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89-765 WHITE - CITV CIERK � PINK - FINANCE GITY OF SAIN PAUL Council ///��///�� /// CANARY - DEPARTMENT � �/(./��/w� BLUE - MAVOR File �NO.�� Council R s lution :'�� l Presented By Referred To Committee: Date Out of Committee By Date RESOLVED, That the Council of the City o S int Paul hereby approves and ratifies the attached labor agreement between In pe dent School District No. 625, Saint Paul Public Schools and the Saint Paul up rvisors Organization. COUNCIL MEMBERS Requested by Department of: Yeas Nays �ng�d �7 [n Fa or FICE OF PER ND R N Goswitz � �e�j v __ A ain t BY`' —Saaaee- Wilson MAY � Form A rove by �ty Attorney Adopted by Council: Date 1 : � V � Certified Passe ouncil Sec tar,� BY sy µ/� A►ppro by �14avor: Dat — � '_tr►Y � Appro by Mayor for Subm' io O�Council -� By r�� z � �9e9 ` � • ��7l� DEP NT/OFFl(�JOOUNpI DATE INITIA Personr.el & Labor Relations 04-13 9 GREEN SHEET No. 930 CONTACT PERSON 8 PNONE INITIALlDATE PARTMENT DIREL'TOR / CITY COUNqL James C. Lombardi. 292-7301 � 0 r•�rr�NEy RK MUBT BE ON COUNCIL AOENDA BV(DAT� p0UT1Np � UDOET DIRECTOR Fl 6�.SE�8 DIR. � AYOR(OR ASSIST TOTAL#�OF SIGNATURE PAOES � (CLIP ALL L CA ION$FOR SIONATUR� ACTION REGUE8TED: This resolution approves the 1988-1989 la r agreement between Ind pen�ent School District No. 625, Saint Paul Public Schoo s, nd the Saint Paul Supervisors Organization. RECOMMENOATIONB:�PP►ove(A)a Relect(R) COUNqL M ElRESEARCN REPORT OPTIONAL _PLAPININO COMMISSION _CIVIL SERVICE WMM�SSION �u'Y8T PHONE NO. —qB COMMITTEE _ _STAFF _ COMMENT'8: � .� _D18TRICT COURT _ SUPPORTS WHICH COUNCIL OBJECTIVE7 r;t�"��'�ir�+'5 oFFiCE INITIATINO PROBLEM,IBSUE,OPPORTUNRY(Who,Whet,When,Where,Why): None ADVANTAOES IF APPROVED: See Attached Summary DISADVANTA(iES IF APPROVED: None qBADVANTAQEB IF NOT APPROVED: Contract provisions would not supercede Civ 1 ervice Rules. COLs'rCi1 Research Center t�,�'? 14 ��,�� TOTAL AMOUNT OF TRANSACTION = NO C O S t t O C 1 t y T/REVENUE BUDOETED(CIRCLE ON� YES NO FUNDINO SaIRCE A IVITY NUMBER FlNANdAL INFORMATION:(DCPLAIN) . ��-��5 ATTACHMENT - INDEPENDENT SCHO L ISTRICT NO. i2S 60AR0 O E UCATION � S/11NT PAUL U LIC SCHOOLS DATE: _ March 14, 1989 TOPIC: A roval of new labor agreemen w th St. Paul Supervisors Organization A. PERTINENT FACTS: 1) The pzoposed action will approv t e settlement with the St. Paul Supervisors' organization, rep se ting civil service office super- . visors in the District. The p op ed settlement has been ratified by the union. 2) Contract changes include: -Appeal of disciplinary action s all be through the contractual grievance procedure. -Grievance appeals through the co tractual procedure shall not be submitted to another forum. -Maternity Leave provision is e- efined as Parental Leave. -iJages are increased -in 1988 by 3.25Z over 1987 -in 1989 by 3.25� over 198 -Insurance -New eligibility requirement a e established for retiree coverage. -Effective March 1, 1989, th ployees' maximum health insurance premium contribution is inc ea ed by ;10 per month for single or family coverage. -Dental coverage is changed ro a union plan on a composite rate to a maximum premium contribut on of ;16.54 for single coverage, or s47.49 for family coverage. fo the District plan. -Bargaining Unit Status This unit has been separate fr m the unit of city employees, by joint petition. � 3) There are 10 employees in th s azgaining unit. 4) This is a two-year contract, co ering calendar 1988 and 1989. S) This item is submitted by Ph 11 s E. Byers. Negotiator. � . � ' C�"�` 7�s B. RECOMMENDATION: That' the Board of Education of Ind pe dent School District No. 625 approve and adopt the Agreement concerning th terms and conditions of employment of those employees in this school is rict for whom the Saint Yaul Supervisors' Organization is the e cl sive representative; duration of said amendment to the Agreement is fo the period of January 1, 1988 through December 31, 1989. lO ' ��7 S • 19 8 - 1989 . COLLECTIVE B R AINING AGREEMENT tween- Il�'DEPENDEI�'T S OOL DISTRICT NO. 625 � -and- SAI�'T PAUL SUP VISORS' ORGANIZATION , � • SAINT PAUL PUBLIC SCHOOLS � Independern School District No. 625 . , Board of Education: Daniei B. Bostrom-Chairman Bitl CaAson-Member Margo Fox-Vice Chair AI Oertwig-Member Eleanor Weber-CIeAc Claudia Swanson-Member James S.Grifiin-Treasurer Administration: Dr. David A. Bennett - SuperintendeM • Dr. David W. M. Frye-Associate SuperiMendent, Curriculum and InstruCtion Dr. Curman L. Gaines- Associate Superintendern, - Administrative Services � � ��7�5 � IN E ARTICLE TITLE �E ' Preambie............................... . ... .... ............................................................ui • I. Recognition.......................... .... ...........................................................t � II. Savings Clause..................... ..... .............................................................2 - III. Management Rights.............. ..... ............................................................2 IV. Maintenance oi Standards.... ...... .............................................................2 V. Check-off and Administrative rv' e Fee..................................................3 VI. Hours oi Work and Overtime... ..... ............................................................4 VII. Seniority............................... ..... ............................................................5 VIII. Wor4cing Out ot Classitication.. ..... ............................................................6 IX. Discipline.............................. ..... ............................................................6 X. Legal Services...................... ..... .............................................................6 • XI. Grievance Prxedure............. ..... ............................................................7 XII. Wages.................................. ..... ............................................................9 XIII. Maternity Leave..................... ..... ............................................................9 XIV. Insurance.............................. ..... ..........................................................10 XV. Vacation............................... ..... ...........................................................13 XVI. Holidays............................... ..... ..........................................................14 XVII. Severance Pay..................... ..... ...........................................................t 5 XVIII. Sick Leave........................... ..... ...........................................................17 XIX. Mileage- Independent Schoo Di rict No. 625.........................................17 �C. Duration and Eifective Date... ..... ...........................................................18 � Appendix A q� � ii - i �,f'--7(s • E BMBLF This AGREEMENT, entered to between Independent Schooi District No. 625, hereinaiter referred to as the "EMPL YE ', and the Saint Paul Supervisors' Orpanization, hereinafter reterred to as the "ORGA ZA ION", lor the purpose ot toste�inp and promoting harmonious relations between the EMPL Y R and the ORGANIZATION in order that a high level of public service can be provided to the ize s of ihe CITY. This AGREEMENT ariempts to mplish this purpose by providing a tuller and more oomplete understanding on the part oi th the EMPLOYER and the ORGANIZATION of their respective rights and responsibilities. • The provisions of this AGREE N shall not abrogate the rigMs and/or duties of the EMPLOYER, the ORGANIZATtON or th e ployees as established under the provisions oi the Public Employment Labor Relations Act 19 1, as amended. • � - iii - �� s ARTICLE I.- RECOGNfTION � 1.1 The EMPLOYER recognizes th S int Paul Supervisors' Or�anization as the exclusive representative for the White C Ilar upervisory Employees of the Protessional Group, and ceriain Unclassiiied Supe iso Empbyees as certitied by the State of Minnesota Bureau of Mediation Sen�ices, te Decembe�11, 1973, Case No. 74-PR-207A and as revised by Unit Clarification Hea ing f Bargaining Unit, April 16, 1974,Cese No. 74-PR- 414-A, and as revised by Certit' at' n oi Exclusive RepreseMative, December 7, 1977, : Case No. 78-PR-500-A; and as rev ed by Unit Claritication order, December 9, 1988, BMS Case No. 89-PR-2134. 's a ve unit as amended oonsists oi the folbwing: rnant IV ntant V cco Ming Manager * ssi aM Director oi School Cafeteria • si ant Purchasing Agerrt ild Maintenance Coordinator er Services Manager E D.P Supervisor L' ra Administrator ' ra Services Manager M na er of Data Processing ice anager • Pa roll Administrator-Board oi Education Pri ip I Designer Pri ip i Planner Pu ch ing Agent Re ea' n Daector 111 Sat ty oordinator Se ior rincipal Planner Tra rtation Administrator � Man ge of Facility Planning(Exempt) Pro rty Manager 1.2 The pariies agree that any new cl ssif cation which are an expansion oi the above bargaining unit or which derive from t e cl ssitications set forih in this AGREEMENT shall be reo�gnized as a part ot ihis bargai ing nit, and the parties shatl take all steps required under the Public Employment Relatio s to accomplish said objective. • ARTICLE II-SAVINGS CLAUSE 2.1 This AGREEMENT is subject to the laws oi the United States and the State of Minnesota. � In the event any provision of this AGREEMENT shall be held to be oonlrary to law by a court oi c;ompetern jurisdiction from whose tinal judgment or decree no appeal has been taken within the time provided, such provision shall be voided. All other provisions shail oorninue in full iorce and eftect. The voided provision may be renegotiated at the written request ot either party. All other provisions oi this AGREEMENT shall oorrtinue in tull force and eitect. ARTICLE ill-MANAGEMENT RtGHTS 3.1 The ORGANIZATION recognizes the right of the EMPLOYER to operate and manage its afiairs in all respects in accordance with appl�able laws and regulations ot appropriate 8uthorities. The rights and authority which the EMPLOYER has not ofiicially abridged, � ' delegated or modified by this AGREEMENT are retained by the EMPLOYER. 3.2 A public employer is not required to meet and negotiate on matters oi inhereM managerial policy, which include, but are not limited to, such areas oi discretion or policy as the functions and programs oi the EMPLOYER, its overall budget, utilization ot technology, and organizational structure and selection and direction and number oi pe�sonnel. ARTICE IV•MAINTENANCE OF STANDARDS � 4.1 The parties agree that atl conditions ot employment relatin� to wages, hours oi work, vacations, and aIl other general working conditions except as moditied by this AGREEMENT shalt be maintained at not less than the highest minimum standard as set forth in the Civil Service Rules oi the City oi Saint Paul(Council File No. 273022,June 2, " 1979 as amended) and the Saint Paul Salary Plan and Rates of Compensation (Council File No. 277198, August 8, 1981 as amended) at the time of the signing oi this AGREEMENT, and the conditions ot employment shall be improved wherever specific provisions for improvement are made elsewhere in this AGREEMENT. � - 2 - ��7 �� ARTICLE V•CHECK-OFF AND ADMINISTRATI E ERVICE FEE • 5.1 The EMPLOYER a rees to deduct t e RGANI AT m r hi 9 Z ION me be s p init�atbn tee assessments and once each month du s irom the pay of those empioyees who individually request in writing that s ch eductions be made. The amounts to be deducted shall be certiiied to the EMPL Y by a representative ot the ORGANIZATION . and the aggregate deductions oi all m loyees shall be remitted topether with an �emized statement to the representativ b the tirst of the succeedinp month after such deductions are made or as soon therea er is possible. 5.2 Any present or future emptoyee who is t ORGANIZATION member shall be required to contribute a fair share tee for se ice rendered by the ORGANIZATION. Upcn notitication by the ORGANIZATION, t E PLOYER shall check ofi said fee from the eamings oi the emptoyee and transmit e ame to the ORGANIZATION. In no instance � shall the required corn�ibution exceed pr rata share of the specitic expenses incuned tor services rendered by the repre ent tive in relationship to negotiations and administration of grievance procedur . t is also understood that in the event the � EMPLOYER shall make an improper fair share deduction from the earnings of the employee, the ORGANIZATION shall ob gated to make the EMPLOYER whole to the ' extent that the EMPLOYER shatl be req ire to reimburse such empbyee for any amouM improperly withheld. This provision sh tl r main operative only so lonp as specifically provided by Minnesota law,and as othe is legal. 5.3 Administrative Senrice Fee. The ORGA IZ ION agrees that an administrative fee oi iifty cents ($.50) per member per month all be deducted by the EMPLOYER from the amount withheld for dues or fair share pr' r to remittance oi dues or fai� share to the ORGANIZATION. • 5.4 The ORGANIZATION agrees to indemn' a hold the EMPLOYER harmless against any and all claims, suits, orders or judgment br ught or issued against the EMPLOYER as a �esult oi any action taken or not taken y t e EMPLOYER under the provisions of this Article. � - 3 ARTICLE VI-HOURS OF WORK AND OVERTIME • 6.1 The normal hours oi work tor the empioyees shall be seven and three•tourths (7-3/4) hours in any 24-hour period and 38-3/4 hours in a 7-day period. For empbyees on a shift basis,this shall be construed to mean an average ot 38-3/4 hours a week. 6.2 Emptoyees who work more than 7•3/4 hours In any 24-hour period or more than 38- 3/4hou�s in any 7�ay period shall not receive pay tor such additional work. 6.3 It is understood by 1he parties that Seclion 28H - OVERTIME COMPENSATION -of the Civil Service Rules (Council File No. 273022,June 2, 1979 as amended) shall not apply to this unit. 6.4 In unusual circumstances, employees who worlc more than 7-3/4 hours in any 24-hour � period or more than 38-3/4 hours in any particular 7-day period may be p�anted compensatory time with the approval ot their department head. � i - 4 - � �� ARTICLE VII-SENIORIN . 7.1 Seniority,for the purposes oi lhis A E MENT� ahall be defined as foliows: The lenpth ot ooMinuous, regular, and probatio ry ervice with 1he EMPLOYER from the date an empbyee was 1i�st certitied and appo e to a class title oovered by this AGREEEMENT, it bein�turther understood that senio ity i coMined to the CuneM class assipnment held by an employee. In cases where two r re err�byees are appointed to the same class tkle on the same date, the seniority hal be determi�ed by the employee's raNc on the � elpible list from which the ceRification as made. 7.2 Senarity shall tertninate when an e y retires,resipns or is dischanped. • 7.3 In the event R is determined by the P OYER that it is necessary to reduce the work - force, employees wiil be laid off by c ss itie within each department based on inverse length of seniority as detined above. � 7.4 In cases where there are promotion se 'es, such as Engineer I, II, III, etc.� when the � number oi employees in the higher titl is be reduced,employees who have held bwer titles will be oNered reductions to th h' hest title to which class seniority wouid keep them from being laid off,betore layofis re de by any class title in any department. 7.5 Recall irom layofl shall be in inverse rde ot layoff, except that recall riphts shail expire after two years of layoff. It is unders od that such employees wili pidc up their tortner seniority date in any class ot positions hat hey previousty held. 7.6 To the exteM possible, vacation peri s s tl be assipned on the basis ot senio�ity. It is, however, understood that vacation ssi nment shall be subject to the ability of the • EMPLOYER to maiMain operations. . 5 - ARTICLE Vlil•WORKING OUT OF CLASSIFICATION • 8.1 The EMPLOYER shall avoid,whenever possibte,workin�an empbyee on an out-oi-class assignment tor a protonged period of time. Any emptoyee worfcinp an out-ot-class assipnmeM for a period in excess oi tifteen (15) consecutive workinp days shatl receive the rate oi pay for the out-ot-class assignment in a hpher class'rfication nct later than the . sixteenth (16th) day oi such assignmern. For purposes of this Ariicie, an out-ot-class assignmern is detined as an assignment ot an empbyee to peAorm,on a iull-time basis,all af the significant duties and responsibilfties ot either a) a position previously held by t�nother employee and difterent irom the employee's regular position, b) held by an employee on extended leave or c) a new position, and which is in a classitication higher . than the classitication held by such empbyee. The rate ot pay(or an approved out-oi- class assignment shall be the same rate the employee would receive i( such empbyee received a repular appoirrimeM to the higher ciassification. ARTICLE IX-DISCIPLINE = - 9.1 Discharges will be preceded by a five (5) day preliminary suspension without pay. During said period the empbyee andior ORGANIZATION may request,and shall be entitled to,a meeting with the EMPLOYER representative who initiated the suspensan with inteM to discharge. During the tive (5)day period,the EMPLOYER may aftinn the suspension and discha�e in aocordance with the Civil Service Rules or may modify or withdraw same. 9.2 A suspended,demoted, or discharged empbyee may appeal the disciplinary action by filinp a claim of grievance under the provisions of AAiGe XI ot this AGREEMENT. � ARTICLE X-LEGAL SERVICES . 10.1 Except in cases oi malteasance in ofiice or willful or wanton neglect of duty, the - EMPLOYER shall defend, hold harmless, and indemnify empbyee against any tort claim or demand, whether groundless or othervvise, arisinp out oi an atleped act or omission occurring in the pertormance and scope oi empbyee's duties. 10.2 Notwithstanding (10.1), the EMPLOYER shall not be responsible tor payinp any legal service tee or for providing any legal service arising from any lepal action where the emptoyee is the plaint'rff. � - 6 - �'1�7(� 5 ARTICLE XI-GRIEVANCE PROCEDURE • 11.1 A prievance is deiined as a dispute or di gr ement as to the iMerpretation or application oi the specitic tertns and conditions of thi A REEMENT. 11.2 The EMPLOYER will recopnize repres tat es desipnated by the ORGANIZATION as the prievance represeMatives oi the ba ain unit havinp the duties and responsibilities estabiished by this Articie. The ORGAN A ION shall notify the EMPLOYER in writing oi � the names oi such Organization R re entatives and oi thei� successors when designated. The EMPLOYER shail tii the ORGANIZATION in writinp as to its desipnated rep�esentatives. 11.3 It is recognized and accepted by the R ANIZATION and the EMPLOYER that the processing of prievances as hereina ter provided is limited by the job duties and responsibitities ot the employees and sh I theretore be accomplished durinfl normal wortcing hours when consistent with ch employee duties and responsibilities. The apgrieved employee and an ORGA IZ TION representative shall be albwed a reasonable amouM of time without lo s pay when a grievance is investigated and . - presented to the EMPLOYER during rtn I working hours, provided that the empbyee . and the ORGANIZATION Represent ive have notitied and received the approval of designated supervisor and provided t t s ch absence is reasonable and would not be detrimentat to the work program of the M OYER. R is understood that the EMPLOYER shall not use the above limitation to ha the processinp oi prievances. 11.4 GrievanCes, as defined by 11.1, sha resolved in confortnance with the followinp procedure: StQD 1. An empbyse claiming a viol ion Conceming the interpretation or appliCation of this AGREEMENT shatl,within tweMy ne (21)calendar days after such alleged violation • has occurred, present such grievance o t e Empbyee's supervisor as designated by the EMPLOYER. The Employer-designat d r reseMative will discuss and pive an answe�to such Step 1 �rievance within ten (t ) tendar days after receipt. A prievance not resolved in Step 1 and appealed to te 2 shall be placed in writinp, settin� toRh the nature oi the grievance, the tacts on h' it is based, the provision or provisions oi the _ AGREEMENT allegedly violated,the m y requested, and shatl be appealed to Step 2 by the ORGANIZATION within i'rftee (15 calendar days after the Employer-designated representative's tinal answer in Step . y prievance not appealed in writing to Step 2 by the ORGANIZATION within fifteen 15)calendar days shall be oonsidered waived. �2. It appealed,the written griev e shall be presenied by Me ORGANIZATION and discussed with the Employer-desig te Step 2 �epresentative. The Employer desi�- ' nated representative shall give the R ANIZATION the Emptoyers Step 2 answer in writing within ten (10) calendar days oll ing the Employer-desipnated representative's � iinal Step 2 answer. Any grievance ot pealed in wtiting to Step 3 by the ORGANIZA- TION within ten(t 0)calendar days 11 considered waived. - �.�. If appeated,the written griev nc shall be presented by the ORGANIZATION and discussed with the Employer-des gn ed Step 3 �epresentative. The Employe�- designated representative shall gi t e ORGANIZATION the Employer's answer in writinp within ten (10) calendar days att receipt oi such Step 3 �rievance. A prievance not resolved in Step 3 may be appe ted o Step 4 within ten (10)calendar deys tollowing the Employer-designated represen tiv 's linal answer in Step 3. Any qrievance not appealed in wriling to Step 4 by the RG NIZATION w�hin ten(10)calendar days shatl be oonsidered waived. • 7 - ARTICLE XI-Grievance Prnc;edure (ooMinued) • Steo 4. A grievance un�esolved in Step 3 and appealed to Step 4 by the ORGANIZATION shall be submitted to arbitration subject to the provisions oi the Pubtic Empbyment Labor Relations Act oi 197t,as amended. Ii a mutually acoeptabte arbitrator cannot be agreed upon, the selection ot an arbitrator shall be made in accordance with the 'Rules Goveming the Arbitration ot Grievances` as established by the Public Empbyment Relatans Board. The arbitrator shall have no rpht to amend, modify, nullity or bnore the terms and oonditions oi this AGREEMENT. The arbitrator shall oonsider and decide only the spec'rfic lssue(s) submitted in writing by the EMPLOYER and the ORGANIZATION, and shall have no authority to make a decision on only other�sue not so submitted. The arbitrator shall be without power to make decisions oontrary to or Inconsistent with or mod'rfying or varying in any way the application oi laws, rules or regulations having the torce and efiect ot law. The arbitrators decision shall be submitted in writinp,with copies � to both parties and the Bureau of Mediation Services wRhin thirty(30)days followinp cbse - of the hearing or the submission oi brieis by the parties, whichever be later, unless the paRies agree to an extension. The decision shall be binding on both the EMPLOYER and the ORGANIZATION and shall be based solely on the arbitrato�s interpretation or application oi the express tem►s ot this AGREEMENT and to the facts of the prievance presented. 11.5 The tees and expenses for the arbitrators services and prxeedings shall be bome equally by the EMPLOYER and the ORGANIZATION, provided that each party shall be responsible for compensating its own representatives and witnesses. If either party desires a verbatim record ot the proceedings, it may cause such a reoord to be made, � providing it pays ior the record. N both parties desire a verbatim reconi of the proceedings,the cost shall be shared equally. 11.6 If a grievance is nct presemed within the time limits set foRh above, lt shall be oonsidered _ 'laaived". li a grievance is not appealed to the next step within the specitied time limit or any agreed extension thereof, it shall be considered settled on the basis of the EMPLOYER'S last answer. If the EMPLOYER does not answer a grievanoe or an appeal thereoi within the specitied time limits, the ORGANIZATION may elect to take the prievance to the next step. The time limit in each step may be extended by mutual written apreement ot the EMPLOYER and the ORGANIZATION in each step. 11.7 It is understood by the ORGANIZATION and the EMPLOYER that N an issue is determined by this prievance procedure, � shall not again be-submitted for determination in another forum. li an issue is determined by any other torum� it shall not a�ain be � submitted for arbitration under this prievance procedure. . - 8 - ARTICLE XI I-WAGES �� 7�� 12.1 The wape schedule for the pu se oi this contract shall be Appendix A. ARTICLE Xlil•MATERN(TY/PARENT L VE 13.1 Matemity Leave defined as the hy cal state ot pregnancy oi an emptoyee,commencing eigM (6) months betore the est ma d date oi chiidbirth, as determined by a physician, and endinp six (6) months afte th date of such birth. In the event oi an empbyee's pregnancy, the employee may ppl tor leave without pay at any time durinp the pe�iod stated above and the EMPLOY R y approve such leave at its option, and such teave may be no longer than one (t)y ar. PareMal leave shall be graMed to empbyees tor the birth or adoption ot a chikl in rda e with appGcable state laws. � • 9 - ARTICLE XIV-INSURANCE � 14.1 The EMPLOYER will continue ior the period ot this AGREEMENT to p�ovide tor empbyees such health and Iite insurance contributions as are provided by EMPLOYER at the time of execution ot this AGREEMENT. 14.2 The EMPLOYER will for the period of this AGREEMENT contribute for full-time empbyees who retire after December 31, 1987 and who select a health insurance plan provided by the EMPLOYER and umil such retirees reach sixty-five (65) years oi age,the o�st of such ea�ly retiree ooverage or $106.32 per month whichever is less. For such retirees selectinp tamily coverage or s318.41 per month,whichever is less. 14.3 The EMPLOYER will for the period of this AGREEMENT provide for half-time empbyees who retire after the time ot execution of this AGREEMENT and until such empbyees reach sixty-five (65) years oi age iifty percent (50%) of such health insurance ooMributions and life insurance contributions as are provided by the EMPLOYER tor tull- time employees who retire under this AGREEM�NT. . - 14.4 Empbyees who retire after execution oi this AGREEMENT must meet the following oond'Rions at ihe time oi retirement to be eligible for the District Contributions to heaRh insurance set foRh in Article 14.2 and 14.3. � 14.4.1 Be receiving benefits trom a public empbyee retiree act coverinp employees oi Independent School District No. 625 at the time ot�etirement. AND 14.4.2 Have severed their relationship with Independent School District No. 625 under one oi the early retiree plans. 14.5 Effective March 1, 1989 in addition to meeting the eligibility �equiremeMs stated in 14.4.1 � and 14.4.2 above, retiring employees must also meet the following condition in order to be eligible for the early retiree insurance benefits set torth in Article 14.2 and 14.3. 14.5.1 Must be at least 58 years of age and have compteted 25 yea�s oi empbyment - with Independent School District No. 625/City of Saint Paul OR The combination ot their ape and their years oi servioe must equat eiphty-tive (85) or more OR Must have completed at least thirry(30)yea�s ot service. 14.5.2 Retiring empbyees appointed to a titte in this unit prior to October 8, 1986, are not required to meet the eligibility requirements oi this section 14.5. - 14.6 Efiective March 1, 1989, futl-time employees who retire and who meet the conditions set torth in 14.4.1 and 14.4.2 but who meet none ot the conditions set forth in 14.5.1 shall _ be eligible for the iolbwing percentages ot the amount contributed by ihe EMPLOYER toward heatth insurance tor active employees in the same health plan. Such retirees shall be eli�ibte tor such oontribution until they reach sixty-tive(65)years of ape. Combination ot Age Contributan for CoMribution for and Years ot Servioe Single Coverage Famiy Covera�e 84 90% �096 83 80°� 80% 82 70°� 7096 81 60% 60� • 60 50°� 50°�6 - 10 - ��5 Articie XIV-Insurance (continued) • 14.7 For empbyees hired or appointed t a le in this unit,prior to October 8, 1986 who retire at age sixty-iive (65) or olde�, t e MPLOYER wili provide such heafth insurance contributions toward employee ait insurance plans as are provided for by the EMPLOYER for �etirees sixty-tive 65 years oi ape or older as approved by Board of Education action. 14.8 For employees who retire at the a e o sixty-iive (65) or oider or tor ea�ly retirees upon reaching age sixty-tive (65),and w ve completed at least Mrenty(20)yea�s of service at the time oi their retirement, t MPLOYER will provide such health insurance contributions toward employee ea th insurance plans as are provided by the _ EMPLOYER tor retirees sixty-five 65 yea�s oi age or older as approved by Boa�d of Education action. For such emplo ees or early retirees who have not completed at least twenty (20) years oi service at he time oi their retirement, the EMPLOYER will discorninue p�oviding any health i sur nce coM�ibutions upon their retirement o� in the case of early �etirees upon reac ng ge sixty-tive (65). For purpose oi this Article, employment in either the City oi S int aul or Independent School District No. 625 may be counted in meeting the tweMy (20 year requirement, except tor service prior to a resipnation. 14.9 A�etiree may not carty hiyher spo e a dependent if such spouse is also a District/City retiree or DistricVCiry empbyee a el ible tor and is enrolled in the District/City heaRh insurance pro�ram. 14.10 For each eligible empbyee covere by this AGREEMENT who is empbyed futl-time and � who selects employee heatth insu anc program, the EMPLOYER a�rees to cornribute the cost oi such coverage or �70 0 r moMh, whichever is less. For each full-time employee who selects tamily cove ag ,the EMPLOYER will oontribute the oost oi such tamily coverage or$180.00 per mo h, hichever is less. 14.10.1 Effective March ,19 9 the oontribution specitied in Section 14.10 _ above are amend d t a maximum contribution of $80.00 per moMh for employee coverag ,o a maximum ooMribution oi s190.00 per moMh tor tamily ooverage. 14.11 For the purpose of this Article 14, full ime employment is defined as appearing on the payrolt at least 32 hours per week r a least 64 hours per pay period excluding overtime hours. Halt-time employment is de ine as appearinp on the payroll at least 20 hours but less than 32 hours per week or at lea t 40 hours but less ihan 64 hours per pay period excluding overtime hours. 14.12 For each eligible employee covere by his AGREEMENT who�s empbyed half-time who selects employee insurance cover ge, he EMPLOYER agrees to oontribute tifty percent " (50%) of the amount contributed t r fu -time employees selecting employee ooverage in the same insurance plan. For e h alf-time empbyee who selects family insurance ooverage, the EMPLOYER will co tr' e tifty percent (50%) oi the amount coMributed tor full-time empbyees selecting fa ily verage in the same insurance plan. � 11 - Article XIV-Insurance (coMinued) • 14.13 The District agrees to coMribute the cost of life insurance. The amount of life insurance provided under this Article 14.13 shall be equal to the employee's annual salary to the nearest full thousand dottars. This amoum ot life insurance shall be reduced to $5,000 • upon retirement and shall continue until the early retiree reaches age sixty-five (65), at which time all EMPLOYER paid life insurance shall be terminated. For the purpose of this Article 14.13, the employee's annual salary shall be adjusted to the satary as of the iirst day oi the tirst payrotl period after adoption of this AGREEMENT. There shall be no �etroactive increase in life insurance coverage. 14.14 The corrtributions indicated in this Article XIV shall be paid to the EMPLOYER'S Group HeaRh and Wet(are Plan. 14.15 Efiective March 1, 1989, EMPLOYER will corrtribute for each employee for participation in a dental care plan ofiered by the EMPLOYER up to $16.54 per month for single coverage,or up to$47.49 per mor�h for family coverage. 14.16 Arry cost of any premium for any District-0ffered employee or family insurance coverage in excess oi the dollar amounts stated in this Article XIV shall be paid by the employee. 14.17 Notwithstanding Anicle 14.10, tor each eligible employee covered by this AGREEMENT selecting the health coverage program supplied to the EMPLOYER by Physicians Health Plan, who was covered by Physicians Health Plan as of November 1, 1984, and continuously thereafter, the EMPLOYER shall pay the entire cost of employee coverage or $78.98 per month, whichever is less. In addition, for each employee selecting dependent coverage by Physicians Health Plan as oi November 1, 1984, and � continuously thereafter,the EMPLOYER shall pay the entire cost of dependeM coverage or$174.32 per month,whichever is less. This provision shall corrtinue for the duration of this contract. � - 12 - ��(�`5 ARTICLE XV-VACATION • 15.1 In each calendar year,each full-time e ee shall be p�anted vacation s000rdinp to the tollowinp schedule: Years oi Service VacaYbn Granted Less than 8 years 15 days Aiter 8 years through 15 years 20 days After 15 yea�s and thereafter 25 days Empbyees who work less than full-tim sh I be graMed vacation on a p�rata basis. 15.2 The head of the department may pe a empbyee to carry over iMO the foUowing year up to ten days'vacation. 15.3 The time oi vacation shall be fixed by he ead oi the department in which the employee . is employed. tt an empbyee has bee gr Med mcre vacation than he has eamed up to , the time ot his separation irom the E b rs service,the employee shall reimburse the Employer fo� such uneamed vacation K n empbyee is separated irom the service by reason ot resignation, he shall be gra ed uch vacation pay as he may have eamed and not used up to the time oi such separ tio , provided that he has notified the depaRment head in writing at least tifteen cate r ys prior to the date oi his resignation. If an empbyee is separated irom the se ice y reason of discha�e, �etirement or death, he/she shall be grarned such vacation ay s he/she may have eamed and not used up to the time oi such separation. The prov io oi this Section shalt not apply to temporary or emergency employees. • 15.4 H an employee has an accumulation i si leave credits in excess of one hundred and eighty days, he may convert any pa of uch excess to vacation at the rate oi one-hali day's vacation tor each day ot sidc tea e edit. No empbyee may oorn�eR rtare than ten (10)days oi sidc leave in each calend ye r under this provision. • - 13 - ARTICLE XVI•HOLIDAYS 16.1 Holidays recoonized and observed. The toibwinp days shail be recopnized 8nd • observed as paid holidays: New Yeafs Day labor Day Martin Luther King Day (1986) Columbus Day Presiderns' Day Veterans' Day Memorial Day Thanksgivirp Day Independence Day C�xistrtas pay Two fbatinp holidays Eligible employees shali receive pay tor each oi the holidays listed above on which they pe�torm no work. Whenever any oi the holidays listed above shall tall on Saturday, the preceding Friday shall be observed as the holiday. Whenever any of the holidays listed � above shall tall on Sunday,the sucoeeding Monday shall be observed as the holiday. 16.2 The tloating holidays set forth in Section 16.1 above may be taken at any time�rirp the � oontract year,subject to the approval of the department head oi any emptoyee. 16.3 Eli�ibil' Re�uirements. In order to be eligible tor a holiday with pay,an empbyee's name must appear on the payrott on any six working days oi the nine wo�icing days preceding the holiday, or an employee's name must appear on the payroll the last working day before the holiday and on three other working days oi the nine wor{cing days preceding the holiday. In neither case shall the holiday be courned as a working day for the purposes oi this Section. It is turther understood that neither temporary, emergency nor other empbyees not heretotore eligible shalt receive holiday pay. 16.4 In the case of Board ot Education empbyees, if Martin Luther King Day, Presidents' Day, � Columbus Day or Veterans' Day ialls on a day when school is in session,the empbyee shatl work that day at straight time and another day shall be despnated as the holiday. This designated holiday shall be determined by agreement between the employee and the supervisor. � - 14 - G��'1 7�.�" ARTICLE XVII-SEVERANCE PAY • 17.1 Empbyees shatl be eligible for severa e ay in axoMance with the School District's Severance Pay Plan. The amount o se erance pay atlowed shall be that amount permitted by state statutes subject to rovisio�that the maxirtwm amount allowed shall be 54,000.or as estabtished by io 172 oi this ARicie. . �7,2 . The Empbyer shall provide a severance pay program as set forth in th S ion: 17.21 To be eligible for the severa y propram, an employee must meet the folbwing requiremeMs: � 17.21.1 The empioyee mu be 58 years ot age or older or must be eligible tor pe io under the "nile oi 90" or the 'rule of 85" provisions oi e ublic Employees Retirement Association - (PERA). The ' le t "90"criteria shall atso apply to employees covered by a blic pension plan oiher than PERA. - 17.21.2 The empbyee be voluMariy separated from School District employment o ha e been subject to separation by layoff or oompulsory �et re M. Those empbyees who are discharged ior cause, mis ct, inefficiency, inoompetency or any other disciplinary re so are not eli�ible for this severance pay program. 17.21.3 The empbyee u have at least ten (10) years of consecutive • seNice under he lassiiied or unclass'rfied Civil Service at the time oi separat n. For the purpose oi this Article,empbyment in . either the City i S int Paul or in Independent School District No. 625 may be se in meetinp this ten- (10) year service tequirement. 17.2t.4 The employe st file a waiver of re-emptoyment with the Director of rs nnel, which will ctearly indicate that by �equesting se era ce pay, the employee waives all claims to reinstatemeM r r -employment (oi any type) with the City of Saim Paul or ith I ependent School District No. 625. 17.21.5 The employee mu t have accumulated a minimum oi sixty (60) days oi sick I av credits at the time of his separation from � service. t7.22 H an employee requests seve nc pay and it the employee meets the el'�gibility requirements set iorth above he or she will be �ranted severance pay in an amount equal to one-halt oi e aily rate of pay tor the position held by the employee on the date of sepa tio for each day of accrued sick leave subject to a maximum oi 200 accrued sic lea e days. • 1 - ArtiGe XVII-Severance Pay (contirwed) 17.23 The maximum amount of money that any empbyee may obtain th�ouDh this � severance pay program is 56,500. 17.24 For the purpose of this severance pay propram, a death oi an empbyee shall be considered as separation oi employmeM and, M the empbyee would have met all oi the requirements set iorth above at the time oi his or her death,payment ot the severance pay may be made to the empbyee's estate or spouse. 17.25 For the purpose of this severance pay pro�ram, a transier irom Independent School District No. 625 employment to City oi Saint Paul employment is not oonsidered a separation oi empbyment, and such t�ansteree shall not be eligible tor this severance program. 17.26 The manner ot paymerri oi such severance pay shall be made in aoc:ordance with the provisions of the Schoot District Severance Pay Plan already in existence. . 17.27 This severance pay program shall be subject to and govemed by the provisions oi the original School District Severance Pay Plan(which albws$4,000 maximum payment) except in those cases where the specific provisions of this section conflict with said Severance Pay Plan and in such cases, the provisions of this section shall control. 17.28 Any employee hired prior to December 31, 1984 may, in amr event, and upon meeting the qualitications ot this section or the originat School District Basic Severance Pay Plan (which allows 54,000 maximum payment), d�aw severance pay. However, an election by the empbyee to draw severance pay under either this section or the basic School District Severance Pay Plan shall oonstitute a bar • to receiving severance pay from the other. Any empbyee hired afler December 31, 1984 shall be entitled only to the benefits of this section upon meetinfl the qualifications herein. . 17.29 An emptoyee of Independent School District No. 625 shall not be eligible for the severance pay provision of this section i( such empbyee is also eligible and a �ecipient of Early Retiremer� Incentive payment under the Memorandum of Agreement with the exclusive representative dated October 18, 1983. • - 16 - ��c�-t�'`�6.s ARTICLE XVIII-SICK LEAVE • 18.1 Ert�ioyees sha11 accumulate sick leave red s at the rate oi .0576 oi a wor{cinp hour tor each fuil hour on the pay�oll, excludi g vertime. Sick leave shall be pranted in acoordance with the Civil Service Rules. ARTICLE XIX-MILEAGE-INDEPENDENT SCH L ISTRICT NO.625 19.1 Empbyees oi the School Distr'�ct under lic adopted by the Board of Education may be reimbursed tor the use oi their automo les or schooi business. To be eligible for such reimbursement, employees must re iv authorization ircm the District Mileage � Committee utilizing the tollowin�plan: Reimbursement is at the rate o 23 per mile. In add'Rion, a maximum amount which can be paid per month s e tabtished by an estimate furnished by the - employee and the employee's pe isor. Another consideration for e abl shing the maximum amount can be the experience ot another employe wo ing in the same or similar position. It is necessary for the employee to k ep a reoord oi each trip made. • • - 7 - � r�`�� d7 ARTICLE XX-DURATION AND EFFECTI E ATE • 20.1 This AGREEMENT shall �ep�esent the complete AGR E ENT between the ORGANIZATION and the EMPLOYER. The parties ackno led e that durirp the negotiations which resu�ed in this AGREEMENT, each had the u lim ed riflht and oppoRunity to make requests and proposals with respect to any s bje t or matter not removed by law irom the area of ocllective bargaining, and that t oo plete unde�standings and agreements arrived at by the parties aiter the exercise of hat ri�ht and opportunity are set torth in this AGREEMENT. Theretore, the E P YER and the ORGANIZATION,for the life oi this AGREEMENT, each voluntarily nquali(iedly waives the right, and each agrees that the other shall not be obligated to ar ain collectivety with respect to any subject or matter retened to or covered in this AG E ENT. 20.2 Except as herein provided, this AG EEMENT shall be effective as oi the date it is executed by the parties and sh II ntinue in full force and effect until December 31, 1989, and thereafter until modii ed r amend.ed by mutual agreement oi the parties. . Either party desiring to amend or y this AGREEMENT shall notify the other in writing � so as to comply with the provis' ns t the Public Empbyment Labor Relations Act of 1971. 20.3 This constitutes a tentative G EEMENT between the parties which will be recommended by the Schooi ard Negotiator, but is subject to the approval ot the School Board and is also sub)ect t rat ication by the ORGANIZATION. WITNESSES: • INDEPENDENT SCHOOL DISTRICT NO. 25 SAINT P UL SUPERVISORS ORGANIZATION : l/ / �" -- �l < �: School ard Nepotiator Pr sident � - � � C �rman, Board oi ducation egotiator , a� �� /9��9 Date Date • 18 - � �� oQ oo �� o • � � c�o c°co oi c�cc°o �� v � v� o�o� o�o o� � r' �� - N NN CV �� tDl� tC0 �OM f�0 1�9 tl! tC Q� CO 01 �f� 1A0 �O M!") 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C �GO O t�0 C��!Y � � � � O�i C�DtN �� ; - , �� x �� N N N � - v ; C � y .� n� e�CD Oc�7. � C► � � � N f�f� N!7 Of� �� mQ�i 00 0 �` � � � � r- � NN � � � Q N � .� v � LL � ,- c g' � O � C�O E t�ON � �� L�' � � QO O �C V �^ � r • � 1� � � C�CD � Of Of m � � � � Q � � � � � r � � 0 m � na�o �i� �e� ° �v � � t�p � �� NC�D t0 1� (�f� m� � �. �� H � � N �O �O 1� � CD f� m � ON O� Of� � �D t0 tD� �CO � � � �- � �� m � � � .. � � N N ONf� l'�7 O � � � CD CO �? �D N f� N � 1��lf I�A c�G �� r � � r �� x� N �� N �C�D N �� O!''! � O M O l"� � N �N �N � � {� O� C7 Or- O� � - A2 - ��"`� z�g� • Add to 1988-89 SPS Contract 14.17 Notwithstanding Article 14. 10, for each eligible employee covered by this agreement el cting the health coverage pro- gram supplied to the Emplo er by Physicians Health Plan, who was covered by Physicians ea th Plan as of November 1, 1984, and continuously thereafte , he Employer shall pay the entire cost of employee coverage r 78.98 per month, whichever is less. In addition, for ea h mployee selecting dependent coverage by Physicians Hea th Plan as of November 1, 1984, , and continuously thereafte , he Employer shall pay the entire cost of dependent coverage or $174.32 per month, whichever is less. This provision s al continue for the duration of ` this contract. � �/�/�q ��- ' , �,��,> ' /� �"� °,�1, �;<� i • %l �t' <` '�<, �[f� . ,/J � / - ,� � �s/a d/ �l �