JCAA's Representation and
Conflict Support Statement and Guidelines

In accordance JCAA bylaws and current practice, the Association works for continued improvement in employment conditions for administrators in the Jefferson County Public School District at the school building and central services level by:

• unifying the efforts of all educational leaders,
• influencing the direction of the District, and
• supporting administrators through representation, networking and professional development.

The JCAA officers and the executive director work collaboratively with District leadership to address issues regarding administrator compensation, employment matters, and working conditions. In addition, our officers are members of District Cabinet and many other critical committees which work on employment conditions for members while setting the District's general direction.

JCAA also has area representatives and other members representing the Association on over 80 District and JCAA committees and task force teams.

JCAA contracts with a government affairs group and has a strong legislative program, lobbying and advocating for administrators and public education at the State Capitol.

JCAA also supports associate and emeritus members. Associate members are all persons in non-administrative, educational leadership and professional positions at the school building and central services level. Emeritus members are retired JCAA members and/or retired instructional and central services administrative level employees. JCAA provides networking and professional development opportunities for associate amd emeritus members but does not provide employment representation to our associate or emeritus members.

The Association's underlying purpose is to strive to provide for and promote the best interest of public education and success for all students. Our primary stakeholders are the administrators in the Jefferson County School District who belong to our association. As a professional association, we represent all members based on what is best for the membership as a whole.

Is JCAA a bargaining union for their members?

No. Administrators are management and the majority do not work under a contract. Therefore, JCAA operates as a professional association and not a labor union.

Assumptions about Conflict:

Conflict managed effectively can lead to stronger, more positive relationships for individuals and to a healthier, more effective organization. Conflict is normal in personal relationships and in organizational systems. It is a healthy and vital aspect of personal, professional, and organizational growth, and follows predictable patterns, which can be studied and managed.

Intent of the Association:

JCAA, in recognition of the positive potential in conflict managed effectively, participates in effective conflict management through membership training, by anticipating latent and emergent conflict, and by modeling techniques in cooperative problem solving.

Click here to read about the JCAA Decision Making Policy.

What if an administrator has a conflict with his/her supervisor?

Because JCAA membership includes all levels of administration, JCAA cannot advocate for individuals in grievance situations, because we would be serving one member’s interests over another member's. However, we offer our services as a source for reference and referral. Members can expect the JCAA executive director and officers to:

• Assist with gathering or clarifying information for members anonymously if requested,
• Provide support and understanding for the member,
• Help the member understand all applicable District policies and procedures, and
• Monitor District policy, assuring that all applicable policies and procedures are followed.

• Because there is no specific District grievance or due process policy for administrators, an administrator should first try to resolve the conflict with his/her supervisor. If necessary, the administrator can talk to his/her supervisor’s supervisor to help resolve the issue.
• Any administrator or employee can contact the following departments for advice: Employee Relations and/or the Employee Assistance Program. Information about these services is written below. Another option is for the employee to talk to his/her mentor for advice.
• Federal guidelines and laws exist to protect employees in cases of harassment and discrimination. These guidelines are explained in the District’s G section policies.

Employee Assistance Program Services:

The EAP provides a positive, constructive way to help employees resolve personal and work related problems at no cost to employees. The EAP provides assessment, short term counseling, referral to community resources, consultations for supervisors about troubled employees or work teams, training, and conflict resolution / mediation. Participation in the program is voluntary and will in no way jeopardize job security or opportunities for advancement. Participation will neither cause nor prevent disciplinary action. Information shared with an EAP counselor by an employee will be kept confidential, unless written permission is given by the employee, with the following exceptions: Known or suspected child abuse, Danger of suicide, Threats of violence to others, Disclosure of a substance abuse problem by employees in positions covered by the District’s Controlled Substance and Alcohol Testing policy. Contact the EAP office to learn more about their services and policies.

Employee Relations (ER) Department Services:

ER Support offered when an administrator has a job-related problem with an employee:

The Employee Relations office provides advice and counsel to administrators based on what "due process" rights the employee(s) might have under the negotiated agreements, district policy and local, state and federal laws. Past practice will also play a role in how the situation should be handled. Employee Relations administrators discuss case facts with the administrator, review what actions have already taken place and offer advice and/or options for next steps. The role of Employee Relations is to help the administrator examine the "best case" and "worst case" scenarios for each option, what pitfalls or obstacles they need to consider, but not to make a decision on what should happen. The administrator has the ultimate decision making responsibility. As part of the advice and counsel process, Employee Relations can provide sample letters of caution / reprimand, growth / remediation plans, termination letters, etc. Employee Relations also represents the District and the administrator in grievance action taken by the employee associations and outside agencies (EEOC, OCR, etc.).

Employees have the option of filing a complaint through District policy GBK and GBK/R if the situation is not covered by the negotiated agreements or if the charge is "discrimination" related. Discrimination in this case must meet the definition in District policy; i.e., race, religion, disability, color, sex, sexual orientation, national origin or age. In such a situation, the Employee Relations office provides neutral investigation into the complaint and supplies upper management with a recommended course of action.

ER Support offered when an administrator has a job-related problem with a peer:

Because administrators are not covered by a negotiated agreement, the only "due process" provided is under either District policy or law. The administrator would have the option of filing a complaint under District policy GBK and GBK/R. At that time, the role of Employee Relations is to provide a neutral investigation and to supply upper management with a recommended course of action.

Key District Policy Manual References for Administrators:

Section G of the District policies refer to personnel issues. The following policies specifically affect administrators and professional / technical employees. Policies can be found on the Jeffco School District web site, under Board of Education, Searchable Board Policies:

GBA	Open Hiring / Equal Employment Opportunity
GBAA	Harassment of Employees
GBC	Total Compensation Policy
GBEA, R, E	Staff Conflict of Interest
GBEB	Staff Conduct
GBEBA	Staff Dress Code
GBEC	Drug Free Workplace
GBED	Tobacco Free Workplace
GBEE	Violence in the Workplace
GBGA, R	Staff Health (and Physical and Health Examination Requirements)
GBGB	Staff Personal Security and Safety
GBGC	Employee Assistance Program
GBGD	Workers’ Compensation (Industrial Accident Leave)
GBJ	Personnel Records and Files
GBJA	Disclosure of Information to Prospective Employers
GBK, R	Staff Concerns / Complaints / Grievances
GC	Instructional Staff
GCA	Professional Staff Positions
GCBA	Instructional Staff Salary Schedules
GCBB	Administrator and Professional /Technical Staff Salary Schedule
GCBB-R	Placement on Administrator and Professional /Technical Staff Salary Schedule
GCC	Professional Staff Leaves of Absences
GCCBA	Administrative Staff Sick Leave
GCCBB	Administrator and Professional /Technical Staff Political or Legislative Leave
GCCBC	Administrative Staff Maternity / Child Care Leave
GCCBD	Administrator and Professional /Technical Staff Military Leave
GCCBF	Administrative Staff Sabbaticals
GCCBG	Administrator Staff Leave of Absence
GCCBH	Administrator and Professional /Technical Staff Short Leave of Absence
GCDB, R	Administrator and Professional /Technical Staff Vacations and Holidays
GCE/GCF	Professional Staff Recruiting / Hiring (Teachers and Administrators)
GCGA	Instructional Staff Part Time and Substitute Employment
GCHA/GCHB	Mentor Teachers / Administrators
GCHC	Professional Staff Induction Program
GCKB	Administrative Staff Assignments and Transfers
GCOA	Evaluation of Instructional Staff
GCOC	Evaluation of Administrator and Professional /Technical Staff
GCQB	Administrator and Professional /Technical Staff Reduction in Force
GCQEA	Supplemental Retirement Pension Plan
GCQF, R	Discipline, Suspension, and Dismissal of Professional Staff
GDS	Employee Organizations