98-721Council File # gg _�, �
ORIGINAI.
Presented
Referred To
Committee Date
►J
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RESOLUTION
CITY OF SAINT PAUL, MINNESOTA
Green Sheet # 62405
0
RESOLVED, that the Council of the City of Saint Paul hereby approves and ratifies the attached
1998-2000 Agreement between the Independent School District No. 625 and Local Union 844, District
Council 14 of the American Federation of State, Counry and Municipal Employees, AFL-CIO.
DEPARTMENT/OFFICE/COUNCIL: DATE INITIATED GREEN SAEET No.: 62405 �����,
LABOR RELATIONS July 28,1948
CQNTACI PERSON & PHONE: � Ih'ITfnI1DATE IMTIAUDA7E
JLTLIE KRAUS 266-6513
ASSIGN 1 DEPARI'MENT DIR. � 4 CITY COUNCIL
NUMBER 2 CITY ATIORNEY CI1Y CLERK
MOST BE ON COUNCIL AGEIVDA BY (DATE) FOR BUIXiET DIl2. FIN. & MGT. SERVICE DIR.
ROUTA'G 3MAYOR(ORASST.)�
ORDER
TOTAL # OF SIGNATURE PAGES_1 (CLIP ALL LOCATIONS FOR SIGNATURE)
acnox �xeQUESren: T'his resolution approves the attached 1998-2000 Agree�ent between Independent School
District No. 625 and Local Union 844, District Council 14 af the American Federation of State, County and
Municipal Employees, AFL-CIO
RECOMMENDATSONS: Approve (A) or Reject (R) PERSONAL SERVICE CONTRA(7fS MUST ANSWER TfIE FOLLOWING
QUESTIONS:
_PI,ANNING COMMISSION _CIVIL SERV[CE COMMISSION 1. Has ihis person/firtn ever worked under a contract for this depaztrnent?
CIB COMMI7IEE Yes No
STAFF 2. Hac this penon/firm ever been a city employee?
DIS7RICT COURT Yes No
SUPPORTS WHICH COi7NCIL OBIECTIVE? 3. Does this personffirm possess a skill not nom�atly possessed by any curtrnt city employee?
Yes No ���n
Explain ail yes answers on sepa �hl attach to green sheet
INTTIATING PROBLEM, ISSUE, OPPORTIIIY[1'Y (Who, Whay W6en, Where, Why):
�6.Y��'S �FFiC�
ADVANTAGES IF APPROVED:
This Agreement pertains to Boazd of Education employees only.
DISADVANTAGES IF APPROVED:
DISADVANTAGES IF NOT APPROVED:
TOTAL AMOiJNT OF TRANSAG7TON: aone COST/REVENUE BUDGETED:
FUNDING SOURCE: ACTMTY NUMBER:
FINANCIAL INFORMA'1'ION: (EXPLA►N}
w`a i �. e .: 9 ,�.� .is'�
?-� � � 4� ry` ��' i
Y�n.:nnslY3c�cQ�rnh(�'.oYf46C _-t'_ '.��3 � -:.:iy
AUG � 4�99� �i��- 3 � 1998
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INDEPENDENT SCHOOL DISTRICT NO. 625
BOARD OF EDUCATION
SAINT PAUL PUBLIC SCHOOLS
DATE: May 12, 1998
qg-�t�.l
TOPIC: Approval of Employment Agreement Between Independent School District
No. 625, Saint Paul Public Schools and AFSCME Council 14, Local 844,
Representing Clericai Employees
A. PERTINENT FACTS:
New Agreement is for a two and one-half year period from January 1, 1998, through June 30,
2000. This extended period is to move from a calendar year contract and align with the District's
fiscal year.
2. Contract changes are as follows:
Waoes: Effective January 3, 1998, increase wage scheduie 2.5%. Effective
July 4, 1998, increase wage schedule 2.25%. Effective July 3, 1999, increase wage
schedule 1%. The timing of step increases will be changed from anniversary date to
annually at the beginning of the fiscal year. This change was made to facilitate District
business practices.
Insurance: The insurance premium contributions by the District are increased from
The current insurance caps of $190 fior singie coverage and $330 for family coverage will
increase as follows:
Effective January 1, 1998
Effective January 1, 1999
Effective January 1, 2000
Sinale Familv
$196.04 $350.00
$205.00 $375.00
$215.00 $400.00
Retiree Health Insurance: Language revised, removing options that created a tax liability for
empioyees.
Holidavs: The Columbus Day holiday is deleted and replaced with the Day After
Thanksgiving. Veterans Day and two fioating holidays are converted to vacation days. The
eligibility language is revised. These changes streamline the leave system by aligning the
leave system with the organizational calendar and reducing payroli processing time.
Severance Pav: Employees who retire and meet eligibility requirements will receive $50 per
eight hours of unused, accumulated sick leave up to a maximum of $15,000. This replaces
ali previous severance pay plans.
Sick Leave: Employees may use up to five sick days to care for and attend to the serious or
critical iliness of his/her spouse or dependent parent.
3. The District has 270 �TE's in this bargaining unit.
4. This request is submitted by Susan Gutbrod, Negotiations/Labor Relations Assistant Manager;
Richard Kreyer, Negotiations/Labor Relations Manager; and William A. Larson, Assistant
Superintendent, Fisca{ Affairs and Operations.
B. RECOMMENDATION:
That the Board of Education of lndependent School District No. 625 approve and adopt the
Agreement concerning the terms and conditions of employment for clerical employees in this
school district; duration of said Agreement is for the period of January 1, 1998, through
June 30, 2000.
INDEPENDENT SCHOOL DISTRICT NO. 625 p l
BOARD OF EDUCATION �0 �
SAINT PAUL PUBLIC SCHOOLS
DATE: May 12, 1998
TOPIC: Approval of Employment Agreement Between Independent School District
No. 625, Saint Paul Public Schools and AFSCME Council 14, Local 844,
Representing Clerical Employees
A. PERTINENT FACTS:
New Agreement is for a two and one-haif year period from January 7, 1998, through June 30,
2000. This extended period is to move from a calendar year contract and align with the District's
fiscal year.
2. Contract changes are as follows:
Waoes: Effective January 3, 1998, increase wage schedule 2.5%. Effective
July 4, 1998, increase wage schedule 225%. Effective July 3, 1999, increase wage
schedule 1°fo. The timing of step increases will be changed from anniversary date to
annually at the beginning of the fiscal year. This change was made to facilitate District
business practices.
Insurance: The insurance premium contributions by the District are increased from
The current insurance caps of $190 for single coverage and $330 for family coverage will
increase as follows:
Sinale Familv
Effective January 1, 1998 $196.04 $350.00
Effective January 1, 1999 $205.00 $375.00
Effective January 1, 2000 $215.00 $400.00
Retiree Health Insurance: Language revised, removing options that created a tax liability for
employees.
Holidavs: The Columbus Day holiday is deleted and replaced with the Day After
Thanksgiving. Veterans Day and two floating holidays are converted to vacation days. The
eligibility language is revised. These changes streamline the leave system by aligning the
leave system with the organizationat calendar and reducing payroll processing time.
Severance Pav: Employees who retire and meet eligibility requirements will receive $50 per
eight hours of unused, accumulated sick leave up to a maximum of $15,000. This replaces
all previous severance pay plans.
Sick Leave: Employees may use up to five sick days to care for and attend to the serious or
critical illness of his/her spouse or dependent parent.
3. The District has 270 FTE's in this bargaining unit.
This request is submitted by Susan Gutbrod, Negotiations/Labor Relations Assistant Manager;
Richard Kreyer, Negotiations/Labor Relations Manager; and William A. Larson, Assistant
Superintendent, Fiscal Affairs and Operations.
B. RECOMMENDATION:
That the Soard of Education of lndependent School Distriet No. 625 approve and adopt the
Agreement concerning the terms and conditions of employment for clerical employees in this
school district; duration of said Agreement is for the period of January 1, 1998, through
June 30, 2000.
q
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1998 - 2000
AGREEMENT BETWEEN
�,
SAINT PAUL PUBLIC SCHOOLS
INDEPENDENT SCHOOL DISTRICT NO. 625
• �.
LOCAL UNION 844
DISTRICT COUNCIL 14
OF THE AMERICAN FEDERATION OF
STATE, COUNTY, AND MUNICIPAL
EMPLOYEES, AFL-CIO
Representing Clerical Employees
January l, 1998 Through June 30, 2000
�
�' Saint Paul Public Schoo/s
L/ F E L O N C L E A R N/ N G
� �`� d �9
•'ia thepabticsavit�e
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�' Saint Paul Public Schools
L/ F E L O M 6 L E A N N/ M 6
SAINT PAUL PUBLIC SCHOOLS
Independent Schooi District No. 625
Board of Education
Mary Thornton Phillips - Chair
Greg Filice - Vice Chair
Gilbert de la O- Clerk
Neal Thao - Treasurer
Administration
Curman L. Gaines -
Maureen A. Flanagan -
Mae E. Gaskins
William A. Larson
Cy R. Yusten
Tom Conlon - Director
Becky Montgomery - Director
AI Oertwig - Director
Superintendent of Schools
Executive Assistant
Superintendent of Schools
Assistant Superintendent
Accountability, Technology
and Support Services
Assistant Superintendent
Fiscal Affairs and Operations
Assistant Superintendent
Teaching and Leaming
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TABLE O� CONTENTS
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ARTICLE
Articie 1.
Articie 2.
Article 3.
Article 4.
Article 5.
Articie 6.
Article 7.
Article 8.
Article 9.
Article 10.
Article 11.
Article 12.
Article 13.
Articie 14.
Artic4e 15.
Article 16.
Article 17.
Article 18.
Article 19.
Article 20.
Articie 21.
Article 22.
Article 23.
Article 24.
Article 25.
Articie 26.
Articie 27.
Preamble ............................................
Recognition .........................................
Check .............................................
Maintenance of Standards ...................
Management Rights .............................
Work Day ............................................
Lunch Breaks and Rest Breaks...........
Ho I i d ays ............................................ ..
Vacation..............................................
Leaves of Absence ...............................
Wages ..................................................
Working Out of Classification ............
Mileage ...............................................
Severance Pay ....................................
Insurance Benefits .............................
Probation ............................................
Seniority ............................................
Discipline ...........................................
Employee Records ...............................
Grievance Procedure ..........................
Temporary Employees ........................
Bulletin Boards ..................................
Vacancies ............................................
Non-Discrimination ...........................
No Strike, No Lockout .........................
Legal Services ....................................
Safeiy Shoes ........................................
Terms of Agreement ...........................
Appendix A. Titles and Salaries......
Appendix B. Tit{es and Grades ........
Appendix C. Standard Ranges..........
PAGE
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ADDITIONAL INFORMATION
(Not a Part of the Negotiated Agreement)
MEMORANDA OF UNDERSTANDING
Labor Management Task Force ..........................................................................................4 0
Fiiling Vacancies and Staffing Levels ................................................................................4 1
Index..................................................................................................................................4 2
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PREAMBLE
This Agreement, entered into by Independent Schooi District No. 625, hereinafter �
referred to as the Employer or as the District, and Local Union 844, affiliated with
Council 14 of the American Federation of State, County, and Municipal Employees,
AFL-CIO, hereinafter referred to as the Union, has as its purpose the promotion of
harmonious relations between the Employer and the Union, the establishment of an
equitable and peaceful procedure for the resolution of differences, and the establishment
of rates of pay, hours of work, and other conditions of employment.
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IV
ARTICLE 1. RECOGNITION
� 1.1 The Employer recognizes the Union as the sole and exclusive bargaining agent for
the purpose of estabiishing salaries, wages, hours, and other conditions of
employment for all of its empioyees as outlined in the certification by the State of
Minnesota Bureau of Mediation Services, dated October 16, 1986, in Case
No. 87-PR-158 and as amended and as set forth in Section 1.2 below.
1.2 The bargaining unit covered by this Agreement shall consist of the following: All
office, clericai, and administrative personnei who are employed by Independent
Schooi District No. 625, Saint Paui, Minnesota, who work a minimum of fourteen
(14) hours per week and sixty-seven (67) days per year, and who are public
employees within the meaning of Minn. Stat. § 179A.03, Subd. 14 in the
classifications of:
Accounting Clerk I EDP Aide
Accounting Clerk II Elementary School Clerk
Cashier Furniture Processor
Clerical Supervisor Instructional Media Clerk
Clerk I Mail Clerk
Clerk II Order Distribution Assistant
Cierk III Payroll Clerk I
Clerk IV Payroll Clerk II
Clerk-Stenographer I Payroll Systems Supervisor
Clerk-Stenographer 11 Procurement Specialist
Clerk-Stenographer Iil Procurement Specialist Trainee
� Clerk-Typist I Receptionist
Clerk-Typist I (Bilingual) Secretary
Clerk-Typist II Security Monitor
Clerk-Typist II (Bilingual) Senior High School Clericai Services
Clerk-Typist III Supervisor
Clerk-Typist III (Bilingual) Service Worker II
Community Education Clerk Typist Storehouse Helper
Computer Operator Storekeeper
Courier/Data Processing Aide Storekeeper (Food Service)
Data Entry Operator I Storeroom Assistant
Data Entry Operator II Storeroom Supervisor
Data Entry Operator III Stores Clerk (Schooi Food Service)
Delivery Assistant Trainee (Clerical)
Disbursement Auditing Supervisor Traffic Operations Coordinator
Duplicating Equipment Operator Transportation Coordinator I
Duplicating Equipment Operator Transportation Coordinator II
Supervisor
excluding supervisory, confidential and all other employees.
1.3 Any present or future employee who is not a Union member shall be required to
contribute a fair share fee for services rendered by the Union and, upon
notification by the Union, the Employer shall check off said fee from the earnings
of the employee and transmit the same to the Union. In no instance shall the
required contribution exceed a pro rata share of the specific expenses incurred
for services rendered by the representative in relationship to negotiations arxi
• administration of grievance procedures. This provision shail remain operative
only so long as specifically provided by Minnesota law, and as otherwise legal.
ARTICLE 1. RECOGNITION (continued)
1.4 The Union agrees to indemnify and hold the Employer harmless against any and all �
claims, suits, orders or judgments brought or issued against the Employer as a
result of any action taken or not taken by the Employer under the provisions of
this Article 1, Section 1.3.
ARTICLE 2. CHECK OFF
2.1 The Employer agrees to deduct the Union membership initiation fee assessments
and once each month dues from the pay of those employees who individually
request in writing that such deductions be made. The amounts to be deducted shall
be certified to the Employer by a representative of the Union and the aggregate
deductions of all employees shall be remitted together with an itemized statement
to the representative by the first of the succeeding month after such deductions
are made or as soon thereafter as is possible.
2.2 The Employer shall provide a payroll deduction for voluntary employee
contributions to the Union's Political Action Committee.
2.3 The Union agrees to indemnify and hold the Employer harmless against any and all
claims, suits, orders or judgments brought or issued against the Employer as a
result of any action taken or not taken by the Employer under the provisions of
this Article.
ARTICLE 3. MAINTENANCE OF STANDARDS
3.1 The parties agree that all conditions of employment relating to wages, hours of
work, overtime differentials, vacations, and all other general working conditions
shall be maintained at not less than the highest minimum standard set forth in the
Civil Service Rules of the City of Saint Paul (Resolution No. 3250) and the Saint
Paul Salary Plan and Rates of Compensation at the time of the signing of this
Agreement, and the conditions of employment shall be improved wherever
specific provisions for improvement are made elsewhere in this Agreement.
ARTICLE 4. MANAGEMENT RIGHTS
4.1 The Union recognizes the right of the Employer to operate and manage its affairs
in all respects in accordance with appficable faws and regufations of appropriate
authorities. All rights and authority which the Employer has not officially
abridged, delegated or modified by this Agreement are retained by the Employer.
4.2 A public employer is not required to meet and negotiate on matters of inherent
managerial policy, which include, but are not limited to, such areas of discretion
or policy as the functions and programs of the Employer, its overall budget,
utilization of technology, and organizational structure and selection and direction
and number of personnel.
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ARTICLE 5. WORK DAY
5.1 The normal workday shali be eight and one-haif (8 1/2) hours in duration, eight
(8) of which are paid. Each normal workday shali include two paid fifteen
(15)-minute rest breaks. In addition, a forty-five (45) minute, duty-free
lunch shall be provided. Fifteen (15) minutes of the duty-free lunch is paid arx1
the remaining thirty (30) minutes is unpaid.
Work day begins at:
Morning Rest Break:
Lunch Break:
Afternoon Rest Break:
Work day ends at:
5.2
5.3
The following is an example of a normal workday schedule:
8:00 a.m.
10:00 - 10:15 a.m.
Noon-12:45 p.m. (15 paid minutes)
3:00 - 3:15 p.m.
4:30 p.m.
The normal work week shall be forty (40) hours in any seven (7)-day period.
This Article shall not be construed as, and is not a guarantee of, any hours of
work per normal workday or per normal work week.
5.4 Overtime is to be paid at the rate of one and one-half (1 1/2) times the
employee's normal hourly rate for all hours worked in excess of eight (8) hours
per day and forty (40) hours per week.
� 5.5 The overtime compensation due the employee shall be paid at the rate herein
cited, or by granting compensatory time on a time and one-half basis by mutual
agreement between the District and the employee.
ARTICLE 6. LUNCH BREAKS AND REST BREAKS
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6.1 Lunch breaks shall be forty-five (45)-minutes in length, thirty (30) of which
are unpaid, and shall be scheduied by the supervisor at approximately the middle
of the empioyee's shift.
6.2 All employees' work schedules shall provide for a paid fifteen (15)-minute rest
break during each one-half shift. The rest breaks shall be scheduled by the
supervisor at approximately the middle of each one-half shift whenever this is
feasible.
6.3 If an empioyee is scheduled to work a full half-shift beyond the regular quitting
time, the employee shall be entitled to the rest period that occurs during said half
shift.
c3
ARTICLE 7. HOLIDAYS
7.1 Holidays recognized and observed. The following days shall be recognized and �
observed as paid holidays:
New Year's Day Labor Day
Martin Luther King Day Thanksgiving Day
Presidents' Day Day After Thanksgiving
Memorial Day Christmas Day
Independence Day
Eligible employees shall receive pay for eadi of the holidays listed above, on
which they perform no work, provided the ho�iday falls within their work year.
Whenever any of the holidays listed above shall fall on Saturday, the preceding
Friday shall be observed as the holiday. Whenever any of the holidays listed
above fall on Sunday, the succeeding Monday shail be observed as the holiday. For
those employees assigned to a work week other than Monday through Friday, the
holiday shall be observed on the calendar date of the holiday.
7.2 Eliaibility Requirements. To be eligible for holiday pay, employees must have
been compensated for all scheduled hours of their last scheduled workday before
the holiday and for their first scheduled workday following the holiday. In
neither case shall the holiday be counted as a working day for the purposes of this
Article.
7.3 Notwithstanding Article 7.2, a temporary employee shall be eligible for holiday �
pay only after such employee has been employed as a temporary employee for
sixty-seven (67) consecutive workdays.
7.4 If Martin Luther King Day or Presidents' Day falls on a day when school is i n
session, the employee shall work that day at straight time and another day shall
be designated as the holiday. This designated holiday shall be determined by
agreement between the employee and the supervisor.
7.5 Employees who work summer school and qualify under the eligibility
requirements of 72 above shall be paid for the independence Day holiday.
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ARTICLE 8. VACATION
8.1 Vacation credits shall accumulate at the rates shown below for each fuli hour on
the payroll, excluding overtime. Years of service means calendar years of
service, regardless of F.T.E.
Years of
Service
[�1
Years of
Service
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For Tweive (121-Month Employees
First year through 4t" year
5 year through 9`" year
10"' year through 15'" year
16 year through 23r year
24 year and thereafter
Tweive-Month
Accrual Rate`
.0500
.0692
.0769
.0923
.1115
For Ten (1 Ol -Month Employees
First year through 4'^ year
5'" year through 9`" year
10t year through 15` year
16 year through 23r year
24`" year and thereafter
Ten-Month
Accrual Rate'
.0521
.0713.
.0790
.0944
.1136
Annuai
Hours
Eamed
104
144
160
192
232
Annual
Hours
Eamed
91 .5
125.5
139.0
166.1
200.0
Annual
Days
Eamed
13
18
20
24
29
Annual
Days
Eamed
11 .5
15.7
17.4
21 .0
25.0
The head of the department may permit an empioyee to carry over into the next
"vacation yea�' up to one hundred twenty (120) hours of vacation.
8.2.1 An employee who has more than one hundred twenty (120) hours of
accrued vacation remaining at the end of the last full pay period i n
October shall either:
( a) be required to use the hours of vacation in excess of one hundred
twenty (120) hours prior to the end of the calendar year: or
( b) be compensated for hours in excess of one hundred hventy (1 2 0)
hours at end of year: or
8.2.2
8.2.3
( c) be provided an exception for additional carryover of vacation by
means of approval of his/her department head.
Choice of option a, b, or c is at the discretion of the Employer.
For the purpose of this Article, the "vacation year" shall be the
calendar year.
Ten (10)-month employees may use accrued vacation during the period
of summer break up to June 30 with the approval of their supervisor.
8.3 The above provisions of vacation shali be subject to the Saint Paul Salary Plan
and Rates of Compensation, Section I, Subd. H.
`There is a difference in the ten (10)-month and twelve (12)-month accrual rates so that the
fuli value of the three (3) converted holidays (twenty-four [24] hours) will be earned during
� that length of work year. The twelve-month hours and days are based on a 2,080-hour work
year;the ten (10)-month hours and days are based on a 1,760-hour work year.
5
ARTICLE 8. VACATION (continued)
8.4 Sick leave accumulation in excess of 1,440 hours may be converted to paid �
vacation time at a ratio of two (2) hours of sick leave time for one (1) hour of
vacation time, to a maximum of five (5) regularly assigned workdays (not to
exceed a totai of forty (40) hours in any year.
There shall be no conversion of unused sick leave in any amount at any time to
any cash payment other than the above-described conversion to vacation time o r
severance pay in Article 13.
ARTICLE 9. LEAVES OF ABSENCE
9.1 Sick Leave. Sick leave shall accumulate at the rate of .0576 of a working hour
for each full hour on the payroll, excluding overtime. Sick leave accumulation is
unlimited. To be eligible for sick leave, the employee must report to his/her
supervisor no later than one-half hour past his/her regular scheduled starting
time. The granting of sick leave shall be subject to the terms and provisions of
this Agreement.
9.1.1 Soecified Aliowable Uses of Sick Leave. Any employee who has
accumulated sick leave credits as provided above shail be granted leave
with pay, for such period of time as the head of the department deems
necessary, on account of sickness or injury of the employee, quarantine
established and declared by the Bureau of Health, death of the
employee's mother, father, spouse, child, brother, sister, �
mother-in-law, father-in-law or other person who is a member of the
household; and may be granted leave with pay for such time as is
actually necessary for office visits to a doctor, dentist, optometrist,
etc., or in the case of sudden sickness or disability of a parent or a
member of his/her household, making arrangements for the care of
such sick or disabled persons up to a maximum of eight hours sick
leave.
9.1 .2 Funeral Leave. Any empioyee who has accumulated sick leave credits, as
provided in the Civil Service Rules, shall be granted one day of such
leave to attend the funeral of the employee's grandparent, grandchild,
aunt, uncle, sister-in-law or brother-in-law.
9.1 .3 Sick Child Care Leave. An employee who has worked for the District for
at least twelve (12) consecutive months for an average of twenty ( 2 0)
or more hours per week prior to the leave request may use accumulated
personal sick leave credits for absences required to care for the
employee's ill child. Sick leave for sick child care shall be granted on
the same terms as the employee is able to use sick leave for the
employee's own illness. This leave shall only be granted pursuant to
Minn. Stat. § 181.9413 and shall remain available as provided i n
Statute.
9.1 .4 Soouse/D�endent Parent Leave. Up to five (5) days of accumulated
sick leave may be used in a work year to allow the employee to care for
and attend to the serious or critical iliness of his/her spouse or
dependent parent. These days when used are deductible from sick leave. �
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ARTICLE 9. LEAVES OF ABSENCE (continued)
• 92 Court Dut�Leave. Any employee who is required during his/her regular working
hours to appear in court as a juror or witness except as a witness in his/her own
behalf against the Employer, shail be paid the regular pay while so engaged,
provided, however, that any fees that the employee may receive from the court
for such service shall be paid to the Employer and be deposited with the Employer
Business Office. Any empioyee who is scheduled to work a shift other than the
normal daytime shift shall be rescheduled to work the normal daytime shift
during such time as the employee is required to appear in court as a juror o r
witness.
9.3 Military Leave With Pay. Any employee who shall be a member of the National
Guard, the Naval Militia or any other component of the militia of the state, now
or hereafter organized or constituted under state or federal law, or who shall be a
member of the Officers Reserve Corps, the Enlisted Reserve Corps, the Naval
Reserve, the Marine Corps Reserve or any oiher reserve component of the
military or naval force of the United States, now or hereafter organized o r
constituted under federal law, shall be entitled to leave of absence from
employment without loss of pay, seniority status, efficiency rating, vacation,
sick leave or other benefits for all the time when such employee is engaged with
such organization or component in training or active service ordered or
authorized by proper authority pursuant to law, whether for state or federal
purposes, provided that such leave shall not exceed a total of fifteen (15) days i n
any calendar year and further provided that such leave shali be allowed only i n
� case the required military or naval service is satisfactorily pertormed, which
shall be presumed unless the contrary is established. Such leave shall not be
allowed unless the employee (1) returns to his/her position immediately upon
being relieved from such military or naval service and not later than the
expiration of time herein limited for such leave, or (2) is prevented from so
returning by physical or mental disability or other cause not due to such
employee's own fault, or (3) is required by proper authority to continue in such
military or naval service beyond the time herein limited for such leave.
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ARTICLE 9. LEAVES OF ABSENCE (continued)
9.4 General Non-Compensatory Leave of Absence. After three months of employment, �
an employee may make application for a leave of absence not to exceed one year. A
leave of absence shall be granted on the basis established in the Civil Service
Rules (Resolution No. 3250).
9.4.1 Said rules are supplemented and amended by the following provision:
All requests for unpaid leave are subject to District approval. Such
requests are to be submitted to the Human Resource Department on a
form provided by the Employer.
If an employee's request for thirty (30) days or more of non-medical
and non-parental leave is approved, the employee wiil be offered the
opportunity to return to employment in an equivalent position, if a
vacancy is available after the conclusion of the leave. If no equivalent
vacancy exists at that time, the District will continue to consider the
employee's return for two (2) years after the conclusion of leave. If no
equivalent vacancy has occurred and has been assigned by the end of two
(2) years from the conclusion of leave, the employee's name will be
dropped from consideration as though he/she had resigned, and the
employee will be considered resigned.
"Equivalent vacancy" means a position of the same job classification
held by the employee at the time of the leave, which remains i n
existence, has been vacated by the resignation or termination of another
employee, and which the District intends to fill in the same �
classification.
9.5 Parental Leave
9.5.1 Parental leave is a leave without pay or benefits which shall be granted
upon request subject to the provisions of this Section. It may be granted
for reasons of adoption or pregnancy and/or the need to provide parental
care for a child or children of the employee for an extended period of
time immediately following adoption or the conclusion of pregnancy;
such period of leave shall be no longer than one calendar year in length.
Leave up to six (6) calendar months shall be granted upon request.
Leave for more than six (6) calendar months is at the discretion of the
Employer.
9.5.2 In the case of pregnancy, an employee who wishes to use a period of
(paid) earned sick leave at the time of pregnancy and delivery-related
disability, may request unpaid parental leave for a period following the
use of earned sick leave; however, sick leave time shall not be granted
within (during the course o� a period of unpaid parental leave. The
employee requesting such sequential leave shall submit an application
in writing to the Director of Human Resources of Independent School
District No. 625 not later than twelve (12) weeks in advance of the
anticipated date of delivery. The employee will be required to submit,
at the time of use, appropriate medical verification for the sick leave �
time claimed.
ARTICLE 9. LEAVES OF ABSENCE (continued)
�
9.5.3 In the case of adoption, the employee shall submit to the Director of
Human Resources of Independent School District No. 625 a written
application including the anticipated date of piacement of the child, at
least tweive (12) weeks in advance of the anticipated date of placement,
or earlier if possibie. Documentation wiil be required,
9.5.4 When an employee is returning from parental leave extending over a
period of six (6) calendar months or less, the employee shall be placed,
at the beginning of the first pay period following the scheduled date of
return, in the same position heid prior to the leave or, if necessary, i n
an equivalent position.
9.5.5 When an employee has requested and
longer than six (6) calendar months,
calendar months, the employee will be
after the scheduled date of return as
becomes available. For purposes o
vacancy is a position in the same titl
incumbent, which is to be filled, and
rights.
been granted leave for a period
but no more than twelve (1 2)
placed in an equivalent position
soon as an equivalent vacancy
f this provision, an equivalent
e which exists, has no certified
for which no other person has
9.6 Family Medical Leave. Effective February 1, 1994, leaves of absence shall be
granted as required under the federal law known as the Family and Medical Leave
� Act (FMLA) so long as it remains in force. The Human Resource Department
provides procedures which coordinate contractual provisions with FMLA.
9.7 Schooi Activities Leave Without Pay. An employee may request and be granted up
to sixteen (16) hours of unpaid leave per calendar year for school activities of
his/her own child, pursuant to Minn. Stat. § 181.9412 rules, so long as the
Statute so provides.
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9.8 Military Leave Without Pav. Any employee who engages in active service in time
of war or other emergency declared by proper authority of any of the military or
naval forces of the State or of the United States for which leave is not otherwise
allowed by law shall be entitled to leave of absence from employment without pay
during such service with right of reinstatement and subject to such conditions as
are imposed by law. Such leaves of absence as are granted under 9.3 of this
Article shall conform to Minnesota Statutes, Section 192, as amended from time
to time and shall confer no additionai benefits other than those granted by said
statute.
9.9 Educational Leave. Leave with pay may be granted for educational purposes at the
option of the Employer.
9.10 Union Official Leave. An empioyee elected or appointed to a fuil-time paid
position by the exclusive representative may be granted a leave of absence
without pay for not more than one (i) year for the purpose of conducting the
duties of the exclusive representative.
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ARTICLE 10. WAGES
10.1 The wage schedule, for purposes of this contract, shall be Appendices A, B and C
attached hereto. Both parties agree that the inclusion of the classifications and
salary ranges in Appendices A, B and C dces not preclude the employer from the
following:
1. Reorganizing;
2. Abolishing classifications;
3. Estabiishing new classifications;
4. Regrading classifications;
5. Reclassifying positions.
1 0.2 Both parties also agree that titles and grades in Appendices A, B and C refer to
employees in the positions at the date of signing of the Agreement. No employee in
this bargaining unit shall suffer any reduction in saiary because of a regrading
or reclassification during the contract period in which such regrading o r
reciassification takes place.
10.3 Notwithstanding 10.1 above, salary rates in Appendices A and C shall be reduced
in the amounts necessary to equalize payment to individual HRA employees and
independent School District No. 625 empioyees who receive different pension
benefits.
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70.4. Initial Step Placement. When an employee is regularly appointed into a title •
covered by this Agreement or moves from one title covered by this Agreement to
an appointment in a different title under this Agreement, shall be govemed by
Civil Service Rules.
10.5. Salary Ste�Progression
10.5.1 An employee must have received an overall rating of °Satisfactory° on
his/her most recent performance evaluation to receive any salary step
advancement.
10.5.2 Step Movement from January 1, 1998, through June 30, 1998, w i I I
be based on the following conditions:
10.5.2.1 Movement from step to step will not occur until the next full
pay period following the anniversary date of the employee's
provisional or reguiar appointment, so long as the employee
has remained continuously employed and has completed the
minimum number of hours described below.
10.5.2.2 For each additional 2,080 hours on the payroll, the
employee may advance beyond Step 1 by one (i) additional
step following his/her anniversary date, up to and including
Step 6.
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ARTICLE 10. WAGES (continued)
� Saiary Step Progression (continued)
10.5.2.3 For the purpose of progression to the Step 7 and Step 8
rates, the term "year of full-time service" shall be defined
as the compietion of a minimum of 2,080 hours on the
payroll for the equivalent of one (1) year of service.
10.5.2.4 When an employee completes ten (10) years of full-time
service in the District, that employee may be granted an
increase of one (1) additional salary step, not to exceed
Step 7(i.e., 2,080 hours x ten (10) years = 20,800
minimum hours required).
10.5.2.5 When an empioyee completes fifteen (15) years of full-time
service in the District, that employee may be granted an
increase of one (1) additional salary step, not to exceed
Step 8(i.e., 2,080 hours x fifteen (15) years = 31 ,200
minimum hours required).
10.5.3 On July 1, 1998, employees who were paid a minimum of 1,040 hours
in the previous tweive (12) months, whose last step advancement
occurred prior to June 1, 1998, and whose calendar years of service
support a step advancement will advance one (1) step on the salary
� schedule.
10.5.4 On January 1, 1999, employees who did not receive a step advancement
on July 1, 1998, and who would have qualified for a step advancement
under the conditions stated in 10.5.2, shail receive one step
advancement.
10.5.5 On July 1, 1999, and each July 1 thereafter, full-time employees who
were paid a minimum of 1,040 hours on the payroli will progress one
step up to Step 6(five (5)-year step). Part-time empioyees must
complete a pro-rata number of hours in order to qualify for a step
progression (i.e., a half-time employee must complete five hundred
twenty (520) hours to qualify for a step progression).
10.5.5.1 When an employee completes ten (10) calendar years of
service in the District, that employee may be granted an
increase of one (1) additional salary step on July 1 not to
exceed Step 7.
10.5.5.2 When an employee completes fifteen (15) calendar years
service in the District, that employee may be granted an
increase of one (1) additional salary step on July 1 not to
exceed Step 8.
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ARTICLE 11. WORKING OUT OF CLASSIFICATION
11.1 Employer shall avoid, whenever possible, working an employee on an �
out-of-ciass assignment for a prolonged period of time. Any employee working
an out-of-class assignment for a period in excess of fifteen (15) working days
during a year shall receive the rate of pay for the out-of-class assignmentin a
higher classification not later than the sixteenth (16th) day of such assignment.
For purposes of this Article, an out-of-class assignment is defined as an
assignment of an employee to perform, on a full-time basis, all of the significant
duties and responsibilities of a position different from the employee's regular
position, and which is in a classificatio� higher than the classification held by
such employee. The rate of pay for an approved out-of-class assignment shall be
the same rate the employee would receive if such employee received a regular
appointment to the higher classification.
11.2 For the following classifications, the provisions of 11.1 shall not apply to
performance of the duties of the next higher classification in the job series:
Clerk I
Clerk-Stenographer I
Clerk-Typist I
Data Entry Operator I
ARTICLE 12. MILEAGE
12.1 Employees of the School District under policy adopted by the Board of Education
may be reimbursed for the use of their automobiles for school business. To be
eligible for such reimbursement, employees must receive authorization from the
District Mileage Committee utilizing the following plan:
PLAN " A", effective with the adoption of this Agreement, is reimbursed at the
current Board of Education rate or 31¢ per mile whichever greater. In
addition, a maximum amount which can be paid per month is established by an
estimate furnished by the employee and the employee's supervisor.
Another consideration for establishing the maximum amount can be the
experience of another working in the same or similar position.
Under this plan, it is necessary for the employee to keep a record of each t r i p
made.
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ARTICLE 13. SEVERANCE PAY
� 13.1 The Empioyer shall provide a severance pay program as set forth in this Articie.
Payment of severance pay shall be made within the tau year of the retirement.
13.2 To be eligibie for the severance pay program, the employee must meet the
foliowing requirements:
13.2.1 The employee must be fifty-five (55) years of age or older or must be
eligible for pension under the "Rule of 90" provisions of the Public
Employees Retirement Association {PERA). The "Rule of 85" or the
"Rule of 90" criteria shall also apply to employees covered by a public
pension plan other than PERA.
13.2.2 The employee must be voluntarily separated from School District
employment or have been subject to separation by layoff or compulsory
retirement. Those empioyees who are discharged for cause, misconduct,
inefficiency, incompetency or any other disciplinary reason are not
eligible for this severance pay program.
13.2.3 The employee must file a waiver of re-employment with the Director of
Human Resources, which wili clearly indicate that by requesting
severance pay, the employee waives all ciaims to reinstatement o r
re-employment (of any type) with the City of Saint Paul or with
Independent School District No. 625.
� 13.3 If an employee requests severance pay and if the employee meets the eligibility
requirements set forth above, he o� she will be granted severance pay in an
amount equal to $50 pay for each day of accrued, unused sick leave, up to three
hundred (300) days.
13.4 The maximum amount of money that any employee may obtain through this
severance pay program is $15,000.
13.5 For the purpose of this severance pay program, a death of an employee shall be
considered as separation of employment and, if the employee would have met al I
of the requirements set forth above at the time of his or her death, payment of the
severance pay may be made to the employee's estate or spouse.
13.6 For the purpose of this severance pay program, a transfer from Independent
School District No. 625 employment to City of Saint Paul employment is not
considered a separation of empioyment, and such transferee shall not be eligible
for this severance program.
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ARTICLE 14. INSURANCE BENEFITS
SECTION 1. ACTNE EMPLOYEE HEALTH INSURANCE
1.1 The Employer will continue for the period of this Agreement to provide for active
employees such health and life insurance benefits as are provided by Employer at
the time of execution of this Agreement.
1.2 Eliaibility Waiting Period. Three (3) full months of continuous regularly
appointed service in Independent School District No. 625 will be required before
an eligible employee can receive the District contribution to premium cost for
health and life insurance provided herein.
1.3 Full-Time Status. For the purpose of this Articte, full-time employment is
defined as appearing on the payroll at least thiriy-two (32) hours per week o r
at least sixty-four (64) hours per pay period, excluding overtime hours.
1.4 Half-Time Status. For the purpose of this Article, half-time employment is
defined as appearing on the payroll at least twenty (20) hours but less than
thirty-two (32) hours per week or at least forty (40) hours but less than
sixty-four (64) hours per pay period, excluding overtime hours.
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1.5 Emolover Contribution Amount--Full-Time Em�lovees. Effective
January 1, 1998, for each eligible employee covered by this Agreement who is
employed full time and who selects employee insurance coverage, the Employer
agrees to contribute the cost of such coverage or $196.05 per month, whichever �
is less. For each eiigibie fuii-time emptoyee who selects family coverage, the
Employer will contribute the cost of such family coverage or $350 per month,
whichever is less.
1.5.1 Effective January 1, 1999, for each eligible employee covered by this
Agreement who is employed full time and who selects employee
insurance coverage, the Employer agrees to contribute the cost of such
coverage or $205 per month, whichever is less. For each eligible f u i I-
time employee who selects family coverage, the Employer w i I I
contribute the cost of such family coverage or $375 per month,
whichever is less.
1.5.2 Effective January 1, 2000, for each eligible employee covered by this
Agreement who is employed fuI! time and who selects employee
insurance coverage, the Employer agrees to contribute the cost of such
coverage or $215 per month, whichever is less. For each eligible f u I I-
time employee who selects family coverage, the Employer w i I I
contribute the cost of such family coverage or $400 per month,
whichever is less.
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ARTICLE 14. INSURANCE, Section 1. (continued)
�
1.6 Emplover Contribution Amount--Haif-Time Empioyees. For each eligibVe
empioyee covered by this Agreement who is employed half time, the Employer
agrees to contribute fifty percent (50%) of the amount contributed for full-time
employees selecting empioyee coverage; or for each half-time empioyee who
selects family insurance coverage, the Employer will contribute fifty percent
(50%) of the amount contributed for full-time employees selecting family
coverage in the same insurance plan.
1.6.1 Notwithstanding Section 1.6 above, empioyees covered by this
Agreement and empioyed half time prior to January 1, 1986, shall
receive the same insurance contributions as a full-time employee. This
Section 1.6.1 applies only to employees who were employed half-time
during the month of December 1985 and shall continue to apply only �
long as such employee remains continuously employed half time.
1.7 Life Insurance. For each eligible employee, the Employer agrees to contribute
to the cost of $25,000 life insurance coverage. The total premium contribution
by the Empioyer for all life insurance coverage shall not exceed $6.32 per
month. This amount shall drop to $5,000 of coverage (in the event of earty
retirement) until the retiree reaches age 65; then all Employer coverage shall
terminate.
1.8 Flexible SpendingAccount. It is the intent of the Employer to maintain during
� the term of this Agreement a plan for medical and chiid care expense accounts to
be available to employees in this bargaining unit who are eligible for Employer-
paid premium contribution for health insurance for such expenses, within the
estabiished legal regulations and IRS requirements for such accounts.
1.9 The contributions indicated in this Article 14 shall be paid to the Employer's
group health and welfare plan.
1.10 Any cost of any premium for any Employer-offered employee or family
insurance coverage in excess of the dollar amounts stated in this Article 14 shall
be paid by the employee through payroll deduction.
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ARTICLE 14. INSURANCE (continued)
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SECTION 2.
REfIREMENT HEALTH INSURANCE
Subd.1. Benefit Eligibilit�for Em�lo.veeswhoRetire BeforeAge65
1.1 Employees hired into District service before May 1. 1 996, must have completed
the following service eligibility requirements with Independent School District
No. 625 prior to retirement in order to be eligible for any payment of any
insurance premium contribution by ihe District after retirement:
A Be receiving pension benefits from PERA, St. Paul Teachers Retirement
Association or other public employee retiree program at the time of
retirement and have severed the employment relationship with Independent
School District 625;
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C.
Q
Must be at least fifty-eight (58) years of age and have completed
twenty-five (25) years of service, or;
The combination of their age and their years of service must equal
eighty-five (85) or more, or;
Must have completed at least thirty (30) years of service, or;
E. Must have completed at least twenty (20) consecutive years of service
within Independent School District No. 625 immediately preceding
retirement.
Years of regular service with the City of Saint Paul will continue to be counted
toward meeting the service requirement of this Subdivision 1.1 B, C or D, but
not for i.i E.
1.2 Em I�ovees hired into District service after May 1 1 996 must have completed
twenty (20) years of service with Independent School District No. 625. Time
with the City of Saint Paul witl not be counted toward this twenty (20)-year
requirement.
1.3 Eligibility requirements for all retirees:
A A retiree may not carry his/her spouse as a dependent if such spouse is
also an Independent School District No. 625 retiree or Independent School
District No.625 employee and eligible for and is enrolled in the
lndependent School Districi No. 625 health insurance program, or in any
other Employer-paid health insurance program.
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Additional dependents beyond those designated to the District at the time of
retirement may not be added at District expense after retirement.
The employee must make application through District procedures prior to
the date of retirement in order to be eligibie for any benefits provided i n
this Section.
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ARTICLE 14. INSURANCE (continued)
Subd. . Em I�over Contri6ution Levels for Em�lovees Retiring Before P�eSixty
2.1 Heaith Insurance Employer Contribution
The District will for the period of this Agreement provide employees who meet
the eligibility requirements for health insurance in 1.1 or 12 above, who retire
during the term of this Agreement, and until such employees reach sixty-five
�
(65) years of age, such health insurance premiu
dollar amount as were made by the District for
family coverage by thai carrier, for an empf
his/her last month of active employment. In t
those in place at execution of this Agreement, th
single or family coverage to the carrier at the
shall constitute the limit on future contributions.
family coverage premium contribution at date of
an increase in the amount of the Employer
premium contributions to a carrier after deleting
2.2 Life Insurance Employer Contribution
m contributions up to the same
health insurance for single o r
oyee under this Agreement, i n
he event new carriers replace
e dollar amounts being paid for
employee's date of retirement
Any employee who is receiving
retirement may not later claim
obligation for single coverage
family coverage.
The District will provide for early retirees who qualify under the conditions of
1.1 or 1.2 above, premium contributions for eligible retirees for $5,000 of life
insurance only until their sixty-fifth (65th) birthday. Nolife insurance will
be provided, or premium contributions paid, for any retiree age sixty-five ( 6 5)
or over.
Subd.3. Benefit EligibilitK for Em I�oyeesAfter AgeSixty-Five {65�
3.1 Em I�ovees hired into the District before May 1. 1 996. who retired before age
sixty-five (65) and are receiving benefits per Subd. 2 above are eligible, upon
reacfiing age sixty-tive (65}, for employer premium contributions for health
insurance described in Subd. 4 of this Article.
3.2 Emplovees hired into the District before May 1. 1996, who retire at age
sixty-five (65) or older must have completed the eligibility requirements in
Subd. 1 above or the following eligibility requirements to receive District
contributions toward post-age-sixty-five (65) health insurance premiums:
A Employees hired before January 1, 1990, must have completed at least ten
(10) years of continuous employment with the District. For such employees
or early retirees who have not completed at least ten (10) years of service
with the District at the time of their retirement, the Employer will
discontinue providing any health insurance contributions upon their
retirement or, in the case of early retirees, upon their reaching age
sixty-five (65).
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ARTICLE 14. INSURANCE, Section 2. (continued)
B. Empioyees hired on or after January 1, 1990 and prior to May 1, 1996,
must have completed twenty (20) years of continuous employment with the
District. For such employees or early retirees who have not completed at
least twenty (20) years of service with the District at the time of their
retirement, the Employer will discontinue providing any health insurance
contributions upon their retirement or, in the case of early retirees, upon
their reaching age sixty-five (65).
Years of certified civil service time with the City of Saint Paul eamed prior to
May 1, 1996, will continue to be counted toward meeting the DistricYs service
requirement of this Subd. 3. Civil service time worked with City of Saint Paul
after May 1, 1996, will be considered a break in District employment.
3.3 Em I�ovees hired on or after May 1 1996, shall not have or acquire in any way
any eligibility for Empioyer-paid health insurance premium contribution for
coverage in retirement at age sixty-five (65) and over in Subd. 4. Employees
hired on or after May 1, 1996, shall be eligible for only eariv retirement
insurance premium contributions as provided in Subd. 2 and Deferred
Compensation match in Subd. 5.
Subd. 4. Emplover Contribution Levels for Retirees After Age Sixty-Five �6 51
4.1 Em I�ovees hired into the District before May 1. 1996, and who meet the
eligib+lity requirements in Subdivisions 3.1 or 3.2 of this Article are eligible
for premium contributions for a Medicare Supplement health coverage policy
selected by the District. Premium contributions for such policy will not exceed:
Coverage Type
Medicare Eligible
Non-Medicare Eligible
Sinale
$300 per month
$400 per month
Fam i Iv
$400 per month
$500 per month
At no time shall any payment in any amount be made directly to the retiree.
Any premium cost in excess of the maximum contributions specified must be paid
directly and in full by the retiree, or coverage will be discontinued.
Subd. 5. Em�lovees hired after May_,1. 1 996, after completion of three (3) full years
of consecutive active service in Independent School District No. 625, are eligible to
participate in an employer matched Minnesota Deferred Compensation Plan. Upon
reaching eligibility, the District will match up to $500 per year of consecutive active
service, up to a cumulative lifetime maximum of $12,500. Part-time employees
working half-time or more will be eligible for up to one half (50%) of the available
District match. Approved non-compensatory leave shall not be couMed in reaching the
three (3) full years of consecutive active service, and shall not be considered a break i n
service. Time worked in the City of Saint Paul will not be counted toward this three
(3)-year requirement.
Federal and state rules goveming participation in the Minnesota Deferred Compensation
Plan shall apply. The employee, not the District, is solely responsible for determining
his/her total maximum allowable annual contribution amount under IRS regulations.
The employee must initiate an appiication to participate through the District's specified
procedures.
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ARTICLE 15. PROBATION
� 15.1 Generai Princi�es. This Article is effective for appointments made on or after
May 1, 1994. For the purpose of this Article, six (6) months shall mean six
(8) tul{-time equivalent months (1,040 hours on the payroil}. The calculation
for time on probation will exclude any unpaid breaks not worked by the
employee. E�ctended absences of any kind (paid or unpaid) lasting one (1) week
or more in duration may be excluded when calculating time toward the compietion
of any probationary period.
15.1 .1 If a District employee who is covered by this Agreement transfers to a
position in the City of Saint Paul, that employee will have the right to
return to his/her former position or to a position to which the
employee may have been transferred or assigned prior to the new
assignment, during or immediately at the conclusion of that
probationary period, if the employee tails psobation in the City
position.
15.2 Originai Employment Probation. A new employee shall serve a six (6)-month
probationary period, as defined in 15.1, above, following regular appointment
from an eligible list to a position covered by this Agreement. At any time during
this original probationary period, the employee may be suspended, disciplined o r
discharged at the discretion of the Employer, and without recourse to the
grievance procedure.
� 15.3. Promotional Probation. An employee newly promoted to a position covered by
this Agreement sfiall remain on promotionai probation for a period of six ( 6)
months. At any time during this probationary period, the employee may be
returned to the employee's previous position or to a position to which the
employee may have been transferred or assigned prior to the promotion, at the
discretion of the Employer, and without recourse to the grievance procedure.
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ARTICLE 16. SENIORffY
16.1 Seniority, for the purpose of this Agreement, shall be defined as follows: l7ie
length of continuous, regular, and probationary service with the Employer from
the date an employee was first certified and appointed to a ciass tit(e covered by
this Agreement, it being further understood that seniority is confined to the
current class assignment held by an employee. In cases where two or more
empioyees are appointed to the same class title on the same date, the seniority
shall be determined by employee's rank on the eligible list from which
certification was made.
16.2 Seniority shall terminate when an employee retires, resigns or is discharged.
16.3 In the event it is determined
workforce, employees will be
on inverse length of seniority
any of the titles listed below
length of total seniority in
Column B.
by the Employer that it is necessary to reduce the
laid off by class title within each department based
as defined above. However, when layoff occurs i n
under Column A, layoff shall be based on inverse
all titles listed on the corresponding line under
The Human Resource Department will identify such least senior employee in the
department reducing positions, and shall notify said employee of his/her
reduction from the department. If there are any vacancies in any of the titles
under Column B on which seniority was based, in any other District department,
the Human Resource Department shall place the affected employee in such
vacancy. If two or more vacant positions are available, the Human fiesource
Department shall decide which vacant positions the affected employee shall f i I1.
If no vacancy exists in such titles, then the least senior District employee in such
titles shall be identified, and if the employee affected by the original
departmental reduction is more senior, he/she shall have the right to claim that
position and the least senior Districi employee in such titles shal! be the
employee laid off. For the purposes of this Article, the Board of Education is not
included as a City department nor is a Board of Education employee included as a
City employee.
Column A
Clerk I
Clerk II
Clerk-Stenographer I
Clerk-Typist I
Clerk-Typist II
Data Entry Operator I
Column B
Clerk I, Clerk II
Clerk I, Clerk II
Clerk-Stenographer I,
Clerk-Stenographerll
Clerk-Typist I, Clerk-Typist
Clerk-Typist II, Cierk-Typist
Data Entry Operator I
Data Entry Operator II
16.4 In cases where there are promotional series, such as C(erk i, il, Ilf, etc., when
the number of employees in these higher titles is to be reduced, employees who
have held lower titles which are in this bargaining unit will be offered
reductions to the highest of these titles to which class seniority wou�d keep them
from being laid off, before layoffs are made by any class title in any department.
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ARTICLE 16. SENIORI7Y (continued)
� 16.5 fn cases where an employee to be laid off has held no regular appointment in a
lower title in the same promotionai series as his/her current title, that
employee will be offered a reduction to the title within the bargaining unit to
which he/she was regularly appointed immediately prior to his/her current
title, so long as there is either a vacancy or, if no vacancy exists, a less senior
employee in such tit{e may be displaced. In cases where an empfoyee to be laid off
has held no regular appointment to any titles immediately prior to his/her
current title, said employee shall be laid off. The employee reducing into atitle
formerly heid must satisfactorily complete a six (6)-month probationary period
in such title.
If the probationary period is not satisfactory, the employee shall, at any time
during the probationary period, be reinstated to hislher former title and shall be
laid off, but such employee's name will be placed on the reinstatement register in
hislher former title and "bumping" rights herein shal! not again apply to such
employee.
This procedure will be followed by the Board of Education for Board of Education
empioyees. City employees being reduced or laid off may not displace Board of
Education employees. Board of Education employees being reduced or laid off may
not displace City employees.
16.6 It is understood that such employees wiil pick up their former seniority date in
� any class of positions that they previously held.
16.7 Recall from layoff shall be in inverse order of layoff, except that recall rights
shali expire after two years of layoff.
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ARTICLE 17. DISCIPLINE
17.1 Discipline will be administered for just cause only. Discipline will be in the �
form of the foilowing actions. Such actions may be taken in an order different
form that listed here, based on the specific employee action.
17.1.1 Oral reprimand;
17.1.2 Written reprimand;
17.1.3 Suspension;
17.1.4 Reduction;
17.1.5 Discharge.
17.2 Any written reprimand made conceming any member of this bargaining unit
which is filed with the Human Resource Department or within any Employer
department, shall be shown to the member before it is placed on file. Before the
reprimand is placed on file, the Employer shall request from the employee an
acknowledgment, in writing, that the reprimand has been read by said employee.
17.3 Suspensions, reductions, and discharges will be in written form.
17.4 Employees and the Union will receive copies of written reprimands and notices of
suspension and discharge.
17.5 Employees may examine all information in their Employer personnel files that
concerns work evaluations, commendations and/or disciplinary actions. Files
may be examined at reasonable times under the direct supervision of 4he
Employer.
17.6 Preliminar�review. Prior to issuing a disciplinary action of unpaid suspension,
demotion, or discharge, the supervisor will make a recommendation to his/her �
supervisor regarding proposed discipline. That supervisor will then offer to
meet with the employee prior to making a final deiermination of the proposed
discipline. The employee shall have the opportunity to have Union representation
present and be provided the opportunity to speak on his/her behalf regarding the
proposed action. If the employee is unable to meet with the supervisor, the
employee will be given the opportunity to respond in writing.
17.7 An employee to be questioned conceming an investigation of disciplinary action
shall have the right to request that a Union representative be present.
17.8 A grievance relating to this Article shall be processed in accordance with the
grievance procedure in Article 19 of this Agreement. This provision is not
intended to abrogate rights of veterans pursuant to statute.
ARTICLE 18. EMPLOYEE RECORDS
18.1 Any written reprimand made concerning any member of this bargaining u�it
which is filed with the Human Resource Department or within any Employer
departmeni, shall be shown to the member before it is placed on file. Before the
reprimand is placed on file, the Employer shall request from the employee an
acknowledgment, in writing, that the reprimand has been read by said empioyee.
18.2 Any member of the bargaining unit may, during usual working hours, with the
approval of the supervisor, review any materiai placed in the empioyee's
personnel file, after first giving proper notice to the supervisor in custody of �
such file.
22
ARTICLE 19. GRIEVANCE PROCEDURE
� 19.1 The Employer shall recognize stewards selected in accordance with Union rules
and regulations as the grievance representative of the bargaining unit. The Union
shall notify the Empioyer in writing of the names of the stewards and of their
successors when so named.
19.2 It is recognized and accepted by the Employer and the Union that the processing of
grievances as hereinafter provided is limited by the job duties and
responsibilities of the employees and shall therefore be accomplished during
working hours only when consistent with such employee duties and
responsibilities. The steward involved and a grieving employee shall suffer no
loss in pay when a grievance is processed during working hours, provided the
steward and the employee have notified and received the approval of their
supervisor to be absent to process a grievance and that such absence would not be
detrimental to the work programs of the Employer.
19.3 The procedure established by this Article shall be the sole and exclusive
procedure, except for the appeal of disciplinary action as provided by Article 17,
for the processing of grievances, which are defined as an alleged violation of the
terms and conditions of this Agreement.
19.4 Grievance shail be resolved in conformance with the following procedure:
Ste° 1. Upon the occurrence of an alleged violation of this Agreement, the
� employee involved with or without the steward shall attempt to resolve
the matter on an informal basis with the employee's supervisor. If the
matter is not resolved to the empioyee's satisfaction by the informai
discussion, it may be reduced to writing and referred to Step 2 by the
Union. The written grievance shall set forth the nature of the
grievance, the facts on which it is based, the alfeged section(s) of the
Agreement violated, and relief requested. Any alieged violation of the
Agreement not reduced to writing by the Union within fifteen ( 1 5)
workdays of the first occurrence of the event giving rise to the
grievance shall be considered waived.
Ste° 2. Within ten (10) workdays after receiving the written grievance, a
designated Employer supervisor shail meet with the Union steward and
attempt to resolve the grievance. If, as a result of this meeting, the
grievance remains unresolved, the Employer shall reply in writing to
the Union within five (5) workdays following this meeting. The Union
may refer the grievance in writing to Step 3 within ten (10) workdays
following receipt of the Employer's written answer. Any grievance not
referred in writing by the Union within ten (10) workdays following
receipt of the Employer's answer shall be considered waived.
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23
ARTICLE 19. GRIEVANCE PROCEDURE (continued)
Ste� 3. Within ten (10) workdays following receipt of a grievance referred �
from Step 2, a designated Employer supervisor shaii meei with the
Union Business Manager or his/her designated representative, the
Employee, and the steward, and attempt to resolve the grievance.
Within ten (10) workdays following this meeting, the Employer shall
reply in writing to the Union, stating the Employer's answer
concerning the grievance, If, as a resuft of the written response, the
grievance remains unresolved, the Union may refer the grievance to
Step 4. Any grievance not referred in writing by the Union to Step 4
within ten (10) workdays following receipt of the Employer's answer
shall be considered waived.
Ste� 4. If the grievance remains unresolved, the Union may within ten ( 1 0)
workdays after the response of the Empioyer in Step 3, by written
notice to the Employer request arbitration of the grievance. The
arbitration proceedings shall be conducted by an arbitrator to be
selected by mutual agreement of the Employer and the Union within ten
(10) workdays after notice has been given. If the parties fail to
mutually agree upon an arbitrator within the said ten (10)-day period,
either party may request the Bureau of Mediation Services to submit a
panel of five (5) arbitrators. Both the Employer and the Union shall
have the right to strike two (2) names from the panel. The Union shall
strike the first (1 st) name; the Employer shall then strike one ( 1)
name. The process will be repeated and the remaining person shall be �
the arbitrator.
19.5 The arbitrator shall have no right to amend, modify, nullify, ignore, add to or
subtract from the provisions of this Agreement. The arbitrator shall consider
and decide only the specific issue submitted in writing by the Employer and the
Union and shall have no authority to make a decision on any other issue not so
submiited. The arbitrator sha!! be without power to make decisions conirary io
or inconsistent with or modifying or varying in any way the application of laws,
rules or regulations having the force and effect of law. The arbitrator's decision
shall be submitted in writing within thirty (30) days following close of the
hearing or the submission of briefs by the parties, whichever be later, unless
the parties agree to an eMension. The decision shalt be based solely on the
arbitrator's interpretation or application of the express terms of this Agreement
and to the facts of the grievance presented. The decision of the arbitrator shall be
final and binding on the Employer, the Union, and the employees.
19.6 The fees and expenses tor the arbitrator's services and proceedings shall be
borne equally by the Employer and the Union, provided that each party shall be
responsible for compensating its own representatives and witnesses. If either
party desires a verbatim record of the proceedings, it may cause such a record to
be made, providing it pays for the record.
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24
ARTICLE 19. GRIEVANCE PROCEDURE (continued)
� 19.7 The time limits in each step of this procedure may be extended by mutuai
agreement of the Employer and the Union.
19.8 It is understood by the Union and the Employer that if an issue is determined by
this grievance procedure, it shall not again be submitted for determination in
another forum. If an issue is determined by any other forum, it shall not again
be submitted for arbitration under this grievance procedure. This provision is
not intended to abrogate rights under state or federai statutes.
19.8.1 Notwithstanding that portion of Article 27.2 referring to laws of the
City of Saint Paul, no issue regarding actions taken under this
Agreement shall be submitted to the Civii Service Commission, except
as permitted in Article 17.8, for persons covered by veterans
preference.
ARTICLE 20. TEMPORARY EMPLOYEES
20.1 It is recognized that temporary employees are within the unit covered by this
Agreement, however, except as specifically provided by this Agreement,
temporary employees shali not have or acquire any rights or benefits other than
specifically provided by the provisions of the Civil Service Rules and/or the
� Saint Paul Salary Plan and Rates of Compensation.
ARTICLE 21. BULLETIN BOARDS
21.1 The Employer shall provide reasonable bulletin space for use by the Union in
posting notices of Union business and activities. Said bulletin board space shall
not be used by the Union for political purposes other than Union elections. Use of
this bulletin board is subject to approval of the department head.
ARTICLE 22. VACANCIES
22.1. The Human Resource Department will send notices of job vacancies to each
building to be posted at least five (5) working days before filiing the vacancy so
that qualified District employees who hold the title may apply for consideration.
22.2. For the purpose of this Article, a vacancy need not be posted if it is to be fiiled by
a current employee to avoid a layoff.
22.3. For the purpose of this Article, a vacancy need not be posted if it is to be filled
through reinstatement of a laid-off School District employee covered by this
� Agreement with recall rights to the vacancy.
F�.7
ARTICLE 23. NON-DISCRIMINATION
23.1 The terms and conditions of this Agreement will be applied to employees equally
without regard to or discrimination for or against any individual because of race,
color, creed, sex, age or because of inembership or non-membership in the
Union.
23.2 Employees will perform their duties and responsibilities in a non-
discriminatory manner as such duties and responsibilities involve other
employees and the general public.
ARTICLE 24. NO STRIKE, NO LOCKOUT
24.1 Neither the Union, its officers or agents, nor any of the employees covered by
this Agreement will engage in, encourage, sanction or support any strike, or the
withholding in whole or in part of the full performance of their duties during the
life of this Agreement, except as specifically allowed by the Public Employment
Labor Relations Act. In the event of a violation of this Article, the Employer w i I I
warn employees of the consequences of their action and shall instruct them to
immediately return to their normal duties. Any employee who fails to return to
his/her full duties within twenty-four (24) hours of such waming may be
subject to the penalties provided in the Public Employment Labor Relations Act.
24.2 No lockout, or refusal to allow employees to perform available work, shall be
instituted by the Employer and/or its appointing authorities during the life of
this Agreement.
ARTICLE 25. LEGAL SERVICES
25.1 Except in cases of malfeasance in office or willful or wanton neglect of duty, the
Employer shall defend, save harmless, and indemnify employee against tort claim
or demand, whether groundless or otherwise, arising out of alleged acts or
omission occurring in the performance or scope of the employee's duties.
25.2 Notwithstanding 25.1, the Employer shall not be responsible for paying any legal
service fee or for providing any Iegal service arising from any legal action where
the employee is the plaintiff.
ARTICIE 26. SAFETY SHOES
The District agrees to pay thirty dollars ($30) per year toward the cost of safety shoes
purchased by an employee who is a member of this unit, under the following conditions:
The District shall contribute toward the cost of one (1) pair of shoes per
contract year and shall not be responsible for any additional cost of any additional
shoes hereafter. This reimbursement of thirty dollars ($30) shall be made only
after verification of expenditure and approval by the Department head o r
designated supervisor of the employee. This thirty dollar ($30) Employer
contribution shall apply only to those employees who are required to wear
protective shoes or boots by the Employer, and the contribution shall not exceed
the actual cost of such shoes or boots.
�
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26
ARTICLE 27. TERMS OF AGREEMENT
� 27.1 Complete Ac�reement and Waiver of Bargaining. This Agreement shall represent
the complete Agreement between the Union and the Empioyer. The parties
acknowledge that during the negotiations which resulted in this Agreement, each
had the uniimited right and opportunity to make requests and proposals with
respect to any subject or matter not removed by law from the area of collective
bargaining, and that the complete understandings and agreements arrived at by
the parties after the exercise of that right and opportunity are set forth in this
Agreement. Therefore, the Employer and the Union, for the life of this
Agreement, each voluntarily and unqualifiedly waives the right, and each agrees
that the other shall not be obligated to bargain collectively with respect to any
subject or matter referred to or covered in this Agreement.
27.1.1 Pav Equit� Possible Re-Opener.
If, during the term of this Agreement, the District is found out of
compliance with Pay Equity requirements by the Minnesota Department
of Employee Relations (DOER), and if the finding of non-compliance
indicates that American Federation of State, County, and Municipai
Employees' classes which are female-dominated and described by DOBi
as under-compensated are a specific contributing cause of the non-
compliance judgment, and if the non-compliance judgment stands after
the completion of any and all appeal processes, then the District and the
Union wiii re-open the contract for the sole purpose of negotiations
limited to efforts to address the specific compliance problems in a
� manner designed by the parties to move toward compliance.
The Union and the District acknowledge that no right to strike is derived
from any outcome of the negotiations or lack of agreement during this
re-opener, should it be necessary to re-open.
27.2 Savings Clause. This Agreement is subject to the laws of the United States, the
State of Minnesota, and the City of Saint Paul. In the event any provision of this
Agreement shall hold to be contrary to law by a court of competent jurisdiction
from whose final judgment or decree no appeal has been taken within the time
provided, such provision shall be voided. All other provisions shall continue i n
full force and effect.
27.3 Term of Agreement. This Agreement shall be in full force and effect from
January 1, 1998, through June 30, 2000, and shall be automatically renewed
from year to year thereafter unless either party shall notify the other in writing
by June 1 that it desires to modify or terminate this Agreement.
�
Fari
ARTICLE 27. TERMS OF AGREEMENT (continued)
27.4 This constitutes a tentative Agreement between the parties which wiil be
recommended by the NegotiationslLabor Relations Manager, but is subject to the
approval of the Board of Education and is also subject to ratification by Local
Union No. 844.
WfTNESSES:
1NDEPENDEM SCHOOL DISTRICT NO. 625
�
egotiations/L or Relations
Assistant Manager
�� �y�8
D
LOCAL UNION 844, DISTRIGT COUNCIL
14 OF THE AMERICAN FEDERATION OF
STATE, COUNTY, AND MUNICIPAL
�'�esident, Local 844 �
/ ��� �i�c.,._
Busine Representative
S /� ���
Date
i�s:
�
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LJ
APPENDICES A, B AND C
APPENDIX A: SALARY SCHEDULES
APPENDIX B: TITLES AND GRADES
APPENDIX C: CLERICAL STANDARD RANGES
�
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29
APPENDIX A: TITLES AND SALARIES
Clerical Employees
Years of
Service ' START 1 Year 2 Years 3 Years 4 Years 5 Years 10 Years 15 Years
Step 7 2 3 4 5 6 7 8
Grade 7
Trainee (Clericap
Trainee (Child Development
Trainee (Maintenance)
Trainee (Storehouse)
13-98 718.51 768.10 795.41 822.76 847.44 872.86 899.05 937.00
7-4-98 734.68 785.39 813.31 84127 866.50 892.50 919.28 958.09
73-99 742.03 79324 821.44 849.68 875.17 901.43 928.47 967.67
Grade 8
Trainee (Counselor Aide)
Trainee (Management)
Trainee (Technical)
13-98 734.72
7-4-98 751.25
73-99 758.76
Grade 9
Clerk I
Servfce Worker If
1-3-98 748.89
7-4-98 765.74
7-3-99 773.40
Grade 10
Clerk-Typist I
Clerk-Typist I (Bilingual)
13-98 766.07
7-4-98 783.30
73-99 791.14
Grade 12
Data Entry Operator I
1-3-98 795.41
7-4-98 813.31
73-99 821.44
783.28
800.90
808.91
802.52
820.58
828.78
815.66
834.01
842.35
854.10
873.32
882.05
Grade 13
Clerk-Stenographer 1
Courier/Data Processing Aide
Mail Clerk
13-98 870.61 870.33
7-4-98 828.85 889.91
7-3-99 837.14 898.81
810.61
828.85
837.14
828.82
847.47
855.94
841.97
860.91
869.52
860.18
879.53
888.33
867.23
886.74
895.61
885.98
905.91
914.97
845.00 872.32 898.49
864.02 891.95 918.71
872.66 900.87 927.90
884.47 916.33 943.83
904.37 936.94 965.07
913.42 946.31 974.72
893.24
913.34
922.47
912.57
933.10
942.43
920.04
940.74
950.15
939.93
ssi.os
970.69
925.45 953.22
94627 974.67
955.73 984.41
972.13 1,00129
994.00 1,023.82
1,003.94 1,034.06
958.63
980.20
990.00
979.13
1,007.16
1,011.17
992.50
1,015.13
i
1,042.32
�,oss.n
1,076.43
901.66 937.09 965.20 994.76 1,023.98 1,065.77
921.95 958.77 986.91 1,016.53 1,047.02 7,089.75
931.77 967.75 996.78 1,026.70 7,057.49 1,100.64
�Years ot Service: Years listed (or steps are iilustretrve. See ArtiGe 10 Mr salary schedule step progression rules.
�
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30
� APPENDIX A: CLERICAL EMPLOYEES TITLES AND SALARIES {continued)
Years of
Service � START 7 Year 2 Years 3 Years 4 Years 5 Years 10 Years 15 Years
Step 1 2 3 4 5 6 7 8
Grade 14
Clerk II
1-3-98 826.82 889.53 923.98 957.87 986.6� t,016.2t 1.046.fi9 1.089.08
7-4-98 847.47 909.55 944.77 979.42 1,008.80 1,039.07 1,07025 1,113.59
7-3-99 855.94 918.64 95422 98922 1,018.89 1,049.46 1,080.95 1,124.72
Grade 15
Order Distribution Assistant
13-98 845.00 904.70
7-4-98 864.02 925.05
73-99 872.66 934.30
Grade 16
Data Entry Operator il
13-98 86423
7-4-98 883.67
7-3-99 892.51
942.55 980.79 1,01027 1,040.52 1,071.�3 1,715.30
963.76 1,002.86 1,032.94 7,063.94 1,095.85 1,140.40
973.39 1,012.89 1,04327 1,074.58 1,106.80 1,151.80
930.54 966.61 1.008.38
951.48 988.35 1,031.07
960.99 998.24 1,041.38
Grade 17
� Clerk-Typist II
Clerk-7ypist II (Bilingual)
Community Education Clerk-Typist
Receptionist
1-3-98 884.47 952.41
7-4-98 904.37 973.84
7-3-99 973.42 983.58
�
Grade 19
Accounting Clerk I
Clerk-Stenographer II
EDP Aide
Security Monitor
Storeroom Assistant
1-3-98 923.98 997.74
7-4-98 944.77 1.020.19
73-99 95422 1,030.39
989.55
1,017.82
1,021.94
1,042.5�
1,066.03
7,076.69
7,033.13
7,056.37
1,066.93
1,088.63
1,113.12
1.12425
1,038.63
1,062.00
1,072.62
1,064.13
1,088.07
1,098.95
1,72729
1, 7 46.52
1.757.99
1,069.79
1,093.86
1.104.80
1,096.05
7,120.71
7.131.92
1,154.93
7,180.92
1,192.73
1.101.89
1,126.68
1,137.94
1,128.93
7,154.33
7.165.87
7,189.58
1,276.34
7,228.51
1,146.01
1,17779
1,183.51
1,175.52
1,201.97
1,27 3.99
1,236.25
1,264.06
1,276.71
Grade 20
Clerk III
13-98 943.65 1,028.42 7,072.09 1,11927 1,152.84 7,187.43 1,223.06 1,270.73
7-4-98 964.88 1,051.56 7,09621 1,744.45 1,178.78 1,274.15 1,250.58 1,299.32
73-99 974.53 1,062.07 1,107.17 1,155.89 1,190.57 1,226.29 1,263.08 1,312.32
�Years of Service: Years listetl for steps are illustretive. See Article 10 for salary schetlule step progression rules.
31
APPENDIX A: CLERICAL EMPLOYEES TITLES AND SALARIES (continued)
Years of
Service ' ST ART 1 Year 2 Years 3 Y 4 Years 5 Years 10 Years 15 Years
Step 1 2 3 4 5 6 7 8
Grade 27
Delivery Assistant
1-3-98 966.61 1,050.84 1,096.89 1,147.60 1,182.02 1,217.49 7,254.01 1,302.62
7-4-98 988.35 1,074.48 1,121.57 1,173.42 7,208.61 1,244.88 1,28222 1,331.93
7-3-99 998.24 7,08523 7,132.78 1.185.15 1,220.70 1,257.33 1295.04 1,345.25
Grade 22
Clerk-Stenographer III
Clerk-Typist ill
Clerk-Typist III (Bilingual)
Data Entry Operator 111
Duplicating Equipment Operator
Elementary School Clerk
Payroll Clerk I
1-3-98 989.55 1,07920 1,13226
7-4-98 1.011.82 1.103.48 1,157.74
73-99 1, 021.94 1,114.51 1, 7 69.32
Grede 23
Cashier
1-3-98 1,017.82 1, 7 08.66
7-4-98 7,04072 7,133.60
73-99 1,051.13 1,144.94
Grade 24
Accounting Clerk 11
13-98 1.044.95
7-4-98 1,068.46
73-99 1,079.15
Grade 25
Payroll Clerk II
13-98 1,070.90
7-4-98 1,095.00
73-99 1,105.95
1.738.18
7 ,163.79
1.175.42
1,167.67
1,193.95
1,205.88
1,157.05
1,783.09
7,194.92
1,190.09
1,216.87
1,229.04
1,218.40
1,245.82
1,258.28
1.181.82
7,2QSA1
1,220.50
�,2io.ia
7,237.41
1,249.78
1,245.56
1,273.59
1,286.33
1,270.32
1.298.90
1,311.89
1,217.27
1,244.66
1,257.11
i,zas.as
1,274.54
1,287.28
1,282.93
7,371.80
1.324.92
1,308.42
1,337.86
1,35124
1,253.79
7,282.00
1.294.82
1,283.89
1,312.78
1,325.97
1,321.42
1,351.15
1,364.66
1,347.69
1,378.01
1.391.79
1.297.41
1,320.46
1,333.67
1,322.40
1,352.15
1,365.68
1,361.06
7,397.68
1,405.60
1.388.11
1,419.34
1,433.54
1,341.14
1,371.31
1,385.03
1,373.06
1,403.95
1,417.99
1.412.88
1,444.67
1,459.12
1,440.74
1,473.16
1.487.89
Grade 26
Computer Operator
13-98 1,100.43 1,200.71 1,255.02 1,311.63 1,350.98 7,391.51 7,433.27 1.487.24
7-4-98 1,125.19 1,227.73 1.283.26 1,341.14 1,381.38 1,422.82 7.465.51 1.520.70
7-3-99 1,136.44 1,240.00 1,296.09 7,354.55 1,395.19 1,437.05 1,480.17 1.535.91
; Years of Service: Years listed for steps are illustretive. See Article 10 for salary schedule step progreuion rules.
�J
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32
u
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APPENDIX A: CLERiCAL EMPLOYEES 71TLES AND SALARIES (continued)
Years of
Service ' STAFiT 1 Year 2 Years 3 Yeare 4 Years 5 Years 70 Years 15 Years
Step 1 2 3 4 5 6 7 8
Grade 27
Cferk IV
Furniture Processor
Storekeeper
1-3-98 1,100.43 1,205.45 7,260.91 1,321.08 1,360.72 1,401.53 7,443.57 1,497.87
7-4-98 1,125.19 1,232.57 1,28928 1,350.80 1,397.33 7,433.06 1,476.05 1,531.57
7-3-99 1,136.44 1,244.90 1,302.17 7,364.31 7,40525 1,447.40 1,490.81 1,546.89
Grade 29
Duplicating Equipment Operator Supervisor
Storekeeper (FOOd Service)
7 3-98 1, 7 59.40 1,270.32 1,331.69 1,391.87
7-4-98 1,185.49 1.298.90 1,361.66 1,423.19
7-3-9 9 1,197.34 1.311.89 1, 375.27 1.437.42
Grade 30
Instructional Media Clerk
Procurement Specialist Trainee
Secretary
Senior High School Clerical Services Supervisor
1-3-98 1,193.64 7,303.35 1,368.30 1,430.82
7-4-98 1, 220.49 1, 332.68 1, 399.08 1, 463.0 7
73-99 1,232.70 7,346.00 1,413.07 1,477.65
Grade 31
Clerical Supervisor
Sioreroom Supervisor
1-3-98 1,225.48 1,339.96 1,401.34
7-4-98 1,253.05 7,370.11 1,432.87
73-99 1,265.58 7.383.81 1,447.19
1,433.62
1,465.88
1,480.54
1,473.75
1,506.91
1,521.97
1,468.62 1,512.68
1,507.66 1,546.71
1,516.68 1,562.18
1,476.64
1,509.87
1,524.97
1,517.96
1,552.12
1,567.64
1,558.06
1,593.11
1,609.04
1,520.94
1,555.16
1,570.71
1,563.51
1,598.68
1,614.67
1,604.80
1,640.91
1,657.32
1,577.55
1,613.04
1.629.17
1,621.39
1,657.87
7,674.45
1,663.94
1,701.37
t,718.39
Grade 32
Procurement Specialist
13-98 1,259.75 1,378.90 1,443.84 1,511.09 1,556.43 1,603.12 1,651.22 1,71174
7-4-98 1,288.09 1,409.93 1,476.33 1,545.09 1,591.45 1,639.19 1,688.37 1,75025
73-99 1,300.97 1,424.03 1,491.09 1,560.54 1,607.36 1,655.59 1,70525 1,767J6
Grade 33
Payroll Systems Supervisor
Transportation Coordinator I
1-3-98 1,293.93 1,419.06 1,483.92
7-4-98 1,323.04 1,450.99 1,517.31
7-3-99 1,336.27 1,465.50 1,532.48
1,553.57 1,600.17 1,648.17 1,697.62 1,759.53
1,588.52 1,636.18 1,68525 1,735.82 1,799.12
1,604.41 1,652.54 1,702.11 1,753.18 1,817.11
�Years of Service Years listed for steps are illustratrve. See Article 10 for salary schedule step progression rules.
�.$3
APPENDIX A: CLERICAL EMPLOYEES TITLES AND SALARIES (continueq)
Years of
Service ' START 1 Year 2 Years 3 Years 4 Yea 5 Years 10 Years 15 Years
Step 1 2 3 4 5 6 7 8
Grade 35
Traffic Operations Coordinator
1-3-98 1,368.30 1,496.94 1,568.94 1,642.09 1,691.35 1,742.09 1,794.35 1,859.77
7-4-98 1,399.08 1,530.62 1,604.24 7,679.03 1,729.41 1,78128 1,834.72 1,901,00
73-99 1,413.07 1,545.93 1,62029 1,695.82 7,746.70 7,799.70 1,853.07 1,920,01
Grade 36
Disbursement Auditing Supervisor
t-3-98 1,406.03 1,539.40 1,613.76 1,691.67 1,742.42 1,794.69 1,848.54 1,974.97
7-4-98 1,437.67 7,574.04 7,650.07 7,729.73 1,781.62 1,835.07 1,890.13 1,958.06
73-99 1,452.04 1,589.78 1,666.57 7,747.03 1,799.44 1,853.42 1,909.03 1,977.64
Grade 37
Transportation Coordinator II
13-98 1,445.01 1,583.06 7,657.46 1,736.49 1,788.59 1,842.24 1,897.50 1,965.41
7-4-98 1,477.53 t,618.68 7,69476 7,775.56 1,828.83 1,883.69 1,94020 2,009.63
73-99 1,492.30 1,634.87 1,771.70 1,793.31 1,847.12 1,902.52 1,959.60 2,029.73
Hourly Titles
Storehouse Helper
Effective START 1 Year
13-98 15.73 16.16
7-4-98 16.09 16.53
73-99 76.25 16.69
Stores Clerk-School Food Service
Effective START 1 Year
1-3-98 16.59 17.00
7-4-98 16.97 17.39
73-99 1 �.14 17.56
�Years of Service: Years listed for steps are illustratrve. See Article 10 for salary schedule step progression rules
�
�
�
34
•
�
�
APPENDIX B
Grade
19
24
23
31
9
14
20
27
13
19
22
10
10
17
17
22
22
17
26
13
12
16
22
21
36
22
29
19
CLERICAL TfTLES AND GRADES
Title
Accounting CVerkl
Accounting Clerk II
Cashier
Clerical Supervisor
Clerk I
Clerk II
Clerk III
Clerk IV
Cierk-Stenographerl
Clerk-Stenographer II
Clerk-Stenographerfll
Cierk-Typist I
Clerk-Typist I (Bilingual)
Clerk-Typist II
Clerk-Typist II (Bilingual)
Clerk-Typist III
Clerk-Typist III (Bilingual)
Community Education Cierk Typist
Computer Operator
CouriedData Processing Aide
Data Entry Operetor 1
Data Entry Operator II
Data Entry Operator III
Delivery Assisiant
Disbursement Auditing Supervisor
Duplicating Equipment Operator
Duplicating Equipment Operator Supv.
EDP Aide
Grade Title
22 Elementary School C4erk
27 Fumiture Processor
30 Instructional Media Clerk
13 Mail Clerk
15 Order Distribution Assistant
22 Payroll Clerk I
25 Payroli Clerk II
33 Payroll Systems Supervisor
32 Procurement Specialist
30 Procurement Specialist Trainee
17 Receptionist
30 Secretary
19 Security Monitor
30 Senior High School Clerical Services Supv.
9 Service Worker II
Hourly Storehouse Helper
27 Storekeeper
29 Storekeeper(Food Service)
19 Storeroom Assistant
31 Storeroom Supervisor
Hourly Stores C4erk (School Food Service)
7 Trainee (Clerical)
7 Trainee (Child Development)
7 Trainee (Maintenance)
7 Trainee (Storehouse)
35 Traffic Operations Coordinator
33 Transportation Coordinator I
37 Transportation Coordinator II
35
APPENDIX C: CLERICAL STANDARD RANGES
Yrs. of Service Start
Step 1
10
11
12
13
14
15
16
17
18
19
20
21
�
23
24
25
26
27
28
29
30
31
32
33
sa
35
36
37
38
39
40
41
42
43
44
45
46
47
48
49
50
JANUARY 3, 1998
1 Year 2 Years 3 Years 4 Years 5 Years
2 3 4 5 6
10 Years 15 Years
642.67
656.46
668.96
679.11
691.23
705.38
718.51
734.72
748.89
766.07
777.19
795.41
810.61
828.82
845.00
864.23
884.47
901.66
923.98
943.65
966.61
989.55
1,017.82
1,044.95
1,07Q.90
1,100.43
1,100.43
1,132.26
1,159.40
1,193.64
1,225.48
1,259.75
1,293.93
1,331.69
1,368.30
1,406.03
1,445.01
1,487.47
1,529.94
1,574.82
1,617.30
1,662.13
1,711.69
1,758.93
1,807.31
1,861.48
1,917.34
1,974.87
2,034.12
2,095.11
683.10
698.37
711.43
688.17
738.78
752.93
�sa.yo
78328
802.52
815.66
833.87
854.10
870.33
889.53
904.70
930.54
952.41
977.54
997.74
1,028.42
1,050.84
1,079.20
1,108.66
1,138.18
1,167.67
1,200,71
1,205,45
1,233,78
1,270,32
1,303.35
1,339.96
1,378.90
1,419.06
1,457.96
1,496.94
1,539.40
1,583.06
1,629.70
1,675.10
1,723.52
1,77425
1,823.81
1,874.54
1,930.01
1,984.30
2,043.80
2,105.13
2,168.28
z,z�.sa
2,300.34
709.42
718.51
734.72
748.89
766.07
�n.is
795.41
810.61
828.82
845.00
862.21
884.47
901.66
923.98
942.55
966.61
989.55
1,017.82
1,042.57
1,072.09
1,096.89
1,13226
1,157.05
1,190.09
1,215.40
1,255.02
1,260.91
1,292.74
1,331.69
1,368.30
1,401.34
1,443.84
1,483.92
1,524.08
1,568.94
1,613.76
1,657.46
1,705.78
1,755.37
1,803.74
1,855.68
1,909.95
1,961.89
2,024.44
2,077.53
2,139.84
2,204.04
2,270, i 5
2,338,26
2,408.41
730.67
743.83
761.05
774.19
791.42
aoa.sz
822.76
841.97
860.18
872.32
893.55
916.33
937.09
957.87
980.79
1,008.38
1,033.13
1,060.28
1,088.63
1,11927
1,147.60
1,181.82
1,210.18
1,245.56
7,270.32
1,311.63
1,321.08
1,349.41
1.391.87
1,430.82
1,468.62
1,511.09
7,553.57
i,sss.os
1,642.09
1,691.67
1,736.49
1,784.89
1,836.80
1,891.11
1,94420
1,999.64
2,05628
2,117.64
2,179.02
2,244.38
2,311.71
2,381.05
2,as2.as
2,526.06
752.60
766.15
783.88
797.47
815.16
828.66
847.44
86723
885.98
898.49
920.35
943.83
965.20
986.60
1,070.21
1,038.63
1,064.13
1,092.09
1,12129
1,152.84
1,182.02
1,21727
7,246.49
1,282.93
1,308.42
1,350.98
1,360.72
1,389.89
1,433.62
1,473.75
1,512.68
1,556.43
1,600.17
1.643.94
1,691.35
1,742.42
1,788.59
1,838.44
1,891.91
1,947.85
2,002.52
2,059.62
2,117.96
2,181.77
2,244.39
2,311.71
2,381.06
2,452.48
2,s2s.os
2,601.84
775.17
789.13
807.39
821.32
839.62
853.51
872.86
89324
912.57
925.45
947.97
972.13
994.16
1,01627
7,040.52
1,069.79
1,096.05
1,124.84
1,154.93
1.187.43
1,217.49
1,253.79
1,283.89
1,321.42
t,347.69
1,391.51
1,401.53
1,431.60
1,476.64
1,517.96
1,558.06
1,603.12
1,648.17
1,69326
i,�a2.os
1,794.69
1,84224
1,893.59
1,948.67
2,00628
2,062.80
2,121.42
2,181.51
2,246.61
2,31172
2,381.05
2,452.49
2,526.05
2,soi.sa
2,679.91
798.43
812.80
831.62
845.96
864.81
679.13
899.05
920.04
939.93
95322
976.41
1,00129
1,023.98
1,046.69
1,071.73
1,101.89
1,128.93
1,158.61
1,189.58
1,223.06
1,254.01
1,291.41
1,322.40
1,361.06
i,388.11
1,43327
1,443.57
1,474.53
1,520.94
1,563.57
1,604.80
1,65122
1,697.62
],744.07
1,794.35
1,848.54
1,897.50
1,950.40
2,007.13
2,066.47
2,124.47
2,185.05
2,246.95
2,314.00
2,381.07
2,452.49
2,526.06
2,607.83
2,s�s.s�
2,760.31
�
833.36
848.17
867.55
882.34
901.73
916.49
937.00
956.63
979.13
992.80
7,016.68
1,042.32
1,065.77
1,089.06
1,115.30
1,146.01
1,175.52
1,205.02
1,23625
1,270.73
1,302.62
1,347.14
1,373.06
1,412.88 �
t,44Q.74
1,48724
1,497.87
1,533.09
1,577.55
1,621.39
1,663.94
1,711.74
1,759.53
1,807.37
i,asan
1,914.97
1,965.47
2,019.90
2,078.32
2,139.44
2,199.19
2,261.59
2,325.35
2,394.41
2,463.48
2,537.05
2,672.83
2,690.88
2,ni zs
2,854.09
�
36
APPENDIX C: CLERICAL STANDARD RANGES, JULY 4, 1998 (continued)
� Yrs. of Service StaR 1 Year 2 Years 3 Years 4 Years 5 Years 10 Years 15 Years
Step 1 2 3 4 5 6 7 8
�
�
9
10
11
12
13
14
15
16
17
18
19
20
21
22
23
24
25
26
27
28
29
30
31
32
33
34
35
36
37
�
39
40
41
42
43
44
45
46
47
48
49
50
657.13
67123
684.02
694.39
706.79
721.26
734.68
751.25
765.74
783.30
794.68
813.31
828.85
847.47
864.02
883.67
904.37
921.95
saa.n
964.88
988.35
1,011.82
1,040.72
1,068.46
1,095.00
1,125.19
1,125.19
1,157.74
1,785.49
1,220.49
1,253.05
1,288.09
1,323.04
1,361.66
1,399.08
1.437.67
1,477.53
1,520.93
1,564.36
1,61026
1,653.69
1,699.52
1,750.20
1,798.50
1,847.98
1,903.36
1,960.48
2,019.30
2,079.88
2,142.25
698.47
714.02
727.43
703.65
755.40
769.87
785.39
800.90
820.58
834.01
852.63
873.32
889.91
909.55
925.05
951.48
973.84
999.53
i ,ozo. i s
1,051.56
1,074.48
1,103.48
1,133.60
1,163.79
1,193.95
1,227.73
1,232.57
1,261.54
1,298.90
1,332.68
1,370.11
1,409.93
1,450.99
1,490.76
1,530.62
1,574.04
1,618.68
1,665.75
1,712.79
t,762.30
1,814.17
1,864.85
1,916.72
1,973.44
2,028.95
2,089.78
2,152.49
2,217.06
2,283.59
2,352.09
725.39
734.68
751.25
765.74
783.30
794.68
813.31
828.85
847.47
864.02
881.61
904.37
921.95
saa.n
963.76
988.35
1,011.82
1,040.72
1,066.03
1,09621
1,121.57
1,157.74
1,183.09
1,216.87
1,245.82
1,283.26
1,289.28
1,321.83
1,361.66
1,399.08
1,432.87
1,476.33
1,517.31
1,558.37
1,60424
1,650.07
1,694.76
1,744.16
1,794.87
1,844.32
1,89�.43
1,952.93
2,006.03
2,069.99
2,12427
2,187.98
2,253.63
2,32123
2,390.87
2,462.60
747.11
760.57
778.17
791.61
80922
822.63
84127
860.91
879.53
891.95
913.65
936.94
958.17
979.42
1,002.86
1,031.07
1,056.37
1,084.14
1,113.12
1,144.45
1,173.42
1,208.41
1,237.41
1,273.59
1,298.90
1,341.14
1,350.80
1,379.77
1,423.19
1,463.01
1,501.66
1,545.09
1,588.52
1,631.97
1,679.03
1.729.73
1,775.56
1,825.05
1,878.13
1,933.66
1,987.94
2,044.63
2,102.55
2,16529
2,228.05
2,294.88
2,363.72
2,434.62
2,507.67
2,582.90
769.53
783.39
801.52
815.35
833.50
847.30
866.50
886.74
905.91
91871
941.06
965.07
986.91
1,008.80
1,032.94
1,062.00
1,088.07
1,116.66
1,146.52
1.178.78
1,208.61
1,244.66
1,274.54
1,311.80
1,337.86
1,381.38
1,391.33
1,421.16
1,465.88
1,506.91
1,546.71
1,591.45
1,636.18
1,680.93
1,729.41
i .781.62
1,828.83
1,879.80
1,934.48
1,991.67
2,047.58
2,105.96
2,165.62
2,230.24
2,294.89
2,363.72
2,434.63
2,507.66
2,582.90
2,660.38
792.61
806.89
825.55
839.80
858.51
872.72
892.50
913.34
933.10
946.27
96929
994.00
1,016.53
1,039.07
1,063.94
1,093.86
1,120.71
1,150.15
1,180.92
1,214.15
1,244.88
1,282.00
1,312.76
1,351.15
1,378.01
1,422.82
7,433.06
1,463.81
1,509.87
1,552.12
1,593.11
1,639.19
1,685.25
1,731.36
1,781.28
1,835.07
1,883.69
1,936.20
1,992.51
2,051.42
2,109.01
2,169.15
2,230.60
2,297.16
2,363.73
2,434.62
2,507.67
2,582.89
2,660.38
2,74020
816.39
831.09
850.33
865.00
88427
898.91
91928
940.74
961.08
974.67
998.38
1,023.82
1,047.02
1,070.25
1,095.85
1,126.68
1,154.33
1,184.67
1,216.34
1,250.58
1,282.22
1,320.46
1,352.15
1,391.68
1,419.34
1,465.51
1,476.05
1,507.71
1,555.16
1,598.68
1,640.91
1,688.37
1,735.82
1,783.31
1,834.72
1,890.13
1,940.20
1,994.28
2,052.29
2,112.96
2,172.27
2,234.22
2,297.51
2,366.07
2,434.64
2,507.67
2,582.90
2,660.37
2,740.20
2.822.41
852.11
867.25
887.07
902.19
922.02
937.11
958.09
980.20
1,001.16
1,015.13
1,039.56
1,065.77
1,089.75
1,1�3.59
1,140.40
1,171.79
1,201.97
1,232.13
1,264.06
1,299.32
1,331.93
1,371.31
1,403.95
1,444.67
1,473.16
1,520.70
1,531.57
1,567.59
1,613.04
7,657.87
1,701.37
1,750.25
1,799.12
1,848.03
1,901.00
1,958.06
2,009.63
2,065.35
2,125.09
2,187.57
2,248.68
2,312.47
2,377.67
2,44829
2,518.91
2,594.13
2,671.62
2.751.43
2,833.65
2,918.31
37
APPENDIX C: CLERICAL STANDARD RANGES, JULY 3, 1999 (continued)
Yrs. of Service
4
5
6
7
8
9
10
11
12
13
14
15
16
17
18
19
20
21
22
23
24
25
26
27
28
29
30
31
32
?r3
34
35
36
37
36
39
40
41
42
43
44
45
46
47
48
49
50
15 Years �
860.63
875.93
895.94
91121
93124
946.48
967.67
990.00
1,011.17
1,025.29
1,049.95
1,076.43
1,100.64
1,124.72
1,151.80
1,183.51
1,213.99
1,244.45
1,276.71
1,312.32
1,34525
1,385.03
1,417.99
1,459.12
1,487.89 �
1,535.91
1,546.89
1,58326
1,629.17
1,674.45
1,718.39
1,767.76
1,817.11
1,866.51
�,s2o.oi
1,977.64
2,029.73
2,086.00
2,146.34
2,209.45
2,271.16
2,335.60
2,401.45
2,472.77
2,544.10
2,620.07
2,698.33
2,778.94
2,861.98
2,947.49
�1
�J
Start
663.70
677.94
690.86
701.33
713.86
728.47
742.03
758.76
773.40
791.14
802.63
821.44
837.14
855.94
872.66
892.51
913.42
931.17
95422
974.53
99824
1,021.94
1,051.13
1,079.15
1,105.95
1,136.44
1,736.44
1,169.32
1,197.34
1,232.70
1,265.58
1,300.97
7,33627
7,375.27
1,413.07
1,452.04
1,492.30
1,536.74
1,580.01
1,626.36
1,670.22
t,716.52
t,767.70
7,816.49
1,866.46
1,922.40
1,980.08
2,039.49
2,700.68
2,163.67
i Year 2 Years 3 Years
2 3 4
705.46
721.16
734.71
710.69
762.96
777.57
79324
808.91
828.78
842.35
861.16
882.05
898.81
918.64
934.30
960.99
983.58
1,009.53
1,030.39
1,062.07
1,085.23
1,114.51
1,144.94
1,175.42
1,205.88
1,240.00
1,244.90
1,274.16
1,311.89
1,346.00
1,383.81
1,424.03
1,465.50
1,505.67
1,545.93
1,589.78
1,634.87
1,682.41
1,729.92
i,ns.s2
1,832.32
t,883.50
1,935.89
1,993.17
2,04924
2,110.68
2,174.02
2,23923
2,306.43
2,375.61
732.64
742.03
758.76
773.40
791.14
802.63
82i.44
837.14
855.94
872.66
890.43
913.42
931.17
954.22
973.39
99824
1,021.94
1,051.13
1,076.69
1,107.17
1,13278
1,169.32
1,194.92
1,229.04
1,258.28
7,296.09
1,302.17
1,335.05
1,37527
1,413.07
1,447.19
1,491.09
7,532.48
1,573.96
i,s2o.zs
1,666.57
1,711.70
1,761.61
1,812.82
t,asz.��
7.916.40
1,972.45
2,026.09
2,090.69
2,145.51
2,209.86
2,276.17
2,344.44
2,414.78
2,48723
754.58
768.17
785.95
799.52
817.32
830.85
849.68
869.52
888.33
900.87
922.79
946.31
967.75
989.22
1,012.89
1,041.38
1,066.93
1,094.98
1,124.25
1,155.89
1,185.15
�,2zoso
1,249.78
1,286.33
1,311.89
1,354.55
1,364.31
1,393.57
1,437.42
1,477.65
1,516.68
1,560.54
7,604.41
1,64829
1,695.82
1,747.03
1,793.31
1,843.30
1,896.91
1,952.99
2,007.82
2,065.07
2,123.57
2,186.94
2,250.33
2,317.83
2,387.36
2,458.97
2,532.75
2,608.73
4 Years 5 Years 10 Vears
5 6 7
777.22
79123
809.53
823.50
841.84
sss.n
875.17
895.61
914.97
927.90
950.47
974.72
996.78
1,018.89
7,04327
1,072.62
1,098.95
1,127.82
1,157.99
1,190.57
1,220.70
1,257.11
7,287.28
1,324.92
1,35124
1,395.19
7,405.25
1,435.37
1,480.54
1,521.97
1,562.18
1,607.36
1,652.54
1,697.74
�,�as.�o
1,799.44
1,847.12
1,898.60
1,953.83
2,011.59
2,068.05
2, 727.02
2,18727
2,252.55
2,317.84
2,387.36
2,458.98
2,532.74
2,608.73
2,686.99
800.53
814.96
833.81
848.20
867.10
881.44
901.43
922.47
942.43
955.73
978.99
7,003.94
1,026.70
1,049.46
1,074.58
1,104.80
1,131.92
1,161.66
t, 7 92.73
1,22629
1,257.33
1,294.82
1,325.91
1,364.66
1,39179
1,437.05
1,447.40
1,478.45
1,524.97
1,567.64
1,609.04
1,655.59
1,702.11
1,748.67
�,�ss.io
1,853.42
1,902.52
1,955.56
2,012.44
2,071.94
2,130.10
2,190.84
2,252.90
2,320.13
2,387.37
2,458.97
2.532.75
2,608.72
2,686.99
2,767.61
824.56
839.40
858.83
873.65
893.17
907.90
928.47
950.15
970.69
984.41
1,008.36
1,034.06
1,057.49
1,080.95
1,106.80
1,137.94
1,165.87
1,196.52
1,228.51
1,263.08
1,295.04
1,333.67
1,365.68
1,405.60
1,433.54
1,480.17
1,490.81
1,522.79
1,570.71
7,614.67
1,657.32
1,70525
1,753.18
1,801.74
i,ass.o�
1,909.03
1,959.60
2,01423
2,072.81
2,134.09
2,193.99
2,256.56
2,320.49
2,389.73
2,458.99
2,532.75
2,608.73
2,686.98
2,767.61
2,850.64
38
�
ADDITIONAL INFORMATION
(Not a Part of the Agreement)
MEMORANDA OF UNDERSTANDING
Labor Management Task Force
�
�
Filling Vacancies and Staffing Levels
39
MEMORANDUM OF UNDERSTANDING
BETWEEN
AMERICAN FEDERATION OF STATE, COUNTY AND MUNICIPAL EMPLOYEES,
DtSTRICT COUNCIL 14, LOCAL MO. 844 (AFSCME)
REGARDING LABOR MANAGEMENT TASK FORCE
The parties agree to create a formal Labor Management Task Force to review the
appropriate use of titles in various positions in the District. It is further understood
that the Union and the Employer will appoint members to the task force and all decisions
will be through consensus based decision making. The Task Force will make
recommendations to the Superintendent of Schools and the Union.
The Union and the District agree that the Task Force will:
1. Review descriptions for tities and identify elements that distinguish the typical
responsibilities for AFSCME positions from others in the District.
2. Identify and discuss existing positions and appropriate unit determinations.
3. Work to develop a procedure to assure future appointments are piaced in the
appropriate title and bargaining unit.
4. Develop an agreement regarding employees in the District who currently are found to
be in the wrong title or bargaining unit.
5. Prepare monthiy progress reports to the Union and the Superintendent of Schoots.
INDEPENDENT SCHOOL DISTRICT NO. 625
LOCAL UNION 844, DISTRICT COUNCIL
14 OF THE AMERICAN FEDERATION OF
STATE, COUNTY, AN�NICIPAL
�J_ �� \..X.�C.�
Business Representative
���1�'� l��
Date
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D
40
�
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� �
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i :.. . . . . �
.
MEMORANDUM OF UNDERSTANDING
�
BETWEEN
AMERICAN FEDERATION OF STATE, COUNTY AND MUNICIPAL EMPLOYEES,
DISTRICT COUNCIL 14, LOCAL NO. 844 (AFSCME)
REGARDING FILLING VACANCIES AND STAFFING LEVELS
�
r�
�
The Union and Employer agree to utilize a Labor Management Task Force with consensus
based decision making to expiore the following topics:
• the levei of clericai staffing in buildings
• the time required to fill vacancies
The Task Force wili make recommendations to the Superintendent of Schools and the
Union.
The parties agree to a good faith attempt to resolve the issues. The goal of the Task Force
will be to present formai recommendations by September 1, 1998.
INDEPENDENT SCHOOL DISTRICT NO. 625
LOCAL UNION 844, DISTRICT COUNCIL
14 O� THE AMERICAN FEDERATIOfV OF
STATE, COUNTY, AND MUNICIPAL
/%r._ , ..�/Z�ii� �% .%% ��
�. �� s �8
Dat
1 1 JIIIG Il� LVV0.1 V'�'� /
� /
/ /
/ / {/
G
Business Representative
�"/�S''/�
Date
41
Assisiant Manager
INDEX
c
Court Duty Leave ........................................7
D
Discipline ................................................ 22
Dues ......................................................... 2
E
Educational Leave ........................................9
Employee Records ..................................... 22
F
Fair Share Fee ............................................1
Family Medical Leave ..................................9
Filling Vacancies And Staffing Levels........... 41
Flexible Spending Account ......................... 15
Funernl Leave .........................................�--.6
G
Grievance Procedute ................................... 23
H
Health Insurance ........................................ 14
Holidays....................................................4
G
Labor Management Task Force .................... 40
L,eaves Of Absence ......................................6
L.egal Services .......................................... 26
Life Insurance ........................................... 15
Lunch Breaks ..............................................3
M
Mileage................................................... 12
Military Leave With Pay 7
N
No Strike, No Lockout ............................... 26
Non-Compensatory I,eave Of Absence .............8
Non-Discrimination ................................... 26
0
Overtime...................................................3
P
Pazental Leave ............................................ S
Preamble .................................................. iv
Probation ................................................. 19
R
Rest Breaks ................................................3
Retirement Health Insurance ........................ 16
S
Safety Shoes ............................................ 26
Salaries ..............................30, 31, 32, 33, 34
Salary Step Progession .............................. 10
Seniority ................................................. 20
Severance Pay ........................................... 13
Sick Child Care Leave ..................................6
SickLeave .................................................6
Sponse/Dependent Parent Leave .....................6
T
Temporary Employees ................................ 25
U
Union Official Leave ....................................9
V
Vacancies ................................................. 25
Vacancies and Staffing Levels ...................... 41
V acation .................................................... 5
W
Wages ..................................................... 10
WorkWeek ................................................3
Workday.................................................... 3
Working Ouc Of Classification .................... I Z
�
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42
Council File # gg _�, �
ORIGINAI.
Presented
Referred To
Committee Date
►J
�
RESOLUTION
CITY OF SAINT PAUL, MINNESOTA
Green Sheet # 62405
0
RESOLVED, that the Council of the City of Saint Paul hereby approves and ratifies the attached
1998-2000 Agreement between the Independent School District No. 625 and Local Union 844, District
Council 14 of the American Federation of State, Counry and Municipal Employees, AFL-CIO.
DEPARTMENT/OFFICE/COUNCIL: DATE INITIATED GREEN SAEET No.: 62405 �����,
LABOR RELATIONS July 28,1948
CQNTACI PERSON & PHONE: � Ih'ITfnI1DATE IMTIAUDA7E
JLTLIE KRAUS 266-6513
ASSIGN 1 DEPARI'MENT DIR. � 4 CITY COUNCIL
NUMBER 2 CITY ATIORNEY CI1Y CLERK
MOST BE ON COUNCIL AGEIVDA BY (DATE) FOR BUIXiET DIl2. FIN. & MGT. SERVICE DIR.
ROUTA'G 3MAYOR(ORASST.)�
ORDER
TOTAL # OF SIGNATURE PAGES_1 (CLIP ALL LOCATIONS FOR SIGNATURE)
acnox �xeQUESren: T'his resolution approves the attached 1998-2000 Agree�ent between Independent School
District No. 625 and Local Union 844, District Council 14 af the American Federation of State, County and
Municipal Employees, AFL-CIO
RECOMMENDATSONS: Approve (A) or Reject (R) PERSONAL SERVICE CONTRA(7fS MUST ANSWER TfIE FOLLOWING
QUESTIONS:
_PI,ANNING COMMISSION _CIVIL SERV[CE COMMISSION 1. Has ihis person/firtn ever worked under a contract for this depaztrnent?
CIB COMMI7IEE Yes No
STAFF 2. Hac this penon/firm ever been a city employee?
DIS7RICT COURT Yes No
SUPPORTS WHICH COi7NCIL OBIECTIVE? 3. Does this personffirm possess a skill not nom�atly possessed by any curtrnt city employee?
Yes No ���n
Explain ail yes answers on sepa �hl attach to green sheet
INTTIATING PROBLEM, ISSUE, OPPORTIIIY[1'Y (Who, Whay W6en, Where, Why):
�6.Y��'S �FFiC�
ADVANTAGES IF APPROVED:
This Agreement pertains to Boazd of Education employees only.
DISADVANTAGES IF APPROVED:
DISADVANTAGES IF NOT APPROVED:
TOTAL AMOiJNT OF TRANSAG7TON: aone COST/REVENUE BUDGETED:
FUNDING SOURCE: ACTMTY NUMBER:
FINANCIAL INFORMA'1'ION: (EXPLA►N}
w`a i �. e .: 9 ,�.� .is'�
?-� � � 4� ry` ��' i
Y�n.:nnslY3c�cQ�rnh(�'.oYf46C _-t'_ '.��3 � -:.:iy
AUG � 4�99� �i��- 3 � 1998
���`� ��� ��fi��`����'
INDEPENDENT SCHOOL DISTRICT NO. 625
BOARD OF EDUCATION
SAINT PAUL PUBLIC SCHOOLS
DATE: May 12, 1998
qg-�t�.l
TOPIC: Approval of Employment Agreement Between Independent School District
No. 625, Saint Paul Public Schools and AFSCME Council 14, Local 844,
Representing Clericai Employees
A. PERTINENT FACTS:
New Agreement is for a two and one-half year period from January 1, 1998, through June 30,
2000. This extended period is to move from a calendar year contract and align with the District's
fiscal year.
2. Contract changes are as follows:
Waoes: Effective January 3, 1998, increase wage scheduie 2.5%. Effective
July 4, 1998, increase wage schedule 2.25%. Effective July 3, 1999, increase wage
schedule 1%. The timing of step increases will be changed from anniversary date to
annually at the beginning of the fiscal year. This change was made to facilitate District
business practices.
Insurance: The insurance premium contributions by the District are increased from
The current insurance caps of $190 fior singie coverage and $330 for family coverage will
increase as follows:
Effective January 1, 1998
Effective January 1, 1999
Effective January 1, 2000
Sinale Familv
$196.04 $350.00
$205.00 $375.00
$215.00 $400.00
Retiree Health Insurance: Language revised, removing options that created a tax liability for
empioyees.
Holidavs: The Columbus Day holiday is deleted and replaced with the Day After
Thanksgiving. Veterans Day and two fioating holidays are converted to vacation days. The
eligibility language is revised. These changes streamline the leave system by aligning the
leave system with the organizational calendar and reducing payroli processing time.
Severance Pav: Employees who retire and meet eligibility requirements will receive $50 per
eight hours of unused, accumulated sick leave up to a maximum of $15,000. This replaces
ali previous severance pay plans.
Sick Leave: Employees may use up to five sick days to care for and attend to the serious or
critical iliness of his/her spouse or dependent parent.
3. The District has 270 �TE's in this bargaining unit.
4. This request is submitted by Susan Gutbrod, Negotiations/Labor Relations Assistant Manager;
Richard Kreyer, Negotiations/Labor Relations Manager; and William A. Larson, Assistant
Superintendent, Fisca{ Affairs and Operations.
B. RECOMMENDATION:
That the Board of Education of lndependent School District No. 625 approve and adopt the
Agreement concerning the terms and conditions of employment for clerical employees in this
school district; duration of said Agreement is for the period of January 1, 1998, through
June 30, 2000.
INDEPENDENT SCHOOL DISTRICT NO. 625 p l
BOARD OF EDUCATION �0 �
SAINT PAUL PUBLIC SCHOOLS
DATE: May 12, 1998
TOPIC: Approval of Employment Agreement Between Independent School District
No. 625, Saint Paul Public Schools and AFSCME Council 14, Local 844,
Representing Clerical Employees
A. PERTINENT FACTS:
New Agreement is for a two and one-haif year period from January 7, 1998, through June 30,
2000. This extended period is to move from a calendar year contract and align with the District's
fiscal year.
2. Contract changes are as follows:
Waoes: Effective January 3, 1998, increase wage schedule 2.5%. Effective
July 4, 1998, increase wage schedule 225%. Effective July 3, 1999, increase wage
schedule 1°fo. The timing of step increases will be changed from anniversary date to
annually at the beginning of the fiscal year. This change was made to facilitate District
business practices.
Insurance: The insurance premium contributions by the District are increased from
The current insurance caps of $190 for single coverage and $330 for family coverage will
increase as follows:
Sinale Familv
Effective January 1, 1998 $196.04 $350.00
Effective January 1, 1999 $205.00 $375.00
Effective January 1, 2000 $215.00 $400.00
Retiree Health Insurance: Language revised, removing options that created a tax liability for
employees.
Holidavs: The Columbus Day holiday is deleted and replaced with the Day After
Thanksgiving. Veterans Day and two floating holidays are converted to vacation days. The
eligibility language is revised. These changes streamline the leave system by aligning the
leave system with the organizationat calendar and reducing payroll processing time.
Severance Pav: Employees who retire and meet eligibility requirements will receive $50 per
eight hours of unused, accumulated sick leave up to a maximum of $15,000. This replaces
all previous severance pay plans.
Sick Leave: Employees may use up to five sick days to care for and attend to the serious or
critical illness of his/her spouse or dependent parent.
3. The District has 270 FTE's in this bargaining unit.
This request is submitted by Susan Gutbrod, Negotiations/Labor Relations Assistant Manager;
Richard Kreyer, Negotiations/Labor Relations Manager; and William A. Larson, Assistant
Superintendent, Fiscal Affairs and Operations.
B. RECOMMENDATION:
That the Soard of Education of lndependent School Distriet No. 625 approve and adopt the
Agreement concerning the terms and conditions of employment for clerical employees in this
school district; duration of said Agreement is for the period of January 1, 1998, through
June 30, 2000.
q
g � �al
�
1998 - 2000
AGREEMENT BETWEEN
�,
SAINT PAUL PUBLIC SCHOOLS
INDEPENDENT SCHOOL DISTRICT NO. 625
• �.
LOCAL UNION 844
DISTRICT COUNCIL 14
OF THE AMERICAN FEDERATION OF
STATE, COUNTY, AND MUNICIPAL
EMPLOYEES, AFL-CIO
Representing Clerical Employees
January l, 1998 Through June 30, 2000
�
�' Saint Paul Public Schoo/s
L/ F E L O N C L E A R N/ N G
� �`� d �9
•'ia thepabticsavit�e
�
�' Saint Paul Public Schools
L/ F E L O M 6 L E A N N/ M 6
SAINT PAUL PUBLIC SCHOOLS
Independent Schooi District No. 625
Board of Education
Mary Thornton Phillips - Chair
Greg Filice - Vice Chair
Gilbert de la O- Clerk
Neal Thao - Treasurer
Administration
Curman L. Gaines -
Maureen A. Flanagan -
Mae E. Gaskins
William A. Larson
Cy R. Yusten
Tom Conlon - Director
Becky Montgomery - Director
AI Oertwig - Director
Superintendent of Schools
Executive Assistant
Superintendent of Schools
Assistant Superintendent
Accountability, Technology
and Support Services
Assistant Superintendent
Fiscal Affairs and Operations
Assistant Superintendent
Teaching and Leaming
��
�
�
TABLE O� CONTENTS
•
ARTICLE
Articie 1.
Articie 2.
Article 3.
Article 4.
Article 5.
Articie 6.
Article 7.
Article 8.
Article 9.
Article 10.
Article 11.
Article 12.
Article 13.
Articie 14.
Artic4e 15.
Article 16.
Article 17.
Article 18.
Article 19.
Article 20.
Articie 21.
Article 22.
Article 23.
Article 24.
Article 25.
Articie 26.
Articie 27.
Preamble ............................................
Recognition .........................................
Check .............................................
Maintenance of Standards ...................
Management Rights .............................
Work Day ............................................
Lunch Breaks and Rest Breaks...........
Ho I i d ays ............................................ ..
Vacation..............................................
Leaves of Absence ...............................
Wages ..................................................
Working Out of Classification ............
Mileage ...............................................
Severance Pay ....................................
Insurance Benefits .............................
Probation ............................................
Seniority ............................................
Discipline ...........................................
Employee Records ...............................
Grievance Procedure ..........................
Temporary Employees ........................
Bulletin Boards ..................................
Vacancies ............................................
Non-Discrimination ...........................
No Strike, No Lockout .........................
Legal Services ....................................
Safeiy Shoes ........................................
Terms of Agreement ...........................
Appendix A. Titles and Salaries......
Appendix B. Tit{es and Grades ........
Appendix C. Standard Ranges..........
PAGE
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......................................... i v
..........................................1
.......................................... 2
.......................................... 2
.......................................... 2
.......................................... 3
.......................................... 3
.......................................... 4
........................................... 5
.......................................... 6
........................................1 0
.........................................1 2
.........................................1 2
.........................................1 3
.........................................1 4
.........................................1 9
.........................................2 0
.........................................2 2
.........................................2 2
.........................................2 3
.........................................2 5
.........................................2 5
.........................................2 5
.........................................2 6
.........................................2 6
.........................................2 6
........................................2 6
.........................................2 7
.........................................3 0
.........................................3 5
.........................................3 6
ADDITIONAL INFORMATION
(Not a Part of the Negotiated Agreement)
MEMORANDA OF UNDERSTANDING
Labor Management Task Force ..........................................................................................4 0
Fiiling Vacancies and Staffing Levels ................................................................................4 1
Index..................................................................................................................................4 2
�
PREAMBLE
This Agreement, entered into by Independent Schooi District No. 625, hereinafter �
referred to as the Employer or as the District, and Local Union 844, affiliated with
Council 14 of the American Federation of State, County, and Municipal Employees,
AFL-CIO, hereinafter referred to as the Union, has as its purpose the promotion of
harmonious relations between the Employer and the Union, the establishment of an
equitable and peaceful procedure for the resolution of differences, and the establishment
of rates of pay, hours of work, and other conditions of employment.
�
�
IV
ARTICLE 1. RECOGNITION
� 1.1 The Employer recognizes the Union as the sole and exclusive bargaining agent for
the purpose of estabiishing salaries, wages, hours, and other conditions of
employment for all of its empioyees as outlined in the certification by the State of
Minnesota Bureau of Mediation Services, dated October 16, 1986, in Case
No. 87-PR-158 and as amended and as set forth in Section 1.2 below.
1.2 The bargaining unit covered by this Agreement shall consist of the following: All
office, clericai, and administrative personnei who are employed by Independent
Schooi District No. 625, Saint Paui, Minnesota, who work a minimum of fourteen
(14) hours per week and sixty-seven (67) days per year, and who are public
employees within the meaning of Minn. Stat. § 179A.03, Subd. 14 in the
classifications of:
Accounting Clerk I EDP Aide
Accounting Clerk II Elementary School Clerk
Cashier Furniture Processor
Clerical Supervisor Instructional Media Clerk
Clerk I Mail Clerk
Clerk II Order Distribution Assistant
Cierk III Payroll Clerk I
Clerk IV Payroll Clerk II
Clerk-Stenographer I Payroll Systems Supervisor
Clerk-Stenographer 11 Procurement Specialist
Clerk-Stenographer Iil Procurement Specialist Trainee
� Clerk-Typist I Receptionist
Clerk-Typist I (Bilingual) Secretary
Clerk-Typist II Security Monitor
Clerk-Typist II (Bilingual) Senior High School Clericai Services
Clerk-Typist III Supervisor
Clerk-Typist III (Bilingual) Service Worker II
Community Education Clerk Typist Storehouse Helper
Computer Operator Storekeeper
Courier/Data Processing Aide Storekeeper (Food Service)
Data Entry Operator I Storeroom Assistant
Data Entry Operator II Storeroom Supervisor
Data Entry Operator III Stores Clerk (Schooi Food Service)
Delivery Assistant Trainee (Clerical)
Disbursement Auditing Supervisor Traffic Operations Coordinator
Duplicating Equipment Operator Transportation Coordinator I
Duplicating Equipment Operator Transportation Coordinator II
Supervisor
excluding supervisory, confidential and all other employees.
1.3 Any present or future employee who is not a Union member shall be required to
contribute a fair share fee for services rendered by the Union and, upon
notification by the Union, the Employer shall check off said fee from the earnings
of the employee and transmit the same to the Union. In no instance shall the
required contribution exceed a pro rata share of the specific expenses incurred
for services rendered by the representative in relationship to negotiations arxi
• administration of grievance procedures. This provision shail remain operative
only so long as specifically provided by Minnesota law, and as otherwise legal.
ARTICLE 1. RECOGNITION (continued)
1.4 The Union agrees to indemnify and hold the Employer harmless against any and all �
claims, suits, orders or judgments brought or issued against the Employer as a
result of any action taken or not taken by the Employer under the provisions of
this Article 1, Section 1.3.
ARTICLE 2. CHECK OFF
2.1 The Employer agrees to deduct the Union membership initiation fee assessments
and once each month dues from the pay of those employees who individually
request in writing that such deductions be made. The amounts to be deducted shall
be certified to the Employer by a representative of the Union and the aggregate
deductions of all employees shall be remitted together with an itemized statement
to the representative by the first of the succeeding month after such deductions
are made or as soon thereafter as is possible.
2.2 The Employer shall provide a payroll deduction for voluntary employee
contributions to the Union's Political Action Committee.
2.3 The Union agrees to indemnify and hold the Employer harmless against any and all
claims, suits, orders or judgments brought or issued against the Employer as a
result of any action taken or not taken by the Employer under the provisions of
this Article.
ARTICLE 3. MAINTENANCE OF STANDARDS
3.1 The parties agree that all conditions of employment relating to wages, hours of
work, overtime differentials, vacations, and all other general working conditions
shall be maintained at not less than the highest minimum standard set forth in the
Civil Service Rules of the City of Saint Paul (Resolution No. 3250) and the Saint
Paul Salary Plan and Rates of Compensation at the time of the signing of this
Agreement, and the conditions of employment shall be improved wherever
specific provisions for improvement are made elsewhere in this Agreement.
ARTICLE 4. MANAGEMENT RIGHTS
4.1 The Union recognizes the right of the Employer to operate and manage its affairs
in all respects in accordance with appficable faws and regufations of appropriate
authorities. All rights and authority which the Employer has not officially
abridged, delegated or modified by this Agreement are retained by the Employer.
4.2 A public employer is not required to meet and negotiate on matters of inherent
managerial policy, which include, but are not limited to, such areas of discretion
or policy as the functions and programs of the Employer, its overall budget,
utilization of technology, and organizational structure and selection and direction
and number of personnel.
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ARTICLE 5. WORK DAY
5.1 The normal workday shali be eight and one-haif (8 1/2) hours in duration, eight
(8) of which are paid. Each normal workday shali include two paid fifteen
(15)-minute rest breaks. In addition, a forty-five (45) minute, duty-free
lunch shall be provided. Fifteen (15) minutes of the duty-free lunch is paid arx1
the remaining thirty (30) minutes is unpaid.
Work day begins at:
Morning Rest Break:
Lunch Break:
Afternoon Rest Break:
Work day ends at:
5.2
5.3
The following is an example of a normal workday schedule:
8:00 a.m.
10:00 - 10:15 a.m.
Noon-12:45 p.m. (15 paid minutes)
3:00 - 3:15 p.m.
4:30 p.m.
The normal work week shall be forty (40) hours in any seven (7)-day period.
This Article shall not be construed as, and is not a guarantee of, any hours of
work per normal workday or per normal work week.
5.4 Overtime is to be paid at the rate of one and one-half (1 1/2) times the
employee's normal hourly rate for all hours worked in excess of eight (8) hours
per day and forty (40) hours per week.
� 5.5 The overtime compensation due the employee shall be paid at the rate herein
cited, or by granting compensatory time on a time and one-half basis by mutual
agreement between the District and the employee.
ARTICLE 6. LUNCH BREAKS AND REST BREAKS
�
6.1 Lunch breaks shall be forty-five (45)-minutes in length, thirty (30) of which
are unpaid, and shall be scheduied by the supervisor at approximately the middle
of the empioyee's shift.
6.2 All employees' work schedules shall provide for a paid fifteen (15)-minute rest
break during each one-half shift. The rest breaks shall be scheduled by the
supervisor at approximately the middle of each one-half shift whenever this is
feasible.
6.3 If an empioyee is scheduled to work a full half-shift beyond the regular quitting
time, the employee shall be entitled to the rest period that occurs during said half
shift.
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ARTICLE 7. HOLIDAYS
7.1 Holidays recognized and observed. The following days shall be recognized and �
observed as paid holidays:
New Year's Day Labor Day
Martin Luther King Day Thanksgiving Day
Presidents' Day Day After Thanksgiving
Memorial Day Christmas Day
Independence Day
Eligible employees shall receive pay for eadi of the holidays listed above, on
which they perform no work, provided the ho�iday falls within their work year.
Whenever any of the holidays listed above shall fall on Saturday, the preceding
Friday shall be observed as the holiday. Whenever any of the holidays listed
above fall on Sunday, the succeeding Monday shail be observed as the holiday. For
those employees assigned to a work week other than Monday through Friday, the
holiday shall be observed on the calendar date of the holiday.
7.2 Eliaibility Requirements. To be eligible for holiday pay, employees must have
been compensated for all scheduled hours of their last scheduled workday before
the holiday and for their first scheduled workday following the holiday. In
neither case shall the holiday be counted as a working day for the purposes of this
Article.
7.3 Notwithstanding Article 7.2, a temporary employee shall be eligible for holiday �
pay only after such employee has been employed as a temporary employee for
sixty-seven (67) consecutive workdays.
7.4 If Martin Luther King Day or Presidents' Day falls on a day when school is i n
session, the employee shall work that day at straight time and another day shall
be designated as the holiday. This designated holiday shall be determined by
agreement between the employee and the supervisor.
7.5 Employees who work summer school and qualify under the eligibility
requirements of 72 above shall be paid for the independence Day holiday.
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ARTICLE 8. VACATION
8.1 Vacation credits shall accumulate at the rates shown below for each fuli hour on
the payroll, excluding overtime. Years of service means calendar years of
service, regardless of F.T.E.
Years of
Service
[�1
Years of
Service
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For Tweive (121-Month Employees
First year through 4t" year
5 year through 9`" year
10"' year through 15'" year
16 year through 23r year
24 year and thereafter
Tweive-Month
Accrual Rate`
.0500
.0692
.0769
.0923
.1115
For Ten (1 Ol -Month Employees
First year through 4'^ year
5'" year through 9`" year
10t year through 15` year
16 year through 23r year
24`" year and thereafter
Ten-Month
Accrual Rate'
.0521
.0713.
.0790
.0944
.1136
Annuai
Hours
Eamed
104
144
160
192
232
Annual
Hours
Eamed
91 .5
125.5
139.0
166.1
200.0
Annual
Days
Eamed
13
18
20
24
29
Annual
Days
Eamed
11 .5
15.7
17.4
21 .0
25.0
The head of the department may permit an empioyee to carry over into the next
"vacation yea�' up to one hundred twenty (120) hours of vacation.
8.2.1 An employee who has more than one hundred twenty (120) hours of
accrued vacation remaining at the end of the last full pay period i n
October shall either:
( a) be required to use the hours of vacation in excess of one hundred
twenty (120) hours prior to the end of the calendar year: or
( b) be compensated for hours in excess of one hundred hventy (1 2 0)
hours at end of year: or
8.2.2
8.2.3
( c) be provided an exception for additional carryover of vacation by
means of approval of his/her department head.
Choice of option a, b, or c is at the discretion of the Employer.
For the purpose of this Article, the "vacation year" shall be the
calendar year.
Ten (10)-month employees may use accrued vacation during the period
of summer break up to June 30 with the approval of their supervisor.
8.3 The above provisions of vacation shali be subject to the Saint Paul Salary Plan
and Rates of Compensation, Section I, Subd. H.
`There is a difference in the ten (10)-month and twelve (12)-month accrual rates so that the
fuli value of the three (3) converted holidays (twenty-four [24] hours) will be earned during
� that length of work year. The twelve-month hours and days are based on a 2,080-hour work
year;the ten (10)-month hours and days are based on a 1,760-hour work year.
5
ARTICLE 8. VACATION (continued)
8.4 Sick leave accumulation in excess of 1,440 hours may be converted to paid �
vacation time at a ratio of two (2) hours of sick leave time for one (1) hour of
vacation time, to a maximum of five (5) regularly assigned workdays (not to
exceed a totai of forty (40) hours in any year.
There shall be no conversion of unused sick leave in any amount at any time to
any cash payment other than the above-described conversion to vacation time o r
severance pay in Article 13.
ARTICLE 9. LEAVES OF ABSENCE
9.1 Sick Leave. Sick leave shall accumulate at the rate of .0576 of a working hour
for each full hour on the payroll, excluding overtime. Sick leave accumulation is
unlimited. To be eligible for sick leave, the employee must report to his/her
supervisor no later than one-half hour past his/her regular scheduled starting
time. The granting of sick leave shall be subject to the terms and provisions of
this Agreement.
9.1.1 Soecified Aliowable Uses of Sick Leave. Any employee who has
accumulated sick leave credits as provided above shail be granted leave
with pay, for such period of time as the head of the department deems
necessary, on account of sickness or injury of the employee, quarantine
established and declared by the Bureau of Health, death of the
employee's mother, father, spouse, child, brother, sister, �
mother-in-law, father-in-law or other person who is a member of the
household; and may be granted leave with pay for such time as is
actually necessary for office visits to a doctor, dentist, optometrist,
etc., or in the case of sudden sickness or disability of a parent or a
member of his/her household, making arrangements for the care of
such sick or disabled persons up to a maximum of eight hours sick
leave.
9.1 .2 Funeral Leave. Any empioyee who has accumulated sick leave credits, as
provided in the Civil Service Rules, shall be granted one day of such
leave to attend the funeral of the employee's grandparent, grandchild,
aunt, uncle, sister-in-law or brother-in-law.
9.1 .3 Sick Child Care Leave. An employee who has worked for the District for
at least twelve (12) consecutive months for an average of twenty ( 2 0)
or more hours per week prior to the leave request may use accumulated
personal sick leave credits for absences required to care for the
employee's ill child. Sick leave for sick child care shall be granted on
the same terms as the employee is able to use sick leave for the
employee's own illness. This leave shall only be granted pursuant to
Minn. Stat. § 181.9413 and shall remain available as provided i n
Statute.
9.1 .4 Soouse/D�endent Parent Leave. Up to five (5) days of accumulated
sick leave may be used in a work year to allow the employee to care for
and attend to the serious or critical iliness of his/her spouse or
dependent parent. These days when used are deductible from sick leave. �
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ARTICLE 9. LEAVES OF ABSENCE (continued)
• 92 Court Dut�Leave. Any employee who is required during his/her regular working
hours to appear in court as a juror or witness except as a witness in his/her own
behalf against the Employer, shail be paid the regular pay while so engaged,
provided, however, that any fees that the employee may receive from the court
for such service shall be paid to the Employer and be deposited with the Employer
Business Office. Any empioyee who is scheduled to work a shift other than the
normal daytime shift shall be rescheduled to work the normal daytime shift
during such time as the employee is required to appear in court as a juror o r
witness.
9.3 Military Leave With Pay. Any employee who shall be a member of the National
Guard, the Naval Militia or any other component of the militia of the state, now
or hereafter organized or constituted under state or federal law, or who shall be a
member of the Officers Reserve Corps, the Enlisted Reserve Corps, the Naval
Reserve, the Marine Corps Reserve or any oiher reserve component of the
military or naval force of the United States, now or hereafter organized o r
constituted under federal law, shall be entitled to leave of absence from
employment without loss of pay, seniority status, efficiency rating, vacation,
sick leave or other benefits for all the time when such employee is engaged with
such organization or component in training or active service ordered or
authorized by proper authority pursuant to law, whether for state or federal
purposes, provided that such leave shall not exceed a total of fifteen (15) days i n
any calendar year and further provided that such leave shali be allowed only i n
� case the required military or naval service is satisfactorily pertormed, which
shall be presumed unless the contrary is established. Such leave shall not be
allowed unless the employee (1) returns to his/her position immediately upon
being relieved from such military or naval service and not later than the
expiration of time herein limited for such leave, or (2) is prevented from so
returning by physical or mental disability or other cause not due to such
employee's own fault, or (3) is required by proper authority to continue in such
military or naval service beyond the time herein limited for such leave.
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ARTICLE 9. LEAVES OF ABSENCE (continued)
9.4 General Non-Compensatory Leave of Absence. After three months of employment, �
an employee may make application for a leave of absence not to exceed one year. A
leave of absence shall be granted on the basis established in the Civil Service
Rules (Resolution No. 3250).
9.4.1 Said rules are supplemented and amended by the following provision:
All requests for unpaid leave are subject to District approval. Such
requests are to be submitted to the Human Resource Department on a
form provided by the Employer.
If an employee's request for thirty (30) days or more of non-medical
and non-parental leave is approved, the employee wiil be offered the
opportunity to return to employment in an equivalent position, if a
vacancy is available after the conclusion of the leave. If no equivalent
vacancy exists at that time, the District will continue to consider the
employee's return for two (2) years after the conclusion of leave. If no
equivalent vacancy has occurred and has been assigned by the end of two
(2) years from the conclusion of leave, the employee's name will be
dropped from consideration as though he/she had resigned, and the
employee will be considered resigned.
"Equivalent vacancy" means a position of the same job classification
held by the employee at the time of the leave, which remains i n
existence, has been vacated by the resignation or termination of another
employee, and which the District intends to fill in the same �
classification.
9.5 Parental Leave
9.5.1 Parental leave is a leave without pay or benefits which shall be granted
upon request subject to the provisions of this Section. It may be granted
for reasons of adoption or pregnancy and/or the need to provide parental
care for a child or children of the employee for an extended period of
time immediately following adoption or the conclusion of pregnancy;
such period of leave shall be no longer than one calendar year in length.
Leave up to six (6) calendar months shall be granted upon request.
Leave for more than six (6) calendar months is at the discretion of the
Employer.
9.5.2 In the case of pregnancy, an employee who wishes to use a period of
(paid) earned sick leave at the time of pregnancy and delivery-related
disability, may request unpaid parental leave for a period following the
use of earned sick leave; however, sick leave time shall not be granted
within (during the course o� a period of unpaid parental leave. The
employee requesting such sequential leave shall submit an application
in writing to the Director of Human Resources of Independent School
District No. 625 not later than twelve (12) weeks in advance of the
anticipated date of delivery. The employee will be required to submit,
at the time of use, appropriate medical verification for the sick leave �
time claimed.
ARTICLE 9. LEAVES OF ABSENCE (continued)
�
9.5.3 In the case of adoption, the employee shall submit to the Director of
Human Resources of Independent School District No. 625 a written
application including the anticipated date of piacement of the child, at
least tweive (12) weeks in advance of the anticipated date of placement,
or earlier if possibie. Documentation wiil be required,
9.5.4 When an employee is returning from parental leave extending over a
period of six (6) calendar months or less, the employee shall be placed,
at the beginning of the first pay period following the scheduled date of
return, in the same position heid prior to the leave or, if necessary, i n
an equivalent position.
9.5.5 When an employee has requested and
longer than six (6) calendar months,
calendar months, the employee will be
after the scheduled date of return as
becomes available. For purposes o
vacancy is a position in the same titl
incumbent, which is to be filled, and
rights.
been granted leave for a period
but no more than twelve (1 2)
placed in an equivalent position
soon as an equivalent vacancy
f this provision, an equivalent
e which exists, has no certified
for which no other person has
9.6 Family Medical Leave. Effective February 1, 1994, leaves of absence shall be
granted as required under the federal law known as the Family and Medical Leave
� Act (FMLA) so long as it remains in force. The Human Resource Department
provides procedures which coordinate contractual provisions with FMLA.
9.7 Schooi Activities Leave Without Pay. An employee may request and be granted up
to sixteen (16) hours of unpaid leave per calendar year for school activities of
his/her own child, pursuant to Minn. Stat. § 181.9412 rules, so long as the
Statute so provides.
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9.8 Military Leave Without Pav. Any employee who engages in active service in time
of war or other emergency declared by proper authority of any of the military or
naval forces of the State or of the United States for which leave is not otherwise
allowed by law shall be entitled to leave of absence from employment without pay
during such service with right of reinstatement and subject to such conditions as
are imposed by law. Such leaves of absence as are granted under 9.3 of this
Article shall conform to Minnesota Statutes, Section 192, as amended from time
to time and shall confer no additionai benefits other than those granted by said
statute.
9.9 Educational Leave. Leave with pay may be granted for educational purposes at the
option of the Employer.
9.10 Union Official Leave. An empioyee elected or appointed to a fuil-time paid
position by the exclusive representative may be granted a leave of absence
without pay for not more than one (i) year for the purpose of conducting the
duties of the exclusive representative.
0
ARTICLE 10. WAGES
10.1 The wage schedule, for purposes of this contract, shall be Appendices A, B and C
attached hereto. Both parties agree that the inclusion of the classifications and
salary ranges in Appendices A, B and C dces not preclude the employer from the
following:
1. Reorganizing;
2. Abolishing classifications;
3. Estabiishing new classifications;
4. Regrading classifications;
5. Reclassifying positions.
1 0.2 Both parties also agree that titles and grades in Appendices A, B and C refer to
employees in the positions at the date of signing of the Agreement. No employee in
this bargaining unit shall suffer any reduction in saiary because of a regrading
or reclassification during the contract period in which such regrading o r
reciassification takes place.
10.3 Notwithstanding 10.1 above, salary rates in Appendices A and C shall be reduced
in the amounts necessary to equalize payment to individual HRA employees and
independent School District No. 625 empioyees who receive different pension
benefits.
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70.4. Initial Step Placement. When an employee is regularly appointed into a title •
covered by this Agreement or moves from one title covered by this Agreement to
an appointment in a different title under this Agreement, shall be govemed by
Civil Service Rules.
10.5. Salary Ste�Progression
10.5.1 An employee must have received an overall rating of °Satisfactory° on
his/her most recent performance evaluation to receive any salary step
advancement.
10.5.2 Step Movement from January 1, 1998, through June 30, 1998, w i I I
be based on the following conditions:
10.5.2.1 Movement from step to step will not occur until the next full
pay period following the anniversary date of the employee's
provisional or reguiar appointment, so long as the employee
has remained continuously employed and has completed the
minimum number of hours described below.
10.5.2.2 For each additional 2,080 hours on the payroll, the
employee may advance beyond Step 1 by one (i) additional
step following his/her anniversary date, up to and including
Step 6.
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ARTICLE 10. WAGES (continued)
� Saiary Step Progression (continued)
10.5.2.3 For the purpose of progression to the Step 7 and Step 8
rates, the term "year of full-time service" shall be defined
as the compietion of a minimum of 2,080 hours on the
payroll for the equivalent of one (1) year of service.
10.5.2.4 When an employee completes ten (10) years of full-time
service in the District, that employee may be granted an
increase of one (1) additional salary step, not to exceed
Step 7(i.e., 2,080 hours x ten (10) years = 20,800
minimum hours required).
10.5.2.5 When an empioyee completes fifteen (15) years of full-time
service in the District, that employee may be granted an
increase of one (1) additional salary step, not to exceed
Step 8(i.e., 2,080 hours x fifteen (15) years = 31 ,200
minimum hours required).
10.5.3 On July 1, 1998, employees who were paid a minimum of 1,040 hours
in the previous tweive (12) months, whose last step advancement
occurred prior to June 1, 1998, and whose calendar years of service
support a step advancement will advance one (1) step on the salary
� schedule.
10.5.4 On January 1, 1999, employees who did not receive a step advancement
on July 1, 1998, and who would have qualified for a step advancement
under the conditions stated in 10.5.2, shail receive one step
advancement.
10.5.5 On July 1, 1999, and each July 1 thereafter, full-time employees who
were paid a minimum of 1,040 hours on the payroli will progress one
step up to Step 6(five (5)-year step). Part-time empioyees must
complete a pro-rata number of hours in order to qualify for a step
progression (i.e., a half-time employee must complete five hundred
twenty (520) hours to qualify for a step progression).
10.5.5.1 When an employee completes ten (10) calendar years of
service in the District, that employee may be granted an
increase of one (1) additional salary step on July 1 not to
exceed Step 7.
10.5.5.2 When an employee completes fifteen (15) calendar years
service in the District, that employee may be granted an
increase of one (1) additional salary step on July 1 not to
exceed Step 8.
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ARTICLE 11. WORKING OUT OF CLASSIFICATION
11.1 Employer shall avoid, whenever possible, working an employee on an �
out-of-ciass assignment for a prolonged period of time. Any employee working
an out-of-class assignment for a period in excess of fifteen (15) working days
during a year shall receive the rate of pay for the out-of-class assignmentin a
higher classification not later than the sixteenth (16th) day of such assignment.
For purposes of this Article, an out-of-class assignment is defined as an
assignment of an employee to perform, on a full-time basis, all of the significant
duties and responsibilities of a position different from the employee's regular
position, and which is in a classificatio� higher than the classification held by
such employee. The rate of pay for an approved out-of-class assignment shall be
the same rate the employee would receive if such employee received a regular
appointment to the higher classification.
11.2 For the following classifications, the provisions of 11.1 shall not apply to
performance of the duties of the next higher classification in the job series:
Clerk I
Clerk-Stenographer I
Clerk-Typist I
Data Entry Operator I
ARTICLE 12. MILEAGE
12.1 Employees of the School District under policy adopted by the Board of Education
may be reimbursed for the use of their automobiles for school business. To be
eligible for such reimbursement, employees must receive authorization from the
District Mileage Committee utilizing the following plan:
PLAN " A", effective with the adoption of this Agreement, is reimbursed at the
current Board of Education rate or 31¢ per mile whichever greater. In
addition, a maximum amount which can be paid per month is established by an
estimate furnished by the employee and the employee's supervisor.
Another consideration for establishing the maximum amount can be the
experience of another working in the same or similar position.
Under this plan, it is necessary for the employee to keep a record of each t r i p
made.
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ARTICLE 13. SEVERANCE PAY
� 13.1 The Empioyer shall provide a severance pay program as set forth in this Articie.
Payment of severance pay shall be made within the tau year of the retirement.
13.2 To be eligibie for the severance pay program, the employee must meet the
foliowing requirements:
13.2.1 The employee must be fifty-five (55) years of age or older or must be
eligible for pension under the "Rule of 90" provisions of the Public
Employees Retirement Association {PERA). The "Rule of 85" or the
"Rule of 90" criteria shall also apply to employees covered by a public
pension plan other than PERA.
13.2.2 The employee must be voluntarily separated from School District
employment or have been subject to separation by layoff or compulsory
retirement. Those empioyees who are discharged for cause, misconduct,
inefficiency, incompetency or any other disciplinary reason are not
eligible for this severance pay program.
13.2.3 The employee must file a waiver of re-employment with the Director of
Human Resources, which wili clearly indicate that by requesting
severance pay, the employee waives all ciaims to reinstatement o r
re-employment (of any type) with the City of Saint Paul or with
Independent School District No. 625.
� 13.3 If an employee requests severance pay and if the employee meets the eligibility
requirements set forth above, he o� she will be granted severance pay in an
amount equal to $50 pay for each day of accrued, unused sick leave, up to three
hundred (300) days.
13.4 The maximum amount of money that any employee may obtain through this
severance pay program is $15,000.
13.5 For the purpose of this severance pay program, a death of an employee shall be
considered as separation of employment and, if the employee would have met al I
of the requirements set forth above at the time of his or her death, payment of the
severance pay may be made to the employee's estate or spouse.
13.6 For the purpose of this severance pay program, a transfer from Independent
School District No. 625 employment to City of Saint Paul employment is not
considered a separation of empioyment, and such transferee shall not be eligible
for this severance program.
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ARTICLE 14. INSURANCE BENEFITS
SECTION 1. ACTNE EMPLOYEE HEALTH INSURANCE
1.1 The Employer will continue for the period of this Agreement to provide for active
employees such health and life insurance benefits as are provided by Employer at
the time of execution of this Agreement.
1.2 Eliaibility Waiting Period. Three (3) full months of continuous regularly
appointed service in Independent School District No. 625 will be required before
an eligible employee can receive the District contribution to premium cost for
health and life insurance provided herein.
1.3 Full-Time Status. For the purpose of this Articte, full-time employment is
defined as appearing on the payroll at least thiriy-two (32) hours per week o r
at least sixty-four (64) hours per pay period, excluding overtime hours.
1.4 Half-Time Status. For the purpose of this Article, half-time employment is
defined as appearing on the payroll at least twenty (20) hours but less than
thirty-two (32) hours per week or at least forty (40) hours but less than
sixty-four (64) hours per pay period, excluding overtime hours.
�
1.5 Emolover Contribution Amount--Full-Time Em�lovees. Effective
January 1, 1998, for each eligible employee covered by this Agreement who is
employed full time and who selects employee insurance coverage, the Employer
agrees to contribute the cost of such coverage or $196.05 per month, whichever �
is less. For each eiigibie fuii-time emptoyee who selects family coverage, the
Employer will contribute the cost of such family coverage or $350 per month,
whichever is less.
1.5.1 Effective January 1, 1999, for each eligible employee covered by this
Agreement who is employed full time and who selects employee
insurance coverage, the Employer agrees to contribute the cost of such
coverage or $205 per month, whichever is less. For each eligible f u i I-
time employee who selects family coverage, the Employer w i I I
contribute the cost of such family coverage or $375 per month,
whichever is less.
1.5.2 Effective January 1, 2000, for each eligible employee covered by this
Agreement who is employed fuI! time and who selects employee
insurance coverage, the Employer agrees to contribute the cost of such
coverage or $215 per month, whichever is less. For each eligible f u I I-
time employee who selects family coverage, the Employer w i I I
contribute the cost of such family coverage or $400 per month,
whichever is less.
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ARTICLE 14. INSURANCE, Section 1. (continued)
�
1.6 Emplover Contribution Amount--Haif-Time Empioyees. For each eligibVe
empioyee covered by this Agreement who is employed half time, the Employer
agrees to contribute fifty percent (50%) of the amount contributed for full-time
employees selecting empioyee coverage; or for each half-time empioyee who
selects family insurance coverage, the Employer will contribute fifty percent
(50%) of the amount contributed for full-time employees selecting family
coverage in the same insurance plan.
1.6.1 Notwithstanding Section 1.6 above, empioyees covered by this
Agreement and empioyed half time prior to January 1, 1986, shall
receive the same insurance contributions as a full-time employee. This
Section 1.6.1 applies only to employees who were employed half-time
during the month of December 1985 and shall continue to apply only �
long as such employee remains continuously employed half time.
1.7 Life Insurance. For each eligible employee, the Employer agrees to contribute
to the cost of $25,000 life insurance coverage. The total premium contribution
by the Empioyer for all life insurance coverage shall not exceed $6.32 per
month. This amount shall drop to $5,000 of coverage (in the event of earty
retirement) until the retiree reaches age 65; then all Employer coverage shall
terminate.
1.8 Flexible SpendingAccount. It is the intent of the Employer to maintain during
� the term of this Agreement a plan for medical and chiid care expense accounts to
be available to employees in this bargaining unit who are eligible for Employer-
paid premium contribution for health insurance for such expenses, within the
estabiished legal regulations and IRS requirements for such accounts.
1.9 The contributions indicated in this Article 14 shall be paid to the Employer's
group health and welfare plan.
1.10 Any cost of any premium for any Employer-offered employee or family
insurance coverage in excess of the dollar amounts stated in this Article 14 shall
be paid by the employee through payroll deduction.
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15
ARTICLE 14. INSURANCE (continued)
�
SECTION 2.
REfIREMENT HEALTH INSURANCE
Subd.1. Benefit Eligibilit�for Em�lo.veeswhoRetire BeforeAge65
1.1 Employees hired into District service before May 1. 1 996, must have completed
the following service eligibility requirements with Independent School District
No. 625 prior to retirement in order to be eligible for any payment of any
insurance premium contribution by ihe District after retirement:
A Be receiving pension benefits from PERA, St. Paul Teachers Retirement
Association or other public employee retiree program at the time of
retirement and have severed the employment relationship with Independent
School District 625;
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C.
Q
Must be at least fifty-eight (58) years of age and have completed
twenty-five (25) years of service, or;
The combination of their age and their years of service must equal
eighty-five (85) or more, or;
Must have completed at least thirty (30) years of service, or;
E. Must have completed at least twenty (20) consecutive years of service
within Independent School District No. 625 immediately preceding
retirement.
Years of regular service with the City of Saint Paul will continue to be counted
toward meeting the service requirement of this Subdivision 1.1 B, C or D, but
not for i.i E.
1.2 Em I�ovees hired into District service after May 1 1 996 must have completed
twenty (20) years of service with Independent School District No. 625. Time
with the City of Saint Paul witl not be counted toward this twenty (20)-year
requirement.
1.3 Eligibility requirements for all retirees:
A A retiree may not carry his/her spouse as a dependent if such spouse is
also an Independent School District No. 625 retiree or Independent School
District No.625 employee and eligible for and is enrolled in the
lndependent School Districi No. 625 health insurance program, or in any
other Employer-paid health insurance program.
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Additional dependents beyond those designated to the District at the time of
retirement may not be added at District expense after retirement.
The employee must make application through District procedures prior to
the date of retirement in order to be eligibie for any benefits provided i n
this Section.
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ARTICLE 14. INSURANCE (continued)
Subd. . Em I�over Contri6ution Levels for Em�lovees Retiring Before P�eSixty
2.1 Heaith Insurance Employer Contribution
The District will for the period of this Agreement provide employees who meet
the eligibility requirements for health insurance in 1.1 or 12 above, who retire
during the term of this Agreement, and until such employees reach sixty-five
�
(65) years of age, such health insurance premiu
dollar amount as were made by the District for
family coverage by thai carrier, for an empf
his/her last month of active employment. In t
those in place at execution of this Agreement, th
single or family coverage to the carrier at the
shall constitute the limit on future contributions.
family coverage premium contribution at date of
an increase in the amount of the Employer
premium contributions to a carrier after deleting
2.2 Life Insurance Employer Contribution
m contributions up to the same
health insurance for single o r
oyee under this Agreement, i n
he event new carriers replace
e dollar amounts being paid for
employee's date of retirement
Any employee who is receiving
retirement may not later claim
obligation for single coverage
family coverage.
The District will provide for early retirees who qualify under the conditions of
1.1 or 1.2 above, premium contributions for eligible retirees for $5,000 of life
insurance only until their sixty-fifth (65th) birthday. Nolife insurance will
be provided, or premium contributions paid, for any retiree age sixty-five ( 6 5)
or over.
Subd.3. Benefit EligibilitK for Em I�oyeesAfter AgeSixty-Five {65�
3.1 Em I�ovees hired into the District before May 1. 1 996. who retired before age
sixty-five (65) and are receiving benefits per Subd. 2 above are eligible, upon
reacfiing age sixty-tive (65}, for employer premium contributions for health
insurance described in Subd. 4 of this Article.
3.2 Emplovees hired into the District before May 1. 1996, who retire at age
sixty-five (65) or older must have completed the eligibility requirements in
Subd. 1 above or the following eligibility requirements to receive District
contributions toward post-age-sixty-five (65) health insurance premiums:
A Employees hired before January 1, 1990, must have completed at least ten
(10) years of continuous employment with the District. For such employees
or early retirees who have not completed at least ten (10) years of service
with the District at the time of their retirement, the Employer will
discontinue providing any health insurance contributions upon their
retirement or, in the case of early retirees, upon their reaching age
sixty-five (65).
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17
ARTICLE 14. INSURANCE, Section 2. (continued)
B. Empioyees hired on or after January 1, 1990 and prior to May 1, 1996,
must have completed twenty (20) years of continuous employment with the
District. For such employees or early retirees who have not completed at
least twenty (20) years of service with the District at the time of their
retirement, the Employer will discontinue providing any health insurance
contributions upon their retirement or, in the case of early retirees, upon
their reaching age sixty-five (65).
Years of certified civil service time with the City of Saint Paul eamed prior to
May 1, 1996, will continue to be counted toward meeting the DistricYs service
requirement of this Subd. 3. Civil service time worked with City of Saint Paul
after May 1, 1996, will be considered a break in District employment.
3.3 Em I�ovees hired on or after May 1 1996, shall not have or acquire in any way
any eligibility for Empioyer-paid health insurance premium contribution for
coverage in retirement at age sixty-five (65) and over in Subd. 4. Employees
hired on or after May 1, 1996, shall be eligible for only eariv retirement
insurance premium contributions as provided in Subd. 2 and Deferred
Compensation match in Subd. 5.
Subd. 4. Emplover Contribution Levels for Retirees After Age Sixty-Five �6 51
4.1 Em I�ovees hired into the District before May 1. 1996, and who meet the
eligib+lity requirements in Subdivisions 3.1 or 3.2 of this Article are eligible
for premium contributions for a Medicare Supplement health coverage policy
selected by the District. Premium contributions for such policy will not exceed:
Coverage Type
Medicare Eligible
Non-Medicare Eligible
Sinale
$300 per month
$400 per month
Fam i Iv
$400 per month
$500 per month
At no time shall any payment in any amount be made directly to the retiree.
Any premium cost in excess of the maximum contributions specified must be paid
directly and in full by the retiree, or coverage will be discontinued.
Subd. 5. Em�lovees hired after May_,1. 1 996, after completion of three (3) full years
of consecutive active service in Independent School District No. 625, are eligible to
participate in an employer matched Minnesota Deferred Compensation Plan. Upon
reaching eligibility, the District will match up to $500 per year of consecutive active
service, up to a cumulative lifetime maximum of $12,500. Part-time employees
working half-time or more will be eligible for up to one half (50%) of the available
District match. Approved non-compensatory leave shall not be couMed in reaching the
three (3) full years of consecutive active service, and shall not be considered a break i n
service. Time worked in the City of Saint Paul will not be counted toward this three
(3)-year requirement.
Federal and state rules goveming participation in the Minnesota Deferred Compensation
Plan shall apply. The employee, not the District, is solely responsible for determining
his/her total maximum allowable annual contribution amount under IRS regulations.
The employee must initiate an appiication to participate through the District's specified
procedures.
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ARTICLE 15. PROBATION
� 15.1 Generai Princi�es. This Article is effective for appointments made on or after
May 1, 1994. For the purpose of this Article, six (6) months shall mean six
(8) tul{-time equivalent months (1,040 hours on the payroil}. The calculation
for time on probation will exclude any unpaid breaks not worked by the
employee. E�ctended absences of any kind (paid or unpaid) lasting one (1) week
or more in duration may be excluded when calculating time toward the compietion
of any probationary period.
15.1 .1 If a District employee who is covered by this Agreement transfers to a
position in the City of Saint Paul, that employee will have the right to
return to his/her former position or to a position to which the
employee may have been transferred or assigned prior to the new
assignment, during or immediately at the conclusion of that
probationary period, if the employee tails psobation in the City
position.
15.2 Originai Employment Probation. A new employee shall serve a six (6)-month
probationary period, as defined in 15.1, above, following regular appointment
from an eligible list to a position covered by this Agreement. At any time during
this original probationary period, the employee may be suspended, disciplined o r
discharged at the discretion of the Employer, and without recourse to the
grievance procedure.
� 15.3. Promotional Probation. An employee newly promoted to a position covered by
this Agreement sfiall remain on promotionai probation for a period of six ( 6)
months. At any time during this probationary period, the employee may be
returned to the employee's previous position or to a position to which the
employee may have been transferred or assigned prior to the promotion, at the
discretion of the Employer, and without recourse to the grievance procedure.
�
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ARTICLE 16. SENIORffY
16.1 Seniority, for the purpose of this Agreement, shall be defined as follows: l7ie
length of continuous, regular, and probationary service with the Employer from
the date an employee was first certified and appointed to a ciass tit(e covered by
this Agreement, it being further understood that seniority is confined to the
current class assignment held by an employee. In cases where two or more
empioyees are appointed to the same class title on the same date, the seniority
shall be determined by employee's rank on the eligible list from which
certification was made.
16.2 Seniority shall terminate when an employee retires, resigns or is discharged.
16.3 In the event it is determined
workforce, employees will be
on inverse length of seniority
any of the titles listed below
length of total seniority in
Column B.
by the Employer that it is necessary to reduce the
laid off by class title within each department based
as defined above. However, when layoff occurs i n
under Column A, layoff shall be based on inverse
all titles listed on the corresponding line under
The Human Resource Department will identify such least senior employee in the
department reducing positions, and shall notify said employee of his/her
reduction from the department. If there are any vacancies in any of the titles
under Column B on which seniority was based, in any other District department,
the Human Resource Department shall place the affected employee in such
vacancy. If two or more vacant positions are available, the Human fiesource
Department shall decide which vacant positions the affected employee shall f i I1.
If no vacancy exists in such titles, then the least senior District employee in such
titles shall be identified, and if the employee affected by the original
departmental reduction is more senior, he/she shall have the right to claim that
position and the least senior Districi employee in such titles shal! be the
employee laid off. For the purposes of this Article, the Board of Education is not
included as a City department nor is a Board of Education employee included as a
City employee.
Column A
Clerk I
Clerk II
Clerk-Stenographer I
Clerk-Typist I
Clerk-Typist II
Data Entry Operator I
Column B
Clerk I, Clerk II
Clerk I, Clerk II
Clerk-Stenographer I,
Clerk-Stenographerll
Clerk-Typist I, Clerk-Typist
Clerk-Typist II, Cierk-Typist
Data Entry Operator I
Data Entry Operator II
16.4 In cases where there are promotional series, such as C(erk i, il, Ilf, etc., when
the number of employees in these higher titles is to be reduced, employees who
have held lower titles which are in this bargaining unit will be offered
reductions to the highest of these titles to which class seniority wou�d keep them
from being laid off, before layoffs are made by any class title in any department.
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ARTICLE 16. SENIORI7Y (continued)
� 16.5 fn cases where an employee to be laid off has held no regular appointment in a
lower title in the same promotionai series as his/her current title, that
employee will be offered a reduction to the title within the bargaining unit to
which he/she was regularly appointed immediately prior to his/her current
title, so long as there is either a vacancy or, if no vacancy exists, a less senior
employee in such tit{e may be displaced. In cases where an empfoyee to be laid off
has held no regular appointment to any titles immediately prior to his/her
current title, said employee shall be laid off. The employee reducing into atitle
formerly heid must satisfactorily complete a six (6)-month probationary period
in such title.
If the probationary period is not satisfactory, the employee shall, at any time
during the probationary period, be reinstated to hislher former title and shall be
laid off, but such employee's name will be placed on the reinstatement register in
hislher former title and "bumping" rights herein shal! not again apply to such
employee.
This procedure will be followed by the Board of Education for Board of Education
empioyees. City employees being reduced or laid off may not displace Board of
Education employees. Board of Education employees being reduced or laid off may
not displace City employees.
16.6 It is understood that such employees wiil pick up their former seniority date in
� any class of positions that they previously held.
16.7 Recall from layoff shall be in inverse order of layoff, except that recall rights
shali expire after two years of layoff.
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ARTICLE 17. DISCIPLINE
17.1 Discipline will be administered for just cause only. Discipline will be in the �
form of the foilowing actions. Such actions may be taken in an order different
form that listed here, based on the specific employee action.
17.1.1 Oral reprimand;
17.1.2 Written reprimand;
17.1.3 Suspension;
17.1.4 Reduction;
17.1.5 Discharge.
17.2 Any written reprimand made conceming any member of this bargaining unit
which is filed with the Human Resource Department or within any Employer
department, shall be shown to the member before it is placed on file. Before the
reprimand is placed on file, the Employer shall request from the employee an
acknowledgment, in writing, that the reprimand has been read by said employee.
17.3 Suspensions, reductions, and discharges will be in written form.
17.4 Employees and the Union will receive copies of written reprimands and notices of
suspension and discharge.
17.5 Employees may examine all information in their Employer personnel files that
concerns work evaluations, commendations and/or disciplinary actions. Files
may be examined at reasonable times under the direct supervision of 4he
Employer.
17.6 Preliminar�review. Prior to issuing a disciplinary action of unpaid suspension,
demotion, or discharge, the supervisor will make a recommendation to his/her �
supervisor regarding proposed discipline. That supervisor will then offer to
meet with the employee prior to making a final deiermination of the proposed
discipline. The employee shall have the opportunity to have Union representation
present and be provided the opportunity to speak on his/her behalf regarding the
proposed action. If the employee is unable to meet with the supervisor, the
employee will be given the opportunity to respond in writing.
17.7 An employee to be questioned conceming an investigation of disciplinary action
shall have the right to request that a Union representative be present.
17.8 A grievance relating to this Article shall be processed in accordance with the
grievance procedure in Article 19 of this Agreement. This provision is not
intended to abrogate rights of veterans pursuant to statute.
ARTICLE 18. EMPLOYEE RECORDS
18.1 Any written reprimand made concerning any member of this bargaining u�it
which is filed with the Human Resource Department or within any Employer
departmeni, shall be shown to the member before it is placed on file. Before the
reprimand is placed on file, the Employer shall request from the employee an
acknowledgment, in writing, that the reprimand has been read by said empioyee.
18.2 Any member of the bargaining unit may, during usual working hours, with the
approval of the supervisor, review any materiai placed in the empioyee's
personnel file, after first giving proper notice to the supervisor in custody of �
such file.
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ARTICLE 19. GRIEVANCE PROCEDURE
� 19.1 The Employer shall recognize stewards selected in accordance with Union rules
and regulations as the grievance representative of the bargaining unit. The Union
shall notify the Empioyer in writing of the names of the stewards and of their
successors when so named.
19.2 It is recognized and accepted by the Employer and the Union that the processing of
grievances as hereinafter provided is limited by the job duties and
responsibilities of the employees and shall therefore be accomplished during
working hours only when consistent with such employee duties and
responsibilities. The steward involved and a grieving employee shall suffer no
loss in pay when a grievance is processed during working hours, provided the
steward and the employee have notified and received the approval of their
supervisor to be absent to process a grievance and that such absence would not be
detrimental to the work programs of the Employer.
19.3 The procedure established by this Article shall be the sole and exclusive
procedure, except for the appeal of disciplinary action as provided by Article 17,
for the processing of grievances, which are defined as an alleged violation of the
terms and conditions of this Agreement.
19.4 Grievance shail be resolved in conformance with the following procedure:
Ste° 1. Upon the occurrence of an alleged violation of this Agreement, the
� employee involved with or without the steward shall attempt to resolve
the matter on an informal basis with the employee's supervisor. If the
matter is not resolved to the empioyee's satisfaction by the informai
discussion, it may be reduced to writing and referred to Step 2 by the
Union. The written grievance shall set forth the nature of the
grievance, the facts on which it is based, the alfeged section(s) of the
Agreement violated, and relief requested. Any alieged violation of the
Agreement not reduced to writing by the Union within fifteen ( 1 5)
workdays of the first occurrence of the event giving rise to the
grievance shall be considered waived.
Ste° 2. Within ten (10) workdays after receiving the written grievance, a
designated Employer supervisor shail meet with the Union steward and
attempt to resolve the grievance. If, as a result of this meeting, the
grievance remains unresolved, the Employer shall reply in writing to
the Union within five (5) workdays following this meeting. The Union
may refer the grievance in writing to Step 3 within ten (10) workdays
following receipt of the Employer's written answer. Any grievance not
referred in writing by the Union within ten (10) workdays following
receipt of the Employer's answer shall be considered waived.
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ARTICLE 19. GRIEVANCE PROCEDURE (continued)
Ste� 3. Within ten (10) workdays following receipt of a grievance referred �
from Step 2, a designated Employer supervisor shaii meei with the
Union Business Manager or his/her designated representative, the
Employee, and the steward, and attempt to resolve the grievance.
Within ten (10) workdays following this meeting, the Employer shall
reply in writing to the Union, stating the Employer's answer
concerning the grievance, If, as a resuft of the written response, the
grievance remains unresolved, the Union may refer the grievance to
Step 4. Any grievance not referred in writing by the Union to Step 4
within ten (10) workdays following receipt of the Employer's answer
shall be considered waived.
Ste� 4. If the grievance remains unresolved, the Union may within ten ( 1 0)
workdays after the response of the Empioyer in Step 3, by written
notice to the Employer request arbitration of the grievance. The
arbitration proceedings shall be conducted by an arbitrator to be
selected by mutual agreement of the Employer and the Union within ten
(10) workdays after notice has been given. If the parties fail to
mutually agree upon an arbitrator within the said ten (10)-day period,
either party may request the Bureau of Mediation Services to submit a
panel of five (5) arbitrators. Both the Employer and the Union shall
have the right to strike two (2) names from the panel. The Union shall
strike the first (1 st) name; the Employer shall then strike one ( 1)
name. The process will be repeated and the remaining person shall be �
the arbitrator.
19.5 The arbitrator shall have no right to amend, modify, nullify, ignore, add to or
subtract from the provisions of this Agreement. The arbitrator shall consider
and decide only the specific issue submitted in writing by the Employer and the
Union and shall have no authority to make a decision on any other issue not so
submiited. The arbitrator sha!! be without power to make decisions conirary io
or inconsistent with or modifying or varying in any way the application of laws,
rules or regulations having the force and effect of law. The arbitrator's decision
shall be submitted in writing within thirty (30) days following close of the
hearing or the submission of briefs by the parties, whichever be later, unless
the parties agree to an eMension. The decision shalt be based solely on the
arbitrator's interpretation or application of the express terms of this Agreement
and to the facts of the grievance presented. The decision of the arbitrator shall be
final and binding on the Employer, the Union, and the employees.
19.6 The fees and expenses tor the arbitrator's services and proceedings shall be
borne equally by the Employer and the Union, provided that each party shall be
responsible for compensating its own representatives and witnesses. If either
party desires a verbatim record of the proceedings, it may cause such a record to
be made, providing it pays for the record.
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ARTICLE 19. GRIEVANCE PROCEDURE (continued)
� 19.7 The time limits in each step of this procedure may be extended by mutuai
agreement of the Employer and the Union.
19.8 It is understood by the Union and the Employer that if an issue is determined by
this grievance procedure, it shall not again be submitted for determination in
another forum. If an issue is determined by any other forum, it shall not again
be submitted for arbitration under this grievance procedure. This provision is
not intended to abrogate rights under state or federai statutes.
19.8.1 Notwithstanding that portion of Article 27.2 referring to laws of the
City of Saint Paul, no issue regarding actions taken under this
Agreement shall be submitted to the Civii Service Commission, except
as permitted in Article 17.8, for persons covered by veterans
preference.
ARTICLE 20. TEMPORARY EMPLOYEES
20.1 It is recognized that temporary employees are within the unit covered by this
Agreement, however, except as specifically provided by this Agreement,
temporary employees shali not have or acquire any rights or benefits other than
specifically provided by the provisions of the Civil Service Rules and/or the
� Saint Paul Salary Plan and Rates of Compensation.
ARTICLE 21. BULLETIN BOARDS
21.1 The Employer shall provide reasonable bulletin space for use by the Union in
posting notices of Union business and activities. Said bulletin board space shall
not be used by the Union for political purposes other than Union elections. Use of
this bulletin board is subject to approval of the department head.
ARTICLE 22. VACANCIES
22.1. The Human Resource Department will send notices of job vacancies to each
building to be posted at least five (5) working days before filiing the vacancy so
that qualified District employees who hold the title may apply for consideration.
22.2. For the purpose of this Article, a vacancy need not be posted if it is to be fiiled by
a current employee to avoid a layoff.
22.3. For the purpose of this Article, a vacancy need not be posted if it is to be filled
through reinstatement of a laid-off School District employee covered by this
� Agreement with recall rights to the vacancy.
F�.7
ARTICLE 23. NON-DISCRIMINATION
23.1 The terms and conditions of this Agreement will be applied to employees equally
without regard to or discrimination for or against any individual because of race,
color, creed, sex, age or because of inembership or non-membership in the
Union.
23.2 Employees will perform their duties and responsibilities in a non-
discriminatory manner as such duties and responsibilities involve other
employees and the general public.
ARTICLE 24. NO STRIKE, NO LOCKOUT
24.1 Neither the Union, its officers or agents, nor any of the employees covered by
this Agreement will engage in, encourage, sanction or support any strike, or the
withholding in whole or in part of the full performance of their duties during the
life of this Agreement, except as specifically allowed by the Public Employment
Labor Relations Act. In the event of a violation of this Article, the Employer w i I I
warn employees of the consequences of their action and shall instruct them to
immediately return to their normal duties. Any employee who fails to return to
his/her full duties within twenty-four (24) hours of such waming may be
subject to the penalties provided in the Public Employment Labor Relations Act.
24.2 No lockout, or refusal to allow employees to perform available work, shall be
instituted by the Employer and/or its appointing authorities during the life of
this Agreement.
ARTICLE 25. LEGAL SERVICES
25.1 Except in cases of malfeasance in office or willful or wanton neglect of duty, the
Employer shall defend, save harmless, and indemnify employee against tort claim
or demand, whether groundless or otherwise, arising out of alleged acts or
omission occurring in the performance or scope of the employee's duties.
25.2 Notwithstanding 25.1, the Employer shall not be responsible for paying any legal
service fee or for providing any Iegal service arising from any legal action where
the employee is the plaintiff.
ARTICIE 26. SAFETY SHOES
The District agrees to pay thirty dollars ($30) per year toward the cost of safety shoes
purchased by an employee who is a member of this unit, under the following conditions:
The District shall contribute toward the cost of one (1) pair of shoes per
contract year and shall not be responsible for any additional cost of any additional
shoes hereafter. This reimbursement of thirty dollars ($30) shall be made only
after verification of expenditure and approval by the Department head o r
designated supervisor of the employee. This thirty dollar ($30) Employer
contribution shall apply only to those employees who are required to wear
protective shoes or boots by the Employer, and the contribution shall not exceed
the actual cost of such shoes or boots.
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ARTICLE 27. TERMS OF AGREEMENT
� 27.1 Complete Ac�reement and Waiver of Bargaining. This Agreement shall represent
the complete Agreement between the Union and the Empioyer. The parties
acknowledge that during the negotiations which resulted in this Agreement, each
had the uniimited right and opportunity to make requests and proposals with
respect to any subject or matter not removed by law from the area of collective
bargaining, and that the complete understandings and agreements arrived at by
the parties after the exercise of that right and opportunity are set forth in this
Agreement. Therefore, the Employer and the Union, for the life of this
Agreement, each voluntarily and unqualifiedly waives the right, and each agrees
that the other shall not be obligated to bargain collectively with respect to any
subject or matter referred to or covered in this Agreement.
27.1.1 Pav Equit� Possible Re-Opener.
If, during the term of this Agreement, the District is found out of
compliance with Pay Equity requirements by the Minnesota Department
of Employee Relations (DOER), and if the finding of non-compliance
indicates that American Federation of State, County, and Municipai
Employees' classes which are female-dominated and described by DOBi
as under-compensated are a specific contributing cause of the non-
compliance judgment, and if the non-compliance judgment stands after
the completion of any and all appeal processes, then the District and the
Union wiii re-open the contract for the sole purpose of negotiations
limited to efforts to address the specific compliance problems in a
� manner designed by the parties to move toward compliance.
The Union and the District acknowledge that no right to strike is derived
from any outcome of the negotiations or lack of agreement during this
re-opener, should it be necessary to re-open.
27.2 Savings Clause. This Agreement is subject to the laws of the United States, the
State of Minnesota, and the City of Saint Paul. In the event any provision of this
Agreement shall hold to be contrary to law by a court of competent jurisdiction
from whose final judgment or decree no appeal has been taken within the time
provided, such provision shall be voided. All other provisions shall continue i n
full force and effect.
27.3 Term of Agreement. This Agreement shall be in full force and effect from
January 1, 1998, through June 30, 2000, and shall be automatically renewed
from year to year thereafter unless either party shall notify the other in writing
by June 1 that it desires to modify or terminate this Agreement.
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Fari
ARTICLE 27. TERMS OF AGREEMENT (continued)
27.4 This constitutes a tentative Agreement between the parties which wiil be
recommended by the NegotiationslLabor Relations Manager, but is subject to the
approval of the Board of Education and is also subject to ratification by Local
Union No. 844.
WfTNESSES:
1NDEPENDEM SCHOOL DISTRICT NO. 625
�
egotiations/L or Relations
Assistant Manager
�� �y�8
D
LOCAL UNION 844, DISTRIGT COUNCIL
14 OF THE AMERICAN FEDERATION OF
STATE, COUNTY, AND MUNICIPAL
�'�esident, Local 844 �
/ ��� �i�c.,._
Busine Representative
S /� ���
Date
i�s:
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APPENDICES A, B AND C
APPENDIX A: SALARY SCHEDULES
APPENDIX B: TITLES AND GRADES
APPENDIX C: CLERICAL STANDARD RANGES
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APPENDIX A: TITLES AND SALARIES
Clerical Employees
Years of
Service ' START 1 Year 2 Years 3 Years 4 Years 5 Years 10 Years 15 Years
Step 7 2 3 4 5 6 7 8
Grade 7
Trainee (Clericap
Trainee (Child Development
Trainee (Maintenance)
Trainee (Storehouse)
13-98 718.51 768.10 795.41 822.76 847.44 872.86 899.05 937.00
7-4-98 734.68 785.39 813.31 84127 866.50 892.50 919.28 958.09
73-99 742.03 79324 821.44 849.68 875.17 901.43 928.47 967.67
Grade 8
Trainee (Counselor Aide)
Trainee (Management)
Trainee (Technical)
13-98 734.72
7-4-98 751.25
73-99 758.76
Grade 9
Clerk I
Servfce Worker If
1-3-98 748.89
7-4-98 765.74
7-3-99 773.40
Grade 10
Clerk-Typist I
Clerk-Typist I (Bilingual)
13-98 766.07
7-4-98 783.30
73-99 791.14
Grade 12
Data Entry Operator I
1-3-98 795.41
7-4-98 813.31
73-99 821.44
783.28
800.90
808.91
802.52
820.58
828.78
815.66
834.01
842.35
854.10
873.32
882.05
Grade 13
Clerk-Stenographer 1
Courier/Data Processing Aide
Mail Clerk
13-98 870.61 870.33
7-4-98 828.85 889.91
7-3-99 837.14 898.81
810.61
828.85
837.14
828.82
847.47
855.94
841.97
860.91
869.52
860.18
879.53
888.33
867.23
886.74
895.61
885.98
905.91
914.97
845.00 872.32 898.49
864.02 891.95 918.71
872.66 900.87 927.90
884.47 916.33 943.83
904.37 936.94 965.07
913.42 946.31 974.72
893.24
913.34
922.47
912.57
933.10
942.43
920.04
940.74
950.15
939.93
ssi.os
970.69
925.45 953.22
94627 974.67
955.73 984.41
972.13 1,00129
994.00 1,023.82
1,003.94 1,034.06
958.63
980.20
990.00
979.13
1,007.16
1,011.17
992.50
1,015.13
i
1,042.32
�,oss.n
1,076.43
901.66 937.09 965.20 994.76 1,023.98 1,065.77
921.95 958.77 986.91 1,016.53 1,047.02 7,089.75
931.77 967.75 996.78 1,026.70 7,057.49 1,100.64
�Years ot Service: Years listed (or steps are iilustretrve. See ArtiGe 10 Mr salary schedule step progression rules.
�
�
30
� APPENDIX A: CLERICAL EMPLOYEES TITLES AND SALARIES {continued)
Years of
Service � START 7 Year 2 Years 3 Years 4 Years 5 Years 10 Years 15 Years
Step 1 2 3 4 5 6 7 8
Grade 14
Clerk II
1-3-98 826.82 889.53 923.98 957.87 986.6� t,016.2t 1.046.fi9 1.089.08
7-4-98 847.47 909.55 944.77 979.42 1,008.80 1,039.07 1,07025 1,113.59
7-3-99 855.94 918.64 95422 98922 1,018.89 1,049.46 1,080.95 1,124.72
Grade 15
Order Distribution Assistant
13-98 845.00 904.70
7-4-98 864.02 925.05
73-99 872.66 934.30
Grade 16
Data Entry Operator il
13-98 86423
7-4-98 883.67
7-3-99 892.51
942.55 980.79 1,01027 1,040.52 1,071.�3 1,715.30
963.76 1,002.86 1,032.94 7,063.94 1,095.85 1,140.40
973.39 1,012.89 1,04327 1,074.58 1,106.80 1,151.80
930.54 966.61 1.008.38
951.48 988.35 1,031.07
960.99 998.24 1,041.38
Grade 17
� Clerk-Typist II
Clerk-7ypist II (Bilingual)
Community Education Clerk-Typist
Receptionist
1-3-98 884.47 952.41
7-4-98 904.37 973.84
7-3-99 973.42 983.58
�
Grade 19
Accounting Clerk I
Clerk-Stenographer II
EDP Aide
Security Monitor
Storeroom Assistant
1-3-98 923.98 997.74
7-4-98 944.77 1.020.19
73-99 95422 1,030.39
989.55
1,017.82
1,021.94
1,042.5�
1,066.03
7,076.69
7,033.13
7,056.37
1,066.93
1,088.63
1,113.12
1.12425
1,038.63
1,062.00
1,072.62
1,064.13
1,088.07
1,098.95
1,72729
1, 7 46.52
1.757.99
1,069.79
1,093.86
1.104.80
1,096.05
7,120.71
7.131.92
1,154.93
7,180.92
1,192.73
1.101.89
1,126.68
1,137.94
1,128.93
7,154.33
7.165.87
7,189.58
1,276.34
7,228.51
1,146.01
1,17779
1,183.51
1,175.52
1,201.97
1,27 3.99
1,236.25
1,264.06
1,276.71
Grade 20
Clerk III
13-98 943.65 1,028.42 7,072.09 1,11927 1,152.84 7,187.43 1,223.06 1,270.73
7-4-98 964.88 1,051.56 7,09621 1,744.45 1,178.78 1,274.15 1,250.58 1,299.32
73-99 974.53 1,062.07 1,107.17 1,155.89 1,190.57 1,226.29 1,263.08 1,312.32
�Years of Service: Years listetl for steps are illustretive. See Article 10 for salary schetlule step progression rules.
31
APPENDIX A: CLERICAL EMPLOYEES TITLES AND SALARIES (continued)
Years of
Service ' ST ART 1 Year 2 Years 3 Y 4 Years 5 Years 10 Years 15 Years
Step 1 2 3 4 5 6 7 8
Grade 27
Delivery Assistant
1-3-98 966.61 1,050.84 1,096.89 1,147.60 1,182.02 1,217.49 7,254.01 1,302.62
7-4-98 988.35 1,074.48 1,121.57 1,173.42 7,208.61 1,244.88 1,28222 1,331.93
7-3-99 998.24 7,08523 7,132.78 1.185.15 1,220.70 1,257.33 1295.04 1,345.25
Grade 22
Clerk-Stenographer III
Clerk-Typist ill
Clerk-Typist III (Bilingual)
Data Entry Operator 111
Duplicating Equipment Operator
Elementary School Clerk
Payroll Clerk I
1-3-98 989.55 1,07920 1,13226
7-4-98 1.011.82 1.103.48 1,157.74
73-99 1, 021.94 1,114.51 1, 7 69.32
Grede 23
Cashier
1-3-98 1,017.82 1, 7 08.66
7-4-98 7,04072 7,133.60
73-99 1,051.13 1,144.94
Grade 24
Accounting Clerk 11
13-98 1.044.95
7-4-98 1,068.46
73-99 1,079.15
Grade 25
Payroll Clerk II
13-98 1,070.90
7-4-98 1,095.00
73-99 1,105.95
1.738.18
7 ,163.79
1.175.42
1,167.67
1,193.95
1,205.88
1,157.05
1,783.09
7,194.92
1,190.09
1,216.87
1,229.04
1,218.40
1,245.82
1,258.28
1.181.82
7,2QSA1
1,220.50
�,2io.ia
7,237.41
1,249.78
1,245.56
1,273.59
1,286.33
1,270.32
1.298.90
1,311.89
1,217.27
1,244.66
1,257.11
i,zas.as
1,274.54
1,287.28
1,282.93
7,371.80
1.324.92
1,308.42
1,337.86
1,35124
1,253.79
7,282.00
1.294.82
1,283.89
1,312.78
1,325.97
1,321.42
1,351.15
1,364.66
1,347.69
1,378.01
1.391.79
1.297.41
1,320.46
1,333.67
1,322.40
1,352.15
1,365.68
1,361.06
7,397.68
1,405.60
1.388.11
1,419.34
1,433.54
1,341.14
1,371.31
1,385.03
1,373.06
1,403.95
1,417.99
1.412.88
1,444.67
1,459.12
1,440.74
1,473.16
1.487.89
Grade 26
Computer Operator
13-98 1,100.43 1,200.71 1,255.02 1,311.63 1,350.98 7,391.51 7,433.27 1.487.24
7-4-98 1,125.19 1,227.73 1.283.26 1,341.14 1,381.38 1,422.82 7.465.51 1.520.70
7-3-99 1,136.44 1,240.00 1,296.09 7,354.55 1,395.19 1,437.05 1,480.17 1.535.91
; Years of Service: Years listed for steps are illustretive. See Article 10 for salary schedule step progreuion rules.
�J
�
�
32
u
�
r�
�
APPENDIX A: CLERiCAL EMPLOYEES 71TLES AND SALARIES (continued)
Years of
Service ' STAFiT 1 Year 2 Years 3 Yeare 4 Years 5 Years 70 Years 15 Years
Step 1 2 3 4 5 6 7 8
Grade 27
Cferk IV
Furniture Processor
Storekeeper
1-3-98 1,100.43 1,205.45 7,260.91 1,321.08 1,360.72 1,401.53 7,443.57 1,497.87
7-4-98 1,125.19 1,232.57 1,28928 1,350.80 1,397.33 7,433.06 1,476.05 1,531.57
7-3-99 1,136.44 1,244.90 1,302.17 7,364.31 7,40525 1,447.40 1,490.81 1,546.89
Grade 29
Duplicating Equipment Operator Supervisor
Storekeeper (FOOd Service)
7 3-98 1, 7 59.40 1,270.32 1,331.69 1,391.87
7-4-98 1,185.49 1.298.90 1,361.66 1,423.19
7-3-9 9 1,197.34 1.311.89 1, 375.27 1.437.42
Grade 30
Instructional Media Clerk
Procurement Specialist Trainee
Secretary
Senior High School Clerical Services Supervisor
1-3-98 1,193.64 7,303.35 1,368.30 1,430.82
7-4-98 1, 220.49 1, 332.68 1, 399.08 1, 463.0 7
73-99 1,232.70 7,346.00 1,413.07 1,477.65
Grade 31
Clerical Supervisor
Sioreroom Supervisor
1-3-98 1,225.48 1,339.96 1,401.34
7-4-98 1,253.05 7,370.11 1,432.87
73-99 1,265.58 7.383.81 1,447.19
1,433.62
1,465.88
1,480.54
1,473.75
1,506.91
1,521.97
1,468.62 1,512.68
1,507.66 1,546.71
1,516.68 1,562.18
1,476.64
1,509.87
1,524.97
1,517.96
1,552.12
1,567.64
1,558.06
1,593.11
1,609.04
1,520.94
1,555.16
1,570.71
1,563.51
1,598.68
1,614.67
1,604.80
1,640.91
1,657.32
1,577.55
1,613.04
1.629.17
1,621.39
1,657.87
7,674.45
1,663.94
1,701.37
t,718.39
Grade 32
Procurement Specialist
13-98 1,259.75 1,378.90 1,443.84 1,511.09 1,556.43 1,603.12 1,651.22 1,71174
7-4-98 1,288.09 1,409.93 1,476.33 1,545.09 1,591.45 1,639.19 1,688.37 1,75025
73-99 1,300.97 1,424.03 1,491.09 1,560.54 1,607.36 1,655.59 1,70525 1,767J6
Grade 33
Payroll Systems Supervisor
Transportation Coordinator I
1-3-98 1,293.93 1,419.06 1,483.92
7-4-98 1,323.04 1,450.99 1,517.31
7-3-99 1,336.27 1,465.50 1,532.48
1,553.57 1,600.17 1,648.17 1,697.62 1,759.53
1,588.52 1,636.18 1,68525 1,735.82 1,799.12
1,604.41 1,652.54 1,702.11 1,753.18 1,817.11
�Years of Service Years listed for steps are illustratrve. See Article 10 for salary schedule step progression rules.
�.$3
APPENDIX A: CLERICAL EMPLOYEES TITLES AND SALARIES (continueq)
Years of
Service ' START 1 Year 2 Years 3 Years 4 Yea 5 Years 10 Years 15 Years
Step 1 2 3 4 5 6 7 8
Grade 35
Traffic Operations Coordinator
1-3-98 1,368.30 1,496.94 1,568.94 1,642.09 1,691.35 1,742.09 1,794.35 1,859.77
7-4-98 1,399.08 1,530.62 1,604.24 7,679.03 1,729.41 1,78128 1,834.72 1,901,00
73-99 1,413.07 1,545.93 1,62029 1,695.82 7,746.70 7,799.70 1,853.07 1,920,01
Grade 36
Disbursement Auditing Supervisor
t-3-98 1,406.03 1,539.40 1,613.76 1,691.67 1,742.42 1,794.69 1,848.54 1,974.97
7-4-98 1,437.67 7,574.04 7,650.07 7,729.73 1,781.62 1,835.07 1,890.13 1,958.06
73-99 1,452.04 1,589.78 1,666.57 7,747.03 1,799.44 1,853.42 1,909.03 1,977.64
Grade 37
Transportation Coordinator II
13-98 1,445.01 1,583.06 7,657.46 1,736.49 1,788.59 1,842.24 1,897.50 1,965.41
7-4-98 1,477.53 t,618.68 7,69476 7,775.56 1,828.83 1,883.69 1,94020 2,009.63
73-99 1,492.30 1,634.87 1,771.70 1,793.31 1,847.12 1,902.52 1,959.60 2,029.73
Hourly Titles
Storehouse Helper
Effective START 1 Year
13-98 15.73 16.16
7-4-98 16.09 16.53
73-99 76.25 16.69
Stores Clerk-School Food Service
Effective START 1 Year
1-3-98 16.59 17.00
7-4-98 16.97 17.39
73-99 1 �.14 17.56
�Years of Service: Years listed for steps are illustratrve. See Article 10 for salary schedule step progression rules
�
�
�
34
•
�
�
APPENDIX B
Grade
19
24
23
31
9
14
20
27
13
19
22
10
10
17
17
22
22
17
26
13
12
16
22
21
36
22
29
19
CLERICAL TfTLES AND GRADES
Title
Accounting CVerkl
Accounting Clerk II
Cashier
Clerical Supervisor
Clerk I
Clerk II
Clerk III
Clerk IV
Cierk-Stenographerl
Clerk-Stenographer II
Clerk-Stenographerfll
Cierk-Typist I
Clerk-Typist I (Bilingual)
Clerk-Typist II
Clerk-Typist II (Bilingual)
Clerk-Typist III
Clerk-Typist III (Bilingual)
Community Education Cierk Typist
Computer Operator
CouriedData Processing Aide
Data Entry Operetor 1
Data Entry Operator II
Data Entry Operator III
Delivery Assisiant
Disbursement Auditing Supervisor
Duplicating Equipment Operator
Duplicating Equipment Operator Supv.
EDP Aide
Grade Title
22 Elementary School C4erk
27 Fumiture Processor
30 Instructional Media Clerk
13 Mail Clerk
15 Order Distribution Assistant
22 Payroll Clerk I
25 Payroli Clerk II
33 Payroll Systems Supervisor
32 Procurement Specialist
30 Procurement Specialist Trainee
17 Receptionist
30 Secretary
19 Security Monitor
30 Senior High School Clerical Services Supv.
9 Service Worker II
Hourly Storehouse Helper
27 Storekeeper
29 Storekeeper(Food Service)
19 Storeroom Assistant
31 Storeroom Supervisor
Hourly Stores C4erk (School Food Service)
7 Trainee (Clerical)
7 Trainee (Child Development)
7 Trainee (Maintenance)
7 Trainee (Storehouse)
35 Traffic Operations Coordinator
33 Transportation Coordinator I
37 Transportation Coordinator II
35
APPENDIX C: CLERICAL STANDARD RANGES
Yrs. of Service Start
Step 1
10
11
12
13
14
15
16
17
18
19
20
21
�
23
24
25
26
27
28
29
30
31
32
33
sa
35
36
37
38
39
40
41
42
43
44
45
46
47
48
49
50
JANUARY 3, 1998
1 Year 2 Years 3 Years 4 Years 5 Years
2 3 4 5 6
10 Years 15 Years
642.67
656.46
668.96
679.11
691.23
705.38
718.51
734.72
748.89
766.07
777.19
795.41
810.61
828.82
845.00
864.23
884.47
901.66
923.98
943.65
966.61
989.55
1,017.82
1,044.95
1,07Q.90
1,100.43
1,100.43
1,132.26
1,159.40
1,193.64
1,225.48
1,259.75
1,293.93
1,331.69
1,368.30
1,406.03
1,445.01
1,487.47
1,529.94
1,574.82
1,617.30
1,662.13
1,711.69
1,758.93
1,807.31
1,861.48
1,917.34
1,974.87
2,034.12
2,095.11
683.10
698.37
711.43
688.17
738.78
752.93
�sa.yo
78328
802.52
815.66
833.87
854.10
870.33
889.53
904.70
930.54
952.41
977.54
997.74
1,028.42
1,050.84
1,079.20
1,108.66
1,138.18
1,167.67
1,200,71
1,205,45
1,233,78
1,270,32
1,303.35
1,339.96
1,378.90
1,419.06
1,457.96
1,496.94
1,539.40
1,583.06
1,629.70
1,675.10
1,723.52
1,77425
1,823.81
1,874.54
1,930.01
1,984.30
2,043.80
2,105.13
2,168.28
z,z�.sa
2,300.34
709.42
718.51
734.72
748.89
766.07
�n.is
795.41
810.61
828.82
845.00
862.21
884.47
901.66
923.98
942.55
966.61
989.55
1,017.82
1,042.57
1,072.09
1,096.89
1,13226
1,157.05
1,190.09
1,215.40
1,255.02
1,260.91
1,292.74
1,331.69
1,368.30
1,401.34
1,443.84
1,483.92
1,524.08
1,568.94
1,613.76
1,657.46
1,705.78
1,755.37
1,803.74
1,855.68
1,909.95
1,961.89
2,024.44
2,077.53
2,139.84
2,204.04
2,270, i 5
2,338,26
2,408.41
730.67
743.83
761.05
774.19
791.42
aoa.sz
822.76
841.97
860.18
872.32
893.55
916.33
937.09
957.87
980.79
1,008.38
1,033.13
1,060.28
1,088.63
1,11927
1,147.60
1,181.82
1,210.18
1,245.56
7,270.32
1,311.63
1,321.08
1,349.41
1.391.87
1,430.82
1,468.62
1,511.09
7,553.57
i,sss.os
1,642.09
1,691.67
1,736.49
1,784.89
1,836.80
1,891.11
1,94420
1,999.64
2,05628
2,117.64
2,179.02
2,244.38
2,311.71
2,381.05
2,as2.as
2,526.06
752.60
766.15
783.88
797.47
815.16
828.66
847.44
86723
885.98
898.49
920.35
943.83
965.20
986.60
1,070.21
1,038.63
1,064.13
1,092.09
1,12129
1,152.84
1,182.02
1,21727
7,246.49
1,282.93
1,308.42
1,350.98
1,360.72
1,389.89
1,433.62
1,473.75
1,512.68
1,556.43
1,600.17
1.643.94
1,691.35
1,742.42
1,788.59
1,838.44
1,891.91
1,947.85
2,002.52
2,059.62
2,117.96
2,181.77
2,244.39
2,311.71
2,381.06
2,452.48
2,s2s.os
2,601.84
775.17
789.13
807.39
821.32
839.62
853.51
872.86
89324
912.57
925.45
947.97
972.13
994.16
1,01627
7,040.52
1,069.79
1,096.05
1,124.84
1,154.93
1.187.43
1,217.49
1,253.79
1,283.89
1,321.42
t,347.69
1,391.51
1,401.53
1,431.60
1,476.64
1,517.96
1,558.06
1,603.12
1,648.17
1,69326
i,�a2.os
1,794.69
1,84224
1,893.59
1,948.67
2,00628
2,062.80
2,121.42
2,181.51
2,246.61
2,31172
2,381.05
2,452.49
2,526.05
2,soi.sa
2,679.91
798.43
812.80
831.62
845.96
864.81
679.13
899.05
920.04
939.93
95322
976.41
1,00129
1,023.98
1,046.69
1,071.73
1,101.89
1,128.93
1,158.61
1,189.58
1,223.06
1,254.01
1,291.41
1,322.40
1,361.06
i,388.11
1,43327
1,443.57
1,474.53
1,520.94
1,563.57
1,604.80
1,65122
1,697.62
],744.07
1,794.35
1,848.54
1,897.50
1,950.40
2,007.13
2,066.47
2,124.47
2,185.05
2,246.95
2,314.00
2,381.07
2,452.49
2,526.06
2,607.83
2,s�s.s�
2,760.31
�
833.36
848.17
867.55
882.34
901.73
916.49
937.00
956.63
979.13
992.80
7,016.68
1,042.32
1,065.77
1,089.06
1,115.30
1,146.01
1,175.52
1,205.02
1,23625
1,270.73
1,302.62
1,347.14
1,373.06
1,412.88 �
t,44Q.74
1,48724
1,497.87
1,533.09
1,577.55
1,621.39
1,663.94
1,711.74
1,759.53
1,807.37
i,asan
1,914.97
1,965.47
2,019.90
2,078.32
2,139.44
2,199.19
2,261.59
2,325.35
2,394.41
2,463.48
2,537.05
2,672.83
2,690.88
2,ni zs
2,854.09
�
36
APPENDIX C: CLERICAL STANDARD RANGES, JULY 4, 1998 (continued)
� Yrs. of Service StaR 1 Year 2 Years 3 Years 4 Years 5 Years 10 Years 15 Years
Step 1 2 3 4 5 6 7 8
�
�
9
10
11
12
13
14
15
16
17
18
19
20
21
22
23
24
25
26
27
28
29
30
31
32
33
34
35
36
37
�
39
40
41
42
43
44
45
46
47
48
49
50
657.13
67123
684.02
694.39
706.79
721.26
734.68
751.25
765.74
783.30
794.68
813.31
828.85
847.47
864.02
883.67
904.37
921.95
saa.n
964.88
988.35
1,011.82
1,040.72
1,068.46
1,095.00
1,125.19
1,125.19
1,157.74
1,785.49
1,220.49
1,253.05
1,288.09
1,323.04
1,361.66
1,399.08
1.437.67
1,477.53
1,520.93
1,564.36
1,61026
1,653.69
1,699.52
1,750.20
1,798.50
1,847.98
1,903.36
1,960.48
2,019.30
2,079.88
2,142.25
698.47
714.02
727.43
703.65
755.40
769.87
785.39
800.90
820.58
834.01
852.63
873.32
889.91
909.55
925.05
951.48
973.84
999.53
i ,ozo. i s
1,051.56
1,074.48
1,103.48
1,133.60
1,163.79
1,193.95
1,227.73
1,232.57
1,261.54
1,298.90
1,332.68
1,370.11
1,409.93
1,450.99
1,490.76
1,530.62
1,574.04
1,618.68
1,665.75
1,712.79
t,762.30
1,814.17
1,864.85
1,916.72
1,973.44
2,028.95
2,089.78
2,152.49
2,217.06
2,283.59
2,352.09
725.39
734.68
751.25
765.74
783.30
794.68
813.31
828.85
847.47
864.02
881.61
904.37
921.95
saa.n
963.76
988.35
1,011.82
1,040.72
1,066.03
1,09621
1,121.57
1,157.74
1,183.09
1,216.87
1,245.82
1,283.26
1,289.28
1,321.83
1,361.66
1,399.08
1,432.87
1,476.33
1,517.31
1,558.37
1,60424
1,650.07
1,694.76
1,744.16
1,794.87
1,844.32
1,89�.43
1,952.93
2,006.03
2,069.99
2,12427
2,187.98
2,253.63
2,32123
2,390.87
2,462.60
747.11
760.57
778.17
791.61
80922
822.63
84127
860.91
879.53
891.95
913.65
936.94
958.17
979.42
1,002.86
1,031.07
1,056.37
1,084.14
1,113.12
1,144.45
1,173.42
1,208.41
1,237.41
1,273.59
1,298.90
1,341.14
1,350.80
1,379.77
1,423.19
1,463.01
1,501.66
1,545.09
1,588.52
1,631.97
1,679.03
1.729.73
1,775.56
1,825.05
1,878.13
1,933.66
1,987.94
2,044.63
2,102.55
2,16529
2,228.05
2,294.88
2,363.72
2,434.62
2,507.67
2,582.90
769.53
783.39
801.52
815.35
833.50
847.30
866.50
886.74
905.91
91871
941.06
965.07
986.91
1,008.80
1,032.94
1,062.00
1,088.07
1,116.66
1,146.52
1.178.78
1,208.61
1,244.66
1,274.54
1,311.80
1,337.86
1,381.38
1,391.33
1,421.16
1,465.88
1,506.91
1,546.71
1,591.45
1,636.18
1,680.93
1,729.41
i .781.62
1,828.83
1,879.80
1,934.48
1,991.67
2,047.58
2,105.96
2,165.62
2,230.24
2,294.89
2,363.72
2,434.63
2,507.66
2,582.90
2,660.38
792.61
806.89
825.55
839.80
858.51
872.72
892.50
913.34
933.10
946.27
96929
994.00
1,016.53
1,039.07
1,063.94
1,093.86
1,120.71
1,150.15
1,180.92
1,214.15
1,244.88
1,282.00
1,312.76
1,351.15
1,378.01
1,422.82
7,433.06
1,463.81
1,509.87
1,552.12
1,593.11
1,639.19
1,685.25
1,731.36
1,781.28
1,835.07
1,883.69
1,936.20
1,992.51
2,051.42
2,109.01
2,169.15
2,230.60
2,297.16
2,363.73
2,434.62
2,507.67
2,582.89
2,660.38
2,74020
816.39
831.09
850.33
865.00
88427
898.91
91928
940.74
961.08
974.67
998.38
1,023.82
1,047.02
1,070.25
1,095.85
1,126.68
1,154.33
1,184.67
1,216.34
1,250.58
1,282.22
1,320.46
1,352.15
1,391.68
1,419.34
1,465.51
1,476.05
1,507.71
1,555.16
1,598.68
1,640.91
1,688.37
1,735.82
1,783.31
1,834.72
1,890.13
1,940.20
1,994.28
2,052.29
2,112.96
2,172.27
2,234.22
2,297.51
2,366.07
2,434.64
2,507.67
2,582.90
2,660.37
2,740.20
2.822.41
852.11
867.25
887.07
902.19
922.02
937.11
958.09
980.20
1,001.16
1,015.13
1,039.56
1,065.77
1,089.75
1,1�3.59
1,140.40
1,171.79
1,201.97
1,232.13
1,264.06
1,299.32
1,331.93
1,371.31
1,403.95
1,444.67
1,473.16
1,520.70
1,531.57
1,567.59
1,613.04
7,657.87
1,701.37
1,750.25
1,799.12
1,848.03
1,901.00
1,958.06
2,009.63
2,065.35
2,125.09
2,187.57
2,248.68
2,312.47
2,377.67
2,44829
2,518.91
2,594.13
2,671.62
2.751.43
2,833.65
2,918.31
37
APPENDIX C: CLERICAL STANDARD RANGES, JULY 3, 1999 (continued)
Yrs. of Service
4
5
6
7
8
9
10
11
12
13
14
15
16
17
18
19
20
21
22
23
24
25
26
27
28
29
30
31
32
?r3
34
35
36
37
36
39
40
41
42
43
44
45
46
47
48
49
50
15 Years �
860.63
875.93
895.94
91121
93124
946.48
967.67
990.00
1,011.17
1,025.29
1,049.95
1,076.43
1,100.64
1,124.72
1,151.80
1,183.51
1,213.99
1,244.45
1,276.71
1,312.32
1,34525
1,385.03
1,417.99
1,459.12
1,487.89 �
1,535.91
1,546.89
1,58326
1,629.17
1,674.45
1,718.39
1,767.76
1,817.11
1,866.51
�,s2o.oi
1,977.64
2,029.73
2,086.00
2,146.34
2,209.45
2,271.16
2,335.60
2,401.45
2,472.77
2,544.10
2,620.07
2,698.33
2,778.94
2,861.98
2,947.49
�1
�J
Start
663.70
677.94
690.86
701.33
713.86
728.47
742.03
758.76
773.40
791.14
802.63
821.44
837.14
855.94
872.66
892.51
913.42
931.17
95422
974.53
99824
1,021.94
1,051.13
1,079.15
1,105.95
1,136.44
1,736.44
1,169.32
1,197.34
1,232.70
1,265.58
1,300.97
7,33627
7,375.27
1,413.07
1,452.04
1,492.30
1,536.74
1,580.01
1,626.36
1,670.22
t,716.52
t,767.70
7,816.49
1,866.46
1,922.40
1,980.08
2,039.49
2,700.68
2,163.67
i Year 2 Years 3 Years
2 3 4
705.46
721.16
734.71
710.69
762.96
777.57
79324
808.91
828.78
842.35
861.16
882.05
898.81
918.64
934.30
960.99
983.58
1,009.53
1,030.39
1,062.07
1,085.23
1,114.51
1,144.94
1,175.42
1,205.88
1,240.00
1,244.90
1,274.16
1,311.89
1,346.00
1,383.81
1,424.03
1,465.50
1,505.67
1,545.93
1,589.78
1,634.87
1,682.41
1,729.92
i,ns.s2
1,832.32
t,883.50
1,935.89
1,993.17
2,04924
2,110.68
2,174.02
2,23923
2,306.43
2,375.61
732.64
742.03
758.76
773.40
791.14
802.63
82i.44
837.14
855.94
872.66
890.43
913.42
931.17
954.22
973.39
99824
1,021.94
1,051.13
1,076.69
1,107.17
1,13278
1,169.32
1,194.92
1,229.04
1,258.28
7,296.09
1,302.17
1,335.05
1,37527
1,413.07
1,447.19
1,491.09
7,532.48
1,573.96
i,s2o.zs
1,666.57
1,711.70
1,761.61
1,812.82
t,asz.��
7.916.40
1,972.45
2,026.09
2,090.69
2,145.51
2,209.86
2,276.17
2,344.44
2,414.78
2,48723
754.58
768.17
785.95
799.52
817.32
830.85
849.68
869.52
888.33
900.87
922.79
946.31
967.75
989.22
1,012.89
1,041.38
1,066.93
1,094.98
1,124.25
1,155.89
1,185.15
�,2zoso
1,249.78
1,286.33
1,311.89
1,354.55
1,364.31
1,393.57
1,437.42
1,477.65
1,516.68
1,560.54
7,604.41
1,64829
1,695.82
1,747.03
1,793.31
1,843.30
1,896.91
1,952.99
2,007.82
2,065.07
2,123.57
2,186.94
2,250.33
2,317.83
2,387.36
2,458.97
2,532.75
2,608.73
4 Years 5 Years 10 Vears
5 6 7
777.22
79123
809.53
823.50
841.84
sss.n
875.17
895.61
914.97
927.90
950.47
974.72
996.78
1,018.89
7,04327
1,072.62
1,098.95
1,127.82
1,157.99
1,190.57
1,220.70
1,257.11
7,287.28
1,324.92
1,35124
1,395.19
7,405.25
1,435.37
1,480.54
1,521.97
1,562.18
1,607.36
1,652.54
1,697.74
�,�as.�o
1,799.44
1,847.12
1,898.60
1,953.83
2,011.59
2,068.05
2, 727.02
2,18727
2,252.55
2,317.84
2,387.36
2,458.98
2,532.74
2,608.73
2,686.99
800.53
814.96
833.81
848.20
867.10
881.44
901.43
922.47
942.43
955.73
978.99
7,003.94
1,026.70
1,049.46
1,074.58
1,104.80
1,131.92
1,161.66
t, 7 92.73
1,22629
1,257.33
1,294.82
1,325.91
1,364.66
1,39179
1,437.05
1,447.40
1,478.45
1,524.97
1,567.64
1,609.04
1,655.59
1,702.11
1,748.67
�,�ss.io
1,853.42
1,902.52
1,955.56
2,012.44
2,071.94
2,130.10
2,190.84
2,252.90
2,320.13
2,387.37
2,458.97
2.532.75
2,608.72
2,686.99
2,767.61
824.56
839.40
858.83
873.65
893.17
907.90
928.47
950.15
970.69
984.41
1,008.36
1,034.06
1,057.49
1,080.95
1,106.80
1,137.94
1,165.87
1,196.52
1,228.51
1,263.08
1,295.04
1,333.67
1,365.68
1,405.60
1,433.54
1,480.17
1,490.81
1,522.79
1,570.71
7,614.67
1,657.32
1,70525
1,753.18
1,801.74
i,ass.o�
1,909.03
1,959.60
2,01423
2,072.81
2,134.09
2,193.99
2,256.56
2,320.49
2,389.73
2,458.99
2,532.75
2,608.73
2,686.98
2,767.61
2,850.64
38
�
ADDITIONAL INFORMATION
(Not a Part of the Agreement)
MEMORANDA OF UNDERSTANDING
Labor Management Task Force
�
�
Filling Vacancies and Staffing Levels
39
MEMORANDUM OF UNDERSTANDING
BETWEEN
AMERICAN FEDERATION OF STATE, COUNTY AND MUNICIPAL EMPLOYEES,
DtSTRICT COUNCIL 14, LOCAL MO. 844 (AFSCME)
REGARDING LABOR MANAGEMENT TASK FORCE
The parties agree to create a formal Labor Management Task Force to review the
appropriate use of titles in various positions in the District. It is further understood
that the Union and the Employer will appoint members to the task force and all decisions
will be through consensus based decision making. The Task Force will make
recommendations to the Superintendent of Schools and the Union.
The Union and the District agree that the Task Force will:
1. Review descriptions for tities and identify elements that distinguish the typical
responsibilities for AFSCME positions from others in the District.
2. Identify and discuss existing positions and appropriate unit determinations.
3. Work to develop a procedure to assure future appointments are piaced in the
appropriate title and bargaining unit.
4. Develop an agreement regarding employees in the District who currently are found to
be in the wrong title or bargaining unit.
5. Prepare monthiy progress reports to the Union and the Superintendent of Schoots.
INDEPENDENT SCHOOL DISTRICT NO. 625
LOCAL UNION 844, DISTRICT COUNCIL
14 OF THE AMERICAN FEDERATION OF
STATE, COUNTY, AN�NICIPAL
�J_ �� \..X.�C.�
Business Representative
���1�'� l��
Date
// � yP�
D
40
�
�
�
/ �
� �
� /..��iiy'/�' '��//.'�:
i :.. . . . . �
.
MEMORANDUM OF UNDERSTANDING
�
BETWEEN
AMERICAN FEDERATION OF STATE, COUNTY AND MUNICIPAL EMPLOYEES,
DISTRICT COUNCIL 14, LOCAL NO. 844 (AFSCME)
REGARDING FILLING VACANCIES AND STAFFING LEVELS
�
r�
�
The Union and Employer agree to utilize a Labor Management Task Force with consensus
based decision making to expiore the following topics:
• the levei of clericai staffing in buildings
• the time required to fill vacancies
The Task Force wili make recommendations to the Superintendent of Schools and the
Union.
The parties agree to a good faith attempt to resolve the issues. The goal of the Task Force
will be to present formai recommendations by September 1, 1998.
INDEPENDENT SCHOOL DISTRICT NO. 625
LOCAL UNION 844, DISTRICT COUNCIL
14 O� THE AMERICAN FEDERATIOfV OF
STATE, COUNTY, AND MUNICIPAL
/%r._ , ..�/Z�ii� �% .%% ��
�. �� s �8
Dat
1 1 JIIIG Il� LVV0.1 V'�'� /
� /
/ /
/ / {/
G
Business Representative
�"/�S''/�
Date
41
Assisiant Manager
INDEX
c
Court Duty Leave ........................................7
D
Discipline ................................................ 22
Dues ......................................................... 2
E
Educational Leave ........................................9
Employee Records ..................................... 22
F
Fair Share Fee ............................................1
Family Medical Leave ..................................9
Filling Vacancies And Staffing Levels........... 41
Flexible Spending Account ......................... 15
Funernl Leave .........................................�--.6
G
Grievance Procedute ................................... 23
H
Health Insurance ........................................ 14
Holidays....................................................4
G
Labor Management Task Force .................... 40
L,eaves Of Absence ......................................6
L.egal Services .......................................... 26
Life Insurance ........................................... 15
Lunch Breaks ..............................................3
M
Mileage................................................... 12
Military Leave With Pay 7
N
No Strike, No Lockout ............................... 26
Non-Compensatory I,eave Of Absence .............8
Non-Discrimination ................................... 26
0
Overtime...................................................3
P
Pazental Leave ............................................ S
Preamble .................................................. iv
Probation ................................................. 19
R
Rest Breaks ................................................3
Retirement Health Insurance ........................ 16
S
Safety Shoes ............................................ 26
Salaries ..............................30, 31, 32, 33, 34
Salary Step Progession .............................. 10
Seniority ................................................. 20
Severance Pay ........................................... 13
Sick Child Care Leave ..................................6
SickLeave .................................................6
Sponse/Dependent Parent Leave .....................6
T
Temporary Employees ................................ 25
U
Union Official Leave ....................................9
V
Vacancies ................................................. 25
Vacancies and Staffing Levels ...................... 41
V acation .................................................... 5
W
Wages ..................................................... 10
WorkWeek ................................................3
Workday.................................................... 3
Working Ouc Of Classification .................... I Z
�
�I
.
r �
�
42
Council File # gg _�, �
ORIGINAI.
Presented
Referred To
Committee Date
►J
�
RESOLUTION
CITY OF SAINT PAUL, MINNESOTA
Green Sheet # 62405
0
RESOLVED, that the Council of the City of Saint Paul hereby approves and ratifies the attached
1998-2000 Agreement between the Independent School District No. 625 and Local Union 844, District
Council 14 of the American Federation of State, Counry and Municipal Employees, AFL-CIO.
DEPARTMENT/OFFICE/COUNCIL: DATE INITIATED GREEN SAEET No.: 62405 �����,
LABOR RELATIONS July 28,1948
CQNTACI PERSON & PHONE: � Ih'ITfnI1DATE IMTIAUDA7E
JLTLIE KRAUS 266-6513
ASSIGN 1 DEPARI'MENT DIR. � 4 CITY COUNCIL
NUMBER 2 CITY ATIORNEY CI1Y CLERK
MOST BE ON COUNCIL AGEIVDA BY (DATE) FOR BUIXiET DIl2. FIN. & MGT. SERVICE DIR.
ROUTA'G 3MAYOR(ORASST.)�
ORDER
TOTAL # OF SIGNATURE PAGES_1 (CLIP ALL LOCATIONS FOR SIGNATURE)
acnox �xeQUESren: T'his resolution approves the attached 1998-2000 Agree�ent between Independent School
District No. 625 and Local Union 844, District Council 14 af the American Federation of State, County and
Municipal Employees, AFL-CIO
RECOMMENDATSONS: Approve (A) or Reject (R) PERSONAL SERVICE CONTRA(7fS MUST ANSWER TfIE FOLLOWING
QUESTIONS:
_PI,ANNING COMMISSION _CIVIL SERV[CE COMMISSION 1. Has ihis person/firtn ever worked under a contract for this depaztrnent?
CIB COMMI7IEE Yes No
STAFF 2. Hac this penon/firm ever been a city employee?
DIS7RICT COURT Yes No
SUPPORTS WHICH COi7NCIL OBIECTIVE? 3. Does this personffirm possess a skill not nom�atly possessed by any curtrnt city employee?
Yes No ���n
Explain ail yes answers on sepa �hl attach to green sheet
INTTIATING PROBLEM, ISSUE, OPPORTIIIY[1'Y (Who, Whay W6en, Where, Why):
�6.Y��'S �FFiC�
ADVANTAGES IF APPROVED:
This Agreement pertains to Boazd of Education employees only.
DISADVANTAGES IF APPROVED:
DISADVANTAGES IF NOT APPROVED:
TOTAL AMOiJNT OF TRANSAG7TON: aone COST/REVENUE BUDGETED:
FUNDING SOURCE: ACTMTY NUMBER:
FINANCIAL INFORMA'1'ION: (EXPLA►N}
w`a i �. e .: 9 ,�.� .is'�
?-� � � 4� ry` ��' i
Y�n.:nnslY3c�cQ�rnh(�'.oYf46C _-t'_ '.��3 � -:.:iy
AUG � 4�99� �i��- 3 � 1998
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INDEPENDENT SCHOOL DISTRICT NO. 625
BOARD OF EDUCATION
SAINT PAUL PUBLIC SCHOOLS
DATE: May 12, 1998
qg-�t�.l
TOPIC: Approval of Employment Agreement Between Independent School District
No. 625, Saint Paul Public Schools and AFSCME Council 14, Local 844,
Representing Clericai Employees
A. PERTINENT FACTS:
New Agreement is for a two and one-half year period from January 1, 1998, through June 30,
2000. This extended period is to move from a calendar year contract and align with the District's
fiscal year.
2. Contract changes are as follows:
Waoes: Effective January 3, 1998, increase wage scheduie 2.5%. Effective
July 4, 1998, increase wage schedule 2.25%. Effective July 3, 1999, increase wage
schedule 1%. The timing of step increases will be changed from anniversary date to
annually at the beginning of the fiscal year. This change was made to facilitate District
business practices.
Insurance: The insurance premium contributions by the District are increased from
The current insurance caps of $190 fior singie coverage and $330 for family coverage will
increase as follows:
Effective January 1, 1998
Effective January 1, 1999
Effective January 1, 2000
Sinale Familv
$196.04 $350.00
$205.00 $375.00
$215.00 $400.00
Retiree Health Insurance: Language revised, removing options that created a tax liability for
empioyees.
Holidavs: The Columbus Day holiday is deleted and replaced with the Day After
Thanksgiving. Veterans Day and two fioating holidays are converted to vacation days. The
eligibility language is revised. These changes streamline the leave system by aligning the
leave system with the organizational calendar and reducing payroli processing time.
Severance Pav: Employees who retire and meet eligibility requirements will receive $50 per
eight hours of unused, accumulated sick leave up to a maximum of $15,000. This replaces
ali previous severance pay plans.
Sick Leave: Employees may use up to five sick days to care for and attend to the serious or
critical iliness of his/her spouse or dependent parent.
3. The District has 270 �TE's in this bargaining unit.
4. This request is submitted by Susan Gutbrod, Negotiations/Labor Relations Assistant Manager;
Richard Kreyer, Negotiations/Labor Relations Manager; and William A. Larson, Assistant
Superintendent, Fisca{ Affairs and Operations.
B. RECOMMENDATION:
That the Board of Education of lndependent School District No. 625 approve and adopt the
Agreement concerning the terms and conditions of employment for clerical employees in this
school district; duration of said Agreement is for the period of January 1, 1998, through
June 30, 2000.
INDEPENDENT SCHOOL DISTRICT NO. 625 p l
BOARD OF EDUCATION �0 �
SAINT PAUL PUBLIC SCHOOLS
DATE: May 12, 1998
TOPIC: Approval of Employment Agreement Between Independent School District
No. 625, Saint Paul Public Schools and AFSCME Council 14, Local 844,
Representing Clerical Employees
A. PERTINENT FACTS:
New Agreement is for a two and one-haif year period from January 7, 1998, through June 30,
2000. This extended period is to move from a calendar year contract and align with the District's
fiscal year.
2. Contract changes are as follows:
Waoes: Effective January 3, 1998, increase wage schedule 2.5%. Effective
July 4, 1998, increase wage schedule 225%. Effective July 3, 1999, increase wage
schedule 1°fo. The timing of step increases will be changed from anniversary date to
annually at the beginning of the fiscal year. This change was made to facilitate District
business practices.
Insurance: The insurance premium contributions by the District are increased from
The current insurance caps of $190 for single coverage and $330 for family coverage will
increase as follows:
Sinale Familv
Effective January 1, 1998 $196.04 $350.00
Effective January 1, 1999 $205.00 $375.00
Effective January 1, 2000 $215.00 $400.00
Retiree Health Insurance: Language revised, removing options that created a tax liability for
employees.
Holidavs: The Columbus Day holiday is deleted and replaced with the Day After
Thanksgiving. Veterans Day and two floating holidays are converted to vacation days. The
eligibility language is revised. These changes streamline the leave system by aligning the
leave system with the organizationat calendar and reducing payroll processing time.
Severance Pav: Employees who retire and meet eligibility requirements will receive $50 per
eight hours of unused, accumulated sick leave up to a maximum of $15,000. This replaces
all previous severance pay plans.
Sick Leave: Employees may use up to five sick days to care for and attend to the serious or
critical illness of his/her spouse or dependent parent.
3. The District has 270 FTE's in this bargaining unit.
This request is submitted by Susan Gutbrod, Negotiations/Labor Relations Assistant Manager;
Richard Kreyer, Negotiations/Labor Relations Manager; and William A. Larson, Assistant
Superintendent, Fiscal Affairs and Operations.
B. RECOMMENDATION:
That the Soard of Education of lndependent School Distriet No. 625 approve and adopt the
Agreement concerning the terms and conditions of employment for clerical employees in this
school district; duration of said Agreement is for the period of January 1, 1998, through
June 30, 2000.
q
g � �al
�
1998 - 2000
AGREEMENT BETWEEN
�,
SAINT PAUL PUBLIC SCHOOLS
INDEPENDENT SCHOOL DISTRICT NO. 625
• �.
LOCAL UNION 844
DISTRICT COUNCIL 14
OF THE AMERICAN FEDERATION OF
STATE, COUNTY, AND MUNICIPAL
EMPLOYEES, AFL-CIO
Representing Clerical Employees
January l, 1998 Through June 30, 2000
�
�' Saint Paul Public Schoo/s
L/ F E L O N C L E A R N/ N G
� �`� d �9
•'ia thepabticsavit�e
�
�' Saint Paul Public Schools
L/ F E L O M 6 L E A N N/ M 6
SAINT PAUL PUBLIC SCHOOLS
Independent Schooi District No. 625
Board of Education
Mary Thornton Phillips - Chair
Greg Filice - Vice Chair
Gilbert de la O- Clerk
Neal Thao - Treasurer
Administration
Curman L. Gaines -
Maureen A. Flanagan -
Mae E. Gaskins
William A. Larson
Cy R. Yusten
Tom Conlon - Director
Becky Montgomery - Director
AI Oertwig - Director
Superintendent of Schools
Executive Assistant
Superintendent of Schools
Assistant Superintendent
Accountability, Technology
and Support Services
Assistant Superintendent
Fiscal Affairs and Operations
Assistant Superintendent
Teaching and Leaming
��
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TABLE O� CONTENTS
•
ARTICLE
Articie 1.
Articie 2.
Article 3.
Article 4.
Article 5.
Articie 6.
Article 7.
Article 8.
Article 9.
Article 10.
Article 11.
Article 12.
Article 13.
Articie 14.
Artic4e 15.
Article 16.
Article 17.
Article 18.
Article 19.
Article 20.
Articie 21.
Article 22.
Article 23.
Article 24.
Article 25.
Articie 26.
Articie 27.
Preamble ............................................
Recognition .........................................
Check .............................................
Maintenance of Standards ...................
Management Rights .............................
Work Day ............................................
Lunch Breaks and Rest Breaks...........
Ho I i d ays ............................................ ..
Vacation..............................................
Leaves of Absence ...............................
Wages ..................................................
Working Out of Classification ............
Mileage ...............................................
Severance Pay ....................................
Insurance Benefits .............................
Probation ............................................
Seniority ............................................
Discipline ...........................................
Employee Records ...............................
Grievance Procedure ..........................
Temporary Employees ........................
Bulletin Boards ..................................
Vacancies ............................................
Non-Discrimination ...........................
No Strike, No Lockout .........................
Legal Services ....................................
Safeiy Shoes ........................................
Terms of Agreement ...........................
Appendix A. Titles and Salaries......
Appendix B. Tit{es and Grades ........
Appendix C. Standard Ranges..........
PAGE
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ADDITIONAL INFORMATION
(Not a Part of the Negotiated Agreement)
MEMORANDA OF UNDERSTANDING
Labor Management Task Force ..........................................................................................4 0
Fiiling Vacancies and Staffing Levels ................................................................................4 1
Index..................................................................................................................................4 2
�
PREAMBLE
This Agreement, entered into by Independent Schooi District No. 625, hereinafter �
referred to as the Employer or as the District, and Local Union 844, affiliated with
Council 14 of the American Federation of State, County, and Municipal Employees,
AFL-CIO, hereinafter referred to as the Union, has as its purpose the promotion of
harmonious relations between the Employer and the Union, the establishment of an
equitable and peaceful procedure for the resolution of differences, and the establishment
of rates of pay, hours of work, and other conditions of employment.
�
�
IV
ARTICLE 1. RECOGNITION
� 1.1 The Employer recognizes the Union as the sole and exclusive bargaining agent for
the purpose of estabiishing salaries, wages, hours, and other conditions of
employment for all of its empioyees as outlined in the certification by the State of
Minnesota Bureau of Mediation Services, dated October 16, 1986, in Case
No. 87-PR-158 and as amended and as set forth in Section 1.2 below.
1.2 The bargaining unit covered by this Agreement shall consist of the following: All
office, clericai, and administrative personnei who are employed by Independent
Schooi District No. 625, Saint Paui, Minnesota, who work a minimum of fourteen
(14) hours per week and sixty-seven (67) days per year, and who are public
employees within the meaning of Minn. Stat. § 179A.03, Subd. 14 in the
classifications of:
Accounting Clerk I EDP Aide
Accounting Clerk II Elementary School Clerk
Cashier Furniture Processor
Clerical Supervisor Instructional Media Clerk
Clerk I Mail Clerk
Clerk II Order Distribution Assistant
Cierk III Payroll Clerk I
Clerk IV Payroll Clerk II
Clerk-Stenographer I Payroll Systems Supervisor
Clerk-Stenographer 11 Procurement Specialist
Clerk-Stenographer Iil Procurement Specialist Trainee
� Clerk-Typist I Receptionist
Clerk-Typist I (Bilingual) Secretary
Clerk-Typist II Security Monitor
Clerk-Typist II (Bilingual) Senior High School Clericai Services
Clerk-Typist III Supervisor
Clerk-Typist III (Bilingual) Service Worker II
Community Education Clerk Typist Storehouse Helper
Computer Operator Storekeeper
Courier/Data Processing Aide Storekeeper (Food Service)
Data Entry Operator I Storeroom Assistant
Data Entry Operator II Storeroom Supervisor
Data Entry Operator III Stores Clerk (Schooi Food Service)
Delivery Assistant Trainee (Clerical)
Disbursement Auditing Supervisor Traffic Operations Coordinator
Duplicating Equipment Operator Transportation Coordinator I
Duplicating Equipment Operator Transportation Coordinator II
Supervisor
excluding supervisory, confidential and all other employees.
1.3 Any present or future employee who is not a Union member shall be required to
contribute a fair share fee for services rendered by the Union and, upon
notification by the Union, the Employer shall check off said fee from the earnings
of the employee and transmit the same to the Union. In no instance shall the
required contribution exceed a pro rata share of the specific expenses incurred
for services rendered by the representative in relationship to negotiations arxi
• administration of grievance procedures. This provision shail remain operative
only so long as specifically provided by Minnesota law, and as otherwise legal.
ARTICLE 1. RECOGNITION (continued)
1.4 The Union agrees to indemnify and hold the Employer harmless against any and all �
claims, suits, orders or judgments brought or issued against the Employer as a
result of any action taken or not taken by the Employer under the provisions of
this Article 1, Section 1.3.
ARTICLE 2. CHECK OFF
2.1 The Employer agrees to deduct the Union membership initiation fee assessments
and once each month dues from the pay of those employees who individually
request in writing that such deductions be made. The amounts to be deducted shall
be certified to the Employer by a representative of the Union and the aggregate
deductions of all employees shall be remitted together with an itemized statement
to the representative by the first of the succeeding month after such deductions
are made or as soon thereafter as is possible.
2.2 The Employer shall provide a payroll deduction for voluntary employee
contributions to the Union's Political Action Committee.
2.3 The Union agrees to indemnify and hold the Employer harmless against any and all
claims, suits, orders or judgments brought or issued against the Employer as a
result of any action taken or not taken by the Employer under the provisions of
this Article.
ARTICLE 3. MAINTENANCE OF STANDARDS
3.1 The parties agree that all conditions of employment relating to wages, hours of
work, overtime differentials, vacations, and all other general working conditions
shall be maintained at not less than the highest minimum standard set forth in the
Civil Service Rules of the City of Saint Paul (Resolution No. 3250) and the Saint
Paul Salary Plan and Rates of Compensation at the time of the signing of this
Agreement, and the conditions of employment shall be improved wherever
specific provisions for improvement are made elsewhere in this Agreement.
ARTICLE 4. MANAGEMENT RIGHTS
4.1 The Union recognizes the right of the Employer to operate and manage its affairs
in all respects in accordance with appficable faws and regufations of appropriate
authorities. All rights and authority which the Employer has not officially
abridged, delegated or modified by this Agreement are retained by the Employer.
4.2 A public employer is not required to meet and negotiate on matters of inherent
managerial policy, which include, but are not limited to, such areas of discretion
or policy as the functions and programs of the Employer, its overall budget,
utilization of technology, and organizational structure and selection and direction
and number of personnel.
�
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2
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ARTICLE 5. WORK DAY
5.1 The normal workday shali be eight and one-haif (8 1/2) hours in duration, eight
(8) of which are paid. Each normal workday shali include two paid fifteen
(15)-minute rest breaks. In addition, a forty-five (45) minute, duty-free
lunch shall be provided. Fifteen (15) minutes of the duty-free lunch is paid arx1
the remaining thirty (30) minutes is unpaid.
Work day begins at:
Morning Rest Break:
Lunch Break:
Afternoon Rest Break:
Work day ends at:
5.2
5.3
The following is an example of a normal workday schedule:
8:00 a.m.
10:00 - 10:15 a.m.
Noon-12:45 p.m. (15 paid minutes)
3:00 - 3:15 p.m.
4:30 p.m.
The normal work week shall be forty (40) hours in any seven (7)-day period.
This Article shall not be construed as, and is not a guarantee of, any hours of
work per normal workday or per normal work week.
5.4 Overtime is to be paid at the rate of one and one-half (1 1/2) times the
employee's normal hourly rate for all hours worked in excess of eight (8) hours
per day and forty (40) hours per week.
� 5.5 The overtime compensation due the employee shall be paid at the rate herein
cited, or by granting compensatory time on a time and one-half basis by mutual
agreement between the District and the employee.
ARTICLE 6. LUNCH BREAKS AND REST BREAKS
�
6.1 Lunch breaks shall be forty-five (45)-minutes in length, thirty (30) of which
are unpaid, and shall be scheduied by the supervisor at approximately the middle
of the empioyee's shift.
6.2 All employees' work schedules shall provide for a paid fifteen (15)-minute rest
break during each one-half shift. The rest breaks shall be scheduled by the
supervisor at approximately the middle of each one-half shift whenever this is
feasible.
6.3 If an empioyee is scheduled to work a full half-shift beyond the regular quitting
time, the employee shall be entitled to the rest period that occurs during said half
shift.
c3
ARTICLE 7. HOLIDAYS
7.1 Holidays recognized and observed. The following days shall be recognized and �
observed as paid holidays:
New Year's Day Labor Day
Martin Luther King Day Thanksgiving Day
Presidents' Day Day After Thanksgiving
Memorial Day Christmas Day
Independence Day
Eligible employees shall receive pay for eadi of the holidays listed above, on
which they perform no work, provided the ho�iday falls within their work year.
Whenever any of the holidays listed above shall fall on Saturday, the preceding
Friday shall be observed as the holiday. Whenever any of the holidays listed
above fall on Sunday, the succeeding Monday shail be observed as the holiday. For
those employees assigned to a work week other than Monday through Friday, the
holiday shall be observed on the calendar date of the holiday.
7.2 Eliaibility Requirements. To be eligible for holiday pay, employees must have
been compensated for all scheduled hours of their last scheduled workday before
the holiday and for their first scheduled workday following the holiday. In
neither case shall the holiday be counted as a working day for the purposes of this
Article.
7.3 Notwithstanding Article 7.2, a temporary employee shall be eligible for holiday �
pay only after such employee has been employed as a temporary employee for
sixty-seven (67) consecutive workdays.
7.4 If Martin Luther King Day or Presidents' Day falls on a day when school is i n
session, the employee shall work that day at straight time and another day shall
be designated as the holiday. This designated holiday shall be determined by
agreement between the employee and the supervisor.
7.5 Employees who work summer school and qualify under the eligibility
requirements of 72 above shall be paid for the independence Day holiday.
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\ J
ARTICLE 8. VACATION
8.1 Vacation credits shall accumulate at the rates shown below for each fuli hour on
the payroll, excluding overtime. Years of service means calendar years of
service, regardless of F.T.E.
Years of
Service
[�1
Years of
Service
�
For Tweive (121-Month Employees
First year through 4t" year
5 year through 9`" year
10"' year through 15'" year
16 year through 23r year
24 year and thereafter
Tweive-Month
Accrual Rate`
.0500
.0692
.0769
.0923
.1115
For Ten (1 Ol -Month Employees
First year through 4'^ year
5'" year through 9`" year
10t year through 15` year
16 year through 23r year
24`" year and thereafter
Ten-Month
Accrual Rate'
.0521
.0713.
.0790
.0944
.1136
Annuai
Hours
Eamed
104
144
160
192
232
Annual
Hours
Eamed
91 .5
125.5
139.0
166.1
200.0
Annual
Days
Eamed
13
18
20
24
29
Annual
Days
Eamed
11 .5
15.7
17.4
21 .0
25.0
The head of the department may permit an empioyee to carry over into the next
"vacation yea�' up to one hundred twenty (120) hours of vacation.
8.2.1 An employee who has more than one hundred twenty (120) hours of
accrued vacation remaining at the end of the last full pay period i n
October shall either:
( a) be required to use the hours of vacation in excess of one hundred
twenty (120) hours prior to the end of the calendar year: or
( b) be compensated for hours in excess of one hundred hventy (1 2 0)
hours at end of year: or
8.2.2
8.2.3
( c) be provided an exception for additional carryover of vacation by
means of approval of his/her department head.
Choice of option a, b, or c is at the discretion of the Employer.
For the purpose of this Article, the "vacation year" shall be the
calendar year.
Ten (10)-month employees may use accrued vacation during the period
of summer break up to June 30 with the approval of their supervisor.
8.3 The above provisions of vacation shali be subject to the Saint Paul Salary Plan
and Rates of Compensation, Section I, Subd. H.
`There is a difference in the ten (10)-month and twelve (12)-month accrual rates so that the
fuli value of the three (3) converted holidays (twenty-four [24] hours) will be earned during
� that length of work year. The twelve-month hours and days are based on a 2,080-hour work
year;the ten (10)-month hours and days are based on a 1,760-hour work year.
5
ARTICLE 8. VACATION (continued)
8.4 Sick leave accumulation in excess of 1,440 hours may be converted to paid �
vacation time at a ratio of two (2) hours of sick leave time for one (1) hour of
vacation time, to a maximum of five (5) regularly assigned workdays (not to
exceed a totai of forty (40) hours in any year.
There shall be no conversion of unused sick leave in any amount at any time to
any cash payment other than the above-described conversion to vacation time o r
severance pay in Article 13.
ARTICLE 9. LEAVES OF ABSENCE
9.1 Sick Leave. Sick leave shall accumulate at the rate of .0576 of a working hour
for each full hour on the payroll, excluding overtime. Sick leave accumulation is
unlimited. To be eligible for sick leave, the employee must report to his/her
supervisor no later than one-half hour past his/her regular scheduled starting
time. The granting of sick leave shall be subject to the terms and provisions of
this Agreement.
9.1.1 Soecified Aliowable Uses of Sick Leave. Any employee who has
accumulated sick leave credits as provided above shail be granted leave
with pay, for such period of time as the head of the department deems
necessary, on account of sickness or injury of the employee, quarantine
established and declared by the Bureau of Health, death of the
employee's mother, father, spouse, child, brother, sister, �
mother-in-law, father-in-law or other person who is a member of the
household; and may be granted leave with pay for such time as is
actually necessary for office visits to a doctor, dentist, optometrist,
etc., or in the case of sudden sickness or disability of a parent or a
member of his/her household, making arrangements for the care of
such sick or disabled persons up to a maximum of eight hours sick
leave.
9.1 .2 Funeral Leave. Any empioyee who has accumulated sick leave credits, as
provided in the Civil Service Rules, shall be granted one day of such
leave to attend the funeral of the employee's grandparent, grandchild,
aunt, uncle, sister-in-law or brother-in-law.
9.1 .3 Sick Child Care Leave. An employee who has worked for the District for
at least twelve (12) consecutive months for an average of twenty ( 2 0)
or more hours per week prior to the leave request may use accumulated
personal sick leave credits for absences required to care for the
employee's ill child. Sick leave for sick child care shall be granted on
the same terms as the employee is able to use sick leave for the
employee's own illness. This leave shall only be granted pursuant to
Minn. Stat. § 181.9413 and shall remain available as provided i n
Statute.
9.1 .4 Soouse/D�endent Parent Leave. Up to five (5) days of accumulated
sick leave may be used in a work year to allow the employee to care for
and attend to the serious or critical iliness of his/her spouse or
dependent parent. These days when used are deductible from sick leave. �
;�
ARTICLE 9. LEAVES OF ABSENCE (continued)
• 92 Court Dut�Leave. Any employee who is required during his/her regular working
hours to appear in court as a juror or witness except as a witness in his/her own
behalf against the Employer, shail be paid the regular pay while so engaged,
provided, however, that any fees that the employee may receive from the court
for such service shall be paid to the Employer and be deposited with the Employer
Business Office. Any empioyee who is scheduled to work a shift other than the
normal daytime shift shall be rescheduled to work the normal daytime shift
during such time as the employee is required to appear in court as a juror o r
witness.
9.3 Military Leave With Pay. Any employee who shall be a member of the National
Guard, the Naval Militia or any other component of the militia of the state, now
or hereafter organized or constituted under state or federal law, or who shall be a
member of the Officers Reserve Corps, the Enlisted Reserve Corps, the Naval
Reserve, the Marine Corps Reserve or any oiher reserve component of the
military or naval force of the United States, now or hereafter organized o r
constituted under federal law, shall be entitled to leave of absence from
employment without loss of pay, seniority status, efficiency rating, vacation,
sick leave or other benefits for all the time when such employee is engaged with
such organization or component in training or active service ordered or
authorized by proper authority pursuant to law, whether for state or federal
purposes, provided that such leave shall not exceed a total of fifteen (15) days i n
any calendar year and further provided that such leave shali be allowed only i n
� case the required military or naval service is satisfactorily pertormed, which
shall be presumed unless the contrary is established. Such leave shall not be
allowed unless the employee (1) returns to his/her position immediately upon
being relieved from such military or naval service and not later than the
expiration of time herein limited for such leave, or (2) is prevented from so
returning by physical or mental disability or other cause not due to such
employee's own fault, or (3) is required by proper authority to continue in such
military or naval service beyond the time herein limited for such leave.
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ARTICLE 9. LEAVES OF ABSENCE (continued)
9.4 General Non-Compensatory Leave of Absence. After three months of employment, �
an employee may make application for a leave of absence not to exceed one year. A
leave of absence shall be granted on the basis established in the Civil Service
Rules (Resolution No. 3250).
9.4.1 Said rules are supplemented and amended by the following provision:
All requests for unpaid leave are subject to District approval. Such
requests are to be submitted to the Human Resource Department on a
form provided by the Employer.
If an employee's request for thirty (30) days or more of non-medical
and non-parental leave is approved, the employee wiil be offered the
opportunity to return to employment in an equivalent position, if a
vacancy is available after the conclusion of the leave. If no equivalent
vacancy exists at that time, the District will continue to consider the
employee's return for two (2) years after the conclusion of leave. If no
equivalent vacancy has occurred and has been assigned by the end of two
(2) years from the conclusion of leave, the employee's name will be
dropped from consideration as though he/she had resigned, and the
employee will be considered resigned.
"Equivalent vacancy" means a position of the same job classification
held by the employee at the time of the leave, which remains i n
existence, has been vacated by the resignation or termination of another
employee, and which the District intends to fill in the same �
classification.
9.5 Parental Leave
9.5.1 Parental leave is a leave without pay or benefits which shall be granted
upon request subject to the provisions of this Section. It may be granted
for reasons of adoption or pregnancy and/or the need to provide parental
care for a child or children of the employee for an extended period of
time immediately following adoption or the conclusion of pregnancy;
such period of leave shall be no longer than one calendar year in length.
Leave up to six (6) calendar months shall be granted upon request.
Leave for more than six (6) calendar months is at the discretion of the
Employer.
9.5.2 In the case of pregnancy, an employee who wishes to use a period of
(paid) earned sick leave at the time of pregnancy and delivery-related
disability, may request unpaid parental leave for a period following the
use of earned sick leave; however, sick leave time shall not be granted
within (during the course o� a period of unpaid parental leave. The
employee requesting such sequential leave shall submit an application
in writing to the Director of Human Resources of Independent School
District No. 625 not later than twelve (12) weeks in advance of the
anticipated date of delivery. The employee will be required to submit,
at the time of use, appropriate medical verification for the sick leave �
time claimed.
ARTICLE 9. LEAVES OF ABSENCE (continued)
�
9.5.3 In the case of adoption, the employee shall submit to the Director of
Human Resources of Independent School District No. 625 a written
application including the anticipated date of piacement of the child, at
least tweive (12) weeks in advance of the anticipated date of placement,
or earlier if possibie. Documentation wiil be required,
9.5.4 When an employee is returning from parental leave extending over a
period of six (6) calendar months or less, the employee shall be placed,
at the beginning of the first pay period following the scheduled date of
return, in the same position heid prior to the leave or, if necessary, i n
an equivalent position.
9.5.5 When an employee has requested and
longer than six (6) calendar months,
calendar months, the employee will be
after the scheduled date of return as
becomes available. For purposes o
vacancy is a position in the same titl
incumbent, which is to be filled, and
rights.
been granted leave for a period
but no more than twelve (1 2)
placed in an equivalent position
soon as an equivalent vacancy
f this provision, an equivalent
e which exists, has no certified
for which no other person has
9.6 Family Medical Leave. Effective February 1, 1994, leaves of absence shall be
granted as required under the federal law known as the Family and Medical Leave
� Act (FMLA) so long as it remains in force. The Human Resource Department
provides procedures which coordinate contractual provisions with FMLA.
9.7 Schooi Activities Leave Without Pay. An employee may request and be granted up
to sixteen (16) hours of unpaid leave per calendar year for school activities of
his/her own child, pursuant to Minn. Stat. § 181.9412 rules, so long as the
Statute so provides.
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9.8 Military Leave Without Pav. Any employee who engages in active service in time
of war or other emergency declared by proper authority of any of the military or
naval forces of the State or of the United States for which leave is not otherwise
allowed by law shall be entitled to leave of absence from employment without pay
during such service with right of reinstatement and subject to such conditions as
are imposed by law. Such leaves of absence as are granted under 9.3 of this
Article shall conform to Minnesota Statutes, Section 192, as amended from time
to time and shall confer no additionai benefits other than those granted by said
statute.
9.9 Educational Leave. Leave with pay may be granted for educational purposes at the
option of the Employer.
9.10 Union Official Leave. An empioyee elected or appointed to a fuil-time paid
position by the exclusive representative may be granted a leave of absence
without pay for not more than one (i) year for the purpose of conducting the
duties of the exclusive representative.
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ARTICLE 10. WAGES
10.1 The wage schedule, for purposes of this contract, shall be Appendices A, B and C
attached hereto. Both parties agree that the inclusion of the classifications and
salary ranges in Appendices A, B and C dces not preclude the employer from the
following:
1. Reorganizing;
2. Abolishing classifications;
3. Estabiishing new classifications;
4. Regrading classifications;
5. Reclassifying positions.
1 0.2 Both parties also agree that titles and grades in Appendices A, B and C refer to
employees in the positions at the date of signing of the Agreement. No employee in
this bargaining unit shall suffer any reduction in saiary because of a regrading
or reclassification during the contract period in which such regrading o r
reciassification takes place.
10.3 Notwithstanding 10.1 above, salary rates in Appendices A and C shall be reduced
in the amounts necessary to equalize payment to individual HRA employees and
independent School District No. 625 empioyees who receive different pension
benefits.
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70.4. Initial Step Placement. When an employee is regularly appointed into a title •
covered by this Agreement or moves from one title covered by this Agreement to
an appointment in a different title under this Agreement, shall be govemed by
Civil Service Rules.
10.5. Salary Ste�Progression
10.5.1 An employee must have received an overall rating of °Satisfactory° on
his/her most recent performance evaluation to receive any salary step
advancement.
10.5.2 Step Movement from January 1, 1998, through June 30, 1998, w i I I
be based on the following conditions:
10.5.2.1 Movement from step to step will not occur until the next full
pay period following the anniversary date of the employee's
provisional or reguiar appointment, so long as the employee
has remained continuously employed and has completed the
minimum number of hours described below.
10.5.2.2 For each additional 2,080 hours on the payroll, the
employee may advance beyond Step 1 by one (i) additional
step following his/her anniversary date, up to and including
Step 6.
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ARTICLE 10. WAGES (continued)
� Saiary Step Progression (continued)
10.5.2.3 For the purpose of progression to the Step 7 and Step 8
rates, the term "year of full-time service" shall be defined
as the compietion of a minimum of 2,080 hours on the
payroll for the equivalent of one (1) year of service.
10.5.2.4 When an employee completes ten (10) years of full-time
service in the District, that employee may be granted an
increase of one (1) additional salary step, not to exceed
Step 7(i.e., 2,080 hours x ten (10) years = 20,800
minimum hours required).
10.5.2.5 When an empioyee completes fifteen (15) years of full-time
service in the District, that employee may be granted an
increase of one (1) additional salary step, not to exceed
Step 8(i.e., 2,080 hours x fifteen (15) years = 31 ,200
minimum hours required).
10.5.3 On July 1, 1998, employees who were paid a minimum of 1,040 hours
in the previous tweive (12) months, whose last step advancement
occurred prior to June 1, 1998, and whose calendar years of service
support a step advancement will advance one (1) step on the salary
� schedule.
10.5.4 On January 1, 1999, employees who did not receive a step advancement
on July 1, 1998, and who would have qualified for a step advancement
under the conditions stated in 10.5.2, shail receive one step
advancement.
10.5.5 On July 1, 1999, and each July 1 thereafter, full-time employees who
were paid a minimum of 1,040 hours on the payroli will progress one
step up to Step 6(five (5)-year step). Part-time empioyees must
complete a pro-rata number of hours in order to qualify for a step
progression (i.e., a half-time employee must complete five hundred
twenty (520) hours to qualify for a step progression).
10.5.5.1 When an employee completes ten (10) calendar years of
service in the District, that employee may be granted an
increase of one (1) additional salary step on July 1 not to
exceed Step 7.
10.5.5.2 When an employee completes fifteen (15) calendar years
service in the District, that employee may be granted an
increase of one (1) additional salary step on July 1 not to
exceed Step 8.
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ARTICLE 11. WORKING OUT OF CLASSIFICATION
11.1 Employer shall avoid, whenever possible, working an employee on an �
out-of-ciass assignment for a prolonged period of time. Any employee working
an out-of-class assignment for a period in excess of fifteen (15) working days
during a year shall receive the rate of pay for the out-of-class assignmentin a
higher classification not later than the sixteenth (16th) day of such assignment.
For purposes of this Article, an out-of-class assignment is defined as an
assignment of an employee to perform, on a full-time basis, all of the significant
duties and responsibilities of a position different from the employee's regular
position, and which is in a classificatio� higher than the classification held by
such employee. The rate of pay for an approved out-of-class assignment shall be
the same rate the employee would receive if such employee received a regular
appointment to the higher classification.
11.2 For the following classifications, the provisions of 11.1 shall not apply to
performance of the duties of the next higher classification in the job series:
Clerk I
Clerk-Stenographer I
Clerk-Typist I
Data Entry Operator I
ARTICLE 12. MILEAGE
12.1 Employees of the School District under policy adopted by the Board of Education
may be reimbursed for the use of their automobiles for school business. To be
eligible for such reimbursement, employees must receive authorization from the
District Mileage Committee utilizing the following plan:
PLAN " A", effective with the adoption of this Agreement, is reimbursed at the
current Board of Education rate or 31¢ per mile whichever greater. In
addition, a maximum amount which can be paid per month is established by an
estimate furnished by the employee and the employee's supervisor.
Another consideration for establishing the maximum amount can be the
experience of another working in the same or similar position.
Under this plan, it is necessary for the employee to keep a record of each t r i p
made.
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ARTICLE 13. SEVERANCE PAY
� 13.1 The Empioyer shall provide a severance pay program as set forth in this Articie.
Payment of severance pay shall be made within the tau year of the retirement.
13.2 To be eligibie for the severance pay program, the employee must meet the
foliowing requirements:
13.2.1 The employee must be fifty-five (55) years of age or older or must be
eligible for pension under the "Rule of 90" provisions of the Public
Employees Retirement Association {PERA). The "Rule of 85" or the
"Rule of 90" criteria shall also apply to employees covered by a public
pension plan other than PERA.
13.2.2 The employee must be voluntarily separated from School District
employment or have been subject to separation by layoff or compulsory
retirement. Those empioyees who are discharged for cause, misconduct,
inefficiency, incompetency or any other disciplinary reason are not
eligible for this severance pay program.
13.2.3 The employee must file a waiver of re-employment with the Director of
Human Resources, which wili clearly indicate that by requesting
severance pay, the employee waives all ciaims to reinstatement o r
re-employment (of any type) with the City of Saint Paul or with
Independent School District No. 625.
� 13.3 If an employee requests severance pay and if the employee meets the eligibility
requirements set forth above, he o� she will be granted severance pay in an
amount equal to $50 pay for each day of accrued, unused sick leave, up to three
hundred (300) days.
13.4 The maximum amount of money that any employee may obtain through this
severance pay program is $15,000.
13.5 For the purpose of this severance pay program, a death of an employee shall be
considered as separation of employment and, if the employee would have met al I
of the requirements set forth above at the time of his or her death, payment of the
severance pay may be made to the employee's estate or spouse.
13.6 For the purpose of this severance pay program, a transfer from Independent
School District No. 625 employment to City of Saint Paul employment is not
considered a separation of empioyment, and such transferee shall not be eligible
for this severance program.
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ARTICLE 14. INSURANCE BENEFITS
SECTION 1. ACTNE EMPLOYEE HEALTH INSURANCE
1.1 The Employer will continue for the period of this Agreement to provide for active
employees such health and life insurance benefits as are provided by Employer at
the time of execution of this Agreement.
1.2 Eliaibility Waiting Period. Three (3) full months of continuous regularly
appointed service in Independent School District No. 625 will be required before
an eligible employee can receive the District contribution to premium cost for
health and life insurance provided herein.
1.3 Full-Time Status. For the purpose of this Articte, full-time employment is
defined as appearing on the payroll at least thiriy-two (32) hours per week o r
at least sixty-four (64) hours per pay period, excluding overtime hours.
1.4 Half-Time Status. For the purpose of this Article, half-time employment is
defined as appearing on the payroll at least twenty (20) hours but less than
thirty-two (32) hours per week or at least forty (40) hours but less than
sixty-four (64) hours per pay period, excluding overtime hours.
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1.5 Emolover Contribution Amount--Full-Time Em�lovees. Effective
January 1, 1998, for each eligible employee covered by this Agreement who is
employed full time and who selects employee insurance coverage, the Employer
agrees to contribute the cost of such coverage or $196.05 per month, whichever �
is less. For each eiigibie fuii-time emptoyee who selects family coverage, the
Employer will contribute the cost of such family coverage or $350 per month,
whichever is less.
1.5.1 Effective January 1, 1999, for each eligible employee covered by this
Agreement who is employed full time and who selects employee
insurance coverage, the Employer agrees to contribute the cost of such
coverage or $205 per month, whichever is less. For each eligible f u i I-
time employee who selects family coverage, the Employer w i I I
contribute the cost of such family coverage or $375 per month,
whichever is less.
1.5.2 Effective January 1, 2000, for each eligible employee covered by this
Agreement who is employed fuI! time and who selects employee
insurance coverage, the Employer agrees to contribute the cost of such
coverage or $215 per month, whichever is less. For each eligible f u I I-
time employee who selects family coverage, the Employer w i I I
contribute the cost of such family coverage or $400 per month,
whichever is less.
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ARTICLE 14. INSURANCE, Section 1. (continued)
�
1.6 Emplover Contribution Amount--Haif-Time Empioyees. For each eligibVe
empioyee covered by this Agreement who is employed half time, the Employer
agrees to contribute fifty percent (50%) of the amount contributed for full-time
employees selecting empioyee coverage; or for each half-time empioyee who
selects family insurance coverage, the Employer will contribute fifty percent
(50%) of the amount contributed for full-time employees selecting family
coverage in the same insurance plan.
1.6.1 Notwithstanding Section 1.6 above, empioyees covered by this
Agreement and empioyed half time prior to January 1, 1986, shall
receive the same insurance contributions as a full-time employee. This
Section 1.6.1 applies only to employees who were employed half-time
during the month of December 1985 and shall continue to apply only �
long as such employee remains continuously employed half time.
1.7 Life Insurance. For each eligible employee, the Employer agrees to contribute
to the cost of $25,000 life insurance coverage. The total premium contribution
by the Empioyer for all life insurance coverage shall not exceed $6.32 per
month. This amount shall drop to $5,000 of coverage (in the event of earty
retirement) until the retiree reaches age 65; then all Employer coverage shall
terminate.
1.8 Flexible SpendingAccount. It is the intent of the Employer to maintain during
� the term of this Agreement a plan for medical and chiid care expense accounts to
be available to employees in this bargaining unit who are eligible for Employer-
paid premium contribution for health insurance for such expenses, within the
estabiished legal regulations and IRS requirements for such accounts.
1.9 The contributions indicated in this Article 14 shall be paid to the Employer's
group health and welfare plan.
1.10 Any cost of any premium for any Employer-offered employee or family
insurance coverage in excess of the dollar amounts stated in this Article 14 shall
be paid by the employee through payroll deduction.
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ARTICLE 14. INSURANCE (continued)
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SECTION 2.
REfIREMENT HEALTH INSURANCE
Subd.1. Benefit Eligibilit�for Em�lo.veeswhoRetire BeforeAge65
1.1 Employees hired into District service before May 1. 1 996, must have completed
the following service eligibility requirements with Independent School District
No. 625 prior to retirement in order to be eligible for any payment of any
insurance premium contribution by ihe District after retirement:
A Be receiving pension benefits from PERA, St. Paul Teachers Retirement
Association or other public employee retiree program at the time of
retirement and have severed the employment relationship with Independent
School District 625;
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C.
Q
Must be at least fifty-eight (58) years of age and have completed
twenty-five (25) years of service, or;
The combination of their age and their years of service must equal
eighty-five (85) or more, or;
Must have completed at least thirty (30) years of service, or;
E. Must have completed at least twenty (20) consecutive years of service
within Independent School District No. 625 immediately preceding
retirement.
Years of regular service with the City of Saint Paul will continue to be counted
toward meeting the service requirement of this Subdivision 1.1 B, C or D, but
not for i.i E.
1.2 Em I�ovees hired into District service after May 1 1 996 must have completed
twenty (20) years of service with Independent School District No. 625. Time
with the City of Saint Paul witl not be counted toward this twenty (20)-year
requirement.
1.3 Eligibility requirements for all retirees:
A A retiree may not carry his/her spouse as a dependent if such spouse is
also an Independent School District No. 625 retiree or Independent School
District No.625 employee and eligible for and is enrolled in the
lndependent School Districi No. 625 health insurance program, or in any
other Employer-paid health insurance program.
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Additional dependents beyond those designated to the District at the time of
retirement may not be added at District expense after retirement.
The employee must make application through District procedures prior to
the date of retirement in order to be eligibie for any benefits provided i n
this Section.
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ARTICLE 14. INSURANCE (continued)
Subd. . Em I�over Contri6ution Levels for Em�lovees Retiring Before P�eSixty
2.1 Heaith Insurance Employer Contribution
The District will for the period of this Agreement provide employees who meet
the eligibility requirements for health insurance in 1.1 or 12 above, who retire
during the term of this Agreement, and until such employees reach sixty-five
�
(65) years of age, such health insurance premiu
dollar amount as were made by the District for
family coverage by thai carrier, for an empf
his/her last month of active employment. In t
those in place at execution of this Agreement, th
single or family coverage to the carrier at the
shall constitute the limit on future contributions.
family coverage premium contribution at date of
an increase in the amount of the Employer
premium contributions to a carrier after deleting
2.2 Life Insurance Employer Contribution
m contributions up to the same
health insurance for single o r
oyee under this Agreement, i n
he event new carriers replace
e dollar amounts being paid for
employee's date of retirement
Any employee who is receiving
retirement may not later claim
obligation for single coverage
family coverage.
The District will provide for early retirees who qualify under the conditions of
1.1 or 1.2 above, premium contributions for eligible retirees for $5,000 of life
insurance only until their sixty-fifth (65th) birthday. Nolife insurance will
be provided, or premium contributions paid, for any retiree age sixty-five ( 6 5)
or over.
Subd.3. Benefit EligibilitK for Em I�oyeesAfter AgeSixty-Five {65�
3.1 Em I�ovees hired into the District before May 1. 1 996. who retired before age
sixty-five (65) and are receiving benefits per Subd. 2 above are eligible, upon
reacfiing age sixty-tive (65}, for employer premium contributions for health
insurance described in Subd. 4 of this Article.
3.2 Emplovees hired into the District before May 1. 1996, who retire at age
sixty-five (65) or older must have completed the eligibility requirements in
Subd. 1 above or the following eligibility requirements to receive District
contributions toward post-age-sixty-five (65) health insurance premiums:
A Employees hired before January 1, 1990, must have completed at least ten
(10) years of continuous employment with the District. For such employees
or early retirees who have not completed at least ten (10) years of service
with the District at the time of their retirement, the Employer will
discontinue providing any health insurance contributions upon their
retirement or, in the case of early retirees, upon their reaching age
sixty-five (65).
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ARTICLE 14. INSURANCE, Section 2. (continued)
B. Empioyees hired on or after January 1, 1990 and prior to May 1, 1996,
must have completed twenty (20) years of continuous employment with the
District. For such employees or early retirees who have not completed at
least twenty (20) years of service with the District at the time of their
retirement, the Employer will discontinue providing any health insurance
contributions upon their retirement or, in the case of early retirees, upon
their reaching age sixty-five (65).
Years of certified civil service time with the City of Saint Paul eamed prior to
May 1, 1996, will continue to be counted toward meeting the DistricYs service
requirement of this Subd. 3. Civil service time worked with City of Saint Paul
after May 1, 1996, will be considered a break in District employment.
3.3 Em I�ovees hired on or after May 1 1996, shall not have or acquire in any way
any eligibility for Empioyer-paid health insurance premium contribution for
coverage in retirement at age sixty-five (65) and over in Subd. 4. Employees
hired on or after May 1, 1996, shall be eligible for only eariv retirement
insurance premium contributions as provided in Subd. 2 and Deferred
Compensation match in Subd. 5.
Subd. 4. Emplover Contribution Levels for Retirees After Age Sixty-Five �6 51
4.1 Em I�ovees hired into the District before May 1. 1996, and who meet the
eligib+lity requirements in Subdivisions 3.1 or 3.2 of this Article are eligible
for premium contributions for a Medicare Supplement health coverage policy
selected by the District. Premium contributions for such policy will not exceed:
Coverage Type
Medicare Eligible
Non-Medicare Eligible
Sinale
$300 per month
$400 per month
Fam i Iv
$400 per month
$500 per month
At no time shall any payment in any amount be made directly to the retiree.
Any premium cost in excess of the maximum contributions specified must be paid
directly and in full by the retiree, or coverage will be discontinued.
Subd. 5. Em�lovees hired after May_,1. 1 996, after completion of three (3) full years
of consecutive active service in Independent School District No. 625, are eligible to
participate in an employer matched Minnesota Deferred Compensation Plan. Upon
reaching eligibility, the District will match up to $500 per year of consecutive active
service, up to a cumulative lifetime maximum of $12,500. Part-time employees
working half-time or more will be eligible for up to one half (50%) of the available
District match. Approved non-compensatory leave shall not be couMed in reaching the
three (3) full years of consecutive active service, and shall not be considered a break i n
service. Time worked in the City of Saint Paul will not be counted toward this three
(3)-year requirement.
Federal and state rules goveming participation in the Minnesota Deferred Compensation
Plan shall apply. The employee, not the District, is solely responsible for determining
his/her total maximum allowable annual contribution amount under IRS regulations.
The employee must initiate an appiication to participate through the District's specified
procedures.
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ARTICLE 15. PROBATION
� 15.1 Generai Princi�es. This Article is effective for appointments made on or after
May 1, 1994. For the purpose of this Article, six (6) months shall mean six
(8) tul{-time equivalent months (1,040 hours on the payroil}. The calculation
for time on probation will exclude any unpaid breaks not worked by the
employee. E�ctended absences of any kind (paid or unpaid) lasting one (1) week
or more in duration may be excluded when calculating time toward the compietion
of any probationary period.
15.1 .1 If a District employee who is covered by this Agreement transfers to a
position in the City of Saint Paul, that employee will have the right to
return to his/her former position or to a position to which the
employee may have been transferred or assigned prior to the new
assignment, during or immediately at the conclusion of that
probationary period, if the employee tails psobation in the City
position.
15.2 Originai Employment Probation. A new employee shall serve a six (6)-month
probationary period, as defined in 15.1, above, following regular appointment
from an eligible list to a position covered by this Agreement. At any time during
this original probationary period, the employee may be suspended, disciplined o r
discharged at the discretion of the Employer, and without recourse to the
grievance procedure.
� 15.3. Promotional Probation. An employee newly promoted to a position covered by
this Agreement sfiall remain on promotionai probation for a period of six ( 6)
months. At any time during this probationary period, the employee may be
returned to the employee's previous position or to a position to which the
employee may have been transferred or assigned prior to the promotion, at the
discretion of the Employer, and without recourse to the grievance procedure.
�
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ARTICLE 16. SENIORffY
16.1 Seniority, for the purpose of this Agreement, shall be defined as follows: l7ie
length of continuous, regular, and probationary service with the Employer from
the date an employee was first certified and appointed to a ciass tit(e covered by
this Agreement, it being further understood that seniority is confined to the
current class assignment held by an employee. In cases where two or more
empioyees are appointed to the same class title on the same date, the seniority
shall be determined by employee's rank on the eligible list from which
certification was made.
16.2 Seniority shall terminate when an employee retires, resigns or is discharged.
16.3 In the event it is determined
workforce, employees will be
on inverse length of seniority
any of the titles listed below
length of total seniority in
Column B.
by the Employer that it is necessary to reduce the
laid off by class title within each department based
as defined above. However, when layoff occurs i n
under Column A, layoff shall be based on inverse
all titles listed on the corresponding line under
The Human Resource Department will identify such least senior employee in the
department reducing positions, and shall notify said employee of his/her
reduction from the department. If there are any vacancies in any of the titles
under Column B on which seniority was based, in any other District department,
the Human Resource Department shall place the affected employee in such
vacancy. If two or more vacant positions are available, the Human fiesource
Department shall decide which vacant positions the affected employee shall f i I1.
If no vacancy exists in such titles, then the least senior District employee in such
titles shall be identified, and if the employee affected by the original
departmental reduction is more senior, he/she shall have the right to claim that
position and the least senior Districi employee in such titles shal! be the
employee laid off. For the purposes of this Article, the Board of Education is not
included as a City department nor is a Board of Education employee included as a
City employee.
Column A
Clerk I
Clerk II
Clerk-Stenographer I
Clerk-Typist I
Clerk-Typist II
Data Entry Operator I
Column B
Clerk I, Clerk II
Clerk I, Clerk II
Clerk-Stenographer I,
Clerk-Stenographerll
Clerk-Typist I, Clerk-Typist
Clerk-Typist II, Cierk-Typist
Data Entry Operator I
Data Entry Operator II
16.4 In cases where there are promotional series, such as C(erk i, il, Ilf, etc., when
the number of employees in these higher titles is to be reduced, employees who
have held lower titles which are in this bargaining unit will be offered
reductions to the highest of these titles to which class seniority wou�d keep them
from being laid off, before layoffs are made by any class title in any department.
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ARTICLE 16. SENIORI7Y (continued)
� 16.5 fn cases where an employee to be laid off has held no regular appointment in a
lower title in the same promotionai series as his/her current title, that
employee will be offered a reduction to the title within the bargaining unit to
which he/she was regularly appointed immediately prior to his/her current
title, so long as there is either a vacancy or, if no vacancy exists, a less senior
employee in such tit{e may be displaced. In cases where an empfoyee to be laid off
has held no regular appointment to any titles immediately prior to his/her
current title, said employee shall be laid off. The employee reducing into atitle
formerly heid must satisfactorily complete a six (6)-month probationary period
in such title.
If the probationary period is not satisfactory, the employee shall, at any time
during the probationary period, be reinstated to hislher former title and shall be
laid off, but such employee's name will be placed on the reinstatement register in
hislher former title and "bumping" rights herein shal! not again apply to such
employee.
This procedure will be followed by the Board of Education for Board of Education
empioyees. City employees being reduced or laid off may not displace Board of
Education employees. Board of Education employees being reduced or laid off may
not displace City employees.
16.6 It is understood that such employees wiil pick up their former seniority date in
� any class of positions that they previously held.
16.7 Recall from layoff shall be in inverse order of layoff, except that recall rights
shali expire after two years of layoff.
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ARTICLE 17. DISCIPLINE
17.1 Discipline will be administered for just cause only. Discipline will be in the �
form of the foilowing actions. Such actions may be taken in an order different
form that listed here, based on the specific employee action.
17.1.1 Oral reprimand;
17.1.2 Written reprimand;
17.1.3 Suspension;
17.1.4 Reduction;
17.1.5 Discharge.
17.2 Any written reprimand made conceming any member of this bargaining unit
which is filed with the Human Resource Department or within any Employer
department, shall be shown to the member before it is placed on file. Before the
reprimand is placed on file, the Employer shall request from the employee an
acknowledgment, in writing, that the reprimand has been read by said employee.
17.3 Suspensions, reductions, and discharges will be in written form.
17.4 Employees and the Union will receive copies of written reprimands and notices of
suspension and discharge.
17.5 Employees may examine all information in their Employer personnel files that
concerns work evaluations, commendations and/or disciplinary actions. Files
may be examined at reasonable times under the direct supervision of 4he
Employer.
17.6 Preliminar�review. Prior to issuing a disciplinary action of unpaid suspension,
demotion, or discharge, the supervisor will make a recommendation to his/her �
supervisor regarding proposed discipline. That supervisor will then offer to
meet with the employee prior to making a final deiermination of the proposed
discipline. The employee shall have the opportunity to have Union representation
present and be provided the opportunity to speak on his/her behalf regarding the
proposed action. If the employee is unable to meet with the supervisor, the
employee will be given the opportunity to respond in writing.
17.7 An employee to be questioned conceming an investigation of disciplinary action
shall have the right to request that a Union representative be present.
17.8 A grievance relating to this Article shall be processed in accordance with the
grievance procedure in Article 19 of this Agreement. This provision is not
intended to abrogate rights of veterans pursuant to statute.
ARTICLE 18. EMPLOYEE RECORDS
18.1 Any written reprimand made concerning any member of this bargaining u�it
which is filed with the Human Resource Department or within any Employer
departmeni, shall be shown to the member before it is placed on file. Before the
reprimand is placed on file, the Employer shall request from the employee an
acknowledgment, in writing, that the reprimand has been read by said empioyee.
18.2 Any member of the bargaining unit may, during usual working hours, with the
approval of the supervisor, review any materiai placed in the empioyee's
personnel file, after first giving proper notice to the supervisor in custody of �
such file.
22
ARTICLE 19. GRIEVANCE PROCEDURE
� 19.1 The Employer shall recognize stewards selected in accordance with Union rules
and regulations as the grievance representative of the bargaining unit. The Union
shall notify the Empioyer in writing of the names of the stewards and of their
successors when so named.
19.2 It is recognized and accepted by the Employer and the Union that the processing of
grievances as hereinafter provided is limited by the job duties and
responsibilities of the employees and shall therefore be accomplished during
working hours only when consistent with such employee duties and
responsibilities. The steward involved and a grieving employee shall suffer no
loss in pay when a grievance is processed during working hours, provided the
steward and the employee have notified and received the approval of their
supervisor to be absent to process a grievance and that such absence would not be
detrimental to the work programs of the Employer.
19.3 The procedure established by this Article shall be the sole and exclusive
procedure, except for the appeal of disciplinary action as provided by Article 17,
for the processing of grievances, which are defined as an alleged violation of the
terms and conditions of this Agreement.
19.4 Grievance shail be resolved in conformance with the following procedure:
Ste° 1. Upon the occurrence of an alleged violation of this Agreement, the
� employee involved with or without the steward shall attempt to resolve
the matter on an informal basis with the employee's supervisor. If the
matter is not resolved to the empioyee's satisfaction by the informai
discussion, it may be reduced to writing and referred to Step 2 by the
Union. The written grievance shall set forth the nature of the
grievance, the facts on which it is based, the alfeged section(s) of the
Agreement violated, and relief requested. Any alieged violation of the
Agreement not reduced to writing by the Union within fifteen ( 1 5)
workdays of the first occurrence of the event giving rise to the
grievance shall be considered waived.
Ste° 2. Within ten (10) workdays after receiving the written grievance, a
designated Employer supervisor shail meet with the Union steward and
attempt to resolve the grievance. If, as a result of this meeting, the
grievance remains unresolved, the Employer shall reply in writing to
the Union within five (5) workdays following this meeting. The Union
may refer the grievance in writing to Step 3 within ten (10) workdays
following receipt of the Employer's written answer. Any grievance not
referred in writing by the Union within ten (10) workdays following
receipt of the Employer's answer shall be considered waived.
�
23
ARTICLE 19. GRIEVANCE PROCEDURE (continued)
Ste� 3. Within ten (10) workdays following receipt of a grievance referred �
from Step 2, a designated Employer supervisor shaii meei with the
Union Business Manager or his/her designated representative, the
Employee, and the steward, and attempt to resolve the grievance.
Within ten (10) workdays following this meeting, the Employer shall
reply in writing to the Union, stating the Employer's answer
concerning the grievance, If, as a resuft of the written response, the
grievance remains unresolved, the Union may refer the grievance to
Step 4. Any grievance not referred in writing by the Union to Step 4
within ten (10) workdays following receipt of the Employer's answer
shall be considered waived.
Ste� 4. If the grievance remains unresolved, the Union may within ten ( 1 0)
workdays after the response of the Empioyer in Step 3, by written
notice to the Employer request arbitration of the grievance. The
arbitration proceedings shall be conducted by an arbitrator to be
selected by mutual agreement of the Employer and the Union within ten
(10) workdays after notice has been given. If the parties fail to
mutually agree upon an arbitrator within the said ten (10)-day period,
either party may request the Bureau of Mediation Services to submit a
panel of five (5) arbitrators. Both the Employer and the Union shall
have the right to strike two (2) names from the panel. The Union shall
strike the first (1 st) name; the Employer shall then strike one ( 1)
name. The process will be repeated and the remaining person shall be �
the arbitrator.
19.5 The arbitrator shall have no right to amend, modify, nullify, ignore, add to or
subtract from the provisions of this Agreement. The arbitrator shall consider
and decide only the specific issue submitted in writing by the Employer and the
Union and shall have no authority to make a decision on any other issue not so
submiited. The arbitrator sha!! be without power to make decisions conirary io
or inconsistent with or modifying or varying in any way the application of laws,
rules or regulations having the force and effect of law. The arbitrator's decision
shall be submitted in writing within thirty (30) days following close of the
hearing or the submission of briefs by the parties, whichever be later, unless
the parties agree to an eMension. The decision shalt be based solely on the
arbitrator's interpretation or application of the express terms of this Agreement
and to the facts of the grievance presented. The decision of the arbitrator shall be
final and binding on the Employer, the Union, and the employees.
19.6 The fees and expenses tor the arbitrator's services and proceedings shall be
borne equally by the Employer and the Union, provided that each party shall be
responsible for compensating its own representatives and witnesses. If either
party desires a verbatim record of the proceedings, it may cause such a record to
be made, providing it pays for the record.
�
24
ARTICLE 19. GRIEVANCE PROCEDURE (continued)
� 19.7 The time limits in each step of this procedure may be extended by mutuai
agreement of the Employer and the Union.
19.8 It is understood by the Union and the Employer that if an issue is determined by
this grievance procedure, it shall not again be submitted for determination in
another forum. If an issue is determined by any other forum, it shall not again
be submitted for arbitration under this grievance procedure. This provision is
not intended to abrogate rights under state or federai statutes.
19.8.1 Notwithstanding that portion of Article 27.2 referring to laws of the
City of Saint Paul, no issue regarding actions taken under this
Agreement shall be submitted to the Civii Service Commission, except
as permitted in Article 17.8, for persons covered by veterans
preference.
ARTICLE 20. TEMPORARY EMPLOYEES
20.1 It is recognized that temporary employees are within the unit covered by this
Agreement, however, except as specifically provided by this Agreement,
temporary employees shali not have or acquire any rights or benefits other than
specifically provided by the provisions of the Civil Service Rules and/or the
� Saint Paul Salary Plan and Rates of Compensation.
ARTICLE 21. BULLETIN BOARDS
21.1 The Employer shall provide reasonable bulletin space for use by the Union in
posting notices of Union business and activities. Said bulletin board space shall
not be used by the Union for political purposes other than Union elections. Use of
this bulletin board is subject to approval of the department head.
ARTICLE 22. VACANCIES
22.1. The Human Resource Department will send notices of job vacancies to each
building to be posted at least five (5) working days before filiing the vacancy so
that qualified District employees who hold the title may apply for consideration.
22.2. For the purpose of this Article, a vacancy need not be posted if it is to be fiiled by
a current employee to avoid a layoff.
22.3. For the purpose of this Article, a vacancy need not be posted if it is to be filled
through reinstatement of a laid-off School District employee covered by this
� Agreement with recall rights to the vacancy.
F�.7
ARTICLE 23. NON-DISCRIMINATION
23.1 The terms and conditions of this Agreement will be applied to employees equally
without regard to or discrimination for or against any individual because of race,
color, creed, sex, age or because of inembership or non-membership in the
Union.
23.2 Employees will perform their duties and responsibilities in a non-
discriminatory manner as such duties and responsibilities involve other
employees and the general public.
ARTICLE 24. NO STRIKE, NO LOCKOUT
24.1 Neither the Union, its officers or agents, nor any of the employees covered by
this Agreement will engage in, encourage, sanction or support any strike, or the
withholding in whole or in part of the full performance of their duties during the
life of this Agreement, except as specifically allowed by the Public Employment
Labor Relations Act. In the event of a violation of this Article, the Employer w i I I
warn employees of the consequences of their action and shall instruct them to
immediately return to their normal duties. Any employee who fails to return to
his/her full duties within twenty-four (24) hours of such waming may be
subject to the penalties provided in the Public Employment Labor Relations Act.
24.2 No lockout, or refusal to allow employees to perform available work, shall be
instituted by the Employer and/or its appointing authorities during the life of
this Agreement.
ARTICLE 25. LEGAL SERVICES
25.1 Except in cases of malfeasance in office or willful or wanton neglect of duty, the
Employer shall defend, save harmless, and indemnify employee against tort claim
or demand, whether groundless or otherwise, arising out of alleged acts or
omission occurring in the performance or scope of the employee's duties.
25.2 Notwithstanding 25.1, the Employer shall not be responsible for paying any legal
service fee or for providing any Iegal service arising from any legal action where
the employee is the plaintiff.
ARTICIE 26. SAFETY SHOES
The District agrees to pay thirty dollars ($30) per year toward the cost of safety shoes
purchased by an employee who is a member of this unit, under the following conditions:
The District shall contribute toward the cost of one (1) pair of shoes per
contract year and shall not be responsible for any additional cost of any additional
shoes hereafter. This reimbursement of thirty dollars ($30) shall be made only
after verification of expenditure and approval by the Department head o r
designated supervisor of the employee. This thirty dollar ($30) Employer
contribution shall apply only to those employees who are required to wear
protective shoes or boots by the Employer, and the contribution shall not exceed
the actual cost of such shoes or boots.
�
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26
ARTICLE 27. TERMS OF AGREEMENT
� 27.1 Complete Ac�reement and Waiver of Bargaining. This Agreement shall represent
the complete Agreement between the Union and the Empioyer. The parties
acknowledge that during the negotiations which resulted in this Agreement, each
had the uniimited right and opportunity to make requests and proposals with
respect to any subject or matter not removed by law from the area of collective
bargaining, and that the complete understandings and agreements arrived at by
the parties after the exercise of that right and opportunity are set forth in this
Agreement. Therefore, the Employer and the Union, for the life of this
Agreement, each voluntarily and unqualifiedly waives the right, and each agrees
that the other shall not be obligated to bargain collectively with respect to any
subject or matter referred to or covered in this Agreement.
27.1.1 Pav Equit� Possible Re-Opener.
If, during the term of this Agreement, the District is found out of
compliance with Pay Equity requirements by the Minnesota Department
of Employee Relations (DOER), and if the finding of non-compliance
indicates that American Federation of State, County, and Municipai
Employees' classes which are female-dominated and described by DOBi
as under-compensated are a specific contributing cause of the non-
compliance judgment, and if the non-compliance judgment stands after
the completion of any and all appeal processes, then the District and the
Union wiii re-open the contract for the sole purpose of negotiations
limited to efforts to address the specific compliance problems in a
� manner designed by the parties to move toward compliance.
The Union and the District acknowledge that no right to strike is derived
from any outcome of the negotiations or lack of agreement during this
re-opener, should it be necessary to re-open.
27.2 Savings Clause. This Agreement is subject to the laws of the United States, the
State of Minnesota, and the City of Saint Paul. In the event any provision of this
Agreement shall hold to be contrary to law by a court of competent jurisdiction
from whose final judgment or decree no appeal has been taken within the time
provided, such provision shall be voided. All other provisions shall continue i n
full force and effect.
27.3 Term of Agreement. This Agreement shall be in full force and effect from
January 1, 1998, through June 30, 2000, and shall be automatically renewed
from year to year thereafter unless either party shall notify the other in writing
by June 1 that it desires to modify or terminate this Agreement.
�
Fari
ARTICLE 27. TERMS OF AGREEMENT (continued)
27.4 This constitutes a tentative Agreement between the parties which wiil be
recommended by the NegotiationslLabor Relations Manager, but is subject to the
approval of the Board of Education and is also subject to ratification by Local
Union No. 844.
WfTNESSES:
1NDEPENDEM SCHOOL DISTRICT NO. 625
�
egotiations/L or Relations
Assistant Manager
�� �y�8
D
LOCAL UNION 844, DISTRIGT COUNCIL
14 OF THE AMERICAN FEDERATION OF
STATE, COUNTY, AND MUNICIPAL
�'�esident, Local 844 �
/ ��� �i�c.,._
Busine Representative
S /� ���
Date
i�s:
�
�
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�
LJ
APPENDICES A, B AND C
APPENDIX A: SALARY SCHEDULES
APPENDIX B: TITLES AND GRADES
APPENDIX C: CLERICAL STANDARD RANGES
�
•
29
APPENDIX A: TITLES AND SALARIES
Clerical Employees
Years of
Service ' START 1 Year 2 Years 3 Years 4 Years 5 Years 10 Years 15 Years
Step 7 2 3 4 5 6 7 8
Grade 7
Trainee (Clericap
Trainee (Child Development
Trainee (Maintenance)
Trainee (Storehouse)
13-98 718.51 768.10 795.41 822.76 847.44 872.86 899.05 937.00
7-4-98 734.68 785.39 813.31 84127 866.50 892.50 919.28 958.09
73-99 742.03 79324 821.44 849.68 875.17 901.43 928.47 967.67
Grade 8
Trainee (Counselor Aide)
Trainee (Management)
Trainee (Technical)
13-98 734.72
7-4-98 751.25
73-99 758.76
Grade 9
Clerk I
Servfce Worker If
1-3-98 748.89
7-4-98 765.74
7-3-99 773.40
Grade 10
Clerk-Typist I
Clerk-Typist I (Bilingual)
13-98 766.07
7-4-98 783.30
73-99 791.14
Grade 12
Data Entry Operator I
1-3-98 795.41
7-4-98 813.31
73-99 821.44
783.28
800.90
808.91
802.52
820.58
828.78
815.66
834.01
842.35
854.10
873.32
882.05
Grade 13
Clerk-Stenographer 1
Courier/Data Processing Aide
Mail Clerk
13-98 870.61 870.33
7-4-98 828.85 889.91
7-3-99 837.14 898.81
810.61
828.85
837.14
828.82
847.47
855.94
841.97
860.91
869.52
860.18
879.53
888.33
867.23
886.74
895.61
885.98
905.91
914.97
845.00 872.32 898.49
864.02 891.95 918.71
872.66 900.87 927.90
884.47 916.33 943.83
904.37 936.94 965.07
913.42 946.31 974.72
893.24
913.34
922.47
912.57
933.10
942.43
920.04
940.74
950.15
939.93
ssi.os
970.69
925.45 953.22
94627 974.67
955.73 984.41
972.13 1,00129
994.00 1,023.82
1,003.94 1,034.06
958.63
980.20
990.00
979.13
1,007.16
1,011.17
992.50
1,015.13
i
1,042.32
�,oss.n
1,076.43
901.66 937.09 965.20 994.76 1,023.98 1,065.77
921.95 958.77 986.91 1,016.53 1,047.02 7,089.75
931.77 967.75 996.78 1,026.70 7,057.49 1,100.64
�Years ot Service: Years listed (or steps are iilustretrve. See ArtiGe 10 Mr salary schedule step progression rules.
�
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30
� APPENDIX A: CLERICAL EMPLOYEES TITLES AND SALARIES {continued)
Years of
Service � START 7 Year 2 Years 3 Years 4 Years 5 Years 10 Years 15 Years
Step 1 2 3 4 5 6 7 8
Grade 14
Clerk II
1-3-98 826.82 889.53 923.98 957.87 986.6� t,016.2t 1.046.fi9 1.089.08
7-4-98 847.47 909.55 944.77 979.42 1,008.80 1,039.07 1,07025 1,113.59
7-3-99 855.94 918.64 95422 98922 1,018.89 1,049.46 1,080.95 1,124.72
Grade 15
Order Distribution Assistant
13-98 845.00 904.70
7-4-98 864.02 925.05
73-99 872.66 934.30
Grade 16
Data Entry Operator il
13-98 86423
7-4-98 883.67
7-3-99 892.51
942.55 980.79 1,01027 1,040.52 1,071.�3 1,715.30
963.76 1,002.86 1,032.94 7,063.94 1,095.85 1,140.40
973.39 1,012.89 1,04327 1,074.58 1,106.80 1,151.80
930.54 966.61 1.008.38
951.48 988.35 1,031.07
960.99 998.24 1,041.38
Grade 17
� Clerk-Typist II
Clerk-7ypist II (Bilingual)
Community Education Clerk-Typist
Receptionist
1-3-98 884.47 952.41
7-4-98 904.37 973.84
7-3-99 973.42 983.58
�
Grade 19
Accounting Clerk I
Clerk-Stenographer II
EDP Aide
Security Monitor
Storeroom Assistant
1-3-98 923.98 997.74
7-4-98 944.77 1.020.19
73-99 95422 1,030.39
989.55
1,017.82
1,021.94
1,042.5�
1,066.03
7,076.69
7,033.13
7,056.37
1,066.93
1,088.63
1,113.12
1.12425
1,038.63
1,062.00
1,072.62
1,064.13
1,088.07
1,098.95
1,72729
1, 7 46.52
1.757.99
1,069.79
1,093.86
1.104.80
1,096.05
7,120.71
7.131.92
1,154.93
7,180.92
1,192.73
1.101.89
1,126.68
1,137.94
1,128.93
7,154.33
7.165.87
7,189.58
1,276.34
7,228.51
1,146.01
1,17779
1,183.51
1,175.52
1,201.97
1,27 3.99
1,236.25
1,264.06
1,276.71
Grade 20
Clerk III
13-98 943.65 1,028.42 7,072.09 1,11927 1,152.84 7,187.43 1,223.06 1,270.73
7-4-98 964.88 1,051.56 7,09621 1,744.45 1,178.78 1,274.15 1,250.58 1,299.32
73-99 974.53 1,062.07 1,107.17 1,155.89 1,190.57 1,226.29 1,263.08 1,312.32
�Years of Service: Years listetl for steps are illustretive. See Article 10 for salary schetlule step progression rules.
31
APPENDIX A: CLERICAL EMPLOYEES TITLES AND SALARIES (continued)
Years of
Service ' ST ART 1 Year 2 Years 3 Y 4 Years 5 Years 10 Years 15 Years
Step 1 2 3 4 5 6 7 8
Grade 27
Delivery Assistant
1-3-98 966.61 1,050.84 1,096.89 1,147.60 1,182.02 1,217.49 7,254.01 1,302.62
7-4-98 988.35 1,074.48 1,121.57 1,173.42 7,208.61 1,244.88 1,28222 1,331.93
7-3-99 998.24 7,08523 7,132.78 1.185.15 1,220.70 1,257.33 1295.04 1,345.25
Grade 22
Clerk-Stenographer III
Clerk-Typist ill
Clerk-Typist III (Bilingual)
Data Entry Operator 111
Duplicating Equipment Operator
Elementary School Clerk
Payroll Clerk I
1-3-98 989.55 1,07920 1,13226
7-4-98 1.011.82 1.103.48 1,157.74
73-99 1, 021.94 1,114.51 1, 7 69.32
Grede 23
Cashier
1-3-98 1,017.82 1, 7 08.66
7-4-98 7,04072 7,133.60
73-99 1,051.13 1,144.94
Grade 24
Accounting Clerk 11
13-98 1.044.95
7-4-98 1,068.46
73-99 1,079.15
Grade 25
Payroll Clerk II
13-98 1,070.90
7-4-98 1,095.00
73-99 1,105.95
1.738.18
7 ,163.79
1.175.42
1,167.67
1,193.95
1,205.88
1,157.05
1,783.09
7,194.92
1,190.09
1,216.87
1,229.04
1,218.40
1,245.82
1,258.28
1.181.82
7,2QSA1
1,220.50
�,2io.ia
7,237.41
1,249.78
1,245.56
1,273.59
1,286.33
1,270.32
1.298.90
1,311.89
1,217.27
1,244.66
1,257.11
i,zas.as
1,274.54
1,287.28
1,282.93
7,371.80
1.324.92
1,308.42
1,337.86
1,35124
1,253.79
7,282.00
1.294.82
1,283.89
1,312.78
1,325.97
1,321.42
1,351.15
1,364.66
1,347.69
1,378.01
1.391.79
1.297.41
1,320.46
1,333.67
1,322.40
1,352.15
1,365.68
1,361.06
7,397.68
1,405.60
1.388.11
1,419.34
1,433.54
1,341.14
1,371.31
1,385.03
1,373.06
1,403.95
1,417.99
1.412.88
1,444.67
1,459.12
1,440.74
1,473.16
1.487.89
Grade 26
Computer Operator
13-98 1,100.43 1,200.71 1,255.02 1,311.63 1,350.98 7,391.51 7,433.27 1.487.24
7-4-98 1,125.19 1,227.73 1.283.26 1,341.14 1,381.38 1,422.82 7.465.51 1.520.70
7-3-99 1,136.44 1,240.00 1,296.09 7,354.55 1,395.19 1,437.05 1,480.17 1.535.91
; Years of Service: Years listed for steps are illustretive. See Article 10 for salary schedule step progreuion rules.
�J
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32
u
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�
APPENDIX A: CLERiCAL EMPLOYEES 71TLES AND SALARIES (continued)
Years of
Service ' STAFiT 1 Year 2 Years 3 Yeare 4 Years 5 Years 70 Years 15 Years
Step 1 2 3 4 5 6 7 8
Grade 27
Cferk IV
Furniture Processor
Storekeeper
1-3-98 1,100.43 1,205.45 7,260.91 1,321.08 1,360.72 1,401.53 7,443.57 1,497.87
7-4-98 1,125.19 1,232.57 1,28928 1,350.80 1,397.33 7,433.06 1,476.05 1,531.57
7-3-99 1,136.44 1,244.90 1,302.17 7,364.31 7,40525 1,447.40 1,490.81 1,546.89
Grade 29
Duplicating Equipment Operator Supervisor
Storekeeper (FOOd Service)
7 3-98 1, 7 59.40 1,270.32 1,331.69 1,391.87
7-4-98 1,185.49 1.298.90 1,361.66 1,423.19
7-3-9 9 1,197.34 1.311.89 1, 375.27 1.437.42
Grade 30
Instructional Media Clerk
Procurement Specialist Trainee
Secretary
Senior High School Clerical Services Supervisor
1-3-98 1,193.64 7,303.35 1,368.30 1,430.82
7-4-98 1, 220.49 1, 332.68 1, 399.08 1, 463.0 7
73-99 1,232.70 7,346.00 1,413.07 1,477.65
Grade 31
Clerical Supervisor
Sioreroom Supervisor
1-3-98 1,225.48 1,339.96 1,401.34
7-4-98 1,253.05 7,370.11 1,432.87
73-99 1,265.58 7.383.81 1,447.19
1,433.62
1,465.88
1,480.54
1,473.75
1,506.91
1,521.97
1,468.62 1,512.68
1,507.66 1,546.71
1,516.68 1,562.18
1,476.64
1,509.87
1,524.97
1,517.96
1,552.12
1,567.64
1,558.06
1,593.11
1,609.04
1,520.94
1,555.16
1,570.71
1,563.51
1,598.68
1,614.67
1,604.80
1,640.91
1,657.32
1,577.55
1,613.04
1.629.17
1,621.39
1,657.87
7,674.45
1,663.94
1,701.37
t,718.39
Grade 32
Procurement Specialist
13-98 1,259.75 1,378.90 1,443.84 1,511.09 1,556.43 1,603.12 1,651.22 1,71174
7-4-98 1,288.09 1,409.93 1,476.33 1,545.09 1,591.45 1,639.19 1,688.37 1,75025
73-99 1,300.97 1,424.03 1,491.09 1,560.54 1,607.36 1,655.59 1,70525 1,767J6
Grade 33
Payroll Systems Supervisor
Transportation Coordinator I
1-3-98 1,293.93 1,419.06 1,483.92
7-4-98 1,323.04 1,450.99 1,517.31
7-3-99 1,336.27 1,465.50 1,532.48
1,553.57 1,600.17 1,648.17 1,697.62 1,759.53
1,588.52 1,636.18 1,68525 1,735.82 1,799.12
1,604.41 1,652.54 1,702.11 1,753.18 1,817.11
�Years of Service Years listed for steps are illustratrve. See Article 10 for salary schedule step progression rules.
�.$3
APPENDIX A: CLERICAL EMPLOYEES TITLES AND SALARIES (continueq)
Years of
Service ' START 1 Year 2 Years 3 Years 4 Yea 5 Years 10 Years 15 Years
Step 1 2 3 4 5 6 7 8
Grade 35
Traffic Operations Coordinator
1-3-98 1,368.30 1,496.94 1,568.94 1,642.09 1,691.35 1,742.09 1,794.35 1,859.77
7-4-98 1,399.08 1,530.62 1,604.24 7,679.03 1,729.41 1,78128 1,834.72 1,901,00
73-99 1,413.07 1,545.93 1,62029 1,695.82 7,746.70 7,799.70 1,853.07 1,920,01
Grade 36
Disbursement Auditing Supervisor
t-3-98 1,406.03 1,539.40 1,613.76 1,691.67 1,742.42 1,794.69 1,848.54 1,974.97
7-4-98 1,437.67 7,574.04 7,650.07 7,729.73 1,781.62 1,835.07 1,890.13 1,958.06
73-99 1,452.04 1,589.78 1,666.57 7,747.03 1,799.44 1,853.42 1,909.03 1,977.64
Grade 37
Transportation Coordinator II
13-98 1,445.01 1,583.06 7,657.46 1,736.49 1,788.59 1,842.24 1,897.50 1,965.41
7-4-98 1,477.53 t,618.68 7,69476 7,775.56 1,828.83 1,883.69 1,94020 2,009.63
73-99 1,492.30 1,634.87 1,771.70 1,793.31 1,847.12 1,902.52 1,959.60 2,029.73
Hourly Titles
Storehouse Helper
Effective START 1 Year
13-98 15.73 16.16
7-4-98 16.09 16.53
73-99 76.25 16.69
Stores Clerk-School Food Service
Effective START 1 Year
1-3-98 16.59 17.00
7-4-98 16.97 17.39
73-99 1 �.14 17.56
�Years of Service: Years listed for steps are illustratrve. See Article 10 for salary schedule step progression rules
�
�
�
34
•
�
�
APPENDIX B
Grade
19
24
23
31
9
14
20
27
13
19
22
10
10
17
17
22
22
17
26
13
12
16
22
21
36
22
29
19
CLERICAL TfTLES AND GRADES
Title
Accounting CVerkl
Accounting Clerk II
Cashier
Clerical Supervisor
Clerk I
Clerk II
Clerk III
Clerk IV
Cierk-Stenographerl
Clerk-Stenographer II
Clerk-Stenographerfll
Cierk-Typist I
Clerk-Typist I (Bilingual)
Clerk-Typist II
Clerk-Typist II (Bilingual)
Clerk-Typist III
Clerk-Typist III (Bilingual)
Community Education Cierk Typist
Computer Operator
CouriedData Processing Aide
Data Entry Operetor 1
Data Entry Operator II
Data Entry Operator III
Delivery Assisiant
Disbursement Auditing Supervisor
Duplicating Equipment Operator
Duplicating Equipment Operator Supv.
EDP Aide
Grade Title
22 Elementary School C4erk
27 Fumiture Processor
30 Instructional Media Clerk
13 Mail Clerk
15 Order Distribution Assistant
22 Payroll Clerk I
25 Payroli Clerk II
33 Payroll Systems Supervisor
32 Procurement Specialist
30 Procurement Specialist Trainee
17 Receptionist
30 Secretary
19 Security Monitor
30 Senior High School Clerical Services Supv.
9 Service Worker II
Hourly Storehouse Helper
27 Storekeeper
29 Storekeeper(Food Service)
19 Storeroom Assistant
31 Storeroom Supervisor
Hourly Stores C4erk (School Food Service)
7 Trainee (Clerical)
7 Trainee (Child Development)
7 Trainee (Maintenance)
7 Trainee (Storehouse)
35 Traffic Operations Coordinator
33 Transportation Coordinator I
37 Transportation Coordinator II
35
APPENDIX C: CLERICAL STANDARD RANGES
Yrs. of Service Start
Step 1
10
11
12
13
14
15
16
17
18
19
20
21
�
23
24
25
26
27
28
29
30
31
32
33
sa
35
36
37
38
39
40
41
42
43
44
45
46
47
48
49
50
JANUARY 3, 1998
1 Year 2 Years 3 Years 4 Years 5 Years
2 3 4 5 6
10 Years 15 Years
642.67
656.46
668.96
679.11
691.23
705.38
718.51
734.72
748.89
766.07
777.19
795.41
810.61
828.82
845.00
864.23
884.47
901.66
923.98
943.65
966.61
989.55
1,017.82
1,044.95
1,07Q.90
1,100.43
1,100.43
1,132.26
1,159.40
1,193.64
1,225.48
1,259.75
1,293.93
1,331.69
1,368.30
1,406.03
1,445.01
1,487.47
1,529.94
1,574.82
1,617.30
1,662.13
1,711.69
1,758.93
1,807.31
1,861.48
1,917.34
1,974.87
2,034.12
2,095.11
683.10
698.37
711.43
688.17
738.78
752.93
�sa.yo
78328
802.52
815.66
833.87
854.10
870.33
889.53
904.70
930.54
952.41
977.54
997.74
1,028.42
1,050.84
1,079.20
1,108.66
1,138.18
1,167.67
1,200,71
1,205,45
1,233,78
1,270,32
1,303.35
1,339.96
1,378.90
1,419.06
1,457.96
1,496.94
1,539.40
1,583.06
1,629.70
1,675.10
1,723.52
1,77425
1,823.81
1,874.54
1,930.01
1,984.30
2,043.80
2,105.13
2,168.28
z,z�.sa
2,300.34
709.42
718.51
734.72
748.89
766.07
�n.is
795.41
810.61
828.82
845.00
862.21
884.47
901.66
923.98
942.55
966.61
989.55
1,017.82
1,042.57
1,072.09
1,096.89
1,13226
1,157.05
1,190.09
1,215.40
1,255.02
1,260.91
1,292.74
1,331.69
1,368.30
1,401.34
1,443.84
1,483.92
1,524.08
1,568.94
1,613.76
1,657.46
1,705.78
1,755.37
1,803.74
1,855.68
1,909.95
1,961.89
2,024.44
2,077.53
2,139.84
2,204.04
2,270, i 5
2,338,26
2,408.41
730.67
743.83
761.05
774.19
791.42
aoa.sz
822.76
841.97
860.18
872.32
893.55
916.33
937.09
957.87
980.79
1,008.38
1,033.13
1,060.28
1,088.63
1,11927
1,147.60
1,181.82
1,210.18
1,245.56
7,270.32
1,311.63
1,321.08
1,349.41
1.391.87
1,430.82
1,468.62
1,511.09
7,553.57
i,sss.os
1,642.09
1,691.67
1,736.49
1,784.89
1,836.80
1,891.11
1,94420
1,999.64
2,05628
2,117.64
2,179.02
2,244.38
2,311.71
2,381.05
2,as2.as
2,526.06
752.60
766.15
783.88
797.47
815.16
828.66
847.44
86723
885.98
898.49
920.35
943.83
965.20
986.60
1,070.21
1,038.63
1,064.13
1,092.09
1,12129
1,152.84
1,182.02
1,21727
7,246.49
1,282.93
1,308.42
1,350.98
1,360.72
1,389.89
1,433.62
1,473.75
1,512.68
1,556.43
1,600.17
1.643.94
1,691.35
1,742.42
1,788.59
1,838.44
1,891.91
1,947.85
2,002.52
2,059.62
2,117.96
2,181.77
2,244.39
2,311.71
2,381.06
2,452.48
2,s2s.os
2,601.84
775.17
789.13
807.39
821.32
839.62
853.51
872.86
89324
912.57
925.45
947.97
972.13
994.16
1,01627
7,040.52
1,069.79
1,096.05
1,124.84
1,154.93
1.187.43
1,217.49
1,253.79
1,283.89
1,321.42
t,347.69
1,391.51
1,401.53
1,431.60
1,476.64
1,517.96
1,558.06
1,603.12
1,648.17
1,69326
i,�a2.os
1,794.69
1,84224
1,893.59
1,948.67
2,00628
2,062.80
2,121.42
2,181.51
2,246.61
2,31172
2,381.05
2,452.49
2,526.05
2,soi.sa
2,679.91
798.43
812.80
831.62
845.96
864.81
679.13
899.05
920.04
939.93
95322
976.41
1,00129
1,023.98
1,046.69
1,071.73
1,101.89
1,128.93
1,158.61
1,189.58
1,223.06
1,254.01
1,291.41
1,322.40
1,361.06
i,388.11
1,43327
1,443.57
1,474.53
1,520.94
1,563.57
1,604.80
1,65122
1,697.62
],744.07
1,794.35
1,848.54
1,897.50
1,950.40
2,007.13
2,066.47
2,124.47
2,185.05
2,246.95
2,314.00
2,381.07
2,452.49
2,526.06
2,607.83
2,s�s.s�
2,760.31
�
833.36
848.17
867.55
882.34
901.73
916.49
937.00
956.63
979.13
992.80
7,016.68
1,042.32
1,065.77
1,089.06
1,115.30
1,146.01
1,175.52
1,205.02
1,23625
1,270.73
1,302.62
1,347.14
1,373.06
1,412.88 �
t,44Q.74
1,48724
1,497.87
1,533.09
1,577.55
1,621.39
1,663.94
1,711.74
1,759.53
1,807.37
i,asan
1,914.97
1,965.47
2,019.90
2,078.32
2,139.44
2,199.19
2,261.59
2,325.35
2,394.41
2,463.48
2,537.05
2,672.83
2,690.88
2,ni zs
2,854.09
�
36
APPENDIX C: CLERICAL STANDARD RANGES, JULY 4, 1998 (continued)
� Yrs. of Service StaR 1 Year 2 Years 3 Years 4 Years 5 Years 10 Years 15 Years
Step 1 2 3 4 5 6 7 8
�
�
9
10
11
12
13
14
15
16
17
18
19
20
21
22
23
24
25
26
27
28
29
30
31
32
33
34
35
36
37
�
39
40
41
42
43
44
45
46
47
48
49
50
657.13
67123
684.02
694.39
706.79
721.26
734.68
751.25
765.74
783.30
794.68
813.31
828.85
847.47
864.02
883.67
904.37
921.95
saa.n
964.88
988.35
1,011.82
1,040.72
1,068.46
1,095.00
1,125.19
1,125.19
1,157.74
1,785.49
1,220.49
1,253.05
1,288.09
1,323.04
1,361.66
1,399.08
1.437.67
1,477.53
1,520.93
1,564.36
1,61026
1,653.69
1,699.52
1,750.20
1,798.50
1,847.98
1,903.36
1,960.48
2,019.30
2,079.88
2,142.25
698.47
714.02
727.43
703.65
755.40
769.87
785.39
800.90
820.58
834.01
852.63
873.32
889.91
909.55
925.05
951.48
973.84
999.53
i ,ozo. i s
1,051.56
1,074.48
1,103.48
1,133.60
1,163.79
1,193.95
1,227.73
1,232.57
1,261.54
1,298.90
1,332.68
1,370.11
1,409.93
1,450.99
1,490.76
1,530.62
1,574.04
1,618.68
1,665.75
1,712.79
t,762.30
1,814.17
1,864.85
1,916.72
1,973.44
2,028.95
2,089.78
2,152.49
2,217.06
2,283.59
2,352.09
725.39
734.68
751.25
765.74
783.30
794.68
813.31
828.85
847.47
864.02
881.61
904.37
921.95
saa.n
963.76
988.35
1,011.82
1,040.72
1,066.03
1,09621
1,121.57
1,157.74
1,183.09
1,216.87
1,245.82
1,283.26
1,289.28
1,321.83
1,361.66
1,399.08
1,432.87
1,476.33
1,517.31
1,558.37
1,60424
1,650.07
1,694.76
1,744.16
1,794.87
1,844.32
1,89�.43
1,952.93
2,006.03
2,069.99
2,12427
2,187.98
2,253.63
2,32123
2,390.87
2,462.60
747.11
760.57
778.17
791.61
80922
822.63
84127
860.91
879.53
891.95
913.65
936.94
958.17
979.42
1,002.86
1,031.07
1,056.37
1,084.14
1,113.12
1,144.45
1,173.42
1,208.41
1,237.41
1,273.59
1,298.90
1,341.14
1,350.80
1,379.77
1,423.19
1,463.01
1,501.66
1,545.09
1,588.52
1,631.97
1,679.03
1.729.73
1,775.56
1,825.05
1,878.13
1,933.66
1,987.94
2,044.63
2,102.55
2,16529
2,228.05
2,294.88
2,363.72
2,434.62
2,507.67
2,582.90
769.53
783.39
801.52
815.35
833.50
847.30
866.50
886.74
905.91
91871
941.06
965.07
986.91
1,008.80
1,032.94
1,062.00
1,088.07
1,116.66
1,146.52
1.178.78
1,208.61
1,244.66
1,274.54
1,311.80
1,337.86
1,381.38
1,391.33
1,421.16
1,465.88
1,506.91
1,546.71
1,591.45
1,636.18
1,680.93
1,729.41
i .781.62
1,828.83
1,879.80
1,934.48
1,991.67
2,047.58
2,105.96
2,165.62
2,230.24
2,294.89
2,363.72
2,434.63
2,507.66
2,582.90
2,660.38
792.61
806.89
825.55
839.80
858.51
872.72
892.50
913.34
933.10
946.27
96929
994.00
1,016.53
1,039.07
1,063.94
1,093.86
1,120.71
1,150.15
1,180.92
1,214.15
1,244.88
1,282.00
1,312.76
1,351.15
1,378.01
1,422.82
7,433.06
1,463.81
1,509.87
1,552.12
1,593.11
1,639.19
1,685.25
1,731.36
1,781.28
1,835.07
1,883.69
1,936.20
1,992.51
2,051.42
2,109.01
2,169.15
2,230.60
2,297.16
2,363.73
2,434.62
2,507.67
2,582.89
2,660.38
2,74020
816.39
831.09
850.33
865.00
88427
898.91
91928
940.74
961.08
974.67
998.38
1,023.82
1,047.02
1,070.25
1,095.85
1,126.68
1,154.33
1,184.67
1,216.34
1,250.58
1,282.22
1,320.46
1,352.15
1,391.68
1,419.34
1,465.51
1,476.05
1,507.71
1,555.16
1,598.68
1,640.91
1,688.37
1,735.82
1,783.31
1,834.72
1,890.13
1,940.20
1,994.28
2,052.29
2,112.96
2,172.27
2,234.22
2,297.51
2,366.07
2,434.64
2,507.67
2,582.90
2,660.37
2,740.20
2.822.41
852.11
867.25
887.07
902.19
922.02
937.11
958.09
980.20
1,001.16
1,015.13
1,039.56
1,065.77
1,089.75
1,1�3.59
1,140.40
1,171.79
1,201.97
1,232.13
1,264.06
1,299.32
1,331.93
1,371.31
1,403.95
1,444.67
1,473.16
1,520.70
1,531.57
1,567.59
1,613.04
7,657.87
1,701.37
1,750.25
1,799.12
1,848.03
1,901.00
1,958.06
2,009.63
2,065.35
2,125.09
2,187.57
2,248.68
2,312.47
2,377.67
2,44829
2,518.91
2,594.13
2,671.62
2.751.43
2,833.65
2,918.31
37
APPENDIX C: CLERICAL STANDARD RANGES, JULY 3, 1999 (continued)
Yrs. of Service
4
5
6
7
8
9
10
11
12
13
14
15
16
17
18
19
20
21
22
23
24
25
26
27
28
29
30
31
32
?r3
34
35
36
37
36
39
40
41
42
43
44
45
46
47
48
49
50
15 Years �
860.63
875.93
895.94
91121
93124
946.48
967.67
990.00
1,011.17
1,025.29
1,049.95
1,076.43
1,100.64
1,124.72
1,151.80
1,183.51
1,213.99
1,244.45
1,276.71
1,312.32
1,34525
1,385.03
1,417.99
1,459.12
1,487.89 �
1,535.91
1,546.89
1,58326
1,629.17
1,674.45
1,718.39
1,767.76
1,817.11
1,866.51
�,s2o.oi
1,977.64
2,029.73
2,086.00
2,146.34
2,209.45
2,271.16
2,335.60
2,401.45
2,472.77
2,544.10
2,620.07
2,698.33
2,778.94
2,861.98
2,947.49
�1
�J
Start
663.70
677.94
690.86
701.33
713.86
728.47
742.03
758.76
773.40
791.14
802.63
821.44
837.14
855.94
872.66
892.51
913.42
931.17
95422
974.53
99824
1,021.94
1,051.13
1,079.15
1,105.95
1,136.44
1,736.44
1,169.32
1,197.34
1,232.70
1,265.58
1,300.97
7,33627
7,375.27
1,413.07
1,452.04
1,492.30
1,536.74
1,580.01
1,626.36
1,670.22
t,716.52
t,767.70
7,816.49
1,866.46
1,922.40
1,980.08
2,039.49
2,700.68
2,163.67
i Year 2 Years 3 Years
2 3 4
705.46
721.16
734.71
710.69
762.96
777.57
79324
808.91
828.78
842.35
861.16
882.05
898.81
918.64
934.30
960.99
983.58
1,009.53
1,030.39
1,062.07
1,085.23
1,114.51
1,144.94
1,175.42
1,205.88
1,240.00
1,244.90
1,274.16
1,311.89
1,346.00
1,383.81
1,424.03
1,465.50
1,505.67
1,545.93
1,589.78
1,634.87
1,682.41
1,729.92
i,ns.s2
1,832.32
t,883.50
1,935.89
1,993.17
2,04924
2,110.68
2,174.02
2,23923
2,306.43
2,375.61
732.64
742.03
758.76
773.40
791.14
802.63
82i.44
837.14
855.94
872.66
890.43
913.42
931.17
954.22
973.39
99824
1,021.94
1,051.13
1,076.69
1,107.17
1,13278
1,169.32
1,194.92
1,229.04
1,258.28
7,296.09
1,302.17
1,335.05
1,37527
1,413.07
1,447.19
1,491.09
7,532.48
1,573.96
i,s2o.zs
1,666.57
1,711.70
1,761.61
1,812.82
t,asz.��
7.916.40
1,972.45
2,026.09
2,090.69
2,145.51
2,209.86
2,276.17
2,344.44
2,414.78
2,48723
754.58
768.17
785.95
799.52
817.32
830.85
849.68
869.52
888.33
900.87
922.79
946.31
967.75
989.22
1,012.89
1,041.38
1,066.93
1,094.98
1,124.25
1,155.89
1,185.15
�,2zoso
1,249.78
1,286.33
1,311.89
1,354.55
1,364.31
1,393.57
1,437.42
1,477.65
1,516.68
1,560.54
7,604.41
1,64829
1,695.82
1,747.03
1,793.31
1,843.30
1,896.91
1,952.99
2,007.82
2,065.07
2,123.57
2,186.94
2,250.33
2,317.83
2,387.36
2,458.97
2,532.75
2,608.73
4 Years 5 Years 10 Vears
5 6 7
777.22
79123
809.53
823.50
841.84
sss.n
875.17
895.61
914.97
927.90
950.47
974.72
996.78
1,018.89
7,04327
1,072.62
1,098.95
1,127.82
1,157.99
1,190.57
1,220.70
1,257.11
7,287.28
1,324.92
1,35124
1,395.19
7,405.25
1,435.37
1,480.54
1,521.97
1,562.18
1,607.36
1,652.54
1,697.74
�,�as.�o
1,799.44
1,847.12
1,898.60
1,953.83
2,011.59
2,068.05
2, 727.02
2,18727
2,252.55
2,317.84
2,387.36
2,458.98
2,532.74
2,608.73
2,686.99
800.53
814.96
833.81
848.20
867.10
881.44
901.43
922.47
942.43
955.73
978.99
7,003.94
1,026.70
1,049.46
1,074.58
1,104.80
1,131.92
1,161.66
t, 7 92.73
1,22629
1,257.33
1,294.82
1,325.91
1,364.66
1,39179
1,437.05
1,447.40
1,478.45
1,524.97
1,567.64
1,609.04
1,655.59
1,702.11
1,748.67
�,�ss.io
1,853.42
1,902.52
1,955.56
2,012.44
2,071.94
2,130.10
2,190.84
2,252.90
2,320.13
2,387.37
2,458.97
2.532.75
2,608.72
2,686.99
2,767.61
824.56
839.40
858.83
873.65
893.17
907.90
928.47
950.15
970.69
984.41
1,008.36
1,034.06
1,057.49
1,080.95
1,106.80
1,137.94
1,165.87
1,196.52
1,228.51
1,263.08
1,295.04
1,333.67
1,365.68
1,405.60
1,433.54
1,480.17
1,490.81
1,522.79
1,570.71
7,614.67
1,657.32
1,70525
1,753.18
1,801.74
i,ass.o�
1,909.03
1,959.60
2,01423
2,072.81
2,134.09
2,193.99
2,256.56
2,320.49
2,389.73
2,458.99
2,532.75
2,608.73
2,686.98
2,767.61
2,850.64
38
�
ADDITIONAL INFORMATION
(Not a Part of the Agreement)
MEMORANDA OF UNDERSTANDING
Labor Management Task Force
�
�
Filling Vacancies and Staffing Levels
39
MEMORANDUM OF UNDERSTANDING
BETWEEN
AMERICAN FEDERATION OF STATE, COUNTY AND MUNICIPAL EMPLOYEES,
DtSTRICT COUNCIL 14, LOCAL MO. 844 (AFSCME)
REGARDING LABOR MANAGEMENT TASK FORCE
The parties agree to create a formal Labor Management Task Force to review the
appropriate use of titles in various positions in the District. It is further understood
that the Union and the Employer will appoint members to the task force and all decisions
will be through consensus based decision making. The Task Force will make
recommendations to the Superintendent of Schools and the Union.
The Union and the District agree that the Task Force will:
1. Review descriptions for tities and identify elements that distinguish the typical
responsibilities for AFSCME positions from others in the District.
2. Identify and discuss existing positions and appropriate unit determinations.
3. Work to develop a procedure to assure future appointments are piaced in the
appropriate title and bargaining unit.
4. Develop an agreement regarding employees in the District who currently are found to
be in the wrong title or bargaining unit.
5. Prepare monthiy progress reports to the Union and the Superintendent of Schoots.
INDEPENDENT SCHOOL DISTRICT NO. 625
LOCAL UNION 844, DISTRICT COUNCIL
14 OF THE AMERICAN FEDERATION OF
STATE, COUNTY, AN�NICIPAL
�J_ �� \..X.�C.�
Business Representative
���1�'� l��
Date
// � yP�
D
40
�
�
�
/ �
� �
� /..��iiy'/�' '��//.'�:
i :.. . . . . �
.
MEMORANDUM OF UNDERSTANDING
�
BETWEEN
AMERICAN FEDERATION OF STATE, COUNTY AND MUNICIPAL EMPLOYEES,
DISTRICT COUNCIL 14, LOCAL NO. 844 (AFSCME)
REGARDING FILLING VACANCIES AND STAFFING LEVELS
�
r�
�
The Union and Employer agree to utilize a Labor Management Task Force with consensus
based decision making to expiore the following topics:
• the levei of clericai staffing in buildings
• the time required to fill vacancies
The Task Force wili make recommendations to the Superintendent of Schools and the
Union.
The parties agree to a good faith attempt to resolve the issues. The goal of the Task Force
will be to present formai recommendations by September 1, 1998.
INDEPENDENT SCHOOL DISTRICT NO. 625
LOCAL UNION 844, DISTRICT COUNCIL
14 O� THE AMERICAN FEDERATIOfV OF
STATE, COUNTY, AND MUNICIPAL
/%r._ , ..�/Z�ii� �% .%% ��
�. �� s �8
Dat
1 1 JIIIG Il� LVV0.1 V'�'� /
� /
/ /
/ / {/
G
Business Representative
�"/�S''/�
Date
41
Assisiant Manager
INDEX
c
Court Duty Leave ........................................7
D
Discipline ................................................ 22
Dues ......................................................... 2
E
Educational Leave ........................................9
Employee Records ..................................... 22
F
Fair Share Fee ............................................1
Family Medical Leave ..................................9
Filling Vacancies And Staffing Levels........... 41
Flexible Spending Account ......................... 15
Funernl Leave .........................................�--.6
G
Grievance Procedute ................................... 23
H
Health Insurance ........................................ 14
Holidays....................................................4
G
Labor Management Task Force .................... 40
L,eaves Of Absence ......................................6
L.egal Services .......................................... 26
Life Insurance ........................................... 15
Lunch Breaks ..............................................3
M
Mileage................................................... 12
Military Leave With Pay 7
N
No Strike, No Lockout ............................... 26
Non-Compensatory I,eave Of Absence .............8
Non-Discrimination ................................... 26
0
Overtime...................................................3
P
Pazental Leave ............................................ S
Preamble .................................................. iv
Probation ................................................. 19
R
Rest Breaks ................................................3
Retirement Health Insurance ........................ 16
S
Safety Shoes ............................................ 26
Salaries ..............................30, 31, 32, 33, 34
Salary Step Progession .............................. 10
Seniority ................................................. 20
Severance Pay ........................................... 13
Sick Child Care Leave ..................................6
SickLeave .................................................6
Sponse/Dependent Parent Leave .....................6
T
Temporary Employees ................................ 25
U
Union Official Leave ....................................9
V
Vacancies ................................................. 25
Vacancies and Staffing Levels ...................... 41
V acation .................................................... 5
W
Wages ..................................................... 10
WorkWeek ................................................3
Workday.................................................... 3
Working Ouc Of Classification .................... I Z
�
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42