designated to represent. When a union steward is 
transferred by an action of management (not including promotion or transfer at the 
employee's request), the Steward may continue to act as a steward for his/her former work 
site for a period not to exceed thirty (30) days from original notification. The Union will 
supply
 the Chancellor or his/her designee with lists of Steward names which shall be posted 
on appropriate bulletin boards. The Union shall notify the Chancellor of changes in the 
roster of Stewards. Stewards are authorized to perform and discharge Union duties and 
responsibilities which may be assigned to them under the terms of this Agreement.
2. A Steward thus engaged will report back to his/her supervisor on completion of such 
duties and return to his job. DCPS agrees that there shall be no restraint, interference, 
coercion, or discrimination against a Steward in the performance of such duties.
1. Stewards shall obtain permission from the administrator in charge of their worksite 
(e.g., a school principal) prior to leaving their work assignments to properly and 
expeditiously carry out their duties during a reasonable amount of official time to be 
estimated in advance whenever possible. Before attempting to see an employee, the 
Steward will obtain permission from the administrator in charge of their worksite. Such 
permission will be granted unless the employee cannot be immediately relieved from 
his assigned duties, in which case permission will be granted as soon as possible 
thereafter. If the administrator is unavailable, permission will be requested from the 
next highest level of supervision. Requests by Stewards for permission to meet with 
employees and/or by employees to meet with Stewards will identify the area to be 
visited and the general purpose of the visit, i.e., grievance investigation, labor­
management meetings, negotiation sessions, etc.  ARTICLE 7.INSPECTION PRIVILEGES
ARTICLE 8. DUES AND INITIATION FEE DEDUCTIONS
BB.
DRIVE AUTHORIZATION AND DEDUCTIONARTICLE 9.
Page 8 of 39
A. DCPS agrees to deduct from the paycheck of all employees covered by this Agreement 
voluntary contributions to DRIVE. DRIVE shall notify DCPS of the amounts designated by
The Employer shall deduct a $0.10 deduction (dues or service fee) per pay period from 
each employee who has dues or service fees deducted. This amount represents the fair 
value of the cost to the Employer for performing the service of payroll deduction.
A. Upon receipt of a lawfully executed written authorization from an employee covered by this 
Agreement, DCPS will facilitate the proper deduction biweekly from the pay of each such 
employee all dues and/or initiation fees of the Union and agrees to remit to the Union all 
such deductions within seven (7) working days, whenever possible, from when the 
deduction is made.
A. Accredited representatives of the International Brotherhood of Teamsters, whether Union 
representatives, Joint Council, Eastern Conference or International representatives, shall be 
allowed on school property during the non-work period of employees covered by this 
Agreement to discuss Union business relative to the terms and conditions of this Agreement 
with them. Any Union representatives desiring to visit school property shall first secure 
permission from the administrator in charge and shall advise him/her of the reason for such 
visit. Employees shall not be hindered from fulfilling their work assignments. Access shall 
not be unreasonably withheld under this Article.
C. The Union shall indemnify, defend and hold the Employer harmless against any and all 
claims, demands and other forms of liability which may arise from the operation of this 
Article. In any case in which a judgment is entered against the Employer as a result of the 
deduction of dues or other fees, the amount held to be improperly deducted from an 
employee's pay and actually transferred to the Union by the Employer, shall be returned to 
the Employer or conveyed by the Union to the employee(s) as appropriate. The Union shall 
deal directly with any affected union member or service-fee payer to rectify any errors 
regarding deduction of dues or service fees as soon as practicable after such error is 
detected.
B. Before accessing the building, Union representatives will follow school security protocols, 
including signing in at a designated entry point.  ARTICLE 10.FINANCIAL INSTITUTION CHECK-OFF
*
ARTICLE 11.LIE DETECTOR TEST
ARTICLE 12.BULLETIN BOARDS
Page 9 of 39
B. The Union shall indemnify, defend and hold the employer harmless against any and all 
claims, demands and other forms of liability which may arise from the operation of this 
Article. In any case in which a judgment is entered against the employer as a result of the 
deduction of DRIVE contributions, the amount held to be improperly deducted from an 
employee's
 pay and actually transferred to the Union by the employer, shall be returned to 
the employer or conveyed by the Union to the employee(s) as appropriate.
OCRS shall not require, request or suggest that an employee or applicant for employment take 
a polygraph or any other form of lie detector test. No provision of this article shall apply to the 
extent that it may be prohibited by law.
each contributing employee that are to be deducted from his/her paycheck on a biweekly 
basis for all weeks worked. The phrase "weeks worked" excludes any week in which the 
employees did not earn any wages. DRIVE deductions and the revocation of such 
deductions shall be made in accordance with the procedures of the Office of Pay and 
Retirement Services (OPRS), District of Columbia Government.
B. Financial Institution deductions shall be made in accordance with the procedures of the 
Office of Pay and Retirement Services (OPRS). The Union shall indemnify, defend and hold 
the employer harmless against any and all claims, demands and other forms of liability 
which may arise from the operation of this Article. In any case in which a judgment is 
entered against the employer as a result of the deduction of dues or other fees, the amount 
held to be improperly deducted from an employee's pay and actually transferred to the 
Union by the employer, shall be returned to the employer or conveyed by the Union to the 
employee(s) as appropriate.
A. DCPS agrees to deduct certain specific amounts each pay period from the wages of those 
employees who shall have given the DCPS written authorization to make such deductions. 
The amount so deducted shall be remitted to the Financial Institution designated by Drivers, 
Chauffeurs and Helpers, Local Union No. 639, biweekly. DCPS shall not make deductions and 
shall not be responsible for remittance to the Financial Institution for any deductions for 
those weeks during which the employee has no earnings or in those weeks in which the 
employee's net earnings shall be less than the amount authorized for deductions.  1. Recreational and social affairs of the Union
Union elections2.
3. Report of the Union
4. Union meeting notices
B. Notices and announcements shall not contain anything political or of a libelous nature.
ARTICLE 13.PERSONNEL FILES
C. An employee shall have the right to answer any material filed in his personnel file and his
answer shall be attached to the material to which it relates.
ARTICLE 14.DISCIPLINE AND DISCHARGE
1. Verbal Warning
2. Written Warning
3. Written Reprimand
Page 10 of 39
C. The authorized Union representative shall have the responsibility of posting materials on 
the bulletin board and for keeping such notices timely.
A. Except for egregious acts which may result in damage to school property, acts which may be 
detrimental to the efficiency and discipline of the school system, or acts which may be 
injurious to other individuals, disciplinary measures shall be taken in the following order:
B. Each employee shall have the right to examine the content of his personnel file upon 
written request on a form provided by DCPS, in the presence of a representative of DCPS.
D. Upon written authorization by an employee, the Union representative may examine the 
employee's
 personnel file upon presentation of such authorization.
A. The official files of all personnel within the units covered by this Agreement shall be 
maintained in DCPS' Human Resources Division.
A. Available space on existing DCPS bulletin boards provided primarily for employee 
information and internal communications in locations where there are members of the 
bargaining unit employed may be used by the Union to post materials dealing with:  4. Suspension (notice to be given in writing)
I
5. Discharge
B.
C.
i
D.
E.
F.
DCPS shall not discipline any permanent employee without cause.G.
I.
GRIEVANCE PROCEDUREARTICLE 15.
Page 11 of 39'
Any employee found to be unjustly suspended or discharged shall be reinstated with full 
compensation for all lost time and with full restoration of all other rights and conditions of 
employment.
Any disciplinary action or measure imposed upon.an employee must be sent to the 
employee within fifteen (15) work days following the knowledge of the matter upon which 
the proposed action is based. It is understood that "knowledge of the matter" refers to the 
result of a reasonable and timely investigation.
For suspension actions of five (5) workdays or more, or discharge, an employee shall be 
notified in writing with a copy to the Union no later than ten (10) work days prior to the 
effective date. The notice shall include the intended action, with reasons for the action so 
stated. Within five (5) work days of the receipt of the notice, the employee has the right to 
reply in writing, or in person, to all charges and to furnish any statements in support of his 
reply. The decision shall go into effect as stated unless, upon consideration by the 
responsible official of all relevant facts, the action is to be modified, at which time the 
employee and the Union shall be so notified, in writing, of the modification.
In cases involving suspension of less than five (5) days, the employee shall be entitled to 
advanced written notice of five (5) work days. A copy of such written notice shall also be 
sent to the Union.
If DCPS has reason to reprimand an employee, it shall be done in a manner that will not 
embarrass the employee before other employees or the public.
H. The Union or an employee shall have the right to take up a suspension or discharge as a 
grievance at Step 2 of the grievance procedure, and the matter shall be handled in 
accordance with this procedure.
An employee may be suspended immediately if the employee's behavior or condition 
constitutes a danger to the employee, other staff, students or the operation of the school or 
school system. An employee may also be demoted or reduced in grade without DCPS being 
required to follow the progression indicated in this provision, if warranted by the severity of 
his/her actions. In no case will a demotion or reduction in grade be executed without due 
process.  The grievance at Step 2 and every next step shall contain:
Page 12 of 39
i
A. A grievance is hereby defined as a complaint that there has been a violation, misapplication 
or misinterpretation of any provision of this Agreement.
B. Any grievance arising between OCRS and the Union or an employee covered by this 
Agreement who is represented by the Union, shall be settled in the following manner:
Step 2. If the grievance is not settled at the Step 1 meeting, the Union shall then submit a 
written grievance to OCRS Labor Management & Employee Relations (LMER) within ten (10) 
working days after receipt of the Administrator's decision from the Step 1 meeting. LMER 
shall work with the union representative to resolve the grievance. LMER will communicate 
the decision in a written position statement on the grievance within twenty-five (25) 
working days after the meeting. If, after that point the grievance remains unresolved, the 
union may request a Step 3 hearing.
Should the grievance not contain the required information, the grievant shall be so notified 
and granted ten (10) working days from receipt of notification to resubmit the grievance.
Step 1. The aggrieved employee or employees must present the grievance in writing to 
the union representative within five (5) working days after knowledge of the grievance or 
the reason for the grievance has occurred. In accordance with District law, any grievance 
containing a pay dispute shall be limited to three (3) years from the date of the violation 
giving rise to the grievance. Any grievance on a pay dispute in which the employee was paid 
incorrectly due to no fault of his or her own and without his or her knowledge, shall not be 
restricted to the three (3) year time limit to make claims on monies owed to him or her. 
Within three (3) working days of receipt by the union representative or official, the 
grievance shall be submitted in writing to the Union’s Business Representative. The union 
representative and/or Business Representative shall then take the matter up with the 
appropriate Administrator or his/her designee. The grievance must be filed with the 
appropriate Administrator or his/her designee within ten (10) working days after knowledge 
of the grievance or the reason for the grievance has occurred. To the extent possible, 
meetings with Administrator(s) or their designee(s) shall be scheduled one work-day in 
advance. The Administrator or his/her designee will communicate the decision in a written 
position statement on the grievance within five (5) working days after the meeting.
1. The date of filing.
2. The name of the Grievant.
3. The date(s) on which the alleged violation(s) occurred.
4. A statement of the specific provision(s) of the Agreement alleged to be violated.
5. The manner in which the alleged violation(s) occurred.
6. The action requested and remedy sought.
7. The name of the union filing the grievance.  c.
D.
Page 13 of 39
The Arbitrator shall not have the authority to amend or modify this Agreement or establish 
new terms or conditions under this Agreement. The Arbitrator shall determine any question 
of procedural arbitrability but shall not determine any questions of substantive arbitrability. 
All arbitration hearings shall adhere to the procedural requirements and rules of FMCS.
A mutual settlement of the grievance pursuant to the procedures set forth herein and/or a 
decision of the Arbitrator will be final and binding on all parties and the employees 
involved.
 If either party fails to comply with the award of the Arbitrator or with the 
procedures of this Article, the other party has a right to take all legal action to enforce 
compliance.
The parties may elect to hold a mediation session with the Chancellor's designee in the 
place of an informal hearing at Step 3 of the grievance process. Alternatively, either party 
may waive the Step 3 proceedings and advance the case to Step 4 within thirty (30) days of 
initiation of Step 3.
Step 4. If the grievance remains unresolved, either party may request that the grievance be 
referred to arbitration within thirty (30) calendar days of receipt of the written Step 3 
decision, or waive the right to arbitration. Copies of the written request for arbitration shall 
be sent to the Deputy Chief of LMER and the OCRS Office of General Counsel or the Union. 
The parties shall select a mutually agreeable and impartial Arbitrator within ten (10) 
calendar days after written notice of disagreement is received. In the event they are unable 
to agree, the matter shall be referred to the Federal Mediation and Conciliation Service 
(FMCS) or the American Arbitration Association (AAA) within thirty (30) calendar days. After 
FMCS or AAA submits a list of arbitrators to the Union and OCRS, they shall reply with their 
preferred selections no later than ten (10) calendar days after receipt of such list unless 
they mutually agree to amend that timeline. The expense of the Arbitrator selected or 
appointed shall be borne equally by DCPS and the Union.
Failure to resubmit the grievance as required within the ten (10) working day period shall 
void the grievance.
Step 3. If the grievance remains unsettled, the employee or the Union may submit the 
grievance to the Chancellor or his/her designee for an informal hearing within ten (10) work 
days of LMER's decision. During an informal hearing, parties will present their respective 
case arguments, supported by limited documentary evidence, to the Chancellor or his/her 
designee. Witness testimony shall not be required for either party to meet their respective 
burdens of proof. The Chancellor or his/her designee shall issue a written decision no later 
than thirty-five (35) working days after the informal grievance hearing. If extenuating 
circumstances occur, DCPS shall notify the Union in,writing or by telephone and request 
additional time for the filing of a written decision.  E.
F.
G.
,H.
I.
ARTICLE 16.NO STRIKES AND NO LOCKOUTS
B.
ARTICLE 17. UNIFORMS/DRESS CODE
Page 14 of 39
I
I
i
I
I 
(
I
A. With respect only to the Custodial Unit, OCRS shall provide for any employee such uniform 
including protective clothing or any type of protective device that OCRS requires the 
employee to wear as a condition of employment. Shoes, socks, or stockings, sweaters, and 
belts shall be furnished by the employee. OCRS will request funds in its yearly,budget for 
uniforms.
C. Nothing in this Article shall prevent DCPS from seeking appropriate relief in any forum, in 
the event of any unauthorized work stoppage, slowdown, walkout or other cessation of 
work.
The Union or its authorized representative shall have the right to examine time sheets and 
any other records pertaining to the computation of compensation of any individual or 
individuals whose pay is in dispute or records pertaining to a specific grievance.
The Step 4 procedures set forth herein may be invoked only by an authorized 
representative of DCPS and the Union.
Any employee may present a grievance at any time to his or her employer without the 
assistance of the Union. However, the Union has the right to attend any such grievance 
meeting and present its views concerning the grievance.
While the Union shall promptly undertake every reasonable means to induce said 
employees to return to their jobs during such period of unauthorized stoppage of work 
mentioned above, it is specifically understood and agreed that the employer shall have the 
sole and complete right of discipline, including the sole and complete right to discharge any 
employee participating in any unauthorized strike, slowdown, walkout or any other 
cessation of work.
Employees have the right to have a Shop Steward or a representative of the Union present 
during the discussion of any grievance with representatives of DCPS.
/
Employees who have not completed their one-year probationary period may not grieve 
DCPS' termination of their employment.
During the life of this Agreement, the Union shall not cause or engage in, support, 
encourage or authorize any employee covered by this Agreement to participate in any 
cessation of work through slowdowns, strikes, work stoppages or otherwise, nor will DCPS 
engage in any lockouts against any employee covered by this Agreement.
A.  w
Maintenance and safeguarding of uniforms is the responsibility of the individual employee.B.
»
ARTICLE 18.SAFETY COMMITTEE
i'
i
SAFETY AND HEALTHARTICLE 19.
A. Working Conditions
1.
*
2.
3.
*
Page 15 of 39
There shall be a Committee known as the General Safety Committee, with a membership of 
fourteen (14) individuals, one (1) representative appointed by the Union from each unit 
covered by this Agreement, two (2) Teamster Officials, and seven (7) representatives appointed 
by DCPS, five (5) from the work areas covered by this Agreement and two (2) from other 
employees of DCPS. Employees will be paid for all time spent in Safety Committee meetings. 
This Committee shall meet quarterly (or more often as may be decided by the Committee) for 
the purpose of promoting maximum employee safety. It will be the function of the General 
Safety Committee to make recommendations to the Chancellor for the purpose of eliminating 
and controlling unsafe conditions which are liable to cause injury to employees. Response to 
these recommendations shall be made within thirty (30) days.
DCPS shall provide and maintain safe and healthful working conditions for all employees 
as required by applicable laws. It is understood that the District may exceed standard's 
established by regulations consistent with the objectives set by law. DCPS will make 
every effort to provide and maintain safe working conditions; the Union will cooperate 
in these efforts by encouraging its members to work in a safe manner and to obey 
established safety practices and regulations. Failure by employees to abide by 
established safety practices and regulations may result in appropriate disciplinary 
action.
DCPS shall furnish and maintain each work place in accordance with standards provided 
within this Section.
Matters involving safety and health will be governed by the D.C. Occupational Safety 
and Health Plan in accordance with D.C. Code Section 32-1104.
C. The Labor-Management Safety Committee, acting in accordance with Article 20, will make 
recommendations to DCPS regarding the provisions of shoes and other protective gear for 
employees whose safety is deemed to be jeopardized in the performance of the work 
assignment.  Employees Working AloneB.
C. Corrective Actions
D. Defective Equipment and Dangerous Conditions of Work
Page 16 of 39
Employees shall not be required to work alone whenever the health and safety of an employee 
would be endangered by working alone.
3. DCPS shall not knowingly require employees operate any equipment that is not in safe 
operating condition or equipped with the safety appliances prescribed by law. It shall not be 
a violation of this Agreement where employees refuse to operate such equipment unless 
such refusal is unjustified. All equipment which is refused because not mechanically sound 
or properly equipped shall be appropriately tagged so that it cannot be used by other 
employees until DCPS has addressed the complaint. After equipment is repaired, DCPS shall 
place on such equipment a written notation indicating that the equipment is safe to 
operate. Such notation shall be placed in a conspicuous place so the employee can see the 
same.
2. When the occasion arises where an employee gives written notice on forms in use by 
DCPS that equipment is in an unsafe working or operating condition, and receives no 
consideration from DCPS, he shall take the matter up with the officers of the Union who will 
take the matter up with DCPS.
2. If the supervisor and employee agree that a condition constitutes an immediate hazard 
to the health and safety of the employee, the supervisor shall take immediate precautions 
to protect the employee and others at the worksite.
3. If the supervisor and employee do not agree that a condition constitutes an immediate 
hazard to the health and safety of the employee, the matter may be immediately referred 
by the employee to the next level supervisor or designee. The supervisor or designee shall 
meet as soon as possible with the employee and his or her Teamster representative, and 
shall make a determination.
1. If an employee observes a condition which he or she believes to be unsafe, the 
employee should report the condition to the immediate supervisor.
1. Employees shall immediately, or at the end of their shift, report all defects of 
equipment. Such reports shall be made on the form furnished by DCPS and shall be made in 
multiple copies, one copy to be retained by the employee. DCPS shall not ask or require any 
employee to take out equipment that has been reported by any other employee as being in 
an unsafe operating condition until same has been approved as being safe by the 
mechanical department.  Medical Services: On-the-Job InjuryE.
' I
Safety Devices and EquipmentF.
G. Safety Training
H. Information on Toxic Substance
Page 17 of 39
1. DCPS shall provide safety training to employees as necessary for performance of their 
job.
2. Issues involving safety training may be presented to the Safety Committee established in 
Article 20.
1. DCPS shall provide to Teamsters information available to DCPS concerning hazardous 
toxic substances present at the job site and known to DCPS with which employees are likely 
to come into contact. The information provided shall include the trade and generic names 
of the substance, safe levels of exposure, corrective actions in case of accident and 
emergency treatment.
1. DCPS shall make first-aid kits reasonably available for use in the case of on-the-job 
injuries. If additional treatment appears to be necessary, DCPS shall arrange immediately 
for transportation to an appropriate medical facility.
3. DCPS shall provide CPR training to all employees who request such training in writing, 
but DCPS shall not be required to train more than ten (10) employees per fiscal year.
Protective devices and protective equipment shall be provided by DCPS and shall be used by 
the employees. Failure to wear protective devices and protective equipment shall be cause for 
discipline. The Union shall encourage employees to work in a safe and healthful manner.
2. The need for additional first-aid kits will be an appropriate issue for Safety Committee 
determination. Recommendations of the Safety Committee will be referred to the 
appropriate agency officials.
4. Under no circumstances will an employee be required or assigned to engage in any 
activity-involving dangerous conditions of work or danger to person or property or in 
violation of any applicable statute or court order, or in violation of a government regulation 
relating to safety of person or equipment. Any employee involved in any accident shall 
immediately report said accident and any physical injury sustained. The employee, before 
starting his next shift, shall make out an accident report in writing on forms furnished by 
DCPS and shall turn in all available names and addresses of witnesses to the accident.
I 1  Excessive Temperatures in BuildingsI.
ARTICLE 20.LOSS OR DAMAGE
ARTICLE 21.SUPPLIES
Page 18 of 39
I
I
A. Employees shall report any loss, damage, or destruction of school property to the „ 
supervisor immediately upon becoming aware of such loss, damage or destruction.
B. An employee's negligent loss or damage of property possessed, controlled or owned by 
OCRS may result in discipline.
3. Information concerning toxic substances shall be provided to new employees when they 
begin work.
2. Administrative leave with pay will be granted if authorized by the Chancellor or his or 
her designee.
1. Employees, other than those determined by the employer to be essential, may be 
released from duty or reassigned to other duties of a similar nature at a suitably temperate 
site because of excessively hot or cold conditions in the building. This determination will be 
'made by the employer as expeditiously as possible and shall be based upon existing 
procedures. In lieu of dismissal, the employer may reassign employees to other duties of a 
similar nature at a suitably temperate site. The cost of authorized transportation will be 
assumed by the employer.
r
i
2. Information concerning toxic substances in current usages shall be provided within 180 
days after this Agreement is implemented., Thereafter, information concerning new 
substances shall be provided to the Teamsters when such substances become known to 
DCPS.
i
I
I 
I
i
B. Any foreman asked to go to another facility to get supplies will be provided transportation. 
No employees shall be required to purchase supplies with their own money.
A. Each unit foreman shall be responsible for keeping track of supplies and supply needs for his 
or her individual school. The foreman will notify his or her supervisor before supplies are 
exhausted so that resources can be reallocated if possible.  1
ARTICLE 22.INCLEMENT WEATHER WORK
A.
B.
C.
D.
E.
Page 19 of 39
C. DCPS shall consult with the Teamsters regarding budgets for custodial supplies and staffing 
before school budgets are finalized each fiscal year.
D. Food and Nutrition Services employees shall not use the USDA purchased items or any 
other DCPS supplies for personal use.
During inclement weather where the Mayor has declared an emergency, employees (other 
than those designated essential employees) will be given a reasonable amount of time to 
report for duty without charge to leave. Those employees required to remain on their post 
until relieved will be compensated at the appropriate overtime rate for the time it takes 
his/her relief to report for duty. The employer agrees to dismiss all non-essential employees 
when early dismissal is.authorized by higher officials during inclement weather.
Any non- essential employee who works a full shift during a late opening or early closing 
day at the direction of his/her supervisor, will receive one (1) hour pay in addition to their 
regular pay for the hours worked.
Any full-time employee who is scheduled to report for work and who presents himself for 
work as scheduled shall be assigned to at least eight (8) hours work. Employees who are 
scheduled for less than eight (8) hours will be assigned to work their regular schedule. If 
weather conditions do not permit the employee to perform his/her regularly scheduled 
duties and there is no other work available in line with his/her normal duty, the employee 
shall be given the option to perform other work or be paid at his/her regular rate for a 
minimum of four (4) hours and released from duty at his/her election on annual leave or 
leave without pay. Employees working on snow detail or who are required to shovel snow 
shall be assigned in the inverse order of seniority.
Any employee designated as an essential employee by the Chancellor who reports for work 
as required will be paid the applicable administrative closing pay for the hours the system is 
closed. When employees report to work while the system is closed, they will also receive 
regular pay for the time they actually worked while the system is closed or regular pay for 
four hours if, as discussed in Section B above, weather conditions preclude them from 
working for more than four hours. If an employee actually works more than eight (8) hours 
while the system is closed, the employee will be entitled to overtime pay for hours worked 
in excess of eight (8) hours.
Employees within the Custodial unit shall be considered "essential employees." Essential 
employees shall be required to report to work or remain on site as instructed and perform 
specialized duties related to the emergency, including shoveling snow. Employees who do 
not report to work as required without valid excuse shall be subject to discipline under the 
Agreement.  c
ARTICLE 23.POSITION DESCRIPTION AND CLASSIFICATION
ARTICLE 24.TRAINING AND CAREER LADDER
A. Basic Orientation
I
B. Continued Training Opportunities
Page 20 of 39
i
I
I
'I
I
B. The classification and review of an employee’s position shall be accomplished in accordance 
with the Comprehensive Merit Personnel Act of 1978, as amended, and regulations issued 
pursuant thereto.
C. Employees desiring to appeal the classification of their positions may obtain the instructions 
for such action from DCPS' Human Resources Division, as this appeal is not a subject for the 
grievance and arbitration procedure contained in this Agreement.
2. Training will be provided for all newly hired employees. In addition, training 
opportunities will be offered for all employees throughout the year.
3. For all new equipment, DCPS must provide the necessary training for that equipment, as 
well as all licenses/licensing necessary to operate the equipment.
1. DCPS will encourage and assist employees in obtaining career related training and 
education outside the bargaining unit by collecting and posting current information 
available on training and educational opportunities. DCPS will inform employees of time or 
expense assistance DCPS may be able to provide.
1. Other than skills necessary to qualify for the position, DCPS agrees to provide each 
employee with basic orientation for the performance of his/her job. Such orientation shall 
be provided at DCPS' expense and, if possible, during the employee's regular workday.
A. A copy of an employee's position description shall be made available to the employee upon 
assignment and when there is any change in the job description. In those instances where it , 
is not administratively possible at the time of an assignment or change in job description, 
the employee shall be able to obtain his/her position description within thirty (30) 
workdays.
I
2. When ah employee is required to participate in training outside of regular work hours, 
the employee will be compensated in accordance with the law. Training shall be within 
budgetary constraints.  !•
C. Career Ladder
D. Experience Verification
ARTICLE 25.PROMOTIONS
A.
B.
Management shall retain the sole right to promote employees as provided by law.C.
D.
ARTICLE 26.WORK FORCE CHANGES
A. Vacancies
Page 21 of 39
All employees are entitled to have information regarding promotion policies and 
procedures.
Interview panels will be comprised of five (5) members consisting of three (3) DCPS 
appointees and two (2) Teamster appointees.
Promotional policy is established by the Comprehensive Merit Personnel Act and is 
nonnegotiable. Promotions will be accomplished on the basis of relative ability, knowledge^ 
skills, quality and length of service. Where ability, knowledge, skills, and quality of service 
are relatively equal, the length of service will govern.
1. Whenever a vacancy occurs, otherthan a temporary vacancy, in a position to be filled 
within an occupational unit covered by this Agreement, notice of such vacancy setting 
forth the grade level, application procedures and the deadline date for submission of 
applications will be posted on the DCPS career opportunities website. Weekly vacancy 
lists will be posted on work-site bulletin boards and a copy of such notice shall be given 
to Local 639. Email notification to the Union by DCPS shall also be sufficient to satisfy 
the requirements of this section.
1. The parties recognize and endorse the value of employee training and career ladder 
programs. Both parties subscribe to the principles of providing career development 
opportunities for employees who demonstrate potential for advancement. Training 
programs for unit employees shall be a proper subject for labor-management meetings.
1. DCPS shall offer all custodial employees training on basic Level 1 repairs in conjunction 
with the Department of General Services (DGS).
When an institution of higher learning provides credit for on-the-job experience, DCPS will, at 
the request of the employee, provide pertinent information to verify the employee's 
experience with DCPS.  Temporary AppointmentsB.
1.
TransfersC.
2.
DetailsD.
?
WORK SCHEDULING AND OVERTIMEARTICLE 27.
A. All employees covered by this Agreement shall be paid for all time spent in service of OCRS, 
exclusive of the regular meal period.
2. Applications for OCRS vacancies shall be made on the form indicated in the vacancy 
announcement. Vacancies will be filled on the basis of relative ability, knowledge, skills, 
quality and length of service, as appropriate.
If a transfer is granted in response to an employee's request, such employee shall be 
ineligible to request another transfer within a one-year period.
A temporary appointment is defined as an appointment to fill a temporary position, to 
fill a continuing position for a temporary period or to provide for maintenance of 
essential services in situations where normal employment procedures are impracticable.
>
Page 22 of 39
Employees detailed to a higher position for more than one hundred and twenty {120) days shall 
be paid at a higher rate beginning with the first full pay period after the one hundred and 
twenty (120) days detail. The principal or Human Resources will document all details on a form 
provided by OCRS, a completed copy of which shall be filed in the official personnel folder and a 
copy given to the employee.
2. Employees appointed temporarily to a position shall be paid the wage rate established 
for the position.
1. Employees desiring to transfer to other positions shall submit an application in writing 
to their immediate supervisor for transmittal through supervisory channels with a copy 
to the division director. The application shall state the reason for the requested transfer. 
Employees requesting transfers for reasons other than the elimination of jobs may be 
transferred to vacancies for which they qualify provided that such transfer does not 
adversely affect the operation of the work site from which the employee is leaving. The 
employee's immediate supervisor shall respond to the employee's transfer request 
within twenty (20) work days. DCPS will not transfer any employee without first 
providing the employee with advance written notice. Transfers shall be effectuated in 
accordance with all applicable DCPS human resources policies and procedures.  Employees shall be notified of their tour of duty at the start of the school year.B.
C.
1.
All employees shall be granted a meal period during a work shift.2.
a.
3.
D.
E.
F. Attendance Counselors' Hours of Work
1. The work week shall consist of five (5) consecutive days.
Page 23 of 39
2. This Article shall not be construed as guarantee of any number of hours of work per day 
or per week for Attendance Counselors.
G. Food & Nutrition Service Worker' Hours of Work
Employees will be given five (5) days advanced notice of temporary changes in work 
schedules, unless the temporary change is necessitated by an emergency situation. 
1. Floater Custodians will be given one (1) day advanced notice of changes in work 
schedules, unless the change is necessitated by an emergency situation.
1. An overtime list will be maintained for employees who desire earning opportunities 
outside of their regular school.
2. Time and one-half (1-1/2) shall be paid for all hours worked in excess of forty (40) hours 
in a week..
Employees must arrive at their worksite at the start of the tour of duty and remain at 
work until the end of their tour of duty, unless leave is requested and granted.
Employees shall not be penalized for utilizing the thirty minute meal period or 
required to work additional time to make up for such meal period.
OCRS has the right to require the effective and full utilization of each Employee's service 
throughout the Employee's entire shift.
b. Individual employees and their respective Administrator can agree to extend the 
unpaid meal period to one hour. Doing so will extend the employee's tour of 
duty for an additional half hour at the end of the day.
Whenever possible, the immediate supervisor shall schedule meal periods near the 
middle of each shift with due consideration to operational requirements. Meal periods 
shall not be scheduled at the start or end of a work shift.
Employees shall work such overtime as may be requested, except in cases of personal
> emergency. Overtime shall be distributed as equally as possible among employees based upon 
operational requirements. Overtime requirements shall be determined by OCRS. Employees 
shall be notified of such overtime requirements prior to the end of their regular tour of duty 
except in cases of emergency.  ARTICLE 28.LEAVE PROVISIONS
A. General
B. Adoption Leave
C. Annual Leave
a.
)
Page 24 of 39
r
i 
0
All employees shall be eligible for extended leave for periods in excess of thirty days (30) and 
not to exceed two (2) years for a newly adopted child.
Requests for emergency leave shall be answered before the end of the shift on which the 
request is submitted.
2. Every full-time employee shall be eligible for paid annual leave after ninety (90) days of 
service with the School System. All employees shall start to earn annual leave as of their 
date of hire at the rate of:
1. Employees must submit leave slips at least five (5) work days prior to the first date on 
which leave is requested. Applications for annual leave.shall be submitted by the 
employee, on a form provided by DCPS, to his immediate supervisor. The request must 
be approved or disapproved by the supervisor within three (3) business days or as soon 
as practicable.
2. Employees shall be returned from approved extended leave, insofar as possible, to 
the same or similar position which was held at the time the leave was granted.
1. Employees may be required to submit a leave application to Human Resources to be 
eligible for extended leave, including leave under the Federal Family and Medical 
Leave Act, D.C. Family and Medical Leave Act and DC Paid Family Leave. An 
Employee's submission of a sick leave bank application to the Union may not serve 
as a substitute for submitting an application for leave to Human Resources.
-b. Three (3) years service, but less than fifteen (15) years of service, one 
hundred sixty hours (160) or twenty (20) days per year; or
1. The work week shall consist of five (5) consecutive days.
2. This Article shall not be construed as a guarantee of any number of 
hours of work per day for Food & Nutrition Service Workers.
Less than three (3) years of service, one hundred four (104) hours or thirteen 
(13) days per year,  c.
3.
4.
5.
Employees on vacation shall not be subject to call-back except in case of emergency.6.
D. Civic Duty Leave
Page 25 of 39
Employees who are required to appear before a court or other public body on any matter in 
which they are not personally involved shall be granted a leave of absence with pay unless paid 
leave is prohibited by Federal or District Regulations or Statutes.
1. After completing one year of service, any permanent employee, upon written request, 
may be granted a leave of absence, without pay, not to exceed a period of one (1) year 
for education purposes. This leave of absence may be extended up to one (1) additional 
year upon written request to the Chancellor or the Chancellor’s designee.
Each supervisor shall develop and post a vacation schedule as early as possible in the 
year. Every effort will be made to grant employees leave during the time requested 
provided that operations shall not suffer. In instances where the operations would 
suffer by scheduling all requests during a given period of time, a schedule will be worked 
out with all conflicts being resolved by the application of seniority. Applications for 
vacations shall be submitted two months in advance of the beginning date of the 
vacation. No employee will lose annual leave because his vacation is not granted due to 
operational requirements.
Fifteen (15) or more years of service, two hundred eight (208) hours or 
twenty-six (26) days per year.
2. A permanent employee in the Attendance Counselor unit may be granted a leave of 
absence with one-half (1/2) of his/her salary after six (6) continuous years of service 
with DCPS to pursue full-time undergraduate or graduate study in a program approved 
by DCPS.
Employees may accumulate annual leave for later use up to a maximum of thirty (30) 
days. The minimum amount of leave which may be charged such an employee is one (1) 
hour. Leave may be used as the employee chooses.
i
The rate of annual leave pay shall be the employee's regular straight time, rate of pay.
a. Such leave as granted above may be terminated at any time if the Attendance 
Counselor fails to pursue in a satisfactory manner the purpose for which said 
leave of absence was granted.
3. Such written requests shall include a plan of the educational work to be undertaken 
during the period of such leave of absence and shall be subject to approval by DCPS. ‘
E. Educational Leave  F. Family Care Leave
G. Funeral Leave
1.
2.
3.
H. Grievance Preparation and Hearing Leave
I. Jury Duty
Page 26 of 39
All employees shall be eligible for extended leave for periods in excess of thirty (30) days and 
not to exceed two (2) years for family care.
Employees may be granted a reasonable amount of time to prepare for and attend grievance 
hearings, appeals and arbitrations in connection with adverse actions, grievances and 
discrimination complaints. Employees are considered in a duty status during grievance, 
arbitration and appeals hearings.
3. Any pay received for services as a witness, other than expenses, shall be handled in 
accordance with applicable policy or law.
2. If an employee is excused from jury duty for a half day or more, he shall report to the 
place of employment.
1. Employees shall be granted a leave of absence with pay when they are required to 
report for jury duty or to appear in court as a subpoenaed witness, other than as a 
litigant, on behalf of the District of Columbia or Federal Government. An employee upon 
receipt of his first notice concerning possible jury duty shall, within two (2) workdays of 
his receipt of the summons, present the notification to his immediate supervisor.
In the event of a death in an employee's immediate relative, an employee shall be paid 
in full for time lost not to exceed four (4) days. For the purpose of this section 
"immediate relative" means the following relatives of the employee: spouse and parents 
thereof, children (including adopted and foster children and children of whom the 
employee is the legal guardian and parent thereof), parents, grandparents, 
grandchildren, brothers, sisters, and spouses thereof. For the purpose of this section, 
the term "spouse" also shall include a person identified by an employee as his or her 
"domestic partner" as defined in DC law.
For the purposes of certification of leave, employees shall provide a copy of the obituary 
or death notice, note from clergy or funeral professional or death certificate, upon the 
Employer's request.
In the event of a death of any relative not covered in Section 1 of this provision, an 
employee shall be granted one (1) day off with pay to attend the funeral.  ■I
Leave Without PayJ.
Maternity/ Paternity LeaveK.
Military LeaveL.
1. General
i. National Guard of the United States
Page 27 of 39
i
I 
i
I
2. Paternity leave, without pay, shall be granted for a male employee whose spouse is 
pregnant or will otherwise become a father for a period of five (5) workdays 
commencing from the date of birth. Annual leave may be used for the five workdays. A 
male employee may use accumulated annual leave or leave without pay for a period of 
adjustment or to make arrangements for the care of the child not to exceed two (2) 
years. An employee, on return from extended paternity leave, shall be reinstated to the 
same level of the salary schedule as at the beginning of the leave of absence. The 
employee shall retain the seniority held at the time the leave became effective.
1. Any request for leave without pay shall be submitted in writing (on a form to be 
provided by DCPS) by the employee to his immediate supervisor. The request shall state 
the reason for the request and the length of tim'e off the employee desires. Leave 
without pay may be granted at the sole discretion of the Chancellor or his or her 
designee.
2. Any request for leave without pay shall be answered promptly. If a request for more 
than one week of leave without pay is disapproved, the immediate supervisor shall 
return the form with the reasons for disapproval indicated.
1. It is understood that maternity leave for female employees shall be granted with no loss 
of seniority for such period of time as her doctor shall determine that she is physically 
unable to return to her normal duties and maternity leave must comply with applicable
. laws. After an employee has been medically approved to return to her duties, the 
employee may request additional leave for a period of adjustment or to make 
arrangements for the care of the child. Such additional leave requirements may be 
taken care of with annual leave or leave without pay. The employee shall retain the 
seniority held at the time the leave became effective.
a. Employees who are members of the following reserve components of the armed 
forces, who as regular full-time employees, are serving under appointments 
which are not temporary, intermittent, when-actually employed or part-time, 
are authorized military leave:  ii.Army Reserve
Naval Reserveiii.
Marine Corps Reserveiv.
Air National Guard of the United Statesv.
vi.Air Force Reserve
Coast Guard Reservevii.
j
b.
c.
d.
e.
f.
g-
2.Procedure
Page 28 of 39
1
Military training duty which occurs only on non-workdays will not be counted 
against military leave. 	. ,
Non-workdays falling within a period of absence for military training or active 
duty are charged against the fifteen (15) days of military leave; however, non- 
workdays occurring at the beginning or end of the training period are not 
charged. If an absence begins or ends on a Saturday or Sunday, no leave is 
charged. However, when Saturdays and Sundays are in the middle of the fifteen 
(15) calendar days leave is charged.-
>
When an employee exhausts the amount of military leave fixed and limited by 
statute, he/she may be granted any available accrued annual leave to continue 
military duty without the imposition of dual compensation restrictions.
Accrued annual leave or leave without pay may be granted to members of other 
federal or state military components for training or related purposes, not 
specifically listed above.
Military leave with pay is authorized for employees who are members of the 
National Guard of the District of Columbia for all days (no limit) of parade or 
encampment when ordered to active duty by the Commanding General Pursuant 
to Title 39 of the D.C. Code.
Absence from a civilian position for military training or active duty without loss 
of basic salary is limited to fifteen (15) calendar days during each calendar year 
regardless of the number of training periods.
a. Employees in receipt of military orders are responsible for advising their 
supervisors as far in advance as possible so that work operations will not be 
interrupted.  c.
/
M. Union Negotiating Committee Leave
N. Voting Time
0. Sick Leave
j
Page 29 of 39
Employees eligible to vote may be granted a leave of absence on any election day without loss 
of pay as follows: Where the polls are not open at least three (3) hours either before or after an 
employee's regular hours of work he/she may be granted an amount of excused leave which 
will permit him/her to report for work three (3) hours after the polls open or leave work three 
hours before the polls close, whichever requires the lesser amount of time off.
Four (4) members from the custodian unit shall be members of the Union Negotiating 
Committee, and shall, upon proper application, be excused without loss of pay for working time 
spent in regular negotiations with OCRS or its representatives.
1. Employees shall start to earn sick leave from their date of hire. Full-time employees 
earn sick leave at a pro-rated rate of one-half (1/2) day for each full bi-weekly pay 
period or one hundred four (104) hours of sick leave, with pay, in any one calendar year. 
Sick leave which is not used during the year it is earned, shall accumulate and be 
available for use in accordance with OCRS Rules.
This section will be administered by OCRS in accordance with the provisions of 
the Uniformed Services and Reemployment Rights Act of 1994 (USERRA), 38 
U.S.C. 4301 et seq. and USERRA regulations outlined at 20 C.F.R. 1002 et seq.
2. Any employee who becomes sick or disabled to the point he is unable to perform his job 
or has a scheduled medical or dental appointment, shall be permitted to use
: accumulated sick leave with no loss of pay in accordance with OCRS Rules and provisions 
of the Americans with Disabilities Act and the Federal and D.C. Family & Medical Leave 
Act. Requests for sick leave for medical or dental appointments must be made by the 
employee to the administrative leader of his/her worksite (e.g., principal) as soon as the 
appointment is known to the employee. If an employee cannot report for work due to 
illness, he shall notify the administrative leader of his/her worksite (e.g., principal) by
’ the beginning of the employee's normal workday at the latest. If an employee expects 
to be out sick for more than one (1) day, he shall indicate the expected number of days 
in his initial request. If he cannot indicate the expected number of days, he shall call in 
every day at least by the beginning of the workday and submit an application for leave 
to Human Resources, as directed. If sick leave extends to more than five (5) consecutive 
days, employee must submit an application for leave to the OCRS Leave of Absence 
team for approval.
b. A copy of the military orders is to be presented to the supervisor. It will be 
processed for submission to the Payroll Office.  4. The parties shall implement a Sick Leave Incentive Program.
a.
i. Two (2) personal leave days for utilizing zero days of accrued sick leave.
c.
d.
e.
Page 30 of 39
3. Employees shall be credited for unused sick leave by having such sick leave counted for 
retirement compensation in accordance with District Rules.
Employees in a non-pay status for no more than two (2) pay periods for the leave 
year shall remain eligible for incentive days under the Sick Leave Incentive 
Program. The program will be open to all employees who meet the qualific­
ations, and sick leave taken in conjunction with a workers' compensation claim 
or the Family & Medical Leave Act ("FMLA") will not be counted against an 
employee for the purposes of determining eligibility for the program. However it 
shall be the employee's obligation to note such Workers' Compensation or FMLA 
status on any paperwork for the program and provide supporting documentation 
on request.
ii. One (1) personal leave day for utilizing less than a total of two (2) days of 
accrued sick leave.
All incentive days must be used in full-day increments before the end of the year 
following the year during which they were earned. There shall be no carryover 
or payment for any unused incentive days.
b. In order to qualify for the program, employees will be required to fill out 
necessary paperwork and may be required to provide documentation to confirm 
eligibility for the program. 	. , ,
In order to recognize an employee's productivity through his or her responsible 
use of accrued sick leave, DCPS agrees to provide time off in addition the 
employee's current accrual under the Agreement. A full time employee who is in 
a pay status for the calendar year shall accrue annually:
Time off pursuant to a sick leave incentive award shall be selected by the 
employee and requested at least three (3) full work days in advance of the leave 
date. Requests for time off pursuant to an incentive for time’off unless staffing 
needs or workload considerations dictate otherwise. If the request is denied, the 
employee shall request and be granted a different day off within one month of 
the date the employee initially requested. Requests for time off shall be made 
on the standard "Application for Leave" form.  P. Personal Leave
Q. Abuse of Leave
HOLIDAYS RECOGNIZED AND OBSERVEDARTICLE 29.
Page 31 of 39
A. The following days shall be recognized and observed as paid holidays:
New Year's Day
Martin Luther King's Birthday
Presidents Day
Emancipation Day
Memorial Day
Juneteenth
Independence Day
Labor Day
Columbus Day
Veterans Day
Each employee shall be entitled to one personal day per school year after completion of the 
probationary period. Employees must take the personal leave day within school year after it is 
granted and these days cannot be carried over or paid out if unused.
Management reserves the right to discipline and/ or impose leave restrictions on any employee 
deemed to be abusing leave in accordance with this section.
f. The Sick Leave Incentive Program shall not be subject to the grievance and 
arbitration procedure; except where there is a claim of violation of paragraph 
4(d) above.
!
b. Upon proper written notification, DCPS may restrict an Employee from 
using leave when the employee is engaging in a pattern of abusing leave. 
This leave restriction shall concluded ninety (90) days after the initial 
written notice to the employee unless the employee failed to comply 
during the original ninety (90) days, in which case the restriction will 
continue for another ninety (90) days.
g. The parties also acknowledge that,due to the bargaining members' regular 
interaction with children, employees may need sick days to avoid the spread of 
germs. This Program is not intended to encourage employees to report to work 
unwell.
a. An employee may be required to submit a doctor's certificate after three 
(3) or more consecutive days of absence due to illness.  B.
C.
Holiday PayD.
Computing OvertimeE.
ARTICLE 30.WORKERS* COMPENSATION
i
ARTICLE 31.PAY PROCEDURES
Page 32 of 39
A. Salary checks shall be mailed to employees or directly deposited into their designated 
accounts.
Employees covered by this Agreement who are injured on the job in the performance of their 
duties and are unable to work shall be entitled to compensation as provided for in the District 
of Columbia Government Comprehensive Merit Personnel Act of 1978, as amended, and any 
other applicable statutory provision(s).
B. Payroll deduction slips shall be issued with each paycheck through the mail or by being 
posted isecurely online for each employee to review.
Eligible employees shall receive one (1) day's pay for each of the holidays listed above on . 
which they perform no work. Whenever any of the holidays listed above shall fall on 
Sunday, the succeeding Monday shall be observed as the holiday. Whenever any of the 
holidays listed above falls on a Saturday, the preceding Friday shall be observed as the 
holiday.
The provisions of this section will be applied by DCPS in accordance with the provisions of 
D.C. Official Code.
1. Eligible employees shall receive holiday pay based upon their regular hourly rate of pay 
multiplied times the number of hours they would have normally worked on the holiday.
2. If an employee works on any of the holidays listed above, he shall be paid in addition to 
his regular rate of pay the rate prescribed in accordance with the CMPA.
Thanksgiving Day
Christmas Day
Inauguration Day (every four years)
Any other legal holidays declared by the District Government •
For the purpose of computing overtime, all holiday hours (worked or unworked) for which an 
employee is compensated shall be regarded as hours worked as long as the employee is in paid 
status.  c.
D.
E.
F.
ARTICLE 32.REST AND CLEAN-UP PERIODS
CONTRACTING OUTARTICLE 33.
0
Page 33 of 39
Consistent with the D.C. Code, when the contracting-out of work is being considered, DCPS 
shall notify the Union in writing and shall withhold taking such action to provide the Union a 
reasonable opportunity for discussion of the matter, except in cases of emergency. In any such 
discussion, DCPS shall describe the actions for executing a contract and the Union shall respond 
on the merits, including the suggestion of any alternative action, and DCPS will give due 
consideration to such suggestions before making a final decision.
When there is an administrative error on a salary check or electronically, the error shall be 
corrected as soon as practicable, unless it is demonstrated in a particular case that this is 
not administratively possible.
The salaries and wages of employees shall be paid bi-weekly. In the event that the payday is 
a holiday, the first preceding business day shall be the payday.
Custodial employees covered by this Agreement are entitled to pay at their scheduled rate 
plus a differential of seven and one-half percent (7-1/2%) for regularly scheduled non­
overtime work when a majority of their work hours occur between 3:00 p.m. and midnight; 
or ten percent (10%) of their scheduled rate if the majority of their work hours occur 
between 11:00 p.m. and 8:00 a.m.
Employees who qualify therefore shall be paid a differential for exposure to a hazard, 
physical hardship or working condition of an unusual nature. Eligibility for such payment 
shall be in accordance with the provisions of The District of Columbia Government 
Comprehensive Merit Personnel Act of 1978, as amended.
i
i
i
!
B. Employees in the Custodial Unit shall be granted a fifteen (15) minute personal clean-up 
period prior to the end of each work shift.
A. Custodial Unit employees shall be provided a fifteen (15) minute rest period for each four 
(4) hours worked. Rest periods shall be scheduled by the immediate supervisor to ensure 
continuity of operations. Where possible, rest periods shall be scheduled at the middle of 
each four (4) hours worked. Any employee who is required to work beyond his regular 
quitting time into the next shift shall receive a fifteen (15) minute rest period before he 
starts to work on such next shift. In addition, he/she shall be granted the regular fifteen (15) 
minute rest period for each four (4) hours worked.  *
CONFORMITY TO LAW/SAVING CLAUSEARTICLE 34.
ARTICLE 35.MATTERS NOT COVERED
ARTICLE 36.COMPENSATION
FY 2022 Wages:
FY 2023 Wages:
FY 2024 Wages:
Page 34 of 39
. i
i
A. If any provision of this Agreement is or shall at anytime be contrary to law, then such 
provision shall not be applicable or performed or enforced, and substitute action, if any, 
shall be subject to appropriate consultation and negotiation between the parties.
The parties agree that, by mutual consent, they will consult and negotiate on matters not 
covered by this Agreement which are proper subjects for collective bargaining.
The parties agree that any provision of this agreement requiring legislative action to permit its 
implementation by enactment of law, and/or by providing the additional funds in the annual 
operating budget therefore, shall not become effective until the appropriate body has given 
approval and provided the additional funds. The following compensation shall be paid to all 
employees covered by this Agreement effective upon the dates as stated below, subsequent to 
the receipt by the Employer of such additional funds by means of either a supplemental 
appropriation or intra-district transfer of funds:
B. In the event that any provision of this Agreement is or shall at any time be contrary to law, 
all other provisions of this Agreement shall continue in effect.
Effective the first day of the first full pay period beginning on or after October 1, 2022, 
the salary schedules of employees covered by this contract shall be adjusted by two 
point five percent (2.5%) in accordance with past methods of increasing base salary 
schedules.
In lieu of a wage increase for FY 2022, employees will receive a three and one-half 
percent (3.5%) bonus payment. Bargaining unit employees actively oh the payroll as of 
October 1, 2021 shall receive a one-time payment that is equivalent of 3.5% of an 
employee's annual base salary as of October 1, 2021 for FY 2021.  FY 2025 Wages:
ARTICLE 37.HEALTH PLAN
i
ARTICLE 38.BENEFITS - OPTICAL AND DENTAL
■i
ARTICLE 39.PRE-PAID LEGAL AID
A. ’
Page 35 of 39
s
f
The parties agree that DCPS will seek a contract or contracts that provide lower costs and 
improved benefits. When such a contract or contracts are acquired, all employees who 
purchase health benefits will participate in one of the DCPS-acquired contracts. Until such time, 
employees, at their election, will continue to be covered by the Federal Employee Health 
Benefit or District employee Health Benefit programs as appropriate.
Effective the first day of the first full pay period beginning on or after October 1, 2023, 
the salary schedules of employees covered by this contract shall be adjusted by three 
percent (3%) in accordance with past methods of increasing base salary schedules.
The Employer shall make a monthly contribution of seventeen dollars and fifty cents 
($17.50) for each bargaining unit member toward a pre-paid legal services plan. For
Effective the first day of the first full pay period beginning on or after October 1, 2024, 
the salary schedules of employees covered by this contract shall be adjusted by three 
percent (3%) in accordance with past methods of increasing base salary schedules.
2. The Employer may elect to provide additional Optical and/or Dental providers, provided 
that such addition of providers does not reduce the current level of benefits provided to 
employees.
1. The Employer shall provide coverage under the Optical and/or Dental plans in effect for 
District employees in Compensation Units 1 and 2. The Employer will pay the same 
premiums paid for other unionized District employees covered by the District Plans. 
Benefit levels of the District Plans shall not be reduced during the term of this 
agreement except by mutual agreement of the Employer, the Union and the insurance 
carriers. Benefit levels shall not be reduced during the term of this agreement except by 
mutual agreement of the Employer, the Union and the insurance carrier(s). Employees 
are required to execute an enrollment form in order to participate in the Optical and 
Dental program.
3. Employees, at their election, will receive Dental coverage through the District's benefit 
plans.  B.
C.
ARTICLE 40.SCHOOL ADMINISTRATOR TRAINING
ARTICLE 41.NEGOTIATED EMPLOYEE ASSISTANCE HOME PURCHASE PROGRAM
ARTICLE 43.TRAVEL REIMBURSEMENT
ARTICLE 43.DURATION OF AGREEMENT
Page 36 of 39
Within 180 days of the ratification of this contract, DCPS and Teamsters shall host a joint 
training for managers on the provisions of this contract, custodial job descriptions and duties, 
and the evaluation of custodians.
DCPS will set aside $50,000 per year over the life of the contract to be used toward the 
Negotiated Employee Assistance Home Purchase Program (NEAHP) for the duration of the 
agreement. If at any time the funds set aside have been depleted, the parties will convene 
negotiations to provide additional funds for the program. Any funds not exhausted during the 
life of the contract will revert to DCPS.
Attendance Counselors who travel within the District of Columbia for DCPS purposes shall be 
provided Metro fare or shall be reimbursed for such travel at the Internal Revenue Service 
standard mileage reimbursement rate, not to exceed a total of one-hundred and fifty dollars 
($150.00) per month where privately owned vehicles are used. Counselors using privately 
owned vehicles must obtain authorization through their immediate supervisors from DCPS's 
Office of the Chief Financial Officer, and submit the required documentation of travel.
This Agreement shall be effective as of October 1, 2021, and shall remain in full force and 
effect until September 30, 2025. All fiscal terms and conditions contained in this contract shall
The plan shall be contracted for by the Union subject to a competitive bidding process 
where bidders are evaluated and selected by the Union. The District may present a 
proposed contract which shall be evaluated on the same basis as other bidders. The 
contract shall provide that the Employer will be held harmless from any liability arising 
out of the implementation and administration of the plan by the benefit provider, that 
the benefit provider will supply utilization statistics to the Employer and the Union upon 
request for each year of the contract, and that the benefit provider shall bear all 
administrative costs.
The parties shall meet to develop procedures to implement the legal plan which shall be 
binding upon the benefit provider. The procedures shall include an enrollment process.
each fiscal year, the Employer shall make monthly contributions directly to the 
designated provider of the legal services program.  1
Page 37 of 39
j
become effective as of October 1, 2021, unless otherwise stated in individual Contract articles. 
It shall be automatically renewed from year to year thereafter unless either party shall notify 
the other in writing one hundred and eighty (180) days prior to the anniversary date that it 
desires to modify or terminate this Agreement. In the event that such notice is given, this 
Agreement shall remain in full force and effect during the period of any negotiations.
i
i
i  b-
1 
Page 38 of 39
 
Michael Kentoff
Supervisory Attorney Advisor
Office of Labor Relations &
Collective Bargaining
 
Quinne
 Harris-Lindsey
General Counsel, DC Public Schools
FOR THE DISTRICT OF COLUMBIA 
GOVERNMENT
E. Lindsey Maxwell, Director
Office of Labor Relations &
Collective Bargaining
Dr. Lewis D. Ferebee, Chancellor 
DC Public Schools
John Gibson, President
Teamsters
 Local 639
FOR THE INTERNATIONAL BROTHERHOOD
OF TEAMSTERS LOCAL 639, AFL-CIO
In witness thereof, the parties have executed this Agreement by their duly authorized 
representatives this the day of, 2023.  Page 39 of 39  District of Columbia Public Schools
Attendance Counselors
CBU Code: AKH
Sharon Gaskins 
Chief
Office of Talent and Culture 
Date:
Quinne Harris-Lindsey, Esq.
General Counsel
Office of the General Counsel 
Date:
Deloras Shepherd
Associated Chief Financial Officer
Primary and Secondary Educational Center
Office of the Chief Financial Officer
Date:
Grade
EG-09
Service Code Definition: Non-lnstructional 
PeopleSoft ID ED0540
Service Code: A01
Sched. ID: A01
Step 1 Step 2 
$45,911 $47,374
Fiscal Year: 2023
Effective Date: 10/9/2022
Union/Non-Union: Union
Bargaining Unit represented by the Teamsters Local 639 
Increase: 2.5%
Step 3 Step 4 Step 5 Step 6 Step 7 Step 8; Step 9 Step 10 
$48,843 $50,309 $51,776 $53,243 $54,709 $56,176 $57,642 $59,108  District of Columbia Public Schools
Attendance Counselors
Sharon Gaskins 
Chief
Office of Resource Strategy 
Date:
Quinne Harris-Lindsey, Esq.
General Counsel
Office of the General Counsel 
Date:
Deloras Shepherd
Associated Chief Financial Officer
Primary and Secondary Educational Center
Office of the Chief Financial Officer
Date:
Grade
EG-09
Service Code Definition: Non-lnstructional 
PeopleSoft ID ED0540
Service Code: A01
Sched. ID: A01
Fiscal Year: 2024
Effective Date: 10/8/2023
Union/Non-Union: Union 	CBU Code: AKH
Bargaining Unit represented by the Teamsters Local 639 
Increase: 3%
Step 1 Step 2 Step 3 Step 4 Steps Step 6 Step? Steps Step 9 Step 10 
$47,288. $48,796 $50,309 $51,818 $53,329 $ 54,840 $ 56,351 $57,861 $59,371 $60,881  District of Columbia Public Schools
Attendance Counselors
CBU Code: AKH
Step 4	Step 7
J
Sharon Gaskins 
Chief
Office of Talent and Culture 
Date:
Office of the General Counsel 
Date:
Deloras Shepherd
Associated Chief Financial Officer
Primary and Secondary Educational Center 
Office of the Chief Financial Officer
Date:
Grade
EG-09
Service Code Definition: Non-lnstructional 
PeopleSoft ID
Quinne Harris-Lindsey, Esq.
General Counsel
ED0540
Service Code: A01
Sched. ID: A01
Step 1 Step 2 
$48,707 $50,260
Fiscal Year: 2025
Effective Date: 10/6/2024 
Union/Non-Union: Union 
Bargaining Unit represented by the Teamsters Local 639 
Increase: 3%
■«
Step 9 Step 10
$61,152 $62,707
Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 
$51,818 $53,373 $ 54,929 $56,485 $58,041 $59,597  District of Columbia Public Schools
Teamsters-RW Employees
ED0500
RW-02
RW-15
Sharon Gaskins
Chief
Office of Resource Strategy
Date:
RW-03
RW-04
RW-05
RW-06
RW-07
RW-08
RW-09
RW-10
RW-11
RW-12
RW-13
RW-14
Quinne Harris-Lindsey, Esq.
General Counsel
Office of the General Counsel
Date:
CBU: AKA, AKB, AKC, AKD, AKG
Svc. Code: B01, CIS
Sched. ID: B01
PeopleSoft ID
Deloras Shepherd
Associate Chief Financial Officer
Primary and Secondary Educational Center
Office of the Chief Financial Officer
Grade 
RW-01
Step 1 
$12.56 
$13.63 
$14.67 
$15.74 
$16.80 
$17.82 
$18.97 
$20.05 
$21.07 
$22.15 
$23.24 
$24.27 
$25.28 
$26.36 
$27.43
Step 2 
$13.43 
$14.58 
$15.70 
$16.83 
$17.97 
$19.07 
$20.30 
$21.43 
$22.54 
$23.64 
$24.85 
$25.96 
$27.04 
. $28.21 
$29.33.
Step 3 
$13.94 
$15.12 
$16.28
Step 4 
$14.46 
$15.70
Step 6 
$15.63 
$16.98 
$18.28 
$19.59 
$20.91 
$22.19 
$23.62 
$24.96 
$26.24 
$27.56 
$28.92 
$30.23 
$31.46 
$32.83 
$34.13
Step 7 
$16.31 
$17.71 
$19.08 
$20.43 
$21.82 
$23.17 
$24.65 
$26.04 
$27.37 
$28.76 
$30.18 
$31.54 
$32.84 
$34.26 
$35.62
Steps
$17.30
$18.78
$20.22
$21.67
$23.14
$24.56
$26.13
$27.59
$29.00
$30.48
$31.99
$33.42
$34.82
$36.31
$37.77
Step 9 
$18.51 
$20.09 
$21.65 
$23.19 
$24.74 
$26.27 
$27.95 
$29.53 
$31.04 
$32.63 
$34.22 
$35.77 
$37.26 
$38.85 
$40.41
Step 10 
$19.99 
$21.70 
$23.36 
$25.05 
$26.73 
$28.38 
$30.19 
$31.90 
$33.52 
$35.22 
$36.96 
$38.62 
$40.24 
$41.95 
$43.64
Fiscal Year: 2023
Effective Date: 10/9/2022
Union/Non-Union: Union
Bargaining Unit represented by The Teamsters, Local #639 & 730
Increase: 2.5%
Step 5 
$15.02 
$16.29 
$16.91 $17.54 
$17.44 $18.14 $18.79
$18.61 $19.36 $20.06
$19.75 $20.53 $21.31
$21.02 $21.86 $22.64
$22.20
$24.55
$25.75
$26.90
$28.03
$29.23
$30.40 $31.62 $32.76
$19.36
$20.53
$21.86
$23.09
 $23.93
$23.34 $24.28 $25.15
$25.52 $26.45
$26.76 $27.75
$27.98 $28.98
$29.15
 $30.19
$30.39
 $31.48  District of Columbia Public Schools
Teamsters-RW Employees
ED0500
$26.52
Sharon Gaskins
Chief
Office of Resource Strategy
Date:
$21.65
$22.87
$24.04
$28.87
$30.11
$31.31
Quinne Harris-Lindsey, Esq.
General Counsel
Office of the General Counsel 
Date:
Deloras Shepherd
Associate Chief Financial Officer
Primary and Secondary Educational Center
Office of the Chief Financial Officer
Grade
RW-01
RW-02
RW-03
RW-04
RW-05
RW-06
RW-07
RW-08
RW-09
RW-10
RW-11
RW-12
RW-13
RW-14
RW-15
Step 1 
$12.93 
$14.04 
$15.11 
$16.22 
$17.30 
$18.36 
$19.54 
$20.65 
$21.71 
$22.81 
$23.93 
$25.00 
$26.03 
$27.15 
$28.25
Step 2 
$13.83 
$15.01 
$16.17 
$17.34 
$18.51 
$19.64 
$20.90 
$22.08 
$23.22 
$24.35 
$25.59 
$26.74 
$27.85 
$29.05 
$30.21
Step 6 
$16.10 
$17.49 
$18.82 
$20.18 
$21.54 
$22.86 
$24.32 
$25.71 
$27.03 
$28.39 
$29.78 
$31.13 
$32.40 
$33.82 
$35.16
CBU: AKA, AKB, AKC, AKD, AKG
Svc. Code: B01, C18
Sched. ID: B01
PeopleSoft ID
Step 7 
$16.80 
$18.24 
$19.65 
$21.04 
$22.48 
$23.86 
$25.39 
$26.82 
$28.19 
$29.62 
$31.08 
$32.49 
$33.83 
$35.28 
$36.69
Step 8 
$17.82 
$19.34 
$20.83 
$22.32 
$23.84 
$25.30 
$26.91 
$28.42 
$29.87 
$31.40 
$32.95 
$34.42 
$35.86 
$37.39 
$38.90
Step 9 
$19.07 
$20.69 
$22.30 
$23.88 
$25.49 
$27.06 
$28.79 
$30.42 
$31.97 
$33.60 
$35.25 
$36.85 
$38.38 
$40.01 
$41.62
Step 10 
$20.59 
$22.35 
$24.06 
$25.80 
$27.53 
$29.23 
$31.09 
$32.85 
$34.52 
$36.28 
$38.07 
$39.78 
$41.45 
$43.21 
$44.95
Step 3 
$14.36 
$15,57 
$16.77
Fiscal Year: 2024
Effective Date: 10/8/2023
Union/Non-Union: Union
Bargaining Unit represented by The Teamsters, Local #639 & 730
Increase: 3%
Step 4 Step 5 
$14.90 $15.47 
$16.17 $16.78 
$17.42 $18.06 
$17.96 $18.69 $19.35 
$19.17 $19.94 $20.66 
$20.34 $21.15 $21.95 
$22.52 $23.32 
$23.79 $24.65 
$25.01 $25.91 
$25.29 $26.29 $27.24 
$27.57 $28.58 
$27.70 $28.82 $29.85 
$30.03 $31.09 
$31.30 $32.42 
$32.57 $33.74  District of Columbia Public Schools
Teamsters-RW Employees
ED0500
$32.25
Deloras Shepherd
Associate Chief Financial Officer
Primary and Secondary Educational Center
Office of the Chief Financial Officer
Sharon Gaskins
Chief
Office of Resource Strategy
Date:
$17.27
$18.50
$19.75
$20.95
$22.30
$23.55
$24.76
$27.32
$28.53
Quinne Harris-Lindsey, Esq.
General Counsel
Office of the General Counsel 
Date:
$33.37
$34.83
$36.21
Grade 
RW-01 
RW-02 
RW-03 
RW-04 
RW-05 
RW-06 
RW-07 
RW-08 
RW-09 
RW-10 
RW-11 
RW-12 
RW-13 
RW-14 
RW-15
Step 2
$14.25
$15.46
$16.66
$17.86
$19.06
$20.23
$21.53
$22.74
$23.91
$25.08
$26.36
$27.54
$28.69
$29.93
$31.11
Step 4 
$15.34
CBU: AKA, AKB, AKC, AKD, AKG
Svc. Code: B01, CIS
Sched. ID: B01
PeopleSoft ID
Step 8
$18.36
$19.92
$21.45
$22.99
$24'55
$26.05
$27.72
$29.27
$30.76
$32.34
$33.94
$35.45
$36.94
$38.52
$40.07
Step 9
$19.64
$21.31
$22.97
$24.60
$26.25
$27.87
$29.65
$31.33
$32.93
$34.61
$36.31
$37.95
$39.53
$41.21
$42.87
Step 10 
$21.20 
$23.02 
$24.78 
$26.58 
$28.36 
$30.11 
$32.02 
$33.84 
$35.56 
$37.36 
$39.21 
$40.97 
$42.69 
$44.51 
$46.30
Step 1
$13.32
$14.46
$15.56
$16.70
$17.82
$18.91
$20.13
$21.27
$22.36
$23.50
$24.65
$25.75
$26.82
$27.97
$29.10
Step 7 
$17.30 
$18.79 
$20.24 
$21.67 
$23.15 
$24.58 
$26.15 
$27.62 
$29.03 
$30.51 
$32.01
Step 6
$16.58
$18.02
$19.39
$20.78
$22.18
$23.54
$25.05
$26.48
$27.84
$29.24
$30.68
$32.07 . $33.46
$34.84
$36.34
$37.79
Fiscal Year: 2025
Effective Date: 10/6/2024
Union/Non-Union: Union
Bargaining Unit represented by The Teamsters, Local #639 81730
Increase: 3%
Step 3 Step 4 Step 5
$14.79 $15.34 $15.93
$16.04 $16.66 $17.28
$17.94 $18.61
$19.25 $19.93
$20.54 $21.28
$21.78 $22.61
$23.19 $24.02
$24.50 $25.39
$25.76 $26.69
.$26.04 $27.08 $28.06
$28.39 $29.44
$29.69 $30.74
$29.74 $30.93 $32.02
$31.01. $32.24 $33.39
$33.55 $34.75  c
District of Columbia Public Schools
Teamsters-SW Employees
PeopleSoft ID ED0530
CBU Codes: AKA, AKB, AKC, AKD.AKE.AKG Bargaining Unit represented bv The Teamsters, Local #639 & 730
Sched.ID: B03
SW-02
SW-03
SW-10
SW-14
SW-15
SW-16
Sharon Gaskins
Chief
Office of Resource Strategy
Date:
Quinne Harris-Lindsey, Esq.
General Counsel
Office of the General Counsel 
Date:
SW-17
SW-18
SW-19
SW-04
SW-05
SW-06
SW-07
SW-08
SW-09
SW-11
SW-12
SW-13
Deloras Shepherd
Associate Chief Financial Officer
Primary and Secondary Educational Center
Office of the Chief Financial Officer
Fiscal Year: 2023
Effective Date: 10/9/2022
Union/Non-Union: Union
Increase: 2.5%
Service Code: 603,C20
Grade
SW-01
Step 1
$19.07
$20.09
$21.16
$22.21
$23.30
$24.30
$25.43
$26.45
$27.46
$28.54
$29.23
$30.04
$31.12
$32.33
$33.73
$35.39
$37.30
$39.30
$41.50
Step 5
$22.78
$24.04
$25.27
$26.53
$27.83
$29.01
$30.36
$31.59
$32.82
$34.08
$34.91
$35.90
$37.19
$38.61
$40.28
$42.25
$44.55
$46.95
$49.59
Step 6
$23.74
$25.05
$26.34
$27.65
$29.01
$30.25
$31.67
$32.92
$34.22
$35.53
$36.40
$37.40
$38.76
$40.25
$41.99
$44.05
$46.44
$49.07
$51.70
Step 7
$24.77
$26.15
$27.47
$28.86
$30.27
$31.57
$33.04
$34.36
$35.70
$37.07
$38.00
$39.06.
$40.44 .
$42.00
$43.83
$45.96
$48.46
$51.09
$53.94
Step 8
$26.27
$27.71
$29.13
$30.61
$32.09
$33.45
$35.03
$36.41
$37.82
$39.30
$40.26
$41.39
$42.88
$44.54
$46.45
$48.73
$51.36
$54.14
$57.17
Step 9
$28.11
$29.64
$31.17
$32.74
$34.34
$35.81
$37.48
$38.96
$40.50
$42.07
$43.08
$44.28
$45.86
$47.63
$49.69
$52.14
$54.97
$57.94
$61.17
Step 10 
$30.34 
$32.02 
$33.67 
$35.35 
$37.07 
$38.67 
$40.47 
$42.09 
$43.73 
$45.42 
$46.52 
$47.83 
$49,54 
$51.46 
$53.69 
$56.31 
$59.37 
$62.57 
$66.08
Step 4 
$21.97 
$23.19 
$24.37 
$25.60 
$26.86 
$28.01 
$29.29 
$30.47 
$31.67 
$32.91 
$33.70 
$34.62 
$35.89 
' $37.26 
$38.87 
$40.77 
$42.98 
$45.31 
$47.84
Step 2 Step 3
$20.71 $21.15
$21.50 $22.28
$22.63 $23.45
$23.76 $24.63
$24.92 $25.82
$25.98 $26.94
$27.20 $28.18
$28.29 $29.30
$29.38 $30.45
$30.55 $31.65
$31.27 $32.42
$32.14 $33.31
$33.30 $34.50
$34.58 $35.83
$36.09 $37.38
$37.85 $39.22
$39.89 $41.36
$42.05 $43.58
$44.39 $46.01  District of Columbia Public Schools
Teamsters-SW Employees
PeopleSoft ID ED0530
CBU Codes: AKA, AKB, AKC, AKD.AKE.AKG Bargaining Unit represented bv The Teamsters, Local #639 & 730
Sched. ID: B03
Grade
SW-01
SW-07
SW-13
SW-14
SW-19
/
SW-02
SW-03
Quinne Harris-Lindsey, Esq.
General Counsel
Office of the General Counsel 
Date:
Deloras Shepherd
. Associate Chief Financial Officer
Primary and Secondary Educational Center 
Office of the Chief Financial Officer
Sharon Gaskins
Chief
Office of Resource Strategy 
Date:
SW-08
SW-09
SW-10
SW-11
SW-12
SW-15
SW-16
SW-17
SW-18
SW-04
SW-05
SW-06
Fiscal Year: 2024
Effective Date: 10/8/2023 
Union/Non-Union: Union 
Increase: 3%
Service Code: B03,C20
Step 1 
$19.64 
$20.69 
$21.79 
$22.88 
$24.00 
$25.03 
$26.19 
$27.24 
$28.28 
$29.39 
$30.11 
$30.94 
$32.05 
$33.30 
$34.74 
$36.46 
$38.42 
$40.48 
$42.75
Step 3 
$21.78 
$22.95 
$24.16 
$25.37 
$26.59 
$27.75 
$29.02 
$30.18 
$31.37 
' $32.60 
$33.39 
$34.31 
$35.54 
$36.91 
$38.50 
$40.39 
$42.60 
$44.89 
$47.39
Step 4 
$22.62 
$23.88 
$25.11 
$26.37 
$27.66 
$28.85 
$30.17 
$31.39 
$32.62 
$33.90 
$34.71 
$35.66 
$36.96 
$38.38 
$40.03 
$42.00 
$44.27 
$46.66 
$49.27
Step 5 
$23.46 
$24.76 
$26.02 
$27.32 
$28.66 
$29.88 
$31.27 
$32.54 
$33.81 
$35.10 
$35.96 
$36.97 
$38.30 
$39.77 
$41.49 
$43.52 
$45.88 
$48.35 
$51.08
Step 6 
$24.45 
$25.80 
$27.13 
$28.48 
$29.88 
$31.16 
$32.62 
$33.91 
$35.25 
$36.59 
$37.49 
$38.52 
$39.92 
$41.46 
$43.25 
$45.38 
$47.84 
$50.54 
$53.25
Step 8
$27.06
$28.54
$30.00
$31.52
$33.06
$34.45
$36.09
$37.50
$38.96
$40.48
$41.47
$42.63
$44.16
$45.87
$47.85
$50.19
$52.90
$55.76
$58.89
Step 9 
$28.95 
$30.53 
$32.11 
$33.72 
$35.37 
$36.89 
$38.61 
$40.13 
$41.71 
$43.33 
$44.37 
$45.61 
$47.23 
$49.06 
$51.18 
$53.71 
$56.62 
$59.68 
$63.01
Step 10 
$31.25 
$32.98 
$34.68 
$36.41 
$38.19 
$39.83 
$41.68 
$43.35 
$45.04 
$46.78 
$47.92 
$49.26 
$51.02 
$53.00 
$55.30 
$58.00 
$61.15 
$64.44 
$68.06
Step 2 
$21.33 
$22.15 
$23.31 
$24.47 
$25.67 
$26.76 
$28.02 
$29.14 
$30.26 
$31.46 
$32.21 
$33.11 
$34.30 
$35.62 
$37.17 
$38.99 
$41.09 
$43.31 
$45.72
Step 7 
$25.52 
$26.93 
$28.29 
$29.73 
$31.18 
$32.52 
$34.03 
$35.39 
$36.77 
$38.19 
$39.14 
$40.23 
$41.65 
$43.26 
$45.14 
$47.34 
$49.92 
$52.62 
$55.55  District of Columbia Public Schools
Teamsters-SW Employees
PeopleSoft ID ED0530
CBU Codes: AKA, AKB, AKC, AKD,AKE,AKG Bargaining Unit represented bv The Teamsters, Local #639 & 730
Sched. ID: B03
SW-03
SW-09
SW-10
Sharon Gaskins
Chief
Office of Resource Strategy 
Date:
Deloras Shepherd.
Associate Chief Financial Officer
Primary and Secondary Educational Center
Office of the Chief Financial Officer
SW-04
SW-05
SW-06
SW-07
SW-08
SW-11
SW-12
SW-13
SW-14
SW-15
SW-16
SW-17
SW-18
SW-19
Quinne Harris-Lindsey, Esq.
General Counsel
Office of the General Counsel
Date:
Fiscal Year: 2024
Effective Date: 10/8/2023
Union/Non-Union: Union
Increase: 3%
Service Code: B03,C20
Grade
SW-01 
SW-02
Step 1
$20.23
$21.31
$22.44
$23.56
$24.72
$25.78
$26.98
$28.06
$29.13
$30.27
$31.01
$31.87
$33.01
$34.30
$35.79
$37.55
$39.57
$41.69
$44.03
Step 2
$21.97
$22.81
$24.01
$25.21
$26.44
$27.57
$28.86
$30.01
$31.17
$32.41
$33.18
$34.10
$35.33
$36.69
$38.29
$40.16
$42.32
$44.61
$47.10
Step 3 
$22.43 
$23.64 
$24.88 
$26.13 
$27.39 
$28.58 
$29.89 
$31.09 
$32.31 
$33.58 
$34.40 
$35.34 
$36.60 
$38.02 
$39.66 
$41.60 
$43.88 
$46.24 
$48.81
Step 4
$23.30
$24.60
$25.86
$27.16
$28.49
$29.72
$31.08
$32.33
$33.60
$34.92
$35.75
$36.73
$38.07
$39.53
$41.24
$43.26
$45.60
$48.06
$50.75
Step 8
$27.87
$29.39
$30.90
$32.47
$34.05
$35.48
$37.17
$38.63
$40.13
$41.69
$42.71
$43.91
$45.49
$47.25
$49.28
$51.70
$54.49
$57.44
$60.66
Step 9
$29.82
$31.45
$33.07
$34.73
$36.43
$37.99
$39.77
$41.33
$42.96
$44.63
$45.70
$46.98
$48.65
$50.53
$52.72
$55.32
$58.32^
$61.47
$64.90
Step 10 
$32.19 
$33.97 ' 
$35.72 
$37.51 
$39.33 
$41.03 
$42.93 
$44.65 
$46.39 
$48.18 
$49.36 
$50.74 
$52.56 
$54.59 
$56.96 
$59.74 
$62.98 
$66.38 
$70.11
Step 5
$24.16
$25.50
$26.80
$28.14
$29.52
$30.77
$32.21
$33.51
■ $34.82
$36.16
$37.04
$38.08
$39.45
$40.96
$42.74
$44.82
$47.26
$49.80
$52.61
Step 7
$26.28
$27.74
$29.14
$30.62
$32.11
$33.49
$35.05
$36.45
$37.87
$39.33
$40.31
$41.44
$42.90
$44.56
$46.50
$48.76
$51.41
$54.20
$57.22
Step 6
? $25.18
$26.58
$27.95
$29.34
$30.77
$32.09
$33.60
$34.93
$36.31
$37.69
$38.61
$39.68
$41.12
$42.70
$44.55
$46.74
$49.27
$52.05
$54.85  MEMORANDUM
TO:
FROM:
February 24,2023DATE:
1
i
IAGC/agc
I
«
’I
400 Sixth Street, NW, Suite 9100, Washington, D.C. 20001, (202) 724-5564, Fax (202) 741-8872
j
{
1
■!
You have requested a legal sufficiency review of the Compensation and Working Conditions 
Collective Bargaining Agreement between the District of Columbia Public Schools (DCPS) and 
the International Brotherhood of Teamsters, Local 639 (Local 639) (“Compensation & Working 
Conditions CBA”). The Compensation and Working Conditions CBA represents the terms 
agreed upon by the parties regarding compensation and working conditions of custodial 
employees, attendance counselors and Food and Nutrition Services Team members and is
[ effective through September 30, 2025.
Attorney General 
Karl A. Racine
Personnel, Labor and Employment Division 
Personnel and Labor Relations Section
The Compensation and Working Conditions CBA has been reviewed and found to be legally . 
sufficient. Therefore, it is recommended that the Compensation and Working Conditions CBA 
should be approved by the Mayor. If there are any questions regarding this matter, please 
contact me at 202-724-5564.
E. Lindsey Maxwell, II, Director
Office of Labor Relations and Collective Bargaining
GOVERNMENT OF THE DISTRICT OF COLUMBIA 
Office of the Attorney General
SUBJECT: 1 Legal Sufficiency Review of the Compensation and Working Conditions 
Collective Bargaining Agreement between District of Columbia Public 
Schools and the International Brotherhood of Teamsters, Local 639
Andrea G. Comentale
Chief, Personnel and Labor Relations Section