98-722Council File # � - 7a a-
ORIGINAt
Presented
Referred To
Committee Date
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RESOLVED, that the Council of the City of Saint Paul hereby approves and rafifies the attached
1998-2000 Agreement between the Independent School District No. 625 and Local Union 1842, District
Council 14 of American Federation of State, County and Municipal Employees AFL-CIO.
Yeas Na s Absent
Benanav �
Blakey �
Bostrom �
Coleman �
Harris �
Lantry �
Reiter �/
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Adopted by Council: Date
Adoption Certified by Council
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Approved by Mayo \ ,ate � L � [
RESOLUTION
ITY OF SAINT PAUL, MINNESOTA
Green Sheet # 62406
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Requested by Department of:
Office of Labor Relations
By: ��1'U``1 L� � A
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Form App�d� Attorne�
By:
DEPARTMENT/OFFICE/COUNCIL: DATE INITIATED GREEN SHEET No.: 62406 p�
LABOR RELAT'IONS July 28, 1998 � 0'���
COATAC(' PERSON & PHONE: p IN/17ni✓nn'['E nvtl7nlmp'rE
JiJLIE KRAUS 266-6513
ASSIGN 1 DEPARTMENT DIIL � 4 CTIYCOUNCR.
NIJMBER 2 CITY AITORNEY � CITY CLERK
M[JST BE ON COi71�CI1. AGEI�DA BY (DATE) FOR BUDGET DIR. FIN. & MGT. SERVICE DIR.
ROUTING 3 MAYOR (OR AS�
ORDER [%
TOTAL # OF SIGNATURE PAGES_1 (CLIp ALL LOCA7IONS FOR SIGNAT[JRE)
ncriox �QUESrev: This resolution approves the attached 1998-2000 Agreement between the Independent School
District No. 625 and Local Union 1842, District Council 14 of American Federation of State, County and Muncipal
Employees AFL-CIO.
RECOMMENDATTONS: Approve (A) or Reject (R) PERSONAL SERVICE CONTRACI'S MUST ANSWER THE FOLLOWING
QUESTtONS:
_PLANNING COMMISSION _CIVIL SERVICE COMMISSION 1. Has this person/firm ever worked under a contract for this departrnmt?
_CIB COMMII'I'EE Yes No
_STAFF 2. Has this pe=son/fitm ever been a city employee?
_DISTRICT COURT Yes No
SUPPORTS WI-IICR COUNCIL OBJECTIVE? 3. Does this person/firtn possess a skill not nolmally possessed by any cmrent ciry employee?
Yes No
Expiain all yes answers on separate sheet and attacA to green sheet
INTTIATING PROBLEM, ISSUE, OPPORTIJNIII (Who, What, Wpen, Where, Why):
ADVANTAGES IF APPROVED:
This Agreement pertains to Board of Education empioyees only. �,�C�
(�UG 0 3199�
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DiSADVANTAGES IF APPROVED:
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DISADVANTAGES [F NOT APPROVED:
TOTAL AMOUNT OF TRANSACTION: COST/REVENUE BUDGETED:
FONDINGSOURCE: ACl'1VITYNUMBER: -
FINANCIAL INFORMATION: (EXPLAIIV)
i flfC�1 CBRt°C • _ �`'�::,�'
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INDEPENDENT SCHOOL DISTRICT NO. 625
BOARD OF EDUCATION
SAINT PAUL PUBLIC SCHOOLS
DATE: May 12, 1998
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TOPIC: Approval of Employment Agreement Between Independent School District
No. 625, Saint Pau! Pub{ic Schools and AFSCME Council 14, �ocal 1842,
Representing Technical 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 DistricYs
fiscal year.
2. Contract changes are as follows:
Waaes: EffectiveJanuary3, 1998, increase wage schedule 2.5%. Effective July 4, 1998,
increase wage schedule 225°10. EHective 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 for single coverage and $330 for family coverage will
increase as follows:
Sin le 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 hoiidays 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 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 55 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 Board of Education of independent School District No. 625 approve and adopt the
Agreement concerning the terms and conditions of employment for technical employees in this
school district; duration of said Agreement is for the period of January 1, 1998, through
June 30, 2000.
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1998 - 2000
AGREEMENT BETWEEN
SAINT PAUL PUBLIC SCHOOLS
INDEPENDENT SCHOOL DISTRICT NO. 625
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LOCAL UNION 1842
DISTRICT COUNCIL 14
F`�
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OF THE AMERICAN FEDERATION OF
STATE, COUNTY, AND MUNICIPAL
EMPLOYEES, AFL-CIO
Representing Technical Employees
January 1, 1998 Through June 30, 2000
� �' Saint Pau/ Public Schoo/s
L/ F E L O N G L E A B N! N G
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�"` Sainf Paul Public Schools
(/ F£{ 0 N G L E A R N/ M 6
SAINT PAUL PUBUC SCHOOLS
Independent School District No. 625
Board of Education
Mary Thornton Philiips - Chair
Greg Filice - Vice Chair
Gilbert de la O- Clerk
Neai Thao - Treasurer
Administration
Curman L. Gaines -
Maureen A. Flanagan -
Mae E. Gaskins -
William A. Larson -
Cy R. Yusten -
Tom Conion - 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 OF CONTENTS
� ARTi LE
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Article 1.
Article 2.
Articie 3.
Article 4_
Article 5.
Article 6.
Articie 7.
Article 8.
Article 9.
Article 10.
Article 11.
Articie 12.
Article 13.
Article 14.
Article 15.
Article 16.
Article 17.
Article 18.
Article 19.
Article 20.
Article 21.
Article 22.
Article 23.
Article 24.
Articte 25.
Articie 26.
Article 27.
PAGE
Preamble ...........................................�--...................................................... i v
Recogn ition ..................................................................................................1
CheckOff ...................................................................................................... 2
Maintenance of Standards ............................................................................
Management ...................................................................................... 2
WorkDay ..................................................................�--................................
Lunch Breaks and Rest Breaks ....................................................................3
Ho I idays ....................................................................................................... 4
Vacation ....................................................................................................... 5
Leaves Absence ........................................................................................ 6
Wages ......................................................................................................... i 0
Working Out of Classification ...................................................................i 2
Mileage ...................................................................................................... 1 2
Severance ........................................................................................... 3
InsuranceBenefits .................................................................................... 4
Probation ...................................................................................................i 9
Seniority ..---°•°°-°--°--°--° ........................................................................2 0
Discipiine .................................................................................................. 2 2
EmpioyeeRecords ...................................................................................... 2
Grievance Procedure .................................................................................
Temporary Employees ............................................................................... 5
Bulletin ......................................................................................... 5
Vacancies................................................................................................... 5
Non-Discrimination ..................................................................................2 6
NoStrike, No Lockout ................................................................................ 6
Legat Services .--°--.......° ...........................................................................2 6
Safety Shoes ............................................................................................... 6
Terms Agreement ..................................................................................2
Appendix A. Titles and Salaries .............................................................3 0
Appendix B. Titles and Grades ...............................................................3 2
Appendix C. Standard Ranges .................................................................3 3
ADDITIONAL INFORMATION
(Not a Part of the Negotiated Agreement)
MEMORANDA OF UNDERSTANDING
Labor Management Task Force ..........................................................................................3 8
Filling Vacancies and Staffing Levels ................................................................................3
Index..................................................................................................................................4 0
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PREAMBLE
This Agreement, entered into by Independent Schooi District No. 625, hereinafter �
referred to as the Empioyer or as the District, and Local Union 1842, affiliated with
Councii 14 of the American Federation of State, County, and Municipai Employees,
AFL-CIO, hereinafter referred to as the Union, has as its purpose the promotion of
harmonious relations between the Empioyer and the Union, the establishment of an
equitable and peacefui procedure for the resolution of differences, and the estabtishment
of rates of pay, hours of work, and other conditions of employment.
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ARTICLE 1. RECOGNffION
• 1.1 The Employer recognizes the Union as the sole and exclusive bargaining agent f o r
the purpose of establishing salaries, wages, hours, and other conditions of
• employment for all of its employees as outiined 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 foRh in Section 1.2 below.
1.2 The bargaining unit covered by this Agreement shall consist of the following: All
office, clerical, and administrative personnel who are empioyed by Independent
School District No. 625, Saint Paul, Minnesota, who work a minimum oE 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
ciassifications of:
Accounting & Systems Technician
Accounting Technician I
Accounting Technician II
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Accounting Technician III
Accounting Technician IV
Adaptive Recreation Assistant
Applications Systems Programmer/
Analyst
Architectural Drafter
Architecturai Drafter Trainee
Child Development Technician
Clinic Nurse
Dental Assistant
Dental Hygienist
E.D.P. Lead Programmer
E.D.P. Programmer
E.D.P. Programmer Analyst
Engineering Aide I
Engineering Aide II
Health and Education Assistant
Information Systems Technician
Instructional Media Technician
Library Assistant
Library Technician
Network Technician I
Network Technician II
Occupational Therapy Assistant
Payroli {nformation System Technician
Physical Therapist Assistant
Practical Nurse
SASI/Parlant Support Assistant
SASI/Parlant Technical Trainer
'Special Student Attendant
E.D.P. Programmer Trainee Supervising Dental Hygienist
excluding supervisory, confidentiaf and atl other employees.
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1.3 Any present or future employee who is not a Union member shali 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 empfoyee 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 and
administration of grievance procedures. This provision shall remain operative
oniy so long as specifically provided by Minnesota law, and as otherwise legal.
'Title abolished except as to present incumbents.
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ARTICLE 1. RECOGNITION (continued)
1.4 The Union agrees to indemnify and hold the Empioyer 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 ihe 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 eadi 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 Empioyer by a representative af the Union artd 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 shalf provide a payrolt 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 Pian 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 applicable laws and regulations 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 timited to, such areas of discretion
or policy as the functions and programs of the Empioyer, its overall budget,
utiiization of technology, and organizational structure and selection and direction
and number of personnel.
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ARTICLE 5. WORK DAY
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5.1 The normal workday shall be eight and one-haif (8 1/2) hours in duration, eight
(8) of which are paid. Each normai workday shall 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 and
the remaining thirty (30) minutes is unpaid.
The following is an exampie of a normal workday schedule:
Work day begins at:
Morning Rest Break:
Lunch Break:
Afternoon Rest Break:
Work day ends at:
5.2
5.3
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 shafl be forty (40) hours in any seven (7)-day period.
This Article shali 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
empioyee'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 empfoyee shali be paid at the ra4e 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 scheduled by the supervisor at approximately the middle
of the employee's shift.
6.2 All emp{oyees' work schedules shali provide for a paid fifteen (15)-miRUte 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
feasibie.
6.3 If an employee is scheduled to work a full halfi-shitt 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. TFie foflowing days shail 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 each of the holidays listed above, on
which they perform no work, provided the holiday fails within their work year.
Whenever any of the holidays listed above shall fall on Saturday, the preceding
Friday shaH be observed as ihe holiday. Whertever any of the holidays listed
above fall on Sunday, the succeeding Monday shall 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 Eliaibilit� 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.
�.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 falis 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 shal( 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, regardiess of F.T.E.
For Tweive L�l -Month Empioyees
Years of
ervice
8.2
Years of
Service
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First year through 4t year
5 year through 9'" year
10`" year through 15 year
16'" year through 23` year
24'" year and thereafter
Twelve-Month
Accrual Rate'
.0500
.0692
.0769
.0923
.1115
For Ten (1 Ol -Month Em�loyees
First year through 4'" year
5`" year through 9`" year
10"' year through 15'" year
16`" year through 23` year
24t year and thereafter
Ten-Month
Accrual Rate'
.0521
.0713.
.0790
,0944
.1136
Annual
Hours
Eamed
104
144
160
192
232
Annual
Hours
Eamed
91 .5
125.5
1 39.0
166.1
200.0
Annual
Days
Eamed
13
18
20
24
29
Annual
Days
Eamed
11.5
1 5.7
17.4
21.0
25.0
The head of the department may permit an employee 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 in
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 twenty (1 2 0)
hours at end of year: or
( c) be provided an exception for additional carryover of vacation by
means of approvai of his/her department head.
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8.2.2
8.2.3
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 shall 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 eamed during
that length of work year. The iwelve-monih 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.
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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 total 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 or
severance pay in Article 13.
ARTtCLE 9. LEAVES OF ABSENCE
9.1 Sick Leave Sick leave shali accumulate at the rate of .0576 of a working hour
for each full hour on the payroll, excluding overtime. Sick leave accumulation is
uniimited. To be eligibie 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 �eciiied Allowable Uses ot Sick Leave. Any employee who has
accumulated sick leave credits as provided above shall be granted leave
with pay, for such period of time as the head of the department deems
necessary, on account of sick�ess or injury of the employee, quarantine
established and deciared by the Bureau of Heaith, death of the
employee's mother, father, spouse, child, brother, sister,
mother-in-iaw, 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 oi a pareni or a
member of his/her household, making arrangements for the care of
such sick or disabled persons up to a mauimum of eight hours sick
leave.
9.1 .2 Funeraf Leave. Any employee who has accumutated sick leave credits, as
provided in the Civil Service Rules, shali be granted one day of such
leave to attend the funeral of the employee's grandparent, grandchild,
aunt, uncie, 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 tweive (12) consecutive months for an average of twenty ( 2 0)
or more hours per week prior to the leave request may use accumulated
personai 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/Degendent Parent Leave. Up to five (5) days of accumulated
sick leave may be used in a work year to altow the employee to care fo r
and attend to the serious or critical illness of his/her spouse or
dependent parent. These days when used are deductibie from sick leave.
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ARTICLE 9. LEAVES OF ABSENCE (continued)
� 9.2 Court DuTy 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, shall be paid the regular pay while so engaged,
provided, however, that any fees that the employee may receive from the court
for such service shafl be paid to the Employer and be deposited with the Empioyer
Business Office. Any employee 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 Pav. 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 shali be a
member of the Ofiicers Reserve Corps, the Enlisted Reserve Corps, the tdaval
Reserve, the Marine Corps Reserve or any other reserve component of the
miiitary or naval force of the United States, now or hereafter organized or
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 empioyee 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 shali not exceed a total of fifteen (15) days i n
any calendar year and further provided that such leave shail be atlowed only i n
case the required military or naval service is satisfactorily performed, which
� shaii be presumed unless the contrary is estabiished. Such leave shall not be
allowed unless the employee (1) returns to his/her position immediately upon
being relieved trom such military or naval service and �ot 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
empioyee'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-Compensator�eave of Absence. After three monihs 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 Civii 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 will 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 wh+ch the District intends to fill in ihe same �
ciassification.
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. �t 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 immediateiy 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) caiendar 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 ihe
use of eamed sick leave; however, sick leave time shall not be granted
within (during the course of) 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 Schooi
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 c(aimed. �
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
appiication including the anticipated date of placement of the child, at
least twelve (12) weeks in advance of the anticipated date of placement,
. or earlier if possible. Documentation wiil be required.
9.5.4 When an empioyee is returning from parental leave extending over a
period of six (6) calendar months or Iess, the empioyee shall be placed,
at the beginning of the first pay period foliowing the scheduled date of
return, in the same position held prior to the leave or, if necessary, i n
an equivalent position.
9.5.5 When an employee has requested and been granted leave for a period
longer than six (6) calendar months, but no more than twelve ( 1 2)
calendar months, the employee will be placed in an equivalent position
after the scheduled date of return as soon as an equivalent vacancy
becomes available. For purposes of this provision, an equivalent
vaCancy is a position in the same titie which exists, has no certiiied
incumbent, which is to be filled, and for which no other person has
rights.
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 Medicai Leave
Act (FMLA) so long as it remains in force. The Human Resource Department
• provides procedures which coordinate contractual provisions with FMLA.
9.7 School Activities Leave Without Pay. An employee may request and be granted up
to si�een (i6) 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.
9.8 Military Leave Without Pay. Any employee who engages in active service in time
of war or other emergency declared by proper authority of any of the mititary or
naval forces of the State or of the Unfted 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 �
are imposed by law. Such leaves of absence as are granted under 9.3 of this
Article shail conform to Minnesota Statutes, Section 192, as amended from time
to time and shall confer no additional 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 employee elected or appointed to a full-time paid
position by the exclusive representative may be granted a leave of absence
without pay for not more than one (1) year for the purpose of conducting the
� duties of the exciusive representative.
�
�
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 does not preclude the employer from the
following:
1. Reorganizing;
2. Abolishing classifications;
3. Establishing new classifications;
4. Regrading classifications;
5. Reclassifying positions.
10.2 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 salary because of a regrading
or reclassification during the contract period in which such regrading or
reclassification 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 employees who receive different pension
benefits.
�
10.4. Init+al Steo Placement. When an employee is regularly appointed inio a tille �
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 Step 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:
t 0.5.2.1 Movement from step to step wili not occur uniil the next f u I I
pay period following the anniversary date of the employee's
provisional or regular 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 (1) additional
step following his/her anniversary date, up to and including
Step 6.
�
fN]
ARTICLE 10. WAGES (continued)
� Salar�r Step Progression (continued)
10.5.2.3 For the puspose of progression to the Step 7 and Step 8
rates, the term "year of fuli-time service" shall be defined
as the completion 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 fuli-time
service in the District, that empioyee may be granted an
increase of one (1) additionai 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 employee completes fifteen (15) years of futl-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 twelve (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, shall 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 payroll will progress one
step up to Step 6(five (5)-year step). Part-time employees 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.
�
11
ARTICLE 11. WORKING OUT OF CLASSIFICATION
11.1 Empioyer shall avoid, whenever possible, working an empioyee on an
out-of-class assignment for a protonged 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 assignment in a
higher class'rfication not later than the siuteenth (16th) day of such assignment.
For purposes of this Article, an out-of-class assignment is defined as an
assignment of an employee to pertorm, on a full-time basis, al( of the significant
duties and responsi6ilities of a position different from the employee's regular
position, and which is in a classification 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.
ARTICLE 12. MILEAGE
i 2. 7 Employees of the School District under policy adopted by the Board ot 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 fhis 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 mauimum 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
rnade.
�
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ARTICLE 13. SEVERANCE PAY
� 13.1 The Employer shall provide a severance pay program as set forth in this Article.
• Payment of severance pay shall be made within the tax year of the retirement.
13.2 To be eligible for the severance pay program, the empioyee must meet the
foilowing requirements:
13.2.1 The employee must be fifty-five (55) years of age or older or must be
eligibie 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 pian 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 will clearly indieate that by requesting
severance pay, the employee waives all claims 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 empioyee requests severance pay and if the employee meets the eiigibility
requirements set forth above, he or 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 empioyee'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 empioyment is not
considered a separation of employment, and such transferee shall not be eligible
for this severance program.
�
13
ARTICLE �4. INSURANCE BENEFITS
SECl10N 1. ACTIVE 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 Article, full-time employment is
defined as appearing on the payroll at least thirty-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 Em�loyer Contribution Amount--Full-Time Empioyees. 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 eligible full-time employee who selects family coverage, the �
Employer will contribute 4he 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 full time and who selects employee
insurance coverage, the Employer agrees to contribute the cost of such
coverage or $215 per monih, 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.
�
14
ARTICLE 14. INSURANCE, Section 1. (continued)
•
1.6 Emplover Contribution Amount--Half-Time Emolovees. For each eligible
employee covered by this Agreement who is employed half time, the Employer
agrees to contribute fifty percent {50%) of the amount contrihuted for fuit-time
empioyees selecting employee coverage; or for each half-time empioyee who
seiects family insurance coverage, the Empioyer will contribute fifty percent
(50%) of the amount contributed for full-time employees selecting family
coverage in the same insurance plan.
1.7
1.6.1 Notwithstanding Section 1.6 above, employees covered by this
Agreement and employed half time prior to January 1, 1986, shall
receive the same insurance contributions as a full-time employee. This
Section 1.6.1 applies oniy to employees who were employed half-time
during the month of December 1985 and shall continue to apply only as
long as such employee remains continuousty employed hall iime.
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 Employer 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 early
retirement) until the retiree reaches age 65; then all Employer coverage shall
terminate.
1.8 Flexible Spendin�Account. It is the intent of the Employer to maintain during
the term of this Agreement a plan for medical and child care expense accounts to
� be availabie to empioyees in this bargaining unit who are eligible for Employer-
paid premium contribution for health insurance for such expenses, within the
established legal regulations and IRS requirements for such accounts.
�
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1.9 The contributions indicated in this Article 14 shall be paid to the Employer's
group health and weffare pfan.
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.
15
ARTICLE 14. INSURANCE (continued)
SECTION 2. REIIREMENT HEALTH INSURANCE �
Subd. i. Benefit Eligibilit�for Em�lovees who Retire Before Aae 65
1.1 Em�vees 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 retiremenf in order to be eligible for any payment of any
insurance premium contribution by the District after retirement:
A Be receiving pension benefits from PERA, St. Paul Teachers Retirement
Association or other public empioyee retiree program at the time of
retiremenl and have severed the employment relationship with Independent
School District 625;
B. Must be at least fifty-eight (58) years of age and have completed
twenty-five (25) years of service, or;
C. The combination of their age and their years of service must equal
eighty-five (85) or more, or;
D. 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 wiih the City of Saint Paul will continue to be couMed
toward meeting the service requirement of this Subdivision 1.1 B, C or D, but
not for 1.1 E.
1.2 Em�vees hired into District service after May 1. 1 996. must have completed
twenty (20) years of service wiih Independent School District No. 625. Time
with the City of Saint Paul will 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
Independent School District No. 625 health insurance program, or in any
oiher Employer-paid health insurance program.
B. 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 applicatiort through District procedures prior to
the date of retirement in order to be eligible for any benefits provided i n
this Section.
�
�
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ARTICLE 14. INSURANCE, Section 2. (continued)
, Subd. 2. Em�lover Contribution Levels for Em I�ovees Retiring Before Age Sixtv-Five
2.1 Fieafth insurance EmpVoyer Contribution
The District wiil for the period of this Agreement provide employees who meet
the eligibility requirements for health insurance in 1.1 or 1.2 above, who retire
during the term of this Agreement, and until such employees reach sixty-five
(65) years of age, such health insurance premium contributions up to the same
dollar amount as were made by the District for health insurance for singie o r
family wverage by that carrier, for an employee under this Agreement, i n
his/her last month of active employment. In the event new carriers replace
those in place at execution of this Agreement, the dollar amounts being paid for
single or family coverage to the carrier at the employee's date of retirement
shall constitute the limit on future contributions. Any employee who is receiving
family coverage premium contribution at date of retirement may not later ciaim
an increase in the amount of the Empioyer obiigation for single coverage
premium contributions to a carrier after deleting family coverage.
2.2 Life Insurance Employer Contribution
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 untii their sixty-fifth (65th) birthday. Nolife insurance will
be provided, or premium contributions paid, for any retiree age sbcty-five ( 6 5)
� or over.
Subd. 3. Benefit EligibilitK for Em I�ovees After Sixty-Five �f�5 �
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
reaching age sixty-five (65), for employer premium contributions for health
insurance described in Subd. 4 of this Article.
3.2 Emolovees hired int the District before May 1 1996, who retire at age
sixty-five (65) or older must have compieted 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 w i l i
discontinue providing any health insurance contributions upon their
retirement or, in the case of early retirees, upon their reaching age
sixty-five (65).
�
17
ARTICLE 14. INSURANCE, Section 2. (continued)
Employees 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 ai
least twenty (20) years of service with the District at the time of their
retirement, the Employer wili 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�vees hired on or after May 1. 1 996, shall not have or acquire in any way
any etigibility for Employer-paid heaith 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 earlv 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�lo,vees hired into the District before Ma�1. 1996, and who meet the
eligibility requirements in Subdivisions 3.1 or 3.2 of this Article are eligible
for premium contributions for a Medicare Supplement heaith coverage policy
selected by the District. Premium contributions for such policy will not exceed:
Coveraae Tvoe
Medicare Eligible
Non-Medicare Eligible
Sinale
$300 per month
$400 per month
Familv
$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.
ubd. 5. Empl�ees hired after M�y 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 cumufative iifetime maximum of $12,500. Part-time empioyees
working half-time or more will be eligible for up to one half (50%) of the available
District match. Approved non-compensatory feave shall not be counted in reaching the
three (3) full years of consecutive active service, and shatl 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 responsibie for determining
his/her total maximum allowable annual contribution amount under IRS regulations,
The employee must initiate an application to participate through the DistricYs specified
procedures.
�
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ARTICLE 15. PROBATION
� 15.1 General Principles. This Article is effective for appointments made on or after
' May 1, 1994. For the purpose of this Article, six (6) months shali mean six
(6) fuli-time equivalent months (1,040 hours on the payroil). The calculation
for time on probation wiil exclude any unpaid breaks not worked by the
employee. Extended absences of any kind (paid or unpaid) lasting one (1) week
or more in duration may be excluded when caiculating time toward the completion
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 Paui, that employee will have the right to
return to fiislher 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 fails probation in the City
position.
15.2 Origin I Em I�ovment 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 or
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 shall 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
empioyee 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. SENIORITY
16.1 Seniority, for the purpose of this Agreement, shall be defined as follows: The
length of continuous, regular, and probationary service with the Employer from
the date an employee was first certified and appointed to a class title covered by
this Agreement, it being further understood that seniority is confined to the
current ciass assignment held by an employee. In cases where two or more
employees are appointed to the same class title on the same date, the seniority
shall be determined by empioyee'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 by the Employer that it is necessary to reduce the
workforce, employees will be laid off by class title within each department based
on inverse length of seniority as defined above. However, when layoff occurs i n
any of the titles listed below under Column A, layoff shall be based on inverse
length of total seniority in all titles listed on the corresponding line under
Column B.
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 Resource
Department shall decide which vacant positions ihe affected employee shall fill.
If no vacancy exists in such titles, then the least senior District employee in such
titles shall be identified, and if the empioyee affected by the original
departmental reduction is more senior, helshe shall have the right to claim that
position and the least senior District employee in such titles shall be the
employee laid off. For the purposes of this Article, the Board of Education is not
included as a City departrnent nor is a Board of Education employee included as a
City employee.
olumn A
Child Development Technician
Engineering Aide I
Engineering Aide II
'Special Student Attendant
Column B
Child Development Technician,
'Special Student Attendant
Engineering Aide I,
Engineering Aide II
Engineering Aide I,
Engineering Aide il
Child Development Technician,
'Special Student Attendant
16.4 In cases where there are promotionai series, such as Technician I, ti, tit, 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 would keep them
from being laid off, before layoffs are made by any class title in any department.
`Abolished except as to present incumbents.
20
�
�
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ARTICLE 16. SENIORITY (continued)
� 1 6.5 In 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 titie, that
employee wili 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 title may be displaced. in cases where an employee to be laid off
has held no regular appointment to any titles immediately prior to his/her
currenf titie, said employee shall be laid off. The employee reducing into a title
formerly fieid 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 his/her former title and shall be
laid off, but such employee's name wili be placed on the reinstatement register in
his/her former title and "bumping" rights herein shall not again apply to such
empioyee.
This procedure will be followed by the Board of Education for Board of Education
employees. City empioyees 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 will pick up their former seniority date in
any class of positions that they previousiy held.
� 16.7 Recall from layoff shall be in inverse order of layoff, except ihat recall rights
shall expire after two years of layoff.
�
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ARTICLE 17. DISCIPLINE
17.1 Discipline will be administered for just cause oniy. Discipline will be in the �
form of the following actions. Such actions may be taken in an order different
form that listed here, based on ihe specific employee action.
17.1.1 Oral reprimand;
17.1.2 Written reprimand;
17.1.3 Suspension;
17.1.4 Reduction;
i7.i.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 ft is placed on file. Before the
reprimand is placed on file, the Employer shall request from the employee an
acknowledgmeni, 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 the
Employer.
17.6 Preliminary 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 wili then offer to
meet with the employee prior to making a final determination 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 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.
18.2 Any member of the bargaining unit may, during usual working hours, with the
approval of the supervisor, review any material placed in the employee's
personnel file, after first giving proper notice to the supervisor in custody of
such file. �
�
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
shaii notify the Employer 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 arx1
responsibilities of the empioyees and shall therefore be accompiished 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 wouid not be
detrimentai 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 1 7,
for the processing of grievances, which are defined as an alleged violation of the
terms and conditions of this Agreement.
19.4 Grievance shall be resolved in conformance with the following procedure:
Ste° 1. Upon the occurrence of an alieged violation of this Agreement, the
employee involved with or without the steward shall attempt to resoive
� 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 alleged section(s) of the
Agreement violated, and relief requested. Any alleged 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 shall meet with the Union steward azxl
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 (70) workdays following
receipt of the Employer's answer shall be considered waived.
i
23
ARTICLE 19. GRIEVANCE PROCEDURE (continued)
Steo 3. Within ten (10) workdays foilowing receipt of a grievance referred �
from Step 2, a designated Employer supervisor shall meet 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
conceming the grievance. If, as a result 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 EmployePs answer
shall be considered waived.
Steo 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 agreemeni ot ihe 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 panei. The Union shall
strike the first (ist) name; the Employer shall then strike one ( 1)
name. The process will be repeated and the remaining person shall be
the arbifraior.
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
submitted. The arbitrator shall be wiihout power to make decisions contrary to
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 tater, unless
the parties agree to an e�ension. The decision shall 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 ihe arbitrator shall be
final and binding on the Employer, the Union, and the employees.
19.6 The fees and e�enses for the arbitrator's services and proceedings shall be
borne equally by the Empioyer 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.
1 9.8 It is understood by the Union and the Empioyer 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 federal statutss.
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 shail be submitted to the Civil 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 shall not have or acquire any rights or benefits other than
specifically provided by the provisions of the Civil Service Rules and/or the
� Saint Pau1 Sa{ary Plan and Rates ot Compensation.
ARTICLE 21. BULLETIN BOARDS
21 .1 The Employer shali provide reasonable bulletin space for use by the Union i n
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 filling 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 filled 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.
25
ARTICLE 23. NON-DISCRIMINATION
23.1 The terms and condftions 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 pertorm 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
withhoiding 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 wil I
warn employees of the consequences of iheir action and shall instruct them to
immediately retum to their normal duties. Any employee who fails to return to
his/her full duties within twenty-four (24) hours of such warning 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, shail be
instituted by the Employer and/or its appointing auihorities during the Iife 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 harmiess, and indemnify employee against tort claim
or demand, whether groundlass or otherwise, arising out of alleged acts o r
omission occurring in the performance or scope of the employee's duties.
25.2 Notwfthstanding 25.1, the Employer shall not be responsible for paying any legal
service fee or for providing any legat service arising from any legal action where
the employee is the plaintiff.
ARTICLE 26. SAFETY SHOES
The District agrees to pay thirty dollars ($30) per year toward the cost of safety shces
purchased by an employee who is a member of this unit, under the following conditions:
The District shall co�tribute toward the cost of one (1) pair of
contract year and shall not be responsible for any additional cost of any
shoes hereafter. This reimbursement of thirty dollars ($30) shall be
after verification of expenditure and approval by the Departmen
designated supervisor of the employee. This thirty dollar ($30)
contribution sha!! apply only io those employees who are require
protective shoes or boots by the Employer, and the contribution shall
the actual cost of such shoes or boots.
shoes per
additional
made only
t head o r
Employer
d to wear
not exceed
�
�
�
26
ARTICLE 27. TERMS OF AGREEMENT
• 27.1 Complete Agreement and Waiver of Barqaining. This Agreement shall represent
the complete Agreement between the Union and the Employer. The parties
acknowiedge that during the negotiations which resulted in this Agreement, each
had the unlimited right and opportunity to make requests and proposals with
respect to any subject or matter not removed by law from the area of coilective
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 Empioyer and the Union, for the life of this
Agreement, each voluntarily and unqualifiedly waives the right, and each agrees
that the other shali not be obligated to bargain collectively with respect to any
subject or matter referred to or covered in this Agreement.
27.1 .1 Pav E ui - Possibie 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-compiiance indicates that American
Federation of State, County, and Municipal Employees' classes which are
female-dominated and described by DOER as under-compensated are a
specific contributing cause of the non-compiiance judgment, and if the
non-compliance judgment stands after the completion of any and all
appeal processes, then the District arid the Union wil4 re-open the
contract for the sole purpose of negotiations limited to efforts to address
the specific compliance probiems i� a manner designed by the parties to
move toward compliance.
� The Union and the District acknowiedge 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 Ciause. 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 caurt of competent jurisdiction
from whose final judgment or decree no appeal has been taken within the time
provided, such provision shall be voided. Ali 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 ihat it desires to modify or tesminate this Agreement.
.
27
ARTICLE 27. TERMS OF AGREEMENT (continued)
27.4 This constitutes a tentative Agreement beriveen the parties which wiH 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. 1842 .
WITNESSES:
�� /I�/ 1�/�A
�
Da�
�
Re esen tive, cal 42
S ��— I 8
Date
28
�
�
INDEPENDEPfT SCHOOL DISTRICT NO. 625 LOCAL UNION 1842, DISTRICT COUNCIL
14 OF THE AMERICAN FEDERATION OF
STATE, COUNTY, AND MUNICIPAL
EMPLOYEES, AFL-CIO
�
APPENDICES A, B AND C
APPENDIX A: SALARY SCHEDULES
APPENDIX B: TITLES AND GRADES
APPENDIX C: TECHNICAL STANDARD RANGES
�
�
29
APPENDIX A: TITLES AND SALARIES
Technical Employees
Years of �
Service ' START 1 Year 2 Years 3 Years 4 Years 5 Years 10 Years 15 Years
Step 1 2 3 4 5 6 7 8
,radP 17
Adaptive Recreation Assistant
Dentai Assistant
Health and Education Assistant
1-3-98 11.17 12.03 12.50 t2.99 13.38 13.78 14.19 i4.76
7-4-98 11.42 12.30 12.78 13.28 13.68 14.09 14.51 15.09
7-3-99 11.53 12.42 12.90 13.41 13.82 14.23 14.66 15.24
�
Engineering Aide I
1-3-98 12.50 13.52 14.11 14.67 15.11 15.57 16.03 16.65
7-4-98 12.78 �3.83 14.43 15.00 15.45 15.92 16.39 17.03
7-3-99 �2.90 13.97 14.57 15.15 15.61 16.08 16.56 17.20
�
Library Technician
1-3-98 12.81 13.85 14.38 14.99 15.44 15.90 �6.38 17.01
7-4-98 13.10 14.16 14.70 15.33 15.78 16.26 16.75 17.39
7- 3- 9 9 13.23 14.30 14.85 15.48 15.94 16.42 16.91 17.56
�
Child Development Technician
Speciai Student Attendant '
1-3-98 13.14 14.19 14.80 15.41 15.87 16.35 16.84 17.48
7-4-98 13.43 14.51 15.13 15.76 16.23 16.72 17.22 17.88
7-3-99 13.57 14.66 15.28 15.92 16.39 76.89 17.39 18.06 �
�
Occupational Therapy Assistant
Physical Therapy Assistant
1-3-98 13.43 14.54 15.08 15.71 16.18 16.67 17.17 17.82
7-4-98 13.73 14.86 15.42 16.07 16.55 77.05 17.56 18.22
7-3-99 13.87 15.01 15.58 16.23 16.71 17.22 17.73 18.41
�
Architectural Drafter Trainee
SASI/Parlant Support Assistant
1-3-98 13.74 14.92 15.52 16.18 16.66 17.16 17.68 18.35
7-4-98 14.05 15.26 15.87 16.54 17.04 17.55 18•Q8 18.76
7-3-99 14.19 15.41 76.03 16.71 17.21 17.73 18.26 18.95
�
Accounting Technician I
Architectural Drafter
Dentai Hygienist
E.D.P. Programmer Trainee
Instructional Media Technician
1-3-98 14.81 16.07 16.78 17.51 18.03 18.57 19.13 19.84
7-4-98 15.14 16.43 17.16 17.90 18.44 78.99 19.56 20.29
7-3-99 15.29 16.60 17.33 18.08 18.62 19.18 19.76 20.49
� Years of Semce: Years listed for s[eps are Alustrative. See Artide 70 for salary schedule step progression rules.
2 Abolishetl except as topresent incumbents. �
30
� �
J
.
Information Systems Technician
Neiwork Technician
Payroll Information Systems Technician
SASI/Pariant Technical Trainer
1-3-98 �5.55 �6.95 �7.62
7-4-98 15.90 17.33 18.01
7-3-99 16.06 17.50 18.19
Grade 34
Accounting Technician II
Network Technician II
1-3-98 16.34 17.82 18.60
7-4-98 16.71 18.22 19.02
7-3-99 16.88 18.41 19.21
Grade 36
E.D.P. Programmer
Accouniing and Systems Technician
1-3-98 17.23 18.77 19.59
7-4-98 17.62 19.19 20.03
7-3-99 17.80 19.38 20.23
Grade 36
Accounting Technician III
1-3-98 18.16 19.78 20.63
7-4-98 '18.57 20.23 21.09
7-3-99 18.76 20.43 21.30
Grade 40
Applications Systems
E.D.P. Programmer Analyst
1-3-98 19.11 20.86 21.74
7-4-98 19.54 21.33 22.23
7-3-99 19.73 21.55 22.45
Grade 42
Accounting Technician IV
�-3-98 20.15 22.00 22.96
7-4-98 20.60 22.49 23.47
7-3-99 20.81 22.72 23.71
Grade 44
E.D.P. Lead Programmer
1-3-98 21.22 23.19 24.26
7-4-98 21.70 23.7� 24.80
7-3-99 21.91 23.95 25.05
18.41
18.83
19.01
19.42
19.86
20.06
20.47
20.93
21.13
21.57
22.06
22.26
22.72
23.24
23.47
23.98
24.52
24.77
25.33
25.90
26.16
18.96
19.39
19.58
20.01
20.46
20.66
19.53
19.97
20.17
20.61
21.07
21.28
20.12
20.57
20.78
21.23
21.70
21.92
20.86
21.33
2�.54
22.00
22.50
22.72
21.08 21.71 22.36
21.55 22.20 22.87
21.77 22.42 23.09
22.22 22.89 23.56
22.72 23.40 24.11
22.95 23.64 24.35
23.41 24.11
23.93 24.65
24.17 24.90
24.70 25.45
25.26 26.02
25.51 26.28
26.09 26.87
26.67 27.47
26.94 27.75
23.17
23.69
23.93
24.42
24.97
25.22
24.83 25.7�
25.39 26.29
25.64 26.56
26.21 27.13
26.80 27.74
27.07 28.02
27.67 28.64
28.30 29.29
28.58 29.58
� 3 Years of Service: Years I�stetl for steps are illustratrve. See Art�de 10 for salary schetlule step progression rules.
�
APPENDIX A: TECHNICAL EMPLOYEES TITLES AND SALARIES (continued)
Years of
ce..,:..e 3 c-recr � vo�. � vPa� 3 Years 4 Years 5 Years 10 Years 75 Years
APPENDIX B
TECHNICAL TITLES AND GRADES
Grade
36
30
34
38
42
17
40
30
26
24
17
30
44
36
40
30
22
26
17
32
30
23
32
34
25
32
25
26
32
24
Title
Accounting & Systems Technician
Accounting Technician I
Accounting Technician II
Accounting Technician III
Accounting Technician IV
Adaptive Recreation Assistant
Applications Systems Programmer/ Analyst
Architectural Drafter
Architectural Drafter Trainee
Child Development Technician
Dental Assistant
Dental Hygienist
E.D.P. Lead Programmer
E.D.P. Programmer
E.D.P. Programmer Analyst
E.D.P. Programmer Trainee
Engineering Aide I
Engineering Aide II
Health and Education Assistant
information Systems Technician
Instructional Media Technician
Library Technician
Network Technician I
Network Technician II
Occupational Therapy Assistant
Payroll Information System Technician
Physical Therapist Assistant
SASI/Parlant Support Assistant
SASI/Parlant Technical Trainer
Special Student Attendant'
'Abolished except as to present incumbents.
�
�
�
32
APPENDIX C: TECHNICAL STANDARD RANGES, JANUARY 3, 1998
�
�
�
Yrs. of Service
Step.
Grade
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
38
39
40
41
42
43
44
45
46
47
48
49
50
Start 1 Year 2 Years 3 Years 4 Years 5 Years 10 Years 15 Years
1 2 3 4 5 6 7 8
7.96
8.13
8.31
8.51
8.62
8.81
9.00
9.22
9.39
9.57
9.78
9.99
10.24
10.46
10.67
10.95
11.17
11.41
11.67
11.95
1224
12.50
12.81
13.14
13.43
13.74
13.74
14.11
14.44
14.81
15.17
15.55
15.93
16.34
16.78
1723
17.69
18.76
18.62
19.11
19.62
20.15
20.70
2122
21.81
22.38
23.01
23.60
2426
24.89
8.54
8.69
8.88
9.04
926
9.46
9.65
9.89
10.11
1028
10.51
10.76
11.03
11.28
11.48
11.78
12.03
72.33
12.59
12.93
13.19
13.52
13.85
14.19
14.54
14.92
14.96
15.29
15.71
16.07
7 6.46
16.95
17.37
17.82
1827
18.77
1926
19.78
20.30
20.86
21.41
22.00
22.57
23.19
23.81
24.45
25.11
25.78
26.46
2726
8.84
8.99
9.21
9.37
9.55
9.77
9.97
1022
10.44
10.66
10.85
11.15
11.40
17.66
11.90
1224
12.50
12.79
13.10
13.47
13.70
14.11
14.36
14.60
15.08
15.52
15.58
15.92
16.34
16.78
17.17
17.62
18.14
18.60
19.07
19.59
20.09
20.63
21.15
21.74
22.36
22.96
23.52
24.26
24.83
25.55
26.27
26.91
27.62
28.46
9.11
9.32
9.52
9.76
9.91
10.14
10.36
10.61
10.83
11.06
11.32
11.58
11.88
12.11
72.39
12.70
12.99
13.32
13.63
13.99
14.28
14.67
14.99
15.41
15.71
16.18
1626
16.38
17.08
17.51
17.93
18.41
18.89
19.42
19.92
20.47
20.97
21.57
22.72
22.72
23.37
23.98
24.66
25.33
26.02
26.74
27.42
28.16
28.96
29.80
9.39
9.60
9.61
10.05
10.20
10.44
10.67
10.92
11.15
11.39
11.66
11.93
1224
12.48
12.76
13.08
13.38
13J2
14.04
14.41
14.70
15.11
15.44
15.87
16.18
16.66
16.75
16.87
17.60
18.03
18.47
18.96
19.46
20.01
20.52
21.08
21.60
22.22
22.79
23.41
24.07
24.70
25.40
26.09
26.81
27.54
2824
29.01
29.82
30.70
9.67
9.89
10.10
10.35
10.51
10.76
10.99
11.25
11.48
11.73
12.01
1228
� 2.60
12.85
13.14
13.47
13.78
14.13
14.46
14.84
15.15
15.57
15.90
16.35
16.67
77.76
1725
17.38
16.12
16.57
19.02
19.53
20.04
20.61
21.13
21.71
22.25
22.89
23.47
24.11
24.79
25.45
26.16
26.87
27.61
28.37
29.09
29.88
30.72
31.62
9.96
10.18
10.41
10.66
10.83
11.08
11.32
11.59
11.83
12.08
12.37
12.65
12.98
7 3.24
13.53
13.88
14.19
14.55
14.90
15.29
15.60
16.03
16.36
16.84
17.17
17.68
17.77
17.90
18.67
19.13
19.59
20.12
20.64
2123
27.76
22.36
22.92
23.58
24.17
24.83
25.54
26.21
26.94
27.67
28.44
2922
29.96
30.77
31.64
32.57
10.43
10.66
10.86
11.12
1129
11.55
71.83
12.07
12.33
12.58
12.88
13.17
13.51
13.77
14.08
14.43
14.76
15.13
15.48
15.88
1620
7 6.65
17.01
17.48
17.82
18.35
18.44
18.81
7 9.36
19.84
20.32
20.86
21.40
22.00
22.55
23.17
23.74
24.42
25.16
25.71
26.44
27.13
27.89
28.64
29.43
3023
31.00
31.83
32.73
33.68
33
APPENDIX C: TECHNICAL STANDARD RANGES, JULY 4, 1998
Yrs. of Service
Step.
Grade
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
�
sa
35
36
37
38
39
40
41
42
43
44
45
46
47
48
49
50
Start 1 Year 2 Years 3 Years 4 Years 5 Years 10 Years 15 Years
1 2 3 4 5 6 7 8
8.14
8.31
8.49
e.�o
8.81
9.01
9.21
9.43
9.60
978
10.00
10.21
10.47
10.69
10.91
11.19
11.42
11.67
11.94
12.22
12.51
12.78
13.10
13.43
13.73
14.05
14.05
14.43
14.76
15.14
15.51
15.90
1629
i s.�i
17.16
17.62
18.08
18.57
19.04
19.54
20.06
20.60
21.16
21.70
22.30
22.89
23.53
24.13
24.80
25.45
8.73
8.88
9.08
9.25
9.47
9.67
9.86
10.11
10.34
10.51
10.75
11.00
1128
11.53
11.74
12.05
12.30
12.61
12.87
1322
13.49
13.83
14.16
14.51
14.86
15.26
15.30
15.63
t 6.07
16.43
16.85
17.33
17.76
iazz
18.69
19.19
19.69
2023
20.76
21.33
21.89
22.49
23.08
23.71
24.34
25.00
25.67
26.36
27.06
27.67
9.04
9.19
9.42
s.sa
9.77
9.99
1020
10.45
10.68
10.90
11.09
11.40
11.65
11.92
12.17
12.51
12.78
13.08
13.40
13.77
14.01
14.43
14.70
15.13
15.42
15.87
15.93
16.28
16.71
17.16
17.55
78.01
15.55
i s.o2
19.50
20.03
20.54
21.09
21.63
2223
22.86
23.47
24.05
24.80
25.39
26.12
26.86
27.51
2824
29.10
9.32
9.53
9.74
s.sa
10.13
10.37
10.59
10.84
ii.07
11.31
11.57
11.84
12.15
12.38
12.66
12.99
13.28
13.62
13.94
14.30
14.60
15.00
15.33
15.76
16.07
16.54
16.63
7 6.75
17.47
17.90
7 8.34
18.83
19.32
is.ss
20.37
20.93
21.44
22.06
22.62
23.24
23.89
24.52
2521
25.90
26.61
27.34
28.04
28.79
29.61
30.47
9.60
9.81
10.03
yoza
10.43
10.68
10.91
11.17
11.40
11.65
11.92
12.19
12.51
12.76
13.04
13.38
13.68
14.03
14.36
14.73
15.03
7 5.45
15.78
16.23
16.55
17.04
17.13
1725
17.99
18.44
7 8.89
19.39
19.90
zo.as
20.98
21.55
22.09
22.72
23.30
23.93
24.61
2526
25.97
26.67
27.41
28.16
28.88
29.66
30.49
31.39
9.89
10.11
10.33
7osa
10.75
11.00
1124
17.50
t 1.74
12.00
12.28
12.56
12.89
13.14
13.44
13.78
14.09
14.45
14.79
15.17
15.49
15.92
1626
1672
17.05
17.55
17.64
7 7.�7
18.53
18.99
19.45
19.97
20.49
2i.o�
21.61
22.20
22.75
23.40
24.00
24.65
25.35
2s.o2
26.75
27.47
2823
29.00
29.75
30.55
31.41
32.33
10.18
10.41
10.64
io.so
11.07
11.33
11.57
11.85
12.10
12.35
12.65
12.94
1327
13.53
13.84
14.19
14.51
14.88
75.23
15.63
15.95
16.39
16.75
17.22
17.56
18.08
18.17
18.30
19.09
19.56
20.04
20.57
21.11
21.70
2225
22.67
23.43
24.17
24.72
25.39
26.11
zs.ao
27.55
28.30
29.08
29.87
30.64
31.46
32.35
33.30
10.66
10.90
11.10
11.37
11.54
11.81
12.09
72.35
72.61
12.87
13.17
13.46
13.61
14.08
14.39
14.76
15.09
15.47
15.83
1624
16.57
17.03
17.39
17.88
1822
18.76
18.85
19.23
19.80
2029
20.76
21.33
21.88
22.50
23.06
23.69
2428
24.97
25.73
26.29
27.03
27.74
28.51
29.29
30.09
30.91
31.70
32.55
33.46
34.44
�
�
�
�J
34
APPENDIX C: TECHNICAL STANDARD RANGES, JULY 3, 1999
�
�
�
Yrs. of Service
Step.
Grade
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
38
39
40
41
42
43
44
45
46
47
48
49
50
Start 1 Year 2 Years 3 Years 4 Years 5 Years 10 Years 15 Years
1 2 3 4 5 6 7 8
8.22
8.39
8.58
8.79
8.90
9.10
9.30
9.52
9.69
9.88
10.10
7 0.32
10.57
10.80
11.02
11.31
11.53
11.79
12.06
12.34
12.64
12.90
1323
13.57
13.87
14.19
74.19
14.57
ia.si
15.29
15.66
t 6.06
16.45
16.88
17.33
17.80
18.26
18.76
7 9.23
19.73
20.26
20.81
21.38
21.91
22.52
23.11
23.77
24.37
25.05
25.70
8.82
8.97
9.17
9.34
9.57
9.77
9.96
1021
10.44
10.61
10.85
11.11
11.39
11.65
11.86
12.17
12.42
12.73
13.00
13.36
13.63
13.97
14.30
14.66
15.01
15.41
15.45
15.79
1623
16.60
17.02
t 7.50
17.94
18.41
18.67
19.38
19.89
20.43
20.97
21.55
22.11
22.72
23.31
23.95
24.59
2525
25.93
26.62
27.33
za.�s
9.13
928
9.51
9.68
9.86
10.09
10.30
10.56
10.78
11.01
1121
11.51
11.77
12.04
1229
12.64
12.90
13.21
13.53
13.91
14.15
14.57
14.85
1528
15.58
16.03
16.09
16.44
�s.as
17.33
17.73
18.t9
18.73
1921
19.69
20.23
20.75
21.30
21.84
22.45
23.09
23.71
2429
25.05
25.64
26.38
27.13
27.79
28.52
29.39
9.41
9.62
9.84
10.08
10.23
70.47
10.70
10.95
11.18
11.42
11.69
11.96
1227
12.51
12.79
13.12
13.41
13.75
14.08
14.45
1474
15.15
15.48
15.92
1623
16.71
16.79
16.92
n.sa
i 8.08
18.52
19.01
19.57
20.06
20.57
21.13
21.66
22.28
22.85
23.47
24.13
24.77
25.46
26.16
26.88
27.61
28.32
29.08
29.90
30.78
s.ss
9.91
10.13
10.38
10.54
10.79
11.02
1128
11.51
11.76
12.04
12.32
12.64
12.88
13.18
13.51
13.82
14.17
14.50
14.88
15.19
15.61
15.94
16.39
16.77
17.21
17.30
17.43
is.n
18.62
19.07
19.58
20.09
20.66
21.19
21.77
22.31
22.95
23.53
24.17
24.86
25.51
26.23
26.94
27.68
28.44
29.17
29.96
30.80
31.70
s.ss
1021
10.43
10.69
10.85
11.11
11.35
11.62
11.86
12.12
12.40
12.68
13.02
13.27
13.57
13.92
1423
14.59
14.94
15.33
15.64
16.08
16.42
16.89
1722
17.73
17.82
17.95
� e.�2
19.18
19.65
20.17
20.70
2128
21.82
22.42
22.98
23.64
2424
24.90
25.60
26.28
27.�1
27.75
28.51
2929
30.04
30.85
31.72
32.65
i a.za
10.52
10.75
11.01
11.18
11.44
17.69
11.97
12.22
12.48
12.77
13.07
13.41
13.67
13.98
14.33
14.66
15.03
15.38
15.79
16.11
16.56
16.91
17.39
17.73
18.26
18.35
18.49
is.2a
1976
2024
20.78
21.32
21.92
22.48
23.09
23.67
24.35
24.97
25.64
26.37
27.07
27.82
28.58
29.37
30.17
30.94
31.78
32.68
33.63
i o.n
11.01
11.21
11.48
11.66
11.93
1221
12.47
12.74
12.99
13.30
13.60
13.95
14.22
14.54
14.90
1524
15.62
15.99
16.40
16.74
17.20
17.56
18.06
18.41
18.95
19.04
19.43
20.00
20.49
20.98
21.54
22.10
22.72
23.29
23.93
24.52
25.22
25.99
26.56
27.30
28.02
28.80
29.58
30.39
3122
32.01
32.87
33.80
34.78
35
�
ADDITIONAL INFORMATION
(Not a Part of the Agreement)
MEMORANDA OF UNDERSTANDING
Labor Management Task Force
Filling Vacancies and Staffing Levels
�
�
37
MEMORANDUM OF UNDERSTANDING
BETWEEN
AMERICAN FEDERATION OF STATE, COUNTY AND MUNICIPAL EMPLOYEES,
DISTRICT COUNCiL 14, LOCAL N0.1842 (AFSCME)
REGARDING LABOR MANAGEMENT TASK FORCE
The parties agree to create a formal Labor Management Task Force to review the
appropriate use of tities 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 consertsus based decision making. The Task Force wili make
recommendations to the Superintendent of Schools and the Union.
The Union and the District agree that the Task Foece wiii:
1. Review descriptions for titles arxJ identify elements that distinguish the typical
responsibilities for AFSCME positions from others in the District.
2. Ide�tify and discuss existing positions and appropriate unit determinations.
3. Work to develop a procedure to assure future appoi�tments are placed in the
appropriate title and bargaining unit.
�
4. Develop an agreement regarding empioyees in the District who currently are found to �
be in the wrong title or bargaining unit.
5. Prepare monthly progress reports to the Union and the Superintendent of Schoois.
R rese � tive, ocal 842
�/����
Date
ii � SyB
Dat
38
�
INDEPENDENT SCHOOL DISTRICT NO. 625 LOCAL UNION 1842, DISTRICT COUNCIL
14 OF THE AMERICAN FEDERATION OF
STATE, CAUNTY, AND MUNICIPAL
EMPLOYEES, AFL-CIO
�
MEMORANDUM OF UNDERSTANDING
BETWEEN
AMERICAN FEDERA710N OF STATE, COUNTY AND MUNICIPAL EMPLOYEES,
DISTRICT COUNCIL 14, LOCAL NO. 1842 (AFSCM�
REGARDING FILLING VACANCIES AND STAFFING LEVELS
�
�
�
The Union and Employer agree to utilize a Labor ManagemeM Task Force with consensus
based decision making to explore the following topics:
. the level of technicai staffing in buildings
. the time required to fill vacancies
The Task Force wili make recommendations to the Superintendent of Schoois arx1 the
Union.
The parties agree to a good faith attempt to resolve the issues. The goal of the Task Force
will be to present formal recommendations by September 1, 1998.
INDEPENDENT SCHOQL DISTRICT NO. 625 LOCAL UNION 1842, DISTRICT COUNCIL
14 OF THE AMERICAN FEDERATION OF
STATE, CAUN7Y, AND MUNICIPAL
EMPLOYEES, AFL-CIO
i �� ,� � � /'
�/..�i��/�/iLt:„/.� /� �j;/
/ _ . . . . �
.
/ � /
I'� ♦ � .��_l. !,
-• - - -
�:�s,: / .:i
_ . �. _ .,,� _ . , �s
� -/ q- gg
Date
��isf�
D
39
Assistant Manager
INDEX
C
Court Duty Leave ....................................... J
D
Discipline ................................................ 22
Dues......................................................... 2
E
Fducational Leave ........................................9
Employee Records ..................................... 22
F
Fair Share Fee ............................................ I
Faznily Madicat Leave ..................................9
Filling Vacancies Md Staffing L.evels........... 41
Flexible Spending Account ......................... 15
Funeral L.eave .............................................6
G
Grievance Procedure ...................................23
H
Heatth Insurance ........................................ 14
Hol�day s .................................................... 4
L
Labor Management Task Force .................... 38
Leaves Of Absence ......................................6
Legal Services .......................................... 26
Life Insurance ........................................... 15
Lunch Breaks ..............................................3
M
Mileage................................................... I 2
Military Leave With Pay ..............................7
N
No Su No Lockout ............................... 26
Non-Compensatory I,eave Of Absence ............. 8
Non-Discriminati on ................................... 26
o !
Overtime...................................................3 ,
P
Pazental ............................................ 8 .
Preamble.................................................. iv
Probation................................................. I9
R
RestBreaks ................................................3
Retirement Health Insurance ........................ 16
S
Safety Shces ............................................ 26
Salaries ..............................................30, 31
Salary Step Progression .............................. 10
Seniority................................................. 20
Severance Pay ........................................... 13
Sick Child Caze Leave ..................................6
Sick Leave .................................................6
Spouse/Dependent Parent Leave .....................6
T
Temporary Employees ................................ 25
U
Union Official Leave ....................................9
V
Vacancies ................................................. 25
Vacancies and Staffmg I.evels ...................... 39
V acation .................................................... 5
W
W ages ......................... ............................ 10
WorkWeek .....................................�---.......3
Workday........... ......................................... 3
Working Out Of Classification .................... 12
�
�
GS�7
lNDEPENDENT SCHOOL DISTRICT NO. 625
BOARD OF EDUCATION
SAINT PAUL PUBLIC SCHOOLS
DATE: May 12, 1998
� -�aa
TOPIC: Approval of Employment Agreement Between Independent School Disirict
No. 625, Saint Paul Public Schools and AFSCME Council 14, Local 1842,
Representing Technical Employees
A. PERTfNENT FACTS:
1. New Agreement is for atwo 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 aiign with the DistricYs
fiscal year.
2. Contract changes are as follows:
Waaes: Effective January 3, t998, increase wage schedule 2.5%. Effective July 4, 1998,
increase wage schedule 2.25%. Effective July 3, 1999, increase wage scheduie 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 for singfe 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 Heaith Insurance: Language revised, removing options that created a tax liability for
employees.
Holida s: 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
Ieave system with the organizational 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 al�
previous severance pay plans.
Sick Leave: Empioyees 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 55 FTE'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, Fiscal Affairs and Operations.
B. RECQMMENDATION:
That the Board of Education of Independent School District No. 625 approve and adopt the
Agreement concerning the terms and conditions of employment for technicai employees in this
school district; duration of said Agreement is for the period of January 1, 1998, through
June 30, 2000.
Council File # � - 7a a-
ORIGINAt
Presented
Referred To
Committee Date
1
2
3
RESOLVED, that the Council of the City of Saint Paul hereby approves and rafifies the attached
1998-2000 Agreement between the Independent School District No. 625 and Local Union 1842, District
Council 14 of American Federation of State, County and Municipal Employees AFL-CIO.
Yeas Na s Absent
Benanav �
Blakey �
Bostrom �
Coleman �
Harris �
Lantry �
Reiter �/
O
Adopted by Council: Date
Adoption Certified by Council
�-�
Approved by Mayo \ ,ate � L � [
RESOLUTION
ITY OF SAINT PAUL, MINNESOTA
Green Sheet # 62406
�
Requested by Department of:
Office of Labor Relations
By: ��1'U``1 L� � A
�
Form App�d� Attorne�
By:
DEPARTMENT/OFFICE/COUNCIL: DATE INITIATED GREEN SHEET No.: 62406 p�
LABOR RELAT'IONS July 28, 1998 � 0'���
COATAC(' PERSON & PHONE: p IN/17ni✓nn'['E nvtl7nlmp'rE
JiJLIE KRAUS 266-6513
ASSIGN 1 DEPARTMENT DIIL � 4 CTIYCOUNCR.
NIJMBER 2 CITY AITORNEY � CITY CLERK
M[JST BE ON COi71�CI1. AGEI�DA BY (DATE) FOR BUDGET DIR. FIN. & MGT. SERVICE DIR.
ROUTING 3 MAYOR (OR AS�
ORDER [%
TOTAL # OF SIGNATURE PAGES_1 (CLIp ALL LOCA7IONS FOR SIGNAT[JRE)
ncriox �QUESrev: This resolution approves the attached 1998-2000 Agreement between the Independent School
District No. 625 and Local Union 1842, District Council 14 of American Federation of State, County and Muncipal
Employees AFL-CIO.
RECOMMENDATTONS: Approve (A) or Reject (R) PERSONAL SERVICE CONTRACI'S MUST ANSWER THE FOLLOWING
QUESTtONS:
_PLANNING COMMISSION _CIVIL SERVICE COMMISSION 1. Has this person/firm ever worked under a contract for this departrnmt?
_CIB COMMII'I'EE Yes No
_STAFF 2. Has this pe=son/fitm ever been a city employee?
_DISTRICT COURT Yes No
SUPPORTS WI-IICR COUNCIL OBJECTIVE? 3. Does this person/firtn possess a skill not nolmally possessed by any cmrent ciry employee?
Yes No
Expiain all yes answers on separate sheet and attacA to green sheet
INTTIATING PROBLEM, ISSUE, OPPORTIJNIII (Who, What, Wpen, Where, Why):
ADVANTAGES IF APPROVED:
This Agreement pertains to Board of Education empioyees only. �,�C�
(�UG 0 3199�
iC�
DiSADVANTAGES IF APPROVED:
���
DISADVANTAGES [F NOT APPROVED:
TOTAL AMOUNT OF TRANSACTION: COST/REVENUE BUDGETED:
FONDINGSOURCE: ACl'1VITYNUMBER: -
FINANCIAL INFORMATION: (EXPLAIIV)
i flfC�1 CBRt°C • _ �`'�::,�'
auc o 4�ssa ��� a��sss
�{_���� �� ���
INDEPENDENT SCHOOL DISTRICT NO. 625
BOARD OF EDUCATION
SAINT PAUL PUBLIC SCHOOLS
DATE: May 12, 1998
�g.�ia�
TOPIC: Approval of Employment Agreement Between Independent School District
No. 625, Saint Pau! Pub{ic Schools and AFSCME Council 14, �ocal 1842,
Representing Technical 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 DistricYs
fiscal year.
2. Contract changes are as follows:
Waaes: EffectiveJanuary3, 1998, increase wage schedule 2.5%. Effective July 4, 1998,
increase wage schedule 225°10. EHective 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 for single coverage and $330 for family coverage will
increase as follows:
Sin le 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 hoiidays 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 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 $15,000. This replaces all
previous severance pay plans.
Sick Leave: Employees may use up to five sick days to care for and attend to the serious or
critical illness of his/her spouse or dependent parent.
3. The District has 55 FTE's in this bargaining unit.
This request is submitted by Susan Gutbrod, Negotiations/Labor Relations Assistant Manager;
Richard Kreyer, Negotiations/Labor Relations Manager; and William A. Larson, Assistant
Superintendent, Fiscal Affairs and Operations.
B. RECOMMENDATION:
That the Board of Education of independent School District No. 625 approve and adopt the
Agreement concerning the terms and conditions of employment for technical employees in this
school district; duration of said Agreement is for the period of January 1, 1998, through
June 30, 2000.
q$-�aa
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1998 - 2000
AGREEMENT BETWEEN
SAINT PAUL PUBLIC SCHOOLS
INDEPENDENT SCHOOL DISTRICT NO. 625
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LOCAL UNION 1842
DISTRICT COUNCIL 14
F`�
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OF THE AMERICAN FEDERATION OF
STATE, COUNTY, AND MUNICIPAL
EMPLOYEES, AFL-CIO
Representing Technical Employees
January 1, 1998 Through June 30, 2000
� �' Saint Pau/ Public Schoo/s
L/ F E L O N G L E A B N! N G
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�"` Sainf Paul Public Schools
(/ F£{ 0 N G L E A R N/ M 6
SAINT PAUL PUBUC SCHOOLS
Independent School District No. 625
Board of Education
Mary Thornton Philiips - Chair
Greg Filice - Vice Chair
Gilbert de la O- Clerk
Neai Thao - Treasurer
Administration
Curman L. Gaines -
Maureen A. Flanagan -
Mae E. Gaskins -
William A. Larson -
Cy R. Yusten -
Tom Conion - 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 OF CONTENTS
� ARTi LE
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Article 1.
Article 2.
Articie 3.
Article 4_
Article 5.
Article 6.
Articie 7.
Article 8.
Article 9.
Article 10.
Article 11.
Articie 12.
Article 13.
Article 14.
Article 15.
Article 16.
Article 17.
Article 18.
Article 19.
Article 20.
Article 21.
Article 22.
Article 23.
Article 24.
Articte 25.
Articie 26.
Article 27.
PAGE
Preamble ...........................................�--...................................................... i v
Recogn ition ..................................................................................................1
CheckOff ...................................................................................................... 2
Maintenance of Standards ............................................................................
Management ...................................................................................... 2
WorkDay ..................................................................�--................................
Lunch Breaks and Rest Breaks ....................................................................3
Ho I idays ....................................................................................................... 4
Vacation ....................................................................................................... 5
Leaves Absence ........................................................................................ 6
Wages ......................................................................................................... i 0
Working Out of Classification ...................................................................i 2
Mileage ...................................................................................................... 1 2
Severance ........................................................................................... 3
InsuranceBenefits .................................................................................... 4
Probation ...................................................................................................i 9
Seniority ..---°•°°-°--°--°--° ........................................................................2 0
Discipiine .................................................................................................. 2 2
EmpioyeeRecords ...................................................................................... 2
Grievance Procedure .................................................................................
Temporary Employees ............................................................................... 5
Bulletin ......................................................................................... 5
Vacancies................................................................................................... 5
Non-Discrimination ..................................................................................2 6
NoStrike, No Lockout ................................................................................ 6
Legat Services .--°--.......° ...........................................................................2 6
Safety Shoes ............................................................................................... 6
Terms Agreement ..................................................................................2
Appendix A. Titles and Salaries .............................................................3 0
Appendix B. Titles and Grades ...............................................................3 2
Appendix C. Standard Ranges .................................................................3 3
ADDITIONAL INFORMATION
(Not a Part of the Negotiated Agreement)
MEMORANDA OF UNDERSTANDING
Labor Management Task Force ..........................................................................................3 8
Filling Vacancies and Staffing Levels ................................................................................3
Index..................................................................................................................................4 0
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PREAMBLE
This Agreement, entered into by Independent Schooi District No. 625, hereinafter �
referred to as the Empioyer or as the District, and Local Union 1842, affiliated with
Councii 14 of the American Federation of State, County, and Municipai Employees,
AFL-CIO, hereinafter referred to as the Union, has as its purpose the promotion of
harmonious relations between the Empioyer and the Union, the establishment of an
equitable and peacefui procedure for the resolution of differences, and the estabtishment
of rates of pay, hours of work, and other conditions of employment.
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IV
ARTICLE 1. RECOGNffION
• 1.1 The Employer recognizes the Union as the sole and exclusive bargaining agent f o r
the purpose of establishing salaries, wages, hours, and other conditions of
• employment for all of its employees as outiined 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 foRh in Section 1.2 below.
1.2 The bargaining unit covered by this Agreement shall consist of the following: All
office, clerical, and administrative personnel who are empioyed by Independent
School District No. 625, Saint Paul, Minnesota, who work a minimum oE 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
ciassifications of:
Accounting & Systems Technician
Accounting Technician I
Accounting Technician II
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Accounting Technician III
Accounting Technician IV
Adaptive Recreation Assistant
Applications Systems Programmer/
Analyst
Architectural Drafter
Architecturai Drafter Trainee
Child Development Technician
Clinic Nurse
Dental Assistant
Dental Hygienist
E.D.P. Lead Programmer
E.D.P. Programmer
E.D.P. Programmer Analyst
Engineering Aide I
Engineering Aide II
Health and Education Assistant
Information Systems Technician
Instructional Media Technician
Library Assistant
Library Technician
Network Technician I
Network Technician II
Occupational Therapy Assistant
Payroli {nformation System Technician
Physical Therapist Assistant
Practical Nurse
SASI/Parlant Support Assistant
SASI/Parlant Technical Trainer
'Special Student Attendant
E.D.P. Programmer Trainee Supervising Dental Hygienist
excluding supervisory, confidentiaf and atl other employees.
❑
1.3 Any present or future employee who is not a Union member shali 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 empfoyee 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 and
administration of grievance procedures. This provision shall remain operative
oniy so long as specifically provided by Minnesota law, and as otherwise legal.
'Title abolished except as to present incumbents.
1
ARTICLE 1. RECOGNITION (continued)
1.4 The Union agrees to indemnify and hold the Empioyer 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 ihe 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 eadi 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 Empioyer by a representative af the Union artd 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 shalf provide a payrolt 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 Pian 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 applicable laws and regulations 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 timited to, such areas of discretion
or policy as the functions and programs of the Empioyer, its overall budget,
utiiization of technology, and organizational structure and selection and direction
and number of personnel.
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ARTICLE 5. WORK DAY
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5.1 The normal workday shall be eight and one-haif (8 1/2) hours in duration, eight
(8) of which are paid. Each normai workday shall 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 and
the remaining thirty (30) minutes is unpaid.
The following is an exampie of a normal workday schedule:
Work day begins at:
Morning Rest Break:
Lunch Break:
Afternoon Rest Break:
Work day ends at:
5.2
5.3
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 shafl be forty (40) hours in any seven (7)-day period.
This Article shali 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
empioyee'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 empfoyee shali be paid at the ra4e 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 scheduled by the supervisor at approximately the middle
of the employee's shift.
6.2 All emp{oyees' work schedules shali provide for a paid fifteen (15)-miRUte 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
feasibie.
6.3 If an employee is scheduled to work a full halfi-shitt 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. TFie foflowing days shail 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 each of the holidays listed above, on
which they perform no work, provided the holiday fails within their work year.
Whenever any of the holidays listed above shall fall on Saturday, the preceding
Friday shaH be observed as ihe holiday. Whertever any of the holidays listed
above fall on Sunday, the succeeding Monday shall 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 Eliaibilit� 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.
�.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 falis 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 shal( 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, regardiess of F.T.E.
For Tweive L�l -Month Empioyees
Years of
ervice
8.2
Years of
Service
�
First year through 4t year
5 year through 9'" year
10`" year through 15 year
16'" year through 23` year
24'" year and thereafter
Twelve-Month
Accrual Rate'
.0500
.0692
.0769
.0923
.1115
For Ten (1 Ol -Month Em�loyees
First year through 4'" year
5`" year through 9`" year
10"' year through 15'" year
16`" year through 23` year
24t year and thereafter
Ten-Month
Accrual Rate'
.0521
.0713.
.0790
,0944
.1136
Annual
Hours
Eamed
104
144
160
192
232
Annual
Hours
Eamed
91 .5
125.5
1 39.0
166.1
200.0
Annual
Days
Eamed
13
18
20
24
29
Annual
Days
Eamed
11.5
1 5.7
17.4
21.0
25.0
The head of the department may permit an employee 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 in
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 twenty (1 2 0)
hours at end of year: or
( c) be provided an exception for additional carryover of vacation by
means of approvai of his/her department head.
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8.2.2
8.2.3
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 shall 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 eamed during
that length of work year. The iwelve-monih 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 total 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 or
severance pay in Article 13.
ARTtCLE 9. LEAVES OF ABSENCE
9.1 Sick Leave Sick leave shali accumulate at the rate of .0576 of a working hour
for each full hour on the payroll, excluding overtime. Sick leave accumulation is
uniimited. To be eligibie 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 �eciiied Allowable Uses ot Sick Leave. Any employee who has
accumulated sick leave credits as provided above shall be granted leave
with pay, for such period of time as the head of the department deems
necessary, on account of sick�ess or injury of the employee, quarantine
established and deciared by the Bureau of Heaith, death of the
employee's mother, father, spouse, child, brother, sister,
mother-in-iaw, 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 oi a pareni or a
member of his/her household, making arrangements for the care of
such sick or disabled persons up to a mauimum of eight hours sick
leave.
9.1 .2 Funeraf Leave. Any employee who has accumutated sick leave credits, as
provided in the Civil Service Rules, shali be granted one day of such
leave to attend the funeral of the employee's grandparent, grandchild,
aunt, uncie, 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 tweive (12) consecutive months for an average of twenty ( 2 0)
or more hours per week prior to the leave request may use accumulated
personai 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/Degendent Parent Leave. Up to five (5) days of accumulated
sick leave may be used in a work year to altow the employee to care fo r
and attend to the serious or critical illness of his/her spouse or
dependent parent. These days when used are deductibie from sick leave.
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ARTICLE 9. LEAVES OF ABSENCE (continued)
� 9.2 Court DuTy 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, shall be paid the regular pay while so engaged,
provided, however, that any fees that the employee may receive from the court
for such service shafl be paid to the Employer and be deposited with the Empioyer
Business Office. Any employee 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 Pav. 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 shali be a
member of the Ofiicers Reserve Corps, the Enlisted Reserve Corps, the tdaval
Reserve, the Marine Corps Reserve or any other reserve component of the
miiitary or naval force of the United States, now or hereafter organized or
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 empioyee 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 shali not exceed a total of fifteen (15) days i n
any calendar year and further provided that such leave shail be atlowed only i n
case the required military or naval service is satisfactorily performed, which
� shaii be presumed unless the contrary is estabiished. Such leave shall not be
allowed unless the employee (1) returns to his/her position immediately upon
being relieved trom such military or naval service and �ot 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
empioyee'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-Compensator�eave of Absence. After three monihs 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 Civii 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 will 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 wh+ch the District intends to fill in ihe same �
ciassification.
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. �t 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 immediateiy 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) caiendar 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 ihe
use of eamed sick leave; however, sick leave time shall not be granted
within (during the course of) 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 Schooi
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 c(aimed. �
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
appiication including the anticipated date of placement of the child, at
least twelve (12) weeks in advance of the anticipated date of placement,
. or earlier if possible. Documentation wiil be required.
9.5.4 When an empioyee is returning from parental leave extending over a
period of six (6) calendar months or Iess, the empioyee shall be placed,
at the beginning of the first pay period foliowing the scheduled date of
return, in the same position held prior to the leave or, if necessary, i n
an equivalent position.
9.5.5 When an employee has requested and been granted leave for a period
longer than six (6) calendar months, but no more than twelve ( 1 2)
calendar months, the employee will be placed in an equivalent position
after the scheduled date of return as soon as an equivalent vacancy
becomes available. For purposes of this provision, an equivalent
vaCancy is a position in the same titie which exists, has no certiiied
incumbent, which is to be filled, and for which no other person has
rights.
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 Medicai Leave
Act (FMLA) so long as it remains in force. The Human Resource Department
• provides procedures which coordinate contractual provisions with FMLA.
9.7 School Activities Leave Without Pay. An employee may request and be granted up
to si�een (i6) 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.
9.8 Military Leave Without Pay. Any employee who engages in active service in time
of war or other emergency declared by proper authority of any of the mititary or
naval forces of the State or of the Unfted 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 �
are imposed by law. Such leaves of absence as are granted under 9.3 of this
Article shail conform to Minnesota Statutes, Section 192, as amended from time
to time and shall confer no additional 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 employee elected or appointed to a full-time paid
position by the exclusive representative may be granted a leave of absence
without pay for not more than one (1) year for the purpose of conducting the
� duties of the exciusive 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 does not preclude the employer from the
following:
1. Reorganizing;
2. Abolishing classifications;
3. Establishing new classifications;
4. Regrading classifications;
5. Reclassifying positions.
10.2 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 salary because of a regrading
or reclassification during the contract period in which such regrading or
reclassification 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 employees who receive different pension
benefits.
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10.4. Init+al Steo Placement. When an employee is regularly appointed inio a tille �
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 Step 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:
t 0.5.2.1 Movement from step to step wili not occur uniil the next f u I I
pay period following the anniversary date of the employee's
provisional or regular 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 (1) additional
step following his/her anniversary date, up to and including
Step 6.
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ARTICLE 10. WAGES (continued)
� Salar�r Step Progression (continued)
10.5.2.3 For the puspose of progression to the Step 7 and Step 8
rates, the term "year of fuli-time service" shall be defined
as the completion 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 fuli-time
service in the District, that empioyee may be granted an
increase of one (1) additionai 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 employee completes fifteen (15) years of futl-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 twelve (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, shall 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 payroll will progress one
step up to Step 6(five (5)-year step). Part-time employees 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.
�
11
ARTICLE 11. WORKING OUT OF CLASSIFICATION
11.1 Empioyer shall avoid, whenever possible, working an empioyee on an
out-of-class assignment for a protonged 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 assignment in a
higher class'rfication not later than the siuteenth (16th) day of such assignment.
For purposes of this Article, an out-of-class assignment is defined as an
assignment of an employee to pertorm, on a full-time basis, al( of the significant
duties and responsi6ilities of a position different from the employee's regular
position, and which is in a classification 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.
ARTICLE 12. MILEAGE
i 2. 7 Employees of the School District under policy adopted by the Board ot 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 fhis 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 mauimum 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
rnade.
�
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ARTICLE 13. SEVERANCE PAY
� 13.1 The Employer shall provide a severance pay program as set forth in this Article.
• Payment of severance pay shall be made within the tax year of the retirement.
13.2 To be eligible for the severance pay program, the empioyee must meet the
foilowing requirements:
13.2.1 The employee must be fifty-five (55) years of age or older or must be
eligibie 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 pian 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 will clearly indieate that by requesting
severance pay, the employee waives all claims 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 empioyee requests severance pay and if the employee meets the eiigibility
requirements set forth above, he or 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 empioyee'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 empioyment is not
considered a separation of employment, and such transferee shall not be eligible
for this severance program.
�
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ARTICLE �4. INSURANCE BENEFITS
SECl10N 1. ACTIVE 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 Article, full-time employment is
defined as appearing on the payroll at least thirty-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 Em�loyer Contribution Amount--Full-Time Empioyees. 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 eligible full-time employee who selects family coverage, the �
Employer will contribute 4he 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 full time and who selects employee
insurance coverage, the Employer agrees to contribute the cost of such
coverage or $215 per monih, 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--Half-Time Emolovees. For each eligible
employee covered by this Agreement who is employed half time, the Employer
agrees to contribute fifty percent {50%) of the amount contrihuted for fuit-time
empioyees selecting employee coverage; or for each half-time empioyee who
seiects family insurance coverage, the Empioyer will contribute fifty percent
(50%) of the amount contributed for full-time employees selecting family
coverage in the same insurance plan.
1.7
1.6.1 Notwithstanding Section 1.6 above, employees covered by this
Agreement and employed half time prior to January 1, 1986, shall
receive the same insurance contributions as a full-time employee. This
Section 1.6.1 applies oniy to employees who were employed half-time
during the month of December 1985 and shall continue to apply only as
long as such employee remains continuousty employed hall iime.
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 Employer 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 early
retirement) until the retiree reaches age 65; then all Employer coverage shall
terminate.
1.8 Flexible Spendin�Account. It is the intent of the Employer to maintain during
the term of this Agreement a plan for medical and child care expense accounts to
� be availabie to empioyees in this bargaining unit who are eligible for Employer-
paid premium contribution for health insurance for such expenses, within the
established legal regulations and IRS requirements for such accounts.
�
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1.9 The contributions indicated in this Article 14 shall be paid to the Employer's
group health and weffare pfan.
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.
15
ARTICLE 14. INSURANCE (continued)
SECTION 2. REIIREMENT HEALTH INSURANCE �
Subd. i. Benefit Eligibilit�for Em�lovees who Retire Before Aae 65
1.1 Em�vees 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 retiremenf in order to be eligible for any payment of any
insurance premium contribution by the District after retirement:
A Be receiving pension benefits from PERA, St. Paul Teachers Retirement
Association or other public empioyee retiree program at the time of
retiremenl and have severed the employment relationship with Independent
School District 625;
B. Must be at least fifty-eight (58) years of age and have completed
twenty-five (25) years of service, or;
C. The combination of their age and their years of service must equal
eighty-five (85) or more, or;
D. 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 wiih the City of Saint Paul will continue to be couMed
toward meeting the service requirement of this Subdivision 1.1 B, C or D, but
not for 1.1 E.
1.2 Em�vees hired into District service after May 1. 1 996. must have completed
twenty (20) years of service wiih Independent School District No. 625. Time
with the City of Saint Paul will 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
Independent School District No. 625 health insurance program, or in any
oiher Employer-paid health insurance program.
B. 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 applicatiort through District procedures prior to
the date of retirement in order to be eligible for any benefits provided i n
this Section.
�
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ARTICLE 14. INSURANCE, Section 2. (continued)
, Subd. 2. Em�lover Contribution Levels for Em I�ovees Retiring Before Age Sixtv-Five
2.1 Fieafth insurance EmpVoyer Contribution
The District wiil for the period of this Agreement provide employees who meet
the eligibility requirements for health insurance in 1.1 or 1.2 above, who retire
during the term of this Agreement, and until such employees reach sixty-five
(65) years of age, such health insurance premium contributions up to the same
dollar amount as were made by the District for health insurance for singie o r
family wverage by that carrier, for an employee under this Agreement, i n
his/her last month of active employment. In the event new carriers replace
those in place at execution of this Agreement, the dollar amounts being paid for
single or family coverage to the carrier at the employee's date of retirement
shall constitute the limit on future contributions. Any employee who is receiving
family coverage premium contribution at date of retirement may not later ciaim
an increase in the amount of the Empioyer obiigation for single coverage
premium contributions to a carrier after deleting family coverage.
2.2 Life Insurance Employer Contribution
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 untii their sixty-fifth (65th) birthday. Nolife insurance will
be provided, or premium contributions paid, for any retiree age sbcty-five ( 6 5)
� or over.
Subd. 3. Benefit EligibilitK for Em I�ovees After Sixty-Five �f�5 �
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
reaching age sixty-five (65), for employer premium contributions for health
insurance described in Subd. 4 of this Article.
3.2 Emolovees hired int the District before May 1 1996, who retire at age
sixty-five (65) or older must have compieted 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 w i l i
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)
Employees 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 ai
least twenty (20) years of service with the District at the time of their
retirement, the Employer wili 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�vees hired on or after May 1. 1 996, shall not have or acquire in any way
any etigibility for Employer-paid heaith 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 earlv 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�lo,vees hired into the District before Ma�1. 1996, and who meet the
eligibility requirements in Subdivisions 3.1 or 3.2 of this Article are eligible
for premium contributions for a Medicare Supplement heaith coverage policy
selected by the District. Premium contributions for such policy will not exceed:
Coveraae Tvoe
Medicare Eligible
Non-Medicare Eligible
Sinale
$300 per month
$400 per month
Familv
$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.
ubd. 5. Empl�ees hired after M�y 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 cumufative iifetime maximum of $12,500. Part-time empioyees
working half-time or more will be eligible for up to one half (50%) of the available
District match. Approved non-compensatory feave shall not be counted in reaching the
three (3) full years of consecutive active service, and shatl 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 responsibie for determining
his/her total maximum allowable annual contribution amount under IRS regulations,
The employee must initiate an application to participate through the DistricYs specified
procedures.
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ARTICLE 15. PROBATION
� 15.1 General Principles. This Article is effective for appointments made on or after
' May 1, 1994. For the purpose of this Article, six (6) months shali mean six
(6) fuli-time equivalent months (1,040 hours on the payroil). The calculation
for time on probation wiil exclude any unpaid breaks not worked by the
employee. Extended absences of any kind (paid or unpaid) lasting one (1) week
or more in duration may be excluded when caiculating time toward the completion
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 Paui, that employee will have the right to
return to fiislher 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 fails probation in the City
position.
15.2 Origin I Em I�ovment 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 or
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 shall 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
empioyee 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. SENIORITY
16.1 Seniority, for the purpose of this Agreement, shall be defined as follows: The
length of continuous, regular, and probationary service with the Employer from
the date an employee was first certified and appointed to a class title covered by
this Agreement, it being further understood that seniority is confined to the
current ciass assignment held by an employee. In cases where two or more
employees are appointed to the same class title on the same date, the seniority
shall be determined by empioyee'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 by the Employer that it is necessary to reduce the
workforce, employees will be laid off by class title within each department based
on inverse length of seniority as defined above. However, when layoff occurs i n
any of the titles listed below under Column A, layoff shall be based on inverse
length of total seniority in all titles listed on the corresponding line under
Column B.
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 Resource
Department shall decide which vacant positions ihe affected employee shall fill.
If no vacancy exists in such titles, then the least senior District employee in such
titles shall be identified, and if the empioyee affected by the original
departmental reduction is more senior, helshe shall have the right to claim that
position and the least senior District employee in such titles shall be the
employee laid off. For the purposes of this Article, the Board of Education is not
included as a City departrnent nor is a Board of Education employee included as a
City employee.
olumn A
Child Development Technician
Engineering Aide I
Engineering Aide II
'Special Student Attendant
Column B
Child Development Technician,
'Special Student Attendant
Engineering Aide I,
Engineering Aide II
Engineering Aide I,
Engineering Aide il
Child Development Technician,
'Special Student Attendant
16.4 In cases where there are promotionai series, such as Technician I, ti, tit, 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 would keep them
from being laid off, before layoffs are made by any class title in any department.
`Abolished except as to present incumbents.
20
�
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ARTICLE 16. SENIORITY (continued)
� 1 6.5 In 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 titie, that
employee wili 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 title may be displaced. in cases where an employee to be laid off
has held no regular appointment to any titles immediately prior to his/her
currenf titie, said employee shall be laid off. The employee reducing into a title
formerly fieid 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 his/her former title and shall be
laid off, but such employee's name wili be placed on the reinstatement register in
his/her former title and "bumping" rights herein shall not again apply to such
empioyee.
This procedure will be followed by the Board of Education for Board of Education
employees. City empioyees 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 will pick up their former seniority date in
any class of positions that they previousiy held.
� 16.7 Recall from layoff shall be in inverse order of layoff, except ihat recall rights
shall expire after two years of layoff.
�
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ARTICLE 17. DISCIPLINE
17.1 Discipline will be administered for just cause oniy. Discipline will be in the �
form of the following actions. Such actions may be taken in an order different
form that listed here, based on ihe specific employee action.
17.1.1 Oral reprimand;
17.1.2 Written reprimand;
17.1.3 Suspension;
17.1.4 Reduction;
i7.i.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 ft is placed on file. Before the
reprimand is placed on file, the Employer shall request from the employee an
acknowledgmeni, 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 the
Employer.
17.6 Preliminary 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 wili then offer to
meet with the employee prior to making a final determination 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 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.
18.2 Any member of the bargaining unit may, during usual working hours, with the
approval of the supervisor, review any material placed in the employee's
personnel file, after first giving proper notice to the supervisor in custody of
such file. �
�
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
shaii notify the Employer 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 arx1
responsibilities of the empioyees and shall therefore be accompiished 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 wouid not be
detrimentai 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 1 7,
for the processing of grievances, which are defined as an alleged violation of the
terms and conditions of this Agreement.
19.4 Grievance shall be resolved in conformance with the following procedure:
Ste° 1. Upon the occurrence of an alieged violation of this Agreement, the
employee involved with or without the steward shall attempt to resoive
� 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 alleged section(s) of the
Agreement violated, and relief requested. Any alleged 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 shall meet with the Union steward azxl
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 (70) workdays following
receipt of the Employer's answer shall be considered waived.
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ARTICLE 19. GRIEVANCE PROCEDURE (continued)
Steo 3. Within ten (10) workdays foilowing receipt of a grievance referred �
from Step 2, a designated Employer supervisor shall meet 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
conceming the grievance. If, as a result 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 EmployePs answer
shall be considered waived.
Steo 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 agreemeni ot ihe 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 panei. The Union shall
strike the first (ist) name; the Employer shall then strike one ( 1)
name. The process will be repeated and the remaining person shall be
the arbifraior.
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
submitted. The arbitrator shall be wiihout power to make decisions contrary to
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 tater, unless
the parties agree to an e�ension. The decision shall 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 ihe arbitrator shall be
final and binding on the Employer, the Union, and the employees.
19.6 The fees and e�enses for the arbitrator's services and proceedings shall be
borne equally by the Empioyer 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.
1 9.8 It is understood by the Union and the Empioyer 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 federal statutss.
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 shail be submitted to the Civil 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 shall not have or acquire any rights or benefits other than
specifically provided by the provisions of the Civil Service Rules and/or the
� Saint Pau1 Sa{ary Plan and Rates ot Compensation.
ARTICLE 21. BULLETIN BOARDS
21 .1 The Employer shali provide reasonable bulletin space for use by the Union i n
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 filling 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 filled 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.
25
ARTICLE 23. NON-DISCRIMINATION
23.1 The terms and condftions 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 pertorm 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
withhoiding 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 wil I
warn employees of the consequences of iheir action and shall instruct them to
immediately retum to their normal duties. Any employee who fails to return to
his/her full duties within twenty-four (24) hours of such warning 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, shail be
instituted by the Employer and/or its appointing auihorities during the Iife 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 harmiess, and indemnify employee against tort claim
or demand, whether groundlass or otherwise, arising out of alleged acts o r
omission occurring in the performance or scope of the employee's duties.
25.2 Notwfthstanding 25.1, the Employer shall not be responsible for paying any legal
service fee or for providing any legat service arising from any legal action where
the employee is the plaintiff.
ARTICLE 26. SAFETY SHOES
The District agrees to pay thirty dollars ($30) per year toward the cost of safety shces
purchased by an employee who is a member of this unit, under the following conditions:
The District shall co�tribute toward the cost of one (1) pair of
contract year and shall not be responsible for any additional cost of any
shoes hereafter. This reimbursement of thirty dollars ($30) shall be
after verification of expenditure and approval by the Departmen
designated supervisor of the employee. This thirty dollar ($30)
contribution sha!! apply only io those employees who are require
protective shoes or boots by the Employer, and the contribution shall
the actual cost of such shoes or boots.
shoes per
additional
made only
t head o r
Employer
d to wear
not exceed
�
�
�
26
ARTICLE 27. TERMS OF AGREEMENT
• 27.1 Complete Agreement and Waiver of Barqaining. This Agreement shall represent
the complete Agreement between the Union and the Employer. The parties
acknowiedge that during the negotiations which resulted in this Agreement, each
had the unlimited right and opportunity to make requests and proposals with
respect to any subject or matter not removed by law from the area of coilective
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 Empioyer and the Union, for the life of this
Agreement, each voluntarily and unqualifiedly waives the right, and each agrees
that the other shali not be obligated to bargain collectively with respect to any
subject or matter referred to or covered in this Agreement.
27.1 .1 Pav E ui - Possibie 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-compiiance indicates that American
Federation of State, County, and Municipal Employees' classes which are
female-dominated and described by DOER as under-compensated are a
specific contributing cause of the non-compiiance judgment, and if the
non-compliance judgment stands after the completion of any and all
appeal processes, then the District arid the Union wil4 re-open the
contract for the sole purpose of negotiations limited to efforts to address
the specific compliance probiems i� a manner designed by the parties to
move toward compliance.
� The Union and the District acknowiedge 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 Ciause. 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 caurt of competent jurisdiction
from whose final judgment or decree no appeal has been taken within the time
provided, such provision shall be voided. Ali 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 ihat it desires to modify or tesminate this Agreement.
.
27
ARTICLE 27. TERMS OF AGREEMENT (continued)
27.4 This constitutes a tentative Agreement beriveen the parties which wiH 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. 1842 .
WITNESSES:
�� /I�/ 1�/�A
�
Da�
�
Re esen tive, cal 42
S ��— I 8
Date
28
�
�
INDEPENDEPfT SCHOOL DISTRICT NO. 625 LOCAL UNION 1842, DISTRICT COUNCIL
14 OF THE AMERICAN FEDERATION OF
STATE, COUNTY, AND MUNICIPAL
EMPLOYEES, AFL-CIO
�
APPENDICES A, B AND C
APPENDIX A: SALARY SCHEDULES
APPENDIX B: TITLES AND GRADES
APPENDIX C: TECHNICAL STANDARD RANGES
�
�
29
APPENDIX A: TITLES AND SALARIES
Technical Employees
Years of �
Service ' START 1 Year 2 Years 3 Years 4 Years 5 Years 10 Years 15 Years
Step 1 2 3 4 5 6 7 8
,radP 17
Adaptive Recreation Assistant
Dentai Assistant
Health and Education Assistant
1-3-98 11.17 12.03 12.50 t2.99 13.38 13.78 14.19 i4.76
7-4-98 11.42 12.30 12.78 13.28 13.68 14.09 14.51 15.09
7-3-99 11.53 12.42 12.90 13.41 13.82 14.23 14.66 15.24
�
Engineering Aide I
1-3-98 12.50 13.52 14.11 14.67 15.11 15.57 16.03 16.65
7-4-98 12.78 �3.83 14.43 15.00 15.45 15.92 16.39 17.03
7-3-99 �2.90 13.97 14.57 15.15 15.61 16.08 16.56 17.20
�
Library Technician
1-3-98 12.81 13.85 14.38 14.99 15.44 15.90 �6.38 17.01
7-4-98 13.10 14.16 14.70 15.33 15.78 16.26 16.75 17.39
7- 3- 9 9 13.23 14.30 14.85 15.48 15.94 16.42 16.91 17.56
�
Child Development Technician
Speciai Student Attendant '
1-3-98 13.14 14.19 14.80 15.41 15.87 16.35 16.84 17.48
7-4-98 13.43 14.51 15.13 15.76 16.23 16.72 17.22 17.88
7-3-99 13.57 14.66 15.28 15.92 16.39 76.89 17.39 18.06 �
�
Occupational Therapy Assistant
Physical Therapy Assistant
1-3-98 13.43 14.54 15.08 15.71 16.18 16.67 17.17 17.82
7-4-98 13.73 14.86 15.42 16.07 16.55 77.05 17.56 18.22
7-3-99 13.87 15.01 15.58 16.23 16.71 17.22 17.73 18.41
�
Architectural Drafter Trainee
SASI/Parlant Support Assistant
1-3-98 13.74 14.92 15.52 16.18 16.66 17.16 17.68 18.35
7-4-98 14.05 15.26 15.87 16.54 17.04 17.55 18•Q8 18.76
7-3-99 14.19 15.41 76.03 16.71 17.21 17.73 18.26 18.95
�
Accounting Technician I
Architectural Drafter
Dentai Hygienist
E.D.P. Programmer Trainee
Instructional Media Technician
1-3-98 14.81 16.07 16.78 17.51 18.03 18.57 19.13 19.84
7-4-98 15.14 16.43 17.16 17.90 18.44 78.99 19.56 20.29
7-3-99 15.29 16.60 17.33 18.08 18.62 19.18 19.76 20.49
� Years of Semce: Years listed for s[eps are Alustrative. See Artide 70 for salary schedule step progression rules.
2 Abolishetl except as topresent incumbents. �
30
� �
J
.
Information Systems Technician
Neiwork Technician
Payroll Information Systems Technician
SASI/Pariant Technical Trainer
1-3-98 �5.55 �6.95 �7.62
7-4-98 15.90 17.33 18.01
7-3-99 16.06 17.50 18.19
Grade 34
Accounting Technician II
Network Technician II
1-3-98 16.34 17.82 18.60
7-4-98 16.71 18.22 19.02
7-3-99 16.88 18.41 19.21
Grade 36
E.D.P. Programmer
Accouniing and Systems Technician
1-3-98 17.23 18.77 19.59
7-4-98 17.62 19.19 20.03
7-3-99 17.80 19.38 20.23
Grade 36
Accounting Technician III
1-3-98 18.16 19.78 20.63
7-4-98 '18.57 20.23 21.09
7-3-99 18.76 20.43 21.30
Grade 40
Applications Systems
E.D.P. Programmer Analyst
1-3-98 19.11 20.86 21.74
7-4-98 19.54 21.33 22.23
7-3-99 19.73 21.55 22.45
Grade 42
Accounting Technician IV
�-3-98 20.15 22.00 22.96
7-4-98 20.60 22.49 23.47
7-3-99 20.81 22.72 23.71
Grade 44
E.D.P. Lead Programmer
1-3-98 21.22 23.19 24.26
7-4-98 21.70 23.7� 24.80
7-3-99 21.91 23.95 25.05
18.41
18.83
19.01
19.42
19.86
20.06
20.47
20.93
21.13
21.57
22.06
22.26
22.72
23.24
23.47
23.98
24.52
24.77
25.33
25.90
26.16
18.96
19.39
19.58
20.01
20.46
20.66
19.53
19.97
20.17
20.61
21.07
21.28
20.12
20.57
20.78
21.23
21.70
21.92
20.86
21.33
2�.54
22.00
22.50
22.72
21.08 21.71 22.36
21.55 22.20 22.87
21.77 22.42 23.09
22.22 22.89 23.56
22.72 23.40 24.11
22.95 23.64 24.35
23.41 24.11
23.93 24.65
24.17 24.90
24.70 25.45
25.26 26.02
25.51 26.28
26.09 26.87
26.67 27.47
26.94 27.75
23.17
23.69
23.93
24.42
24.97
25.22
24.83 25.7�
25.39 26.29
25.64 26.56
26.21 27.13
26.80 27.74
27.07 28.02
27.67 28.64
28.30 29.29
28.58 29.58
� 3 Years of Service: Years I�stetl for steps are illustratrve. See Art�de 10 for salary schetlule step progression rules.
�
APPENDIX A: TECHNICAL EMPLOYEES TITLES AND SALARIES (continued)
Years of
ce..,:..e 3 c-recr � vo�. � vPa� 3 Years 4 Years 5 Years 10 Years 75 Years
APPENDIX B
TECHNICAL TITLES AND GRADES
Grade
36
30
34
38
42
17
40
30
26
24
17
30
44
36
40
30
22
26
17
32
30
23
32
34
25
32
25
26
32
24
Title
Accounting & Systems Technician
Accounting Technician I
Accounting Technician II
Accounting Technician III
Accounting Technician IV
Adaptive Recreation Assistant
Applications Systems Programmer/ Analyst
Architectural Drafter
Architectural Drafter Trainee
Child Development Technician
Dental Assistant
Dental Hygienist
E.D.P. Lead Programmer
E.D.P. Programmer
E.D.P. Programmer Analyst
E.D.P. Programmer Trainee
Engineering Aide I
Engineering Aide II
Health and Education Assistant
information Systems Technician
Instructional Media Technician
Library Technician
Network Technician I
Network Technician II
Occupational Therapy Assistant
Payroll Information System Technician
Physical Therapist Assistant
SASI/Parlant Support Assistant
SASI/Parlant Technical Trainer
Special Student Attendant'
'Abolished except as to present incumbents.
�
�
�
32
APPENDIX C: TECHNICAL STANDARD RANGES, JANUARY 3, 1998
�
�
�
Yrs. of Service
Step.
Grade
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
38
39
40
41
42
43
44
45
46
47
48
49
50
Start 1 Year 2 Years 3 Years 4 Years 5 Years 10 Years 15 Years
1 2 3 4 5 6 7 8
7.96
8.13
8.31
8.51
8.62
8.81
9.00
9.22
9.39
9.57
9.78
9.99
10.24
10.46
10.67
10.95
11.17
11.41
11.67
11.95
1224
12.50
12.81
13.14
13.43
13.74
13.74
14.11
14.44
14.81
15.17
15.55
15.93
16.34
16.78
1723
17.69
18.76
18.62
19.11
19.62
20.15
20.70
2122
21.81
22.38
23.01
23.60
2426
24.89
8.54
8.69
8.88
9.04
926
9.46
9.65
9.89
10.11
1028
10.51
10.76
11.03
11.28
11.48
11.78
12.03
72.33
12.59
12.93
13.19
13.52
13.85
14.19
14.54
14.92
14.96
15.29
15.71
16.07
7 6.46
16.95
17.37
17.82
1827
18.77
1926
19.78
20.30
20.86
21.41
22.00
22.57
23.19
23.81
24.45
25.11
25.78
26.46
2726
8.84
8.99
9.21
9.37
9.55
9.77
9.97
1022
10.44
10.66
10.85
11.15
11.40
17.66
11.90
1224
12.50
12.79
13.10
13.47
13.70
14.11
14.36
14.60
15.08
15.52
15.58
15.92
16.34
16.78
17.17
17.62
18.14
18.60
19.07
19.59
20.09
20.63
21.15
21.74
22.36
22.96
23.52
24.26
24.83
25.55
26.27
26.91
27.62
28.46
9.11
9.32
9.52
9.76
9.91
10.14
10.36
10.61
10.83
11.06
11.32
11.58
11.88
12.11
72.39
12.70
12.99
13.32
13.63
13.99
14.28
14.67
14.99
15.41
15.71
16.18
1626
16.38
17.08
17.51
17.93
18.41
18.89
19.42
19.92
20.47
20.97
21.57
22.72
22.72
23.37
23.98
24.66
25.33
26.02
26.74
27.42
28.16
28.96
29.80
9.39
9.60
9.61
10.05
10.20
10.44
10.67
10.92
11.15
11.39
11.66
11.93
1224
12.48
12.76
13.08
13.38
13J2
14.04
14.41
14.70
15.11
15.44
15.87
16.18
16.66
16.75
16.87
17.60
18.03
18.47
18.96
19.46
20.01
20.52
21.08
21.60
22.22
22.79
23.41
24.07
24.70
25.40
26.09
26.81
27.54
2824
29.01
29.82
30.70
9.67
9.89
10.10
10.35
10.51
10.76
10.99
11.25
11.48
11.73
12.01
1228
� 2.60
12.85
13.14
13.47
13.78
14.13
14.46
14.84
15.15
15.57
15.90
16.35
16.67
77.76
1725
17.38
16.12
16.57
19.02
19.53
20.04
20.61
21.13
21.71
22.25
22.89
23.47
24.11
24.79
25.45
26.16
26.87
27.61
28.37
29.09
29.88
30.72
31.62
9.96
10.18
10.41
10.66
10.83
11.08
11.32
11.59
11.83
12.08
12.37
12.65
12.98
7 3.24
13.53
13.88
14.19
14.55
14.90
15.29
15.60
16.03
16.36
16.84
17.17
17.68
17.77
17.90
18.67
19.13
19.59
20.12
20.64
2123
27.76
22.36
22.92
23.58
24.17
24.83
25.54
26.21
26.94
27.67
28.44
2922
29.96
30.77
31.64
32.57
10.43
10.66
10.86
11.12
1129
11.55
71.83
12.07
12.33
12.58
12.88
13.17
13.51
13.77
14.08
14.43
14.76
15.13
15.48
15.88
1620
7 6.65
17.01
17.48
17.82
18.35
18.44
18.81
7 9.36
19.84
20.32
20.86
21.40
22.00
22.55
23.17
23.74
24.42
25.16
25.71
26.44
27.13
27.89
28.64
29.43
3023
31.00
31.83
32.73
33.68
33
APPENDIX C: TECHNICAL STANDARD RANGES, JULY 4, 1998
Yrs. of Service
Step.
Grade
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
�
sa
35
36
37
38
39
40
41
42
43
44
45
46
47
48
49
50
Start 1 Year 2 Years 3 Years 4 Years 5 Years 10 Years 15 Years
1 2 3 4 5 6 7 8
8.14
8.31
8.49
e.�o
8.81
9.01
9.21
9.43
9.60
978
10.00
10.21
10.47
10.69
10.91
11.19
11.42
11.67
11.94
12.22
12.51
12.78
13.10
13.43
13.73
14.05
14.05
14.43
14.76
15.14
15.51
15.90
1629
i s.�i
17.16
17.62
18.08
18.57
19.04
19.54
20.06
20.60
21.16
21.70
22.30
22.89
23.53
24.13
24.80
25.45
8.73
8.88
9.08
9.25
9.47
9.67
9.86
10.11
10.34
10.51
10.75
11.00
1128
11.53
11.74
12.05
12.30
12.61
12.87
1322
13.49
13.83
14.16
14.51
14.86
15.26
15.30
15.63
t 6.07
16.43
16.85
17.33
17.76
iazz
18.69
19.19
19.69
2023
20.76
21.33
21.89
22.49
23.08
23.71
24.34
25.00
25.67
26.36
27.06
27.67
9.04
9.19
9.42
s.sa
9.77
9.99
1020
10.45
10.68
10.90
11.09
11.40
11.65
11.92
12.17
12.51
12.78
13.08
13.40
13.77
14.01
14.43
14.70
15.13
15.42
15.87
15.93
16.28
16.71
17.16
17.55
78.01
15.55
i s.o2
19.50
20.03
20.54
21.09
21.63
2223
22.86
23.47
24.05
24.80
25.39
26.12
26.86
27.51
2824
29.10
9.32
9.53
9.74
s.sa
10.13
10.37
10.59
10.84
ii.07
11.31
11.57
11.84
12.15
12.38
12.66
12.99
13.28
13.62
13.94
14.30
14.60
15.00
15.33
15.76
16.07
16.54
16.63
7 6.75
17.47
17.90
7 8.34
18.83
19.32
is.ss
20.37
20.93
21.44
22.06
22.62
23.24
23.89
24.52
2521
25.90
26.61
27.34
28.04
28.79
29.61
30.47
9.60
9.81
10.03
yoza
10.43
10.68
10.91
11.17
11.40
11.65
11.92
12.19
12.51
12.76
13.04
13.38
13.68
14.03
14.36
14.73
15.03
7 5.45
15.78
16.23
16.55
17.04
17.13
1725
17.99
18.44
7 8.89
19.39
19.90
zo.as
20.98
21.55
22.09
22.72
23.30
23.93
24.61
2526
25.97
26.67
27.41
28.16
28.88
29.66
30.49
31.39
9.89
10.11
10.33
7osa
10.75
11.00
1124
17.50
t 1.74
12.00
12.28
12.56
12.89
13.14
13.44
13.78
14.09
14.45
14.79
15.17
15.49
15.92
1626
1672
17.05
17.55
17.64
7 7.�7
18.53
18.99
19.45
19.97
20.49
2i.o�
21.61
22.20
22.75
23.40
24.00
24.65
25.35
2s.o2
26.75
27.47
2823
29.00
29.75
30.55
31.41
32.33
10.18
10.41
10.64
io.so
11.07
11.33
11.57
11.85
12.10
12.35
12.65
12.94
1327
13.53
13.84
14.19
14.51
14.88
75.23
15.63
15.95
16.39
16.75
17.22
17.56
18.08
18.17
18.30
19.09
19.56
20.04
20.57
21.11
21.70
2225
22.67
23.43
24.17
24.72
25.39
26.11
zs.ao
27.55
28.30
29.08
29.87
30.64
31.46
32.35
33.30
10.66
10.90
11.10
11.37
11.54
11.81
12.09
72.35
72.61
12.87
13.17
13.46
13.61
14.08
14.39
14.76
15.09
15.47
15.83
1624
16.57
17.03
17.39
17.88
1822
18.76
18.85
19.23
19.80
2029
20.76
21.33
21.88
22.50
23.06
23.69
2428
24.97
25.73
26.29
27.03
27.74
28.51
29.29
30.09
30.91
31.70
32.55
33.46
34.44
�
�
�
�J
34
APPENDIX C: TECHNICAL STANDARD RANGES, JULY 3, 1999
�
�
�
Yrs. of Service
Step.
Grade
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
38
39
40
41
42
43
44
45
46
47
48
49
50
Start 1 Year 2 Years 3 Years 4 Years 5 Years 10 Years 15 Years
1 2 3 4 5 6 7 8
8.22
8.39
8.58
8.79
8.90
9.10
9.30
9.52
9.69
9.88
10.10
7 0.32
10.57
10.80
11.02
11.31
11.53
11.79
12.06
12.34
12.64
12.90
1323
13.57
13.87
14.19
74.19
14.57
ia.si
15.29
15.66
t 6.06
16.45
16.88
17.33
17.80
18.26
18.76
7 9.23
19.73
20.26
20.81
21.38
21.91
22.52
23.11
23.77
24.37
25.05
25.70
8.82
8.97
9.17
9.34
9.57
9.77
9.96
1021
10.44
10.61
10.85
11.11
11.39
11.65
11.86
12.17
12.42
12.73
13.00
13.36
13.63
13.97
14.30
14.66
15.01
15.41
15.45
15.79
1623
16.60
17.02
t 7.50
17.94
18.41
18.67
19.38
19.89
20.43
20.97
21.55
22.11
22.72
23.31
23.95
24.59
2525
25.93
26.62
27.33
za.�s
9.13
928
9.51
9.68
9.86
10.09
10.30
10.56
10.78
11.01
1121
11.51
11.77
12.04
1229
12.64
12.90
13.21
13.53
13.91
14.15
14.57
14.85
1528
15.58
16.03
16.09
16.44
�s.as
17.33
17.73
18.t9
18.73
1921
19.69
20.23
20.75
21.30
21.84
22.45
23.09
23.71
2429
25.05
25.64
26.38
27.13
27.79
28.52
29.39
9.41
9.62
9.84
10.08
10.23
70.47
10.70
10.95
11.18
11.42
11.69
11.96
1227
12.51
12.79
13.12
13.41
13.75
14.08
14.45
1474
15.15
15.48
15.92
1623
16.71
16.79
16.92
n.sa
i 8.08
18.52
19.01
19.57
20.06
20.57
21.13
21.66
22.28
22.85
23.47
24.13
24.77
25.46
26.16
26.88
27.61
28.32
29.08
29.90
30.78
s.ss
9.91
10.13
10.38
10.54
10.79
11.02
1128
11.51
11.76
12.04
12.32
12.64
12.88
13.18
13.51
13.82
14.17
14.50
14.88
15.19
15.61
15.94
16.39
16.77
17.21
17.30
17.43
is.n
18.62
19.07
19.58
20.09
20.66
21.19
21.77
22.31
22.95
23.53
24.17
24.86
25.51
26.23
26.94
27.68
28.44
29.17
29.96
30.80
31.70
s.ss
1021
10.43
10.69
10.85
11.11
11.35
11.62
11.86
12.12
12.40
12.68
13.02
13.27
13.57
13.92
1423
14.59
14.94
15.33
15.64
16.08
16.42
16.89
1722
17.73
17.82
17.95
� e.�2
19.18
19.65
20.17
20.70
2128
21.82
22.42
22.98
23.64
2424
24.90
25.60
26.28
27.�1
27.75
28.51
2929
30.04
30.85
31.72
32.65
i a.za
10.52
10.75
11.01
11.18
11.44
17.69
11.97
12.22
12.48
12.77
13.07
13.41
13.67
13.98
14.33
14.66
15.03
15.38
15.79
16.11
16.56
16.91
17.39
17.73
18.26
18.35
18.49
is.2a
1976
2024
20.78
21.32
21.92
22.48
23.09
23.67
24.35
24.97
25.64
26.37
27.07
27.82
28.58
29.37
30.17
30.94
31.78
32.68
33.63
i o.n
11.01
11.21
11.48
11.66
11.93
1221
12.47
12.74
12.99
13.30
13.60
13.95
14.22
14.54
14.90
1524
15.62
15.99
16.40
16.74
17.20
17.56
18.06
18.41
18.95
19.04
19.43
20.00
20.49
20.98
21.54
22.10
22.72
23.29
23.93
24.52
25.22
25.99
26.56
27.30
28.02
28.80
29.58
30.39
3122
32.01
32.87
33.80
34.78
35
�
ADDITIONAL INFORMATION
(Not a Part of the Agreement)
MEMORANDA OF UNDERSTANDING
Labor Management Task Force
Filling Vacancies and Staffing Levels
�
�
37
MEMORANDUM OF UNDERSTANDING
BETWEEN
AMERICAN FEDERATION OF STATE, COUNTY AND MUNICIPAL EMPLOYEES,
DISTRICT COUNCiL 14, LOCAL N0.1842 (AFSCME)
REGARDING LABOR MANAGEMENT TASK FORCE
The parties agree to create a formal Labor Management Task Force to review the
appropriate use of tities 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 consertsus based decision making. The Task Force wili make
recommendations to the Superintendent of Schools and the Union.
The Union and the District agree that the Task Foece wiii:
1. Review descriptions for titles arxJ identify elements that distinguish the typical
responsibilities for AFSCME positions from others in the District.
2. Ide�tify and discuss existing positions and appropriate unit determinations.
3. Work to develop a procedure to assure future appoi�tments are placed in the
appropriate title and bargaining unit.
�
4. Develop an agreement regarding empioyees in the District who currently are found to �
be in the wrong title or bargaining unit.
5. Prepare monthly progress reports to the Union and the Superintendent of Schoois.
R rese � tive, ocal 842
�/����
Date
ii � SyB
Dat
38
�
INDEPENDENT SCHOOL DISTRICT NO. 625 LOCAL UNION 1842, DISTRICT COUNCIL
14 OF THE AMERICAN FEDERATION OF
STATE, CAUNTY, AND MUNICIPAL
EMPLOYEES, AFL-CIO
�
MEMORANDUM OF UNDERSTANDING
BETWEEN
AMERICAN FEDERA710N OF STATE, COUNTY AND MUNICIPAL EMPLOYEES,
DISTRICT COUNCIL 14, LOCAL NO. 1842 (AFSCM�
REGARDING FILLING VACANCIES AND STAFFING LEVELS
�
�
�
The Union and Employer agree to utilize a Labor ManagemeM Task Force with consensus
based decision making to explore the following topics:
. the level of technicai staffing in buildings
. the time required to fill vacancies
The Task Force wili make recommendations to the Superintendent of Schoois arx1 the
Union.
The parties agree to a good faith attempt to resolve the issues. The goal of the Task Force
will be to present formal recommendations by September 1, 1998.
INDEPENDENT SCHOQL DISTRICT NO. 625 LOCAL UNION 1842, DISTRICT COUNCIL
14 OF THE AMERICAN FEDERATION OF
STATE, CAUN7Y, AND MUNICIPAL
EMPLOYEES, AFL-CIO
i �� ,� � � /'
�/..�i��/�/iLt:„/.� /� �j;/
/ _ . . . . �
.
/ � /
I'� ♦ � .��_l. !,
-• - - -
�:�s,: / .:i
_ . �. _ .,,� _ . , �s
� -/ q- gg
Date
��isf�
D
39
Assistant Manager
INDEX
C
Court Duty Leave ....................................... J
D
Discipline ................................................ 22
Dues......................................................... 2
E
Fducational Leave ........................................9
Employee Records ..................................... 22
F
Fair Share Fee ............................................ I
Faznily Madicat Leave ..................................9
Filling Vacancies Md Staffing L.evels........... 41
Flexible Spending Account ......................... 15
Funeral L.eave .............................................6
G
Grievance Procedure ...................................23
H
Heatth Insurance ........................................ 14
Hol�day s .................................................... 4
L
Labor Management Task Force .................... 38
Leaves Of Absence ......................................6
Legal Services .......................................... 26
Life Insurance ........................................... 15
Lunch Breaks ..............................................3
M
Mileage................................................... I 2
Military Leave With Pay ..............................7
N
No Su No Lockout ............................... 26
Non-Compensatory I,eave Of Absence ............. 8
Non-Discriminati on ................................... 26
o !
Overtime...................................................3 ,
P
Pazental ............................................ 8 .
Preamble.................................................. iv
Probation................................................. I9
R
RestBreaks ................................................3
Retirement Health Insurance ........................ 16
S
Safety Shces ............................................ 26
Salaries ..............................................30, 31
Salary Step Progression .............................. 10
Seniority................................................. 20
Severance Pay ........................................... 13
Sick Child Caze Leave ..................................6
Sick Leave .................................................6
Spouse/Dependent Parent Leave .....................6
T
Temporary Employees ................................ 25
U
Union Official Leave ....................................9
V
Vacancies ................................................. 25
Vacancies and Staffmg I.evels ...................... 39
V acation .................................................... 5
W
W ages ......................... ............................ 10
WorkWeek .....................................�---.......3
Workday........... ......................................... 3
Working Out Of Classification .................... 12
�
�
GS�7
lNDEPENDENT SCHOOL DISTRICT NO. 625
BOARD OF EDUCATION
SAINT PAUL PUBLIC SCHOOLS
DATE: May 12, 1998
� -�aa
TOPIC: Approval of Employment Agreement Between Independent School Disirict
No. 625, Saint Paul Public Schools and AFSCME Council 14, Local 1842,
Representing Technical Employees
A. PERTfNENT FACTS:
1. New Agreement is for atwo 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 aiign with the DistricYs
fiscal year.
2. Contract changes are as follows:
Waaes: Effective January 3, t998, increase wage schedule 2.5%. Effective July 4, 1998,
increase wage schedule 2.25%. Effective July 3, 1999, increase wage scheduie 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 for singfe 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 Heaith Insurance: Language revised, removing options that created a tax liability for
employees.
Holida s: 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
Ieave system with the organizational 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 al�
previous severance pay plans.
Sick Leave: Empioyees 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 55 FTE'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, Fiscal Affairs and Operations.
B. RECQMMENDATION:
That the Board of Education of Independent School District No. 625 approve and adopt the
Agreement concerning the terms and conditions of employment for technicai employees in this
school district; duration of said Agreement is for the period of January 1, 1998, through
June 30, 2000.
Council File # � - 7a a-
ORIGINAt
Presented
Referred To
Committee Date
1
2
3
RESOLVED, that the Council of the City of Saint Paul hereby approves and rafifies the attached
1998-2000 Agreement between the Independent School District No. 625 and Local Union 1842, District
Council 14 of American Federation of State, County and Municipal Employees AFL-CIO.
Yeas Na s Absent
Benanav �
Blakey �
Bostrom �
Coleman �
Harris �
Lantry �
Reiter �/
O
Adopted by Council: Date
Adoption Certified by Council
�-�
Approved by Mayo \ ,ate � L � [
RESOLUTION
ITY OF SAINT PAUL, MINNESOTA
Green Sheet # 62406
�
Requested by Department of:
Office of Labor Relations
By: ��1'U``1 L� � A
�
Form App�d� Attorne�
By:
DEPARTMENT/OFFICE/COUNCIL: DATE INITIATED GREEN SHEET No.: 62406 p�
LABOR RELAT'IONS July 28, 1998 � 0'���
COATAC(' PERSON & PHONE: p IN/17ni✓nn'['E nvtl7nlmp'rE
JiJLIE KRAUS 266-6513
ASSIGN 1 DEPARTMENT DIIL � 4 CTIYCOUNCR.
NIJMBER 2 CITY AITORNEY � CITY CLERK
M[JST BE ON COi71�CI1. AGEI�DA BY (DATE) FOR BUDGET DIR. FIN. & MGT. SERVICE DIR.
ROUTING 3 MAYOR (OR AS�
ORDER [%
TOTAL # OF SIGNATURE PAGES_1 (CLIp ALL LOCA7IONS FOR SIGNAT[JRE)
ncriox �QUESrev: This resolution approves the attached 1998-2000 Agreement between the Independent School
District No. 625 and Local Union 1842, District Council 14 of American Federation of State, County and Muncipal
Employees AFL-CIO.
RECOMMENDATTONS: Approve (A) or Reject (R) PERSONAL SERVICE CONTRACI'S MUST ANSWER THE FOLLOWING
QUESTtONS:
_PLANNING COMMISSION _CIVIL SERVICE COMMISSION 1. Has this person/firm ever worked under a contract for this departrnmt?
_CIB COMMII'I'EE Yes No
_STAFF 2. Has this pe=son/fitm ever been a city employee?
_DISTRICT COURT Yes No
SUPPORTS WI-IICR COUNCIL OBJECTIVE? 3. Does this person/firtn possess a skill not nolmally possessed by any cmrent ciry employee?
Yes No
Expiain all yes answers on separate sheet and attacA to green sheet
INTTIATING PROBLEM, ISSUE, OPPORTIJNIII (Who, What, Wpen, Where, Why):
ADVANTAGES IF APPROVED:
This Agreement pertains to Board of Education empioyees only. �,�C�
(�UG 0 3199�
iC�
DiSADVANTAGES IF APPROVED:
���
DISADVANTAGES [F NOT APPROVED:
TOTAL AMOUNT OF TRANSACTION: COST/REVENUE BUDGETED:
FONDINGSOURCE: ACl'1VITYNUMBER: -
FINANCIAL INFORMATION: (EXPLAIIV)
i flfC�1 CBRt°C • _ �`'�::,�'
auc o 4�ssa ��� a��sss
�{_���� �� ���
INDEPENDENT SCHOOL DISTRICT NO. 625
BOARD OF EDUCATION
SAINT PAUL PUBLIC SCHOOLS
DATE: May 12, 1998
�g.�ia�
TOPIC: Approval of Employment Agreement Between Independent School District
No. 625, Saint Pau! Pub{ic Schools and AFSCME Council 14, �ocal 1842,
Representing Technical 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 DistricYs
fiscal year.
2. Contract changes are as follows:
Waaes: EffectiveJanuary3, 1998, increase wage schedule 2.5%. Effective July 4, 1998,
increase wage schedule 225°10. EHective 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 for single coverage and $330 for family coverage will
increase as follows:
Sin le 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 hoiidays 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 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 $15,000. This replaces all
previous severance pay plans.
Sick Leave: Employees may use up to five sick days to care for and attend to the serious or
critical illness of his/her spouse or dependent parent.
3. The District has 55 FTE's in this bargaining unit.
This request is submitted by Susan Gutbrod, Negotiations/Labor Relations Assistant Manager;
Richard Kreyer, Negotiations/Labor Relations Manager; and William A. Larson, Assistant
Superintendent, Fiscal Affairs and Operations.
B. RECOMMENDATION:
That the Board of Education of independent School District No. 625 approve and adopt the
Agreement concerning the terms and conditions of employment for technical employees in this
school district; duration of said Agreement is for the period of January 1, 1998, through
June 30, 2000.
q$-�aa
�
:
1998 - 2000
AGREEMENT BETWEEN
SAINT PAUL PUBLIC SCHOOLS
INDEPENDENT SCHOOL DISTRICT NO. 625
. ,
LOCAL UNION 1842
DISTRICT COUNCIL 14
F`�
��
OF THE AMERICAN FEDERATION OF
STATE, COUNTY, AND MUNICIPAL
EMPLOYEES, AFL-CIO
Representing Technical Employees
January 1, 1998 Through June 30, 2000
� �' Saint Pau/ Public Schoo/s
L/ F E L O N G L E A B N! N G
r
� }�' mFfR��Q s
�
.
�"` Sainf Paul Public Schools
(/ F£{ 0 N G L E A R N/ M 6
SAINT PAUL PUBUC SCHOOLS
Independent School District No. 625
Board of Education
Mary Thornton Philiips - Chair
Greg Filice - Vice Chair
Gilbert de la O- Clerk
Neai Thao - Treasurer
Administration
Curman L. Gaines -
Maureen A. Flanagan -
Mae E. Gaskins -
William A. Larson -
Cy R. Yusten -
Tom Conion - 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 OF CONTENTS
� ARTi LE
.
�
.
�
Article 1.
Article 2.
Articie 3.
Article 4_
Article 5.
Article 6.
Articie 7.
Article 8.
Article 9.
Article 10.
Article 11.
Articie 12.
Article 13.
Article 14.
Article 15.
Article 16.
Article 17.
Article 18.
Article 19.
Article 20.
Article 21.
Article 22.
Article 23.
Article 24.
Articte 25.
Articie 26.
Article 27.
PAGE
Preamble ...........................................�--...................................................... i v
Recogn ition ..................................................................................................1
CheckOff ...................................................................................................... 2
Maintenance of Standards ............................................................................
Management ...................................................................................... 2
WorkDay ..................................................................�--................................
Lunch Breaks and Rest Breaks ....................................................................3
Ho I idays ....................................................................................................... 4
Vacation ....................................................................................................... 5
Leaves Absence ........................................................................................ 6
Wages ......................................................................................................... i 0
Working Out of Classification ...................................................................i 2
Mileage ...................................................................................................... 1 2
Severance ........................................................................................... 3
InsuranceBenefits .................................................................................... 4
Probation ...................................................................................................i 9
Seniority ..---°•°°-°--°--°--° ........................................................................2 0
Discipiine .................................................................................................. 2 2
EmpioyeeRecords ...................................................................................... 2
Grievance Procedure .................................................................................
Temporary Employees ............................................................................... 5
Bulletin ......................................................................................... 5
Vacancies................................................................................................... 5
Non-Discrimination ..................................................................................2 6
NoStrike, No Lockout ................................................................................ 6
Legat Services .--°--.......° ...........................................................................2 6
Safety Shoes ............................................................................................... 6
Terms Agreement ..................................................................................2
Appendix A. Titles and Salaries .............................................................3 0
Appendix B. Titles and Grades ...............................................................3 2
Appendix C. Standard Ranges .................................................................3 3
ADDITIONAL INFORMATION
(Not a Part of the Negotiated Agreement)
MEMORANDA OF UNDERSTANDING
Labor Management Task Force ..........................................................................................3 8
Filling Vacancies and Staffing Levels ................................................................................3
Index..................................................................................................................................4 0
�
PREAMBLE
This Agreement, entered into by Independent Schooi District No. 625, hereinafter �
referred to as the Empioyer or as the District, and Local Union 1842, affiliated with
Councii 14 of the American Federation of State, County, and Municipai Employees,
AFL-CIO, hereinafter referred to as the Union, has as its purpose the promotion of
harmonious relations between the Empioyer and the Union, the establishment of an
equitable and peacefui procedure for the resolution of differences, and the estabtishment
of rates of pay, hours of work, and other conditions of employment.
�
r �
�
IV
ARTICLE 1. RECOGNffION
• 1.1 The Employer recognizes the Union as the sole and exclusive bargaining agent f o r
the purpose of establishing salaries, wages, hours, and other conditions of
• employment for all of its employees as outiined 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 foRh in Section 1.2 below.
1.2 The bargaining unit covered by this Agreement shall consist of the following: All
office, clerical, and administrative personnel who are empioyed by Independent
School District No. 625, Saint Paul, Minnesota, who work a minimum oE 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
ciassifications of:
Accounting & Systems Technician
Accounting Technician I
Accounting Technician II
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Accounting Technician III
Accounting Technician IV
Adaptive Recreation Assistant
Applications Systems Programmer/
Analyst
Architectural Drafter
Architecturai Drafter Trainee
Child Development Technician
Clinic Nurse
Dental Assistant
Dental Hygienist
E.D.P. Lead Programmer
E.D.P. Programmer
E.D.P. Programmer Analyst
Engineering Aide I
Engineering Aide II
Health and Education Assistant
Information Systems Technician
Instructional Media Technician
Library Assistant
Library Technician
Network Technician I
Network Technician II
Occupational Therapy Assistant
Payroli {nformation System Technician
Physical Therapist Assistant
Practical Nurse
SASI/Parlant Support Assistant
SASI/Parlant Technical Trainer
'Special Student Attendant
E.D.P. Programmer Trainee Supervising Dental Hygienist
excluding supervisory, confidentiaf and atl other employees.
❑
1.3 Any present or future employee who is not a Union member shali 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 empfoyee 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 and
administration of grievance procedures. This provision shall remain operative
oniy so long as specifically provided by Minnesota law, and as otherwise legal.
'Title abolished except as to present incumbents.
1
ARTICLE 1. RECOGNITION (continued)
1.4 The Union agrees to indemnify and hold the Empioyer 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 ihe 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 eadi 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 Empioyer by a representative af the Union artd 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 shalf provide a payrolt 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 Pian 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 applicable laws and regulations 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 timited to, such areas of discretion
or policy as the functions and programs of the Empioyer, its overall budget,
utiiization of technology, and organizational structure and selection and direction
and number of personnel.
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ARTICLE 5. WORK DAY
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5.1 The normal workday shall be eight and one-haif (8 1/2) hours in duration, eight
(8) of which are paid. Each normai workday shall 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 and
the remaining thirty (30) minutes is unpaid.
The following is an exampie of a normal workday schedule:
Work day begins at:
Morning Rest Break:
Lunch Break:
Afternoon Rest Break:
Work day ends at:
5.2
5.3
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 shafl be forty (40) hours in any seven (7)-day period.
This Article shali 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
empioyee'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 empfoyee shali be paid at the ra4e 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 scheduled by the supervisor at approximately the middle
of the employee's shift.
6.2 All emp{oyees' work schedules shali provide for a paid fifteen (15)-miRUte 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
feasibie.
6.3 If an employee is scheduled to work a full halfi-shitt 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. TFie foflowing days shail 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 each of the holidays listed above, on
which they perform no work, provided the holiday fails within their work year.
Whenever any of the holidays listed above shall fall on Saturday, the preceding
Friday shaH be observed as ihe holiday. Whertever any of the holidays listed
above fall on Sunday, the succeeding Monday shall 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 Eliaibilit� 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.
�.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 falis 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 shal( 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, regardiess of F.T.E.
For Tweive L�l -Month Empioyees
Years of
ervice
8.2
Years of
Service
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First year through 4t year
5 year through 9'" year
10`" year through 15 year
16'" year through 23` year
24'" year and thereafter
Twelve-Month
Accrual Rate'
.0500
.0692
.0769
.0923
.1115
For Ten (1 Ol -Month Em�loyees
First year through 4'" year
5`" year through 9`" year
10"' year through 15'" year
16`" year through 23` year
24t year and thereafter
Ten-Month
Accrual Rate'
.0521
.0713.
.0790
,0944
.1136
Annual
Hours
Eamed
104
144
160
192
232
Annual
Hours
Eamed
91 .5
125.5
1 39.0
166.1
200.0
Annual
Days
Eamed
13
18
20
24
29
Annual
Days
Eamed
11.5
1 5.7
17.4
21.0
25.0
The head of the department may permit an employee 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 in
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 twenty (1 2 0)
hours at end of year: or
( c) be provided an exception for additional carryover of vacation by
means of approvai of his/her department head.
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8.2.2
8.2.3
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 shall 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 eamed during
that length of work year. The iwelve-monih 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 total 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 or
severance pay in Article 13.
ARTtCLE 9. LEAVES OF ABSENCE
9.1 Sick Leave Sick leave shali accumulate at the rate of .0576 of a working hour
for each full hour on the payroll, excluding overtime. Sick leave accumulation is
uniimited. To be eligibie 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 �eciiied Allowable Uses ot Sick Leave. Any employee who has
accumulated sick leave credits as provided above shall be granted leave
with pay, for such period of time as the head of the department deems
necessary, on account of sick�ess or injury of the employee, quarantine
established and deciared by the Bureau of Heaith, death of the
employee's mother, father, spouse, child, brother, sister,
mother-in-iaw, 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 oi a pareni or a
member of his/her household, making arrangements for the care of
such sick or disabled persons up to a mauimum of eight hours sick
leave.
9.1 .2 Funeraf Leave. Any employee who has accumutated sick leave credits, as
provided in the Civil Service Rules, shali be granted one day of such
leave to attend the funeral of the employee's grandparent, grandchild,
aunt, uncie, 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 tweive (12) consecutive months for an average of twenty ( 2 0)
or more hours per week prior to the leave request may use accumulated
personai 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/Degendent Parent Leave. Up to five (5) days of accumulated
sick leave may be used in a work year to altow the employee to care fo r
and attend to the serious or critical illness of his/her spouse or
dependent parent. These days when used are deductibie from sick leave.
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ARTICLE 9. LEAVES OF ABSENCE (continued)
� 9.2 Court DuTy 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, shall be paid the regular pay while so engaged,
provided, however, that any fees that the employee may receive from the court
for such service shafl be paid to the Employer and be deposited with the Empioyer
Business Office. Any employee 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 Pav. 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 shali be a
member of the Ofiicers Reserve Corps, the Enlisted Reserve Corps, the tdaval
Reserve, the Marine Corps Reserve or any other reserve component of the
miiitary or naval force of the United States, now or hereafter organized or
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 empioyee 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 shali not exceed a total of fifteen (15) days i n
any calendar year and further provided that such leave shail be atlowed only i n
case the required military or naval service is satisfactorily performed, which
� shaii be presumed unless the contrary is estabiished. Such leave shall not be
allowed unless the employee (1) returns to his/her position immediately upon
being relieved trom such military or naval service and �ot 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
empioyee'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-Compensator�eave of Absence. After three monihs 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 Civii 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 will 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 wh+ch the District intends to fill in ihe same �
ciassification.
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. �t 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 immediateiy 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) caiendar 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 ihe
use of eamed sick leave; however, sick leave time shall not be granted
within (during the course of) 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 Schooi
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 c(aimed. �
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
appiication including the anticipated date of placement of the child, at
least twelve (12) weeks in advance of the anticipated date of placement,
. or earlier if possible. Documentation wiil be required.
9.5.4 When an empioyee is returning from parental leave extending over a
period of six (6) calendar months or Iess, the empioyee shall be placed,
at the beginning of the first pay period foliowing the scheduled date of
return, in the same position held prior to the leave or, if necessary, i n
an equivalent position.
9.5.5 When an employee has requested and been granted leave for a period
longer than six (6) calendar months, but no more than twelve ( 1 2)
calendar months, the employee will be placed in an equivalent position
after the scheduled date of return as soon as an equivalent vacancy
becomes available. For purposes of this provision, an equivalent
vaCancy is a position in the same titie which exists, has no certiiied
incumbent, which is to be filled, and for which no other person has
rights.
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 Medicai Leave
Act (FMLA) so long as it remains in force. The Human Resource Department
• provides procedures which coordinate contractual provisions with FMLA.
9.7 School Activities Leave Without Pay. An employee may request and be granted up
to si�een (i6) 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.
9.8 Military Leave Without Pay. Any employee who engages in active service in time
of war or other emergency declared by proper authority of any of the mititary or
naval forces of the State or of the Unfted 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 �
are imposed by law. Such leaves of absence as are granted under 9.3 of this
Article shail conform to Minnesota Statutes, Section 192, as amended from time
to time and shall confer no additional 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 employee elected or appointed to a full-time paid
position by the exclusive representative may be granted a leave of absence
without pay for not more than one (1) year for the purpose of conducting the
� duties of the exciusive 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 does not preclude the employer from the
following:
1. Reorganizing;
2. Abolishing classifications;
3. Establishing new classifications;
4. Regrading classifications;
5. Reclassifying positions.
10.2 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 salary because of a regrading
or reclassification during the contract period in which such regrading or
reclassification 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 employees who receive different pension
benefits.
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10.4. Init+al Steo Placement. When an employee is regularly appointed inio a tille �
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 Step 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:
t 0.5.2.1 Movement from step to step wili not occur uniil the next f u I I
pay period following the anniversary date of the employee's
provisional or regular 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 (1) additional
step following his/her anniversary date, up to and including
Step 6.
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ARTICLE 10. WAGES (continued)
� Salar�r Step Progression (continued)
10.5.2.3 For the puspose of progression to the Step 7 and Step 8
rates, the term "year of fuli-time service" shall be defined
as the completion 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 fuli-time
service in the District, that empioyee may be granted an
increase of one (1) additionai 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 employee completes fifteen (15) years of futl-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 twelve (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, shall 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 payroll will progress one
step up to Step 6(five (5)-year step). Part-time employees 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 Empioyer shall avoid, whenever possible, working an empioyee on an
out-of-class assignment for a protonged 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 assignment in a
higher class'rfication not later than the siuteenth (16th) day of such assignment.
For purposes of this Article, an out-of-class assignment is defined as an
assignment of an employee to pertorm, on a full-time basis, al( of the significant
duties and responsi6ilities of a position different from the employee's regular
position, and which is in a classification 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.
ARTICLE 12. MILEAGE
i 2. 7 Employees of the School District under policy adopted by the Board ot 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 fhis 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 mauimum 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
rnade.
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ARTICLE 13. SEVERANCE PAY
� 13.1 The Employer shall provide a severance pay program as set forth in this Article.
• Payment of severance pay shall be made within the tax year of the retirement.
13.2 To be eligible for the severance pay program, the empioyee must meet the
foilowing requirements:
13.2.1 The employee must be fifty-five (55) years of age or older or must be
eligibie 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 pian 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 will clearly indieate that by requesting
severance pay, the employee waives all claims 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 empioyee requests severance pay and if the employee meets the eiigibility
requirements set forth above, he or 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 empioyee'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 empioyment is not
considered a separation of employment, and such transferee shall not be eligible
for this severance program.
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ARTICLE �4. INSURANCE BENEFITS
SECl10N 1. ACTIVE 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 Article, full-time employment is
defined as appearing on the payroll at least thirty-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 Em�loyer Contribution Amount--Full-Time Empioyees. 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 eligible full-time employee who selects family coverage, the �
Employer will contribute 4he 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 full time and who selects employee
insurance coverage, the Employer agrees to contribute the cost of such
coverage or $215 per monih, 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.
�
14
ARTICLE 14. INSURANCE, Section 1. (continued)
•
1.6 Emplover Contribution Amount--Half-Time Emolovees. For each eligible
employee covered by this Agreement who is employed half time, the Employer
agrees to contribute fifty percent {50%) of the amount contrihuted for fuit-time
empioyees selecting employee coverage; or for each half-time empioyee who
seiects family insurance coverage, the Empioyer will contribute fifty percent
(50%) of the amount contributed for full-time employees selecting family
coverage in the same insurance plan.
1.7
1.6.1 Notwithstanding Section 1.6 above, employees covered by this
Agreement and employed half time prior to January 1, 1986, shall
receive the same insurance contributions as a full-time employee. This
Section 1.6.1 applies oniy to employees who were employed half-time
during the month of December 1985 and shall continue to apply only as
long as such employee remains continuousty employed hall iime.
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 Employer 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 early
retirement) until the retiree reaches age 65; then all Employer coverage shall
terminate.
1.8 Flexible Spendin�Account. It is the intent of the Employer to maintain during
the term of this Agreement a plan for medical and child care expense accounts to
� be availabie to empioyees in this bargaining unit who are eligible for Employer-
paid premium contribution for health insurance for such expenses, within the
established legal regulations and IRS requirements for such accounts.
�
U
1.9 The contributions indicated in this Article 14 shall be paid to the Employer's
group health and weffare pfan.
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.
15
ARTICLE 14. INSURANCE (continued)
SECTION 2. REIIREMENT HEALTH INSURANCE �
Subd. i. Benefit Eligibilit�for Em�lovees who Retire Before Aae 65
1.1 Em�vees 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 retiremenf in order to be eligible for any payment of any
insurance premium contribution by the District after retirement:
A Be receiving pension benefits from PERA, St. Paul Teachers Retirement
Association or other public empioyee retiree program at the time of
retiremenl and have severed the employment relationship with Independent
School District 625;
B. Must be at least fifty-eight (58) years of age and have completed
twenty-five (25) years of service, or;
C. The combination of their age and their years of service must equal
eighty-five (85) or more, or;
D. 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 wiih the City of Saint Paul will continue to be couMed
toward meeting the service requirement of this Subdivision 1.1 B, C or D, but
not for 1.1 E.
1.2 Em�vees hired into District service after May 1. 1 996. must have completed
twenty (20) years of service wiih Independent School District No. 625. Time
with the City of Saint Paul will 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
Independent School District No. 625 health insurance program, or in any
oiher Employer-paid health insurance program.
B. 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 applicatiort through District procedures prior to
the date of retirement in order to be eligible for any benefits provided i n
this Section.
�
�
m
ARTICLE 14. INSURANCE, Section 2. (continued)
, Subd. 2. Em�lover Contribution Levels for Em I�ovees Retiring Before Age Sixtv-Five
2.1 Fieafth insurance EmpVoyer Contribution
The District wiil for the period of this Agreement provide employees who meet
the eligibility requirements for health insurance in 1.1 or 1.2 above, who retire
during the term of this Agreement, and until such employees reach sixty-five
(65) years of age, such health insurance premium contributions up to the same
dollar amount as were made by the District for health insurance for singie o r
family wverage by that carrier, for an employee under this Agreement, i n
his/her last month of active employment. In the event new carriers replace
those in place at execution of this Agreement, the dollar amounts being paid for
single or family coverage to the carrier at the employee's date of retirement
shall constitute the limit on future contributions. Any employee who is receiving
family coverage premium contribution at date of retirement may not later ciaim
an increase in the amount of the Empioyer obiigation for single coverage
premium contributions to a carrier after deleting family coverage.
2.2 Life Insurance Employer Contribution
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 untii their sixty-fifth (65th) birthday. Nolife insurance will
be provided, or premium contributions paid, for any retiree age sbcty-five ( 6 5)
� or over.
Subd. 3. Benefit EligibilitK for Em I�ovees After Sixty-Five �f�5 �
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
reaching age sixty-five (65), for employer premium contributions for health
insurance described in Subd. 4 of this Article.
3.2 Emolovees hired int the District before May 1 1996, who retire at age
sixty-five (65) or older must have compieted 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 w i l i
discontinue providing any health insurance contributions upon their
retirement or, in the case of early retirees, upon their reaching age
sixty-five (65).
�
17
ARTICLE 14. INSURANCE, Section 2. (continued)
Employees 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 ai
least twenty (20) years of service with the District at the time of their
retirement, the Employer wili 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�vees hired on or after May 1. 1 996, shall not have or acquire in any way
any etigibility for Employer-paid heaith 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 earlv 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�lo,vees hired into the District before Ma�1. 1996, and who meet the
eligibility requirements in Subdivisions 3.1 or 3.2 of this Article are eligible
for premium contributions for a Medicare Supplement heaith coverage policy
selected by the District. Premium contributions for such policy will not exceed:
Coveraae Tvoe
Medicare Eligible
Non-Medicare Eligible
Sinale
$300 per month
$400 per month
Familv
$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.
ubd. 5. Empl�ees hired after M�y 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 cumufative iifetime maximum of $12,500. Part-time empioyees
working half-time or more will be eligible for up to one half (50%) of the available
District match. Approved non-compensatory feave shall not be counted in reaching the
three (3) full years of consecutive active service, and shatl 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 responsibie for determining
his/her total maximum allowable annual contribution amount under IRS regulations,
The employee must initiate an application to participate through the DistricYs specified
procedures.
�
LJ
�
18
ARTICLE 15. PROBATION
� 15.1 General Principles. This Article is effective for appointments made on or after
' May 1, 1994. For the purpose of this Article, six (6) months shali mean six
(6) fuli-time equivalent months (1,040 hours on the payroil). The calculation
for time on probation wiil exclude any unpaid breaks not worked by the
employee. Extended absences of any kind (paid or unpaid) lasting one (1) week
or more in duration may be excluded when caiculating time toward the completion
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 Paui, that employee will have the right to
return to fiislher 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 fails probation in the City
position.
15.2 Origin I Em I�ovment 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 or
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 shall 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
empioyee may have been transferred or assigned prior to the promotion, at the
discretion of the Employer, and without recourse to the grievance procedure.
�
19
ARTICLE 16. SENIORITY
16.1 Seniority, for the purpose of this Agreement, shall be defined as follows: The
length of continuous, regular, and probationary service with the Employer from
the date an employee was first certified and appointed to a class title covered by
this Agreement, it being further understood that seniority is confined to the
current ciass assignment held by an employee. In cases where two or more
employees are appointed to the same class title on the same date, the seniority
shall be determined by empioyee'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 by the Employer that it is necessary to reduce the
workforce, employees will be laid off by class title within each department based
on inverse length of seniority as defined above. However, when layoff occurs i n
any of the titles listed below under Column A, layoff shall be based on inverse
length of total seniority in all titles listed on the corresponding line under
Column B.
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 Resource
Department shall decide which vacant positions ihe affected employee shall fill.
If no vacancy exists in such titles, then the least senior District employee in such
titles shall be identified, and if the empioyee affected by the original
departmental reduction is more senior, helshe shall have the right to claim that
position and the least senior District employee in such titles shall be the
employee laid off. For the purposes of this Article, the Board of Education is not
included as a City departrnent nor is a Board of Education employee included as a
City employee.
olumn A
Child Development Technician
Engineering Aide I
Engineering Aide II
'Special Student Attendant
Column B
Child Development Technician,
'Special Student Attendant
Engineering Aide I,
Engineering Aide II
Engineering Aide I,
Engineering Aide il
Child Development Technician,
'Special Student Attendant
16.4 In cases where there are promotionai series, such as Technician I, ti, tit, 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 would keep them
from being laid off, before layoffs are made by any class title in any department.
`Abolished except as to present incumbents.
20
�
�
u
ARTICLE 16. SENIORITY (continued)
� 1 6.5 In 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 titie, that
employee wili 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 title may be displaced. in cases where an employee to be laid off
has held no regular appointment to any titles immediately prior to his/her
currenf titie, said employee shall be laid off. The employee reducing into a title
formerly fieid 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 his/her former title and shall be
laid off, but such employee's name wili be placed on the reinstatement register in
his/her former title and "bumping" rights herein shall not again apply to such
empioyee.
This procedure will be followed by the Board of Education for Board of Education
employees. City empioyees 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 will pick up their former seniority date in
any class of positions that they previousiy held.
� 16.7 Recall from layoff shall be in inverse order of layoff, except ihat recall rights
shall expire after two years of layoff.
�
21
ARTICLE 17. DISCIPLINE
17.1 Discipline will be administered for just cause oniy. Discipline will be in the �
form of the following actions. Such actions may be taken in an order different
form that listed here, based on ihe specific employee action.
17.1.1 Oral reprimand;
17.1.2 Written reprimand;
17.1.3 Suspension;
17.1.4 Reduction;
i7.i.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 ft is placed on file. Before the
reprimand is placed on file, the Employer shall request from the employee an
acknowledgmeni, 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 the
Employer.
17.6 Preliminary 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 wili then offer to
meet with the employee prior to making a final determination 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 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.
18.2 Any member of the bargaining unit may, during usual working hours, with the
approval of the supervisor, review any material placed in the employee's
personnel file, after first giving proper notice to the supervisor in custody of
such file. �
�
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
shaii notify the Employer 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 arx1
responsibilities of the empioyees and shall therefore be accompiished 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 wouid not be
detrimentai 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 1 7,
for the processing of grievances, which are defined as an alleged violation of the
terms and conditions of this Agreement.
19.4 Grievance shall be resolved in conformance with the following procedure:
Ste° 1. Upon the occurrence of an alieged violation of this Agreement, the
employee involved with or without the steward shall attempt to resoive
� 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 alleged section(s) of the
Agreement violated, and relief requested. Any alleged 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 shall meet with the Union steward azxl
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 (70) workdays following
receipt of the Employer's answer shall be considered waived.
i
23
ARTICLE 19. GRIEVANCE PROCEDURE (continued)
Steo 3. Within ten (10) workdays foilowing receipt of a grievance referred �
from Step 2, a designated Employer supervisor shall meet 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
conceming the grievance. If, as a result 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 EmployePs answer
shall be considered waived.
Steo 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 agreemeni ot ihe 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 panei. The Union shall
strike the first (ist) name; the Employer shall then strike one ( 1)
name. The process will be repeated and the remaining person shall be
the arbifraior.
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
submitted. The arbitrator shall be wiihout power to make decisions contrary to
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 tater, unless
the parties agree to an e�ension. The decision shall 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 ihe arbitrator shall be
final and binding on the Employer, the Union, and the employees.
19.6 The fees and e�enses for the arbitrator's services and proceedings shall be
borne equally by the Empioyer 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.
1 9.8 It is understood by the Union and the Empioyer 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 federal statutss.
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 shail be submitted to the Civil 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 shall not have or acquire any rights or benefits other than
specifically provided by the provisions of the Civil Service Rules and/or the
� Saint Pau1 Sa{ary Plan and Rates ot Compensation.
ARTICLE 21. BULLETIN BOARDS
21 .1 The Employer shali provide reasonable bulletin space for use by the Union i n
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 filling 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 filled 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.
25
ARTICLE 23. NON-DISCRIMINATION
23.1 The terms and condftions 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 pertorm 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
withhoiding 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 wil I
warn employees of the consequences of iheir action and shall instruct them to
immediately retum to their normal duties. Any employee who fails to return to
his/her full duties within twenty-four (24) hours of such warning 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, shail be
instituted by the Employer and/or its appointing auihorities during the Iife 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 harmiess, and indemnify employee against tort claim
or demand, whether groundlass or otherwise, arising out of alleged acts o r
omission occurring in the performance or scope of the employee's duties.
25.2 Notwfthstanding 25.1, the Employer shall not be responsible for paying any legal
service fee or for providing any legat service arising from any legal action where
the employee is the plaintiff.
ARTICLE 26. SAFETY SHOES
The District agrees to pay thirty dollars ($30) per year toward the cost of safety shces
purchased by an employee who is a member of this unit, under the following conditions:
The District shall co�tribute toward the cost of one (1) pair of
contract year and shall not be responsible for any additional cost of any
shoes hereafter. This reimbursement of thirty dollars ($30) shall be
after verification of expenditure and approval by the Departmen
designated supervisor of the employee. This thirty dollar ($30)
contribution sha!! apply only io those employees who are require
protective shoes or boots by the Employer, and the contribution shall
the actual cost of such shoes or boots.
shoes per
additional
made only
t head o r
Employer
d to wear
not exceed
�
�
�
26
ARTICLE 27. TERMS OF AGREEMENT
• 27.1 Complete Agreement and Waiver of Barqaining. This Agreement shall represent
the complete Agreement between the Union and the Employer. The parties
acknowiedge that during the negotiations which resulted in this Agreement, each
had the unlimited right and opportunity to make requests and proposals with
respect to any subject or matter not removed by law from the area of coilective
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 Empioyer and the Union, for the life of this
Agreement, each voluntarily and unqualifiedly waives the right, and each agrees
that the other shali not be obligated to bargain collectively with respect to any
subject or matter referred to or covered in this Agreement.
27.1 .1 Pav E ui - Possibie 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-compiiance indicates that American
Federation of State, County, and Municipal Employees' classes which are
female-dominated and described by DOER as under-compensated are a
specific contributing cause of the non-compiiance judgment, and if the
non-compliance judgment stands after the completion of any and all
appeal processes, then the District arid the Union wil4 re-open the
contract for the sole purpose of negotiations limited to efforts to address
the specific compliance probiems i� a manner designed by the parties to
move toward compliance.
� The Union and the District acknowiedge 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 Ciause. 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 caurt of competent jurisdiction
from whose final judgment or decree no appeal has been taken within the time
provided, such provision shall be voided. Ali 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 ihat it desires to modify or tesminate this Agreement.
.
27
ARTICLE 27. TERMS OF AGREEMENT (continued)
27.4 This constitutes a tentative Agreement beriveen the parties which wiH 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. 1842 .
WITNESSES:
�� /I�/ 1�/�A
�
Da�
�
Re esen tive, cal 42
S ��— I 8
Date
28
�
�
INDEPENDEPfT SCHOOL DISTRICT NO. 625 LOCAL UNION 1842, DISTRICT COUNCIL
14 OF THE AMERICAN FEDERATION OF
STATE, COUNTY, AND MUNICIPAL
EMPLOYEES, AFL-CIO
�
APPENDICES A, B AND C
APPENDIX A: SALARY SCHEDULES
APPENDIX B: TITLES AND GRADES
APPENDIX C: TECHNICAL STANDARD RANGES
�
�
29
APPENDIX A: TITLES AND SALARIES
Technical Employees
Years of �
Service ' START 1 Year 2 Years 3 Years 4 Years 5 Years 10 Years 15 Years
Step 1 2 3 4 5 6 7 8
,radP 17
Adaptive Recreation Assistant
Dentai Assistant
Health and Education Assistant
1-3-98 11.17 12.03 12.50 t2.99 13.38 13.78 14.19 i4.76
7-4-98 11.42 12.30 12.78 13.28 13.68 14.09 14.51 15.09
7-3-99 11.53 12.42 12.90 13.41 13.82 14.23 14.66 15.24
�
Engineering Aide I
1-3-98 12.50 13.52 14.11 14.67 15.11 15.57 16.03 16.65
7-4-98 12.78 �3.83 14.43 15.00 15.45 15.92 16.39 17.03
7-3-99 �2.90 13.97 14.57 15.15 15.61 16.08 16.56 17.20
�
Library Technician
1-3-98 12.81 13.85 14.38 14.99 15.44 15.90 �6.38 17.01
7-4-98 13.10 14.16 14.70 15.33 15.78 16.26 16.75 17.39
7- 3- 9 9 13.23 14.30 14.85 15.48 15.94 16.42 16.91 17.56
�
Child Development Technician
Speciai Student Attendant '
1-3-98 13.14 14.19 14.80 15.41 15.87 16.35 16.84 17.48
7-4-98 13.43 14.51 15.13 15.76 16.23 16.72 17.22 17.88
7-3-99 13.57 14.66 15.28 15.92 16.39 76.89 17.39 18.06 �
�
Occupational Therapy Assistant
Physical Therapy Assistant
1-3-98 13.43 14.54 15.08 15.71 16.18 16.67 17.17 17.82
7-4-98 13.73 14.86 15.42 16.07 16.55 77.05 17.56 18.22
7-3-99 13.87 15.01 15.58 16.23 16.71 17.22 17.73 18.41
�
Architectural Drafter Trainee
SASI/Parlant Support Assistant
1-3-98 13.74 14.92 15.52 16.18 16.66 17.16 17.68 18.35
7-4-98 14.05 15.26 15.87 16.54 17.04 17.55 18•Q8 18.76
7-3-99 14.19 15.41 76.03 16.71 17.21 17.73 18.26 18.95
�
Accounting Technician I
Architectural Drafter
Dentai Hygienist
E.D.P. Programmer Trainee
Instructional Media Technician
1-3-98 14.81 16.07 16.78 17.51 18.03 18.57 19.13 19.84
7-4-98 15.14 16.43 17.16 17.90 18.44 78.99 19.56 20.29
7-3-99 15.29 16.60 17.33 18.08 18.62 19.18 19.76 20.49
� Years of Semce: Years listed for s[eps are Alustrative. See Artide 70 for salary schedule step progression rules.
2 Abolishetl except as topresent incumbents. �
30
� �
J
.
Information Systems Technician
Neiwork Technician
Payroll Information Systems Technician
SASI/Pariant Technical Trainer
1-3-98 �5.55 �6.95 �7.62
7-4-98 15.90 17.33 18.01
7-3-99 16.06 17.50 18.19
Grade 34
Accounting Technician II
Network Technician II
1-3-98 16.34 17.82 18.60
7-4-98 16.71 18.22 19.02
7-3-99 16.88 18.41 19.21
Grade 36
E.D.P. Programmer
Accouniing and Systems Technician
1-3-98 17.23 18.77 19.59
7-4-98 17.62 19.19 20.03
7-3-99 17.80 19.38 20.23
Grade 36
Accounting Technician III
1-3-98 18.16 19.78 20.63
7-4-98 '18.57 20.23 21.09
7-3-99 18.76 20.43 21.30
Grade 40
Applications Systems
E.D.P. Programmer Analyst
1-3-98 19.11 20.86 21.74
7-4-98 19.54 21.33 22.23
7-3-99 19.73 21.55 22.45
Grade 42
Accounting Technician IV
�-3-98 20.15 22.00 22.96
7-4-98 20.60 22.49 23.47
7-3-99 20.81 22.72 23.71
Grade 44
E.D.P. Lead Programmer
1-3-98 21.22 23.19 24.26
7-4-98 21.70 23.7� 24.80
7-3-99 21.91 23.95 25.05
18.41
18.83
19.01
19.42
19.86
20.06
20.47
20.93
21.13
21.57
22.06
22.26
22.72
23.24
23.47
23.98
24.52
24.77
25.33
25.90
26.16
18.96
19.39
19.58
20.01
20.46
20.66
19.53
19.97
20.17
20.61
21.07
21.28
20.12
20.57
20.78
21.23
21.70
21.92
20.86
21.33
2�.54
22.00
22.50
22.72
21.08 21.71 22.36
21.55 22.20 22.87
21.77 22.42 23.09
22.22 22.89 23.56
22.72 23.40 24.11
22.95 23.64 24.35
23.41 24.11
23.93 24.65
24.17 24.90
24.70 25.45
25.26 26.02
25.51 26.28
26.09 26.87
26.67 27.47
26.94 27.75
23.17
23.69
23.93
24.42
24.97
25.22
24.83 25.7�
25.39 26.29
25.64 26.56
26.21 27.13
26.80 27.74
27.07 28.02
27.67 28.64
28.30 29.29
28.58 29.58
� 3 Years of Service: Years I�stetl for steps are illustratrve. See Art�de 10 for salary schetlule step progression rules.
�
APPENDIX A: TECHNICAL EMPLOYEES TITLES AND SALARIES (continued)
Years of
ce..,:..e 3 c-recr � vo�. � vPa� 3 Years 4 Years 5 Years 10 Years 75 Years
APPENDIX B
TECHNICAL TITLES AND GRADES
Grade
36
30
34
38
42
17
40
30
26
24
17
30
44
36
40
30
22
26
17
32
30
23
32
34
25
32
25
26
32
24
Title
Accounting & Systems Technician
Accounting Technician I
Accounting Technician II
Accounting Technician III
Accounting Technician IV
Adaptive Recreation Assistant
Applications Systems Programmer/ Analyst
Architectural Drafter
Architectural Drafter Trainee
Child Development Technician
Dental Assistant
Dental Hygienist
E.D.P. Lead Programmer
E.D.P. Programmer
E.D.P. Programmer Analyst
E.D.P. Programmer Trainee
Engineering Aide I
Engineering Aide II
Health and Education Assistant
information Systems Technician
Instructional Media Technician
Library Technician
Network Technician I
Network Technician II
Occupational Therapy Assistant
Payroll Information System Technician
Physical Therapist Assistant
SASI/Parlant Support Assistant
SASI/Parlant Technical Trainer
Special Student Attendant'
'Abolished except as to present incumbents.
�
�
�
32
APPENDIX C: TECHNICAL STANDARD RANGES, JANUARY 3, 1998
�
�
�
Yrs. of Service
Step.
Grade
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
38
39
40
41
42
43
44
45
46
47
48
49
50
Start 1 Year 2 Years 3 Years 4 Years 5 Years 10 Years 15 Years
1 2 3 4 5 6 7 8
7.96
8.13
8.31
8.51
8.62
8.81
9.00
9.22
9.39
9.57
9.78
9.99
10.24
10.46
10.67
10.95
11.17
11.41
11.67
11.95
1224
12.50
12.81
13.14
13.43
13.74
13.74
14.11
14.44
14.81
15.17
15.55
15.93
16.34
16.78
1723
17.69
18.76
18.62
19.11
19.62
20.15
20.70
2122
21.81
22.38
23.01
23.60
2426
24.89
8.54
8.69
8.88
9.04
926
9.46
9.65
9.89
10.11
1028
10.51
10.76
11.03
11.28
11.48
11.78
12.03
72.33
12.59
12.93
13.19
13.52
13.85
14.19
14.54
14.92
14.96
15.29
15.71
16.07
7 6.46
16.95
17.37
17.82
1827
18.77
1926
19.78
20.30
20.86
21.41
22.00
22.57
23.19
23.81
24.45
25.11
25.78
26.46
2726
8.84
8.99
9.21
9.37
9.55
9.77
9.97
1022
10.44
10.66
10.85
11.15
11.40
17.66
11.90
1224
12.50
12.79
13.10
13.47
13.70
14.11
14.36
14.60
15.08
15.52
15.58
15.92
16.34
16.78
17.17
17.62
18.14
18.60
19.07
19.59
20.09
20.63
21.15
21.74
22.36
22.96
23.52
24.26
24.83
25.55
26.27
26.91
27.62
28.46
9.11
9.32
9.52
9.76
9.91
10.14
10.36
10.61
10.83
11.06
11.32
11.58
11.88
12.11
72.39
12.70
12.99
13.32
13.63
13.99
14.28
14.67
14.99
15.41
15.71
16.18
1626
16.38
17.08
17.51
17.93
18.41
18.89
19.42
19.92
20.47
20.97
21.57
22.72
22.72
23.37
23.98
24.66
25.33
26.02
26.74
27.42
28.16
28.96
29.80
9.39
9.60
9.61
10.05
10.20
10.44
10.67
10.92
11.15
11.39
11.66
11.93
1224
12.48
12.76
13.08
13.38
13J2
14.04
14.41
14.70
15.11
15.44
15.87
16.18
16.66
16.75
16.87
17.60
18.03
18.47
18.96
19.46
20.01
20.52
21.08
21.60
22.22
22.79
23.41
24.07
24.70
25.40
26.09
26.81
27.54
2824
29.01
29.82
30.70
9.67
9.89
10.10
10.35
10.51
10.76
10.99
11.25
11.48
11.73
12.01
1228
� 2.60
12.85
13.14
13.47
13.78
14.13
14.46
14.84
15.15
15.57
15.90
16.35
16.67
77.76
1725
17.38
16.12
16.57
19.02
19.53
20.04
20.61
21.13
21.71
22.25
22.89
23.47
24.11
24.79
25.45
26.16
26.87
27.61
28.37
29.09
29.88
30.72
31.62
9.96
10.18
10.41
10.66
10.83
11.08
11.32
11.59
11.83
12.08
12.37
12.65
12.98
7 3.24
13.53
13.88
14.19
14.55
14.90
15.29
15.60
16.03
16.36
16.84
17.17
17.68
17.77
17.90
18.67
19.13
19.59
20.12
20.64
2123
27.76
22.36
22.92
23.58
24.17
24.83
25.54
26.21
26.94
27.67
28.44
2922
29.96
30.77
31.64
32.57
10.43
10.66
10.86
11.12
1129
11.55
71.83
12.07
12.33
12.58
12.88
13.17
13.51
13.77
14.08
14.43
14.76
15.13
15.48
15.88
1620
7 6.65
17.01
17.48
17.82
18.35
18.44
18.81
7 9.36
19.84
20.32
20.86
21.40
22.00
22.55
23.17
23.74
24.42
25.16
25.71
26.44
27.13
27.89
28.64
29.43
3023
31.00
31.83
32.73
33.68
33
APPENDIX C: TECHNICAL STANDARD RANGES, JULY 4, 1998
Yrs. of Service
Step.
Grade
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
�
sa
35
36
37
38
39
40
41
42
43
44
45
46
47
48
49
50
Start 1 Year 2 Years 3 Years 4 Years 5 Years 10 Years 15 Years
1 2 3 4 5 6 7 8
8.14
8.31
8.49
e.�o
8.81
9.01
9.21
9.43
9.60
978
10.00
10.21
10.47
10.69
10.91
11.19
11.42
11.67
11.94
12.22
12.51
12.78
13.10
13.43
13.73
14.05
14.05
14.43
14.76
15.14
15.51
15.90
1629
i s.�i
17.16
17.62
18.08
18.57
19.04
19.54
20.06
20.60
21.16
21.70
22.30
22.89
23.53
24.13
24.80
25.45
8.73
8.88
9.08
9.25
9.47
9.67
9.86
10.11
10.34
10.51
10.75
11.00
1128
11.53
11.74
12.05
12.30
12.61
12.87
1322
13.49
13.83
14.16
14.51
14.86
15.26
15.30
15.63
t 6.07
16.43
16.85
17.33
17.76
iazz
18.69
19.19
19.69
2023
20.76
21.33
21.89
22.49
23.08
23.71
24.34
25.00
25.67
26.36
27.06
27.67
9.04
9.19
9.42
s.sa
9.77
9.99
1020
10.45
10.68
10.90
11.09
11.40
11.65
11.92
12.17
12.51
12.78
13.08
13.40
13.77
14.01
14.43
14.70
15.13
15.42
15.87
15.93
16.28
16.71
17.16
17.55
78.01
15.55
i s.o2
19.50
20.03
20.54
21.09
21.63
2223
22.86
23.47
24.05
24.80
25.39
26.12
26.86
27.51
2824
29.10
9.32
9.53
9.74
s.sa
10.13
10.37
10.59
10.84
ii.07
11.31
11.57
11.84
12.15
12.38
12.66
12.99
13.28
13.62
13.94
14.30
14.60
15.00
15.33
15.76
16.07
16.54
16.63
7 6.75
17.47
17.90
7 8.34
18.83
19.32
is.ss
20.37
20.93
21.44
22.06
22.62
23.24
23.89
24.52
2521
25.90
26.61
27.34
28.04
28.79
29.61
30.47
9.60
9.81
10.03
yoza
10.43
10.68
10.91
11.17
11.40
11.65
11.92
12.19
12.51
12.76
13.04
13.38
13.68
14.03
14.36
14.73
15.03
7 5.45
15.78
16.23
16.55
17.04
17.13
1725
17.99
18.44
7 8.89
19.39
19.90
zo.as
20.98
21.55
22.09
22.72
23.30
23.93
24.61
2526
25.97
26.67
27.41
28.16
28.88
29.66
30.49
31.39
9.89
10.11
10.33
7osa
10.75
11.00
1124
17.50
t 1.74
12.00
12.28
12.56
12.89
13.14
13.44
13.78
14.09
14.45
14.79
15.17
15.49
15.92
1626
1672
17.05
17.55
17.64
7 7.�7
18.53
18.99
19.45
19.97
20.49
2i.o�
21.61
22.20
22.75
23.40
24.00
24.65
25.35
2s.o2
26.75
27.47
2823
29.00
29.75
30.55
31.41
32.33
10.18
10.41
10.64
io.so
11.07
11.33
11.57
11.85
12.10
12.35
12.65
12.94
1327
13.53
13.84
14.19
14.51
14.88
75.23
15.63
15.95
16.39
16.75
17.22
17.56
18.08
18.17
18.30
19.09
19.56
20.04
20.57
21.11
21.70
2225
22.67
23.43
24.17
24.72
25.39
26.11
zs.ao
27.55
28.30
29.08
29.87
30.64
31.46
32.35
33.30
10.66
10.90
11.10
11.37
11.54
11.81
12.09
72.35
72.61
12.87
13.17
13.46
13.61
14.08
14.39
14.76
15.09
15.47
15.83
1624
16.57
17.03
17.39
17.88
1822
18.76
18.85
19.23
19.80
2029
20.76
21.33
21.88
22.50
23.06
23.69
2428
24.97
25.73
26.29
27.03
27.74
28.51
29.29
30.09
30.91
31.70
32.55
33.46
34.44
�
�
�
�J
34
APPENDIX C: TECHNICAL STANDARD RANGES, JULY 3, 1999
�
�
�
Yrs. of Service
Step.
Grade
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
38
39
40
41
42
43
44
45
46
47
48
49
50
Start 1 Year 2 Years 3 Years 4 Years 5 Years 10 Years 15 Years
1 2 3 4 5 6 7 8
8.22
8.39
8.58
8.79
8.90
9.10
9.30
9.52
9.69
9.88
10.10
7 0.32
10.57
10.80
11.02
11.31
11.53
11.79
12.06
12.34
12.64
12.90
1323
13.57
13.87
14.19
74.19
14.57
ia.si
15.29
15.66
t 6.06
16.45
16.88
17.33
17.80
18.26
18.76
7 9.23
19.73
20.26
20.81
21.38
21.91
22.52
23.11
23.77
24.37
25.05
25.70
8.82
8.97
9.17
9.34
9.57
9.77
9.96
1021
10.44
10.61
10.85
11.11
11.39
11.65
11.86
12.17
12.42
12.73
13.00
13.36
13.63
13.97
14.30
14.66
15.01
15.41
15.45
15.79
1623
16.60
17.02
t 7.50
17.94
18.41
18.67
19.38
19.89
20.43
20.97
21.55
22.11
22.72
23.31
23.95
24.59
2525
25.93
26.62
27.33
za.�s
9.13
928
9.51
9.68
9.86
10.09
10.30
10.56
10.78
11.01
1121
11.51
11.77
12.04
1229
12.64
12.90
13.21
13.53
13.91
14.15
14.57
14.85
1528
15.58
16.03
16.09
16.44
�s.as
17.33
17.73
18.t9
18.73
1921
19.69
20.23
20.75
21.30
21.84
22.45
23.09
23.71
2429
25.05
25.64
26.38
27.13
27.79
28.52
29.39
9.41
9.62
9.84
10.08
10.23
70.47
10.70
10.95
11.18
11.42
11.69
11.96
1227
12.51
12.79
13.12
13.41
13.75
14.08
14.45
1474
15.15
15.48
15.92
1623
16.71
16.79
16.92
n.sa
i 8.08
18.52
19.01
19.57
20.06
20.57
21.13
21.66
22.28
22.85
23.47
24.13
24.77
25.46
26.16
26.88
27.61
28.32
29.08
29.90
30.78
s.ss
9.91
10.13
10.38
10.54
10.79
11.02
1128
11.51
11.76
12.04
12.32
12.64
12.88
13.18
13.51
13.82
14.17
14.50
14.88
15.19
15.61
15.94
16.39
16.77
17.21
17.30
17.43
is.n
18.62
19.07
19.58
20.09
20.66
21.19
21.77
22.31
22.95
23.53
24.17
24.86
25.51
26.23
26.94
27.68
28.44
29.17
29.96
30.80
31.70
s.ss
1021
10.43
10.69
10.85
11.11
11.35
11.62
11.86
12.12
12.40
12.68
13.02
13.27
13.57
13.92
1423
14.59
14.94
15.33
15.64
16.08
16.42
16.89
1722
17.73
17.82
17.95
� e.�2
19.18
19.65
20.17
20.70
2128
21.82
22.42
22.98
23.64
2424
24.90
25.60
26.28
27.�1
27.75
28.51
2929
30.04
30.85
31.72
32.65
i a.za
10.52
10.75
11.01
11.18
11.44
17.69
11.97
12.22
12.48
12.77
13.07
13.41
13.67
13.98
14.33
14.66
15.03
15.38
15.79
16.11
16.56
16.91
17.39
17.73
18.26
18.35
18.49
is.2a
1976
2024
20.78
21.32
21.92
22.48
23.09
23.67
24.35
24.97
25.64
26.37
27.07
27.82
28.58
29.37
30.17
30.94
31.78
32.68
33.63
i o.n
11.01
11.21
11.48
11.66
11.93
1221
12.47
12.74
12.99
13.30
13.60
13.95
14.22
14.54
14.90
1524
15.62
15.99
16.40
16.74
17.20
17.56
18.06
18.41
18.95
19.04
19.43
20.00
20.49
20.98
21.54
22.10
22.72
23.29
23.93
24.52
25.22
25.99
26.56
27.30
28.02
28.80
29.58
30.39
3122
32.01
32.87
33.80
34.78
35
�
ADDITIONAL INFORMATION
(Not a Part of the Agreement)
MEMORANDA OF UNDERSTANDING
Labor Management Task Force
Filling Vacancies and Staffing Levels
�
�
37
MEMORANDUM OF UNDERSTANDING
BETWEEN
AMERICAN FEDERATION OF STATE, COUNTY AND MUNICIPAL EMPLOYEES,
DISTRICT COUNCiL 14, LOCAL N0.1842 (AFSCME)
REGARDING LABOR MANAGEMENT TASK FORCE
The parties agree to create a formal Labor Management Task Force to review the
appropriate use of tities 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 consertsus based decision making. The Task Force wili make
recommendations to the Superintendent of Schools and the Union.
The Union and the District agree that the Task Foece wiii:
1. Review descriptions for titles arxJ identify elements that distinguish the typical
responsibilities for AFSCME positions from others in the District.
2. Ide�tify and discuss existing positions and appropriate unit determinations.
3. Work to develop a procedure to assure future appoi�tments are placed in the
appropriate title and bargaining unit.
�
4. Develop an agreement regarding empioyees in the District who currently are found to �
be in the wrong title or bargaining unit.
5. Prepare monthly progress reports to the Union and the Superintendent of Schoois.
R rese � tive, ocal 842
�/����
Date
ii � SyB
Dat
38
�
INDEPENDENT SCHOOL DISTRICT NO. 625 LOCAL UNION 1842, DISTRICT COUNCIL
14 OF THE AMERICAN FEDERATION OF
STATE, CAUNTY, AND MUNICIPAL
EMPLOYEES, AFL-CIO
�
MEMORANDUM OF UNDERSTANDING
BETWEEN
AMERICAN FEDERA710N OF STATE, COUNTY AND MUNICIPAL EMPLOYEES,
DISTRICT COUNCIL 14, LOCAL NO. 1842 (AFSCM�
REGARDING FILLING VACANCIES AND STAFFING LEVELS
�
�
�
The Union and Employer agree to utilize a Labor ManagemeM Task Force with consensus
based decision making to explore the following topics:
. the level of technicai staffing in buildings
. the time required to fill vacancies
The Task Force wili make recommendations to the Superintendent of Schoois arx1 the
Union.
The parties agree to a good faith attempt to resolve the issues. The goal of the Task Force
will be to present formal recommendations by September 1, 1998.
INDEPENDENT SCHOQL DISTRICT NO. 625 LOCAL UNION 1842, DISTRICT COUNCIL
14 OF THE AMERICAN FEDERATION OF
STATE, CAUN7Y, AND MUNICIPAL
EMPLOYEES, AFL-CIO
i �� ,� � � /'
�/..�i��/�/iLt:„/.� /� �j;/
/ _ . . . . �
.
/ � /
I'� ♦ � .��_l. !,
-• - - -
�:�s,: / .:i
_ . �. _ .,,� _ . , �s
� -/ q- gg
Date
��isf�
D
39
Assistant Manager
INDEX
C
Court Duty Leave ....................................... J
D
Discipline ................................................ 22
Dues......................................................... 2
E
Fducational Leave ........................................9
Employee Records ..................................... 22
F
Fair Share Fee ............................................ I
Faznily Madicat Leave ..................................9
Filling Vacancies Md Staffing L.evels........... 41
Flexible Spending Account ......................... 15
Funeral L.eave .............................................6
G
Grievance Procedure ...................................23
H
Heatth Insurance ........................................ 14
Hol�day s .................................................... 4
L
Labor Management Task Force .................... 38
Leaves Of Absence ......................................6
Legal Services .......................................... 26
Life Insurance ........................................... 15
Lunch Breaks ..............................................3
M
Mileage................................................... I 2
Military Leave With Pay ..............................7
N
No Su No Lockout ............................... 26
Non-Compensatory I,eave Of Absence ............. 8
Non-Discriminati on ................................... 26
o !
Overtime...................................................3 ,
P
Pazental ............................................ 8 .
Preamble.................................................. iv
Probation................................................. I9
R
RestBreaks ................................................3
Retirement Health Insurance ........................ 16
S
Safety Shces ............................................ 26
Salaries ..............................................30, 31
Salary Step Progression .............................. 10
Seniority................................................. 20
Severance Pay ........................................... 13
Sick Child Caze Leave ..................................6
Sick Leave .................................................6
Spouse/Dependent Parent Leave .....................6
T
Temporary Employees ................................ 25
U
Union Official Leave ....................................9
V
Vacancies ................................................. 25
Vacancies and Staffmg I.evels ...................... 39
V acation .................................................... 5
W
W ages ......................... ............................ 10
WorkWeek .....................................�---.......3
Workday........... ......................................... 3
Working Out Of Classification .................... 12
�
�
GS�7
lNDEPENDENT SCHOOL DISTRICT NO. 625
BOARD OF EDUCATION
SAINT PAUL PUBLIC SCHOOLS
DATE: May 12, 1998
� -�aa
TOPIC: Approval of Employment Agreement Between Independent School Disirict
No. 625, Saint Paul Public Schools and AFSCME Council 14, Local 1842,
Representing Technical Employees
A. PERTfNENT FACTS:
1. New Agreement is for atwo 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 aiign with the DistricYs
fiscal year.
2. Contract changes are as follows:
Waaes: Effective January 3, t998, increase wage schedule 2.5%. Effective July 4, 1998,
increase wage schedule 2.25%. Effective July 3, 1999, increase wage scheduie 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 for singfe 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 Heaith Insurance: Language revised, removing options that created a tax liability for
employees.
Holida s: 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
Ieave system with the organizational 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 al�
previous severance pay plans.
Sick Leave: Empioyees 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 55 FTE'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, Fiscal Affairs and Operations.
B. RECQMMENDATION:
That the Board of Education of Independent School District No. 625 approve and adopt the
Agreement concerning the terms and conditions of employment for technicai employees in this
school district; duration of said Agreement is for the period of January 1, 1998, through
June 30, 2000.