The URL can be used to link to this page

98-723Council File # �-�3 OP` �INAL Presented Referred To Committee Date i 2 3 RESOLUTION CITY OF SAINT PAUL, MINNESOTA Green Sheet # 26 407 /0 RESOLVED, that the Council of the City of Saint Paul hereby approves and ratifies the attached 1997-1999 Agreement between the Independent School Dstrict No. 625 and Minnesota Teamsters Local 320 representing Food Service Personnel. Yeas Na s Absent Benanav � Blakey f Bostrom � Coleman ,/- Harris f Lantry ,/- Reiter � � Adopted by Council: Date �� Adoprion Certified by Council Secretary , � � Approved by Mayor: � Requested by Department of. Office of Labor Relations By: "�.�/t��(��= _ � DEPARTMENT/OFFICE/COUNCIL: DATE INTTIATED Q Q�� a� LABOR RELATIONS 7uly 28, 1998 GREEN SHEET No.: 62407 � o CONTACf PERSON & PHONE: � IxITipLNA7'E miI17n1.mATE JiJLIE KRAUS 266-6513 �.�,Ly� ASSIGN 1 DEPARTMENT DIR. � 4 CITY COUNCIL NUhiBER 2 CITY A7TORNEY CIIY CLERK MUST BE ON COUNCII. AGENDA BY (DATE) FOR BUDGET DIR. FIN. & MG7. SERVICE DIIL ROUTING 3 MAYOR (OR ASST.) � ORDER TOTAL S OF SIGNATURE PAGES_1 (CLIP ALL LOCATIONS FOR SIGNATURE) ncnox �QvES-rEn: This resolution approves the attached 1997-1999 Agreement between Independent School District No. 625 and Minnesota Teunsters Loca1320 representing Food Service Personnel. RECOMMENDATIONS: Approve (A) or Reject (R) PERSONAL SERVICE CON1'RACI'S MUST.ANSWER THE FOLLOWING QUESTTONS: _PLANNING COMMISSION _CML SERVICE COMMISSION 1. Hac this penon/fim� ever worked under a wntract for this department? _CIB COMMITTEE Yes � No STAFF 2. Has this person/firm ever been a ciry employee? _DISIRICT COURT Yes No SUPPORTS WF➢CH COl7NCIL OBJEC7IVE? 3. Does this persoNfirm possess a skill not normaily possessed by any curtent ciry employee? Yes No Explain ail yes answers oo separate sheet and attach to green sheet IlVi1'IATING PROBLEM, ISSUE, OPPOR'I'UNITY (WAo, What, When, Where, Why): �€�+��L�y AU6 0 3 1998 �'��+�'C?R'S OF�')C� ADVANTAGES IF APPROVED: This Agreement pertains to Boazd of Education employees only. DISADVANTAGES IF APPROVED: DISADVANTAGES IF NOT APPROVED: TOTAL AMOUNT OF TRANSACTION: COST/REVENUE BUDGETED: FONDING SOURCE: ACI7VITY NUMBER: FINANCIAL INFORMATION: (EXPLAII� ,�'� �'�='-- a3:'7�' � � �_ ,. I �unc�� r�esearch Car?sr =_=�``�,°�'� `: '_'� AUG � 4 i�� Ui, 3 � ?s98 �� r. :- , � � „�; = �. , �� .�. � INDEPENDENT SCHOOL DISTRICT NO. 625 BOARD OF EDUCATION ST. PAUL PUBLIC SCHOOLS DATE: March 17, 1998 °[ � "�2�� TOPIC: Approval of Employment Agreement Between Independent School District No. 625, Saint Paul Public Schools and Minnesota Teamsters Local No. 320 Representing Food Service Employees � PERTINENT FACTS: 1) New Agreement is for a two-year period from July 1, 1997 through June 30, 1999. 2) Contract changes are as fo{lows: Waaes: Effective July 1, 1997, increase wage schedule an average of 2.46%; add 2r to Food Service Supervisor I, II and positions, deleting references to $30 reimbursement for certification; increase line leader pay to 40¢ per hour; increase nutrition certification to 25¢ per hour. Effective July 1, 1998, increase wage schedule an average of 2.42%. Insurance: Effective January 1, 1998, the insurance premium contribution by the District for single coverage is increased to $185 per month; the District contribution for family coverage is increased to $320 per month. The eligibility waiting period for heaith insurance is reduced from six months to three months. Effective April 1, 1998, for part-time employees, life insurance coverage will increase from $20,00o to $25,000 of coverage. Effective January 1, 1999, the insurance premium contribution by the District for single coverage is increased to $190 per month; the District contribution for family coverage is increased to $330 per month. Retiree Health Insurance: Language revised, removing options that created atau liability for employees. Uniform Allowance: Increased the number of uniform pieces provided new employees from three to five; increased un'rform allowance for District Kitchen empioyees from four to five pieces per year. Severance Pav: Empioyees who retire and have 20 years of service and meet the remainder of eligibility requirements will receive up to $4,000. 4} The District has 675 employees in this bargaining unit. 5) This request is submitted by Susan Gutbrod, Negotiations/Labor Relations Assistant Manager; Richard Kreyer, Negotiations/Labor Relations Manager; and William A. Larson, Assistant Superintendent, Fiscal Affairs and Operations. B. RECOMMENDATION: That the Board of Education of Independent School District No. 625 approve and adopt the Agreement concerning the terms and conditions of employment for food service employees in this school district; duration of said Agreement is for the period of Jufy 1, 1997 through June 30, 1999. � :� � � Q$-'12. 1997 - 99 AGREEMENT between INDEPENDENT SCHOOL DISTRICT NO. 625 Saint Paul Public Schools and :� MINNESOTA TEAMSTERS LOCAL NO. 320 Representing Food Service Personnel July 1, 1997 through June 30, i999 t� _; :,_ � � Saint Pau/ Public Schools L/ F E L O N G L E A R N/ N G � � , . . �� . �, ' , ' , ' ' , . ' � ' � � ' ' � �, , � � , , � , , , � � , , i ' ' , , , , , ' � � � _ , i � ' ' , ' , � ' „ f . , , ' ' , , � � . , , ', ' ' ' , � ,� � ' , i ,� , � . , .. , „ � � - � , . _ , � , . � .� � , � �'� , , � � , ,i � � � � � , � � � � � � , , i , , , � , . , � � � i �' , a' � , . � v, . 'p � � � � � x., � � � � �' Samfi��'aW �ub?►c� �c4roois�� . � , � , � � ,, � , „� - ' ' ' ,,, ' L'f F E L O AI G.��, L E rt R�W / N G �� ' , .. , .� , , , , , , � � � , � „ z � , ' , � � ' � � ,� � . ', , ' , , i � � « A � � , ' , i � i� ,, , � 1NFPA LPUB�tC �L �� S.� U L. SCFl00 S' .�t , � � � lrtde 'endeaE � Sch� ,��isiFrc � No. 625 , �� x P . � � � � , � � � � � � � � � � � �� . Board of Educafion � � .. „ � � �� , - r Ma T orn on Phrlli s Charr To Ga Ion Dittecto FY' h �t , � p m n. � � � � � �� GSeg Fi1�ce ,- VicerChair � ,B'ee'ky NYto�Egomery, �� Dire�tor � � �� ilbett de �la O ,-Cl�e�k �k�l� Oert�+r��, Direct�,r ' � �, Neal Thao ; Treasur�er � � �� , ., m' io , �" Adm is raY n „ , � , t � � � � � �� , , , ., , � , �� _ � Curmen L'. Gaines , Supenntende�t of,School�s ,. � � � � �� ' .. � , � � � �r�, � ��, �- � � ,I' , , ` � , Mawreen A. Flanagan Fxecut�ve„AssisYan � � , � �;� � , � � � � „ � � � ,, � ' � � � � � � � 'Supe,nn�en,'c�ec�t `af �5chooYs � ' , , I. , , , � � �� Mae�E.�Gaskins '' , Q�s�srs�ani Superi�te'ndenf � � � � � � � � � �� Acca�'mia�tii�iry Tec�'�ology � �', � � , and $upPort Se �ces ' , � � �, �. , � „ � � �Will[a A. Larson�� - �i ss�stam�f�'Su nnt de t-��, � � � � R1 A P� �� .,� �� !' ,�,jscal �A�#a��s ar�dr�Op�eratrons�.�'� � � � �Cy R. Yusten Assista�nt'S,upenntentlent ' � ' , �� , 4µ , � .,Teacf�ingiand Leaming , � � � � � � �� i ' �� „ � � � ,� � �� , „ , � „ , � � � , .J „ a �„ . �' , , r , � ,, , � �� . ' � � �� ,- , „ , -� � � � � �� „ ' �� " � . . � � � . • „ � � . � � „ ,, � � � � � � � � . — „ � � „ � � � � � , �, �� ,��, , � � � � � — �_, � � � � � �� : „ � � � ,� � ��', � � � � � � ., „ � . � � � . , �. � , � � � � �� . — � � � �' i ., „ — � „ . . � „ � � r� � " � � � � x , � �� , , , �, � . � „ „ � , . �. �� „ � � �� . � � � � � � � � . �� „ ��, � „� � � � �� '.:,;, i�,i . ° ''• � �s u.-..:.:,dp .n , � o.� �' � �i :�i � � ii ,h� �, I� i �i � ._ , ,. � , 1.Th.a..l „ ,. �. ��s�:�iii�d � �rn. �i,il �C'.� .� �i �� . �� n�il,i �J ART CLE CONTENTS NEGOTIATED TERMS AND CONDITIONS OF EMPLOYMENT PAGE Article 1. Definition of Agreement .................................................................................1 Article Recognition .....................................................................................................1 Article 3. Check Off, Fair Share .....................................................................................2 Article 4. Mainte�ance of Standards ............................................................................... 2 Article 5. Non-Discrimination, Affirmative Action ......................................................2 Article Holidays ..........................................................................................................3 Article Sick Leave ....................................................................................................... 3 Articfe Hours ..............................................................................................................4 Article9. Vacations ......................................................................................................... A Article10. Lu�ch Breaks ..................................................................................................5 Articfe 11. Civil Service Examinations and Probation ....................................................5 Artic�e 12. Seniority, Layoff and Recall ..........................................................................6 � Article 13. Insurance Benefits .........................................................................................7 Article 14. Working Conditions ......................................................................................1 0 Article Severance .....................................................................................................1 2 Article Court Duty ....................................................................................................1 3 Article 17. Discipline and Discharge ..............................................................................1 3 Articfe 18. Grievance Procedure ....................................................................................1 4 Article19. Leaves ...........................................................................................................16 Article Uniforms ......................................................................................................i 7 Articie Wages ............................:...............................................................................1 8 Articfe 22. Duration of Agreemeni .................................................................................1 9 Appendix Wages ....................................................................................................2 0- 2 1 Memorandum of Understanding: Summer School Selection .............................................2 2 • Index ..................................................................................................................................2 3 � � ARTICLE 1. DEFINITiON OF AGREEMENT � SECTIQN 1. PARTIES. This Agreement is entered into between the Board of Education, Independent School District No. 625, Saini Paul, Minnesota, hereinafter referred to as the Board of Education, and Minnesota Teamsters Public and Law Enforcement Empioyees Union, Local No. 320 (certified in Case No. 81-PR-268-A on Decem6er 5, 1980, by ' the Director of Bureau of Mediation Seroices as the exclusive representative), hereinafter referred to as Locai No. 320, pursuant to and in compliance with the Public Empioyment Labor Relations Act of 1971, as amended, to set forth the terms and • conditions of employment. SECTION 2. PURPOSE. The purpose of this Agreemeni is to promote orderly and consfructive relationships between the Board of Education, the employees of this unit, and Local No. 320. ARTICLE 2. RECOGNITION SECTION 1. The Board of Education recognizes Locai No. 320 as the certified exclusive representative for the following unit: All food service personnel in the tities contained in this Agreement who . are employed by IndependenY School District No. 625 and who are public employees as defined by PELRA. SECTION 2. The Board of Education agrees that so long as Local No. 320 is the exclusive representative in accordance wiih the provisions of PELRA, and as certified by the Bureau of Mediation Services, State of Minnesota, for all personnel defined i n Section 1, of this Article, that it will not meet arid negotiate with any other labor or employee organization concerning the terms and conditions of employment for this unit. � 1 ARTiCLE 3. CHECK OFF, FAIR SHARE � � SECTION 1. The Employer agrees to deduct the Union membership initiation fee assessments and once each month dues from the pay of those empioyees who individually request in writing that such deductions be made. The amounts to be deducted shall be certified to the Employer by a representative of the Union and the aggregate deductions of ali empfoyees shafl 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 possibie. SECIION 2. Any present or future empioyee who is not a Union member shall be required to contribute a fair share fee for services rendered by the Union. Upon notification by the Union, the Employer shall check off said fee from the earnings of the empfoyee and transmit ihe same to the Union. In no instance shail the required contribution exceed 85% of the Union membership dues amount. This provision shall remain operative oniy so long as specifically provided by Minnesota law. In the event there is a change in the law permitting the Union to assess an amount i n excess of 85°Io of regular membership dues, ihe fuil amount permitted by law may be assessed by the Union. SECTION 3. The Union will indemnify, defend, and hold the School District harmless against any claims made and against any suits instituted, and any orders or judgments issued against the School District, their officers or employees, by reason of negligence of the Union in requesting or receiving deductions under this Article. ARTICLE 4. MAINTEfVANCE OF STANDARDS SECTION 1. The Employer agrees that ail conditions of employment relating to wages, work, overtime diiferentials, vacations, and general working conditions shall be maintained at not less than the highest minimum standard as set forth in the Civil Service Rules of the City of Saint Paul (Resolution No. 3250) at the time of signing of this Agreement, and the conditions of employment shall be improved wherever specific provisions for improvement are made elsewhere in this Agreement. ARTIGLE 5. NOfV-DISCRIMINATIQN, AFFIRMATIVE ACTION SECTION 1. Neither the Union nor the Empfoyer shall discriminate againsT any employee because of Union membership or non membership, or because of race, color, sex, religion, national origin or political opinion or affiliations. SECTION 2. AFFIRMATIVE AG�ION. None of the provisions . be interpreted or implemented so as to be in conflici with or DistricYs Affirmative Action Program as adopted by the Board.' *Effective March 22, 1984 of this Agreement shali cause violation of the 2 ARTICLE 6. HOLIDAYS SECTION 1. Reguiar or provisional employees working under the tities covered by , this Labor Agreement, shal! be eligibie for six (6) holidays with pay (Labor Day, Thanksgiving Day, Friday foliowing Thanksgiving, Martin Luther King Day, Presidents' Day, and Memorial Day), and in accordance with the fotlowing rules. To be e�igibie for ho(iday pay, empioyees must have been compensated for all scfieduled hours of their last scheduled workday before the holiday and tor their first schedule workday following the holiday. If one of the above listed holidays falis on a day when school is in session, then the Food Service Director shall designate another day when schooi is not in session, as a paid holiday. Ail employees wii! be expected to work on all days when school is in session, except when on approved leave. Hoiiday pay will be paid on the basis of the employee's regularly-scheduled number of hours in the workday. ARTICLE 7. StCK LEAVE SECTION 1. ELIGIBiLITY Subd. 1. Sick leave shall be provided for the Baker, Food Service Supervisor 1, Food � Service Supervisor 2, and Food Service Supervisor 3 ctassifications. Subd. 2. Sick Leave for Food Service Assistants 2.1 Food Service Assistants who work a minimum of eight (8) hours per day shall begin accruing sick leave upon completion of one (i) year of employment. 2.2 Food Service Assistants who have been employed as regularly-certified or provisional Civil Service employees in the classification of Food Service Assistant for at Ieast two {2) years and who have been regularly assigned three (3) hours or more per workday for the three (3) preceding months shall begin accruing sick leave. SEC�fION 2. ACCRUAL. E(igible employees shafi accrue sick Ieave af the rate of .0576 per hour ior each full hour paid, excluding overtime. tn no case shall leave with pay be granted in anticipation of any future accumulation. � SECTION 3. REPORTING. All employees shall report sick Ieave as required in the Food Service Procedure Manual. � 3 ARTICLE 7 � SECTION 4. SICK LEAVE (continued) Sick leave may be used for any of the foilowi�g reasons: 1. Sickness or injury of the employee; 2. Death of the empfoyee's mother, faiher, spouse, child, brother, sister, - mother-in-law, father-in-law or other person who is a member of the household; 3. Time necessary for office visits to physicians, dentists or other heafth care personnel; or 4. In the case of sudden sickness or disability of a household member, up to four (4) hours for any one (1) instance. SECTION 5. SICK LEAVE CON1/ERSION. Accumulated sick feave in excess of one hundred eighty (18�) days may be converted to vacation at the rate of two (2) days sick leave for one (1) day vacation up to a maximum of five (5) days vacation time. Vacation is to be paid on the basis of regularly scheduled hours per day. ARTICLE S. HOURS SECl10N 1. This Section is intended to only define the normaV hours of work and to provide the basis for the calculation of overtime pay. Nothing herein shall be construed as a guarantee of hours of work per day or per week. SECTfON 2. Overtime is to be paid at the rate of time and one-half (1-1J2) for ail ;� hours worked in excess of forty (40) hours per week. Overtime compensation due the employee shall be paid at the rate herein cited or by granting compensatory time on a time and one-half (1-1f2) basis if mutually agreed to by the Disirict and the empioyee. ARTICLE 9, VACATIONS I Subd. 1. Employees who are assigned to the District Administration Complex on a twelve (12)-month, full-time basis are eligibfe for vacation. Vacation credits sha11 accumulate at the rates shown below for each fuli hour on the payroll, excluding overtime: Years of Service Haurs of Vacation 1st year through 5th year .0385 (80 hours) 6th yearthrough 15th year 0576 {120 hours) 16th year through 25th year .0808 (168 hours) 26th year and thereafter .084i (175 hours) Calculations shall be rounded off to the nearest hour. Estimated hours shown above are based on a 2,080 work year. Subd• 2. An empioyee may carry over one hundred twenty (120) hours of vacation into the tollowing "vacation year." Subd.3. For the purpose of this Article, the "vacation year" shall be January 1 through December 31. Sudb. 4. The scheduling of vacation is suaject to approval of the employees supervisor. � ARTICLE 1 0. LUNCH BREAKS SECTION 1. All employees are entiiled to a duty-free lunch break of thirty { 3 0) minutes without pay, at a time assigned by the manager. ARTICLE 1 1, C�VIL SERVICE EXAMINATIONS AND PROSATION SECTION 1. CIVIL SERVICE EXAMINATIONS. Notice of Civil Service (Personnel) Exam+nations for positions in the food production and service functions shail be posted i n the kitchen in each work iocation no later than five (5} working days before the closing date for examination, subject to the timely receipt of information. SECTION 2. PROBATION. The probationary period shall be twelve (12) consecutive months from the date of appointment for positions in the tiile Faod Service Assistant. The probationary period, whether original or promotianal appointment, for ail other titles covered by this Agreement shaii be six (6} consecutive calendar months from the date oi appointment excluding holidays, school breaks, and leaves of absence. � Extended absences of any kind lasting one month or more in duration shall not he credited when calculating time towards the compietion of either the original or promotional probationary period. If the employee's service is found unsatisfactory by the Director of Food Service during � the period of originai appointment probation, the probationary employee may be discharged at the discretion of the Direcior of Food Service, prior to the erxi of the original probationary period. If the employee's service is found unsatisfactory by the Director of Food Service during the period of promotiona! appointment probation, the probationary employee shall be reinstated, at the discretion of the Director of �ood Service, to hislher former position or to a position to which he/she might have been transferred or assigned prior to the promotion, prior to the end of the promotiona! probationary period. Discharge or reinstatement to a lower level position during or at the conclusion of the probationary period stated in this Section 2 is not grievable under Article 5, nor is i t subject to other appeal. � � ARTICLE 12. SENIORITY, LAYOFF AND RECALL (Effective January 1, 1993) . SECTION 1 SENIORITY Subd. 1. Seniority, for the purpose of this Article, shall be defined as foflows; DISTRICT-WIDE SENIORI7Y is the length of continuous, regular, and probationary service with the Employer from the date an empfoyee was first certified and appointed to any class title covered by this Agreement, it being further understood that district-wide 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 district-wide seniority shail be determined By the employee's rank on the eligible list from which the certification was made. BUILDING SENIORITY is the length of continuous, regular and probationary service with the Employer irom the date an employee's tirst day of work at one specific school district facility in a certified and appointed position in a class title covered by this Agreement, it being further understood that building seniority is confined to the current class assignment held by an empioyee. In the event an employee requests voluntary transfer and is then transferred from one location to another, the employee shall begin to accrue building seniority at the new location based on the date of assignment to the new location. in the event an employee is involuntary transferred from one location to another (or laid off and recalled to a different location), the employee shall carry forward to the new assignment the seniority date held prior to the transfer. � In cases where two or more employees are assigned to the same location in the same class title on the same date, the empioyee with the greater district-wide seniority shall be determined to have grester building seniority. ub .. Seniority shali terminate when an employee retires, resigns or is discharged. �ECTION 2 LAYOFF Subd. 1. In the event it is determined by the Employer that it is necessary to reduce the workforce, employees will 6e laid off by class title based on inverse length of building seniority in that class title. bd. 2. Whenever possible, two (2) weeks of notice shall be given to any employee laid off. SECTION 3. RECALL. Recall from layoff shall be in order of greatest district-wide seniority, except that recall rights shatl expire after sixteen (16) months of layoff. Any employee is eligible for recall to any position in his/her titie at any location, so long as the work hours do not exceed the employee's regularfy scheduled hours prior to the layoff. Any employee who refuses an offer of recall at any location shaii torfeit ail further rights to recall. � It is understood that a recalled employee wiN pick up hisfher former seniority dates i n any ciass of positions covered by this Agreement and previously heid. 0 ARTICLE 13 SECTION 1. INSURANCE BENEFITS ACTIVE EMPLOYEE INSURANCE Subd. 1. Active Em�loyee Health insurance. Health and Welfare benefits shall 6e provided in the form of premium contributions for eligible employees under the plan offered by independent School District tJo. 625 for Civil Service personnel. Employees selecting a plan offered by a Health Maintenance Organization agree to accept any changes in benefits which the liealth Maintenance Organization implements. Subd.2. Eligible empioyees. Employees who become eiigible for medical and life coverage, shall be considered full-time if regularly assigned more than six (6) hours per day, and haif-time if reguiariy assigned four (4} fo six (6) hours per day. 2.1 For eligible half-time employees who elect medical and life coverage, the Empioyer wifl contribute one half (112) of the amount availatale for full-time employees electing such coverage. 2.2 Effective April 1, 1998, 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's contribution of premium cost for insurance provided herein. Subd. 3. Active Emnloyee Medical fnsurance Employer Contribution 3.1 The Employer agrees to contribute to the premium cost of employee hospital and medical coverage up to $180 per month for each full-time employee who is eligible and eiects such coverage; or up to $310 per month for each full-time employee who is eligible and etects such coverage. 3.2 Effective January 1 1 998, the Empioyer agrees to contribute to the premium cost of hospitai and medical coverage up to $185 per month for each full-time employee who is eiigible and elects employee coverage; or up to $320 per month for each full-time employee who is eligible and elects family coverage. 3.3 Effecfive January 1 1 999 the Employer agrees to contribute to the premium cosf of hospita! and medica! coverage up to $190 per manth for each fuli-time employee who is eligible and elects employee coverage; or up to $330 per month for each ful�-time employee who is eligibie and elects family coverage. Subd. 4. Active Employee Life insurance. The Employer agrees to contribute to the cost for $20,000 of life insurance coverage up to $5.10 per month for each employee who is eligible for such coverage. 4.1 Effective Apri! 1, 1998, the employer agrees to contribute to the cost of $25,000 of life insurance coverage up to $5.10 per month for each employee who is eligible for such coverage. 4.2 The amount of life insurance specified in Subd. 4.1 shail be reduced to $5,000 coverage upon early retirement and shall continue until the early retiree reaches age sixty-five (65), at which time alI employer paid life insurance shall be terminated. • � _ 7 ARTICLE 13. INSURANCE BENEFITS, Section 1. (continued) r 1 �J Subd. 5. Pavroll Deductions. Any premium costs in excess of the amounts stated above shall be paid by the empioyee, by means of payroll deduction. Subd. 6. Flexibie S ep nding Account. It is the intent of the Empfoyer to maintain during the term of this Agreement a pla� for medical and child care expense accounts to 6e available to active employees in this bargaining unit who are eligibfe for Employer-paid premium contribution for health insurance for such expenses, within the established iegal regulations and IRS requirements for such accounts. SECTION 2 RETIREMENT HEALTH INSUR,4NCE uS 6d. 1. Benefit Eliqibility for Employees who Retire 6efore Aye 6 5 1.1 Emolovees hired into District service before January 1 1996, must have completed the following service eligibility requirements with Independent School District No. 625 prior to retirement in order to be eligible for any payment of any insurance premium contribution by the District after retirement: A Be receiving pension benefits from PERA, St. Paul Teachers Fetirement Association or other public employee retiree program at the time of retirement and have severed the empioyment relationship with fndependent School District 625; � L'-� Must be at least fifty-five (55) 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; Must have completed at least thirty (30) years of service, or; E. Must have compfeted at least twenty (20) consecutive years of service within Independent School District No. 625 immediately preCeding retirement. Years of regular service with the City of Saint Paul will continue to be counted toward meeting the service requirement of this Subdivision 1.1 B, C or D, but not for 1.1 E. 1.2 Employees hired i�to District service after January 1 i 996 must have completed twenty (20) years of service with Independent School District fVo. 625. Time with the City of Sa+nt Paul will not be counted toward this twenty (20)-year requirement. 1.3 Eligibility requirements for a�f retirees: A. A retiree may not carry hislher spouse as a dependent if such spouse is � a�so an Independent Schooi District No. 625 retiree or �ndependent School District No.625 employee and eligible for and is enrolled in the independent School District No. 625 health insurance program, or in any other Employer-paid health insurance program. 8 ARTiCLE t 3 Q C. INSURANCE BENEFITS, Section 2. (continued} Additional dependents beyond those designated to the District at the time ofi retirement may not tae added at District expense after retirement. The empioyee must make appfication through District procedures prior fo the date of retirement in order to be eligible for any benefits provided i n this Section, Subd. 2. EmploXer Contribution Levels for Empioyees Reiiring Before Age 6 5 2.1 Health Insurance Empioyer Contribution The District wili for fhe period of this Agreement provide empfoyees who meet the eligibitity requirements for health insurance in 1.1 or 1.2 above, who ret+re 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 heaith insurance for sing(e o r family coverage by that carrier, for an employee under this Agreement, in 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 empioyee's date of retirement shali constitute the limit on future contributions. Any employee who is receiving family coverage premium contribution at date of retirement may not later claim an increase in the amount of the Employer obligation for single coverage premium contributions to a carrier after deieting family coverage. 2.2 Life Insurance Employer Contribution The District wiil provide for early retirees who qualify under the conditions of 1.1 or 12 above, premium contributions for eligible retirees for $5,000 of life insurance oniy until their 65th birthday. No iife insurance will be provided, or premium contributions paid, for any retiree age sixty-five (65) or over. Subd.3 Benefit El�ibility for EmployeesAfter Age65 3.1 Empfoyees hired into the District before Januarv 1 1 996 who retired before age 65 and are receiving benefits per Subd. 2 above are eligible, upon reaching age 65, for employer premium contributions for health insurance described i n Subd. 4 of this Article. 3.2 EmploKees hired into the Disirict before January 1 1 996, who reiire at age 6 5 or older must have completed the service eligibility requirements in Subd. 1 to receive District contributions toward post-age-65 health insurance premiums. 3.3 Em�loXees hired on or after January 1 1 996, shali not have or acquire in any way any eligibility for Employer-paid health insurance premium contribution for coverage in retirement at age sixty-five (65) and over in Subd. 4. Employees hired on or after January 1, 1996, shall be eligible tor only earlv retirement insurance premium contributions as provided in Subd. 2 and Deferred Compensation match in Subd. 5. � � � F:] ARTICLE 1 3. INSURANCE BENEFITS, Section 2. {continued) r 1 �J bd. 4. Empioyer Contribution Levels for Emqioyees After Aae 6 5 4.1 Empfoyees hired into the District before January 1. 1996, who meet the eligibility requirements in Subdivisions 3.1 and 3.2 of ihis Articie are eligible for premium contributions for a Medicare Supplement health coverage policy selected by the Disirict. Premium contributions for such policy wil! not exceed: Coverage Tv�e Medicare Eligible Non-Medicare Eligi6ie Sin fe $300 per month $400 per month Famiiv $400 per month $500 per mo�th 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 wiff be discontinued. �� U / Subd.5• Em�Lo�ees hired after January 1. 1998, after completion of three (3} fulf years of consecutive active service in Independent School pistrict No. 625, are eligibie to participate in an employer matched Minnesota Deferred Compensation Plan. Upon reaching eligibility, the District will match up to $500 per year of consecutive active service, up to a cumulative lifetime maximum of $12,500. Part-time employees working half-time or more will be efigible for up to one half (50°fo} of the available District match. Approved non-compensatory leave shaii not be counted in reaching the three (3) tuli years of consecutive active service, and sha1l not be considered a kreak i n service. Time worked in the Gity of Saint Paul wiil not be counted toward this three (3)-year requsrement. Federal and state rules governing participation in the Minnesota Deferred Compensation Plan shall apply. The employee, not the District, is sofeiy responsibfe for determining hislher total maximum ailowable annual contribution amount under IRS reguiations. The employee must initiate an application to participate through the DistricYs specified procedures. ARTICLE 14. WORKING CONDITIONS SECTION 1. ENiERGENCY CLOSINGS AND CALL I N Subd. 1. If it becomes necessary or desirable to close a school as a result of an emergency, the effort shall be made to notify empioyees not to come to work. Empioyees not notified who report for work shall be granted two (2) hours' pay at their regular rate. Subd. 2. An employee who is expected to come to work on a regular workday, or who i s cailed i� to work at another time, shall receive a minimum pf two (2) hours straight time pay for the work. i[i] ARTICLE 14. WORKING CONDITIONS (continued) �ECTION 2. WORKSHOPS. Employees in the Food Service program ordered by the Food Service Director to attend Food Service workshops shali be reimbursed for the tuition of the workshop and the normal hourly rate for the time spent in the workshop. SECTION 3. MILEAGE. When an employee is required and authorized by the proper supervisor to use his or her personal vehicle in the interest of the Employer (i.e., trips to the bank, grocery store, etc.) mileage reimbursement will be paid at the current School District rate, and by the approval of the Food Service Director. SECTfON 4. WORKING OIIf OF CLASSIF(CATION. Employer shail avoid, whenever possible, working an employee on an out-of-class assignment for a prolonged period of time. Any empioyee working an out-of-class assignment for a period in excess of fifteen (i5) working days during any fiscal year of employment shall receive the rate of pay for the out-of-class assignment in a higher classification not later than the sixYeenth day of such assignment. For purposes of this Articie, an out-of-ciass assignmenf is defined as the fuli-time performance of all of the significant duties and responsibilities of a classification by an individual in another classification. For the purposes of this Article, the rate of pay for an out-of-class assignment shali be the same rate the empioyee would receive if he/she were promoted to the higher classification. SECTION 5. ADDITION OF REGULARLY SCNEDULED WORK HOURS. Whenever regulariy-scheduled hours are added to an existing Food Service Assistant posiiion, the Food Servica Assistant with the greatest building seniority regularly employed in that kitchen or facility will be first offered the additional work hours, if that Food Service Assistant is tisted for such consideration. ubd. 1. To be listed for additional hours consideration, a Food Service Assistant must indicate in writing, at the start of the school year, to the Director of Food Service or to the designated immediate supervisor, the intention to be available for such additional work time. Subd. 2. If a Iisted Food Service Assistant refuses additional regularly-scheduled work time, the Director of Food Service or designated immediate supervisor may remove that Food Service AssistanYs �ame from the listing. Subd.3. A reduction in regularly-scheduled hours to a position covered by this Agreement sha�I not be considered a layoff, and is not subject to the provisions of Article 8, Layoff and Recall. SECTION 6. REQUES7S FOR CHANGE OF LOCATION. Employees who wish to be considered for reassignment to another location should submit a written request to the office of Director of Food Service by April i of any year. The request shouid specify the (ocation or area the employee prefers. i � - 11 ARTICLE 14. WORKING CONDITIONS (continued) � SECTION 7. FOOD MANAGER'S FOOD SAEETY CERTIFICATION Food Service Su�ervisor 1 or 2. The District may determine that it is necessary to have Food Service Supervisor 1 or 2 titfes covered by this Agreement maintain the o Saint Paul Manager's Certification (or a State of Minnesota Certification if regulation changes } as a requirement for hold'tng these positions. The test or tests for the Sa+nt Paul Food Manager's Certification (or a State of Minnesota Certification if regulation changes) will be taken on employee's time. Food Service Supervisor 3. The parties recognize and acknowiedge thai the 5aint Paul Food Manager's Certification (or a State of Minnesota Gertification if regulation changes) is a requirement for holding a position in the Senior High Food Service Supervisor and Food Service Supervisor 3 titie covered by this Agreement, and wiil be a requirement prospectively for new appointees as well. The test or tests for the Saint Paul Food Manager's Certification (or a State of Minnesola Certification if regulation changes) will be taken on employee's own time. ARTIC�E 15. SEVERANCE Subd. 1. The Employer shall provide a severance pay program as set forth in this Article. Subd. 2. Payment of severance pay shali be made within the tax year of the retirement as described in Business Office Rules. To be eligibfe for the severance pay program, the � employee must meet the following requirements: 2.1 The employee must be fifty-five (55) years of age or older or must be eligible for pension under the "Rule of 90" provisions of the Public Employees Retirement Association (PERA). 2.2 The employee must be voluntarily separated from Schooi Disirict employment or have been subject to separation by layoff or compulsory retirement. Those employees who are discharged for cause, misconduct, inefficiency, incompetency or any other disciplinary reason are not eligible for this severance pay program. 2.3 The empioyee must have at least twenty (20) calendar years of consecutive service under the classified or unclassified Civil Service at the time of separation. For 1he purpose of this articfe, employment in either the City of Saint Paul or in Independent School District 625 may be used in meeting this twenty (20)-year service requirement. 2.4 The employee must file a waiver of re-employment with the Director of Human Resources, which will cfearly indicate that by requesting severance pay, the employee waives all claims to reinstatement or re-employment (of any type) with the City of Saint Paui or with lndependent School District No. 625. 2.5 The employee must have accumulated a minimum of four hundred and eighty (480) hours of sick leave credits at the time of separation of service. Subd. 3. if an employee requests severance pay and if the empioyee meets the efigibility � requirements set forth above, he or she will be granted severance pay in an amount equai to one-haff (1/2) of the hourly rate of pay for the position held by the employee on the date of separation for each hour of accrued sick leave, subject to the maximum amount of severance in Subd. 4. of this Article. 12 ARTICLE 15. SEVERANCE (continued) Subd.4. The maximum amount ot money that any employee may obtain through this . severance pay program is $4,000. Subd. 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 all of the requirements set forth above at the time of his or her death, payment of the severance pay may be made to the employee's estate or spouse. Subd. 5. For the purpose of this severance pay program, a transfer from Independent School DisYrict No. 625 employment to City of Saint Paul employment is not considered a separation of employment, and such transferee shall not be eligible for this severance program. ARTICLE 16. COURT DUN SECTiON 1. Any employee who is required to appear in court as a juror or as a subpoenaed witness shall be paid his/her regular pay while so engaged, uniess the court duty is the resuit of litigation undertaken by the employee or the Union against the Employer. Any fees that the employee shall receive from the court for such service shali be paid to the Employer. Any employee who is scheduled to work a shift other than the normat daytime shift, shall be rescheduled to work the normal daytime shift during such time as he/she is required to appear in court as a juror or witness. � ARTlCIE 17. DISCIPLWE AND DlSCHARGE SECTION 1. The Employer shatl have the right to impose discipiinary actions on employees for just cause. SECTION 2. Disciplinary actions by the Employer shall include only the following actions: ( t ) Orai reprimand; ( 2 ) Written reprimand; ( 3 ) Suspension; ( 4 ) Demotion; ( 5 } Discharge. SECTION 3. Empfoyees who are suspended, demoted or discharged shall have the right to request that such actions be reviewed through the provisions of Article 5, Grievance Procedure of this Agreement. This provision is not intended to abrogate rights of veterans pursuant to statute. SECTION 4, Discharges will be preceded by a five {5} day preliminary suspension without pay. During said period, the employee and/or Union may request, and shali be enfitled to a meeting wifh the Employer representative who initiated the suspension with intent to discharge. During the five (5) day period, the Employer may affirm the - suspension and discharge in accordance with the Personnel Ruies or may modify, o r withdraw same. 13 ARTfCLE 18. GRIEVANCE PROCEDURE � SEC710N 1. This grievance procedure is established to resotve any specific dispute beiween the employee and the School District concerning, and limited to, the interpretation or application of the provisions of this Agreement. SEC710N 2. An employee presenting a grievance may elect to be represented by an appropriate Union representative. At Step 1 or°Step 2 of the grievance procedure the � employee may choose to present his/her gr+evance without being represented by a Union representative, provided, however, that the Union representative shall be notified af the adjustment or settlement of any Step 2 grievance and provided further that any adjustment or settiement shall not be inconsistent with the terms of the Agreement. SECTION 3. It is recognized and accepted by the Union and the Employer that the processing of grieva�ces as hereinafter provided is limited by the job duties and responsibilities of the employees and shali therefore be accomplished during normal working hours when consistent with such employees' duties and responsibilities. The aggrieved employee and a Union representative shall be allowed a reasonable amount of time without loss of pay when a grievance is investigated and presented to the Employer during norma! working hours provided that the employee and the Union representative have notified and received the approvai of designated supervisor and provided that such a6sence is reasonahie and would not be detrimeMal to the work programs of the Employer. It is understood that the Employer shall not use the above limitation to hamper the processing of grievances. � SECT{ON 4, A grievance shall be resolved in the following manner: Subd. 1. (Step i) Any employee claiming a specific disagreement concerning the interpretation or appfication of the provisions of this Agreement shall, within twenty (20) working days of its first occurrence or within ten (10) working days of the time the employee reasonably should have had knowledge of the occurrence, whichever is later, discuss the complaint orally with the representative designated by the Director of Food Service. The representative of Director of Food Service shail attempt to adjust the compiaint at that time. Sub. 2. (Step 2) A grievance not resolved in Step 1 and appeafed to Step 2 shali be placed in writing setting forth the nature of the grievance, the facts on which it is based, the provision or provisions of the Agreement allegedly violated, the remedy requested, and shail be appealed to Step 2 by the empioyee within fifteen (15) working days after the Employer-designated representative's fina� answer in Step 1. Any grievance not appealed in writing to Step 2 by the employee within fifteen (15) working days shall be considered waived. 1f appealed, the written grievance shall be presented by the employee and the Union and discussed with the Director of School Food Service (or representative designated by the Superintendent). The Director of School Food Service shafl give the Union the Empioyer's Step 2 answer in writing within ten (10) working days foliowing the presentation. Any grievance not appealed in writing to Step 3 by the employee and the Union within ten (10) working days after receipt of the Empioyer's rep�y shali be considered waived. I� 14 ARTICLE 18. GRIEVANCE PROCEDURE (continued) Subd.3. (Step 3) if appealed, the written grievance shaii be presented by the � Union and discussed at an informa! meeting within ten (10j working days of receipt of the written grievance, with the Superintendent of Schools or his representative. The Empfoyer-designated represeniative shall give the Union the Employer's answer in writing within ten {10) working days afier the review meeting. A grievance not ' resolved in Step 3 may Be appealed in writing to Step 4 by the Union within ten { 1 0) working days following the Employer-designated representative's final answer in Step 3. Any grievance not appealed in writing fo Siep 4 by the Union within ten (1 0) working days shall be considered waived. Subd, 4. (Step 4) A grievance unresolved in Step 3 and appealed to Step 4 by the Union shail be submitted to arbitration subject to the provisions of the Pubfic Employment Labor Relations Act of 1971 as amended. If a mutually-acceptable arbitrator cannot be agreed upon, the sefection of an arbitrator shall be made i n accordance with the procedures of the Minnesota Bureau of Mediation Services, if the Urtion so requests within the specified ten (10) days. SECTION 5. The arbitrator shall have no right to amend, modify, nuliify or ignore the terms and conditions of this Agreement. The arbitrator shaii consider and decide only the specific issue(s) subm+tted in writing by the Empioyer and the Union, and shail have no authorify to make decisions on any other issue not so submitted. The arbitrator shali be without power to make decisions contrary fo or inconsistent with or modifying or varying in any way the application of laws, rules or regulations having the force and effect of taw. The arbitrator's decision shail be submitfed in writing, � copies to both parties and the Bureau of Mediation Services within thirty (30) days following the close of the hearing or the submission of briefs by the parties, whichever be later, unless the parties agree to an extension. The decision shali be binding on both the Employer and the Union and 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 fees and expenses for the arbitrator's services and proceedings shal! be borne equally by the Employer and the Union, provided that each party shall be responsible for compensating its own witnesses. If either party desires a verbaiim record of the proceedings, it may cause such a record to be made, providing it pays for the record. I f bath parties desire a verbatim record of the proceedings, the cost shaif be shared equa(ly. it a grievance is not presented within the lime limits sei forth above, iY shail he considered waived. If a grievance is not appealed to the next step within the specified time limit or any extension thereof, it shail be considered settled on the basis of the Employer's last answer. !f the Employer does not answer a grievance or an appeat thereof within the specified time limits, the Union may elect to procsss the grievance to the next step. The time limit in each step may be eutended by mutual written agreement of the Empioyer and the Union in each step. It is agreed by the Union and the Employer that, if a specific grievance is determined by this grievance process, it shall not again be submitted for consideration under any other procedure. It is further understood that if a specific matter is determined by some other _ procedure, it shail not again be submitted for review and arbitration under the procedures set forth in this Article. 15 ARTICLE 79. LEAVES � SECTION 1. APPLYING FOH LEAVES. Applicatio�s for leaves must be submitted i n writing to the Director of Food Service at Ieast forty-five (45) calendar days prior to the proposed start of the leave without pay and shall include the proposed period of the _ Ieave and purpose for the leave. The Director of Food Service wiii repiy to leave requests within fifteen (15) working days after they are received in the Food Service Office. �EC710N 2. SHORT-TERM LEAVES WITHOUT PAY. Short-term speciai leaves without pay, not to exceed two (2) weeks in duration, may be requested and will be considered 6y the Employer subject to the operationaf needs of the Employer and the ability to secure subst+tute help to satisfactori{y maintain the particular assignment of the employee involved. SECTtON 3. LONG-TERM LEAVES WITHO T PAY. Leaves of absence may be requested and are subject to approval of the Director of Food Services. A list of typical leaves is provided below. This list does not cover all possible reasons. • Physical or mental incapacity of the employee to perform their work efficiently, where the granting of a leave will permit the employee to receive treatment enabling them to return to School District service; • Election or appointment ot a full-time, paid position in an organization or union whose members consist largely or exclusively of empioyees of the � School District. • Education or training relating to the employee's regular duties or to prepare the employee for advancement; • Election of the employee to a Schooi District or City of St. Paui position; • Appointment of the employee to an unclassified School District or Gity of St. Paul position; • Disability or injury received in the pertormance of duty not due to the negligence of the employee for the period of the employee is receiving compensation payments trom the School District for temporary partial disabitity or temporary total disability; • Parental leave upon the request of the employee. Subd. 1. For a leave of six (6) months or longer, the employee must provide written notification to the Director of Food Services, indicating his/her specific intent to conclude the leave and be available to return to active service as of the termination date specified in the leave. This written notification must be received by the Director of Food Services no later than two (2) months prior to the originally-scheduied date of the leave termination. Subd• 2. Employees returning from leave wili be pfaced in the next availabie vacancy in their job title. Subd.3. Empioyees who return to service under the provisions of this Section will ' retain their former seniority. 16 ARTICLE 19. �EAVES (continued) SECTfON 4. MILITARY LFAVE. Pursuartt to and within the limits of the requirements � of Minnesota Sfatute § 192.26, emp(oyees shall be granted military leave for up to fifteen (15) days in any calendar year for required military service. SECTION 5. FAMILY MEDICAL LEAVES. Effective February 1, 1994, leaves of absence shall tre grarrted as required under the federai law known as the Family and Medicai Leave Act (FMLA) so long as it remains in force. The Human Resource Department provides procedures. ARTICLE 20. UNIFORMS SECTION 1. '�jrae (3� Subd. 1. The Employer wiii provide iear-f#} uniform pieces to each employae per school year. Selection and composition of uniforms is the Employer's option. 1.1 Employees who work in ihe District Kitchen will be provided five (5) uniform pieces per school year. Subd. 2. The Empioyer wil! provide five (5) uniform pieces at start-up for new � empioyees. Subd. 3. A uniform piece for the purpose of this Article shall be defined as any one of the foliowing items as designated by the Food Service Director for that location: 1 } shirt/tops; 2 ) siacks/pants; 3 } aprons. Employees will have the flexibility to select any combination of uniform pieces each schoot year, so long as the uniform pieces selected are part of the approved uniform for that location. SECl10N 2. An employee who has received uniforms and then terminates employment for any reason after less than six (6) full months of active employment, is obligated to return the uniforms to the School Food Service. If the uniforms are not returned, 90% of their costs will be deducted from the finai paycheck of the terminating empioyee. � i7 ARTIGLE 21. WAGES � SECTI�N 1 . The pay rates shall be those described in Appendix A. SECTION 2 . Subd. 1. Initial Placement on the Salary Schedule When an employee is originally hised or moves from another unit into a title covered by this agreement or moves from one titie covered by this agreement to a different title under this agreement, initial step placement will be conducted as described by Civil Service Rules, unless the labor agreement contains a provision describing an alternative action. The labor agreement supersedes these provisions of Civif Service Rules. A newly hired person regulariy appointed in the Food Service Assistant classification will normally start at the base rate. A newly hired person regularly appointed in other titles covered by this agreement w i I I typically start at the Base Rate for that title. A person appointed on a temporary basis normaliy wiil be paid at the temporary rate. The only exception is for retirees retur�ing to work as temporary employees as described in Appendix A, Wage Schedule Conditions. Subd. 2. Step Placement on the Salary Schedule for a Promotion The Numan Resource Department wili determine the step placement for a promotion from one title in the District to a titie covered by this Agreement. The step placement will be determined by multiplying the hourly rate of pay the person was receiving p r i o r to the promotion by 1.05 (a 5°!o increase). The person will be placed in the new tiife � following promotion at the first salary step that is equal to or greater than the rate caiculated when mult+plying the previous rate by 1.05. For example, if the person was making $10(hr before the promotion, the Human Resource Department would multiply $10/hr x 1.Q5 =$10.50/hr. Then the person wouid be place on the step in the new title that was closest to but not less than $10.50lhr, ub . 3. Salary Step Progression Progression through the steps of a salary range in this contract will be based on the fo�lowing conditions: Empioyees must have received an overall rating of "satisfactory" on their most recent performance evaluation to receive any salary step advancement. Movement to pay columns beyond the base rate will normally occur on the first pay period following the anniversary date of the appointment to the new title, providing that the employee has completed the number of years in the District required for that step. For exampie, an employee hired on September 10, 1997, would move to the two (2)-year step the first pay period following September 10, 1999, and then to the four (4)-year step the first pay period following September 10, 2000. SECTION 3. During the term of this Agreement the Board may at its discretion unilateralfy increase the pay rates provided in Appendix A, to come into compliance with the requirements of the Minnesota Pay Equity Act. ' m ARTICLE 22. DURATION OF AGREEMEM1fT This Agreement shali be in fuli force and effect from Juty 1, 1997 through June 30, 1999, except as otherwise specified herein, and shall automatically be continued from year to year thereafter, urtless a rtew Agreemenf is developed in accordance with the provisions of the Public Employment Labor Relations Act of 1 971 , as amended. Intent to negotiate a new Agreement shall be l�dicated by either pariy providing written notice thereof at least ninety (90) days prior to the termination date set forth herein. FO00 SERVICE PERSONNEL AGREEMENT This Agreement is by and between Independent School Dis2rict No. 625 and Minnesota Teamsters Pubiic and law Enforcement Employees Union Local No. 320, on behalf of Food Service Personnel. !n ful! settlement of 1997-99 negotlations between the herein parties, the parties have adopted this Agreement, which is attached hereto and made a part hereof. It is understood ihat this settlement shall be subject to approva! and adoption by the Board of Education oi Independent Schooi Districi No. 625, as well as ratification by the Unian. INDEPENDENT SCHOOL DISTRlCT NO. 625 i �I,% i � � .�I��/ ""�%2�--' c.; . . . . � Assistant Relations ,✓y.-�� 3% � ss8 Date MINNESOTA TEAMSTERS PUBLIC AND LAW ENFORCEMENT MPLOYEES ON LOCAL NO. 320 Business Agen � Date L_I � - 79 APPENDIX A: WAGES � � t Food Service Assistants EFt-ZC71VE DATE July 1, 1997 July 1, 1998 BASE 2-YR. PuaTE R4TE $8.23 $9.75 $8.43 $9.98 4YR. 6YR. &YR. 10-YR. 16-YR. RA"fE R4TE ft4TE RATE RATE $10.09 $10.33 $10.41 $i0.75 $11.08 $10.66 $11.01 $11.35 t�l : Line Leader Premium A Food Service Assistant working in the District Kitchen who is assigned by the Director of Food Service as Line Leader for a particular function wifl be paid a premium of $.40 (40¢) per hour over hislher reguiar hourly rate while performing ihe Line Leader duties. Line Leader assignment will be made or discontinued at the discretion of the Director of Food Service. Wage Schedule Conditions - Food Service Assistani $11.47 $11.82 Persons working on an occasional basis in the Food Service Assistant classification as temporary, provisional, or substitute empioyees shaff be paid at $7.0� houriy. Effective Aprif 1. 1996 the only exception is for former employees of the Saint Paul Public School Food Service �epartment who retired with at feast five (5) years of District Food Service experience, and who return on an occasional basis in the Food Service Assistant ciassification as temporary or substitute empioyees shaii be paid at the BASE RATE of the Food Service Assistant wage schedule. Persons newly empioyed in the Food Service Assistant ciassitication on a regularly-scheduled basis, shall be paid at the Base Rate until such time as the employee shall have passed the Civil Service examination for the classification, been certified and appointed to a regulariy-scheduled position. Movement to pay columns beyond the base rate shail be based on completion of the specified number of years of continuous regular employment from the date of certificationfappointment. 20 APPENDIX A: WAGES (continued) Baker EFFECTIVE BASE 2-YR. DATE RATE RATE July i, 1997 $11.95 $12.62 July 1, 1998 $12.24 $12.93 Faod Service Supervisor 1 EF�CTIVE &45E 2-YR. DATE RATE RATE Ju(y 1, 1997 $10.67 Juiy 1, 1998 $10.93 Food Service Supervisor 2 EFFECTIVE BASE DATE RATE July 1, 1997 $11.59 July i, 1998 $11.87 Food Service Supervisor 3 EFFECIIVE BASE DATE RATE July t, 1997 $12.87 July 1, 1998 $13.18 $11.28 $17.55 4-YR. 6-YR. RATE RAiE $t3.30 $13.57 $13.61 $13.90 4-YR. 6-YR. R4TE R4TE $11.80 $12.31 $12.08 $12.60 2-YR. 4-YR. 6-YR. RATE RATE RATE $12.3t $12.92 $13.54 $12.60 $13.23 2-YR. 4-YR. RATE R4TE $13.64 $14.25 $13.97 $14.60 $13.86 6-YR_ RATE $14.97 $15.33 8-YR. 10.YR. 16-YR. RATE RATE RA7E $13.89 $14.14 $74.45 $14.23 $14.48 $14.89 8-YR, 70-YR. RATE R4TE $72.62 $13.OS $12.92 $13.39 8-YR. f0-YR. RA7E RATE $13.95 $14.51 $14.28 $14.86 S-YR. 10-YR. R4TE RATE $15.38 $76.05 $15.75 $16.43 i 0 16-YR. RATE $13.77 $14.18 16-YR. RATE $15.32 $15.77 � 76-YR. RATE $7 6.86 $17.37 vlinnQSOta Professional DevelonrneM Pian For School Food Service And Nutrition - Levei 3 Certification Premium When a regufarly (civil service) certified and appointed emptoyee shal! have completed the credii hours required for Levef 3 of the Minnesota Professional Development Pian for School Food and Nutrition and shall have received such certification, tfiat employee shail become eligible for an additional $0.25 (twenty-five cents) per hour premium over and above his/her normal biweekly rate of pay for ali hours on the payroil so long as the emp4oyee maintains a current Level 3 certification. Payment of the $0.25 (twenty-five cents) per hour premium shall become efPective within thirty (30) days after the employee has presented to the Director of Food Service of the Saint Paul Public Schools evidence in writing of his/her completed Levei 3 certification. Empioyees must maintain current Level 3 certification and show evidence of the renewed certificafion to be eligible for continuation of the premium. r , 21 1997-99 MEMORANDUM OF UNDERSTANDING • REGARDING SUMMER SCHOOL SELEGTION FQR MINNESOTA TEAMSTERS LOCAL NO. 320 REPRESENTING FOOD SERVICE PERSONNEL � IJ This Memorandum of Understand+ng is by and between the Board of Education of Indepe�dent Schoo! District No. 625, Saint Paul Public Schools, and Minnesota Teamsters Local No. 320, exciusive representative for food service employees in the Saint Paul Public Schoois. The purpose of this Memorandum is to establish a clear understanding between the parties regarding ihe selection of empfoyees for the School DistricYs summer schoof program, Statement of lntent and Purpose It is the intention of the Empfoyer, during the term of this Memorandum of Understanding to use the foliowing criteria for selection of employees for the summer school food service program: 1) Empioyment date of seniority. 2) Compietion of the probationary period; 3) A satisfactory last performance appraisai. {t is further understood that employees who work in the District Kitchen duri�g the regular school year may apply for summer work onfy in the D'+strict Kitchen; employees who work in the schools may apply for summer work only in the schools. Employees whose assignment during the reguVar schoof year is spiit between the District Kitchen and the schoois may apply for summer work in either tfie District Kitchen or the Schools. Empioyees in other food service groups will continue Yo be eligible for summer work under the provisions outlined above. Alf empfoyees must adhere to sign-up times arxl dates as established by the Director of Food Service. This Memorandum of Understanding shall be effective as of January 29, 1998, and shaf{ expire on June 30, 1999. INDEPENDENT SCHOOL DISTRICT NO. 625 MINNESOTA TEAMSTERS PUBLIC AND LAW E RCEMENT EMPLOYEES UNION LOCAL NO. 320 � GIN�� ct,�t Business Agent �4� I� Date 22 ��w,.� .�!, r y 9� Date INDEX A Additional Work Hours ....................._........ 1 ] C Court Duty .............................................. 13 D Discharge ................................................. 13 Discipline ................................ _.............. I 3 E Emergency Closings And Call In ................. 10 F FairShaze ..................................................2 Family Medical Leaves ............................... 17 Flexible Spending Account .................. _....... 8 Food Manager's Certification ..................12, 21 G Grievance Rcnedure ................................. _ 14 H Holidays ........................ ... _ ............... _..... 3 Hours ........ ..................... .........................4 I Insurancc ................... ..................... _........7 L Layoff _ _ ............... . .............................. 6 Leaves ...... ............. ................ _.............. 16 Line Leader Premium ............. ......... _ _....... 20 Lunch $reaks .......................... ...................5 M Mileage ................................................... I 1 Military Leave .......................................... 17 P Probati ................................................... 5 R Recall ....................................................... b Requests For Change Of Location .. .............. 1 l Retirement Health Insurance ..........................8 Retire After Age 65 ..................................9 Retirc Before Agc 65 ................................8 S Salary Schedule Placement .......................... IS Salary Step Progressiott........._ ................... 18 Seniority .................................................. 6 Severance ... ... .... ... ...... .. ................... ... .. .... 12 Sick Leave .............. ..................................3 Summer School Selection ........................... 22 U Uniforms ......... _........... _ .................... ..... 17 Union Membership ......................................2 V Vacation .................................................... 4 W Wages ....................................... ......... 20.21 Working Conditions .................................. 10 Working Out Of Classification .................... 11 Workshops ............................................... 1 ] � e � - 23 1NDEPENDENT SCHOOL DtSTR1CT lVO. 625 BOARD OF EDUCATfON S7. PAUL PUBLIC SCHOOLS DATE: March 17, 1998 , %� / TOPIC: Approval of Empioyment Agreement Between Independent School District No. 625, Saint Paul Pubfic Schools and Minnesota Teamsters Local No. 320 Representing Food Service Employees A. PERTINENT FACTS: 1) New Agreement is for a two-year period from July t, 1997 through June 30, 1999. 2) Contract changes are as follows: Waoes: Effective July 1, 1997, increase wage schedule an average of 2.46%; add 2¢ to Food Service Supervisor I, II and positions, deleting references to $30 reim6ursement for certification; increase line leader pay to 40r per hour; increase nutrition certification to 25¢ per hour. Effective July 1, 1998, increase wage schedule an average of 2.42°!0. nsura e: Effective January 1, 1998, the insurance premium contribution by the District for single coverage is increased to $185 per month; the District contribution for family coverage is increased to $320 per month. The efigibility waiting period for heafth insurance is reduced from six months to three months. Effective April 1, 1998, for part-time employees, life insurance coverage will increase from $20,000 to $25,OD0 of coverage. Effective January 1, 1999, the insurance premium contribution by the District for single coverage is increased to $190 per month; the District contribution for family coverage is increased to $330 per monih. Retiree Heaith Insurance: Language revised, removing options that created a ta�c liability for employees. Uniform Ailowance: lncreased the number of unHorm pieces provided new employees from three to five; increased uniform allowance for District Kitchen employees from four to five pieces per year. Severance Pav: Employees who retire and have 20 years of service and meet the remainder of eligibiiity requirements wiii receive up to $4,000. 4) The District has 675 employees in this bargaining unit. 5) This request is submitted by Susan Gutbrod, NegotiationslLabor Relations Assistant Manager, Richard Kreyer, NegotiationslLabor Relations Manager; and William A. Larson, Assistant Superintendent, Fiscal Affairs and Operations. B. RECOMMENDATION: That the Board ot Education of Independent School District No. 625 approve and adopt the Agreement concerning the terms and conditions of employment for Sood service employees in this school district; duration of said Agreement is for the period of July 1, 1997 through June 30, 1999. Council File # �-�3 OP` �INAL Presented Referred To Committee Date i 2 3 RESOLUTION CITY OF SAINT PAUL, MINNESOTA Green Sheet # 26 407 /0 RESOLVED, that the Council of the City of Saint Paul hereby approves and ratifies the attached 1997-1999 Agreement between the Independent School Dstrict No. 625 and Minnesota Teamsters Local 320 representing Food Service Personnel. Yeas Na s Absent Benanav � Blakey f Bostrom � Coleman ,/- Harris f Lantry ,/- Reiter � � Adopted by Council: Date �� Adoprion Certified by Council Secretary , � � Approved by Mayor: � Requested by Department of. Office of Labor Relations By: "�.�/t��(��= _ � DEPARTMENT/OFFICE/COUNCIL: DATE INTTIATED Q Q�� a� LABOR RELATIONS 7uly 28, 1998 GREEN SHEET No.: 62407 � o CONTACf PERSON & PHONE: � IxITipLNA7'E miI17n1.mATE JiJLIE KRAUS 266-6513 �.�,Ly� ASSIGN 1 DEPARTMENT DIR. � 4 CITY COUNCIL NUhiBER 2 CITY A7TORNEY CIIY CLERK MUST BE ON COUNCII. AGENDA BY (DATE) FOR BUDGET DIR. FIN. & MG7. SERVICE DIIL ROUTING 3 MAYOR (OR ASST.) � ORDER TOTAL S OF SIGNATURE PAGES_1 (CLIP ALL LOCATIONS FOR SIGNATURE) ncnox �QvES-rEn: This resolution approves the attached 1997-1999 Agreement between Independent School District No. 625 and Minnesota Teunsters Loca1320 representing Food Service Personnel. RECOMMENDATIONS: Approve (A) or Reject (R) PERSONAL SERVICE CON1'RACI'S MUST.ANSWER THE FOLLOWING QUESTTONS: _PLANNING COMMISSION _CML SERVICE COMMISSION 1. Hac this penon/fim� ever worked under a wntract for this department? _CIB COMMITTEE Yes � No STAFF 2. Has this person/firm ever been a ciry employee? _DISIRICT COURT Yes No SUPPORTS WF➢CH COl7NCIL OBJEC7IVE? 3. Does this persoNfirm possess a skill not normaily possessed by any curtent ciry employee? Yes No Explain ail yes answers oo separate sheet and attach to green sheet IlVi1'IATING PROBLEM, ISSUE, OPPOR'I'UNITY (WAo, What, When, Where, Why): �€�+��L�y AU6 0 3 1998 �'��+�'C?R'S OF�')C� ADVANTAGES IF APPROVED: This Agreement pertains to Boazd of Education employees only. DISADVANTAGES IF APPROVED: DISADVANTAGES IF NOT APPROVED: TOTAL AMOUNT OF TRANSACTION: COST/REVENUE BUDGETED: FONDING SOURCE: ACI7VITY NUMBER: FINANCIAL INFORMATION: (EXPLAII� ,�'� �'�='-- a3:'7�' � � �_ ,. I �unc�� r�esearch Car?sr =_=�``�,°�'� `: '_'� AUG � 4 i�� Ui, 3 � ?s98 �� r. :- , � � „�; = �. , �� .�. � INDEPENDENT SCHOOL DISTRICT NO. 625 BOARD OF EDUCATION ST. PAUL PUBLIC SCHOOLS DATE: March 17, 1998 °[ � "�2�� TOPIC: Approval of Employment Agreement Between Independent School District No. 625, Saint Paul Public Schools and Minnesota Teamsters Local No. 320 Representing Food Service Employees � PERTINENT FACTS: 1) New Agreement is for a two-year period from July 1, 1997 through June 30, 1999. 2) Contract changes are as fo{lows: Waaes: Effective July 1, 1997, increase wage schedule an average of 2.46%; add 2r to Food Service Supervisor I, II and positions, deleting references to $30 reimbursement for certification; increase line leader pay to 40¢ per hour; increase nutrition certification to 25¢ per hour. Effective July 1, 1998, increase wage schedule an average of 2.42%. Insurance: Effective January 1, 1998, the insurance premium contribution by the District for single coverage is increased to $185 per month; the District contribution for family coverage is increased to $320 per month. The eligibility waiting period for heaith insurance is reduced from six months to three months. Effective April 1, 1998, for part-time employees, life insurance coverage will increase from $20,00o to $25,000 of coverage. Effective January 1, 1999, the insurance premium contribution by the District for single coverage is increased to $190 per month; the District contribution for family coverage is increased to $330 per month. Retiree Health Insurance: Language revised, removing options that created atau liability for employees. Uniform Allowance: Increased the number of uniform pieces provided new employees from three to five; increased un'rform allowance for District Kitchen empioyees from four to five pieces per year. Severance Pav: Empioyees who retire and have 20 years of service and meet the remainder of eligibility requirements will receive up to $4,000. 4} The District has 675 employees in this bargaining unit. 5) This request is submitted by Susan Gutbrod, Negotiations/Labor Relations Assistant Manager; Richard Kreyer, Negotiations/Labor Relations Manager; and William A. Larson, Assistant Superintendent, Fiscal Affairs and Operations. B. RECOMMENDATION: That the Board of Education of Independent School District No. 625 approve and adopt the Agreement concerning the terms and conditions of employment for food service employees in this school district; duration of said Agreement is for the period of Jufy 1, 1997 through June 30, 1999. � :� � � Q$-'12. 1997 - 99 AGREEMENT between INDEPENDENT SCHOOL DISTRICT NO. 625 Saint Paul Public Schools and :� MINNESOTA TEAMSTERS LOCAL NO. 320 Representing Food Service Personnel July 1, 1997 through June 30, i999 t� _; :,_ � � Saint Pau/ Public Schools L/ F E L O N G L E A R N/ N G � � , . . �� . �, ' , ' , ' ' , . ' � ' � � ' ' � �, , � � , , � , , , � � , , i ' ' , , , , , ' � � � _ , i � ' ' , ' , � ' „ f . , , ' ' , , � � . , , ', ' ' ' , � ,� � ' , i ,� , � . , .. , „ � � - � , . _ , � , . � .� � , � �'� , , � � , ,i � � � � � , � � � � � � , , i , , , � , . , � � � i �' , a' � , . � v, . 'p � � � � � x., � � � � �' Samfi��'aW �ub?►c� �c4roois�� . � , � , � � ,, � , „� - ' ' ' ,,, ' L'f F E L O AI G.��, L E rt R�W / N G �� ' , .. , .� , , , , , , � � � , � „ z � , ' , � � ' � � ,� � . ', , ' , , i � � « A � � , ' , i � i� ,, , � 1NFPA LPUB�tC �L �� S.� U L. SCFl00 S' .�t , � � � lrtde 'endeaE � Sch� ,��isiFrc � No. 625 , �� x P . � � � � , � � � � � � � � � � � �� . Board of Educafion � � .. „ � � �� , - r Ma T orn on Phrlli s Charr To Ga Ion Dittecto FY' h �t , � p m n. � � � � � �� GSeg Fi1�ce ,- VicerChair � ,B'ee'ky NYto�Egomery, �� Dire�tor � � �� ilbett de �la O ,-Cl�e�k �k�l� Oert�+r��, Direct�,r ' � �, Neal Thao ; Treasur�er � � �� , ., m' io , �" Adm is raY n „ , � , t � � � � � �� , , , ., , � , �� _ � Curmen L'. Gaines , Supenntende�t of,School�s ,. � � � � �� ' .. � , � � � �r�, � ��, �- � � ,I' , , ` � , Mawreen A. Flanagan Fxecut�ve„AssisYan � � , � �;� � , � � � � „ � � � ,, � ' � � � � � � � 'Supe,nn�en,'c�ec�t `af �5chooYs � ' , , I. , , , � � �� Mae�E.�Gaskins '' , Q�s�srs�ani Superi�te'ndenf � � � � � � � � � �� Acca�'mia�tii�iry Tec�'�ology � �', � � , and $upPort Se �ces ' , � � �, �. , � „ � � �Will[a A. Larson�� - �i ss�stam�f�'Su nnt de t-��, � � � � R1 A P� �� .,� �� !' ,�,jscal �A�#a��s ar�dr�Op�eratrons�.�'� � � � �Cy R. Yusten Assista�nt'S,upenntentlent ' � ' , �� , 4µ , � .,Teacf�ingiand Leaming , � � � � � � �� i ' �� „ � � � ,� � �� , „ , � „ , � � � , .J „ a �„ . �' , , r , � ,, , � �� . ' � � �� ,- , „ , -� � � � � �� „ ' �� " � . . � � � . • „ � � . � � „ ,, � � � � � � � � . — „ � � „ � � � � � , �, �� ,��, , � � � � � — �_, � � � � � �� : „ � � � ,� � ��', � � � � � � ., „ � . � � � . , �. � , � � � � �� . — � � � �' i ., „ — � „ . . � „ � � r� � " � � � � x , � �� , , , �, � . � „ „ � , . �. �� „ � � �� . � � � � � � � � . �� „ ��, � „� � � � �� '.:,;, i�,i . ° ''• � �s u.-..:.:,dp .n , � o.� �' � �i :�i � � ii ,h� �, I� i �i � ._ , ,. � , 1.Th.a..l „ ,. �. ��s�:�iii�d � �rn. �i,il �C'.� .� �i �� . �� n�il,i �J ART CLE CONTENTS NEGOTIATED TERMS AND CONDITIONS OF EMPLOYMENT PAGE Article 1. Definition of Agreement .................................................................................1 Article Recognition .....................................................................................................1 Article 3. Check Off, Fair Share .....................................................................................2 Article 4. Mainte�ance of Standards ............................................................................... 2 Article 5. Non-Discrimination, Affirmative Action ......................................................2 Article Holidays ..........................................................................................................3 Article Sick Leave ....................................................................................................... 3 Articfe Hours ..............................................................................................................4 Article9. Vacations ......................................................................................................... A Article10. Lu�ch Breaks ..................................................................................................5 Articfe 11. Civil Service Examinations and Probation ....................................................5 Artic�e 12. Seniority, Layoff and Recall ..........................................................................6 � Article 13. Insurance Benefits .........................................................................................7 Article 14. Working Conditions ......................................................................................1 0 Article Severance .....................................................................................................1 2 Article Court Duty ....................................................................................................1 3 Article 17. Discipline and Discharge ..............................................................................1 3 Articfe 18. Grievance Procedure ....................................................................................1 4 Article19. Leaves ...........................................................................................................16 Article Uniforms ......................................................................................................i 7 Articie Wages ............................:...............................................................................1 8 Articfe 22. Duration of Agreemeni .................................................................................1 9 Appendix Wages ....................................................................................................2 0- 2 1 Memorandum of Understanding: Summer School Selection .............................................2 2 • Index ..................................................................................................................................2 3 � � ARTICLE 1. DEFINITiON OF AGREEMENT � SECTIQN 1. PARTIES. This Agreement is entered into between the Board of Education, Independent School District No. 625, Saini Paul, Minnesota, hereinafter referred to as the Board of Education, and Minnesota Teamsters Public and Law Enforcement Empioyees Union, Local No. 320 (certified in Case No. 81-PR-268-A on Decem6er 5, 1980, by ' the Director of Bureau of Mediation Seroices as the exclusive representative), hereinafter referred to as Locai No. 320, pursuant to and in compliance with the Public Empioyment Labor Relations Act of 1971, as amended, to set forth the terms and • conditions of employment. SECTION 2. PURPOSE. The purpose of this Agreemeni is to promote orderly and consfructive relationships between the Board of Education, the employees of this unit, and Local No. 320. ARTICLE 2. RECOGNITION SECTION 1. The Board of Education recognizes Locai No. 320 as the certified exclusive representative for the following unit: All food service personnel in the tities contained in this Agreement who . are employed by IndependenY School District No. 625 and who are public employees as defined by PELRA. SECTION 2. The Board of Education agrees that so long as Local No. 320 is the exclusive representative in accordance wiih the provisions of PELRA, and as certified by the Bureau of Mediation Services, State of Minnesota, for all personnel defined i n Section 1, of this Article, that it will not meet arid negotiate with any other labor or employee organization concerning the terms and conditions of employment for this unit. � 1 ARTiCLE 3. CHECK OFF, FAIR SHARE � � SECTION 1. The Employer agrees to deduct the Union membership initiation fee assessments and once each month dues from the pay of those empioyees who individually request in writing that such deductions be made. The amounts to be deducted shall be certified to the Employer by a representative of the Union and the aggregate deductions of ali empfoyees shafl 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 possibie. SECIION 2. Any present or future empioyee who is not a Union member shall be required to contribute a fair share fee for services rendered by the Union. Upon notification by the Union, the Employer shall check off said fee from the earnings of the empfoyee and transmit ihe same to the Union. In no instance shail the required contribution exceed 85% of the Union membership dues amount. This provision shall remain operative oniy so long as specifically provided by Minnesota law. In the event there is a change in the law permitting the Union to assess an amount i n excess of 85°Io of regular membership dues, ihe fuil amount permitted by law may be assessed by the Union. SECTION 3. The Union will indemnify, defend, and hold the School District harmless against any claims made and against any suits instituted, and any orders or judgments issued against the School District, their officers or employees, by reason of negligence of the Union in requesting or receiving deductions under this Article. ARTICLE 4. MAINTEfVANCE OF STANDARDS SECTION 1. The Employer agrees that ail conditions of employment relating to wages, work, overtime diiferentials, vacations, and general working conditions shall be maintained at not less than the highest minimum standard as set forth in the Civil Service Rules of the City of Saint Paul (Resolution No. 3250) at the time of signing of this Agreement, and the conditions of employment shall be improved wherever specific provisions for improvement are made elsewhere in this Agreement. ARTIGLE 5. NOfV-DISCRIMINATIQN, AFFIRMATIVE ACTION SECTION 1. Neither the Union nor the Empfoyer shall discriminate againsT any employee because of Union membership or non membership, or because of race, color, sex, religion, national origin or political opinion or affiliations. SECTION 2. AFFIRMATIVE AG�ION. None of the provisions . be interpreted or implemented so as to be in conflici with or DistricYs Affirmative Action Program as adopted by the Board.' *Effective March 22, 1984 of this Agreement shali cause violation of the 2 ARTICLE 6. HOLIDAYS SECTION 1. Reguiar or provisional employees working under the tities covered by , this Labor Agreement, shal! be eligibie for six (6) holidays with pay (Labor Day, Thanksgiving Day, Friday foliowing Thanksgiving, Martin Luther King Day, Presidents' Day, and Memorial Day), and in accordance with the fotlowing rules. To be e�igibie for ho(iday pay, empioyees must have been compensated for all scfieduled hours of their last scheduled workday before the holiday and tor their first schedule workday following the holiday. If one of the above listed holidays falis on a day when school is in session, then the Food Service Director shall designate another day when schooi is not in session, as a paid holiday. Ail employees wii! be expected to work on all days when school is in session, except when on approved leave. Hoiiday pay will be paid on the basis of the employee's regularly-scheduled number of hours in the workday. ARTICLE 7. StCK LEAVE SECTION 1. ELIGIBiLITY Subd. 1. Sick leave shall be provided for the Baker, Food Service Supervisor 1, Food � Service Supervisor 2, and Food Service Supervisor 3 ctassifications. Subd. 2. Sick Leave for Food Service Assistants 2.1 Food Service Assistants who work a minimum of eight (8) hours per day shall begin accruing sick leave upon completion of one (i) year of employment. 2.2 Food Service Assistants who have been employed as regularly-certified or provisional Civil Service employees in the classification of Food Service Assistant for at Ieast two {2) years and who have been regularly assigned three (3) hours or more per workday for the three (3) preceding months shall begin accruing sick leave. SEC�fION 2. ACCRUAL. E(igible employees shafi accrue sick Ieave af the rate of .0576 per hour ior each full hour paid, excluding overtime. tn no case shall leave with pay be granted in anticipation of any future accumulation. � SECTION 3. REPORTING. All employees shall report sick Ieave as required in the Food Service Procedure Manual. � 3 ARTICLE 7 � SECTION 4. SICK LEAVE (continued) Sick leave may be used for any of the foilowi�g reasons: 1. Sickness or injury of the employee; 2. Death of the empfoyee's mother, faiher, spouse, child, brother, sister, - mother-in-law, father-in-law or other person who is a member of the household; 3. Time necessary for office visits to physicians, dentists or other heafth care personnel; or 4. In the case of sudden sickness or disability of a household member, up to four (4) hours for any one (1) instance. SECTION 5. SICK LEAVE CON1/ERSION. Accumulated sick feave in excess of one hundred eighty (18�) days may be converted to vacation at the rate of two (2) days sick leave for one (1) day vacation up to a maximum of five (5) days vacation time. Vacation is to be paid on the basis of regularly scheduled hours per day. ARTICLE S. HOURS SECl10N 1. This Section is intended to only define the normaV hours of work and to provide the basis for the calculation of overtime pay. Nothing herein shall be construed as a guarantee of hours of work per day or per week. SECTfON 2. Overtime is to be paid at the rate of time and one-half (1-1J2) for ail ;� hours worked in excess of forty (40) hours per week. Overtime compensation due the employee shall be paid at the rate herein cited or by granting compensatory time on a time and one-half (1-1f2) basis if mutually agreed to by the Disirict and the empioyee. ARTICLE 9, VACATIONS I Subd. 1. Employees who are assigned to the District Administration Complex on a twelve (12)-month, full-time basis are eligibfe for vacation. Vacation credits sha11 accumulate at the rates shown below for each fuli hour on the payroll, excluding overtime: Years of Service Haurs of Vacation 1st year through 5th year .0385 (80 hours) 6th yearthrough 15th year 0576 {120 hours) 16th year through 25th year .0808 (168 hours) 26th year and thereafter .084i (175 hours) Calculations shall be rounded off to the nearest hour. Estimated hours shown above are based on a 2,080 work year. Subd• 2. An empioyee may carry over one hundred twenty (120) hours of vacation into the tollowing "vacation year." Subd.3. For the purpose of this Article, the "vacation year" shall be January 1 through December 31. Sudb. 4. The scheduling of vacation is suaject to approval of the employees supervisor. � ARTICLE 1 0. LUNCH BREAKS SECTION 1. All employees are entiiled to a duty-free lunch break of thirty { 3 0) minutes without pay, at a time assigned by the manager. ARTICLE 1 1, C�VIL SERVICE EXAMINATIONS AND PROSATION SECTION 1. CIVIL SERVICE EXAMINATIONS. Notice of Civil Service (Personnel) Exam+nations for positions in the food production and service functions shail be posted i n the kitchen in each work iocation no later than five (5} working days before the closing date for examination, subject to the timely receipt of information. SECTION 2. PROBATION. The probationary period shall be twelve (12) consecutive months from the date of appointment for positions in the tiile Faod Service Assistant. The probationary period, whether original or promotianal appointment, for ail other titles covered by this Agreement shaii be six (6} consecutive calendar months from the date oi appointment excluding holidays, school breaks, and leaves of absence. � Extended absences of any kind lasting one month or more in duration shall not he credited when calculating time towards the compietion of either the original or promotional probationary period. If the employee's service is found unsatisfactory by the Director of Food Service during � the period of originai appointment probation, the probationary employee may be discharged at the discretion of the Direcior of Food Service, prior to the erxi of the original probationary period. If the employee's service is found unsatisfactory by the Director of Food Service during the period of promotiona! appointment probation, the probationary employee shall be reinstated, at the discretion of the Director of �ood Service, to hislher former position or to a position to which he/she might have been transferred or assigned prior to the promotion, prior to the end of the promotiona! probationary period. Discharge or reinstatement to a lower level position during or at the conclusion of the probationary period stated in this Section 2 is not grievable under Article 5, nor is i t subject to other appeal. � � ARTICLE 12. SENIORITY, LAYOFF AND RECALL (Effective January 1, 1993) . SECTION 1 SENIORITY Subd. 1. Seniority, for the purpose of this Article, shall be defined as foflows; DISTRICT-WIDE SENIORI7Y is the length of continuous, regular, and probationary service with the Employer from the date an empfoyee was first certified and appointed to any class title covered by this Agreement, it being further understood that district-wide 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 district-wide seniority shail be determined By the employee's rank on the eligible list from which the certification was made. BUILDING SENIORITY is the length of continuous, regular and probationary service with the Employer irom the date an employee's tirst day of work at one specific school district facility in a certified and appointed position in a class title covered by this Agreement, it being further understood that building seniority is confined to the current class assignment held by an empioyee. In the event an employee requests voluntary transfer and is then transferred from one location to another, the employee shall begin to accrue building seniority at the new location based on the date of assignment to the new location. in the event an employee is involuntary transferred from one location to another (or laid off and recalled to a different location), the employee shall carry forward to the new assignment the seniority date held prior to the transfer. � In cases where two or more employees are assigned to the same location in the same class title on the same date, the empioyee with the greater district-wide seniority shall be determined to have grester building seniority. ub .. Seniority shali terminate when an employee retires, resigns or is discharged. �ECTION 2 LAYOFF Subd. 1. In the event it is determined by the Employer that it is necessary to reduce the workforce, employees will 6e laid off by class title based on inverse length of building seniority in that class title. bd. 2. Whenever possible, two (2) weeks of notice shall be given to any employee laid off. SECTION 3. RECALL. Recall from layoff shall be in order of greatest district-wide seniority, except that recall rights shatl expire after sixteen (16) months of layoff. Any employee is eligible for recall to any position in his/her titie at any location, so long as the work hours do not exceed the employee's regularfy scheduled hours prior to the layoff. Any employee who refuses an offer of recall at any location shaii torfeit ail further rights to recall. � It is understood that a recalled employee wiN pick up hisfher former seniority dates i n any ciass of positions covered by this Agreement and previously heid. 0 ARTICLE 13 SECTION 1. INSURANCE BENEFITS ACTIVE EMPLOYEE INSURANCE Subd. 1. Active Em�loyee Health insurance. Health and Welfare benefits shall 6e provided in the form of premium contributions for eligible employees under the plan offered by independent School District tJo. 625 for Civil Service personnel. Employees selecting a plan offered by a Health Maintenance Organization agree to accept any changes in benefits which the liealth Maintenance Organization implements. Subd.2. Eligible empioyees. Employees who become eiigible for medical and life coverage, shall be considered full-time if regularly assigned more than six (6) hours per day, and haif-time if reguiariy assigned four (4} fo six (6) hours per day. 2.1 For eligible half-time employees who elect medical and life coverage, the Empioyer wifl contribute one half (112) of the amount availatale for full-time employees electing such coverage. 2.2 Effective April 1, 1998, 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's contribution of premium cost for insurance provided herein. Subd. 3. Active Emnloyee Medical fnsurance Employer Contribution 3.1 The Employer agrees to contribute to the premium cost of employee hospital and medical coverage up to $180 per month for each full-time employee who is eligible and eiects such coverage; or up to $310 per month for each full-time employee who is eligible and etects such coverage. 3.2 Effective January 1 1 998, the Empioyer agrees to contribute to the premium cost of hospitai and medical coverage up to $185 per month for each full-time employee who is eiigible and elects employee coverage; or up to $320 per month for each full-time employee who is eligible and elects family coverage. 3.3 Effecfive January 1 1 999 the Employer agrees to contribute to the premium cosf of hospita! and medica! coverage up to $190 per manth for each fuli-time employee who is eligible and elects employee coverage; or up to $330 per month for each ful�-time employee who is eligibie and elects family coverage. Subd. 4. Active Employee Life insurance. The Employer agrees to contribute to the cost for $20,000 of life insurance coverage up to $5.10 per month for each employee who is eligible for such coverage. 4.1 Effective Apri! 1, 1998, the employer agrees to contribute to the cost of $25,000 of life insurance coverage up to $5.10 per month for each employee who is eligible for such coverage. 4.2 The amount of life insurance specified in Subd. 4.1 shail be reduced to $5,000 coverage upon early retirement and shall continue until the early retiree reaches age sixty-five (65), at which time alI employer paid life insurance shall be terminated. • � _ 7 ARTICLE 13. INSURANCE BENEFITS, Section 1. (continued) r 1 �J Subd. 5. Pavroll Deductions. Any premium costs in excess of the amounts stated above shall be paid by the empioyee, by means of payroll deduction. Subd. 6. Flexibie S ep nding Account. It is the intent of the Empfoyer to maintain during the term of this Agreement a pla� for medical and child care expense accounts to 6e available to active employees in this bargaining unit who are eligibfe for Employer-paid premium contribution for health insurance for such expenses, within the established iegal regulations and IRS requirements for such accounts. SECTION 2 RETIREMENT HEALTH INSUR,4NCE uS 6d. 1. Benefit Eliqibility for Employees who Retire 6efore Aye 6 5 1.1 Emolovees hired into District service before January 1 1996, must have completed the following service eligibility requirements with Independent School District No. 625 prior to retirement in order to be eligible for any payment of any insurance premium contribution by the District after retirement: A Be receiving pension benefits from PERA, St. Paul Teachers Fetirement Association or other public employee retiree program at the time of retirement and have severed the empioyment relationship with fndependent School District 625; � L'-� Must be at least fifty-five (55) 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; Must have completed at least thirty (30) years of service, or; E. Must have compfeted at least twenty (20) consecutive years of service within Independent School District No. 625 immediately preCeding retirement. Years of regular service with the City of Saint Paul will continue to be counted toward meeting the service requirement of this Subdivision 1.1 B, C or D, but not for 1.1 E. 1.2 Employees hired i�to District service after January 1 i 996 must have completed twenty (20) years of service with Independent School District fVo. 625. Time with the City of Sa+nt Paul will not be counted toward this twenty (20)-year requirement. 1.3 Eligibility requirements for a�f retirees: A. A retiree may not carry hislher spouse as a dependent if such spouse is � a�so an Independent Schooi District No. 625 retiree or �ndependent School District No.625 employee and eligible for and is enrolled in the independent School District No. 625 health insurance program, or in any other Employer-paid health insurance program. 8 ARTiCLE t 3 Q C. INSURANCE BENEFITS, Section 2. (continued} Additional dependents beyond those designated to the District at the time ofi retirement may not tae added at District expense after retirement. The empioyee must make appfication through District procedures prior fo the date of retirement in order to be eligible for any benefits provided i n this Section, Subd. 2. EmploXer Contribution Levels for Empioyees Reiiring Before Age 6 5 2.1 Health Insurance Empioyer Contribution The District wili for fhe period of this Agreement provide empfoyees who meet the eligibitity requirements for health insurance in 1.1 or 1.2 above, who ret+re 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 heaith insurance for sing(e o r family coverage by that carrier, for an employee under this Agreement, in 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 empioyee's date of retirement shali constitute the limit on future contributions. Any employee who is receiving family coverage premium contribution at date of retirement may not later claim an increase in the amount of the Employer obligation for single coverage premium contributions to a carrier after deieting family coverage. 2.2 Life Insurance Employer Contribution The District wiil provide for early retirees who qualify under the conditions of 1.1 or 12 above, premium contributions for eligible retirees for $5,000 of life insurance oniy until their 65th birthday. No iife insurance will be provided, or premium contributions paid, for any retiree age sixty-five (65) or over. Subd.3 Benefit El�ibility for EmployeesAfter Age65 3.1 Empfoyees hired into the District before Januarv 1 1 996 who retired before age 65 and are receiving benefits per Subd. 2 above are eligible, upon reaching age 65, for employer premium contributions for health insurance described i n Subd. 4 of this Article. 3.2 EmploKees hired into the Disirict before January 1 1 996, who reiire at age 6 5 or older must have completed the service eligibility requirements in Subd. 1 to receive District contributions toward post-age-65 health insurance premiums. 3.3 Em�loXees hired on or after January 1 1 996, shali not have or acquire in any way any eligibility for Employer-paid health insurance premium contribution for coverage in retirement at age sixty-five (65) and over in Subd. 4. Employees hired on or after January 1, 1996, shall be eligible tor only earlv retirement insurance premium contributions as provided in Subd. 2 and Deferred Compensation match in Subd. 5. � � � F:] ARTICLE 1 3. INSURANCE BENEFITS, Section 2. {continued) r 1 �J bd. 4. Empioyer Contribution Levels for Emqioyees After Aae 6 5 4.1 Empfoyees hired into the District before January 1. 1996, who meet the eligibility requirements in Subdivisions 3.1 and 3.2 of ihis Articie are eligible for premium contributions for a Medicare Supplement health coverage policy selected by the Disirict. Premium contributions for such policy wil! not exceed: Coverage Tv�e Medicare Eligible Non-Medicare Eligi6ie Sin fe $300 per month $400 per month Famiiv $400 per month $500 per mo�th 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 wiff be discontinued. �� U / Subd.5• Em�Lo�ees hired after January 1. 1998, after completion of three (3} fulf years of consecutive active service in Independent School pistrict No. 625, are eligibie to participate in an employer matched Minnesota Deferred Compensation Plan. Upon reaching eligibility, the District will match up to $500 per year of consecutive active service, up to a cumulative lifetime maximum of $12,500. Part-time employees working half-time or more will be efigible for up to one half (50°fo} of the available District match. Approved non-compensatory leave shaii not be counted in reaching the three (3) tuli years of consecutive active service, and sha1l not be considered a kreak i n service. Time worked in the Gity of Saint Paul wiil not be counted toward this three (3)-year requsrement. Federal and state rules governing participation in the Minnesota Deferred Compensation Plan shall apply. The employee, not the District, is sofeiy responsibfe for determining hislher total maximum ailowable annual contribution amount under IRS reguiations. The employee must initiate an application to participate through the DistricYs specified procedures. ARTICLE 14. WORKING CONDITIONS SECTION 1. ENiERGENCY CLOSINGS AND CALL I N Subd. 1. If it becomes necessary or desirable to close a school as a result of an emergency, the effort shall be made to notify empioyees not to come to work. Empioyees not notified who report for work shall be granted two (2) hours' pay at their regular rate. Subd. 2. An employee who is expected to come to work on a regular workday, or who i s cailed i� to work at another time, shall receive a minimum pf two (2) hours straight time pay for the work. i[i] ARTICLE 14. WORKING CONDITIONS (continued) �ECTION 2. WORKSHOPS. Employees in the Food Service program ordered by the Food Service Director to attend Food Service workshops shali be reimbursed for the tuition of the workshop and the normal hourly rate for the time spent in the workshop. SECTION 3. MILEAGE. When an employee is required and authorized by the proper supervisor to use his or her personal vehicle in the interest of the Employer (i.e., trips to the bank, grocery store, etc.) mileage reimbursement will be paid at the current School District rate, and by the approval of the Food Service Director. SECTfON 4. WORKING OIIf OF CLASSIF(CATION. Employer shail avoid, whenever possible, working an employee on an out-of-class assignment for a prolonged period of time. Any empioyee working an out-of-class assignment for a period in excess of fifteen (i5) working days during any fiscal year of employment shall receive the rate of pay for the out-of-class assignment in a higher classification not later than the sixYeenth day of such assignment. For purposes of this Articie, an out-of-ciass assignmenf is defined as the fuli-time performance of all of the significant duties and responsibilities of a classification by an individual in another classification. For the purposes of this Article, the rate of pay for an out-of-class assignment shali be the same rate the empioyee would receive if he/she were promoted to the higher classification. SECTION 5. ADDITION OF REGULARLY SCNEDULED WORK HOURS. Whenever regulariy-scheduled hours are added to an existing Food Service Assistant posiiion, the Food Servica Assistant with the greatest building seniority regularly employed in that kitchen or facility will be first offered the additional work hours, if that Food Service Assistant is tisted for such consideration. ubd. 1. To be listed for additional hours consideration, a Food Service Assistant must indicate in writing, at the start of the school year, to the Director of Food Service or to the designated immediate supervisor, the intention to be available for such additional work time. Subd. 2. If a Iisted Food Service Assistant refuses additional regularly-scheduled work time, the Director of Food Service or designated immediate supervisor may remove that Food Service AssistanYs �ame from the listing. Subd.3. A reduction in regularly-scheduled hours to a position covered by this Agreement sha�I not be considered a layoff, and is not subject to the provisions of Article 8, Layoff and Recall. SECTION 6. REQUES7S FOR CHANGE OF LOCATION. Employees who wish to be considered for reassignment to another location should submit a written request to the office of Director of Food Service by April i of any year. The request shouid specify the (ocation or area the employee prefers. i � - 11 ARTICLE 14. WORKING CONDITIONS (continued) � SECTION 7. FOOD MANAGER'S FOOD SAEETY CERTIFICATION Food Service Su�ervisor 1 or 2. The District may determine that it is necessary to have Food Service Supervisor 1 or 2 titfes covered by this Agreement maintain the o Saint Paul Manager's Certification (or a State of Minnesota Certification if regulation changes } as a requirement for hold'tng these positions. The test or tests for the Sa+nt Paul Food Manager's Certification (or a State of Minnesota Certification if regulation changes) will be taken on employee's time. Food Service Supervisor 3. The parties recognize and acknowiedge thai the 5aint Paul Food Manager's Certification (or a State of Minnesota Gertification if regulation changes) is a requirement for holding a position in the Senior High Food Service Supervisor and Food Service Supervisor 3 titie covered by this Agreement, and wiil be a requirement prospectively for new appointees as well. The test or tests for the Saint Paul Food Manager's Certification (or a State of Minnesola Certification if regulation changes) will be taken on employee's own time. ARTIC�E 15. SEVERANCE Subd. 1. The Employer shall provide a severance pay program as set forth in this Article. Subd. 2. Payment of severance pay shali be made within the tax year of the retirement as described in Business Office Rules. To be eligibfe for the severance pay program, the � employee must meet the following requirements: 2.1 The employee must be fifty-five (55) years of age or older or must be eligible for pension under the "Rule of 90" provisions of the Public Employees Retirement Association (PERA). 2.2 The employee must be voluntarily separated from Schooi Disirict employment or have been subject to separation by layoff or compulsory retirement. Those employees who are discharged for cause, misconduct, inefficiency, incompetency or any other disciplinary reason are not eligible for this severance pay program. 2.3 The empioyee must have at least twenty (20) calendar years of consecutive service under the classified or unclassified Civil Service at the time of separation. For 1he purpose of this articfe, employment in either the City of Saint Paul or in Independent School District 625 may be used in meeting this twenty (20)-year service requirement. 2.4 The employee must file a waiver of re-employment with the Director of Human Resources, which will cfearly indicate that by requesting severance pay, the employee waives all claims to reinstatement or re-employment (of any type) with the City of Saint Paui or with lndependent School District No. 625. 2.5 The employee must have accumulated a minimum of four hundred and eighty (480) hours of sick leave credits at the time of separation of service. Subd. 3. if an employee requests severance pay and if the empioyee meets the efigibility � requirements set forth above, he or she will be granted severance pay in an amount equai to one-haff (1/2) of the hourly rate of pay for the position held by the employee on the date of separation for each hour of accrued sick leave, subject to the maximum amount of severance in Subd. 4. of this Article. 12 ARTICLE 15. SEVERANCE (continued) Subd.4. The maximum amount ot money that any employee may obtain through this . severance pay program is $4,000. Subd. 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 all of the requirements set forth above at the time of his or her death, payment of the severance pay may be made to the employee's estate or spouse. Subd. 5. For the purpose of this severance pay program, a transfer from Independent School DisYrict No. 625 employment to City of Saint Paul employment is not considered a separation of employment, and such transferee shall not be eligible for this severance program. ARTICLE 16. COURT DUN SECTiON 1. Any employee who is required to appear in court as a juror or as a subpoenaed witness shall be paid his/her regular pay while so engaged, uniess the court duty is the resuit of litigation undertaken by the employee or the Union against the Employer. Any fees that the employee shall receive from the court for such service shali be paid to the Employer. Any employee who is scheduled to work a shift other than the normat daytime shift, shall be rescheduled to work the normal daytime shift during such time as he/she is required to appear in court as a juror or witness. � ARTlCIE 17. DISCIPLWE AND DlSCHARGE SECTION 1. The Employer shatl have the right to impose discipiinary actions on employees for just cause. SECTION 2. Disciplinary actions by the Employer shall include only the following actions: ( t ) Orai reprimand; ( 2 ) Written reprimand; ( 3 ) Suspension; ( 4 ) Demotion; ( 5 } Discharge. SECTION 3. Empfoyees who are suspended, demoted or discharged shall have the right to request that such actions be reviewed through the provisions of Article 5, Grievance Procedure of this Agreement. This provision is not intended to abrogate rights of veterans pursuant to statute. SECTION 4, Discharges will be preceded by a five {5} day preliminary suspension without pay. During said period, the employee and/or Union may request, and shali be enfitled to a meeting wifh the Employer representative who initiated the suspension with intent to discharge. During the five (5) day period, the Employer may affirm the - suspension and discharge in accordance with the Personnel Ruies or may modify, o r withdraw same. 13 ARTfCLE 18. GRIEVANCE PROCEDURE � SEC710N 1. This grievance procedure is established to resotve any specific dispute beiween the employee and the School District concerning, and limited to, the interpretation or application of the provisions of this Agreement. SEC710N 2. An employee presenting a grievance may elect to be represented by an appropriate Union representative. At Step 1 or°Step 2 of the grievance procedure the � employee may choose to present his/her gr+evance without being represented by a Union representative, provided, however, that the Union representative shall be notified af the adjustment or settlement of any Step 2 grievance and provided further that any adjustment or settiement shall not be inconsistent with the terms of the Agreement. SECTION 3. It is recognized and accepted by the Union and the Employer that the processing of grieva�ces as hereinafter provided is limited by the job duties and responsibilities of the employees and shali therefore be accomplished during normal working hours when consistent with such employees' duties and responsibilities. The aggrieved employee and a Union representative shall be allowed a reasonable amount of time without loss of pay when a grievance is investigated and presented to the Employer during norma! working hours provided that the employee and the Union representative have notified and received the approvai of designated supervisor and provided that such a6sence is reasonahie and would not be detrimeMal to the work programs of the Employer. It is understood that the Employer shall not use the above limitation to hamper the processing of grievances. � SECT{ON 4, A grievance shall be resolved in the following manner: Subd. 1. (Step i) Any employee claiming a specific disagreement concerning the interpretation or appfication of the provisions of this Agreement shall, within twenty (20) working days of its first occurrence or within ten (10) working days of the time the employee reasonably should have had knowledge of the occurrence, whichever is later, discuss the complaint orally with the representative designated by the Director of Food Service. The representative of Director of Food Service shail attempt to adjust the compiaint at that time. Sub. 2. (Step 2) A grievance not resolved in Step 1 and appeafed to Step 2 shali be placed in writing setting forth the nature of the grievance, the facts on which it is based, the provision or provisions of the Agreement allegedly violated, the remedy requested, and shail be appealed to Step 2 by the empioyee within fifteen (15) working days after the Employer-designated representative's fina� answer in Step 1. Any grievance not appealed in writing to Step 2 by the employee within fifteen (15) working days shall be considered waived. 1f appealed, the written grievance shall be presented by the employee and the Union and discussed with the Director of School Food Service (or representative designated by the Superintendent). The Director of School Food Service shafl give the Union the Empioyer's Step 2 answer in writing within ten (10) working days foliowing the presentation. Any grievance not appealed in writing to Step 3 by the employee and the Union within ten (10) working days after receipt of the Empioyer's rep�y shali be considered waived. I� 14 ARTICLE 18. GRIEVANCE PROCEDURE (continued) Subd.3. (Step 3) if appealed, the written grievance shaii be presented by the � Union and discussed at an informa! meeting within ten (10j working days of receipt of the written grievance, with the Superintendent of Schools or his representative. The Empfoyer-designated represeniative shall give the Union the Employer's answer in writing within ten {10) working days afier the review meeting. A grievance not ' resolved in Step 3 may Be appealed in writing to Step 4 by the Union within ten { 1 0) working days following the Employer-designated representative's final answer in Step 3. Any grievance not appealed in writing fo Siep 4 by the Union within ten (1 0) working days shall be considered waived. Subd, 4. (Step 4) A grievance unresolved in Step 3 and appealed to Step 4 by the Union shail be submitted to arbitration subject to the provisions of the Pubfic Employment Labor Relations Act of 1971 as amended. If a mutually-acceptable arbitrator cannot be agreed upon, the sefection of an arbitrator shall be made i n accordance with the procedures of the Minnesota Bureau of Mediation Services, if the Urtion so requests within the specified ten (10) days. SECTION 5. The arbitrator shall have no right to amend, modify, nuliify or ignore the terms and conditions of this Agreement. The arbitrator shaii consider and decide only the specific issue(s) subm+tted in writing by the Empioyer and the Union, and shail have no authorify to make decisions on any other issue not so submitted. The arbitrator shali be without power to make decisions contrary fo or inconsistent with or modifying or varying in any way the application of laws, rules or regulations having the force and effect of taw. The arbitrator's decision shail be submitfed in writing, � copies to both parties and the Bureau of Mediation Services within thirty (30) days following the close of the hearing or the submission of briefs by the parties, whichever be later, unless the parties agree to an extension. The decision shali be binding on both the Employer and the Union and 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 fees and expenses for the arbitrator's services and proceedings shal! be borne equally by the Employer and the Union, provided that each party shall be responsible for compensating its own witnesses. If either party desires a verbaiim record of the proceedings, it may cause such a record to be made, providing it pays for the record. I f bath parties desire a verbatim record of the proceedings, the cost shaif be shared equa(ly. it a grievance is not presented within the lime limits sei forth above, iY shail he considered waived. If a grievance is not appealed to the next step within the specified time limit or any extension thereof, it shail be considered settled on the basis of the Employer's last answer. !f the Employer does not answer a grievance or an appeat thereof within the specified time limits, the Union may elect to procsss the grievance to the next step. The time limit in each step may be eutended by mutual written agreement of the Empioyer and the Union in each step. It is agreed by the Union and the Employer that, if a specific grievance is determined by this grievance process, it shall not again be submitted for consideration under any other procedure. It is further understood that if a specific matter is determined by some other _ procedure, it shail not again be submitted for review and arbitration under the procedures set forth in this Article. 15 ARTICLE 79. LEAVES � SECTION 1. APPLYING FOH LEAVES. Applicatio�s for leaves must be submitted i n writing to the Director of Food Service at Ieast forty-five (45) calendar days prior to the proposed start of the leave without pay and shall include the proposed period of the _ Ieave and purpose for the leave. The Director of Food Service wiii repiy to leave requests within fifteen (15) working days after they are received in the Food Service Office. �EC710N 2. SHORT-TERM LEAVES WITHOUT PAY. Short-term speciai leaves without pay, not to exceed two (2) weeks in duration, may be requested and will be considered 6y the Employer subject to the operationaf needs of the Employer and the ability to secure subst+tute help to satisfactori{y maintain the particular assignment of the employee involved. SECTtON 3. LONG-TERM LEAVES WITHO T PAY. Leaves of absence may be requested and are subject to approval of the Director of Food Services. A list of typical leaves is provided below. This list does not cover all possible reasons. • Physical or mental incapacity of the employee to perform their work efficiently, where the granting of a leave will permit the employee to receive treatment enabling them to return to School District service; • Election or appointment ot a full-time, paid position in an organization or union whose members consist largely or exclusively of empioyees of the � School District. • Education or training relating to the employee's regular duties or to prepare the employee for advancement; • Election of the employee to a Schooi District or City of St. Paui position; • Appointment of the employee to an unclassified School District or Gity of St. Paul position; • Disability or injury received in the pertormance of duty not due to the negligence of the employee for the period of the employee is receiving compensation payments trom the School District for temporary partial disabitity or temporary total disability; • Parental leave upon the request of the employee. Subd. 1. For a leave of six (6) months or longer, the employee must provide written notification to the Director of Food Services, indicating his/her specific intent to conclude the leave and be available to return to active service as of the termination date specified in the leave. This written notification must be received by the Director of Food Services no later than two (2) months prior to the originally-scheduied date of the leave termination. Subd• 2. Employees returning from leave wili be pfaced in the next availabie vacancy in their job title. Subd.3. Empioyees who return to service under the provisions of this Section will ' retain their former seniority. 16 ARTICLE 19. �EAVES (continued) SECTfON 4. MILITARY LFAVE. Pursuartt to and within the limits of the requirements � of Minnesota Sfatute § 192.26, emp(oyees shall be granted military leave for up to fifteen (15) days in any calendar year for required military service. SECTION 5. FAMILY MEDICAL LEAVES. Effective February 1, 1994, leaves of absence shall tre grarrted as required under the federai law known as the Family and Medicai Leave Act (FMLA) so long as it remains in force. The Human Resource Department provides procedures. ARTICLE 20. UNIFORMS SECTION 1. '�jrae (3� Subd. 1. The Employer wiii provide iear-f#} uniform pieces to each employae per school year. Selection and composition of uniforms is the Employer's option. 1.1 Employees who work in ihe District Kitchen will be provided five (5) uniform pieces per school year. Subd. 2. The Empioyer wil! provide five (5) uniform pieces at start-up for new � empioyees. Subd. 3. A uniform piece for the purpose of this Article shall be defined as any one of the foliowing items as designated by the Food Service Director for that location: 1 } shirt/tops; 2 ) siacks/pants; 3 } aprons. Employees will have the flexibility to select any combination of uniform pieces each schoot year, so long as the uniform pieces selected are part of the approved uniform for that location. SECl10N 2. An employee who has received uniforms and then terminates employment for any reason after less than six (6) full months of active employment, is obligated to return the uniforms to the School Food Service. If the uniforms are not returned, 90% of their costs will be deducted from the finai paycheck of the terminating empioyee. � i7 ARTIGLE 21. WAGES � SECTI�N 1 . The pay rates shall be those described in Appendix A. SECTION 2 . Subd. 1. Initial Placement on the Salary Schedule When an employee is originally hised or moves from another unit into a title covered by this agreement or moves from one titie covered by this agreement to a different title under this agreement, initial step placement will be conducted as described by Civil Service Rules, unless the labor agreement contains a provision describing an alternative action. The labor agreement supersedes these provisions of Civif Service Rules. A newly hired person regulariy appointed in the Food Service Assistant classification will normally start at the base rate. A newly hired person regularly appointed in other titles covered by this agreement w i I I typically start at the Base Rate for that title. A person appointed on a temporary basis normaliy wiil be paid at the temporary rate. The only exception is for retirees retur�ing to work as temporary employees as described in Appendix A, Wage Schedule Conditions. Subd. 2. Step Placement on the Salary Schedule for a Promotion The Numan Resource Department wili determine the step placement for a promotion from one title in the District to a titie covered by this Agreement. The step placement will be determined by multiplying the hourly rate of pay the person was receiving p r i o r to the promotion by 1.05 (a 5°!o increase). The person will be placed in the new tiife � following promotion at the first salary step that is equal to or greater than the rate caiculated when mult+plying the previous rate by 1.05. For example, if the person was making $10(hr before the promotion, the Human Resource Department would multiply $10/hr x 1.Q5 =$10.50/hr. Then the person wouid be place on the step in the new title that was closest to but not less than $10.50lhr, ub . 3. Salary Step Progression Progression through the steps of a salary range in this contract will be based on the fo�lowing conditions: Empioyees must have received an overall rating of "satisfactory" on their most recent performance evaluation to receive any salary step advancement. Movement to pay columns beyond the base rate will normally occur on the first pay period following the anniversary date of the appointment to the new title, providing that the employee has completed the number of years in the District required for that step. For exampie, an employee hired on September 10, 1997, would move to the two (2)-year step the first pay period following September 10, 1999, and then to the four (4)-year step the first pay period following September 10, 2000. SECTION 3. During the term of this Agreement the Board may at its discretion unilateralfy increase the pay rates provided in Appendix A, to come into compliance with the requirements of the Minnesota Pay Equity Act. ' m ARTICLE 22. DURATION OF AGREEMEM1fT This Agreement shali be in fuli force and effect from Juty 1, 1997 through June 30, 1999, except as otherwise specified herein, and shall automatically be continued from year to year thereafter, urtless a rtew Agreemenf is developed in accordance with the provisions of the Public Employment Labor Relations Act of 1 971 , as amended. Intent to negotiate a new Agreement shall be l�dicated by either pariy providing written notice thereof at least ninety (90) days prior to the termination date set forth herein. FO00 SERVICE PERSONNEL AGREEMENT This Agreement is by and between Independent School Dis2rict No. 625 and Minnesota Teamsters Pubiic and law Enforcement Employees Union Local No. 320, on behalf of Food Service Personnel. !n ful! settlement of 1997-99 negotlations between the herein parties, the parties have adopted this Agreement, which is attached hereto and made a part hereof. It is understood ihat this settlement shall be subject to approva! and adoption by the Board of Education oi Independent Schooi Districi No. 625, as well as ratification by the Unian. INDEPENDENT SCHOOL DISTRlCT NO. 625 i �I,% i � � .�I��/ ""�%2�--' c.; . . . . � Assistant Relations ,✓y.-�� 3% � ss8 Date MINNESOTA TEAMSTERS PUBLIC AND LAW ENFORCEMENT MPLOYEES ON LOCAL NO. 320 Business Agen � Date L_I � - 79 APPENDIX A: WAGES � � t Food Service Assistants EFt-ZC71VE DATE July 1, 1997 July 1, 1998 BASE 2-YR. PuaTE R4TE $8.23 $9.75 $8.43 $9.98 4YR. 6YR. &YR. 10-YR. 16-YR. RA"fE R4TE ft4TE RATE RATE $10.09 $10.33 $10.41 $i0.75 $11.08 $10.66 $11.01 $11.35 t�l : Line Leader Premium A Food Service Assistant working in the District Kitchen who is assigned by the Director of Food Service as Line Leader for a particular function wifl be paid a premium of $.40 (40¢) per hour over hislher reguiar hourly rate while performing ihe Line Leader duties. Line Leader assignment will be made or discontinued at the discretion of the Director of Food Service. Wage Schedule Conditions - Food Service Assistani $11.47 $11.82 Persons working on an occasional basis in the Food Service Assistant classification as temporary, provisional, or substitute empioyees shaff be paid at $7.0� houriy. Effective Aprif 1. 1996 the only exception is for former employees of the Saint Paul Public School Food Service �epartment who retired with at feast five (5) years of District Food Service experience, and who return on an occasional basis in the Food Service Assistant ciassification as temporary or substitute empioyees shaii be paid at the BASE RATE of the Food Service Assistant wage schedule. Persons newly empioyed in the Food Service Assistant ciassitication on a regularly-scheduled basis, shall be paid at the Base Rate until such time as the employee shall have passed the Civil Service examination for the classification, been certified and appointed to a regulariy-scheduled position. Movement to pay columns beyond the base rate shail be based on completion of the specified number of years of continuous regular employment from the date of certificationfappointment. 20 APPENDIX A: WAGES (continued) Baker EFFECTIVE BASE 2-YR. DATE RATE RATE July i, 1997 $11.95 $12.62 July 1, 1998 $12.24 $12.93 Faod Service Supervisor 1 EF�CTIVE &45E 2-YR. DATE RATE RATE Ju(y 1, 1997 $10.67 Juiy 1, 1998 $10.93 Food Service Supervisor 2 EFFECTIVE BASE DATE RATE July 1, 1997 $11.59 July i, 1998 $11.87 Food Service Supervisor 3 EFFECIIVE BASE DATE RATE July t, 1997 $12.87 July 1, 1998 $13.18 $11.28 $17.55 4-YR. 6-YR. RATE RAiE $t3.30 $13.57 $13.61 $13.90 4-YR. 6-YR. R4TE R4TE $11.80 $12.31 $12.08 $12.60 2-YR. 4-YR. 6-YR. RATE RATE RATE $12.3t $12.92 $13.54 $12.60 $13.23 2-YR. 4-YR. RATE R4TE $13.64 $14.25 $13.97 $14.60 $13.86 6-YR_ RATE $14.97 $15.33 8-YR. 10.YR. 16-YR. RATE RATE RA7E $13.89 $14.14 $74.45 $14.23 $14.48 $14.89 8-YR, 70-YR. RATE R4TE $72.62 $13.OS $12.92 $13.39 8-YR. f0-YR. RA7E RATE $13.95 $14.51 $14.28 $14.86 S-YR. 10-YR. R4TE RATE $15.38 $76.05 $15.75 $16.43 i 0 16-YR. RATE $13.77 $14.18 16-YR. RATE $15.32 $15.77 � 76-YR. RATE $7 6.86 $17.37 vlinnQSOta Professional DevelonrneM Pian For School Food Service And Nutrition - Levei 3 Certification Premium When a regufarly (civil service) certified and appointed emptoyee shal! have completed the credii hours required for Levef 3 of the Minnesota Professional Development Pian for School Food and Nutrition and shall have received such certification, tfiat employee shail become eligible for an additional $0.25 (twenty-five cents) per hour premium over and above his/her normal biweekly rate of pay for ali hours on the payroil so long as the emp4oyee maintains a current Level 3 certification. Payment of the $0.25 (twenty-five cents) per hour premium shall become efPective within thirty (30) days after the employee has presented to the Director of Food Service of the Saint Paul Public Schools evidence in writing of his/her completed Levei 3 certification. Empioyees must maintain current Level 3 certification and show evidence of the renewed certificafion to be eligible for continuation of the premium. r , 21 1997-99 MEMORANDUM OF UNDERSTANDING • REGARDING SUMMER SCHOOL SELEGTION FQR MINNESOTA TEAMSTERS LOCAL NO. 320 REPRESENTING FOOD SERVICE PERSONNEL � IJ This Memorandum of Understand+ng is by and between the Board of Education of Indepe�dent Schoo! District No. 625, Saint Paul Public Schools, and Minnesota Teamsters Local No. 320, exciusive representative for food service employees in the Saint Paul Public Schoois. The purpose of this Memorandum is to establish a clear understanding between the parties regarding ihe selection of empfoyees for the School DistricYs summer schoof program, Statement of lntent and Purpose It is the intention of the Empfoyer, during the term of this Memorandum of Understanding to use the foliowing criteria for selection of employees for the summer school food service program: 1) Empioyment date of seniority. 2) Compietion of the probationary period; 3) A satisfactory last performance appraisai. {t is further understood that employees who work in the District Kitchen duri�g the regular school year may apply for summer work onfy in the D'+strict Kitchen; employees who work in the schools may apply for summer work only in the schools. Employees whose assignment during the reguVar schoof year is spiit between the District Kitchen and the schoois may apply for summer work in either tfie District Kitchen or the Schools. Empioyees in other food service groups will continue Yo be eligible for summer work under the provisions outlined above. Alf empfoyees must adhere to sign-up times arxl dates as established by the Director of Food Service. This Memorandum of Understanding shall be effective as of January 29, 1998, and shaf{ expire on June 30, 1999. INDEPENDENT SCHOOL DISTRICT NO. 625 MINNESOTA TEAMSTERS PUBLIC AND LAW E RCEMENT EMPLOYEES UNION LOCAL NO. 320 � GIN�� ct,�t Business Agent �4� I� Date 22 ��w,.� .�!, r y 9� Date INDEX A Additional Work Hours ....................._........ 1 ] C Court Duty .............................................. 13 D Discharge ................................................. 13 Discipline ................................ _.............. I 3 E Emergency Closings And Call In ................. 10 F FairShaze ..................................................2 Family Medical Leaves ............................... 17 Flexible Spending Account .................. _....... 8 Food Manager's Certification ..................12, 21 G Grievance Rcnedure ................................. _ 14 H Holidays ........................ ... _ ............... _..... 3 Hours ........ ..................... .........................4 I Insurancc ................... ..................... _........7 L Layoff _ _ ............... . .............................. 6 Leaves ...... ............. ................ _.............. 16 Line Leader Premium ............. ......... _ _....... 20 Lunch $reaks .......................... ...................5 M Mileage ................................................... I 1 Military Leave .......................................... 17 P Probati ................................................... 5 R Recall ....................................................... b Requests For Change Of Location .. .............. 1 l Retirement Health Insurance ..........................8 Retire After Age 65 ..................................9 Retirc Before Agc 65 ................................8 S Salary Schedule Placement .......................... IS Salary Step Progressiott........._ ................... 18 Seniority .................................................. 6 Severance ... ... .... ... ...... .. ................... ... .. .... 12 Sick Leave .............. ..................................3 Summer School Selection ........................... 22 U Uniforms ......... _........... _ .................... ..... 17 Union Membership ......................................2 V Vacation .................................................... 4 W Wages ....................................... ......... 20.21 Working Conditions .................................. 10 Working Out Of Classification .................... 11 Workshops ............................................... 1 ] � e � - 23 1NDEPENDENT SCHOOL DtSTR1CT lVO. 625 BOARD OF EDUCATfON S7. PAUL PUBLIC SCHOOLS DATE: March 17, 1998 , %� / TOPIC: Approval of Empioyment Agreement Between Independent School District No. 625, Saint Paul Pubfic Schools and Minnesota Teamsters Local No. 320 Representing Food Service Employees A. PERTINENT FACTS: 1) New Agreement is for a two-year period from July t, 1997 through June 30, 1999. 2) Contract changes are as follows: Waoes: Effective July 1, 1997, increase wage schedule an average of 2.46%; add 2¢ to Food Service Supervisor I, II and positions, deleting references to $30 reim6ursement for certification; increase line leader pay to 40r per hour; increase nutrition certification to 25¢ per hour. Effective July 1, 1998, increase wage schedule an average of 2.42°!0. nsura e: Effective January 1, 1998, the insurance premium contribution by the District for single coverage is increased to $185 per month; the District contribution for family coverage is increased to $320 per month. The efigibility waiting period for heafth insurance is reduced from six months to three months. Effective April 1, 1998, for part-time employees, life insurance coverage will increase from $20,000 to $25,OD0 of coverage. Effective January 1, 1999, the insurance premium contribution by the District for single coverage is increased to $190 per month; the District contribution for family coverage is increased to $330 per monih. Retiree Heaith Insurance: Language revised, removing options that created a ta�c liability for employees. Uniform Ailowance: lncreased the number of unHorm pieces provided new employees from three to five; increased uniform allowance for District Kitchen employees from four to five pieces per year. Severance Pav: Employees who retire and have 20 years of service and meet the remainder of eligibiiity requirements wiii receive up to $4,000. 4) The District has 675 employees in this bargaining unit. 5) This request is submitted by Susan Gutbrod, NegotiationslLabor Relations Assistant Manager, Richard Kreyer, NegotiationslLabor Relations Manager; and William A. Larson, Assistant Superintendent, Fiscal Affairs and Operations. B. RECOMMENDATION: That the Board ot Education of Independent School District No. 625 approve and adopt the Agreement concerning the terms and conditions of employment for Sood service employees in this school district; duration of said Agreement is for the period of July 1, 1997 through June 30, 1999. Council File # �-�3 OP` �INAL Presented Referred To Committee Date i 2 3 RESOLUTION CITY OF SAINT PAUL, MINNESOTA Green Sheet # 26 407 /0 RESOLVED, that the Council of the City of Saint Paul hereby approves and ratifies the attached 1997-1999 Agreement between the Independent School Dstrict No. 625 and Minnesota Teamsters Local 320 representing Food Service Personnel. Yeas Na s Absent Benanav � Blakey f Bostrom � Coleman ,/- Harris f Lantry ,/- Reiter � � Adopted by Council: Date �� Adoprion Certified by Council Secretary , � � Approved by Mayor: � Requested by Department of. Office of Labor Relations By: "�.�/t��(��= _ � DEPARTMENT/OFFICE/COUNCIL: DATE INTTIATED Q Q�� a� LABOR RELATIONS 7uly 28, 1998 GREEN SHEET No.: 62407 � o CONTACf PERSON & PHONE: � IxITipLNA7'E miI17n1.mATE JiJLIE KRAUS 266-6513 �.�,Ly� ASSIGN 1 DEPARTMENT DIR. � 4 CITY COUNCIL NUhiBER 2 CITY A7TORNEY CIIY CLERK MUST BE ON COUNCII. AGENDA BY (DATE) FOR BUDGET DIR. FIN. & MG7. SERVICE DIIL ROUTING 3 MAYOR (OR ASST.) � ORDER TOTAL S OF SIGNATURE PAGES_1 (CLIP ALL LOCATIONS FOR SIGNATURE) ncnox �QvES-rEn: This resolution approves the attached 1997-1999 Agreement between Independent School District No. 625 and Minnesota Teunsters Loca1320 representing Food Service Personnel. RECOMMENDATIONS: Approve (A) or Reject (R) PERSONAL SERVICE CON1'RACI'S MUST.ANSWER THE FOLLOWING QUESTTONS: _PLANNING COMMISSION _CML SERVICE COMMISSION 1. Hac this penon/fim� ever worked under a wntract for this department? _CIB COMMITTEE Yes � No STAFF 2. Has this person/firm ever been a ciry employee? _DISIRICT COURT Yes No SUPPORTS WF➢CH COl7NCIL OBJEC7IVE? 3. Does this persoNfirm possess a skill not normaily possessed by any curtent ciry employee? Yes No Explain ail yes answers oo separate sheet and attach to green sheet IlVi1'IATING PROBLEM, ISSUE, OPPOR'I'UNITY (WAo, What, When, Where, Why): �€�+��L�y AU6 0 3 1998 �'��+�'C?R'S OF�')C� ADVANTAGES IF APPROVED: This Agreement pertains to Boazd of Education employees only. DISADVANTAGES IF APPROVED: DISADVANTAGES IF NOT APPROVED: TOTAL AMOUNT OF TRANSACTION: COST/REVENUE BUDGETED: FONDING SOURCE: ACI7VITY NUMBER: FINANCIAL INFORMATION: (EXPLAII� ,�'� �'�='-- a3:'7�' � � �_ ,. I �unc�� r�esearch Car?sr =_=�``�,°�'� `: '_'� AUG � 4 i�� Ui, 3 � ?s98 �� r. :- , � � „�; = �. , �� .�. � INDEPENDENT SCHOOL DISTRICT NO. 625 BOARD OF EDUCATION ST. PAUL PUBLIC SCHOOLS DATE: March 17, 1998 °[ � "�2�� TOPIC: Approval of Employment Agreement Between Independent School District No. 625, Saint Paul Public Schools and Minnesota Teamsters Local No. 320 Representing Food Service Employees � PERTINENT FACTS: 1) New Agreement is for a two-year period from July 1, 1997 through June 30, 1999. 2) Contract changes are as fo{lows: Waaes: Effective July 1, 1997, increase wage schedule an average of 2.46%; add 2r to Food Service Supervisor I, II and positions, deleting references to $30 reimbursement for certification; increase line leader pay to 40¢ per hour; increase nutrition certification to 25¢ per hour. Effective July 1, 1998, increase wage schedule an average of 2.42%. Insurance: Effective January 1, 1998, the insurance premium contribution by the District for single coverage is increased to $185 per month; the District contribution for family coverage is increased to $320 per month. The eligibility waiting period for heaith insurance is reduced from six months to three months. Effective April 1, 1998, for part-time employees, life insurance coverage will increase from $20,00o to $25,000 of coverage. Effective January 1, 1999, the insurance premium contribution by the District for single coverage is increased to $190 per month; the District contribution for family coverage is increased to $330 per month. Retiree Health Insurance: Language revised, removing options that created atau liability for employees. Uniform Allowance: Increased the number of uniform pieces provided new employees from three to five; increased un'rform allowance for District Kitchen empioyees from four to five pieces per year. Severance Pav: Empioyees who retire and have 20 years of service and meet the remainder of eligibility requirements will receive up to $4,000. 4} The District has 675 employees in this bargaining unit. 5) This request is submitted by Susan Gutbrod, Negotiations/Labor Relations Assistant Manager; Richard Kreyer, Negotiations/Labor Relations Manager; and William A. Larson, Assistant Superintendent, Fiscal Affairs and Operations. B. RECOMMENDATION: That the Board of Education of Independent School District No. 625 approve and adopt the Agreement concerning the terms and conditions of employment for food service employees in this school district; duration of said Agreement is for the period of Jufy 1, 1997 through June 30, 1999. � :� � � Q$-'12. 1997 - 99 AGREEMENT between INDEPENDENT SCHOOL DISTRICT NO. 625 Saint Paul Public Schools and :� MINNESOTA TEAMSTERS LOCAL NO. 320 Representing Food Service Personnel July 1, 1997 through June 30, i999 t� _; :,_ � � Saint Pau/ Public Schools L/ F E L O N G L E A R N/ N G � � , . . �� . �, ' , ' , ' ' , . ' � ' � � ' ' � �, , � � , , � , , , � � , , i ' ' , , , , , ' � � � _ , i � ' ' , ' , � ' „ f . , , ' ' , , � � . , , ', ' ' ' , � ,� � ' , i ,� , � . , .. , „ � � - � , . _ , � , . � .� � , � �'� , , � � , ,i � � � � � , � � � � � � , , i , , , � , . , � � � i �' , a' � , . � v, . 'p � � � � � x., � � � � �' Samfi��'aW �ub?►c� �c4roois�� . � , � , � � ,, � , „� - ' ' ' ,,, ' L'f F E L O AI G.��, L E rt R�W / N G �� ' , .. , .� , , , , , , � � � , � „ z � , ' , � � ' � � ,� � . ', , ' , , i � � « A � � , ' , i � i� ,, , � 1NFPA LPUB�tC �L �� S.� U L. SCFl00 S' .�t , � � � lrtde 'endeaE � Sch� ,��isiFrc � No. 625 , �� x P . � � � � , � � � � � � � � � � � �� . Board of Educafion � � .. „ � � �� , - r Ma T orn on Phrlli s Charr To Ga Ion Dittecto FY' h �t , � p m n. � � � � � �� GSeg Fi1�ce ,- VicerChair � ,B'ee'ky NYto�Egomery, �� Dire�tor � � �� ilbett de �la O ,-Cl�e�k �k�l� Oert�+r��, Direct�,r ' � �, Neal Thao ; Treasur�er � � �� , ., m' io , �" Adm is raY n „ , � , t � � � � � �� , , , ., , � , �� _ � Curmen L'. Gaines , Supenntende�t of,School�s ,. � � � � �� ' .. � , � � � �r�, � ��, �- � � ,I' , , ` � , Mawreen A. Flanagan Fxecut�ve„AssisYan � � , � �;� � , � � � � „ � � � ,, � ' � � � � � � � 'Supe,nn�en,'c�ec�t `af �5chooYs � ' , , I. , , , � � �� Mae�E.�Gaskins '' , Q�s�srs�ani Superi�te'ndenf � � � � � � � � � �� Acca�'mia�tii�iry Tec�'�ology � �', � � , and $upPort Se �ces ' , � � �, �. , � „ � � �Will[a A. Larson�� - �i ss�stam�f�'Su nnt de t-��, � � � � R1 A P� �� .,� �� !' ,�,jscal �A�#a��s ar�dr�Op�eratrons�.�'� � � � �Cy R. Yusten Assista�nt'S,upenntentlent ' � ' , �� , 4µ , � .,Teacf�ingiand Leaming , � � � � � � �� i ' �� „ � � � ,� � �� , „ , � „ , � � � , .J „ a �„ . �' , , r , � ,, , � �� . ' � � �� ,- , „ , -� � � � � �� „ ' �� " � . . � � � . • „ � � . � � „ ,, � � � � � � � � . — „ � � „ � � � � � , �, �� ,��, , � � � � � — �_, � � � � � �� : „ � � � ,� � ��', � � � � � � ., „ � . � � � . , �. � , � � � � �� . — � � � �' i ., „ — � „ . . � „ � � r� � " � � � � x , � �� , , , �, � . � „ „ � , . �. �� „ � � �� . � � � � � � � � . �� „ ��, � „� � � � �� '.:,;, i�,i . ° ''• � �s u.-..:.:,dp .n , � o.� �' � �i :�i � � ii ,h� �, I� i �i � ._ , ,. � , 1.Th.a..l „ ,. �. ��s�:�iii�d � �rn. �i,il �C'.� .� �i �� . �� n�il,i �J ART CLE CONTENTS NEGOTIATED TERMS AND CONDITIONS OF EMPLOYMENT PAGE Article 1. Definition of Agreement .................................................................................1 Article Recognition .....................................................................................................1 Article 3. Check Off, Fair Share .....................................................................................2 Article 4. Mainte�ance of Standards ............................................................................... 2 Article 5. Non-Discrimination, Affirmative Action ......................................................2 Article Holidays ..........................................................................................................3 Article Sick Leave ....................................................................................................... 3 Articfe Hours ..............................................................................................................4 Article9. Vacations ......................................................................................................... A Article10. Lu�ch Breaks ..................................................................................................5 Articfe 11. Civil Service Examinations and Probation ....................................................5 Artic�e 12. Seniority, Layoff and Recall ..........................................................................6 � Article 13. Insurance Benefits .........................................................................................7 Article 14. Working Conditions ......................................................................................1 0 Article Severance .....................................................................................................1 2 Article Court Duty ....................................................................................................1 3 Article 17. Discipline and Discharge ..............................................................................1 3 Articfe 18. Grievance Procedure ....................................................................................1 4 Article19. Leaves ...........................................................................................................16 Article Uniforms ......................................................................................................i 7 Articie Wages ............................:...............................................................................1 8 Articfe 22. Duration of Agreemeni .................................................................................1 9 Appendix Wages ....................................................................................................2 0- 2 1 Memorandum of Understanding: Summer School Selection .............................................2 2 • Index ..................................................................................................................................2 3 � � ARTICLE 1. DEFINITiON OF AGREEMENT � SECTIQN 1. PARTIES. This Agreement is entered into between the Board of Education, Independent School District No. 625, Saini Paul, Minnesota, hereinafter referred to as the Board of Education, and Minnesota Teamsters Public and Law Enforcement Empioyees Union, Local No. 320 (certified in Case No. 81-PR-268-A on Decem6er 5, 1980, by ' the Director of Bureau of Mediation Seroices as the exclusive representative), hereinafter referred to as Locai No. 320, pursuant to and in compliance with the Public Empioyment Labor Relations Act of 1971, as amended, to set forth the terms and • conditions of employment. SECTION 2. PURPOSE. The purpose of this Agreemeni is to promote orderly and consfructive relationships between the Board of Education, the employees of this unit, and Local No. 320. ARTICLE 2. RECOGNITION SECTION 1. The Board of Education recognizes Locai No. 320 as the certified exclusive representative for the following unit: All food service personnel in the tities contained in this Agreement who . are employed by IndependenY School District No. 625 and who are public employees as defined by PELRA. SECTION 2. The Board of Education agrees that so long as Local No. 320 is the exclusive representative in accordance wiih the provisions of PELRA, and as certified by the Bureau of Mediation Services, State of Minnesota, for all personnel defined i n Section 1, of this Article, that it will not meet arid negotiate with any other labor or employee organization concerning the terms and conditions of employment for this unit. � 1 ARTiCLE 3. CHECK OFF, FAIR SHARE � � SECTION 1. The Employer agrees to deduct the Union membership initiation fee assessments and once each month dues from the pay of those empioyees who individually request in writing that such deductions be made. The amounts to be deducted shall be certified to the Employer by a representative of the Union and the aggregate deductions of ali empfoyees shafl 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 possibie. SECIION 2. Any present or future empioyee who is not a Union member shall be required to contribute a fair share fee for services rendered by the Union. Upon notification by the Union, the Employer shall check off said fee from the earnings of the empfoyee and transmit ihe same to the Union. In no instance shail the required contribution exceed 85% of the Union membership dues amount. This provision shall remain operative oniy so long as specifically provided by Minnesota law. In the event there is a change in the law permitting the Union to assess an amount i n excess of 85°Io of regular membership dues, ihe fuil amount permitted by law may be assessed by the Union. SECTION 3. The Union will indemnify, defend, and hold the School District harmless against any claims made and against any suits instituted, and any orders or judgments issued against the School District, their officers or employees, by reason of negligence of the Union in requesting or receiving deductions under this Article. ARTICLE 4. MAINTEfVANCE OF STANDARDS SECTION 1. The Employer agrees that ail conditions of employment relating to wages, work, overtime diiferentials, vacations, and general working conditions shall be maintained at not less than the highest minimum standard as set forth in the Civil Service Rules of the City of Saint Paul (Resolution No. 3250) at the time of signing of this Agreement, and the conditions of employment shall be improved wherever specific provisions for improvement are made elsewhere in this Agreement. ARTIGLE 5. NOfV-DISCRIMINATIQN, AFFIRMATIVE ACTION SECTION 1. Neither the Union nor the Empfoyer shall discriminate againsT any employee because of Union membership or non membership, or because of race, color, sex, religion, national origin or political opinion or affiliations. SECTION 2. AFFIRMATIVE AG�ION. None of the provisions . be interpreted or implemented so as to be in conflici with or DistricYs Affirmative Action Program as adopted by the Board.' *Effective March 22, 1984 of this Agreement shali cause violation of the 2 ARTICLE 6. HOLIDAYS SECTION 1. Reguiar or provisional employees working under the tities covered by , this Labor Agreement, shal! be eligibie for six (6) holidays with pay (Labor Day, Thanksgiving Day, Friday foliowing Thanksgiving, Martin Luther King Day, Presidents' Day, and Memorial Day), and in accordance with the fotlowing rules. To be e�igibie for ho(iday pay, empioyees must have been compensated for all scfieduled hours of their last scheduled workday before the holiday and tor their first schedule workday following the holiday. If one of the above listed holidays falis on a day when school is in session, then the Food Service Director shall designate another day when schooi is not in session, as a paid holiday. Ail employees wii! be expected to work on all days when school is in session, except when on approved leave. Hoiiday pay will be paid on the basis of the employee's regularly-scheduled number of hours in the workday. ARTICLE 7. StCK LEAVE SECTION 1. ELIGIBiLITY Subd. 1. Sick leave shall be provided for the Baker, Food Service Supervisor 1, Food � Service Supervisor 2, and Food Service Supervisor 3 ctassifications. Subd. 2. Sick Leave for Food Service Assistants 2.1 Food Service Assistants who work a minimum of eight (8) hours per day shall begin accruing sick leave upon completion of one (i) year of employment. 2.2 Food Service Assistants who have been employed as regularly-certified or provisional Civil Service employees in the classification of Food Service Assistant for at Ieast two {2) years and who have been regularly assigned three (3) hours or more per workday for the three (3) preceding months shall begin accruing sick leave. SEC�fION 2. ACCRUAL. E(igible employees shafi accrue sick Ieave af the rate of .0576 per hour ior each full hour paid, excluding overtime. tn no case shall leave with pay be granted in anticipation of any future accumulation. � SECTION 3. REPORTING. All employees shall report sick Ieave as required in the Food Service Procedure Manual. � 3 ARTICLE 7 � SECTION 4. SICK LEAVE (continued) Sick leave may be used for any of the foilowi�g reasons: 1. Sickness or injury of the employee; 2. Death of the empfoyee's mother, faiher, spouse, child, brother, sister, - mother-in-law, father-in-law or other person who is a member of the household; 3. Time necessary for office visits to physicians, dentists or other heafth care personnel; or 4. In the case of sudden sickness or disability of a household member, up to four (4) hours for any one (1) instance. SECTION 5. SICK LEAVE CON1/ERSION. Accumulated sick feave in excess of one hundred eighty (18�) days may be converted to vacation at the rate of two (2) days sick leave for one (1) day vacation up to a maximum of five (5) days vacation time. Vacation is to be paid on the basis of regularly scheduled hours per day. ARTICLE S. HOURS SECl10N 1. This Section is intended to only define the normaV hours of work and to provide the basis for the calculation of overtime pay. Nothing herein shall be construed as a guarantee of hours of work per day or per week. SECTfON 2. Overtime is to be paid at the rate of time and one-half (1-1J2) for ail ;� hours worked in excess of forty (40) hours per week. Overtime compensation due the employee shall be paid at the rate herein cited or by granting compensatory time on a time and one-half (1-1f2) basis if mutually agreed to by the Disirict and the empioyee. ARTICLE 9, VACATIONS I Subd. 1. Employees who are assigned to the District Administration Complex on a twelve (12)-month, full-time basis are eligibfe for vacation. Vacation credits sha11 accumulate at the rates shown below for each fuli hour on the payroll, excluding overtime: Years of Service Haurs of Vacation 1st year through 5th year .0385 (80 hours) 6th yearthrough 15th year 0576 {120 hours) 16th year through 25th year .0808 (168 hours) 26th year and thereafter .084i (175 hours) Calculations shall be rounded off to the nearest hour. Estimated hours shown above are based on a 2,080 work year. Subd• 2. An empioyee may carry over one hundred twenty (120) hours of vacation into the tollowing "vacation year." Subd.3. For the purpose of this Article, the "vacation year" shall be January 1 through December 31. Sudb. 4. The scheduling of vacation is suaject to approval of the employees supervisor. � ARTICLE 1 0. LUNCH BREAKS SECTION 1. All employees are entiiled to a duty-free lunch break of thirty { 3 0) minutes without pay, at a time assigned by the manager. ARTICLE 1 1, C�VIL SERVICE EXAMINATIONS AND PROSATION SECTION 1. CIVIL SERVICE EXAMINATIONS. Notice of Civil Service (Personnel) Exam+nations for positions in the food production and service functions shail be posted i n the kitchen in each work iocation no later than five (5} working days before the closing date for examination, subject to the timely receipt of information. SECTION 2. PROBATION. The probationary period shall be twelve (12) consecutive months from the date of appointment for positions in the tiile Faod Service Assistant. The probationary period, whether original or promotianal appointment, for ail other titles covered by this Agreement shaii be six (6} consecutive calendar months from the date oi appointment excluding holidays, school breaks, and leaves of absence. � Extended absences of any kind lasting one month or more in duration shall not he credited when calculating time towards the compietion of either the original or promotional probationary period. If the employee's service is found unsatisfactory by the Director of Food Service during � the period of originai appointment probation, the probationary employee may be discharged at the discretion of the Direcior of Food Service, prior to the erxi of the original probationary period. If the employee's service is found unsatisfactory by the Director of Food Service during the period of promotiona! appointment probation, the probationary employee shall be reinstated, at the discretion of the Director of �ood Service, to hislher former position or to a position to which he/she might have been transferred or assigned prior to the promotion, prior to the end of the promotiona! probationary period. Discharge or reinstatement to a lower level position during or at the conclusion of the probationary period stated in this Section 2 is not grievable under Article 5, nor is i t subject to other appeal. � � ARTICLE 12. SENIORITY, LAYOFF AND RECALL (Effective January 1, 1993) . SECTION 1 SENIORITY Subd. 1. Seniority, for the purpose of this Article, shall be defined as foflows; DISTRICT-WIDE SENIORI7Y is the length of continuous, regular, and probationary service with the Employer from the date an empfoyee was first certified and appointed to any class title covered by this Agreement, it being further understood that district-wide 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 district-wide seniority shail be determined By the employee's rank on the eligible list from which the certification was made. BUILDING SENIORITY is the length of continuous, regular and probationary service with the Employer irom the date an employee's tirst day of work at one specific school district facility in a certified and appointed position in a class title covered by this Agreement, it being further understood that building seniority is confined to the current class assignment held by an empioyee. In the event an employee requests voluntary transfer and is then transferred from one location to another, the employee shall begin to accrue building seniority at the new location based on the date of assignment to the new location. in the event an employee is involuntary transferred from one location to another (or laid off and recalled to a different location), the employee shall carry forward to the new assignment the seniority date held prior to the transfer. � In cases where two or more employees are assigned to the same location in the same class title on the same date, the empioyee with the greater district-wide seniority shall be determined to have grester building seniority. ub .. Seniority shali terminate when an employee retires, resigns or is discharged. �ECTION 2 LAYOFF Subd. 1. In the event it is determined by the Employer that it is necessary to reduce the workforce, employees will 6e laid off by class title based on inverse length of building seniority in that class title. bd. 2. Whenever possible, two (2) weeks of notice shall be given to any employee laid off. SECTION 3. RECALL. Recall from layoff shall be in order of greatest district-wide seniority, except that recall rights shatl expire after sixteen (16) months of layoff. Any employee is eligible for recall to any position in his/her titie at any location, so long as the work hours do not exceed the employee's regularfy scheduled hours prior to the layoff. Any employee who refuses an offer of recall at any location shaii torfeit ail further rights to recall. � It is understood that a recalled employee wiN pick up hisfher former seniority dates i n any ciass of positions covered by this Agreement and previously heid. 0 ARTICLE 13 SECTION 1. INSURANCE BENEFITS ACTIVE EMPLOYEE INSURANCE Subd. 1. Active Em�loyee Health insurance. Health and Welfare benefits shall 6e provided in the form of premium contributions for eligible employees under the plan offered by independent School District tJo. 625 for Civil Service personnel. Employees selecting a plan offered by a Health Maintenance Organization agree to accept any changes in benefits which the liealth Maintenance Organization implements. Subd.2. Eligible empioyees. Employees who become eiigible for medical and life coverage, shall be considered full-time if regularly assigned more than six (6) hours per day, and haif-time if reguiariy assigned four (4} fo six (6) hours per day. 2.1 For eligible half-time employees who elect medical and life coverage, the Empioyer wifl contribute one half (112) of the amount availatale for full-time employees electing such coverage. 2.2 Effective April 1, 1998, 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's contribution of premium cost for insurance provided herein. Subd. 3. Active Emnloyee Medical fnsurance Employer Contribution 3.1 The Employer agrees to contribute to the premium cost of employee hospital and medical coverage up to $180 per month for each full-time employee who is eligible and eiects such coverage; or up to $310 per month for each full-time employee who is eligible and etects such coverage. 3.2 Effective January 1 1 998, the Empioyer agrees to contribute to the premium cost of hospitai and medical coverage up to $185 per month for each full-time employee who is eiigible and elects employee coverage; or up to $320 per month for each full-time employee who is eligible and elects family coverage. 3.3 Effecfive January 1 1 999 the Employer agrees to contribute to the premium cosf of hospita! and medica! coverage up to $190 per manth for each fuli-time employee who is eligible and elects employee coverage; or up to $330 per month for each ful�-time employee who is eligibie and elects family coverage. Subd. 4. Active Employee Life insurance. The Employer agrees to contribute to the cost for $20,000 of life insurance coverage up to $5.10 per month for each employee who is eligible for such coverage. 4.1 Effective Apri! 1, 1998, the employer agrees to contribute to the cost of $25,000 of life insurance coverage up to $5.10 per month for each employee who is eligible for such coverage. 4.2 The amount of life insurance specified in Subd. 4.1 shail be reduced to $5,000 coverage upon early retirement and shall continue until the early retiree reaches age sixty-five (65), at which time alI employer paid life insurance shall be terminated. • � _ 7 ARTICLE 13. INSURANCE BENEFITS, Section 1. (continued) r 1 �J Subd. 5. Pavroll Deductions. Any premium costs in excess of the amounts stated above shall be paid by the empioyee, by means of payroll deduction. Subd. 6. Flexibie S ep nding Account. It is the intent of the Empfoyer to maintain during the term of this Agreement a pla� for medical and child care expense accounts to 6e available to active employees in this bargaining unit who are eligibfe for Employer-paid premium contribution for health insurance for such expenses, within the established iegal regulations and IRS requirements for such accounts. SECTION 2 RETIREMENT HEALTH INSUR,4NCE uS 6d. 1. Benefit Eliqibility for Employees who Retire 6efore Aye 6 5 1.1 Emolovees hired into District service before January 1 1996, must have completed the following service eligibility requirements with Independent School District No. 625 prior to retirement in order to be eligible for any payment of any insurance premium contribution by the District after retirement: A Be receiving pension benefits from PERA, St. Paul Teachers Fetirement Association or other public employee retiree program at the time of retirement and have severed the empioyment relationship with fndependent School District 625; � L'-� Must be at least fifty-five (55) 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; Must have completed at least thirty (30) years of service, or; E. Must have compfeted at least twenty (20) consecutive years of service within Independent School District No. 625 immediately preCeding retirement. Years of regular service with the City of Saint Paul will continue to be counted toward meeting the service requirement of this Subdivision 1.1 B, C or D, but not for 1.1 E. 1.2 Employees hired i�to District service after January 1 i 996 must have completed twenty (20) years of service with Independent School District fVo. 625. Time with the City of Sa+nt Paul will not be counted toward this twenty (20)-year requirement. 1.3 Eligibility requirements for a�f retirees: A. A retiree may not carry hislher spouse as a dependent if such spouse is � a�so an Independent Schooi District No. 625 retiree or �ndependent School District No.625 employee and eligible for and is enrolled in the independent School District No. 625 health insurance program, or in any other Employer-paid health insurance program. 8 ARTiCLE t 3 Q C. INSURANCE BENEFITS, Section 2. (continued} Additional dependents beyond those designated to the District at the time ofi retirement may not tae added at District expense after retirement. The empioyee must make appfication through District procedures prior fo the date of retirement in order to be eligible for any benefits provided i n this Section, Subd. 2. EmploXer Contribution Levels for Empioyees Reiiring Before Age 6 5 2.1 Health Insurance Empioyer Contribution The District wili for fhe period of this Agreement provide empfoyees who meet the eligibitity requirements for health insurance in 1.1 or 1.2 above, who ret+re 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 heaith insurance for sing(e o r family coverage by that carrier, for an employee under this Agreement, in 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 empioyee's date of retirement shali constitute the limit on future contributions. Any employee who is receiving family coverage premium contribution at date of retirement may not later claim an increase in the amount of the Employer obligation for single coverage premium contributions to a carrier after deieting family coverage. 2.2 Life Insurance Employer Contribution The District wiil provide for early retirees who qualify under the conditions of 1.1 or 12 above, premium contributions for eligible retirees for $5,000 of life insurance oniy until their 65th birthday. No iife insurance will be provided, or premium contributions paid, for any retiree age sixty-five (65) or over. Subd.3 Benefit El�ibility for EmployeesAfter Age65 3.1 Empfoyees hired into the District before Januarv 1 1 996 who retired before age 65 and are receiving benefits per Subd. 2 above are eligible, upon reaching age 65, for employer premium contributions for health insurance described i n Subd. 4 of this Article. 3.2 EmploKees hired into the Disirict before January 1 1 996, who reiire at age 6 5 or older must have completed the service eligibility requirements in Subd. 1 to receive District contributions toward post-age-65 health insurance premiums. 3.3 Em�loXees hired on or after January 1 1 996, shali not have or acquire in any way any eligibility for Employer-paid health insurance premium contribution for coverage in retirement at age sixty-five (65) and over in Subd. 4. Employees hired on or after January 1, 1996, shall be eligible tor only earlv retirement insurance premium contributions as provided in Subd. 2 and Deferred Compensation match in Subd. 5. � � � F:] ARTICLE 1 3. INSURANCE BENEFITS, Section 2. {continued) r 1 �J bd. 4. Empioyer Contribution Levels for Emqioyees After Aae 6 5 4.1 Empfoyees hired into the District before January 1. 1996, who meet the eligibility requirements in Subdivisions 3.1 and 3.2 of ihis Articie are eligible for premium contributions for a Medicare Supplement health coverage policy selected by the Disirict. Premium contributions for such policy wil! not exceed: Coverage Tv�e Medicare Eligible Non-Medicare Eligi6ie Sin fe $300 per month $400 per month Famiiv $400 per month $500 per mo�th 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 wiff be discontinued. �� U / Subd.5• Em�Lo�ees hired after January 1. 1998, after completion of three (3} fulf years of consecutive active service in Independent School pistrict No. 625, are eligibie to participate in an employer matched Minnesota Deferred Compensation Plan. Upon reaching eligibility, the District will match up to $500 per year of consecutive active service, up to a cumulative lifetime maximum of $12,500. Part-time employees working half-time or more will be efigible for up to one half (50°fo} of the available District match. Approved non-compensatory leave shaii not be counted in reaching the three (3) tuli years of consecutive active service, and sha1l not be considered a kreak i n service. Time worked in the Gity of Saint Paul wiil not be counted toward this three (3)-year requsrement. Federal and state rules governing participation in the Minnesota Deferred Compensation Plan shall apply. The employee, not the District, is sofeiy responsibfe for determining hislher total maximum ailowable annual contribution amount under IRS reguiations. The employee must initiate an application to participate through the DistricYs specified procedures. ARTICLE 14. WORKING CONDITIONS SECTION 1. ENiERGENCY CLOSINGS AND CALL I N Subd. 1. If it becomes necessary or desirable to close a school as a result of an emergency, the effort shall be made to notify empioyees not to come to work. Empioyees not notified who report for work shall be granted two (2) hours' pay at their regular rate. Subd. 2. An employee who is expected to come to work on a regular workday, or who i s cailed i� to work at another time, shall receive a minimum pf two (2) hours straight time pay for the work. i[i] ARTICLE 14. WORKING CONDITIONS (continued) �ECTION 2. WORKSHOPS. Employees in the Food Service program ordered by the Food Service Director to attend Food Service workshops shali be reimbursed for the tuition of the workshop and the normal hourly rate for the time spent in the workshop. SECTION 3. MILEAGE. When an employee is required and authorized by the proper supervisor to use his or her personal vehicle in the interest of the Employer (i.e., trips to the bank, grocery store, etc.) mileage reimbursement will be paid at the current School District rate, and by the approval of the Food Service Director. SECTfON 4. WORKING OIIf OF CLASSIF(CATION. Employer shail avoid, whenever possible, working an employee on an out-of-class assignment for a prolonged period of time. Any empioyee working an out-of-class assignment for a period in excess of fifteen (i5) working days during any fiscal year of employment shall receive the rate of pay for the out-of-class assignment in a higher classification not later than the sixYeenth day of such assignment. For purposes of this Articie, an out-of-ciass assignmenf is defined as the fuli-time performance of all of the significant duties and responsibilities of a classification by an individual in another classification. For the purposes of this Article, the rate of pay for an out-of-class assignment shali be the same rate the empioyee would receive if he/she were promoted to the higher classification. SECTION 5. ADDITION OF REGULARLY SCNEDULED WORK HOURS. Whenever regulariy-scheduled hours are added to an existing Food Service Assistant posiiion, the Food Servica Assistant with the greatest building seniority regularly employed in that kitchen or facility will be first offered the additional work hours, if that Food Service Assistant is tisted for such consideration. ubd. 1. To be listed for additional hours consideration, a Food Service Assistant must indicate in writing, at the start of the school year, to the Director of Food Service or to the designated immediate supervisor, the intention to be available for such additional work time. Subd. 2. If a Iisted Food Service Assistant refuses additional regularly-scheduled work time, the Director of Food Service or designated immediate supervisor may remove that Food Service AssistanYs �ame from the listing. Subd.3. A reduction in regularly-scheduled hours to a position covered by this Agreement sha�I not be considered a layoff, and is not subject to the provisions of Article 8, Layoff and Recall. SECTION 6. REQUES7S FOR CHANGE OF LOCATION. Employees who wish to be considered for reassignment to another location should submit a written request to the office of Director of Food Service by April i of any year. The request shouid specify the (ocation or area the employee prefers. i � - 11 ARTICLE 14. WORKING CONDITIONS (continued) � SECTION 7. FOOD MANAGER'S FOOD SAEETY CERTIFICATION Food Service Su�ervisor 1 or 2. The District may determine that it is necessary to have Food Service Supervisor 1 or 2 titfes covered by this Agreement maintain the o Saint Paul Manager's Certification (or a State of Minnesota Certification if regulation changes } as a requirement for hold'tng these positions. The test or tests for the Sa+nt Paul Food Manager's Certification (or a State of Minnesota Certification if regulation changes) will be taken on employee's time. Food Service Supervisor 3. The parties recognize and acknowiedge thai the 5aint Paul Food Manager's Certification (or a State of Minnesota Gertification if regulation changes) is a requirement for holding a position in the Senior High Food Service Supervisor and Food Service Supervisor 3 titie covered by this Agreement, and wiil be a requirement prospectively for new appointees as well. The test or tests for the Saint Paul Food Manager's Certification (or a State of Minnesola Certification if regulation changes) will be taken on employee's own time. ARTIC�E 15. SEVERANCE Subd. 1. The Employer shall provide a severance pay program as set forth in this Article. Subd. 2. Payment of severance pay shali be made within the tax year of the retirement as described in Business Office Rules. To be eligibfe for the severance pay program, the � employee must meet the following requirements: 2.1 The employee must be fifty-five (55) years of age or older or must be eligible for pension under the "Rule of 90" provisions of the Public Employees Retirement Association (PERA). 2.2 The employee must be voluntarily separated from Schooi Disirict employment or have been subject to separation by layoff or compulsory retirement. Those employees who are discharged for cause, misconduct, inefficiency, incompetency or any other disciplinary reason are not eligible for this severance pay program. 2.3 The empioyee must have at least twenty (20) calendar years of consecutive service under the classified or unclassified Civil Service at the time of separation. For 1he purpose of this articfe, employment in either the City of Saint Paul or in Independent School District 625 may be used in meeting this twenty (20)-year service requirement. 2.4 The employee must file a waiver of re-employment with the Director of Human Resources, which will cfearly indicate that by requesting severance pay, the employee waives all claims to reinstatement or re-employment (of any type) with the City of Saint Paui or with lndependent School District No. 625. 2.5 The employee must have accumulated a minimum of four hundred and eighty (480) hours of sick leave credits at the time of separation of service. Subd. 3. if an employee requests severance pay and if the empioyee meets the efigibility � requirements set forth above, he or she will be granted severance pay in an amount equai to one-haff (1/2) of the hourly rate of pay for the position held by the employee on the date of separation for each hour of accrued sick leave, subject to the maximum amount of severance in Subd. 4. of this Article. 12 ARTICLE 15. SEVERANCE (continued) Subd.4. The maximum amount ot money that any employee may obtain through this . severance pay program is $4,000. Subd. 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 all of the requirements set forth above at the time of his or her death, payment of the severance pay may be made to the employee's estate or spouse. Subd. 5. For the purpose of this severance pay program, a transfer from Independent School DisYrict No. 625 employment to City of Saint Paul employment is not considered a separation of employment, and such transferee shall not be eligible for this severance program. ARTICLE 16. COURT DUN SECTiON 1. Any employee who is required to appear in court as a juror or as a subpoenaed witness shall be paid his/her regular pay while so engaged, uniess the court duty is the resuit of litigation undertaken by the employee or the Union against the Employer. Any fees that the employee shall receive from the court for such service shali be paid to the Employer. Any employee who is scheduled to work a shift other than the normat daytime shift, shall be rescheduled to work the normal daytime shift during such time as he/she is required to appear in court as a juror or witness. � ARTlCIE 17. DISCIPLWE AND DlSCHARGE SECTION 1. The Employer shatl have the right to impose discipiinary actions on employees for just cause. SECTION 2. Disciplinary actions by the Employer shall include only the following actions: ( t ) Orai reprimand; ( 2 ) Written reprimand; ( 3 ) Suspension; ( 4 ) Demotion; ( 5 } Discharge. SECTION 3. Empfoyees who are suspended, demoted or discharged shall have the right to request that such actions be reviewed through the provisions of Article 5, Grievance Procedure of this Agreement. This provision is not intended to abrogate rights of veterans pursuant to statute. SECTION 4, Discharges will be preceded by a five {5} day preliminary suspension without pay. During said period, the employee and/or Union may request, and shali be enfitled to a meeting wifh the Employer representative who initiated the suspension with intent to discharge. During the five (5) day period, the Employer may affirm the - suspension and discharge in accordance with the Personnel Ruies or may modify, o r withdraw same. 13 ARTfCLE 18. GRIEVANCE PROCEDURE � SEC710N 1. This grievance procedure is established to resotve any specific dispute beiween the employee and the School District concerning, and limited to, the interpretation or application of the provisions of this Agreement. SEC710N 2. An employee presenting a grievance may elect to be represented by an appropriate Union representative. At Step 1 or°Step 2 of the grievance procedure the � employee may choose to present his/her gr+evance without being represented by a Union representative, provided, however, that the Union representative shall be notified af the adjustment or settlement of any Step 2 grievance and provided further that any adjustment or settiement shall not be inconsistent with the terms of the Agreement. SECTION 3. It is recognized and accepted by the Union and the Employer that the processing of grieva�ces as hereinafter provided is limited by the job duties and responsibilities of the employees and shali therefore be accomplished during normal working hours when consistent with such employees' duties and responsibilities. The aggrieved employee and a Union representative shall be allowed a reasonable amount of time without loss of pay when a grievance is investigated and presented to the Employer during norma! working hours provided that the employee and the Union representative have notified and received the approvai of designated supervisor and provided that such a6sence is reasonahie and would not be detrimeMal to the work programs of the Employer. It is understood that the Employer shall not use the above limitation to hamper the processing of grievances. � SECT{ON 4, A grievance shall be resolved in the following manner: Subd. 1. (Step i) Any employee claiming a specific disagreement concerning the interpretation or appfication of the provisions of this Agreement shall, within twenty (20) working days of its first occurrence or within ten (10) working days of the time the employee reasonably should have had knowledge of the occurrence, whichever is later, discuss the complaint orally with the representative designated by the Director of Food Service. The representative of Director of Food Service shail attempt to adjust the compiaint at that time. Sub. 2. (Step 2) A grievance not resolved in Step 1 and appeafed to Step 2 shali be placed in writing setting forth the nature of the grievance, the facts on which it is based, the provision or provisions of the Agreement allegedly violated, the remedy requested, and shail be appealed to Step 2 by the empioyee within fifteen (15) working days after the Employer-designated representative's fina� answer in Step 1. Any grievance not appealed in writing to Step 2 by the employee within fifteen (15) working days shall be considered waived. 1f appealed, the written grievance shall be presented by the employee and the Union and discussed with the Director of School Food Service (or representative designated by the Superintendent). The Director of School Food Service shafl give the Union the Empioyer's Step 2 answer in writing within ten (10) working days foliowing the presentation. Any grievance not appealed in writing to Step 3 by the employee and the Union within ten (10) working days after receipt of the Empioyer's rep�y shali be considered waived. I� 14 ARTICLE 18. GRIEVANCE PROCEDURE (continued) Subd.3. (Step 3) if appealed, the written grievance shaii be presented by the � Union and discussed at an informa! meeting within ten (10j working days of receipt of the written grievance, with the Superintendent of Schools or his representative. The Empfoyer-designated represeniative shall give the Union the Employer's answer in writing within ten {10) working days afier the review meeting. A grievance not ' resolved in Step 3 may Be appealed in writing to Step 4 by the Union within ten { 1 0) working days following the Employer-designated representative's final answer in Step 3. Any grievance not appealed in writing fo Siep 4 by the Union within ten (1 0) working days shall be considered waived. Subd, 4. (Step 4) A grievance unresolved in Step 3 and appealed to Step 4 by the Union shail be submitted to arbitration subject to the provisions of the Pubfic Employment Labor Relations Act of 1971 as amended. If a mutually-acceptable arbitrator cannot be agreed upon, the sefection of an arbitrator shall be made i n accordance with the procedures of the Minnesota Bureau of Mediation Services, if the Urtion so requests within the specified ten (10) days. SECTION 5. The arbitrator shall have no right to amend, modify, nuliify or ignore the terms and conditions of this Agreement. The arbitrator shaii consider and decide only the specific issue(s) subm+tted in writing by the Empioyer and the Union, and shail have no authorify to make decisions on any other issue not so submitted. The arbitrator shali be without power to make decisions contrary fo or inconsistent with or modifying or varying in any way the application of laws, rules or regulations having the force and effect of taw. The arbitrator's decision shail be submitfed in writing, � copies to both parties and the Bureau of Mediation Services within thirty (30) days following the close of the hearing or the submission of briefs by the parties, whichever be later, unless the parties agree to an extension. The decision shali be binding on both the Employer and the Union and 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 fees and expenses for the arbitrator's services and proceedings shal! be borne equally by the Employer and the Union, provided that each party shall be responsible for compensating its own witnesses. If either party desires a verbaiim record of the proceedings, it may cause such a record to be made, providing it pays for the record. I f bath parties desire a verbatim record of the proceedings, the cost shaif be shared equa(ly. it a grievance is not presented within the lime limits sei forth above, iY shail he considered waived. If a grievance is not appealed to the next step within the specified time limit or any extension thereof, it shail be considered settled on the basis of the Employer's last answer. !f the Employer does not answer a grievance or an appeat thereof within the specified time limits, the Union may elect to procsss the grievance to the next step. The time limit in each step may be eutended by mutual written agreement of the Empioyer and the Union in each step. It is agreed by the Union and the Employer that, if a specific grievance is determined by this grievance process, it shall not again be submitted for consideration under any other procedure. It is further understood that if a specific matter is determined by some other _ procedure, it shail not again be submitted for review and arbitration under the procedures set forth in this Article. 15 ARTICLE 79. LEAVES � SECTION 1. APPLYING FOH LEAVES. Applicatio�s for leaves must be submitted i n writing to the Director of Food Service at Ieast forty-five (45) calendar days prior to the proposed start of the leave without pay and shall include the proposed period of the _ Ieave and purpose for the leave. The Director of Food Service wiii repiy to leave requests within fifteen (15) working days after they are received in the Food Service Office. �EC710N 2. SHORT-TERM LEAVES WITHOUT PAY. Short-term speciai leaves without pay, not to exceed two (2) weeks in duration, may be requested and will be considered 6y the Employer subject to the operationaf needs of the Employer and the ability to secure subst+tute help to satisfactori{y maintain the particular assignment of the employee involved. SECTtON 3. LONG-TERM LEAVES WITHO T PAY. Leaves of absence may be requested and are subject to approval of the Director of Food Services. A list of typical leaves is provided below. This list does not cover all possible reasons. • Physical or mental incapacity of the employee to perform their work efficiently, where the granting of a leave will permit the employee to receive treatment enabling them to return to School District service; • Election or appointment ot a full-time, paid position in an organization or union whose members consist largely or exclusively of empioyees of the � School District. • Education or training relating to the employee's regular duties or to prepare the employee for advancement; • Election of the employee to a Schooi District or City of St. Paui position; • Appointment of the employee to an unclassified School District or Gity of St. Paul position; • Disability or injury received in the pertormance of duty not due to the negligence of the employee for the period of the employee is receiving compensation payments trom the School District for temporary partial disabitity or temporary total disability; • Parental leave upon the request of the employee. Subd. 1. For a leave of six (6) months or longer, the employee must provide written notification to the Director of Food Services, indicating his/her specific intent to conclude the leave and be available to return to active service as of the termination date specified in the leave. This written notification must be received by the Director of Food Services no later than two (2) months prior to the originally-scheduied date of the leave termination. Subd• 2. Employees returning from leave wili be pfaced in the next availabie vacancy in their job title. Subd.3. Empioyees who return to service under the provisions of this Section will ' retain their former seniority. 16 ARTICLE 19. �EAVES (continued) SECTfON 4. MILITARY LFAVE. Pursuartt to and within the limits of the requirements � of Minnesota Sfatute § 192.26, emp(oyees shall be granted military leave for up to fifteen (15) days in any calendar year for required military service. SECTION 5. FAMILY MEDICAL LEAVES. Effective February 1, 1994, leaves of absence shall tre grarrted as required under the federai law known as the Family and Medicai Leave Act (FMLA) so long as it remains in force. The Human Resource Department provides procedures. ARTICLE 20. UNIFORMS SECTION 1. '�jrae (3� Subd. 1. The Employer wiii provide iear-f#} uniform pieces to each employae per school year. Selection and composition of uniforms is the Employer's option. 1.1 Employees who work in ihe District Kitchen will be provided five (5) uniform pieces per school year. Subd. 2. The Empioyer wil! provide five (5) uniform pieces at start-up for new � empioyees. Subd. 3. A uniform piece for the purpose of this Article shall be defined as any one of the foliowing items as designated by the Food Service Director for that location: 1 } shirt/tops; 2 ) siacks/pants; 3 } aprons. Employees will have the flexibility to select any combination of uniform pieces each schoot year, so long as the uniform pieces selected are part of the approved uniform for that location. SECl10N 2. An employee who has received uniforms and then terminates employment for any reason after less than six (6) full months of active employment, is obligated to return the uniforms to the School Food Service. If the uniforms are not returned, 90% of their costs will be deducted from the finai paycheck of the terminating empioyee. � i7 ARTIGLE 21. WAGES � SECTI�N 1 . The pay rates shall be those described in Appendix A. SECTION 2 . Subd. 1. Initial Placement on the Salary Schedule When an employee is originally hised or moves from another unit into a title covered by this agreement or moves from one titie covered by this agreement to a different title under this agreement, initial step placement will be conducted as described by Civil Service Rules, unless the labor agreement contains a provision describing an alternative action. The labor agreement supersedes these provisions of Civif Service Rules. A newly hired person regulariy appointed in the Food Service Assistant classification will normally start at the base rate. A newly hired person regularly appointed in other titles covered by this agreement w i I I typically start at the Base Rate for that title. A person appointed on a temporary basis normaliy wiil be paid at the temporary rate. The only exception is for retirees retur�ing to work as temporary employees as described in Appendix A, Wage Schedule Conditions. Subd. 2. Step Placement on the Salary Schedule for a Promotion The Numan Resource Department wili determine the step placement for a promotion from one title in the District to a titie covered by this Agreement. The step placement will be determined by multiplying the hourly rate of pay the person was receiving p r i o r to the promotion by 1.05 (a 5°!o increase). The person will be placed in the new tiife � following promotion at the first salary step that is equal to or greater than the rate caiculated when mult+plying the previous rate by 1.05. For example, if the person was making $10(hr before the promotion, the Human Resource Department would multiply $10/hr x 1.Q5 =$10.50/hr. Then the person wouid be place on the step in the new title that was closest to but not less than $10.50lhr, ub . 3. Salary Step Progression Progression through the steps of a salary range in this contract will be based on the fo�lowing conditions: Empioyees must have received an overall rating of "satisfactory" on their most recent performance evaluation to receive any salary step advancement. Movement to pay columns beyond the base rate will normally occur on the first pay period following the anniversary date of the appointment to the new title, providing that the employee has completed the number of years in the District required for that step. For exampie, an employee hired on September 10, 1997, would move to the two (2)-year step the first pay period following September 10, 1999, and then to the four (4)-year step the first pay period following September 10, 2000. SECTION 3. During the term of this Agreement the Board may at its discretion unilateralfy increase the pay rates provided in Appendix A, to come into compliance with the requirements of the Minnesota Pay Equity Act. ' m ARTICLE 22. DURATION OF AGREEMEM1fT This Agreement shali be in fuli force and effect from Juty 1, 1997 through June 30, 1999, except as otherwise specified herein, and shall automatically be continued from year to year thereafter, urtless a rtew Agreemenf is developed in accordance with the provisions of the Public Employment Labor Relations Act of 1 971 , as amended. Intent to negotiate a new Agreement shall be l�dicated by either pariy providing written notice thereof at least ninety (90) days prior to the termination date set forth herein. FO00 SERVICE PERSONNEL AGREEMENT This Agreement is by and between Independent School Dis2rict No. 625 and Minnesota Teamsters Pubiic and law Enforcement Employees Union Local No. 320, on behalf of Food Service Personnel. !n ful! settlement of 1997-99 negotlations between the herein parties, the parties have adopted this Agreement, which is attached hereto and made a part hereof. It is understood ihat this settlement shall be subject to approva! and adoption by the Board of Education oi Independent Schooi Districi No. 625, as well as ratification by the Unian. INDEPENDENT SCHOOL DISTRlCT NO. 625 i �I,% i � � .�I��/ ""�%2�--' c.; . . . . � Assistant Relations ,✓y.-�� 3% � ss8 Date MINNESOTA TEAMSTERS PUBLIC AND LAW ENFORCEMENT MPLOYEES ON LOCAL NO. 320 Business Agen � Date L_I � - 79 APPENDIX A: WAGES � � t Food Service Assistants EFt-ZC71VE DATE July 1, 1997 July 1, 1998 BASE 2-YR. PuaTE R4TE $8.23 $9.75 $8.43 $9.98 4YR. 6YR. &YR. 10-YR. 16-YR. RA"fE R4TE ft4TE RATE RATE $10.09 $10.33 $10.41 $i0.75 $11.08 $10.66 $11.01 $11.35 t�l : Line Leader Premium A Food Service Assistant working in the District Kitchen who is assigned by the Director of Food Service as Line Leader for a particular function wifl be paid a premium of $.40 (40¢) per hour over hislher reguiar hourly rate while performing ihe Line Leader duties. Line Leader assignment will be made or discontinued at the discretion of the Director of Food Service. Wage Schedule Conditions - Food Service Assistani $11.47 $11.82 Persons working on an occasional basis in the Food Service Assistant classification as temporary, provisional, or substitute empioyees shaff be paid at $7.0� houriy. Effective Aprif 1. 1996 the only exception is for former employees of the Saint Paul Public School Food Service �epartment who retired with at feast five (5) years of District Food Service experience, and who return on an occasional basis in the Food Service Assistant ciassification as temporary or substitute empioyees shaii be paid at the BASE RATE of the Food Service Assistant wage schedule. Persons newly empioyed in the Food Service Assistant ciassitication on a regularly-scheduled basis, shall be paid at the Base Rate until such time as the employee shall have passed the Civil Service examination for the classification, been certified and appointed to a regulariy-scheduled position. Movement to pay columns beyond the base rate shail be based on completion of the specified number of years of continuous regular employment from the date of certificationfappointment. 20 APPENDIX A: WAGES (continued) Baker EFFECTIVE BASE 2-YR. DATE RATE RATE July i, 1997 $11.95 $12.62 July 1, 1998 $12.24 $12.93 Faod Service Supervisor 1 EF�CTIVE &45E 2-YR. DATE RATE RATE Ju(y 1, 1997 $10.67 Juiy 1, 1998 $10.93 Food Service Supervisor 2 EFFECTIVE BASE DATE RATE July 1, 1997 $11.59 July i, 1998 $11.87 Food Service Supervisor 3 EFFECIIVE BASE DATE RATE July t, 1997 $12.87 July 1, 1998 $13.18 $11.28 $17.55 4-YR. 6-YR. RATE RAiE $t3.30 $13.57 $13.61 $13.90 4-YR. 6-YR. R4TE R4TE $11.80 $12.31 $12.08 $12.60 2-YR. 4-YR. 6-YR. RATE RATE RATE $12.3t $12.92 $13.54 $12.60 $13.23 2-YR. 4-YR. RATE R4TE $13.64 $14.25 $13.97 $14.60 $13.86 6-YR_ RATE $14.97 $15.33 8-YR. 10.YR. 16-YR. RATE RATE RA7E $13.89 $14.14 $74.45 $14.23 $14.48 $14.89 8-YR, 70-YR. RATE R4TE $72.62 $13.OS $12.92 $13.39 8-YR. f0-YR. RA7E RATE $13.95 $14.51 $14.28 $14.86 S-YR. 10-YR. R4TE RATE $15.38 $76.05 $15.75 $16.43 i 0 16-YR. RATE $13.77 $14.18 16-YR. RATE $15.32 $15.77 � 76-YR. RATE $7 6.86 $17.37 vlinnQSOta Professional DevelonrneM Pian For School Food Service And Nutrition - Levei 3 Certification Premium When a regufarly (civil service) certified and appointed emptoyee shal! have completed the credii hours required for Levef 3 of the Minnesota Professional Development Pian for School Food and Nutrition and shall have received such certification, tfiat employee shail become eligible for an additional $0.25 (twenty-five cents) per hour premium over and above his/her normal biweekly rate of pay for ali hours on the payroil so long as the emp4oyee maintains a current Level 3 certification. Payment of the $0.25 (twenty-five cents) per hour premium shall become efPective within thirty (30) days after the employee has presented to the Director of Food Service of the Saint Paul Public Schools evidence in writing of his/her completed Levei 3 certification. Empioyees must maintain current Level 3 certification and show evidence of the renewed certificafion to be eligible for continuation of the premium. r , 21 1997-99 MEMORANDUM OF UNDERSTANDING • REGARDING SUMMER SCHOOL SELEGTION FQR MINNESOTA TEAMSTERS LOCAL NO. 320 REPRESENTING FOOD SERVICE PERSONNEL � IJ This Memorandum of Understand+ng is by and between the Board of Education of Indepe�dent Schoo! District No. 625, Saint Paul Public Schools, and Minnesota Teamsters Local No. 320, exciusive representative for food service employees in the Saint Paul Public Schoois. The purpose of this Memorandum is to establish a clear understanding between the parties regarding ihe selection of empfoyees for the School DistricYs summer schoof program, Statement of lntent and Purpose It is the intention of the Empfoyer, during the term of this Memorandum of Understanding to use the foliowing criteria for selection of employees for the summer school food service program: 1) Empioyment date of seniority. 2) Compietion of the probationary period; 3) A satisfactory last performance appraisai. {t is further understood that employees who work in the District Kitchen duri�g the regular school year may apply for summer work onfy in the D'+strict Kitchen; employees who work in the schools may apply for summer work only in the schools. Employees whose assignment during the reguVar schoof year is spiit between the District Kitchen and the schoois may apply for summer work in either tfie District Kitchen or the Schools. Empioyees in other food service groups will continue Yo be eligible for summer work under the provisions outlined above. Alf empfoyees must adhere to sign-up times arxl dates as established by the Director of Food Service. This Memorandum of Understanding shall be effective as of January 29, 1998, and shaf{ expire on June 30, 1999. INDEPENDENT SCHOOL DISTRICT NO. 625 MINNESOTA TEAMSTERS PUBLIC AND LAW E RCEMENT EMPLOYEES UNION LOCAL NO. 320 � GIN�� ct,�t Business Agent �4� I� Date 22 ��w,.� .�!, r y 9� Date INDEX A Additional Work Hours ....................._........ 1 ] C Court Duty .............................................. 13 D Discharge ................................................. 13 Discipline ................................ _.............. I 3 E Emergency Closings And Call In ................. 10 F FairShaze ..................................................2 Family Medical Leaves ............................... 17 Flexible Spending Account .................. _....... 8 Food Manager's Certification ..................12, 21 G Grievance Rcnedure ................................. _ 14 H Holidays ........................ ... _ ............... _..... 3 Hours ........ ..................... .........................4 I Insurancc ................... ..................... _........7 L Layoff _ _ ............... . .............................. 6 Leaves ...... ............. ................ _.............. 16 Line Leader Premium ............. ......... _ _....... 20 Lunch $reaks .......................... ...................5 M Mileage ................................................... I 1 Military Leave .......................................... 17 P Probati ................................................... 5 R Recall ....................................................... b Requests For Change Of Location .. .............. 1 l Retirement Health Insurance ..........................8 Retire After Age 65 ..................................9 Retirc Before Agc 65 ................................8 S Salary Schedule Placement .......................... IS Salary Step Progressiott........._ ................... 18 Seniority .................................................. 6 Severance ... ... .... ... ...... .. ................... ... .. .... 12 Sick Leave .............. ..................................3 Summer School Selection ........................... 22 U Uniforms ......... _........... _ .................... ..... 17 Union Membership ......................................2 V Vacation .................................................... 4 W Wages ....................................... ......... 20.21 Working Conditions .................................. 10 Working Out Of Classification .................... 11 Workshops ............................................... 1 ] � e � - 23 1NDEPENDENT SCHOOL DtSTR1CT lVO. 625 BOARD OF EDUCATfON S7. PAUL PUBLIC SCHOOLS DATE: March 17, 1998 , %� / TOPIC: Approval of Empioyment Agreement Between Independent School District No. 625, Saint Paul Pubfic Schools and Minnesota Teamsters Local No. 320 Representing Food Service Employees A. PERTINENT FACTS: 1) New Agreement is for a two-year period from July t, 1997 through June 30, 1999. 2) Contract changes are as follows: Waoes: Effective July 1, 1997, increase wage schedule an average of 2.46%; add 2¢ to Food Service Supervisor I, II and positions, deleting references to $30 reim6ursement for certification; increase line leader pay to 40r per hour; increase nutrition certification to 25¢ per hour. Effective July 1, 1998, increase wage schedule an average of 2.42°!0. nsura e: Effective January 1, 1998, the insurance premium contribution by the District for single coverage is increased to $185 per month; the District contribution for family coverage is increased to $320 per month. The efigibility waiting period for heafth insurance is reduced from six months to three months. Effective April 1, 1998, for part-time employees, life insurance coverage will increase from $20,000 to $25,OD0 of coverage. Effective January 1, 1999, the insurance premium contribution by the District for single coverage is increased to $190 per month; the District contribution for family coverage is increased to $330 per monih. Retiree Heaith Insurance: Language revised, removing options that created a ta�c liability for employees. Uniform Ailowance: lncreased the number of unHorm pieces provided new employees from three to five; increased uniform allowance for District Kitchen employees from four to five pieces per year. Severance Pav: Employees who retire and have 20 years of service and meet the remainder of eligibiiity requirements wiii receive up to $4,000. 4) The District has 675 employees in this bargaining unit. 5) This request is submitted by Susan Gutbrod, NegotiationslLabor Relations Assistant Manager, Richard Kreyer, NegotiationslLabor Relations Manager; and William A. Larson, Assistant Superintendent, Fiscal Affairs and Operations. B. RECOMMENDATION: That the Board ot Education of Independent School District No. 625 approve and adopt the Agreement concerning the terms and conditions of employment for Sood service employees in this school district; duration of said Agreement is for the period of July 1, 1997 through June 30, 1999.